HomeMy WebLinkAboutExhibitAGREEMENT
BETWEEN
CITY OF MIAMI, FLORIDA
AND
INTERNATIONAL ASSOCIATION OF FIREFIGHTERS, AFL-CIO
LOCAL 587
OCTOBER 1, 2023 THROUGH SEPTEMBER 30, 2026
ARTICLE 1
RECOGNITION
1.1. The City hereby recognizes the Union as the sole and exclusive bargaining agent
for all persons in the Fire Department within the following classifications: Firefighter, Fire
Lieutenant, Fire Captain, and Chief Fire Officer. Excluded are all other employees and
classifications, and specifically excluded are: Fire Chief, Deputy Fire Chief, Assistant Fire Chief,
and Executes e Officer to Fire Chief.
For the City
Date:
ti
ARTICLE 2
NO STRIKE
2.1. "Strike" means the concerted failure to report for duty, the concerted absence of
employees from their positions, the concerted stoppage of work, the concerted submission of
resignations, the concerted abstinence in whole or in part by any group of employees from the
full and faithful performance of their duties of employment with the City, participation in a
deliberate and concerted course of conduct which adversely affects the services of the City, or
picketing in furtherance of a work stoppage either during the term of the Collective Bargaining
Agreement or after the expiration of a Collective Bargaining Agreement.
2.2. Neither the Union, nor any of its officers or agents, nor members covered by this
Agreement, nor any other employees covered by this Agreement, will instigate, promote,
sponsor, or engage in any strike, sympathy strike, slowdown, concerted stoppage of work,
picketing in su ort of a work stoppage, or any other activity which prohibits an employee from
reporting
For the City
Date:
ti
c/2_0/
ARTICLE 3
UNION BUSINESS
An employee organization time pool is hereby authorized subject to the following:
3.1. The City agrees to establish a one-time pool bank of six thousand (6,000) hours per
fiscal year to be used during the term of this Agreement only for Union time spent directly representing
employees in the bargaining unit; including but not limited to, collective bargaining; attendance at
conferences; and grievance and disciplinary activities. All unused hours will be carried over to the
following fiscal year.
3.2. For each bargaining unit member, except the Employee Organization President and
designee on full time release, who is authorized by the Union President to use time from the time pool,
the President or his designee shall fill out the appropriate form as provided by the City. This form
shall be processed through channels of the bargaining unit member who is to use the pool time. The
form will be processed as soon as possible and when possible will be in the office of the Fire Chief
seven (7) calendar days prior to the time the employee has been authorized to use the pool time. It is
incumbent upon the Union to submit the appropriate forms. Failure to submit the appropriate forms
may result in denial of the Union pool time, as well as a delay in payment to the employee for Union
pool time.
3.3. To qualify for Union pool time, bargaining unit members must be active and current
employes (not relieved of duty for any reason that is unrelated to the performance of official union
business) with the City. Bargaining unit members may be released from duty on pool time only if the
needs of the service permit, but such release shall not be unreasonably denied. If because of the needs
of the service a bargaining unit member cannot be released at the time desired, the Employee
Organization may request an alternate bargaining unit member be released from duty during the desired
time.
3.4. Employee Organization Time Pool hours will be used on an hour for hour basis,
regardless of the hourly rate of the bargaining unit member using Time Pool time. Effective October
1, 2006, the hours used by the Employee Organization President and as of October 1, 2016, and his
designee while released from duty shall no longer be charged against the Employee Organization Time
Pool Bank. In reporting a bargaining unit member's absence as a result of utilizing the Organization
Time Pool, the daily attendance record shall reflect:
"John Doe on EUP" (Union Time Pool)
3.5. Any injury received or any accident incurred by a bargaining unit member whose time
is being paid for by the Employee Organization Time Pool, or while engaged in activities paid for by
the Employee Organization Time Pool, except the Employee Organization President and the designee
when on full-time release, shall not be considered a line -of -duty injury, nor shall such injury or accident
be considered to have been incurred in the course and scope of his employment by the City within the
meaning of Chapter 440, Florida Statutes as amended. This section shall not include benefits attainable
through F.S. 112.181.
3.6. Upon written request through channels, only the Employee Organization President and
a designee will be released for the term of this Agreement from his or her regularly assigned duties for
the City of Miami Fire Department. The terms of this Agreement for such release are only to be
implemented if the following qualifications are met by the Employee Organization:
A. The Local 587 President and a designee will reasonably be available at the Local 587
Office currently located at 2980 N.W. South River Drive, Miami, Florida, 33125, for
consultation with the Management of the City.
B. The Employee Organization President shall be the only Bargaining Unit
representative released on "EUP" time to appear before any City Board or
Commission. In the absence of the President, the President's designee may represent
2
the Employee Organization; however, the designee must comply with Section 2 of
this Article.
C. The Time Pool will be charged for all hours during which the designee is off -duty
release except for absences due to use of vacation leave, compensatory leave, sick leave,
or holidays will be charged to the designee's employee leave accounts. The Employee
Organization President and designee shall not be eligible for overtime or compensatory
time, unless performing work in excess of the normal work week for the Fire
Department in his/her civil service classification.
3.7. All applicable rules, regulations, and orders shall apply to any bargaining unit member
on time pool release. Violations of the above -mentioned rules, regulations and orders shall subject the
bargaining unit member on pool time to the regular disciplinary processes currently provided for in the
Miami Fire Department.
3.8. The City reserves the right to rescind the provisions of this Article in the event any
portion of the Article is found to be illegal. Canceling the Article shall not preclude further negotiations
of future employee pool time.
3.9. Each bargaining unit member covered by this Agreement may voluntarily contribute
vacation time to the Time Pool in twelve (12)-hour increments.
3.10. Each bargaining unit member who wishes to donate time will use a time pool donation
form, which will be provided by the City. This form shall include language releasing the City from
any and all liability to pay for vacation time contributed by the bargaining unit member to the Time
Pool.
3.11. The Union will be allowed up to three (3) bargaining unit member representatives
who shall be permitted to participate in labor contract negotiation sessions while on duty with no loss
of pay or emoluments.
3
For the City
Date:
g/zoim
4
ARTICLE 4
DISCRIMINATION
4.1. No employee covered by this Agreement will be discriminated against with regard
to any job benefits or other conditions of employment accruing from this Agreement because of
age, race, ethnicity, religion, national origin, union membership, gender, disability or sexual
orientation.
4.2. All references in this Agreement to employees of the male gender are used for
conve jnce only and shall be construed to include both male and female employees.
For the "ity
Date:
612 0/2-Li
ARTICLE 5
PREVAILING BENEFITS
5.1. Job benefits heretofore authorized by the City Manager, continuously enjoyed by
all employees covered by this Agreement and not specifically provided for or abridged by this
Agreement, shall continue upon the conditions by which they had been previously granted.
Nothing in this Agreement is intended to change any local, state or federal laws, ordinances or
regulation, unless otherwise specificially stated in this Agreement (for example, any pension
specific ordinance that may need to change as a result of changes to this Agreement).
5.2. This Agreement shall not be construed to deprive any employee of benefits or
protection granted by the laws of the State of Florida, ordinances of the City of Miami, or
resolutions of the City of Miami in effect at the time of execution of this Agreement.
5.3. The City and the Union will meet at the request of the City to negotiate any
proposed changes in those rights and benefits not specifically covered by the Agreement,
provided however no changes shall be made in the language or intent of this Agreement except
by mutual onsent.
or the City
Date: 6 &/Zq
ARTICLE 6
MANAGEMENT RIGHTS
6.1. It is understood and agreed that the City possesses the sole right to operate the Fire
Department and that all management rights are expressly reserved to the City of Miami, but that
such rights must be exercised consistent with the provisions of this Agreement. These rights
include, but are not limited to, the following: discipline or discharge for just cause; direction and
supervision of all personnel; the hiring, the assignment or transfer of employees; permanently or
temporarily layoff, or furlough because of lack of work or funds; determination of the mission and
objectives of the Fire Department; determination of the station location, methods, means, and
number of personnel needed to carry out the Fire Department's missions and objectives, including
but not limited to, the right to determine whether goods or services are to be made or purchased;
to establish, modify, combine or abolish positions; change or eliminate existing methods of
operation, equipment or facilities; establishment, implementation and maintenance of an effective
internal security and safety program; establishment of rules, regulations and rules of conduct;
introduction of new or improved methods or facilities; and scheduling of operation and shifts.
6.2. Memorandums of Understanding ("MOUs"), grievance settlements and other
agreements, etc. between the City and the Union shall be implemented in the following manner:
a. MOUs: an MOU may be entered into when the parties desire to modify terns and
conditions of employment or existing contract language due to reasons requiring such
modifications. MOUs may only be executed by the City Manager or his designee and the
authorized union officer and will only become effective upon ratification by the parties.
Any MOUs between the City and the Union executed on behalf of the City by any person
other than the City Manager or designee prior to the date of ratification of this Agreement
1
are hereby null and void. Once both parties agree to sunset an MOU it will be placed into
the Book of Reference (BOR).
b. Letters of Reference ("LOR"): a LOR may be entered into by the City or department and
the Union for purposes of clarifying existing practices or contractual language, resolving
labor/management issues, or for such other purposes as may be agreed to by the parties;
provided they do not change terms or conditions of the CBA. Once an LOR is fully
executed it will be placed into the BOR.
c. Book of Reference ("BOR"): The purpose of the BOR is to provide an easily accessible
resource manual for MOUs, LORs, grievance settlements, labor/management agreements,
and p 1 cies.
For the City
Date:
ti
2
ARTICLE 7
UNION REPRESENTATIVES
7.1. Representatives of the Union who are not employees of the City shall be certified
in writing to the Fire Chief Certified representatives will be allowed to meet with individual
employees on City property during working hours to carry on normal business of the Union, if
the Fire Chief has prior knowledge of such activity and such visitation does not interfere with
for
,471i/j
For the U ' on
Date: 5/ 0/Zy
#48232601 v]
08/24/22
ARTICLE 8
NOTICES
8.1. The City agrees to make available to the President of the Union the following
notices or bulletins: City Commission Agenda; changes or additions to the City Administrative
Policy Manual and the Personnel Policy Manual; financial and budgetary documents distributed
by the City Manager(and his/her staff) to the City Commission(and their staff), unless exempt from
disclosure by law. Such notices or bulletins will be picked up by a Union representative at the
City Manager's Office during normal work hours, or be transmitted through electronic mail to a
location designated by the Union President.
8.2. In the course of conducting business, the parties agree that the furnishing of
documents at no cost to the Union by the City is a normal practice. Public Records requests made
by the Union or their representatives exceeding one hundred (100) pages or requiring
administratiy,'research or time, shall be furnished to the Union at a twenty percent (20%) discount.
For'the City
Date: cb'0��
ARTICLE 9
SHIFT EXCHANGE
9.1. Employees shall have the right to exchange shifts under the following
circumstances:
A. He may owe up to twelve (12) shifts at any one time including "R" days.
B. He may be owed up to twelve (12) shifts at any one time including "R" days.
C. Employees may exchange time but in no event will an exchange of time
result in the employee working in excess of two consecutive tours of duty.
D. Trading of time must be done voluntarily by the employees.
E. The reason for the shift exchange is not related to City business.
F. The period during which time is traded and paid back does not exceed
twelve months.
G. The City incurs no overtime obligation as a result of the shift exchange.
H. 1) Exchange of time shall not occur between firefighters and officers.
2) Exchanges of time between officers within the Emergency Response
Division may occur at the same rank, at one (1) rank below, or at
one (1) rank above, the officer's rank.
3) With the restrictions set forth above, personnel assigned to
Advanced Life Support positions may exchange time with personnel
whq are state° fed pa
For the City
Date:
ARTICLE 10
VACANCIES - PROMOTIONS
10.1. When a classified pennanent promotional vacancy occurs in any position it shall
be filled within a reasonable period of time after the official severance of the vacating Fire
Department member. Filling of all vacancies shall be in accordance with the Civil Service Rules
and Regulations, so long as they are not inconsistent with provisions of this Agreement. All
vacancies shall be filled from the promotional register in effect at the time the vacancy occurs. If
a promotional register is not in effect, vacancies will be filled from the next promotional register.
Promotions will be to the effective date of vacancy for the classified position. For pay purposes,
if the City fails to promote within sixty (60) calendar days from the effective date of the vacancy,
retroactive pay shall be paid beginning sixty-one (61) days from the effective date of the vacancy.
10.2. This provision shall not apply when a freeze is declared by the City Manager or the
position is abolished. Once a freeze is lifted, vacancies shall be filled as outlined in 10.1.
10.3. The Department of Human Resources will keep the members of the bargaining unit
covered by this Agreement advised as to promotional opportunities to positions within Article 1 -
Recognition.
10.4. Further, the Director of Human Resources will advise eligible applicants for
promotional opportunities of the general area to be reviewed for preparation prior to the exam.
10.5. The Fire Department Book Review Committee will review and discuss books and
tearnisal-publications they d rtment
for testing purposes. The Human Resources Department and the Book Review Committee or its
representative shall meet and discuss the books, materials, scoring procedures, weights of books,
etc. to be used in the promotional examinations for all positions covered by this collective
bargaining agreement. Such input from the Book Review Committee will be received and
considered by the Human Resources Department, but should not be binding on its usage by the
Human Resources Department.
10.6. All promotional registers for Lieutenant, Captain, and Chief Fire Officer shall
remain in effect for a period of two (2) years from the date the register becomes effective, unless
the register is exhausted.
10.7. Promotional examinations for classified bargaining unit positions shall be given as
soon as possible after the expiration of the previous promotional register for the classified position.
The cutoff date to determine seniority and eligibility for the examination will be the first day the
examination is administered provided the examination is administered within thirty (30) days of
the expiration of the previous promotional register. If the examination is administered later than
thirty (30) days from the expiration of the previous promotional register, the cutoff date for
seniority and eligibility shall be thirty (30) days from the expiration date of the previous
promotional register. The effective date for new promotional registers will be thirty (30) calendar
days from the expiration date of the previous promotional register for the classified position,
regardless of when the test was given.
10.8. Promotional registers for Lieutenant, Captain, and Chief Fire Officer shall have ties
broken using seniority credit that was not previously used in calculating the seniority score for the
exam. if a tie still exists, it shall be broken in favor of the highest ranking Firefighter on the
Departmente
appropriate seniority in grade list for the Captains' or Chief Fire Officers' register.
10.9. Except where prevented by Federal law or Federal mandate, qualified applicants
who are State certified as a Firefighter or State certified as a Paramedic, may be given
consideration before other applicants for employment as determined by the Fire Chief.
10.10. Lieutenant candidates will be required to be a State Certified Paramedic and have
passed the Fire Department driver/engineer course for eligibility to take Promotional exams
establishing registers after October 1, 2000.
10.11. (a) The parties agree that for all Fire Promotional Exams administered after
ratification of this agreement, the City shall require any outside testing provider/vendor to allow
all testing candidates to review their full completed testing exam including any and all information
provided to or produced by assessors, except for the assessors' notes. All documents, criteria,
evaluations, comments, or feedback provided to or produced by any Oral Board
Exercise/Assessment Center Assessors, except for the assessors notes, shall be provided to testing
candidates for their review after testing scores are released. Candidates will be provided within a
reasonable period after completion of their exam, one opportunity of no less than 2 hours to review
the assessor information described above. The candidate will not be allowed to copy, photograph,
take notes or remove any of the materials during the review.
(b) The City will provide sufficient training reasonably aimed at successful
performance in the Oral Board Exercise/Assessment Center portion of the exams.
(c) The City and The Union agree to implement changes to the Oral Board
Exercise/Assessment Center portion of the Fire Captain and Chief Fire Officer FxamsRe, thchare
in the best interest of both parties. To that end, a Labor Management Fire Promotional Exam Panel
shall be established to achieve these changes.
(d) The specifications for any Fire Promotional Exam administered after
ratification of this agreement shall be determined by a Labor Management Panel comprised of four
(4) members selected by the City and four (4) members selected by the Union. The panel shall have
access to the assistance of an independent mutually agreed upon expert at a cost to the city not to
exceed $25,000.00. This panel shall meet twelve (12) months prior to the effective register date of
the exam(s). If there is a consensus among Panel members for the specifications of the Fire
Promotional Exams, then those specifications shall be utilized by the City Manager. If there is no
consensus among Panel members for the specifications of the Fire Promotional Exams eight (8)
months prior to the effective register date of the exam(s), then two (2) separate reports shall be
submitted to the City Manager within ten (10) business days. The City Manager shall not enter into
agreement with the Testing Vendor until he has received both reports. The City Manager's decision
with regard to the specifications is final and is not grievable.
10.12 Bargaining unit members shall have ninety (90) days from the earliest date of access
to the testing materials within which to file any challenge(s) to the promotional exam process with
the Civil Sery • e B i ard, as a means of exhausting the member's administrativeemedy.
Date:
,512-0
For the U ion
ARTICLE 11
BULLETIN BOARDS
11.1. The City shall on the home page of the Miami Fire Department Intranet
site/application portal place a link to the IAFF Local 587 website. The website is currently
www.IAFF587.org. The link will be clearly visible and easily accessible to all bargaining unit
members. Should the website change, the City will make the change upon notice from the IAFF
Union President. IAFF Local 587 will also be permitted to send electronic notices to its
members on the City E-mail system upon approval of the Chief, whose decision is not subject to
the grieva ► c = pr • cedure.
or the City
Date:
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ARTICLE 12
LINE OF DUTY INJURIES
12.1. The City agrees to pay all medical and hospitalization expenses incurred by any
employee covered by this Agreement who is found to have sustained a compensable line -of -duty
injury as provided for by the Worker's Compensation Law of the State of Florida, however, the
parties agree to establish a Fire Labor/Management Committee to establish policies and to
determine how to provide medical treatment and equipment, etc. medically equivalent to that
prescribed, by the most efficient and cost effective means to curtail excessive medical costs for
accepted claims in the following areas:
Health Club and Country Club memberships
Capital improvements on the home
Transportation
Medical equipment for home use
More than two (2) requests for change of physician
Should the injured bargaining unit member choose a provider for assessment and initial
treatment outside the provider network, the City does not waive its right to negotiate a fee with the
provider.
The Fire Labor/Management Committee shall consist of one member appointed by the
IAFF President, one member appointed by the Fire Chief, and one member selected by these two
(2) individuals. An individual appointed by the Director of Risk Manage mcnt will scree as a
technical advisor and liaison with the medical community.
12.2. The parties agree the City will pay the state mandated workers' compensation
indemnity payments to eligible bargaining unit members as a check separate from any other salary
to which a bargaining unit member may be entitled. The bargaining unit member agrees to sign
this workers' compensation check back to the City. The City will also issue a second check to the
employee, which will consist of an amount equal to the workers' compensation payment and the
supplementary salary as set out, and subject to the limitations below. After those deductions with
mandated preference under federal law, the City agrees to take deductions and/or credits from this
second paycheck in the following order: workers' compensation,*1 pension, health insurance,
and any other deductions. The parties agree that this process is intended to provide the employee
with these paychecks without interruptions.
Should the bargaining unit member refuse to return the workers' compensation check to
the City, the City shall cease making any deductions for the employee from the second check for
pension, health insurance, etc. and the bargaining unit member shall then be completely
responsible for making those payments on his/her own, until the employee elects to participate in
the paycheck system described above in Section 12.2.
12.3. The City agrees that any employee covered under this contract who is disabled as
a result of any accident, injury or illness incurred in the line of duty shall be granted supplementary
salary subject to the following conditions: Supplementary salary will be paid in the form of a
continuation of the employee's regular paycheck of which a part thereof is Workers' Compensation
pay as provided by Resolution No. 39802. Pursuant to the above manner of payment, the City will
meet its obligations to the state and to the employee and the employee will avoid creating a debt
to the C ty for pension heahh insurance or other deductions. If the City is unable to implement this
program as set out above, the parties agree to meet to devise another system that will accomplish
the same goals.
Will be indicated on the check as a credit for the City and will be non-taxable.
12.4. No supplementary salary will be paid to anyone injured while performing an act
intended to injure or hurt one's self or another. Supplementary salary shall only be granted for a
period of one hundred and fifty (150) consecutive days from date of injury. Said supplementary
salary may be extended up to an additional sixty (60) consecutive days for serious injuries upon
approval of the City Manager and the Fire Chief. The one hundred fifty (150) days begin when
the employee is actually placed on "D". While the employee is on "D", such time will be
calculated consecutively including days off, "R" days, etc. If the employee is removed from "D",
the non-"D" time will not apply to the one hundred fifty (150) day period.
12.5. It is agreed by the parties that the combination of supplementary and workers'
compensation pay shall not exceed nor be less than one hundred percent (100%) of the bargaining
unit member's weekly net base pay (excluding overtime and any pay supplements not included in
the bargaining unit member's base salary) prior to the line of duty injury, accident, or occupational
disease.
Bargaining unit members who receive supplementary and worker's compensation pay,
shall have a weekly amount of $88.95 ($177.90 biweekly) deducted from supplementary salary
while on worker's compensation. Should the bargaining unit member receive supplementary and
worker's compensation pay for less than a week, the $88.95 weekly deduction shall be prorated as
appropriate for the days the bargaining unit member was on worker's compensation. The $88.95
weekly deduction will be deducted on a priority basis above any other deductions, excluding
wit ucnons.
12.6. If an employee remains temporarily disabled beyond the period of time in which he
is entitled to collect the 100% supplementary pay benefits, he shall be entitled to supplementary
pay equal to the 2/3 "D" payments pursuant to current practice.
12.7. if an employee becomes permanently and totally incapacitated from the further
performance of the duties of his classified position he shall petition the retirement board for
retirement. The supplementary salary of the difference of 2/3 "D" as described above, shall
continue until the retirement is finally granted or denied. The section shall not be construed to
modify the employee's rights under the current pension ordinance
12.8. At any time during his absence from duty claimed to be the result of a line of duty
injury while an employee is collecting City supplementary pay, the employee shall be required,
upon the request of the City Manager, or his designee, to submit to a physical examination by a
physician designated by the City Manager within fifteen days of the request. If such employee,
without cause, as determined by the City Manager, shall fail to submit to the examination at the
time specified, all City supplementary salary benefits will be terminated.
12.9. The City agrees to notify and confer with the Union prior to any official action
regarding the discontinuance of any supplemental salary benefit related to a line -of -duty injury.
12.10. Any condition or impairment of health caused by Human Immunodeficiency
Virus/Acquired Imrnune Deficiency Syndrome (HIV/AIDS), Hepatitis, Tuberculosis, or
Meningitis shall be presumed to have been accidental and to have been suffered in the line of duty
unless the contrary can be shown by satisfactory evidence. For the term of the Agreement, any
employee covered by this Agreement who tests positive for any aforementioned conditions or
diseases shall be entitled at the City's expense to such remedial, palliative, or prophylactic care as
may be medically required. Any employee covered by this agreement who refuses to take the pre-
employment (post conditional offer of employment) medical examination and all of its
components relating to the presumptions within this article, shall not be entitled to the presumption
outlined in this section and Florida Statutes 112.18.
The presumption in favor of employees referred to in this section shall not apply to any
other contagious disease, which may be contracted by employees. Furthermore, the presumption
shall only be applicable to worker's compensation and disability pension benefit determinations.
Nothing in this Agreement shall be construed as a waiver of the City's rights under applicable
State law.
d71
F • the City For the Umon
Date: ViCYZ4
ARTICLE 13
SAFETY COMMITTEE
13.1. There shall be a Safety Committee in the City of Miami Fire Department, which
shall consist of nine (9) members. Four (4) members shall be appointed by the Union and four
(4) shall be appointed by the Chief of the Fire Department. The Fire Department Safety Officer
shall be appointed by the Chief Of the Fire Department as the ninth non -voting member by the
Chief of the Fire Department upon confirmation by the Union President. To take action on any
item, a minimum of six (6) members shall be present, including at least three (3) members from
the Union and three (3) members from the City. A minimum of two (2) members from the Union
and two (2) members from the City shall be present for reporting purposes.
13.2. The Safety Committee shall meet bimonthly, or more or less often by mutual
consent, and such meeting shall be scheduled at the time established by the Chief of the Fire
Department. The Chief of the Fire Department, or his designee, shall preside at all meetings.
13.3. The purpose of these meetings will be to discuss problems and objectives of
mutual concern, concerning safety and health conditions of the Fire Department, but excluding
grievances or matters, which are the subject of collective bargaining negotiations between the
parties.
13.4. Meetings shall be conducted on a semi -formal basis following an agenda which
shall include items submitted by any member of the Committee to the Chief of the Fire
Department at least five (5) working days prior to the meeting, together with such information as
may be helpful in preparing a meaningful meeting agenda program. The agenda shall be provided
to each member of the Committee. The Chief of the Fire Department shall arrange for minutes
to be taken of each meeting, and for distribution of copies to each member of the Committee.
Recommendations of the Committee may be sent to the City Manager or his designee if requested
by a member of the Committee.
#48241136 vl
13.5. Agended issues and subsequent discussions on the subject of safety and health
shall not limit or preclude the right of the Union to seek enforcement of safety requirements under
the Occupatio .1 Safety and Health Act, if applicable.
F. the Ci
Date:
5V70/z-e1
For the Union
2
#48241136 vl
ARTICLE 14
SPECIAL MEETINGS
14.1. The City and the Union agree to meet and confer on matters of interest upon the
written request of either party. The written request shall state the nature of the matters to be
discussed and the reason(s) for requesting the meeting. Discussion shall be limited to matters set
forth in the request, but it is understood that these special meetings shall not be used to renegotiate
this Agreement. Special meetings shall be held within ten (10) calendar days of the receipt of the
written request and shall be held between 8:00 a.m. and 5:00 p.m. at a time designated by the City.
The Union and the City shall be represented by not more than four (4) persons each at special
meetings.
14.2. Employee representatives of the Union at special meetings will be paid by the City
for time spent in special meetings if on duty, but only for the straight time hours they would
otherwise have worked on their regular work schedule. Time spent in special meetings shall be
considered as hours worked.
14.3. No special meeting shall be held unless the Fire Chief is notified in advance and
approves the arrangements made for releasing any on -duty Firefighter who is to attend such
meeting.
14.4. The parties agree to participate in the Labor/Management process as currently
established. The Labor/Management process is an ongoing tool for addressing and solving issues
and p .oblems c er ni= g he Union, the D '
arise and do not require the formalities of reopening negotiations. Any agreements made that have
an economic impact on the City must be approved by the City Manager or his designee. It is
agreed this process complies with and is an extension of Article 14, as the Labor/Management
process appli to collective bargaining.
For the Cit
Date:
For the U on
ARTICLE 15
GRIEVANCE PROCEDURE
15.1. A grievance is defined as a dispute involving the interpretation or application of the
specific provision of this Agreement, except as exclusions are noted in other articles of this
Agreement.
15.2. A grievance shall refer to the specific provision or provisions of this Agreement
alleged to have been violated. Any grievance not conforming to the provisions of this paragraph
or that contains non -identification of a specific articles(s) of this Agreement shall be denied and
not eligible to advance through the steps of the Grievance Procedure including arbitration.
Grievances involving Workers' Compensation are not subject to the grievance procedure of this
Agreement; except that a question concerning supplemental salary may properly be processed as
set forth in the Article entitled "Line of Duty Injuries."
15.3. All employees covered by this Agreement shall be required to make a written
Election of Remedy prior to filing any grievance at Step 2 or higher steps or initiating action for
redress in any other forum. Such choice of remedy will be made in writing on the Election of
Remedy form available at the Department of Human Resources, Labor Relations Division. Any
employee electing a remedy other than this grievance procedure shall be denied the use of the
Grievance Procedure for the resolution of this specific grievance.
The Union and its members agree that an appeal to any other forum to resolve an issue
that would otherwise be subject to this grievance procedure under this Agreement would preclude
the use of said Grievance Procedure to resolve such alleged grievable issues.
15.4. Nothing in this Article shall prevent the Union from appearing before the City
Commission or other City boards on matters concerning the tenns and conditions of employment
or on any matter affecting the welfare of its members, and such shall not be considered as an
election of remedy under this Article. However, such appearance by the Union shall not be in
violation of Florida Statutes Chapter 447.501(2), (a), (b), (c).
15.5. Grievances shall be processed in accordance with the following procedures:
Step 1. The aggrieved employee shall discuss the grievance with his immediate officer
within ten (10) calendar days of the occurrence, which gave, rise to the grievance. Such discussion
shall be memorialized in writing by the aggrieved employee. The Union representative may be
present to represent the employee, if the employee desires him present. The immediate officer
shall attend to the matter and/or respond to the employee within ten (10) calendar days.
Where a grievance is general in nature in that it applies to a number of employees having
the same issue to be decided, or if the grievance is directly between the Union and the City, it shall
be presented directly at Step 3 of the Grievance Procedure, within the time limits provided for the
submission of a grievance in Step 1 and Step 2 and signed by the aggrieved employees or the
Union representative on their behalf. The Election of Remedy form as provided in Section 15.3
of this article shall be completed and attached to grievances presented directly at Step 3. All
grievances must be processed within the time limits herein provided unless extended by mutual
agreement in writing. Any grievance not processed by the Union in accordance with the time
limits provided in each step of the Article shall be considered conclusively abandoned. Any
grievance not processed by the City within the time limits provided herein shall be automatically
advanced to next higher step in the Grievance Procedure.
Step 2. If the grievance has not been satisfactorily resolved at Step 1, the aggrieved
employee or employees shall meet with the Union Grievance Committee on non -City time and
non -City property and the Union Grievance Committee shall determine if a grievance exists. If
the Grievance Committee decides to advance the Grievance, a Union representative shall reduce
the grievance to writing on the standard form provided by the City for this purpose and present
such written grievance to the Fire Chief within forty (40) calendar days from the date of the Step
1 answer was given to the grievance or the Union. The Fire Chief shall meet with the Union
representative and shall respond to the Union in writing within ten (10) calendar days from receipt
of the written grievance. Within the forty (40) calendar day time frame as outlined above, the
Union shall notify the Fire Chief in writing of the nature of the grievance; what specific
provision(s) were allegedly violated; whether the Union will advance the grievance, the grievant
must submit a written grievance to the Fire Chief within three (3) calendar days of the date on
which he was advised by the Union of its position or the grievance shall be considered abandoned.
The parties agree, however, that nothing in this section shall be construed to prevent a
member of the bargaining unit from presenting his grievance to the public employer and have such
grievance adjusted without the intervention of the Union Representative, if the adjustment is not
inconsistent with the terms of the Collective Bargaining Agreement then in effect. The Union
Representative will be given a reasonable opportunity to be present at any meeting between the
grievant and the City representatives for the resolution of said grievance. All of the above must
be consistent with the time frames described in the various steps of the Grievance Procedure as
outlined herein.
Step 3. If the Grievance has not been satisfactorily resolved at Step 2, the Union may
present a wntten appeal to the Director of Human Resources or designee within ten (10) calendar
days from the time the Step 2 response was due. The Director of Human Resources or designee
shall meet with the Union representative to hear the grievance and shall respond in writing to the
Union within fourteen (14) calendar days from the receipt of appeal.
Step 4. If the Grievance has not been satisfactorily resolved at the Step 3 level of the
Grievance Procedure, the Union or an individual bargaining unit grievant may request a review by
an impartial arbitrator provided such request is filed in writing with the Director of Human
Resources or designee no later than twenty-one (21) calendar days after the Director of Human
Resources' or designee's response is due in Step 3 of the Grievance Procedure.
15.6. The parties to this Agreement will attempt to mutually agree upon an independent
Arbitrator. If the parties fail to select an arbitrator, either the Federal Mediation and Conciliation
Service or the American Arbitration Association shall be requested for a panel or panels to be
submitted. if the parties cannot agree, they will alternate between the two (2). The cost of said
panel(s) shall be shared equally by the parties.
15.7. The arbitration shall be conducted under the rules set forth by the American
Arbitration Association on this subject which do not conflict with the terms contained herein.
Subject to the following, the Arbitrator shall have jurisdiction and authority to decide a grievance
as defined in this Agreement. The Arbitrator shall have no authority to change, amend, add to,
subtract from or otherwise alter or supplement this Agreement or any part thereof or any
amendment thereto. The Arbitrator shall have no authority to consider or rule upon any matter
which is stated in this Agreement not to be subject to arbitration or which is not a grievance as
defined in this Agreement, or which is not specifically covered by this Agreement; nor shall this
Collective Bargaining Agreement be construed by an arbitrator to supersede applicable laws in
existence at the time of signing this Agreement. No Arbitrator shall have jurisdiction to arbitrate
any dispute arising under the terms of any executed settlement agreement between the City and
the Union or between the City and any bargaining unit member(s) entered into after ratification of
this Agreement, unless mutually agreed to by the parties. The parties to this Agreement agree that
the terms of any executed settlement agreement shall control the forum in which that particular
settlement agreement may be enforced.
15.8. The Arbitrator may not issue declaratory or advisory opinions and shall confine
himself exclusively to the question, which is presented to him, which question must be actual and
existing.
15.9. It is contemplated that the City and the Union mutually agree in writing as to the
statement of the matter to be arbitrated prior to hearing. When this is done, the Arbitrator shall
confine his decision to the particular matter thus specified. When the parties are unable to agree,
the Arbitrator shall decide the issue or issues to be arbitrated.
15.10. Each party shall bear the expense of its own witnesses and of its own
representatives. The parties shall bear equally the expense of the impartial arbitrator. The party
desiring a transcript of the hearing will bear the cost of same.
15.11. Copies of the award of the arbitration made in accordance with the jurisdiction or
authority under this Agreement shall be furnished to both parties within thirty (30) calendar days
of the hearing and sh. , be final and binding on both parties.
For the City For the Union
Date:
c/2-6M
ARTICLE 16
SAFETY SHOES
16.1. The City shall, effective upon ratification of the labor agreement, reimburse
bargaining unit employees up to $200 for the purchase of an initial pair of safety shoes, the
replacement of same due to job related wear and tear or accidental destruction or at the employee's
discretion, the refurbishment or resoling of same. To receive this allowance, the employee will
present the purchased, refurbished, or resoled shoes and the bill of sale to a management
representative. Safety shoes paid for by the City shall only be worn when on Fire Department
business, including reporting to and from work.
16.2. The Chief of the Fire Department or his designee shall determine when, in his
judgment, a pair of safety shoes shall be issued as replacement. Safety shoes shall be issued on
the basis of need and not on an automatic basis. Any bargaining unit member requesting the
replacement of more than one (1) pair of safety shoes during a calendar year shall satisfactorily
demonstrate in writing on a form provided by the City that the replacement of said safety shoe is
necessary due to job related wear and tear or accidental destruction.
16.3. Employees who work in positions in which safety shoes are not required shall also
be eligible for a shoe allowance to purchase, refurbish, or resole a pair of approved uniform dress
shoes.
16.4. The shoe standard as administered in the past must be met to qualify for the
reimbursement.
16.5. Effective upon ratification, the City shall reimburse bargaining unit employees who
have successfully completed recruit training up to $500 for an initial pair of leather structural
firefighting boots. The City shall provide said reimbursement in accordance with the procedure
set forth above for safety shoes, except that any bargaining unit member requesting the
replacement of more than one (1) pair of boots in a three (3) year period shall satisfactorily
demonstrate in writing on a form provided by the City that the replacement of boots is necessary
due to job related wear and tear or accidental destruction. The Fire Chief or designee shall have
final approval for early replacement of boots suspected of non job related wear and tear, or
damage.
16.6. Structural firefighting boots shall meet the minimum safety standard set by the Fire
Department Safety Committee, after considering all available safety standards.
For the City
Date:
ti
�-✓r�LG°1 ��
For the Union
ARTICLE 17
GROUP INSURANCE
17.1. The group insurance benefits will be those as set forth in the IAFF Local 587
Health Insurance Trust Fund Plan of Benefits ("Firefighters Plan") or such successor trust.
17.2. The City agrees to pay $ 8.08 per pay period for the cost of life insurance coverage
and accidental death and dismemberment coverage currently provided by the IAFF, Local 587.
17.3. Effective January 1, 2019, the Union shall maintain its own group health, life, and
accidental death and dismemberment insurance plan. All current and future bargaining unit
members who have worked at least ninety (90) days from date of appointment, and their eligible
dependents, will no longer be covered by City -provided medical and dental benefits and will
instead be covered by the Firefighters Plan subject to the Plan's eligibility requirements as
defined in the plan document. Non -bargaining unit State certified firefighter employees in the
Fire Department have the option of coverage under the Firefighters Plan or the City -provided
plan, but not both, provided they meet the Firefighters Plan Trust's eligibility requirements as
defined in the plan document. Group health premiums will be paid by the bargaining unit
employee with pre-tax dollars.
17.4. Bargaining unit members are eligible to participate in the City's voluntary benefits
plan administered by the City.
17.5. The City's total contribution towards the cost of the Firefighters Plan for the 2019
Plan year shall be $18,007,415, equal to the total medical claims cost of health insurance for
IAFF bargaining unit members in the City's health plan for the 2017 calendar year' plus
administrative costs. The City shall make its contribution in twenty-six (26) equal, bi-weekly
As reflected in the April 2018 Cigna Consultative Analytics report.
installments during the Plan year. However, for the 2019 Plan year the installment schedule will
commence two (2) bi-weekly periods before the start of the 2019 Plan year.
17.6. For additional bargaining unit member participants in the Firefighters Plan, the
City shall pay an additional bi-weekly contribution to the Firefighters Plan at the rate of $567.24
per additional participant.
17.7. The City's contribution to the Firefighters Plan for succeeding plan years shall be
computed with a change factor equal to the actual cost of the City's health plan as it may be
amended for the prior year. The parties agree that the City's contribution for succeeding plan
years may increase or decrease. However, a voluntary reduction in the plan benefits by the City
will not be a basis for reducing the City's contribution to the Firefighters Plan.
17.8. The parties agree that upon a change in law requiring modification to plan benefits
the parties shall reopen this article to bargain regarding the City's contribution to the Firefighters
Plan.
17.9. Limitation on decreases in the City's contributions: The parties agree that until
the Union health trust builds an adequate initial reserve fund for the Firefighters Plan in the
amount of four million six hundred thousand dollars ($4,600,000.00), there shall be no decrease
in the City's contributions to the Firefighters Plan. The Union shall allocate all contribution
increases from the City to the reserve fund. The City shall not be the sole funding source for the
initial reserve fund, and the Union shall contribute to the reserve fund through savings and excess
premium contributions from the bargaining unit members and all other surpluses over the cost of
administering the plan. Once the initial reserve fund is met, the limitation on decreases in the
City's contributions as set forth in this paragraph shall be void, and this paragraph shall have no
further effect regardless of any subsequent decrease or decline of the balance of the reserve fund.
17.10. The City shall be provided with a copy of the Firefighters Plan summary plan
description(SPD) and the Trust Agreement, and any other information as required by law. Upon
2
request, the Union and its insurance plan administrator shall timely permit the City to review any
records related to the Union's health insurance plan. Upon written request, the City shall be
provided with an accounting of the reserve fund, including cash flows, within ten (10) calendar
days.
17.11. The Union shall indemnify and hold harmless the City, its assigns, officials,
officers, directors, affiliates, attorneys and employees from and against any and all allegations,
claims, actions, grievances, suits, demands, damages, liabilities, obligations, losses, settlements,
judgments, costs and expenses(including without limitation attorneys' fees and costs), which
arise out of, relate to or result from any act or omission of the Union with relation to the
establishment, actment, implementation, application, or administration of the Firefighters Plan.
For the City
Date:
,s/24/2-q
3
ARTICLE 18
WAGES
18.1. Effective the first full pay period after October 1, 202 32,Bbargaining unit members
will adhere to the current salary schedule as set forth in the attached Appendi.xces BA. Effective
the first full pay period after October 1, 2024, bargaining unit members will adhere to the salary
schedule as set forth in the attached Appendix C. Effective the first full pay period after October
1, 2025, bargaining unit members will adhere to the salary schedule as set tin-th in the attached
Appendix E. Bargaining unit members that are not at their maximum step will be eligible for step
increases on their anniversary date in accordance with the time frames delineated below.
The following time frames apply to employees eligible for step increases:
Step 2 5% after one (1) year at Step 1
Step 3 5% after one (1) year at Step 2
Step 4
Step 5
Step 6
Step 7
Step 8
Step 9
Step 10
Longevity Steps:
Step 11
Step 12
Step 13
Step 14
Step 15
Step 16
5% after one (1) year at Step 3
5% after one (1) year at Step 4
5% after one (1) year at Step 5
5% after one (1) year at Step 6
5% after one (1) year at Step 7
5% after one (1) year at Step 8
5% after one (1) year at Step 9
5% after one (1) year at Step 10
2.5% after ffruFtwo (42) years at Step 11
2.5% after two (2) years at Step 12
2.5% after two (2) years at Step 13
2.5% after two (2) years at Step 14
2.5% after two (2) years at Step 15
18.2. For all EMS Revenue collected after September 30, 2016, EMS Revenue above 3.64
million in each semi-annual period shall be split 50-50 (employee -City) for bargaining unit
members assigned to advanced life support transport units. The sharing will occur on a semi-
annual basis.
Effective October 1, 2022, bargaining unit members who are assigned to ALS Transport
positions and members assigned to the EMS Support Division will receive an eight percent (8%)
supplement to base pay hereto referred to as ALS 1. Members assigned to ALS Non Transport
positions will receive a three percent (3%)supplement to base pay hereto referred to as ALS2.
Lieutenants and permanent Firefighters assigned to swing or unassigned in the ERD Division will
receive ALS Transport pay (ALS 1).
ALS Acting Pay:
A. Members who are not regularly assigned to ALS units and who are required to ride
in an ALS Transport position shall be paid eight percent (8%) above their hourly
rate of pay(ALS8) for all hours worked in that capacity during that shift, provided
they ride in that capacity for a minimum of four (4) hours.
B. Members who are regularly assigned to ALS non -transport units and who are
required to ride in an ALS Transport position shall be paid five percent (5%) above
their hourly rate of pay (ALS5) for all hours worked in that capacity during that
shift, provided they ride in that capacity for a minimum of four (4) hours.
C. Members who are not regularly assigned to ALS units and who are required to ride
in an ALS non -transport position shall be paid three percent (3 %) above their hourly
rate of pay(ALS3) for all hours worked in that capacity during that shift, provided
they ride in that capacity for a minimum of four (4) hours.
18.3. Upon promotion to a higher rank the employee shall receive a 15.763% promotional
increase in base salary. Effective October 1, 2024, upon promotion to the rank of Lieutenant, the
employee shall receive a 17.763% promotional increase in base salary. Such increases shall result
in the member receiving the salary indicated on the attached Fire Salary Schedule for their
respective rank and total years of service in the City.
18.4. Active bargaining unit members shall receive an annual Fire Prevention pay
supplement of $1,500. Fire Prevention pay shall be subject to pension deductions and applicable
federal taxes and shall be included in calculating an employee's average earnings for pension
purposes.
18.5. Former fire bargaining unit employees who left the employ of the Fire Department
under honorable conditions and who have been approved by the Fire Chief shall be placed on a
reemployment list, provided the former firefighter is a State certified firefighter. The
reemployment list shall be considered separate from the eligibility list for new hires.
Those on the rehire list may be hired by the Fire Chief as openings occur without regard to
the eligibility list for new hires. In addition, the following shall apply:
A. In accordance with State certification requirements, eligibility shall be limited
to three (3) years following the effective date of resignation.
B. Under conditions set forth above, any former permanent fire bargaining unit
employees having one (1) to four (4) years, and eleven (11) months of previous
continuous service as a firefighter will be placed at Step 1 (48-hour shift) of
the Firefighter salary schedule. Former permanent fire bargaining unit
employees having five (5) or more years of previous continuous service will be
placed at Step 5 (48-hour shift) of the Firefighter salary schedule.
18.6. All changes in salary because of promotion, demotion, step and/or longevity
increase, etc., shall begin to accrue the effective date of the change, but actual payment for the
same shall not be made until the first full pay period following the effective date of the change.
18.7. Bargaining unit members shall receive, in recognition of their efforts in generating
new revenue, a "revenue incentive" pay supplement of $1,500 annually.
The revenue incentive wage payment shall be segregated on the employees paycheck stub
so employees realize the pay is based upon their performance. The revenue incentive wage
payment will not be rolled into any pay supplements.
18.8. Leaves of absence without pay or suspension of any duration shall cause the effective
date of the longevity and anniversary date to be deferred by the same number of calendar days
embraced by said leave. This break in pay shall not be considered a break in continuous service.
18.9. Any bargaining unit employee upon normal retirement from City service, or
separating under honorable conditions, who has served for a period of twenty-five (25) years or
more, shall be granted, at the time of his/her normal retirement or honorable separation, one
hundred seventy-three and three tenths (173.3) hours of pay if on a forty (40) hour work week and
two hundred eight (208) hours of pay if on a forty-eight (48) hour work week.
18.10. Effective the first full pay period after October 1, 2023 16 , bargaining unit members
shall receive a State Certified Paramedic annual pay supplement in the amount of $6,000 or-1-415%
of base pay, whichever is higher. Effective the first full pay period after October 1, 2024,
bargaining unit members shall receive a State Certified Paramedic annual pay supplement in the
amount of $6,000 or 17°/i, of base pay, whichever is higher. Effective the first full pay period after
October 1, 2025, bargaining unit members shall receive a State Certified Paramedic annual pay
supplement in the amount of $6,000 or 18% of base pay, whichever is higher. Paramedic pay
supplement shall be subject to pension deductions and applicable federal taxes and shall be
included in calculating an employee's overtime and average earning for pension purposes. Any
State Certified Paramedic who is restricted from using their Paramedic License by the Medical
Director for failure of Protocol Testing shall be subject to a reduction in Paramedic pay. The
manner and the amount of reduction shall be mutually agreed upon by the Union and the Fire
Chief, but in no case shall the parties agree to an amount less than EMT pay. Any reduction in
pay shall not occur less than six (6) months after the restriction is first applied. The parties agree
to further discuss the Protocol Testing and remediation procedures.
State C , i-tii -d EMT(non paramedics) shall receive
2% of base pay. Effective the first full pay period after October 1,202 3-1-7, bargaining unit
members who are State Certified EMT(non-paramedics) shall receive an annual pay supplement
in the amount of 45% of base pay.
18.11. Bargaining unit members shall receive a monthly educational incentive pay
supplement in accordance with Chapter 633, Florida Statutes.
18.12. Effective the first full pay period after October 1, 2016 :
A. Bargaining unit members shall receive an annual pay supplement up to $2,500 or 5% of
base pay, whichever is higher, for using the following certifications specified below. Any
increases or decreases in the number of positions that receive any of the certification
increases listed below shall be agreed upon by the Department and the Union by mutual
agreement.
• Hazardous Materials Technician assigned to the Hazardous Materials Team
• State Certified Fire Service Instructor assigned to Instructor positions
• State Certified Fire Inspector- assigned to the Fire Prevention Bureau
• N.A.U.I. or P.A.D.I. Certified divers assigned to the Dive Team
• Employees assigned to the SWAT Team
• Members assigned to the Technical Rescue Team completing 120 hours of department
approved training
• Fire Air Program Coordinators assigned to coordinate and supervise the Air Program
• Air Truck Drivers assigned to the Air Program
B. Emergency Vehicle OperatorsDriver Engineers — Effective October 1, 2023143,, bargaining
unit members assigned to the ERD Division with the regular responsibility of driving
emergency response vehicles, including the fire boat, shall receive an annual pay
supplement up to $2,500 or 2.5% of base pay, whichever is higher.
B.C. Driver Engineers- Effective October 1, 2023, bargaining unit members assigned to
a suppression apparatus and successfully completed the Driver Engineer test (checkout) as
outlined in the City of Miami Fire -Rescue Operating Procedures Manual (OPM), shall
receive an annual pay supplement of 5% of base pay.
CD. Bargaining unit members may be eligible to receive the following annual pay
supplement on their base rate of pay:
• Members assigned to twenty four (24) hour on -call positions shall receive 10% on -
call pay. Those positions must be mutually agreed to by the Union and the Fire
Chief. Members shall be available for call via telephone during all off -duty hours
and respond in a timely fashion within a maximum of thirty (30) minutes of being
notified
• Plans Examiners/New Construction assigned to the Fire Prevention Bureau who are
certified as State of Florida Fire Inspectors and review all building plans within the
City of Miami shall receive a 10% pay supplement
• Chief Fire Officers assigned as Battalion Commanders over all districts on their
assigned shift shall receive a 10% pay supplement
• Members assigned to work a forty (40) hour work schedule shall receive a 5% pay
supplement
• Fire Lieutenants or Fire Captains assigned to the Alarm Office as Fire Central
Information Officers on their assigned shift shall receive a 5% pay supplement
18.13. Effective October 1, 2022, bargaining unit members who are State Certified Fire
Investigators and are regularly assigned to the Fire Investigation Unit (FIU), shall receive an
annual pay supplement in the amount of 5% of base pay.
18.14. Effective October 1, 2022, bargaining unit members who are State Certified Live
Fire Training Instructors and are regularly assigned to the Training Division, shall receive an
annual pay supplement in the amount of 10% of base pay.
18.153. The Parties agree that annual pay supplements that are currently subject to pension
deductions and applicable federal taxes and that are currently included in calculating an
employee's average earnings for pension purposes shall continue to be subject to pension
deductions and applicable federal taxes and included in calculating an employee's average
earnings for pension purposes.
18.164. EMS recertification training shall be performed Off Duty with Overtime pay in
accordance with this Agreement.
18.175. Effective the first full pay period after October 1, 2015, the bargaining unit
members identified in Appendix D who would receive a reduction to their base wages as a result
of the implementation of the cumulative changes in this Article and the change in the employee
pension contribution as set forth in Article 43 - Pension, will have their rate of pay adjusted to
offset the reduction, respectively. These members shall remain at this new pay rate until either
their next step increase or upon promotion to a higher rank which results in a higher base salary.
18.186. Effective October 1, 202318, bargaining unit members who currently have or
successfully obtain a college or university degree shall receive an annual incentive bonus as
outlined below. This incentive shall be prorated and paid on a bi-weekly basis. Bargaining unit
members shall only be credited for the single highest educational degree obtained.
• Associate Degree
• Bachelor's Degree
• Master's Degree
$1,200$1,800
$2,'100$ 3,600
$3,600$5,400
• r� is Doctor, Ph.D., Ed. D, M.D $4,800$7,200
For the City For the Unn
/
Date: �5—/ Z'11/7'11
ARTICLE 19
VACATION TIME
19.1. Base vacation hours shall be one hundred forty (140) hours (96 hours for 40-hour
employees). Longevity vacation on the sixth, seventh, eighth, ninth and tenth year of employment
will be granted at the rate of ten (10) hours per year longevity vacation. From the eleventh year
on it will be granted at the rate of five (5) hours per year. Bargaining unit member vacation accrual
per year will be capped at two hundred ninety hours (290) hours (240 for 40 hour employees).
Employees who are above two hundred ninety (290) hours prior to December 31, 2015 are exempt.
Employees who retire upon normal service retirement may, at their sole discretion, make an
irrevocable election in the calendar year prior to the calendar year in which the employee severs
service from the City of Miami to convert any portion of their accumulated vacation time to sick
time at the time of severance of service.*r
19.2. The following will apply to the scheduling of vacation:
A. The vacation time multiplier for scheduling vacations shall be 1.25.
B. Vacation time may not be used in place of sick time unless the member does
not have any sick time in his/her sick time balance. Vacation leave shall
be taken in increments of not less than one (1) hour.
C. The Hazardous Materials Team members shall schedule the vacation under
this agreement.
19.3. Vacation shall be taken by the second payrell-,cria€1—fullerwinhc }noll
period of the calendar year in which the vacation was credited. If using the second payroll period
causes administrative problems, then the parties will explore other methods of addressing this
1*Any vacation time balances that are converted to sick time under provisions of Article 19.1.above
shall be added over and above the 1200 hour limitations set forth in Article 44.6
issue. Forty (40) hour employees (or 48 hour and 52 hour employees) shall only be allowed to
carryover five hundred (500) hours (or 600 hours) of the previous year's credited vacation. Any
excess vacation over the five hundred (500) hours (or 600 hours) automatic carryover not taken
within the payroll calendar year will be forfeited. Employees who were on disability at the time
of their scheduled vacation shall be paid for all excess vacation over five hundred (500) hours (or
600 hours) at the employee's January 1, hourly rate of pay following the year the vacation would
have been scheduled. If an employee is unable to take a previously authorized vacation due to
cancellation by his/her Department and the vacation cannot be rescheduled within the payroll
calendar year, any hours in excess of the five hundred (500) hours (or 600 hours) which would
have been forfeited shall be paid for at the employee's January 1, hourly rate of pay following the
year the v tion was scheduled.
or the ty
Date:
ch,o/
ARTICLE 20
OVERTIME
20.1. All authorized hours actually work performed in excess of an employee's normal
work day and in excess of an employee's normal work week shall be considered overtime work.
Employees performing overtime work shall be paid at the rate of time and one-half at their straight
time hourly rate of pay.
20.2. Employees shall be compensated for overtime as set forth below:
A. Employees may be paid for holidays and other overtime as it occurs, or, at
their option, they may accumulate compensatory time up to a maximum of
200 hours. Prior to November 1 of each year, the employee may elect to be
paid for the full accumulation of earned time on the last pay day in
November or carry over up to 48 hours for use during the following calendar
year. If the employee elects to carry over up to 48 hours of compensatory
leave, any additional balance shall be paid on the last pay day in November.
B. Employees may schedule up to 48 hours of compensatory time in
conjunction with their vacations.
C. Compensatory time, which has not been previously approved, may be taken
off at the sole discretion of the Fire Chief. Denial of requests to use
unscheduled compensatory time shall not be subject to any grievance
procedure.
D. In the event, a state of emergency is declared due to an act of God and the
City Manager grants emergency leave, such leave shall not be included in
determining eligibility for overtime. The employee utilizing such leave
shall be paid straight time for those hours worked in excess of their normal
work day or in excess of their normal work week equal to the number of
hours taken as emergency leave, before overtime shall apply. Employees
shall not be permitted to accrue compensatory time in lieu of overtime for
grant -funded positions, including overtime created by back -fill.
20.3. The parties agree that overtime hours shall not be used in the computation of
arriving at average earnings for purposes of establishing pension benefits.
20.4. The parties agree that assignments of overtime work shall rest solely with the
Department Director.
20.5. The parties agree that the assignment of overtime work is on an involuntary basis
and any employee refusing assignments of such work is subject to disciplinary action as deemed
appropri- by the Department Director.
For the Cr
Date:
z-ti 2-c/
ARTICLE 21
CALL BACK PAY
21.1. All employees covered by the terms of this Agreement who are called back to work
while off duty shall be paid at least three (3) hours minimum, plus one (1) hour's travel time, at the
employee's overtime rate provided by Article 20.
21.2. Any employee covered by this Agreement who is summoned to appear as a witness,
while off duty as a result of his direct employment as a member of the Miami Fire Department,
will be paid four (4) hours minimum at one and one-half times his current hourly rate, excluding
travel time, for all such time, provided that the Fire Chief is given prior notification so that he is
given an opportunity to schedule such appearance during regular duty hours. In consideration of
receiving overtime pay, the employee shall promptly assign to the City any witness or deposition
fees received, and mileage allowance, if any. This Article shall not apply in legal disputes where
one member of the bargaining unit sues another member of the bargaining unit covered by this
Agreement.
21.3. Attendance in court in response to a legal order or subpoena to appear and testify
in private litigation, not in connection to an employee's official duty, but as an individual, shall be
taken as vac. ' • , compensatory leave, or leave of absence without pay.
ti
Fort e City
-Z,yDate:/�
ARTICLE 22
WORKING OUT OF CLASSIFICATION
22.1. The City agrees that any person covered by this Agreement who is required to
accept the full responsibilities and carry out the duties of a rank above that which he normally
holds shall be paid at the hourly rate of five percent (5%) above his current rate in his regular
classification while so acting, provided he works in that capacity for a minimum of four (4) hours.
22.2. The Fire Chief or his designee may at his sole discretion select the best -qualified
employee to serve in a classification higher than the classification in which he has Civil Service
status. The employee will serve in this capacity for such periods of time as best suits the needs of
the Fire Dep j ent as determined by the Fire Chief or his designee.
For the City
Date:
,5--Aio/Zy
ARTICLE 23
HOLIDAYS
23.1. The following days shall be considered holidays:
New Year's Day Columbus Day/ Indigenous People' Day
Presidents' Birthday Veterans Day
Memorial Day Thanksgiving Day
Independence Day Day After Thanksgiving
Labor Day Christmas Day
Martin Luther King Day Juneteenth
23.2. Any additional holidays declared by official resolution of the City Commission
shall be added to the above list.
23.3. New Year's Day, Independence Day, Veterans Day, and Christmas will be on
January 1st, July 4th, November 1lth, and December 25th, respectively. However, those
bargaining unit employees who work 40 hours per week will observe the above four (4) holidays
on the same dates as do the non -uniformed employees of the City.
23.4. Any employee covered by this Agreement, in pay status, at the time the holiday
occurs, shall, at his option, if assigned to a twenty-four (24) hour shift (48 or 52 hour work week),
be paid for ten (10) hours at his regular rate of pay or -receive ten (10) hours of compensatory time,
or if assigned to a forty (40) hour work week be paid for eight (8) hours of compensatory time or
be paid eight (8) hours at his regular rate of pay
23.5. It is agreed and understood that premium pay for work performed on a holiday shall
be calculated as one-half of the actual time worked. An employee who works an eight (8) hour
shift on which the holiday occurs, shall receive four (4) additional hours as premium pay; an
employee who works a sixteen (16) hour shift on a given holiday shall receive eight (8) additional
hours as premium pay; and all employees whether they are off or on duty on the day on which the
holiday occurs shall receive ten (10) hours for the holiday. The ten (10) hours, plus the premium
pay as defined above is payable in cash or earned time at the employee's option according to the
following:
Any additional holiday time declared by the City shall be considered under the
holiday option of cash or earned time for the actual amount of time so declared as holiday;
premium pay shall be calculated as one-half the actual amount of time worked for such
additional holiday time.
For the City
Date:
For the Union
For the City
Date:
6---/u1/49
ARTICLE 24
RESERVED
For the Union
ARTICLE 25
FAMILY LEAVE AND LEAVES OF ABSENCE
25.1. The parties to this Agreement believe that the terms and conditions set forth in this
Article meet or exceed the requirements specified within the Dade County Family Leave ordinance
and the Family and Medical Leave Act ("FMLA") of the United States. In the event that they do
not, the Dade County Family Leave ordinance and the FMLA will supersede these terms and
conditions.
25.2. Bargaining unit employees may take a leave of absence without pay not to exceed
ninety (90) calendar days during a twelve (12) month period for the birth or adoption of a child,
the serious illness of a family member or the employee's own serious illness.
25.3. Leave without pay for a seriously ill family member or serious illness of the
bargaining unit employee may be extended beyond the initially approved ninety (90) calendar days
upon approval of the City Manager or his/her designee.
25.4. Bargaining unit employees must have been employed for at least ninety (90) days
to be eligible for leave without pay as specified in Section 25.2.
25.5. Leave without pay for the birth or adoption of a child must be taken by the
bargaining unit employee within one (1) year of the birth or adoption. This leave does not have to
be consecutive, however, such leave may not be taken on a reduced leave schedule.
25.6. Leave without pay for a seriously ill family member or because of a serious illness
of the harglainingimit employee may be taken intermittently er o a reduced leave . chca..,c w icn
medically necessary.
25.7. Upon approval of the Fire Chief, and the City Manager or his/her designee, a leave
without pay may be granted, for the purpose of entering a course of training or study calculated to
improve the quality of the employee's service to the City through course work directly related to
the employee's job, for a period not to exceed six (6) months. The request for leave without pay
may be extended for an additional six (6) months upon approval of the Fire Chief and the City
Manager or his/her designee. Employees requesting said leave of absence shall be required to
submit evidence of registration upon entering each quarter/semester of school.
25.8. A leave of absence without pay may be granted, for a good reason other than
mentioned herein, for a period not to exceed ninety (90) calendar days. Approval of said leave is
at the sole discretion of the City Manager or his/her designee.
25.9. Bargaining unit employees who desire to take a leave without pay for any reason
specified in this Article (excluding serious health condition) must exhaust all their vacation leave
balances prior to taking a leave without pay. A request for leave without pay for a serious health
condition as provided under the Family and Medical Leave Act shall require the bargaining unit
employee to use all sick and vacation leave balances prior to taking leave without pay.
25.10. Bargaining unit employees who desire to take a leave without pay for any reason
specified in this Article shall not accrue leave time. At the expiration of the leave of absence
without pay, the bargaining unit employee shall be returned to the position or equivalent position
vacated when said leave of absence without pay was granted. Leave of absence without pay during
the required probationary period shall extend the probationary period the length of time used
during said leave of absence without pay.
For the City For the Union
Date:
i/z0/2-ci
For the City
Date:
,6-b,0/2-
ARTICLE 26
RESERVED
For the Union
ARTICLE 27
BEREAVEMENT LEAVE
27.1. Any employee covered by this Agreement may, in the case of death in the
immediate family, be authorized up to a maximum of forty (40) hours of paid leave for any death
of a member of the employee's immediate family. Said paid leave days shall be taken
consecutively by the employee excluding normal days off and holidays. The immediate family is
defined as father, mother, sister, brother, husband, wife, domestic partner, children, domestic
partner's children, father-in-law, mother-in-law, domestic partner's parents, grandparents,
spouse's grandparents, domestic partner's grandparents, stepfather and/or stepmother if they have
raised the employee from infancy regardless of place of residence, and may include any other
person who was an actual member of the employee's household for five (5) or more years
immediately prior to their death. Within thirty (30) calendar days from the date the employee
returns from bereavement leave, the employee shall, upon request, file a copy of the death
certificate of the deceased family member. Said death certificate must be attached to a form
approved by the Office of Labor Relations and submitted to the Human Resources Department.
Failure to produce the death certificate will result in the employee reimbursing the City for any
days taken under this Article. Any employee found to have falsified his application for
bereavement leave will be subject to disciplinary action up to and including dismissal.
27.2. It is understood that under certain circumstances the employee may be unable to
a
notarized statement and/or a newspaper account showing the death and the relationship of the
deceased to the employee and/or other information and documentation as required by the
Department of Human Resources.
27.3. In addition to bereavement leave, at the request of the employee, the Fire Chief or
designee may authorize the use of accrued vacation.
27.4. Employees on twenty-four (24) hour tour of duty shall be bound by the above
sections except that they may be authorized up to forty-eight (48) consecutive work hours of duty
on leave with pay.
27.5. Bereavement leave is for attending a funeral or to attend to estate issues or for being
in a state of bereavement and must be taken within 45 days of the death of the family member.
The Fire Chief at his sole discretion, can make exceptions to the 45 day limit under truly unique
circumstance, but his decision is final and cannot be appealed through the grievance procedure or
any other foru
For the City
Date:
For the Union
ARTICLE 28
PHYSICAL EXAMINATIONS
28.1. Employees shall be required to take an annual physical examination.
28.2. The schedule set forth in Section 28.1. and the content of the present physical
examination shall continue, unless changed by mutual agreement of the parties.
28.3. The City agrees to provide physicals that are mandated by State or Federal law,
including but not limited to hazardous materials team, technical rescue team and dive team
For the City
Date:
For the Union
ARTICLE 29
LOSS OF EQUIPMENT
29.1. A bargaining unit employee shall reimburse the City for the repair or replacement
cost of lost, stolen, or damaged City equipment when the City demonstrates that the employee's
careless and/or negligent act(s) resulted in the loss, theft, or damage.
For the City
Date:
:5--/u)/24
For the Union
ARTICLE 30
BLOOD DONORS
30.1. Employees who volunteer as blood donors to contribute to a City supported Blood
Donor Organization will be authorized the absence necessary to accomplish this purpose. The
Blood Donor Organization's personnel will determine what amount of time the donor will need
from the point o ' donation until the City donors are released to go back to work.
For the City
Date:
For the Union
ARTICLE 31
SUBSTANCE/ALCOHOL — PERSONNEL SCREENING
31.1. In an effort to identify and eliminate on or off -duty controlled substance/alcohol
abuse, urinalysis/blood tests shall be administered as provided herein:
Employees refusing to give a testable blood/urine sample under any of the following conditions
will be dismissed.
RANDOM SUBSTANCE SCREENING
All Bargaining Unit Employees Screening:
Employees shall be subject to one (1) random substance screening per calendar year for a period
of sixty (60) days before or after the employee's employment anniversary date. No other criteria
in the section below must be met to subject the employee to random substance screening during
this period.
Criteria Based Screening
Employees meeting any of the criteria below shall be subject to random substance screening. In
addition, Employees who meet any of the criteria below shall be subject to random substance
screenings for a period of one hundred and eighty (180) calendar days from the date the criteria
was met.
meeting criterion A, B or C below have accumulated above one hundred and fifty{-I50) hours of
hick leave and employees meeting criterion C or D below who have not been Tate-e-r absent without
leave (AWOL) for a After the expiration ofthe one hundred and eighty (180) calendar day period,
they shall no longer be subject to random substance screening, unless they meet the criteria again
in the future. The City shall be limited to a maximum of two (2) substance screenings in each one
hundred and eighty (180) calendar day period the employee is under subject to random criteria -
based substance screening , using the
following criteria:
RANDOMRA-N-DOM-S-GR-gENI-N-C-P0-01,GRIT-LIZIA
A. Probationary firefighters are subject to screening until off probation.
than three hundred and seventy five (375) hours of sick leave accumulation. Employees
assign to a o {10) hour week with less than three hundred (300) hours of sick lcavc
accumulation.
B. Employees who are absent without leave (AWOL) twice within a one hundred and
eighty (180) calendar day period from the most recent AWOL if on a forty-eight (48) or
fifty-two (52) hour work week or three (3) times within a one hundred and eighty (180)
calendar day period if on a forty (40) hour work week.
C. Employees reporting late (including any incidents of absence without leave) for duty
three (3) times within a one hundred and eighty (180) calendar day period if on a forty-
eight (48) or fifty-two (52) hour work week or five (5) times within a one hundred eighty
(180) calendar day period if on a forty (40) hour work week.
REASONABLE BELIEF
SUBSTANCE SCREENING CATEGORIES
A. Where a District Chief, or above has a reasonable belief based upon objective
factors that the employee has possession or is using, dispensing or selling any
illegal drug or controlled substance which is not prescribed by a licensed physician.
B. Following any vehicular accident occurring on -duty, on an off -duty detail, traveling
to or from same, involving employee(s) where a District Chief, or above has a
reasonable belief based upon objective factors that the involved employee(s) may
be under the influence of alcohol or may have been using, possessing, dispensing
or selling controlled substance, unlawful, mind -altering, or non -physician
prescribed drugs.
C. Where a District Chief, or above has a reasonable belief based upon objective
factors that the employee is under the influence of alcohol on -duty, or on an
off -duty detail, or traveling to or from same, or while covered for portal to portal
pay for workers' compensation.
SUBSTANCE SCREENING PROCEDURES
31.2. Employees shall give either a blood sample, for suspected alcohol use or a urine
sample for suspected substance abuse as determined by the City at either a hospital
or accredited testing lab, as chosen by the City. The hospital or accredited testing
lab shall include sufficient safeguards to ensure that a proper chain of custody is
enforced. When a sample is taken under any of the above circumstances, a portion
of the first sample shall be retained. All positive tests for a controlled substance will
be confirmed using the employee's separate second sample if given or the reserved
portion of the initial sample, by Gas Chromatography/Mass Spectrometry
(G.C.M.S) or better testing. Testing procedures shall be under a reliable state
licensed clinic laboratory.
31.3. The reserved portion of the first sample will be utilized for the separate second test.
Employees shall be notified of a positive result within seventy-two (72) hours from
receipt of the laboratory reports, but in no case shall this notice occur more than
seven (7) business days after the time the sample was given. Notice to the employee
of the first test being positive shall be considered to have been served upon the
employee by verbal notification or by a representative of the Department delivering
a notice to the employee's last known residence as shown on the Department's
personnel database.
31.4. If an employee is ordered back to duty for testing, the provisions of Article 21 (Call
Back Pay) will apply.
31.5. Where a bargaining unit member alleges that an order made under this article is not
consistent with the criteria cited herein, he/she shall comply with the order, and
may simultaneously file a protest with the communicator of the order.
31.6. Disputes arising as to whether there was reasonable belief shall be arbitrable as set
forth below under the Expedited Arbitration Rules of the American Arbitration
Association. All other issues involving grievances shall be processed as outlined
within Article 15 - Grievance Procedure.
31.7. The employee(s) shall not be disciplined until a positive test result is communicated
to the City. However, if the employee's conduct in connection with the
substance/alcohol abuse amounts to conduct for which the City may otherwise
discipline the employee, the City may take action prior to knowing of a positive test
result.
31.8. The IAFF will be advised of passed or failed tests to the extent that the releasing of
such data is not inconsistent with Federal or State laws regarding the privacy of said
test or if the individual involved does not want his test results released to the IAFF.
31.9. The following cutoff concentrations shall be applicable for determining whether
specimens are negative or positive for the following drugs or classes of drugs for the
initial and confirmatory test procedures. A positive result shall be a concentration in
excess of those listed below. For those "designer drugs" that are listed below without
cut-off levels, the parties agree to test in accordance with levels specified by
Department of Human Services Federal Register, Part III, if and when it ever
becomes available.
Initial Test Level (ng/ml)
Cannabinoid (Marijuana) Metabolites 50
Cocaine Metabolites 300
Opiate Metabolites 2,000
Phencyclidine 25
Amphetamines 1,000
Methaqualone 300
Methadone 300
Propoxyphene 300
Tricyclic Antidepressants 300
Designer Drugs:
Ketainine TBD
Methdlenedioxyrnethamphetamine_(Fcctasy) 500
GC/MS Test Level (ng/ml)
Cannabinoid (Marijuana) Metabolites'
Cocaine Metabolites2
Opiates
Morphine
Codeine
15
150
2,000
2,000
6-Acetylmorphine3 10
Phencyclidine 25
Amphetamine
Amphetamine 500
Methamphetainine4 500
Methaqualone
Designer Drugs:
Ketamine TBD
Methylenedioxymethamphetamine (Ecstasy) 500
1 Delta-9-tetrahydrocannabinol-9-carboxylic acid
2 Benxoylecgonine
3 Test for 6-AM when the morphine concentration is greater than or equal to 2,000 ng/ml
4 Specimen must also contain amphetamine at a concentration greater than or equal to 200ng/ml
31.10. Initial test results for alcohol will be considered positive when the individual's
blood alcohol content is 0.04 grams per dl or greater using whole blood.
31.11. Alcohol related specimens identified as positive by the initial test shall be
confirmed as positive by Gas Chromatography Volatiles Head Space Method or
more reliable testing for whole blood at 0.04 grams per dl or greater.
31.12. The cutoff concentrations referenced in this Article may be revised by mutual
agreement when changes in technology allow for reliable testing at lower
concentration levels.
EXPEDITED ARBITRATION
31.13. It is anticipated as soon as possible after ratification of the labor agreement between
the City of Miami and IAFF, Local 587, the President of the Local and the City
Labor Relations Officer will pick two (2) area permanent umpires to hear employee
drug grievances. The two Umpires will alternate hearing only grievances where the
Union bnngs a grievance and requests expedited arbitration on behalf of a
bargaining unit member and alleges a violation of Article 31.1. A, B, or C. Said
grievance will be limited to whether or not there was reasonable belief based on
objective factors to require the bargaining unit member to take the
Alcohol/Controlled Substance test.
Where reasonable belief exists to test an employee for drugs and/or alcoholic
beverages, the City will notify the Union regarding same and will provide the Union
with the information available to the City at that time regarding the objective factors
supporting the reasonable belief. Thereafter, the Union will have forty-eight (48)
hours to notify the Chief of Management Services and the Labor Relations
Division, Department of Human Resources of its intention to invoke expedited
arbitration and to confirm same to the Chief of Management Services and the Labor
Relations Division, Department of Human Resources thereafter in writing. By the
City providing information to the Union in order that it may make its determination
whether to pursue expedited arbitration, the parties agree and acknowledge that the
City is in no way waiving any of its rights, arguments, ability to introduce new or
additional evidence or defenses at arbitration, expedited or otherwise.
Only the Union can invoke expedited arbitration under this Article. If the Union
does not invoke expedited arbitration within forty-eight (48) hours of being notified
by the City, expedited arbitration shall be precluded. Further, expedited arbitration
shall be precluded under any circumstances in which an employee is arrested for a
drug related crime.
31.14. Reasonable Belief Substance Screenings shall be tested even if the Union timely
invokes expedited arbitration on behalf of an employee. If the Union invokes
expedited arbitration, the results of the test will not be released by the testing
company until the umpire rules that there was reasonable belief to test the
employee.
31.15. The cost of the Umpire's decision will be borne by the employer if the umpire rules
there was not reasonable belief to require the employee to take the test. If the umpire
rules there was reasonable belief to require the employee to take the test, the Union
will pay the cost of the umpire if the Union processed the grievance.
31.16. It is anticipated that an expedited hearing would be held before the Umpire under
the American Arbitration Association rules of expedited arbitration and no post
hearing briefs would be filed. The drug grievance will be submitted directly to
arbitration and will be heard no later than five (5) calendar days after the employee
was required to take the Alcohol/Controlled Substance test. The Umpire will rule
at the close of the hearing and an oral response from the umpire will be sufficient
to settle the grievance.
31.17. The two Umpires shall serve from year to year and shall be appointed by a letter
jointly signed by the Union President and the Labor Relations Officer. Should either
the City or the Union wish to drop an Umpire the Umpire shall be notified and the
parties shall agree on a replacement. If they are unable to agree, each party will put
two (2) names into a hat and the name drawn will be the replacement for one (1)
year.
REHABILITATION
31.18. In the event that the results of the urinalysis/blood test are positive, the following
criteria will apply:
A. The employee at his/her own cost shall, within seventy-two (72) hours of a
positive test notification (excluding weekends and holidays), enter and
remain in a substance/alcohol program approved by the City and the Union
until the approved program administrator is able to state that he/she has
successfully completed the program, including aftercare. While in the
program, the employee will be allowed to return to work if the program
administrator approves; if not, the employee may be suspended until the
program administrator approves return to work. Such suspension shall not
exceed six months. If the employee cannot return to their regularly assigned
position after six (6) months they shall be dismissed. If the employee does
not successfully complete the program including aftercare, he or she will be
dismissed. Employees shall not be permitted to work in combat positions
unlil program administrators feel certain there is no possibility they are
using drugs and submit this opinion in writing to the City. if and when the
employee successfully completes the in -patient portion of the program, as
determined by the program administrator, the employee shall be allowed to
return to work.
B. Upon being notified of a positive test, the employee will be immediately
relieved of duty. If relieved of duty, the employee, if eligible, will use all of
his/her earned time, vacation time, and sick time, and then he/she will go
off the payroll.
C. If the employee fails to enter, participate in and/or successfully complete
any part of the rehabilitation program, including any after -care program, the
employee shall be terminated from his/her employment with the City.
D. Effective upon ratification of the labor agreement, employees cleared to
return to work by rehabilitation administrators, shall be subject to substance
screenings at management's discretion for a period of two (2) years from the
date the employee returned to work. The City will be limited to a maximum
of five (5) screenings per twelve (12) month period. Employees tested shall
be entitled to a second test as outlined in Article 31.3. Employees who
decline to offer a sample shall have the reserve portion of the first sample
utilized as outlined in Article 31.3. Employees who test positive to
confirmatory test shall be tenninated from employment with the City.
E. Effective upon ratification of this Agreement, employees will be entitled to
one chance at a successful rehabilitation during their employment with the
City. Employees who have been through at least one (1) rehabilitation
program, who are screened shall be entitled to a separate second test as
outlined in Article 31.3. Employees whose sample tests positive on
confirmatory test shall be terminated from employment with the City.
Foil the City For the Union
Date:
'--/20/2-
ARTICLE 32
HOURS OF WORK
32.1. The work week for twenty-four (24) hour shift employees shall be as follows:
twenty-four (24) hours on duty, forty-eight (48) hours off duty. A day off, now known as an "R"
day, shall be granted once every seven (7) scheduled tours. This schedule will result in a forty-
eight (48) hour work week. Any changes in this schedule shall be subject to negotiations
between the parties.
An "R" day shall be defined as a regular day off as scheduled by the Fire Chief or his
designee and must be taken on the day so designated. An employee may not have the choice to
substitute any other official accumulated time or any official time as provided by the City of
Miami unless approved by the Fire Chief or Deputy Chief.
32.2. Shift employees may work an optional fifty-two (52) hour work week as follows:
twenty-four (24) hours on duty, forty-eight (48) hours off duty, a day known as an "R" day, shall
be granted once every fourteen (14) scheduled tours. Employees working this schedule shall be
paid at the same hourly rate as they would on a forty-eight (48) work week. Time accumulations
shall be based on a forty-eight (48) hour work week. Only those volunteering for a fifty-two (52)
hour work week shall be assigned to it. The number of positions and seniority bidding will be
negotiated by the parties. Wages shall be those specified in the appropriate salary schedule
contained wit
For the City
Date:
this Agreement (See Appendices).
1/4,1)/4./
For the Union
ARTICLE 33
PERSONNEL ALLOCATION
33.1. The City agrees to provide minimum staffing for firefighting apparatus in active
service. In order to provide a minimum level of safety to personnel in the bargaining unit,
apparatus in service shall be staffed with no less than:
1). 4 persons per aerial unit
2). 4 persons per quint unit
3). 4 persons per pumper unit
4). 3 persons per rescue unit
5). 1 person per air truck
33.2. If in the future, new types of apparatus are placed in service, which are not covered
above, the City and the Union will meet to negotiate a minimum staffing level for the new types
of apparatus. If agreement is not reached within thirty (30) days, the dispute shall be submitted to
arbitration consistent with the grievance procedure contained in Article 15.
33.3. The Union agrees that this article has no effect on the City's rights under Article 6,
Management Rights, except as outlined above. Specifically, the City has the sole authority,
whether exercised or not, to determine the number and kinds of firefighting/rescue apparatus
needed to fulfill the Fire Department's mission. Such Management decision will not be grievable
or arbitrable.
33.4. The City may take minimum staffing into account when contemplating approval of
Union Po
For the Cit
Date:
tine.
,5/241-1
ARTICLE 34
EMPLOYEE RIGHT TO REPRESENTATION
34.1. Where an investigation is initiated by the Management of the City of Miami Fire
Department against an employee covered by this Agreement concerning criminal charges and
where a formal statement under oath is elicited from the accused employee, the interrogation shall
be conducted under the following conditions:
(a) The interrogation shall be conducted at a reasonable hour, preferably while
the accused is on duty, unless the seriousness of the investigation is of such
degree that an immediate action is required. if the accused is off duty at the
time of the interrogation, the accused shall be entitled to overtime.
However, if he or she is eventually found guilty of the charges through the
applicable administration processes, any overtime shall be forfeited in
addition to any penalty imposed for the violation. If it occurs while on duty,
a commanding officer or a supervisor of the accused shall be notified of the
interrogation.
(b) if the interrogation is conducted by or for the Department, it shall take place
in the Miami Fire Department building. If the interrogation is to be
conducted by or for another investigating City agency, it shall be conducted
at either the investigative agency's City office or at the Miami Fire
(c) The accused shall be informed of the rank, name, and command of the
officer in charge of the investigation, the interrogating party, and all persons
present during the interrogation. All questions directed at the accused shall
be asked by and through one interrogator at any one time.
(d) The accused shall be informed of the nature of the investigation prior to any
interrogation, and given the names of all known complainants.
(e) Interrogations shall be for reasonable periods and shall be timed to allow
for such personal necessities and rest period as are reasonably necessary.
(f) The accused shall not be subjected to abusive or offensive language or
threatened with transfer, dismissal, or other disciplinary actions. No
promise, reward, threat, or action shall be made as an inducement to
answering any questions.
(g) The complete interrogation including when recesses are taken shall be
recorded, and there shall be no unrecorded questions or statements.
(h) The accused shall not be obligated into giving a second statement
concerning the same facts elicited in an original interrogation. This will not
preclude an investigator from asking questions at a later time, that were not
covered by the first statement.
(i) No mechanical device, including, but not limited to, polygraph,
psychological stress evaluator, et al., shall be forced onto an accused, nor
shall disciplinary action be taken against an accused who refuses to submit
to such testing.
(j) if the accused is under arrest, or is likely to be arrested as a result of the
interrogation, he shall be fully informed of his or her legal rights prior to
any interrogation.
(k) At the request of the accused, he or she shall have the right to be represented
by counsel or any other representative of his or her choice during the entire
interrogation.
(1) Where an attorney or employee representative is requested but cannot be
present within four (4) hours of notification, the employee shall be required
to obtain another employee representative or counsel. When an employee
representative or counsel is present, he shall be only an advisor and shall
not have the right of cross-examination.
34.2. The above shall not apply to investigations and review of infractions of non -criminal City
and Departmental Rules and Regulations provided, however, any employee covered by this
Agreement who is disciplined as the result of the alleged violation of City or Departmental
Regulations, Rules or Policies shall have the right to have Union representation present if he or
she desires it. If such meeting occurs between 9:00 a.m. and 5:00 p.m. on normal Monday through
Friday business days, the employee shall be allowed two (2) hours to have Union representative
present. If such meeting occurs at times other than, those described above, the employee shall be
allowed four (4) hours to secure Union representation. The Union representative shall be an
advisor to the emp�oyee and shall not have the right to cross-examination.
For the City
Date:6/2-e/V1
ARTICLE 35
RESIDENCY
35.1 It is agreed that while residency is not a condition of employment a candidate that is otherwise
qualified may be given, at time of hire, preference for employment in order of domicile as
follows: (1) City of Miami resident, (2) Miami -Dade County resident, (3) resident outside of
Miami-De County.
For e City For the Union
Date:
56 it1/47
ARTICLE 36
SHIFT STRENGTH
36.1 The department shall maintain a minimum of one hundred seventy one (171)
uniform personnel on duty per shift, which also includes two (2) Air Truck Drivers, EMS1/2/3,
Battalio Commander, and FCIO.
For the City
Date: Zi°t
#48163245 vl
AR FICLE 37
STATION COMMANDERS
37.1 All Station Commanders shall receive a one percent (1%) increase in wages.
Openings for Station Commander after this Agreement becomes effective shall be filled in the
following order:
A. The senior in grade Captain assigned to the station requesting the assignment.
B. If no requests are made, the least senior in grade Captain assigned to the
station shall be the Station Commander.
For the City
Date:
zo/zq
For the Union
ARTICLE 38
TOTAL AGREEMENT
38.1 The parties agree that this Collective Bargaining Agreement represents the total
agreement during the life of this contract, and no requests shall be made to increase the cost of
wages, hours, and working conditions through the Civil Service Board, City Manager, the Mayor,
or the City Cmmission during the life of this Collective Bargaining Contract.
For the City
Date:
For the Union
ARTICLE 39
REPRESENTATION OF THE CITY
39.1 The City shall be represented by the City Manager, or an individual designated in
writing to the Union by the City Manager. The City Manager shall have authority to execute an
Agreement on behalf of the City upon being directed by an official resolution of the City
Commission.
39.2 It is understood that the City representative or representatives are the official
representatives of the City for the purpose of negotiating with the Union. Negotiations entered
into with persons other than those as defined herein, regardless of their position or association with
the City, shall be deemed unauthorized and shall have no weight of authority in committing or in
any way obligating the City.
For the City
Date:
For the Union
ARTICLE 40
REPRESENTATION OF THE UNION
40.1. The bargaining unit shall be represented by the President of the Union or by a
person or persons designated in writing to the City Manager or his designee or the Director of
Human Resources by the President of the Union. The identification of representatives shall be
made each year prior to April 1.
40.2. The President of the Union, or the person or persons designated by said President,
shall have full authority to conclude a collective bargaining agreement on behalf of the Union
subject to a majority vote of those bargaining unit members voting on the question of ratification.
40.3. It is understood that the Union representative or representatives are the official
representatives of the Union for the purpose of negotiating with the City. Such negotiations
entered into with persons other than those as defined herein, regardless of their position or
association with the Union, shall be deemed unauthorized and shall have no weight or authority
in committing or in any way obligating the Union.
40.4. It shall be the responsibility of the Union to notify the City Manager or designee
in writing of any changes in the designation of the President of the Union or of any certified
representative of the Union.
40.5. The Union President or designee shall meet with bargaining unit members during
those members' non -working time, unless expressly authorized by the Fire Chief or designee.
Such authorization by the Fire Chief or designee shall not be unreasonably withheld.
For the City
Date:
For the Union
ARTICLE 41
AGREEMENT IN THE EVENT OF TRANSFER
41.1 The City agrees that in the event of a transfer of the Fire Department or its functions
to Miami -Dade County, all the rights and benefits of the transferred employees guaranteed under
this Agree nt shall be continued for the term of this Agreement.
i
For the City
Date:
For the Union
ARTICLE 42
SAVINGS PROVISION
42.1. If this Agreement or any provision, section, subsection, sentence, clause, phrase or
word of this Agreement is declared invalid by a court of competent jurisdiction, the remainder of
the Agreement shall remain in full force and effect. The parties will meet, promptly, to negotiate
replacement 1. •r_uage in accordance with Chapter 447, Part II, Florida Statutes.
For the City
Date:
For the Union
ARTICLE 43
PENSION
43.1 Pension Plan
The pension benefits and employee contributions of employees covered by this Agreement
shall remain unchanged as they presently exist as currently set forth in the City of Miami
Firefighters' and Police Officers' Retirement Trust, Section 40-191 through 40-213, Miami City
Code ("FIPO") except as modified below. Bargaining unit members who were vested into their
pension benefits on or before September 26, 2010, shall have the pension benefits in accordance
with the provisions of the FIPO in effect on September 26,2010. Those bargaining unit members
will remain eligible to participate in the Backdrop Option set forth in section 43.4, below.
Effective September 30, 2026, bargaining unit members who were vested into their pension
benefits on or before September 26, 2015, shall have the pension benefits in accordance with the
provisions of the FIPO in effect on September 26, 2010. Those bargaining unit members will
remain eligible to participate in the Backdrop Option set forth in section 43.4, below, or the
forward DROP with the option of electing up to seven (7) years, but not both.
Effective September 30, 2021, bargaining unit members who were not vested into their
benefit on or before September 26, 2010, shall have the pension benefits in accordance with the
provisions of the FIPO in effect on September 26, 2010, with a cap on benefits of one hundred and
twenty thousand dollars ($120,000.00). Those bargaining unit members will remain eligible for
the Backdrop Option set forth in section 43.4, below, or effective September 30, 2026, bargaining
unit members may elect to forward DROP with the option of electing up to seven (7) years, but
not both.-
43.2. Employee Pension Contributions
The employee pension contribution shall be ten percent (10%) of compensation.
43.3. In the event the City decides to purse the issuance of a securitized instrument as an asset to
FIPO, the City and the Union agree to negotiate a sharing arrangement for a portion of the savings.
43.4. BACKDROP Option.
A Backdrop benefit option shall be implemented on January 1, 2013. The Backdrop option shall
replace the existing DROP program. Employees who have not attained normal retirement
eligibility as of the effective date or were not vested by October 1, 2010, and all employees hired
on or after that date, will be eligible for the Backdrop option, but will not be eligible for the DROP.
Anyone eligible for the forward DROP as of January 1, 2013, remains eligible for the forward
DROP as it presently exists and anyone eligible for the forward DROP as of January 1, 2013 or
vested prior to October 1, 2010, who chooses not to enter the forward DROP remains eligible for
the Backdrop.
(a) An eligible employee who elects the Backdrop option shall receive a monthly
benefit payable on the employee's actual retirement date (date of retirement and
separation from City employment) based on the benefit the employee would have
received if he/she had left City employment and retired on an earlier date after
attaining normal retirement eligibility (the `Backdrop date"). In addition, an
eligible employee who elects the Backdrop option will receive a lump sum payment
equal to the accumulation of monthly retirement benefit payments he/she would
have received during the period following the Backdrop date through the actual
retirement date ("Backdrop period"), plus interest at the rate of 3% per year,
compounded annually. An eligible employee may elect a minimum Backdrop
period of 1 year and maximum Backdrop period of up to seven years. An eligible
employee who elects the Backdrop option must select the normal form of benefit
or an optional form of benefit in accordance with section 40-203(m) at the time of
electing the Backdrop option. The employee's monthly benefit as well as the lump
sum payment under the Backdrop option is based on the form of benefit selected.
(b) Employees are eligible to elect the Backdrop option after completing one year of
creditable service following the normal retirement date. A Backdrop election 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 Department Director and
the Department of Human Resources at least 8 months prior to the employee's
retirement date; provided a lesser notice period may be approved by the City
Manager due to special circumstances. Bargaining unit employees will be able to
revoke their Backdrop election one time, but within 1 month of their election.
However, if a bargaining unit employee is granted a lesser notice period by the City
Manager due to special circumstances, the employee will not be eligible for the
one-time Backdrop election revocation. Employees are not required to elect the
Backdrop option.
(c) All or a portion of the lump sum payment under the Backdrop option may be rolled
over to an eligible retirement plan or IRA in accordance with federal law. If the
Backdrop is ever terminated, for any reason, the rights of all persons then in the
DROP shall not be diminished or impaired. Additionally, if the back DROP is ever
terminated, all persons who are then eligible for a back DROP will still be eligible ,
for a 7 year back DROP. The Board of Trustees of FIPO shall develop operational
rules for the implementation of this provision.
43.5. The parties agree to support the change of the approved actuarial cost method from the
current aggregate method to the Entry Age Normal actuarial cost method based on reasonable
amortization periods and assumed payroll growth with an expected reduction in contribution
requirements of approximately 1.72 million dollars estimated using a 25 year amortization period
and 3% payroll growth. If legally necessary or legally required, the parties agree to jointly petition
the Circuit Court judge in the case of Gates v. City of Miami to alter the judgment accordingly, to
be effective for the plan year beginning October 1, 2012. Upon receipt of approval from the Court,
the City shall implement the change by ordinance.
43.6. Balance Transfers.
The rollover of DROP funds into the Miami Firefighters' Relief & Pension Fund (175) shall
be allowed if rollovers of this type are approved by the Miami Firefighters' Relief & Pension Fund
(175) trustee board.
43.7. Service Retirement Benefit Multiplier
Effective October 1, 2015, a firefighter member exercising any retirement on or after
Octo, 2015, shall lie entitled to receive a relrrement allowance equaticrti per enter/o) of
the member's average final compensation multiplied by years of creditable service for the first 15
years of such creditable service and three and one-half percent (3.5%) of the member's average
final compensation multiplied by the number of years of creditable service in excess of 15 years,
subject to the maximum retirement allowance contained in the retirement plan.
43.8 Pension Stabilization.
A. The Union and the City agree to pursue, the creation and implementation of a funding
plan for the FIPO retirement system. The goal of such funding plan is the long term
stabilization (no less than ten (10) years) of the City's general fund contribution to thirty
seven (37) % or less of pensionable payroll by September 30th of each year. If the City's
contribution is less than thirty four (34%), the excess dollars should go to fund the
pension stabilization fund until such time as the actuaries determine the Pension
Stabilization Fund is considered reasonably actuarially sound to stabilize the City's
contribution for ten (10) years.
B. In addition, the City shall establish a manner to ensure that the appropriate dedicated
funds are reserved with the intent to stabilize the City's annual pension contribution. It
is agreed that these monies will be in Trust with the sole purpose of stabilizing the City's
pension contributions.
For the City
Date: �< l /2/
/352110/4#60521187 vl
For the Union
ARTICLE 44
SICK TIME
44.1. Sick time will be granted at the rate of ten (10) hours per month for 48 and 52
hour a week employees and eight (8) hours for 40 hour a week employees. Repeated violation
of sick leave policies contained within the City's Administrative Policy Manual and/or the
Department's Operational Procedures Manual is grounds for disciplinary action, up to and
including termination, in accordance with traditional progressive discipline.
44.2. Up to forty-eight (48) hours of Sick Time (40 hours for 40-hour employees) may
be used for the illness of an employee's qualified family member. An employee's Sick time may
be used for the illness of a family member in excess of forty-eight (48) hours (40 hours for 40
hour employees) for a long term serious health condition with the recommendation of the Fire
Chief and approval of the City Manager or his designee. This is in addition to any benefits
afforded under Article 25 of this agreement.
44.3. After the accumulation of six hundred (600) hours (four hundred and eighty
(480) hours for forty (40) hour week employees) of sick leave, further accumulation shall at the
employees' option, be:
Option 1 - Added to the employees' sick time bank
Option 2 - Paid for all sick leave hours in excess of sixty (60) hours annually (forty eight
(48) hours for forty (40) hour week) Time earned for each calendar year
shall be paid the first full pay day in February.
Option 3 - Credited to an employee's vacation leave at the rate of five (5) hours vacation
leave for each ten (10) hours of sick leave earned.
44.4. Employees covered by this Agreement who retire after October 1, 1993 shall be
paid for one hundred percent (100%) of accumulated sick leave up to twelve hundred (1200)
hours and fifty percent (50%) of accumulated sick leave above twelve hundred (1200) hours.
Employees whose sick leave payoff was limited to fourteen hundred and forty (1440) hours shall
have the option of keeping the fourteen hundred and forty (1440) hours limit or selecting the
twelve hundred (1200) hours limit with payout at one hundred percent (100%) and fifty percent
(50%) of accumulated sick leave above twelve hundred (1200) hours. Employees working less
than forty-eight (48) hours per week shall have their sick leave converted accordingly.
44.5. Employees who are eligible for retirement may, at their sole discretion make an
irrevocable election in the calendar year prior to the calendar year in which the employee severs
service with the City of Miami to convert any portion of their accumulated sick time to vacation
time at the time of severance of service. The conversion of sick time to vacation time shall be at
the rate of one hundred percent (100%) of accumulated sick leave up to twelve hundred (1200)
hours and fifty percent (50%) of accumulated sick leave above twelve hundred (1200) hours.
44.6. Effective upon implementation of the Retiree Health Plan, employees covered
by this Agreement shall be credited for one hundred percent (100%) of accumulated sick leave
up to twelve hundred (1200) hours* t and fifty percent (50%) of accumulated sick leave above
twelve hundr s (1200) hours at time of severance of service with the Department.* 4
For the U on
Date:
size/24
1 & 4 Any vacation time balances that are converted to sick time under provisions of Article 19.1 shall be added
over and above the 1200 hour limitations set forth here in Article 42.6.
2
ARTICLE 45
TUITION REIMBURSEMENT
45.1 It is agreed between the parties that a tuition reimbursement program
designed to encourage bargaining unit members to improve their job performance and
increase their value to the City by pursuing courses of study related to their job duties at
Miami -Dade County, Broward County or other approved County educational institutions
shall be established. Other educational programs may be covered, provided the City and the
Union mutually agree upon the inclusion of the educational program.
45.2 Any full-time sworn, permanent bargaining unit members shall be eligible to
participate in the Tuition Reimbursement Program, so long as the member has complied with
the City's administrative procedures for participation in this program described herein.
Tuition reimbursement provided under this Article shall not be subject to budgetary
constraints.
45.3 All degree seeking course work must be taken at or from an accredited
college, university, or educational institution approved by the City Manager or the Labor
Relations Officer. Course work taken under provisions of this Article must be directly related
to the bargaining unit member's job duties and for the purpose of professional development.
Class attendance will be on the bargaining unit member's own time unless otherwise noted
in the course announcement and authorized by the City Manager or the Labor Relations
Officer. All technical and/or non -degree seeking education must be directly related to the
bargaining unit member's job duties and for the purpose of professional development and
shall be from organizations or institutes approved by the Fire Chief or designee.
45.4 Effective upon ratification of the labor agreement reimbursement will be
limited to lab fees, books, and tuition costs up to a maximum of $7,000 in a calendar year.
All coursework in pursuit of a paramedic certification shall be covered by the City.
45.5 To be eligible for reimbursement, the bargaining unit member's must
successfully complete the course work and provide evidence of successful completion to
the City. Successful completion must be evidenced by a grade of "C" or better.
45.6 Procedures for reimbursement will be as follows:
A. The bargaining unit member must complete an Application for
Tuition Reimbursement form for each course provided by the Human
Resources Department.
B. The bargaining unit member must complete the application in
triplicate and submit it to the Fire Chief prior to commencement of
course work.
C. The Fire Chief will then review the application and if approved
forward the original and one (1) copy to the Human Resources
Department. Ifthe application is disapproved, it is then returned to the
bargaining unit member by the Fire Chief.
D. The Human Resources Department has the authority to approve or
disapprove the application, and applications not approved will be
returned to the employee, with notification to the Fire Chief with the
reason for rejection noted thereon.
45.7 In the event the bargaining unit member resigns or is terminated from the City
within one (1) year following completion of the course(s) for which City funds have been
expended, the amount of tuition reimbursement paid to the bargaining unit member will be
reimbursed to the City by the bargaining unit member upon his termination from the City
through a deduction from his final paycheck.
45.8 Within thirty (30) business days of successful completion of the course work
(as indicated by receipt of a passing grade), the bargaining unit member must submit his
semester grade report together with the tuition fee receipt to the Fire Chief The Fire Chief
will submit the approved application for tuition reimbursement along with the bargaining unit
member's semester grade report and tuition fee receipt to the Human Resources Department
who shall review and determine the amount eligible for reimbursement. The Human
Resources Department will then forward the determination to the Finance Department, who
shall reimburse the employee for the City's share of the tuition reimbursement, in accordance
with the determination of the Human Resources Department.
45.9 All employees covered by this Agreement who are ordered to attend off duty
courses by the Fire Department shall be paid as provided for in Article 20 - Overtime for all
time spent in attendance.
45.10 At the discretion of the Fire Chief, attendance at training courses while on
duty shall be allowed and shall be charged to S.A. time.
45.11 Those employees attending classed paid for the City shall not draw
supplemental educational benefits from any other source. Should the employee wish to
apply to receive supplemental educational benefits, i.e. GI Bill, he or she will not receive
educational ent from the City.
For the City
Date:
S1/4a/LLB
For the Ufiion
ARTICLE 46
BARGAINING UNIT MEMBERS KILLED IN THE LINE OF DUTY
46.1. Any full-time Bargaining Unit Member who is killed while in the performance of
his or her official duties or who subsequently dies from injuries within twelve (12) months of the
incident from his or her wounds shall be given a promotion to the rank of Battalion Chief Leave
balances will be paid off at the hourly rate of the newly promoted rank. The beneficiary of the
deceased shall receive a sum of $350,000 from the City upon said bargaining unit member's
death. Application shall be made to the City for payment of such death benefits.
or the
Date:
y
512-404ii
For the Union
ARTICLE 47
RETIREE HEALTH PLAN
47.1. The parties agree that the union will establish the Miami Association of Fire
Fighters IAFF Local 587 Retiree Health Plan ("RHP") consistent with current IRS Rules and
Regulations.
47.2. Eligibility for membership, taxability, funding, and administration of the RHP, including Board of
Trustees composition and investment policy will be as outlined in the RHP Plan Document and/or Trust Agreement.
47.3. It is the intent of the parties that upon severance of service from the Department all
members will have their sick leave balances calculated at their rate of pay at time of severance and
transferred to their Individual Plan accounts.
47.4. The parties agree that any losses, charges or expenses incurred by the participant in
the RHP will be borne by the participant and shall not be made up by the City of Miami, the IAFF
or the RHP.
or the City For the Union
Date:
ARTICLE 48
TERMINATION AND MODIFICATION
48.1. After a majority vote of those bargaining unit members voting on the question of
ratification, and thereafter upon its ratification by an official resolution of the City Commission
ratifying the Agreement and authorizing the City Manager to sign the Agreement on behalf of
the City, then the Agreement, upon being signed by the appropriate Union representative and the
City Manager, shall become effective upon retification by the City Commission, except where
otherwise stipulated. The term of this Agreement shall be October 1, 20232 through September
30, 20263.
48.2 On or before March 1, 20263, the Union shall notify the City in writing of its
intention to renegotiate the Agreement in force and attached thereto shall include a list of
proposals which shall inform the City of the items which they desire to negotiate, together with
specific language describing its proposals. The changes indicated in the proposals shall be
designated with a strike through of deleted language and new language will be underlined.
48.3. On or before March 1, 20263, the City shall present the Union with a list of
proposals it desires to negotiate together with specific language describing its proposals. The
changes indicated in the proposals shall be designated with a strike through of deleted language
and new language will be underlined.
48.4. Initial discussions for a successor Agreement shall thereafter and no later than
April 1, 20263, be entered into by the City and the Union.
48.5. Such discussions shall be concluded by the signing of a proposed agreement
pursuant to Florida law.
Agreed to this day of , by and between the respective parties through
an authorized representative or representatives of the Union and by the City Manager.
1
ATTEST: INTERNATIONAL ASSOCIATION OF
FIREFIGHTERS, AFL-CIO, LOCAL 587
President
ATTEST: ON THE PART OF THE CITY OF MIAMI,
MIAMI, FLORIDA
CITY CLERK
APPROVED AS TO FORM
AND CORRECTNESS
Date: 4:WM
City Manager
1