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City of Miami Legislation Ordinance: 13790 City Hall 3500 Pan American Drive Miami, FL 33133 www.miamigov.com File Number: 4631 Final Action Date: 9/27/2018 AN ORDINANCE OF THE MIAMI CITY COMMISSION, WITH ATTACHMENT(S), ADOPTING A FINAL BUDGET AND MAKING APPROPRIATIONS RELATING TO OPERATIONAL AND BUDGETARY REQUIREMENTS FOR THE FISCAL YEAR BEGINNING OCTOBER 1, 2018 AND ENDING SEPTEMBER 30, 2019; RATIFYING, APPROVING, AND CONFIRMING CERTAIN NECESSARY ACTIONS OF THE CITY MANAGER AND DESIGNATED CITY DEPARTMENTS IN ORDER TO UPDATE THE RELEVANT DEPARTMENTS, FINANCIAL CONTROLS, PROJECT CLOSE-OUTS, ACCOUNTING ENTRIES, AND COMPUTER SYSTEMS IN CONNECTION THEREWITH AND FOR GRANTS IN PROGRESS; PROVIDING FOR AN EFFECTIVE DATE. WHEREAS, pursuant to Sections 200.065(2)(a)(4) and (2)(c), Florida Statutes (2018), the City Manager has prepared and submitted to the City Commission a proposed budget of the expenditures and revenues of all City of Miami ("City") Departments, Offices, and Boards for the Fiscal Year beginning October 1, 2018 and ending September 30, 2019 ("Fiscal Year 2018-19"); and WHEREAS, a copy of the proposed budget has been posted on the City's website and has been on file in the Office of the City Clerk since July 9, 2018; and WHEREAS, the General Fund Budget for Fiscal Year 2018-19 is $763,002,000.00 and the total Budget for all non -capital funds is $1,098,979,000.00; and WHEREAS, the City's final general operating ad valorem millage rate is 7.5865; and WHEREAS, the major source of revenue for the General Fund is derived from the category identified as "Property Taxes" in the amount of $359,685,000.00; and WHEREAS, this proposed budget recommends the transfer of $3.751 million from the Transportation Trust Fund for the expansion of the Trolley Program ($1.2 million to Capital Project Fund and $2.551 million to General Special Revenue Fund); and WHEREAS, expenditures from the Transportation Trust Fund will require authorization by a supermajority of the City Commission, ensuring the money collected will be spent in the best interest of all the residents of and visitors to the City; and WHEREAS, this proposed budget recommends the creation of a new department to be named Human Services which will perform the administrative functions as required to direct and manage the Citywide Initiatives, Workforce Initiatives, Childcare, Health Initiatives and Live Healthy Little Havana, and Veterans Affairs and Homeless Services; and City of Miami Page 1 of 8 File ID: 4631 (Revision: B) Printed On: 2/5/2019 File ID: 4631 Enactment Number: 13790 WHEREAS, as part of this proposed budget, the Office of Film and Entertainment, Office of Transportation Management, and Office of Veterans Affairs and Homeless Services are removed from the City's Table of Organization; and WHEREAS, it is in the best interests of the City to authorize the City Manager to make any necessary changes to adjust, amend, and appropriate the City's Operating Budget, Five -Year Financial Plan, Strategic Plan, and Multi -Year Capital Plan, all for the purposes set forth in this Ordinance; and WHEREAS, it is in the best interests of the City to ratify, approve, and confirm certain necessary actions of the City Manager and designated City Departments in order to update the relevant financial controls, project close-outs, accounting entries, and computer systems in connection therewith and for grants in progress; and WHEREAS, provisions have been duly made by the City Commission for Public Hearings on the proposed budget before the City Commission as a Committee of the Whole and Public Hearings thereon have been held as required pursuant to Section 200.065, Florida Statutes (2018); NOW, THEREFORE, BE IT ORDAINED BY THE COMMISSION OF THE CITY OF MIAMI, FLORIDA: Section 1. The recitals and findings contained in the Preamble to this Ordinance are adopted by reference and incorporated as if fully set forth in this Section. Section 2. The Proposed Budget, as submitted to the City Commission on July 9, 2018, is incorporated herein by reference and is amended to include all of the applicable changes contained in the memorandum titled "Information for First Budget Hearing — Fiscal Year 2018-19 Proposed Budget," attached and incorporated herein as Exhibit "A," was previously adopted as the tentative budget on first reading. Section 3. The Proposed Budget, as submitted to the City Commission on September 27, 2018, is incorporated herein by reference and is amended to include all of the applicable changes contained in the memorandum titled "Information for Second Budget Hearing — Fiscal Year 2018-19 Proposed Budget," attached and incorporated herein as Exhibit "B," and is hereby adopted. Section 4. The following appropriations are made for the municipal operations of the General Fund for the Fiscal Year 2018-19: City of Miami Page 2 of 8 File ID: 4631 (Revision: B) Printed on: 2/5/2019 File ID: 4631 Enactment Number: 13790 GENERAL FUND APPROPRIATIONS Departments, Boards and Offices: Mayor $ 1,454,000 Commissioners 3,912,000 City Manager 2,850,000 Agenda Coordination 402,000 Auditor General 1,368,000 Building 14,285,000 Capital Improvements 3,658,000 City Attorney 9,356,000 City Clerk 1,845,000 Civil Services 445,000 Code Compliance 6,934,000 Communications 2,149,000 Equal Opportunity and Diversity Programs 464,000 Finance 9,296,000 Fire -Rescue 143,167,000 General Service Administration 25,258,000 Grants Administration 1,712,000 Housing and Community Development 1,689,000 Human Resources 4,736,000 Human Services 4,381,000 Innovation and Technology 13,597,000 Management and Budget 2,499,000 Neighborhood Enhancement Team (NET) 7,382,000 Parks and Recreation 47,754,000 Planning 5,789,000 Police 245,192,000 Procurement 2,572,000 Real Estate and Asset Management 13,090,000 Resilience and Public Works 22,432,000 Resilience and Sustainability 723,000 Risk Management 2,952,000 Solid Waste 33,884,000 Zoning 3,089,000 Transfers -OUT 54,600,000 Non -Departmental 68,086,000 TOTAL GENERAL FUND $ 763,002,000 City of Miami Page 3 of 8 File ID: 4631 (Revision: B) Printed on: 2/5/2019 File ID: 4631 Enactment Number: 13790 Reserves Based on Financial Integrity Principles: (Included in General Fund — NDA) Contingency Reserves $ 5,000,000 Undesignated Reserves TOTAL RESERVES $ 5,000,000 Section 5. The above appropriations for the municipal operations of the General Fund are made based on the following sources of revenues for Fiscal Year 2018-19: GENERAL FUND REVENUES Property Taxes $ 359,685,000 Franchise Fees and Other Taxes 115,757,000 Interest 3,623,000 Transfers -IN 5,348,000 Fines and Forfeitures 5,460,000 Intergovernmental Revenues 77,579,000 Licenses and Permits 67,037,000 Other Revenues (Inflows) 10,241,000 Charges for Services 118,272,000 TOTAL GENERAL FUND $ 763,002,000 Section 6. The following appropriations are made for the municipal operations of Debt Service Funds for Fiscal Year 2018-19: DEBT SERVICE FUNDS APPROPRIATONS General Obligation Bonds 22,520,000 Special Obligation Bonds 51,303,000 TOTAL DEBT SERVICE FUNDS $ 73,823,000 Section 7. The above appropriations for the municipal operations of Debt Service Funds are made based on the following sources of revenues for Fiscal Year 2018-19: DEBT SERVICE FUNDS REVENUES Property Taxes $ 22,843,000 Transfers -In and Other Revenues 50,980,000 TOTAL DEBT SERVICE FUNDS $ 73,823,000 Section 8. The following appropriations are made for the municipal operations of Special Revenue Funds for Fiscal Year 2018-19: City of Miami Page 4 of 8 File ID: 4631 (Revision: B) Printed on: 2/5/2019 File ID: 4631 Enactment Number: 13790 SPECIAL REVENUE FUNDS General Special Revenue Human Services Planning Services Planning and Zoning Tree Trust Fund Public Art Fund Fire Rescue Services UASI-Fire Rescue NET Offices and Code Enforcement Parks and Recreation Services Police Services Police E911-Wireless Police E911-Non Wireless Police E911-Prepaid Law Enforcement Trust Fund Public Works Services Solid Waste Recycling Trust City Clerk Services Community Development Homeless Program Bayfront/Riverfront Land Acquisition Rouse Trt Miami Ballpark Parking Facilities Departmental Improvement Initiative Transportation and Transit Emergency Funds TOTAL SPECIAL REVENUE FUNDS APPROPRIATIONS $ 3,069,000 458,000 12,601,000 3,610,000 160,000 3,283,000 11,644,000 1,667,000 1,116,000 8,482,000 2,048,000 1,565,000 3,771,000 1,911,000 16,512,000 158,000 1,180,000 51,845,000 2,735,000 1,539,000 5,329,000 9,722,000 17,333,000 100,000 $ 161, 838, 000 Section 9. The above appropriations for the municipal operations of Special Revenue Funds are made based on the following sources of revenues for Fiscal Year 2018- 19: SPECIAL REVENUE FUNDS All Sources TOTAL SPECIAL REVENUE FUNDS $ $ REVENUES 161,838,000 161,838,000 Section 10. The following appropriations are made for the municipal operations of Internal Service Funds for Fiscal Year 2018-19: INTERNAL SERVICE FUND Life and Health Insurance Workers' Compensation Others TOTAL INTERNAL SERVICE FUND APPROPRIATIONS $ 63,261,000 19,204,000 17,851,000 $ 100,316,000 City of Miami Page 5 of 8 File ID: 4631 (Revision: B) Printed on: 2/5/2019 File ID: 4631 Enactment Number: 13790 Section 11. The above appropriations for the municipal operations of Internal Service Funds are made based on the following sources of revenues for Fiscal Year 2018- 19: INTERNAL SERVICE FUND REVENUES All Sources $ 100,316,000 TOTAL INTERNAL SERVICE FUND $ 100,316,000 Section 12. This Ordinance is an ordinance of precedent and all other ordinances and resolutions in conflict with it are held null and void insofar as they pertain to these appropriations; however, no provision contained in this Ordinance shall be construed to violate the Anti -Deficiency Act as set forth in Sections 18-500 through Sections 18-503 of the Code of the City of Miami, Florida, as amended ("City Code"). The appropriations are the anticipated expenditure requirements for the City but are not mandatory should efficient administration of City Departments and Boards or altered economic conditions indicate that a curtailment in certain expenditures is necessary or desirable for the general welfare of the City. The City Manager is specifically authorized' to create awards and to transfer funds between accounts and awards, and to withhold any of these appropriated funds from encumbrance or expenditure should such action appear advantageous to the economic and efficient operation of the City. The City Manager is also authorized' to transfer any excess unrestricted moneys from other funds to the General Fund provided that those are appropriated moneys which are no longer needed to implement the original purpose of the appropriation, which are legally available at the time of such transfer, and whose expenditure is not limited to use for any other specified purpose. Section 13. The City Manager is authorized' to make any necessary changes to adjust, amend, and appropriate the City's Operating Budget, Five -Year Financial Plan, Strategic Plan, and the Multi -Year Capital Plan, with transfers in and/or out, as necessary and applicable, of legally available funds and to designate projects, services, components, values, amounts, and uses, as necessary and applicable, for purposes set forth in this Ordinance. Section 14. All departments and the number of employees designated therein provided for in this budget either by position summary or by the organizational chart are deemed approved by the City Commission. Any permanent change regarding same shall require City Commission approval. Section 15. The City Manager is authorized' to administer the executive pay plan and benefit package to disburse the funds appropriated herein for said purpose in a manner he or she deems appropriate. The City Manager is also authorized' to administer and disburse the City Commission benefit package. With the exception of those positions in which the salary is established by City Commission action, the City Manager is further authorized' to establish the salaries of those employees in executive and staff positions in accordance with the executive and staff pay plan. These employees may receive any salary increases given in Section 16. Section 16. The City Manager is authorized' to disburse any funds that may be designated by the City Commission as cost -of -living or other pay adjustments to Civil Service, executive, and staff employees as may be approved by the City Manager. 1 The herein authorization is further subject to compliance with all requirements that may be imposed by the City Attorney, including but not limited to, those prescribed by applicable City Charter and City Code provisions. City of Miami Page 6 of 8 File ID: 4631 (Revision: B) Printed on: 2/5/2019 File ID: 4631 Enactment Number: 13790 Section 17. Nothing contained in this Ordinance shall be construed as to prohibit or prevent the City Manager, the City's administrative head who is responsible for the efficient administration of all Departments, from exercising the power granted to and imposed upon him in the Charter of the City of Miami, Florida, as amended ("Charter"), to fix, adjust, raise, or lower salaries and to create, abolish, fill, or hold vacant, temporary, or permanent positions whenever it has been determined by the City Manager to be in the best interest of efficient and economical administration of the City and all its Departments. The authority contained in this Section shall also be applicable whenever the City Manager shall cause a Department to reorganize itself to perform its services more efficiently. Such reorganization may include reduction of budgeted positions, reclassification of positions, and alteration of the number of budgeted positions in any given classification. Section 18. The transfer of funds between the detailed accounts comprising any separate amount appropriated by the above sections hereof is approved and authorized when such transfer shall have been made at the request of the City Manager and when such transfer shall have been made of any part of an unencumbered balance of an appropriation to or for a purpose or object for which the appropriation for the herein fiscal year has proved insufficient. Section 19. The transfer of funds between the detailed accounts comprising any separate amount appropriated by the above sections hereof is approved and authorized when such transfer of funds is made at the request of the City Manager and when such transfer is to be made between the detailed accounts appropriated to the same office, department, or division. Section 20. To effect salary adjustments, the City Manager is further authorized' to make departmental and other transfers from any reserve accounts established in the General Fund and is authorized' to approve transfers for any unforeseen requirements of all appropriated funds as may be required so long as such transfer is consistent with the provisions contained in Chapter 18, Article IX of the City Code. Section 21. To facilitate effective budgetary control and sound fiscal management, the City Manager is further authorized' to transfer funds from departmental budget reserve accounts to the Emergency Account of Non -Departmental Accounts to other Funds, and to departmental budget reserve accounts from the Emergency Account of Non -Departmental Accounts to other Funds. Section 22. The Emergency Account is declared to be appropriated to meet emergency expenses and is subject to expenditure by the City Manager for any emergency purpose. Section 23. Except as herein provided, transfers between items appropriated shall be authorized by resolution(s) or ordinance(s) amendatory hereto, except that (a) transfers from the Non -Departmental Accounts may be made by resolution and (b) any mid -year budget amendment(s) that do not involve any changes of City Departments may be made by resolution. Section 24. The City Manager is authorized' to invite or advertise for bids for the purchase of any material, equipment, physical improvement, or service provided by the aforementioned appropriations or which may be provided for in accordance with the authority of Chapter 18 of the City Code for which formal bidding is required, such bids to be returnable to City of Miami Page 7 of 8 File ID: 4631 (Revision: B) Printed on: 2/5/2019 File ID: 4631 Enactment Number: 13790 the City Commission or City Manager in accordance with Charter or Code provisions. Section 25. Expenditure of the herein appropriated funds is authorized in the procurement of goods and services by award or contract for the same by the City Commission following the use, if applicable, of competitive negotiations unless the award of such contract by the City Manager is expressly allowed under City Code provisions. Section 26. Certain necessary actions by the City Manager and the designated City Departments in order to update the relevant Departments, financial controls, project close- outs, accounting entries, and computer systems in connection therewith and for grants in progress, are hereby ratified, approved, and confirmed. Section 27. This Ordinance shall become effective immediately upon its second reading, adoption, and signature of the Mayor.2 APPROVED AS TO FORM AND CORRECTNESS: ndez, City ttor ey 10/1/2018 2 This Ordinance shall become effective as specified herein unless vetoed by the Mayor within ten (10) days from the date it was passed and adopted. If the Mayor vetoes this Ordinance, it shall become effective immediately upon override of the veto by the City Commission or upon the effective date stated herein, whichever is later. City of Miami Page 8 of 8 File ID: 4631 (Revision: B) Printed on: 2/5/2019 THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. CITY OF MIAMI INTER -OFFICE MEMORANDUM TO: Honorable Mayor and Members DATE: September 4, 2018 of the City Commission FROM: Emilio T. Gonzalez SUBJECT: Information for the First Budget CityManager1'` y. Hearing — FY 2018-19 Proposed Budget The preparation of the FY 2018-19 Operating and Capital Budget for the City of Miami continues to be a dynamic process that involves changes in data and policy, both of which ultimately affect the final adopted budget. This memorandum has been prepared to provide the Commission with the most up-to-date information, to offer proposed changes for Commission consideration of both revenues and expenditures since the issuance of the FY 2018-19 Proposed Budget on July 9, 2018, to present attachments that reflect these changes, and to provide updates to the Proposed Capital Plan. If adopted, these recommended changes will have the following effects on the proposed budget: • The Labor Negotiations and Mediations Reserve will increase from $14.058 million to $24.349 million, which represents a portion of the recurring costs associated with negotiations and mediations with the International Association of Fire Fighters, AFL-CIO Local 587; the Miami General Employees American Federation of State, County, and Municipal Employees Local 1907, AFL-CIO; and the Fraternal Order of Police, Walter E. Headley, Jr., Miami Lodge No. 20. Additional changes to the budget may be needed when these negotiations and mediations are completed. • The Police Department budget will be increased by $225,000 to reflect the following: the defunding of additional Police services to the OMNI Community Redevelopment Agency areas in the amount of $500,000, the funding of additional Police services to the Miami -Dade County Public Schools in the amount of $408,000 to provide an Officer for the FY 2018-19 school year at the 33 schools identified within the City of Miami; part of this cost will be offset by revenues from the Miami -Dade County Public Schools in the amount of $386,000, and the line item "Police and Fire-FIPO" be increased by $317,000 due to the City contribution requirement for the cost of living adjustment that was not 4(031 Dchi 61- -Sob THIS DOCUMENT KG/\SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BESEEN AT END gFTHIS DOCUMENT. Honorable Mayor and Members ofthe City Commission Information for the First Budget Hearing —FY2Ul8'l9Proposed Budget Page 2 of previously allocated inthe proposed budget. The revenue into the City will bereduced by $500,000 and the Police Department's Budget will be reduced by the same amount due to the Omni Community Redevelopment Agency (CRA) reduction in reimbursement for enhanced police services. AsSuch the services will not beperformed resulting ina reduction of both revenues and expenses. |tshould benoted that neither the Omni [RA nor the Southeast Overtown Park West CRA have paid the full reimbursement in the current fiscal year, � The Neighborhood Enhancement Team (NET) budget will be increased by $108,000tn accommodate an additional NET Administrator, an additional Assistant Director, and a new NET Office at Marlins Park ($15,000), and the rental and lease in the amount of $29,000, offset partially by line item reductions and the reduction of one position /$42'000i The capital budget will transfer funds from other projects toaccommodate bui|doutatthis new location. * The Building Department budget will be increased by $301,000 which will include information technology support, additional security, and six new front-line Support positions for the E'P|an system with a centralized intake and quality control system for all disciplines. The Building Department reserve inthe Non -Departmental Accounts will bereduced bythe same amount. w The City contribution to the Firefighters and Police Officers Retirement Trust (F|P0 will be increased by $503,000 to reflect the proper amount according to the current actuarial report and will be reflected by increasing the budgets of the Police Department and the Fire -Rescue Department. • The Civil Service Board budget will be increased by $20,000 to accommodate personnel changes since the proposed budget, The position Count will not increase. w The budget for the Equal Opportunities and Diversity Programs Office will be increased by$l9,O0Otoaccommodate personnel changes since the proposed budget. The position count will not increase. w The City Attorney's Office budget will not increase, but the headcount will increase by one position. The City At orney's Office budget will he reduced in other line items to accommodate the cost ofthis position. w The Office ofthe City Manager budget will bereduced by$7O'OOUtoreflect the reduction of one Assistant to the City Manager that had been proposed in the budget. w The Department of Innovation and Technology (DoIT) will increase its headcount with a position to support the Building Department with no change to the DoIT budget, as the funding for the position will remain inthe Building Department. The headcount of the Building Department will decrease byone position. This change will beeffective immediately and inthe new fiscal year, THIS DOCUMENT KG/\SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BESEEN AT END gFTHIS DOCUMENT. Honorable Mayor and Members ofthe City Commission information for the First Budget Hearing —FY20I8'l9Proposed Budget Page 3of6 a The General Services Administration budget will be increased by $111,000 to reflect higher costs associated with including living wages in the new janitorial services contract. 0 The Non -Departmental Budget will be increased by $80,000 to fund a forensic audit of the operations at the Me|reese Golf Course. As well, City support for the eMerge'Miami Technology Conference will increase from $SO,000to$1OO,0OO. * The City will recognize an additional $7.291 million of revenue from the Miami Parking Authority and a new revenue of $3 million from the Bayfront Park Management Trust. w ToaUovvfortheaboverecommendedchanges,theReserveforUncoUectab|eKevenueo will bereduced by$838,O0O. It should also be noted that the reports assigned by the City Manager to various Department Directors in the City Manager's Budget Message are ongoing and will be reported to the City Commission when completed. General Fund Revenues Recommended Changes (Summary values in Attachment A) TheFY20I8'19Proposed8udgetfortheGenera|FundrevenueasofJu|y9,ZOI8vvas $750.686 million, It is recommended that the budget be revised to $760.863 million to include the following changes: ° Additional revenue from the Miami Parking Authority by $7.291 million due to an increase of parking revenue as a result of the proposed parking fee increases and additional revenues from compliance enforcement. • The 'Intergovernmental Revenues' category is increased by $3.386 million to reflect a contribution to the City's General Fund from the Bayfront Park Management Trust ($3 million) and the reimbursement by the School Board /$386'00\. * The7iansfers'|N' category decreased by$5O0,UO0due to a budget revision by the Omni Midtown [RAassociated with enhanced policing. General Fund Departmental Changes (Summary values in Attachment A) City Manager's Office The FY2Ol8'l9Proposed Budget asofJuly 9,2Ol8is $2.920miUion. |tisrecommended that the budget be revised to $2.850 million to reflect the reduction of one vacant Assistant to the City Manager position. THIS DOCUMENT KG/\SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BESEEN AT END gFTHIS DOCUMENT. Honorable Mayor and Members ofthe City Commission Information for the First Budget Hearing —FY20l8'I9Proposed Budget Page 4of6 Civil Service The FY2O18'I9Proposed Budget asofJuly S,ZOl8is $435,000. |tisrecommended that the bud�etberevised to$44S,O0Otoindudeasalary adjustment for anevv|yhired Administratk/e Aide U position ($20,000). Equal Opportunity and Diversity Program The FY2Ol8'l9Proposed Budget asofJuly 9'»,2Ul8is$445,UO0. |tisrecommended that the budget be revised to $464,000 to include a salary adjustment for a newly hired Assistant to the Director position ($I9,000). General Service Administration The FY2OI8-l9Proposed Budget asofJuly 9,ZO18is $25.I47miUion. |tisrecommended that the budget berevised to $25.2S8million toreflect the new janitorial services contract ($lIl,000� Innovation and Technology (Do|T) The FY 2018'19 Proposed Budget as ofJuly 9, 2018 is$l4.333 million. It is recommended that one position be transferred frorn the Building Department to Innovation and Technology with nofiscal impact, Neighborhood Enhancement Team (NET) The FY20I8'l9Proposed Budget asofJuly 9,2OlOis $7.279miUion. It is recommended that the budget be revised to $7.362 million to include an Assistant Director with salary and benefits inthe amount of$97,0OO anew NET Administrator position offset bythe reduction ofavacant position, an annual operating costs associated with the new Marlins Park NET Office ($15,000), and the rental and lease in the amount of$2O,OOO. The "Other Salaries and Wages" line item is reduced by$42,O0O to partially offset these increased costs. Police Department The FYZOID'19Proposed Budget asofJuly 9,2O18is$Z44.O10million. |tisrecommended that the budget be revised to $244.235 million to reflect the clefunding of additional Police services to the OMN| Community Redevelopment Agency areas in the amount nf$SOO,0OO and funding of additional Police services to the Miami -Dade County Public Schools in the amount of $408,000 to provide an Officer for the FY 2018-19 school year at the 33 schools identified within the City of Miami; part of this cost will be offset by revenues from the Miami -Dade County Public Schools in the amount of $386,000. Additionally, it is recommended that the line item "Police and Fire'F|P(}" be increased by$3l7,0OOdue tothe City contribution requirement for the cost nfliving adjustment that was not previously allocated inthe proposed budget. THIS DOCUMENT KG/\SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BESEEN AT END gFTHIS DOCUMENT. Honorable Mayor and Members ofthe City Commission Information for the First Budget Hearing— FY 2018'19 Proposed Budget Page 5ofG Fire -Rescue The FY20I8'I9 Proposed Budget asofJuly 9, 20I8vvas $141.948 million. It is recommended that the line item "Police and Fire-F|PO, be increase by$185,OOOdue tothe City contribution for the cost ofliving adjustment that was not previously allocated in the proposed budget. Building Department The FYZOI8'1SProposed Budget a»ofJuly 9m,2Ol8was $l3.B84million. |tisrecommended that the budget be revised to $14.285 million to include additional security protection for the Miami Riverside Center (K4R[)inthe amount of$70,0OO, Additionally, it is also recommended that the budget be increased by $231,000 to include three Building Services Assistant I positions and three Business Services Assistant 11 positions due to the implementation ofthe E'P|ansystem, It is recommended that one full-time position be transferred from Building to the Department ofInnovation and Technology with nofiscal impact. Non -Departmental Accounts (NDA) The FY20l8'l9Proposed Budget asofJuly 9,ZO18is$5O.497million. |tisrecommended that the budget berevised to$57779million toreflect the following changes inthe amount of $9.28ImiUion: m Decrease in the Building Reserves line item due tothe increase in the Building Department for additional security protection at the MRC ($70,000), and additional staff for the Building Department ($23l,O0O), w Increase uf$58,UU0for the eMergeMiami Technology Conference. * Increase ofSO8'O0O fora forensic audit of operations at the Mekeese Golf Course. w It is recommended that the line item "Reserve for Uncollectable" be decreased in the amount of$83O,OOOasrequired bythe net changes recommended inthis memorandum. • Increase Other Uses line -item by $1029I million to reflect the increase to the Labor Negotiation and Mediation Reserve. THIS DOCUMENT KG/\SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BESEEN AT END gFTHIS DOCUMENT. Honorable Mayor and Members ofthe City Commission Information for the First BudaetHearing —FY2O1O'l9Proposed Budget Page Gof6 Special Revenue The FY2Ol8'19Proposed Budget asnfJuly 9,2DlQwas $l61.6O3million. |tisrecommended that the budget berevised to$161.988million toreflect the following: * Increase in Department Improvement Initiatives to account for $385,O00 in voluntary donations to the District 3 Commission Office for arts and entertainment funding in Little Havana and for affordable housing, pursuant to the City Commission's approval of Ordinancel]78O, Proposed Capital Plan TheFYZO18'19Prnposed[apita|P|anosof]u|y9'2Ol8hasbeensubsequent|yupdatedto properly reflect changes instatus, completion dates ofprojects, minoradministrahvechanges, and the re -appropriation of$7O8,OOQtothe new Bay ofPigs Park (Project 4O'Bl83526)from the Citywide Land Acquisition project (4O'84O5U7)whichvvasapprovedatthe]u|y25"'2O18 City Commission Meeting. Aswell, itisrecommended that $l5O'000bere-appropriated from 4O'83O648A(City Department Buildout at Marlins Garage) to a new capital project 40-13193104 entitled Buildout and Furniture for the Marlins Park NET Office. Those 'Updates will have changed the overall funded amount and projects reflected in the Proposed Capital Plan due to the completion of projects. Positions TheFY20I8'l9ProposedOpenadng8udgetindudc»4,43lfuU-timepositions. The above recommended changes would result in a net increase of the total number of positions to 4,437. Attachments THIS DOCUMENT KG/\SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BESEEN AT END gFTHIS DOCUMENT. Attachment A General Fund Revenue Proposed Budget FY2O1849 July 9.201n Chongeoto Pvnpnaod Budget Preliminary Budget pY2V17-18 Property Taxes $359.005.000 $359.685.000 Franchise Fees and Other Taxes 115.757.000 115.757.000 Interest 3.623.000 3.623.000 Transfers -IN 5.348.000 (500.000) 4.848.000 Fines and Forfeitures 5.460.000 5.460.000 Intergovernmental Revenues 00.102.000 10.877.000 78.778.000 Licenses and Permits 87.037.000 67.037.000 Other Revenues (|nflowu) 10.241.000 10.241.000 Charges for Services 115/03.000 115,433.000 TOTAL GENERAL FUND $ 750.686.000 10.177.000 $ 760.883.000 General Fund Expenditures ` Mayor $ 1.454.000 1.454.000 Commissioners 3.912.000 3.912.000 City Manager 2.820.000 (70.080) 2.850.000 Agenda Coordination 402.000 402.000 Auditor General 1.368.000 1.368.000 Building 13.984.000 301.000 14.285.000 Capital Improvements 3.650.000 3.658.000 City Attorney 9.356.000 9.350.000 City Clerk 1.845.000 1.845.000 Civil Services 425.000 20.000 445.000 Code Compliance 6.834.000 0.834.000 Communications 2.207.000 2.207.000 Equal Opportunity and Diversity Programs 445.000 19.000 404.000 Finance 9.296.000 8.290.000 Fire -Rescue 141.048.000 186.000 142.134.000 General Service Administration 25.147.000 111.000 25.258.000 Grants Administration 1.829.000 1.828.000 Housing and Community Development 1.689.000 1.689.000 Human Resources 4.736.000 4.736.000 Human Services 4.264.000 4.264.000 Innovation and Technology 13.597.000 13.597.000 Management and Budget 2.499.000 2.499.000 Neighborhood Enhancement Team (NET) 7.279.000 103.000 7.382.000 Parks and Recreation 47.754.000 47.754.000 Planning 5.789.000 5.788.000 Police 244.010.000 225.000 244.235.000 Procurement 2.572.000 2.572.000 Real Estate and Asset Management 13.000.000 13.090.000 Resilience and Public Works 22.432.000 22.432.000 Resilience and 8ustainabi|hy 723.000 723.000 Risk Management 2.952.000 2.952.000 Solid Waste 33.884.000 33.804.000 Zoning 3.088.000 3.009.000 Transfers -OUT 54.708.000 54.700.000 Non -Departmental 50.497.000 9.282.000 07.779.000 TOTALGENERALFUND $ 750'686,000 $1O,177'OOO * 760.863.000 SUBSTITUTED CITY OF MIAMI INTER -OFFICE MEMORANDUM TO: Honorable Mayor and Members DATE: September 4, 2018 of the City Commission FROM: Emilio T. Gonzalo v SUBJECT: Information for he First Budget City Manager Hearing — FY 018-19 Proposed Budget The preparation of the FY 2018-19 Operating and Capital B :get for the City of Miami continues to be a dynamic process that involves changes data and policy, both of which ultimately affect the final adopted budget. This memo . ndum has been prepared to provide the Commission with the most up-to-date informati+ , to offer proposed changes for Commission consideration of both revenues and FY 2018-19 Proposed Budget on July 9, 2018, t changes, and to provide updates to the Prop • ed Capital Plan. penditures since the issuance of the esent attachments that reflect these If adopted, these recommended chang- : will have the following effects on the proposed budget: • The Labor Negotiations and ediations Reserve will increase from $14.058 million to $24.349 million, which r resents a portion of the recurring costs associated with negotiations and medi ions with the International Association of Fire Fighters, AFL-CIO Local 587; the Mia General Employees American Federation of State, County, and Municipal Emplo es Local 1907, AFL-CIO; and the Fraternal Order of Police, Walter E. Headley, Jr., Mimi Lodge No. 20. Additional changes to the budget may be needed when these gotiations and mediations are completed. • The Police epartment budget will be increased by $225,000 to reflect the following: the def ding of additional Police services to the OMNI Community Redevelopment Agen• areas in the amount of $500,000, the funding of additional Police services to the Mi, i-Dade County Public Schools in the amount of $408,000 to provide an Officer for e FY 2018-19 school year at the 33 schools identified within the City of Miami; part of this cost will be offset by revenues from the Miami -Dade County Public Schools in the amount of $386,000, and the line item "Police and Fire-FIPO" be increased by $317,000 due to the City contribution requirement for the cost of living adjustment that was not SUBSTITUTED Honorable Mayor and Members of the City Commission Information for the First Budget Hearing — FY 2018-19 Proposed Budget Page 2 of 6 previously allocated in the proposed budget. The revenue into the City witll be reduce by $500,000 and the Police Department's Budget will be reduced by the same amou due to the Omni Community Redevelopment Agency (CRA) reduction in reimburs ent for enhanced police services, As such the services will not be performed result g in a reduction of both revenues and expenses. It should be noted that neither t Omni CRA nor the Southeast Overtown Park West CRA have paid the full reimburse nt in the current fiscal year. The Neighborhood Enhancement Team (NET) budget will be increas by $103,000 to accommodate an additional NET Administrator, an additional Assi ant Director, and a new NET Office at Martins Park ($15,000), and the rental and le e in the amount of $28,000, offset partially by line item reductions and the redu ion of one position ($42,000), The capital budget will transfer funds from oth projects to accommodate buildout at this new location. The Building Department budget will be increased by .301,000 which will include information technology support, additional securit and six new front-line support positions for the E-Plan system with a centralize intake and quality control system for alldisciplines, The Building Department reser e in the Non -Departmental Accounts will be reduced by the same amount, The City contribution to the Firefighters d Police Officers Retirement Trust (FIPO) will be increased by $503,000 to reflect t proper amount according to the current actuarial report and witl be reflecte by increasing the budgets of the Police Department and the Fire -Rescue Departmen The Civil Service Board budge ill be increased by $20,000 to accommodate personnel changes since the propose udget. The position count will not increase. The budget for the Equal dpportunities and Diversity Programs Office will be increased by $19,000 to accom date personnel changes since the proposed budget. The position' count will ncrease, The City Attorne Office budget will not increase, but the headcount will increase by one position. e City Attorney's Office budget will be reduced in other line items to accommod e the cost of this position. The Officeof the City Manager budget will be reduced by $70,000 to reflect the reductn of one Assistant to the City Manager that had been proposed in the budget. The iepartment of Innovation and Technology (DolT) will increase its headcount with a p tion to support the Building Department with no change to the DolT budget, as the unding for the position will remain in the Building Department. The headcount of the Building Department will decrease by one position, This change will be effective immediately and in the new fiscal year. SUBSTITUTED Honorable Mayor and Members of the City Commission Information for the First Budget Hearing — FY 2018-19 Proposed Budget Page 3 of 6 The Genera i Services Administration budget will be increased by $111,000 to reflect higher costs associated with including living wages in the new janitorial services contract, The Non -Departmental Budget will be increased by $80,000 to fund a forensic udit of the operations at the Melreese Golf Course, As well, City support for the e -rge-Miami Technology Conference will increase from $50,000 to $100,000. The City will recognize an additional $7.291 million of revenue from h iami Parking Authority and a new revenue of $3 million from the Bayfront Park 4nagement Trust. To allow for the above recommended changes, the Reserve for U ollectable Revenues wil be reduced by$838,000. It should also be noted that the reports assigned by the City Man er to various Department Directors in the City Manager's Budget Message are ongoing a will be reported to the City Commission when completed. General Fund Revenues Recommended Changes (Su ary values in Attachment A) The FY 2018-19 Proposed Budget for the Genera million. It is recommended that the budget be evised to $760.863 million to include the following changes: • Additional revenue from the Mia Parking Authority by $7.291 million due to an increase of parking revenue as esult of the proposed parking fee increases and additional revenues from co Pwliance enforcement. The 'intergovernmental R- ienues' category is increased by $3,386 million to reflect a contribution to the City' General Fund from the Bayfront Park Management Trust ($3 million) and the reim rsement by the School Board ($386,00). The 'Transfers -AN' ategory decreased by $500,000 due to a budget revision by the Omni Midtown A associated with enhanced policing. nd revenue as of July 9, 2018 was $750.686 General Fund DeprtmentaI Changes (Summary values in Attachment A) Cit Mana Office The FY 20 - 9 Proposed Budget as of July 9, 2018 is $2.920 million. It is recommended that the budyt be revised to $2.850 million to reflect the reduction of one vacant Assistant to the City anager position SUBSTITUTED Honorable Mayor and Members of the City Commission Information for the First Budget Hearing FY 2018-19 Proposed Budget Page 4 of 6 Civil Service The FY 2018-19 Proposed Budget as of July 9, 2018 is $425,000. it is recommended that the budget be revised to $445,000 to include a salary adjustment for a newly hired Administr ve Aide III position ($20,000). Jai Opportunfty and Diversity Program The FY 2018-19 Proposed Budget as of July 9'h, 2018 is $445,000, It is recomm budget be revised to $464,000 to include a salary adjustment for a newly hir Director position ($19,000). General Service Administration The FY 2018-19 Proposed Budget as of July 9, 2018 is $25.147 n, It is recommended that the budget be revised to $25.258 million to reflect the new jan 4rial services contract ($111,000). ded that the Assistant to the Innovation and Technology (DolT). The FY 2018-19 Proposed Budget as of July 9, 2018 is 14.333 million. It is recommended that one position be transferred from the Building Dep. ent to Innovation and Technology with no fiscal impact. Neighborhood Enhancement Team (NET) The FY 2018-19 Proposed Budget as ofJ y 9, 2018 is $7.279 million. It is recommended that the budget be revised to $7.362 milli* to include an Assistant Director with salary and benefits in the amount of $97,000, a new NT Administrator position offset by the reduction of a vacant position, an annual operating co s associated with the new Marlins Park NET Office ($15,000), and the rental and lease in th amount of $28,000. The "Other Salaries and Wages" line item is reduced by $42,000 to party offset these increased costs. Police Department The FY 2018-19 Pro osed Budget as of July 9, 2018 is $244.010 million, It is recommended that the budget be re sed to $244.235 million to reflect the defunding of additional Police services to the OMNI immunity Redevelopment Agency areas in the amount of $500,000, and funding of addition olice services to the Miami -Dade County Public Schools in the amount of $408,000 o provide an Officer for the FY 2018-19 school year at the 33 schools identified within e City of Miami; part of this cost will be offset by revenues from the Miami -Dade Cou y Public Schools in the amount of $386,000. Additionally, it is recommended that the line it "Police and Fire-HPO" be increased by $317,000 due to the City contribution requirement or the cost of living adjustment that was not previously allocated in the proposed budget. SUBSTITUTED Honorable Mayor and Members of the City Commission Information for the First Budget Hearing — FY 2018-19 Proposed Budget Page 5 of 6 Fire -Rescue The FY 2018-19 Proposed Budget as of July 9, 2018 was $141.948 million. It is reco that the line item "Police and Fire-FIPO" be increase by $186,000 due to the City co for the cost of living adjustment that was not previously allocated in the propose Building Department The FY 2018-19 Proposed Budget as of July 9th, 2018 was $13,984 million. is recommended that the budget be revised to $14 285 million to include additional secu ty protection for the Miami Riverside Center (MRC) in the amount of $70,000. nded ribution dget, Additionally, it is also recommended that the budget be increas Building Services Assistant I positions and three Business Sery es Assistant II positions due to the implementation of the E-Plan system. by $231,000 to include three It is recommended that one full-time position be tran erred from Building to the Department of Innovation and Technology with no fiscal impact Non-Departrnental Accounts (NDA) The FY 2018-19 Proposed Budget as of July the budget be revised to $67.779 million $9.282 million: , 2018 is $58.497 million. It is recommended that effect the following changes in the amount of Decrease in the Building Res ves line item due to the increase in the Building Department for additional ecurity protection at the MRC ($70,000), and additional staff for the Building Depart er $231,000). increase of $50,000 f“ the eMerge Miami Technology Conference, Increase of $80,00 for a forensic audit of operations at the Melreese Golf Course, It is recommemo -d that the line item "Reserve for Uncollectable" be decreased in the amount of 8,000 as required by the net changes recommended in this memoranip I m. lncreas * her Uses line -item by $10.291 million to reflect the increase to the Labor Negoi ion and Mediation Reserve. SUBSTITUTED Honorable Mayor and Members of the City Commission information for the First Budget Hearing — FY 2018-19 Proposed Budget Page 6 of 6 Special Revenue The FY 2018-19 Proposed Budget as of July 9, 2018 was $161,603 million. It is recomme that the budget be revised to $161.988 million to reflect the following: • Increase in Department improvement initiatives to account for $385,000 in luntary donations to the District 3 Commission Office for arts and entertainment nding in Little Havana and for affordable housing, pursuant to the City Commiss approval of Ordinance 13780. Proposed Capital Plan The FY 2018-19 Proposed Capital Plan as of July 9, 2018 has been suequentIy updated to properly reflect changes in status, completion dates of projects, m or administrative changes, and the re -appropriation of $708,000 to the new Bay of Pigs Par Project 40-B183526) from the Citywide Land Acquisition project (40-B40507) which was pproved at the July 26th, 2018 City Commission Meeting. As well, it is recommended that $150,000 be re-appro iated from 40-B30648A (City Department Buildout at Marlins Garage) to a new c ital project 40-B193104 entitled Buildout and Furniture for the Marlins Park NET Office. se updates will have changed the overall funded amount and projects reflected in the P •posed Capital Plan due to the completion of projects. Positions The FY 2018-19 Proposed Operating udget includes 4,431 full-time positions. The above recommended changes would res in a net increase of the total number of positions to 4,437. Attachments CITY OF MIAMI INTER -OFFICE MEMORANDUM Submitted into the public record for item(s) 3 )T on O' 1 H * City Clerk TO: Honorable Mayor and Members DATE: September 26, 2018 Of the City Commission FROM: Emilio T. Gonzalez City Manager SUBJECT: Information for the Second Budget Hearing — FY 2018-19 Proposed Budget On Thursday, September 13, 2018, the City of Miami Commission adopted the Preliminary Operating Budget for next fiscal year with the recommendations included in the memorandum titled "Information for the First Budget Hearing — FY 2018-19 Proposed Budget." The changes recommended in this second memorandum address the priorities expressed by Commissioners during the First Budget Hearing and additional changes based on new information. As such, the following amendments to the General Fund Budget are recommended: • The Police Department budget is proposed to be increased by $457,000 to fully fund the nine positions that were frozen in the Proposed Budget. Funding has been made available for this proposal by reducing support in FY 2018-19 for Formula One in the Non -Departmental Accounts ($100,000), reducing the District 4 Anti -Poverty Initiative funding as proposed by Commissioner Reyes at the First Budget Hearing ($100,000), reducing the City Manager's Reserve ($25,000), reducing one position in Communications ($58,000), and reducing the Reserve for Uncollectable in the Non - Departmental Accounts ($174,000). • The Police Department budget is proposed to be increased to reflect the confirmation of funding from the OMNI Community Redevelopment Agency for enhanced Police services ($500,000). This funding had been removed at the First Budget Hearing. • The Fire -Rescue Department budget is proposed to be increased by $1.033 million to fully fund the 15 positions that were frozen in the Proposed Budget ($698,000) and make the appropriate 50 percent payment to the International Association of Fire 4631 Exhibit B Honorable Mayor and Members of the City Commission Information for the Second Budget Hearing — FY 2018-19 Proposed Budget Page 2 of 4 Submitted into the public record for item(s) 1-4 I0 on 0 City Clerk Fighters according to the current and tentatively agreed upon collective bargaining agreements. Funding is available for this proposal due to additional EMS Billing Revenues in the Fire -Rescue Department ($1.639 million). • The Labor Negotiations and Mediations Reserve is proposed to increase from $24.349 million to $27.357 million, which represents the recurring costs associated with negotiations and mediations to date with the International Association of Fire Fighters, AFL-CIO Local 587; the Miami General Employees American Federation of State, County, and Municipal Employees Local 1907, AFL-CIO; and the Fraternal Order of Police, Walter E. Headley, Jr., Miami Lodge No. 20. Additional changes to the budget may be needed when these negotiations and mediations are completed. • It is also proposed that an additional $100,000 of revenue per month from the Rickenbacker Marina Lease be added to the budget ($1.2 million). • It is proposed that the City participate in the Downtown Employment Program by providing funding to the Miami Downtown Development Authority for five additional formerly -homeless persons to provide litter and graffiti removal, weed eradication, and landscape improvements to public spaces in locations of the City's choosing ($63,000) budgeted in the Non -Departmental Accounts. • It is further proposed that the additional revenues from the Miami Parking Authority (MPA) be reduced from $7.291 million as proposed in the First Budget Hearing to $6.091 million to provide relief for City residents ($1.2 million). • To respond to recent local water quality issues, a new appropriation in the Non - Departmental Accounts is recommended ($50,000). • To allow for all of the above recommended changes, the Reserve for Uncollectable in the Non -Departmental Accounts will be reduced ($3.052 million). • One additional, technical change is a recommendation to transfer funding associated with programs already transferred to the Human Services Department that were inadvertently continued in the Office of Grants Administration in the proposed budget with no net change to the City budget ($117,000). Honorable Mayor and Members of the City Commission information for the Second Budget Hearing - FY 2018-19 Proposed Budgetgubmitted into the public Page 3 of 4 reco d for item(s) -12-H . I on - City CIerk In addition to the above changes to the General Fund, the following amendments to the budgets of Special Revenue Funds and Capital Funds are recommended: • The Brickell Key Bridge is in need of inspection, repair, and renovation. As such, it is recommended that funds be transferred from the Lane Closure Fund to a new capital project (40-B193602) ($160,000). • The Southwest Streetscape and Street Tree Masterplan is in need of additional funding based on the results of the recent request for qualifications. As such, it is recommended that funds be transferred from the Tree Trust Fund to an existing capital project (40-B183601) ($111,000). • As part of the City's resilience activities, multiple Departments responded to the September King Tide event and subsequently identified six priority locations to install tidal valves to prevent seawater from flooding City roads through existing stormwater outfalls. Funding in the amount of $181,000 was identified in existing capital projects to accomplish these installations before the October King Tide event with no impact on the current or proposed budgets. As well, when the Administration brings the vehicle lease program to the City Commission for approval, hybrid vehicles will be included when available and appropriate. • The Proposed Budget includes funding for training for Planning staff and Code Compliance staff using available funding from the Tree Trust Fund ($100,000). It is recommended that this is an appropriate level of funding for one fiscal year. • Staff has identified an additional $800,000 of funding from the Tree Trust Fund. It is recommended that the appropriate changes to the Special Revenue account be made to accommodate this. These funds can be spent on additional tree plantings as recommended by one Commissioner or can be exchanged for Lane Closure Funds in the proposed Beautification Program as recommended by another Commissioner. • In the First Change Memo, it was recommended that the budget be increased by $385,000 to reflect voluntary contributions to District 3. It is recommended that this be decreased by $320,000 to reflect the $65,000 in actual contributions received by the District 3 Commission Office pursuant to the City Commission's approval of Ordinance 13780. Honorable Mayor and Members of the City Commission Information for the Second Budget Hearing — FY 2018-19 Proposed Budget 8ubmitted into the public Page 4of4 j0 record for item(s) S on OCi City Clerk • Since the publication of the Proposed Budget in early July 2018, a new American Community Survey (ACS) is available from the United States Census Bureau. As each Commissioner knows, the ACS is the basis for distribution of Anti -Poverty Initiative funding across Commission Districts. There are some districts that have an increased amount of funding, while others will decrease. It is recommended that the Special Revenue Accounts pertaining to the new ACS distributions be appropriately updated in the final budget. Some of the speakers at the First Budget Hearing had helpful suggestions for future budget documents such as including a "leaf emoji" next to all projects that have a sustainability component or organizing the Capita! Budget by Commission District. Staff from the Office of Management and Budget (OMB) will evaluate these suggestions and include them as appropriate in the future. City Staff will work with staff from the Virginia Key Beach Park Trust to assist with a Future Operating Plan utilizing the information from the plan developed by Lord Cultural Resources. In addition, staff from the Parks and Recreation Department and from OMB will monitor the operator contract at the Melreese Golf Course on a monthly basis during FY 2018-19. There are three attachments to this memorandum for ease of explanation. Attachment A illustrates the changes for each Department's General Fund allocation from the Proposed Budget, to the Preliminary Budget (adopted at the First Budget Hearing), to the recommendations of this memorandum. Attachment B illustrates the personnel changes by Department across the same documents. Attachment C lists the new API allocations by office. Attachments Attachment A General Fund Revenue Proposed Budget FY 2018.19 .July 9, 2018 Changes #1 to Proposed Budget Preliminary Budget FY 2018-19 Changes #2 to Proposed Budget Adopted Budget FY 2018.19 Property Taxes $359,685,000 $359.685,000 $359.685.000 Franchise Fees and Other Taxes $115,757,000 $115.757,000 $115,757,000 Interest $3,623,000 $3,623.000 $0 $3.623,000 Transfers -IN $5,348,000 -5500,000 $4,848,000 $500,000 $5,348,000 Fines and Forfeitures $5,460,000 $5,460,000 $5,460.000 Intergovernmental Revenues $68,102,000 $10,677,000 $78,779,000 -$1,200,000 $77,579,000 Licenses and Permits $67,037,000 $67,037,000 $67,037,000 Other Revenues (Inflows) $10,241,000 $10,241,000 $10,241,000 Charges for Services $115,433,000 $115,433,000 $2,839,000 $118.272,000 TOTAL GENERAL FUND $750,686,000 $10,177,000 $760.863,000 $2,139,000 $763.002,000 General Fund Expenditures , Mayor $1,454,000 _ $1,454,000 $1,454,000 Commissioners $3,912,000 $3,912,000 $3,912.000 City Manager $2.920,000-$70.000 $2,850,000 $2,850,000 Agenda Coordination $402,000 $402,000 $402,000 Auditor General $1,368,000 $1,368.000 $1,368.000 Building $13,984,000 $301,000 $14,285,000 $14,285,000 Capital Improvements $3,658,000 $3,658,000 $3,658,000 City Attorney $9,356,000 $9.356,000 $9,356,000 City Clerk $1.845,000 $1,845,000 $1,845,000 Civil Services $425,000, $20,000' $445,000 $445,000 Code Compliance $6,934,000 $6,934,000 $6,934,000 Communications $2,207,000 $2,207,000 -$58,000 $2.149,000 Equal Opportunity and Diversity Programs $445,000 $19,000 $464,000 $464,000 nance $9.296,000 $9,296,000 $9,296,000 Fire -Rescue $141,948,000 $186,0001 $142,134,000 _$1,033,000 $143,167,000 General Service Administration $25,147,000 $111,000 $25,258,000 $25,258,000 Grants Administration $1,829,000 $1,829,000 -$117,000 $1,712,000 Housing and Community Development $1,689,000 $1.689,000 $1,689,000 Human Resources $4.736,000 $4,736,000 $4,736,000 Human Services _ $4,264,000 $4,264,000 $117,000 $4,381,000 Innovation and Technology $13,597,000 $13,597,000 $13,597,000 Management and Budget $2,499,000 $2,499.000 $2,499,000 Neighborhood Enhancement Team (NET) $7.279,000 $103,000 $7,382,000 $7,382,000 Parks and Recreation $47.754.000 $47,754,000 $47,754,000 Planning $5,789.000 $5,789,000 $5.789.000 Police $244,010.000 $225,000 $244,235,000 $957.000 $245,192,000 Procurement $2, 572,000 $2.572, 000 $2, 572,000 Real Estate and Asset Management $13,090,000 $13,090,000 $13,090,000 Resilience and Public Works $22,432,000 $22,432,000 $22,432,000 Resilience and Sustainability $723,000 $723,000 $723,000 Risk Management $2.952.000 $2,952,000 $2,952,000 Solid Waste $33,884,000 533,884.000 $33,884,000 Zoning $3,089.000 $3,089,000 $3,089,000 Transfers -OUT $54,700,000 $54,700,000 -5100,000 $54,600,000 Non -Departmental $58.497,000 $9.282,000 $67.779,000 $307,000 $68,086,000 TOTAL GENERAL FUND $750,686,000 $10,177,000 $760,863,000 $2,139,000 $763,002,000 Submitted into the public record for item on O-]. City Clerk Attachment B GENERAL FUND Departments. Offices & Boards: Proposed Budget FY 2018-19 July 9, 2018 Changes # 1 to Proposed Budget Preliminary Budget FY 2018-19 Changes #2 to Proposed Budget Adopted Budget FY 2018-19 Mayor 13 0 13 0 13 Commissioners 36 0 36 0 36 City Manager 15 (1) 14 0 14 Agenda Coordination 3 0 3 0 3 Building 99 5 104 0 104 Capital Improvements 52 0 52 0 52 City Attorney 59 1 60 0 60 City Clerk 12 0 12 0 12 Civil Service Board 3 0 3 0 3 Code Compliance 61 0 61 0 61 Communications 18 0 18 (1) 17 Equal Opportunity and Diversity Programs 3 0 3 0 3 Film and Entertainment 0 0 0 0 0 Finance 69 0 69 0 69 Fire -Rescue 863 0 863 0 863 General Services Administration 140 0 140 0 140 Grants Administration 10 0 10 0 10 Housing and Community Development 35 0 35 0 35 Human Resources 38 0 38 0 38 Human Services 64 0 64 0 64 Independent Auditor General 9 0 9 0 9 Innovation and Technology 84 1 85 0 85 Management and Budget 17 0 17 0 17 Neighborhood Enhancement Teams 80 0 80 0 80 Parks and Recreation 294 0 294 0 294 Planning 43 0 48 0 48 Police 1,785 0 1,785 0 1,785 Procurement 20 0 20 0 20 Resilience and Public Works 154 0 154 0 154 Real Estate and Asset Management 59 0 59 0 59 Resilience and Sustainability 4 0 4 0 4 Risk Management 20 0 20 0 20 Solid Waste 237 0 237 0 237 Transportation Management 0 0 0 0 0 Veteran Affairs and Homeless Services 0 0 o a o Zoning 27 0 27 0 27 TOTAL GENERAL FUND 4,431 6 4,437 (1) 4,436 Submitted into the blic record for item(s) �, j D on O- J] -( City Clerk Submitted into the public record for itern(s) 131 ` on 1 g . City Clerk Attachment C Total City Poverty by District "New" uses the 2012-2016 ACS Poverty Estimates "01d" used the 2009-2013 ACS Poverty Estimates District D1 D2 ❑3 D4 D5 New 19.1% 13.5% 19.4% 16.3% 31.6% Old 16.3% 4.7% 15.7% 23.5% 39.8% + / - +2.8% +8.8% +3.7% -7.2% -8.2% District D1 D2 D3 D4 DS New $430,000 $305,000 $437,000 $368,000 $710,000 Old $366,000 $105,000 $353,000 $528,000 $898,000 + / - +$64,000 +$200,000 +$84,000 -$160,000 -$188,000 1OA Estados t'nidos iMauAtoll aT n1MOMIES OKOlt Trump afirma que espera otra carta de Kim Jong-un Err wacWvgrO,v ` p rde Trump Do- nald al vines que el hider norromano Kim long-un te hA eumedu K. taria que avers reci- bir oral*. y n rind rn stye it 'pnllli.'a^ y ari*ie deabioiueat el diid€go bilateral pan la deanuclea- rinicted de Cotes del Nano "Si que me eerie _ gad ums care, Ma east* personal de Kim Torig-.um pare rid, que se entregd.. aver Um/veal en le rmenera lintercarranar, diiv Tnunp en lecluadonee lass periadisreon el saidn presidential Air Face One. "Creogpe von um cane posltlsa. Teneum5 que inidar eec pmcersr , ada- did, en aparenre nrerende a Las mud -Idea. pan fa dcsnuclearuariein del hcmredce pas. Tramp opine que 13 cemunlcecWn per cam cs 'elegance'„ y auporrc un regrerea a'la forma en Fa que se Adrian las WRY hate Mochas anus, antes de qrc tti555eramos [odes los operates neovea que Hennas miss'. 'diet saris nln Cores del None)eomenearop ,Basic may dens, vueder pensaban que ye *.seam nendemuy duce. Pero aluua [memos a mescal ...es de vudtai he ell- cow den woes que ya ne IL LOX g de Con* del aloft Kin long-un. y el hotel Capella, en la kb Senle.,SMKaP r. haymltlle, ni*Winn. ni pnaebas mrc€eares", &timid Tampa Ito pwwm'odinlon "ilatrharnenu) lie hagiele a1g0 de rel1OK a (negadva),y ya reremes rpe pore can rf0, aurekue. la referlee-mute el {Kim) Y }'a nor 2140 Mary hucna. E] die. Tenn reoperu pot d p ethlente 7'nlmpi ", Wet& En su 1nrdrlca moth. e Donald rump se don Ls mono al corchlr ri,i nci en el de )luele en Sirrgapur, Tamp y Klm acordaron que lrabaPnan pars drs- nucMardaar Correa de€ None, pero en las ultinas 5e1121123, el d€ilaga bilate- ratsehaen•;•••dadehi- de a leadiferancEas oabrp eemo (lever a. cabo me prac..zo. Cerea del None ha de- rreedado avances en la llml. de un tratado do ryrz e on el Sur que pang3 eke al erode4e genera que eCt• nkeamenle Alin ke fie en La peninsula. aaeam. trio de ejecuterlos paver • n n eos pare desmante- Lnr su arsenal que to exigY la Casa Elanca Dentin de un plea de Tannin en et que llegd a center un nape a Pyen gyang 4e w se00La1N de Estado, hllke Pampa. Trump ha remmadnsu dLSNIN] nMabde heels Kim, y sane Norm *.grad, chi que el Lioler noacoreann bulge perol*rnadpw "te Inq loantatie en el Pres:deaee. "[:rae33511JG Kim. ins c+asaeglIrerews Wean'. indeed Trump, yeaprea5 ore MAMMA en el Onnlpotru• 2011V[CO.Mtlq °oriel pzu- eerOde eany *.lien. TE%dS Mujer pa[icia mate a st€ vecino al confundirse de case Una mule+ pallcia de nallaa 01a1.1 a dlaparat a ea 40 ,anduguecuan- rrwkgagresara a. case eonfunddd sn poepio op -Ma- im -DM e laser.,b a nro, defermaio f F.sawgnJades el'viem L. mider dmn5d al mem- os drmocrgndaspare repanar hombre la�rsanre le l Nonne La.M la polkas_ D0eaW queamada� � La s gmdem que el erimason1ela n01114.l easel union rks uorrm Lao pauses que Neon a - huger ndu los mnessasxilkva- loalai. derp quaearue1Uma la slrl iroe gtden rue Iel fcudapotlace me o0 m V lea Irxeslse coma Rot- haM lead. dr 26aivaa, on1YA4c la itea cahlyda Saaea Luna y cesecn era rlagm lean hahfa asiVidoa era mrlrersidad un drkae• ass ylrabainba pats la linen 4e ecaabillded y canonic*. ra hvG lean Fut benadn a un hanpinP, en donde la tieclararao. ▪ IA Ingelaoea ireda4n* delaM Iaterm*nuts delaa mien Ilere OMO inkifurne rsre - Dan leruda. a ie i Nuclide en even 4e1 read• (ado de la imeingatIOO, dil a la paii-a Las aulondadca rw hen Morn cimaldgre retrara la as de dean al ru «puueeria estaba edema a sin hare. El rnmpldo habhado al era A Mai tvndcc del dppada- Irn[m de p olida do Dallas En dioferenda de mama b *.madam del viemes, el rgen o Warren M€rchell rerceneinque hay dmnda- das Inrcrrogatrles que no podia respoeake en fee din is sneedido. -Tod*. ra memos mncho par !serer eota inmate. clan. .w awehay media lniarmaclon que compren• da qpr geleran. pet* as M Unica qua in paced*OrMetr par el unmenln". MOG S00 DE TRUMP El Presidente no responder. nada de obstruccion a Mueller Aaavrd Noe soave TOM Epaid Trump Do maid Trump no relpendooa pas prngwnas de los Invesngadores rederalea. por cscnee.o en persona, sone el intend hloquear la posquIsa acerta de 12 dnrer- ferencn rumen lam eke - dupes del 2016, dice tun de lass al./adds del Mandated°. El abogedade Temp Rudolph Cinliani, dice el jmeesque Iaspeegumasdg oborrunttina La jusdda coaban lusts dediscusidn El pren1ntivai nqo do Glupani ha sick el rabaao noes rrnNndenle a los cattleman sal (real e0pedal Robert Mueller par mum CIUDAD DE MIAMI. FLORIDA AVISO DE REi1NIONES PUBLICAS SOBRE EL PRESUPUESTOyDEL ANO FISCAL 2018-2019 El jueves, 13 de septiembre de 2018 a las 5:05 p.m. la Comisien de la Ciudad de Miami celebrara su prirnera reunion publica sobre el Presupuesto del Arlo Fiscal 2018-2019. Una segunda reunion Para la misma cuestion este programada pars el jueves, 27 de septiembre de 2018 a las 5:05 p.m. Ambas reunirnes se Ilevaran a Cabo en el Ayuntamienta de Miami: 3500 Pan American Drive, Miami. Florida. Todas las personas interesadas pueden asistir a esta reunion. Slrvase visitar http:J/www.miamigvv.com/Budgetf pars un duplicado de la Propuesta de Presupuesto de la Ciudad de Miami Para el Arlo Fiscal 2018-2019. Si alguna persona desea apelar atguna decision de la Comisi6n de la Ciudad respect° a cualquier asunto consideredo en esta reunien, debe asegurarse de hater un regisiro textual de las actas que Inouye tod°s cos testimonies y toda la evidencia sabre cos cuales se va a baser la apelacten (F.S. 286.0105). No obstante ie anterior. de eonformidad con las Secciones 200.0065(3)(h}y 286.0105 de cos Estatutos de Florida y la Regta 12D-17.005(2)(c)22 del CSdigo Administrativo de Florida. no se requlere un reglstro textual en relacidn con las audiencias publicas requeridas por el Capitulo 200 (Determination de Aminaramienta). De acuerdo con la Ley de Estadeunidenses con Discapacidades de 1990. las personas que necesiten acomodacien especial pars asistir a este reunion pueden flamer a la Oticlna del Secretario de la Ciudad al (305) 250-5361 (Vox) al memos lres (3) dlas habiles antes de to reunien. Los usuarios de TT1r pueden llamar al 711 (Florida Relay Service) at memos tres (3) dies habiles antes de Is reunien. Todd B. Hannon r31320 Secretario de la Ciudad Maar al Presidents sabre oak/idea Wentn de ob. erut5iun a la'mvcaligaskin de la ponds caardinaddn e ntre so campa110 y ks rums- Erma serial de qoe losegados de Trump prommidos a potegee 39 presidrn[c do reipom4er preventaa sabre Ins arclorms que el manda- (lnn ha tornado en lu cup:, tines dare sl la po0un publica de Giuliani. redbid el anal de Tramp, gufen ha dieh0 que yolere respoodec pregainar halo-ryramo100. Todaria sc naglil an cJ d eeswe y corm to de la e nrrnMBrn. Sl el sgndpa legal se mantic. armecn su pawns, pwl0a Winne a Mmupkr a uueniaremknr n t1aron6 pars cl Presi- denlc. la q* prr1Gablemem• re;ermine en unpunlo rnuerro que LIo rria a La Cane Supreme La Mina do M.reDer ya ha laecado entrevisrar al presldcnlc en re1atdan all tema.4e obstruecien. irfclu- yenda acetones comes; despida del ufu prsadcdrl codirector del Fhl lanes Came) y out alaquef pdbe• CS/ =Vllrn el Narw de fusdeda, Ieff Sessions- El eywpo legal de'frurmp ha argumen Wu que el pear done lleee el icier de nt alai y degredir a sus desppr*4o1 y %ppe el fiscal especial no time autorldad ra re mesmerize rue Maas* • Cioliand dijo el Neves toe el syuipo ore Malec-O a Prim 00 eaa pasture. "Eva errs Petra de Moro slim_ No sowederi",dllo CiWiani."Fec ndngtma era hahri pregunras suhrc la o1anuion'. En lane Carla. el egldpe de Mueller dijo la snmana reque .SYpaba las spuestas par escrltodc 'Dump seers eregulates reladoeadas cam La lnicrfe- rendaratiooalaekcron. Cdullanl !annuli el 1me5`e5 que los abogados do Trump aeo0Suun ere. rereti0vt. pen gucrian prehiMr a pen lmvestigrdores baarr prc- gUnEsf de aegnimirn1n. En h earn mit redente ad egnyw legal del Presi- dent°, la oilcans do Mucks no abordd Las peegnrine de ol1nvtt1dn, Malicia de que los il5t-atlgadmes era]ua- Minque infomedun add• dam er emsnanan del pMd nlc eras recibir ma mycelia put trade, ore- gun um persona (argdmd- rado eon ell docwuoenru que hable bajo condlcddn de anandmalopixna ester anlariaada par* hables de! [eon. IA Core Savanna nwm ha dodo ue Oho dellsulno en en*n1p a al ense m1ien- re puede s r obliged*. a restilinr, aunque doe Pieces sr talcum en 1974 que lUchaad Nixon tenia que estv0g1r 01*bacianes y' documrmus que le curb n side solinndps. REMYG11RLIANLabogado del peesideale Donald rm.. &Mee UM conformed de prenia en walheglon DC 4Lo31-5u&c-,,+kil-Clams ►2ase-�,(s1- a,d sec�c4) trs61B +Alam11 mica" 11"am Fran the front page. Local i .State 'A F1DA SUN Pet E {CURT Justices: Three amendments will stay on ballot W el:W .1111KM eka,anandnatvaa itndtTimo r.1.Y.wre Run. ▪ IM ✓ firer 112 10od MacithI1 w amendments —mat banning geoy- haill r eng, an0rltet that -wnsld n. rybr Mash -node County vot- ers osinters' and..Lest a nwriffand..cn m inteY.dµhls — i2 to on Ills M IC rinsed tawaliES challenged their Language, the Pate Sumatra Coral wed Friday. A fourth amendmetri wet would We sire n.A a Tads reconsul Ilw litres onnitghl d charter schools wad narrowly ibt1A down, manna Floridians for now air t mcarom 13. tatter doll 13 amendments mine November. The dttEidn — IMe of which overarmed the mango of lower earns ,wl pmslde some ebony Io officials who need to print tote- hy.moi baltaaa In rime p the lotion, rhupgh another case 11eb§l aPI,thied by (Realm St+nd challenge that mote amend - Meths that Were eel le he en the ball W. TTe caramel amendments were ara4N try t e GC1.11 kn Rosi -non Cvmmisda1, whkh has the power to pet 01lirinainol changes before voters when it mtttx woeyears. Fad" rOposolstlittcarislit. 00trsl amendment Mahe bat. must lea ,d by alt60 pc t mem re MMo,m,,law, The state Swemme Carat hand- ed drum nd nsP2 c rt.0 days afk-1 Maims bunt a gum0ntsfo and rgaua Ame dnent 6, wtkh adds liT,l10 for sine victims and armadarelneernle0ab horiadge€ the amendment sills together Multiple io.,. als that 'meld kennse yWges' r.•gidred mere - writ aee from 70 re 733 and ',l une how / dg`s defer l4 [tar•• agencies in mania cases. The nu. -Rill of rights" fur victims smarm, medckda8er Marsy'x Live in. California. wend add rights Inlchding dm disclonae of mlwmadon set samba. h drew nowt Immmajor Refuhllan and Democratic tawmaksaa ball a&a has been criticized Got poten- tial' toaaeq, the inn. nsrem with additional respomwithica. The amcrdmcra less briefly thrown out by Leon County circuit mon iudaie tau rnwitfl, leading the new le appal de deairiom w to to aahe &nente Curt. Attomrys for plauatrs in the case male.. Wcn1ino4 y Mai Storm sit odd not be allowed to madder amendnneru Da- rause rt was drafted will Language dui Hauled weer. They cad Tat they a id wercondi'rns in to tullol laguage that failed ra a1nkk1111} ie -rl1rthe effects of the changes. Bur lawyots ea behalf ot we sate amend dos the Lan- guage Toddy described the thereat of the an ndmem, and rid high eaten ag0tid in narrow a-i,kei- non, in a Mkt order, rTs grate rL• pfelne Court ennwoeed that Amendment 6 would nay. the Anus ail thigh would prmide boollkatkn ice its derisive "at a The high mar also sealed own inAmend Amendments o and T3uilk MUM Friday. Tbc Wilco. had heard arguments lath., month tat Arnrndale. 13,wtdch weld Lan gaeyhomd rdclmg by 24Ha. After the Florida Greyhound Ass. Lifeline .red m rerrOve [be prie posed bar fan we halke and fled rho lamgiuge used re de FLOl ' , a. SPEAK As. u1 Friday. Floridians mil writ on ft net D. amerabeenls abet the state SlrpfenM Cuu1 agreed to keep three amenbnents on the bed. Gut struck down a fourth rhetorical)... Iteaken Cenlmhcron, which meets every 70 years, rimed the amendmeot, our the ballot. write itmideadmg There are about a Omen r .'ing (rally in Rends, and the pea ice has drain criticism from enthral elides ad sates who asses Ilal de spurt Is inhumane. A Lew roomy Circuit mull liege mks] lass month W Woke the UMW. Mem Caen the Nike, agree* with arguments tsa the bal. larraLege 3p 1dlleende apruerd the scope of [too amendment But the rote i Alrenle court Minims mod 6-1 to rerlere 0 W held that the 1Frcdr eewt had Creed hi doing so. The haakea else Weil to pm Nurndnsent 1011w1aV, winch wand impsire same menty. level ottkers to to Awed, alter a was t4Mldtoy a town coin. AnsendrnrM 1M, which kith half prppuuu related to warm- merroaloperations, Pas yorriv ar implicatots for hlbmi-Dade County. The must CoMenlieo1L+ri. of ise amendment world require f,a.::11, RULING a victory for Floridians. The roue saw right through elan the ICwWitulion Dermas Commission' was d0io ulais that my vague lap>lwge." The League is a 1,0.1 erlec of Florida's 0xryosk W dinner kthMls, which ale paid for with taxpayer morey ham *mated by prisate ps Along with N Southern Poverty Law Crater. the Leaguecbal• length Amendment 8 by arguing the proposal's t1310r role and wummary hld,he purpose oPshe - n., ia fuel the expansion of charter schools by easl0g mighL Rather than MOM. "elaner sdemb' N elebet Imo ode Jr balroc stammam. the measure state: that its purpose "permits the wale to operate, coned, and wlpen•se pubic achlds nor otheilt ed by the school Weed." "Tidsdedsion upholds pier law guaran1eetng that rm.eaters arc asked to r significant changes le we FW Ceo titution, rimy arc given ran notice of those changes S that they arimake informed decl- ng lithe Mack tea; addd Zoe Sair.kl•, deputy ki0a1 dht'm01 ter the S.M. era P.,rie ry LAW 4enler. Mlalnl. Dade Cautery, 5ep.:11 ndenl Alberto Carvell. called the pro. Tuned alnedrnellt Leib "a mum w problem and se Moe cordial/en problem." ' I de. 1har, as la often the case, the treating or distinct commas as one In this ease caused both eon - knoll JILd o00 at m,' ie Said Andd0pre She CMS -WI Intent behind tflawhe l� Issue �n Ieg0lly undermine the amendment and ended up depeising the people from their ability 0l w ining on any awed the lbw iaaue1.' Carvalho added, "1 be- tlov in lhemewrir2Yienu1 aWheray of local gulrrn• Menthe opine ten these inamteT1 under a mined swan of e1OCadom that provides ter both equity and fairness Mr all kids.' Browned Cumin School Board ehtinownut Nora Raped was thrilled rhea the Ind "didn't fall for ir." "That' were aft basically Wag rile rndnded pet- , Minh' was to crane anBdiar pathway for Char• ter seriacis t0 ak4nsh," she said, eaplaioiog That whae o Modem in 8pawanl cooperate with due dlsiekt, Others "go off the tails." `This would've made it SO Imllh w erne,"ate said. °t"m thrilled It keeps Wr local amino! where 1t hoed. To be.' Erika hobo ds, the mea- SUM'i sponsor, criticized "activist Ilaagas" tot Ira[ decision 'The League of Women Voters and the Southern po1raty 1.11H Ccnicr were 10 body prerecllhg a ayslern — pretoCring purer and wmrdt —that they lose sight of the children, and the families who desire and deserve great p bli['Cho! optical, IlorraWR said in aelea$ed snremerl.'We know chat choke...pee. don, and innovation air the I,mn acs COancrtan0m$ rnprwcnnonl for our cdu- cmion System. The duea- ti0nlnclwrl.,ly witl nos reform itself or welcrmle needed compesi,on Vpol• our policychanges." Demote, tube is a school hoard member in Naples and id married le a Repub• liean mate lawma.Y . pledged to continue tlghr- ing for more pathways to provide school choice to faradic', Friday ens a buy day for ladsdll dedliefm on thaw ▪ f Floddi s manypmpused conIn0ati611a1amend• meets. The 8uprr111e CALM also u0hnel that three Other amcrdmrna lay on the balk n after fairing sep- arate 0rhsslenges Aablitiwi• say, the a0omry general': oilier iodxo,,d on Friday it would appeal three other ametel 0cora struck from we ballot by a Lamm County Ciradi judge earlier this week. FAM. g Wednesay'xaral S ▪ MAmAmendment endmentpmama Chatted Carody and Al Lawson n pealeday suggested that the language bcfere Soren was dear a intent. "l',c struggling towake nand why dial. aren't gang re get tie main pprm here." Chief luotice Canady aaW at one Nun daring sures- 80nlrlg of Ron Meyer, the lawyer repmse0tng the League of Women Vixens. Rue abets on the corul, Who made Igo the majority stinking rho a •odmtnr, signaled dswngrp,odo tl.I !Ivey togk in the LeagveS aagumenta. If the nhwsxive tale let the harl,ruby ve aI they're cedes. on, luster Iorge Labarge said inde-pu- rr 10te00r general Daniel Ben, 'lira net Sul cane. wa and say it?' Amendment S also piikvl to Impose scMn brad lean hrnits and en- 1hAlee d11C5...NMl1 the Conntfdti0n Outing debate among Florida Cont. ut[utlon Revtslen Comndx. ,ion members, concerns arose Ihal the public school authsriacr scclioushould SON 0epararery fmrn rho others because let 1OWd dramatically alter pubik ...alien in the stare. Ai RMriryonubeeon- deeide,l Cola the ,hare Soft the r odes the erltemlori malveila, sage geniog i1 wand help N.V. off poster fatigue at the end of on already lorglhy Gd- 1oI. SOmo uominlasiou0rl Mated Thar the term Emirs and civleS items might even help the authorizer plane win wpnval. aye Setary'le.e1 cram — in. eludingtax COeethe ,grape./ appraisals, supervisors a' erec- tions, sheet' x and deas M Clro snout court —to be I I&I Mader. T1lalgh mall waits already hold elections foe all of thOie petitions, a few du net, kliarni- Dade. for example, is de only ovunp' It=deco nM elect a ahenifr and tuned has an appouucd Peke threesw. Opponents of the mewed have.. Aerated tar b wmdd wtidato wg ,sunup home Halo inner and that Mining it on the aaaesrle balfo would allow no -Miami - Mao wrote ha emcnuk dune in the runty. sin %waders hasp hard tes3Uning decriers Teethe posslonc sratewlde smell Ming p.blk wow -mallet. allet. rethe mk. (The other proposals in the hmCnllmeni would set Ifesbte's legislative session re atntsmadal1p tan in January came than Man. In eoensrwurcrd yearg cream a NEWSPAPER ROUTE DELIVERY EARN EXTRA MONEY AS AN INDEPENDENT CONTRACTOR Work Early Morning Hours Before the Sun Ruses Seven Days a Week, Provide your own Vehicle ca.uner-rern.osln .4T10 and make the anln Mirada affairs depart• moss mnsrllvAmally re iolrod.) Siiami•Dade. Browned ad valusia ,armors, which w,aukl be unarm wear of etled,1ta1mgd de nnendrnem up in the sine Suerer10 Color. arguing that the mendmmt Weer s1tl11dendy (Moral Meets it Weald change the mvTuee of their Pxa1 nor to- rams. Bar ilo3wCs dimgre0d that the ballot languagz was hop.odoe ars1 ruled wln immisty to lazy, it cm the balae. Ion dolma el they aso declined re fficant¢mr0eanother Font of ms line low been mei re antes[ thorn in come how pnulOpi, rrropo»s wifebmldlcd together in Mods. Tlroogh the (rate censtillriell has a -single• subject' ]mot for n>R00rmtanal. ameedinenls that are kowth Get Vo1R5 through damn initiatives, It Awe net arnay the hams...Madura mot x119 rite CRC, which the ingicea ward in der Thal s Ta Ier•argl#Mnr ri1ay net bade well for annher case in robing thee. smote "hurdled" amendments dust racy also resod to ldgn .court Bath.lac Sw- grenle Canot Chief leas i a Barry Lee Monad mid Poolel1Xxkia eloaikas namnisskaoer Robert Bairns tnxlghr a case Inns naoab Wan f all era °Flit CAC'. 100I1104 alwn1411e1113 Sobe thrown out a1Mpflgtlatthe way the enlerd memo eIC hawed Cogan. peewee you turns wmetngnq sperlfs pinp6aad1. 121101 [army avail court edge ruled This MU*. drew t0Ye of thew ame dma%s — i,11 and 31 — off the nal1O1, The !aim has said R is esuraing the decision CALL 305-376-2221 Must bring wand FL drivers license, valid auto insurance and Social Security card. MAKE UP TO $1,000 A MON11-1 CITY OF MiAMI, FLORIDA NOTICE OF PUBLIC HEARINGS REGARDING THE FISCAL YEAR 2018-2019 BUDGET The Miami City Commission will hold its first public hearing concerning the City of Miami's Fiscal Year 2018-2019 Budget on Thursday, September 13. 2018 at 5:05 p.m. A second public hearing regarding same is scheduled for Thursday. September 27, 2018 at 5:05 p.m. Bath meetings will take piece in the City Commission Chambers at City Hall. 3500 Pan American Drive, Miami, Florida. All interested parties are invited to attend. Please visit htlp'llwww,miamigov.com/ Budged for a copy of the City of Miami's Fiscal Year 2018-2019 Proposed Budget Book, Should any person desire to appeal any decision of the City Commission with respect to arty matter to be considered at this meeting, that person shall ensure that a verbatim record of the proceedings is made including all testimony and evidence upon which any appeal may be based (F.S. 286.0105). Notwithstanding the foregoing, pursuant to Ftorida Statutes Sections 200.O065(3)(h) and 286.0105 and Florida Administrative Code Rule 12D-17.005(2)(c)22, no verbatim record is required regarding public hearings required by Chapter 200 (Determination of Millage). In accordance with the Americans with Disabilities Act of 1990, persons needing special accommodations to participate in this proceeding may contact the Cllice of the City Clerk at (305) 250-5351 (Voice) no later than three (3) business days prior to the proceeding. TTY users may call via 711 (Florida Relay Service) no later than three (3) business days prior to the proceeding. Todd B. Hannon 431320 City Clerk G 1OA Estados t'nidos iMauAtoll aT n1MOMIES OKOlt Trump afirma que espera otra carta de Kim Jong-un Err wacWvgrO,v ` p rde Trump Do- nald al vines que el hider norromano Kim long-un te hA eumedu K. taria que avers reci- bir oral*. y n rind rn stye it 'pnllli.'a^ y ari*ie deabioiueat el diid€go bilateral pan la deanuclea- rinicted de Cotes del Nano "Si que me eerie _ gad ums care, Ma east* personal de Kim Torig-.um pare rid, que se entregd.. aver Um/veal en le rmenera lintercarranar, diiv Tnunp en lecluadonee lass periadisreon el saidn presidential Air Face One. "Creogpe von um cane posltlsa. Teneum5 que inidar eec pmcersr , ada- did, en aparenre nrerende a Las mud -Idea. pan fa dcsnuclearuariein del hcmredce pas. Tramp opine que 13 cemunlcecWn per cam cs 'elegance'„ y auporrc un regrerea a'la forma en Fa que se Adrian las WRY hate Mochas anus, antes de qrc tti555eramos [odes los operates neovea que Hennas miss'. 'diet saris nln Cores del None)eomenearop ,Basic may dens, vueder pensaban que ye *.seam nendemuy duce. Pero aluua [memos a mescal ...es de vudtai he ell- cow den woes que ya ne IL LOX g de Con* del aloft Kin long-un. y el hotel Capella, en la kb Senle.,SMKaP r. haymltlle, ni*Winn. ni pnaebas mrc€eares", &timid Tampa Ito pwwm'odinlon "ilatrharnenu) lie hagiele a1g0 de rel1OK a (negadva),y ya reremes rpe pore can rf0, aurekue. la referlee-mute el {Kim) Y }'a nor 2140 Mary hucna. E] die. Tenn reoperu pot d p ethlente 7'nlmpi ", Wet& En su 1nrdrlca moth. e Donald rump se don Ls mono al corchlr ri,i nci en el de )luele en Sirrgapur, Tamp y Klm acordaron que lrabaPnan pars drs- nucMardaar Correa de€ None, pero en las ultinas 5e1121123, el d€ilaga bilate- ratsehaen•;•••dadehi- de a leadiferancEas oabrp eemo (lever a. cabo me prac..zo. Cerea del None ha de- rreedado avances en la llml. de un tratado do ryrz e on el Sur que pang3 eke al erode4e genera que eCt• nkeamenle Alin ke fie en La peninsula. aaeam. trio de ejecuterlos paver • n n eos pare desmante- Lnr su arsenal que to exigY la Casa Elanca Dentin de un plea de Tannin en et que llegd a center un nape a Pyen gyang 4e w se00La1N de Estado, hllke Pampa. Trump ha remmadnsu dLSNIN] nMabde heels Kim, y sane Norm *.grad, chi que el Lioler noacoreann bulge perol*rnadpw "te Inq loantatie en el Pres:deaee. "[:rae33511JG Kim. ins c+asaeglIrerews Wean'. indeed Trump, yeaprea5 ore MAMMA en el Onnlpotru• 2011V[CO.Mtlq °oriel pzu- eerOde eany *.lien. TE%dS Mujer pa[icia mate a st€ vecino al confundirse de case Una mule+ pallcia de nallaa 01a1.1 a dlaparat a ea 40 ,anduguecuan- rrwkgagresara a. case eonfunddd sn poepio op -Ma- im -DM e laser.,b a nro, defermaio f F.sawgnJades el'viem L. mider dmn5d al mem- os drmocrgndaspare repanar hombre la�rsanre le l Nonne La.M la polkas_ D0eaW queamada� � La s gmdem que el erimason1ela n01114.l easel union rks uorrm Lao pauses que Neon a - huger ndu los mnessasxilkva- loalai. derp quaearue1Uma la slrl iroe gtden rue Iel fcudapotlace me o0 m V lea Irxeslse coma Rot- haM lead. dr 26aivaa, on1YA4c la itea cahlyda Saaea Luna y cesecn era rlagm lean hahfa asiVidoa era mrlrersidad un drkae• ass ylrabainba pats la linen 4e ecaabillded y canonic*. ra hvG lean Fut benadn a un hanpinP, en donde la tieclararao. ▪ IA Ingelaoea ireda4n* delaM Iaterm*nuts delaa mien Ilere OMO inkifurne rsre - Dan leruda. a ie i Nuclide en even 4e1 read• (ado de la imeingatIOO, dil a la paii-a Las aulondadca rw hen Morn cimaldgre retrara la as de dean al ru «puueeria estaba edema a sin hare. El rnmpldo habhado al era A Mai tvndcc del dppada- Irn[m de p olida do Dallas En dioferenda de mama b *.madam del viemes, el rgen o Warren M€rchell rerceneinque hay dmnda- das Inrcrrogatrles que no podia respoeake en fee din is sneedido. -Tod*. ra memos mncho par !serer eota inmate. clan. .w awehay media lniarmaclon que compren• da qpr geleran. pet* as M Unica qua in paced*OrMetr par el unmenln". MOG S00 DE TRUMP El Presidente no responder. nada de obstruccion a Mueller Aaavrd Noe soave TOM Epaid Trump Do maid Trump no relpendooa pas prngwnas de los Invesngadores rederalea. por cscnee.o en persona, sone el intend hloquear la posquIsa acerta de 12 dnrer- ferencn rumen lam eke - dupes del 2016, dice tun de lass al./adds del Mandated°. El abogedade Temp Rudolph Cinliani, dice el jmeesque Iaspeegumasdg oborrunttina La jusdda coaban lusts dediscusidn El pren1ntivai nqo do Glupani ha sick el rabaao noes rrnNndenle a los cattleman sal (real e0pedal Robert Mueller par mum CIUDAD DE MIAMI. FLORIDA AVISO DE REi1NIONES PUBLICAS SOBRE EL PRESUPUESTOyDEL ANO FISCAL 2018-2019 El jueves, 13 de septiembre de 2018 a las 5:05 p.m. la Comisien de la Ciudad de Miami celebrara su prirnera reunion publica sobre el Presupuesto del Arlo Fiscal 2018-2019. Una segunda reunion Para la misma cuestion este programada pars el jueves, 27 de septiembre de 2018 a las 5:05 p.m. Ambas reunirnes se Ilevaran a Cabo en el Ayuntamienta de Miami: 3500 Pan American Drive, Miami. Florida. Todas las personas interesadas pueden asistir a esta reunion. Slrvase visitar http:J/www.miamigvv.com/Budgetf pars un duplicado de la Propuesta de Presupuesto de la Ciudad de Miami Para el Arlo Fiscal 2018-2019. Si alguna persona desea apelar atguna decision de la Comisi6n de la Ciudad respect° a cualquier asunto consideredo en esta reunien, debe asegurarse de hater un regisiro textual de las actas que Inouye tod°s cos testimonies y toda la evidencia sabre cos cuales se va a baser la apelacten (F.S. 286.0105). No obstante ie anterior. de eonformidad con las Secciones 200.0065(3)(h}y 286.0105 de cos Estatutos de Florida y la Regta 12D-17.005(2)(c)22 del CSdigo Administrativo de Florida. no se requlere un reglstro textual en relacidn con las audiencias publicas requeridas por el Capitulo 200 (Determination de Aminaramienta). De acuerdo con la Ley de Estadeunidenses con Discapacidades de 1990. las personas que necesiten acomodacien especial pars asistir a este reunion pueden flamer a la Oticlna del Secretario de la Ciudad al (305) 250-5361 (Vox) al memos lres (3) dlas habiles antes de to reunien. Los usuarios de TT1r pueden llamar al 711 (Florida Relay Service) at memos tres (3) dies habiles antes de Is reunien. Todd B. Hannon r31320 Secretario de la Ciudad Maar al Presidents sabre oak/idea Wentn de ob. erut5iun a la'mvcaligaskin de la ponds caardinaddn e ntre so campa110 y ks rums- Erma serial de qoe losegados de Trump prommidos a potegee 39 presidrn[c do reipom4er preventaa sabre Ins arclorms que el manda- (lnn ha tornado en lu cup:, tines dare sl la po0un publica de Giuliani. redbid el anal de Tramp, gufen ha dieh0 que yolere respoodec pregainar halo-ryramo100. Todaria sc naglil an cJ d eeswe y corm to de la e nrrnMBrn. Sl el sgndpa legal se mantic. armecn su pawns, pwl0a Winne a Mmupkr a uueniaremknr n t1aron6 pars cl Presi- denlc. la q* prr1Gablemem• re;ermine en unpunlo rnuerro que LIo rria a La Cane Supreme La Mina do M.reDer ya ha laecado entrevisrar al presldcnlc en re1atdan all tema.4e obstruecien. irfclu- yenda acetones comes; despida del ufu prsadcdrl codirector del Fhl lanes Came) y out alaquef pdbe• CS/ =Vllrn el Narw de fusdeda, Ieff Sessions- El eywpo legal de'frurmp ha argumen Wu que el pear done lleee el icier de nt alai y degredir a sus desppr*4o1 y %ppe el fiscal especial no time autorldad ra re mesmerize rue Maas* • Cioliand dijo el Neves toe el syuipo ore Malec-O a Prim 00 eaa pasture. "Eva errs Petra de Moro slim_ No sowederi",dllo CiWiani."Fec ndngtma era hahri pregunras suhrc la o1anuion'. En lane Carla. el egldpe de Mueller dijo la snmana reque .SYpaba las spuestas par escrltodc 'Dump seers eregulates reladoeadas cam La lnicrfe- rendaratiooalaekcron. Cdullanl !annuli el 1me5`e5 que los abogados do Trump aeo0Suun ere. rereti0vt. pen gucrian prehiMr a pen lmvestigrdores baarr prc- gUnEsf de aegnimirn1n. En h earn mit redente ad egnyw legal del Presi- dent°, la oilcans do Mucks no abordd Las peegnrine de ol1nvtt1dn, Malicia de que los il5t-atlgadmes era]ua- Minque infomedun add• dam er emsnanan del pMd nlc eras recibir ma mycelia put trade, ore- gun um persona (argdmd- rado eon ell docwuoenru que hable bajo condlcddn de anandmalopixna ester anlariaada par* hables de! [eon. IA Core Savanna nwm ha dodo ue Oho dellsulno en en*n1p a al ense m1ien- re puede s r obliged*. a restilinr, aunque doe Pieces sr talcum en 1974 que lUchaad Nixon tenia que estv0g1r 01*bacianes y' documrmus que le curb n side solinndps. REMYG11RLIANLabogado del peesideale Donald rm.. &Mee UM conformed de prenia en walheglon DC 4Lo31-5u&c-,,+kil-Clams ►2ase-�,(s1- a,d sec�c4) City of Miami Legislation Resolution: R-18-0488 City Hall 3500 Pan American Drive Miami, FL 33133 www.miamigov.com File Number: 4923 Final Action Date: 10/25/2018 A RESOLUTION OF THE MIAMI CITY COMMISSION, WITH ATTACHMENT(S), APPROVING THE COLLECTIVE BARGAINING AGREEMENT ("CBA") BETWEEN THE CITY OF MIAMI AND THE EMPLOYEE ORGANIZATION KNOWN AS THE FRATERNAL ORDER OF POLICE, WALTER E. HEADLEY, JR., MIAMI LODGE NO. 20, FOR THE PERIOD OF OCTOBER 1, 2018 THROUGH SEPTEMBER 30, 2021; AUTHORIZING THE CITY MANAGER TO EXECUTE THE CBA, IN SUBSTANTIALLY THE ATTACHED FORM. BE IT RESOLVED BY THE COMMISSION OF THE CITY OF MIAMI, FLORIDA: Section 1. The collective bargaining agreement ("CBA") between the City of Miami and the employee organization known as the Fraternal Order of Police, Walter E. Headley, Jr., Miami Lodge No. 20, for the period of October 1, 2018 through September 30, 2021 is approved subject to ratification by the respective union. Section 2. The City Manager is authorized to execute the CBA, in substantially the attached form. Section 3. This Resolution shall become effective immediately upon its adoption and signature of the Mayor.' APPROVED AS TO FORM AND CORRECTNESS: -ndez, City l ttor ey 10/1/2018 1 If the Mayor does not sign this Resolution, it shall become effective at the end of ten (10) calendar days from the date it was passed and adopted. If the Mayor vetoes this Resolution, it shall become effective immediately upon override of the veto by the City Commission. City of Miami Page 1 of 1 File ID: 4923 (Revision: A) Printed On: 2/5/2019 AGREEMENT BETWEEN CITY OF MIAMI, MIAMI, FLORIDA AND FRATERNAL ORDER OF POLICE, WALTER E. HEADLEY, JR., MIAMI LODGE NO. 20 OCTOBER 1, 201518 THROUGH SEPTEMBER 30, 201821 AGREEMENT THIS AGREEMENT is entered into this day of , 2015 2018 by the CITY OF MIAMI, FLORIDA, a municipal corporation, hereinafter referred to as the "City," and the FRATERNAL ORDER OF POLICE, WALTER E. HEADLEY, JR., MIAMI LODGE NO. 20, hereinafter referred to as the "F.O.P.," an organization representing certain sworn police employees of the City of Miami's Police Department. 1 Az OP PREAMBLE WHEREAS, it is the intention of the parties to this Agreement to set forth the entire Agreement of the parties with respect to matters within the scope of negotiations; NOW, THEREFORE, in consideration of the mutual covenants and agreements herein contained, the parties do mutually covenant and agree as follows: citt0(if 2 Article 1 RECOGNITION 1.1 Pursuant to and in accordance with all applicable provisions of the Florida Public Employees Collective Bargaining Law, Chapter 447, Florida Statutes, management recognizes the F.O.P. as the exclusive collective bargaining representative for those employees in the defined bargaining unit for the purpose of collective bargaining with respect to wages, hours, and other terms and conditions of employment, including Detention Officers per PERC Order Clarifying Certification #219 dated July 15, 2008. 1.2 The bargaining unit consists of all sworn employees (hereafter referred to as "bargaining unit members)") holding positions in the classifications shown below which may hereafter be added to, reduced or changed as hereinafter provided, and excludes all other employees not specifically shown below in Section 1.4. Changes in the bargaining unit shall only be made upon proper application to and adjudication by the appropriate state agency and/or the appropriate court of competent jurisdiction; or as may be mutually agreed upon by the parties. 1.3 The salaries listed in the appendices represent an approximation. The salary schedule issued by the Human Resources Department is the official City salary document. 1.4 Bargaining Unit Classifications. Class Code Number Class Title 5005 Officer 5006 Motor Officer 5011 Sergeant 5012 Lieutenant 5013 Captain 5014 Motor Sergeant 5015 Motor Lieutenant 5080 Detention Officers 3 Article 2 REPRESENTATION OF THE CITY 2.1 The City shall be represented by the City Manager, or a person or persons designated in writing to the F.O.P. by the City Manager. The City Manager, or his designated representative, shall have sole authority to conclude an agreement on behalf of the City subject to ratification by an official resolution of the City Commission. It is understood that the designated representatives of the City are the official representatives for the purpose of negotiating an Agreement. Any negotiations entered into with persons other than those defined herein, regardless of their position or association with the City, shall be deemed unauthorized and shall have no standing or weight of authority in committing or in any way obligating the City. It shall be the obligation of the City Manager, or his designated representative to notify the F.O.P. in writing of any changes in designation of the City's representative for the purposes of negotiations. 2.2 For the purpose of this Agreement, reference(s) to the Chief of Police shall include his/her designee. 4 /j/ Article 3 REPRESENTATION OF THE F.O.P. 3.1 The F.O.P. shall be represented by the President of the F.O.P. or by person or persons designated in writing to the City Manager by the President of the F.O.P. The identification of representatives shall be made each year by April 1st. Such designation shall be accompanied by an affidavit executed by said President that the F.O.P. has complied with all requirements of State Law in effect at that time with respect to registration of the F.O.P. The President of the F.O.P., or person or persons designated by said President, shall have full authority to conclude an Agreement on behalf of the F.O.P., subject to ratification by a majority vote of those bargaining unit members voting on the question of ratification. It is understood that the F.O.P. representative or representatives are the official representatives of the F.O.P. for negotiating with the City. Any negotiations entered into with persons other than those defined herein, regardless of their position or association with the F.O.P., shall be deemed unauthorized and shall have no standing or weight of authority in committing or in any way obligating the F.O.P. The F.O.P. shall notify the City Manager in writing of any changes in the designation of the President of the F.O.P. or of any certified representative of the F.O.P. Up to five (5) designated representatives of the F.O.P. shall be permitted to attend the negotiation sessions on duty with no lass of pay or emoluments. Two (2) of the representatives shall be compensated by the City and their shifts and/or days off shall be adjusted to accommodate the negotiation process. The other three (3) shall be compensated by the Time Pool consistent with the provisions of Article 26. The seven day notice requirement will notapply where the schedule of negotiating sessions prohibits its application. 3.2 The parties agree that time spent in contract negotiations will be paid at the straight time rate. 5 94,0 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 teen of this agreement. The F.O.P. 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 (F.O.P./City Manager or designee) who will confirm the authenticity of the MOUs. Otherwise, any changes of Willis and conditions of employment shall not be recognized. Any future MOUs that amends the collective bargaining agreement shall be subject to Florida Statute, Chapter 447, Part II. The parties agree to a sunset provision that begins at the ratification of this labor agreement wherein any MOU that is not included with the labor agreement prior to the expiration of this agreement will be considered null and void. The rights of the City, through its management officials, shall include, but shall not be limited to, the right to determine the organization of City Government; to determine the purpose of each of its constituent departments; to exercise control and discretion over the organization and efficiency of operations of the City; to set standards for service to be offered to the public; to direct the bargaining unit members, including the right to assign work and overtime; to hire, examine, classify, promote, train, transfer, assign, and schedule bargaining unit members; to suspend, demote, discharge, or take other disciplinary action against bargaining unit members for proper cause; to increase, reduce, change, modify or alter the composition and size of the work force, including the right to relieve bargaining unit members 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, 6 combine or abolish positions; to change or eliminate existing methods of operation, equipment or facilities; to establish, implement and maintain an effective internal security program, and to establish rules, regulations and rules of conduct. 4.2 Sworn police will be promoted to civil service ranks based upon the rule of one, except promotions may be denied or delayed for cause. The following is declared to be cause for denying or delaying a promotion: A bargaining unit member who at the time of the promotion is under investigation for unlawful or unethical acts by any law enforcement agency or the City's Police Internal Affairs Unit. If a bargaining unit member has a promotion delayed for cause and is later cleared, he/she shall be promoted retroactive as if the event had not occurred. 4.3 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. 4.4 Those inherent managerial functions, prerogatives and policy making rights which the City has not expressly modified or restricted by a specific provision of this Agreement are not in any way, directly or indirectly, subject to the Grievance Procedure contained in this Agreement. 4.5 If the City fails to exercise any one or more of the above functions from time to time, this will not be deemed a waiver of the City's right to exercise any or all of such functions. This provision will in no way alter or diminish the rights afforded by Article 23, Prevailing Benefits. 4.6 The Cityretains the right to establish, and from time to time to amend, rules and regulations not in conflict with this Agreement. (it* Article 5 NO STRIKE 5.1 "Strike" means the concerted failure to report for duty, the concerted absence of bargaining unit members from their positions, the concerted stoppage of work, the concerted submission of resignations, the concerted abstinence in whole or in part by any group of employees from the fall 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 F.O.P., nor any of its officers, agents and members, nor any bargaining unit members, covered by this Agreement, will instigate, promote, sponsor, engage in, or .condone any strike, sympathy strike, slowdown, sick-out, concerted stoppage of work, illegal picketing, or any other interruption of the operations of the City. 5.3 Each bargaining unit member who holds a position with the F.O.P. occupies a position of special trust and responsibility in maintaining and bringing about compliance with this Article and the strike prohibition in F.S. 447.505 and the Constitution of the State of Florida, Article r, Section 6. Accordingly, the F.O.P., its officers, stewards and other representatives agree that it is their continuing obligation and responsibility to maintain compliance with this Article and the law, including their responsibility to abide by the, provisions of this Article and the law by remaining at work during any interruption which may be initiated by others; and their responsibility, in event of breach of this Article or the law by other bargaining unit members and upon the request of the City, to encourage and direct bargaining unit members violating this Article or the law to return to work, and to disavow the strike publicly. (aloft? 8 5.4 Any or all bargaining unit members who violate any provisions 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 not be grievable or arbitrable under the provisions of Article 6 - Grievance Procedure. 9 vip Article 6 GRIEVANCE PROCEDURE 6.1 In a mutual effort to provide harmonious working relations between the parties of this Agreement, it is agreed to and understood by both parties that there shall be a procedure for the resolution of grievances or misunderstandings between the parties arising from the application or interpretation of this Agreement. 6.2 A grievance is any dispute, controversy or difference between (a) the parties, (b) the City and a bargaining unit member or bargaining unit members 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. 6.3 Nothing in this Article or elsewhere in this Agreement shall be construed to perniit the F.O.P. to process a grievance (a) on behalf of any bargaining unit member without his 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 bargaining unit member or group of bargaining unit members, or by the F.O.P. 6.4 It is further agreed by the F.O.P. that bargaining unit members covered by this Agreement shall make an exclusive Election of Remedy prior to filing a 2"" step grievance or initiating action for redress in any other forum. Such choice of remedy will be made in writing on the Election of Remedy form to be available at the Department of Human Resources, Division of Labor Relations. 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, agency or court proceeding. Selection of redress other than through the Grievance Procedure contained herein shall preclude the aggrieved party or parties from utilizing said Grievance Procedure for adjustment of said grievance. 6.5 To simplify the Grievance Procedure, 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 workweek, Monday through Friday not including citywide holidays. All grievances must be processed within the time limits herein provided unless extended by mutual agreement in writing. Any grievance not processed in accordance with the time limits provided above or not supplemented by a completed and signed Election of Remedy form 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. Where a grievance is general in nature in that it applies to a number of bargaining unit members having the same issue to be decided, or if the grievance is directly between the F.O.P. and the City, it shall be presented directly at Step 3 of the Grievance Procedure, within the time limits provided for the submission of a grievance in Step 1, and signed by the aggrieved bargaining unit members or the F.O.P. representative on their behalf. For grievances that apply to a number of bargaining union members having the same issue to be decided, as referenced above, the Union will make a good faith effort to identify the aggrieved bargaining unit members either by name or by definition. The Union and the City will make a good faith effort to resolve any disputes regarding the identification of the class prior to commencing with the Step 3 hearing. The Union will be permitted to amend its identification (either by name or by definition) of the aggrieved bargaining members in the class up to thirty (30) days prior to the date of the arbitration hearing. The Election of Remedy form as provided in Section 6.4 of this Article must be completed and attached to grievances presented directly at Step 3, 6.6 Only a bargaining unit member who has permanent Civil Service status as a sworn Police Officer in the Miami Police Department may appeal a suspension, demotion, or dismissal through the grievance procedure contained in this Agreement or in accordance with the appeal procedure of the Civil Service Rules, but not both. Such grievances shall be filed at Step 3 within the time limits set forth for Step 1, 6.7 Disputes involving the granting of workers' compensation shall not be subject to this grievance procedure, but disputes involving the granting of supplemental disability pay shall be grievable. 6.8 Grievances shall be processed in accordance with the following procedure: Step I. The aggrieved bargaining unit member shall discuss the grievance with his immediate supervisor within seven (7) working days of the occurrence which gave rise to the grievance. The F.O.P. representative may be present to represent the bargaining unit member if the bargaining unit member desires him present. The immediate supervisor shall attempt to adjust the matter and/or respond to the bargaining unit member within seven (7) working days. Step 2. If the grievance has not been satisfactorily resolved at Step I, the bargaining unit member or the Employee Organization representative shall complete the Election of Remedy form provided for in Section 6.4 of this Article before initiating the grievance to the second step of the Grievance Procedure, If the aggrieved party or parties elect the remedy other than the Grievance Procedure contained herein, the grievance shall be withdrawn for redress consistent with the Election of Remedy form. 9/411 Step 3. Step 4. When the Election of Remedy form indicates the grievance is to be advanced through the Grievance Procedure, the bargaining unit member or the F.O.P. representative shall reduce the grievance to writing on the grievance form provided for this purpose and present such written grievance to the Department Head or his designee within seven (7) working days from the time the response was given at Step 1. The Department Head or his designee shall meet with the bargaining unit member and/or the F.O.P. representative and shall respond in writing to the bargaining unit member and the F.O,P. within seven (7) working days from receipt of the written grievance. If the grievance has not been satisfactorily resolved in Step 2, the bargaining unit member or the F.O.P. may present a written appeal to the City Manager or the Labor Relations/Deputy. Director, Department of Human Resources within seven (7) working days from the time the response was given at Step 2. The City Manager and/or the Department of Human Resources designee shall hold a grievance hearing with the bargaining unit member and/or the F.O.P. representative. The City Manager and/or the Department of Human Resources designee shall respond in writing to the bargaining unit member and the F.O.P. within ten (10) working days from the date of hearing. 1. If the grievance is not settled in Step 3, it may upon written request of either the Bargaining unit member, Employee Organization or the City within seven (7) working days after receipt of reply or answer be referred to arbitration. 2. The arbitration shall be conducted under the rules set forth in this Agreement and not under the rules of the American Arbitration Association. Subject to the following, the Arbitrator shall have jurisdiction and authority to decide a grievance as defined in this Agreement. 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 hereto. 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 covered, by this Agreement; nor shall this Collective Bargaining Agreement be construed by the Arbitrator to supersede any applicable laws. 3, It is contemplated that the City and the F.O.P. or bargaining unit member shall mutually agree in writing as to the statement of the matter to be arbitrated prior to a hearing; and if this is done, the Arbitrator shall confine his decision to the particular matter thus specified. 4. Each party shall bear the expense of its own witnesses and of its own representatives. The F.O.P. and the City shall bear equally the expense of the impartial Arbitrator, including any retainer fee of the Arbitrator. Should any individual bargaining unit member bring a grievance under this Article, he/she shall be required to post a bond of an estimated one-half (1/2) of the expenses of the hearing with the arbitrator before the hearing may be scheduled. The party desiring a transcript of the hearing will bear the cost of same. 5. 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 the aggrieved bargaining unit member(s), the F.O.P. and the City. 6. The Arbitrator shall be selected by agreement of the parties. In the event the parties cannot agree upon an Arbitrator, the Federal Mediation and Conciliation Service shall be requested to nominate five (5) persons for such position. Each party may reject such list in its entirety. If a list is not so rejected, names shall be stricken alternately, the party striking first to be determined by the toss of a coin. 6.9 Effective upon ratification of the labor agreement, the City agrees to pay the F.O.P. up. to forty thousand dollars ($40,000) per fiscal year for representation of its members in connection with civil suits brought against them arising out of the course and scope of their official duties, as determined by the F.O.P. Article 7 RULES OF CONSTRUCTION 7.1 It is agreed and understood that this Agreement constitutes the whole Agreement between the parties. 7.2 If this Agreement or any provision, section, subsection, sentence, clause, phrase, or word of this Agreement is in conflict with any law as finally determined by a court of competent jurisdiction which had presented to it the issue of conflict as it may pertain to this Agreement, that portion of the Agreement in conflict with said law or ordinance or resolution or court interpretation of the law shall be null and void and subject to renegotiation. Notwithstanding the provisions of this article, the parties agree that whenever a negotiated clause of the labor contract is in conflict with the Civil Service Rules, or the City of Miami Departmental Orders, on the same subject, the provisions of the Labor Contract will take precedence. The remainder of the Agreement shall remain in full force and effect with it being presumed that the intent of the parties herein was to enter into the Agreement without such invalid portion(s). 16 Article 8 DISCIPLINARY PROCEDURE 8.1 Whenever a bargaining unit member (for purposes of this Article, the terms "bargaining unit member" and "law enforcement officer" shall be used interchangeably) is under investigation and subject to interrogation by members of the City of Miami Police Department for any reason that could lead to disciplinary action, suspension, demotion, or dismissal, such interrogation must be conducted under the following conditions: A. The interrogation shall be conducted at a reasonable hour, preferably while the bargaining unit member is on duty, unless the seriousness of the investigation is of such degree that an immediate action is required. If the bargaining unit member is off duty at the time of the interrogation, the bargaining unit member shall be entitled to overtime. B. The interrogation shall take place either at the office of the command of the investigating officer or at the office of the local precinct or police unit in which the incident allegedly occurred, as designated by the investigation officer or agency. C. The law enforcement officer under investigation shall be informed of the rank, name, and command of the officer in charge of the investigation, the interrogating officer, and all persons present during the interrogation. All questions directed to the officer under interrogation shall be asked by or through one interrogator during any one investigative interrogation, unless specifically waived by the officer under investigation. D. The bargaining unit member under investigation shall be informed of the nature of the investigation before any interrogation begins, and he or she must be informed of the names of all complainants. All identifiable witnesses shall be interviewed, whenever possible, prior to the beginning of the investigative interview of the accused officer. The complaint, all witness statements, including all other existing subject officer statements, and all other existing evidence, including, but not limited to, incident reports, GPS locator information, and audio or video recordings relating to the incident under investigation must be provided to each officer who is the subject of the complaint before the beginning of any investigative interview of that officer. An officer, after being informed of the right to review witness statements, may voluntarily waive the provisions of this paragraph and provide a voluntary statement at any time. E. Interrogating sessions shall be for reasonable periods and shall be timed to allow for such personal necessities and rest periods as are reasonably necessary. F. The bargaining unit member under investigation may not be subjected to abusive or offensive language or be threatened with transfer, dismissal or other disciplinary actions. No promise, or reward or threat of action shall be made as an inducement to answering any question. G. The formal interrogation of a law enforcement officer, including all recess periods, must be recorded on audio tape, or otherwise preserved in such a manner as to allow a transcript to be prepared, and there shall be no unrecorded questions or statements. Upon the request of the interrogated officer, a copy of any recording of the interrogation session rnust be made available to the interrogated officer no later than 72 hours, excluding holidays and weekends, following said interrogation. H. The bargaining unit member shall not be obligated to give a second statement concerning the same facts elicited in an original interrogation. This will not preclude an investigator from asking questions at a later time that were not covered by the first statement. The bargaining unit member's interrogation will take place after all other witness statements have been taken, unless a situation occurs such as; 18 i\IV 4\1° 1) After documented and concerted efforts to locate said witness a witness is thought to be permanently unavailable, 2) The necessity for taking other witness statements becomes apparent after the interrogation of the bargaining unit member who is the subject of the investigation, or 3) A supervisor in the normal course of case review makes a determination that the case must be returned to the investigator for additional witness interviews. Should this occur, the bargaining unit member who is the subject of the interrogation shall have the opportunity to present rebuttal evidence. I. No mechanical device, including, but not limited to, polygraph, or psychological stress evaluator, etc., shall be forced onto a bargaining unit member nor shall disciplinary action be taken against a bargaining unit member who refuses to submit to such testing. However, a bargaining unit member may request such a test. J. If the bargaining unit member is under arrest, or is a principal of a criminal investigation and is likely to be arrested as a result of the interrogation, he shall be fully informed of his or her legal rights prior to any interrogation. K. At the request of the bargaining unit member, he or she has the right to be represented by counsel or any other representative of his or her choice, who shall be present at all times during the interrogation whenever the interrogation relates to the officer's continued fitness for law enforcement service. L. When an attorney or bargaining unit member representative is requested, the bargaining unit member shall be given a reasonable period of time to obtain representation. When a bargaining unit member representative or counsel is present, he or she may advise the bargaining unit member as to the bargaining unit member's rights under applicable rules, regulations and the current Labor Agreement. �16* 19 44, V/j� 8.2. When a bargaining unit member is giving a statement as a witness, and during that statement that said witness has become a principal of that investigation, the statement will be discontinued and the bargaining unit member will be advised he may be a principal in said investigation. The bargaining unit member will then be given the opportunity to suspend the statement to seek F.O.P. or other legal representation. 8.3 Records retained by Internal Affairs shall be destroyed after a period of five (5) years beyond either the bargaining unit member's termination date, retirement date or unless otherwise directed by state law. goolif 20 \,‘ Article 9 LINE OF DUTY INJURIES 9.1 The City agrees to pay all medical and hospitalization expenses as provided by Florida Statute approved by the City and incurred by a bargaining unit member covered by this Agreement who is found to have sustained a compensable line -of -duty injury provided the bargaining unit member and/or supervisor gives notice to Risk Management, or Third Party Administrator as provided for by the Workers" Compensation Laws of the State of Florida. If the bargaining unit member fails to provide the required notice, he/she will waive any supplemental benefits over and above what is provided for by the workers' compensation laws, However, the parties agree to establish a Police Labor/Management Committee to establish policies and to determine how to provide medical treatment and equipment, etc. medically equivalent to that prescribed, by the most efficient and cost effective means to curtail excessive medical costs for accepted claims in the following areas: Health Club and Country Club :memberships Capital in provenaents on the home Transportation Medical equipment for home use The Police Management Committee shall consist of one member appointed by the FOP President, one member appointed by the Chief of Police, and one member selected by these two individuals. An individual appointed by the Director of Risk Management will serve as a technical advisor and liaison with the medical community. Any additional medical and hospitalization requested outside the provisions of Chapter 440, Florida Statutes, will be considered on a case -by —ease basis at the sole discretion of the City, The decision to provide additional benefits will be based on: 1) whether the treatment is deemed reasonable and medically necessary by a peer review physician of the City's choosing; 2) whether there is unrefuted evidence that shows the same or equivalent treatment cannot be provided by a 21 6� health care provider at Florida's Medical and Surgical fee schedule within fifty (50) miles of the claimant's residence. 9.2 Effective as soon as administratively feasible after ratification, the parties agree the City will pay the state mandated workers' compensation indemnity payments to eligible bargaining unit members as a check separate from any other salary to which a bargaining unit member may be entitled. The bargaining unit member agrees to sign this workers' compensation check back to the City. The City will also issue a second check to the bargaining unit member which will consist of an amount equal to the workers' compensation payment and the supplementary salary as set out, and subject to the limitations below. After those deductions with mandated preference under federal law, the City agrees to take deductions and/or credits from this second paycheck in the following order: workers' compensation (will be indicated on the check as a credit for the City and will be non-. taxable), pension, health insurance, and any other deductions. The parties agree that this process is intended to provide the bargaining unit member with these paychecks without interruptions. Should the bargaining unit member refuse to return the workers' compensation check to the City, the City shall cease making any deductions for the bargaining unit member from the second check for pension, health insurance, etc. and the bargaining unit member shall then be completely responsible for making those payments on his/her own, until the bargaining unit member elects to participate in the paycheck system described above in Section 9.1. 9.3 Workers' Compensaflan Indemnity Benefits The City agrees that any bargaining unit member covered under this contract who is disabled as a result of at accident, injury or illness incurred in the line of duty shall be granted workers' compensation indemnity benefits, subject to the following conditions. To the extent required by and subject to the limitations specified in Chapter 440 of the Florida Statutes, the City shall provide workers' compensation indemnity benefits to injured employees. 22 qlttleJ 9,4 Supplemental Salary The City agrees that any bargaining unit member covered under this contract who is disabled as a result of an accident, injury or illness incurred in the line of duty shall be granted supplementary salary, subject to the following conditions: Supplementary 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 Workers' Compensation Law. It is agreed by the parties that the combination of supplemental and worker's compensation pay shall not exceed nor be less than one hunched percent (100%) of the bargaining unit member's weekly net base pay (excluding overtime and any pay supplements not included in the bargaining unit member's base salary) prior to the line of duty injury, accident, or occupational disease. Supplementary salary shall only be granted for a period of one hundred and fifty (150) consecutive days from the elate of injury. Said supplementary salary may be extended up to an additional sixty (60) consecutive clays for serious injuries upon approval of the City Manager or his/her designee. The one hundred fifty (150) days begin when the bargaining unit member is actually placed on "D". While the bargaining unit member is on "D", such time will be calculated consecutively including clays off If the bargaining unit member is removed from "D", the non "D" time will not apply to the one hundred fifty (150) day period. If a bargaining unit member remains temporarily disabled beyond the period of time in which he/she is entitled to collect the 100% supplementary pay benefits, lie/she shall be entitled to supplementary pay equal to the 2/3 "D" payments pursuant to current practice. 9.5 If a bargaining unit member becomes Permanently and Totality Disabled (PTD), as determined by a City approved attending physician, from the further performance of the duties of his/her classified position then at the end of one hundred four (104) weeks of disability, he/she is 23 considered to have reached statutory rnaximurn medical improvement and is required to petition the retirement board for retirement, otherwise he/she must: • Request for a ninety (90) day unpaid leave of absence under the Family Medical Leave Act (FMLA); • Apply for another City position; • Resign; Be dismissed by Department Action The supplementary salary of the difference of 2/3 "D" as described above shall continue until the F.I.P.O. board concludes the hearing with a final determination. Pr f eyid of d s- 111.6/e, I i GVv* of e„ rw.e4-4,/ lMtOarAyu SSG/ d o de-o d if penft fly cal 1414041€ 7 r� A granted FMLA request will postpone any farther action for the period taken up to its statutory limitation. If the bargaining unit member has petitioned the retirement board for, retirement, 044 eVaie4 f 'at 4y31 ; the bargaining unit member will remain on their current status until the retirement board has finally , 11) granted or denied the retirement. If during the time of up to one hundred four (104) weeks of disability, it is determined by the 14,t4.1 A City or the bargaining unit member's City approved attending physician that the member is .not PTD / � cf t Eertfra 6,44, nor full duty with reasonable accommodations, the bargaining unit member may request to be allowed' to work on a temporary basis. The request shall be made in writing and directed to the City Manager Mt/1 or designee. Granting this request is based upon the medical restrictions placed by his/her City approved attending physician and available assignments. The Department at its discretion may maintain up to a total of twenty (20) temporary non- binding assignments for the sole purpose of mitigating an undue hardship on the bargaining unit member injured in the line of duty. These temporary positions will be filled by members, according to sworn classification, on a first -in first -out basis upon completion of FIPO's Final Determination Hearing. Once the 20 positions are filled, the next bargaining unit member to be classified in this 24 4 1494-r 4 „ 1��€� dthrovj swat aSS r i . status in th.e respective category will bump out the bargaining unit member who has been occupying the position the longest. A bargaining unit member who is "bumped" out must: • Request for a ninety (90) day unpaid leave of absence under the FNMA; • Apply for another City position; • R.esign; • Be dismissed by Departmental action A. granted FNILA request will postpone any further action for the period taken up to its statutory limitation. Any bargaining unit member placed on "Limited Duty" status prior to Tanuary 1, 2007 and presently working in assignment shall be allowed to remain working in a limited duty capacity until the bargaining unit member's employment terminates or the bargaining unit member retires. However, if at any time the bargaining unit member returns to a disabled status, he/she will not be permitted to return to a limited duty status. He/she may only be allowed to return to work if full duty. Upon assuming a disabled status, the bargaining unit member may continue receiving benefits as stated in the above paragraph until the time limitations and or permitted benefits have been exhausted. Afterwards, the member must: • Request for a ninety (90) day unpaid leave of absence under the FMLA; • Apply for another City position; • Resign; • Be dismissed by Departmental action A granted FNMA request will postpone any further action for the period taken up to its statutory limitation. Bargaining unit members that have been graudfathered are not considered part of the twenty (20) temporary positions described above. 25 9.6 At any time during his/her absence from duty claimed to be the result of a line of duty injury while the bargaining unit member is collecting City supplementary pay, the bargaining unit member 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 days of the request. If such bargaining unit member, 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. 9.7 Deductions on `Yorkers' Compensation Payments ]Plus Supplementary Salary In the event the line of duty injury entitles the bargaining unit member to a workers' compensation benefit and a supplemmentary benefit, the bargaining unit member shall authorize the City to combine the two (2) payments and additionally authorize that the City continue to make regular payroll deductions as follows: 1. First Level: Federal and State mandated deductions (for example, Medicare, social security, withholding, and child support or garnishments). 2. Second Level: Pension contributions (the amount of the pension contribution shall be based on earnable compensation as defined by Miami Code Section 40-191), medical and life insurance contributions. 3. Third Level: A weekly amount of eighty eight dollars and ninety five cents ($88.95) (one hundred and seventy seven dollars and ninety cents ($177.90) bi-weekly) deducted from supplementary salary while on workers' compensation. Should the bargaining unit member receive supplementary and workers' compensation pay for less than a week, the eighty eight dollars and ninety five cents ($88.95) weekly deduction shall be prorated as appropriate for the days the bargaining unit member was on workers' compensation. 4. A11 others voluntary deductions: The City is not obligated to make deductions to pay for providers or creditors if the workers' compensation benefits plus the supplementary salary does not cover the amount of the deduction. Any and all. deductions after Level #1 will be made on the 26 repo bargaining unit member's behalf to the extent that sufficient funds are available. If there are not sufficient funds available, the bargaining unit member will be responsible for making those payments directly to those providers and creditors who would have otherwise been paid through the payroll deduction process. 5. W'ithout written consent for those deductions outlined above, the City will not make any regular salary deductions other than those mandated by law and the bargaining unit member will be • responsible for all regular deductions including but not limited to pension contributions, medical and life insurance benefits. No supplementary salary will be paid to anyone injured while performing an act intended to injure or hurt one's self or another. 9.8 The parties agree that where a bargaining unit member resides outside the jurisdictional limits - of the City of Miami and the said bargaining unit member is injured going to or coming from work within a reasonable period of time from the commencement or termination of his/her tour of duty on a reasonably direct route of travel, said accident may be considered as occurring in the line of duty. This provision is not applicable if the bargaining unit member is charged with driving tinder the influence in violation of the provisions of Chapter 316 of the Florida Statutes entitled "State Uniform Traffic Control." 27 Article 10 NOTICES 10.1 The City agrees to provide in a timely fashion to the F.O.P. President or designee the following notices or bulletins: City Commission Agenda, Civilian Investigative Panel Agenda, and Civil Service Board Agenda, Supervisors report of injury within one week of the incident being reported or any other material which the City Manager or the Director of the Department of Human Resources determines would affect the terms and conditions of employment of the bargaining unit members of the F. O.P. The F.O.P. President may, within reason, request other materials, which would affect the terms and conditions of employment of the bargaining unit members of the F.O.P., excluding exempt materials under the Public Records Act. 10.2 Such notices and bulletins will be delivered to the F.O.P., or may be picked up at the Department of Human Resources, Division of Labor Relations during normal working hours. teholle 28 41Y/ '111° Article 11 BULLETIN BOARDS 11.1 The City will provide for the sole use of the F.O.P. bulletin boards at the Central Headquarters, 400 NW 2 Ave.; North District Substation, 1000 NW 62 St.; South District Substation, 2200 W Flagler St., and any other mutually agreed upon location. Any notice or item placed on bulletin boards shall bear on its face the legible designation of the person responsible for placing such notice or item on bulletin boards. Notices placed on bulletin boards shall be limited to announcements of F.O.P. meetings, elections, items dealing with terms and conditions of employment, and social or recreational events. 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. The F.O.P. will also be permitted to send electronic notices to its member on the City E-Mail system upon approval of the Chief, whose decision is not subject to the grievance procedure. C*klitolff 29 4/ Article 12 DEPARTMENT DISCIPLINARY REVIEW BOARD 12.1 It is the purpose of the Departmental Disciplinary Review Board to provide a method of ascertaining the fairness and consistency of punitive action for infractions of the Departmental Rules and Regulations, Departmental Orders and other Departmental Directives. A part of this review process is the Departmental Disciplinary Review Board, which makes advisory determinations and non -binding recommendations to the Chief of Police on matters of discipline. Departmental actions against a bargaining unit member arising from a claim of fitness for duty or workers' compensation shall not be reviewed by the Departmental Disciplinary Review Board or the Departmental Disciplinary Review Board Chairperson. Any decisions by the Departmental Disciplinary Review Board or any policies established by the Departmental Disciplinary Review Board are not arbitrable under this Collective Bargaining Agreement. The Departmental Disciplinary Review Board does not possess adjudicators or quasi-judicial powers. As such, its hearings are non -adversary in nature; the bargaining unit member appears before the Board voluntarily at his/her request, the bargaining unit member shall be entitled to representation by a bargaining unit member of his/her choice and shall be permitted to examine witnesses, to present witnesses, evidence, and testimony, to cross-examine, and to put on a defense, All sworn bargaining unit members, prior to the final determination of a monetary fine, forfeiture of time and/or suspension in excess of two (2) tours of duty, demotion or dismissal shall, upon written request of the accused, if submitted within ten (10) working days, be afforded a review of the recommended action by a board composed of five (5) members of the Department, two (2) members selected by the Department Head and three (3) members selected by the bargaining unit member from a standing list. 12.2 Written disciplinary actions that result in loss of time not in excess of two (2) tours of duty may be reviewed by the Chairperson of the Departmental Disciplinary Review Board if the disciplined bargaining unit member requests a review within ten (10) working days, excluding 30 /Ili 11110 holidays, of the incident that gave rise to the disciplinary action. Upon receipt of the Chairperson's decision, the disciplined bargaining unit member upon appeal within ten (10) working days, excluding holidays, shall be afforded a Departmental Disciplinary Review Board Hearing. If the bargaining unit member is charged with a forfeiture of time such forfeiture shall first be deducted from Compensatory leave followed by Vacation leave. Exceptions to the above will be as follows: a. If a bargaining unit member refuses to undergo controlled substance testing, the member shall be on no pay status pending termination. 12.3 Since the Departmental Disciplinary Review is at the request of, and for the benefit of, the bargaining unit member, no paid overtime or compensatory time will be given for attendance before the Board; however, a change of work hours shall be scheduled, if possible, so that the bargaining unit member will be working during the hours that the Board is convened. 12.4 It is agreed that the convening of the Departmental Disciplinary Review Board shall be effectuated as expeditiously as possible following the written request of the accused bargaining unit member. Should an accused bargaining unit member facing termination request to continue a hearing or delay it's convening, then it is agreed that the bargaining unit member shall waive his emoluments in exchange for the continuance of the hearing. Continuance or delay of the Departmental Disciplinary Review Board upon the bargaining unit member's request shall not exceed 150 calendar days, unless in the sole discretion of management a further continuance of the Department Disciplinary Review Board would be approved. 12.5 Administrative actions taken that result in the bargaining unit member being carried "W" or "WW" shall not be subject to the review of the Department Disciplinary Review Board. g .4,1a 31 Article 13 RECALL AND COURT TIME 13.1 If a bargaining unit member is recalled to work he/she shall be paid from the time of notification in accordance with Article 15, Overtime/Compensatory Time. 13.2 If a bargaining unit member is required to attend court or other proceeding arising out of the course of his/her official duties at a time other than his scheduled work shift, he shall be paid a minimum of three (3) hours at one and one-half times his/her straight time hourly rate or an equivalent amount of scheduled compensatory time off. 13.3 A bargaining unit member performing work or required to attend court or any other proceeding arising out of the course of his/her official duties at a time which is continuous with his scheduled work shift shall be paid at his/her overtime rate consistent with Article 15, Overtime/Compensatory Time, and the minimum three (3) hours Recall shall not apply. 13.4 A bargaining unit member eligible for overtime, attending court or other proceedings arising out of the course of their official duties one (1) hour or less before the start of their scheduled tour of duty shall receive one (1) hour of overtime. 13.5 A bargaining unit member eligible for overtime for attending court or other proceedings arising out of the course of their official duties one (1) hour or less after the end of their scheduled tour of duty shall be paid at their overtime rate, consistent with Article 15 - Overtime/Compensatory Time for the time period starting from the end of the bargaining unit member's work shift to the end of court or any other proceeding arising out of the course of his/her official duties proceeding or for one (1) hour, whichever is greater. 13.6 A bargaining unit member who is required to attend court or any other official proceeding arising out of the course of his/her official duties for a period which is greater than one (1) hour and less than or equal to three (3) hours and one minute after the scheduled end of his/her tour of duty, shall be paid at his overtime rate pursuant to Article 15, Overtime/Compensatory Time, for either the ttkont 32 three (3) hour minimum or for the number of hours elapsed from the scheduled end of his/her tour of duty to the end of the court proceedings, whichever is greater, 13.7 Bargaining unit members who are on authorized disability or sick leave, and are obligated to have a physical prior to reporting for work, shall not receive call -in or overtime pay. tiIt6kg 33 Article 14 TRANSFERS 14.1 It shall be the sole right of the Chief of Police to transfer bargaining unit members, in specialized units for disciplinary' reasons provided however, that the bargaining unit member may appeal such a transfer under the grievance procedure set forth in Article 6 of this agreement. Bargaining unit members shall be notified six (6) calendar days prior to transfer, except when, the nature of a particular situation requires an immediate but temporary reassignment, or an employee returns to work on a limitedlight duty status and the bargaining unit member's physical limitations preclude the bargaining unit member from being assigned to his/her previous ass ignment. 14.2 A transfer means a change for more than five (5) consecutive working days, a change in hours, or a change in days off. Specifically excluded from the six (6) day notification requirement are temporary changes of hours or days off necessitated by special events (except for the special events of Calle Ocho, Three King's Parade, Martin Luther King's Parade or any draft event held on New Year's Eve, Art Basel), civil disturbances, acts of God, and other emergency situations as determined by the Chief of Police. The six (6) days' notice shall be waived upon consent of the bargaining unit member. 1 • 3 A member transf rred to relieved of duty R.O.D.) status is t e right of' th Chief of r Potic �� hen a member is in�R.O.D, status, they w it . be relieved with fit It pay status, Pit the discretioie of the Chief of Police, he 'she may request a hearing within 72 hori' s of the memB er being, placed 'n R.O.D. status. Within\24 hours, a hearing of hree sworn member ,�w,ill decide if the member is on aid or unpaid R.O.Dtatus. Members will my be placed on unpaid R.O,D. stal as if the board has t;onveved and the maity rule in favor of tes decision. The board will be made up of the Chief o ,,Police (or designee),\the `FOP President r designee) and a worn F a } member of the bargaining umi ,decided between the hief of Police and�P President. 4 $�tal C�vti 1Ae aa4 et/1,1,, I`/S ctSi4V1 WltAin �' �co4wS Ot" wsit- aY' k ke. Article 15 OVERTIME/COMPENSATORY TIME 15.1 For the teiiii of this Agreement bargaining unit members shall be paid one and one half (1 %2) times their regular rate of pay for all work performed in excess of a bargaining unit member's normal work day or in excess of a bargaining unit member's normal work week, and shall be considered overtime work. 15.2 Bargaining unit members performing compensable overtime work shall, at their discretion, be paid time and one-half (1 I/2) at their straight time hourly rate of pay or shall be given compensatory time at the rate of time and one-half (I %2) for such work. This overtime rate shall be all-inclusive and no additional compensation in the foiiii of additional holiday pay, etc., shall be paid. 15.3 The parties agree that the daily overtime requirements as set forth in this contract shall not apply in any future FLSA litigation concerning a matter for which daily overtime is not currently paid or for off -duty maintenance of any take home equipment used in the scope of employment. Practices instituted by management are not subject to the foregoing sentence. 15.4 The maximum accumulation of compensatory time hours is two hundred (200). Any hours in excess of two hundred (200) will be paid out at current hourly rate. Bargaining unit members are encouraged to request compensatory leave far in advance as possible. Request for compensatory time must be made ten (10) days prior to the requested day(s). A maximum of forty (40) compensatory time hours per month shall be authorized to be utilized when minimum staffing cannot be maintained as determined by the Chief of Police or designee. A maximum of ten (10) compensatory time hours shall be authorized to be utilized on Friday, Saturday, or Sunday when minimum staffing cannot be maintained as determined by the Chief of Police or designee. Compensatory time shall not be utilized in conjunction with vacation or training when minimum staffing cannot be maintained as deteitnined by the Chief of Police or designee. If a request is made within twenty-four (24) hours, the request for approval will rest with the commanding officer. When minimum staffing cannot be maintained as 35 determined by the Chief of Police or designee, then compensatory time shall not be utilized during the holidays listed in Article 20 — Holidays, or during special events e.g., Halloween, Super Bowl, etc., when major deployment of personnel is required. Requests submitted within ten (10) days prior to the requested day(s), may be granted at the sole discretion of management pursuant to minimum staffing. When a bargaining unit member takes compensatory time off, the hours in his bank shall be appropriately reduced by such time off. If a bargaining unit member leaves the service of the City and cashes in his bank, the hours therein shall be valuated on the basis of the rate of pay earned by the bargaining unit member during the last pay period. 15.5 In the event, a state of emergency is declared due to an act of God, and the City Manager grants emergency leave, such leave shall not be included in determining eligibility for overtime. The bargaining unit member utilizing such leave shall be paid straight time for those hours worked in excess of their normal work day or in excess of their normal work week equal to the number of hours taken as emergency leave, before overtime shall apply. 15.6 The parties agree that overtime hours shall not be used in the computation of arriving at average earnings for purposes of establishing pension benefits. 15.'7 The parties agree that assignments of overtone work shall rest solely with the Chief of Police. 15.8 The parties agree that the assignrnent of overtime work is on an involuntary basis and any bargaining unit member refusing assignment of such work is subject to disciplinary action as deemed appropriate by the Chief of Police. w[P13 36 /IA Article 16 4-10 WORK SCHEDULE 16.1 Those operations currently working a four (4) day, ten (10) hour work schedule will continue through the life of this Agreement. Bargaining unit members at the rank of apt indancDetention Officers will not be entitled to work a 4-10 Work Schedule. 16.2 Should the Chief of Police determine the 4-10 Work Schedule in its entirety or in part is detrimental to the efficient operation of the Department, he may discontinue all or that portion of the 4-10 Work Schedule deemed to be inefficient after reviewing his reasons with the President of the Fraternal Order of Police, Lodge No. 20. Should there be a disagreement as to the discontinuance of the 4-10 Work Schedule, the F.O.P. may grieve according to the provisions of Article 6, Grievance Procedure. Discontinuance of the 4-10 Work Schedule may not occur unless the parties agree or an Arbitrator so rules. Nothing shall preclude Management from implementing a 4-10 Work Schedule in those divisions deemed necessary by the chief on a temporary or emergency basis not to exceed thirty (30) working days. Such temporary or emergency 4-10 Work Schedule shall not preclude Management ending such assignments when Management determines the 4-10 Work Schedule is no longer necessary. fort ity Fo ti SP DN-868764429-2247128 Article 17 STANDBY 17.1 Standby assignments issued by the City of Miami Police Department for reasons other than assignments connected with a court appearance shall be compensated at the rate of time and one-half of the bargaining unit member's normal rate of pay with a minimum of three (3) hours. 17.2 Standby is defined as receiving instructions from authorized personnel to remain at a specific location for a stated period of time, o (rd 38 ke 18.1 Article 18 WAGES members on their new step, f For the duration of the Agreement bargaining unit members not at their maximum step will be eligible for step increases on their anniversary date. Effective the -first full pay period following October 1, 2018, ri4•1, 2.019, October 1, 2020, an A_..._.• 72©2. January 1, 2016, January 1, 2017, and January 1, 2016, bargaining unit members will receive a cri'v e .t •percent (. °) across the board increase to their base wages. 4 (174 18.2 Any bargaining unit member hired on or after the effective date of this agreement, and any existing bargaining unit member hired prior to the effective date of this agreement who did not already receive the FDLE certification bonus shall receive a one-time FDLE certification bonus of one thousand six hundred forty eight dollars ($1,648) upon completion of probation, regardless when his/her probation is completed. The FDLE certification bonus shall not be included in pension calculations of average earnings. 18.3 All new hires in the classification of Police Recruit shall be paid five percent (5%) per month less than Step 1 of the salary range of the classification of Police Officer until the recruit graduates from the police academy and passes the state certification exam at which time such bargaining unit member shall be eligible to be paid at Step 1 of the salary range. The period of probationary service shall not be less than eighteen (18) months nor more than twenty-four (24) months, unless extended by the department or unless provided otherwise in this article. Bargaining unit members hired directly as certified Police Officers with prior law enforcement experience from the City of Miami, not including corrections, who are not required tvz• to attend the academy, shall be placed at the pay steps in Appendix A commensurate with their years of prior Iaw enforcement experience at the City not to exceed step 4. Newly hired bargaining unit members shall complete six (6) months of satisfactory performance in the Field Training Officer (F.T.O,) program, which includes four (4) months riding with a field training officer and two (2) months riding solo, and further complete six (6) months in full -duty status with satisfactory performance. The period of probationary service shall not be less than twelve (12) months nor more than eighteen (18) months, unless extended by the department. 18.4 Upon retirement (all kinds, including vesting), bargaining unit members shall receive a retroactive salary increase of five percent (5%) for the bargaining unit member's last or highest one (1) 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. 18.5 Any City of Miami employee, unless a former City of Miami police bargaining unit member as specified in 18.6, who transfers or is hired as a police officer into the City of Miami Police Department as a uniformed bargaining unit member shall be placed at a step in accordance with Appendix A, and serve a probationary period as specified in Section 18.3 above. 18.6 Former police bargaining unit members who left the employment of the City of Miami Police Department under honorable conditions, as determined by the Chief of Police in his/her sole discretion, and who were approved by the Chief of Police, shall be placed on a reemployment list provided the former bargaining unit member is a State certified police officer. The reemployment list shalt be considered separate from the eligibility list for new hires. ql 4-/ Those on the rehire list may be hired by the Chief of Police at his/her sole discretion, as openings occur without regard to the eligibility list for new hires. In addition the following shall apply: A. Eligibility shall be limited to three (3) years following the effective date of resignation. B. Under conditions set forth above, any former permanent City of Miami police officer who is reemployed, as a City of Miami police officer will be placed at a step in accordance with Section 18.3. C. Complete six (6) months of satisfactory performance in the F.T.O, program, which includes four (4) months riding with a field training officer and two (2) months riding solo, and further complete six (6) months in full -duty status with satisfactory performance. The period of probationary service for such employees shall be determined by the Chief of Police in his/her sole discretion, but shall not be less than twelve (12) months nor more than eighteen (18) months, unless extended by the department. 18.7 Effective the first full pay period following October 1, 2-0442018, bargaining unit members while active in the below listed assignments, shall receive a $2,100 five percent (5%) pay supplement (to be prorated and paid on a bi-weekly basis) on their base rate of pay. Effective the first full pay period following October 1, 2016, this annualized pay supplement will increase to $2,500. A. Neighborhood Resource Officer B. Bomb SquadMounted Unit/Motors/K-9 C. Complaint Sergeant D. &"Senior Uniform Patrol Officers" and "Senior Uniform Patrol Sergeants". The annualized pay supplement will only be paid to bargaining unit members assigned to non -administrative positions, excluding front desk officers. 1. Qualifications a) Senior Uniform Patrol Officer (a) Not less than fifteen (15) consecutive years of service as a sworn police officer in the department. Currently assigned, and no less than previous two (2) consecutive years assigned to uniform NET the Field (b) Operations Division. (c) No evaluations below satisfactory. (d) No sustained IA investigations with a reprimand as discipline within the past two (2) years. b) Senior Uniform Patrol Sergeant (a) Not less than fifteen (15) consecutive years of service in the department. (b) Currently at rank of Sergeant and no less than two (2) previous years as a Sergeant. (c) Currently assigned, and no less than previous two (2) consecutive years assigned to uniform NET as a Sergeant. (d) No evaluations below satisfactory. (e) No sustained IA investigations with a reprimand as discipline within the past two (2) years. 2. Under the below listed circumstances, bargaining unit members receiving "Senior Uniform Patrol Officers" or "Senior Uniform Patrol Sergeant" pay shall forfeit such pay when: a) Transferred out of uniform NET. b) Promoted. c) Relieved of duty or administratively reassigned (temporary loss during period). 3. Application for "Senior Uniform Patrol Officer" or "Senior Uniform Patrol Sergeant" pay shall be the responsibility of the bargaining unit member and shall be made via red line memorandum submitted through channels to the chairperson of the "Senior Uniform Patrol Officer" committee. 4. "Senior Uniform Patrol Officer" and "Senior Uniform Patrol Sergeant" pay committee. a) The "Senior Uniform Patrol Officer" and "Senior Uniform Patrol Sergeant" pay committee shall be comprised of one F.O.P. representative, one Department representative, and one representative chosen by the first two (2) members. The committee's function will be to review applications for recommendations of approval or denial to the Chief of Police for final approval. The committee shall also review appeals and disputes arising out of the granting or forfeiting "Senior Uniform Patrol Officer" or ``Senior Uniform Patrol Sergeant" pays. The committee shall establish its own rules and procedures. Y(7- F. "Police Officers (Investigators) and Sergeants (Investigators) assigned to the Office of the Chief, Investigations Division, Internal Affairs Division, Recruitment and Selection Unit, and Traffic Homicide who predominantly perform the duties of investigating cases as determined by the Chief of Police will receive the annualized pay supplement. The annualized pay supplement will only be paid to bargaining unit members assigned to non -administrative positions and either investigate or supervise the investigation of cases. 1. Qualifications (a) Not less than fifteen (15) consecutive years of service as a sworn police officer or sergeant in the department. (b) Currently assigned, and no less than previous two (2) consecutive years assigned as a police officer (investigator) or sergeant (investigator). (c) No evaluation below satisfactory. (d) No sustained IA investigations with a reprimand as discipline within the past two (2) years. 2. Under the below listed circumstances, bargaining unit members receiving Police Officer (Investigator) or Sergeant (Investigator) pay shall forfeit such pay when: (a) Transferred out of the position of Police Officer (Investigator) or Sergeant (Investigator), (b) Promoted, (c) Relieved of duty or administratively reassigned (temporary loss during period). 3. Application for Police Officer (Investigator) or Sergeant (Investigator) supplementary pay, shall be the responsibility of the bargaining unit Lj�l�ll g member and shall be made via a red -line memorandum submitted through channels to the chairperson of the Police Officer (Investigator) and Sergeant (Investigator) Committee. 4, Police Officer (Investigator) and Sergeant (Investigator) pay committee shall be comprised of one F.O.P. representative, one Department representative assigned to the Investigations Division, and one representative chosen by the first two (2) members. The committee's function will be to review applications for recommendations of approval or denial to the Chief of Police for final approval. The committee shall also review appeals and disputes arising out of the granting or forfeiting Police Officer (Investigator) and Sergeant (Investigator) pays. The committee shall establish its own rules and procedures. G. Certified Underwater Recovery Specialist Diver Assigned to the Marine Patrol Unit I�. Effective the first felt pav period following October 1. 2018, bargaining unit members and supervisors active or managing the Bomb Squad will receive a ten percent (10%) pav supplement (to be prorated and paid on a bi-weekly basis) on their base rate of pay. Effective the first full pay period following October 1, 20.18, bargaining unit mernbers and supervisors active or managing the S.W.A.T. will receive a five percent (5%) pav supplement (to be prorated and paid on a bi-weekly basis) on their base rate of pay. Effective -the first full pay period following October I, 2015, bargaining unit members active in the assignment of Field Training Officer will receive a five percent (5? 0) pay supplement on their ��,i/,IS bargaining unit members active in the assignment of Pilot will r ceiv,: a twenty percent (20' ) of Drug Recognition Expert (DRE) be limited to no more than ten (10) officers. 18.8 Bargaining unit members active in the below listed assignments shall receive a pay supplement as indicated: A. Certified Instructors (CJIS) assigned to MPD Training Unit two percent (2%). B. Crisis Intervention Teams - two and one half percent (2.5%) C. Bargaining unit members active in the assignment of Field Training Officer will receive a five percent (5%) pay supplement (to be prorated and paid on a bi-weekly basis) on their base rate of pav, D. The two (2) bargaining unit members active in the assignment of Pilot will receive a twenty percent (20%) pay supplement (to be prorated and paid on a bi-weekly basis) on his/her base rate of pay. E. Bargaining unit members active in the assignment of Drug Recognition Expert (DRE) will receive a five percent (5%) pay supplement on their base rate of pay. DRE fiite (is) assignments shall be limited to no more than tom(-3officers. irb 18.9 Bargaining unit members assigned to motorcycle positions shall have their salary rates o f Polic , Pike Serrgearrc-Lieutcnant, and Captain, 18.9 All active sworn bargaining unit members shall receive Crime Prevention pay in the form of an annualized S2,700 pay supplement (to be prorated and paid on a bi-weekly basis). Crime Prevention pay shall be subject to pension deductions and applicable federal taxes and shall be included in calculating a bargaining unit member's average earnings for pension purposes. All hours of leave of absence without pay shall be deducted from the Crime Prevention payment on the basis of one hour deduction for each hour of leave of absence. 18.4410 Any bargaining unit member, upon normal retirement from City service, or separating under honorable conditions, as determined by the Chief of Police in his/her sole discretion, who has served for a period of twenty-five (25) years or more, shall be granted, at the time of his/her normal retirement or honorable separation one hundred seventy-three and three tenths (173.3) hours of pay, provided such pay shall not be included in calculating a bargaining unit member's average earnings for pension purposes. 18.4-2-11 Any pay supplements received shall be calculated on the bargaining unit member's base rate of pay. Pay supplements shall not be included in bargaining unit member's base rate of pay for purposes of calculation of overtime or for purposes of pay off of Sick Leave or Vacation upon separation or retirement from the City, but shall be included in calculating a bargaining unit member's average earnings for pension purposes. Should a bargaining unit member cease to be eligible for a pay supplement but continues to receive the pay supplement, said pay supplement shall be recovered by the City through biweekly pay deductions from the bargaining unit member's paycheck. Such biweekly deductions will be deducted at the same rate or amount as the bargaining unit member was overpaid. If the bargaining unit member ceases to be an employee of the City, any balance due will be deducted from any monies due the bargaining unit member, including retirement benefits, or at the City's option collected in any other legal manner. 18.4-3.12 Effective the first full pav period following October 1, 2018, &shift differential supplemental pav shall be paid at a rate of 2,5% (to be prorated based upon hours worked between the hours of 6:00 p.m. and 7:00 a.m. and paid on a bi-weekly basis) on the bargaining unit members' base rate of pay. for n e . , .k between rho hour f 600 „d 7:00 according to the following schedule: a). Police Officer $,15 per hour h) S.,rgeant $.55 per hour Lieutenant $.65 per hour Captain $.65 per hour A bargaining unit member that works less than four (4) hours during the established shift differential time period (6:00 p.m. to 7:00 a.m.) will not be entitled to shift differential pay. Shift differential shall not apply to pay for time not worked. Shift differential shall not be used in calculating a bargaining unit member's average earnings for pension purposes. 18.4413 All changes in salary because of promotion, demotion, merit step increase, etc., shall begin to accrue the effective date of the change, but actual payment for the same shall not be made until the first full pay period following the effective date of change, 18.42514 Leaves of absence without pay, or suspensions of any duration, shall cause the effective date of the merit increase to be deferred by the same number of work days equal to said leave. 18.4415 -ct-i-ve t e-f-Ifst ful psty cfiefter October 1-1, 20-11, b-Bargaining unit members who have obtained or successfully obtain a college or university degree from an accredited university in the United States, with a field of study related to their job duties, will receive the cT/ it/t73 following annual bonus (prorated and paid on a bi-weekly basis) upon successful completion of probation, regardless when his/her probation is completed: a. Associate in Arts Degree- $ 1,200 b. Bachelor's Degree- $2,400 c. Master's Degree- $3,600 d. Juris Doctor, Ph.D_, or Ed.D.- $4,800 It is the responsibility of the bargaining unit member to request for the degree bonus by submitting a red line memorandum to the Director of Human Resources, through channels, accompanied by a certified true original of the college or university transcripts. The degree bonus shall not be included in pension calculations of earnings. 18.4- 16 Any pay supplement, additive or extra pay that is paid because of a bargaining unit member possessing a particular certification, appointment, assignment, etc., shall cease to be paid effective the date the bargaining unit member no longer possess the certification, appointment, assignment, etc. 18.4-8-17 Upon promotion, each bargaining unit member will receive a salary increase of 10%. Upon successful completion of the promotional probationary period in the higher classification, the promoted bargaining unit member shall receive an additional 5% o as to be executed within the City's pay structure. Article 19 TOTAL AGREEMENT 19.1 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 other bargaining unit member benefits through the Civil Service Board, the Mayor, or the City Commission during the life of this Collective Bargaining Contract. 19.2 Such Agreement precludes the initiation either directly or indirectly of any municipal legislation which would result in the alteration or cost increase of the benefits agreed to in this Collective Bargaining Agreement or to increase the cost of other bargaining unit member benefits not specifically provided for in this Collective Bargaining Agreement. tiltolfg 49 Article 20 HOLIDAYS 20.1 The following days shall be considered holidays: New Year's Day Columbus Day Presidents' Birthday Veterans' Day Memorial Day Thanksgiving Day Independence Day Day after Thanksgiving Labor Day Christmas Day Martin Luther King Day 20.2 Any additional holidays declared by official directive of the City Manager shall be added to the above list. 20.3 Bargaining unit members performing work on any of the above holidays shall be paid time and one-half (11/2) of their straight time hourly rate or shall be given scheduled compensatory time at the rate of time and half (11/2) but such pay for a holiday worked shall not be paid in addition to overtime pay. 20.4 All conditions and qualifications outlined in Article 15, titled "Overtime/Compensatory Time," shall apply to this Article. Hours of earned time accumulated under this Article, when added to the compensatory time earned under the Article titled "Overtime/Compensatory Time," shall not exceed two hundred (200). Those bargaining unit members who are assigned to administrative positions shall observe holidays on the same dates as the civilian employees of the City. For the Union SPDN-868764429-2247128 Article 21 Blank page (Reserved) fr4 For the City g'j►,(►x S PDN-8 68764429-224712 8 Article 22 UNIFORM/CLOTHING ALLOWANCE/CELLULAR PHONE ALLOWANCE 22.1 Upon ratification of the labor agreement by both parties commencing the first year of service, bargaining unit members shall receive a uniform allotment of four (4) uniform trousers/skirts, six (6) uniform shirts, and one (1) uniform hat for their first three (3) years, and one allotment of shoes, leather, and web gear for the first year. Thereafter, every other year, they shall receive a choice of four (4) uniform trousers/skirts, six (6) uniform shirts, and one (1) uniform hat, or two (2) uniform trousers/skirts, two (2) uniform shirts, and one hundred and fifteen dollars ($115) of leather and accessories. In the selection of leather accessories and/or uniforms, the bargaining unit member will not be entitled to a credit or refund should such selection not equal the dollar amount specified above. 22.2 All sworn bargaining unit members, depending on assignment or exhibited need as determined by the Chief of Police or designee, shall be furnished one (1) set of Class C uniforms, one (1) set of rainwear, one (1) helmet, and one (1) winter jacket, which shall be replaced as needed. Upon request by a bargaining unit member one (1) bulletproof vest shall be initially provided. A replacement bulletproof vest shall be provided upon request by a bargaining unit member upon reaching manufacturer's expiration date or through such police related actions that makes the vest no longer safe for use as determined by the Chief of Police or designee. The bargaining unit member is responsible for requesting the initial issue and any replacement. 22.3 On a year when a bargaining unit member is not entitled to any uniform allotment, he/she may request up to four (4) uniform trousers/skirts, six (6) uniform shirts, and one (1) uniform hat for replacement of damaged uniform as determined by the Chief of Police or designee, however, such replacement shall require the requesting party to turn in the uniform he/she is requesting to be replaced. For the ity For th ! pion S PDN-868764429-2247128 22.4 Bargaining unit members who had purchased an approved bulletproof vest prior to the ratification of this .collective bargaining agreement by both parties, and did not yet receive reimbursement for the bulletproof vest of five hundred dollars ($500) for male officers, or five hundred fifty ($550) for female officers, shall be entitled to receive such reimbursement. Such purchased vest shall follow the Department's guidelines for replacement. Bargaining unit members who purchased and received reimbursement for their bulletproof vest shall not receive an initial bulletproof vest issue. The Chief of Police shall appoint a person to inspect and approve or reject all purchased bulletproof vests. Bargaining unit members with less than five (5) years of service at the time of separation shall return the vests to the City or bargaining unit members continuing their law enforcement career with another agency may be allowed to purchase the vest at fifty percent (50%) of cost. Upon separation of employment from the City under honorable conditions, a bargaining unit member with five (5) years of service may retain his/her vest by making payment of fifty ($50) dollars to the City. Similarly, bargaining unit members who separate from employment under honorable conditions with ten (10) years of service shall be awarded his/her vest upon request. 22.5 As determined by the Chief of Police or designee, bargaining unit members shall reimburse the City for the repair or current replacement cost of lost, stolen, or damaged City equipment when the bargaining unit member's careless and/or negligent act(s) resulted in the loss, theft, or damage. A city issued vehicle damaged by a bargaining unit member will follow the Police Department Orders regarding City issued vehicle accidents. In any grievance of an action taken under this section, the City shall bear the burden of proof. 22.6 Bargaining unit members who, due to the nature of their assignments and/or job functions, are not required, in the sole opinion of the Chief of Police to wear a uniform hereafter "non -uniformed bargaining unit members" shall be entitled to a clothing allowance. Bargaining unit members For the City For I-1 Union S P DN-8 6 87 64429-2247128 assigned to administrative or non -operational assignments in which the department provides uniform or alternative clothing shall not be entitled to a clothing allowance. All uniformed and non -uniformed assignments will be determined solely by the Chief of Police. 22.7 Authorized non -uniformed bargaining unit members shall receive a clothing allowance of fifty dollars ($50) per pay period. Authorized non -uniformed bargaining unit members who are absent without pay, on military leave; and/or on disability leave, shall receive no clothing allowance payments during the periods of absence. Authorized non -uniformed bargaining unit members not receiving a clothing allowance for any of the foregoing reasons shall begin to receive the allowance on the date of their return to regular duty as full-time sworn police officers. Bargaining unit members temporarily transferred to a position that normally would entitle a bargaining unit member to receive a clothing allowance shall not receive the allowance unless his/her transfers exceeds thirty (30) consecutive working days. Bargaining unit members authorized to receive a clothing allowance as specified in this section may select, after their third (3rd) allotment of clothing as provided in Section 22.1 and thereafter, one (1) shirt and one (1) trouser/skirt or a combination of uniforms and leather accessories from a list provided by the department, not to exceed sixty five dollars ($65). Such selection shall be in lieu of the normal uniform allotment the bargaining unit member would otherwise receive as provided in Section 22.2 following his/her third year of employment. Replacement of these uniform articles shall occur as specified in Section 22.3. 22.8 Bargaining unit members who were not provided a City cellular phone and/or required to use cellular phones during employment, as determined by the Chief of Police or designee, shall receive a cellular phone allowance of seventy five dollars ($75) per month. Each bargaining unit member receiving a cellular phone allowance is required to purchase a cellular phone at their own For the ity For tl nion S PDN-868 764429-2247128 7/9013 expense. Bargaining unit members required to use cellular phones during the course of and as part of their employment must be accessible at all times by such phones and such phones must include voicemail. Upon request of the Chief of Police or designee, employees will be required to provide proof of payment of their cellular phone bills. Forte ""'it)/ For ion S P D N -8 6 8 7644 29-224712 8 v)24P1 Article 23 PREVAILING BENEFITS 23.1 All job benefits in effect at the time of the execution of this Agreement heretofore authorized by the City Manager or benefits provided for by ordinance of the City Commission, not specifically provided for or abridged by this Agreement, shall remain in fall force and effect for the duration of this Agreement. 23.2 The City and the F.O.P. will meet at the request of either party to negotiate any proposed changes in those rights and benefits not specifically covered by this Agreement, provided however no changes shall be made except where a waiver exists or where the change is negotiated in accordance with Chapter 447, Florida Statutes. %Or 55 &-/ 7//e, Article 24 GROUP INSURANCE 24.1 The City agrees to pay six dollars and ninety-two cents ($6.92) per pay period toward the cost of life insurance and accidental death and dismemberment coverage as currently enjoyed by bargaining unit members. Life insurance and accidental death and dismemberment costs shall not be considered in the total plan costs and payment shall be calculated separately from the City's contributions to the total plan cost. 24.2 The F.O.P. plan participants shall contribute thirty five percent (35%) of the plan costs to the F.O.P. Health Trust. The City shall contribute sixty-five percent (65%) of the total plan cost, Total plan costs shall be determined on an annual basis by sound accounting practices and projections from a firm engaged by the F.O.P. Trust. The City reserves the right to conduct its own Actuarial and plan review to evaluate plan management and to verify the projections submitted by the F.O.P. Health Trust at no cost to the plan. Upon request, the F.O.P. Health Trust agrees to provide the City's designee and/or benefit consultants with all pertinent plan projections, plan design, and vendor arrangements. If there are any discrepancies between the findings of the City and the plan's management and projections of the Trust's Actuary which cannot be resolved, a mutually agreeable third party Actuary shall review the findings from both parties and render a decision. The decision of the third party Actuary shall be final and binding with regard to the determination. The third party Actuary will be a member of the Academy of Actuaries with the designation of Member of the Academy of Actuaries Association (MAAA) or a Fellow of the Academy of Actuaries Association (FAAA). The cost of the third party will be shown as a cost to the F.O.P. Health Trust and the City will pay sixty five percent (65%) as part of the total plan costs and the F.O.P. Health Trust shall pay 35%. To the extent there is an impact on the Trust due to the "Government Accounting Standards Board ("GASB") issued Statement No. 45, such impact will be excluded from the funding calculations for total plan cost as stated in the collection bargaining agreement. gq(ktollg 56 The City reserves the right to request monthly claims reports for monitoring purposes and to conduct a projection analysis and plan review should the F.O.P. Health Trust fund drop below three million dollars ($3,000,000) at any time during the plan year in determining contribution adjustments. Plan adjustments will be made no more than once a year and implemented at the beginning of each calendar year. Based on the agreed projected total plan costs, the City shall contribute sixty five percent (65%) paid in equal bi-weekly amounts during the Plan year. The F.O.P. agrees that the City Manager has the right to appoint a representative to act as a non -voting member of the F.O.P. Health Trust Board to attend all regular and special meetings, including, but not limited to meetings with regard to plan design, plan costs, utilization, experience, and plan projection for upcoming plan years, and legal discussions pertaining to the F.O.P. Health Trust that do not involve the City of Miami. The appointed representative will sign a confidentiality agreement and follow the plan's rules and guidelines. HIPAA certification is required by the City's designees to attend these meetings, therefore, the F.O.P. agrees to provide such certification training. 24.3 If the total F.O.P. Health Trust fund drops below three million ($3,000,000.00) over the combined twelve (12) months of each of the Funds' Fiscal Years, then the City agrees to reimburse the F.O.P. Health Trust for the difference bringing the F.O.P. Health Trust fund balance up to the three million ($3,000,000.00) level. Should a reimbursement be necessary, the City shall pay the difference to the F.O.P. Health Trust within thirty (30) days of receiving notice of the specified Fiscal Year based on the Funds' financial statement and confirmed by the yearly audit and adjusted accordingly. For each Fiscal Plan Year, any claims older than three and one-half (3 1/2) months shall not be charged as a debit to bring the total of the fund below the three million ($3,000,000.00) level. Delays in submitting claims caused by the review process and the ordinary course of processing claims shall not be subject to the three and one-half (3 1/2) month period. ����� 57 IUk"/ 7/t, Should the Fund level exceed six million ($6,000,000.00) dollars at the end of each Fund fiscal year then the F.O.P. Health Trust's total plan costs for the upcoming plan year shall be reduced by the excess amount over six million ($6,000,000.00) dollars. The benefit levels of the F.O.P. Health Trust shall not be changed if such changes would result in increased liability to the City in maintaining the three million ($ 3,000,000.00) level. 24.4 The F.O.P. shall maintain its own group health, life, and accidental death and dismemberment insurance plan. All current, fiihtre, and retired sworn police bargaining unit members shall be eligible to participate in the F.O.P.'s plan, but shall forfeit the right to participate in the City's plan. 24.5 Upon request, the F.O.P. and its insurance plan administrator shall permit the City to review any records related to the F.O.P.'s health insurance plan. 24.6 The F.O.P. shall indemnify, and hold the City harrnless, against any claim, demand, suit, or liability and for all legal costs arising in relation to the implementation or administration of the F.O.P.'s health insurance plan. 24.7 The F.O.P. agrees to enroll sworn management personnel in its plan if those individuals elect such coverage. 24.8 If there is a dissolution of the F.O.P. Health Trust, all plan participants under the F.O.P. Health Trust will maintain the right to elect coverage under the City's current Health Benefit Plan. Additionally, the final dissolution of the F,O.P. Health Trust and distribution of any assets existing after all eligible claims are paid will be made jointly and agreed to by the City of Miami and the F.O.P. Health Trust Administration. (1/ Get(i 58 Article 25 DUES CHECK OFF 25.1 The City agrees to deduct F.O.P. membership dues in an amount established by the F.O.P. and certified in writing by an accredited F.O.P. Officer to the City from the pay of those bargaining unit members in the bargaining unit who individually make such request on a written check off authorization fonn 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. 25.2 The City shall remit deductions of dues during the week following each biweekly pay period to a duly authorized representative as designated in writing by the Union. The F.O.P. shall remit to the City the amount of five hundred dollars ($500.00) per payroll year for administrative cost. This amount shall be payable in full at the beginning of each payroll year. 25.3 In the event a bargaining unit member's salary earnings within any pay period, after deductions for withholding, Social Security, retirement, group health insurance, and other priority deductions, are not sufficient to cover dues it will be the responsibility of the F.O.P. to collect its dues for that pay period directly from the bargaining unit member. 25.4 Deductions for the Union dues shall continue until either: A. Revoked by the bargaining unit member by providing the City with thirty (30) days' written notice that he is terminating the prior check off authorization, B. The separation of employment of the authorizing bargaining unit member, C. The transfer, promotion, demotion of the authorizing bargaining unit member out of this bargaining unit, D. The revocation or suspension of dues deduction as certified by the duly authorized Union representative or, E. The decertification of the F.O.P. as the bargaining unit. ttitold 59 �1 25.5 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 acts or omissions of the City, its officials, agents and bargaining unit members in complying with this Article. The F.O.P. shall promptly refund to the City any funds received in accordance with this Article that are in excess of the amount of dues which the City has agreed to deduct. 25.6 This Article applies only to the deduction of membership dues and shall not apply to the collection of any fines, penalties, or special assessments. 60 4-0 410 Article 26 F.O.P. TIME POOL A F.O.P. time pool is hereby authorized subject to the following: 26.1 The City agrees to establish a time pool bank of seven thousand (7,000) hours per fiscal year to be used in accordance with the provisions of this Article. All unused hours will be carried over to the following fiscal year. 26.2 For each bargaining unit member, except the F.O.P. President, who is authorized to use time from the time pool, the President shall fill out the appropriate form as provided by the City. This form shall be processed through channels of the bargaining unit member who is to use the pool time. The form must be processed so that a copy shall be in the Office of the Chief of Police a minimum of seven (7) calendar days prior to the time the bargaining unit member has been authorized to use the pool time. It is understood on rare occasions the seven (7) day time limit may not be met. The President shall then forward a detailed explanation to the Chief of Police as to why the seven (7) day rule wasn't met. Failure to file this properly completed pool time usage form within seven (7) days or failure to file an explanation with the Chief of Police as to why the seven (7) day time limit wasn't met, shall result in the bargaining unit member not being paid for all such time requested. 26.3 Bargaining unit members shall be released from duty on pool time only if the needs of the service permit, but such release shall not be unreasonably denied. If because of the needs of the service a bargaining unit member cannot be released at the time desired, the F.O.P. may request an alternate bargaining unit member be released from duty during the desired time. 26.4 F.O.P. Time Pool hours will be used on an hour for hour basis, regardless of the hourly rate of the bargaining unit member using Time Pool hours. In reporting a bargaining unit member's absence as a result of utilizing the Organization Time Pool, the daily attendance record shall reflect: For the City For d4 U1iion S PDN-868764424-2247128 el3AVisg "Officer Doe on FOP" (F.O.P. Time Pool) 26.5 Any injury received or any accident incurred by a bargaining unit member whose time is being paid for by the F.O.P. Time Pool, or while engaged in activities paid for by the F.O.P. Time Pool, except the F.O.P. President and two designees when on frill -time release shall not be considered a line -of -duty injury, nor shall such injury or accident be considered to have been incurred in the course and scope of his/her employment by the City within the meaning of Chapter 440, Florida Statutes as amended, except for injuries sustained in Miami -Dade, Broward or Monroe Counties while in the course of attempting to halt a felony in progress or apprehending a fleeing felon. 26.6 Upon written request through channels, the F.O.P. President and the two (2) designees will be released for the term of this Agreement from his or her regularly assigned duties for the City of Miami Police Department. The terms of this Agreement for such release are only to be implemented if the following qualifications are met by the F.O.P.; A. The F.O.P. President and the two (2) designees will reasonably be available at the F.O.P. office currently located at 710 SW 12th Avenue, Miami, Florida, 33135, for consultation with the Management of the City. B. The F.O.P. President and the two (2) designees shall be the only Bargaining Unit representatives released to appear before City Boards or Commission. Release for appearances before City Boards shall be on "F.O.P." time pool and release for appearances before the City Commission shall be designated as Administrative Leave (AL). In the absence of the President, the President's two (2) designees may represent the F.O.P.; however, the designee must comply with Section 26.2. of this Article. For t is City Fort e[1! nion S P DN-868 764429-2247128 C. The Time Pool will be charged for all hours during which the F.O.P. President and the two (2) designees are on off -duty release except that absence due to use of vacation leave, sick leave, holidays, or compensatory leave will be charged to the President and designee's leave accounts. 26.7 All applicable rules, regulations and orders shall apply to any bargaining unit member on time pool release. Violations of the above -mentioned rules, regulations and orders shall subject the bargaining unit member on pool time to the regular disciplinary processes currently provided for in the Miami Police Department. 26.8 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, but shall not preclude further negotiations of future bargaining unit member pool time. 26.9 Members of the bargaining unit who are elected executive officials of the Fraternal Order of Police shall be permitted to attend one meeting each month of the Fraternal Order of Police without loss of pay subject to prior knowledge and approval of the Chief of Police. Pay for elective officials who are on duty shall be charged against the F.O.P. Time Pool. The monthly meetings shall be limited to two (2) hours and shall involve no more than eleven (11) executive officials. For the City For inion S P DN -8 68764429-2 24712 8 441 Article 27 DISCRIMINATION 27.1 No bargaining unit member covered by this Agreement will be subjected to discrimination with regard to any job benefits or other conditions of employment because of age, race, religion, national origin, sex, union affiliation, disability or sexual orientation. 27.2 Any bargaining unit member as a condition of relying upon this contractual provision in a grievance proceeding expressly and knowingly waives any further statutory or constitutional right to sue based upon a similar claim. girog 64 1-0 Article 28 BEREAVEMENT LEAVE 28.1 Any bargaining unit member covered by this Agreement may, in the case of death in the immediate family, be authorized up to a maximum of forty (40) hours of paid leave. Said paid leave time shall be utilized by the bargaining unit member within fourteen (14) calendar days from the date of the immediate family member's death. The immediate family is defined as father, mother, sister, brother, husband, wife, domestic partner (who meets the criteria. of the FOP Health Trust), children, father-in-law, mother-in-law, grandparents, spouse's grandparents, stepfather, stepmother and/or legal guardian as specified by court documentation submitted to the Department of Human Resources, Division of Labor Relations. Within thirty (30) calendar days from the date the bargaining unit member returns from a death in the family, the bargaining unit member will file a copy of the death certificate of the deceased family member. Said death certificate will be attached to the form provided by the City and submitted to the Department of Human Resources. Failure to produce the death certificate will result in the bargaining unit member reimbursing the City for any paid leave taken under this Article. Any bargaining unit member found to have falsified his application for a "K" day will be disciplined up to and including dismissal. 28.2 It is understood that under certain circumstances the bargaining unit member will be unable to obtain a death certificate. In this event, in lieu of a death certificate, the bargaining unit member shall submit a newspaper account showing the death and the relationship of the deceased to the bargaining unit member and/or other appropriate criteria as deemed appropriate by the Department of Human Resources, Division of Labor Relations. 65 Article 29 COMMENDATION PAID LEAVE 29.1 The Chief of Police, upon approval of the City Manager or his designee, may grant up to forty (40) hours of paid leave to any bargaining unit member whose job performance is of such an exemplary or heroic nature as to warrant this special consideration. This Article shall not be subject to the Grievance Procedure or arbitration. 66 441/ (' Article 30 FAMILY MEDICAL LEAVE AND LEAVE WITHOUT PAY 30.1 Bargaining unit members may request a leave of absence without pay in accordance with the Family and Medical Leave Act of 1993 (FMLA), or the Miami -Dade County Family Leave Ordinance. 30.2 Bargaining unit members may take FMLA leave of absence without pay not to exceed ninety (90) days in a twelve (12) month rolling period for the birth or adoption of a child, to care for an immediate family member with a serious health condition, or the bargaining unit member's own serious health condition, eligible deployment/return from deployment rights or any other FMLA eligible event. 30.3 Upon approval of the Chief of Police, and the City Manager or his/her designee, a leave of absence without pay, for a period not to exceed six (6) months, may be granted for the purpose of a bargaining unit member entering upon a course of training or study directly related to the bargaining unit member's job, expected improve the quality of the bargaining unit member's service to the City. Upon request, such leave of absence without pay may be extended for an additional six (6) months upon the approval of the Chief of Police and the City Manager or his/her designee. Any bargaining unit member requesting leave of absence without pay under this Section shall submit to the Chief of Police evidence of registration upon entering each quarter/semester of school. 30.4 Upon approval of the Chief of Police, and the City Manager or his/her designee, a leave of absence without pay may be granted for a period not to exceed ninety (90) days. Approval or denial of said leave of absence without pay is at the sole discretion of the City Manager or his/her designee and shall not be reviewable through the Grievance Procedure, including arbitration, or appealable to Civil Service Board. 04'4 67 30.5 Bargaining unit members who desire to take a leave of absence without pay for any reason specified in this Article, excluding serious health condition, must first use all accrued vacation, sick and compensatory leave prior to taking a leave without pay. A bargaining unit member requesting leave without pay for a serious health condition under the Family and Medical Leave Act must first use all sick, vacation, and compensatory leave prior to taking leave without pay. 30.6 Unless required by law, bargaining unit members who take a leave of absence without pay pursuant to this Article shall not accrue seniority or leave time. At the expiration of aleave of absence without pay, the bargaining unit member shall be returned to the position vacated when said leave of absence without pay was granted unless otherwise prohibited by physical limitations. Leave of absence without pay during the required probationary period of service shall extend the probationary period equal to the length of time used during the said leave of absence without pay. 30.7 The acceptance of another position or engaging in other employment by the bargaining unit member while on a leave of absence without pay shall constitute an automatic voluntary resignation from the service of the City of Miami without right to review through the Grievance Procedure, including arbitration, or by Civil Service, a court of law, administrative agency, other governmental body or any other authority. Such resignation may only be appealed to the Director of Employee Relations or designee who will meet with the F.O.P. President and if the parties do not agree on rescinding the resignation, the resignation shall be final and binding as of the date the employee accepted another position or engaged in other employment as described herein. Atli/31N 68 4\4,•- \A\Q Article 31 VACATION 31.1 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. If a bargaining unit member is employed prior to the 15th of the month, it shall be considered as a full month of service and count in prorating vacation. 31.2 Earned personal leave shall no longer be credited to bargaining unit members and shall cease as available time. (Note: the fourteen (14) hours of earned personal leave was incorporated into the vacation leave accrual). 31.3 Bargaining unit members shall accrue vacation in accordance with the following schedule: 1 5 years 94 hours 6 10 years 134 hours 11---15 years 154 hours 16 ---20 years 174 hours 21---25 years 194 hours 26 ---and over 214 hours Bargaining unit members will not be credited with anniversary vacation. 31.4 Vacations shall be taken by the last payroll period of the calendar year in which the vacation was credited. Bargaining unit members shall only be allowed to carryover two hundred (200) hours of the previous year's credited vacation. Any excess vacation over the two hundred (200) hour automatic carryover shall be forfeited as of the last payroll period of the calendar year in which the vacation was credited, 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 vacation hours in excess of two hundred (200) hours as of October 1, 2012 shall have those hours in excess of two hundred (200) hours grandfathered. Bargaining unit members who were on disability at the time of their scheduled vacation shall be paid for all excess vacation over two hundred go 69 (200) hours at the rate of pay the bargaining unit member was earning at the time the bargaining unit member was placed on disability. If a bargaining unit member has a vacation for which he/she was eligible and previously approved cancelled due to staff shortage or emergency conditions, and is not permitted to reschedule by the end of the calendar year, he/she shall be paid for any hours in excess of two hundred (200) hours which would have been forfeited. These hours will be paid up to eighty (80) hours and at the bargaining unit member's current hourly rate of pay. 31.5 A bargaining unit member's annual vacation accrual shall be reduced for leaves of absence without pay and suspensions. The bargaining unit member's annual vacation accrual shall be reduced on a yearly basis in accordance with the following schedule: Hours Without Pay Penalty 88 - 176 Hours 1 month annual vacation accrual 177 349 Hours 2 months annual vacation accrual 350 522 Hours 3 months annual vacation accrual 523 695 Hours 4 months annual vacation accrual 696 - 868 Hours 5 months annual vacation accrual 869 - 1041 Hours 6 months annual vacation accrual 1042 - 1214 Hours 7 months annual vacation accrual 1215 - 1387 Hours 8 months annual vacation accrual 1388 - 1560 Hours 9 months annual vacation accrual 1561 - 1733 Hours 10 months annual vacation accrual 1734 - 1906 Hours 11 months annual vacation accrual 1907 - 2080 Hours 12 months annual vacation accrual 31.6 Vacation leave must be requested twenty-four (24) hours in advance of use and shall be taken in increments of not less than one (1) hour. Vacation leave maybe granted by the Police Chief or designee on an emergency basis. Upon separation of the bargaining unit member from City service the bargaining unit member shall be paid for all earned vacation at the bargaining unit member's hourly rate. 31.7 Request for vacation payout shall be submitted to the Department of Human Resources, Division of Labor Relations for approval. Approval may be granted for emergencies or extraordinary circumstances. Proper backup documentation shall be submitted with the request for payment to the 70 a APS Article 32 BLOOD DONORS 32.1 Bargaining unit members covered by this Agreement who volunteer as blood donors to contribute to City approved Blood Donor Organizations will be authorized the absence necessary to accomplish this purpose. The Blood Donor Organization's personnel will determine what amount of time the donor will need from the point of donation till they are released to go back to work. t .441' 72 nY Vo Article 33 SICK LEAVE 33.1 The parties agree that care and discretion shall be exercised by Management and the F.O.P. in order to prevent the abuse of sick leave privileges, Absences for trivial reasons must be discouraged. To determine the extent or reasons for a bargaining unit member's absence on sick leave, the bargaining unit member's immediate supervisor or a Management designee may visit the home of the bargaining unit member on sick leave with pay. In cases where Management suspects that a bargaining unit member is malingering, sick leave with pay shall not be granted. 33.2 Permanent bargaining unit members who are in pay status at least one hundred and twenty (120) hours per month shall accrue up to eight (8) hours sick leave per month, to be utilized in not less than one (1) hour increments. 33.3 Bargaining unit members in probationary status will accrue sick leave in accordance with Section 33.2,, however, no sick leave with pay will be granted during the employee's first ninety (90) days of employment. 33.4 To receive sick leave with pay, a bargaining unit member must notify his/her immediate supervisor or designated Police Department personnel of illness at least fifteen (15) minutes before the scheduled starting time of his/her shift. The bargaining unit member is responsible for notifying a supervisor within his/her District/assignment each day he/she is out ill, unless previously approved by a supervisor. 33.5 Any bargaining unit member 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. 33.6 Other banked leave time may be substituted for sick leave only when a bargaining unit member has depleted all of his/her sick leave bank. (40.ig 73 When a bargaining unit member has depleted all of his/her leave time balances and has not been approved for Family Medical leave as outlined in Article 28 of this Agreement, he/she will be as follows: — Illness without Pay 33.7 All bargaining unit members covered by this Agreement may be allowed to use up to eighty (80) hours of accrued sick leave in any one calendar year due to serious injury or acute illness of any actual member of the bargaining unit member's immediate family. The immediate family shall be defined as father, mother, sister, brother, husband, wife, domestic partner (who meets the criteria of the FOP Health Trust), children, father-in-law, mother-in-law, grandparents, spouse's grandparents, stepfather and/or stepmother. 33.8 Bargaining unit members who have not utilized any sick leave and/or who have not been on disability or in a leave without pay status for the full payroll calendar year shall receive eight (8) hours of commendation paid leave. 33.9 Bargaining unit members covered by this Agreement who exercise normal retirement (excluding bargaining unit members who leave on vested rights) shall be paid for one hundred percent (100%) of accumulated sick leave up to one thousand (1,000) hours and fifty percent (50%) of accumulated sick leave above one thousand (1,000) hours. 33.10 Bargaining unit members with ten (10) or more years of service who terminate employment with the City under honorable conditions shall receive a cash payment equal to one-fourth (1/4) of their unused accumulated sick leave. 33.11 Bargaining unit members with fifteen (15) or more years of service who terminate employment with the City under honorable conditions shall receive a cash payment equal to one-half (1/2) of their unused accumulated sick leave. 33.12 Bargaining unit members who are terminated from employment, forfeit all sick leave payout. 74 33.13 Payoff for accumulated sick leave shall not be used to calculate average earnings for pension purposes. 33.14 When a bargaining unit member is unable to work due to an extended, non -work related illness and the bargaining unit member's sick leave, earned time, and vacation time are fully depleted, employees may donate credited vacation and/or earned time to the affected bargaining unit member in increments of four (4) hours or more. Such time may only be donated by employees whose hourly rate of pay is equal to or greater than that of the donee. Such donations of time shall be submitted for approval to the Director of Human Resources or designee on a form to be provided by the City. Except as provided above, donations of leave time shall not be authorized. Should there be extraordinary circumstances beyond what is contained in this Article, a bargaining unit member may request consideration from the Director of Human Resources or designee for a time transfer. The Director of Human Resources or designee decision shall be final. 33.15 Bargaining unit members who are eligible for retirement may, at their sole discretion, make an irrevocable election in the calendar year prior to the calendar year in which the bargaining unit member severs service with the City of Miami to convert any portion of their accumulated sick time to vacation time at the time of severance of service. The conversion of sick time to vacation time shall be at the rate of one hundred percent (100%) of accumulated sick leave up to one thousand (1,000) hours and fifty percent (50%) of accumulated sick leave above one thousand (1,000) hours. 33.16 Effective upon implementation of the Post Employment Health Plan, bargaining unit members covered by this Agreement shall have credited to their Post Employment Health Plan account one hundred percent (100%) of accumulated sick leave up to one thousand (1,000) hours* and fifty percent (50%) of accumulated sick leave above one thousand (1,000) hours at time of severance of service with the Department, including any vacation converted under Article 31, Section 31.9.* tdoke 75 *NOTE: Any vacation leave time balances that are converted to sick leave under Article 31- Vacation, Section 31.9 shall be added over and above the 1,000 hour limitations set forth in Section 33.15. gkitA% 76 tiv 0 Article 34 SUBSTANCE/ALCOHOL - PERSONNEL SCREENING 34.1 In an effort to identify and eliminate on or off duty controlled substance abuse and on duty alcohol abuse, a bargaining unit member will be ordered to undergo a urinalysis/blood test immediately upon notification as provided herein: A. Following any vehicular accident occurring on -duty, on an off -duty detail, or traveling to or from same, and/or involving bargaining unit member(s) while driving a City vehicle or rented vehicle, where a staff level officer has reasonable belief based upon objective factors that the involved bargaining unit member(s) may be under the influence of alcohol or any controlled substance, unlawful, mind - altering, or non -physician prescribed drugs. B. Where a staff level officer has a reasonable belief, based upon objective factors that a bargaining unit member is under the influence of any illegal drug or controlled substance not prescribed for him/her by a licensed physician. 1) If the reasonable belief giving rise to the testing order arises while the bargaining unit member is on duty, a reasonable effort shall be made to have the test performed while he/she is still on duty or as soon thereafter as is practical. 2) In the event that the reasonable belief arises while the bargaining unit member is off duty and the bargaining unit member is not at the scene of an accident, arrest, or other event he/she shall be directed to undergo a urinalysis/blood test immediately unless there are compelling reasons to wait until the next tour of duty or the next morning, whichever occurs first. C. Where a staff level officer has a reasonable belief that a bargaining unit member is under the influence of alcohol on duty, or off -duty, while driving a City vehicle or rd�a/off rented City vehicle, or while covered for portal to portal pay for workers' compensation. 34.2 Random Substance Screening A. Throughout each calendar year the City may conduct up to one thousand two hundred and fifty (1,250) random substance screenings on members of the bargaining unit. A bargaining unit member may be randomly selected no more than two (2) times during each calendar year and notified that he/she must report for testing. B. Bargaining unit members selected for random substance screening shall report to either a hospital or accredited testing laboratory, as chosen by the City. The hospital or accredited testing laboratory shall include sufficient safeguards to ensure that proper chain of custody procedures is enforced. C. The following drugs or classes of drugs and cut off concentration levels shall be applicable for determining whether specimens are negative or positive for the initial or confirmation test. A positive result shall be a concentration in excess of the following: Initial Test Level (ng/ml) GC/MS Level (ng/ml) Anabolic Steroids In accordance with industry standards Cannabis (Marijuana) Metabolites 50 15 Cocaine Metabolites 300 150 Opiate Metabolites 2000 In accordance with levels specified by Department of Human Services Federal Register, Part III, dated April 13, 2004. Phencyclidine 25 25 Amphetamines 1000 500 Methaqualone 300 150 Methadone 300 150 Propoxyphine 300 150 Tricyclic Antidepressants 300 150 Ketamine 25 - until Federal and State "Industry Standards" are established Gamma-hydroxybutyrat 150 until Federal and State "Industry S tandards" are established Methylenedioxyrnethampetamine 300 150 (MDMA, Ecstasy) (Additional drugs may be added to the list as dictated by applicable law or upon mutual agreement of the parties.) D. Bargaining unit members shall give either a blood sample (only to be used for testing blood alcohol content), or a urine sample as directed by management, at either a hospital or accredited testing lab, chosen by the City. During said test, the bargaining unit member shall provide sufficient urine for the laboratory to secure two (2) samples to be tested. The first sample will be used for the test and confirmation of same. The reserved sample shall be tested. qtitirs E. Bargaining unit members may, upon request, have an F.O.P. representative present on laboratory premises during the collection procedure, provided that the test will not be postponed for more than sixty (60) minutes. A telephone call will be made to the F.O.P. President advising of said pending test, but in no instance will the sixty (60) minute waiting rule be waived. F. Any test showing a "positive" result will be confirmed by the Gas Chromatography/Mass Spectrometry (G.C.M.S.) method or other industry standard method before administrative action is commenced, by testing the second portion of the sample tested. G. Pursuant to applicable law, a medical review officer (MRO) shall notify the Bargaining unit members of a positive result. Notice to the bargaining unit member of the test being positive shall be considered to have been served upon the bargaining unit member by the MRO upon oral communication. H. All chemical tests shall be conducted as soon as practical, preferably the same day. I. The F.O.P. will be advised of passed or failed tests to the extent that the releasing of such data is not inconsistent with Federal or State laws regarding the privacy of said test, unless the individual involved does not want the test results released to F.O.P. 34.3 Where a bargaining unit member alleges that an order made under this section is not consistent with the criteria cited herein, he shall comply with the order, and may simultaneously file a protest with the communicator of the order. Disputes arising out of such protests shall be arbitrable under Article 6 of this Agreement. 34.4 Refusal to comply with an order to submit to substance/alcohol screening will constitute grounds for termination. The bargaining unit member refusing to be tested shall be placed on leave without pay pending the final determination. 34.5 Any positive test for a controlled substance which is confirmed by G.C.M.S. or better testing shall result in discipline up to and including dismissal. The bargaining unit member refusing to be tested shall be placed on leave without pay pending the final deteiiiiination. 34.6 Any positive test of alcohol which is confirmed shall result in discipline up to and including dismissal. The bargaining unit member refusing to be tested shall be placed on leave without pay pending the final determination. 34.7. In the event that the results of the urinalysis/blood test are positive, the following criteria will apply: A. The employee at his/her own cost shall, within seventy-two (72) hours of a positive test notification (excluding weekends and holidays), enter and remain in a drug/alcohol program approved by the City and the Union until the approved program administrator is able to state that he/she has successfully completed the program, including aftercare. While in the program, the employee will be allowed to return to work if the program administrator approves; if not, the employee may be suspended until the program administrator approves return to work. Such suspension shall not exceed six months. If the employee cannot return to their regularly assigned position after six (6) months, they shall be dismissed. If the employee does not successfully complete the program, he or she will be terminated. 34.8 Employees shall not be permitted to work until program administrators feel certain there is no possibility they are using drugs and submit this opinion in writing to the City. If and when the employee successfully completes the in -patient portion of the program, as determined by the program administrator, the employee shall be allowed to return to work. A. Upon being notified of a positive test, the employee will be immediately relieved of duty. If relieved of duty, the employee, if eligible, will use all of his/her earned time, vacation time, and sick time, and then he/she will go off the payroll. 4-7 B. If the employee fails to enter, participate in and/or successfully complete any part of the rehabilitation program, including any after -care program, the employee shall be terminated from his/her employment with the City. C. Effective upon ratification of the labor agreement, employees cleared to return to work by rehabilitation administrators, shall be subject to substance screenings at management's discretion for a period of two (2) years from the date the employee returned to work. The City will be limited to a maximum of six (6) screenings per twelve (12) month period. Employees tested shall be entitled to a second or confirmatory test as outlined in this Article. Bargaining unit members who decline to offer a sample for the confirmatory test shall have the reserve portion of the first sample utilized as outlined by this article. Bargaining unit members who test positive to a confirmatory test shall be terminated from employment with the City. E. Effective upon ratification of this Agreement, bargaining unit members will be entitled to one chance at a successful rehabilitation during their employment with the City. Bargaining unit members who have been through at least one (1) rehabilitation program, who are screened shall be entitled to a separate second or confirmatory test as outlined in this article. Bargaining unit members whose sample tests positive on confirmatory test shall be terminated from employment with the City. (if Article 35 HEART BILL/PHYSICALS 35.1 Upon ratification of this collective bargaining agreement by both parties, bargaining unit members who during the course of their employment with the City, demonstrate having any condition or impairment of health caused by tuberculosis; heart disease, or hypertension resulting in total or partial disability or death shall be presumed to have been accidental and to have been suffered in the line of duty unless the contrary be shown by competent evidence. However, any such bargaining unit member shall have successfiilly passed a physical examination upon entering into service as law enforcement officer, which examination failed to reveal any evidence of any such condition. Such presumption shall not apply to benefits payable under or granted in a policy of life insurance or disability insurance, unless the insurer and insured have negotiated for such additional benefits to be included in the policy contract. 35.2 This section shall be construed to authorize the City to negotiate policy contracts for life and disability insurance to include accidental death benefits or double indemnity coverage which shall include the presumption that any condition or impairment of health of any kind caused by tuberculosis, heart disease, or hypertension resulting in total or partial disability or death was accidental and suffered in the line of duty, unless the contrary be shown by competent evidence. For the ity FoNthe ll4n n SPDN-868764429-2247128 3)* Article 36 SWORN OFFICERS IULLED IN THE LINE OF DUTY 36.1 Any full-time Sworn Miami Police Officer who is killed while in the performance of his or her official duties or who subsequently dies from injuries within twelve (12) months of the incident from his or her wounds shall be given a promotion to the rank of Major. Leave balances will be paid off at the hourly rate of the newly promoted rank. The *beneficiary of the deceased shall receive a sum of two hundred thousand dollars ($200,000) from the City of Miami upon said bargaining unit member's death. Application shall be made to the Department of Human Resources for payment of such death benefits. �y4/1 83 � 5/0 Article 37 NON DUTY COURT APPEARANCE 37.1 Attendance in court in response to legal order or subpoena to appear and testify in private litigation not in connection to bargaining unit member's official duty, but as an individual shall be taken as vacation, compensatory leave, or leave of absence without pay. Attendance in court in response to a subpoena to appear and testify in connection with a bargaining unit member's official duty, including being called as a witness by the defense (excluding testimony as a character witness) shall, if testimony is given while on duty be paid at the bargaining unit member's straight hourly rate or, if testimony is given while off -duty be paid at one and one half (1 1/2) times the bargaining unit member's straight time rate and considered overtime worked. <<q 84 Article 38 RESERVED 85 Article 39 PENSION 39.1 The pension benefits and employee contributions of employees covered by this Agreement shall remain unchanged as they presently exist as currently set forth in The -parties adopt Section 40-191 through 40-212, Miami City Code, of the City of Miami Firefighters' and Police Officers' Retirement Trust ("FIPO"), except as modified below subject t, nrtiele n 5.6. Effective October 1, 2018, bargaining unit members who were vested into their pension benefits on or before September 26, 2010, shall have the pension benefits in accordance with the provisions of the FIPO in effect on September 26, 2010. Those bargaining unit members shall be eligible to participate in the Backdrop Option set forth in section 39.3, below, or the Front Drop with the option of electing up to seven (7) years, but not both. Effective September 30, 2021, bargaining unit members who were not vested into their benefit on or before September 26, 2010, shall have the pension benefits in accordance with the provisions of the FIPO in effect on September 26, 2010, with a cap on benefits of one hundred and. twenty thousand dollars ($120,000.00). Those bargaining unit members will remain eligible to participate in the Backdrop Option set forth in section 39.3, below. Employee pension contributions The employee pension contribution will be seven percent (7%) of compensation for all employees hired before October 1, 2012. For all employees persons hired on or after October 1, 2012, the employee pension contribution shall be ten percent (10%) of compensation. 39.2 In the event the City decides to pursue the issuance of a securitized instrument as an asset to FIPO, the City and the Union agree to negotiate a sharing arrangement for a portion of the savings. 4; 39.3 BACKDROP option. A Backdrop benefit option shall be implemented on January 1, 2013. The Backdrop option shall be implemented for members who were not vested in the Plan on December 31, 2012, ret.rel\nt elibibilit„ a ^f+,e eff ti e data nd al poyees hired on ^ofof that dote 4ll-be eligible -for the Backdrop option, but will not be eligible for the DROP. "n '' ible-fer-t-h€ forward DROP as of Jarsuary-1 0-1-3i. Vested members as of December 31, 2012, remains eligible for the forward DROP, or in the alternative are as--it-pfe ent y ists a -ar gibl forward DROP as of January 1, ')013 who chooses-no-t-te-enterthe forward Dn OP re,.,-,ains eligible for the Backdrop. Members who become vested on or after January 1, 2013, shall only be eligible qn ,or, .it ed , , be efi+n sted + n + b 20 7 for Backdrop, Y'Yiryvrie `� �i�0i=co-���cover�zvz�vr"rl-r-@nlaln e4;g'b1e to e*ercise the existing DROP program option for those accrued benefits, (a) An eligible employee who elects the Backdrop option shall receive a monthly Benefit payable on the employee's actual retirement date (date of retirement and separation from City employment) based on the benefit the employee would have received if he/she had left City employment and retired on an earlier date after attaining normal retirement eligibility ( the "Backdrop date"). In addition, an eligible employee who elects the Backdrop option will receive a lump sum payment equal to the accumulation of monthly retirement benefit payments he/she would have received during the period following the Backdrop date through the actual retirement date ("Backdrop period"), plus interest at the rate of 3% per year, compound annually. An eligible employee may elect a minimum Backdrop period of 1 year and maximum Backdrop period of up to seven years. An eligible employee who elects the Backdrop option must select rg the normal form of benefit or an optional form of benefit in accordance with section 40-203(m) at the time of electing the Backdrop option. The employee's monthly benefit as well as the lump sum payment under the Backdrop option is based on the form of benefit selected. (b) Employees are eligible to elect the Backdrop option after completing one year of creditable service following the normal retirement date. T ae r-ep eetior st be made within 1" yea gtei- bee^°nirig eligible for normal retirement. The maximum Backdrop period is 7 years. Eligible employees who wish to elect the Backdrop option must provide written notification to the Department Director and the Department of Human Resources at least 8 months prior to the employee's retirement date; provided a lesser notice period may be approved by the City Manager due to special circumstances. Employees are not required to elect the Backdrop option. (c) All or part of the lump sum payment under the Backdrop option may be rolled over to an eligible retirement plan or IRA in accordance with federal law. If the back DROP is ever terminated, for any reason, the rights of all persons then in the DROP shall not be diminished or impaired. Additionally, if the back DROP is ever terminated, all persons who are then eligible for a back DROP will still be eligible for a 7 year back DROP. The Board of Trustees of FIPO shall develop operational rules for the implementation of this provision. The parties agree to support the change of the approved actuarial cost method from the current aggregate method to the Entry Age Normal actuarial cost method based on reasonable amortization periods and assumed payroll growth with an expected reduction in contribution requirements of approximately 2.58 million dollars estimated using a 25 year amortization period and 3% payroll growth. If legally necessary or legally required, the parties agree to jointly petition 25 the Circuit Court judge in the case of Gates v. City of Miami to alter the judgment accordingly, to be effective for the plan year beginning October 1, 2012. Upon receipt of approval from the Court, the City shall implement the change by ordinance. 39.4 Service Retirement Benefit Multiplier Effective October 1, 2016, a bargaining unit member exercising any retirement on or after October 1, 2016, A11 bargaining unit meinbers shall be entitled to receive a retirement allowance equal to three percent (3%)-of the member's average final compensation multiplied by years of creditable service_ for the first 15 years of such creditable service and three and one-half percent (3.5%) of the member's average final compensation multiplied by the number of years of creditable service in excess of 15 years, subject to the maximum retirement allowance contained in the retirement plan. 39.5 Service Retirement -Minimum in4mum Age 49 FIPO will be modif ed t^ reflect that the l retirement age for a member employed on or after October I, 2016, shall be change se vice to rum of age-; wit9, h ten or more years of creditable service. q')iiI1� Article 40 BID PROCESS/SENIORITY 40.1 The Department shall be limited to a once per year citywide bid of all Field Operations Division positions, if deemed necessary by the Chief of Police. The Department shall determine what slots will be staffed and filled. 40.2 The Chief of Police shall continue to fill slots as openings occur during the year through the established regular bidding process. The Chief of Police shall determine what open slots will be staffed and bid. When one or more vacant slots need to be filled, personnel may be temporarily assigned to cover staffing needs. Those bargaining unit members who are temporarily assigned will come from bargaining unit members most recently transferred to Field Operations Division, laterals from other Department, probationary officers/sergeants, and bargaining unit members who have not yet bid for a permanent position. Temporary assignments will be for a period not to exceed twelve (12) months. 40.3 Seniority shall only be used in determining shift assignment, area, and in the assignment of days off upon an opening occurring within a patrol unit. Seniority shall not be used in determining assignment to a specialized unit. In specialized units seniority is defined as continuous time within the specialized unit. 40.4 Seniority shall, for the purpose of this Article, be defined as date of rank excluding probationary (promotional and initial) and non -sworn status. Where seniority by date of rank is the same for two or more bargaining unit members then the most recent date of hire as a police officer shall be utilized. For the rank of Lieutenant where the seniority date of rank is the same for two or more bargaining unit members, their promotional date prior when holding the rank of Sergeant shall be utilized. For the rank of Captain where the seniority of date of rank is the same for two or more For tl Union S PDN-868764429-2247128 bargaining unit members, their promotional date prior when holding the rank of Lieutenant shall be utilized. If two or more Captains have the same promotional date as Lieutenants, their promotional date prior when holding the rank of Sergeant shall be utilized. If either supervisory ranks are the same promotional date when previous supervisory promotional dates are exhausted, then the most recent date of hire as a police officer shall be utilized. In cases where a former bargaining unit member has been rehired by the Department, the bargaining unit member's most recent date of hire as a police officer will be utilized. Leaves of absence without pay or suspensions will reduce the bargaining unit member's seniority by the amount of time for such leave of absence or suspension. 40.5 Exceptions to the use of seniority as specified in 40.3 may occur in an emergency or when special knowledge or skills are needed or as determined by the Chief of Police or the Chief's designee. BID PROCESS/SENIORITY FOR DETENTION OFFICERS 40.6 One full year after the commencement of the Detention Officer position, the Chief of Police shall fill slots to non -probationary Detention Officers. The open slots will be filled throughout the regular bidding process. 40.7 Thereafter, the Chief of Police shall determine what open slots will be staffed and bid. When one or more vacant slots need to be filled, personnel may be temporarily assigned to cover staffing needs. Temporary assignments will be for a period not to exceed twelve (12) months. 40.8 Seniority shall only be used in determining shift assignment, area and in the assignment of days off upon an opening occurring. 40.9 Seniority shall, for the purpose of this Article, be defined as the date on which the employee obtained permanent status as a detention officer, excluding probationary periods (promotional and initial) and employment in non -sworn status. Where seniority is the same for two or more detention officers, then the most recent date of hire shall be utilized. Where seniority by date of hire is the SP DN-868764429-2247 125 same, then date and time of the employment application will be utilized. For purposes of this Article, leaves of absence without pay or suspensions will reduce the Detention Officer's seniority by the amount of time for such leave of absence or suspension. 40.10 Exceptions to the use of seniority as specified in 40.8 may occur in an emergency or when special knowledge or skills are needed, as determined by the Chief of Police or the Chief's designee. For tli -non S PDN-868764429-2247128 September 11, 2018 The City hereby agrees to work with FOP to make changes to its City Vehicle APM (APM 3-99) pursuant to the discussion with the FOP Union and the Deputy City Manager. In addition, the City agrees to make changes to the rate of holiday pay for off duty events, to be incurred by the 3rd party vendor. Holiday Pay for non -city events shall be paid at time and a half. FOP Union Date C/i;,y Manager Date Article 41 VEHICLE PROGRAM 41.1 In an effort to reduce costs to the City in maintenance, repairs, accidents and liability, the following take-home vehicle program will be implemented: A. All sworn bargaining unit members, with the exception of Detention Officers, will be assigned a twenty-four (24) hour vehicle upon his/her successful completion of probation. B. Twenty-four (24) hour vehicles will only be used for travel to and from the bargaining unit menaber's home and work or any function within the scope of his/her official duties. C. Twenty-four (24) hour vehicles will only be used for personal reasons within the boundaries of the City of Miami, except for use within Metro -Dade County for the purpose of attending college classes. D. Under no circumstance will a City vehicle be used to transport a passenger outside the scope of his/her official City business. E. Any bargaining unit member involved in a vehicular accident determined to be preventable by the Accident Review Board will lose the privilege of a twenty-four (24) hour vehicle as follows: Reasonable action No injuries Under $1,000 damage Reasonable action No injuries Over $1,000 damage No Loss 1 Month Reasonable action 2 Months Injuries Unreasonable action 3 Months No injuries Unreasonable action 6 Months Injuries F. The above -mentioned sanctions will be imposed in addition to any disciplinary actions that may be imposed by the City. G. A bargaining unit member, whose twenty-four (24) hour vehicle is unavailable due to maintenance, repairs, or damage, will not require the replacement of said vehicle on a twenty-four (24) hour basis. H. Departmental policy on the use and operation of police vehicles shall apply. To facilitate the dissemination of information to bargaining unit members regarding changes to Departmental policy on the use and operation of twenty-four (24) hour vehicles, the Department agrees to notify the President of the F.O.P. or designee of such changes five (5) days prior to the effective date of the change, however, a failure to notify shall not be grievable or arbitrable. I. (i) It will be the intent of the City to replace twenty four (24) hour vehicles every seven (7) years with no mileage requirements. For the term of this Agreement, the City will purchase/lease vehicles as set forth in (ii) below. Mid -size vehicles may be purchased/leased as replacement vehicles if the vehicle being replaced is not a pursuit vehicle in patrol. Four (4) cylinder vehicles may be assigned to Communications, Community Relations, Property, Training, Backgrounds, and limited and light duty personnel. All other twenty-four hour vehicles will be at least six cylinders. (ii) The City will purchase/lease and allocate twenty-four (24) hour vehicles. For the City Sixty percent of the vehicles will be marked vehicles and the remainder unmarked. All insurance monies recovered by the City for police vehicular accidents which is not used to repair police vehicles will be used to purchase/lease additional police vehicles in the next fiscal year. J. The F.O.P. agrees that bargaining unit members are required to have routine preventative maintenance performed on their assigned City -owned vehicle. The officer's responsibility is limited to taking in their assigned vehicle for maintenance as required in subsections 1) — 4), below, Those maintenance items that bargaining unit Members will be required to have performed on their vehicles, at the City's expense, shall include the following: 1) Check and refill if necessary, power steering fluid, radiator coolant reservoir, transmission fluid, and tire pressure, 2) Wiper blade inspection. 3) Lubricate chassis, hood, and door hinges. 4) Oil and oil filter change, (API Service SF/CC RPMHD -10 W-30 energy conserving or 30-40 W). (Motorcycle preventive maintenance shall include change of oil, change of all fluids, and lubrication of chassis). Such preventive maintenance shall be performed every five thousand (5,000) miles (preventive maintenance for motorcycles shall be performed every four thousand (4,000) miles and K-9 vehicles every five thousand (5,000) miles) by the City's motor pool and/or an ASE certified vehicle .maintenance center located within the City of Miami. Fca'd;the Union K. All bargaining unit members who are assigned a twenty-four (24) hour vehicle are required to maintain a vehicle maintenance log, which, is subject to inspection by the City. Bargaining unit members who fail to maintain the prescribed preventive maintenance log shall be subject to disciplinary action including, but not limited to: 1. Reimbursement of repair cost due to damage of their assigned vehicle. 2. Reimbursement of maintenance cost. 3. Loss of twenty-four (24) hour vehicle. 41.2 Vehicle maintenance will be performed only while the bargaining unit member is on duty. Overtime pay requirements shall not apply concerning any matter for which overtime is currently not being paid for off -duty preventive maintenance of assigned vehicles. 41.3 Vehicles determined to be unsafe to drive by the City will be taken out of service. 41.4 Departmental policy on damage of a City vehicle shall apply. For the City Fort Union Article 42 TUITION REIMBURSEMENT 42.1 The tuition reimbursement program is designed to encourage bargaining unit members to improve their job performance and increase their value to the City by pursuing courses of study related to their job duties in accredited technical school, college or university and/or any approved accredited on-line college/university in the United States where accreditation is recognized by the United States Department of Education. Other educational programs may be covered, provided the City and the F.O.P. mutually agree upon inclusion of the educational program. 42.2 Any fill -time sworn, permanent bargaining unit member shall be eligible to participate in the Tuition Reimbursement Program. Tuition reimbursement provided under this Article shall not be subject to budgetary constraints. 42.3 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 bargaining unit member's job duties. Class attendance will be on the bargaining unit member's own time unless otherwise noted in the course announcement and authorized by the City Manager or the Labor Relations/Deputy Director Department of Human Resources. 7,E\r 42.4 Reimbursement will be limited to actual tuition costs up to a maximum of-tthousand dollars ($ ,000) per calendar year. Books, housing, incidental fees, and all other fees and costs related to the course work will not be reimbursed by the City. 42.5 To be eligible for reimbursement, the bargaining unit member must successfully complete the course work and provide evidence of a grade of "C" or better to the City. For the City 9f)1/1'8 For thWUnion S PDN-868764429-2247I 28 42.6 Procedures for reimbursement will be as follows: A. The bargaining unit member must obtain three (3) copies of the Application for Tuition Reimbursement form for each course from the Police Department or the Human Resources Department. B. The bargaining unit member must complete the application in triplicate and submit it to the Chief of Police subsequent to registration and immediately prior to the first day of class at the education institution. C. The Chief of Police will review the application and if he/she approves, and will forward the original and one copy to the Human Resources Department. If the application is disapproved, it will be returned to the bargaining unit member by the Chief of Police, D. The Director of Huunan Resources or designee also has discretion and authority to approve or disapprove the application, and applications not approved will be returned to the Chief of Police with the reason for rejection noted thereon. 42.7 In the event the bargaining unit member resigns or is terminated from the City within one (1) year following completion of the course(s) for which City funds were expended, the amount of tuition reimbursement paid to the bargaining unit member will be reimbursed to the City by the bargaining unit member upon his/her termination from the City through a deduction from his/her final paycheck. 42.8 Upon completion of the course work, the bargaining unit member must submit his/her semester grade report together with the tuition fee receipt to the Chief of Police. The Chief of Police will submit the approved application for tuition reimbursement along with the bargaining unit I Pia For the Union S PDN-868764429-224712 3 member's semester grade report to the Finance Department who shall then reimburse the bargaining unit member far the City's share of the tuition reimbursement. The Chief of Police will advise the Human Resources Department of the bargaining unit member's satisfactory completion of the course, For the Union S PDN-868764429-2247 I28 Article 43 POST EMPLOYMENT HEALTH PLAN 43.1 The parties agree that the F.O.P. will establish the Fraternal Order of Police, Lodge #20, Post Employment Health Plan ("PEHP"), consistent with current IRS Rules and Regulations. 43.2 Eligibility for membership, taxability, fiinding and administration of the PEHP, will be as outlined in the PEHP Document. 43.3 The PEHP will establish individual accounts for each member in the PEHP. 43.4 Upon separation of service from the City all members will have their sick leave balances calculated at their hourly rate of pay at time of separation and transferred to their PEHP accounts. 43.5 Any losses, charges or expenses incurred by the participant in the PEHP will be borne by the participant and shall not be made up by the City of Miami, the F.O.P. or the PEHP. gioltf 99 Article 44 VACANCIES -PROMOTIONS 44.1 Promotions will be done if budgetarily and administratively feasible as determined by the City Manager. When a classified permanent promotional vacancy occurs in any bargaining unit position, it shall be filled within a reasonable period of time after establishment of the Eligible Register per the Civil Service Rules. Filling of all sworn classified budgeted vacancies shall be in accordance with the Civil Service Rules and Regulations, so long as they are not inconsistent with provisions of this Agreement. All sworn classified budgeted vacancies shall be filled from the promotional register in effect at the time the budgeted vacancy occurs. If a promotional register is not in effect, vacancies will be filled from the next promotional register. Promotions will be made upon the effective date of the budgeted vacancy for the classified position. For pay and seniority purposes, if the City fails to promote within one hundred and eighty (180) calendar days from the effective date of the budgeted vacancy, retroactive pay shall be paid beginning one hundred and eighty one (181) days from the effective date of the budgeted vacancy to the date of promotion. The date of promotion for seniority purposes will be on the 181 st day from the effective date of the budgeted date of the budgeted vacancy, if the promotion is not made before 180 days. However, the City shall fill all budgeted vacancies for the position of Sergeant, Lieutenant and Captain prior to the expiration of the register. 44.2 This provision shall not apply when a freeze is declared by the City Manager or the position is abolished, frozen, or audited from one bargaining unit classification to a different bargaining unit classification, nor shall it apply when a promotion is delayed due to court order(s), judgment and/or order from the Department of Justice (DOJ) expressly prohibiting the administration of an examination/promotion. Once a freeze is lifted, vacancies shall be filled as outlined in 44.1. The For the city For 11 Union SP DN-868764429-2247128 City shall not abolish a sworn classified position for the sole purpose of reclassifying to a sworn unclassified position. The parties agree that the City shall, upon ratification of this Agreement, audit no less than four sworn unclassified/senior staff positions within the Police Department to determine if budgetarily and administratively feasible to implement reclassification to the position of Police Captain. 44.3 The Department of Human Resources will keep the members of the bargaining unit covered by this Agreement advised as to promotional opportunities within Article I, Recognition. 44.4 Further, the Department of Human Resources Director via Official Bulletin of the Miami Police Department and normal notification via the Employment Office will advise eligible applicants for promotional opportunities of the general area to be reviewed for preparation prior to the exam. 44.5 All promotional registers for Police Sergeant, Lieutenant, and Captain shall remain in effect for a period of two (2) years from the date the register becomes effective, unless the register is exhausted. If there are no vacancies, no exam will be required in the ranks of Police Sergeant, Lieutenant, and/or Captain, however, the City reserves the right to develop and administer exams in order to maintain eligible registers in anticipation of staffing requirements. 44.6 Promotional examinations for classified bargaining unit positions shall be given as soon as possible after the expiration of the previous promotional register from the classified position. The cutoff date to determine seniority and eligibility for the examination will be the first day the examination is administered. 44.7 Promotional register for Police Sergeant, Lieutenant, and Captain shall have ties broken using seniority credit that was previously used in calculating the seniority score for the exam. If a tie still exists, it shall be broken in favor of the highest ranking Police Officer on the Department seniority For the City For 'tPle Union S F DN-868764429-2247128 al/r1 list for the Sergeant's register, or the highest ranking Officer on the appropriate seniority in grade list for the Lieutenants' or Captains' register. For me-'ity For t ;e Union S PDN-868764429-2247128 Article 45 TERM OF AGREEMENT 45.1 After a majority vote of those bargaining unit members 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 F.O.P. representatives and the City Manager, shall become effective October 1, 2018 2-01, except where otherwise stipulated. The Agreement shall continue in force and effect until 11:59 p.m., September 30, 2021 201-8. 45.2 Unless mutually agreed otherwise, on or before February 1, 2021 28, the F.O.P. shall notify the City in writing of its intention to renegotiate the Agreement in force, and attached thereto shall include a complete list of proposals which shall inform the City of the articles which they desire to negotiate, together with specific language embodying and describing their proposals. The changes indicated in the proposals shall be designated by article numbers and/or section numbers with a strike through of deleted language (sample) and new language will be underlined (sample). 45.3 On or before March 1, 2021 2-0-1-8, unless mutually agreed otherwise, the City will present the F.O.P. with a list of proposals it desires to negotiate, together with specific language describing its proposals. The changes indicated in the proposals shall be designated by article numbers and/or section numbers with a strike through of deleted language (sample) and new language will be underlined (sample). 45.4 Initial discussions shall thereafter, and no later than March 15, 2021 201 g, be entered into by the City and the F.O.P. 45.5 If any provision of this Collective Bargaining Agreement is in conflict with any law, ordinance or resolution over which the City Manager has no amendatory power, the City Manager It 13 S P DN-868 764429-2247128 shall submit to the City Commission a proposed amendment to such law, ordinance or resolution. Unless and until such amendment is enacted or adopted and becomes effective, the conflicting provision of the Collective Bargaining Agreement shall not become effective. The City Administration shall expedite such proposed amendments to the City Commission. 45.6 The parties acknowledge that the FOP has a legal challenge (or-ehallenges)-to-aetion4alcen by the City in 2010 as a res 1t f a do i a,,e. l evict nee- �� y� +o a e f-t o lit , + + +� Legal--cha-l-le €Es). If successful, 1..�1ti1,11Gi%Vl T.CC71-Lli,Ti7l✓A iL-CLUll'1"L'�' [11TL'.C.IC7i7i.��'TL the FOU .be a waiver of any legal right or -recourse on the part of the--Gity to address any award of a remedy. �1/1►/1'3 For (he 4 n n S PDN-868 764429-2247128 September 12, 2018 Memorandum of Understanding Nothing in the negotiation of the parties' successor collective bargaining agreement is deemed a waiver of the issues currently being discussed in the ongoing ULP mediation, To the extent resolutions are coextensive between the successor collective bargaining agreement and the mediation, no duplication is intended. For the Union For the City MEMORANDUM OF UNDERSTANDING WHEREAS, the parties have reviewed the Substance/Alcohol - Personnel Screening Article in the collective bargaining agreement and have identified a potential conflict between Articles 34.6 and Articles 34.7 and 34.8. NOW THEREFORE, in order to clarify the intent of the parties in drafting and agreeing to the aforementioned provisions in Articles 34.7 and 34.8 of the CBA, the parties agree that Article 34.6 stands alone and is not modified by Articles 34.7 and 34.8. With respect to Articles 34.7 and 34.8, they shall apply where an officer who is under the care of a physician for an illness or injury, including work - related injuries, tests positive for controlled substances prescribed by their physician after the physician has stopped authorizing the use of the controlled substance for the employee's treatment. At that time, the employee may be subject to rehabilitation in addition to or in lieu of discipline depending on the circumstances as contemplated in the Article 34.7 and 34.8 of the agreement between the City and the Fraternal Order of Police. ENTERED INTO THIS DAY OF OCTOBER, 2018. 10/10/18 Fraternal Order of Police Oct-18 Yrs of Service Step Police Officer 1i 81 8: 9i 16: 12 17i 131 181 131 19" 14 201 14i 21. 15 221 151 23: 161 241 16! 251 17 01.FOP 5005 25.2986 26.5634 27.8916 29.2862 30.7506 32.2880 33.9025 35.5975 35.5975 36.3095 36.3095 37.0357 37.0357 37.7764 37.7764 38.5319 38.5319 39.3025 39.3025 40.0886 40.0886 40.8904 40.8904 41.7082 41.7082 42.5424 Police Off (Motor) 02.FOP 5006....................... 25.2986 26.5634 27.8916 29.2862 30.7506 32.2880 33.9025 35.5975 35.5975 36.3095 36.3095 37.0357 37.0357 37.7764 37.7764 38.5319 38.5319 39.3025 39.3025 40.0886 40.0886 40.8904 40.8904 41.7082 41.7082 42.5424 Police Sergeant j Police Sgt (Motor) ' Police Lieutenant Police Lt (Motor) i Police Captain Detention Officer 03.FOP i 04.FOP 05.FOP 06.FOP 07.FOP 01.FOP-DO 5011 F 5014 5012 ( 5015 5013 5080 _ 29.2198 29.2198 33.7489 33.7489 38.9799 22.3873 30.6808 30.6808 35.4363 35.4363 40.9289 23.5067 32.2148 32.2148 37.2081 37.2081 42.9753 24.6820 33.8255 33.8255 39.0685 39.0685 45.1241 25.9160 35.5169 35.5169 41.0219 41.0219 47.3803 27.2119 37.2927 37.2927 43.0731 43.0731 49.7493 28.5724 39.1573 39.1573 45.2267 45.2267 52.2369 30.0010 41.1151 41.1151 47.4881 47.4881 54.8486 31.5011 41.1151 41.1151 47.4881 47.4881 54.8486 31.5011 41.9375 41.9375 48.4378 48.4378 55.9456 32.1312 41.9375 41.9375 48.4378 48.4378 55.9456 32.1312 42.7762 42.7762 49.4065 49.4065 57.0646 32.7738 42.7762 42.7762 49.4065 49.4065 57.0646 32.7738 43.6317 43.6317 50.3947 50.3947 58.2058 33.4293 43.6317 43.6317 50.3947 50.3947 58.2058 33.4293 44.5043 44.5043 51.4026 51.4026 59.3699 34.0978 44.5043 44.5043 51.4026 51.4026 59.3699 34.0978 45.3945 45.3945 52.4306 52.4306 60.5573 '34.7798 45.3945 45.3945 52.4306 52.4306 60.5573 34.7798 46.3023 46.3023 53.4793 53.4793 61.7685 35.4754 46.3023 46.3023 53.4793 53.4793 61.7685 35.4754 47.2284 47.2284 54.5488 54.5488 63.0039 36.1848 47.2284 47.2284 54.5488 54.5488 63.0039 36.1848 48.1730 48.1730 55.6398 55.6398 64.2640 36.9086 48.1730 48.1730 55.6398 55.6398 64.2640 36.9086 49.1365 49.1365 56.7526 56.7526 65.5492 37.6467 Police Recruit i 00.FOP 5003 24.0939 Oct-19 Yrs of Service i Step 91 91 101 9 111 10I 121 10 131 11 11 151 12 161 121 171 13£ 18 131 19) 201 141 141 15 231 16 243 16 171 Police Officer Police Off (Motor) Police Sergeant 01.FOP 02.FOP 03.FOP 5005 € 5006 L 5011 26.0576 26.0576 30.0964 27.3603 27.3603 31.6012 28.7283 28.7283 33.1812 30.1648 30.1648 34.8403 31.6731 31.6731 36.5824 33.2566 33.2566 38.4115 34.9196 34.9196 40.3320 36.6654 36.6654 42.3486 36.6654 36.6654 42.3486 37.3988 37.3988 43.1956 37.3988 37.3988 43.1956 38.1468 38.1468 44.0595 38.1468 38.1468 44.0595 38.9097 38.9097 44.9407 38.9097 38.9097 44.9407 39.6879 39.6879 45.8394 39.6879 39.6879 45.8394 40.4816 40.4816 46.7563 40.4816 40.4816 46.7563 41.2913 41.2913 47.6914 41.2913 41.2913 47.6914 42.1171 42.1171 48.6453 42.1171 42.1171 48.6453 42.9594 42.9594 49.6182 42.9594 42.9594 49.6182 43.8187 43.8187 50.6106 Police Sgt (Motor) Police Lieutenant 04.FOP 05.FOP 5014 5012 30.0964 34.7614 31.6012 36.4994 33.1812 38.3243 34.8403 40.2406 36.5824 42.2526 38.4115 44.3653 40.3320 46.5835 42.3486 48.9127 42.3486 48.9127 43.1956 49.8909 43.1956 49.8909 44.0595 50.8887 44.0595 50.8887 44.9407 51.9065 44.9407 51.9065 45.8394 52.9447 45.8394 52.9447 46.7563 54.0035 46.7563 54.0035 47.6914 55.0837 47.6914 55.0837 48.6453 56.1853 48.6453 56.1853 49.6182 57.3090 49.6182 57.3090 50.6106 58.4552 Police Lt (Motor 06.FOP 5015 34.7614 36.4994 38.3243 40.2406 42.2526 44.3653 46.5835 48.9127 48.9127 49.8909 49.8909 50.8887 50.8887 51.9065 51.9065 52.9447 52.9447 54.0035 54.0035 55.0837 55.0837 56.1853 56.1853 57.3090 57.3090 58.4552 Police Captain Detention Officer 1 Police Recruit 07.FOP 01.FOP-DO 00.FOP 5013 5080 1 5003 40.1493 23.0589 24.8167 42.1568 24.2119 44.2646 25.4225 46.4778 26.6935 48.8017 28.0283 51.2418 29.4296 53.8040 30.9010 56.4941 32.4461 56.4941 32.4461 57.6240 33.0951 57.6240 33.0951 58.7765 33.7570 58.7765 33.7570 59.9520 34.4322 59.9520 34.4322 61.1510 35.1207 61.1510 35.1207 62.3740 35.8232 62.3740 35.8232 63.6216 36.5397 63.6216 36.5397 64.8940 37.2703 64.8940 37.2703 66.1919 38.0159 66.1919 38.0159 67.5157 38.7761 Oct-20 14 15 15 16 Police Officer [ Police Off (Motor) 01.FOP i 02.FOP 5005 26.8393 28.1811 29.5901 31.0697 32.6233 34.2543 35.9672 37.7654 37.7654 38.5208 38.5208 39.2912 39.2912 40.0770 40.0770 40.8785 40.8785 41.6960 41.6960 42.5300 42.5300 43.3806 43.3806 44.2482 44.2482 45.1333 5006 26.8393 28.1811 29.5901 31.0697 32.6233 34.2543 35.9672 37.7654 37.7654 38.5208 38.5208 39.2912 39.2912 40.0770 40.0770 40.8785 40.8785 41.6960 41.6960 42.5300 42.5300 43.3806 43.3806 44.2482 44.2482 45.1333 Police Sergeant Police Sgt (Motor) I Police Lieutenant Police Lt (Motor) 1 Police Captain I Detention Officer 03.FOP 04.FOP OS FOP i 06.FOP 07FOP 1 01 FOP DO 5011 5014 j 5012 5015 i 5013 1 5080 30.9993 32.5492 34.1766 35.8855 37.6799 39.5638 41.5420 43.6191 43.6191 44.4915 44.4915 45.3813 45.3813 46.2889 46.2889 47.2146 47.2146 48.1590 48.1590 49.1221 49.1221 50.1047 50.1047 51.1067 51.1067 52.1289 30.9993 32.5492 34.1766 35.8855 37.6799 39.5638 41.5420 43.6191 43.6191 44.4915 44.4915 45.3813 45.3813 46.2889 46.2889 47.2146 47.2146 48.1590 48.1590 49.1221 49.1221 50.1047 50.1047 51.1067 51.1067 52.1289 35.8042 37.5944 39.4740 41.4478 43.5202 45.6963 47.9810 50.3801 50.3801 51.3876 51.3876 52.4154 52.4154 53.4637 53.4637 54.5330 54.5330 55.6236 55.6236 56.7362 56.7362 57.8709 57.8709 59.0283 59.0283 60.2089 35.8042 41.3538 23.7507 37.5944 43.4215 24.9383 39.4740 45.5925 26.1852 41.4478 47.8721 27.4943 43.5202 50.2658 28.8691 45.6963 52.7791 30.3125 47.9810 55.4181 31.8280 50.3801 58.1889 33.4195 50.3801 58.1889 33.4195 51.3876 59.3527 34.0880 51.3876 59.3527 34.0880 52.4154 60.5398 34.7697 52.4154 60.5398 34.7697 53.4637 61.7506 35.4652 53.4637 61.7506 35.4652 54.5330 62.9855 36.1743 54.5330 62.9855 36.1743 55.6236 64.2452 36.8979 55.6236 64.2452 36.8979 56.7362 65.5302 37.6359 56.7362 65.5302 37.6359 57.8709 66.8408 38.3884 57.8709 66.8408 38.3884 59.0283 68.1777 39.1564 59.0283 68.1777 39.1564 60.2089 69.5412 39.9394 Police Recruit 00.FOP City of Miami Legislation Resolution: R-18-0489 City Hall 3500 Pan American Drive Miami, FL 33133 www.miamigov.com File Number: 5005 Final Action Date: 10/25/2018 A RESOLUTION OF THE MIAMI CITY COMMISSION, WITH ATTACHMENT(S), AUTHORIZING THE CITY MANAGER TO ENTER INTO A SETTLEMENT AGREEMENT, IN SUBSTANTIALLY THE ATTACHED FORM, WITH THE WALTER E. HEADLEY, JR., MIAMI LODGE #20, FRATERNAL ORDER OF POLICE, INC. ("FOP") TO RESOLVE THE UNFAIR LABOR PRACTICE PETITION FILED BY FOP, LODGE #20, CASE NO.: CA-2010-119 AND BP-2017-013 (RELATES TO CR-2017-001), PENDING BEFORE THE PUBLIC EMPLOYEES RELATIONS COMMISSION, ACCORDING TO THE TERMS OF THE SETTLEMENT AGREEMENT AMONG THE PARTIES. WHEREAS, the Walter E. Headley, Jr., Miami Lodge #20, Fraternal Order of Police, Inc. ("FOP") filed a petition against the City of Miami ("City") with the Public Employees Relations Commission ("PERC") alleging that the City had committed an unfair labor practice when it declared financial urgency in 2010; and WHEREAS, FOP and the City have negotiated, and the parties have agreed to, a full and final compromise and settlement of all matters, causes of actions, claims, grievances, and contentions between them related to the City's 2010 declaration of financial urgency ("Agreement"); and WHEREAS, upon ratification of the Agreement between the parties, the terms of the Agreement shall be implemented accordingly; and WHEREAS, funds in the amount of thirty-three million dollars ($33,000,000.00) shall be paid from the unrestricted funds of the General Fund and disbursed according to the payment schedule articulated in the Agreement; and WHEREAS, the Office of Allen, Norton and Blue, as outside counsel, has investigated these claims and pursuant to Section 18-232 of the Code of the City of Miami, Florida, as amended, recommends settlement; NOW, THEREFORE, BE IT RESOLVED BY THE COMMISSION OF THE CITY OF MIAMI, FLORIDA: Section 1. The recitals and findings contained in the Preamble to this Resolution are adopted by reference and incorporated as if fully set forth in this Section. Section 2. The City Manager is authorized' to execute the Agreement with FOP, in substantially the attached form. 1 The herein authorization is further subject to compliance with all requirements that may be imposed by the City Attorney, including but not limited to, those prescribed by applicable City Charter and City Code provisions. City of Miami Page 1 of 2 File ID: 5005 (Revision:) Printed On: 2/5/2019 File ID: 5005 Enactment Number: R-18-0489 Section 3. This Resolution shall become effective immediately upon its adoption and signature of the Mayor.' APPROVED AS TO FORM AND CORRECTNESS: ria deli z ditty Attor ey 10/16/2018 2 If the Mayor does not sign this Resolution, it shall become effective at the end of ten (10) calendar days from the date it was passed and adopted. If the Mayor vetoes this Resolution, it shall become effective immediately upon override of the veto by the City Commission. City of Miami Page 2 of 2 File ID: 5005 (Revision:) Printed on: 2/5/2019 SETTLEMENT AGREEMENT THIS SETTLEMENT AGREEMENT (hereinafter referred to as the "Agreement") is made and entered into by and between the WALTER E. HEADLEY, JR., MIAMI LODGE #20, FRATERNAL ORDER OF POLICE, INC. (hereinafter "FOP"), and the CITY OF MIAMI (hereinafter "City"). WITNESSETH: WHEREAS, on September 21, 2010, the FOP filed an unfair labor practice charge with the Florida Public Employees Relations Commission ("PERC"), styled as Walter E. Headley, Jr., Miami Lodge #20, Fraternal Order of Police, Inc. v. City of Miami, Case No. CA-2010-119 (hereinafter referred to as the "Charge"); WHEREAS, upon the entry of a Final Order by the Public Employees Relations Commission in the above Charge on March 27, 2012, the Final Order was appealed, and after a procedural history not necessary to be detail herein, the matter was subsequently remanded to PERC for further action. On October 30, 2017, a back -pay proceeding was commenced, Case No. BP-2017-013 (relates to CR-2017-001); WHEREAS, the City denies all liability to the FOP arising out of the Charge and subsequent litigation; WHEREAS,. the Parties desire to avoid incurring further costs of litigation, and seek to resolve all matters in controversy, disputes, grievances and causes of action between them related to the City's 2010 declaration of financial urgency in an amicable fashion; WHEREAS, the Parties have reached a full and final compromise and settlement of all matters, causes of action, claims, grievances and contentions between them related to the City's 2010 declaration of financial urgency; and NOW THEREFORE, in consideration of the mutual covenants and promises herein contained and other good and valuable consideration, the sufficiency of which is hereby acknowledged, and to avoid unnecessary litigation, contingent upon approval by the City of Miami City Commission it is hereby agreed by and between the parties as follows: 1. This Agreement, and compliance with this Agreement, shall not be construed as an admission by the City of any liability whatsoever, or as an admission by the City of any violation of the rights of the FOP, its bargaining unit members, or any other person, or of any violation of any order, law, statute, rule, regulation, duty, or contract. 1 2. In full settlement of all claims between the Parties arising out of the Charge and subsequent litigation, and contingent upon approval and ratification' by the City of Miami City Commission, the City agrees as follows: a) Effective the first full pay period upon ratification of this Agreement: to implement three percent (3%) across the board increases to the bargaining unit members' pay schedule effective October 1, 2018, October 1, 2019, and October 1, 2020, as set forth in the October 1, 2018 through September 30, 2021 Collective Bargaining Agreement; effective upon ratification of this Agreement: to uncap and restore the City of Miami Firefighters and Police Officers Retirement Trust ("FIPO") pension plan benefits that were in effect prior to September 27, 2010, for all bargaining unit members who were vested in that plan before September 27, 2010; and effective upon ratification of this Agreement, to implement in accordance with the October 1, 2018 through September 30, 2021 Collective Bargaining Agreement, the restoration of the benefits identified in Articles 18.7, 18.8, and 18.12; b) Effective September 30, 2021: to restore the FIPO pension plan benefits that were in effect prior to September 27, 2010, for all other bargaining unit members, with a cap on benefits of one hundred and twenty thousand dollars ($120,000.00), to be implemented by the appropriate ordinance; i. The FOP and its affected bargaining unit membership agree and accept as the status quo the FIPO pension plan benefits modifications implemented by ordinance on September 27, 2010, Ordinance No. 10-01091, up and until the modification described in Paragraph 2., b), above, becomes effective. c) Effective upon ratification of this Agreement: to grandfather the select group of FOP retirees that the FIPO Trust began payment to in January 2018, and assume the ongoing obligation for payments to those retirees based upon the restoration of their pension plan benefits to those that were in effect prior to September 27, 2010; and d) In accordance with the following schedule: in settlement of the FOP's damages claims in the litigation, to pay the total sum of thirty three million dollars ($33,000,000.00) in damages to the affected bargaining unit members' as described below: i. $15,500,000.00, after ratification of this Agreement by the City, within sixty (60) days of the City's receipt from the FOP of the certified list of affected bargaining unit members entitled to payment with the specific amounts of each affected bargaining unit member's apportionment, as further explained below; ii. $2,917,000.00 on October 1, 2020; iii. $2,917,000.00 on October 1, 2021; iv. $2,917,000.00 on October 1, 2022; I All references to ratification refer to the City of Miami City Commission. 2 "Affected bargaining unit members" shall mean those current or former bargaining unit members who were employed by the City any month during the period September 28, 2010, through September 30, 2016 (the "relevant period"). 2 S P D N-8 6 8 764442 9 -22 542 74 v. $2,917,000.00 on October 1, 2023; vi. $2,917,000.00 on October 1, 2024; vii. $2,915,000.00 on October 1, 2025. Payments made after October 1, 2018, shall not be subject to a prepayment penalty. The City shall make checks payable to affected bargaining unit members in amounts to be determined and certified to the City by the FOP. For each payment, above, the FOP will provide the City with a certified list of the affected bargaining unit members to receive payments and the corresponding amount of each affected bargaining unit member's payment based upon a formula which contemplates pro-rata payments considering the months of service of affected bargaining unit members during the relevant period, after which the City will have sixty (60) days to prepare the checks. It is the responsibility of the FOP to provide an accurate pro-rata distribution list in accordance with this Agreement. For affected bargaining unit members who are currently employed by the City at the time payments are made, the City shall distribute those checks. For affected bargaining unit members who have retired, the City will arrange for the pension fund to distribute those checks. For affected bargaining unit members who are not employed by the City at the time payments are made, the City shall distribute those checks to the affected bargaining unit members by mailing them to the last known address provided by the former employee. If checks mailed to the last known address are returned and/or not cashed within ninety (90) days the FOP shall be notified and if, within thirty (30) days thereafter, the funds are returned and/or not cashed, the funds will revert to the City and be set aside for additional benefits for the bargaining unit. The City and the FOP make no representations or warranties, express or implied, concerning tax implications of any damage payments made pursuant to this Agreement. Any tax obligation(s) arising from the foregoing payments will be the sole responsibility of the individuals receiving the payments. The FOP agrees that all the payments referenced above constitute separate consideration to which the FOP or the affected bargaining unit members is/are not otherwise entitled and are in full and complete settlement of the claims in the litigation. The parties agree and promise to mutually defend against any challenge that may arise from any person or entity covered by this Agreement concerning the entry into this Agreement and the retention, remittance and/or disbursement of any sums agreedto hereunder.' Each party shall bear its own costs and fees other than as specified herein. 3. The FOP authorizes the City to take all necessary steps to dismiss all pending litigation between the Parties related to the City's 2010 declaration of financial urgency with prejudice, as applicable, including by executing, filing and serving a mutually agreed upon Notice of Settlement and request for entry of a consent judgment, order, or decree with the Florida Public Employees Relations Commission, and all other courts or administrative bodies within ten (10) 3 This does not contemplate the preclusion of an action or motion by the FOP to enforce the express terms of this Agreement. 3 S PDN4-868764429-2254274 days of the ratification of this Agreement. The FOP also agrees that any and all pending grievances related to or arising out of the pending litigation and/or the City's declaration of financial urgency in 2010 shall be deemed withdrawn with prejudice at that time. 4. The FOP, as the exclusive certified bargaining agent and party to the Charge and subsequent litigation, represents and warrants that it is- fully authorized to enter into this Agreement, including in accordance with the provisions of Chapter 447, Part II, Florida Statutes. By entering into this Agreement, the FOP is voluntarily and forever waiving and discharging all claims, lawsuits, charges or causes of action that it has or may have had on behalf of itself and its bargaining unit members arising prior to the date of execution and ratification of this Agreement relating to the City's declaration of financial urgency and resultant changes in 2010. 5. It is expressly understood by the FOP and its counsel that the commitments and promises contained in this Agreement shall be in lieu of anything, including any and all amounts to which the FOP, its bargaining unit members or any other persons, and their heirs and assigns, or its attorneys are now, or may become, entitled to, based upon any claim whatsoever arising out of the litigation with the City (including special, general or exemplary damages, attor-tey's fees, interest, expenses, and costs actually incurred). 6. The parties represent and agree that they have thoroughly discussed all aspects of this Agreement with their respective attorneys and have carefully read and fully understand all the provisions of this Agreement, and that they are voluntarily entering into this Agreement. ' 7. The Parties agree to the entry of a consent judo -tent, order or decree for purposes of enforcement of the express terms of this Areernent which shall supersede all previous agreements. Any breach of any tern, provision, or obligation of this Agreement by any party shall entitle the other to seek enforcement of such term, provision or obligation in a court of law of competent jurisdiction. The proper and only venue for any action, based upon any alleged breach of any tern, provision or obligation of this Agreement, shall be in the 1 l th Judicial Circuit in and for Miami -Dade County, Florida. In the event of a violation of this Agreement, including, but not limited to, a failure or refusal to implement the ordinance changes required herein, then the following provisions shall apply: a) The City shall first take all necessary action to correct and remedy its violation. b) Should the City refuse to remedy its violation, then the parties agree that a lawsuit may be brought in the Circuit Court for the Eleventh Judicial Circuit in and for Miami -Dade County, Florida, against the City by the FOP to enforce the terms of this Agreement. If a violation is established, any actual damages caused by the City's violation shall be valued and calculated by an independent expert mutually selected and appointed by the Parties, whose report shall be submitted to the Court for purposes of seeking the entry of .an order returning affected bargaining unit 4 S P D N-8 68 76442 9-2254274 members to the position they would be in had there been no violation of the Agreement. c) In addition to any remedies at law, mandamus may issue as appropriate to require the City to take all necessary action to enforce the terms of this Agreement. 8. The parties agree that this Agreement does not constitute a waiver of any rights or obligations under Chapter 447, Part II, Florida Statutes. 9. The parties agree that upon satisfaction of the obligations in Paragraph 2, above, this Agreement shall have no further force or effect. 10. This Agreement constitutes the final and binding Agreement among the Parties and may not be supplemented or changed without the express written consent of both parties. All prior representations regarding this Agreement are hereby expressly disclaimed by both Parties. 11. Should any provision of this Agreement be declared or determined by any Court to be illegal or invalid, the validity of the remaining parts, teens or provisions shall not be affected thereby and said illegal or invalid part, term or provision shall be deemed not to be part of this Agreement. 12. This Agreement may be executed by the Parties in duplicate so that each party may hold a duplicate original. A facsimile signature shall be deemed to be an original. IN WITNESS WHEREOF, the Parties hereto have executed and delivered this Settlement Agreement as of the day and year set forth below. Agreed to and Accepted by: Dated: ( C'(Q i - vs-, Lois Datec0 GG -4- 5 Fraternal Order of Police Ta (Title) The City of ►; iami �sL.r11J UI (Title) S P DN-86876.4429-225.4274 City of Miami Legislation Resolution: R-18-0438 City Hall 3500 Pan American Drive Miami, FL 33133 www.miamigov.com File Number: 4902 Final Action Date: 10/11/2018 A RESOLUTION OF THE MIAMI CITY COMMISSION, WITH ATTACHMENT(S), APPROVING THE MODIFICATION OF THE 2016 - 2019 COLLECTIVE BARGAINING AGREEMENT ("CBA") BETWEEN THE CITY OF MIAMI AND THE EMPLOYEE ORGANIZATION KNOWN AS THE INTERNATIONAL ASSOCIATION OF FIREFIGHTERS, AFL-CIO, LOCAL 587; AUTHORIZING THE CITY MANAGER TO EXECUTE THE CBA, IN SUBSTANTIALLY THE ATTACHED FORM. BE IT RESOLVED BY THE COMMISSION OF THE CITY OF MIAMI, FLORIDA: Section 1. The attached modification to the 2016 — 2019 Collective Bargaining Agreement ("CBA") between the City of Miami and the employee organization known as the International Association of Firefighters, AFL-CIO, Local 587, is approved, subject to ratification by the respective union. Section 2. The City Manager is authorized to execute the CBA, in substantially the attached form. Section 3. This Resolution shall become effective immediately upon its adoption and signature of the Mayor.' APPROVED AS TO FORM AND CORRECTNESS: -ndez, City l ttor ey 10/1/2018 1 If the Mayor does not sign this Resolution, it shall become effective at the end of ten (10) calendar days from the date it was passed and adopted. If the Mayor vetoes this Resolution, it shall become effective immediately upon override of the veto by the City Commission. City of Miami Page 1 of 1 File ID: 4902 (Revision:) Printed On: 2/5/2019 AGREEMENT BETWEEN CITY OF MIAMI, FLORIDA AND INTERNATIONAL ASSOCIATION OF FIREFIGHTERS, AFL-CIO LOCAL 587 OCTOB.ER 1, 2016 THROUGH SEPTEMBER 30, 2019 IAFF Union Proposal March 31, 2(11' AGREEMENT THIS AGREEMENT is entered into by the CITY OF MIAMI, FLORIDA, a municipal corporation, (hereinafter referred to as the "City"), and the INTERNATIONAL ASSOCIATION OF FIREFIGHTERS, LOCAL #587, (hereinafter referred to as the "Union"). The City and the Union shall jointly hereinafter be referred to as the Parties. It is the intention of this Agreement to provide for wages, fringe benefits and other terms and conditions of employment. It is further the intention of this Agreement to prevent interruption of work and interference with efficient operation of the City of Miami and to provide for an orderly, prompt, and just manner of handling grievances. ctlficia IAFF Union Proposal March 31, 2016 ARTICLE 1 RECOGNITION 1.1. The City hereby recognizes the Union as the sole and exclusive bargaining agent for all persons in the Fire Department within the following classifications: Firefighter, Fire Lieutenant, Fire Captain, and Chief Fire Officer. Excluded are all other employees and classifications, and specifically excluded are: Fire Chief, Deputy Fire Chief, Assistant Fire Chief, and Executive Assist -ant -to Fire C 116 2 (14 IAFF Union Proposal March 31, 2016 ARTICLE 2 NO STRIKE 2.1. "Strike" means the concerted failure to report for duty, the concerted absence of employees from their positions, the concerted stoppage of work, the concerted submission of resignations, the concerted abstinence in whole or in part by any group of employees from the fall 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, or picketing in furtherance of a work stoppage either during the term of the Collective Bargaining Agreement or after the expiration of a Collective Bargaining Agreement. 2.2. Neither the Union, nor any of its officers or agents, nor members covered by this Agreement, nor any other employees covered by this Agreement, will instigate, promote, sponsor, or engage in any strike, sympathy strike, slowdown, concerted stoppage of work, picketing in support of a work stoppage, or any other activity which prohibits an employee from reporting for duty. b ARTICLE 3 UNION BUSINESS An employee organization time pool is hereby authorized subject to the following: 3.1. The City agrees to establish a one-time pool bank of six thousand (6,000) hours per fiscal year to be used in accordance with the provisions of this Article and during the term of this Agreement. All unused hours will be carried over to the following fiscal year. 3.2. For each bargaining unit member, except the Employee Organization President and designee on full time release, who is authorized to use time from the time pool, the President or his designee shall fill out the appropriate form as provided by the City. This form shall be processed through channels of the bargaining unit member who is to use the pool time. The form will be processed as soon as possible and when possible will be in the office of the Fire Chief seven (7) calendar days prior to the time the employee has been authorized to use the pool time. 3.3. Bargaining unit members shall be released from duty on pool time only if the needs of the service permit, but such release shall not be unreasonably denied. If because of the needs of the service a bargaining unit member cannot be released at the time desired, the Employee Organization may request an alternate bargaining unit member be released from duty during the desired time. 3.4. Employee Organization Time Pool hours will be used on an hour for hour basis, regardless of the hourly rate of the bargaining unit member using Time Pool time. Effective October 1, 2006, the hours used by the Employee Organization President and as of October 1, 2016 his designee while released from duty shall no longer be charged against the Employee Organization Time Pool Bank. In reporting a bargaining unit member's absence as a result of utilizing the Organization Time Pool, the daily, attendance record shall reflect: "John Doe on EUP" (Union Time Po Tentative Agreement City Date'f f q f / Union Date l ( 11 3.5. Any injury received or any accident incurred by a bargaining unit member whose time is being paid for by the Employee Organization Time Pool, or while engaged in activities paid for by the Employee Organization Time Pool, except the Employee Organization President and the designee when on full -tune release, shall not be considered a line -of -duty injury, nor shall such injury or accident be considered to have been incurred in the course and scope of his employment by the City within the meaning of Chapter 440, Florida Statutes as amended. This section shall not include benefits attainable through F.S. 112.181. 3.6. Upon written request through channels, only the Employee Organization President and a designee will be released for the term of this Agreement from his or her regularly assigned duties for the City of Miami Fire Department. The terms of this Agreement for such release are only to be implemented if the following qualifications are met by the Employee Organization: A. The Local 587 President and a designee will reasonably be available at the Local 587 Office currently located at 2980 N.W. South River Drive, Miami, Florida, 33125, for consultation with the Management of the City. B. The Employee Organization President shall be the only Bargaining Unit representative released on "EUP" time to appear before any City Board or Commission. In the absence of the President, the President's designee may represent the Employee Organization; however, the designee must comply with Section 2 of this Article. C. The Time Pool will be charged for all hours during which the designee is off -duty release except for absences due to use of vacation leave, compensatory leave, sick leave, or holidays will be charged to the designee's employee leave accounts. The Employee Organization President and designee shall not be eligible for overtime or compensatory Tentative Agreement City Date 6 Union time, unless performing work in excess of the normal work week for the Fire Department in his/her civil service classification. 3.7. All applicable rules, regulations, and orders shall apply to any bargaining unit member on time pool release. Violations of the above -mentioned rules, regulations and orders shall subject the bargaining unit member on pool time to the regular disciplinary processes currently provided for in the Miami Fire Department. 3.8. 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. Canceling the Article shall not preclude further negotiations of future employee pool time. 3.9. Each bargaining unit member covered by this Agreement may voluntarily contribute vacation time to the Time Pool in twelve (12)-hour increments. 3.10. Each bargaining unit member who wishes to donate time will use a time pool donation form, which will be provided by the City. This form shall include language releasing the City from any and all liability to pay for vacation time contributed by the bargaining unit member to the Time Pool. 3.11. The Union will be allowed up to three (3) bargaining unit member representatives who shall be permitted to participate in labor contract negotiation sessions while on duty with no loss of pay or emoluments. Tentative Agreement City Date Union IAFF Union Proposal March 31, 2016 ARTICLE 4 DISCRIMINATION 4.1. No employee covered by this Agreement will be discriminated against with regard to any job benefits or other conditions of employment accruing from this Agreement because of age, race, ethnicity, religion, national origin, union membership, gender, disability or sexual orientation. 4.2. All references in this Agreement to employees of the male gender are used for convenience only and shall be construed to include both male and female employees. IAFF Union Proposal March 3.1, 2016 ARTICLE 5 PREVAILING BENEFITS 5.1. 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. 5.2. This Agreement shall not be construed to deprive any employee of benefits or protection granted by the laws of the State of Florida, ordinances of the City of Miami, or resolutions of the City of Miami in effect at the time of execution of this Agreement. 5.3. The City and the Union will meet at the request of the City to negotiate any proposed changes in those rights and benefits not specifically covered by the Agreement, provided however no changes shall be made in the language or intent of this Agreement except by mutual consent. itfrilib 8 IAFF Union Proposal March 31, 2016 ARTICLE 6 MANAGEMENT RIGHTS 6.1. It is understood and agreed that the City possesses the sole right to operate the Fire Department and that all management rights are expressly reserved to the City of Miami, but that such rights must be exercised consistent with the provisions of this Agreement. These rights include, but are not limited to, the following: discipline or discharge for just cause; direction and supervision of all personnel; the hiring, the assigrunent or transfer of employees; determination of the mission and objectives of the Fire Department; determination of the methods, means, and number of personnel needed to carry out the Fire Department's missions and objectives; introduction of new or improved methods or facilities; and scheduling of operation and shifts. 6.2. The parties agree that it is in the interest of all parties to jointly gather as many prior Memorandums of Understandings (MOUs), grievance settlements, and other agreements, etc. in order to establish a Book of Understandings (BOU). The purpose of the BOU is to have an easily referenced resource manual on agreements, settlements, verdicts, binding decisions, etc. between the City and/or the Fire Department and the Union. The parties shall immediately, upon ratification, start the process of gathering the MOUs, etc. in order to establish the BOU. 6,3. The parties also agree that in no way should this BOU and the agreement to set up this BOU, limit the rights of the Union and its membership under Article 5: Prevailing Benefits. 6.4. The parties agree to continually update the BOU when new MOUs are entered into between the parties, or other binding decisions or agreements are generated or found. it(asf l4, 9 IAFF Union Proposal March 31, 2016 ARTICLE 7 UNION REPRESENTATIVES 7.1. Representatives of the Union who are not employees of the City shall be certified in writing to the Fire Chief. Certified representatives will be allowed to meet with individual employees on City property during working hours to carry on normal business of the Union, if the Fire Chief has prior knowledge of such activity and such visitation does not interfere with efficient operations. 05-1110 10 IAFF Union Proposal March 31, 2016 ARTICLE 8 NOTICES 8.1. The City agrees to make available to the President of the Union the following notices or bulletins: City Commission Agenda; changes or additions to the City Administrative Policy Manual and the Personnel Policy Manual; financial and budgetary documents distributed by the City Manager (and his/her staff) to the City Commission (and their staff), unless exempt from disclosure by law. Such notices or bulletins will be picked up by a Union representative at the City Manager's Office during normal work hours, or be transmitted through electronic mail to a location designated by the Union President. 8.2. In the course of conducting business, the parties agree that the furnishing of documents at no cost to the Union by the City is a normal practice. Public Records requests made by the Union or their representatives exceeding one hundred (100) pages or requiring administrative research or time, shall be furnished to the Union at a twenty percent (20%) discount. Ito 11 City's Proposals to IAFF on Outstanding Articles (8.2].2018) ARTICLE 9 SHIFT EXCHANGE 9.1. Employees shall have the right to exchange shifts under the following circumstances: A. He may owe up to eight (8) shifts at any one time including "R" days. B. He may be owed up to eight (8) shifts at any one time including "R" days. C. Employees may exchange time but in no event will an exchange of time result in the employee working in excess of two consecutive tours of duty. D. Trading of time must be done voluntarily by the employees. E. The reason for the shift exchange is not related to City business. F. The period during which time is traded and paid back does not exceed twelve months. G. The City incurs no overtime obligation as a result of the shift exchange. H. 1) Exchange of time shall not occur between firefighters and officers. 2) Exchanges of time between officers within the Emergency Response Division may occur at the same rank, at one (1) rank below, or at one (1) rank above, the officer's rank. 3) With the restrictions set forth above, personnel assigned to Advanced Life Support positions may exchange time with personnel who are state certified paramedics. IAFF Union Proposal March 31, 2016 ARTICLE 10 VACANCIES - PROMOTIONS 10.1. When a classified permanent promotional vacancy occurs in any position it shall be filled within a reasonable period of time after the official severance of the vacating Fire Department member. Filling of all vacancies shall be in accordance with the Civil Service Rules and Regulations, so long as they are not inconsistent with provisions of this Agreement. All vacancies shall be filled from the promotional register in effect at the time the vacancy occurs. If a promotional register is not in effect, vacancies will be filled from the next promotional register. Promotions will be to the effective date of vacancy for the classified position. For pay purposes, if the City fails to promote within thirty (30) calendar days from the effective date of the vacancy, retroactive pay shall be paid beginning thirty-one (31) days from the effective date of the vacancy. 10.2. This provision shall not apply when a freeze is declared by the City Manager or the position is abolished. Once a freeze is lifted, vacancies shall be filled as outlined in 10.1. 10.3. The Department of Human Resources will keep the members of the bargaining unit covered by this Agreement advised as to promotional opportunities to positions within Article 1 - Recognition. 10.4. Further, the Human Resources Department Director will advise eligible applicants for promotional opportunities ofthe general area to be reviewed for preparation prior to the exam. 10.5. The Fire Department Book Review Committee will review and discuss books and technical publications they deem worthy of consideration by the Human Resources Department 13 IAFF Union Proposal March 31, 2016 for testing purposes. The Human Resources Department and the Book Review Committee or its representative shall meet and discuss the books, materials, scoring procedures, weights of books, etc. to be used in the promotional examinations for all positions covered by this collective bargaining agreement. Such input from the Book Review Committee will be received and considered by the Human Resources Department, but should not be binding on its usage by the Human Resources Department. 10.6. All promotional registers for Lieutenant, Captain, and Chief Fire Officer shall remain in effect for a period of two (2) years from the date the register becomes effective, unless the register is exhausted. 10.7. Promotional examinations for classified bargaining unit positions shall be given as soon as possible after the expiration of the previous promotional register for the classified position. The cutoff date to determine seniority and eligibility for the examination will be the first day the examination is administered provided the examination is administered within thirty (30) days of the expiration of the previous promotional register. If the examination is administered later than thirty (30) days from the expiration of the previous promotional register, the cutoff date for seniority and eligibility shall be thirty (30) days from the expiration date of the previous promotional register. The effective date for new promotional registers will be thirty (30) calendar days from the expiration date of the previous promotional register for the classified position, regardless of when the test was given. 10.8. Promotional registers for Lieutenant, Captain, and Chief Fire Officer shall have ties broken using seniority credit that was not previously used in calculating the seniority score for the exam. If a tie still exists, it shall be broken in favor of the highest ranking Firefighter on 14 &Hit, /4. IAFF Union Proposal March 31, 2016 the Department seniority list for the Lieutenants' register, or the highest ranking Officer on the appropriate seniority in grade list for the Captains' or Chief Fire Officers' register. 10.9. Except where prevented by Federal law or Federal mandate, qualified applicants who are State certified as a Firefighter or State certified as a Paramedic, may be given consideration before other applicants for employment as determined by the Fire Chief. 10.10. Lieutenant candidates will be required to be a State Certified Paramedic and have passed the Fire Department driver/engineer course for eligibility to take Promotional exams establishing registers after October 1, 2000. 10.11. (a) The parties agree that for all Fire Promotional Exams administered after ratification of this agreement, the City shall require any outside testing provider/vendor to allow all testing candidates to review their full completed testing exam including any and all information provided to or produced by assessors, except for the assessors' notes. All documents, criteria, evaluations, comments, or feedback provided to or produced by any Oral Board Excerise/Assessment Center Assessors, except for the assessors notes, shall be provided to testing candidates for their review after testing scores are released. Candidates will be provided within a reasonable period after completion of their exam, one opportunity of no less than 2 hours to review the assessor information described above. The candidate will not be allowed to copy, photograph, take notes or remove any of the materials during the review. (b) The City will provide sufficient training reasonably aimed at successful performance in the Oral Board Excerise/Assessment Center portion of the exams. (c) The City and The Union agree to implement changes to the Oral Board Exercise/Assessment Center portion of the Fire Captain and Chief Fire Officer Exams, 15 IAFF Union Proposal March 31, 2016 which are in the best interest of both parties. To that end, a Labor Management Fire Promotional Exam Panel shall be established to achieve these changes. (d) The specifications for any Fire Promotional Exam administered after ratification of this agreement shall be determined by a Labor Management Panel comprisedof four (4) members selected by the City and four (4) members selected by the Union. The panel shall have access to the assistance of an independent mutually agreed upon expert at a cost to the city not to exceed $25,000.00. If there is a consensus among Panel members by January 15, 20 4-2018 for the specifications of the 2012/20132018 Fire Captain and Chief Fire Officer Fire Promotional Exams, then those specifications shall be utilized by the City Manager. If there is no consensus among Panel members by January 15, 201-3-2018 for the specifications of the 20-12/20132018 Fire Captain and Chief Fire Officer Exam, then two (2) separate reports shall be submitted to the City Manager within ten (10) business days. The City Manager shall not enter into agreement with the Testing Vendor until he has received both reports. The City Manager's decision with regard to the specifications is final and is not grievable. (e) The specifications for all subsequent Fire Promotional Exams shall also be determined by the Labor Management Panel as described above. If there is no consensus among the Panel members by August 1, 2813 2018 for the specifications of the 201 0-142018 Promotional Exams, then the procedure described in paragraph d shall apply. 16 6-A,A IAFF Union Proposal March 31, 2016 ARTICLE 11 BULLETIN BOARDS 11.1. The City shall furnish at each Fire station, Fire Prevention Bureau, Fire College, Fire Central Information Office, Headquarters Building, Fire Shop and Fire Chiefs Office and any other location where four (4) or more bargaining unit members are assigned, unless restricted by terms of a lease or other legal restriction, space for bulletin boards for the purpose of Union notices. If restrictions exist, the parties agree to discuss alternate means of communication. Any notice placed on the bulletin board shall bear on its face the legible designation of the person responsible for placing such notice or item on the board. 11.2. Notices shall not contain anything reflecting adversely on the City or any of its officers and no material, notices or announcements, which violate the provisions of this Article, shall be posted. 11.3. Notices posted must be dated and bear the signature of the Union President or his authorized representative. 17 9/z* ARTICLE 12 LINE OF DUTY INJURIES 12.1. The City agrees to pay all medical and hospitalization expenses incurred by any employee covered by this Agreement who is found to have sustained a compensable line -of -duty injury as provided for by the Worker's Compensation Law of the State of Florida, however, the parties agree to establish a Fire Labor/Management Committee to establish policies and to determine how to provide medical treatment and equipment, etc. medically equivalent to that prescribed, by the most efficient and cost effective means to curtail excessive medical costs for accepted claims in the following areas: Health Club and Country Club memberships Capital improvements on the home Transportation Medical equipment for home use More than two (2) requests for change of physician Should the injured bargaining unit member choose a provider for assessment and initial treatment outside the provider network, the City does not waive its right to negotiate a fee with the provider. The Fire Labor/Management Committee shall consist of one member appointed by the IAFF President, one member appointed by the Fire Chief, and one member selected by these two (2) individuals. An individual appointed by the Director of Risk Management will serve as a technical advisor and liaison with the medical community. 12.2. The parties agree the City will pay the state mandated workers' compensation indemnity payments to eligible bargaining unit members as a check separate from any other salary to which a bargaining unit member may be entitled. The bargaining unit member agrees Tentative Agreement City DateG1r6 18 Union Date 7/ 6 to sign this workers' compensation check back to the City. The City will also issue a second check to the employee, which will consist of an amount equal to the workers' compensation payment and the supplementary salary as set out, and subject to the limitations below. After those deductions with mandated preference under federal law, the City agrees to take deductions and/or credits from this second paycheck in the following order: workers' compensation,*1 pension, health insurance, and any other deductions. The parties agree that this process is intended to provide the employee with these paychecks without interruptions. Should the bargaining unit member refuse to return the workers' compensation check to the City, the City shall cease making any deductions for the employee from the second check for pension, health insurance, etc. and the bargaining unit member shall then be completely responsible for making those payments on his/her own, until the employee elects to participate in the paycheck system described above in Section 12.2. 12.3. The City agrees that any employee covered under this contract who is disabled as a result of any accident, injury or illness incurred in the line of duty shall be granted supplementary salary subject to the following conditions: Supplementary salary will be paid in the form of a continuation of the employee's regular paycheck of which a part thereof is Workers' Compensation pay as provided by Resolution No. 39802. Pursuant to the above manner of payment, the City will meet its obligations to the state and to the employee and the employee will avoid creating a debt to the City for pension health insurance or other deductions. If the City is unable to implement this program as set out above, the parties agree to meet to devise another system that will accomplish the same goals. 12.4. No supplementary salary will be paid to anyone injured while performing an act intended to injure or hurt one's self or another. Supplementary salary shall only be granted for a * 1 Will be indicated on the check as a credit for the City and will be non-0, able. 19 Tentative Agreement City Date VAUnion Date period of one hundred and fifty (150) consecutive days from date of injury, Said supplementary salary may be extended up to an additional sixty (60) consecutive days for serious injuries upon approval of the City Manager and the Fire Chief The one hundred fifty (150) days begin when the employee is actually placed on "D". While the employee is on "D", such time will be calculated consecutively including days off, "R" days, etc. If the employee is removed from "D", the non-"D" time will not apply to the one hundred fifty (150) day period. 12.5. It is agreed by the parties that the combination of supplementary and workers' compensation pay shall not exceed nor be less than one hundred percent (100%) of the bargaining unit member's weekly net base pay (excluding overtime and any pay supplements not included in the bargaining unit member's base salary) prior to the line of duty injury, accident, or occupational disease. Bargaining unit members who receive supplementary and worker's compensation pay, shall have a weekly amount of $88.95 ($177.90 biweeldy) deducted from supplementary salary while on worker's compensation. Should the bargaining unit member receive supplementary and worker's compensation pay for less than a week, the $88.95 weekly deduction shall be prorated as appropriate for the days the bargaining unit member was on worker's compensation. The $88.95 weekly deduction will be deducted on a priority basis above any other deductions, excluding withholding taxes, FICA, pension, or court ordered deductions. 12.6. If an employee remains temporarily disabled beyond the period of time in which he is entitled to collect the 100% supplementary pay benefits, he shall be entitled to supplementary pay equal to the 2/3 "D" payments pursuant to current practice. 12.7. If an employee becomes permanently and totally incapacitated from the further performance of the duties of his classified position he shall petition the retirement board for Tentative Agreement City 20 Date Vigo Union Date r/Lci/l� retirement. The supplementary salary of the difference of 2/3 "D" as described above, shall continue until the retirement is finally granted or denied. The section shall not be construed to modify the employee's rights under the current pension ordinance. 12.8. At any time during his absence from duty claimed to be the result of a line of duty injury while an employee is collecting City supplementary pay, the employee shall be required, upon the request of the City Manager, or his designee, to submit to a physical examination by a physician designated by the City Manager within fifteen days of the request. If such employee, without cause, as determined by the City Manager, shall fail to submit to the examination at the time specified, all City supplementary salary benefits will be terminated. 12.9. The City agrees to notify and confer with the Union prior to any official action regarding the discontinuance of any supplemental salary benefit related to a line -of -duty injury. 12.10. Any condition or impairment of health caused by Human Innnunodeficiency Virus/Acquired Immune Deficiency Syndrome (HIV/AIDS), Hepatitis, Tuberculosis, or Meningitis shall be presumed to have been accidental and to have been suffered in the line of duty unless the contrary can be shown by satisfactory evidence. For the term of the Agreement, any employee covered by this Agreement who tests positive for any aforementioned conditions or diseases shall be entitled at the City's expense to such remedial, palliative, or prophylactic care as may be medically required. Any employee covered by this agreement who refuses to take the pre -employment (post conditional offer of employment) 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 disease, which may be contracted by employees. Furthermore, the presumption shall only be applicable to worker's compensation and disabili i erasion benefit determinations. 21 Tentative Agreement City __ Date /f Union Date % cl /l6 Nothing in this Agreement shall be construed as a waiver of the City's rights under applicable State law. Tentative Agreement City Date Date IAFF Union Proposal March 31, 2016 ARTICLE 13 SAFETY COMMITTEE 13.1. There shall be a Safety Committee in the City of Miami Fire Department, which shall consist of nine (9) members.. Four (4) members shall be appointed by the Union and four (4) shall be appointed by the Chief of the Fire Department. A The Fire Department Safety Officer shall be appointed by the Chief of the Fire Department as the ninth non -voting member by the Chief of the Fire Department upon confirmation by the Union President. 13.2. The Safety Committee shall meet bimonthly, or more or less often by mutual consent, and such meeting shall be scheduled at the time established by the Chief of the Fire Department. The Chief of the Fire Department, or his designee, shall preside at all meetings. 13.3. The purpose of these meetings will be to discuss problems and objectives of mutual concern, concerning safety and health conditions of the Fire Department, but excluding grievances or matters, which are the subject of collective bargaining negotiations between the parties. 13.4. Meetings shall be conducted on a semi-fonaial basis following an agenda which shall include items submitted by any member of the Committee to the Chief of the Fire Department at least five (5) working clays prior to the meeting, together with such information as may be helpful in preparing a meaningful meeting agenda program. The agenda shall be provided to each member of the Committee. The Chief of the Fire Depai tiiient shall arrange for minutes to be taken of each meeting, and for distribution of copies to each member of the Committee. Recommendations of the Committee may be sent to the City Manager or his designee if requested by a member of the Committee. 23 IAFF Union Proposal March 31, 2016 13.5. Agended issues and subsequent discussions on the subject of safety and health shall not limit or preclude the right of the Union to seek enforcement of safety requirements under the Occupational Safety and Health Act, if applicable. IftHI6 24 LAFF Union Proposal March 31, 2016 ARTICLE 14 SPECIAL MEETINGS 14.1. The City and the Union agree to meet and confer on matters of interest upon the written request of either party. The written request shall state the nature of the matters to be discussed and the reason(s) for requesting the meeting. Discussion shall be limited to matters set forth in the request, but it is understood that these special meetings shall not be used to renegotiate this Agreement. Special meetings shall be held within ten (10) calendar days of the receipt of the written request and shall be held between 8:00 a.m. and 5:00 p.m. at a time designated by the City. The Union and the City shall be represented by not more than four (4) persons each at special meetings. 14.2. Employee representatives of the Union at special meetings will be paid by the City for time spent in special meetings if on duty, but only for the straight time hours they would otherwise have worked ontheir regular work schedule. Time spent in special meetings shall be considered as hours worked. 14.3. No special meeting shall be held unless the Fire Chief is notified in advance and approves the arrangements made for releasing any on -duty Firefighter who is to attend such meeting. 14.4. The parties agree to participate in the Labor/Management process as currently established. The Labor/Management process is an ongoing tool for addressing and solving issues and problems concerning the Union, the Department, and the City. Issues are dealt with as they arise and do not require the formalities of reopening negotiations. Any agreements made that have an economic impact on the City must be approved by the City Manager or his designee. It is agreed this process complies with and is an extension of Article 14, as the Labor/Management process applies to collective bargaining. 25 0416 ARTICLE 15 GRIEVANCE PROCEDURE 15.1. A grievance is defined as a dispute involving the interpretation or application of the specific provision of this Agreement, except as exclusions are noted in other articles of this Agreement. 15.2. 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 a specific articles(s) of this agreement shall be denied and not eligible to advance through the steps of the Grievance Procedure including arbitration. Grievances involving Workers' Compensation are not subject to the grievance procedure of this Agreement; except that a question concerning supplemental salary may properly be processed as set forth in the Article entitled "Line of Duty Injuries." 15.3. All employees covered by this Agreement shall be required to make a written Election of Remedy prior to filing any grievance at Step 2 or higher steps or initiating action for redress in any other forum. Such choice of remedy will be made in writing on the Election of Remedy form available at the Department of Human Resources, Labor Relations Division, Any employee electing a remedy other than this grievance procedure shall be denied the use of the Grievance Procedure for the resolution of this specific grievance. The Union and its members agree that an appeal to any other forum to resolve an issue that would otherwise be subject to this grievance procedure under this Agreement would preclude the use of said Grievance Procedure to resolve such alleged grievable issues. 15.4. Nothing in this Article shall prevent the Union from appear' i efore the City ns Commission or other City boards on matters concerning the terms and For the City For the Union of employment the Grievance Committee decides to advance the Grievance, a Union representative shall reduce the grievance to writing on the standard form provided by the City for this purpose and present such written grievance to the Fire Chief within forty (40) calendar days from the date of the Step 1 answer was given to the grievance or the Union. The Fire Chief shall meet with the Union representative and shall respond to the Union in writing within seven (7) ten (10) calendar days from receipt of the written grievance. Within the forty (40) calendar day time frame as outlined above, the Union shall notify the Fire Chief in writing of the nature of the grievance; what specific provision(s) were allegedly violated; whether the Union will advance the grievance, the grievant must submit a written grievance to the Fire Chief within three (3) calendar days of the date on which he was advised by the Union of its position or the grievance shall be considered abandoned. The parties agree, however, that nothing in this section shall be construed to prevent a member of the bargaining unit from presenting his grievance to the public employer and have such grievance adjusted without the intervention of the Union Representative, if the adjustment is not inconsistent with the terms of the Collective Bargaining Agreement then in effect. The Union Representative will be given a reasonable opportunity to be present at any meeting between the grievant and the City representatives for the resolution of said grievance. All of the above must be consistent with the time frames described in the various steps of the Grievance Procedure as outlined herein. Step 3. If the Grievance has not been satisfactorily resolved at Step 2, the Union may present a written appeal to the Director of Human Resources or designee within ten (10) calendar days from the time the Step 2 response was due. The Director of Human Resources or designee shall meet with the Union representative to hear the grievance and shall respond in writing to the Union within fourteen (14) calendar days from the receipt of appeal. For the City F. r the Union 15.8. The Arbitrator may not issue declaratory or advisory opinions and shall confine himself exclusively to the question, which is presented to him, which question must be actual and existing. 15.9. It is contemplated that the City and the Union mutually agree in writing as to the statement of the matter to be arbitrated prior to hearing. When this is done, the Arbitrator shall confine his decision to the particular matter thus specified. When the parties are unable to agree, the Arbitrator shall decide the issue or issues to be arbitrated. 15.10. Each party shall bear the expense of its own witnesses and of its own representatives. The parties shall bear equally the expense of the impartial arbitrator. The party desiring a transcript of the hearing will bear the cost of same. 15.11. 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) calendar days of the hearing and shall be final and binding on both parties. For 1 ie City For t}i6 Union IAFF Union Proposal March 31, 2016 ARTICLE 16 SAFETY SHOES 16.1. The City shall, effective upon ratification of the labor agreement, reimburse bargaining unit employees up to $150 for the purchase of an initial pair of safety shoes, the replacement of same due to job related wear and tear or accidental destruction or at the employee's discretion, the refurbishment or resoling of same. To receive this allowance, the employee will present the purchased, refurbished, or resoled shoes and the bill of sale to a management representative. Safety shoes paid for by the City shall only be worn when on Fire Department business, including reporting to and from work. 16.2. The Chief of the Fire Department or his designee shall determine when, in his judgment, a pair of safety shoes shall be issued as replacement. Safety shoes shall be issued on the basis of need and not on an automatic basis. Any bargaining unit member requesting the 'replacement of more than one (1) pair of safety shoes during a calendar year shall satisfactorily demonstrate in writing on a fotni provided by the City that the replacement of said safety shoe is necessary due to job related wear and tear or accidental destruction. 16.3. Employees who work in positions in which safety shoes are not required shall also be eligible for a shoe allowance to purchase, refurbish, or resole a pair of approved uniform dress shoes. 16.4. The shoe standard as administered in the past must be met to qualify for the reimbursement. 16.5. Effective upon ratification, the City shall eimbur a ga'ining unit employees 'WOtj rt"/4 who have successfully completed recruit training up to $,3efor n nitia pair of leather structural firefighting boots. The City shall provide said reimbursement in accordance with the procedure 31 IAFF Union Proposal March 31, 2016 set forth above for safety shoes, except that any bargaining unit member requesting the replacement of more than one (1) pair of boots in a three (3) year period shall satisfactorily demonstrate in writing on a foini provided by the City that the replacement of boots is necessary due to job related wear and tear or accidental destruction. The Fire Chief or designee shall have final approval for early replacement of boots suspected of non job related wear and tear, or damage. 16.6. Structural firefighting boots shall meet the minimum safety standard set by the Fire Department Safety Committee, after considering all available safety standards. 044,6 32 k." City's Proposals to IAFF on Outstanding Articles (8.21.2018) ARTICLE 17 GROUP INSURANCE 17.1. The group insurance benefits will be those as set forth in the IAFF Local 587 Health Insurance ']'rust .Fund Plan of Benefits ("Firelighters Plan") or such successor trust. GI rN^-14ealt a e-Point--cif Sex-vieeix edienl-1 ea• e t-hooklet-in ffe or 1AFF-a. of January 1a 2012, a d-allaehed ]:he ts.-cts-Appandix- 17.2. The City agrees to pay $526-8.08 per pay period for the cost of life insurance coverage and accidental death and dismemberment coverage currently provided by the IAFF, Local 587. :1-7.3. G ro t p-laea•kh rem-iimis d-lay-the-1 ax-gaini ag.unit-env loyee-with pre-tax demos: 17.3. Effective January 1, 20.19, the Union shall ma Main its•own grout) health, life, and accidental death and dismemberment insurance plan. All current Eind ftrttire bargaining unit members who have worked at least ninety (90) days from date ofa.pointment, and their eligible dependents, will :no longer be covered by City -provided medical and dental benefits and. will instead be covered by the Firefighters Plan subject to the .P!an's eligibility requirements us diefiaed in the plan document. Non -baring unit State certified firefighter employees in the Fire Department have the option of coverage under the Firefighters Plan or the City -provided plan, but not. U.otlbprovided they meet the Fire fglsters- Plan Trust's eligibility requirements as defined in the 'lien document. Grow) health_ premiums will be paid by the bar alg nlg unit employee with pre -tat dollars. 17.4. Bargaining unit iue.mbers are eligible to participate in the City's voluntary benefits plain administered by the City. 17.5. The City's total contribution towards the cost of the Firefighters Plan r the 2019 i� Plan year shall be 'G 18,007,415, equal to the total medical claims cost off! ealth.0 ranee for For I ^ C ttv FY1s+"e Union City's Proposals to IAFF on Outstanding Articles (8.21.2018) Citv's contributions as set forth in this paragraph shall be void, and this paragraph shall have no further effect regardless of any subsequent decrease or decline of the balance of the reserve fund. 17.10. The City shall be provided with a copy of the Firefighters Plan summary plan description (SPD) and the Trust Agreement, and any other information as required by law. Upon request, the Union and its insurance plan administrator shall timely permit the City to review any records related to the Union's health insurance plan. Upon written request, the City shall be provided with an accounting of the reserve fund, including cash flows, within ten (10) calendar days. 17.11. The Union shall indemnify and hold harmless the City, its assigns, officials,, officers, directors, affiliates, attorneys and employees from and against any and all allegations, claims, actions, grievances, suits, demands, damages, Liabilities o,_ b(igations, losses, settlements, Judgments, costs and expenses (including without limitation attorneys' fees and costs), which arise out of, relate to or result from any act or omission of the Union with relation to the establishment, enactment, implementation, application, or administration of the Firefighters flan. City's Proposals to IAFF on Outstanding Articles (8.21.2018) ARTICLE 18 WAGES 18.1. A-nem•Lstep-sechkitale-wi-ll4ao,-+mp1emented-fo 11--ouirent-lutri aii ityg-uriilmember•s es-al=tho date of rati isatiou-Bargaining unit ,members will adhere to the current salary schedule as set forth in the attached Appendices B and C. Effective the first full pay period alter October 1 2017, the current pay scale bargaining unit members will receive a five percent (5%) across the board increase to their base wages. The City will issue back pay as rrppropri.ate on the first 1101 pay period. within 45 days after ratification. -Effectittpen-4atilloation-rbartynning-unit rneml er's-Fill lie-plaaeed-in4he-nee tep-seherltiis•-on he-step-t at -re leets-their ci ifeat-Yeartoaf service-withAh -Gi-tyro-tliei --curses tml eas t -wi-tbi -the-bargginin -unit t f4anuary l; ' 0.1,5 The-Gity wiil-iaau-back pity as pp p e-lased--ar-a-tl hove criteria-the--[lrat full pay period after=rats ication Ii addition;-•ttn 1 tutaii ingHtmi-t-merr ber-whe vas-promet-e-and-1-car-w o eligible -(err a step increase on their.. ani versary.4at aft 4artua y 1, 20:130trough the--data—Of rati-llealien7of.-414s-a:gr:eenient--wil4-reeerv+e--that i-narcaserund-the- -11-jJ will---issae-baek l a s appropriate•ef-f ti-ve4 he first-fial4-pi -y aeriocl fellersn-ratif c,L*it;ic rr=fhcreaflea; l Bargaining unit members that are not at their maximum step will be eligible for step increases on their anniversary date in accordance with the time frames delineated below. The following time frames apply to employees eligible for step increases: Step 2 5% after one (1) year at Step 1 Step 3 5% after one (1) year at Step 2 Step 4 5% after one (1) year at Step 3 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 one (1) year at Step 8 Step 10 5% after one (1) year at Step 9 Longevity Steps: Step 11 Step 12 Step 13 5% after one (1) year at Step 10 2.5% after four (4) years at Ste 2.5% after two (2) years at St• nion Step 14 Step 15 Step 16 City's Proposals to IAFF on Outstanding Articles (8.21.2018) 2.5% after two (2) years at Step 13 2.5% after two (2) years at Step 14 2,5% after two (2) years at Step 15 18.2. Foi all rrncP„ Revesue-e--elleete.d-yip•to•Se tembei-303-204-• I4S-Revenue-above--3:fi4 r illien--i -e .ch-semi-an ual--periocl--s all be split 70 30-(eri 1eyec it for bargaining -unit +a-embc :;-assi- necl-to-ailvanced44—su poi4 For all EMS Revenue collected after September 30, 2- 1-52016, EMS Revenue above 3.64 million in each semi-annual period shall be split 50-50 (employee -City) for bargaining unit members assigned to advanced life support transport units. The sharing will occur on a semi-annual basis. Effective the-i"iir'st4ttl-pay-perietl-a=f r October 1, 2.01.5, bl3argaining unit members who are assigned to ALS Transport positions and members assigned to the EMS Support Division will have-h is y--inc:eaaeE1-bye receive a six percent (6%) suppipmpltt to base pay hereto referred to as ALS1. Members assigned to ALS Non Transport positions will have - heir -base payinereaseel-by receive a three percent (3%) suppi.emcnt.to.base gay hereto referred to as ALS2. Lieutenants and permanent Firefighters assigned to swing or unassigned in the ERD Division will receive ALS Transport pay (ALS 1). ALS Acting Pay: A, Members who are not regularly assigned to ALS units and who are required to ride in an ALS Transport position shall be paid six percent (6%) above their hourly rate ofpay (ALSO for all hours worked in that capacity during that shift, provided they ride in that capacity for a minimum of four (4) hours. B. Members who are regularly assigned to ALS non -transport units and who are required to ride in an ALS Transport position shall be paid three percent (3%) above their hourly rate ofpay (ALS3) for all hours worked in that capacity during that shift, provided they ride in that capacity for a minimum o e Union (4) hours. City's Proposals to IAFF on Outstanding Articles (8.21.2018) unit employees having five (5) or more years of previous continuous service will be placed at Step 5 (48-hour shift) of the Firefighter salary schedule. 18.6. All changes in salary because of promotion, demotion, step and/or longevity increase, etc,, shall begin to accrue the effective date of the change, but actual payment for the same shall not be made until the first full pay period following the effective date of the change. 18.7. Bargaining unit members shall receive, in recognition of their efforts in generating new revenue, a "revenue incentive" pay supplement of $1,500 annually. The revenue incentive wage payment shall be segregated on the employee's paycheck stub so employees realize the pay is based upon their performance. The revenue incentive wage payment will not be rolled into any pay supplements. 18.8. Leaves of absence without pay or suspension of any duration shall cause the effective date of the longevity and anniversary date to be deferred by the same number of calendar days embraced by said leave. This break in pay shall not be considered a break in continuous service. 18.9. 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/her normal retirement or honorable separation, one hundred seventy-three and three tenths (173.3) hours of pay if on a forty (40) hour work week and two hundred eight (208) hours of pay if on a forty-eight (48) hour work week. 18.10. Effective the first full pay period after October 1, 2016October-LT241-5, bargaining unit members shall receive a State Certified Paramedic annual pay supplement in the amount of $6,000 or 14%„ of base pay, whichever is higher. •am -tally, Paramedic pay supplement shall be subject to pension deductions and applicable federal taxes and shall be included in calculating an employee's overtime and average earning for pension purposes. Any St Ce ified Paramedic who is restricted from using their Paramedic License by the Medic l$eetor for failure of r'the Union City's Proposals to IAFF on Outstanding Articles (8.21.2018) 18.13. The Parties agree that annual pay supplements that are currently subject to pension deductions and applicable federal taxes and that are currently included in calculating an employee's average earnings for pension purposes shall continue to be subject to pension deductions and applicable federal taxes and included in calculating an employee's average earnings for pension purposes. 18.14.=Fhe-latactiee-01;-1 I a=Emmert-ificatic n--tritiniushall-re,-ver• haelf.-kca ihe-procedures •in efft prior-1,e-Oe bei-1.;�-04- EMS recertification training shall be performed Off Duty with Overtime pay in accordance with this Agreement. 18.15. Effective the first full pay period after October 1, 2015, the bargaining unit members identified in Appendix D who would receive a reduction to their base wages as a result of the implementation of the cumulative changes in this Article and the change in the employee pension contribution as set forth in Article 43 - Pension, will have their rate of pay adjusted to offset the reduction, respectively. These members shall remain at this new pay rate until either their next step increase or upon promotion to a higher rank which results in a higher base salary. 18.16 Effective October 1, 2018, bargaining unit mernbers who currently have or successfully obtain a college or university degree shall receive an annual incentive bonus as outlined below. This incentive shall be prorated and paid on a bi-weekly basis, Bargaining unit members shall only be credited for the single highest educational degree obtained. Associate's Degree Bachelor's Degree Master's Degree Juris Doctor. Ph.D., Ed. D, M.D. For City $1„200 $2,400 $3,600 $4,800 ARTICLE 19 VACATION TIME 19.1. Base vacation hours shall be one hundred. forty (140) hours (96 hours for 40-hour employees). Longevity vacation on the sixth, seventh, eighth, ninth and tenth year of employment will be granted at the rate of ten (10) hours per year longevity vacation. From the eleventh year on it will be granted at the rate of five (5) hours per year. Bargaining unit member vacation accrual per year will be capped at two hundred ninety hours (290) hours (240 for 40 hour employees). Employees who are above two hundred ninety (290) hours prior to December 31, 2015 are exempt. Employees who retire upon normal service retirement may, at their sole discretion, make an irrevocable election in the calendar year prior to the calendar year in which the employee severs service from the City of Miami to convert any portion of their accumulated vacation time to sick time at the time of severance of service.*2 19.2. The following will apply to the scheduling of vacation: A. The vacation time multiplier for scheduling vacations shall be 1.25. B. Vacation time may not be used in place of sick time unless the member does not have any sick time in his/her sick time balance. Vacation leave shall be taken in increments of not less than one (1) hour. C. The Hazardous Materials Team members shall schedule the vacation under this agreement. 19.3. Vacation shall be taken by the second payroll period following the last payroll period of the calendar year in which the vacation was credited. If using the second payroll period causes administrative problems then the parties will explore other methods of addressing this issue. Forty (40) hour employees (or 48 hour and 52 hour employees) shall only be allowed to 2 *Any vacation time balances that are converted to sick time under, provisions of Article 19.1.above shall be added over and above the 1200 hour limitations set forth 40 Tentative Agreement City ([' Date ? Union ticle 44.6 Date carryover five hundred (500) hours (or 600 hours) of the previous year's credited vacation. Any excess vacation over the five hundred (500) hours (or 600 hours) automatic carryover not taken within the payroll calendar year will be forfeited. Employees who were on disability at the time of their scheduled vacation shall be paid for all excess vacation over five hundred (500) hours (or 600 hours) at the employee's January 1, hourly rate of pay following the year the vacation would have been scheduled. If an employee is unable to take a previously authorized vacation due to cancellation by his/her Department and the vacation cannot be rescheduled within the payroll calendar year, any hours in excess of the five hundred (500) hours (or 600 hours) which would have been forfeited shall be paid for at the employee's January 1, hourly rate of pay following the year the vacation was scheduled. Tentative Agreement City 41 Date 7((/�� Union Tentative Agreement City ARTICLE 20 OVERTIME 20.1. All authorized hours actually work performed in excess of an employee's normal work day and in excess of an employee's normal work week shall be considered overtime work. Employees performing overtime work shall be paid at the rate of time and one-half at their straight time hourly rate of pay. 20.2. Employees shall be compensated for overtime as set forth below: A. Employees may be paid for holidays and other overtime as it occurs or, at their option, they may accumulate compensatory time up to a maximum of 200 hours. Prior to November 1 of each year, the employee may elect to be paid for the full accumulation of earned time on the last pay day in November or carry over up to 48 hours for use during the following calendar year. If the employee elects to carry over up to 48 hours of compensatory leave, any additional balance shall be paid on the last pay day in November. B. Employees may schedule up to 48 hours of compensatory time in conjunction with their vacations. C. Compensatory time, which has not been previously approved, may be taken off at the sole discretion of the Fire Chief. Denial of requests to use unscheduled compensatory time shall not be subject to any grievance procedure. D. In the event, a state of emergency is declared due to an act of God and the City Manager grants emergency leave, such leave shall not be included in determining eligibility for overtime. The employee utilizing such leave shall be paid straight time for those hours + ked in excess of their normal 42 Date Union ' Date 444 work day or in excess of their normal work week equal to the number of hours taken as emergency leave, before overtime shall apply. Employees shall not be permitted to accrue compensatory time in lieu of overtime for grant -funded positions, including overtime created by back -fill. 20.3. The parties agree that overtime hours shall not be used in the computation of arriving at average earnings for purposes of establishing pension benefits. 20.4. The parties agree that assignments of overtime work shall rest solely with the Department Director. 20.5. The parties agree that the assignment of overtime work is on an involuntary basis and any employee refusing assigmnents of such work is subject to disciplinary action as deemed appropriate by the Department Director. Tentative Agreement City Date 43 Union Date 71 /l<‘ IAFF Union Proposal March 31 2016 ARTICLE 21 CALL BACK PAY 21.1. All employees covered by the terms of this Agreement who are called back to work while off duty shall be paid at least three (3) hours minimum, plus one (1) hour's travel time, at the employee's overtime rate provided by Article 20. 21.2. Any employee covered by this Agreement who is summoned to appear as a witness, while off duty as a result of his direct employment as a member of the Miami Fire Department, will be paid four (4) hours minimum at one and one-half times his current hourly rate, excluding travel time, for all such time, provided that the Fire Chief is given prior notification so that he is given an opportunity to schedule such appearance during regular duty hours. In consideration of receiving overtime pay, the employee shall promptly assign to. the City any witness or deposition fees received, and mileage allowance, if any. This Article shall not apply in legal disputes where one member of the bargaining unit sues another member of the bargaining unit covered by this Agreement. 21.3. Attendance in court in response to a legal order or subpoena to appear and testify in private litigation, not in connection to an employee's official duty, but as an individual, shall be taken as vacation, compensatory leave, or leave of absence without pay. t(1tt1 P19 47 c ARTICLE 22 WORKING OUT OF CLASSIFICATION 22.1. The City agrees that any person covered by this Agreement who is required to accept the full responsibilities and carry out the duties of a rank above that which he normally holds shall be paid at the hourly rate of five percent (5%) above his current rate in his regular classification while so acting, provided he works in that capacity for a minimum of four (4) hours. 22.2. The Fire Chief or his designee may at his sole discretion select the best -qualified employee to serve in a classification higher than the classification in which he has Civil Service status. The employee will serve in this capacity for such periods of time as best suits the needs of the Fire Department as determined by the Fire Chief or his designee. Tentative Agreement City 6 fp 45 Date 7 /% Union Date IAFF Union Proposal March 31, 2016 ARTICLE 23 HOLIDAYS 23.1. The following days shall be considered holidays: New Year's Day Presidents' Day Memorial Day Independence Day Labor Day Martin Luther King Day Columbus Day Veterans Day Thanksgiving Day Day After Thanksgiving Christmas Day 23.2. Any additional holidays declared by official resolution of the City Commission shall be added to the above list. 23.3. New Year's Day, Independence Day, Veterans Day, and Christmas will be on January 1st, July 4th, November 11th, and December 25th, respectively. However, those bargaining unit employees who work 40 hours per week will observe the above four (4) holidays on the same dates as do the non -uniformed employees of the City. 23.4. Any employee covered by this Agreement, in pay status, at the time the holiday occurs, shall, at his option, if assigned to a twenty-four (24) hour shift (48 or 52 hour work week), be paid for ten (10) hours at his regular rate of pay or -receive ten (10) hours of compensatory time, or if assigned to a forty (40) hour work week be paid for eight (8) hours of compensatory time or be paid eight (8) hours at his regular rate of pay. 23.5. It is agreed and understood that premium pay for work performed on a holiday shall be calculated as one-half of the actual time worked. An employee who works an eight (8) hour shift on which the holiday occurs, shall receive four (4) additional hours as premium pay; an employee who works a sixteen (16) hour shift on a given holiday shall receive eight (8) 11746 49 IAFF Union .Proposal March 31, 2016 additional hours as premium pay; and all employees whether they are off or on duty on the day on which the holiday occurs shall receive ten (10) hours for the holiday. The ten (10) hours, plus the premium pay as defined above is payable in cash or earned time at the employee's option according to the following: Any additional holiday time declared by the City shall be considered under the holiday option of cash or earned time for the actual amount of time so declared as holiday; premium pay shall be calculated as one-half the actual amount of time worked for such additional holiday time. 50 '1 /24 City's Proposals to TAFF on Outstanding Articles (8.21.2018) ARTICLE 25 FAMILY LEAVE AND LEAVES OF ABSENCE 25.1. The parties to this Agreement believe that the terms and conditions set forth in this Article meet or exceed the requirements specified within the Dade County Family Leave ordinance and the Family Leave Act of the United States, In the event that they do not, the Dade County Family Leave ordinance and the Family Leave Act will supersede these terms and conditions. 25.2. Bargaining unit employees may take a leave of absence without pay not to exceed ninety (90) calendar days during a twelve (12) month period for the birth or adoption of a child, the serious illness of a family member or the employee's own serious illness. 25.3. Leave without pay for a seriously ill family member or serious illness of the bargaining unit employee may be extended beyond the initially approved ninety (90) calendar days upon approval of the City Manager or his/her designee. 25.4. Bargaining unit employees must have been employed for at least ninety (90) days to be eligible for leave without pay as specified in Section 25.2. 25.5. Leave without pay for the birth or adoption of a child must be taken by the bargaining unit employee within one (1) year of the birth or adoption. This leave does not have to be consecutive, however, such leave may not be taken on a reduced leave schedule, 25.6. Leave without pay for a seriously ill family member or because of a serious illness of the bargaining unit employee may be taken intermittently or on a reduced leave schedule when medically necessary. 25.7. Upon approval of the Fire Chief, and the City Manager or his/her designee, a leave without pay may be granted, for the purpose of entering a course of training or study calculated to improve the quality of the employee's service to the City through tours- . k directly related to the employee's job, for a period not to exceed six (6) months. TI �t est for leave without Fir the Union ARTICLE 2527 BEREAVEMENT LEAVE 2527.1. Any employee covered by this Agreement may, in the case of death in the immediate family, be authorized up to a maximum of forty (40) hours of paid leave for any death of a member of the employee's immediate family. Said paid leave days shall be taken consecutively by the employee excluding normal days off and holidays. The immediate family is defined as father, mother, sister, brother, husband, wife, domestic partner, children, domestic partner's children, father-in-law, mother-in-law, domestic partner's parents, grandparents, spouse's grandparents, domestic partner's grandparents, stepfather and/or stepmother if they have raised the employee from infancy regardless of place of residence, and may include any other person who was an actual member of the employee's household for five (5) or more years immediately prior to their death. Within thirty (30) calendar days from the date the employee returns from bereavement leave, the employee shall, upon request, file a copy of the death certificate of the deceased family member. Said death certificate must be attached to a form approved by the Office of Labor Relations 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 application for bereavement leave will be subject to disciplinary action up to and including dismissal. 2527.2. It is understood that under certain circumstances the employee may be unable to obtain a death certificate. In this event, in lieu of a death certificate, the employee shall submit a newspaper account showing the death and the relationship of the deceased to the employee and/or other information and documentation as required by the Department of Human Resources. 2527.3. In addition to bereavement leave, at the request of the employee, the Department Director may authorize the use of accrued vacation. Tentative Agreement City so Date ?(MMi6 Union s Date 2527.4. Employees on twenty-four (24) hour tour of duty shall be bound by the above sections except that they may be authorized up to forty-eight (48) consecutive work hours of duty on leave with pay. 2-527.5. Bereavement leave is for attending a funeral or to attend to estate issues or for being in a state of bereavement and must be taken within 45 days of the death of the family member. The Fire Chief at his sole discretion, can make exceptions to the 45 day limit under truly unique circumstance, but his decision is final and cannot be appealed through the grievance procedure or any other forum. Tentative Agreement City 51 Date //6 Union City's Proposals to IAFF on Outstanding Articles (8 21,201$) ARTICLE 28 PHYSICAL EXAMINATIONS 28.1. Employees shall be required to take an annual physical examination. as-felioww:s; n)--Et pIGyees 'orty el0) years of age--er-eltic --one-peter b)--7✓ ployees this--tyy( 0) years-of-age-er-e-kler• one-e ufy-othet ye w t Bnaplc yeses-under-thifty r3ram;)-year; ot`age one every -three -years 28.2. The schedule set forth in Section 28.1, and the content of the present physical examination shall continue, unless changed by mutual agreement of the parties. 28.3. The City agrees to provide physicals that are mandated by State or Federal law, including but not limited to hazardous materials team, technical rescue team and dive team physicals. IAFF Union Proposal March 31, 2016 ARTICLE 29 LOSS OF EQUIPMENT 29.1. A bargaining unit employee shall reimburse the City for the repair or replacement cost of lost, stolen, or damaged City equipment when the City demonstrates that the employee's careless and/or negligent act(s) resulted in the loss, theft, or damage. 57 211 (Ci IAFF Union Proposal March 31, 2016 ARTICLE 30 BLOOD DONORS 30.1. Employees who volunteer as blood donors to contribute to a City supported Blood Donor Organization will be authorized the 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 the City donors are released to go back to work. aqi,A1117 58 City's Proposals to TAFF on Outstanding Articles (8,21.2018) ARTICLE 31 SUBSTANCE/ALCOHOL - PERSONNEL SCREENING 31.1. In an effort to identify and eliminate on or off -duty controlled substance/alcohol abuse, urinalysis/blood tests shall be administered as provided herein: Employees refusing to give a testable blood/urine sample under any of the following conditions will be dismissed, RANDOM SUBSTANCE SCREENING Employees meeting any of the criteria below shall be subject to random substance screening. Employees who meet any of the criteria below shall be subject to random substance screenings for a period of one hundred and eighty (180) calendar days from the date the criteria was met. After the period of one hundred and eighty (180) calendar days, if and when employees meeting criterion A below have accumulated above one hundred and fifty (150) hours of sick leave and employees meeting criterion C or D below have not been late or absent without leave (AWOL) for a one hundred and eighty (180) calendar day period, they shall no longer be subject to random substance screening, unless they meet the criteria again in the future. The City shall be limited to a maximum of two (2) substance screenings in each one hundred and eighty (180) calendar day period the employee is under random substance screening. RANDOM SCREENING POOL CRITERIA A. Probationary firefighters are subject to screening until off probation. B. Employees assigned to a forty-eight (48) or fifty-two (52) hour work week with less than three hundred and seventy-five (375) hours of sick leave accumulation. Employees assigned to a forty (40) hour week with less than three hundred (300) hours of sick leave accumulation. C. Employees who are absent without leave (AWOL) twice wit ' a one hundred and eighty (180) calendar day period from the most recent A if on a forty-eight For Ili i> — noon City's Proposals to IAFF on Outstanding Articles (8.21.2018) (48) or fifty-two (52) hour work week or three (3) times within a one hundred and eighty (180) calendar day period if on a forty (40) hour work week. D. Employees reporting late (including any incidents of absence without leave) for duty three (3) times within a one hundred and eighty (180) calendar day period if on a forty-eight (48) or fifty-two (52) hour work week or five (5) times within a one hundred eighty (180) calendar day period if on a forty (40) hour work week. REASONABLE BELIEF SUBSTANCE SCREENING CATEGORIES A. Where a District Chief, or above has a reasonable belief based upon objective factors that the employee has possession or is using, dispensing or selling any illegal drug or controlled substance which is not prescribed by a licensed physician. B. Following any vehicular accident occurring on -duty, on an off -duty detail, traveling to or from same, involving employee(s) where a District Chief, or above has a reasonable belief based upon objective factors that the involved employee(s) may be under the influence of alcohol or may have been using, possessing, dispensing or selling controlled substance, unlawful, mind -altering, or non -physician prescribed drugs. C. Where a District Chief, or above has a reasonable belief based upon objective factors that the employee is under the influence of alcohol on -duty, or on an off- duty detail, or traveling to or from same, or while covered for portal to portal pay for workers' compensation. SUBSTANCE SCREENING PROCEDURES 31.2. Employees shall give either a blood sample, for suspected alcohol use or a urine sample for suspected substance abuse as determined by the City at either a hospital or accredited testing lab, as chosen by the City. The hospital or accredited testing • shy j iclude sufficient For the City FoTllrtr Union City's Proposals to IAFF on Outstanding Articles (8.21.2018) substance/alcohol abuse amounts to conduct for which the City may otherwise discipline the employee, the City may take action prior to knowing of a positive test result, 31.8. The IAFF will be advised of passed or failed tests to the extent that the releasing of such data is not inconsistent with Federal or State laws regarding the privacy of said test or if the individual involved does not want his test results released to the IAFF. 31.9. The following cutoff concentrations shall be applicable for determining whether specimens are negative or positive for the following drugs or classes of drugs for the initial and confirmatory test procedures. A positive result shall be a concentration in excess of those listed below. For those "designer drugs" that are listed below without cut-off levels, the parties agree to test in accordance with levels specified by Department of Human Services Federal Register, Part III, if and when it ever becomes available. Initial Test Level (ng/ml) Cannabinoid (Marijuana) Metabolites 50 Cocaine Metabolites 300 Opiate Metabolites 2,000 Phencyclidine 25 Amphetamines 1,000 Methaqualone 300 Methadone 300 Propoxyphene 300 Tricyclic Antidepressants 300 Designer Drugs: Ketamine TBD Methylenedioxymethamphetamine (Ecstasy) 500 OC/MS 'Pest Level (nl;/n1 Cannabinoid (Marijuana) Metabolites' 15 Cocaine Metabolites2 150 Opiates Morphine 2,000 Codeine 2,000 6-Acetylmorphine3 10 Phencyclidine 25 Amphetamines Amphetamine 500 lVl; iarnphetamine4 500 l.i ' n C'ily City's Proposals to IAFF on Outstanding Articles (8,21.2018) Services and the Labor Relations Division, Department of Human Resources of its intention to invoke expedited arbitration and to confirm same to the Chief of Management Services and the Labor Relations Division, Department of Human Resources thereafter in writing. By the City providing information to the Union in order that it may make its determination whether to pursue expedited arbitration, the parties agree and acknowledge that the City is in no way waiving any of its rights, arguments, ability to introduce new or additional evidence or defenses at arbitration, expedited or otherwise. Only the Union can invoke expedited arbitration under this Article. If the Union does not invoke expedited arbitration within forty-eight (48) hours of being notified by the City, expedited arbitration shall be precluded. Further, expedited arbitration shall be precluded under any circumstances in which an employee is arrested for a drug related crime. 31.14. Reasonable Belief Substance Screenings shall be tested even if the Union timely invokes expedited arbitration on behalf of an employee. If the Union invokes expedited arbitration, the results of the test will not be released by the testing company until the umpire rules that there was reasonable belief to test the employee. 31.15. The cost of the Umpire's decision will be borne by the employer if the umpire rules there was not reasonable belief to require the employee to take the test. If the umpire rules there was reasonable belief to require the employee to take the test, the Union will pay the cost of the umpire if the Union processed the grievance. 31.16. It is anticipated that an expedited hearing would be held before the Umpire under the American Arbitration Association rules of expedited arbitration and no post hearing briefs would be filed, The drug grievance will be submitted directly to arbitration and will be heard no later than five (5) calendar days after the employee was required to take the ohol/Controlled Substance test. The Umpire will rule at the close of the hearing and a umpire will be sufficient to settle the grievance. Fun Ilir U71� oral r Union sponse from the City's Proposals to IAFF on Outstanding Articles (8.21.2018) B. Upon being notified of a positive test, the employee will be immediately relieved of duty. If relieved of duty, the employee, if eligible, will use all of his/her earned time, vacation time, and sick time, and then he/she will go off the payroll. C. If the employee fails to enter, participate in and/or successfully complete any part of the rehabilitation program, including any after -care program, the employee shall be terminated from his/her employment with the City. D. Effective upon ratification of the labor agreement, employees cleared to return to work by rehabilitation administrators, shall be subject to substance screenings at management's discretion for a period of two (2) years from the date the employee returned to work. The City will be limited to a maximum of five (5) screenings per twelve (12) month period. Employees tested shall be entitled to a second test as outlined in Article 31.3. Employees who decline to offer a sample shall have the reserve portion of the first sample utilized as outlined in Article 31.3. Employees who test positive to confirmatory test shall be terminated from employment with the City. E. Effective upon ratification of this Agreement, employees will be entitled to one chance at a successful rehabilitation during their employment with the City. Employees who have been through at least one (1) rehabilitation program, who are screened shall be entitled to a separate second test as outlined in Article 31.3. Employees whose sample tests positive on confirmatory test shall be terminated from employment with the City. IAFF Union Proposal March 31, 2016 ARTICLE 32 HOURS OF WORK 32.1. The work week for twenty-four (24) hour shift employees shall be as follows: twenty-four (24) hours on duty, forty-eight (48) hours off duty. A day off, now known as an "R" day, shall be granted once every seven (7) scheduled tours. This schedule will result in a forty- eight (48) hour work week. Any changes in this schedule shall be subject to negotiations between the parties. An "R" day shall be defined as a regular day off as scheduled by the Fire Chief or his designee and must be taken on the day so designated. An employee may not have the choice to substitute any other official accumulated time or any official time as provided by the City of Miami unless approved by the Fire Chief or Deputy Chief. 32.2. Shift employees may work an optional fifty-two (52) hour work week as follows: twenty-four (24) hours on duty, forty-eight (48) hours off duty, a day known as an "R" day, shall be granted once every fourteen (14) scheduled tours. Employees working this schedule shall be paid at the same hourly rate as they would on a forty-eight (48) work week. Time accumulations shall be based on a forty-eight (48) hour work week. Only those volunteering for a fifty-two (52) hour work week shall be assigned to it. The number of positions and seniority bidding will be negotiated by the parties. Wages shall be those specified in the appropriate salary schedule contained within this Agreement (See Appendices). 68 quilt rkk ARTICLE 3433 PERSONNEL ALLOCATION 3433.1. The City agrees to provide minimum staffing for firefighting apparatus in active service. In order to provide a minimum level of safety to personnelin the bargaining unit, apparatus in service shall be staffed with no less than: 1). 4 persons per aerial unit 2). 4 persons per quint unit 3). 4 persons per pumper unit 4). 3 persons per rescue unit 5). 1 person per air truck 3-133.2. If in the future, new types of apparatus are placed in service, which are not covered above, the City and the Union will meet to negotiate a minimum staffing level for the new types of apparatus. If agreement is not reached within thirty (30) days, the dispute shall be submitted to arbitration consistent with the grievance procedure contained in Article 15. 3133.3. The Union agrees that this article has no effect on the City's rights under Article 6, Management Rights, except as outlined above. Specifically, the City has the sole authority, whether exercised or not, to determine the number and kinds of firefighting/rescue apparatus needed to fulfill the Fire Department's mission. Such Management decision will not be grievable or arbitrable. Tentative Agreement City 65 Date 991& Union Date IAFF Union Proposal March 31.2016 ARTICLE 34 EMPLOYEE RIGHT TO REPRESENTATION 34.1. Where an investigation is initiated by the Management of the City of Miami Fire Department against an employee covered by this Agreement concerning criminal charges and where a foiinal statement under oath is elicited from the accused employee, the interrogation shall be conducted under the following conditions: (a) The interrogation shall be conducted at a reasonable hour, preferably while the accused is on duty, unless the seriousness of the investigation is of such degree that an immediate action is required. If the accused is off duty at the time of the interrogation, the accused shall be entitled to overtime. However, if he or she is eventually found guilty of the charges through the applicable administration processes, any overtime shall be forfeited in addition to any penalty imposed for the violation. If it occurs while on duty, a commanding officer or a supervisor of the accused shall be notified of the interrogation. (b) If the interrogation is conducted by or for the Department, it shall take place in the Miami Fire Department building. If the interrogation is to be conducted by or for another investigating City agency, it shall be conducted at either the investigative agency's City office or at the Miami Fire Department. (c) The accused shall be informed of the rank, name, and command of the officer in charge of the investigation, the interrogating party, and all persons present during the interrogation. All questions directed at the accused shall be asked by and through one interrogator at any one time. 70 t'lisiu, y(Zr1r6, IAFF Union ProposalMarch 31, 2016 (d) The accused shall be informed of the nature of the investigation prior to any interrogation, and given the names of all known complainants. (e) Interrogations shall be for reasonable periods and shall be timed to allow for such personal necessities and rest period as are reasonably necessary. (f) The accused shall not be subjected to abusive or offensive language or threatened with transfer, dismissal, or other disciplinary actions. No promise, reward, threat, or action shall be made as an inducement to answering any questions. (g) The complete interrogation including when recesses are taken shall be recorded, and there shall be no unrecorded questions or statements. (h) The accused shall not be obligated into giving a second statement concerning the same facts elicited in an original interrogation. This will not preclude an investigator from asking questions at a 1 ater time, that were not covered by the first statement. (i) No mechanical device, including, but not limited to, polygraph, psychological stress evaluator, et al., shall be forced onto an accused, nor shall disciplinary action be taken against an accused who refuses to submit to such testing. (j) If the accused is under arrest, or is likely to be arrested as a result of the interrogation, he shall be fully informed of his or her legal rights prior to any interrogation. (k) At the request of the accused, he or she shall have the right to be represented by counsel or any other representative of his or her choice during the entire interrogation. 71 Ib IAFF Union Proposal (1) March 31, 2016 Where an attorney or employee representative is requested but cannot be present within four (4) hours of notification, the employee shall be required to obtain another employee representative or counsel. When an employee representative or counsel is present, he shall be only an advisor and shall not have the right of cross-examination. 34.2. The above shall not apply to investigations and review of infractions of non- criminal City and Departmental Rules and Regulations provided, however, any employee covered by this Agreement who is disciplined as the result of the alleged violation of City or Departmental Regulations, Rules or Policies shall have the right to have Union representation present if he or she desires it. If such meeting occurs between 9:00 a.m. and 5:00 p.m. on normal Monday through Friday business days the employee shall be allowed two (2) hours to have Union representative present. If such meeting occurs at times other than, those described above, the employee shall be allowed four (4) hours to secure Union representation. The Union representative shall be an advisor to the employee and shall not have the right to cross- examination. Div 72 zr4 TAFF Union Proposal March 31 2016 ARTICLE 35 RESIDENCY 35.1. It is agreed that while residency is not a condition of employment a candidate that is otherwise qualified may 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. 73 uo City's Proposals to IAFF on Outstanding Articles (8.21.2018) ARTICLE 34 SHIFT STRENGTH 34.1. The department shall maintain a minimum of one hundred sixty one fifty (150161) uniform personnel on duty per shift, which also includes one (1) Air Truck Driver, Car 7494/95, and FCIO. For the City ARTICLE 3537 STATION COMMANDERS 3&b 37.1 All Station Commanders shall receive a one percent (1%) increase in wages. Openings for Station Commander after this Agreement becomes effective shall be filled in the following order: A. The senior in grade Captain assigned to the station requesting the assignment. B. If no requests are made, the least senior in grade Captain assigned to the station shall be the Station Commander. Tentative Agreement City 71 Date Union Date IAFF Union Proposal March 31, 2016 ARTICLE 38 TOTAL AGREEMENT 38.1. The parties agree that this Collective Bargaining Agreement represents the total agreement during the life of this contract, and no requests shall be made to increase the cost of wages, hours, and working conditions through the Civil Service Board, City Manager, the Mayor, or the City Commission during the life of this Collective Bargaining Contract, poclito 76 IAFF Union Proposal March 31, 2016 ARTICLE 39 REPRESENTATION OF THE CITY 39.1. The City shall be represented by the City Manager, or an individual designated in writing to the Union by the City Manager. The City Manager shall have authority to execute an Agreement on behalf of the City upon being directed by an official resolution of the City Commission. 39.2. 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. 77 4 V/2.4--7/6 IAFF Union Proposal March 31, 2016 ARTICLE 40 REPRESENTATION OF THE UNION 40.1. The bargaining unit shall be represented by the President of the Union or by a person or persons designated in writing to the City Manager or his designee by the President of the Union. The identification of representatives shall be made each year prior to April 1. 40.2. The President of the Union, or the person or persons designated by said President, shall have full authority to conclude a collective bargaining agreement on behalf of the Union subject to a majority vote of those bargaining unit members voting on the question of ratification. 40.3. It is understood that the Union representative or representatives are the official representatives of the Union for the purpose of negotiating with the City. Such negotiations entered into with persons other than those as defined herein, regardless of their position or association with the Union, shall be deemed unauthorized and shall have no weight or authority in committing or in any way obligating the Union. 40.4. It shall be the responsibility of the Union to notify the City Manager or designee in writing of any changes in the designation of the President of the Union or of any certified representative of the Union. 78 IAFN Union Proposal March 31, 2016 ARTICLE 41 AGREEMENT IN THE EVENT OF TRANSFER 41.1. The City agrees that in the event of a transfer of the Fire Department or its functions to Miami -Dade County, all the rights and benefits of the transferred employees guaranteed tinder this Agreement shall be continued for the term of this Agreement. 7/2 79 LAFF Union Proposal March 31, 2016 ARTICLE 42 SAVINGS PROVISION 42.1. If this Agreement or any provision, section, subsection, sentence, clause, phrase or word of this Agreement is declared invalid by a court of competent jurisdiction, the remainder of the Agreement shall remain in full force and effect. The parties will meet, promptly, to negotiate replacement language in accordance with Chapter 447, Part II, Florida Statutes. 80 City's Proposals to IAFF on Outstanding Articles (8.21.2018) ARTICLE 43 PENSION 43.1 Pension Plan The pension benefits and employee contributions of employees covered by this Agreement shall remain unchanged as they presently exist as currently set forth in the City of Miami Firefighters' and Police Officers' Retirement Trust, Section 40-191 through 40-213, Miami City Code ("FIPO") except as modified below. Effective upon ratification, bargaining unit members who were vested. into their pension benefits on or before September 26, 2t010, shall have the pension benefits in. accordance with the prov._isions...of the FIPO in effect on September 26, 2010. Those bar .wining trait members will remain eligible to participate in the Backdrop Option set :forth ins action 43A, below. 43.2. Employee Pension Contributions ESfeet ve--tl e-fiit t—fall-j ay--1 4oel-fellowitag cto-ber4; 2046 tThe employee pension contribution shall be ten percent (10%) of compensation. 43.3. In the event the City decides to purse the issuance of a securitized instrument as an asset to FIPO, the City and the Union agree to negotiate a sharing arrangement for a portion of the savings. 43.4. BACKDROP Option. A Backdrop benefit option shall be implemented on January 1, 2013. The Backdrop option shall replace the existing DROP program. Employees who have not attained normal retirement eligibility as of the effective date or were not vested by October 1, 2010, and all employees hired on or after that date, will be eligible for the Backdrop option, but will not be eligible for the DROP. Anyone eligible for the forward DROP as of January 1, 2013, remains eligible for the forward DROP as it presently exists and anyone eligible for the forward i'•P as of January 1, t?or Ifie li y For I Union City's Proposals to IAFF on Outstanding Articles (8.21.2018) Manager due to special circumstances. Bargaining unit employees will be able to revoke their Backdrop election one time, but within 1 month of their election. However, if a bargaining unit employee is granted a lesser notice period by the City Manager due to special circumstances, the employee will not be eligible for the one-time Backdrop election revocation. Employees are not required to elect the Backdrop option. (c) All or a portion of the lump sum payment under the Backdrop option may be rolled over to an eligible retirement plan or IRA in accordance with federal law. If the Backdrop is ever terminated, for any reason, the rights of all persons then in the DROP shall not be diminished or impaired. Additionally, if the back DROP is ever terminated, all persons who are then eligible for a back DROP will still be eligible for a 7 year back DROP. The Board of Trustees of FIPO shall develop operational rules for the implementation of this provision. 43.5. The parties agree to support the change of the approved actuarial cost method from the current aggregate method to the Entry Age Normal actuarial cost method based on reasonable amortization periods and assumed payroll growth with an expected reduction in contribution requirements of approximately 1.72 million dollars estimated using a 25 year amortization period and 3% payroll growth. If legally necessary or legally required, the parties agree to jointly petition the Circuit Court judge in the case of Gates v. City of Miami to alter the judgment accordingly, to be effective for the plan year beginning October 1, 2012. Upon receipt of approval from the Court, the City shall implement the change by ordinance. 43.6. Balance Transfers, The rollover of DROP funds into the Miami Firefighters' Relief & Pension Fund (175) shall be allowed if rollovers of this type are approved by the Miami Firefighters'ief & Pension Fund (175) trustee board. For the CO e Union ARTICLE 4244 SICK TIME 4244.1. Sick time will be granted at the rate of ten (10) hours per month for 48 and 52 hour a week employees and eight (8) hours for 40 hour a week employees. 4244.2. Up to forty-eight (48) hours of Sick Time (40 hours for 40-hour employees) may be used for the illness of an employee's qualified family member. An employee's Sick time may be used for the illness of a family member in excess of forty-eight (48) hours (40 hours for 40 hour employees) for a long term serious health condition with the recommendation of the Fire Chief and approval of the City Manager or his designee. This is in addition to any benefits afforded under Article 25 24 of this agreement. 4244.3. After the accumulation of six hundred (600) hours (four hundred and eighty (480) hours for forty (40) hour week employees) of sick leave, further accumulation shall at the employees option, be: Option 1 - Added to the employees sick time bank Option 2 - Paid for all sick leave hours in excess of sixty (60) hours annually (forty eight (48) hours for forty (40) hour week). Time earned for each calendar year shall be paid the first full pay day in February. Option 3 - Credited to an employee's vacation leave at the rate of five (5) hours vacation leave for each ten (10) hours of sick leave earned. 4244.4. Employees covered by this Agreement who retire after October 1, 1993 shall be paid for one hundred percent (100%) of accumulated sick leave up to twelve hundred (1200) hours and fifty percent (50%) of accumulated sick leave above twelve hundred (1200) hours. Employees whose sick leave payoff was limited to fourteen hun. ed and forty (1440) hours shall Tentative Agreement City 82 Date _7Union Date 9 h//G have the option of keeping the fourteen hundred and forty (1440) hours limit or selecting the twelve hundred (1200) hours limit with payout at one hundred percent (100%) and fifty percent (50%) of accumulated sick leave above twelve hundred (1200) hours. Employees working less than forty-eight (48) hours per week shall have their sick leave converted accordingly. 4244.5. Employees who are eligible for retirement may, at their sole discretion make an irrevocable election in the calendar year prior to the calendar year in which the employee severs service with the City of Miami to convert any portion of their accumulated sick time to vacation time at the time of severance of service. The conversion of sick time to vacation time shall be at the rate of one hundred percent (100%) of accumulated sick leave up to twelve hundred (1200) hours and fifty percent (50%) of accumulated sick leave above twelve hundred (1200) hours. 4244.6. Effective upon implementation of the Retiree Health Plan, employees covered by this Agreement shall be credited for one hundred percent (100%) of accumulated sick leave up to twelve hundred (1200) hours* 3 and fifty percent (50%) of accumulated sick leave above twelve hundred (1200) hours at time of severance of service with the Department.* 4 3 & 4 Any vacation time balances that are converted to sick time under provisions of Article 19.1 shall be added over and above the 1200 hour limitations set forth here in Article 42:644.6. Tentative Agreement City �j�83 Date —4_ Union Date y17/4 City's Proposals to IAFF on Outstanding Articles (8.21.2018) ARTICLE 45 TUITION REIMBURSEMENT 45.1 It is agreed between the parties that a tuition reimbursement program designed to encourage bargaining unit members to improve their job performance and increase their value to the City by pursuing courses of study related to their job duties at Miami -Dade County, Broward County or other approved County educational institutions shall be established. Other educational programs may be covered, provided the City and the Union mutually agree upon the inclusion of the educational program. 45.2 Any full-time sworn, permanent bargaining unit members shall be eligible to participate in the Tuition Reimbursement Program. Tuition reimbursement provided under this Article shall not be subject to budgetary constraints. 45,3 All degree seeking course work must be taken at or from an accredited college, university, or educational institution approved by the City Manager or the Labor Relations Officer. Course work taken under provisions of this Article must be directly related to the bargaining unit member's job duties and for the purpose of professional development. Class attendance will be on the bargaining unit member's own time unless otherwise noted in the course announcement and authorized by the City Manager or the Labor Relations Officer. All technical and/or non -degree seeking education must be directly related to the bargaining unit member's job duties and for the purpose of professional development and shall be from organizations or institutes approved by the Fire Chief or designee. 45.4 Effective upon ratification of the labor agreement reimbursement will be limited to lab fees, books, and tuition costs up to a maximum of $4,000 in a calendar year. All coursework in pursuit of a paramedic certification shall be covered by the City. IAFF Union Proposal March 31, 2016 ARTICLE 46 BARGAINING UNIT MEMBERS KILLED IN THE LINE OF DUTY 46.1. Any full -tune Bargaining Unit Member who is killed while in the performance of his or her official duties or who subsequently dies from injuries within twelve (12) months of the incident from his or her wounds shall be given a promotion to the rank of Battalion Chief. Leave balances will be paid off at the hourly rate of the newly promoted rank. The beneficiary of the deceased shall receive a sum of $250,000 from the City upon said bargaining unit member's death. Application shall be made to the City for payment of such death benefits. (-/l2T7ii 91 City's Proposals to TAFF on Outstanding Articles (8.21,2018) ARTICLE 47 RETIREE HEALTH PLAN 47.1. The parties agree that the union will establish the Miami Association of Fire Fighters IAFF Local 587 Retiree Health Plan ("RHP") consistent with current IRS Rules and Regulations. 47.2. Eligibility for membership, taxability, funding, and administration of the RHP, including Board of Trustees composition and investment policy will be as outlined in the RHP Plan Document and/or Trust Agreement. 47.3. It is the intent of the parties that upon severance of service from the Department all members will have their sick leave balances calculated at their rate of pay at time of severance and transferred to their Individual Plan accounts. 47.4. The parties agree that any losses, charges or expenses incurred by the participant in the RHP will be borne by the participant and shall not be made up by the City of Miami, the IAFF or the RHP. For the City rl Fo ion City's Proposals to IAFF on Outstanding Articles (8.21,2018) ARTICLE 48 TERMINATION AND MODIFICATION 48.1. After a majority vote of those bargaining unit members 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 representative and the City Manager, shall become effective October 1, 204-42016, except where otherwise stipulated. This Agreement shall continue in force until September 30, 20-1-62019. 48.2. On or before March 1, 204-62019, 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 describing its proposals. The changes indicated in the proposals shall be designated with a strike through of deleted language and new language will be underlined. 48.3. On or before March 1, 204-62019, the City shall present the Union with a list of proposals it desires to negotiate together with specific language describing its proposals. The changes indicated in the proposals shall be designated with a strike through of deleted language and new language will be underlined. 48.4. Initial discussions shall thereafter and no later than April 1, 201-62019, be entered into by the City and the Union. 48.5. Such discussions shall be concluded by the signing of a proposed agreement pursuant to Florida law, 48.6: Tire -parties agree that-by-entufin1,-i-nto-and-ritti-lying-tl�i Age et ent-7either-paFty waives^t+tv.o4-its t•iglrt 4a—poPs tal-a lien caing-ccstirt-©r-Pil li F ploye,es--Ikeka•tions-Goinini-ssion pmeeedings--and-aiw ll--remedies re oling-dromthoseroceedings-«kd-tod arisilg-.utits-or For ATTEST: City's Proposals to IA11F on Outstanding Articles (8.21.2018) INTERNAT • ►+!AL ASSOCIATION OF FIREFIGH , A -CIO, LOCAL 587 ATTEST: ON THE PART OF THE CITY OF MIAMI, MIAMI, FLORIDA CITY CLERK APPROVED AS TO FORM AND CORRECTNESS CITY ATTORNEY 34 City Manager Attachment B {Effective 10/01/201fig 1 Job Cafe BMP 18 An18ra1514un 1 2 5 4 5 8 7 8 9 16 f1 4P 13 14 15 18 Sims en II 1 2 3 4 5 F 7 9 9 10 14 16 18 IIu 22 1ma=Jab': atl- -,.::: $. n. ,,.... .n; - ....• ;,.. 01F 5306 IDS''-+1'.=1®1111M.2FI71 -1111111' t>EEI® 111FEEMENMER 29.5539 31.1284 EM i q:. 0 I " .' 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I,.,:41Aft 5 Ir 676 ;,. 3 ` 71�" >� sr Ass r'k R% 6 I'694 a1 +�?105 t .3 ,20y4 �2:55{ 500077 l W e:2 ' .'�3414 830d.50 010579 3115 5313 Olaf Ara 087o.r 30 2030 342.20E 359135 377155 39,913 41,5314 436605 458435 481357 505425 530336 55.7231 57.9162 685441 - $4334, 71,154.77 7471258 78,448.24 32370711 88,46931 90,31384 >8'444 46 10812225 10512840 11933477 11590495 118)301.7o 12177179 124,81602 127998A3 131134,88 s . z.�._aP ._,. r5% 'I ,...,A516 ,177. ?1 a8%t^ ,d:,:^:, 216..a, t:;E':ii6X t:1.:,w...914 .,004. :{914 ] >...,,..15% .:d?s,59..0 ,-; :25'14 ,4a.,„9'.25Y, 225 5309 Chief 799003081 96 2498 _28.8808 295177 314288 330002 34.6502 36.3627 3921118 40.1118 42,1175 442234 464348 475955 43.7854 50.6769 612551 Sl' 5365 543Y 71,153,47 74,710.77 78446.28 82,35855 88,488.80 90,131122 85,951.69 100,118.30 105,125.28 110,38101 115,903.78 113,73837 121.7138.38 124,81248 127,832.73 131.131,14 5 ,er1 a c; ,..,,,94 �.� ,� , +iic ,.6X =a .x 574 ,-, , :,.r i§� .zs.., fiX „<, I,i mr51j ,., :., i=8%1zwa,v,., •,s{:p1 rl ,..� *5. 1 .f'F u�2 r�t;?I,25 „w'2594� ,,;;a6X 1. , �:. $81 ,i1: 12749% ,., .r '.::p.i+ ;:,. IF .. .. , e • al: ,::..:: ,.,, ,a :. .. ,.::,. .. . 14-374 33F 53$7 Wei 7-73Oiticar 104 2704 206068 22.9>.2,2, 312583 335002 343590 7'5.3327 26,30113 401119 421175 442234 46.4346 47,5955 7854 52.0050 512551 525365 77032.49 80,934 87 5498348 8323254 9389414 69378,82 103297.6E 10046253 113 665.72 118580.07 12555916 133590,29 1'.il5 72 135.213.52 1313963.73 142056.70 ...,3.333 6'k k^, P P 3'IF1+.,� 59. 1111 7'W G 3. 41. ".1 .1163, .....x;-3% 311 35% 1 C ' ___.......;!% 1W , ...2.8% .F ,xo2r, yam.• J 41 6'@„26% ....:25% .. .. , . 2515 Mu Training -2094 208068 to months) , - _ .0' r Attachment D FULL NAME EMPLOYE E NUMBER Last Hire Data JOB TITLE ' FY 2014-15 Current Payroll FY 2014-1 S YEAR 1 Step FY 2015-115 YEAR 2 Step Total Salary increase Year 3 Step Riff Pension Contributio n 3% Increase Total Salary Increase minus Pension contribution Net Salary % Increase Year 2 Value* Percentage of year net below$0* Acosta, Pedro L. 23710 1/28/1991 Fire Lieut 96 Hrs 92,521 93,192 93,192 671 671 (2,795) (2,125) -2.30% 2,125 Alicea, Edwin A. 26020 4/8/2002 Fire Lieut 95 Hrs 81,823 82,368 84,427 2,604 545 (2,533) 71 0,09% 1,231 52% Bahr, Forest LLOYD 17163 9/4/1990 Fire Lieut 80 Hrs 92,519 93,194 93,194 675 675 (2,795) (2,121) -2,29% 2,121 Carroll Jr., Ignatius E 23488 3/20/1989 Flre Captain 80 Hours 107,042 107,884 107,884 842 842 (3,236) (2,394) -2 24% 2,394 Edge, Seth D 16327 1 j7/1985 Pre Lieut 80 Hrs 92,519 93,194 93,194 675 675 (2,795) (2,121) -2,2996 2,121 Ferra, Nabi A. 20775 1/28/1991 Fire Lieut 80 Hrs 92,519 93,194 93,194 675 675 (2,795) (2,121) -2 2996 2,121 Gomez, Olga M. 19997 9/4/1990 Fire Ueut S0 Hrs 92,519 93,194 93,194 675 675 (2,795) (2,121) -2.29% 2,121 Gonzalez, Carlos A. 20022 1/28/1991 Fire Lieut 30 Hrs 92,519 93,194 93,194 675 675 (2,795) (2,121) -22996 2,121 Hernandez, Javier 26035 4/23/2002 Fire Lieut 96 Hrs 81,823 82,368 84,427 2,604 545 (2,533) 71 0,09% 1,382 56% Irizarry, Toriano J 26016 4/8/2002 Fire Captain 95 Hrs 94,665 95,351 97,735 3,070 686 (2,931) 138 0,15% 1,454 52% Martinez Eduardo 19993 9/4/1990 Flre Captain 80 Hours 107,042 107,884 107,884 842 842 (3,236) (2,394) -2,24% 2,394 Menendez, Angel 25998 4/8/2002 Fire Beat 96 Hrs 81,823 82,368 84,427 2,604 545 (2,533) 71 0,05% 1,281 52% Muhammad, Neal A. 19602 1/28/1991 Fire Captain 96 Hrs 107,041 107,881 107,881 840 840 (3,2361 (2,396) -2,24% 2,396 °bando, Merber 25997 4/8/2002 Fire Lieut 80 Hrs 81,322 82,370 84,429 2,607 548 (2,533) 75 0,09% 1,280 52% Ortiz, Diego M 26007 4/8/2002 Fire Lieut 96 Hrs 81,823 82,368 84,427 2,604 545 (2,533) 71 0,09% 1,281 52% Sanchez, Emilio M. 18798 1/23/1991 Fire Captain 52/104 115,952 115,871 116,871 910 910 (3,505) (2,595) -2,24% 2,595 Savoy, William F. 15227 1/28/1991 Fire Lieut 95 Hrs 92,521 93,192 93,192 671 671 (2,795) (2,125.) -2,30% 2,125 Thomas, Huntley K 26008 4/8/2002 Fire Lieut 80 Hrs 81,822 82,370 84,429 2,607 548 (2,533) 75 0,09% 1,280 52% Wohl, Nicholas M 26009 4/8/2002 Fire Captain 52/104 102,554 103,297 105,880 3,326 743 (3,176) 150 0,15% 1,575 52% Based on 10/01/2015 Roster * the "Year 2 Va ue may be for that part of the year prior to the anniversary date in some instances this will ensure that no employee has a net reduction due to the increase in pension contribution City of Miami Legislation Resolution: R-18-0439 City Hall 3500 Pan American Drive Miami, FL 33133 www.miamigov.com File Number: 4903 Final Action Date: 10/11/2018 A RESOLUTION OF THE MIAMI CITY COMMISSION, WITH ATTACHMENT(S), APPROVING THE MODIFICATION OF THE 2019 - 2022 COLLECTIVE BARGAINING AGREEMENT ("CBA") BETWEEN THE CITY OF MIAMI AND THE EMPLOYEE ORGANIZATION KNOWN AS THE INTERNATIONAL ASSOCIATION OF FIREFIGHTERS, AFL-CIO, LOCAL 587; AUTHORIZING THE CITY MANAGER TO EXECUTE THE CBA, IN SUBSTANTIALLY THE ATTACHED FORM. BE IT RESOLVED BY THE COMMISSION OF THE CITY OF MIAMI, FLORIDA: Section 1. The attached modification to the 2019 — 2022 Collective Bargaining Agreement ("CBA") between the City of Miami and the employee organization known as the International Association of Firefighters, AFL-CIO, Local 587, is approved subject to ratification by the respective union. Section 2. The City Manager is authorized to execute the CBA, in substantially the attached form. Section 3. This Resolution shall become effective immediately upon its adoption and signature of the Mayor.' APPROVED AS TO FORM AND CORRECTNESS: -ndez, City l ttor ey 10/1/2018 1 If the Mayor does not sign this Resolution, it shall become effective at the end of ten (10) calendar days from the date it was passed and adopted. If the Mayor vetoes this Resolution, it shall become effective immediately upon override of the veto by the City Commission. City of Miami Page 1 of 1 File ID: 4903 (Revision:) Printed On: 2/5/2019 587's Proposals for Successor CBA (2019-2022) AGREEMENT BETWEEN CITY OF MIAMI, FLORIDA AND INTERNATIONAL ASSOCIATION OF FIREFIGHTERS, AFL-CIO LOCAL 587 OCTOBER 1,2019 THROUGH SEPTEMBER 30, 2 . 2022 SPUN-868764429-2253462 587's Proposals for Successor CBA (2019-2022) OF CON' ARTICLE pAGE(S1 AGREEMENT . ®.,>.».. ,...,.. 1 RECOGNITION 1 2 2 3 3 4 4 7 PREVAILING BENEFITS,,,,,, , ,,,,,,, „, ..,. 5 8 MANAGEMENT RIGHTS,.,.,.».x.s.».. y..,,,..a. ,..,....,Mb....a.,...,t6 9 UNION REPRESENTATIVES 7 10 NOTICES r ... ,, .. 8 11 SHIFT EXCHANGE ... ..., ... »,..» .,.«,,,.,., 9 12 VACANCIES -- PROMOTIONS 10 13 BULLETIN BOARDS a...,,,..,.,., 11 17 LINE OF DUTY INJURIES..,., .,,,<,..«m.R..a.,.,a>,,,9,.<,».f,,,,..... 12 18 SAFETY COMMITTEE .... »..,a,..,>. 13 23 SPECIAL MEETINGS 14 25 GRIEVANCE PROCEDURE , .»,......,®.,..,..,....»„ ..,.,,,,,15 26 SAFETY SHOES 16 31 GROUP INSURANCE 17 33 WAGES 18 34 VACATION TIME 19 40 OVERTIME >.,,.» ..,..m v.....,a 20 42 CALL BACK PAY ....» 21 44 WORKING OUT OF CLASSIFICATION,..,.,.,..A.»,,,g, ,,:,,®.,, 22 45 HOLIDAYS 23 46 FAMILY LEAVE AND LEAVES OF ABSENCE 24 48 NOSTRIKE ................ ...A.»,<» ,,. ,.<.» ,,.;...,.. ....>. ......., UNION BUSINESS DISCRIMINATION SPDN-868764429-2253482 587's Proposals for Successor CBA (2019-2022) PAGE BEREAVEMENT LEAVE , 25 50 PHYSICAL EXAMINATIONS 26 52 LOSS OF EQUIPMENT 27 53 BLOOD DONORS 28 54 SUBSTANCE/ALCOHOL PERSONNEL SCREENING 29 55 30 64 PERSONNEL ALLOCATION 31 65 EMPLOYEE RIGHT TO REPRESENTATION 32 66 RESIDENCY 33 69 SHIFT STRENGTH 34 70 STATION COMMANDERS k,Xt4 35 71 TOTAL AGREEMENT.......................36 72 REPRESENTATION OF THE CITY 37 73 REPRESENTATION OF THE 38 74 AGREEMENT IN EVENT OF TRANSFER 39 75 SAVINGS 40 76 PENSION ..1,S.!,f,...,5,•{Ya6Ap,,,,X} (44.6a 41 77 42 82 TUITION REIMBURSEMENT ........ 43 84 BARGAINING UNIT MEMBERS KILLED IN THE LINE OF DUTY 44 87 RETIREE HEALTH PLAN 45 88 TERMINATION AND MODIFICATJON 46 89 APPENDIX A APPENDIX B APPENDIX C APPENDIX D INDEX SPDN-868764429-2253482 AG THIS AGREEMENT is entered into by the CITY OF MIAMI, FLORIDA, a municipal corporation, (hereinafter referred to as the "City"), and the INTERNATIONAL ASSOCIATION OF FIREFIGHTERS, LOCAL #587, (hereinafter referred to as the "Union"). The City and the Union shall jointly hereinafter be referred to as the Parties. It is the intention of this Agreement to provide for wages, fringe benefits and other terrns and conditions of employment. It is further the intention of this Agreement to prevent interruption of work and interference with efficient operation of the City of Miami and to provide for an orderly, prompt, and just manner of handling grievances. SPDN. 76 429-22.53452 ARTICLE 1 RECOGNITION 1.1. The City hereby recognizes the Union as the sole and exclusive bargaining agent for all persons in the Fire Department within the following classifications: Firefighter, Fire Lieutenant, Fire Captain, and Chief Fire Officer. Excluded are all other employees and classifications, and specifically excluded are: Fire Chief, Deputy Fire Chief, Assistant Fire Chief, and Executive Officer to Fire Chief. 2 764429-2253432 ARTICLE 2 F 2.1. "Strike" means the concerted failure to report for duty, the concerted absence of employees from their positions, the concerted stoppage of work, the concerted submission of resignations, 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, or picketing in furtherance of a work stoppage either during the term of the Collective Bargaining Agreement or after the expiration of a Collective Bargaining Agreement 22. Neither the Union, nor any of its officers or agents, nor members covered by this Agreement, nor any other employees covered by this Agreement, will instigate, promote, sponsor, or engage in any strike, sympathy strike, slowdown, concerted stoppage of work, picketing in support of a work stoppage, or any other activity which prohibits an employee from reporting for duty. 3 SPDN468164429-22534 ARTICLE 3 UKON 13USINESS An employee organization time pool is hereby authorized subject to the following: 3.1. The City agrees to establish a one-time pool bank of six thousand (6,000) hours per fiscal year to be used in accordance with the provisions of this Article and during the term of this Agreement. All unused hours will be carried over to the following fiscal year. 3.2. For each bargaining unit member, except the Employee Organization President and designee on full time release, who is authorized to use time from the time pool, the President or his designee shall fill out the appropriate form as provided by the City. This form shall be processed through channels of the bargaining unit member who is to use the pool time. The form will be processed as soon as possible and when possible will be in the office of the Fire Chief seven (7) calendar days prior to the time the employee has been authorized to use the pool time. 3.3. Bargaining unit members shall be released from duty on pool time only if the needs of the service permit, but such release shall not be unreasonably denied. If because of the needs of the service a bargaining unit member cannot be released at the time desired, the Employee Organization may request an alternate bargaining unit member be released from duty during the desired time. 3.4. Employee Organization Time Pool hours will be used on an hour for hour basis, regardless of the hourly rate of the bargaining unit member using Time Pool time. Effective October 1, 2006, the hours used by the Employee Organization President and as of October 1, 2016, his designee while released from duty shall no longer be charged against the Employee Organization Time Pool Bank. In reporting a bargaining unit member's absence as a result of utilizing the Organization Time Pool, the daily attendance record shall reflect: "John Doe on EUP" (Union Time Pool) 3.5. Any injury received or any accident incurred by a bargaining unit member whose time SlIDNjh44E342 is being paid for by the Employee Organization Time Pool, or while engaged in activities paid for by 5 SPDN-8 64429-22S34S:.1 the Employee Organization Time Pool, except the Employee Organization 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 incurred in the course and scope of his employment by the City withinthe meaning of Chapter 440, Florida Statutes as amended. This section shall not include benefits attainable through F.S. 112.181. 3.6. Upon written request through channels, only the Employee Organization Presidentand a designee will be released for the term of this Agreement from his or her regularly assigned duties for the City of Miami Fire Department. The terms of this Agreement for such release are only to be implemented if the following qualifications are met by the Employee Organization: A. The Local 587 President and a designee will reasonably be available at the Local 587 Office currently located at 2980 N.W. South River Drive, Miami, Florida, 33125, for consultation with the Management of the City. B. The Employee Organization President shall be the only Bargaining Unit representative released on "EUP" time to appear before any City Board or Commission. In the absence of the President, the President's designee may represent the Employee Organization; however, the designee must comply with Section 2 of this Article. C. The Time Pool will be charged for all hours during which the designee is off -duty release except for absences due to use of vacation leave, compensatory leave, sick leave, or holidays will be charged to the designee's employee leave accounts. The Employee Organization President and designee shall not be eligible for overtime or compensatory time, unless performing work in excess of the normal work week for the Fire Department in his/her civil service classification. 3.7. All applicable rules, regulations, and orders shall apply to any bargaining unit member 6 SPDN- 64429-2253482 C SPDN on time pool release. Violations of the above -mentioned rules, regulations and orders shall subject the 7 (filo uaior, bargaining unit member on pool time to the regular disciplinary processes currently provided for in the Miami Fire Department. 3.8. 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. Canceling the Article shall not preclude further negotiations of future employee pool time. 3.9. Each bargaining unit member covered by this Agreement may voluntarily contribute vacation time to the Time Pool in twelve (12)-hour increments. 3.10. Each bargaining unit member who wishes to donate time will use a time pool donation form, which will be provided by the City. This form shall include language releasing the City from any and all liability to pay for vacation time contributed by the bargaining unit member to the Time Pool, 3.11. The Union will be allowed up to three (3) bargaining unit member representatives who shall be permitted to participate in labor contract negotiation sessions while on duty with no loss of pay or emoluments. 8 SPON-868' 29-2253482 ARTICLE 4 „ T 4.1. No employee covered by this Agreement will be discriminated ainst with regard to any job benefits or other conditions of employment accruing from this Agreement because of age, race, ethnicity, religion, national origin, union membership, gender, disability or sexual orientation. 4.2. All references in this Agreement to employees of the male gender are used for convenience only and shall be construed to include both male and female employees. 9 spDN46 64429-1.134U C4y ARTICLE 5 rREVA1L1NG: liVNEFITS 5.1. 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. 5.2, This Agreement shall not be construed to deprive any employee of benefits or protection granted by the laws of the State of Florida, ordinances of the City of Miami, or resolutions of the City of Miami in effect at the time of execution of this Agreement. 53, The City and the Union will meet at the request of the City to negotiate any proposed changes in those rights and benefits not specifically covered by the Agreement, provided however no changes shall be made in the language or intent of this Agreement except by mutual consent 10 SPDN-868764429-2253482 64; ARTICLE 6 MANAGEMENT RIGHTS 6.1. It is understood and agreed that the City possesses the sole right to operate the Fire Department and that all management rights are expressly reserved to the City of Miami, but that such rights must be exercised consistent with the provisions of this Agreement. These rights include, but are not limited to, the following: discipline or discharge for just cause; direction and supervision of all personnel; the hiring, the assignment or transfer of employees; determination of the mission and objectives of the Fire Department; determination of the methods, means, and number of personnel needed to carry out the Fire Department's missions and objectives; introduction of new or improved methods or facilities; and scheduling of operation and shifts. 6.2. The parties agree that it is in the interest of all parties to jointly gather as many prior Memorandums of Understandings (MOUs), grievance settlements, and other agreements, etc. in order to establish a Book of Understandings (BOU). The purpose of the BOU is to have an easily referenced resource manual on • eements, settlements, verdicts, binding decisions, etc. between the City and/or the Fire Department and the Union. The parties shall immediately, upon ratification, start the process of gathering the MOUs, etc. in order to establish the BOU. 63. The parties also agree that in no way should this BOU and the agreement to set up this BOU, limit the rights of the Union and its membership under Article 5: Prevailing Benefits. 6.4. The parties agree to continually update the BOU when new MOUs are entered into between the parties, or other binding decisions or agreements are generated or found. 11 SPDN-868764429-2253482 ARTICLE 7 UNION REPRESENTATnif 7.L Representatives of the Union who are not employees of the City shall be certified in writing to the Fire Chief. Certified representatives will be allowed to meet with individual employees on City property during working hours to carry on normal business of the Union, if the Fire Chief has prior knowledge of such activity and such visitation does not interfere with efficient operations. 12 SPDN-868764429-2253482 ARTICLE 8 NPTICES 8.1. The City agrees to make available to the President of the Union the following notices or bulletins: City Commission Agenda; changes or additions to the City Administrative Policy Manual and the Personnel Policy Manual; financial and budgetary documents distributed by the City Manager (and his/her staff) to the City Commission (and their staff), unless exempt from disclosure by law. Such notices or bulletins will be picked up by a Union representative at the City Manager's Office during normal work hours, or be transmitted through electronic mail to a location designated by the Union President. 82. In the course of conducting business, the parties agree that the furnishing of documents at no cost to the Union by the City is a normal practice. Public Records requests made by the Union or their representatives exceeding one hundred (100) pages or requiring administrative research or time, shall be furnished to the Union at a twenty percent (20%) discount. 13 ARTICLE 9 1 'NCH A 9.1. Employees shall have the right to exchange shifts under the following circumstances: A. He may owe up to eight (8) shifts at any one time including "R" days. B. He may be owed up to eight (8) shifts at any one time including "R" days. C. Employees may exchange time but in no event will an exchange of time result in the employee working in excess of two consecutive tours of duty. D. Trading of time must be done voluntarily by the employees. E. The reason for the shift exchange is not related to City business. F. The period during which time is traded and paid back does not exceed twelve months, G. The City incurs no overtime obligation as a result of the shift exchange. IL 1) Exchange of time shall not occur between firefighters and officers. 2) Exchanges of time between officers within the Emergency Response Division may occur at the same rank, at one (1) rank below, or at one (1) rank above, the officer's rank. With the restrictions set forth above, personnel assigned to Advanced Life Support positions may exchange time with personnel who are state certified paramedics. 14 442 ARTICLE 10 VACAINCIES .1=Romo1Iom 101. When a classified permanent promotional vacancy occurs in any position it shall be filled within a reasonable period of time after the official severance of the vacating Fire Department member. Filling of all vacancies shall be in accordance with the Civil ServiceRules and Regulations, so long as they are not inconsistent with provisions of this Agreement. All vacancies shall be filled from the promotional register in effect at the time the vacancy occurs. If a promotional register is not in effect, vacancies will be filled from the next promotional register. Promotions will be to the effective date of vacancy for the classified position. For pay purposes, if the City fails to promote within thirty (30) calendar days from the effective date of the vacancy, retroactive pay shall be paid beginning thirty-one (31) days from the effective date of the vacancy. 102. This provision shall not apply when a freeze is declared by the City Manager or the position is abolished. Once a freeze is lifted, vacancies shall be filled as outlined in 10.1. 103. The Department of Human Resources will keep the members of the bargaining unit covered by this Agreement advised as to promotional opportunities to positions within Article 1 - Recognition. 104. Further, the Human Resources Department Director will advise eligible applicants for promotional opportunities of the general area to be reviewed far preparation prior to the exam. 105. The Fire Department Book Review Committee will review and discuss books and technical publications they deem worthy of consideration by the Human Resources Department 15 gion for testing purposes, The Human Resources Department and the Book Review Committee or its representative shall meet and discuss the books, materials, scoring procedures, weights of books, etc. to be used in the promotional examinations for ail positions covered by this collective bargaining agreement. Such input from the Book Review Committee will be received and considered by the Human Resources Department, but should not be binding on its usage by the Human Resources Department. 10.6 All promotional registers for Lieutenant, Captain, and Chief' Fire Officer shall remain in effect for a period of two (2) years from the date the register becomes effective, unless the register is exhausted. 10.7. Promotional examinations for classified bargaining unit positions shall be given as soon as possible after the expiration of the previous promotional register for the classified position. The cutoff date to determine seniority and eligibility for the examination will be the first day the examination is administered provided the examination is administered within thirty (30) days of the expiration of the previous promotional register. If the examination is administered later than thirty (30) days from the expiration of the previous promotional register, the cutoff date for seniority and eligibility shall be thirty (30) days from the expiration date of the previous promotional register. The effective date for new promotional registers will be thirty (30) calendar days from the expiration date of the previous promotional register for the classified position, regardless of when the test was given. 108 Promotional registers for Lieutenant, Captain, and Chief Fire Officer shall have ties broken using seniority credit that was not previously used in calculating the seniority score for the exam. If a tie still exists, it shall be broken in favor of the highest ranking Firefighter on 16 SPON-8 429-22S )482 the Department seniority list for the Lieutenants' register, or the highest ranking Officer on the appropriate seniority in grade list for the Captains' or Chief Fire Officers' register. 10.9. Except where prevented by Federal law or Federal mandate, qualified applicants who are State certified as a Firefighter or State certified as a Paramedic, may be given consideration before other applicants for employment as determined by the Fire Chief. 1010. Lieutenant candidates will be required to be a State Certified Paramedic and have passed the Fire Department driver/engineer course for eligibility to take Promotional exams establishing registers after October l , 2000. 10.11. (a) The parties agree that for all Fire Promotional Exams administered after ratification of this agreement, the City shall require any outside testing provider/vendor to allow all testing candidates to review their full completed testing exam including any and all information provided to or produced by assessors, except for the assessors' notes. All documents, criteria, evaluations, comments, or feedback provided to or produced by any Oral Board Exercise/Assessment Center Assessors, except for the assessors notes, shall be provided to testing candidates for their review after testing scores are released. Candidates will be provided within a reasonable period after completion of their exam, one opportunity of no less than 2 hours to review the assessor information described above. The candidate will not be allowed to copy, photograph, take notes or remove any of the materials during the review. (b) The City will provide sufficient training reasonably aimed at successful performance in the Oral Board Exercise/Assessment Center portion of the exams. (c) The City and The Union agree to implement changes to the Oral Board Exercise/Assessment Center portion of the Fire Captain and Chief Fire Officer Exams, 17 sprm- 14429-2253482 sprm which are in the best interest of both parties. To that end, a Labor Management Fire Promotional Exam Panel shall be established to achieve these changes. (d) The specifications for any Fire Promotional Exam administered after ratification of this agreement shall be determined by a Labor Management Panel comprised of four (4) members selected by the City and four (4) members selected by the Union. The panel shall have access to the assistance of an independent mutually agreed upon expert at a cost to the city not to exceed $25,000.00. If there is a consensus among Panel members by January 15, 2018 for the specifications of the 2018 Fire Captain and Chief Fire Officer Fire Promotional Exams, then those specifications shall be utilized by the City Manager. If there is no consensus among Panel members by January 15, 2018 for the specifications of the 2018 Fire Captain and Chief Fire Officer Exam, then two (2) separate reports shall be submitted to the City Manager within ten (10) business days. The City Manager shall not enter into agreement with the Testing Vendor until he has received both reports. The City Manager's decision with regard to the specifications is final and is not grievable. (e) The specifications for all subsequent Fire Promotional Exams shall also be determined by the Labor Management Panel as described above. If there is no consensus among the Panel members by August 1, 2018 for the specifications of the 2018 Promotional Exams, then the procedure described in paragraph d shall apply 42941534 32 18 ARTICLE 11 pULI,ETIN,BOARDS 11.1. The City shall furnish at each Fire station, Fire Prevention Bureau, Fire College, Fire Central Information Office, Headquarters Building, Fire Shop and Fire Chiefs Office and any other location where four (4) or more bargaining unit members are assigned, unless restricted by terms of a lease or other legal restriction, space for bulletin boards for the purpose of Union notices. If restrictions exist, the parties agree to discuss alternate means of communication. Any notiee placed on the bulletin board shall bear on its face the legible designation of the person responsible for placing such notice or item on the board. 11.2. Notices shall not contain anything reflecting adversely on the City or any of its officers and no material, notices or announcements, which violate the provisions of this Article, shall be posted. 113. Notices posted must be dated and bear the signature of the Union President or his authorized representative. 19 SPtJNij7�l42.2534R2 City tlaio SPDN4 ARTICLE 12 E QF DUTY I NJU In The City agrees to pay all medical and hospitalization expenses incurred by any employee covered by this Agreement who is found to have sustained a compensable line -of -duty injury as provided for by the Worker's Compensation Law of the State of Florida, however, the parties agree to establish a Fire Labor/Management Committee to establish policies and to determine how to provide medical treatment and equipment, etc. medically equivalent to that prescribed, by the most efficient and cost effective means to curtail excessive medical costs for accepted claims in the following areas: Health Club and Country Club memberships Capital improvements on the home Transportation Medical equipment for home use More than two (2) requests for change of physician Should the injured bargaining unit member choose a provider for assessment and initial treatment outside the provider network, the City does not waive its right to negotiate a fee with the provider. The Fire Labor/Management Committee shall consist of one member appointed by the IAFF President, one member appointed by the Fire Chief, and one member selected by these two (2) individuals. An individual appointed by the Director of Risk Management will serve as a teclmical advisor and liaison with the medical community. 122. The parties agree the City will pay the state mandated workers' compensation indemnity payments to eligible bargaining unit members as a check separate from any other salary to which a bargaining unit member may be entitled. The bargaining unit member agrees 29-22$3482 20 to sign this workers' compensation check back to the City. The City will also issue a second check to the employee, which will consist of an amount equal to the workers' compensation payment and the supplementary salary as set out, and subject to the limitations below. After those deductions with mandated preference under federal law, the City agrees to take deductions and/or credits from this second paycheck in the following order: workers' compensation,*' pension, health insurance, and any other deductions. The parties agree that this process is intended to provide the employee with these paychecks without interruptions. Should the bargaining unit member refuse to return the workers' compensation check to the City, the City shall cease making any deductions for the employee from the second check for pension, health insurance, etc. and the bargaining unit member shall then be completely responsible for making those payments on his/her own, until the employee elects to participate in the paycheck system described above in Section 12.2. 123. The City agrees that any employee covered under this contract who is disabled as a result of any accident, injury or illness incurred in the line of duty shall be granted supplementary salary subject to the following conditions: Supplementary salary will be paid in the form of a continuation of the employee's regular paycheck of which a part thereof is Workers' Compensation pay as provided by Resolution No, 39802. Pursuant to the above manner of payment the City will meet its obligations to the state and to the employee and the employee will avoid creating a debt to the City for pension health insurance or other deductions. If the City is unable to implement this program as set out above, the parties agree to meet to devise another system that will accomplish the same goals. 12A, No supplementary salary will be paid to anyone injured while performing an act intended to injure or hurt one's self or another. Supplementary salary shall only be granted for a 21 SP0N-116 64429- —30 * Will be indicated on the check as a credit for the City and will be non-taxable. 22 SP9)3sl. 764429,2251482 period of one hundred and fifty (150) consecutive days from date of injury. Said supplementary salary may be extended up to an additional sixty (60) consecutive days for serious injuries upon approval of the City Manager and the Fire Chief. The one hundred fifty (150) days begin when the employee is actually placed on "D". While the employee is on "D", such time will be calculated consecutively including days off, "R" days, etc. If the employee is removed from "D". the non-"D" time will not apply to the one hundred fifty (150) day period. 123. It is agreed by the parties that the combination of supplementary and workers' compensation pay shall not exceed nor be less than one hundred percent (100%) of the bargaining unit member's weekly net base pay (excluding overtime and any pay supplements not included in the bargaining unit member's base salary) prior to the line of duty injury, accident, or occupational disease. Bargaining unit members who receive supplementary and worker's compensation pay, shall have a weekly amount of $88.95 ($177.90 biweekly) deducted from supplementary salary while on worker's compensation. Should the bargaining unit member receive supplementary and worker's compensation pay for less than a week, the $88.95 weekly deduction shall be prorated as appropriate for the days the bargaining unit member was on worker's compensation. The $88.95 weekly deduction will be deducted on a priority basis above any other deductions, excluding withholding taxes, FICA, pension, or court ordered deductions. 126. If an employee remains temporarily disabled beyond the period of time in which he is entitled to collect the 100% supplementary pay benefits, he shall be entitled to supplementary pay equal to the 2/3 "D" payments pursuant to current practice. 12.7. If an employee becomes permanently and totally incapacitated from the further performance of the duties of his classified position he shall petition the retirement board for 429-2253482 :ly 23 retirement. The supplementary salary of the difference of 2/3 "D" as described above, shall continue until the retirement is finally granted or denied. The section shall not be construed to modify the employee's rights under the current pension ordinance. 128. At any time during his absence from duty claimed to be the result of a line of duty injury while an employee is collecting City supplementary pay, the employee shall be required, upon the request of the City Manager, or his designee, to submit to a physical examination by a physician designated by the City Manager within fifteen days of the request. If such employee, without cause, as determined by the City Manager, shall fail to submit to the examination at the time specified, all City supplementary salary benefits will be terminated. 129. The City agrees to notify and confer with the Union prior to any official action regarding the discontinuance of any supplemental salary benefit related to a line -of -duty injury. 1214 Any condition or impairment of health caused by Human Immunodeficiency Virus/Acquired Immune Deficiency Syndrome (HIV/AIDS), Hepatitis, Tuberculosis, or Meningitis shall be presumed to have been accidental and to have been suffered in the line of duty unless the contrary can be shown by satisfactory evidence. For the term of the Agreement, any employee covered by this Agreement who tests positive for any aforementioned conditions or diseases shall be entitled at the City's expense to such remedial, palliative, or prophylactic care as may be medically required. Any employee covered by this agreement who refuses to take the pre -employment (post conditional offer of employment) 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 disease, which may be contracted by employees. Furthermore, the presumption shall only be applicable to worker's compensation and disability pension benefitdeterminations. 24 Nothing in this Agreement shall be construed as a waiver of the City's rights under applicable State law. 25 ARTICLE 13 gimrly COmMITTEE 13.1. There shall be a Safety Committee in the City of Miami Fire Department, which shall consist of nine (9) members. Four (4) members shall be appointed by the Union and four (4) shall be appointed by the Chief of the Fire Department, The Fire Department Safety Officer shall be appointed by the Chief of the Fire Department as the ninth non -voting member by the Chief of the Fire Department upon confirmation by the Union President. 13.2. The Safety Committee shall meet bimonthly, or more or less often by mutual consent, and such meeting shall be scheduled at the time established by the Chief of the Fire Department. The Chief of the Fire Department, or his designee, shall preside at all meetings. 13.3. The purpose of these meetings will be to discuss problems and objectives of mutual concern, concerning safety and health conditions of the Fire Department, but excluding grievances or matters, which are the subject of collective bargaining negotiations between the parties. 13.4. Meetings shall be conducted on a semi -formal basis following an agenda which shall include items submitted by any member of the Committee to the Chief of the Fire Department at least five (5) working days prior to the meeting, together with such information as may be helpful in preparing a meaningful meeting agenda program. The agenda shall be provided to each member of the Committee. The Chief of the Fire Department shall arrange for minutes to be taken of each meeting, and for distribution of copies to each member of the Committee. Recommendations of the Committee may be sent to the City Manager or his designee if requested by a member of the Committee. 26 SPD1446876,1429,-22$3,182 13.5. Agended issues and subsequent discussions on the subject of safety and health shall not limit or preclude the right of the Union to seek enforcement of safety requirements under the Occupational Safety and Health Act, if applicable. 27 SP0N- 01429- 53482 SPDN-8 ARTICLE 14 SPECIAL MUTING'S 14.1. The City and the Union agree to meet and confer on matters of interest upon the written request of either party. The written request shall state the nature of the matters to be discussed and the reason(s) for requesting the meeting. Discussion shall be limited to matters set forth in the request, but it is understood that these special meetings shall not be used to renegotiate this Agreement. Special meetings shall be held within ten (10) calendar days of the receipt of the written request and shall be held between 8:00 a.m. and 5:00 p.m. at a time designated by the City. The Union and the City shall be represented by not more than four (4) persons each at special meetings. 14.2. Employee representatives of the Union at special meetings will be paid by the City for time spent in special meetings if on duty, but only for the straight time hours they would otherwise have worked on their regular work schedule. Time spent in special meetings shall be considered as hours worked, 143. No special meeting shall be held unless the Fire Chief is notified in advance and approves the arrangements made for releasing any on -duty Firefighter who is to attend such meeting. 14.4. The parties agree to participate in the Labor/Management process as currently established. The Labor/Management process is an ongoing tool for addressing and solving issues and problems concerning the Union, the Department, and the City. Issues are dealt with as they arise and do not require the formalities of reopening negotiations. Any agreements made that have an economic impact on the City must be approved by the City Manager or his designee. It is agreed this process complies with and is an extension of Article 14, as the Labor/Management process applies to collective bargaining. 4429,22534n 28 ARTICLE 15 IG RI VANCE P ROC 14'D 15.1. A grievance is defined as a dispute involving the interpretation or application of the specific provision of this Agreement, except as exclusions are noted in other articles of this Agreement. 15.2. A grievance shall refer to the specific provision or provisions of thisAgreement alleged to have been violated. Any grievance not conforming to the provisions of this paragraph or that contains non -identification of a specific articles(s) of this agreement shall be denied and not eligible to advance through the steps of the Grievance Procedure including arbitration. Grievances involving Workers' Compensation are not subject to the grievance procedure of this Agreement; except that a question concerning supplemental salary may properly be processed as set forth in the Article entitled "Line of Duty Injuries." 15.3. All employees covered by this Agreement shall be required to make a written Election of Remedy prior to filing any grievance at Step 2 or higher steps or initiating action for redress in any other forum. Such choice of remedy will be made in writing on the Election of Remedy form available at the Department of Human Resources, Labor Relations Division. Any employee electing a remedy other than this grievance procedure shall be denied the use of the Grievance Procedure for the resolution of this specific grievance. The Union and its members agree that an appeal to any other forum to resolve an issue that would otherwise be subject to this grievance procedure under this Agreement would preclude the use of said Grievance Procedure to resolve such alleged grievable issues. 15.4. Nothing in this Article shall prevent the Union from appearing before the City Commission or other City boards on matters concerning the terms and conditions of employment or on any matter affecting the welfare of its members, and such shall not be considered as an 7644294253482 Lty 29 election of remedy under this Article. However, such appearance by the Union shall not be in violation of Florida Statutes Chapter 447.501(2), (a), (b), (c). 15.5. Grievances shall be processed in accordance with the following procedures: Sten 1. The aggrieved employee shall discuss the grievance with his immediate officer within ten (10) calendar days of the occurrence, which gave, rise to the grievance. The Union representative may be present to represent the employee, if the employee desires him present. The immediate officer shall attend to the matter and/or respond to the employee within ten (10) calendar days. Where a grievance is general in nature in that it applies to a number of employees having the same issue to be decided, or if the grievance is directly between the Union and the City, it shall be presented directly at Step 3 of the Grievance Procedure, within the time limits provided for the submission of a grievance in Step 1 and Step 2 and signed by the aggrieved employees or the Union representative on their behalf. The Election ofRemedy form as provided in Section 15.3 of this article shall be completed and attached to grievances presented directly at Step 3. All grievances must be processed within the time limits herein provided unless extended by mutual agreement in writing. Any grievance not processed by the Union in accordance with the time limits provided in each step of the Article shall be considered conclusively abandoned. Any grievance not processed by the City within the Mine limits provided herein shall be automatically advanced to next higher step in the Grievance Procedure. Sig. If the grievance has not been satisfactorily resolved at Step 1, the aggrieved employee or employees shall meet with the Union Grievance Committee on non -City time and non -City property and the Union Grievance Committee shall determine if a grievance exists. If the Grievance Committee decides to advance the Grievance, a Union representative shallreduce the grievance to writing on the standard form provided by the City for this purpose and present 30 SPDN 376442%-2253482 such written grievance to the Fire Chief within forty (40) calendar days from the date of the Step 31 SPDN-868764429-2253482 ITRilf;111 1 answer was given to the grievance or the Union. The Fire Chief shall meet with the Union representative and shall respond to the Union in writing within ten (10) calendar days from receipt of the written grievance. Within the forty (40) calendar day time frame as outlined above, the Union shall notify the Fire Chief in writing of the nature of the grievance; what specific provision(s) were allegedly violated; whether the Union will advance the grievance, the grievant must submit a written grievance to the Fire Chief within three (3) calendar days of the date on which he was advised by the Union of its position or the grievance shall be considered abandoned. The parties agree, however, that nothing in this section shall be construed to prevent a member of the bargaining unit from presenting his grievance to the public employer and have such grievance adjusted without the intervention of the Union Representative, if the adjustment is not inconsistent with the terms of the Collective Bargaining Agreement then in effect. The Union Representative will be given a reasonable opportunity to be present at any meeting between the grievant and the City representatives for the resolution of said grievance. All of the above must be consistent with the time frames described in the various steps of the Grievance Procedure as outlined herein. 5ten 3. If the Grievance has not been satisfactorily resolved at Step 2, the Union may present a written appeal to the Director of Human Resources or designee within ten (10) calendar days from the time the Step 2 response was due. The Director of Human Resources or designee shall meet with the Union representative to hear the grievance and shall respond in writing to the Union within fourteen (14) calendar days from the receipt of appeal. Step 4, If the Grievance has not been satisfactorily resolved at the Step 3 level of the Grievance Procedure, the Union or an individual bargaining unit grievant may request a review by an impartial arbitrator provided such request is filed in writing with the Director of Human 32 4427.2253432 t tift Resources or designee no later than twenty-one (21) calendar days after the Director of Human Resources' or designee's response is due in Step 3 of the Grievance Procedure. 15.6. The parties to this Agreement will attempt to mutually agree upon an independent Arbitrator. If the parties fail to select an arbitrator, either the Federal Mediation and Conciliation Service or the American Arbitration Association shall be requested for a panel or panels to be submitted. If the parties cannot agree, they will alternate between the two (2). The cost of said panel(s) shall be shared equally by the parties. 15.7. The arbitration shall be conducted under the rules set forth by the American Arbitration Association on this subject, which do not conflict with the terms contained herein. 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. 15.8. The Arbitrator may not issue declaratory or advisory opinions and shall confine himself exclusively to the question, which is presented to him, which question must be actual and existing. 15.9. It is contemplated that the City and the Union mutually agree in writing as to the statement of the matter to be arbitrated prior to hearing. When this is done, the Arbitrator shall confine his decision to the particular matter thus specified. When the parties are unable toagree, the Arbitrator shall decide the issue or issues to be arbitrated. 33 SPDN. 4429,:a5:1482 15.10. Each party shall bear the expense of its own witnesses and of its own representatives. The parties shall bear equally the expense of the impartial arbitrator. The party desiring a transcript of the hearing will bear the cost of same. 15.11. 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) calendar days of the hearing and shall be final and binding on both parties. 34 ARTICLE 16 5AFETY $11.QES laL The City shall, effective upon ratification of the labor agreement, reimburse bargaining unit employees up to $150 for the purchase of an initial pair of safety shoes, the replacement of same due to job related wear and tear or accidental destruction or at the employee's discretion, the refurbishment or resoling of same. To receive this allowance, the employee will present the purchased, refurbished, or resoled shoes and the bill of sale to a management representative. Safety shoes paid for by the City shall only be worn when on Fire Department business, including reporting to and from work. 162. The Chief of the Fire Department or his designee shall determine when, in his judgment, a pair of safety shoes shall be issued as replacement. Safety shoes shall be issued on the basis of need and not on an automatic basis. Any bargaining unit member requesting the replacement of more than one (1) pair of safety shoes during a calendar year shall satisfactorily demonstrate in writing on a form provided by the City that the replacement of said safety shoe is necessary due to job related wear and tear or accidental destruction. 16.3. Employees who work in positions in which safety shoes are not required shall also be eligible for a shoe allowance to purchase, refurbish, or resole a pair of approved uniform dress shoes. 16.4. The shoe standard as admin. istered in the past must be met to qualify for the reimbursement. 16.5. Effective upon ratification, the City shall reimburse bargaining unit employees who have successfully completed recruit training up to $350 for an initial pair of leather structural firefighting boots. The City shall provide said reimbursement in accordance with the procedure 35 SPDN- 4429.2253402 ftY set forth above for safety shoes, except that any bargaining unit member requesting the replacement of more than one (1) pair of boots in a three (3) year period shall satisfactorily demonstrate in writing on a form provided by the City that the replacement of boots is necessary due to job related wear and tear or accidental destruction. The Fire Chief or designee shall have final approval for early replacement of boots suspected of non -job related wear and tear, or damage. 16.6. Structural firefighting boots shall meet the minimum safety standard set by the Fire Department Safety Committee, after considering all available safety standards. 36 SPDN-868764429-2253482 ARTICLE 17 GROUP INSURANCE 17,1. The group insurance benefits will be those as set forth in the IAFF Local 587 Health Insurance Trust Fund Plan of Benefits ("Firefighters Plan") or such successor trust. 17.2. The City agrees to pay 8.08 per pay period for the cost of life insurance coverage and accidental death and dismemberment coverage currently provided by the IAFF, Local 587. 17.3. Effective January 1, 2019, the Union shall maintain its own group health, life, and accidental death and dismemberment insurance plan. All current and future bargaining unit members who have worked at least ninety (90) days from date of appointment, and their eligible dependents, will no longer be covered by City -provided medical and dental benefits and will instead be covered by the Firefighters Plan subject to the Plan's eligibility requirements as defined in the plan document. Non -bargaining unit State certified firefighter employees in the Fire Department have the option of coverage under the Firefighters Plan or the City -provided plan, but not both, provided they meet the Firefighters Plan Trust's eligibility requirements as defined in the plan document, Group health premiums will be paid by the bargaining unit employee with pre-tax dollars. 17.4. Bargaining unit members are eligible to participate in the City's voluntary benefits plan administered by the City, 17.5. The City's total contribution towards the cost of the Firefighters Plan for the 2019 Plan year shall be $18,007,415, equal to the total medical claims cost of health insurance for IAFF bargaining unit members in the City's health plan for the 2017 calendar year' plus administrative costs. The City shall make its contribution in twenty-six (26) equal, bi-weekly As reflected in the April 2018 Cigna Consultative Analytics report._ 37 installments during the Plan year. However, for the 2019 Plan year the installment schedule will commence two (2) bi-weekly periods before the start of the 2019 Plan year. 17.6. For additional bargaining unit member participants in the Firefighters Plan, the City shall pay an additional bi-weekly contribution to the Firefighters Plan at the rate of $567,24 per additional participant. 17.7. The City's contribution to the Firefighters Plan for succeeding plan years shall be computed with a change factor equal to the actual cost of the City's health plan as it may be amended for the prior year. The parties agree that the City's contribution for succeeding plan years may increase or decrease. However, a voluntary reduction in plan benefits by the City will not be a basis for reducing the City's contribution to the Firefighters Plan. 17.8. The parties agree that upon a change in law requiring modification to plan benefits the parties shall reopen this article to bargain regarding the City's contribution to the Firefighters Plan. 17.9. Limitation on decreases in the City's contributions: The parties agree that until the Union health trust builds an adequate initial reserve fund for the Firefighters Plan in the amount of four million six hundred thousand dollars ($4,600,000,00), there shall be no decrease in the City's contributions to the Firefighters Plan. The Union shall allocate all contribution increases from the City to the reserve fund. The City shall not be the sole funding source for the initial reserve fund, and the Union shall contribute to the reserve fund through savings and excess premium contributions from bargaining unit members and all other surpluses over the cost of administering the plan. Once the initial reserve fund is met, the limitation on decreases in the City's contributions as set forth in this paragraph shall be void, and this paragraph shall have no further effect regardless of any subsequent decrease or decline of the balance of the reserve fund. 38 764429-22$3482 17.10. The City shall be provided with a copy of the Firefighters Plan surnmary plan description (SPD) and the Trust Agreement, and any other information as required by law. Upon request, the Union and its insurance plan administrator shall timely permit the City to review any records related to the Union's health insurance plan. Upon written request, the City shall be provided with an accounting of the reserve fund, including cash flows, within ten (10) calendar days. 17.11 The Union shall indemnify and hold harmless the City, its assigns, officials, officers, directors, affiliates, attorneys and employees from and against any and all allegations, claims, actions, grievances, suits, demands, damages, liabilities, obligations, losses, settlements, judgments, costs and expenses (including without limitation attorneys' fees and costs), which arise out of, relate to or result from any act or omission of the Union with relation to the establishment, enactment, implementation, application, or administration of the Firefighters Plan. 39 SPDN•46 422253482 ARTICLE 18 WAGj 18.1. Bargaining unit members will adhere to the current salary schedule as set forth in the attached Appendix C. 1 bliegaimev-totitinembefe-wittiveeilm e ale Bargaining unit members that are not at their maximum step will be eligible for step increases on their anniversary date in accordance with the time frames delineated below. The following time frames apply to employees eligible for step increases: Step2 5%afterone(1)yearatStep 1 Step 3 5% after one (1) year at Step 2 Step 4 5% after one (I) year at Step 3 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 one (1) year at Step 8 Step 10 5% after one (1) year at Step 9 Longevity Steps: Step 11 5% after one (1) year at Step 10 Step 12 2.5% after four (4) years at Step 11 Step 13 2.5% after two (2) years at Step 12 Step 14 2.5% after two (2) years at Step 13 Step 15 2.5% after two (2) years at Step 14 Step 16 2.5% after two (2) years at Step 15 18.2. For all EMS Revenue collected after September 30, 2016, EMS Revenue above 3.64 million in each semi-annual period shall be split 50-50 (employee -City) for bargaining unit members assigned to advanced life support transport units. The sharing will occur on a semi-annual basis. Bargaining unit members who are assigned to ALS Transport positions and members assigned to the EMS Support Division will receive a six percent (6%) supplement to base pay hereto referred to as 40 ALS1. Members assigned to ALS Non Transport positions will receive a three percent (3%) supplement to base pay hereto referred to as ALS2. Lieutenants and permanent Firefighters assigned to swing or unassigned in the ERD Division will receive ALS Transport pay (ALS1). ALS Acting Pay: A. Members who are not regularly assigned to ALS units and who are required to ride in an ALS Transport position shall be paid six percent (6%) above their hourly rate of pay (ALS6) for all hours worked in that capacity during that shift, provided they ride in that capacity for a minimum of four (4) hours. B. Members who are regularly assigned to ALS non -transport units and who are required to ride in an ALS Transport position shall be paid three percent (3%) above their hourly rate of pay (ALS3) for all hours worked in that capacity during that shift, provided they ride in that capacity for a minimum of four (4) hours. C. Members who are not regularly assigned to ALS units and who are required to ride in an ALS non -transport position shall be paid three percent (3%) above their hourly rate of pay (ALS3) for all hours worked in that capacity during that shift, provided they ride in that capacity for a minimum of four (4) hours. 18.3. Upon promotion to a higher rank the employee shall receive a 15.763% promotional increase in base salary. Such increase shall result in the member receiving the salary indicated on the attached Fire Salary Schedule for their respective rank and total years of service in the City. 18.4. Active bargaining unit members shall receive an annual Fire Prevention pay supplement of $1,500. Fire Prevention pay shall be subject to pension deductions and applicable federal taxes and shall be included in calculating an employee's average earnings for pension purposes. 18.5. Former fire bargaining unit employees who left the employ of the Fire Department under 41 SPUN-869764429-2253482 honorable conditions and who have been approved by the Fire Chief shall be placed on a reemployment list, provided the former firefighter is a State certified firefighter. The reemployment list shall be considered separate from the eligibility list for new hires. Those on the rehire list may be hired by the Fire Chief as openings occur without regard to the eligibility tist for new hires. In addition, the following shall apply: A. In accordance with State certification requirements, eligibility shall be limited to three (3) years following the effective date of resignation. B. Under conditions set forth above, any former permanent fire bargaining unit employees having one (1) to four (4) years, and eleven (11) months of previous continuous service as a firefighter will be placed at Step 1 (48-hour shift) of the Firefighter salary schedule. Former permanent fire bargaining unit employees having five (5) or more years of previous continuous service will be placed at Step 5 (48-hour shift) of the Firefighter salary schedule. 18.6. All changes in salary because of promotion, demotion, step and/or longevity increase, etc., shall begin to accrue the effective date of the change, but actual payment for the same shall not be made until the first full pay period following the effective date of the change. 18.7. Bargaining unit members shall receive, in recognition of their efforts ingenerating new revenue, a "revenue incentive" pay supplement of $1,500 annually. The revenue incentive wage payment shall be segregated on the employees paycheck stub so employees realize the pay is based upon their performance. The revenue incentive wage payment will not be rolled into any pay supplements. 18.8. Leaves of absence without pay or suspension of any duration shall cause the effective date of the longevity and anniversary date to be deferred by the same number of calendar days embraced by said leave. This break in pay shall not be considered a break in continuous service. 42 MN,- 764 29,•225342 18.9. 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/her normal retirement or honorable separation, one hundred seventy-threc and three tenths (173.3) hours of pay if on a forty (40) hour work week and two hundred eight (208) hours of pay if on a forty-eight (48) hour work week. 18.10. Effective the first full pay period after October 1, 2016, bargaining unit members shall receive a State Certified Paramedic annual pay supplement in the amount of $6,000 or 14% of base pay, whichever is higher. Paramedic pay supplement shall be subject to pension deductions and applicable federal taxes and shall be included in calculating an employee's overtime and average earning for pension purposes. Any State Certified Paramedic who is restricted from using their Paramedic License by the Medical Director for failure of Protocol Testing shall be subject to a reduction in Paramedic pay. The manner and the amount of reduction shall be mutually agreed upon by the Union and the Fire Chief, but in no case shall the parties agree to an amount less than EMT pay. Any reduction in pay shall not occur less than six (6) months after the restriction is first applied. The parties agree to further discuss the Protocol Testing and remediation procedures. Effective the first full pay period after October 1, 2016, bargaining unit members who are State Certified EMT (non -paramedics) shall receive an annual pay supplement in the amount of 2% of base pay. Effective the first full pay period after October 1, 2017, bargaining unit members who are State Certified EMT (non -paramedics) shall receive an annual pay supplement in the amount of 4% of base pay. 18.11. Bargaining unit members shall receive a monthly educational incentive pay supplement in accordance with Chapter 633, Florida Statutes. 18.12. Effective the first full pay period after October 1, 2016: A. Bargaining unit members shall receive an annual pay supplement up to $2,500 or 5% of base pay, whichever is higher, for using the following certifications specified below. Any increases or decreases 43 S11. 6764429-22134 . in the number of positions that receive any of the certification increases listed below shall be agreed upon by the Department and the Union by mutual agreement. • Hazardous Materials Technician assigned to the Hazardous Materials Team • State Certified Fire Service Instructor assigned to Instructor positions • State Certified Fire Inspector assigned to the Fire Prevention Bureau • N.A.U.I. or P.A.D.I. Certified divers assigned to the Dive Team • Employees assigned to the SWAT Team Members assigned to the Technical Rescue Team completing 120 hours of department approved training • Fire Air Program Coordinators assigned to coordinate and supervise the Air Program • Air Truck Drivers assigned to the Air Program B. Driver Engineers — Effective October 1, 2016, bargaining unit members assigned to the ERD Division with the regular responsibility of driving emergency response vehicles, including the fire boat, shall receive an annual pay supplement up to $2,500 or 2.5% of base pay, whichever is higher. C. Bargaining unit members may be eligible to receive the following annual pay supplement on their base rate of pay: • Members assigned to twenty-four (24) hour on -call positions shall receive 10% on -call pay. Those positions must be mutually agreed to by the Union and the Fire Chief Members shall be available for call via telephone during all off -duty hours and respond in a timely fashion within a maximum of thirty (30) minutes of being notified Plans Examiners/New Construction assigned to the Fire Prevention Bureau who are certified as State of Florida Fire Inspectors and review all building plans within the City of Miami shall receive a 10% pay supplement 44 876442 9-22 4112 Chief Fire Officers assigned as Battalion Commanders over all districts on their assigned shift shall receive a 10% pay supplement • Members assigned to work a forty (40) hour work schedule shall receive a 5% pay supplement • Fire Lieutenants or Fire Captains assigned to the Alarm Office as Fire Central Information Officers on their assigned shift shall receive a 5% pay supplement 18.13, The Parties agree that annual pay supplements that are currently subject to pension deductions and applicable federal taxes and that are currently included in calculating an employee's average earnings for pension purposes shall continue to be subject to pension deductions and applicable federal taxes and included in calculating an employee's average earnings for pension purposes. 18.14. EMS recertification training shall be performed Off Duty with Overtime pay in accordance with this Agreement. 18.15. Effective the first full pay period after October 1, 2015, the bargaining unit members identified in Appendix D who would receive a reduction to their base wages as a result of the implementation of the cumulative changes in this Article and the change in the employee pension contribution as set forth in Article 43 - Pension, will have their rate of pay adjusted to offset the reduction, respectively. These members shall remain at this new pay rate until either their next step increase or upon promotion to a higher rank which results in a higher base salary. 18.16 Effective October 1, 2018, bargaining unit members who currently have or successfully obtain a college or university degree shall receive an annual incentive bonus as outlined below. This incentive shall be prorated and paid on a bi-weekly basis. Bargaining unit members shall only be credited for the single highest educational degree obtained. Associate' s Degree $1,200 45 442942$34$2 Bachelor's Degree $2,400 Master's Degree $3,600 Juris Doctor, Ph.D., Ed. D, M.D. $4,800 46 SPI) 64429-Z253442 ARTICLE 19, VACATION TIME 19.1. Base vacation hours shall be one hundred forty (140) hours (96 hours for 40-hour employees). Longevity vacation on the sixth, seventh, eighth, ninth and tenth year of employment will be granted at the rate of ten (10) hours per year longevity vacation. From the eleventh year on it will be granted at the rate of five (5) hours per year. Bargaining unit member vacation accrual per year will be capped at two hundred ninety hours (290) hours (240 for 40 hour employees). Employees who are above two hundred ninety (290) hours prior to December 31, 2015 are exempt. Employees who retire upon normal service retirement may, at their sole discretion, make an irrevocable election in the calendar year prior to the calendar year in which the employee severs service from the City of Miami to convert any portion of their accumulated vacation time to sick time at the time of severance of service.* 19.2. The following will apply to the scheduling of vacation: A. The vacation time multiplier for scheduling vacations shall be 1.25. B. Vacation time may not be used in place of sick time unless the member does not have any sick time in his/her sick time balance. Vacation leave shall be taken in increments of not less than one (1) hour. C. The Hazardous Materials Team members shall schedule the vacation under this agreement. 193. Vacation shall be taken by the second payroll period following the last payroll period of the calendar year in which the vacation was credited. If using the second payroll period causes administrative problems then the parties will explore other methods of addressing this issue. Forty (40) hour employees (or 48 hour and 52 hour employees) shall only be allowed to 47 764429-2253482 *Any vacation time balances that are converted to sick time under provisions of Article 19,1, above shall be added over and above the 1200 hour limitations set forth in Article 44.6 48 SPO 764429-2253482 carryover five hundred (500) hours (or 600 hours) of the previous year's credited vacation. Any excess vacation over the five hundred (500) hours (or 600 hours) automatic carryover not taken within the payroll calendar year will be forfeited. Employees who were on disability at the time of their scheduled vacation shall be paid for all excess vacation over five hundred (500) hours (or 600 hours) at the employee's January 1, hourly rate of pay following the year the vacation would have been scheduled. If an employee is unable to take a previously authorized vacation due to cancellation by his/her Department and the vacation cannot be rescheduled within the payroll calendar year, any hours in excess of the five hundred (500) hours (or 600 hours) which would have been forfeited shall be paid for at the employee's January 1, hourly rate of pay following the year the vacation was scheduled. 49 S7'D14- IV 8764429-2253482 ARTICLE 20 OVERTIME 201 All authorized hours actually work performed in excess of an employee's normal work day and in excess of an employee's normal work week shall be considered overtime work. Employees performing overtime work shall be paid at the rate of time and one-half at their straight time hourly rate of pay. 202 Employees shall be compensated for overtime as set forth below: A. Employees may be paid for holidays and other overtime as it occurs or,at their option, they may accumulate compensatory time up to a maximum of 200 hours. Prior to November l of each year, the employee may elect to be paid for the full accumulation of earned time on the last pay day in November or carry over up to 48 hours for use during the following calendar year. If the employee elects to carry over up to 48 hours of compensatory leave, any additional balance shall be paid on the last pay day in November. B. Employees may schedule up to 48 hours of compensatory time in conjunction with their vacations. C. Compensatory time, which has not been previously approved, may be taken off at the sole discretion of the Fire Chief. Denial of requests to use unscheduled compensatory time shall not be subject to any grievance procedure. D. In the event, a state of emergency is declared due to an act of God and the City Manager grants emergency leave, such leave shall not be includedin determining eligibility for overtime. The employee utilizing such leave 50 7644129-2253482 shall be paid straight time for those hours worked in excess of their normal 51 SP DN-868764429-2253482 work day or in excess of their normal work week equal to the number of hours taken as emergency leave, before overtime shall apply. Employees shall not be permitted to accrue compensatory time in lieu of overtime for grant -funded positions, including overtime created by back -fill. 11 The parties agree that overtime hours shall not be used in the computation of arriving at average earnings for purposes of establishing pension benefits. 204. The parties agree that assignments of overtime work shall rest solely with the Department Director. 205. The parties agree that the assignment of overtime work is on an involuntary basis and any employee refusing assignments of such work is subject to disciplinary action as deemed appropriate by the Department Director. 52 42942:53482 ARTICLE 21 CALL BACK PA 21.1. All employees covered by the terms of this Agreement who are called back to work while off duty shall be paid at least three (3) hours minimum, plus one (1) hour's travel time, at the employee's overtime rate provided by Article 20. 21.2. Any employee covered by this Agreement who is summoned to appear as a witness, while off duty as a result of his direct employment as a member of the Miami Fire Department, will be paid four (4) hours minimum at one and one-half times his current hourly rate, excluding travel time, for all such time, provided that the Fire Chief is given prior notification so that he is given an opportunity to schedule such appearance during regular duty hours, In consideration of receiving overtime pay, the employee shall promptly assign to the City any witness or deposition fees received, and mileage allowance, if any. This Article shall not apply in legal disputes where one member of the bargaining unit sues another member of the bargaining unit covered by this Agreement. 213. Attendance in court in response to a legal order or subpoena to appear and testify in private litigation, not in connection to an employee's official duty, but as an individual, shall be taken as vacation, compensatory leave, or leave of absence without pay. 53 SPDN R0764429-2253482 ARTICLE 22. OUT OF &.LASSIFI A 22.1. The City agrees that any person covered by this Agreement who is required to accept the full responsibilities and carry out the duties of a rank above that which he normally holds shall be paid at the hourly rate of five percent (5%) above his current rate in his regular classification while so acting, provided he works in that capacity for a minimum of four (4) hours. 22.2. The Fire Chief or his designee may at his sole discretion select the best -qualified employee to serve in a classification higher than the classification in which he has Civil Service status. The employee will serve in this capacity for such periods of time as best suits the needs of the Fire Department as determined by the Fire Chief or his designee. 54 SFDN-868764429-2253482 ARTICLE 23 11()LIDAYS 231. The following days shall be considered holidays: New Year's Day Presidents' Birthday Memorial Day Independence Day Labor Day Martin Luther King Day Columbus Day Veterans Day Thanksgiving Day Day After Thanksgiving Christmas Day 23.2. Any additional holidays declared by official resolution of the City Commission shall be added to the above list. 23,3. New Year's Day, Independence Day, Veterans Day, and Christmas will be on January 1st, July 4th, November 1 1th, and December 25th, respectively. However, those bargaining unit employees who work 40 hours per week will observe the above four (4) holidays on the same dates as do the non -uniformed employees of the City. 23.4. Any employee covered by this Agreement, in pay status, at the time the holiday occurs, shall, at his option, if assigned to a twenty-four (24) hour shift (48 or 52 hour work week), be paid for ten (10) hours at his regular rate of pay or receive ten (10) hours of compensatory time, or if assigned to a forty (40) hour work week be paid for eight (8) hours of compensatory time or be paid eight (8) hours at his regular rate of pay. 23.5. It is agreed and understood that premium pay for work performed on a holiday shall be calculated as one-half of the actual time worked. An employee who works an eight (8) hour shift on which the holiday occurs, shall receive four (4) additional hours as premium pay; an employee who works a sixteen (16) hour shift on a given holiday shall receive eight (8) 55 7 4429-27,51182 additional hours as premium pay; and all employees whether they are off or on duty on the day on which the holiday occurs shall receive ten (10) hours for the holiday. The ten (10) hours, plus the premium pay as defined above is payable in cash or earned time at the employee's option according to the following: Any additional holiday time declared by the City shall be considered under the holiday option of cash or earned time for the actual amount of time so declared as holiday; premium pay shall be calculated as one-half the actual amount of time worked for such additional holiday time, 56 5PE) 1376442942534$2 ARTICLE 24 RESERVED 57 PON. 64 429-72134 &'.2, ARTICLE 25 VE AND LEA I 7 25.1 The parties to this Agreement believe that the terms and conditions set forth in this Article meet or exceed the requirements specified within the Dade County Family Leave ordinance and the Family Leave Act of the United States. In the event that they do not, the Dade County Family Leave ordinance and the Family Leave Act will supersede these terms and conditions. 25.2 Bargaining unit employees may take a leave of absence without pay not to exceed ninety (90) calendar days during a twelve (12) month period for the birth or adoption of a child, the serious illness of a family member or the employee's own serious illness. 25.3 Leave without pay for a seriously ill family member or serious illness of the bargaining unit employee may be extended beyond the initially approved ninety (90) calendar days upon approval of the City Manager or his/her designee. 25.4 Bargaining unit employees must have been employed for at least ninety (90) days to be eligible for leave without pay as specified in Section 25.2. 25.5 Leave without pay for the birth or adoption of a child must be taken by the bargaining unit employee within one (1) year of the birth or adoption. This leave does not have to be consecutive, however, such leave may not be taken on a reduced leave schedule. 25.6 Leave without pay for a seriously ill family member or because of a serious illness of the bargaining unit employee may be taken intermittently or on a reduced leave schedule when medically necessary. 58 L64429 7 C'iry 25.7 Upon approval of the Fire Chief, and the City Manager or his/her designee, a leave without pay may be granted, for the purpose of entering a course of training or study calculated to improve the quality of the employee's service to the City through course work directly related to the employee's job, for a period not to exceed six (6) months. The request for leave without pay may be extended for an additional six (6) months upon approval of the Fire Chief and the City Manager or his/her designee. Employees requesting said leave of absence shall be required to submit evidence of registration upon entering each quarter/semester of school. 25.8 A leave of absence without pay may be granted, for a good reason other than mentioned herein, for a period not to exceed ninety (90) calendar days. Approval of said leave is at the sole discretion of the City Manager or his/her designee. 25.9 Bargaining unit employees who desire to take a leave without pay for any reason specified in this Article (excluding serious health condition) must exhaust all their vacation leave balances 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 leave balances prior to taking leave without pay. 25.10 Bargaining unit employees who desire to take a leave without pay for any reason specified in this Article shall not accrue leave time. At the expiration of the leave of absence without pay, the bargaining unit employee shall be returned to the position or equivalent position vacated when said leave of absence without pay was granted. Leave of absence without pay during the required probationary period shall extend the probationary period the length of time used during said leave of absence without pay 5 9 SPDN-868764429-2253482 ARTICLE 26 RESERVED 60 SPDN-868764429-2253482 ARTICLE 27 DEREAVEIV griT LEAVE 27.1 Any employee covered by this Agreement may, in the case of death in the immediate family, be authorized up to a maximum of forty (40) hours of paid leave for any death of a member of the employee's immediate family. Said paid leave days shall be taken consecutively by the employee excluding normal days off and holidays. The immediate family is defined as father, mother, sister, brother, husband, wife, domestic partner, children, domestic partner's children, father-in-law, mother- in-law, domestic partner's parents, grandparents, spouses grandparents, domestic partner's grandparents, stepfather and/or stepmother if they have raised the employee from infancy regardless of place of residence, and may include any other person who was an actual member of the employee's household for five (5) or more years immediately prior to their death. Within thirty (30) calendar days from the date the employee returns from bereavement leave, the employee shall, upon request, file a copy of the death certificate of the deceased family member. Said death certificate must be attached to a form approved by the Office of Labor Relations 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 application for bereavement leave will be subject to disciplinary action up to and including dismissal. 27.2 It is understood that under certain circumstances the employee may be unable to obtain a death certificate. In this event, in lieu of a death certificate, the employee shall submit a newspaper account showing the death and the relationship of the deceased to the employee and/or other information and documentation as required by the Department of Human Resources. 27.3 In addition to bereavement leave, at the request of the employee, the Department Director may authorize the use of accrued vacation. 61 SPIDN-868764429-2253482 27.4 Employees on twenty-four (24) hour tour of duty shall be bound by the above sections except that they may be authorized up to forty-eight (48) consecutive work hours of duty on leave with pay. 27.5 Bereavement leave is for attending a funeral or to attend to estate issues or for being in a state of bereavement and must be taken within 45 days of the death of the family member. The Fire Chief at his sole discretion, can make exceptions to the 45 day limit under truly unique circumstance, but his decision is film1 and cannot be appealed through the grievance procedure or any other forum. 62 ARTICLE 28 PHYSICAL EXAMINATIONS 28.1 Employees shall be required to take an annual physical examination. 28.2 The schedule set forth in Section 281 and the content of the present physical examination shall continue, unless changed by mutual agreement of the parties. 28.3 The City agrees to provide physicals that are mandated by State or Federal law, including but not limited to hazardous materials team, technical rescue team and dive team physicals. 63 SPDI*4 4429-2253482 City ARTICLE 29 1:),%S OFE0I1 PM ENE 29.1. A bargaining unit employee shall reimburse the City for the repair or replacement cost of lost, stolen, or damaged City equipment when the City demonstrates that the employee's careless and/or negligent act(s) resulted in the loss, theft, or damage. 64 SPDN-868764429-2253482 City ARTICLE 30 PLQQD DONORS 30.1. Employees who volunteer as blood donors to contribute to a City supported Blood Donor Organization will be authorized the 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 the City donors are released to go back to work. 65 SPDN-868764429-2253482 ARTICLE 31 PERSOI SCREENING 31.1 In an effort to identify and eliminate on or off -duty controlled substance/alcohol abuse, urinalysis/blood tests shall be administered as provided herein: Employees refusing to give a testable blood/urine sample under any of the following conditions will be dismissed. AANI),DM.SUBSTANCE SC LNG Employees meeting any of the criteria below shall be subject to random substance screening. Employees who meet any of the criteria below shall be subject to random substance screenings for a period of one hundred and eighty (180) calendar days from the date the criteria was met. After the period of one hundred and eighty (180) calendar days, if and when employeesmeeting criterion A below have accumulated above one hundred and fifty (150) hours of sick leave and employees meeting criterion C or D below have not been late or absent without leave (AWOL) for a one hundred and eighty (180) calendar day period, they shall no longer be subject to random substance screening, unless they meet the criteria again in the future. The City shall be limited to a maximum of two (2) substance screenings in each one hundred and eighty (180) calendar day period the employee is under random substance screening. 1,1ANOOM SCREENING eoot, citintivA A. Probationary firefighters are subject to screening until off probation. B. Employees assigned to a forty-eight (48) or fifty-two (52) hour work week with less than three hundred and seventy-five (375) hours of sick leave accumulation. Employees assigned to a forty (40) hour week with less than three hundred (300) hours of sick leave accumulation. 66 $PDN 764429-225342 C. Employees who are absent without leave (AWOL) twice within a one hundredand eighty (180) calendar day period from the most recent AWOL if on a forty-eight (48) or fifty-two (52) hour work week or three (3) times within a one hundred and eighty (180) calendar day period if on a forty (40) hour work week. D. Employees reporting late (including any incidents of absence without leave) for duty three (3) times within a one hundred and eighty (180) calendar day period if on a forty-eight (48) or fifty-two (52) hour work week or five (5) times within a one hundred eighty (180) calendar day period if on a forty (40) hour work week. B.EASONABL BELIEF. SUBSTANCE SCREENING CATEGORIES A. Where a District Chief, or above has a reasonable belief based upon objective factors that the employee has possession or is using, dispensing or selling any illegal drug or controlled substance which is not prescribed by a licensed physician. B. Following any vehicular accident occurring on -duty, on an off -duty detail, traveling to or from same, involving employee(s) where a District Chief, or above has a reasonable belief based upon objective factors that the involved employee(s) may be under the influence of alcohol or may have been using, possessing, dispensing or selling controlled substance, unlawful, mind -altering, or non -physician prescribed drugs. C. Where a District Chief, or above has a reasonable belief based upon objective factors that the employee is under the influence of alcohol on -duty, or on an off - duty detail, or traveling to or from same, or while covered for portal to portal pay for workers' compensation. 67 SPUN- 47641294253482 uPsti,/,'ICKSCRF',ENIN ,PAQCP UREA 31.2 Employees shall give either a blood sample, for suspected alcohol use or a urine sample for suspected substance abuse as determined by the City at either a hospital or accredited testing lab, as chosen by the City. The hospital or accredited testing lab shall include sufficient safeguards to ensure that a proper chain of custody is enforced. When a sample is taken under any of the above circumstances, a portion of the first sample shall be retained. All positive tests for a controlled substance will be confirmed using the employee's separate second sample i f given or the reserved portion of the initial sample, by Gas Chromatography/Mass Spectrometry (G.C.M.S) or better testing. Testing procedures shall be under a reliable state licensed clinic laboratory. 31.3 The reserved portion of the first sample will be utilized for the separate second test. Employees shall be notified of a positive result within seventy-two (72) hours from receipt of the laboratory reports, but in no case shall this notice occur more than seven (7) business days after the time the sample was given. Notice to the employee of the first test being positive shall be considered to have been served upon the employee by verbal notification or by a representative of the Department delivering a notice to the employee's last known residence as shown on the Department's personnel database. 31.4 If an employee is ordered back to duty for testing, the provisions of Article 21 (Ca11 Back Pay) will apply. 31.5 Where a bargaining unit member alleges that an order made under this article is not consistent with the criteria cited herein, he/she shall comply with the order, and may simultaneously file a protest with the communicator of the order. 68 STD 764429-2253,In 31.6 Disputes arising as to whether there was reasonable belief shall be arbitrable as set forth below under the Expedited Arbitration Rules of the American Arbitration Association. All other issues involving grievances shall be processed as outlined within Article 15 - Grievance Procedure. 31.7 The employee(s) shall not be disciplined until a positive test result is communicated to the City. However, if the employee's conduct in connection with the substance/alcohol abuse amounts to conduct for which the City may otherwise discipline the employee, the City may take action prior to knowing of a positive test result. 31.8 The IAFF will be advised of passed or failed tests to the extent that the releasing of such data is not inconsistent with Federal or State laws regarding the privacy of said test or if the individual involved does not want his test results released to the IAFF. 31.9 The following cutoff concentrations shall be applicable for determining whether specimens are negative or positive for the following drugs or classes of drugs for the initial and confirmatory test procedures. A positive result shall be a concentration in excess of those listed below. For those "designer drugs" that are listed below without cut-off levels, the parties agree to test in accordance with levels specified by Department of Human Services Federal Register, Part III, if and when it ever becomes available. Initial Test LevelIng/m1) Cannabinoid (Marijuana) Metabolites 50 Cocaine Metabolites 300 Opiate Metabolites 2,000 Phencyclidine 25 Amphetamines 1,000 Methaqualone 300 Methadone 300 Propoxyphene 300 Tricyclic Antidepressants 300 Designer Drugs: Ketamine TBD 69 5PUN,- 5764429-2253482 Methylenedioxymethamphetamine (Ecstasy) 500 Carmabinoid (Marijuana) Metabolites Cocaine Metabolites2 Opiates Morphine Codeine 6-Acetylmorphine3 Phencyclidine Amphetamines GUIVIS Test Level 15 150 2,000 2,000 10 25 Amphetamine 500 Methamphetamine4 500 Methaqualone 300 Designer Drugs; Ketarnine TBD Methylenedioxymethamphetamine (Ecstasy) 500 Delta-9-tetrahydrocannabinol-9-oarboxylic acid 2Benxoyiecgonine 3Test for 6-AM when the morphine concentration is greater than or equal to 2,000 ng/ml 4Specim. en must also contain amphetamine at a concentration greater than or equal to 200ng/m1 31.10 Initial test results for alcohol will be considered positive when the individual's blood alcohol content is 0.04 grams per di or greater using whole blood. 31.11 Alcohol related specimens identified as positive by the initial test shall be confirmed as positive by Gas Chromatography Volatiles Head Space Method or more reliable testing for whole blood at 0.04 grams per di or greater. 31.12 The cutoff concentrations referenced in this Article may be revised by mutual agreement when changes in technology allow for reliable testing at lower concentration levels. ):41XPEDITED ARBITM 'ION 31.13 It is anticipated as soon as possible after ratification of the labor agreement between the City of Miami and IAFF, Local 587, the President of the Local and the City Labor Relations Officer will pick two (2) area permanent umpires to hear employee drug grievances. 70 SPDN-868764429-2253482 The two Umpires will alternate hearing only grievances where the Union brings a grievance and requests expedited arbitration on behalf of a bargaining unit member and alleges a violation of Article 31.1. A, B, or C. Said grievance will be limited to whether or not there was reasonable belief based on objective factors to require the bargaining unit member to take the Alcohol/Controlled Substance test. Where reasonable belief exists to test an employee for drugs and/or alcoholic beverages, the City will notify the Union regarding same and will provide the Union with the information available to the City at that time regarding the objective factors supporting the reasonable belief, Thereafter, the Union will have forty (48) hours to notify the Chief of Management Services and the Labor Relations Division, Department of Human Resources of its intention to invoke expedited arbitration and to confirm same to the Chief of Management Services and the Labor Relations Division, Department of Human Resources thereafter in writing. By the City providing information to the Union in order that it may make its determination whether to pursue expedited arbitration, the parties agree and acknowledge that the City is in no way waiving any of its rights, arguments, ability to introduce new or additional evidence or defenses at arbitration, expedited or otherwise. Only the Union can invoke expedited arbitration under this Article. If the Union does not invoke expedited arbitration within forty-eight (48) hours of being notified by the City, expedited arbitration shall be precluded. Further, expedited arbitration shall be precluded under any circumstances in which an employee is arrested for a drug related crime. 31.14 Reasonable Belief Substance Screenings shall be tested even if the Union timely invokes expedited arbitration on behalf of an employee. If the Union invokes expedited arbitration, the results of the test will not be released by the testing company until the umpire rules that there was reasonable belief to test the employee. 71 SPDN-861376442W2534}1241 31.15 The cost of the Umpire's decision will be borne by the employer if the umpire rules there was not reasonable belief to require the employee to take the test, If the umpire rules there was reasonable belief to require the employee to take the test, the Union will pay the cost of the umpire if the Union processed the grievance. 31.16 It is anticipated that an expedited hearing would be held before the Umpire under the American Arbitration Association rules of expedited arbitration and no post hearing briefs would be filed. The drug grievance will be submitted directly to arbitration and will be heard no later than five (5) calendar days after the employee was required to take the Alcohol/Controlled Substance test. The Umpire will rule at the close of the hearing and an oral response from the umpire will be sufficient to settle the grievance. 31.17 The two Umpires shall serve from year to year and shall be appointed by a letter jointly signed by the Union President and the Labor Relations Officer. Should either the City or the Union wish to drop an Umpire the Umpire shall be notified and the parties shall agree on a replacement. If they are unable to agree, each party will put two (2) names into a hat and the name drawn will be the replacement for one (1) year, REHABILITATION 31.18 . In the event that the results of the urinalysis/blood test are positive, the following criteria will apply: A. The employee at his/her own cost shall, within seventy-two (72) hours of a positive test notification (excluding weekends and holidays), enter and remain in a substance/alcohol program approved by the City and the Union until the 72 4422.2$34E approved program administrator is able to state that he/she has successfully completed the program, including aftercare. While in the program, the employee will be allowed to return to work if the program administrator approves; if not, the employee may be suspended until the program administrator approves return to work. Such suspension shall not exceed six months. If the employee cannot return to their regularly assigned position after six (6) months they shall be dismissed. If the employee does not successfully complete the program including aftercare, he or she will be dismissed. Employees shall not be permitted to work in combat positions until program administrators feel certain there is no possibility they are using drugs and submit this opinion in writing to the City. If and when the employee successfully completes the in -patient portion of the program, as determined by the program administrator, the employee shall be allowed to return to work. B. Upon being notified of a positive test, the employee will be immediately relieved of duty. If relieved of duty, the employee, if eligible, will use all of his/her earned time, vacation time, and sick time, and then he/she will go off the payroll. C. If the employee fails to enter, participate in and/or successfully complete any part of the rehabilitation program, including any after -care program, the employee shall be terminated from his/her employment with the City, D. Effective upon ratification of the labor agreement, employees cleared to return to work by rehabilitation administrators, shall be subject to substance screenings at management's discretion for a period of two (2) years from the date the employee returned to work. The City will be limited to a maximum of five (5) screenings 73 SPON. 764429-2253482 per twelve (12) month period. Employees tested shall be entitled to a second test as outlined in Article 31.3. Employees who decline to offer a sample shall have the reserve portion of the first sample utilized as outlined in Article 31.3. Employees who test positive to confirmatory test shall be terminated from employment with the City. E. Effective upon ratification of this Agreement, employees will be entitled to one chance at a successful rehabilitation during their employment with the City. Employees who have been through at least one (1) rehabilitation program, who are screened shall be entitled to a separate second test as outlined in Article 31.3. Employees whose sample tests positive on confirmatory test shall be terminated from employment with the City. 74 SPDN-868764429-2253482 ARTICLE 32 gouit„,.OF WORK 32.1 The work week for twenty-four (24) hour shift employees shall be as follows: twenty-four (24) hours on duty, forty-eight (48) hours off duty. A day off, now known as an "R" day, shall be granted once every seven (7) scheduled tours. This schedule will result in a forty- eight (48) hour work week. Any changes in this schedule shall be subject to negotiations between the parties. An. "R" day shall be defined as a regular day off as scheduled by the Fire Chief or his designee and must be taken on the day so designated. An employee may not have the choice to substitute any other official accumulated time or any official time as provided by the City of Miami unless approved by the Fire Chief or Deputy Chief. 32.2 Shift employees may work an optional fifty-two (52) hour work week asfollows: twenty-four (24) hours on duty, forty-eight (48) hours off duty, a day known as an "R" day, shall be granted once every fourteen (14) scheduled tours. Employees working this schedule shall be paid at the same hourly rate as they would on a forty-eight (48) work week. Time accumulations shall be based on a forty-eight (48) hour work week. Only those volunteering for a fifty-two (52) hour work week shall be assigned to it. The number of positions and seniority bidding will be negotiated by the parties. Wages shall be those specified in the appropriate salary schedule contained within this Agreement (See Appendices). 75 SPON-86 764429-2253482 61y ARTICLE 33 PERSONNEL ALLOCATION 33.1 The City agrees to provide minimum staffing for firefighting apparatus in active service. In order to provide a minimum level of safety to personnel in the bargaining unit, apparatus in service shall be staffed with no less than: 1). 4 persons per aerial unit 2). 4 persons per quint unit 3). 4 persons per puinper unit 4). 3 persons per rescue unit 5). 1 person per air truck 33.2 If in the future, new types of apparatus are placed in service, which are not covered above, the City and the Union will meet to negotiate a minimum staffing level for the new types of apparatus. If agreement is not reached within thirty (30) days, the dispute shall be submitted to arbitration consistent with the grievance procedure contained in Article 15. 33.3 The Union agrees that this article has no effect on the City's rights under Article 6, Management Rights, except as outlined above. Specifically, the City has the sole authority, whether exercised or not, to determine the number and kinds of firefighting/rescue apparatus needed to fulfill the Fire Department's mission. Such M: ,ement decision will not be grievable or arbitrable. 76 SIIDN4 429-2 34$2 Lto o ARTICLE 34 34.1 Where an investigation is initiated by the Management of the City of Miami Fire Department against an employee covered by this Agreement concerning criminal charges and where a formal statement under oath is elicited from the accused employee, the interrogation shall be conducted under the following conditions: (a) The interrogation shall be conducted at a reasonable hour, preferably while the accused is on duty, unless the seriousness of the investigation is of such degree that an immediate action is required. If the accused is off duty at the time of the interrogation, the accused shall be entitled to overtime. However, if he or she is eventually found guilty of the charges through the applicable administration processes, any overtime shall be forfeited in addition to any penalty imposed for the violation. If it occurs while on duty, a commanding officer or a supervisor of the accused shall be notified of the interrogation. (b) If the interrogation is conducted by or for the Department, it shall take place in the Miami Fire Department building. If the interrogation is to be conducted by or for another investigating City agency, it shall be conducted at either the investigative agency's City office or at the Miami Fire Department. (c) The accused shall be informed of the rank, name, and command of the officer in charge of the investigation, the interrogating party, and all persons present during the interrogation. All questions directed at the accused shall be asked by and through one interrogator at any one time. 77 SPDN-868764429-2253482 Uri (k) The accused shall be informed of the nature of the investigation prior to any interrogation, and given the names of all known complainants. Interrogations shall be for reasonable periods and shall be timed to allow for such personal necessities and rest period as are reasonably necessary. The accused shall not be subjected to abusive or offensive language or threatened with transfer, dismissal, or other disciplinary actions. No promise, reward, threat, or action shall be made as an inducement to answering any questions. The complete interrogation including when recesses are taken shall be recorded, and there shall be no unrecorded questions or statements. The accused shall not be obligated into giving a second statement concerning the same facts elicited in an original interrogation. This will not preclude an investigator from asking questions at a later time, that were not covered by the first statement. No mechanical device, including, but not limited to, polygraph, psychological stress evaluator, et al., shall be forced onto an accused, nor shall disciplinary action be taken against an accused who refuses to submit to such testing. If the accused is under arrest, or is likely to be arrested as a result of the interrogation, he shall be fully informed of his or her legal rights prior to any interrogation. At the request of the accused, he or she shall have the right to be represented by counsel or any other representative of his or her choice during the entire interrogation. 78 Where an attorney or employee representative is requested but cannot be present within four (4) hours of notification, the employee shall be required to obtain another employee representative or counsel. When an employee representative or counsel is present, he shall be only an advisor and shall not have the right of cross-examination. 34.2 The above shall not apply to investigations and review of infractions of non- criminal City and Departmental Rules and Regulations provided, however, any employee covered by this Agreement who is disciplined as the result of the alleged violation of City or Departmental Regulations, Rules or Policies shall have the right to have Union representation present if he or she desires it. If such meeting occurs between 9:00 a.m. and 5:00 p.m. on normal Monday through Friday business days the employee shall be allowed two (2) hours to have Union representative present. If such meeting occurs at times other than, those described above, the employee shall be allowed four (4) hours to secure Union representation. The Union representative shall be an advisor to the employee and shall not have the right to cross- examination. 79 SPI) 64429,-225 82 35.1. It is ARTICLE 35 R.ESIDENCY eed that while residency is not a condition of employment a candidate that is otherwise qualified may 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. 80 SPDN, 29.125302. ARTICLE 36 SHIFT STRENGTH 36.1. Thc department shall maintain a minimum of one hundred sixty-one (161) uniform personnel on duty per shift, which also includes one (1) Air Truck Driver, Car 94/95, and FCIO. 81 64429-2233482 ARTICLE 37 'ATION COMIVIAND 37.1 All Station Commanders shall receive a one percent (1%) increase in wages. Openings for Station Commander after this Agreement becomes effective shall be filled in the following order: A. The senior in grade Captain assigned to the station requesting the assignment. B. If no requests are made, the least senior in grade Captain assigned to the station shall be the Station Commander, 82 SPON-5 442- 53482 ARTICLE 38 TOTAL ,AGREEMENT 38.1. The parties agree that this Collective Bargaining Agreement represents the total agreement during the life of this contract, and no requests shall be made to increase the cost of wages, hours, and working conditions through the Civil Service Board, City Manager, the Mayor, or the City Commission during the life of this Collective Bargaining Contract. 83 6442 ,22 4 8 2 ARTICLE 39 REPRESENTATiON OF rlit,Ci TY 39.1 The City shall be represented by the City Manager, or an individual designated in writing to the Union by the City Manager. The City Manager shall have authority to execute an Agreement on behalf of the City upon being directed by an official resolution of the City Commission. 39.2 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. 84 764429.42$34B2 ARTICLE 40 REPRESENTATION Qt' TILE ITN:1M 40.1 The bargaining unit shall be represented by the President of the Union or by a person or persons designated in writing to the City Manager or his designee by the President of the Union. The identification of representatives shall be made each year prior to April 1. 40.2 The President of the Union, or the person or persons designated by said President, shall have full authority to conclude a collective bargaining agreement on behalf of the Union subject to a majority vote of those bargaining unit members voting on the question of ratification. 40.3 It is understood that the Union representative or representatives are the official representatives of the Union for the purpose of negotiating with the City. Such negotiations entered into with persons other than those as defined herein, regardless of their position or association with the Union, shall be deemed unauthorized and shall have no weight or authority in committing or in any way obligating the Union. 40.4 It shall be the responsibility of the Union to notify the City Manager or designee in writing of any changes in the designation of the President of the Union or of any certified representative of the Union. 85 SPDN-868764429-2253482 City 41.1. The City ;RE ARTICIN, 41 IN HE E r N es that in the event of a transfer of the Fire Department or its functions to Miami -Dade County, all•the rights and benefits of the transferred employees guaranteed under this Agreement shall be continued for the term of this Agreement. 86 ARTICLE 42 SAVINGS PIO/VISION 42.1. If this Agreement or any provision, section, subsection, sentence, clause, phrase or word of this Agreement is declared invalid by a court of competent jurisdiction, the remainder of the Agreement shall remain in full force and effect. The parties will meet, promptly, to negotiate replacement language in accordance with Chapter 447, Part LI, Florida Statutes. 87 SPDN. 57O442Yfl5J4.2 ARTICLE 43 rtNsm N 43.1 Pension Plan The pension benefits and employee contributions of employees covered by this Agreement shall remain unchanged as they presently exist as currently set forth in the City of Miami Firefighters' and Police Officers' Retirement Trust, Section 40-191 through 40-213, Miami City Code ("FIPO") except as modified below. .e4ipoatfiatkbBargaining unit members who were vested into their pension benefits on or before September 26, 2010, shall have the pension benefits in accordance with the provisions of the FIPO in effect on September 26, 2010. Those bargaining unit members will remain eligible to participate in the Backdrop Option set forth in section 43.4, below. Effective September 30, 2021, bargaining unit members who were not vested into th ir benefit on or before Se tember 26 20LO, shall have the pension benefits in au.oidanewi1hthe provisions of the Fly° in eMct on S tember 26 2:/19 with. a ea n enefits of One hundred and twenty thousand dollars ."120,0.00001, lbose bargaining unit members will remain eligible for thc Backdrslp Option set forth in section 43„4„ helm 43.2 Employee Pension Contributions The employee pension contribution shall be ten percent (10%) of compensation. 43.3 In the event the City decides to purse the issuance of a securitized instrument as an asset to FIPO, the City and the Union agree to negotiate a sharing arrangement for a portion of the savings. 43.4 BACKDROP Option. A Backdrop benefit option shall be implemented on January 1, 2013. The Backdrop option shall replace the existing DROP program. Employees who have not attained normal retirement 88 eligibility as of the effective date or were not vested by October 1, 2010, and all employees hired on or after that date, will be eligible for the Backdrop option, but will not be eligible for the DROP. Anyone eligible for the forward DROP as of January 1, 2013, remains eligible for the forward DROP as it presently exists and anyone eligible for the forward DROP as of January 1, 2013 or vested prior to October 1, 2010, who chooses not to enter the forward DROP remains eligible for the Backdrop. (a) An eligible employee who elects the Backdrop option shall receive a monthly benefit payable on the employee's actual retirement date (date of retirement and separation from City employment) based on the benefit the employee would have received if he/she had left City employment and retired on an earlier date after attaining normal retirement eligibility (the "Backdrop date"). In addition, an eligible employee who elects the Backdrop option will receive a lump sum payment equal to the accumulation of monthly retirement benefit payments he/she would have received during the period following the Backdrop date through the actual retirement date ("Backdrop period"), plus interest at the rate of 3% per year, compounded annually. An eligible employee may elect a minimum Backdrop period of 1 year and maximum Backdrop period of up to seven years. An eligible employee who elects the Backdrop option must select the normal form of benefit or an optional form of benefit in accordance with section 40-203(m) at the time of electing the Backdrop option. The employee's monthly benefit as well as the lump sum payment under the Backdrop option is based on the form of benefit selected. (b) Employees are eligible to elect the Backdrop option after completing one year of creditable service following the normal retirement date. A Backdrop election m t 89 tjliOfl be made within 10 years after becoming eligible for normal retirement. The maximum Backdrop period is 7 years. Eligible employees who wish to elect the Backdrop option must provide written notification to the Department Director and the Department of Human Resources at least 8 months prior to the employee's retirement date; provided a lesser notice period may be approved by the City Manager due to special circumstances. Bargaining unit employees will be able to revoke their Backdrop election one time, but within 1 month of their election. However, if a bargaining unit employee is granted a lesser notice period by the City Manager due to special circumstances, the employee will not be eligible for the one-time Backdrop election revocation. Employees are not required to elect the Backdrop option. (c) All or a portion of the lurnp sum payment under the Backdrop option may be rolled over to an eligible retirement plan or IRA in accordance with federal law, If the Backdrop is ever terminated, for any reason, the rights of all persons then in the DROP shall not be diminished or impaired. Additionally, if the back DROP is ever terminated, all persons who are then eligible for a back DROP will still be eligible for a 7 year back DROP. The Board of Trustees of FIPO shall develop operational rules for the implementation of this provision. 43.5 The parties agree to support the change of the approved actuarial cost method from the current aggregate method to the Entry Age Normal actuarial cost method based on reasonable amortization periods and assumed payroll growth with an expected reduction in contribution requirements of approximately 1.72 million dollars estimated using a 25 year amortization period and 3% payroll growth. If legally necessary or legally required, the parties agree to jointly petition the Circuit Court judge in the ease of Gates v. City of Miami to alter the judgm 90 SPD1,1•• 64429-223482 accordingly, to be effective for the plan year beginning October 1, 2012. Upon receipt of approval from the Court, the City shall implement the change by ordinance, 91 764429-2253,142 43.6 Balance Transfers. The rollover of DROP funds into the Miami Firefighters' Relief & Pension Fund (175) shall be allowed if rollovers of this type are approved by the Miami Firefighters' Relief & Pension Fund (175) trustee board. 43.7 Service Retirement Benefit Multiplier Effective October 1, 2015, a firefighter member exercising any retirement on or after October 1, 2015, shall be entitled to receive a retirement allowance equal to three percent (3%) of the member's average final compensation multiplied by years of creditable service for the first 15 years of such creditable service and three and one-half percent (3.5%) of the member's average final compensation multiplied by the number of years of creditable service in excess of 15 years, subject to the maximum retirement allowance contained in the retirement plan. 43.8 Pension Stabilization. A. The Union and the City agree to pursue, the creation and implementation of a funding plan for the FIPO retirement system. The goal of such finding plan is the long term stabilization (no less than ten (10) years) of the City's general fund contribution to thirty seven (37) % or less of pensionable payroll by September 30th of each year. If the City's contribution is less than thirty four (34%), the excess dollars should go to fund the pension stabilization fund until such time as the actuaries determine the Pension Stabilization Fund is considered reasonably actuarially sound to stabilize the City's contribution for ten (10) years. B. In addition, the City shall establish a manner to ensure that the appropriate dedicated funds are reserved with the intent to stabilize the City's annual pensioncontribution. It 92 SPONrire,... 7 94n-2253482 Iffec is agreed that these monies will be in Trust with the sole purpose of stabilizing the City's annual pension contributions. 93 SPDN- 1S764429-2253482 Cilv ARTICLE 44 44.1 Sick time will be granted at the rate of ten (10) hours per month for 48 and 52 hour a week employees and eight (8) hours for 40 hour a week employees. 44.2 Up to forty-eight (48) hours of Sick Time (40 hours for 40-hour employees) may be used for the illness of an employee's qualified family member. An employee' s Sick time may be used for the illness of a family member in excess of forty-eight (48) hours (40 hours for 40 hour employees) for a long term serious health condition with the recommendation of the Fire Chief and approval of the City Manager or his designee. This is in addition to any benefits afforded under Article 25 of this agreement. 44.3 After the accumulation of six hundred (600) hours (four hundred and eighty (480) hours for forty (40) hour week employees) of sick leave, further accumulation shall at the employees option, be: Option 1 - Added to the employees sick time bank Option 2 - Paid for all sick leave hours in excess of sixty (60) hours annually (forty eight (48) hours for forty (40) hour week). Time earned for each calendar year shall be paid the first full pay day in February. Option 3 - Credited to an employee's vacation leave at the rate of five (5) hours vacation leave for each ten (10) hours of sick leave earned, 44.4 Employees covered by this Agreement who retire after October 1, 1993 shall be paid for one hundred percent (100%) of accumulated sick leave up to twelve hundred (1200) hours and fifty percent (50%) of accumulated sick leave above twelve hundred (1200) hours. Employees whose sick leave payoff was limited to fourteen hundred and forty (1440) hours shall 94 311)N-S 764429-22534B2 have the option of keeping the fourteen hundred and forty (1440) hours limit or selecting the twelve hundred (1200) hours limit with payout at one hundred percent (100%) and fifty percent (50%) of accumulated sick leave above twelve hundred (1200) hours. Employees working less than forty-eight (48) hours per week shall have their sick leave converted accordingly. 44.5 Employees who are eligible for retirement may, at their sole discretion make an irrevocable election in the calendar year prior to the calendar year in which the employee severs service with the City of Miami to convert any portion of their accumulated sick time to vacation time at the time of severance of service. The conversion of sick time to vacation time shall be at the rate of one hundred percent (100%) of accumulated sick leave up to twelve hundred (1200) hours and fifty percent (50%) of accumulated sick leave above twelve hundred (1200) hours. 44.6 Effective upon implementation of the Retiree Health Plan, employees covered by this Agreement shall be credited for one hundred percent (100%) of accumulated sick leave up to 3 twelve hundred (1200) hours* and fifty percent (50%) of accumulated sick leave above twelve 4 hundred (1200) hours at time of severance of service with the Department. * 3&4 * Any vacation time balances that are converted to sick time under provisions of Article 19.1 shall be added 95 SPUN ;;,,764429.2253482 over and above the 1200 hour limitations set forth here in Article 44.6 96 °VON- 764429-2253482 ARTICLE 45 TUITION REINIBUB$EMENT 45.1 It is agreed between the parties that a tuition reimbursement program designed to encourage bargaining unit members to improve their job performance and increase their value to the City by pursuing courses of study related to their job duties at Miami -Dade County, Broward County or other approved County educational institutions shall be established. Other educational programs may be covered, provided the City and the Union mutually agree upon the inclusion of the educational program. 45.2 Any full-time sworn, permanent bargaining unit members shall be eligible to participate in the Tuition Reimbursement Program. Tuition reimbursement provided under this Article shall not be subject to budgetary constraints. 45.3 All degree seeking course work must be taken at or from an accredited college, university, or educational institution approved by the City Manager or the Labor Relations Officer. Course work taken under provisions of this Article must be directly related to the bargaining unit member's job duties and for the purpose of professional development. Class attendance will be on the bargaining unit member's own time unless otherwise noted in the course announcement and authorized by the City Manager or the Labor Relations Officer. All technical and/or non -degree seeking education must be directly related to the bargaining unit member's job duties and for the purpose of professional development and shall be from organizations or institutes approved by the Fire Chief or designee. 45.4 Effective upon ratification of the labor agreement reimbursement will be limited to lab fees, books, and tuition costs up to a maximum of $4,000 in a calendar year. All coursework in pursuit of a paramedic certification shall be covered by the City. 97 SPDN-86 7 294253482 45.5 To be eligible for reimbursement, the bargaining unit member's 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. 45.6 Procedures for reimbursement will be as follows: A. The bargaining unit member must obtain three (3) copies of the Application for Tuition Reimbursement form for each course from his department or the Human Resources Department. B. The bargaining unit member must complete the application in triplicate and submit it to the Fire Chief prior to registration at the education institution. C. The Fire Chief will then review the application and if approved forward the original and one (1) copy to the Human Resources Department. Ifthe application is disapproved, it is then returned to the bargaining unit member by the Fire Chief. D. The Human Resources Department has the authority to approve or disapprove the application, and applications not approved will be returned to the Fire Chief with the reason for rejection noted thereon. 45.7 In the event the bargaining unit member 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 bargaining unit member will be reimbursed to the City by the bargaining unit member upon his termination from the City through a deduction from his final paycheck. SRN- 7 4429-2253 4 82 98 45.8 Upon completion of the course work, the bargaining unit member must submit his semester grade report together with the tuition fee receipt to the Fire Chief. The Fire Chief will submit the approved application for tuition reimbursement along with the bargaining unit member's semester grade report to the Finance Department who shall then reimburse the bargaining unit member for the City's share of the tuition reimbursement. The Fire Chief will advise the Human Resources Department of the employee's satisfactory completion of the course, 45.9 All employees covered by this Agreement who are ordered to attend off duty courses by the Fire Department shall be paid as provided for in Article 20 - Overtime for all time spent in attendance. 45.10 At the discretion of the Fire Chief, attendance at training courses while on duty shall be allowed and shall be charged to S.A. time, 45.11 Those employees attending classed paid for the City shall not draw supplemental educational benefits from any other source. Should the employee wish to apply to receive supplemental educational benefits, i.e. GI Bill, he or she will not receive educational payments from the City. 99 SPDg 644n-225'3A Cav tlt BARG NG II ARTICLE 46 1BE1. 1L'D E F C 46.1. Any full-time Bargaining Unit Member who is killed while in the performance of his or her official duties or who subsequently dies from injuries within twelve (12) months of the incident from his or her wounds shall be given a promotion to the rank of Battalion Chief. Leave balances will be paid off at the hourly rate of the newly promoted rank. The beneficiary of the deceased shall receive a sum of $250,000 from the City upon said bargaining unit member's death. Application shall be made to the City for payment of such death benefits. 100 ARTICLE 47 RETIREE flEALTH PJAN 47.1 The parties agree that the union will establish the Miami Association of Fire Fighters IAFF Local 587 Retiree Health Plan ("RHP") consistent with current IRS Rules and Regulations. 47.2 Eligibility for membership, taxability, funding, and administration of the RHP, including Board of Trustees composition and investment policy will be as outlined in the RHP Plan Document and/or Trust Agreement. 47.3 It is the intent of the parties that upon severance of service from the Department all members will have their sick leave balances calculated at their rate of pay at time of severance and transferred to their Individual Plan accounts. 47.4 The parties agree that any losses, charges or expenses incurred by the participant in the RHP will be borne by the participant and shall not be made up by the City of Miami, the IAFF or the RHP. 101 SPDN- 429-2253482 1.17tri; - ARTICLE 48 yERMINATION AND MODIFICATION 48.1 After a majority vote of those bargaining unit members 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 representative and the City Manager, shall become effective October 1, 20462019, except where otherwise stipulated. This Agreement shall continue in force until September 30, 2-04-92022. 48.2 On or before March 2020, and Nfarch 2021, either party may reopen tbr negotiations up to two (2) articles of this Agreement- by notifying the other irt,witing af its intention to do so. The parties expressly agree that the benefits restored in 2018 in Artlele,18.t, 18,10 1.4„12, and 18.16 shall not be reduced for the term of thiS AffeCMOTIt. Article 43 shall not hesubieet to reopener. 4823. On or before March 1, 204-92022 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 describing its proposals. The changes indicated in the proposals shall be designated with a strike through of deleted language and new language will be underlined. 48.A4. On or before March 1, 204-92022, the City shall present the Union with a list of proposals it desires to negotiate together with specific language describing its proposals. The changes indicated in the proposals shall be desi to• ated with a strike through of deleted language and new language will be underlined. 48.45. Initial discussions for a successor Agreement shall thereafter and no later than April 1, 204-1;12022 be entered into by the City and the Union. 102 48.56. Such discussions shall be concluded by the signing of a proposed agreement pursuant to Florida law. Agreed to this day of by and between the respective parties through an authorized representative or representatives of the Union and by the City Manager. 103 SPD 64429-2253482 ATTEST: INTERNATIONAL ASSOCIATION` OF FIREFIGHTERS, AFL-CIO/,OCAL 587 ATTEST: ON THE PART OF THE CITY OF MIAMI, MIAMI, FLORIDA APPROVED AS TO FORM AND CORRECTNESS CI"I'Y ATTORNEY 104 Cif i Tanager AGREEMENT ..,. ARTICLE PA AGREEMENT IN EVENT OF TRANSFER 39 BARGAINING UNIT MEMBERS KILLED IN THE LINE OF DUTY .................. ................... BLOOD DONORS OVERTIME ......................<....>., 44 28 BULLETIN BOARDS 11 CALL BACK PAY .a...ap ..,...,, 21 BEREAVEMENT LEAVE. ........... ..........,. ....... ........ 26 DISCRIMINATION ... .p.,;., 4 EMPLOYEE RIGHT TO REPRESENTATION.„.... ............ 32 FAMILY LEAVE AND LEAVES OF ABSENCE............... 24 15 17 23 30 wp41. axp ,a®k.a. 12 .. p@c;ax 27 6 2 ........... .................. ...<.,........ 8 20 GRIEVANCE GROUP INSURANCE .............. IIOLIDAYS .., ......<a p...wapw p...e<...p, w.. HOURS OF WORK LINE OF DUTY INJURIES ......,, LOSS OF EQUIPMENT......... MANAGEMENT RIGHTS .......„ NO STRIKE 105 1 75 87 54 17 44 52 7 66 48 26 33 46 64 18 53 9 3 11 42 RTICLE PACE PENSIONM,k,..,44+6,1•“.*•:41",,,,..ts0,0,...J.iala.,fh"S”...1,.4,...9,9R4.,944."“Ea! 41 77 PERSONNEL ALLOCATION.---------R.,,,,...4“, 31 65 PHYSICAL EXAMJNATIONS 3.B,P.14 Y.,,,,..“,,,4rane,16.."1.f 8 ne.4,,,,,,, 26 52 PREVAILING BENEFITS .9 .,t.e+44,.t..a,,,,,P,R.,,...,t,q,1-04,,bottlanctl,,,ai q,A f.t,8 5 8 RECOGNITION a 00" .......... 6,4,,,,,,,,,,,,H4,,r,“.“—*41,,ttlii&R.R.4,...“:41.... 1 2 REPRESENTATION OF THE CITY ._-_,........,..„_,___. 37 73 REPRESENTATION OF THE UNION . ........ ........„-..,-.1:ti;i‘,....*i 38 74 RESIDENCY1,0,P.,511,..,,,,,,Vap 4•110}...R49,AY,a,91,Ife.fd,":",,,,,,Stkes...,e4.1,,“.,...,..1.N 33 69 RETIREE HEALTH PLAN......._ .............. _ ... _ ..... ._ ... ....„ 45 88 SAFETY COMMITTEE..944,,,,,,....,i0P.3,..r.f."...t.A,,e'Fb:r.i th, 13 23 SAFETYSHOES ........... m..,4-#4,1,1,1,,,,,,A.-",ii”..,,144.,$..41,1”9-,.61,4,..,,s. 16 31 40 76 SHIFT EXCHANGE ........................,,,.....-...........„-........--....._., 9 12 SHIFT STRENGTH ........ ..•_-,...-----.....-----........... 34 70 SICKTIME .. ..... a ...... or wakr s”..k,t0A-R,,,,,,,,,.,..:04,44..;.,Pit........1,...4.5. 42 82 SPECIAL MEETINGS 44,...,....,.5d.:1“..3.,.......“*..".4.44,S=00.4,...“ 14 25 STATION CO,,,. : , .*, ''•• DERS ”*“,46",””Ai.“P"A“.4.PR+, 35 71 SUBSTANCE/ALCOHOL -- PERSONNEL SCREENING ...... .......--,--,-,-....- 29 55 TERMINATION AND MODIFICATION.,...........„--, ...... 46 89 TOTAL AGREEMENT.... ......... "yp,c4Walci.Y4,Aft,"4,0"..t..4*.,,49,,”4-xx.IX.“ 36 72 TUITION REIMBURSEMENT .---..,„...„.---.......,..,......-„ 43 84 UNION BUSINESS.----......------,,,,,,OV.,”.01,,C.,,,,,,... 3 4 UNION REPRESENTATIVES ...,....-,...„---_,-......_ 7 10 VACANCIES -- PROMOTIONS ........-----..............---- 10 13 VACATION TIME “:"...V,Zsa,..”,0a...+4.",...tar,+,a4,p..$43£,.4,84,*04,6....,,, I 9 40 WAGEST UM 6...P 4, A ..... gil,,9.,,,,,,,,d1,*0,n,,,,,,,,"4,4,91,,,,IV.,48.“...”1,”:. "•r.taika4, 18 34 WORKING OUT OF CLASSIFICATION ,,,,,,,,,....)...,. .. 22 45 106 aa' ti.. mniorlaurrui ammemeimmemommiE amimilifirittrailitilitirtiorgassummmemt mumeramiiiiita arrimistratunino 111111111111110, 1.1.1111111111111111111111111 ment D • Gawks& Mies A. Irizarry, Tartarus .1 Obaneo, Meier * t t A. EMPLOYE Last Film JOS TM CY 2614-13 E Data Oared YEAR 1 Step MUMMA Ueut 96 Hrs 9 93,192 902 Ueut 95 Firs 61213 kr/tiatia79"4"1,111111111111MEI Fire C:setale Heurs fire Unit 60 Hrs Fire Ileut 60 Hrs Fire Usut SO Firs Fire Ueut 80 firs Fire Mut 96 Firs 11111113A,,n 93,192 Inmost 671 2„604 2$57 Total Year 1 Sebry Step Off a 3.% 2, • 575 12295 CS, 675 (2.795) (2,121) -2 29% 2.121 12,795 ,1.21) 41.95 123. 675 1.260 28a 52% 52% 114201991 Fire Captile 244 t Fire Ueut 96 firs Fire Lieut 00 Firs 11‘967 VZ521 Fire Gestate 52/14 02,, 554 11467i 93,192 7 95)4 -2 24'A 671 75) 2.12 2 2? S411 t2533) 75 0 1.2$6 . 743 Pa A 150 0 LS% 75 52% ear 2 Value may be for that part of the year prior to the ann • date in some in nces this will ensure that no emplo has a net reduction due to the Increase in pension contribution City of Miami Legislation Resolution: R-18-0440 City Hall 3500 Pan American Drive Miami, FL 33133 www.miamigov.com File Number: 4908 Final Action Date: 10/11/2018 A RESOLUTION OF THE MIAMI CITY COMMISSION, WITH ATTACHMENT(S), AUTHORIZING THE CITY MANAGER TO ENTER INTO A SETTLEMENT AGREEMENT, IN SUBSTANTIALLY THE ATTACHED FORM, WITH THE INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS, AFL-CIO, LOCAL 587 ("IAFF") TO RESOLVE THE UNFAIR LABOR PRACTICE PETITION FILED BY IAFF IN THE CASE STYLED MIAMI ASSOCIATION OF FIREFIGHTERS, LOCAL 587, OF THE INTERNATIONAL ASSOCIATION OF FIREFIGHTERS OF MIAMI, FLORIDA V. CITY OF MIAMI, CASE NO.: BP-2018-001 (CR-2018-001 AND CA- 2010-124), PENDING BEFORE THE PUBLIC EMPLOYEES RELATIONS COMMISSION; AUTHORIZING THE CITY MANAGER TO EXECUTE THE SETTLEMENT AGREEMENT. WHEREAS, the International Association of Firefighters, AFL-CIO, Local 587 ("IAFF") filed a petition against the City of Miami ("City") with the Public Employees Relations Commission ("PERC") alleging that the City had committed an unfair labor practice when it declared financial urgency in 2010; and WHEREAS, the proceedings were remanded to PERC for further action, which prompted a back -pay proceeding to be commenced; and WHEREAS, IAFF and the City have negotiated, and the parties have agreed, to a full and final compromise and settlement of all matters in the case styled as Miami Association of Firefighters, Local 587, of the International Association of Firefighters of Miami, Florida v. City of Miami, Case No.: BP-2018-001 (CR-2018-001 and CA-2010-124) and all causes of actions, claims, grievances, and contentions between them related to the City's 2010 declaration of financial urgency; and WHEREAS, upon ratification of the Settlement Agreement ("Agreement") between the parties, the terms of the Agreement shall be implemented accordingly; and WHEREAS, funds in the amount of twenty million five hundred thousand dollars ($20,500,000.00) shall be paid from the General Fund, unrestricted funds, and disbursed according to the payment schedule articulated in the Agreement; and WHEREAS, the Office of Allen, Norton and Blue, as outside counsel, has investigated these claims and pursuant to Section 18-232 of the Code of the City of Miami, Florida, as amended, recommends settlement; NOW, THEREFORE, BE IT RESOLVED BY THE COMMISSION OF THE CITY OF MIAMI, FLORIDA: Section 1. The recitals and findings contained in the Preamble to this Resolution are adopted by reference and incorporated as if fully set forth in this Section. City of Miami Page 1 of 2 File ID: 4908 (Revision:) Printed On: 2/5/2019 File ID: 4908 Enactment Number: R-18-0440 Section 2. The City Manager is authorized' to execute the Agreement, in substantially the attached form, with IAFF. Section 3. This Resolution shall become effective immediately upon its adoption and signature of the Mayor.2 APPROVED AS TO FORM AND CORRECTNESS: dez, ity 1 ttor ey ) 10/1/2018 1 The herein authorization is further subject to compliance with all requirements that may be imposed by the City Attorney, including but not limited to, those prescribed by applicable City Charter and City Code provisions. 2 If the Mayor does not sign this Resolution, it shall become effective at the end of ten (10) calendar days from the date it was passed and adopted. If the Mayor vetoes this Resolution, it shall become effective immediately upon override of the veto by the City Commission. City of Miami Page 2 of 2 File ID: 4908 (Revision:) Printed on: 2/5/2019 SETTLEMENT AGREEMENT THIS SETTLEMENT AGREEMENT (hereinafter referred to as the `Agreement") is made and entered into by and between the MIAMI ASSOCIATION OF FIRE FIGHTERS, LOCAL 587, OF THE INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS OF MIAMI, FLORIDA (hereinafter "IAFF"), and the CITY OF MIAMI (hereinafter "City"). WITNESSETH: WHEREAS, on September 27, 2010, the IAFF filed an unfair labor practice charge with the Florida Public Employees Relations Commission ("PERC"), styled as Miami Association of Fire Fighters, Local 587, of the International Association ofFire Fighters ofLliami, Florida, Case No. CA-2010-124 (hereinafter referred to as the "Charge"); WHEREAS, upon the entry of a Final Order by the Public Employees Relations Commission in the above Charge on April 20, 2012, the Final Order was appealed, and after a procedural history not necessary to be detail herein, the matter was subsequently remanded to PERC for further action. On February 13, 2018, a back -pay proceeding was commenced, Case No. BP-2018-001 (relates to CR-2018-001); WHEREAS, the City denies all liability to the IAFF arising out of the Charge and subsequent litigation; WHEREAS, the Parties desire to avoid incurring further costs of litigation, and seek to resolve all matters in controversy, disputes, grievances and causes of action between them related to the City's 2010 declaration of financial urgency in an amicable fashion; WHEREAS, the Parties have reached a full and final compromise and settlement of all matters, causes of action, claims, grievances and contentions between them related to the City's 2010 declaration of financial urgency; and NOW THEREFORE, in consideration of the mutual covenants and promises herein contained and other good and valuable consideration, the sufficiency of which is hereby acknowledged, and to avoid unnecessary litigation, contingent upon approval by the City of Miami City Commission it is hereby agreed by and between the parties as follows: 1. This Agreement, and compliance with this Agreement, shall not be construed as an admission by the City of any liability whatsoever, or as an admission by the City of any violation of the rights of the IAFF, its bargaining unit members, or any other person, or of any violation of any order, law, statute, rule, regulation, duty, or contract. 2. In full settlement of all claims between the Parties arising out of the Charge and subsequent litigation, and contingent uponapproval and ratification' by the City of Miami City Commission, the City agrees as follows: a) Effective the first full pay period upon ratification of this Agreement; to implement a five percent (5%) across the board increase to the bargaining unit members' pay schedule, retroactive to October 1, 2017, as set forth in the October 1, 2016 through September 30, 2019 and October 1, 2019 through September 30, 2022 Collective Bargaining Agreements (the "Pay Schedule Restoration"); effective upon ratification of this Agreement: to uncap and restore the City of Miami Firefighters and Police Officers Retirement Trust ("FIPO") pension plan benefits that were in effect prior to September 27, 2010, for all bargaining unit members who were vested in that plan before September 27, 2010; and effective upon ratification of this Agreement, to implement retroactively in accordance with the October 1, 2016 through September 30, 2019 and October 1, 2019 through September 30, 2022 Collective Bargaining Agreements, the restoration of the benefits identified in Articles 18.10, 18.12, and 18.16 (the "Restored Supplements"); b) Effective September 30, 2021: to restore the FIFO pension plan benefits that were in effect prior to September 27, 2010, for all other bargaining unit members, with a cap on benefits of one hundred and twenty thousand dollars ($120,000.00), to be implemented by the appropriate ordinance the language of which is attached as Exhibit A hereto; i. The IAFF and its bargaining unit membership agree and accept as the status quo the FIPO pension plan benefits modifications implemented by ordinance on September 27, 2010, Ordinance No. 10-01091, up and until the modification described in Paragraph 2., b), above, becomes effective. c) Effective upon ratification of this Agreement: to grandfather the select group of IAFF retirees that the FIPO Trust began payment to in January 2018, and assume the ongoing obligation for payments to those retirees based upon the restoration of their pension plan benefits to those that were in effect prior to September 27, 2010; and d) In accordance with the following schedule: in settlement of the IAFF's damages claims in the litigation, to pay the total sum of twenty million five hundred thousand dollars ($20,500,000.00) in damages to the affected bargaining unit members (current or former)-' and as described below: i. $5,400,000.00, after ratification of this Agreement by the City, within sixty (60) days of the City's receipt from the IAAFF of the certified list of affected bargaining unit members entitled to payment with the specific amounts of All references to ratification refer to the City of Miami City Commission. 2 "Affected bargaining unit members" shall mean those current or former bargaining unit members who were employed by the City any month during the period September 28, 2010, through September 30, 2016 (the '`relevant period"). 2 each affected bargaining unit member's apportionment, as further explained below, and $100,000.00 to the IAFF for settlement costs; ii. $2,500,000.00 on October 1, 2018; iii. $2,500,000.00 on October 1, 2020; iv. $2,500,000.00 on October 1, 2021; v. $2,500,000.00 on October 1, 2022; vi. $2,500,000.00 on October 1, 2023; and vii. $2,500,000.00 on October 1, 2024. Payments made after October 1, 2018, shall not be subject to a prepayment penalty. The City shall make checks payable to affected bargaining unit members in amounts to be determined and certified to the City by the IAFF. For each payment, above, the IAFF will provide the City with a certified list of the affected bargaining unit members to receive payments and the corresponding amount of each affected bargaining unit member's payment based upon a formula which contemplates pro-rata payments considering the months of service of affected bargaining unit members during the relevant period, after which the City will have sixty (60) days to prepare the checks. It is the responsibility of the Union to provide an accurate pro-rata distribution list in accordance with this Agreement. For affected bargaining unit members who are currently employed by the City at the time payments are made, the City shall distribute those checks. For affected bargaining unit members who have retired, the City will arrange for the pension fund to distribute those checks. For affected bargaining unit members who are not employed by the City at the time payments are made, the City shall distribute those checks to the affected bargaining unit members by mailing them to the last known address provided by the former employee, It checks mailed to the last known address are returned and/or not cashed within ninety (90) days the Union shall be notified and if, within thirty (30) days thereafter, the funds are returned and/or not cashed, the funds will revert to the City and be set aside for additional benefits for the bargaining unit. The City and the IAFF make no representations or warranties, express or implied, concerning tax implications of any damages payments made pursuant to this Agreement. Any tax obligation(s) arising from the foregoing payments w-il1 be the sole responsibility of the individuals receiving the payments. The IAFF agrees that all the payments referenced above constitute separate consideration to which the IAFF or the affected bargaining unit members is/are not otherwise entitled and are in full and complete settlement of the claims in the litigation. The parties agree and promise to mutually defend against any challenge that may arise from any person or entity covered by this Agreement concerning the entry into this Agreement and the retention, remittance and/or disbursement of any sums agreed to hereunder.3 Each party shall bear its own costs and fees other than as specified herein. 3 This does not contemplate the preclusion of an action or motion by the IAFF to enforce the express terms of this Agreement. 3 3. The IAFF authorizes the City to take all necessary steps to dismiss all pending litigation between the Parties related to the City's 2010 declaration of financial urgency with prejudice, as applicable, including by executing, filing and serving a mutually agreed upon Notice of Settlement and request for entry of a consent judgment, order, or decree with the Florida Public Employees Relations Commission, and all other courts or administrative bodies within then (10) days of the ratification of this Agreement. The IAFF also agrees that any and all pending grievances related to or arising out of the pending litigation and/or the City's declaration of financial urgency in 2010 shall be deemed withdrawn with prejudice at that time. 4. The IAFF, as the exclusive certified bargaining agent and party to the Charge and subsequent litigation, represents and warrants that it is fully authorized to enter into this Agreement, including in accordance with the provisions of Chapter 447. Part IT, Florida Statutes. By entering into this Agreement, the IAFF is voluntarily and forever waiving and discharging all claims, lawsuits, charges or causes of action that it has or may have had on behalf of itself and its bargaining unit members arising prior to the date of execution and ratification of this Agreement relating to the City's declaration of financial urgency and resultant changes in 2010. 5. It is expressly understood by the IAFF and its counsel that the commitments and promises contained in this Agreement shall be in lieu of anything, including any and all amounts to which the IAFF, its bargaining unit members or any other persons, and their heirs and assigns, or its attorneys are now, or may become, entitled to, based upon any claim whatsoever arising out of the litigation with the City (including special, general or exemplary damages, attorney's fees, interest, expenses, and costs actually incurred). 6. The parties represent and agree that they have thoroughly discussed all aspects of this Agreement with their respective attorneys and have carefully read and fully understand all the provisions of this Agreement, and that they are voluntarily entering into this Agreement. 7. The Parties agree to the entry of a consent judgment, order or decree for purposes of enforcement of the express terms of this Agreement which shall supersede all previous agreements. Any breach of any term, provision, or obligation of this Agreement by any party shall entitle the other to seek enforcement of such term, provision or obligation in a court of law of competent jurisdiction. The proper and only venue for any action, based upon any alleged breach of any term, provision or obligation of this Agreement, shall be in the 1 lth Judicial Circuit in and for Miami -Dade County, Florida. In the event of a violation of this Agreement, including, but not limited to, a failure or refusal to implement the ordinance changes required herein, then the following provisions shall apply: a) The City shall first take all necessary action to correct and remedy its violation. b) Should the City refuse to remedy its violation, then the parties agree that a lawsuit may be brought in the Circuit Court for the Eleventh Judicial Circuit in and for Miami -Dade County, Florida, against the City by the LAFF to enforce the terms of 4 this Agreement. If a violation is established, any actual damages caused by the City's violation shall be valued and calculated by an independent expert mutually selected and appointed by the Parties, whose report shall be submitted to the Court for purposes of seeking the entry of an order returning affected bargaining unit members to the position they would be in had there been no violation of the Agreement. c) In addition to any remedies at law, mandamus may issue as appropriate to require the City to take all necessary action to enforce the terms of this Agreement. 8. The parties agree that th.is Agreement does not constitute a waiver of any rights or obligations under Chapter 447, Part II, Florida Statutes. 9. The parties agree that upon satisfaction of the obligations in Paragraph 1 above, this Agreement shall have no further force or effect. 10. This Agreement constitutes the final and binding Agreement among the Parties and may not be supplemented or changed without the express written consent of both parties. All prior representations regarding this Agreement are hereby expressly disclaimed by both Parties. 11. Should any provision of this Agreement be declared or determined by any Court to be illegal or invalid, the validity of the remaining parts, terms or provisions shall not be affected thereby and said illegal or invalid part, term or provision shall be deemed not to be part of this Agreement. 12. This Agreement may be executed by the Parties in duplicate so that each party may hold a duplicate original. A facsimile signature shall be deemed to be an original. 5 Ir WITNESS WHEREOF, the Parties hereto have executed and delivered this Settlement Agreement as of the day and year set forth below. Agreed to and Accepted by: Dated: Dated: 6 The City of fa�n1 iy,A 1- 1 (t ;. /21 ").-V+ � I (Ti City of Miami Legislation Resolution: R-18-0413 City Hall 3500 Pan American Drive Miami, FL 33133 www.miamigov.com File Number: 4834 Final Action Date: 9/27/2018 A RESOLUTION OF THE MIAMI CITY COMMISSION, WITH ATTACHMENT(S), APPROVING THE COLLECTIVE BARGAINING AGREEMENT BETWEEN THE CITY OF MIAMI AND THE EMPLOYEE ORGANIZATION KNOWN AS THE MIAMI GENERAL EMPLOYEES AMERICAN FEDERATION OF STATE, COUNTY, AND MUNICIPAL EMPLOYEES LOCAL 1907, AFL-CIO FOR THE PERIOD OF OCTOBER 1, 2017 THROUGH SEPTEMBER 30, 2020; FURTHER APPROVING THE MEMORANDUM OF UNDERSTANDING CONCERNING THE PENSION MULTIPLIER DATED AUGUST 9, 2018; AUTHORIZING THE CITY MANAGER TO EXECUTE BOTH. BE IT RESOLVED BY THE COMMISSION OF THE CITY OF MIAMI, FLORIDA: Section 1. The collective bargaining agreement ("CBA") between the City of Miami and the employee organization known as the Miami General Employees American Federation of State, County, and Municipal Employees Local 1907, AFL-CIO for the period of October 1, 2017 through September 30, 2020 and the Memorandum of Understanding ("MOU") concerning the pension multiplier dated August 9, 2018 are both approved, subject to ratification by the respective union. Section 2. The City Manager is authorized' to execute both the CBA and MOU. Section 3. This Resolution shall become effective immediately upon its adoption and signature of the Mayor.2 APPROVED AS TO FORM AND CORRECTNESS: ndeU ezCity Attor 1 The herein authorization is further subject to compliance with all requirements that may be imposed by the City Attorney, including but not limited to, those prescribed by applicable City Charter and City Code provisions. 2 If the Mayor does not sign this Resolution, it shall become effective at the end of ten calendar days from the date it was passed and adopted. If the Mayor vetoes this Resolution, it shall become effective immediately upon override of the veto by the City Commission. City of Miami Page 1 of 1 File ID: 4834 (Revision: A) Printed On: 2/5/2019 CITY OF MIAMI, FLORIDA INTER -OFFICE MEMORANDUM TO : FROM: The Honorable Mayor and Members of the City Commission Emilio T. Gonzalez, Ph.D. if N City Manager DATE: SUBJECT: REFERENCES: ENCLOSURES: September 21, 2018 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 Tentatively Agreed to on For the City of Miami: For the Union cp • AGREEMENT THIS AGREEMENT is entered into this of 2018 2014, between the CITY OF MIAMI, FLORIDA, a municipal corporation (hereinafter referred to as the "City") and the MIAMI GENERAL EMPLOYEES AFSCME LOCAL 1907, AFL-CIO (hereinafter referred to as the "UNION") Tentatively Agreed to on For the City of Miami: For the Union PREAMBLE WHEREAS, it is the intention of the parties to this Agreement to set forth herein the entire agreement of the parties concerning matters which are within the scope of negotiation: NOW, THEREFORE, in consideration of the mutual covenants and agreements herein contained, the parties do mutually covenant and agree as follows: Tentatively Agreed to on For the City ofyi-Cmi: For the Unto' 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 1/0 e) ne,,ifr the Union i-n-w-Fiti-FKL-m4e,p---te-ecradttetiftp. audits of any bargaining unit 4-N rep,LeS. d 1.4 If there is a dispute between the parties regarding the inclusion or exclusion of any classifications within the bargaining unit, the issue shall be settled in accordance with State law. Tentatively Agreed to on For the City ofMiami For the Union ARTICLE 2 REPRESENTATION OF THE CITY 2.1 The City shall be represented by the City Manager, the Director of Human Resources or a person or persons designated in writing to the UNION by the City Manager. The City Manager and the Director of Human Resources or designee shall have sole authority to execute an Agreement on behalf of the City subject to ratification by an official resolution of the City Commission. 2.2 It is understood that the City Representative or Representatives are the official representatives of the City for the purpose of negotiating with the UNION. Negotiations entered into with persons other than those as defined herein, regardless of their position or association with the City, shall be deemed unauthorized and shall have no weight of authority in committing or in any way obligating the City. Tentatively Agreed to on For the City of Miami: For the Union 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 1st. Said designation shall be accompanied by an affidavit executed by said President that the UNION has complied with all requirements of State law in effect at that time with respect to registration of the UNION. 3.2 The President of the UNION, or the person designated by said President, shall have full authority to conclude an agreement on behalf of the UNION subject to ratification. It is understood that the UNION representative is the official representative of the UNION for the purpose of negotiating with the City. Negotiations entered into with persons other than those as defined herein, regardless of their position or association with the UNION, shall be deemed unauthorized and shall have no weight of authority in committing or in any way obligating the UNION. It shall be the responsibility of the UNION to notify the City Manager or the Director of Human Resources in writing of any changes in the designation of the President of the UNION or of any certified representative of the UNION. 3.3 The UNION may be represented at negotiation sessions by not more than four (4) designated employee representatives. The four (4) employee Tentatively Agreed to on For the City of Miami:" ,' For the Union representatives may be permitted to attend negotiation sessions on duty with no loss of pay or emoluments except that if one of the four (4) employee representatives is the UNION President on full-time release in accordance with the terms of Article 8, Attendance at Meetings/UNION Time Pool, then only three (3) employees may be released from duty with no loss of pay or emoluments. If two (2) of the four (4) employee representatives are the UNION President and the full-time release designee, then only two (2) employee may be released from duty with no loss of pay or emoluments. Tentatively Agreed to on For the City of Miami: ( Y For the Union ARTICLE 4 MANAGEMENT RIGHTS 4.1 The City has and will continue to retain, whether exercised or not, the right to operate and manage its affairs in all respects, and the powers and authority not abridged, delegated or modified by the express provisions of this Agreement or in any Memorandum of Understanding(s) (MOU) that is incorporated in this agreement and attached hereto or referred to herein, in addition to any MOU entered into during the term of this agreement. AFSCME, Local 1907 and the City retain the right to bring forth additional MOUs which were entered into by both parties and incorporate them as part of the agreement after notification of the respective party (AFSCME, Local 1907/City Manager or designee) who will confirm the authenticity of the MOUs. Otherwise, any changes of terms and conditions of employment shall not be recognized. Any future MOU that amends the collective bargaining agreement shall be subject to Florida Statute, Chapter 447, Part II. The parties agree to a sunset provision that begins at the ratification of this labor agreement wherein any MOU that is not included with the labor agreement will be considered null and void. The rights of the City, through its management officials, shall include, but shall not be limited to, the right to determine the organization of City Government; to determine the purpose of each of its constituent departments; to exercise control and discretion over the organization and efficiency of operations of the City; to set Tentatively Agreed to on c� } For the City of MiaFor the Union 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 the above functions from time to time, this will not be deemed a waiver of the City's right to exercise any or all of such functions. This provision will in no way alter or diminish the rights afforded by Article 7, Prevailing Benefits. Tentatively Agreed to on `J _ 2 % For the City of Miami: '' For the Union 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. Tentatively Agreed to on - For For the City of Miami: For the Union 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 trust and responsibility in maintaining and bringing about compliance with this Article and the strike prohibition in F.S. 447.505 and the Constitution of the State of Florida, Article I, Section 6. Accordingly, the UNION, its officers, stewards and other representatives agree that it is their continuing obligation and responsibility to maintain compliance with this Article and the law, including their responsibility to abide by the provisions of this Article and the law by Tentatively Agreed to on "`'j' For the City of Miami: '' For the Union remaining at work during any interruption which may be initiated by others; and their responsibility, in event of breach of this Article or the law by other employees and upon the request of the City, to encourage and direct bargaining unit member violating this Article or the law to return to work, and to disavow the strike publicly. 5.4 Any or all employees who violate any provision of the law prohibiting strikes or of this Article may be dismissed or otherwise disciplined by the City, and any such action by the City shall be appealable to the Civil Service Board. Tentatively Agreed to on t- For the City of Miami: 7/ For the Union 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 nonunion 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 provisions ofArticle14 - Grievance Procedure, but shall be subject to the method of review prescribed by law or rules and regulations having the force and effect of law. 6.5 The UNION shall not be required to process the grievance of a non- union member. Tentatively Agreed to on For the City of Miami: (/ For the Union ARTICLE 7 PREVAILING BENEFITS 7.1 Job benefits heretofore authorized by the City Manager continuously enjoyed by all employees covered by this Agreement, and not specifically provided for or abridged by this Agreement, shall continue upon the conditions by which they had been previously granted. 7.2 Provided, however, nothing in this Agreement shall obligate the City to continue practices or methods which are unsafe, obsolete, inefficient or uneconomical. Disputes over the application of this Section may be subject to the Grievance Procedure. 7.3 If the City desires to change such job benefits, the matter shall be negotiated between the City and the UNION in accordance with Chapter 447, Part II, Florida Statutes. Tentatively Agreed to on — 2 For the City of Miami: For the Union 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 '12- a hours to be used in accordance with the provisions of this Article. All unused hours will be carried over to the following calendar year. B. For each bargaining unit member, except the UNION President, or a designee, when on full-time release, who is authorized to use time from the UNION time pool, the President shall fill out the appropriate form as provided for by the City. This form shall be signed by the UNION President and forwarded to the Department Director a minimum of seven (7) calendar days prior to the time the employee UNION representative desires such leave. A copy shall also be Tentatively Agreed to on Z `✓ For the City of Miami: (V/'.1 1 For the Union 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 Tentatively Agreed to on -_ 2 For the City of Miami:For the Union 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 will be made to the City by the UNION, its officers, agents or members. 3. The Time Pool will be charged for all hours during which the UNION President and the two (2) designees are on off -duty up to a forty (40) hour work week, except that absence due to vacation leave, sick leave, holidays, or Tentatively Agreed to on W For the City of Miami: For the Union compensatory leave will be charged to the President's employee leave accounts. G. On no more than one occasion per month, the UNION Executive Board members may meet during their scheduled work shift for a period not to exceed four (4) hours. At no time will more than eight (8) employees be released to attend such meetings, and the Time Pool shall be charged a minimum of four (4) hours for each employee who attends such meetings. Release of employees for this purpose shall be conditioned upon compliance with other provisions of this Article. 8.3 All applicable rules, regulations and orders shall apply to any bargaining unit employees on time pool release. Violations of the above -mentioned rules, regulations and orders shall subject the bargaining unit employees on pool time to regular disciplinary processes. 8.4 The City reserves the right to rescind the provisions of this Article in the event any portion of the Article is found to be illegal. Cancelling the Article shall not preclude further negotiations of future employee time pool. 8.5 Except as provided above, bargaining unit employees who attend administrative or judicial hearings shall not be compensated by the City unless such attendance is on behalf of and at the request of the City. Tentatively Agreed to on For the City of Miami: ) For the Union 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 consult with employees in assembly areas before the start of each work shift or after the end thereof. 9.5 Should an employee UNION representative covered by this Agreement be released on the Attendance at Meetings/UNION Time Pool Article said employee may substitute for the steward, but in no event shall the steward and the employee UNION representative both investigate the same grievance or appear for the meeting Tentatively Agreed to on �� — 2 For the City of Miami: For the Union called to resolve the grievance. Should the UNION President desire the UNION Steward, as described in Section 9.2, to attend a Step 3 grievance meeting, the steward may be released to attend said meeting with any time loss to be charged to the UNION Time Pool. 9.6 An alternate steward may be appointed for each steward as provided for and assigned in Section 9.7. The alternate steward will be utilized by management when management is unable to reach the UNION steward or the UNION steward cannot be spared for the assigned duties at the time and all provisions of this Article shall apply to alternate stewards as well as regular stewards. 9.7 Responsibility areas (location) and number of UNION Stewards: A. Recreation Personnel (1) B. Police Department Building (2) C. Miami Riverside Center (2) D. Parks Operations, and Public Works Operations (2) E. All General Service Administration Divisions, and Department of Solid Waste (2) F. Fire Garage and Stadiums (1) Tentatively Agreed to on For the City of Miami: ( 1,✓ For the Union 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. Lz.2, Tentatively Agreed to on — For the City of Miami: For the Union 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, and rules, regulations or departmental orders, and any amendments thereto, for any department in which bargaining unit members are assigned. 11.3 The Union shall be provided advance notice of all new employee ( Cne VACLI t orientations involving bargaining unit members and shall be allowed up to efte—(44- ( hour to speak thereat. Tentatively Agreed to on / - 7 For the City of Mia For the Union ARTICLE 12 BULLETIN BOARDS 12.1 The City shall provide bulletin board space which shall be used only for the following notices: A. Recreation and special affairs of the UNION B. UNION Meetings C. UNION Elections D. Reports on UNION Committees (including the UNION Political Action Committee) 12.2 Notices or announcements shall not contain anything political or reflecting adversely on the City or any of its officials or employees; notices or announcements which violate the provisions of this section shall not be posted. This shall not preclude endorsements for the Civil Service Board or the Pension Board. Notices or announcements posted must be dated and must bear the signature of the UNION President or designee. In the event any non -UNION material is posted on the bulletin board, it shall be promptly removed by a representative of the UNION or by a representative of the City. Tentatively Agreed to on For the City of Miami: For the Union 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 shalladvise 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 ( cents for each addition or deletion to the check off register. Tentatively Agreed to on —{ 13' For the City of Miami: For the Union .10) 13.4 In the event an employee's salary earnings within any pay period, after deductions for withholding, Social Security, retirement, group health insurance, and other priority deductions, are not sufficient to cover dues and any uniform assessments, it will be the responsibility of the UNION to collect its dues and uniform assessment for that pay period directly from the employee. 13.5 Deductions for the UNION dues and/or uniform assessment shall continue until either: 1) revoked by the employee by providing the City with thirty (30) days' written notice that he/she is terminating the prior check off authorization, 2) the termination of the authorizing employee, 3) the transfer, promotion, demotion of the authorizing employee out of this bargaining unit, or 4) the revocation or suspension of dues deduction as certified by the duly authorized UNION representative. 13.6 The UNION shall indemnify and hold the City, its officers, officials, agents and employees harmless against any claim, demand, suit or liability (monetary or otherwise) and for all legal costs arising from any action taken or not taken by the City, its officials, agents and employees in complying with this Article. The UNION shall promptly refund to the City any funds received in accordance with this Article which are in excess of the amount of dues and/or uniform assessments which the City has agreed to deduct. 13.7 The City will not deduct any UNION fines, penalties or special assessments from the pay of any employee. Tentatively Agreed to on e / For the City of Miami: For the Union 13.8 The dues check off authorization form provided by the City shall be used by employees who wish to initiate dues deduction. Tentatively Agreed to on x For the City of Miami: ( For the Union ARTICLE 14 GRIEVANCE PROCEDURE 14.1 It is agreed to and understood by both parties that there shall be a procedure for the resolution of grievances arising from the application or interpretation of this Agreement. 14.2 A grievance is any dispute, controversy or difference between (a) the parties, (b) the City and an employee or employees on any issues with respect to, on account of, or concerning the meaning, interpretation or application of this Agreement or any terms or provisions thereof. A grievance shall refer to the specific provision or provisions of this Agreement alleged to have been violated. Any grievance not conforming to the provisions of this paragraph or that contains non -identification of specific violations of the Agreement shall be denied and not eligible to advance through the steps of the Grievance Procedure, including arbitration. 14.3 Nothing in this Article or elsewhere in this Agreement shall be construed to permit require the UNION to process a grievance (a) on behalf of any employee without his/her consent, or (b) with respect to any matter which is the subject of a grievance, appeal, administrative action before a governmental board or agency, or court proceeding, brought by an individual employee or group of employees, or by the UNION. Oral and written reprimands/warnings/deficiencies shall not be considered grievable under this Agreement or the Civil Service Board. Tentatively Agreed to on 12 '' For the City of MiamiFor the Union 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. Aft employee as -a condition of relying upon this contractual-Nievision-ar-any-ethe-r-Artiele constitutional or common law right to sue upon any similar claim. 14.5 The number of "working clays" in presenting a grievance and receiving a reply from the different levels of supervision shall be based upon a forty (40) hour, five (5) day work week, Monday through Friday, not including City-wide holidays. Any grievance not processed in accordance with the time limits provided below, shall be considered conclusively abandoned. Any grievance not answered by Management within the time limits provided will automatically advance to the next higher step of the Grievance Procedure. Time limits can only be extended by mutual agreement of Tentatively Agreed to on =l-�� "-0 For the City of Miami: For the Union the UNION and Department Director or the Director of Human Resources or designee. Such agreed to extensions shall be followed up in writing. 14.6 Where an employee covered by this Agreement elects to represent himself or be represented by someone other than the UNION, the City will respond through its management representatives consistent with the following steps and time limits. Said response will not be inconsistent with the Labor Agreement and a representative of the UNION will be given an opportunity to be present and receive a copy of the written response. 14.7 A grievance shall be processed in accordance with the following procedure: Step 1. The aggrieved employee shall discuss the grievance with his/her immediate supervisor outside the bargaining unit within five (5) ten (10) working days of the occurrence which gave rise to the grievance. A City employee UNION representative will be given a reasonable opportunity to be present at any meeting called for the resolution of such grievance. The immediate supervisor, outside the bargaining unit, shall attempt to adjust the matter and/or verbally respond to the employee within five (5) ten (10) working days. Where a grievance is general in nature in that it applies to a number of employees having the same issue to be decided, or if the grievance is directly between the UNION and the City, or when a grievance is filed due to an employee's dismissal, Tentatively Agreed to on r / For the City of Miami. / For the Union 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 grievance to the second step of the Grievance Procedure. With regard to disciplinary actions, T4 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. When the Election of Remedy 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 presenti-ng such written grievance to the Department Director } t` concerned within Five*&) working days from the time the supervisor has given his/her oral response to Step 1. The Department Director or designee and Management Tentatively Agreed to on - - 2 > / 2 For the City of Miami: / For the Union personnel concerned shall meet with the employee and the UNION Representative and shall respond in writing to the UNION within -five — ,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 P'n (7) Resources or designee within acvcn (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 €seven.-(-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 r� UNION President within seve-rr-f-7+-working days after receipt of reply or answer be referred to arbitration. 14.8 The arbitration proceeding shall be conducted by an arbitrator selected by the employer and the UNION. The selection process of the arbitrator between the employer and the UNION will take place within twenty (20) days after notice is given. If the parties fail to select an arbitrator, the Federal Mediation and Conciliation Services, or some other mutually agreed upon service, shall be requested to provide a minimum panel of five (5) arbitrators. Both the employer and the UNION shall Tentatively Agreed to on — 2 V, For the City of Miami: For the Union alternately strike a name from the panel until one remains. The party requesting arbitration shall strike the first name; the other party shall then strike one name. 14.9 The arbitration shall be conducted under the rules set forth in this Agreement and net under the rules of the American Arbitration Association. Subject to the following, the arbitrator shall have jurisdiction and authority to decide a grievance as defined in this Agreement. The arbitrator shall have no authority to change, amend, add to, subtract from or otherwise alter or supplement this Agreement or any part thereof or any amendment thereto. The arbitrator shall have no authority to consider or rule upon any matter which is stated in this Agreement not to be subject to arbitration or which is not a grievance as defined in this Agreement, or which is not specifically covered by this Agreement; nor shall this Collective Bargaining Agreement be construed by an arbitrator to supersede applicable laws in existence at the time of signing this Agreement. 14.10 The arbitrator may not issue declaratory or advisory opinions and shall confine himself/herself exclusively to the question which is presented to him, which question must be actual and existing. 14.11 The fee and expenses of the arbitrator shall be paid by the party which loses the appeal to arbitration. Each party shall fully bear its own costs regarding witnesses and representation. Should any individual bargaining unit member bring a grievance under this Article on his/her own, he/she shall be required to post a bond Tentatively Agreed to on igs For the City of Miami: For the Union of an estimated one-half (1/2) of the expenses of the hearing with the arbitrator before the hearing may be scheduled. 14.12 Copies of the award of the arbitration made in accordance with the jurisdiction or authority under this Agreement shall be furnished to both parties within thirty (30) days of the hearing and shall be final and binding on both parties. 14.13 Consistent with Chapter 447.401, the UNION shall not be required to process grievances or be liable for any expenses for employees covered by this Agreement who are not members of the UNION. Where non-members or any employee covered by the Agreement elects not to be represented by the UNION, written responses shall be given to the employee and to the UNION. 14.14 A request for review of complaints under Civil Service Rule 16.2 may only be made by full-time classified service employees. Such requests under Rule 16.2 shall be denied where the request does not cite the applicable Civil Service Rule(s) which is the basis of the complaint; or, where the issue relates to a matter covered by the Collective Bargaining Agreement. This section shall be limited solely to hearings under Rule 16. Tentatively Agreed to on <=" For the City of Miami. / 1 For the Union ARTICLE 15 EMPLOYEES' BILL OF RIGHTS 15.1 When an employee has reasonable grounds to conclude that his/her participation in an investigatory interview will result in his receipt of disciplinary action, the employee may request that a UNION representative be present at the interview. The employee's representative shall confine his/her role in the interview to advising the employee of his/her rights and assisting in clarification of the facts. Upon request, the City will make a reasonable effort to contact the employee's choice of representative, but shall not be obliged to delay the interview for more than sixty (60) minutes. 15.2 Investigatory interviews shall be conducted at a reasonable hour, preferably while the employee is on duty, unless the seriousness of the investigation is of such degree that immediate action is required. If the employee is required to -be interviewed outside his assigned work schedule, he/she shall be paid overtime in accordance with Article 27. 15.3 At the commencement of the interview, the employee shall be advised of the subject matter of the investigation. 15.4 The parties agree to abide by the law with respect to the use of polygraphs. Tentatively Agreed to on For the City of Miami: / For the Union ARTICLE 16 DISCIPLINARY PROCEDURES 16.1 In cases where it becomes necessary to discharge or otherwise discipline a permanent, classified employee covered by this Agreement, a representative of management shall give notice of said discipline to the employee. Such notice of discipline shall be confirmed in writing to the employee and the UNION no later than five (5) working days following the day of discharge or imposition of discipline, excluding Saturdays, Sundays, holidays and the day of occurrence. 16.2 Employees who have not attained permanent status in the classified service, or who are entrance probationary employees, may not grieve disciplinary action under the provisions of this Agreement. 16.3 If an appeal of any discharge or other disciplinary action, excluding oral or written reprimands, is filed with the Civil Service Board in accordance with the Board Rules and Regulations, such appeal shall be an automatic election of remedy and shall waive any right on the part of the employee or the UNION to file or process a grievance under the terms of this Agreement protesting such discharge or other disciplinary action. Should an employee elect to grieve discharge or other disciplinary action, excluding an oral or written reprimand, such grievance shall be made only in accordance with the terms of the Grievance Procedure Article as contained in this Agreement. Tentatively Agreed to on 4- - For the City of Miami: For the Union this 16.4 Th-eisa-wess-of-a-waPPea-14-0-the-G-Pcql-Senwe-goalfor a b be a waiver of all other forums of review and due proccss to which thc employee may 0 n • c:d r) 1,rNi (1)F cerCi S a (o"-c- 3 -)1 4- otherwise bc entitled. Cayq 1 a r.1--w-i4tten rep-r-i-m-ands/warititi-Tieteficit-rreies- shall be kj 1MA 'T V 016 re,-moved-frerm-a-n-emploveeal-file and shall not be used against the employee yTh(e, c.:( after a period of t" o years. 16.5 Entrance probationary employees who were appointed to a position but who did not complete the required probationary period may be discharged or demoted any time prior to the expiration of the probationary period. The employee shall not be accorded a hearing before the Civil Service Board or access to the grievance procedure contained herein. A probationary employee who is in probationary status due to a promotion shall be returned to a former classification in which the employee held permanent status. If an employee who is in probationary status due to a promotion is rolled back, he or she may appeal the decision to the Director of Human Resources. Such appeal shall be made within five (5) days' notice of the roll back, in writing, and the decision of the Director will be final. Tentatively Agreed to on For the City of Miami: For the Union ARTICLE 17 LOSS OF EMPLOYMENT 17.1 Employees shall lose their seniority and their employment shall be terminated for the following reasons: 1 Discharge if not reversed. 2. Resignation. An employee who voluntarily submits a resignation either orally or in writing shall have the right to withdraw said resignation for up to twenty-four (24) hours from submission. If submission occurs on a day preceding a weekend or holiday or the employee's regular day off, the employee shall have to the close of the employee's next regular working day to withdraw said resignation. 3. Abandonment of position. An employee absent for a period of three (3) workdays without notification of valid reason to the City and who has no legitimate reason for not notifying the City of his/her absence, may be considered as having resigned. Said resignation shall only be reviewed, if applicable, by the City Manager or the Director of Human Resources or designee. 4. Unexcused failure to return to work when recalled from layoff, as set forth in the recall procedure. Tentatively Agreed to on -7- --",------ For the City of Miami: For the Union 5. Unexcused failure to return to work after expiration of a formal leave of absence. An employee who fails to return from a formal leave of absence will be considered as having resigned. Said resignation shall only be reviewed, if applicable, by the City Manager or the Director of Human Resources or designee. 6. Retirement. 7. Layoff for a continuous period of eighteen (18) months. 17.2 For purposes of Rule 14, any loss of employment due to a department restructuring, department reorganizing, downsizing or abolishment of a position shall be treated the same as a "layoff'. Permanent employees subject to layoff shall be demoted or transferred to those classes in which the employee held previous status, consistent with Civil Service Rules and Regulations notwithstanding Article 24, Section 24.1, Wages. If the employee has ten (10) years of full-time consecutive classified service with the City and has never held permanent status in another position, the employee may be demoted or transferred by management in accordance with his/her seniority to another position in the bargaining unit that is as close to the employee's present class and wage level as possible and which he/she is able to perform and qualified to fill. The employee must make a written request for such demotion or transfer within three (3) working days after notification of layoff. Tentatively Agreed to on r r For the City of Miami: J ., For the Union Such request shall be made to the Director of Human Resources or designee. Management shall have the right to determine such person's ability and qualifications to fill a position without recourse through the grievance procedure or any other appeals procedure with exception of the following. Should the individual transferred or demoted feel that the position determined by Management is not the one closest to their previous salary level for which they are qualified, the employee may appeal within three (3) working days of notice of the new assignment only to a two (2) person committee made up of the Director of Human Resources or designee and the UNION President shall convene a meeting with the Federal Mediation and Conciliation Service Commissioner who shall review the placement and render an advisory decision to the parties. Employees transferred or demoted under this Section shall replace the least senior employee in the position which he/she occupies. If the employee's regular position subsequently becomes available, consistent with Civil Service Rules and Regulations, he/she shall be promoted and transferred back to his regular position. It is understood by the UNION and the City that nothing in Section 17.2 guarantees the employee a job nor is the City obligated to create a job, but the City will make a good faith effort to place the individual demoted or laid off consistent with the language of Section 17.2. Tentatively Agreed to on For the City of Miami: i(` / For the Union 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 i Tentatively Agreed to on 'ti 2 l For the City of Miami: For the Union Emergency Dispatcher position in the Police Department or the Fire -Rescue Department shall serve an eighteen (18) month probationary period. Extensions of probationary periods shall be approved by the Director of Human Resources or designee. 18.4 Unsatisfactory rating of permanent full-time classified employees not serving in a promotional appointment shall cause the employee to appear before the Civil Service Board to show cause why he/she should not be removed, suspended, or reduced in grade. Should an employee covered by this section feel the unsatisfactory rating was incorrect, he may grieve the rating consistent with the Grievance Procedure. However, any grievance concerning the employee's unsatisfactory evaluation will be consolidated with any discipline appeal should the employee be removed, suspended or reduced in grade because of the unsatisfactory evaluation. Tentatively Agreed to on For the City of Miami: For the Union ARTICLE 19 ANNIVERSARY INCREASE 19.1 Salary increases recognizing satisfactory service within established pay ranges are provided for in the City's salary schedule. On written approval from the Department Director, employees shall receive a one-step increase in salary, not to exceed the maximum step rate. Those employees receiving approved anniversary increases when submitted during the first seven (7) days of the payroll period, shall receive the higher rate of pay for the full pay period. Those employees receiving approved increases from the eighth (8th) to the fourteenth (14th) day of the payroll period shall receive their anniversary increase effective the start of the following pay period. All anniversary increases shall be subject to review for accuracy by the Department of Human Resources. 19.2 Leaves of absence without pay or suspension of any duration shall delay anniversary increases by the same number of workdays. 19.3 Anniversary increases are not automatic. Anniversary increases shall be awarded only on the basis of continued satisfactory service by the employee and on the positive approval of the Department Director. A Department Director may withhold anniversary increases due to excessive absenteeism resulting from tardiness, sick leave usage and/or until such time as, in the Department Director's judgment, the employee's service within the classification meets the standards of Tentatively Agreed to on <= For the City of Miami: For the Union 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 Affected Employee's date of hire into his/her'classification. rac: Tentatively Agreed to on i For the City of Miami: For the Union S.-- ARTICLE 20 EMPLOYEES ACTING WITHIN THE SCOPE OF AUTHORITY 20.1 Whenever a civil or criminal action is brought against a bargaining unit employee, while in the course of his/her City on -duty employment, and while acting within the scope of his/her authority, the City shall have the option to pay legal costs and attorney fees; not to exceed one hundred and twenty five ( 125.00) dollars per hour or provide legal counsel where: a) the bargaining unit employee is found not to be liable or guilty, and b) when the plaintiff requests dismissal of the suit. 20.2 The City will neither provide legal representation nor pay any claim or judgment entered against any bargaining unit employee if the claim or judgment arises from any of the following: 1 Any unauthorized and/or criminal act; 2. Any intentional tort; 3. Gross negligence or misconduct; or 4. While under the influence of alcohol, drugs or illegal substances. Tentatively Agreed to on t7 For the City of Miami: For the Union 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. Whertassignia s-. S is itij�- I} th® classifloati4 fro 33 h 1 21.2 In the event an employee is assigned work of a higher classification as provided for in Section 21.1 of this Article, the employee will be granted a one-step increase or the rate for the first step of the higher classification, whichever is greater, for all time worked out of classification in excess of thirty (30) consecutive calendar days. If the employee is assigned working out of classification in a job basis position, the employee will be granted compensation as provided for in this section, however, the employee is not entitled to overtime. Employees performing work lower than their current classification are not entitled to working out of classification pay. 21.3 Method of Qualifying Incumbents of Classified Positions Allocated to New or Higher Levels - Whenever an occupied position has been allocated to a new or higher classification, the incumbent thereof shall be qualified for the new classification in one of the following manners: Tentatively Agreed to on For the City of Miami: `° For the Union (a) If the incumbent has been performing satisfactorily at the new or higher level for a period of four years or more and has held permanent status in the previous classification, he/she shall receive the new or higher classification with permanent status, without further examination; or (b) If the incumbent has been performing satisfactorily at the new or higher level for a period of two years or more and less than four years, and has held permanent status in the previous classification, he/she shall be given a qualifying examination, the scope of which shall be at the same level of difficulty as normally given for the same or like classification, and if successful therein, he/she shall receive the new or higher classification with permanent status. (c) In the event the incumbent does not qualify under (a) or (b) above, he/she shall be returned to his/her previous classification (i.e., the position held prior to working out of class), and the position filled from the appropriate eligible register. 21.4 During any on -job training program designed to upgrade employees' skills, those employees in such training shall not be eligible for additional compensation as provided in Section 21.2 of this Article. 21.5 In order to initiate an acting assignment, the employee's immediate supervisor shall, upon assigning an employee to an acting assignment, immediately complete the necessary notification form as provided by the City. Upon notification Tentatively Agreed to on For the City of Miami: J For the Union of an employee placed on acting assignment, the Human Resources Department shall conduct an evaluation to determine the eligibility of the employee assigned to the acting assignment in accordance with this article. Tentatively Agreed to on ..> For the City of Miami: For the Union ARTICLE 22 REST/LUNCH PERIODS 22.1 All employees' work schedules shall provide for a fifteen minute rest period during each four (4) hour work period. 22.2 Employees who do not take a rest period due to work conditions or by personal choice may not lengthen lunch periods, cover an employee's late arrival or early departure, nor may it be regarded as cumulative if it is not taken. 22.3 Employee lunch periods are not compensated by the City and therefore may not cover an employee's rest period, late arrival or early departure. Tentatively Agreed to on -17 For the City ofMiami: For the Union ARTICLE 23 LINE OF DUTY INJURIES 23.1 Workers' Compensation Medical and Indemnity Benefits. To the extent required by, and subject to the limitations specified in, Chapter 440, Florida Statutes, the City will provide workers' compensation indemnity benefits to any bargaining unit member who sustains a compensable line of duty injury or illness as provided by the Workers' Compensation Law of the State of Florida. 23.2 Supplemental Salary 23.2(a) Any bargaining unit member who is disabled as a result of an accident, injury or illness covered by Chapter 440, Florida Statutes, will be granted supplementary salary, subject to the terms and conditions set forth below. Supplemental salary will be paid in the form of a continuation of the bargaining unit member's regular paycheck as provided by Resolution No. 39802. This check will include those indemnity payments provided for under the Workers' Compensation Law. 23.2(b) - Full-time Civil Service employees who have permanent status with the City as of September 30, 1981 shall receive supplementary pay which, when added to the workers' compensation benefits shall not exceed 100% of the employee's weekly pay prior to the line of duty injury, accident, or occupational disease for the period of entitlement to full supplementary pay. Tentatively Agreed to on For the City of Miami: `(/ For the Union All other employees and Civil Service employees hired subsequent to September 30, 1981, shall be eligible for supplementary pay and workers' compensation pay to the extent that the total of such benefits shall not exceed eighty (80) percent of the employee's weekly pay prior to the line of duty injury, accident, or occupational disease. This benefit shall take effect only after the employee has been disabled for a period in excess of seven (7) calendar days. 23.2(c) Unless extended as provided below, supplementary salary will be granted for a period not to exceed 150 consecutive days from the date of covered accident, injury or illness. Such supplementary salary may be extended up to an additional 60 consecutive days upon approval of the City Manager or his designee. The 150 days begin when the bargaining unit member is actually placed on "D". If the bargaining unit member is removed from "D," the non "D" time will not apply to the 150 days period. 23.2(d) If an employee remains temporarily disabled beyond the period of time in which he is entitled to collect supplementary pay benefits, he/she shall be entitled to 2/3 "D" pay for the additional period of his/her temporary disability pursuant to current practices. 23.2(e) If an employee becomes permanently and totally incapacitated from the further performance of the duties of his/her classified position he/she shall petition the retirement board for retirement. Tentatively Agreed to on For the City of Miami: For the Union The 2/3 "D" pay as described above shall be carried by the department until the retirement is granted or denied. 23.2(f) 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 contribution', medical, life and other insurance contributions, and all other non -mandatory and voluntary deductions will be made by the City on the ' The amount of the pension contribution shall be based on "earnable compensation" as defined by Miami Code Section 40-191. Tentatively Agreed to on -S. For the City of Miami. For the Union 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 -mandatory deductions, including pension, medical, life and other insurance contributions and all other non -mandatory and voluntary deductions will not be made and the bargaining unit member will be responsible for making all payments directly to those providers and creditors who would have otherwise been paid through the City's payroll deduction process. Tentatively Agreed to on -72 - For the City of Miami: For the Union • 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 the classification of Identification Technician and Property Specialist who refuses to take a medical examination and all of its components relating to the presumptions within this article, shall not be entitled to the presumption outlined in this section and Florida Statutes 112.18. The presumption in favor of employees referred to in this section shall not apply to any other contagious diseases which may be contracted by employees. Tentatively Agreed to on For the City of Miami: y° ^" For the Union Furthermore, the presumption shall only be applicable to worker's compensation and disability pension benefit determinations. Nothing in this section shall be construed as a waiver of the City's rights under applicable state law. 23.5 Nothing in this Article shall be construed as a waiver of the City's rights under applicable State law. 23.6 Employees may utilize available leave balances in combination with medical hold provided that they report their intention to use their leave in accordance with the standard reporting protocols in their respective departments. Tentatively Agreed to on t For the City of Miami: For the Union ARTICLE 24 WAGES 24.1 Effective October 1, 2017, employees shall receive a 3% across the board wacse increase. Effective October 1, 2018, ern lovees shall receive a 2% across the board wa e increase. Effective October 1 2019 em lovees 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 wags 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, 2015, 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. • • • • t› • -• • thc maximum of the stcp se • Tentatively Agreed to an For the City ofMiami: For the Union For fiscal 3-cars 2015-2 e-pk) that are not at their maximum step will receive a ono (1) otcp cr 1 of the fiscal year. There shall term ef this Agrccmont, Thereafte*,, effective September 30, 0017, hBargaining 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 ee±itee process. and is Building, Mechanical, Plumbing, Roofing, Del, employee where clakificatjon is rctiticd to Building, Mechanical, Plumbing, Ro fi 0 3 31•C W classification, and for Euikling, Mechanical, Plumbing, R Insfie Tentatively Agreed to on c"?- For the City of Miami: For the Union c effective date shall be es in fie tzo b1 bl cce five percent (5%) increases are in lieu tn tn) b.) -11-411—te 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 eases, the temporary employee shall be displaced. bgjg unit employees hired on or after October 1, 1998 may be laid off in accordance with Civil Service Rules and Regulations and/or applicable City policies. Tentatively Agreed to on For the City of Miami: For the Union 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 becorae eligible for a five percent (5%) one (1) step increase upon a satisfactory evaluation in accordance with 19.1 according to the table below: Step 2 Step 3 Step 4 Tentatively Agreed to on 71) 5% after one (1) year at Step 1 5% after one (1) year at Step 2 5% after one (1) year at Step 3 For the City ofMiami: For the Union 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-ier- 5V t-Step-15 24. 5 Bargaining unit employees shall satisfactorily serve a probationary period of one year prior to gaining permanent status in the classed service. Any bargaining unit employee, upon normal retirement from City service, or separating under honorable conditions, who has served for a period of twenty-five (25) years or more, shall be granted, at the time of his normal retirement or honorable separation one hundred seventy-three and three tenths (173.3) hours of pay. Tentatively Agreed to on For the City ofMiami: For the Union 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%%) pay supplement added to their base rate of pay should they be continually assigned to on -call rotation. Said pay supplement shall be deemed to fully satisfy any on -call pay obligation which might be construed to exist under the Fair Labor Standards Act. 25.3 Those employees within the occupation of Emergency Dispatcher who are actively assigned the duty of training new Emergency Dispatchers shall be entitled to receive a five percent (5%) per pay period pay supplement for the actual full pay period they are assigned in a training capacity by their supervisor. Should the City feel the need to have an audit performed for the purpose of determining whether a separate training occupation is desirable, the City Tentatively Agreed to on For the City ofMiami For the Union TE — may discontinue this plus item and assign said duties to the person or persons holding said Communications Operator Trainer classification. 25.4 All Police Emergency Dispatchers, Emergency Dispatcher Supervisor, Police and Emergency Dispatch Assistants assigned to Police Communications shall receive a five percent (5%) pay supplement if the employee holds and maintains the Quality Assurance Proficiency (QAP) rating in accordance with Police Standards after a period of three (3) months. 25.5 All Fire Emergency Dispatchers, Emergency Dispatcher Supervisor, Medical/Fire and the Communications Center Supervisor, Medical/Fire assigned to Fire Communications shall receive a five percent (5%) pay supplement if the employee holds the National Academy of Emergency Medical Dispatcher (NAEMD) certification in accordance with the Fire Department standards. 25.6 All employees specified above shall receive the QAP or NAEMD pay upon ratification of the contract as set out above. Should any employee specified above fail to maintain his/her QAP rating or the NAEMD certification, the supplementary pay shall cease. Upon re -qualifying for the QAP rating and thereafter maintaining the QAP rating for a period of three (3) months, the employee shall again receive the QAP pay. Upon re -qualifying and thereafter maintaining the NAEMD certification, the employee shall again receive the NAEMD pay. In no instance shall Tentatively Agreed to on For the City of Miami: For the Union any individual receive both QAP and NAEMD pay supplements as specified herein at the same time. 25.7 Fire Garage Mechanics and Supervisors who obtain Emergency Vehicle Technicians certificates, shall receive a one percent (1%) pay supplement for every two (2) licenses that mechanics and supervisors obtain and maintain, up to a maximum of five percent (5%) for holding a minimum of ten (10) approved licenses. All Department of General Services Administration fleet employees and supervisors who obtain Automotive Service Excellence (ASE) certification, shall receive a one percent (1%) pay supplement for every two (2) licenses obtained and maintained, up to a maximum of five percent (5%) for holding a minimum of ten (10) of the following licenses: Automobile Series Al: Engine Repair A2: Automotive Transmission Transaxle A3: Manual Drive Train and Axles A4: Suspension and Steering A5: Brakes A6: Electrical/Electronic Systems A7: Heating and Air Conditioning A8: Engine Performance Medium/Heavy Truck Series Ti: Gasoline Engines T2: Diesel Engines T3: Drive Train Tentatively Agreed to on For the City of Mia For the Union T4: Brakes T5: Suspension and Steering T6: Electrical/Electronic Systems T7: Heating, Ventilation & A/C T8: Preventive Maintenance Inspection Truck Equipment Installation and Repair Series El: Truck Equipment Installation and Repair Specialist E2: Electrical/Electronic Systems Installation and Repair E3: Auxiliary Power Systems Installation and Repair Advanced Level Series Li: 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. Tentatively Agreed to on 'R For the City of Miami: For the Union ARTICLE 26 SALARY BASIS/EXEMPT 26.1 Those classifications listed in Appendix A with a salary basis/exempt designation are considered salaried employees and exempt from coverage under the Fair Labor Standards Act which precludes eligibility for overtime. 26.2 Salary basis/exempt employees are expected to work a pay rate equal to eighty (80) hours per pay period plus any additional time over and above the normal eighty (80) hour pay period that is needed to properly perform the duties of the position. Use of vacation and sick leave are to be properly recorded when used. Personal Time Off (PTO) shall be granted consistent with Administrative Policy 1- 06. Time worked in excess of the normal eighty (80) hour pay period shall not be compensated nor credited in any way. However, when time is taken off under this provision, it is required that such time taken be recorded as PTO. 26.3 Requests for time off by salary/exempt employees shall be considered on an individual basis consistent with the needs of the City and the performance record of the employee, and approval shall not be unreasonably withheld. 26.4 PTO leave shall not be utilized in units of more than one (1) week unless authorized by the City Manager. Tentatively Agreed to on For the City of Miami: �For the Union 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 (11A) 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 (IN 150) hours. If an employee takes compensatory time off, the hours in his/her bank shall be appropriately reduced by such time off. If an employee leaves the service of the City and cashes in his/her compensatory leave bank, the hours therein shall be valuated on the basis of the employee's regular rate of pay. The rate of pay shall not be less than the higher of the employee's final regular rate of pay or the average regular rate of pay during the last three (3) years of employment. Tentatively Agreed to on For the City of Mia For the Union 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 Ca11 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 City will move to the next employee in line on the overtime list. For call-back overtime, if the employee does not answer his/her phone the City will move to the next employee in line on the overtime list. This provision is not to be interpreted as meaning the employee is not subject to call-back while on vacation or excused absence. Tentatively Agreed to on For the City of Miami: For the Union 27.7 As each overtime opportunity arises the City will move through the overtime list until it has offered the last employee on the list an overtime opportunity. Thereafter, the City will move to the top of the list and begin with the most senior employee on the overtime list. 27.8 The provisions of this Article do not restrict the City's right to mandate employees to work overtime. In the event the City must order overtime work within a unit or area of assignment, the most junior employees of the affected classification will be ordered first to work the required overtime. 27.9 If this method results in obviously inequitable distribution of overtime, the Director of Human Resources or designee and the UNION President will work out a method of correcting such inequity. Tentatively Agreed to on For the City of Miami: For the Union 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 3-540,000.00 and AD&D coverage in the amount of $807--0,000. 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. Medical/Vision: Tentatively Agreed to on9? For the City of Miami. For the Union \ .' 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: Tentatively Agreed to on For the City of Miami: For the Union Plan Year 2018 2015' Dual Choice/POS (Cost of coverage shown bi-weekly) Single 540.55 Single + spouse $89.21 Single + Children 575.01 Family 5115.56 Plan Year 2018 2015' Point of Service Plan Co -Pays: Primary Care Physician: 525.00 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 contributions shall be adjusted to reflect the increase and shall be effective at the beginning of the Health Plan Year. Likewise, should the theoretical premium cost decrease more than the projections used to establish the employee contributions stated above, those employee contributions will be lowered to reflect the overall theoretical premium decrease. In any given plan year, projections used to establish any increase in contributions from the employee shall be capped at 15%. Tentatively Agreed to on .)- For the City of Miami: For the Union 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 S40 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: SO (no charge) per 90 day supply for generic drugs S80 per 90 day supply for preferred brand name drugs $120 per 90 day supply for non -preferred brand name drugs 50% of drug cost per 90 day supply for self-administered Injectables (e.g. injectables drugs used to treat rheumatoid arthritis, hepatitis C, multiple sclerosis, asthma). Tentatively Agreed to on For the City of Miami: For the Union Since prescription drug costs are a major component of the health plan and are subject to significant annual cost increases, the City and the UNION agree to evaluate and measure pharmacy benefit total costs and evaluate best practice strategies to manage the pharmacy benefit. Any changes in the pharmacy benefit shall be mutually agreed to by the City and the UNION. Dental: Dental premium rates may be adjusted annually upon the City receiving notice from the dental providers. Employees will be notified of the adjustments in the dental rates during open enrollment. In accordance with current practice, when employees choose to be covered under the City's dental plan, the employee will continue to pay the dental premium. Employee contributions: In accordance with the City's Cafeteria Plan group health premiums will be paid by the bargaining unit employee with pre-tax dollars. Health Committee It is agreed that a standing committee will be created called the Health Insurance Committee. It shall be made up of six (6) City of Miami Employees, one member appointed by the IAFF, one member appointed by AFSCME, Local 1907, one member appointed by AFSCME, Local 871, two members appointed by the City Manager and one picked by mutual agreement of the Unions and City Manager. The Tentatively Agreed to on For the City of Miami: For the Union oe Group Benefits Coordinator shall serve as a technical advisor to the committee, but will not be a member nor have a vote. Based on this commitment and in collaboration with labor and management, this Committee will work during the term of this contract to identify ways to strengthen and improve our health plan. This will include, but is not limited to: Obtain timely, accurate, and transparent reporting, with full disclosure, of all costs from our vendors. Identify plan vendor administrative improvements and efficiencies that can have a significant impact on reducing health expenditures and to ensure that our health plan vendors are delivering maximum administrative savings. Educate employees on better understanding and use of their health plan. Identify the impact of health improvement and disease management initiatives to decrease overall medical and drug costs. Identify members who would benefit from health improvement initiatives and institute programs to improve member's health. Evaluate and measure our pharmacy benefit total costs and fully assess the costs from our pharmacy benefit manager (PBM) vendor. Identify proven strategies to more effectively provide prescription benefits, and obtain vendor (PBM) administrative savings to successfully manage this important benefit. Tentatively Agreed to on For the City of Miami: For the Union 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 by Payroll 28.2 The City shall continue to make available to the UNION a payroll deduction slot to purchase local UNION sponsored insurance programs. Upon receipt of appropriate authorization from employees, the City will make the designated deductions and forward monies to the UNION. The City shall deduct from that remittance an amount for the cost of these deductions. The amount Tentatively Agreed to on For the City of Miami:'{ For the Union will be calculated at two cents (2¢) for each employee deduction, each payroll period, and ten cents (10¢) for each addition, deletion, or modification to the individual deduction. The UNION shall indemnify and hold the City, its officers, officials, agents and employees harmless against any claim, demand, suit or liability and for all legal costs arising from any action taken or not taken by the City, its officials, agents and employees in executing this activity. The Director of Human Resources or designee will advise the UNION of the deduction procedures that will be followed in the implementation and administration of this activity. Tentatively Agreed to on For the City of Mia For the Union 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 (51275.00) 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 (512-75.00) for the purchase of another pair of safety shoes. This additional One Hundred and Twenty -Five Seventy -Five Dollars ($1275.00) shall only be provided when the worn out or damaged pair of shoes is turned into the Department. The Department Director, or designee, shall determine when, in their judgment, a pair of safety shoes shall be issued on the basis of need and not on an automatic basis. Management reserves the right to provide safety shoes directly to the employee in lieu of the approval provisions. 29.3 Employees in those classifications required to wear safety shoes shall be subject to the loss of a day's pay for each day that the employee reports to work not wearing the required safety shoes. Action under this section shall not be grievable under the Grievance Procedure or appealable to the Civil Service Board. Tentatively A eed to on For the City of Miami: For the Union 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 under this contract shall be provided with safety eyewear. Those bargaining unit members requiring prescription safety eyewear due to their inability of wearing regular safety eyewear will be provided prescription safety eyewear. The bargaining unit member is responsible for obtaining the prescription at no cost to the City. Tentatively Agreed to on For the City of Miami: ("I' For the Union 29.8 The City shall provide a minimum of five (5) uniforms (including shirts and pants) per year to any classifications required to wear uniforms. 29.9 The City will provide laundry services for uniforms worn by Mechanics classifications. Tentatively Agreed to on 79 For the City of Miami: For the Union ARTICLE 30 TOOL ALLOWANCE 30.1 The City agrees to pay a quarterly tool allowance for Automotive Mechanic, Heavy Equipment Mechanics, Welders, and Auto Body Worker/Painter in the amount of One Hundred ($100.00) dollars quarterly. Such tool allowance will be paid to the employee within the first fifteen (15) days after the close of the quarter. 30.2 Mechanics' tools, which are stolen due to vandalism or forced entry upon the employer's property, will be replaced upon proof of a police report and an itemized list of the tools stolen. 30.3 The Department Director or his designee shall have the sole right to develop or redevelop a basic minimum tool list which employees must have to be hired in the various trades' classifications. The Department Director may grant a reasonable length of time for any employee to acquire additional tools to meet the basic minimum tool allowance inventory. Employees who fail to meet the basic minimum tool list inventory shall not receive a tool allowance. Tools may not be loaned to meet the basic inventory tool list. 30.4 The Department Director, or his designee, shall provide a required minimum list of tools for Automobile Mechanic & Motorcycle Mechanic, Heavy Equipment Mechanic, Maintenance Mechanic, Auto Body & Painter, Welder, Machinist, Mason, Carpenter, Electrician, Lineman, Plumber, Painter, A.C. Tentatively Agreed to on For the City of Miami: ' r': For the Union Mechanic, Sign Painter, Communication Technician, or any other classification not listed that the Department Director may feel is necessary to add. 30.5 The affected employees within the above -listed classifications shall submit an inventory of all their personal tools, including the make and model of each tool to their immediate supervisor outside the bargaining unit who will verify the list. The employee will maintain a copy of said inventory list, and a copy will be filed with the Department Director or designee. This list shall be periodically checked and updated. The City shall replace broken, stolen, and worn out tools upon request and confirmation that the broken, stolen, or worn out tool was on the recorded inventory. This replacement policy does not apply to the classifications receiving the quarterly tool allowance as provided under this Article. Submission of the inventory list of tools in excess of the basic minimum tool list shall be completed within sixty (60) days after ratification of this Agreement. Tentatively Agreed to on For the City of Miami: 12! For the Union ARTICLE 31 TUITION REIMBURSEMENT 31.1 It is agreed between the parties that the tuition reimbursement program is designed to encourage City employees to improve their job performance and increase their value to the City by pursuing courses of study related to their job duties at accredited educational institutions. The policy governing the tuition reimbursement program is intended to be flexible, with broad discretion for approval reserved to the Department Director and the City Manager so as to insure on-the-job effectiveness of City employees. Tuition reimbursement shall not be subject to budgetary constraints. 31.2 Any full-time, permanent City employee shall be eligible to participate in the Tuition Reimbursement Program. 31.3 All course work must be taken at or from an accredited college, university or educational institution approved by the City Manager or the Department of Human Resources designee. Course work taken under provisions of this Article must be directly related to the employee's job duties. Class attendance will be on the employee's own time unless otherwise noted in the course announcement and authorized by the City Manager or the Department of Human Resources designee. Tentatively Agreed to on For the City of Miami: ( / For the Union 31.4 Effective upon ratification, reimbursement will be limited to books, lab fees, and tuition costs up to a maximum of 54,000.00 per calendar year. 31.5 To be eligible for reimbursement, the employee must successfully complete the course work and provide evidence of successful completion to the City. Successful completion must be evidenced by a grade of "C" or better. 31.6 Procedures for _reimbursement will be as follows: A. The employee must obtain three (3) copies of the Application for Tuition Reimbursement form for each course from their department or the Human Resources Department. B. The employee must complete the application in triplicate and submit it to his/her Department Director prior to registration at the education institution. C. The Department Director will then review the application and if approved forward the original and one copy to the Human Resources Department. If the application is not approved, it is then returned to the employee by the Department Director. D. The Human Resources Department has the authority to approve or not approve the application, and applications not approved will be returned to the Department Director with the reason for rejection noted thereon. Tentatively Agreed to on For the City of MiaFor the Union 31.7 In the event the employee resigns or is terminated from the City within one (1) year following completion of the course(s) for which City funds have been expended, the amount of tuition reimbursement paid to the employee will be reimbursed to the City by the employee upon his/her termination from the City through a deduction from his/her final paycheck. 31.8 Upon completion of the course work, the employee must submit his/her semester grade report together with the tuition fee receipt to his/her Department Director. The Department Director will submit the approved application for tuition reimbursement along with the employee's semester grade report to the Finance Department who shall then reimburse the employee for the City's share of the tuition reimbursement. The employee's Department Director will advise the Human Resources Department of the employee's satisfactory completion of the course. Tentatively Agreed to on For the City of Miami: For the Union • ARTICLE 32 CALL BACK PAY 32.1 Any bargaining unit member eligible for overtime shall, if recalled to duty during off -duty hours, receive a minimum of three (3) hours plus one (1) hour travel time, paid at the overtime rate. The parties agree that call-back hours shall not be used in the computation of arriving at average earnings for purposes of establishing pension benefits. 32.2 It is not the intent of this Article or any other Article of this Agreement to provide pay for a bargaining unit member out on ill time or workers compensation to receive call-back pay, overtime pay or straight time pay for taking the required physical before said employee may be released to return to work. Tentatively Agreed to on 7 For the City of Miami: For the Union 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 `fM 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 Miaini: 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 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 Organizations 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 - 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 hunclrecl (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, whichever is greatci, 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 employee was earning at the time the employee was placed on full disability. If an employee is unable to take a previously authorized vacation due to cancellation by the Department Director or designee, any hours in excess of the 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 411r aw . g ++,etri- c cr 4 S2.fTrT 1 71 92 .04 120 howg 44452 li.o44-12€- -2,48ritt-tti=s .174 24 .272 h 34.4444.114, 'is haeI ars: o f,-ex e ae,e--a-1--42a-t-e-n-Q,444- .01 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 I. 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 1215 thru 1387 Hours 8 months annual vacation accrual 1388 thru 1560 Hours 9 months annual vacation accrual 1.561 thru 1733 Hours 10 months annual vacation accrual 1734 thru 1906 Hours 11 months annual vacation accrual 1907 thru 2080 Hours 12 months annual vacation accrual 37.4 Vacation leave must be requested twenty-four (24) hours in advance of use and shall be taken in increments of not less than one (1) hour. 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 "7 For the City of Miami: For the Union 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 MiaFor 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 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. More than 15 years of service 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: 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) clays 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 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 (10040) 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 (1004-0) 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. (\41 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 Tentatively Agreed to on For the City of Miami: ) For the Union ' ' 0 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 I 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: 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 proce dure. 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 For the City of Miami: For the Union 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 j < -' =' `' 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: C For the Union 43.3 Bereavement leave is for attending a funeral or to attend to estate issues or in a state of bereavement and must be taken within 45 days of the death of the family member. The Director of the Department of Human Resources or designee, at his/her sole discretion, can make exceptions to the 45 day limit under truly unique circumstance, but the decision is final and cannot be appealed through the grievance procedure or any other forum. Tentatively Agreed to on For the City of Miami: For the Union t—\ 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 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 on For the City of Miami: For the Union is -A under the Article entitled "Overtime/Compensatory Time", shall not exceed one hundred fifty (440 150) 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 C LE FF(ezt p ii"cayrf3 pr-ome-iYOK air Gu„t1-- p ,s (-1T 1 NI s tt,„tqf 1>Nlervr 1-'10 CL,V1 1 order, '; t) ai1iatof3 ejild 1'4 tt ct, -fikz ; ( ak?.1 ath pioh'cak 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 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 ofthist conflict' be' portion Agreement in snap 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 ' y_ For the City of Miami: 1 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 days 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 ofMiami: 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: 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 Tentatively Agreed to on _ For the City of Miami: (c) For the Union who has an accrued benefit in excess of $80,000 annually on the effective date shall retain that benefit, but shall not accrue any additional benefits after that date. 52.4 BACKDROP option. A backdrop benefit option shall be implemented on January 1, 2013. The Backdrop option shall replace the existing DROP program. Employees who have not attained normal retirement eligibility as of the effective date or were not vested by October 1, 2010, and all employees .hired on or after that date, will be eligible for the Backdrop option, but will not be eligible for the DROP. Anyone eligible for the forward DROP as of January 1, 2013, remains eligible for the forward DROP as it presently exists and anyone eligible for the forward DROP as ofJanuary 1,2013 or vested prior to October 1, 2010, who chooses not to enter the forward DROP remains eligible for the Backdrop. (a) An eligible employee who elects the Backdrop option shall receive a monthly benefit payable on the employee's actual retirement date (date of retirement and separation from City employment) based on the benefit the employee would have received if he/she had left City employment and retired on an earlier date after attaining normal retirement eligibility (the "Backdrop date"). In addition an eligible employee who elects the Backdrop option will receive a lump sum payment equal to the accumulation of monthly retirement benefit payments he/she would have received during the period following the Backdrop date through the actual retirement date ("Backdrop period"), plus interest at the rate of 3% per year, compounded annually. An eligible employee may elect a minimum Backdrop period of 1 year and maximum Tentatively Agreed to on c3 For the City of Miami: For the Union Backdrop period of up to seven years. An eligible employee who elects the Backdrop option must select the normal form of benefit or an optional form of benefit at the time of electing the Backdrop option. The employee's monthly benefit as well as the lump sum payment under the Backdrop option is based on the form of benefit selected. (b) Employees are eligible to elect the Backdrop option after completing one year of creditable service following the normal retirement date. A Backdrop election must be made within 10 years after becoming eligible for normal retirement. The maximum Backdrop period is 7 years. Eligible employees who wish to elect the Backdrop option must provide written notification to the City at least 8 months prior to the employee's retirement date; provided a lesser notice period may be approved by the City Manager due to special circumstances. Bargaining unit members will be eligible to revoke their Backdrop election one time, but within 1 month of their election. However, if a bargaining unit employee is granted a lesser notice period by the City Manager due to special circumstances, the employee will not be eligible for the one-time Backdrop election revocation. Employees are not required to elect the Backdrop option. (c) All or a portion of the lump sum payment under the Backdrop option 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%. lithe back DROP is ever terminated, for any reason, the rights of all persons then in the DROP shall not be diminished or impaired. Additionally, if' the back Tentatively Agreed to on 8 For the City of Miami: For the Union 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. a 52.6 Effective Octo e .; . ,019. the serve 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 nears of creditable service. T e ese ice .:e.ti.r-emen -benefit for e s lI-bo'-e'civa-1__tn 3' the=_fi.-st=-t ent me lees= hired -=after -October -1: 2010 f=tired -table=seryiee.-twoea d.-.arse half— Ia a'c�rat-(2..5.9/) of the member's ay-e-r1-c-onapens-at r -m rlti-plied-b-v--the--nur b-e-r of-vea-r•7-e€eeredie s sirvit"e an ar-creditabie_.se.ry .ca_obove t3.3zentv-vealls„-wtwo and_ b u- ber- frG e t a be_r's.a_v_e.raPe-.f na em-p-e..ns tion_mu-ltiplied,.__. 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 For the City of Miami: For the Union .0.10etr 30, a:AD 52. v Effective Dotob-e-p---1,---g.,0-1-9 a member who se arates from em lov ent with ten or more years of ser u on attainino- the earliest of the following: (a) age 55 with ten years of creditable service or (b) the com letion of a combination of nearsof creditable service attained acre egualing 70 points. Tentatively Ageed to on For the City of Miami: ce shall be considered eligible for a service retirement For the Union lus 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, 202017. 53.2 On or before February 1, 202017 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, 202017, 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, 202017, be entered into by the City and the UNION. Tentatively Agreed to on For the City of Miami: t�_� For the Union Agreed to this day of , 2018-5, 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 APPROVED AS TO FORM AND CORRECTNESS CITY ATTORNEY Tentatively Agreed to on For the City of Miami: For the Union APPENDIX A 1005 Mail Clerk 1008 Clerical Aide 1010 Clerk 1011 Clerk II 1012 Clerk III 1013 Clerk IV 1015 Transcriber 1017 Community Service Provider 1019 Police Typist Clerk 1020 Typist Clerk I 1021 Typist Clerk II 1022 Typist Clerk III 1023 Typist Clerk IV 1024 Legal Clerk 1025 Secretary I 1026 Secretary II Secretary III 1028 Secretary IV 1031 Cis Desk Operator 1037 Interrogat Steno 1038 Police Transcriptionist 1040 Tech. Oper. Liaison 1042 Legal Services Aide 1043 Legal Services Assistant 1052 Service Center Repre- Net 1054 Service Center Aide 1058 Telecommunications Processing Aide 1060 Claims Representative 1073 Customer Service Representative 1074 Cust Service Rep Sr 1080 Client Support Services Aide 1082 Client Support Services Specialist 1083 Client Support Services Supervisor 1105 CashierI 1106 Cashier II 1110 Account Clerk 1111 Payroll Clerk 1112 Payroll Aide 1027 EX EX NEX NEX NEX NEX NEX ✓r ,.,�'ni e,�, urr'a ru ,rt Qucvw,;"�.,., NEX 14.A1907 NEX 09.A1907 NEX 12A1907 NEX 14.A1907 NEX 16A1907 NEX 20.A1907 NEX 24.A1907 NEX 18.A1907 NEX 15.A1907 NEX 13.A1907 NEX 15.A1907 NEX 17.A1907 NEX 19.A1907 NEX 18.A1907 NEX 15.A1907 NEX 17.A1907 NEX 19.A1907 NEX 21.A1907 NEX 18.A1907 NEX 24.A1907 NEX 21.A1907 NEX 19.A1907 NEX 15.A1907 NEX 17.A1907 NEX 21.A1907 NEX 17.A1907 NEX 21.A1907 NEX 19.A1907 NEX 21.A1907 EX 24.A1907 NEX 20.A1907 22.A1907 26.A1907 15.A1907 17.A1907 17.A1907 19.A1907 20.A1907 1113 Police/Fire Payroll Coordinator 1114 Payroll Assistant 1116 Payroll Specialist 1117 Project Accountant, Sr 1118 Project Accountant 1119 Accountant 1120 Accountant Sr 1121 Accountant Supervisor 1122 Supervisor of Payrolls 1126 Staff Auditor Sr 1129 Staff Auditor Princ 1132 Fiscal Administrator 1135 Assistant Payroll Systems Administrator 1140 . Budget Assistant 1142 Debt Compliance Specialist 1145 Investment and Debt Supervisor 1150 Risk Management Specialist 1154 Group Insurance Aide 1155 Group Insurance Assistant 1156 Group Insurance Coordinator 1157 Group Insurance Specialist 1165 Financial Systems Administrator 1166 Budget And Financial Support Advisor 1167 Budget And Financial Support Advisor, Sr 1170 Community Development Policy Coord. 1201 Material Spec I -BC 1202 Material Spec II -BC 1203 Material Supvr-BC 1205 Stock Clerk I 1206 Stock Clerk II 1207 Storekeeper 1208 Materials Spec I-CR 1209 Materials Spec II-CR 1210 Senior Procurement Contracting Officer 1211 Procurement Asst 1212 Procurement Contracting Officer 1213 Materials Supv-CR 1214 Auto Parts Supvr 1215 Procurement Supv 1216 Procurement Aide 1217 Procurement Card/Surplus Administrator EX NEX NEX 25.A1907 22.A1907 24.A1907 .............. _................ EX 28.A1907 EX 26.A1907 NEX 22.A1907 EX 25.A1907 EX 28.A1907 EX 30.A1907 EX 30.A1907 EX 30.A1907 EX 30.A1907 EX 33.A1907 NEX 22.A1907 NEX 26.A1907 EX 30.A1907 EX 24.A1907 NEX 19.A1907 NEX 22.A1907 EX 26.A1907 EX 28.A1907 EX 32.A1907 EX 27.A1907 EX 29.A1907 EX 29.A1907 NEX 16.A1907 NEX 18.A1907 NEX 25.A1907 NEX 14.A1907 NEX 16.A1907 NEX 19.A1907 NEX 16.A1907 NEX 18.A1907 EX 28.A1907 NEX 22.A1907 NEX 25.A1907 NEX 21.A1907 NEX 21.A1907 EX 33.A1907 NEX 19.A1907 EX 23.A1907 1219 1220 1221 1222 1223 1224 1225 1230 1231 1240 1242 1245 1258 1259 1260 1261 1262 1263 1264 1265 1266 1267 1268 1269 1303 1305 1306 1307 1309 1310 1311 1313 1316 1317 1323 1324 1329 1330 1332 1337 1339 Procurement Assistant II NEX 23.A1907 Procurement Construction Specialist NEX 25.A1907 Procurement Construction Specialist, Sr. Construction Procurement Assistant Procurement Analyst Auto Pts Spec Auto Pts Spec II Lease Manager Quality Control & Financial Modeling Analyst Property Mgmt Representative Property Mgmt Specialist Property Manager Senior Project Manager - OTM Project Manager - OTM Project Manager Project Manager - CIP Project Cost Estimator Project Scheduler Transportation Analyst Transportation Engineer Transportation Manager Project Manager - CIP (Horizontal) Project Manager - CIP (Vertical) Transportation Planning Aide Human Resources Clerk Admin Aide I Admin Aide II Task Force Supervisor Admin Asst I Admin Asst II Admin Asst III Human Resources Technician I Human Resources Technician II HR Specialist Human Resources Coordinator Safety Specialist Assistant Management Analyst Safety Officer Tech. Operatns Coord. Management Operations Analyst Grant Writer EX 28.A1907 NEX 22.A1907 EX 30.A1907 NEX 16.A1907 NEX 18.A1907 EX 34.A1907 EX 28.A1907 EX 25.A1907 EX 28.A1907 EX 34.A1907 EX 34.A1907 EX 32.A1907 EX 34.A1907 EX 32.A1907 EX 30.A1907 EX 30.A1907 EX 29.A1907 EX 30.A1907 EX 34.A1907 EX 32.A1907 EX 32.A1907 NEX 19.A1907 NEX 17.A1907 NEX 20.A1907 NEX 22.A1907 EX 24.A1907 EX 25.A1907 EX 28.A1907 EX 31.A1907 NEX 20.A1907 NEX 22.A1907 EX 24.A1907 EX 30.A1907 EX 26.A1907 EX 24.A1907 EX 28.A1907 EX 22.A1907 EX 26.A1907 28.A1907 EX 1340 Capital Improvements Assistant 1341 Market Ser Coord 1342 Rsch & Devt Spec 1343 Contract Compliance Analyst 1344 Procurement Contracts Officer 1345 Fiscal Assistant 1346 Training and Development Specialist 1347 Cable Comm. Assistant 1348 Marketing Specialist 1349 innovation Analyst 1350 Marketing Supervisor 1351 Strategic Planning & Performance Analyst 1352 Business Develop Sr 1354 Business Developer 1356 Business Dev Supv 1357 Economic Analyst 1358 Supervisor Of Economic Research 1359 Principal Economic Analyst 1361 Employmt Interviewer 1362 Info & Referral Specialist (Homeless Program) 1363 Info & Referral Aide 1364 Organizational Development and Training Sup 1365 Training Officer 1366 Staff Anlst Asst 1367 Staff Analyst 1368 Staff Anlst Sr 1369 Staff Analyst Prncpl 1370 Contracts Manager 1371 Hearing Boards Coordinator 1372 Customer Service Specialist 1373 Sanitation Services Coordinator 1374 Hearing Boards Specialist 1375 Job Training Specialist 1376 Job Training Specialist, Sr 1377 Hearing Board Specialist II 1378 Property And Casualty Coordinator 1379 Safety Manager 1380 Veteran Services Information & Referral Specialist 1382 Support Services Coor 1384 Assistant Productivity Analyst 1385 Productivity Analyst EX 26.A1907 28.A1907 28.A1907 27.A1907 29.A1907 22.A1907 EX EX EX EX NEX EX 27.A1907 EX 24.A1907 NEX 24.A1907 EX 27.A1907 EX 29.A1907 EX 27.A1907 EX 28.A1907 EX 26.A1907 EX 31.A1907 EX 26.A1907 EX 30.A1907 EX 31.A1907 NEX 17.A1907 NEX 16.A1907 NEX 12.A1907 EX 35.A1907 EX 26.A1907 EX 24.A1907 EX 26.A1907 EX 28.A1907 EX 30.A1907 EX 34.A1907 EX 28.A1907 NEX 22.A1907 EX 25.A1907 NEX 22.A1907 EX 25.A1907 EX 21.A1907 NEX 24.A1907 EX 28.A1907 EX 33.A1907 NEX 16.A1907 EX 31.A1907 EX 24.A1907 EX 26.A1907 1386 Insurance Information Analyst 1388 Legislative Coordinator 1389 Records Systems Specialist 1390 Special Projects Coordinator 1391 Assistant Agenda Coordinator 1392 Technical Support Analyst 1395 Victims Advocate 1397 Information Analyst 1405 City Photographer 1410 Public Relations Agent 1411 Capital Impry Community Outreach & Engmt Coord 1413 Promotion Assistant 1414 Public Rel Splst 1419 Public Relations Aide 1420 Publicity Writer 1421 Public Rel Agnt 1422 Public Info Ofcr 1423 Public Information Coordinator 1424 Social Broadcasting Specialist 1425 Multimedia Specialist 1426 Protocol Officer 1427 Assistant To The Protocol Officer 1430 Events Agent 1431 Special Events Coordinator 1436 Intergovmental Film Liaison 1440 Legislative Services Rep. I 1441 Legislative Services Rep. II 1442 Legislative Services Rep. III 1505 1506 1510 1511 1522 1523 1524 1525 1526 1527 1528 1529 1530 Switchboard Oper Information Clerk Application Support EX 34.A1907 EX 25.A1907 EX 26.A1907 EX 29.A1907 EX 25.A1907 EX 27.A1907 EX 28.A1907 EX NEX EX EX NEX EX NEX EX EX EX EX NEX NEX EX EX NEX EX EX NEX EX EX NEX NEX EX Senior Application Support EX Camera Platemk NEX Offset Press Opr NEX Offset Press Opr Sr NEX Duplicating Equip Op I NEX Photolithographer NEX Print Shop Supervisor EX Print Shop Asst Supt EX Print Shop Supt EX Print Shop Helper NEX 26.A1907 20.A1907 25.A1907 32.A1907 12.A1907 29.A1907 20.A1907 25.A1907 27.A1907 28.A1907 30.A1907 25.A1907 23.A1907 29.A1907 25.A1907 22.A1907 25.A1907 23.A1907 19.A1907 22.A1907 25.A1907 14.A1907 14.A1907 09.IT 10.IT 18.A1907 19.A1907 21.A1907 16.A1907 18.A1907 24.A1907 27.A1907 30.A1907 12.A1907 1531 Duplicating Equip Op II 1533 Office Equipment Analyst 1535 Print Shop Estimator 1536 GIS Technician 1537 Prod Ctrl Spv 1539 Computer Systems Supervisor 1540 Systems Engr I 1541 Systems Engr II 1542 Information Services Liaison 1543 Pc Hardware Repair Technician 1544 Database Specialist(Sql Server) 1545 Database Specialist (Oracle) 1546 Pc Aide 1547 Technical Writer 1548 Information Technology Technician I 1549 Information Technology Technician II 1550 Information Technology Tech. III 1551 Help Desk Supervisor y 1552 Information Systems Security Officer Supervisor 1553 IT Security Analyst 1554 Computer Op I 1555 Computer Op II 1556 Network Analyst 1557 Computer Opr Supv 1558 Computer Training Specialist 1559 Applications Support Supervisor 1560 Programmer Asst 1561 Cyber Security Analyst 1562 Systems Programmer 1563 Software Quality Assurance Analyst 1564 Web Developer I 1565 Web Developer II 1566 Programmer Jr 1567 Programmer 1568 Programmer Sr 1569 Web Administrator 1570 Sys Soft Manager 1571 Systems Maintenance Supervisor 1572 Computer Opr Chf 1573 Data Base Manager 1574 Oracle Database Manager NEX NEX NEX NEX EX 19.A1907 24.A1907 19.A1907 20.A1907 23.A1907 NEX 14.IT 26.A1907 30.A1907 20.A1907 23.A1907 14.IT 14.IT 17.A1907 27.A1907 NEX 01.IT 05.IT 11.IT EX 13.IT EX 17.IT EX 13.IT NEX 20.A1907 NEX 22.A1907 EX 14.IT EX 26.A1907 EX 08.IT EX 17.IT NEX 23.A1907 EX 15.IT EX 29.A1907 EX 15.IT EX 11.IT .... ...................... 13.IT 26.A1907 NEX EX NEX NEX EX EX NEX EX EX EX EX EX EX 11.IT EX EX 13.IT 15.IT EX 35.A1907 EX 32.A1907 32.A1907 18.IT EX 35.A1907 EX EX 1575 Geographic Information Systems (GIS) Supervisor 1576 Systems Analyst Sr 1577 Project Manager -IT 1578 Geographic Information Systems Developer 1579 Oracle Systems Administrator 1580 Network Administrator 1581 Business Systems Administrator 1582 Teleprocessing Coord 1583 Geographic Information System Technical Analyst 1584 Data Librarian 1585 Geographic Information Systems Data Spec 1586 Scheduler/Expediter 1587 Information Systems Manager, Fire/Police 1588 Info Center Spec 1591 Senior Oracle ERP Application Developer 1593 Oracle ERP Application Developer 1594 IT Infrastructure Mgr. 1595 Business Analyst 1596 Business Analyst Supervisor 1602 Finance Accounting Assistant 1603 Senior Capital Assets Analyst 1604 Finance Accounting Specialist 1605 Capital Assets Administrator 1606 Financial Analyst I 1607 Grants Financial Analyst 1608 Financial Analyst II 1609 Senior Accounts Payable Analyst 1610 Senior Financial Analyst 1620 Financial Information Business Process Analyst 1624 Finance Accounting Aide 1627 Asst Accts Receivable Supervisor 1629 Customer Service Supervisor 1630 Capital Assets Aide 1635 Finance Revenue Collections Inpsector 1637 Finance Revenue Collections Coordinator 1701 Grant Funded Workforce Career Advisor 1702 Grant Funded Workforce Business Consultant 1704 Grant Funded Workforce Program Supervisor 1705 Grant Funded Workforce Program Specialist I 1706 Grant Funded Workforce Center Manager 1707 Grant Funded Workforce Employer Specialist 17.IT 14.IT 16.IT 13.IT 16.IT EX 16.IT EX 32.A1907 EX 28.A1907 EX 15.IT NEX 20.A1907 EX 11.IT NEX 21.A1907 EX 17.IT EX 30.A1907 EX 16.IT EX 15.IT EX 19.IT EX 13.IT EX 32.A1907 NEX 22.A1907 EX 30.A1907 EX 24.A1907 EX 32.A1907 EX 26.A1907 EX 28.A1907 EX 28.A1907 EX 30.A1907 EX 30.A1907 EX 30.A1907 NEX 19.A1907 NEX 25.A1907 EX 30.A1907 NEX 18.A1907 NEX 22.A1907 EX 25.A1907 EX 15.A1907 EX 19.A1907 EX 22.A1907 NEX 13.A1907 EX 29.A1907 EX 19.A1907 EX EX EX EX EX 1710 Grant Funded Workforce Prog Workshop Facilitator 1711 Grant Funded Workforce Placement Specialist 1730 Grant Program Lead 1808 Claims Account Specialist 1810 Claims Adjustor I 1812 Claims Adjustor II 1816 1820 1822 1824 Claims Adjustor III Coll/Subrogation Spec Claims Supv., Asst. Claims Supervisor 2009 Senior Construction Coordinator 2010 Survey Party Chief 2011 2012 2013 Eng Tech I 2015 Eng Tech II 2017 Eng Tech III 2018 Eng Tech IV 2019 Construction Coordinator 2020 Cadd Operator 2029 Street Lighting Eng I 2030 Professional Engineer I 2031 Engineer I 2032 Professional Engineer 11 2.033 Professional Engineer III 2034 Professional Engineer IV 2036 Environmental Engineer 2038 Engineer II 2039 Utility Engineer 2040 Elec Engineer 2041 Engineer III 2048 Architect I 2049 Architect II 2050 Architect III 2053 Landscape Architect 2054 Landscpe Arch Supv 2056 Project Rep. 2057 CITP Project Liaison 2060 Cable Tv Engineer 2100 Roofing Inspector 2101 Roofing Inspector, Sr EX EX EX NEX EX EX EX EX EX EX 19.A1907 15.A1907 25.A1907 22.A1907 22.A1907 24.A1907 26.A1907 24.A1907 28.A1907 30.A1907 EX 29.A1907 EX 24.A1907 Surveyor EX 30.A1907 Surveyor, Senior EX 33.A1907 NEX 18.A1907 NEX 20.A1907 NEX 24.A1907 EX 27.A1907 EX 27.A1907 NEX 24.A1907 EX 27.A1907 EX 30.A1907 27.A1907 31.A1907 33.A1907 35.A1907 33.A1907 29.A1907 29.A1907 33.A1907 30.A1907 26.A1907 30.A1907 31.A1907 30.A1907 EX 31.A1907 EX 27.A1907 EX 31.A1907 EX 31.A1907 NEX 01.INS EX 29.A1907 EX EX EX EX EX EX EX EX EX EX EX EX EX 2103 Senior Building Inspector 2105 Senior Plumbing Inspector 2107 Senior Mechanical Inspector 2109 Senior Electrical Inspector 2110 Bldg Insp I 2111 Bldg Insp 11 2112 Chief Building Inspector 2113 Chief of Inspection Services 2114 Building Inspector 2116 Structural Engineer(plans Exam) 2120 Elec Insp 2121 Elec Insp II 2122 Elec Insp Chief 2123 Electrical Inspector 2125 Senior Roofing Inspector 2127 Senior Elevator Inspector 2130 Plumbing Insp I 2131 Plumbing Insp II 2132 Plumbing Insp Chf 2134 Plumbing Inspector 2140 Construction Inspection Representative 2142 Resilience Programs Manager 2143 Environmental Compliance Specialist 2144 Environmental Compliance Coord. 2145 Zoning Plans Processor 2146 Zoning Manager 2149 Building Services Assistant IV 2150 Zoning Inspector I 2151 Zoning Information Specialist 2152 Zoning Information Supervisor 2153 Plans Processing Aide 2154 Plans Processing Specialist 2155 Code Compliance Inspector 2156 Code Enforcement Inspector II 2157 Zoning Information Technician 2158 Mech Insp I 2159 Mech Insp II 2160 Mech Insp Chief 2161 Mechanical Inspector 2165 Elevator Inspector 2167 Chief Elevator Inspector EX EX 03.INS 03.INS EX 03.INS EX 03.INS NEX 27.A1907 EX 29.A1907 EX 05.INS EX 33.A1907 NEX 01.INS EX 35.A1907 NEX 27.A1907 EX 29.A1907 EX 05.INS NEX 01.INS EX 03.INS EX 03.INS NEX 27.A1907 EX 29.A1907 EX 05.INS NEX 01.INS NEX 17.A1907 EX 30.A1907 EX 27.A1907 EX 28.A1907 EX 29.A1907 EX 33.A1907 NEX 24.A1907 NEX 23.A1907 NEX 27.A1907 EX 30.A1907 NEX 19.A1907 NEX 30.A1907 NEX 24.A1907 EX 26.A1907 NEX 22.A1907 NEX 27.A1907 EX 29.A1907 EX 05.INS NEX 01.INS NEX 01.INS EX 05.INS 2168 Chief, Unsafe Structures 2170 Building Services Assistant I 2171 Building Services Assistant II 2172 Building Services Assistant III 2176 Supv Permits & Rev 2178 Chief Code Enforc Off 2181 Cable Tv Tech Spec 2187 Business Tax Receipts Aide 2188 Business Tax Receipts Specialist 2190 Assistant Occupational License Supv 2192 Business Tax Receipts Supervisor 2195 Housing Quality Inspector 2196 Housing Quality Inspector, Sr 2203 Graphic Designer,Senior 2204 Graphic Designer 2205 Planning III 2206 Planning III II 2208 Planning Tech 2209 Public Art Manager 2210 Park Planner 2211 Environmental Resources Specialist 1 2212 Environmental Resources Specialist II 2214 Housing Spec Asst 2215 Chief of Urban Design 2216 Chief of Comprehensive Planning 2217 Archeologist 2218 Historic Preservation Planner 2219 Preservation Officer 2220 Planner I 2221 Planner ll 2222 Planner III 2223 Chief of Land Development Comm Dev Coord 2225 Housing Spcl 2226 Housing Spcl Prncpl 2227 Housing Spec Sr 2228 Hsg Rhb Ln/O Sr 2229 Housing Loan Officer 2230 Housing Rhb Est 2231 Hsg Rhb Estim Sr 2232 Soc Prg Analyst 2224 EX 32.A1907 NEX 17.A1907 NEX 19.A1907 NEX 22.A1907 EX 29.A1907 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 NEX 19.A1907 NEX 22.A1907 NEX 24.A1907 EX 32.A1907 EX 27.A1907 NEX 22.A1907 NEX 24.A1907 NEX 23.A1907 EX 34.A1907 EX 34.A1907 EX 29.A1907 EX 29.A1907 EX 34.A1907 EX 27.A1907 EX 31.A1907 EX 34.A1907 EX 34.A1907 EX 32.A1907 EX 26.A1907 EX 31.A1907 EX 28.A1907 EX 26.A1907 NEX 24.A1907 NEX 23.A1907 EX 26.A1907 NEX 22.A1907 2233 2234 2235 2237 2239 2240 2244 2250 2252 2257 2258 2972 3001 3002 3005 3010 3011 3012 3014 3021 3022 3023 3024 3025 3026 3104 3105 3106 3107 3301 3302 3303 3305 3308 3310 3311 3313 3314 3315 3316 3317 Soc Prg Anl Ast Soc Prg Ant Sr Soc Prg Anl Supv Commty Dv Prj Supv Social Prog Coord Hsg Rhb Ln/O Asst Hsg Rhb Estim Asst Loan Specialist Loan Program Manager Project Representative, Senior Development Coordinator Volunteer Coordinator Laborer Laborer II Laborer III Labor Crew Ldr I Labor Crew Ldr II Public Wks Supv Public Works Superintendent Assistant Heavy Equipment Specialist Sanitation Supervisor Heavy Eqp Specialist Recycling Coordinator Waste Col Supt Ast Superintendent Of Solid Waste Auto Eqp Op I ........ _. Auto Eqp Op II Auto Eqp Op III Auto Eqp Op IV Maint Mech Helper Maint Mechanic Maint Mech Supv Air Cond Mech Hvacr Supervisor Electrician Elec Supervisor Gen. Maintnc. Worker Gen Maint Rep-Pnt/Mec Gen Maint Rep-Carpen. Gen Maint Rep-Electr/Air Cond. General Maint. Repair Supv, Elec NEX 20.A1907 EX 25.A1907 EX 28.A1907 EX 29.A1907 EX 31.A1907 NEX 19.A1907 NEX 19.A1907 EX 24.A1907 EX 28.A1907 EX 31.A1907 EX 34.A1907 28.A1907 NEX 15.A1907 NEX 16.A1907 NEX 17.A1907 NEX 18.A1907 NEX 22.A1907 EX 28.A1907 EX 31.A1907 NEX 23.A1907 NEX 25.A1907 EX 25.A1907 NEX 25.A1907 EX 28.A1907 EX 30.A1907 NEX 17.A1907 NEX 19.A1907 NEX 21.A1907 NEX 22.A1907 NEX 17.A1907 NEX 20.A1907 NEX 23.A1907 NEX 27.A1907 EX 30.A1907 NEX 27.A1907 EX 30.A1907 NEX 17.A1907 NEX 20.A1907 NEX 21.A1907 NEX 23.A1907 NEX 24.A1907 3318 General Repair Maint Supv 3319 Electrician II 3320 Electrical Line Worker 3321 Electrical Line Worker Supervisor 3322 Plumber Supervisor 3324 Plumber 3326 Carpenter 3327 Carpenter Supv 3328 Mason 3335 Painter 3336 Auto Body Wrkr/Pntr 3337 Painter Sign 3338 Painter Supv 3339 Auto Pnt/Bdy Shop Spy 3340 Pipefitter 3341 Pipefitter Supv 3350 Welder 3358 Composting Facility Supervisor 3360 Facilities Oper Wrkr. 3361 Facilities Oper Worker, Senior 3362 Facilities Oper Supvr 3370 Prop Maint Asst Supt 3371 Prop Maint Supt 3372 Pol Secuty & Fac Supv 3374 Police Fac Asst 3402 Fuel Fac Att 3404 Auto Mech Helper 3405 Automotive Service Writer 3406 Auto Mechanic 3407 Auto Mech Supv 3408 Fuel Fac Supv 3409 Heavy Eqp Mech Helper 3410 Heavy Eqp Mech 3411 Heavy Eqp Mech Supv 3420 Garage Asst Supt 3450 Fleet Manager 3452 Supt.- Garage Or Motor Pool 3455 Fleet Management Representative 3456 Fleet Liaison 3638 Facility Maintenance Technician 3642 Facility Maintenance Manager NEX N EX NEX N EX EX N EX NEX N EX NEX N EX NEX N EX NEX N EX NEX N EX NEX NEX NEX N EX NEX EX EX N EX NEX NEX NEX NEX 23.A1907 28.A1907 24.A1907 29.A1907 30.A1907 27.A1907 21.A1907 23.A1907 21.A1907 20.A1907 22.A1907 21.A1907 23.A1907 24.A1907 19.A1907 22.A1907 22.A1907 25.A1907 16.A1907 20.A1907 23.A1907 31.A1907 33.A1907 21.A1907 19.A1907 15.A1907 17.A1907 19.A1907 NEX 23.A1907 NEX 25.A1907 NEX 21.A1907 NEX 18.A1907 NEX 24.A1907 NEX 26.A1907 EX 29.A1907 EX 33.A1907 EX 30.A1907 NEX 22.A1907 NEX 20.A1907 NEX 20.A1907 EX 28.A1907 3643 Parks & Recreation Facility Maintenance Manager 3644 Utility Analyst 4005 Custodian I 4006 Custodian II 4007 Custodian Supv 5017 Police Property Mgr 5019 Identification Aide 5020 Police Comm Clrk 5022 Pol Prop Spec I 5023 Forensic Crime Analyst 5024 Pol Prop Spec II 5025 Crime Scene Investigator I 5026 Crime Scene Investigator II 5027 Crime Scene Investigations Supervisor 5030 Latent Print Examiner 5032 Latent Print Examiner Supervisor 5035 Forensic Investigations Manager 5037 Guard/Porter 5039 School Crossing Guard Supervisor 5040 Public Service Aide 5050 Professional Compliance Supv. 5060 Police Records Supr 5065 Criminal Intelligence Analyst I 5066 Criminal Intelligence Analyst II 5070 Crime Analyst I 5071 Crime Analyst 11 5073 Video Retrieval Specialist 5076 Prof Compliance Asst 5077 Prof Compl Rep 5090 Senior Policy Analyst 5301 Fire Plans Examiner 5302 Fire Sfty Spec. Sr. 5303 Fire Sfty Spec.Supv 5304 Fire Sfty Spec 5314 Emergency Management Coordinator 5315 Fire Supplies Clerk l 5316 Fire Supplies Clerk II. 5317 Grant Funded Emergency Management Planner 5318 Fire And Life Safety Education Coordinat 5319 Fire & Life Safety Ed.Spec. 5320 Video Program Spec EX EX NEX NEX NEX EX NEX NEX NEX NEX NEX NEX NEX EX NEX NEX EX EX EX EX NEX NEX NEX NEX EX EX NEX 30.A1907 NEX 25.A1907 EX 27.A1907 NEX 23.A1907 EX 30.A1907 NEX 14.A1907 NEX 17.A1907 EX 26.A1907 EX 28.A1907 EX 24.A1907 EX 23.A1907 25.A1907 28.A1907 14.A1907 15.A1907 17.A1907 31.A1907 16.A1907 18.A1907 17.A1907 26.A1907 19.A1907 22.A1907 26.A1907 32.A1907 30.A1907 31.A1907 34.A1907 NEX 06.A1907 EX 13.A1907 NEX 17.A1907 EX 28.A1907 28.A1907 26.A1907 28.A1907 22.A1907 24.A1907 22.A1907 19.A1907 26.A1907 28.A1907 5323 Video Program Prod 5324 Show Producer 5401 Multimedia Manager 5403 Communications Equip. Maint. Specialist 5404 Comm Repair Wrkr 5405 Comm Tech 5406 Comm Tech Supv 5407 Comm Maint Asst Supt 5408 Comm Tech Supt 5409 Communications Specialist 5410 Microwave Technician 5411 Communications Technical Operator 5412 Comm Center Supervisor, Police 5413 Emergency Dispatch Assistant 5414 Police Comm. Records Custodian 5415 Emergency Dispatcher 5416 Comm Oper Spvsr 5417 Emd Quality Assurance Specialist 5418 Comm Center Supervisor,Medical/Fire 5419 Communications Training Specialist 5420 Telc Sys Dev Mgr 5423 Telecommunications Technician (RJ) 5424 Telecommunications Technician Assistant 5425 Telecommunications Technician 5426 Telecommunications Technical Specialist 5430 Broadcast Engineer 5432 Videographer/Editor 5433 Audiovisual Technician 5436 Emergency Dispatcher Supervisor, M/F 5446 Emergency Dispatcher Supervisor, Police 5510 Guard 5512 City Ranger 5515 Park Ranger 5516 Park Ranger Supervisor 5517 Senior Park Ranger 5520 Stable Attendant 5523 Stable Attndnt Supvr. 5529 Facility Attend 5530 Marinas Faclt Att 5560 Jtpa Trainee 5711 Administrative Assistant III EX EX EX NEX NEX NEX NEX EX 28.A1907 28.A1907 26.A1907 19.A1907 21.A1907 25.A1907 27.A1907 30.A1907 EX 33.A1907 EX 26.A1907 NEX 25.A1907 EX 25.A1907 EX 28.A1907 NEX 20.A1907 NEX 22.A1907 NEX 22.A1907 NEX 24.A1907 NEX 24.A1907 EX 28.A1907 26.A1907 33.A1907 32.A1907 23.A1907 08.IT 21.A1907 31.A1907 23.A1907 19.A1907 24.A1907 24.A1907 13.A1907 NEX 14.A1907 13.A1907 24.A1907 16.A1907 17.A1907 20.A1907 14.A1907 13.A1907 06.A1907 31.A1907 EX EX NEX NEX NEX NEX EX EX NEX NEX NEX N EX N EX EX N EX N EX N EX N EX N EX N EX EX 5740 Staff Analyst Senior 6001 Golf Course Attendant 6003 Grounds Tender 6005 Park Tender 6007 Park Tender II 6010 Greenskeeper 6015 Tree Trimmer 6016 Tree Trim Crew Ldr 6017 Arborist 6020 Cemetery Sexton 6021 Parks Naturalist 6022 Parks Naturalist Sr. 6025 Nursery Tender 6029 Beach Operations Supv 6035 Parks Supv l 603E Parks Sup II 6047 Parks Recreation Coordinator 6048 Superintendent Of Maintenance, Assistant 6049 Parks Operations Coordinator 6050 Parks Supt Of 6051 Superintendent Of Recreation, Assistant 6052 Athletic Coordinator 6053 Superintendent Of Parks 6054 Superintendent of Parks and Recreation 6055 Sports Turf Manager 6059 Asst Stadiums Manager 6060 Stadium Manager 6062 Marine Stad Mgr 6063 Cultural Arts Center Manager 6064 Auditorium Manager Asst 6065 Auditorium Mgr 6067 Marinas Operations Supervisor 6068 Marinas Aide 6069 Marinas Supervisor 6070 Marinas Manager, Asst. 6071 Marinas Manager 6080 Parks & Recreation Mgr I Parks & Recreation Mgr II 6082 Waterfront Park Manager 6102 STEAM Education Coordinator 6105 Lifeguard (P/0) 6081 EX NEX NEX NEX N EX NEX N EX NEX N EX NEX N EX EX N EX EX N EX NEX EX EX EX EX 28.A1907 16.A1907 16.A1907 17.A1907 19.A1907 18.A1907 16.A1907 18.A1907 22.A1907 20.A1907 23.A1907 26.A1907 17.A1907 29.A1907 18.A1907 22.A1907 29.A1907 31.A1907 29.A1907 31.A1907 EX 31.A1907 EX 30.A1907 EX 33.A1907 EX 33.A1907 EX 26.A1907 EX EX EX EX EX EX NEX NEX NEX EX EX EX EX EX NEX EX 30.A1907 32.A1907 27.A1907 31.A1907 25.A1907 29.A1907 18.A1907 16.A1907 21.A1907 28.A1907 34.A1907 23.A1907 26.A1907 26.A1907 24.A1907 17.A1907 6106 Ocean Rescue Lifeguard NEX 20.A1907 6107 Pools Supervisor EX 25.A1907 6108 Senior Ocean Rescue Lifeguard NEX 22.A1907 6109 Lifeguard Sr. (P/0) EX 19.A1907 6110 Aquatic Program Planner EX 29.A1907 6111 Superintendent of Aquatics EX 31.A1907 6115 Irrigation Specialist NEX 19.A1907 6118 Japanese Garden Specialist EX 29.A1907 6119 Cult Affr Coord EX 29.A1907 6120 Tennis Supvsr EX 19.A1907 6121 Special Education Teacher EX 25.A1907 6122 Education Initiatives Coordinator EX 28.A1907 6123 Program Coord. EX 31.A1907 6124 Program Coord, Asst EX 27.A1907 6125 Therapeutic Recreation Spec EX 25.A1907 6126 Social Worker EX 22.A1907 6127 Program Assistant NEX 16.A1907 6128 Disabilities Program Leader NEX 22.A1907 6129 Program Specialist NEX 19.A1907 6131 Disabilities Recreation Leader NEX 22.A1907 6132 Golf Course Superintendent EX 20.A1907 6133 Licensed Social Worker EX 28.A1907 6135 Baseball Supv EX 20.A1907 6144 Gen Recreation Prog Planner EX 29.A1907 6148 Aquatic Specialist NEX 18.A1907 6149 Rec Specialist NEX 18.A1907 6151 Water Sports Inst NEX 23.A1907 6152 Boxing Supervisor EX 22.A1907 6156 Youth Pgm. Spec EX 25.A1907 6160 Fitness Center Specialist EX 21.A1907 6161 Recreation Aide 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 6303 Day Care Specialist NEX 18.A1907 7017 Job Training Program Coordinator NEX 33.A1907 7018 Vocational Counselor NEX 22.A1907 7019 Citzn Prgm Sup EX 28.A1907 7020 Comm Invol Asst NEX 19.A1907 7021 Crime Prevention Specialist NEX 22.A1907 7031 Sanitation Inspector II NEX 23.A1907 7032 Sanitation Inspector Chief EX 26.A1907 7035 Sanitation Inspector I NEX 21.A1907 7035 Sanitation Inspector NEX 21.A1907 8008 Secretary III NEX 19.A1907 8034 Typist Clerk I NEX 13.A1907 8035 Typist Clerk II NEX 15.A1907 8037 Typist Clerk III NEX 17.A1907 8040 Receptionist/Typist NEX 18.A1907 8048 Property & Casualty Manager EX 32.A1907 8051 Claims Supervisor EX 30.A1907 8073 Domestic Violence Administrator EX 33.A1907 8075 Deputy Chief Resilience Officer EX 21.A1907 8082 Admin Asst I EX 25.A1907 8083 Admin Asst II EX 28.A1907 8101 Secretary IV NEX 21.A1907 8103 Secretary I NEX 15.A1907 8104 Secretary II NEX 17.A1907 8113 Legislative Services Represantive I NEX 19.A1907 8117 Technical Oper Coord EX 24.A1907 8118 Legislative Services Representative II NEX 22.A1907 8119 Legislative Services Representative III EX 25.A1907 8120 Legislative Services Supervisor EX 29.A1907 8121 Transcriber EX 24.A1907 8122 Records Reten Coord EX 25.A1907 8134 Resource Allocation Manager EX 35.A1907 8135 Marketing Coordinator EX 28.A1907 8138 Housing Develop Coord EX 32.A1907 8140 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 Information Analyst Coordinator EX 31.A1907 8165 Information Services Liaison NEX 20.A1907 8167 Chief of Code Compliance EX 32.A1907 8176 Code Enforcement Training Specialist EX 26.A1907 8177 Code Compliance Field Supervisor EX 27.A1907 8178 Code Enforcement Coord. EX 30.A1907 8201 Code Enforcement Assistant EX 24.A1907 8206 Admin Asst III EX 31.A1907 8220 Chief of Hearing Boards EX 34.A1907 8232 Chief of Environmental Resources EX 34.A1907 8273 Chief of Solid Waste Operations EX 34.A1907 8396 Photographer, Senior EX 26.A1907 8411 Administrative Clerk NEX 17.A1907 8420 Media Relations Liaison EX 19.A1907 8423 Parks And Recreation Facility Manager EX 26.A1907 8424 Special Education Teacher NEX 25.A1907 8425 Parks & Recreation Sery Coord NEX 29.A1907 8426 Program Assistant NEX 14.A1907 8427 Education Initiatives Coordinator EX 28.A1907 8435 Property Manager EX 34.A1907 8437 CIP Technical Administrator EX 36.A1907 8438 Business Development Coordinator EX 34.A1907 8439 Business Development Supervisor EX 31.A1907 8440 Development Coordinator EX 34.A1907 8441 Preservation Officer EX 34.A1907 8450 Telecommunications Administrator EX 34.A1907 8452 Youth Program Coordinator EX 30.A1907 8461 Assistant System Administrator EX 33.A1907 8463 Chief Of Urban Design EX 34.A1907 8464 Chief Of Land Development EX 34.A1907 8466 Planning Illustrator EX 22.A1907 8467 Urban Design Coordinator EX 32.A1907 8468 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 8484 Grant Writer 8490 Insurance Financial Analyst 8510 Records System Coordinator 8514 Records Systems Aide 8515 Records System Specialist 8560 Grants Financial Supervisor 8561 Budget Systems Developer 8565 Special Projects Manager 8568 Employee Services Aide 8574 Special Events Assistant 8575 Special Events Coord 8576 Special Events Manager 8578 Finance Management Supervisor 8580 Environmental Outreach Liaison 8582 Environmental Coordinator 8585 Environmental Compliance Specialist 8587 Resilience Programs Manager 8589 Urban Forester 8590 Economic Development Project Manager 8605 Project Manager - Cip 8606 Chief Project Manager 8607 Senior Project Manager - Cip 8611 Audiovisual Technician 8612 Video Program Specialist 8613 Chief Communications Engineer 8614 Communications Technical Operator 8615 Producer/Writer/Reporter 8616 Operations Coordinator 8618 Production Manager 8619 Community Relations Coordinator 8621 Cadd Operator 8622 Community Relations Liaison 8623 Community Relations Outreach Specialist 8624 Community Relations Aide 8625 Project Manager Senior 8626 Research Analyst 8628 Business Process Analyst 8630 Project Manager 8631 Project Representative Senior 8638 Maintenance Technician 8640 Facility Manager EX EX EX NEX EX EX EX EX 28.A1907 28.A1907 30.A1907 20.A1907 26.A1907 30.A1907 32.A1907 34.A1907 EX 22.A1907 EX 22.A1907 EX 25.A1907 EX 31.A1907 EX 31.A1907 EX 25.A1907 EX 28.A1907 EX 27.A1907 EX 30.A1907 EX 27.A1907 EX 34.A1907 EX 32.A1907 EX 36.A1907 EX 34.A1907 NEX 19.A1907 EX 23.A1907 EX 31.A1907 EX 25.A1907 EX 26.A1907 EX 30.A1907 EX 31.A1907 EX 27.A1907 24.A1907 27.A1907 25.A1907 22.A1907 36.A1907 EX 27.A1907 EX 30.A1907 34.A1907 31.A1907 20.A1907 30.A1907 EX EX EX EX EX EX EX NEX EX 8642 Facility Maint. Manager EX 28.A1907 8643 Superintendent Of Solid Waste EX 31.A1907 8645 Community Programs Administrator EX 33.A1907 8649 Payroll Manager EX 34.A1907 8650 Oracle Financial Systems Manager 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 I11-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 NEX 14.A1907 8720 Employ Interviewer NEX 17.A1907 8722 Client Sery Coord EX 32.A1907 8723 Client Services Specialist EX 25.A1907 8724 Accountant 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 Capital Impry Procurement Admin. EX 36.A1907 8751 Zoning Manager EX 33.A1907 8752 Legislative Coord EX 25.A1907 8759 Financial Reporting Manager 8760 Internal Controls and Compliance Manager 8764 Financial Dev Coord 8770 Admin Aide I 8773 Admin Aide II 8775 Investigator II, Civilian Investigative Panel 8776 Investigator, Civilian Investig. Panel 8777 Civilian Investigative Panel Analyst 8780 Film And Culture Administrator 8783 Cultural Administrator 8784 Cultural Arts Center Manager 8785 Auditorium Mgr Assist 8786 Convention Center Manager 8789 Traffic Engineer 8791 Transportation Coordinator 8792 Special Projects Assistant 8793 Spec Projects Coord 8794 Transportation Analyst 8796 Assistant Facility Maintenance Manager 8801 Client Support Sery Aide 8803 Assessment & Referral Spec. 8804 Training Specialist 8805 Job Placement Specialist 8806 Skills Coach 8808 Case Management Supervisor 8809 Case Manager 8810 Sr.Job Placement/Marketing Spec 8811 Case Management Assistant 8812 Training Coordinator 8813 Training And Development Specialist 8815 Contract Compliance Analyst 8816 Contract Compliance Manager 8817 Employment Program Analyst 8818 Job Placement/Marketing Coord 8824 Fiscal Assistant 8825 Fiscal Administrator 8830 Housing Quality Assurance Aide NEX 8835 Housing Quality Assurance Supervisor EX 8840 Housing Program Manager EX 8842 Housing Program Analyst NEX 8844 Housing Quality Assurance Monitor NEX EX 32.A1907 EX 34.A1907 EX 31.A1907 NEX 20.A1907 NEX 22.A1907 EX 28.A1907 EX 26.A1907 EX 26.A1907 EX 27.A1907 EX 28.A1907 EX 31.A1907 EX 25.A1907 EX 31.A1907 EX 32.A1907 EX 36.A1907 EX 25.A1907 EX 29.A1907 EX 29.A1907 EX NEX EX 26.A1907 20.A1907 24.A1907 EX 25.A1907 EX 22.A1907 EX 23.A1907 EX 28.A1907 25.A1907 28.A1907 22.A1907 28.A1907 27.A1907 EX EX EX EX EX EX 27.A1907 EX 34.A1907 EX 27.A1907 EX 32.A1907 EX 22.A1907 EX 30.A1907 19.A1907 29.A1907 32.A1907 28.A1907 24.A1907 8900 Grant Funded Hosing Qlty Assur 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 I NEX 20.A1907 8921 Grant Funded Administrative Aide II EX 22.A1907 8923 Grant Funded Administrative Asst. I EX 25.A1907 8924 Grant Funded Vista Program Asst. EX 24.A1907 8925 Grant Funded Program Specialist 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 EX 27.A1907 8931 Grant Funded Contracts Manager EX 34.A1907 8932 Grant Funded Special Projects Asst EX 25.A1907 8933 Grant Funded Special Projects Coord EX 29.A1907 8939 Grant Funded Loan Specialist EX 24.A1907 8945 Grant Funded Loan Review Specialist EX 26.A1907 8950 Grant Funded Fiscal Assistant EX 22.A1907 8951 GF Budget and Financial Support Advisor EX 27.A1907 8959 Grant Funded Clerk I NEX 08.A1907 8960 Grant Funded Clerk III NEX 16.A1907 8972 GF Workforce Program Supervisor EX 22.A1907 8973 GF Workforce Career Advisor EX 15.A1907 8974 GF Workforce Lead Career Advisor EX 20.A1907 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. hviAAti z (/- ( 9 ( 10 fl 17: 131. \itio \\13 / I y tLL[ Li 12 3 ) 2 2, 11. 14/9 ) 191 ,r114.. 7 •{, 2 2. I I C1TY OF MAML FLORIDA, 1NTER-OFFICE MEMORANDUM Alan Dodd Director Department of Public Works Joe Napoli Deputy City Manager City Manager's Office September 4. 2018 Public Works Supervisor Effective upon ratification of the October 1. 201? — 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 Dkison TO Mario Nunez Director Department of Solid Waste Joe Napoli Deputy City Manager City Manager's Office CTTY FLORNJ;',. INTER -OFFICE :MEMORANDUM September 4, 2018 Chief Sanitation inspector 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, AFSCVIE Local 1907 Depanment 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 day of August, 2018. Volr the City of Miami For AFSCME Local 907 IT Schedule 1/7/2018 1yr 1yr 1yr1yr 1yr 1yr 1yr 2yr 2yr 2yr 2yr 2yrz 2yr 2yr 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 7.1.9970 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 13.0968 24.7517 6 4643 2.>. 5 , G.7 ;7 � 73 ,,.(1744 „1 ?9./!; " 30 9570 � 4 ° , 2 996 74.1746 5.8308 37.6277 79.5034 41.4786 43.5525 45.7302 t r./1/.1 '��.�_ q o.(il-I at` �'�r �� ',(?_ )__. ii 1 ,f f6 �. I_Ll.E ?`�.£ _ t7h L,>. ? 3 1.503�! 41.4786 43.5525 15J302 48.01.67 I!", G.73, , '£3.01:4 . .1, 5 32r„ i1/8 5.8:398 7.6.28 J9.5084 .1786 43.5525 45 /302 48.01.67 50.41.75 .'6.r`'r'S 78.0%1/ 23 l/:?`I 70.9 .L0 2, i9'6 !i,i.f'.6 . 5. x 8' 77 67 3 39.5081 ;;.(.4/86 3.5525 n5.7302 48.0167 50.4175 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 35.3308 37.6223 39.5034 41.4786 43.5525 45.7302 48.0167 50.4175 52.9384 55.5853 58.3646 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 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 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 3 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 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 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 6 „' 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 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 �S 1 yr 2. � 1 yr ��` 1 yr ` 4. 1 yr i 5 1 yr 6 1 yr 7 1 yr 8 .. 2 yr ,:,.. 9. .., 2 yr , ; 10 2 yr ' 11 ,,..: 2 yr 12 . '< 2 yr ":13 ,.,, 14 =x 15 a 2 yr 2 yr 2 yr 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 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 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 z�r 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 24.7367 25.9736 27.2723 28.6359 30.0677 31.5710 33.1496 34.8071 36.5474 383747 40.2935 42.3082 44.4236 46.6448 48.9770 e e 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 .. ' 27.2723 28.6359 30.0677 ° 31.5710 '' 33.1496 34.8071 36.5474 `'r38.3747 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 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 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 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 4-k 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 s` 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 t 40.2935 42.3082 s44,4236 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 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 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 1 1yr 2 1yr 1yr 1yr 1yr 1yr lyr 2yr 2yr 10 2yr 11 2yr 12 2yr 13 2yr 14 2yr 15 2yr 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 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 - 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 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 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 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 _ r 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 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 g _6� 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 = 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 = 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 45.3121 47.5777 49.9565 i 52.4544 55.0771 57.8309 60.7225 63.7587 66.9465 70,2939 73.8086 77.4990 81.3740 85.4426 89.7148 ' , _ 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 t 1yr 1yr J 2yr 2yr TE 2yr 2yr 2yr lyr lyr lyres 1yr 2yr 2yr 2yr 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 01.INS 30.7019 32.2370 33.8489 35.5414 37.3184 39.1844 41.1437 43.2009 45.3609 47.6290 50.0104 52.5109 55.1365 57.8933 60.788 03.INS 33.7722 35.4607 37.2338 39.0955 41.0502 43.1027 45.2579 47.5208 49.8968 52.3917 55.0113 57.7619 60.6500 63.6825 66.8666 05.INS 37.1493 39.0068 40.9571 43.0050 45.1552 47.4130 49.7836 52.2728 54.8864 57.6308 60.5123 63.5379 66.7149 70.0506 73.5531 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% 01JNS 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 05.1N5 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' 1 1yr 2 1yr 3 1yr 4 1yr 5 1yr 6 lyr 7'- lyr 8 2yr 9. 2yr 10 2yr 11 2yr 1 2yr 13 2yr .14 2yr 15.a. 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 9422 33,5393 35.2164 36.9772 38.8261 40.7675 42.8059 44.9462 47.1935 49.5532 52.0308 r 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 1yr 3 :.�:..`4::. 1yr 1yr 5 a;, 1yr 6,..... 1yr 7:, 1yr 8 2yr :' 9 9 _ 2yr 10; 2yr 11 ....�.:, 2yr 1 .<.; �;13�°" ,,14 : ;: 15 AF5CM6 , 2yr 2yr 2yr 2yr 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 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 124252 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 212513 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 346161 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 381643 40.0725 42.0761 44.1799 46.3889 48.7084 51.1438 53.7010 56.3860 - 59.2053 62.1656 65,2739 685375 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 621656 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 1yr 2 lyr 3 1yr 4 1yr 5 1yr 6 1yr ? . ; lyr 8 2yr 9 2yr 10 2yr 13. 2yr 12 2yr 13 =: , 2yr �. 14 2yr .i 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 11A955 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 36.41907 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 Oci 2019 lyr lyr lyr lyr lyr 2yr 2yr 2yr 2yr 2yr AFSCME 1yr lyr 2yr 2yr 2yr 5.00% 5.00% 5.00% 5.00% 5.00% 11.7254 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 04.A1907 9.1.871 9,6464 10.1288 10.6351 11.1670 12.3117 12.9272 13.5735 14.2523 14.9648 15.7131 16.4988 17.3237 18.1899 05.41907 9.6464 10.1288 1.0.6351 1.1.1670 11.7254 12.3117 1.2.9272 13.5735 13.5735 14.2523 14.9648 14.9648 15.71.31 16.4988 17.3237 18.1899 19.0994 06.A1907 10.1288 10.6351 11.1670 11.7254 12.31.1.7 12.9272 14.2523 15.7131 16.4988 17.3237 18.1899 19.0994 20.0542 07.A1907 10.6351 1.1.1670 11.7254 12.3117 1.2.9272 13.5735 14.2523 14.9648 15.7131 16.4988 17.3237 18.1899 19.0994 20.0542 21.0570 08.41907 (1,.1.907 O, 1 F,105/ i2 ,,,1 9 13.A1907 11.1670 1I.72.1 11 1?'127' 1;;.- 7,:, 14.2523 11.7254 '.1117 :^ 1 57','- 1.2' )') 14.9648 17.3117 1.2.92/2 :o' ' `,.96''; 15.7131 12.927? i-' i:i 1 ,, .1..96/1 _i', 71a1� 16.4988 3.5735 - �:; a ,�_,. ;5 'Oil '1 I1 .'7938}, 17.3237 14.2523 i4 96!-, 1,.�7�i n,4't, ri7.3237 18.1899 14.9642 ...._ 71'.-___ 1' . -' t21, 1;,1849 1.9.0994 15.7131 II 48k u ;7" ;� .189' t ).099ZI 20.0542 16.4988 32 _ 17 / 9 1.09';' 20.0542 21.0570 17.3237 ;9a`I 1s_.-. 0c,n, t-1 :, >nU5/!/ .0570 22.1098 18.1.899 '19.099/'1 li?54- ' I.057(a '2,1098 23.2153 19.0994 - 54 �� 0.0. D570 73.10.a 2:3.21.3 24.3761 20.0542 - 7:LOS70 1 0"8 2:.21l,3 74.3701 21.0570 22.1098 22.1098 - 23.21__ 24 3761 , 2 153 24.3761. 25.5949 25.5949 26.8747 25.5949 26.8747 28.2185 14.A1907 14.9648 15.71.31 16.4988 1.7.3237 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.A1907 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 17.A1907 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 34.2996 18.A1907 18.1899 19.0994 20.0542 21.0570 22.1098 23.2153 24.3761 25.5949 26.8747 28.2185 29.6294 31.1109 32.6663 34.2996 36.0146 19.A1907 19.0994 20.0542 21.0570 22.1098 23.2153 24.3761 25.5949 26.8747 28.2185 29.6294 31.1109 32.6663 34.2996 36.0146 37.8154 20.A1907 20.0542 21.0570 22.1098 23.2153 24.3761 25.5949 26.8747 28.2185 29.6294 31.1109 32.6663 34.2996 36.0146 37.8154 39.7062 21.A1907 21.0570 22.1098 23.2153 24.3761 25.5949 26.8747 28.2185 29.6294 31.1109 32.6663 34.2996 36.0146 37.8154 39.7062 41.6915 22.A1907 22.1098 23.2153 24.3761 25.5949 26.8747 28.2185 29.6294 31.1109 32.6663 34.2996 36.0146 37.8154 39.7062 41.6915 43.7760 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 „mo{' day of , 2012 between the City of Miami ("City") and the Miami General F?mp16yees, American Federation of State, County, and Municipal Employees, Local 1907, (jointly "the Parties") to clarify the 2011-2012 collective bargaining agreement ("CBA") as Follows: WI-IERIAS, 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 I FRT d@ Article le /4 specifically Artiel' 24.7 provides ` Ba rrrsiiriiii , Lll1ri. 5 s 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-I-Iour 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. NOW TBEQOyURD` [hepudicxague BoT�(nirguoii members With unus*J aCCUDlWatCd sick Nave hown W excess ofthe maximum carryover at the end ofthe year uhuU not be paki Or any Mused poKon of Teir actumulated Ack Maw in exems ofthe mox/murncoo)mvcr. ON BEHALF Ol" THE UNION: A-6|hooyBaUcu 2 ON BEHALF OF THE UTY: THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. AFSCME LOCAL 1907 PROPOSAL JULY 25, 2018 AGREEMENT BETWEEN CITY OF MIAMI, MIAMI, FLORIDA AND MIAMI GENERAL EMPLOYEES AMERICAN FEDERATION OF STATE, COUNTY, AND MUNICIPAL EMPLOYEES LOCAL 1907, AFL-CIO October 1, 2017 2014 -- September 30, 2020 2017 Tentatively Agreed to on For the City of Miami: For the Union cu 4834 Exhibit -SUB THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. AGREEMENT THIS AGREEMENT is entered into this of 2018 2014, between the CITY OF MIAMI, FLORIDA, a municipal corporation (hereinafter referred to as the "City") and the MIAMI GENERAL EMPLOYEES AFSCME LOCAL 1907, AFL-CIO (hereinafter referred to as the "UNION") Tentatively Agreed to on For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. PREAMBLE WHEREAS, it is the intention of the parties to this Agreement to set forth herein the entire agreement of the parties concerning matters which are within the scope of negotiation: NOW, THEREFORE, in consideration of the mutual covenants and agreements herein contained, the parties do mutually covenant and agree as follows: Tentatively Agreed to on For the City of j'4ifmi: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 1 RECOGNITION 1.1 Pursuant to and in accordance with all applicable provisions of Chapter 447, Florida Statutes, as amended, the City recognizes the UNION as the exclusive bargaining representative for all employees included in the bargaining unit. 1.2 The bargaining unit is as defined in presently filed Certification issued by the Florida Public Employees Relations Commission initially certified on June 6, 1978, Certification #408, which includes all the classifications listed in APPENDIX A of the Agreement. 1.3 The City shall promptly notify- the UNION in writing of any newly created classifications within the City in the bargaining unit. The City shall also no-ifir the Union 11--wit-iwg-a.-prWio, ----te—coticl- retirrz.man audits of any bargaining unit ..,1 4lY dam' - LeS . G/ positions. 1.4 If there is a dispute between the parties regarding the inclusion or exclusion of any classifications within the bargaining unit, the issue shall be settled in accordance with State law. Tentatively Agreed to on For the City of Miami ��, For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 2 REPRESENTATION OF THE CITY 2.1 The City shall be represented by the City Manager, the Director of Human Resources or a person or persons designated in writing to the UNION by the City Manager. The City Manager and the Director of Human Resources or designee shall have sole authority to execute an Agreement on behalf of the City subject to ratification by an official resolution of the City Commission. 2.2 It is understood that the City Representative or Representatives are the official representatives of the City for the purpose of negotiating with the UNION. Negotiations entered into with persons other than those as defined herein, regardless of their position or association with the City, shall be deemed unauthorized and shall have no weight of authority in committing or in any way obligating the City. Tentatively Agreed to on For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 3 REPRESENTATION OF THE UNION 3.1 The UNION shall be represented by the President of the UNION, or by a person designated in writing to the City Manager, the Director of Human Resources or designee by the President of the UNION. The identification of representatives shall be made each year at least fifteen (15) calendar days prior to April 1st. Said designation shall be accompanied by an affidavit executed by said President that the UNION has complied with all requirements of State law in effect at that time with respect to registration of the UNION. 3.2 The President of the UNION, or the person designated by said President, shall have full authority to conclude an agreement on behalf of the UNION subject to ratification. It is understood that the UNION representative is the official representative of the UNION for the purpose of negotiating with the City. Negotiations entered into with persons other than those as defined herein, regardless of their position or association with the UNION, shall be deemed unauthorized and shall have no weight of authority in committing or in any way obligating the UNION. It shall be the responsibility of the UNION to notify the City Manager or the Director of Human Resources in writing of any changes in the designation of the President of the UNION or of any certified representative of the UNION. 3.3 The UNION may be represented at negotiation sessions by not more than four (4) designated employee representatives. The four (4) employee Tentatively Agreed to on For the City of Miami:" ,' For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. representatives may be permitted to attend negotiation sessions on duty with no loss of pay or emoluments except that if one of the four (4) employee representatives is the UNION President on full-time release in accordance with the terms of Article 8, Attendance at Meetings/UNION Time Pool, then only three (3) employees may be released from duty with no loss of pay or emoluments. If two (2) of the four (4) employee representatives are the UNION President and the full-time release designee, then only two (2) employee may be released from duty with no loss of pay or emoluments. Tentatively Agreed to on For the City of Miami: ( Y For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 4 MANAGEMENT RIGHTS 4.1 The City has and will continue to retain, whether exercised or not, the right to operate and manage its affairs in all respects, and the powers and authority not abridged, delegated or modified by the express provisions of this Agreement or in any Memorandum of Understanding(s) (MOU) that is incorporated in this agreement and attached hereto or referred to herein, in addition to any MOU entered into during the term of this agreement. AFSCME, Local 1907 and the City retain the right to bring forth additional MOUs which were entered into by both parties and incorporate them as part of the agreement after notification of the respective party (AFSCME, Local 1907/City Manager or designee) who will confirm the authenticity of the MOUs. Otherwise, any changes of terms and conditions of employment shall not be recognized. Any future MOU that amends the collective bargaining agreement shall be subject to Florida Statute, Chapter 447, Part II. The parties agree to a sunset provision that begins at the ratification of this labor agreement wherein any MOU that is not included with the labor agreement will be considered null and void. The rights of the City, through its management officials, shall include, but shall not be limited to, the right to determine the organization of City Government; to determine the purpose of each of its constituent departments; to exercise control and discretion over the organization and efficiency of operations of the City; to set Tentatively Agreed to on c� } For the City of MiaFor the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. standards for service to be offered to the public; to direct the employees, including the right to assign work and overtime; to hire, examine, classify, promote, train, transfer, assign, and schedule employees; to suspend, demote, discharge, or take other disciplinary action against employees for proper cause; to increase, reduce, change, modify or alter the composition and size of the work force, including the right to relieve employees from duties because of lack of work or funds; to determine the location, methods, means, and personnel by which operations are to be conducted, including the right to determine whether goods or services are to be made or purchased; to establish, modify, combine or abolish positions; to change or eliminate existing methods of operation, equipment or facilities; and to establish rules, regulations and rules of conduct. 4.2 The City has the sole authority to determine the purpose and mission of the City, to prepare and submit budgets to be adopted by the City Commission. This shall not prohibit the UNION from expressing its views to the legislative body at the public budget hearing. 4.3 If the City fails to exercise any one or more of the above functions from time to time, this will not be deemed a waiver of the City's right to exercise any or all of such functions. This provision will in no way alter or diminish the rights afforded by Article 7, Prevailing Benefits. Tentatively Agreed to on `J _ 2 % For the City of Miami: '' For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 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. Tentatively Agreed to on - For For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 5 NO STRIKE 5.1 "Strike" means the concerted failure to report for duty, the concerted absence of employees from their positions, the concerted abstinence in whole or in part by any group of employees from the full and faithful performance of their duties of employment with the City, participation in a deliberate and concerted course of conduct which adversely affects the services of the City, picketing or demonstrating in furtherance of a work stoppage, either during the term of or after the expiration of a collective bargaining agreement. 5.2 Neither the UNION nor any of its officers, agents, and members, nor any UNION members, covered by this Agreement, will instigate, promote, sponsor, engage in, or condone any strike, sympathy strike, slowdown, sick-out, concerted stoppage of work, picketing in furtherance of any of those acts or any other interruption of the operations of the City. 5.3 Each bargaining unit member who holds a position with the UNION occupies a position of special trust and responsibility in maintaining and bringing about compliance with this Article and the strike prohibition in F.S. 447.505 and the Constitution of the State of Florida, Article I, Section 6. Accordingly, the UNION, its officers, stewards and other representatives agree that it is their continuing obligation and responsibility to maintain compliance with this Article and the law, including their responsibility to abide by the provisions of this Article and the law by Tentatively Agreed to on "`'j' For the City of Miami: '' For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. remaining at work during any interruption which may be initiated by others; and their responsibility, in event of breach of this Article or the law by other employees and upon the request of the City, to encourage and direct bargaining unit member violating this Article or the law to return to work, and to disavow the strike publicly. 5.4 Any or all employees who violate any provision of the law prohibiting strikes or of this Article may be dismissed or otherwise disciplined by the City, and any such action by the City shall be appealable to the Civil Service Board. Tentatively Agreed to on t- For the City of Miami: 7/ For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 6 DISCRIMINATION 6.1 The City and the UNION agree that the provisions of this Agreement shall be applied equally to all employees in the bargaining unit without discrimination as to age, sex, marital status, race, color, creed, national origin, religion, disability, sexual orientation, or political affiliation. 6.2 The City agrees not to interfere with the right of the employees to join or not join the UNION, and there shall be no discrimination, interference, restraint or coercion by the City or the UNION because of UNION membership or nonunion 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 provisions ofArticle14 - Grievance Procedure, but shall be subject to the method of review prescribed by law or rules and regulations having the force and effect of law. 6.5 The UNION shall not be required to process the grievance of a non- union member. Tentatively Agreed to on For the City of Miami: (/ For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 7 PREVAILING BENEFITS 7.1 Job benefits heretofore authorized by the City Manager continuously enjoyed by all employees covered by this Agreement, and not specifically provided for or abridged by this Agreement, shall continue upon the conditions by which they had been previously granted. 7.2 Provided, however, nothing in this Agreement shall obligate the City to continue practices or methods which are unsafe, obsolete, inefficient or uneconomical. Disputes over the application of this Section may be subject to the Grievance Procedure. 7.3 If the City desires to change such job benefits, the matter shall be negotiated between the City and the UNION in accordance with Chapter 447, Part II, Florida Statutes. Tentatively Agreed to on `y 2 For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 8 ATTENDANCE AT MEETINGS/UNION TIME POOL 8.1 The President of the UNION or a designated representative shall be allowed to attend regular meetings and special meetings of the City Commission, State or National UNION Conventions, the Civil Service Board, the Equal Employment Opportunity Advisory Board and the Pension Plan Board. Time off for the UNION President or any other bargaining unit employees to attend these or other similarly approved meetings will be in accordance with Section 2 of this Article. 8.2 A UNION time pool is hereby authorized subject to the following: A. The City agrees to establish an annual time pool bank of 5,580 '12- a hours to be used in accordance with the provisions of this Article. All unused hours will be carried over to the following calendar year. B. For each bargaining unit member, except the UNION President, or a designee, when on full-time release, who is authorized to use time from the UNION time pool, the President shall fill out the appropriate form as provided for by the City. This form shall be signed by the UNION President and forwarded to the Department Director a minimum of seven (7) calendar days prior to the time the employee UNION representative desires such leave. A copy shall also be Tentatively Agreed to on Z `✓ For the City of Miami: (V/'.1 1 For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. forwarded to the Director of Human Resources or designee. It is understood on rare occasions the seven (7) day time limit may not be met. The President shall forward a detailed explanation to the Director of Human Resources or designee as to why the seven (7) day rule was not met. C. Bargaining unit members shall be released from duty only if the needs of the service permit, but such release shall not be unreasonably denied. If because of the needs of the service a bargaining unit member cannot be released at the time desired, the UNION may request an alternate bargaining unit member be released from duty during the desired time. D. In reporting a bargaining unit member's absence as a result of utilizing the UNION Time Pool, the daily attendance record shall reflect: "Bargaining Unit Member Doe on AL" (Authorized Leave) Any injury received or any accident incurred by a bargaining unit member whose time is being paid for by the UNION time pool, or while engaged in activities paid for by the UNION time pool, except the UNION President and the designee when on full-time release shall not be considered a line -of -duty injury, nor shall such injury or accident be considered to have been Tentatively Agreed to on -_ 2 For the City of Miami:For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 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 will be made to the City by the UNION, its officers, agents or members. 3. The Time Pool will be charged for all hours during which the UNION President and the two (2) designees are on off -duty up to a forty (40) hour work week, except that absence due to vacation leave, sick leave, holidays, or Tentatively Agreed to on W For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. compensatory leave will be charged to the President's employee leave accounts. G. On no more than one occasion per month, the UNION Executive Board members may meet during their scheduled work shift for a period not to exceed four (4) hours. At no time will more than eight (8) employees be released to attend such meetings, and the Time Pool shall be charged a minimum of four (4) hours for each employee who attends such meetings. Release of employees for this purpose shall be conditioned upon compliance with other provisions of this Article. 8.3 All applicable rules, regulations and orders shall apply to any bargaining unit employees on time pool release. Violations of the above -mentioned rules, regulations and orders shall subject the bargaining unit employees on pool time to regular disciplinary processes. 8.4 The City reserves the right to rescind the provisions of this Article in the event any portion of the Article is found to be illegal. Cancelling the Article shall not preclude further negotiations of future employee time pool. 8.5 Except as provided above, bargaining unit employees who attend administrative or judicial hearings shall not be compensated by the City unless such attendance is on behalf of and at the request of the City. Tentatively Agreed to on For the City of Miami: ) For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 9 UNION STEWARDS 9.1 Employees within the bargaining unit shall be represented by Stewards in areas of the City employment in the number and manner set forth in Section 9.7. The UNION shall furnish Management a list of the Stewards' and alternate Stewards' names and their assigned areas, and shall keep the list current at all times. 9.2 When requested by an employee, a steward may only investigate any alleged or actual grievance in his/her assigned steward area as provided in Section 9.7. He/She will be allowed reasonable time therefore during working hours without loss of time or pay upon notification and approval of his/her immediate supervisor outside the bargaining unit. Such release time will be granted consistent with the needs of the service but will not unreasonably be withheld. 9.3 UNION business, other than that cited above, shall be conducted so as not to interfere with the work assignment of stewards or any other employees. 9.4 A non -employee UNION Representative may consult with employees in assembly areas before the start of each work shift or after the end thereof. 9.5 Should an employee UNION representative covered by this Agreement be released on the Attendance at Meetings/UNION Time Pool Article said employee may substitute for the steward, but in no event shall the steward and the employee UNION representative both investigate the same grievance or appear for the meeting Tentatively Agreed to on �� — 2 For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. called to resolve the grievance. Should the UNION President desire the UNION Steward, as described in Section 9.2, to attend a Step 3 grievance meeting, the steward may be released to attend said meeting with any time loss to be charged to the UNION Time Pool. 9.6 An alternate steward may be appointed for each steward as provided for and assigned in Section 9.7. The alternate steward will be utilized by management when management is unable to reach the UNION steward or the UNION steward cannot be spared for the assigned duties at the time and all provisions of this Article shall apply to alternate stewards as well as regular stewards. 9.7 Responsibility areas (location) and number of UNION Stewards: A. Recreation Personnel (1) B. Police Department Building (2) C. Miami Riverside Center (2) D. Parks Operations, and Public Works Operations (2) E. All General Service Administration Divisions, and Department of Solid Waste (2) F. Fire Garage and Stadiums (1) Tentatively Agreed to on For the City of Miami: ( 1,✓ For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 10 CONTRACT DISTRIBUTION 10.1 The City agrees to furnish copies of this contract to each department director where UNION members are employed and said department directors shall make the contract available for employee examination at the employee's request. Tentatively Agreed to on ..-, For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 11 NOTICES 11.1 The City agrees to provide to the UNION, the following: Agendas of regular and special City Commission meetings (except where exempt by applicable law), regular and special Pension Board meetings, regular and special Civil Service Board meetings and hearings, Charter Review and Reform Committee meetings, and Finance Committee meetings. 11.2 Upon request by the UNION, the City further agrees to provide the UNION with a complete copy of all current written standard operating procedures, and 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 orientations involving bargaining unit members and shall be allowed up to e e-(4- <_ : hour to speak thereat. Tentatively Agreed to on / For the City of Miami. /`; For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 12 BULLETIN BOARDS 12.1 The City shall provide bulletin board space which shall be used only for the following notices: A. Recreation and special affairs of the UNION B. UNION Meetings C. UNION Elections D. Reports on UNION Committees (including the UNION Political Action Committee) 12.2 Notices or announcements shall not contain anything political or reflecting adversely on the City or any of its officials or employees; notices or announcements which violate the provisions of this section shall not be posted. This shall not preclude endorsements for the Civil Service Board or the Pension Board. Notices or announcements posted must be dated and must bear the signature of the UNION President or designee. In the event any non -UNION material is posted on the bulletin board, it shall be promptly removed by a representative of the UNION or by a representative of the City. Tentatively Agreed to on "r _ 2 For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 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 shalladvise 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 ( cents for each addition or deletion to the check off register. Tentatively Agreed to on —{ 13' For the City of Miami: For the Union .10) THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 13.4 In the event an employee's salary earnings within any pay period, after deductions for withholding, Social Security, retirement, group health insurance, and other priority deductions, are not sufficient to cover dues and any uniform assessments, it will be the responsibility of the UNION to collect its dues and uniform assessment for that pay period directly from the employee. 13.5 Deductions for the UNION dues and/or uniform assessment shall continue until either: 1) revoked by the employee by providing the City with thirty (30) days' written notice that he/she is terminating the prior check off authorization, 2) the termination of the authorizing employee, 3) the transfer, promotion, demotion of the authorizing employee out of this bargaining unit, or 4) the revocation or suspension of dues deduction as certified by the duly authorized UNION representative. 13.6 The UNION shall indemnify and hold the City, its officers, officials, agents and employees harmless against any claim, demand, suit or liability (monetary or otherwise) and for all legal costs arising from any action taken or not taken by the City, its officials, agents and employees in complying with this Article. The UNION shall promptly refund to the City any funds received in accordance with this Article which are in excess of the amount of dues and/or uniform assessments which the City has agreed to deduct. 13.7 The City will not deduct any UNION fines, penalties or special assessments from the pay of any employee. Tentatively Agreed to on e / For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 13.8 The dues check off authorization form provided by the City shall be used by employees who wish to initiate dues deduction. Tentatively Agreed to on x For the City of Miami: ( For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 14 GRIEVANCE PROCEDURE 14.1 It is agreed to and understood by both parties that there shall be a procedure for the resolution of grievances arising from the application or interpretation of this Agreement. 14.2 A grievance is any dispute, controversy or difference between (a) the parties, (b) the City and an employee or employees on any issues with respect to, on account of, or concerning the meaning, interpretation or application of this Agreement or any terms or provisions thereof. A grievance shall refer to the specific provision or provisions of this Agreement alleged to have been violated. Any grievance not conforming to the provisions of this paragraph or that contains non -identification of specific violations of the Agreement shall be denied and not eligible to advance through the steps of the Grievance Procedure, including arbitration. 14.3 Nothing in this Article or elsewhere in this Agreement shall be construed to permit require the UNION to process a grievance (a) on behalf of any employee without his/her consent, or (b) with respect to any matter which is the subject of a grievance, appeal, administrative action before a governmental board or agency, or court proceeding, brought by an individual employee or group of employees, or by the UNION. Oral and written reprimands/warnings/deficiencies shall not be considered grievable under this Agreement or the Civil Service Board. Tentatively Agreed to on 12 '' For the City of MiamiFor the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 14.4 It is further agreed by the UNION that with respect to disciplinary actions, employees covered by this Agreement shall make an exclusive election of remedy prior to filing a Step 2 or Step 3 Grievance or initiating action for redress in any other forum. Such choice of remedy will be made in writing on the form to be supplied by the City. The Election of Remedy form will indicate whether the aggrieved party or parties wish to utilize the Grievance Procedure contained in this Agreement or process the grievance, appeal or administrative action before a governmental board; or agency or court proceeding. Such gselection of redress other than through the Grievance Procedure contained herein shall preclude the aggrieved party or parties from utilizing said Grievance Procedure for adjustment of said grievance. Aft employee as -a condition of relying upon this contractual-Nievision-ar-any-ethe-r-Artiele constitutional or common law right to sue upon any similar claim. 14.5 The number of "working clays" in presenting a grievance and receiving a reply from the different levels of supervision shall be based upon a forty (40) hour, five (5) day work week, Monday through Friday, not including City-wide holidays. Any grievance not processed in accordance with the time limits provided below, shall be considered conclusively abandoned. Any grievance not answered by Management within the time limits provided will automatically advance to the next higher step of the Grievance Procedure. Time limits can only be extended by mutual agreement of Tentatively Agreed to on =l-�� "-0 For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. the UNION and Department Director or the Director of Human Resources or designee. Such agreed to extensions shall be followed up in writing. 14.6 Where an employee covered by this Agreement elects to represent himself or be represented by someone other than the UNION, the City will respond through its management representatives consistent with the following steps and time limits. Said response will not be inconsistent with the Labor Agreement and a representative of the UNION will be given an opportunity to be present and receive a copy of the written response. 14.7 A grievance shall be processed in accordance with the following procedure: Step 1. The aggrieved employee shall discuss the grievance with his/her immediate supervisor outside the bargaining unit within five (5) ten (10) working days of the occurrence which gave rise to the grievance. A City employee UNION representative will be given a reasonable opportunity to be present at any meeting called for the resolution of such grievance. The immediate supervisor, outside the bargaining unit, shall attempt to adjust the matter and/or verbally respond to the employee within five (5) ten (10) working days. Where a grievance is general in nature in that it applies to a number of employees having the same issue to be decided, or if the grievance is directly between the UNION and the City, or when a grievance is filed due to an employee's dismissal, Tentatively Agreed to on r / For the City of Miami. / For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 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 grievance to the second step of the Grievance Procedure. With regard to disciplinary actions, T4 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. When the Election of Remedy 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 presenti-ng such written grievance to the Department Director } t` concerned within Five*&) working days from the time the supervisor has given his/her oral response to Step 1. The Department Director or designee and Management Tentatively Agreed to on - - 2 > / 2 For the City of Miami: / For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. personnel concerned shall meet with the employee and the UNION Representative and shall respond in writing to the UNION within -five — ,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 P'n (7) Resources or designee within acvcn (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 €seven.-(-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 r� UNION President within seve-rr-f-7+-working days after receipt of reply or answer be referred to arbitration. 14.8 The arbitration proceeding shall be conducted by an arbitrator selected by the employer and the UNION. The selection process of the arbitrator between the employer and the UNION will take place within twenty (20) days after notice is given. If the parties fail to select an arbitrator, the Federal Mediation and Conciliation Services, or some other mutually agreed upon service, shall be requested to provide a minimum panel of five (5) arbitrators. Both the employer and the UNION shall Tentatively Agreed to on — 2 V, For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. alternately strike a name from the panel until one remains. The party requesting arbitration shall strike the first name; the other party shall then strike one name. 14.9 The arbitration shall be conducted under the rules set forth in this Agreement and net under the rules of the American Arbitration Association. Subject to the following, the arbitrator shall have jurisdiction and authority to decide a grievance as defined in this Agreement. The arbitrator shall have no authority to change, amend, add to, subtract from or otherwise alter or supplement this Agreement or any part thereof or any amendment thereto. The arbitrator shall have no authority to consider or rule upon any matter which is stated in this Agreement not to be subject to arbitration or which is not a grievance as defined in this Agreement, or which is not specifically covered by this Agreement; nor shall this Collective Bargaining Agreement be construed by an arbitrator to supersede applicable laws in existence at the time of signing this Agreement. 14.10 The arbitrator may not issue declaratory or advisory opinions and shall confine himself/herself exclusively to the question which is presented to him, which question must be actual and existing. 14.11 The fee and expenses of the arbitrator shall be paid by the party which loses the appeal to arbitration. Each party shall fully bear its own costs regarding witnesses and representation. Should any individual bargaining unit member bring a grievance under this Article on his/her own, he/she shall be required to post a bond Tentatively Agreed to on igs For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. of an estimated one-half (1/2) of the expenses of the hearing with the arbitrator before the hearing may be scheduled. 14.12 Copies of the award of the arbitration made in accordance with the jurisdiction or authority under this Agreement shall be furnished to both parties within thirty (30) days of the hearing and shall be final and binding on both parties. 14.13 Consistent with Chapter 447.401, the UNION shall not be required to process grievances or be liable for any expenses for employees covered by this Agreement who are not members of the UNION. Where non-members or any employee covered by the Agreement elects not to be represented by the UNION, written responses shall be given to the employee and to the UNION. 14.14 A request for review of complaints under Civil Service Rule 16.2 may only be made by full-time classified service employees. Such requests under Rule 16.2 shall be denied where the request does not cite the applicable Civil Service Rule(s) which is the basis of the complaint; or, where the issue relates to a matter covered by the Collective Bargaining Agreement. This section shall be limited solely to hearings under Rule 16. Tentatively Agreed to on <=" For the City of Miami. / 1 For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 15 EMPLOYEES' BILL OF RIGHTS 15.1 When an employee has reasonable grounds to conclude that his/her participation in an investigatory interview will result in his receipt of disciplinary action, the employee may request that a UNION representative be present at the interview. The employee's representative shall confine his/her role in the interview to advising the employee of his/her rights and assisting in clarification of the facts. Upon request, the City will make a reasonable effort to contact the employee's choice of representative, but shall not be obliged to delay the interview for more than sixty (60) minutes. 15.2 Investigatory interviews shall be conducted at a reasonable hour, preferably while the employee is on duty, unless the seriousness of the investigation is of such degree that immediate action is required. If the employee is required to -be interviewed outside his assigned work schedule, he/she shall be paid overtime in accordance with Article 27. 15.3 At the commencement of the interview, the employee shall be advised of the subject matter of the investigation. 15.4 The parties agree to abide by the law with respect to the use of polygraphs. Tentatively Agreed to on For the City of Miami: / For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 16 DISCIPLINARY PROCEDURES 16.1 In cases where it becomes necessary to discharge or otherwise discipline a permanent, classified employee covered by this Agreement, a representative of management shall give notice of said discipline to the employee. Such notice of discipline shall be confirmed in writing to the employee and the UNION no later than five (5) working days following the day of discharge or imposition of discipline, excluding Saturdays, Sundays, holidays and the day of occurrence. 16.2 Employees who have not attained permanent status in the classified service, or who are entrance probationary employees, may not grieve disciplinary action under the provisions of this Agreement. 16.3 If an appeal of any discharge or other disciplinary action, excluding oral or written reprimands, is filed with the Civil Service Board in accordance with the Board Rules and Regulations, such appeal shall be an automatic election of remedy and shall waive any right on the part of the employee or the UNION to file or process a grievance under the terms of this Agreement protesting such discharge or other disciplinary action. Should an employee elect to grieve discharge or other disciplinary action, excluding an oral or written reprimand, such grievance shall be made only in accordance with the terms of the Grievance Procedure Article as contained in this Agreement. Tentatively Agreed to on For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. this 16.4 Th-eisa-wess-of-a-waPPea-14-0-the-G-Pc4-Senwe-goalfor a b be a waiver of all other forums of review and due proccss to which thc employee maybd os()c 1 CC rCi S a (c-wri") (03 (-.)'Y' r'f) otherwise bc entitled. Cayq 1 a r.1--w-i4tten rep-rim-ands/w.arititi-Tieteficit—rreies- shall be L4 (0-44-',--• 'T V 016 re,-moved-frerm-a-n-emplove-e-s'eta-nal-file and shall not be used against the employee --I ( after a period of t" o years. 16.5 Entrance probationary employees who were appointed to a position but who did not complete the required probationary period may be discharged or demoted any time prior to the expiration of the probationary period. The employee shall not be accorded a hearing before the Civil Service Board or access to the grievance procedure contained herein. A probationary employee who is in probationary status due to a promotion shall be returned to a former classification in which the employee held permanent status. If an employee who is in probationary status due to a promotion is rolled back, he or she may appeal the decision to the Director of Human Resources. Such appeal shall be made within five (5) days' notice of the roll back, in writing, and the decision of the Director will be final. Tentatively Agreed to on For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 17 LOSS OF EMPLOYMENT 17.1 Employees shall lose their seniority and their employment shall be terminated for the following reasons: 1 Discharge if not reversed. 2. Resignation. An employee who voluntarily submits a resignation either orally or in writing shall have the right to withdraw said resignation for up to twenty-four (24) hours from submission. If submission occurs on a day preceding a weekend or holiday or the employee's regular day off, the employee shall have to the close of the employee's next regular working day to withdraw said resignation. 3. Abandonment of position. An employee absent for a period of three (3) workdays without notification of valid reason to the City and who has no legitimate reason for not notifying the City of his/her absence, may be considered as having resigned. Said resignation shall only be reviewed, if applicable, by the City Manager or the Director of Human Resources or designee. 4. Unexcused failure to return to work when recalled from layoff, as set forth in the recall procedure. Tentatively Agreed to on For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 5. Unexcused failure to return to work after expiration of a formal leave of absence. An employee who fails to return from a formal leave of absence will be considered as having resigned. Said resignation shall only be reviewed, if applicable, by the City Manager or the Director of Human Resources or designee. 6. Retirement. 7. Layoff for a continuous period of eighteen (18) months. 17.2 For purposes of Rule 14, any loss of employment due to a department restructuring, department reorganizing, downsizing or abolishment of a position shall be treated the same as a "layoff'. Permanent employees subject to layoff shall be demoted or transferred to those classes in which the employee held previous status, consistent with Civil Service Rules and Regulations notwithstanding Article 24, Section 24.1, Wages. If the employee has ten (10) years of full-time consecutive classified service with the City and has never held permanent status in another position, the employee may be demoted or transferred by management in accordance with his/her seniority to another position in the bargaining unit that is as close to the employee's present class and wage level as possible and which he/she is able to perform and qualified to fill. The employee must make a written request for such demotion or transfer within three (3) working days after notification of layoff. c Tentatively Agreed to on r For the City of Miami: J ., For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. Such request shall be made to the Director of Human Resources or designee. Management shall have the right to determine such person's ability and qualifications to fill a position without recourse through the grievance procedure or any other appeals procedure with exception of the following. Should the individual transferred or demoted feel that the position determined by Management is not the one closest to their previous salary level for which they are qualified, the employee may appeal within three (3) working days of notice of the new assignment only to a two (2) person committee made up of the Director of Human Resources or designee and the UNION President shall convene a meeting with the Federal Mediation and Conciliation Service Commissioner who shall review the placement and render an advisory decision to the parties. Employees transferred or demoted under this Section shall replace the least senior employee in the position which he/she occupies. If the employee's regular position subsequently becomes available, consistent with Civil Service Rules and Regulations, he/she shall be promoted and transferred back to his regular position. It is understood by the UNION and the City that nothing in Section 17.2 guarantees the employee a job nor is the City obligated to create a job, but the City will make a good faith effort to place the individual demoted or laid off consistent with the language of Section 17.2. Tentatively Agreed to on For the City of Miami: i(` / For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 18 EMPLOYEE EVALUATION 18.1 Permanent full-time classified employees covered by this Agreement will be evaluated utilizing the appropriate evaluation forms as approved by the Human Resources Department. The evaluation will be provided on the employee's anniversary date. 18.2 Prior to distribution of an evaluation, the Department Director shall review the supervisor's ratings to check for consistency and that the criteria in the evaluation system has been met. Employees evaluated will be given a copy of the evaluation rating. Should an evaluation be downgraded after the employee's initial evaluation by his/her immediate supervisor, the employee will be given a copy of the downgraded evaluation rating. Only a copy of an unsatisfactory rating will be forwarded to the UNION President. Any employee rated below satisfactory by Management will be given an opportunity to improve to a satisfactory level. Failure to improve will result in disciplinary action up to and including termination. This section shall not apply to permanent full-time classified employees serving in a probationary promotional appointment. 18.3 Permanent full-time classified employees serving in a probationary promotional appointment must successfully complete the probationary period within the time frame provided (6 to 12 months), unless the Department Director recommends an extension of said time frame. Any person hired or promoted into an i Tentatively Agreed to on 'ti 2 l For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. Emergency Dispatcher position in the Police Department or the Fire -Rescue Department shall serve an eighteen (18) month probationary period. Extensions of probationary periods shall be approved by the Director of Human Resources or designee. 18.4 Unsatisfactory rating of permanent full-time classified employees not serving in a promotional appointment shall cause the employee to appear before the Civil Service Board to show cause why he/she should not be removed, suspended, or reduced in grade. Should an employee covered by this section feel the unsatisfactory rating was incorrect, he may grieve the rating consistent with the Grievance Procedure. However, any grievance concerning the employee's unsatisfactory evaluation will be consolidated with any discipline appeal should the employee be removed, suspended or reduced in grade because of the unsatisfactory evaluation. Tentatively Agreed to on For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 19 ANNIVERSARY INCREASE 19.1 Salary increases recognizing satisfactory service within established pay ranges are provided for in the City's salary schedule. On written approval from the Department Director, employees shall receive a one-step increase in salary, not to exceed the maximum step rate. Those employees receiving approved anniversary increases when submitted during the first seven (7) days of the payroll period, shall receive the higher rate of pay for the full pay period. Those employees receiving approved increases from the eighth (8th) to the fourteenth (14th) day of the payroll period shall receive their anniversary increase effective the start of the following pay period. All anniversary increases shall be subject to review for accuracy by the Department of Human Resources. 19.2 Leaves of absence without pay or suspension of any duration shall delay anniversary increases by the same number of workdays. 19.3 Anniversary increases are not automatic. Anniversary increases shall be awarded only on the basis of continued satisfactory service by the employee and on the positive approval of the Department Director. A Department Director may withhold anniversary increases due to excessive absenteeism resulting from tardiness, sick leave usage and/or until such time as, in the Department Director's judgment, the employee's service within the classification meets the standards of Tentatively Agreed to on <= For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. satisfactory performance for the position. Employees whose anniversary increases are delayed or denied shall be notified of the reasons for the action being taken. Employees whose anniversary increases are delayed or denied due solely to tardiness or sick leave usage may request a review of the denial by the Director of Human Resources or designee, whose decision shall be final and binding. 19.4 Effective October 1, 2017, for purposes of receiving merit increases and adjustments, the anniversary date of "Affected Employees" (as that term is defined in the Settled Agreement for Case No. 17-001234-CA-01) shall revert back to the cu 4 ers' Affected Employee's date of hire into his/her'classification. rac: Tentatively Agreed to on i For the City of Miami: For the Union S.-- THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 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 (5125.00) dollars per hour or provide legal counsel where: a) the bargaining unit employee is found not to be liable or guilty, and b) when the plaintiff requests dismissal of the suit. 20.2 The City will neither provide legal representation nor pay any claim or judgment entered against any bargaining unit employee if the claim or judgment arises from any of the following: 1 Any unauthorized and/or criminal act; 2. Any intentional tort; 3. Gross negligence or misconduct; or 4. While under the influence of alcohol, drugs or illegal substances. Tentatively Agreed to on c,- c:; For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 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. Whertassignia a s-. S is itij�- I} th® classifloati4 fro 33 h 1 21.2 In the event an employee is assigned work of a higher classification as provided for in Section 21.1 of this Article, the employee will be granted a one-step increase or the rate for the first step of the higher classification, whichever is greater, for all time worked out of classification in excess of thirty (30) consecutive calendar days. If the employee is assigned working out of classification in a job basis position, the employee will be granted compensation as provided for in this section, however, the employee is not entitled to overtime. Employees performing work lower than their current classification are not entitled to working out of classification pay. 21.3 Method of Qualifying Incumbents of Classified Positions Allocated to New or Higher Levels - Whenever an occupied position has been allocated to a new or higher classification, the incumbent thereof shall be qualified for the new classification in one of the following manners: Tentatively Agreed to on For the City of Miami: `° For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. (a) If the incumbent has been performing satisfactorily at the new or higher level for a period of four years or more and has held permanent status in the previous classification, he/she shall receive the new or higher classification with permanent status, without further examination; or (b) If the incumbent has been performing satisfactorily at the new or higher level for a period of two years or more and less than four years, and has held permanent status in the previous classification, he/she shall be given a qualifying examination, the scope of which shall be at the same level of difficulty as normally given for the same or like classification, and if successful therein, he/she shall receive the new or higher classification with permanent status. (c) In the event the incumbent does not qualify under (a) or (b) above, he/she shall be returned to his/her previous classification (i.e., the position held prior to working out of class), and the position filled from the appropriate eligible register. 21.4 During any on -job training program designed to upgrade employees' skills, those employees in such training shall not be eligible for additional compensation as provided in Section 21.2 of this Article. 21.5 In order to initiate an acting assignment, the employee's immediate supervisor shall, upon assigning an employee to an acting assignment, immediately complete the necessary notification form as provided by the City. Upon notification Tentatively Agreed to on For the City of Miami: J For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. of an employee placed on acting assignment, the Human Resources Department shall conduct an evaluation to determine the eligibility of the employee assigned to the acting assignment in accordance with this article. Tentatively Agreed to on For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 22 REST/LUNCH PERIODS 22.1 All employees' work schedules shall provide for a fifteen minute rest period during each four (4) hour work period. 22.2 Employees who do not take a rest period due to work conditions or by personal choice may not lengthen lunch periods, cover an employee's late arrival or early departure, nor may it be regarded as cumulative if it is not taken. 22.3 Employee lunch periods are not compensated by the City and therefore may not cover an employee's rest period, late arrival or early departure. Tentatively Agreed to on For the City of Miami: , ' For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 23 LINE OF DUTY INJURIES 23.1 Workers' Compensation Medical and Indemnity Benefits. To the extent required by, and subject to the limitations specified in, Chapter 440, Florida Statutes, the City will provide workers' compensation indemnity benefits to any bargaining unit member who sustains a compensable line of duty injury or illness as provided by the Workers' Compensation Law of the State of Florida. 23.2 Supplemental Salary 23.2(a) Any bargaining unit member who is disabled as a result of an accident, injury or illness covered by Chapter 440, Florida Statutes, will be granted supplementary salary, subject to the terms and conditions set forth below. Supplemental salary will be paid in the form of a continuation of the bargaining unit member's regular paycheck as provided by Resolution No. 39802. This check will include those indemnity payments provided for under the Workers' Compensation Law. 23.2(b) - Full-time Civil Service employees who have permanent status with the City as of September 30, 1981 shall receive supplementary pay which, when added to the workers' compensation benefits shall not exceed 100% of the employee's weekly pay prior to the line of duty injury, accident, or occupational disease for the period of entitlement to full supplementary pay. Tentatively Agreed to on For the City of Miami: `(/ For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. All other employees and Civil Service employees hired subsequent to September 30, 1981, shall be eligible for supplementary pay and workers' compensation pay to the extent that the total of such benefits shall not exceed eighty (80) percent of the employee's weekly pay prior to the line of duty injury, accident, or occupational disease. This benefit shall take effect only after the employee has been disabled for a period in excess of seven (7) calendar days. 23.2(c) Unless extended as provided below, supplementary salary will be granted for a period not to exceed 150 consecutive days from the date of covered accident, injury or illness. Such supplementary salary may be extended up to an additional 60 consecutive days upon approval of the City Manager or his designee. The 150 days begin when the bargaining unit member is actually placed on "D". If the bargaining unit member is removed from "D," the non "D" time will not apply to the 150 days period. 23.2(d) If an employee remains temporarily disabled beyond the period of time in which he is entitled to collect supplementary pay benefits, he/she shall be entitled to 2/3 "D" pay for the additional period of his/her temporary disability pursuant to current practices. 23.2(e) If an employee becomes permanently and totally incapacitated from the further performance of the duties of his/her classified position he/she shall petition the retirement board for retirement. Tentatively Agreed to on For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. The 2/3 "D" pay as described above shall be carried by the department until the retirement is granted or denied. 23.2(f) 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 contribution', medical, life and other insurance contributions, and all other non -mandatory and voluntary deductions will be made by the City on the ' The amount of the pension contribution shall be based on "earnable compensation" as defined by Miami Code Section 40-191. Tentatively Agreed to on -S. For the City of Miami. For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 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 -mandatory deductions, including pension, medical, life and other insurance contributions and all other non -mandatory and voluntary deductions will not be made and the bargaining unit member will be responsible for making all payments directly to those providers and creditors who would have otherwise been paid through the City's payroll deduction process. Tentatively Agreed to on ' For the City of Miami: _' "IO For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. For any reason, should any calculations or deductions made based on the above protocols result in the employee owing money to the City, Risk Management will audit the employee's payroll process immediately upon the discovery of monies owed to determine why such arrearages occurred. The findings will be immediately brought to the attention of the employee and a resolution will be proffered and arrangements will be made to rectify monies owed. No supplementary pay will be paid to any bargaining unit employee whom is injured or becomes ill while performing an act intended to injure or hurt one's self or another. 23.4 Any condition or impairment of health suffered by employees in the classification of Identification Technician and Property Specialist caused by Acquired Immunity Deficiency Syndrome (AIDS), Hepatitis, Pulmonary Tuberculosis, or Meningococcal Meningitis shall be presumed to have been accidental and to have been suffered in the line of duty unless the contrary be shown by satisfactory evidence. Employees either currently in the classification or promoted or hired into the classification of Identification Technician and Property Specialist who refuses to take a medical examination and all of its components relating to the presumptions within this article, shall not be entitled to the presumption outlined in this section and Florida Statutes 112.18. The presumption in favor of employees referred to in this section shall not apply to any other contagious diseases which may be contracted by employees. Tentatively Agreed to on For the City of Miami: y° ^" For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. Furthermore, the presumption shall only be applicable to worker's compensation and disability pension benefit determinations. Nothing in this section shall be construed as a waiver of the City's rights under applicable state law. 23.5 Nothing in this Article shall be construed as a waiver of the City's rights under applicable State law. 23.6 Employees may utilize available leave balances in combination with medical hold provided that they report their intention to use their leave in accordance with the standard reporting protocols in their respective departments. Tentatively Agreed to on t For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 24 WAGES 24.1 Effective October 1, 2017, employees shall receive a 3% across the board wacse increase. Effective October 1, 2018, ern lovees shall receive a 2% across the board wa e increase. Effective October 1 2019 em lovees 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 wags 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, 2015, 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. • • • • t› • " • • thc maximum of the stcp se • Tentatively Agreed to an For the City ofMiami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. For fiscal 3-cars 2015-2 e-pk) that are not at their maximum step will receive a ono (1) otcp cr 1 of the fiscal year. There shall term ef this Agrccmont, Theroafte*,, effective September 30, 0017, bargaining 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 ee±itee process. and is Building, Mechanical, Plumbing, Roofing, Elcv employee where clakificatjon is rctiticd to Building, Mechanical, Plumbing, Ro fi 0 3 31•C W classification, and for Euikling, Mechanical, Plumbing, R Insfie Tentatively Agreed to on c"?- For the City of Miami: For the Union c effective date shall be THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. es in fie b> e c five percent (5%) increases are in lieu bs ... tS) br -11-411—the 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 eases, the temporary employee shall be displaced. —OeLee3—, bBargainirzg unit employees hired on or after October 1, 1998 may be laid off in accordance with Civil Service Rules and Regulations and/or applicable City policies. Tentatively Agreed to on For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 24.2 All changes in salary for reasons of promotion, demotion, or working out of class, shall be effective the first day of the payroll period following the effective date of the change. Employees hired into a classified Civil Service position shall have their date of hire changed to reflect their commencement as a classified Civil Service position and shall satisfactorily serve a probationary period of one (1) year commencing with the date of entry into a permanently budgeted classification and prior to gaining permanent status in the classified service. 24.3 A night shift differential of $.60 per hour will be paid to bargaining unit employees who work a regular established shift between the hours of 6:00 p.m. and 8:00 a.m. However, more than one-half of the hours of the regular established shift Must be within the hours of 6:00 p.m. and 8:00 a.m. Night shift differential will only be paid for hours actually worked during the night shift differential period and will not be paid for any overtime hours. Night shift differential shall not be used in calculating average earnings for pension purposes. 24.4 Bargaining unit members shall becorae eligible for a five percent (5%) one (1) step increase upon a satisfactory evaluation in accordance with 19.1 according to the table below: Step 2 Step 3 Step 4 Tentatively Agreed to on 5% after one (1) year at Step 1 5% after one (1) year at Step 2 5% after one (1) year at Step 3 For the City ofMiami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12 Step 13 Step 14 Step 15 Step-ier- 5% after one (1) year at Step 4 5% after one (1) year at Step 5 5% after one (1) year at Step 6 5% after one (1) year at Step 7 5% after two (2) years at Step 8 5% after two (2) years at Step 9 5% after two (2) years at Step 10 5% after two (2) years at Step 11 5% after two (2) years at Step 12 5% after two (2) years at Step 13 5% after two (2) years at Step 14 5V t-Step-15 24. 5 Bargaining unit employees shall satisfactorily serve a probationary period of one year prior to gaining permanent status in the classed service. Any bargaining unit employee, upon normal retirement from City service, or separating under honorable conditions, who has served for a period of twenty-five (25) years or more, shall be granted, at the time of his normal retirement or honorable separation one hundred seventy-three and three tenths (173.3) hours of pay. Tentatively Agreed to on For the City ofMiami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 25 PAY SUPPLEMENTS 25.1 Employees shall receive no additional pay supplements except as are specifically provided by this Agreement. Any pay supplements/tool allowance provided by this Agreement shall not be used in calculating average earnings for pension purposes or included in a bargaining unit member's base rate of pay for purposes of payoff of sick leave or vacation upon separation or retirement from the City. 25.2 Only those employees holding permanent status within the occupation of Heavy Equipment Mechanic within the City, and Heavy Equipment Mechanic Supervisor in GSA. shall receive a seven and one-half percent (7%%) pay supplement added to their base rate of pay should they be continually assigned to on -call rotation. Said pay supplement shall be deemed to fully satisfy any on -call pay obligation which might be construed to exist under the Fair Labor Standards Act. 25.3 Those employees within the occupation of Emergency Dispatcher who are actively assigned the duty of training new Emergency Dispatchers shall be entitled to receive a five percent (5%) per pay period pay supplement for the actual full pay period they are assigned in a training capacity by their supervisor. Should the City feel the need to have an audit performed for the purpose of determining whether a separate training occupation is desirable, the City Tentatively Agreed to on For the City ofMiami For the Union TE — THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. may discontinue this plus item and assign said duties to the person or persons holding said Communications Operator Trainer classification. 25.4 All Police Emergency Dispatchers, Emergency Dispatcher Supervisor, Police and Emergency Dispatch Assistants assigned to Police Communications shall receive a five percent (5%) pay supplement if the employee holds and maintains the Quality Assurance Proficiency (QAP) rating in accordance with Police Standards after a period of three (3) months. 25.5 All Fire Emergency Dispatchers, Emergency Dispatcher Supervisor, Medical/Fire and the Communications Center Supervisor, Medical/Fire assigned to Fire Communications shall receive a five percent (5%) pay supplement if the employee holds the National Academy of Emergency Medical Dispatcher (NAEMD) certification in accordance with the Fire Department standards. 25.6 All employees specified above shall receive the QAP or NAEMD pay upon ratification of the contract as set out above. Should any employee specified above fail to maintain his/her QAP rating or the NAEMD certification, the supplementary pay shall cease. Upon re -qualifying for the QAP rating and thereafter maintaining the QAP rating for a period of three (3) months, the employee shall again receive the QAP pay. Upon re -qualifying and thereafter maintaining the NAEMD certification, the employee shall again receive the NAEMD pay. In no instance shall Tentatively Agreed to on For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. any individual receive both QAP and NAEMD pay supplements as specified herein at the same time. 25.7 Fire Garage Mechanics and Supervisors who obtain Emergency Vehicle Technicians certificates, shall receive a one percent (1%) pay supplement for every two (2) licenses that mechanics and supervisors obtain and maintain, up to a maximum of five percent (5%) for holding a minimum of ten (10) approved licenses. All Department of General Services Administration fleet employees and supervisors who obtain Automotive Service Excellence (ASE) certification, shall receive a one percent (1%) pay supplement for every two (2) licenses obtained and maintained, up to a maximum of five percent (5%) for holding a minimum of ten (10) of the following licenses: Automobile Series Al: Engine Repair A2: Automotive Transmission Transaxle A3: Manual Drive Train and Axles A4: Suspension and Steering A5: Brakes A6: Electrical/Electronic Systems A7: Heating and Air Conditioning A8: Engine Performance Medium/Heavy Truck Series Tl: Gasoline Engines T2: Diesel Engines T3: Drive Train Tentatively Agreed to on For the City of Miami For the Union T4: Brakes T5: Suspension and Steering T6: Electrical/Electronic Systems T7: Heating, Ventilation & A/C T8: Preventive Maintenance Inspection Truck Equipment Installation and Repair Series El: Truck Equipment Installation and Repair Specialist E2: Electrical/Electronic Systems Installation and Repair E3: Auxiliary Power Systems Installation and Repair Advanced Level Series Li: Automobile Advanced Engine Performance Specialist L2: Med/Hvy Vehicle Electronic Diesel Engine Diagnosis Specialist THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 25.8 Latent Print Examiners and Latent Print Examiner Supervisors who are certified by the International Association of Identification as latent print examiners shall receive a 5% pay supplement. Tentatively Agreed to on 'R For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 26 SALARY BASIS/EXEMPT 26.1 Those classifications listed in Appendix A with a salary basis/exempt designation are considered salaried employees and exempt from coverage under the Fair Labor Standards Act which precludes eligibility for overtime. 26.2 Salary basis/exempt employees are expected to work a pay rate equal to eighty (80) hours per pay period plus any additional time over and above the normal eighty (80) hour pay period that is needed to properly perform the duties of the position. Use of vacation and sick leave are to be properly recorded when used. Personal Time Off (PTO) shall be granted consistent with Administrative Policy 1- 06. Time worked in excess of the normal eighty (80) hour pay period shall not be compensated nor credited in any way. However, when time is taken off under this provision, it is required that such time taken be recorded as PTO. 26.3 Requests for time off by salary/exempt employees shall be considered on an individual basis consistent with the needs of the City and the performance record of the employee, and approval shall not be unreasonably withheld. 26.4 PTO leave shall not be utilized in units of more than one (1) week unless authorized by the City Manager. Tentatively Agreed to on For the City of Miami: �For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 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 (11A) 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 (IN 150) hours. If an employee takes compensatory time off, the hours in his/her bank shall be appropriately reduced by such time off. If an employee leaves the service of the City and cashes in his/her compensatory leave bank, the hours therein shall be valuated on the basis of the employee's regular rate of pay. The rate of pay shall not be less than the higher of the employee's final regular rate of pay or the average regular rate of pay during the last three (3) years of employment. Tentatively Agreed to on For the City of Mia For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 27.4 Employees covered by this Agreement who are appointed to job basis/exempt classifications and who have compensatory time banked, shall at time of such appointment be paid for all compensatory time at their rate of pay prior to such appointment. 27.5 Overtime will be distributed as equally as practical to the best ability of the Supervisor in charge among the employees within a division of the City, who have completed their probationary period (with the exception of Emergency Dispatchers, Emergency Dispatch Assistants, Emergency Dispatch Supervisors, and Ca11 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 City will move to the next employee in line on the overtime list. For call-back overtime, if the employee does not answer his/her phone the City will move to the next employee in line on the overtime list. This provision is not to be interpreted as meaning the employee is not subject to call-back while on vacation or excused absence. Tentatively Agreed to on For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 27.7 As each overtime opportunity arises the City will move through the overtime list until it has offered the last employee on the list an overtime opportunity. Thereafter, the City will move to the top of the list and begin with the most senior employee on the overtime list. 27.8 The provisions of this Article do not restrict the City's right to mandate employees to work overtime. In the event the City must order overtime work within a unit or area of assignment, the most junior employees of the affected classification will be ordered first to work the required overtime. 27.9 If this method results in obviously inequitable distribution of overtime, the Director of Human Resources or designee and the UNION President will work out a method of correcting such inequity. Tentatively Agreed to on For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 28 GROUP INSURANCE 28.1 Summary Plan Document The City and the UNION agree that the Summary Plan Document (SPD) (entitled City of Miami Life and Health Benefits) shall be immediately updated to reflect descriptions of the current benefit. Plan design and all plan benefits shall be those outlined within the updated version of the employees benefits handbook and shall not be changed without mutual agreement of the City and the UNION. The updated and finalized SPD shall be provided to the City's Plan Administrator (TPA) and the TPA will administer the Plan benefits in accordance with the definitions and other language agreed to and contained in the SPD. Life and Accidental Death and Dismemberment (AD&D) The City agrees to pay $8.08 per all eligible bargaining unit member per pay period to the UNION to provide life insurance coverage in the amount of 3-540,000.00 and AD&D coverage in the amount of $807--0,000. 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. Medical/Vision: Tentatively Agreed to on9? For the City of Miami. For the Union \ .' THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. The City currently offers medical, dental and vision benefit plans through a self -funded plan in which all bargaining unit members, upon obtaining eligibility, may enroll, to wit: Medical/Vision Dual Choice/POS Cigna Network Dental DHMO-Cigna/DPPO-Guardian EAP Cigna Health Care It is agreed between the parties that as of January 1, 2015, the City's medical plan will consist of a four tier program: Single coverage Single coverage + spouse Single Coverage + children Single coverage + Family (spouse and children) It is agreed that medical premium rates for all tiers may be adjusted annually upon the City's calculation of the premium for medical benefits. Premium rates will be calculated by a certified actuary based on the City's eligibility list and experience and the information will be provided to the UNION, in order to validate any increase or decrease in theoretical premium. As of January 1, 2018 2015, (the beginning of the next Plan year) any increases or decreases in the cost of the City's health plan shall be shared by current active employees on the following basis for all medical plans: Tentatively Agreed to on Cigna Network For the City of Miami: ( For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. Plan Year 2018 2015' Dual Choice/POS (Cost of coverage shown bi-weekly) Single Single + spouse Single + Children Family S40.55 $89.21 575.01 5115.56 Plan Year 2018 2015' Point of Service Plan Co -Pays: Primary Care Physician: 525.00 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 contributions shall be adjusted to reflect the increase and shall be effective at the beginning of the Health Plan Year. Likewise, should the theoretical premium cost decrease more than the projections used to establish the employee contributions stated above, those employee contributions will be lowered to reflect the overall theoretical premium decrease. In any given plan year, projections used to establish any increase in contributions from the employee shall be capped at 15%. Tentatively Agreed to on .)- For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. Prescription Drug Coverage The City currently offers a prescription drug benefit plan for those bargaining unit members enrolled in POS plans. It is a self -funded plan administered by Cigna Health Care and consists of the current benefit: Cigna Pharmacy Retail Drug Plan; $15 per 30 day supply for generic drugs S40 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: SO (no charge) per 90 day supply for generic drugs S80 per 90 day supply for preferred brand name drugs $120 per 90 day supply for non -preferred brand name drugs 50% of drug cost per 90 day supply for self-administered Injectables (e.g. injectables drugs used to treat rheumatoid arthritis, hepatitis C, multiple sclerosis, asthma). Tentatively Agreed to on For the City of Miami: / For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. Since prescription drug costs are a major component of the health plan and are subject to significant annual cost increases, the City and the UNION agree to evaluate and measure pharmacy benefit total costs and evaluate best practice strategies to manage the pharmacy benefit. Any changes in the pharmacy benefit shall be mutually agreed to by the City and the UNION. Dental: Dental premium rates may be adjusted annually upon the City receiving notice from the dental providers. Employees will be notified of the adjustments in the dental rates during open enrollment. In accordance with current practice, when employees choose to be covered under the City's dental plan, the employee will continue to pay the dental premium. Employee contributions: In accordance with the City's Cafeteria Plan group health premiums will be paid by the bargaining unit employee with pre-tax dollars. Health Committee It is agreed that a standing committee will be created called the Health Insurance Committee. It shall be made up of six (6) City of Miami Employees, one member appointed by the IAFF, one member appointed by AFSCME, Local 1907, one member appointed by AFSCME, Local 871, two members appointed by the City Manager and one picked by mutual agreement of the Unions and City Manager. The Tentatively Agreed to on For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. Group Benefits Coordinator shall serve as a technical advisor to the committee, but will not be a member nor have a vote. Based on this commitment and in collaboration with labor and management, this Committee will work during the term of this contract to identify ways to strengthen and improve our health plan. This will include, but is not limited to: Obtain timely, accurate, and transparent reporting, with full disclosure, of all costs from our vendors. Identify plan vendor administrative improvements and efficiencies that can have a significant impact on reducing health expenditures and to ensure that our health plan vendors are delivering maximum administrative savings. Educate employees on better understanding and use of their health plan. Identify the impact of health improvement and disease management initiatives to decrease overall medical and drug costs. Identify members who would benefit from health improvement initiatives and institute programs to improve member's health. Evaluate and measure our pharmacy benefit total costs and fully assess the costs from our pharmacy benefit manager (PBM) vendor. Identify proven strategies to more effectively provide prescription benefits, and obtain vendor (PBM) administrative savings to successfully manage this important benefit. Tentatively Agreed to on For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. Make recommendations to the City Manager to reduce health expenditures while maintaining a quality health plan at an affordable cost and which improves the health of employees and dependents. Review employee complaints and remedy situations concerning claims so long as the decision does not change or impact current benefits. This is intended to reduce the need for the grievance procedure; however, the bargaining unit member does not waive his/her right to file a grievance should the committee's remedy is not satisfactory to the employee. Review and update the Summary Plan Description (currently titled City of Miami Life and Health Benefits). Any and all other health care and wellness issues identified by the Committee as promoting initiatives to improve the health of employees and dependents while maintaining a quality health plan. The Committee shall meet monthly or as soon as practicable to commence initiatives outlined above. Insurance Deductions by Payroll 28.2 The City shall continue to make available to the UNION a payroll deduction slot to purchase local UNION sponsored insurance programs. Upon receipt of appropriate authorization from employees, the City will make the designated deductions and forward monies to the UNION. The City shall deduct from that remittance an amount for the cost of these deductions. The amount Tentatively Agreed to on For the City of Miami:'{ For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. will be calculated at two cents (2¢) for each employee deduction, each payroll period, and ten cents (10¢) for each addition, deletion, or modification to the individual deduction. The UNION shall indemnify and hold the City, its officers, officials, agents and employees harmless against any claim, demand, suit or liability and for all legal costs arising from any action taken or not taken by the City, its officials, agents and employees in executing this activity. The Director of Human Resources or designee will advise the UNION of the deduction procedures that will be followed in the implementation and administration of this activity. Tentatively Agreed to on For the City of Mia For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 29 UNIFORMS AND SAFETY SHOES 29.1 In those classifications where the employer requires that the employee wear safety shoes, the City shall, effective the first full pay period following ratification of the labor agreement, issue an allowance in the amount of One Hundred and Twenty -Five Seventy -Five Dollars (51275.00) 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 (512-75.00) for the purchase of another pair of safety shoes. This additional One Hundred and Twenty -Five Seventy -Five Dollars ($1275.00) shall only be provided when the worn out or damaged pair of shoes is turned into the Department. The Department Director, or designee, shall determine when, in their judgment, a pair of safety shoes shall be issued on the basis of need and not on an automatic basis. Management reserves the right to provide safety shoes directly to the employee in lieu of the approval provisions. 29.3 Employees in those classifications required to wear safety shoes shall be subject to the loss of a day's pay for each day that the employee reports to work not wearing the required safety shoes. Action under this section shall not be grievable under the Grievance Procedure or appealable to the Civil Service Board. Tentatively A eed to on For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. If a medical waiver is obtained stating that the employee is unable to wear safety shoes, then the penalty stated above is not applicable. 29.4 Safety shoes shall not be worn by the employee when the employee is off duty. 29.5 Employees shall be advised of shoe models which conform to City standards. The shoe allowance authorized by this Article shall only be paid where an employee purchases a pair of safety shoes whose quality is certified as acceptable by Management. 29.6 City furnished equipment where required by the employer will be replaced when worn out or damaged only if the employee returns the worn out or damaged equipment to the Department. This includes, but is not limited to, gloves, boots, inclement weather gear and other equipment. A bargaining unit employee shall reimburse the City for the repair or current replacement cost of lost, stolen, or damaged City equipment when the employee's carelessness and/or negligence results in the loss, theft, or damage of the equipment. 29.7 Mechanics covered under this contract shall be provided with safety eyewear. Those bargaining unit members requiring prescription safety eyewear due to their inability of wearing regular safety eyewear will be provided prescription safety eyewear. The bargaining unit member is responsible for obtaining the prescription at no cost to the City. Tentatively Agreed to on For the City of Miami: ("I' For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 29.8 The City shall provide a minimum of five (5) uniforms (including shirts and pants) per year to any classifications required to wear uniforms. 29.9 The City will provide laundry services for uniforms worn by Mechanics classifications. Tentatively Agreed to on For the City of Miami: (" For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 30 TOOL ALLOWANCE 30.1 The City agrees to pay a quarterly tool allowance for Automotive Mechanic, Heavy Equipment Mechanics, Welders, and Auto Body Worker/Painter in the amount of One Hundred ($100.00) dollars quarterly. Such tool allowance will be paid to the employee within the first fifteen (15) days after the close of the quarter. 30.2 Mechanics' tools, which are stolen due to vandalism or forced entry upon the employer's property, will be replaced upon proof of a police report and an itemized list of the tools stolen. 30.3 The Department Director or his designee shall have the sole right to develop or redevelop a basic minimum tool list which employees must have to be hired in the various trades' classifications. The Department Director may grant a reasonable length of time for any employee to acquire additional tools to meet the basic minimum tool allowance inventory. Employees who fail to meet the basic minimum tool list inventory shall not receive a tool allowance. Tools may not be loaned to meet the basic inventory tool list. 30.4 The Department Director, or his designee, shall provide a required minimum list of tools for Automobile Mechanic & Motorcycle Mechanic, Heavy Equipment Mechanic, Maintenance Mechanic, Auto Body & Painter, Welder, Machinist, Mason, Carpenter, Electrician, Lineman, Plumber, Painter, A.C. Tentatively Agreed to on For the City of Miami: ' r': For the Union Mechanic, Sign Painter, Communication Technician, or any other classification not listed that the Department Director may feel is necessary to add. 30.5 The affected employees within the above -listed classifications shall submit an inventory of all their personal tools, including the make and model of each tool to their immediate supervisor outside the bargaining unit who will verify the list. The employee will maintain a copy of said inventory list, and a copy will be filed with the Department Director or designee. This list shall be periodically checked and updated. The City shall replace broken, stolen, and worn out tools upon request and confirmation that the broken, stolen, or worn out tool was on the recorded inventory. This replacement policy does not apply to the classifications receiving the quarterly tool allowance as provided under this Article. Submission of the inventory list of tools in excess of the basic minimum tool list shall be completed within sixty (60) days after ratification of this Agreement. Tentatively Agreed to on For the City of Miami: 12! For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 31 TUITION REIMBURSEMENT 31.1 It is agreed between the parties that the tuition reimbursement program is designed to encourage City employees to improve their job performance and increase their value to the City by pursuing courses of study related to their job duties at accredited educational institutions. The policy governing the tuition reimbursement program is intended to be flexible, with broad discretion for approval reserved to the Department Director and the City Manager so as to insure on-the-job effectiveness of City employees. Tuition reimbursement shall not be subject to budgetary constraints. 31.2 Any full-time, permanent City employee shall be eligible to participate in the Tuition Reimbursement Program. 31.3 All course work must be taken at or from an accredited college, university or educational institution approved by the City Manager or the Department of Human Resources designee. Course work taken under provisions of this Article must be directly related to the employee's job duties. Class attendance will be on the employee's own time unless otherwise noted in the course announcement and authorized by the City Manager or the Department of Human Resources designee. Tentatively Agreed to on For the City of Miami: ( / For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 31.4 Effective upon ratification, reimbursement will be limited to books, lab fees, and tuition costs up to a maximum of 54,000.00 per calendar year. 31.5 To be eligible for reimbursement, the employee must successfully complete the course work and provide evidence of successful completion to the City. Successful completion must be evidenced by a grade of "C" or better. 31.6 Procedures for _reimbursement will be as follows: A. The employee must obtain three (3) copies of the Application for Tuition Reimbursement form for each course from their department or the Human Resources Department. B. The employee must complete the application in triplicate and submit it to his/her Department Director prior to registration at the education institution. C. The Department Director will then review the application and if approved forward the original and one copy to the Human Resources Department. If the application is not approved, it is then returned to the employee by the Department Director. D. The Human Resources Department has the authority to approve or not approve the application, and applications not approved will be returned to the Department Director with the reason for rejection noted thereon. Tentatively Agreed to on For the City of MiaFor the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 31.7 In the event the employee resigns or is terminated from the City within one (1) year following completion of the course(s) for which City funds have been expended, the amount of tuition reimbursement paid to the employee will be reimbursed to the City by the employee upon his/her termination from the City through a deduction from his/her final paycheck. 31.8 Upon completion of the course work, the employee must submit his/her semester grade report together with the tuition fee receipt to his/her Department Director. The Department Director will submit the approved application for tuition reimbursement along with the employee's semester grade report to the Finance Department who shall then reimburse the employee for the City's share of the tuition reimbursement. The employee's Department Director will advise the Human Resources Department of the employee's satisfactory completion of the course. Tentatively Agreed to on For the City of Miami: R For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 32 CALL BACK PAY 32.1 Any bargaining unit member eligible for overtime shall, if recalled to duty during off -duty hours, receive a minimum of three (3) hours plus one (1) hour travel time, paid at the overtime rate. The parties agree that call-back hours shall not be used in the computation of arriving at average earnings for purposes of establishing pension benefits. 32.2 It is not the intent of this Article or any other Article of this Agreement to provide pay for a bargaining unit member out on ill time or workers compensation to receive call-back pay, overtime pay or straight time pay for taking the required physical before said employee may be released to return to work. Tentatively Agreed to on 7 For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 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 `fM For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. paycheck a Jury Duty fee equal to that compensation paid to the employee by the State or County Court in his jurisdiction. Any changes by the Courts in the above fees shall be reflected in the employee's paycheck as they occur. Where Courts provide free parking for jurists, employees will not be reimbursed for any parking receipts submitted while attending such courts. 33.3 Attendance in court in response to legal order or subpoena to appear and testify in private litigation not in connection with an employee's official duty, but rather as an individual, shall be taken as vacation, compensatory leave, or leave of absence without pay. 33.4 When requests for appearances before the Civil Service Board require witnesses, the Civil Service Office shall require that said requests delineate who are character witnesses and who are witnesses testifying as to the incident at hand. Should the number of character witnesses exceed two (2) then a statement from those additional character witnesses shall be submitted to the Civil Service Board stipulating to the character of the employee on appeal before the Civil Service Board. Tentatively Agreed to on For the City of Miaini: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 34 COMMENDATION PAID LEAVE 34.1 A department director, upon approval by the City Manager, or designee, may grant up to forty (40) hours of paid leave to any employee whose job performance is of such exemplary or heroic nature as to warrant this special consideration. This Article shall not be subject to the grievance procedure or arbitration. Tentatively Agreed to on For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 35 PARKING 35.1 The City agrees to provide non -assigned parking space for all bargaining unit employees who drive their personal automobiles to work. This parking space will be at no cost to the employee while the employee is on duty. The City will not assume the cost of parking for those employees who may not desire to use the parking space provided by the City. Any questions with regard to employee parking shall be reviewed and a determination made by the Department of Human Resources designee and shall be final and binding. 35.2 The UNION President will meet and confer with the Department of Human Resources designee on parking concerns should the need arise and the Department of Human Resources designee will attempt to resolve said concerns consistent with budgetary constraints. Tentatively Agreed to on For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 36 BLOOD DONORS 36.1 Employees who volunteer as blood donors to contribute to on -site City supported Blood Donor Organizations as approved by the Department of Human Resources designee will be authorized the paid absence necessary to accomplish this purpose. The Blood Donor Organizations personnel will determine what amount of time the donor will need from the point of donation until they are released to go back to work. Tentatively Agreed to on For the City of Miami: '`�' ' For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 37 VACATION 37.1 Vacations shall be taken by the last payroll period of the calendar year in which the vacation. was credited. Effective upon ratification of the labor agreement., employees shall be allowed to carryover five hundred (500) hours of the previous year's credited vacation. Any excess vacation over the five hunclrecl (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, whichever is greatci, 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 employee was earning at the time the employee was placed on full disability. If an employee is unable to take a previously authorized vacation due to cancellation by the Department Director or designee, any hours in excess of the 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 411r aw . g ++,etri- c cr 4 2.fTr11 71 92 THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. .04 120 how4.; 44452 li.o44-12€- -2,48ritt-tti=s .174 24 .272 h 34-3 'is haeI ars: o f,-e-xa 114- ae,e--a-1-42a-t-e-n-P-144- 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 I. 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 .01 THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 1215 thru 1387 Hours 1388 thru 1560 Hours 1.561 thru 1733 Hours 1734 thru 1906 Hours 1907 thru 2080 Hours 8 months annual vacation accrual 9 months annual vacation accrual 10 months annual vacation accrual 11 months annual vacation accrual 12 months annual vacation accrual 37.4 Vacation leave must be requested twenty-four (24) hours in advance of use and shall be taken in increments of not less than one (1) hour. On those occasions where more than one employee in a classification has simultaneously requested vacation leave for the same period of time, the leave shall be granted by classification seniority. Vacation leave may be granted by the Department Director or designee on an emergency basis. Should such request be denied, the employee may only appeal such denial to the Director of Human Resources or designee. Upon an employee's retirement or separation from City service, the employee will be paid for those vacation hours credited and earned through the employee's separation date. 37.5 Vacation shall be calculated on actual service in the previous calendar year and shall only be taken after the completion of six (6) months of actual continuous service. 94 THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 38 SECURITY OPERATIONS 38.1 The City and the UNION and its officers, agents and members recognize there are assignments within the Miami Police Department where security of information is an absolute necessity. Therefore, the Chief of Police at his sole discretion may reject an employee to such assignment within the Miami Police Department when the Chief has reason to believe that there is potential for the Security of the Department to be compromised. 38.2 Upon request of the UNION President, the Department of Human Resources designee will review such denial of assignment. Said review will be final and the decision of the Department of Human Resources designee will be binding and not subject to any appeal procedure. Tentatively Agreed to on For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. (PLEASE REFER TO THE 4/26/2012 MEMORANDUM OF UNDERSTANDING FOR SECTION 39.11) ARTICLE 39 SICK LEAVE 39.1 The parties agree that care and discretion shall be exercised by Management and the UNION in order to prevent the abuse of sick leave privileges. Absences on account of trivial indispositions must be discouraged. To determine the extent or reasons for an employee's absence on sick leave, the employee's immediate supervisor outside the bargaining unit or management designee may visit the home of the employee on sick leave with pay. In cases where Management suspects that an employee is malingering, sick leave with pay shall not be granted. 39.2 Permanent bargaining unit employees may accrue eight (8) hours sick leave per month, provided that the employee is in pay status at least one hundred twenty (120) hours per month to be utilized in not less than one (1) hour increments. 39.3 New hires will accrue sick leave in accordance with Section 39.2 above. However, no sick leave with pay shall be granted during the employee's first ninety (90) working days. 39.4 To receive sick leave with pay, a bargaining unit employee must take steps to notify his/her immediate supervisor or the person designated by the Department to receive such notice of illness within thirty (30) minutes of their regularly scheduled time for work, excluding the Fire and Police Departments Tentatively Agreed to on "7 For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 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 MiaFor the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 39.8 Bargaining unit employees who exercise normal retirement shall receive a cash payment equal to one hundred percent (100%) of their unused accumulated sick leave up to seven hundred and fifty (750) hours. Bargaining unit members with accumulated sick leave balances over seven hundred and fifty (750) hours as of September 30, 2010, will have their balances in excess of seven hundred and fifty (750) hours grandfathered. Upon exercising normal retirement bargaining unit members shall be paid for fifty (50%) of those unused grandfathered sick leave hours in excess of seven hundred and fifty (750) hours in their bank. 39.9 Employees who terminate employment with the City under honorable conditions shall receive a sick leave cash payout as follows: More than 7, but less than 15 years of service 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. More than 15 years of service 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: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. and fifty (750) hours grandfathered as of September 30, 2010, and any hours accrued in excess of the maximum carryover in a given year are not permitted to be carried over by the bargaining unit member. Bargaining unit members with unused accumulated sick leave hours in excess of maximum carryover at the end of the year shall be paid for one hundred percent (100%) of the unused portion of their accumulated sick leave in excess of the maximum carryover. 39.12 Payoff for accumulated sick leave shall not be used to calculate average earnings for pension purposes. 39.13 Employees with ten (10) or more years of service who are laid off under honorable conditions may repurchase sick leave for which they were paid off at the time of separation, subject to the following conditions: 1) They are rehired within twelve (12) months from the date of their separation. 2) They remit to the City an amount equal to their hourly rate in their rehired position multiplied by the number of hours of sick leave for which they were previously paid. This buy back option must be exercised and paid for within thirty (30) clays 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. c-D Tentatively Agreed to on For the City of Mia For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 39.14 In recognition of those employees who display perfect attendance in any one calendar year, the City will present the employee with a certificate of appreciation. There will be an annual drawing of one hundred fifty (10040) 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 (1004-0) 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. (\41 Tentatively Agreed to on For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 40 TARDINESS 40.1 Tardiness is reporting for work in excess of five (5) minutes beyond the scheduled starting time of the shift (or as provided in Police or Fire Department rules). Approved pre -arranged time off shall not be considered an instance. Unexcused absences resulting in tardiness shall be counted as an "instance." When an employee reports to work within a period that is more than five (5) minutes after his/her scheduled starting time, and provides an excuse that is acceptable in the sole discretion of Management, which shall not be arbitrarily or capriciously applied, the employee may elect to utilize vacation, compensatory time or sick leave. Election of vacation, compensatory time or sick leave for an excused tardiness shall be taken in fifteen (15) minute increments. An annual period shall be defined as a twelve (12) month period beginning with the occurrence of the employee's first tardiness instance. Management may, in its discretion, allow an employee to utilize vacation, compensatory time or sick leave for a tardiness even if the tardiness is unexcused. 40.2 Employees shall be disciplined for instances of tardiness in an annual period in accordance with the following schedule: Number of Tardy Instances Discipline 3rd instance in annual period Written warning 6th instance in annual period Written reprimand loth instance in annual period Three (3) day suspension 11th instance in annual period Fourteen (14) day Suspension Tentatively Agreed to on For the City of Miami: ) For the Union ' ' 0 THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. l2th instance in annual period Dismissal Disciplines issued pursuant to the schedule shall not be considered for purposes of progressive discipline after the annual period expires. 40.3 Tardiness appeals shall only be appealable through the Grievance Procedure Article as set forth in the Agreement. Exceptions to the above schedules may be granted by the Director of Human Resources or designee, if the individual circumstances warrant such action. Tentatively Agreed to on `'// — For the City of Miami: For the Union I THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 41 FAMILY MEDICAL LEAVE AND LEAVE WITHOUT PAY 41.1 Bargaining unit members may request a leave without pay in accordance with the Family and Medical Leave Act of 1993, as amended. Such leave is provided under the law for birth, adoption or foster care of a child and for a serious health condition of the employee or the employee's spouse, child, parent or grandparent, eligible deployment return from deployment rights or any other FMLA eligible event. Employees taking leave under the Family and Medical Leave Act (FMLA) shall be limited to a ninety (90) day FMLA leave, or twenty-six (26) workweeks FMLA leave for the care of a covered service member, in a 12-month period. An extension of an additional ninety (90) day of leave without pay may be granted upon request to the Director of Human Resources or designee as specified under Section 41.3. Upon approval of such extension, the employee will be required to pay the full premium amount for health insurance coverage. 41.2 Upon approval of the Department Director, with the approval of the City Manager or the Director of Human Resources or designee, a leave without pay may be granted, for the purpose of training or study calculated to improve the quality of the employee's service to the City through course work directly related to the employee's job for up to six (6) months. The request for leave without pay may be extended for an additional six (6) months upon the approval of the Department Director and approval of the City Manager or the Director of Human Resources or Tentatively Agreed to on _ `=`' For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. designee. Any bargaining unit employee requesting said leave of absence shall be required to submit evidence of registration upon entering each quarter/semester of school. 41.3 Upon approval of the Department Director, with the approval of the City Manager or the Director of Human Resources or designee, a leave without pay may be granted, for an acceptable reason other than specified herein, for a period not to exceed ninety (90) day calendar days. Approval for said leave of absence without pay is at the sole discretion of the City Manager or Director of Human Resources or designee and shall not be appealable to the Civil Service Board or the grievance proce dure. 41.4 Bargaining unit employees who desire to take a leave without pay for any reason specified in this Article, excluding a serious health condition, must exhaust their vacation and leave banks prior to taking a leave without pay. A request for leave without pay for a serious health condition as provided under the Family and Medical Leave Act shall require the bargaining unit employee to use all sick and vacation banks prior to taking such leave. The usage of such leave time will not prohibit the employee from taking leave without pay as specified herein. 41.5 Bargaining unit employees who take a leave without pay for any reasons specified in this Article shall not accrue leave time. At the expiration of a leave of absence without pay, the bargaining unit employee shall be returned to the same or similar position vacated when said leave of absence without pay was granted, Tentatively Agreed to on For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. in accordance with the provisions of the Family and Medical Leave Act. Leave of absence without pay during the required probationary period of service shall extend the probationary period the length of time used during the said leave of absence without pay. 41.6 The acceptance of another position or engaging in other employment by the bargaining unit employee while on a leave of absence without pay shall be deemed a voluntary resignation from the service of the City of Miami. Tentatively Agreed to on For the City of Miami: ( For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 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 j < -' =' `' For the City of Miami: ( , For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. each meeting and for the distribution of copies to each member of the Committee, the UNION President, and the City's Human Resources Director or designee. Tentatively Agreed to on For the City of Miami: ` , ' For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 43 BEREAVEMENT - DEATH IN FAMILY 43.1 Bargaining unit members may, in the case of death in the immediate family, be authorized up to a maximum of forty (40) hours of paid leave to attend to funeral or estate related functions of a member of the employee's immediate family, or is at home in a state of bereavement. Said paid leave days shall be taken consecutively by the employee excluding normal days off and holidays. For purposes of this Article, the "immediate family" is defined as father, mother, sister, brother, husband, wife, domestic partner, children, father-in-law, mother-in-law, grandparents, spouse's/domestic partner's parents, grandparents, grandchildren, stepchildren, stepfather and/or stepmother and may include any other person who was or has been an actual member of the employee's household for ten (10) or more years. Within thirty (30) calendar days from the date the employee returns from a death in the family, the employee will file a copy of the death certificate of the deceased family member. Said death certificate will be attached to the form provided by the City and submitted to the Human Resources Department. Failure to produce the death certificate will result in the employee reimbursing the City for any days taken under this Article. Any employee found to have falsified his/her application for death in the family ("K" day) will be dismissed. 43.2 It is understood that under certain circumstances the employee will be unable to obtain a death certificate. In this event, in lieu of a death certificate, the employee shall submit any other documentation that reflects the death and family relation as deemed appropriate by the Department of Human Resources or designee. Tentatively Agreed to on For the City of Miami: C For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 43.3 Bereavement leave is for attending a funeral or to attend to estate issues or in a state of bereavement and must be taken within 45 days of the death of the family member. The Director of the Department of Human Resources or designee, at his/her sole discretion, can make exceptions to the 45 day limit under truly unique circumstance, but the decision is final and cannot be appealed through the grievance procedure or any other forum. Tentatively Agreed to on For the City of Miami: For the Union t—\ THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 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 Ageed to on For the City of Miami: i y For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 45 HOLIDAYS 45.1 The following days shall be considered holidays: New Year's Day Columbus Day President's Day Veterans' Day Memorial Day Thanksgiving Day Independence Day Day after Thanksgiving Labor Day Christmas Day Dr. Martin Luther King's Birthday 45.2 Any additional holidays declared by official directive of the City Manager shall be added to the above list. 45.3 Employees performing work on any of the above holidays shall be paid eight (8) hours holiday pay plus actual hours worked at time and one-half of their straight time hourly rate pursuant to Article 27, or shall be given scheduled compensatory time off at the rate of time and one-half for the hours actually worked on the holiday. 45.4 All conditions and qualifications outlined in Article 27, titled "Overtime/Compensatory Time", shall apply to this Article. Hours of compensatory time accumulated under this Article, when added to the compensatory time earned Tentatively Agreed to on For the City of Miami: For the Union is -A THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. under the Article entitled "Overtime/Compensatory Time", shall not exceed one hundred fifty (400 150) 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: (' y9 For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. CLE FF(ezt p ii"cayrf3 pr-ome-iYOK air Gu„t1-- stt,„tqf 1>Nlerv(e,w iogaviic order, (,t4,1L(5 cd (7) 11 '; t) ai1iatof3 exty( d 1'4 tt -fikz ; ( CAIP a ,f,t?" 3) at. pi 0 hiCak FltV 41"." THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 47 RESIDENCY 47.1 It is agreed by the parties that while residency is not a condition of employment a candidate that is otherwise equally qualified will be given, at time of hire, preference for employment in order of domicile as follows: (1) City of Miami resident, (2) Miami -Dade County resident, (3) resident outside of Miami -Dade County. Tentatively Agreed to on For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 48 TOTAL AGREEMENT 48.1 This Agreement, upon ratification, constitutes the complete and entire agreement between the parties, and concludes collective bargaining for its term. 48.2 The parties acknowledge that during the negotiations which resulted in this Agreement, each had the unlimited right and opportunity to make demands and proposals with respect to any subject or matter not removed by law from the area of collective bargaining, and that the understandings and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this Agreement. 48.3 The parties agree that this Collective Bargaining Agreement represents the total agreement for terms and conditions of employment during the life of this contract and no request shall be made to increase wage or other employee benefits through the Civil Service Board, City Manager or the City Commission during the life of this Collective Bargaining Contract. Tentatively Agreed to on For the City of Miami:, '` For the Union ` '� THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 49 SAVINGS CLAUSE 49.1 In the event any article, section or portion of this Agreement should be held invalid and unenforceable by any court of competent jurisdiction, such decision shall apply only to the specific article, section or portion thereof specified in the Court's decision, and that ofthist conflict' be' portion Agreement in snap 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 ' y_ For the City of Miami: 1 For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 50 SENIORITY 50.1 For purposes of this article, seniority shall be defined as the most recent date of hire into a classification within the bargaining unit with the City unless otherwise agreed upon by the UNION President and the Director of Human Resources or designee. 50.2 Seniority shall only be applied in the assignment of days 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: Y°" For the Union `—t THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 51 LEAVE BALANCE PAYOFFS 51.1 Employees electing to retire and upon separation will receive payment of leave balances upon retirement as currently specified under this agreement. Tentatively Agreed to on For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 52 PENSION 52.1 The parties agree that for the term of this agreement the pension benefits and employee contributions of employees covered by this agreement shall be as provided in the City of Miami General Employees' and Sanitation Employees' Retirement Trust Section 40-241 through 40-290, Miami City Code ("GESE"), as amended except as follows: 52.2 The parties agree that effective October 1, 2011, the GESE amortization periods will be revised to add 5 years to the existing amortization periods and change periods for future amortizations as follows: A. Plan benefit changes for active employees over 20 years (currently 15). B. Plan benefit changes for retired employees over 15 years (no change). C. Assumption changes over 20 years (currently 15). D. Experience Gains and Losses over 20 years (currently 15). 52.3 Effective September 30, 2012 or upon implementation of this Article if later (the "effective date"), the following benefit change will be implemented for all current employees hired before the ratification of this agreement who have not reached normal retirement eligibility, and for all future employees: The maximum normal retirement benefit shall not exceed $80,000 annually; provided, any employee Tentatively Agreed to on " I For the City of Miami: �) For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. who has an accrued benefit in excess of $80,000 annually on the effective date shall retain that benefit, but shall not accrue any additional benefits after that date. 52.4 BACKDROP option. A backdrop benefit option shall be implemented on January 1, 2013. The Backdrop option shall replace the existing DROP program. Employees who have not attained normal retirement eligibility as of the effective date or were not vested by October 1, 2010, and all employees .hired on or after that date, will be eligible for the Backdrop option, but will not be eligible for the DROP. Anyone eligible for the forward DROP as of January 1, 2013, remains eligible for the forward DROP as it presently exists and anyone eligible for the forward DROP as ofJanuary 1,2013 or vested prior to October 1, 2010, who chooses not to enter the forward DROP remains eligible for the Backdrop. (a) An eligible employee who elects the Backdrop option shall receive a monthly benefit payable on the employee's actual retirement date (date of retirement and separation from City employment) based on the benefit the employee would have received if he/she had left City employment and retired on an earlier date after attaining normal retirement eligibility (the "Backdrop date"). In addition an eligible employee who elects the Backdrop option will receive a lump sum payment equal to the accumulation of monthly retirement benefit payments he/she would have received during the period following the Backdrop date through the actual retirement date ("Backdrop period"), plus interest at the rate of 3% per year, compounded annually. An eligible employee may elect a minimum Backdrop period of 1 year and maximum Tentatively Agreed to on c3 For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. Backdrop period of up to seven years. An eligible employee who elects the Backdrop option must select the normal form of benefit or an optional form of benefit at the time of electing the Backdrop option. The employee's monthly benefit as well as the lump sum payment under the Backdrop option is based on the form of benefit selected. (b) Employees are eligible to elect the Backdrop option after completing one year of creditable service following the normal retirement date. A Backdrop election must be made within 10 years after becoming eligible for normal retirement. The maximum Backdrop period is 7 years. Eligible employees who wish to elect the Backdrop option must provide written notification to the City at least 8 months prior to the employee's retirement date; provided a lesser notice period may be approved by the City Manager due to special circumstances. Bargaining unit members will be eligible to revoke their Backdrop election one time, but within 1 month of their election. However, if a bargaining unit employee is granted a lesser notice period by the City Manager due to special circumstances, the employee will not be eligible for the one-time Backdrop election revocation. Employees are not required to elect the Backdrop option. (c) All or a portion of the lump sum payment under the Backdrop option 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%. lithe back DROP is ever terminated, for any reason, the rights of all persons then in the DROP shall not be diminished or impaired. Additionally, if' the back Tentatively Agreed to on 8 For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 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. G"A 52.6 Effective October=1=2-..019. 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. The-service-rairement-benefit-for-ernialoyee-s-hired-after-October-17-2010 shaliebeee4ua-letfor----the-firs_-t-_-_twe--iatv=years-of=ereclitable-s-e-rviee.-two-and-one--half.-- pe.rze.n.t...(2Z%)-of-the-memberls--ave-rag-e-fina-l-eonapensatultinliedehv4heenumh-er— af-vears-of-eretlitable smire;--aircl-44-c-roditable_serviceeahove tweentv-years„two-ana., th-re-e-414aate. - he_rl&averasce-finacompens ti0-11-111-11-1tiplied_. by_the-number-of veamOf-M-aditahle-__sarxize: 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 For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. .0.10ett 30, a:AD 52. v Effective Dotob-e-p---1,---g.,0-1-9 a member who se arates from em lov ent with ten or more years of ser u on attainino- the earliest of the following: (a) age 55 with ten years of creditable service or (b) the com letion of a combination of years of creditable service phis attained acre egualing 70 points. Tentatively Ageed to on For the City of Miami: ce shall be considered eligible for a service retirement For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 53 TERM OF AGREEMENT 53.1 After a majority vote of those bargaining unit employees voting on the question of ratification and thereafter upon its ratification by an official resolution of the City Commission ratifying the Agreement and authorizing the City Manager to sign the Agreement on behalf of the City, then, the Agreement, upon being signed by the appropriate UNION representatives and the City Manager, shall become effective October 1, 20174 or as set out below, whichever date is later. The Agreement shall continue in force and effect until 11:59 p.m., September 30, 202017. 53.2 On or before February 1, 202017 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, 202017, 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, 202017, be entered into by the City and the UNION. Tentatively Agreed to on For the City of Miami: t�_� For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. Agreed to this day of , 2018-5, 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 APPROVED AS TO FORM AND CORRECTNESS CITY ATTORNEY Tentatively Agreed to on "" m For the City of Miami: /✓� For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. APPENDIX A 1005 Mail Clerk 1008 Clerical Aide 1010 Clerk 1011 Clerk II 1012 Clerk III 1013 Clerk IV 1015 Transcriber 1017 Community Service Provider 1019 Police Typist Clerk 1020 Typist Clerk I 1021 Typist Clerk II 1022 Typist Clerk III 1023 Typist Clerk IV 1024 Legal Clerk 1025 Secretary I 1026 Secretary II Secretary III 1028 Secretary IV 1031 Cis Desk Operator 1037 Interrogat Steno 1038 Police Transcriptionist 1040 Tech. Oper. Liaison 1042 Legal Services Aide 1043 Legal Services Assistant 1052 Service Center Repre- Net 1054 Service Center Aide 1058 Telecommunications Processing Aide 1060 Claims Representative 1073 Customer Service Representative 1074 Cust Service Rep Sr 1080 Client Support Services Aide 1082 Client Support Services Specialist 1083 Client Support Services Supervisor 1105 CashierI 1106 Cashier II 1110 Account Clerk 1111 Payroll Clerk 1112 Payroll Aide 1027 EX EX NEX NEX NEX NEX NEX ✓r ,.,�'ni e,�, urr'a ru ,rt Qucvw,;"�.,., NEX 14.A1907 NEX 09.A1907 NEX 12.A1907 NEX 14.A1907 NEX 16A1907 NEX 20.A1907 NEX 24.A1907 NEX 18.A1907 NEX 15.A1907 NEX 13.A1907 NEX 15.A1907 NEX 17.A1907 NEX 19.A1907 NEX 18.A1907 NEX 15.A1907 NEX 17.A1907 NEX 19.A1907 NEX 21.A1907 NEX 18.A1907 NEX 24.A1907 NEX 21.A1907 NEX 19.A1907 NEX 15.A1907 NEX 17.A1907 NEX 21.A1907 NEX 17.A1907 NEX 21.A1907 NEX 19.A1907 NEX 21.A1907 EX 24.A1907 NEX 20.A1907 22.A1907 26.A1907 15.A1907 17.A1907 17.A1907 19.A1907 20.A1907 THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 1113 Police/Fire Payroll Coordinator 1114 Payroll Assistant 1116 Payroll Specialist 1117 Project Accountant, Sr 1118 Project Accountant 1119 Accountant 1120 Accountant Sr 1121 Accountant Supervisor 1122 Supervisor of Payrolls 1126 Staff Auditor Sr 1129 Staff Auditor Princ 1132 Fiscal Administrator 1135 Assistant Payroll Systems Administrator 1140 . Budget Assistant 1142 Debt Compliance Specialist 1145 Investment and Debt Supervisor 1150 Risk Management Specialist 1154 Group Insurance Aide 1155 Group Insurance Assistant 1156 Group Insurance Coordinator 1157 Group Insurance Specialist 1165 Financial Systems Administrator 1166 Budget And Financial Support Advisor 1167 Budget And Financial Support Advisor, Sr 1170 Community Development Policy Coord. 1201 Material Spec I -BC 1202 Material Spec II -BC 1203 Material Supvr-BC 1205 Stock Clerk I 1206 Stock Clerk II 1207 Storekeeper 1208 Materials Spec I-CR 1209 Materials Spec II-CR 1210 Senior Procurement Contracting Officer 1211 Procurement Asst 1212 Procurement Contracting Officer 1213 Materials Supv-CR 1214 Auto Parts Supvr 1215 Procurement Supv 1216 Procurement Aide 1217 Procurement Card/Surplus Administrator EX NEX NEX 25.A1907 22.A1907 24.A1907 .............. _................ EX 28.A1907 EX 26.A1907 NEX 22.A1907 EX 25.A1907 EX 28.A1907 EX 30.A1907 EX 30.A1907 EX 30.A1907 EX 30.A1907 EX 33.A1907 NEX 22.A1907 NEX 26.A1907 EX 30.A1907 EX 24.A1907 NEX 19.A1907 NEX 22.A1907 EX 26.A1907 EX 28.A1907 EX 32.A1907 EX 27.A1907 EX 29.A1907 EX 29.A1907 NEX 16.A1907 NEX 18.A1907 NEX 25.A1907 NEX 14.A1907 NEX 16.A1907 NEX 19.A1907 NEX 16.A1907 NEX 18.A1907 EX 28.A1907 NEX 22.A1907 NEX 25.A1907 NEX 21.A1907 NEX 21.A1907 EX 33.A1907 NEX 19.A1907 EX 23.A1907 1219 1220 1221 1222 1223 1224 1225 1230 1231 1240 1242 1245 1258 1259 1260 1261 1262 1263 THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. Procurement Assistant II NEX 23.A1907 Procurement Construction Specialist Procurement Construction Specialist, Sr. Construction Procurement Assistant Procurement Analyst Auto Pts Spec Auto Pts Spec II Lease Manager Quality Control & Financial Modeling Analyst Property Mgmt Representative Property Mgmt Specialist Property Manager Senior Project Manager - OTM Project Manager - OTM Project Manager Project Manager - CIP Project Cost Estimator Project Scheduler 1264 Transportation Analyst 1265 Transportation Engineer 1266 Transportation Manager 1267 Project Manager - CIP (Horizontal) 1268 Project Manager - CIP (Vertical) 1269 Transportation Planning Aide 1303 Human Resources Clerk 1305 Admin Aide I 1306 Admin Aide II 1307 Task Force Supervisor 1309 Admin Asst I 1310 Admin Asst II 1311 Admin Asst III 1313 Human Resources Technician I 1316 Human Resources Technician II 1317 HR Specialist 1323 Human Resources Coordinator 1324 Safety Specialist 1329 Assistant Management Analyst 1330 Safety Officer 1332 Tech. Operatns Coord. 1337 Management Operations Analyst 1339 Grant Writer NEX EX NEX EX NEX NEX EX 25.A1907 28.A1907 22.A1907 30.A1907 16.A1907 18.A1907 34.A1907 EX 28.A1907 EX 25.A1907 EX 28.A1907 EX 34.A1907 EX 34.A1907 EX 32.A1907 EX 34.A1907 EX 32.A1907 EX 30.A1907 EX 30.A1907 EX 29.A1907 EX 30.A1907 EX 34.A1907 EX 32.A1907 EX 32.A1907 NEX 19.A1907 NEX 17.A1907 NEX 20.A1907 NEX 22.A1907 EX 24.A1907 EX 25.A1907 EX 28.A1907 EX 31.A1907 NEX 20.A1907 NEX 22.A1907 EX 24.A1907 EX 30.A1907 EX 26.A1907 EX 24.A1907 EX 28.A1907 EX 22.A1907 EX 26.A1907 28.A1907 EX THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 1340 Capital Improvements Assistant 1341 Market Ser Coord 1342 Rsch & Devt Spec 1343 Contract Compliance Analyst 1344 Procurement Contracts Officer 1345 Fiscal Assistant 1346 Training and Development Specialist 1347 Cable Comm. Assistant 1348 Marketing Specialist 1349 innovation Analyst 1350 Marketing Supervisor 1351 Strategic Planning & Performance Analyst 1352 Business Develop Sr 1354 Business Developer 1356 Business Dev Supv 1357 Economic Analyst 1358 Supervisor Of Economic Research 1359 Principal Economic Analyst 1361 Employmt Interviewer 1362 Info & Referral Specialist (Homeless Program) 1363 Info & Referral Aide 1364 Organizational Development and Training Sup 1365 Training Officer 1366 Staff Anlst Asst 1367 Staff Analyst 1368 Staff Anlst Sr 1369 Staff Analyst Prncpl 1370 Contracts Manager 1371 Hearing Boards Coordinator 1372 Customer Service Specialist 1373 Sanitation Services Coordinator 1374 Hearing Boards Specialist 1375 Job Training Specialist 1376 Job Training Specialist, Sr 1377 Hearing Board Specialist II 1378 Property And Casualty Coordinator 1379 Safety Manager 1380 Veteran Services Information & Referral Specialist 1382 Support Services Coor 1384 Assistant Productivity Analyst 1385 Productivity Analyst EX 26.A1907 28.A1907 28.A1907 27.A1907 29.A1907 22.A1907 EX EX EX EX NEX EX 27.A1907 EX 24.A1907 NEX 24.A1907 EX 27.A1907 EX 29.A1907 EX 27.A1907 EX 28.A1907 EX 26.A1907 EX 31.A1907 EX 26.A1907 EX 30.A1907 EX 31.A1907 NEX 17.A1907 NEX 16.A1907 NEX 12.A1907 EX 35.A1907 EX 26.A1907 EX 24.A1907 EX 26.A1907 EX 28.A1907 EX 30.A1907 EX 34.A1907 EX 28.A1907 NEX 22.A1907 EX 25.A1907 NEX 22.A1907 EX 25.A1907 EX 21.A1907 NEX 24.A1907 EX 28.A1907 EX 33.A1907 NEX 16.A1907 EX 31.A1907 EX 24.A1907 EX 26.A1907 THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 1386 1388 1389 1390 1391 1392 1395 1397 1405 1410 1411 1413 1414 1419 1420 1421 1422 1423 1424 1425 1426 1427 1430 1431 1436 1440 1441 1442 1505 1506 1510 1511 1522 1523 1524 1525 1526 1527 1528 1529 1530 Insurance Information Analyst Legislative Coordinator Records Systems Specialist Special Projects Coordinator Assistant Agenda Coordinator Technical Support Analyst Victims Advocate Information Analyst City Photographer Public Relations Agent Capital Impry Community Outreach & Engmt Coord Promotion Assistant Public Rel Splst Public Relations Aide Publicity Writer Public Rel Agnt Public Info Ofcr Public Information Coordinator Social Broadcasting Specialist Multimedia Specialist Protocol Officer Assistant To The Protocol Officer Events Agent Special Events Coordinator Intergovmental Film Liaison Legislative Services Rep. I Legislative Services Rep. II Legislative Services Rep. III Switchboard Oper Information Clerk Application Support EX 34.A1907 EX 25.A1907 EX 26.A1907 EX 29.A1907 EX 25.A1907 EX 27.A1907 EX 28.A1907 EX NEX EX EX NEX EX NEX EX EX EX EX NEX NEX EX EX NEX EX EX NEX EX EX NEX NEX EX Senior Application Support EX Camera Platemk NEX Offset Press Opr NEX Offset Press Opr Sr NEX Duplicating Equip Op I NEX Photolithographer NEX Print Shop Supervisor EX Print Shop Asst Supt EX Print Shop Supt EX Print Shop Helper NEX 26.A1907 20.A1907 25.A1907 32.A1907 12.A1907 29.A1907 20.A1907 25.A1907 27.A1907 28.A1907 30.A1907 25.A1907 23.A1907 29.A1907 25.A1907 22.A1907 25.A1907 23.A1907 19.A1907 22.A1907 25.A1907 14.A1907 14.A1907 09.IT 10.IT 18.A1907 19.A1907 21.A1907 16.A1907 18.A1907 24.A1907 27.A1907 30.A1907 12.A1907 THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 1531 Duplicating Equip Op II 1533 Office Equipment Analyst 1535 Print Shop Estimator 1536 GIS Technician 1537 Prod Ctrl Spv 1539 Computer Systems Supervisor 1540 Systems Engr I 1541 Systems Engr II 1542 Information Services Liaison 1543 Pc Hardware Repair Technician 1544 Database Specialist(Sql Server) 1545 Database Specialist (Oracle) 1546 Pc Aide 1547 Technical Writer 1548 Information Technology Technician I 1549 Information Technology Technician II 1550 Information Technology Tech. III 1551 Help Desk Supervisor y 1552 Information Systems Security Officer Supervisor 1553 IT Security Analyst 1554 Computer Op I 1555 Computer Op II 1556 Network Analyst 1557 Computer Opr Supv 1558 Computer Training Specialist 1559 Applications Support Supervisor 1560 Programmer Asst 1561 Cyber Security Analyst 1562 Systems Programmer 1563 Software Quality Assurance Analyst 1564 Web Developer I 1565 Web Developer II 1566 Programmer Jr 1567 Programmer 1568 Programmer Sr 1569 Web Administrator 1570 Sys Soft Manager 1571 Systems Maintenance Supervisor 1572 Computer Opr Chf 1573 Data Base Manager 1574 Oracle Database Manager NEX NEX NEX NEX EX 19.A1907 24.A1907 19.A1907 20.A1907 23.A1907 NEX 14.IT 26.A1907 30.A1907 20.A1907 23.A1907 14.IT 14.IT 17.A1907 27.A1907 NEX 01.IT 05.IT 11.IT EX 13.IT EX 17.IT EX 13.IT NEX 20.A1907 NEX 22.A1907 EX 14.IT EX 26.A1907 EX 08.IT EX 17.IT NEX 23.A1907 EX 15.IT EX 29.A1907 EX 15.IT EX 11.IT .... ...................... 13.IT 26.A1907 NEX EX NEX NEX EX EX NEX EX EX EX EX EX EX 11.IT EX EX 13.IT 15.IT EX 35.A1907 EX 32.A1907 32.A1907 18.IT EX 35.A1907 EX EX THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 1575 Geographic Information Systems (GIS) Supervisor 1576 Systems Analyst Sr 1577 Project Manager -IT 1578 Geographic Information Systems Developer 1579 Oracle Systems Administrator 1580 Network Administrator 1581 Business Systems Administrator 1582 Teleprocessing Coord 1583 Geographic Information System Technical Analyst 1584 Data Librarian 1585 Geographic Information Systems Data Spec 1586 Scheduler/Expediter 1587 Information Systems Manager, Fire/Police 1588 Info Center Spec 1591 Senior Oracle ERP Application Developer 1593 Oracle ERP Application Developer 1594 IT Infrastructure Mgr. 1595 Business Analyst 1596 Business Analyst Supervisor 1602 Finance Accounting Assistant 1603 Senior Capital Assets Analyst 1604 Finance Accounting Specialist 1605 Capital Assets Administrator 1606 Financial Analyst I 1607 Grants Financial Analyst 1608 Financial Analyst II 1609 Senior Accounts Payable Analyst 1610 Senior Financial Analyst 1620 Financial Information Business Process Analyst 1624 Finance Accounting Aide 1627 Asst Accts Receivable Supervisor 1629 Customer Service Supervisor 1630 Capital Assets Aide 1635 Finance Revenue Collections Inpsector 1637 Finance Revenue Collections Coordinator 1701 Grant Funded Workforce Career Advisor 1702 Grant Funded Workforce Business Consultant 1704 Grant Funded Workforce Program Supervisor 1705 Grant Funded Workforce Program Specialist I 1706 Grant Funded Workforce Center Manager 1707 Grant Funded Workforce Employer Specialist 17.IT 14.IT 16.IT 13.IT 16.IT EX 16.IT EX 32.A1907 EX 28.A1907 EX 15.IT NEX 20.A1907 EX 11.IT NEX 21.A1907 EX 17.IT EX 30.A1907 EX 16.IT EX 15.IT EX 19.IT EX 13.IT EX 32.A1907 NEX 22.A1907 EX 30.A1907 EX 24.A1907 EX 32.A1907 EX 26.A1907 EX 28.A1907 EX 28.A1907 EX 30.A1907 EX 30.A1907 EX 30.A1907 NEX 19.A1907 NEX 25.A1907 EX 30.A1907 NEX 18.A1907 NEX 22.A1907 EX 25.A1907 EX 15.A1907 EX 19.A1907 EX 22.A1907 NEX 13.A1907 EX 29.A1907 EX 19.A1907 EX EX EX EX EX THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 1710 Grant Funded Workforce Prog Workshop Facilitator 1711 Grant Funded Workforce Placement Specialist 1730 Grant Program Lead 1808 Claims Account Specialist 1810 Claims Adjustor I 1812 Claims Adjustor II 1816 1820 1822 1824 Claims Adjustor III Coll/Subrogation Spec Claims Supv., Asst. Claims Supervisor 2009 Senior Construction Coordinator 2010 Survey Party Chief 2011 2012 2013 Eng Tech I 2015 Eng Tech II 2017 Eng Tech III 2018 Eng Tech IV 2019 Construction Coordinator 2020 Cadd Operator 2029 Street Lighting Eng I 2030 Professional Engineer I 2031 Engineer I 2032 Professional Engineer 11 2.033 Professional Engineer III 2034 Professional Engineer IV 2036 Environmental Engineer 2038 Engineer II 2039 Utility Engineer 2040 Elec Engineer 2041 Engineer III 2048 Architect I 2049 Architect II 2050 Architect III 2053 Landscape Architect 2054 Landscpe Arch Supv 2056 Project Rep. 2057 CITP Project Liaison 2060 Cable Tv Engineer 2100 Roofing Inspector 2101 Roofing Inspector, Sr EX EX EX NEX EX EX EX EX EX EX 19.A1907 15.A1907 25.A1907 22.A1907 22.A1907 24.A1907 26.A1907 24.A1907 28.A1907 30.A1907 EX 29.A1907 EX 24.A1907 Surveyor EX 30.A1907 Surveyor, Senior EX 33.A1907 NEX 18.A1907 NEX 20.A1907 NEX 24.A1907 EX 27.A1907 EX 27.A1907 NEX 24.A1907 EX 27.A1907 EX 30.A1907 27.A1907 31.A1907 33.A1907 35.A1907 33.A1907 29.A1907 29.A1907 33.A1907 30.A1907 26.A1907 30.A1907 31.A1907 30.A1907 EX 31.A1907 EX 27.A1907 EX 31.A1907 EX 31.A1907 NEX 01.INS EX 29.A1907 EX EX EX EX EX EX EX EX EX EX EX EX EX THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 2103 Senior Building Inspector 2105 Senior Plumbing Inspector 2107 Senior Mechanical Inspector 2109 Senior Electrical Inspector 2110 Bldg Insp I 2111 Bldg Insp 11 2112 Chief Building Inspector 2113 Chief of Inspection Services 2114 Building Inspector 2116 Structural Engineer(plans Exam) 2120 Elec Insp 2121 Elec Insp II 2122 Elec Insp Chief 2123 Electrical Inspector 2125 Senior Roofing Inspector 2127 Senior Elevator Inspector 2130 Plumbing Insp I 2131 Plumbing Insp II 2132 Plumbing Insp Chf 2134 Plumbing Inspector 2140 Construction Inspection Representative 2142 Resilience Programs Manager 2143 Environmental Compliance Specialist 2144 Environmental Compliance Coord. 2145 Zoning Plans Processor 2146 Zoning Manager 2149 Building Services Assistant IV 2150 Zoning Inspector I 2151 Zoning Information Specialist 2152 Zoning Information Supervisor 2153 Plans Processing Aide 2154 Plans Processing Specialist 2155 Code Compliance Inspector 2156 Code Enforcement Inspector II 2157 Zoning Information Technician 2158 Mech Insp I 2159 Mech Insp II 2160 Mech Insp Chief 2161 Mechanical Inspector 2165 Elevator Inspector 2167 Chief Elevator Inspector 03.INS 03.INS EX 03.INS EX 03.INS NEX 27.A1907 EX 29.A1907 EX 05.INS EX 33.A1907 NEX 01.INS EX 35.A1907 NEX 27.A1907 EX 29.A1907 EX 05.INS NEX 01.INS EX 03.INS EX 03.INS NEX 27.A1907 EX 29.A1907 EX 05.INS NEX 01.INS NEX 17.A1907 EX 30.A1907 EX 27.A1907 EX 28.A1907 EX 29.A1907 EX 33.A1907 NEX 24.A1907 NEX 23.A1907 NEX 27.A1907 EX 30.A1907 NEX 19.A1907 NEX 30.A1907 NEX 24.A1907 EX 26.A1907 NEX 22.A1907 NEX 27.A1907 EX 29.A1907 EX 05.INS NEX 01.INS NEX 01.INS EX 05.INS EX EX THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 2168 Chief, Unsafe Structures 2170 Building Services Assistant I 2171 Building Services Assistant II 2172 Building Services Assistant III 2176 Supv Permits & Rev 2178 Chief Code Enforc Off 2181 Cable Tv Tech Spec 2187 Business Tax Receipts Aide 2188 Business Tax Receipts Specialist 2190 Assistant Occupational License Supv 2192 Business Tax Receipts Supervisor 2195 Housing Quality Inspector 2196 Housing Quality Inspector, Sr 2203 Graphic Designer,Senior 2204 Graphic Designer 2205 Planning III 2206 Planning III II 2208 Planning Tech 2209 Public Art Manager 2210 Park Planner 2211 Environmental Resources Specialist 1 2212 Environmental Resources Specialist II 2214 Housing Spec Asst 2215 Chief of Urban Design 2216 Chief of Comprehensive Planning 2217 Archeologist 2218 Historic Preservation Planner 2219 Preservation Officer 2220 Planner I 2221 Planner ll 2222 Planner III 2223 Chief of Land Development Comm Dev Coord 2225 Housing Spcl 2226 Housing Spcl Prncpl 2227 Housing Spec Sr 2228 Hsg Rhb Ln/O Sr 2229 Housing Loan Officer 2230 Housing Rhb Est 2231 Hsg Rhb Estim Sr 2232 Soc Prg Analyst 2224 EX 32.A1907 NEX 17.A1907 NEX 19.A1907 NEX 22.A1907 EX 29.A1907 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 NEX 19.A1907 NEX 22.A1907 NEX 24.A1907 EX 32.A1907 EX 27.A1907 NEX 22.A1907 NEX 24.A1907 NEX 23.A1907 EX 34.A1907 EX 34.A1907 EX 29.A1907 EX 29.A1907 EX 34.A1907 EX 27.A1907 EX 31.A1907 EX 34.A1907 EX 34.A1907 EX 32.A1907 EX 26.A1907 EX 31.A1907 EX 28.A1907 EX 26.A1907 NEX 24.A1907 NEX 23.A1907 EX 26.A1907 NEX 22.A1907 2233 2234 2235 2237 2239 2240 2244 2250 2252 2257 2258 2972 3001 3002 3005 3010 3011 3012 3014 3021 3022 3023 3024 3025 3026 3104 3105 3106 3107 3301 3302 3303 3305 3308 3310 3311 3313 3314 3315 3316 3317 THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. Soc Prg Anl Ast Soc Prg Ant Sr Soc Prg Anl Supv Commty Dv Prj Supv Social Prog Coord Hsg Rhb Ln/O Asst Hsg Rhb Estim Asst Loan Specialist Loan Program Manager Project Representative, Senior Development Coordinator Volunteer Coordinator Laborer Laborer II Laborer III Labor Crew Ldr I Labor Crew Ldr II Public Wks Supv Public Works Superintendent Assistant Heavy Equipment Specialist Sanitation Supervisor Heavy Eqp Specialist Recycling Coordinator Waste Col Supt Ast Superintendent Of Solid Waste Auto Eqp Op I ........ _. Auto Eqp Op II Auto Eqp Op III Auto Eqp Op IV Maint Mech Helper Maint Mechanic Maint Mech Supv Air Cond Mech Hvacr Supervisor Electrician Elec Supervisor Gen. Maintnc. Worker Gen Maint Rep-Pnt/Mec Gen Maint Rep-Carpen. Gen Maint Rep-Electr/Air Cond. General Maint. Repair Supv, Elec NEX 20.A1907 EX 25.A1907 EX 28.A1907 EX 29.A1907 EX 31.A1907 NEX 19.A1907 NEX 19.A1907 EX 24.A1907 EX 28.A1907 EX 31.A1907 EX 34.A1907 28.A1907 NEX 15.A1907 NEX 16.A1907 NEX 17.A1907 NEX 18.A1907 NEX 22.A1907 EX 28.A1907 EX 31.A1907 NEX 23.A1907 NEX 25.A1907 EX 25.A1907 NEX 25.A1907 EX 28.A1907 EX 30.A1907 NEX 17.A1907 NEX 19.A1907 NEX 21.A1907 NEX 22.A1907 NEX 17.A1907 NEX 20.A1907 NEX 23.A1907 NEX 27.A1907 EX 30.A1907 NEX 27.A1907 EX 30.A1907 NEX 17.A1907 NEX 20.A1907 NEX 21.A1907 NEX 23.A1907 NEX 24.A1907 THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 3318 General Repair Maint Supv 3319 Electrician II 3320 Electrical Line Worker 3321 Electrical Line Worker Supervisor 3322 Plumber Supervisor 3324 Plumber 3326 Carpenter 3327 Carpenter Supv 3328 Mason 3335 Painter 3336 Auto Body Wrkr/Pntr 3337 Painter Sign 3338 Painter Supv 3339 Auto Pnt/Bdy Shop Spy 3340 Pipefitter 3341 Pipefitter Supv 3350 Welder 3358 Composting Facility Supervisor 3360 Facilities Oper Wrkr. 3361 Facilities Oper Worker, Senior 3362 Facilities Oper Supvr 3370 Prop Maint Asst Supt 3371 Prop Maint Supt 3372 Pol Secuty & Fac Supv 3374 Police Fac Asst 3402 Fuel Fac Att 3404 Auto Mech Helper 3405 Automotive Service Writer 3406 Auto Mechanic 3407 Auto Mech Supv 3408 Fuel Fac Supv 3409 Heavy Eqp Mech Helper 3410 Heavy Eqp Mech 3411 Heavy Eqp Mech Supv 3420 Garage Asst Supt 3450 Fleet Manager 3452 Supt.- Garage Or Motor Pool 3455 Fleet Management Representative 3456 Fleet Liaison 3638 Facility Maintenance Technician 3642 Facility Maintenance Manager NEX N EX NEX N EX EX N EX NEX N EX NEX N EX NEX N EX NEX N EX NEX N EX NEX NEX NEX N EX NEX EX EX N EX NEX NEX NEX NEX 23.A1907 28.A1907 24.A1907 29.A1907 30.A1907 27.A1907 21.A1907 23.A1907 21.A1907 20.A1907 22.A1907 21.A1907 23.A1907 24.A1907 19.A1907 22.A1907 22.A1907 25.A1907 16.A1907 20.A1907 23.A1907 31.A1907 33.A1907 21.A1907 19.A1907 15.A1907 17.A1907 19.A1907 NEX 23.A1907 NEX 25.A1907 NEX 21.A1907 NEX 18.A1907 NEX 24.A1907 NEX 26.A1907 EX 29.A1907 EX 33.A1907 EX 30.A1907 NEX 22.A1907 NEX 20.A1907 NEX 20.A1907 EX 28.A1907 THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 3643 Parks & Recreation Facility Maintenance Manager 3644 Utility Analyst 4005 Custodian I 4006 Custodian II 4007 Custodian Supv 5017 Police Property Mgr 5019 Identification Aide 5020 Police Comm Clrk 5022 Pol Prop Spec I 5023 Forensic Crime Analyst 5024 Pol Prop Spec II 5025 Crime Scene Investigator I 5026 Crime Scene Investigator II 5027 Crime Scene Investigations Supervisor 5030 Latent Print Examiner 5032 Latent Print Examiner Supervisor 5035 Forensic Investigations Manager 5037 Guard/Porter 5039 School Crossing Guard Supervisor 5040 Public Service Aide 5050 Professional Compliance Supv. 5060 Police Records Supr 5065 Criminal Intelligence Analyst I 5066 Criminal Intelligence Analyst II 5070 Crime Analyst I 5071 Crime Analyst II 5073 Video Retrieval Specialist 5076 Prof Compliance Asst 5077 Prof Compl Rep 5090 Senior Policy Analyst 5301 Fire Plans Examiner 5302 Fire Sfty Spec. Sr. 5303 Fire Sfty Spec.Supv 5304 Fire Sfty Spec 5314 Emergency Management Coordinator 5315 Fire Supplies Clerk l 5316 Fire Supplies Clerk II. 5317 Grant Funded Emergency Management Planner 5318 Fire And Life Safety Education Coordinat 5319 Fire & Life Safety Ed.Spec. 5320 Video Program Spec EX EX NEX NEX NEX EX NEX NEX NEX NEX NEX NEX NEX EX NEX NEX EX EX EX EX NEX NEX NEX NEX EX EX NEX 30.A1907 NEX 25.A1907 EX 27.A1907 NEX 23.A1907 EX 30.A1907 NEX 14.A1907 NEX 17.A1907 EX 26.A1907 EX 28.A1907 EX 24.A1907 EX 23.A1907 25.A1907 28.A1907 14.A1907 15.A1907 17.A1907 31.A1907 16.A1907 18.A1907 17.A1907 26.A1907 19.A1907 22.A1907 26.A1907 32.A1907 30.A1907 31.A1907 34.A1907 NEX 06.A1907 EX 13.A1907 NEX 17.A1907 EX 28.A1907 28.A1907 26.A1907 28.A1907 22.A1907 24.A1907 22.A1907 19.A1907 26.A1907 28.A1907 THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 5323 Video Program Prod 5324 Show Producer 5401 Multimedia Manager 5403 Communications Equip. Maint. Specialist 5404 Comm Repair Wrkr 5405 Comm Tech 5406 Comm Tech Supv 5407 Comm Maint Asst Supt 5408 Comm Tech Supt 5409 Communications Specialist 5410 Microwave Technician 5411 Communications Technical Operator 5412 Comm Center Supervisor, Police 5413 Emergency Dispatch Assistant 5414 Police Comm. Records Custodian 5415 Emergency Dispatcher 5416 Comm Oper Spvsr 5417 Emd Quality Assurance Specialist 5418 Comm Center Supervisor,Medical/Fire 5419 Communications Training Specialist 5420 Telc Sys Dev Mgr 5423 Telecommunications Technician (RJ) 5424 Telecommunications Technician Assistant 5425 Telecommunications Technician 5426 Telecommunications Technical Specialist 5430 Broadcast Engineer 5432 Videographer/Editor 5433 Audiovisual Technician 5436 Emergency Dispatcher Supervisor, M/F 5446 Emergency Dispatcher Supervisor, Police 5510 Guard 5512 City Ranger 5515 Park Ranger 5516 Park Ranger Supervisor 5517 Senior Park Ranger 5520 Stable Attendant 5523 Stable Attndnt Supvr. 5529 Facility Attend 5530 Marinas Faclt Att 5560 Jtpa Trainee 5711 Administrative Assistant III EX EX EX NEX NEX NEX NEX EX 28.A1907 28.A1907 26.A1907 19.A1907 21.A1907 25.A1907 27.A1907 30.A1907 EX 33.A1907 EX 26.A1907 NEX 25.A1907 EX 25.A1907 EX 28.A1907 NEX 20.A1907 NEX 22.A1907 NEX 22.A1907 NEX 24.A1907 NEX 24.A1907 EX 28.A1907 26.A1907 33.A1907 32.A1907 23.A1907 08.IT 21.A1907 31.A1907 23.A1907 19.A1907 24.A1907 24.A1907 13.A1907 NEX 14.A1907 13.A1907 24.A1907 16.A1907 17.A1907 20.A1907 14.A1907 13.A1907 06.A1907 31.A1907 EX EX NEX NEX NEX NEX EX EX NEX NEX NEX N EX N EX EX N EX N EX N EX N EX N EX N EX EX THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 5740 Staff Analyst Senior 6001 Golf Course Attendant 6003 Grounds Tender 6005 Park Tender 6007 Park Tender II 6010 Greenskeeper 6015 Tree Trimmer 6016 Tree Trim Crew Ldr 6017 Arborist 6020 Cemetery Sexton 6021 Parks Naturalist 6022 Parks Naturalist Sr. 6025 Nursery Tender 6029 Beach Operations Supv 6035 Parks Supv l 603E Parks Sup II 6047 Parks Recreation Coordinator 6048 Superintendent Of Maintenance, Assistant 6049 Parks Operations Coordinator 6050 Parks Supt Of 6051 Superintendent Of Recreation, Assistant 6052 Athletic Coordinator 6053 Superintendent Of Parks 6054 Superintendent of Parks and Recreation 6055 Sports Turf Manager 6059 Asst Stadiums Manager 6060 Stadium Manager 6062 Marine Stad Mgr 6063 Cultural Arts Center Manager 6064 Auditorium Manager Asst 6065 Auditorium Mgr 6067 Marinas Operations Supervisor 6068 Marinas Aide 6069 Marinas Supervisor 6070 Marinas Manager, Asst. 6071 Marinas Manager Parks & Recreation Mgr I Parks & Recreation Mgr II 6082 Waterfront Park Manager 6102 STEAM Education Coordinator 6105 Lifeguard (P/0) 6080 6081 EX NEX NEX NEX N EX NEX N EX NEX N EX NEX N EX EX N EX EX N EX NEX EX EX EX EX 28.A1907 16.A1907 16.A1907 17.A1907 19.A1907 18.A1907 16.A1907 18.A1907 22.A1907 20.A1907 23.A1907 26.A1907 17.A1907 29.A1907 18.A1907 22.A1907 29.A1907 31.A1907 29.A1907 31.A1907 EX 31.A1907 EX 30.A1907 EX 33.A1907 EX 33.A1907 EX 26.A1907 EX EX EX EX EX EX NEX NEX NEX EX EX EX EX EX NEX EX 30.A1907 32.A1907 27.A1907 31.A1907 25.A1907 29.A1907 18.A1907 16.A1907 21.A1907 28.A1907 34.A1907 23.A1907 26.A1907 26.A1907 24.A1907 17.A1907 6106 6107 6108 6109 6110 6111 6115 6118 6119 6120 6121 6122 6123 6124 6125 6126 6127 6128 6129 6131 6132 6133 6135 6144 6148 6149 6151 6152 6156 6160 6161 6162 6164 6170 6172 6300 6301 6302 6303 7017 7018 THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. Ocean Rescue Lifeguard Pools Supervisor Senior Ocean Rescue Lifeguard Lifeguard Sr. (P/0) Aquatic Program Planner Superintendent of Aquatics NEX 20.A1907 EX 25.A1907 NEX 22.A1907 EX 19.A1907 EX 29.A1907 EX 31.A1907 Irrigation Specialist NEX 19.A1907 Japanese Garden Specialist EX 29.A1907 Cult Affr Coord Tennis Supvsr Special Education Teacher Education Initiatives Coordinator EX 29.A1907 EX 19.A1907 EX 25.A1907 EX 28.A1907 Program Coord. EX 31.A1907 Program Coord, Asst EX 27.A1907 Therapeutic Recreation Spec Social Worker Program Assistant Disabilities Program Leader Program Specialist Disabilities Recreation Leader EX 25.A1907 EX 22.A1907 NEX 16.A1907 NEX 22.A1907 NEX 19.A1907 NEX 22.A1907 Golf Course Superintendent EX 20.A1907 Licensed Social Worker EX 28.A1907 Baseball Supv EX 20.A1907 Gen Recreation Prog Planner EX 29.A1907 Aquatic Specialist NEX 18.A1907 Rec Specialist NEX 18.A1907 Water Sports Inst NEX 23.A1907 Boxing Supervisor EX 22.A1907 Youth Pgm. Spec EX 25.A1907 Fitness Center Specialist EX 21.A1907 Recreation Aide NEX 08A1907 Recreation Asst Supt EX 29.A1907 Parks & Recreation Sery Coord EX 29.A1907 Events Specialist NEX 24.A1907 Special Events Supervisor EX 29.A1907 Day Care Admin EX 31.A1907 Day Care Adm Ast EX 25.A1907 Day Care Ctr Supv EX 25.A1907 Day Care Specialist NEX 18.A1907 Job Training Program Coordinator NEX 33.A1907 Vocational Counselor NEX 22.A1907 THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 7019 Citzn Prgm Sup EX 28.A1907 7020 Comm Invol Asst NEX 19.A1907 7021 Crime Prevention Specialist NEX 22.A1907 7031 Sanitation Inspector II NEX 23.A1907 7032 Sanitation Inspector Chief EX 26.A1907 7035 Sanitation Inspector I NEX 21.A1907 7035 Sanitation Inspector NEX 21.A1907 8008 Secretary III NEX 19.A1907 8034 Typist Clerk I NEX 13.A1907 8035 Typist Clerk II NEX 15.A1907 8037 Typist Clerk III NEX 17.A1907 8040 Receptionist/Typist NEX 18.A1907 8048 Property & Casualty Manager EX 32.A1907 8051 Claims Supervisor EX 30.A1907 8073 Domestic Violence Administrator EX 33.A1907 8075 Deputy Chief Resilience Officer EX 21.A1907 8082 Admin Asst I EX 25.A1907 8083 Admin Asst II EX 28.A1907 8101 Secretary IV NEX 21.A1907 8103 Secretary I NEX 15.A1907 8104 Secretary II NEX 17.A1907 8113 Legislative Services Represantive I NEX 19.A1907 8117 Technical Oper Coord EX 24.A1907 8118 Legislative Services Representative II NEX 22.A1907 8119 Legislative Services Representative III EX 25.A1907 8120 Legislative Services Supervisor EX 29.A1907 8121 Transcriber EX 24.A1907 8122 Records Reten Coord EX 25.A1907 8134 Resource Allocation Manager EX 35.A1907 8135 Marketing Coordinator EX 28.A1907 8138 Housing Develop Coord EX 32.A1907 8140 Agenda Coord, Assistant EX 25.A1907 8142 Community Partnerships Manager EX 30.A1907 8144 Grants Coordinator EX 33.A1907 8145 Typist Clerk IV NEX 19.A1907 8152 Fleet Manager EX 33.A1907 8157 Social Worker EX 22.A1907 8158 Program Specialist EX 29.A1907 8159 Program Coordinator - Capital Improvements Program EX 32.A1907 8160 Chief Architect EX 36.A1907 8162 Information Analyst EX 26.A1907 THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 8163 Information Analyst Coordinator EX 31.A1907 8165 Information Services Liaison NEX 20.A1907 8167 Chief of Code Compliance EX 32.A1907 8176 Code Enforcement Training Specialist EX 26.A1907 8177 Code Compliance Field Supervisor EX 27.A1907 8178 Code Enforcement Coord. EX 30.A1907 8201 Code Enforcement Assistant EX 24.A1907 8206 Admin Asst III EX 31.A1907 8220 Chief of Hearing Boards EX 34.A1907 8232 Chief of Environmental Resources EX 34.A1907 8273 Chief of Solid Waste Operations EX 34.A1907 8396 Photographer, Senior EX 26.A1907 8411 Administrative Clerk NEX 17.A1907 8420 Media Relations Liaison EX 19.A1907 8423 Parks And Recreation Facility Manager EX 26.A1907 8424 Special Education Teacher NEX 25.A1907 8425 Parks & Recreation Sery Coord NEX 29.A1907 8426 Program Assistant NEX 14.A1907 8427 Education Initiatives Coordinator EX 28.A1907 8435 Property Manager EX 34.A1907 8437 CIP Technical Administrator EX 36.A1907 8438 Business Development Coordinator EX 34.A1907 8439 Business Development Supervisor EX 31.A1907 8440 Development Coordinator EX 34.A1907 8441 Preservation Officer EX 34.A1907 8450 Telecommunications Administrator EX 34.A1907 8452 Youth Program Coordinator EX 30.A1907 8461 Assistant System Administrator EX 33.A1907 8463 Chief Of Urban Design EX 34.A1907 8464 Chief Of Land Development EX 34.A1907 8466 Planning Illustrator EX 22.A1907 8467 Urban Design Coordinator EX 32.A1907 8468 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 THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 8484 Grant Writer 8490 Insurance Financial Analyst 8510 Records System Coordinator 8514 Records Systems Aide 8515 Records System Specialist 8560 Grants Financial Supervisor 8561 Budget Systems Developer 8565 Special Projects Manager 8568 Employee Services Aide 8574 Special Events Assistant 8575 Special Events Coord 8576 Special Events Manager 8578 Finance Management Supervisor 8580 Environmental Outreach Liaison 8582 Environmental Coordinator 8585 Environmental Compliance Specialist 8587 Resilience Programs Manager 8589 Urban Forester 8590 Economic Development Project Manager 8605 Project Manager - Cip 8606 Chief Project Manager 8607 Senior Project Manager - Cip 8611 Audiovisual Technician 8612 Video Program Specialist 8613 Chief Communications Engineer 8614 Communications Technical Operator 8615 Producer/Writer/Reporter 8616 Operations Coordinator 8618 Production Manager 8619 Community Relations Coordinator 8621 Cadd Operator 8622 Community Relations Liaison 8623 Community Relations Outreach Specialist 8624 Community Relations Aide 8625 Project Manager Senior 8626 Research Analyst 8628 Business Process Analyst 8630 Project Manager 8631 Project Representative Senior 8638 Maintenance Technician 8640 Facility Manager EX EX EX NEX EX EX EX EX 28.A1907 28.A1907 30.A1907 20.A1907 26.A1907 30.A1907 32.A1907 34.A1907 EX 22.A1907 EX 22.A1907 EX 25.A1907 EX 31.A1907 EX 31.A1907 EX 25.A1907 EX 28.A1907 EX 27.A1907 EX 30.A1907 EX 27.A1907 EX 34.A1907 EX 32.A1907 EX 36.A1907 EX 34.A1907 NEX 19.A1907 EX 23.A1907 EX 31.A1907 EX 25.A1907 EX 26.A1907 EX 30.A1907 EX 31.A1907 EX 27.A1907 24.A1907 27.A1907 25.A1907 22.A1907 36.A1907 EX 27.A1907 EX 30.A1907 34.A1907 31.A1907 20.A1907 30.A1907 EX EX EX EX EX EX EX NEX EX THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 8642 Facility Maint. Manager EX 28.A1907 8643 Superintendent Of Solid Waste EX 31.A1907 8645 Community Programs Administrator EX 33.A1907 8649 Payroll Manager EX 34.A1907 8650 Oracle Financial Systems Manager 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 I11-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 NEX 14.A1907 8720 Employ Interviewer NEX 17.A1907 8722 Client Sery Coord EX 32.A1907 8723 Client Services Specialist EX 25.A1907 8724 Accountant 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 Capital Impry Procurement Admin. EX 36.A1907 8751 Zoning Manager EX 33.A1907 8752 Legislative Coord EX 25.A1907 THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 8759 Financial Reporting Manager 8760 Internal Controls and Compliance Manager 8764 Financial Dev Coord 8770 Admin Aide I 8773 Admin Aide II 8775 Investigator II, Civilian Investigative Panel 8776 Investigator, Civilian Investig. Panel 8777 Civilian Investigative Panel Analyst 8780 Film And Culture Administrator 8783 Cultural Administrator 8784 Cultural Arts Center Manager 8785 Auditorium Mgr Assist 8786 Convention Center Manager 8789 Traffic Engineer 8791 Transportation Coordinator 8792 Special Projects Assistant 8793 Spec Projects Coord 8794 Transportation Analyst 8796 Assistant Facility Maintenance Manager 8801 Client Support Sery Aide 8803 Assessment & Referral Spec. 8804 Training Specialist 8805 Job Placement Specialist 8806 Skills Coach 8808 Case Management Supervisor 8809 Case Manager 8810 Sr.Job Placement/Marketing Spec 8811 Case Management Assistant 8812 Training Coordinator 8813 Training And Development Specialist Contract Compliance Analyst Contract Compliance Manager 8817 Employment Program Analyst 8818 Job Placement/Marketing Coord 8824 Fiscal Assistant 8825 Fiscal Administrator 8830 Housing Quality Assurance Aide 8835 Housing Quality Assurance Supervisor 8840 Housing Program Manager 8842 Housing Program Analyst 8844 Housing Quality Assurance Monitor 8815 8816 EX 32.A1907 EX 34.A1907 EX 31.A1907 NEX 20.A1907 NEX 22.A1907 EX 28.A1907 EX 26.A1907 EX 26.A1907 EX 27.A1907 EX 28.A1907 EX 31.A1907 EX 25.A1907 EX 31.A1907 EX 32.A1907 EX 36.A1907 EX 25.A1907 EX 29.A1907 EX 29.A1907 EX 26.A1907 NEX 20.A1907 EX 24.A1907 EX 25.A1907 EX 22.A1907 EX 23.A1907 EX 28.A1907 EX 25.A1907 EX 28.A1907 EX 22.A1907 EX 28.A1907 EX 27.A1907 EX 27.A1907 EX 34.A1907 EX 27.A1907 EX 32.A1907 EX 22.A1907 30.A1907 19.A1907 29.A1907 32.A1907 28.A1907 NEX 24.A1907 EX NEX EX EX NEX THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 8900 Grant Funded Hosing Qlty Assur 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 I NEX 20.A1907 8921 Grant Funded Administrative Aide II EX 22.A1907 8923 Grant Funded Administrative Asst. I EX 25.A1907 8924 Grant Funded Vista Program Asst. EX 24.A1907 8925 Grant Funded Program Specialist 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 EX 27.A1907 8931 Grant Funded Contracts Manager EX 34.A1907 8932 Grant Funded Special Projects Asst EX 25.A1907 8933 Grant Funded Special Projects Coord EX 29.A1907 8939 Grant Funded Loan Specialist EX 24.A1907 8945 Grant Funded Loan Review Specialist EX 26.A1907 8950 Grant Funded Fiscal Assistant EX 22.A1907 8951 GF Budget and Financial Support Advisor EX 27.A1907 8959 Grant Funded Clerk I NEX 08.A1907 8960 Grant Funded Clerk III NEX 16.A1907 8972 GF Workforce Program Supervisor EX 22.A1907 8973 GF Workforce Career Advisor EX 15.A1907 8974 GF Workforce Lead Career Advisor EX 20.A1907 8975 GF Workforce Employer Specialist EX 19.A1907 8976 GF Workforce Placement Specialist EX 15.A1907 8979 GF Workforce Business Consultant EX 19.A1907 8980 GF Workforce Employer Consultant EX 19.A1907 8982 GF Workforce Program Workshop Facilitator EX 19.A1907 8984 GF Workforce Program Customer Service Rep NEX 10.A1907 8986 GF Workforce Program Specialist I NEX 13.A1907 8987 GF Workforce Program Specialist II NEX 15.A1907 8990 Grant Funded Workforce Outreach Specialist NEX 14.A1907 Employees in job codes 8082, 8083, 8206, 8770, and 8773 are included in the unit, other than those excluded per the Unit Clarification Petition settlement agreement made and entered on March 24, 2016 and April 26, 2018 between AFSCME Local 1907 and the City of Miami. All persons who hold interim, provisional, seasonal, part-time or temporary positions are considered exempt from Appendix A and as such are not entitled to any benefits as specified in this Agreement. THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. In the event there is a discrepancy in pay grade for any particular classification, the higher pay grade will prevail. THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. rr 9 fJ 1' C o 131 12 3 ;2 ?!� 2 2 l r� �� r THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. )i� C THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. C1TY OF MAML FLORIDA, 1NTER-OFFICE MEMORANDUM Alan Dodd Director Department of Public Works Joe Napoli Deputy City Manager City Manager's Office September 4. 2018 Public Works Supervisor Effective upon ratification of the October 1, 201? — 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 Dkison THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. Mario Nunez Director Department of Solid Waste Ppcm Joe Napoli Deputy City Manager City Manager's Office Y MiAMI, LORJ. INTER -OFFICE :MEMORANDUM September 4, 2018 Chief Sanitation inspector 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, AFSCME Local 1907 Depanment of Human Resources Labor Relations Division THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. MEMORANDUM OF UNDERSTANDING BETWEEN AFSCME LOCAL 1907 AND CITY OF MIAMI August 9, 2018 WHEREAS the Parties have tentatively agreed in Article 52.6 that effective September 30, 2020, the service retirement benefit for employees hired prior to October 1, 2010, shall be equal to three percent (3%) of the member's highest one year of compensation multiplied by the number of years of creditable service; and WHEREAS there is a possibility that the City may secure additional funding prior to September 30, 2018, that, subject to Commission approval, may be used and/or expended to fund an expedited implementation of the foregoing benefit. NOW THEREFORE, the parties agree that if by September 30, 2018, the City secures the necessary funding and approves the use and/or expenditure of the necessary funding to accelerate the implementation of the foregoing benefit as tentatively agreed in Article 52.6 of the collective bargaining agreement, then the benefit shall take effect on October 1, 2018. AGREED TO this day of August, 2018. Volr the City of Miami For AFSCME Local 907 IT Schedule 1/7/2018 1yr 1yr 1yr1yr 1yr 1yr 1yr 2yr 2yr 2yr 2yr 2yrz 2yr 2yr 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 7.1.9970 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 13.0968 24.7517 6 4643 2.>. 5 , G.7 ;7 � 73 ,,.(1744 „1 ?9./!; " 30 9570 � 4 ° , 2 996 74.1746 5.8308 37.6277 79.5034 41.4786 43.5525 45.7302 t r./1/.1 '��.�_ q o.(il-I at` �'�r �� ',(?_ )__. ii 1 ,f f6 �. I_Ll.E ?`�.£ _ t7h L,>. ? 3 1.503�! 41.4786 43.5525 15J302 48.01.67 I!", G.73, , '£3.01:4 . .1, 5 32r„ i1/8 5.8:398 7.6.28 J9.5084 .1786 43.5525 45 /302 48.01.67 50.41.75 .'6.r`'r'S 78.0%1/ 23 l/:?`I 70.9 .L0 2, i9'6 !i,i.f'.6 . 5. x 8' 77 67 3 39.5081 ;;.(.4/86 3.5525 n5.7302 48.0167 50.4175 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 35.3308 37.6223 39.5034 41.4786 43.5525 45.7302 48.0167 50.4175 52.9384 55.5853 58.3646 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 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 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 3 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 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 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 6 „' 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 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 '1N3Wfl3OD SIHI 3O DNB ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT THIS DOCUMENT IS A SUBSTITUTION TO IT Schedule Oct 2018 Step �S 1 yr 2. � 1 yr ��` 1 yr ` 4. 1 yr i 5 1 yr 6 1 yr 7 1 yr 8 .. 2 yr ,:,.. 9. .., 2 yr , ; 10 2 yr ' 11 ,,..: 2 yr 12 . '< 2 yr ":13 ,.,, 14 =x 15 a 2 yr 2 yr 2 yr 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 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 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 z�r 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 24.7367 25.9736 27.2723 28.6359 30.0677 31.5710 33.1496 34.8071 36.5474 383747 40.2935 42.3082 44.4236 46.6448 48.9770 e e 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 .. ' 27.2723 28.6359 30.0677 ° 31.5710 '' 33.1496 34.8071 36.5474 `'r38.3747 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 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 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 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 4-k 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 s` 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 t 40.2935 42.3082 s44,4236 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 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 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 '1N3Wfl3OD SIHI 3O DNB ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT THIS DOCUMENT IS A SUBSTITUTION TO IT Schedule Oct 2019 Step 1 1yr 2 1yr 1yr 1yr 1yr 1yr lyr 2yr 2yr 10 2yr 11 2yr 12 2yr 13 2yr 14 2yr 15 2yr 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 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 - 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 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 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 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 _ r 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 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 g _6� 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 = 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 = 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 45.3121 47.5777 49.9565 i 52.4544 55.0771 57.8309 60.7225 63.7587 66.9465 70,2939 73.8086 77.4990 81.3740 85.4426 89.7148 ' , _ 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 '1N3Wfl3OD SIHI 3O DNB ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT THIS DOCUMENT IS A SUBSTITUTION TO 10/1/2017 INS 1yr t 1yr 1yr J 2yr 2yr TE 2yr 2yr 2yr lyr lyr lyres 1yr 2yr 2yr 2yr 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 01.INS 30.7019 32.2370 33.8489 35.5414 37.3184 39.1844 41.1437 43.2009 45.3609 47.6290 50.0104 52.5109 55.1365 57.8933 60.788 03.INS 33.7722 35.4607 37.2338 39.0955 41.0502 43.1027 45.2579 47.5208 49.8968 52.3917 55.0113 57.7619 60.6500 63.6825 66.8666 05.INS 37.1493 39.0068 40.9571 43.0050 45.1552 47.4130 49.7836 52.2728 54.8864 57.6308 60.5123 63.5379 66.7149 70.0506 73.5531 '1N3Wfl3OD SIHI 3O DNB ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT THIS DOCUMENT IS A SUBSTITUTION TO Oct 2018 1 lyr 2; lyr 3 lyr 4 lyr 5� lyr 6 lyr 7 "` lyr ;. -8 2yr � 9 , 2yr 10 2yr =11 � 2yr � 1'� `. 2yr .. ,13: 2yr . � 14 2yr 15 2yr INS 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 01JNS 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 05.1N5 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 '1N3Wfl3OD SIHI 3O DNB ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT THIS DOCUMENT IS A SUBSTITUTION TO Oct2019' 1 1yr 2 1yr 3 1yr 4 1yr 5 1yr 6 lyr 7'- lyr 8 2yr 9. 2yr 10 2yr 11 2yr 1 2yr 13 2yr .14 2yr 15.a. 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 9422 33,5393 35.2164 36.9772 38.8261 40.7675 42.8059 44.9462 47.1935 49.5532 52.0308 r 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 '1N3Wfl3OD SIHI 3O DNB ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT THIS DOCUMENT IS A SUBSTITUTION TO 10/1/2017 ;� 1-�..' : 1yr ": �.2 1yr 3 :.�:..`4::. 1yr 1yr 5 a;, 1yr 6,..... 1yr 7:, 1yr 8 2yr :' 9 9 _ 2yr 10; 2yr 11 ....�.:, 2yr 1 .<.; �;13�°" ,,14 : ;: 15 AF5CM6 , 2yr 2yr 2yr 2yr 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 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 124252 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 212513 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 346161 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 381643 40.0725 42.0761 44.1799 46.3889 48.7084 51.1438 53.7010 56.3860 - 59.2053 62.1656 65,2739 685375 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 621656 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 '1N3Wfl3OD SIHI 3O DNB ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT THIS DOCUMENT IS A SUBSTITUTION TO Oct 2018 1 1yr 2 lyr 3 1yr 4 1yr 5 1yr 6 1yr ? . ; lyr 8 2yr 9 2yr 10 2yr 13. 2yr 12 2yr 13 =: , 2yr �. 14 2yr .i 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 11A955 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 36.41907 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 '1N3Wfl3OD SIHI 3O DNB ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT THIS DOCUMENT IS A SUBSTITUTION TO Oci 2019 lyr lyr lyr lyr lyr 2yr 2yr 2yr 2yr 2yr AFSCME 1yr lyr 2yr 2yr 2yr 5.00% 5.00% 5.00% 5.00% 5.00% 11.7254 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 04.A1907 9.1.871 9,6464 10.1288 10.6351 11.1670 12.3117 12.9272 13.5735 14.2523 14.9648 15.7131 16.4988 17.3237 18.1899 05.41907 9.6464 10.1288 1.0.6351 1.1.1670 11.7254 12.3117 1.2.9272 13.5735 13.5735 14.2523 14.9648 14.9648 15.71.31 16.4988 17.3237 18.1899 19.0994 06.A1907 10.1288 10.6351 11.1670 11.7254 12.31.1.7 12.9272 14.2523 15.7131 16.4988 17.3237 18.1899 19.0994 20.0542 07.A1907 10.6351 1.1.1670 11.7254 12.3117 1.2.9272 13.5735 14.2523 14.9648 15.7131 16.4988 17.3237 18.1899 19.0994 20.0542 21.0570 08.41907 (1,.1.907 O, 1 F,105/ i2 ,,,1 9 13.A1907 11.1670 1I.72.1 11 1?'127' 1;;.- 7,:, 14.2523 11.7254 '.1117 :^ 1 57','- 1.2' )') 14.9648 17.3117 1.2.92/2 :o' ' `,.96''; 15.7131 12.927? i-' i:i 1 ,, .1..96/1 _i', 71a1� 16.4988 3.5735 - �:; a ,�_,. ;5 'Oil '1 I1 .'7938}, 17.3237 14.2523 i4 96!-, 1,.�7�i n,4't, ri7.3237 18.1899 14.9642 ...._ 71'.-___ 1' . -' t21, 1;,1849 1.9.0994 15.7131 II 48k u ;7" ;� .189' t ).099ZI 20.0542 16.4988 32 _ 17 / 9 1.09';' 20.0542 21.0570 17.3237 ;9a`I 1s_.-. 0c,n, t-1 :, >nU5/!/ .0570 22.1098 18.1.899 '19.099/'1 li?54- ' I.057(a '2,1098 23.2153 19.0994 - 54 �� 0.0. D570 73.10.a 2:3.21.3 24.3761 20.0542 - 7:LOS70 1 0"8 2:.21l,3 74.3701 21.0570 22.1098 22.1098 - 23.21__ 24 3761 , 2 153 24.3761. 25.5949 25.5949 26.8747 25.5949 26.8747 28.2185 14.A1907 14.9648 15.71.31 16.4988 1.7.3237 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.A1907 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 17.A1907 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 34.2996 18.A1907 18.1899 19.0994 20.0542 21.0570 22.1098 23.2153 24.3761 25.5949 26.8747 28.2185 29.6294 31.1109 32.6663 34.2996 36.0146 19.A1907 19.0994 20.0542 21.0570 22.1098 23.2153 24.3761 25.5949 26.8747 28.2185 29.6294 31.1109 32.6663 34.2996 36.0146 37.8154 20.A1907 20.0542 21.0570 22.1098 23.2153 24.3761 25.5949 26.8747 28.2185 29.6294 31.1109 32.6663 34.2996 36.0146 37.8154 39.7062 21.A1907 21.0570 22.1098 23.2153 24.3761 25.5949 26.8747 28.2185 29.6294 31.1109 32.6663 34.2996 36.0146 37.8154 39.7062 41.6915 22.A1907 22.1098 23.2153 24.3761 25.5949 26.8747 28.2185 29.6294 31.1109 32.6663 34.2996 36.0146 37.8154 39.7062 41.6915 43.7760 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 '1N3Wfl3OD SIHI 3O DNB ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT THIS DOCUMENT IS A SUBSTITUTION TO THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. MEMORANDUM OF UNDERSTANDING City of Miami & AFSCME, Local 1907 This Memorandum of Understanding is entered into this „mot{ day of , 2012 between the City of Miami ("City") and the Miami General F?mpl6yees, American Federation of State, County, and Municipal Employees, Local 1907, (jointly "the Parties") to clarify the 2011-2012 collective bargaining agreement ("CBA") as Follows: WI-IERIAS, 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 IHFRT dQ Article )4 specifically ically Ar•tiyl;,- 24.7 provides ` Barrrsiiriiii , Lll1ri. 5 s 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. THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. NOW TUEREFORE, the parties agree Bargaining unit members with unused accumulated 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 BEfIAL1 OF TILL; UNION: -t Anthony Ilatten President, AFSCME Local 1907 2 ON BEHALF OF THE CITY: Johnny j . Martinez City N Hager SUBSTITUTED AFSCME LOCAL 1907 PROPOSAL JULY 25, 2018 AGREEMENT BETWEEN CITY OF MIAMI, MIAMI, FLORID AND MIAMI GENERAL EMP YEES AMERICAN FEDERATI P OF STATE, COUNTY, AND MUNI ► PAL EMPLOYEES LOCAL • 07, AFL-CIO October 1, 2017 - : -- September 30, 2020 2017 entatively Agreed to on For the City of Miami: For the Union SUBSTITUTED AGREEMENT THIS AGREEMENT is entered into this of 2018 between the CITY OF MIAMI, FLORIDA, a municipal corporation (her• after referred to as the "City") and the MIAMI GENERAL EMPLOYEES AFSC LOCAL 1907, AFL-CIO (hereinafter referred to as the "UNION") T tatively Agreed to on For the City of Miami: ( For the Union SUBSTITUTED PREAMBLE WHEREAS, it is the intention of the parties to this Agreement to set for herein the entire agreement of the parties concerning matters which are with' the scope of negotiation: NOW, THEREFORE, in consideration of the mutual c. enants and agreements herein contained, the parties do mutually covenant an► agree as follows: ntatively Agreed to on 4' ` For the City ofyi mi: `ter'-' For the Ln' positions.( SUBSTITUTED ARTICLE 1 RECOGNITION 1.1 Pursuant to and in accordance with all applicable provisio ' s of Chapter 447, Florida Statutes, as amended, the City recognizes the UNIO . s the exclusive bargaining representative for all employees included in the bargaining unit. 1.2 The bargaining unit is as defined in presently fled Certification issued by the Florida Public Employees Relations Commissio nitially certified on June 6, 1978, Certification #408, which includes all the clas 'cations listed in APPENDIX A of the Agreement. 1.3 The City shall promptly not the UNION in writing of any newly created classifications within the City avide az .eqi&/ e� i* the Union i c tepid d . The City -shall also audits of an bar » ainin ' unit 1.4 If there is a , ispute between the parties regarding the inclusion or exclusion of any classifi' , tions within the bargaining unit, the issue shall be settled in accordance with ate law. Tentatively Agreed to on ( For the City of Miami: For the Union fir( SUBSTITUTED ARTICLE 2 REPRESENTATION OF THE CITY 2.1 The City shall be represented by the City Manager, the Dire it of Human Resources or a person or persons designated in writing to the UNI by the City Manager. The City Manager and the Director of Human Resource or designee shall have sole authority to execute an Agreement on behalf of t - e City subject to ratification by an official resolution of the City Commission. 2.2 It is understood that the City Representati or Representatives are the official representatives of the City for the purpose o egotiating with the UNION. Negotiations entered into with persons other than ose as defined herein, regardless of their position or association with the City, have no weight of authority in committin entatively Agreed to on _ �> 11 be deemed unauthorized and shall r in any way obligating the City. For the City of Miami: ( �� For the Union SUBSTITUTED ARTICLE 3 REPRESENTATION OF THE UNION 3.1 The UNION shall be represented by the President of the UNIO or by a person designated in writing to the City Manager, the Director o ` Human Resources or designee by the President of the UNION. The ide tification of representatives shall be made each year at least fifteen (15) cale : ar days prior to April lst. Said designation shall be accompanied by an affi vit executed by said President that the UNION has complied with all require nts of State law in effect at that time with respect to registration of the UNION 3.2 The President of the UNION, or the person designated by said President, shall have full authority to conclude : n agreement on behalf of the UNION subject to ratification. It is understood th, the UNION representative is the official representative of the UNION for e purpose of negotiating with the City. Negotiations entered into with per sons other than those as defined herein, regardless of their position or associatio ith the UNION, shall be deemed unauthorized and shall have no weight of au ority in committing or in any way obligating the UNION. It shall be the respons s ility of the UNION to notify the City Manager or the Director of Human Resour s in writing of any changes in the designation of the President of the UNION o of any certified representative of the UNION. 3.3 The UNION may be represented at negotiation sessions by not more than our (4) designated employee representatives. The four (4) employee entatively Agreed to on For the City of Miami: For the Union SUBSTITUTED representatives may be permitted to attend negotiation sessions on duty with no loss of pay or emoluments except that if one of the four (4) employee representatives the UNION President on full-time release in accordance with the terms of Art e 8, Attendance at Meetings/UNION Time Pool, then only three (3) employe:. may be released from duty with no loss of pay or emoluments. If two (2) •.' the four (4) employee representatives are the UNION President and the ull-time release designee, then only two (2) employee may be released from d with no loss of pay or emoluments. ntatively Agreed to on q— r"' For the City of Miami: ( For the Union SUBSTITUTED ARTICLE 4 MANAGEMENT RIGHTS 4.1 The City has and will continue to retain, whether exercised or no , the right to operate and manage its affairs in all respects, and the powers and - thority not abridged, delegated or modified by the express provisions of this Agement or in any Memorandum of Understanding(s) (MOU) that is incorporated this agreement and attached hereto or referred to herein, in addition to any MO . entered into during the term of this agreement. AFSCME, Local 1907 and the City retain the right to bring forth additional MOUs which were entered into by s oth parties and incorporate them as part of the agreement after notification o he respective party (AFSCME, Local 1907/City Manager or designee) who will c%nfirm the authenticity of the MOUs. Otherwise, any changes of terms and c► ditions of employment shall not be recognized. Any future MOU that ame s the collective bargaining agreement shall be subject to Florida Statute, Chaptr 447, Part II. The parties agree to a s set provision that begins at the ratification of this labor agreement wherein a MOU that is not included with the labor agreement will be considered null and v.id. The rights • the City, through its management officials, shall include, but shall not be lim ed to, the right to determine the organization of City Government; to determin the purpose of each of its constituent departments; to exercise control and dis etion over the organization and efficiency of operations of the City; to set Te atively Agreed to on or the City of Miami: ( / For the Union SUBSTITUTED standards for service to be offered to the public; to direct the employees, including the right to assign work and overtime; to hire, examine, classify, promote, train, transf assign, and schedule employees; to suspend, demote, discharge, or take ether disciplinary action against employees for proper cause; to increase, reduc-, change, modify or alter the composition and size of the work force, includin : the right to relieve employees from duties because of lack of work or funds; o determine the location, methods, means, and personnel by which operation are to be conducted, including the right to determine whether goods or ser ces are to be made or purchased; to establish, modify, combine or abolish pos ions; to change or eliminate existing methods of operation, equipment or fac'. ties; and to establish rules, regulations and rules of conduct. 4.2 The City has the sole authorit o determine the purpose and mission of the City, to prepare and submit budget o be adopted by the City Commission. This shall not prohibit the UNION from pressing its views to the legislative body at the public budget hearing. 4.3 If the City fai . to exercise any one or more of the above functions from time to time, this will ne be deemed a waiver of the City's right to exercise any or all of such functions. This provision ill in no way alter or diminish the rights afforded by Article 7, Prevailing C nefits. Te ► atively Agreed to on or the City of Miami: For the Union SUBSTITUTED 4.4 Those inherent managerial functions, prerogatives and policy -making rights which the City has not expressly modified or restricted by a specific provisio in this Agreement are not in any way, directly or indirectly, subject to the Grie nce Procedure contained in this agreement. 4.5 Delivery of municipal services in the most efficient, fective and courteous manner is of paramount importance to the City o ' Miami. Such achievement is recognized to be a mutual obligation of both • arties within their respective roles and responsibilities. 4.6 The City retains the right to establish, any rom time to time to amend, rules and regulations not in conflict with this Agre ent. Te atively Agreed to on .4-.ems- 1.3/ or the City of Miami: For the Union s,p SUBSTITUTED ARTICLE 5 NO STRIKE 5.1 "Strike" means the concerted failure to report for duty, the co . erted absence of employees from their positions, the concerted abstinence in - ole or in part by any group of employees from the full and faithful performanc of employment with the City, participation in a deliberate and f their duties ncerted course of conduct which adversely affects the services of the City, pick ing or demonstrating in furtherance of a work stoppage, either during the term : or after the expiration of a collective bargaining agreement. 5.2 Neither the UNION nor any of its : ficers, agents, and members, nor any UNION members, covered by this Agree ' ent, will instigate, promote, sponsor, engage in, or condone any strike, symp . by strike, slowdown, sick-out, concerted stoppage of work, picketing in fur erance of any of those acts or any other interruption of the operations of t e City. 5.3 Each bargaini : unit member who holds a position with the UNION occupies a position of spa ial trust and responsibility in maintaining and bringing about compliance wit ► this Article and the strike prohibition in F.S. 447.505 and the Constitution of t State of Florida, Article I, Section 6. Accordingly, the UNION, its officers, stew: rds and other representatives agree that it is their continuing obligatio and responsibility to maintain compliance with this Article and the law, inclung their responsibility to abide by the provisions of this Article and the law by entatively Agreed to on For the City of Miami: " ' For the Union St-e SUBSTITUTED remaining at work during any interruption which may be initiated by others; and their responsibility, in event of breach of this Article or the law by other employee and upon the request of the City, to encourage and direct bargaining unit me ' ber violating this Article or the law to return to work, and to disavow the strike • ublicly. 5.4 Any or all employees who violate any provision of the la prohibiting strikes or of this Article may be dismissed or otherwise discipline .404 y the City, and any such action by the City shall be appealable to the Civil Ser ce Board. T- tatively Agreed to on I For the City of Miami: p For the Union SUBSTITUTED ARTICLE 6 DISCRIMINATION 6.1 The City and the UNION agree that the provisions of this Agre:. ent shall be applied equally to all employees in the bargaining unit without discrimination as to age, sex, marital status, race, color, creed, n. onal origin, religion, disability, sexual orientation, or political affiliation. 6.2 The City agrees not to interfere with the right of e employees to join or not join the UNION, and there shall be no discriminati. , interference, restraint or coercion by the City or the UNION because of UNI • membership or non -union membership. 6.3 The UNION recognizes its respsibilities as bargaining agent and agrees to represent all employees in the Bargaining unit without discrimination, interference, restraint or coercion. 6.4 Any claim of discri .'nation by an employee against the City, its officials or representatives, oth than a claim of discrimination in violation of section 6.2, shall not be grievable o arbitrable under the provisions of Article 14 - Grievance Procedure, but shall be - bject to the method of review prescribed by law or rules and regulations having e force and effect of law. 6.5 T e UNION shall not be required to process the grievance of a non- union mem T- tatively Agreed to on y�Z �'' Ca For the City of Miami: For the Union S� 1 SUBSTITUTED ARTICLE 7 PREVAILING BENEFITS 7.1 Job benefits heretofore authorized by the City Manager contin •usly enjoyed by all employees covered by this Agreement, and not specifically pr ided for or abridged by this Agreement, shall continue upon the conditions by w ich they had been previously granted. 7.2 Provided, however, nothing in this Agreement s ' all obligate the City to continue practices or methods which are unsafe, obsolete, inefficient or uneconomical. Disputes over the application of this ction may be subject to the Grievance Procedure. 7.3 If the City desires to change s job benefits, the matter shall be negotiated between the City and the UNI • in accordance with Chapter 447, Part II, Florida Statutes. Te - atively Agreed to on 2 % or the City of Miami: For the Union SUBSTITUTED ARTICLE 8 ATTENDANCE AT MEETINGS/UNION TIME POOL 8.1 The President of the UNION or a designated representative s all be allowed to attend regular meetings and special meetings of the City C State or National UNION Conventions, the Civil Service Boa Employment Opportunity Advisory Board and the Pension Plan the UNION President or any other bargaining unit employees mission, , the Equal ard. Time off for attend these or other similarly approved meetings will be in accordance with S: tion 2 of this Article. 8.2 A UNION time pool is hereby authorize . subject to the following: A. The City agrees to establis . an annual time pool bank of5-a80 e), 50D FOCI hours to be use in accordance with the provisions of this Article. All used hours will be carried over to the following cale : ar year. B. For each • argaining unit member, except the UNION Presid:. t, or a designee, when on full-time release, who is au orized to use time from the UNION time pool, the resident shall fill out the appropriate form as provided for by the City. This form shall be signed by the UNION President and forwarded to the Department Director a minimum of seven (7) calendar days prior to the time the employee UNION representative desires such leave. A copy shall also be entatively Agreed to on 25-- 2,4 For the City of Miami: ( For the Union SUBSTITUTED forwarded to the Director of Human Resources or designee. It is understood on rare occasions the seven (7) day time li may not be met. The President shall forward a d ailed explanation to the Director of Human Resources o designee as to why the seven (7) day rule was not met. C. Bargaining unit members shall be release, rom duty only if the needs of the service permit, but su release shall not be unreasonably denied. If because of e needs of the service a bargaining unit member can •t be released at the time desired, the UNION may re • est an alternate bargaining unit member be released fro duty during the desired time. D. In reporting a barg. ' ing unit member's absence as a result of utilizing the U ON Time Pool, the daily attendance record shall reflect' "Bargai . ng Unit Member Doe on AL" (Authorized Leave) E. Any : njury received or any accident incurred by a bargaining it member whose time is being paid for by the UNION time pool, or while engaged in activities paid for by the UNION time pool, except the UNION President and the designee when on full-time release shall not be considered a line -of -duty injury, nor shall such injury or accident be considered to have been T: tatively Agreed to onl For the City of Miami: For the Union SUBSTITUTED F. incurred in the course and scope of employment by the City of Miami within the meaning of Chapter 440, Florida Statute s, as amended. Upon written request to the Director of Human R• sources or designee, the President of the UNION, any the two (2) designees will be released for the term of th'. Agreement from his/her regularly assigned duties for t City. The terms of this agreement for such release are Only to be implemented if the following qualifications are ' et by the UNION: 1. The UNION Preside ' t and the two (2) designated representatives, 1 reasonably be available through the UNION of ce currently located at 4011 W. Flagler Street, Sui - • 405, Miami, Florida 33134, for consultation with t Management of the City of Miami. 2. N. equests to attend meetings at the City's expense as he UNION representative will be made to the City by the UNION, its officers, agents or members. The Time Pool will be charged for all hours during which the UNION President and the two (2) designees are on off -duty up to a forty (40) hour work week, except that absence due to vacation leave, sick leave, holidays, or Te, atively Agreed to on or the City of Miami: For the Union SUBSTITUTED compensatory leave will be charged to the President's employee leave accounts. G. On no more than one occasion per month, the UNION E - cutive Board members may meet during their scheduled wor : shift for a period not to exceed four (4) hours. At no time ' ill more than eight (8) employees be released to attend suc eetings, and the Time Pool shall be charged a minimum of ',ur (4) hours for each employee who attends such meetings. ' elease of employees for this purpose shall be conditionsupon compliance with other provisions of this Article. 8.3 All applicable rules, regulati, s and orders shall apply to any bargaining unit employees on time pool r ease. Violations of the above -mentioned rules, regulations and orders shall subj ct the bargaining unit employees on pool time to regular disciplinary processes. 8.4 The City reserve : the right to rescind the provisions of this Article in the event any portion of th• Article is found to be illegal. Cancelling the Article shall not preclude further ne:otiations of future employee time pool. 8.5 Exce ' as provided above, bargaining unit employees who attend administrative judicial hearings shall not be compensated by the City unless such attendance ' on behalf of and at the request of the City. T tatively Agreed to on For the City of Miami: For the Union SUBSTITUTED ARTICLE 9 UNION STEWARDS 9.1 Employees within the bargaining unit shall be represen d by Stewards in areas of the City employment in the number and manner s'' forth in Section 9.7. The UNION shall furnish Management a list of the stewards' and alternate Stewards' names and their assigned areas, and shall k- p the list current at all times. 9.2 When requested by an employee, a stewarmay only investigate any alleged or actual grievance in his/her assigned stewa area as provided in Section 9.7. He/She will be allowed reasonable time there `ire during working hours without loss of time or pay upon notification and ap oval of his/her immediate supervisor outside the bargaining unit. Such releas- time will be granted consistent with the needs of the service but will not unre..onably be withheld. 9.3 UNION business, o er than that cited above, shall be conducted so as not to interfere with the work ssignment of stewards or any other employees. 9.4 A non-emp yee UNION Representative may consult with employees in assembly areas bef e the start of each work shift or after the end thereof. 9.5 Sh d an employee UNION representative covered by this Agreement be released o the Attendance at Meetings/UNION Time Pool Article said employee may subs tute for the steward, but in no event shall the steward and the employee UNI representative both investigate the same grievance or appear for the meeting entatively Agreed to on `- 2-D d For the City of Miami: iI For the Union S SUBSTITUTED called to resolve the grievance. Should the UNION President desire the UNION Steward, as described in Section 9.2, to attend a Step 3 grievance meeting, steward may be released to attend said meeting with any time loss to be cha k:ed to the UNION Time Pool. 9.6 An alternate steward may be appointed for each stewa i as provided for and assigned in Section 9.7. The alternate steward w' be utilized by management when management is unable to reach the U ► ON steward or the UNION steward cannot be spared for the assigned d : es at the time and all provisions of this Article shall apply to alternate - ewards as well as regular stewards. 9.7 Responsibility areas (location) a r number of UNION Stewards: A. Recreation Personnel B. Police Department .: uilding (2) C. Miami Riversi. Center (2) D. Parks Oper;tions, and Public Works Operations (2) E. All Ge ral Service Administration Divisions, and Department of S id Waste (2) F. Fi - Garage and Stadiums (1) /' tively Agreed to on ` /``' or the City of Miami: ', i For the Union SUBSTITUTED ARTICLE 10 CONTRACT DISTRIBUTION 10.1 The City agrees to furnish copies of this contract to each depart director where UNION members are employed and said department directo ' shall make the contract available for employee examination at the employee's quest. Tent. ively Agreed to on -7 r the City of Miami: For the Union SUBSTITUTED ARTICLE 11 NOTICES 11.1 The City agrees to provide to the UNION, the following: Age . as of regular and special City Commission meetings (except where exempt by : pplicable law), regular and special Pension Board meetings, regular and speci. Civil Service Board meetings and hearings, Charter Review and Reform Commi- ee meetings, and Finance Committee meetings. 11.2 Upon request by the UNION, the City fur er agrees to provide the UNION with a complete copy of all current written s : ndard operating procedures, a n d rules, regulations or departmental orders, . nd any amendments thereto, for any department in which bargaining unit me ers are assigned. 11.3 The Union shall be provi► - d advance notice of all new employee i orientations involving bargaining um members and shall be allowed up to e-(-4.�- ,c10 hour to speak thereat. entatively Agreed to on For the City of Miami: 1; For the Union S,� SUBSTITUTED ARTICLE 12 BULLETIN BOARDS 12.1 The City shall provide bulletin board space which shal •e used only for the following notices: A. Recreation and special affairs of the UNI B. UNION Meetings C. UNION Elections D. Reports on UNION Committe ' . (including the UNION Political Action Committee) 12.2 Notices or announcements hall not contain anything political or reflecting adversely on the City or y of its officials or employees; notices or announcements which violate the r ovisions of this section shall not be posted. This shall not preclude endorseme s for the Civil Service Board or the Pension Board. Notices or announcements •osted must be dated and must bear the signature of the UNION President or s signee. In the event any non -UNION material is posted on the bulletin board, shall be promptly removed by a representative of the UNION or by a representive of the City. ntatively Agreed to on For the City of Miami: SUBSTITUTED ARTICLE 13 DUES CHECKOFF 13.1 During the term of this Agreement, the City agrees to deduct UN 1 N membership dues and uniform assessments, if any, in an amount establishe by the UNION and certified in writing by an accredited UNION officer to the C y from the pay of those employees in the bargaining unit who individually make .uch request on a written check off authorization form provided by the City. Su deduction will be made by the City when other payroll deductions are made an will begin with the pay for the first full pay period following receipt of the aut rization by the City. The UNION shall advise the City of any uniform assessm t or increase in dues in writing at least thirty (30) days prior to its effective dat 13.2 This Article applies only to e deduction of membership dues and uniform assessments, if any, and sha not apply to the collection -of any fines, penalties, or special assessments. 13.3 Deductions of due- and uniform assessments, if any, shall be remitted by the City during the week .'ollowing each biweekly pay period to a duly authorized representative as desig : ted in writing by the UNION. The City shall deduct from the remittance an a unt for the cost of dues check off. The amount will be calculated at two ($.02) ce . s for each employee deduction, each payroll period, and ten ($.10) cents for ea addition or deletion to the check off register. Te' ' atively Agreed to on 7;7 — c)) 3r For the City of Miami: �' For the Union SUBSTITUTED 13.4 In the event an employee's salary earnings within any pay period, after deductions for withholding, Social Security, retirement, group health insurance, other priority deductions, are not sufficient to cover dues and any iform assessments, it will be the responsibility of the UNION to collect its dues a ' d uniform assessment for that pay period directly from the employee. 13.5 Deductions for the UNION dues and/or unifor assessment shall continue until either: 1) revoked by the employee by providi ► the City with thirty (30) days' written notice that he/she is terminating the pr'.r check off authorization, 2) the termination of the authorizing employee, 3) the ransfer, promotion, demotion of the authorizing employee out of this bargai g unit, or 4) the revocation or suspension of dues deduction as certifie, by the duly authorized UNION representative. 13.6 The UNION shall inde ► nify and hold the City, its officers, officials, agents and employees harmless against any claim, demand, suit or liability (monetary or otherwise) and f► all legal costs arising from any action taken or not taken by the City, its offic.: s, agents and employees in complying with this Article. The UNION shall pro tly refund to the City any funds received in accordance with this Article which . re in excess of the amount of dues and/or uniform assessments which the City as agreed to deduct. 13.7 The City will not deduct any UNION fines, penalties or special assess - ents from the pay of any employee. T- tatively Agreed to on D /8 For the City of Miami: For the Union SUBSTITUTED 13.8 The dues check off authorization form provided by the City shall be used by employees who wish to initiate dues deduction. entatively Agreed to on ig For the City of Miami: For the Union SUBSTITUTED ARTICLE 14 GRIEVANCE PROCEDURE 14.1 It is agreed to and understood by both parties that there shall ea procedure for the resolution of grievances arising from the applicion or interpretation of this Agreement. 14.2 A grievance is any dispute, controversy or difference • etween (a) the parties, (b) the City and an employee or employees on any issue . with respect to, on account of, or concerning the meaning, interpretation •r application of this Agreement or any terms or provisions thereof. A grieva ce shall refer to the specific provision or provisions of this Agreement alleged to h , ve been violated. Any grievance not conforming to the provisions of this paragrap or that contains non -identification of specific violations of the Agreement sha • e denied and not eligible to advance through the steps of the Grievance Proc ure, including arbitration. 14.3 Nothing in this Art' e or elsewhere in this Agreement shall be construed to permit require the NION to process a grievance (a) on behalf of any employee without his/her c. sent, or (b) with respect to any matter which is the subject of a grievance, a agency, or court p eal, administrative action before a governmental board or ceeding, brought by an individual employee or group of employees, or b the UNION. Oral and written reprimands/warnings/deficiencies shall not be nsidered grievable under this Agreement or the Civil Service Board. Te . atively Agreed to on %Y or the City of Miami: For the Union ''-'t SUBSTITUTED 14.4 It is further agreed by the UNION that with respect to disciplinary actions, employees covered by this Agreement shall make an exclusive election .f remedy prior to filing a Step 2 or Step 3 Grievance any other forum. Such choice of remedy will be made in writing on the .rm to be supplied by the City. The Election of Remedy form will indicate whether the grieved party or parties wish to utilize the Grievance Procedure contained this Agreement or process the grievance, appeal or administrative action bef• e a governmental board -,- or agency or court proceeding. Such Sselection of re%ress other than through the Grievance Procedure contained herein shall precl i e the aggrieved party or parties from utilizing said Grievance Procedure for adjustment of said grievance. An of this Agreement in a constitutional or common law rig : 14.5 The number of " orking days" in presenting a grievance and receiving a reply from the different , els of supervision shall be based upon a forty (40) hour, five (5) day work wee , Monday through Friday, not including City-wide holidays. Any grievance not ► ocessed in accordance with the time limits provided below, shall be considered Inclusively abandoned. Any grievance not answered by Management within the : me limits provided will automatically advance to the next higher step of the Gr vance Procedure. Time limits can only be extended by mutual agreement of T ntatively Agreed to on For the City of Miami: For the Union �-'� SUBSTITUTED the UNION and Department Director or the Director of Human Resources or designee. Such agreed to extensions shall be followed up in writing. 14.6 Where an employee covered by this Agreement elects to re : resent himself or be represented by someone other than the UNION, the City 1 respond through its management representatives consistent with the followin steps and time limits. Said response will not be inconsistent with the Labo Agreement and a representative of the UNION will be given an opportunity to •e present and receive a copy of the written response. 14.7 A grievance shall be processed in . ' cordance with the following procedure Step 1. The aggrieved employee shall dis ss the grievance with his/her immediate supervisor outside the bargaining u within five (5) ten (10) working days of the occurrence which gave rise to the ; ievance. A City employee UNION representative will be given a reasonable o ortunity to be present at any meeting called for the resolution of such grieva 'e. The immediate supervisor, outside the bargaining unit, shall attempt to adju the matter and/or verbally respond to the employee within five (5) ten (10) w• king days. Where grievance is general in nature in that it applies to a number of employee aving the same issue to be decided, or if the grievance is directly between the U ON and the City, or when a grievance is filed due to an employee's dismissal, entatively Agreed to on 3 -2 2 12/ For the City of Miami:' ` For the Union s ""P SUBSTITUTED it shall be presented directly at Step 3 of the Grievance Procedure, within the time limits provided for the submission of a grievance in Step 1 by the UNION Presid If the grievance relates to a disciplinary action, The the Election of Remedy 'srm as provided in Section 14.4 of this Article must be completed and attached t rievances presented directly at Step 3. All grievances must be processed withi he time limits herein provided unless extended in writing by mutual agreeent between the Director of Human Resources or designee and the UNIO resident or grieving employees. Step 2. If the grievance has not been satisfactorily esolved at Step 1, the employee or the UNION representative may pursue the : ievance by co pi ti g th Eloct e f Remedy form provided for in Section 4.4 of this Article before initiating the grievance to the second step of the Gr. vance Procedure. With regard to disciplinary actions, If if the aggrieved party o arties elect the remedy other than the Grievance Procedure (Civil Service) con . ined herein, the grievance shall be withdrawn and conclusively abandoned. is to be advanced thro en the Election of Remedy form indicates the grievance gh the Grievance Procedure, tThe employee or the UNION Representative sh 1 reduce the grievance to writing on the standard form provided for this purpo » and presenting such written grievance to the Department Director 1-cr' (off concerned ithin five (5) working days from the time the supervisor has given his/her oral r- .ponse to Step 1. The Department Director or designee and Management ntatively Agreed to on For the City of Miami: For the Union For the City of Miami: SUBSTITUTED personnel concerned shall meet with the employee and the UNION Representative and shall respond in writing to the UNION within-ive45)-working days from receip of the written grievance. Step 3. If the grievance has not been satisfactorily resolved at Step 2, e employee and/or the UNION President may present a written appeal to the 1 ' ector of Human �Jo) Resources or designee within seeerr (7)-working days from e time the Step 2 response was due in Step 2. The Director of Human Resour s or designee shall meet with the employee and/or the UNION President and s ' all respond in writing to the UNION within ee--(7-� working days from receip of the appeal. Step 4. If the Grievance is not settled at S •p 3, it may upon written request of the to;) UNION President within sevmr-(-7)-wing days after receipt of reply or answer be referred to arbitration. 14.8 The arbitration p by the employer and the U employer and the UNI ceeding shall be conducted by an arbitrator selected ION. The selection process of the arbitrator between the N will take place within twenty (20) days after notice is given. If the parties fail o select an arbitrator, the Federal Mediation and Conciliation Services, or s e other mutually agreed upon service, shall be requested to provide a minim panel of five (5) arbitrators. Both the employer and the UNION shall entatively Agreed to on — - 2) /Y For the Union �d "� SUBSTITUTED alternately strike a name from the panel until one remains. The party requesting arbitration shall strike the first name; the other party shall then strike one name 14.9 The arbitration shall be conducted under the rules set forth this Agreement and net under the rules of the American Arbitration Associatio . Subject to the following, the arbitrator shall have jurisdiction and author' ; to decide a grievance as defined in this Agreement. The arbitrator shall h, e no authority to change, amend, add to, subtract from or otherwise alte or supplement this Agreement or any part thereof or any amendment thereto he arbitrator shall have no authority to consider or rule upon any matter whi'. is stated in this Agreement not to be subject to arbitration or which is na grievance as defined in this Agreement, or which is not specifically cove • d by this Agreement; nor shall this Collective Bargaining Agreement be c strued by an arbitrator to supersede applicable laws in existence at the ti of signing this Agreement. 14.10 The arbitrator ma not issue declaratory or advisory opinions and shall confine himself/herself • clusively to the question which is presented to him, which question must be a al and existing. 14.11 The fee : nd expenses of the arbitrator shall be paid by the party which loses the appeal to arbitration. Each party shall fully bear its own costs regarding witnesses and , epresentation. Should any individual bargaining unit member bring a grievantunder this Article on his/her own, he/she shall be required to post a bond ntatively Agreed to on -2-0 For the City of Miami: For the Union SUBSTITUTED of an estimated one-half (1/2) of the expenses of the hearing with the arbitrator before the hearing may be scheduled. 14.12 Copies of the award of the arbitration made in accordance wi the jurisdiction or authority under this Agreement shall be furnished to bo parties within thirty (30) days of the hearing and shall be final and binding o •oth parties. 14.13 Consistent with Chapter 447.401, the UNION shall of be required to process grievances or be liable for any expenses for emplo, ees covered by this Agreement who are not members of the UNION. Wh e non-members or any employee covered by the Agreement elects not to be epresented by the UNION, written responses shall be given to the employee a to the UNION. 14.14 A request for review of complai s under Civil Service Rule 16.2 may only be made by full-time classified servi employees. Such requests under Rule 16.2 shall be denied where the reque: does not cite the applicable Civil Service Rule(s) which is the basis of the c► plaint; or, where the issue relates to a matter covered by the Collective Barg. ning Agreement. This section shall be limited solely to hearings under Rule 16. T • tatively Agreed to on �T AV For the City of Miami: For the Union SUBSTITUTED ARTICLE 15 EMPLOYEES' BILL OF RIGHTS 15.1 When an employee has reasonable grounds to conclude that r s/her participation in an investigatory interview will result in his receipt of d. ciplinary action, the employee may request that a UNION representative be ; esent at the interview. The employee's representative shall confine his/her ro • in the interview to advising the employee of his/her rights and assisting in clification of the facts. Upon request, the City will make a reasonable effort to co act the employee's choice of representative, but shall not be obliged to delay the interview for more than sixty (60) minutes. 15.2 Investigatory interviews shall se conducted at a reasonable hour, preferably while the employee is on duty, • nless the seriousness of the investigation is of such degree that immediate acti, is required. If the employee is required to -be interviewed outside his assigne . ork schedule, he/she shall be paid overtime in accordance with Article 27. 15.3 At the com encement of the interview, the employee shall be advised of the subject matter the investigation. 15.4 Th parties agree to abide by the law with respect to the use of polygraphs. entatively Agreed to on /2 For the City of Miami: For the Union SUBSTITUTED ARTICLE 16 DISCIPLINARY PROCEDURES 16.1 In cases where it becomes necessary to discharge or o rwise discipline a permanent, classified employee covered by this Agrement, a representative of management shall give notice of said discipline t. he employee. Such notice of discipline shall be confirmed in writing to the -mployee and the UNION no later than five (5) working days following th day of discharge or imposition of discipline, excluding Saturdays, Sundays holidays and the day of occurrence. 16.2 Employees who have not attained ,permanent status in the classified service, or who are entrance probationary e ployees, may not grieve disciplinary action under the provisions of this Agree n 16.3 If an appeal of any di arge or other disciplinary action, excluding oral or written reprimands, is fil• . with the Civil Service Board in accordance with the Board Rules and Regulons, such appeal shall be an automatic election of remedy and shall waive . y right on the part of the employee or the UNION to file or process a grievanc• nder the terms of this Agreement protesting such discharge or other discipliny action. Should an employee elect to grieve discharge or other disciplinary a' ion, excluding an oral or written reprimand, such grievance shall be made onl in accordance with the terms of the Grievance Procedure Article as conta ed in this Agreement. entatively Agreed to on For the City of Miami: For the Union ` ; 0-1 SUBSTITUTED 16.4 The process of an appeal to the Civil Service Board or a grievance uncle this Agreement, shall be an exclusive election of remedy by the employee and - all be a waiver of all other forums of review and due process to which tlr emple, ee may Vie,/ b al CoJrN 5e 1 kr 5 S 91e'ctirC! S d f'"" coS<' I �5 otherwise be entitled. (fir^] and—w* tt-e-�ima-nd iwa-Prri e C°i shall be if1�1I� Vvic ro.moved-fro--are-employee s-pet-se e fi nand shall not be used agai t the employee ,j..Wee ( after a period of t years. 16.5 Entrance probationary employees who were ap . ointed to a position but who did not complete the required probationary period m be discharged or demoted any time prior to the expiration of the probationary eriod. The employee shall not be accorded a hearing before the Civil Service oard or access to the grievance procedure contained herein. A probationary • ployee who is in probationary status due to a promotion shall be returned to a `.rmer classification in which the employee held permanent status. If an emp yee who is in probationary status due to a promotion is rolled back, he or sh may appeal the decision to the Director of Human Resources. Such appeal shal . e made within five (5) days' notice of the roll back, in writing, and the decision ' the Director will be final. ntatively Agreed to on For the City of Miami: For the Union ice SUBSTITUTED ARTICLE 17 LOSS OF EMPLOYMENT 17.1 Employees shall lose their seniority and their employment s - all be terminated for the following reasons: Discharge if not reversed. 2. Resignation. An employee who volun , rily submits a resignation either orally or in writing - all have the right to withdraw said resignation for up to enty-four (24) hours from submission. If submission occur on a day preceding a weekend or holiday or the employee's egular day off, the employee shall have to the close of the ployee's next regular working day to withdraw said resit ' ation. 3. Abandonment o ` position. An employee absent for a period of three (3) w. days without notification of valid reason to the City anho has no legitimate reason for not notifying the City of h. /her absence, may be considered as having resigned. Said esignation shall only be reviewed, if applicable, by the City Manager or the Director of Human Resources or designee. Unexcused failure to return to work when recalled from layoff, as set forth in the recall procedure. entatively Agreed to on For the City of Miami: For the Union SUBSTITUTED 5. Unexcused failure to return to work after expiration of a formal leave of absence. An employee who fails to return from a form leave of absence will be considered as having resigned. aid resignation shall only be reviewed, if applicable, by he City Manager or the Director of Human Resources or . ' signee. 6. Retirement. 7. Layoff for a continuous period of eighteen 8) months. 17.2 For purposes of Rule 14, any loss of employ nt due to a department restructuring, department reorganizing, downsizing •. abolishment of a position shall be treated the same as a "layoff'. Permanent employees subject to : yoff shall be demoted or transferred to those classes in which the employee he : previous status, consistent with Civil Service Rules and Regulations notwith anding Article 24, Section 24.1, Wages. If the employee has •n (10) years of full-time consecutive classified service with the City and has ver held permanent status in another position, the employee may be demoted o transferred by management in accordance with his/her seniority to another pos ion in the bargaining unit that is as close to the employee's present class and , ge level as possible and which he/she is able to perform and qualified to fill. he employee must make a written request for such demotion or transfer wit ' n three (3) working days after notification of layoff. Teatively Agreed to on or the City of Miami: For the Union SUBSTITUTED Such request shall be made to the Director of Human Resources or designee. Management shall have the right to determine such person's ability a qualifications to fill a position without recourse through the grievance proced e or any other appeals procedure with exception of the following. Should the individual transferred or demoted feel tha , ' he position determined by Management is not the one closest to their previo : salary level for which they are qualified, the employee may appeal within thre(3) working days of notice of the new assignment only to a two (2) person co mittee made up of the Director of Human Resources or designee and the UNI P President shall convene a meeting with the Federal Mediation and Concili, on Service Commissioner who shall review the placement and render an advis► y decision to the parties. Employees transferred or de ted under this Section shall replace the least senior employee in the position wh' he/she occupies. If the employee's regular position subsequently becomes ay. ' able, consistent with Civil Service Rules and Regulations, he/she shall be pro It is understo oted and transferred back to his regular position. by the UNION and the City that nothing in Section 17.2 guarantees the emoyee a job nor is the City obligated to create a job, but the City will make a goofaith effort to place the individual demoted or laid off consistent with the langua; • of Section 17.2. Te atively Agreed to on or the City of Miami: For the Union SUBSTITUTED ARTICLE 18 EMPLOYEE EVALUATION 18.1 Permanent full-time classified employees covered by this Agree ent will be evaluated utilizing the appropriate evaluation forms as approveby the Human Resources Department. The evaluation will be provided on t employee's anniversary date. 18.2 Prior to distribution of an evaluation, the Depa ment Director shall review the supervisor's ratings to check for consistency a that the criteria in the evaluation system has been met. Employees evaluate ' will be given a copy of the evaluation rating. Should an evaluation be down: . ded after the employee's initial evaluation by his/her immediate supervisor, themployee will be given a copy of the downgraded evaluation rating. Only a py of an unsatisfactory rating will be forwarded to the UNION President. Any employee rated below satisfactory by Management will be given an oppo ' unity to improve to a satisfactory level. Failure to improve will result in disciinary action up to and including termination. This section shall not apply to •ermanent full-time classified employees serving in a probationary promotio 18.3 Per promotional a 1 appointment. nent full-time classified employees serving in a probationary ointment must successfully complete the probationary period within the time ame provided (6 to 12 months), unless the Department Director recom : ends an extension of said time frame. Any person hired or promoted into an ntatively Agreed to on �� For the City of Miami: For the Union SUBSTITUTED Emergency Dispatcher position in the Police Department or the Fire -Rescue Department shall serve an eighteen (18) month probationary period. Extension of probationary periods shall be approved by the Director of Human Resou fr es or designee. 18.4 Unsatisfactory rating of permanent full-time classified • mployees not serving in a promotional appointment shall cause the employee t. appear before the Civil Service Board to show cause why he/she should not be moved, suspended, or reduced in grade. Should an employee covered by this se on feel the unsatisfactory rating was incorrect, he may grieve the rating c► sistent with the Grievance Procedure. However, any grievance concerni ► g the employee's unsatisfactory evaluation will be consolidated with any dis► pline appeal should the employee be removed, suspended or reduced in grade entatively Agreed to on , For the City of Miami: cause of the unsatisfactory evaluation. For the Union°`' SUBSTITUTED ARTICLE 19 ANNIVERSARY INCREASE 19.1 Salary increases recognizing satisfactory service within esta . shed pay ranges are provided for in the City's salary schedule. On written app val from the Department Director, employees shall receive a one-step increase n salary, not to exceed the maximum step rate. Those employees receiving app ved anniversary increases when submitted during the first seven (7) days of t payroll period, shall receive the higher rate of pay for the full pay period. T ose employees receiving approved increases from the eighth (8th) to the fourtenth (14th) day of the payroll period shall receive their anniversary increase effe ive the start of the following pay period. All anniversary increases shall be s eject to review for accuracy by the Department of Human Resources. 19.2 Leaves of absence with t pay or suspension of any duration shall delay anniversary increases by the ame number of workdays. 19.3 Anniversary inc ases are not automatic. Anniversary increases shall be awarded only on the ba- s of continued satisfactory service by the employee and on the positive approvof the Department Director. A Department Director may withhold annivers , ry increases due to excessive absenteeism resulting from tardiness, sick • ave usage and/or until such time as, in the Department Director's judgment, e employee's service within the classification meets the standards of T: tatively Agreed to on c For the Union S For the City of Miami: SUBSTITUTED satisfactory performance for the position. Employees whose anniversary increases are delayed or denied shall be notified of the reasons for the action being taken. Employees whose anniversary increases are delayed or denied due soly to tardiness or sick leave usage may request a review of the denial by the I rector of Human Resources or designee, whose decision shall be final and bindi 19.4 Effective October 1, 2017, for purposes of receiving rit increases and adjustments, the anniversary date of "Affected Employees" (a- that term is defined in the Settled Agreement for Case No. 17-001234-CA-01 shall revert back to the Affected Employee's date of hire into his/her classifica : on. entatively Agreed to on 1?-0S7-.0 For the City of Miami: i For the Union ,S—r—t SUBSTITUTED ARTICLE 20 EMPLOYEES ACTING WITHIN THE SCOPE OF AUTHORITY 20.1 Whenever a civil or criminal action is brought against a bargain unit employee, while in the course of his/her City on -duty employment, anwhile acting within the scope of his/her authority, the City shall have the option . pay legal costs and attorney fees; not to exceed one hundred and twenty five (25.00) dollars per hour or provide legal counsel where: a) the bargaining unit e .loyee is found not to be liable or guilty, and b) when the plaintiff requests dism :sal of the suit. 20.2 The City will neither provide legal represe ation nor pay any claim or judgment entered against any bargaining unit emp .yee if the claim or judgment arises from any of the following: 1. Any unauthorized and/., criminal act; 2. Any intentional tor 3. Gross negligencor misconduct; or 4. While unde he influence of alcohol, drugs or illegal substances. Te ► atively Agreed to on - = .6I or the City of Miami: For the Union SUBSTITUTED ARTICLE 21 WORKING OUT OF CLASSIFICATION 21.1 A department director, or designee, may direct an employee to erve in a vacant classification higher than the classification in which an employ: - currently holds status. Employees assigned to work out of classification all meet the minimum job requirements for the position being filled. '•� �_'.•+�• ' u bPr to �xrork-out of cl-ass--he.-Cif-shill.-pert-t eia wvth-the-ntast-, sQ..-icari e l gsi-fi h-tlac assignmcn 21.2 In the event an employee is assigned •rk of a higher classification as provided for in Section 21.1 of this Article, the e ployee will be granted a one-step increase or the rate for the first step of the hi er classification, whichever is greater, for all time worked out of classification i ' excess of thirty (30) consecutive calendar days. If the employee is assigned wo - ing out of classification in a job basis position, the employee will be granted co ensation as provided for in this section, however, the employee is not entitled o overtime. Employees performing work lower than their current classificatio are not entitled to working out of classification pay. 21.3 Metho . of Qualifying Incumbents of Classified Positions Allocated to New or Higher L els - Whenever an occupied position has been allocated to a new or higher clsification, the incumbent thereof shall be qualified for the new classifica on in one of the following manners: cq— entatively Agreed to on _- `'' For the City of Miami: For the Union SUBSTITUTED (a) If the incumbent has been performing satisfactorily at the new or higher level for a period of four years or more and has held permanent status in previous classification, he/she shall receive the new or higher classi - cation with permanent status, without further examination; or (b) If the incumbent has been performing satisfactorily at the ew or higher level for a period of two years or more and less than four ears, and has held permanent status in the previous classification, h she shall be given a qualifying examination, the scope of which sh. , be at the same level of difficulty as normally given for the same or like classification, and if successful therein, he/she shall receive t new or higher classification with permanent status. (c) In the event the incumbent doe of qualify under (a) or (b) above, he/she shall be returned to his/her revious classification (i.e., the position held prior to working out of c s ss), and the position filled from the appropriate eligible register. 21.4 During any n-job training program designed to upgrade employees' skills, those employe s in such training shall not be eligible for additional compensation as p vided in Section 21.2 of this Article. 21.5 In •rder to initiate an acting assignment, the employee's immediate supervisor all, upon assigning an employee to an acting assignment, immediately comple ; • the necessary notification form as provided by the City. Upon notification T ' tatively Agreed to on For the City of Miami: For the Union SUBSTITUTED of an employee placed on acting assignment, the Human Resources Department shall conduct an evaluation to determine the eligibility of the employee assigned to acting assignment in accordance with this article. entatively Agreed to on �.. S-- / K For the City of Miami: For the Union SUBSTITUTED ARTICLE 22 REST/LUNCH PERIODS 22.1 All employees' work schedules shall provide for a fifteen minut► rest period during each four (4) hour work period. 22.2 Employees who do not take a rest period due to work co ► : itions or by personal choice may not lengthen lunch periods, cover an employe ' s late arrival or early departure, nor may it be regarded as cumulative if it is n► taken. 22.3 Employee lunch periods are not compensate y the City and therefore may not cover an employee's rest period, late arrival or • arly departure. T tatively Agreed to on :7`'-06 For the City of Miami: For the Union 1 r-- SUBSTITUTED ARTICLE 23 LINE OF DUTY INJURIES 23.1 Workers' Compensation Medical and Indemnity Benefits. . the extent required by, and subject to the limitations specified in, Chapter 44►, Florida Statutes, the City will provide workers' compensation indemnity b efits to any bargaining unit member who sustains a compensable line of duty i ► ury or illness as provided by the Workers' Compensation Law of the State of Fl. ida. 23.2 Supplemental Salary 23.2(a) Any bargaining unit member who i disabled as a result of an accident, injury or illness covered by Chapter 440, lorida Statutes, will be granted supplementary salary, subject to the ter and conditions set forth below. Supplemental salary will be paid in the for ► of a continuation of the bargaining unit member's regular paycheck as provid by Resolution No. 39802. This check will include those indemnity payment •rovided for under the Workers' Compensation Law. 23.2(b) Full-time Ci Service employees who have permanent status with the City as of September 31, 1981 shall receive supplementary pay which, when added to the workers' compe sation benefits shall not exceed 100% of the employee's weekly pay prior to the ine of duty injury, accident, or occupational disease for the period of entitlemen ' o full supplementary pay. T tatively Agreed to on 7- `3 For the City of Miami: For the Union �� SUBSTITUTED All other employees and Civil Service employees hired subsequent to September 30, 1981, shall be eligible for supplementary pay and workers' compensation pay to extent that the total of such benefits shall not exceed eighty (80) percent •f the employee's weekly pay prior to the line of duty injury, accident, or ocpational disease. This benefit shall take effect only after the employee has be - disabled for a period in excess of seven (7) calendar days. 23.2(c) Unless extended as provided below, supplemtary salary will be granted for a period not to exceed 150 consecutive days rom the date of covered accident, injury or illness. Such supplementary sala may be extended up to an additional 60 consecutive days upon approval of e City Manager or his designee. The 150 days begin when the bargaining unit ember is actually placed on "D". If the bargaining unit member is removed fr► "D," the non "D" time will not apply to the 150 days period. 23.2(d) If an employee rema s temporarily disabled beyond the period of time in which he is entitled to collec supplementary pay benefits, he/she shall be entitled to 2/3 "D" pay for the addi onal period of his/her temporary disability pursuant to current practices. 23.2(e) If a mployee becomes permanently and totally incapacitated from the further pe 'ormance of the duties of his/her classified position he/she shall petition the etirement board for retirement. T- tatively Agreed to on ,)) For the City of Miami: For the Union SUBSTITUTED The 2/3 "D" pay as described above shall be carried by the department until the retirement is granted or denied. 23.2(i) At any time during his/her absence from duty claimed to be the result of a line of duty injury while an employee is collecting City supplementy pay, the employee shall be required, upon the request of the City Manager, or /her designee, to submit to a physical examination by a physician designated b, the City Manager within fifteen (15) days of the request. If such employee, with t cause, as determined by the City Manager, shall fail to submit to the examinat' , n at the time specified, all City supplementary salary benefits will be terminat 23.3 Deductions: In the event a bargaining unit ember receives supplementary salary as referenced in this Article, the City will make payroll deductions under the following terms and conditions: Deductions required by . w, "mandatory deductions," including, but not limited to, social security, w' holding and Medicare, will be made automatically to the supplemental salary ortion only. All non-mandory deductions including, but not limited to, a bargaining unit member's pensio contribution', medical, life and other insurance contributions, and all other no mandatory and voluntary deductions will be made by the City on the ' The . mount of the pension contribution shall be based on "earnable compensation" as defined by Miami Code Se on 40-191. entatively Agreed to on For the City of Miami: 7 For the Union S� SUBSTITUTED bargaining unit member's behalf only to the extent that sufficient funds are then available. The City will not make any non -mandatory and voluntary deduction f the combined workers' compensation benefits and supplementary sala are insufficient to cover the amount of the deduction(s). If there are not suffi nt funds available, the bargaining unit member will be responsible for makin ayments for the non -mandatory and voluntary deductions directly to those prov ers and creditors who would have otherwise been paid through the City's payro deduction process. The parties agree that this process is intended to ovide the employee with these paychecks without interruption of payroll and pa oll deductions on a bi-weekly basis. Should the employee notify the City by c' tacting Risk Management that he/she does not want a combination of Wo ers' Compensation indemnity pay included with the supplemental wage for t. • purposes of making regular deductions, the Workers' Compensation check wil .e distributed separately through the third party administrator and the Cit will only pay the supplemental wage minus federally mandated deduction i.e. withholding, social security and Medicare. All other non -mandatory deduions, including pension, medical, life and other insurance contributions and all of er non -mandatory and voluntary deductions will not be made and the bargainin: nit member will be responsible for making all payments directly to those provirs and creditors who would have otherwise been paid through the City's payr• deduction process. T tatively Agreed to on 6 For the City of Miami: For the Union SUBSTITUTED For any reason, should any calculations or deductions made based on the above protocols result in the employee owing money to the City, Risk Management ill audit the employee's payroll process immediately upon the discovery of moni:, owed to determine why such arrearages occurred. The findings will be i mediately brought to the attention of the employee and a resolution will b • proffered and arrangements will be made to rectify monies owed. No supplementary pay will be paid to any bargaining nit employee whom is injured or becomes ill while performing an act intended t. njure or hurt one's self or another. 23.4 Any condition or impairment of ► •alth suffered by employees in the classification of Identification Technician and 'roperty Specialist caused by Acquired Immunity Deficiency Syndrome (AIDS) Hepatitis, Pulmonary Tuberculosis, or Meningococcal Meningitis shall be p sumed to have been accidental and to have been suffered in the line of dut, unless the contrary be shown by satisfactory evidence. Employees either c rently in the classification or promoted or hired into the classification of Identi : cation Technician and Property Specialist who refuses to take a medical exami tion and all of its components relating to the presumptions within this article shall not be entitled to the presumption outlined in this section and Florida St . ' utes 112.18. The • resumption in favor of employees referred to in this section shall not apply any other contagious diseases which may be contracted by employees. T ntatively Agreed to on 3 -ycP`J1 For the City of Miami: (! For the Union SUBSTITUTED Furthermore, the presumption shall only be applicable to worker's compensation and disability pension benefit determinations. Nothing in this section shall be constru as a waiver of the City's rights under applicable state law. 23.5 Nothing in this Article shall be construed as a waiver of the Ci 's rights under applicable State law. 23.6 Employees may utilize available leave balances in mbination with medical hold provided that they report their intention to use the' leave in accordance with the standard reporting protocols in their respective de 4 artments. Te ► atively Agreed to on — ° ig or the City of Miami: For the Union SUBSTITUTED ARTICLE 24 WAGES 241 Effective October 1, 2017, employees shall receive a % across the board wage i er ase Effective October 1, 2018 em lo ees shall -ceive a 2% across the board wa e increase.Effective October 1, 2019, emplo es shall receive a ° across the board wage increase. In. addition to the for going increases, effective October 1, 2017, employees whose wages were reduce . as a result of the Citv's 2010 declaration of financial urgency shall have their ; ase wages increased by the same cent� es (for exanrole, an employee who •eceived a 5% wage reduction shall receive a 8% wage increase can October 1, 4 17; an employee who received. a 7% wage reduction hall receive a 10% wa e i ► e se on October 1 2017s an em lo ee who received a' 9% wage reduction sha receive a 12% wage increase on .October 1, 201,7 and an employee who recei increase on October schedules will be irr mented for bargaining unit members as set forth in the attached p sendices. Under the step schedules, each step increase will a 12% `wagereduction sha 11.'rece ve a 1.5°l wa e r 7). 015, Upon ratification, a new step be worth five ercent (5te base. 41 , cr' existing rat' of pay is higher than the maximum of the ctcp echeclule4kcIelic w in hifilheit inking r-at - Tentatively Agreed to on For the City of Miami; For the Union SUBSTITUTED members will receive a three percent (3%) across tho- board incr asc, and t f tB .2t! pay For fis al years 2015-2016 and 9016-2-017, re,pectively, b gining unit " C • " • : • r. 4 the parapaph bel • . Z • . C : . • . : * 1.0 •111 ; Tr; 1: ; Am • : inerease on. the firct full pay poriod following October 1 of c fiscal year. Thcre-ehall : • C 2 • . .; . • " • terna-eklais-Aveementr-T-1, effective Sep mber 30, 2017, bargaining unit members will continue to be eligible for step i reases upon a satisfactory evaluation in accordance with Article 19.1 and in acc • dance with the time delineated in Article 24.4, below. No later than Juno 1, 20 , an employee who successfully completes tho feer-igitancess d ic promoted to the elaseification of -Senior " • 4.• 4•": and Electrical Inepeet • : C .2 . ..2 • pay as o and. Elevator Inspectors and Chief Inspectorc, will upon the •': .4" "• 0. Z eronce between their existing (10%) incrcacc to their base annual rate of r I% 1: : 2.02 " . • 2 • •: • efingcrgleNtatsaxretnd:Erleet„rieaa_k,speeters_ga14tpEatlwematiei+te_the . • " 2 . . • . ; • : 2 .C: • 4•• Tentatively Agreed to on ?"- 135 02 fmgranel-Bleetriel e effective date shall be For the City of Miami: For the Union 04_ SUBSTITUTED upon approval o b? Elevator, and Electrical Inspector, Building, Mechanical, Plumbing, ' oofng, and Electrical Inspector, and Elevator Inopector and Chief Inspector s receive a five riPLreex`+ °r) -finer ace on the first full pay period following Oc ' +cr 1 of fiscal years nm r.nmr,...a nni c.mm7 ....i.. mx. hinthc paragraph, above. Thereafter, effective Scptcm+ r 30, 2017, cmployecc in the • Electrical Incpcetor, Building, Mechani►.1, Plumbing, Roofing, and Electrical I-ns- o •, _ . - _ .. _ .. be eligible for step Before a permanen •argaining unit member is laid off, the employee shall have the opportunity fill any position held by a temporary employee, provided the bargaining unit ,-, exaber meets the minimum requirements set forth in the job description. I ' such cases, the temporary employee shall be displaced. tive October 1, 1998, bBargaining unit employees hired on or after Octob ' • l., 1998 may be laid off in accordance with Civil Service Rules and R gulations and/or applicable City policies. Tentatively Agreed to on try For the City of Miami: ( 1 For the Union SUBSTITUTED 24.2 All changes in salary for reasons of promotion, demotion, or orking out of class, shall be effective the first day of the payroll period following $ e effective date of the change. Employees hired into a classified Civil Service position sh.. have their date of hire changed to reflect their commencement as a classified C' 11 Service position and shall satisfactorily serve a probationary period of one (1) ear commencing with the date of entry into a permanently budgeted class' : cation and prior to gaining permanent status in the classified service. 24.3 A night shift differential of $. • 4 per hour will be paid to bargaining unit employees who work a regular estab shed shift between the hours of 6:00 p.m. and 8:00 a.m. However, more than o e•half of the hours of the regular established shift must be within the hours of 0 p.m. and 8:00 a.m. Night shift differential will only be paid for hours actuall worked during the night shift differential period and will not be paid for any ov rtune hours. Night shift differential shall not be used in calculating average e gs for pension purposes. 24.4 Bar., . ' 'ng unit members shall become eligible for a five percent (5%) one (1) step in ease upon a satisfactory evaluation in accordance with 19.1 according to the tabs Blow. Step 2 5% after one (1) year at Step 1 Step $ 5% after one (1) year at Step 2 Step 4 5% after one (1) year at Step 8 Tentatively Agreed to on For the City of Miami: For the Union SUBSTITUTED Step 5 Step 6 Step 7 5% after one (1) year at Step 4 5% after one (1) year at Step 5% after one (1) year at : ep 6 Step 8 5% after one (1) year t Step 7 Step 9 5% after two (2) ars at Step 8 Step 10 5% after two ) years at Step 9 Step 11 5% after vo (2) years at Step 10 Step 12 5% a er two (2) years at Step 11 Step 13 5' o after two (2) years at Step 12 Step 14 5% after two (2) years at Step 13 Step 15 5% after two (2) years at'Step 14 24. 5 Bargaining tin employees shall satisfactorily serve a probationary period of one year prior to ining permanent status in the classified service. Any bargaining " nit employee, upon normal retirement from City service„ or separating under, h orable conditions, who has served foi a period of twenty-five (25) years or more, alI be granted, at the time of his normal retirement or honorable separation e hundred seventy-three and three tentths (173.3) hours of pay. Tentatively Agreed to an "\'` For the City of Miami: For the Union SUBSTITUTED ARTICLE 25 PAY SUPPLEMENTS 25.1 Employees shall receive no additional pay supplements excep as are specifically provided by this Agreement. Any pay supplements/too allowance provided by this Agreement shall not be used in calculating aver earnings for pension purposes or included in a bargaining unit member's se rate of pay for purposes of payoff of sick leave or vacation upon separatio •r retirement from the City. 25.2 Only those employees holding perman t status within the occupation of Heavy Equipment Mechanic within the Cit , and Hea E. ui. ment Mechanic Supervisor in GSA, shall receive a seven and .ne-halfpercent (71/2%) pay supplement added to their base rate of pay should th•; be continually assigned to on -call rotation. Said pay supplement shall be deemeto fully satisfy any on -call pay obligation which might be construed to exist unde the Fair Labor Standards Act. 25.3 Those employ: • s within the occupation of Emergency Dispatcher who are actively assigned t. • duty of training new Emergency Dispatchers shall be entitled to receive a ` ve percent (5%) per pay period pay supplement for the actual full pay period t -y are assigned in a training capacity by their supervisor. Should the City feel the need to have an audit performed for the purpose ► determining whether a separate training occupation is desirable, the City entatively Agreed to on For the City of Miami: For the Union I SUBSTITUTED may discontinue this plus item and assign said duties to the person or persons holding said Communications Operator Trainer classification. 25.4 All Police Emergency Dispatchers, Emergency Dispatcher Supervisor, Police and Emergency Dispatch Assistants assigned to Police Communicati► s shall receive a five percent (5%) pay supplement if the employee holds and intains the Quality Assurance Proficiency (QAP) rating in accordance with ' olice Standards after a period of three (3) months. 25.5 All Fire Emergency Dispatchers, Emergenc Iispatcher Supervisor, Medical/Fire and the Communications Center Supervi r, Medical/Fire assigned to Fire Communications shall receive a five perce ► (5%) pay supplement if the employee holds the National Academy of Emergency Medical Dispatcher (NAEMD) certification in accordance with the Fire De : artment standards. 25.6 All employees specified ove shall receive the QAP or NAEMD pay upon ratification of the contract .: set out above. Should any employee specified above fail to maintain his/h- QAP rating or the NAEMD certification, the supplementary pay shall ce. e. Upon re -qualifying for the QAP rating and thereafter maintaining the QAP r, ing for a period of three (3) months, the employee shall again receive the QAP pa on re -qualifying and thereafter maintaining the NAEMD certificatio , , the employee shall again receive the NAEMD pay. In no instance shall T tatively Agreed to on For the City of Miami: For the Union SUBSTITUTED any individual receive both QAP and NAEMD pay supplements as specified herein at the same time. 25.7 Fire Garage Mechanics and Supervisors who obtain Em: gency Vehicle Technicians certificates, shall receive a one percent (1%) pay sup r ement for every two (2) licenses that mechanics and supervisors obtain and m ntain, up to a maximum of five percent (5%) for holding a minimum of ten (10) proved licenses. All Department of General Services Administratio fleet employees and supervisors who obtain Automotive Service Excellence ASE) certification, shall receive a one percent (1%) pay supplement for every wo (2) licenses obtained and maintained, up to a maximum of five percent (5% or holding a minimum of ten (10) of the following licenses: Automobile Series Al: Engine Repair A2: Automotive Transmissio Transaxle A3: Manual Drive Train , d Axles A4: Suspension and Stering A5: Brakes A6: Electrical/Elctronic Systems A7: Heating . d Air Conditioning A8: Engin• 'erformance Mediu s ' eavy Truck Series T1: , soline Engines T ' Diesel Engines 3: Drive Train entatively Agreed to on For the City of Miami: (`��' For the Union i SUBSTITUTED T4: Brakes T5: Suspension and Steering T6: Electrical/Electronic Systems T7: Heating, Ventilation & A/C T8: Preventive Maintenance Inspection Truck Equipment Installation and Repair Series El: Truck Equipment Installation and Repair Specialist E2: Electrical/Electronic Systems Installation and Repair E3: Auxiliary Power Systems Installation and Repair Advanced Level Series Li: Automobile Advanced Engine Performance Spcialist L2: Med/Hvy Vehicle Electronic Diesel Engine ! iagnosis Specialist 25.8 Latent Print Examiners and Late ' ' Print Examiner Supervisors who are certified by the International Assoc' , ion of Identification as latent print examiners shall receive a 5% pay suppl: ent. entatively Agreed to on For the City of Miami: For the Union SUBSTITUTED ARTICLE 26 SALARY BASIS/EXEMPT 26.1 Those classifications listed in Appendix A with a salary basis/e , • mpt designation are considered salaried employees and exempt from coverage nder the Fair Labor Standards Act which precludes eligibility for overtime. 26.2 Salary basis/exempt employees are expected to wor a pay rate equal to eighty (80) hours per pay period plus any additional timover and above the normal eighty (80) hour pay period that is needed to prop • ly perform the duties of the position. Use of vacation and sick leave are to be 4roperly recorded when used. Personal Time Off (PTO) shall be granted consist t with Administrative Policy 1- 06. Time worked in excess of the normal ei: ty (80) hour pay period shall not be compensated nor credited in any way. H ever, when time is taken off under this provision, it is required that such tim aken be recorded as PTO. 26.3 Requests for time o by salary/exempt employees shall be considered on an individual basis consis nt with the needs of the City and the performance record of the employee, a : approval shall not be unreasonably withheld. 26.4 PTO le, e shall not be utilized in units of more than one (1) week unless authorized y the City Manager. entatively Agreed to on For the City of Miami: For the Union S SUBSTITUTED ARTICLE 27 OVERTIME/COMPENSATORY TIME 27.1 All authorized hours worked in excess of an eligible employee's - ormal work week shall be considered overtime work. Non-exempt/hourly empl► ees shall not perform any work prior to their normal work hours, during their . nch hour, or after their normal work hours unless specifically authorized ► a management supervisor. 27.2 Non-exempt/hourly employees performing c. pensable overtime work shall, at their discretion, be paid time and one-half (11- at their regular hourly rate of pay or shall be given scheduled compensatory t e off at the rate of time and one- half for such work. Compensatory time off sh, be taken in not less than fifteen (15) minute increments. This overtime rate all be all inclusive and no additional overtime pay shall be paid to those em oyees working a holiday. 27.3 The maximum acc ulation of compensatory time hours is one hundred fifty (440150) hours. an employee takes compensatory time off, the hours in his/her bank shall be app opriately reduced by such time off. If an employee leaves the service of the City nd cashes in his/her compensatory leave bank, the hours therein shall be val . ated on the basis of the employee's regular rate of pay. The rate of pay shall not .e less than the higher of the employee's final regular rate of pay or the average egular rate of pay during the last three (3) years of employment. )FC T- tatively Agreed to on For the City of Miami: For the Union S r SUBSTITUTED 27.4 Employees covered by this Agreement who are appointed to job basis/exempt classifications and who have compensatory time banked, shall at tim of such appointment be paid for all compensatory time at their rate of pay pr r to such appointment. 27.5 Overtime will be distributed as equally as practical to t best ability of the Supervisor in charge among the employees within a divisio of the City, who have completed their probationary period (with the exce ion of Emergency Dispatchers, Emergency Dispatch Assistants, Emergency spatch Supervisors, and Call Takers, who shall be eligible for overtime despite ing in probationary status), by shift and classifications, according to seniority ithin the classification. A new overtime list by classification will be posted ev y two pay periods as a guide for such distribution. The remedy for the failure to .ffer overtime shall be that the employee shall be offered an equal or comparabl- amount of overtime at the next opportunity. 27.6 The overtime list b classification will be made up of all employees in that classification. If an em oyee refuses overtime, is sick, on vacation or on an excused absence the City , 11 move to the next employee in line on the overtime list. For call-back overtim:, if the employee does not answer his/her phone the City will move to the next ployee in line on the overtime list. This provision is not to be interpreted a eaning the employee is not subject to call-back while on vacation or excused a ► ence. entatively Agreed to on For the City of Miami: For the Union SUBSTITUTED 27.7 As each overtime opportunity arises the City will move through the overtime list until it has offered the last employee on the list an overtime opportuni Thereafter, the City will move to the top of the list and begin with the most nior employee on the overtime list. 27.8 The provisions of this Article do not restrict the City's ri: t to mandate employees to work overtime. In the event the City must order ove ime work within a unit or area of assignment, the most junior employees of the . ffected classification will be ordered first to work the required overtime. 27.9 If this method results in obviously inequ able distribution of overtime, the Director of Human Resources or designee any he UNION President will work out a method of correcting such inequity. T: tatively Agreed to on' For the City of Miami: For the Union SUBSTITUTED ARTICLE 28 GROUP INSURANCE 28.1 Summary Plan Document The City and the UNION agree that the Summary Plan Docum: t (SPD) (entitled City of Miami Life and Health Benefits) shall be immediat updated to reflect descriptions of the current benefit. Plan design and all pla enefits shall be those outlined within the updated version of the employees b efits handbook and shall not be changed without mutual agreement of the C. y and the UNION. The updated and finalized SPD shall be provided to the C. s Plan Administrator (TPA) and the TPA will administer the Plan benefits in a. ordance with the definitions and other language agreed to and contained in the Life and Accidental Death a d Dismemberment &D The City agrees to pay $8.08 pe ' all eligible bargaining unit member per pay period to the UNION to provide life . surance coverage in the amount of $3540,000.00 and AD&D coverage in the a :unt of $80-70,000. The UNION has secured a multi- year rate guarantee from e provider, Reliance Standard Mutual of Omaha. The UNION agrees to co ► inue to secure life insurance and accidental death and dismemberment co erage for all the eligible bargaining unit members throughout the term of this co ► ract and agrees to provide policy and rate documentation to the City at the City'. request. Medical/Vision: ntatively Agreed to on C 1 U For the City of Miami: For the Union a SUBSTITUTED The City currently offers medical, dental and vision benefit plans through a self -funded plan in which all bargaining unit members, upon obtaining eligibir may enroll, to wit: Medical/Vision Cigna Network Dual Choice/POS Cigna Network Dental DHMO-Cigna/DPP • Guardian EAP Cigna Health C It is agreed between the parties that as of January , 2015, the City's medical plan will consist of a four tier program: Single coverage Single coverage + spouse Single Coverage + children Single coverage + Family (spo .e and children) It is agreed that medical p mium rates for all tiers may be adjusted annually upon the City's calculation of e premium for medical benefits. Premium rates will be calculated by a certifieactuary based on the City's eligibility list and experience and the information 1 be provided to the UNION, in order to validate any increase or decrease in th•.retical premium. As of J uary 1, 2018 2045, (the beginning of the next Plan year) any increases or decre..es in the cost of the City's health plan shall be shared by current active empl• ees on the following basis for all medical plans: entatively Agreed to on For the City of Miami: For the Union A SUBSTITUTED Plan Year 2018 2015: Single Single + spouse Single + Children Family Dual Choice/POS (Cost of coverage shown bi-weekly) $40.55 $89.21 $75.01 $115.56 Plan Year 2018 2015: Point of Service Plan Co -Pays: Primary Care Physician: $25.00 per visit Specialists from within POS Network: $40 0 per visit As there are frequent and rapid cha . :es in health care costs, it is understood and agreed between the parties that : ny changes in contribution amounts will be made based on the annual calculatio'. of theoretical premium. It is agreed that should actual operating claims and ad ' inistrative costs, and reserve costs increase at a rate higher than the projecti s used to establish the employee contributions above (projection used is 10°/ increase in total premium each year), then those employee contributions shbe adjusted to reflect the increase and shall be effective at the beginning of the ealth Plan Year. Likewise, should the theoretical premium cost decrease more an the projections used to establish the employee contributions stated above, ose employee contributions will be lowered to reflect the overall theoretical . remium decrease. In any given plan year, projections used to establish any in ease in contributions from the employee shall be capped at 15%. ntatively Agreed to on For the City of Miami: 1 fn For the Union SUBSTITUTED Prescription Drug Coverage The City currently offers a prescription drug benefit plan for those bargaini g unit members enrolled in POS plans. It is a self -funded plan administered by igna Health Care and consists of the current benefit: Cigna Pharmacy Retail Drug Plan; $15 per 30 day supply for generic drugs $40 per 30 day supply for preferred ► and name drugs $60 per 30.day supply for non-p ferred brand name drugs 50% of drug cost per 30 da supply for self-administered Injectables (e.g. injectab •s drugs used to treat rheumatoid arthritis, hepatitis P, multiple sclerosis, asthma). Cigna Tel Drug Mail Or. r Drug Program: $0 (no c arge) per 90 day supply for generic drugs $80 er 90 day supply for preferred brand name drugs 20 per 90 day supply for non -preferred brand name drugs 50% of drug cost per 90 day supply for self-administered Injectables (e.g. injectables drugs used to treat rheumatoid arthritis, hepatitis C, multiple sclerosis, asthma). entatively Agreed to on I For the City of Miami: For the Union SUBSTITUTED Since prescription drug costs are a major component of the health plan and are subject to significant annual cost increases, the City and the UNION ag to evaluate and measure pharmacy benefit total costs and evaluate best p actice strategies to manage the pharmacy benefit. Any changes in the pharmacy benefit shall be mutually agreed to by t r • City and the UNION. Dental: Dental premium rates may be adjusted annu, y upon the City receiving notice from the dental providers. Employees will be otified of the adjustments in the dental rates during open enrollment. In actor: ance with current practice, when employees choose to be covered under the 1 ty's dental plan, the employee will continue to pay the dental premium. Employee contributions: n accordance with the City's Cafeteria Plan group health premiums will be p, d by the bargaining unit employee with pre-tax dollars. Health Committee It is agree that a standing committee will be created called the Health Insurance Commi ee. It shall be made up of six (6) City of Miami Employees, one member appoi ► ed by the IAFF, one member appointed by AFSCME, Local 1907, one member a ointed by AFSCME, Local 871, two members appointed by the City Mana • r and one picked by mutual agreement of the Unions and City Manager. The ntatively Agreed to on For the City of Miami: For the Union SUBSTITUTED Group Benefits Coordinator shall serve as a technical advisor to the committee, but will not be a member nor have a vote. Based on this commitment and in collaboration with labor management, this Committee will work during the term of this contract to entify ways to strengthen and improve our health plan. This will include, but i of limited to: Obtain timely, accurate, and transparent reporting, ith full disclosure, of all costs from our vendors. Identify plan vendor administrative improv ments and efficiencies that can have a significant impact on reducing health ex p nditures and to ensure that our health plan vendors are delivering maximum a. inistrative savings. Educate employees on better u , erstanding and use of their health plan. Identify the impact of he.. h improvement and disease management initiatives to decrease overall medi :1 and drug costs. Identify members who would benefit from health improvement initiatives and institute pr rams to improve member's health. Evaluate . d measure our pharmacy benefit total costs and fully assess the costs from our • armacy benefit manager (PBM) vendor. Id: tify proven strategies to more effectively provide prescription benefits, a d obtain vendor (PBM) administrative savings to successfully manage this i . ortant benefit. ntatively Agreed to on For the City of Miami: l For the Union SUBSTITUTED Make recommendations to the City Manager to reduce health expenditures while maintaining a quality health plan at an affordable cost and whi improves the health of employees and dependents. Review employee complaints and remedy situations concernin claims so long as the decision does not change or impact current benefits. This 's intended to reduce the need for the grievance procedure; however, the bargai ' ing unit member does not waive his/her right to file a grievance should the co ittee's remedy is not satisfactory to the employee. Review and update the Summary Plan De .cription (currently titled City of Miami Life and Health Benefits). Any and all other health care . d wellness issues identified by the Committee as promoting initiatives to mprove the health of employees and dependents while maintaining a quali health plan. The Committee shall - eet monthly or as soon as practicable to commence initiatives outlined above. Insurance Deductio ' s b Pa roll 28.2 The City shall continue to make available to the UNION a payroll deduction slot to • 4 rchase local UNION sponsored insurance programs. on receipt of appropriate authorization from employees, the City will make the ; esignated deductions and forward monies to the UNION. The City shall deduc rom that remittance an amount for the cost of these deductions. The amount entatively Agreed to on 1� For the City of Miami: For the Union SUBSTITUTED will be calculated at two cents (2¢) for each employee deduction, each payroll period and ten cents (10¢) for each addition, deletion, or modification to the indivi deduction. The UNION shall indemnify and hold the City, its officers, ► ficials, agents and employees harmless against any claim, demand, suit or liab' ity and for all legal costs arising from any action taken or not taken by the C. y, its officials, agents and employees in executing this activity. The Director o uman Resources or designee will advise the UNION of the deduction procedu s that will be followed in the implementation and administration of this activity T: tatively Agreed to on For the City of Miami: For the Union J SUBSTITUTED ARTICLE 29 UNIFORMS AND SAFETY SHOES 29.1 In those classifications where the employer requires that the e .. ,loyee wear safety shoes, the City shall, effective the first full pay perios following ratification of the labor agreement, issue an allowance in the amount o ' • ne Hundred and Twenty -Five Seventy -Five Dollars ($1275.00) for the purcha of an initial pair of safety shoes. 29.2 When, due to wear and tear or accintal job destruction, a replacement pair of shoes is required, the City will ant up to an additional One Hundred and Twenty -Five Seventy -Five Dollar-. ($1275.00) for the purchase of another pair of safety shoes. This additional One Hundr- d and Twenty -Five Seventy -Five Dollars ($1275.00) shall only be provided w ' n the worn out or damaged pair of shoes is turned into the Department. The 'r epartment Director, or designee, shall determine when, in their judgment, a p.' of safety shoes shall be issued on the basis of need and not on an automatic . asis. Management reserves the right to provide safety shoes directly to the e . ployee in lieu of the approval provisions. 29.3 Em p oyees in those classifications required to wear safety shoes shall be subject to t e loss of a day's pay for each day that the employee reports to work not weari : the required safety shoes. Action under this section shall not be grievable under - e Grievance Procedure or appealable to the Civil Service Board. ntatively Agreed to on For the City of Miami: For the Union SUBSTITUTED If a medical waiver is obtained stating that the employee is unable to wear safety shoes, then the penalty stated above is not applicable. 29.4 Safety shoes shall not be worn by the employee when the empl• ee is off duty. 29.5 Employees shall be advised of shoe models which co form to City standards. The shoe allowance authorized by this Article shall onl •e paid where an employee purchases a pair of safety shoes whose quality is cer fied as acceptable by Management. 29.6 City furnished equipment where requ', ed by the employer will be replaced when worn out or damaged only if the : ployee returns the worn out or damaged equipment to the Department. This eludes, but is not limited to, gloves, boots, inclement weather gear and other equipment. A bargaining unit employee shall reimburse the City for the repair •r current replacement cost of lost, stolen, or damaged City equipment when the •mployee's carelessness and/or negligence results in the loss, theft, or damage of e equipment. 29.7 Mechanics c► ered under this contract shall be provided with safety eyewear. Those barga ing unit members requiring prescription safety eyewear due to their inability . ' wearing regular safety eyewear will be provided prescription safety eyewea The bargaining unit member is responsible for obtaining the prescriptio ► at no cost to the City. T, tatively Agreed to on For the City of Miami: ?_� For the Union SUBSTITUTED 29.8 The City shall provide a minimum of five (5) uniforms (including shirts and pants) per year to any classifications required to wear uniforms. 29.9 The Cit will • rovide laundr services for uniforms worn b Me ' anics classifications. ntatively Agreed to on % "`--0'- 1 For the City of Miami: For the Union S 1 SUBSTITUTED ARTICLE 30 TOOL ALLOWANCE 30.1 The City agrees to pay a quarterly tool allowance for Aut• otive Mechanic, Heavy Equipment Mechanics, Welders, and Auto Body Worke ' ainter in the amount of One Hundred ($100.00) dollars quarterly. Such tool a .wance will be paid to the employee within the first fifteen (15) days after the cl e of the quarter. 30.2 Mechanics' tools, which are stolen due to va alism or forced entry upon the employer's property, will be replaced upon proof a police report and an itemized list of the tools stolen. 30.3 The Department Director or his d:.ignee shall have the sole right to develop or redevelop a basic minimum tool lis hich employees must have to be hired in the various trades' classifications. he Department Director may grant a reasonable length of time for any e loyee to acquire additional tools to meet the basic minimum tool allowance ventory. Employees who fail to meet the basic minimum tool list inventory . all not receive a tool allowance. Tools may not be loaned to meet the basic ' ventory tool list. 30.4 The D artment Director, or his designee, shall provide a required minimum list of ools for Automobile Mechanic & Motorcycle Mechanic, Heavy Equipment echanic, Maintenance Mechanic, Auto Body & Painter, Welder, Machinis , Mason, Carpenter, Electrician, Lineman, Plumber, Painter, A.C. entatively Agreed to on For the City of Miami:' For the Union SUBSTITUTED Mechanic, Sign Painter, Communication Technician, or any other classification not listed that the Department Director may feel is necessary to add. 30.5 The affected employees within the above -listed classificatio ► shall submit an inventory of all their personal tools, including the make and m , del of each tool to their immediate supervisor outside the bargaining unit who wi . verify the list. The employee will maintain a copy of said inventory list, and a co ' will be filed with the Department Director or designee. This list shall be pe odically checked and updated. The City shall replace broken, stolen, and worn iut tools upon request and confirmation that the broken, stolen, or worn out tool ' as on the recorded inventory. This replacement policy does not apply to the cla .ifications receiving the quarterly tool allowance as provided under this Article. bmission of the inventory list of tools in excess of the basic minimum tool list shbe completed within sixty (60) days after ratification of this Agreement. Te atively Agreed to on For the City of Miami: ( For the Union r"--\ SUBSTITUTED ARTICLE 31 TUITION REIMBURSEMENT 31.1 It is agreed between the parties that the tuition reimburs ent program is designed to encourage City employees to improve their job per'.rmance and increase their value to the City by pursuing courses of study relat:. to their job duties at accredited educational institutions. The policy gove ing the tuition reimbursement program is intended to be flexible, with broad d'.cretion for approval reserved to the Department Director and the City Manager :o as to insure on-the-job effectiveness of City employees. Tuition reimburse • •nt shall not be subject to budgetary constraints. 31.2 Any full-time, permanent City e . loyee shall be eligible to participate in the Tuition Reimbursement Program. 31.3 All course work must • taken at or from an accredited college, university or educational institu on approved by the City Manager or the Department of Human Resourc designee. Course work taken under provisions of this Article must be directl related to the employee's job duties. Class attendance will be on the empl.; ee's own time unless otherwise noted in the course announcement and . uthorized by the City Manager or the Department of Human Resources desig Te► atively Agreed to on or the City of Miami: ( For the Union SUBSTITUTED 31.4 Effective upon ratification, reimbursement will be limited to books, lab fees, and tuition costs up to a maximum of $4,000.00 per calendar year. 31.5 To be eligible for reimbursement, the employee must succe .fully complete the course work and provide evidence of successful completion t. the City. Successful completion must be evidenced by a grade of "C" or better. 31.6 Procedures for reimbursement will be as follows: A. The employee must obtain three (3) copie of the Application for Tuition Reimbursement form for ach course from their department or the Human Resou ' es Department. B. The employee must completa the application in triplicate and submit it to his/her Depa ment Director prior to registration at the education institu on. C. The Department D. 'rector will then review the application and if approved fward the original and one copy to the Human Resource I epartment. If the application is not approved, it is then turned to the employee by the Department Director. e Human Resources Department has the authority to approve or not approve the application, and applications not approved will be returned to the Department Director with the reason for rejection noted thereon. ntatively Agreed to on �IS� For the City of Miami: For the Union SUBSTITUTED 31.7 In the event the employee resigns or is terminated from the City within one (1) year following completion of the course(s) for which City funds have b expended, the amount of tuition reimbursement paid to the employee 'ill be reimbursed to the City by the employee upon his/her termination fro ' the City through a deduction from his/her final paycheck. 31.8 Upon completion of the course work, the employee st submit his/her semester grade report together with the tuition fee receipt o his/her Department Director. The Department Director will submit the appred application for tuition reimbursement along with the employee's semeste grade report to the Finance Department who shall then reimburse the employ- for the City's share of the tuition reimbursement. The employee's Departm: t Director will advise the Human Resources Department of the employee's : tisfactory completion of the course. ntatively Agreed to on For the City of Miami: For the Union SUBSTITUTED ARTICLE 32 CALL BACK PAY 32.1 Any bargaining unit member eligible for overtime shall, if reced to duty during off -duty hours, receive a minimum of three (3) hours plus o ' e (1) hour travel time, paid at the overtime rate. The parties agree that call-bhours shall not be used in the computation of arriving at average earnin establishing pension benefits. 32.2 It is not the intent of this Article or any othe Article of this Agreement to provide pay for a bargaining unit member out on ill - me or workers compensation to receive call-back pay, overtime pay or straight ime pay for taking the required physical before said employee may be released o return to work. for purposes of Te ► atively Agreed to on or the City of Miami: For the Union SUBSTITUTED ARTICLE 33 JURY DUTY/COURT APPEARANCE 33.1 Employees serving on jury duty shall be carried "JD" (Jury Dut, for actual working time lost when called to serve on jury duty. Such employee: shall be paid at their regular hourly rate for all working time lost up to forty ) hours per week. Employees who work 'a regular shift between the hours of 1 10 p.m. and 7:00 a.m. and who are summoned to jury duty the day preceding the r regular shift, shall be carried on leave of absence with pay for their regular shi All employees released early from jury duty shall report back to work during t ' eir regular work schedule or shall forfeit the City compensation for Jury Duty f•. all hours they are absent. 33.2 In consideration of receiving t it regular pay, employees called to serve on Jury Duty shall promptly notify eir supervisor of the call to Jury Duty. The supervisor shall make a copy of the ummons to Jury Duty and forward said copy with the payroll sheets for the wee , in which the employee is on Jury Duty. Employees who ••rve as jurors for Federal Court shall have deducted from their paycheck a jury . uty fee equal to that compensation paid to the employee by the Federal Court i is/her jurisdiction per day in the payroll period following the week in which the - ployee was on Jury Duty. ployees who serve as jurors for State and County Court shall not have Jury ! uty fees deducted for the first three (3) days of juror service. Employees who s• ve more than three (3) days of Jury Duty shall have deducted from their ntatively Agreed to on c7), For the City of Miami: { 7 For the Union SUBSTITUTED paycheck a Jury Duty fee equal to that compensation paid to the employee by the State or County Court in his jurisdiction. Any changes by the Courts in the above fees shall be reflecte . n the employee's paycheck as they occur. Where Courts provide free parking for jurists, employ •s will not be reimbursed for any parking receipts submitted while attending s courts. 33.3 Attendance in court in response to legal order ► subpoena to appear and testify in private litigation not in connection with an e : ployee's official duty, but rather as an individual, shall be taken as vacation, c. pensatory leave, or leave of absence without pay. 33.4 When requests for appearances .efore the Civil Service Board require witnesses, the Civil Service Office shall re ► ire that said requests delineate who are character witnesses and who are wit ' esses testifying as to the incident at hand. Should the number of character wi esses exceed two (2) then a statement from those additional character witness:. shall be submitted to the Civil Service Board stipulating to the characte ► of the employee on appeal before the Civil Service Board. T. tatively Agreed to on .�--�-� For the City of Miami: For the Union SUBSTITUTED ARTICLE 34 COMMENDATION PAID LEAVE 34.1 A department director, upon approval by the City Manag , or designee, may grant up to forty (40) hours of paid leave to any employee hose job performance is of such exemplary or heroic nature as to warran this special consideration. This Article shall not be subject to the grieva ce procedure or arbitration. Te ' atively Agreed eed to on or the City of Miami: For the Union SUBSTITUTED ARTICLE 35 PARKING 35.1 The City agrees to provide non -assigned parking space fo all bargaining unit employees who drive their personal automobiles to wo This parking space will be at no cost to the employee while the employee is . duty. The City will not assume the cost of parking for those employees who ay not desire to use the parking space provided by the City. Any questions wi . regard to employee parking shall be reviewed and a determination made by t . • Department of Human Resources designee and shall be final and binding. 35.2 The UNION President will meet a confer with the Department of Human Resources designee on parking conc ns should the need arise and the Department of Human Resources design will attempt to resolve said concerns consistent with budgetary constraints. entatively Agreed to on `3 For the City of Miami: For the Union -� �� SUBSTITUTED ARTICLE 36 BLOOD DONORS 36.1 Employees who volunteer as blood donors to contribute to on-si City supported Blood Donor Organizations as approved by the Department ► Human Resources designee will be authorized the paid absence necessary to a► omplish this purpose. The Blood Donor Organization's personnel will determi what amount of time the donor will need from the point of donation until they to work. T. tatively Agreed to on For the City of Miami: e released to go back For the Union r SUBSTITUTED ARTICLE 37 VACATION 37.1 Vacations shall be taken by the last payroll period of the calenr year in which the vacation was credited. Effective upon ratification of the labor - greement, employees shall be allowed to carryover five hundred (500) hours ► the previous year's credited vacation. Any excess vacation over the five hi dred (500) hours allowed carryover shall be forfeited after January 18t an no exceptions to the maximum carryover allowance shall be permitted ab ent the express written approval of the City Manager. Bargaining unit n •'rnbers with unused accrued vacations hours in excess of two hundred (200) ho rs as of September 30, 2010, shall have those hours in excess of two hundred (20gra.ndfathered, and those employees with grandfathered hours over two hundr. (200) hoursshallbe allowed to carryover up to a maximum of those liours n diti.on or ton the maximum of five hundred (500) hours, whichever is : :, �firom year to year. Employees who have been carried on full disability the e ire previous year shall be paid for all excess vacation over five hundred (500) ho s at the rate of pay the employee was earning at the time the employee was ply ed on full disability. If an employee is unable to take a previously author' ed vacation due to cancellation by the Department Director or designee, any urs in excess of the five hundred (500) hours which would have been forfeited, s' all be paid on or about January 1, at the employee's hourly rate of pay. Vacation shall be accrued in accordance with the f&lio4\4g-e4a r (ilktftAtt stf. t eAefl'x' 0 4D -I- S A- . 92 7/ ? SUBSTITUTED -1 ®. 10 ycaro 1- rears- 16---•®-- 20+ year3 Hertaa , 511..-dt1 b n r L t r3 ithly basis -La efaeertra-17--exa-nipp, the aee-l-r..a-te-oLr =t aleyes wl� �e e4-ios 6 vaa- . ef- s is -E�ti � tla.�calen hall--ir e€t -rx n l-v on tbemplo. '&actual .aaaiti"ve° ry-41at . 37.3 An employee's annual vacati• accrual shall be reduced for leaves of absence without pay and suspensions. e employee's annual vacation accrual shall be reduced on a yearly basis in acco ance with the following schedule: Hours Without Pay Penalty 88 thru 176 Hours 1 month annual vacation accrual 177 thru 349 Hours 2 months annual vacation accrual 350 thru 522 Hours 3 months annual vacation accrual 523 thru 695 Ho s 4 months annual vacation accrual 696 thru 86 ours 5 months annual vacation accrual 869 thr 041 Hours 6 months annual vacation accrual 1.04 iru 121.4 Hours 7 months annual vacation accrual Hours Accrue 94 120 h urc 1 7 f 1 C:2 ho 1rP 4-34 208 houps 474 94444et 301 -of 93 (31/Ir 1215 thru 1387 Hours 1388 thru 1560 Hours 1561 thru 1733 Hours 1734 thru 1906 Hours 1907 thru 2080 Hours SUBSTITUTED 8 months annual vacation accrual 9 months annual vacation accrual 10 months annual vacation accrual 11 months annual vacation accrua 12 months annual vacation ac• ual 37.4 Vacation leave must be requested twenty-four (24) h rs in advance of use and shall be taken in increments of not less than one (1) hot On those occasions where more than one employee in a classification has s n.ultaneously requested vacation leave for the same period of time, the leave sh be granted by classification seniority. Vacation leave may be granted by the De , artment Director or designee on an emergency basis. Should such request be d lied, the employee may only appeal such denial to the Director of Human Res,urces or designee. Upon an employee's retirement or separation from City s: vice, the employee will be paid for those vacation hours credited and earned rough the employee's separation date. 37.5 Vacation shall be alculated on actual service in the previous calendar year and shall only be to en after the completion of six (6) months of actual continuous service. 94 SUBSTITUTED ARTICLE 38 SECURITY OPERATIONS 38.1 The City and the UNION and its officers, agents and mbers recognize there are assignments within the Miami Police Department w re security of information is an absolute necessity. Therefore, the Chief of Pice at his sole discretion may reject an employee to such assignment withi the Miami Police Department when the Chief has reason to believe that t re is potential for the Security of the Department to be compromised. 38.2 Upon request of the UNION Presid t, the Department of Human Resources designee will review such denial of aignment. Said review will be final and the decision of the Department of Huma Resources designee will be binding and not subject to any appeal procedure. entatively Agreed to on For the City of Miami: ]!/7 For the Union SUBSTITUTED (PLEASE REFER TO THE 4/26/2012 MEMORANDUM OF UNDERSTANDING FOR SECTION 39.11) ARTICLE 39 SICK LEAVE 39.1 The parties agree that care and discretion shall be xercised by Management and the UNION in order to prevent the abuse of sic eave privileges. Absences on account of trivial indispositions must be discoura d. To determine the extent or reasons for an employee's absence on sick leave, e employee's immediate supervisor outside the bargaining unit or managemen esignee may visit the home of the employee on sick leave with pay. In cases ere Management suspects that an employee is malingering, sick leave with pa shall not be granted. 39.2 Permanent bargaining unit : ployees may accrue eight (8) hours sick leave per month, provided that the e • loyee is in pay status at least one hundred twenty (120) hours per month to b• tilized in not less than one (1) hour increments. 39.3 New hires will a rue sick leave in accordance with Section 39.2 above. However, no sick leave wi pay shall be granted during the employee's first ninety (90) working days. 39.4 To r eive sick leave with pay, a bargaining unit employee must take steps to noti his/her immediate supervisor or the person designated by the Departme to receive such notice of illness within thirty (30) minutes of their regula y scheduled time for work, excluding the Fire and Police Departments ntatively Agreed to on For the City of Miami: For the Union +r-\ SUBSTITUTED wherein departmental rules will apply. It shall be the bargaining unit member's responsibility to notify the Department designee each day the employee will be o ill within the time frames outlined above. 39.5 Bargaining unit members may be allowed to use accrued • ck leave when needed clue to the serious injury or acute illness of any act .l dependent member of the employee's household. Said dependent member f the employee's household shall be limited to the employee's immediate family. he immediate family shall be defined as father, mother, sister, brother, husba wife, domestic partner, children, father-in-law, mother-in-law, grandparent spouse's/domestic partner's parents, grandparents, stepfather and/or stepmot 39.6 In those instances where an em ► oyee has utilized all their sick leave, they will be allowed to utilize vacation a : or compensatory leave for this purpose. Employees will be required to provide doctor's excuse in these instances. 39.7 Any employee abse on sick leave for more than three (3) consecutive work days must report to the ► epartment of Human Resources and obtain approval before returning to work. ' he Department of Human Resources will have the City designated physician repare a list of those medical illnesses or injury that will require the emplo •e to be sent to the City doctor's office prior to being cleared to return to wor . Those medical conditions which are minor in nature and not on the prescribeist will only require the employee to report to the Human Resources Depar ent for clearance to report to work. ntatively Agreed to on For the City of Miami: \-4g For the Union csA SUBSTITUTED 39.8 Bargaining unit employees who exercise normal retirement shall receive a cash payment equal to one hundred percent (100%) of their unus accumulated sick leave up to seven hundred and fifty (750) hours. Bargainin unit members with accumulated sick leave balances over seven hundred and ty (750) hours as of September 30, 2010, will have their balances in excess of s• en hundred and fifty (750) hours grandfathered. Upon exercising normal retirment bargaining unit members shall be paid for fifty (50%) of those unused gr.. dfathered sick leave hours in excess of seven hundred and fifty (750) hours in t ► it bank. 39.9 Employees who terminate employment th the City under honorable conditions shall receive a sick leave cash payout a ollows: More than 7, but less than 15 years of service More than 15 years of service 25% up to 750 hours, or up to a maximum of their unused grandfathered sick leave hours in excess of seven hundred and fifty (750) hours. 50% up to 750 hours, or up to a maximum of their unused grandfathered sick leave hours in excess of seven hundred and fifty (750) hours. 39.10 Emplo; ees who are terminated shall not receive compensation for unused sick leave 4pon separation of service or retirement. 39.11 bargaining unit member's maximum sick leave carryover from calendar • ar to calendar year shall not exceed seven hundred and fifty (750) hours or the . umber of unused accumulated sick leave hours in excess of the seven hundred entatively Agreed to on For the City of Miami: ('f7 For the Union SUBSTITUTED and fifty (750) hours grandfathered as of September 30, 2010, and any hours accrued in excess of the maximum carryover in a given year are not permitted to be carri over by the bargaining unit member. Bargaining unit members with u• sed accumulated sick leave hours in excess of maximum carryover at the end o the year shall be paid for one hundred percent (100%) of the unused po on of their accumulated sick leave in excess of the maximum carryover. 39.12 Payoff for accumulated sick leave shall not e used to calculate average earnings for pension purposes. 39.13 Employees with ten (10) or more years o ervice who are laid off under honorable conditions may repurchase sick leave fo which they were paid off at the time of separation, subject to the following con► tons: 1) They are rehired wit % n twelve (12) months from the date of their separatio 2) They remit t► the City an amount equal to their hourly rate in their reh', ed position multiplied by the number of hours of sick leave for which they were previously paid. This buy back o ; tion must be exercised and paid for within thirty (30) days from the date the employee returns to the employ of the City. If the buyback option is properly exercised, the City will credit the employee with the balance of sick leave hours credited to his account as of the date the employee was laid off. Ttatively Agreed to on 7 ° I For the City of Miami: For the Union SUBSTITUTED 39.14 In recognition of those employees who display perfect attendance in any one calendar year, the City will present the employee with a certificate appreciation. There will be an annual drawing of one hundred fifty (d050) employees by an individual selected by the Director of Human Resources o designee and the UNION President from the pool of eligible employees ith perfect attendance. Each of the one hundred fifty (10050) employees wh e name is drawn shall receive a one hundred dollar ($100) cash prize. In orde to qualify for perfect attendance recognition, the employee must not have utiliz any sick leave, nor been on disability, nor have been in any without pay status uring the year. entatively Agreed to on For the City of Miami: For the Union SUBSTITUTED ARTICLE 40 TARDINESS 40.1 Tardiness is reporting for work in excess of five (5) minutes be nd the scheduled starting time of the shift (or as provided in Police or Fire 1 •partment rules). Approved pre -arranged time off shall not be considere• an instance. Unexcused absences resulting in tardiness shall be counted as an instance." When an employee reports to work within a period that is more than ve (5) minutes after his/her scheduled starting time, and provides an excuse tha - is acceptable in the sole discretion of Management, which shall not be arbitraril or capriciously applied, the employee may elect to utilize vacation, compensator time or sick leave. Election of vacation, compensatory time or sick leave for an : cused tardiness shall be taken in fifteen (15) minute increments. An annual p: iod shall be defined as a twelve (12) month period beginning with the occur •nce of the employee's first tardiness instance. Management may, in its di etion, allow an employee to utilize vacation, compensatory time or sick leave r a tardiness even if the tardiness is unexcused. 40.2 Employees shbe disciplined for instances of tardiness in an annual period in accordance with e following schedule: Numbe •f Tard Instances Discipline stance in annual period Written warning 6tinstance in annual period Written reprimand loth instance in annual period Three (3) day suspension 11th instance in annual period Fourteen (14) day Suspension 3rd entatively Agreed to on For the City of Miami: For the Union SUBSTITUTED l2th instance in annual period Dismissal Disciplines issued pursuant to the schedule shall not be considered for purpo of progressive discipline after the annual period expires. 40.3 Tardiness appeals shall only be appealable through the ievance Procedure Article as set forth in the Agreement. Exceptions to the abo e schedules may be granted by the Director of Human Resources or designee, '' the individual circumstances warrant such action. T tatively Agreed to on For the City of Miami: For the Union SUBSTITUTED ARTICLE 41 FAMILY MEDICAL LEAVE AND LEAVE WITHOUT PAY 41.1 Bargaining unit members may request a leave without • ay in accordance with the Family and Medical Leave Act of 1993, as amended. uch leave is provided under the law for birth, adoption or foster care of a child , d for a serious health condition of the employee or the employee's spous:, child, parent or grandparent, eligible deployment return from deployment rid is or any other FMLA eligible event. Employees taking leave under the F y and Medical Leave Act (FMLA) shall be limited to a ninety (90) day F LA leave, or twenty-six (26) workweeks FMLA leave for the care of a cove d service member, in a 12-month period. An extension of an additional ninet, (90) day of leave without pay may be granted upon request to the Director of ' uman Resources or designee as specified under Section 41.3. Upon approval • such extension, the employee will be required to pay the full premium amount '.r health insurance coverage. 41.2 Upon approv of the Department Director, with the approval of the City Manager or the Di ctor of Human Resources or designee, a leave without pay may be granted, for e purpose of training or study calculated to improve the quality of the employee'. service to the City through course work directly related to the employee's for up to six (6) months. The request for leave without pay may be extender for an additional six (6) months upon the approval of the Department Direor and approval of the City Manager or the Director of Human Resources or ntatively Agreed to on _ c-ep For the City of Miami: For the Union. SUBSTITUTED designee. Any bargaining unit employee requesting said leave of absence shall be required to submit evidence of registration upon entering each quarter/semester school. 41.3 Upon approval of the Department Director, with the appral of the City Manager or the Director of Human Resources or designee, a lea • without pay may be granted, for an acceptable reason other than specified her , for a period not to exceed ninety (90) day calendar days. Approval for said lee of absence without pay is at the sole discretion of the City Manager or Direc .r of Human Resources or designee and shall not be appealable to the Civil S vice Board or the grievance procedure. 41.4 Bargaining unit employees who • esire to take a leave without pay for any reason specified in this Article, exuding a serious health condition, must exhaust their vacation and leave bank : prior to taking a leave without pay. A request for leave without pay for a serious , ealth condition as provided under the Family and Medical Leave Act shall req re the bargaining unit employee to use all sick and vacation banks prior to t ing such leave. The usage of such leave time will not prohibit the employee rom taking leave without pay as specified herein. 41.5 Ba aining unit employees who take a leave without pay for any reasons speci : ed in this Article shall not accrue leave time. At the expiration of a leave of a-.sence without pay, the bargaining unit employee shall be returned to the same r similar position vacated when said leave of absence without pay was granted, entatively Agreed to on --/ For the City of Miami: For the Union SUBSTITUTED in accordance with the provisions of the Family and Medical Leave Act. Leave of absence without pay during the required probationary period of service shall exte the probationary period the length of time used during the said leave of ab .ence without pay. 41.6 The acceptance of another position or engaging in othe employment by the bargaining unit employee while on a leave of absence wit ut pay shall be deemed a voluntary resignation from the service of the City of ► iami. T tatively Agreed to on_ °' For the City of Miami: �'F:F�J For the Union Sy ` P SUBSTITUTED ARTICLE 42 LABOR/MANAGEMENT PARTNERSHIP COMMITTEES 42.1 A Departmental Labor/Management Partnership Committee ay be established in each department of the City of Miami. Said Committee embership shall include representatives from classified support staff (M/C), classified staff, executives and the AFSCME bargaining unit dues and non -due . aying members. 42.2 The Departmental Labor/Management Part ► ership Committee may meet at least once a month, and such meetings shall ;e scheduled during normal business hours. The purpose of these meetings will . e to discuss quality of work -life, productivity, service, communication and object es of mutual concern, not involving matters which have been or are the subj: t of collective bargaining between the parties. It is understood that these D •. artmental Labor/Management Partnership Committee meetings shall not be .ed to renegotiate the labor agreement between the City and AFSCME. All dec :ions made by the Departmental Labor/Management Partnership Committee sh.. be by affirmative consensus. 42.3 The De artmental Labor/Management Partnership Committee meetings shall be c. ducted on a semiformal basis with the selection of a chairperson to be determi - d by the members of the Committee. Length of participation of Committee embers shall be determined by the Departmental Labor/Management Partne .hip Committee. The chairperson shall arrange for minutes to be taken of entatively Agreed to on X For the City of Miami: For the Union SUBSTITUTED each meeting and for the distribution of copies to each member of the Committee, the UNION President, and the City's Human Resources Director or designee. ntatively Agreed to on 7—S-- ---c° ‘ Sc--1 For the City of Miami:For the Union SUBSTITUTED ARTICLE 43 BEREAVEMENT - DEATH IN FAMILY 43.1 Bargaining unit members may, in the case of death in the family, be authorized up to a maximum of forty (40) hours of paid leave funeral or estate related functions of a member of the employee's or is at home in a state of bereavement. Said paid leave consecutively by the employee excluding normal days off and i - ediate o attend to ediate family, d s shall be taken olidays. For purposes of this Article, the "immediate family" is defined as fathe mother, sister, brother, husband, wife, domestic partner, children, fa . er-in-law, mother-in-law, grandparents, spouse's/domestic partner's parents, grandparents, grandchildren, stepchildren, stepfather and/or stepmother and ay include any other person who was or has been an actual member of the em ' oyee's household for ten (10) or more years. Within thirty (30) calendar days f .m the date the employee returns from a death in the family, the employee w file a copy of the death certificate of the deceased family member. Said deat - certificate will be attached to the form provided by the City and submitted to the uman Resources Department. Failure to produce the death certificate will res t in the employee reimbursing the City for any days taken under this Article. e, y employee found to have falsified his/her application for death in the family (" ' day) will be dismissed. 43.2 It is derstood that under certain circumstances the employee will be unable to obtai a death certificate. In this event, in lieu of a death certificate, the employee shsubmit any other documentation that reflects the death and family relation deemed appropriate by the Department of Human Resources or designee. T tatively Agreed to on For the City of Miami: «P1 For the Union 43.3 Bereavement leave is for attending a funeral or to attend to estate issues or in a state of bereavement and must be taken within 45 days of the death of the family member. The Director of the Department of Human Resources or designee, at his/her sole discretion, can make exceptions to the 45 day limit under truly unique circumstance, but the decision is final and cannot be appealed through the grievance procedure or any other forum. Tentatively Agreed to on eat 1 " For the City of Miami: f; % For the Union 3 SUBSTITUTED ARTICLE 44 MILITARY LEAVE 44.1 The City shall abide by the current provisions of the Florida St. utes, Sections 115 and 250 as they relate to all bargaining unit employees who - e either reserve officers or enlisted personnel in the Florida Defense Force, e National Guard, Naval Militia, Marine Corps, U.S. Army Reserve, U.S. Nay : Reserve, U.S. Marine Corps Reserve, U.S. Coast Guard Reserve, U.S. Air Fore : ' eserve or officers or enlisted personnel in any other class of the militia entitlin; the employee to leave of absence from their respective duties without loss of pa , time, efficiency rating or Civil Service seniority credits on all days during whic ey shall be engaged in field or Coast Guard defense exercises or other training ordered under the provisions of the U.S. Military or Naval Training regulations • under the provisions of the Florida Defense Force or the National Guard; provi d that leaves of absence granted as a matter of legal right under the provision• of this section shall not exceed seventeen (17) days in any one calendar year u ' ess other local, state or Federal laws which may be applicable grant additiona ime. 44.2 Requests for mili ry leave shall be made to the Department of Human Resources designee as early as possible but at least two (2) weeks prior to the date such leave commences w proper orders attached. 44.3 Emplo • es who take the military leave provided in this section shall be credited with t t time on their seniority status, in the City of Miami Civil Service Records-Depar ent of Human Resources. entatively Agreed to on For the City of Miami: For the Union SUBSTITUTED ARTICLE 45 HOLIDAYS 45.1 The following days shall be considered holidays: New Year's Day President's Day Memorial Day Independence Day Labor Day Dr. Martin Luther King's Birthday Columbus Day Veterans' D Thanks ing Day Day er Thanksgiving ristmas Day 45.2 Any additional holidays decla • d by official directive of the City Manager shall be added to the above list. 45.3 Employees performing rk on any of the above holidays shall be paid eight (8) hours holiday pay plus . tual hours worked at time and one-half of their straight time hourly rate p . suant to Article 27, or shall be given scheduled compensatory time off at t ► - rate of time and one-half for the hours actually worked on the holiday. 45.4 All , onditions and qualifications outlined in Article 27, titled "Overtime/Co . ensatory Time", shall apply to this Article. Hours of compensatory time accu lated under this Article, when added to the compensatory time earned T ' tatively Agreed to on For the City of Miami: For the Union SUBSTITUTED under the Article entitled "Overtime/Compensatory Time", shall not exceed one hundred fifty (100 150) hours. 45.5 To be eligible for holiday pay, an employee must work a full shift •r be in a paid leave status on the scheduled workdays which immediately pr- ede and follow the holiday. If an employee works at least seven (7) hours of h' ./her regular shift, the employee will either be charged one (1) hour fro . either his/her compensatory time or vacation leave bank, or carried in witht pay status at the sole discretion of the supervisor. An employee who works . least seven (7) hours as described in this section shall be eligible for holiday pa Ttatively Agreed to on "T P�� 1 For the City of Miami: For the Union SUBSTITUTED ICLE tf6.( lop rat4f3 -ft* prov1.6-664 Lar,?Jr111 (tik-tif- 0600i1 ski sele cI d -o- 1111 -v1'eL r")fcUUc in Order; taut (5 vtAiiSe vat, r b, let/ s O > f ' /icaf33 ehtip( immt ()A w tirGc,-1-kzVa (I e Ash) a) Ina c , awl 3) o 4- p 'r'cgo': I Tit?' Ffr 6t'ut 114iSal tf/c estP(71 SUBSTITUTED ARTICLE 47 RESIDENCY 47.1 It is agreed by the parties that while residency is not a conditio ' of employment a candidate that is otherwise equally qualified will be given, at ' me of hire, preference for employment in order of domicile as follows: (1) Cit of Miami resident, (2) Miami -Dade County resident, (3) resident outside o iami-Dade County. ntatively Agreed to on For the City of Miami: For the Union �� SUBSTITUTED ARTICLE 48 TOTAL AGREEMENT 48.1 This Agreement, upon ratification, constitutes the complete a entire agreement between the parties, and concludes collective bargaining for s term. 48.2 The parties acknowledge that during the negotiatio . which resulted in this Agreement, each had the unlimited right and opportun to make demands and proposals with respect to any subject or matter not rem ed by law from the area of collective bargaining, and that the understandings a d agreements arrived at by the parties after the exercise of that right and o • ortunity are set forth in this Agreement. 48.3 The parties agree that t ' s Collective Bargaining Agreement represents the total agreement for ter • and conditions of employment during the life of this contract and no request s all be made to increase wage or other employee benefits through the Civil Ser ce Board, City Manager or the City Commission during the life of this Collec ' ve Bargaining Contract. ntatively Agreed to on For the City of Miami: For the Union SUBSTITUTED ARTICLE 49 SAVINGS CLAUSE 49.1 In the event any article, section or portion of this Agreement shld be held invalid and unenforceable by any court of competent jurisdiction, sudecision shall apply only to the specific article, section or portion thereof s :ecified in the Court's decision, and that portion of this Agreement in conflict sh 1 be null and void but the remainder of the Agreement shall remain in full force - d effect, with it being presumed that the intent of the parties was to enter into t ' e Agreement without such invalid portion or portions. 49.2 The City's representatives as def ed in Article 2 and the UNION's representatives as defined in Article 3 shall ' omptly meet to negotiate a substitute for the invalidated article, section or rtion thereof as might be determined in accordance with Section 49.1 of this : rticle. 49.3 Notwithstanding . y other provisions of this Agreement, the employer may take all actions necess, to comply with the Americans with Disabilities Act. Tentatively Agreed to on For the City of Miami: (117y�, For the Union _ v-1 SUBSTITUTED ARTICLE 50 SENIORITY 50.1 For purposes of this article, seniority shall be defined as th• most recent date of hire into a classification within the bargaining unit with the ty unless otherwise agreed upon by the UNION President and the Direct ; of Human Resources or designee. 50.2 Seniority shall only be applied in the assignm t of days off in units with two (2) or more shifts. Seniority shall not be a preva'. ng factor for assignment or promotion to a unit, section or division within a dep , rtment. 50.3 Exceptions to the use of seniority a specified in 50.2 may occur in an emergency situation, when physician ordered, or training purposes, when language skills are needed, compliance with the Am icans with Disabilities Act, when special knowledge or skills are needed as mut .11y agreed upon by the City and the UNION, or when mutually agreed by the fected employees and management through the labor/management process. 50.4 Once every • tober shift assignments and days off will be rebid by seniority. T tatively Agreed to on For the City of Miami: For the Union SUBSTITUTED ARTICLE 51 LEAVE BALANCE PAYOFFS 51.1 Employees electing to retire and upon separation will receive p of leave balances upon retirement as currently specified under this agree entatively Agreed to on For the City of Miami: For the Union nt. ment SUBSTITUTED ARTICLE 52 PENSION 52.1 The parties agree that for the term of this agreement e pension benefits and employee contributions of employees covered by this a: • ement shall be as provided in the City of Miami General Employees' and S station Employees' Retirement Trust Section 40-241 through 40-290, Miami ' ity Code ("GESE"), as amended except as follows: 52.2 The parties agree that effecti October 1, 2011, the GESE amortization periods will be revised to add 5 ears to the existing amortization periods and change periods for future amor ' ations as follows: A. Plan benefit changes f. active employees over 20 years (currently 15). B. Plan benefit chan s for retired employees over 15 years (no change). C. Assumption c nges over 20 years (currently 15). D. Experienc. Gains and Losses over 20 years (currently 15). 52.3 ective September 30, 2012 or upon implementation of this Article if later (the " current reac ective date"), the following benefit change will be implemented for all ployees hired before the ratification of this agreement who have not d normal retirement eligibility, and for all future employees: The maximum rmal retirement benefit shall not exceed $80,000 annually; provided, any employee Tentatively Agreed to on For the City of Miami: For the Union SUBSTITUTED who has an accrued benefit in excess of $80,000 annually on the effective date s- all retain that benefit, but shall not accrue any additional benefits after that da 52.4 BACKDROP option. A backdrop benefit option shall be i on January 1, 2013. The Backdrop option shall replace the existing plemented OP program. Employees who have not attained normal retirement eligibility a •£the effective date or were not vested by October 1, 2010, and all employees hir on or after that date, will be eligible for the Backdrop option, but will not be el' : ble for the DROP. Anyone eligible for the forward. DROP as of January 1, 2013, emains eligible for the forward DROP as it presently exists and anyone eligible .r the forward DROP as of January 1,2013 or vested prior to October 1, 2010, wh remains eligible for the Backdrop. (a) An eligible employee who elec hooses not to enter the forward DROP the Backdrop option shall receive a monthly benefit payable on the employe: s actual retirement date (date of retirement and separation from City emplo ent) based on the benefit the employee would have received if he/she had 1: City employment and retired on an earlier date after attaining normal ret ement eligibility (the "Backdrop date"). In addition, an eligible employee who el: is the Backdrop option will receive a lump sum payment equal to the accumul, on of monthly retirement benefit payments he/she would have received during t period following the Backdrop date through the actual retirement date ("Bac . drop period"), plus interest at the rate of 3% per year, compounded annually. eligible employee may elect a minimum Backdrop period of 1 year and maximum Tentatively Agreed to on F For the City of Miami:, For the Union SUBSTITUTED Backdrop period of up to seven years. An eligible employee who elects the Back• - op option must select the normal form of benefit or an optional form of bene at the time of electing the Backdrop option. The employee's monthly benefit a ' ell as the lump sum payment under the Backdrop option is based on the 'orm of benefit selected. (b) Employees are eligible to elect the Backdrop option afte completing one year of creditable service following the normal retirement date A Backdrop election must be made within 10 years after becoming eligible for n •mal retirement. The maximum Backdrop period is 7 years. Eligible employees w o wish to elect the Backdrop option must provide written notification to the City : t least 8 months prior to the employee's retirement date; provided a lesser notice •eriod maybe approved by the City Manager due to special circumstances. Barga mg unit members will be eligible to revoke their Backdrop election one time, b within 1 month of their election. However, if a bargaining unit employee i granted a lesser notice period by the City Manager due to special circumstance , the employee will not be eligible for the one-time Backdrop election revocation. mployees are not required to elect the Backdrop option. (c) All or a p • ton of the lump sum payment under the Backdrop option may be rolled over • an eligible retirement plan or IRA in accordance with federal law. .5 The employee pension contribution shall be 10%. If the back DROP is ever terminated, for any reason, the rights of all persons en in the DROP shall not be diminished or impaired. Additionally, if the back Tentatively Agreed to on For the City of Miami: For the Union (--->'"i\A SUBSTITUTED DROP is ever terminated, all persons who are then eligible for a back DROP will be eligible for a 7 year back DROP. The Board. of Trustees of GESE shall evelop operational rules for the implementation of this provision. �� f s -,.s ,�1 r 52.6 Effective OcGtt-tt the service retirement bene • for employees hired prior to October 1. 2010 shall be equal to three percent (3' a) of the member's highest one year of compensation multiplied by the numbe of years of creditable service. T re e:etiaerm nt-b.c-ne:€it-fo ena=plevees red-afte -=October 16 sl l be.=ec=ua;i4o far-tl e=, st-trw n &ar-a e& v-i€e two rac e-half ye ce 5- )-of-.tl me,-bee- a-lmeo ors o£--ereditr t-et-avi ter--pernet-(2.�7 b. t b based on a member's total credi ensatier- m-uti3 i-ed4 4 e n*mbeT— �rviC�. V P.i�ues� ty�twn. an d� a nal pensatio-n multi ied The service retirement benefit shall be ble service and the benefit multiplier set forth in this provision (not the bene multiplier in effect at the time the service is earned), multiplied by average al compensation in effect at the time of retirement or separation from emp •vment. 52.7 Up• retirement, bargaining unit members shall receive a retroactive salary incre e of five percent (5%) for the bargaining unit member's highest one (1) year's s. . ry. The five percent (5%) salary increase shall be reflected in the hourly pay to for the purpose of calculating leave balance payoffs. The five percent (5%) :lain, increase shall not be applicable to overtime. Tentatively Agreed to on B R For the City of Miami; For the Union '1`1 SUBSTITUTED ElJ`r em lO-r'es' �rrL'c ?TZ.il�� lii o600C-"'% 36. ' 9��nbe4 3O) d 52.$ ffective etoTTor 1, 244-9, a member who separates from employ •• ' t with ten or more years of service shall be considered eligible for a service ret ement upon attaining the earliest of the following: (a) age 55 with ten years • ' creditable service or (b) the completion of a combination of Years of creditae service plus attained age equaling 70 points. Tentatively Agreed to on - For the City of Miami: For the Union SUBSTITUTED ARTICLE 53 TERM OF AGREEMENT 53.1 After a majority vote of those bargaining unit employees voting • the question of ratification and thereafter upon its ratification by an official res : ution of the City Commission ratifying the Agreement and authorizing the Cit Manager to sign the Agreement on behalf of the City, then, the Agreement, upo being signed by the appropriate UNION representatives and the City Manager, • all become effective October 1, 20174 or as set out below, whichever date is lat The Agreement shall continue in force and effect until 11:59 p.m., September ' 0, 20204-7. 53.2 On or before February 1, 202017 th- NION shall notify the City in writing of its intention to renegotiate the Agre ent in force, and attached thereto shall include a list of proposals which shal nform the City of the items which they desire to negotiate, together with speci 'c language embodying and describing their proposals. The changes indicated i ► the proposals shall be designated with a strike through of deleted language any new language will be underlined. 53.3 On or before 1 arch 1, 202017, the City shall present the UNION with a list of proposals it desi s to negotiate. The changes indicated in the proposals shall be designated with strike through of deleted language and new language will be underlined. 53.4 Initial discussions shall thereafter, and no later than April 1, 2020, be enter into by the City and the UNION. Te ' atively Agreed to on `7 3 or the City of Miami: For the Union SUBSTITUTED Agreed to this day of , 20184, by and between the respective parties through an authorized representative or representatives of the UNION by the City Manager. ATTEST: ATTEST: CITY CLERK T - tatively Agreed to on MIAMI GENERAL EMPLOYEES AFSCME LOCAL #1907, AFL -CI ON TH ART OF THE CITY OF MIAMI, MIAM , FLORIDA APPROVED AS TO FORM AND CORRECTNESS CITY ATTORNEY For the City of Miami: ' For the Union SUBSTITUTED APPENDIX A 1012 Clerk III 1013 Clerk IV 1015 Transcriber. 1017 Community Service Provider 1019 Police Typist Clerk 1020 _._ Typist Clerk 1021 Typist Clerk II l... 1022 Typist Clerk III 1023. .. Typist Clerk IVF_ 1024 Legal Clerk 1025 Secretary I 1026 Secretary II 1027 Secretary III 1028 1031 1037 1038 Secretary IV Cis Desk Operator Interrogat Ste Police Transcri • 1040 Tech. Oper 1042 Legal Se ' ices Aide ionist 1043 Legal 1052 Servic 1054 ......................................... 1058 Tel 1060 1073 ................. . 1074 1080 1082 1083 1105 1106 11 11 1112 iaison S ices Assistant Center Repre- Net rvice Center Aide eco munications Processing Aide Claims Representative ustomerService Representative ................... Cust Service Rep Sr ......_._...__............:.................:..........:...............:...................:.:..............................._....._ ........... Client Support Services Aide Client Support Services Specialist Client Support Services Supervisor NEX NEX 09.A19 NEX 12.A NEX NEX NEX NEX NE X N EX NEX N EX 14.A1907 1 0 14 1907 • A1907 20.A1907 • 24.A1907 18.A1907 15 A1907 13.A1907 15.A1907 17.A1907 NEX 19 A1907 NEX 18.A1907 NEX 15.A1907 NEX 17.A1907 NEX 19.A1907 NEX 21.A1907 NEX 18.A1907 NEX 24.A1907 NEX 21.A1907 19.A1907 15.A1907_ 17.A1907 21.A1907 17.A1907 21.A1907 ........................ 19.A1907 21.A1907 24.A1907 20.A1907 22.A1907 ....................................................: 26.A1907 15.A1907 17.A1907 17.A1907 19.A1907 20.A1907 NEX NEX NEX NEX NEX NEX NEX EX .................. NEX EX EX Cashier I NEX ................................................................................................................................................................................................... Cashier II NEX Account Clerk NEX Payroll Clerk NEX Payroll Aide NEX SUBSTITUTED Police/Fire Payroll Coordinator EX Payroll Assistant NEX Payroll Specialist NEX ............. Project Accountant, Sr Project Accountant Accountant Accountant Sr Accountant Supervisor Supervisor of Payrolls. Staff Auditor Sr Staff Auditor Princ --- Fiscal Administrator Assistant Payroll Systems Administrator Budget Assistant Debt Compliance Specialist Investment and Debt Supervisor Risk Management Specialist 1154 Group Insurance Aide 1155 Group Insurance Assistant 1156 Group Insurance Coordinato 1157 Group Insurance Specialist 1165 Financial Systems Admi trator 1166 Budget And Financial Su • •ort Advisory~ 1167 Budget And Financial S .port Advisor, Sr 1170 Community Develo. ent Policy Coord. 1201 Materi Spec I -BC Spec II -BC terial Supvr-BC Stock Clerk I Stock Clerk II Storekeeper Materials Spec I-CR Materials Spec II-CR Senior Procurement Contracting Officer Procurement Asst Procurement Contracting Officer Materials Supv-CR Auto Parts Supvr Procurement Supv 216 Procurement Aide 1217 Procurement Card/Surplus Administrator 1209 1210 1211 EX 25.A1907 22.A1907 24:A1907 28.A1907 26:A19 22.A 07 EX 25 •1907 EX 8.A1907 - EX 30.A1907 ................................................................:..............................: EX 30.A1907 30.A1907 ................................................: 30.A1907 EX 33.A1907 ..................................:....................:.........:.:............ ............: NEX 22.A1907 26.A1907 EX 30.A1907 EX24.A1907 .................................... NEX 19.A1907 NEX 22.A1907 EX 26.A1907 EX. 28.A1907 EX 32.A1907 EX 27.A1907 ........................................:......................................:..:..............: EX 29.A1907 EX 29.A1907 NEX 16.A1907 NEX 18.A1907 NEX 25.A1907 NEX 14.A1907 16.A1907 NEX NEX 19.A1907 NEX 16.A1907 NEX 18.A1907 28.A1907 ...............................................: 22.A1907 25.A1907 EX NEX NEX NEX 21.A1907 NEX 21.A1907 EX 33.A1907 19.A1907 NEX EX 23.A1907 SUBSTITUTED Procurement Assistant II Procurement Construction Specialist NEX 23.A1907 Procurement Construction Specialist, Sr. Construction Procurement Assistant NEX 25.A1907 EX 28.A1907 NEX 22.A1907 Procurement Analyst EX 30.A19 Auto Pts Spec I NEX 16.A 07 Auto Pts Spec II NEX Lease Manager EX Quality Control & Financial Modeling Analyst Property Mgmt Representative 1242 Property Mgmt Specialist ............................................................................................................"............................................................................................................... 1245 ° Property Manager 1258 Senior Project Manager - OTM 1259 Project Manager - OTM 1260 Project Manager 1261 Project Manager - CIP 1262 Project Cost Estimator 1263 Project Scheduler 1264 Transportation Analyst 1265 Transportation Engineer 1266 Transportation Mana: "r 1267 Project Manager - CIP ( . rizontal) 1268 Project Manager - C ' (Vertical) Transportation P . nning Aide 1303 Human Re .urces Clerk 1310 1311 1313 1316 1219 1220 1221 1222. 1223 1224 1225 1230 1231 1240 A.' inAidel + • min Aide II Force Supervisor Admin Asst I Admin Asst II Admin Asst III Human Resources Technician I Human Resources Technician II HR Specialist Human Resources Coordinator Safety Specialist Assistant Management Analyst Safety Officer 332 Tech. Operatns Coord. 1337 Management Operations Analyst 1339 Grant Writer 11907 4.A1907 EX 28.A1907 EX 25.A1907 E- 28.A1907 34.A1907 EX 34.A1907 ............................................................................................: EX 32.A1907 EX 34.A1907 EX 32.A1907 EX 30.A1907 30.A1907 I EX 29.A1907 EX 30.A1907 EX 34.A1907 32.A1907 32.A1907 19.A1907 ................................................... 17.A1907 20.A1907 22.A1907 24.A1907 EX EX 25.A1907 EX 28.A1907 EX 31.A1907 NEX 20.A1907 NEX 22.A1907 24.A1907 EX 30.A1907 EX 26.A1907 24.A1907 28.A1907 22.A1907 26.A1907 28.A1907 EX EX EX EX SUBSTITUTED 1340 Capital Improvements Assistant 1341 Market Ser Coord 1342 Rsch & Devt Spec 1343 Contract Compliance Analyst 1344 Procurement Contracts Officer 1345 Fiscal Assistant Training and Development Specialist 1347 Cable Comm. Assistant 1348 Marketing Specialist 1349 Innovation Analyst 1350 Marketing Supervisor 1351 Strategic Planning & Performance Analyst 1352 Business Develop Sr 1354 ...........................................................................................................Busi Hess Developer Bus..i.ness...,Devellopr..._. Business Dev Supv ..................................................................... 1357 Economic Analyst 1358 Supervisor Of Economic Research 1359 Principal Economic Analyst 1361 Employmt Interviewer 1362 Info & Referral Specialist (Homeless ' rogram) 1363 Info & Referral Aide 1364 Organizational Development a ' • Training Sup 1365 Training Offi r 1366 Staff Anls sst 1346 1356 1367 ................................. 1368 1369 1370 1371 1372 1373 1374 1375 1376 1377 1378 1379 138' 1 Staff Staf . Staff C• alyst Anlst Sr na lystwP rn c pl tracts Manager He. ng Boards Coordinator stomer Service Specialist EX 26.A1907 EX 28.A1907 EX 28.A1907 EX 27.A1907 EX 29.A19 NEX 22.E •07 A1907 EX 4.A1907 NEX 24.A1907 EX 27.A1907 ...............................................: 29.A1907 X 27.A1907 .......................................................................................: EX 28.A1907 EX 26.A1907 ............................................... : 31.A1907 EX 26.A1907 EX 30.A1907 I ..........................................................................................................: EX 31.A1907 NEX. 17.A1907 .:.....:..:................:............:.............................................................. NEX 16.A1907 NEX ........................ EX .EX EX 24.A1907 26.A1907 EX 28.A1907 EX 30.A1907 EX 34.A1907 nitation Services Coordinator EX Hearing Boards Specialist NEX Job Training Specialist EX Job Training Specialist, Sr EX 21.A1907 EX 28.A1907 NEX 22.A1907 25.A1907 22.A1907 25.A1907 Hearing Board Specialist II NEX 24.A1907 Property And Casualty Coordinator EX 28.A1907 Safety Manager EX 33.A1907 Veteran Services Information & Referral Specialist ............... 2 Support Services Coor 384 Assistant Productivity Analyst ....................................................................................................._.............................................................................................................................................................:............... 1385 Productivity Analyst NEX EX EX EX 16.A1907 31.A1907 24.A1907 26.A1907 SUBSTITUTED 1386 Insurance Information Analyst 1388 Legislative Coordinator 1389 Records Systems Specialist 1390 Special Projects Coordinator 1391 Assistant Agenda Coordinator 1392 Technical Support Analyst 1395 1397 Victims Advocate Information Analyst 1405 City Photographer 1410 Public Relations Agent EX 1411 Capital Impry Community Outreach & Engmt Coord 1413 Promotion Assistant EX ........................................................ Public Rel Splst EX ...............................................................................................................:.......... Public Relations Aide NEX 1420 Publicity Writer EX 1421 Public Rel Agnt < EX 1422 Public Info Ofcr EX 1423 Public Information Coordinator EX 1424 Social Broadcasting Specialist NEX 1425 Multimedia Specialist NEX 1426 Protocol Officer EX 1427 Assistant To The Protoc• Officer EX 1414 ...................... 1419 1430 Events Age 1431 ..........................................:...:... 1436 1440 .................................................. 1441 1442 1505 1506 1510 1511 1522 1523 1524 1525 1526 Special Events ordinator Intergovmen Legislativ= Legisla Legis Film Liaison ervices Rep. I e Services Rep. II tive Services Rep. III Switchboard Oper Information Clerk Application Support Senior Application Support Camera Platemk Offset Press Opr Offset Press Opr Sr Duplicating Equip Op I Photolithographer Print Shop Supervisor NEX NEX EX EX 10.IT EX 34.A1907 EX 25.A1907 EX 26.A1907 EX 29.A1907 EX 25.A19 EX 27. . 907 EX 2:.A1907 6.A1907 20.A1907 ................................................. : 25.A1907 32.A1907 .................................................: 12.A1907 29.A1907 .................................................: 20.A1907 25.A1907 27.A1907 28.A1907 30.A1907 . 25.A1907 23.A1907 29.A1907 25.A1907 NEX 22.A1907 25.A1907 I EX 23.A1907 NEX :19.A1907 ............................................:.::............................................... EX 22.A1907 EX 25.A1907 14.A1907 14.A1907 09.IT NEX 18.A1907 NEX NEX ................. NEX NEX EX 19.A1907 21.A1907 16.A1907 18.A1907 ........................................... 24.A1907 8 Print Shop Asst Supt EX 27.A1907 1529 Print Shop Supt EX 30.A1907 1530 Print Shop Helper NEX 12.A1907 SUBSTITUTED 1531 Duplicating Equip Op II NEX 19.A1907 1533 Office Equipment Analyst NEX 24.A1907 1535 Print Shop Estimator 1536 GIS Technician NEX 19.A1907 NEX 20.A1907 1537 Prod Ctrl Spy EX 23.A190 1539 Computer Systems Supervisor EX 14. 1540 Systems Engr I NEX 26 1907 1541 Systems Engr II EX /.A1907 1542 Information Services Liaison : NEX 20.A1907 1543 Pc Hardware Repair Technician NEX 23.A1907 1544 Database Specialist(Sql Server) E 14.IT 1545 Database Specialist (Oracle) 14.IT 1546 Pc Aide NEX 17.A1907 1547 EX 27.A1907 Technical Writer Information Technology Technician I ............................................................................................................................:...................................................:.....:............:.....:..:.....................:.:. Information Technology Technician II Information Technology Tech. III Help Desk Supervisor Information Systems Security Officer Sur -rvisor IT Security Analyst Computer Op Computer Op II Network Anal t 1556 1557 Computer O. Supv 1558 Computer Trai ng Specialist pp.... Supervisor Applications pport Su ervisor 1560 Pro ammerAsst 1561 Cy. rSecurityAnalyst 1562 stems Programmer 1563 1564 1565 1566 Programmer Jr. Soft re Quality Assurance Analyst Web Developer I Web Developer II NEX 01.IT ................................................................................. EX 05.IT EX 11.IT .......................................:.......:....:............................ EX 13.IT EX 17.IT 13.IT 20.A1907 22.A1907 26.A1907 EX 08.IT EX 17.IT NEX 23.A1907 EX EX EX 15.IT EX 11.IT 15.IT 29.A1907 1567 Programmer 1568 Programmer Sr EX 13.IT 1569 Web Administrator EX 15.IT 1570 Sys Soft Manager EX 35.A1907 EX 13.IT EX 26.A1907 Systems Maintenance Supervisor 1 2 Computer Opr Chf 1573 Data Base Manager 1574 Oracle Database Manager 157 EX EX EX EX 11.IT 32.A1907 ..........................................................: 32.A1907 18.IT EX 35.A1907 1624 1627 1629 1630 1637 1701 1702 SUBSTITUTED 1575 Geographic Information Systems (GIS) Supervisor EX 17.IT 1576 Systems Analyst Sr 1577 1578 1579 1580 1581 1582 EX 14.IT Project Manager -IT EX 16.IT Geographic Information Systems Developer EX 13.IT Oracle Systems Administrator EX 16.1 Network Administrator Business Systems Administrator Teleprocessing Coord EX 1583 Geographic Information System Technical Analyst EX 1584 Data Librarian: 3 .A1907 1585 Geographic Information Systems Data Spec 11.IT 1586 Scheduler/Expediter EX 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 Oracle ERP Application Developer EX 15.IT 1594 IT Infrastructure Mgr. EX 19.IT 1595 Business Analyst EX 13.IT 1596 Business Analyst Supervisor EX 32.A1907 1602 Finance Accounting Assist NEX 22.A1907 1603 Senior Capital Assets An yst EX 30.A1907 1604 Finance Accounting S► -cialist EX 24.A1907 1 1605 Capital Assets Ad istrator EX 32.A1907 1606 Financial alyst 1 EX 26.A1907, 1607 Grants Fin. cial Analyst EX 28.A1907 1608 Finanal Analyst II EX 28.A1907 1609 Senior Ac . unts Payable Analyst EX 30.A1907 1610 Se or Financial Analyst 1620 Financial Information Business Process Analyst Finance Accounting Aide sst Accts Receivable Supervisor Customer Service Supervisor Capital Assets Aide Finance Revenue Collections Inpsector Finance Revenue Collections Coordinator Grant Funded Workforce Career Advisor EX NEX. NEX EX NEX NEX EX 30.A1907 30.A1907 19.A1907 25.A1907 30.A1907 18.A1907 22.A1907 25.A1907 EX ' 15.A1907 Grant Funded Workforce Business Consultant EX 19.A1907 Grant Funded Workforce Program Supervisor. EX 22.A1907 I Grant Funded Workforce Program Specialist! NEX 13.A1907 Grant Funded Workforce Center Manager EX 29.A1907 Grant Funded Workforce Employer Specialist EX 19.A1907 SUBSTITUTED 1710 Grant Funded Workforce Prog Workshop Facilitator EX 1711 Grant Funded Workforce Placement Specialist EX 1730 Grant Program Lead 1808 Claims Account Specialist 1810 Claims Adjustor I 1812 Claims Adjustor II 1816 Claims Adjustor III 1820 Coll/Subrogation Spec 1822 Claims Supv., Asst. 1824 Claims Supervisor 2009 Senior Construction Coordinator. 2010 Survey Party Chief 2011 Surveyor 2012 Surveyor, Senior 2013 Eng Tech I 2015.................................................................................................................Eng Tech...'i.................................................................... _..... ___ 2017 Eng Tech III 2018 Eng Tech IV 2019 Construction Coordinator 2020 Cadd Operator 2029 Street Lighting Eng I 2030 Professional Engin_ r 2031 Engineer 2032 Professional gineer II 2033 Profession ngineer III 2034 Professi• al Engineer IV 2036 Enviro mental Engineer 2038 2039 2040 2041 - 2048 2049 2050 2053 2054 2056 20 • 60 : 2100 2101 Engineer II Utility Engineer Elec Engineer Engineer III Architect I EX NEX EX EX 19.A1907 15.A1907 25.A1907 22.A1907 22.A19 24.A • 07 1 EX 1907 4.A1907 EX 28.A1907 EX 30.A1907 E 29.A1907 X 24.A1907 EX 30.A1907 EX 33.A1907 2 EX • NEX 18.A1907 NEX 20.A1907 NEX :24.A1907 EX 27.A1907 := EX • 27.A1907 :..:.....:..........................................................................................: NEX 24.A1907 EX 27.A1907 EX 30.A1907 27.A1907 31.A1907 33.A1907 35.A1907 33.A1907 29.A1907 EX EX EX EX EX EX Architect II Architect III Landscape Architect Landscpe Arch Supv Project Rep. CITP Project Liaison Cable Tv Engineer Roofing Inspector ....................................................................................... Roofing Inspector, Sr EX 29.A1907 EX 33.A1907 EX , 30.A1907 EX EX EX EX EX EX ........................... EX N EX 26.A1907 30.A1907 31.A1907 30.A1907 31.A1907 27.A1907 31.A1907 31.A1907 01.INS EX 29.A1907 SUBSTITUTED 2103 2105 • 2107 2109 2110 2111 2112 2113 2114 2116 2120 ................................................. 2121 2122 2123 2125 2127 ..........._.............. . _...........:.. 2130 2131 .........................:........................ 2132 Senior Building Inspector Senior Plumbing Inspector EX 03.INS Senior Mechanical Inspector Senior Electrical Inspector Bldg Insp Bldg Insp II Chief Building ...Inspector ..................................................... Chief of Inspection Services Building Inspector Structural Engineer(plans Exam) Elec Insp I ............................................................................................................................................._............................................._... Elec Insp II Elec Insp Chief Electrical Inspector Senior Roofing Inspector Senior Elevator Inspector Plumbing Insp I Plumbing Insp II Plumbing Insp Chf 2134 Plumbing Inspector 2140 Construction Inspection 2142 Resilience Programs 2143 Environmental Compli 2144 Environmental Co ......................... 2145 2146 2149 B 2150 2151 2152 2153 Pla Zoning ,. Repr entative nager ce Specialist liance Coord. Plans Processing Aide EX 03.INS EX 03.INS .........................................................._................................._: EX 03.INS NEX 27.A1 EX 29. , 907 EX EX 3 A1907 NEX 01.INS EX 35.A1907 .4 .INS N' 27.A1907 ...........................................................................................: EX 29.A1907 EX 05.INS .................................................................................._............; NEX 01.INS EX 03.INS EX 03.INS ..........:.......... _ NEX 27.A1907 EX 29.A1907 EX 05.INS ....................................................................................... _............: NEX 01.INS NEX 17.A1907 EX 30.A1907 EX 27.A1907 EX EX 28.A1907 ................................................ 29.A1907 EX 33 A1907 NEX 24.A1907 NEX 23.A1907 NEX 27.A1907 2154 Plans Processing Specialist 2155 Code Compliance Inspector 2156 Code Enforcement Inspector II Zoning Information Technician Mechlnspl Mech Insp II Mech Insp Chief 61 Mechanical Inspector 2165 Elevator Inspector 2167 Chief Elevator Inspector 2157 2158 2159 21 I EX 30.A1907 NEX NEX NEX EX NEX 19.A1907 30.A1907 24.A1907 26.A1907 22.A1907 NEX 27.A1907 EX .._ 29.A1907 EX 05.INS NEX 01.INS NEX 01.INS EX 05.INS Processor Zoni Manager uildinervices Assistant IV oning Inspector I' o ng Information Specialist ning Information Supervisor SUBSTITUTED 2168 Chief, Unsafe Structures EX 32.A1907 2170 Building Services Assistant I NEX 17.A1907 2171 Building Services Assistant II 2172 Building Services Assistant III 2176 Supv Permits & Rev 2178 Chief Code Enforc Off 2181 Cable Tv Tech Spec 2187 Business Tax Receipts Aide 2188 Business Tax Receipts Specialist 2190 Assistant Occupational License Supv 2192 Business Tax Receipts Supervisor 2195 Housing Quality Inspector ............. 2196 Housing Quality Inspector, Sr 2203 Graphic Designer,Senior 2204 Graphic Designer 2205 Planning111 2206 Planning 111 11 2208 Planning Tech Public Art Manager 2210 Park Planner 2211 Environmental Resources .ecialist 1 2212 Environmental Resource Specialist II 2214 Housing Spe ..................................................:..:.:......:............................:.........................................................._............................ 2215 Chief of Ur • . n Design 2216 Chief of Comp hensive Planning 2217 A- eologist 2218 Histori reservation Planner 2219 ' eservation Officer 2227 ...................... 222:. 2 Planner I Planner II Planner III Chief of Land Development Comm Dev Coord Housing Spcl Housing Spcl Prncpl Housing Spec Sr Hsg Rhb Ln/O Sr 9 Housing Loan Officer 230 Housing Rhb Est 2231 Hsg Rhb Estim Sr 2232 Soc Prg Analyst NEX 19.A1907 NEX 22.A19 EX 29.A 07 EX 3 1907 NEX .A1907 NEX 17.A1907 EX - , 22.A1907 25.A1907 ..............................................: X 30.A1907 NEX 24.A1907 EX . 26.A1907 EX 26.A1907 NEX 24.A1907 ........................................................:.:.:.............................................. _: NEX 19.A1907 NEX 22.A1907 .................................................................................................:.: NEX 24.A1907 EX 32.A1907 EX 27.A1907 NEX ' 22.A1907 NEX 24.A1907 NEX 23.A1907 ..........:.............:.............................:.:.....................................:. EX 34.A1907 EX 34.A1907 EX 29.A1907 EX 29.A1907 EX 34.A1907 EX 27.A1907 EX 31.A1907 EX 34.A1907 EX 34.A1907 EX 32.A1907 EX EX EX ...............- EX NEX .................. NEX EX NEX 26.A1907 31.A1907 28.A1907 26.A1907 24.A1907 23.A1907 26.A1907 ................................................: 22.A1907 2233 2234 2235 2237: 2239 .................._..._. 2240, 2244 • 2250. 2252 .2257 2258 2972: 3001 ....................... _ 3002. 3005 3010 3011 3012 SUBSTITUTED Soc Prg Anl Ast Soc PrgLLAn) Sr Soc Prg Anl Supv Commty Dv Prj Supv Social Prog Coord Hsg Rhb Ln/O Asst Hsg Rhb Estim Asst Loan Specialist Loan Program Manager Project Representative, Senior Development Coordinator Volunteer Coordinator Laborer I Laborer III Labor Crew Ldr I Labor Crew Ldr II Public Wks Supv 3014 Public Works Superintendent 3021 Assistant Heavy Equipment Spe '.list 3022 Sanitation Supervisor 3023 Heavy Eqp Special 3024 Recycling Coordi for 3025 Waste Col S it'Ast 3026 Superintendent 'if Solid Waste 3104 Auto qp Op I 3105 Au ' • Eqp Op II to Eqp Op III 3308 3310 3311 3313 3314 33 16. 3317 Auto Eqp Op IV Maint Mech Helper Maint Mechanic Maint Mech Supv Air Cond Mech Hvacr Supervisor Electrician Elec Supervisor Gen. Maintnc. Worker Gen Maint Rep-Pnt/Mec Gen Maint Rep-Carpen. Gen Maint Rep-Electr/Air Cond. General Maint. Repair Supv, Elec NEX NEX 20.A1907 EX 25.A1907 EX 28.A1907 EX . 29.A1907 EX 31.A1 907 1'.A1907 4.A1907 EX 28.A1907 ............... 31.A1907 34.A1907 j .................................................: 28.A1907 NEX 15.A1907 j .................................................... : 16.A1907 NEX 17.A1907 NEX 18.A1907 ...................... NEX 22.A1907 EX 28.A1907 EX 31.A1907 .....................................: NEX 23.A1907 NEX 25.A1907 EX 25.A1907 NEX j 25.A1907 EX 28.A1907 EX 30.A1907 j NEX 17.A1907 NEX 19.A1907 NEX_ 21.A1907 NEX 22.A1907 • NEX 17.A1907 NEX 20.A1907 23.A1907 NEX 27.A1907 EX 30.A1907. NEX 27.A1907 EX 30.A1907 NEX 17.A1907 20.A1907 NEX NEX NEX 21.A1907 23.A1907 24.A1907 SUBSTITUTED 3318 3319 3320 3321 3322 3324 3326 3327 3328 :.........................:............ 3335 3336 ............................ _.......... 3337 3338 ........................................: 3339 ................................ _ ......... 3340; 3341 3350 3358 3360 3361 3362. 3370 3371 ...........:............. 3372 3402 3404 3405 3406 3407 3408 3409 3410 3411 38 3642 General Repair Maint Supv Electrician II Electrical Line Worker. Electrical Line Worker Supervisor Plumber Supervisor Plumber Carpenter Carpenter Supv Mason Painter ................................. Auto Body Wrkr/Pntr Painter Sign Painter Supv Auto Pnt/Bdy Shop Spv Pipefitter .................................................... Pipefitter Supv Welder Composting Facility Supervisor Facilities Oper Wrkr. NEX NEX NEX N EX EX NEX 23.A1907 28.A1907 24.A1907 29.A1907 30.A190 ............ 27.A1 907 NEX ..A1907 NEX 21.A1907 NEX 20.A1907 NE 22.A1907 ............:...................................................._............_: X 21.A1907 23.A1907 NEX 24.A1907 19.A1907 NEX 22.A1907 NEX 22.A1907 ..........._................................................................................: NEX 25.A1907 NEX 16 A1907 Facilities Oper Worker, Senior NEX 20.A1907 • Facilities Oper Supvr NEX 23.A1907 Prop Maint Asst Su. EX 31.A1907 Prop Maint Su • EX 33.A1907 Pol Secuty & F. Supv NEX 21.A1907 Police Fa ' Asst ...................:................:...........:......................... Fuel '.c Att Auto ech Helper Automive Service Writer Auto Mechanic Auto Mech Supv Fuel FacLLSupv Heavy Eqp Mech Helper Heavy Eqp Mech Heavy Eqp Mech Supv Garage Asst Supt Fleet Manager Supt.- Garage Or Motor Pool Fleet Management Representative Fleet Liaison Facility Maintenance Technician Facility Maintenance Manager NEX 19.A1907 ...............................................:.....:.........................................: NEX 15.A1907 NEX '`._._.. 17.A1907 NEX 19.A1907 NEX 23.A1907 NEX NEX N EX NEX N EX EX NEX NEX NEX EX 25.A1907 • 21.A1907 18.A1907 24_A1907 26.A1907 ................................................: 29.A1907 33.A1907 30.A1907 22.A1907 20.A1907 20.A1907 28.A1907 3643 3644 4005 4006 4007 ....................... 5017 5019 5020 5022 5023 5024 ..........................: 5025 5026 SUBSTITUTED Parks & Recreation Facility Maintenance Manager Utility Analyst Custodian I Custodian II Custodian Supv Police Property Mgr Identification Aide Police Comm Clrk Pol Prop Spec I Forensic Crime Analyst Pol Prop Spec II Crime Scene Investigator I EX 25.A1907 EX 28.A1907 NEX NEX 14,A1907 NEX 15.A190 NEX 17.A1• $7 EX ............. 31. 907 NEX :.A1907 NEX - 18.A1907 NEX 17.A1907 26.A1907 19.A1907 .............................................: EX 22.A1907 Crime Scene Investigator II NEX 26.A1907 Crime Scene Investigations Supervisor EX 32.A1907 5030 Latent Print Examiner NEX 30.A1907 5032 Latent Print Examiner Supervisor NEX 31 A1907 5035 Forensic Investigations Manager EX 34.A1907 5037 Guard/Porter 5039 School Crossing Guard Supervis 5040 Public Service Aide 5050 Professional Compliance 5060 5065 Criminal Intellig enc 5066 Criminal Intellige 5070 Crime Police Records S 5071 Crim 5073 Video 5076 Pr 5090 5301 5302 5303 5304 . 5314 8 319 5320 Analyst I e Analyst II .................................... alyst I Analyst II trieval Specialist Compliance Asst Prof Compl Rep Senior Policy Analyst Fire Plans Examiner Fire Sfty Spec. Sr. Fire Sfty Spec.Supv Fire Sfty Spec Emergency Management Coordinator Fire Supplies Clerk I Fire Supplies Clerk II. Grant Funded Emergency Management Planner Fire And Life Safety Education Coordinat Fire & Life Safety Ed.Spec. Video Program Spec NEX . 06.A1907 EX 13.A1907 NEX 17.A1907 EX 28.A1907 EX EX 28.A1907 26.A1907 28.A1907 NEX 22.A1907 • NEX 24.A1907 NEX 22.A1907 NEX ; :19.A1907 1 26.A1907 - 28.A1907 30.A1907 25.A1907 EX EX NEX NEX EX 27.A1907 NEX • 23.A1907 EX 30.A1907 NEX •14.A1907 17.A1907 26.A1907 28.A1907 24.A1907 23.A1907 NEX EX EX EX EX SUBSTITUTED Video Program Pro_ d Show Producer 5401 Multimedia Manager Communications Equip. Maint. Specialist 5403 5404 Comm Repair Wrkr 5405 Comm Tech 5406 Comm Tech Sup/ 5407 Comm Maint Asst Supt 5408 Comm Tech Supt 5409 Communications Specialist 5410 = - Microwave Technician 5411 Communications Technical Operator 5412 Comm Center Supervisor, Police 5413 ...................... 5414; 5415 5416 5417 5418 5419 5420 ....................... 5423 5424, 5425 5426 ......................... _ ....... 5430 5432 5433 5436 5446 5510 5512 5515 552 5 0... 560 5711 • Emergency Dispatch Assistant Police Comm. Records Custodian Emergency Dispatcher Comm Oper Spvsr Emd Quality Assurance Specialist Comm Center Supervisor,Medical/F' Communications Training Speci st Telc Sys Dev Mgr Telecommunications Tech clan (RJ) Telecommunications Tech ian Assistant Telecommu nicat Telecommunications Broadc Video Emerge Emerge io Technician echnical Specialist .....:..:................................................................................................. Engineer apher/Editor Aud' visual Technician n Dispatcher Supervisor, M/F cy Dispatcher Supervisor, Police _.,. __...: Guard City Ranger Park Ranger Park Ranger Supervisor Senior Park Ranger Stable Attendant Stable Attndnt Supvr. Facility Attend Marinas Faclt Att Jtpa Trainee Administrative Assistant III EX 28.A1907 EX 28.A1907 EX 26.A1907 NEX 19.A1907 NEX 21.A1907 NEX NEX 25.A1• 47 27. A 907 EX 3!.A1907 33.A1907 EX 26.A1907 NE 25.A1907 25.A1907 EX 28.A1907' NEX 20.A1907 ............................................................................................................: NEX 22,A1907 NEX 22.A1907 NEX 24.A1907 NEX 24.A1907 EX 28.A1907 EX 26.A1907 EX 33.A1907 .._......................._.............................................................................: NEX 32.A1907 NEX 23.A1907 NEX 08.IT NEX 21.A1907 31.A1907 EX EX EX 23.A1907 NEX NEX NEX NEX NEX EX ......................................... NEX NEX NEX NEX NEX NEX 19.A1907 24.A1907 24.A1907 13.A1907 14.A1907 13.A1907 24.A1907 16.A1907 17.A1907 ...............................................: 20.A1907 14.A1907 1 13.A1907 06.A1907 EX 31.A1907 SUBSTITUTED 5740 6001 6003 6005 6007 ..............._. 6010 6015 6016 6017 Staff Analyst Senior Golf Course Attendant Grounds Tender Park Tender I Park Tender II Greenskeeper Tree Trimmer Tree Trim Crew Ldr Arborist Cemetery Sexton Parks Naturalist .................................................................................................................... Parks Naturalist Sr. Nursery Tender 6029 Beach Operations Supv 6035 Parks Supv I 6036 Parks Supv II ..................:........... ...............................................................:.................................................::............ . 6047 Parks Recreation Coordinator 6048 Superintendent Of Maintenance, Assista 6049 Parks Operations Coordinator 6050.................._._.............._................_..._.................. Parks Supt Of.._.............._. 6051 Superintendent Of Recreation, 6052 Athletic Coordinat 6053 Superintendent 0 6054 ° Superintendent o 6055 Sports 6059 - Asst Stad 6060 Stad' 6062 6063 6064 6065 6067 6068 6069. 6070 6071 6080 6081 60 Cult • • • arks f Park and Recreation Turf anager i s Manager m Manager rine Stad Mgr I Arts Center Manager ditorium Manager Asst Auditorium Mgr sistant EX 28.A1907 NEX 16.A1907 NEX 16.A1907 NEX 17.A1907 NEX 19.A19 NEX 18.A 07 NEX 16 •1907 NEX :.A1907 NEX 22.A1907 • NEX 20.A1907 NE 23.A1907 ..........................................................................................: 26.A1907 NEX 17.A1907 EX 29.A1907 NEX 18.A1907 NEX 22.A1907 EX 29.A1907 31.A1907 ...............................................:...................:............................. EX 29.A1907 ................................................................................................ : EX 31.A1907 EX 31.A1907 30.A1907 33.A1907 33.A1907 26.A1907 EX 30.A1907 32.A1907 27.A1907 31.A1907 25.A1907 29.A1907 EX EX EX EX EX EX EX EX EX EX NEX NEX 18.A1907 16.A1907 NEX 21.A1907 EX 28.A1907 34.A1907 23.A1907 26.A1907 26.A1907 24.A1907 17.A1907 EX EX EX NEX .................. 6105 Lifeguard (P/O) EX Marinas Operations Supervisor Marinas Aide Marinas Supervisor Marinas Manager, Asst. Marinas Manager Parks & Recreation Mgr! Parks & Recreation Mgr II Waterfront Park Manager 02 STEAM Education Coordinator 6106 6107 6108 6109 6110 6111 SUBSTITUTED Ocean Rescue Lifeguard Pools Supervisor Senior Ocean Rescue Lifeguard 6115 Irrigation Specialist 6118 Japanese Garden Specialist NEX 20.A1907 EX 25.A1907 NEX 22.A1907 Lifeguard Sr. (P/O) EX 19.A190 Aquatic Program Planner EX 29.A1 Superintendent of Aquatics EX 31. 907 NEX EX 6119 Cult Affr Coord 6120 Tennis Supvsr 6121 Special Education Teacher 6122 Education Initiatives Coordinator 6123 Program Coord. 6124._..__.........._._......_Program Coord, Asst 6126 6127��� 6128 6129 6131 6132 ...................... 6133 6135 6144 6148 ............................................. 6149 6151 6152 6156 6160 6161 6162 6164 6170 6172 6300 ....................................._... 6301 7017 7018 Therapeutic Recreation Spec Social Worker Program Assistant Disabilities Program Leader .A1907 29.A1907 EX • 29.A1907 .......................................................................... EX 19.A1907 25.A1907 ................................... EX 28.A1907 EX 31.A1907 ............................................................................... EX 27.A1907 EX 25.A1907. EX 22.A1907 • NEX 16.A1907 NEX 22.A1907 Program Specialist NEX 19.A1907 Disabilities Recreation Lea• r NEX 22.A1907 Golf Course Superintenr -nt EX 20.A1907 Licensed Social W. er EX 28.A1907 Baseball S v EX 20.A1907 ................:...........................................:...................................................................................:....:..:....:........................................................................:...:.....:.:....::...:....:..:.................: EX 29.A1907 NEX 18.A1907 ...:.....:............................................................................................: NEX 18.A1907 NEX 23.A1907 oxing Supervisor EX 22.A1907 Youth Pgm. Spec EX 25.A1907 Fitness Center Specialist EX 21.A1907 Recreation Aide NEX 08.A1907 Gen Recreation Aquatic ..............:....:......:.................._................ Re og Planner pecialist ..................... _............. pecialist er Sports lnst Recreation Asst Supt Parks & Recreation Sery Coord Events Specialist Special Events Supervisor Day Care Admin Day Care Adm Ast. Day Care Ctr Supv Day Care Specialist Job Training Program Coordinator Vocational Counselor EX 29.A1907 EX 29.A1907 NEX EX EX .................. EX EX NEX NEX 24.A1907 29.A1907 31.A1907 25.A1907 25.A1907 7019 7020 7021 7031 7032 7035 7035 8008 8034 .................................. 8035 .................................. 8037 8040 Receptionist/Typist 8048 Property & Casualty Manager SUBSTITUTED Citzn Prgm Supv 8051 8073 Claims Supervisor Domestic Violence Administrator 8075 Deputy Chief Resilience Officer 8082 Admin Asst I 8083 8162 Comm Invol Asst Crime Prevention Specialist Sanitation Inspector II Sanitation Inspector Chief Sanitation Inspector I Sanitation Inspector EX NEX 28.A1907 19.A1907 NEX 22.A1907 NEX 23.A1907 EX 26.A19 07 NEX 21 1907 Secretarylll NEX •.A1907 Typist Clerk I NEX 13.A1907 ......................................................................................._...................................................................................................................................................................._............: Typist Clerk II Typist Clerk III Admin Asst II 8101 Secretary IV 8103 Secretary 8104 Secretary II 8113 Legislative Services Repre : ntive I 8117 Technical Oper Cord 8118 Legislative Services R presentative II 8119 Legislative Services 'epresentative III 8120 Legislative Se ices Supervisor 8121 T-: nscriber 8122 8134 8135 8138 8140 8142 ................................... 8144 8145 ................................... . 8152 8157 8158 81 Re Reso ds Reten Coord ce Allocation Manage_ r arketing Coordinator Housing Develop Coord Agenda Coord, Assistant Community Partnerships Manager Grants Coordinator Typist Clerk IV Fleet Manager Social Worker Program Specialist Program Coordinator - Capital Improvements Program 60 Chief Architect Information Analyst EX EX EX EX EX EX . ......... N EX EX NEX 15.A1907 17.A1907 18.A1907 ............................................................................................: 32.A1907 NE X EX EX 30.A1907 EX 33.A1907 EX 21.A1907 EX 25.A1907 28.A1907 i NEX 21.A1907 .............................................................................................: NEX 15.A1907 NEX 17.A1907 NEX 19.A1907 EX 24.A1907 NEX 22.A1907 EX 25.A1907 EX 29.A1907 24.A1907 25.A1907 35.A1907 28.A1907 32.A1907 25.A1907 30.A1907 33.A1907 19.A1907 33.A1907 EX 22.A1907 29.A1907 32.A1907 36.A1907 26.A1907 EX EX EX EX SUBSTITUTED 8163 8165 8167. 8232 8273 ........................................:................................. 8396 8411 8420 8423 8424 8425 Administrative Clerk Media Relations Liaison Parks And Recreation Facility Manager Special Education Teacher Parks &Recreation Sery Coord 8426 Program Assistant 8427 _ Education Initiatives Coordinator .............................. 8435 8437 8438 Business Development Co 8439 Business Development 8440 Development 8441: Preservat 8450 Te lecom m u n ica 8452° Youth 8461 8463 8464 8466 8467 8468 8469 8471 8473 8474 ................. 8475 847 : • 77 8478 Assista Cs Property Manager CIP Technical Administra .r:. • dinator i . pervisor ............................................................................. t Co rdinator Officer ons Administrator • Pr ram Coordinator n ystem Administrator of Of Urban Design Information Analyst Coordinator EX 31.A1907 Information Services Liaison NEX 20.A1907 Chief of Code Compliance EX 32.A1907 Code Enforcement Training Specialist EX 26.A1907 Code Compliance Field Supervisor EX 27.A19 Code Enforcement Coord. EX 30.A •07 Code Enforcement Assistant Admin Asst III EX 24 •1907 EX .1.A1907 Chief of Hearing Boards EX ° 34.A1907 Chief of Environmental Resources EX 34.A1907 Chief of Solid Waste Operations E 34.A1907 Photographer, Senior X 26.A1907 17.A1907 EX 19.A1907 26.A1907 NEX 25.A1907 NEX 29.A1907 NEX 14.A1907 EX 28.A1907 EX 34.A1907 EX 36.A1907 EX 34.A1907 of Of Land Development Planning Illustrator~ Urban Design Coordinator Community Planner Net Community Services Worker Ada Construction Coordinator Cip Public Relations Coordinator Capital Improvement Assist Hazard Mitigation/Disaster Recovery Spec Homeless Program Administrator Net Community Service Worker Supervisor Lease Mgmt Specialist C • EX EX EX EX' EX NEX 31.A1907 34.A1907 34.A1907 34.A1907 EX 30.A1907 . 33.A1907 EX EX EX EX N EX EX EX EX EX EX NEX EX 34.A1907 34.A1907 22.A1907 32.A1907 31.A1907 15.A1907 30.A1907 .......... 32.A1907 26.A1907 34.A1907 32.A1907 18.A1907 28.A1907 8484 8490 8510 8514 8515 ....................... 8560 8561 ................................... 8565 8568 8574 8575 8576 8578 8580 8582 8585. 8587 SUBSTITUTED Grant Writer Insurance Financial Analyst Records System Coordinator Records Systems Aide Records System Specialist Grants Financial Supervisor Budget Systems Developer Special Projects Manager Employee Services Aide Special Events Assistant Special Events Coord ............................................... Special Events Manager EX 28.A1907 EX 28.A1907 EX 30.A1907 NEX 20.A190 EX 26.A1617 EX EX EX 30. , 907. 3 .A1907 34.A1907 EX 22.A1907 EX 22.A1907 25.A1907 31.A1907 EX 31.A1907 EX Finance Management Supervisor Environmental Outreach Liaison EX 25.A1907 Environmental Coordinator EX 28.A1907 Environmental Compliance Specialist EX 27.A1907 Resilience Programs Manager EX 30.A1907 Urban Forester 27.A1907 Development Project Ma ger EX 34.A1907 Project Manager Cip EX 32.A1907. Chief Project Manag EX 36.A1907 Senior Project Mana: - Cip EX 34.A1907 Audiovisual Tec !clan NEX 19.A1907 8589 8590 Economic 8605 8606 8607 8611 8612 Video Progra .......861...................................................................:.......::.:..:..........:::...:V.i.d....o...P rogra..... 8613 Chief Communi 8614 Communic 8615 Produ 8616 Op 8618 8619 8621 8622 8623 ........................... . ....... 8624 • 8625 8626 8628 863 8 • 1 638 r: pecialist ............................................................. tions Engineer c atio Technical Operator /Writer/Reporter ations Coordinator roduction Manager unity Relations Coordinator Cadd Operator Community Relations Liaison ommunity Relations Outreach Specialist Community Relations Aide Project Manager Senior Research Analyst Business Process Analyst Project Manager Project Representative Senior Maintenance Technician 8640 Facility Manager EX EX 23.A1907 EX 31.A1907 EX 25.A1907 EX 26.A1907 EX 30.A1907 31.A1907 27.A1907 EX EX 24.A1907 27.A1907 EX 25.A1907 EX 22.A1907 EX 36.A1907 EX ' 27.A1907 30.A1907 34.A1907 31.A1907 .................................... _ ........... 20.A1907 30.A1907 EX EX EX NEX EX SUBSTITUTED 8642 Facility Maint. Manager EX 28.A1907 8643 Superintendent Of Solid Waste EX 31.A1907 8645 Community Programs Administrator EX 33.A1907 8649 Payroll Manager EX 34.A1907 8650 Oracle Financial Systems Manager EX 34.A1907 8651 Applications Support & Integration Manager EX 19.IT 8653 IT Quality Assurance Manager EX 35,A 07 8654 Information Technology Customer Service Manager EX 3. 1907 8656 Loan Review Specialist EX 6.A1907 8657 Loan Review Assistant EX 24.A1907 8658 Community Involvement Spec NEX 21.A1907 8659 Loan Review Analyst E 30.A1907 8660 Sr. Procurement Contract Off. X 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 Administr or 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 NEX 14.A1907 8720 Employ Intervie r NEX 17.A1907 8722 Client Sery C.. rd EX 32.A1907 8723 Client Service peciatist EX 25.A1907 8724 Acco tant EX 22.A1907 8726 8729 8732 8736 8737 nt Clerk A itor Assistant P is Relations Agent P , .lic Information Coord hief of Unsafe Structures 8738 Public Info. Supvr. 8740 D-.uty International Affairs Administrator 8741 Intergovernmental Affairs Liaison 8742 Code Compliance Specialist 8743 Chief Elevator Inspector Chief Civil Engineer EX Chief Of Inspection Services EX Capital Impry Procurement Admin. 51 Zoning Manager 8752 Legislative Coord NEX 17.A1907 NEX 19.A1907 EX 27 A1907 EX 30.A1907 EX ' 32.A1907 EX 27.A1907 27.A1907 30.A1907 26.A1907 32.A1907 36.A1907 33.A1907 EX 36.A1907 EX 33.A1907 .............._..._................................................_: EX 25.A1907 EX EX EX NEX SUBSTITUTED 8759 Financial Reporting Manager 8760 Internal Controls and Compliance Manager 8764 Financial Dev Coord 8770 Admin Aide 8773 ......................................... 8775 8776 ..................................:...... 8777 8780 ............................... _ ......... 8783 .............................. _.......... 8789 8791 Transportation Coordinator 8792 Special Projects Assistant 8793 Spec Projects Coord 8794 Transportation Analyst 8796 Assistant Facility Maintenance Ma 8801 Client Support Sery Aid 8803 Assessment & Referral 8804 Training Special 8805 Job Placement 8806 8808 Case Man 8809 Ca 8810 Sr.Job Pia 8811 Case 8812 8813 Tra 8815 Ca Admin Aide II 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 8816 8817 8818 8824 8825 Convention Center Manager ............................................. ........................................ Traffic Engineer • ec. ger S ecialist Skills C•.ch ................. age ent Supervisor Manager Manage......._..... ...:....:.:................_... ment/Marketing Spec anagement Assistant raining Coordinator mg And Development Specialist Contract Compliance Analyst Contract Compliance Manager Employment Program Analyst Job Placement/Marketing Coord Fiscal Assistant Fiscal Administrator Housing Quality Assurance Aide Housing Quality Assurance Supervisor 840 Housing Program Manager 8842___......:..__.....................__ _....................._Housing Program Analyst 8844 Housing Quality Assurance Monitor 8830 8 EX 32.A1907 34.A1907 31.A1907 20.A1907 22.A19 EX EX NEX NEX EX 28. EX 2 .A1907 - EX 6.A1907 EX 27.A1907 28.A1907 31.A1907 ................................................................................_............: EX 25.A1907 EX 31.A1907 ...............................................................................................: 32A1907 EX 36.A1907 EX 25:A1907 I EX 29.A1907 29.A1907 . EX EX EX EX 26.A1907 .................................................:...................:.........:....:..........: NEX 20 A1907 ; EX 24.A1907 25.A1907 22.A1907 -23.A1907 EX EX EX EX EX 28.A1907 25,A1907 28.A1907 22.A1907 EX 28.A1907 EX 27.A1907 EX 27.A1907 EX 34.A1907 EX 27.A1907 EX 32.A1907 EX 22.A1907 EX 30.A1907 NEX 19.A1907 EX 29.A1907 EX 32.A1907 NEX 28.A1907 NEX 24.A1907 9.07 SUBSTITUTED 8900 Grant Funded Hosing Qlty Assur Monitor 8901 8903'. 8905 8923 ............................................. 8924 8925 8927 8928 8930 8931 8932 Grant Funded Housing Qlty Assur Super Grant Funded Housing Program Analyst Grant Funded Assessment/Ref. Spec 8906 Grant Funded Emergency Mgmt Coord. 8910 Grant Funded Environmental Coordinator 8920 Grant Funded Administrative Aide I. 8921 Grant Funded Administrative Aide II Grant Funded Administrative Asst.'I 8933 8939 8945 8950 ...................................................... 8951 8959 8960 8972 8973 8974 8975 8976 Grant Funded Homeless Housing Specialist Grant Funded Homeless Housing Supervisor Grant Funded Contract Compliance Analyst Grant Funded Contracts Manager Grant Funded Special Projects Asst EX 24.A1907 EX 29.A1907 EX 28.A1907 EX 24,A19 EX EX NEX EX EX • 36.A 28 07 1907 .A1907 22.A1907 • 25.A1907 ..................................... _.............: Grant Funded Vista Program Asst. EX 24,A1907 Grant Funded Program Specialist 29.A1907 NEX 17.A1907 Grant Funded Special Projects Coord Grant Funded Loan Specialist Grant Funded Loan Review Speci Grant Funded Fiscal Assist t GF Budget and Financial Supp Grant Funded I Grant Funded GF Workforce GF Workforc GF Workforce • ist, Advisor C e 1 rk 111 Pro m Supervisor areer Advisor ead Career Advisor GF Workfo, e Employer Specialist GF Work •rce Placement Specialist 8979 GF W. force Business Consultant 8980 GF 8982 GFW • 8984 8986 ` GF Workforce Program Specialist 1 8987 GF Workforce Program Specialist II 8990� Grant Funded Workforce Outreach Specialist orkforce Employer Consultant force Program Workshop Facilitator GF orkforce Program Customer Service Rep 25.A1907 EX 27.A1907 EX 34.A1907 EX 25.A1907 EX 29.A1907 EX 24.A1907 EX 26.A1907 EX 22.A1907 ....................................... EX NEX N EXm EX EX EX EX EX EX EX EX 27.A1907 08.A1907 16.A1907 22.A1907 15.A1907 20.A1907 19.A1907 15.A1907 19.A1907 19.A1907 EX " 19.A1907 NEX 10.A1907 NEX 13.A1907 NEX 15.A1907 NEX 14.A1907 Employee in lob codes 8082, 8083, 8206, 8770, and 8773 are included in the unit, other than those exclud- , per the Unit Clarification Petition settlement agreement made and entered on March 24, 2016 and •ril 26, 2018 between AFSCME Local 1907 and the City of Miami. persons who hold interim, provisional, seasonal, part-time or temporary positions are considered xempt from Appendix A and as such are not entitled to any benefits as specified in this Agreement. SUBSTITUTED In the event there is a discrepancy in pay grade for any particular classification, the higher pay grade w prevail. titpAArg cGii,Ltd 071 ) SUBSTITUTED trzy,,,,i/),- —V.,7ia,i4rzfu4,/60/4.444)4/ if e- gc, cf6 114 9 0 131 13' i i Li 1 V1Y r- 15-2 -.... ) i r7Li o 1 74i r) 2 9 t 2 2 if0 2 3 191 z5- SUBSTITUTED )12 21.0 SUBSTITUTED MEMORANDUM OF UNDERSTANDING BETWEEN AFSCME LOCAL 1907 AND CITY OF MIAMI August 9, 2018 WHEREAS the Parties have tentatively agreed in Article 52.6 that effective September 30, 20 , the service retirement benefit for employees hired prior to October 1, 2010, shall be equal to ree percent (3%) of the member's highest one year of compensation multiplied by the number of -ars of creditable service; and WHEREAS there is a possibility that the City may secure additional funding prior to -ptember 30, 2018, that, subject to Commission approval, may be used and/or expended to fu►: an expedited implementation of the foregoing benefit. NOW THEREFORE, the parties agree that if by September 30, 2018, the Ci secures the necessary funding and approves the use and/or expenditure of the necessary f ding to accelerate the implementation of the foregoing benefit as tentatively agreed in Article 52. of the collective bargaining agreement, then the benefit shall take effect on October 1, 2018. AGREED TO this '9 day of August, 2018. or the City of Miami r AFSCME Local 1907 10/1/2017 AFSCME ,.04.A1907 05.A1907 06.A1907:, 07.A1907 08.A1907 09.A1907 10.A1907 11.A1907 =12.A1907 13.A1907 14,A1907 15.A1907 16.A1907 17.A1907 18:A1907i 19.A1907 "20.A1907 21.A1907 22.A1907 23.A1907 24.A1907 25.A1907 26A1907Z, 27.A1907 _28,A1907 29.A1907 30,A1907 31.A1907 32.A19071„ 33.A1907 34.A1907' 35.A1907 36A1907 37.A1907 38.A1907::. 39.A1907 1yr -:8.8304 9.2719 ,93355 10.2222 10 7333 11.2701 11.8336 12.4252 13.0465 13.6988 1.43537 15.1029 ,; 15.8581 16.6510 ° 17.483'5 18.3577 19.2755 20.2393 21 2513 22.3138 23.4295 24.6010 25.8311 27.1227 284788 29.9028 31.3978 32.9677 36.3470 .38,1643 40.0725 '42,0761 44.1799 46.3889 1yr 5.00% 9.2719 9.7355 r..1.0.2222 10.7333 112701 11.8336 w <;12.4252 13.0465 3.6988 14.3837 15.1020 15.8581 , 1-6. 510 17.4835 18.3577 19.2755 2.64 21.2513 22.3138 23.4295 24:6010 25.8311 27.12,27 28.4788 29 9028 31.3978 2.9677 34.6161 36,3470 38.1643 40.0725 42.0761 44.1799 46.3 .7084 48.7084 51.1438 1yr 5.00% 9..7355 10.2222 10.7333 11.2701 11.8336 12.4252 13.6465 13.6988 14.3837 15.1029 15.8581 16.6510 17.4835 18.3577 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 643 40.0725 7,, 4 799 463:889 48.7084 141438 53.7010 lyr 5.00% 10,2222 10.7333 11.2701 11.8336 12.4252 13.0465 13.6988 14.3837 15 1029 15.8581 16.6510 17.4835 8.3577 19.2755 20,2393 21.2513 223138 23.4295 24.6010 25.8311 7,1227 28.4788 ` . 9.9028 31.3978 32,9677 34.6161 36,3470 38.164 .5 2.0761 4'1799 46.3889 48.7054 51.1438 537010 56.3860 1yr 5.00% 104333 11.2701 11.8336 12.4252 13 0465 13.6988 4.3547 15.1029 15.8581 16.6510 17.4835 18.3577 .9,2755 20.2393 21.251 22.3138 23 4295 24.6010 25.8311 27.1227 ;::.., 28.4788 29.9028 3139„78 32.9677 34.6161 36. 0 .1643 40.0725 .0761, 44.1799 6.3889 48.7084 50438 53.7010 59.2053 SUBSTITUTED 1yr 5.00% 2701 11.8336 12 425'2 13.0465 13.6985 14.3837 15.1029 15.8581 16.6510 17.4835 18.3577 19.2755 20.23,93„ 21.2513 3138 23.4295 24.6610 25.8311 27.1227 28.4788 `29.9028 31.3978 32.9 ..161 36.3470 38.1643 40.0725 42.0761 1799 46.3889 48::7084 51.1438 3.7010 56.3860 59.2053 62.1656 1yr 5.00% 118336 12.4252 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 258311 27.1227 8.4788 29.90 78 2.9677 '34.6161 36.3470 ,381643 40.0725 it,.; 42,0761 44.1799 ,3889 48.7084 1438 53.7010 56 3860 59.2053 62 1456 65.2739 2yr 5.00% 12,4252 13.0465 13.6988 14.3837 15.1029 15.8581 16.6510 17.4835 F,18.3577 19.2755 40.239.3 21.2513 2•2 3138 23.4295 24.6010 25.8311 27.1227 28. :8 31.3978 -32:9677 34.6161 36,3470 38.1643 40,0725 42.0761 . 44;1799 46.3889 7084 51.1438 53"7010 56.3860 59 2053, 62.1656 65.2739 68.5375 2yr 5.00% 13:0465 13.6988 14.3837 15.1029 15.8581 16.6510 =.17.4835 18.3577 10.2755 20.2393 22.3138 23,4295 24.6010 25.8 .1227 28.47 8 29.9028 -31.3978 32.9677 34.6'161 36.3470 '8,1643 40.0725 42.0761 44.1799 46.3889 48.7084 51,1438 53.7010 56.3860: 59.2053 6 656 65.2739 5375 71.9645 10 11 12 13 14 15 2yr 5.00% 13 6988 14.3837 15.1029- 15.8581 16.6510 17.4835 18.3577 19.2755 20.2393 21.2513 22.3138 23.42 25.8311 1227- 28.4788 29.'9028 31.3978 32.9677 34.6161 3470 38.1643 0:0725 42.0761 44.1799 46.3889 48.7084' 51.1438 7010 56.3860 2053; 62.1656 68.5375 71.9645 75.5627 2yr 5.00% ].4:3837 15.1029 15 858,1 16.6510 1.7.4835 18.3577 19.2755 20.2393 21.25 2 38 3.4295 24.6010 „25.8311 27.1227 4✓r,.28.4788 29.9028 3978 32.9677 34.6161 36.3470 38:1643 40.0725 42 D701 44.1799 46.3889 48.7084 51,1438 53.7010 56,3860 59.2053 �2.1656 65.2739 65.5375 71.9645 %7,5 5627 79.3408 2yr 5.00% 4:029 15.8581 16.6510 17.4835 18.3577 19.2755 20. .2513 ,22.3138 23.4295 24.6010 25.8311 7,1227 28.4788 4; 29:9028 31.3978 329677 34.6161 36.3470 38.1643 40,0725 42.0761 44,1799. 46.3889 48.7084 51.1438 53,7010 56.3860 9;.2053, 62.1656 739 68.5375 645 75.5627 793408 83.3078 2yr 5.00% 15.8581 16.6510 17.4835 18.3 20.2393 21.2513 22.3138 23,4295 24.6010 25.8311 27.1227 28 4738 29.9028 118978 32.9677 34.6161 36.3470 38.1643 40.0725 44.1799 46,3889 48.7084 1 1438 53.7010 56,3860 59.2053 65.2739 71.9645 79.3408 87.4733 2yr 5.00% 65 19.2755 21.2513 23.4295 25.8311 27.1227 28.4788 „ 29.9028 31.3978 34.6161 36.3476 38.1643 42.0761 46.3889 51.1438 56.3860 59.2053 62.1656 68.5375 75.5627 83.3078 91.8469 2 5.00% 17,4835 18.3577 19.2755 20.2393 21.2513 22.3138 23.4295 24.6010 „ 25.8311 27.1227 29.9028 32.9677 34.6161 36.3470 40.0725 42.0761 44.1799 46.3889 48.7084 51,1438 53.7010 56,3860 59.2053 65.2739 68335 71.9645 75,5627 79.3408 83.3078 87.4733 96.4392 SUBSTITUTED 042018' 1 lyr AFSCM6' : 04,A1907.: 9:0070 05.A1907 9.4573 06.A1907 9.9302 07.A1907 10.4266 08,A1907 10:9480 09.A1907 11.4955 10.A1907 ', ;12.0703 11.A1907 12.6737 12A1907, 13 3074 13.A1907 13.9728 14:41907 14.6714 15.A1907 15.4050 3.6AA1907,,,.,------------18.1.753 17.A1907 16.9840 18,A1907 :;; 17.833 19.A1907 18.7249 20.A1907 19 661.0 21.A1907 20.6441 22eA1907-21,6763 23.A1907 22.7601 238981 25.A1907 25.0930 26,A1907 26,3477 27.A1907 27.6652 28A1907 29.0484 29.A1907 30.5009 30 41907 r32.025.8 31.A1907 33.6271 32.A1907 35.3084 33.A1907 37.0739 34.A1907 38,9276 35.A1907 40.8740 2 3 4 5 • •10.4286 1i5.946o • 10.9480 11.4955 •• • 11,4955 12.0703 11.4955 12.0703 12.6737 12.6737 13.3074 13.9728 • 13.9728 14.6714 4• • 14.6714 • a 4• • 16.1753 16.9840 a • 17.8332 18.7249 • 4• 19.6610 20.6441 • .44•• .• •• • 25.0930 26.3477 27.6652 6 12.0703 12.6737 13.3074 13.9728 14.6714 • • 16.1753 14.7249 17.8332 26.6441 21.6763 22.7601 23.8981 '225.0930 7.8652 29.0484 26.3477 8 9 10 11 12.6737 13.3074 13.9728 14.6714 15.4050 • •• 16.1153 13.9728 14.6714 ,a • 16.1753 16.9840 • a : • 17.-8332 15.4050 16.1753 16.9840 17.8332 18.7249 16.9840 17.8332 18.7249 19.6610 20.64 18.7249 • 20.6441.• 419:6610 26144,1 20.6441 21.6763 22.7601•• • 601 23,898 25.0930 26.3477 23.8981 •. • 3477 27.6652 29,0484 25.0930 26.347 27.6652 29.0484 30.5009 •52 290484 30,5009 9.0484 30.5009 32.0258 305069 32.0258 ; ;..33,6271 009 32.0258 33.6271 35.3084 12 16.1753 16,9840 17.8332 18,724 19 • 0,6441 21.6763 22.3601 23.8981 13 14 1F '2yr 5.00% '840 17.8332 17.8332 18.7249 19.6610 .7249 • 20.6441 r a . 2 _6763 20.6441 21.6763 22.7601 21.6763 •• z23.$981 22.7601 23.8981 25.0930 23,8981 25.0930 26.3477 25.0930 27.6652 29.0484 27.6652 29.0484 30.5009 29.6484 236.5609 32.0258 30.5009 32.025833.6271 j__•_: 35.3084 4 37.0739 .0258 33,6271 35.3084 37.0739-,:.389.276 33.6271 35.3084 37.0739 38.9276 40.8740 35,3084 ::;,37:0739 <:38:9276 ,,....40.8740 42.9176. 37.0739 38.9276 40.8740 42.9176 45.0635 26.3477 29.0484 30,5009 32.0258 484 4s.6S 47.3167 27.6652 • •30.5009• 30.5009 • 8 33.62711 35.3084 37.0739 38.9276 40.8740 422.9176 `< 45.0635 ` 47.33167 49.6826 29,6484 30,5669 32.6258 .6271 35.3084 .;, 37.0739 38,9276 40,8740 42,9176 45,0635 47.3167 49.6826 52.1667 30.5009 32.0258 33.627 32,0258 33.6271 35.3084 37.0739 38.9276 40.8740 42.9176 45.0635 47.3167 49.6826 52.1667 54.7750 37.0739 ' „38.9276 " "40 8740 42.9176 :;.:.45.0635 47.3167 49,6826 52.1667 54.7750 5.7.5 37 33.6271 08' 7.0739 38.9276 40.8740 42.9176 45.0635 47.3167 49.6826 52.1667 54.7750 57.5137 60.3894 r :4 ;;37.07 389276 `F;40,8740 ;; °42E9176 45i0635 47:3167 :;;�496826 : ;,. 52;1667 „ i,;54:7750 ; 57:5137 ;;; .; 60.3894 63.4089 37.0739 3 7�-276 40.8740 42.9176 45.0635 47.3167 49.6826 52.1667 54.7750 57.5137 •,,38'.9276 40:874Q - , 42 9.176 45.0635 ,,,,,,,,0167 -;;, 40gs ,.,-----,52.1667 547150 • : • 42.9176 45.0635 47.3167 49.6826 52.1667 54.7750 57.5137 60.3894 63.4089 66.5794 S7 5137 0. 60.389,4 =63,4089 ;t 66.5794--------69.9083 60.3894 63.4089 66.5794 69.9083 73.4038 .97 76 45,0635 47 3167 491826 52.1667 54,7750 -:: 57.5137 ' 60 3894 ; 63.4089 6616444 ..:69 90$3, , .33.4038 77.0740 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.r : 5; ;, 47.3167 : 49.6826 52.1667 • 54:7750 . 57,5137 :.. 60,3894 63,4089 66:5794 69:9083 ;734038 ., 77.0740 80 92 6 ;84 9740 37.A1907 45.0635 .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 38.41907 V22,47.316 ,,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 ':26 52.1667 54.7750 57.5137 60.3894 63.4089 66.5794 69.9083 73.4038 77.0740 80.9276 84.9740 89.2228 93.6838 98.3680 Oct 2019 AFSCME• 04.A1907 05.A1907 06A1907. 07.A1907 08.A1907 09.A1907 10A1907 11.A1907 :12,A1907:. 13.A1907 14.A1907 15.A1907 16A1907.., 17.A1907 18,A1907 19.A1907 '20,A1907 21.A1907 22.A1907„ 23.A1907 24,A1907 , 25.A1907 26,41907 27.A1907 28.A1907 29.A1907 30,A1907' 31.A1907 32,A1907i° 33.A1907 34,A1907 35.A1907 36A1907 37.A1907 38.41907,. 39.A1907 1yr 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 19.0994 20.0542 21.0570 .1098 23.2153 „ 24.3761 25.5949 .26.8747 28.2185 29.6294 31.1109 32.6663 34.2996 36.6146 37.8154 39,7662 41.6915 0,43.7760 45.9648 .48.2630 50.6 1yr 5.00% .6464 10.1288 16.6351 11.1670 11;7254 12.3117 12:9272 13.5735 14.2523 14.9648 -15.7131. 16.4988 173237 18.1899 19.0994 20.0542 21.0570 22.1098 23:2153 24.3761 25.59449. 26.8747 28.2185 29.6294 31.1109 32.6663 34.2496 36.0146 8154 39.7062 41.6915 43.7760 5-,96 . 630 56:6763 53.2100 1yr 5.00% 0.1288. 10.6351 1.1670 11.7254 12,3117 12.9272 13.5735 14.2523 149648 15.7131 16.4988 17.3237 16.1899 19.0994 20.0542 21.0570 22.1698 23.2153 24.3761 25.5949 26.8747 28.2185 9.6294 31.1109 2;,6663 34.2996 360146 37.8154 397062 41.69 60 45.9648 48,2630 50.6763 532100 55.8705 1yr 5.00% 10.6351 11.1670 11,7254 12.3117 12.9272 13.5735 14.2523 14.9648 15 7131 16.4988 17.3237 18.1899 0994 20.0542 21.0570 22.1098 23,2153 24.3761 5.5949 26.8747 282185 29.6294 31,1109 32.6663 34,2996 36.0146 39 i62 1699,15: 43.7760 45,9648 48.2630 0.6763 53.2100 558705 58.6640 lyr 5.00% 1670 11.7254 412:3117 12.9272 135735 14.2523 14.9648 15.7131 6 4988 17.3237 18.1899 19.0994 9542, 21.0570 22:1098 23.2153 24.3761 25.5949 26.8747 28.2185 29.6294 31.1109 32.6663 34.299 .36+ 46 .8154 39,7062 41.6915 3.7760 45.9648 48.2639 50.6763 53.2100 55.8705 5$ 6640 61.5972 SUBSTITUTED 1yr 5.00% 1.7254 12.3117 .„12.9272 13.5735 • :14:2523 14.9648 15.7131 16.4988 17:3237 18.1899 19.0994 20.0542 570, 22.1098 23:2163 24.3761 25.5949 26.8747 77.'72,28,2185 29.6294 32.. .3 .2996 36.0146 37.8154 39.7062 41.6915 43.7760 45.9648 48.2630 50,6763 53.2100 55.8705 58.6640 15972 64.6771 1yr 5.00% 2 17 12.9272 =13'.5735 14.2523 14:3648 15.7131 16.4988 17.3237 18 18,99 19.0994 20.0542 21.0570 22.1390 23.2153 24:3761 25.5949 26.8747 28.2185 .1109 32.6663 34.2996 0146 37.8154 9,7062 41.6915 43 7760 45.9648 3105 50.6763 ,53,2100 55.8705 5`8.6640 61.5972 64::6771 67.9110 2yr 5.00% 9272 13.5735 14.2523 14.9648 15.7131 16.4988 173237 18.1899 19.0994 20.0542 21.0570 22.1098 2153 24.3761 25.5949 26.87 , . 185 29.6294 31.1109 32.6663 34,2996 36.0146 ,-%37.8154 39.7062 416915 43.7760 45.9648 48.2630 0.6763' 53.2100 1 _:55.8705 58.6640 7 64.6771 67.9110 71.3065 2yr 5.00% 135735 14.2523 15.7131 16.4988 17.3237 18.1899 19.0994 20.0542 21.0570 .1098 23.2153 2437' 2 949 26.8747 28.2185 29.6294 31.1109 32.6663 34.2996 36,0146 37.8154 39s7062 41.6915 43.776 " 45.9648 ,,>' 48.2630 50.6763 55.8705 586640 61.5972 64.6771: 67.9110 71.3065 74.8719 10 11 12 13 14 15 2yr 5.00% 4.2523 14.9648 5 713:1 16.4988 3237 18.1899 )994 20.0542 210570 22.109 2 53 4.3761 5„5949 26.8747 28 �185. 29.6294 31.1109 32.6663 342996 36.0146 'v37.8.154 39.7062 41.6915 43.7760 5.9648 48.2630 50,6763 53.2100 55.8705 58.6640 61.5972 64.6771 9110 71.3065 78.6155 2yr 5.00% 14,9648 15.7131 16.4988 17.3237 c., 18.1899 19.0994 054, 210 .1098 23.2153 24.3761 25.5949 .87,4,7 28.2185 29.6:294 31.1109 32.6663 34.2996 36.6146 37.8154 9.7062 41.6915 43.7760 45.9648 482630, 50.6763 • 53;,2,100 55.8705 384640 61.5972 64,6771 67.9110 71.3065 74.8719 i.61.55 82.5462 2yr 5.00% 15,7131 16.4988 18.1899 4 .0542 210570 22.1098 r2 .2153 24.3761 '25,5949 26.8747 28.2185 29.6294 31.1169 32.6663 34.2996 36.0146 37.8154' 39.7062 41,6915 43.7760 45,9648 48.2630 6753 53.2100 58.6640 61,5972, 64.6771 67,9110 71.3065 74:8719 78.6155 462 86.6735 2yr 5.00% 16,4988 17.3 19.0994 21.0570 23.2153 24,3761, 25.5949 26.8747 28.2185 29,6294 31.1109 34.2996 36.0146 37.8154 7062 41.6915 45.9648 48,2630 50.6763 55.8705 61.5972 67.9110 71.3065 74.8719 82.5462 Ebis 91.0073 2yr .00% 17.3237 18.1899 20.0542 22.1098 234153 24.3761 25.5949 26.8747 28.2185 29.6294 32.6663 4,2996 36.0146 37.6154 39.7062 43.7760 48.2630 50.6763 53.2100 ,5,8706 58.6640 ,5972 64.6771 69119 71.3065 74.8719 78.6155 82.5462 86.6735 95.5575 2yr 5.00% 10,1899 19.0994 20.0642 21.0570 22.1098 23.2153 24.3761 25.5949 28.2185 31.1109 32.6663 34.2996 36.0146 37.8154 39,7062 41.6915 45.9648 48,2630 50.6763 55.8705 58.6649 61.5972 771 67.9110 65 74.8719 , 78.6155 82.5462 86.6735 91.0073 100.3354 SUBSTITUTED 101112017 1 1yrr 2 lyr 3 lyr 4 lyr 5 lyr 6 lyr 7 lyr 8 2yr 9 2yr 10 2yr 11 2yr 12 2yr 13 2yr 14 2yr 15 • 1NS 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 01.iNUS..' 30♦7019 "32,2370 33_8489 35'5414 37 3 84''; 3,9 $44 1.1 4437 43.2005 '. 45.3609 .'47 620?J /50 0104 52 5109 ;55 65 , 5789 60,788', 03.INS 33.7722 35.4607 37.2338 39.0955 41.0502 43.1027 45.2579 47.5208 49.8968 52.3917 55.0113 57.7619 60.6500 6 .•825 66.8666 05.1 NS" 371493 '" 39.0068 40.9571 43.0050 45,1552, 47' Y.4130 49 7836 ,,,,,, S2 2728 54.064 ..... , 57 6308 s0 5123 .... 63,5379 ,.., ,66 7149 70.0506 73.5531 SUBSTITUTED OC'2Q18'' i 1 lyr 2 lyr 3 lyr 4 lyr 5 lyr 6 lyr 7 lyr 8 2yr 9 2yr 10 2yr 11 2yr 12 2yr 13 2yr 14 2yr 15 yr INS o 5.00% 0 5.00% o 5.00% a 5.00% o 5.00% 0 5.00% 0 5.00% 0 5.00% o 5.00% a 5.00% o 5.00% a 5.00% 5.00 a a 5.00% 01.1115 -:_ 313�59 328817 „34,5259 30.2522 38.A648 E39.9681 41.9666 44.0649 462681 ,;'48,5816 51.0106 53.5611 56.2392 59 R 12. 62.0038 03.INS 34.4476 36.16919 37:97285 39.8774 4-1.8712 43.96418 46:1631 48.4712 50.8947 53.4395 56.1115 58.9171 61.8630 .4.9562 68.2039 Q5 ,IN5 . 37.8923 39.7869 •, d 41.7762 '43.8651 46,0583 ,,,,,,4$ 3613 ' 50 7793 -- 5 .3183 55,9841, 58,7834 61.7225 64.8087 68.04• 71.4516 ...,.75:0242'' SUBSTITUTED OctTIO19 1 lyr 2 lyr 3 lyr 4 lyr 5 lyr 6 lyr 7 lyr 8 2yr 9 2yr 10 2yr 11 2yr 12 2yr 13 2yr 14 2yr 15 r DNS- o 5.00% 0 5.00% 0 5.00% 0 5.00% 0 5.00% o 5.00% a 5.00% a 5.00% o 5.00/a o 5.00% a 5.00/0 o 5.00% 0 5.00% 0 5.00% 01.INS ,- ; 319422 ,33 5393 35.2164 • 36 9772, .•:, 38.8267. ' 40.7675 42 8059• ', 44.9467 47.1935 49 5532, ; 5•2:0308. , 54:6323 57.364Q 60: •,:: 2. ; ;, 63,243'9 03.INS 35.1366 36.8933 38.7381 40.6749 42.7086 44.8441 47.0864 49.4406 51.9126 54.5083 57.2337 60.0954 63.1003 ..2553 69.5680 05.IN5": ;,38.6501 ''; •440,5826 � :42,5117 ... 44 7424 %:;;463795 . 49.3285 ;.51.7949 :;.,,54,3847 .408 , 59.9591 62,9570 66,1049 ' 69.410 72,880,E 76 6247', IT Schedule 1/7/2018 1 yr 1876519" 20.9495 :i21:9970 23.0968 4.2517 25.4643 26.7375k 28.0744 294781 30.9520 32.4996 34.1246 35.8308», 37.6223 39;51234 41.4786 43.5525 45.7302 48.0162/' ,20.9495... 21.9970 210968 24.2517 25.4,643 26.7375 28.0744 29.4781 '4230.9520:, 32.4996 34;1246 35.8308 37,6223 39.5034 41.478 43.5525 45,7802 48.0167 5074175 21.9970, 23.0968 E24:2517 25.4643 28.0744 29.414 30.9520 32,4996 34.1246 .3-58308 37.6223 39,5034 41.4786 :n4155251 45.7302 48;0167 50.4175 52.9384 23.0968. 24.2517 4275403 26.7375 29.4781 ao.9.011:, 32.4996 34.1246; 35.8308 37.6223 39.5034 41,486 43.5525 45.73023 48.0167 'ff:t0..41757 52.9384 55.5853 24.2517%. 25.4643 26.7375 28.0744 30.9520 32.4996, 34.1246 35,8308 37.6223 39.5034 41.4786 45.7302 48.0167 50.4175 2.9384 55.5853 SUBSTITUTED 25.4643:- 26.7375 28.0744 29.4781 32.4996 4.1440.21 35.8308 37,6223 39.5034 41A786 43.5525 45.7302 48.0167 50,4175-! 52.9384 55.5853 58.3646 ...:61.2828 25.7375 28.0744 29.4781 30.9520 32'.4996,, 34.1246 35.830a 37.6223 >39.5034 41.4786 43.5525 45.7302 •48.016 50.4175 52.9384 55.5853 •7:,-,578;,8646 61.28 469, 29.4781 32.4996 34.1246 35.8308 437:5223' 39.5034 41:147136" 43.5525 45.7302 48.0167 52.9384 55-585 5 46 1;2828' 64.3469 67]56437 29.4781 30.9520 32.4996';', 34.1246 35.8308 37.6223 355034 41.4786 4855251 45.7302 48,0167 50.4175 4 .5853 .46 61.2828 64.34697'' 67.5643 7#20.9445... 80 :95 2 0 32.4996 35.8308 37.5223 39.5034 41.4786 43.5525 48.0 41751 52.9384 55.5858 58.3646 61.2828 64.3469 inTa64.K 70.9425 74,4896; 32.4996 34.1246 358308i 37.6223 1,84:80.47$ 41.4786 43.55 4 02 4801.57,. 50.4175 "5.ti384- 55.5853 58.3646 61.2828 64,3469 67.5643 70.9425, 74.4896 78.2141 34:1246'.'" 35.8308 3723 39.503 .5525 45:7302 48.0167 504 52.9384 5853: 58.3646 61.2 2 64.3469 67.5643 70.9425 ,74.4896, 78.2141 82-1248 35.8308 37. 5034 41.4786 43.5525 45.7302 48.0157 50.4175 52.9384 55.5853 58,3646 „ 61.2828 643468 67.5643 70,9425 74.4896 82.1248 „$62311:„, 37.6223 39.5034 •.,41:4786 43.5525 48.0167 50.4175 • 52.9384 55.5853 58.3646 ,02828 64.3469 6756413 70.9425 74.4896 78.2141 4k.1248 86.2311 2 yr 3.5034 41.4786 43,5525 45.7302 48.0167 50.4175 884 55.5853 58:16,4 61.2828 64.3469 67.5643 gf10425 74.4896 78.2141 82.1248 86.2311 90.5426 5ai;„5.,069,7 IT Schedule Oct 2018 1 yr 420.350,9 21.3685 22.4359 23.5587 24.736:7 25.9736 27.27273 28.6359 0.0677 31.5710 33;1496 34.8071 345474 38.3747 4672935 42.3082 4474'236 46.6448 48.9770 1 yr 2143685 22.4369 235587 24.7367 25.9736 27.2723 28.6359 30.0677 31,5710 33.1496 44,8aii 36.5474 38.3747 40.2935 i3* 44.4236 6448 48.9770 U425§ 1 yr 23.5587 24.7367 25.9736 27,2723 28.6359 ao.(10,, 31.5710 33,1496 34.8071 65,4.1;4 38.3747 :446,2935 42.3082 1744.4236 46.6448 48.9770 51.4259 5J-I0472 1 yr 23.47 24.7367 25.9736 27.2723 28.6359 30.0677 31.5710 33.1496 34.8071, 36.5474 ii48.37# 40.2935 42.3082 44.4236 J6,6448 48.9770 4259 53.9972 WOW) 1 yr 24.7367 25.9736 27.2723 28.6359 30.0677 31.5710 33.1496 34.8071 474 38.3747 40,2935 42.3082 ,;44.4236 46.6448 48.9770 51.4259 53-9972 56.6970 59.5319 SUBSTITUTED 1 yr 25.9736 27.2723 28.6359 30.0677 31.570 33.1496 34.6071 36.5474 548.4747 40.2935 0,00082 44.4236 ,4.46;.6448 48.9770 14259 53.9972 5970 59.5319 625085 1 yr 2 yr 27.272328.6359 28.6359 30..0677 31.5710 33.1496 34.8071 .v:36.5474 38.3747 r 40.2935 42.3082 44236 46.6448 48,9770 51.4259 56.6970 59:531: 62. 5 .6338 30.0677 01:5710 33.1496 34.8071 36.5474 14:3747 40.2935 42.3082 44.4236 46-!8448 48.9770 51.4 53.9972 . 319 62,508 65.6338 88-9158 2 yr 30)5577 31.5710 3331496 34.8071 467.5474 38.3747 40.2931. 42.3082 44.4236 46.6448 48.9770 51.42 72 6.6970 59.5319 62.5085 ,AY85.6338 68.9156 47814 10 11 12 13 14 15 2 yr 31.6710 33.1496 34.8071 36.5474 38.3747 40.2935 442.3082 44.4236 rk48.644 48 0 ,4259 53.9972 59.5319 ,5085 65.6338 68.9156 72.3614 75.9794 2 yr 1,496 34.8071 36.5474 38.3747 40:2935. 42.3082 44.4 .6448 48.9770 51.4259 56.6970 9.5319 62.5085 68.9156 72.3614 75.9794 79.7784 2 yr '.". .34.8071 36.5474 38.3747 40.29 4 082 44.4236 46.6448 48.9770 51.425,9 53.9972 „Oki 59.5319 65.6338 72.3614 75.9794 79.7784 83.7673 2 yr 36.547 38 47 Q.2935 42.3082 44.4236 46.6448 48.9770 51.4259 ,it#040i 56.6970 .709• 62.5085 .5;i65U 68.9156 72.3614 75.9794 79,7784 83.7673 87.9557 yr 383747 40.2935 423081 44.4236 46.6448 48.9770 51.4259 53.9972 • 56.6970 59.5319 • 62.5085 65.6338 72.3614 7'75,979:4 79.7784 83,7673 87.9557 92.3535 2 yr 40.2935 42.3082 444236 46.6448 48.9770 51.4259 53.9972 56.6970 59.5319 62.5085 ,;65.6338 68.9156 72,3614 75.9794 79.1784 83.7673 87.9557 92.3535 96.9711 IT Schedule Oct 2019 1 yr 1 yr 20.7579 21.7959 24.0299 26.4931 27.8177 29.2086 306691 32.2024 i 39.8126 35.5032 737.2783 39.1422 711,0994 43.1544 45*3121 47.5777 49:95'65 21.7959 22.8856 24.0299 25.2314 26.4931 27.8177 29.2086 30.6691 322024 33.8126 35.5032 37.2783 39i,22 41.0994 L 43.1544 45.3121 .47.5777 49.9565 '514544 1 yr ---248856 24.0299 2,51.4. 26.4931 27.8117 29.2086 32.2024 33.8126 35.5032 3142783 39.1422 41.0994 43.1544 45,31,2-1 47.5777 ‘,49,9565 52.4544 55.0771 1 yr 25.2314 26.4931 27.8177 29.2085 30.6691 i842024' 33.8126 35.5032 37.2783 3422 41.0994 43,1544 45.3121 49.9565 52,4544 55.0771 57.8309 1 yr 25.2314 26.4931 29.2086 jo.66§t 32.2024 33.8126 35.5032 37.2783 39.1422 4.1f6994 43.1544 45.3121 47.5777 49.9565 52.4544 .i--550771 57.8309 L..,,607225 SUBSTITUTED 1 yr .4991 27.8177 29,205 30.6691 #E32,2024 33.8126 V.85.032 37.2783 394422 41.0994 43.144 45.3121 1..47.5777 49.9565 *52.4544 55.0771 T$78809 60.7225 637-5'87 1 yr 12'i.801 29.2086 ,..4"; .30.6691 32.2024 180.81:26 35.5032 37.2783 39.1422 41-0394 43.1544 45.91121 47.5777 .7149.9585' 52.4544 455,0771 57.8309 60.7225 .94-6 2 yr %.',29:2086 30.6691 iv:7:322024 33.8126 37.2783 39:1422 41.0994 43,1544 45.3121 47,5777 49.9565 52:4544 55.0771 57.;fi . 225 88:-Y58f 66.9465 70,2939 2 yr 32.2024 33.3126 35.5032 37.2783 39.1422 410994 43.1544 453121 47.5777 40565 52.45 71 7.8309 60,7225 63.7587 66 9465 • 70.2939 198086 2 yr 2.2024 33.8126 35.5032 37.2783 :4z 41.0994 7: 1544 45.3121 47.577 49 • 65 .4544 55.0771 60.7225 758i 66.9465 70.2939 73.8086 77.4990 2 yr .33:8125 35.5032 -372783 39.1422 41-0994 43.1544 .5777 49.9565 52.4544 55,4771 57.8309 60,7225 63.7587 66.9455 70.2939 V714.8086. 77.4990 81.3740 2 yr 5,5032 37.2783 39.1422 41.09 4544 45.3121 47:1M7 49.9565 52.4544 55.0771 57.8309 60.7225 63,7587 66.9465 tr439 73.8086 1Z1999 81.3740 85.4426 2 yr 37.27 „ 39 22 1.0994 43.1544 47.5777 499565 52.4544 55,0771 57.8309 60.7225 63.7587 66,9465 70.2939 738086 77.4990 81.3740 85.4426 80,714$, yr 39,1422 41.0994 '143.1544 45.3121 ".475777 49.9565 52,4544 55.0771 57,8309 60.7225 63.7587 66.9465 70,239 73.8086 77,4990 81.3740 854426 89.7148 94.2006 2 yr 41,0994 43.1544 45.3121 47.5777 49.9565 52.4544 55.0771 57.8309 Vit507.225 63.7587 66.9465 70.2939 73.80 77.4990 81.3740 85.4426 89.7148 94.2006 .98.9105 io Nunez To Director Department of Solid Waste FPOM • Joe Napoli Deputy City Manager City Manager's Office SUBSTITUTED crne OF MIAMI, FLORIDA INTER -OFFICE MEMORANDUM DATE SUBLiECT REFERENCES ENCLOSURES' September 4, 2018 Chief Sanitation Inspect° Effective upon ratification of the October 1, 2017 — Septe 1907 Collective Bargaining Agreement, bargaining uni Sanitation Inspector exempt classification will receive c for -hour basis when they are recalled to duty during a that the exempt status of the Chief Sanitation Inspec. or be affected. by the agreement to provide this add' c: AFSCME Local 1907 Department of Human Resources, Labor Relations Divi on FL • r 30, 2020 AFSCME tubers in the Chief satory time on an hour- -Lity hours. All parties agree a..ssification will not change onal benefit. SUBSTITUTED Alan Dodd to: Director Department of Public Works FROM Joe Napoli Deputy City Manager City Manager's Office CITY OF MIAMI, FLORIDA INTER -OFFICE MEMORANDUM QATE SUE REFESENCES ENCLOSURES: September 4, 2018 Public Works Supervisor Effective upon ratification of the October 1, 2017 — Septe 1907 Collective Bargaining Agreement, bargaining unit me Supervisor exempt classification will receive compensato basis when they are recalled to duty during off•cluty hou . All exempt status of the Public Works Supervisor class]. ation affected by the agreement to provide this additional enefit, c: AFSCIVIE Local 1907 Department of Human Resources, Labor Relations Dvior FILE 30, 2020 AFSCME s in the Public Works e on an hour -for -hour parties agree that the will not change or be