HomeMy WebLinkAboutR-88-0058J_
3-88-77
12/30/87
RESOLUTION NO 99-58
A RESOLUTION AUTHORIZING THE CITY MANAGER TO
ENTER INTO A COLLECTIVE BARGAINING AGREEMENT,
IN SUBSTANTIALLY THE ATTACHED FORM, BETWEEN
THE CITY OF MIAMI AND THE EMPLOYEE
ORGANIZATION KNOWN AS THE MIAMI GENERAL
EMPLOYEES, AFSCME, LOCAL 1907, FOR THE PERIOD
OF OCTOBER 1, 1987 THROUGH SEPTEMBER 30, 1990
UPON THE 'PERMS AND CONDITIONS SET FORTH IN THE
ATTACHED AGREEMENT.
BE IT RESOLVED BY THE COMMISSION OF THE CITY OF MIAMI,
FLORIDA:
Section 1. The City Manager is hereby authorized to
enter into a Collective Bargaining Agreement between the City
of Miami and the employee organization known as the Miami
General Employees, AFSCME, Local 1907, for the period of
October 1, 1987 through September 30, 1990 upon the terms and
conditions set forth in the attached Agreement.
PASSED AND ADOPTED this 14th day of January , 1988.
A'PTEST :
MAT Y HIRAI, CITY CLERK
PREPARED AND APPROVED BY:
APPROVZ) AS TO FORM AND CORRECTNESS:
. l.JV V VliL' 1t 1 1 ,
ArraCHREcVITS
E�'�10�ED
XAVIER L. SU EZ, MAYOR
CITY COMMISSION
MEETING OF
JAN 14 1988
7N No. R03-58
AGREEMENT
BETWEEN
CITY OF MIAMI. MIAMI. FLORIDA
AND
MIAMI GENERAL EMPLOYEES
AMERICAN FEDERATION OF STATE.
COUNTY, AND MUNICIPAL EMPLOYEES
LOCAL 1907. AFL-CIO
October 1, 1987 -- September 30, 1990
- TABLE OF [INTENTS - -
ACCIDENT REVIEW BOARD
44
51
ADDENDUM NO. 1
MEMO OF UNDERSTANDING -
HAZARDOUS MATERIALS
54
AGREEMENT
1
ANNIVERSARY INCREASES
19
22
APPENDIX A
55
APPENDIX B
59
ATTENDANCE AT MEETINGS/TIME POOL
8
7
BLOOD DONORS
34
40
BULLETIN BOARDS
12
11
CALL BACK PAY
30
37
COMMENDATION PAID LEAVE
32
39
CONTRACT DISTRIBUTION
10
11
DEATH IN FAMILY
39
47
DISCHARGE AND DISCIPLINE
16
19
DISCRIMINATION
6
5
DUES CHECKOFF
13
12
EMPLOYEE EVALUATION
18
21
EMPLOYEES BILL OF RIGHTS
15
18
EMPLOYEES ACTING WITHIN
SCOPE OF AUTHORITY
20
23
FLOATING HOLIDAY TIME
42
49
GRIEVANCE PROCEDURE
14
13
GROUP INSURANCE
26
31
HOLIDAYS
41
48
ILLNESS IN FAMILY
38
46
JURY DUTY
31
38
LINE OF DUTY INJURIES
23
25
LOSS OF EMPLOYMENT
17
20
MANAGEMENT RIGHTS
4
3
MILITARY TRAINING LEAVE
40
47
NO STRIKE
5
4
NOTICES
11
11
OVERTIME/COMPENSATORY TIME
25
30
PARKING
33
39
PART-TIME/TEMPORARY EMPLOYEES
43
50
PREAMBLE
1
PREVAILING BENEFITS
7
6
RECOGNITION
1
1
REPRESENTATION OF THE CITY
2
1
REPRESENTATION OF THE UNION
3
2
REST PERIODS
22
24
SAFETY SHOES
27
33
SAVINGS CLAUSE
46
52
SECURITY OPERATIONS
36
41
SICK LEAVE
37
42
TERM OF AGREEMENT
47
52
TOOL ALLOWANCE
28
34
TOTAL AGREEMENT
45
51
TUITION REIMBURSEMENT
29
36
UNION STEWARDS
9
9
VACATION
35
40
WAGES
24
27
WORKING OUT OF CLASSIFICATION
21
24
813-59
_ Ar-REEMENI
This Agreement, entered into this .� day of 1988,
between the City of Miami (hereinafter referred to as the `City")
and the MIAMI GENERAL EMPLOYEES AFSCME LOCAL 1907. AFL-CIO,
(hereinafter referred to as the `Union•).
F,
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, the parties do agree as follows:
ARTICLE 1
Section 1. Pursuant to and In accordance with all
applicable provisions of Chapter 447. Florida Statutes, as
amended. the City recognizes the Union as the exclusive
bargaining representative for all employees Included In the
bargaining unit.
Section 2. The bargaining unit Is as defined In the
Certification Issued by the Florida Public Employees Relations
Commission on June 6. 1978. Certification *408, which Includes
all the classifications listed In APPENDIX_A of the Agreement and
excludes all classifications listed In APPENDIX B of the
Agreement.
ARTICLE 2
Section 1. The City shall be represented by the City
Manager, or a person or persons designated In writing to the
Union by the City Manager. The City Manager or his designee
shall have sole authority to execute an agreement on behalf of
the City upon being directed by official resolution of the City
Commission.
Section 2. It Is understood that the City Representative
or Representatives are the official representatives of the City
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for the purpose of negotiating with the Union. Negotiations
i 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.
ARTICLE 3
REPRESENTATION OF THE UNION
Section 1. The Union shall be represented by the President
of the Union, or by a person designated In writing to the City
-
Manager by the President of the Union. The Identification of
j
representatives shall be made each year at least fifteen (15)
calendar days prior to April 1st. Said designation shall be
accompanied by an affidavit executed by said President that the
-
Union has complied with all requirements of State law In effect
at that time with respect to registration of the Union.
Section 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 a
ratification. It Is understood that the Union representative Is
-
the official representative of the Union for the purpose of
negotiating with the City. Negotiations entered into with
persons other than those as defined herein, regardless of their
position or association with the Union, shall be deemed
unauthorized and shall have no weight of authority In committing
s
®
or In any way obligating the Union. It shall be the
responsibility of the Union to notify the City Manager In writing
of any changes In the designation of the President of the Union
-
or of any certified representative of the Union.
Section 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
accordance with the terms of Article 8, Attendance at
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Meetings/Union -Time Pool. then only three (3) employees may be
released from duty with no loss of pay or emoluments.
ARTICLE 4
Section t. The Union agrees that 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 or
authority which the City has not officially abridged, delegated
or modified by the express provisions of this Agreement are
retained by the City. The rights of the City, through Its
management officials, shall Include, but shall not be limited to,
the right to determine the organization of City Government; to
determine the purpose of each of Its constituent departments; to
exercise control and discretion over the organization and
efficiency of operations of the City; to set standards for
service to be offered to the public; to direct the employees of
the City. Including the right to assign work and overtime; to
hire, examine, classify, promote, train, transfer, assign, and
schedule employees in positions with the City; to suspend,
demote, discharge, or take other disciplinary action against
employees for proper cause; to Increase, reduce, change. modify
or alter the composition and size of the work force, including
the right to relieve employees from duties because of lack of
work or funds; to determine the location, methods, means. and
-personnel by which operations are to be conducted, Including the
right to determine whether goods or services are to be made or
purchased; to establish, modify, combine or abolish Job pay
positions; to change or eliminate existing methods of operation,
equipment or facilities.
Section 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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Sectlon-3. __-`The 'C1ty Shall enforce and comply with the
provisions of the Agreement so as not to violate the City Charter
or the existing Civil Service Rules and Regulations (Ordinance
8877 as amended).
Section 4. Those Inherent managerial functions,
prerogatives and policy -making rights which the City has not
expressly modified or restricted by a specific provision of this
Agreement are not In any way, directly or Indirectly, subject to
the Grievance Procedure contained herein.
Section 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.
Section 6. Whenever the employer exercises a right or
privilege contractually reserved to It or retained by It, the
employer shall not be obligated to bargain collectively with
respect to the effect or Impact of that exercise on Individual
bargaining unit members or on the unit as a group, or to postpone
or delay effectuation or Implementation of the management
decision Involved for any reason other than an express limitation
contained In this Agreement.
ARTICLE 5
Section t. "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.
Section 2. Neither the Union nor any of Its officers,
agents, and members, nor any Union members, covered by this
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8-51S
Agreement, will Instigate, promote, sponsor, engage In, or
condone any strike, sympathy strike, slowdown, sick-out.
concerted stoppage of work, picketing or any other Interruption
of the operations of the City.
Section 3. Each employee 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 1, Section S. 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 employees violating
this Article or the law to return to work, and to disavow the
strike publicly.
Section 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.
s ARTICLE 6
Section 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 or
political affiliation.
Section 2. All references In this Agreement to employees
of the male gender are used for convenience only and shall be
construed to Include both male and female employees.
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f
Section 3. The Union agrees to support the City's current
Affirmative Action Program and any other similar affirmative
action programs affecting employees which may be developed by the
City In consultation with the Union.
Section 4. 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
I
City or the Union because of Union membership or non -union
membership.
Section 6. However. nothing In this Article or elsewhere
In this Agreement shall prevent the City from Implementing the
terms of the current Consent Decree and Memo of Understanding or
any future legal mandates placed upon the City by applicable
laws.
Section S. The Union recognizes Its responsibilities as
bargalning agent and agrees to represent all employees In the
bargaining unit without discrimination. Interference, restraint
or coercion.
Section 7. Any claim of discrimination by an employee
against the City, Its officials or representatives, 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.
Section S. The Union, In accordance with State law, shall
not be required to process the grievance of a non -union member.
Section 9. The parties agree to abide by the law with
respect to modification of the Clty's affirmative action plan.
ARTICLE 7
Section 1. Job benefits heretofore authorized by the City
Manager continuously enjoyed by all employees covered by this
Agreement as of September 30, 1973, and not specifically provided
for or abridged by this Agreement. shall continue upon the
conditions by which they had been previously granted.
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•
- Section 2. -Provided,--however, -nothing 1n 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.
Section 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.
ARTICLE 8
ATTENDANCE AT MEETINGS/UNION TIME POOL
Section 1. The President of the Union and/or designated
representatives shall be allowed to attend regular meetings and
special meetings of the City Commission, State or National Union
Conventions, the Civil Service Board, the Affirmative Action
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.
Section 2. A Union time pool Is hereby authorized subject
- to the following:
A. The City agrees to establish an annual time pool bank of
3.500 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 employee, except the Union President, or a
designee, when on full time release. who Is authorized
to use time from the time pool, the President shall fill
out the appropriate form as provided by the City. This
form shall be processed through channels of the employee
who is to use the pool time. The form must be processed
so that a copy shall be In the Office of Labor Relations
a minimum of seven (7) calendar days prior to the time
the employee has been authorized to use the pool time.
It Is understood on rare occasions the seven (7) day
time limit may not be met. The President then shall
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forward a detalfed explanation to the Labor Relations
Officer as to why the seven (7) day rule was not met.
C.
Employees shall be released from duty on pool time only
'
If the needs of the service permit, but such release
shall not be unreasonably denied. If because of the
needs of the service an employee cannot be released at
the time desired, the Union may request an alternate
employee be released from duty during the desired time.
D.
In reporting an employee's absence as a result of
utilizing the Union Time Pool, the daily attendance
record shall reflect:
"Employee Doe on AL" (Authorized Leave)
t
1 E.
Any Injury received or any accident incurred by an
i
employee whose time Is being paid for by the Union time
pool, or while engaged In activities paid for by the
Union time pool, shall not be considered a line -of -duty
Injury, nor shall such Injury or accident be considered
to have been Incurred in the course and scope of his
employment by the City of Miami within the meaning of
Chapter 440, Florida Statutes, as amended.
F.
Upon written request to the Labor Relations Office, the
President of the Union, or his/her designee, will be
released for the term of this Agreement from his or 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, or a designee, will reasonably
be available through the Union office currently
located at 4011 W. Flagler Street, Suite 501, Miami,
-
Florida 33134, for consultation with the Management
of the City of Miami.
2. No requests to attend meetings at the Clty's expense
as the Union representative will be made to the City
by the Union. Its officers, agents or members.
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f 8-58
- 3. `'The T ime -Poo I w I 1 I be charged for a 1 I hours dur 1 ng
which the Union President Is on off -duty, except
-� that absence due to use of vacation leave, sick
leave, holidays, or compensatory leave will be
charged to the President's employee accounts.
G. On no more than one occasion per month, the Union
Executive Board may meet during their scheduled work
shift for a period not to exceed four hours. At no
time will more than eight employees be released to
attend such meetings, and the Time Pool shall be
charged four 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.
Section 3. All applicable rules, regulations and orders
shall apply to any person on time pool release. Violations of
the above -mentioned rules, regulations and orders shall subject
the employee on pool time to regular disciplinary processes.
Section 4. The City reserves the right to rescind the
provisions of this Article in the event any portion of ti.e
Article Is found to be Illegal. Cancelling the Article shall not
preclude further negotiations of future employee pool time.
Section 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 In
-behalf of and at request of the City.
ARTICLE 9
Section 1. Employees within the bargaining unit shall be
represented by Stewards In areas of the City employment In the
number and manner set forth In Section 7. The Union shall
furnish Management a list of the Stewards' and alternate
Stewards' names and their assigned areas, and shall keep the list
current at all times.
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I
-i
Section -3: -When -requested -by an employee, -a steward may
only Investigate any alleged or actual grievance In his assigned
steward area as provided In Section 7. He shall be allowed
reasonable time therefor during working hours without loss of
time or pay upon notification and approval of his 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.
Section 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.
Section A. A non -employee Union Representative may
consult with employees In assembly areas before the start of each
work shift or after the end thereof.
Section 5. Should an employee 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 an employee released on Time Pool 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 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.
Section S. An alternate steward may be appointed for each
steward as provided for and assigned In Section 7. The alternate
steward will be utilized by management when management Is unable
to reach the union steward or the union steward cannot be spared
for the assigned duties at the time and all provisions of this
Article shall apply to alternate stewards as well as regular
stewards.
Section 7. Responsibility areas (location) and number of
Union Stewards:
A. Dinner Key offices and Recreation Personnel (1)
B. Police Department Building and Motor Pool Annex (1)
C. Hickman Building (Administration Building) (1)
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D. Parks Operations, Public Works Operations, Golf Courses
(2)
E. All General Services Administration Divisions, and
Department of Solid Waste (2)
F. Municipal Justice Buliding, Fire Garage, and Stadiums
(1)
G. Watson Building and All Downtown Offices (1)
ARTICLE 10
CONTRACT DISTRIBUTION
Section 1. The employer agrees to furnish copies of this
1 contract to each department head where Union members are employed
'- and said department heads shall make the contract available for
employee examination at employee's request.
ARTICLE 11
Section 1. The City agrees to provide to the Union
President or his designee 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,
and the minutes of regular and special City Commission meetings
(except where exempt by applicable law).
ARTICLE 12
BULLETIN BOARDS
Section 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
S. Union Meetings
C. Union Elections
D. Reports on Union Committees (Including the Union
Political Action Committee)
Section 2. Notices or announcements shall not contain
anything political or reflecting adversely on the City or any of
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i
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 his/her
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.
ART I CLE 13
Sectlon 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 checkoff 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.
Section 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.
Section 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 checkoff. The
amount will be calculated at two (5.O2) cents for each employee
deduction, each payroll period, and ten ($.10) cents for each
addition or deletion to the checkoff register.
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Section 4. In the -event an employee's salary earnings
within any pay period, after deductions for withholding. Social
Security, retirement, group health Insurance, and other priority
deductions, are not sufficient to cover dues and any uniform
assessments. It will be the responsibility of the Union to
collect Its dues and uniform assessment for that pay period
directly from the employee.
Section 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 checkoff
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.
Section S. 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.
Section 7. The City will not deduct any Union fines,
penalties or special assessments from the pay of any employee.
Section S. The dues checkoff authorization form provided
by the City shall be used by employees who wish to Initiate dues
deduction.
ARTICLE 14
GRIEVANCE PRWEDURE
Section 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.
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Section 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 applicatlon of this
Agreement or any terms or provisions thereof. A grievance shall
refer to the speclflc provision or provisions of this Agreement
alleged to have been violated. Any grievance not conforming to
the provisions of this paragraph shall be denied.
Section 3. Nothing In this Article or elsewhere In this
Agreement shall be construed to permit the Union to process a
grievance (a) In behalf of any employee without his consent, or
(b) with respect to any matter which Is the subject of a
grievance, appeal, administrative action before a governmental
board or agency, or court proceeding, brought by an individual
employee or group of employees, or by the Union. It is further
agreed by the Union that employees covered by this Agreement
shall make an exclusive election of remedy prior to filing a 2nd
step grievance or Initiating action for redress in any other
forum. Such choice of remedy will be made In writing on the form
to be supplied by the City. The Election of Remedy form will
Indicate whether the aggrieved party or parties wish to utilize
the Grievance Procedure contained In this Agreement or process
the grievance, appeal or administrative action before a
governmental board, agency or court proceeding. Selection of
redress other than through the Grievance Procedure contained
herein shall preclude the aggrieved party or parties from
utilizing said Grievance Procedure for adjustment of said
grievance. An employee as a condition of relying upon this
contractual provision or any other Article of this Agreement In a
grievance proceeding expressly waives any further statutory,
constitutional or common law right to sue upon any similar claim.
Section 4. 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
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time limits --provided—below, shalt 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 Management.
Section 5. Where a grievance Is general in nature In that
It applies to a number of employees having the same Issue to be
decided, or If the grievance Is directly between the Union and
the City, It shall be presented directly at Step 3 of the
Grievance Procedure, within the time limits provided for the
submission of a grievance In Step t by the Union President. The
Election of Remedy form as provided In Section 3 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 Labor Relations Officer and the Union
President or grieving employees.
Section S. 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. A grievance shall be processed In accordance with the
-following procedure:
Sten__
The aggrieved employee shall discuss the grievance with his
Immediate supervisor outside the bargaining unit within five
(5) 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 respond to the employee within five
(5) working days.
t
Stan 2.
If the grievance has not been satlsfactor lly resolved. the
employee or the Union representative shall complete the
Election of Remedy form provided for In Section 3 of this
Article before initiating the grievance to the second step
of the Grievance Procedure. If the aggrieved party or
parties elect the remedy other than the Grievance Procedure
contained herein, the grievance shall be withdrawn and
conclusively abandoned. When the Election of Remedy form
Indicates the grievance is to be advanced through the
Grievance Procedure, the employee or the Union
Representative shall reduce the grievance to writing on the
standard form provided for this purpose and present such
written grievance to the Department Head concerned within
five (5) working days from the time the supervisor has given
his or her oral response to Step 1. The Department Head or
his designee and Management personnel concerned shall meet
with the employee and the Union Representative and shall
respond In writing to the Union within five (5) working days
from receipt of the written grievance.
Step 3.
If the grievance has not been satisfactorily resolved in
Step 2, the employee or the Union President may present a
written appeal to the City Manager within seven (7) working
days from the time the response was due In Step 2. The City
Manager and/or his designee and Management personnel shall
meet with the employee and/or the Union Representative and
shall respond In writing to the Union within seven (7)
working days from receipt of the appeal.
Step 4.
1. If the Grievance Is not settled In Step 3. It may upon
written request of the Union President within seven (7)
working days after receipt of reply or answer be
referred to arbitration.
2. The arbitration proceeding shall be conducted by an
arbitrator to be selected by the employer and the Union
-16- 19 19
a
- -- - -- _ -- -- -or-- --- - -- - -
within ten (10) bays after notice has been given. if
the parties fall to select an arbitrator, the Federal
Mediation and Conciliation Service shall be requested by
either or both parties to provide a panel of five (5)
arbitrators. Both the employer and the Union shall have
the right to strike two (2) names from the.panel. The
party requesting arbitration shall strike the first
name; the other party shall then strike one name. The
Process will be repeated and the remaining person shall
be the arbitrator.
3. The arbitration shall be conducted under the rules set
forth In this Agreement and not under the rules of the
American Arbitration Association. Subject to the
following, the arbitrator shall have Jurisdiction and
authority to decide a grievance as defined In this
Agreement. The arbitrator shall have no authority to
change, amend, add to, subtract from or otherwise alter
or supplement this Agreement or any part thereof or any
amendment 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.
4. The arbitrator may not Issue declaratory or advisory
opinions and shall confine himself exclusively to the
Question which Is presented to him, which question must
be actual and existing.
5. 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 costs regarding witnesses and
representation.
-17- 8AM ILOSM
{
5. Copies of the award of the arbitration made In
accordance with the jurisdiction or authority under this
Agreement shall be furnished to both parties within
thirty (30) days of the hearing and shall be final and
binding on both parties.
Section 7. 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.
Section 8. 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.
ARTICLE 15
EMPLOYEES
BILL OF RIGHTS
Section 1. When an employee has reasonable grounds to
conclude that his participation In an Investigatory Interview
I�
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 role
In the Interview to advising the employee of his rights and
assisting In clarification of the facts. Upon request, the City
will make a reasonable effort to contact the employee's choice of
representative, but shall not be obliged to delay the Interview
for more than thirty (30) minutes. If the Individual sought Is
=
not readily available the Interview shall proceed.
—
Section 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
-18-
-= A�Sfl
that immediate action -is -required. If the employee Is required
to be Interviewed outside his assigned work schedule, he shall be
paid at the overtime rate. However, If he Is eventually found
guilty of the charges through the applicable administrative
processes, any overtime gained shall be repaid to the City In
addition to any penalty Imposed for the violation.
Section 3. At the commencement of the Interview, the
employee shall be advised of the subject matter of the
Investigation.
Section 4. The parties agree to abide by the law with
respect to the use of polygraphs.
ARTICLE 16
Section 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 within five (5) working days following the
day of discharge or Imposition of discipline, excluding
Saturdays, Sundays. holidays and the day of occurrence.
Section 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.
Section 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 election of
remedies 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 In accordance with the terms of the
Grievance Procedure Article as contained In this Agreement.
-19-
Section 4. The process of an appeal to the Civil Service
Board or a grievance under this Agreement, shall be an exclusive
election of remedy by the employee and shall be a waiver of all
other forums of review and due process to which the employee may
otherwise be entitled.
Section 6. Probationary employees who have been appointed
to a position but who have not completed the required
probationary period may be discharged or reduced In rank at any
time prior to the expiration of the probationary period. Said
discharged or demoted employee shall not be accorded a hearing
before the Civil Service Board or access to the grievance
procedure contained herein. A probationary employee may be
returned to a former classification In which the employee held
permanent status or be discharged If In an entrance position upon
being notified In writing by the Department Director.
Section S. In acceptance of this Article, the Union, Its
members and agents, waive any and all rights to a pre -hearing
prior to Imposition of suspensions or dismissals.
Section 7. Employees are subject to such examinations as
may be required by the City to determine if they are under the
Influence of alcohol or may have been using, possessing,
dispensing or selling controlled substances, unlawful, mind -
altering, or non -physician prescribed drugs. Management will
encourage employees to voluntarily seek help for alcohol or
controlled substances abuse. Such request for assistance shall
be denied If the Individual seeking help Is currently Involved In
or facing the disciplinary process. Management will attempt to
enroll employees In such drug or alcohol rehabilitative programs
as are available to those Individuals who voluntarily come
forward.
ARTICLE 17
LOSS OF EMPLOYMENT
Section 1. Employees shall lose their seniority and their
employment shall be terminated for the following reasons:
1. Discharge If not reversed.
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EV%X
---- --- --- -
-2. Resignation. --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 absence, may be considered as having
resigned. Said resignation shall only be reviewed, If
applicable. by the City Manager or his designee. 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. Unexcused failure to return to work when recalled from
layoff, as set forth in the recall procedure.
4. Unexcused failure to return to work after expiration of
a formal leave of absence.
5. Retirement.
S. Layoff for a continuous period of eighteen (18) months.
=
ARTICLE 18
EMPLOYEE EVALUATION
Section 1. Permanent full time classified employees
covered by this Agreement will be evaluated utilizing the
s
appropriate evaluation forms as approved by the Personnel
'Management Department. Such evaluation form will be developed by
i
the Personnel Management Department within the term of this
Agreement. The parties recognize and agree that should the
Personnel Management Department decide that more than one
evaluation form Is needed, they will at their discretion develop
and require the usage of additional evaluation forms.
Section 2. Employees rated 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
-21-
forwarded Ao the-1lnIon 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 discharge. This
section shall not apply to permanent full time classified
employees serving In a probationary promotional appointment.
Section 3. Permanent full time classified employees
serving In a probationary promotional appointment must
successfully complete the probationary period within the time
frame provided, unless the Department Director recommends an
extension of said time frame.
Section 4. Unsatisfactory rating for permanent full time
classified employees not serving in a promotional appointment
shall require said employees to appear before the Civil Service
Board for review of the unsatisfactory rating. 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.
ARTICLE 19
Section 1. Salary Increments recognizing satisfactory
service within established ranges are provided for In the Pay
Plan. On written approval from the Department Head, employees
shall receive a one-step Increase In salary, not to exceed the
maximum rate. Those employees receiving approved Increases when
submitted during the first seven (7) days of the payroll period,
shall receive the higher rate 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 Increase effective the start of the following pay period.
All anniversary Increases shall be subject to review for accuracy
by the Department of Personnel Management.
-22- NS"J9
-Section 2.-'Leaves of absences without pay or suspension of -
any duration shall delay anniversary Increases by the period of
time Involved.
Section 3. Anniversary Increases shall be awarded only on
the basis of continued satisfactory service by the employee and
on the positive approval of the Department Head. Anniversary
Increases are not automatic. A Department Head may withhold
anniversary Increases until such time as, In his Judgment, the
employee's service within the classification meets the standards
of satisfactory performance for the position. Employees In such
cases shall be notified of the reasons for the action being
taken.
ARTICLE 20
ACTING WITHIN THE SCOPE OF AUTHORITY
EMPLOYEES
Section 1. Whenever a civil or criminal action is brought
against a bargaining unit employee, while In the course of his
_
City on -duty employment and while acting within the scope of his
authority, the City shall have the option to pay the legal cost
and reasonable attorney's fee; not to exceed seventy five
($75.00) 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 his suit.
Section 2. The City will neither provide legal
representation nor pay any claim or Judgment entered against any
C
bargaining unit employee If the claim or Judgment arises from any
.
of the following:
1. Any unauthorized act;
2. Any Intentional tort;
3. Gross negligence or misconduct; or
4. While under the Influence of Intoxicating liquor, drugs
--
or Illegal substances.
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SS-59
ARTICLE 21
Section 1. A department head, or his designee, may direct
an employee to serve In a classification higher than the
classification In which an employee currently holds status. Such
acting assignment shall not exceed one calendar year starting
from date of appointment to the higher classification. Acting
assignments to positions vacant due to a classified employee
being on an authorized leave of absence or duty disability may
exceed one year. Working out of classification will not grant
permanent Job status or provide any automatic Job rights to the
position filled on acting assignment to the higher
classification.
Section 2. In the event an employee Is assigned work of
another classification as provided for In Section 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.
Section 3. 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 2 of this Article.
ARTICLE 22
Section 1. All employees' work schedules shall provide for
a fifteen -minute rest period during each four-hour work period.
Section 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 accumulative If It Is not taken.
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�In 13 'aa cy
ARTICLE 23
Section 1. It Is the Intent of the parties to eliminate
unnecessary workers' compensation litigation by providing a prior
opportunity for the parties to discuss and resolve Issues In
dispute. In furtherance of that Intent, the City agrees that any
employee covered under this Contract who Is disabled as the
result of an accident, Injury or occupational disease Incurred In
the line of duty shall be granted supplementary salary of which a
part thereof Is workers' compensation as provided by Resolution
No. 39802, subject to the following conditions.
Section 2. No supplementary salary will be paid to anyone
Injured while performing an act Intended to Injure or hurt one's
self or another.
Section 3. Full time Civil Service employees who have
permanent status with the City as of September 30, 1981, shall
receive supplementary pay In accordance with the existing
practice.
Section ,. All other employees and Civil Service employees
hired subsequent to September 30, 1981. shall be eIIgIble for
supplementary pay and workers' compensation pay to the extent
that the total of such benefits shall not exceed eighty (80)
percent of the employee's weekly pay prior to the line of duty
Injury, accident, or occupational disease. This benefit shall
take effect only after the employee has been disabled for a
period In excess of seven (7) calendar days.
Section 5. If an accident has been declared compensable by
the City and the employee brings litigation without having first
discussed with the personnel of the City of Miami Law
Department/Claims concerning any controversy arising out of the
declared compensable accident, then the supplementary salary, as
provided by Resolution No. 39802, shall cease.
Section 6. In the event that litigation Is filed by an
employee following his return to work without having first
discussed with personnel of the City of Miami Law
-25- 88-58
- -70
Department/Claims Concerning any controversy arising out of his
declared compensable accident, it Is agreed between the parties
that the previously described supplementary salary shall be
recouped from the employee's current salary by way of payroll
deduction, the extent of subsequent payroll deductions shall not
exceed 25% of the gross pay per period. If the Law
Department/Claims does not resolve any controversy arising out of
a compensable Injury to the satisfaction of the Injured employee,
then the supplementary salary as provided by Resolution No. 39802
shall not be jeopardized If litigation Is subsequently filed by
the employee.
Section 7. In the event an employee desires the presence
1 of an attorney to discuss a controversy with representatives of
the Law Department/Claims, the parties agree that the attorney
shall receive a token fee for his presence of $75.00 per hour,
not to exceed $150.00.
Section 8. Nothing In this Article shall be construed as a
waiver of the Clty's rights under applicable State law.
Section 9. In recognition of the Employee Organizations
concerns for those bargaining unit employees Injured In the line
of duty, the City fully Intends to continue benefits to those
honorable men and women who have been Injured In the line of duty
and to see they receive all benefits due them. However, the
Employee Organization recognizes there are Instances when
Individuals attempt to claim worker's compensation benefits or
pension benefits for which no demonstrable reason exists. in
recognizing these concerns the parties agree to establish a study
committee composed of six (6) Individuals, three (3) members
appointed by the Employee Organization and three (3) members
appointed by management. The study committee shall commence
meeting 90 days after the effective date of this agreement and
shall present Its recommendations to the President of the
Employee Organization and the Labor Relations Office six (6)
months after their first meeting.
-Apk ---- ---- -__ -_
24
WAGES
Section 1. The City agrees to continue the current wage
rate except as provided herein for all bargaining unit employees.
In accordance with the following schedule, any adjustment will
be effective on the first day of the first full pay period
following the date Indicated:
October 1. 1987 O%
October 1, 1988 4%
October 1, 1989 4%
Anniversary step Increases that would have occurred during
the twelve (12) month period following the ratification of the
agreement will be frozen and no anniversary step Increases will
be granted during that time.
In lieu of an anniversary Increase, those employees who are
satisfactorily recommended for an anniversary Increase will
receive a cash payment spread over twenty-six (26) separate
Installments. The anniversary cash payment shall be equal to 5%
of the Individuals annual base pay at the time he or she was
rated satisfactory or above. Such cash payment shall not Include
overtime hours, plus Items, shift differential, etc., or be
Included for calculating pension or any other benefit.
Those employees who complete the necessary years of service
for the ten (10) year and fifteen (15) year longevity steps will
be eligible to receive same.
In return for a freeze on across-the-board salary Increases
for the bargaining unit, the following will apply:
Management agrees It will not lay off bargaining unit
employees due to privatization for the life of this Agreement.
The Union understands and agrees that the City will continue
to streamline the delivery of municipal services by
consolidations and abollshments of departments by mergers. In
this event. If layoffs of bargaining unit employees are required,
said layoffs would be consistent with Civil Service Rules and
Regulations.
-27-
��SS
I
a;
i
The-- parties -agree there wi If be -a 25% -reduction in at I
bargaining unit wage rates for those prospective employees hired
on or after January 14, 1988.
the Personnel Management Department will develop a new pay plan
for the new hires reflecting the 25% reduction. Implementation
of the new plan will be reviewed with the Union's Attorney and
the Labor Relations Officer so as to Implement said plan and not
conflict with applicable law.
Current employees will be grandfathered Into the existing
pay plan for purposes of anniversary changes, promotions,
demotions, classifications. reclassifications, wage Increases.
f
etc.
Section 2. All changes in salary for reasons of promotion.
—�
demotion, merit Increase. two (2) tier pay plan changes. or
longevity Increases. shall be effective the first day of the
-
payroll following the effective date of the change.
Section 3. A night shift differential of $.SO per hour
will be paid to bargaining unit employees who work a regular
established shift between the hours of 6:00 p.m. and 8:00 a.m.
However, more than one-half of the hours of the regular
_
established shift must be within the hours of 6:00 p.m. and 8:00
a.m. Night shift differential will only be paid for hours
—
actually worked during the night shift differential period and
will not be paid for any overtime hours. Night shift
differential shall not be used In calculating average earnings
e
for pension purposes.
e
=
Section 4. Employees shall receive no additional pay
supplements except as are specifically provided by this
Agreement. Any pay supplements provided by this Agreement shall
not be used In calculating average earnings for pension purposes.
Only those employees holding permanent status within the
occupation of Heavy Equipment Mechanic and who are permanently
assigned to the Fire Garage shall receive a 7 1/2% pay supplement
added to their base rate of pay should they be continually
assigned to on -call rotation. Said pay supplement shall be
-28-
deemed to fully satisfy any on -Call pay obllgatlon which might be
construed to exist under the ralr Labor Standards Act.
Effective December 21, 1986, those employees within the
occupation of CommunlcatIons Operator who are actively assigned
the duty of training new Communications Operators shall be
entitled to receive $40 per pay period 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 Communications
Operator Trainer classification.
Section 5. Bargaining unit employees who are hired on or
after October 1, 1984 shall satisfactorily serve a probationary
period of one year prior to gaining permanent status In the
classif led service. During that probation, employees shall be
paid at a rate that Is ten (10%) percent below Step 1 of the pay
range to which their classification Is assigned. Upon attainment
of permanent status, the employee shall be placed at Step 1 of
his classification's pay range except where modified by the two
(2) tier wage concept as outlined In Section 1. Where deemed
necessary by the Director of Personnel Management, Individual
exceptions to this section relative to hiring rates may be made.
Section S. Employees shall become eligible for longevity
Increases based upon their most recent date of hire Into the
classified service; provided, however, that when the employee Is
not In a full pay status, It shall cause the effective date of
the Increase to be deferred by the same number of calendar days
embraced by said period of time. This provision shall apply to
employees who attain ten (10) or fifteen (15) years of continuous
classified service on or after January 1, 1984.
-29- 88"Jg
ARTICLE 25
Section 1. Those classifications listed In Appendix A with
an asterisk (*) by the classification shall be considered Job
basis and be Ineligible for overtime pay.
Section 2. Job basis employees are expected to work a
normal work week plus any additional time over and above the
normal work week that Is needed to property perform the duties of
the position. Time worked in excess of normal work hours shall
not be compensated nor credited In any way. Similarly, time
taken off during normal work hours shall not be charged nor
debited In any way.
Section 3. Requests for time off by Job basis 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.
Section 4. All authorized work in excess of an eligible
employee's normal work week shall be considered overtime work.
Eligible employees shall not perform any work prior to their
normal work hour, during their lunch hour, or after their normal
work hours unless specifically authorized by a management
supervisor.
Section 5. Eligible employees performing compensable
overtime work shall, at their discretion, be paid time and one-
half 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 quarter
hour Increments rounded off to the next highest quarter hour.
This overtime rate shall be all Inclusive and no additional
compensation In the form of holiday premium pay, etc., shall be
paid.
Section 6. The maximum accumulation of compensatory time
hours Is one hundred (100) hours. If an employee takes
compensatory time off, the hours In his/her bank would be
appropriately reduced by such time off. If an employee leaves
the service of the City and cashes In his/her bank, the hours
therein shall be valuated on the basis -of the eligible employee's
regular rate of not less than the higher of the employee's final
regular rate or the average regular rate during the last three
years of employment.
Section 7. Employees covered by this Agreement who are
appointed to .Job basis/exempt classifications and who have earned
time In the `Bank", shall upon such appointment be paid for all
banked compensatory time at their rate of pay prior to such
appointment.
ARTICLE 26
{ GROUP INSURANCE
1 Section 1. The City agrees to pay 100% of the current life
Insurance coverage provided for employees.
Section 2. The employee will contribute $11.44 per pay
period toward the cost of employee health coverage and $61.74
per pay period toward the cost of family coverage where the
employee elects to take such coverage. Rates will become
effective on the first full pay period following ratification of
this Agreement.
In recognition of the Immediate need to Implement further
cost containment measures to the Clty's Group Health Plan, the
parties agree to the Implementation of the following measures
effective upon ratification of the agreement:
Health Plan Deductible: The single and family coverage
deductibles shall Increase by $50 each the first full pay period
following ratification of this Agreement.
Coordination of Benefits: The City will Implement a "Charge
Less Benefits" approach without credit reserves to Its
coordination of benefits program for all Non -Medicare and
Medicare participants.
Section 3. Upon thirty days notice to the Union, the City
reserves the right to Increase or decrease the cost of Its group
health/life Insurance plan and to apportion the Increases or
decreases as set forth herein. Increases or decreases In the
cost of the Clty's plan shall be shared on a percentage basis of
-31-
what the City and the employee pay as of the date this Agreement
Is ratified provided, however, the City shall pay the full
portion of any Increase in excess of 15% which may occur during
fiscal year 1988/89.
Section 4. The rates for the H.M.O.s currently offered to
bargaining unit employees will become effective the first full
pay period after ratification of this Agreement.
BI-weekly Employee Rate
HOSF
Single S 9.59
Famlly $60.54
CIGNA
1
e
Single $10.16
J
Family $59.80
HUMANA
Single S 9.39
Family $58.46
Section 5. The parties to these negotiations agree that
sixty (60) calendar days after the ratification of this Agreement
—
there shall be established a joint Labor -Management Group
Benefits Committee whose goal It shall be to develop a group
benefits plan recommendation for employees covered by this
-
collective bargaining agreement.
The Committee shall be comprised of three (3) management
representatives Including the Labor Relations Officer, Assistant
Labor Relations Officer and an Insurance Representative and three
(3) employee union representatives.
The scope of the plan to be developed may Include, among
other things, cost containment measures, such as preferred
—
provider plans, second opinion requirements, HMO's, Increased
copayment plans, "cafeteria" or flexible benefit plans. The
Committee shall also study self -Insured life Insurance.
A committee recommendation. Including a method for self
Insurance, shall be submitted to the City Manager no later than
four (4) months from the date the Committee Is appointed.
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- --
For Fiscal Year 1989/90, the Committee shall make
i
recommendations for any Increases In premiums or cost containment
measures that might be necessary. Should the Committee members
be unable to agree on what the premium Increases should be, the
-
parties shall submit said disagreement before final and binding
—
arbitration consistent with the grievance procedures In this
Agreement.
Section 6. The City will compile an Insurance benefits
booklet which shall summarize the level of coverage to which the
parties have agreed. The language of the booklet shall not be
grievance.
Section 7. At the earliest practical time, the City shall
make available to the Union members a payroll deduction to
purchase local Union sponsored Insurance programs.
Upon receipt of appropriate authorization from employees,
the City will make the designated deductions and forward monies
to the Union. The City shall deduct from that remittance an
amount for the cost of these deductions. The amount will be
calculated at two cents for each employee deduction, each payroll
-
period, and ten cents 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
s
any action taken or not taken by the City, Its officials, agents
and employees In executing this activity.
r
The Labor Relations Office will advise the Union of the deduction
procedures that will be followed In the Implementation and
administration of this activity.
ARTICLE 27
Section 1. In those Jobs or occupations where the employer
requires that the employee wear safety shoes, the employer shall
Issue allowance In the amount of $50.00 for the purchase of an
Initial pair of safety shoes. When, due to wear and tear or
-33- S9--55%
accidental- job destruction. a replacement pair of shoes Is
required, the employer will grant an add ltlonal $50.00 for the
purchase of another pair of safety shoes.
Section 2. This additional $60.00 shall only be provided
when the worn out or damaged pair of shoes Is turned Into the
Department. The Department Director, or his designee, shall
determine when. In his judgment, a pair of safety shoes shall be
Issued on the basis of need and not on an automatic basis.
Section 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 for 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. Safety shoes furnished
by the employer shall not be worn by the employee on a day when
the employee Is off duty. 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, foul 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 careless and/or negligent acts)
result In the loss, theft, or damage.
Section 4. 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.
Employees shall be advised of shoe models which conform to City
standards.
ARTICLE 28
TOOL ALLOWANCE
Section 1. The City agrees to pay a quarterly tool
allowance for Automotive Mechanic, Heavy Equipment Mechanics and
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SS-58
- Auto Body Worker/Painter In the amount of Eighty-five ($85.00)
dollars quarterly. Such tool allowance will be paid to the
employee within the first 15 days after the close of the quarter.
Section 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 Iist of
the tools stolen.
Section 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 whose
tool Inventory does not meet the minimum or drops below the basic
minimum tool list Inventory, shall not receive a tool allowance.
Tools may not be loaned to meet the basic Inventory tool list.
Section 4. The Department Director, or his designee, shall
provide a required minimum list of tools for Automobile Mechanic
b Motorcycle Mechanic, Heavy Equipment Mechanic, Maintenance
Mechanic, Auto Body & Painter, Welder, Machlnlst, 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.
Section 5. The affected employees within the above -listed
classifications shall submit an Inventory of all their personal
tools, make and model to their Immediate supervisor outside the
bargaining unit who will verify the list. The employee will
maintain a copy and a copy will be filed In the Division Office.
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 classification receiving the Eighty-five ($85.00) dollars
quarterly tool allowance. Submission of the Inventory list of
tools In excess of the basic minimum tool list shall be completed
within sixty days after ratification of this Agreement.
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--ARTICLE 29
Section 1. It Is agreed between the parties that this
tuition reimbursement program is designed to encourage City
employees to Improve Job performance and Increase their value to
the City by pursuing courses of study related to their work at
Dade County educational Institutions. The policy governing the
program Is Intended to be flexible, with broad discretion for
approval reserved to the Department Head and the City Manager so
as to Insure maximum utilization of available funds for
Increasing on -the -Job effectiveness of City employees. The
continuance of this program, however, Is subject to budgetary
llmltation.
= Section 2. Any full-time, permanent City employee may upon
successful completion of his probationary period be eligible to
participate In the Tuition Reimbursement Program.
Section 3. All course work must be taken at or from an
accredited college, university or educational Institution
approved by the City Manager or his designee. Course work taken
under provision of this Article must be directly related to the
employee's job. Class attendance will be on the employee's own
time unless otherwise noted In the course announcement and
authorized by the City Manager.
Section ,. Reimbursement will be limited to one-half of
straight tuition costs up to a maximum of $200.00 per year and/or
$100.00 per semester or term. Books, Incidental fees, and other
costs related to the course work will not be reimbursed by the
e
City. In the event the employee resigns or Is removed from the
City service within one year following completion of the approved
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 termination of service through
a deduction from his/her last paycheck.
Section 5. To be eligible for reimbursement, the employee
must successfully complete the course work and provide the City
-36-
with evidence of successful completion prior to receiving
reimbursement. Successful completion must be evidenced by a
grade of 'C` or better.
Section 6. Procedure 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 his department or the Personnel Management
Department.
B. The employee must complete the application In triplicate
and submit It to his/her department head prior to
registration at the education Institution.
C. The Department Head will then review the application and
If approved forward the original and one copy to the
Personnel Management Department. If the application Is
disapproved. It Is then returned to the employee by the
Department Head.
O. The Personnel Management Department has the authority to
approve or disapprove the application, and applications
not approved will be returned to the Department Head
with the reason for rejection noted thereon.
Section 7. Upon completion of the approved course work.
the employee must submit his semester grade report together with
the tuition fee receipt to his/her department head. The
Department Head will request the Finance Department to reimburse
the employee for the Clty's share of the tuition reimbursement,
and will advise the Personnel Management Department of the
employee's satisfactory completion of the course.
ARTICLE 30
Section 1. Any employee 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.
-37-
R9
Section 2. it Is not the Intent of this Article or any
other Article of this Agreement to provide pay for an employee
out on III 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.
ARTICLE 31
JURY DUTY
Section 1. Employees shall be carried on leave of absence
with pay 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 established 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 to their regular work or
receive no pay for all hours they are absent.
Section 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. The Payroll Division of the Finance Department shall
deduct the Jury Duty fee from the employee's paycheck In the
payroll period following the week In which the employee was on
Jury Duty in accordance with the following schedule:
1) Federal Court - $30 per day
2) State and County Court - $10 per day
Any changes by the Courts in the above fees shall be
reflected In the employee's paycheck as they occur.
Should an employee be summoned to Court In the Civic Center
area, the employee Is to obtain a temporary parking permit from
the Personnel Management Department allowing the employee parking
privileges In the Personnel Management Department parking lot.
-38- 8"s
i - -3hou id --an employee -f I-nd it rleeessery to pay for parking wh I le
serving on Jury Duty for Courts other than those located In the
i
Civic Center area, the employee is to submit such parking
}
receipts to his/her department for reimbursement. The employee's
department will submit to Finance a Travel Form Request for
reimbursement with receipts attached. Upon receipt of such
Travel Request, the Finance Department will reimburse the
employee within two payroll periods. As Federal Courts provide
free parking for Jurists. employees will not be reimbursed for
any parking receipts submitted while attending such courts.
Section 3. 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
I
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.
ARTICLE 32
COMMENDATION PAID LEAVE
Section 1. A department head, upon approval by the City
Manager.or his 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
v arbitration.
ARTICLE 33
PARKING
Section 1. The City agrees to provide parking space for
all bargaining unit employees who drive their personal
automobiles to work. This parking space will be of no cost to
the employee during the time the employee Is on duty. The City
will not assume the cost of parking for those employees who may
-39-
dip
~~ not desire to use the parking space provided by the City. Any
questions raised In this regard shall be reviewed and a
determination made by the Labor Relations Officer and shall be
final and binding.
Section 2. The Union President will meet and confer with
the Labor Relations Officer on parking problems and the Labor
Relations Officer will endeavor to resolve said problems
consistent with budgetary constraints.
ARTICLE 34
Section 1. Employees who volunteer as blood donors to
contribute to City supported Blood Donor Organizations will be
authorized the absence necessary to accomplish this purpose. The
Blood Donor Organization's personnel will determine what amount
of time the donor will need from the point of donation till they
are released to go back to work.
ARTICLE 35
Section 1. Vacations shall be taken within thirteen (13)
months after the end of the calendar year in which the vacation
was earned. Employees shall only be allowed to carryover 100
hours of the previous year's credited vacation. Any excess
vacation over the 100 hour automatic carryover shall be forfeited
as of February 1st of each year provided, however, that employees
who have been carried on full disability the entire previous year
shall be paid for all excess vacation over 100 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 his
Department, any hours In excess of the 100 hours which would have
been forfeited shall be paid for at the employee's January 1,
hourly rate of pay.
Section 2. Effective January 1, 1987, the maximum accrual
of vacation shall be one hundred sixty (160) hours, provided
-40-
however, bargaining unit employees with ten (10) years of service
but less than fifteen (15) years shall be allowed to accrue one
hundred eighty (180) hours and employees with fifteen (15) years
of service or More as of January 1. 1987. shall be allowed to
continue the accrual of vacation In accordance with Civil
Service Rules and Regulations (Ordinance No. 8977). The
crediting of vacation leave shall only be allowed upon the
completion of the required years of actual continuous service.
Vacation leave shall be taken in Increments of not less than one
(1) hour.
Section 3. Employees hired on or after January 1, 1987
shalt accrue vacation In accordance with the following schedule:
1 - 5 years - 80 hours
i
6 - 10 years - 100 hours
11 - 15 years - 120 hours
16 - 20 years - 160 hours
Such vacation shall be calculated on actual service In the
previous calendar year and shall only be taken after the
completion of six months of actual continuous service.
ARTICLE 36
Section 1. The Clty 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.
Section 2. Upon request of the Union President. the Labor
Relations Officer will review such denial of assignment. Said
review will be final and the decision of the Labor Relations
Officer will be binding and not subject to any appeal procedure.
-41-
ARTICLE 37
Section 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 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.
Section 2. Permanent bargaining unit employees may be
allowed to accrue up to eight (8) hours sick leave per month, to
be utilized In not less than one (1) hour Increments, provided
that the employee Is In pay status at least fifteen (15) working
days per month.
Section 3. Employees In probationary status will accrue
sick leave In accordance with Section 2. However, no sick leave
with pay shall be granted during the employee's first ninety (90)
working days.
Section 4. In order to receive sick leave with pay, an
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 after the time scheduled
for the beginning of the employee's daily duties, except In the
Fire Department and Police Department wherein departmental rules
will apply. It shall be the employee's responsibility to notify
his/her Department each day the employee will be out III within
the time frames outlined above.
Section 5. Any employee absent on sick leave for more than
three (3) consecutive work days must check with the City
Physician for approval before returning to work.
Section G. Any employees covered by this Agreement who
exercise normal retirement after January 18. 1979, shall be paid
for all unused sick leave up to a maximum of eight hundred (800)
-42- 8e"'S18
t
-y hours provided, howevee,-any employee who as of January 18, 1979,
had accumulated sick leave in excess of eight hundred (800)
hours, shall upon normal retirement be paid for all accumulated
sick leave up to a maximum of nine hundred sixty (960) hours. It
Is the Intent of this provision that no employee will be paid for
sick leave In excess of eight hundred (800) hours except to the
extent that such excess existed on January 18, 1979.
Section 7. Any employees covered by this Agreement who
exercise normal retirement after October 7, 1979, shall be paid
for all unused sick leave up to a maximum of seven hundred (700)
hours provided, however, any employee who as of October 7, 1979.
had accumulated sick leave In excess of seven hundred (700)
hours, shall upon normal retirement be paid for all accumulated
sick leave up to a maximum of eight hundred (800) hours. It Is
the Intent of this provision that no employee will be paid for
sick leave In excess of seven hundred (700) hours except to the
extent that such excess existed on October 7, 1979.
Section S. Any employees not covered by Section 6 and
Section 7 of this Article who exercise normal retirement after
October 1, 1981, shall be paid for all unused sick leave up to a
maximum of six hundred (600) hours, provided however, any
employee who as of October 1, 1981 had accumulated sick leave In
excess of six hundred (600) hours, shall upon normal retirement
be paid for all accumulated sick leave up to a maximum of seven
hundred (700) hours. It Is the Intent of this provision that no
employee shall be paid for sick leave in excess of six hundred
(600) hours except to the extent that such excess existed on
October 1, 1981.
Section 9. All full time bargaining unit employees hired
on or after October 1, 1984 shall accrue sick leave at the rate
of 6.67 hours per month If the employee Is In full pay working
status for fifteen (15) working days per month for a total of 80
hours per year. Upon normal retirement, any employee hired on or
after October 1, 1984. shall be paid for all accumulated sick
leave that exceeds four hundred (400) hours up to a one thousand
-43-
- ---- -- _ - - -� - -------- -_..-yam
(1,000) -hour sick _leave =cap•- Such payofT cannot exceed six
hundred (600) leave hours. Sick leave shall be cashed out at the
following rates:
More than 7, but less than
10 years of service 25%
More than 10, but less than
15 years of service 50%
More than 15, but less than
20 years of service 75%
More than 20 years of service 100%
Section 10. Employees with seven or more years service who
terminate employment with the City under honorable conditions
shall receive cash payment equal to one-fourth of their unused
accumulated sick leave.
Section 11. Employees who resign In the face of discharge
after the effective date of this Agreement shall not receive
compensation for unused sick leave upon termination or
retirement.
Section 12. Payoff for accumulated sick leave shall not be
used to calculate average earnings for pension purposes.
Section 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 of their last
day worked.
2) They remit to the City an amount equal to their rehire
hourly rate times the number of hours of sick leave for
which they were previously paid off. This buy back
option must be exercised and paid for within 30 days of
the date the employee returns to work.
3) If the buy back 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 he was laid
off.
-44-
-Section 14. The -parties agree that employee absenteeism
and/or tardiness hinders the cost efficient delivery of service
by the department and creates a hardship for both management and
members of the bargaining unit. The Union will urge Its members
to reduce absenteeism.
Section 15. Definitions:
Instance -- An absence from work In duration of one or more
consecutive work days for reasons of non -Job related Illness
or injury and/or absence without leave authorized at least
one work day in advance.
Except that a physician ordered absence resulting from
a disabling Illness/Injury to the employee or a member of
his household shall not be counted as an Instance.
Management In Its sole discretion may require a Doctor's
statement from the employee's personal physician verifying
same. Failure to provide the Doctor's verification shall
cause the absence to be counted.
Annual Period -- A twelve (12) month period beginning with
the occurence of the employee's first Instance.
Section 16. Employees shall be disciplined for absences In
accordance with the following schedule:
Number of Instances
4th Instance In annual period
5th Instance In annual period
6th Instance In annual period
7th Instance In annual period
Written notification
Written reprimand
Five (5) work day
suspension w/o pay
Dismissal
Tardiness Is reporting for work In excess of 5 minutes
beyond the scheduled starting time of the shift or as provided In
Police or Fire Department rules. When an employee reports to
work within a period that Is more than five minutes but less than
thirty minutes after his scheduled starting time, and provides an
excuse that Is acceptable In the sole discretion of management,
the employee may be permitted to work the balance of the shift
but shall be docked for all time he/she was tardy. If the
-45- S " 9
-employee reports within -that period without an -excuse that Is `
acceptable to management, or If he/she reports to work more than
thirty minutes beyond the start of his/her shift, he/she shall be
sent hone without pay for the balance of the work day. Any and
all tardiness shall be counted as an "Instance". After an
employee is tardy seven (7) times In an annual period, he shall
be advised In writing that two more Instances of tardiness In the
annual period will result In dismissal. Absenteeism and
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
Labor Relations Officer, If, In his sole discretion, Individual
circumstances warrant such action.
ARTICLE 38
Section 1. All employees covered by this Agreement may be
allowed to use up to forty (40) hours of accrued sick leave In
any one calendar year when needed due to serious Injury or acute
Illness of any actual dependent member of the employee's
household.
Section 2. Said dependent member of the employee's
household shall be limited to the employee's immediate family and
such member must maintain the employee's household as his/her
actual residence. The Immediate family shall be defined as
father, mother, sister, brother, husband, wife, children, father -
In -law, mother -In-law, grandparents, spouse's grandparents,
stepfather and/or stepmother.
Section 3. Where, In the opinion of the Labor Relations
Officer, an employee's absenteeism record reflects a pattern of
abuse, the employee may be requested to provide sufficient proof
showing that the ill or Injured person Is an actual dependent
member of the employee's household; and a physician's statement
that the employee's presence was necessary because of the
patient's clear Inability to be self-sustaining.
-46- 88- Ocl
7
f'.
ARTICLE 39
Section 1. Any employee covered by this Agreement may, In
the case of death In the immediate family, be authorized up to a
maximum of forty (40) hours of paid leave 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. The Immediate
family Is defined as father, mother, sister, brother, husband,
wife, children, father-in-law, mother-in-law, grandparents,
spouse's grandparents, grandchildren, stepfather and/or
stepmother If they have raised the employee from* Infancy
regardless of place of residence, and may Include any other
person who was an actual member of the employee's household for
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 Personnel
Management Department. Failure to produce the death certificate
will result In the employee reimbursing the City for any days
taken under this Article. Any employee found to have falsified
his application for a "K" day will result In his or her
dismissal.
Section 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 a newspaper account showing the death and
relationship of the deceased to the employee and/or other
appropriate criteria as deemed appropriate by the Office of Labor
Relations.
ARTICLE 40
MILITARY TRAINING LEAVE
Section 1. All employees who are either reserve officers
or enlisted personnel In the Florida Defense Force, the National
-47-
88-59
F -
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 shall be entitled 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.
Section 2. Requests for military leave shall be made as
early as possible but at least two ( 2 ) weeks prior to the date
such leave Is desired.
Section 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 Personnel Management.
ARTICLE 41
HOLIDAYS
Section 1. The following days shall be considered holidays:
New Year's Day
Washington's Birthday
Memorial Day
Independence Day
Labor Day
Columbus Day
Veterans' Day
Thanksgiving Day
Day after Thanksgiving
Christmas Day
Dr. Martin Luther King's Birthday
Section 2. Any additional holidays declared by official
directive of the City Manager shall be added to the above list.
Section 3. Employees performing work on any of the above
holidays shall be paid 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.
-48- 88-59
- Section 4. All conditions and qualifications outlined In
Article 25, titled "Overtime/Compensatory Time", shall apply to
this Article. Hours of earned time accumulated under this
Article, when added to the compensatory time earned under the
Article entitled "Overtime/Compensatory Time", shall not exceed
one hundred (100) hours.
Section 5. To be eligible for holiday pay, an employee
must work a full shift or be In a paid leave status on the
scheduled work days which Immediately precede and follow the
holiday. If an employee works at least seven (7) hours of his
regular shift, the employee will either be charged one hour of
'E" time or "V" time, or carried In without pay status at the
sole discretion of the supervisor. An employee who works at
E least seven (7) hours as described In this section shall be
s
eligible for holiday pay.
ARTICLE 42
Section 1. Upon ratification of the Labor Agreement by the
= parties, It Is agreed that eligible members of the bargaining
unit who work forty (40) hours per week and have successfully
completed a six month probationary period, shall be entitled to
fourteen (14) hours floating holiday time off each calendar
year. Floating holiday time shall be taken In Increments of not
less than one (1) hour. The floating holiday hours shall be
mutually agreed upon by the employee and his immediate supervisor
outside of the bargaining unit consistent with the needs of the
employee's department. The floating holiday hours off shall not
- be accrued; they must be used by the employee during the calendar
year or be forfeited. The floating holiday hours off are not
subject to being converted to cash during the employee's
employment or as severance pay upon the employee terminating his
employment with the City. There shall be no liability to pay any
overtime under this Article.
-49-
Cr _ - - i - - ARTICLE 43
Section 1. Bargaining unit employees who hold part-time or
temporary classifications shall be paid at a flat hourly rate,
but shall not be entitled to any benefits during their tenure
with the City unless so specified within this Article.
Section 2. Effective December 21, 1986, full-time
temporary bargaining unit employees shall be entitled to those
City holidays as specified in Article 41, Holidays. To be
eligible for holiday pay, a full-time temporary bargaining unit
employee must work a full shift on the scheduled work days which
Immediately precede and follow the holiday, provided, however, no
full-time temporary employee receiving holiday pay shall be
entitled to any future additional time off.
Section 3. Those full-time temporary bargaining unit
employees hired prior to December 21, 1986 shall have their sick
leave bank frozen and shall cease to be eligible for sick leave
accumulation.
Section 4. Effective December 21, 1986, part-time
bargaining unit employees shall no longer be entitled to
anniversary increases as set forth under Article 19, Anniversary
Increases, of this Agreement.
Section b. In recognition of the fact that Public Service
Aides are in temporary positions not to exceed four years, It Is
understood and agreed that any Public Service Aide hired after
December 21. 1986 shall no longer be considered a part of this
bargaining unit nor shall they be entitled to any across-the-
board wage Increases, rights or benefits. Public Service Aides
hired after December 21, 1986 shall receive compensation as
deemed appropriate by the Department of Personnel Management.
Those Public Service aides hired prior to December 21, 1986 shall
be allowed to accrue vacation leave and shall be entitled to City
holidays as heretofore enjoyed. Public Service Aides shall have
no more than four years from date of hire to move up Into a law
enforcement position or employment elsewhere within the City.
i
-so-
it
Those Public Service Aides who fall to promote or gain employment
elsewhere In the City's employ shall be considered to have
resigned effective the last day of their four year employment.
Section G. Temporary- employees hired Into a classified
Civil Service position shall satisfactorily serve a probationary
1
period of one year commencing with the date of entry Into a
permanently budgeted classification and prior to gaining
permanent status in the classified service. The Director of
Personnel Management shall have the authority to fill temporary
positions as they are established, however, said positions shall
not exceed 150 full-time temporary positions during the life of
this Agreement. Should any layoffs of full-time regular
bargaining unit employees occur, said layoffs would be consistent
with current Civil Service Board Rules and Regulations and APM-5-
78.
ARTICLE 44
ACCIDENT REVIEW BOARD
Section 1. The parties agree to abide by the provisions of
the City's Vehicular Loss Control Program, Sections 6.1, 6.2 and
6.3 as they apply to vehicular accidents Involving bargaining
unit employees.
ARTICLE 45
TOTAL AGREEMENT
- Section 1. This Agreement, upon ratification, constitutes
the complete and entire agreement between the parties, and
concludes collective bargaining for its term.
Section 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.
Section 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.
ARTICLE 46
Section 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 specifically
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.
Section 2. The Clty'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 1 of this Article.
ARTICLE 47
Section 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.
The Agreement shall continue In force and effect until 11:59
p.m.. September 30. 1990.
-52-
Section 2. On or before April 1, 1990, 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
1 proposals which shall Inform the City of the Items which they
if desire to negotiate, together with specific language embodying
and describing their proposals.
Section 3. On or before May 1, 1990, the City shall present
the Union with a list of proposals It desires to negotiate.
Section 4.lnitlal discussions shall thereafter, and no later than
June 1, 1990, be entered Into by the City and the Union.
Agreed to this day of 19 , by and
s
i
between the respective parties through an authorized ;
representative or representatives of the Union and by the City
Manager.
ATTEST: MIAMI GENERAL EMPLOYEES
AFSCME LOCAL *1907, AFL-CIO
ATTEST:
CITY CLERK
ON THE PART OF THE CITY OF MIAMI,
MIAMI, FLORIDA
APPROVED AS TO FORM
AND CORRECTNESS
CITY ATTORNEY
-53- Cp
88--58
.. _ .-- -- - -- — - -
ADDENDL41 ND _ i (1 PAGE 1
�AEMORANDUM OF UNDERSTANDING
HAZARDOUS MATERIALS
During the first six (6) months of this Agreement. If the Union
feels some of Its members have been exposed to such a high degree
( of hazardous materials. It may submit a list of the persons name,
classification. and times of exposure to the specific hazardous
materials. Such list will be sent directly to the Personnel
Management Department who will review said list. Referrals will
be made by the Management of the Personnel Department as they
i deem necessary to a City provided medical person for a physical.
FOR AFSCME, LOCAL 1907 ON THE PART OF THE
CITY OF MIAMI
MIAMI, FLORIDA
A. G. Sherman, President
AFSCME, Local 1907
DATE:
Dean R. Welke
Labor Relations Officer
-54- (Page 1 of Addendum No. ]�Bl�
-- --:-----APPENDIX A
1005
Mal I Clerk
14A
1006
Mall Clerk Sr
16A
1008
Clerical Aide (was 6000)
09A
1010
Clerk 1
12A
1011
Clerk II
14A
1012
Clerk III
16A
1013
Clerk IV
20A
1015
Interpreter Clerk
14A
1020
Typist Clerk 1
13A
1021
Typist Clerk 11
15A
1022
Typist Clerk III
17A
1025
Secretary I
16A
1026
Secretary 11
17A
1027
Secretary III
19A
1037
Interrogat Steno
20A
1039
Pension Clerk
14A
1105
Cashier I
15A
1106
Cashier 11
17A
1110
Account Clerk
17A
1119
Accountant
22A
*1120
Accountant Sr
25A
*1121
Accountant Supervisor
28A
1201
Matris Spec 1 - Bldg Const
16A
1202
Matris Spec If - Bldg Const
18A
*1203
Matris Supv - Bldg Const
21A
1205
Stock Clerk I
14A
1206
Stock Clerk II
16A
1207
StoreKeeper
19A
1208
Matris Spec 1 - Comm Repr
16A
1209
Matrls Spec 11 - Comm Repr
18A
1210
Procurement Spec Sr
26A
1211
Procurement Asst
20A
1212
Procurement Spec
22A
*1213
Matris Supv - Comm Repr
21A
*1214
Auto Prts Supv
21A
_ 1224
Auto Prts Spec i
16A
1225
Auto Prts Spec 11
18A
1305
Admin Aide I
20A
1348
Marketing Spec
24A
*1354
Business Developer
26A
*1357
Economic Analyst
26A
1360
Job Developer
19A
1361
Employmt Interviewer
17A
1362
Info & Referral Spec
16A
1363
Info 6 Referral Aide
12A
1372
Complaint Specialist
22q
1375
Job Training Specialist
20A
1376
Sr. Job Training Specialist
22A
1405
Photographer I
20A
1406
Photographer 11
22q
1415
Fire Info Spec
23A
1419
Public Relations Aide
19A
*1420
Publicity Writer
25A
*1421
Public Rltn Agnt
23A
1428
Convtn Rep
21A
1430
Special Events Agent
20A
= 1505
Switchboard Oper
14A
1521
Phototypesetter
17A
_
1522
Camera Platemaker
18A
1523
Offset Press Operator
19A
1524
Offset Press Operator Sr
21A
1525
Duplicat Eqp Op
16A
* - Job Basis/Exempt
-55-
_ _-101k
1526
1530
1540
1554
1555
leis
1625
1626
•2011
2013
2015
2017
•2018
2021
•2040
•2050
2051
2052
2110
•2111
2120
•2121
2130
•2131
2145
2150
•2151
2158
2159
2169
•2170
2181
2183
2204
2205
2206
2207
2208
•2210
2214
2219
*2225
•2228
2229
2230
•2231
2232
2233
2240
2244
3001
3002
3005
3010
3011
3104
3105
3106
3107
3301
3302
•3303
3304
3305
3308
Photolithographer
Print Shop Helper
Systems Engr I
Computer OP 1
Computer 00 II
Tex Collector it
License Insp I
License Insp 11
Surveyor
Eng Tech I
Eng Tech 11
Eng Tech III
Eng Tech IV
Public Works Eng
Elec Engineer
Architect
Landscape Arc Aide
Landscape Arc I
Bldg Insp I
Bldg Insp II
Elec Insp I
Elec Insp 11
Plumbing Insp I
Plumbing Insp 11
Sign Inspector
Zoning Insp I
Zoning Insp II
Mach Insp I
Mach Insp II
Codes Com Insp I
Codes Com Insp 11
Cable TV Tech Spec
Cable TV Tech Spec Sr
Graphic Illustr
Planning III I
Planning 111 11
Park Plan Aide
Planning Tech
Park Plan Cord
Housing Spec Asst
Planning Intern
Housing Spel
Housing Rhb Ln/O Sr
Housing Rhb Ln/O
Housing Rhb Est
Housing Rhb Est Sr
Soc Prg Analyst
Soc Prg Analyst Asst
Asst Hsng Rehab Ln Offr
Asst Hsng Rehab Estimator
Laborer I
Laborer 11
Laborer ill
Labor Crew Ldr 1
Labor Crew Ldr II
Auto Eqp Op 1
Auto Eqp Op 11
Auto Eqp Op III
Auto Eqp Op IV
Malnt Mach Helper
Ma I nt Meehan I c
Malnt Mach Supv
Aprtc Air Cond Mach
Air Cond Mach
Aprtc Electrician
* - Job Basis/Exempt
18A
12A
26A
20A
22A
21A
21A
23A
30A
18A
20A
24A
27A
24A
33A
33A
19A
26A
25A
27A
25A
27A
25A
27A
21A
23A
26A
25A
27A
23A
26A
21A
23A
22A
19A
22A
20A
24A
29A
23A
16A
26A
26A
23A
23A
26A
22A
20A
19A
19A
15A
16A
17A
18A
22A
17A
19A
21A
22A
17A
20A
23A
060
26A
060
-56-
--0,*A
3309
Elec Maintenance
23A
3310
Electrlclan
26A
03311
Elec Supervisor
27A
j 3319
Aprtc Line Worker
040
3320
Elec Line Worker
24A
03321
Elec Line Supv
26A
3323
Aprtc Plumber
060
3324
Plumber
26A
3325
Aprtc Carpenter
010
3326
Carpenter
21A
03327
Carpenter Supv
23A
3328
Mason
21A
3334
Aprtc Painter
000
3335
Painter
20A
3336
Auto Body Wrkr/Pntr
22A
3337
Painter Sign
21A
*3338
Painter Supv
23A
3339
Auto Pnt/Bdy Shop Supv
24A
3340
Plpefltter
19A
3350
Welder
22A
3351
Machinist
25A
3360
Stadiums Asst
16A
3362
Stadiums Asst Sr
19A
3372
Pot Security & Fac Supv
21A
3374
Police Fac Asst
19A
3402
Fuel Fac Att
15A
3404
Auto Mech Helper
17A
3405
Aprtc Auto Mech
020
3406
Auto Mechanic
23A
3407
Auto Mech Supv
25A
3408
Fuel Fac Supv
21A
3409
Heavy Eqp Mech Helper
18A
— 3410
Heavy Eqp Mech
24A
3411
Heavy Eqp Mech Supv
26A
4005
Custodian I
14A
4006
Custodian 11
15A
— 4007
Custodian Supv
17A
5019
Identification Aide
16A
5020
Police Comm Clerk
18A
5022
Pot Prop Spec I
17A
— 05023
Fire Range Oper
26A
5024
Pot Prop Spec 11
19A
= 5025
Ident Tech I
22A
5026
Ident Tech 11
26A
06027
ID Unit Supv
28A
5030
Latent Print Examiner
24A
5050
Video Equip Oper
20A
— *5065
Master Alarms Supv
24A
5070
Crime Analyst I
22A
5071
Crime Analyst II
24A
05075
Pot Soc Prg Sp
27A
05079
Emergency Plan Spec
29A
05302
Fire Sfty Spec Sr
25A
= 6304
Fire Sfty Spec
23A
05320
Video Program Spec
23A
5402
Comm Tech Appr
030
6404
Comm Repair Worker
21A
5405
Comm Tech
25A
5406
Comm Tech Supv
27A
5413
Comm Asst
18A
6415
Comm Operator
20A
5416
Comm Oper Supv
22A
5510
Guard
13A
5520
Stable Attendant
15A
_ 5529
Facility Attend
14A
' - Job Basis/Exempt
-57- 88" s
oq:� - -- —
Qccunatinnal
5530
ann"natIOng l
Title
Marinas Faclt Att
5537
Laboratory Aide
5550
Conven Rep Intern
6003
Grounds Tender
Boos
Park Tender I
_
6007
Park Tender 11
8010
Greenskeeper
Bois
Tree Trimmer
sole
Tree Trimmer Crew Ldr
8020
Cemetery Sexton
6021
Parks Naturalist
6025
Nursery Tender
_ 06026
Horticulturist
6035
Parks Supv 1
6038
Parks Supv 11
6037
Parks Gen Supv
06055
Fac & Grds Tf Mgr
Goss
Marinas Aide
06105
Lifeguard (P/O)
8106
Pools Manager
6107
Pools Supervisor
•6109
Sr. Lifeguard (P/O)
- 06120
Tennis Supv
—` 06123
Pro Cord Handl
-� 06124
Pro Cord Hand Asst
6127
Hand Prom Asst
6128
Hand Prgms Leader
_ 6129
Hand Prgms Spec
06135
Baseball Supv
6146
Rec District Supv
6148
Rec Specialist Sr
6149
Rec Specialist
6151
Water Sports Inst
06152
Boxing Supervisor
6160
Gymnasium Attend
_ 06302
Day Care Ctr Supv
6304
Day Care Asst
_ 7018
Vocational Counselor
7020
Comm Invol Asst
07021
Comm Invol Spec
7024
Refugee Counselor
* - Job Basis/Exempt
SaIary
Hie
13A
14A
04A
16A
17A
19A
21A
16A
18A
20A
21A
17A
23A
18A
22A
23A
26A
16A
17A
19A
22A
19A
19A
27A
25A
12A
20A
18A
20A
24A
21A
18A
21A
22A
21A
23A
18A
21A
19A
21A
17A
-58-
--APPEND I X--9 - -
1023 -
Typist Clerk IV
19M
1028
Secretary IV
21M
1035
Legal Secy
19M
Hourly
1036
Legal Secy Sr
21M
Hourly
1042
Legal Services Aide
15M
Hourly
1124
Auditor
23M
1125
Staff Auditor
26M
1126
Staff Auditor Sr
28M
1127
Staff Auditor Princ
30M
1128
Asst Auditor
19M
Hourly
1132
EDP Auditor
28M
1140
Budget Assistant
22M
1150
Investment Analyst
25M
1152
Investment Spec
28M
1153
Finance Manager
33M
1155
Wkr Comp Claim Spec
25M
1157
Claims Supv
30M
1159
Risk Manager Asst
32M
1160
Insurance Coord
26M
1215
Procurement Supv
29M
1230
Prop & Lease Mgr
33M
1302
Health Benefits Aide
19M
Hourly
1306
Admin Aide II
22M
1309
Admin Asst I
25M
1310
Admin Asst 11
28M
1311
Admin Asst 111
31M
1312
Intergov Asst
20M
Hourly
1313
Personnel Aide
19M
Hourly
1315
Training Spec
24M
1316
Personnel Asst
21M
1317
Personnel Spec
24M
1318
Personnel Off
26M
1320
Personnel Off Sr
28M
1322
Personnel Supvr
30M
1323
Prncpl Research Psy
30M
1324
Pers & Safety Off
26M
1325
Personnel Adm Asst
32M
1326
Validation Supv
34M
1329
Manag Anal Asst
24M
1330
Safety Coord
31M
1331
Personnel Admin
34M
1334
Manag Anal Sr
28M
1335
Manag Anal Prncpl
30M
1336
Manag Anal Chief
31M
1337
Manag Oper Anal
26M
1338
Manag Anal Supv
32M
1339
Finance Sery Adm
31M
1340
Resource Coordinator
28M
1341
Market Ser Adm
31M
1342
Rsch S Devt Spec
28M
1345
Fiscal Assistant
22M
1350
Marketing Supervisor
29M
1352
Business Develop Sr
28M
1356
Business Dvlpmnt Supv
31M
1358
Supv of Econo Res
31M
1359
Econo Anal Princpl
30M
1365
Training Officer
26M
1366
Staff Analyst Asst
24M
1367
Staff Analyst
26M
1368
Staff Analyst Sr
28M
1369
Staff Analyst Prncpl
30M
1371
Interne Trade Coord
29M
1377
Job Train Supv
24M
-59- w8515
1392
Support Services Coor
31M
1414
Public Rel Splst
29M
1422
Public Info Ofer
28M
1424
Conven Actvy Coord
28M
1427
Audltrm Mgr Asst
25M
1432
Special Events Coord Conv
24M
Hourly
1434
National Sales Mgr
30M
1440
Fac Prom Agent
23M
1528
Print Shop Asst Supt
27M
1629
Print Shop Supt
30M
1537
Prod Ctri Spv
23M
1539
Documentation Spec
27M
1641
Systems Engr 11
30M
1557
Computer Opr Supv
26M
1560
Programmer Asst
23M
Hourly
1562
Systems Programmer
29M
1566
Programmer Jr
26M
1567
Programmer
28M
1568
Programmer Sr
30M
1569
Programmer Chief
32M
1570
Sys Soft Manager
34M
1571
Sys Malnt Supv
30M
1572
Computer Opr Chief
32M
1573
Data Base Manager
34M
1576
Sys Analyst Sr
32M
1577
Project Analyst
33M
1580
Sys Deviop Mngr
36M
1582
Teleprocessing Coord
28M
1584
Data Librarian
20M
Hourly
1586
Scheduler/Expedlter
21M
Hourly
1588
Info Center Spec
30M
1590
Network Support Mgr
34M
1818
Tax 6 Llc Supv
29M
1628
License Insp Chf
26M
1810
Claims Invest I
20M
Hourly
1812
Claims Invest 11
24M
1814
Legal Invest I
20M
Hourly
1815
Legal Invest 11
25M
2030
St Light Eng 1
27M
2031
Civil Eng I
27M
2032
Civil Eng 11
30M
2033
Civil Eng III
33M
2034
Civil Eng IV
35M
2053
Landscape Are li
28M
2054
Landscape Are III
31M
2058
Project Rep
29M
2060
Cable TV Engineer
31M
2112
Bldg Insp Chief
31M
2122
Elec Insp Chief
31M
2132
Plumbing Insp Chief
31M
2152
Zoning Insp Chief
29M
2160
Mech Insp Chief
31M
2171
Codes Com Insp Chief
29M
2172
Env Inspector Chief
31M
2176
Supv Permits 3 Rev
29M
2177
Code Enforcemt Supv
27M
2178
Chief Code Enf Off
31M
2180
Cable Inspector
20M
Hourly
2220
Planner I
27M
2221
Planner 11
31M
2222
Planner III
34M
2223
Housing Prog Supv
33M
2224
Comm Dev Coord
32M
2226
Housing Spcl Prncpl
31M
2227
Housing Spec Sr
28M
2234
Soc Prg Ani Sr
25M
-60- 88-59
QeCUDst 1l�ha i
2235
Qrr��est 1 ona 1
Title
Soc Prg Anl Supv
salary
a n o e
28M
2237
Commty Ov PrJ Supv
29M
2239
Social Prop Coord
31M
2248
Urban Action Grant Coord
32M
2252
Urban Develop Coord
32M
2263
Project Devlpmt Coord
31M
3012
Public Works Supv
28M
3022
Sanit Supervisor
25M
Hourly
3026
Waste Col Supt Ast
28M
3026
Waste Col Supt
31M
3370
Prop Maint Asst Supt
28M
3371
Prop Malnt Supt
31M
3375
Bldg Malnt Supv
28M
3420
Garage Asst Supt
28M
3425
Garage Supt
31M
3452
Asst Fleet Manager
28M
5016
Pol Prop Unt Mar
32M
6017
Pol Prop Unt Asst Mgr
29M
6018
Pol Prop Unt Supv
26M
5040
Pol Budget/Pers Supv
31M
5060
Police Records Supr
25M
5067
Spec Events Coord
25M
5076
Prof Compliance Asst
19M
Hourly
5077
Prof Compl Rep
26M
5303
Fire Sfty Spec Supv
27M
5312
Exerse Physiologist
27M
5314
Paramedic Instructor
29M
5316
Fire Sery Instructor
24M
5318
Fire Sfty Educ Spv
29M
6323
Video Program Prod
28M
5407
Comm Malnt Asst Supt
28M
5408
Comm Tech Supt
31M
5420
Tele Sys Dev Mgr
33M
5702
Clerk I M/C
12M
Hourly
5704
Clerk 11 M/C
14M
Hourly
5706
Clerk III M/C
16M
Hourly
6708
Clerk IV M/C
20M
Hourly
5710
Typist Clerk I M/C
13M
Hourly
5712
Typist Clerk 11 M/C
15M
Hourly
5714
Typist Clerk III M/C
17M
Hourly
5715
Secretary 1 M/C
15M
Hourly
5716
Secretary it M/C
17M
Hourly
5718
Secretary III M/C
19M
Hourly
5720
Account Clerk M/C
17M
Hourly
5722
Accountant M/C
22M
Hourly
5724
Accountant Sr M/C
25M
5726
Accountant Supv M/C
28M
5726
Admin Aide I M/C
20M
Hourly
5732
Switchboard Oper M/C
14M
Hourly
5733
Civil Eng 11 M/C
30M
Hourly
5734
Civil Eng Ili M/C
33M
6047
Parks Tch Ser Spv M&C
27M
6048
Parks Tch Ser Spv E&S
27M
6049
Parks Coordinator
27M
6050
Parks Supt Of
31M
6051
Parks Asst Supt
29M
6059
Asst Stads Adm
32M
6062
Marine Stad Mar
27M
6065
Auditorium Mgr
29M
6066
Marina Operation Supv
25M
8069
Marinas Assistant
19M
Hourly
6071
Marinas Facility Mar
26M
6119
Cult Affr Coord
29M
6132
Golf Course Supt
33M
6156
Youth Prgm Spec
25M
6162
Recreation Asst Supt
29M
-61- 88--58
6300
Day Care Admin
27M
6301
Day Care Adm Asst
25M
7004
Medical Asst
16M
Hourly
7006
Nurse Head
28M
7015
Police Staff Pay
33M
7019
Cltzn Prgm Supv
28M
7023
Cltzn Part Supv
26M
7031
Sanit Insp 11
23M
7032
Sanit Insp Chief
26M
7500
Exec See City Atty
23M
7605
Sr Secretary
21M
Hourly
8000
Adm Asst to the CM
29M
8001
Writer -Editor
29M
8002
Commissioner's Aide
09M
8003
Admin Asst - City C
21M
8005
Admin Asst Sr - City C
23M
8007
Exec. Secretary
23M
Boos
Secretary III
19M
$009
Special Aide
15M
8012
Marine Develp Spec
31M
8014
Asst City Attorney
X2E
Bois
Admin Secty 1
19M
8017
Deputy City Attorney
X5E
Bois
Admin Secty 11
21M
8020
Special Asst to Mgr
26M
8021
Executive Secy to City Mgr
25M
8023
Labor Reins Spit
26M
8024
Exec Asst Data Mgt
34M
8025
Asst To City Mgr I
33M
8029
Chief Proc Officer
35M
8034
Typist Clerk 1
13M
Hourly
8037
Typist Clerk III
17M
Hourly
8038
Records Secretary
18M
8050
Asst To Director-Pks 8 Rec
31M
8071
Assistant City Clerk
X3E
8080
Ast To Dlr-CD/PM/SW
32M
8081
Asst to Dir-Com Dev
29M
8082
Admin Asst I
25M
8083
Admin Asst 11
28M
8084
Receptionist
17M
8091
General Clerk
15M
8099
Executive Aide
24M
8100
Prof Compliance Asst
26M
8101
Secretary IV
21M
8102
Sr Protocol Ofer
28M
8104
Secretary It
17M
Hourly
8105
Prof Representative
29M
sloe
Contracts Admin
29M
silo
Admin Officer -CC
29M
Bill
Events Coord
25M
8114
Concert Promo/Prodcer
29M
8115
Asst to Director/PW
34M
8117
User Support Rep
23M
silo
Business Manager
34M
8120
Chf Depty City Clerk
29M
8122
Records Reten Coord
17M
8123
Support Sery Manager
15M
Hourly
8125
Intergovern Asst
22M
Hourly
8126
Min/Women Proc Coord
35M
8127
Cultural Liaison Aide
26M
8128
Clerk/Receptionist
12M
Hourly
8131
Office Manager
24M
8133
Fiscal Prog Advisor
24M
8134
Resource Alloc Mgr
35M
8137
Publ Relations Agent
23M
8138
Housing Develop Coord
32M
-62- Q8-58
- 7_14� __ __ - __ __
8140
Expen Control Mgr
31M
$152
Fleet Manager
32M
8155
Finance Officer
33M
8180
Chief Architect
36M
9184
National Sales Mgr
30M
9170
Asst to Dlr-Intnl A8R
28M
8172
Spec Grnts Mgmt Coord
26M
$174
Chief Intrnl Auditor
32M
$199
Emergency Prep Coord
32M
8208
Admin Asst. ill
31M
8210
Zoning Administrator
36M
$301
Cable TV Engineer
31M
8406
San Services Aide
32M
8410
Media Relations Mgr
31M
$700
Employ 8 Train Coord
34M
9702
Sr Train Officer
28M
$704
Job Training Supervisor
24M
8706
Sr. Job Training Spec
22M
8708
Job Training Specialist
20M
8710
Info 8 Referral Aide
12M
8715
Info 8 Referral Spec
16M
8718
Clerk I
12M
8720
Employ Interviewer
17M
8724
Accountant
12M
$726
Account Clerk
17M
8730
Job Developer
19M
8735
Soc Prop Analyst
22M
8740
Soc Prg Anal Sr
25M
8745
Ast to Fire Cf Bdg 8 Z
36M
8764
Financial Dev Adm
34M
8773
Admin Aide 11
22M
8774
Pension Board Adm
35M
8782
Development Sery Aide
22M
8787
Asst Audltrm Adm
30M
8790
Special Events Agent
20M
*• All employees In the Law Department.
Hourly
Hourly
Hourly
Hourly
Hourly
All persons who hold interim, provisional, seasonal, part-time or
temporary positions are Considered exempt from Appendix A and as
such are not entitled to any benefits as specified In this
Agreement.
-63-
� �J
It
CITY OF MIAMI. FLORIDA
� 70
INTER -OFFICE MEMORANDUM
TO.
Honorable Mayor and Members
of the City Commission
t�
FROM: Cesar H. Odio
City Manager
RECOMMENDATION:
DATE: ���� FILE:
it s-'f i
SUBJECT: Resolution Ratifying Labor
Agreement Between City of
Miami and Miami General
REFERENCES: Employees/AFSCME, Local 1907
ENCLOSURES:
It is recommended that the City Commission authorize the City
Manager to enter into a collective bargaining agreement between
the City of Miami and the employee organization known as the
Miami General Employees, AFSCME, Local 1907 for the period of
October 1, 1987 through September 30, 1990 per the attached
Resolution.
BACKGROUND:
Under Florida Statutes, Chapter 447, the City is required to
bargain collectively with the certified bargaining
representatives of the General Employees bargaining unit. The
City and the Miami General Employees representatives have been
meeting since June, 1987 in an effort to reach an agreement
acceptable to both sides. As a result, the City an8 Miami
General Employees, AFSCME, Local 1907 have agreed to a three-year
agreement providing for a 0% wage increase for FY'87-88 a 4% wage
increase for FY'88-89 and a 4% wage increase for FY'89-90.
Bargaining Unit members will, in lieu of an anniversary increase
rolled into the base, receive a cash payment equivalent for a
period of one year. In addition, Martin Luther King's Birthday
has been designated as an official holiday, and improvements were
made in the City's contributions to the General Employees Health
Insurance Plan. Please see attached memorandum for cost
analysis.
cc: Law Department
Management and Budget
% 0_r
CITY of MIAMI. rLo"IDA
INTEROFFICE MEMORANDUM
Cesar H. Odio DATE.
City Manager
SUBJECT
Rom Dean R. MielkeV1 REFERENCES
Labor Relations Officer ENCLOSURES.
December 29, 1987 RILE
Contract Settlement with
General Employees, AFSCME
Local 1907
The City's negotiating team successfully concluded contract
negotiations with the Miami General Employees, AFSCME, Local 1907
Thursday morning, December 240 1987.
A summary of the more significant changes and their estimated
cost impact is displayed below:
Article No.
24 Wages: Provides for a
6% increase for FY
1987-88 a 4% increase
for FY 1988-89 and a 4%
increase for FY 1989-90.
Provides for a cash
payment in lieu of
anniversary increases
(no monies rolled into
base).
28 Group Health Insurance:
Effective upon ratifi-
ation of contract, the
City's contribution for
single coverage will
increase to $55.86/
payday and family
coverage to $140.15/
payday.
Cost Increases
FY 87-88
0% increase: $0
Anniv. Payment: $250#000
(9 months)
FY 88-89
4% w/o rollup: $1,354#901
4% w/rollup: $1,958,510
FY 89-90
4% w/o rollup: $1,409,097
4% w/rollup: $2,036,850
FY 87-88
$842,244
a
w
4
r
0
Cesar H. Odio
City Manager
Article No. Subject
-2-
41 Holidays: Martin Luther
K ng's Birthday desig-
nated as an official
holiday.
Lost Productivity
47 Term of Agreement: This
agreement is three years
in duration and expires
on September 30, 1990.
December 29, 1987
Cost Increases
FY 87-88
$23,922
($114,294)
Estimate of Total FY 87-88 Cost Increase: $1,230,460
Estimate of Total FY 88-89 Cost Increase:
w/o rollup $1,354,901
w/rollup $1,958,510
Estimate of Total FY 89-90 Cost Incraase:
w/o rollup $1,409,097
w/rollup $2,036,850
In addition to the above, AFSCME has agreed to a 25% across-the-
board reduction in salaries for all bargaining unit employees
"HIRED" on or after ratification of the Agreement by the City
Commission.
We anticipate that the General Employees, AFSCME, Local 1907 will
ratify the Agreement the week of January llth. Thereafter, it
remains for the City Commission to ratify the agreement at the
Commission meeting of January 14, 1988.
DRM/sw
cc: Lucia Dougherty, City Attorney
Frank May, Acting Director, Management and Budget
3
� • S6