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HomeMy WebLinkAboutExhibitPREAMBLE 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: City Date 1 Union Date. rAa °a.\ 1.1 ARTICLE 1 RECOGNITION 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. The City shall also provide the Union with copies of requests for audits of any bargaining unit positions when they are requested. 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. City Date 2 Union Date r- c4kl 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. 3 City Date `� Union SO. Date c41 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 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 City Date 4 q r�` q Union �\ Date c 1 , Cf C)J.' 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. City Date 5 Union C'"\ Date 0 j `c-1)-\c�-a-\ AFSCME Local 1907 and City of Miami Negotiations Union Proposal — August 18, 2021 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 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 Statutes, 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 operations of the City; to set 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 change employee's work schedules; to suspend, demote, discharge, or take #44920731v1 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 permanently or temporarily layoff, furlough or otherwise relieve employees from duties because of lack of work or funds or for other legitimate reasons; 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. With regard to changing employees' work schedules, the City agrees to give the Union and the affected employees at least thirty (30) days written notice of the proposed change and to take into consideration, and make a good faith effort to accommodate, any undue hardship (medical or otherwise) that the schedule change may impose upon the employee. The failure to accommodate such alleged undue hardship shall not be subject to the Grievance procedures, so long as the City complies with State and Federal laws. The City also agrees to convene a Labor Management Meeting with the Union (if the Union so requests in writing) during those thirty days. Further, whenever a change affects a classification that is assigned to work on more than one shift, the City shall allow employees to bid for shifts by classification seniority, and shall notify employees of their assigned shifts at least thirty (30) days prior to implementation of the change. Re -bids shall be once every October. 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 #44920731 vl body at the public budget. 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. 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. AFSCME Local 1907 City of Miami 1144920731v1 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 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. City Date 6 Union 6" Date A 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. City Date _ ) Union Date c`tip 1 D() ARTICLE 6 DISCRIMINATION 6.1 The City and the UNION agree that the provisions of this Agreement shall be applied equally to all employees in the bargaining unit without discrimination as to age, sex, marital status, race, color, creed, national origin, religion, disability, sexual orientation, or political affiliation. 6.2 The City agrees not to interfere with the right of the employees to join or not join the UNION, and there shall be no discrimination, interference, restraint or coercion by the City or the UNION because of UNION membership or non -union membership. 6.3 The UNION recognizes its responsibilities as bargaining agent and agrees to represent all employees in the bargaining unit without discrimination, interference, restraint or coercion. 6.4 Any claim of discrimination by an employee against the City, its officials or representatives, other than a claim of discrimination in violation of section 6.2, shall not be grievable or arbitrable under the provisions of Article 14 - Grievance Procedure, but shall be subject to the method of review prescribed by law or rules and regulations having the force and effect of law. 6.5 The UNION shall not be required to process the grievance of a non -union member. Cit 8 �--- Date ( ? Union Date a3, ARTICLE 7 FREI/411,Ln BENEFITS 7,1 Joh 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. 72 Provided, however, nothing in this Agreement shall obligate the City to continue practices or methods which are unsafe, obsolete, inefficient or uneconomical)isputes 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, Put 11 Florida StattneS. Cf& Date Union Date AFSCME Local 1907 and City of Miami Negotiations Union Proposal — July 23, 2021 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 8,500 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 forwarded to the Director of Human Resources or designee. It is understood on rare occasions the seven (7) day time limit may not be met. The President shall forward a detailed explanation to the Director of Human Resources or designee as to why the seven (7) day rule was not met. C. Bargaining unit members shall be released from duty only if the needs of the service permit, but such release shall not be unreasonably denied. If because of the needs of the service a bargaining unit member cannot be released at the time desired, the UNION may request an alternate bargaining unit member be released from duty during the desired time. D. In reporting a bargaining unit member's absence as a result of utilizing the UNION Time Pool, the daily attendance record shall reflect: "Bargaining Unit Member Doe on AL" (Authorized Leave) E. Any injury received or any accident incurred by a bargaining unit member whose time is being paid for by the UNION time pool, or while engaged in activities paid for by the UNION time pool, except the UNION President and the designee when on full-time release shall not be considered a line -of -duty injury, nor shall such injury or accident be considered to have been 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 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. Tentativel AFSCME Local 1907 City of Miami ARTICLE 9 UNION STEWARDS 9.1 Employees within the bargaining unit shall be represented by no more than ten (10) Stewards sot forth in Section 9.7, The UNION shall furnish the Department of Human Resources Management a list of the Stewardsand alternate Stewards' names and their assigned steward areas, and shall notify Human Resources of changes to the list within seven (7) work days keep the list current at all Unica. 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 44. He/She will be allowed reasonable time therefore during working hours without loss of time or pay upon notification and approval of his/her inirnediate 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 interferewith 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 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 Ssteward may be appointed for each steward s provided for and acroigned in Section 9.7. The alternate SGteward will be utilized by management when management is unable to reach the UNION Ssteward or the UNION Seteward cannot be spared for the assigned duties at the time and all provisions of this Article shall apply to alternate Sstewards as well as regular Sstewards. A. Recreation Personnel (1) B. Police Department Building (2) E. All General Service Administrat of Solid 'Waste (2) For the City Date: - 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. City Date (7 --0-1 Union Date c2.�� 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 one-half (1/2) hour to speak thereat. to Date e.J % "C? f Union a\ 501 Date 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. City 11 } Date ,_( Union �"✓ \ Date aoa) ARTICLE 13 DUES CHECKOFF 13.1 During the term of this Agreement, the City agrees to deduct UNION membership dues and uniform assessments, if any, in an amount established by the UNION and certified in writing by an accredited UNION officer to the City from the pay of those employees in the bargaining unit who individually make such request on a written check off authorization form provided by the City. Such deduction will be made by the City when other payroll deductions are made and will begin with the pay for the first full pay period following receipt of the authorization by the City. The UNION shall advise the City of any uniform assessment or increase in dues in writing at least thirty (30) days prior to its effective date. 13.2 This Article applies only to the deduction of membership dues and uniform assessments, if any, and shall not apply to the collection of any fines, penalties, or special assessments. 13.3 Deductions of dues and uniform assessments, if any, shall be remitted by the City during the week following each biweekly pay period to a duly authorized representative as designated in writing by the UNION. The City shall deduct from the remittance an amount for the cost of dues check off. The amount will be calculated at two ($.02) cents for each employee deduction, each payroll period, and ten ($.10) cents for each addition or deletion to the check off re gister. 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 City Date )- 7 7.,- a( 12 Union Date 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. 13.8 The dues check off authorization form provided by the City shall be used by employees who wish to initiate dues deduction. City Date y () �J( 13 Union Date AFSCME Local 1907 and City of Miami Negotiations Union Proposal - August 18, 2021 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 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. 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. 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. Such 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. 14.5 The number of "working days" in presenting a grievance and receiving a reply from the different levels of supervision shall be based upon a forty (40) hour, five (5) day work week, Monday through Friday, not including City-wide holidays. Any grievance not processed in accordance with the time limits provided below, shall be considered conclusively abandoned. Any grievance not answered by Management within the time limits provided will automatically advance to the next higher step of the Grievance Procedure. Time limits can only be extended by mutual agreement of the UNION 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 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 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, 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 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 to the second step of the Grievance Procedure. With regard to disciplinary actions, 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. The employee or the UNION Representative shall reduce the grievance to writing on the standard form provided for this purpose and present such written grievance to the Department Director concerned within ten (10) working days from the time the supervisor has given his/her oral response to Step 1. The Department Director or designee and Management personnel concerned shall meet with the employee and the UNION Representative and shall respond in writing to the UNION within ten (10) 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 Resources or designee within ten (10) 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 ten (10) 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 UNION President within ten (10) 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 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 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 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 hearin s unde vlule 16. Tentative' Agr; • • to by: AFSCME Local 1907 City of Miami 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, and shall give the representative sufficient time to get to the interview location, but shall not be obligated 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. City 1 14 Union Date ( a d 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. 16.4 Verbal counselings, records of formal counseling, written reprimands and written warnings shall be null and void and shall not be used against the employee after a period of three (3) years. City Date 15 � �- Union ` Date 1 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. City Date 16 a160 a Union Date 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. 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. Unexcused failure to return to work after expiration. of a formal leave of absence, An employee who fails to rat rn 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 not withstanding 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 jposition, 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, 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 a ,e 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 de ed or 1gt1 off consistent with th' nguage of Section 17,2. For the day Date; k,„..) For ti e 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 Emergency Dispatcher position in the Police Department or the Fire -Rescue Department shall serve an eighteen (18) month probationary 1 � 17 City Date _� Union Date \ ` 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. City Date � ��a% 18 ' 'A 3._\' cat Union =a Date ARTICLE 19 ANNIVERSARY INCREME 19.1 Salary increases recognizing satisfactory service within established pay ranges are provided for in the Oity'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 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 whoseanniversary 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 inert increases and adjustments, the anniversary date of "Affected Employees" (as that term is defined in the Settlement Agreement for Case No, 17-001234-CA-01) shall revert back to the Affected Employee's date of hire into his/her current classificaf For the For the Union 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: City 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. 19 Date % Union Date ARTICLE 21 WORKING OUT OF CLASSIFICATION 21.1 A department director, or designee, may direct an employee to serve in a 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. 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 clays. 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: (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 City Date 20 Union Date i'. )a° © (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 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. City n 21 �-��` Date C� ^ % ` Union J '" \ Date a1 r\d-,)&) 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 all employee's rest period, late arrival or early departure. 22,4 The CityCityjjjaI1 compensate mgejc DispatchersDispatchers,_Frnegecv Dispatcher e-visors E nc atch Assistants Public Service Aides CHI Scene Investigators I, Crime Scene Investigators II, and Crime Scene Investigator Supervisors for the rest ri tis For the Ctt Date: d: lunch periods provided to them pursuant to thi For the Unio 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. 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 City Date 22 Union Date 1, 1� 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. 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 (r? ' -t 23 Union Date C_\�'\�`_lc 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 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 1 The amount of the pension contribution shall be based on "earnable compensation" as defined by Miami Code Section 40-191. City Date 24 Union Date c� (C\,. 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. 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 City Date " 4 25 Union ���1. Date COA �� Specialist who refuses to take a medical examination and all of its components relating to the presumptions within this article, shall not be entitled to the presumption outlined in this section and Florida Statutes 112.18. The presumption in favor of employees referred to in this section shall not apply to any other contagious diseases which may be contracted by employees. Furthermore, the presumption shall only 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. City Date c2 ( 1 26 Union Date AFSCME Local 1907 and City of Miami Negotiations Union Proposal — August 18, 2021 ARTICLE 24 WAGES 24.1 Effective October 2, 2021, employees newly hired by the City into classifications assigned to an "IT" Pay Grade shall be placed on the applicable "IT Schedule B." Employees shall receive a 3% across the board wage increase effective October 1, 2020. Effective October 1, 2021, employees shall receive a 2% across the board wage increase. Effective October 1, 2022, employees shall receive a 1% across the board wage increase and a non -pensionable pay supplement equivalent to 1% of their annual salaries. Effcctivc October 1, 2017, employees shall receive a 3% across the board wagc increase. Effcctivc October 1, 2018, employees shall receive a 2% acros, the board incrcasc. Effective October 1, 2019, employees shall receive a 2% across the board increase. In addition to the forgoing increases, effective October 1, 2017, employees whose wages were reduced as a resultof-the—C ty''s 2010 deelaraonof example, an cmploycc who received a 5% wage rcduction shall receive a 8% wage increase on October 1, 2017; an cmploycc who received a 7% wage reduction shall receive a 10% wage incrcasc on October 1, 2017; an employee who received a 9% wage rcduction shall receive a 12% wage incr ase on October 1, 2017; and an cmploycc who received a 12% wage reduction shall receive a 15% wage incrcasc-oGcto^r' 20 7) Upon ratification, new step schedules will be implemented for bargaining unit members as set forth in the attached Appendices. Under the step schedules, each step increase will be worth five percent (5%) to the base. 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. Before a permanent bargaining unit member is laid off, the employee shall have the opportunity to fill any position held by a temporary employee, provided the bargaining unit member meets the minimum requirements set forth in the job description. In such cases, the temporary employee shall be displaced. Bargaining 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. 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. Existing classified Civil Service employees shall satisfactorily serve a probationary period of six (6) months commencing with the date of promotion into a permanently budgeted classified Civil Service position. 24.3 A night shift differential of $.60 per hour will be paid to bargaining unit employees for work assigned 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 Night shift differential will only be paid for hours actually worked during the night shift differential period and will not be paid for any overtime hours. Night shift differential shall not be used in calculating average earnings for pension purposes. 24.4 Bargaining unit members shall become eligible for a five percent (5%) one (1) step increase upon a satisfactory evaluation in accordance with 19.1 according to the table below: Step 2 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 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 24. 5 Bargaining unit employees shall satisfactorily serve a probationary period of one year prior to gaining permanent status in the classified service. Any bargaining unit employee, upon normal retirement from City service, or separating under honorable conditions, who has served for a period of twenty-five (25) years or more, shall be granted, at the time of his normal retirement or honorable separatio one h ndred seventy-three and three tenths (173.3) hours of pay. Tentativ:I y Agre; d to by: AFSCME Local 1907 City of Miami 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 may discontinue this plus item and assign said duties to the person or persons holding said Emergency Dispatcher Trainer classification. City Date1" a3-a 0 Union S kkate 'c)- �, 1 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 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 City Date n'e).3-al Union- C-Date rk° .A 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 City Al: Engine Repair A2: Automotive Transmission Transaxle A3: Manual Drive Train and Axles A4: Suspension and Steering A5: Brakes A6: ElectricallElectronic Systems A7: Heating and Air Conditioning A8: Engine Performance Medium/Heavy Truck Series Tl: Gasoline Engines T2: Diesel Engines T3: Drive Train 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 Date r1-Z-S-a UnionS1°4 Date 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. City /Date O'a3-01 Union Date 3"3I'a`Da\ 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. City Date 27 Union Date 1 ARTICLE 27 OVERTIME/COMPENSATORY TIME 27.1 A11 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 (W) 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 inorements, 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 oompensatory time hours is one hundred fifty (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. 27.4 Employees covered by this Agreement who are appointed to job basis/exempt classifications and who have eornpensatary time banked, shall at time Daze 3 Union Date of such appointment be paid for all cornpensatory 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, and Emergency Dispatch Supervisors, 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 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. Union Date 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 ofthe affected classification will be ordered first to work the required overtime. 27,9 If this method results in obviously inequitable distribution ofovertime, the Director of Hurnan Resources or designee and the UNION President will work out a method of correcting such inequity. City Date 4) Union S1A Date 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 $40,000.00 and AD&D coverage in the amount of $80,000. The UNION, has secured a multi -year rate guarantee from the provider, Reliance Standard. 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: 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: City Date 28 6-1 Union Date n-)a,)A\ 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, (the beginning of the next Plan year) any increases or decreases in the cost of the City's health plan shall be shared by current active employees on the following basis for all medical plans: Plan Year 2018: Dual Choice/POS (Cost of coverage shown bi-weekly) Single $40.55 Single + spouse $89.21 Single + Children $75.01 Family $115.56 City Date 29 Union Date r T i Plan Year 2018: Point of Service Plan Co -Pays: Primary Care Physician: $25.00 per visit Specialists from within POS Network: $40.00 per visit As there are frequent and rapid changes in health care costs, it is understood and agreed between the parties that any changes in contribution amounts will be made based on the annual calculation of theoretical premium. It is agreed that should actual operating claims and administrative costs, and reserve costs increase at a rate higher than the projections used to establish the employee contributions above (projection used is 10% increase in total premium each year), then those employee 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%. Prescription Drug Coverage The City currently offers a prescription drug benefit plan for those bargaining unit members enrolled in POS plans. It is a self -funded plan administered by Cigna Health Care and consists of the current benefit: Cigna Pharmacy Retail Drug Plan; $15 per 30 day supply for generic drugs $40 per 30 day supply for preferred brand name drugs City Date 9(-- ! ^ (l 30 Union Date 1^,1 a°4- $60 per 30 day supply for non -preferred brand name drugs 50% of drug cost per 30 day supply for self-administered Injectables (e.g. injectables drugs used to treat rheumatoid arthritis, hepatitis C, multiple sclerosis, asthma). Cigna Tel Drug Mail Order Drug Program: $0 (no charge) per 90 day supply for generic drugs $80 per 90 day supply for preferred brand name drugs $120 per 90 day supply for non -preferred brand name drugs 50% of drug cost per 90 day supply for self-administered Injectables (e.g. injectables drugs used to treat rheumatoid arthritis, hepatitis C, multiple sclerosis, asthma). Since prescription drug costs are a major component of the health plan and are subject to significant annual cost increases, the City and the UNION agree to evaluate and measure pharmacy benefit total 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. City Date 31 Union Date '\71—a°csIN 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 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. City 9 32 Date _ / ( Union Date 04 C1 a 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. 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. City Date ) 33 a f Union Sq Date)1)-- 1 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 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. City Date ()_<i( 34 Union Date �. 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 Seventy -Five Dollars ($175.00) 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 Seventy -Five Dollars ($175.00) for the purchase of another pair of safety shoes. This additional One Hundred and Seventy -Five Dollars ($175.00) 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. 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. City Date 35 Union �> Date 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. 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. City Date Cd /n"- 36 c" Union Date ti ° a`, ARTICLE 30 TOOL ALLOWANCE 30.1 The City agrees to pay a quarterly tool allowance for Automotive Mechanic, Heavy Equipment Mechanics, Welders and Auto Body Worker/Painter in the amount of One Hundred Dollars ($100.00) 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 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. Mechanic, Sign Painter, Communication Technician, or any other classification not listed that the Department Director may feel is necessary to add. City 37 Date — i 1 Union 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. City Date Cam` r 38 Union ARTICLE 31 TUITION REIMBURSEMENT 3 .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, 81.3 AlT 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. 81.4 , RPeimbursement will be limited to books, lab fees, and tuition costs up to a maximum of $4,000.00 per calendar year. 31.5 To be eligible for reimbursement, the employee must successfully complete the course work and provide evidence of successful completion to the City. Successful completion must be evidenced by a grade of "C" or better. 31.6 Procedures for reimbursement will be as follows: A. The employee must obtain three (3) copies of the Application for Tuition Reimbursement form for each, course from their department or the Human Resources Department, B. The employee must complete the application in triplicate and submit it to hisfher Department Director prior to registration at the education institution. C. The Department 3/rector 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, 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. 31,9 Notwithstanding the above, tuition reimbursement requests shall be suspended from October 1, 2021 or upon ratification, whichever is later, through September 29, 2022, This provision shall not impact any re that are or have been subniitted or approved before or after the suenensio For the City Date: ,or For the tiAion 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. City Date -) 39 Union "� Date 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 paycheck a Jury Duty fee equal to that compensation paid to the employee by the State or County Court in his jurisdiction. City 40 Union Date a 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. City Date 41 Union 3 Date 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. City . Hl Date ~ , 42 Union Date 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 of 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. City Date "() Gi 43 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 Organization's personnel will determine what amount of time the donor will need from the point of donation until they are released to go back to work. City Dater li 44 Union 5 ` Date ARTICLE 87 VACATION 87.1 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 seven -hundred (700) 4ve-littnelre44500-) hours of the previous year's credited vacation. Any excess vacation over the seven -hundred 17.01 hours .allowed carryover shall be forfeited after January Ist 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 September 30, 2010, shall have those hours in excess of two hundred (200) grandfathered, and those employees with grandfa.th.ored hours over two hundred (200) hours shall be allowed to carryover up to a maximum of those hours or to a maximum of sevens hundred (700) five hundred (500) hours, whichever is greater, from year to year. Employees who have been carried on full disability the entire previous year shall be paid for all excess vacation over seven hundred (700) 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 duo to cancellation by the Department Director or designee, any hours in 12)xcess of the Leven hunclre (700) hours which would have been forfeited shall be paid on or about January 1., at the employee's hourly rate of pay. 87.2 Vacation shall be accrued in accordance with the following chart: Years of Services Hours Accrue 1 5 years 7 years 8 years 9 years 10 years 11 years 12 years 13 years 14 years 15 years 16 - 20 years 21 years 22 years 28 years 24 years 2 years 26 years 27 years 28 years 29 years 30 years 31 years 32+ years 90 hours 114 hours 116 hours 124 hours 132 hours 136 hours 140 hours 144 hours 148 hours 152 hours 174 hours 176 hours 180 hours 184 hours 188 hours 192 hours 196 hours 200 hours 204 hours 208 hours 212 hours 216 hours 220 hours 87.3 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 Pky 88 thru 176 Hours Penalty month annuai vacation accrual 177 thru 349 Hours 360 thru 522 Hours 523 thru 695 Hours 696 thru 868 Hours 869 thru 1041 Hours 1042 thru 1214 Hours 1215 thru 1387 Hours 1388 thru 1560 Hours 1561 dim 1733 Hours 1734 thru 1906 Hours 1907 thru 2080 Hours 2 months annual vacation accrual 3 months annual vacation accrual 4 months annual vacation accrual 5 months annual vacation accrual 6 months annual vacation accrual 7 months annual vacation accrual 8 months annual vacation accrual 9 months annual vacation accrual 10 months annual vacation accrual 11 months annual vacation accrual 12 raonths animal vacation accrual 87.4 Vacation leave must he requested twenty-four (24) hours in advance of use and shall be taken in increments of not less than ono (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 grantecl by the Department Director or designee on an emergency basis. Shoulcl 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. $7.5 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 continu us sery Tentativ to by: AFSCME Local 1.907 City of Miami 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. City Date 48 Union Date 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 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. In those instances where a permanent full-time employee or an employee's family member, as defined by the Family Medical Leave Act, is affected by an illness or injury, and the employee has depleted his or her sick leave, vacation leave, and compensatory leave, bargaining unit members may donate vacation, sick and/or compensatory leave to the affected employee's time bank. The time being donated will be prorated in accordance with APM-1-92, Section 3. There shall be no maximum on the number of hours permitted for donation. 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. 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 eight -hundred forty-six (846) seve htu dr an fifty (750) hours. Bargaining unit members with accumulated sick leave balances over seven hundred and fifty (750) hours as of September 30, 2010, will have their balances in excess of seven hundred and fifty (750) hours grandfathered. Upon exercising normal retirement bargaining unit members shall be paid for fifty (50%) of those unused grandfathered sick leave hours in excess of seven hundred and fifty (750) hours in their bank. 39.9 Employees who terminate employment with the City under honorable conditions shall receive a sick leave cash payout as follows: More than 7, but less than 15 years of service More than 15 years of service 25% up to 846 750 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 846 750 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 eight hundred forty-six (846) seven hundred and fifty (750) hours or the number of unused accumulated sick leave hours in excess of the seven hundred and fifty (750) hours grandfathered as of September 30, 2010, and any hours accrued in excess of the maximum carryover in a given year are not permitted to be carried over by the bargaining unit member. Bargaining unit members with unused accumulated sick leave hours in excess of maximum carryover at the end of the year shall be paid for one hundred percent (100%) of the unused portion of their accumulated sick leave in excess of the maximum carryover. 39.12 Payoff for accumulated sick leave shall not be used to calculate average earnings for pension purposes. 39.13 Employees with ten (10) or more years of service who are laid off under honorable conditions may repurchase sick leave for which they were paid off at the time of separation, subject to the following conditions: 1) They are rehired within twelve (12) months from the date of their separation. 2) They remit to the City an amount equal to their hourly rate in their rehired position multiplied by the number of hours of sick leave for which they were previously paid. This buy back option must be exercised and paid for within thirty (30) days from the date the employee returns to the employ of the City. 3) If the buyback option is properly exercised, the City will credit the employee with the balance of sick leave hours credited to his account as of the date the employee was laid off. 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 (100) 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 (100) 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 atus d ing' he year. Tentatively `, gr d t AFSCME Local 1907 City of Miami 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 10th instance in annual period Three (3) clay suspension 11th instance in annual period Fourteen (14) day Suspension 12th 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. City 49 Union 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. City Date 50 Union S'U4 Date J 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 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. City Date 51 Union Date 41.3 Upon approval of the Department Director, with the approval of the City Manager or the Director of Human Resources or designee, a leave without pay may be granted, for an acceptable reason other than specified herein, for a period not to exceed ninety (90) day calendar days. Approval for said leave of absence without pay is at the sole discretion of the City Manager or Director of Human Resources or designee and shall not be appealable to the Civil Service Board or the grievance procedure. 41.4 Bargaining unit employees who desire to take a leave without pay for any reason specified in this Article, excluding a serious health condition, must exhaust their vacation and leave banks prior to taking a leave without pay. A request for leave without pay for a serious health condition as provided under the Family and Medical Leave Act shall require the bargaining unit employee to use all sick and vacation banks prior to taking such leave. The usage of such leave time will not prohibit the employee from taking leave without pay as specified herein. 41.5 Bargaining unit employees who take a leave without pay for any reasons specified in this Article shall not accrue leave time. At the expiration of a leave of absence without pay, the bargaining unit employee shall be returned to the same or similar position vacated when said leave of absence without pay was granted, 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. 52 City Union Date 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. City 53 Date ! / -( Union Date 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 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. City l 54 Union `J " Date 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'sldomestic 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. 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. Ci Date a _ r� 55 Union Date AC----)Do6k 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. City Date / I( Union Date t a, 56 ARTICLE 45 HOLIDAYS 45.1 The following days shall be considered holidays: New Year's Day Columbus Day Presidents' Day Veterans' Day Memorial Day Thanksgiving Day Independence Day Day after Thanksgiving Labor Day Christmas Day Dr. Martin Luther Ding's Birthday Juneteenth 45.2 Any additional holidays declared by official directive of the City Manager shall be added to the above list. 45.3 Hourly/Non-Exempt Eemplovees performing work on any of the above holidays shall be paid eight (8) hours holiday pay (or the number of hours equal to the employee's regularly scheduled daily work shift, whichever is greater) plus actual hours worked at time and one-half of their straight time hourly rate, or shall be given scheduled compensatory time off at the rate of time and one-half for the hours actually worked on the holiday. Non-hourly/Exempt employees performing work on any of the above holidays shall. in addition to receiving their regular salaries, have their schedules temporarily adjusted during the same week, resulting in the employees having another day off in lieu of the City recognized holiday. 45.4 All conditions and qualifications outlined in Article 27, titled "Overtime/Compensatory Time", shall apply to this Article. Hours of compensatory time accumulated under this Article, when added to the compensatory time earned under the Article entitled "Overtime/Compensatory Time", shall not exceed one hundred fifty (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. 45.6 In the event that the holiday falls on an employee's regularly scheduled day off (not requested day off). the following- will occur. For hourly/non-exempt employees. the City will award compensatory time equivalent to that employee's regularly scheduled daily work shift. which may be utilized in accordance with Article 27. For non-hourly/exempt employees whose scheduled day(s) off corresponds with a City -recognized holiday. the City will temporarily adjust the employee's schedule during the same week. resulting in the employee having another day off in addition to the City recognized holiday. Tentatively: AFSCME &octtl 190 Dated: 661 City of IVliami ARTICLE 46 PROMOTIONS 46.1 Qualified applicants for promotion to any bargaining unit position shall be selected for interview in the following order, unless otherwise prohibited; I) A minimum of seven (7) bargaining unit ,aApplicants employed in the same Department in which the vacancy exists Lso long as at least seven ,(7) bargaining unit members within that Department apply) 2) Applicants cnip and 32) Other applicants, For purposes of clarity, if the City interviews more than seven (7) applicants for an oven bargaining unit position for whatever reason the City may interview aini it rid/or irb Min nit I* ants outside fthJpartnient &or outside of the Cit 7 once the have corn lied with subsection 1 above, if44331343 v2 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. City Date % a"'(' 57 Union �� `• Date �J a`\ 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. City rll Date cam" ,(10 58 Union Date ARTICLE 49 SAVINGS CLAUSE 49.1 In the event any article, section or portion of this Agreement should be held invalid and unenforceable by any court of competent jurisdiction, such decision shall apply only to the specific article, section or portion thereof specified in the Court's decision, and that portion of this Agreement in conflict shall be null and void but the remainder of the Agreement shall remain in full force and effect, with it being presumed that the intent of the parties was to enter into the Agreement without such invalid portion or portions. 49.2 The City's representatives as defined in Article 2 and the UNION's representatives as defined in Article 3 shall promptly meet to negotiate a substitute for the invalidated article, section or portion thereof as might be determined in accordance with Section 49.1 of this Article. 49.3 Notwithstanding any other provisions of this Agreement, the employer may take all actions necessary to comply with the Americans with Disabilities Act. City 59 Date / — e3-� Union Date c 1 \� aza\ 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, comphance 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 an ays off 11 be re -bid by seniority FortheCity Date: 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. City Date C~(l r 61 �--� Union . Date AFSCME Local 1907 and City of Miami Negotiations Union Proposal — August 18, 2021 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 ratification, member retirement allowance shall not exceed the lesser of 100% of the member's average final compensation or an annual allowance of $120,000 as of retirement or DROP entry based on the normal form of benefit in effect on the date of retirement for members eligible to retire as of October 1, 2012; and effective October 1, 2022, member retirement allowance shall not exceed the lesser of 100% of the member's average final compensation or $100,000 as of retirement or DROP entry based on the normal form of benefit in effect on the date of retirement for members who were not eligible to retire as of October 1, 2012; provided that any employee who has an accrued benefit in excess of these annual allowance caps shall retain that benefit. implementation of this Article if later (the "effective date"), the following benefit change will be implemented for all current employees hircd bcforc or aftcr 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 on the effective datc shall retain that bcncfit, but shall not accrue any additional bcr„ fits ftcr th„t e ate 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 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 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%. If the back DROP is ever terminated, for any reason, the rights of all persons then in the DROP shall not be diminished or impaired. Additionally, if the back DROP is ever terminated, all persons who are then eligible for a back DROP will still be eligible for a 7 year back DROP. The Board of Trustees of GESE shall develop operational rules for the implementation of this provision. 52.6 Effective October 1, 2018, the 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. 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 (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. 52.8 For employees hired prior to October 1, 2010, effective September 30, 2020, a member who separates from employment with ten or more years of service shall be considered eligible for a service retirement upon attaining the earliest of the following: (a) age 55 with ten years of creditable service, or (b) the completion of a combination of years of creditable service plus attained age equaling 70 points. Tentatively 'Agree to by: AFSCME Local 1907 44) City of Miami 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 andauthorizing 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, 2020 or as set out below, whichever date is later. The Agreement shall continue in force and effect until 11:59 p.m., September 30, 2023. 53.2 On or before February 1, 2023, 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, 2023, 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, 2023, be entered into by the City and the UNION. #44750595 vl 17.16.2021) Agreed to this day of , 2021, 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: CITY CLERK ON TH9 ART OF THE CITY OF MIAMI, MIA1\ I, O ID APPROVED AS TO FORM AND CORRECTNESS CITY ATTORNEY For the City For the Union #44750595 vl Date: #44750595 vl ARTICLE 54 HEALTH AND SAFETY 54.1 It is the responsibility of the City to provide saf's and sanitary 'working conditions an to abide by all applicable state and ,federal laws and regulations regarding the health and safety of the bargaining unit, 54.2 T ie City agrees to follow the guidelines issued by the C nters for Disease Control and Prevention (CDC) relating to COVID-19. 54.3 Employees shall be permitted to wear facial coverings while at work. 54.4 Soap and hand sanitizer shall be readily available in all bathrooms, 54.5 Both arties a roc acre in. c.ontinuous labor mauagement discussions over issues related to COVID-19 as they may arise. For the Union Upon ratifaction, this Appendix is amended as follows: Job Code Job Name FLSA Code Grade 1005 Mail Clerk 1008 Clerical Aide __...,..._ 1010 Clerk i 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 2.Typist`Clerk III ____________ 1023 Typist Clerk IV 1024 Legal Clerk 1025 Secretary I 1026 Secretary II 1027 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 Neighborhood _ ._____ __ 1052eighbo N_ b o___rhood Service Center Representative 1054 Service Center Aide NEX 14.A1907 NEX 09.A1907 NEX „ v 12.A1907 NEX -14.A1907 NEX 20.A1907 NEX 24.A1907 NEX A 18.A1907 15.A1907 NEX NEX 13.A1907 NEX Mm15.A1907 NEX 17.A1907 NEX ..,.19.A1907_ NEX 18.A1907 NEX 15.A1907 NEX 17.A1907 NEXW1 µws 19.A1907 NEX Vv¢4� 21.A1907 NEX 18.A1907 NEX 24.A1907 mF21._A1907 NEX v.-19.A1907 15.A1907 17.A1907 21.A1907 17.A1907 1058 Telecommunications Processing Aide NEX 21.A1907 1060 Claims Representative NEX 19.A1907 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 Cashier I 1106 Cashier II 1110 Account Clerk 1111 Payroll Clerk.M... 1112 Payroll Aide 1113 Police/Fire PayrollCoordinator 1114 Payroll Assistant 1116 Payroll Specialist 1117 Project Accountant, Sr 1118 Project Accountant NEX NEX NEX.. _..e... NEX NEX 21.A1907 24.A1907 20.A1907 22.A1907 EX NEX EX EX 26.A1907 NEX 15.A1907 17.A1907 17.A1907 19.A1907 20.A1907 25.A1907 22.A1907a4 24.A1907 28.A1907 EX 26.A1907 NEX NEX NEX EX NEX NEX EX 1119 Accountant 1120 Accountant Sr 1121 Accountant Supervisor 1122 Supervisor of Payrolls 1123 Supervisor Of Payrolls, Assistant 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 1219 Procurement Assistant II 1220 Procurement Construction Specialist 1221 Procurement Construction Specialist, Sr. 1222 Construction Procurement Assistant 1223 Procurement Analyst 1224 Auto Pts Spec I NEX 1225 Auto Pts Spec II NEX 1230 Lease Manager EX 1231 Quality Control & Financial Modeling Analyst EX 1240 Property Mgmt Representative NEX 22.A1907 25.A1907 gv28.A1907 30.A1907 28.A1907 30.A1907 30.A1907_ 30.A1907 30.A1907 33.A1907 22.A1907 26.A1907 30.A1907 EX 24.A1907 NEX - 19.A1907 NEX 22.A1907 26.A1907 28.A1907 32.A1907 27.A1907 29.A1907 29.A1907 16.A1907 18.A1907 25.A1907 14.A1907 16.A1907 EX EX EX EX EX EX EX EX NEX NEX EX EX EX EX EX EX EX NEX EX__ EX NEX NEX NEX NEX. NEX NEX _...._N EX..n.. 19.A1907 16.A1907 18.A1907 EX 28.A1907 NEX 22.A1907 NEX NEX 21.A1907 NEXn.r.�_..._ 21.A1907 EX 33.A1907 23.A1907 NEX __,....... .23 . A 1907 NEX EX"_. NEX EX NEX EX T- - EX 25.A1907 28.A1907 22.A1907 30.A1907 16.A1907 18.A1907 34.A1907 28.A1907 25.A1907 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 Manager 1267 Project Manager - CIP (Horizontal) 1268 Project Manager - CIP (Vertical) 1269 Transportation Planning Aide __ ..._ ..... _. 1270 Capital Improvements Program Manager`_.,.hd.. 1271 OCI Program Coordinator - External 1300 Police Staffing Specialist 1302 Police Staffing Specialist Supervisor4Y^beR 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 1323Human Resources Coordinator 1324 Safety Specialist 1329 Assistant Management Analyst 1330 Safety Officer EX EX EX 28.A1907 34.A1907 34.A1907 EX 32.A1907~ 34.A1907 EX 32.A1907_ EX 30.A1907 EX 30.A1907 EX 29.A1907_ EX 30.A1907 EX 34.A1907 EX EX 32.A1907 EX 32.A1907 NEX 19.A1907 EX np a -A 25.A1907 NEX 17.A1907 NEX ^20.A1907I NEX ` 22.A1907 24.A1907 25.A1907 28.A1907 31.A1907 20.A1907 22.A1907 EX EX EX EX NEX NEX EX 24.A1907 EX 30.A1907 EX 26.A1907 EX 24.A1907 EX EX 28.A1907 __ 1332 Tech. Operatns Coord. EX 22. 1337 Management Operations Analyst EX 26.A1907 1339 Grant Writer EX 28.A1907 1340 Capital Improvements Assistant EX 26.A1907 1341 Market � Ser Coord EX 28.A1907 1342 Rsch & Devt Spec EX 28.A1907 1343 Contract Compliance Analyst 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• q- EX EX NEX EX EX NEX 27.A1907 29.A1907 22.A1907 27.A1907 24.A1907 24.A1907 EX.,_ _ _ 27.A1907 EX 29.A1907 EX 27.A1907 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 137'0 Contracts Manager 1371 Hearing Boards Coordinator 1372 Customer Service Specialist 1373 Sanitation Services Coordinator 1374 Hearing Board Specialist I 1375 Job Training Specialist 1376 Job Training Specialist, Sr 1377 Hearing Board Specialist II 1382 Support Services Coor 1384 Assistant Productivity Analyst 1385 Productivity Analyst 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 I 1397 Information Analyst City Photographer 1410 Public Relations Agent EX 28.A1907 EX_ p 26.A1907� EX 31.A1907_ 26.A1907 30.A1907J 31.A1907� NEX 17.A1907_ NEX 16.A1907 NEX TA 12.A1907 35.A1907 EX _EX 26.A1907 EX 24.A1907 ..m , F EX .�e_._ 26.A1907 EX EX EX EX NEX EX NEX EX EX NEX 28.A1907 30.A1907 34.A1907 28.A1907_ 22.A1907 25.A1907 22.A1907 I 25.A1907 21.A1907 24.A1907 1378 Property And Casualty Coordinator EX 28.A1907 1379 Safety Manager 33._A1__.90_.m�. EX7 1380 Veteran Services Information & Referral Specialist NEX ,_._.._.._ 16.A1907 31.A1907 1411 Capital Impry Community Outreach & Engmt Coord 1413 Promotion Assistant 1414 Public Rel Splst 8 141Police Public Information Manager 1419 Public Relations Aide 1420 Publicity Writer 1421 Public Rel Agnt 1422 Public Info Ofcr EX EX EX EX EX EX EX EX EX EX EX EX EX EX EX NEX EX EX 24.A1907 26.A1907_ 25.A19079 26.A1907- 29.A1907 25.A1907 27.A1907. 28.A1907 26.A1907 NEX 20.A1907 EX .....�.. 25.A1907 32.A1907 12.A1907� 29.A1907 30.A1907 NEX 20.A1907 EX 25.A1907 EX EX 27.A1907 28.A1907� 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 IntergovmentalFilm Liaison 1440 Legislative Services Rep. I 1441 Legislative Services Rep. II 1442 Legislative Services Rep. III -1505 board _Ope_r 1506 Information Clerk EX _ 30.A1907 NEX e� 25.A1907� 23.A19076 29.A1907 25.A1907 NEX 22.A1907 EX., a ... ... 25.A1907 EX�._ .._ 23.A1907 NEX EX EX NEX 19.A1907 EX 22.A1907 EX 25.A1907 NEX P„ q�14.A1907 NEX 14.A1907 1510 Application Support EX 09.IT 1511 Senior Application Support EX 10.IT 1513 Senior Data Scientist 1523 Offset __.....___. Press Opr 1524 Offset Press Opr Sr n. EX 13.IT NEX 18.A1907 NEX_19.A1907 NEXm y 21.A1907 1525 Duplicating Equip Op I NEX 16.A1907 1526 Photolithographer 1527 Print ShopSupervisorN_ 1528 Print Shop Asst Supt _ 1529 Print Shop Supt 1530 Print Shop Helper _II_ 1531 Duplicating Equip Op 1533 Office Equipment Analyst 1535 Print Shop Estimator 1536 GIS Technician 1537 Prod Ctrl Spv 1539 Computer Systems Supervisor 1540 Systems Engr 1 1541 Systems Engr_II _ 1542 Information Services Liaison ,... _. ._..._ ..___w 1543 Pc Hardware Repair Technician 1544 Database Specialist(SqIServer) 1545 Database Specialist(Oracle) �_..x..e..__.... . rc. 1546 Pc Aide 1547 Technical Writer 1548 Information Technology Technician I 1549 Information Technology Technician 11 1550 Information Technology Tech. III 1551 Help Desk Supervisor 1552 IT Security Supervisor 1553 IT Security Analyst 1554 Computer OpI 1555 Computer Op II �-1 NEX 18.A1907 EX EX _ 27.A1907 EXa 307A1907 NEX 12.A1907 19.A1907 NEX 24.A19071 NEX 19.A1907 NEX 20.A1907 NEX EX NEX 14.IT NEX 26.A1907 EX EX 24.A1907 23.A1907 30.A1907 NEX_20.A1907 NEX 23.A1907� 14.IT 14.IT 17.A1907 27.A1907 NEX EX 05 ITw_. 11.IT EX EX .. NEX EX EX 13.IT EX . _.w.__ 17.IT __ EX 13.IT NEX NEX 20.A1907 22.A1907 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 Systems Software Manager 1571 Systems Maintenance Supervisor 1572 Computer Opr Chf 1573 Data Base Manager 1574 Oracle Database Manager 1575 Geographic Information Systems (GIS) Supervisor 1576 Systems Analyst Sr 1577 IT Project Manager 1578 Geographic Information Systems Developer 1579 Oracle Systems Administrator 1580 Network Administrator 1581 Business Systems Administrator M m u W 1582 Teleprocessing Coord 1583 Geographic Information System Technical Analyst 1584 Data Librarian NEX 20.A1907 1585 Geographic Information Systems Data Spec EX 1586 Scheduler/Expediter NEX 1587 Information Systems Manager, Fire/Police 1588 Info Center Spec 1589 Chief Information Security Officer 1590 Financial Information Systems Analyst 1591 Senior Oracle ERP Application Developer 1593 Oracle ERP Application Developer 1594 IT Infrastructure Mgr. 1595 Business Analyst 1596 Business Relationship Manager 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 15.IT EX 35.A1907 EX 32 A1907] EX 32.A1907,1 23.A1907 EX 15.IT EX 29.A1907 14.IT EX 26.A19071 EX _a_.._.._ 08.IT EX 17.IT EX NEX EX EX EX 15.IT _._.,.j 11 IT 13.IT EX 26.A1907 1 EX 11.IT EX 13.IT EX EX 18.IT EX 35.A1907 EX 17.IT EX 14.IT EX 16.IT EX 13.IT EX 16.IT EX EX / EX EX EX EX EX EX EX EX NEX 16.IT 32.A1907 28.A1907 15.IT 11.IT 21.A1907 17.IT 30.A19071 19.ITm�mm EX 26.A1907 1 EX 16.IT EX 15.IT 19.IT 13.IT 17.IT 22.A1907 EX 30.A1907 EX 24.A1907 , EX 32.A1907 j EX 26.A1907. EX ,n�...K..28.A1907 EX 28.A1907 1609 Senior Accounts Payable Analyst 1610 Senior Financial Analyst 1611 Finance Manager _.__.___.._...__e. EX 34.A1907 1620 Financial Information Business Process Analyst EX 30.A1907 1624 Finance Accounting Aide 1627 Asst Accts Receivable Supervisor 1629 Customer Service Supervisor 1630 Capital Assets Aide e Revenue Collections Inpsector NEX 1635 Finance 1637 Finance Revenue Collections Coordinator EX 25.A1907 1701 Grant Funded Workforce Career Advisor EX 15.A1907 1702 Opportunity Center Employer ConsultantyF._..._. EX 24.A1907 1703 Opportunity Center Employer Consultant Supervisor EX 26.A1907 1704 Grant Funded Workforce Program Supervisor EX 22.A1907 1705 Grant Funded Workforce Program Specialist I NEX 13.A19071 1706 Grant Funded Workforce Center Manager 1707 Grant Funded Workforce Employer Specialist 1708 Opportunity Center Client Support Specialist Spvsr 1709 Opportunity Center Client Support Specialist 1710 Grant Funded Workforce Prog Workshop Facilitator 1711 Grant Funded Workforce Placement Specialist EX 15.A1907 1730 Grant Program Lead EX 25.A1907 EX 30.A1907 1808 Claims Account Specialist 1810 Claims Adjustor I 1812 Claims Adjustor II 1816 Claims Adjustor III 29.A1907 19.A1907 EX 22.A1907 EX ~Wryµ 20.A1907 EX Yw� 19.A1907 EX NEX NEX EX NEX EX EX NEX 30.A1907 19.A1907 25.A1907 30.A1907 18.A1907 22.A1907 22.A1907 EX 22.A1907 EX 24.A1907 EX 1820 Coll/Subrogation Spec EX 1822 Claims Supervisor, Assistant EX 1824 Claims Supervisor 2009 Senior Construction Coordinator 2010 Survey Party Chief 2011 Surveyor 2012 Surveyor, Senior _ .._._ My 2013 Eng Tech I 2015 Eng Tech II 2017 Eng Tech III 2018 Eng Tech IV 2019 Construction Coordinator 2020 Cadd Operator 2021 Construction Manager 2029 Street Lighting Eng I 2030 Professional Engineer l 2031 Engineer I Engineer 2032 Professional Engineer II 2033 Professional Engineer III 2034 Professional Engineer IV ' 2035 Fire ProtectionEngineer EX EX EX EX EX NEX . 18.A1907 NEXtt 20.A1907 24.A1907 27.A1907 27.A1907 24.A1907 30.A19071 27.A1907 30.A1907 27.A1907 NEX EX EX NEX EX EX EX EX EX EX EX EX 26.A1907 24.A1907 28.A1907l 30.A1907 29.A1907 24.A1907 30.A1907 33.A1907 31.A1907 33.A1907 35.A1907 33.A1907 2036 Environmental Engineer 2037 Professional Engineer III - Traffic 2038 Engineer II 2039 Utility Engineer 2040 Elec Engineer 2041 Engineer Ills �e 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 2103 Senior Building Inspector 2105 Senior Plumbing Inspector _ 2107 Senior Mechanical Inspector 2109 Senior Electrical Inspector 2110 Bldg Insp 1 2111 Bldg Insp II 2112 Chief Building Inspector 2113 Chief of Inspection Services 2114 Building Inspector 2116 Structural Engineer(plans Exam) FpYW v ry m Y4Vm�eT �tl� 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 1 2131 Plumbing Insp II 2132 Plumbing Insp C hf EX 2134 Plumbing Inspector NEX 2135 Senior Communications Inspector EX 2140 Construction Inspection Representative 2142 Resilience Programs Manager EX 30.A1907' EXA 31 A1907 30.A1907 31.A1907 EX 27.A1907 EXn, _ja 31.A1907 NEX 01.INS EX __...._ 29.A1907 EX EX EX EX EX EX EX 33 A19071 33.A1907 29.A1907 29.A1907 33.A1907 30.A1907 26.A1907 EX EX EX EX EX EX 2143 Environmental Compliance Specialist 2144 Environmental Compliance Coord. 2145 Zoning Plans Examiner 2146 Zoning Manager 2147 Billboard & Mural Coordinator 2148 Impact Fee Coordinator ___ 2149 Building Services Assistant NEX EX EX EX 03.INS 03.INS 03.INS 03.INS 27.A1907 29.A1907 05.INS 05.INS NEX 01.INS EX 35.A1907 NEX 27.A1907 EX 29.A1907 EX 05.INS NEX 01.INS EX EX NEX EX NEX EX EX 03.INS 03.INS 27.A1907 29.A1907 03.INS 17.A1907 30.A1907 27.A1907 EX 28.A1907 eX._..,..__m_._.29.A1907 _ EX 33.A1907 EX ._. EX NEX NEX , 4 9- 17--a-' 30.A1907 30.A1907 24.A1907 23.A19071 2151 Zoning Information Specialist 2152 Zoning Information Supervisor 2153 Plans Processing Aide ___..._. 2154 Plans Proce ssing Specialist NEX 27.A19071 EX 30.A1907 1 NEX 19.A1907I NEX 30.A1907 2155 Code Compliance Inspector NEX 24.A1907 2156 Code Compliance Inspector II EX 26.A1907 2157 Zoning Information Technician NEX 22.A1907 2158 Mech Insp I 2159 Mech Insp II 2160 Mech Insp Chief 2161 Mechanical Inspector 2165 Elevator Inspector 2167 Chief Elevator Inspector 2168 Chief, Unsafe Structures 2169 Senior Chief of Unsafe Structure s 2170 Building Services Assistant 1 2171 Building Services Assistant II 2172 Building Services Assistant III 2176 Supv Permits & Rev _ ...w...._.p...r _. r 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 cto Housing Quality Inspector, .,_. r, Sr 2203 Graphic Designer,Senior 2204 Graphic Designer ..__._._ 2205 Planning III I 2206 Planning III II .__�_ u vY ..,.__an.__i___.__ 2208 Planning Tech - 2209 Public Art Manager 2210 Park Planner 2211 Environmental Resources Specialist I 2212 Environmental Resources Specialist II 2214 Housing Spec Asst 2215 Chief of Urban Design w_ 2216 Chief of Comprehensive Planning 2217 Archeologist 2218 Historic Preservation Planner 2219 Preservation Officer 2220 Planner I 2221 Planner II vpa 2222 Planner III 2223 Chief of Land Development 2224 Comm Dev Coord ctiki c 2 NEX 27.A1907 EX .v __...___29.A1907 EX__ 05.INS NEX w 01.INSA NEX EX...�_�a EX 01.INS 05.INSM. _ 32.A1907 EX 05.INS NEX 17.A1907 NEX _+4M 19,A1907 NEX_..k.. 22.A1907 EX mY 29.A1907 EX 31.A1907 NEX_...._. 21.A1907 NEX �MtlN19.A1907 EX 22.A1907 EXm__ 25.A1907 30.A1907 EX EX NEX 24.A1907 EX 26.A1907 26.A1907 NEX 24.A1907 NEX 19,A1907 NEX MY rt 22.A1907 NEX 24.A1907 EX 32.A1907 EX __ _. 27.A1907 NEX 22.A1907 NEX 24,A1907 NEX 23.A1907 34.A1907� 34.A1907 29.A1907 29.A1907 34.A1907 27.A1907 31.A1907 EX EX EX EX EX EX EX EX 34.A1907 EX 34.A1907 EX 32 A1907 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 2233 Soc Prg An! Ast 2234 Soc Prg Aril Sr 2235 Soc Prg AnI Supv 2237 Commty Dv Prj Supv 2239 Social Prog Coord 2240 Hsg Rhb Ln/O Asst 2244 Hsg Rhb Estim Asst 2250 Loan Specialist 2252 Loan Program Manager 2255 Cra Program Coordinator 2257 Project Representative, Senior 2258 Development Coordinator 3001 Laborer I 3002 Laborer II 3005 Laborer III ...K....M 3010 Labor Crew Ldr r 1 I 3011 Labor Crew Ldr II 3012 Public Wks Supv 3014 Public Works Superintendent 3021 Assistant Heavy Equipment Specialist 3022 Sanitation Supervisor 3023 Heavy Eqp Specialist 3024 Recycling Coordinator 3025 Waste Col Supt Ast 3026 Superintendent Of Solid Waste 3104 Auto Eqp Op I 3105 Auto Eqp Op II 3106 Auto Eqp Op III 3107 Auto Eqp Op IV 3301 Maint Mech Helper 3302 Maint Mechanic 3303 Maint Mech Supv 3305 Air Cond Mech 3308 Hvacr Supervisor 3310 Electrician 3311 Elec Supervisor 3313 Gen. Maintnc. Worker 3314 Gen Maint Rep-Pnt/Mec 3315 Gen Maint Rep-Carpen. 16.A1907 NEX____ 17.A1907 NEX 18.A1907 22.A1907 EX �28.A1907� EX 31.A1907 NEX 23.A1907__ NEX m 25.A1907 NEX _._._. 25.A1907 25.A1907 28.A1907 EX 30.A1907 NEX 17.A1907 NEX .M_..._.19.A1907ID 21.A1907 22.A1907 17.A1907 20.A1907'1 23.A1907 27.A1907 EX EX EX EX NEX 26.A1907-1 31.A1907 28.A1907 26.A1907 24.A1907 NEX 23.A1907 EX 26.A1907 NEX NEX EX EX 22.A1907 20.A1907 25.A1907 28.A1907 EX 29.A1907 EX 31.A1907 NEXTF x 19.A1907 NEX 19.A1907 24.A1907 28.A1907 29.A1907K 31.A1907 Wtl4^ 34.A1907� 15.A1907 EX EX EX EX NEX NEX NEX NEX EX NEX NEX NEX NEX NEX NEX EX 30.A1907 NEX 27.A1907 30.A1907 NEX 17.A1907v NEX-20.A19071 NEX 21.A1907J EX a- r 3316 Gen Maint Rep-Electr/Air Cond. 3317 General M_aint. Repair Supv, Elec 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 Spv 3340 Pipefitter 3341 Pipefitter Supv 3350 Welder NEX 23.A1907 NEX _ _.... 24.A1907 NEX 23.A1907 NEX w. » 28.A1907,1 NEX 24.A1907 NEX F {K29.A1907� EX 30.A1907 NEX __... _ 27.A1907 NEX "` w }T02_1._A1907 NEX23.A1907 NEX 21.A1907 NEX 20.A1907 NEXR22.A1907 NEX.. 21.A1907 NEX 23.A1907 NEX 24.A1907+ NEX 19.A1907 NEX .._ V 22.A1907 NEX 22.A1907 3358 Composting Facility Supervisor NEX 3360 Facilities Oper Wrkr. NEX 16.A1907 3361 Facilities Oper Worker, Senior NEX 20.A1907 3362 Facilities Oper Supvr NEX 23.A1907 3370 Prop Maint Asst Su EX 3371 Prop Maint Supt 3372 Pol Secuty & Fac Supv 3374 Police Fac Asst ...,..._~ ____.,... 3402 Fuel Fac Att NEX 15.A1907 3404 Auto Mech Helper NEX 17.A1907 3405 Automotive Service Writer NEX 19.A1907 3406 Auto Mechanic NEX 23.A1907 3407 Auto Mech Supv NEX 25.A1907 3408 Fuel Fac Supv NEX 21.A1907 3409 Heavy Eqp Mech Helper NEX 18.A1907 3410 Heavy Eqp Mech NEX 24.A1907 3411 Heavy Eqp Mech Supv NEX 26.A1907 3420 Garage Asst Supt EX 29.A1907 3450 Fleet Manager EX 33.A1907 3452 Supt.- Garage Or Motor Pool EX 30.A1907 3455 Fleet Management Representative NEX 22.A1907 3456Fleet Liaison 3638 Facility Maintenance Technician 3642 Facility Maintenance Manager 3643 Parks & Recreation Facility Maintenance Manager 3644 Utility Analyst 4005 Custodian 4006 Custodian II 31.A1907 EX 33.A1907 NEX _.w 21.A1907 NEX 19.A1907 NEX NEX_ EX EX EX NEX NEX 25.A1907 20.A1907 20.A1907 28.A1907 25.A1907 28.A1907 14.A1907- 15.A1907 4007 Custodian Supv 5017 Police Property Mgr 5019 Identification Aide 5020 Police Comm Clrk 5022 PoI Prop Spec I 5023 Forensic Crime Analyst 5024 Pol Prop Spec II NEX 17.A1907 EX 31.A1907 NEX 16.A1907 NEX 18.A1907 NEX 17.A1907 NEX ..,- 26.A1907 NEX 19.A1907 5025 Crime Scene Investigator I NEX 5026 Crime Scene Investigator II NEX 5027 Crime Scene Investigations Supervisor EX 5030 Latent Print Examiner NEX 5031 Polygraph Examiner NEX 5032 Latent Print Examiner Supervisor NEX 5035 Forensic Investigations Manager EX 5037 Guard/Porter NEX 06.A1907 5039 School Crossing Guard Supervisor EX 13.A1907 5040 Public Service Aide NEX 17.A1907 5050 Professional Compliance Supv. EX 28.A1907 5060 Police Records Supr EX 28.A1907 5065 Criminal Intelligence Analyst I EX 26.A1907 EX 28.A1907 a NEX zm 22.A1907 5066 Criminal Intelligence Analyst II 5070 Crime Analyst I 5071 Crime Analyst IITJv 5073 Video Retrieval Specialist 5076 Prof Compliance Asst __ _w ...... 5077 Prof Compl Rep 5090 Senior Policy Analyst 5301 Fire Plans Examiner NEX„ NEX 22.A1907 26.A1907 32.A1907 30.A1907,, 24.A1907 I 31.A1907 34.A1907 NEX 24.A1907 22.A1907 19.A1907 EX 26.A1907 EX 28.A1907 NEX 30.A1907 5302 Fire Sfty Spec. Sr. NEX 25.A1907 5303 Fire Sfty Spec.Supv EX 27.A1907 5304 Fire Sfty Spec NEX 23.A1907 5314 Grant Funded Emergency Management Coordinator EX 30.A1907 5315 Fire Supplies Clerk I NEX 14.A1907 5316 Fire Supplies Clerk II. NEX 17.A1907 5317 Grant Funded Emergency Management Planner EX 26.A1907 5318 Fire And Life Safety Education Coordinat EX 28.A1907 5319 Fire & Life Safety Ed.Spec. EX 24.A1907 5320 Video Program Spec 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 EX 23.A1907 EX____28.A1907 ..28.A1907 EX 28.A1907 EX NEX 19.A1907 NEX..,__.T. 21.A1907 NEX 25.A1907 NEX 27.A1907 EX 30.A1907 EX___M 33.A1907� 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 54-17 Emd Quality Assurance Specialist 5418 Comm Center Supervisor,Medical/Fire 5419 Communications Training Specialist 5420 Telc Sys Dev Mgr 5421 Communications Center Administrator Police EX 5423 Telecommunications Technician (RJ) NEX 5424 Telecommunications Technician Assistant NEX 5425 Telecommunications Technician NEX 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 5511 Park Ranger Assistant Supervisor 5512 City Ranger 5515 51 Park RangerF�,��v.._�.�..._�m___�,_.:..___. 5._.w_.. a__..__.._, 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 111 5740 Senior Staff Analyst_._. 6001 Golf Course Attendant 6003 Grounds Tender 6005 Park Tender I 6007 Park Tender II 6010 Greenskeeper 6015 Tree Trimmer 6016 Tree Trim Crew Ldr 6017 Arborist 6019 Parks Naturalist Technician 6020 Cemetery Sexton 6021 Parks Naturalist 6022 Parks Naturalist Sr EX 26.A1907 06.A1907 EX 31.A1907 EX 28.A1907 NEX 25.A1907 EX EX NEX- NEX NEX NEX...___. NEX 25.A1907 28.A1907 20.A1907 22.A1907 22.A1907 24.A1907 24.A1907 EX 28.A1907 EX 26.A1907 EX 33.A1907 28.A1907 32.A1907 23.A1907 08.IT NEX 21.A1907_ EX-31.A1907 EX EX NEX NEX EX 4' NEX 23.A1907 NEX 19.A1907 NEX 24.A1907 NEX 24.A1907 NEX 13.A1907 22.A1907 NEX 14.A1907 13.A1907 24.A1907 16.A1907 17.A1907 NEX 20.A1907 NEX 14.A1907 NEX 13.A1907 NEX NEX NEX NEX NEX NEX NEX 16.A1907 16.A1907 NEX 17.A1907 NEX 19.A1907 NEX 18.A1907 NEX 16.A1907 18.A1907 22.A1907 16.A1907 20.A1907 NEX 23.A1907 EX 26.A1907 V' 91 6025 Nursery Tender 6029 Beach Operations Supv 6035 Parks Supv I NEX EX � NEX 17.A1907 29.A1907 18.A1907^ 6036 Parks Supv II NEX 22.A1907 6047 Parks Recreation Coordinator EX 29.A1907 6048 Superintendent Of Maintenance, Assistant EX 31.A1907 6049 Parks Operations Coordinator EX 29.A1907 6050 Parks Supt Of EX 31.A1907 6051 Superintendent Of Recreation, Assistant EX 31.A1907 6052 Athletic Coordinator 6053 Superintendent Of Parks EX 30.A1907 EX 33.A1907 6054 Superintendent of Parks and Recreation EX 33.A1907 6055 Sports Turf Manager__ 6059µAsst Stadiums ManagerEX 30.A1907 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 .__.._.____�__._ _..__. ___ .____ __.._ ______._ _.__.._ _ _..._..__min_._ 6070 Marinas Manager, Asst. 6071 Marinas Manager __ __ 6080 Parks & Recreation Mgr I 6081 Parks & Recreation Mgr 11 6082 Waterfront Park Manager 6101 Specialized Fitness Instructor 6102 STEAM Education Coordinator 6105 Lifeguard (P/0) 6106 Ocean Rescue Lifeguard 6107 Pools Supervisor 6108 Senior Ocean Rescue Lifeguard 6109 Lifeguard Sr. (P/0) 6110 Aquatic Program Planner_ 6111 Superintendent of Aquatics v 6115 Irrigation Specialist 6118 Japanese Garden Specialist 6119 Cult Affr Coord 6120 Tennis Supvsr ~_...___._..__.___._._..�_._..�._... . _... ... . 6121 Special Education Teacher 6122 Education Initiatives Coordinator 6123 Program Coord. 6124 Program Coord, Asst 6125 Therapeutic Recreation Spec 6126 Social_Worker__ _.._._._._ ._.____.___ 62S._.ca_..__. Worker 6127 Program Assistant /3-a t EX 27.A1907 31.A1907_ 25.A1907 29.A1907 NEX 18.A1907 NEX 16.A1907 NEX ei 21.A1907 EX EX 32.A1907 EX EX EX EX 28.A1907 EX 34.A1907 .EX.. 23.A1907 EX 26.A1907 EX EX NEX EX NEX EX EX EX NEX EX EX EX EX EX EX EX EX EX NEX 26.A1907 26.A1907 EX 18.A1907✓ NEX _W. _.. 24.A1907. 17.A1907 1 20.A1907 25.A1907 22.A1907 i 19.A1907 29.A1907 31.A1907 19.A1907 29.A1907 29.A1907 19.A1907 25.A1907 1 28.A1907 31.A1907 27.A1907 25.A1907P 22.A1907 m16.A1907 C-- Cc %)-( 6128 Disabilities Program Leader 6129 Program Specialist 6131 Disabilities Recreation Leader 6132 Golf Course Superintendent 6133 Licensed Social Worker 6135 Baseball Supv 6144 Gen Recreation Prog Planner 6148 Aquatic Specialist 6149 Rec Specialist 6151 Water Sports Inst 6152 Boxing Supervisor 6156 Youth P m.Sec 6160 Fitness Center Specialist 6161 Recreation Aide 6162 Recreation Asst Supt 6164 Parks &_Recreation Sery Coord ___ t _ _Ky______ xJ �aa 6 Events Specialist 6172 Special Events Supervisor 6300 Day Care Admin _._.. ,.r 6301 Day Care Adm Ast 6302 Day Care Ctr Supv 6303 Day Care Specialist 7017 Job Training Program Coordinator 7018 Vocational Counselor 7019 Citzn Prgm Supv 7020 Comm Invol Asst 7021 Crime Prevention Specialist 7031 Sanitation Inspector II 7032 Sanitation Inspector Chief _.. 7035 Sanitation Inspector 7999 Helicopter Pilot 8008 Secretary III 8034 Typist Clerk I 8035 Typist Clerk II 8037 Typist Clerk III 8040 Receptionist/Typist 8048 Property &_Casualty_ _ Manager em v 8051 Claims Supervisor __.a..__._, _.___ 8073 Domestic Violence Administrator 8082 Admin Asst I 8083 Admin Asst II 818101 SecrettaryyIV W . _._�..r___.. _. _._.._......_._._..___... _...___... ........... 8103 Secretary I 8104 Secretary II 8113 Legislative Services RepresantivealaticeP 8117 Technical Oper Coord 8118 Legislative Services Representative II NEX 22.A1907 NEX 19.A1907 NEX EX EX EX EX NEX NEX NEX EX EX EX NEX EX EX NEX EX EX EX 22.A1907 20.A1907 28.A1907 20.A1907 1 29.A1907 t 18.A1907 18.A1907_, 23.A1907 22.A1907 25.A1907 21.A1907 08.A1907 29.A1907 29.A1907 24.A1907 29.A1907 31.A1907 1 25.A1907 EX 25.A1907 NEX �Yttj18.A1907 NEX._..__.. 33.A1907 NEX 19.A1907 22.A1907I 23.A1907 26.A1907 NEX 21.A1907I NEX 32.A1907 NEX 19.A1907 NEX 13.A1907 NEX py 15.A19071 NEX eN 17.A1907 NEX 18.A1907 22.A1907 EX 28.A1907NEX NEX NEX EX EX EX EX EX wv EX_�. NEX NEX NEX NEX EX NEX _32.A1907 I 30.A1907 33.A1907 25.A1907N, 28.A1907 1 21 A1907 15.A19071 17.A1907 19.A1907� -24.A1907 22.A1907 8119 Legislative Services Representative III 8120 Legislative Services Supervisor 8121 Transcriber 8122 Records Reten Coord 8134 Resource Allocation Manager 8135 Marketing Coordinator 8138 Housing Develop Coord 8140 Agenda Coord, Assistant 8142 Community Partnerships Manager 8144 Grants Coordinatortl_�.. 8145 Typist Clerk IV __._______.___-__.__..__-________.______w_ 8152 Fleet Manager 8157 Social Worker EX 8158 Program Specialist EX 8159 Program Coordinator - Capital Improvements Program EX 8160 Chief Architect EX 8162 Information Analyst EX 8163 Information Analyst Coordinator ______________ 8165 InformationServices Liaison .__.__._ __. 8167 Chief of Code Compliance 8176 Code Enforcement Training Specialist 8177 Code Compliance Field Supervisor 8178 Code Compliance Coordinator 8201 Code Enforcement__ Assistant 8206 Admin Asst 8220 Chief of Hearing Boards 8232 Chief of Environmental Resources EX EX EX NEX _ EX EX NEX EX EX EX 25.A1907 EX 29.A1907 EX 24.A1907 25.A1907 35.A1907 EX 28.A1907 EX }Am 32.A19074 25.A1907_ 30.A1907 33.A1907 19.A1907 33.A1907 22.A1907_ 29.A1907 32.A1907 36.A1907 26.A1907 31.A1907 20.A1907 32.A1907 26.A1907 EX EX EX 27.A1907 EX 30.A1907 EX 24.A1907l 8273 Chief of Solid Waste Operations a_._a_.�.�,, ,..h..._ �__... _._ _inn _.....,._ .,.F�_ ._. __ _ _.- . _..,c.._ . __ v.,, _. _ __ _. w .m ,.: 8396 Photographer, Senior 8411 Administrative Clerk 8420 Media Relations Liaison 8423 Parks And Recreation Facility Manager 8424 Special Education Teacher 8426 Program Assistant 8427 Education Initiatives Coordinator ordinator 8435 Property Manager 8437 CIP Technical Administrator__._._. a. 8438 Business Development Coordinator rt�= 8439 Business Development Supervisor 8440 Development Coordinator 8441 Preservation Officer 8450 Telecommunications Administrator rt~ x A 8452 Youth Program Coordinator 8461 Assistant System Administrator 8463 Chief Of Urban Design 8464 Chief Of Land Development 8466 Planning Illustrator - t 31.A1907 34.A1907 34.A1907 34.A1907 26.A1907 17.A1907 19.A1907 26.A1907 NEX 25.A1907 NEX 14.A1907 EX EX EX EX EX EX NEX_ EX 28.A1907 EX 34.A1907 EX 36.A1907 34.A1907� EX 31.A1907 EX _.._._._..__.__ 34.A1907 EX EX 34.A1907 EX ~34.A_1907_ EX-30.A1907 EX 33.A1907 34.A1907 34.A1907 EX 22.A1907 EX EX 8467 Urban Design Coordinator 8468 Community Planner EX EX 31.A1907 32.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 uwPo� .__._�._....w.w._._ EXp�¢ 32.A1907 8477 Net Community Service Worker Supervisor NEX 18.A1907 8478 Lease Mgmt Specialist EX 28.A1907 8484 Grant Writer EX 28.A1907 8490 Insurance Financial Analyst EX 28.A1907 8510 Records System Coordinator EX 30.A1907 8514 Records Systems Aide NEX 20.A1907 I 8515 Records System Specialist 8560 Grants Financial Supervisor 8561 Budget Systems Developer 8565 Special Projects Manager M�_......._. .._._�_.ti. 8568 Employee Services Aide 8574 Special Events Assistant 8575 Special Events Coord 8576 Special Events Manager 8580 Environmental Outreach Liaison 8582 Environmental Coordinator 8585 Environmental Compliance Specialist M Y} 8587 Resilience Programs Manager_.__._.._. 8589 Urban Forester 8590 Economic Development Project Manager 8605 Project Manager - Cip EX 32.A1907 8606 Chief Project Manager EX 36.A1907 8607 Senior Project Manager - OCI EX 34.A1907 8611 Audiovisual Technician 8612 Video Program Specialist 8613 Chief Communications Engineer 8614 Communications Technical Operator 8615 Multimedia Producer/Writer/Reporter 8616 Operations Coordinator . r......__ ._._.- 8618 Senior Multimedia Production Manager 8619 Community Relations Coordinator 8621 Cadd Operator 8622 Community Relations Liaison 8623 Community Relations Outreach ._.._.� �,��� ._M Specialist 8624 Community Relations Aide 8625 Project Manager Senior 8626 Research Analyst EX 27.A1907 8628 Business Process Analyst EX 30.A1907 8630 Project Manager EX 34.A1907 EX 26.A1907 EX 30.A1907 EXN F �32.A1907 EX EX EX. EX EX EX EX EX EX EX EX EX _ 25.A1907 EX T_._...__ 26.A1907 EX EX NEX 34.A1907 22.A1901 22.A1907 25.A1907___ 31.A1907 25.A1907 28,A1907 27.A1907 30.A1907 27.A1907., 19.A1907 EXyw 23.A1907 31.A1907 30.A1907 EX EX EX EX EX EX 31.A1907 27.A1907 24.A1907 27.A1907 25.A1907 22.A1907 36.A1907 8631 Project Representative Senior 8638 Maintenance Technician 8640 Facility Manager 8642 Facility Maint. ge Manar 8643 Superintendent Of Solid Waste 8645 Community Programs Adminstrator 8649 Payroll Manager 8650 Oracle Financial Systems Manager 8651 Applications Support & Integration Manager 8653 IT Quality Assurance Manager EX 8654 Information Technology Customer Service Manager EX 8656 Loan Review Specialist 8657 Loan Review Assistant 8658 Community Involvement Spec 8659 Loan Review Analyst ~ W 8660 Sr. Procurement Contract Off. 31.A1907 NEX 20.A1907 EX 30.A1907 EX EX EX EX_s EX EX EX 28.A1907 31.A1907 33.A1907 34.A1907 34.A1907 19.IT 35.A1907R 36.A1907 26.A1907j EX 24.A1907 NEX_.. 21.A1907 EX 30.A1907 1 EX ...._ .__ 31.A1907 8661 Procurement Aide NEX 19.A1907 8662 Procurement Card Administrator EX 25.A1907 8664 Procurement Contracting Manager EX 8680 Construction Manager 8684 Senior Construction Manager 8685 Acquisitions Specialist Supervisor 8688 Professional Engineer III-Floodplain Administrator EX 8706 Sr. Job Train Spec 8715 Community Service Provider 8718 Clerk! 8719 Clerk II_.�...,..�._�._.,__,w. 8720 Employ Interviewer mN 8722 Client Sery Coord 8723 Client Services Specialist 8724 Accountant 8726 Account Clerk 8732 Public Relations Agent 8736 Public Information Coord 8737 Chief of Unsafe Structures 8738 Public Info. Supvr. 8741 Intergovernmental Affairs Liaison 8742 Code Compliance Specialist 8743 Chief Elevator Inspector 8744 Chief Civil Engineer 8745 Chief Of Inspection Services 8748 Capital Impry Procurement Admin. 8751 Zoning Manager 8752 Legislative Coord 8759 Financial Reporting Manager 8760 Internal Controls and Compliance Manager 8764 Financial Dev Coord $A--t EX EX EX EX NEX NEX NEX NEX EX EX, EX NEX EXw�,w, EX EX EX 33.A1907 30.A1907 34.A1907 21.A1907 35.A1907 22.A19_07 18.A1907 12.A1907 14.A1907_ 17.A1907 32 A1907, 25.A1907 22.A1907 17.A1907 27.A1907 30.A1907 32.A19071 27.A1907 EX 30.A1907 EX- .....��n_05.INS�.� EXR .N..._ _ 36.A1907 33.A1907 EX EX EX EX EX EX 36.A1907 33.A1907 25.A1907 32.A1907 34.A1907 31.A1907 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 F_ 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 NEX NEX EX 20.A1907] 22.A1907] 28.A1907 EX „26.A1907 j EX 26.A1907 27.A1907 EX @»n._ 28.A19071 EX EX EX EX EX EX EX EX 31.A1907 1 25.A1907 31 A1907 I 32.A1907 1 36.A1907 II 25.A1907 29.A1907 8794 Transportation Analyst _ EX 29.A1907 8796 Assistant Facility Maintenance Manager EX 26.A1907 8801 Client Support Sery Aide ry NEX 20.A1907 8803 Assessment & Referral Spec. EX 24.A1907 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 EX 8817 Employment Program Analyst EX 8818 Job Placement/Marketing Coord 8819 Construction Contract Compliance Manager 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 -_ .. 8900 Grant Fund ed Hosing Qlty Assur Monitor 8901 Grant Funded Housing Qlty Assur Super _m 8903 Grant Funded Housing Program Analyst 8905 Grant Funded Assessment/Referral Spec 8906 Grant Funded Emergency Mgmt Coord. 8910+Grant Funded Environmental Coordinator EX EX EX EX EX EX EX EX 8920 Grant Funded Administrative Aide I_ .n_ 8921 Grant Funded Administrative Aide II ew ., ,,. EX 25.A1907 22.A1907 1 EX 23.A1907I 28.A1907I 25.A1907 J 28.A1907 J 22.A19071 28.A1907 27.A1907J 27.A1907 34.A1907 27.A1907 EX 19.A1907 29.A1907 32.A1907 28.A1907 24.A1907 24.A1907 29.A1907 28.A1907 24.A1907 36.A1907 j 28.A1907 1 NEX 20,A1907 NEX 22.A1907 32 A1907 EX 33.A1907 E7 22.A1907 J NEX EXEX NEX NEX EX EX EX EX EX EX 8923 Grant Funded Administrative Asst. I EX 8924 Grant Funded Vista Program Asst. EX 8925 Grant Funded Program Specialist EX 8927 Grant Funded Homeless Housing Specialist 8928 Grant Funded Homeless Housing Supervisor 8930 Grant Funded Contract Compliance Analyst 8931 Grant Funded Contracts Manager 8932 Grant Funded Special Projects Asst 8933 Grant Funded Special Projects Coord 8939 Grant Funded Loan Specialist 8945 Grant Funded Loan Review Specialist 8950 Grant Funded Fiscal Assistant 8951 GF Budget and Financial Support Advisor 8959 Grant Funded Clerk I 8960 Grant Funded Clerk III 8972 GF Workforce 8973 GF Workforce 8974 GF Workforce 8975 GF Workforce 8976 GF Workforce 8979_GF yVoilsforce 8980 GF Workforce 8982 GF Workforce 8984 GF Workforce 8986 GF Workforce 8987 GF Workforce 8990 Grant Funded Program Supervisor Career Advisor Lead Career Advisor Employer Specialist Placement Specialist Business Consultant Employer Consultant Program Workshop Facilitator Program Customer Service Rep Program Specialist I_.,,u_... Program Specialist II Workforce Outreach Specialist 25.A19071 24.A1907 29.A1907 NEX } 17 A1907� 25.A1907 27.A1907 EX EX EX EX EX EX EX EX NEX 34.A1907 25.A1907 29.A1907 24.A19071 26.A1907 22.A1907 27.A1907i 08.A1907� NEX 16.A1907_ EX ry 22.A1907 EX 15.A1907 EX EX�_ 20.A1907 EX _,...._,_. pw_19.A1907 EX 15.A1907 EX 19.A1907 EX 19.A1907 EX 19.A1907 NEX 10.A1907 NEX 13.A1907 HI NEX_M� 15.A1907 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 the Agreement. In the event there is a discrepancy in pay grade for any particular classification, the higher pay grade will prevail. gt .sv\-1 4c, is) -a,( MEMORANDUM OF UNDERSTANDING City of Miami & AFSCME, Local 1907 This Memorandum of Understanding is entered into this day of , 2012 between the City of Miami ("City") and the Miami General Employees, American Federation of State, County, and Municipal Employees, Local 1907, (jointly "the Parties") to clarify the 2011-2012 collective bargaining agreement ("CBA") as follows: WHEREAS, the Parties mutually agree to clarify Article 4.1, Article 24.7 and Article 39 of the existing CBA to reflect the intent of the Parties during collective bargaining negotiations; and NOW THEREFORE, the Parties agree as follows: I. ARTICLE 4 — MANAGEMENT RIGHTS WHEREAS, Article 4 specifically 4.1 provides "The parties agree to a sunset provision that begins at the ratification of this labor agreement wherein any MOU that is not included with the labor agreement prior to the expiration of this agreement will be considered null and void..." NOW THEREFORE, the Parties agree that the MOU's in existence on September 30, 2011 (attached hereto) shall be incorporated as part of the 2011-2012 collective bargaining agreement between the parties. II. ARTICLE 24.7 — WAGES WHrREAQ, Article 24 specifically Article 74.7 provides "la.rg=iinmg unit employees who are assigned a 24-Hour Take Home Vehicle and who reside within the city limits of the City of Miami shall reimburse the City $50 a month for the benefit of the assigned 24-Hour Take Home Vehicle..." NOW THEREFORE, the Parties agree that Bargaining unit employees who are assigned a 24-Hour Vehicle and who reside within the city limits of the City of Miami shall not reimburse the City for the benefit of the assigned 24-Hour Take Home Vehicle. III. ARTICLE 39 — SICK LEAVE WHEREAS, Article 39 specifically Article 39.11 provides "Bargaining unit members with unused accumulated sick leave hours in excess of the maximum carryover at the end of the year shall be paid for one hundred percent (100%) of the unused portion of their accumulated sick leave in excess of the maximum carryover. 1 NOW THEREFORE, the parties agree Bargaining unit members with unused 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 BEHALF OF THE UNION: Anthony Hatten President, AFSCME Local 1907 2 ON BEHALF OF THE CITY: John . Martinez City pager Oct 1, 2020 AFSCME 1 1yr 2 1yr 3 1yr 4 1yr 5 1yr 6 1yr 7 1yr 8 2yr 9 2yr 10 2yr 11 2yr 12 2yr 13 2yr 14 2yr 15 2yr 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 04.A1907 9.4627 9.9358 10.4327 10.9542 11.5020 12.0772 12.6811 13.3150 13.9807 14.6799 15.4137 16.1845 16.9938 17.8434 18.7356 05.A1907 9.9358 10.4327 10.9542 11.5020 12.0772 12.6811 13.3150 13.9807 14.6799 15.4137 16.1845 16.9938 17.8434 18.7356 19.6724 06.A1907 10.4327 10.9542 11.5020 12.0772 12.6811 13.3150 13.9807 14.6799 15.4137 16.1845 16.9938 17.8434 18.7356 19.6724 20.6558 07.A1907 10.9542 11.5020 12.0772 12.6811 13.3150 13.9807 14.6799 15.4137 16.1845 16.9938 17.8434 18.7356 19.6724 20.6558 21.6887 08.A1907 11.5020 12.0772 12.6811 13.3150 13.9807 14.6799 15.4137 16.1845 16.9938 17.8434 18.7356 19.6724 20.6558 21.6887 22.7731 09.A1907 12.0772 12.6811 13.3150 13.9807 14.6799 15.4137 16.1845 16.9938 17.8434 18.7356 19.6724 20.6558 21.6887 22.7731 23.9118 10.A1907 12.6811 13.3150 13.9807 14.6799 15.4137 16.1845 16.9938 17.8434 18.7356 19.6724 20.6558 21.6887 22.7731 23.9118 25.1074 11.A1907 13.3150 13.9807 14.6799 15.4137 16.1845 16.9938 17.8434 18.7356 19.6724 20.6558 21.6887 22.7731 23.9118 25.1074 26.3627 12.A1907 13.9807 14.6799 15.4137 16.1845 16.9938 17.8434 18.7356 19.6724 20.6558 21.6887 22.7731 23.9118 25.1074 26.3627 27.6809 13.A1907 14.6799 15.4137 16.1845 16.9938 17.8434 18.7356 19.6724 20.6558 21.6887 22.7731 23.9118 25.1074 26.3627 27.6809 29.0651 14.A1907 15.4137 16.1845 16.9938 17.8434 18.7356 19.6724 20.6558 21.6887 22.7731 23.9118 25.1074 26.3627 27.6809 29.0651 30.5183 15.A1907 16.1845 16.9938 17.8434 18.7356 19.6724 20.6558 21.6887 22.7731 23.9118 25.1074 26.3627 27.6809 29.0651 30.5183 32.0442 16.A1907 16.9938 17.8434 18.7356 19.6724 20.6558 21.6887 22.7731 23.9118 25.1074 26.3627 27.6809 29.0651 30.5183 32.0442 33.6463 17.A1907 17.8434 18.7356 19.6724 20.6558 21.6887 22.7731 23.9118 25.1074 26.3627 27.6809 29.0651 30.5183 32.0442 33.6463 35.3286 18.A1907 18.7356 19.6724 20.6558 21.6887 22.7731 23.9118 25.1074 26.3627 27.6809 29.0651 30.5183 32.0442 33.6463 35.3286 37.0950 19.A1907 19.6724 20.6558 21.6887 22.7731 23.9118 25.1074 26.3627 27.6809 29.0651 30.5183 32.0442 33.6463 35.3286 37.0950 38.9499 20.A1907 20.6558 21.6887 22.7731 23.9118 25.1074 26.3627 27.6809 29.0651 30.5183 32.0442 33.6463 35.3286 37.0950 38.9499 40.8974 21.A1907 21.6887 22.7731 23.9118 25.1074 26.3627 27.6809 29.0651 30.5183 32.0442 33.6463 35.3286 37.0950 38.9499 40.8974 42.9422 22.A1907 22.7731 23.9118 25.1074 26.3627 27.6809 29.0651 30.5183 32.0442 33.6463 35.3286 37.0950 38.9499 40.8974 42.9422 45.0893 23.A1907 23.9118 25.1074 26.3627 27.6809 29.0651 30.5183 32.0442 33.6463 35.3286 37.0950 38.9499 40.8974 42.9422 45.0893 47.3437 24.A1907 25.1074 26.3627 27.6809 29.0651 30.5183 32.0442 33.6463 35.3286 37.0950 38.9499 40.8974 42.9422 45.0893 47.3437 49.7109 25.A1907 26.3627 27.6809 29.0651 30.5183 32.0442 33.6463 35.3286 37.0950 38.9499 40.8974 42.9422 45.0893 47.3437 49.7109 52.1966 26.A1907 27.6809 29.0651 30.5183 32.0442 33.6463 35.3286 37.0950 38.9499 40.8974 42.9422 45.0893 47.3437 49.7109 52.1966 54.8063 27.A1907 29.0651 30.5183 32.0442 33.6463 35.3286 37.0950 38.9499 40.8974 42.9422 45.0893 47.3437 49.7109 52.1966 54.8063 57.5466 28.A1907 30.5183 32.0442 33.6463 35.3286 37.0950 38.9499 40.8974 42.9422 45.0893 47.3437 49.7109 52.1966 54.8063 57.5466 60.4239 29.A1907 32.0442 33.6463 35.3286 37.0950 38.9499 40.8974 42.9422 45.0893 47.3437 49.7109 52.1966 54.8063 57.5466 60.4239 63.4451 30.A1907 33.6463 35.3286 37.0950 38.9499 40.8974 42.9422 45.0893 47.3437 49.7109 52.1966 54.8063 57.5466 60.4239 63.4451 66.6174 31.A1907 35.3286 37.0950 38.9499 40.8974 42.9422 45.0893 47.3437 49.7109 52.1966 54.8063 57.5466 60.4239 63.4451 66.6174 69.9483 32.A1907 37.0950 38.9499 40.8974 42.9422 45.0893 47.3437 49.7109 52.1966 54.8063 57.5466 60.4239 63.4451 66.6174 69.9483 73.4457 33.A1907 38.9499 40.8974 42.9422 45.0893 47.3437 49.7109 52.1966 54.8063 57.5466 60.4239 63.4451 66.6174 69.9483 73.4457 77.1181 34.A1907 40.8974 42.9422 45.0893 47.3437 49.7109 52.1966 54.8063 57.5466 60.4239 63.4451 66.6174 69.9483 73.4457 77.1181 80.9740 35.A1907 42.9422 45.0893 47.3437 49.7109 52.1966 54.8063 57.5466 60.4239 63.4451 66.6174 69.9483 73.4457 77.1181 80.9740 85.0226 36.A1907 45.0893 47.3437 49.7109 52.1966 54.8063 57.5466 60.4239 63.4451 66.6174 69.9483 73.4457 77.1181 80.9740 85.0226 89.2737 37.A1907 47.3437 49.7109 52.1966 54.8063 57.5466 60.4239 63.4451 66.6174 69.9483 73.4457 77.1181 80.9740 85.0226 89.2737 93.7375 38.A1907 49.7109 52.1966 54.8063 57.5466 60.4239 63.4451 66.6174 69.9483 73.4457 77.1181 80.9740 85.0226 89.2737 93.7375 98.4242 39.A1907 52.1966 54.8063 57.5466 60.4239 63.4451 66.6174 69.9483 73.4457 77.1181 80.9740 85.0226 89.2737 93.7375 98.4242 103.3455 Oct 1, 2021 1 1yr 2 1yr 3 1yr 4 1yr 5 1yr 6 1yr 7 1yr 8 2yr 9 2yr 10 2yr 11 2yr 12 2yr 13 2yr 14 2yr 15 2yr AFSCME 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 04.A1907 9.6520 10.1345 10.6414 11.1733 11.7320 12.3187 12.9347 13.5813 14.2603 14.9735 15.7220 16.5082 17.3337 18.2003 19.1103 05.A1907 10.1345 10.6414 11.1733 11.7320 12.3187 12.9347 13.5813 14.2603 14.9735 15.7220 16.5082 17.3337 18.2003 19.1103 20.0658 06.A1907 10.6414 11.1733 11.7320 12.3187 12.9347 13.5813 14.2603 14.9735 15.7220 16.5082 17.3337 18.2003 19.1103 20.0658 21.0689 07.A1907 11.1733 11.7320 12.3187 12.9347 13.5813 14.2603 14.9735 15.7220 16.5082 17.3337 18.2003 19.1103 20.0658 21.0689 22.1225 08.A1907 11.7320 12.3187 12.9347 13.5813 14.2603 14.9735 15.7220 16.5082 17.3337 18.2003 19.1103 20.0658 21.0689 22.1225 23.2286 09.A1907 12.3187 12.9347 13.5813 14.2603 14.9735 15.7220 16.5082 17.3337 18.2003 19.1103 20.0658 21.0689 22.1225 23.2286 24.3900 10.A1907 12.9347 13.5813 14.2603 14.9735 15.7220 16.5082 17.3337 18.2003 19.1103 20.0658 21.0689 22.1225 23.2286 24.3900 25.6095 11.A1907 13.5813 14.2603 14.9735 15.7220 16.5082 17.3337 18.2003 19.1103 20.0658 21.0689 22.1225 23.2286 24.3900 25.6095 26.8900 12.A1907 14.2603 14.9735 15.7220 16.5082 17.3337 18.2003 19.1103 20.0658 21.0689 22.1225 23.2286 24.3900 25.6095 26.8900 28.2345 13.A1907 14.9735 15.7220 16.5082 17.3337 18.2003 19.1103 20.0658 21.0689 22.1225 23.2286 24.3900 25.6095 26.8900 28.2345 29.6464 14.A1907 15.7220 16.5082 17.3337 18.2003 19.1103 20.0658 21.0689 22.1225 23.2286 24.3900 25.6095 26.8900 28.2345 29.6464 31.1287 15.A1907 16.5082 17.3337 18.2003 19.1103 20.0658 21.0689 22.1225 23.2286 24.3900 25.6095 26.8900 28.2345 29.6464 31.1287 32.6851 16.A1907 17.3337 18.2003 19.1103 20.0658 21.0689 22.1225 23.2286 24.3900 25.6095 26.8900 28.2345 29.6464 31.1287 32.6851 34.3192 17.A1907 18.2003 19.1103 20.0658 21.0689 22.1225 23.2286 24.3900 25.6095 26.8900 28.2345 29.6464 31.1287 32.6851 34.3192 36.0352 18.A1907 19.1103 20.0658 21.0689 22.1225 23.2286 24.3900 25.6095 26.8900 28.2345 29.6464 31.1287 32.6851 34.3192 36.0352 37.8369 19.A1907 20.0658 21.0689 22.1225 23.2286 24.3900 25.6095 26.8900 28.2345 29.6464 31.1287 32.6851 34.3192 36.0352 37.8369 39.7289 20.A1907 21.0689 22.1225 23.2286 24.3900 25.6095 26.8900 28.2345 29.6464 31.1287 32.6851 34.3192 36.0352 37.8369 39.7289 41.7153 21.A1907 22.1225 23.2286 24.3900 25.6095 26.8900 28.2345 29.6464 31.1287 32.6851 34.3192 36.0352 37.8369 39.7289 41.7153 43.8010 22.A1907 23.2286 24.3900 25.6095 26.8900 28.2345 29.6464 31.1287 32.6851 34.3192 36.0352 37.8369 39.7289 41.7153 43.8010 45.9911 23.A1907 24.3900 25.6095 26.8900 28.2345 29.6464 31.1287 32.6851 34.3192 36.0352 37.8369 39.7289 41.7153 43.8010 45.9911 48.2906 24.A1907 25.6095 26.8900 28.2345 29.6464 31.1287 32.6851 34.3192 36.0352 37.8369 39.7289 41.7153 43.8010 45.9911 48.2906 50.7051 25.A1907 26.8900 28.2345 29.6464 31.1287 32.6851 34.3192 36.0352 37.8369 39.7289 41.7153 43.8010 45.9911 48.2906 50.7051 53.2405 26.A1907 28.2345 29.6464 31.1287 32.6851 34.3192 36.0352 37.8369 39.7289 41.7153 43.8010 45.9911 48.2906 50.7051 53.2405 55.9024 27.A1907 29.6464 31.1287 32.6851 34.3192 36.0352 37.8369 39.7289 41.7153 43.8010 45.9911 48.2906 50.7051 53.2405 55.9024 58.6975 28.A1907 31.1287 32.6851 34.3192 36.0352 37.8369 39.7289 41.7153 43.8010 45.9911 48.2906 50.7051 53.2405 55.9024 58.6975 61.6324 29.A1907 32.6851 34.3192 36.0352 37.8369 39.7289 41.7153 43.8010 45.9911 48.2906 50.7051 53.2405 55.9024 58.6975 61.6324 64.7140 30.A1907 34.3192 36.0352 37.8369 39.7289 41.7153 43.8010 45.9911 48.2906 50.7051 53.2405 55.9024 58.6975 61.6324 64.7140 67.9497 31.A1907 36.0352 37.8369 39.7289 41.7153 43.8010 45.9911 48.2906 50.7051 53.2405 55.9024 58.6975 61.6324 64.7140 67.9497 71.3473 32.A1907 37.8369 39.7289 41.7153 43.8010 45.9911 48.2906 50.7051 53.2405 55.9024 58.6975 61.6324 64.7140 67.9497 71.3473 74.9146 33.A1907 39.7289 41.7153 43.8010 45.9911 48.2906 50.7051 53.2405 55.9024 58.6975 61.6324 64.7140 67.9497 71.3473 74.9146 78.6605 34.A1907 41.7153 43.8010 45.9911 48.2906 50.7051 53.2405 55.9024 58.6975 61.6324 64.7140 67.9497 71.3473 74.9146 78.6605 82.5935 35.A1907 43.8010 45.9911 48.2906 50.7051 53.2405 55.9024 58.6975 61.6324 64.7140 67.9497 71.3473 74.9146 78.6605 82.5935 86.7231 36.A1907 45.9911 48.2906 50.7051 53.2405 55.9024 58.6975 61.6324 64.7140 67.9497 71.3473 74.9146 78.6605 82.5935 86.7231 91.0592 37.A1907 48.2906 50.7051 53.2405 55.9024 58.6975 61.6324 64.7140 67.9497 71.3473 74.9146 78.6605 82.5935 86.7231 91.0592 95.6123 38.A1907 50.7051 53.2405 55.9024 58.6975 61.6324 64.7140 67.9497 71.3473 74.9146 78.6605 82.5935 86.7231 91.0592 95.6123 100.3927 39.A1907 53.2405 55.9024 58.6975 61.6324 64.7140 67.9497 71.3473 74.9146 78.6605 82.5935 86.7231 91.0592 95.6123 100.3927 105.4124 Oct 1, 2022 1 1yr 2 1yr 3 1yr 4 1yr 5 1yr 6 1yr 7 1yr 8 2yr 9 2yr 10 2yr 11 2yr 12 2yr 13 2yr 14 2yr 15 2yr AFSCME 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 04.A1907 9.7485 10.2358 10.7478 11.2850 11.8493 12.4419 13.0640 13.7171 14.4029 15.1232 15.8792 16.6733 17.5070 18.3823 19.3014 05.A1907 10.2358 10.7478 11.2850 11.8493 12.4419 13.0640 13.7171 14.4029 15.1232 15.8792 16.6733 17.5070 18.3823 19.3014 20.2665 06.A1907 10.7478 11.2850 11.8493 12.4419 13.0640 13.7171 14.4029 15.1232 15.8792 16.6733 17.5070 18.3823 19.3014 20.2665 21.2796 07.A1907 11.2850 11.8493 12.4419 13.0640 13.7171 14.4029 15.1232 15.8792 16.6733 17.5070 18.3823 19.3014 20.2665 21.2796 22.3437 08.A1907 11.8493 12.4419 13.0640 13.7171 14.4029 15.1232 15.8792 16.6733 17.5070 18.3823 19.3014 20.2665 21.2796 22.3437 23.4609 09.A1907 12.4419 13.0640 13.7171 14.4029 15.1232 15.8792 16.6733 17.5070 18.3823 19.3014 20.2665 21.2796 22.3437 23.4609 24.6339 10.A1907 13.0640 13.7171 14.4029 15.1232 15.8792 16.6733 17.5070 18.3823 19.3014 20.2665 21.2796 22.3437 23.4609 24.6339 25.8656 11.A1907 13.7171 14.4029 15.1232 15.8792 16.6733 17.5070 18.3823 19.3014 20.2665 21.2796 22.3437 23.4609 24.6339 25.8656 27.1589 12.A1907 14.4029 15.1232 15.8792 16.6733 17.5070 18.3823 19.3014 20.2665 21.2796 22.3437 23.4609 24.6339 25.8656 27.1589 28.5168 13.A1907 15.1232 15.8792 16.6733 17.5070 18.3823 19.3014 20.2665 21.2796 22.3437 23.4609 24.6339 25.8656 27.1589 28.5168 29.9429 14.A1907 15.8792 16.6733 17.5070 18.3823 19.3014 20.2665 21.2796 22.3437 23.4609 24.6339 25.8656 27.1589 28.5168 29.9429 31.4400 15.A1907 16.6733 17.5070 18.3823 19.3014 20.2665 21.2796 22.3437 23.4609 24.6339 25.8656 27.1589 28.5168 29.9429 31.4400 33.0120 16.A1907 17.5070 18.3823 19.3014 20.2665 21.2796 22.3437 23.4609 24.6339 25.8656 27.1589 28.5168 29.9429 31.4400 33.0120 34.6624 17.A1907 18.3823 19.3014 20.2665 21.2796 22.3437 23.4609 24.6339 25.8656 27.1589 28.5168 29.9429 31.4400 33.0120 34.6624 36.3956 18.A1907 19.3014 20.2665 21.2796 22.3437 23.4609 24.6339 25.8656 27.1589 28.5168 29.9429 31.4400 33.0120 34.6624 36.3956 38.2153 19.A1907 20.2665 21.2796 22.3437 23.4609 24.6339 25.8656 27.1589 28.5168 29.9429 31.4400 33.0120 34.6624 36.3956 38.2153 40.1262 20.A1907 21.2796 22.3437 23.4609 24.6339 25.8656 27.1589 28.5168 29.9429 31.4400 33.0120 34.6624 36.3956 38.2153 40.1262 42.1325 21.A1907 22.3437 23.4609 24.6339 25.8656 27.1589 28.5168 29.9429 31.4400 33.0120 34.6624 36.3956 38.2153 40.1262 42.1325 44.2390 22.A1907 23.4609 24.6339 25.8656 27.1589 28.5168 29.9429 31.4400 33.0120 34.6624 36.3956 38.2153 40.1262 42.1325 44.2390 46.4510 23.A1907 24.6339 25.8656 27.1589 28.5168 29.9429 31.4400 33.0120 34.6624 36.3956 38.2153 40.1262 42.1325 44.2390 46.4510 48.7735 24.A1907 25.8656 27.1589 28.5168 29.9429 31.4400 33.0120 34.6624 36.3956 38.2153 40.1262 42.1325 44.2390 46.4510 48.7735 51.2122 25.A1907 27.1589 28.5168 29.9429 31.4400 33.0120 34.6624 36.3956 38.2153 40.1262 42.1325 44.2390 46.4510 48.7735 51.2122 53.7729 26.A1907 28.5168 29.9429 31.4400 33.0120 34.6624 36.3956 38.2153 40.1262 42.1325 44.2390 46.4510 48.7735 51.2122 53.7729 56.4614 27.A1907 29.9429 31.4400 33.0120 34.6624 36.3956 38.2153 40.1262 42.1325 44.2390 46.4510 48.7735 51.2122 53.7729 56.4614 59.2845 28.A1907 31.4400 33.0120 34.6624 36.3956 38.2153 40.1262 42.1325 44.2390 46.4510 48.7735 51.2122 53.7729 56.4614 59.2845 62.2487 29.A1907 33.0120 34.6624 36.3956 38.2153 40.1262 42.1325 44.2390 46.4510 48.7735 51.2122 53.7729 56.4614 59.2845 62.2487 65.3611 30.A1907 34.6624 36.3956 38.2153 40.1262 42.1325 44.2390 46.4510 48.7735 51.2122 53.7729 56.4614 59.2845 62.2487 65.3611 68.6292 31.A1907 36.3956 38.2153 40.1262 42.1325 44.2390 46.4510 48.7735 51.2122 53.7729 56.4614 59.2845 62.2487 65.3611 68.6292 72.0608 32.A1907 38.2153 40.1262 42.1325 44.2390 46.4510 48.7735 51.2122 53.7729 56.4614 59.2845 62.2487 65.3611 68.6292 72.0608 75.6637 33.A1907 40.1262 42.1325 44.2390 46.4510 48.7735 51.2122 53.7729 56.4614 59.2845 62.2487 65.3611 68.6292 72.0608 75.6637 79.4471 34.A1907 42.1325 44.2390 46.4510 48.7735 51.2122 53.7729 56.4614 59.2845 62.2487 65.3611 68.6292 72.0608 75.6637 79.4471 83.4194 35.A1907 44.2390 46.4510 48.7735 51.2122 53.7729 56.4614 59.2845 62.2487 65.3611 68.6292 72.0608 75.6637 79.4471 83.4194 87.5903 36.A1907 46.4510 48.7735 51.2122 53.7729 56.4614 59.2845 62.2487 65.3611 68.6292 72.0608 75.6637 79.4471 83.4194 87.5903 91.9698 37.A1907 48.7735 51.2122 53.7729 56.4614 59.2845 62.2487 65.3611 68.6292 72.0608 75.6637 79.4471 83.4194 87.5903 91.9698 96.5684 38.A1907 51.2122 53.7729 56.4614 59.2845 62.2487 65.3611 68.6292 72.0608 75.6637 79.4471 83.4194 87.5903 91.9698 96.5684 101.3966 39.A1907 53.7729 56.4614 59.2845 62.2487 65.3611 68.6292 72.0608 75.6637 79.4471 83.4194 87.5903 91.9698 96.5684 101.3966 106.4665 Oct 1, 202 1yr 1yr 1yr 1yr 1yr 1yr 1yr 2yr 2yr 10 2yr 11 2yr 12 2yr 13 2yr 14 2yr 15 2yr INS 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 01.INS 32.9005 34.5455 36.2729 38.0865 39.9909 41.9905 44.0901 46.2946 48.6093 51.0398 53.5917 56.2713 59.0849 62.0392 65.1412 03.INS 36.1907 38.0001 39.9002 41.8951 43.9899 46.1894 48.4990 50.9238 53.4700 56.1435 58.9507 61.8983 64.9933 68.2430 71.6550 05.INS 39.8096 41.8001 43.8901 46.0847 48.3889 50.8084 53.3487 56.0162 58.8169 61.7579 64.8457 68.0880 71.4925 75.0670 78.8204 Oct 1, 2021 INS 1 1yr 2 1yr 3 1yr 4 1yr 5 1yr 6 1yr 7 1yr 8 2yr 9 2yr 10 2yr 11 2yr 12 2yr 13 2yr 14 2yr 15 2yr 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 01.INS 33.5585 35.2364 36.9984 38.8482 40.7907 42.8303 44.9719 47.2205 49.5815 52.0606 54.6635 57.3967 60.2666 63.2800 66.4440 03.INS 36.9145 38.7601 40.6982 42.7330 44.8697 47.1132 49.4690 51.9423 54.5394 57.2664 60.1297 63.1363 66.2932 69.6079 73.0881 05.INS 40.6058 42.6361 44.7679 47.0064 49.3567 51.8246 54.4157 57.1365 59.9932 62.9931 66.1426 69.4498 72.9224 76.5683 80.3968 Oct 1, 2022 1 1yr 2 1yr 3 1yr 4 1yr 5 1yr 6 1yr 7 1yr 8 2yr 9 2yr 10 2yr 11 2yr 12 2yr 13 2yr 14 2yr 15 2yr INS 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 01.INS 33.8941 35.5888 37.3684 39.2367 41.1986 43.2586 45.4216 47.6927 50.0773 52.5812 55.2101 57.9707 60.8693 63.9128 67.1084 03.INS 37.2836 39.1477 41.1052 43.1603 45.3184 47.5843 49.9637 52.4617 55.0848 57.8391 60.7310 63.7677 66.9561 70.3040 73.8190 05.INS 41.0119 43.0625 45.2156 47.4765 49.8503 52.3428 54.9599 57.7079 60.5931 63.6230 66.8040 70.1443 73.6516 77.3340 81.2008 Oct 1, 2020 1 1yr 2 1yr 3 1yr 4 1yr 5 1yr 6 1yr 7 1yr 8 2yr 9 2yr 10 2yr 11 2yr 12 2yr 13 2yr 14 2yr 15 2yr IT 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.IT 21.3806 22.4498 23.5722 24.7508 25.9883 27.2879 28.6522 30.0849 31.5892 33.1685 34.8270 36.5683 38.3966 40.3165 42.3324 02.IT 22.4498 23.5722 24.7508 25.9883 27.2879 28.6522 30.0849 31.5892 33.1685 34.8270 36.5683 38.3966 40.3165 42.3324 44.4490 03.IT 23.5722 24.7508 25.9883 27.2879 28.6522 30.0849 31.5892 33.1685 34.8270 36.5683 38.3966 40.3165 42.3324 44.4490 46.6715 04.IT 24.7508 25.9883 27.2879 28.6522 30.0849 31.5892 33.1685 34.8270 36.5683 38.3966 40.3165 42.3324 44.4490 46.6715 49.0050 05.IT 25.9883 27.2879 28.6522 30.0849 31.5892 33.1685 34.8270 36.5683 38.3966 40.3165 42.3324 44.4490 46.6715 49.0050 51.4552 06.IT 27.2879 28.6522 30.0849 31.5892 33.1685 34.8270 36.5683 38.3966 40.3165 42.3324 44.4490 46.6715 49.0050 51.4552 54.0280 07.IT 28.6522 30.0849 31.5892 33.1685 34.8270 36.5683 38.3966 40.3165 42.3324 44.4490 46.6715 49.0050 51.4552 54.0280 56.7294 08.IT 30.0849 31.5892 33.1685 34.8270 36.5683 38.3966 40.3165 42.3324 44.4490 46.6715 49.0050 51.4552 54.0280 56.7294 59.5658 09.IT 31.5892 33.1685 34.8270 36.5683 38.3966 40.3165 42.3324 44.4490 46.6715 49.0050 51.4552 54.0280 56.7294 59.5658 62.5442 10.IT 33.1685 34.8270 36.5683 38.3966 40.3165 42.3324 44.4490 46.6715 49.0050 51.4552 54.0280 56.7294 59.5658 62.5442 65.6715 11.IT 34.8270 36.5683 38.3966 40.3165 42.3324 44.4490 46.6715 49.0050 51.4552 54.0280 56.7294 59.5658 62.5442 65.6715 68.9549 12.IT 36.5683 38.3966 40.3165 42.3324 44.4490 46.6715 49.0050 51.4552 54.0280 56.7294 59.5658 62.5442 65.6715 68.9549 72.4027 13.IT 38.3966 40.3165 42.3324 44.4490 46.6715 49.0050 51.4552 54.0280 56.7294 59.5658 62.5442 65.6715 68.9549 72.4027 76.0229 14.IT 40.3165 42.3324 44.4490 46.6715 49.0050 51.4552 54.0280 56.7294 59.5658 62.5442 65.6715 68.9549 72.4027 76.0229 79.8240 15.IT 42.3324 44.4490 46.6715 49.0050 51.4552 54.0280 56.7294 59.5658 62.5442 65.6715 68.9549 72.4027 76.0229 79.8240 83.8152 16.IT 44.4490 46.6715 49.0050 51.4552 54.0280 56.7294 59.5658 62.5442 65.6715 68.9549 72.4027 76.0229 79.8240 83.8152 88.0059 17.IT 46.6715 49.0050 51.4552 54.0280 56.7294 59.5658 62.5442 65.6715 68.9549 72.4027 76.0229 79.8240 83.8152 88.0059 92.4062 18.IT 49.0050 51.4552 54.0280 56.7294 59.5658 62.5442 65.6715 68.9549 72.4027 76.0229 79.8240 83.8152 88.0059 92.4062 97.0266 19.IT 51.4552 54.0280 56.7294 59.5658 62.5442 65.6715 68.9549 72.4027 76.0229 79.8240 83.8152 88.0059 92.4062 97.0266 101.8778 Oct 1, 2021 1 1yr 2 1yr 3 1yr 4 1yr 5 1yr 6 1yr 7 1yr 8 2yr 9 2yr 10 2yr 11 2yr 12 2yr 13 2yr 14 2yr 15 2yr IT 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.IT 21.8082 22.8988 24.0436 25.2458 26.5081 27.8337 29.2252 30.6866 32.2210 33.8319 35.5235 37.2997 39.1645 41.1228 43.1790 02.IT 22.8988 24.0436 25.2458 26.5081 27.8337 29.2252 30.6866 32.2210 33.8319 35.5235 37.2997 39.1645 41.1228 43.1790 45.3380 03.IT 24.0436 25.2458 26.5081 27.8337 29.2252 30.6866 32.2210 33.8319 35.5235 37.2997 39.1645 41.1228 43.1790 45.3380 47.6049 04.IT 25.2458 26.5081 27.8337 29.2252 30.6866 32.2210 33.8319 35.5235 37.2997 39.1645 41.1228 43.1790 45.3380 47.6049 49.9851 05.IT 26.5081 27.8337 29.2252 30.6866 32.2210 33.8319 35.5235 37.2997 39.1645 41.1228 43.1790 45.3380 47.6049 49.9851 52.4843 06.IT 27.8337 29.2252 30.6866 32.2210 33.8319 35.5235 37.2997 39.1645 41.1228 43.1790 45.3380 47.6049 49.9851 52.4843 55.1086 07.IT 29.2252 30.6866 32.2210 33.8319 35.5235 37.2997 39.1645 41.1228 43.1790 45.3380 47.6049 49.9851 52.4843 55.1086 57.8640 08.IT 30.6866 32.2210 33.8319 35.5235 37.2997 39.1645 41.1228 43.1790 45.3380 47.6049 49.9851 52.4843 55.1086 57.8640 60.7571 09.IT 32.2210 33.8319 35.5235 37.2997 39.1645 41.1228 43.1790 45.3380 47.6049 49.9851 52.4843 55.1086 57.8640 60.7571 63.7951 10.IT 33.8319 35.5235 37.2997 39.1645 41.1228 43.1790 45.3380 47.6049 49.9851 52.4843 55.1086 57.8640 60.7571 63.7951 66.9849 11.IT 35.5235 37.2997 39.1645 41.1228 43.1790 45.3380 47.6049 49.9851 52.4843 55.1086 57.8640 60.7571 63.7951 66.9849 70.3340 12.IT 37.2997 39.1645 41.1228 43.1790 45.3380 47.6049 49.9851 52.4843 55.1086 57.8640 60.7571 63.7951 66.9849 70.3340 73.8508 13.IT 39.1645 41.1228 43.1790 45.3380 47.6049 49.9851 52.4843 55.1086 57.8640 60.7571 63.7951 66.9849 70.3340 73.8508 77.5434 14.IT 41.1228 43.1790 45.3380 47.6049 49.9851 52.4843 55.1086 57.8640 60.7571 63.7951 66.9849 70.3340 73.8508 77.5434 81.4205 15.IT 43.1790 45.3380 47.6049 49.9851 52.4843 55.1086 57.8640 60.7571 63.7951 66.9849 70.3340 73.8508 77.5434 81.4205 85.4915 16.IT 45.3380 47.6049 49.9851 52.4843 55.1086 57.8640 60.7571 63.7951 66.9849 70.3340 73.8508 77.5434 81.4205 85.4915 89.7660 17.IT 47.6049 49.9851 52.4843 55.1086 57.8640 60.7571 63.7951 66.9849 70.3340 73.8508 77.5434 81.4205 85.4915 89.7660 94.2543 18.IT 49.9851 52.4843 55.1086 57.8640 60.7571 63.7951 66.9849 70.3340 73.8508 77.5434 81.4205 85.4915 89.7660 94.2543 98.9671 19.IT 52.4843 55.1086 57.8640 60.7571 63.7951 66.9849 70.3340 73.8508 77.5434 81.4205 85.4915 89.7660 94.2543 98.9671 103.9154 Oct 1, 2022 1 1yr 2 1yr 3 1yr 4 1yr 5 1yr 6 1yr 7 1yr 8 2yr 9 2yr 10 2yr 11 2yr 12 2yr 13 2yr 14 2yr 15 2yr IT 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.IT 22.0263 23.1278 24.2840 25.4983 26.7732 28.1120 29.5175 30.9935 32.5432 34.1702 35.8787 37.6727 39.5561 41.5340 43.6108 02.IT 23.1278 24.2840 25.4983 26.7732 28.1120 29.5175 30.9935 32.5432 34.1702 35.8787 37.6727 39.5561 41.5340 43.6108 45.7914 03.IT 24.2840 25.4983 26.7732 28.1120 29.5175 30.9935 32.5432 34.1702 35.8787 37.6727 39.5561 41.5340 43.6108 45.7914 48.0809 04.IT 25.4983 26.7732 28.1120 29.5175 30.9935 32.5432 34.1702 35.8787 37.6727 39.5561 41.5340 43.6108 45.7914 48.0809 50.4850 05.IT 26.7732 28.1120 29.5175 30.9935 32.5432 34.1702 35.8787 37.6727 39.5561 41.5340 43.6108 45.7914 48.0809 50.4850 53.0091 06.IT 28.1120 29.5175 30.9935 32.5432 34.1702 35.8787 37.6727 39.5561 41.5340 43.6108 45.7914 48.0809 50.4850 53.0091 55.6597 07.IT 29.5175 30.9935 32.5432 34.1702 35.8787 37.6727 39.5561 41.5340 43.6108 45.7914 48.0809 50.4850 53.0091 55.6597 58.4426 08.IT 30.9935 32.5432 34.1702 35.8787 37.6727 39.5561 41.5340 43.6108 45.7914 48.0809 50.4850 53.0091 55.6597 58.4426 61.3647 09.IT 32.5432 34.1702 35.8787 37.6727 39.5561 41.5340 43.6108 45.7914 48.0809 50.4850 53.0091 55.6597 58.4426 61.3647 64.4331 10.IT 34.1702 35.8787 37.6727 39.5561 41.5340 43.6108 45.7914 48.0809 50.4850 53.0091 55.6597 58.4426 61.3647 64.4331 67.6547 11.IT 35.8787 37.6727 39.5561 41.5340 43.6108 45.7914 48.0809 50.4850 53.0091 55.6597 58.4426 61.3647 64.4331 67.6547 71.0373 12.IT 37.6727 39.5561 41.5340 43.6108 45.7914 48.0809 50.4850 53.0091 55.6597 58.4426 61.3647 64.4331 67.6547 71.0373 74.5893 13.IT 39.5561 41.5340 43.6108 45.7914 48.0809 50.4850 53.0091 55.6597 58.4426 61.3647 64.4331 67.6547 71.0373 74.5893 78.3188 14.IT 41.5340 43.6108 45.7914 48.0809 50.4850 53.0091 55.6597 58.4426 61.3647 64.4331 67.6547 71.0373 74.5893 78.3188 82.2347 15.IT 43.6108 45.7914 48.0809 50.4850 53.0091 55.6597 58.4426 61.3647 64.4331 67.6547 71.0373 74.5893 78.3188 82.2347 86.3464 16.IT 45.7914 48.0809 50.4850 53.0091 55.6597 58.4426 61.3647 64.4331 67.6547 71.0373 74.5893 78.3188 82.2347 86.3464 90.6637 17.IT 48.0809 50.4850 53.0091 55.6597 58.4426 61.3647 64.4331 67.6547 71.0373 74.5893 78.3188 82.2347 86.3464 90.6637 95.1968 18.IT 50.4850 53.0091 55.6597 58.4426 61.3647 64.4331 67.6547 71.0373 74.5893 78.3188 82.2347 86.3464 90.6637 95.1968 99.9568 19.IT 53.0091 55.6597 58.4426 61.3647 64.4331 67.6547 71.0373 74.5893 78.3188 82.2347 86.3464 90.6637 95.1968 99.9568 104.9546 Oct 2, 2021 IT - Tier 2 1 1yr 2 1yr 3 1yr 4 1yr 5 1yr 6 1yr 7 1yr 8 2yr 9 2yr 10 2yr 11 2yr 12 2yr 13 2yr 14 2yr 15 2yr 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 01.IT2 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 02.IT2 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 03.IT2 21.9970 23.0968 24.2517 25.4643 26.7375 28.0744 29.4781 30.9520 32.4996 34.1246 35.8308 37.6223 39.5034 41.4786 43.5525 04.IT2 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 45.7302 05.IT2 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 45.7302 48.0167 06.IT2 25.4643 26.7375 28.0744 29.4781 30.9520 32.4996 34.1246 35.8308 37.6223 39.5034 41.4786 43.5525 45.7302 48.0167 50.4175 07.IT2 26.7375 28.0744 29.4781 30.9520 32.4996 34.1246 35.8308 37.6223 39.5034 41.4786 43.5525 45.7302 48.0167 50.4175 52.9384 08.IT2 28.0744 29.4781 30.9520 32.4996 34.1246 35.8308 37.6223 39.5034 41.4786 43.5525 45.7302 48.0167 50.4175 52.9384 55.5853 09.IT2 29.4781 30.9520 32.4996 34.1246 35.8308 37.6223 39.5034 41.4786 43.5525 45.7302 48.0167 50.4175 52.9384 55.5853 58.3646 10.IT2 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 11.IT2 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 12.IT2 34.1246 35.8308 37.6223 39.5034 41.4786 43.5525 45.7302 48.0167 50.4175 52.9384 55.5853 58.3646 61.2828 64.3469 67.5643 13.IT2 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 14.IT2 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 15.IT2 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 16.IT2 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 17.IT2 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 18.IT2 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 19.IT2 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 Oct 1, 2022 1 1yr 2 1yr 3 1yr 4 1yr 5 1yr 6 1yr 7 1yr 8 2yr 9 2yr 10 2yr 11 2yr 12 2yr 13 2yr 14 2yr 15 2yr IT - Tier 2 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.IT2 20.1514 21.1590 22.2170 23.3278 24.4942 25.7189 27.0049 28.3551 29.7729 31.2615 32.8246 34.4658 36.1891 37.9985 39.8984 02.IT2 21.1590 22.2170 23.3278 24.4942 25.7189 27.0049 28.3551 29.7729 31.2615 32.8246 34.4658 36.1891 37.9985 39.8984 41.8934 03.IT2 22.2170 23.3278 24.4942 25.7189 27.0049 28.3551 29.7729 31.2615 32.8246 34.4658 36.1891 37.9985 39.8984 41.8934 43.9880 04.IT2 23.3278 24.4942 25.7189 27.0049 28.3551 29.7729 31.2615 32.8246 34.4658 36.1891 37.9985 39.8984 41.8934 43.9880 46.1875 05.IT2 24.4942 25.7189 27.0049 28.3551 29.7729 31.2615 32.8246 34.4658 36.1891 37.9985 39.8984 41.8934 43.9880 46.1875 48.4969 06.IT2 25.7189 27.0049 28.3551 29.7729 31.2615 32.8246 34.4658 36.1891 37.9985 39.8984 41.8934 43.9880 46.1875 48.4969 50.9217 07.IT2 27.0049 28.3551 29.7729 31.2615 32.8246 34.4658 36.1891 37.9985 39.8984 41.8934 43.9880 46.1875 48.4969 50.9217 53.4678 08.IT2 28.3551 29.7729 31.2615 32.8246 34.4658 36.1891 37.9985 39.8984 41.8934 43.9880 46.1875 48.4969 50.9217 53.4678 56.1412 09.IT2 29.7729 31.2615 32.8246 34.4658 36.1891 37.9985 39.8984 41.8934 43.9880 46.1875 48.4969 50.9217 53.4678 56.1412 58.9482 10.IT2 31.2615 32.8246 34.4658 36.1891 37.9985 39.8984 41.8934 43.9880 46.1875 48.4969 50.9217 53.4678 56.1412 58.9482 61.8956 11.IT2 32.8246 34.4658 36.1891 37.9985 39.8984 41.8934 43.9880 46.1875 48.4969 50.9217 53.4678 56.1412 58.9482 61.8956 64.9904 12.IT2 34.4658 36.1891 37.9985 39.8984 41.8934 43.9880 46.1875 48.4969 50.9217 53.4678 56.1412 58.9482 61.8956 64.9904 68.2399 13.IT2 36.1891 37.9985 39.8984 41.8934 43.9880 46.1875 48.4969 50.9217 53.4678 56.1412 58.9482 61.8956 64.9904 68.2399 71.6519 14.IT2 37.9985 39.8984 41.8934 43.9880 46.1875 48.4969 50.9217 53.4678 56.1412 58.9482 61.8956 64.9904 68.2399 71.6519 75.2345 15.IT2 39.8984 41.8934 43.9880 46.1875 48.4969 50.9217 53.4678 56.1412 58.9482 61.8956 64.9904 68.2399 71.6519 75.2345 78.9962 16.IT2 41.8934 43.9880 46.1875 48.4969 50.9217 53.4678 56.1412 58.9482 61.8956 64.9904 68.2399 71.6519 75.2345 78.9962 82.9460 17.IT2 43.9880 46.1875 48.4969 50.9217 53.4678 56.1412 58.9482 61.8956 64.9904 68.2399 71.6519 75.2345 78.9962 82.9460 87.0934 18.IT2 46.1875 48.4969 50.9217 53.4678 56.1412 58.9482 61.8956 64.9904 68.2399 71.6519 75.2345 78.9962 82.9460 87.0934 91.4480 19.IT2 48.4969 50.9217 53.4678 56.1412 58.9482 61.8956 64.9904 68.2399 71.6519 75.2345 78.9962 82.9460 87.0934 91.4480 96.0204