HomeMy WebLinkAboutMemo from City ManagerCITY OF MIAMI, FLORIDA
INTER -OFFICE MEMORANDUM
TO :
FROM:
The Honorable Mayor and
Members of the City Commission
Emilio T. Gonzalez, Ph.D. �tN
City Manager
DATE : September 21, 2018
SUBJECT
REFERENCES:
ENCLOSURES:
FILE :
September 27, 2018 City
Commission Meeting Agenda -
RE. 9
Item RE.9 on the September 27, 2018, City Commission Agenda is a resolution with
attachments approving the Miami General Employees American Federation of State,
County, and Municipal Employees Local 1907 Collective Bargaining and the
Memorandum of Understanding concerning the pension multiplier. A page in the
attachment inadvertently printed without the conferred classification exemption
status. The page has been substituted with the conferred classification exemption
status.
c: Victoria Mendez, City Attorney
Miriam Arcia, Agenda Coordinator
4834 Memo From City Manager
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
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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")
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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:
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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
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iftr the Union rki�, ,,a�, „�aa x, audits of any bargaining unit
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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.
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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.
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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
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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.
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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
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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.
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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.
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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
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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.
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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.
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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.
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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
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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)
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
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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 representative-willbemade-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
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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.
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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
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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)
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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.
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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
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orientations involving bargaining unit members and shall be allowed up to one (1)-
hour to speak thereat.
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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.
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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.
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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.
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13.8 The dues check off authorization form provided by the City shall be
used by employees who wish to initiate dues deduction.
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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.
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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
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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,
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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 the 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 the 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
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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
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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
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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.
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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.
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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.
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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
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otherwise be entitled. Cir^1 ^ncl w=Y++e _ -N,. res shall be
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and shall not be used against the employee
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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. -
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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.
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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.
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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.
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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
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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.
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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
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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
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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.
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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:
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(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
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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, 204-5 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
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0 . d
a
0
Uccle chall he adjusted accordingly-, 'B-2"
For fiscal years 2015-2n
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
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7
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.
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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
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5% after one (1) year at Step 1
5% after one (1) year at Step 2
5% after one (1) year at Step 3
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Step 5 5% after one (1) year at Step 4
Step 6 5% after one (1.) year at Step 5
Step 7 5% after one (1) year at Step 6
Step 8 5% after one (1) year at Step 7
Step 9 5% after two (2) years at Step 8
Step 10 5% after two (2) years at Step 9
Step 11 5% after two (2) years at Step 10
Step 12 5% after two (2) years at Step 11
Step 13 5% 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
Step— 5% aftei t vs -at 5tei)--1-5-- 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.
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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
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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
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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
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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
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.
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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.
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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.
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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.
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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.
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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:
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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 Cigna Network
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:
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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%.
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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).
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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
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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.
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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
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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
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
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
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
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
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-hlellever—le—gr-eaterT 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 ,.;,,,. ',
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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
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
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
(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
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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
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
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 ��`'�
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
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:
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t.
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 �'(
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 �`�
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 \
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'�
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
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
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
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 �`
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
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
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
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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
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
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
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
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
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
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
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 A 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'
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?
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
f ei.A p k 'es• h, (" d. � Oc k-\) Oer i t d
\ vep'r bey 0 c D J
52.$' $ffectrve RotAl�e� -i-9, a e7
member who se arates from em loyment
with ten or more years of service shall be considered elioible for a service retirement
u on attaining the earliest of the foIlowino-:
(a) awe 55 w-ith ten years of creditable
service or (b) the com•letion of a combination of ears of creditable service .1
us
attained age e ualin 70 oints.
Tentatively Agreed to on
For the City of Miami:
For the Union
ARTICLE 53
TERM OF AGREEMENT
53.1 After a majority vote of those bargaining unit employees voting on the
question of ratification and thereafter upon its ratification by an official resolution of
the City 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
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 \
�������|�Y�� �
APPENDIX �'°^,,,~��
1005 Mail Clerk NEX 14/4I907
| 1008 Clerical Aide NEX 09.A1907
' 1010 Clerk NEX 12.A1907
|
/ 1011 ClerkU NEX 14.A1907
1012 Clerk III NEX 16.A1907
| 1013 Clerk IV NEX 20.A1907
1015 Transcriber 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
CashierU
Account Clerk
Payroll Clerk
EX 2G.A19O7 �
NEX 15,A1907 �
NEX 17J\1907 |
NEX 17.A1907
NEX 19.A1907
Payroll Aide NEX 20.A1907
1113 Police/Fire Payroll Coordinator EX 25.A1907
1114 Payroll Assistant NEX 22.A1907
1116 Payroll Specialist NEX 24.A1907
1117 Project Accountant, Sr 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
EX 24.A1907
1150 Risk Management Specialist
1154
Group Insurance Aide
NEX 19.A1907
1155 Group Insurance Assistant NEX 22.A1907
1156 Group Insurance Coordinator EX 26.A1907
1157 Group Insurance Specialist EX 28.A1907
1165 Financial Systems Administrator EX 32.A1907
1166 Budget And Financial Support Advisor EX 27.A1907
1167 Budget And Financial Support Advisor, Sr 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
1220 Procurement Construction Specialist NEX 25.A1907
| 1I21 Procurement Construction Specialist, Sr. EX 28.A1907 �
1222 [onsLructionProcunecnentAs b� Assistant NEX ��19O7
__
12I3 Procurement Analyst EX 30.A1907
/ 1224 Auto PbSpec | NEX 16.A1907 i
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 |
1I42 PrupertyK4gmt Specialist EX 28.A1907 �
1345 Property Manager EX 34.A1007 !
| 1258 Senior Project Manager OTyW E% 34.A1907 |
/
� 1359 Project Manager 'OTM EX 3IA1907 /
| 1I60 Project Manager EX 34.A1907 |
| 1261 ProjectyWanager-[|P EX 32�A1907 |
i 1262 Project Cost Estimator EX 30.A1907
| 1263 Project Scheduler EX 30'A1907 |
12'64_Tr t EX
-_-�______
| 1265 Transportation Engineer EX 30.A1907 |
1266 Transportation Manager EX 34.A1907
1268 Project Manager [|P(VerUca|) EX 32.A1907 |
1269 Transportation Planning Aide NEX 19.A1907 |
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 Coordinator EX 30.A1907 |
/
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.A1907Grant Writer EX 28.A1907
|
|1339
1340 Capital Improvements Assistant EX 26.A1907
1341 Market Ser Coord EX 28.A1907
1342 Rsch & Devt Spec EX 28.A1907
1343 Contract Compliance Analyst 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
1363 Info & Referral Aide NEX 12.A1907
1364 Organizational Development and Training Sup EX 35.A1907
1365 Training Officer EX 26.A1907
1366 Staff Anlst Asst EX 24.A1907
1367 Staff Analyst
1368
EX 26.A1907
Staff Anlst Sr EX 28.A1907
1369 Staff Analyst Prncpl EX 30.A1907
1370 Contracts Manager EX 34.A1907
1371 -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
1380
1382
1384
Safety Manager
Veteran Services Information & Referral Specialist
EX 33.A1907
NEX 16.A1907
Support Services Coor
Assistant Productivity Analyst
1385 Productivity Analyst
EX 31.A1907
EX 24.A1907
EX 26.A1907
138
138
138
139
139
5
3
Insurance Information Analyst
Legislative Coordinator
Records Systems Specialist
Special Projects Coordinator
Assistant Agenda Coordinator
EX 34.A1907
139 Technical Support Analyst
1395 Victims Advocate EX 28.A1907
1397 Information Analyst EX 26.A1907
1405 City Photographer NEX 20.A1907
1410 Public Relations Agent EX 25.A1907
1411 Capital Impry Community Outreach & Engmt Coord EX 32.A1907
1413 Promotion Assistant NEX 12.A1907
1414 Public Rel Splst EX 29.A1907
1419 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
1423
1424
1425
1426
1427 Assistant To The Protocol Officer EX 25.A1907
1430 Events Agent NEX 22.A1907
1431 Special Events Coordinator EX 25.A1907
1436 Intergovmental Film Liaison EX 23.A1907
1440 Legislative Services Rep. I NEX 19.A1907
1441 Legislative Services Rep. II EX 22.A1907
1442 Legislative Services Rep. III EX 25.A1907
1505 - - Switchboard Oper - - NEX 14A1907
1506 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 Offset Press Opr NEX 19.A1907
1524 Offset Press Opr Sr NEX 21.A1907
1525 Duplicating Equip Op I NEX 16.A1907
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
EX 25.A1907
2
EX 26.A1907
EX 29.A1907
EX 25.A1907
EX 27.A1907
Public Information Coordinator
Social Broadcasting Specialist
EX 30.A1907
NEX 25.A1907
Multimedia Specialist NEX 23.A1907
Protocol Officer EX 29.A1907
1531
1533
1535
1536
1537
1539
1540
1541
1542
1543
1544
1545
1546
1547
1548
1549
1550
1551
1552 Information Systems Security Officer Supervisor
Duplicating Equip Op II NEX 19.A1907
Office Equipment Analyst NEX 24.A1907
Print Shop Estimator NEX 19.A1907
GIS Technician NEX 20.A1907
Prod Ctrl Spv EX 23.A1907
NEX 14.IT
NEX 26.A1907
EX 30.A1907
Information Services Liaison NEX 20.A1907
Pc Hardware Repair Technician NEX 23.A1907
Database Specialist(Sql Server) EX 14.IT
Computer Systems Supervisor
Systems Engr 1
Systems Engr 11
Database Specialist (Oracle)
Pc Aide
Technical Writer
Information Technology Technician I.
Information Technology Technician II
Information Technology Tech. III
Help Desk Supervisor
EX
NEX
EX
EX
EX
1553
1554
1555
1556
1557
1558
1559
1560
EX 14.IT
NEX 17.A1907
27.A1907
01.IT
05.IT
11.IT
13.IT
EX 17.IT
IT Security Analyst EX 13.IT
Computer Op 1 NEX 20.A1907
NEX 22.A1907
Computer Op II
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 Systems Programmer
1563 Software Quality Assurance Analyst
1564 Web Developer I
1565 Web Developer II
1566
1567
1568
EX 29.A1907
EX 15.IT
EX 11.IT
EX 13.IT
Programmer Jr EX 26.A1907
Programmer EX 11.IT_
Programmer Sr EX 13.IT
1569
1570 Sys Soft Manager
1571 Systems Maintenance Supervisor
1572 Computer Opr Chf
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
1575 Geographic Information Systems (GIS) Supervisor EX 17.IT
1576 Systems Analyst Sr EX 14.IT
1577 Project Manager -IT EX 16.IT
1578 Geographic Information Systems Developer EX 13.IT
1579 Oracle Systems Administrator EX 16.IT
1580 Network Administrator EX 16.IT
1581 Business Systems Administrator EX 32.A1907
1582 Teleprocessing Coord EX 28.A1907
1583 Geographic Information System Technical Analyst EX 15.IT
1584
1585 Geographic Information Systems Data Spec EX 11.IT
1586 Scheduler/Expediter NEX 21.A1907
1587 Information Systems Manager, Fire/Police EX 17.IT
1588 Info Center Spec EX 30.A1907
1591 _ Senior Oracle ERP Application Developer EX 16.IT
1593 Oracle ERP Application Developer EX 15.IT
Data Librarian NEX 20.A1907
1594 IT Infrastructure Mgr. EX 19.IT
1595 Business Analyst EX 13.IT
1596 Business Analyst Supervisor EX 32.A1907
1602 Finance Accounting Assistant NEX 22.A1907
1603 Senior Capital Assets Analyst EX 30.A1907
1604 Finance Accounting Specialist EX 24.A1907
1605 Capital Assets Administrator EX 32.A1907
1606 Financial Analyst I 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
1710 Grant Funded Workforce Prog Workshop Facilitator EX 19.A1907
1711 Grant Funded Workforce Placement Specialist
1730 Grant Program Lead
1808 Claims Account Specialist
1810
Claims Adjustor I
EX 15.A1907
EX 25.A1907
NEX 22.A1907
EX 22.A1907
1812
Claims Adjustor II
EX 24.A1907
1816
1820
2032
2033
2034
2036
2038
2039
1822
1824
2009
2010
2011
2012
2013
2015
Claims Adjustor III
EX 26.A1907
Coll/Subrogation Spec EX 24.A1907
Claims Supv., Asst. EX 28.A1907
Claims Supervisor EX 30.A1907
Senior Construction Coordinator EX 29.A1907
Survey Party Chief EX 24.A1907
Surveyor EX 30.A1907
Surveyor, Senior EX 33.A1907
Eng Tech l NEX 18.A1907
Eng Tech II NEX 20.A1907
2017 Eng Tech III NEX 24.A1907
2018 Eng Tech IV EX 27.A1907
2019 Construction Coordinator EX 27.A1907
2020 Cadd Operator NEX 24.A1907
2029 Street Lighting Eng I EX 27.A1907
2030 Professional Engineer I EX 30.A1907
2031 -__._-_---Engineer I EX 27.A1907
Professional Engineer II EX 31.A1907
Professional Engineer III EX 33.A1907
Professional Engineer IV
Environmental Engineer
Engineer II
Utility Engineer
EX 35.A1907
EX 33.A1907
EX 29.A1907
EX - 29.A1907
2040 Elec Engineer EX 33.A1907
2041 Engineer III EX 30.A1907
2048 Architect I EX 26.A1907
2049 Architect II EX 30.A1907
2050 Architect III EX 31.A1907
2053 Landscape Architect EX 30.A1907
2054 Landscpe Arch Supv EX 31.A1907
2056 Project Rep. EX 27.A1907
2057 CITP Project Liaison EX 31.A1907
2060 Cable Tv Engineer EX 31.A1907
2100 Roofing Inspector NEX 01.INS
2101 Roofing Inspector, Sr EX 29.A1907
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 |
' 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 OLINS
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 OS]NS
�--------|
2134 Plumbing Inspector NEX D1]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
|
/ 2150 yWech|nspChief EX OS]NS /
2161 Mechanical Inspector NEX OLINS
2165 Elevator Inspector NEX O1|NS |
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
2188
2190
2192
Chief Code Enforc Off
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
EX
31.A1907
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
2233 Soc Prg AnI Ast NEX 20.A1907
2234 Soc Prg Ani Sr EX 25.A1907
2235 Soc Prg AnI Supv EX 28.A1907
2237 Commty Dv Prj Supv EX 29.A1907
2239 Social Prog Coord EX 31.A1907
2240
2244
2250
Hsg Rhb Ln/O Asst NEX 19.A1907
Hsg Rhb Estim Asst NEX 19.A1907
Loan Specialist EX 24.A1907
2252
2257
2258
2972
3001
3002
3005
3010
3011
3012
3014
.... _ .................
3021
3022
3023
3024
3025
Loan Program Manager
Project Representative, Senior
Development Coordinator
Volunteer Coordinator
Laborer I
Laborer II
EX 28.A1907
EX 31.A1907
EX 34.A1907
28.A1907
NEX 15.A1907
NEX 16.A1907
Laborer III NEX 17.A1907
Labor Crew Ldr I NEX 18.A1907
Labor Crew Ldr II 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
Recycling Coordinator
Waste Col Supt Ast
NEX 25.A1907
EX 28.A1907
3026
Superintendent Of Solid Waste EX
3104 Auto Eqp Op I
NEX
30.A1907
17.A1907
3105 Auto Eqp Op II
3106 Auto Eqp Op III
3107 - Auto Eqp Op IV
3301 Maint Mech Helper
3302 Maint Mechanic
3303 Maint Mech Supv
3305 Air Cond Mech
NEX 19.A1907
NEX 21.A1907
NEX - 22.A1907
NEX 17.A1907
NEX 20.A1907
NEX 23.A1907
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
3372
3374
3402
3404
3405
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
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 21.A1907
NEX 20.A1907
NEX 22.A1907
NEX 21.A1907
3341
3350
3358
3360
3361
3362
Pipefitter Supv
Welder
Composting Facility Supervisor
Facilities Oper Wrkr.
Facilities Oper Worker, Senior
Facilities Oper Supvr
NEX 22.A1907
NEX 22.A1907
N EX
NEX
N EX
NEX
25.A1907
16.A1907
20.A1907
23.A1907
3370 Prop Maint Asst Supt EX 31.A1907
3371 Prop Maint Supt EX 33.A1907
Pol Secuty &Fac Supv NEX 21.A1907
Police Fac Asst 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 Fleet Liaison NEX 20.A1907
3638 Facility Maintenance Technician NEX 20.A1907
3642 Facility Maintenance Manager EX 28.A1907
-
.
3643 Parks & Recreation Facility Maintenance Manager EX 25.A1907
3644 Utility Analyst EX 28.A1907 |
| 4005 Custodian NEX 14.A1907 /
| 4007 [ustodian3upv NEX 17.A1907 i
5017
Police Property Mgr EX 31.A1907 |
| 5019 Identification Aide NEX 16.A1907
Police Comm Cirk
NEX 18.Ai1907
Po|Prop Spec |
NEX 17.A1907
50I3 Forensic Crime Analyst NEX 26.A1907
Pol Prop Spec 11
NEX 19.A1907
5025 Crime Scene Investigator | NEX 22.A1907
� S026 Crime Scene Investigator U NEX 26.A1907
5027 Crime Scene Investigations Supervisor EX 32.A3 907
5030
Latent Print Examiner NEX 30.A1907
6032 Latent Print Examiner Supervisor NEX 31.A1907
Forensic Investigations K4ana0er
Guard/Porter
School Crossing Guard Supervisor
EX 34.A1907
NEX 06.A1907
EX 13.A1907
5040 Public Service Aide NEX 17J\1907
! SOSO Professional Compliance Supv. EX 28.AI907
|
/ SOGU Police Records Supr EX 28/A1907 |
/
5065 Criminal Intelligence Analyst I EX 26.A1907
5066 Criminal Intelligence Analyst U EX I8.A1907
5071 Crime Analyst U NEX 24,A1907
| 5073
|
| 5076
Prof Compliance Asst
Video Retrieval Specialist
NEX 22.A1907
NEX 19.A1907
S077 - -Prof [omplRep EX - 26.A1907
! 5090 Senior Policy Analyst EX 28.AI907
! 5381 Fire Plans Examiner NEX 30,A1907
5302 Fire Sfty Spec. Sr. NEX 25.A1907
5303 Fire SftySpecSupv EX 27.A1907
� 5384 Fire SftvSpec NEX 23.A1907 |
5314 Emergency Management Coordinator EX 30.A1907
. 5315 Fire Supplies Clerk | NEX 14.A1907 |
' 5316 Fire Supplies Clerk U. NEX 17.A1907
5317 Grant Funded Emergency Management Planner EX I6.A1907
5318 Fire And Life Safety Education Coordinat EX 28.A1907 ,
5319 ���Fire &Ufe SafetyEd.Spec. EX 24.A1907
5320 Video Program Spec EX 23.A1907 :
5323
Video Program Prod
EX 28.A1907
5324
Show Producer
EX 28.A1907
5401
Multimedia Manager
EX 26.A1907
5403
Communications Equip. Maint. Specialist NEX 19.A1907
Comm Repair Wrkr NEX 21.A1907
Comm Tech NEX 25.A1907
5404
5405
5406
Comm Tech Supv
NEX 27.A1907
5407
Comm Maint Asst Supt
EX 30.A1907
5408
Comm Tech Supt
EX 33.A1907
5409
5410
5411
5412
Communications Specialist
Microwave Technician
Communications Technical Operator
Comm Center Supervisor, Police
EX
NEX
EX
EX
26.A1907
25.A1907
25.A1907
28.A1907
5413 Emergency Dispatch Assistant
NEX 20.A1907
5414 Police Comm. Records Custodian NEX 22.A1907
22.A1907
5415 Emergency Dispatcher NEX
5416
Comm Oper Spvsr
NEX 24.A1907
5417 Emd Quality Assurance Specialist NEX 24.A1907
5418 Comm Center Supervisor,Medical/Fire EX 28.A1907
5419 Communications Training Specialist
EX 26.A1907
5420 Telc Sys Dev Mgr EX 33.A1907
5423 Telecommunications Technician (RJ) NEX 32.A1907
5424 Telecommunications Technician Assistant NEX 23.A1907
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
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
5740
6003
6005
6007
6010
6015
6016
6017
6020
6021
6022
6025
6029
Staff Analyst Senior
Golf Course Attendant
Grounds Tender
Park Tender I
Park Tender II
Greenskeeper
EX 28.A1907
NEX 16.A1907
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
6106 Ocean Rescue Lifeguard NEX 20.A1907
6107
Pools Supervisor
6108 Senior Ocean Rescue Lifeguard
6109 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
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
19.A1907
22.A1907
20.A1907
28.A1907
20.A1907
29.A1907
18.A1907
NEX
NEX
EX
EX
EX
EX
NEX
NEX 18.A1907
NEX 23.A1907
EX 22.A1907
EX 25.A1907
EX 21.A1907
NEX 08.A1907
6162 Recreation Asst Supt EX ' 29.A1907
6164 Parks & Recreation Sery Coord EX 29.A1907
6170 Events Specialist NEX 24.A1907
6172 Special Events Supervisor EX 29.A1907
6300 Day Care Admin EX 31.A1907
6301 Day Care Adm Ast EX 25.A1907
6302 Day Care Ctr Supv EX 25.A1907
Recreation Aide
6303 Day Care Specialist NEX 18.A1907
7017 Job Training Program Coordinator NEX 33.A1907
7018 Vocational Counselor NEX 22.A1907
7019 Citzn Prgm Supv EX 28.A1907
7020 Comm Invol Asst NEX 19.A1907
7021 Crime Prevention Specialist NEX 22.A1907
7031
7032
7035
7035
8008
8034
8035
8037
8040
8048
8051
8073
8075
Sanitation Inspector II
NEX 23.A1907
Sanitation Inspector Chief
EX 26.A1907
Sanitation Inspector I
Sanitation Inspector
Secretary III
NEX 21.A1907
NEX 21.A1907
NEX 19.A1907
Typist Clerk I NEX 13.A1907
Typist Clerk II NEX 15.A1907
Typist Clerk III NEX 17.A1907
Receptionist/Typist NEX 18.A1907
Property & Casualty Manager EX 32.A1907
Claims Supervisor EX 30.A1907
Domestic Vlolence Administrator EX 33.A1907
Deputy Chief Resilience Officer EX 21.A1907
8082
Admin Asst I
EX 25.A1907
8083
8101
8103
8104
8113
8117
8118
8119
8120
8121
8122
Admin Asst II EX 28.A1907
Secretary IV NEX 21.A1907
Secretary I NEX 15.A1907
Secretary II NEX 17.A1907
Legislative Services Represantive I NEX 19.A1907
Technical Oper Coord EX 24.A1907
NEX 22.A1907
Legislative Services Representative II
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
8163
8165
8167
8176
Information Analyst Coordinator EX 31.A1907
Information Services Liaison NEX 20.A1907
Chief of Code Compliance
Code Enforcement Training Specialist
EX 32.A1907
EX 26.A1907
- 8177 Code Compliance Field Supervisor
8178 Code Enforcement Coord.
8201
8206
8220
8232
8273
8396
8411
8420
8423
Code Enforcement Assistant
EX 27.A1907
EX 30.A1907
EX 24.A1907
Admin Asst III EX 31.A1907
Chief of Hearing Boards
Chief of Environmental Resources
Chief of Solid Waste Operations
Photographer, Senior
Administrative Clerk
Media Relations Liaison
Parks And Recreation Facility Manager
8424 Special Education Teacher
8425 Parks & Recreation Sery Coord
8426
Program Assistant
8427
8435
Education Initiatives Coordinator
Property Manager
EX 34.A1907
EX 34.A1907
EX 34.A1907
EX 26.A1907
NEX 17.A1907
EX 19.A1907
EX 26.A1907
NEX 25.A1907
NEX 29.A1907
NEX 14.A1907
8437
8438
8439
CIP Technical Administrator
EX 28.A1907
EX 34.A1907
EX 36.A1907
Business Development Coordinator
Business Development Supervisor
8440
8441
8450
8452
8461
8463
8464
8466
8467
8468
Development Coordinator
Preservation Officer
EX 34.A1907
EX 31.A1907
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
8469 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
| 8434 Grant Writer EX 28.A1907 |
|
8490 Insurance Financial Analyst EX 28.A1907 /
| 8510 Records System Coordinator 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 i
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./\1907 |
8582 Environmental Coordinator EX 28.A1907
� 8585 Environmental Compliance Specialist EX 27.A1907 |
8587
|
Resilience Programs Manager EX 30.A1907
| DS89 U�anFores��r
�_- ___ _ - '_--�
8590 Economic Development EX 34A1907 '
EX 36.A1907
8606 Chief Project Manager
8607 Senior Project Manager -[ip EX 34.A1907 |
| 8611 Audiovisual Technician NEX 19.A19078612 Video Program Specialist EX 23.A1907
|
|
8613 Chief Communications Engineer
|
8615 Producer/Writer/Reporter EX 36.41907
[ 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 27.A1907
| |
EX 31'A1907 |
8614 Communications Technical Operator EX 25.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 �
O6�1 Project Representative Senior EX
8638 Maintenance Technician NEX 20^A1907 !
|---
8642
8643
8645
8649
Facility Maint. Manager
Superintendent Of Solid Waste
Community Programs Administrator
Payroll Manager
EX 28.A1907
EX 31.A1907
EX 33.A1907
EX 34.A1907
8650 Oracle Financial Systems Manager EX 34.A1907
8651 Applications Support & Integration Manager EX 19.IT
8653 IT Quality Assurance Manager EX 35.A1907
8654 Information Technology Customer Service Manager EX 36.A1907
8656 Loan Review Specialist EX 26.A1907
8657 Loan Review Assistant EX 24.A1907
8658 Community Involvement Spec NEX 21.A1907
8659 Loan Review Analyst EX 30.A1907
8660 Sr. Procurement Contract Off. EX 31.A1907
8661 Procurement Aide NEX 19.A1907
8662 Procurement Card Administrator EX 25.A1907
8664 Procurement Contracting Manager EX 33.A1907
8685 Acquisitions Specialist Supervisor EX 21.A1907
8688 Professional Engineer III-Floodplain Administrator EX 35.A1907
8706 Sr. Job Train Spec EX 22.A1907
8715 Community Service Provider NEX 18.A1907
8718 Clerk I NEX 12.A1907
8719 Clerk II
8720 Employ interviewer
NEX 14.A1907
NEX 17.A1907
8722 Client Sery Coord EX 32.A1907
8723
8724
Client Services Specialist
Accountant
EX 25.A1907
EX 22.A1907
8726 Account Clerk NEX 17.A1907
8729 Auditor Assistant NEX 19.A1907
8732 Public Relations Agent EX 27.A1907
8736 Public Information Coord EX 30.A1907
8737 Chief of Unsafe Structures EX 32.A1907
8738 Public Info. Supvr. EX 27.A1907
8740 Deputy International Affairs Administrator EX 27.A1907
8741 Intergovernmental Affairs Liaison EX 30.A1907
8742 Code Compliance Specialist EX 26.A1907
8743 Chief Elevator Inspector NEX 32.A1907 !.
8744 Chief Civil Engineer EX 36.A1907
8745 Chief Of Inspection Services
EX 33.A1907
8748
8751
8752
Capital Impry Procurement Admin.
EX 36.A1907
Zoning Manager
Legislative Coord
EX
EX
33.A1907
25.A1907
8759 Financial Reporting Manager EX 32.A1907
8760 Internal Controls and Compliance Manager EX 34.A1907
Financial Dev Coord EX 31.A1907
Admin Aide I NEX 20.A1907
Admin Aide II NEX 22.A1907
Investigator II, Civilian Investigative Panel
Investigator, Civilian Investig. Panel
Civilian Investigative Panel Analyst
Film And Culture Administrator
Cultural Administrator
Cultural Arts Center Manager
Auditorium Mgr Assist
Convention Center Manager
--............___..___......_Traffic Engineer ................_-. -_
Transportation Coordinator
Special Projects AssistantW
_._._.......---....._------
Spec Projects Coord
Transportation Analyst
Assistant Facility Maintenance Manager
Client Support Sery Aide
Assessment & Referral Spec.
Training Specialist
EX 28.A1907
EX 26.A1907
EX 26.A1907
EX 27.A1907
EX
EX
EX
EX
EX
EX
28.A1907
31.A1907
25.A1907
31.A1907
32.A1907
36.A1907
EX 25.A1907
EX 29.A1907
EX 29.A1907
EX 26.A1907
NEX 20.A1907
EX 24.A1907
EX 25.A1907
Job Placement Specialist EX 22.A1907
Skills Coach
Case Management Supervisor
8809 Case Manager
8810 Sr.Job Placement/Marketing Spec
8811 Case Management Assistant
8764
8770
8773
8775
8776
8777
8780
8783
8784
8785
8786
8789
8791
8792
8793
8794
8796
8801
8803
8804
8805
8806
8808
- 8812 - - - - - - Training Coordinator
EX 23.A1907
EX 28.A1907
EX 25.A1907
EX 28.A1907
EX 22.A1907
EX 28.A1907
8813 Training And Development Specialist
EX 27.A1907
8815 Contract Compliance Analyst EX 27.A1907
8816 Contract Compliance Manager EX 34.A1907
8817
8818
8824
8825
8830
8835
8840
8842
8844
Employment Program Analyst EX 27.A1907
Job Placement/Marketing Coord EX 32.A1907
Fiscal Assistant EX 22.A1907
Fiscal Administrator EX 30.A1907
Housing Quality Assurance Aide NEX 19.A1907
Housing Quality Assurance Supervisor EX 29.A1907
Housing Program Manager EX 32.A1907
Housing Program Analyst NEX 28.A1907
Housing Quality Assurance Monitor NEX 24.A1907
8900 Grant Funded Hosing QltyAssur Monitor EX 24.A1907
8901 Grant Funded Housing Qlty Assur Super EX 29.A1907
8903 Grant Funded Housing Program Analyst EX 28.A1907
8905 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
EX 24.A1907
GF Workforce Career Advisor EX 15.A1907
8974 GF Workforce Lead Career Advisor EX 20.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
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.
In the event there is a discrepancy in pay grade for any particular classification, the higher pay grade will
prevail.
T.J.7.'..!/1,k-: 6 -�f� n�
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I
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ri`f
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2 Z IN
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I I
CITY 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 :
tJ tEC T
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
CITY OF MIA, ,FLORLIA
INTER -OFFICE MEMORANDUM
Mario Nunez
TQ Director
Department of Solid Waste
Joe Napoli
Deputy City Manager
City Manager's Office
IFCT
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
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
_
i]
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
13 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
4 ( 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
IT Schedule
Oct 2018
Step
1
lyr
2
1yr
3
1yr
4
1yr
5
lyr
6
1yr
7
8
2yr
9
2yr
10
2yr
11
2yr
12
2yr
13
2yr
14 `
2yr
15
2yr
1yr
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
IT Schedule
Oct 2019
Step
t'
1
1yr
2
lyr
3
1yr
4
lyr
! 5
1yr
6
7
lyr
8
2yr
9
2yr
10
2yr
11
12
13
14
15
2yr
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
10/1/2017
INS
1yr
1yr
..:.
1yr
.
1yr
s°'
r .,� ,ti
1yr
i�r
1yr
r7r ,
lyr
`
2yr
2yr
Q
2yr
1
2yr
12 '
2yr
13
2yr
1 4
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
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
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
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
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
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
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
1.3.5735
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
13.5735
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
3 7.3237
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
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
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