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AFSCME LOCAL 1907 PROPOSAL JULY 25, 2018
AGREEMENT
BETWEEN
CITY OF MIAMI, MIAMI, FLORIDA
MIAMI GENERAL EMPLOYEES
AMERICAN FEDERATION OF STATE,
COUNTY, AND MUNICIPAL EMPLOYEES
LOCAL 1907, AFL-CIO
October 1, 2017 201 -- September 30, 2020 241-7
Tentatively Agreed to on
For the City of Miami: For the Union
4834 Exhibit -SUB
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AGREEMENT
THIS AGREEMENT is entered into this of 2018 2044,-
between
-4;
between the CITY OF MIAMI, FLORIDA, a municipal corporation (hereinafter
referred to as the "City") and the MIAMI GENERAL EMPLOYEES AFSCME LOCAL
1907, AFL-CIO (hereinafter referred to as the "UNION")
Tentatively Agreed to on 1
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PREAMBLE
WHEREAS, it is the intention of the parties to this Agreement to set forth
herein the entire agreement of the parties concerning matters which are within the
scope of negotiation:
NOW, THEREFORE, in consideration of the mutual covenants and
agreements herein contained, the parties do mutually covenant and agree as follows:
Tentatively Agreed to oniy
For the City of mi: For the
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ARTICLE 1
RECOGNITION
1.1 Pursuant to and in accordance with all applicable provisions of Chapter
447, Florida Statutes, as amended, the City recognizes the UNION as the exclusive
bargaining representative for all employees included in the bargaining unit.
1.2 The bargaining unit is as defined in presently filed Certification issued
by the Florida Public Employees Relations Commission initially certified on June 6,
1978, Certification #408, which includes all the classifications listed in APPENDIX A
of the Agreement.
1.3 The City shall promptly notify the UNION in writing of any newly
created classifications within the City in bar -gaining -k�t. The City -shall also
rpVlGvf cy/rsd/
ifv the Union ' . audits of anv bargaining unit
positions. ,,-w
1.4 If there is a dispute between the parties regarding the inclusion or
— ---- exclusion of any classifications -within the bargaining unit, the issue shall be settled
in accordance with State law.
Tentatively Agreed to on -_2__,-, 1 U
For the City of Miami: For the Union :5 ' (
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ARTICLE 2
REPRESENTATION OF THE CITY
2.1 The City shall be represented by the City Manager, the Director of
Human Resources or a person or persons designated in writing to the UNION by the
City Manager. The City Manager and the Director of Human Resources or designee
shall have sole authority to execute an Agreement on behalf of the City subject to
ratification by an official resolution of the City Commission.
2.2 It is understood that the City Representative or Representatives are
the official representatives of the City for the purpose of negotiating with the UNION.
Negotiations entered into with persons other than those as defined herein, regardless
of their position or association with the City, shall be deemed unauthorized and shall
have no weight of authority in committing or in any way obligating the City.
Tentatively Agreed to on �5 I
For the City of Miami: For the Union ��
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ARTICLE 3
REPRESENTATION OF THE UNION
3.1 The UNION shall be represented by the President of the UNION, or
by a person designated in writing to the City Manager, the Director of Human
Resources or designee by the President of the UNION. The identification of
representatives shall be made each year at least fifteen (15) calendar days prior to
April 1st. Said designation shall be accompanied by an affidavit executed by said
President that the UNION has complied with all requirements of State law in effect
at that time with respect to registration of the UNION.
3.2 The President of the UNION, or the person designated by said
President, shall have full authority to conclude an agreement on behalf of the UNION
subject to ratification. It is understood that the UNION representative is the official
representative of the UNION for the purpose of negotiating with the City.
Negotiations entered into with persons other than those as defined herein, regardless
of their position or association with the UNION, shall be deemed unauthorized and
-- --shall have no weight of authority in committing or in -any -way obligating the UNION. --
It shall be the responsibility of the UNION to notify the City Manager or the Director
of Human Resources in writing of any changes in the designation of the President of
the UNION or of any certified representative of the UNION.
3.3 The UNION may be represented at negotiation sessions by not more
than four (4) designated employee representatives. The four (4) employee
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representatives may be permitted to attend negotiation sessions on duty with no loss
of pay or emoluments except that if one of the four (4) employee representatives is
the UNION President on full-time release in accordance with the terms of Article 8,
Attendance at Meetings/UNION Time Pool, then only three (3) employees may be
released from duty with no loss of pay or emoluments. If two (2) of the four (4)
employee representatives are the UNION President and the full-time release
designee, then only two (2) employee may be released from duty with no loss of pay
or emoluments.
Tentatively Agreed to on2---
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ARTICLE 4
MANAGEMENT RIGHTS
4.1 The City has and will continue to retain, whether exercised or not, the
right to operate and manage its affairs in all respects, and the powers and authority
not abridged, delegated or modified by the express provisions of this Agreement or in
any Memorandum of Understanding(s) (MOU) that is incorporated in this agreement
and attached hereto or referred to herein, in addition to any MOU entered into during
the term of this agreement. AFSCME, Local 1907 and the City retain the right to
bring forth additional MOUs which were entered into by both parties and incorporate
them as part of the agreement after notification of the respective party (AFSCME,
Local 1907/City Manager or designee) who will confirm the authenticity of the MOUs.
Otherwise, any changes of terms and conditions of employment shall not be
recognized. Any future MOU that amends the collective bargaining agreement shall
be subject to Florida Statute, Chapter 447, Part II.
The parties agree to a sunset provision that begins at the ratification of this
-labor agreement wherein any MOU-that is not -included with the labor agreement will
be considered null and void.
The rights of the City, through its management officials, shall include, but
shall not be limited to, the right to determine the organization of City Government;
to determine the purpose of each of its constituent departments; to exercise control
and discretion over the organization and efficiency of operations of the City; to set
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standards for service to be offered to the public; to direct the employees, including the
right to assign work and overtime; to hire, examine, classify, promote, train, transfer,
assign, and schedule employees; to suspend, demote, discharge, or take other
disciplinary action against employees for proper cause; to increase, reduce, change,
modify or alter the composition and size of the work force, including the right to
relieve employees from duties because of lack of work or funds; to determine the
location, methods, means, and personnel by which operations are to be conducted,
including the right to determine whether goods or services are to be made or
purchased; to establish, modify, combine or abolish positions; to change or eliminate
existing methods of operation, equipment or facilities; and to establish rules,
regulations and rules of conduct.
4.2 The City has the sole authority to determine the purpose and mission of
the City, to prepare and submit budgets to be adopted by the City Commission. This
shall not prohibit the UNION from expressing its views to the legislative body at the
public budget hearing.
----4:3 - -If-the City fails to exercise anyone -or-more-of the -above- functions from ---
time to time, this will not be deemed a waiver of the City's right to exercise any or all
of such functions.
This provision will in no way alter or diminish the rights afforded by Article 7,
Prevailing Benefits.
Tentatively Agreed to on — — �-() / v
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4.4 Those inherent managerial functions, prerogatives and policy-making
rights which the City has not expressly modified or restricted by a specific provision
in this Agreement are not in any way, directly or indirectly, subject to the Grievance
Procedure contained in this agreement.
4.5
Delivery
of municipal
services in the
most
efficient, effective
and
courteous
manner is
of paramount
importance to
the
City of Miami.
Such
achievement is recognized to be a mutual obligation of both parties within their
respective roles and responsibilities.
4.6 The City retains the right to establish, and from time to time to amend,
rules and regulations not in conflict with this Agreement.
Tentatively Agreed to on 2-'" 1
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ARTICLE 5
NO STRIKE
5.1 "Strike" means the concerted failure to report for duty, the concerted
absence of employees from their positions, the concerted abstinence in whole or in
part by any group of employees from the full and faithful performance of their duties
of employment with the City, participation in a deliberate and concerted course of
conduct which adversely affects the services of the City, picketing or demonstrating
in furtherance of a work stoppage, either during the term of or after the expiration of
a collective bargaining agreement.
5.2 Neither the UNION nor any of its officers, agents, and members, nor
any UNION members, covered by this Agreement, will instigate, promote, sponsor,
engage in, or condone any strike, sympathy strike, slowdown, sick-out, concerted
stoppage of work, picketing in furtherance of any of those acts or any other
interruption of the operations of the City.
5.3 Each bargaining unit member who holds a position with the UNION
occupies a -position of -special trust -and responsibility- in maintaining -and -bringing --
about compliance with this Article and the strike prohibition in F.S. 447.505 and the
Constitution of the State of Florida, Article I, Section 6. Accordingly, the UNION, its
officers, stewards and other representatives agree that it is their continuing
obligation and responsibility to maintain compliance with this Article and the law,
including their responsibility to abide by the provisions of this Article and the law by
Tentatively Agreed to on3— �) __- 2-`J) 5
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remaining at work during any interruption which may be initiated by others; and
their responsibility, in event of breach of this Article or the law by other employees
and upon the request of the City, to encourage and direct bargaining unit member
violating this Article or the law to return to work, and to disavow the strike publicly.
5.4 Any or all employees who violate any provision of the law prohibiting
strikes or of this Article may be dismissed or otherwise disciplined by the City, and
any such action by the City shall be appealable to the Civil Service Board.
Tentatively Agreed to on
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ARTICLE 6
DISCRIMINATION
6.1 The City and the UNION agree that the provisions of this Agreement
shall be applied equally to all employees in the bargaining unit without
discrimination as to age, sex, marital status, race, color, creed, national origin,
religion, disability, sexual orientation, or political affiliation.
6.2 The City agrees not to interfere with the right of the employees to join
or not join the UNION, and there shall be no discrimination, interference, restraint
or coercion by the City or the UNION because of UNION membership or non-union
membership.
6.3 The UNION recognizes its responsibilities as bargaining agent and
agrees to represent all employees in the bargaining unit without discrimination,
interference, restraint or coercion.
6.4 Any claim of discrimination by an employee against the City, its
officials or representatives, other than a claim of discrimination in violation of section
- -- - -- --- -6.2,-shall-not be grievable or -arbitrable- under the -provisions -of Article-14=G-r-ievance --
Procedure,
Procedure, but shall be subject to the method of review prescribed by law or rules and
regulations having the force and effect of law.
6.5 The UNION shall not be required to process the grievance of a non-
union member.
Tentatively Agreed to on 7 � I O
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ARTICLE 7
PREVAILING BENEFITS
7.1 Job benefits heretofore authorized by the City Manager continuously
enjoyed by all employees covered by this Agreement, and not specifically provided for
or abridged by this Agreement, shall continue upon the conditions by which they had
been previously granted.
7.2 Provided, however, nothing in this Agreement shall obligate the City
to continue practices or methods which are unsafe, obsolete, inefficient or
uneconomical. Disputes over the application of this Section may be subject to the
Grievance Procedure.
7.3 If the City desires to change such job benefits, the matter shall be
negotiated between the City and the UNION in accordance with Chapter 447, Part
II, Florida Statutes.
Tentatively Agreed to on ' 2-,
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ARTICLE 8
ATTENDANCE AT MEETINGSIUNION TIME POOL
8.1 The President of the UNION or a designated representative shall be
allowed to attend regular meetings and special meetings of the City Commission,
State or National UNION Conventions, the Civil Service Board, the Equal
Employment Opportunity Advisory Board and the Pension Plan Board. Time off for
the UNION President or any other bargaining unit employees to attend these or other
similarly approved meetings will be in accordance with Section 2 of this Article.
8.2 A UNION time pool is hereby authorized subject to the following*
A. The City agrees to establish an annual time pool bank of X89
1 hours to be used in accordance with the provisions of
this Article. All unused hours will be carried over to the
following calendar year.
B. For each bargaining unit member, except the UNION
President, or a designee, when on full-time release, who is
- - - - - - - - - - - - -
authorized—to—use—time—from—the—U- NIONtime pool, - the --
President shall fill out the appropriate form as provided for by
the City. This form shall be signed by the UNION President
and forwarded to the Department Director a minimum of
seven (7) calendar days prior to the time the employee UNION
representative desires such leave. A copy shall also be
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forwarded to the Director of Human Resources or designee. It
is understood on rare occasions the seven (7) day time limit
may not be met. The President shall forward a detailed
explanation to the Director of Human Resources or designee
as to why the seven (7) day rule was not met.
C. Bargaining unit members shall be released from duty only if
the needs of the service permit, but such release shall not be
unreasonably denied. If because of the needs of the service a
bargaining unit member cannot be released at the time
desired, the UNION may request an alternate bargaining unit
member be released from duty during the desired time.
D. In reporting a bargaining unit member's absence as a result of
utilizing the UNION Time Pool, the daily attendance record
shall reflect:
"Bargaining Unit Member Doe on AL" (Authorized Leave)
E. Any injury -received -or-any -accident-incurred-by-a-bargaining
unit member whose time is being paid for by the UNION time
pool, or while engaged in activities paid for by the UNION time
pool, except the UNION President and the designee when on
full-time release shall not be considered a line -of -duty injury,
nor shall such injury or accident be considered to have been
Tentatively Agreed to on ? —,--
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incurred in the course and scope of employment by the City of
Miami within the meaning of Chapter 440, Florida Statutes,
as amended.
F. Upon written request to the Director of Human Resources or
designee, the President of the UNION, and the two (2)
designees will be released for the term of this Agreement from
his/her regularly assigned duties for the City. The terms of
this agreement for such release are only to be implemented if
the following qualifications are met by the UNION:
1. The UNION President and the two (2) designated
representatives, will reasonably be available through
the UNION office currently located at 4011 W. Flagler
Street, Suite 405, Miami, Florida 33134, for consultation
with the Management of the City of Miami.
2. No requests to attend meetings at the City's expense as
--- -- - - - ------------ — - -- --- -the-UNION-representative-will bemade -to -the City by - --
the UNION, its officers, agents or members.
3. The Time Pool will be charged for all hours during which
the UNION President and the two (2) designees are on
off-duty up to a forty (40) hour work week, except that
absence due to vacation leave, sick leave, holidays, or
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compensatory leave will be charged to the President's
employee leave accounts.
G. On no more than one occasion per month, the UNION Executive
Board members may meet during their scheduled work shift for a
period not to exceed four (4) hours. At no time will more than
eight (8) employees be released to attend such meetings, and the
Time Pool shall be charged a minimum of four (4) hours for each
employee who attends such meetings. Release of employees for
this purpose shall be conditioned upon compliance with other
provisions of this Article.
8.3 All applicable rules, regulations and orders shall apply to any
bargaining unit employees on time pool release. Violations of the above-mentioned
rules, regulations and orders shall subject the bargaining unit employees on pool time
to regular disciplinary processes.
8.4 The City reserves the right to rescind the provisions of this Article in
-the-event-any portion of the Article-is-found-to-be-illegal:--Cancelling-the Article shall -
not preclude further negotiations of future employee time pool.
8.5 Except as provided above, bargaining unit employees who attend
administrative or judicial hearings shall not be compensated by the City unless such
attendance is on behalf of and at the request of the City.
Tentatively Agreed to on�
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ARTICLE 9
UNION STEWARDS
9.1 Employees within the bargaining unit shall be represented by
Stewards in areas of the City employment in the number and manner set forth in
Section 9.7. The UNION shall furnish Management a list of the Stewards' and
alternate Stewards' names and their assigned areas, and shall keep the list current
at all times.
9.2 When requested by an employee, a steward may only investigate any
alleged or actual grievance in his/her assigned steward area as provided in Section
9.7. He/She will be allowed reasonable time therefore during working hours without
loss of time or pay upon notification and approval of his/her immediate supervisor
outside the bargaining unit. Such release time will be granted consistent with the
needs of the service but will not unreasonably be withheld.
9.3 UNION business, other than that cited above, shall be conducted so as
not to interfere with the work assignment of stewards or any other employees.
---9.4- A-non-employee-UNION-Representative--may--consult-with--employees --- - -
in assembly areas before the start of each work shift or after the end thereof.
9.5 Should an employee UNION representative covered by this Agreement
be released on the Attendance at Meetings/UNION Time Pool Article said employee
may substitute for the steward, but in no event shall the steward and the employee
UNION representative both investigate the same grievance or appear for the meeting
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called to resolve the grievance. Should the UNION President desire the UNION
Steward, as described in Section 9.2, to attend a Step 3 grievance meeting, the
steward may be released to attend said meeting with any time loss to be charged to
the UNION Time Pool.
9.6 An alternate steward may be appointed for each steward as provided
for and assigned in Section 9.7. The alternate steward will be utilized by
management when management is unable to reach the UNION steward or the
UNION steward cannot be spared for the assigned duties at the time and all
provisions of this Article shall apply to alternate stewards as well as regular
stewards.
9.7 Responsibility areas (location) and number of UNION Stewards:
A. Recreation Personnel (1)
B. Police Department Building (2)
C. Miami Riverside Center (2)
D. Parks Operations, and Public Works Operations (2)
- -E. - -All-General-Service-Administration Divisions, and Department
of Solid Waste (2)
F. Fire Garage and Stadiums (1)
Tentatively Agreed to on
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ARTICLE 10
CONTRACT DISTRIBUTION
10.1 The City agrees to furnish copies of this contract to each department
director where UNION members are employed and said department directors shall
make the contract available for employee examination at the employee's request.
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ARTICLE 11
-V0TTC'!Fq
11.1 The City agrees to provide to the UNION, the following: Agendas of
regular and special City Commission meetings (except where exempt by applicable
law), regular and special Pension Board meetings, regular and special Civil Service
Board meetings and hearings, Charter Review and Reform Committee meetings and
Finance Committee meetings.
11.2 Upon request by the UNION, the City further agrees to provide the
UNION with a complete copy of all current written standard operating procedures,
and rules, regulations or departmental orders, and any amendments thereto, for
any department in which bargaining unit members are assigned.
11.3 The Union shall be provided advance notice of all new employee /
L �1e'N1Crt1{ l z
orientations involving bargaining unit members and shall be allowed up to e�
hour to speak thereat.
��5�
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ARTICLE 12
BULLETIN BOARDS
12.1 The City shall provide bulletin board space which shall be used only
for the following notices:
A. Recreation and special affairs of the UNION
B. UNION Meetings
C. UNION Elections
D. Reports on UNION Committees (including the UNION Political
Action Committee)
12.2 Notices or announcements shall not contain anything political or
reflecting adversely on the City or any of its officials or employees; notices or
announcements which violate the provisions of this section shall not be posted. This
shall not preclude endorsements for the Civil Service Board or the Pension Board.
Notices or announcements posted -must -be- dated -and -must bear the -signature of the- -__ - --
UNION President or designee. In the event any non -UNION material is posted on
the bulletin board, it shall be promptly removed by a representative of the UNION or
by a representative of the City.
Tentatively Agreed to on
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ARTICLE 13
DUES CHECKOFF
13.1 During the term of this Agreement, the City agrees to deduct UNION
membership dues and uniform assessments, if any, in an amount established by the
UNION and certified in writing by an accredited UNION officer to the City from the
pay of those employees in the bargaining unit who individually make such request on
a written check off authorization form provided by the City. Such deduction will be
made by the City when other payroll deductions are made and will begin with the pay
for the first full pay period following receipt of the authorization by the City. The
UNION shall advise the City of any uniform assessment or increase in dues in writing
at least thirty (30) days prior to its effective date.
13.2 This Article applies only to the deduction of membership dues and
uniform assessments, if any, and shall not apply to the collection of any fines,
penalties, or special assessments.
13.3 Deductions of dues and uniform assessments, if any, shall be remitted
---by the -City the week -following -each -biweekly --p ay- period -to -a -duly authorized-- - --
representative as designated in writing by the UNION. The City shall deduct from
the remittance an amount for the cost of dues check off. The amount will be calculated
at two ($.02) cents for each employee deduction, each payroll period, and ten ($.10)
cents for each addition or deletion to the check off register.
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13.4 In the event an employee's salary earnings within any pay period, after
deductions for withholding, Social Security, retirement, group health insurance, and
other priority deductions, are not sufficient to cover dues and any uniform
assessments, it will be the responsibility of the UNION to collect its dues and uniform
assessment for that pay period directly from the employee.
13.5 Deductions for the UNION dues and/or uniform assessment shall
continue until either: 1) revoked by the employee by providing the City with thirty
(30) days' written notice that he/she is terminating the prior check off authorization,
2) the termination of the authorizing employee, 3) the transfer, promotion, demotion
of the authorizing employee out of this bargaining unit, or 4) the revocation or
suspension of dues deduction as certified by the duly authorized UNION
representative.
13.6 The UNION shall indemnify and hold the City, its officers, officials,
agents and employees harmless against any claim, demand, suit or liability
(monetary or otherwise) and for all legal costs arising from any action taken or not
- --- -- -- taken by the City, its officials, --agents and -employees -in -complying -with -this Article.
The UNION shall promptly refund to the City any funds received in accordance with
this Article which are in excess of the amount of dues and/or uniform assessments
which the City has agreed to deduct.
13.7 The City will not deduct any UNION fines, penalties or special
assessments from the pay of any employee.
Tentatively Agreed to on �� ��
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13.8 The dues check off authorization form provided by the City shall be
used by employees who wish to initiate dues deduction.
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ARTICLE 14
GRIEVANCE PROCEDURE
14.1 It is agreed to and understood by both parties that there shall be a
procedure for the resolution of grievances arising from the application or
interpretation of this Agreement.
14.2 A grievance is any dispute, controversy or difference between (a) the
parties, (b) the City and an employee or employees on any issues with respect to, on
account of, or concerning the meaning, interpretation or application of this
Agreement or any terms or provisions thereof. A grievance shall refer to the specific
provision or provisions of this Agreement alleged to have been violated. Any grievance
not conforming to the provisions of this paragraph or that contains nonidentification
of specific violations of the Agreement shall be denied and not eligible to advance
through the steps of the Grievance Procedure, including arbitration.
14.3 Nothing in this Article or elsewhere in this Agreement shall be
construed to permit re uire the UNION to process a grievance (a) on behalf of any
-employee--without-his/her-consent, or(b)-with--respectto -any-matter -which--is -the ---
subject of a grievance, appeal, administrative action before a governmental board or
agency, or court proceeding, brought by an individual employee or group of
employees, or by the UNION. Oral and written reprimands/warnings/deficiencies
shall not be considered grievable under this Agreement or the Civil Service Board.
Tentatively Agreed to on
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14.4 It is further agreed by the UNION that with respect to disciplinary
actions, employees covered by this Agreement shall make an exclusive election of
remedy prior to filing a Step 2 or Step 3 Grievance of initiating ,,etion for redFess i
., 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;
of agency or eourt pr,,,,,,,,ding. Such ,Sselection 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
14.5 The number of "working days" in presenting a grievance and receiving
-- -- a reply -from -the differentlevelsof-supervision-shall-be -based upon--a-forty (40) hour, - -- -
five (5) day work week, Monday through Friday, not including City-wide holidays.
Any grievance not processed in accordance with the time limits provided below, shall
be considered conclusively abandoned. Any grievance not answered by Management
within the time limits provided will automatically advance to the next higher step of
the Grievance Procedure. Time limits can only be extended by mutual agreement of
Tentatively Agreed to on C
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the UNION and Department Director or the Director of Human Resources or
designee. Such agreed to extensions shall be followed up in writing.
14.6 Where an employee covered by this Agreement elects to represent
himself or be represented by someone other than the UNION, the City will respond
through its management representatives consistent with the following steps and time
limits. Said response will not be inconsistent with the Labor Agreement and a
representative of the UNION will be given an opportunity to be present and receive
a copy of the written response.
14.7 A grievance shall be processed in accordance with the following
procedure:
Step 1.
The aggrieved employee shall discuss the grievance with his/her immediate
supervisor outside the bargaining unit within five (5) ten (10) working days of the
occurrence which gave rise to the grievance. A City employee UNION representative
will be given a reasonable opportunity to be present at any meeting called for the
-- resolution of -such -grievance.-The immediate-supervisor,--outside-the-bargaining unit, - -
shall attempt to adjust the matter and/or verbally respond to the employee within
five (5) ten (10) working days.
Where a grievance is general in nature in that it applies to a number of
employees having the same issue to be decided, or if the grievance is directly between
the UNION and the City, or when a grievance is filed due to an employee's dismissal,
Tentatively Agreed to on 3 -2_6_ -2 -fly
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J shall be presented directly at Step 3 of the Grievance Procedure, within the time
limits provided for the submission of a grievance in Step 1 by the UNION President.
If the grievance relates to a disciplinary action The the Election of Remedy form as
provided in Section 14.4 of this Article must be completed and attached to grievances
presented directly at Step 3. All grievances must be processed within the time limits
herein provided unless extended in writing by mutual agreement between the
Director of Human Resources or designee and the UNION President or grieving
employees.
Step 2.
If the grievance has not been satisfactorily resolved at Step 1, the employee or
the UNION representative may pursue the grievance by eempl ting the Eleetio „�
to the second step of the Grievance Procedure. With regard to disciplinary
actions, bf if the aggrieved party or parties elect the remedy other than the Grievance
Procedure (Civil Service) contained herein, the grievance shall be withdrawn and
- - conclusively abandoned— When the Eleetie of Remedy indieates the
grievanee
is to be-,adianeedthrough the Grievanee D a , tThe employee or the UNION
Representative shall reduce the grievance to writing on the standard form provided
for this purpose and presenting such written grievance to the Department Director
4-�'n;, Ci0�
concerned withinf"rve-{so•) working days from the time the supervisor has given his/her
oral response to Step 1. The Department Director or designee and Management
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personnel concerned shall meet with the employee and the UNION Representative
and shall respond in writing to the UNION within --reworking days from receipt
of the written grievance.
Step 3.
If the grievance has not been satisfactorily resolved at Step 2, the employee
r
and/or the UNION President may present a written appeal to the Director of Human
�e' ti0)
Resources or designee within sem) working days from the time the Step 2
response was due in Step 2. The Director of Human Resources or designee shall meet
with the employee and/or the UNION President and shall respond in writing to the
1-, L
UNION within eev&ft (7)v working days from receipt of the appeal.
Step 4.
If the Grievance is not settled at Step 3, it may upon written request of the
UNION President within sev n-{7*working days after receipt of reply or answer be
referred to arbitration.
14.8 The arbitration proceeding shall be conducted by an arbitrator selected
--by-the-employer-and the UNION - The -selection process of the -arbitrator -between the --
employer and the UNION will take place within twenty (20) days after notice is given.
If the parties fail to select an arbitrator, the Federal Mediation and Conciliation
Services, or some other mutually agreed upon service, shall be requested to provide
a minimum panel of five (5) arbitrators. Both the employer and the UNION shall
Tentatively Agreed to on — 2-;11Y
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alternately strike a name from the panel until one remains. The party requesting
arbitration shall strike the first name; the other party shall then strike one name.
14.9 The arbitration shall be conducted under the rules set forth in this
Agreement and net under the rules of the American Arbitration Association. Subject
to the following, the arbitrator shall have jurisdiction and authority to decide a
grievance as defined in this Agreement. The arbitrator shall have no authority to
change, amend, add to, subtract from or otherwise alter or supplement this
Agreement or any part thereof or any amendment thereto. The arbitrator shall have
no authority to consider or rule upon any matter which is stated in this Agreement
not to be subject to arbitration or which is not a grievance as defined in this
Agreement, or which is not specifically covered by this Agreement; nor shall this
Collective Bargaining Agreement be construed by an arbitrator to supersede
applicable laws in existence at the time of signing this Agreement.
14.10 The arbitrator may not issue declaratory or advisory opinions and
shall confine himself/herself exclusively to the question which is presented to him,
which question must be actual -and -existing.- -
14.11 The fee and expenses of the arbitrator shall be paid by the party which
loses the appeal to arbitration. Each party shall fully bear its own costs regarding
witnesses and representation. Should any individual bargaining unit member bring
a grievance under this Article on his/her own, he/she shall be required to post a bond
Tentatively Agreed to on
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of an estimated one-half (1/2) of the expenses of the hearing with the arbitrator before
the hearing may be scheduled.
14.12 Copies of the award of the arbitration made in accordance with the
jurisdiction or authority under this Agreement shall be furnished to both parties
within thirty (30) days of the hearing and shall be final and binding on both parties.
14.13 Consistent with Chapter 447.401, the UNION shall not be required to
process grievances or be liable for any expenses for employees covered by this
Agreement who are not members of the UNION. Where non-members or any
employee covered by the Agreement elects not to be represented by the UNION,
written responses shall be given to the employee and to the UNION.
14.14 A request for review of complaints under Civil Service Rule 16.2 may
only be made by full-time classified service employees. Such requests under Rule
16.2 shall be denied where the request does not cite the applicable Civil Service
Rule(s) which is the basis of the complaint; or, where the issue relates to a matter
covered by the Collective Bargaining Agreement. This section shall be limited solely
- -to -hearings _-under -Rule -16.
Tentatively Agreed to on�'��'
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ARTICLE 15
EMPLOYEES' BILL OF RIGHTS
15.1 When an employee has reasonable grounds to conclude that his/her
participation in an investigatory interview will result in his receipt of disciplinary
action, the employee may request that a UNION representative be present at the
interview. The employee's representative shall confine his/her role in the interview
to advising the employee of his/her rights and assisting in clarification of the facts.
Upon request, the City will make a reasonable effort to contact the employee's choice
of representative, but shall not be obliged to delay the interview for more than sixty
(60) minutes.
15.2 Investigatory interviews shall be conducted at a reasonable hour,
preferably while the employee is on duty, unless the seriousness of the investigation
is of such degree that immediate action is required. If the employee is required to -be
interviewed outside his assigned work schedule, he/she shall be paid overtime in
accordance with Article 27.
15.3 At the commencement -of -the interview, --the employee -shall be -advised -- --
of the subject matter of the investigation.
15.4 The parties agree to abide by the law with respect to the use of
polygraphs.
Tentatively Agreed to on `) /o
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ARTICLE 16
DISCIPLINARY PROCEDURES
16.1 In cases where it becomes necessary to discharge or otherwise
discipline a permanent, classified employee covered by this Agreement, a
representative of management shall give notice of said discipline to the employee.
Such notice of discipline shall be confirmed in writing to the employee and the
UNION no later than five (5) working days following the day of discharge or
imposition of discipline, excluding Saturdays, Sundays, holidays and the day of
occurrence.
16.2 Employees who have not attained permanent status in the classified
service, or who are entrance probationary employees, may not grieve disciplinary
action under the provisions of this Agreement.
16.3 If an appeal of any discharge or other disciplinary action, excluding
oral or written reprimands, is filed with the Civil Service Board in accordance with
the Board Rules and Regulations, such appeal shall be an automatic election of
-------remedy-and-shall-waive any -right -on -the -part -of -the -employee -or -the UNION to file -
or process a grievance under the terms of this Agreement protesting such discharge
or other disciplinary action. Should an employee elect to grieve discharge or other
disciplinary action, excluding an oral or written reprimand, such grievance shall be
made only in accordance with the terms of the Grievance Procedure Article as
contained in this Agreement.
Tentatively Agreed to on `J f'3'
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Wl fL
be a waiver of all other forums of review and due proeess to w
Vey h� I C:,•Jn.sN 1 5 s� 9-^,0rCi S o '^` coJ n ze_ 1.-5 j �-
otherwzs„ b ntit a Cir^1 �n� �x,�=r++� � ,,,�� shall be LJ
r1Jil v vJicL ") ---Vn `
ria ��� arp}a®�iP and shall not be used against the employee
after a period of t eters.
16.5 Entrance probationary employees who were appointed to a position but
who did not complete the required probationary period may be discharged or demoted
any time prior to the expiration of the probationary period. The employee shall not
be accorded a hearing before the Civil Service Board or access to the grievance
procedure contained herein. A probationary employee who is in probationary status
due to a promotion shall be returned to a former classification in which the employee
held permanent status. If an employee who is in probationary status due to a
promotion is rolled back, he or she may appeal the decision to the Director of Human
Resources. Such appeal shall be made within five (5) days' notice of the roll back, in
-writing;-and the decision of the -Director will -be final.-- --- -- - ---- — ---
Tentatively Agreed to onJ--��
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ARTICLE 17
LOSS OF EMPLOYMENT
17.1 Employees shall lose their seniority and their employment shall be
terminated for the following reasons:
1. Discharge if not reversed.
2. Resignation. An employee who voluntarily submits a
resignation either orally or in writing shall have the right to
withdraw said resignation for up to twenty-four (24) hours from
submission. If submission occurs on a day preceding a weekend
or holiday or the employee's regular day off, the employee shall
have to the close of the employee's next regular working day to
withdraw said resignation.
3. Abandonment of position. An employee absent for a period of
three (3) workdays without notification of valid reason to the
City and who has no legitimate reason for not notifying the City
- -- -- -- - -- - - of his/her absence, may be considered -as having resigned. -Said -
resignation shall only be reviewed, if applicable, by the City
Manager or the Director of Human Resources or designee.
4. Unexcused failure to return to work when recalled from layoff,
as set forth in the recall procedure.
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5. Unexcused failure to return to work after expiration of a formal
leave of absence. An employee who fails to return from a formal
leave of absence will be considered as having resigned. Said
resignation shall only be reviewed, if applicable, by the City
Manager or the Director of Human Resources or designee.
6. Retirement.
7. Layoff for a continuous period of eighteen (18) months.
17.2 For purposes of Rule 14, any loss of employment due to a department
restructuring, department reorganizing, downsizing or abolishment of a position
shall be treated the same as a "layoff'.
Permanent employees subject to layoff shall be demoted or transferred
to those classes in which the employee held previous status, consistent with Civil
Service Rules and Regulations notwithstanding Article 24, Section 24. 1, Wages.
If the employee has ten (10) years of full-time consecutive classified
service with the City and has never held permanent status in another position, the
--- - employee may demoted or -transferred -by management -in accordance with his/her -
seniority to another position in the bargaining unit that is as close to the employee's
present class and wage level as possible and which he/she is able to perform and
qualified to fill. The employee must make a written request for such demotion or
transfer within three (3) working days after notification of layoff.
Tentatively Agreed to on
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Such request shall be made to the Director of Human Resources or
designee. Management shall have the right to determine such person's ability and
qualifications to fill a position without recourse through the grievance procedure or
any other appeals procedure with exception of the following.
Should the individual transferred or demoted feel that the position
determined by Management is not the one closest to their previous salary level for
which they are qualified, the employee may appeal within three (3) working days of
notice of the new assignment only to a two (2) person committee made up of the
Director of Human Resources or designee and the UNION President shall convene a
meeting with the Federal Mediation and Conciliation Service Commissioner who
shall review the placement and render an advisory decision to the parties.
Employees transferred or demoted under this Section shall replace the
least senior employee in the position which he/she occupies. If the employee's regular
position subsequently becomes available, consistent with Civil Service Rules and
Regulations, he/she shall be promoted and transferred back to his regular position.
- ---- -------- - - It --is understood -by the -UNION- and the -City that -nothing in -Section -
17.2 guarantees the employee a job nor is the City obligated to create a job, but the
City will make a good faith effort to place the individual demoted or laid off consistent
with the language of Section 17.2.
Tentatively Agreed to on - 2----.-, 1'
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ARTICLE 18
EMPLOYEE EVALUATION
18.1 Permanent full-time classified employees covered by this Agreement
will be evaluated utilizing the appropriate evaluation forms as approved by the
Human Resources Department. The evaluation will be provided on the employee's
anniversary date.
18.2 Prior to distribution of an evaluation, the Department Director shall
review the supervisor's ratings to check for consistency and that the criteria in the
evaluation system has been met. Employees evaluated will be given a copy of the
evaluation rating. Should an evaluation be downgraded after the employee's initial
evaluation by his/her immediate supervisor, the employee will be given a copy of the
downgraded evaluation rating. Only a copy of an unsatisfactory rating will be
forwarded to the UNION President. Any employee rated below satisfactory by
Management will be given an opportunity to improve to a satisfactory level. Failure
to improve will result in disciplinary action up to and including termination. This
section -shall not- apply -to permanent -full-time classified -employees-serving in a
probationary promotional appointment.
18.3 Permanent full-time classified employees serving in a probationary
promotional appointment must successfully complete the probationary period within
the time frame provided (6 to 12 months), unless the Department Director
recommends an extension of said time frame. Any person hired or promoted into an
Tentatively Agreed to on
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Emergency Dispatcher position in the Police Department or the Fire -Rescue
Department shall serve an eighteen (18) month probationary period. Extensions of
probationary periods shall be approved by the Director of Human Resources or
designee.
18.4 Unsatisfactory rating of permanent full-time classified employees not
serving in a promotional appointment shall cause the employee to appear before the
Civil Service Board to show cause why he/she should not be removed, suspended, or
reduced in grade. Should an employee covered by this section feel the unsatisfactory
rating was incorrect, he may grieve the rating consistent with the Grievance
Procedure. However, any grievance concerning the employee's unsatisfactory
evaluation will be consolidated with any discipline appeal should the employee be
removed, suspended or reduced in grade because of the unsatisfactory evaluation.
Tentatively Agreed to on a'
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ARTICLE 19
ANNIVERSARY INCREASE
19.1 Salary increases recognizing satisfactory service within established
pay ranges are provided for in the City's salary schedule. On written approval from
the Department Director, employees shall receive a one-step increase in salary, not
to exceed the maximum step rate. Those employees receiving approved anniversary
increases when submitted during the first seven (7) days of the payroll period, shall
receive the higher rate of pay for the full pay period. Those employees receiving
approved increases from the eighth (8th) to the fourteenth (14th) day of the payroll
period shall receive their anniversary increase effective the start of the following pay
period. All anniversary increases shall be subject to review for accuracy by the
Department of Human Resources.
19.2 Leaves of absence without pay or suspension of any duration shall
delay anniversary increases by the same number of workdays.
19.3 Anniversary increases are not automatic. Anniversary increases shall
--be-awarded only -on -the -basis of -continued satisfactory -service by -the -employee and --
on the positive approval of the Department Director. A Department Director may
withhold anniversary increases due to excessive absenteeism resulting from
tardiness, sick leave usage and/or until such time as, in the Department Director's
judgment, the employee's service within the classification meets the standards of
Tentatively Agreed to on�—�
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satisfactory performance for the position. Employees whose anniversary increases
are delayed or denied shall be notified of the reasons for the action being taken.
Employees whose anniversary increases are delayed or denied due solely to
tardiness or sick leave usage may request a review of the denial by the Director of
Human Resources or designee, whose decision shall be final and binding.
19.4 Effective October 1, 2017, for purposes of receiving merit increases and
adjustments, the anniversary date of "Affected Employees" (as that term is defined
in the Settled Agreement for Case No. 17 -001234 -CA -01) shall revert back to the
Affected Employee's date of hire into his/her classification.
Tentatively Agreed to on ;L, -)S --Q 0 i Y
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ARTICLE 20
EMPLOYEES ACTING WITHIN THE SCOPE OF AUTHORITY
20.1 Whenever a civil or criminal action is brought against a bargaining
unit employee, while in the course of his/her City on -duty employment, and while
acting within the scope of his/her authority, the City shall have the option to pay legal
costs and attorney fees; not to exceed one hundred and twenty five ($125.00) dollars
per hour or provide legal counsel where: a) the bargaining unit employee is found not
to be liable or guilty, and b) when the plaintiff requests dismissal of the suit.
20.2 The City will neither provide legal representation nor pay any claim or
judgment entered against any bargaining unit employee if the claim or judgment
arises from any of the following:
1. Any unauthorized and/or criminal act;
2. Any intentional tort;
3. Gross negligence or misconduct; or
4. While under the influence of alcohol, drugs or illegal substances.
Tentatively Agreed to on C � ti
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ARTICLE 21
WORKING OUT OF CLASSIFICATION
21.1 A department director, or designee, may direct an employee to serve in
a vaeant classification higher than the classification in which an employee currently
holds status. Employees assigned to work out of classification shall meet the
minimum job requirements forposition being 1 1 i iyifi�.'fi�l���R%�■•"aa• •'•••` -
- rte..
21.2 In the event an employee is assigned work of a higher classification as
provided for in Section 21.1 of this Article, the employee will be granted a one-step
increase or the rate for the first step of the higher classification, whichever is greater,
for all time worked out of classification in excess of thirty (30) consecutive calendar
days. If the employee is assigned working out of classification in a job basis position,
the employee will be granted compensation as provided for in this section, however,
the employee is not entitled to overtime. Employees performing work lower than
— -- their- current classification are not -entitled -to working out of classification -pay.
21.3 Method of Qualifying Incumbents of Classified Positions Allocated to
New or Higher Levels - Whenever an occupied position has been allocated to a new
or higher classification, the incumbent thereof shall be qualified for the new
classification in one of the following manners:
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(a) If the incumbent has been performing satisfactorily at the new or higher
level for a period of four years or more and has held permanent status in the
previous classification, he/she shall receive the new or higher classification
with permanent status, without further examination; or
(b) If the incumbent has been performing satisfactorily at the new or higher
level for a period of two years or more and less than four years, and has held
permanent status in the previous classification, he/she shall be given a
qualifying examination, the scope of which shall be at the same level of
difficulty as normally given for the same or like classification, and if
successful therein, he/she shall receive the new or higher classification with
permanent status.
(c) In the event the incumbent does not qualify under (a) or (b) above, he/she
shall be returned to his/her previous classification (i.e., the position held
prior to working out of class), and the position filled from the appropriate
eligible register.
21.4 - During --any on -job training program -designed to -upgrade -employees'
skills, those employees in such training shall not be eligible for additional
compensation as provided in Section 21.2 of this Article.
21.5 In order to initiate an acting assignment, the employee's immediate
supervisor shall, upon assigning an employee to an acting assignment, immediately
complete the necessary notification form as provided by the City. Upon notification
Tentatively Agreed to on _,;67L-2.
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of an employee placed on acting assignment; the Human Resources Department shall
conduct an evaluation to determine the eligibility of the employee assigned to the
acting assignment in accordance with this article.
Tentatively Agreed to on
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ARTICLE 22
REST/LUNCH PERIODS
22.1 All employees' work schedules shall provide for a fifteen minute rest
period during each four (4) hour work period.
22.2 Employees who do not take a rest period due to work conditions or by
personal choice may not lengthen lunch periods, cover an employee's late arrival or
early departure, nor may it be regarded as cumulative if it is not taken.
22.3 Employee lunch periods are not compensated by the City and therefore
may not cover an employee's rest period, late arrival or early departure.
Tentatively Agreed to on
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ARTICLE 23
LINE OF DUTY INJURIES
23.1 Workers' Compensation Medical and Indemnity Benefits. To the
extent required by, and subject to the limitations specified in, Chapter 440, Florida
Statutes, the City will provide workers' compensation indemnity benefits to any
bargaining unit member who sustains a compensable line of duty injury or illness as
provided by the Workers' Compensation Law of the State of Florida.
23.2 Supplemental Salary
23.2(a) Any bargaining unit member who is disabled as a result of an
accident, injury or illness covered by Chapter 440, Florida Statutes, will be granted
supplementary salary, subject to the terms and conditions set forth below.
Supplemental salary will be paid in the form of a continuation of the bargaining unit
member's regular paycheck as provided by Resolution No. 39802. This check will
include those indemnity payments provided for under the Workers' Compensation
Law.
23.2(b) Full-time Civil Service -employees who have -permanent status with the _- -
City as of September 30, 1981 shall receive supplementary pay which, when added to
the workers' compensation benefits shall not exceed 100% of the employee's weekly
pay prior to the line of duty injury, accident, or occupational disease for the period of
entitlement to full supplementary pay.
Tentatively Agreed to on �`1116 /?�
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All other employees and Civil Service employees hired subsequent to September 30,
1981, shall be eligible for supplementary pay and workers' compensation pay to the
extent that the total of such benefits shall not exceed eighty (80) percent of the
employee's weekly pay prior to the line of duty injury, accident, or occupational
disease. This benefit shall take effect only after the employee has been disabled for
a period in excess of seven (7) calendar days.
23.2(c) Unless extended as provided below, supplementary salary will be
granted for a period not to exceed 150 consecutive days from the date of covered
accident, injury or illness. Such supplementary salary may be extended up to an
additional 60 consecutive days upon approval of the City Manager or his designee.
The 150 days begin when the bargaining unit member is actually placed on "D". If
the bargaining unit member is removed from "D," the non "D" time will not apply to
the 150 days period.
23.2(4) If an employee remains temporarily disabled beyond the period of time
in which he is entitled to collect supplementary pay benefits, he/she shall be entitled
- ---to 2/3 "D" pay for the additional -period -of his/her -temporary -disability -pursuant to
current practices.
23.2(e) If an employee becomes permanently and totally incapacitated from
the further performance of the duties of his/her classified position he/she shall
petition the retirement board for retirement.
e4
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The 2/3 "D" pay as described above shall be carried by the department until the
retirement is granted or denied.
23.20 At any time during his/her absence from duty claimed to be the result
of a line of duty injury while an employee is collecting City supplementary pay, the
employee shall be required, upon the request of the City Manager, or his/her designee,
to submit to a physical examination by a physician designated by the City Manager
within fifteen (15) days of the request. If such employee, without cause, as determined
by the City Manager, shall fail to submit to the examination at the time specified, all
City supplementary salary benefits will be terminated.
23.3 Deductions:
In the event a bargaining unit member receives supplementary salary
as referenced in this Article, the City will make payroll deductions under the
following terms and conditions:
Deductions required by law, "mandatory deductions," including, but not
limited to, social security, withholding and Medicare, will be made automatically to
the -supplemental -salary portion -only.----- -- - - - - - - -
All non -mandatory deductions including, but not limited to, a bargaining unit
member's pension contribution', medical, life and other insurance contributions, and
all other nonmandatory and voluntary deductions will be made by the City on the
The amount of the pension contribution shall be based on "earnable compensation" as defined by Miami Code
Section 40-191.
Tentatively Agreed to on ;4c - , "
For the City of Miami: For the Union �'
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bargaining unit member's behalf only to the extent that sufficient funds are then
available. The City will not make any non -mandatory and voluntary deductions if
the combined workers' compensation benefits and supplementary salary are
insufficient to cover the amount of the deduction(s). If there are not sufficient funds
available, the bargaining unit member will be responsible for making payments for
the non -mandatory and voluntary deductions directly to those providers and creditors
who would have otherwise been paid through the City's payroll deduction process.
The parties agree that this process is intended to provide the employee with
these paychecks without interruption of payroll and payroll deductions on a bi-weekly
basis. Should the employee notify the City by contacting Risk Management that
he/she does not want a combination of Workers' Compensation indemnity pay
included with the supplemental wage for the purposes of making regular deductions,
the Workers' Compensation check will be distributed separately through the third
party administrator and the City will only pay the supplemental wage minus
federally mandated deductions. i.e. withholding, social security and Medicare. All
other- non- mandatory _deductions, including pension, medical; -life and other- insurance
contributions and all other nonmandatory and voluntary deductions will not be made
and the bargaining unit member will be responsible for making all payments directly
to those providers and creditors who would have otherwise been paid through the
City's payroll deduction process.
Tentatively Agreed to on
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For any reason, should any calculations or deductions made based on the above
protocols result in the employee owing money to the City, Risk Management will
audit the employee's payroll process immediately upon the discovery of monies owed
to determine why such arrearages occurred. The findings will be immediately
brought to the attention of the employee and a resolution will be proffered and
arrangements will be made to rectify monies owed.
No supplementary pay will be paid to any bargaining unit employee whom is
injured or becomes ill while performing an act intended to injure or hurt one's self or
another.
23.4 Any condition or impairment of health suffered by employees in the
classification of Identification Technician and Property Specialist caused by Acquired
Immunity Deficiency Syndrome (AIDS), Hepatitis, Pulmonary Tuberculosis, or
Meningococcal Meningitis shall be presumed to have been accidental and to have
been suffered in the line of duty unless the contrary be shown by satisfactory
evidence. Employees either currently in the classification or promoted or hired into
the -classification of Identification Technician and -Property--Specialist who refuses to -
take a medical examination and all of its components relating to the presumptions
within this article, shall not be entitled to the presumption outlined in this section
and Florida Statutes 112.18.
The presumption in favor of employees referred to in this section shall not
apply to any other contagious diseases which may be contracted by employees.
Tentatively Agreed to on
r �1
c t
e '\
For the City of Miami: For the Union ��
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Furthermore, the presumption shall only be applicable to worker's compensation and
disability pension benefit determinations. Nothing in this section shall be construed
as a waiver of the City's rights under applicable state law.
23.5 Nothing in this Article shall be construed as a waiver of the City's rights
under applicable State law.
23.6 Employees may utilize available leave balances in combination with
medical hold provided that they report their intention to use their leave in accordance
with the standard reporting protocols in their respective departments.
Tentatively Agreed to on — c l
1-%r— �
For the City of Miami: For the Union
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ARTICLE 24
WAGES
24.1 Effective October 1 2017 em to Tees shall receive a 3% across the
across the board wag e increase. In addition to the fore oin6 increases. effective
Vi
9% wane red
increase on October 1. 2017). jal,a^ 7 onYj
�u�x , IJpan ratification a new step
schedules will be implemented for bargaining unit members as set forth in the
attached A -pp endiiE Appendices. Under the Prew step schedules, each step increase will
be worth five percent (5%) to the base. In-- -
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he elesest step that is Rat
Tentatively Agreed to on
For the City of Miami: For the Union
7
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Tentatively Agreed to on
For the City of Miami: For the Union
THIS DOCUMENT IS A SUBSTITUTION TO
ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT
END OF THIS DOCUMENT.
i
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rgaining unit
members will continue to be eligible for step increases upon a satisfactory evaluation
in accordance with Article 19.1 and in accordance with the time delineated in Article
24.4, below. Ne later- th
pleyee who
Tentatively Agreed to on ?— 3 i ” G),� o
For the City of Miami: For the Union
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Tentatively Agreed to on ?— 3 i ” G),� o
For the City of Miami: For the Union
THIS DOCUMENT IS A SUBSTITUTION TO
ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT
END OF THIS DOCUMENT.
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Before a permanent bargaining unit member is laid off, the employee shall
have the opportunity to fill any position held by a temporary employee, provided the
bargaining unit member meets the minimum requirements set forth in the job
description. In such cases, the temporary employee shall be displaced.
R€ ;°'p. -t `bBargainin unit employees hired on or after
October 1, 1998 may be laid off in accordance with Civil Service Rules and
Regulations and/or applicable City policies.
Tentatively Agreed to on
For the City of Miami: For the Union
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ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT
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E
24.2 All changes in salary for reasons of promotion, demotion, or working
out of class, shall be effective the first day of the payroll period following the effective
date of the change_
Employees hired into a classified Civil Service position shall have their date of
hire changed to reflect their commencement as a classified Civil Service position and
shall satisfactorily serve a probationary period of one (1) year commencing with the
date of entry into a permanently budgeted classification and prior to gaining
permanent status in the classified service.
24.3 A night shift differential of $.60 per hour will be paid to bargaining
unit employees who work a regular established shift between the hours of 6:00 p.m.
and 8:00 a.m. However, more than one-half of the hotus of the regular established
shift must be within the hours of 6:00 p.m. and 8:00 a.m. Night shift differential will
only be paid for hours actually worked during the night shift differential period and
will not be paid for any overtime hours. Night shift differential shall not be used in
calculating average earnings for pension purposes.
24.4 Bargaining unit members shall become eligible for a five percent (5%)
one (1) step increase upon a satisfactory evaluation in accordance with 19.1 according
to the table below:
Step 2 5% after one (1) year at Step 1
Step 3 5% after one (1) year at Step 2
Step 4 5% after one (1) year at Step 3
Tentatively Agreed to on 7 !� k_a l
For the City of Miami; r' d For the Union
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Step 5
5% after one (1) year at Step 4
Step 6
5% after one (1) year at Step 5
Step 7
5% after one (1) year at Step 6
Step 8
5% after one (1) year at Step 7
Step 9
5% after two (2) years at Step 8
Step 10
5% after two (2) years at Step 9
Step 11
5% after two (2) years at Step 10
Step 12
5% after two (2) years at Step 11
Step 13
5% after two (2) years at Step 12
Step 14
5% after two (2) years at Step 13
Std
5% after, two (2) years at Step 14
24.5
0
-
Bargaining unit employees
shall satisfactorily zily serve a probationary
period of one year prior to gaining permanent
status in the classified service.
Any bargaining unit employee,
upon normal retirement from City service, or
separating under honorable conditions,
who has served for a period of twenty-five (25)
years or more, shall be granted, at the time of his normal retirement or honorable
separation one hundred seventy-three and three tenths (173.3) hours of pay.
Tentatively Agreed to on
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ARTICLE 25
PAY SUPPLEMENTS
25.1 Employees shall receive no additional pay supplements except as are
specifically provided by this Agreement. Any pay supplements/tool allowance
provided by this Agreement shall not be used in calculating average earnings for
pension purposes or included in a bargaining unit member's base rate of pay for
purposes of payoff of sick leave or vacation upon separation or retirement from the
City.
25.2 Only those employees holding permanent status within the occupation
of Heavy Equipment Mechanic within the City, and Heayy Equipment Mechanic
Supervisor in GSA, shall receive a seven and one-half percent (7%2%) pay supplement
added to their base rate of pay should they be continually assigned to on-call rotation.
Said pay supplement shall be deemed to fully satisfy any on-call pay obligation which
might be construed to exist under the Fair Labor Standards Act.
25.3 Those employees within the occupation of Emergency Dispatcher who
- are actively assigned the duty - of training--new-Emergency-Dispatchers - shall be
entitled to receive a five percent (5%) per pay period pay supplement for the actual
full pay period they are assigned in a training capacity by their supervisor.
Should the City feel the need to have an audit performed for the
purpose of determining whether a separate training occupation is desirable, the City
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may discontinue this plus item and assign said duties to the person or persons holding
said Communications Operator Trainer classification.
25.4 All Police Emergency Dispatchers, Emergency Dispatcher Supervisor,
Police and Emergency Dispatch Assistants assigned to Police Communications shall
receive a five percent (5%) pay supplement if the employee holds and maintains the
Quality Assurance Proficiency (QAP) rating in accordance with Police Standards
after a period of three (3) months.
25.5 All Fire Emergency Dispatchers, Emergency Dispatcher Supervisor,
Medical/Fire and the Communications Center Supervisor, Medical/Fire assigned to
Fire Communications shall receive a five percent (5%) pay supplement if the
employee holds the National Academy of Emergency Medical Dispatcher (NAEMD)
certification in accordance with the Fire Department standards.
25.6 All employees specified above shall receive the QAP or NAEMD pay
upon ratification of the contract as set out above. Should any employee specified
above fail to maintain his/her QAP rating or the NAEMD certification, the
supplementary pay shall cease. Upon re -qualifying for -the QAP rating and thereafter - -
maintaining the QAP rating for a period of three (3) months, the employee shall again
receive the QAP pay.
Upon re -qualifying and thereafter maintaining the NAEMD
certification, the employee shall again receive the NAEMD pay. In no instance shall
Tentatively Agreed to on
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any individual receive both QAP and NAEMD pay supplements as specified herein
at the same time.
25.7 Fire Garage Mechanics and Supervisors who obtain Emergency
Vehicle Technicians certificates, shall receive a one percent (1%) pay supplement for
every two (2) licenses that mechanics and supervisors obtain and maintain, up to a
maximum of five percent (5%) for holding a minimum of ten (10) approved licenses.
All Department of General Services Administration fleet employees and
supervisors who obtain Automotive Service Excellence (ASE) certification, shall
receive a one percent (1%) pay supplement for every two (2) licenses obtained and
maintained, up to a maximum of five percent (5%) for holding a minimum of ten (10)
of the following licenses:
Automobile Series
Al: Engine Repair
A2: Automotive Transmission Transaxle
A3: Manual Drive Train and Axles
A4: Suspension and Steering
A5: Brakes
A6: Electrical/Electronic Systems
A7: Heating and Air Conditioning
A8= Engine Performance
Medium/Heavy Truck Series
T1: Gasoline Engines
T2: Diesel Engines
T3: Drive Train
Tentatively Agreed to on
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T4: Brakes
T5= Suspension and Steering
T6: Electrical/Electronic Systems
TT Heating, Ventilation & A/C
T8: Preventive Maintenance Inspection
Truck Equipment Installation and Repair Series
E1= Truck Equipment Installation and Repair Specialist
E2: Electrical/Electronic Systems Installation and Repair
E3: Auxiliary Power Systems Installation and Repair
Advanced Level Series
L1= Automobile Advanced Engine Performance Specialist
L2: Med/Hvy Vehicle Electronic Diesel Engine Diagnosis Specialist
25.8 Latent Print Examiners and Latent Print Examiner Supervisors who
are certified by the International Association of Identification as latent print
examiners shall receive a 5% pay supplement.
Tentatively Agreed to on �S
For the City of Miami: For the Union
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ARTICLE 26
SALARY BASIS/EXEMPT
26.1 Those classifications listed in Appendix A with a salary basis/exempt
designation are considered salaried employees and exempt from coverage under the
Fair Labor Standards Act which precludes eligibility for overtime.
26.2 Salary basis/exempt employees are expected to work a pay rate equal
to eighty (80) hours per pay period plus any additional time over and above the
normal eighty (80) hour pay period that is needed to properly perform the duties of
the position. Use of vacation and sick leave are to be properly recorded when used.
Personal Time Off (PTO) shall be granted consistent with Administrative Policy 1-
06. Time worked in excess of the normal eighty (80) hour pay period shall not be
compensated nor credited in any way. However, when time is taken off under this
provision, it is required that such time taken be recorded as PTO.
26.3 Requests for time off by salary/exempt employees shall be considered
on an individual basis consistent with the needs of the City and the performance
record of the employee, and approval shall not be unreasonably withheld.
26.4 PTO leave shall not be utilized in units of more than one (1) week
unless authorized by the City Manager.
Tentatively Agreed to on
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ARTICLE 27
OVERTIME/COMPENSATORY TIME
27.1 All authorized hours worked in excess of an eligible employee's normal
work week shall be considered overtime work. Non-exempt/hourly employees shall
not perform any work prior to their normal work hours, during their lunch hour, or
after their normal work hours unless specifically authorized by a management
supervisor.
27.2 Non-exempt/hourly employees performing compensable overtime work
shall, at their discretion, be paid time and one-half (11/2) at their regular hourly rate
of pay or shall be given scheduled compensatory time off at the rate of time and one-
half for such work. Compensatory time off shall be taken in not less than fifteen (15)
minute increments. This overtime rate shall be all inclusive and no additional
overtime pay shall be paid to those employees working a holiday.
27.3 The maximum accumulation of compensatory time hours is one
hundred fifty (400 hours. If an employee takes compensatory time off, the hours
- in his/her bank shall be appropriately reduced by such time -off. -If an employee leaves --
the service of the City and cashes in his/her compensatory leave bank, the hours
therein shall be valuated on the basis of the employee's regular rate of pay. The rate
of pay shall not be less than the higher of the employee's final regular rate of pay or
the average regular rate of pay during the last three (3) years of employment.
Tentatively Agreed to on
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27.4 Employees covered by this Agreement who are appointed to job
basis/exempt classifications and who have compensatory time banked, shall at time
of such appointment be paid for all compensatory time at their rate of pay prior to
such appointment.
27.5 Overtime will be distributed as equally as practical to the best ability
of the Supervisor in charge among the employees within a division of the City, who
have completed their probationary period (with the exception of Emergency
Dispatchers, Emergency Dispatch Assistants Emergency Dispatch Supervisors and
Call Takers who shall be eli 'ble for overtime des ite being in Probationary status),
by shift and classifications, according to seniority within the classification. A new
overtime list by classification will be posted every two pay periods as a guide for such
distribution. The remedy for the failure to offer overtime shall be that the employee
shall be offered an equal or comparable amount of overtime at the next opportunity.
27.6 The overtime list by classification will be made up of all employees in
that classification. If an employee refuses overtime, is sick, on vacation or on an
excused absence the City will move to the next employee -in -line -on -the --overtime list.
For call-back overtime, if the employee does not answer his/her phone the City will
move to the next employee in line on the overtime list. This provision is not to be
interpreted as meaning the employee is not subject to call-back while on vacation or
excused absence.
Tentatively Agreed to on
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27.7 As each overtime opportunity arises the City will move through the
overtime list until it has offered the last employee on the list an overtime opportunity.
Thereafter, the City will move to the top of the list and begin with the most senior
employee on the overtime list.
27.8 The provisions of this Article do not restrict the City's right to mandate
employees to work overtime. In the event the City must order overtime work within
a unit or area of assignment, the most junior employees of the affected classification
will be ordered first to work the required overtime.
27.9 If this method results in obviously inequitable distribution of overtime,
the Director of Human Resources or designee and the UNION President will work
out a method of correcting such inequity.
Tentatively Agreed to on
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ARTICLE 28
GROUP INSURANCE
28.1 Summary Plan Document
The City and the UNION agree that the Summary Plan Document (SPD)
(entitled City of Miami Life and Health Benefits) shall be immediately updated to
reflect descriptions of the current benefit. Plan design and all plan benefits shall be
those outlined within the updated version of the employees benefits handbook and
shall not be changed without mutual agreement of the City and the UNION. The
updated and finalized SPD shall be provided to the City's Plan Administrator (TPA)
and the TPA will administer the Plan benefits in accordance with the definitions and
other language agreed to and contained in the SPD.
Life and Accidental Death and Dismemberment (AD&D)
The City agrees to pay $8.08 per all eligible bargaining unit member per pay
period to the UNION to provide life insurance coverage in the amount of $540,000.00
and AD&D coverage in the amount of $8070,000. The UNION has secured a multi-
year rate guarantee from the provider, -Reliance -Standard Alutua4 of Om -aha. -The -
UNION agrees to continue to secure life insurance and accidental death and
dismemberment coverage for all the eligible bargaining unit members throughout the
term of this contract and agrees to provide policy and rate documentation to the City
at the City's request.
Medical/Vision:
Tentatively Agreed to on
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The City currently offers medical, dental and vision benefit plans through a
self-funded plan in which all bargaining unit members, upon obtaining eligibility,
may enroll, to wit:
Medical/Vision Cigna Network
Dual Choice/POS Cigna Network
Dental
NAM
DHMO-Cigna/DPPO-Guardian
Cigna Health Care
It is agreed between the parties that as of January 1, 2015, the City's medical
plan will consist of a four tier program:
Single coverage
Single coverage + spouse
Single Coverage + children
Single coverage + Family (spouse and children)
It is agreed that medical premium rates for all tiers may be adjusted annually
upon the City's calculation of the premium for medical benefits. Premium rates will
-- — — - be calculated by a -certified actuary based on the City's -eligibility list and experience
and the information will be provided to the UNION, in order to validate any increase
or decrease in theoretical premium.
As of January 1, 2018 2015, (the beginning of the next Plan year) any increases
or decreases in the cost of the City's health plan shall be shared by current active
employees on the following basis for all medical plans:
Tentatively Agreed eed to on C;�
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Plan Year 2018 291: Dual Choice/POS (Cost of coverage shown biweekly)
Single
$40.55
Single + spouse $89.21
Single + Children $75.01
Family
$115.56
Plan Year 2018 2015: Point of Service Plan
Co -Pays:
Primary Care Physician: $25.00 per visit
Specialists from within POS Network: $40.00 per visit
As there are frequent and rapid changes in health care costs, it is
understood and agreed between the parties that any changes in contribution amounts
will be made based on the annual calculation of theoretical premium. It is agreed that
should actual operating claims and administrative costs, and reserve costs increase
at a rate higher than the projections used to establish the employee contributions
above (projection used is 10% increase in total premium each year), then those
- - employee contributions --shall be adjusted to reflect the increase and -shall be -effective-
at
ffective
at the beginning of the Health Plan Year. Likewise, should the theoretical premium
cost decrease more than the projections used to establish the employee contributions
stated above, those employee contributions will be lowered to reflect the overall
theoretical premium decrease. In any given plan year, projections used to establish
any increase in contributions from the employee shall be capped at 15%.
Tentatively Agreed to on
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Prescription Drug Coverage
The City currently offers a prescription drug benefit plan for those bargaining
unit members enrolled in POS plans. It is a self-funded plan administered by Cigna
Health Care and consists of the current benefit:
Cigna Pharmacy Retail Drug Plan;
$15 per 30 day supply for generic drugs
$40 per 30 day supply for preferred brand name drugs
$60 per 30 day supply for non -preferred brand name drugs
50% of drug cost per 30 day supply for self-administered
Injectables (e.g. injectables drugs used to treat rheumatoid
arthritis, hepatitis C, multiple sclerosis, asthma).
Cigna Tel Drug Mail Order Drug Program:
$0 (no charge) per 90 day supply for generic drugs
$80 per 90 day supply for preferred brand name drugs
- - - - - - - - - -
$120 -per -90 day -supply for non -preferred brand name -
drugs
50% of drug cost per 90 day supply for self-administered
Injectables (e.g. injectables drugs used to treat rheumatoid
arthritis, hepatitis C, multiple sclerosis, asthma).
Tentatively Agreed to on
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ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT
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Since prescription drug costs are a major component of the health plan
and are subject to significant annual cost increases, the City and the UNION agree
to evaluate and measure pharmacy benefit total costs and evaluate best practice
strategies to manage the pharmacy benefit.
Any changes in the pharmacy benefit shall be mutually agreed to by the City and the
UNION.
Dental:
Dental premium rates may be adjusted annually upon the City receiving
notice from the dental providers. Employees will be notified of the adjustments in
the dental rates during open enrollment. In accordance with current practice, when
employees choose to be covered under the City's dental plan, the employee will
continue to pay the dental premium.
Employee contributions: In accordance with the City's Cafeteria Plan
group health premiums will be paid by the bargaining unit employee with pre-tax
dollars.
Health Committee - - - - - - - - - - - - - - - - - - - - -
It is agreed that a standing committee will be created called the Health
Insurance Committee. It shall be made up of six (6) City of Miami Employees, one
member appointed by the IAFF, one member appointed by AFSCME, Local 1907, one
member appointed by AFSCME, Local 871, two members appointed by the City
Manager and one picked by mutual agreement of the Unions and City Manager. The
Tentatively Agreed to on —c � 7,? � —, =')-`�,'I�
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Group Benefits Coordinator shall serve as a technical advisor to the committee, but
will not be a member nor have a vote.
Based on this commitment and in collaboration with labor and
management, this Committee will work during the term of this contract to identify
ways to strengthen and improve our health plan. This will include, but is not limited
to:
Obtain timely, accurate, and transparent reporting, with full disclosure,
of all costs from our vendors.
Identify plan vendor administrative improvements and efficiencies that
can have a significant impact on reducing health expenditures and to ensure that our
health plan vendors are delivering maximum administrative savings.
Educate employees on better understanding and use of their health plan.
Identify the impact of health improvement and disease management
initiatives to decrease overall medical and drug costs.
Identify members who would benefit from health improvement
— - initiatives and institute programs to improve- member's health.-
Evaluate
ealth
Evaluate and measure our pharmacy benefit total costs and fully assess
the costs from our pharmacy benefit manager (PBM) vendor.
Identify proven strategies to more effectively provide prescription
benefits, and obtain vendor (PBM) administrative savings to successfully manage
this important benefit.
Tentatively Agreed to on �4:
For the City of Miami: For the Union ��"�
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Make recommendations to the City Manager to reduce health
expenditures while maintaining a quality health plan at an affordable cost and which
improves the health of employees and dependents.
Review employee complaints and remedy situations concerning claims so
long as the decision does not change or impact current benefits. This is intended to
reduce the need for the grievance procedure; however, the bargaining unit member
does not waive his/her right to file a grievance should the committee's remedy is not
satisfactory to the employee.
Review and update the Summary Plan Description (currently titled City
of Miami Life and Health Benefits).
Any and all other health care and wellness issues identified by the
Committee as promoting initiatives to improve the health of employees and
dependents while maintaining a quality health plan.
The Committee shall meet monthly or as soon as practicable to commence
initiatives outlined above.
-Insurance Deductions b�Payroll - - - - -
28.2 The City shall continue to make available to the UNION a payroll
deduction slot to purchase local UNION sponsored insurance programs.
Upon receipt of appropriate authorization from employees, the City will
make the designated deductions and forward monies to the UNION. The City shall
deduct from that remittance an amount for the cost of these deductions. The amount
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will be calculated at two cents (2¢) for each employee deduction, each payroll period,
and ten cents (10¢) for each addition, deletion, or modification to the individual
deduction. The UNION shall indemnify and hold the City, its officers, officials,
agents and employees harmless against any claim, demand, suit or liability and for
all legal costs arising from any action taken or not taken by the City, its officials,
agents and employees in executing this activity. The Director of Human Resources
or designee will advise the UNION of the deduction procedures that will be followed
J the implementation and administration of this activity.
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ARTICLE 29
UNIFORMS AND SAFETY SHOES
29.1 In those classifications where the employer requires that the employee
wear safety shoes, the City shall, effective the first full pay period following
ratification of the labor agreement, issue an allowance in the amount of One Hundred
and Twenty-FiSeventy-Five Dollars ($1 75.00) for the purchase of an initial pair
of safety shoes.
29.2 When, due to wear and tear or accidental job destruction, a
replacement pair of shoes is required, the City will grant up to an additional One
Hundred and Tweet ,-Fi Seventy -Five Dollars ($1275.00) for the purchase of
another pair of safety shoes.
This additional One Hundred and Twenty-FiSeventy-Five Dollars
($1-275.00) shall only be provided when the worn out or damaged pair of shoes is
turned into the Department. The Department Director, or designee, shall determine
when, in their judgment, a pair of safety shoes shall be issued on the basis of need
and not on an automatic basis.- Management reserves -the right to -provide safety
shoes directly to the employee in lieu of the approval provisions.
29.3 Employees in those classifications required to wear safety shoes shall
be subject to the loss of a day's pay for each day that the employee reports to work
not wearing the required safety shoes. Action under this section shall not be grievable
under the Grievance Procedure or appealable to the Civil Service Board.
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If a medical waiver is obtained stating that the employee is unable to wear safety
shoes, then the penalty stated above is not applicable.
29.4 Safety shoes shall not be worn by the employee when the employee is
off duty.
29.5 Employees shall be advised of shoe models which conform to City
standards. The shoe allowance authorized by this Article shall only be paid where an
employee purchases a pair of safety shoes whose quality is certified as acceptable by
Management.
29.6 City furnished equipment where required by the employer will be
replaced when worn out or damaged only if the employee returns the worn out or
damaged equipment to the Department. This includes, but is not limited to, gloves,
boots, inclement weather gear and other equipment. A bargaining unit employee
shall reimburse the City for the repair or current replacement cost of lost, stolen, or
damaged City equipment when the employee's carelessness and/or negligence results
in the loss, theft, or damage of the equipment.
29.7 Mechanics covered unde-r this contract shall -be providedwithsafety -
eyewear. Those bargaining unit members requiring prescription safety eyewear due
to their inability of wearing regular safety eyewear will be provided prescription
safety eyewear. The bargaining unit member is responsible for obtaining the
prescription at no cost to the City.
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29.8 The City shall provide a minimum of five (5) uniforms (including shirts
and pants) per year to any classifications required to wear uniforms
29.9 The City will provide laundry services for uniforms worn by Mechanics
classifications.
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ARTICLE 30
TOOL ALLOWANCE
30.1 The City agrees to pay a quarterly tool allowance for Automotive
Mechanic, Heavy Equipment Mechanics, Welders, and Auto Body Worker/Painter in
the amount of One Hundred ($100.00) dollars quarterly. Such tool allowance will be
paid to the employee within the first fifteen (15) days after the close of the quarter.
30.2 Mechanics' tools, which are stolen due to vandalism or forced entry
upon the employer's property, will be replaced upon proof of a police report and an
itemized list of the tools stolen.
30.3 The Department Director or his designee shall have the sole right to
develop or redevelop a basic minimum tool list which employees must have to be hired
in the various trades' classifications. The Department Director may grant a
reasonable length of time for any employee to acquire additional tools to meet the
basic minimum tool allowance inventory. Employees who fail to meet the basic
minimum tool list inventory shall not receive a tool allowance. Tools may not be
loaned to meet -the -basic inventory tool list. - — — - — - - - - -
30.4 The Department Director, or his designee, shall provide a required
minimum list of tools for Automobile Mechanic & Motorcycle Mechanic, Heavy
Equipment Mechanic, Maintenance Mechanic, Auto Body & Painter, Welder,
Machinist, Mason, Carpenter, Electrician, Lineman, Plumber, Painter, A.C.
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Mechanic, Sign Painter, Communication Technician, or any other classification not
listed that the Department Director may feel is necessary to add.
30.5 The affected employees within the above -listed classifications shall
submit an inventory of all their personal tools, including the make and model of each
tool to their immediate supervisor outside the bargaining unit who will verify the list.
The employee will maintain a copy of said inventory list, and a copy will be filed with
the Department Director or designee. This list shall be periodically checked and
updated. The City shall replace broken, stolen, and worn out tools upon request and
confirmation that the broken, stolen, or worn out tool was on the recorded inventory.
This replacement policy does not apply to the classifications receiving the quarterly
tool allowance as provided under this Article. Submission of the inventory list of tools
in excess of the basic minimum tool list shall be completed within sixty (60) days after
ratification of this Agreement.
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ARTICLE 31
TUITION REIMBURSEMENT
31.1 It is agreed between the parties that the tuition reimbursement
program is designed to encourage City employees to improve their job performance
and increase their value to the City by pursuing courses of study related to their job
duties at accredited educational institutions. The policy governing the tuition
reimbursement program is intended to be flexible, with broad discretion for approval
reserved to the Department Director and the City Manager so as to insure on-the-job
effectiveness of City employees. Tuition reimbursement shall not be subject to
budgetary constraints.
31.2 Any full-time, permanent City employee shall be eligible to participate
in the Tuition Reimbursement Program.
31.3 All course work must be taken at or from an accredited college,
university or educational institution approved by the City Manager or the
Department of Human Resources designee. Course work taken under provisions of
- - this Article must be directly related to the employee's -job duties. --Class attendance
will be on the employee's own time unless otherwise noted in the course
announcement and authorized by the City Manager or the Department of Human
Resources designee.
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31.4 Effective upon ratification, reimbursement will be limited to books, lab
fees, and tuition costs up to a maximum of $4,000.00 per calendar year.
31.5 To be eligible for reimbursement, the employee must successfully
complete the course work and provide evidence of successful completion to the City.
Successful completion must be evidenced by a grade of "C" or better.
31.6 Procedures for reimbursement will be as follows:
A. The employee must obtain three (3) copies of the Application for
Tuition Reimbursement form for each course from their
department or the Human Resources Department.
B. The employee must complete the application in triplicate and
submit it to his/her Department Director prior to registration at
the education institution.
C. The Department Director will then review the application and
if approved forward the original and one copy to the Human
Resources Department. If the application is not approved, it is
- - - - - -then returned to the -employee by the Department Director.
D. The Human Resources Department has the authority to
approve or not approve the application, and applications not
approved will be returned to the Department Director with the
reason for rejection noted thereon.
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31.7 In the event the employee resigns or is terminated from the City within
one (1) year following completion of the course(s) for which City funds have been
expended, the amount of tuition reimbursement paid to the employee will be
reimbursed to the City by the employee upon his/her termination from the City
through a deduction from his/her final paycheck.
31.8 Upon completion of the course work, the employee must submit his/her
semester grade report together with the tuition fee receipt to his/her Department
Director. The Department Director will submit the approved application for tuition
reimbursement along with the employee's semester grade report to the Finance
Department who shall then reimburse the employee for the City's share of the tuition
reimbursement. The employee's Department Director will advise the Human
Resources Department of the employee's satisfactory completion of the course.
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ARTICLE 32
CALL BACK PAY
32.1 Any bargaining unit member eligible for overtime shall, if recalled to
duty during off-duty hours, receive a minimum of three (3) hours plus one (1) hour
travel time, paid at the overtime rate. The parties agree that call-back hours shall
not be used in the computation of arriving at average earnings for purposes of
establishing pension benefits.
32.2 It is not the intent of this Article or any other Article of this Agreement
to provide pay for a bargaining unit member out on ill time or workers compensation
to receive call-back pay, overtime pay or straight time pay for taking the required
physical before said employee may be released to return to work.
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ARTICLE 33
JURY DUTY/COURT APPEARANCE
33.1 Employees serving on jury duty shall be carried "JD" (Jury Duty) for
actual working time lost when called to serve on jury duty. Such employees shall be
paid at their regular hourly rate for all working time lost up to forty (40) hours per
week. Employees who work `a regular shift between the hours of 1100 p.m. and 7:00
a.m. and who are summoned to jury duty the day preceding their regular shift, shall
be carried on leave of absence with pay for their regular shift. All employees released
early from jury duty shall report back to work during their regular work schedule or
shall forfeit the City compensation for Jury Duty for all hours they are absent.
33.2 In consideration of receiving their regular pay, employees called to
serve on Jury Duty shall promptly notify their supervisor of the call to Jury Duty.
The supervisor shall make a copy of the summons to Jury Duty and forward said copy
with the payroll sheets for the week in which the employee is on Jury Duty.
Employees who serve as jurors for Federal Court shall have deducted
- - from their paycheck a jury duty fee equal to that compensation -paid to the employee
by the Federal Court in his/her jurisdiction per day in the payroll period following the
week in which the employee was on Jury Duty.
Employees who serve as jurors for State and County Court shall not
have Jury Duty fees deducted for the first three (3) days of juror service. Employees
who serve more than three (3) days of Jury Duty shall have deducted from their
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paycheck a Jury Duty fee equal to that compensation paid to the employee by the
State or County Court in his jurisdiction.
Any changes by the Courts in the above fees shall be reflected in the
employee's paycheck as they occur.
Where Courts provide free parking for jurists, employees will not be
reimbursed for any parking receipts submitted while attending such courts.
33.3 Attendance in court in response to legal order or subpoena to appear
and testify in private litigation not in connection with an employee's official duty, but
rather as an individual, shall be taken as vacation, compensatory leave, or leave of
absence without pay.
33.4 When requests for appearances before the Civil Service Board require
witnesses, the Civil Service Office shall require that said requests delineate who are
character witnesses and who are witnesses testifying as to the incident at hand.
Should the number of character witnesses exceed two (2) then a statement from those
additional character witnesses shall be submitted to the Civil Service Board
— - stipulating to the character of the -employee on appeal before the Civil -Service Board.
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ARTICLE 34
COMMENDATION PAID LEAVE
34.1 A department director, upon approval by the City Manager, or
designee, may grant up to forty (40) hours of paid leave to any employee whose job
performance is of such exemplary or heroic nature as to warrant this special
consideration. This Article shall not be subject to the grievance procedure or
arbitration.
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ARTICLE 35
I VA
35.1 The City agrees to provide non -assigned parking space for all
bargaining unit employees who drive their personal automobiles to work. This
parking space will be at no cost to the employee while the employee is on duty. The
City will not assume the cost of parking for those employees who may not desire to
use the parking space provided by the City. Any questions with regard to employee
parking shall be reviewed and a determination made by the Department of Human
Resources designee and shall be final and binding.
35.2 The UNION President will meet and confer with the Department of
Human Resources designee on parking concerns should the need arise and the
Department of Human Resources designee will attempt to resolve said concerns
consistent with budgetary constraints.
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ARTICLE 36
BLOOD DONORS
36.1 Employees who volunteer as blood donors to contribute to on-site City
supported Blood Donor Organizations as approved by the Department of Human
Resources designee will be authorized the paid absence necessary to accomplish this
purpose. The Blood Donor Organization's personnel will determine what amount of
time the donor will need from the point of donation until they are released to go back
to work.
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ARTICLE 37
VACATION
37.1 Vacations shall be taken by the last payroll period of the calendar year
in which the vacation was credited. Effective upon ratification of the labor agreement,
employees shall be allowed to carryover five hundred (500) hours of the previous
year's credited vacation. Any excess vacation over the five hundred (500) hours
allowed carryover shall be forfeited after January ls� and no exceptions to the
maximum carryover allowance shall be permitted absent the express written
approval of the City Manager. Bargaining unit members with unused accrued
vacations hours in excess of two hundred (200) hours as of September 30, 2010, shall
have those hours in excess of two hundred (200) grandfathered, and those employees
with grandfathered hours over two hundred (200) hours shall be allowed to carryover
up to a maximum of those hoursin addition er to a the maximum of five hundred
500) hours, whiehe
year to year. Employees who have been
carried on full disability the entire previous year shall be paid for all excess vacation
over five hundred (500) hours at the rate of_pay the _employee _was earning at -the time
the employee was placed on full disability. If an employee is unable to take a
previously authorized vacation due to cancellation by the Department. Director or
designee, any hours in excess of the five hundred (500) hours which would have been
forfeited, shall be paid on or about January 1, at the employee's hourly rate of pay.
37.2 Vacation shall be accrued in accordance with the
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37.3 An employee's annual vacation accrual shall be reduced for leaves of
absence without pay and suspensions. The employee's annual vacation accrual shall
be reduced on a yearly basis in accordance with the following schedule:
Hours Without Pay Penalty
88 thru 176 Hours 1 month annual vacation accrual
177 thru 349 Hours 2 months annual vacation accrual
350 thru 522 Hours
523 thru 695 Hours
696 thru 868 Hours
869 thru 1041 Hours
1042 thru 1214 Hours
3 months annual vacation accrual
4 months annual vacation accrual
5 months annual vacation accrual
6 months annual vacation accrual
7 months annual vacation accrual
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1215 thru 1387 Hours
1388 thru 1560 Hours
1561 thru 1733 Hours
1734 thru 1906 Hours
1907 thru 2080 Hours
8 months annual vacation accrual
9 months annual vacation accrual
10 months annual vacation accrual
11 months annual vacation accrual
12 months annual vacation accrual
37.4 Vacation leave must be requested twenty-four (24) hours in advance of
use and shall be taken in increments of not less than one (1) hour. On those occasions
where more than one employee in a classification has simultaneously requested
vacation leave for the same period of time the leave shall be granted by classification
seniority. Vacation leave may be granted by the Department Director or designee on
an emergency basis. Should such request be denied, the employee may only appeal
such denial to the Director of Human Resources or designee. Upon an employee's
retirement or separation from City service, the employee will be paid for those
vacation hours credited and earned through the employee's separation date.
37.5 Vacation shall be calculated on actual service in the previous calendar
year and shall only be taken after the completion of six (6) months of actual
continuous service.
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ARTICLE 38
SECURITY OPERATIONS
38.1 The City and the UNION and its officers, agents and members
recognize there are assignments within the Miami Police Department where security
of information is an absolute necessity. Therefore, the Chief of Police at his sole
discretion may reject an employee to such assignment within the Miami Police
Department when the Chief has reason to believe that there is potential for the
Security of the Department to be compromised.
38.2 Upon request of the UNION President, the Department of Human
Resources designee will review such denial of assignment. Said review will be final
and the decision of the Department of Human Resources designee will be binding and
not subject to any appeal procedure.
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(PLEASE REFER TO THE 4/26/2012 MEMORANDUM OF UNDERSTANDING
FOR SECTION 39.11)
ARTICLE 39
SICK LEAVE
39.1 The parties agree that care and discretion shall be exercised by
Management and the UNION in order to prevent the abuse of sick leave privileges.
Absences on account of trivial indispositions must be discouraged. To determine the
extent or reasons for an employee's absence on sick leave, the employee's immediate
supervisor outside the bargaining unit or management designee may visit the home
of the employee on sick leave with pay. In cases where Management suspects that
an employee is malingering, sick leave with pay shall not be granted.
39.2 Permanent bargaining unit employees may accrue eight (8) hours sick
leave per month, provided that the employee is in pay status at least one hundred
twenty (120) hours per month to be utilized in not less than one (1) hour increments.
39.3 New hires will accrue sick leave in accordance with Section 39.2 above.
However, no sick leave with pay shall be granted during the employee's first ninety
(90) working days.
39.4 To receive sick leave with pay, a bargaining unit employee must take
steps to notify his/her immediate supervisor or the person designated by the
Department to receive such notice of illness within thirty (30) minutes of their
regularly scheduled time for work, excluding the Fire and Police Departments
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wherein departmental rules will apply. It shall be the bargaining unit member's
responsibility to notify the Department designee each day the employee will be out
ill within the time frames outlined above.
39.5 Bargaining unit members may be allowed to use accrued sick leave
when needed due to the serious injury or acute illness of any actual dependent
member of the employee's household. Said dependent member of the employee's
household shall be limited to the employee's immediate family. The immediate family
shall be defined as father, mother, sister, brother, husband, wife, domestic partner,
children, father-in-law, mother-in-law, grandparents, spouse's/domestic partner's
parents, grandparents, stepfather and/or stepmother.
39.6 In those instances where an employee has utilized all their sick leave,
they will be allowed to utilize vacation and/or compensatory leave for this purpose.
Employees will be required to provide a doctor's excuse in these instances.
39.7 Any employee absent on sick leave for more than three (3) consecutive
work days must report to the Department of Human Resources and obtain approval
before returning to work. The Department of Human Resources will have the City
designated physician prepare a list of those medical illnesses or injury that will
require the employee to be sent to the City doctor's office prior to being cleared to
return to work. Those medical conditions which are minor in nature and not on the
prescribed list will only require the employee to report to the Human Resources
Department for clearance to report to work.
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39.8 Bargaining unit employees who exercise normal retirement shall
receive a cash payment equal to one hundred percent (100%) of their unused
accumulated sick leave up to seven hundred and fifty (750) hours. Bargaining unit
members with accumulated sick leave balances over seven hundred and fifty (750)
hours as of September 30, 2010, will have their balances in excess of seven hundred
and fifty (750) hours grandfathered. Upon exercising normal retirement bargaining
unit members shall be paid for fifty (50%) of those unused grandfathered sick leave
hours in excess of seven hundred and fifty (750) hours in their bank.
39.9 Employees who terminate employment with the City under honorable
conditions shall receive a sick leave cash payout as follows:
More than 7, but less than 15 years of service 25% up to 750 hours, or up to a
maximum of their unused
grandfathered sick leave hours
J excess of seven hundred and
fifty (750) hours.
More than 15 years of service 50% up to 750 hours, or up to a
maximum of their unused
grandfathered sick leave hours
in excess of seven hundred and
- fifty (750) hours. -
39.10 Employees who are terminated shall not receive compensation for
unused sick leave upon separation of service or retirement.
39.11 A bargaining unit member's maximum sick leave carryover from
calendar year to calendar year shall not exceed seven hundred and fifty (750) hours
or the number of unused accumulated sick leave hours in excess of the seven hundred
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and fifty (750) hours grandfathered as of September 30, 2010, and any hours accrued
in excess of the maximum carryover in a given year are not permitted to be carried
over by the bargaining unit member. Bargaining unit members with unused
accumulated sick leave hours in excess of maximum carryover at the end of the year
shall be paid for one hundred percent (100%) of the unused portion of their
accumulated sick leave in excess of the maximum carryover.
39.12 Payoff for accumulated sick leave shall not be used to calculate
average earnings for pension purposes.
39.13 Employees with ten (10) or more years of service who are laid off under
honorable conditions may repurchase sick leave for which they were paid off at the
time of separation, subject to the following conditions:
1) They are rehired within twelve (12) months from the date of
their separation.
2) They remit to the City an amount equal to their hourly rate in
their rehired position multiplied by the number of hours of sick
leave -for which - they were previously paid. - This buy back
option must be exercised and paid for within thirty (30) days
from the date the employee returns to the employ of the City.
3) If the buyback option is properly exercised, the City will credit
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39.14 In recognition of those employees who display perfect attendance
in any one calendar year, the City will present the employee with a certificate of
appreciation. There will be an annual drawing of one hundred fifty (100-50)
employees by an individual selected by the Director of Human Resources or designee
and the UNION President from the pool of eligible employees with perfect
attendance. Each of the one hundred fifty (100-59) employees whose name is drawn
shall receive a one hundred dollar ($100) cash prize. In order to qualify for perfect
attendance recognition, the employee must not have utilized any sick leave, nor been
on disability, nor have been in any without pay status during the year.
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ARTICLE 40
TARDINESS
40.1 Tardiness is reporting for work in excess of five (5) minutes beyond the
scheduled starting time of the shift (or as provided in Police or Fire Department
rules). Approved prearranged time off shall not be considered an instance.
Unexcused absences resulting in tardiness shall be counted as an "instance." When
an employee reports to work within a period that is more than five (5) minutes after
his/her scheduled starting time, and provides an excuse that is acceptable in the sole
discretion of Management, which shall not be arbitrarily or capriciously applied, the
employee may elect to utilize vacation, compensatory time or sick leave. Election of
vacation, compensatory time or sick leave for an excused tardiness shall be taken in
fifteen (15) minute increments. An annual period shall be defined as a twelve (12)
month period beginning with the occurrence of the employee's first tardiness
instance.
Management may, in its discretion, allow an employee to utilize vacation,
compensatory time or sick leave for a tardiness even if the tardiness is unexcused.
40.2 Employees shall be disciplined for instances of tardiness in an annual
period in accordance with the following schedule=
Number of Tardy Instances
3rd instance in annual period
6th instance in annual period
10th instance in annual period
11th instance in annual period
Discipline
Written warning
Written reprimand
Three (3) day suspension
Fourteen (14) day
Suspension
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12th instance in annual period Dismissal
Disciplines issued pursuant to the schedule shall not be considered for purposes
of progressive discipline after the annual period expires.
40.3 Tardiness appeals shall only be appealable through the Grievance
Procedure Article as set forth in the Agreement. Exceptions to the above schedules
may be granted by the Director of Human Resources or designee, if the individual
circumstances warrant such action.
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ARTICLE 41
FAMILY MEDICAL LEAVE AND LEAVE WITHOUT PAY
41.1 Bargaining unit members may request a leave without pay in
accordance with the Family and Medical Leave Act of 1993, as amended. Such leave
is provided under the law for birth, adoption or foster care of a child and for a serious
health condition of the employee or the employee's spouse, child, parent or
grandparent, eligible deployment return from deployment rights or any other FMLA
eligible event. Employees taking leave under the Family and Medical Leave Act
(FMLA) shall be limited to a ninety (90) day FMLA leave, or twenty-six (26)
workweeks FMLA leave for the care of a covered service member, in a 12 -month
period. An extension of an additional ninety (90) day of leave without pay may be
granted upon request to the Director of Human Resources or designee as specified
under Section 41.3. Upon approval of such extension, the employee will be required
to pay the full premium amount for health insurance coverage.
41.2 Upon approval of the Department Director, with the approval of the
City Manager or the Director of Human Resources or designee, a leave without pay
may be granted, for the purpose of training or study calculated to improve the quality
of the employee's service to the City through course work directly related to the
employee's job for up to six (6) months. The request for leave without pay may be
extended for an additional six (6) months upon the approval of the Department
Director and approval of the City Manager or the Director of Human Resources or
Tentatively Agreed to on — "-n
For the City of Miami: For the Union IS"
THIS DOCUMENT IS A SUBSTITUTION TO
ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT
END OF THIS DOCUMENT.
designee. Any bargaining unit employee requesting said leave of absence shall be
required to submit evidence of registration upon entering each quarter/semester of
school.
41.3 Upon approval of the Department Director, with the approval of the
City Manager or the Director of Human Resources or designee, a leave without pay
may be granted, for an acceptable reason other than specified herein, for a period not
to exceed ninety (90) day calendar days. Approval for said leave of absence without
pay is at the sole discretion of the City Manager or Director of Human Resources or
designee and shall not be appealable to the Civil Service Board or the grievance
procedure.
41.4 Bargaining unit employees who desire to take a leave without pay for
any reason specified in this Article, excluding a serious health condition, must
exhaust their vacation and leave banks prior to taking a leave without pay. A request
for leave without pay for a serious health condition as provided under the Family and
Medical Leave Act shall require the bargaining unit employee to use all sick and
vacation banks prior to taking such leave. - The usage of such leave time will not
prohibit the employee from taking leave without pay as specified herein.
41.5 Bargaining unit employees who take a leave without pay for any
reasons specified in this Article shall not accrue leave time. At the expiration of a
leave of absence without pay, the bargaining unit employee shall be returned to the
same or similar position vacated when said leave of absence without pay was granted,
Tentatively Agreed to on
For the City of Miami: For the Union '��
THIS DOCUMENT IS A SUBSTITUTION TO
ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT
END OF THIS DOCUMENT.
in accordance with the provisions of the Family and Medical Leave Act. Leave of
absence without pay during the required probationary period of service shall extend
the probationary period the length of time used during the said leave of absence
without pay.
41.6 The acceptance of another position or engaging in other employment
by the bargaining unit employee while on a leave of absence without pay shall be
deemed a voluntary resignation from the service of the City of Miami.
Tentatively Agreed to on
For the City of Miami:9 For the Union �3 �-r
THIS DOCUMENT IS A SUBSTITUTION TO
ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT
END OF THIS DOCUMENT.
ARTICLE 42
LABORJMANAGEMENT PARTNERSHIP COMMITTEES
42.1 A Departmental Labor/Management Partnership Committee may be
established in each department of the City of Miami. Said Committee membership
shall include representatives from classified support staff (M/C), unclassified staff,
executives and the AFSCME bargaining unit dues and non -dues paying members.
42.2 The Departmental Labor/Management Partnership Committee may
meet at least once a month, and such meetings shall be scheduled during normal
business hours. The purpose of these meetings will be to discuss quality of work -life,
productivity, service, communication and objectives of mutual concern, not involving
matters which have been or are the subject of collective bargaining between the
parties. It is understood that these Departmental Labor/Management Partnership
Committee meetings shall not be used to renegotiate the labor agreement between
the City and AFSCME. All decisions made by the Departmental Labor/Management
Partnership Committee shall be by affirmative consensus.
42.3 The Departmental Labor/Management Partnership Committee
meetings shall be conducted on a semiformal basis with the selection of a chairperson
to be determined by the members of the Committee. Length of participation of
Committee members shall be determined by the Departmental Labor/Management
Partnership Committee. The chairperson shall arrange for minutes to be taken of
Tentatively Agreed to on X
For the City of Miami: For the Union 71>r --A
THIS DOCUMENT IS A SUBSTITUTION TO
ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT
END OF THIS DOCUMENT.
each meeting and for the distribution of copies to each member of the Committee, the
UNION President, and the City's Human Resources Director or designee.
Tentatively Agreed to on —�' -
For the City of Miami: For the Union
THIS DOCUMENT IS A SUBSTITUTION TO
ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT
END OF THIS DOCUMENT.
ARTICLE 43
BEREAVEMENT - DEATH IN FAMILY
43.1 Bargaining unit members may, in the case of death in the immediate
family, be authorized up to a maximum of forty (40) hours of paid leave to attend to
funeral or estate related functions of a member of the employee's immediate family,
or is at home in a state of bereavement. Said paid leave days shall be taken
consecutively by the employee excluding normal days off and holidays. For purposes
of this Article, the "immediate family" is defined as father, mother, sister, brother,
husband, wife, domestic partner, children, father-in-law, mother-in-law,
grandparents, spouse's/domestic partner's parents, grandparents, grandchildren,
stepchildren, stepfather and/or stepmother and may include any other person who
was or has been an actual member of the employee's household for ten (10) or more
years. Within thirty (30) calendar days from the date the employee returns from a
death in the family, the employee will file a copy of the death certificate of the
deceased family member. Said death certificate will be attached to the form provided
by the City and submitted to the Human Resources Department. Failure to produce
the death certificate will result in the employee reimbursing the City for any days
taken under this Article. Any employee found to have falsified his/her application for
death in the family ("K" day) will be dismissed.
43.2 It is understood that under certain circumstances the employee will be
unable to obtain a death certificate. In this event, in lieu of a death certificate, the
employee shall submit any other documentation that reflects the death and family
relation as deemed appropriate by the Department of Human Resources or designee.
Tentatively Agreed to on —'as—A
For the City of Miami: For the Union
THIS DOCUMENT IS A SUBSTITUTION TO
ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT
END OF THIS DOCUMENT.
43.3 Bereavement leave is for attending a funeral or to attend to estate
issues or in a state of bereavement and.must be taken within 45 days of the death of
the family member. The Director of the Department of Human Resources or designee,
at his/her sole discretion, can make exceptions to the 45 day limit under truly unique
circumstance, but the decision is final and cannot be appealed through the grievance
procedure or any other forum.
Tentatively Agreed to onj
For the City of Miami: For the Union -� �`
THIS DOCUMENT IS A SUBSTITUTION TO
ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT
END OF THIS DOCUMENT.
ARTICLE 44
MILITARY LEAVE
44.1 The City shall abide by the current provisions of the Florida Statutes,
Sections 115 and 250 as they relate to all bargaining unit employees who are either
reserve officers or enlisted personnel in the Florida Defense Force, the National
Guard, Naval Militia, Marine Corps, U.S. Army Reserve, U.S. Naval Reserve, U.S.
Marine Corps Reserve, U.S. Coast Guard Reserve, U.S. Air Force Reserve or officers
or enlisted personnel in any other class of the militia entitling the employee to leave
of absence from their respective duties without loss of pay, time, efficiency rating or
Civil Service seniority credits on all days during which they shall be engaged in field
or Coast Guard defense exercises or other training ordered under the provisions of
the U.S. Military or Naval Training regulations or under the provisions of the Florida
Defense Force or the National Guard; provided that leaves of absence granted as a
matter of legal right under the provisions of this section shall not exceed seventeen
(17) days in any one calendar year unless other local, state or Federal laws which
may be applicable grant additional time.
44.2 Requests for military leave shall be made to the Department of Human
Resources designee as early as possible but at least two (2) weeks prior to the date
-such leave commences with proper orders attached.
44.3 Employees who take the military leave provided in this section shall
be credited with that time on their seniority status, in the City of Miami Civil Service
Records -Department of Human Resources.
Tentatively Agreed to on
For the City of Miami: For the Union
45.1
45.2
THIS DOCUMENT IS A SUBSTITUTION TO
ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT
END OF THIS DOCUMENT.
ARTICLE 45
HOLIDAYS
The following days shall be considered holidays:
New Year's Day
President's Day
Memorial Day
Independence Day
Labor Day
Dr. Martin Luther King's Birthday
Columbus Day
Veterans' Day
Thanksgiving Day
Day after Thanksgiving
Christmas Day
Any additional holidays declared by official directive of the City
Manager shall be added to the above list.
45.3 Employees performing work on any of the above holidays shall be paid
eight (8) hours holiday pay plus actual hours worked at time and one-half of their
straight time hourly rate pursuant to Article 27, or shall be given scheduled
compensatory time off at the rate of time and one-half for the hours actually worked
on the holiday.
45.4 All conditions and qualifications outlined in Article 27, titled
"Overtime/Compensatory Time", shall apply to this Article. Hours of compensatory
time accumulated under this Article, when added to the compensatory time earned
Tentatively Agreed to on'-�`�
For the City of Miami: For the Union ��
THIS DOCUMENT IS A SUBSTITUTION TO
ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT
END OF THIS DOCUMENT.
under the Article entitled "Overtime/Compensatory Time", shall not exceed one
hundred fifty (400 150) hours.
45.5 To be eligible for holiday pay, an employee must work a full shift or be
in a paid leave status on the scheduled workdays which immediately precede and
follow the holiday. If an employee works at least seven (7) hours of his/her regular
shift, the employee will either be charged one (1) hour from either his/her
compensatory time or vacation leave bank, or carried in without pay status at the
sole discretion of the supervisor. An employee who works at least seven (7) hours as
described in this section shall be eligible for holiday pay.
Tentatively Agreed to on
For the City of Miami: For the Union
THIS DOCUMENT IS A SUBSTITUTION TO
ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT
END OF THIS DOCUMENT.
Sfi1j, Sl lot fir l'it�-�1 I� ` TO✓�OG+�in'�
i, 4f5 �w�S� �,�✓T � ri a �i a�3 ewc �a � j't �kvY
THIS DOCUMENT IS A SUBSTITUTION TO
ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT
END OF THIS DOCUMENT.
ARTICLE 47
RESIDENCY
47.1 It is agreed by the parties that while residency is not a condition of
employment a candidate that is otherwise equally qualified will be given, at time of
hire, preference for employment in order of domicile as follows: (1) City of Miami
resident, (2) Miami -Dade County resident, (3) resident outside of Miami -Dade
County.
Tentatively Agreed to on
For the City of Miami: For the Union
THIS DOCUMENT IS A SUBSTITUTION TO
ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT
END OF THIS DOCUMENT.
ARTICLE 48
TOTAL AGREEMENT
48.1 This Agreement, upon ratification, constitutes the complete and entire
agreement between the parties, and concludes collective bargaining for its term.
48.2 The parties acknowledge that during the negotiations which resulted
in this Agreement, each had the unlimited right and opportunity to make demands
and proposals with respect to any subject or matter not removed by law from the area
of collective bargaining, and that the understandings and agreements arrived at by
the parties after the exercise of that right and opportunity are set forth in this
Agreement.
48.3 The parties agree that this Collective Bargaining Agreement
represents the total agreement for terms and conditions of employment during the
life of this contract and no request shall be made to increase wage or other employee
benefits through the Civil Service Board, City Manager or the City Commission
during the life of this Collective Bargaining Contract.
Tentatively Agreed to on �'c� 3
For the City of Miami: For the Union
THIS DOCUMENT IS A SUBSTITUTION TO
ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT
END OF THIS DOCUMENT.
ARTICLE 49
SAVINGS CLAUSE
49.1 In the event any article, section or portion of this Agreement should be
held invalid and unenforceable by any court of competent jurisdiction, such decision
shall apply only to the specific article, section or portion thereof specified in the
Court's decision, and that portion of this Agreement in conflict shall be null and void
but the remainder of the Agreement shall remain in full force and effect, with it being
presumed that the intent of the parties was to enter into the Agreement without such
invalid portion or portions.
49.2 The City's representatives as defined in Article 2 and the UNION's
representatives as defined in Article 3 shall promptly meet to negotiate a substitute
for the invalidated article, section or portion thereof as might be determined in
accordance with Section 49.1 of this Article.
49.3 Notwithstanding any other provisions of this Agreement, the employer
may take all actions necessary to comply with the Americans with Disabilities Act.
Tentatively Agreed to on��
For the City of Miami: For the Union 1�`= �n�
THIS DOCUMENT IS A SUBSTITUTION TO
ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT
END OF THIS DOCUMENT.
ARTICLE 50
SENIORITY
50.1 For purposes of this article, seniority shall be defined as the most
recent date of hire into a classification within the bargaining unit with the City unless
otherwise agreed upon by the UNION President and the Director of Human
Resources or designee.
50.2 Seniority shall only be applied in the assignment of days off in units
with two (2) or more shifts. Seniority shall not be a prevailing factor for assignment
or promotion to a unit, section or division within a department.
50.3 Exceptions to the use of seniority as specified in 50.2 may occur in an
emergency situation, when physician ordered, for training purposes, when language
skills are needed, compliance with the Americans with Disabilities Act, when special
knowledge or skills are needed as mutually agreed upon by the City and the UNION,
or when mutually agreed by the affected employees and management through the
labor/management process.
50.4 Once every October shift assignments and days off will be re -bid by
seniority.
Tentatively Agreed to on
For the City of Miami: For the Union `���
THIS DOCUMENT IS A SUBSTITUTION TO
ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT
END OF THIS DOCUMENT.
ARTICLE 51
LEAVE BALANCE PAYOFFS
51.1 Employees electing to retire and upon separation will receive payment
of leave balances upon retirement as currently specified under this agreement.
Tentatively Agreed to on
For the City of Miami: For the Union ���j
THIS DOCUMENT IS A SUBSTITUTION TO
ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT
END OF THIS DOCUMENT.
ARTICLE 52
PENSION
52.1 The parties agree that for the term of this agreement the pension
benefits and employee contributions of employees covered by this agreement shall
be
as provided in the City of Miami General Employees' and Sanitation Employees'
Retirement Trust Section 40-241 through 40-290, Miami City Code ("GESE"
), as
amended except as follows -
52.2 The parties agree that effective October 1, 2011, the GESE
amortization periods will be revised to add 5 years to the existing amortization
periods and change periods for future amortizations as follows:
A. Plan benefit changes for active employees over 20 years (currently 15).
B. Plan benefit changes for retired employees over 15 years (no change).
C. Assumption changes over 20 years (currently 15).
D. Experience Gains and Losses over 20 years (currently 15).
52.3 Effective September 30, 2012 or upon implementation of this Article
if later (the "effective date"), the following benefit change will be implemented for all
current employees hired before the ratification of this agreement who have not
reached normal retirement eligibility, and for all future employees: The maximum
normal retirement benefit shall not exceed $80,000 annually; provided, any emplo ee
Y
Tentatively Agreed to on
For the City of Miami: 0
For the Union � L
THIS DOCUMENT IS A SUBSTITUTION TO
ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT
END OF THIS DOCUMENT.
who has an accrued benefit in excess of $80,000 annually on the effective date shall
retain that benefit, but shall not accrue any additional benefits after that date
52.4 BACKDROP option. A backdrop benefit option shall be implemented
p mented
on January 1, 2013. The Backdrop option shall replace the existing DROPr
p ogram.
Employees who have not attained normal retirement eh;gib.lity as of the effective date
or were not vested by October 1, 2010, and all employees hired on or after that date
will be eligible for the Backdrop option, but will not be eligible for the DROP.
Anyone
eligible for the forward DROP as of January 1, 2013, remains eligible for the
forward
DROP as it presently exists and anyone eligible for the forward DROP as of
January
1,2013 or vested prior to October 1, 2010, who chooses not to enter the forward
DROP
remains eligible for the Backdrop.
(a) An eligible employee who elects the Backdrop option shall receive a monthly
benefit payable on the employee's actual retirement date (date of retirement and
separation from City employment) based on the benefit the employee would have
received if he/she had left City employment and retired on an earlier date after
attaining normal retirement eligibility (the "Backdrop date"). In addition an eligible
employee who elects the Backdrop option will receive a lump sum payment equal q al to
the accumulation of monthly retirement benefit payments he/she would have received
during the period following the Backdrop date through the actual retirement date
("Backdrop period"), plus interest at the rate of 3% per year, compounded p ed annually.
An eligible employee may elect a minimum Backdrop period of 1 year and maximum
Tentatively Agreed to on _ � -C)
For the City of Miami:'
For the Union
THIS DOCUMENT IS A SUBSTITUTION TO
ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT
END OF THIS DOCUMENT.
Backdrop period of up to seven years. An eligible employee who elects the Backdrop
Option must select the normal form of benefit or an optional form of benefit at the
time of electing the Backdrop option. The employee's monthly benefit as well as
the
lump sum payment under the Backdrop option is based on the form of benefit
selected.
(b) Employees are eligible to elect the Backdrop option after completing one -
b year of
creditable service following the normal retirement date. A Backdrop election must
be made within 10 years after becoming eligible for normal retirement. The maximum
Backdrop period is 7 years. Eligible employees who wish to elect the Backdro
A option
must provide written notification to the City at least 8 months prior to the employee's
retirement date; provided a Iesser notice period may be approved by the City Manager
due to special circumstances. Bargaining unit members will be eligible to revoke their
Backdrop election one titiv
me, but within 1 month of their election. Hoever, if a
bargaining unit employee is granted a lesser notice period by the City Manager
b due
to special circumstances, the employee will not be eligible for the one-time Backdro
p
election revocation. Employees are not required to elect the Backdrop option.
(c) All or a portion of the lump sum payment under the Backdrop option p may be
rolled over to an eligible retirement plan or IRA in accordance with federal law.
52.5 The employee pension contribution shall be 10%.
If the back DROP is ever terminated, for any reason, the rights of allP ersons
then in the DROP shall not be diminished or impaired. Additionally, if the back
Tentatively Agreed to on
For the City of Miami: r
For the Union '
THIS DOCUMENT IS A SUBSTITUTION TO
ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT
END OF THIS DOCUMENT.
DROP is ever terminated, all persons who are then eligible for a back DROP will still
be eligible for a 7 year back DROP. The Board of Trustees of GESE shall develop
operational rules for the implementation of this provision. fr
0
3D, -3040
52.6 Effective Oc' the service retirement benefit for epi lovees
ON
based on a member's total creditable service and the benefit multiplier &
this Provision (not the benefit multiWier in effect at the time the service i
multiplied b - average final compensation in effect at the time of retia
separation from emplovment.
52.7 Upon retirement bargq!Mntr unit members shall receive a rE
salary increase of five percent (50/) fn,, +i,a , . , . .
t
¢v lal.0 1U17 LRe u Dose of calculatin leave balance payoffs. The five percei
salary increase shall not be a licable to overtime.
Tentatively Agreed to on
For the City of Miami: For the Union t
THIS DOCUMENT IS A SUBSTITUTION TO
ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT
�- END OF THIS DOCUMENT.
Cc
30
ive
attained age eclijaling 70 oints.
Tentatively Agreed to on
For the City of �%4iami: c
--9-- For the Union�-
THIS DOCUMENT IS A SUBSTITUTION TO
ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT
END OF THIS DOCUMENT.
ARTICLE 53
TERM OF AGREEMENT
53.1 After a majority vote of those bargaining unit employees voting on the
question of ratification and thereafter upon its ratification by an official resolution of
the City Commission ratifying the Agreement and authorizing the City Manager to
sign the Agreement on behalf of the City, then, the Agreement, upon being signed by
the appropriate UNION representatives and the City Manager, shall become effective
October 1, 20174 or as set out below, whichever date is later. The Agreement shall
continue in force and effect until 1159 p.m., September 30, 20204-7.
53.2 On or before February 1, 2020 the UNION shall notify the City in
writing of its intention to renegotiate the Agreement in force, and attached thereto
shall include a list of proposals which shall inform the City of the items which they
desire to negotiate, together with specific language embodying and describing their
proposals. The changes indicated in the proposals shall be designated with a strike
through of deleted language and new language will be underlined.
53.3 On or before March 1, 20203, the City shall present the UNION with
a list of proposals it desires to negotiate. The changes indicated in the proposals shall
be designated with a strike through of deleted language and new language will be
underlined.
53.4 Initial discussions shall thereafter, and no later than April 1, 20204-7,
be entered into by the City and the UNION.
Tentatively Agreed to on 31
For the City of Miami: For the Union -
THIS DOCUMENT IS A SUBSTITUTION TO
ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT
END OF THIS DOCUMENT.
Agreed to this day of
20185, by and between the respective
parties through an authorized representative or representatives of the UNION and
by the City Manager.
ATTEST: MIAMI GENERAL EMPLOYEES
AFSCME LOCAL #1907, AFL-CIO
ATTEST: ON THE PART OF THE CITY OF MIAMI,
MIAMI, FLORIDA
CITY CLERK
APPROVED AS TO FORM
AND CORRECTNESS
CITY ATTORNEY
Tentatively Agreed to on c3
For the City of Miami: For the Union
�.
THIS DOCUMENT IS A SUBSTITUTION TO
ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT
END OF THIS DOCUMENT.
APPENDIX A
1005
Mail Clerk
1008
Clerical Aide
1010
Clerk l
1011
Clerk II
NEX
NEX
NEX
1012 Clerk III NEX
1013 Clerk IV NEX
1015
Transcriber
NEX
09.A1907
12.A1907
14.A1907
16.A1907
20.A1907
24.A1907
1017
Community Service Provider
NEX
18.A1907
1019
_ Police Typist Clerk
NEX
15.A1907
1020----
Typist Clerk I
NEX
13.A1907
1021
1022
1023
1024
1025
1026
1027
1028
Typist Clerk ll__
Typist Clerk III
Typist Clerk IV
Legal Clerk
Secretary I
_ Secretary II
Secretary III
_ Secretary IV
NEX
NEX
NEX
NEX
NEX
NEX
NEX
NEX
15.A1907
17.A1907
19.A1907
18.A1907
15.A1907
17.A1907
19.A1907
21.A1907
1031
Cis Desk Operator
NEX
18.A1907
1037
Interrogat Steno
NEX
24.A1907
1038_
Police Transcriptionist
NEX
21.A1907
1040
Tech. Oper. Liaison
NEX
19.A1907
1042
Legal Services Aide
NEX
15.A1907
1043
Legal Services Assistant
NEX
17.A1907
1052
Service Center Repre- Net
NEX
21.A1907
1054-
- Service Center Aide - -
- NEX
17.A1907
1058
Telecommunications Processing Aide
NEX
21.A1907
1060
Claims Representative
NEX
19.A1907
1073
Customer Service Representative
NEX
21.A1907
1074
1080
Cust Service Rep Sr
- ._.
Client Support Services Aide
EX
NEX
24.A1907
---
20.A1907
1082
1083
1105
Client Support Services Specialist
--
Client Support Services Supervisor
Cashier I
EX22.A1907
---- - ---...
EX _
NEX
_... . ..... _
26.A1907
-- -._....
15.A1907
1106
Cashier 11
NEX_
17.A1907 '.
1110
Account Clerk
NEX
17.A1907�
1111
- -
Payroll Clerk
NEX
----- .
19.A1907
1112
Payroll Aide
NEX
20.A1907
1140 ,Budget
---------._..._....-...._
THIS DOCUMENT IS A SUBSTITUTION TO
NEX
22.A1907
1142
ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT
NEX
---...
26.A1907
1145
END OF THIS DOCUMENT.
EX
30.A1907
1113
Police/Fire Payroll Coordinator
EX
25.A1907
1114
Payroll Assistant
NEX
22.A1907
1116
Payroll Specialist
NEX
24.A1907
1117
Project Accountant, Sr
EX
2_8.A1907
1118
Project Accountant
EX
26.A190_7
_1119
Accountant --
_EX _
NEX
22.A190_7
1120
Accountant Sr _ _
-
_EX
25.A1907
1121
Accountant Supervisor
EX
28.A1907
1122
_-_
Supervisor of Payrolls
EX
30.A1907
1126Staff
.......... ........_
Auditor Sr
........ - ---- --
EX
___..
30.A1907
----- -.
1129
_...
Staff Auditor Princ
.. - -- -- - -- ..._..-----..
EX -.
30.A1907
-- --- .........__._
1132
-
_... . ....... Fiscal Administrator
_. --- -----
EX
----
30.A1907
------..
1135
Assistant Payroll Systems Administrator
EX
33.A1907
1140 ,Budget
---------._..._....-...._
.... Assistant
- ----
NEX
22.A1907
1142
-----
Debt Compliance Specialist
NEX
---...
26.A1907
1145
Investment and Debt Supervisor
EX
30.A1907
- 1150Risk
Management Specialist
EX
24.A1907
1154
Group Insurance Aide
NEX
19.A1907
1155
1156
Group Insurance Assistant
----...._._.. _....._...---- --..._.....
Group Insurance Coordinator
NEX
-------
EX
22.A1907
26.A1907
1157
- --
1165 _
- _-Group Insurance Specialist
Financial Systems Administrator
--
EX_ _
EX
_ 28.A1907
32.A1907
_1166
Budget And Financial Support Advisor-^`-
EX
27.A1907
1167 -_.Budget
And Financial Support Advisor, Sr
-
_
EX
29.A1907
1170
Community Development Policy Coord.
EX
29.A1907
1201
Material Spec I -BC
NEX
16.A1907
1202
_ Material Spec II -BC ~--�
NEX
18.A1907
1203
_^ Material Supvr-BC
-
NEX
25.A1907
1205
_ Stock Clerk I -
NEX -
14.A1907
1206
_ Stock Clerk II
NEX
16.A1907
1207
Storekeeper
NEX
19.A1907
1208
Materials Spec I -CR
NEX
16.A1907
1209
_Materials Spec II -CR
NEX_
18.A1907
1210
Senior Procurement Contracting Officer
EX
28.A1907
1211
Procurement Asst
_
NEX
22.A19_0_7__.
1212
_ Procurement Contracting Officer
NEX
25.A190_7
1213
Materials Supv-CR
NEX
21.A1907
1214
Auto Parts Supvr
_
NEX
21.A1907
1215
_
Procurement Su_pv
EX
33.A1_90_7
1216
Procurement Aide
NEX
19.A1907
1217
Procurement Card/Surplus Administrator
EX
23.A1907
THIS DOCUMENT IS A SUBSTITUTION TO
ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT
END OF THIS DOCUMENT.
1219 Procurement Assistant 11
NEX 23.A1907
1220 Procurement Construction Specialist NEX 25.A1907
Procurement Construction Specialist, Sr. EX 28.A1907
1222
[onsLructionProcurement Assistant
NEX
22.A1907
l2I�
Procurement
EX
25.A1907
1224
Auto Pts Spec |
NEX
16^A1907 i
1225 Auto Pts Spec 11 NEX 18.A19O7
�
1231
_ Quality Control & Financial Modeling Analyst
EX
28.A1907
1240
Property Mgmt Representative
EX
25.A1907
1242
Property Mgmt Specialist
EX
28.A1907
1245
Property Manager
EX
34.A1907
1258
Senior Project Manager - OTM
EX
34.A1907
1259
Project Manager - OTM
EX
32.A1907
1260
Project Manager
EX
34.A1907
1332
Project Manager - CIP
EX
32A1907
1262
Project Cost Estimator
EX
30.A1907
1263
1264
1265
Project Scheduler
Transportation Analyst
Transportation Engineer
EX
EX
EX
30.A1907
29.A1907
30.A1907
1266
Transportation Manager
EX
34.A1907
1268
Project Manager - CIP (Vertical)
EX
32.A1907
1269
Transportation Planning Aide
NEX
19.A1907
1303
Human Resources Clerk
NEX
17.A1907
1305
Admin Aide I
NEX
20.A1907
1306
Admin Aide 11
NEX
22.A1907
1307
Task Force Supervisor
EX
24.A1907
1309
Admin Asst I
EX
25.A1907 �
1310
Admin Asst 11
EX
28.A1907
Admin Asst III
Human Resources Technician I
Human Resources Technician U
H R 5 pecia | ist
Human Resources Coordinator
EX 31.A1907
NEX 20.A1907
NEX
22.A1907
EX
24.A1907
EX
30.A1907
1324
Safety Specialist
EX
26.A1907
1329
Assistant Management Analyst
EX
24.A1907
1330
Safety Officer
EX
28.A1907
1332
Tech. Operatns Coord.
EX
22.A1907
1337
Management Operations Analyst
EX
26.A1907
1339
Grant Writer
EX
28.A1907
1354
1356
THIS DOCUMENT IS A SUBSTITUTION TO
ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT
END OF THIS DOCUMENT.
EX
.. -----------------
26.A1907
- --- -
31.A1907
1340
Capital Improvements Assistant - i
EX
26.A1907
1341 _
Market Ser Coo rd
_
EX
28.A1907
1342
Rsch & Devt Spec
EX
- 28.A1907
1343
_Contract Compliance Analyst
NEX
27.A1907
1344
1345
_
Procurement Contracts Officer_
Fiscal Assistant -
_EX
EX
NEX
29.A_1_907
22.A1907
1346
1347
Training and Development Specialist
Cable Comm. Assistant
EX
EX
27.A1907
24.A1907
1348
Marketing Specialist
NEX
24.A1907
1349
1350
... . ----
Innovation Analyst
Marketing Supervisor
----- -- -- -
EX
EX
27.A1907
29.A1907
1351
_ - --- --- -- - - -._
Strategic Planning & Performance Analyst
EX
.....- ----
27.A1907
1352
Business Develop Sr
EX
28.A1907
1354
1356
Business Developer
- - --- - ----...._._.---........ .......... ... -
Business Dev SupvEX
EX
.. -----------------
26.A1907
- --- -
31.A1907
1357
Economic Analyst
EX
26.A1907
1358
Supervisor Of Economic Research
EX
30.A1907
1359
--- ---
Principal Economic Analyst
- - -
EX
31.A1907 .
-------...._.
1361
_ -
E m to mt Interviewer
p Y
. -- - - - - - --- -- ----
NEX
- - - ---._
17.A1907
__..._ -
1362
Info & Referral Specialist (Homeless Program)
NEX
16.A1907
1363
Info & Referral Aide
NEX
12.A1907
1364
Organizational Development and Training Sup
EX
35.A1907
1_365Training
Officer_
EX
26.A1907
1366
_
_ _ Staff Anlst Asst
EX
24.A1907
1367Staff
Analyst -�_
- EX
26.A1907
-_ 1368Staff
Anlst Sr
- ------- --- ...------
EX
28.A1907
1369
- -
Staff Analyst Prncpl
-
EX
-
30.A1907
-
1370
1371
_
Contracts Manager _
v Hearing Boards Coordinator - w
EX
- EX -
34.A1907
- 28.A1907
1372Customer
_ Service Specialist
NEX
22.A1907
_ 1373
-
_ _
Sanitation Services Coordinator vW
EX
25.A1907
1374
_ _ Hearing Boards Specialist
NEX
22.A1907
_ 1375
Job Training Specialist
25.A1907
1376
_
Job Training Specialist, Sr
_EX
- EX -
21.A1907
_1377 _
Hearing Board Specialist 11
NEX
24.A1907
1378
_ Property And Casualty Coordinator
EX
28.A1907
_ _ 1379
Safety Manager
EX
33.A1907
1380
Veteran Services Information & Referral Specialist
- NEX-
_ 16.A1907
1382
Support Services Coor
EX
31.A1907
1384
- 1385
Assistant Productivity Analyst
- --Productivity Analyst
EX
EX
24.A1907
26.A1907
1422
THIS DOCUMENT IS A SUBSTITUTION TO
EX
28.A1907
1423Public
ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT
EX
30.A1907
-----.... -- - -----
1424
---- -- -
END OF THIS DOCUMENT.
- - - -
_...... .. .....--_ ...._
-- - ... - ------
25.A1907
.. -- ------
1386----
Insurance Information Analyst_
EX
34.A1907
1388
Legislative Coordinator_
EX
25.A1907
1389)
Records Systems Specialist - i
EX
_
26.A1907
1390
Special Projects Coordinator
EX
29.A1907
1391
Assistant Agenda Coordinator
EX
25.A1907
1392
Technical Support Analyst
EX
27.A1907
1395
Victims Advocate
EX
28.A1907
1397
Information Analyst
EX
26.A1907
1405
City Photographer
NEX
20.A1907
1410
Public Relations Agent
EX
25.A1907
1411
Capital Impry Community Outreach & Engmt Coord
EX
32.A1907
1413
Promotion Assistant
NEX
12.A1907
1414
._ _
Public Rel SplstEX
29.A1907
1419
-------
Public Relations Aide
- ---- - -._... - --- -- _... . _........... _ ........_
NEX
...__.._
20.A1907
._._-.._-.....
--
1420
Publicity Writer
EX
25.A1907
1422
Public Info Ofcr
EX
28.A1907
1423Public
Information Coordinator
EX
30.A1907
-----.... -- - -----
1424
---- -- -
---- -- -- - ._..
Social Broadcasting SpecialistNEX
-- -- ---- ---- - -- - -- _...... .... .....
- - - -
_...... .. .....--_ ...._
-- - ... - ------
25.A1907
.. -- ------
1425
Multimedia Specialist
NEX
23.A1907
1426
_ _ Protocol Officer
--V -'
EX R
-
29.A1907
1427
Assistant To The Protocol Officer
EX
25.A1907
1430
Events Agent
NEX
22.A1907
1431
Special Events Coordinator
EX
25.A1907
_ _
1436
__._._..__.._...---__
_
Intergovmental Film Liaison
_-_ _.__....__.. _._.._.._-_.._....__..___........._.....__..__._._...___.
EX
_...___._....._..._._--
23.A1907
-
1440
Legislative Services Rep. I
NEX
19.A1907
1441
Legislative Services Rep. II
EX
22.A1907
1_4_42
Legislative Services Rep. III
_EX
_ 25.A1907
1505 -
_
Switchboard Oper
_
NEX
14..A1907
--
1506
Information Clerk
_ .._._
NEX
_-
14.A1907
1510
i Application Support
09.IT
1511
Senior Application Support --
_EX
EX^
10.IT
1522
Camera Platemk
NEX
18.A1907
1523
Offset Press Opr
NEX
19.A1907
1524
Offset Press Opr Sr
NEX
21.A1907
1525
Duplicating Equip Op INEX
16.A1907
1526
Photolithographer
NEX
18.A1907
1527
Print Shop Supervisor
EX
24.A1907
1528
Print Shop Asst Supt
EX
27.A1907
1529Print
- - . ... . _ _.
Shop Supt
---- --- --- ---- -
EX
------
.. 30.A1907
1530
Print Shoo Helper
NEX
12.A1907
THIS DOCUMENT IS A SUBSTITUTION TO
ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT
END OF THIS DOCUMENT.
1531
Duplicating Equip Op 11 - -
_._._._... _ _...... _
- NEX -
-19.A1907
1533
Office Equipment Analyst
NEX
24.A1907
1535Print
Shop Estimator
NEX
19.A1907
1536
GIS Technician
NEX
20.A1907
1537
Prod Ctrl S v
EX
23.A1907
1539
Computer Systems Supervisor
NEX
14.IT
1540 -
..___ .Systems Engr I. _ .. .
NEX
---_-----
26.A1907
- -- ..._ ,
1541
Systems Engr II
EX
30.A1907
1542
_._
Information Services Liaison
_...__. _ _..._ _._. _ _ _ ...._ _-- -_..
NEX
20.A1907
1543Pc
Hardware Repair Technician
NEX
23.A1907
1544
Database Specialist(Sgl Server)
EX
14.IT
1545
Database Specialist (Oracle)
EX
14.IT
1546
........_ _ .. _...
Pc Aide
- - - -- -----...._. _----- -
NEX
---- --
17.A1907
_.-._ -
-----------
1547
1547
Technical Writer
......_.. _.. _ _ - - .. --- -
EX
--- - -----
27.A1907 I
---- --. _.
1548
Information Technology Technician I
NEX
01.IT
1549
. ..-...... --.. -- _ ..------..--- .__....._ _......._ _ _..
- .._
1550
Information TechnologyTech. III
EX
11.IT
1551
Help Desk Supervisor
EX
13.IT
1552
Information Systems Security
EX17.IT
1553
_Officer _Supervisor _
IT Security Analyst
_
EX -
13.IT
1554
Computer Op I
NEX_
20.A1907
1555
_
Computer Op II
_
NEX
_
22.A1907
1556
Network Analyst
EX
14.IT
1557
_ . . _
Computer Opr Supv
___.. __ __..-_ ._.-_._ _ ._... _.__
EX
.....-. . _ _..__ _
26.A1907
_. _.__.. ..__
1558
Computer Training Specialist
EX
08.IT
1559
Applications Support Supervisor
EX_
1560 _
_
Programmer Asst
_ ..._..-- ----- ------ - - - -.
NEX
..._..._ _..._.._.
_ _17.IT_
23.A1907 f
- - - -
Cyber Security_ Analyst- -
- -EX
- - 15.IT-
_1561
1562
Systems Programmer - T _-_-
EX
29.A1907
1563
--
Software Quality Assurance Analyst
.- .- _ _. __ _....__. ..__p ._.._.___ _ - _
EX
_--_.._..._
15.IT
_ _.. ..._ _ .
1564
_. __...
Web Developer I
__._.
EX
11.IT
.... _ .. _...-
1565
Web Developer II
EX
13.IT
1566
Programmerlr
EX
26.A1907
1567
Programmer
EX
11.IT_
1568
Programmer Sr
EX
_ 13.IT
1569
Web Administrator
EX
15.IT
1570
Sys Soft Manager
EX
35.A1907
1571
_.._.. - -
Systems Maintenance Supervisor
_ _ - _ _ ._.._._ - _
EX
- ------
32.A1907
- --- -
1572
1572
Computer Opr Chf
EX
32.A1907
1573
----------._...
Data Base Manager
-- ----- ..
EX--
__ .....
18.IT
--- -- - -
1574
Oracle Database Manager
g
EX
35.A1907
1579
THIS DOCUMENT IS A SUBSTITUTION TO
EX
16.IT
1580
ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT
E%
163T '
158_1
END OF THIS DOCUMENT.
EX
___32_.A1907
1575
-
Ge
EX
D.IT '
1576
Systems Analyst Sr
EX
14.IT
1577
Project Manager -IT
EX
16.11T
1578
Geographic Information Systems Developer
EX
13.IT
1579
Oracfe Systems Administrator
EX
16.IT
1580
Network Administrator
E%
163T '
158_1
Business Systems Administrato - r
EX
___32_.A1907
1605
Teleprocessing Coord
EX
28.A1907
1583
Geographic Information System Technical Analyst
EX
15.11T
1584
Data Librarian
NEX
20.A1907
1585
Geographic Information Systems Data Spec
EX
11.1T
1586
Scheduler/Expediter
NEX
21.A1907
1587
Information Systems Manager, Fire/Police
EX
17.IT
1588
1 nf o Center Spec
EX
30.A1907
1591
Senior Oracle ERP Application Developer
EX
16.IT
1593
Oracle ERP Application Developer
EX
15.IT
1594
IT Infrastructure Mgr.
EX
19.IT
1595
1596
1602
Business Analyst
Business Analyst Supervisor
Finance Accounting Assistant
EX
EX
NEX
13.IT
32.A1907
22.A1907
1603
Senior Capital Assets Analyst
EX
30.A1907
1604
Finance Accounting Specialist
EX
24.A1907
1605
Capital Assets Administrator
EX
32.A1907
1606
Financial Analyst I
EX
26.A1907
1607
Grants Financial Analyst
EX
28.A1907
1608
1609
1G10
16I0
Financial Analyst 11
Senior Accounts �e
Si FinancialAnalyst
_________
Financial Ifo i Business
EX
EX
28.A1907
30,A1907
2032
THIS DOCUMENT IS A SUBSTITUTION TO
EX
31.A1907
2033
ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT
EX
33.A1907
2034
END OF THIS DOCUMENT.
EX35.A1907
- .........
1710 -
Grant Funded Workforce Prog Workshop Facilitator
EX
19.A1907
1711.1-,-----"--
Grant Funded Workforce Placement Specialist
EX
15.A1907
1730
Grant Program Lead
EX
25.A1907
1808
Claims Account Specialist
NEX
22.A1907
1810
Claims Adjustor I
EX
22.A1907
1812
Claims Adjustor II
TEX
24.A1907
1816
Claims Adjustor III
EX
26.A1907
1820
Coll/Subrogation Spec
EX
24.A1907
1822
Claims Supv., Asst.
----._...---------- -- - --
EX
--------.._
28.A1907
._....._.._.._
1824
Claims Supervisor
EX
30.A1907
2009
Senior Construction Coordinator
EX
29.A1907
2010
Survey Party Chief
EX
24.A1907
2011
Surveyor
EX
30.A1907
2012
Surveyor, Senior
EX
33.A1907
2013
Eng Tech I
NEX
18.A1907
2015
Eng Tech II
_
NEX
20.A1907
2017
Eng Tech I11_
NEX
24.A1907
2018
Eng Tech IV
_ ... -- ---- - -- --- ...... ...... ....----
EX
-
27.A1907
2019
Construction Coordinator
_ ..... _..._.. _ _ .._...... - - . ....._... ......----
EX
- .._._._
27.A1907
-
2020
p_._....
Cadd 0 eratorNEX
- .... .. ...... -- --
_.._..- ---------
24.A1907
2029
Street Lighting Eng I
EX
27.A1907
2030
Professional Engineer I
-__ ---Engineer
EX30.A1907
-
2031
I
EX
27.A1907
2032
Professional Engineer II
EX
31.A1907
2033
Professional Engineer III
EX
33.A1907
2034
Professional Engineer IV
EX35.A1907
- .........
- 2036
_- Environmental Engineer
EX
_ 33.A1907
_2038
Engineer II
EX
29.A1907
_ 2039 -
_
- Utility Engineer
EX_
-
29.A1907
2040
Elec Engineer
EX
33.A1907
2041
Engineer 111
EX
30.A1907
2048
Architect I
EX_-
26.A1907
2049_
-2050 --
- Architect 11
-EX_
30.A1907
-...... ..... ----
Architect III
- EX
_
31.A1907
2053
-----
Landscape Architect
--
EX
30.A1907
2054Landscpe
---- -... _ .....
..._...._. Arch Supv
- --
EX
31.A1907
2056
2057
------- -- ------------
-- ----
Project Rep. _
- CITP Project Liaison - -
- ---- -
EX
EX
-
27.A1907
31.A1907
2060
2100
2101
--------------
Cable Tv Engineer
Roofing Inspector
Roofing Inspector, Sr
EX
NEX
EX
-----
31.A1907
01.INS
29.A1907
2113
THIS DOCUMENT IS A SUBSTITUTION TO
ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT
END OF THIS DOCUMENT.
2114
Building Inspector
2103
Senior Building Inspector
EX
03.INS
2105
Senior Plumbing Inspector
EX
03.INS
2107
Senior Mechanical Inspector
EX
03.INS
2109
Senior Electrical Inspector
EX
_
03.INS
2110
Bldg Insp I
NEX
27.A1907
2111
2112
Bldg Insp 11
Chief Building Inspector
EX
EX
29.A1907
05.INS
2113
Chief of Inspection Services
2114
Building Inspector
2116
Structural Engineer(plans Exam
_ - - --------
2120
Elec Insp I
2121
Elec Insp II
2122
Elec Insp Chief
2123Electrical
Inspector _
-
2125
Senior Roofing Inspector
EX 33.A1907
NEX_
01.INS
EX
_ 35.A1907
NEX
27.A1907
EX
29.A1907
EX
05.INS
NEX
01.INS
EX
03.INS
y 2127 T
- Senior Elevator Inspector -
EX
_ 03.INS
2130
Plumbing Insp I
NEX
27.A1907
2131
- - -----
Plumbing Insp 11
- - -...-. .._..-- ------ - -
EX
-- --- - - -
29.A1907
- --- - -- ._
2132
-- _...._
Plumbing Insp ChfEX
..........- ------ - -
_ .
05.INS
_._
2134
Plumbing Inspector
NEX
01.INS
2140
Construction Inspection Representative
NEX
17.A1907
2142
Resilience Programs Manager
EX
30.A1907
2143
2144
2145
_ Environmental Compliance Specialist
---^ Environmental Compliance C_o_o_rd._
Zoning Plans Processor
EX
EX
EX
27.A1907
28.A1907
29.A1907_
2146
Zoning Manager
EX
33.A1907
2149
2150 _
- - 2151_
2152 _
-2153
Building Services Assistant IV
Zoning Inspector I
Zoning Information Specialist -
-_ -y Zoning Information Supervisor
NEX
NEX
- NEX
EX_
24.A1907
23.A190_7
27.A1907
30.A1907
Plans Processing Aide
NEX
19.A1907
_2154_
_ Plans Processing Specialist
NEX
30.A1907
2155
Code Compliance Inspector
NEX
24.A1907
2156
2157
2158
2159
Code Enforcement Inspector II
Zoning Information Technician
Mech Insp I
Mech Insp II
EX
NEX
NEX
EX
26.A1907
22.A1907
27.A1907
29.A1907
Mech Insp Chief
- -
EX
05.INS_
2161
- --
2165
_
Mechanical Inspector
...._..-- --- - ---- -
Elevator Inspector
NEX
----._.
NEX
- - 01.INS
..... ..........
01.INS
2167
Chief Elevator Inspector
EX
05.INS
2195
2196
2203
2204
2205
2206
2208
2209
2210
2211
Housing Quality Inspector
- Housing Quality Inspector, Sr
Graphic Designer,Senior
--- Graphic Designer
Planning III I
._.-__..____Planning 111 11 w---_----
._.._ ................. _-......... ----- - ---- -
Planning Tech
Public Art Manager
Park Planner
Environmental Resources Specialist I
NEX 24.A1907
EX 26.A1907
EX 26.A1907
NEX 24.A1907
NEX 19.A1907
NEX
THIS DOCUMENT IS A SUBSTITUTION TO
EX
32.A1907
EX
ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT
NEX
22.A1907
2215
END OF THIS DOCUMENT.
EX
34.A1907
`- 2168
- - Chief, Unsafe Structures
EX
32.A1907
2217
Building Services Assistant I
NEX
17.A1907
_2170
2171
-~- Building Services Assistant 11 - --'
NEX
19.A1907
2_172_
Building Services Assistant III_
NEX
22.A1907
2176
Supv Permits & Rev
EX
29.A1907
2178
Chief Code Enforc Off
EX
31.A1907
2181
-
Cable Tv Tech Spec
-.-_-__._-----__ _ --- --- -----_------...__--
NEX
21.A1907
---...-------------
2187
Business Tax Receipts Aide
NEX
17.A1907
2188
Business Tax Receipts Specialist ...... _.... .
_..... _.... EX
_..-------
22.A1907
-- -.
2190Assistant
Occupational License Supv
EX
25.A1907
2192
Business Tax Receipts Supervisor
EX
30.A1907
2195
2196
2203
2204
2205
2206
2208
2209
2210
2211
Housing Quality Inspector
- Housing Quality Inspector, Sr
Graphic Designer,Senior
--- Graphic Designer
Planning III I
._.-__..____Planning 111 11 w---_----
._.._ ................. _-......... ----- - ---- -
Planning Tech
Public Art Manager
Park Planner
Environmental Resources Specialist I
NEX 24.A1907
EX 26.A1907
EX 26.A1907
NEX 24.A1907
NEX 19.A1907
NEX
24.A1907
EX
32.A1907
EX
27.A1907
NEX
22.A1907
2212
..... _......
Environmental Resources Specialist II
---
NEX
...... --...----
24.A1907
2214
Housing Spec Asst
-- NEX
23.A1907
2215
Chief of Urban Design
EX
34.A1907
2216
Chief of Comprehensive Planning
EX
34.A1907
2217
Archeologist
EX
29.A1907
2218
Historic Preservation Planner
EX
29.A1907
_
2219 --
-----�----____
_ _
Preservation Officer
EX
34.A1907
2220
- Planner f -
--
- EX
- 27.A1907
2221
Planner II
EX
31.A1907
2222
Planner III
EX
34.A1907
2223
Chief of Land Development
EX
34.A1907
- 2224
Comm Dev Coord
EX
32.A1907
2225
-- Housing Spcl -'
_
EX
26.A1907
2226
Housing Spcl Prncpl
EX
31.A1907
2227
Housing Spec Sr
- EX
28.A1907
2228
- --- -------------------
_ Hsg Rhb Ln/O Sr_
EX
26.A1907
2229
Housing Loan Officer
- - NEX
24.A1907
2230 _
Housing Rhb Est
NEX
23.A1907
_
2231
2232
Hsg Rhb Estim SrEX
Soc Prg Analyst
_.........
NEX
26.A1907
-- ------ -- --
22.A1907
THIS DOCUMENT IS A SUBSTITUTION TO
ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT
END OF THIS DOCUMENT.
2233
_ Soc Prg Anl Ast _ _
NEX
20.A1907
2234
Soc Prg AM Sr
EX
25.A1907
2235
_
__ Soc Prg Anl Supv
EX
28.A1907
2237 _
Commty Dv Prj Supv
EX
29.A1907
2239
Socia Social Prog Coord
EX
31.A1907 ;
_ 2240
Hsg Rhb Ln/0 Asst
NEX
19.A1907
2.244
--------9999_-----__----
Hsg Rhb Estim Asst
-
NEX_
-_ _-.
19.A1907
2250
- Loan SpecialistEX
NEX
24.A1907
2252
Loan Program Manager
EX
.-_._
28.A1907
2257
-----
-
Project Representative, Senior
__--------__-
EX
31.A1907
2258
----- -----------9999-
Development Coordinator
EX
_ _._...___._.
34.A1907
2972
Volunteer Coordinator
NEX
28.A1907
3001Laborer
I
NEX
15.A1907
3002
Laborer II
_ _ _...._.___._..._ 9999__ _----9999--
NEX
16.A1907
-_--
3005
Laborer III
NEX
17.A1907
3010Labor
Crew Ldr I
NEX
_
18.A1907
_ 30_11
Labor Crew Ld_r II
NEX
22.A1907
3012 _
3014
3021
3022
3023Heavy
Public Public -Sp --- --
Wks
_.. _ .._._.._ __
Public Works Superintendent
- --- --- . - - -
Assistant Heavy Equipment Specialist
Sanitation Supervisor
-_�
Eqp Specialist
EX
EX
--
NEX23.A1907
._...--
_ NEX
EX
28.A1 907
31.A1907
-9999.
._.9999 -- - -
25.A1907
25.A190_7
_3024
_
Recycling Coordinator
- --
NEX
25.A1907J
3025
Waste Col Supt Ast -
EX
28.A1907
3026
Superintendent Of Solid Waste
EX
30.A1907
3104
Auto Eqp Op I
NEX
3105
3106
_
Auto Eqp Op II
- Auto Eqp Op III
_ _
NEX
NEX
_17.A1907
19.A1907
21.A1907
- - 3107
Auto Eqp Op IV -
NEX
22.A1907
3301
Maint Mech Helper
NEX
17.A1907
3302
Maint Mechanic
NEX
20.A1907
3303
Maint Mech Supv
NEX_
23.A1907
3305
_ _ Cond Mech
NEX
27.A1907
3308
_Air
Hvacr Supervisor
EX
30.A1907
3310
Electrician --
NEX
_
27.A1907
3311
Elec Supervisor
EX_
30.A1907
3313
--
_
Gen. Maintnc. Worker
- -
NEX-
17.A1907
--
3314
--
Gen Maint Rep-Pnt/Mec
-------
NEX
--- ---- 9999
20.A1907
3315
_
Gen Maint Rep-Carpen.
-
NEX
21.A1907
3316
- -
- -- -9999 ----
Gen Maint Rep-Electr/Air Cond.
-
NEX
--..............
23.A1907
3317
- --... - - -- -- - ---- -...
General Maint. Repair Supv, Elec
...... ---
NEX
.._....------- -
24.A1907
THIS DOCUMENT IS A SUBSTITUTION TO
ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT
END OF THIS DOCUMENT.
3318
General Repair Maint Supv
NEX
3319
_ Electrician II
NEX
_23.A1907
28.A1907
3320_
Electrical Line Worker_- -
NEX
_
24.A1907
3321
_
Electrical Line Worker Supervisor --
NEX -
29.A1907
3322
Plumber Supervisor
EX
30.A1907
3324
Plumber
NEX_
27.A1907
3326
_
Carpenter
NEX
21.A1907
3327
Carpenter Supv
NEX
23.A1907
3328
3335Painter
.._.__.. -
3336
3337
--
3338
3339
3340Pipefitter
---- - -- -
Mason
_.... - - .... ---- - --
Auto Body Wrkr/Pntr
_ Painter Sign
...-- _._-.. -p ....
Painter Su v
Auto Pnt/Bdy Shop Spv
-
NEX
NEX
NEX
NEX
NEX
NEX
NEX
21.A1907
20.A1907
----._.....
22.A1907
21.A1907
---- .
23.A1907
24.A1907
19.A1907
--
3341
3350Welder
_ ..-
---.... -- _.. -- - ._....--- --- ...-----
PipefitterSupv
--._......_...._....----
NEX
NEX
- ---
22.A1907
22.A1907
3358
3360
---
3361
-- ----............-_... - ------ - -- -
Composting Facility Supervisor
Facilities Oper Wrkr.
-- - -- - - -
Facilities Oper Worker, Senior
------
NEX
NEX
......
NEX
---
25.A1907
16.A1907
----
20.A1907
3362
--Facilities Oper Supvr
NEX_
23.A1907
3370
-
Prop Maint Asst Supt
EX
_
31.A1907
- 3371
Prop Maint SuptEX
33.A1907
3372
Pol Secuty & Fac Supv
NEX
21.A1907
3374
Police Fac Asst
--...-
NEX19.A1907
3402
------------------..........._-.
Fuel FacAtt_
.........
NEX
.... --- --- ......-
15.A1907 i
3404
_ _ _
Auto Mech Helper - -�
NEX__
_
17.A1907
3405
Automotive Service Writer
v
NEX
19.A1907
- 3406
Auto Mechanic -- -
-NEX -
-23.A1907
3407
Auto Mech Supv
NEX
25.A1907
3408
Fuel Fac Supv
NEX
21.A1907
3409
Heavy Eqp Mech Helper
NEX
18.A1907
3410
Heavy Eqp Mech
NEX
24.A1907
3411
Heavy Eqp Mech Supv
NEX
26.A1907'
34_20
_Garage Asst Supt
u -
EX_
29.A19_07
3450---
Fleet Manager -
EX
33.A1907
34_52 _
Supt.- Garage Or Motor Pool
EX
30.A1907
3455
_ _
Fleet Management Representative
NEX
22.A1907
3456Fleet
Liaison
NEX
20.A1907
3638
`.._ _.. .........
3642
_ ........ Facility Maintenance Technician
-- -- --- -- - -- -- ----- _... - - -
Facility Maintenance Manager
NEX
---- -
EX
20.A1907
- - ---- -
28.A1907
i
-
5032
- ---------
Latent Print Examiner Supervisor
THIS DOCUMENT IS A SUBSTITUTION TO
_._ ___..
31.A1907
5035
Forensic Investigations Manager
EX
ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT
50 . ..... ..
- -- - - --
._..... ........- .
- -
END OF THIS DOCUMENT.
School Crossing Guard Supervisor
------ -- - -- .......
EX
13.A1907
- --
5040
EX
25.A1907
3643
Parks & Recreation Facility Maintenance Manager
-
3644
Utility Analyst
EX
28.A1907a
4005
Custodian I
NEX
14.A1907
4006
Custodian II
NEX
15.A1907
4007
Custodian Supv
NEX
17.A1907
5017
Police Property Mgr
EX
31.A1907
5019
Identification Aide
NEX
16.A1907
5020
-
Police Comm Clrk
- ........ _ ..... -
_ ... NEX
18.A1907
-- --
5022
Pol Prop Spec I
NEX
17.A1907
5023
..._._-
Forensic Crime Analyst
- --- -- - .....--------_ . .. -. _ ..
NEX
26.A1907
5024
Pol Prop Spec II
--
NEX
- -
19.A1907
5025
Crime Scene Investigator I
NEX
22.A1907
5026
Crime Scene Investigator II
NEX
26.A1907
5027
Crime Scene Investigations Supervisor
EX
32.A1907
5030
Latent Print Examiner
NEX
30.A1907
5032
- ---------
Latent Print Examiner Supervisor
v_
NEX
_._ ___..
31.A1907
5035
Forensic Investigations Manager
EX
34.A1907
50 . ..... ..
- -- - - --
._..... ........- .
- -
5039
School Crossing Guard Supervisor
------ -- - -- .......
EX
13.A1907
- --
5040
Public Service Aide
NEX
17.A1907
5050
Professional Compliance Supv.
EX
28.A1907
5060
- Police Records Supr--
EX
28.A1907
5065
5066
5070
5071
5073
5076
5090
5301
5302
5303
5304
5314
5315
5316
Criminal Intelligence Analyst I
Criminal Intelligence Analyst II
Crime Analyst I
Crime Analyst II _
Video Retrieval Specialist
Prof Compliance Asst
-Prof Compl Rep - -
Senior Policy Analys'
Fire Plans Examiner
Fire S
Fire Sfi
Fire
2c. Sr.
c. Su pv
pec
Emergency Management Coordinator
_Fire Supplies Clerk I
Fire Supplies Clerk II. -
EX 26.A1907
EX 28.A1907
NEX
22.A1907
NEX
24.A1907
NEX
NEX
22.A1907
19.A1907
EX -
- 26.A1907
EX
NEX
28.A1907
30.A1907
NEX
-
25.A1907
EX
27.A1907
NEX
23.A1907
EX_
30.A1907
NEX
14.A1907
NEX
17.A1907
5317_
-
Grant Funded Emergency Management Planner
EX
26.A1907
5318
_._ - ---
Fire And Life Safety Education Coordinat--
- _- - ---. ... - - ----.._.__._
EX
_.__.
28.A1907
- -
5319
Fire & Life SafetyEd.S ec.
P
EX
-
24.A1907
5320
Video Program Soec
EX
23.A1907
5430 Broadcast Engineer EX 31.A1907
_ 5432 -
THIS DOCUMENT IS A SUBSTITUTION TO
EX
-NEX
23.A1907
5433
ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT
19.A1907
5436
END OF THIS DOCUMENT.
-- NEX -
4 24.A1907
5323
Video Program Prod -
EX
_28.A1907
5324
Show Producer
EX
28.A1907
5401
Multimedia Manager
EX
26.A1907
5403
Communications Equip. Maint. Specialist
NEX
19.A1907
5404
Comm Repair Wrkr
NEX
21.A1907
5405
Comm Tech
NEX
25.A1907
5406
Comm Tech Supv
NEX
27.A1907
5407
Comm Maint Asst Supt
EX
30.A1907
5408
Comm Tech Supt
EX
33.A1907
5409
Communications Specialist
EX
26.A1907
5410
Microwave Technician
NEX
25.A1907
5411
Communications Technical Operator
EX
25.A1907
5412
Comm Center Supervisor, Police
EX
28.A1907
5413
Emergency Dispatch Assistant
NEX
20.A1907
5414
Police Comm. Records CustodianNEX
-------
22.A1907
5415
---- -
Emergency Dispatcher
-----------
NEX
-
22.A1907
5416
Comm Oper Spvsr
NEX
24.A1907
5417
Emd Quality Assurance Specialist
NEX
24.A1907
5418
Comm Center Supervisor,Medical/Fire
_..- - ----
EX
--
28.A1907
--_- .....- ---
5419
_.__-____
Communications Training Specialist
_.._. inorgp
.._..____ __.---_-_.-- --_
EX
26.A1907
5420
Telc Sys Dev Mgr
EX
33.A1907
5423
Telecommunications Technician (RJ)
NEX
32.A1907
5424
Telecommunications Technician Assistant
NEX
23.A1907
5425
Telecommunications Technician
NEX
08.IT
5426
Telecommunications Technical Specialist
NEX
21.A1907
5430 Broadcast Engineer EX 31.A1907
_ 5432 -
_ _ Videographer/Editor -
EX
-NEX
23.A1907
5433
Audiovisual Technician
19.A1907
5436
Emergency Dispatcher Supervisor, M/F
-- NEX -
4 24.A1907
5446
Emergency Dispatcher Supervisor, Police
-
NEX
24.A1907
5510
- Guard
NEX
13.A1907
5512
City Ranger
-
NEX
14.A1907
5515
Park Ranger
NEX
13.A1907
5516Park
-
Ranger Supervisor
---------_......._...---
EX
24.A1907
------
5517
- --
Senior Park Ranger
-
NEX
-
16.A1907
5520
Stable Attendant
NEX
17.A1907
_5523
_
Stable Attndnt Supvr.
NEX
20.A1907
5529
_ Facility Attend
---NEX
14.A1907
5530
_ _ _
Marinas Faclt Att
--- - - --- .._.... - -- --- - ---
NEX
----.... ----
13.A1907
--------
5560
Jtpa Trainee
- ...... .._--._. ..----
NEX
--- --
06.A1907
-
5711
Administrative Assistant III
EX
...
31.A1907
THIS DOCUMENT IS A SUBSTITUTION TO
ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT
END OF THIS DOCUMENT.
5740 _ Staff Analyst Senior _ EX 28.A1907
6001 Golf Course Attendant NEX 16.A1907
6003
Grounds Tender
NEX
16.A1907
6005
Park Tender I
NEX
17.A1907
6007
Park Tender 11
NEX
19.A1907
6010
Greenskeeper
NEX
18.A1907
6015
Tree Trimmer
NEX
16.A1907
6016
Tree Trim Crew Ldr
NEX
18.A1907 s
6017
Arborist
NEX
22.A1907
6020Cemete
Sexton
NEX
20.A1907
6021 _..... _.. ----
Parks Naturalist
- - --- - ._.._. .. --- ---------
NEX
..._.....
23.A1907
- ----- -
6022
Parks Naturalist Sr.
- ------.-...._
EX
26.A1907
.........- ---.. -
6025
Nursery Tender
NEX
. _..-----
6029
Beach Operations Supv
EX
29.A1907
6035
Parks Supv I
NEX
18.A1907
6036
Parks Supv II
NEX
22.A1907
_ 6047 -�
Parks Recreation Coordinator
EX
29.A1907 i
6048
Superintendent Of Maintenance, Assistant
---- - ......_ ---._..._ - - -- -
-� EX --
-
31.A1907
- _ _.._.. _...
6049
Parks Operations Coordinator
EX
29.A1907
6050
Parks Supt OfEX
-
-........
31.A1907
- -- ----,
6051
Superintendent Of Recreation, Assistant
EX
31.A1907
6052Athletic
Coordinator
EX
30.A1907
6053
Superintendent Of Parks
EX
33.A1907
6054
Superintendent of Parks and Recreation
EX
33.A1907
6055
Sports Turf Manager
EX _._-___
_--._.__----
26.A1907
6059
Asst Stadiums Manager
EX
30.A1907
6060 Stadium Manager EX 32.A1907
6062 Marine Stad Mgr EX _ 27.A1907
6063
Cultural Arts Center Manager -
EX -
31.A1907
_ 6064
Auditorium Manager Asst
_
EX
25.A1907
6065
Auditorium Mgr
EX
29.A1907
6067
Marinas Operations Supervisor
NEX
18.A1907
6068
_ _Marinas Aide
NEX
16.A1907
6069
_Marinas Supervisor
_
NEX
21.A1907
6070
6071
6080
6081
Marinas Manager, Asst.
Marinas Manager
Parks & Recreation Mgr I
Parks & Recreation Mgr II
EX
EX
EX
EX
28.A1907
34.A1907
23.A1907
26.A1907
6082 _.._.._ .
6102
6105
Waterfront Park Manager
--_._... ...._-.. --- -....- ----- -_. _ ... ._-
STEAM Education Coordinator
Lifeguard (P/0)
EX
NEX
EX
26.A1907
- - -
24.A1907
17.A1907
THIS DOCUMENT IS A SUBSTITUTION TO
ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT
END OF THIS DOCUMENT.
6106 Ocean _Rescue _Lifeguard NEX 20.A_1_907_
6107 Pools Supervisor EX - 25.A1907
6108 Senior Ocean Rescue Lifeguard NEX 22.A1907
6109
Lifeguard Sr. (P/0)
EX
19.A1907
6110
Aquatic Program Planner
........._______-. _ - _
EX
29.A1907
_---._..____--
6111
Superintendent of Aquatics
_.....--- -- _
_....._.--- ........--... - ----
EX
--
31.A1907
6115
Irrigation Specialist
NEX
19.A1907
6118
Japanese Garden Specialist
- -- -- ------ - ---- ---- - --
EX
- - --
29.A1907
6119
Cult AM Coord
_ _.._...- --- ------
EX
_.._. --
29.A1907
.....__..
6120
Tennis Supvsr
_.. - _......_ --- .. ..__...- - ._..----
--_. EX
- ._ _. 19.A1907
6121
Special Education Teacher
__.._. ._..._ _ - -- ._ -- ..... ... - - -
-.._... EX
...
25.A1907
6122
Education Initiatives Coordinator
.......... ..........
-
6123
Program Coord.
......- ........ ...._..._ ......--
EX
__...._ 31.A1907
6124 - .
Program Coord, Asst
.. - ................... ......._ .__....--
EX
--..__. ..._....
..... _.. 27.A1907
6125
Therapeutic Recreation Spec
-- - ---
EX
-- --... ......_. ...........
25.A1907
---
6126
._ .._ _ ____-.-
Social Worker
_-_ _-_ _ ___._.._..___.____-._.._...-.
EX
_...............__._._.___-__......._-__.__..-___-.--_..,
22.A1907
6127
Program Assistant
- ._. ..... - - _---. - ----- -
NEX
-...--- - ---
16.A1907
---- _...
6128
Disabilities Program Leader
........ _ ... ... - ....- _..._._
NEX
...._._..- -
22.A1907 .
6129
Pro ram Specialist
- _ . ....... ........- --
.. ___ __.....
....._._..
6131
Disabilities Recreation Leader
----------- . ...- - ...._ ---_. - --
NEX
22.A1907
-
6132
Golf Course Superintendent
_._.. ........-
EX
-- .. _ --
20.A1907
..._....
6133
Licensed Social Worker
_ _ __._. _. .-.__.. _ _-._ w _ .._--
EX
__ .. . _ _
28.A1907
......_ _
6135
Baseball Supv
_._. --- - ._.._...-
EX
.. _.__.....-
20.A1907
-- ----.......
6144
Gen Recreation Prog Planner
EX
29.A1907
6148
Aquatic Specialist
- - - _... ._ ......._ - -
NEX
- -..._ _...._.
18.A1907
.......... ---
6149Rec
Specialist
NEX
18.A1907
6151
Water Sports Inst
NEX
23.A1907
6152
l Boxing_ Supervisor
EX
-----__--25.A1907__'
22.A1907
-6156
Youth Pgm. Spec
-
EX
- -
6160
Fitness Center Specialist -�
EX _
21.A1907_
6161
_ Recreation Aide
-
_-_ NEX
08.A1907__
6162 _
Recreation Asst Supt_-_
----��� EX
2_9.A1907
-
6164
Parks & Recreation Sery Coord-
E X
29.A1907
6170
- -
Events Specialist
- --. --------- --- - -- --
NEX
- -- ---
24.A1907
6172
Special Events Supervisor
--._.
EX
_...__- _.. ---
29.A1907
6300Day
Care Admin
EX
31.A1907
6301
Day Care Adm Ast
EX
25.A1907
6302Day
Care Ctr Supv
EX
25.A1907
6303
Day Care Specialist
NE ....
......
7017
Job Training Program Coordinator
_........ _.... -. _....._... .
NEX
.......- - -
33.A1907
7018
Vocational Counselor
NEX
22.A1907
THIS DOCUMENT IS A SUBSTITUTION TO
ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT
END OF THIS DOCUMENT.
7019
_ Citzn Prgm Supv
-i-
EX
28.A1907
7020
Comm Invol Asst
NEX
19.A1907
7021
Crime Prevention Specialist
_
Y NEX
22.A1907
7031
- - Sanitation Inspector 11
NEX
23.A1907
7032
Sanitation Inspector Chief
EX
26.A1907
7035
Sanitation Inspector I _
-
NEX
21.A1907
7035
Sanitation Inspector
NEX
21.A1907
8008
Secretary III _
- u
NEX
19.A1907
8034
_.._.
Typist Clerk I
-- - - --
NEX13.A1907
- ..._ .......
.
8035
Typist Clerk II
NEX
15.A1907
8037
Typist Clerk III
_._ ____.... ___ ._.
NEX
17.A1907
8040
Receptionist/Typist
_.._ - -
NEX
-----------------
18.A1907
-
8048
Property & Casualty Manager
EX
32.A1907
8051
Claims Supervisor
-- ....-- -----. ---.. - --- -
EX
............ .. ---
30.A1907
8073
Domestic Vlolence Administrator
EX
33.A1907
8075
Deputy Chief Resilience Officer
--------- - --- -- - - .._.. ...._..._....._....._.....
EX
_.. --- ----
21.A1907
- - ----
8082
Admin Asst I
EX
25.A1907
8083
Admin AsstII
- - .......
EX
28.A1907
8101
Secretary IV
NEX
21.A1907
8103
Secretary I
NEX
15.A1907
8104
Secretary II
NEX
17.A1907
8113
Legislative Services Represantive I
NEX
19.A1907
8117
8118
8119
Technical Oper Coord _
:ive Services Representative II
islative Services Representative III
8120
Legislative Services Supervisor
8121
Transcriber
8122
Records Reten Coord
4
- - - - 813 -
-
_ _
Resource Allocation Manager _
8135
Marketing Coordinator
8138
Housing Develop Coord
8140
Agenda Coord, Assistant
EX
24.A1907
_-
NEX
_
22.A1907
EX
25.A1907
EX
EX
29.A1907
24.A1907
EX
25.A1907
- EX
- 35.A1907
EX
28.A1907
EX
32.A1907 .
EX
25.A1907
8142 Community Partnerships Manager EX 30.A1907
8144
8145
8152
8157
8158
8159
_._.... .._..
8160
8162
Grants Coordinator
_ Typist Clerk IV
Fleet Manager
Social Worker
__ Program Specialist
Program Coordinator - Capital Improv
- ------ - ._.... - ----------------_ __
Chief Architect
-..--_ .....__.__
Information Analyst
EX_
33.A1907
NEX
19.A1907
EX
33.A1907
EX
_ 22.A1907
EX
29.A1907
ments Program EX 32.A1907
EX 36.A1907
EX 26.A1907
8466
THIS DOCUMENT IS A SUBSTITUTION TO
EX
22.A1907
8467
ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT
EX
32.A1907
84_68
END OF THIS DOCUMENT.
EX
31.A1907
- 8163 y
Information Analyst Coordinator
EX
31.A1907
8165
-
Information Services Liaison _
-_
NEX
20.A1907
8167
Chief of Code Compliance
EX
32.A1907
8176
Code Enforcement Training Specialist
EX
26.A1907
8177
Code Compliance Field Supervisor --
-
EX
27.A1907
8178
Code Enforcement Coord.
EX
30.A1907
8201
Code Enforcement Assistant
EX
24.A1907
8206
Admin Asst III
EX
31.A1907
8220
-
Chief of Hearing Boards
--- - - - - ._
EX
34.A1907
_._- ...--......... . _
8232
Chief of Environmental Resources
EX
34.A1907
8273
Chief of Solid Waste Operations
EX
34.A1907
8396
Photographer, Senior
EX
26.A1907
8411
_._... -- ------
Administrative Clerk
__. ...... -. - ----- -- _.... _. ----- - --
NEX
..... _.....
17.A1907
--------
8420
.. ..
Media Relations Liaison
EX
19.A1907
---
8423
Parks And Recreation Facility Manager
EX
26.A1907
8424
Special Education Teacher
NEX
2S.A1907
8425
Parks & Recreation Sery Coord
NEX
29.A1907
8426
Program Assistant
NEX
14.A1907
8427
Education Initiatives Coordinator
EX
28.A1907
_.......-....
8435
Property Manager
EX
34.A1907
8437
CIP Technical Administrator
EX
36.A1907
8438
Business Development Coordinator
EX
34.A1907
8439
Business Development SupervisorEX
31.A1907
8440--.---
Development Coordinator
EX
34.A1907
8441
_
Preservation Officer -
EX
34.A1907
`-
Telecommunications Administrator
EX_
34.A1907
_8450_
8452
_
- Youth Program Coordinator
EX
30.A1907
8461
Assistant System Administrator
EX
33.A1907
8463
-`-
Chief Of Urban Design - - -
-EX
- 34:A1907
8464
Chief Of Land Development
EX
34.A1907
8466
Planning Illustrator
EX
22.A1907
8467
Urban Design Coordinator
EX
32.A1907
84_68
Community Planner
EX
31.A1907
8469-
Net Community Services Worker -
NEX
15.A1907
8471
Ada Construction Coordinator
EX
30.A1907
8473
Cip Public Relations Coordinator
EX
32.A1907
8474
_Capital Improvement Assist
EX
26.A1907
8475-
_ Hazard Mitigation/Disaster Recovery Spec
EX
34.A1907
8476
8477
8478
Homeless Program Administrator
Net Community Service Worker Supervisor
Lease Mgmt Specialist
EX
NEX
EX
32.A1907
18.A19 ........ _.
28.A1907
THIS DOCUMENT IS A SUBSTITUTION TO
ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT
END OF THIS DOCUMENT. I
8484
Grant Writer
EX
28.A1907
8490
Insurance Financial Analyst
EX
28.A1907
8510
Records System Coordinator
EX
30.A1907
8514
Records Systems Aide
NEX
20.A1907
8515
Records System Specialist
EX
26.A1907
8560
Grants Financial Supervisor
EX
30.A1907
8561
Budget Systems Developer
EX
32.A1907
8565
Special Projects Manager
EX
34.A1907
8568
---------- - -- - -------- _- ... .. ...... .
8574
8575
8576
8578
8580
Employee Services Aide
Special Events Assistant
Special Events Coord
Special Events Manager
Finance Management Supervisor
Environmental Outreach Liaison
EX
EX
EX
EX
EX
EX
22.A1907
22.A1907
25.A1907
31.A1907
31.A1907
25.A1907
8582
Environmental Coordinator
. .. ....... .
EX
- ----- -
28.A1907
8585
Environmental Compliance Specialist
EX
27.A1907
8587
Resilience Programs Manager
EX
30.A1907
8589
.... . ........... . . ......... .. . ............
8590
8605
8606
Urban Forester
. . . ... .......
Economic Development Project Manager
. . ..... . ........
Project Manager - CipEX
..... ... .. ...
Chief Project Manager
EX
EX
EX
27.A1907
. . .... . . . ....
34.A1907
32.A1907
- -----
36.A1907
8607
8611Audiovisual
--
Senior Project Manager- Cip
Technician
--------
EX
NEX
34.A1907
19.A1907
8612
. .. . . . ........ ........... ..... ... -
8613
............. ...... ...... Video Program Specialist
Chief Communications Engineer
EX
EX
23.A1907
31.A1907
8614
Communications Technical Operator
EX
25.A1907
8615
Producer/Writer/Reporter
EX
26.A1907
8616
Operations Coordinator
EX
30.A1907
8618
Production Manager
EX -
31.A1907
8619
Community Relations Coordinator
EX
27.A1907
8621
Cadd Operator
EX
24.A1907
8622
Community Relations Liaison
EX
27.A1907
8623
Community Relations Outreach Specialist
EX
25.A1907
8624
Community Relations Aide
EX
22.A1907
8625
Project Manager Senior
EX
36.A1907
8626
Research Analyst
-
EX
27.A1907
8628 _
Business Process Analyst
EX
30.A1907
8630
Project Manager
EX
34.A1907
8631
8638
8640
Project Representative Senior
Maintenance Technician
Facility Manager
EX
NEX
EX
31.A1907
20.A1907
30.A1907
THIS DOCUMENT IS A SUBSTITUTION TO
ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT
END OF THIS DOCUMENT.
8642
Facility Maint. Manager
EX
28.A1907
8643
Superintendent Of Solid Waste
EX
31.A1907
8645
Community Programs Administrator
EX
33.A1907v
8649
_ Payroll Manager_ _
EX
34.A1907
8650
Oracle Financial Systems Manager
EX
34.A1907
8651
Applications Support & Integration Manager
EX
19.IT
8653
IT Quality Assurance Manager
EX
35.A1907
8654
Information Technology Customer Service Manager _
-
EX
36.A1907
8656Loan
Review Specialist
- ........- - - -- -- -- - - --
EX
- - -----
26.A1907
--- - .. _.. ---
8657
_._Loan Review Assistant
.. - - --Y ---- - - .._...... - . ---------
-
EX
------
24.A1907
- - ----
8658
8658
Communit Involvement Spec
---
NEX
--........
21.A1907
----
8659
Loan Review Analyst
EX
30.A1907
8660
Sr. Procurement Contract Off.EX
31.A1907
8661
Procurement Aide
N --
-------------
8662
Procurement Card Administrator
EX
25.A1907
8664
Procurement Contracting Manager
EX
33.A1907
_ 8_6_85_
Acquisitions Specialist Supervisor
EX
21.A1907
8688
Professional Engineer III -Floodplain Administrator
EX
35.A1907
8706
Sr. Job Train Spec
- -..
EX
22.A1907
- -
8715
Community Service Provider
._..._._ ..._..._ __-.. _ _......---- ----
NEX
18 A1907
---- -
8718
- -
Clerk I
�.-- --- - - - ------
NEX
- -
12.A1907
-.._-.-............... ._ .
8719
Clerk II
NEX
14.A1907
8720
- -
Employ Interviewer
-- -- -- - -- - ..._ _._...
NEX
17.A1907
__...---- - - ----
8722
Client Sery Coord
EX
32.A1907
8723
Client Services Specialist
8724
Accountant
8726
Account Clerk
8729
Auditor Assistant
-- - -
- 8732
Public Relations Agent
EX 25.A1907
EX 22.A1907
NEX
17.A1907
NEX
19.A1907
EX -
27.A1907 -
8736Public
Information Coord
- -
A _ EX
30.A1907
8737
Chief of Unsafe Structures
EX-
32.A1907
8738
Public Info. Supvr.
EX
27.A1907
8740
Deputy International Affairs Administrator
EX
27.A1907
8741
Intergovernmental Affairs Liaison
EX
30.A1907
8742
Code Compliance Specialist
EX
26.A1907
8743
Chief Elevator Inspector
NEX
32.A1907
8744
Chief Civil Engineer
EX
36.A1907
8745
Chief Of Inspection ServicesEX
33.A1907
8748
Capital Impry Procurement Admin.
.........-------.._._
EX
_._ - - --
36.A1907
8751 Zoning Manager EX 33.A1907
- ---- - -....- -- - --- ......... ...._ _.- ----
8752 Legislative Coord EX 25.A1907
THIS DOCUMENT IS A SUBSTITUTION TO
EX _
22.A1907
EX
ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT
NEX
19.A1907
EX
END OF THIS DOCUMENT.
8759
Financial Reporting Manager
EX
32.A1907-!
8760
Internal Controls and Compliance Manager
EX
- 34.A1907
8764
Financial Dev Coord
EX
31.A1907
8770
Admin Aide I
NEX
20.A1907
8773
Admin Aide II
NEX
22.A1907
8775_
_ Investigator II, Civilian Investigative Panel
EX
28.A1907
8776
------------
Investigator, Civilian Investig. Panel
.
-- .-.__............ ---
EX
26.A1907
8777
.__..._....._. -- -- - --- -----
Civilian Investigative Panel Analyst
--- --
EX
- -- --- -:
26.A1907
8780 ..... _..._._
Film And Culture Administrator
.- . - . ...... ......... .._..... _ ._..-. ....... _-_ ........
EX _..
27.A1907
--
8783
......... .....------- ----._
Cultural Administrator
........_ .._....-- _..... -- -- -- - --- -
EX
- .._.
......... ._
28.A1907
....-...
8784
Cultural Arts Center Manager
__ ....._._ ..... - --.._ - - -
EX
- -
_._._
31.A1907
8785
Auditorium Mgr Assist
.._--- --- - ........ - . .._.-- -
-._
EX
- - _
25.A1907
8786
Convention Center Manager
-.._ ........ _._._- ....._.. ...... . --
EX
- -
--
31.A1907
8789
-
Traffic Engineer
_ - _ ._...._- ---- - ----
EX
......_. --
32.A1907
_.._
8791
Transportation Coordinator
EX
--
36.A1907
8792
Special Projects Assistant
.._. .............. .----._.......... --.....-------.._..- -- -----
EX
--........................_..._....--
25.A1907
- - - --
8793
Spec Projects Coord
EX
_.._..........
29.A1907
8794
Transportation Analyst
_ ._- ...... _ .---__
EX
29.A1907
_. - .._....
8796
Assistant Facility Maintenance Manager
- ................. - ............ _ .........
EX
26.A1907
8801
Client Support Sery Aide
- .. ..
NEX
---
20.A1907
8803
Assessment & Referral Spec. -��- -�
EX
24.A1907
8804
Training Specialist
- -- ._ _._._...- - - ------ -
EX
---.-
25.A1907
_..---.._.
8805
Job Placement Specialist
EX
22.A1907
8806
Skills Coach
EX
23.A1907
8808
Case Management Supervisor
_--
EX
28.A1907
____--____
8809
Case Manager
_ ..----.....-------..__.........----.....-_......... - ...- ........._.............. ---- --
EX
---....._.__._..............--
25.A1907 _
- - . _._.......
8810 -
-- Sr.Job Placement/Marketing Spec-
EX
28.A1907
8811
-- -
Case Management Assistant
EX
22.A1_907
- _8812_- _-
_ --
- - _ - Training Coordinator - -
EX
8813
Training And Development Specialist -
EX
_28.A_19_07
27.A1907
8_815_
--
Contract Compliance Analyst
EX
27.A1907
8816
Contract Compliance Manager
-
EX_-�
34.A1907
8817
Employment Program Analyst Y�
EX
27.A1907
8818
8824
8825
8830
8835
8840
8842
8844
Job Placement/Marketing Coord
--__
_.-__.------
Fiscal Assistant
Fiscal Administrator
Housing Quality Assurance Aide
ousing Quality Assurance Supervisor
Housing Program Manager
..--- .......
Housing Program Analyst
Housing Quality Assurance Monitor
EX
_32.A1907
EX _
22.A1907
EX
30.A1907
NEX
19.A1907
EX
29.A1907
EX 32.A1907
NEX28.A1907
NEX 24.A1907
THIS DOCUMENT IS A SUBSTITUTION TO
ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT
END OF THIS DOCUMENT.
8900 _
8901
8903 -
8905
Grant Funded Hosing QltyAssur Monitor
Grant Funded Housing Qlty Assur Super
-Grant Funded Housing Program Analyst
Grant Funded Assessment/Ref. Spec_
EX
EX
-EX-
EX
24.A1907
29.A1907
28.A1907
24.A1907
_ 8906 i----
Grant Funded Emergency Mgmt Coord.
EX
36.A1907
8910
Grant Funded Environmental Coordinator
- -
EX
28.A1907
8920
Grant Funded Administrative Aide 1
NEX
20.A1907
8921
Grant Funded Administrative Aide II
EX
22.A1907
8923Grant
--
Funded Administrative Asst. I
.........__ -__
EX
25.A1907
8924Grant
---
- --- -- -- --- -
Funded Vista Program Asst.
_... _. ---- -
-
- ---- -
EX
--------.�
24.A1907
8925
-- - - _.._....
Grant Funded Program Specialist
EX
_-
29.A1907
8927
8928
8930
Grant Funded Homeless Housing Specialist
Grant Funded Homeless Housing Supervisor
Grant Funded Contract Compliance Analyst
NEX
EX
EX
17.A1907
25.A1907
Grant Funded Contracts Manager
EX_
..
3_4.A19_07_
8932
_ _
_ - Grant Funded Special Projects Asst
EX
25.A1907
8933
Grant Funded Special Projects Coord
EX
29.A1907
8939
8945
8950Grant
8951
Grant Funded Loan SpecialistEX
Grant Funded Loan Review Specialist
._...... - - .-... .. .... -
Funded Fiscal Assistant
- -- GF Budget and Financial Support Advisor
EX
_ _._....
EX
EX
24.A1907
26.A1907
-- -
22.A1907
27.A1907
8959
-
Grant Funded Clerk I
__-
NEX
08.A1907
8960
_....................____.---__..__....__....
Grant Funded Clerk IIINEX
-.
16.A1907
8972
GF Workforce Program Supervisor
EX
22.A1907
8973
_ e -_ _
GF Workforce Career Advisor
EX
15.A1907
8974
GF Workforce Lead Career Advisor
EX
20.A1907
8975_
GF Workforce Employer Specialist
-
8976
8979
GF Workforce Placement Specialist -
_ GF Workforce Business Consultant
8980
_
_ GF Workforce Employer Consultant
8982
_
GF Workforce Program Workshop Facilitator
8984
GF Workforce Program Customer Service Rep
8986
GF Workforce Program Specialist I
8987
GF Workforce Program Specialist II
8990
Grant Funded Workforce Outreach Specialist
EX
EX
19.A1907
15.A1907
- - -EX -
-19.A1907 - -
EX
19.A1907
EX
19.A1907
NEX 10.A1907
NEX 13.A1907
NEX 15.A1907
NEX 14.A1907
Employees in lob codes 8082, 8083, 8206, 8770, and 8773 are included in the unit, other than those
excluded per the Unit Clarification Petition settlement agreement made and entered on March 24, 2016
and April 26, 2018 between AFSCME Local 1907 and the City of Miami.
All persons who hold interim, provisional, seasonal, part-time or temporary positions are considered
exempt from Appendix A and as such are not entitled to any benefits as specified in this Agreement.
THIS DOCUMENT IS A SUBSTITUTION TO
ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT
END OF THIS DOCUMENT.
In the event there is a discrepancy in pay grade for any particular classification, the higher pay grade will
prevail.
THIS DOCUMENT IS A SUBSTITUTION TO
ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT
END OF THIS DOCUMENT.
fo
13
13
f 71
( ( THIS DOCUMENT IS A SUBSTITUTION TO
ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT
i f END OF THIS DOCUMENT.
f `'��wf Com+ r
I -
!�
r
� 1
� rrr
{ G 9,
1
2G
{3 t
1yi S _
I
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r
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1
1
i
t
I
- -1,�-CQo,
THIS DOCUMENT IS A SUBSTITUTION TO
ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT
END OF THIS DOCUMENT.
Ci ('Y OF IMIAly'li. FLORIDA
Alan Dodd
TO Director DATE: September 4.1-018
Department of Public Works
suB''Ec` Public. Forks Supervisor
MOM : j
REFERENCES
Joe Napoli .
Deputy City Manager � acLosuad-U
City Manager's Office
Effective upon .ratification of the October 1, 201-7 — September 30. 2020 AFSCME
1907 Collective Bargaining Agreement, bargaining unit members in the Public Works
Supervisor exempt classification will receive compensatory time on anhour-for-hour
basis when thev are recalled to duty= during off-duty hours. All parties agree that the
exempt status of the Public Works Supervisor classification will not change or be
affected by the agreement to provide this additional benefit.
c. AFSCNIE Local 1907
Department of Human Resources, Labor Relations Division
THIS DOCUMENT IS A SUBSTITUTION TO
ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT
END OF THIS DOCUMENT.
INTER -OFFICE ME-10RAt~1DUM
Mario Nunez
'tea Director
Department of Solid Waste
Joe Napoli
fDeput}- City Manager �
Cite Manager's Office E
ATF September 4. 2018
SuBjECT Chief Sanitation Inspector
P:E:`EREN uE5
ENCLOSURES
Effective upon ratification of the October 1, 2017 — September 30. 2020 AFSCME
1901 Collective Bargaining ;=agreement, bargaining unit members in the Chief
Sanitation Inspector exempt classification will receive compensatory time on an hour -
for -hour basis when they are recalled to duty during off-duty hours. All parties agree
that the exempt status of the Chief Sanitation Inspector classification will not change
or be affected by the agreement to provide this additional benefit.
c. AFSCINtE Local 1907
Department of Human ReSOUrces.. Labor Relations Division
THIS DOCUMENT IS A SUBSTITUTION TO
ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT
END OF THIS DOCUMENT.
MEMORANDUM OF UNDERSTANDING BETWEEN AFSCME LOCAL 1907 AND CITY OF MIAMI
August 9, 2018
WHEREAS the Parties have tentatively agreed in Article 52.6 that effective September 30, 2020,
the service retirement benefit for employees hired prior to October 1, 2010, shall be equal to three
percent (3%) of the member's highest one year of compensation multiplied by the number of years of
creditable service; and
WHEREAS there is a possibility that the City may secure additional funding prior to September 30,
2018, that, subject to Commission approval, may be used and/or expended to fund an expedited
implementation of the foregoing benefit.
NOW THEREFORE, the parties agree that if by September 30, 2018, the City secures the necessary
funding and approves the use and/or expenditure of the necessary funding to accelerate the
implementation of the foregoing benefit as tentatively agreed in Article 52.6 of the collective bargaining
agreement, then the benefit shall take effect on October 1, 2018.
AGREED TO this 9 day of August, 2018.
� \�r
For the City of Miami For AFSCME Local'1907
IT Schedule
1/7/2018
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26.7375
28.0744
29.4781
30.9520
32.4996
34.1246
35.8308
37.6223
39.5034
20.9495
21.9970
23.0968
24.2517
25.4643
26.7375
28.0744
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37.6723
135.8308
37.6223
39.5034
41.478E
435525
45.7302
i 37.6223
395034 41.4786 43.5525
45.7302
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52.9384
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29.4781
29.4781
30.9520
32.4996
34.i246
35.8308
37.6223
37.6223
39.5034
39.5034
41.4786
41.4786
43.5525
43.5525
45.7302
45.7302
48.0167
48.0167
50.4175
50.4175
52.9384
52.9384
55.5853
55,5853
58.3646
30.9520
32.4996
34.1246 35.5308
30.9520
32.4996
34.1246
35.8308
1 37.6223
39.5034
41.4786
43.5525
45.7302
48.0167
50.4175
52.9384
55.5853
58.3646
61.2828
32.4996
34.1246
35.8308
37.6223
39.5034
1 41.4786
43.5525
45.7302
48.0167
50.4175
52.9384
55.5853
58.3646
61.2828
64.3469
34.1246
35.8308
37.6223
39.5034
41.4756
43.5525
45.7302
48.0167
50.4175
52.9384
55.5853
58.3646
61.2828
64.3469
67.5643
4r
35.8308
37.6223
39.5034
41.4786
43.5525
45.7302
48.0167
50.4175
52.9384
55.5853
58.3646
61.2828
64.3469
67.5643
1 70.9425
37.6223
39.5034
41.4786
43.5525
45.7302
48.0167
50.4175
52.9384
55.5853
58.3646
61.2828
64.3469
67.5643
70.9425
74.4896
39.5034
41.4786
43.5525
45.7302
48.0167
50.4175
52.9384
55.5853
58.3646
61.2828
64.3469
67.5643
70.9425
74.4896
78.2141
41.4786
43.5525
45.7302
48.0167
50.4175
52.9384
55.5853
58.3646
61.2828
64.3469
67.5643
70.9425
74.4896
78.2141
82.1248
43.5525
45.7302
48.0167
50.4175
52.9384
55.5853
58.3646
61.2828
64.3469
67.5643
70.9425
74.4896
78.2141
82.1248
86.2311
;'11,`•y 1.. t .
45.7302
48.0167
50.4175
52.9384
55.5853
58.3646
61.2828
64.3469
67.5643
70.9425
74.4896
78.2141
82.1248
86.2311
90.5426
48.0167
50.4175
1 52.9384
1 55.5853
1 58.3646
61.2828
64.3469
67.5643
70.9425
1 74.4896
78.2141
82.1248
86.2311
90.5426
95.0697
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2 yr
2 yr
2 yr
2 yr
2 yr
2 yr
2 yr
2 yr
d
20.3509
21.3685
22.4369
23.5587
24.7367
25.9736
27.2723
28.6359
30.0677
31.5710
33.1496
34.8071
36.5474
38.3747
40.2935
21.3685
22.4369
23.5587
24.7367
25.9736
27.2723
28.6359
30.0677
31.5710
33.1496
34.8071
36.5474
38.3747
40.2935
42.3082
22.4369
23.5587
24.7367
25.9736
27.2723
28.6359
30.0677
31.5710
33.1496
34,8071
36.5474
38.3747
40.2935
42.3082
44.4236
23.5587
24.7367
25.9736
27.2723
28.6359
30.0677
31.5710
33.1496
34.8071
36.5474
38.3747
40.2935
42.3082
44.4236
46.6448
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25.9736
27.27231
28.6359
30.0677
31.5710
33.1496
34.8071
36.5474
38.3747
40.2935
42.3082
44.4236
46,6448
48.9770
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rid: 25.9736
27.2723
28.6359
30.0677
31.5710
33.1496
34.8071
36.5474
38.3747
40.2935
42.3082
44.4236
46.6448
48.9770
51.4259
°+
27.2723
28.6359
30.0677
31.5710
33.1496
34.8071
36.5474
38.3747
40.2935
42.3082
44.4236
46.6448
48.9770
51.4259
53.9972
28.6359
30.0677
31.5710
33.1496
34.8071
36.5474
38.3747
40.2935
42.3082
44.4236
46.6448
48.9770
51.4259
53.9972
56.6970
30.0677
31.5710
33.1496
34.8071
36.5474
38.3747
40.2935
42.3082
44.4236
46.6448
48.9770
51.4259
53,9972
56.6970
59.5319
+
" G 31.5710
33.1496
34.8071
36.5474
38.3747
40.2935
42.3082
44.4236
46.6448
48.9770
51.4259
53.9972
56.6970
59.5319
62.5085
.
° 33.1496
34.8071
36.5474
38.3747
40.2935
42.30821
44.4236
46.6448
48.9770
51.4259
53,99721
56.6970
59.5319
62.5085
65.6338
ff, 34.8071
36.5474
38.3747
40.2935
42.3082
44.4236
46.6448
48.9770
51.4259
53.9972
56.6970
59.5319
62.5085
65.6338
68.9156
.
36.5474
38.3747
40.2935
42.3082
44.4236
46.6448
48.9770
51.4259
53.9972
56.6970
59.5319
62.5085
65.6338
68.9156
72.3614
ka? 38.3747
40.2935
42.3082
44.4236
46.6448
48.9770
51.4259
53.9972
56.6970
59.5319
62.5085
65.6338
68.9156
72.3614
75.9794
6 40.2935
42.3082
44.4236
46.6448
48.9770
51.4259
53.99721
56.6970
59.5319
62.5085
65.6338
68.91561
72.3614
75.9794
79.7784
42.3082
44.4236
46.64481
48.97701
51.4259
53.9972
56.6970
59.5319
62.5085
65.63381
68.9156
72.3614
75.9794
79.7784
83.7673
44.4236
46.6448
48.9770
51.4259
53.99721
56.6970
59.5319
62.5085
65.6338
68.9156
72.3614
75.9794
79.7784
83.7673
87.9557
46.6448
48.9770
51.4259
53.9972
56.6970
59.5319
62.5085
65.6338
68.9156
72.3614
75.9794
79.7784
83.7673
87.9557
92.3535
F
48.9770
51.4259
53,9972
56.6970
59,53191
62.5085
65.6338
68.9156
72.3614
75.97941
79.7784
83.7673
87.9557
92.3535
96.9711
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2 yr
13
2 yr
14
2 yr
15
2 yr
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20.7579
21.7959
22.8856
24.0299
25.2314
26.4931
27.8177
29.2086
30.6691
32.2024
33.8126
35.5032
37.2783
39,1422
41.0994
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21.7959
22.8856
24.0299
25.2314
26.4931
27.8177
29.2086
30.6691
32.2024
33.8126
35.5032
37.2783
39.1422
41.0994
43.1544
22.8856
24.0299
25.2314
26,4931
27,8177
29.2086
30.6691
32.2024
33.8126
35.5032
37.2783
39.1422
41.0994
43.1544
45.3121
24.0299
25.2314
26.4931
27.8177
29.2086
30.6691
32.2024
33.8126
35.5032
37.2783
39.1422
41.0994
43.1544
45.3121
47.5777
25.2314
26.4931
27.8177
29.2086
30.6691
32,20241
33.8126
35.5032
37.27831
39.1422
41,0994
43.15441
45.3121
47.5777
49,9565
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26.4931
27.8177
29.2086
30.6691
32.2024
33.8126
35.5032
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52.4544
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29.2086
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47.5777
49.9565
52.4544
55.0771
29.2086
30.6691
32.2024
33.8126
35.5032
37.2783
39.1422
41.0994
43.1544
45.3121
47.5777
49.9565
52.4544
55.0771
57.8309
30.6691
32.2024
33.8126
35.5032
37.2783
39.1422
41.0994
43.1544
45.3121
47.5777
49.9565
52.4544
55.0771
57.8309
60,7225
32.2024
33.8126
35.5032
37.2783
39.1422
41.0994
43.1544
45.3121
47.5777
49.9565
52.45441
55.0771
57.8309
60.7225
63.7587
33.8126
35.5032
37.27831
39.1422
41.0994
43.15441
45.3121
47.5777
49.95651
52.4544
55.0771
57.8309
60.7225
63.7587
66.9465
35.5032
37.2783
39.1422
41.0994
43.1544
45.3121
47.5777
49.9565
52.4544
55.0771
57.8309
60.7225
63.7587
66.9465
70.2939
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37.2783
39.1422
41.0994
43.1544
45.3121
47.5777
49.9565
52.4544
55.0771
57.8309
60.7225
63.7587
66.9465
70.2939
73.8086
1$' 39.1422
41.0994
43.1544
45.3121
47.5777
49.9565
52.4544
55.0771
57.8309
60.7225
63.7587
66.9465
70.2939
73.8086
77.4990
"M "A'
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43.1544
45.3121
47.5777
49.9565
52.4544
55.0771
57.8309
60.7225
63.7587
66.9465
70.2939
73.8086
77.4990
81.3740
43.1544
45.3121
47.5777
49.9565
52.4544
55.0771
57.83091
60.72251
63.7587
66.9465
70.2939
73.80861
77.4990
81.3740
85.4426
45.3121
47.57771
49.95651
52.4544
55.0771
57,83091
60.72251
63.75871
66.94651
70.2939
73.8086
77.4990
81.3740
85.4426
89,7148
47.5777
49.95651
52.45441
55.0771
57.8309
60.72251
63.75871
66.94651
70.29391
73.8086
77.4990
81.3740
85.4426
89.7148
94.2006
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52.45441
55.07711
57.8309
60.7225
63.75871
66.94651
70.29391
73.80861
77.4990
81.3740
85.4426
89.7148
94,20061
98.9105
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10/1/2017
INS
lyr
lyr
lyr
lyr
lyr
lyr
lyr
2yr
2yr
2yr
2yr
2yr
2yr
2yr
2yr
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
01.INS
30.7019
32.2370
33.8489
35.5414
37.3184
39.1844
41.1437
43.2009
45.3609
47.6290
50.0104
52.5109
55.1365
57.8933
60.788
03.INS
33.7722
35.4607
37.2338
39.0955
41.0502
43.1027
45.2579
47.5208
49.8968
52.3917
55.0113
57.7619
60.6500
63.6825
66.8666
0S.INS 1
37.14931
39.0068
40.95711
43,00501
45.15521
47.41301
49.78361
52.27281
54.89641
57.63081
60.51231
63.53791
66.71491
70.0506
73.5531
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1yr
1yr
1yr
1yr
1yr
1yr
2yr
2yr
2yr
2yr
2yr
2yr
2yr
2yr
IN5lyr
5.00%1
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
MANS
31.3159
32.8817
34.5259
36.2522
38.0648
39.9681
41.9666
44.0649
46.2681
48.5816
51.0106
53.5611
56.2392
59.0512
62.0038
03.INS
34.4476
36.1699
37.9785
39.8774
41.8712
43.9648
46.1631
48.4712
50.8947
53.4395
56.1115
58.9171
61.8630
64.9562
68.2039
05.INS
37.8923
39.7869
41.7762
43.8651
46.0583
48.3613
50.7793
53.3183
55.9841
58.7834
61.7225
64.8087
68,0492
71.4516
75.0242
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INS
1yr
1yr
1yr
1yr
1yr
lyr
1yr
2yr
2yr
2yr
2yr
2yr
2yr
2yr
2yr
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.000%
5.00%
01.INS
31.9422
33,5393
35.2164
36.9772
38,8261
40.7675
42.8059
44.9462
47.1935
49.5532
52.0308
54.6323
57.3640
60.2322
63.2439
03.INS
35.1366
36.8933
38.7381
40.6749
42.7086
44.8441
47.0864
49.4406
51.9126
54.5083
57.2337
60.0954
63.1003
66.2553
69.5680
05.INS
38.6501
40.5826
42.6117
44.7424
46.9795
49.3285
51.7949
54.3847
57.1038
59.9591
62.9570
66.1049
69.4102
72.8806
76.5247
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AFSCME
lyr
lyr
lyr
lyr
lyr
lyr
lyr
2yr
2yr
2yr
2yr
2yr
2yr
2yr
2yr
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
04.A1907
8.8304
9.2719
9.7355
10.2222
10.7333
11.2701
11.8336
12.4252
13.0465
13.6988
14.3837
15.1029
15.8581
16.6510
17.4835
05.A1907
9.2719
9.7355
10.2222
10.7333
11.2701
11.8336
12.4252
13.0465
13.6988
14.3837
15.1029
15.8581
16.6510
17.4835
18.3577
06.A1907
9.7355
10.2222
10.7333
11.2701
11.8336
12.4252
13.0465
13.6988
14.3837
15.1029
15,8581
16,6510
17.4835
18.3577
19.2755
07.A1907
10.2222
10.73331
11.2701
11.8336
12.4252
13.0465
13.6988
14.3837
15.1029
15.8581
16.65101
17.4835
18.3577
19.27551
20.2393
08.A1907
10.7333
11.2701
11.8336
12.4252
13.0465
13.6988
14.3837
15.1029
15.8581
16.6510
17.4835
18.3577
19.2755
20.2393
21.2513
09.A1907
11.2701
11.8336
12.4252
13.0465
13.6988
14.3837
15.1029
15.8581
16.6510
17.4835
18.3577
19.2755
20.2393
21.2513
22.3138
10.A1907
11.8336
12.4252
13.0465
13.6988
14.3837
15.1029
15.8581
16.6510
17.4835
18.3577
19.2755
20.2393
21.2513
22.3138
23.4295
ll.A1907
12.4252
13.0465
13.6988
14.3837
15.1029
15.8581
16.6510
17.4835
18.3577
19.2755
20.2393
21.25131
22.3138
23.4295
24.6010
12.A1907
13.0465
13.6988
14.3837
15.1029
15.SS811
16.6510
17.4835
18.3577
19.2755
20.2393
21.2513
22.3138
23.4295
24.6010
25.8311
13.A1907
13.6988
14.3837
15.1029
15.8581
16.6510
17.4835
18.3577
19.2755
20.2393
21.2513
22.3138
23.4295
24.6010
2S.83111
27.1227
14.A1907
14.3837
15.1029
15.8581
16.6510
17.4835
18.3577
19.2755
20.2393
21.2513
22.3138
23.4295
24.6010
25.8311
27.12271
28.4788
15.A1907
15.1029
15.8581
16.6510
17.4835
18.3577
19.2755
20.2393
21.2513
22.3138
23.4295
24.6010
25.8311
27.1227
28.4788
29.9028
16.A1907
15.8581
16.6510
17.4835
18.3577
19.2755
20.2393
21.2513
22.3138
23.4295
24.6010
25.8311
27.1227
28.4788
29.9028
31.3978
17.A1907
16.6510
17.4835
18.3577
19.2755
20.2393
21.2513
22.3138
23.4295
24.6010
25.8311
27.1227
28.4788
29.9028
31.3978
32.9677
18.A1907
17,4835
18.3577
19.2755
20.2393
21.2513
22.3138
23,4295
24.6010
25.8311
27.1227
28.4788
29.9028
31.3978
32.9677
34.6161
19.A1907
18.3577
19.2755
20.2393
21.2513
22.3138
23.4295
24.6010
25.8311
27.1227
28.4788
29.9028
31.3978
32.9677
34.6161
36.3470
20.A1907
19.2755
20.2393
21,2513
22.3138
23.4295
24,6010
25,8311
27.1227
28.4788
29.9028
31.3978
32.9677
34.6161
36.3470
38.1643
21.A1907
20.2393
21.2513
22.3138
23.4295
24.6010
25.8311
27.1227
28.4788
29.9028
31.3978
32.9677
34.6161
36.3470
38.1643
40.0725
22.A1907
21.2513
22.3138
23,4295
24.6010
25.8311
27.1227
28.4788
29.9028
31.3978
32.9677
34.61611
36.3470
38.1643
40.0725
42.0761
23.A1907
22.3138
23.4295
24.6010
25.8311
27.1227
28.4788
29.9028
31.3978
32.9677
34.6161
36.3470
38.1643
40.0725
42.0761
44.1799
24.A1907
23.4295
24.6010
25.8311
27.1227
28.4788
29.9028
31.3978
32.9677
34.6161
36.3470
38.1643
40,0725
42.0761
44.1799
46.3889
25.A1907
24.6010
25.8311
27.1227
28.4788
29.9028
31.3978
32.9677
34.6161
36.3470
38.1643
40.0725
42.0761
44.1799
46.3889
48.7084
26.A1907
25.8311
27.1227
28.4788
29.9028
31.3978
32.9677
34.6161
36.34701
38.1643
40.0725
42.0761
44.1799
46.3889
48.7084
51.1438
27.A1907
27.1227
28.4788
29.9028
31.3978
32.9677
34.61611
36.3470
38.16431
40.0725
42.0761
44.1799
46.3889
48.7084
51.1438
53.7010
28.A1907
28.4788
29.90281
31.3978
32.9677
34.6161
36.3470
38.1643
40.07251
42.0761
44.17991
46.3889
48.7084
51.1438
53.7010
56.3860
29.A1907
29.9028
31.3978
32.9677
34.6161
36.3470
38.1643
40.0725
42.0761
44.1799
46.3889
48.7084
51.1438
53.7010
56.3860
59.2053
30.A1907
31.3978
32.9677
34.6161
36.3470
38.1643
40.0725
42,0761
44.1799
46.3889
48.7084
51.1438
53.7010
56.38601
59,2053
62.1656
31.A1907
32.9677
34.6161
36.3470
38.1643
40.0725
42.0761
44.1799
46.3889
48.7084
51.1438
53.7010
56.3860
59.2053
62.1656
65.2739
32.A1907
34.6161
36.3470
38.1643
40.0725
42.07611
44.1799
46.3889
48.7084
51.1438
53.7010
56.3860
59.2053
62.1656
65.2739
68.5375
33.A1907
36.3470
38.1643
40.0725
42.0761
44.1799
46.3889
48.7084
51.1438
53.7010
56.3860
59.20531
62.1656
65.2739
68.53751
71.9645
34,A1907
38.1643
40.0725
42.0761
44.1799
46.3889
48.7084
51.1438
53.70101
56.3860
59.2053
62.1656
65.2739
68.5375
71.9645
75.5627
35.A1907
40.0725
42.0761
44.1799
46.3889
48.7084
51.1438
53.7010
56.3860
59.2053
62.1656
65.2739
68.5375
71.9645
75.5627
79.3408
36.A1907
42.0761
44.1799
46.3889
48.7084
51.1438
53.7010
56.3860
59.2053
62.1656
65.2739
68.5375
71.9645
75.5627
79.3408
83.3078
37.A1907
44.1799
46.3889
48.7084
51.1438
53.7010
56.3860
59.2053
62.1656
65.2739
68.5375
71.9645
75.5627
79.3408
83.3078
87.4733
38.A1907
46.3889
48.7084
51.1438
53.7010
56.38601
59.2053
62.1656
65.2739
68.5375
71.96451
75.5627
79.3408
83.3078
87.4733
91.8469
39.A1907
48.7084
51.1438
53.7010
56.3860
59.20531
62.16561
65.27391
68.5375
71.9645
75.56271
79.34081
83.30781
87.4733
91.84691
96.4392
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AFSCME
lyr
lyr
lyr
lyr
lyr
lyr
lyr
2yr
2yr
2yr
2yr
2yr
2yr
yr
2yr
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
04.A1907
9.0070
9.4573
9.9302
10.4266
10.9480
11.4955
12.0703
12.6737
13.3074
13.9728
14.6714
15.4050
16.1753
16.9840
17,8332
05.A1907
9.4573
9.9302
10.4266
10.9480
11.4955
12.0703
12.6737
13.3074
13.9728
14.6714
15.4050
16.1753
16.98401
17.8332
18.7249
06.A1907
9.9302
10.4266
10.9480
11.4955
12.0703
12.6737
133074
13.9728
14.6714
15,4050
16.1753
16.9840
17.8332
18.7249
19.6610
07.A1907
10.4266
10.94801
11.4955
12.0703
12.6737
13.30741
13.9728
14.6714
15.40501
16.1753
16.98401
17.8332
18.72491
19.6610
20.6441
08.A1907
10.9480
11.4955
12.0703
12.67371
13.3074
13.97281
14.6714
15.4050
16.1753
16.9840
17,83321
18.7249
19.6610
20.6441
21.6763
09.A1907
11.4955
12.0703
12.6737
13.3074
13.9728
14.6714
15.4050
16.1753
16.9840
17.8332
18.7249
19.6610
20.6441
21.6763
22.7601
10.A1907
12.0703
12,6737
13.3074
13.9728
14.6714
15.4050
16.1753
16.9840
17.8332
18.7249
19.6610
20.6441
21.6763
22.7601
23.8981
11.A1907
12.6737
13.3074
13.9728
14.6714
15.4050
16.1753
16.9840
17.8332
18.7249
19.6610
20.6441
21.6763
22.7601
23.8981
25.0930
12.A1907
13.3074
13.9728
14.6714
15.4050
16.1753
16.9840
17.83321
18.7249
19.6610
20.6441
21.6763
22.76011
23.8981
25.0930
26.3477
13.A1907
13.9728
14.6714
15.4050
16.1753
16.9840
17.8332
18.7249
19.66101
20.6441
21.6763
22.7601
23.8981
25.0930
26.3477
27.6652
14.A1907
14.6714
15.4050
16.1753
16.98401
17.8332
18.7249
19.6610
20.6441
21.6763
22.7601
23.8981
25.0930
26.3477
27.6652
29.0484
15.A1907
15.4050
16.1753
16.9840
17.8332
18.7249
19.6610
20.6441
21.6763
22.7601
23.8981
25.0930
26.3477
27.6652
29.0484
30.5009
16.A1907
16.1753
16.9840
17.8332
18.7249
19.6610
20.6441
21.6763
22.7601
23.8981
25.0930
26.3477
27.6652
29.0484
30.5009
32.0258
17.A1907
16.9840
17.8332
18.7249
19.6610
20.6441
21.6763
22.7601
23.8981
25.0930
26.3477
27.6652
29.0484
30.5009
32.0258
33.6271
18.A1907
17.8332
18.72491
19.6610
20.6441
21.67631
22.7601
23.8981
25.0930
26.3477
27.6652
29.0484
30.5009
32.0258
33.6271
35.3084
19.A1907
18.7249
19.6610
20.64411
21.6763
22.7601
23.8981
25.09301
26.3477
27.6652
29.04841
30.5009
32.0258
33.6271
35.3084
37.0739
20.A1907
19.6610
20.6441
21.6763
22.7601
23.8981
25.0930
26.3477
27,6652
29.0484
30.5009
32.0258
33.6271
35.3084
37.0739
38.9276
21.A1907
20.6441
21.6763
22.7601
23.8981
25.0930
26.3477
27.6652
29.0484
30.5009
32.0258
33.6271
35.3084
37.0739
38.9276
40.8740
22.A1907
21.6763
22.7601
23.8981
25.0930
26.3477
27.6652
29.0484
30.5009
32.0258
33.6271
35.3084
37.0739
38.9276
40.8740
42.9176
23.A1907
22.7601
23.8981
25.0930
26.3477
27.6652
29.0484
30.5009
32.0258
33.6271
35.3084
37.0739
38.9276
40.8740
42.9176
45.0635
24.A1907
23.8981
25.09301
26.3477
27.6652
29.0484
30.5009
32.0258
33.62711
35.3084
37.0739
38.92761
40.8740
42.9176
45.06351
47.3167
25.A1907
25.0930
26.3477
-27. - 6652
29.0484
30.5009
32.0258
33.6271
35.3084
37.0739
38.9276
40.8740
42.9176
45.0635
47.3167
49.6826
26.A1907
26.3477
27.6652
29.484
30.5009
32.0258
33.6271
35.3084
37.0739
38.9276
40.8740
42.9176
45.0635
47.3167
49.6826
52.1667
27.A1907
27.6652
29.0484
30.5009
32.0258
33.6271
35.3084
37.0739
38.9276
40.8740
42.9176
45.0635
47.3167
49.6826
52.1667
54.7750
28.A1907
29.0484
30.5009
32.0258
33.6271
35-30841
37.0739
38.9276
40.8740
42.9176
45.0635
47.3167
49.6826
52.1667
54.7750
57.5137
29.A1907
30.5009
32.0258
33.6271
35.3084
37.0739
38.9276
40.8740
42.9176
45.0635
47.3167
49.6826
52.1667
54.7750
57.5137
60.3894
30.A1907
32.0258
33.62711
35.3084
37.0739
38.9276
40.8740
42.9176
45.06351
47.3167
49.6826
52.16671
54,7750
57.5137
60.3894
63.4089
31.A1907
33.6271
35.3084
37.0739
38.9276
40.8740
42.9176
45.0635
47.3167
49.6826
52.1667
54.77501
57.5137
60.3894
63.4089
66.5794
32.A1907
35.3084
37.0739
38.9276
40.8740
42.9176
45.0635
47.3167
49.6826
52.1667
54.7750
57.5137
60.3894
63.4089
66.5794
69.9083
33.A1907
37.0739
38.9276
40.8740
42.9176
45.0635
47.3167
49.6826
52.1667
54.7750
57.5137
60.3894
63.4089
66.5794
69.9083
73.4038
34.A1907
38.9276
40.8740
42.9176
45.0635
47.31671
49.6826
52,1667
54.7750
57.51371
60.3894
63.4089
66.57941
69.9083
73.4038
77.0740
35.A1907
40.8740
42.9176
45.0635
47.3167
49.6826
52.1667
54.7750
57.5137
60.3894
63.4089
66.5794
69.9083
73.4038
77.0740
80.9276
36.A1907
42,9176
45.0635
47.3167
49.6826
52.1667
54.7750
57.5137
60.3894
63.4089
66,5794
69.9083
73.4038
77.0740
80.9276
84.9740
37.A1907
45.0635
47.3167
49.6826
52.1667
54.7750
57.5137
60.3894
63.4089
66.5794
69.9083
73.4038
77.0740
80.9276
84.9740
89.2228
38.A1907
47.3167
49.6826
52.1667
54.7750
57.5137
60.3894
63.4089
66.5794
69.9083
73.4038
77.0740
80.9276
84.9740
89.2228
93.6838
39.A1907
49.6826
52.1667
54.7750
57.51371
60.3894
63.40891
66.5794
69.9083
73.4038
77.0740
80.9276
84.9740
89.22281
93.68381
98.3680
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Oct 2019
c" 1
AFSCME
1yr
1yr
1yr
1yr
1yr
1yr
1yr
2yr
2yr
2yr
2yr
2yr
2yr
2yr
2yr
_
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
04.A1907
9.1871
9.64G4
10.1288
10.6351
1.1.1670
11,7254
12.3117
12.9272
13.5735
14.2523
14.9648
15.7131
16.4988
17.3237
18.1899
05.A1907
-06.A1907
9.6464
10.1288
10.6351
11.1670
11.7254
_12.3117
_12.9272
13.5735
14.2523
14,9648
15.7131
16.4988
17.3237
18.1899
19.0994
10.1288
10.6351
11.1670
11.7254
12.31171
12.9272
13.5735
14.2523
14.9648
15.7131
16.4988
17.3237
18.1899
19.0994
20.0542
07.A1907
10.6351
11.1670
11.7254
12.3117
1.2.9272
13.5735
14.2523
14.9648
15.7131
16.4988
17.3237
18.1899
19.0994
20.0542
21.0570
08.A1907
11,1670
11.7254
1.2.311.7
1.2.9272
1.3.5735
1.4..2523
1.4.9648
15.7131.
16.4988
17.3237
18.1899
19.0994
20.0542
21.0570
22.1098
09.A1907
10.A1907
11 A1907
12.A1907
11..72541
1.2.311.7
12.9272
1A.5735
12.31171
12.92721
Y-1.5735
14.2523
:1.2.9272
13.573
:14.25 2'1
14.9648
1 ! /4
1' 2523
:14.9G48
1.5.7131
1.., 4 1 al
4 0(4..1
/'1111
(491;};1
14.964s
:.]l a l
A9f'
~ :1'/.32 37
1-15.713 1
f
1/.'I 2'1
18,1899
1649881
'1 1 323'/
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19 09941
17.3237
118.1.899
19.0904
20.0542
1St 1899
10.099.1
- 10054'1
21.0-570
19.099/1
2,().0542
- /1 0S%0
22.10981
20,0541
21.0570
22.1098
23.2153
21.0570
22.1098 -
23 21.5'3
24.37611
22.1098
23.2153
24.3761
255949
23.2153
24.3761
25.5949
26.8747
13.A1907
14.2523
14.9648
15.7131
16.4988
17.323%
18.1899
19.0994
20.0542
-
21.0570
22.1098
23.2153
24.3761
25.5949
26.8747
28.2185
14.A1907
14.9648
15.7131
16.4988
17.3237
18.1899
19.0994
20.0542
21.0570
22.1098
23.2153
24.3761
25.5949
26.8747
28.2185
29.6294
15.A1907
15.7131
16.4988
17.32371
18.1899
19.0994
20.0542
21.0570
22.1098
23.2153
24.3761
25,5949
26.8747
28.2185
29.6294
31.1109
16.A1907
16.4988
17.3237
18.1899
19.0994
20.0542
21.0570
22.1098
23.2153
24.3761
25.5949
26.8747
28.2185
29.6294
31.1109
32.6663
17.A1907
17.3237
18.1899
19.0994
20.0542
21.0570
22.1098
23.2153
24.3761
25.5949
26.8747
28.2185
29.62941
31.1109
32.6663
34.2996
18.A1907
18.1899
19.0994
20.0542
21.0570
22.1098
23.2153
24.3761
25.5949
26.8747
28.2185
29.6294
31.11091
32.6663
34.2996
36.0146
19.A1907
19.0994
20.0542
21.0570
22.1098
23.2153
24.37611
25.5949
26.8747
28.21851
29.6294
31.1109
32.6663
34.2996
36.0146
37.8154
20.A1907
20.0542
21.0570
22.1098
23.2153
24.3761
25.5949
26.8747
28.2185
29.6294
31.1109
32.6663
34.2996
36.0146
37.8154
39.7062
21.A1907
21.0570
22.1098
23.2153
24.3761
25.5949
26.8747
28.2185
29.6294
31.1109
32.6663
34.2996
36.0146
37.8154
39.7062
41.6915
22.A1907
22.1098
23.2153
24.3761
25.5949
6.8747
28.2185
29.6294
31.1109
32.6663
34.2996
36.0146
37.8154
39.7062
41.6915
43.7760
23.A1907
23.2153
24.3761
25.5949
26.8747
28.2185
29.6294
31.1109
32.6663
34.2996
36.0146
37.8154
39.7062
41.6915
43.77601
45.9648
24.A1907
24.3761
25.5949
26.8747
28.2185
29.6294
31.1109
32.6663
34.2996
36.0146
37,8154
39.7062
41.69151
43.7760
45.9648
48.2630
25.A1907
25.5949
26.8747
28.2185
29.6294
31.1109
32.6663
34.2996
36.0146
37.8154
39.7062
41.6915
43.77601
45.9648
48.2630
50.6763
26.A1907
26.8747
28.21851
29.6294
31.1109
32.6663
34.2996
36.0146
37.8154
39.7062
41.6915
43.7760
45.9648
48.2630
50,6763
53.2100
27.A1907
28.2185
29.6294
31.1109
32.6663
34.2996
36.0146
37.8154
39.7062
41.6915
43.7760
45.9648
48.2630
50.6763
53.2100
55.8705
28.A1907
29.6294
31.1109
32.6663
34.2996
36.0146
37.8154
39.7062
41.6915
43.7760
45.9648
48.2630
50.6763
53,2100
55.8705
58.6640
29.A1907
31.1109
32.6663
34.2996
36.0146
37.8154
39.7062
41.6915
43.7760
45.9648
48.2630
50.6763
53.2100
55.8705
58.6640
61.5972
30.A1907
32.6663
34.2996
36.0146
37.8154
39.7062
41.6915
43.7760
45.9648
48.2630
50.6763
53.2100
55.8705
58.6640
61.5972
64.6771
31.A1907 1
34.2996
36.0146
37.81541
39.7062
41.6915
43.77601
45.9648
48.2630
50,67631
53.2100
55.8705
58.6640
61.5972
64.6771
67.9110
32.A1907
36.0146
37.8154
39.7062
41.6915
43.7760
45.9648
48.2630
50.6763
53.2100
55.8705
58.6640
61.5972
64.6771
67.9110
71.3065
33.A1907
37.8154
39.7062
41.6915
43.7760
45.9648
48.2630
50.6763
53.2100
55.8705
58.6640
61.5972
64.6771
67.91101
71.3065
74.8719
34.A1907
39.7062
41.6915
43.7760
45.9648
48.2630
50.6763
53.2100
55.8705
58.6640
61.5972
64.6771
67.9110
71.3065
74.87191
78.6155
35.A1907
41.6915
43.7760
45.9648
48.2630
50.6763
53.2100
55.8705
58.6640
61.5972
64.6771
67.9110
71.3065
74.8719
78.6155
82.5462
36.A1907
43.7760
45.9648
48.2630
50.6763
53.2100
55.8705
58.6640
61.5972
64,6771
67.9110
71.30651
74.8719
78.6155
82.5462
86.6735
37.A1907
45.9648
48.2630
50.67631
53.2100
55.8705
58.6640
61.5972
64.6771
67.91101
71.3065
74.8719
78.6155
82.5462
86.6735
91.0073
38.A1907
48.2630
50.6763
53.21001
55.8705
58.6640
61.5972
64.6771
67.9110
71.30651
74.8719
78.6155
82.5462
86.6735
91.0073
95.5575
39.A1907
50.6763
53.2100
55.87051
58.6640
61.5972
64.6771
67.911011
71.3065
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86.6735
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THIS DOCUMENT IS A SUBSTITUTION TO
ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT
END OF THIS DOCUMENT.
MEMORANDUM OF UNDERSTANDING
City of Miami & AFSCME, Local 1907
This Memorandum of Understanding is entered into this day of
2012 between the City of Miami ("City") and the Miami General
Ennpl gees, American Federation of State, County, and Municipal Employees, Local
1907, (jointly "the Parties") to clarify the 2011-2012 collective bargaining agreement
("CBA") as follows:
WHEREAS, the Parties mutually agree to clarify Article 4.1, Article 24.7 and
Article 39 of the existing CBA to reflect the intent of the Parties during collective
bargaining negotiations; and
NOW THEREFORE, the Parties agree as follows:
I. ARTICLE 4 — MANAGEMENT RIGHTS
WHEREAS, Article 4 specifically 4.1 provides "The parties agree to a sunset
provision that begins at the ratification of this labor agreement wherein any MOU that is
not included with the labor agreement prior to the expiration of this agreement will be
considered null and void..."
NOW THEREFORE, the Parties agree that the MOD's in existence on
September 30, 2011 (attached hereto) shall be incorporated as part of the 2011-2012
collective bargaining agreement between the parties.
H. ARTICLE 24.7 — WAGES
WHEREAS Article 24 specifically Article 24.7 provides "Batgait�i.�g 1 t
employees who are assigned a 24 -Hour Take Home Vehicle and who reside within the
city limits of the City of Miami shall reimburse the City $50 a month for the benefit of
the assigned 24 -Hour Take Home Vehicle..."
NOW THEREFORE, the Parties agree that Bargaining unit employees who are
assigned a 24 -Hour Vehicle and who reside within the city limits of the City of Miami
shall not reimburse the City for the benefit of the assigned 24 -Hour Take Home Vehicle.
III. ARTICLE 39 — SICK LEAVE
WHEREAS, Article 39 specifically Article 39.11 provides "Bargaining unit
members with unused accumulated sick leave hours in excess of the maximum carryover
at the end of the year shall be paid for one hundred percent (100%) of the unused portion
of their accumulated sick leave in excess of the maximum carryover.
THIS DOCUMENT IS A SUBSTITUTION TO
ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT
END OF THIS DOCUMENT.
NOW THEREFORE, the parties agree Bargaining unit members with unused
accumulates( sick leave hours in excess of the maximum carryover at the end of the year
shall not be paid for any unused portion of their accumulated sick leave in excess of the
maximum carryover.
ON BEHALF OF THE UNION:
���
-t
Anthony Hatten
President, AFSCME Local 1907
2
ON BEHALF OF THE CITY:
- ()"rv�
Joluu� '. Martii ez
City nager
SUBSTITUTED
AFSCME LOCAL 1907 PROPOSAL JULY 25 2018
AGREEMENT
BETWEEN
CITY OF MIAMI, MIAMI, FLORID
MIAMI GENERAL EMPLOYEES
AMERICAN FEDERATI9N OF STATE,
COUNTY, AND MUNI PAL EMPLOYEES
LOCAL 07, AFL-CIO
October 1, Al -4 -- September 30, 20207
/entatively Agreed to on
For the City of Miami:
For the Union
SUBSTITUTED
AGREEMENT
THIS AGREEMENT is entered into this of 2018
between the CITY OF MIAMI, FLORIDA, a municipal corporation
referred to as the "City") and the MIAMI GENERAL EMPLOYEES AFSCW LOCAL
1907, AFL-CIO (hereinafter referred to as the "UNION")
T tatively Agreed to on i
For the City of Miami: For the Union -5:H
SUBSTITUTED
PREAMBLE
WHEREAS, it is the intention of the parties to this Agreement to set
herein the entire agreement of the parties concerning matters which are withA the
scope of negotiation:
NOW, THEREFORE, in consideration of the mutual co/enants and
agreements herein contained, the parties do mutually covenant anfagree as follows:
ntatively Agreed to on ` fy
For the City ofy1i For the Ln
SUBSTITUTED
ARTICLE 1
RECOGNITION
1.1 Pursuant to and in accordance with all applicable provi
447, Florida Statutes, as amended, the City recognizes the UN7ini
bargaining representative for all employees included in the bar
1.2 The bargaining unit is as defined in presen
by the Florida Public Employees Relations Commissiorl/initially certified on June 6,
tions listed in APPENDIX A
Ks of Chapter
the exclusive
unit.
d Certification issued
1978, Certification #408, which includes all the
:he Agreement.
1.3 The City shall promptlynot' the UNION in writing of any newly
ated classifications within the City unit. - The City -shall also
iv the Union i rt rrcrFr -audits of any bargaining unit
"W c
itions.
1.4 If there is a ispute between the parties regarding the inclusion or
exclusion of any classifi tions within the bargaining unit, the issue shall be settled
in accordance with Vate law.
Tentatively Agreed to on ( "
For the City of Miami: For the Union
N
SUBSTITUTED
ARTICLE 2
REPRESENTATION OF THE CITY
2.1 The City shall be represented by the City Manager, the DirecAr of
Human Resources or a person or persons designated in writing to the UNION by the
City Manager. The City Manager and the Director of Human Resourc94 or designee
shall have sole authority to execute an Agreement on behalf of t e City subject to
ratification by an official resolution of the City Commission.
2.2 It is understood that the City Representati or Representatives are
the official representatives of the City for the purpose oAegotiating with the UNION.
Negotiations entered into with persons other than diose as defined herein, regardless
of their position or association with the City, s 11 be deemed unauthorized and shall
have no weight of authority in committin r in any way obligating the City.
/entatively Agreed to on �>
For the City of Miami: For the Union
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ARTICLE 3
REPRESENTATION OF THE UNION
3.1 The UNION shall be represented by the President of the UNI0 , or
by a person designated in writing to the City Manager, the Director o Human
Resources or designee by the President of the UNION. The ideXtification of
representatives shall be made each year at least fifteen (15) calerAar days prior to
April lst. Said designation shall be accompanied by an affidkit executed by said
President that the UNION has complied with all requirenlAts of State law in effect
at that time with respect to registration of the UNION
3.2 The President of the UNION, or the person designated by said
President, shall have full authority to conclude n agreement on behalf of the UNION
subject to ratification. It is understood th the UNION representative is the official
representative of the UNION for e purpose of negotiating with the City.
Negotiations entered into with per ons other than those as defined herein, regardless
of their position or associatio ith the UNION, shall be deemed unauthorized and
shall have no weight of au)fiority in committing or in any way obligating the UNION.
It shall be the responsZility of the UNION to notify the City Manager or the Director
of Human Resourg6s in writing of any changes in the designation of the President of
the U/3.3The
f any certified representative of the UNION.
UNION may be represented at negotiation sessions by not more
thandesignated employee representatives. The four (4) employee
entatively Agreed to on�S ') 1
For the City of Miami: For the Union <Z—
SUBSTITUTED
representatives may be permitted to attend negotiation sessions on duty with no loss
of pay or emoluments except that if one of the four (4) employee representatives
the UNION President on full-time release in accordance with the terms of Art' e 8,
Attendance at Meetings/UNION Time Pool, then only three/eymay be
released from duty with no loss of pay or emoluments. If four (4)
employee representatives are the UNION President and release
designee, then only two (2) employee may be released from ds of pay
or emoluments.
ntatively Agreed to on
_ f
For the City of Miami: For the Union
SUBSTITUTED
ARTICLE 4
MANAGEMENT RIGHTS
4.1 The City has and will continue to retain, whether exercised or noy, the
right to operate and manage its affairs in all respects, and the powers and
not abridged, delegated or modified by the express provisions of this
ty
nt or in
any Memorandum of Understanding(s) (MOU) that is incorporated Vthis agreement
and attached hereto or referred to herein, in addition to any MO/entered into during
the term of this agreement. AFSCME, Local 1907 and thqrCity retain the right to
bring forth additional MOUS which were entered into byAoth parties and incorporate
them as part of the agreement after notification oVhe respective party (AFSCME,
Local 1907/City Manager or designee) who will cylnfirm the authenticity of the MOUS.
Otherwise, any changes of terms and cAditions of employment shall not be
recognized. Any future MOU that amerjds the collective bargaining agreement shall
be subject to Florida Statu/Chap 447, Part II.
The parties agree toprovision that begins at the ratification of this
labor agreement wherein aat is not included with the labor agreement will
be considered null and
The rights of the City, through its management officials, shall include, but
shall not be limed to, the right to determine the organization of City Government;
to determingolthe purpose of each of its constituent departments; to exercise control
and disc/etion over the organization and efficiency of operations of the City; to set
/Tervely Agreed to on City of Miami: For the Union'
SUBSTITUTED
standards for service to be offered to the public; to direct the employees, including the
right to assign work and overtime; to hire, examine, classify, promote, train, transfejf,
assign, and schedule employees; to suspend, demote, discharge, or take
disciplinary action against employees for proper cause; to increase, reduc/ change,
modify or alter the composition and size of the work force, includin/the right to
relieve employees from duties because of lack of work or funds; o determine the
location, methods, means, and personnel by which operation are to be conducted,
including the right to determine whether goods or ser cel are to be made or
purchased; to establish, modify, combine or abolish posXions; to change or eliminate
existing methods of operation, equipment or facilities; and to establish rules,
regulations and rules of conduct.
4.2 The City has the sole au
the City, to prepare and submit budge
shall not prohibit the UNION from
public budget hearing.
ity/to determine the purpose and mission of
be adopted by the City Commission. This
sling its views to the legislative body at the
4.3 If the Cit7be
to exercise any one or more of the above functions from
time to time, this will nto
awaiver of the City's right to exercise any or all
of such functions.
This provision y/ill in no way alter or diminish the rights afforded by Article 7,
Prevailing l/nefits.
/Tevely Agreed to on7 ,,- 2-0I
City of Miami: For the Union-
SUBSTITUTED
4.4 Those inherent managerial functions, prerogatives and policy-making
rights which the City has not expressly modified or restricted by a specific provisi
in this Agreement are not in any way, directly or indirectly, subject to the Grie/
Procedure contained in this agreement.
4.5 Delivery of municipal services in the most ef/artiles
fective and
courteous manner is of paramount importance to the Cimi. Such
achievement is recognized to be a mutual obligation of bothithin their
respective roles and responsibilities.
4.6 The City retains the right to establish, and4rom time to time to amend,
rules and regulations not in conflict with this Agre
/Tevely Agreed to on
City of Miami:dVI For the Union
SUBSTITUTED
ARTICLE 5
NO STRIKE
5.1 "Strike" means the concerted failure to report for duty, the coy6erted
absence of employees from their positions, the concerted abstinence in
part by any group of employees from the full and faithful perfo
/hole or in
their duties
of employment with the City, participation in a deliberate and 96ncerted course of
conduct which adversely affects the services of the City, pickgfing or demonstrating
in furtherance of a work stoppage, either during the termA or after the expiration of
a collective bargaining agreement.
5.2 Neither the UNION nor any oZentwill
ficers, agents, and members, nor
any UNION members, covered by this Agree instigate, promote, sponsor,
engage in, or condone any strike, sym
stoppage of work, picketing in
strike, slowdown, sick-out, concerted
rance of any of those acts or any other
interruption of the operations of t)le City.
5.3 Each bargainir/ unit member who holds a position with the UNION
occupies a position of spe ial trust and responsibility in maintaining and bringing
about compliance witVthis Article and the strike prohibition in F.S. 447.505 and the
Constitution of th/State of Florida, Article I, Section 6. Accordingly, the UNION, its
officers,stew rds and other representatives agree that it is their continuing
obligatio and responsibility to maintain compliance with this Article and the law,
inclu4f'ng their responsibility to abide by the provisions of this Article and the law by
entatively Agreed to on —
For the City of Miami: For the Union
SUBSTITUTED
remaining at work during any interruption which may be initiated by others; and
their responsibility, in event of breach of this Article or the law by other em
and upon the request of the City, to encourage and direct bargaining unit
violating this Article or the law to return to work, and to disavow the strike
of
5.4 Any or all employees who violate any provision of t71aprohibiting
strikes or of this Article may be dismissed or otherwise disciplinee City, and
any such action by the City shall be appealable to the Civil SerVee Board.
T tatively Agreed to on
For the City of Miami: For the Union :5q
SUBSTITUTED
ARTICLE 6
DISCRIMINATION
6.1 The City and the UNION agree that the provisions /uniwithout
shall be applied equally to all employees in the bargainidiscrimination as to age, sex, marital status, race, color, creed
religion, disability, sexual orientation, or political affiliation.
6.2 The City agrees not to interfere with the right of e employees to join
or not join the UNION, and there shall be no discriminati , interference, restraint
or coercion by the City or the UNION because of UNI membership or non-union
membership.
6.3 The UNION recognizes its respAsibilities as bargaining agent and
agrees to represent all employees in the
interference, restraint or coercion.
6.4 Any claim of
ining unit without discrimination,
by an employee against the City, its
officials or representati/oththan a claim of discrimination in violation of section
6.2, shall not be grievabrable under the provisions of Article 14 - Grievance
Procedure, but shall bethe method of review prescribed by law or rules and
regulations having Elie force and effect of law.
6.5 T)le UNION shall not be required to process the grievance of a non-
union menimr.
T tatively Agreed to on -�2� 2-'--) l
For the City of Miami: For the Union �``�
SUBSTITUTED
ARTICLE 7
PREVAILING BENEFITS
7.1 Job benefits heretofore authorized by the City Manager contin
enjoyed by all employees covered by this Agreement, and not specifically pr/vided for
or abridged by this Agreement, shall continue upon the conditions by w)fich they had
been previously granted.
7.2 Provided, however, nothing in this Agreement s)lall obligate the City
to continue practices or methods which are unsafe, /obsolete, inefficient or
uneconomical. Disputes over the application of this Vction may be subject to the
Grievance Procedure.
7.3 If the City desires to change sqA job benefits, the matter shall be
negotiated between the City and the UNIOA in accordance with Chapter 447, Part
II, Florida Statutes.
/Tervely Agreed to onCity of Miami: For the Union��
SUBSTITUTED
ARTICLE 8
ATTENDANCE AT MEETINGS/UNION TIME POOL
8.1 The President of the UNION or a designated representative s all be
allowed to attend regular meetings and special meetings of the City C mission,
State or National UNION Conventions, the Civil Service Boa , the Equal
Employment Opportunity Advisory Board and the Pension Plan ;bard. Time off for
the UNION President or any other bargaining unit employees)6 attend these or other
similarly approved meetings will be in accordance with Se6tion 2 of this Article.
8.2 A UNION time pool is hereby authorizeX subject to the following:
A. The City agrees to establis an annual time pool bank ofd -a80
hours to be use in accordance with the provisions of
this Article. All used hours will be carried over to the
following calen/ar year.
B. For each �15argaining unit member, except the UNION
Preside,Zt, or a designee, when on full-time release, who is
aut,Korized to use time from the UNION time pool, the
resident shall fill out the appropriate form as provided for by
the City. This form shall be signed by the UNION President
and forwarded to the Department Director a minimum of
seven (7) calendar days prior to the time the employee UNION
representative desires such leave. A copy shall also be
entatively Agreed to on
For the City of Miami: For the Union
SUBSTITUTED
forwarded to the Director of Human Resources or designee. It
is understood on rare occasions the seven (7) day time licit
may not be met. The President shall forward a dXailed
explanation to the Director of Human Resources oil designee
as to why the seven (7) day rule was not met.
C. Bargaining unit members shall be release44rom duty only if
the needs of the service permit, but su96 release shall not be
unreasonably denied. If because of/he needs of the service a
bargaining unit member can t be released at the time
desired, the UNION may re est an alternate bargaining unit
member be released fro duty during the desired time.
D. In reporting a bargaAing unit member's absence as a result of
utilizing the UYON Time Pool, the daily attendance record
shall reflect;
"BarvaiiAnv Unit Member Doe on AL" (Authorized Leave)
E. Any/hjury received or any accident incurred by a bargaining
member whose time is being paid for by the UNION time
pool, or while engaged in activities paid for by the UNION time
pool, except the UNION President and the designee when on
full-time release shall not be considered a line -of -duty injury,
nor shall such injury or accident be considered to have been
/Fortt'lhe
tively Agreed to onl
City of Miami: For the Union�i
SUBSTITUTED
incurred in the course and scope of employment by the City of
Miami within the meaning of Chapter 440, Florida Statut s,
as amended.
F. Upon written request to the Director of Human Re/ources or
designee, the President of the UNION, an J/the two (2)
designees will be released for the term of th' Agreement from
his/her regularly assigned duties for t City. The terms of
this agreement for such release are my to be implemented if
the following qualifications are et by the UNION:
1. The UNION Preside t and the two (2) designated
representatives, ' 1 reasonably be available through
the UNION of ce currently located at 4011 W. Flagler
Street, Sui 405, Miami, Florida 33134, for consultation
with t Management of the City of Miami.
2. Zeests quto attend meetings at the City's expense as
NION representative will be made to the City by
/ the UNION, its officers, agents or members.
3. The Time Pool will be charged for all hours during which
the UNION President and the two (2) designees are on
off-duty up to a forty (40) hour work week, except that
absence due to vacation leave, sick leave, holidays, or
/Teatively Agreed to onCity of Miami: For the Union
SUBSTITUTED
compensatory leave will be charged to the President's
employee leave accounts.
G. On no more than one occasion per month, the UNION Ex/cutive
Board members may meet during their scheduled woryshift for a
period not to exceed four (4) hours. At no time /ill more than
eight (8) employees be released to attend sucl eetings, and the
Time Pool shall be charged a minimum of/our (4) hours for each
employee who attends such meetings./Release of employees for
this purpose shall be conditioned/upon compliance with other
provisions of this Article.
8.3 All applicable rules, regula
bargaining unit employees on time pool
and orders shall apply to any
ase. Violations of the above-mentioned
rules, regulations and orders shall subj/t the bargaining unit employees on pool time
to regular disciplinary processes.
8.4 The City reserve the right to rescind the provisions of this Article in
the event any portion of th Article is found to be illegal. Cancelling the Article shall
not preclude further negotiations of future employee time pool.
8.5 Exceyf as provided above, bargaining unit employees who attend
administrative Ir judicial hearings shall not be compensated by the City unless such
attendance JA on behalf of and at the request of the City.
/Ttatively Agreed to onCity of Miami: For the Union
SUBSTITUTED
ARTICLE 9
UNION STEWARDS
9.1 Employees within the bargaining unit shall be represen d by
Stewards in areas of the City employment in the number and manner s forth in
Section 9.7. The UNION shall furnish Management a list of the gtewards' and
alternate Stewards' names and their assigned areas, and shall keXp the list current
at all times.
9.2 When requested by an employee, a stew
alleged or actual grievance in his/her assigned
9.7. He/She will be allowed reasonable time the
loss of time or pay upon notification and
only investigate any
area as provided in Section
during working hours without
al of his/her immediate supervisor
outside the bargaining unit. Such releas/time will be granted consistent with the
needs of the service but will not unre onably be withheld.
9.3 UNION business, o er than that cited above, shall be conducted so as
not to interfere with the work ssignment of stewards or any other employees.
9.4 A non-emplylyee UNION Representative may consult with employees
in assembly areas befyfe the start of each work shift or after the end thereof.
9.5 Sho/ld an employee UNION representative covered by this Agreement
be released oi}�the Attendance at Meetings/UNION Time Pool Article said employee
may subs)(tute for the steward, but in no event shall the steward and the employee
UNIOA representative both investigate the same grievance or appear for the meeting
entatively Agreed to on
For the City of Miami: For the Union
-]
SUBSTITUTED
called to resolve the grievance. Should the UNION President desire the UNION
Steward, as described in Section 9.2, to attend a Step 3 grievance meeting, /e
steward may be released to attend said meeting with any time loss to be cha ed to
the UNION Time Pool.
9.6 An alternate steward may be appointed for each stewa as provided
for and assigned in Section 9.7. The alternate steward w' be utilized by
management when management is unable to reach the U ON steward or the
UNION steward cannot be spared for the assigned d es at the time and all
provisions of this Article shall apply to alternate ewards as well as regular
stewards.
9.7 Responsibility areas (location) a number of UNION Stewards:
A. Recreation Personnel
B. Police Department uilding (2)
C. Miami Riversi Center (2)
D. Parks Oper tions, and Public Works Operations (2)
E. All Ge ral Service Administration Divisions, and Department
of S id Waste (2)
F. Fi/ Garage and Stadiums (1)
Te tively Agreed to on
or the City of Miami: For the Union
SUBSTITUTED
ARTICLE 10
CONTRACT DISTRIBUTION
10.1 The City agrees to furnish copies of this contract to each departm/nt
director where UNION members are employed and said department directoX shall
make the contract available for employee examination at the employee's y6quest.
/rthe
ely Agreed to on
ity of Miami: For the Union
SUBSTITUTED
ARTICLE 11
NOTICES
11.1 The City agrees to provide to the UNION, the following Age as of
regular and special City Commission meetings (except where exempt by pplicable
law), regular and special Pension Board meetings, regular and speci Civil Service
Board meetings and hearings Charter Review and Reform Commi ee meetings,and
Finance Committee meetings.
11.2 Upon request by the UNION, the /ndard
grees to provide the
UNION with a complete copy of all current writtperating procedures,
and rules, regulations or departmental orders,ndments thereto, for
any department in which bargaining unit7dadvance
ers are assigned.
11.3 The Union shall be rovi notice of
ientations involvina bargaining unit/members and
hour to speak thereat.
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ARTICLE 12
BULLETIN BOARDS
12.1 The City shall provide bulletin board space which
for the following notices:
A. Recreation and special affairs of the UNI
B. UNION Meetings
C. UNION Elections
e used only
D. Reports on UNION Committee/ (including the UNION Political
Action Committee)
12.2 Notices or announcements Ahall not contain anything political or
reflecting adversely on the City or
announcements which violate the
of its officials or employees; notices or
isions of this section shall not be posted. This
shall not preclude endorsemei/s for the Civil Service Board or the Pension Board.
Notices or announcements osted must be dated and must bear the signature of the
UNION President or signee. In the event any non -UNION material is posted on
the bulletin board, ' shall be promptly removed by a representative of the UNION or
by a representAve of the City.
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ARTICLE 13
DUES CHECKOFF
13.1 During the term of this Agreement, the City agrees to deduct UNION
membership dues and uniform assessments, if any, in an amount establ/sheby the
UNION and certified in writing by an accredited UNION officer to the Cm the
pay of those employees in the bargaining unit who individually make/uch request on
a written check off authorization form provided by the City. Suy i deduction will be
made by the City when other payroll deductions are made anyYwill begin with the pay
for the first full pay period following receipt of the aut rization by the City. The
UNION shall advise the City of any uniform assessor t or increase in dues in writing
at least thirty (30) days prior to its effective dat
13.2 This Article applies only to e deduction of membership dues and
uniform assessments, if any, and sha not apply to the collection -of any fines,
penalties, or special assessments.
13.3 Deductions of due and uniform assessments, if any, shall be remitted
by the City during the week ollowing each biweekly pay period to a duly authorized
representative as desigrj4ted in writing by the UNION. The City shall deduct from
the remittance an anx6unt for the cost of dues check off. The amount will be calculated
at two ($.02) cogs for each employee deduction, each payroll period, and ten ($.10)
cents for eaV addition or deletion to the check off register.
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13.4 In the event an employee's salary earnings within any pay period, after
deductions for withholding, Social Security, retirement, group health insurance,
other priority deductions, are not sufficient to cover dues and any
assessments, it will be the responsibility of the UNION to collect its dues a d uniform
assessment for that pay period directly from the employee.
13.5 Deductions for the UNION dues and/or unifor assessment shall
continue until either 1) revoked by the employee by pro /idthe City with thirty
(30) days' written notice that he/she is terminating the prck off authorization,
2) the termination of the authorizing employee, 3) the/ransfer, promotion, demotion
of the authorizing employee out of this bargair/ng unit, or 4) the revocation or
suspension of dues deduction as Znify
by the duly authorized UNION
representative.
13.6 The UNION shall inde hold the City, its officers, officials,
agents and employees harmless/against any claim, demand, suit or liability
(monetary or otherwise) and f9f all legal costs arising from any action taken or not
taken by the City, its officV1s, agents and employees in complying with this Article.
The UNION shall pronAtly refund to the City any funds received in accordance with
this Article which Zre in excess of the amount of dues and/or uniform assessments
which the City,,Kas agreed to deduct.
13.7/ The City will not deduct any UNION fines, penalties or special
assessrlfents from the pay of any employee.
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13.8 The dues check off authorization form provided by the City shall be
used by employees who wish to initiate dues deduction.
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ARTICLE 14
GRIEVANCE PROCEDURE
14.1 It is agreed to and understood by both parties that there shalIXe a
procedure for the resolution of grievances arising from the applic ion or
interpretation of this Agreement.
14.2 A grievance is any dispute, controversy or difference etween (a) the
parties, (b) the City and an employee or employees on any issue/with respect to, on
account of, or concerning the meaning, interpretation Ar application of this
Agreement or any terms or provisions thereof. A grieva/e shall refer to the specific
provision or provisions of this Agreement alleged to helve been violated. Any grievance
not conforming to the provisions of this paragrap/ or that contains nonidentification
of specific violations of the Agreement shalAe denied and not eligible to advance
through the steps of the Grievance
ure, including arbitration.
14.3 Nothing in thisArt' e or elsewhere in this Agreement shall be
construed to permit require the NION to process a grievance (a) on behalf of any
employee without his/her c9dGent, or (b) with respect to any matter which is the
subject of a grievance, a0eal, administrative action before a governmental board or
agency, or court py6ceeding, brought by an individual employee or group of
employees, or by/the UNION. Oral and written reprimands/warnings/deficiencies
shall not be 96nsidered grievable under this Agreement or the Civil Service Board.
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14.4 It is further agreed by the UNION that with respect to disciplinary
actions, employees covered by this Agreement shall make an exclusive election
remedy prior to filing a Step 2 or Step 3 Grievance or initiating -a -e6
any then forum. Such choice of remedy will be made in writing on the Yrm to be
supplied by the City.
The Election of Remedy form will indicate whether the a/grieved party or
parties wish to utilize the Grievance Procedure contained yh this Agreement or
process the grievance, appeal or administrative action bef/e a governmental board;
or agency or eoupt proeeedin . Such reselection of re/ress other than through the
Grievance Procedure contained herein shall preclAe the aggrieved party or parties
from utilizing said Grievance Procedurefor adjustment of said grievance. An
employee as a eanditien of relying upon thi
� provision or any other Artiele
of this Agreement in a grievanee g expressly waives any further statutory,
eonstitutional or eemmon law F+' -h1 -/_e upon any similar- elaim.
14.5 The number of "orking days" in presenting a grievance and receiving
a reply from the different els of supervision shall be based upon a forty (40) hour,
five (5) day work wee , Monday through Friday, not including City-wide holidays.
Any grievance not processed in accordance with the time limits provided below, shall
be considered nclusively abandoned. Any grievance not answered by Management
within the me limits provided will automatically advance to the next higher step of
the Gr' Vance Procedure. Time limits can only be extended by mutual agreement of
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the UNION and Department Director or the Director of Human Resources or
designee. Such agreed to extensions shall be followed up in writing.
14.6 Where an employee covered by this Agreement elects to re/resent
himself or be represented by someone other than the UNION, the City VG1 respond
through its management representatives consistent with the followin/teps and time
limits. Said response will not be inconsistent with the Labor/Agreement and a
representative of the UNION will be given an opportunity tofie present and receive
a copy of the written response.
14.7 A grievance shall be processed in cordance with the following
procedure
Step 1.
The aggrieved employee shall dis ss the grievance with his/her immediate
supervisor outside the bargaining ur/ within fid ten (10) working days of the
occurrence which gave rise to the grievance. A City employee UNION representative
will be given a reasonable oVortunity to be present at any meeting called for the
resolution of such grievar/ . The immediate supervisor, outside the bargaining unit,
shall attempt to adjuyf the matter and/or verbally respond to the employee within
five (a) ten 10) w/king days.
Where / grievance is general in nature in that it applies to a number of
employeeAaving the same issue to be decided, or if the grievance is directly between
the UNION and the City, or when a grievance is filed due to an employee's dismissal,
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it shall be presented directly at Step 3 of the Grievance Procedure, within the tim
limits provided for the submission of a grievance in Step 1 by the UNION PresidAt.
If the grievance relates to a disciplinary action, The the Election of Remedyfirm as
provided in Section 14.4 of this Article must be completed and attached to/grievances
presented directly at Step 3. All grievances must be processed withir/he time limits
herein provided unless extended in writing by mutual agreeAent between the
Director of Human Resources or designee and /UNresident or grieving
employees.
Step 2.
If the grievance has not been satisfactorilyp 1, the employee or
the UNION representative may pursue the revance by ^^,Y pleb,, the Eleetio of
this Artiele befoFe initiating
Remedy form provided for in S t
gr�ee to the second step of the Gr' van Procedure. With regard to disciplinary
actions, If if the aggrieved party o arties elect the remedy other than the Grievance
Procedure (Civil Service) con ined herein, the grievance shall be withdrawn and
conclusively abandoned. en I he Eleetion of Remedy form indieates the V
is to be advan ed 1.4. ..-e Grievanee Procedure;- tThe employee or the UNION
Representative sh 1 reduce the grievance to writing on the standard form provided
for this purpo and presenting such written grievance to the Department Director
C ko�
concerned ithin frvL- ) working days from the time the supervisor has given his/her
oral r ponse to Step 1. The Department Director or designee and Management
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personnel concerned shall meet with the employee and the UNION Representative
4n C f 0)
and shall respond in writing to the UNION within�ive�5)-working days from receip
of the written grievance.
Step 3.
If the grievance has not been satisfactorily resolved at Step 2, e employee
and/or the UNION President may present a written appeal to the ' ector of Human
0'
Resources or designee within seem—{�)-working days from e time the Step 2
response was due in Step 2. The Director of Huma/sall
s or designee shall meet
with the employee and/or the UNION President andspond in writing to the40-, cUNION within ee--�7-� working days from receippeal.
Step 4.
If the Grievance is not settled at S p 3, it may upon written request of the
UNION President within sevvurr-O)-w ing days after receipt of reply or answer be
referred to arbitration.
14.8 The arbitration py6ceeding shall be conducted by an arbitrator selected
by the employer a/theION. The selection process of the arbitrator between the
employer and the ll take place within twenty (20) days after notice is given.
If the parties failan arbitrator, the Federal Mediation and Conciliation
Services, or s9&e other mutually agreed upon service, shall be requested to provide
a minimu/ panel of five (5) arbitrators. Both the employer and the UNION shall
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alternately strike a name from the panel until one remains. The party requesting
arbitration shall strike the first name; the other party shall then strike one
14.9 The arbitration shall be conducted under the rules set forth ' this
Agreement and not under the rules of the American Arbitration Associatio . Subject
to the following, the arbitrator shall have jurisdiction and authorij y to decide a
grievance as defined in this Agreement. The arbitrator shall ha /e no authority to
change, amend, add to, subtract from or otherwise altef/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 whiA is stated in this Agreement
not to be subject to arbitration or which is no/ a grievance as defined in this
Agreement, or which is not specifically coved by this Agreement; nor shall this
Collective Bargaining Agreement be construed by an arbitrator to supersede
applicable laws in existence a/theti of signing this Agreement.
14.10 The arbitratorissue declaratory or advisory opinions and
shall confine himself/herself to the question which is presented to him,
which question m/feend
al and existing.
14.11 Thpenses of the arbitrator shall be paid by the party which
losestheappealton. Each party shall fully bear its own costs regarding
witnesses and/epresentation. Should any individual bargaining unit member bring
a grievaneunder this Article on his/her own, he/she shall be required to post a bond
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of an estimated one-half (1/2) of the expenses of the hearing with the arbitrator before
the hearing may be scheduled.
14.12 Copies of the award of the arbitration made in accordance witK the
jurisdiction or authority under this Agreement shall be furnished to boJZ parties
within thirty (30) days of the hearing and shall be final and binding on/iSoth parties.
14.13 Consistent with Chapter 447.401, the UNION shallXot be required to
process grievances or be liable for any expenses for emplofees covered by this
Agreement who are not members of the UNION. Whyfe non-members or any
employee covered by the Agreement elects not to be epresented by the UNION,
written responses shall be given to the employee a to the UNION.
14.14 A request for review of complai s under Civil Service Rule 16.2 may
only be made by full-time classified servi employees. Such requests under Rule
16.2 shall be denied where the req
Rule(s) which is the basis of the
covered by the Collective
to hearings under Rule 16.
does not cite the applicable Civil Service
laint; or, where the issue relates to a matter
ing Agreement. This section shall be limited solely
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ARTICLE 15
EMPLOYEES' BILL OF RIGHTS
15.1 When an employee has reasonable grounds to conclude that
participation in an investigatory interview will result in his receipt of dKciplinary
action, the employee may request that a UNION representativebe esent at the
interview. The employee's representative shall confine his/her ro in the interview
to advising the employee of his/her rights and assisting in cl/ification of the facts.
Upon request, the City will make a reasonable effort to cojdact the employee's choice
of representative, but shall not be obliged to delay th interview for more than sixty
(60) minutes.
15.2 Investigatory interviews shall e conducted at a reasonable hour,
preferably while the employee is on duty, nless the seriousness of the investigation
is of such degree that immediate act, is required. If the employee is required to -be
interviewed outside his assigne4&ork schedule, he/she shall be paid overtime in
accordance with Article 27.
15.3 At the comyhencement of the interview, the employee shall be advised
of the subject matter A the investigation.
15.4 Th/parties agree to abide by the law with respect to the use of
polygraphs.
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ARTICLE 16
DISCIPLINARY PROCEDURES
16.1 In cases where it becomes necessary to discharge or
discipline a permanent, classified employee covered by this
representative of management shall give notice of said discipline
ment, a
employee.
Such notice of discipline shall be confirmed in writin/holidays
mployee and the
UNION no later than five (5) working days followinof discharge or
imposition of discipline, excluding Saturdays, Sundays and the day of
occurrence.
16.2 Employees who have not attained Zermanent status in the classified
service, or who are entrance probationary ey6ployees, may not grieve disciplinary
action under the provisions of this Agree nt.
16.3 If an appeal of any di arge or other disciplinary action, excluding
oral or written reprimands, is fil with the Civil Service Board in accordance with
the Board Rules and RegulaXons, such appeal shall be an automatic election of
remedy and shall waive y right on the part of the employee or the UNION to file
or process a grievanc nder the terms of this Agreement protesting such discharge
or other disciplin y action. Should an employee elect to grieve discharge or other
disciplinary a ion, excluding an oral or written reprimand, such grievance shall be
made only/in accordance with the terms of the Grievance Procedure Article as
contaiXed in this Agreement.
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16.4
be a waiver of all other forums of review and clue proeess to whieb f1qP e-m-Pl-Z -- (C -P �
other -wise be—entitT�d. fir^] ^rid x t and l a rr shall be tJ oA1 -
r,& and shall not be used a ai t the employee
after a period of wears.
16.5 Entrance probationary employees who were ap ointed to a position but
who did not complete the required probationary period m/be discharged or demoted
anytime prior to the expiration of the probationary/eriod. The employee shall not
be accorded a hearing before the Civil Ser ce oard or access to the grievance
procedure contained herein. A probationary ployee who is in probationary status
due to a promotion shall be returned to
held permanent status. If an em
er classification in which the employee
who is in probationary status due to a
promotion is rolled back, he or sh/may appeal the decision to the Director of Human
Resources. Such appeal shall/Oe made within five (5) days' notice of the roll back, in
writing, and the decision yf the Director will be final.
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ARTICLE 17
LOSS OF EMPLOYMENT
17.1 Employees shall lose their seniority and their employme/salle
terminated for the following reasons:
1. Discharge if not reversed.
2.
Resignation. An employee who vol
resignation either orally or in writing yfiall have the right to
ty-four (24) hours from
rily submits a
withdraw said resignation for up to
submission. If subm/i,'
n a day preceding a weekend
or holiday or the emar day off, the employee shall
have to the close of next regular working day to
withdraw said resin
3. Abandonment o position. An employee absent for a period of
three (3) w days without notification of valid reason to the
City an ho has no legitimate reason for not notifying the City
of h' /her absence, may be considered as having resigned. Said
esignation shall only be reviewed, if applicable, by the City
Manager or the Director of Human Resources or designee.
4. Unexcused failure to return to work when recalled from layoff,
as set forth in the recall procedure.
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5. Unexcused failure to return to work after expiration of a formal
leave of absence. An employee who fails to return from a form
leave of absence will be considered as having resigned.
resignation shall only be reviewed, if applicable, byAhe City
Manager or the Director of Human Resources or
6. Retirement.
7. Layoff for a continuous period of eighteen 8) months.
17.2 For purposes of Rule 14, any loss of employ nt due to a department
restructuring, department reorganizing, downsizing c/ abolishment of a position
shall be treated the same as a "layoff'.
Permanent employees subject to yoff shall be demoted or transferred
to those classes in which the employee he previous status, consistent with Civil
Service Rules and Regulations
Article 24, Section 24.1, Wages.
If the employee has /n (10) years of full-time consecutive classified
service with the City and has r/ver held permanent status in another position, the
employee may be demoted of transferred by management in accordance with his/her
seniority to another posKion in the bargaining unit that is as close to the employee's
present class and 4ge level as possible and which he/she is able to perform and
qualified to fill./The employee must make a written request for such demotion or
transfer wit)G three (3) working days after notification of layoff.
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Such request shall be made to the Director of Human Resources or
designee. Management shall have the right to determine such person's ability
qualifications to fill a position without recourse through the grievance procedi/e or
any other appeals procedure with exception of the following.
Should the individual transferred or demoted feel tha he position
determined by Management is not the one closest to their previo salary level for
which they are qualified, the employee may appeal within thre/(3) working days of
notice of the new assignment only to a two (2) person co/mittee made up of the
Director of Human Resources or designee and the UNIgN President shall convene a
meeting with the Federal Mediation and ConciliVon Service Commissioner who
shall review the placement and render an advis y decision to the parties.
Employees transferred or de ted under this Section shall replace the
least senior employee in the position wh' he/she occupies. If the employee's regular
position subsequently becomes avaXable, consistent with Civil Service Rules and
Regulations, he/she shall be proy6oted and transferred back to his regular position.
It is understoA by the UNION and the City that nothing in Section
17.2 guarantees the emp(oyee a job nor is the City obligated to create a job, but the
City will make a goo/faith effort to place the individual demoted or laid off consistent
with the languag6 of Section 17.2.
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ARTICLE 18
EMPLOYEE EVALUATION
18.1 Permanent full-time classified employees covered by this
will be evaluated utilizing the appropriate evaluation forms as approved' by the
Human Resources Department. The evaluation will be provided on t employee's
anniversary date.
18.2 Prior to distribution of an evaluation, the Depa ment Director shall
review the supervisor's ratings to check for consistency aV that the criteria in the
evaluation system has been met. Employees evaluatef will be given a copy of the
evaluation rating. Should an evaluation be downg/aded after the employee's initial
evaluation by his/her immediate superZny
employee will be given a copy of the
downgraded evaluation rating. Onlyf an unsatisfactory rating will be
forwarded to the UNION President.ployee rated belowsatisfactory by
Management will be given an oppoyf unity to improve to a satisfactory level. Failure
to improve will result in disci/inary action up to and including termination. This
section shall not apply to/permanent full-time classified employees serving in a
probationary /Pernenit
1 appointment.
18.3 full-time classified employees serving in a probationary
promotional at must successfully complete the probationary period within
the time Xame provided (6 to 12 months), unless the Department Director
recomr/ends an extension of said time frame. Any person hired or promoted into an
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Emergency Dispatcher position in the Police Department or the Fire -Rescue
Department shall serve an eighteen (18) month probationary period. Extensi
probationary periods shall be approved by the Director of Human Resou/es or
designee.
18.4 Unsatisfactory rating of permanent full-time classified/mployees not
serving in a promotional appointment shall cause the employee t/appear before the
Civil Service Board to show cause why he/she should not be rimoved, suspended, or
reduced in grade. Should an employee covered by this secAon feel the unsatisfactory
rating was incorrect, he may grieve the rating cAsistent with the Grievance
Procedure. However, any grievance
the employee's unsatisfactory
evaluation will be consolidated with an/cause
pline appeal should the employee be
removed, suspended or reduced in grade of the unsatisfactory evaluation.
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ARTICLE 19
ANNIVERSARY INCREASE
19.1 Salary increases recognizing satisfactory service within esta
pay ranges are provided for in the City's salary schedule. On written app val from
the Department Director, employees shall receive a one-step increase n salary, not
to exceed the maximum step rate. Those employees receivingapp ved anniversary
increases when submitted during the first seven (7) days oft payroll period, shall
receive the higher rate of pay for the full pay period. TXose employees receiving
approved increases from the eighth (8th) to the fourte/nth (14th) day of the payroll
period shall receive their anniversary increase effey ive the start of the following pay
period. All anniversary increases shall be s ject to review for accuracy by the
Department of Human Resources.
19.2 Leaves of absence with t pay or suspension of any duration shall
delay anniversary increases by the/ame number of workdays.
19.3 Anniversary incr/ases are not automatic. Anniversary increases shall
be awarded only on the ba s of continued satisfactory service by the employee and
on the positive approv of the Department Director. A Department Director may
withhold annivers ry increases due to excessive absenteeism resulting from
tardiness, sick)6ave usage and/or until such time as, in the Department Director's
judgment, jilrie employee's service within the classification meets the standards of
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satisfactory performance for the position. Employees whose anniversary increases
are delayed or denied shall be notified of the reasons for the action bei/akntor
Employees whose anniversary increases are delayed or denietardiness or sick leave usage may request a review of the denial by
Human Resources or designee, whose decision shall be final and bindi
-eement for Case No. 17 -001234 -CA -01 shall
fa-"'� I!S ' 0
's date of hire into his/herclassifica 'on.
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ARTICLE 20
EMPLOYEES ACTING WITHIN THE SCOPE OF AUTHORITY
20.1 Whenever a civil or criminal action is brought against a bargain' g
unit employee, while in the course of his/her City on -duty employment, an while
acting within the scope of his/her authority, the City shall have the option pay legal
costs and attorney fees; not to exceed one hundred and twenty five ( 25.00) dollars
per hour or provide legal counsel where: a) the bargaining unit e loyee is found not
to be liable or guilty, and b) when the plaintiff requests dism' sal of the suit.
20.2 The City will neither provide legal represe ation nor pay any claim or
judgment entered against any bargaining unit emp)6yee if the claim or judgment
arises from any of the following:
1. Any unauthorized and/o /criminal act;
2. Any intentional
3. Gross negli7he
or misconduct; or
4. While undeor
of alcohol, drugs or illegal substances.
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ARTICLE 21
WORKING OUT OF CLASSIFICATION
21.1 A department director, or designee, may direct an employee to erve in
a � classification higher than the classification in which an employ currently
holds status. Employees assigned to work out of classification /hall meet the
minimum job requirements for the position being filled. �:rn
21.2 In the event an employee is assigned v/rk of a higher classification as
provided for in Section 21.1 of this Article, the e}�bployee will be granted a one-step
increase or the rate for the first step of the
for all time worked out of classification
days. If the employee is assigned
classification, whichever is greater,
excess of thirty (30) consecutive calendar
out of classification in a job basis position,
the employee will be granted conAensation as provided for in this section, however,
the employee is not entitled o overtime. Employees performing work lower than
their current classificatio are not entitled to working out of classification pay.
21.3 Methoyof Qualifying Incumbents of Classified Positions Allocated to
New or Higher Llels - Whenever an occupied position has been allocated to a new
or higher cl$sification, the incumbent thereof shall be qualified for the new
classificaifon in one of the following manners:
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(a) If the incumbent has been performing satisfactorily at the new or higher
level for a period of four years or more and has held permanent status
previous classification, he/she shall receive the new or higher classification
with permanent status, without further examination; or
(b) If the incumbent has been performing satisfactorily at the/iiew or higher
level for a period of two years or more and less than four )/ears, and has held
permanent status in the previous classification, h/she shall be given a
qualifying examination, the scope of which shV be at the same level of
difficulty as normally given for the same/or like classification, and if
successful therein, he/she shall receive tl)6 new or higher classification with
permanent status.
(c) In the event the incumbent doestot qualify under (a) or (b) above, he/she
shall be returned to his/her/revious classification (i.e., the position held
prior to working out of c ss), and the position filled from the appropriate
eligible register.
21.4 During any n -job training program designed to upgrade employees'
skills, those employe/s in such training shall not be eligible for additional
compensation as py6vided in Section 21.2 of this Article.
21.5 In/rder to initiate an acting assignment, the employee's immediate
supervisor all, upon assigning an employee to an acting assignment, immediately
comple the necessary notification form as provided by the City. Upon notification
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of an employee placed on acting assignment, the Human Resources Department shall
conduct an evaluation to determine the eligibility of the employee assigned to
acting assignment in accordance with this article.
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ARTICLE 22
REST/LUNCH PERIODS
22.1 All employees' work schedules shall provide for a fifteen minut rest
period during each four (4) hour work period.
22.2 Employees who do not take a rest period due to work co itions or by
personal choice may not lengthen lunch periods, cover an employe s late arrival or
early departure, nor may it be regarded as cumulative if it is n taken.
22.3 Employee lunch periods are not compensate y the City and therefore
may not cover an employee's rest period, late arrival or/arly departure.
T tatively Agreed to on q`'—Qc))k
For the City of Miami: For the Union
SUBSTITUTED
ARTICLE 23
LINE OF DUTY INJURIES
23.1 Workers' Compensation Medical and Indemnity Benefits. Tj6 the
extent required by, and subject to the limitations specified in, Chapter 44Y, Florida
Statutes, the City will provide workers' compensation indemnity bex efits to any
bargaining unit member who sustains a compensable line of duty iZjury or illness as
provided by the Workers' Compensation Law of the State of
23.2 Supplemental Salary
23.2(a) Any bargaining unit member who i/disabled as a result of an
accident, injury or illness covered by Chapter 44/orida Statutes, will be granted
supplementary salary, subject to the ter and conditions set forth below.
Supplemental salary will be paid in the
member's regular paycheck as p
of a continuation of the bargaining unit
by Resolution No. 39802. This check will
include those indemnity payment4/provided for under the Workers' Compensation
Law.
23.2(b) Full-time CiyZ Service employees who have permanent status with the
City as of September 3(),/1981 shall receive supplementary pay which, when added to
the workers' compe/sation benefits shall not exceed 100% of the employee's weekly
pay prior to the/fine of duty injury, accident, or occupational disease for the period of
entitlemen�& full supplementary pay.
T tatively Agreed to on
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All other employees and Civil Service employees hired subsequent to September 30,
1981, shall be eligible for supplementary pay and workers' compensation pay to
extent that the total of such benefits shall not exceed eighty (80) percent/f the
employee's weekly pay prior to the line of duty injury, accident, or ocApational
disease. This benefit shall take effect only after the employee has be disabled for
a period in excess of seven (7) calendar days.
23.2(c) Unless extended as provided below, supplem tart' salary will be
granted for a period not to exceed 150 consecutive days/from the date of covered
accident, injury or illness. Such supplementary salaZy may be extended up to an
additional 60 consecutive days upon approval of tKe City Manager or his designee.
The 150 days begin when the bargaining unitAember is actually placed on "D". If
the bargaining unit member is removed fr9fil "D," the non "D" time will not apply to
the 150 days period.
23.2(4) If an employee rema/s temporarily disabled beyond the period of time
in which he is entitled to collecysupplementary pay benefits, he/she shall be entitled
to 2/3 "D" pay for :the addi onal period of his/her temporary disability pursuant to
current practices.
23.2(e) If amployee becomes permanently and totally incapacitated from
the further performance of the duties of his/her classified position he/she shall
pZtatively
etirement board for retirement.
Treed to on
or the City of Miami: For the Union H
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The 2/3 "D" pay as described above shall be carried by the department until the
retirement is granted or denied.
23.20 At any time during his/her absence from duty claimed to be th/result
of a line of duty injury while an employee is collecting City supplementVy pay, the
employee shall be required, upon the request of the City Manager, or lA/her designee,
to submit to a physical examination by a physician designated b/the City Manager
within fifteen (15) days of the request. If such employee, withVt cause, as determined
by the City Manager, shall fail to submit to the examinat)6n at the time specified, all
City supplementary salary benefits will be termina
23.3 Deductions:
In the event a bargaining unit Aember receives supplementary salary
as referenced in this Article, the Ci
following terms and conditions:
ill make payroll deductions under the
Deductions required by Yaw, "mandatory deductions," including, but not
limited to, social security, wyhholding and Medicare, will be made automatically to
the supplemental salary/ortion only.
All non-mand ory deductions including, but not limited to, a bargaining unit
member's pensio contribution', medical, life and other insurance contributions, and
all other nor/mandatory and voluntary deductions will be made by the City on the
' T/0nrn,40-191.
ount of the pension contribution shall be based on "earnable compensation" as defined by Miami Code
Se
entatively Agreed to on
For the City of Miami: W For the Union Is,
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bargaining unit member's behalf only to the extent that sufficient funds are then
available. The City will not make any nonmandatory and voluntary ded
the combined workers' compensation benefits and supplementary salarr/ are
insufficient to cover the amount of the deduction(s). If there are not sufficXnt funds
available, the bargaining unit member will be responsible for makinAayments for
the nonmandatory and voluntary deductions directly to those provAers and creditors
who would have otherwise been paid through the City's payrolvdeduction process.
The parties agree that this process is intended to Vovide the employee with
these paychecks without interruption of payroll and payfoll deductions on a bi-weekly
basis. Should the employee notify the City by c/acting Risk Management that
he/she does not want a combination of Workers' Compensation indemnity pay
included with the supplemental wage for to purposes of making regular deductions,
the Workers' Compensation check wilybe distributed separately through the third
party administrator and the City/ will only pay the supplemental wage minus
federally mandated deduction/ i.e. withholding, social security and Medicare. All
other non -mandatory dedug6ons, including pension, medical, life and other insurance
contributions and all otXer nonmandatory and voluntary deductions will not be made
and the bargaininge4nit member will be responsible for making all payments directly
to those proviyrs and creditors who would have otherwise been paid through the
City's payr9fl deduction process.
T tativelY Agreed to on `f
For the City of Miami: For the Union
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For any reason, should any calculations or deductions made based on the above
protocols result in the employee owing money to the City, Risk Management
audit the employee's payroll process immediately upon the discovery of moniy6 owed
to determine why such
arrearages occurred.
The findings will
bei mediately
brought to the attention
of the employee and
a resolution will b
proffered and
arrangements will be made to rectify monies owed.
No supplementary pay will be paid to any bargaining /nit employee whom is
injured or becomes ill while performing an act intended tg4njure or hurt one's self or
another.
23.4 Any condition or impairmen7roperty
alth suffered by employees in the
classification of Identification Technician and Specialist caused by Acquired
Immunity Deficiency Syndrome (A/sumed
Hepatitis, Pulmonary Tuberculosis, or
Meningococcal Meningitis shall be p to have been accidental and to have
been suffered in the line of dut/ unless the contrary be shown by satisfactory
evidence. Employees either cyfrently in the classification or promoted or hired into
the classification of Identi -cation Technician and Property Specialist who refuses to
take a medical exami tion and all of its components relating to the presumptions
within this article/shall not be entitled to the presumption outlined in this section
and Flzany
utes 112.18.
mption in favor of employees referred to in this section shall not
applyher contagious diseases which may be contracted by employees.
T ntatively Agreed to on vl
For the City of Miami: For the Union'
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Furthermore, the presumption shall only be applicable to worker's compensation and
disability pension benefit determinations. Nothing in this section shall be
as a waiver of the City's rights under applicable state law.
23.5 Nothing in this Article shall be construed as a waiver of the Ci�fs rights
under applicable State law.
23.6 Employees may utilize available leave balances in g6mbination with
medical hold provided that they report their intention to use theX leave in accordance
with the standard reporting protocols in their respective dej(artments.
/Teatively Agreed to one City of Miami: For the Union
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ARTICLE 24
WAGE
24..1 Effective October 1, 2017 ern to ees shall receive azacross
board wage i er ase Effective October 1, 2018 employees shallceive a 2°r ac oss
the boggra e ncrea e.Mct ve Qctober � 201 ern to es shall. receive°�
.across the 'board wage increase. In addition t the for oina increases,.,effective
October T• 2017 ern to ees whose wages were reduce as a re ult of the Ci 's 20� 0
declaration of financial urggncy urgencyshall have theirase wages increased by the swine
rcent es for e ani le nem' la ee who •eceived a. 5°f wage reduction shall
receive a 8% wage increase on October 1 17 an.exn to ee who re erred a 7% wage
t
reduction hall receive a 101 wage x re se on Qctober 1 2017! an em to ee who
received a 9% wa o iedugtion sha receive a 12% wage increaseon October 1 2017;
and an employee who receiyv a 12°l wake. reductions all 'receive a li wage
increase on Qctober 1 ' 7 2 . --raw-' Y•'Y '; X491gr Upon ratification, €new step
schedules will be im mented for bargainingunit members as set forth in the
attached �p-endices. Under the � step, schedules, each step increase will
be worth five ercent (� to the base,
!I _ y tt on the elesest step r
Mora phaeed on the new step sehe4ule
b t i f uflit Z-.:. :. tiq F
member
r
tYI-4Gf lrv�h� rata4n his
Tentatively Agreed to on
F the City of%viiami; For the Union
I SUBSTITUTED-]
tel?ra ef thiS A g-veeim .4b, '11"RemaALer-, eff-eeti);
A
members will continue to be eligible for step
in accordance with .Article 19.1 and in acc�,
NT_ 4-L
24.4, below. 1. - .-an jikne 1, 201
ueeruitmentieempetAive pr-eeess
Baildiagt Mec-hanieal, aw _E
&a4ng the
QA OnV7
_be
201., bjBargaining unit
ases upon a satisfactory evaluation
with the time delineated in Article
Ual tE) the
PI no1 ease
i-breiiee between
to thoix
b ase
their existing
an3au al rate of
...speetars
Building,
shall be upen
promotion
Meehaniea�
to
-11am-m
,ianiea4, P
I_ ..ee
g,
Rag-,
mad _B1ee*Ix_I
11,4n T
nepeetal!G,
the effi-.,
-ate shall be
Tentatively Agreed to on
For the City of Miami: For the Union
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&eeexdaaee with the time de- ate GI in 4 • ,
Before a permanen bargaining unit member is laid off, the employee shall
have the opportunity any position held by a temporazy employee, provided the
bargaining unit ember meets the minimum requirements set forth. in the job
description. T such cases, the temporary employee shall be displaced.
Oetaber 19 C-1 , bBar aining, unit employees hired on or after
O/gulations
2998 may be laid off in accordance with Civil Service Rules and
R and/or applicable City policies.
Tentatively Agreed to on tr d6 1y
For the City of Miami. For the Union
SUBSTITUTED
24.2 .All changes in salary fox reasons of promotion, demotion, or yforking
out of class, shall be effective the first day of the payroll period f/have
ffective
date of the change;
Employees hired into a classified Civil Service position sh date of
hire changed to reflect their commencement as a classified CVzl Service position and
shall satisfactorily serve a probationary period of one (1)/fear commencing with the
date of entry into a permanently budgeted classXcation and prior to gaining
permanent status in the classified service.
24.8 .A night shift differential of $.V per hour will be paid to bargaining
unit employees who work a regular estab)(shed shift between. the hours of 6".00 p.m.
and 8*00 a.m. However, more than o e•half of the hours of the regular established
shaft must be within the hours of 0 p.m. and 8:00 a.m. Night shift differential will
only be paid for hours aetuall worked during the night shift differential period and
will not be paid for any ov rtime hours. Night shift differential shall not be used in
calculating averageting
gs for pension purposes.
24.4 Bar unit members shall become eligible for a five percent (5%)
one (1) step ine/ease upon a satisfactory evaluation in accordance with 19.1 according
to the tablAelow.
Step 2 5% after one (1) year at Step 1
Step $ 5% after one (1) year at Step 2
Step 4 5% after one (1.) year at Step 0
Tentatively Agreed to on�-� \�'-c
For the City of Miami: For the Union
c
SUBSTITUTED
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ARTICLE 25
PAY SUPPLEMENTS
25.1 Employees shall receive no additional pay supplements excepj/as are
specifically provided by this Agreement. Any pay supplements/tooyallowance
provided by this Agreement shall not be used in calculating averve earnings for
pension purposes or included in a bargaining unit member's Vse rate of pay for
purposes of payoff of sick leave or vacation upon separatio r retirement from the
City.
25.2 Only those employees holding perman t status within the occupation
of Heavy Equipment Mechanic withi
Supervisor in GSA, shall receive a seven
added to their base rate of pay should
ne-halfpercent (71/2%) pay supplement
e continually assigned to on-call rotation.
Said pay supplement shall be deemeyto fully satisfy any on-call pay obligation which
might be construed to exist unde/the Fair Labor Standards Act.
25.3 Those employs within the occupation of Emergency Dispatcher who
are actively assigned tV duty of training new Emergency Dispatchers shall be
entitled to receive a�'ive percent (5%) per pay period pay supplement for the actual
full pay period tVy are assigned in a training capacity by their supervisor.
' /Should the City feel the need to have an audit performed for the
purpose/ determining whether a separate training occupation is desirable, the City
entatively Agreed to on
For the City of Miami: For the Union
rA
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may discontinue this plus item and assign said duties to the person or persons holding
said Communications Operator Trainer classification.
25.4 All Police Emergency Dispatchers, Emergency Dispatcher Supervgsor,
Police and Emergency Dispatch Assistants assigned to Police CommunicatiAs shall
receive a five percent (5%) pay supplement if the employee holds and ngaintains the
Quality Assurance Proficiency (QAP) rating in accordance with jolice Standards
after a period of three (3) months.
25.5 All Fire Emergency Dispatchers, Emergenc ispatcher Supervisor,
Medical/Fire and the Communications Center Supervi r, Medical/Fire assigned to
Fire Communications shall receive a five perceyi (5%) pay supplement if the
employee holds the National Academy of Emergency Medical Dispatcher (NAEMD)
certification in accordance with the Fire D
25.6 All employees specified
t standards.
shall receive the QAP or NAEMD pay
upon ratification of the contract a/set out above. Should any employee specified
above fail to maintain his/hyf QAP rating or the NAEMD certification, the
supplementary pay shall ceAe. Upon re -qualifying for the QAP rating and thereafter
maintaining the QAP r4ting for a period of three (3) months, the employee shall again
receive the QAP p
on re -qualifying and thereafter maintaining the NAEMD
certificationthe employee shall again receive the NAEMD pay. In no instance shall
T tativel Agreed to on�'
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For the City of Miami: For the Union
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any individual receive both QAP and NAEMD pay supplements as specified herein
at the same time.
25.7 Fire Garage Mechanics and Supervisors who obtain Emc/gency
Vehicle Technicians certificates, shall receive a one percent (1%) pay sup/ement for
every two (2) licenses that mechanics and supervisors obtain and m/ntain, up to a
maximum of five percent (5%) for holding a minimum of ten (10) yf proved licenses.
All Department of General Services Administratior�/fleet employees and
supervisors who obtain Automotive Service Excellence/ASE) certification, shall
receive a one percent (1%) pay supplement for everyAwo (2) licenses obtained and
maintained, up to a maximum of five percent (5
of the following licenses=
Automobile Series
Al: Engine Repair
AD Automotive Transmissio Transaxle
A3: Manual Drive Train d Axles
A4: Suspension and St bring
A5: Brakes
AW Electrical/E
A7: Heating c
A8: Engin eri
4ctronic Systems
Air Conditioning
Mediu eavy Truck Series
T1: soline Engines
Engines
3: Drive Train
entatively Agreed to on'�
For the City of Miami: For the Union
holding a minimum of ten (10)
SUBSTITUTED
T4: Brakes
T5: Suspension and Steering
T6: Electrical/Electronic Systems
TT Heating, Ventilation & A/C
T8: Preventive Maintenance Inspection
Truck Equipment Installation and Repair Seri/airS
E1: Truck Equipment Installation and Repair
E2: Electrical/Electronic Systems Installation
ET Auxiliary Power Systems Installation and Advanced Level Series
L1: Automobile Advanced Engine PerformanceL2: Med/Hvy Vehicle Electronic Diesel Engine
25.8
examiners shall receive a 5% bav supplement
/For
atively Agreed to on`�
he City of Miami: For the Union
unervisors w
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ARTICLE 26
SALARY BASIS/EXEMPT
26.1 Those classifications listed in Appendix A with a salary basis/eykmpt
designation are considered salaried employees and exempt from coverageXnder the
Fair Labor Standards Act which precludes eligibility for overtime.
26.2 Salary basis/exempt employees are expected to worya pay rate equal
to eighty (80) hours per pay period plus any additional tim/over and above the
normal eighty (80) hour pay period that is needed to prop/rly perform the duties of
the position. Use of vacation and sick leave are to be roperly recorded when used.
Personal Time Off (PTO) shall be granted consist/t with Administrative Policy 1-
06. Time worked in excess of the normal eigl�ity (80) hour pay period shall not be
compensated nor credited in any way. HAever, when time is taken off under this
provision, it is required that such tim aken be recorded as PTO.
26.3 Requests for time o by salary/exempt employees shall be considered
on an individual basis consis nt with the needs of the City and the performance
record of the employee, aV approval shall not be unreasonably withheld.
26.4 PTO leae shall not be utilized in units of more than one (1) week
unless authorizedXy the City Manager.
entatively Agreed to on
For the City of Miami: For the Union
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ARTICLE 27
OVERTIME/COMPENSATORY TIME
27.1 All authorized hours worked in excess of an eligible employee's ormal
work week shall be considered overtime work. Non-exempt/hourly empl ees shall
not perform any work prior to their normal work hours, during their nch hour, or
after their normal work hours unless specifically authorized a management
supervisor.
27.2 Non-exempt/hourly employe/de
c pensable overtime work
shall, at their discretion, be paid time andat their regular hourly rate
of pay or shall be given scheduled compenf at the rate of time and one-
half for such work. Compensatory time offn in not less than fifteen (15)
minute increments. This overtime ratenclusive and no additional
overtime pay shall be paid to those em oyees working a holiday.
27.3 The maximum acc ulation of compensatory time hours is one
hundred fifty (-99150) hours. an employee takes compensatory time off, the hours
in his/her bank shall be app opriately reduced by such time off. If an employee leaves
the service of the City nd cashes in his/her compensatory leave bank, the hours
therein shall be val ated on the basis of the employee's regular rate of pay. The rate
of pay shall not e less than the higher of the employee's final regular rate of pay or
the average egular rate of pay during the last three (3) years of employment.
—7 "I *) K
/For
ively Agreed to on
e City of Miami: For the Union
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27.4 Employees covered by this Agreement who are appointed to job
basis/exempt classifications and who have compensatory time banked, shall at
of such appointment be paid for all compensatory time at their rate of pay pr' r to
such appointment.
27.5 Overtime will be distributed as equally as practical to t best ability
of the Supervisor in charge among the employees within a divisior�/of the City, who
have completed their probationary period
by shift and classifications, according to seniority ithin the classification. A new
overtime list by classification will be posted ev y two pay periods as a guide for such
distribution. The remedy for the failure to/ffer overtime shall be that the employee
shall be offered an equal or comparabl/amount of overtime at the next opportunity.
27.6 The overtime list by/classification will be made up of all employees in
that classification. If an em4foyee refuses overtime, is sick, on vacation or on an
excused absence the C/if
11 move to the next employee in line on the overtime list.
For call-back overtime employee does not answer his/her phone the City will
move to the next yfnployee in line on the overtime list. This provision is not to be
interpreted as/fneaning the employee is not subject to call-back while on vacation or
excused absence.
19
/For
atively Agreed to on
he City of Miami: For the Union ��
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27.7 As each overtime opportunity arises the City will move through the
overtime list until it has offered the last employee on the list an overtime opportuniv.
Thereafter, the City will move to the top of the list and begin with the most
employee on the overtime list.
27.8 The provisions of this Article do not restrict the City's rig,Kt to mandate
employees to work overtime. In the event the City must order ove/ime work within
a unit or area of assignment, the most junior employees of the ffected classification
will be ordered first to work the required overtime.
27.9 If this method results in obviously inequ' able distribution of overtime,
the Director of Human Resources or designee
out a method of correcting such inequity.
T tatively Agreed to on
For the City of Miami: For the Union
UNION President will work
SUBSTITUTED
ARTICLE 28
GROUP INSURANCE
28.1 Summary Plan Document
The City and the UNION agree that the Summary Plan Documg4t (SPD)
(entitled City of Miami Life and Health Benefits) shall be immediately updated to
reflect descriptions of the current benefit. Plan design and all plaVbenefits shall be
those outlined within the updated version of the employees b/nefits handbook and
shall not be changed without mutual agreement of the C/y and the UNION. The
updated and finalized SPD shall be provided to the CiVs Plan Administrator (TPA)
and the TPA will administer the Plan benefits in
other language agreed to and contained in the
with the definitions and
The City agrees to pay $8.08 pefall eligible bargaining unit member per pay
period to the UNION to provide lifeAsurance coverage in the amount of $0540,000.00
and AD&D coverage in the arn/unt of $80-70,000. The UNION has secured a multi-
year rate guarantee from Elie provider, Reliance Standard mutual of Omaha. The
UNION agrees to co inue to secure life insurance and accidental death and
dismemberment co erage for all the eligible bargaining unit members throughout the
term of this co ract and agrees to provide policy and rate documentation to the City
at the City' request.
Medical/Vision:
i ntatively Agreed to on
For the City of Miami: For the Union � I
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The City currently offers medical, dental and vision benefit plans through a
self-funded plan in which all bargaining unit members, upon obtaining eligibility,
may enroll, to wit:
Medical/Vision
Dual Choice/POS
Dental
Cigna Network
Cigna Network
DHMO-Cigna/DP
EAP Cigna HealX,2015,
e
It is agreed between the parties that as of January the City's medical
plan will consist of a four tier program:
Single coverage
Single coverage + spouse
Single Coverage + children
Single coverage + Family (spov/e and children)
It is agreed that medical prtmium rates for all tiers may be adjusted annually
upon the City's calculation of premium for medical benefits. Premium rates will
be calculated by a certifiet actuary based on the City's eligibility list and experience
and the information vAl be provided to the UNION, in order to validate any increase
or decrease in the/retical premium.
As of J/huary 1, 2018 2015, (the beginning of the next Plan year) any increases
or decreates in the cost of the City's health plan shall be shared by current active
empl ees on the following basis for all medical plans:
entatively Agreed to on
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Plan Year 2018 2015: Dual Choice/POS (Cost of coverage shown biweekly)
Single $40.55
Single + spouse $89.21
Single + Children $75.01
Family $115.56
Plan Year 2018 2045: Point of Service Plan
Co -Pays:
Primary Care Physician: $25.00 per visit
Specialists from within POS Network: $4060 per visit
As there are frequent and rapid chaAes in health care costs, it is
understood and agreed between the parties thatAny changes in contribution amounts
will be made based on the annual calculatio/of theoretical premium. It is agreed that
should actual operating claims and adyfinistrative costs, and reserve costs increase
at a rate higher than the projectig4s used to establish the employee contributions
above (projection used is 10°/�ncrease in total premium each year), then those
employee contributions shaf be adjusted to reflect the increase and shall be effective
at the beginning of thepealth Plan Year. Likewise, should the theoretical premium
cost decrease moreAan the projections used to establish the employee contributions
stated above, fil`iose employee contributions will be lowered to reflect the overall
ical/remium decrease. In any given plan year, projections used to establish
any in/ease in contributions from the employee shall be capped at 15%.
ntatively Agreed to on :7. 001
For the City of Miami: V For the Union
SUBSTITUTED
Prescription Drug Coverage
The City currently offers a prescription drug benefit plan for those bargaini
unit members enrolled in POS plans. It is a self-funded plan administered by Cigna
Health Care and consists of the current benefit:
Cigna Pharmacy Retail Drug Plan;
$15 per 30 day supply for generic drugs
$40 per 30 day supply for preferred ]fand name drugs
$60 per 30.day supply for non-prvferred brand name drugs
50% of drug cost per 30 da/supply for self-administered
Injectables (e.g. injectab)(s drugs used to treat rheumatoid
arthritis, hepatitis (multiple sclerosis, asthma).
Cigna Tel Drug Mail Ord/r Drug Program:
$0 (no c/arge) per 90 day supply for generic drugs
$80Zer 90 day supply for preferred brand name drugs
20 per 90 day supply for non -preferred brand name
drugs
50% of drug cost per 90 day supply for self-administered
Injectables (e.g. injectables drugs used to treat rheumatoid
arthritis, hepatitis C, multiple sclerosis, asthma).
/For
tatively Agreed to on
rte,
the City of Miami: For the Union
SUBSTITUTED
Since prescription drug costs are a major component of the health plan
and are subject to significant annual cost increases, the City and the UNION agy6e
to evaluate and measure pharmacy benefit total costs and evaluate best
strategies to manage the pharmacy benefit.
Any changes in the pharmacy benefit shall be mutually agreed to by tV City and the
UNION.
Dental:
Dental premium rates may be adjusted annuggy upon the City receiving
notice from the dental providers. Employees will beX%tified of the adjustments in
the dental rates during open enrollment. In accorlance with current practice, when
employees choose to be covered under the (%sty's dental plan, the employee will
continue to pay the dental premium.
Employee contributions: /In accordance with the City's Cafeteria Plan
group health premiums will be pXd by the bargaining unit employee with pre-tax
dollars.
Health Committee
It is agree/that a standing committee will be created called the Health
Insurance Commie. It shall be made up of six (6) City of Miami Employees, one
member appoiyfed by the IAFF, one member appointed by AFSCME, Local 1907, one
member alpointed by AFSCME, Local 871, two members appointed by the City
Manag/r and one picked by mutual agreement of the Unions and City Manager. The
tivelY Agreed eed to onw'
r
For the City of Miami: For the Union
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Group Benefits Coordinator shall serve as a technical advisor to the committee, but
will not be a member nor have a vote.
Based on this commitment and in collaboration with labor
management, this Committee will work during the term of this contract to ' entify
ways to strengthen and improve our health plan. This will include, but i of limited
to:
Obtain timely, accurate, and transparent reporting, ith full disclosure,
of all costs from our vendors.
Identify plan vendor administrative improv meets and efficiencies that
can have a significant impact on reducing health ex nditures and to ensure that our
health plan vendors are delivering maximum a inistrative savings.
Educate employees on better u erstanding and use of their health plan.
Identify the impact of he h improvement and disease management
initiatives to decrease overall medi 1 and drug costs.
Identify members who would benefit from health improvement
initiatives and institute prcArams to improve member's health.
Evalua/armacy
d measure our pharmacy benefit total costs and fully assess
the costs from our benefit manager (PBM) vendor.
/dobtain
tify proven strategies to more effectively provide prescription
benefits, a vendor (PBM) administrative savings to successfully manage
this ini6ortant benefit.
ntativel Agreed to on
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For the City of Miami: For the Union��
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Make recommendations to the City Manager to reduce health
expenditures while maintaining a quality health plan at an affordable cost and w
improves the health of employees and dependents.
Review employee complaints and remedy situations
s so
long as the decision does not change or impact current benefits. This/s intended to
reduce the need for the grievance procedure; however, the bargai/ng unit member
does not waive his/her right to file a grievance should the co ittee's remedy is not
satisfactory to the employee.
Review and update the Summary Plan De cription (currently titled City
of Miami Life and Health Benefits).
Any and all other health care aid wellness issues identified by the
Committee as promoting initiatives to/mprove the health of employees and
dependents while maintaining a quali/ health plan.
The Committee shall r/eet monthly or as soon as practicable to commence
initiatives outlined above.
Insurance Deductionfs b
28.2 The City/shall continue to make available to the UNION a payroll
deduction slot to Vrchase local UNION sponsored insurance programs.
on receipt of appropriate authorization from employees, the City will
make the/esignated deductions and forward monies to the UNION. The City shall
dedueVTrom that remittance an amount for the cost of these deductions. The amount
entatively Agreed to on
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will be calculated at two cents (2¢) for each employee deduction, each payroll period
and ten cents (10¢) for each addition, deletion, or modification to the indivi
deduction. The UNION shall indemnify and hold the City, its officers, /ficials,
agents and employees harmless against any claim, demand, suit or liabjVity and for
all legal costs arising from any action taken or not taken by the Cj1y, its officials,
agents and employees in executing this activity. The Director of/lIuman Resources
or designee will advise the UNION of the deduction procedur/s that will be followed
in the implementation and administration of this activi
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ARTICLE 29
UNIFORMS AND SAFETY SHOES
29.1 In those classifications where the employer requires that the e
wear safety shoes, the City shall, effective the first frill pay periodJ/following
ratification of the labor agreement, issue an allowance in the amount o ne Hundred
r''
and wenty-n'i Seventy -Five Dollars ($1275.00) for the purcha of an initial pair
of safety shoes.
29.2 When, due to wear and tear or accidJ/ntal job destruction, a
replacement pair of shoes is required, the City will ant up to an additional One
Hundred and Twenty-Fi ^ Seventy -Five Dollar ($1275.00) for the purchase of
another pair of safety shoes.
This additional One Hundr/d and Twee ty-Fi Seventy -Five Dollars
($1275.00) shall only be provided wb/h the worn out or damaged pair of shoes is
turned into the Department. The Ylepartment Director, or designee, shall determine
when, in their judgment, a p, -A of safety shoes shall be issued on the basis of need
and not on an automaticXasis. Management reserves the right to provide safety
shoes directly to the eq(ployee in lieu of the approval provisions.
29.3 Eragroyees in those classifications required to wear safety shoes shall
be subject to tyle loss of a day's pay for each day that the employee reports to work
not wearin/the required safety shoes. Action under this section shall not be grievable
under fine Grievance Procedure or appealable to the Civil Service Board.
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If a medical waiver is obtained stating that the employee is unable to wear safety
shoes, then the penalty stated above is not applicable.
29.4 Safety shoes shall not be worn by the employee when the em
off duty.
29.5 Employees shall be advised of shoe models which
standards. The shoe allowance authorized by this Article shall
employee purchases a pair of safety shoes whose quality is
Management.
71 is
to City
e paid where an
as acceptable by
29.6 City furnished equipment where requ/ed by the employer will be
replaced when worn out or damaged only if the 9&ployee returns the worn out or
damaged equipment to the Department. ThisAcludes, but is not limited to, gloves,
boots, inclement weather gear and other Auipment. A bargaining unit employee
shall reimburse the City for the repairAr current replacement cost of lost, stolen, or
damaged City equipment when the/mployee's carelessness and/or negligence results
in the loss, theft, or damage ofAe equipment.
29.7 Mechanics c/ered under this contract shall be provided with safety
eyewear. Those bargaVing unit members requiring prescription safety eyewear due
to their inability o/wearing regular safety eyewear will be provided prescription
safety eyeweaf/ The bargaining unit member is responsible for obtaining the
prescriptio/at no cost to the City.
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and pants) per year to any classifications required to wear uniforms.
29.
classifications.
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ARTICLE 30
TOOL ALLOWANCE
30.1 The City agrees to pay a quarterly tool allowance for Autghlotive
Mechanic, Heavy Equipment Mechanics, Welders, and Auto Body Worker%Painter in
the amount of One Hundred ($100.00) dollars quarterly. Such to
/thewance will be
paid to the employee within the first fifteen (15) days after the cl e of quarter.
30.2 Mechanics' tools, which are stolen due to va4lalism or forced entry
upon the employer's property, will be replaced upon prop( of a police report and an
itemized list of the tools stolen.
30.3 The Department Director or his dggignee shall have the sole right to
develop or redevelop a basic minimum tool listAhich employees must have to be hired
in the various trades' classifications
reasonable length of time for any e
basic minimum tool allowance
Department Director may grant a
to acquire additional tools to meet the
ry. Employees who fail to meet the basic
minimum tool list inventory/hall not receive a tool allowance. Tools may not be
loaned to meet the basic i/Iventory tool list.
30.4 The DXartment Director, or his designee, shall provide a required
minimum list of/ools for Automobile Mechanic & Motorcycle Mechanic, Heavy
Equipment )(echanic, Maintenance Mechanic, Auto Body & Painter, Welder,
is,/, Mason, Carpenter, Electrician, Lineman, Plumber, Painter, A.C.
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Mechanic, Sign Painter, Communication Technician, or any other classification
listed that the Department Director may feel is necessary to add.
30.5 The affected employees within the above -listed classificatiolA shall
submit an inventory of all their personal tools, including the make and m/del of each
tool to their immediate supervisor outside the bargaining unit who wi;tverify the list.
The employee will maintain a copy of said inventory list, and a coly will be filed with
the Department Director or designee. This list shall b/ut
odically checked and
updated. The City shall replace broken, stolen, and wornols upon request and
confirmation that the broken, stolen, or worn out tool >f as on the recorded inventory.
This replacement policy does not apply to the clarifications receiving the quarterly
tool allowance as provided under this A/shbe
bmission of the inventory list of tools
in excess of the basic minimum tool listompleted within sixty (60) days after
ratification of this Agreement.
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ARTICLE 31
TUITION REIMBURSEMENT
31.1 It is agreed between the parties that the tuition reimbursAent
program is designed to encourage City employees to improve their job pe
and increase their value to the City by pursuing courses of study relato to their job
duties at accredited educational institutions. The policy gover/ing the tuition
reimbursement program is intended to be flexible, with broad d/cretion for approval
reserved to the Department Director and the City Manager/o as to insure on-the-job
effectiveness of City employees. Tuition reimburse nt shall not be subject to
budgetary constraints.
31.2 Any full-time, permanent City e loyee shall be eligible to participate
in the Tuition Reimbursement Program.
31.3 All course work must
university or educational insti
taken at or from an accredited college,
approved by the City Manager or the
Department of Human Resourc/ designee. Course work taken under provisions of
this Article must be directly/related to the employee's job duties. Class attendance
will be on the em
announcement and
Resources desiaAe.
's own time unless otherwise noted in the course
by the City Manager or the Department of Human
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31.4 Effective upon ratification, reimbursement will be limited to books, lab
fees, and tuition costs up to a maximum of $4,000.00 per calendar year.
31.5 To be eligible for reimbursement, the employee must
complete the course work and provide evidence of successful completion tq/the City.
Successful completion must be evidenced by a grade of "C" or better.
31.6 Procedures for reimbursement will be as follows:
A. The employee must obtain three (3) copie/f the Application for
Tuition Reimbursement form for ,tach course from their
department or the Human Resou.Vfes Department.
B. The employee must complet/the application in triplicate and
submit it to his/her Depar�tment Director prior to registration at
the education institu
C. The Department)Oirector will then review the application and
if approved f/rward the original and one copy to the Human
Resource epartment. If the application is not approved, it is
then turned to the employee by the Department Director.
D. T e Human Resources Department has the authority to
approve or not approve the application, and applications not
approved will be returned to the Department Director with the
reason for rejection noted thereon.
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31.7 In the event the employee resigns or is terminated from the City within
one (1) year following completion of the course(s) for which City funds have
expended, the amount of tuition reimbursement paid to the employee Xill be
reimbursed to the City by the employee upon his/her termination fropf the City
through a deduction from his/her final paycheck.
31.8 Upon completion of the course work, the employee iAst submit his/her
semester grade report together with the tuition fee receipt/o his/her Department
Director. The Department Director will submit the appr/ved application for tuition
reimbursement along with the employee's semgrade report to the Finance
Department who shall then reimburse the employeste for the City's share of the tuition
reimbursement. The employee's Departmgdt Director will advise the Human
Resources Department of the employee's tisfactory completion of the course.
ntatively Agreed to on
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ARTICLE 32
CALL BACK PAY
32.1 Any bargaining unit member eligible for overtime sha/hours
o
duty during off-duty hours, receive a minimum of three (3) hours plr
travel time, paid at the overtime rate. The parties agree that call-bll
not be used in the computation of arriving at average
establishing pension benefits.
32.2 It is not the intent of this Article or any
to provide pay for a bargaining unit member out on ill
to receive call-back pay, overtime pay or straight in
for purposes of
of this Agreement
e or workers compensation
pay for taking the required
physical before said employee may be released o return to work.
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ARTICLE 33
JURY DUTY/COURT APPEARANCE
33.1 Employees serving on jury duty shall be carried "JD" (Jury Dut for
actual working time lost when called to serve on jury duty. Such employee shall be
paid at their regular hourly rate for all working time lost up to forty ) hours per
week. Employees who work a regular shift between the hours of 1 0 p,m. and 7:00
a.m. and who are summoned to jury duty the day preceding thg(r regular shift, shall
be carried on leave of absence with pay for their regular shit! All employees released
early from jury duty shall report back to work during tyeir regular work schedule or
shall forfeit the City compensation for Jury Duty fo/all hours they are absent.
33.2 In consideration of receiving
serve on Jury Duty shall promptly notify
The supervisor shall make a copy of t
regular pay, employees called to
supervisor of the call to Jury Duty.
ons to Jury Duty and forward said copy
with the payroll sheets for the weevin which the employee is on Jury Duty.
Employees who Xrve as jurors for Federal Court shall have deducted
from their paycheck a juryXuty fee equal to that compensation paid to the employee
by the Federal Court inAis/her jurisdiction per day in the payroll period following the
week in which the yfnployee was on Jury Duty.
ployees who serve as jurors for State and County Court shall not
have Jury duty fees deducted for the first three (3) days of juror service. Employees
who se/ve more than three (3) days of Jury Duty shall have deducted from their
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paycheck a Jury Duty fee equal to that compensation paid to the employee by the
State or County Court in his jurisdiction.
Any changes by the Courts in the above fees shall be reflecte n the
employee's paycheck as they occur.
Where Courts provide free parking for jurists, employ s will not be
reimbursed for any parking receipts submitted while attending sUh courts.
33.3 Attendance in court in response to legal order /r subpoena to appear
and testify in private litigation not in connection with an ey ployee's official duty, but
rather as an individual, shall be taken as vacation, c/npensatory leave, or leave of
absence without pay.
33.4 When requests for appeara/efore the Civil Service Board require
witnesses, the Civil Service Office shall rethat said requests delineate who are
character witnesses and who are w
Should the number of character
testifying as to the incident at hand.
s exceed two (2) then a statement from those
additional character witnessu4 shall be submitted to the Civil Service Board
stipulating to the charactef/of the employee on appeal before the Civil Service Board.
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ARTICLE 34
COMMENDATION PAID LEAVE
34.1 A department director, upon approval by the /this
designee, may grant up to forty (40) hours of paid leave to any e
performance is of such exemplary or heroic nature as to warconsideration. This Article shall not be subject to the grieva
arbitration.
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ARTICLE 35
PARKING
35.1 The City agrees to provide non -assigned parking space fob/ all
bargaining unit employees who drive their personal automobiles to work. This
parking space will be at no cost to the employee while the employee is 96 duty. The
City will not assume the cost of parking for those employees who /ay not desire to
use the parking space provided by the City. Any questions wi% regard to employee
parking shall be reviewed and a determination made by t06 Department of Human
Resources designee and shall be final and binding.
35.2 The UNION President will meet ar/ confer with the Department of
Human Resources designee on parking concerns should the need arise and the
Department of Human Resources desi
consistent with budgetary constraints
will attempt to resolve said concerns
/entatively Agreed to on
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ARTICLE 36
BLOOD DONORS
36.1 Employees who volunteer as blood donors to co/omplish
i City
supported Blood Donor Organizations as approved by the DHuman
Resources designee will be authorized the paid absence neceslish thispurpose. The Blood Donor Organization's personnel will deteount of
time the donor will need from the point of donation until they go back
to work.
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ARTICLE 37
VACATION
37.1 Vacations shall be taken by the last payroll period of the calend/r year
in which the vacation. was credited. Effective upon ratification of the laborAreement,
employees shall be allowed to carryover five hundred (500/1hidred
the previous
year's credited vacation. Any excess vacation over the fi(500) hours
allowed carryover shall be forfeited after January P;1 anptions to the
maximum carryover allowance shall be permitted ab/ent the express written
approval of the City Manager. Bargaining unit n embers with unused accrued
vacations hours in excess of two hundred (200) ho rs as of September 30, 2010, shall
have those hours in excess of two hundred
with grandfathered hours over two hu
up to a maximum of those
500) hours, 4hiehever -I-
carried on full disability the
'. 4 grandfathered, and those employees
(200) hoursshallbe allowed to carryover
n er to a the maximum of five hundred
in year to year. Employees who have been
previous year shall be paid for all excess vacation
over five hundred (500) ho/s at the rate of pay the employee was earning at the time
the employee was pl, ed on full disability. If an employee is unable to take a
previously author' ed vacation due to cancellation by the Departanent Director or
designee, any urs in excess of the five hundred (500) hours which would have been
forfeited, 9yall be paid on or about January 1, at the em.ployee's hourly rate of pay.
.2 �Tacation shall be accrued in accordance with the
4o -W5 A-Arezwwof.
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•a.ctual
37.3 An employee's annual vacati accrual shall be reduced for leaves of
absence without pay and suspensions. e employee's annual vacation accrual shall
be reduced on a yearly basis
in acco • ante with the following schedule:
Hours Without Pay
Penalty
88 thru 176 Hours
1 month annual vacation accrual
177 thru 349 Hours
2 months annual vacation accrual
350 thru 522 Hours
3 months annual vacation accrual
523 thru 695 Ho 's
4 months annual vacation accrual
696 thru 86 ours
5 months annual vacation accrual
869 thr 041 Hours
6 months annual vacation accrual
1.04 , iru 121.4 Hours
7 months annual vacation accrual
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1215 thru 1387 Hours 8 months annual vacation accrual
1388 thru 1560 Hours 9 months annual/those
accrual
1561 thru 1733 Hours 10 months annualaccrual
1734 thru 1906 Hours 11 months annual accrua
1907 thru 2080 Hours 12 months annualac ual
37.4 Vacation leave must be requested twenty -fours in advance of
use and shall be taken in increments of not. less than one (1) those occasionswhere more than one emninvee in a classification has susly reauested
vacation leave for the same period of time, the leave shaXbe granted by classification
seniority. Vacation leave may be granted by the De/artment Director or designee on
an emergency basis. S/dg
request be d pied, the employee may only appeal
such denial to the Direman Res urces or designee. Upon an employee's
retirement or separatity s vice, the employee will be paid for those
vacation hours credited rough the employee's separation date.
37.5 Vacationculated on actual service in the previous calendar
year and shall only bter the completion of six (6) months of actual
continuous service.
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ARTICLE 38
SECURITY OPERATIONS
38.1 The City and the UNION and its officers, agents and
recognize there are assignments within the Miami Police Department w
mbers
security
of information is an absolute necessity. Therefore, the Chief of P1dlice at his sole
discretion may reject an employee to such assignment withi/ the Miami Police
Department when the Chief has reason to believe that tl/re is potential for the
Security of the Department to be compromised.
38.2 Upon request of the UNION PresidAt, the Department of Human
Resources designee will review such denial of aXignment. Said review will be final
and the decision of the Department of HumaXResources designee will be binding and
not subject to any appeal procedure.
entatively Agreed to on
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(PLEASE REFER TO THE 4/26/2012 MEMORANDUM OF UNDERSTANDING
FOR SECTION 39.11)
ARTICLE 39
SICK LEAVE
39.1 The parties agree that care and discretion shall be /xercised by
Management and the UNION in order to prevent the abuse of sicVeave privileges.
Absences on account of trivial indispositions must be discourag/d. To determine the
extent or reasons for an employee's absence on sick leave, die employee's immediate
supervisor outside the bargaining unit or management4esignee may visit the home
of the employee on sick leave with pay. In cases vAere Management suspects that
an employee is malingering, sick leave with pa/shall not be granted.
39.2 Permanent bargaining unit
leave per month, provided that the e
twenty (120) hours per month to
loyees may accrue eight (8) hours sick
e is in pay status at least one hundred
d in not less than one (1) hour increments.
39.3 New hires will ac/rue sick leave in accordance with Section 39.2 above.
However, no sick leave witX pay shall be granted during the employee's first ninety
(90) working days.
39.4 To rg6eive sick leave with pay, a bargaining unit employee must take
steps to notifyO' his/her immediate supervisor or the person designated by the
to receive such notice of illness within thirty (30) minutes of their
regula/y scheduled time for work, excluding the Fire and Police Departments
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wherein departmental rules will apply. It shall be the bargaining unit member's
responsibility to notify the Department designee each day the employee will be
ill within the time frames outlined above.
39.5 Bargaining unit members may be allowed to use accrued ,quick leave
when needed due to the serious injury or acute illness of any acti/l dependent
member of the employee's household. Said dependent member /f the employee's
household shall be limited to the employee's immediate family. he immediate family
shall be defined as father, mother, sister, brother, husba , wife, domestic partner,
children, father-in-law, mother-in-law, grandparent spouse's/domestic partner's
parents, grandparents, stepfather and/or stepmotvr.
39.6 In those instances where an em oyee has utilized all their sick leave,
they will be allowed to utilize vacation a or compensatory leave for this purpose.
Employees will be required to provide doctor's excuse in these instances.
39.7 Any employee abser/on sick leave for more than three (3) consecutive
work days must report to the Itepartment of Human Resources and obtain approval
before returning to work. he Department of Human Resources will have the City
designated physician repare a list of those medical illnesses or injury that will
require the emplo e to be sent to the City doctor's office prior to being cleared to
return to world Those medical conditions which are minor in nature and not on the
prescribed,Aist will only require the employee to report to the Human Resources
DeparAent for clearance to report to work.
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39.8 Bargaining unit employees who exercise normal retirement shall
receive a cash payment equal to one hundred percent (100%) of their un
accumulated sick leave up to seven hundred and fifty (750) hours. Bargaini
members with accumulated sick leave balances over seven hundred and
hours as of September 30, 2010, will have their balances in excess of
and fifty (750) hours grandfathered. Upon exercising normal
O'unit
(750)
hundred
nt bargaining
unit members shall be paid for fifty (50%) of those u/tir
dfathered sick leave
hours in excess of seven hundred and fifty (750) hourinank.
39.9 Employees who terminate employmentity under honorable
conditions shall receive a sick leave cash payout a§4611ows:
More than 7, but less than 15 years ofservice 25% up to 750 hours, or up to a
maximum of their unused
grandfathered sick leave hours
in excess of seven hundred and
fifty (750) hours.
More than 15 years of service 50% up to 750 hours, or up to a
maximum of their unused
grandfathered sick leave hours
in excess of seven hundred and
fifty (750) hours.
39.10 Emplg/ees who are terminated shall not receive compensation for
unused sick leaveXpon separation of service or retirement.
39./ar
bargaining unit member's maximum sick leave carryover from
calendar calendar year shall not exceed seven hundred and fifty (750) hours
or theZumber of unused accumulated sick leave hours in excess of the seven hundred
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and fifty (750) hours grandfathered as of September 30, 2010, and any hours accrued
in excess of the maximum carryover in a given year are not permitted to be
over by the bargaining unit member. Bargaining unit members with
accumulated sick leave hours in excess of maximum carryover at the end oythe year
shall be paid for one hundred percent (100%) of the unused por/on of their
accumulated sick leave in excess of the maximum carryover.
39.12 Payoff for accumulated sick leave shall not Xe used to calculate
average earnings for pension purposes.
39.13 Employees with ten (10) or more years ofAervice who are laid off under
honorable conditions may repurchase sick leave fo/which they were paid off at the
time of separation, subject to the following
1) They are rehired wit n twelve (12) months from the date of
their separatio
2) They remit t the City an amount equal to their hourly rate in
their reh/ed position multiplied by the number of hours of sick
leave/for which they were previously paid. This buy back
must be exercised and paid for within thirty (30) days
from the date the employee returns to the employ of the City.
If the buyback option is properly exercised, the City will credit
the employee with the balance of sick leave hours credited to
his account as of the date the employee was laid off.
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39.14 In recognition of those employees who display perfect attendance
in any one calendar year, the City will present the employee with a certificate
appreciation. There will be an annual drawing of one hundred
employees by an individual selected by the Director of Human Resources o,/designee
and the UNION President from the pool of eligible employees/with perfect
attendance. Each of the one hundred fi" (10050) employees whq/e name is drawn
shall receive a one hundred dollar ($100) cash prize. In orde/to qualify for perfect
attendance recognition, the employee must not have utiliz9d any sick leave, nor been
on disability, nor have been in any without pay status luring the year.
entatively Agreed to on
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ARTICLE 40
TARDINESS
40.1 Tardiness is reporting for work in excess of five (5) minutes be nd the
scheduled starting time of the shift (or as provided in Police or Fire partment
rules). Approved pre -arranged time off shall not be considere an instance.
Unexcused absences resulting in tardiness shall be counted as an/instance." When
an employee reports to work within a period that is /or
ve (5) minutes after
his/her scheduled starting time, and provides an exccceptable in the sole
discretion of Management, which shall not be arbitriciously applied, the
employee may elect to utilize vacation, compensatork leave. Election of
vacation, compensatory time or sick leave for an cused tardiness shall be taken in
fifteen (15) minute increments. An annual p iod shall be defined as a twelve (12)
month period beginning with the occur nce of the employee's first tardiness
instance.
Management may, in its dis/retion, allow an employee to utilize vacation,
compensatory time or sick leavej6r a tardiness even if the tardiness is unexcused.
40.2 Employees sha)rbe disciplined for instances of tardiness in an annual
period in accordance withAe following schedule:
3rd stance in annual period
6t instance in annual period
10th instance in annual period
I lth instance in annual period
Discipline
Written warning
Written reprimand
Three (3) day suspension
Fourteen (14) day
Suspension
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12th instance in annual period Dismissal
Disciplines issued pursuant to the schedule shall not be considered for purpok
of progressive discipline after the annual period expires.
40.3 Tardiness appeals shall only be appealable through th/eules ance
Procedure Article as set forth in the Agreement. Exceptions to the abo
may be granted by the Director of Human Resources or designee, ' the individual
circumstances warrant such action.
T tatively Agreed to on
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ARTICLE 41
FAMILY MEDICAL LEAVE AND LEAVE WITHOUT PAY
41.1 Bargaining unit members may request a leave without ay in
accordance with the Family and Medical Leave Act of 1993, as amended. uch leave
is provided under the law for birth, adoption or foster careof a c/,child,
d for a serious
health condition of the employee or the employee's spous parent or
grandparent, eligible deployment return from deployment riyfits or any other FMLA
eligible event. Employees taking leave under the FanAy and Medical Leave Act
(FMLA) shall be limited to a ninety (90) day F>(LA leave, or twenty-six (26)
workweeks FMLA leave for the care of a covei/d service member, in a 12 -month
period. An extension of an additional ninet/(90) day of leave without pay may be
granted upon request to the Director of/Human Resources or designee as specified
under Section 41.3. Upon approval of such extension, the employee will be required
to pay the full premium amountfr health insurance coverage.
41.2 Upon approvVof the Department Director, with the approval of the
City Manager or the Dir/ctor of Human Resources or designee, a leave without pay
may be granted, for tKe purpose of training or study calculated to improve the quality
of the employee,/ service to the City through course work directly related to the
employee's j/ for up to six (6) months. The request for leave without pay may be
extendeyfor an additional six (6) months upon the approval of the Department
/For
or and approval of the City Manager or the Director of Human Resources or
vely Agreed to on _� I
City of Miami: For the Union.
SUBSTITUTED
designee. Any bargaining unit employee requesting said leave of absence shall be
required to submit evidence of registration upon entering each quarter/semester
school.
41.3 Upon approval of the Department Director, with the apprg,al of the
City Manager or the Director of Human Resources or designee, a leayk without pay
may be granted, for an acceptable reason other than specified herek, for a period not
to exceed ninety (90) day calendar days. Approval for sa/Iee of absence without
pay is at the sole discretion of the City Manager or DirecHuman Resources or
designee and shall not be appealable to theZesire
vice Board or the grievance
procedure.
41.4 Bargaining unit employees wh take a leave without pay for
any reason specified in this Article,
exhaust their vacation and leave
for leave without pay for a seri
a serious health condition, must
rior to taking a leave without pay. A request
th condition as provided under the Family and
Medical Leave Act shall regVre the bargaining unit employee to use all sick and
vacation banks prior to tAing such leave. The usage of such leave time will not
prohibit the employeeXrom taking leave without pay as specified herein.
41.5 Bar,4aining unit employees who take a leave without pay for any
reasons speci 'ed in this Article shall not accrue leave time. At the expiration of a
leave of a Bence without pay, the bargaining unit employee shall be returned to the
same r similar position vacated when said leave of absence without pay was granted,
entatively Agreed to on
For the City of Miami: For the Union
SUBSTITUTED
in accordance with the provisions of the Family and Medical Leave Act. Leave of
absence without pay during the required probationary period of service shall exte
the probationary period the length of time used during the said leave of ab ence
without pay.
41.6 The acceptance of another position or engaging/otheloyment
by the bargaining unit employee while on a leave of absenceshall be
deemed a voluntary resignation from the service of the City of
T tatively Agreed to on_��
For the City of Miami: For the Union Sy �`
SUBSTITUTED
ARTICLE 42
LABOR✓MANAGEMENT PARTNERSHIP COMMITTEES
42.1 A Departmental Labor/Management Partnership Committee/may be
established in each department of the City of Miami. Said Committee embership
shall include representatives from classified support staff (M/C), classified staff,
executives and the AFSCME bargaining unit dues and non-due/paying members.
42.2 The Departmental Labor/Management Part/rship Committee may
meet at least once a month, and such meetings shall Ye scheduled during normal
business hours. The purpose of these meetings willXe to discuss quality of work -life,
productivity, service, communication and objectAes of mutual concern, not involving
matters which have been or are the sub t of collective bargaining between the
parties. It is understood that these D artmental Labor/Management Partnership
Committee meetings shall not be vXed to renegotiate the labor agreement between
the City and AFSCME. All decVons made by the Departmental Labor/Management
Partnership Committee sh be by affirmative consensus.
42.3 The De artmental Labor/Management Partnership Committee
meetings shall be c ducted on a semiformal basis with the selection of a chairperson
to be determiri/d by the members of the Committee. Length of participation of
Committee/nembers shall be determined by the Departmental Labor/Management
Partney6hip Committee. The chairperson shall arrange for minutes to be taken of
entatively Agreed to on
For the City of Miami: R For the Union�'`�
SUBSTITUTED
each meeting and for the distribution of copies to each member of the Committee, the
UNION President, and the City's Human Resources Director or designee.
/ntatively Agreed to on � �;L5 —,,-)')
For the City of Miami: For the Union
SUBSTITUTED
ARTICLE 43
BEREAVEMENT - DEATH IN FAMILY
43.1 Bargaining unit members may, in the case of death in the ir/mediate
family, be authorized up to a maximum of forty (40) hours of paiYleave o attend to
funeral or estate related functions of a member of the employee'ate family,
or is at home in a state of bereavement. Said paid leave d be taken
consecutively by the employee excluding normal days off and olidays. For purposes
of this Article, the "immediate family" is defined as fathe , mother, sister, brother,
husband, wife, domestic partner, children, fa�Ker-in-law, mother-in-law,
grandparents, spouse's/domestic partner's parents grandparents, grandchildren,
stepchildren, stepfather and/or stepmother and ay include any other person who
was or has been an actual member of the em oyee's household for ten (10) or more
years. Within thirty (30) calendar days f m the date the employee returns from a
death in the family, the employee wi,K file a copy of the death certificate of the
deceased family member. Said deatycertificate will be attached to the form provided
by the City and submitted to the uman Resources Department. Failure to produce
the death certificate will res tin the employee reimbursing the City for any days
taken under this Article. y employee found to have falsified his/her application for
death in the family (" day) will be dismissed.
43.2 I/sderstood that under certain circumstances the employee will be
unable to obtaiath certificate. In this event, in lieu of a death certificate, the
employee sh/l submit any other documentation that reflects the death and family
relation adeemed appropriate by the Department of Human Resources or designee.
T tatively Agreed to on
For the City of Miami: For the Union
43.3 Bereavement leave is for attending a funeral or to attend to estate
issues or in a state of bereavement and must be taken within 45 days of the death of
the family member. The Director of the Department of Human Resources or designee,
at his/her sole discretion, can make exceptions to the 45 day limit under truly unique
circumstance, but the decision is final and cannot be appealed through the grievance
procedure or any other forum.
Tentatively Agreed to on
For the City of Miami: For the Union J
SUBSTITUTED
ARTICLE 44
MILITARY LEAVE
44.1 The City shall abide by the current provisions of the Florida St utes,
Sections 115 and 250 as they relate to all bargaining unit employees who e either
reserve officers or enlisted personnel in the Florida Defense Force, e National
Guard, Naval Militia, Marine Corps, U.S. Army Reserve, U.S. Nav/l Reserve, U.S.
Marine Corps Reserve, U.S. Coast Guard Reserve, U.S. Air ForcAeserve or officers
or enlisted personnel in any other class of the militia /entitlinthe employee to leave
of absence from their respective duties without loss oe, efficiency rating or
Civil Service seniority credits on all days during whicall 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 X under the provisions of the Florida
Defense Force or the National Guard; p
matter of legal right under the provi
(17) days in any one calendar year
iAd that leaves of absence granted as a
I
f this section shall not exceed seventeen
ss other local, state or Federal laws which
may be applicable grant additiona ime.
44.2 Requests for mili ry leave shall be made to the Department of Human
Resources designee as early as possible but at least two (2) weeks prior to the date
such leave commences w,/h proper orders attached.
44.3 Employ6es who take the military leave provided in this section shall
be credited with t t time on their seniority status, in the City of Miami Civil Service
Records-Depar ent of Human Resources.
entatively Agreed to on
For the City of Miami: For the Union'`
SUBSTITUTED
ARTICLE 45
HOLIDAYS
45.1 The following days shall be considered holidays:
New Year's Day Columbus Day
President's Day
Memorial Day
Independence Day
Labor Day
Dr. Martin Luther King's Birthday
Veterans' D
ThanksgKing Day
Day Ater Thanksgiving
as Day
45.2 Any additional holidaysdecla d by official directive of the City
Manager shall be added to the above list.
45.3 Employ/rate
rk on any of the above holidays shall be paid
eight (8) hours holidahours worked at time and one-half of their
straight time hourlyo Article 27, or shall be given scheduled
compensatory time offe and one-half for the hours actually worked
on the holiday.
45.4 All onditions and qualifications outlined in Article 27, titled
"Overtime/Co ensatory Time", shall apply to this Article. Hours of compensatory
time accu lated under this Article, when added to the compensatory time earned
T tatively Agreed to on <� 1
For the City of Miami: For the Union
SUBSTITUTED
under the Article entitled "Overtime/Compensatory Time", shall not exceed one
hundred fifty 400 150) hours.
45.5 To be eligible for holiday pay, an employee must/ediaede
ift r be
in a paid leave status on the scheduled workdays which immede and
follow the holiday. If an employee works at least seven (7) horegular
shift, the employee will either be charged one (1) hour his/her
compensatory time or vacation leave bank, or carried in withs at the
sole discretion of the supervisor. An employee who works gtleast seven (7) hours as
described in this section shall be eligible for holiday pays
/Ttatively Agreed to on
For the City of Miami: For the Union
SUBSTITUTED
Nf:w 6E,C1..E L�
flcavt� -eae r -O M6 ,6kt j ave LOQ �,�,' -
/�,'
Oder,
gait ��5 � Urw I' t �9n �� �� llcaa�'4�e
Va14 �-x
4t,t, �i �
SUBSTITUTED
ARTICLE 47
RESIDENCY
47.1 It is agreed by the parties that while residency is not a conditio of
employment a candidate that is otherwise equally qualified will be given, at me of
hire, preference for employment in order of domicile as follows: (1) Cit of Miami
resident, (2) Miami -Dade County resident, (3) resident outside okUami-Dade
County.
vely Agreed to on
For the City of Miami: For the Union
SUBSTITUTED
ARTICLE 48
TOTAL AGREEMENT
48.1 This Agreement, upon ratification, constitutes the complete apC entire
agreement between the parties, and concludes collective bargaining for jfs term.
48.2 The parties acknowledge that during the negotiation/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 rem(/ed by law from the area
of collective bargaining, and that the understandings ayld agreements arrived at by
the parties after the exercise of that right and oj0portunity are set forth in this
Agreement.
48.3 The parties agree that t s Collective Bargaining Agreement
represents the total agreement/Board,
d conditions of employment during the
life of this contract and no requade to increase wage or other employee
benefits through the Civil SerCity Manager or the City Commission
during the life of this CollecXve Bargaining Contract.
ntatively Agreed to on'� `� l
For the City of Miami: For the Union
SUBSTITUTED
ARTICLE 49
SAVINGS CLAUSE
49.1 In the event any article, section or portion of this Agreement shgo ld be
held invalid and unenforceable by any court of competent jurisdiction, s
decision
shall apply only to the specific article, section or portion thereof s ecified in the
Court's decision, and that portion of this Agreement in conflict sh 1 be null and void
but the remainder of the Agreement shall remain in full force d effect, with it being
presumed that the intent of the parties was to ezedin
Agreement without such
invalid portion or portions.
49.2 The City's representatives as deticle 2 and the UNION's
representatives as defined in Article 3 shall promptly meet to negotiate a substitute
for the invalidated article, section or rtion thereof as might be determined in
accordance with Section 49.1 of this rticle.
49.3 Notwithstanding y other provisions of this Agreement, the employer
may take all actions necessapy to comply with the Americans with Disabilities Act.
Tentatively Agreed to on
For the City of Miami: For the Union
SUBSTITUTED
ARTICLE 50
SENIORITY
50.1 For purposes of this article, seniority shall be defined as
recent date of hire into a classification within the bargaining unit with the City unless
otherwise agreed upon by the UNION President and the Direct of Human
Resources or designee.
50.2 Seniority shall only be applied in the assignor t of days off in units
with two (2) or more shifts. Seniority shall not be a preva/ng factor for assignment
or promotion to a unit, section or division within a dep/Crtment.
50.3 Exceptions to the use of seniority a/specified in 50.2 may occur in an
emergency situation, when physician ordered,/for training purposes, when language
skills are needed, compliance with the
knowledge or skills are needed as in
with Disabilities Act, when special
agreed upon by the City and the UNION,
or when mutually agreed by the /fected employees and management through the
labor/management process.
50.4 Once every (Xtober shift assignments and days off will be rebid by
seniority.
/For
ively Agreed to ons
e City of Miami: For the Union'``
SUBSTITUTED
ARTICLE 51
LEAVE BALANCE PAYOFFS
51.1 Employees electing to retire and upon separation will receive p
of leave balances upon retirement as currently specified under this agree nt.
-?
Tentatively Agreed to on � )
For the City of Miami: For the UnionU`1
SUBSTITUTED
ARTICLE 52
PENSION
52.1 The parties agree that for the term of this agreement Ae pension
benefits and employee contributions of employees covered by this a • ement shall be
as provided in the City of Miami General Employees' and Sa, itation Employees'
Retirement Trust Section 40-241 through 40-290, Miami ity Code ("GESE"), as
amended except as follows:
52.2 The parties agree that effecti October 1, 2011, the GESE
amortization periods will be revised to add 5/years to the existing amortization
periods and change periods for future amorVzations as follows:
A. Plan benefit changes fo/active employees over 20 years (currently 15).
B. Plan benefit chan&/s for retired employees over 15 years (no change).
C. Assumption cl/nges over 20 years (currently 15).
D. Experienc/Gains and Losses over 20 years (currently 15).
52.3 ective September 30, 2012 or upon implementation of this Article
if later (the 'Aective date"), the following benefit change will be implemented for all
current Xploye'es hired before the ratification of this agreement who have not
d normal retirement eligibility, and for all future employees: The maximum
retirement benefit shall not exceed $80,000 annually; provided, any employee
Tentatively Agreed to on n _q I F)
For the City of Miami: For the Union
SUBSTITUTED
who has an accrued benefit in excess of $80,000 annually on the effective date
retain that benefit, but shall not accrue any additional benefits after/iplemented
52.4 BACKDROP option. A backdrop benefit option shall be
on January 1, 2013. The Backdrop option shall replace the existinggram.
Employees who have not attained normal retirement eligibility aVf the effective date
or were not vested by October 1, 2010, and all employees hirA on or after that date,
will be eligible for the Backdrop option, but will not be eligible for the DROP. Anyone
eligible for the forward DROP as of January 1, 2013,Zmains eligible for the forward
DROP as it presently exists and anyone eligible Vr the forward DROP as of January
1,2013 or vested prior to October 1, 2010, wh hooses not to enter the forward DROP
remains eligible for the Backdrop.
(a) An eligible employee who elec the Backdrop option shall receive a monthly
benefit payable on the employee actual retirement date (date of retirement and
separation from City employ6ent) based on the benefit the employee would have
received if he/she had 196 City employment and retired on an earlier date after
attaining normal yeti/went eligibility (the "Backdrop date"). In addition, an eligible
employee who elg4ts the Backdrop option will receive a Jump sum payment equal to
the accumulVon of monthly retirement benefit payments he/she would have received
during tV period following the Backdrop date through the actual retirement date
period"), plus interest at the rate of 3% per year, compounded annually.
eligible employee may elect a minimum Backdrop period of 1 year and maximum
Tentatively Agreed to on _ (� --1 I �
For the City of Miami: For the Union �"
SUBSTITUTED
Backdrop period of up to seven years. An eligible employee who elects the Ba
option must select the normal form of benefit or an optional form of benefiYat the
time of electing the Backdrop option. The employee's monthly benefit
lump sum payment under the Backdrop option is based on the
selected.
(b) Employees are eligible to elect the Backdrop option
creditable service following the normal retirement da
be made within 10 years after becoming eligible for
cell as the
of benefit
completing one year of
A Backdrop election must
al retirement. The maximum
Backdrop period is 7 years. Eligible employees w)(o wish to elect the Backdrop option
must provide written notification to the City/t least 8 months prior to the employee's
retirement date; provided a lesser noticeleriod may be approved by the City Manager
due to special circumstances. Bargaj�flng unit members will be eligible to revoke their
Backdrop election one time, b/ within 1 month of their election. However, if a
bargaining unit employee iVgranted a lesser notice period by the City Manager due
to special circumstance/ the employee will not be eligible for the one-time Backdrop
election revocation.,Lmployees are not required to elect the Backdrop option.
(c) All or a p/tion of the lump sum payment under the Backdrop option may be
rolled over )6 an eligible retirement plan or IRA in accordance with federal law.
.5 The employee pension contribution shall be 10%.
If the back DROP is ever terminated, for any reason, the rights of all persons
in the DROP shall not be diminished or impaired. Additionally, if the back
Tentatively Agreed to on 63" r
For the City of Miami: 2 For the Union
i
SUBSTITUTED
DROP is ever terminated, all persons who are then eligible for a back DROP will ill
be eligible for a 7 year back DROP. The Board of Trustees of GESE shall evelop
operational rules for the implementation of this provision.
,o3Dr ~�
52.6 Effective Octo4eu--I:J-t the service retirement bene for em lovees
hired prior to October 1. 2010 shall beequal to three percent 3a) of the member's
hi hest one veal of compensation multi lied by the numbe of years of creditable
service. Tr��:etiamx�be-ne€itoem=eeas r:clte=Octobez0
ez�e.5.lo-af-.tm�r�rbe�-'s-�v�• a�co eaiier� mt' �d hrrme
r-esevi . est �two..atad�
e • e°/ of the • - _-%ra �nsatiolti ed
alb The service retirement benefit shall be
)ased on a member's total credi ble service and the benefit multiplier set forth in
;his Provision (not the bene multi lier in effect at the time the service is earned
, , . �.
52.7
VA
Tentatively Agreed to on
For the City of Miami; For the Union �`'"`
1
SUBSTITUTAED/� +fj
n�),�j�a'ej, �rlL��t �\Zile ll% oc'�30C�"'% �(fP7�V
to
52. IffectiveVQcba:b&p-Ir4Q-I-9, a member who separates from em to t
ith ten or more years of service shall be considered elizible for a service ret/ement
ion a.ttainin� the earliest of the following:-(al age 55 with ten yearscreditable
attained age equaling 70 points.
Tentatively Agreed to on
For the City of Miami: For the Union
SUBSTITUTED
ARTICLE 53
TERM OF AGREEMENT
53.1 After a majority vote of those bargaining unit employees vot7ution
the
question of ratification and thereafter upon its ratification by an official reof
the City Commission ratifying the Agreement and authorizing the CitZManager to
sign the Agreement on behalf of the City, then, the Agreement, upo/being signed by
the appropriate UNION representatives and the City Manager, ,full become effective
October 1, 20174 or as set out below, whichever date is lat The Agreement shall
continue in force and effect until 1159 p.m., September 0, 20204.
53.2 On or before February 1, 2020 the/JNION shall notify the City in
writing of its intention to renegotiate the Agreement in force, and attached thereto
shall include a list of proposals which shall/Inform the City of the items which they
desire to negotiate, together with speciyc language embodying and describing their
proposals. The changes indicated i/the proposals shall be designated with a strike
through of deleted language anynew language will be underlined.
53.3 On or before March 1, 2020, the City shall present the UNION with
a list of proposals it desiy6s to negotiate. The changes indicated in the proposals shall
be designated with Xstrike through of deleted language and new language will be
underlined.
53.4 Initial discussions shall thereafter, and no later than April 1, 2020,
be enter into by the City and the UNION.
Te atively Agreed to on `7
or the City of Miami: For the Union
SUBSTITUTED
Agreed to this day of , 2018,5, by and between the respective
parties through an authorized representative or representatives of the UNION an,4
by the City Manager.
ATTEST: MIAMI GENERAL EMPLOYEES
AFSCME LOCAL #1907, AFL-CIy
ATTEST: ON THF/PART OF THE CITY OF MIAMI,
MIAM , FLORIDA
CITY CLERK
APPROVED AS TO FORM
AND CORRECTNESS
CITY ATTORNEY
/tatively Agreed to on
For the City of Miami:0 For the Union'
SUBSTITUTED
APPENDIX A
1008
Clerical Aide
_.._._... _ __
NEX
.............
09.A19
„- ..
1010:
.
Clerk f,
.. ............... .............. ... ...... ... ......... ......._.
........ NEX'
12.A 07
1011
Clerk II
NEX
14 1907
1012
Clerk Ill
........ ........ ...._.. ........
......... NEX:
A1907
...... ............
1013
Clerk IV
_ ... _.. _...... _ _-...._ _._...
NEX
_ _. .w....
20.A1907
..
1015.
Transcriber
....... .._....
NEX
24.A1907
1017
Community Service Provider
___.....
NE
18.A1907
1019 '
Police Typist Clerk.
X'
15.A1907
1020
Typist Clerk I
NEX
13.A190_7
1021 ?
._.
Typist Clerk II ...
......... NEX'
15.A1907
1022
Typist Clerk III
Yp
NEX
17.A1907
1023
Typist Clerk IU
.. _ _ _ ..
NEX;
_.__. _ ...
19.A1907
-__..
1024
Legal Clerk
NEX
18.A1907
1025
Secretary 1
NEX
15.A1907
1026
_Secretary II
NEX
17.A1_907
1027,
Secretary III
NEX "
19.A1907
1028
Secretary IV
NEX
21.A1907
1031
Cis Desk Operator ;
NEX
18.A1907
1037
...... Interrogat Ste
NEX
___ _ -
._.. 24.A1907
1038Police
Transcri ionist
NEX',
_.._-
21.A1907
__....._. -
1040
Tech. iaison
NEX
19.A1907
1042 '
Legal 5e ices Aide
NEX'
15.A1907
1043
Legal S ices Assistant
NEX
17.A1907
1052
___.. _ .....
Servic Center Repre-Net
_ _ _... _.e.
_ NEX'
21.A1907
M.. ...w_ -..._
1054rvice
Center Aide ........ .
NEX
17.A1907
1058
.......
T-leco munications Processing Aide
_ .......
NEX'
21 A1907
............
1060
Claims Representative
.. ...,
NEX
........ - .
19.A1907
1073
ustomerServiceRepresentative
NEX'
21.A1907
1074Cust
Service Rep Sr
EX
24.A1907
1080 .........
Client Support Services Aide
......... ....pP.... ., .........
......... . NEX
20.A1907
1082
p....
Client Support Services Specialist
.........
EX
22.A1907
........
1083
......
... Client Support Services Supervisor
EX
26 A1907
...... ............
1105
......
Cashier I
... ......
NEX
15.A1907
...
1106 `
_-- .......
Cashierill
_. ......... ��......_...... .......... _ _......
NEX'
..-...........-.
17.A1907
.........-....._...
11 .....
Account Clerk .........
NEX
. 17.A1907
11 : ...... ....................................................
Payroll Clerk
... ...... ...... ......... ........ ... ...
NEX
.........
19.A1907
.......- .........
1112
Payroll Aide
NEX
20.A1907
SUBSTITUTED
1114
Payroll Assistant
NEX
22.A1907
1116'
Payroll Specialist
NEX`
24.A1907
1117Project
Accountant, Sr
EX
28.A1907
1118
Project Accountant
EX
26.A19
1119
Accountant
.. .. . ... ..__ .. _ ..
. NEX
22.A 07
1120
Accountant Sr,
EX
25 1907.
1121
Accountant Supervisor
. . . ........ ..
EX _......
8.A1907
_ .........I ._ _. .
1122...
Supervisor of Payrolls ....... < .........
EX
30 A1907
1126Staff
Auditor Sr
EX
30.A1907
1129
...._.. �.......
Staff Auditor Princ
-.... .__ ..._.... __...__..
E ....._
30.A1907
......... ........_.._
1132
Fiscal Administrator
�,.....
X
�._.. ....
30.A1907
_...........
1135
_. .... ....._.
Assistant Payroll Systems Administrator
......... ._.... __ . .. .... ......... ..... _.. _.....
EX '
......... _
33.A1907
.........
1140
Budget Assistant
NEX
n__ , ...... _
22.A1907
... .
1142'
Debt Compliance Specialist
.... ................
NEX
._...... ..
26.A1907
......._. .........
1145
Investment and Debt Supervisor
_ .. _. ....� .� .......
EX
30.A1907
_
1150.
Risk Management Specialist
......... ..p. ......... .......... ....... ........
......... EX
24.A1907
..............
1154
Group Insurance Aide
NEX
19.A1907
1155 .... .........
.._..... Group Insurance Assistant
NEX'
22.A1907
1156
Grp Insurance Cdint
Group oorao
EX
26.A107
9
1157
.......
Group Insurance Specia'
................... ...........
EX ' .
A07
1165
Financial Systems Admi tratorEX
32.A1907
1166 ......
Budget And Financial Su ort Advisor
......... ........... ... .. ........
EX.
27.A1907
....
1167
Budget And Financial S port Advisor, Sr
EX
29.A1907
1170
Community Deent Policy Coord
EX ".
29.A1907
1201
Materi Spec I-BCNEX
16.A1907
1202'Mat
ial Spec II -BC
- ----._____ . ------aerial
NEX
18.A1907
1203
Supvr-BC
NEX 7
25.A1907
r,14.A1907
1205
Stock Clerk I
NEX'^
1206_
Stock Clerk II
NEX
16.A1907
1207
Storekeeper
NEX
19.A1907
1208
Materials Spec I -CR
NEX
16.A1907
1209'
Materials Spec II -CR
NEX
18.A1907
1210
Senior Procurement Contracting Officer
EX
28.A1907
1211;
Procurement Asst
NEX
22.A1907
1212
Procurement Contracting Officer
NEX
25.A1907
1213'
Materials Supv-CR
�- QmN �
NEX'
� 21.A1907
121
Auto Parts Supvr
NEXmmm�
21.A1907
1 5' .. , ..��
Procurement Supv
. . .......... ... _ ._..... - ......... __��.. . _
EX '
_ _
33.A1907
�.. ....
216
Procurement Aide
NEX
19.A1907
SUBSTITUTED
1219_
Procurement Assistant II _
NEX
23.A1907
1220
Procurement Construction Specialist
NEX
25.A1907
1221 _.
Procurement Construction Specialist, Sr.
........ _ . .......
_......... EX
28.A1907
1222
Construction Procurement Assistant
_ .,.__.... _ , . _
NEX
22.A1907
1223
Procurement Analyst
EX
30.A19
1224
Auto Pts Spec I
NEX
16.A 07
1225
Auto Pts Spec II
NEX
1 1907
1230
Lease Manager
EX
4.A1907
1231
Quality Control & Financial Modeling Analyst
EX
28.A1907
1240
PropertY gmt Representative
EX
25.A1907
1242
Pro ert M mt Specialist
p Y g p
E
28.A1907
1245
...... Property Manager
......... ........
X
34.A1907
1258
J,
Senior Project Manager - OTM
EX
34.A1907
1259:
................ .. ...
Project .Manager - OTNI
.... .............. .... ..
EX
32.A1907
1260
g.
Project Manager
.. ..__ ... .�.. _..w....
..... .. . EX
34.A1907
1261Project
Manager, - CIP
EX
32.A1907'
1262
Project Cost Estimator
_.. _.._. _.. _.. _ .._. _._ .,....�....
EX
30.A1907
1263
.......
Project Scheduler
......... ........ ......... ......... .........
EX
.........
30 A1907
......... .......
1264
Transportation Analyst
EX
29.A1907
1265
Transportation; Engineer
EX
30.A1907
1266
Transportation Mana r
_._ _... _. _._ _ ....._ _
EX
_.W
34.A1907
1267
........ Project Manager - CI,P ( rizontal)'
EX
32.A1907
1268
J._, g (......... j.........
Project Manager- C Vertical
EX
32.A1907
1269 ....
Transportation P nning Aide
........ ...............................................
NEX;
19.A1907
1303Human
Re urces Clerk
NEX
17.A1907
1305 '.
.._
A in Aide I
......... .. .......... ........
NEX'
_ ...
20.A1907
.... .......
1306
min Aide II
NEX
22.A1907
1307
-. T Force Supervisor
EX
24.A1907
1309^
Admin Asst I T _.
EX T
_ 25.A1907
1310
Admin Asst 11
___ .......w __
EX __.._
28.A1907
1311
Admin Asst III _
EX
31.A1907
1313 `
Human Resources Technician I___
NEX
20.A1907
1316Human
Resources Technician II .
NEX
22.A1907
1317
HRS Specialist
p
__._. . _. .__ _...... ...._.
EX
24.A1907
1323
Human Resources Coordinator
EX
30.A1907
..
1324
,_
_ _ Safety Specialist
EX
26.A1907
1329_..__
Assistant Management Analyst
EX
24.A1907
1 0'
Safety Officer
EX
28.A1907
332Tech.
Operatns Coord.
EX
22.A1907
1337
Management Operations Analyst
EX
26.A1907
1339
Grant Writer
EX
28.A1907
SUBSTITUTED
1341
Market Ser Coord
EX
28.A1907
1_342'
_ Rsch & Devt Spec
EX
28.A1907
1343Contract
Compliance Analyst
EX
27.A1907
1344
Procurement Contracts OfficerEX
?
29.A19
1345
Fiscal Assistant
NEX
22. 07
1346`
Training and Development Specialist
EX
2 .A 1907
1347Cable
Comm. Assistant
EX
4.A1907
1348
......_ . __
Marketing Specialist
...... ......... .......... .... ........... .. .. ......
NEX'
24.A1907
1349
�_. ..
Innovation Analyst
�. _
EX
27.A1907
1350;
_......
Marketing Supervisor
_. ...._ ..�...... ... _._._.
E _.........
29.A1907
.................
1351Strategic
Planning & Performance Analyst
X
27.A1907
1352
........
Business Develop Sr`
......... _..... ......... ......... ............. _ �_..._. ..___......_.._
EX
.... ._. _.
28.A1907
__............._.
1354
Business Developer ....
EX
26.A1907
1356Business
Dev Supv
..
EX :
31.A1907
1357Economic
. _....._
Analyst
_ ._..... .._.. _. _ _. _
EX
26.A1907
1358 `
Supervisor Of Economic ..............
......
W_
....... ...............
1359Principal
�_ Economic Analyst
EX
31.A1907
1361Employmt
........
..... ...... ......... ......... Interviewer
-NEX,
17.A1907
1362
Info & Referral Specialist (Homeless rogram)
..__..
NEX
16.A1907
1363
Info & Referral Aide'
NEX
12.A1907
1364
Organizational Development a Training Sup
EX
35.A1907
1365'
.._.....
Training Offi r
......... ......... ......_. ....... ............ .......
EX
................ ..................
26.A1907
.
1366
Staff Anls sst
EX
24.A1907
1367
........
Staff alyst
....... .... ....... ......... ........ ...... .........
EX
......... .........
26.A1907
......... ...............
1368
Staf Anlst Sr
EX
28.A1907
1369'
Staff nalyst'Prncpl _
EX '
30.A1907
1370
C tracts Manager
EX
34.A1907
1371 1
He ng Boards Coordinator
EX
28.A1907
1372
stomer Service Specialist
NEX
22.A1907
1373
nitation Services Coordinator
EX Y
25.A1907
1374
Hearing Boards Specialist
NEX
22.A1907
1375
Job Training Specialist
EX
mA~ 25.A1907
1376Job
Training Specialist, Sr
EX
21.A1907
1377
_.
Hearing Board Specialist It
...............
NEX
_ ..,,
24.A1907
1378
Property And Casualty Coordinator
EX
28.A1907
1379
Safety Manager
EX
33.A1907
138Veteran
Services Information & Referral Specialist
NEX
16.A1907
1 2 _....__...
Support Services Coor
.._. _..._ _ ,. _ _ ........_. _
EX
31.A1907
- __.......
384
Assistant Productivitv Analvst
EX
24.A1907
SUBSTITUTED
1386
Insurance Information Analyst
EX
34.A1907
1388
Legislative Coordinator
EX `
25.A1907
1389
Records Systems Specialist
EX
26.A1907
1390
Special Projects Coordinator
EX
29.A1907
1391
Assistant Agenda Coordinator
EX
25.A19
1392
Technical Support Analyst
EX
2_7. 907
1395
Victims Advocate
. __... _ _..
EX
__....
2 .A1907 .
1397
Information Analyst'
EX
6.A1907
1405
City Photographer
..... .. .......
NEX
20.A1907 .
1410;
_
Public Relations Agent
�,... _._ ...._u _ .... _._ _.....
EX
........ .........
25.A1907
.__..........__..............
1411
Capital Impry Community Outreach & Engmt Coord
.........
32.A1907
... ..
1413 .. .
Promotion Assistant
............. _ ......... ........ ...__ ,....,.... ... .........
EX'
......... .........
12.A1907
.........
1414
Public Rel Splst
.:
EX ..
29.A1907 .
1419:
...._.
Public Relations Aide
... ....................................
........ _.. ... ....._
NEX
..._.. ......... �...
20.A1907
... _
1420
PublicityWriter
EX
25.A1907
1421 '
_...._
Public Rel Agnt
....... ......... ......... ......... _....... .........
EX
.......... .........._ .
27.A1907
_...............
1422
Public Info Ofcr
EX
28.A1907
1423 '.
Public Information' Coordinator '.
EX
.... .............
1424
Social Broadcasting Specialist
..
NEX
25.A1907
1425
_-.
Multimedia Specialist
_ __. - ..._.... _ _..
NEX' -
......... �_.............
23.A1907
_....._
1426
Protocol Officer
EX
29.A1907
1427
Assistant To The Protoc Officer
EX
.........
25.A1907
..._.......
1430
Events Age
NEX
22.A1907
1431
Special Events ordinator ..................
....... EX
25.A1907'
1436
Intergovmen Film Liaison
_...._.. _.,_ __._.. _..
EX
_._._ 23.A1907
1440Legislativ
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NEX'
........................................
19.A1907
1441
Legisla ' e Services Rep. II
EX
22.A1907
1442 '
_ Legis tive Services Rep. III
EX :
25.A1907
1505
Switchboard Oper
NEX
14.A1907
1506 `
Information Clerk F
NEX
14.A1907
1510
Application Support
EX
09.IT
1511
Senior Application Support _
_ . _.... -- -
EX
10. IT
1522 .
Camera Platemk
.. ... ... .. _
. . NEX
18.A1907
1523
Offset Press Op r
NEX
19.A1907
1524
Offset Press Opr Sr
NEX
21.A1907
1525
Duplicating Equip Op I
NEX'
16.A1907
1526
Photolithographer
NEX
18.A1907
152 b._
Print Shop Supervisor
_ _. _ _ .. _. __. __r_w_ w._.....
EX ....
24.A1907
_.._ ..._ ._
8
Print Shop Asst Supt
EX
27.A1907
1529 _
Print Shop Supt
...... ... _ ......... ...._. _..
EX
_ .........
30.A1907
....__...... _...... ..
1530
Print Shop Helper
NEX
12.A1907
SUBSTITUTED
1533
Office Equipment Analyst
NEX
24.A1907
1535
Print Shop Estimator
_NEX
19.A1907
1536
GIS Technician
NEX
20.A1907
1537
Prod Ctrl Spv
....- _..__ __._ _,,.
EX
_...,
23.A190
,,_..._.
1539
Computer Systems Supervisor
EX
14.
1540'
Systems Engr I
NEX
26 1907
1541
.. Systems Engr II .. . ®.. ..
EX
A1907
___
1542'
T...
Information Services Liaison
.. ......... _.................. ..........
NEX'
.._........._......_.._._..._.
20.A1907
_ .._.._..
1543
p..._
Pc Hardware Repair Technician
NEX
23.A1907
1544'
Database Specialist(Sgl Server)
_._ _.... ...._ ....... ......... .. .... ._. _..._____
E
__...... _._ __
14.IT'
_. _................._. ...........
1545
Database Specialist (Oracle)
14.IT
1546' _.._
Pc Aide
..... ........... ...... .__._._ ..._ ....._...
NEX `.
_......... .._
17.A1907
.......... ...._...
1547
Technical Writer
EX
27.A1907
1548
.......................
Information Technology Technician'1
... .......... _gy ......... ......... -
'NEX
........................................
01.IT
.............
1549
Information Technology Technician II
.... _ .. _.
EX
05.IT
1550
........
Information' Technology Tech. III
... ....-- ._.................................... ...._p . ......... _ ......... ..
.. EX
11.IT'
1551
Help Desk Supervisor
. .
EX
13.IT
1552
Information: Systems Security Officer Su rvisor'
....... .........
......... EX
......... 17.IT
1553
IT Security Analyst
EX
13.IT
1554 '.
Computer Op I
NEX:
20.A1907
1555
Computer Op II
NEX
22.A1907
1556
NetworkAnal t
EX
14.IT
1557
Computer O Supv
EX
26.A1907
1558
........
Computer Trai ng Specialist
EX
08. IT
1559
Applications pport Supervisor
EX
17.IT
1560
Pro ammer Asst
NEX
23.A1907'
1561
Cy r Security Analyst
EX
15.IT
1562
_stems Programmer
EX
29.A1907
1563
Soft re Quality Assurance Analyst
EX
15.IT
1564
Web Developer I
EX '
11.IT
1565
Web Developer II
EX
13.IT
1566
Programmer Jr
EX
26.A1907'
1567
Programmer
EX
11.IT
1568
Programmer Sr
EX
13.IT ,
1569
Web Administrator
EX
15.IT
1570
Sys Soft Manager
EX
35.A1907'.
157
Systems Maintenance Supervisor
EX
32.A1907
1 2+
Computer Opr Chf
EX
32.A1907'
1573
Data Base Manager
EX
18.IT
SUBSTITUTED
1575
Geographic Information Systems (GIS) Supervisor
EX
17.IT
1576
Systems Analyst Sr '.
EX
14. IT
1577
Project Manager -IT
..... ........................._.........................._....__.._...__..__...._............._..........._........._.........................__...._.._..............._...._..._...................._..............................._......_........_.............................................
EX
16.IT
1578
Geographic Information Systems Developer
EX "
13. IT
1579
............_......._.__.._...._..._......._._.._.._........_
Oracle Systems Administrator
..................._............_.. ................_......_........_...._.__.............................._..............._..........._._.._...................................._.._...__...................._........._._._.....................
EX
16.1
1580
Network Administrator
EX
1 .IT
1581Business
Systems Administrator
EX
3 .A1907
1582 ;
Teleprocessing Coord
EX
28.A1907
1583Geographic
Information System Technical Analyst
EX
15.IT .
1584
Data Librarian
NE
20.A1907
1585Geo
ra hic Information Systems Data Spec
11.IT
1586 `
....._.
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........... .. ....... _
EX'
..._._. .........
21.A1907
1587
Information Systems Manager,Fire/Police
y .................
EX
17.IT
1588
Info Center Spec
....... _ _.,_..... _
EX
......... .........
30.A1907
1591
Senior Oracle ERP Application Developer
_ ... _ .. .
EX
16.IT
1593
.......
Oracle ERP Application Developer.
......... ...._......... .... ......... .... ...... ... ........
EX '_
......... .........
15.IT
........ ........
1594
IT Infrastructure Mgr.
_....... _
EX ..�....
_.. 19.IT
1595,
BusinessAnalyst
..... ........ _ .........
EX
_.......
13.17
1596Business
Analyst Supervisor
.... EX
32.A1907
.1.....6....I02
.......
Finance Accounting Assist
....... ........ _ . _._ ........ __.. -."-. _.
NEX
...__. ._.....
22.A1907
........
1603Senior
Capital Assets An yst
EX
30.A1907
1604 +
Finance Accounting S cialist
......p. ........ ......... ... ....
EX
24.A1907
... .._....
1605
Capital Assets Ad istratorEX_
32.A1907
1606
Financial alyst I :."
.. .....................................
EX
......... .........
26.A1907
......... ......................................
1607
Grants Fin cial AnalystEX
_.....�. ......
... _
28.A1907
1608.
.......
Finan al Analyst II
EX
28.A1907
1609_
Senior Ac unts Payable Analyst
EX
30.A1907
1610
Se or Financial Analyst
EX
30.A1907
1620
Financial In rmation Business Process Analyst
EX
30.A1907
1624: _
_. Finance Accounting Aide
NX
19.A1907
1627
sst Accts Receivable Supervisor
NEX
25.A1907
1629
Customer Service SupervisorEX
YNEX
30.A1907
1630
Capital Assets Aide ... _
_..___
_ 18.A1907
1635,Finance
Revenue Collections Inpsector
NEX'
22.A1907
1637
Finance Revenue Collections Coordinator
EX
25.A1907
1701
Grant Funded Workforce Career Advisor
EX '
15.A1907
1702Grant
Funded Workforce Business Consultant
EX
19.A1907
17
Grant Funded Workforce Program Supervisor
EX
22.A1907
05
Grant Funded Workforce Program Specialist I
NEX
13.A1907
1706:
_.
Grant Funded Workforce Center Manager
_..... _..... ..__.. _.._ .. _................_ _ ....... ....
EX
_ _.
29.A1907
..........
1707
Grant Funded Workforce Employer Specialist
EX
19.A1907
SUBSTITUTED
1711
Grant Funded Workforce Placement Specialist
EX
15.A1907
1730 `
Grant Program Lead
EX
25.A1907
1808
Claims Account Specialist
NEX
22.A1907
1810
Claims Adjustor I
EX
22.A19
1812
Claims Adjustor II
. ........ .. .._ .
EX
24.A 07
1816,
_Claims Adjustor III
EX
2 1907
1820
Coll/Subrogation Spec
EX
4.A1907
1822
Claims Supv Asst.
_. - ......._ .......
EX
28.A1907
. _
1824
Claims Supervisor
...... ..........
EX
30.A1907
2009
Senior Construction Coordinator
._.... ....V ........ .. _....
_ E
29.A1907'
-
2010
Survey Part Chief
y
....... .
X
24.A1907
2011
Surveyor ...................................
.,..
EX '
.A1907'
30... . . ... . .. .
2012
Surveyor, Senior
S y
....._ ...
EX
33.A 1907
2013 .....
Eng Tech I
. .._..... ............. .... .. ........
NEX
.........
18.A1907
..........._.
2015
Eng Tech II
NEX
20.A1907
2017 .,
_.....
Eng Tech' III77
... ......... _ .........
NEX
......... .........
24.A1907
..............
2018
Eng Tech IV
�...... ......
EX
27.A1907
.
2019:
Construction Coordinator ....
. EX
......... .........
27.A1907
2020
�.�....
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Cadd Operator
.. , ........
NEX
24.A1907
....----------
.. ...2029
2029
.......
... .......... Street Lighting Eng I
........ ..............
EX .......
27.A1907
......... ........
2030
_.. ___
Professional Engin r I
g'
_..... _......_ .._.. . �...__.
EX
30.A1907
.
2031
Engineer,EX
.................g......... ......... ........
........ ........ _ ....
27.A1907
......_.......
2032
Professional ineer 11
_.. _.. ,m _
EX
_....__ _
31.A1907
,_.. _. _.
2033
Profession ngineer III
_.
EX
33.A1907'
.. ........
2034
Professi al Engineer IV
.._.. _
EX
.. ... .
35.A1907
2036
Enviro mental Engineer
EX
33.A1907
2038
Engineer II
EX
29.A1907
2039
Utility Engineer
EX
29.A1907'
2040
Elec Engineer
EX
33.A1907
2041 ,
Engineer 111
EX ,'
30.A1907'
2048
Architect I
EX_
F'
_ 26.A1907
2049
Architect It
EX
30.A1907
2050 .....__
_.... Architect III
EX
31.A1907
2053 '
Landscape Architect
EX
30.A1907'
2054
Landscpe Arch Supv
EX
31.A1907
2056 "
Project Rep.
EX
27.A1907'
20CITP
Project Liaison
EX
31.A1907
60
.........
Cable Tv Engineer
_.... ........ ...._ ... _.p .. _ ...._.
EX
_ _. _
31.A1907
......... _ _ ..........
2100
RoofingInspector
NEX
01.INS
SUBSTITUTED
2_103
Senior Building Inspector
EX
03.INS
2105
Senior Plumbing', Inspector
EX
03.INS'
2107
..............._......._._..........................._......................_......._...._....._..._.........._.._......._
Senior Mechanical Inspector
_._ _._.............................._...._.. _._..................................__.......................__.._._....._......................_......................._................._..._........._............
EX
03.INS
1 09
21'
i s
Senior Electrical Inspector
_.._...�__ _.
EX ?
;03 -INS'
2110
........ ..._....
Bldg Insp I
_ ... ....._- _,_....... ..._..... ...--___. _ _ ....._
........ NEX
27.A1 _._.
2111' _,- _._
Bldg Insp ll
_._._ _ __ _ __ ____ _.,
EX
29. 907
..... . .
2112Chief
Building Inspector
EX
.INS
2113
Chief of Inspection Services
EX
3.A1907
2114
Building Inspector
NEX
01.INS
2116'
.... _ .
Structural Engineer(plans Exam)
�. �. __..� ....... . ... ..... . ......p _ �...
EX
_ .. .........
35.A1907
_._ ......,..__
2120
.........................................................................................................................................................................................................................................._............................................._......................................................................................................._..............._.._...
Elec Ins I
N
27.A1907
2121'
........ .. Elec Insp II
._ ........... ........
EX '
29.A1907
2122
Elec Ins Chief
p
EX
05.INS
2123w. �_.._.�...
w....-.�.....Electrical Ins....p.ecto._r
NEX
01INS '
Senior Roofing
_ .. ..,
EX
....-
03.INS
2127 `
Senior Elevator Inspector
.... ........ .........
EX
...... .
03.INS'
_ ............
2130
p.....
Plumbing Ins I
NEX
27.A1907
2131'
Plumbing Insp II
......... .._
EX
29.A1907
2132
Plumbing g_.Ins p Chf
EX
05.INS
2134'
Plumbing Inspector'
NEX.
01.INS
2140 .._ ..,.
Construction Inspection Repr entative
,_.., . „ ___.. - ...�..._... _, . ........_�..
NEX
___..
17.A1907
2142
.......
Resilience Programs nager
......... .. .._..._ .. ......... ...._.
EX '
........
30.A1907
.......... .
2143
Environmental Comp ce Specialist
EX
27.A1907
2144 '
Environmental Co Hance Coord.'
. ................ .. ........... .... _........
EX ...._.
28.A1907
... .............
2145
Zoning Pla Processor
_.....
EX
29.A1907
2146'
Zon ` Manager ........
EX
33,A1907
2149
Buildin ervices Assistant IV
NEX
24.A1907
2150
oning Inspector I
NEX'
23.A1907
2151
_ _ _.
Zo ng Information Specialist
__.._ _
NEX
� ...._-...
27.A1907
__.._
2152
ning Information Supervisor
EX '
30.A1907
2153
Plans Processing Aide
NEX
19.A1907
2154
Plans Processing Specialist
NEX
30.A1907
2155Code
Compliance Inspector
NEX
24.A1907
2156
Code Enforcement Inspector II
EX
26.A1907
2157
Zoning Information Technician
NEX
22.A1907
21_58Mech
�_...�..__..__
_ Insp I �
NEX' .._
27.A1907
2159
Mech Insp II
.. .
EX
29.A1907
21
Mech InsChief
P
EX '
05.INS
61
Mechanical Inspector
NEX
01.INS
2165
Elevator Inspector
_.......... .. _ ..._._
NEX
......... .._.._ _.
01.INS
2167
Chief Elevator Inspector
EX
05.INS
SUBSTITUTED
2170
Building Services Assistant I
^Building
NEX
17.A1907
2171
Services Assistant II
NEX
19.A1907
2172Building
Services Assistant III
NEX
22.^19
2176Supv
Permits & Rev
mChief
EX
_29A 07'
2178_
Code Enforc Off
EX
. .. __...._..
3 1907
_ .
2181'
Cable Tv Tech Spec'
NEX'
A1907
2187
Business Tax Receipts Aide
NEX
17.A1907
2188
...._..
Business Tax Receipts Specialist
..__ .. ....._.. .. ...
_ EX .
22.A1907'
_...._.
2190
.._
Assistant Occupational License Supv
.-_... .................
E
25.A1907
2192 ........
Business Tax Receipts Supervisor
_ ........ ... .
X
30.A1907
2195Housi...
. ng Quality Inspector
-- ..
NEX
24.A1907
2196
Housing . ....................
2203
Graphic Desi ner Senior
EX
26.A1907
2204 '
....... .........
Graphic Designer ,
......... ..... ....... .......
NEX'
......... .......
24.A1907'
2205
g...
_.. Plannin IIII
NEX _...
. 19.A1907
2206.
....... ........
Planning III II
.. ......... ........
NEX
......... .......
22.A1907
.. ....._
2208 _.
Planning Tech
_ . ._... ..
NEX
24.A1907
2209,'. ......
Public Art Manager
........ _. ..... ........
EX
_..... ......_
32.A1907
.........
2210 ..
Park Planner
_._... .
EX
...... ... ... _
27.A1907
_-
2211 ;"
........ .................
Environmental Resources ecialist'I
NEX
22.A1907
2212
p_.
Environmental Resource S ecialist II
NEX
24.A1907
2214 `
Housing Spe Asst
.... ..
NEX
23.A1907'
2215
Chief of Ur n Design
EX
34.A1907
2216 '. .._....
Chief of Comp hensive Planning
....... . ....... .......
EX '
34.A1907
2217
A eologist
EX
29.A1907
2218'
Histori reservation Planner
EX::.
29.A1907
2219eservation
_
4Vi Officer
EX
34.A1907
2220 ''
Planner 1
EXy .y
27.A1907
2221
Planner II
EX
31.A1907
2222
Planner III
EX
34.A1907'
2223
Chief of Land Development
EX
34.^1907
2224
Comm Dev CoordEX
32.A1907
2225Housing
Spcl
EX
26.A1907
2226
Housing Spcl,Prncpl
EX
31.A1907'
2227
Housing Spec Sr
EX
28.A1907
222Hsg
Rhb Ln/0 Sr
EX
2
Housing Loan Officer_
NEX
24.A1907
230
.....:. _...
Housing Rhb Est
_ _ _....._ �. _ - _ _............ ... _ ..._._
NEX'
. ........ .._
23.A1907'
_.. ___.......
2231
Hsg Rhb Estim Sr
EX
26.A1907
SUBSTITUTED
2233
Soc Prg Anl Ast
NEX
20.A1907
2234
Soc Prg An) Sr
EX
25.A1907.
2235
Soc Prg Anl Supv
EX
28.A1907
2237
Commty Dv Prj Supv
EX
29.A1907
2239Social
Prog Coord
EX
31.A1 7
2240-
Hsg Rhb Ln/O Asst '
NEX
19. 907
2244
Hsg Rhb Estim Asst
_ ......_ ........ ........_ --- _ ....._.__
NEX
................ ...._
1 .A1907
_ ........ .............
2250Loan
Specialist
EX
4.A1907'
2252Loan
Program Manager
EX
28.A1907
2257 '.
Project Representative, Senior
..._.... .. -- .... ....... _._.......
EX
.... ......_.
31.A1907
.. .,:._..
2258
Development Coordinator
34.A1907
2972
__....
Volunteer Coordinator
... ......_. _ .. __._ _
_...
28.A1907
......... .1 ............
3001 ..
Laborer I
...._
NEX
15.A1907
..
3002.
Laborer 11
_._ ......... ... _..., ......._._ ...._.. __..........
NEX;
.........
16.A1907
_..._ ..........
3005
Laborer III
NEX
17.A1907
3010.
Labor Crew Ldr I
......... _,. , ....... ......... ... ...
NEX'
.........
18.A1907'
.................--
3011
Labor Crew Ldr II
NEX
22.A1907
3012
....... ....
Public Wks'Supv .... .. .... ......._
EX
......... ........._
28.A1907
...............
3014
p.
Public Works Superintendent
EX
.....
31.A1907
3021'.
Assistant Heavy Equipment Spe ' list
NEX'
23.A1907.'
3022 _. ....
Sanitation Supervisor
.. _
NEX
_...__... __..
25.A1907
3023
........... .
Heavy Eqp Special'
_ ..... .... ..... .,....... . ...... ...._... .. ........
EX
_...................
25.A1907
... ...............
3024
Recycling Coordi for
y g
NEX
25.A1907
3025 '
....... .........
Waste Col S t Ast
......... _ .. ......... .....
EX -:
............
28.A1907
. __....,,
3026
Superintendent f Solid Waste
EX
30.A1907
3104
Auto qp Op I
m NEX'
17.A1907'
3105
Au Eqp Op II
NEX
19.A1907
3106
to Eqp Op IIINEX
21.A1907
3107
Auto Eqp Op IV
NEX
22.A1907
3301
Maint Mech Helper
NEX
17.A1907
3302
Maint Mechanic
NEX
20.A1907
3303
'Maint Mech Supv,
NEX `
23.A1907
3305Air
Cond Mech
NEX
27.A1907
3308Hvacr
.. _„__....
_.. Supervisor
EX
30.A1907,,
_... _ ._
3310
Electrician
NEX
27.A1907
3311'
Elec Supervisor
EX
30.A1907'
3313
Gen. Maintnc. Worker
NEX
17.A1907
3314
Gen Maint Rep-Pnt/Mec
NEX
20.A1907
33Gen
Maint Rep-Carpen.
NEX
21.A1907
16
Gen Maint Rep -El ..... ......... ._.._.. ...._.. _
_ .. _
......... __.. .
3317
General Maint. Repair Suov. Elec
NEX
24.A1907
SUBSTITUTED
3319
Electrician II
NEX
28.A1907
3320'
_ Electrical Line Worker.
NEX
24.A1907
3321Electrical
Line Worker Supervisor
NEX
29.A1907
3322
Plumber Supervisor'
EX �
30.A190
�27.A1
3324�
Plumber
NEX
7
3326
Carpenter _
NEX'
21. 907
3327
Carpenter Supv _..
NEX
. A1907
3328
Mason
NEX EX'
21.A1907
3335
Painter
...... _... . .----- _...
NEX
_ .....__...
20.A1907
3336
.......
Auto Body Wrkr/Pntr
._. ........ ..............
NE ''
........ .........
22.A1907'
3337
_ . Painter Sign
_. . X
21.A1907
3338' _..............
PainterSupv
.- ........ _. ............. ......... ...._. ....
EX
-
23.A1907
3339
dy Shop
Auto Pn_t/Bp Spv
..Pipefitter
NEX
24.A1907
3340 ;
.....
..... .....
'
19.A1907 '
3341
Pipefitter Supv
NEX
22.A1907
3350
Welder .
..................................... ........
NEX
............
22.A1907
...............
3358
Composting FacilitySupervisor
NEX
25.A1907
3360
....... .........
Facilities Oper Wrkr.
....... _... ..._. ....... _....
..... NEX
16.A1907'
......... .._..._._
3361
Facilities 0 er Worker, Senior
p ...........
. . NEX
20.A1907
_..
3362:
Facilities Oper Supvr
'NEX'
23.A1907
3370
Prop Maint Asst Su
EX
31.A1907
3371
.......
Prop MaintSu
........ ....... .......
EX
.........
33.A1907
3372
Pol Secuty & F Supv
NEX
21.A1907
3374
....... ..
Police Fa Asst
_..... ......... ........
NEX'
.........
1..9.........A....... .I..907
.........
3402Fuel
... .....
c Att
_ __..
_.... NEX
15.A1907
3404'
Auto ech Helper
NEX
17.A1907'
3405
Autom ive Service Writer
NEX
19.A1907
3406:
Auto Mechanic
NEXT
23.A190T
3407
Auto Mech Supv
NEX
25.A1907
3408
Fuel Fac Supv
NEX'
21.A1907
3409
Heavy Eqp Mech Helper
NEX
18.A1907
3410
Heavy Eqp Mech
NEX"
24.A1907
3411Heavy
Eqp Mech Supv
NEX
26.A1907
3420
Garage Asst Supt
EX
29.A1907'
3450Fleet
Manager
EX
33.A1907
3452
Supt.- Garage Or Motor Pool
EX
30.A1907
3455Fleet
Management Representative
NEX
22.A1907
34 �. _
Fleet Liaison
..._ _ ....� .. ...... _ _..... _
NEX''
......... _ ......,
20.A1907'
. ..__
38
Facilitv Maintenance Technician
NEX
20.A1907
SUBSTITUTED
3643
Parks & Recreation Facility Maintenance Manager
EX
25.A1907
3644
Utility Analyst
EX '
28.A1907
4005Custodian
I
NEX
14,A1907
4006
Custodian II
NEX
15.A190
4007
Custodian Su v
NEX
17.A1 7
5017'
Police' Property Mgr.
EX:
31. 907
5019
Identification Aide ._
NEX
A1907
._
5020
Police Comm Clrk
NEX
18.A1907
5022Pol
Prop Spec I
NEX
....., . 17.A1 .907
5023
_...
Forensic Crime Analyst
�...... ...,.. ... _
. �...._ NE
26.A1907
_... .........
5024Pol
Prop Spec II
........
19.A1907
5025
Crime Scene Investigator I ..
EX
22.A1907
... ....
5026Crime
Scene Investigator II
NEX
26.A1907
,.
5027
ime Scene Investigations Su
ations
Crime ervisor
g 'p ....
EX
32.A1907
5030
Latent Print Examiner
NEX
30.A1907
5032:
Latent Print Examiner Supervisor
NEX:
31.A1907
5035
Forensic Investigations Manager
_..�..�...... ___.. _
EX
34.A1907
5037
� __.....
Guard/Porter.
...... ...................................g ......... ,
NEX:
...
� .
06.A1907
......_.. _ . .........
5039
p......
School Crossing Guard S . .
5040:
Public Service Aide '
.._ ... ..._.._ __.._.. ......._
NEX
17.A1907
5050
Professional Compliance pv.
EX
28.A1907
5060
Police` Records S r.
... .......
EX -
28.A1907
5065
Criminal Intelligenc Analyst I
EX
26.A1907
5066
Criminal Intellige a Analyst II
......... ...y ......... ...... ........ .. .
..... EX
28.A1907
.............
5070
Crime al st I
NEX
22.A1907
5071
.......
Crim Analyst 11
.. ........ .. .....p
NEX'
.......... _.......
24.A1907
5073
Video trieval Specialist
NEX
22.A1907
5076
Pr Campliance_Asst
NEX`
19.A1907
5077
Prof Com_pl Rep _
EX
26.A1907
5090
Senior Policy Analyst<
EX
28.A1907
5301
Fire Plans Examiner
NEX
30.A1907
5302
Fire Sfty Spec. Sr.
NEX
25.A1907
5303
Fire Sfty Spec.Supv
. ..... _.. ..
EX
27.A1907
_,_.._
5304
..�
y p....
Fire Sft Sec
_...__ _.... .
NEX
23.A1907
._..... _
5314
Emergency Management Coordinator
EX
30.A1907
5315-
Fire Supplies Clerk I
NEX'
14.A1907
5316Fire
Supplies Clerk II.
NEX
17.A1907
5317 `
Grant Funded Emergency Management Planner
EX
26.A1907
58
Fire And Life Safety Education Coordinat
EX
.. 28.A1907
319 '
_......
Fire & Life Safety Ed.Spec.
_ .. _ ... ..... _ .. _ _._ _........ _ ....._...._. _
EX
__... .._._ .
24.A1907
..........
5320
Video Prop -ram Spec
EX
23.A1907
SUBSTITUTED
5324
Show Producer
EX
28.A1907
5401-
_ Multimedia Manager_
EX
26.A1907
5403
Communications Equip. Maint. Specialist
NEX
19.A1907
5404 -Comm
Repair Wrkr
NEX
21.A1907
5405Comm
Tech
NEX
25.A1 7
5406-
Comm Tech Supy
NEX =
27. 907'
5407
Comm Maint Asst Supt
EX
3 .A1907
5408:
_...,
Comm Tech Supt
-.. ....._. __ __ ..... ......_. �� ....__.
EX
_�.._.....
33.A1907
.......-........-
5409
Communications Specialist
___... .. ....... .... ... ......
EX
26.A1907
. .
5410
....... _ ....
Microwave Technician
_ _...._ ......__ .......... ... �_ .........
NE ... _.
25.A1907
.... _ __.....
5411
Communications Technical Operator
........ . .. ... ..__. __............
25.A1907
5412-
..........
Comm Center Supervisor, Police
..._ ..__. _ .. ...... _. ,........ _..�.. ...._
EX !
......... .........
28.A1907'
........ _ .. .
5413
Emergency Dispatch Assistant
----------- .... ......... .
NEX
20.A1907
5414
Police Comm. Records Custodian
............. ...._... .. .....
NEX'
..............................
22.A1907
. ,.
5415
Emergency Dispatcher
g y p
NEX
22.A1907
5416
...............
Comm Oper!Spvsr
......... ...._ ... ......... _. ..............................
NEX',
...
24.A1907
5417
P.....
y.
Emd Quality Assurance S ecialist
NEX
24.A1907
5418'
Comm Center Supervisor,Medical/F,
EX !
28.A1907
5419Communications
Training Speci st
_.---- ............
EX
26.A1907
5420
....._. .........
Tefc Sys Dev Mgr
......... ......... .........
EX
33.A190.7
............'
5423Telecommunications
Tech cian (RJ)
NEX
32.A1907
5424
Telecommunications ian Assistant
NEX
23.A1907'
...._.................
5425
__. _..
Telecommunicatio Technician
_ _.. .... .. _ _ .........
NEX
08.IT
5426
Telecommunications echnical Specialist
NEX
.......................................
.........
5430
Broadc Engineer
EX
31.A1907
5432
Uideo' apher/Editor;, _
TT EX
23.A1907
5_433
Aud' visual Technician
NEX
19.A1907
5436-Emergen
Dispatcher Supervisor, M/F
NEX'
'24.A1907
5446
Emerge cy Dispatcher Supervisor, Police
NEX
24.A1907
5510
Guard - . "
NEX
13.A1907:
5512
City Ranger
NEX
14.A1907
5515
Park Ranger
_. .....__ .... _ __ _ _ „ .....
NEX'
13.A1907'
5516
Park Ranger Supervisor
EX
24.A1907
5517
Senior Park Ranger
NEX'
16.A1907'
5520
Stable Attendant
NEX
17.A1907
5523
Stable Attndnt Supvr.
NEX
20.A1907:
552Facility
Attend
NEX
14.A1907
5 0
......,
Marinas Faclt Att ........
NEX'
13.A1907'
560
Jtpa Trainee
p
NEX
06.A1907
SUBSTITUTED
5740
Staff Analyst Senior
EX
28.A1907
6001
Golf Course Attendant
NEX
16.A1907
6003
Grounds Tender
NEX
16.A1907
6005',
Park Tender I
NEX'
17.A1907
6007
Park Tender II
.. .. _ .
NEX
19.A19
6010
Greenskeeper
NEX'
18.A 07
6015Tree
Trimmer
NEX
16 1907
6016
Tree Trim Crew Ldr
NEX
A1907
6017
Arborist
... ...., .........
NEX
22.A1907
6020; ....._
Cemetery Sexton
... ........ . ___ ._ ........ _.. _.._ _...... _
NEX
__.-_ . ..._
_.._ -------
20.A1907
__._ ...... _.. _..
6021
6021
Parks Naturalist
. .......
NE
23.A1907
6022
Parks Naturalist Sr.
..... _..
..._..... _.. X
.......
26.A1907
_......... .
6025
y............
Nurser Tender
.., ....... .
NEX
17.A1907
6029 _.......
$each Operations Supv
......... ......... _.. _. ..._..___ .. .._.
EX __ ........._,..........
29.A1907
_
6035
Parks Supv I
NEX
18.A1907
6036
Parks Supv II
......... ....._......... ......... ......... ......... ...............
. NEX
22.A1907
6047
Parks Recreation Coordinator
_.... , _---- _... .. _
EX
29.A1907
6048
....... .._.._......
Superintendent Of Maintenance, Assista
........ ........ ........ _ .
EX '
........ .........
31.A1907
........ ._._.........
6049Parks
Operations Coordinator
EX
29.A1907
6050
......
Parks Supt Of
_ _... __ ....... _.. .__ . _....
EX
31.A1907
.............
6051
Superintendent Of Recreation, sistant
.. ... _..__.. _W
EX
_
31.A1907
__.._
6052
Athletic Coordinat
........ ........
EX
.........
30.A1907
..... ,.
6053
Superintendent 0 arks
EX
33.A1907
6054
....... ........_
Superintendent of Park and Recreation
....... ......... .........
EX
33.A1907
............
6055
Sports Turf anager
EX
26.A1907
6059;
Asst Stadi s Manager .
EX
30.A1907
.......
6060
Stad'_m Manager
EX
32.A1907
6062
rine Stad Mgr m
EX '
27.A1907
6063
Cult I Arts Center Manager
EX
31.A1907
6064'
ditariu_m Manager Asst
EX
25.A1907
6065
Auditorium Mgr,
EX
29.A1907
6067
Marinas Operations Supervisor
NEX'
18.A1907
6068Marinas
Aide
NEX
16.A1907
6069
Marinas Supervisor + _.._
NEX
21.A1907
6070
Marinas Manager, Asst.
EX
28.A1907
6071
Marinas Manager
EX
34.A1907
6080Parks
& Recreation Mgr I
EX
23.A1907
6081
Parks & Recreation Mgr 11
EX '
26.A1907
60Waterfront
Park Manager
EX
26.A1907
02
STEAM Edu............ - 11 _. .............. _................................................
......._. _ .._
._..__
6105
Lifeguard (P/O)
EX
17.A1907
SUBSTITUTED
6107
Pools Supervisor
EX
25.A1907
6108Senior
Ocean Rescue Lifeguard
....... ......... _ ............ _ . _
NEX'
__..... .
22.A1907
6109
Lifeguard Sr. (P/0)
EX
19.A190
6110"
Aquatic Program Planner
EX
29.A1 7
6111
Superintendent of Aquatics
. _
EX
31. 907
_.. __.
6115'
_ Irrigation Specialist ^
NEX'
A_1907
6118
Japanese Garden Specialist
EX
29.A1907
6119'
....
Cult Affr Coo rd
EX `
.........
29.A1907
....... .......
6120
_.... .;
Tennis Su vsr
p
�_ ... ......
EX
-.------ .....
19.A1907
...
6121: ........
Special Education Teacher
_.._. ......._........ �. - ..._.... .. _ ........
. _....... -
25.A1907
--._......
6122Education
Initiatives Coordinator
EX
28.A1907
6123 _..._
Program Coord.
......... _ ._ .. .._.. ........ __
EX _
31.A1907
......... ...__.....
6124
Program Coord, Asst
�_��._ _ .._
EX
..... .
27.A1907
6125
.......
Therapeutic Recreation Spec
.......................... .... ..........
EX
....... .........
25.A1907
........ ............
6126
..._.. _... _.
Social Worker
_ .. . _ .... _._.._ ._. _
EX _.w.___
22.A1907
...
6127
m
Program Assistant
......... ... ...._ ............
NEX'
........ ...........
;
16.A1907
... ..........
6128
Disabilities Program Leader
_ ...... .. ._.
NEX
22.A1907
........
6129:
......
Program Specialist `
......... ...... ......... ......... .....
NEX
......
19.A1907
.........
6131Disabilities
Recreation Lea r
NEX
22.A1907
6132
Golf Course Superinten nt ......_. ......
EX .... ........
2 O.A1907
.... ...........
6133
Licensed Social W er
_. .. .............
EX
28.A1907
___..
6135
Baseball S v
... ..... ......
EX
._.. ........
20.A1907
......... ........
6144
Gen Recreation og_Planner
EX29.A1907
6148 ` ... ..
Aquatic pecialist
......... .._... .... ......... .....
NEX'„
...........
18.A1907
..........
6149
Re pecialist .._....... __..�....�...._
NEX
18.A1907
___._.. .._._ _......
6151
W erSports Inst
NEX
23.A1907
6152
oxing Supervisor
EX
22.A1907
6156Youth
Pgm. Spec
EX
25.A1907
6160
Fitness Center Specialist
EX
21.A1907
6161
RecreationAide
NEX'.
08.A1907
6162
Recreation Asst Supt _
EX
29.A1907
6164
Parks & Recreation Sery Coord
EX
29.A1907
6170
Events Specialist
NEX
24.A1907
6172
Special Events Supervisor __..._._
_._._._.. _... .... .......
EX
29.A1907
6300
Day Care Admin
EX
31.A1907
6301
Day Care Ad'm Ast
EX '
25.A1907
63
Day Care Ctr Su v
EX
25.A1907
03 _. .... _ ..
Day Care Specialist
_ _. _ ..... _ _-. ......_.
NEX'
_.................................�._
18.A1907
... _._ .. _
7017Job
Training Program Coordinator
NEX
33.A1907
701R
Vncational CnlmsPlnr
NFX
99 A1A(]7'
SUBSTITUTED
7019
Citzn Prgm Supv
EX
28.A1907
7020
Comm Invol Asst
_NEX `
19.A1907
7021
Crime Prevention Specialist
NEX
22.A1907
7031
Sanitation Inspector 11
NEX
23.A1907.
7032
Sanitation Inspector Chief
........ _.__.... ......... __. _.......
EX
...._.... __
26.A19
._ .... ..............
7035
Sanitation Inspector
NEX',
21.A 07
7035Sanitation
Inspector
NEX
21 1907
8008
Secretary III
NEX >
A1907
8034Typist
Clerk I
NEX
13.A1907
8035
_..
Typist Clerk II
_._. __.. _ ....... _... ....... .......__ .... _. .._
NEX'
_ .........
15.A1907
.................... �.....
8037Typist
Clerk III
NE
17.A1907
8040 ...
Receptionist/Typist
........ ............. . .. .......................... ...
X
..... ......................................
1 8.A1907
.............
8048
Property& Casualty Manager
EX
32.A1907
8051
_.....
Claims Supervisor
........_. _ _ ._.................___ ...... ....... �,...,.. _�
EX
30.A1907
_. _ _ ............
8073
Domestic Vlolence Administrator
EX
33.A1907
8075
.......
Deputy Chief Resilience Officer ......... . .........
EX
........ ..
21.A1907'
........................
8082
Admin Asst I
_. _ . ... _ _, _.�...m......_
EX
..
25.A1907
. ,
8083
Admin Asst Il ....
EX '
28.A1907
........
8101Secretary
IV
NEX
21.A1907
8103.
Secretary I ,
NEX
15.A1907
8104
Secretary 11
_...,_ ....... .........
NEX
17.A1907
8113 .._.
Legislative Services Repre ntive I
......... ..._ ....... ..... ........ ................... ......_.
NEX
19.A1907
...................
8117
_ Technical O er C ord _
p
EX
24.A1907
8118
........ ........
Legislative Services R presentative 11
........ .
NEX'
22.A1907'
8119
Legislative Services epresentative III
EX
25.A1907
8120
Legislative 5e ices Supervisor .. .......
EX
29.A1907
......... ............................
8121_ __._.
T nscriber
EX
_._ 24.A1907
8122-
Re rds Reten Coord
EX
25.A1907
8134
Reso ce Allocation Manager
EX
35.A1907
8135 '
arketing Coordinator
EX::
28.A1907
8138
Housing Develop Coord
EX
32.A1907
8140 `
_Agenda Coord, Assistant
EX
25.A1907,
8142
Community Partnerships Manager
EX
30.A1907
8144
Grants Coordinator
EX
33.A1907
8145Typist
Clerk IV
NEX
19.A1907
8152
Fleet Manager
EX
33.A1907'
8157
Social Worker
EX
22.A1907
8158
Program Specialist
.. _ ... _
EX
29.A1907
81
Program Coordinator - Capital Improvements Program
EX
32.A1907
60
._....
Chief Architect
...._... .. _......... ......... _. - ...........
EX ....................................
36.A1907
8162
Information Analvst
EX
26.A1907
SUBSTITUTED
8165
Information Services Liaison
NEX
20.A1907
8167
_ Chief of Code Compliance _ .__.
_ M~Code
_ EX_
32.A1907
8176
Enforcement Training Specialist
EX
26.A1907
8177'.
P_m. �.
Code Compliance Field Su ervisor
... _ _ _ . _ . __
EX f
__.., __....._____
27.A19
� _.. -
8178
Code Enforcement Coord.
�... ... ..
EX
�........
30.A 07
_ ..................... _
8201
Cade Enforcement Assistant �
� �
EX
' 24 1907
8206
Admin Asst III
EX
1.A1907
8220:
_ .._
Chief of Hearing Boards
_ _. _,.. _ _....
EX
�._ ..... _
34.A1907
.......-11_.------_..-.
8232
Chief of Environmental Resources
. .
EX
34.A1907
8273
Chief of Solid Waste Operations !
... _ - ...... _._-1-..- .................. �._..., .. .... .._..
....... E
34.A1907',
. _..-
8396
Photographer, Senior .... �_.
X �_, .
26.A1907
.
8411
... _ ....
Administrative Clerk'
.._ _ ._.. -..........................._.. ......_ .._.... _
......... NEX
17.A1907
............_ .........
8420
.......... ._
8423
Parks And Recreation Facility Manager
....... ....._. ........... ....... ...... .........
EX ;
...... ..
26.A1907
.._.._.. ...._.......
8424
Special Education Teacher
....
NEX _
25.A1907
_.... ,
8425Parks
& Recreation Sery Coord
NEV
29.A1907
8426
Program Assistant
_..,. ... _..,
NEX
14.A1907
w....... ..
8427
Education Initiatives Coordinator
EX
28.A1907
8435Property
Manager
EX
34.A1907
8437 ....
CIP Technical Administra r.
......... ..... ... ......... ........ ......... .....
EX
....._ ........
36.A1907
..........
8438
_..._ ...
Business Development Co dinator
_ ,_...__
EX
34.A1907
8439
Business Development pervisor'
....... ......... ........ ...__. ....... .. ....
.............. EX
31.A1907
_ .. __.......
8440
Development Co rdinator
EX
34.A1907
8441:
........ ..........
Preservati Officer''
..._.. .......... _ .. .........
EX
34.A1907
..........
8450
Telecommunica ons Administrator
EX
34.A1907
8452 ':
y
Youth Prram Coordinator
EX '
30.A1907
8461
Assistan ystem Administrator
EX
33.A1907
8463
M^Cii C of Of Urban Design
EX
34.A1907
8464
of Of Land Development
EX
34.A1907
8466
Planning Illustrator '
EX
22.A1907'
8467
Urban Design Coordinator
_ EX
32.A1907
8468
Community Planner,
EX
31.A1907
8469Net
Community Services Worker
NEX
15.A1907
8471
Ada 'i Construction Coordinator
EX
30.A1907
8473
Cip Public Relations Coordinator
EX
_ ._
32.A1907
8474
Capital Improvement Assist
EX :
26.A1907
8475
Hazard Mitigation/Disaster Recovery Spec
EX
34.A1907
847 ....
Homeless Program Administrator
......._ _ ..___ ........ . ... ..... _.._ _..
EX
_ . _._
32.A1907
_._.._..... _.......
77
Net CommunityService Worker Supervisor
NEX
18.A1907
SUBSTITUTED
8484
Grant Writer
EX
28.A1907
8490
Insurance Financial Analyst
EX
28.A1907
8510
Records System Coordinator
EX ....................
__..
8514Records
_ . . ..... ........ Systems Aide
NEX _...
20.A190 ,
8515Records
System Specialist
EX
26.A1 7
8560,'
Grants Financial Supervisor
. _ .
EX
_ _,...._
30. 907
8561
Y p.,._._..__
Budget S stems Developer
EX
3 .A1907
8565
Special ProjectsManager
EX
34.A1907
8568
Employee Services Aide
EX
22.A1907
., .
8574
__. ..... _. _.....
Special Events Assistant
...... ....... p _ .. .._k.. _...
EX '
_._ .._.....
22.A1907'
.....__
8575
P,...
Special Events Coord ..
25.A1907
8576'
Special Events Manager
..... .I......
EX
31.A1907;
8578
g p......
Finance Management Supervisor
........ ... ..
EX .._......
31.A1907
..
8580
Environmental Outreach Liaison
_... ..........-,....__ ____.. ....._ ......... ......._ .,
EX '
.__....._.. _
25.A1907
.. --
8582
Environmental Coordinator
�... ..�.-_.....
EX
28.A1907
8585 ....
Environmental Compliance Specialist
...... ............................
EX
.. ......
27.A1907
.......
8587
Resilience Programs Manager
g
EX
30.A1907
8589Urban
.......
Forester
EX
27.A1907
8590Economic
Development Project Ma ger
EX
34.A1907
8605
......�
Project Manager -Cip
_...... ......... _ ........_ , ._. �._
_ EX
32.A1907,
..
8606
i
Chief Project Mana .
g
_,.
8607
......_ ........_
Senior Project Mana -;Cip
.. ... _.. ...................................................... ......... ........--- ... ......
EX
......... ..............
34.A1907
8611
Audiovisual Tec ician
m._... _
NEX
_..
19.A1907
_ __..,
8612
.......
Video Progra pecialist
......... ........ ......... .... ..... ...--.. .........................
EX
........ .........
23.A1907'
8613
Chief Communi tions Engineer
EX
31.A1907
8614
Gommunicatio Technical Operator
........ , _....._ ......... ........
.... ............ EX
25 A1907
...... ..............
8615
p......
Produc /Writer/Re orter
EX
26.A1907
8616:
Op ations Coordinator
EX '
30.A1907
8618
roduction Manager
EX
31.A1907
8619
Co unity Relations Coordinator'
EX
27.A1907'
8621
Cadd Operator
EX
24.A1907
8622 -Community
Relations Liaison
EX
27.A1907
8623
ommunity Relations Outreach Specialist
EX
25.A1907
8624
Community Relations Aide
EX '
22.A1907'
8625
Project Manager SeniorEX
36.A1907
8626
Research Analyst
EX
27.A1907
8628
Business Process Analyst ..
EX
30.A1907
863
Project Manager
EX
34.A1907i
8 1Project
Representative Senior
EX
31.A1907
638 ;
Maintenance Technician
........ .........
" NEX'
20.A1907''.
...... .......
8640
Facility Manager
EX
30.A1907
SUBSTITUTED
8643
Superintendent Of Solid Waste
EX
31.A1907
8645
Community Programs Administrator
EX
33.A1907
8649
Payroll Manager
EX
34.A1907
8650 <
Oracle Financial Systems Manager
EX `.
34.A1907
8651Applications
Support & Integration Manager
EX
19.IT
8653
IT Quality Assurance Manager
EX '
35,A 07
8654
Information Technology Customer Service Manager
EX
3 1907
8656'
Loan Review Specialist
EX
. 6.A1907
8657
Loan Review Assistant
..... EX
24.A1907
..
8658
.__._ ..
Community Involvement Spec
_ ... ........-.11-.11.".-.........y _ .........
NEX
......_.
21.A1907
....... ..........._
8659
Loan Review Analyst
.. ....... ... .._ ._
.... E
30.A1907
.
8660
........ .................._
Sr. Procurement Contract Off.
..., ._ _ ......._. �.._._. _..... ..._ . .._._. .... _.
X
_-- _.._ ..
e.
31.A1907
_..... __--
8661
Procurement Aide ...
NEX
19.A1907
....
8662
Procurement Card Administrator .......
EX
25.A1907
........
8664
Procurement Contracting Manager
EX
33.A1907
8685
Acquisitions Specialist Supervisor
..... ......... .......... .......
EX
21 A1907'
.........
8688
Professional Engineer III -Floodplain Administr or
g'. �._
EX
35.A1907
.....
8706
.......
Sr. Job Train Spec
....... ........
EX
.........
22.A1907
8715
Community Service Provider
.._... ...... .. _
NEX
18.A1907
8718:
..... ......... Clerk I'
NEX
12.A1907
8719Clerk
II
NEX
14.A1907
8720
Employ InterVie r'
. ..._.... ... . ........
NEX'
........ .... .
17.A1907
8722
Client Sery C rd
EX
32.A1907
8723Client
Service pecialist
EX !
25.A1907'
8724
Acco tant
.
_ . _._
8726
Ace nt Clerk
NEX
17.A1907:
8729
A itor Assistant
NEX
19.A_1907
8732
P is Relations Agent
EX '+
27.A1907;
8736
P lic Information Coord
EX
30.A1907
8737 '
hief of Unsafe Structures
EX
32.A1907
8738
Public Info. Supvr. _
EX_
27.A1907
8740
D uty International Affairs Administrator
_ _.._.. .._ � __..........._ � ...._
EX
27.A1907
__.._
8741
Intergovernmental Affairs Liaison
EX
30.A1907
8742 `
Code Compliance Specialist
EX
26.A1907
8743Chief
Elevator Inspector
NEX
32.A1907
8744-
Chief;Civil Engineer '
EX
36.A1907
8745
Chief Of Inspection Services
EX
33.A1907
87
Capital ImprvProcurement Admin. ........
EX
36.A1907'
........_ ..._ ..._.
51
Zoning Manager
EX
33.A1907
SUBSTITUTED
8759
Financial Reporting Manager
EX
32.A1907
8760
Internal Controls and Compliance Manager
EX {
34.A1907
8764Financial
Dev Coord
EX
31.A1907
8770'
Admin Aide I
NEXT
20.A1907
8773Admin
Aide II
NEX
22.A19
8775
Investigator II, Civilian Investigative Panel
EX'
28. 907
8776
Investigator, Civilian Investig. Panel
EX
2 .A1907
8777,
Civilian Investigative Panel Analyst',
EX
6.A1907
8780Film
And Culture Administrator
EX
27.A1907
8783
Cultural Administrator .. ,.....
EX
28.A1907
..............
8784
Cultural Arts Center Manager er
g
31.A1907
._
8785'1
....._
Auditorium Mgr Assist
........ ....... ....._
EX
25.A1907
.............
8786
Convention Center Manager
.. ....
EX
31.A1907
.,
8789`
.......
Traffic Engineer
.......
EX
32.A1907
8791
Transportation Coordinator
EX
36.A1907
8792
Special Projects Assistant
.... ......... ..,. ......... ......... _.. .....
EX
........ .........
25.A1907'
8793
Sec Projects Coord
P 1
EX
29.A1907
8794
....._
Transportation Analyst
...... .......... ...._
....._.. EX
29.A1907
.... ..............
8796
Assistant Facility Maintenance Ma ger
EX
26.A1907
88011
Client Support Sery Aid
.. _ ...._. .... _... ....._....._.....
NEX'
--
20.A1907
............_ ........._r
8803
_....
Assessment & Referral ec.
w.. _ __.
EX
_. � _.......,
24.A1907
8804
.......
Training Special'
._ ........ .......
EX '.
.....................
w._._
25.A1907
..............
8805
Job Placement S ecialist
_.. _...._
EX
.......,__
22.A1907
m _....
8806
Skills C `ch
EX
23.A1907
........ ,
8808
Case Manage ent Supervisor
EX
28.A1907
8809 '
Ca " Manager ._..
....... ......... ...........
EX
.......... _.......
251A1907
8810_
Sr.Job Pla ment/Marketin Sec
P
EX
28.A1907
8811
Case anagement Assistant
EX °.
22.A1907.
8812
_ raining Coordinator
EX
28.A1907
8813
Tra' ing And Development Specialist
EX_
27.A1907
8815
Contract Compliance Analyst
EX
27.A1907
8816
Contract Compliance Manager
EX
34.A1907
8817
Employment Program Analyst
. ... ..,
EX
27.A1907
8818 <
Job Placement/Marketing Coord
EX
..
32.A1907
8824
Fiscal Assistant
EX
22.A1907
8825Fiscal
Administrator
_._ _..... ....... _. _.
EX
__....._ .
30.A1907
8830
Housing Quality Assurance Aide
NEX
19.A1907
8
Housing Quality Assurance Supervisor _
EX
29.A1907
840Housing
Program Manager
EX
32.A1907
8842 ...
Housing Program Analyst
_....._ __ _ ................. ..... .....
NEX
-
28.A1907
............_ .... .
8844
Housing Quality Assurance Monitor
NEX
24.A1907
SUBSTITUTED
8901
Grant Funded Housing Qlty Assur Super
EX
29.A1907
8903,
Grant Funded Housing Program Analyst
EX '
28.A1907
8905
Grant Funded Assessment/Ref. Spec
EX
24,A19
8906'
_...
Grant Funded Emergency Mgmt Coord.
,. _. ,... __ ...... ... _...
EX
,.. —
316.q 07
_...
8910Grant
Funded Environmental Coordinator
EX
28 1907
8920
Grant Funded Administrative Aide I`
NEX I
A1907
8921
Grant Funded Administrative Aide II
EX
22.A1907
8923
....._
Grant Funded Administrative Asst. I'
.. ......_ ,., . ....
EX
......... ..._..
25.81907
.....
8924
g._....
Grant Funded Vista Program Asst.
EX
2 ..............
8925
Grant Fu .
............
...........................
8927
��. ..
Grant Funded Homeless Housing Specialist
_ -...
... NEX
17.A1907
...
8928 _.
Grant Funded Homeless Housing Supervisor
._..._ .......... _ ......... _.........
EX
25.A1907
- __...
8930
Grant Funded Contract Compliance Analyst
.... . �_.. -
.. EX
27.A1907
....... .
8931
......_ . ...
Grant Funded Contracts Manager,EX
__.... ..._....
'.
..............
34.A1907
.......
8932 _
�...............
Grant Funded Special Projects Asst
EX
25.A1907
8933
............ .
Grant Funded Special Projects Coord ......_
......... ....... .......
EX
29 41907
8939
_. _. �..
Grant Funded Loan Specialist
p
... ._ :....
EX
._.e. ...
24.A1907
8945
.......
Grant Funded Loan Review Speci ist,
...... ...... ......... .......
EX
......... .......
26.A1907
8950
Grant Funded Fiscal Assist t
EX
22.A1907
8951 ...
GF Budget and Financial Supp Advisor
....... ...... ..... ...... .......
EX
27.A1907
8959
_., Grant Funded Cl I
NEX
........ 08.A1907
8960 ;
Grant Funded' rk III
...... ..... ...... ..... .
NEX' '
16.A1907
8972
GF Workforce Prom Supervisor
EX
22.A1907
8973 ......
GF Workforce areer Advisor
........ ...... .............
EX
15.A1907
8974
GF Workforce ead Career Advisor
.....__ ..._. _
EX
20.A1907
8975
GF Workfo e Employer Specialist
EX
19.A1907
8976
GF Work rce Placement Specialist
EXy
15.A1907
8979GF
_ W force Business Consultant'
EX '.
19.A1907
89_80_
GF orkforce Employer Consultant
EX
19.A1907
8982
GF W force Program Workshop Facilitator
EX
19.A1907
8984
GF orkforce Program Customer Service Rep
NEX
10.A1907
8986 '
._ .. _
GF Workforce Program Specialist l'
.....,__ __-...._ .._
_ NEX'
13.A1907
_ ,
8987
GF Workforce Program Specialist II
NEX
15.A1907
Em to ee in job codes 8082 8083 8206 8770 and 8773 are included in the unit other than those
exclude/per the Unit Clarification Petition settlement agreement made and entered on March 24, 2016
persons who hold interim, provisional, seasonal, part-time or temporary positions are considered
!mpt from Appendix A and as such are not entitled to any benefits as specified in this Agreement.
SUBSTITUTED
In the event there is a discrepancy in pay grade for any particular classification, the higher pay grade
prevail. j
SUBSTITUTED
I
73
ig
1)
(z
I SUBSTITUTED
�c
Z 0
SUBSTITUTED
MEMORANDUM OF UNDERSTANDING BETWEEN AFSCME LOCAL 1907 AND CITY OF MIAMI
August 9, 2018
WHEREAS the Parties have tentatively agreed in Article 52.6 that effective September 30, 20
the service retirement benefit for employees hired prior to October 1, 2010, shall be equal to ree
percent (3%) of the member's highest one year of compensation multiplied by the number of ars of
creditable service; and
WHEREAS there is a possibility that the City may secure additional funding prior to ptember 30,
2018, that, subject to Commission approval, may be used and/or expended tofu an expedited
implementation of the foregoing benefit.
NOW THEREFORE, the parties agree that if by September 30, 2018, the Ci secures the necessary
funding and approves the use and/or expenditure of the necessary fding to accelerate the
implementation of the foregoing benefit as tentatively agreed in Article 52. of the collective bargaining
agreement, then the benefit shall take effect on October 1, 2018.
AGREED TO this 'I day of August, 2018.
r
/or the City of Miami F r AFSCME Local 1907
SUBSTITUTED
SUBSTITUTED
SUBSTITUTED
SUBSTITUTED
1yr
lyr
1yr
1yr
1yr
1yr
1yr
2yr
2yr
2yr
2yr 2yr
2yr 2yr
r
INS
p:
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00% 5.00%
5.00% 5.00%
5.00%
01,aNS„'
34♦7U19
32 2370
33_8489
35.5414
37 3 $41
3,9 ;$44
411437
43.2[105. '.
45.3609......'47
629,0, ;IN 4104 X52 S1p9 ..
,5,� 1365 .57,$9
64,7$$'.
03.INS
33.77221
35.46071
37.23381
39.09551
41.05021
43.10271
45.25791
47.52081
49.89681
52.39171
55.01131 57.76191
60.6500 6Y.9'8251
66.8666
SUBSTITUTED
ZZ
Oc ',2018°'
1yr
1yrERE
1yr
1yr
1yr
2yr
2yr
2yr
2yr
2yr
2yr
2yr
yr
ANS"
oo
5.00%.00%
a
5.00%
o
5.00%
0
5.00%
0
5.00%
0
5.00%
o
5.00%
a
5.00%
o
5.00%
a
5.00%
5.00 a
a
5.00%
313 59
32;8817522
F
38,0648
39.9681
41.9666
44.0649
46 2681 ;;'48,5816
51,0106
53.5611
56.2392
59 12.
62.0038GUNS
34.4476
36.1699774
41.8712
43.9648
46.1631
48.4712
50.8947
53.4395
56.1115
58.9171
61.8630
49562
68.2039
Q5 ,1N5 .
37.$923
39:7$59651
:45.0583
,,,..,48 3613 ',.,.50 7793 -== 5.31$3
55,9847. ,,
58.7$34
61.7225
64.$087
58.Q4
71.4516
...,.75:0242'
SUBSTITUTED
ZZ
_••'
1yr 1yr
1yr
1yr
1yr
1yr
1yr
2yr
2yr
2yr
2yr
2yr
2yr
2yr r
SNS;
o
5.00%
0
5.00%
0
5.00%
0
5.00%
0
5.00%
o
5.00%
a
5.00%
a
5.00%
o
5.00/a
o
5.00%
a
5.00/0
o
5.00%
0 0
5.00/ 5.00%
Q1.INS
3194 2 ;x,33 5393 ,
35.2164
36 9772,
.•:, 38.8267
4(1.7675
42 8Q 9• ',
44.9462, . 47.1935
49,5532,
; ..52:Q3 $. ,.,
54:6323
' 5i.3fi4Q
"60: . ,:: 2.: ;, 63,2439'
03.INS
35.1366 36.8933
38.7381
40.6749
42.7086
44.8441
47.0864
49.4406
51.9126
54.5083
57.2337
60.0954
63.1003
.2553 69.5680
Q5.IN5":78.6501
77E3826 , ;,;42,112....
44 7424
%::::46.9795 ..
49.3285
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57 7t13$ ,
59.9591
'' 62.9S7Q
66.1049
69.410
72,£i8G6 � 7b;5247'
ZZ
I SUBSTITUTED I
IT Schedule
1/7/2018
28.0744
2 8 0 7
I yr
1 yr
I yr 1
1 yr
1 yr
I yr I
I yr
2 yr
2 yr 1
2 yr
2 yr
2 yr
1 2 yr
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2 yr
'9
56&,,'
41�1'7'�-
4648 .
. .... .. .. 78 �6744
75�, -,28
7
32.4996 11 11 11
34.1246 11 1
�5
O'737.�218
34;§634
35.8308
20.9495
21.9970
23.0968
24.2517
25.4643
26.7375
28.0744
29.4781
30.9520
32.4996
34.1246
35.8308
�246
39.5034
41.4786
,�9.�634
21.9
68
517
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6.7375
-7-2-4.4�81
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77TEjj7
35.8308
37.6223
43.552
41.4786
23 -0
23.0968
24.2517
25.4643
26.7375
28,0744
29.4781
30.9520
32.4996
34.1246
35.8308
37.6223
39.503
43.5525
45.7302
45J,, d
'14.2517_1
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281
791:
461� 520
32.,4996,
34.1246
39.5034
41.4786
3,3
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43.55 5,,
4 8.0167
52.9384
25.4643
1 26.7375
28.0744
29.4781
1 109520
32.4996
34.1246
1 35.8308
1 37.6223 1
39.5034 1
41.4786
LA.5525
45.7302
1 48.0167
50.4175
28.0744
2 8 0 7
29.4781
30.9520
32.4996
34.1246
35.8308
37.6223
39.5034
41.4786 1
43.5525
4V302
48.0167 1
50.4175
52.9384
55.58531
29.,-4'781.
29 , 7
95034
3 0 9
30.9520
32.4996
34.1246
35.8308
37.6223
39.5034
41,4786
43.5525
45.7302
48.0
50.4175
52.9384
55.5853
58.3646
61.2828
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64.3469
34.1246
35.8308
37.6223
39.5034
41.4786
43.5525
45.7302
48.0167
50.4175�
52.9384
55.5853
58.3646
61.2828
64.3469
67.5643
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61.2828
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37.6223
39.5034
41.4786
43.5525
45.7302
48.0167
50.4175
52.9384
af.5853
58.3646
61.2828
64.3469
67.5643
70.9425
74.4896
3 9 50
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431
,,,,,,,45J� 48,016 52�9384
�,��6t2828
64,3469
67,5643
_70,9425
74,4896
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41.4786
43.5525
45.7302
48.0167
50.4175
52.9384
55.5853
5 6
61.2828
64.3469
67.5643
70.9425
74.4896
78.2141
82.1248
. 4 5
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86,2311
45.7302
48.0167
50.4175
52.9384
55.5853
58.3646
1 61.28-Wr
64.3469
67.5643
70.9425
74.4896
78.2141
82.1248
86.2311
90.5426
I SUBSTITUTED I
IT Schedule
Oct 2018
I yr
1 yr
I yr I
I yr
I yr
I yr
1 1 yr
2 yr
2 yr
2 yr
2 yr
2 yr
2 yr
oCyr
2 yr
20.3509
21:3685�mml
22A36
11", 23.''„31.5710:11
35.1496
34.8071
36.547
38.37471',
-40.2935
21.3685
22.4369
23.55871
24.7367
25.9736
27.2723
28.6359
30.0677
31.5710
33.1496
34.8071
36.5474
38 47
40.2935
42.3082
22.4369
235587
24 7363
:25 9736',5710
27.27,23
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34,8071
36.5474
38.3747401935
42308 2
44,42�
44,423'6
23.5587
24,7367
25.9736
27.2723
28.6359
30.0677
31.5710
33.1496
34.8071
36.5474
38.3747
40.29,�e
42.3082
44.4236
46.6448
73'24.67
25.47
30.06,77
31.57 10
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383 7 4 7
40.2935
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44.4236
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27.2723
28.6359
30.0677
31.5710
33.1496
34.8071
36.5474
38.37471
40.2935
42.3082
44.4236
46.6448
48.9770
51.4259
7.2123,
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30.607
31.�i
33.1496
34.80
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51,4259
53.9972
28.6359
30.0677
31.5710
33.1496
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36.5474
38.3747
40.2935
42.3082
44.4236
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48.9770
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53.9972
56.6970
59.5319
62.5085
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34.8071
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42.3082
44.42361
46,6448
48.9770
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56.6970
59.5319
62.5085
65.6338
68.9156
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42.3082
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53.9972
6.6970
59.53191
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68.9156
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62.5085
65.6338
68.9156
72.3614
75.9794
79.7784
83.7673
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68.13156
72.3614
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87.9557
92.3535
I SUBSTITUTED ]
IT Schedule
Oct 2019
I yr
1 yr
I yr
1 yr
lyr
1 yr
1 yr
2 yr
2 yr
2 yr
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21J959,
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21.7959
22.8856
24.0299
25.2314
26.4931
27.8177
29.2096
30.6691
32.2024
33.8126
35.5032
37.2783
39A22
41.0994
43.1544
2472`99
25.2314
27 8 1, E7,7
9�2046 - 7�.,2024
2 3 0 � 6 6 9 1
33.,IkA
37.27• �2
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45.3121'
24.0299
25.2314
26.4931
27.8177
29.2086
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32.2024
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47.5777
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49.9565
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33.8126
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47.5777
49.9565
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60,7225
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52.4544
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66.9465
70.29391
73.80861
77.49901
81.3740
85.4426
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52.4544
55.0771
57,8309
73.8086
77.49901
81.37401
85.44261
89.7148
94.2006
SUBSTITUTED
CITY OF MIAMI, FLORIDA
INTER -OFFICE MEMORANDUM
Mario Nunez
TO Director DATE September 4, 2018
Department of Solid Waste
SUaJECT. Chief Sanitation In
FP0_M Joe Napoli REFERENCES
Deputy City Manager
ENCLOSURES'
City Manager's Office
Effective upon ratification of the October 1, 2017 — Septa or 30, 2020 AFSCME
Se t
1907 Collective Bargaining Agreement, bargaining /upni members in the Chief
Sanitation Inspector exempt classification will receive co, ensatory time on an hour -
for -hour basis when they are recalled to duty during of uty hours. All parties agree
if
that the exempt status of the Chief Sanitation Inspec rclassification will not change
al
or be affected by the agreement to provide this add' conal benefit.
c: AFN4E Local 1907
Department of Human Resources, Labor Relations
SUBSTITUTED
CITY OF MIAMI, FLORIDA
INTER -OFFICE MEMORANDUM
Alam Dodd
Director QATE: September 4. 2019 r1LF_
Department of Public Works SUBJECT Public Works Supervisor /
FqOM Joe Napoli REFERENCES
Deputy City Nlanager
ENCLOSURE
NS
City �ana'
ger's Office
Effective upon ratification of the October 1, 2017 — Septem r 30, 2020 AFSCME
�'ep'e
1907 Collective Bargaining Agreement. bargaining unit /me . ors in the Public Works
Supervisor exempt classification will receive compensato time on an hour -for -hour
a
'. " �k]l p
basis when thev are recalled to duty during off-duty hou . All parties agree that the
exempt status of the Public Works Supervisor classi cation will not change or be
affected by the, agreement to provide this additiona.. I en efi, t'
c- AFSCME Local 1907
Departinent of Hurnan Resources, Labor Relations Divi