HomeMy WebLinkAbout23818AGREEMENT INFORMATION
AGREEMENT NUMBER
23818
NAME/TYPE OF AGREEMENT
MIAMI GENERAL EMPLOYEES AMERICAN FEDERATION OF
STATE, COUNTY, & MUNICIPAL EMPLOYEES LOCAL 1907,
AFL-CIO
DESCRIPTION
COLLECTIVE BARGAINING AGREEMENT/OCTOBER 1, 2020 -
SEPTEMBER 30, 2023/FILE ID: 9540/R-21-0395
EFFECTIVE DATE
August 18, 2021
ATTESTED BY
TODD B. HANNON
ATTESTED DATE
3/17/2022
DATE RECEIVED FROM ISSUING
DEPT.
3/24/2022
NOTE
AGREEMENT
BETWEEN
CITY OF MIAIVII, MIAMI, FLORIDA
AND
MIAMI GENERAL EMPLOYEES
AMERICAN FEDERATION OF STATE,
COUNTY, AND MUNICIPAL EMPLOYEES
LOCAL 1907, AFL-CIO
October 1, 2020 -- September 30, 2023
TABLE OF CONTENTS
Page
Agreement 1
Preamble 2
Article 1 Recognition 3
Article 2 Representation of the City 4
Article 3 Representation of the UNION 5
Article 4 Management Rights 7
Article 5 No Strike 10
Article 6 Discrimination 12
Article 7 Prevailing Benefits 13
Article 8 Attendance At Meetings/UNION Time Pool 14
Article 9 UNION Stewards 18
Article 10 Contract Distribution 20
Article 11 Notices 21
Article 12 Bulletin Boards 22
Article 13 Dues Check off 23
Article 14 Grievance Procedure 25
Article 15 Employees' Bill of Rights 31
Article 16 Disciplinary Procedures 32
Article 17 Loss of Employment 34
Article 18 Employee Evaluation 37
Article 19 Anniversary Increase 39
Article 20 Employees Acting Within the Scope of Authority 41
Article 21 Working Out of Classification 42
Article 22 Rest/Lunch Periods 44
Article 23 Line of Duty Injuries 45
Article 24 Wages 50
Article 25 Pay Supplements 53
Article 26 Salary Basis/Exempt 57
Article 27 Overtime/Compensatory Time 58
Article 28 Group Insurance 61
Article 29 Uniforms and Safety Shoes 68
Article 30 Tool Allowance 70
Article 31 Tuition Reimbursement 72
Article 32 Call Back Pay 75
Article 33 Jury Duty/Court Appearance 76
Article 34 Commendation Paid Leave 78
Article 35 Parking 79
Article 36 Blood Donors 80
Article 37 Vacation 81
Article 38 Security Operations 84
Article 39 Sick Leave 85
Article 40 Tardiness 90
Article 41 Family Medical Leave and Leave Without Pay 92
Article 42 Labor/Management Partnership Committees 95
Article 43 Bereavement - Death in Family 96
Article 44 Military Leave 97
Article 45 Holidays 98
Article 46 Promotions 100
Article 47 Residency 101
Article 48 Total Agreement 102
Article 49 Savings Clause 103
Article 50 Seniority 104
Article 51 Leave Balance Payoffs 105
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Article 52 Pension 106
Article 53 Term of Agreement 110
Article 54 Health and Safety 112
Appendix A 116
AGREEMENT
THIS AGREEMENT is entered into this of 2020, between the CITY
OF MIAMI, FLORIDA, a municipal corporation (hereinafter referred to as the "City") and the
MIAMI GENERAL EMPLOYEES AFSCME LOCAL 1907, AFL-CIO (hereinafter referred to as
the "UNION")
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PREAMBLE
WHEREAS, it is the intention of the parties to this Agreement to set forth herein the
entire agreement of the parties concerning matters which are within the scope of negotiation:
NOW, THEREFORE, in consideration of the mutual covenants and agreements herein
contained, the parties do mutually covenant and agree as follows:
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1.1
ARTICLE 1
RECOGNITION
Pursuant to and in accordance with all applicable provisions of Chapter 447,
Florida Statutes, as amended, the City recognizes the UNION as the exclusive bargaining
representative for all employees included in the bargaining unit.
1.2 The bargaining unit is as defined in presently filed Certification issued by the
Florida Public Employees Relations Commission initially certified on June 6, 1978, Certification
#408, which includes all the classifications listed in APPENDIX A of the Agreement.
1.3 The City shall promptly notify the UNION in writing of any newly created
classifications within the City. The City shall also provide the Union with copies of requests for
audits of any bargaining unit positions when they are requested.
1.4 If there is a dispute between the parties regarding the inclusion or exclusion of
any classifications within the bargaining unit, the issue shall be settled in accordance with State
law.
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ARTICLE 2
REPRESENTATION OF THE CITY
2.1 The City shall be represented by the City Manager, the Director of Human
Resources or a person or persons designated in writing to the UNION by the City Manager. The
City Manager and the Director of Human Resources or designee shall have sole authority to
execute an Agreement on behalf of the City subject to ratification by an official resolution of the
City Commission.
2.2 It is understood that the City Representative or Representatives are the official
representatives of the City for the purpose of negotiating with the UNION. Negotiations
entered into with persons other than those as defined herein, regardless of their position or
association with the City, shall be deemed unauthorized and shall have no weight of authority
in committing or in any way obligating the City.
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ARTICLE 3
REPRESENTATION OF THE UNION
3.1 The UNION shall be represented by the President of the UNION, or by a person
designated in writing to the City Manager, the Director of Human Resources or designee by the
President of the UNION. The identification of representatives shall be made each year at least
fifteen (15) calendar days prior to April lst. Said designation shall be accompanied by an
affidavit executed by said President that the UNION has complied with all requirements of
State law in effect at that time with respect to registration of the UNION.
3.2 The President of the UNION, or the person designated by said President, shall
have full authority to conclude an agreement on behalf of the UNION subject to ratification. It
is understood that the UNION representative is the official representative of the UNION for
the purpose of negotiating with the City. Negotiations entered into with persons other than
those as defined herein, regardless of their position or association with the UNION, shall be
deemed unauthorized and shallhave no weight of authority in committing or in any way
obligating the UNION.
It shall be the responsibility of the UNION to notify the City Manager or the Director of Human
Resources in writing of any changes in the designation of the President of the UNION or of any
certified representative of the UNION.
3.3 The UNION may be represented at negotiation sessions by not more than four
(4) designated employee representatives. The four (4) employee representatives may be
permitted to attend negotiation sessions on duty with no loss of pay or emoluments except that
if one of the four (4) employee representatives is the UNION President on full-time release in
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accordance with the terms of Article 8, Attendance at Meetings/UNION Time Pool, then only
three (3) employees may be released from duty with no loss of pay or emoluments. If two (2) of
the four (4) employee representatives are the UNION President and the full-time release
designee, then only two (2) employee may be released from duty with no loss of pay or
emoluments.
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ARTICLE 4
MANAGEMENT RIGHTS
4.1 The City has and will continue to retain, whether exercised or not, the right to
operate and manage its affairs in all respects, and the powers and authority not abridged,
delegated or modified by the express provisions of this Agreement or in any Memorandum of
Understanding(s) (MOU) that is incorporated in this agreement and attached hereto or referred
to herein, in addition to any MOU entered into during the term of this agreement. AFSCME,
Local 1907 and the City retain the right to bring forth additional MOUs which were entered
into by both parties and incorporate them as part of the agreement after notification of the
respective party (AFSCME, Local 1907/City Manager or designee) who will confirm the
authenticity of the MOUs. Otherwise, any changes of terms and conditions of employment shall
not be recognized. Any future MOU that amends the collective bargaining agreement shall be
subject to Florida Statute, Chapter 447, Part II.
The parties agree to a sunset provision that begins at the ratification of this labor
agreement wherein any MOU that is not included with the labor agreement will be considered
null and void.
The rights of the City, through its management officials, shall include, but shall not be
limited to, the right to determine the organization of City Government; to determine the purpose
of each of its constituent departments; to exercise control and discretion over the organization
and operations of the City; to set standards for service to be offered to the public; to direct the
employees, including the right to assign work and overtime; to hire, examine, classify, promote,
train, transfer, assign, and schedule employees; to change employee's work schedules; to
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suspend, demote, discharge, or take other disciplinary action against employees for proper
cause; to increase, reduce, change, modify or alter the composition and size of the work force,
including the right to permanently or temporarily layoff, furlough or otherwise relieve
employees from duties because of lack of work or funds or for other legitimate reasons; to
determine the location, methods, means, and personnel by which operations are to be conducted,
including the right to determine whether goods or services are to be made or purchased; to
establish, modify, combine or abolish positions; to change or eliminate existing methods of
operation, equipment or facilities; and to establish rules, regulations and rules of conduct.
With regard to changing employees' work schedules, the City agrees to give the Union
and the affected employees at least thirty (30) days written notice of the proposed change and
to take into consideration, and make a good faith effort to accommodate, any undue hardship
(medical or otherwise) that the schedule change may impose upon the employee. The failure to
accommodate such alleged undue hardship shall not be subject to the Grievance procedures, so
long as the City complies with State and Federal laws. The City also agrees to convene a Labor
Management Meeting with the Union (if the Union so requests in writing) during those thirty
days. Further, whenever a change affects a classification that is assigned to work on more than
one shift, the City shall allow employees to bid for shifts by classification seniority and shall
notify employees of their assigned shifts at least thirty (30) days prior to implementation of the
change. Re -bids shall be once every October.
4.2 The City has the sole authority to determine the purpose and mission of the City,
to prepare and submit budgets to be adopted by the City Commission. This shall not prohibit
the UNION from expressing its views to the legislative body at the public budget hearing.
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4.3 If the City fails to exercise any one or more of the above functions from time to
time, this will not be deemed a waiver of the City's right to exercise any or all of such functions.
This provision will in no way alter or diminish the rights afforded by Article 7, Prevailing
Benefits.
4.4 Those inherent managerial functions, prerogatives and policy -making rights which
the City has not expressly modified or restricted by a specific provision in this Agreement are
not in any way, directly or indirectly, subject to the Grievance Procedure contained in this
agreement.
4.5 Delivery of municipal services in the most efficient, effective and courteous
manner is of paramount importance to the City of Miami. Such achievement is recognized to be
a mutual obligation of both parties within their respective roles and responsibilities.
4.6 The City retains the right to establish, and from time to time to amend, rules and
regulations not in conflict with this Agreement.
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ARTICLE 5
NO STRIKE
5.1 "Strike" means the concerted failure to report for duty, the concerted absence of
employees from their positions, the concerted abstinence in whole or in part by any group of
employees from the full and faithful performance of their duties of employment with the City,
participation in a deliberate and concerted course of conduct which adversely affects the services
of the City, picketing or demonstrating in furtherance of a work stoppage, either during the
term of or after the expiration of a collective bargaining agreement.
5.2 Neither the UNION nor any of its officers, agents, and members, nor any UNION
members, covered by this Agreement, will instigate, promote, sponsor, engage in, or condone
any strike, sympathy strike, slowdown, sick-out, concerted stoppage of work, picketing in
furtherance of any of those acts or any other interruption of the operations of the City.
5.3 Each bargaining unit member who holds a position with the UNION occupies a
position of special trust and responsibility in maintaining and bringing about compliance with
this Article and the strike prohibition in F.S. 447.505 and the Constitution of the State of
Florida, Article I, Section 6. Accordingly, the UNION, its officers, stewards and other
representatives agree that it is their continuing obligation and responsibility to maintain
compliance with this Article and the law, including their responsibility to abide by the
provisions of this Article and the law by remaining at work during any interruption which may
be initiated by others; and their responsibility, in event of breach of this Article or the law by
other employees and upon the request of the City, to encourage and direct bargaining unit
member violating this Article or the law to return to work, and to disavow the strike publicly.
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5.4 Any or all employees who violate any provision of the law prohibiting strikes or
of this Article may be dismissed or otherwise disciplined by the City, and any such action by the
City shall be appealable to the Civil Service Board.
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ARTICLE 6
DISCRIMINATION
6.1 The City and the UNION agree that the provisions of this Agreement shall be
applied equally to all employees in the bargaining unit without discrimination as to age, sex,
marital status, race, color, creed, national origin, religion, disability, sexual orientation, or
political affiliation.
6.2 The City agrees not to interfere with the right of the employees to join or not join
the UNION, and there shall be no discrimination, interference, restraint or coercion by the City
or the UNION because of UNION membership or non -union membership.
6.3 The UNION recognizes its responsibilities as bargaining agent and agrees to
represent all employees in the bargaining unit without discrimination, interference, restraint
or coercion.
6.4 Any claim of discrimination by an employee against the City, its officials or
representatives, other than a claim of discrimination in violation of section 6.2, shall not be
grievable or arbitrable under the provisions of Article 14 - Grievance Procedure, but shall be
subject to the method of review prescribed by law or rules and regulations having the force and
effect of law.
6.5 The UNION shall not be required to process the grievance of a non -union
member.
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ARTICLE 7
PREVAILING BENEFITS
7.1 Job benefits heretofore authorized by the City Manager continuously enjoyed by
all employees covered by this Agreement, and not specifically provided for or abridged by this
Agreement, shall continue upon the conditions by which they had been previously granted.
7.2 Provided, however, nothing in this Agreement shall obligate the City to continue
practices or methods which are unsafe, obsolete, inefficient or uneconomical. Disputes over the
application of this Section may be subject to the Grievance Procedure.
7.3 If the City desires to change such job benefits, the matter shall be negotiated
between the City and the UNION in accordance with Chapter 447, Part II, Florida Statutes.
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ARTICLE 8
ATTENDANCE AT MEETINGS/UNION TIME POOL
8.1 The President of the UNION or a designated representative shall be allowed to
attend regular meetings and special meetings of the City Commission, State or National UNION
Conventions, the Civil Service Board, the Equal Employment Opportunity Advisory Board and
the Pension Plan Board. Time off for the UNION President or any other bargaining unit
employees to attend these or other similarly approved meetings will be in accordance with
Section 2 of this Article.
8.2 A UNION time pool is hereby authorized subject to the following:
A. The City agrees to establish an annual time pool bank of 8,500 hours to
be used in accordance with the provisions of this Article. All unused
hours will be carried over to the following calendar year.
B. For each bargaining unit member, except the UNION President, or a
designee, when on full-time release, who is authorized to use time from
the UNION time pool, the President shall fill out the appropriate form
as provided for by the City. This form shall be signed by the UNION
President and forwarded to the Department Director a minimum of
seven (7) calendar days prior to the time the employee UNION
representative desires such leave. A copy shall also be forwarded to the
Director of Human Resources or designee. It is understood on rare
occasions the seven (7) day time limit may not be met. The President
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shall forward a detailed explanation to the Director of Human Resources
or designee as to why the seven (7) day rule was not met.
C. Bargaining unit members shall be released from duty only if the needs
of the service permit, but such release shall not be unreasonably denied.
If because of the needs of the service a bargaining unit member cannot
be released at the time desired, the UNION may request an alternate
bargaining unit member be released from duty during the desired time.
D. In reporting a bargaining unit member's absence as a result of utilizing
the UNION Time Pool, the daily attendance record shall reflect:
"Bargaining Unit Member Doe on AL" (Authorized Leave)
E. Any injury received or any accident incurred by a bargaining unit
member whose time is being paid for by the UNION time pool, or while
engaged in activities paid for by the UNION time pool, except the
UNION President and the designee when on full-time release shall not
be considered a line -of -duty injury, nor shall such injury or accident be
considered to have been incurred in the course and scope of employment
by the City of Miami within the meaning of Chapter 440, Florida
Statutes, as amended.
F. Upon written request to the Director of Human Resources or designee,
the President of the UNION, and the two (2) designees will be released
for the term of this Agreement from his/her regularly assigned duties for
the City. The terms of this agreement for such release are only to be
implemented if the following qualifications are met by the UNION:
1. The UNION President and the two (2) designated representatives,
will reasonably be available through the UNION office currently
located at 4011 W. Flagler Street, Suite 405, Miami, Florida 33134,
for consultation with the Management of the City of Miami.
2. No requests to attend meetings at the City's expense as the
UNION representative will be made to the City by the UNION, its
officers, agents or members.
3. The Time Pool will be charged for all hours during which the
UNION President and the two (2)'designees are on off -duty up to a
forty (40) hour work week,except that absence due to vacation
leave, sick leave, holidays, or compensatory leave will be charged
to the President's employee leave accounts.
G. On no more than one occasion per month, the UNION Executive Board
members may meet during their scheduled work shift for a period not to
exceed four (4) hours. At no time will more than eight (8) employees be
released to attend such meetings, and the Time Pool shall be charged a
minimum of four (4) hours for each employee who attends such meetings.
Release of employees for this purpose shall be conditioned upon compliance
with other provisions of this Article.
8.3 All applicable rules, regulations and orders shall apply to any bargaining unit
employees on time pool release. Violations of the above -mentioned rules, regulations and orders
shall subject the bargaining unit employees on pool time to regular disciplinary processes.
8.4 The City reserves the right to rescind the provisions of this Article in the event
any portion of the Article is found to be illegal. Cancelling the Article shall not preclude further
negotiations of future employee time pool.
8.5 Except as provided above, bargaining unit employees who attend administrative
or judicial hearings shall not be compensated by the City unless such attendance is on behalf of
and at the request of the City.
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ARTICLE 9
UNION STEWARDS
9.1 Employees within the bargaining unit shall be represented by no more than ten
(10) Stewards. The UNION shall furnish the Department of Human Resources a list of the
Stewards' and alternate Stewards' names and their assigned steward areas, and shall notify
Human Resources of changes to the list within seven (7) work days.
9.2 When requested by an employee, a steward may only investigate any alleged or
actual grievance in his/her assigned steward area. He/She will be allowed reasonable time
therefore during working hours without loss of time or pay upon notification and approval of
his/her immediate supervisor outside the bargaining unit. Such release time will be granted
consistent with the needs of the service but will not unreasonably be withheld.
9.3 UNION business, other than that cited above, shall be conducted so as not to
interfere with the work assignment of stewards or any other employees.
9.4 A non -employee UNION Representative may consult with employees in assembly
areas before the start of each work shift or after the end thereof.
9.5 Should an employee UNION representative covered by this Agreement be
released on the Attendance at Meetings/UNION Time Pool Article said employee may substitute
for the steward, but in no event shall the steward and the employee UNION representative both
investigate the same grievance or appear for the meeting called to resolve the grievance. Should
the UNION President desire the UNION Steward, as described in Section 9.2, to attend a Step
3 grievance meeting, the steward may be released to attend said meeting with any time loss to
be charged to the UNION Time Pool.
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9.6 An alternate Steward may be appointed for each steward. The alternate Steward
will be utilized by management when management is unable to reach the UNION Steward or
the UNION Steward cannot be spared for the assigned duties at the time and all provisions of
this Article shall apply to alternate Stewards as well as regular Stewards.
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ARTICLE 10
CONTRACT DISTRIBUTION
10.1 The City agrees to furnish copies of this contract to each department director
where UNION members are employed and said department directors shall make the contract
available for employee examination at the employee's request.
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ARTICLE 11
NOTICES
11.1 The City agrees to provide to the UNION, the following: Agendas of regular and
special City Commission meetings (except where exempt by applicable law), regular and special
Pension Board meetings, regular and special Civil Service Board meetings and hearings,
Charter Review and Reform Committee meetings, and Finance Committee meetings.
11.2 Upon request by the UNION, the City further agrees to provide the UNION with
a complete copy of all current written standard operating procedures, and rules, regulations or
departmental orders, and any amendments thereto, for any department in which bargaining unit
members are assigned.
11.3 The Union shall be provided advance notice of all new employee orientations
involving bargaining unit members and shall be allowed up to one-half (1/2) hour to speak
thereat.
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ARTICLE 12
BULLETIN BOARDS
12.1 The City shall provide bulletin board space which shall be used only for the
following notices:
A. Recreation and special affairs of the UNION
B. UNION Meetings
C. UNION Elections
D. Reports on UNION Committees (including the UNION Political Action
Committee)
12.2 Notices or announcements shall not contain anything political or reflecting
adversely on the City or any of its officials or employees; notices or announcements which violate
the provisions of this section shall not be posted. This shall not preclude endorsements for the
Civil Service Board or the Pension Board. Notices or announcements posted must be dated and
must bear the signature of the UNION President or designee. In the event any non -UNION
material is posted on the bulletin board, it shall be promptly removed by a representative of the
UNION or by a representative of the City.
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ARTICLE 13
DUES CHECKOFF
13.1 During the term of this Agreement, the City agrees to deduct UNION
membership dues and uniform assessments, if any, in an amount established by the UNION
and certified in writing by an accredited UNION officer to the City from the pay of those
employees in the bargaining unit who individually make such request on a written check off
authorization form provided by the City. Such deduction will be made by the City when other
payroll deductions are made and will begin with the pay for the first full pay period following
receipt of the authorization by the City. The UNION shall advise the City of any uniform
assessment or increase in dues in writing at least thirty (30) days prior to its effective date.
13.2 This Article applies only to the deduction of membership dues and uniform
assessments, if any, and shall not apply to the collection of any fines, penalties, or special
assessments.
13.3 Deductions of dues and uniform assessments, if any, shall be remitted by the City
during the week following each biweekly pay period to a duly authorized representative as
designated in writing by the UNION. The City shall deduct from the remittance an amount for
the cost of dues check off. The amount will be calculated at two ($.02) cents for each employee
deduction, each payroll period, and ten ($.10) cents for each addition or deletion to the check off
register.
13.4 In the event an employee's salary earnings within any pay period, after
deductions for withholding, Social Security, retirement, group health insurance, and other
priority deductions, are not sufficient to cover dues and any uniform assessments, it will be the
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responsibility of the UNION to collect its dues and uniform assessment for that pay period
directly from the employee.
13.5 Deductions for the UNION dues and/or uniform assessment shall continue until
either: 1) revoked by the employee by providing the City with thirty (30) days' written notice
that he/she is terminating the prior check off authorization, 2) the termination of the
authorizing employee, 3) the transfer, promotion, demotion of the authorizing employee out of
this bargaining unit, or 4) the revocation or suspension of dues deduction as certified by the
duly authorized UNION representative.
13.6 The UNION shall indemnify and hold the City, its officers, officials, agents and
employees harmless against any claim, demand, suit or liability (monetary or otherwise) and
for all legal costs arising from any action taken or not taken by the City, its officials, agents and
employees in complying with this Article. The UNION shall promptly refund to the City any
funds received in accordance with this Article which are in excess of the amount of dues and/or
uniform assessments which the City has agreed to deduct.
13.7 The City will not deduct any UNION fines, penalties or special assessments from
the pay of any employee.
13.8 The dues check off authorization form provided by the City shall be used by
employees who wish to initiate dues deduction.
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ARTICLE 14
GRIEVANCE PROCEDURE
14.1 It is agreed to and understood by both parties that there shall be a procedure for
the resolution of grievances arising from the application or interpretation of this Agreement.
14.2 A grievance is any dispute, controversy or difference between (a) the parties, (b)
the City and an employee or employees on any issues with respect to, on account of, or
concerning the meaning, interpretation or application of this Agreement or any terms or
provisions thereof. A grievance shall refer to the specific provision or provisions of this
Agreement alleged to have been violated. Any grievance not conforming to the provisions of this
paragraph or that contains non -identification of specific violations of the Agreement shall be
denied and not eligible to advance through the steps of the Grievance Procedure, including
arbitration.
14.3 Nothing in this Article or elsewhere in this Agreement shall be construed to
require the UNION to process a grievance (a) on behalf of any employee without his/her consent,
or (b) with respect to any matter which is the subject of a grievance, appeal, administrative
action before a governmental board or agency, or court proceeding, brought by an individual
employee or group of employees, or by the UNION. Oral and written
reprimands/warnings/deficiencies shall not be considered grievable under this Agreement or the
Civil Service Board.
14.4 It is further agreed by the UNION that with respect to disciplinary actions,
employees covered by this Agreement shall make an exclusive election of remedy prior to filing
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a Step 2 or Step 3 Grievance. Such choice of remedy will be made in writing on the form to be
supplied by the City.
The Election of Remedy form will indicate whether the aggrieved party or parties wish to
utilize the Grievance Procedure contained in this Agreement or process the grievance, appeal
or administrative action before a governmental board or agency. Such selection of redress other
than through the Grievance Procedure contained herein shall preclude the aggrieved party or
parties from utilizing said Grievance Procedure for adjustment of said grievance.
14.5 The number of "working days" in presenting a grievance and receiving a reply
from the different levels of supervision shall be based upon a forty (40) hour, five (5) day work
week, Monday through Friday, not including City-wide holidays. Any grievance not processed
in accordance with the time limits provided below, shall be considered conclusively abandoned.
Any grievance not answered by Management within the time limits provided will automatically
advance to the next higher step of the Grievance Procedure. Time limits can only be extended
by mutual agreement of the UNION and Department Director or the Director of Human
Resources or designee. Such agreed to extensions shall be followed up in writing.
14.6 Where an employee covered by this Agreement elects to represent himself or be
represented by someone other than the UNION, the City will respond through its management
representatives consistent with the following steps and time limits. Said response will not be
inconsistent with the Labor Agreement and a representative of the UNION will be given an
opportunity to be present and receive a copy of the written response.
14.7 A grievance shall be processed in accordance with the following procedure:
Step 1.
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The aggrieved employee shall discuss the grievance with his/her immediate supervisor
outside the bargaining unit within ten (10) working days of the occurrence which gave rise to
the grievance. A City employee UNION representative will be given a reasonable opportunity
to be present at any meeting called for the resolution of such grievance. The immediate
supervisor, outside the bargaining unit, shall attempt to adjust the matter and/or verbally
respond to the employee within ten (10) working days.
Where a grievance is general in nature in that it applies to a number of employees having
the same issue to be decided, or if the grievance is directly between the UNION and the City, or
when a grievance is filed due to an employee's dismissal, it shall be presented directly at Step 3
of the Grievance Procedure, within the time limits provided for the submission of a grievance in
Step 1 by the UNION President. If the grievance relates to a disciplinary action, the Election of
Remedy form as provided in Section 14.4 of this Article must be completed and attached to
grievances presented directly at Step 3. All grievances must be processed within the time limits
herein provided unless extended in writing by mutual agreement between the Director of
Human Resources or designee and the UNION President or grieving employees.
Step 2.
If the grievance has not been satisfactorily resolved at Step 1, the employee or the UNION
representative may pursue the grievance to the second step of the Grievance Procedure. With
regard to disciplinary actions, if the aggrieved party or parties elect the remedy other than the
Grievance Procedure (Civil Service) contained herein, the grievance shall be withdrawn and
conclusively abandoned. The employee or the UNION Representative shall reduce the grievance
to writing on the standard form provided for this purpose and present such written grievance
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to the Department Director concerned within ten (10) working days from the time the supervisor
has given his/her oral response to Step 1. The Department Director or designee and
Management personnel concerned shall meet with the employee and the UNION
Representative and shall respond in writing to the UNION within ten (10) working days from
receipt of the written grievance.
Step 3.
If the grievance has not been satisfactorily resolved at Step 2, the employee and/or the
UNION President may present a written appeal to the Director of Human Resources or designee
within ten (10) working days from the time the Step 2 response was due in Step 2. The Director
of Human Resources or designee shall meet with the employee and/or the UNION President
and shall respond in writing to the UNION within ten (10) working days from receipt of the
appeal.
Step 4.
If the Grievance is not settled at Step 3, it may upon written request of the UNION
President within ten (10) working days after receipt of reply or answer be referred to arbitration.
14.8 The arbitration proceeding shall be conducted by an arbitrator selected by the
employer and the UNION. The selection process of the arbitrator between the employer and
the UNION will take place within twenty (20) days after notice is given. If the parties fail to
select an arbitrator, the Federal Mediation and Conciliation Services, or some other mutually
agreed upon service, shall be requested to provide a minimum panel of five (5) arbitrators. Both
the employer and the UNION shall alternately strike a name from the panel until one remains.
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The party requesting arbitration shall strike the first name; the other party shall then strike
one name.
14.9 The arbitration shall be conducted under the rules set forth in this Agreement
and under the rules of the American Arbitration Association. Subject to the following, the
arbitrator shall have jurisdiction and authority to decide a grievance as defined in this
Agreement. The arbitrator shall have no authority to change, amend, add to, subtract from or
otherwise alter or supplement this Agreement or any part thereof or any amendment thereto.
The arbitrator shall have no authority to consider or rule upon any matter which is stated in
this Agreement not to be subject to arbitration or which is not a grievance as defined in this
Agreement, or which is not specifically covered by this Agreement; nor shall this Collective
Bargaining Agreement be construed by an arbitrator to supersede applicable laws in existence
at the time of signing this Agreement.
14.10 The arbitrator may not issue declaratory or advisory opinions and shall confine
himself/herself exclusively to the question which is presented to him, which question must be
actual and existing.
14.11 The fee and expenses of the arbitrator shall be paid by the party which loses the
appeal to arbitration. Each party shall fully bear its own costs regarding witnesses and
representation. Should any individual bargaining unit member bring a grievance under this
Article on his/her own, he/she shall be required to post a bond of an estimated one-half (1/2) of
the expenses of the hearing with the arbitrator before the hearing may be scheduled.
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14.12 Copies of the award of the arbitration made in accordance with the jurisdiction or
authority under this Agreement shall be furnished to both parties within thirty (30) days of the
hearing and shall be final and binding on both parties.
14.13 Consistent with Chapter 447.401, the UNION shall not be required to process
grievances or be liable for any expenses for employees covered by this Agreement who are not
members of the UNION. Where non-members or any employee covered by the Agreement elects
not to be represented by the UNION, written responses shall be given to the employee and to
the UNION.
14.14 A request for review of complaints under Civil Service Rule 16.2 may only be
made by full-time classified service employees. Such requests under Rule 16.2 shall be denied
where the request does not cite the applicable Civil Service Rule(s) which is the basis of the
complaint; or, where the issue relates to a matter covered by the Collective Bargaining
Agreement. This section shall be limited solely to hearings under Rule 16.
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ARTICLE 15
EMPLOYEES' BILL OF RIGHTS
15.1 When an employee has reasonable grounds to conclude that his/her participation
in an investigatory interview will result in his receipt of disciplinary action, the employee may
request that a UNION representative be present at the interview. The employee's
representative shall confine his/her role in the interview to advising the employee of his/her
rights and assisting in clarification of the facts. Upon request, the City will make a reasonable
effort to contact the employee's choice of representative and shall give the representative
sufficient time to get to the interview location, but shall not be obligated to delay the interview
for more than sixty (60) minutes.
15.2 Investigatory interviews shall be conducted at a reasonable hour, preferably
while the employee is on duty, unless the seriousness of the investigation is of such degree that
immediate action is required. If the employee is required to be interviewed outside his assigned
work schedule, he/she shall be paid overtime in accordance with Article 27.
15.3 At the commencement of the interview, the employee shall be advised of the
subject matter of the investigation.
15.4 The parties agree to abide by the law with respect to the use of polygraphs.
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ARTICLE 16
DISCIPLINARY PROCEDURES
16.1 In cases where it becomes necessary to discharge or otherwise discipline a
permanent, classified employee covered by this Agreement, a representative of management
shall give notice of said discipline to the employee. Such notice of discipline shall be confirmed
in writing to the employee and the UNION no later than five (5) working days following the day
of discharge or imposition of discipline, excluding Saturdays, Sundays, holidays and the day of
occurrence.
16.2 Employees who have not attained permanent status in the classified service, or
who are entrance probationary employees, may not grieve disciplinary action under the
provisions of this Agreement.
16.3 If an appeal of any discharge or other disciplinary action, excluding oral or
written reprimands, is filed with the Civil Service Board in accordance with the Board Rules
and Regulations, such appeal shall be an automatic election of remedy and shall waive any right
on the part of the employee or the UNION to file or process a grievance under the terms of this
Agreement protesting such discharge or other disciplinary action. Should an employee elect to
grieve discharge or other disciplinary action, excluding an oral or written reprimand, such
grievance shall be made only in accordance with the terms of the Grievance Procedure Article
as contained in this Agreement.
16.4 Verbal counselings, records of formal counseling, written reprimands and written
warnings shall be null and void and shall not be used against the employee after a period of
three (3) years.
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16.5 Entrance probationary employees who were appointed to a position but who did
not complete the required probationary period may be discharged or demoted any time prior to
the expiration of the probationary period. The employee shall not be accorded a hearing before
the Civil Service Board or access to the grievance procedure contained herein. A probationary
employee who is in probationary status due to a promotion shall be returned to a former
classification in which the employee held permanent status. If an employee who is in
probationary status due to a promotion is rolled back, he or she may appeal the decision to the
Director of Human Resources. Such appeal shall be made within five (5) days' notice of the roll
back, in writing, and the decision of the Director will be final.
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ARTICLE 17
LOSS OF EMPLOYMENT
17.1 Employees shall lose their seniority and their employment shall be terminated
for the following reasons:
1. Discharge if not reversed.
2. Resignation. An employee who voluntarily submits a resignation either
orally or in writing shall have the right to withdraw said resignation for
up to twenty-four (24) hours from submission. If submission occurs on a
day preceding a weekend or holiday or the employee's regular day off, the
employee shall have to the close of the employee's next regular working
day to withdraw said resignation.
3. Abandonment of position. An employee absent for a period of three (3)
workdays without notification of valid reason to the City and who has no
legitimate reason for not notifying the City of his/her absence, may be
considered as having resigned. Said resignation shall only be reviewed, if
applicable, by the City Manager or the Director of Human Resources or
designee.
4. Unexcused failure to return to work when recalled from layoff,
as set forth in the recall procedure.
5. Unexcused failure to return to work after expiration of a formal leave of
absence. An employee who fails to return from a formal leave of absence
will be considered as having resigned. Said resignation shall only be
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reviewed, if applicable, by the City Manager or the Director of Human
Resources or designee.
6. Retirement.
7. Layoff for a continuous period of eighteen (18) months.
17.2 For purposes of Rule 14, any loss of employment due to a department
restructuring, department reorganizing, downsizing or abolishment of a position shall be
treated the same as a "layoff'.
Permanent employees subject to layoff shall be demoted or transferred to those classes in
which the employee held previous status, consistent with Civil Service Rules and Regulations
not withstanding Article 24, Section 24.1, Wages.
If the employee has ten (10) years of full-time consecutive classified service with the City
and has never held permanent status in another position, the employee may be demoted or
transferred by management in accordance with his/her seniority to another position in the
bargaining unit that is as close to the employee's present class and wage level as possible and
which he/she is able to perform and qualified to fill. The employee must make a written request
for such demotion or transfer within three (3) working days after notification of layoff.
Such request shall be made to the Director of Human Resources or designee.
Management shall have the right to determine such person's ability and qualifications to fill a
position without recourse through the grievance procedure or any other appeals procedure with
exception of the following.
Should the individual transferred or demoted feel that the position determined by
Management is not the one closest to their previous salary level for which they are qualified,
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the employee may appeal within three (3) working days of notice of the new assignment only to
a two (2) person committee made up of the Director of Human Resources or designee and the
UNION President shall convene a meeting with the Federal Mediation and Conciliation Service
Commissioner who shall review the placement and render an advisory decision to the parties.
Employees transferred or demoted under this Section shall replace the least senior
employee in the position which he/she occupies. If the employee's regular position subsequently
becomes available, consistent with Civil Service Rules and Regulations, he/she shall be
promoted and transferred back to his regular position.
It is understood by the UNION and the City that nothing in Section 17.2 guarantees the
employee a job nor is the City obligated to create a job, but the City will make a good faith effort
to place the individual demoted or laid off consistent with the language of Section 17.2.
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ARTICLE 18
EMPLOYEE EVALUATION
18.1 Permanent full-time classified employees covered by this Agreement will be
evaluated utilizing the appropriate evaluation forms as approved by the Human Resources
Department. The evaluation will be provided on the employee's anniversary date.
18.2 Prior to distribution of an evaluation, the Department Director shall review the
supervisor's ratings to check for consistency and that the criteria in the evaluation system has
been met. Employees evaluated will be given a copy of the evaluation rating. Should an
evaluation be downgraded after the employee's initial evaluation by his/her immediate
supervisor, the employee will be given a copy of the downgraded evaluation rating. Only a copy
of an unsatisfactory rating will be forwarded to the UNION President. Any employee rated
below satisfactory by Management will be given an opportunity to improve to a satisfactory
level. Failure to improve will result in disciplinary action up to and including termination. This
section shall not apply to permanent full-time classified employees serving in a probationary
promotional appointment.
18.3 Permanent full-time classified employees serving in a probationary promotional
appointment must successfully complete the probationary period within the time frame
provided (6 to 12 months), unless the Department Director recommends an extension of said
time frame. Any person hired or promoted into an Emergency Dispatcher position in the Police
Department or the Fire -Rescue Department shall serve an eighteen (18) month probationary
period. Extensions of probationary periods shall be approved by the Director of Human
Resources or designee.
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18.4 Unsatisfactory rating of permanent full-time classified employees not serving in
a promotional appointment shall cause the employee to appear before the Civil Service Board
to show cause why he/she should not be removed, suspended, or reduced in grade. Should an
employee covered by this section feel the unsatisfactory rating was incorrect, he may grieve the
rating consistent with the Grievance Procedure. However, any grievance concerning the
employee's unsatisfactory evaluation will be consolidated with any discipline appeal should the
employee be removed, suspended or reduced in grade because of the unsatisfactory evaluation.
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ARTICLE 19
ANNIVERSARY INCREASE
19.1 Salary increases recognizing satisfactory service within established pay ranges are
provided for in the City's salary schedule. On written approval from the Department Director,
employees shall receive a one-step increase in salary, not to exceed the maximum step rate.
Those employees receiving approved anniversary increases ,when submitted during the first
seven (7) days of the payroll period, shall receive the higher rate of pay for the full pay period.
Those employees receiving approved increases from the eighth (8th) to the fourteenth (14th) day
of the payroll period shall receive their anniversary increase effective the start of the following
pay period. All anniversary increases shall be subject to review for accuracy by the Department
of Human Resources.
19.2 Leaves of absence without pay or suspension of any duration shall delay
anniversary increases by the same number of workdays.
19.3 Anniversary increases are not automatic. Anniversary increases shall be awarded
only on the basis of continued satisfactory service by the employee and on the positive approval
of the Department Director. A Department Director may withhold anniversary increases due to
excessive absenteeism resulting from tardiness, sick leave usage and/or until such time as, in
the Department Director's judgment, the employee's service within the classification meets the
standards of satisfactory performance for the position. Employees whose anniversary increases
are delayed or denied shall be notified of the reasons for the action being taken.
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Employees whose anniversary increases are delayed or denied due solely to
tardiness or sick leave usage may request a review of the denial by the Director of Human
Resources or designee, whose decision shall be final and binding.
19.4 Effective October 1, 2017, for purposes of receiving merit increases and
adjustments, the anniversary date of "Affected Employees" (as that term is defined in the
Settlement Agreement for Case No. 17-001234-CA-01) shall revert back to the Affected
Employee's date of hire into his/her current classification.
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ARTICLE 20
EMPLOYEES ACTING WITHIN THE SCOPE OF AUTHORITY
20.1 Whenever a civil or criminal action is brought against a bargaining unit
employee, while in the course of his/her City on -duty employment, and while acting within the
scope of his/her authority, the City shall have the option to pay legal costs and attorney fees;
not to exceed one hundred and twenty five ($125.00) dollars per hour or provide legal counsel
where: a) the bargaining unit employee is found not to be liable or guilty, and b) when the
plaintiff requests dismissal of the suit.
20.2 The City will neither provide legal representation nor pay any claim or judgment
entered against any bargaining unit employee if the claim or judgment arises from any of the
following:
1. Any unauthorized and/or criminal act;
2. Any intentional tort;
3. Gross negligence or misconduct; or
4. While under the influence of alcohol, drugs or illegal substances.
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ARTICLE 21
WORKING OUT OF CLASSIFICATION
21.1 A department director, or designee, may direct an employee to serve in a
classification higher than the classification in which an employee currently holds status.
Employees assigned to work out of classification shall meet the minimum job requirements for
the position being filled.
21.2 In the event an employee is assigned work of a higher classification as provided
for in Section 21.1 of this Article, the employee will be granted a one-step increase or the rate
for the first step of the higher classification, whichever is greater, for all time worked out of
classification in excess of thirty (30) consecutive calendar days. If the employee is assigned
working out ofclassification in a job basis position, the employee will be granted compensation
as provided for in this section, however, the employee is not entitled to overtime. Employees
performing work lower than their current classification are not entitled to working out of
classification pay.
21.3 Method of Qualifying Incumbents of Classified Positions Allocated to
New or Higher Levels - Whenever an occupied position has been allocated to a new or higher
classification, the incumbent thereof shall be qualified for the new classification in one of the
following manners:
(a) If the incumbent has been performing satisfactorily at the new or higher level for a
period of four years or more and has held permanent status in the previous
classification, he/she shall receive the new or higher classification with permanent
status, without further examination; or
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(b) If the incumbent has been performing satisfactorily at the new or higher level for a
period of two years or more and less than four years, and has held permanent status
in the previous classification, he/she shall be given a qualifying examination, the scope
of which shall be at the same level of difficulty as normally given for the same or like
classification, and if successful therein, he/she shall receive the new or• higher
classification with permanent status.
(c) In the event the incumbent does not qualify under (a) or (b) above, he/she shall be
returned to his/her previous classification (i.e., the position held prior to working out
of class), and the position filled from the appropriate eligible register.
21.4 During any on -job training program designed to upgrade employees' skills, those
employees in such training shall not be eligible for . additional compensation as provided in
Section 21.2 of this Article.
21.5 In order to initiate an acting assignment, the employee's immediate supervisor
shall, upon assigning an employee to an acting assignment, immediately complete the necessary
notification form as provided by the City. Upon notification of an employee placed on acting
assignment, the Human Resources Department shall conduct an evaluation to determine the
eligibility of the employee assigned to the acting assignment in accordance with this article.
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ARTICLE 22
REST/LUNCH PERIODS
22.1 All employees' work schedules shall provide for a fifteen -minute rest period
during each four (4) hour work period.
22.2 Employees who do not take a rest period due to work conditions or by personal
choice may not lengthen lunch periods, cover an employee's late arrival or early departure, nor
may it be regarded as cumulative if it is not taken.
22.3 Employee lunch periods are not compensated by the City and therefore may not
cover an employee's rest period, late arrival or early departure.
22.4 The City shall compensate Emergency Dispatchers, Emergency Dispatcher
Supervisors, Emergency Dispatch Assistants, Public Service Aides, Crime Scene Investigators
I, Crime Scene Investigators II, and Crime Scene Investigator Supervisors for the rest periods
and lunch periods provided to them pursuant to this article.
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ARTICLE 23
LINE OF DUTY INJURIES
23.1 Workers' Compensation Medical and Indemnity Benefits. To the extent
required by, and subject to the limitations specified in, Chapter 440, Florida Statutes, the City
will provide workers' compensation indemnity benefits to any bargaining unit member who
sustains a compensable line of duty injury or illness as provided by the Workers' Compensation
Law of the State of Florida.
23.2 Supplemental Salary
23.2(a) Any bargaining unit member who is disabled as a result of an accident, injury
or illness covered by Chapter 440, Florida Statutes, will be granted supplementary salary,
subject to the terms and conditions set forth below. Supplemental salary will be paid in the
form of a continuation of the bargaining unit member's regular paycheck as provided by
Resolution No. 39802. This check will include those indemnity payments provided for under
the Workers' Compensation Law.
23.2(b) Full-time Civil Service employees who have permanent status with the City as
of September 30, 1981 shall receive supplementary pay which, when added to the workers'
compensation benefits shall not exceed 100% of the employee's weekly pay prior to the line of
duty injury, accident, or occupational disease for the period of entitlement to full supplementary
pay.
All other employees and Civil Service employees hired subsequent to September 30, 1981, shall
be eligible for supplementary pay and workers' compensation pay to the extent that the total of
such benefits shall not exceed eighty (80) percent of the employee's weekly pay prior to the line
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of duty injury, accident, or occupational disease. This benefit shall take effect only after the
employee has been disabled for a period in excess of seven (7) calendar days.
23.2(c) Unless extended as provided below, supplementary salary will be granted for a
period not to exceed 150 consecutive days from the date of covered accident, injury or illness.
Such supplementary salary may be extended up to an additional 60 consecutive days upon
approval of the City Manager or his designee. The 150 days begin when the bargaining unit
member is actually placed on "D". If the bargaining unit member is removed from "D," the non
"D" time will not apply to the 150 days period.
23.2(d) If an employee remains temporarily disabled beyond the period of time in which
he is entitled to collect supplementary pay benefits, he/she shall be entitled to 2/3 "D" pay for
the additional period of his/her temporary disability pursuant to current practices.
23.2(e) If an employee becomes permanently and totally incapacitated from the further
performance of the duties of his/her classified position he/she shall petition the retirement board
for retirement.
The 2/3 "D" pay as described above shall be carried by the department until the retirement is
granted or denied.
23.2(i At any time during his/her absence from duty claimed to be the result of a line of
duty injury while an employee is collecting City supplementary pay, the employee shall be
required, upon the request of the City Manager, or his/her designee, to submit to a physical
examination by a physician designated by the City Manager within fifteen (15) days of the
request. If such employee, without cause, as determined by the City Manager, shall fail to
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submit to the examination at the time specified, all City supplementary salary benefits will be
terminated.
23.3 Deductions:
In the event a bargaining unit member receives supplementary salary as
referenced in this Article, the City will make payroll deductions under the following terms and
conditions:
Deductions required by law, "mandatory deductions," including, but not limited to, social
security, withholding and Medicare, will be made automatically to the supplemental salary
portion only.
All non -mandatory deductions including, but not limited to, a bargaining unit member's
pension contribution', medical, life and other insurance contributions, and all other non -
mandatory and voluntary deductions will be made by the City on the bargaining unit member's
behalf only to the extent that sufficient funds are then available. The City will not make any
non -mandatory and voluntary deductions if the combined workers' compensation benefits and
supplementary salary are insufficient to cover the amount of the deduction(s). If there are not
sufficient funds available, the bargaining unit member will be responsible for making payments
for the non -mandatory and voluntary deductions directly to those providers and creditors who
would have otherwise been paid through the City's payroll deduction process.
The parties agree that this process is intended to provide the employee with these
paychecks without interruption of payroll and payroll deductions on a bi-weekly basis. Should
the employee notify the City by contacting Risk Management that he/she does not want a
' The amount of the pension contribution shall be based on "earnable compensation" as defined by Miami Code Section 40-191.
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combination of Workers' Compensation indemnity pay included with the supplemental wage for
the purposes of making regular deductions, the Workers' Compensation check will be
distributed separately through the third party administrator and the City will only pay the
supplemental wage minus federally mandated deductions. i.e. withholding, social security and
Medicare. All other non -mandatory deductions, including pension, medical, life and other
insurance contributions and all other non -mandatory and voluntary deductions will not be made
and the bargaining unit member will be responsible for making all payments directly to those
providers and creditors who would have otherwise been paid through the City's payroll
deduction process.
For any reason, should any calculations or deductions made based on the above protocols
result in the employee owing money to the City, Risk Management will audit the employee's
payroll process immediately upon the discovery of monies owed to determine why such
arrearages occurred. The findings will be immediately brought to the attention of the employee
and a resolution will be proffered and arrangements will be made to rectify monies owed.
No supplementary pay will be paid to any bargaining unit employee whom is injured or
becomes ill while performing an act intended to injure or hurt one's self or another.
23.4 Any condition or impairment of health suffered by employees in the classification
of Identification Technician and Property Specialist caused by Acquired Immunity Deficiency
Syndrome (AIDS), Hepatitis, Pulmonary Tuberculosis, or Meningococcal Meningitis shall be
presumed to have been accidental and to have been suffered in the line of duty unless the
contrary be shown by satisfactory evidence. Employees either currently in the classification or
promoted or hired into the classification of Identification Technician and Property
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Specialist who refuses to take a medical examination and all of its components relating to the
presumptions within this article, shall not be entitled to the presumption outlined in this section
and Florida Statutes 112.18.
The presumption in favor of employees referred to in this section shall not apply to any
other contagious diseases which may be contracted by employees. Furthermore, the
presumption shall only be applicable to worker's compensation and disability pension benefit
determinations. Nothing in this section shall be construed as a waiver of the City's rights under
applicable state law.
23.5 Nothing in this Article shall be construed as a waiver of the City's rights under
applicable State law.
23.6 Employees may utilize available leave balances in combination with medical hold
provided that they report their intention to use their leave in accordance with the standard
reporting protocols in their respective departments.
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ARTICLE 24
WAGES
24.1 Effective October 2, 2021, employees newly hired by the City into classifications
assigned to an "IT" Pay Grade shall be placed on the applicable "IT Schedule B."
Employees shall receive a 3% across the board wage increase effective October 1, 2020.
Effective October 1, 2021, employees shall receive a 2% across the board wage increase.
Effective October 1, 2022, employees shall receive a 1% across the board wage increase and a
non -pensionable pay supplement equivalent to 1% of their annual salaries.
Upon ratification, new step schedules will be implemented for bargaining unit members as set
forth in the attached Appendices. Under the step schedules, each step increase will be worth
five percent (5%) to the base.
Bargaining unit members will continue to be eligible for step increases upon a
satisfactory evaluation in accordance with Article 19.1 and in accordance with the time
delineated in Article 24.4, below.
Before a permanent bargaining unit member is laid off, the employee shall have the
opportunity to fill any position held by a temporary employee, provided the bargaining unit
member meets the minimum requirements set forth in the job description. In such cases, the
temporary employee shall be displaced.
Bargaining unit employees hired on or after October 1, 1998 may be laid off in accordance
with Civil Service Rules and Regulations and/or applicable City policies.
24.2 All changes in salary for reasons of promotion, demotion, or working out of class,
shall be effective the first day of the payroll period following the effective date of the change.
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Employees hired into a classified Civil Service position shall have their date of
hire changed to reflect their commencement as a classified Civil Service position and shall
satisfactorily serve a probationary period of one (1) year commencing with the date of entry into
a permanently budgeted classification and prior to gaining permanent status in the classified
service.
Existing classified Civil Service employees shall satisfactorily serve a probationary period
of six (6) months commencing with the date of promotion into a permanently budgeted classified
Civil Service position.
24.3 A night shift differential of $.60 per hour will be paid to bargaining unit
employees for work assigned between the hours of 6:00 p.m. and 8:00 a.m. Night shift
differential will only be paid for hours actually worked during the night shift differential period
and will not be paid for any overtime hours. Night shift differential shall not be used in
calculating average earnings for pension purposes.
24.4 Bargaining unit members shall become eligible for a five percent (5%) one (1) step
increase upon a satisfactory evaluation in accordance with 19.1 according to the table below:
Step 2 5% after one (1) year at Step 1
Step 3 5% after one (1) year at Step 2
Step 4 5% after one (1) year at Step 3
Step 5 5% after one (1) year at Step 4
Step 6 5% after one (1) year at Step 5
Step 7 5% after one (1) year at Step 6
Step 8 5% after one (1) year at Step 7
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Step 9 5% after two (2) years at Step 8
Step 10 5% after two (2) years at Step 9
Step 11 5% after two (2) years at Step 10
Step 12 5% after two (2) years at Step 11
Step 13 5% after two (2) years at Step 12
Step 14 5% after two (2) years at Step 13
Step 15 5% after two (2) years at Step 14
24. 5 Bargaining unit employees shall satisfactorily serve a probationary period of one
year prior to gaining permanent status in the classified service.
Any bargaining unit employee, upon normal retirement from City service, or separating
under honorable conditions, who has served for a period of twenty-five (25) years or more, shall
be granted, at the time of his normal retirement or honorable separation one hundred seventy-
three and three tenths (173.3) hours of pay.
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ARTICLE 25
PAY SUPPLEMENTS
25.1 Employees shall receive no additional pay supplements except as are specifically
provided by this Agreement. Any pay supplements/tool allowance provided by this Agreement
shall not be used in calculating average earnings for pension purposes or included in a
bargaining unit member's base rate of pay for purposes of payoff of sick leave or vacation upon
separation or retirement from the City.
25.2 Only those employees holding permanent status within the occupation of Heavy
Equipment Mechanic within the City, and Heavy Equipment Mechanic Supervisor in GSA, shall
receive a seven and one half percent (71/2%) pay supplement added to their base rate of pay
should they be continually assigned to on -call rotation. Said pay supplement shall be deemed
to fully satisfy any on -call pay obligation which might be construed to exist under the Fair Labor
Standards Act.
25.3 Those employees within the occupation of Emergency Dispatcher who are actively
assigned the duty of training new Emergency Dispatchers shall be entitled to receive a five
percent (5%) per pay period pay supplement for the actual full pay period they are assigned in
a training capacity by their supervisor.
Should the City feel the need to have an audit performed for the purpose of
determining whether a separate training occupation is desirable, the City may discontinue this
plus item and assign said duties to the person or persons holding said Emergency Dispatcher
Trainer classification.
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25.4 All Police Emergency Dispatchers, Emergency Dispatcher Supervisor, Police and
Emergency Dispatch Assistants assigned to Police Communications shall receive a five percent
(5%) pay supplement if the employee holds and maintains the Quality Assurance Proficiency
(QAP) rating in accordance with Police Standards after a period of three (3) months.
25.5 All Fire Emergency Dispatchers, Emergency Dispatcher Supervisor,
Medical/Fire and the Communications Center Supervisor, Medical/Fire assigned to Fire
Communications shall receive a five percent (5%) pay supplement if the employee holds the
National Academy of Emergency Medical Dispatcher (NAEMD) certification in accordance with
the Fire Department standards.
25.6 All employees specified above shall receive the QAP or NAEMD pay upon
ratification of the contract as set out above. Should any employee specified above fail to maintain
his/her QAP rating or the NAEMD certification, the supplementary pay shall cease. Upon re -
qualifying for the QAP rating and thereafter maintaining the QAP rating for a period of three
(3) months, the employee shall again receive the QAP pay.
Upon re -qualifying and thereafter maintaining the NAEMD certification, the employee shall
again receive the NAEMD pay. In no instance shall any individual receive both QAP and
NAEMD pay supplements as specified herein at the same time.
25.7 Fire Garage Mechanics and Supervisors who obtain Emergency Vehicle
Technicians certificates, shall receive a one percent (1%) pay supplement for every two (2)
licenses that mechanics and supervisors obtain and maintain, up to a maximum of five percent
(5%) for holding a minimum of ten (10) approved licenses.
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All Department of General Services Administration fleet employees and supervisors who
obtain Automotive Service Excellence (ASE) certification, shall receive a one percent (1%) pay
supplement for every two (2) licenses obtained and maintained, up to a maximum of five percent
(5%) for holding a minimum of ten (10) of the following licenses:
Automobile Series
Al: Engine Repair
A2: Automotive Transmission Transaxle
A3: Manual Drive Train and Axles
A4: Suspension and Steering
A5: Brakes
A6: Electrical/Electronic Systems
A7: Heating and Air Conditioning
A8: Engine Performance
Medium/Heavy Truck Series
Tl: Gasoline Engines
T2: Diesel Engines
T3: Drive Train
T4: Brakes
T5: Suspension and Steering
T6: Electrical/Electronic Systems
T7: Heating, Ventilation & A/C
T8: Preventive Maintenance Inspection
Truck Equipment Installation and Repair Series
El: Truck Equipment Installation and Repair Specialist
E2: Electrical/Electronic Systems Installation and Repair
E3: Auxiliary Power Systems Installation and Repair
Advanced Level Series
Li: Automobile Advanced Engine Performance Specialist
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L2: Med/Hvy Vehicle Electronic Diesel Engine Diagnosis Specialist
25.8 Latent Print Examiners and Latent Print Examiner Supervisors who are certified
by the International Association of Identification as latent print examiners shall receive a 5%
pay supplement.
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ARTICLE 26
SALARY BASIS/EXEMPT
26.1 Those classifications listed in Appendix A with a salary basis/exempt designation
are considered salaried employees and exempt from coverage under the Fair Labor Standards
Act which precludes eligibility for overtime.
26.2 Salary basis/exempt employees are expected to work a pay rate equal to eighty
(80) hours per pay period plus any additional time over and above the normal eighty (80) hour
pay period that is needed to properly perform the duties of the position. Use of vacation and
sick leave are to be properly recorded when used. Personal Time Off (PTO) shall be granted
consistent with Administrative Policy 1-06. Time worked in excess of the normal eighty (80)
hour pay period shall not be compensated nor credited in any way. However, when time is taken
off under this provision, it is required that such time taken be recorded as PTO.
26.3 Requests for time off by salary/exempt employees shall be considered on an
individual basis consistent with the needs of the City and the performance record of the
employee, and approval shall not be unreasonably withheld.
26.4 PTO leave shall not be utilized in units of more than one (1) week unless
authorized by the City Manager.
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ARTICLE 27
OVERTIME/COMPENSATORY TIME
27.1 All authorized hours worked in excess of an eligible employee's normal work week
shall be considered overtime work. Non-exempt/hourly employees shall not perform any work
prior to their normal work hours, during their lunch hour, or after their normal work hours
unless specifically authorized by a management supervisor.
27.2 Non-exempt/hourly employees performing compensable overtime work shall, at
their discretion, be paid time and one-half (11A) at their regular hourly rate of pay or shall be
given scheduled compensatory time off at the rate of time and one-half for such work.
Compensatory time off shall be taken in not less than fifteen (15) minute increments. This
overtime rate shall be all inclusive and no additional overtime pay shall be paid to those
employees working a holiday.
27.3 The maximum accumulation of compensatory time hours is one hundred fifty
(150) hours. If an employee takes compensatory time off, the hours in his/her bank shall be
appropriately reduced by such time off. If an employee leaves the service of the City and cashes
in his/her compensatory leave bank, the hours therein shall be valuated on the basis of the
employee's regular rate of pay. The rate of pay shall not be less than the higher of the employee's
final regular rate of pay or the average regular rate of pay during the last three (3) years of
employment.
27.4 Employees covered by this Agreement who are appointed to job basis/exempt
classifications and who have compensatory time banked, shall at time of such appointment be
paid for all compensatory time at their rate of pay prior to such appointment.
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27.5 Overtime will be distributed as equally as practical to the best ability of the
Supervisor in charge among the employees within a division of the City, who have completed
their probationary period (with the exception of Emergency Dispatchers, Emergency Dispatch
Assistants, and Emergency Dispatch Supervisors, who shall be eligible for overtime despite
being in probationary status), by shift and classifications, according to seniority within the
classification. A new overtime list by classification will be posted every two pay periods as a
guide for such distribution. The remedy for the failure to offer overtime shall be that the
employee shall be offered an equal or comparable amount of overtime at the next opportunity.
27.6 The overtime list by classification will be made up of all employees in that
classification. If an employee refuses overtime, is sick, on vacation or on an excused absence
the City will move to the next employee in line on the overtime list. For call-back overtime, if
the employee does not answer his/her phone the City will move to the next employee in line on
the overtime list. This provision is not to be interpreted as meaning the employee is not subject
to call-back while on vacation or excused absence.
27.7 As each overtime opportunity arises the City will move through the overtime list
until it has offered the last employee on the list an overtime opportunity. Thereafter, the City
will move to the top of the list and begin with the most senior employee on the overtime list.
27.8 The provisions of this Article do not restrict the City's right to mandate
employees to work overtime. In the event the City must order overtime work within a unit or
area of assignment, the most junior employees of the affected classification will be ordered first
to work the required overtime.
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27.9 If this method results in obviously inequitable distribution of overtime, the
Director of Human Resources or designee and the UNION President will work out a method of
correcting such inequity.
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ARTICLE 28
GROUP INSURANCE
28.1 Summary Plan Document
The City and the UNION agree that the Summary Plan Document (SPD)
(entitled City of Miami Life and Health Benefits) shall be immediately updated to reflect
descriptions of the current benefit. Plan design and all plan benefits shall be those outlined
within the updated version of the employees benefits handbook and shall not be changed
without mutual agreement of the City and the UNION. The updated and finalized SPD shall
be provided to the City's Plan Administrator (TPA) and the TPA will administer the Plan
benefits in accordance with the definitions and other language agreed to and contained in the
SPD.
Life and Accidental Death and Dismemberment (AD&D)
The City agrees to pay $8.08 per all eligible bargaining unit member per pay
period to the UNION to provide life insurance coverage in the amount of $40,000.00 and AD&D
coverage in the amount of $80,000. The UNION, has secured a multi -year rate guarantee from
the provider, Reliance Standard. The UNION agrees to continue to secure life insurance and
accidental death and dismemberment coverage for all the eligible bargaining unit members
throughout the term of this contract and agrees to provide policy and rate documentation to the
City at the City's request.
Medical/Vision:
The City currently offers medical, dental and vision benefit plans through a self -funded
plan in which all bargaining unit members, upon obtaining eligibility, may enroll, to wit:
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Medical/Vision Cigna Network
Dual Choice/POS Cigna Network
Dental DHMO-Cigna/DPP O-Guardian
EAP Cigna Health Care
It is agreed between the parties that as of January 1, 2015, the City's medical plan
will consist of a four tier program:
Single coverage
Single coverage + spouse
Single Coverage + children
Single coverage + Family (spouse and children)
It is agreed that medical premium rates for all tiers may be adjusted annually upon
the City's calculation of the premium for medical benefits. Premium rates will be calculated by
a certified actuary based on the City's eligibility list and experience and the information will be
provided to the UNION, in order to validate any increase or decrease in theoretical premium.
As of January 1, 2018, (the beginning of the next Plan year) any increases or
decreases in the cost of the City's health plan shall be shared by current active employees on
the following basis for all medical plans:
Plan Year 2018: Dual Choice/POS (Cost of coverage shown bi-weekly)
Single $40.55
Single + spouse $89.21
Single + Children $75.01
Family $115.56
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Plan Year 2018: Point of Service Plan
Co -Pays:
Primary Care Physician: $25.00 per visit
Specialists from within POS Network: $40.00 per visit
As there are frequent and rapid changes in health care costs, it is understood and agreed
between the parties that any changes in contribution amounts will be made based on the annual
calculation of theoretical premium. It is agreed that should actual operating claims and
administrative costs, and reserve costs increase at a rate higher than the projections used to
establish the employee contributions above (projection used is 10% increase in total premium
each year), then those employee contributions shall be adjusted to reflect the increase and shall
be effective at the beginning of the Health Plan Year. Likewise, should the theoretical premium
cost decrease more than the projections used to establish the employee contributions stated
above, those employee contributions will be lowered to reflect the overall theoretical premium
decrease. In any given plan year, projections used to establish any increase in contributions
from the employee shall be capped at 15%.
Prescription Drug Coverage
The City currently offers a prescription drug benefit plan for those bargaining unit
members enrolled in POS plans. It is a self -funded plan administered by Cigna Health Care
and consists of the current benefit:
Cigna Pharmacy Retail Drug Plan;
$15 per 30 day supply for generic drugs
$40 per 30 day supply for preferred brand name drugs
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$60 per 30 day supply for non -preferred brand name drugs
50% of drug cost per 30 day supply for self-administered Injectables
(e.g. injectables drugs used to treat rheumatoid arthritis, hepatitis C,
multiple sclerosis, asthma).
Cigna Tel Drug Mail Order Drug Program:
$0 (no charge) per 90 day supply for generic drugs
$80 per 90 day supply for preferred brand name drugs
$120 per 90 day supply for non -preferred brand name drugs
50% of drug cost per 90 day supply for self-administered Injectables
(e.g. injectables drugs used to treat rheumatoid arthritis, hepatitis C,
multiple sclerosis, asthma).
Since prescription drug costs are a major component of the health plan and are
subject to significant annual cost increases, the City and the UNION agree to evaluate and
measure pharmacy benefit total costs and evaluate best practice strategies to manage the
pharmacy benefit.
Any changes in the pharmacy benefit shall be mutually agreed to by the City and the UNION.
Dental:
Dental premium rates may be adjusted annually upon the City receiving notice
from the dental providers. Employees will be notified of the adjustments in the dental rates
during open enrollment. In accordance with current practice, when employees choose to be
covered under the City's dental plan, the employee will continue to pay the dental premium.
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Employee contributions: In accordance with the City's Cafeteria Plan group health
premiums will be paid by the bargaining unit employee with pre-tax dollars.
Health Committee
It is agreed that a standing committee will be created called the Health Insurance
Committee. It shall be made up of six (6) City of Miami Employees, one member appointed by
the IAFF, one member appointed by AFSCME, Local 1907, one member appointed by AFSCME,
Local 871, two members appointed by the City Manager and one picked by mutual agreement
of the Unions and City Manager. The Group Benefits Coordinator shall serve as a technical
advisor to the committee, but will not be a member nor have a vote.
Based on this commitment and in collaboration with labor and management, this
Committee will work during the term of this contract to identify ways to strengthen and improve
our health plan. This will include, but is not limited to:
Obtain timely, accurate, and transparent reporting, with full disclosure, of all costs
from our vendors.
Identify plan vendor administrative improvements and efficiencies that can have a
significant impact on reducing health expenditures and to ensure that our health plan vendors
are delivering maximum administrative savings.
Educate employees on better understanding and use of their health plan.
Identify the impact of health improvement and disease management initiatives to
decrease overall medical and drug costs.
Identify members who would benefit from health improvement initiatives and
institute programs to improve member's health.
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Evaluate and measure our pharmacy benefit total costs and fully assess the costs
from our pharmacy benefit manager (PBM) vendor.
Identify proven strategies to more effectively provide prescription benefits, and
obtain vendor (PBM) administrative savings to successfully manage this important benefit.
Make recommendations to the City Manager to reduce health expenditures while
maintaining a quality health plan at an affordable cost and which improves the health of
employees and dependents.
Review employee complaints and remedy situations concerning claims so long as
the decision does not change or impact current benefits. This is intended to reduce the need for
the grievance procedure; however, the bargaining unit member does not waive his/her right to
file a grievance should the committee's remedy is not satisfactory to the employee.
Review and update the Summary Plan Description (currently titled City of Miami
Life and Health Benefits).
Any and all other health care and wellness issues identified by the Committee as
promoting initiatives to improve the health of employees and dependents while maintaining a
quality health plan.
The Committee shall meet monthly or as soon as practicable to commence
initiatives outlined above.
Insurance Deductions by Payroll
28.2 The City shall continue to make available to the UNION a payroll deduction slot
to purchase local UNION sponsored insurance programs.
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Upon receipt of appropriate authorization from employees, the City will make the
designated deductions and forward monies to the UNION. The City shall deduct from that
remittance an amount for the cost of these deductions. The amount will be calculated at two
cents (2¢) for each employee deduction, each payroll period, and ten cents (10¢) for each
addition, deletion, or modification to the individual deduction. The UNION shall indemnify and
hold the City, its officers, officials, agents and employees harmless against any claim, demand,
suit or liability and for all legal costs arising from any action taken or not taken by the City, its
officials, agents and employees in executing this activity. The Director of Human Resources or
designee will advise the UNION of the deduction procedures that will be followed in the
implementation and administration of this activity.
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ARTICLE 29
UNIFORMS AND SAFETY SHOES
29.1 In those classifications where the employer requires that the employee wear
safety shoes, the City shall, effective the first full pay period following ratification of the labor
agreement, issue an allowance in the amount of One Hundred and Seventy -Five Dollars
($175.00) for the purchase of an initial pair of safety shoes.
29.2 When, due to wear and tear or accidental job destruction, a replacement pair of
shoes is required, the City will grant up to an additional One Hundred and Seventy -Five Dollars
($175.00) for the purchase of another pair of safety shoes.
This additional One Hundred and Seventy -Five Dollars ($175.00) shall only be
provided when the worn out or damaged pair of shoes is turned into the Department. The
Department Director, or designee, shall determine when, in their judgment, a pair of safety
shoes shall be issued on the basis of need and not on an automatic basis. Management reserves
the right to provide safety shoes directly to the employee in lieu of the approval provisions.
29.3 Employees in those classifications required to wear safety shoes shall be subject
to the loss of a day's pay for each day that the employee reports to work not wearing the required
safety shoes. Action under this section shall not be grievable under the Grievance Procedure or
appealable to the Civil Service Board.
If a medical waiver is obtained stating that the employee is unable to wear safety shoes, then
the penalty stated above is not applicable.
29.4 Safety shoes shall not be worn by the employee when the employee is off duty.
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29.5 Employees shall be advised of shoe models which conform to City standards. The
shoe allowance authorized by this Article shall only be paid where an employee purchases a pair
of safety shoes whose quality is certified as acceptable by Management.
29.6 City furnished equipment where required by the employer will be replaced when
worn out or damaged only if the employee returns the worn out or damaged equipment to the
Department. This includes, but is not limited to, gloves, boots, inclement weather gear and
other equipment. A bargaining unit employee shall reimburse the City for the repair or current
replacement cost of lost, stolen, or damaged City equipment when the employee's carelessness
and/or negligence results in the loss, theft, or damage of the equipment.
29.7 Mechanics covered under this contract shall be provided with safety eyewear.
Those bargaining unit members requiring prescription safety eyewear due to their inability of
wearing regular safety eyewear will be provided prescription safety eyewear. The bargaining
unit member is responsible for obtaining the prescription at no cost to the City.
29.8 The City shall provide a minimum of five (5) uniforms (including shirts and pants)
per year to any classifications required to wear uniforms.
29.9 The City will provide laundry services for uniforms worn by Mechanics
classifications.
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ARTICLE 30
TOOL ALLOWANCE
30.1 The City agrees to pay a quarterly tool allowance for Automotive Mechanic,
Heavy Equipment Mechanics, Welders and Auto Body Worker/Painter in the amount of One
Hundred Dollars ($100.00) quarterly. Such tool allowance will be paid to the employee within
the first fifteen (15) days after the close of the quarter.
30.2 Mechanics' tools, which are stolen due to vandalism or forced entry upon the
employer's property, will be replaced upon proof of a police report and an itemized list of the
tools stolen.
30.3 The Department Director or his designee shall have the sole right to develop or
redevelop a basic minimum tool list which employees must have to be hired in the various
trades' classifications. The Department Director may grant a reasonable length of time for any
employee to acquire additional tools to meet the basic minimum tool allowance inventory.
Employees who fail to meet the basic minimum tool list inventory shall not receive a tool
allowance. Tools may not be loaned to meet the basic inventory tool list.
30.4 The Department Director or designee, shall provide a required minimum list of
tools for Automobile Mechanic & Motorcycle Mechanic, Heavy Equipment Mechanic,
Maintenance Mechanic, Auto Body & Painter, Welder, Machinist, Mason, Carpenter,
Electrician, Lineman, Plumber, Painter, A.C. Mechanic, Sign Painter, Communication
Technician, or any other classification not listed that the Department Director may feel is
necessary to add.
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30.5 The affected employees within the above -listed classifications shall submit an
inventory of all their personal tools, including the make and model of each tool, to their
immediate supervisor outside the bargaining unit who will verify the list. The employee will
maintain a copy of said inventory list and a copy will be filed with the Department Director or
designee. This list shall be periodically checked and updated. The City shall replace broken,
stolen, and worn out tools upon request and confirmation that the broken, stolen, or worn out
tool was on the recorded inventory. This replacement policy does not apply to the classifications
receiving the quarterly tool allowance as provided under this Article. Submission of the
inventory list of tools in excess of the basic minimum tool list shall be completed within sixty
(60) days after ratification of this Agreement.
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ARTICLE 31
TUITION REIMBURSEMENT
31.1 It is agreed between the parties that the tuition reimbursement program is
designed to encourage City employees to improve their job performance and increase their value
to the City by pursuing courses of study related to their job duties at accredited educational
institutions. The policy governing the tuition reimbursement program is intended to be flexible,
with broad discretion for approval reserved to the Department Director and the City Manager
so as to insure on-the-job effectiveness of City employees. Tuition reimbursement shall not be
subject to budgetary constraints.
31.2 Any full-time, permanent City employee shall be eligible to participate in the
Tuition Reimbursement Program.
31.3 All course work must be taken at or from an accredited college, university or
educational institution approved by the City Manager or the Department of Human Resources
designee. Course work taken under provisions of this Article must be directly related to the
employee's job duties. Class attendance will be on the employee's own time unless otherwise
noted in the course announcement and authorized by the City Manager or the Department of
Human Resources designee.
31.4 Reimbursement will be limited to books, lab fees, and tuition costs up to a
maximum of $4,000.00 per calendar year.
31.5 To be eligible for reimbursement, the employee must successfully complete the
course work and provide evidence of successful completion to the City. Successful completion
must be evidenced by a grade of "C" or better.
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31.6 Procedures for reimbursement will be as follows:
A. The employee must obtain three (3) copies of the Application for Tuition
Reimbursement form for each course from their department or the Human
Resources Department.
B. The employee must complete the application in triplicate and submit it to
his/her Department Director prior to registration at the education
institution.
C. The Department Director will then review the application and if approved
forward the original and one copy to the Human Resources Department.
If the application is not approved, it is then returned to the employee by
the Department Director.
D. The Human Resources Department has the authority to approve or not
approve the application, and applications not approved will be returned to
the Department Director with the reason for rejection noted thereon.
31.7 In the event the employee resigns or is terminated from the City within one (1)
year following completion of the course(s) for which City funds have been expended, the amount
of tuition reimbursement paid to the employee will be reimbursed to the City by the employee
upon his/her termination from the City through a deduction from his/her final paycheck.
31.8 Upon completion of the course work, the employee must submit his/her semester
grade report together with the tuition fee receipt to his/her Department Director. The
Department Director will submit the approved application for tuition reimbursement along with
the employee's semester grade report to the Finance Department who shall then reimburse the
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employee for the City's share of the tuition reimbursement. The employee's Department
Director will advise the Human Resources Department of the employee's satisfactory completion
of the course.
31.9 Notwithstanding the above, tuition reimbursement requests shall be suspended
from October 1, 2021 or upon ratification, whichever is later, through September 29, 2022. This
provision shall not impact any requests that are or have been submitted or approved before or
after the suspension period.
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ARTICLE 32
CALL BACK PAY
32.1 Any bargaining unit member eligible for overtime shall, if recalled to duty during
off -duty hours, receive a minimum of three (3) hours plus one (1) hour travel time, paid at the
overtime rate. The parties agree that call-back hours shall not be used in the computation of
arriving at average earnings for purposes of establishing pension benefits.
32.2 It is not the intent of this Article or any other Article of this Agreement to provide
pay for a bargaining unit member out on ill time or workers compensation to receive call-back
pay, overtime pay or straight time pay for taking the required physical before said employee
may be released to return to work.
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ARTICLE 33
JURY DUTY/COURT APPEARANCE
33.1 Employees serving on jury duty shall be carried "JD" (Jury Duty) for actual
working time lost when called to serve on jury. duty. Such employees shall be paid at their
regular hourly rate for all working time lost up to forty (40) hours per week. Employees who
work a regular shift between the hours of 11:00 p.m. and 7:00 a.m. and who are summoned to
jury duty the day preceding their regular shift, shall be carried on leave of absence with pay for
their regular shift. All employees released early from jury duty shall report back to work during
their regular work schedule or shall forfeit the City compensation for Jury Duty for all hours
they are absent.
33.2 In consideration of receiving their regular pay, employees called to serve on Jury
Duty shall promptly notify their supervisor of the call to Jury Duty. The supervisor shall make
a copy of the summons to Jury Duty and forward said copy with the payroll sheets for the week
in which the employee is on Jury Duty.
Employees who serve as jurors for Federal Court shall have deducted from their
paycheck a jury duty fee equal to that compensation paid to the employee by the Federal Court
in his/her jurisdiction per day in the payroll period following the week in which the employee
was on Jury Duty.
Employees who serve as jurors for State and County Court shall not have Jury
Duty fees deducted for the first three (3) days of juror service. Employees who serve more than
three (3) days of Jury Duty shall have deducted from their paycheck a Jury Duty fee equal to
that compensation paid to the employee by the State or County Court in his jurisdiction.
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Any changes by the Courts in the above fees shall be reflected in the employee's
paycheck as they occur.
Where Courts provide free parking for jurists, employees will not be reimbursed
for any parking receipts submitted while attending such courts.
33.3 Attendance in court in response to legal order or subpoena to appear and testify
in private litigation not in connection with an employee's official duty, but rather as an
individual, shall be taken as vacation, compensatory leave, or leave of absence without pay.
33.4 When requests for appearances before the Civil Service Board require witnesses,
the Civil Service Office shall require that said requests delineate who are character witnesses
and who are witnesses testifying as to the incident at hand. Should the number of character
witnesses exceed two (2) then a statement from those additional character witnesses shall be
submitted to the Civil Service Board stipulating to the character of the employee on appeal
before the Civil Service Board.
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ARTICLE 34
CO1VIlViENDATION PAID LEAVE
34.1 A department director, upon approval by the City Manager, or designee, may
grant up to forty (40) hours of paid leave to any employee whose job performance is of such
exemplary or heroic nature as to warrant this special consideration. This Article shall not be
subject to the grievance procedure or arbitration.
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ARTICLE 35
PARK[NG
35.1 The City agrees to provide non -assigned parking space for all bargaining unit
employees who drive their personal automobiles to work. This parking space will be of at no
cost to the employee while the employee is on duty. The City will not assume the cost of parking
for those employees who may not desire to use the parking space provided by the City. Any
questions with regard to employee parking shall be reviewed and a determination made by the
Department of Human Resources designee and shall be final and binding.
35.2 The UNION President will meet and confer with the Department of Human
Resources designee on parking concerns should the need arise and the Department of Human
Resources designee will attempt to resolve said concerns consistent with budgetary constraints.
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ARTICLE 36
BLOOD DONORS
36.1 Employees who volunteer as blood donors to contribute to on -site City supported
Blood Donor Organizations as approved by the Department of Human Resources designee will
be authorized the paid absence necessary to accomplish this purpose. The Blood Donor
Organization's personnel will determine what amount of time the donor will need from the point
of donation until they are released to go back to work.
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ARTICLE 37
VACATION
37.1 Vacations shall be taken by the last payroll period of the calendar year in which
the vacation was credited. Effective upon ratification of the labor agreement, employees shall
be allowed to carryover seven hundred (700) hours of the previous year's credited vacation. Any
excess vacation over the seven hundred (700) hours allowed carryover shall be forfeited after
January 1st and no exceptions to the maximum carryover allowance shall be permitted absent
the express written approval of the City Manager. Bargaining unit members with unused
accrued vacation hours in excess of two hundred (200) hours as of September 30, 2010, shall
have those hours in excess of two hundred (200) grandfathered, and those employees with
grandfathered hours over two hundred (200) hours shall be allowed to carryover up to a
maximum of those hours or to a maximum of seven hundred (700) hours, whichever is greater,
from year to year. Employees who have been carried on full disability the entire previous year
shall be paid for all excess vacation over seven hundred (700) hours at the rate of pay the
employee was earning at the time the employee was placed on full disability. If an employee is
unable to take a previously authorized vacation due to cancellation by the Department Director
or designee, any hours in excess of the seven hundred (700) hours which would have been
forfeited shall be paid on or about January 1, at the employee's hourly rate of pay.
37.2 Vacation shall be accrued in accordance with the following chart:
Years of Services Hours Accrue
1 5 years 96 hours
6 7 years 114 hours
8 years 116 hours
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9 years
10 years
11 years
12 years
13 years
14 years
15 years
16 - 20 years
21 years
22 years
23 years
24 years
25 years
26 years
27 years
28 years
29 years
30 years
31 years
32+ years
124 hours
132 hours
136 hours
140 hours
144 hours
148 hours
152 hours
174 hours
176 hours
180 hours
184 hours
188 hours
192 hours
196 hours
200 hours
204 hours
208 hours
212 hours
216 hours
220 hours
37.3 An employee's annual vacation accrual shall be reduced for leaves of absence
without pay and suspensions. The employee's annual vacation accrual shall be reduced on a
yearly basis in accordance with the following schedule:
Hours Without Pay
88 thru 176 Hours
177 thru 349 Hours
350 thru 522 Hours
523 thru 695 Hours
Penalty
1 month annual vacation accrual
2 months annual vacation accrual
3 months annual vacation accrual
4 months annual vacation accrual
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696 thru 868 Hours
869 thru 1041 Hours
1042 thru 1214 Hours
1215 thru 1387 Hours
1388 thru 1560 Hours
1561 thru 1733 Hours
1734 thru 1906 Hours
1907 thru 2080 Hours
5 months annual vacation accrual
6 months annual vacation accrual
7 months annual vacation accrual
8 months annual vacation accrual
9 months annual vacation accrual
10 months annual vacation accrual
11 months annual vacation accrual
12 months annual vacation accrual
37.4 Vacation leave must be requested twenty-four (24) hours in advance of use and
shall be taken in increments of not less than one (1) hour. On those occasions where more than
one employee in a classification has simultaneously requested vacation leave for the same period
of time, the leave shallbegranted by classification seniority. Vacation leave may be granted by
the Department Director or designee on an emergency basis. Should such request be denied,
the employee may only appeal such denial to the Director of Human Resources or designee.
Upon an employee's retirement or separation from City service, the employee will be paid for
those vacation hours credited and earned through the employee's separation date.
37.5 Vacation shall be calculated on actual service in the previous calendar year and
shall only be taken after the completion of six (6) months of actual continuous service.
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ARTICLE 38
SECURITY OPERATIONS
38.1 The City and the UNION and its officers, agents and members recognize there
are assignments within the Miami Police Department where security of information is an
absolute necessity. Therefore, the Chief of Police at his sole discretion may reject an employee
to such assignment within the Miami Police Department when the Chief has reason to believe
that there is potential for the Security of the Department to be compromised.
38.2 Upon request of the UNION President, the Department of Human Resources
designee will review such denial of assignment. Said review will be final and the decision of the
Department of Human Resources designee will be binding and not subject to any appeal
procedure.
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(PLEASE REFER TO THE 4/26/2012 MEMORANDUM OF UNDERSTANDING
FOR SECTION 39.11)
ARTICLE 39
SICK LEAVE
39.1 The parties agree that care and discretion shall be exercised by Management and
the UNION in order to prevent the abuse of sick leave privileges. Absences on account of trivial
indispositions must be discouraged. To determine the extent or reasons for an employee's
absence on sick leave, the employee's immediate supervisor outside the bargaining unit or
management designee may visit the home of the employee on sick leave with pay. In cases
where Management suspects that an employee is malingering, sick leave with pay shall not be
granted.
39.2 Permanent bargaining unit employees may accrue eight (8) hours sick leave per
month, provided that the employee is in pay status at least one hundred twenty (120) hours per
month to be utilized in not less than one (1) hour increments.
39.3 New hires will accrue sick leave in accordance with Section 39.2 above. However,
no sick leave with pay shall be granted during the employee's first ninety (90) working days.
39.4 To receive sick leave with pay, a bargaining unit employee must take steps to
notify his/her immediate supervisor or the person designated by the Department to receive such
notice of illness within thirty (30) minutes of their regularly scheduled time for work, excluding
the Fire and Police Departments wherein departmental rules will apply. It shall be the
bargaining unit member's responsibility to notify the Department designee each day the
employee will be out ill within the time frames outlined above.
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39.5 Bargaining unit members may be allowed to use accrued sick leave when needed
due to the serious injury or acute illness of any actual dependent member of the employee's
household. Said dependent member of the employee's household shall be limited to the
employee's immediate family. The immediate family shall be defined as father, mother, sister,
brother, husband, wife, domestic partner, children, father-in-law, mother-in-law, grandparents,
spouse's/domestic partner's parents, grandparents, stepfather and/or stepmother.
39.6 In those instances where an employee has utilized all their sick leave, they will
be allowed to utilize vacation and/or compensatory leave for this purpose. Employees will be
required to provide a doctor's excuse in these instances. In those instances where a permanent
full-time employee or an employee's family member, as defined by the Family Medical Leave
Act, is affected by an illness or injury, and the employee has depleted his or her sick leave,
vacation leave, and compensatory leave, bargaining unit members may donate vacation, sick
and/or compensatory leave to the affected employee's time bank. The time being donated will be
prorated in accordance with APM-1-92, Section 3. There shall be no maximum on the number
of hours permitted for donation.
39.7 Any employee absent on sick leave for more than three (3) consecutive work days
must report to the Department of Human Resources and obtain approval before returning to
work. The Department of Human Resources will have the City designated physician prepare a
list of those medical illnesses or injury that will require the employee to be sent to the City
doctor's office prior to being cleared to return to work. Those medical conditions which are minor
in nature and not on the prescribed list will only require the employee to report to the Human
Resources Department for clearance to report to work.
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39.8 Bargaining unit employees who exercise normal retirement shall receive a cash
payment equal to one hundred percent (100%) of their unused accumulated sick leave up to
eight hundred and forty-six (846) hours. Bargaining unit members with accumulated sick leave
balances over seven hundred and fifty (750) hours as of September 30, 2010, will have their
balances in excess of seven hundred and fifty (750) hours grandfathered. Upon exercising
normal retirement bargaining unit members shall be paid for fifty (50%) of those unused
grandfathered sick leave hours in excess of seven hundred and fifty (750) hours in their bank.
39.9 Employees who terminate employment with the City under honorable conditions
shall receive a sick leave cash payout as follows:
More than 7, but less than 15 years of service 25% up to 846 hours, or up to a maximum
of their unused grandfathered sick leave
hours in excess of seven hundred and fifty
(750) hours.
More than 15 years of service
50% up to 846 hours, or up to a maximum
of their unused grandfathered sick leave
hours in excess of seven hundred and fifty
(750) hours.
39.10 Employees who are terminated shall not receive compensation for unused sick
leave upon separation of service or retirement.
39.11 A bargaining unit member's maximum sick leave carryover from calendar year
to calendar year shall not exceed eight hundred and forty-six (846) hours or the number of
unused accumulated sick leave hours in excess of the seven hundred and fifty (750) hours
grandfathered as of September 30, 2010, and any hours accrued in excess of the maximum
carryover in a given year are not permitted to be carried over by the bargaining unit member.
Bargaining unit members with unused accumulated sick leave hours in excess of maximum
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carryover at the end of the year shall be paid for one hundred percent (100%) of the unused
portion of their accumulated sick leave in excess of the maximum carryover.
39.12 Payoff for accumulated sick leave shall not be used to calculate average earnings
for pension purposes.
39.13 Employees with ten (10) or more years of service who are laid off under honorable
conditions may repurchase sick leave for which they were paid off at the time of separation,
subject to the following conditions:
1) They are rehired within twelve (12) months from the date of their
separation.
2) They remit to the City an amount equal to their hourly rate in their
rehired position multiplied by the number of hours of sick leave for which
they were previously paid. This buy back option must be exercised and
paid for within thirty (30) days from the date the employee returns to the
employ of the City.
3) If the buyback option is properly exercised, the City will credit the
employee with the balance of sick leave hours credited to his account as
of the date the employee was laid off.
39.14 In recognition of those employees who display perfect attendance in any one
calendar year, the City will present the employee with a certificate of appreciation. There will
be an annual drawing of one hundred (100) employees by an individual selected by the Director
of Human Resources or designee and the UNION President from the pool of eligible employees
with perfect attendance. Each of the one hundred (100) employees whose name is drawn shall
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receive a one hundred dollar ($100) cash prize. In order to qualify for perfect attendance
recognition, the employee must not have utilized any sick leave, nor been on disability, nor have
been in any without pay status during the year.
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ARTICLE 40
TARDINESS
40.1 Tardiness is reporting for work in excess of five (5) minutes beyond the scheduled
starting time of the shift (or as provided in Police or Fire Department rules). Approved pre-
arranged time off shall not be considered an instance. Unexcused absences resulting in
tardiness shall be counted as an "instance." When an employee reports to work within a period
that is more than five (5) minutes after his/her scheduled starting time, and provides an excuse
that is acceptable in the sole discretion of Management, which shall not be arbitrarily or
capriciously applied, the employee may elect to utilize vacation, compensatory time or sick
leave. Election of vacation, compensatory time or sick leave for an excused tardiness shall be
taken in fifteen (15) minute increments. An annual period shall be defined as a twelve (12)
month period beginning with the occurrence of the employee's first tardiness instance.
Management may, in its discretion, allow an employee to utilize vacation, compensatory
time or sick leave for a tardiness even if the tardiness is unexcused.
40.2 Employees shall be disciplined for instances of tardiness in an annual period in
accordance with the following schedule:
Number of Tardy Instances Discipline
3rd instance in annual period Written warning
6th instance in annual period Written reprimand
10th instance in annual period Three (3) day suspension
l lth instance in annual period Fourteen (14) day
Suspension
12th instance in annual period Dismissal
Disciplines issued pursuant to the schedule shall not be considered for purposes of
progressive discipline after the annual period expires.
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40.3 Tardiness appeals shall only be appealable through the Grievance Procedure
Article as set forth in the Agreement. Exceptions to the above schedules may be granted by the
Director of Human Resources or designee, if the individual circumstances warrant such action.
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ARTICLE 41
FAMILY MEDICAL LEAVE AND LEAVE WITHOUT PAY
41.1 Bargaining unit members may request a leave without pay in accordance with
the Family and Medical Leave Act of 1993, as amended. Such leave is provided under the law
for birth, adoption or foster care of a child and for a serious health condition of the employee or
the employee's spouse, child, parent or grandparent, eligible deployment return from
deployment rights or any other FMLA eligible event. Employees taking leave under the Family
and Medical Leave Act (FMLA) shall be limited to a ninety (90) day FMLA leave, or twenty-six
(26) workweeks FMLA leave for the care of a covered service member, in a 12-month period. An
extension of an additional ninety (90) day of leave without pay may be granted upon request to
the Director of Human Resources or designee as specified under Section 41.3. Upon approval of
such extension, the employee will be required to pay the full premium amount for health
insurance coverage.
41.2 Upon approval of the Department Director, with the approval of the City
Manager or the Director of Human Resources or designee, a leave without pay may be granted,
for the purpose of training or study calculated to improve the quality of the employee's service
to the City through course work directly related to the employee's job for up to six (6) months.
The request for leave without pay may be extended for an additional six (6) months upon the
approval of the Department Director and approval of the City Manager or the Director of Human
Resources or designee. Any bargaining unit employee requesting said leave of absence shall be
required to submit evidence of registration upon entering each quarter/semester of school.
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41.3 Upon approval of the Department Director, with the approval of the City
Manager or the Director of Human Resources or designee, a leave without pay may be granted,
for an acceptable reason other than specified herein, for a period not to exceed ninety (90) day
calendar days. Approval for said leave of absence without pay is at the sole discretion of the
City Manager or Director of Human Resources or designee and shall not be appealable to the
Civil Service Board or the grievance procedure.
41.4 Bargaining unit employees who desire to take a leave without pay for any reason
specified in this Article, excluding a serious health condition, must exhaust their vacation and
leave banks prior to taking a leave without pay. A request for leave without pay for a serious
health condition as provided under the Family and Medical Leave Act shall require the
bargaining unit employee to use all sick and vacation banks prior to taking such leave. The
usage of such leave time will not prohibit the employee from taking leave without pay as
specified herein.
41.5 Bargaining unit employees who take a leave without pay for any reasons specified
in this Article shall not accrue leave time. At the expiration of a leave of absence without pay,
the bargaining unit employee shall be returned to the same or similar position vacated when
said leave of absence without pay was granted, in accordance with the provisions of the Family
and Medical Leave Act. Leave of absence without pay during the required probationary period
of service shall extend the probationary period the length of time used during the said leave of
absence without pay.
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41.6 The acceptance of another position or engaging in other employment by the
bargaining unit employee while on a leave of absence without pay shall be deemed a voluntary
resignation from the service of the City of Miami.
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ARTICLE 42
LABOR/MANAGEIVIENT PARTNERSHIP COMMITTEES
42.1 A Departmental Labor/Management Partnership Committee may be established
in each department of the City of Miami. Said Committee membership shall include
representatives from classified support staff (M/C), unclassified staff, executives and the
AFSCME bargaining unit dues and non -dues paying members.
42.2 The Departmental Labor/Management Partnership Committee may meet at least
once a month, and such meetings shall be scheduled during normal business hours. The purpose
of these meetings will be to discuss quality of work -life, productivity, service, communication
and objectives of mutual concern, not involving matters which have been or are the subject of
collective bargaining between the parties. It is understood that these Departmental
Labor/Management Partnership Committee meetings shall not be used to renegotiate the labor
agreement between the City and AFSCME. All decisions made by the Departmental
Labor/Management Partnership Committee shall be by affirmative consensus.
42.3 The Departmental Labor/Management Partnership Committee meetings shall be
conducted on a semiformal basis with the selection of a chairperson to be determined by the
members of the Committee. Length of participation of Committee members shall be determined
by the Departmental Labor/Management Partnership Committee. The chairperson shall
arrange for minutes to be taken of each meeting and for the distribution of copies to each
member of the Committee, the UNION President, and the City's Human Resources Director or
designee.
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ARTICLE 43
BEREAVEMENT - DEATH IN FAMILY
43.1 Bargaining unit members may, in the case of death in the immediate family, be
authorized up to a maximum of forty (40) hours of paid leave to attend to funeral or estate
related functions of a member of the employee's immediate family, or is at home in a state of
bereavement. Said paid leave days shall be taken consecutively by the employee excluding
normal days off and holidays. For purposes of this Article, the "immediate family" is defined as
father, mother, sister, brother, husband, wife, domestic partner, children, father-in-law,
mother-in-law, grandparents, spouse's/domestic partner's parents, grandparents,
grandchildren, stepchildren, stepfather and/or stepmother and may include any other person
who was or has been an actual member of the employee's household for ten (10) or more years.
Within thirty (30) calendar days from the date the employee returns from a death in the family,
the employee will file a copy of the death certificate of the deceased family member. Said death
certificate will be attached to the form provided by the City and submitted to the Human
Resources Department. Failure to produce the death certificate will result in the employee
reimbursing the City for any days taken under this Article. Any employee found to have falsified
his/her application for death in the family ("K" day) will be dismissed.
43.2 It is understood that under certain circumstances the employee will be unable to
obtain a death certificate. In this event, in lieu of a death certificate, the employee shall submit
any other documentation that reflects the death and family relation as deemed appropriate by
the Department of Human Resources or designee.
43.3 Bereavement leave is for attending a funeral or to attend to estate issues or in a
state of bereavement and must be taken within 45 days of the death of the family member. The
Director of the Department of Human Resources or designee, at his/her sole discretion, can
make exceptions to the 45 day limit under truly unique circumstance, but the decision is final
and cannot be appealed through the grievance procedure or any other forum.
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ARTICLE 44
MILITARY LEAVE
44.1 The City shall abide by the current provisions of the Florida Statutes, Sections
115 and 250 as they relate to all bargaining unit employees who are either reserve officers or
enlisted personnel in the Florida Defense Force, the National Guard, Naval Militia, Marine
Corps, U.S. Army Reserve, U.S. Naval Reserve, U.S. Marine Corps Reserve, U.S. Coast Guard
Reserve, U.S. Air Force Reserve or officers or enlisted personnel in any other class of the militia
entitling the employee to leave of absence from their respective duties without loss of pay, time,
efficiency rating or Civil Service seniority credits on all days during which they shall be engaged
in field or Coast Guard defense exercises or other training ordered under the provisions of the
U.S. Military or Naval Training regulations or under the provisions of the Florida Defense Force
or the National Guard; provided that leaves of absence granted as a matter of legal right under
the provisions of this section shall not exceed seventeen (17) days in any one calendar year
unless other local, state or Federal laws which may be applicable grant additional time.
44.2 Requests for military leave shall be made to the Department of Human Resources
designee as early as possible but at least two (2) weeks prior to the date such leave commences
with proper orders attached.
44.3 Employees who take the military leave provided in this section shall be credited
with that time on their seniority status, in the City of Miami Civil Service Records -Department
of Human Resources.
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ARTICLE 45
HOLIDAYS
45.1 The following days shall be considered holidays:
New Year's Day Columbus Day
Presidents' Day Veterans' Day
Memorial Day Thanksgiving Day
Independence Day Day after Thanksgiving
Labor Day Christmas Day
Dr. Martin Luther King's Birthday Juneteenth
45.2 Any additional holidays declared by official directive of the City Manager shall be
added to the above list.
45.3 Hourly/Non-Exempt employees performing work on any of the above holidays
shall be paid eight (8) hours holiday pay (or the number of hours equal to the employee's
regularly scheduled daily work shift, whichever is greater) plus actual hours worked at time
and one-half of their straight time hourly rate, or shall be given scheduled compensatory time
off at the rate of time and one-half for the hours actually worked on the holiday. Non-
hourly/Exempt employees performing work on any of the above holidays shall, in addition to
receiving their regular salaries, have their schedules temporarily adjusted during the same
week, resulting in the employees having another day off in lieu of the City recognized holiday.
45.4 All conditions and qualifications outlined in Article 27, titled
"Overtime/Compensatory Time", shall apply to this Article. Hours of compensatory time
accumulated under this Article, when added to the compensatory time earned under the Article
entitled "Overtime/Compensatory Time", shall not exceed one hundred fifty (150) hours.
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45.5 To be eligible for holiday pay, an employee must work a full shift or be in a paid
leave status on the scheduled workdays which immediately precede and follow the holiday. If
an employee works at least seven (7) hours of his/her regular shift, the employee will either be
charged one (1) hour from either his/her compensatory time or vacation leave bank, or carried
in without pay status at the sole discretion of the supervisor. An employee who works at least
seven (7) hours as described in this section shall be eligible for holiday pay.
45.6 In the event that the holiday falls on an employee's regularly scheduled day off
(not requested day off), the following will occur. For hourly/non-exempt employees, the City will
award compensatory time equivalent to that employee's regularly scheduled daily work shift,
which may be utilized in accordance with Article 27. For non-hourly/exempt employees whose
scheduled day(s) off corresponds with a City -recognized holiday, the City will temporarily adjust
the employee's schedule during the same week, resulting in the employee having another day
off in addition to the City recognized holiday.
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ARTICLE 46
PROMOTIONS
46.1 Qualified applicants for promotion to any bargaining unit position shall be
selected for interview in the following order, unless otherwise prohibited: 1) A minimum of seven
(7) bargaining unit applicants employed in the same Department in which the vacancy exists
(so long as at least seven (7) bargaining unit members within that Department apply), and 2)
Other applicants.
For purposes of clarity, if the City interviews more than seven (7) applicants for an open
bargaining unit position for whatever reason, the City may interview bargaining unit and/or
non -bargaining unit applicants outside of the Department and/or outside of the City once they
have complied with subsection 1, above.
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ARTICLE 47
RESIDENCY
47.1 It is agreed by the parties that while residency is not a condition of employment
a candidate that is otherwise equally qualified will be given, at time of hire, preference for
employment in order of domicile as follows: (1) City of Miami resident, (2) Miami -Dade County
resident, (3) resident outside of Miami -Dade County.
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ARTICLE 48
TOTAL AGREEMENT
48.1 This Agreement, upon ratification, constitutes the complete and entire agreement
between the parties, and concludes collective bargaining for its term.
48.2 The parties acknowledge that during the negotiations which resulted in this
Agreement, each had the unlimited right and opportunity to make demands and proposals with
respect to any subject or matter not removed by law from the area of collective bargaining, and
that the understandings and agreements arrived at by the parties after the exercise of that right
and opportunity are set forth in this Agreement.
48.3 The parties agree that this Collective Bargaining Agreement represents the total
agreement for terms and conditions of employment during the life of this contract and no request
shall be made to increase wage or other employee benefits through the Civil Service Board, City
Manager or the City Commission during the life of this Collective Bargaining Contract.
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ARTICLE 49
SAVINGS CLAUSE
49.1 In the event any article, section or portion of this Agreement should be held
invalid and unenforceable by any court of competent jurisdiction, such decision shall apply only
to the specific article, section or portion thereof specified in the Court's decision, and that portion
of this Agreement in conflict shall be null and void but the remainder of the Agreement shall
remain in full force and effect, with it being presumed that the intent of the parties was to enter
into the Agreement without such invalid portion or portions.
49.2 The City's representatives as defined in Article 2 and the UNION's
representatives as defined in Article 3 shall promptly meet to negotiate a substitute for the
invalidated article, section or portion thereof as might be determined in accordance with Section
49.1 of this Article.
49.3 Notwithstanding any other provisions of this Agreement, the employer may take
all actions necessary to comply with the Americans with Disabilities Act.
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ARTICLE 50
SENIORITY
50.1 For purposes of this article, seniority shall be defined as the most recent date of
hire into a classification within the bargaining unit with the City unless otherwise agreed upon
by the UNION President and the Director of Human Resources or designee.
50.2 Seniority shall only be applied in the assignment of days off in units with two (2)
or more shifts. Seniority shall not be a prevailing factor for assignment or promotion to a unit,
section or division within a department.
50.3 Exceptions to the use of seniority as specified in 50.2 may occur in an emergency
situation, when physician ordered, for training purposes, when language skills are needed,
compliance with the Americans with Disabilities Act, when special knowledge or skills are
needed as mutually agreed upon by the City and the UNION, or when mutually agreed by the
affected employees and management through the labor/management process.
50.4 Once every October, shift assignments and days off will be re -bid by seniority.
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ARTICLE 51
LEAVE BALANCE PAYOFFS
51.1 Employees electing to retire and upon separation will receive payment of leave
balances upon retirement as currently specified under this agreement.
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ARTICLE 52
PENSION
52.1 The parties agree that for the term of this agreement the pension benefits and
employee contributions of employees covered by this agreement shall be as provided in the City
of Miami General Employees' and Sanitation Employees' Retirement Trust Section 40-241
through 40-290, Miami City Code ("GESE"), as amended except as follows:
52.2 The parties agree that effective October 1, 2011, the GESE amortization periods
will be revised to add 5 years to the existing amortization periods and change periods for future
amortizations as follows:
A. Plan benefit changes for active employees over 20 years (currently 15).
B. Plan benefit changes for retired employees over 15 years (no change).
C. Assumption changes over 20 years (currently 15).
D. Experience Gains and Losses over 20 years (currently 15).
52.3 Effective upon ratification, member retirement allowance shall not exceed the
lesser of 100% of the member's average final compensation or an annual allowance of $120,000
as of retirement or DROP entry based on the normal form of benefit in effect on the date of
retirement for members eligible to retire as of October 1, 2012; and effective October 1, 2022,
member retirement allowance shall not exceed the lesser of 100% of the member's average final
compensation or $100,000 as of retirement or DROP entry based on the normal form of benefit
in effect on the date of retirement for members who were not eligible to retire as of October 1,
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2012; provided that any employee who has an accrued benefit in excess of these annual
allowance caps shall retain that benefit.
52.4 BACKDROP option. A backdrop benefit option shall be implemented on January
1, 2013. The Backdrop option shall replace the existing DROP program. Employees who have
not attained normal retirement eligibility as of the effective date or were not vested by October
1, 2010, and all employees hired on or after that date, will be eligible for the Backdrop option,
but will not be eligible for the DROP. Anyone eligible for the forward DROP as of January 1,
2013, remains eligible for the forward DROP as it presently exists and anyone eligible for the
forward DROP as of January 1, 2013 or vested prior to October 1, 2010, who chooses not to enter
the forward DROP remains eligible for the Backdrop.
(a) An eligible employee who elects the Backdrop option shall receive a monthly benefit payable
on the employee's actual retirement date (date of retirement and separation from City
employment) based on the benefit the employee would have received if he/she had left City
employment and retired on an earlier date after attaining normal retirement eligibility (the
Backdrop date"). In addition, an eligible employee who elects the Backdrop option will receive
a lump sum payment equal to the accumulation of monthly retirement benefit payments he/she
would have received during the period following the Backdrop date through the actual
retirement date (Backdrop period"), plus interest at the rate of 3% per year, compounded
annually. An eligible employee may elect a minimum Backdrop period of 1 year and maximum
Backdrop period of up to seven years. An eligible employee who elects the Backdrop option must
select the normal form of benefit or an optional form of benefit at the time of electing the
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Backdrop option. The employee's monthly benefit as well as the lump sum payment under the
Backdrop option is based on the form of benefit selected.
(b) Employees are eligible to elect the Backdrop option after completing one year of creditable
service following the normal retirement date. A Backdrop election must be made within 10
years after becoming eligible for normal retirement. The maximum Backdrop period is 7 years.
Eligible employees who wish to elect the Backdrop option must provide written notification to
the City at least 8 months prior to the employee's retirement date; provided a lesser notice
period may be approved by the City Manager due to special circumstances. Bargaining unit
members will be eligible to revoke their Backdrop election one time, but within 1 month of their
election. However, if a bargaining unit employee is granted a lesser notice period by the City
Manager due to special circumstances, the employee will not be eligible for the one-time
Backdrop election revocation. Employees are not required to elect the Backdrop option.
(c) All or a portion of the lump sum payment under the Backdrop option may be rolled over to
an eligible retirement plan or IRA in accordance with federal law.
52.5 The employee pension contribution shall be 10%.
If the back DROP is ever terminated, for any reason, the rights of all persons then in the
DROP shall not be diminished or impaired. Additionally, if the back DROP is ever terminated,
all persons who are then eligible for a back DROP will still be eligible for a 7 year back DROP.
The Board of Trustees of GESE shall develop operational rules for the implementation of this
provision.
52.6 The service retirement benefit for employees hired prior to October 1, 2010 shall
be equal to three percent (3%) of the member's highest one year of compensation multiplied by
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the number of years of creditable service. The service retirement benefit shall be based on a
member's total creditable service and the benefit multiplier set forth in this provision (not the
benefit multiplier in effect at the time the service is earned), multiplied by average final
compensation in effect at the time of retirement or separation from employment.
52.7 Upon retirement, bargaining unit members shall receive a retroactive salary
increase of five percent (5%) for the bargaining unit member's highest one (1) year's salary. The
five percent (5%) salary increase shall be reflected in the hourly pay rate for the purpose of
calculating leave balance payoffs. The five percent (5%) salary increase shall not be applicable
to overtime.
52.8 For employees hired prior to October 1, 2010, effective September 30, 2020, a
member who separates from employment with ten or more years of service shall be considered
eligible for a service retirement upon attaining the earliest of the following: (a) age 55 with ten
years of creditable service, or (b) the completion of a combination of years of creditable service
plus attained age equaling 70 points.
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ARTICLE 53
TERM OF AGREEMENT
53.1 After a majority vote of those bargaining unit employees voting on the question
of ratification and thereafter upon its ratification by an official resolution of the City
Commission ratifying the Agreement and authorizing the City Manager to sign the Agreement
on behalf of the City, then, the Agreement, upon being signed by the appropriate UNION
representatives and the City Manager, shall become effective October 1, 2020 or as set out
below, whichever date is later. The Agreement shall continue in force and effect until 11:59
p.m., September 30, 2023.
53.2 On or before February 1, 2023, the UNION shall notify the City in writing of its
intention to renegotiate the Agreement in force, and attached thereto shall include a list of
proposals which shall inform the City of the items which they desire to negotiate, together with
specific language embodying and describing their proposals. The changes indicated in the
proposals shall be designated with a strike through of deleted language and new language will
be underlined.
53.3 On or before March 1, 2023, the City shall present the UNION with a list of
proposals it desires to negotiate. The changes indicated in the proposals shall be designated
with a strike through of deleted language and new language will be underlined.
53.4 Initial discussions shall thereafter, and no later than April 1, 2023, be entered
into by the City and the UNION.
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Agreed to this day of t` J BSc , 2021, by and between the respective parties through
an authorized representative or representatives of the UNION and by the City Manager.
ATTEST:
ATTEST:
MIAM1 EMPLOYEES
AFSC LOQAL #1907, AFL-CIO
ON THE PT OF THE CITY OF MIAMI,
MIAMI, ORIDA
PROVED AS TO FORM
AND ,CORRECTNESS I
CI Y ATTORNEY
111
3
ARTICLE 54
HEALTH AND SAFETY
54.1 It is the responsibility of the City to provide safe and sanitary working conditions
and to abide by all applicable state and federal laws and regulations regarding the health and
safety of the bargaining unit.
54.2 The City agrees to follow the guidelines issued by the Centers for Disease Control
and Prevention (CDC) relating to COVID-19.
54.3 Employees shall be permitted to wear facial coverings while at work.
54.4 Soap and hand sanitizer shall be readily available in all bathrooms.
54.5 Both parties agree to engage in continuous labor management discussions over
issues related to COVID-19 as they may arise.
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INDEX
ARTICLE PAGE
AGREEMENT 1
ANNIVERSARY INCREASE 19 39
APPENDIX A 116
ATTENDANCE AT MEETINGS/UNION TIME POOL 8 14
BEREAVEMENT -DEATH IN FAMILY 43 96
BLOOD DONORS. 36 80
BULLETIN BOARDS 12 22
CALL BACK PAY 32 75
COMMENDATION PAID LEAVE 34 78
CONTRACT DISTRIBUTION 10 20
DISCIPLINARY PROCEDURES 16 32
DISCRIMINATION 6 12
DUES CHECKOFF 13 23
EMPLOYEE EVALUATION 18 37
EMPLOYEES ACTING WITHIN SCOPE OF AUTHORITY20 41
EMPLOYEES' BILL OF RIGHTS 15 31
FAMILY MEDICAL LEAVE AND LEAVE WITHOUT PAY41 92
GRIEVANCE PROCEDURE 14 25
GROUP INSURANCE 28 61
HEALTH AND SAFETY 54 112
HOLIDAYS 45 98
JURY DUTY/COURT APPEARANCE 33 76
LABOR/MANAGEMENT PARTNERSHIP COMMITTEES 42 95
LEAVE BALANCE PAYOFFS 51 105
ARTICLE PAGE
LINE OF DUTY INJURIES 23 45
LOSS OF EMPLOYMENT 17 34
MANAGEMENT RIGHTS 4 7
MILITARY LEAVE 44 97
NOTICES 11 21
NO STRIKE 5 10
OVERTIME/COMPENSATORY TIME 27 58
PAY SUPPLEMENTS 25 53
PARKING 35 79
PENSION 52 106
PREAMBLE 2
PREVAILING BENEFITS 7 13
PROMOTIONS 46 100
RECOGNITION 1 3
REPRESENTATION OF THE CITY 2 4
REPRESENTATION OF THE UNION 3 5
RESIDENCY 47 101
REST/LUNCH PERIODS 22 44
SALARY BASIS/EXEMPT 26 57
SAVINGS CLAUSE 49 103
SECURITY OPERATIONS 38 84
SENIORITY 50 104
SICK LEAVE 39 85
TARDINESS 40 90
TERM OF AGREEMENT 53 110
TOOL ALLOWANCE 30 70
TOTAL AGREEMENT 48 102
ARTICLE PAGE
TUITION REIMBURSEMENT 31 72
UNIFORM AND SAFETY SHOES 29 68
UNION STEWARDS 9 18
VACATION. 37 81
WAGES 24 50
WORKING OUT OF CLASSIFICATION 21 42
APPENDIX A
Upon ratification, this Appendix is amended as follows:
Job
Code Job Name
FLSA
Code Grade
1005 Mail Clerk
1008 Clerical Aide
1010 Clerk I
.......................................................................
1011 Clerk II
1012 Clerk III
............
1013 Clerk IV
1015 Transcriber
1017 Community Service Provider
1019 Police Typist Clerk
1020 Typist Clerk I
1021 Typist Clerk II
1022 Typist Clerk III
1023 Typist Clerk IV
1024 Legal Clerk
1025 Secretary I
1026 Secretary II
1027 Secretary III
1028 Secretary IV
1031 Cis Desk Operator
NEX
......................
N EX
............................
N EX
NEX
NEX
N EX
NEX
NEX_
NEX
.................
NEX
NEX
NEX
NEX
N EX
NEX
N EX
NEX
NEX
NEX
1037 Interrogat Steno NEX
1038 Police Transcriptionist NEX
1040 Tech. Oper. Liaison NEX
1042 Legal Services Aide NEX
1043 Legal Services Assistant NEX
1052 Neighborhood Service Center Representative NEX
1054 Service Center Aide NEX
1058 Telecommunications Processing Aide NEX
1060 Claims Representative NEX
1073 Customer Service Representative NEX
1074 Cust Service Rep Sr EX
1080 Client Support Services Aide NEX
1082 Client Support Services Specialist EX
1083 Client Support Services Supervisor EX
1105 Cashier I NEX
1106 Cashier II NEX
1110 Account Clerk NEX
116
14.A1907
09.A1907
...................
12.A1907
14.A1907
16.A1907
20.A1907
24.A1907
18.A1907
15.A1907
13.A1907
15.A1907
17.A1907
19.A1907
18.A1907
15.A1907
17.A1907
19.A1907
21.A1907
18.A1907
24.A1907
21.A1907
19.A1907
15.A1907
17.A1907
21.A1907
17.A1907
21.A1907
19.A1907
21.A1907
24.A1907
20.A1907
22.A1907
26.A1907
15.A1907
17.A1907
17.A1907
1111 Payroll Clerk
1112 Payroll Aide
1113 Police/Fire Payroll Coordinator
1114 Payroll Assistant
1116 Payroll Specialist
1117 Project Accountant, Sr
1118
1119
Project Accountant
Accountant
1120 Accountant Sr
1121 Accountant Supervisor
1122 Supervisor of Payrolls
1123 Supervisor Of Payrolls, Assistant
1126 Staff Auditor Sr
1129 Staff Auditor Princ
1132 Fiscal Administrator
......................
1135 Assistant Payroll Systems Administrator
................
1140 Budget Assistant
1142 Debt Compliance Specialist
1145 Investment and Debt Supervisor
1150 Risk Management Specialist
1154 Group Insurance Aide
1155 Group Insurance Assistant
1156 Group Insurance Coordinator
1157 Group Insurance Specialist
1165 Financial Systems Administrator
1166 Budget And Financial Support Advisor
1167 Budget And Financial Support Advisor, Sr
1170 Community Development Policy Coord.
1201 Material Spec I -BC
1202 Material Spec II -BC
1203 Material Supvr-BC
1205 Stock Clerk I
1206 Stock Clerk II
1207 Storekeeper
1208 Materials Spec I-CR
1209
1210
1211
1212
1213
1214
Materials Spec II-CR
Senior Procurement Contracting Officer
Procurement Asst
Procurement Contracting Officer
Materials Supv-CR
Auto Parts Supvr
117
NEX 19.A1907
NEX 20.A1907
EX 25.A1907
NEX 22.A1907
NEX 24.A1907
EX 28.A1907
EX 26.A1907
NEX 22.A1907
EX 25.A1907
EX 28.A1907
EX 30.A1907
EX 28.A1907
...........
EX 30.A1907
EX 30.A1907
EX 30.A1907
EX 33.A1907
NEX 22.A1907
NEX 26.A1907
EX 30.A1907
EX 24.A1907
NEX 19.A1907
NEX 22.A1907
EX 26.A1907
EX 28.A1907
EX 32.A1907
EX 27.A1907
EX 29.A1907
EX 29.A1907
NEX 16.A1907
NEX 18.A1907
NEX 25.A1907
NEX 14.A1907
NEX 16.A1907
NEX 19.A1907
NEX 16.A1907
NEX 18.A1907
EX 28.A1907
NEX 22.A1907
NEX 25.A1907
NEX 21.A1907
NEX 21.A1907
1215 Procurement Supv
1216 Procurement Aide
1217 Procurement Card/Surplus Administrator
1219 Procurement Assistant II
1220 Procurement Construction Specialist
1221 Procurement Construction Specialist, Sr
1222 Construction Procurement Assistant
1223 Procurement Analyst
1224 Auto Pts Spec I
1225 Auto Pts Spec II
1230 Lease Manager
1231 Quality Control & Financial Modeling Analyst
1240 Property Mgmt Representative
.....................
1242 Property Mgmt Specialist
1245 Property Manager
1258 Senior Project Manager - OTM
1259 Project Manager - OTM
1260 Project Manager
1261 Project Manager - CIP
1262 Project Cost Estimator
1263 Project Scheduler
1264 Transportation Analyst
1265 Transportation Engineer
1266 Transportation Manager
1267 Project Manager - CIP (Horizontal)
..........................................................
1268 Project Manager - CIP (Vertical)
1269 Transportation Planning Aide
1270 Capital Improvements Program Manager
1271 OCI Program Coordinator - External
1300 Police Staffing Specialist
1302 Police Staffing Specialist Supervisor
1303 Human Resources Clerk
1305 Admin Aide I
1306 Admin Aide II
1307 Task Force Supervisor
1309 Admin Asst I
1310 Admin Asst II
1311 Admin Asst III
1313 Human Resources Technician I
1316 Human Resources Technician II
1317 HR Specialist
118
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
NEX
EX
EX
NEX
EX
NEX
NEX
NEX
EX
EX
EX
EX
NEX
NEX
EX
EX 33.A1907
NEX 19.A1907 !.
EX 23.A1907
NEX 23.A1907
NEX 25.A1907
EX 28.A1907
NEX 22.A1907
EX 30.A1907
NEX 16.A1907:
NEX 18.A1907
EX 34.A1907
EX 28.A1907
25.A1907
28.A1907
34.A1907
34.A1907
32.A1907
34.A1907
32.A1907
30.A1907
30.A1907
29.A1907
30.A1907
34.A1907
32.A1907
32.A1907
19.A1907
32.A1907
32.A1907
22.A1907
25.A1907
17.A1907
20.A1907
22.A1907
24.A1907
25.A1907
28.A1907
31.A1907
20.A1907
22.A1907
24.A1907
1323 Human Resources Coordinator
1324 Safety Specialist
1329 Assistant Management Analyst
1330 Safety Officer
1332 Tech. Operatns Coord.
1337 Management Operations Analyst
1339 Grant Writer
1340 Capital Improvements Assistant
1341 Market Ser Coord
1342 Rsch & Devt Spec
1343 Contract Compliance Analyst
1344 Procurement Contracts Officer
1345 Fiscal Assistant
1346 Training and Development Specialist
1347 Cable Comm. Assistant
1348 Marketing Specialist
............
1349 Innovation Analyst
1350 Marketing Supervisor
1351 Strategic Planning & Performance Analyst
1352 Business Develop Sr
1354 Business Developer
1356 Business Dev Supv
1357 Economic Analyst
1358 Supervisor Of Economic Research
1359 Principal Economic Analyst
1361 Employmt Interviewer
1362 Info & Referral Specialist (Homeless Program)
1363 Info & Referral Aide
1364 Organizational Development and Training Sup
1365 Training Officer
1366 Staff Anlst Asst
1367 Staff Analyst
1368 Staff Anlst Sr
1369 Staff Analyst Prncpl
1370 Contracts Manager
1371 Hearing Boards Coordinator
1372 Customer Service Specialist
1373 Sanitation Services Coordinator
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
NEX
EX
EX
NEX
EX
EX
EX
EX
EX
EX
EX
EX
EX
NEX
NEX
N EX
EX
EX
EX
EX
EX
EX
EX
EX
NEX
EX
1374 Hearing Board Specialist I NEX
1375 Job Training Specialist EX
1376 Job Training Specialist, Sr EX
119
30.A1907
26.A1907
24.A1907
28.A1907
22.A1907
26.A1907
28.A1907
26.A1907
28.A1907
28.A1907
27.A1907
29.A1907
22.A1907
27.A1907
24.A1907
24.A1907
27.A1907
29.A1907
27.A1907
.......... ....................:
28.A1907
26.A1907
31.A1907
26.A1907
30.A1907
31.A1907
17.A1907
16.A1907
12.A1907
35.A1907
26.A1907
24.A1907
26.A1907
28.A1907
30.A1907
34.A1907
28.A1907
22.A1907
25.A1907
22.A1907
25.A1907
21.A1907
1377 Hearing Board Specialist II NEX 24.A1907
1378 Property And Casualty Coordinator EX 28.A1907
1379 Safety Manager EX 33.A1907
1380 Veteran Services Information & Referral Specialist NEX 16.A1907
1382 Support Services Coor EX 31.A1907
1384 Assistant Productivity Analyst EX 24.A1907
1385 Productivity Analyst EX 26.A1907
1386 Insurance Information Analyst EX 34.A1907
1388 Legislative Coordinator EX 25.A1907
1389 Records Systems Specialist EX 26.A1907
1390 Special Projects Coordinator EX 29.A1907
1391 Assistant Agenda Coordinator EX 25.A1907
1392 Technical Support Analyst EX 27.A1907
1395 Victims Advocate EX 28.A1907
1397 Information Analyst EX 26.A1907
1405 City Photographer NEX 20.A1907
1410 Public Relations Agent EX 25.A1907
1411 Capital Impry Community Outreach & Engmt Coord EX 32.A1907
1413 Promotion Assistant NEX 12.A1907
1414 Public Rel Splst EX 29.A1907
1418 Police Public Information Manager EX 30.A1907
1419 Public Relations Aide NEX 20.A1907
1420 Publicity Writer EX 25.A1907
1421 Public Rel Agnt EX 27.A1907
1422 Public Info Ofcr EX 28.A1907
1423 Public Information Coordinator EX 30.A1907
1424 Social Broadcasting Specialist NEX 25.A1907
1425 Multimedia Specialist NEX 23.A1907
1426 Protocol Officer EX 29.A1907
1427 Assistant To The Protocol Officer EX 25.A1907
1430 Events Agent NEX 22.A1907
1431 Special Events Coordinator EX 25.A1907
1436 Intergovmental Film Liaison EX 23.A1907
1440 Legislative Services Rep. I NEX 19.A1907
1441 Legislative Services Rep. II EX 22.A1907
1442 Legislative Services Rep. III EX 25.A1907
1505 Switchboard Oper NEX 14.A1907
1506 Information Clerk NEX 14.A1907
1510 Application Support EX 09.IT
1511 Senior Application Support EX 10.IT
1513 Senior Data Scientist EX 13.IT
120
1522 Camera Platemk NEX 18.A1907
1523 Offset Press Opr NEX 19.A1907
1524 Offset Press Opr Sr
1525 Duplicating Equip Op I
1526 Photolithographer
1527 Print Shop Supervisor
........_.
1528 Print Shop Asst Supt
1529 Print Shop Supt
1530 Print Shop Helper
1531 Duplicating Equip Op II
1533 Office Equipment Analyst
1535 Print Shop Estimator
1536 GIS Technician
1537 Prod Ctrl Spv
1539 Computer Systems Supervisor
1540 Systems Engr I
1541 Systems Engr II
1542 Information Services Liaison
1543 Pc Hardware Repair Technician
1544 Database Specialist(Sql Server)
1545 Database Specialist (Oracle)
1546 Pc Aide
1547 Technical Writer
1548 Information Technology Technician I
1549 Information Technology Technician II
1550 Information Technology Tech. III
1551 Help Desk Supervisor
1552 IT Security Supervisor
1553 IT Security Analyst
1554 Computer Op I
1555 Computer Op II
1556 Network Analyst
1557 Computer Opr Supv
1558 Computer Training Specialist
1559 Applications Support Supervisor
1560 Programmer Asst
1561 Cyber Security Analyst
1562 Systems Programmer
1563 Software Quality Assurance Analyst
1564 Web Developer I
1565 Web Developer II
121
NEX 21.A1907
NEX 16.A1907
NEX 18.A1907
EX 24.A1907
EX 27.A1907
EX 30.A1907
NEX 12.A1907
NEX 19.A1907
NEX 24.A1907
NEX 19.A1907
NEX 20.A1907
EX 23.A1907
NEX 14.IT
26.A1907
30.A1907
20.A1907
23.A1907
14.IT
14.IT
17.A1907
27.A1907
01.IT
05.IT
11.IT
13.IT
17.IT
13.IT
20.A1907
22.A1907
14.IT
26.A1907
08.IT
17.IT
23.A1907
15.IT
29.A1907
15.IT
11.IT
13.IT
NEX
EX
NEX
NEX
EX
EX
NEX
EX
NEX
EX
EX
EX
EX
EX
NEX
NEX
EX
EX
EX
EX
N EX
EX
EX
EX
EX
EX
1566 Programmer Jr
Programmer
1567
EX 26.A1907
EX 11.IT
1568 Programmer Sr EX 13.IT
1569 Web Administrator EX 15.IT
1570 Systems Software Manager EX 35.A1907
1571 Systems Maintenance Supervisor EX 32.A1907
1572 Computer Opr Chf
1573 Data Base Manager
1574 Oracle Database Manager
...........
1575 Geographic Information Systems (GIS) Supervisor
1576 Systems Analyst Sr
1577 IT Project Manager
1578 Geographic Information Systems Developer
1579 Oracle Systems Administrator
1580 Network Administrator
1581 Business Systems Administrator
1582 Teleprocessing Coord
1583 Geographic Information System Technical Analyst
1584 Data Librarian
1585 Geographic Information Systems Data Spec
1586 Scheduler/Expediter
1587 Information Systems Manager, Fire/Police
1588 Info Center Spec
1589 Chief Information Security Officer
1590 Financial Information Systems Analyst
1591 Senior Oracle ERP Application Developer
1593 Oracle ERP Application Developer
1594 IT Infrastructure Mgr.
1595 Business Analyst
1596 Business Relationship Manager
1602 Finance Accounting Assistant
1603 Senior Capital Assets Analyst
......................................................................
1604 Finance Accounting Specialist
1605 Capital Assets Administrator
1606 Financial Analyst I
1607 Grants Financial Analyst
1608 Financial Analyst II
1609 Senior Accounts Payable Analyst
1610 Senior Financial Analyst
1611 Finance Manager
1620 Financial Information Business Process Analyst
122
EX 32.A1907
EX 18.IT
EX 35.A1907
EX 17.IT
EX 14.IT
EX 16.IT
EX 13.IT
EX 16.IT
EX 16.IT
EX 32.A1907
EX 28.A1907
EX 15.IT
NEX 20.A1907
EX 11.IT
NEX 21.A1907
EX 17.IT
EX 30.A1907
EX 19.IT
EX 26.A1907
EX 16.IT
EX 15.IT
EX 19.IT
EX 13.IT
EX 17.IT
NEX 22.A1907
EX 30.A1907
EX 24.A1907
EX 32.A1907
EX 26.A1907
EX 28.A1907
EX 28.A1907
EX 30.A1907
EX 30.A1907
EX
EX
34.A1907
30.A1907
1624 Finance Accounting Aide NEX 19.A1907
1627 Asst Accts Receivable Supervisor NEX 25.A1907
1629 Customer Service Supervisor EX 30.A1907
1630 Capital Assets Aide NEX 18.A1907
1635 Finance Revenue Collections Inpsector NEX 22.A1907
1637 Finance Revenue Collections Coordinator EX 25.A1907
1701 Grant Funded Workforce Career Advisor EX 15.A1907
1702 Opportunity Center Employer Consultant EX 24.A1907
1703 Opportunity Center Employer Consultant Supervisor EX 26.A1907
1704 Grant Funded Workforce Program Supervisor EX 22.A1907
1705 Grant Funded Workforce Program Specialist I NEX 13.A1907
1706 Grant Funded Workforce Center Manager EX 29.A1907
1707 Grant Funded Workforce Employer Specialist EX 19.A1907
1708 Opportunity Center Client Support Specialist Spvsr EX 22.A1907
1709 Opportunity Center Client Support Specialist EX 20.A1907
1710 Grant Funded Workforce Prog Workshop Facilitator EX 19.A1907
1711 Grant Funded Workforce Placement Specialist EX 15.A1907
1730 Grant Program Lead EX 25.A1907
1808 Claims Account Specialist NEX 22.A1907
1810 Claims Adjustor I EX 22.A1907
1812 Claims Adjustor II EX 24.A1907
1816 Claims Adjustor III EX 26.A1907
1820 Coll/Subrogation Spec EX 24.A1907
1822 Claims Supervisor, Assistant EX 28.A1907
1824 Claims Supervisor EX 30.A1907
2009 Senior Construction Coordinator EX 29.A1907
2010 Survey Party Chief EX 24.A1907
2011 Surveyor EX 30.A1907
2012 Surveyor, Senior EX 33.A1907
2013 Eng Tech 1 NEX 18.A1907
2015 Eng Tech II NEX 20.A1907
2017 EngTechlll NEX 24.A1907
2018 Eng Tech IV EX 27.A1907
2019 Construction Coordinator EX 27.A1907
2020 Cadd Operator NEX 24.A1907
2021 Construction Manager EX 30.A1907
2022 Construction Manager (Horizontal) EX 30.A1907
2023 Constrcution Manager (Vertical) EX 30.A1907
2029 Street Lighting Eng I EX 27.A1907
2030 Professional Engineer I EX 30.A1907
2031 Engineer 1 EX 27.A1907
123
2032 Professional Engineer II EX 31.A1907
2033 Professional Engineer III EX 33.A1907
2034 Professional Engineer IV EX 35.A1907
2035 Fire Protection Engineer EX 33.A1907
2036 Environmental Engineer EX 33.A1907
2037 Professional Engineer III - Traffic EX 33.A1907
2038 Engineer II EX 29.A1907
2039 Utility Engineer EX 29.A1907
2040 Elec Engineer EX 33.A1907
2041 Engineer III EX 30.A1907
2048 Architect I EX 26.A1907
2049 Architect II EX 30.A1907
2050 Architect III EX 31.A1907
2053 Landscape Architect EX 30.A1907
2054 Landscpe Arch Supv EX 31.A1907
2056 Project Rep. EX 27.A1907
2057 CITP Project Liaison EX 31.A1907
2060 Cable Tv Engineer EX 31.A1907
2100 Roofing Inspector NEX 01.INS
2101 Roofing Inspector, Sr EX 29.A1907
2103 Senior Building Inspector EX 03.INS
2105 Senior Plumbing Inspector EX 03.INS
2107 Senior Mechanical Inspector EX 03.INS
2109 Senior Electrical Inspector EX 03.INS
2110 Bldg Insp I NEX 27.A1907
2111 Bldg Insp II EX 29.A1907
2112 Chief Building Inspector EX 05.INS
2113 Chief of Inspection Services EX 05.INS
2114 Building Inspector NEX 01.INS
2116 Structural Engineer(plans Exam) EX 35.A1907
2120 Elec Insp I NEX 27.A1907
2121 Elec Insp II EX 29.A1907
2122 Elec Insp Chief EX 05.INS
2123 Electrical Inspector NEX 01.INS
2125 Senior Roofing Inspector EX 03.INS
2127 Senior Elevator Inspector EX 03.INS
2130 Plumbing Insp I NEX 27.A1907
2131 Plumbing Insp II EX 29.A1907
2132 Plumbing Insp Chf EX 05.INS
2134 Plumbing Inspector NEX OLINS
2135 Senior Communications Inspector EX 03.INS
124
2140 Construction Inspection Representative NEX 17.A1907
2142 Resilience Programs Manager EX 30.A1907
2143 Environmental Compliance Specialist EX 27.A1907
2144 Environmental Compliance Coord. EX 28.A1907
2145 Zoning Plans Examiner EX 29.A1907
2146 Zoning Manager EX 33.A1907
2147 Billboard & Mural Coordinator EX 30.A1907
2148 Impact Fee Coordinator EX 30.A1907
2149 Building Services Assistant IV NEX 24.A1907
2150 Zoning Inspector I NEX 23.A1907
2151 Zoning Information Specialist NEX 27.A1907
2152 Zoning Information Supervisor EX 30.A1907
2153 Plans Processing Aide
..................
2154 Plans Processing Specialist
2155 Code Compliance Inspector
2156 Code Compliance Inspector II EX 26.A1907
2157 Zoning Information Technician NEX 22.A1907
2158 Mech Insp I NEX 27.A1907
2159 Mech Insp II EX 29.A1907
2160 Mech Insp Chief EX 05.INS
2161 Mechanical Inspector NEX 01.INS
2165 Elevator Inspector NEX 01.INS
2167 Chief Elevator Inspector EX 05.INS
2168 Chief, Unsafe Structures EX 32.A1907
2169 Senior Chief of Unsafe Structures EX 05.INS
2170 Building Services Assistant I NEX 17.A1907
2171 Building Services Assistant II NEX 19.A1907
2172 Building Services Assistant III NEX 22.A1907
2176 Supv Permits & Rev EX 29.A1907
2178 Chief Code Enforc Off EX 31.A1907
2181 Cable Tv Tech Spec NEX 21.A1907
2187 Business Tax Receipts Aide NEX 19.A1907
2188 Business Tax Receipts Specialist EX 22.A1907
2190 Assistant Occupational License Supv EX 25.A1907
2192 Business Tax Receipts Supervisor EX 30.A1907
2195 Housing Quality Inspector NEX 24.A1907
2196 Housing Quality Inspector, Sr EX 26.A1907
2203 Graphic Designer,Senior EX 26.A1907
2204 Graphic Designer NEX 24.A1907
2205 Planning III I NEX 19.A1907
2206 PlanningIII11 NEX 22.A1907
NEX 19.A1907
NEX 30.A1907
NEX 24.A1907
125
2208 Planning Tech NEX 24.A1907
2209 Public Art Manager EX 32.A1907
2210 Park Planner EX 27.A1907
2211 Environmental Resources Specialist I NEX 22.A1907
2212 Environmental Resources Specialist II NEX 24.A1907
2214 Housing Spec Asst NEX 23.A1907
2215 Chief of Urban Design EX 34.A1907
2216 Chief of Comprehensive Planning EX 34.A1907
2217 Archeologist EX 29.A1907
2218 Historic Preservation Planner EX 29.A1907
2219 Preservation Officer
2220 Planner I
2221 Planner II
2222 Planner III
2223 Chief of Land Development
2224 Comm Dev Coord
2225 Housing Spcl
2226 Housing Spcl Prncpl
2227 Housing Spec Sr
2228 Hsg Rhb Ln/0 Sr
.........................
2229 Housing Loan Officer
2230 Housing Rhb Est
2231 Hsg Rhb Estim Sr
2232 Soc Prg Analyst
2233 Soc Prg Anl Ast
..............................
2234 Soc Prg Anl Sr
2235 Soc Prg Anl Supv
.._._..._.........................
2237 Commty Dv Prj Supv
2239 Social Prog Coord
........................ _...._..
2240 Hsg Rhb Ln/0 Asst
2244
2250
2252
2255
2257 Project Representative, Senior
2258 Development Coordinator
3001 Laborer I
3002 Laborer II
3005 Laborer III
3010 Labor Crew Ldr I
3011 Labor Crew Ldr II
Hsg Rhb Estim Asst
Loan Specialist
Loan Program Manager
Cra Program Coordinator
126
EX 34.A1907
EX 27.A1907
EX 31.A1907
EX 34.A1907
EX 34.A1907
EX 32.A1907
EX 26.A1907
EX 31.A1907
EX 28.A1907 !.
EX 26.A1907
NEX 24.A1907
NEX 23.A1907
EX 26.A1907
NEX 22.A1907
NEX 20.A1907
EX 25.A1907
EX 28.A1907
EX 29.A1907
EX 31.A1907
NEX 19.A1907
NEX 19.A1907
EX 24.A1907
EX 28.A1907
EX 29.A1907
EX 31.A1907
EX 34.A1907
NEX 15.A1907
NEX 16.A1907
NEX 17.A1907
NEX 18.A1907
NEX 22.A1907
3012 Public Wks Supv
3014 Public Works Superintendent
3021 Assistant Heavy Equipment Specialist
3022 Sanitation Supervisor
3023 Heavy Eqp Specialist
3024 Recycling Coordinator
3025 Waste Col Supt Ast
3026 Superintendent Of Solid Waste
3104 Auto Eqp Op I
3105 Auto Eqp Op 11
3106 Auto Eqp Op III
3107 Auto Eqp Op IV
3301 Maint Mech Helper
3302 Maint Mechanic
3303 Maint Mech Supv
3305 Air Cond Mech
3308 Hvacr Supervisor
3310 Electrician
3311 Elec Supervisor
3313 Gen. Maintnc. Worker
3314 Gen Maint Rep-Pnt/Mec
3315 Gen Maint Rep-Carpen.
3316 Gen Maint Rep-Electr/Air Cond.
3317 General Maint. Repair Supv, Elec
3318 General Repair Maint Supv
3319 Electrician II
3320 Electrical Line Worker
3321 Electrical Line Worker Supervisor
3322 Plumber Supervisor
3324 Plumber
3326 Carpenter
3327 Carpenter Supv
3328 Mason
3335 Painter
3336 Auto Body Wrkr/Pntr
3337 Painter Sign
3338 Painter Supv
3339 Auto Pnt/Bdy Shop Spv
3340 Pipefitter
3341 Pipefitter Supv
3350 Welder
127
EX 28.A1907
EX 31.A1907
NEX 23.A1907
NEX 25.A1907
............
NEX 25.A1907
NEX 25.A1907
EX 28.A1907
EX 30.A1907
NEX 17.A1907
NEX 19.A1907
NEX 21.A1907
NEX 22.A1907
NEX 17.A1907
NEX 20.A1907
NEX 23.A1907
NEX 27.A1907
EX 30.A1907
NEX 27.A1907
EX 30.A1907
NEX 17.A1907
NEX 20.A1907
NEX 21.A1907
NEX 23.A1907
NEX 24.A1907
NEX 23.A1907
NEX 28.A1907
NEX 24.A1907
NEX 29.A1907
EX 30.A1907
NEX 27.A1907
NEX 21.A1907
NEX 23.A1907
NEX 21.A1907
NEX 20.A1907
NEX 22.A1907
NEX 21.A1907
NEX 23.A1907
NEX 24.A1907
NEX 19.A1907
NEX 22.A1907
NEX 22.A1907
3358 Composting Facility Supervisor
3360 Facilities Oper Wrkr.
3361 Facilities Oper Worker, Senior
3362 Facilities Oper Supvr
3370 Prop Maint Asst Supt
3371 Prop Maint Supt
3372 Pol Secuty & Fac Supv
3374 Police Fac Asst
3402 Fuel Fac Att
3404 Auto Mech Helper
3405 Automotive Service Writer
3406 Auto Mechanic
3407 Auto Mech Supv
3408 Fuel Fac Supv
3409 Heavy Eqp Mech Helper
3410 Heavy Eqp Mech
3411 Heavy Eqp Mech Supv
3420 Garage Asst Supt
3450 Fleet Manager
3452 Supt.- Garage Or Motor Pool
3455 Fleet Management Representative
3456 Fleet Liaison
3638 Facility Maintenance Technician__
3642 Facility Maintenance Manager
3643 Parks & Recreation Facility Maintenance Manager
3644 Utility Analyst
4005 Custodian I
4006 Custodian II�..
4007 Custodian Supv
5017 Police Property Mgr
5019 Identification Aide
5020 Police Comm Clrk
5022 Pol Prop Spec I
5023 Forensic Crime Analyst
5024 Pol Prop Spec II
5025 Crime Scene Investigator I
5026 Crime Scene Investigator II
5027 Crime Scene Investigations Supervisor
5030 Latent Print Examiner
5031 Polygraph Examiner
5032 Latent Print Examiner Supervisor
128
NEX 25.A1907
NEX 16.A1907
NEX 20.A1907
NEX 23.A1907
EX 31.A1907
EX 33.A1907
NEX 21.A1907
NEX 19.A1907
NEX 15.A1907
NEX 17.A1907
NEX 19.A1907
NEX 23.A1907
NEX 25.A1907
NEX 21.A1907
NEX 18.A1907
NEX 24.A1907
NEX 26.A1907
EX 29.A1907
EX 33.A1907
EX 30.A1907
NEX 22.A1907
NEX 20.A1907
NEX 20.A1907
EX 28.A1907
EX 25.A1907
EX 28.A1907
NEX 14.A1907
NEX 15.A1907
NEX 17.A1907
EX 31.A1907
NEX 16.A1907
NEX 18.A1907
NEX 17.A1907
NEX 26.A1907
NEX 19.A1907
NEX 22.A1907
NEX 26.A1907
EX 32.A1907
NEX 30.A1907
NEX 24.A1907
NEX 31.A1907
5035 Forensic Investigations Manager EX 34.A1907
5037 Guard/Porter NEX 06.A1907
5039 School Crossing Guard Supervisor EX 13.A1907
5040 Public Service Aide NEX 17.A1907
5050 Professional Compliance Supv. EX 28.A1907
5060 Police Records Supr EX 28.A1907
5065 Criminal Intelligence Analyst I EX 26.A1907
5066 Criminal Intelligence Analyst II EX 28.A1907
5070 Crime Analyst I NEX 22.A1907
5071 Crime Analyst II NEX 24.A1907
5073 Video Retrieval Specialist NEX 22.A1907
5076 Prof Compliance Asst NEX 19.A1907
5077 Prof Compl Rep EX 26.A1907
5090 Senior Policy Analyst EX 28.A1907
5301 Fire Plans Examiner NEX 30.A1907
5302 Fire Sfty Spec. Sr. NEX 25.A1907
5303 Fire Sfty Spec.Supv EX 27.A1907
5304 Fire Sfty Spec NEX 23.A1907
5314 Grant Funded Emergency Management Coordinator EX 30.A1907
5315 Fire Supplies Clerk I NEX 14.A1907
5316 Fire Supplies Clerk II. NEX 17.A1907
5317 Grant Funded Emergency Management Planner EX 26.A1907
5318 Fire And Life Safety Education Coordinat EX 28.A1907
5319 Fire & Life Safety Ed.Spec. EX 24.A1907
5320 Video Program Spec EX 23.A1907
5323 Video Program Prod EX 28.A1907
5324 Show Producer EX 28.A1907
5401 Multimedia Manager EX 26.A1907
5403 Communications Equip. Maint. Specialist NEX 19.A1907
5404 Comm Repair Wrkr NEX 21.A1907
5405 Comm Tech NEX 25.A1907
5406 Comm Tech Supv NEX 27.A1907
5407 Comm Maint Asst Supt EX 30.A1907
5408 Comm Tech Supt EX 33.A1907
5409 Communications Specialist EX 26.A1907
5410 Microwave Technician NEX 25.A1907
5411 Communications Technical Operator EX 25.A1907
5412 Comm Center Supervisor, Police EX 28.A1907
5413 Emergency Dispatch Assistant NEX 20.A1907
5414 Police Comm. Records Custodian NEX 22.A1907
5415 Emergency Dispatcher NEX 22.A1907
129
5416 Comm Oper Spvsr NEX 24.A1907
5417 Emd Quality Assurance Specialist NEX 24.A1907
5418 Comm Center Supervisor,Medical/Fire EX 28.A1907
5419 Communications Training Specialist EX 26.A1907
5420 Telc Sys Dev Mgr EX 33.A1907
5421 Communications Center Administrator - Police EX 28.A1907
5423 Telecommunications Technician (RJ) NEX 32.A1907
5424 Telecommunications Technician Assistant NEX 23.A1907
5425 Telecommunications Technician NEX 08.IT
5426 Telecommunications Technical Specialist NEX 21.A1907
5430 Broadcast Engineer EX 31.A1907
5432 Videographer/Editor EX 23.A1907
5433 Audiovisual Technician NEX 19.A1907
5436 Emergency Dispatcher Supervisor, M/F NEX 24.A1907
5446 Emergency Dispatcher Supervisor, Police NEX 24.A1907
5510 Guard NEX 13.A1907
5511 Park Ranger Assistant Supervisor EX 22.A1907
5512 City Ranger NEX 14.A1907
5515 Park Ranger NEX 13.A1907
5516 Park Ranger Supervisor EX 24.A1907
5517 Senior Park Ranger NEX 16.A1907
5520 Stable Attendant NEX 17.A1907
5523 Stable Attndnt Supvr. NEX 20.A1907
5529 Facility Attend NEX 14.A1907
5530 Marinas Faclt Att NEX 13.A1907
5560 Jtpa Trainee NEX 06.A1907
5711 Administrative Assistant III EX 31.A1907
5740 Senior Staff Analyst EX 28.A1907
6001 Golf Course Attendant NEX 16.A1907
6003 Grounds Tender NEX 16.A1907
6005 Park Tender I NEX 17.A1907
6007 Park Tender II NEX 19.A1907
6010 Greenskeeper NEX 18.A1907
6015 Tree Trimmer NEX 16.A1907
6016 Tree Trim Crew Ldr NEX 18.A1907
6017 Arborist NEX 22.A1907
6019 Parks Naturalist Technician NEX 16.A1907
6020 Cemetery Sexton NEX 20.A1907
6021 Parks Naturalist NEX 23.A1907
6022 Parks Naturalist Sr. EX 26.A1907
6025 Nursery Tender NEX 17.A1907
130
6029
6035
6036
Beach Operations Supv
EX 29.A1907
Parks Supv I NEX 18.A1907
Parks Supv II NEX 22.A1907
6047 Parks Recreation Coordinator EX 29.A1907
6048 Superintendent Of Maintenance, Assistant EX 31.A1907
6049 Parks Operations Coordinator EX 29.A1907
6050 Parks Supt Of EX 31.A1907
6051 Superintendent Of Recreation, Assistant EX 31.A1907
6052 Athletic Coordinator EX 30.A1907
6053 Superintendent Of Parks EX 33.A1907
6054 Superintendent of Parks and Recreation EX 33.A1907
6055 Sports Turf Manager EX 26.A1907
6059 Asst Stadiums Manager EX 30.A1907
6060 Stadium Manager EX 32.A1907
6062 Marine Stad Mgr EX 27.A1907
6063 Cultural Arts Center Manager EX 31.A1907
6064 Auditorium Manager Asst EX 25.A1907
6065 Auditorium Mgr EX 29.A1907
6067 Marinas Operations Supervisor NEX 18.A1907
6068 Marinas Aide NEX 16.A1907
6069 Marinas Supervisor NEX 21.A1907
6070 Marinas Manager, Asst. EX 28.A1907
6071 Marinas Manager EX 34.A1907
6080 Parks & Recreation Mgr I EX 23.A1907
6081 Parks & Recreation Mgr II EX 26.A1907
6082 Waterfront Park Manager EX 26.A1907
6101 Specialized Fitness Instructor EX 18.A1907
6102 STEAM Education Coordinator NEX 24.A1907
6105 Lifeguard (P/O) EX 17.A1907
6106 Ocean Rescue Lifeguard NEX 20.A1907
6107 Pools Supervisor EX 25.A1907
6108 Senior Ocean Rescue Lifeguard NEX 22.A1907
6109 Lifeguard Sr. (P/0) EX 19.A1907
6110 Aquatic Program Planner EX 29.A1907
6111 Superintendent of Aquatics EX 31.A1907
6115 Irrigation Specialist NEX 19.A1907
6118 Japanese Garden Specialist EX 29.A1907
6119 Cult Affr Coord EX 29.A1907
6120 Tennis Supvsr EX 19.A1907
6121 Special Education Teacher EX 25.A1907
6122 Education Initiatives Coordinator EX 28.A1907
131
6123 Program Coord.
6124 Program Coord, Asst
6125 Therapeutic Recreation Spec
6126 Social Worker
6127 Program Assistant
6128 Disabilities Program Leader
6129 Program Specialist
............
6131 Disabilities Recreation Leader
......... ........... .
6132 Golf Course Superintendent EX
6133 Licensed Social Worker EX
6135 Baseball Supv
6144 Gen Recreation Prog Planner
6148 Aquatic Specialist
6149 Rec Specialist
6151 Water Sports Inst
6152 Boxing Supervisor
6156 Youth Pgm. Spec
6160 Fitness Center Specialist
6161 Recreation Aide
6162 Recreation Asst Supt
6164 Parks & Recreation Sery Coord
6170 Events Specialist
6172 Special Events Supervisor
6300 Day Care Admin
6301 Day Care Adm Ast
6302 Day Care Ctr Supv
6303 Day Care Specialist
7017 Job Training Program Coordinator
7018 Vocational Counselor
7019 Citzn Prgm Supv
7020 Comm Invol Asst
7021 Crime Prevention Specialist
7031 Sanitation Inspector II
7032 Sanitation Inspector Chief
7035 Sanitation Inspector
7999 Helicopter Pilot
8008 Secretary III
8034 Typist Clerk I
EX
EX
EX
EX
NEX
NEX
NEX
NEX
EX
EX
NEX
NEX
NEX
EX
EX
31.A1907
27.A1907
25.A1907
22.A1907
........... ........._.............._:
16.A1907
22.A1907
19.A1907
22.A1907
20.A1907
28.A1907
20.A1907
29.A1907
18.A1907
18.A1907
23.A1907
22.A1907
25.A1907
EX 21.A1907
NEX 08.A1907
EX 29.A1907
EX 29.A1907
NEX 24.A1907
EX 29.A1907
EX 31.A1907
EX 25.A1907
EX 25.A1907
NEX 18.A1907
NEX 33.A1907
NEX 22.A1907
EX 28.A1907
NEX 19.A1907
NEX 22.A1907
NEX 23.A1907
EX 26.A1907
NEX 21.A1907
NEX 32.A1907
NEX 19.A1907
NEX 13.A1907
8035 Typist Clerk II
8037 Typist Clerk III
...................................................
8040 Receptionist/Typist
132
NEX 15.A1907
NEX 17.A1907
NEX 18.A1907
8048 Property & Casualty Manager
8051 Claims Supervisor
8073 Domestic Violence Administrator
8082 Admin Asst I
8083 Admin Asst II
8101 Secretary IV
8103 Secretary I
8104 Secretary II
8113 Legislative Services Represantive I
8117 Technical Oper Coord
8118 Legislative Services Representative II
8119 Legislative Services Representative III
8120 Legislative Services Supervisor
8121 Transcriber
8122 Records Reten Coord
8134 Resource Allocation Manager
8135 Marketing Coordinator
8138 Housing Develop Coord
8140 Agenda Coord, Assistant
8142 Community Partnerships Manager
8144 Grants Coordinator
8145 Typist Clerk IV
8152 Fleet Manager
8157 Social Worker
8158 Program Specialist
Program Coordinator - Capital Improvements
8159 Program
8160 Chief Architect
8162 Information Analyst
8163 Information Analyst Coordinator
8165 Information Services Liaison
8167 Chief of Code Compliance
8176 Code Enforcement Training Specialist
8177 Code Compliance Field Supervisor
8178 Code Compliance Coordinator
8201 Code Enforcement Assistant
8206 Admin Asst III
8220 Chief of Hearing Boards
8232 Chief of Environmental Resources
8273 Chief of Solid Waste Operations
8396 Photographer, Senior
8411 Administrative Clerk
133
EX
EX
EX
EX
EX
EX
NEX
EX 32.A1907
EX 30.A1907
EX 33.A1907
EX 25.A1907
EX 28.A1907
NEX 21.A1907
NEX 15.A1907
NEX 17.A1907
NEX 19.A1907
EX 24.A1907
NEX 22.A1907
EX 25.A1907
EX 29.A1907
EX 24.A1907
EX 25.A1907
EX 35.A1907
EX 28.A1907
EX 32.A1907
EX 25.A1907
EX 30.A1907
EX 33.A1907
NEX 19.A1907
EX 33.A1907
EX 22.A1907
EX 29.A1907
EX
EX
EX
32.A1907
36.A1907
26.A1907
EX 31.A1907
NEX 20.A1907
EX 32.A1907
EX 26.A1907
EX 27.A1907
EX 30.A1907
24.A1907
31.A1907
34.A1907
34.A1907
34.A1907
26.A1907
17.A1907
8420 Media Relations Liaison EX 19.A1907
8423 Parks And Recreation Facility Manager EX 26.A1907
8424 Special Education Teacher NEX 25.A1907
8426 Program Assistant NEX 14.A1907
8427 Education Initiatives Coordinator EX 28.A1907
8435 Property Manager EX 34.A1907
8437 CIP Technical Administrator EX 36.A1907
8438 Business Development Coordinator EX 34.A1907
8439 Business Development Supervisor EX 31.A1907
8440 Development Coordinator EX 34.A1907
8441 Preservation Officer EX 34.A1907
8450 Telecommunications Administrator EX 34.A1907
8452 Youth Program Coordinator EX 30.A1907
8461 Assistant System Administrator EX 33.A1907
8463 Chief Of Urban Design EX 34.A1907
8464 Chief Of Land Development EX 34.A1907
8466 Planning Illustrator EX 22.A1907
8467 Urban Design Coordinator EX 32.A1907
8468 Community Planner EX 31.A1907
8469 Net Community Services Worker NEX 15.A1907
8471 Ada Construction Coordinator EX 30.A1907
8473 Cip Public Relations Coordinator EX 32.A1907
8474 Capital Improvement Assist EX 26.A1907
8475 Hazard Mitigation/Disaster Recovery Spec EX 34.A1907
8476 Homeless Program Administrator EX 32.A1907
8477 Net Community Service Worker Supervisor NEX 18.A1907
8478 Lease Mgmt Specialist EX 28.A1907
8484 Grant Writer EX 28.A1907
8490 Insurance Financial Analyst EX 28.A1907
8510 Records System Coordinator EX 30.A1907
8514 Records Systems Aide NEX 20.A1907
8515 Records System Specialist EX 26.A1907
8560 Grants Financial Supervisor EX 30.A1907
8561 Budget Systems Developer EX 32.A1907
8565 Special Projects Manager EX 34.A1907
8568 Employee Services Aide EX 22.A1907
8574 Special Events Assistant EX 22.A1907
8575 Special Events Coord EX 25.A1907
8576 Special Events Manager EX 31.A1907
8580 Environmental Outreach Liaison EX 25.A1907
8582 Environmental Coordinator EX 28.A1907
134
8585 Environmental Compliance Specialist
8587 Resilience Programs Manager
EX 27.A1907
EX 30.A1907
8589 Urban Forester EX 27.A1907
8590 Economic Development Project Manager EX 34.A1907
8605 Project Manager - Cip EX 32.A1907
8606 Chief Project Manager EX 36.A1907
8607 Senior Project Manager - OCI EX 34.A1907
8611 Audiovisual Technician NEX 19.A1907
8612 Video Program Specialist EX 23.A1907
8613 Chief Communications Engineer EX 31.A1907
8614 Communications Technical Operator EX 25.A1907
8615 Multimedia Producer/Writer/Reporter EX 26.A1907
8616 Operations Coordinator EX 30.A1907
8618 Senior Multimedia Production Manager EX 31.A1907
8619 Community Relations Coordinator EX 27.A1907
8621 Cadd Operator EX 24.A1907
8622 Community Relations Liaison EX 27.A1907
8623 Community Relations Outreach Specialist EX 25.A1907
8624 Community Relations Aide EX 22.A1907
8625 Project Manager Senior EX 36.A1907
8626 Research Analyst EX 27.A1907
8628 Business Process Analyst EX 30.A1907
8630 Project Manager EX 34.A1907
8631 Project Representative Senior EX 31.A1907
8638 Maintenance Technician NEX 20.A1907
8640 Facility Manager EX 30.A1907
8642 Facility Maint. Manager EX 28.A1907
8643 Superintendent Of Solid Waste EX 31.A1907
8645 Community Programs Adminstrator EX 33.A1907
8649 Payroll Manager EX 34.A1907
8650 Oracle Financial Systems Manager EX 34.A1907
8651 Applications Support & Integration Manager EX 19.IT
8653 IT Quality Assurance Manager EX 35.A1907
8654 Information Technology Customer Service Manager EX 36.A1907
8656 Loan Review Specialist EX 26.A1907
8657 Loan Review Assistant EX 24.A1907
8658 Community Involvement Spec NEX 21.A1907
8659 Loan Review Analyst EX 30.A1907
8660 Sr. Procurement Contract Off. EX 31.A1907
8661 Procurement Aide NEX 19.A1907
8662 Procurement Card Administrator EX 25.A1907
135
8664 Procurement Contracting Manager EX 33.A1907
8680 Construction Manager EX 30.A1907
8684 Senior Construction Manager
8685 Acquisitions Specialist Supervisor
EX 34.A1907
EX 21.A1907
8688 Professional Engineer III-Floodplain Administrator EX 35.A1907
8706 Sr. Job Train Spec EX 22.A1907
8715 Community Service Provider
8718 Clerk I
8719 Clerk II
8720 Employ Interviewer
8722 Client Sery Coord
8723 Client Services Specialist
8724 Accountant
8726 Account Clerk
8732 Public Relations Agent
8736 Public Information Coord
8737 Chief of Unsafe Structures
8738 Public Info. Supvr.
8741 Intergovernmental Affairs Liaison
8742 Code Compliance Specialist
8743 Chief Elevator Inspector
8744 Chief Civil Engineer
8745 Chief Of Inspection Services
8748 Capital Impry Procurement Admin.
8751 Zoning Manager
8752 Legislative Coord
8759 Financial Reporting Manager
8760 Internal Controls and Compliance Manager
8764 Financial Dev Coord
8770 Admin Aide I
8773 Admin Aide II
8775 Investigator II, Civilian Investigative Panel
8776 Investigator, Civilian Investig. Panel
8777 Civilian Investigative Panel Analyst
8780 Film And Culture Administrator
8783 Cultural Administrator
8784 Cultural Arts Center Manager
8785 Auditorium Mgr Assist
8786 Convention Center Manager
8789 Traffic Engineer
8791 Transportation Coordinator
136
NEX 18.A1907
NEX 12.A1907
NEX 14.A1907
NEX 17.A1907
EX 32.A1907
EX 25.A1907
EX 22.A1907
NEX 17.A1907
EX 27.A1907
EX 30.A1907
EX 32.A1907I
EX 27.A1907
EX 30.A1907
EX 26.A1907
NEX 05.INS
EX 36.A1907
EX 33.A1907
EX 36.A1907
EX 33.A1907
EX 25.A1907
EX 32.A1907
EX 34.A1907
EX 31.A1907
NEX 20.A1907
NEX 22.A1907
EX 28.A1907
EX 26.A1907
EX 26.A1907
EX 27.A1907
EX 28.A1907
EX
EX
EX
EX
EX
31.A1907
25.A1907
31.A1907
32.A1907
36.A1907
8792 Special Projects Assistant EX 25.A1907
8793 Spec Projects Coord EX 29.A1907
8794 Transportation Analyst EX 29.A1907
8796 Assistant Facility Maintenance Manager EX 26.A1907
8801 Client Support Sery Aide NEX 20.A1907
8803 Assessment & Referral Spec. EX 24.A1907
8804 Training Specialist EX 25.A1907
8805 Job Placement Specialist EX 22.A1907
8806
8808
Skills Coach
Case Management Supervisor
EX 23.A1907
EX 28.A1907
8809 Case Manager EX 25.A1907
8810 Sr.Job Placement/Marketing Spec EX 28.A1907
8811 Case Management Assistant EX 22.A1907
8812 Training Coordinator EX 28.A1907
8813 Training And Development Specialist EX 27.A1907
8815 Contract Compliance Analyst EX 27.A1907
8816 Contract Compliance Manager EX 34.A1907
8817 Employment Program Analyst EX 27.A1907
8818 Job Placement/Marketing Coord EX 32.A1907
8819 Construction Contract Compliance Manager EX 33.A1907
8824 Fiscal Assistant EX 22.A1907
8825 Fiscal Administrator EX 30.A1907
8830 Housing Quality Assurance Aide NEX 19.A1907
8835 Housing Quality Assurance Supervisor EX 29.A1907
8840 Housing Program Manager EX 32.A1907
8842 Housing Program Analyst NEX 28.A1907
8844 Housing Quality Assurance Monitor NEX 24.A1907
8900 Grant Funded Hosing Qlty Assur Monitor EX 24.A1907
8901 Grant Funded Housing Qlty Assur Super EX 29.A1907
8903 Grant Funded Housing Program Analyst EX 28.A1907
8905 Grant Funded Assessment/Referral Spec EX 24.A1907
8906 Grant Funded Emergency Mgmt Coord. EX 36.A1907
8910 Grant Funded Environmental Coordinator EX 28.A1907
8920 Grant Funded Administrative Aide I NEX 20.A1907
8921 Grant Funded Administrative Aide II NEX 22.A1907
8923 Grant Funded Administrative Asst. I EX 25.A1907
8924 Grant Funded Vista Program Asst. EX 24.A1907
8925 Grant Funded Program Specialist EX 29.A1907
8927 Grant Funded Homeless Housing Specialist NEX 17.A1907
8928 Grant Funded Homeless Housing Supervisor EX 25.A1907
8930 Grant Funded Contract Compliance Analyst EX 27.A1907
137
8931 Grant Funded Contracts Manager
8932 Grant Funded Special Projects Asst
8933 Grant Funded Special Projects Coord
8939 Grant Funded Loan Specialist
8945 Grant Funded Loan Review Specialist
8950 Grant Funded Fiscal Assistant
8951 GF Budget and Financial Support Advisor
8959 Grant Funded Clerk I
8960 Grant Funded Clerk III
8972 GF Workforce Program Supervisor
8973 GF Workforce Career Advisor
8974 GF Workforce Lead Career Advisor
8975 GF Workforce Employer Specialist
8976 GF Workforce Placement Specialist
8979 GF Workforce Business Consultant
8980 GF Workforce Employer Consultant
8982 GF Workforce Program Workshop Facilitator
8984 GF Workforce Program Customer Service Rep
8986 GF Workforce Program Specialist I
8987 GF Workforce Program Specialist II
8990 Grant Funded Workforce Outreach Specialist
EX
EX
EX
EX
EX
EX
EX
NEX
NEX
EX
EX
EX
EX
EX
EX
EX
EX
NEX
NEX
NEX
NEX
34.A1907
25.A1907
29.A1907
24.A1907
26.A1907
22.A1907
27.A1907
08.A1907
16.A1907
22.A1907
15.A1907
20.A1907
19.A1907
................. .
15.A1907
19.A1907
19.A1907
19.A1907
10.A1907
13.A1907
15.A1907
14.A1907
Employees in job codes 8082, 8083, 8206, 8770, and 8773 are included in the unit,
other than those excluded per the Unit Clarification Petition settlement agreement
made and entered on March 24, 2016 and April 26, 2018 between AFSCME Local
1907 and the City of Miami.
All persons who hold interim, provisional, seasonal, part-time or temporary positions
are considered exempt from Appendix A and as such are not entitled to any benefits
as specified in the Agreement.
In the event there is a discrepancy in pay grade for any particular classification, the
higher pay grade will prevail.
MEMORANDUM OF UNDERSTANDING
City of Miami & AFSCiVIE, Local 1907
ThinMemorandum of Understanding is entered into this 4 day of
2012 between the City of Miami ("City") and tb Manii General
Empt yees, American Federation of State,. County, and Municipal Employees, Local
1907, (jointly "the Parties") to clarify the 2011-2012 collective bargaining agreement
("CBA") as follows:
WHEREAS, the Parties mutually agree to clarify Article 4,1, Article 24.7 and
Article 39 of the existing CBA to reflect the intent of the Parties during collective
bargaining negotiations; and
NOW THEREFORE, the Parties agree as -follows:
. ARTICLE 4- MANAGEMENT RIGHTS
WHEREAS, Article 4 specifically 4.1 provides "The parties agree to a sunset
provision that begins at the ratification of this labor agreement wherein any MOU that is
not included with the labor agreement prior to the expiration of this agreement will be
considered null and void..."
NOW IIIEREFORE, the Parties agree that the MOU's in existence on
September 30, 2011 (attached hereto) shall be incorporated as part of the 2011-2012
collective bargaining agreement between the parties.
IL ARTICLE 24.7 - WAGES
WHEREAS, - Article 24 specifically Article 24,7 provides "Bargaining unit
employees who are assigned a 24-Hour 'Take Home Vehicle and Who reside within the
city limits of the City of Miami shall reimburse the City $50 a month for the benefit of
the assigned 24-Hour Take Home Vehicle..."
„1.
NOW THEREFORE, the Parties agree that. Bargaining unit employees who are
assigned a 24-Hour Vehicle and who reside within the city limits of the City of Miami
shall not reimburse the City for the benefit of the assigned 24-Hour Take Home Vehicle.
III. ARTICLE 39 - SICK LEAVE
WHEREAS, Article 39 specifically Article 39.11 provides "Bargaining unit
members with tuaused accumulated sick leave hours in excess of the maximum carryover
at the end of the year shall. be paid for one hundred percent (100%) of the unused portion
of their accumulated sick leave in excess of the maximum carryover.
139
NOW THEREFORE, the parties agree Bargaining unit members with unused
accumulsied sick leave hours in excess of the maximum carryover at the end of the year
shall not be paid for any unused portion of their accumulated sick leave in excess of the
maximum carryover,
DN BEHALF* OF THE- UNION:
Aaltholly Mattel)
President, AFSCME Local 1907
ON BEFIALF OF TIIE CITY:
John 3. Marti
City nager
140
OZ.
AFSCME 1907 SALARY SCHEDULES
Oct 1, 2020
1
lyr
2
lyr
3
lyr
4
lyr
5
lyr
6
lyr
7
lyr
8
2yr
9
2yr
10
2yr
11
2yr
12
2yr
13
2yr
14
2yr
15
2yr
AFSCME
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
04.A1907
9.4627
9.9358
10.4327
10.9542
11.5020
12.0772
12.6811
13.3150
13.9807
14.6799
15.4137
16.1845
16.9938
17.8434
18.7356
05.A1907
9.9358
10.4327
10.9542
11.5020
12.0772
12.6811
13.3150
13.9807
14.6799
15.4137
16.1845
16 9938
17.8434
18.7356
19.6724
06.41907
10,4327
10.9542
11.5020
12.0772
12.6811
133150
13.9807
14.6799
15.4137
16.1845
16.9938
17.8434
18.7356
19.6724
20.6558
07.41907
10.9542
11.5020
12.0772
12.6811
13.3150
13.9807
14.6799
15.4137
16.1845
16.9938
17.8434
18.7356
19.6724
20.6558
21.6887
0841907
115020
12.0772
12.6811
13.3150
13.9807
14.6799
15.4137
16.1845
16.9938
17.8434
18.7356
19.6724
20.6558
21.6887
22.7731
09.A1907
12.0772
12.6811
13.3150
13.9807
14.6799
15.4137
16.1845
16.9938
17.8434
18.7356
19.6724
20.6558
21.6887
22.7731
23.9118
10.41907
12.6811
133150
13.9807
14.6799
15.4137
16.1845
16.9938
17.8434
18.7356
19.6724
20.6558
21.6887
22.7731
23.9118
25.1074
11.41907
13.3150
13.9807
14.6799
15.4137
16.1845
16.9938
17.8434
18.7356
19,6724
206558
21.6887
227731
23.9118
25.1074
26.3627
1241907
13.9807
14.6799
154137
16.1845
16.9938
17,8434
18.7356
19.6724
20.6558
21.6887
22.7731
23.9118
25.1074
26.3627
27.6809
13.41907
14.6799
15.4137
16.1845
16.9938
17.8434
18,7356
19.6724
20.6558
21.6887
22.7731
23,9118
25.1074
26.3627
27.6809
290651
1441907
15.4137
16.1845
16.9938
17.8434
18.7356
19.6724
20.6558
21.6887
22.7731
23.9118
25.1074
26.3627
27.6809
29.0651
30.5183
15.41907
16.1845
16.9938
17.8434
18,7356
19.6724
20.6558
21.6887
22.7731
23.9118
25.1074
26.3627
27.6809
29.0651
30.5183
32.0442
16.41907
16.9938
17.8434
18.7356
19.6724
206558
21.6887
22.7731
23.9118
25.1074
26.3627
27.6809
29.0651
30.5183
32.0442
33.6463
17.41907
17.8434
18.7356
19.6724
20.6558
21.6887
22.7731
23.9118
25.1074
26.3627
27.6809
29.0651
30.5183
32.0442
33.6463
35.3286
1841907
18.7356
19.6724
20.6558
21.6887
22.7731
23.9118
25.1074
263627
27.6809
29.0651
30.5183
32.0442
33.6463
353286
37.0950
19.41907
19.6724
20.6558
21.6887
22.7731
23.9118
25.1074
26.3627
27.6809
29.0651
30.5183
32.0442
33.6463
35,3286
37.0950
38.9499
2041907
20.6558
21.6887
22.7731
23.9118
25.1074
26.3627
27.6809
29.0651
305183
32.0442
33.6463
35,3286
37.0950
38.9499
40.8974
21.41907
21.6887
22.7731
23.9118
25.1074
26.3627
27.6809
29.0651
30.5183
32.0442
33.6463
35.3286
37.0950
38.9499
40.8974
42.9422
22.A1907
22.7731
23.9118
25.1074
26.3627
27.6809
29.0651
30.5183
32.0442
33.6463
35.3286
37.0950
38.9499
40.8974
42.9422
45.0893
23.A1907
23.9118
25.1074
26.3627
27.6809
29.0651
30.5183
320442
33.6463
35.3286
37.0950
38.9499
40.8974
42.9422
45.0893
47.3437
24.4.1907
25.1074
263627
27.6809
29.0651
30.5183
32.0442
33.6463
35.3286
37.0950
38.9499
40.8974
42.9422
45.0893
473437
49.7109
25 A1907
26.3627
27.6809
29.0651
30.5183
32.0442
33.6463
35.3286
37.0950
38.9499
40.8974
42.9422
45.0893
47.3437
49.7109
52.1966
26.A1907
27.6809
29.0651
30.5183
32.0442
33.6463
353286
37.0950
38.9499
40.8974
42.9422
45.0893
473437
49.7109
52.I966
54.8063
27.A1907
29.0651
30.5183
320442
33.6463
35.3286
37.0950
38.9499
40.8974
42.9422
45.0893
47.3437
49.7109
52.1966
54.8063
57.5466
28.41907
30.5183
32.0442
33.6463
35.3286
37.0950
38.9499
40.8974
42.9422
45.0893
47.3437
49.7109
52.1966
54.8063
57.5466
60.4239
29.41907
32.0442
33.6463
35.3286
370950
389499
40.8974
42.9422
45.0893
47.3437
49.7109
52.1966
54.8063
57.5466
60.4239
63.4451
30.41907
33.6463
35.3286
37.0950
38.9499
40.8974
42.9422
45.0893
47.3437
497109
52.1966
54.8063
575466
60.4239
63.4451
66.6174
31.A1907
35.3286
37.0950
38.9499
40.8974
42.9422
45.0893
47.3437
49.7109
52,1966
54.8063
57.5466
604239
63.4451
66.6174
69.9483
3241907
37.0950
38.9499
40.8974
42.9422
45.0893
47.3437
49.7109
52.1966
54.8063
57.5466
60.4239
63.4451
66.6174
69.9483
73.4457
33.41907
38.9499
40.8974
42.9422
45.0893
47.3437
49.7109
52.1966
54.8063
57.5466
60.4239
63.4451
66.6174
69.9483
734457
77.1181
3441907
40.8974
42.9422
45.0893
473437
49.7109
52.1966
54.8063
57.5466
60.4239
63.4451
66.6174
69.9483
73.4457
77.1181
80.9740
35.41907
42.9422
45.0893
47.3437
49.7109
52.1966
54.8063
57.5466
60.4239
63.4451
66.6174
69.9483
73.4457
77.1181
809740
85.0226
36.41907
45.0893
47.3437
49.7109
52.1966
54.8063
575466
604239
63.4451
66.6174
69.9483
73.4457
77.1181
80.9740
85.0226
89.2737
37.41907
47.3437
49.7109
52.1966
54.8063
57.5466
604239
63.4451
66.6174
69.9483
73.4457
77.1181
80.9740
85,0226
89.2737
93.7375
3841907
49.7109
52.1966
54.8063
57.5466
60.4239
63.4451
66.6174
69.9483
73.4457
77.1181
80.9740
85A226
89.2737
93.7375
58.4242
39.41907
52.1966
54.8063
57.5466
60.4239
63.4451
66.6174
69.9483
73.4457
77.1181
80.9740
85.0226
89.2737
93.7375
98.4242
103.3455
141
Oct 1, 2023
1
lyr
2
lyr
3
lyr
4
lyr
5
Syr
6
lyr
1
lyr
8
2yr
9
2yr
1',
2yr
2yr
12
2yr
13
2yr
14
2yr
15
2yr
AFSCME
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5000
5.00%
5.00%
04.41907
9.6520
10.1345
10.6414
11.1733
11.7320
123187
12.9347
13.5813
142603
14.9735
15.7220
163082
17.3337
18.2003
19.1103
05.A1907
10.1345
10.6414
11.1733
11.7320
12.3187
12.9347
13.5813
14.2603
14.9735
15.7220
16.5082
17.3337
18.2003
19.1103
20.0658
06A1907
10.6414
11.1733
11.7320
12,3187
12.9347
133813
14,2603
14.9735
15.7220
16.5082
17 3337
182003
19.1103
20.0658
21.0689
07.A1907
11.1733
11.7320
12.3187
12.9347
13.5813
14.2603
14.9735
15.7220
16.5082
17.3337
18.2003
19.1103
200658
21.0689
22.1225
08.41907
11.7320
12.3187
12.9347
13.5813
14.2603
14.9735
15.7220
16.5082
17.3337
182003
19.1103
20.0658
21.0689
22.1225
23.2286
09 A1907
12.3187
12.9347
13.5813
14.2603
14.9735
15.7220
16.5082
17.3337
18.2003
19.1103
20.0658
21.0689
22.1225
23.2286
24.3900
1041907
12.9347
13.5813
14.2603
14.9735
15.7226
163082
173337
18.2003
19.1103
20.0658
21.0689
22.1225
23,2286
24.3900
25.6095
11 A1907
13.5813
14.2603
14.9735
15.7220
16.5082
17.3337
18.2003
19.1103
20.0658
21.0689
22.1225
23.2286
24.3900
25.6095
26.8900
12.41907
14.2603
14.9735
15.7220
16.5082
17.3337
18.2003
19.1103
20.0658
21.0689
22.1225
23.2286
243900
25.6095
26.8900
28.2345
13.31907
14.9735
15.7220
16.5082
17.3337
18.2003
19.1103
20.0658
21.0689
22.1225
23.2286
24.3900
256095
26.8900
28.2345
29.6464
14A1907
15.7220
16.5082
17.3337
182003
19.1103
20.0658
210689
22.1225
23.2286
24.3900
25.6095
26.8900
282345
29.6,364
31.1287
15.A1907
16.5082
17.3337
18.2003
19.1103
20.0658
21.0689
22.1225
23.2286
24,3900
25.6095
26.8900
28.2345
29.6464
31.1287
32.6851
16A1907
17.3337
18.2003
19.1103
20.0658
21.0689
22.1225
23.2286
243900
25.6095
26.8900
28.2345
29.6464
31.1287
32.6851
34.3192
17.A1907
18.2003
19.1103
20.0658
21.0689
22.1225
23.2286
24.3900
25.6095
26.8900
28.2345
29.6464
31.1287
32.6851
34.3192
36.0352
1841907
19.1103
20.0658
21.0689
22.1225
23.2286
243900
25.6095
268900
28.2345
29.6464
31.1287
32.6851
34.3192
36.0352
37.8369
19.A1907
200658
21.0689
22.1225
23.2286
24.3900
25.6095
26.8900
28,2345
29.6464
31.1287
32.6851
34.3192
36.0352
37.8369
39.7289
20.41907
21.0689
22.1225
23.2286
24.3900
25.6095
26.8900
28.2345
29.6464
31.1287
32.6851
343192
36.0352
37.8369
39.7289
41,7153
21.A1907
22,1225
23.2286
24.3900
25.6095
26.8900
28.2345
29.6464
31.1287
32.6851
34.3192
36.0352
37.8369
39.7289
41.7153
43.8010
22.A1907
23.2286
24.3900
25.6095
26.8900
282345
29.6464
31.1287
32.6851
34.3192
36.0352
37.8369
39.7289
41.7153
43.8010
45.3911
23.A1907
24.3900
25.6095
26.89001
28,2345
29.6464
31.1287
32.6851
34.3192
36.0352
37.8369
39.7289
41.7153
43.8010
45.9911
48.2906
24.A1907
25.6095
26.8900
28.2345
29.6464
31.1287
32.6851
34.3192
360352
37.8369
39.7289
41.7153
43.8010
45.9911
48.2906
50.7051
25.A1907
26.8900
28.2345
29.6464
31.1287
32.6851
34.3192
36.0352
37.8369
39.7289
41.7153
43.8010
45,9911
48.2906
50.7051
53.2405
26.41407
28.2345
29.6464
31.1287
32.6851
34.3192
36.0352
37.8369
39.7289
41.7153
43.8010
45.9911
48.2906
50.7051
532405
55.9024
27.A1907
29.6464
31.1287
326851
34.3192
36.0352
37.8369
39.7289
41.7153
43.8010
45.9911
48.2906
50.7051
53.2405
55.9024
58.6975
28.41907
31.1287
32.6851
343192
36.0352
378369
39.7289
41.7153
43.8010
45.9911
48.2906
50.7051
53.2405
55.9024
58.6975
61.6324
29.A1907
32.6851
34.3192
36.0352
37.8369
39.7289
41.7153
43.8010
45.9911
48.2906
50.7051
53.2405
55.9024
58.6975
61.6324
64.7140
30.41907
34.3192
36.0352
37.8369
39.7289
41.7153
43.8010
45.9911
48.2906
50.7051
53.2405
55,9024
58.6975
61.6324
64.7140
67.9497
31.A1907
36.0352
37.8369
39.7289
41.7153
43.8010
45.9911
48.2906
50.7051
53.2405
55.9024
58.6975
61.6324
64,7140
67.9497
71.3473
32A1907
37.8169
39.7289
41.7153
43.8010
45.9911
48.2906
50.7051
53.2405
55.9024
58.6975
61.6324
64.7140
67.9497
71.3473
74.9146
33 A1907
39.7289
41.7153
43.8010
45.9911
48.2906
50.7051
53 2105
55.9024
58.6975
61.6324
64.7140
67.9497
71.3473
74.9146
78.6605
34A1907
41.7153
43.3010
45.9911
482906
50,7051
53.2405
55.9024
58.6975
61.6324
64.7140
67.9497
71.3473
74.9146
78.6605
82.5935
35.A1907
43.8010
45.9911
48.2906
50.7051
53.2405
55.9024
58.6975
61.6324
64.7140
67.9497
71.3473
74.9146
78.6605
82.5935
86.7231
36A1907
45.9911
48.2906
50.7051
532405
55.9024
58.6975
61.6324
64.7140
67.9497
713473
74.9146
786605
82.5935
86.7231
91.0592
37 A1907
48.2906
50.7051
53.2405
55.9024
58.6975
61.6324
64.7140
67.9497
71.3473
74.9146
78.6605
82.5935
86.7231
91.0592
95.6123
38A1907
50.7051
53.2405
55.9024
58.6975
61.6324
64.7140
67.9497
71.3473
74.9146
78.6605
82.5935
86.7231
910592
95.6121
100.3927
39.A1907
53.2405
55.9024
58.6975
61.6324
64.7140
67.9497
71.3473
74.9146
78.6605
82.5935
86.7231
910592
95.6123
100.3927
105.4124
Oct 1, 2022
1
lyr
2
lyr
3
lyr
4
lyr
5
lyr
6
lyr
7
lyr
8
2yr
9
2yr
10
2yr
11
2yr
12
2yr
13
2yr
14
2yr
15
2yr
AFSCME
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00",
5.00%
5.00%
5.00%
5.00%
50036
5.00%
5.00%
04A1907
9.7485
10.2358
10.7478
11.2850
11.8493
12.4419
13.0640
13.7171
14.4029
15.1232
15.8792
16.6733
17.5070
18.3823
19.3014
05.A1907
10.2358
10.7478
11.2850
11.8493
12.4419
13.0640
13.7171
14.4029
15.1232
15.8792
16.6733
17.5070
18.3823
19.3014
20.2665
06A1907
10.7478
11.2850
11.8493
12.4419
13.0640
13.7171
14.4029
15.1232
15.8792
16.6733
17.5070
183823
19.3014
20.2665
21.2796
07.A1907
11.2850
11.8493
12.4419
130640
13.7171
14.4029
15.1232
15.8792
166733
17.5070
18.3823
19.3014
20.2665
21.2796
22.3437
08A1907
11.8493
12.4419
13.0640
13.7171
14.4029
15,1232
15.8792
16.6733
17.5070
18.3823
19.3014
20.2665
21.2796
22.3437
23.4609
09.A1907
12.4419
130640
13.7171
14.4029
15.1232
15.8792
16.6733
17.5070
18. 3823
19.3014
20.2665
21.2796
22.3437
23.4609
24.6339
10A1907
13.0640
13.7171
14.4029
15.I232
15.8792
16.6733
17.5070
18.3823
19.3014
202665
21.2796
22.3437
23.4609
24.6339
25.8656
11.A1907
13.7171
14.4029
15,1232
15.8792
16.6733
17 5070
18.3823
19.3014
20.2665
21.2796
22.3437
23.4609
24.6339
25.8656
27.1589
12A1907
14.4029
15.1232
15.8792
16.6733
17.5070
18,3823
19.3014
20.2665
21,2796
223437
23.4604
24.6339
253656
27.1589
28.5168
13.A1907
15.1232
15.8792
16.6733
17.5070
18.3823
19.3014
20.2665
21.2796
22.3437
234609
24.6339
25.8656
27.1589
28.5168
29.9429
14A1907
158792
16.6733
17.5070
18.3823
19.3014
20.2665
21.2796
22.3437
23.4609
24.6339
25.8656
27.1589
28.5168
29.9429
31.4400
15.81907
16.6733
17.5070
18.3823
19.3014
20.2665
21.2796
22.3437
234609
24.6339
25.8656
27.1589
28.5168
29.9429
31.4400
33.0120
16.A1907
17.5070
18.3823
19.3014
202665
212796
22.3437
23.4609
24.6339
25.8656
27.1589
28.5168
29,9429
314400
33.0126
34.6624
34.6624
36.3956
17.A1907
18.3823
19.3014
20.2665
21.2796
22.3437
23.4609
24.6339
25.8656
27.1589
28.5168
29.9429
31.4400
33.0120
18A1907
193014
20.2665
21.2796
223437
23.4609
24.6339
25.8656
27.1589
28.5168
29.9429
31.4400
330120
34.6624
36.3956
38.2153
19.A1907
20.2665
21.2796
22.3437
23.4609
24.6339
25.8656
27.1589
28.5168
29.9429
31.4400
33.0120
34.6624
36.3956
38.2153
40,1262
20A1907
21.2796
22.3437
234609
24.6339
25.8656
27.1589
28,5168
29.9429
31.4400
33.0120
34.6624
36.3956
38.2153
40.1262
42.1325
21.A1907
22.3437
23.4609
246339
25.8656
27.1589
28.5168
29.9429
314400
33.0120
34.6624
36.3956
38.2153
40.1262
42.1325
44.2390
22.41907
234609
24.6339
25.8656
27.1589
28.5168
29.9429
31.4400
330120
34.6624
36.3956
382153
40.1262
42.1325
44.2390
46.4510
23.A1907
24.6339
25.8656
27.1589
28.5168
29.9429
31.4400
330120
34.6624
36.3956
38.2153
40.1262
42.1325
44.2390
46.4510
48.7735
24.41907
25.8656
27.1589
28.5168
29.9429
31.4400
33.0120
34.6624
36.3956
38.2153
40.1262
42.1325
44.2390
46.4510
48.7735
512122
25.A1907
27.1589
28.5168
29.9429
31.4400
33.0120
34.6624
36.3956
38.2153
40.1262
42.1325
44.2390
46.4510
48.7735
51.2122
53.7729
26A1907
28.5168
29.9429
31.4400
33.0120
34.6624
' 36.3956
38.2153
40.1262
42.1325
44,2390
46.4510
487735
51.2122
53.7729
56.4614
27.A1907
29.9429
31.4400
33.0120
34.6624
36.3956
38,2153
40.1262
42.1325
44.2390
464510
48.7735
51.2122
53.7729
56.4614
59.2845
28.41907
31.4400
33.0120
34.6624
36.3956
38.2153
40.1262
42.1325
442390
46.4510
48.7735
51.2122
53.7729
56.4614
592845
62.2487
29.A1907
33.0120
34.6624
36.3956
38.2153
40.1262
42.1325
44.2390
46.4510
48.7735
51.2122
53.7729
56.4614
59.2845
62.2487
65.3611
30731907
34.6624
36.3956
382153
40.1262
42.1325
44.2390
46.4510
48.7735
512122
53.7729
56.4614
59.2845
62.2487
653611
68.6292
31.A1907
36.3956
38.2153
40.1262
42.1325
44.2390
46.4510
48.7735
51.2122
53.7729
56.4614
59.2845
62.2487
65.3611
68.6292
72.0608
3231907
38.2153
40.1262
42.1325
442390
46.4510
48.7735
51.2122
53.7729
564614
592845
62.2487
65.3611
68.6292
72.0608.
75.6637
33.A1907
40.1262
42.1325
44.2390
46.4510
48.7735
51.2122
53.7729
564614
59.2845
62.2487
65.3611
68.6292
72.0608
75.6637
79.4471
34A1907
42.1325
44.2390
46.4510
48.7735
51.2122
53.7729
564614
592845
622487
653611
68.6292
72.0608
75.6637
79.4471
83.4194
35.A1907
44.2390
46.4510
48.7735
51.2122
53.7729
56.4614
59.2845
62.2487
65.3611
68.6292
72.0608
75.6637
79.4471
83.4194
87.5903
36 A1907
46.4510
48.7735
512122
53.7729
56.4614
59.2845
62.2487
65.3611
68.6292
720608
75.6637
79.4471
83.4194
87.5903
91.9698
37.A1907
48.7735
51.2122
53.7729
564614
59.2845
62.2487
65.3611
68.6292
72.0608
75.6637
79.4471
834194
87.5903
91.9698
96.5684
38.41907
51,2122
53.7729
56.4614
59.2845
62.2487
65.3611
686292
72.0608
75.6637
79.4471
83.4194
87.5903
919698
96.5684
101.3966
39.41907
53.7729
56.4614
59.2845
62.2487
65.3611
68.6292
72.0608
75.6637
794471
83.4194
87.5903
91.9698
96.5684
101.3966
106.4665
142
OCt 1, 2020
1
lyr
2
lyr
3
lyr
4
lyr
5
lyr
6
lyr
7
lyr
8
2yr
9
2yr
10
2yr
11
2yr
12
2yr
13
2yr
14
2yr
15
2yr
INS
5 00%
5.00%
5.00%
5 00%
5000
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5-00%
5.00%
5.00%
01.365
32.9005
34.5455
36.2729
38.0865
39.9909
41.9905
44.0901
46.2946
48.6093
51.0398
53.5917
56.2713
59.0849
62.0392
65.1412
03.INS
36.1907
38.0001
39.9002
41.8951
43.9899
46.1894
48.4990
50.9238
53.4700
56.1435
58.9507
61.8983
64.9933
68.2430
71.6550
05.INS
39.8096
41.8001
43.8901
46.0847
48.3889
50.8084
53.3487
56.0162
58.8169
61.7579
64.8457
68.0880
71.4925
75.0670
78.8204
Oct 1, 2021
1
1yr
2
lyr
3
lyr
4
lyr
5
1yr
6
lyr
7
1yr
8
2yr
9
2yr
10
2yr
11
2yr
12
2yr
13
2yr
14
2yr
15
2yr
INS
5.00%
5.00%
5 00%
5000
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
01.INS
33.5585
35.2364
36.9984
38.8482
40.7907
42.8303
44.9719
47.2205
49.5815
52.0606
54.6635
57.3967
60.2666
63.2800
66.4440
03.INS
36,9145
38.7601
40.6982
42.7330
44.8697
47.1132
49.4690
51.9423
54.5394
57.2664
60.1297
63.1363
66.2932
69.6079
73.0881
05.INS
40.6058
42.6361
44.7679
47.0064
49.3567
51.8246
54.4157
57.1365
59.9932
62.9931
66.1426
69.4498
72.9224
76.5683
80.3968
Oct 1, 2022
1
1yr
2
lyr
3
lyr
4
lyr
5
1yr
6
lyr
7
lyr
8
2yr
9
2yr
10
2yr
11
2yr
12
2yr
13
2yr
14
2yr
15
2yr
INS
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
01.INS
33.8941
35.5888
37.3684
39.2367
41.1986
43.2586
45.4216
47.6927
50.0773
52.5812
55.2101
57.9707
60.8693
63.9128
67.1084
03.INS
37.2836
39.1477
41.1052
43.1603
45.3184
47.5843
49.9637
52.4617
55.0848
57.8391
60.7310
63.7677
66.9561
70.3040
73.8190
05.105
41.0119
43.0625
45.2156
47.4765
49.8503
52.3428
54.9599
57.7079
60.5931
63.6230
66.8040
70.1443
73.6516
77.3340
81.2008
Oct 1, 2020
1
lyr
2
lyr
3
lyr
4
lyr
5
lyr
6
lyr
7
lyr
8
2yr
9
2yr
10
2yr
11
2yr
12
2yr
13
2yr
14
2yr
15
2yr
IT
5.00%
5.00%
5.00%
5.00%
5.000
5.00%
5.00%
5.00%
5000
5.00%
5.00%
5.00%
5.00%
5.00%
01.IT
21.3806
22.4498
23.5722
24.7508
25.9883
27.2879
28.6522
30.0849
31.5892
33.1685
34.8270
36.5683
38.3966
40.3165
42.3324
02.IT
22.4498
23.5722
24.7508
25.9883
27.2879
28.6522
30.0849
31.5892
33.1685
34.8270
36.5683
38.3966
40.3165
42.3324
44.4490
03.IT
23.5722
24.7508
25.9883
27.2879
28.6522
30.0849
31.5892
33.1685
34.8270
36.5683
38.3966
40.3165
42.3324
44.4490
46.6715
04.IT
24.7568
25.9883
27.2879
28.6522
30.0849
31.5892
33.1685
34.8270
36.5683
38.3966
40.3165
42.3324
44.4490
46.6715
49.0050
05.1T
25.9883
27.2879
28.6522
30.0849
31.5892
33.1685
34.8270
36.5683
38.3966
40.3165
42.3324
44.4490
46.6715
49.0050
51.4552
06.IT
27.2879
28.6522
30.0849
31.5892
33.1685
34.8270
36.5683
38.3966
40.3165
42.3324
44.4490
46.6715
49.0050
51.4552
54.0280
07.IT
28.6522
30.0849
31.5892
33.1685
34.8270
36.5683
38.3966
40.3165
42.3324
44.4490
46.6715
49.0050
51.4552
54.0280
56.7294
08.IT
30.0849
31.5892
33.1685
34.8270
36.5683
38.3966
40.3165
42.3324
44.4490
46.6715
49.0050
51.4552
54.0280
56.7294
59.5658
09.IT
31.5892
33.1685
34.8270
36.5683
38.3966
40.3165
42.3324
44.4490
46.6715
49.0350
51.4552
54.0280
56.7294
59.5658
62.5442
10.IT
33.1685
34.8270
36.5683
38.3966
40.3165
42.3324
44.4490
46.6715
49.0050
51.4552
54.0280
56.7294
59.5658
62.5442
65.6715
11.IT
34.8270
36.5683
38.3966
40.3165
42.3324
44.4490
46.6715
49.0050
51.4552
54.0280
56.7294
59.5658
62.5442
65.6715
68.9549
12.10
36.5683
38.3966
40.3165
42.3324
44.4490
46.6715
49.0050
51.4552
54.0280
56.7294
59.5658
62.5442
65.6715
68.9549
72.4027
13.IT
38.3966
40.3165
42.3324
44.4490
46.6715
49.0050
51.4552
54.0280
56.7294
59.5658
62.5442
65.6715
68.9549
72.4027
76.0229
14.IT
40.3165
42.3324
44.4490
46.6715
49.0050
51.4552
54.0280
56.7294
59.5658
62.5442
65.6715
68.9549
72.4027
76.0229
79.8240
15.IT
42.3324
44.4490
46.6715
49.0050
51.4552
54.0280
56.7294
59.5658
62.5442
65.6715
68.9549
72.4027
76.0229
79.8240
83.8152
16.IT
44.4490
46.6715
49.0050
51.4552
54.0280
56.7294
59.5658
62.5442
65.6715
68.9549
72.4027
76.0229
79.8240
83.8152
88.0059
17.IT
46.6715
49.0050
51.4552
54.0280
56.7294
59.5658
62.5442
65.6715
68.9549
72.4027
76.0229
79.8240
83.8152
88.0059
92.4062
18.1T
49.0050
51.4552
54.0280
56.7294
59.5658
62.5442
65.6715
68.9549
72.4027
76.0229
79.8240
83.8152
88.0059
92.4062
97.0266
19.IT
51.4552
54.0280
56.7294
59.5658
62.5442
65.6715
68.9549
72.4027
76.0229
79.8240
83.8152
88.0059
92.4062
97.0266
101.8778
Oct 1, 2021
1
lyr
2
lyr
3
lyr
4
lyr
5
lyr
6
lyr
7
lyr
8
2yr
9
2yr
10
2yr
11
2yr
12
2yr
13
2yr
14
2yr
15
2yr
IT
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
01.IT
21.8082
22.8988
24.0436
25.2458
26.5081
27.8337
29.2252
30.6866
32.2210
33.8319
35.5235
37.2997
39.1645
41.1228
43.1790
02.IT
22.8988
24.0436
25.2458
26.5081
27.8337
29.2252
30.6866
32.2210
33.8319
35.5235
37.2997
39.1645
41.1228
43.1790
45.3380
03.1T
24.0436
25.2458
26.5081
27.8337
29.2252
30.6866
32.2210
33.8319
35.5235
37.2997
39.1645
41.1228
43.1790
45.3380
47.6049
04.IT
25.2458
26.5081
27.8337
29.2252
30.6866
32.2210
33.8319
35.5235
37.2997
39.1645
41.1228
43.1790
45.3380
47.6049
49.9851
05.IT
26.5081
27.8337
29.2252
30.6866
32.2210
33.8319
35.5235
37.2997
39.1645
41.1228
43.1790
45.3380
47.6049
49.9851
52.4843
06.IT
27.8337
29.2252
30.6866
32.2210
33.8319
35.5235
37.2997
39.1645
41.1228
43.1790
45.3380
47.6049
49.9851
52.4843
55.1086
07.IT
29.2252
30.6866
32.2210
33.8319
35.5235
37.2997
39.1645
41.1228
43.1790
45.3380
47.6049
49.9851
52.4843
55.1086
57.8640
08.IT
30.6866
32.2210
33.8319
35.5235
37.2997
39.1645
41.1228
43,1790
45.3380
47.6049
49.9851
52.4843
55.1086
57.8640
60.7571
09.IT
32.2210
33.8319
35.5235
37.2997
39.1645
41.1228
43.1790
45.3380
47.6049
49.9851
52.4843
55.1086
57.8640
60.7571
63.7951
10.IT
33.8319
35.5235
37.2997
39.1645
41.1228
43.1790
45.3380
47.6049
49.9851
52.4843
55.1086
57.8640
60.7571
63.7951
66.9849
11.17
35.5235
37.2997
39.1645
41.1228
43.1790
45.3380
47.6049
49.9851
52.4843
55.1086
57.8640
60.7571
63.7951
66.9849
70.3340
12.1T
37.2997
39.1645
41.1228
43,1790
45.3380
47.6049
49.9851
52.4843
55.1086
57.8640
60.7571
63.7951
66.9849
70.3340
73.8508
13.IT
39.1645
41.1228
43.1790
45.3380
47.6049
49.9851
52.4843
55.1086
57.8640
60.7571
63.7951
66.9849
70.3340
73.8508
77.5434
14.IT
41.1228
43.1790
45.3380
47.6049
49.9851
52.4843
55.1086
57.8640
60.7571
63.7951
66.9849
70.3340
73.8508
77.5434
81.4205
15.IT
43.1790
45.3380
47.6049
49.9851
52.4843
55.1086
57.8640
60.7571
63.7951
66.9849
70.3340
73.8508
77.5434
81.4205
85.4915
16.1T
45.3380
47.6049
49.9851
52.4843
55.1086
57.8640
60.7571
63.7951
66.9849
70.3340
73.8508
77.5434
81.4205
85.4915
89.7660
17.IT
47.6049
49.9851
52.4843
55.1086
57.8640
60.7571
63.7951
66.9849
70.3340
73.8508
77.5434
81.4205
85.4915
89.7660
94.2543
18.IT
49.9851
52.4843
55.1086
57.8640
60.7571
63.7951
66.9849
70.3340
73.8508
77.5434
81.4205
85.4915
89.7660
94.2543
98.9671
19.IT
52.4843
55.1086
57.8640
60.7571
63.7951
66.9849
70.3340
73.8508
77.5434
81.4205
85.4915
89.7660
94.2543
98.9671
103.9154
143
Oct 1,2022
1
lyr
2
lyr
3
lyr
4
lyr
5
lyr
6
lyr
7
lyr
8
2yr
9
2yr
10
2yr
11
2yr
12
2yr
13
2yr
14
2yr
15
2yr
IT
5.00%
5.00%
5.00%
5.00%
5.00%
5 00%
5.00%
5.00%
5009
5.00%
5.00%
5.00%
5.00%
5.00%
01.IT
22.0263
23.1278
24.2840
25.4983
26.7732
28.1120
29.5175
30.9935
32.5432
34.1702
35.8787
37.6727
39.5561
41.5340
43.6108
02.1T
23.1278
24.2840
25.4983
26.7732
28.1120
29.5175
30.9935
32.5432
34.1702
35.8787
37.6727
39.5561
41.5340
43.6108
45.7914
03.IT
24.2840
25.4983
26.7732
28.1120
29.5175
30.9935
32.5432
34.1702
35.8787
37.6727
39.5561
41.5340
43.6108
45.7914
48.0809
04.IT
25.4983
26.7732
28.1120
29.5175
30.9935
32.5432
34.1702
35.8787
37.6727
39.5561
41.5340
43.6108
45.7914
48.0809
50.4850
05.IT
26.7732
28.1120
29.5175
30.9935
32.5432
34.1702
35.8787
37.6727
39.5561
41.5340
43.6108
45.7914
48.0809
50.4850
53.0091
06.IT
28.1120
29.5175
30.9935
32.5432
34.1702
35.8787
37.6727
39.5561
41.5340
43.6108
45.7914
48.0809
50.4850
53.0091
55.6597
07.1T
29.5175
30.9935
32.5432
34.1702
35.8787
37.6727
39.5561
41.5340
43.6108
45.7914
48.0809
50.4850
53.0091
55.6597
58.4426
08.IT
30.9935
32.5432
34.1702
35.8787
37,6727
39.5561
41.5340
43.6108
45.7914
48.0809
50.4850
53.0091
55.6597
58.4426
61.3647
09.IT
32.5432
34.1702
35.8787
37.6727
39.5561
41.5340
43.6108
45.7914
48.0809
50.4850
53.0091
55.6597
58.4426
61.3647
64.4331
10.IT
34.1702
35.8787
37.6727
39.5561
41.5340
43.6108
45.7914
48.0809
50.4850
53.0091
55.6597
58.4426
61.3647
64.4331
67.6547
11.IT
35.8787
37.6727
39.5561
41.5340
43.6108
45.7914
48.0809
50.4850
53.0091
55.6597
58.4426
61.3647
64.4331
67.6547
71.0373
12.IT
37.6727
39.5561
41.5340
43.6108
45.7914
48.0809
50.4850
53.0091
55.6597
58.4426
61.3647
64.4331
67.6547
71.0373
74.5893
13.11
39.5561
41.5340
43.6108
45.7914
48.0809
50.41350
53.0091
55.6597
58.4426
61.3647
64.4331
67.6547
71.0373
74.5893
78.3188
14.IT
41.5340
43.6108
45,7914
48.0809
50.4850
53.0091
55.6597
58.4426
61.3647
64.4331
67.6547
71.0373
74.5893
78.3188
82.2347
15.IT
43.6108
45.7914
48.0809
50.4850
53.0091
55.6597
58.4426
61.3647
64.4331
67.6547
71.0373
74.5893
78.3188
82.2347
86.3464
16.1T
45.7914
48.0809
50.4850
53.0091
55.6597
58.4426
61.3647
64.4331
67.6547
71.0373
74.5893
78.3188
82.2347
86.3464
90.6637
17.IT
48.0809
50.4850
53.0091
55.6597
58.4426
61.3647
64.4331
67.6547
71.0373
74.5893
78.3188
82.2347
86.3464
90.6637
95.1968
18.1T
50.4850
53.0091
55.6597
58.4426
61.3647
64.4331
67.6547
71.0373
74.5893
78.3188
82.2347
86.3464
90.6637
95.1968
99.9568
19.IT
53.0091
55.6597
58.4426
61.3647
64.4331
67.6547
71.0373
74.5893
78.3188
82.2347
86.3464
90.6637
95.1968
99.9568
104.9546
Oct2,2021
1
lyr
2
lyr
3
lyr
4
lyr
5
lyr
6
lyr
7
lyr
8
2yr
9
2yr
10
2yr
11
2yr
12
2yr
13
2yr
14
2yr
15
2yr
IT- Tier 2
5.00%
5.00%
5 00%
5.00%
5 00"'.
5.00%
5.00°..
5.00%
5 00L,
5.00%
5.00%
5.00%
5.00%
5.00%
01.IT2
19.9519
20.9495
21.9970
23.0968
24.2517
25.4643
26.7375
28.0744
29.4781
30.9520
32.4996
34.1246
35.8308
37.6223
39.5034
02.IT2
20.9495
21.9970
23.0968
24.2517
25.4643
26.7375
28.0744
29.4781
30.9520
32.4996
34.1246
35.8308
37.6223
39.5034
41.4786
03.IT2
21.9970
23.0968
24.2517
25.4643
26.7375
28.0744
29.4781
30.9520
32.4996
34.1246
35.8308
37.6223
39.5034
41.4786
43.5525
04.IT2
23,0968
24.2517
25.4643
26.7375
28.0744
29.4781
30.9520
32.4996
34.1246
35.8308
37.6223
39.5034
41.4786
43.5525
45.7302
05.IT2
24.2517
25.4643
26.7375
28.0744
29.4781
30.9520
32.4996
34.1246
35.8308
37.6223
39.5034
41.4786
43.5525
45.7302
48.0167
06.1T2
25.4643
26.7375
28.0744
29.4781
30.9520
32.4996
34.1246
35.8308
37.6223
39,5034
41.4786
43.5525
45.7302
48.0167
50.4175
07.IT2
26.7375
28.0744
29.4781
30.9520
32.4996
34.1246
35.8308
37.6223
39.5034
41.4786
43.5525
45.7302
48.0167
50.4175
52.9384
08.IT2
28.0744
29,4781
30.9520
32.4996
34.1246
35.8308
37.6223
39.5034
41.4786
43.5525
45.7302
48.0167
50.4175
52.9384
55.5853
09.IT2
29.4781
30.9520
32.4996
34.1246
35.8308
37.6223
39.5034
41.4786
43.5525
45.7302
48.0167
50.4175
52.9384
55.5853
58.3646
10,1T2
30,9520
32.4996
34.1246
35.8308
37.6223
39.5034
41.4786
43.5525
45.7302
48.0167
50.4175
52.9384
55.5853
58.3646
61.2828
11.172
32.4996
34.1246
35.8308
37.6223
39.5034
41.4786
43.5525
45.7302
48.0167
50.4175
52.9384
55.5853
58.3646
61.2828
64.3469
12.11-2
34.1246
35.8308
37.6223
39,5034
41.4786
43.5525
45.7302
48.0167
50.4175
52.9384
55.5853
58.3646
61.2828
64.3469
67.5643
13.IT2
35.8308
37.6223
39.5034
41.4786
43.5525
45.7302
48.0167
50.4175
52.9384
55.5853
58.3646
61.2828
64.3469
67.5643
70.9425
14.IT2
37.6223
39.5034
41.4786
43.5525
45.7302
48.0167
50.4175
52.9384
55,5853
58.3646
61.2828
64.3469
67.5643
70.9425
74.4896
15.172
39.5034
41.4786
43.5525
45.7302
48.0167
50.4175
52.9384
55.5853
58.3646
61.2828
64.3469
67.5643
70.9425
74.4896
78.2141
16.IT2
41.4786
43.5525
45,7302
48.0167
50,4175
52.9384
55.5853
58.3646
61.2828
64.3469
67.5643
70.9425
74.4896
78.2141
82.1248
17.IT2
43.5525
45.7302
48.0167
50.4175
52.9384
55.5853
58.3646
61.2828
64.3469
67.5643
70.9425
74.4896
78.2141
82.1248
86.2311
18.IT2
45.7302
48.0167
50.4175
52.9384
55.5853
58.3646
61.2828
64.3469
67.5643
70.9425
74.4896
78.2141
82.1248
86.2311
90.5426
19.IT2
48.0167
50.4175
52.9384
55.5853
58.3646
61.2828
64.3469
67.5643
70.9425
74.4896
78.2141
82.1248
86.2311
90.5426
95.0697
Oct 1, 2022
1
lyr
2
lyr
3
lyr
4
lyr
5
lyr
6
lyr
7
1yr
8
2yr
9
2yr
10
2yr
11
2yr
12
2yr
13
2yr
14
2yr
15
2yr
IT -Tier 2
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.009
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
01.172
20.1514
21.1590
22.2170
23.3278
24.4942
25.7189
27.0049
28.3551
29.7729
31.2615
32.8246
34.4658
36.1891
37.9985
39.8984
02.IT2
21.1590
22.2170
23.3278
24.4942
25.7189
27.0049
28.3551
29.7729
31.2615
32.8246
34.4658
36.1891
37.9985
39.8984
41.8934
03.1T2
22.2170
23.3278
24.4942
25.7189
27.0049
28.3551
29.7729
31.2615
32.8246
34.4658
36.1891
37.9985
39.8984
41.8934
43.9880
04.IT2
23.3278
24,4942
25.7189
27.0049
28.3551
29.7729
31.2615
32.8246
34.4658
36.1891
37.9985
39.8984
41.8934
43.9880
46.1875
05.IT2
24.4942
25.7189
27.0049
28.3551
29.7729
31.2615
32.8246
34.4658
36.1891
37.9985
39.8984
41.8934
43.9880
46.1875
48.4969
06.IT2
25,7189
27.0049
28.3551
29.7729
31.2615
32.8246
34.4658
36.1891
37.9985
39.8984
41.8934
43.9880
46.1875
48.4969
50.9217
07.IT2
27.0049
28.3551
29.7729
31.2615
32.8246
34.4658
36.1891
37.9985
39.8984
41.8934
43.9880
46,1875
48.4969
50.9217
53.4678
08.IT2
28.3551
29.7729
31.2615
32.8246
34.4658
36.1891
37.9985
39.8984
41.8934
43.9880
46.1875
48.4969
50.9217
53.4678
56.1412
09.1T2
29.7729
31.2615
32.8246
34.4658
36.1891
37.9985
39.8984
41.8934
43.9880
46.1875
48.4969
5119217
53.4678
56.1412
58.9482
10.1T2
31.2615
32.8246
34.4658
36.1891
37.9985
39,8984
41.8934
43.9880
46.1875
48.4969
50,9217
53.4678
56.1412
58.9482
61.8956
11J72
32.8246
34.4658
36.1891
37.9985
39.8984
41.8934
43.9880
46.1875
48.4969
50.9217
53.4678
56.1412
58.9482
61.8956
64.9904
12.IT2
34.4658
36.1891
37.9985
39.8984
41.8934
43.9880
46.1875
48.4969
50.9217
53.4678
56.1412
58.9482
61.8956
64.9904
68.2399
13.IT2
36.1891
37.9985
39.8984
41.8934
43.9880
46.1875
48.4969
50.9217
53.4678
56.1412
58.9482
61.8956
64.9904
68.2399
71.6519
14.11-2
37.9985
39.8984
41.8934
43.9880
46.1875
48.4969
50.9217
53.4678
56.1412
58.9482
61,8956
64.9904
68.2399
71.6519
75.2345
15.172
39.8984
41.8934
43.9880
46.1875
48.4969
50.9217
53.4678
56.1412
58.9482
61.8956
64.9904
68.2399
71.6519
75.2345
78.9962
16.IT2
41,8934
43.9880
46.1875
48.4969
50.9217
53.4678
56.1412
58,9482
61.8956
64.9904
68.2399
71.6519
75.2345
78.9962
82.9460
17.11-2
43.9880
46.1875
48.4969
50.9217
53.4678
56.1412
58.9482
61.8956
64.9904
68.2399
71.6519
75.2345
78.9962
82.9460
87.0934
18.172
46.1875
48.4969
50.9217
53.4678
56.1412
58,9482
61.8956
64.9904
68.2399
71.6519
75.2345
78.9962
82.9460
87.0934
91.4480
19.1T2
48.4969
50.9217
53.4678
56.1412
58.9482
61.8956
64.9904
68.2399
71.6519
75.2345
78.9962
82.9460
87.0934
91.4480
96.0204
144