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Home My WebLink AboutBack-Up DocumentsCity of Miami Legislation Ordinance: 13790 File Number: 4631 City Hall 3500 Pan American Drive Miami, FL 33133 www.miamigov.com Final Action Date: 9/27/2018 AN ORDINANCE OF THE MIAMI CITY COMMISSION, WITH ATTACHMENT(S), ADOPTING A FINAL BUDGET AND MAKING APPROPRIATIONS RELATING TO OPERATIONAL AND BUDGETARY REQUIREMENTS FOR THE FISCAL YEAR BEGINNING OCTOBER 1, 2018 AND ENDING SEPTEMBER 30, 2019; RATIFYING, APPROVING, AND CONFIRMING CERTAIN NECESSARY ACTIONS OF THE CITY MANAGER AND DESIGNATED CITY DEPARTMENTS IN ORDER TO UPDATE THE RELEVANT DEPARTMENTS, FINANCIAL CONTROLS, PROJECT CLOSE-OUTS, ACCOUNTING ENTRIES, AND COMPUTER SYSTEMS IN CONNECTION THEREWITH AND FOR GRANTS IN PROGRESS; PROVIDING FOR AN EFFECTIVE DATE. WHEREAS, pursuant to Sections 200.065(2)(x)(4) and (2)(c), Florida Statutes (2018), the City Manager has prepared and submitted to the City Commission a proposed budget of the expenditures and revenues of all City of Miami ("City") Departments, Offices, and Boards for the Fiscal Year beginning October 1, 2018 and ending September 30, 2019 ("Fiscal Year 2018-19"); and WHEREAS, a copy of the proposed budget has been posted on the City's website and has been on file in the Office of the City Clerk since July 9, 2018; and WHEREAS, the General Fund Budget for Fiscal Year 2018-19 is $763,002,000.00 and the total Budget for all non -capital funds is $1,098,979,000.00; and WHEREAS, the City's final general operating ad valorem millage rate is 7.5865; and WHEREAS, the major source of revenue for the General Fund is derived from the category identified as "Property Taxes" in the amount of $359,685,000.00; and WHEREAS, this proposed budget recommends the transfer of $3.751 million from the Transportation Trust Fund for the expansion of the Trolley Program ($1.2 million to Capital Project Fund and $2.551 million to General Special Revenue Fund); and WHEREAS, expenditures from the Transportation Trust Fund will require authorization by a supermajority of the City Commission, ensuring the money collected will be spent in the best interest of all the residents of and visitors to the City; and WHEREAS, this proposed budget recommends the creation of a new department to be named Human Services which will perform the administrative functions as required to direct and manage the Citywide Initiatives, Workforce Initiatives, Childcare, Health Initiatives and Live Healthy Little Havana, and Veterans Affairs and Homeless Services; and City of Miami Page 1 of 8 File ID: 4631 (Revision: B) Printed On: 2/5/2019 File ID: 4631 Enactment Number: 13790 WHEREAS, as part of this proposed budget, the Office of Film and Entertainment, Office of Transportation Management, and Office of Veterans Affairs and Homeless Services are removed from the City's Table of Organization; and WHEREAS, it is in the best interests of the City to authorize the City Manager to make any necessary changes to adjust, amend, and appropriate the City's Operating Budget, Five -Year Financial Plan, Strategic Plan, and Multi -Year Capital Plan, all for the purposes set forth in this Ordinance; and WHEREAS, it is in the best interests of the City to ratify, approve, and confirm certain necessary actions of the City Manager and designated City Departments in order to update the relevant financial controls, project close-outs, accounting entries, and computer systems in connection therewith and for grants in progress; and WHEREAS, provisions have been duly made by the City Commission for Public Hearings on the proposed budget before the City Commission as a Committee of the Whole and Public Hearings thereon have been held as required pursuant to Section 200.065, Florida Statutes (2018); NOW, THEREFORE, BE IT ORDAINED BY THE COMMISSION OF THE CITY OF MIAMI, FLORIDA: Section 1. The recitals and findings contained in the Preamble to this Ordinance are adopted by reference and incorporated as if fully set forth in this Section. Section 2. The Proposed Budget, as submitted to the City Commission on July 9, 2018, is incorporated herein by reference and is amended to include all of the applicable changes contained in the memorandum titled "Information for First Budget Hearing — Fiscal Year 2018-19 Proposed Budget," attached and incorporated herein as Exhibit "A," was previously adopted as the tentative budget on first reading. Section 3. The Proposed Budget, as submitted to the City Commission on September 27, 2018, is incorporated herein by reference and is amended to include all of the applicable changes contained in the memorandum titled "Information for Second Budget Hearing — Fiscal Year 2018-19 Proposed Budget," attached and incorporated herein as Exhibit "B," and is hereby adopted. Section 4. The following appropriations are made for the municipal operations of the General Fund for the Fiscal Year 2018-19: City of Miami Page 2 of 8 File ID: 4631 (Revision: B) Printed on: 2/5/2019 File ID: 4631 Enactment Number: 13790 GENERAL FUND APPROPRIATIONS Departments, Boards and Offices: Mayor $ 1,454,000 Commissioners 3,912,000 City Manager 2,850,000 Agenda Coordination 402,000 Auditor General 1,368,000 Building 14,285,000 Capital Improvements 3,658,000 City Attorney 9,356,000 City Clerk 1,845,000 Civil Services 445,000 Code Compliance 6,934,000 Communications 2,149,000 Equal Opportunity and Diversity Programs 464,000 Finance 9,296,000 Fire -Rescue 143,167,000 General Service Administration 25,258,000 Grants Administration 1,712,000 Housing and Community Development 1,689,000 Human Resources 4,736,000 Human Services 4,381,000 Innovation and Technology 13,597,000 Management and Budget 2,499,000 Neighborhood Enhancement Team (NET) 7,382,000 Parks and Recreation 47,754,000 Planning 5,789,000 Police 245,192,000 Procurement 2,572,000 Real Estate and Asset Management 13,090,000 Resilience and Public Works 22,432,000 Resilience and Sustainability 723,000 Risk Management 2,952,000 Solid Waste 33,884,000 Zoning 3,089,000 Transfers -OUT 54,600,000 Non -Departmental 68,086,000 TOTAL GENERAL FUND $ 763,002,000 City of Miami Page 3 of 8 File ID: 4631 (Revision: B) Printed on: 2/5/2019 File ID: 4631 Reserves Based on Financial Integrity Principles: (Included in General Fund — NDA) Contingency Reserves Undesignated Reserves TOTAL RESERVES Enactment Number: 13790 $ 5,000,000 5.000.000 Section 5. The above appropriations for the municipal operations of the General Fund are made based on the following sources of revenues for Fiscal Year 2018-19: GENERAL FUND Property Taxes Franchise Fees and Other Taxes Interest Transfers -IN Fines and Forfeitures Intergovernmental Revenues Licenses and Permits Other Revenues (Inflows) Charges for Services TOTAL GENERAL FUND REVENUES $ 359,685,000 115, 757, 000 3,623,000 5,348,000 5,460,000 77,579,000 67,037,000 10,241,000 118,272,000 $ 763,002,000 Section 6. The following appropriations are made for the municipal operations of Debt Service Funds for Fiscal Year 2018-19: DEBT SERVICE FUNDS General Obligation Bonds Special Obligation Bonds TOTAL DEBT SERVICE FUNDS APPROPRIATONS 22,520,000 51,303,000 $ 73,823,000 Section 7. The above appropriations for the municipal operations of Debt Service Funds are made based on the following sources of revenues for Fiscal Year 2018-19: DEBT SERVICE FUNDS REVENUES Property Taxes $ 22,843,000 Transfers -In and Other Revenues 50,980,000 TOTAL DEBT SERVICE FUNDS $ 73,823,000 Section 8. The following appropriations are made for the municipal operations of Special Revenue Funds for Fiscal Year 2018-19: City of Miami Page 4 of 8 File ID: 4631 (Revision: B) Printed on: 2/5/2019 File ID: 4631 Enactment Number: 13790 SPECIAL REVENUE FUNDS APPROPRIATIONS General Special Revenue $ 3,069,000 Human Services 458,000 Planning Services 12,601,000 Planning and Zoning Tree Trust Fund 3,610,000 Public Art Fund 160,000 Fire Rescue Services 3,283,000 UASI-Fire Rescue 11,644,000 NET Offices and Code Enforcement 1,667,000 Parks and Recreation Services 1,116,000 Police Services 8,482,000 Police E911 -Wireless 2,048,000 Police E91 1 -Non Wireless 1,565,000 Police E91 1 -Prepaid 3,771,000 Law Enforcement Trust Fund 1,91 1,000 Public Works Services 16,512,000 Solid Waste Recycling Trust 158,000 City Clerk Services 1,180,000 Community Development 51,845,000 Homeless Program 2,735,000 Bayfront/Riverfront Land Acquisition Rouse Ta 1,539,000 Miami Ballpark Parking Facilities 5,329,000 Departmental Improvement Initiative 9,722,000 Transportation and Transit 17,333,000 Emergency Funds 100,000 TOTAL SPECIAL REVENUE FUNDS $ 161,838,000 Section 9. The above appropriations for the municipal operations of Special Revenue Funds are made based on the following sources of revenues for Fiscal Year 2018- 19: SPECIAL REVENUE FUNDS All Sources TOTAL SPECIAL REVENUE FUNDS REVENUES $ 161,838,000 $ 161,838,000 Section 10. The following appropriations are made for the municipal operations of Internal Service Funds for Fiscal Year 2018-19: INTERNAL SERVICE FUND APPROPRIATIONS Life and Health Insurance $ 63,261,000 Workers' Compensation 19,204,000 Others 17,851,000 TOTAL INTERNAL SERVICE FUND $ 100,316,000 City of Miami Page 5 of 8 File ID: 4631 (Revision: B) Printed on: 2/5/2019 File ID: 4631 Enactment Number: 13790 Section 11. The above appropriations for the municipal operations of Internal Service Funds are made based on the following sources of revenues for Fiscal Year 2018- 19: INTERNAL SERVICE FUND REVENUES All Sources $ 100,316,000 TOTAL INTERNAL SERVICE FUND $ 100,316,000 Section 12. This Ordinance is an ordinance of precedent and all other ordinances and resolutions in conflict with it are held null and void insofar as they pertain to these appropriations; however, no provision contained in this Ordinance shall be construed to violate the Anti -Deficiency Act as set forth in Sections 18-500 through Sections 18-503 of the Code of the City of Miami, Florida, as amended ("City Code"). The appropriations are the anticipated expenditure requirements for the City but are not mandatory should efficient administration of City Departments and Boards or altered economic conditions indicate that a curtailment in certain expenditures is necessary or desirable for the general welfare of the City. The City Manager is specifically authorized' to create awards and to transfer funds between accounts and awards, and to withhold any of these appropriated funds from encumbrance or expenditure should such action appear advantageous to the economic and efficient operation of the City. The City Manager is also authorized' to transfer any excess unrestricted moneys from other funds to the General Fund provided that those are appropriated moneys which are no longer needed to implement the original purpose of the appropriation, which are legally available at the time of such transfer, and whose expenditure is not limited to use for any other specified purpose. Section 13. The City Manager is authorized' to make any necessary changes to adjust, amend, and appropriate the City's Operating Budget, Five -Year Financial Plan, Strategic Plan, and the Multi -Year Capital Plan, with transfers in and/or out, as necessary and applicable, of legally available funds and to designate projects, services, components, values, amounts, and uses, as necessary and applicable, for purposes set forth in this Ordinance. Section 14. All departments and the number of employees designated therein provided for in this budget either by position summary or by the organizational chart are deemed approved by the City Commission. Any permanent change regarding same shall require City Commission approval. Section 15. The City Manager is authorized' to administer the executive pay plan and benefit package to disburse the funds appropriated herein for said purpose in a manner he or she deems appropriate. The City Manager is also authorized' to administer and disburse the City Commission benefit package. With the exception of those positions in which the salary is established by City Commission action, the City Manager is further authorized' to establish the salaries of those employees in executive and staff positions in accordance with the executive and staff pay plan. These employees may receive any salary increases given in Section 16. Section 16. The City Manager is authorized' to disburse any funds that may be designated by the City Commission as cost -of -living or other pay adjustments to Civil Service, executive, and staff employees as may be approved by the City Manager. ' The herein authorization is further subject to compliance with all requirements that may be imposed by the City Attorney, including but not limited to, those prescribed by applicable City Charter and City Code provisions. City of Miami Page 6 of 8 File ID: 4631 (Revision: B) Printed on: 2/5/2019 File ID: 4631 Enactment Number: 13790 Section 17. Nothing contained in this Ordinance shall be construed as to prohibit or prevent the City Manager, the City's administrative head who is responsible for the efficient administration of all Departments, from exercising the power granted to and imposed upon him in the Charter of the City of Miami, Florida, as amended ("Charter"), to fix, adjust, raise, or lower salaries and to create, abolish, fill, or hold vacant, temporary, or permanent positions whenever it has been determined by the City Manager to be in the best interest of efficient and economical administration of the City and all its Departments. The authority contained in this Section shall also be applicable whenever the City Manager shall cause a Department to reorganize itself to perform its services more efficiently. Such reorganization may include reduction of budgeted positions, reclassification of positions, and alteration of the number of budgeted positions in any given classification. Section 18. The transfer of funds between the detailed accounts comprising any separate amount appropriated by the above sections hereof is approved and authorized when such transfer shall have been made at the request of the City Manager and when such transfer shall have been made of any part of an unencumbered balance of an appropriation to or for a purpose or object for which the appropriation for the herein fiscal year has proved insufficient. Section 19. The transfer of funds between the detailed accounts comprising any separate amount appropriated by the above sections hereof is approved and authorized when such transfer of funds is made at the request of the City Manager and when such transfer is to be made between the detailed accounts appropriated to the same office, department, or division. Section 20. To effect salary adjustments, the City Manager is further authorized' to make departmental and other transfers from any reserve accounts established in the General Fund and is authorized' to approve transfers for any unforeseen requirements of all appropriated funds as may be required so long as such transfer is consistent with the provisions contained in Chapter 18, Article IX of the City Code. Section 21. To facilitate effective budgetary control and sound fiscal management, the City Manager is further authorized' to transfer funds from departmental budget reserve accounts to the Emergency Account of Non -Departmental Accounts to other Funds, and to departmental budget reserve accounts from the Emergency Account of Non -Departmental Accounts to other Funds. Section 22. The Emergency Account is declared to be appropriated to meet emergency expenses and is subject to expenditure by the City Manager for any emergency purpose. Section 23. Except as herein provided, transfers between items appropriated shall be authorized by resolution(s) or ordinance(s) amendatory hereto, except that (a) transfers from the Non -Departmental Accounts may be made by resolution and (b) any mid -year budget amendment(s) that do not involve any changes of City Departments may be made by resolution. Section 24. The City Manager is authorized' to invite or advertise for bids for the purchase of any material, equipment, physical improvement, or service provided by the aforementioned appropriations or which may be provided for in accordance with the authority of Chapter 18 of the City Code for which formal bidding is required, such bids to be returnable to City of Miami Page 7 of 8 File ID: 4631 (Revision: B) Printed on: 2/5/2019 File ID: 4631 Enactment Number: 13790 the City Commission or City Manager in accordance with Charter or Code provisions. Section 25. Expenditure of the herein appropriated funds is authorized in the procurement of goods and services by award or contract for the same by the City Commission following the use, if applicable, of competitive negotiations unless the award of such contract by the City Manager is expressly allowed under City Code provisions. Section 26. Certain necessary actions by the City Manager and the designated City Departments in order to update the relevant Departments, financial controls, project close- outs, accounting entries, and computer systems in connection therewith and for grants in progress, are hereby ratified, approved, and confirmed. Section 27. This Ordinance shall become effective immediately upon its second reading, adoption, and signature of the Mayor.2 APPROVED AS TO FORM AND CORRECTNESS: A "A(T--\r-+Q 1 i ria i nd �ttorney 10/112018 2 This Ordinance shall become effective as specified herein unless vetoed by the Mayor within ten (10) days from the date it was passed and adopted. If the Mayor vetoes this Ordinance, it shall become effective immediately upon override of the veto by the City Commission or upon the effective date stated herein, whichever is later. City of Miami Page 8 of 8 File ID: 4631 (Revision: B) Printed on: 2/5/2019 THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. CITY OF MIAMI ROM 67 E l • . , t TO: Honorable Mayor and Members of the City Commission FROM: Emilio T. Gonzalez City Manager 1'�` y. DATE: September 4, 2018 SUBJECT: Information for the First Budget Hearing — FY 2018-19 Proposed Budget The preparation of the FY 2018-19 Operating and Capital Budget for the City of Miami continues to be a dynamic process that involves changes in data and policy, both of which ultimately affect the final adopted budget. This memorandum has been prepared to provide the Commission with the most up-to-date information, to offer proposed changes for Commission consideration of both revenues and expenditures since the issuance of the FY 2018-19 Proposed Budget on July 9, 2018, to present attachments that reflect these changes, and to provide updates to the Proposed Capital Plan. If adopted, these recommended changes will have the following effects on the proposed budget: • The Labor Negotiations and Mediations Reserve will increase from $14.058 million to $24.349 million, which represents a portion of the recurring costs associated with negotiations and mediations with the International Association of Fire Fighters, AFL-CIO Local 587; the Miami General Employees American Federation of State, County, and Municipal Employees Local 1907, AFL-CIO; and the Fraternal Order of Police, Walter E. Headley, Jr., Miami Lodge No. 20. Additional changes to the budget may be needed when these negotiations and mediations are completed. • The Police Department budget will be increased by $225,000 to reflect the following: the defunding of additional Police services to the OMNI Community Redevelopment Agency areas in the amount of $500,000, the funding of additional Police services to the Miami -Dade County Public Schools in the amount of $408,000 to provide an Officer for the FY 2018-19 school year at the 33 schools identified within the City of Miami; part of this cost will be offset by revenues from the Miami -Dade County Public Schools in the amount of $386,000, and the line item "Police and Fire-FIPO" be increased by $317,000 due to the City contribution requirement for the cost of living adjustment that was not Em ibl+ Sue) THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. I Honorable Mayor and Members ofthe City Commission Information for the First Budget Hearing —FYZOl8-19Proposed Budget Page 2of6 previously allocated inthe proposed budget. The revenue into the City will bereduced by $500,000 and the Police Department's Budget will be reduced by the same amount due to the Omni Community Redevelopment Agency (CRA) reduction in reimbursement for enhanced police services. AsSuch the services will not beperformed resulting ina reduction ofboth revenues and expenses. |tshould benoted that neither the Omni CRA nor the Southeast Overtown Park West CRA have paid the full reimbursement in the current fiscal year. � The Neighborhood Enhancement Team (NET) budget will be increased by $103,000 to accommodate an additional NET Administrator, an additional Assistant Director, and a new NET Office at Marlins Park ($15,000), and the rental and lease in the amount of $28,000, offset partially by line item reductions and the reduction of one position /$42,000\. The capital budget will transfer funds from other projects to accommodate buildout at this new location. � The Building Department budget will be increased by $301,000 which will include information technology support, additional security, and six new front-line Support positions for the E -Plan system with a centralized intake and quality control system for all disciplines. The Building Department reserve inthe Non -Departmental Accounts will bereduced bythe same amount. w The City contribution to the Firefighters and Police Officers Retirement Trust /F|PO\ will be increased by $503,000 to reflect the proper amount according to the current actuarial report and will be reflected by increasing the budgets of the Police Department and the Fire -Rescue Department. • The Civil Service Board budget will be increased by $20,000 to accommodate personnel changes since the proposed budget, The position Count will not increase. w The budget for the Equal Opportunities and Diversity Programs Office will be increased by$l9,OOOtoaccommodate personnel changes since the proposed budget. The position count will not increase. m The City Attorney's Office budget will not increase, but the headcount will increase by one position. The City Attorney's Office budget will be reduced in other line items to accommodate the cost of this position. w The Office of the City Manager budget will be reduced by $70,000 to reflect the reduction of one Assistant to the City Manager that had been proposed in the budget. w The Department of Innovation and Technology (DoIT) will increase its headcount with a position to support the Building Department with no change to the DoIT budget, as the funding for the position will remain inthe Building Department. The headcount of the Building Department will decrease byone position. This change will beeffective immediately and inthe new fiscal year, THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. I Honorable Mayor and Members nfthe City Commission Information for the First Budget Hearing —FY30l8-1gProposed Budget Page 3of6 � The General Services Administration budget will be increased by $111,000 to reflect higher costs associated with including living wages in the new janitorial services � The Non -Departmental Budget will be increased by $80,000 to fund a forensic audit of the operations at the Melreese Golf Course. As well, City support for the eMerge-Miami Technology Conference will increase from $50,000 to $100,000. • The City will recognize an additional $7.291 million of revenue from the Miami Parking Authority and a new revenue of $3 million from the Bayfront Park Management Trust. • To allow for the above recommended changes, the Reserve for Uncollectable Revenues will be reduced by$838,000. it should also be noted that the reports assigned by the City Manager to various Department Directors in the City Manager's Budget Message are ongoing and will be reported to the City Commission when completed. The FY2O18-19Proposed Budget for the General Fund revenue asofJuly 9,Z0l8was $75O.68G million, It is recommended that the budget be revised to $760.863 million to include the following changes: � Additional revenue from the Miami Parking Authority by $7.291 million due to an increase of parking revenue as a result of the proposed parking fee increases and additional revenues from compliance enforcement. The 'Intergovernmental Revenues' category is increased by $3.386 million to reflect a contribution to the City's General Fund from the Bayfront Park Management Trust ($3 million) and the reimbursement bythe School Board ($38EiOO). 0 The 'Transfers -IN' category decreased by $500,000 due to a budget revision by the Omni Midtown CRA associated with enhanced policing. General Fund Departmental Changes (Summary values in Attachment A) City Manager's Office The FY2OIQ-19Proposed Budget asofJuly 9,2O18is$l92Omillion. |tisrecommended that the budget be revised to $2.850 million to reflect the reduction of one vacant Assistant to the City Manager position. THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. I Honorable Mayor and Members ofthe City Commission Information for the First Budget Hearing —FYl01Q-19Proposed Budget Page 4ofG Civil Service The FY2O1D-I9Proposed Budget asofJuly 9,2O1Ois$425,OOO, |tisrecommended that the budget be revised to $445,000 to include a salary adjustment for a newly hired Administrative Aide 11 position ($20,000). Equal Opportunity and Diversity Program The FY20l8-19Proposed Budget asofJuly 9m,2U18is$44S,000. Itisrecommended that the budget be revised to $464,000 to include a salary adjustment for a newly hired Assistant to the Director position ($19,000). General Service Administration The FY2O18-I9Proposed Budget asofJuly 9,ZO1Dis$25.l47million. |tisrecommended that the budget be revised to $25.258 million to reflect the new janitorial services contract Innovation and Technology DoIT The FY2OIO-l9Proposed Budget asofJuly 9,20IDis$l4.333million. |tisrecommended that one position be transferred frorn the Building Department to Innovation and Technology with nofiscal impact, Neighborhood Enhancement Team (NET) The FY2018'19Proposed Budget asofJuly 9,2D1Ois$7.27qmillion. Itisrecommended that the budget be revised to $7.362 million to include an Assistant Director with salary and benefits inthe amount of$97,OOO anew NET Administrator position offset bythe reduction ofavacant position, an annual operating costs associated with the new Marlins Park NET Office ($15,000), and the rental and lease inthe amount of$28,OOO. The "Other Salaries and Wages" line item is reduced hy$42,0OOtopartially offset these increased costs. Police Department The FY2OID'19Proposed Budget asofJuly 9,2O1Dis$244.O10million. |tisrecommended that the budget be revised to $244.235 million to reflect the clefunding of additional Police services to the OMNI Community Redevelopment Agency areas inthe amount nf$5OOOOO and funding of additional Police services to the Miami -Dade County Public Schools in the amount of $408,000 to provide an Officer for the FY 2018-19 school year at the 33 schools identified within the City of Miami; part of this cost will be offset by revenues from the Miami -Dade County Public Schools in the amount of $386,000. Additionally, it is recommended that the line item "Police and Fire-F|P(}" be increased by$317,0OOdue tothe City contribution requirement for the cost of living adjustment that was not previously allocated in the proposed budget. THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. Honorable Mayor and Members ofthe City Commission Information for the First BudcretHearing -FYZO18-19Proposed Budget Page 5of6 Fire -Rescue The FY2O18'I9Proposed Budget asofJuly 9,2O18was $141.948 million. |tisrecommended that the line item "Police and Fire-FIPO" be increase by $186,000 due to the City contribution for the cost of living adjustment that was not previously allocated in the proposed budget. Rui|din-aDeoartrnent The FYZU28-19Proposed Budget asofJuly 9m,2OI8was $13.B84million. |tisrecommended that the budget be revised to $14.285 million to include additional security protection for the Miami Riverside Center (K4RC)inthe amount nf$70,OOO, Additionally, it is also recommended that the budget be increased by $231,000 to include three Building Services Assistant I positions and three Business Services Assistant 11 positions due to the implementation of the E -Plan system, It is recommended that one full-time position be transferred from Building to the Department of Innovation and Technology with no fiscal impact. Non -Departmental Accounts (NDA) The FY2DI8-19Proposed Budget asofJuly 9,2O1Ois$5O.497million. |tisrecommended that the budget be revised to $67.779 million to reflect the following changes in the amount of $9.282 million: m Decrease in the Building Reserves line item due to the increase in the Building Department for additional security protection at the MRC ($70,000), and additional staff for the Building Department /$I31,O0O\, w Increase of$50,0O0for the eMergeMiami Technology Conference. m Increase of $80,000 for a forensic audit of operations at the Melreese Golf Course. w It is recommended that the line item "Reserve for Uncollectable" be decreased in the amount of$03D,OOOasrequired bythe net changes recommended inthis memorandum. 0 Increase Other Uses line -item by $10.291 million to reflect the increase to the Labor Negotiation and Mediation Reserve. THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. I Honorable Mayor and Members ofthe City Commission Information for the First 8udcretHearing —FYZ018-l9Proposed Budget Page GofG The FYZ0l8-19Proposed Budget osnfJuly 9,20I8was $l6l.6O3million. |tisrecommended that the budget berevised bz$161.9G8million toreflect the following: � Increase in Department Improvement Initiatives to account for $385,000 in voluntary donations tnthe District Commission Office for arts and entertainment funding in Little Havana and for affordable housing, pursuant to the City Commission's approval of Ordinance 13780, Proposed Capital Plan The FY 2018-19 Proposed Capital Plan as of July 9, 2018 has been subsequently updated to properly reflect changes instatus, completion dates ofprojects, nninoradministrotivechanges, and the re'approp riation of$7[0'000tothe new Bay ofPigs Park (Project 4O-BlO3526)horn the Citywide Land Acquisition project (4O-84O5U7)vvhichvvasapprovedattheJu!y3G`n,2O1O City Commission Meeting. As well, it is recommended that $150,000 be re -appropriated from 40-1330648A (City Department Buildout at Marlins Garage) to a new capital project 40-BI93104 entitled Buildout and Furniture for the Marlins Park NET Office. Those 'Updates will have changed the overall funded amount and projects reflected in the Proposed Capital Plan due to the completion of projects. Positions The FY 2018-19 Proposed Operating Budget includes 4,431 full-time positions. The above recommended changes would result in a net increase of the total number of positions to 4,437. Attachments THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. I Attachment A General Fund Revenue Proposed Budget FY 2018-19 July 9, 2018 Changesto Proposed Budget Preliminary Budget FY 2017-18 Property Taxes $359,685,000 $359,685,000 Franchise Fees and Other Taxes 115,757,000 115,757,000 Interest 3,623,000 3,623,000 Transfers -IN 5,348,000 (500,000) 4,848,000 Fines and Forfeitures 5,460,000 5,460,000 Intergovernmental Revenues 68,102,000 10,677,000 78,779,000 Licenses and Permits 67,037,000 67,037,000 Other Revenues (Inflows) 10,241,000 10,241,000 Charges for Services 115,433,000 115,433,000 TOTAL GENERAL FUND $ 750,686,000 10,177,000 760,863,000 General Fund Expenditures Mayor $ 1,454,000 1,454,000 Commissioners 3,912,000 3,912,000 City Manager 2,920,000 (70,000) 2,850,000 Agenda Coordination 402,000 402,000 Auditor General 1,368,000 1,368,000 Building 13,984,000 301,000 14,285,000 Capital Improvements 3,658,000 3,658,000 City Attorney 9,356,000 9,356,000 City Clerk 1,845,000 1,845,000 Civil Services 425,000 20,000 445,000 Code Compliance 6,934,000 6,934,000_ Communications 2,207,000 2,207,000 Equal Opportunity and Diversity Programs 445,000 19,000 464,000 Finance 9,296,000 9,296,000 Fire -Rescue 141,948,000 186,000 142,134,000 General Service Administration 25,147,000 111,000 25,258,000 Grants Administration 1,829,000 1,829,000 Housing and Community Development 1,689,000 1,689,000 Human Resources 4,736,000 4,736,000 Human Services 4,264,000 4,264,000 Innovation and Technology 13,597,000 13,597,000 Management and Budget 2,499,000 2,499,000 Neighborhood Enhancement Team (NET) 7,279,000 103,000 7,382,000 Parks and Recreation 47,754,000 47,754,000 Planning 5,789,000 5,789,000 Police 244,010,000 225,000 244,235,000 Procurement 2,572,000 2,572,000 Real Estate and Asset Management 13,090,000 13,090,000 Resilience and Public Works 22,432,000 22,432,000 Resilience and Sustainability 723,000 723,000 Risk Management 2,952,000 2,952,000 Solid Waste 33,884,000 33,884,000 Zoning 3,089,000 3,089,000 Transfers -OUT 54,700,000 54,700,000 Non -Departmental 58,497,000 9,282,000 67,779,000 TOTALGENERALFUND $ 750,686,000 $ 10,177,000 760,863,000 SUBSTITUTED CITY OF MIAMI INTER -OFFICE MEMORANDUM TO: Honorable Mayor and Members of the City Commission FROM; Emilio T. Gonzalo City Manager 1JI'J DATE: September 4, 2018 SUBJECT: Information for he First Budget Nearing — FY/018-19 Proposed Budget The preparation of the FY 2018-19 Operatin/penditures al B get for the City of Miami continues to be a dynamic process that invos data and policy, both of which ultimately affect the final adopted budget. Tndum has been prepared to provide the Commission with the most up-to-date into offer proposed changes for Commission consideration of bath revenuesditures since the issuance of the FY 2018-19 Proposed Budget on July 9,2018t attachments that reflect these changes, and to provide updates to the Propal Plan. If adopted, these recommended chang will have the following effects on the proposed budget: • The Labor Negotiations and ediations Reserve will increase from $14.058 million to $24.349 million, which r resents a portion of the recurring costs associated with negotiations and medi ions with the International Association of Fire Fighters, AFL-CIO Local 587; the Mia " General Employees American Federation of State, County, and Municipal Emplo es Local 1907, AFL-CIO; and the Fraternal Order of Police, Walter E. Headley, Jr., Mi mi Lodge No. 20. Additional changes to the budget may be needed when these gotiations and mediations are completed. • The Police epartment budget will be increased by $225,000 to reflect the following: the def ding of additional Police services to the OMNI Community Redevelopment Agen areas in the amount of $500,000, the funding of additional Police services to the Mi i -Dade County Public Schools in the amount of $408,000 to provide an Officer for e FY 2018-19 school year at the 33 schools identified within the City of Miami; part of this cost will be offset by revenues from the Miami -Dade County Public Schools in the amount of $386,000, and the line item "Police and Fire-FIPO" be increased by $317,000 due to the City contribution requirement for the cost of living adjustment that was not I SUBSTITUTE Honorable Mayor and Members of the City Commission Information for the First Budget hearing — FY 2018-19 Proposed Budget Page 2 of 6 previously allocated in the proposed budget. The revenue into the City will be reduce ' i" b reduce ce by $500,000 and the Police Department's Budget will be reduced by the same amou due to the Omni Community Redevelopment Agency (CRA) reduction in r/eimb�urs ent for enhanced police services. As such the services will not be performed result' g in a reduction: of both revenues and expenses. it should be noted that neither t Ornni CRA nor the Southeast Overtown Park West CRA have paid the full, reimburse nt in the current fiscal year. • The Neighborhood Enhancement Team (NET) budget will be increas by $103,0010 to accornmodate an additional NET Administrator, an additional Assi ant Director, and a new NET Office at Marlins Park ($15,000)1, and the rental and le e in the amount of $28,000, offset partially by line item reductions and the redu ion of one position ($42,01001). The capital budget will transfer funds from oth projects to accommodate buildout at this new location. • The Buiilding Department budget wil�l be increased by 301,0100 which will include information technology support, additional securit , and six new front-line support positions for the E -Plain system, with a centralize intake and quality control system for all disciplines. The Building Department reser e in the Non -Departmental' Accounts will be reduced by the same arnOUnt, • The City contribution to the Firefighters d Police Officers Retirement Trust (FIFO) will be increased by $503,000 to reflect t proper amount according to the Current actuarial report and will be reflecte by increasing the budgets of the Police Department and the Fire -Rescue Department • The Civil Service Board budge ill be increased by $20,000 to accommodate personnel changes since the propose udget. The position count will not increase. • The budget for the Equal pportullnities and Diversity Programs Office will be increased by $19,000, to accom date personnel changes since the proposed budget. The position, count will t Increase. • Th,e City Attor/nieOffice budget will not increase, but the headcount will increase by ffi Ci Attorney's one position. e City Attorney's Office budget will be reduced in other line items to gwrorltral mobrMMUONVOTM /The Offic of the City Manager budget wiill be reduced by $70,000 to reflect the The off c reduce' n of one Assistant to the City Manager that had been proposed in the budget. The epartment of Innovation and Technology (DoIT) will increase its headcount with a p ition to support the Building Department with no change to the DoT budget, as, the unding for the position will remain in the Building Department. The headcount of the Building Department will decrease by one position. This change will be effective immediately and in the new fiscal year. I SUBSTITUTED Honorable Mayor and Members of the City Commission information for the First Budget Hearing — FY 2018-19 Proposed Budget Page 3 of 6 • The General Services Administration budget will be increased by $111,000 to reflect higher costs associated with including living wages in the new janitorial services contract. • The Non -Departmental Budget witl be increased by $80,000 to fund a forensic udit of the operations at the Melreese Golf Course. As we,ll, City support for the e rge-Miami janitorial a 0 0 services 0 i ry t 0 icr e c reflect ct fund a forensic fo s i u It of for the e rge_ Mi ami Technology Conference will increase from $50,000 to $1001,000. I • The City will recognize an additional $7,291 million of revenue from th iami Parking Authority and a new revenue of $3 million from the Bayfront Park nagement Trust, • To allow for the above recommended changes, the Reserve for U ollectable Revenues E It should also be noted that the reports assigned by the Citya n er to various Department w Directors in the City Manager's Budget Message are ongoing yalill be reported to the City Commission when completed. The FY 2018-19 Proposed Budget for the l Genera ' J, nd revenue as of July 9, 2018 was $750.686 I million, It is recommended that the budget be,;e/vilsecl to, $760.8,63 million to include the • • Additional revenue from the /Miaa 'Parking Authority by $7.2911 million due to an as increase of parking revenue as esult of the proposed parking fee increases and I additional revenues from co hance enforcement, • The, `intergovernmental R en u es' category is increased by $3,386 million to reflect a contribution to the City, Gen er at Fund from the Bayfront Park Management Trust ($3 ii-ndlion), and the re Irnrs e m ent by the School Board ($386,00). • The 'Transfers -IN' ategory decreased by $500,,000 due to a, budget revision by the Omni Midtown./associated with enhanced policing. ill ii lillill ill �ill iiiiiiiii I I III I � � iii I mm=mm City ManaRerZ Office W-`-19 Proposed Budget as of July 9, 2018 is $2.920 million. It is recommended' that j't 1e revised to $2.8,5�O million to reflect the reduction of one vacant Assistant to the I SUBSTITUTE Honorable Mayor and Members of the City Commission Information for the First Budget Hearing— FY 2018-19 Proposed Budget Page 4 of 6 Civil Service The FY 2018-19 Proposed Budget as of July 9, 2018 is $425,000. It is recommended that the budget be revised to $445,000 to include a salary adjustment for a newly, hired Admini e Aide II position ($20,0�00)1. ��6 EgUal Opportu nitand Diversity PrOEram The FY 2018-19 Proposed Budget as Of July 9"', 2018 is $445,000. It is recom,mi ded that the _si� budget be revised to $464,000 to include a, salary adjustment for a newly h/irAssistant to the Director position ($19,000). General Service, Administration The FY 2018,-19 Proposed Budget as of July 9, 2018 is, $25,147 milli n,, It is recommended that the budget be revised to $25.258 million to reflect the new ja/niirial services contract ($111,000). Innovation and TechnolLoEy DoITJ 14 The FY 2018-19 Proposed Budget as of July 9, 20,18 is 4,33,3 million. It is recommended that : Is one position be transferred from the Building Dep /tment to Innovation and Technology with no fiscal impact. Neighborhood Enhancement Team (NET), The FY 2018-19 Proposed Budgeta s of J y 9, 2018 is $7.279 million. It is recommended that n e /aN E t T m T Budget t as of J y I the budget be revised'! to $7,362 milli to include an Assistant Director with: salary and benefits m il r in the amount of $97,000, a new N Administrator position offset by the reduction of a vacant position, an: annual operating co s associated with the new Madins Park NET Office ($15,000), and the rental and lease in th amount of $28,000. The "Other Salaries and Wages" line item is reduced by $,42,000 to part' Ily offset these increased costs, Police Department The FY 2018-19 Pro used Budget as of July 9, 2.018 is $244-010 million. It is recommended that the budget be re :sed to $244.235 million to reflect the d:e,funiding, of additional Police services to the OMNII mmunity Redevelopment Agency areas in the amount of $500,000, and funding of addition olive services to the Miami -Dade County Public Schools in, the arnount of P T t t 0 0 The 0 f e e t a c b h d F Police FY u e d D 0 t De g 0 0 e M t n i N addition - 1 em 9 r 0 e e Pro n rt I m lic t 0 s mm e e u sd 0 n es t i rye c t $408,000 /oprovide an officer for the FY 2018-19 school year at the 33 schools identified I within e City of Miami; part of this cost will be offset by revenues from the Miamii-Dade Cou y Public Schools in the amount of $386,000. Additionally, it is recommended that the line it "Police and Fire-FIPO" be increased by $,317,000 clue to the City contribution requirement j a i L or the cost of living adjustment that was not previously allocated in the proposed budget, I SUBSTITUTE Honorable Mayor and Members of the City Commission Information for the First Budget Hearing — FY 2018-19 Proposed Budget Page 5 of 6 Fire -Rescue The FY 2018-19 Proposed Budget as of July 9, 2018 was $141,948 million. It is recons nded j, that the line item "Police and Fire-FIPO" be increase by $186,000 due to the City co ribution for the cost of living adjustment that was not previously allocated in the propose Lid/get. Buildin De �artrnent The FY 2018-19 Proposed Budget as of July 9wu1, 2018 was $13,984 million. is recornmended _cu ty protection that the budget be revised to $14.285 million to include additional secu y for the Miami Riverside Center (MRC) in the arnount of $70,000. Additionally, it is also recommended that the budget be increas9d by $231,0010 to include three Building Services Assistant I positions and three Business Ser s Assistant 11 positions due to the implementation of the E -Plan system. It is recommended that one full-time position be trap - erred from Building to the Department of Innovation and Technology with no fiscal impact position in be tr n fiscal impact a c Non -Departmental Accounts IVDA The FY 2018-19 Proposed Budget as of July 2018 is $58.497 million. It is recommended that the budget be revised' to $67.779 million /reflect the following changes in the amou:nt of $9.282 mjIlion! • Decrease in, the Building Res ves line item due to the increase in the Building Department for additional ecurity protection at the MRC ($70,0100)1, and additional staff d ' 'ti ona r a ' g Depart tit for the Buildin /e ($231,000). • Increase of $50,000 f r the eMerge Miami Technology Conference, • Increase of $80,0O for a forensic audit of operations at the Melreese Golf Course, • It is recommen d�, that the line item "Reserve for Uncollectable" be decreased in the am,ount of $8/8,000 as required by the net changes recommended in this memoran M. Inc 7ther Uses fine-itern by $10.291 million to reflect the increase to the Labor NUMMM SUBSTITUTED Honorable Mayor and Members of the City Commission Information for the First Budget Hearing — FY 2018-19 Proposed Budget Page 6 of 6 Wl�l 1. �-. 11M The FY 2018-19 Proposed Budget as of July 9, 2018 was $161,603 million. It is recomme that the budget be revised to $161.988 million to reflect the folllowing: Increase in Department Improvement Initiatives to account for $385,000 1 luntary donations to the District 3 Commission Office for arts and entertainment/nding in Little Havana and for affordable housing, pursuant to the City Commis" ii's approval of Ordinance 13,780. Proposed Caital Plan The FY 2018-19 Proposed Capital Plan as Of July 9, 2018 has been Sul equ lently updated to, d properly reflect changes, in status, completion dates of projects, m' or administrative charges, P c and the re -appropriation of $�708,000 to the new Bay of Pigs Par (Project 40-8183526) from the Citywide Land Acquisition project (40-B40507) which wpas iproved at the July 261", 2018 As well, it is recommendedthat $1 0,000 be re-appro hated from 40-B30648A (City Department Buildout at Marhns Garage) to a new c,/ital I project 40-13193104 entitled Buildout C, ''C" ` and Furniture for the Ma!rllins Park NET Office, T se updates will have changed the overall 5 funded amount and projects reflected in the P posed Capital Plan due to the completion of projects. Positions The FY 2018419 Proposed Operating/udget includes 4,431 full-time positions. The above recommended changes would re5A in a: net increase of the total number of positions to 4,437, Attachments CITY OF MIAMI INTER -OFFICE MEMORANDUM TO: Honorable Mayor and Members Of the City Commission t FROM: Emilio T. Gonzale7n•�(�1 City Manager Submitted into thepublic record for item(s) I �� fj on Oq — Xj — i>__- ' City Clerk DATE: September 26, 2018 SUBJECT: Information for the Second Budget Hearing — FY 2018-19 Proposed Budget On Thursday, September 13, 2018, the City of Miami Commission adopted the Preliminary Operating Budget for next fiscal year with the recommendations included in the memorandum titled "Information for the First Budget Hearing — FY 2018-19 Proposed Budget." The changes recommended in this second memorandum address the priorities expressed by Commissioners during the First Budget Hearing and additional changes based on new information. As such, the following amendments to the General Fund Budget are recommended: • The Police Department budget is proposed to be increased by $457,000 to fully fund the nine positions that were frozen in the Proposed Budget. Funding has been made available for this proposal by reducing support in FY 2018-19 for Formula One in the Non -Departmental Accounts ($100,000), reducing the District 4 Anti -Poverty Initiative funding as proposed by Commissioner Reyes at the First Budget Hearing ($100,000), reducing the City Manager's Reserve ($25,000), reducing one position in Communications ($58,000), and reducing the Reserve for Uncollectable in the Non - Departmental Accounts ($174,000). • The Police Department budget is proposed to be increased to reflect the confirmation of funding from the OMNI Community Redevelopment Agency for enhanced Police services ($500,000). This funding had been removed at the First Budget Hearing. • The Fire -Rescue Department budget is proposed to be increased by $1.033 million to fully fund the 15 positions that were frozen in the Proposed Budget ($698,000) and make the appropriate 50 percent payment to the International Association of Fire 4631 Exhibit B Honorable Mayor and Members of the City Commission Information for the Second Budget Hearing — FY 2018-19 Proposed Budget Submitted into the public Page 2 of 4 record for items 1 on O.H- — _ City Clerk Fighters according to the current and tentatively agreed upon collective bargaining agreements. Funding is available for this proposal due to additional EMS Billing Revenues in the Fire -Rescue Department ($1.639 million). • The Labor Negotiations and Mediations Reserve is proposed to increase from $24.349 million to $27.357 million, which represents the recurring costs associated with negotiations and mediations to date with the International Association of Fire Fighters, AFL-CIO Local 587, the Miami General Employees American Federation of State, County, and Municipal Employees Local 1907, AFL-CIO; and the Fraternal Order of Police, Walter E. Headley, Jr., Miami Lodge No. 20. Additional changes to the budget may be needed when these negotiations and mediations are completed. • It is also proposed that an additional $100,000 of revenue per month from the Rickenbacker Marina Lease be added to the budget ($1.2 million). • It is proposed that the City participate in the Downtown Employment Program by providing funding to the Miami Downtown Development Authority for five additional formerly -homeless persons to provide litter and graffiti removal, weed eradication, and landscape improvements to public spaces in locations of the City's choosing ($63,000) budgeted in the Non -Departmental Accounts. • It is further proposed that the additional revenues from the Miami Parking Authority (MPA) be reduced from $7.291 million as proposed in the First Budget Hearing to $6.091 million to provide relief for City residents ($1.2 million). • To respond to recent local water quality issues, a new appropriation in the Non - Departmental Accounts is recommended ($50,000). • To allow for all of the above recommended changes, the Reserve for Uncollectable in the Non -Departmental Accounts will be reduced ($3.052 million). • One additional, technical change is a recommendation to transfer funding associated with programs already transferred to the Human Services Department that were inadvertently continued in the Office of Grants Administration in the proposed budget with no net change to the City budget ($117,000). Honorable Mayor and Members of the City Commission Information for the Second Budget !-searing -- FY 2018-19 Proposed Budgetgubmitted into the public Page 3 of 4 recMor itemts) on City CIerk In addition to the above changes to the General Fund, the following amendments to the budgets of Special Revenue Funds and Capital Funds are recommended: • The Brickell Key Bridge is in need of inspection, repair, and renovation. As such, it is recommended that funds be transferred from the Fane Closure Fund to a new capital project (40-81936472) 4$150,0007. ■ The Southwest Streetscape and Street Tree Masterpian is in need of additional funding based on the results of the recent request for qualifications. As such, it is recommended that funds be transferred from the Tree Trust Fund to an existing capital project (40-8183601) ($111,000). • As part of the City's resilience activities, multiple Departments responded to the September King Tide event and subsequently identified six priority locations to install tidal valves to prevent seawater from flooding City roads through existing stormwater outfalls. Funding in the amount of $181,000 was identified in existing capital projects to accomplish these installations before the October King Tide event with no impact on the current or proposed budgets. As well, when the Administration brings the vehicle lease program to the City Commission for approval, hybrid vehicles will be included when available and appropriate. • The Proposed Budget includes funding for training for Planning staff and Code Compliance staff using available funding from the Tree Trust Fund ($100,000). It is recommended that this is an appropriate level of funding for one fiscal year. • Staff has identified an additional $800,0100 of funding from the Tree Trust Fund. It is recommended that the appropriate changes to the Special Revenue account be made to accommodate this. These funds can be spent on additional tree plantings as recommended by one Commissioner or can be exchanged for Lane Closure Funds in the proposed Beautification Program as recommended by another Commissioner. ■ In the First Change Memo, it was recommended that the budget be increased by $385,000 to reflect voluntary contributions to District 3. It is recommended that this be decreased by $320,000 to reflect the $55,000 in actual contributions received by the District 3 Commission Office pursuant to the City Commission's approval of Ordinance 13780. Honorable Mayor and Members of the City Commission Information for the Second Budget Hearing — FY 201.8-19 Proposed BudgetSubmittedinto the public Page 4 of 4 record for item(s) -9_P • 10 on City Cletk • Since the publication of the Proposed Budget in early July 2018, a new American Community Survey (ACS) is available from the United States Census Bureau. As each Commissioner knows, the ACS is the basis for distribution of Anti -Poverty Initiative funding across Commission Districts. There are some districts that have an increased amount of funding, while others will decrease. It is recommended that the Special Revenue Accounts pertaining to the new ACS distributions be appropriately updated in the final budget. Some of the speakers at the First Budget Hearing had helpful suggestions for future budget documents such as including a "leaf emoji" next to all projects that have a sustainability component or organizing the Capital Budget by Commission District. Staff from the Office of Management and Budget (OMB) will evaluate these suggestions and include them as appropriate in the future. City Staff will work with staff from the Virginia Key Beach Park Trust to assist with a Future Operating Plan utilizing the information from the plan developed by Lord Cultural Resources. In addition, staff from the Parks and Recreation Department and from OMB will monitor the operator contract: at the Mel reese Golf Course on a monthly basis during FY 2018-19. There are three attachments to this memorandum for ease of explanation. Attachment A illustrates the changes for each Department's General Fund allocation from the Proposed Budget, to the Preliminary Budget (adopted at the First Budget Hearing), to the recommendations of this memorandum. Attachment B illustrates the personnel changes by Department across the same documents. Attachment C lists the new API allocations by office. Attachments Attachment A FGeneral Fund Revenue Proposed Budget FY 2018.19 .July 9, 2018 Changes #1 to Proposed Budget Preliminary Budget FY 2018-19 Changes #2 to Proposed Budget Adopted Budget FY 2018.19 Property Taxes $359.685,000 $359.685,000 $359.685.000 Franchise Fees and Other Taxes $115,757,000 $115.757,000 $115,757,000 Interest $3,623,000 $3.623.000 $0 $3,623,000 Transfers -IN $5,348,000 -$500,000 $4,848,000 $500,004 $5,348,000 Fines and Forfeitures $5,460,000 $5,460,000 $5,480.000 Intergovernmental Revenues $68,102,000 $10,677,040 $78,779,000 -$1,200,000 $77,579,000 Licenses and Permits $67,037,000 $67,037,000 $67,0137,000 Other Revenues (Inflows) $10,241,000 $10,241,000 $10,241,000 Charges for Services $115,433,000 $115,433,000 $2,839,000 $118.272,000 TOTAL GENERAL FUND $750,686,000 $10,177,000 $760,863,000 $2,139,000 $763,002,000 General Fund Expenditures Mayor $1,454,000 $1,454,000 $1,454,000 Commissioners $3,912,000 $3,912,000 $3.912000 City Manager $2,920,000 -$70.000 $2,850,000 $2,850,000 Agenda Coordination $402,000 $402,000 $402,000 Auditor General $1,368,000 $1,368,000 $1,368.000 Building $13,984,000 $301,000 $14.285,400 $14,285.000 Capital Improvements $3,658,000 $3,658,000 $3,658,000 City Attorney $9,356,000 $9,356,000 $9,356,000 City Cleric $1,845,000 $1,845,000 $1,845,000 Civil Services $425,000 $20,000 $445,000 $445,000 Code Compliance $6,934,000 $6,934,000 $6,934,000 Communications $2,207,000 $2,207,000 -$58,000 $2.149,000 Equal Opportunity and Diversity Programs $445,000 $19,000 $464,000 $464,000 nance $9.296,000 $9,296,900 $9,296,000 Fire -Rescue $141,948,000 $186,000 $142.134,000 $1,033,000 $143,167,000 General Service Administration $25,147,000 $111,000 $25,258,000 $25,258,000 Grants Administration $1,829,000 $1,829,000 -$117,000 $1,712,000 Housing and Community Development $1,689,000 $1,689,000 $1,689,000 Human Resources $4.736,000 $4,736,000 $4,736,000 Human Services $4,264,000 $4,264,000 $117,000 $4,381,000 Innovation and Technology $13,597,040 $13,597,000 $13,597,000 Management and Budget $2,499,000 $2,499.000 $2,499,000 Neighborhood Enhancement Team (NET) $7,279.000 $103,000 $7,382,000 $7,382,000 Parks and Recreation $47.754.000 $47,754,000 $47,754,000 Planning $5,789.000 $5,789,000 $5,789,000 Police $244.010.004 $225,000 $244,235,000 $957,000 $245,192,000 Procurement $2,572,000 $2.572,000 $2,572,000 Real Estate and Asset Management $13,090,000 $13,090,000 $13,090,000 Resilience and Public Works $22,432,000 $22,432,000 $22,432,000 Resilience and Sustainability $723,000 $723,000 $723,000 Risk Management $2.952,000 $2,952,000 $2,952,000 Solid Waste $33,884,000 $33,884,000 $33,884,000 Zoning $3.089.000 $3,089,000 $3,089,000 Transfers -OUT $54,700,000 $54,700,000 -$100,000 $54,600,000 Non -Departmental $58.497,000 $9.282roo0l $67.779,000 $307,000 $68,086,000 TOTAL GENERAL FUND $750,686,0001 $10,177,400 $760,863,0001 $2,139,0001 $763,002,000 Submitted into the public record for item s) { on City Clerk Attachment B GENERAL FUND Departments. Offices & Boards: Proposed Budget FY 2018-19 July 9, 2018 Changes # 1 to Proposed Budget Preliminary Budget FY 2018-19 Changes #2 to Proposed Budget Adopted Budget FY 2018-19 Mayor 13 0 13 0 13 Commissioners 36 0 36 0 36 City Manager 15 (1) 14 0 14 Agenda Coordination 3 0 3 0 3 Building 99 5 104 0 104 Capital Improvements 52 0 52 0 52 City Attorney 59 1 60 0 60 City Clerk 12 0 12 0 12 Civil Service Board 3 0 3 0 3 Code Compliance 61 0 61 0 61 Communications 18 0 18 (1) 17 Equal Opportunity and Diversity Programs 3 0 3 0 3 Film and Entertainment 0 0 0 0 0 Finance 69 0 69 0 69 Fire -Rescue 863 0 863 0 863 General Services Administration 140 0 140 0 140 Grants Administration 10 0 10 0 10 Housing and Community Development 35 0 35 0 35 Human Resources 38 0 38 0 38 Human Services 64 0 64 0 64 Independent Auditor General 9 0 9 0 9 Innovation and Technology 84 1 85 0 85 Management and Budget 17 0 17 0 17 Neighborhood Enhancement Teams 80 0 80 0 80 Parks and Recreation 294 0 294 0 294 Planning 43 0 48 0 48 Police 1,785 0 1,785 0 1,785 Procurement 20 0 20 0 20 Resilience and Public 'Works 154 0 154 0 154 Real Estate and Asset Management 59 0 59 0 59 Resilience and Sustainability 4 0 4 0 4 Risk Management 20 0 20 0 24 Solid Waste 237 0 237 0 237 Transportation Management 0 0 0 0 0 Veteran Affairs and Homeless Services 0 1 0 0 0 0 Zoning 27 0 27 0 27 TOTAL GENERAL FUND 4,431 6 4,437 (1) 4.436 Submitted into the blit record for item(s) on Q�-, -(�A—. City Clerk Submitted into the public record for iternts} �{ on City Clerk Attachment C Total City Poverty by District "New" uses the 2012-2015 ACS Poverty Estimates "Old" used the 20019-2013 ACS Poverty Estimates District D1 D2 D3 D4 D5 New 19.1% 13.5% 19.4% 15.3% 31.6% Old 15.3% 4.7°% 15.7% 23.5% 39.8% + 1 - +2.8% +8.8% +3.7% -7.2% -8.2% District D1 D2 D3 D4 DS New $430,000 $305,000 $437,000 $368,000 $710,000 Old $366,000 $105,000 $353,000 $528,000 $898,000 + / - +$64,000 +$200,000 +$84,040 -$160,0+00 -$188,000 10A I F.stadas Unidos 0gatIMA Trump afirma que aspera otra Carta de Kim Jong -un wF alpyygrr),r `.1dT eeste Uo- a1dTnunpD el names que el lido Rim long -un k b enrsadu olf]ar gac.spas—V blr promo rCaNiu rdr +ea'polili.a^ r an*ie m dPebloqueas e]diiioga bd.rerl para k d.snu Wl ft'.04n do C #ea del N.d . Se que me v.n s enrre- gar unf CsZ, u. Cana pars -t de Nim J.W-.u. Para mr, qac --o .Y., locum m la (.W— thi €iatercorrannn Tnunp en Jecluacannes a Los Kra dislaarn e1 arid. pre.keneul air Fare One- "Ctmque sora vna Cana posldsa. Tensaw, que €raid., mss prncerar ,ach- ed., en...uses njerenda a lass _g0CLI6 ev F.F. la 2mudrwi a inn del hamre[icu pais. Tbsmrp pi.6 q,ae la <.numlCa 4n rnr Cam M "elPgan[e'„ysularsr,m mgm,;o a'la tams. rn [a 4rw w bacialt las ewsIs III— anud— sinm agates dP qw mien codod mos sr n—nQ'r que asaAa I.dC6'. '1Lar emas mn Cees del Nonep_enrarop 'Wale my duras, uuedrr pensaW. que Ye e.AN skndo muy Saw- peso slue. [enemras a nueLrim rehenesde welt.; he 4- &.'I.. Vrnes que Ya nn EL LIRE R de CMV dei Nrxle,%in long.,n. y of presadem. Da.id Tamp se don la m AN CG Iua M nvdoeC%m e1 hoed Capel, m IA idSerlasa, S.Vnw. hay mkller, nl Whefn, w de j mlo en Sing.. 1' mel Sur que popp lin al rm.M ha rer 4.m MCA"riM€cares", Wb,.6 TmmpY Nlm acwdArm eaado 4P FIC"A que rhe. duct r Mato ba<u. Tnsmp a Im (wm'plisws, que p ryrs des- nkrhmen[e gain Nim, yesae pl�wes .grade. "Einttananenu} Ha MMIC. ucicadanr M de€ fie en Ir peniasWA. arae• C€6 que e1 Baer nnrvareafM b -ow. wsode NIL:a Norte, pe- nn las ultinras bio de *j uta[ los paws Ruhaen pnxyam .N. w're [nag.dva),y VA ranee. ]seams, eI d131oga hiker cmc[ Yrs para desm¢nte- InquslvantaLMe' en el Wd P.A Con eso,.areae rsI se W en- ; ••-da &bi- lar su 1lase t -W& pns:deawr 1a.Cartaa,we dl (Nim) Y do a las difere I. nab,. 1. Casa Blanca %'mdm11do Nim. iLo Vo ria sial may hums. F] cnmo Ik-ra. Cabo ase oerN& de un pipe de Ca mr.kme s wwsl', dice,'1'eng. re"w Fee4 pnac..zm.reT WAIMn m Cr que degd a mired Tmmp, yesp..J w Fmklenu.p ", cams del Nyne W de- .a sx on rlaie a Fyon• Coommo en el CompaKd• 111,011 —"dads aeannesenl. "yang de w seCriwsio de w w=reakw Lade] pro' F. a'w6dca .wrlbrr anis de,m tr.mdo de p. Find., bflare Mmf - Ccso de Sesmsdl rL&aCWn. AHQCADO BE TRUMP El Presidente no responders nada de ohstrueeion a Mueller Aa,yved r.ra € mfe Do• .¢ald 1d Tmmp nn reap.n6M W prrgaudas Jr los Inremgad NderaIM Fore &too en P---4 sense A inlcmd hlcpurar la pesgW. a:erca de I. inrer- f_NTa rrua s. las ekc- Clones &12016, dklo tuna do los abogados dd mandilarin. EI abvgado de Tnump, itaiddph CaubN, dib N jasesxaque Iaaw-Ir masde obwu[xtana u N dda ertaban I— de discusjdp. Ll pronun[iamkMn do Q04r i ha iiJa el mchaao n6sc rude (Ca Lys earlPR6r del nisi espe<lal loner Mueuer par erarar- CIUDAD DE MIAMI, FLORIDA AVISO DE REi1NIONES PUBLIGAS SOBRE EL PRESUPUESTO.ypDEL ANO FISCAL 20115-2919 El jueves, 13 de septiembre de 2018 a las 5:05 p.m. la Comisi6n de la Ciudad de Miami celebrara so primera reunion publica sabre el Presupuesto del Ano Fiscal 20la-20t9- Una segunda reunion para Is misma cuestion estA programada para el jueves, 27 de septlembre de 2038 a las 5:05 p.m. Ambas reuniones se Ilevaran a Cabo en el Ayuntamiente de Miami: 3500 Pan American Drive, Miami. Florida. Todas las personas interesadas pueden asistir a esta reunion- Slrvase viskar http:Hwww.miamigov.comlBudgetf para un duplicado de la Propuesta de Presupuesto de la Ciudad de Miami para el Ano Fiscal 2018-2019. Si alguna persona desea apelar a€guna derision de is Comisi6n de la Ciudad respecto a cualquier asunto conslderado en esta reunion, debe asegurarse de hater on registro textual de las actas que incluya todos [os testimonies y toda la evidencia so bre los cua les se va a hasar la apelacton (F. S. 286. 01051. No obstante io anterior. de canrarmidad con las Sectiones 200.0065(3)( h)y 286.0105 de [os Estatutos de Florida y la Ragla 12D -17.005(2)(c]22 del C6digo Administrative de Florida, no Be requiere on registro textual en relacidn Con las audienclas pdblicas requeridas por el Capitula 200 (Determinaciun de Amiilaramiento). Do acuerdo con la Ley de Estadounidenses con Discapacidades de 1990, las personas que necesiten acomodaci6n especial para asisnr a esta reunion pueden llamar a la Oticina del Secrelario de la Ciudad at (305) 250-5361 (Vox) at menos Ves (3) dlas habiles antes de la reunion. Los usuarios de TTY pueden llamar al 711 (Florida Relay Service) at mends tres (3) dias habiles antes de la reunion. Todd H. Hannon #31320 Secretar-lo de la Ciudad rirtar al P.Adenl! zkC cua6q,rfer €neer de obs- vuc<iun a le cwtdiuodn ae k pnaNe caardinh min entre so campada T lac rwaa- Es a.¢ A41 de que laza g.dos do TnnnP prwneddsu. prargcr al W idrnw do rnpemtec pmyrmw moble lu accioms que el mand.- eadn hA Id,nado en sd [hags Nn ss daro sf la pss[un piblk. & Challani "it el .Val de Tramp, queen M dkhp 4w qukre rewmttef paugunrar bio -ryra aver Tudar{a so na pCuneJ Alc.awe y femme. dela CMUM-IM. S1 el egWpo k"I se —,"erne '_ w earmw Fonar, M'i. olds".[ a 7d ikr a]—atucminr un<Bmiarlo Para cl F--1. dente. ib qde Prtamblem w [e Fennine en ua Fortin naumo que lk$sria a Is corse Suprema La Edna d. M.nnn ya I. basad. e.irevissar at Frrsldvnlc <n rel.<i0n a1 [ems. Je oMttvscicn. iaLYu- yendy ¢ Soros tomo eP des4ddy dei ufu p.a.Jp Jet ..dinar[ dcl Fat Ja carer Y =aquas kt'U. Cys .VA el Nark' de fusdcaa, kft Session¢. EI egwpo legal de'rrlunp ha argu UILu que el pair dente dace el .oder de &-)&'I EI1A1[ )WEStLKi TE%dS Mujer pa[icia mata a su vedno al Lanfundirse de Lasa Una malr+p kfa de ITallas =0 a dlspaaM ] sq d.w, akdagm <aan- tgaorgrEf Imo. — oonrundk sn prupio 2pana- 1. r ingr .,b a nr% ipfanmscas Fro aVmridmdeF el'xiem L mw. n-6 .1 raiae- eado awnergndas pa a AM bne I. na�dre l jeewk bafy 41a pout . [gMtZ. tqs il.mada�Mu�l. �1 gmecrp edea .panamcve. de Ia .it4ma er 1suiu.w que MIN las 1.90.que Nemn at Lagar do los hccnws ln[enFa- nn9 dor primate. ate ea a L, yra]rpa,4Wen rqP dead- r'oda P. la Cris lna dei V ka fnrense coma Ry[ - ham kao. dr Yb anw Jriogdo Is if& Camra] Salta IxCw r negrw lean nahja a4iVidna Imo u.lwmtbd s At M. ps yfr.ba004 Vara la linty de waawbwdad Y Curio bl n 1hrG I— F-bench aura ha NWW, Cn donde ludeclicarap. muenw la patina nn ha dawn a wnaer AIM n nrannm dela ]gree, quina Ilrgd a aaa rn WWI—I..r.um mlyd lersarudr. 5"J,. w pe.dlda e.. espera ;fel read• udn dela °m Vgadon, di;n la pAi-la. Lax hW nndadrs rw h 0 on Gciln c. ma k>grd rnrrr a Ie sadekan p,I smPueria rstaW .licit. n sin Marc- II rnmplop habhadmal vita A ueas tundras && dqp I.. mrfi[n de p Akfa do IND— En tunfrrrnna dr arras. 1 nucana d viemes, el .W.J. tYa %ilkhal 'o qne hay d—da- das [Atcrenganrn q¢e m podra rcspan.kY e4 felagidn .1..—,did. -Tads is rename ..echo pr Wrenn asnfnveu idraFgs- r. Ail 11 har mesh. WnrmuEorl eras ComPren. da qua galena. pee qs Ka unrra quo Les puedgnM<er par yin.naenln". abalar y degew, a sus de.ppsaJeas y glue el naval esi+ecirl rad dens .u.xfdad Zn Gi.H. dij roc deCpsly Cwaliani thio el F 4, el eggyw fr maaa<dia n—. en eu posnu. 'Ewescafuerde III - d&L No sawederi, dila CiWimm."ne ni.gsm. en h.bn .agoras sabre la oL�cci6.'. En oras Carta. el egagpy dr Mueller de]o I. soman. 5ada Sae uvviba Iaf spdast.s par azole da 'Dump sabre prep mm rcladonmdms cm la IMcrfr- nneio nua o I. ekcrw.. C,iull.nl IMM.6 e,3.unci qac Ios abog.dns do Trump aro[ It e.W Is'arai . X. q.Crf npmhiMr. tin i_ alandnres hair pw- gnMas de aegnim1rn , En h suis mss micAw at q.1p. legal del PNA- denw, Ia of.olna dr Muclkr m abotdv las pmjamu. Je ala moa6n, Indlcla de que Ios m.-atlgadores era]u.- nanqurinfcmudun di- dana eaeaP-4larfan del pe,Ad nlctnsredWu a wealtsua Pus escrim. se- gu. um per n r.Adiari- NO Can 4 doCummenlo ]w h.W bja condkrdnde an.nimalla Fa.,aca [.lar =wrirada para h.W., del [Cera. W Croce Sunrennaa mama ha dodo w fAI delkrino CA caaara is] on pre'wm Ie, paedC s r obligad. a [[Adios[, a.mque los iurrra >i fall.aon en 1974 que rbchard Nt.m Cama que estvelty Amoackones F documrmus qur to babdn aldo wocitada% s RUDY r5JI1LfANLalmgada del p udede Dmald Tn-4%se d,W a nna cmfeselaoa de prem. en W*Ih.VM D.G a116I �tttrnl ?ierda FrMONIIIIJoLAM an the fr wtpf : Locd Slate '" F!.PRlDA i1,1PRE'AF COURT Justices: Three amendments will stay on ballot OT rlaYAar.111 Kok t aRe from 70 " 73 and rh-Ka h- ANItz"adv to flab• ,w,an«tndnravx. .gentles in [[ruin eases. The aa+r 7o- r.k-.ate mahl'biR of cath]." fur tirffirds section, modried after M.arsy's r U. d1. Cdifosnia. -Void add TMre =W=ed aaAslinnflrt,al tights tuwhO g fl. dkrlmawe 4 ,..•..I,...Mt. -oak rinuung ge y- rnfwn.adus dot 1%1c IT 'I,- hMM rn WZ tW1h0 IV :mslld n,ITW tants major Rarublk n .,ldh, Mhlml-D de Cnunsy sw- ad lhna tic tammakrTs bol en to eh<t. 4-ifaki, m ahah been eriod:Eti rat P.- tune ainmaf ngha -will he u¢ dairy flume", the W" arum IN"nor drg{4e lawkfaa i3W Mth addf¢ard r.WomNifti a. ChakngZ,d thetr Wopmg, the -n. aatetdrnera arra bkny woos 5R_ Cutin nded Friday. thrown ml by i faon Cwtnry A fourth amcndmeav out wnrdd arid[ aunt p4tv roof moral, h. LW.rr4.la h W.Ms ad the Wdutg dw arm mapped d. surf's ovY *W 4d'=. srh-ts d,,- W m the %ate irgxnnxe -•as naaToxiy owK 4nww, Cuuri..5ukrneys fc+r plauaiffs in rre tg n.ndiaras dor now am dor rase canoes ] W.Im- fay t msrcremti, now rwM1lg Ihat yxaers dK+sdd mtkAM-d .auda..nk mase Noveaohrr- 'TMJk%EiaAB-iuo EocensidesUteud�ndmeaubr- of which case id wasdrafted_utow,p ouemoa.d d. eafts of k.a'ar ehm misled,a,Z- They [ked [mats -w dl pmlde nwaw' chow, -ata] ft1F to id aTrrc nrrditapts ten la uEFiai is xho need [opauK tote- dw soda] hegwge thm }ailed to by mad b2&u m thea p the .unkkaIIh+fe -cur l he cffecisof hxlicm, though the uua:hat y s. Rur Ia yg ur Exh ilf hciry appea]yd W the slur val'1 Vf me stale aurrted dal the Ian - dub ge d- more amend- grog. fairy d.-ri" th, (ntrpnPC M1k ria rhal Nrrr xl lar be on 11. W the an mime., ant the NO lallo1.T1rmsaolyd.ars krrcrua .von ag-,d inn nanpw a-i.kvti. wets kr nal ly IN C'mIntattkrt .tan. Rm -ram Comnisdai. whk-h has Ina bd.Y ur..k , me vtc.%a the Pewee m"aat K-doial premr se[a,mwowed cul charges before roles when d Amrtitr enl6 would my m ahs nw es ¢ter mery 34 yemx haps ad thatit would panics €nth propaac7. mrocoro". 0.39k tie. far I. loris -t -sir. dors] urtedmeni ¢¢she balk t kaltrdata" [ be M..A by a It= 60 The high mire alw tatted My pc r ah. -,-m brpa,le law, 4N doprrm presrrvlag Ty- stale Gula - Cabs hatnl- -Amend..- to ant t3 W dte d drawn ns emfit!cry days aft+a MRN Friday. Tip high rout had imsdres hmsd a gaa.es I. ad Ikatd -g- torr ka mNwh tirs-st AUdaunt n, 't" -J& Kt.5mrndrl2nt 13,.wuh-kd rias fu ni.e vi insaWb- gmyhopyd -ft by -I=, anaend3 rsyutrems tar iUhe€ after dor Fbo & Creybnud'L The amedmn. rolls rogedaca sada sued M mlerMr the pro- .WWI, P _Ls that+ m pxxd boa frc the balks mad inc— ludkitas ' k'gM"d rcdm Ilei the bgr-ge tired to da RULING a victory r. Flt diem- The rauat a.aw night rhnwpdt .hat car. Icorulirmion R{Nston CTmsnmriwn N'af long Wo tbm sety'ejgw lanitwge." The L,.Km is ..Dear aver of blod."rara.tm W Chmor k`hmi, wMce are ltli fs, L it h nxtipa}Yr ,wv bol oram`ed by ththe Po Poverty Las Leant. the Leagaechal• kogrd Amedmmt 8 by arguing the paposal's Hila! rqk and wa ', hH the paepaen or due • o hteI die espapsigt W charter schools by -Ag ighL mjtatMe tMn IMatlkn "diners wtls"N art" Its a" as DOWN arcmnat!r. Thema"_ Stater that in {UP- permits the sslc to .pram, cmtml, and .Pe ue phrlc aChllas nor estamisked by the .boos Wad_" llrhad.a,im ophalda prior law gnaaranleeing (hal a wt- am askm to rdoke t chanitrs t l the FW� f �Jadliluliun, lhrr tie given [air netle. of 11 changes so rho rhsy make iadwnad di - 'mg it The ba11N inn,' addd Zoe Saridakt•, deftly [epi ell' -i r,'trihe $oU1h• em Pau "ry A. Center, MIAMI. eadr Criuvey Supen. dml Albans Carnlhu called she p - "ad ud .Mbldmrnt loth "a icor. w problem and an F111 Haar n phkvn.' wtW ak than, as to ofu¢ the case, the txrninl[ or dsrhucl emweps uonc In Ibis casecaused both cwt f d aria y th' N Said And Jsspete 1M onguul Ince. Whf d robe Ion � tin legacy eemtute the amenamelw ad ended up deptkiaag the pegdc fmm fl iratullry- qanmg o¢ -Y.- cf IAB it- iaaars.- Car Ihu added, "I be,- lkvrr in Ihr caaudital-d ..a. -Ey d local ig n r roe.[ wopine em these mam" r4a a mMnel ')went of taiot'aaan Zhu pnrrides for both o4uiry arad corms.. dor all Ido:.' R. -Id C_" 1111 811. chdrwwnan :lora Rupert W. thn]lad shat the ort "d]de't Fad far- "Tlu•y —at baskal]y M1dbg lbe I.rndd pw- �, I,altkhJ w.s m.rrare an¢dtar pnhway [or char• ter selKxds t¢ nrmnse,' she sail, npAaining that what meras. rhk Bnlwaid paHEh the 4igFn5'!, othrn "go o[fthc rails." "-thio wouw x made n 'Llmh'h Keep acid. I'Ia .1.1 It keeps We To bel' -•bete 3[ seedx ro tx." Enka Dcrb.1 s, rhe mn- eRe�9 spoAwr, krlR sled "arihl% ItktBes" Tor IM de klnR- "The I.eag- of Wnmen Vot- and the SWrhem vbwm s.aw kala erre W busy prtaec6ng aatslem IvMW sting purer d nhiof-ache kLre 1px sighfofdte tel h.dan and rbc roadies who dedse and desarre Frear pddk school prinnl, IMrrJld. silo in a released sutenteck.- e I.-thatM tin,. -pet, don, and In 000n n" lM fnaeSaeCmnmm�im Whp-sur nr for our edu- suion system. The d¢ tlmmnlwpaly '�tl nut arfuaala ttsdf ate welcome akcdd cm r sidons th- and PD1ky change." oa¢akla, soba is a sehp¢1 board member is Caples and is married w a Repub- lican Wile fawm..Y . pledgd to math dlgbi- Ing for more PUhways to paavlde school choice t¢ foal] ea, E'rlday was a busy day foe Ndtia&l dreiioM o¢ sonar ate Flodi r mar yrwep¢sed consai.tipnal "'o' .enis- The Supreme Comer also _t_j Ih u three other ..anima. ¢apo¢ the hallo a1vrT ,..soap ssV wale .404"., Jim say. me .doastey general': arc idieated m Frio- it wood appeal fl r orhar AsnaWM-1. sf..k hour iht Met by. Leon County Ci.wt lodge eadter this eek nun gW�dmw4a sml Amd satem S mmpntrna Charles C.-,iyad,U Lawmn - ra�ealediy.uggcmed thad dor I-p.gc krpar. twee, ]vas ekar k in..L "IVH arsucyd g n'tg.Ir- InR0 why racy man't m," chief (rte main POM here." thiel luHlce Canidrsiid .!one Poke d=u tan daring of Ran Meyer, the lawyer nPraw fng dor 4agpr M women Vden, F_ dhers at rbc eotrr, who .sirup Ila[ majonry %tikirg II. - sign" d hasignaledd rl.g q..d.Fdng thin ]key logk In the lzagtsS irgtarnrnta. IF thenkne reto Iv lee dor Manyakax• wA.l FLO l; SP AK 99 d) f `�E•�r� .r`. �a. +% s -t�.:tea As. d Frday, florid]..,WIl ae m 2not 11 amrrKb-zs ahtr the Wito Saprrn Cort ogre d to keep three amendmentsm the Gyhi but struck down a fourth. the CoadtiMim Re&km Comniss , .Wh meets every Io ye.n, prakad die ananWnaents on Rte balks. to ar.deadmg n.. .natant a Omen r airy; Vader in F orio, and the practice has drawn aiddsm f- oNmal nom ad. +-ates,yho (lira] d. spent Is inhtmure- A L" Cmaty praxis etwm ftdr rtdcd I- nwnah W sbiFe the uttaw. mem from dn• twm, aw g with argkmtents dao Flu bailor Iaugusbe 1ntJ lei rep gV[a d roes D[. Coe a.eawhnem-Bw We "t)''¢occas court WAk. roll 6-1 to reams a W rk4d drat rhe nods ime W erred in doubt w. The stakes Wio ndrd to p- wi- dnean t fo F wlny. wh -add _i,_ war v.ay. 1a 4 Ak.. W a.et-M.AwrK was uphddtry-. lawcr court- Anwndn 1St, --hick rinks [cur mpcnuls relaid du Rm rkte [-Petah m, has par QF imj0clams for tilund-Da& County Te macaw ndwsM of the arrrradm w 1drequlr tbey're rating on, ]orotic Wrge fabarg saidmdepu- tr a5yiohor Keneai] Urnirl B d ono sal [sone e1dad y it?" Amend -m 3 also pninW I isapo..c.a board learn tar ti. ad a.- aMne dales -WO Cmknin Se Conwcatiok Outing deb.. amntg Flo"-Cmt- srkution it. lIAm . Comkl slam mendnrt, nxicerry ease that dor p¢blk schcok ma[hkriacr so¢ ecti. shudd "M "".1ety Item me Dasa. Xaum It coWd drs nadeaRy alMr publk serration in she Aare. A rnaiudry n the coln- oauseonJ.idad ro lie the those tuwrtheru ick the edewxman wnixeaa, wall• g"ft i1. -Id help Naar orf voter [aditus a[ the end of an aheaJy lepglhy bal- 1a1.5oma mauxissi-M dated fht[ 1M tt- MOM and owl" Mas might even help the aurber rodpwe won appra.p. bye catarftlrrel sM--m• avdIN M CDEWMrs, propeM apprarserm suPeruuwf d clee- 0=% ahedns add de YS M CIF011. k nt-to beI dpushia Thalghnwm walesart- Wla elernt.aa f a11,x ti>k,,;e positions, a Few da M, Mia.i- Me. for _Pre, is d. a & avmnw cul does rM ttkm a aherifr ud hslead los an ippanred pouae rliratrr. Oppwtmrs of kite Pnq..I love.. 'i 6 W thar Is nmdd vitirM1 dc nwnty home uk dl r and th Pt io)t it on she askexide balls w -M allow tawfHiand- laadu 100M m kar'amuk III- m dm aunty. stdsuppo _lush sold mjuirita ek f.. fu are pouilwec_tearlde anrud ming puNW acemmxahllW"rhe mlo. M. otbas popesah in the WC[alnknl would art the mte's le&lad-serdon to atnnns4Wlp ma N taausa) radix d- M-Fh In earlrin¢aaarnd yaarq Bream A NEWSPAPER ROUTE DELIVERY EARN EXTRA MONEY AS AN INDEPENDENT CONTRACTOR -r -1T_ K-adnuke the rt:ne .grana Jim. dgart- .--Z1f"ashy negWrxl.) 3nami.oade. 13—al arni L•oi . Ides, whkh a ud be +Huta[ ihdar a ame d,a pffi. he q.agavl dme,x ]apatite vara 5wrsm Coln, arguing dot dee rnendmmt did not nendendy Inform •nxrts it *acid c angc rbc mvTuee M rheic kid .meta• metas. Rea i -a s diwpeed that dw Wu g¢ 1-truawas Isnpeeks mu ftWd bs du dy m lx R ax rhe tacos. In 401g Q theyaro dtthd .ffi m__i_arukher scars. rhos haw assn t xW to maters dura in swic how MWO,, <-- r.4.&aTs were bmYdkd [cgceher m Mocks. Tb..gh otic saw ctaktigimmm has a -angle• sn*J ']mute n mnntanal. aroralmenls that see b.uglu to YprRS lhrwagh Mti mlrio&c It finer nn srgay rhe cams mauulsrd to tr.- prq..a by dw CRF:, nelah the i 'csa rtllyd in Ueir CFZuK Thst row ler•. tide h" -s mar r,a wes Foraakaltre case I. wlvmg 1hr'm ¢rare "bk w kd" a.endmearts rant may also reach the high.Wool Retlrcel Am Sa- prr.e Cmnt Chief lusti^ 11my tap Aaavea4 uW foomv tlorlb el. tikes nmuvisla[ta Robert games brought a cue Ins[ naamh otffistgf ad ka a U. cgck 'W'$Dw-W Nnoxk wsa W be th.wn aur aimgftg mat me way the anaendmems:ue hnsgid mgthea prnrnls, s. from vmtng,n qu14s paapakus, A Lark carry &skit carr edge n1led this roes* to mr%m de Y a tlaose ..Aroenit - 7.9 and I I -err the hall.. Tlae .%sw has said it is -ung the &-i, - Work Laths Marring Hours Before the Sun Rises Seyrea Days a Week, Provifle your own Vehicle CITY OF MiAMI. ri-CRIGA NOTICE OF PUBLIC HEARINGS REGARDING THE FISCAL YEAR 2018-2019 BUDGET ;• � ••�.. ate The Miami City Commission Will hold its first public hearing concerning the City of Miami's Fiscal Year 2018-2019 Budget on Thursday, September 13. 2018 at 5:05 p.m, A second public hearing regarding same is scheduled for Thursday. September 27, 2018 at 5:05 p.m. Bath meetings will take place in the City Commission Chambers at City Hall. 3500 Pan American Drive. Miami, Florida- AII interested parties are invited to attend. Please visit hltp--)Iwww,miamigov.coml Eudgell for a copy of the City of Miami's Fiscal Year 2018-2019 Proposed Budget Book, Should any person desire to appeal any decision of the City Commission with respect to arty matter to be considered at this meeting, that person shall ensure that a Verbatim record of the proceedings is Blade including all testimony and evidence upon which any appeal may bea based (F -S, 285,0105)- Notwithstanding the foregoing, pursuant to Florida Statutes Sections 200.4065(3)(h) and 285.0105 and Florida Administrative Code Rule 12D -17.005(2)(c)22, no verbatim record is required regarding public hearings required by Chapter 200 (Determination of Mill age). In accordance with the Americans with DisabIlilies Act of 1990, persons needing special ac com modatlon s to participate in this proceeding may contact the 0Hice of the City Clerk at (305) 250-5361 (Voice) no later than three (3) business days prior to the proceeding. TTY users may call via 711 (Florida Relay Service) no later than three (3) business days prior to the proceeding. Todd B. Hannon #31320 city Clerk ONit 10A I F.stadas Unidos 0gatIMA Trump afirma que aspera otra Carta de Kim Jong -un wF alpyygrr),r `.1dT eeste Uo- a1dTnunpD el names que el lido Rim long -un k b enrsadu olf]ar gac.spas—V blr promo rCaNiu rdr +ea'polili.a^ r an*ie m dPebloqueas e]diiioga bd.rerl para k d.snu Wl ft'.04n do C #ea del N.d . Se que me v.n s enrre- gar unf CsZ, u. Cana pars -t de Nim J.W-.u. Para mr, qac --o .Y., locum m la (.W— thi €iatercorrannn Tnunp en Jecluacannes a Los Kra dislaarn e1 arid. pre.keneul air Fare One- "Ctmque sora vna Cana posldsa. Tensaw, que €raid., mss prncerar ,ach- ed., en...uses njerenda a lass _g0CLI6 ev F.F. la 2mudrwi a inn del hamre[icu pais. Tbsmrp pi.6 q,ae la <.numlCa 4n rnr Cam M "elPgan[e'„ysularsr,m mgm,;o a'la tams. rn [a 4rw w bacialt las ewsIs III— anud— sinm agates dP qw mien codod mos sr n—nQ'r que asaAa I.dC6'. '1Lar emas mn Cees del Nonep_enrarop 'Wale my duras, uuedrr pensaW. que Ye e.AN skndo muy Saw- peso slue. [enemras a nueLrim rehenesde welt.; he 4- &.'I.. Vrnes que Ya nn EL LIRE R de CMV dei Nrxle,%in long.,n. y of presadem. Da.id Tamp se don la m AN CG Iua M nvdoeC%m e1 hoed Capel, m IA idSerlasa, S.Vnw. hay mkller, nl Whefn, w de j mlo en Sing.. 1' mel Sur que popp lin al rm.M ha rer 4.m MCA"riM€cares", Wb,.6 TmmpY Nlm acwdArm eaado 4P FIC"A que rhe. duct r Mato ba<u. Tnsmp a Im (wm'plisws, que p ryrs des- nkrhmen[e gain Nim, yesae pl�wes .grade. "Einttananenu} Ha MMIC. ucicadanr M de€ fie en Ir peniasWA. arae• C€6 que e1 Baer nnrvareafM b -ow. wsode NIL:a Norte, pe- nn las ultinras bio de *j uta[ los paws Ruhaen pnxyam .N. w're [nag.dva),y VA ranee. ]seams, eI d131oga hiker cmc[ Yrs para desm¢nte- InquslvantaLMe' en el Wd P.A Con eso,.areae rsI se W en- ; ••-da &bi- lar su 1lase t -W& pns:deawr 1a.Cartaa,we dl (Nim) Y do a las difere I. nab,. 1. Casa Blanca %'mdm11do Nim. iLo Vo ria sial may hums. F] cnmo Ik-ra. Cabo ase oerN& de un pipe de Ca mr.kme s wwsl', dice,'1'eng. re"w Fee4 pnac..zm.reT WAIMn m Cr que degd a mired Tmmp, yesp..J w Fmklenu.p ", cams del Nyne W de- .a sx on rlaie a Fyon• Coommo en el CompaKd• 111,011 —"dads aeannesenl. "yang de w seCriwsio de w w=reakw Lade] pro' F. a'w6dca .wrlbrr anis de,m tr.mdo de p. Find., bflare Mmf - Ccso de Sesmsdl rL&aCWn. AHQCADO BE TRUMP El Presidente no responders nada de ohstrueeion a Mueller Aa,yved r.ra € mfe Do• .¢ald 1d Tmmp nn reap.n6M W prrgaudas Jr los Inremgad NderaIM Fore &too en P---4 sense A inlcmd hlcpurar la pesgW. a:erca de I. inrer- f_NTa rrua s. las ekc- Clones &12016, dklo tuna do los abogados dd mandilarin. EI abvgado de Tnump, itaiddph CaubN, dib N jasesxaque Iaaw-Ir masde obwu[xtana u N dda ertaban I— de discusjdp. Ll pronun[iamkMn do Q04r i ha iiJa el mchaao n6sc rude (Ca Lys earlPR6r del nisi espe<lal loner Mueuer par erarar- CIUDAD DE MIAMI, FLORIDA AVISO DE REi1NIONES PUBLIGAS SOBRE EL PRESUPUESTO.ypDEL ANO FISCAL 20115-2919 El jueves, 13 de septiembre de 2018 a las 5:05 p.m. la Comisi6n de la Ciudad de Miami celebrara so primera reunion publica sabre el Presupuesto del Ano Fiscal 20la-20t9- Una segunda reunion para Is misma cuestion estA programada para el jueves, 27 de septlembre de 2038 a las 5:05 p.m. Ambas reuniones se Ilevaran a Cabo en el Ayuntamiente de Miami: 3500 Pan American Drive, Miami. Florida. Todas las personas interesadas pueden asistir a esta reunion- Slrvase viskar http:Hwww.miamigov.comlBudgetf para un duplicado de la Propuesta de Presupuesto de la Ciudad de Miami para el Ano Fiscal 2018-2019. Si alguna persona desea apelar a€guna derision de is Comisi6n de la Ciudad respecto a cualquier asunto conslderado en esta reunion, debe asegurarse de hater on registro textual de las actas que incluya todos [os testimonies y toda la evidencia so bre los cua les se va a hasar la apelacton (F. S. 286. 01051. No obstante io anterior. de canrarmidad con las Sectiones 200.0065(3)( h)y 286.0105 de [os Estatutos de Florida y la Ragla 12D -17.005(2)(c]22 del C6digo Administrative de Florida, no Be requiere on registro textual en relacidn Con las audienclas pdblicas requeridas por el Capitula 200 (Determinaciun de Amiilaramiento). Do acuerdo con la Ley de Estadounidenses con Discapacidades de 1990, las personas que necesiten acomodaci6n especial para asisnr a esta reunion pueden llamar a la Oticina del Secrelario de la Ciudad at (305) 250-5361 (Vox) at menos Ves (3) dlas habiles antes de la reunion. Los usuarios de TTY pueden llamar al 711 (Florida Relay Service) at mends tres (3) dias habiles antes de la reunion. Todd H. Hannon #31320 Secretar-lo de la Ciudad rirtar al P.Adenl! zkC cua6q,rfer €neer de obs- vuc<iun a le cwtdiuodn ae k pnaNe caardinh min entre so campada T lac rwaa- Es a.¢ A41 de que laza g.dos do TnnnP prwneddsu. prargcr al W idrnw do rnpemtec pmyrmw moble lu accioms que el mand.- eadn hA Id,nado en sd [hags Nn ss daro sf la pss[un piblk. & Challani "it el .Val de Tramp, queen M dkhp 4w qukre rewmttef paugunrar bio -ryra aver Tudar{a so na pCuneJ Alc.awe y femme. dela CMUM-IM. S1 el egWpo k"I se —,"erne '_ w earmw Fonar, M'i. olds".[ a 7d ikr a]—atucminr un<Bmiarlo Para cl F--1. dente. ib qde Prtamblem w [e Fennine en ua Fortin naumo que lk$sria a Is corse Suprema La Edna d. M.nnn ya I. basad. e.irevissar at Frrsldvnlc <n rel.<i0n a1 [ems. Je oMttvscicn. iaLYu- yendy ¢ Soros tomo eP des4ddy dei ufu p.a.Jp Jet ..dinar[ dcl Fat Ja carer Y =aquas kt'U. Cys .VA el Nark' de fusdcaa, kft Session¢. EI egwpo legal de'rrlunp ha argu UILu que el pair dente dace el .oder de &-)&'I EI1A1[ )WEStLKi TE%dS Mujer pa[icia mata a su vedno al Lanfundirse de Lasa Una malr+p kfa de ITallas =0 a dlspaaM ] sq d.w, akdagm <aan- tgaorgrEf Imo. — oonrundk sn prupio 2pana- 1. r ingr .,b a nr% ipfanmscas Fro aVmridmdeF el'xiem L mw. n-6 .1 raiae- eado awnergndas pa a AM bne I. na�dre l jeewk bafy 41a pout . [gMtZ. tqs il.mada�Mu�l. �1 gmecrp edea .panamcve. de Ia .it4ma er 1suiu.w que MIN las 1.90.que Nemn at Lagar do los hccnws ln[enFa- nn9 dor primate. ate ea a L, yra]rpa,4Wen rqP dead- r'oda P. la Cris lna dei V ka fnrense coma Ry[ - ham kao. dr Yb anw Jriogdo Is if& Camra] Salta IxCw r negrw lean nahja a4iVidna Imo u.lwmtbd s At M. ps yfr.ba004 Vara la linty de waawbwdad Y Curio bl n 1hrG I— F-bench aura ha NWW, Cn donde ludeclicarap. muenw la patina nn ha dawn a wnaer AIM n nrannm dela ]gree, quina Ilrgd a aaa rn WWI—I..r.um mlyd lersarudr. 5"J,. w pe.dlda e.. espera ;fel read• udn dela °m Vgadon, di;n la pAi-la. Lax hW nndadrs rw h 0 on Gciln c. ma k>grd rnrrr a Ie sadekan p,I smPueria rstaW .licit. n sin Marc- II rnmplop habhadmal vita A ueas tundras && dqp I.. mrfi[n de p Akfa do IND— En tunfrrrnna dr arras. 1 nucana d viemes, el .W.J. tYa %ilkhal 'o qne hay d—da- das [Atcrenganrn q¢e m podra rcspan.kY e4 felagidn .1..—,did. -Tads is rename ..echo pr Wrenn asnfnveu idraFgs- r. Ail 11 har mesh. WnrmuEorl eras ComPren. da qua galena. pee qs Ka unrra quo Les puedgnM<er par yin.naenln". abalar y degew, a sus de.ppsaJeas y glue el naval esi+ecirl rad dens .u.xfdad Zn Gi.H. dij roc deCpsly Cwaliani thio el F 4, el eggyw fr maaa<dia n—. en eu posnu. 'Ewescafuerde III - d&L No sawederi, dila CiWimm."ne ni.gsm. en h.bn .agoras sabre la oL�cci6.'. En oras Carta. el egagpy dr Mueller de]o I. soman. 5ada Sae uvviba Iaf spdast.s par azole da 'Dump sabre prep mm rcladonmdms cm la IMcrfr- nneio nua o I. ekcrw.. C,iull.nl IMM.6 e,3.unci qac Ios abog.dns do Trump aro[ It e.W Is'arai . X. q.Crf npmhiMr. tin i_ alandnres hair pw- gnMas de aegnim1rn , En h suis mss micAw at q.1p. legal del PNA- denw, Ia of.olna dr Muclkr m abotdv las pmjamu. Je ala moa6n, Indlcla de que Ios m.-atlgadores era]u.- nanqurinfcmudun di- dana eaeaP-4larfan del pe,Ad nlctnsredWu a wealtsua Pus escrim. se- gu. um per n r.Adiari- NO Can 4 doCummenlo ]w h.W bja condkrdnde an.nimalla Fa.,aca [.lar =wrirada para h.W., del [Cera. W Croce Sunrennaa mama ha dodo w fAI delkrino CA caaara is] on pre'wm Ie, paedC s r obligad. a [[Adios[, a.mque los iurrra >i fall.aon en 1974 que rbchard Nt.m Cama que estvelty Amoackones F documrmus qur to babdn aldo wocitada% s RUDY r5JI1LfANLalmgada del p udede Dmald Tn-4%se d,W a nna cmfeselaoa de prem. en W*Ih.VM D.G City of Miami Legislation Resolution: R-18-0488 File Number: 4923 City Hall 3500 Pan American Drive Miami, FL 33133 www.miamigov.com Final Action Date: 10/25/2018 A RESOLUTION OF THE MIAMI CITY COMMISSION, WITH ATTACHMENT(S), APPROVING THE COLLECTIVE BARGAINING AGREEMENT ("CBA") BETWEEN THE CITY OF MIAMI AND THE EMPLOYEE ORGANIZATION KNOWN AS THE FRATERNAL ORDER OF POLICE, WALTER E. HEADLEY, JR., MIAMI LODGE NO. 20, FOR THE PERIOD OF OCTOBER 1, 2018 THROUGH SEPTEMBER 30, 2021; AUTHORIZING THE CITY MANAGER TO EXECUTE THE CBA, IN SUBSTANTIALLY THE ATTACHED FORM. BE IT RESOLVED BY THE COMMISSION OF THE CITY OF MIAMI, FLORIDA: Section 1. The collective bargaining agreement ("CBA") between the City of Miami and the employee organization known as the Fraternal Order of Police, Walter E. Headley, Jr., Miami Lodge No. 20, for the period of October 1, 2018 through September 30, 2021 is approved subject to ratification by the respective union. Section 2. The City Manager is authorized to execute the CBA, in substantially the attached form. Section 3. This Resolution shall become effective immediately upon its adoption and signature of the Mayor.' APPROVED AS TO FORM AND CORRECTNESS: 1 i ria i ' nd� ezz,, CCity ttor ey 10/1/2018 ' If the Mayor does not sign this Resolution, it shall become effective at the end of ten (10) calendar days from the date it was passed and adopted. If the Mayor vetoes this Resolution, it shall become effective immediately upon override of the veto by the City Commission. City of Miami Page 1 of 1 File ID: 4923 (Revision: A) Printed On: 2/5/2019 AGREEMENT BETWEEN CITY OF MIAMI, MIAMI, FLORIDA s FRATERNAL ORDER OF POLICE, WALTER E. HEADLEY, JR., MIAMI LODGE NO. 20 OCTOBER 1, 201518 THROUGH SEPTEMBER 30, 204821 AGREEMENT THIS AGREEMENT is entered into this day of .204-5-2018 by the CITY OF MIAMI, FLORIDA, a municipal corporation, hereinafter referred to as the "City," and the FRATERNAL ORDER OF POLICE, WALTER E. HEADLEY, JR., MIAMI LODGE NO. 20, hereinafter referred to as the "F.O.P.," an organization representing certain sworn police employees of the City of Miami's Police Department. rom I PREAMBLE WHEREAS, it is the intention of the parties to this Agreement to set forth the entire Agreement of the parties with respect to matters within the scope of negotiations; NOW, THEREFORE, in consideration of the mutual covenants and agreements herein contained, the parties do mutually covenant and agree as follows: (V q(`ollg 2 1 �� V10 Article 1 RECOGNITION 1.1 Pursuant to and in accordance with all applicable provisions of the Florida Public Employees Collective Bargaining Law, Chapter 447, Florida Statutes, management recognizes the F.O.P. as the exclusive collective bargaining representative for those employees in the defined bargaining unit for the purpose of collective bargaining with respect to wages, hours, and other terms and conditions of employment, including Detention Officers per PERC Order Clarifying Certification #219 dated July 15, 2008. 1.2 The bargaining unit consists of all sworn employees (hereafter referred to as "bargaining unit member(s)") holding positions in the classifications shown below which may hereafter be added to, reduced or changed as hereinafter provided, and excludes all other employees not specifically shown below in Section 1.4. Changes in the bargaining unit shall only be made upon proper application to and adjudication by the appropriate state agency and/or the appropriate court of competent jurisdiction; or as may be mutually agreed upon by the parties. 1.3 The salaries listed in the appendices represent an approximation. The salary schedule issued by the Human Resources Department is the official City salary document. 1.4 Bargaining Unit Classifications. Class Code Number 5005 5006 5011 5012 5013 5014 5015 5080 Class Title Officer Motor Officer Sergeant Lieutenant Captain Motor Sergeant Motor Lieutenant Detention Officers Article 2 REPRESENTATION OF THE CITY 2.1 The City shall be represented by the City Manager, or a person or persons designated in writing to the F.O.P. by the City Manager. The City Manager, or his designated representative, shall have sole authority to conclude an agreement on behalf of the City subject to ratification by an official resolution of the City Commission. It is understood that the designated representatives of the City are the official representatives for the purpose of negotiating an Agreement. Any negotiations entered into with persons other than those defined herein, regardless of their position or association with the City, shall be deemed unauthorized and shall have no standing or weight of authority in committing or in any way obligating the City. It. shall be the obligation of the City Manager, or his designated representative to notify the F.O.P. in writing of any changes in designation of the City's representative for the purposes of negotiations. 2.2 designee. For the purpose of this Agreement, reference(s) to the Chief of Police shall include his/her 9 vlullf 4 4. 1/ 9119 Article 3 REPRESENTATION OF THE F.O.P. 3.1 The ROY, shall be represented by the President of the F.O.P. or by person or persons designated in writing to the City Manager by the President of the F.O.P. The identification of representatives shall be made each year by April 1St. Such designation shall be accompanied by an affidavit executed by said President that the F.O.P. has complied with all requirements of State Law in effect at that time with respect to registration of the F.O.P. The President of the F.O.P., or person or persons designated by said President, shall have full authority to conclude an Agreement on behalf of the F.O.P., subject to ratification by a majority vote of those bargaining unit members voting on the question of ratification, It is understood that the F.O.P. representative or representatives are the official representatives of the F.O.P. for negotiating with the City. Any negotiations entered into with persons other than those defined hercin, regardless of their position or association with the F.O.P., shall be deemed unauthorized and shall have no standing or weight of authority in committing or in any way obligating the F.O.P. The F.O.P. shall notify the City Manager in writing of any changes in the designation of the President of the F.O.P, or of any certified representative of the F.O.P. Up to five (5) designated representatives of the F.O.P. shall be permitted to attend the negotiation sessions on duty with no loss of pay or emoluments. Two (2) of the representatives shall be compensated by the City and their shifts and/or days off shall be adjusted to accommodate the negotiation process. The other three (3) shall be compensated by the Time Pool consistent with the provisions of Article 26. The seven day notice requirement will not. apply where the schedule of negotiating sessions prohibits its application. 3.2 The parties agree that time spent in contract negotiations will be paid at the straight time rate. 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. The F.O.P. 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 (F.O,P.1City 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 MOUs 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 prior to the expiration of this 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 standards for service to be offered to the public; to direct the bargaining unit members, including the right to assign work and overtime; to hire, examine, classify, promote, train, transfer, assign, and schedule bargaining unit members; to suspend, demote, discharge, or take other disciplinary action against bargaining unit members for proper cause; to increase, reduce, change, modify or alter the composition and size of the work force, including the right to relieve bargaining unit members 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, 0 qLoIIt V 4 6 !�Y �1� ( 1 0 combine or abolish positions; to change or eliminate existing methods of operation, equipment or facilities; to establish, implement and maintain an effective internal security program, and to establish rules, regulations and rules of conduct. 4.2 Sworn police will be promoted to civil service ranks based upon the rule of one, except promotions maybe denied or delayed for cause. The following is declared to be cause for denying or delaying a promotion: A bargaining unit member who at the time of the promotion is under investigation for unlawful or unethical acts by any law enforcement agency or the City's Police Internal Affairs Unit. If a bargaining unit member has a promotion delayed for cause and is later cleared, he/she shall be promoted retroactive as if the event had not occurred. 4.3 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. 4.4 Those inherent managerial fiinctions, prerogatives and policy malting rights which the City has not expressly modified or restricted by a specific provision of this Agreement are not in any way, directly or indirectly, subject to the Grievance Procedure contained in this Agreement. 4.5 If the City fails to exercise any one or more of the above functions from time to time, this will not be deemed a waiver of the City's right to exercise any or all of such functions. This provision will in no way alter or diminish the rights afforded by Article 23, Prevailing Benefits, 4.6 The Cityretains the right to establish, and from time to time to amend, rules and regulations not in conflict with this Agreement. 0 qo(tf 7 � �- , �//O Article 5 NO STRIKE 5.1 "Strike" means the concerted failure to report for duty, the concerted absence of bargaining unit members from their positions, the concerted stoppage of work, the concerted submission of resignations, the concerted abstinence in whole or in part by any group of employees from the full and faithful performance of their duties of employment with the City, participation in a deliberate and concerted course of conduct which adversely affects the services of the City, 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 F.O.P., nor any of its officers, agents and members, nor any bargaining unit members, covered by this Agreement, will instigate, promote, sponsor, engage in, or .condone any strike, sympathy strike, slowdown, sick-out, concerted stoppage of work, illegal picketing, or any other interruption of the operations of the City. 5.3 Each bargaining unit member who holds a position with the F.O.P. 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 r, Section 6. Accordingly, the F.O.P., its officers, stewards and other representatives agree that it is their continuing obligation and responsibility to maintain compliance with this Article and the law; including their responsibility to abide by the, provisions of this Article and the law by remaining at work during any interruption which may be initiated by others; and their responsibility, in event of breach of this Article or the law by other bargaining unit members and upon the request of the City, to encourage and direct bargaining unit members violating this Article or the law to return to work, and to disavow the strike publicly. (9) qI16fl? 8 1I/ 't19 5.4 Any or all bargaining unit members who violate any provisions 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 not be grievable or arbitrable under the provisions of Article 6 - Grievance Procedure. e �� //,O Article 6 GRIEVANCE PROCEDURE 6.1 In a mutual effort to provide harmonious working relations between the parties of this Agreement, it is agreed to and understood by both parties that there shall be a procedure for the resolution of grievances or misunderstandings between the parties arising from the application or interpretation of this Agreement. 6.2 A grievance is any dispute, controversy or difference between (a) the parties, (b) the City and a bargaining unit member or bargaining unit members on any issues with respect to, on account of or concerning the meaning, interpretation or application of this Agreement or any terms or provisions thereof. A grievance shall refer to the specific provision or provisions of this Agreement alleged to have been violated. Any grievance not conforming to the provisions of this paragraph or that contains non -identification of specific violations of the agreement shall be denied and not eligible to advance through the steps of the Grievance Procedure including arbitration. 6.3 Nothing in this Article or elsewhere in this Agreement shall be constnied to permit the F.O.P. to process a grievance (a) on behalf of any bargaining unit member without his consent, or (b) with respect to any matter which is the subject of a grievance, appeal, administrative action before a governmental board or agency, or court proceeding, brought by an individual bargaining unit member or group of bargaining unit members, or by the F.O.P. 6.4 It is further agreed by the F.O.P. that bargaining unit members covered by this Agreement shall make an exclusive Election of Remedy prior to filing a 21,1' step grievance or initiating action for redress in any other forum. Such choice of remedy will be made in writing on the Election of Remedy form to be available at the Department of Human Resources, Division of Labor Relations. 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 q�ao'IP grievance, appeal or administrative action before a governmental board, agency or court proceeding. Selection of redress other than through the Grievance Procedure contained herein shall preclude the aggrieved party or parties from utilizing said Grievance Procedure for adjustment of said grievance. 6.5 To simplify the Grievance Procedure, the number of "working days" in presenting a grievance and receiving a reply from the different levels of supervision shall be based upon a forty (40) hour, five (S) day workweek, Monday through Friday not including citywide holidays, All grievances must be processed within the time limits herein provided unless extended by mutual agreement in writing. Any grievance not processed in accordance with the time limits provided above or not supplemented by a completed and signed Election of Remedy form 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. Where a grievance is general in nature in that it applies to a number of bargaining unit members having the same issue to be decided, or if the grievance is directly between the F.O.P. and the City, it shall be presented directly at Step 3 of the Grievance Procedure, within the time limits provided for the submission of a grievance in Step 1, and signed by the aggrieved bargaining unit members or the F.O.P. representative on their behalf, For grievances that apply to a number of bargaining union members having the same issue to be decided, as referenced above, the Union will make a good faith effort to identify the aggrieved bargaining unit members either by name or by definition. The Union and the City will make a good faith effort to resolve any disputes I regarding the identification of the class prior to commencing with the Step 3 hearing. The Union will be permitted to amend its identification (either by name or by definition) of the aggrieved bargaining members in the class up to thirty (30) days prior to the date of the arbitration hearing. The Election of Remedy form as provided in Section 6.4 of this Article must be completed and attached to grievances presented directly at Step 3, 6.6 Only a bargaining unit member who has permanent Civil Service status as a sworn Police Officer in the Miami Police Department may appeal a suspension, demotion, or dismissal through the grievance procedure contained in this Agreement or in accordance with the appeal procedure of the Civil Service Rules, but not both. Such grievances shall be filed at Step 3 within the time limits set forth for Step 1, 6.7 Disputes involving the granting of workers' compensation shall not be subject to this grievance procedure, but disputes involving the granting of supplemental disability pay shall be grievable. 6.8 Grievances shall be processed in accordance with the following procedure: Step 1. Step 2. The aggrieved bargaining unit member shall discuss the grievance with his immediate supervisor within seven (7) working days of the occurrence which gave rise to the grievance. The F.O.P. representative may be present to represent the bargaining unit member if the bargaining unit member desires him present. The immediate supervisor shall attempt to adjust the matter and/or respond to the bargaining unit member within seven (7) working days. If the grievance has not been satisfactorily resolved at Step 1, the bargaining unit member or the Employee Organization representative shall complete the Election of Remedy form provided for in Section 6.4 of this Article before initiatinto g the grievance to the second step of the Grievance Procedure. If the aggrieved party or parties elect the remedy other than the Grievance Procedure contained herein, the grievance shall be withdrawn for redress consistent with the Election of Remedy form. Step 3. Step 4. When the Election of Remedy form indicates the grievance is to be advanced through the Grievance Procedure, the bargaining unit member or the F.O.P. representative shall reduce the grievance to writing on the grievance form provided for this purpose and present such written grievance to the Department Head or his designee within seven (7) working days from the time the response was given at Step 1. The Department Head or his designee shall meet with the bargaining unit member and/or the F.O.P. representative and shall respond in writing to the bargaining unit member and the ROY. within seven (7) working days from receipt of the written grievance. If the grievance has not been satisfactorily resolved in Step 2, the bargaining unit member or the F.O.P. may present a written appeal to the City Manager or the Labor Relations/Deputy. Director, Department of Human Resources within seven (7) working days from the time the response was given at Step 2. The City Manager and/or the Department of Human Resources designee shall hold a grievance hearing with the bargaining unit member and/or the F.O.P. representative. The City Manager and/or the Department of Human Resources designee shall respond in writing to the bargaining unit member and the F.O.P. within ten (10) working days from the date of hearing. 1. If the grievance is not settled in Step 3, it may upon written request of either the Bargaining unit member, Employee Organization or the City within seven (7) working days.after receipt of reply or answer be referred to arbitration. 2. The arbitration shall be conducted under the rules set forth in this Agreement and not under the rules of the American Arbitration Association. Subject to the following, the Arbitrator shall have jurisdiction and authority to decide a grievance as defined in this Agreement. The Arbitrator shall have no authority to change, amend, add to, subtract from, or otherwise alter or supplement this Agreement, or any part thereof, or any amendment hereto. 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 covered, by this Agreement; nor shall this Collective Bargaining Agreement be construed by the Arbitrator to supersede any applicable laws. 3, It is contemplated that the City and the F.O.P. or bargaining unit member shall mutually agree in writing as to the statement of the matter to be arbitrated prior to a hearing; and if this is done, the Arbitrator shall confine his decision to the particular matter thus specified. 4. Each party shall bear the expense of its own witnesses and of its own representatives. The F.O.P. and the City shall bear equally the expense of the impartial Arbitrator, including any retainer fee of the Arbitrator. Should any individual bargaining unit member bring a grievance under this Article, he/she shall be required to post a bond of an estimated one-half ('/Z) of the expenses of the hearing with the arbitrator before the hearing may be scheduled. The party desiring a transcript of the hearing will bear the cost of same. 5. Copies of the award of the arbitration made in accordance with the jurisdiction or authority under this Agreement shall be furnished to both parties within thirty (30) days of the hearing and shall be final and binding on the aggrieved bargaining unit member(s), the F.O.P. and the City. I 6. The Arbitrator shall be selected by agreement of the parties. In the event the parties cannot agree upon an Arbitrator, the Federal Mediation and Conciliation Service shall be requested to nominate five (5) persons for such position. Each party may reject such list in its entirety. If a list is not so rejected, names shall be stricken alternately, the party striking first to be determined by the toss of a coin. 6.9 Effective upon ratification of the labor agreement, the City agrees to pay the F.O.P. up. to forty thousand dollars ($40,000) per fiscal year for representation of its members in connection with civil suits brought against them arising out of the course and scope of their official duties, as determined by the F.O.P. MON, Article 7 I i RULES OF CONSTRUCTION 7.1 It is agreed and understood that this Agreement constitutes the whole Agreement between the parties. 7.2 If this Agreement or any provision, section, subsection, sentence, clause, phrase, or word of this Agreement is in conflict with any law as finally determined by a court of competent jurisdiction which had presented to it the issue of conflict as it may pertain to this Agreement, that portion of the Agreement in conflict with said law or ordinance or resolution or court interpretation of the law shall be null and void and subject to renegotiation. Notwithstanding the provisions of this article, the parties agree that whenever a negotiated clause of the labor contract is in conflict with the Civil Service Rules, or the City of Miami Departmental Orders, on the same subject, the provisions of the Labor Contract will take precedence. The remainder of the Agreement shall remain in full force and effect with it being presumed that the intent of the parties herein was to enter into the Agreement without such invalid portion(s). (0 16 41"hg �, 1° Article 8 DISCIPLINARY PROCEDURE 8.1 Whenever a bargaining unit member (for purposes of this Article, the terms "bargaining unit member" and "law enforcement officer" shall be used interchangeably) is under investigation and subject to interrogation by members of the City of Miami Police Department for any reason that could lead to disciplinary action, suspension, demotion, or dismissal, such interrogation must be conducted under the following conditions: A. The interrogation shall be conducted at a reasonable hour, preferably while the bargaining unit member is on duty, unless the seriousness of the investigation is of such degree that an immediate action is required. If the bargaining unit member is off duty at the time of the interrogation, the bargaining unit member shall be entitled to overtime. S. The interrogation shall take place either at the office of the command of the investigating officer or at the office of the local precinct or police unit in which the incident allegedly occurred, as designated by the investigation officer or agency. C. The law enforcement officer under investigation shall be inforined of the rank, name, and command of the officer in charge of the investigation, the interrogating officer, and all persons present during the interrogation. All questions directed to the officer under interrogation shall be asked by or through one interrogator during any one investigative interrogation, unless specifically waived by the officer under investigation. D. The bargaining unit member under investigation shall be informed of the nature of the investigation before any interrogation begins, and he or she must be informed of the names of all complainants. All identifiable witnesses shall be interviewed, whenever possible, prior to the beginning of the investigative interview of the accused officer. 17 I �/ . �//,O The complaint, all witness statements, including all other existing subject officer statements, and all other existing evidence, including, but not limited to, incident reports, GPS locator information, and audio or video recordings relating to the incident under investigation must be provided to each officer who is the subject of the complaint before the beginning of any investigative interview of that officer. An officer, after being informed of the right to review witness statements, may voluntarily waive the provisions of this paragraph and provide a voluntary statement at any time. E. Interrogating sessions shall be for reasonable periods and shall be timed to allow for such personal necessities and rest periods as are reasonably necessary. F. The bargaining unit member under investigation may not be subjected to abusive or offensive language or be threatened with transfer, dismissal or other disciplinary actions. No promise, or reward or threat of action shall be made as an inducement to answering any question. G. The formal interrogation of a law enforcement officer, including all recess periods, must be recorded on audio tape, or otherwise preserved in such a manner as to allow a transcript to be prepared, and there shall be no unrecorded questions or statements. Upon the request of the interrogated officer, a copy of any recording of the interrogation session must be made available to the interrogated officer no later than 72 hours, excluding holidays and weekends, following said interrogation. H. The bargaining unit member shall not be obligated to give a second statement concerning the same facts elicited in an original interrogation. This will not preclude an investigator fiom asking questions at a later time that were not covered by the first statement. The bargaining unit member's interrogation will take place after all other witness statements have been taken, unless a situation occurs such as; 1) After documented and concerted efforts to locate said witness a witness is thought to be permanently unavailable, 2) The necessity for taking other witness statements becomes apparent after the interrogation of the bargaining unit member who is the subject of the investigation, or 3) A supervisor in the non -nal course of case review makes a determination that the case must be returned to the investigator for additional witness interviews. Should this occur, the bargaining unit member who is the subject of the interrogation shall have the opportunity to present rebuttal evidence. I. No mechanical device, including, but not limited to, polygraph, or psychological stress evaluator, etc., shall be forced onto a bargaining unit member nor shall disciplinary action be taken against a bargaining unit member who refuses to submit to such testing. However, a bargaining unit member may request such a test. J. If the bargaining unit member is under arrest, or is a principal of a criminal investigation and is likely to be arrested as a result of the interrogation, he shall be fully informed of his or her legal rights prior to any interrogation. K. At the request of the bargaining unit member, he or she has the right to be represented by counsel or any other representative of his or her choice, who shall be present at all times during the interrogation whenever the interrogation relates to the officer's continued fitness for law enforcement service. L. When an attorney or bargaining unit member representative is requested, the bargaining unit member shall be given a reasonable period of time to obtain representation. When a bargaining unit member representative or counsel is present, he or she may advise the bargaining unit member as to the bargaining unit member's rights under applicable riles, regulations and the current Labor Agreement. 19 8.2. Wien a bargaining unit member is giving a statement as a witness, and during that statement that said witness has become a principal of that investigation, the statement will be discontinued and the bargaining unit member will be advised he may be a principal in said investigation. The bargaining unit member will then be given the opportunity to suspend the statement to seek F.O.P. or other legal representation. 8.3 Records retained by Internal Affairs shall be destroyed after a period of five (5) years beyond either the bargaining unit member's termination date, retirement date or unless otherwise directed by state law. Oq1toll? 20 Artiele 9 i LINE OF DUTY L i,TURIES 9.1 The City agl ees to pay all medical and hospitalization expenses as provided by Florida Statute approved by the City and incurred by a bargaining unit member covered by this Agreement who is found to have sustained a compensable line -of -duty injury provided the bargaining iulit member anal/or s ipervisor gives notice to lUsk Management, or Third Party Administrator as provided for by 1 the Workers" Compensation Laws of the State of Florida. If the bargaining unit member fats to provide the required notice, he/she will waive any supplemental benefits over and above what is provided for by the workers' compensation laws, However, the parties agree to establish a Police Labor/Management Committee to establish policies and to determine how to provide medical treatment and equipment, etc. medically equivalent to that prescribed, by the most efficient and cost effective means to curtail excessive medical costs for accepted claims in the following areas; Health Chub and Country Club memberships Capital improvements on the home Transportation Medical equipment for home use The Police Management Committee shall consist of one member appointed 'by the FOP President, one member appointed by the Chief of Police, and one member selected by these two individmIs. An individual appointed by the Director of Risk Management will serve as a technical advisor and liaison with the medical community. Any additional medical and hospitalization req-aested outside the provisions of Chapter 440, i Florida Statutes, will be considered on a case-by—case basis at the sole discretion of the City. The decision to provide additional benefits will be based on, 1) whether the treatment is deemed reasonable and medically necessary by a peer review physician of the City's choosing; 2) whether there is unrefiited evidence that shows the same or equivalent treatment cannot be provided by a 0 21 health care provider at Florida's Medical and Surgical fee schedule within fifty (50) miles of the claimant's residence. 9.2 Effective as soon as administratively feasible after ratification, the parties agree the City will pay the state mandated workers' compensation indemnity payments to eligible bargaining unit members as a check separate from any other salary to which a bargaining unit member may be entitled. The bargaining unit nleinber agrees to sign this workers' compensation check back to the City. The City will also issue a second check to the bargaining unit member which will consist of an amotint equal to the workers' compensation payment and the supplementary salary as set out, and subject to the limitations below. After those deductions with mandated preference under federal law, the City agrees to take deductions and/or credits from this second paycheck in the following order; workers' compensation (will be indicated on the check as a credit for the City and will be non- taxable), pension, health insurance, and any other deductions. The parties agree that this process is intended to provide the bargaining twit ineinber witla these paychecks without interruptions. Should the bargaining unit member refuse to return the workers' compensation check to the City, the City shall cease making any deductions for the bargaining unit member from the second check for pension, health insurance, etc. and the bargaining unit member shall then be completely responsible for making those payments on his/her own, until the bargaining -unit member elects to participate in the paycheck system described above in Section 9.1. 9.3 Workers' Compensation Indeninity Benefits The City agrees that any bargaining unit member covered under this contract who is disabled as a result of ail accident, injury or illness incurred in the like of duty shall be granted workers' j compensation indemnity benefits, subject to the following conditions. To the extent required by and subject to the limitations specified in Chapter 440 of the Florida Statutes, tiie City shall provide workers' compensation indemnity benefits to injured employees. 22 9,4 Supplemental Salary The City agrees that any bargaining unit member covered under this contract who is disabled as a result of an accident, injury or illness incurred in the line of duty shall be granted supplementary salary, subject to the following conditions: Supplementary salary will be paid in the form of a continuation of the bargaining rant member's regular paycheck, as provided by Resolution No. 39802. This check will include those indemnity payments provided for under Workers' Compensation :Law. It is agreed by the parties that the combination of supplemental and worker's compensation pay shall not exceed nor be less than one hundred percent (100%) of the bargaining unit member's weekly net base pay (excluding overtime and any pay supplements not included in the bargaining unit member's base salary) prior to the line of duty injury, accident, or occupational disease. Supplementary salary shall only be granted for a period of one hundred and fifty (150) consecutive clays from the elate of injury. Said supplementary salary may be extended up to an additional sixty (60) consecutive days for serious injuries upon approval of the City Manager or his/her designee, The one hundred fifty (150) clays begin when the bargaining unit member is actually placed on "D". While the bargaining -unit member is on "D", such time will be calculated consecutively including clays off, If the bargaining unit member is removed from "D", the non "D" time will not apply to the one hundred lfty (150) day period. If a bargaining unit member remains temporarily disabled beyond the period of time in which he/she is entitled to collect the 100% supplementary pay benefits, lie/she shall be entitled to supplementary pay equal to the 2/3 "D" payments pursuant to Current practice. 9.5 If a barga..ining unit member becomes Permanently and Totality Disabled (PTD), as determined by a City approved attending physician, from the fiurther performance of the duties of his/her classified position theca at the end of one hundred four (104) weeks of disability, he/she is 23 1 e considered to have reached statutory inaxinivan medical improvement and is required to petition the retirement board for retirement, otherwise he/she must: • Request for a ninety (90) day unpaid leave of absence under the Family Medical Leave Act (FNILA.); s Apply for another City position; • Resign; De dismissed by Department Action The supplementary salary of th.e difference of 2/3 "D" as described above shall continue until the F.I.P.O. board concludes the hearing with a final determination. �r � ��C� dry '� �'/'9°�1� ,t �°Iffe " lM�at�M Etwl bt, ct' -4wc/ di's4wi f fid ' A, granta FMLA. request will postpone any further action for the period to cen rip to its statutory limitation. If the bargaining unit member has petitioned the retirement board for, retirement, ate" CM flmCe Gw 31 �6I the bargaining -unit member will remain on their cuff ent status until the retirement board has finally WO granted or denied the retirement. ` If during the time of up to one h -LU -1 /red four (104) weeks of disability, it is determined by the kJO-44 A City or the bargaining unit member's City approved attending physician that the member is .not PTD A. cflt nor frill duty with reasonable accommodations; the bargaining unit member may request to be allowedSero a C* *U ab' to work on a temporary basis. The request shall be made in writing and directed to the City Manager not Wt or designee. Granting this request is based upon the medical .restrictions placed by his/her City 4k� e approved attending physician and available assignments. d��or►� SucG► The Department at its discretion may maintain up to a total of twenty (20) temporary non- a%kr AA binding assigirneuts for the sole purpose of mitigating an undue hardship on the bargaining unit member injured in the line of duty. These temporary positions will be filled by members, according to sworn classification, on a first -in first -out basis upon completion of FIPO's Final Determination Hearing, Once the 20 positions are filled, the next bargaining unit member to be classified in this 4'2� �t�l2 B status in the respective category will bump out the bargairiin.g unit member who has been occupying the position the longest. A bargaining unit member who is "bumped" out must: Request for a ninety (90) day unpaid leave of absence under the FMLA; • Apply for another City position; * Resign; • Be dismissed by Departmental action A. granted FIVILA request will postpone any firsther action for the period talcen up to its statutory limitation. Any bargaining unit member placed on "Limited Duty" status prior to 7anuary 1, 2007 and presently working in assignment shall be allowed to remain working in a limited duty capacity until the bargaining unit member's employment terminates or the bargaining unit member retires. However, if at any time the bargaining unit member returns to a disabled status, he/sh.e will not be permitted to return to a lir ited duty status. He/she may only be allowed to return to wort: iffull duty. Upon assuming a disabled status, the bargaining unit member may continue receiving bmcf[ts as stated in the above paragraph until the time limitations and or permitted benefits have been exhausted. Afterwards, the member must: * Request for a ninety (90) day unpaid leave of absence udder the FMLA; • Apply for another City position; • Resibi; • Be dismissed by Departmental action A granted FNILA request will postpone any further action for the period taken up to its statutory limitation. Bargaining unit members that have been grandfathered are not considered part of the twenty (20) temporary positions described above. 25 A 9.5 At any time during his/her absence from duty claimed to be the result of a line of duty injury while the bargaining unit member is collecting City supplementary pay, the bargaining unit member 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 clays of the request. If such bargaining unit member, 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. 9.7 Deductions on `Yorkers' Compensation Payments Plus Supplementary Salary In the event the line of duty injury entitles the bargaining unit member to a workers' compensation benefit and a supplementary benefit, the bargaining unit member shall authorize the City to combine the two (2) payments and additionally authorize that the City continue to make regular payroll deductions as follows: 1. First Level: Federal and ,State mandated deductions (for example, Medicare, social security, withholding, and child support or garnishments). 2. Second Level: Pension contributions (the amount of the pension contribution shall be based on earnable compensation as defined by Miami Code Section 40-191), medical and life insurance contributions. 3. Third Level: A weekly amount of eighty eight dollars and ninety five cents ($88.95) (one hundred and seventy seven dollars and ninety cents ($177.90) bi-weekly) deducted from supplementary salary while on workers' compensation. Should the bargaining unit member receive supplemental -y and workers' compensation pay for less than a week, the eighty eight dollars and ninety five cents ($88.95) weekly deduction shall be prorated as appropriate for the days the j bargaining Unit member was on workers' compensation. 4, All others voluntary deductions: The City is not obligated to mare deductions to pay for providers or creditors if the workers' compensation benefits plus the supplementary salary does not cover the amount of the deduction. Any and all. deductions after bevel #1 will be made on the 26 41�efJ� bargaining unit member's behalf to the extent that sufficient funds are available. If there are not sufficient funds available, the bargaining unit member will be responsible for making those payments directly to those providers and creditors who would have otherwise been paid through the payroll deduction process, 5. Without written consent for those deductions outlined above, the City will not make any regular salary deductions other than those mandated by law and the bargaining unit member will be responsible for all regular deductions including but not limited to pension contributions, medical and lite insurance benefits. No supplementary salary will be paid to anyone injured while performing an act intended to injure or hurt one's self or another. 9.8 The parties agree that where a bargaining unit member resides outside the jiu'isdictional limits of the City of Miami and the said bargaining unit member is injured going to or coming from worts within a reasonable period of time from the commencement or termination of his/her tour of duty on a reasonably direct route of travel, said accident may be considered as occurring in, the lime of duty. This provision is not applicable if the bargaining unit .member is charged with driving tinder the influence in violation of the provisions of Chapter 316 of the Florida Statutes entitled "State Uniform Traffic Control." 0) q1µk 27 % Lq,- Article 10 NOTICES 10.1 The City agrees to provide in a timely fashion to the F.O.P. President or designee the following notices or bulletins: City Commission Agenda, Civilian Investigative Panel Agenda, and Civil Service Board Agenda, Supervisors report of injury within one week of the incident being reported or any other material which the City Manager or the Director of the Department of Human Resources determines would affect the terms and conditions of employment of the bargaining unit members of the F.O.P. The F.O.P. President may, within reason, request other materials, which would affect the terns and conditions of employment of the bargaining unit members of the F.O.P., excluding exempt materials under the Public Records Act. 10.2 Such notices and bulletins will be delivered to the F.O.P., or may be picked up at the Department of Human Resources, Division of Labor Relations during non -nal working hours. 0 Y/1 011e 28 0/ q1 IQ Article 11 BULLETIN BOARDS 11.1 The City will provide for the sole use of the F.O.P. bulletin boards at the Central Headquarters, 400 NW 2 Ave.; North District Substation, 1000 NW 62 St.; South District Substation, 2200 W Flagler St., and any other mutually agreed upon location. Any notice or item placed on bulletin boards shall bear on its face the legible designation of the person responsible for placing such notice or item on bulletin boards. Notices placed on bulletin boards shall be limited to announcements of F.O.P. meetings, elections, items dealing with tenns and conditions of employment, and social or recreational events. 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. The F.O.P. will also be permitted to send electronic notices to its member on the City E -Mail system upon approval of the Chief, whose decision is not subject to the grievance procedure. 29 (P�11"Iff J�/ qIII Article 12 DEPARTMENT DISCIPLINARY REVIEW BOARD 12.1 It is the purpose of the Departmental Disciplinary Review Board to provide a method of ascertaining the fairness and consistency of punitive action for infractions of the Departmental Rules and Regulations, Departmental Orders and other Departmental Directives. A part of this review process is the Departmental Disciplinary Review Board, which makes advisory determinations and non-binding recommendations to the Chief of Police on matters of discipline. Departmental actions against a bargaining unit member arising from a claim of fitness for duty or workers' compensation shall not be reviewed by the Departmental Disciplinary Review Board or the Departmental Disciplinary Review Board Chairperson. Any decisions by the Departmental Disciplinary Review Board or any policies established by the Departmental Disciplinary Review Board are not arbitrable under this Collective Bargaining Agreement. The Departmental Disciplinary Review Board does not possess adjudicators or quasi-judicial powers. As such, its hearings are non -adversary in nature; the bargaining unit member appears before the Board voluntarily at his/her request, the bargaining unit member shall be entitled to representation by a bargaining unit member of his/her choice and shall be permitted to examine witnesses, to present witnesses, evidence, and testimony, to cross-examine, and to put on a defense, All sworn bargaining unit members, prior to the final determination of a monetary fine, forfeiture of time and/or suspension in excess of two (2) tours of duty, demotion or dismissal shall, upon written request of the accused, if submitted within ten (10) working days, be afforded a review of the recommended action by a board composed of five (S) members of the Department, two (2) members selected by the Department Head and three (3) members selected by the bargaining unit member from a standing list. 12.2 Written disciplinary actions that result in loss of time not in excess of two (2) tours of duty may be reviewed by the Chairperson of the Departmental Disciplinary Review Board if the disciplined bargaining unit member requests a review within ten (10) working days, excluding (; 4to fit 30 �,; 00 holidays, of the incident that gave rise to the disciplinary action. Upon receipt of the Chairperson's decision, the disciplined bargaining unit member upon appeal within ten (10) working days, excluding holidays, shall be afforded a Departmental Disciplinary Review Board Hearing. If the bargaining unit member is charged with a forfeiture of time such forfeiture shall first be deducted from Compensatory leave followed by Vacation leave. Exceptions to the above will be as follows: a. If a bargaining relit member refuses to undergo controlled substance testing, the member shall be on no pay status pending termination. 12.3 Since the Departmental Disciplinary Review is at the request of, and for the benefit of, the bargaining unit member, no paid overtime or compensatory time will be given for attendance before the Board; however, a change of work hours shall be scheduled, if possible, so that the bargaining unit member will be working during the hours that the Board is convened. 12.4 It is agreed that the convening of the Departmental Disciplinary Review Board shall be effectuated as expeditiously as possible following the written request of the accused bargaining unit member. Should an accused bargaining unit member facing termination request to continue a hearing or delay it's convening, then it is agreed that the bargaining unit member shall waive his emoluments in exchange for the continuance of the hearing. Continuance or delay of the Departmental Disciplinary Review Board upon the bargaining unit member's request shall not exceed 150 calendar days, unless in the sole discretion of management a farther continuance of the Department Disciplinary Review Board would be approved. 12.5 Administrative actions taken that result in the bargaining unit member being carried "W" or "WW" shall not be subject to the review of the Department Disciplinary Review Board. 31 Article 13 RECALL AND COURT TIME 13.1 if a bargaining unit member is recalled to work he/she shall be paid from the time of notification in accordance with Article 15, Overtime/Compensatory Time. 13.2 If a bargaining unit member is required to attend court or other proceeding arising out of the course of his/her official duties at a time other than his scheduled work shift, he shall be paid a minimum of three (3) hours at one and one-half times his/her straight time hourly rate or an equivalent amount of scheduled compensatory time off. 13.3 A bargaining unit member performing work or required to attend court or any other proceeding arising out of the course of his/her official duties at a time which is continuous with his scheduled work shift shall be paid at his/her overtime rate consistent with Article 15, Overtime/Compensatory Time, and the minimum three (3) hours Recall shall not apply. 13.4 A bargaining unit member eligible for overtime, attending court or other proceedings arising out of the course of their official duties one (1) hour or less before the start of their scheduled tour of duty shall receive one (1) hour of overtime. 13.5 A bargaining unit member eligible for overtime for attending court or other proceedings arising out of the course of their official duties one (1) hour or less after the end of their scheduled tour of duty shall be paid at their overtime rate, consistent with Article 15 - Overtime/Compensatory Time for the time period starting from the end of the bargaining unit member's work shift to the end of court or any other proceeding arising out of the course of his/her official duties proceeding or for one (1) hour, whichever is greater. 13.6 A bargaining unit member who is required to attend court or any other official proceeding arising out of the course of his/her official duties for a period which is greater than one (1) hour and less than or equal to three (3) hours and one minute after the scheduled end of his/her tour of duty, shall be paid at his overtime rate pursuant to Article 15, Overtime/Compensatory Time, for either the qpo 32 .V LI 1 1 Q three (3) hourminimum or for the number of hours elapsed from the scheduled end of his/her tour of duty to the end of the court proceedings, whichever is greater, 13.7 Bargaining unit members who are on authorized disability or sick leave, and are obligated to have a physical prior to reporting for work, shall not receive call-in or overtime pay. (0 �Jt6/(j 33 Article 14 TRANSFERS 14.1 It shall be the sole right of the Chief of Police to transfer bargaining unit members, in specialized units for disciplinary reasons provided however, that the bargaining unit member may appeal such a transfer under the grievance procedure set forth in Article 6 of this agreement. Bargaining unit members shall be notified six (6) calendar days prior to transfer, except when, the nature of a particular situation requires an immediate but temporary reassignment, or an employee returns to work on a limited light duty status and the bargaining unit member's physical limitations preclude the bargaining unit member from being assigned to his/her previous assignment. 14.2 A transfer means a change for more than five (5) consecutive working days, a change in hours, or a change in days off. Specifically excluded from the six (6) day notification requirement are temporary changes of hours or days off necessitated by special events (except for the special events of Calle Qclro, Three King's Parade, Martin Luther King's Parade or any draft event held on New Year's Eve, Art Basel), civil disturbances, acts of God, and other emergency situations as determined by the Chief of Police. The six (6) days' notice shall be waived upon consent of the bargaining unit member. M" [w V J Article 15 OVERTIME/COMPENSATORY TIME 15.1 For the term of this Agreement bargaining unit members shall be paid one and one half (1 %2) times their regular rate of pay for all work perforined in excess of a bargaining unit member's normal work day or in excess of a bargaining unit member's normal work week, and shall be considered overtime work. 15.2 Bargaining unit members performing compensable overtime work shall, at their discretion, be paid time and one-half (I I/2) at their straight time hourly rate of pay or shall be given compensatory time at the rate of time and one-half (I %2) for such work. This overtime rate shall be all-inclusive and no additional compensation in the form of additional holiday pay, etc., shall be paid. 15.3 The parties agree that the daily overtime requirements as set forth in this contract shall not apply in any fiiture FLSA litigation concerning a matter for which daily overtime is not currently paid or for off-duty maintenance of any take home equipment used in the scope of employment. Practices instituted by management are not subj ect to the foregoing sentence. 15.4 The maximum accumulation of compensatory time hours is two hundred (200). Any hours in excess of two hundred (200) will be paid out at current hourly rate. Bargaining unit members are encouraged to request compensatory leave far in advance as possible. Request for compensatory time must be made ten (10) days prior to the requested day(s). A maximum of forty (40) compensatory time hours per month shall be authorized to be utilized when minimum staffing cannot be maintained as determined by the Chief of Police or designee. A maximum often (10) compensatory time hours shall be authorized to be utilized on Friday, Saturday, or Sunday when minimum staffing cannot be maintained as detennined by the Chief of Police or designee. Compensatory time shall not be utilized in conjunction with vacation or training when minimum staffing cannot be maintained as determined by the Chief of Police or designee. If a request is made within twenty-four (24) hours, the request for approval will rest with the commanding officer. When minimum staffing cannot be maintained as 35 determined by the Chief of Police or designee, then compensatory time shall not be utilized during the holidays listed in Article 20 — Holidays, or during special events e.g., Halloween, Super Bowl, etc., when major deployment of personnel is required. Requests submitted within ten (10) days prior to the requested day(s), may be granted at the sole discretion of management pursuant to minimum staffing. When a bargaining unit member takes compensatory time off, the hours in his bank shall be appropriately reduced by such time off. If a bargaining unit member leaves the service of the City and cashes in his bank, the hours therein shall be valuated on the basis of the rate of pay earned by the bargaining unit member during the last pay period. 15.5 In the event, a state of emergency is declared due to an act of God, and the City Manager grants emergency leave, such leave shall not be included in determining eligibility for overtime. The bargaining unit member utilizing such leave shall be paid straight time for those hours worked in excess of their normal work day or in excess of their normal work week equal to the number of hours taken as emergency leave, before overtime shall apply. 15.6 The parties agree that overtime hours shall not be used in the computation of arriving at average earnings for purposes of establishing pension benefits. 15.7 The parties agree that assignments of overtime work shall rest solely with the Chief of Police. 15.8 The parties agree that the assignment of overtime work is on an involuntary basis and any bargaining unit member refusing assigmnent of such work is subj ect to disciplinary action as deemed appropriate by the Chief of Police. (T 4[0I[s 36 �N 4jo Article 16 4-10 WORD SCHEDULE 16.1 Those operations currently working a four (4) day, ten (10) hour work schedule will continue through the life of this Agreement. Bargaining unit members at the rank ofPQapt—a-4a-andrDetention Officers will not be entitled to work a 4-10 Work Schedule. 16.2 Should the Chief of Police determine the 4-10 Work Schedule in its entirety or in part is detrimental to the efficient operation of the Department, he may discontinue all or that portion of the 4-10 Work Schedule deemed to be inefficient after reviewing his reasons with the President of the Fraternal Order of Police, Lodge No, 20. Should there be a disagreement as to the discontinuance of the 4-10 Work Schedule, the F.O.P. may grieve according to the provisions of Article 6, Grievance Procedure. Discontinuance of the 4-10 Work Schedule may not occur Lidless the parties agree or an Arbitrator so rules. Nothing shall preclude Management from implementing a 4-10 Work Schedule in those divisions deemed necessary by the chief on a temporary or emergency basis not to exceed thirty (30) working clays. Such temporary or emergency 4-10 Work Schedule shall not preclude Management ending such assignments when Management determines the 4-10 Work Schedule is no longer necessary. yliI/I j o /r' Tort rty ro tl e nion SP DN -868764429-2247128 Article 17 STANDBY 17.1 Standby assignments issued by the City of Miami Police Department for reasons other than assigmments connected with a court appearance shall be compensated at the rate of time and one-half of the bargaining unit member's normal rate of pay with a minimum of three (3) hours. 17.2 Standby is defined as receiving instructions from authorized personnel to remain at a specific location for a stated period of time, 9 4I14�(4 38 Y 4�0 Article 18 WAGES 18.1 , 2015, bafgaining unit membefs will be flaee4 OR tile step sehedbile in Appeiidk A on the stef) that regeets tkeif euFr-ent yeafs of ,, emb Fs en th iv R w step -4 -For the duration of the Agreement bargaining unit members not at their maximum step will be eligible for step increases on their anniversary date. Effective the ocf 4e.' first full pay period following October 1. 2018, A21. ±1, 20191 ctober 1, 2020, aL4 4�tiH2� 2 .IanuaFy t 1 2916, lanuaf:y t'-201?, andTanu-aFy 1,20? 6, bargaining unit members will receive a -1-A AO -,e 3 =& percent (-I %) across the board increase to their base wages. q 1. I_ ` 18.2 Any bargaining unit member hired on or after the effective date of this agreement, and any existing bargaining unit member hired prior to the effective date of this agreement who did not already receive the FDLE certification bonus shall receive a one-time FDLE certification bonus of otic thousand sir hundred forty eight dollars ($1,648) upon completion of probation, regardless when his/her probation is completed. The FDLE certification bonus shall not be included in pension calculations of average earnings. 18.3 All new hires in the classification of Police Reemit shall be paid five percent (5%) per month less than Step 1 of the salary range of the classification of Police Officer until the recruit graduates from the police academy and passes the state certification exam at which time such bargaining unit member shall be eligible to be paid at Step 1 of the salary range. The period of probationary service shall not be less than eighteen (18) months nor more than twenty-four (24) months, unless extended by the department or unless provided otherwise in this article. Bargaining unit members hired directly as certified Police Officers with prior law enforcement experience from the City of Miami, not including corrections, who are not required 9) 91t,in I. to attend the academy, shall be placed at the pay steps in Appendix A commensurate with their years of prior Iaw• enforcement experience at the City not to exceed step 4 Newly hired bargaining unit members shall complete six (6) months of satisfactory performance in the Field Training Officer (F.T.0) program, which includes four (4) months riding with a field training officer and two (2) months riding solo, and further complete sir (6) months in Rill -duty status with satisfactory perfornzance. The period of probationary service shall not be less than twelve (12) months nor more than eighteen (18) months, unless extended by the department. 18.4 Upon retirement (all kinds, including vesting), bargaining unit members shall receive a retroactive salary increase of five percent (511'0) for the bargaining unit member's last or highest one (1) year's salary. The five percent (540) salary increase shall be reflected in the hourly pay rate for the purpose of calculating leave balance payoffs. The five percent (5%) salary increase shall not be applicable to overtime. 18.5 Any City of Miami employee, unless a former City of Miami police bargaining unit member as specified in 18.6, who transfers or is hired as a police officer into the City of Miami Police Department as a uniformed bargaining unit member shall be placed at a step in accordance with Appendix A, and serve a probationary period as specified in Section 18.3 above, 18.6 Former police bargaining unit members who left the employment of the City of Miami Police Department under honorable conditions, as determined by the Chief of Police in his/her sole discretion, and who were approved by the Chief of Police, shall be placed on a reemployment list provided the former bargaining unit member is a State certified police officer. The reemployment list shall be considered separate from the eligibility list for new hires. 6) q11111.3 Those on the rehire list may be hired by the Chief of Police at his/her sole discretion, as openings occur without regard to the eligibility list for new hires. In addition the following shall apply: A. Eligibility shall be limited to three (3) years following the effective date of resiornation. B. Under conditions set forth above, any former permanent City of Miami police officer who is reemployed, as a City of Miami police officer will be placed at a step in accordance with Section 18.3, C. Complete sic (6) months of satisfactory performance in the F.T.O, program, which includes four (4) months riding with a field training officer and two (2) months riding solo, and further complete sic (6) months in Aill-duty status with satisfactory performance. The period of probationary service for such employees shall be determined by the Chief of. Police in his/her sole discretion, but shall not be less than twelve (12) months nor more than eighteen (18) months, unless extended by the department. 18.7 Effective the first full pay period following October 1, 2-0-52018, bargaining unit members while active in the below listed assignments, shall receive a $2, five percent (50/0) pay supplement (to be prorated and paid on a bi-weekly basis) on their base rate of pay. Fi the 9fst Aill pay period follewiiqg October 1, 2016, this annualized Pay supplanientwill inereas'e A. Neighborhood Resource Officer B. Bomb SquadMounted Unit/Motors/K-9 C. Complaint Sergeant D. "Senior Uniform Patrol Officers" and "Senior Uniform Patrol Sergeants". The annualized pay supplement will only be paid to bargaining unit members assigned M } to non -administrative positions, excluding front desk officers. 1. Qualifications a) Senior Uniform Patrol Officer (a) Not less than fifteen (15) consecutive years of service as a sworn police officer in the department. (b) Currently assigned, and no less than previous two (2) consecutive years assigned to unit R., NE r the Field Operations Division. (c) No evaluations below satisfactory. (d) No sustained IA investigations with a reprimand as discipline within the past two (2) years. b) Senior Uniform Patrol Sergeant (a) Not less than fifteen (15) consecutive years of service in the department. (b) Currently at rank of Scrgeant and no less than two (2) Previous years as a Sergeant. (c) Currently assigned, and no Less than previous two (2) consecutive years assigned to uniform NET as a Sergeant, (d) No evaluations below satisfactory. (e) No sustained IA investigations with a reprimand as discipline within the past two (2) years. j ?. Under the below listed circumstances, bargaining unit members receiving "Senior Uniform Patrol Officers" or "Senior Uniform Patrol Sergeant- pay shall forfeit such pay when: a) Transferred out of uniform NET. b) Promoted. c) Relieved of duty or administratively reassigned (temporary loss during period). 3. Application for "Senior Uniform Patrol Officer" or "Senior Uniform Patrol Sergeant" pay shall be the responsibility of the bargaining unit member and shall be made via red line memorandum submitted through channels to the chairperson of the "Senior Uniform Patrol Officer" committee. 4. "Senior Uniform Patrol Officer" and "Senior Uniform Patrol Sergeant" pay committee. a) The "Senior Uniform Patrol Officer" and "Senior Uniform Patrol Sergeant" pay committee shall be comprised of one F.O.P, representative, one Department representative, and one representative chosen by the first two (2) members. The committee's function will be to review applications for recommendations of approval or denial to the Chief of Police for final approval. The committee shall also review appeals and disputes arising out of the granting or forfeiting "Senior Uniform Patrol Officer" or "Senior Uniform Patrol Sergeant" pays. The committee shall establish its own rules and procedures. F. "Police Officers (Investigators) and Sergeants (Investigators) assigned to the Office of the Chief, Investigations Division, Internal Affairs Division, Recruitment and Selection Unit, and Traffic Homicide who predominantly perform the duties of investigating cases as determined by the Chief of Police will receive the annualized pay supplement. The annualized pay supplement will only be paid to bargaining unit members assigned to non -administrative positions and either investigate or supervise the investigation of eases. 1. Qualifications (a) Not less than fifteen (15) consecutive years of service as a sworn police officer or sergeant in the department. (b) Currently assigned, and no less than previous two (2) consecutive years assigned as a police officer (investigator) or sergeant (investigator). (c) No evaluation below satisfactory. (d) No sustained IA investigations with a reprimand as discipline within the past two (2) years. 2. Under the below listed circumstances, bargaining unit members receiving Police Officer (Investigator) or Sergeant (Investigator) pay shall forfeit such pay when: (a) Transferred out of the position of Police Officer (Investigator) or Sergeant (Investigator), (b) Promoted, (e) Relieved of duty or administratively reassigned (temporary loss during period). 3. Application for Police Officer (Investigator) or Sergeant (Investigator) supplementary pay, shall be the responsibility of the bargaining unit 9 Lj(l/1Ig K�� I member and shall be made via a red -line memorandum submitted through channels to the chairperson of the Police Officer (Investigator) and Sergeant (Investigator) Committee. 4. Police Officer (Investigator) and Sergeant (Investigator) pay committee shall be comprised of one F.O.P. representative, one Department representative assigned to the Investigations Division, and one representative chosen by the first two (2) members. The committee's function will be to review applications for recommendations of approval or denial to the Chief of Police for final approval. The committee shall also review appeals and disputes arising out of the granting or forfeiting Police Officer (Investigator) and Sergeant (Investigator) pays. The committee shall establish its own rules and procedures. G. Certified Underwater Recovery Specialist Diver Assigned to the Marine Patrol Unit H. Effective the first fittl pav period following October 1, 2018, bargaining unit members and supervisors active or managing the Bomb Squad will receive a ten percent (10%) pav supplement (to be prorated and paid on a bi-weekly basis) on their base rate of pay. 1. Effective the first full pay period following October 1, 2018, bargaining unit members and supervisors active or managing the S.W.A.T. will receive a five percent (5%) pay supplement (to be prorated and paid on a bi-weekly basis) on their base rate of pay. b OetebeF , . b the b ') pay supplemeat en theif - WOM r �r_ - - — -� 18.8 Bargaining unit members active in the below listed assignments shall receive a pay supplement as indicated: A. Certified Instructors (CJIS) assigned to MPD Training Unit two percent (2%). B. Crisis Intervention Teams - two and one half percent (2.5%) C. Bargaining unit members active in the assignment of Field Training Officer will receive a five percent (5%) pap supplement (to be prorated and paid on a bi-weekly basis) on their base rate of pav, D. The two (2) bargaining unit members active in the assignment of Pilot will - receive a twenty percent (20%) pay supplement (to be prorated and paid on a bi-weekly basis) on his/her base rate of pay, E. Bargaining unit members active in the assignment of Drug Recognition Expert (DRE) Evill receive a five percent (5%) pay supplement on their base rate of pay. DRE Okelm (IS) assignments shall be limited to no more than t ( officers. a �7 18.149 All active sworn bargaining unit members shall receive Crime Prevention pay in the form of an annualized 52,700 pay supplement (to be prorated and paid on a bi-weekly basis). Crime Prevention pay shall be subject to pension deductions and applicable federal taxes and shalt be included in calculating a bargaining unit member's average earnings for pension purposes, All hours of leave of absence without pay shall be deducted from the Crime Prevention payment on the basis of one hour deduction for each hour of leave of absence. 18.4410 Any bargaining unit member, upon normal retirement from City service, or separating under honorable conditions, as determined by the Chief of Police in his/her sole discretion, who has served for a period of twenty-five (25) years or more, shall be granted, at the time of his/her normal retirement or honorable separation one hundred seventy-three and three tenths (173.3) hours of pay, provided such pay shall not be included in calculating a bargaining unit member's average earnings for pension purposes. 18.4411 Any pay supplements received shall be calculated on the bargaining unit member's base rate of pay. Pay supplements shall not be included in bargaining unit member's base rate of pay for purposes of calculation of overtime or for purposes of pay off of Sick Leave or Vacation upon separation or retirement from the City, but shall be included in calculating a bargaining unit member's average earnings for pension purposes, Should a bargaining unit member cease to be eligible for a pay supplement but continues to receive the pay supplement, said pay supplement shall be recovered by the City through biweekly pay deductions from the bargaining unit member's paycheck, Such biweekly deductions will be deducted at the same rate or amount as the bargaining unit member was overpaid. If the bargaining unit member ceases to be an employee of the City, any balance due will be deducted from any monies due the bargaining unit member, including retirement benefits, or at the City's option collected in any other legal manner. 18.12 Effective the first full pav period followin7 October 1, 2018, -Sshift differential supplemental pay shall be paid at a rate of 15% (to be prorated based upon hours worked between the hours of 6:00 p.m. and 7:00 a.m. and paid on a bi-weekly basis) on the bargaining unit members' base rate ofpay. +..r assigned . , k b,hs-een the heti,., of 6iOg „d 7.nn A bargaining unit member that works less than four (4) hours during the established shift differential time period (6:00 p.m. to 7:00 a.m.) will not be entitled to shift differential pay. Shift differential shall not apply to pay for time not worked. Shift differential shall not be used hi calculating a bargaining unit member's average earnings for pension purposes. 18.4-413 All changes in salary because of promotion, demotion, merit step increase, etc., shall begin to accrue the effective date of the change, but actual payment for the same shall not be made until the first full pay period following the effective date of change, 18.14 Leaves of absence without pay, or suspensions of any duration, shall cause the effective date of the merit increase to be deferred by the same number of work days equal to said leave. 18.15 Effeetive the est-ful-1 pay peed after OetebeF 1, 2044 -Bargaining unit members who have obtained or successfully obtain a college or university degree from an accredited university in the United States, with a field of study related to their job duties, will receive the £) Liel:itenai4t $.65 peheiir A bargaining unit member that works less than four (4) hours during the established shift differential time period (6:00 p.m. to 7:00 a.m.) will not be entitled to shift differential pay. Shift differential shall not apply to pay for time not worked. Shift differential shall not be used hi calculating a bargaining unit member's average earnings for pension purposes. 18.4-413 All changes in salary because of promotion, demotion, merit step increase, etc., shall begin to accrue the effective date of the change, but actual payment for the same shall not be made until the first full pay period following the effective date of change, 18.14 Leaves of absence without pay, or suspensions of any duration, shall cause the effective date of the merit increase to be deferred by the same number of work days equal to said leave. 18.15 Effeetive the est-ful-1 pay peed after OetebeF 1, 2044 -Bargaining unit members who have obtained or successfully obtain a college or university degree from an accredited university in the United States, with a field of study related to their job duties, will receive the follow•in, annual bonus (prorated and paid on a bi-weekly basis) upon successful completion of probation, regardless when his/her probation is completed: a. Associate in Arts Degree- $ 1,200 b. Bachelor's Degree- $2,400 c. Master's Degree- $3,600 d. Juris Doctor, Ph.D_, or Ed.D.- $4,800 It is the responsibility of the bargaining unit member to request for the degree bonus by submittin, a red line memorandum to the Director of Human Resources, through channels, accompanied by a certified true original of the college or university transcripts. The degree bonus shall not be included in pension calculations of earnings. 18.4-716 Any pay supplement, additive or extra pay that is paid because of a bargaining unit member possessing a particular certification, appointment, assignment, etc., shall cease to be paid effective the date the bargaining unit member no longer possess the certification, appointment, assignment, etc. 18.4417 Upon promotion, each bargaining unit member will receive a salary increase of 101/,0. Upon successful completion of the promotional probationary period in the higher classification, the promoted bargaining unit member shall receive an additional 51NO as to be executed within the City's pay structure. 991ilIq V�� Article 19 t TOTAL AGREEMENT 19.1 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 other bargaining unit member benefits through the Civil Service Board, the Mayor, or the City Commission during the life of this Collective Bargaining Contract. 19.2 Such Agreement precludes the initiation either directly or indirectly of any municipal legislation which would result in the alteration or cost increase of the benefits agreed to in this Collective Bargaining Agreement or to increase the cost of other bargaining wait member benefits not specifically provided for in this Collective Bargaining Agreement. 49 qtIDjf9 f1la Article 20 HOLIDAYS 20.1 The following days shall be considered holidays: New Year's Day Presidents' Birthday Memorial Day Independence Day Labor Day Martin Luther King Day Columbus Day Veterans' Day Thanksgiving Day Day after Thanksgiving Christmas Day 20.2 Any additional holidays declared by official directive of the City Manager shall be added to the above list. 20.3 Bargaining unit members performing work on any of the above holidays shall be paid time i and one-half (11/2) of their straight time hourly rate or shall be given scheduled compensatory time at the rate of time and half (11/2) but such pay for a holiday worked shall not be paid in addition to overtime pay. 20.0 All conditions and qualifications outlined in Article 15, titled "Overtime/Compensatory Time," shall apply to this Article. Hours of earned time accumulated under this Article, when added to the compensatory time earned under the Article titled "Overtime/Compensatory Time," shall not exceed two hundred (200). Those bargaining unit members who are assigned to administrative positions shall observe holidays on the same dates as the civilian employees of the City. q(jijj� Por the ity SPDN-868764429-2247128 w, - For Ch Union Article 21 Blank page (Reserved) u tX For the City .71 I S PDN -868764429-2247128 For th pion Article 22 UNIFORM/CLOTHING ALLOWANCE/CELLULAR PHONE ALLOWANCE 22.1 Upon ratification of the labor agreement by both parties commencing the first year of service, bargaining unit members shall receive a uniform allotment of four (4) uniform trousers/skirts, six (6) uniform shirts, and one (1) uniform hat for their first three (3) years, and one. allotment of shoes, leather, and web gear for the first year. Thereafter, every other year, they shall receive a choice of four (4) uniform trousers/skirts, six (6) uniform shirts, and one (1) uniform hat, or two (2) uniform trousers/skirts; two (2) uniform shirts, and one hundred and fifteen dollars ($115) of leather and accessories. In the selection of leather accessories and/or uniforms, the bargaining unit member will not be entitled to a credit or refund should such selection not equal the dollar amount specified above. 22.2 All sworn bargaining unit members, depending on assignment or exhibited need as determined by the Chief of Police or designee, shall be furnished one (1) set of Class C uniforms, one (1) set of rainwear, one (1) helmet, and one (1) winter jacket, which shall be replaced as needed. Upon request by a bargaining unit member one (1) bulletproof vest shall be initially provided. A replacement bulletproof vest shall be provided upon request by a bargaining unit member upon reaching manufacturer's expiration date or through such police related actions that makes the vest no longer safe for use as determined by the Chief of Police or designee. The bargaining unit member is responsible for requesting the initial issue and any replacement. 22.3 On a year when a bargaining unit member is not entitled to any uniformm allotment, he/she may request Lip to four (4) uniform trousers/skirts, six (6) uniform shirts, and one (1) uniform hat for replacement of damaged uniform as determined by the Chief of Police or designee, however, such replacement shall require the requesting party to turn in the uniform he/she is requesting to be replaced. S PDN -868764429-2247128 For th nion '31;�q11Y 22.4 Bargaining unit members who had purchased an approved bulletproof vest prior to the ratification of this .collective bargaining agreement by both parties, and did not yet receive reimbursement for the bulletproof vest of five hundred dollars ($500) for male officers, or five hundred fifty ($550) for female officers, shall be entitled to receive such reimbursement. Such purchased vest shall follow the Department's guidelines for replacement. Bargaining unit members who purchased and received reimbursement for their bulletproof vest shall not receive an initial bulletproof vest issue. The Chief of Police shall appoint a person to inspect and approve or reject all purchased bulletproof vests. Bargaining unit members with less than five (5) years of service at the time of separation shall return the vests to the City or bargaining unit members continuing their law enforcement career with another agency may be allowed to purchase the vest at fifty percent (50%) of cost. Upon separation of employment from the City under honorable conditions, a bargaining unit member with five (5) years of service inay retain his/her vest by making payment of fifty ($50) dollars to the City. Similarly, bargaining unit members who separate from employment under honorable conditions with ten (10) years of service shall be awarded his/her vest upon request. 22.5 As determined by the Chief of Police or designee, bargaining unit members shall reimburse the City for the repair or current replacement cost of lost, stolen, or damaged City equipment when the bargaining unit member's careless and/or negligent act(s) resulted in the loss, theft, or damage. A city issued vehicle damaged by a bargaining unit member will follow the Police Department Orders regarding City issued vehicle accidents. In any grievance of an action taken under this section, the City shall bear the burden of proof. 22.6 Bargaining unit members who, due to the nature of their assignments and/or job functions, are not required, in the sole opinion of the Chief of Police to wear a uniform hereafter "non -uniformed bargaining unit members" shall be entitled to a clothing allowance. Bargaining unit members For the City S P DN -868764429-2247128 V-111, union *la assigned to administrative or non -operational assignments in which the department provides uniform or alternative clothing shall not be entitled to a clothing allowance, All uniformed and non-Lmiformed assignments will be determined solely by the Chief of Police. 22.7 Authorized non -uniformed bargaining unit members shall receive a clothing allowance of fifty dollars ($50) per pay period. Authorized non -uniformed bargaining unit members who are absent without pay, on military leave, and/or on disability leave, shall receive no clothing allowance payments during the periods of absence. Authorized non -uniformed bargaining unit members not receiving a clothing allowance for any of the foregoing reasons shall begin to receive the allowance on the date of their return to regular duty as frill -time sworn police officers. Bargaining unit members temporarily transferred to a position that normally would entitle a bargaining unit member to receive a clothing allowance shall not receive the allowance unless his/her transfers exceeds thirty (30) consecutive working days. Bargaining unit members authorized to receive a clothing allowance as specified in this section may select, after their third (3rd) allotment of clothing as provided in Section 22.1 and thereafter, one (1) shirt and one (1) trouser/skirt or a combination of uniforms and leather accessories from a list provided by the department, not to exceed sixty five dollars ($65). Such selection shall be in lieu of the normal uniform allotment the bargaining unit member would otherwise receive as provided in Section 22.2 following his/her third year of employment. Replacement of these uniform articles shall occur as specified in Section 22.3. 22.8 Bargaining unit members who were not provided a City cellular phone and/or required to use cellular phones during employment, as determined by the Chief of Police or designee, shall receive a cellular phone allowance of seventy five dollars ($75) per month. Each bargaining unit member receiving a cellular phone allowance is required to purchase a cellular phone at their own For die ity Ford nior) S PDN -868 764429-2247128 71 -"rill expense. Bargaining unit members required to use cellular phones during the course of and as part of their employment must be accessible at all times by such phones and such phones must include voicemail. Upon request of the Chief of Police or designee, employees will be required to provide proof of payment of their cellular phone bills. S P DN -868764429-2247128 r For 1 lion Article 23 PREVAILING BENEFITS 23.1 . All job benefits in effect at the time of the execution of this Agreement heretofore authorized by the City Manager or benefits provided for by ordinance of the City Commission, not specifically provided for or abridged by this Agreement, shall remain in full force and effect for the duration of this Agreement. 23.2 The City and the F.O.P. will meet at the request of either party to negotiate any proposed changes in those rights and benefits not specifically covered by this Agreement, provided however no changes shall be made except where a waiver exists or where the change is negotiated in accordance with Chapter 447, Florida Statutes. 4� it? 55 ., k ell, Article 24 GROUP INSURANCE 24.1 The City agrees to pay six dollars and ninety-two cents ($692) per pay period toward the cost of life insurance and accidental death and dismemberment coverage as currently enjoyed by bargaining unit members. Life insurance and accidental death and dismemberment costs shall not be considered in the total plan costs and payment shall be calculated separately from the City's contributions to the total plan cost. 24.2 The F.O.P. plan participants shall contribute thirty five percent (35%) of the plan costs to the F.O.P. Health Trust. The City shall contribute sixty-five percent (65%) of the total plan cost. Total plan costs shall be determined on an annual basis by sound accounting practices and projections from a firm engaged by the F.O.P. Trust, The City reserves the right to conduct its own Actuarial and plan review to evaluate plan management and to verify the projections submitted by the F.O.P. Health Trust at no cost to the plan. Upon request, the F.O.P. Health Trust agrees to provide the City's designee and/or benefit consultants with all pertinent plan projections, plan design, and vendor arrangements. If there are any discrepancies between the findings of the City and the plan's management and projections of the Trust's Actuary which cannot be resolved, a mutually agreeable third party Actuary shall review the findings from both parties and render a decision. The decision of the third party Actuary shall be final and binding with regard to the determination. The third party Actuary will be a member of the Academy of Actuaries with the designation of Member of the Academy of Actuaries Association (MAAA) or a Fellow of the Academy of Actuaries Association (FAAA). The cost of the third party will be shown as a cost to the F.O.P. Health Trust and the City will pay sixty five percent (65%) as part of the total plan costs and the F.O.P. Health Trust shall pay 35%. To the extent there is an impact on the Trust due to the "Government Accounting Standards Board ("GASB") issued Statement No. 45, such impact will be excluded from the funding calculations for total plan cost as stated in the collection bargaining agreement. dig 56 The City reserves the right to request monthly claims reports for monitoring purposes and to conduct a projection analysis and plan review should the F.O.P. Health Trust fund drop below three million dollars ($3,000,000) at any time during the plan year in determining contribution adjustments. Plan adjustments will be made no more than once a year and implemented at the beginning of each calendar year. Based on the agreed projected total plan costs, the City shall contribute sixty five percent (65%) paid in equal bi-weekly amounts during the Plan year. The F.O.P. agrees that the City Manager has the right to appoint a representative to act as a non-voting member of the F.O.P. Health Trust Board to attend all regular and special meetings, including, but not limited to meetings with regard to plan design, plan costs, utilization, experience, and plan projection for upcoming plan years, and legal discussions pertaining to the F.O.P. Health Trust that do not involve the City of Miami. The appointed representative will sign a confidentiality agreement and follow the plan's rules and guidelines. HIPAA certification is required by the City's designees to attend these meetings, therefore, the F.O.P. agrees to provide such certification training. 24.3 If the total F.O.P. Health Trust field drops below three million ($3,000,000.00) over the combined twelve (12) months of each of the Funds' Fiscal Years, then the City agrees to reimburse the F.O.P. Health Trust for the difference bringing the F.O.P. Health Trust fiind balance up to the three million ($3,000,000.00) level. Should a reimbursement be necessary, the City shall pay the difference to the F.O.P. Health Trust within thirty (30) days of receiving notice of the specified Fiscal Year based on the Funds' financial statement and confirmed by the yearly audit and adjusted accordingly. For each Fiscal Plan Year, any claims older than three and one-half (3 1/2) months shall not be charged as a debit to bring the total of the fiind below the three million ($3,000,000.00) level. Delays in submitting claims caused by the review process and the ordinary course of processing claims shall not be subject to the three and one-half (3 1/2) month period. 57 Oltf �f Should the Fund level exceed six million ($6,000,000.00) dollars at the end of each Fund fiscal year then the F.O.P. Health Trust's total plan costs for the upcoming plan year shall be reduced by the excess amount over six million ($6,000,000.00) dollars. The benefit levels of the F.O.P. Health Trust shall not be changed if such changes would result in increased liability to the City in maintaining the three million ($ 3,000,000.00) level. 24.4 The F.O.P. shall maintain its own group health, life, and accidental death and dismembennent insurance plan. All current, future, and retired sworn police bargaining unit members shall be eligible to participate in the F.O.P.'s plan, but shall forfeit the right to participate in the City's plan. 24.5 Upon request, the F,O.P. and its insurance plan administrator shall permit the City to review any records related to the F.O.P.'s health insurance plan. 24.6 The F.O.P. shall indemnify, and hold the City harmless, against any claim, demand, suit, or liability and for all legal costs arising in relation to the implementation or administration of the F.O.P.'s health insurance plan. 24.7 The F.O.P. agrees to enroll sworn management personnel in its plan if those individuals elect such coverage. 24.8 If there is a dissolution of the F.O.P. Health Trust, all plan participants under the F.O.P. Health Trust will maintain the right to elect coverage under the City's current Health Benefit Plan. Additionally, the final dissolution of the F.O.P. Health Trust and distribution of any assets existing after all eligible claims are paid will be made jointly and agreed to by the City of Miami and the F.O.P. Health Trust Administration. 4) it4l 7 58 Article 25 DUES CHECK OFF 25.1 The City agrees to deduct F.O.P. membership dues in an amount established by the F.O,P. and certified in writing by an accredited F,O.P. Officer to the City from the pay of those bargaining unit members 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. 25.2 The City shall remit deductions of dues during the week following each biweekly pay period to a duly authorized representative as designated in writing by the Union. The F.O.P. shall remit to the City the amount of five hundred dollars ($500.00) per payroll year for administrative cost. This amount shall be payable in full at the beginning of each payroll year. 25.3 In the event a bargaining unit member'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 it will be the responsibility of the F.O.P. to collect its dues for that pay period directly from the bargaining unit member. 25.4 Deductions for the Union dues shall continue until either: a C. W E. Revoked by the bargaining unit member by providing the City with thirty (30) days' written notice that he is terminating the prior check off authorization, The separation of employment of the authorizing bargaining unit member, The transfer, promotion, demotion of the authorizing bargaining unit member out of this bargaining unit, The revocation or suspension of dues deduction as certified by the duly authorized Union representative or, The decertification of the F.O.P. as the bargaining unit. 0 �W'ld 59 �� Y�/Q 25.5 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 acts or omissions of the City, its officials, agents and bargaining unit members in complying with this Article. The F.O.P. shall promptly refund to the City any Rinds. received in accordance with this Article that are in excess of the amount of dues which the City has agreed to deduct. 25.6 This Article applies only to the deduction of membership dues and shall not apply to the collection of any fines, penalties, or special assessments. 90411V 60 � Nei° Article 26 F.O.P. TIME POOL A F.O.P. time pool is hereby authorized subject to the following: 26.1 The City agrees to establish a time pool bank of seven thousand (7,000) hours per fiscal year to be used in accordance with the provisions of this Article. All unused hours will be carried over to the following fiscal yeaf. 26.2 For each bargaining unit member, except the F.O.P. President, who is authorized to use time from the time pool, the President shall fill out the appropriate form as provided by the City. This form shall be processed through channels of the bargaining unit member who is to use the pool time The form must be processed so that a copy shall be in the Office of the Chief of Police a minimum of seven (7) calendar days prior to the time the bargaining unit member has been authorized to use the pool time. It is understood on rare occasions the seven (7) day time limit may not be met. The President shall then forward a detailed explanation to the Chief of Police as to why the seven (7) day rule wasn't met. Failure to file this properly completed pool time usage form within seven (7) days or failure to file an explanation with the Chief of Police as to why the seven (7) day time limit wasn't met, shall result in the bargaining unit member not being paid for all such time requested. 26.3 Bargaining unit members shall be released from duty on pool time only if the needs of the service permit, but such release shall not be unreasonably denied. If because of the needs of the service a bargaining unit member calmot be released at the time desired, the F.O.P. may request an alternate bargaining unit member be released from duty during the desired time. 26.4 F.O.P. Time Pool hours will be used on an hour for hour basis, regardless of the hourly rate of the bargaining unit member using Time Pool hours. In reporting a bargaining unit member's absence as a result of utilizing the Organization Time Pool, the daily attendance record shall reflect; S PDN -868764424-2247128 "Officer Doe on FOP" (F.O.P. Time Pool) 26.5 Any injury received or any accident incurred by a bargaining twit member whose time is being paid for by the F.O.P. Time Pool, or while engaged in activities paid for by the F.O.P. Time Pool, except the F.O.P. President and two designees when on frill -time release shall not be considered a line -of -duty injury, nor shall such injury or accident be considered to have been incurred in the course and scope of his/her employment by the City within the meaning of Chapter 440, Florida Statutes as amended, except for injuries sustained in Miami -Dade, Broward or Monroe Counties while in the course of attempting to halt a felony in progress or apprehending a fleeing felon. 26.6 Upon written request through channels, the F.O.P. President and the two (2) designees will be released for the term of this Agreement from his or her regularly assigned duties for the City of Miami Police Department. The terms of this Agreement for such release are only to be implemented if the following qualifications are met by the F.O.P.; A. The F.O.P. President and the two (2) designees will reasonably be available at the F.O.P. office currently located at 710 SW 12th Avenue, Miaini, Florida, 33135, for consultation with the Management of the City. B. The F.O.P. President and the two (2) designees shall be the only Bargaining Unit representatives released to appear before City Boards or Commission. Release for appearances before City Boards shall be on "F.O.P." time pool and release for appearances before the City Commission shall be designated as Administrative Leave (AL). In the absence of the President, the President's two (2) designees may represent the F.O.P.; however, the designee must comply with Section 26.2. of this Article. For t ie City For t e i pion S PDN -368764429-2247128 C. The Time Pool will be charged for all hours during which the F.O.P. President and the two (2) designees are on off-duty release except that absence due to use of vacation leave, sick leave, holidays, or compensatory leave will be charged to the President and designee's leave accounts. 26.7 All applicable rules, regulations and orders shall apply to any bargaining unit member on time pool release. Violations of the above-mentioned rules, regulations and orders shall subject the bargaining unit member on pool time to the regular disciplinary processes currently provided for in the Miami Police Department. 26.8 The City reserves the right to rescind the provisions of this Article in the event any portion of the Article is found to be illegal, but shall not preclude further negotiations of future bargaining unit member pool time. 26.9 Members of the bargaining unit who are elected executive officials of the Fraternal Order of Police shall be permitted to attend one meeting each month of the Fraternal Order of Police without loss of pay subject to prior lazowledge and approval of the Chief of Police. Pay for elective officials who are on duty shall be charged against the F.O.P. Time Pool. The monthly meetings shall be limited to two (2) hours and shall involve no more than eleven (11) executive officials. S P DN -868764429-2247128 �, � (--,J - Folk nion Article 27 DISCRIMINATION i 27.1 No bargaining unit member covered by this Agreement will be subjected to discrimination with regard to any job benefits or other conditions of employment because of age, race, religion, national origin, sex, talion affiliation, disability or sexual orientation. 27.2 Any bargaining unit member as a condition of relying upon this contractual provision in a grievance proceeding expressly and knowingly waives any further statutory or constitutional right to sue based upon a similar claim. 9 (9 00119 1 64 Article 28 BEREAVEMENT LEAVE 28.1 Any bargaining unit member covered by this Agreement may, in the case of death in the immediate family, be authorized up to a maximum of forty (40) hours of paid leave. Said paid leave time shall be utilized by the bargaining unit member within fourteen (14) calendar days from the date of the immediate family member's death. The immediate family is defined as father, mother, sister, brother, husband, wife, domestic partner (who meets the criteria of the FOP Health Trust), children, father-in-law, mother-in-law, grandparents, spouse's grandparents, stepfather, stepmother and/or legal guardian as specified by court documentation submitted to the Department of Human Resources, Division of Labor Relations. Within thirty (30) calendar days from the date the bargaining unit member retunis from a death in the family, the bargaining unit member 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 Department of Human Resources. Failure to produce the death certificate will result in the bargaining unit member reimbursing the City for any paid leave taken under this Article. Any bargaining unit member found to have falsified his application for a "K" day will be disciplined up to and including dismissal. 28.2 It is understood that under certain circumstances the bargaining unit member will be unable to obtain a death certificate. In this event, in lieu of a death certificate, the bargaining unit member shall submit a newspaper account showing the death and the relationship of the deceased to the bargaining unit member and/or other appropriate criteria as deemed appropriate by the Department of Human Resources, Division of Labor Relations. qfo 65 y�,D Article 29 COMMENDATION PAID LEAVE 29.1 The Chief of Police, upon approval of the City Manager or his designee, may grant up to forty (40) hours of paid leave to any bargaining unit member whose job performance is of such an exemplary or heroic nature as to warrant this special consideration. This Article shall not be subject to the Grievance Procedure or arbitration. ��6lli 66 Article 30 FAMILY MEDICAL LEAVE AND LEAVE WITHOUT PAY 30.1 Bargaining unit members may request a leave of absence without pay in accordance with the Family and Medical Leave Act of 1993 (FMLA), or the Miami -Dade County Family Leave Ordinance. 30.2 Bargaining unit members may take FMLA leave of absence without pay not to exceed ninety (90) days in a twelve (12) month rolling period for the birth or adoption of a child, to care for an immediate family member with a serious health condition, or the bargaining unit member's own serious health condition, eligible deployment/return from deployment rights or any other FMLA eligible event. 30.3 Upon approval of the Chief of Police, and the City Manager or his/her designee, a leave of absence without pay, for a period not to exceed six (6) months, may be granted for the purpose of a bargaining unit member entering upon a course of training or study directly related to the bargaining unit member's job, expected improve the quality of the bargaining unit member's service to the City. Upon request, such leave of absence without pay may be extended for an additional six (6) months upon the approval of the Chief of Police and the City Manager or his/her designee. Any bargaining unit member requesting leave of absence without pay under this Section shall submit to the Chief of Police evidence of registration upon entering each quarter/semester of school. 30.4 Upon approval of the Chief of Police, and the City Manager or his/her designee, a leave of absence without pay may be granted for a period not to exceed ninety (90) days. Approval or denial of said leave of absence without pay is at the sole discretion of the City Manager or his/her designee and shall not be reviewable through the Grievance Procedure, including arbitration, or appealable to Civil Service Board. (PY101a 67 � ylv 30.5 Bargaining unit members who desire to take a leave of absence without pay for any reason specified in this Article, excluding serious health condition, must first use all accrued vacation, sick and compensatory leave prior to taking a leave without pay. A bargaining unit member requesting leave without pay for a serious health condition under the Family and Medical Leave Act must first use all sick, vacation, and compensatory leave prior to taking leave without pay. 36.6 Unless required by law, bargaining unit members who take a leave of absence without pay pursuant to this Article shall not accrue seniority or leave time. At the expiration of aleave of absence without pay, the bargaining unit member shall be returned to the position vacated when said leave of absence without pay was granted unless otherwise prohibited by physical limitations. Leave of absence without pay during the required probationary period of service shall extend the probationary period equal to the length of time used during the said leave of absence without pay. 30.7 The acceptance of another position or engaging in other employment by the bargaining unit member while on a leave of absence without pay shall constitute an automatic voluntary resignation from the service of the City of Miami without right to review through the Grievance Procedure, including arbitration, or by Civil Service, a court of law, administrative agency, other governmental body or any other authority. Such resignation may only be appealed to the Director of Employee Relations or designee who will meet with the F.O.P. President and if the parties do not agree on rescinding the resignation, the resignation shall be final and binding as of the date the employee accepted another position or engaged in other employment as described herein. 68 1 �V �Q, L% Article 31 VACATION 31.1 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. If a bargaining unit member is employed prior to the 15th of the month, it shall be considered as a full month of service and count in prorating vacation. 31.2 Earned personal leave shall no longer be credited to bargaining unit members and shall cease as available time. (Note: the fourteen (14) hours of earned personal leave was incorporated into the vacation leave accrual). 31.3 Bargaining unit members shall accrue vacation in accordance with the following schedule: 1----- 5 years ---------------------------- 94 hours 6-----10 years --------------------------- 134 hours 11---15 years --------------------------- 154 hours 16 ---20 years --------------------------- 174 hours 21---25 years --------------------------- 194 hours 26 ---and over--------------------------- 214 hours Bargaining unit members will not be credited with anniversary vacation. 31.4 Vacations shall be taken by the last payroll period of the calendar year in which the vacation was credited. Bargaining unit members shall only be allowed to carryover two hundred (200) hours of the previous year's credited vacation. Any excess vacation over the two hundred (200) hour automatic carryover shall be forfeited as of the last payroll period of the calendar year in which the vacation was credited, and no exceptions to the maximum carryover allowance shall be permitted absent the express written approval of the City Manager. Bargaining unit members with unused accrued vacation hours in excess of two hundred (200) hours as of October 1, 2012 shall have those hours in excess of two hundred (200) hours grandfathered. Bargaining unit members who were on disability at the time of their scheduled vacation shall be paid for all excess vacation over two hundred oil 69 (200) hours at the rate of pay the bargaining unit member was earning at the time the bargaining unit member was placed on disability. If a bargaining unit member has a vacation for which he/she was eligible and previously approved cancelled clue to staff shortage or emergency conditions, and is not permitted to reschedule by the end of the calendar year, he/she shall be paid for any hours in excess of two hundred (200) hours which would have been forfeited. These hours will be paid up to eighty (80) hours and at the bargaining unit member's current hourly rate of pay. 31.5 A bargaining unit member's annual vacation accrual shall be reduced for leaves of absence without pay and suspensions. The bargaining unit member's annual vacation accrual shall be reduced on a yearly basis in accordance with the following schedule: Hours Without Pay Penalty 88 - 176 Hours 1 month annual vacation accrual 177 - 349 Hours 2 months annual vacation accrual 350 - 522 Hours 3 months annual vacation accrual 523 - 695 Hours 4 months annual vacation accrual 696 - 868 Hours 5 months annual vacation accrual 869 - 1041 Hours 6 months annual vacation accrual 1042 - 1214 Hours 7 months annual vacation accrual 1215 - 1387 Hours 8 months annual vacation accrual 1388 - 1560 Hours 9 months annual vacation accrual 1561 - 1733 Hours 10 months annual vacation accrual 1734 - 1906 Hours 11 months annual vacation accrual 1907 - 2080 Hours 12 months annual vacation accrual 31.6 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. Vacation leave may be granted by the Police Chief or designee on an emergency basis. Upon separation of the bargaining unit member from City service the bargaining unit member shall be paid for all earned vacation at the bargaining unit member's hourly rate. 31.7 Request for vacation payout shall be submitted to the Department of Human Resources, Division of Labor Relations for approval. Approval may be granted for emergencies or extraordinary circumstances. Proper backup documentation shall be submitted with the request for payment to the 70 014 (11 a Vf G Article 32 BLOOD DONORS 32.1 Bargaining unit members covered by this Agreement who volunteer as blood donors to contribute to City approved Blood Donor Organizations will be authorized the absence necessary to accomplish this purpose. The Blood Donor Organization's personnel will determine what amount of time the donor will need from the point of donation till they are released to go back to work. 9 72 Article 33 SICK LEAVE 33.1 The parties agree that care and discretion shall be exercised by Management and the F.O.P. in order to prevent the abuse of sick leave privileges, Absences for trivial reasons must be discouraged. To determine the extent or reasons for a bargaining unit member's absence on sick leave, the bargaining twit member's immediate supervisor or a Management designee may visit the home of the bargaining unit member on sick leave with pay. In cases where Management suspects that a bargaining unit member is malingering, sick leave with pay shall not be granted. 33.2 Permanent bargaining unit members who are in pay status at least one hundred and twenty (120) hours per month shall accrue up to eight (8) hours sick leave per month, to be utilized in not less than one (1) hour increments. 33.3 Bargaining unit members in probationary status will accrue sick leave in accordance with Section 33.2,, however, no sick leave with pay will be granted during the employee's first ninety (90) days of employment. 33.4 To receive sick leave with pay, a bargaining unit member must notify his/her immediate supervisor or designated Police Department personnel of illness at least fifteen (15) minutes before the scheduled starting time of his/her shift. The bargaining unit member is responsible for notifying a supervisor within his/her District/assignment each day he/she is out ill, unless previously approved by a supervisor. 33.5 Any bargaining unit member 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. 33.6 Other banked leave time may be substituted for sick leave only when a bargaining unit member has depleted all of his/her sick leave bank. " �� 73 When a bargaining unit member has depleted all of his/her leave time balances and has not been approved for Family Medical leave as outlined in Article 28 of this Agreement, he/she will be as follows: -- Illness without Pay 33.7 All bargaining unit members covered by this Agreement may be allowed to use up to eighty (80) hours of accrued sick leave in any one calendar year due to serious injury or acute illness of any actual member of the bargaining unit member's immediate farnily. The immediate family shall be defined as father, mother, sister, brother, husband, wife, domestic partner (who meets the criteria of the FOP Health Trust), children, father-in-law, mother-in-law, grandparents, spouse's grandparents, stepfather and/or stepmother. 33.8 Bargaining unit members who have not utilized any sick leave and/or who have not been on disability or in a leave without pay status for the full payroll calendar year shall receive eight (8) hours of commendation paid leave. 33.9 Bargaining unit members covered by this Agreement who exercise normal retirement (excluding bargaining unit members who leave on vested rights) shall be paid for one hundred percent (100%) of accumulated sick leave up to one thousand (1,000) hours and fifty percent (50%) of accumulated sick leave above one thousand (1,000) hours. 33.10 Bargaining unit members with ten (10) or more years of service who tenninate employment with the City under honorable conditions shall receive a cash payment equal to one-fourth (1/4) of their unused accumulated sick leave. 33.1.1 Bargaining unit members with fifteen (15) or more years of service who terminate employment with the City under honorable conditions shall receive a cash payment equal to one-half (1/2) of their unused accumulated sick leave. 33.12 Bargaining unit members who are terminated from employment, forfeit all sick leave payout. . 1) o`% 74 33.13 Payoff for accumulated sick leave shall not be used to calculate average earnings for pension purposes. 33.14 When a bargaining unit member is unable to work due to an extended, non -work related illness and the bargaining unit member's sick leave, earned time, and vacation time are fiilly depleted, employees may donate credited vacation and/or earned time to the affected bargaining unit member in increments of four (4) hours or more. Such time may only be donated by employees whose hourly rate of pay is equal to or greater than that of the donee. Such donations of time shall be submitted for approval to the Director of Human Resources or designee on a form to be provided by the City. Except as provided above, donations of leave time shall not be authorized. Should there be extraordinary circumstances beyond what is contained in this Article, a bargaining unit member may request consideration from the Director of Human Resources or designee for a time transfer. The Director of Human Resources or designee decision shall be final. 33.15 Bargaining unit members who are eligible for retirement may, at their sole discretion, make an irrevocable election in the calendar year prior to the calendar year in which the bargaining unit member severs service with the City of Miami to convert any portion of their accumulated sick time to vacation time at the time of severance of service. The conversion of sick time to vacation time shall be at the rate of one hundred percent (100%) of accumulated sick leave up to one thousand (1,000) hours and fifty percent (50%) of accumulated sick leave above one thousand (1,000) hours. 33.16 Effective upon implementation of the Post Employment Health Plan, bargaining unit members covered by this Agreement shall have credited to their Post Employment Health Plan account one hundred percent (100%) of accumulated sick leave up to one thousand (1,000) hours* and fifty percent (50%) of accumulated sick leave above one thousand (1,000) hours at time of severance of service with the Department, including any vacation converted under Article 31, Section 31.9.* 75 �- 71/D *NOTE: Any vacation leave time balances that are converted to sick leave under Article 31 - Vacation, Section 31.9 shall be added over and above the 1,000 hour limitations set forth in Section 33.15. irg Article 34 SUBSTANCE/ALCOHOL - PERSONNEL SCREENING 34.1 In an effort to identify and eliminate on or off duty controlled substance abuse and on duty alcohol abuse, a bargaining unit member will be ordered to undergo a urinalysis/blood test immediately upon notification as provided herein: A. Following any vehicular accident occurring on -duty, on an off-duty detail, or traveling to or from same, and/or involving bargaining unit member(s) while driving a City vehicle or rented vehicle, where a staff level officer has reasonable belief based upon objective factors that the involved bargaining unit member(s) may be under the influence of alcohol or any controlled substance, unlawful, mind - altering, or non -physician prescribed drugs. B. Where a staff level officer has a reasonable belief, based upon objective factors that a bargaining unit member is under the influence of any illegal drug or controlled substance not prescribed for him/her by a licensed physician. 1) If the reasonable belief giving rise to the testing order arises while the bargaining unit member is on duty, a reasonable effort shall be made to have the test performed while he/she is still on duty or as soon thereafter as is practical. 2) In the event that the reasonable belief arises while the bargaining unit member is off duty and the bargaining unit member is not at the scene of an accident, arrest, or other event he/she shall be directed to undergo a urinalysis/blood test immediately unless there are compelling reasons to wait until the next tour of duty or the next morning, whichever occurs first. C. Where a staff level officer has a reasonable belief that a bargaining unit member is under the influence of alcohol on duty, or off-duty, while driving a City vehicle or (D 91t, //f rented City vehicle, or while covered for portal to portal pay for workers' compensation. 34.2 Random Substance Screening A. Throughout each calendar year the City may conduct up to one thousand two hundred and fifty (1,250) random substance screenings on members of the bargaining unit. A bargaining unit member may be randomly selected no more than two (2) times during each calendar year and notified that he/she must report for testing. B. Bargaining unit members selected for random substance screening shall report to either a hospital or accredited testing laboratory, as chosen by the City. The hospital or accredited testing laboratory shall include sufficient safeguards to ensure that proper chain of custody procedures is enforced. C. The following drugs or classes of drugs and cut off concentration levels shall be applicable for determining whether specimens are negative or positive for the initial or confirmation test. A positive result shall be a concentration in excess of the following: Initial Test Level (ng/ml) GC/MS Level (ng/ml) Anabolic Steroids In accordance with industry standards Cannabis (Marijuana) Metabolites 50 Cocaine Metabolites 300 Opiate Metabolites 2000 15 150 In accordance with levels specified by Department of Human Services Federal Phencyclidine 25 Amphetamines 1000 Methaqualone 300 Methadone 300 Propoxyphene 300 Tricyclic Antidepressants 300 Ketamine Gamma-hydroxybutyrat Register, Part III, dated April 13, 2004. 25 500 150 150 150 150 25 — until Federal and State "Industry Standards" are established 150 until Federal and State "Industry Standards" are established Methylenedioxymethampetamine 300 150 (MDMA, Ecstasy) (Additional drugs may be added to the list as dictated by applicable law or upon mutual agreement of the parties.) D. Bargaining unit members shall give either a blood sample (only to be used for testing blood alcohol content), or a urine sample as directed by management, at either a hospital or accredited testing lab, chosen by the City. During said test, the bargaining unit member shall provide sufficient urine for the laboratory to secure two (2) samples to be tested. The first sample will be used for the test and confirmation of same. The reserved sample shall be tested. (R `jlull� E. Bargaining unit members may, upon request, have an F.O.P. representative present on laboratory premises during the collection procedure, provided that the test will not be postponed for more than sixty (60) minutes. A telephone call will be made to the F.O.P. President advising of said pending test, but in no instance will the sixty (60) minute waiting rule be waived. F. Any test showing a "positive" result will be confirmed by the Gas Chromatography/Mass Spectrometry (G.C.M.S.) method or other industry standard method before administrative action is commenced, by testing the second portion of the sample tested. G. Pursuant to applicable law, a medical review officer (MRO) shall notify the Bargaining unit members of a positive result. Notice to the bargaining unit member of the test being positive shall be considered to have been served upon the bargaining unit member by the MRO upon oral communication. H. All chemical tests shall be conducted as soon as practical, preferably the same day. I. The F.O.P. will be advised of passed or failed tests to the extent that the releasing of such data is not inconsistent with Federal or State laws regarding the privacy of said test, unless the individual involved does not want the test results released to F.O.P. 34.3 Where a bargaining unit member alleges that an order made under this section is not consistent with the criteria cited herein, he shall comply with the order, and may simultaneously file a protest with the communicator of the order. Disputes arising out of such protests shall be arbitrable under Article 6 of this Agreement. 34.4 Refusal to comply with an order to submit to substance/alcohol screening will constitute grounds for termination. The bargaining unit member refusing to be tested shall be placed on leave without pay pending the final determination. 34.5 Any positive test for a controlled substance which is confirmed by G.C.M.S. or better testing shall result in discipline up to and including dismissal. The bargaining unit member refusing to be tested shall be placed on leave without pay pending the final determination. 34.6 Any positive test of alcohol which is confirmed shall result in discipline up to and including dismissal. The bargaining unit member refusing to be tested shall be placed on leave without pay pending the final determination. 34.7. In the event that the results of the urinalysis/blood test_ are positive, the following criteria will apply: A. The employee at his/her own cost shall, within seventy-two 72) hours of a positive test notification (excluding weekends and holidays), enter and remain in a drug/alcohol program approved by the City and the Union until the ap rp oved program administrator is able to state that he/she has successfiilly completed the program, including aftercare. While in the program, the employee will be allowed to return to work if the program administrator approves, if not, the employee may be suspended until the program administrator approves return to work. Such suspension shall not exceed six months. If the employee cannot return to their regularly assigned position after six (6) months, they shall be dismissed. If the employee does not successfully complete the program, he or she will be terminated. 34.8 Employees shall not be permitted to work until program administrators feel certain there is no possibility are using drugs and submit this opinion in writing to the City. If and when the employee successfully completes the in-patient portion of the program, as determined by the program administrator, the employee shall be allowed to return to work. A. Upon being notified of a positive test, the employee will be immediately relieved of duty. If relieved of duty, the employee, if eligible, will use all of his/her earned time, vacation time, and sick time, and then he/she will go off the payroll. (W 9i1l'3 kl� B. If the employee fails to enter, participate in and/or successfully complete any part of the rehabilitation program, including any program, the employee shall be terminated from his/her employment with the Citys C. Effective upon ratification of the labor agreement, employees cleared to return to _work by rehabilitation administrators, shall be subject to substance screenings at management's discretion for a period of two (2) years from the date the employee returned to work. The City will be limited to a maximum of six (6) screenings per twelve (12) month period. Employees tested shall be entitled to a second or confirmatory test as outlined in this Article. Bargaining unit members who decline to offer a sample for the confirmatory test shall have the reserve portion of the first sample utilized as outlined by this article. Bargaining unit members who test positive to a confirmatory test shall be terminated from employment with the City. E. Effective upon ratification of this Agreement, bargaining unit members will be entitled to one chance at a successful rehabilitation during their employment with the City. Bargainingunit members who have been through at least one (1) rehabilitation program, who are screened shall be entitled to a separate second or confirmatory test as outlined in this article. Bargainingunit members whose sample tests positive on confirmatory test shall be terminated from employment with the City. Article 35 HEART BILL/PHYSICALS 35.1 Upon ratification of this collective bargaining agreement by both parties, bargaining unit members who during the course of their employment with the City, demonstrate having any condition or impairment of health caused by tuberculosis; heart disease, or hypertension resulting in total or partial disability or death shall be prestuned to have been accidental and to have been suffered in the line of duty unless the contrary be shown by competent evidence. However, any such bargaining unit member shall have successfiilly passed a physical examination upon entering into service as law enforcement officer, which examination failed to reveal any evidence of any such condition. Such presumption shall not apply to benefits payable under or granted in a policy of life insurance or disability insurance, unless the insurer and insured have negotiated for such additional benefits to be included in the policy contract. 35.2 This section shall be construed to authorize the City to negotiate policy contracts for life and disability insurance to include accidental death benefits or double indemnity coverage which shall include the presumption that any condition or impairment of health of any bind caused by tuberculosis, heart disease, or hypertension resulting in total or partial disability or death was accidental and suffered in the line of duty, unless the contrary be shown by competent evidence. SPDN -868764429-2247128 Po the n n Article 36 SWORN OFFICERS KILLED IN THE LINE OF DUTY 36.1 Any full-time Sworn Miami Police Officer who is killed while in the performance of his or her official duties or who subsequently dies from injuries within twelve (12) months of the incident from his or her wounds shall be given a promotion to the rank of Major. Leave balances will be paid off at the hourly rate of the newly promoted rank. The beneficiary of the deceased shall receive a sum of two hundred thousand dollars ($200,000) from the City of Miami upon said bargaining unit member's death. Application shall be made to the Department of Human Resources for payment of such death benefits. Iiv 83 � 5/0 Article 37 NON DUTY COURT APPEARANCE 37.1 Attendance in court in response to legal order or subpoena to appear and testify in private litigation not in connection to bargaining unit member's official duty, but as an individual shall be taken as vacation, compensatory leave, or leave of absence without pay. Attendance in court in response to a subpoena to appear and testify in connection with a bargaining limit member's official duty, including being called as a witness by the defense (excluding testimony as a character witness) shall, if testimony is given while on duty be paid at the bargaining unit member's straight hourly rate or, if testimony is given while off-duty be paid at one and one half (1 1/2) times the bargaining unit member's straight time rate and considered overtime worked. Article 38 RESERVED k /-/// t) Article 39 PENSION 39.1 The pension benefits and employee contributions of employees covered by this Agreement shall remain unchanged as they presently exist as currently set forth in —1 Parties adopt Section 40-191 through 40-212, Miami City Code, of the City of Miami Firefighters' and Police Officers' Retirement Trust ("FIPO"), except as modified below su eet t n,. cele- 45.6. Effective October 1, 201$, bargaining unit members who were vested into their pension benefits on or before September 26, 2010, shall have the pension benefits in accordance with the provisions of the FIPO in effect on September 26, 2010. Those bargaining unit members shall be eligible to participate in the Backdrop Option set forth in section 39.3, below, or the Front Drop with the option of electing pp to seven () years, but not both. Effective September 30, 2021, bargaining unit members who were not vested into their benefit on or before September 26, 2010, shall have the pension benefits in accordance with the provisions of the FIPO in effect on September 26, 2010, with a cap on benefits of one hundred and. twenty thousand dollars ($120,000.00). Those bargaining unit members will remain eligible to participate in the Backdrop Option set forth in section 39.3, below. Employee pension contributions The employee pension contribution will be seven percent (7%) of compensation for all employees hired before October 1, 2012. For all employees persons hired on or after October 1, 2012, the employee pension contribution shall be ten percent (10%) of compensation. 39.2 In the event the City decides to pursue the issuance of a securitized instrument as an asset to FIPO, the City and the Union agree to negotiate a sharing arrangement for a portion of the savings. 0 4' j l f JI -S U V 39.3 BACKDROP option. A Backdrop benefit option shall be implemented on January 1, 2013, The Backdrop option shall be implemented for members who were not vested in the Plan on December 31, 2012, yeti • r.f �linil,ili+<n ..f'1.1,.� oF� ..�;Y a rin4a „-1 nll •+l 1,',-arl nr, ..�•o.• 1.1-..,f r1.,4o nl'� 11 elll\+AA b �jr GCC -pal � hglble-for the- BackdFop option, b t ,Y1 11 not be eligible FVA the DR P Anyone 1' ible4e-rie ferwsrdIOP as o -f Jar��rar=y�94-,3, Vested members as of December 31, 2012, remains eligible for the forward DROP, or in the alternative are &it-presei tly exists and anyone eligible r f,�t f, ward-DkO�� tanEk'iry f� 2z'r3=;�h o el�easos��et to enter the forward DROP , _ -s eligible for the Backdrop. Members who become vested on or after January 1, 2013, shall only be eligible for Backdrop, A nyone with aeofued pension benefits vested prior Octel�er-1, 24QL- WIll r€rrrair� e1;'blet the .�+;n 711?flA +' � �1 l benefits. h �r i�crrrg DROP grogram op" -,-n for these aeeFaed b (a) An eligible employee who elects the Backdrop option shall receive a monthly Benefit payable on the employee's actual retirement date (date of retirement and separation from City employment) based on the benefit the employee would have received if he/she had left City employment and retired on an earlier date after attaining normal retirement eligibility ( the "Backdrop date"). In addition, an eligible employee who elects the Backdrop option will receive a lump sum payment equal to the accumulation of monthly retirement benefit payments he/she would have received during the period following the Backdrop date through the actual retirement date ("Backdrop period"), plus interest at the rate of 3% per year, compound annually. An eligible employee may elect a minimum Backdrop period of I year and maximum Backdrop period of up to seven years. An eligible employee who elects the Backdrop option must select 01114Y the normal form of benefit or an optional form of benefit in accordance with section 40-203(m) at the time of electing the Backdrop option. The employee's monthly benefit as well as the lump sum payment under the Backdrop option is based on the fonn of benefit selected. (b) Employees are eligible to elect the Backdrop option after completing one year of creditable service following the nortmal retirement date. TB«ekdr-ep elleetiall Must be zmade within10 • after beee°mifi e ibi'P�€^,- normal retirement.- The maximum Backdrop period is 7 years. Eligible employees who wish to elect the Backdrop option must provide written notification to the Department Director and the Department of Human Resources at least 8 months prior to the employee's retirement date; provided a lesser notice period may be approved by the City Manager due to special circumstances. Employees are not required to elect the Backdrop option. (c) All or part of the lump stun payment under the Backdrop option may be rolled over to an eligible retirement plan or IRA in accordance with federal law. If the back DROP is ever terminated, for any reason, the rights of all persons then in the DROP shall not be diminished or impaired. Additionally, if the back DROP is ever terminated, all persons who are then eligible for a back DROP will still be eligible for a 7 year back DROP. The Board of Trustees of FIPO shall develop operational rules for the implementation of this provision. The parties agree to support the change of the approved actuarial cost method from the current aggregate method to the Entry Age Normal actuarial cost method based on reasonable amortization periods and assumed payroll growth with an expected reduction in contribution requirements of approximately 2.58 million dollars estimated using a 25 year amortization period and 3% payroll growth. If legally necessary or legally required, the parties agree to jointly petition the Circuit Court judge in the case of Gates v. City of Miami to alter the judgment accordingly, to be effective for the plan year beginning October 1, 2012. Upon receipt of approval from the Court, the City shall implement the change by ordinance. 39.4 Service Retirement Benefit Multiplier after October 1, 2181-E; All bargaining unit members shall be entitled to receive a retirement allowance equal to three percent (3%) -of the member's average final compensation multiplied by years of creditable service_ for the first 15 years of such creditable service and three and one-half percent (3.5%) of the member's average final compensation multiplied by the number of years of creditable service in excess of 15 years, subject to the maximum retirement allowance contained in the retirement plan. 3�.5 Serviee Retirement rk ixsi-mltt,ri Aae 4n FIPQ will be inn dified to reflect that +1Feizvr'rriicI retirement age f r a Yt_o4 employed of a fteid Oeteber 1, 2016, -shall b& -changed ge sen4ee to, minimumFi yr ctge AIn "v 4f1v rc- teirvi�m f o f er,„aitable s erJ,aj1�T �_z Article 40 BID PROCESS/SENIORITY 40.1 The Department shall be limited to a once per year citywide bid of all Field Operations Division positions, if deemed necessary by the Chief of Police. The Department shall determine what slots will be staffed and filled. 40.2 The Chief of Police shall continue to fill slots as openings occur during the year through the established regular bidding process. The Chief of Police shall determine what open slots will be staffed and bid. When one or more vacant slots need to be filled, personnel may be temporarily assigned to cover staffing needs. Those bargaining unit members who are temporarily assigned will come from bargaining unit members most recently transferred to Field Operations Division, laterals from other Department, probationary officers/sergeants, and bargaining unit members who have not yet bid for a permanent position. Temporary assigmnents will be for a period not to exceed twelve (12) months. 40.3 Seniority shall only be used in deternining shift assignment, area, and in the assignment of days off upon an opening occurring within a patrol unit. Seniority shall not be used in determining assignment to a specialized unit. In specialized units seniority is defined as continuous time within the specialized unit. 40.4 Seniority shall, for the purpose of this Article, be defined as date of rank excluding probationary (promotional and initial) and non -sworn status. Where seniority by date of rank is the same for two or more bargaining unit members then the most recent date of hire as a police officer shall be utilized. For the rank of Lieutenant where the seniority date of rank is the same for two or more bargaining unit members, their promotional date prior when holding the rank of Sergeant shall be utilized. For the rank of Captain where the seniority of date of rank is the same for two or more q`) a 11'$ Fort rty S PDN -868764429-2247128 For th Union bargaining unit members, their promotional date prior when holding the rank of Lieutenant shall be utilized. If two or more Captains have the same promotional date as Lieutenants, their promotional date prior when holding the rank of Sergeant shall be utilized. If either supervisory ranks are the same promotional date when previous supervisory promotional dates are exhausted, then the most recent date of hire as a police officer shall be utilized. In cases where a former bargaining unit member has been rehired by the Department, the bargaining unit member's most recent date of hire as a police officer will be utilized. Leaves of absence without pay or suspensions will reduce the bargaining unit member's seniority by the amount of time for such leave of absence or suspension. 40.5 Exceptions to the use of seniority as specified in 40.3 may occur in an emergency or when special knowledge or skills are needed or as determined by the Chief of Police or the Chief's designee. BID PROCESS/SENIORITY FOR DETENTION OFFICERS 40.6 One frill year after the commencement of the Detention Officer position, the Chief of Police shall fill slots to non -probationary Detention Officers. The open slots will be filled throughout the regular bidding process. 40.7 Thereafter, the Chief of Police shall determine what open slots will be staffed and bid. When one or more vacant slots need to be filled, personnel may be temporarily assigned to cover staffing needs. Temporary assignments will be for a period not to exceed twelve (12) months. 40.8 Seniority shall only be used in determining shift assignment, area and in the assignment of clays off upon an opening occurring. 40.9 Seniority shall, for the purpose of this Article, be defined as the date on which the employee obtained permanent status as a detention officer, excluding probationary periods (promotional and initial) and employment in non -sworn status. Where seniority is the same for two or more detention officers, then the most recent date of hire shall be utilized. Where seniority by date of hire is the q)), 1►g Fort City SP DN -8 68 76442 9-2247 1 2 5 Fort ie Union same, then date and time of the employment application will be utilized. For purposes of this Article, leaves of absence without pay or suspensions will reduce the Detention Officer's seniority by the amount of time for such leave of absence or suspension. 40.10 Exceptions to the use of seniority as specified in 40.8 may occur in an emergency or when special knowledge or skills are needed, as determined by the Chief of Police or the Chief's designee. rl// - For the ity I1 �1 g For th A pion S PDN -868 764429-2247 1 2 8 September 11, 2018 The City hereby agrees to work with FOP to make changes to its City Vehicle APM (APM 3-99) pursuant to the discussion with the FOP Union and the Deputy City Manager. In addition, the City agrees to make changes to the rate of holiday pay for off duty events, to be incurred by the 3rd party vendor. Holiday Pay for non -city events shall be paid at time and a half. FOP Union Date Ci�V Manager / ) �/! - '/' )/,v Date Article 41 VEHICLE PROGRAM 41.1 In an effort to reduce costs to the City in maintenance, repairs, accidents and liability, the following take-home vehicle program will be implemented: A. All sworn bargaining unit members, with the exception of Detention Officers, will be assigned a twenty-four (24) hour vehicle upon his/her successful completion of probation. B. Twenty-four (24) hour vehicles will only be used for travel to and from the bargaining unit member's home and work or any fiinction within the scope of his/her official duties. C. Twenty-four (24) hour vehicles will only be used for personal reasons within the r boundaries of the City of Miami, except for use within Metro -Dade County for the purpose of attending college classes. D. Under no circumstance will a City vehicle be used to transport a passenger outside the scope of his/her official City business. E. Any bargaining unit member involved in a vehicular accident detennined to be preventable by the Accident Review Board will lose the privilege of a twenty-four (24) hour vehicle as follows: Reasonable action No injuries Under $1,000 damage No Loss Reasonable action 1 Month No injuries Over $1,000 damage Reasonable action 2 Months Injuries y/', /)I ffl'�_Ci_ty F he Union Unreasonable action 3 Months No injuries Unreasonable action 6 Months Injuries F. The above-mentioned sanctions will be imposed in addition to any disciplinary actions that may be imposed by the City. G. A bargaining unit member, whose twenty-four (24) hour vehicle is unavailable due to maintenance, repairs, or darnage, will not require the replacement of said vehicle on a twenty-four (24) hour basis. H. Departmental policy on the use and operation of police vehicles shall apply. To facilitate the dissemination of information to bargaining unit members regarding changes to Departmental policy on the use and operation of twenty-four (24) hour vehicles, the Department agrees to notify the President of the F.O.P. or designee of such changes five (S) days prior to the effective date of the change, however, a failure to notify shall not be grievable or arbitrable. Y. (i) It will be the intent of the City to replace twenty four (24) hour vehicles every seven (7) years with no mileage requirements. For the term of this Agreement, the City will purchase/lease vehicles as set forth in (ii) below. Mid-size vehicles may be purchased/leased as replacement vehicles if the vehicle being replaced is not a : pursuit vehicle in patrol. Four (4) cylinder vehicles may be assigned to Communications, Community Relations, Property, Training, Backgrounds, and limited and light duty personnel. All other twenty-four hour vehicles will be at least six cylinders. (ii) The Citv will burchase/lease and allocate twenty-four (24) hour vehicles. FortlteCiCy '7�1t11'g Foli t to Union Sixty percent of the vehicles will be marked vehicles and the remainder urunarked. All insurance monies recovered by the City for police vehicular accidents which is not used to repair police vehicles will be used to purchase/lease additional police vehicles in the next fiscal year. J. The F.O.P, agrees that bargaining unit members are required to have routine preventative maintenance performed on their assigned City -owned vehicle. The officer's responsibility is limited to taking in their assigned vehicle for maintenance as required in subsections 1) — 4), below. Those maintenance items that bargaining unit Members will be required to have performed on their vehicles, at the City's expense, shall include the following: 1) Check and refill if necessary, power steering fluid, radiator coolant reservoir, transmission fluid, and tire pressure. 2) Wiper blade inspection. 3) Lubricate chassis, hood, and door hinges. 4) Oil and oil filter change, (API Service SF/CC RPMHD -10 W-30 energy conserving or 30-40 W). (Motorcycle preventive maintenance shall include change of oil, change of all fluids, and lubrication of chassis). Stich preventive maintenance shall be performed every five thousand (5,000) miles (preventive maintenance for motorcycles shall be performed every four thousand (4,000) miles and K-9 vehicles every five thousand (5,000) miles) by the City's motor pool and/or an ASE certified vehicle .maintenance center located within the City of Miami. For the City F 'the Union K. All bargaining unit members who are assigned atwenty-four (24) hour vehicle are required to maintain a vehicle maintenance log, which, is subject to inspection by the City. Bargaining unit members who fail to maintain the prescribed preventive maintenance log shall be subject to disciplinary action including, but not limited to: 1. Reimbursement of repair cost due to damage of their assigned vehicle. 2. Reimbursement of maintenance cost. 3. Loss of twenty-four (24) hour vehicle. 41.2 Vehicle maintenance will be perfonned only while the bargaining unit member is on duty. Overtime pay requirements shall not apply concerning any matter for which overtime is currently not being paid for off-duty preventive maintenance of assigned vehicles. 41.3 Vehicles determined to be unsafe to drive by the City will be taken out of service. 41.4 Departmental policy on damage of a City vehicle shall apply. For the City For L14 Union Article 42 TUITION RE, IMBURSEMENT 42.1 The tuition reimbursement program is designed to encourage bargaining unit members to improve their job performance and increase their value to the City by pursuing courses of study related to their job duties in accredited technical school, college or university and/or any approved accredited on-line college/university in the United States where accreditation is recognized by the United States Department of Education. Other educational programs may be covered, provided the City and the F.O.P. mutually agree upon inclusion of the educational program. 42.2 Any Rill -time sworn, permanent bargaining unit member shall be eligible to participate in the Tuition Reimbursement Program. Tuition reimbursement provided under this Article shall not be subject to budgetary constraints. 42.3 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 bargaining unit member's job duties. Class attendance will be on the bargaining unit member's own time unless otherwise noted in the course announcement and authorized by the City Manager or the Labor Relations/Deputy Director Department of Human Resources, W- 42.4 Reimbursement will be limited to actual tuition costs tip to a maximum ofI thousand dollars ($%,000) per calendar year. Books, housing, incidental fees, and all other fees and costs related to the course work will not be reimbursed by the City. 42.5 To be eligible for reimbursement, the bargaining unit member must successfully complete the course work and provide evidence of a grade of "C" or better to the City. For the City (1111 For th Union S PDN -868764429-2247128 42.6 Procedures for reimbursement will be as follows: A. The bargaining unit member must obtain three (3) copies of the Application for Tuition Reimbursement form for each course from the Police Department or the Human Resources Department. B. The bargaining unit member must complete the application in triplicate and submit it to the Chief of Police subsequent to registration and immediately prior to the first day of class at the education institution. C. The Chief of Police will review the application and if he/she approves, and will forward the original and one copy to the Human Resources Department. If the application is disapproved, it will be returned to the bargaining unit member by the Chief of Police. D. The Director of Huunan Resources or designee also has discretion and authority to approve or disapprove the application, and applications not approved will be returned to the Chief of Police with the reason for rejection noted thereon. 42.7 In the event the bargaining unit member resigns or is terminated from the City within one (1) year following completion of the course(s) for which City funds were expended, the amount of tuition reimbursement paid to the bargaining unit member will be reimbursed to the City by the bargaining unit member upon his/her termination from the City through a deduction from his/her final paycheck. 42.8 Upon completion of the course work, the bargaining unit member must submit his/her semester grade report together with the tuition fee receipt to the Chief of Police. The Chief of Police will subunit the approved application for tuition reimbursement along with the bargaining unit Po City 914a S PDN -868764429-224712 3 For tqe Union member's semester grade report to the Finance Department who shall then reimburse the bargaining unit member for the City's share of the tuition reimbursement. The Chief of Police will advise the Human Resources Department of the bargaining unit member's satisfactory completion of the course, For t ie ity l t �1 #r SI'DN-868764429-2247128 ,-/,A, �� For the Union 9 Article 43 POST EMPLOYMENT HEALTH PLAN 43.1 The parties agree that the F.O.P. will establish the Fraternal Order of Police, Lodge #20, Post Employment Health Plan ("PEHP"), consistent with current IRS Rules and Regulations. 43.2 Eligibility for membership, taxability, funding and administration of the PEHP, will be as outlined in the PEHP Document. 43.3 The PEHP will establish individual accounts for each member in the PEHP. 43.4 Upon separation of service from the City all members will have their sick leave balances calculated at their hourly rate of pay at time of separation and transferred to their PEHP accounts. 43.5 Any losses, charges or expenses incurred by the participant in the PEHP will be borne by the participant and shall not be made up by the City of Miami, the F.O.P. or the PEHP. .(V qlolr? 99 �i Og' Article 44 VACANCIES -PROMOTIONS 44.1 Promotions will be done if budgetarily and administratively feasible as determined by the City Manager. When a classified permanent promotional vacancy occurs in any bargaining unit position, it shall be filled within a reasonable period of time after establishment of the Eligible Register per the Civil Service Rules. Filling of all sworn classified budgeted vacancies shall be in accordance with the Civil Service Rules and Regulations, so long as they are not inconsistent with provisions of this Agreement. All sworn classified budgeted vacancies shall be filled from the promotional register in effect at the time the budgeted vacancy occurs. If a promotional register is not in effect, vacancies will be filled from the next promotional register. Promotions will be made upon the effective date of the budgeted vacancy for the classified position. For pay and seniority purposes, if the City fails to promote within one hundred and eighty (180) calendar days from the effective date of the budgeted vacancy, retroactive pay shall be paid beginning one hundred and eighty one (18 1) days from the effective date of the budgeted vacancy to the date of promotion. The date of promotion for seniority purposes will be on the 181" day from the effective date of the budgeted date of the budgeted vacancy, if the promotion is not made before 180 days. However, the City shall fill all budgeted vacancies for the position of Sergeant, Lieutenant and Captain prior to the expiration of the register. 44.2 This provision shall not apply when a freeze is declared by the City Manager or the position is abolished, frozen, or audited from one bargaining unit classification to a different bargaining unit classification, nor shall it apply when a promotion is delayed due to court order(s), judgment and/or order from the Department of Justice (DOJ) expressly prohibiting the administration of an examination)promotion. Once a freeze is lifted, vacancies shall be filled as outlined in 44.1. The For the City SP DN -868764429-2247128 'J� For t1W Union $I9qb-3 City shall not abolish a sworn classified position for the sole purpose of reclassifying to a sworn unclassified position. The parties agree that the City shall, upon ratification of this Agreement, audit no less than four sworn unclassified/senior staff positions within the Police Department to determine if budgetarily and administratively feasible to implement reclassification to the position of Police Captain. 44.3 The Department of Human Resources will keep the members of the bargaining unit covered by this Agreement advised as to promotional opportunities within Article I, Recognition. 44.4 Further, the Department of Hunan Resources Director via Official Bulletin of the Miami Police Department and normal notification via the Employment Office will advise eligible applicants for promotional opportunities of the general area to be reviewed for preparation prior to the exam. 44.5 All promotional registers for Police Sergeant, Lieutenant, and Captain shall remain in effect for a period of two (2) years from the date the register becomes effective, unless the register is exhausted. If there are no vacancies, no exam will be required in the ranks of Police Sergeant, Lieutenant, and/or Captain, however, the City reserves the right to develop and administer exams in order to maintain eligible registers in anticipation of staffing requirements. 44.6 Promotional examinations for classified bargaining unit positions shall be given as soon as possible after the expiration of the previous promotional register from the classified position. The cutoff date to determine seniority and eligibility for the examination will be the first day the examination is administered. 44.7 Promotional register for Police Sergeant, Lieutenant, and Captain shall have ties broken using seniority credit that was previously used in calculating the seniority score for the exam. If a tie still exists, it shall be broken in favor of the highest ranking Police Officer on the Department seniority (0 For the City S PDN -868764429-2247128 Fort e Union list for the Sergeant's register, or the highest ranking Officer on the appropriate seniority in grade list for the Lieutenants' or Captains' register. S PDN -868764429-2247128 N,/ - Fort ! Union Article 45 TERM OF AGREEMENT 45.1 After a maj ority vote of those bargaining unit members voting on the question of ratification and thereafter upon its ratification by an official resolution of the City Commission ratifying the Agreement and authorizing the City Manager to sign the Agreement on behalf of the City, then the Agreement, upon being signed by the appropriate F.O.P. representatives and the City Manager, shall become effective October 1, 2018 201 , except where otherwise stipulated. The Agreement shall continue in force and effect until 11:59 p.m., September 30, 2021 2.01-8. 45.2 Unless mutually agreed otherwise, on or before February 1, 2021 208, the F.O.P. shall notify the City in writing of its intention to renegotiate the Agreement in force, and attached thereto shall include a complete list of proposals which shall inform the City of the articles which they desire to negotiate, together with specific language embodying and describing their proposals. The changes indicated in the proposals shall be designated by article numbers and/or section numbers with a strike through of deleted language (& m&) and new language will be underlined (sample). 45.3 On or before March 1, 20212-044, unless mutually agreed otherwise, the City will present the F.O.P. with a list of proposals it desires to negotiate, together with specific language describing its proposals. The changes indicated in the proposals shall be designated by article numbers and/or section numbers with a strike through of deleted language (saniplo) and new language will be underlined (sam le). 45.4 Initial discussions shall thereafter, and no later than March 15, 2021 241-9, be entered into by the City and the F.O.P. 45.5 If any provision of this Collective Bargaining Agreement is in conflict with any law, ordinance or resolution over which the City Manager has no amendatory power, the City Manager For the y x101? � S P DN -86 8 764429-224 7 12 8 6 �� For diei ion shall submit to the City Commission a proposed amendment to such law, ordinance or resolution. Unless and until such amendment is enacted or adopted and becomes effective, the conflicting provision of the Collective Bargaining Agreement shall not become effective. The City Administration shall expedite such proposed amendments to the City Commission. 4G.,- T-rrie parties ccCZffrwMed-ge that the FOP has a legal ehallE-ng (vrc�".ccxlicirgiS j�oa�cal£@22 by theGib, in 7010 result of a inveeatieia off ., finaii eial urgeney. This c +--aet will net be- 1..,1tie11Gi%Vl T.CC71-Lli,Ti7l✓A iL-�[11TL'.C.IC7i7i.le-gTLl-EhlL4llJr�i(Js`�. T-1TJTR+T+Gs7Z-GTi, the FOP Would Aitled to the remedies Pa,ailable under applie-able law. This shall not eefistkul&-a Fany legal right-ar- eea - , +l,o la-ia• of the C�)w to l l« ess i a,. lmvncTciricd�. Fort ity S PDN -368 76LI429-2247128 September 12, 2018 Memorandum of Understanding Nothing in the negotiation of the parties' successor collective bargaining agreement is deemed a waiver of the issues currently being discussed in the ongoing ULP mediation, To the extent resolutions are coextensive between the successor collective bargaining agreement and the mediation, no duplication is intended. e For the Union For the City MEMORANDUM OF UNDERSTANDING WHEREAS, the parties have reviewed the Substance/Alcohol - Personnel Screening Article in the collective bargaining agreement and have identified a potential conflict between Articles 34.6 and Articles 34.7 and 34.8. NOW THEREFORE, in order to clarify the intent of the parties in drafting and agreeing to the aforementioned provisions in Articles 34.7 and 34.8 of the CBA, the parties agree that Article 34.6 stands alone and is not modified by Articles 34.7 and 34.8. With respect to Articles 34.7 and 34.8, they shall apply where an officer who is under the care of a physician for an illness or injury, including work- related injuries, tests positive for controlled substances prescribed by their physician after the physician has stopped authorizing the use of the controlled substance for the employee's treatment. At that time, the employee may be subject to rehabilitation in addition to or in lieu of discipline depending on the circumstances as contemplated in the Article 34.7 and 34.8 of the agreement between the City and the Fraternal Order of Police. ENTERED INTO THIS _ DAY OF OCTOBER, 2018. PZ of Miami Z<AI 10/10/18 �U Fraternal Order of Police Oct -18 Yrs of Service 24 25 Police Officer i Police Off (Motor) Police Sergeant j Police Sgt (Motor) ' Police Lieutenant Police Lt (Motor) i Police Captain Detention Officer 1 Police Recruit ........... .... .................. ............. .............................................................. ........................................._............... 01.FOP ( 02.FOP 03.FOP i 04.FOP OS.FOP 06 FOP i 07.FOP 01.FOP-DO OO.FOP ..............................................................................._.................................................................................................................................................................................................................................................................................... 5005 _ 5006 __.. 5011 F 5014 5012 ( t .. . 5015 E .. _ .. �.. 5013 ...__ _ ......_ ........................................... 5080 _..__. 5003 _ _....._ 25.2986 25.2986 29.2198 29.2198TM__,.... 33.7489 33.7489 38.9799 22.3873 24.0939 26.5634 26.5634 30.6808 30.6808 35.4363 35.4363 40.9289 23.5067 27.8916 27.8916 32.2148 32.2148 37.2081 37.2081 42.9753 24.6820 29.2862 29.2862 33.8255 33.8255 39.0685 39.0685 45.1241 25.9160 30.7506 30.7506 35.5169 35.5169 41.0219 41.0219 47.3803 27.2119 32.2880 32.2880 37.2927 37.2927 43.0731 43.0731 49.7493 28.5724 33.9025 33.9025 39.1573 39.1573 45.2267 45.2267 52.2369 30.0010 35.5975 35.5975 41.1151 41.1151 47.4881 47.4881 54.8486 31.5011 35.5975 35.5975 41.1151 41.1151 47.4881 47.4881 54.8486 31.5011 36.3095 36.3095 41.9375 41.9375 48.4378 48.4378 55.9456 32.1312 36.3095 36.3095 41.9375 41.9375 48.4378 48.4378 55.9456 32.1312 37.0357 37.0357 42.7762 42.7762 49.4065 49.4065 57.0646 32.7738 37.0357 37.0357 42.7762 42.7762 49.4065 49.4065 57.0646 32.7738 37.7764 37.7764 43.6317 43.6317 50.3947 50.3947 58.2058 33.4293 37.7764 37.7764 43.6317 43.6317 50.3947 50.3947 58.2058 33.4293 38.5319 38.5319 44.5043 44.5043 51.4026 51.4026 59.3699 34.0978 38.5319 38.5319 44.5043 44.5043 51.4026 51.4026 59.3699 34.0978 39.3025 39.3025 45.3945 45.3945 52.4306 52.4306 60.5573 34.7798 39.3025 39.3025 45.3945 45.3945 52.4306 52.4306 60.5573 34.7798 40.0886 40.0886 46.3023 46.3023 53.4793 53.4793 61.7685 35.4754 40.0886 40.0886 46.3023 46.3023 53.4793 53.4793 61.7685 35.4754 40.8904 40.8904 47.2284 47.2284 54.5488 54.5488 63.0039 36.1848 40.8904 40.8904 47.2284 47.2284 54.5488 54.5488 63.0039 36.1848 41.7082 41.7082 48.1730 48.1730 55.6398 55.6398 64.2640 36.9086 41.7082 41.7082 48.1730 48.1730 55.6398 55.6398 64.2640 36.9086 42.5424 42.5424 49.1365 49.1365 56.7526 56.7526 65.5492 37.6467 Oct -19 Yrs of Service 21 23 24 Police Officer Police Off (Motor) Police Sergeant € Police Sgt (Motor) Police Lieutenant I Police Lt (Motor) Police Captain Detention Officer E 3 ........................... .................. _.......... .._............................ ...............__..._......_..._..._._.._.................... 01.FOP 02 -FOP 03.FOP E 04.FOP 05.FOP 06.FOP 7. £ 0 FOP 1. 0 FOP -DO 5005 5006_ _. 5011 E 5014 5012 5015 [ _ 5013 ._ X080 26.0576 26.0576 30.0964 30.0964 34.7614 34.7614 40.1493 23.0589 27.3603 27.3603 31.6012 31.6012 36.4994 36.4994 42.1568 24.2119 28.7283 28.7283 33.1812 33.1812 38.3243 38.3243 44.2646 25.4225 30.1648 30.1648 34.8403 34.8403 40.2406 40.2406 46.4778 26.6935 31.6731 31.6731 36.5824 36.5824 42.2526 42.2526 48.8017 28.0283 33.2566 33.2566 38.4115 38.4115 44.3653 44.3653 51.2418 29.4296 34.9196 34.9196 40.3320 40.3320 46.5835 46.5835 53.8040 30.9010 36.6654 36.6654 42.3486 42.3486 48.9127 48.9127 56.4941 32.4461 36.6654 36.6654 42.3486 42.3486 48.9127 48.9127 56.4941 32.4461 37.3988 37.3988 43.1956 43.1956 49.8909 49.8909 57.6240 33.0951 37.3988 37.3988 43.1956 43.1956 49.8909 49.8909 57.6240 33.0951 38.1468 38.1468 44.0595 44.0595 50.8887 50.8887 58.7765 33.7570 38.1468 38.1468 44.0595 44.0595 50.8887 50.8887 58.7765 33.7570 38.9097 38.9097 44.9407 44.9407 51.9065 51.9065 59.9520 34.4322 38.9097 38.9097 44.9407 44.9407 51.9065 51.9065 59.9520 34.4322 39.6879 39.6879 45.8394 45.8394 52.9447 52.9447 61.1510 35.1207 39.6879 39.6879 45.8394 45.8394 52.9447 52.9447 61.1510 35.1207 40.4816 40.4816 46.7563 46.7563 54.0035 54.0035 62.3740 35.8232 40.4816 40.4816 46.7563 46.7563 54.0035 54.0035 62.3740 35.8232 41.2913 41.2913 47.6914 47.6914 55.0837 55.0837 63.6216 36.5397 41.2913 41.2913 47.6914 47.6914 55.0837 55.0837 63.6216 36.5397 42.1171 42.1171 48.6453 48.6453 56.1853 56.1853 64.8940 37.2703 42.1171 42.1171 48.6453 48.6453 56.1853 56.1853 64.8940 37.2703 42.9594 42.9594 49.6182 49.6182 57.3090 57.3090 66.1919 38.0159 42.9594 42.9594 49.6182 49.6182 57.3090 57.3090 66.1919 38.0159 43.8187 43.8187 50.6106 50.6106 58.4552 58.4552 67.5157 38.7761 PoliceRecruit ecruit _00.FOP...... ... ............- ............. 5003 24.8167 Oct -20 Yrs of Service :': Step Police Officer [ Police Off (Motor) Police Sergeant Police Sgt (Motor) Police Lieutenant Police Lt (Motor) 1 Police Captain 1 Detention Officer Police Recruit ................._.............................__a............................................_,......_..__,..........;_.......................................................................................................__..................................._...._.....................................,._......>.................................................................._.,.._........_....._._..................................._..,.................. 01.FOP 02.FOP 03.FOP 04.FOP 05.FOP i 06.FOP ............. ......................_.s.......... L 07.FOP .............................._.............. ._.......:......__............................_......._..... 01 FOP DO 00 FOP 5005 5006 T 5011 5014 5012 5015 � _.. _. 5013 5080 - 5003 01 1 26.8393 26.8393 30.9993 � 30.9993 35.8042 35.8042 41.3538 23.7507 25.5612 1 2 28.1811 28.1811 32.5492 32.5492 37.5944 37.5944 43.4215 24.9383 2 3 29.5901 29.5901 34.1766 34.1766 39.4740 39.4740 45.5925 26.1852 31 41 31.0697 31.0697 35.8855 35.8855 41.4478 41.4478 47.8721 27.4943 4 5 32.6233 32.6233 37.6799 37.6799 43.5202 43.5202 50.2658 28.8691 5 6 34.2543 34.2543 39.5638 39.5638 45.6963 45.6963 52.7791 30.3125 61 7 35.9672 35.9672 41.5420 41.5420 47.9810 47.9810 55.4181 31.8280 7 _ 8 37.7654 37.7654 43.6191 43.6191 50.3801 50.3801 58.1889 33.4195 81 8� 37.7654 37.7654 43.6191 43.6191 50.3801 50.3801 58.1889 33.4195 9i 9 38.5208 38.5208 44.4915 44.4915 51.3876 51.3876 59.3527 34.0880 10 9 38.5208 38.5208 44.4915 44.4915 51.3876 51.3876 59.3527 34.0880 11 10 39.2912 39.2912 45.3813 45.3813 52.4154 52.4154 60.5398 34.7697 12 10 39.2912 39.2912 45.3813 45.3813 52.4154 52.4154 60.5398 34.7697 13 11 40.0770 40.0770 46.2889 46.2889 53.4637 53.4637 61.7506 35.4652 .r__....r.14 11 40.0770 40.0770 46.2889 46.2889 53.4637 53.4637 61.7506 35.4652 15 12 40.8785 40.8785 47.2146 47.2146 54.5330 54.5330 62.9855 36.1743 16 12 40.8785 40.8785 47.2146 47.2146 54.5330 54.5330 62.9855 36.1743 17 131 41.6960 41.6960 48.1590 48.1590 55.6236 55.6236 64.2452 36.8979 . ... ........... ._...w .................. _........ _._...... 18 13 41.6960 41.6960 48.1590 48.1590 55.6236 55.6236 64.2452 36.8979 19; 14 42.5300 42.5300 49.1221 49.1221 56.7362 56.7362 65.5302 37.6359 2014 42.5300 42.5300 49.1221 49.1221 56.7362 56.7362 65.5302 37.6359 _.. ...m......... .._.............. .._ 21 15 43.3806 43.3806 50.1047 50.1047 57.8709 57.8709 66.8408 38.3884 22; 15 43.3806 43.3806 50.1047 50.1047 57.8709 57.8709 66.8408 38.3884 23 16 44.2482 44.2482 51.1067 51.1067 59.0283 59.0283 68.1777 39.1564 24 16 44.2482 44.2482 51.1067 51.1067 59.0283 59.0283 68.1777 39.1564 251 17 45.1333 45.1333 52.1289 52.1289 60.2089 60.2089 69.5412 39.9394 City of Miami Legislation Resolution: R-18-0489 File Number: 5005 City Hall 3500 Pan American Drive Miami, FL 33133 www.miamigov.com Final Action Date: 10/25/2018 A RESOLUTION OF THE MIAMI CITY COMMISSION, WITH ATTACHMENT(S), AUTHORIZING THE CITY MANAGER TO ENTER INTO A SETTLEMENT AGREEMENT, IN SUBSTANTIALLY THE ATTACHED FORM, WITH THE WALTER E. HEADLEY, JR., MIAMI LODGE #20, FRATERNAL ORDER OF POLICE, INC. ("FOP") TO RESOLVE THE UNFAIR LABOR PRACTICE PETITION FILED BY FOP, LODGE #20, CASE NO.: CA -2010-119 AND BP -2017-013 (RELATES TO CR -2017-001), PENDING BEFORE THE PUBLIC EMPLOYEES RELATIONS COMMISSION, ACCORDING TO THE TERMS OF THE SETTLEMENT AGREEMENT AMONG THE PARTIES. WHEREAS, the Walter E. Headley, Jr., Miami Lodge #20, Fraternal Order of Police, Inc. ("FOP") filed a petition against the City of Miami ("City") with the Public Employees Relations Commission ("PERC") alleging that the City had committed an unfair labor practice when it declared financial urgency in 2010; and WHEREAS, FOP and the City have negotiated, and the parties have agreed to, a full and final compromise and settlement of all matters, causes of actions, claims, grievances, and contentions between them related to the City's 2010 declaration of financial urgency ("Agreement"); and WHEREAS, upon ratification of the Agreement between the parties, the terms of the Agreement shall be implemented accordingly; and WHEREAS, funds in the amount of thirty-three million dollars ($33,000,000.00) shall be paid from the unrestricted funds of the General Fund and disbursed according to the payment schedule articulated in the Agreement; and WHEREAS, the Office of Allen, Norton and Blue, as outside counsel, has investigated these claims and pursuant to Section 18-232 of the Code of the City of Miami, Florida, as amended, recommends settlement; NOW, THEREFORE, BE IT RESOLVED BY THE COMMISSION OF THE CITY OF MIAMI, FLORIDA: Section 1. The recitals and findings contained in the Preamble to this Resolution are adopted by reference and incorporated as if fully set forth in this Section. Section 2. The City Manager is authorized' to execute the Agreement with FOP, in substantially the attached form. ' The herein authorization is further subject to compliance with all requirements that may be imposed by the City Attorney, including but not limited to, those prescribed by applicable City Charter and City Code provisions. City of Miami Page 1 of 2 File ID: 5005 (Revision:) Printed On: 2/5/2019 File ID: 5005 Enactment Number: R-18-0489 Section 3. This Resolution shall become effective immediately upon its adoption and signature of the Mayor.' APPROVED AS TO FORM AND CORRECTNESS: 1 ria " dez, ity Attor iey 10/16/2018 2 If the Mayor does not sign this Resolution, it shall become effective at the end of ten (10) calendar days from the date it was passed and adopted. If the Mayor vetoes this Resolution, it shall become effective immediately upon override of the veto by the City Commission. City of Miami Page 2 of 2 File ID: 5005 (Revision:) Printed on: 215/2019 SETTLEMENT AGREEMENT THIS SETTLEMENT AGREEMENT (hereinafter referred to as the "Agreement") is made and entered into by and between the WALTER E. HEADLEY, JR., MIAMI LODGE #20, FRATERNAL ORDER OF POLICE, INC. (hereinafter "FOP"), and the CITY OF MIAMI (hereinafter "City"). WITNESSETH: WHEREAS, on September 21, 2010, the FOP filed an unfair labor practice charge with the Florida Public Employees Relations Commission ("PERC"), styled as YLalter E. Headley, Jr., Ibliami Lodge #20, Fraternal Order of Police, Inc. v. City of 11-Iianii, Case No. CA -2010-119 (hereinafter referred to as the "Charge"); WHEREAS, upon the entry of a Final Order by the Public Employees Relations Commission in the above Charge on March 27, 2012, the Final Order was appealed, and after a procedural history not necessary to be detail herein, the matter was subsequently remanded to PERC for further action. On October 30, 2017, a back -pay proceeding was commenced, Case No. BP -2017-013 (relates to CR -2017-001); WHEREAS, the City denies all liability to the FOP arising out of the Charge and subsequent litigation; WHEREAS,. the Parties desire to avoid incurring further costs of litigation, and seek to resolve all matters in controversy, disputes, grievances and causes of action between them related to the City's 2010 declaration of financial urgency in an amicable fashion; WHEREAS, the Parties have reached a Rill and final compromise and settlement of all matters, causes of action, claims, grievances and contentions between them related to the City's 2010 declaration of financial urgency; and NOW THEREFORE, in consideration of the mutual covenants and promises herein contained and other good and valuable consideration, the sufficiency of which is hereby acknowledged, and to avoid unnecessary litigation, contingent upon approval by the City of Miami City Commission it is hereby agreed by and between the parties as follows: 1. This Agreement, and compliance with this Agreement, shall not be construed as an admission by the City of any liability whatsoever, or as an admission by the City of any violation of the rights of the FOP, its bargaining unit members, or any other person, or of.any violation of any order, law, statute, rule, regulation, duty, or contract. 2. In full settlement of all claims between the Parties arising out of the Charge and subsequent litigation, and contingent upon approval and ratification' by the City of Miami City Commission, the City agrees as follows: a) Effective the first full pay period upon ratification of this Agreement: to implement three percent (3%) across the board increases to the bargaining unit members' pay schedule effective October 1, 2018, October 1, 2019, and October 1, 2020, as set forth in the October 1, 2018 through September 30, 2021 Collective Bargaining Agreement; effective upon ratification of this Agreement: to uncap and restore the City of Miami Firefighters and Police Officers Retirement Trust ("FIPO") pension plan benefits that were in effect prior to September 27, 2010, for all bargaining unit members who were vested in that plan before September 27, 2010; and effective upon ratification of this Agreement, to implement in accordance with the October 1, 2018 through September 30, 2021 Collective Bargaining Agreement, the restoration of the benefits identified in Articles 18.7, 18.8, and 18,12; b) Effective September 30, 2021: to restore the FIPO pension plan benefits that were in effect prior to September 27, 2010, for all other bargaining unit members, with a cap on benefits of one hundred and twenty thousand dollars ($120,000.00), to be implemented by the appropriate ordinance; i. The FOP and its affected bargaining unit membership agree and accept as the status quo the FIPO pension plan benefits modifications implemented by ordinance on September 27, 2010, Ordinance No. 10-01091, up and until the modification described in Paragraph 2., b), above, becomes effective. c) Effective upon ratification of this Agreement: to grandfather the select group of FOP retirees that the FIPO Trust began payment to in January 2018, and assume the ongoing obligation for payments to those retirees based upon the restoration of their pension plan benefits to those that were in effect prior to September 27, 2010; and d) In accordance with the following schedule: in settlement of the FOP's damages claims in the litigation, to pay the total sum of thirty three million dollars ($33,000,000.00) in damages to the affected bargaining unit members' as described below: i. $15,500,000.00, after ratification of this Agreement by the City, within sixty (60) days of the City's receipt from the FOP of the certified list of affected bargaining unit members entitled to payment with the specific amounts of each affected bargaining unit member's apportionment, as further explained below; ii. $2,917,000.00 on October 1, 2020; iii. $2,917,000.00 on October 1, 2021; iv. $2,917,000.00 on October 1, 2022; I All references to ratification refer to the City of Miami City Commission. '- "Affected bargaining unit members" shall mean those current or former bargaining unit members who were employed by the City any month during the period September 28, 2010, through September 30, 2016 (the "relevant period"). 2 SP DN -8687644-429-2234274 v. $2,917,000.00 on October 1, 2023; vi. $2,917,000.00 on October 1, 2024; vii. $2,915,000.00 on October 1, 2025. Payments made after October 1, 2018, shall not be subject to a prepayment penalty. The City shall make checks payable to affected bargaining unit members in amounts to be determined and certified to the City by the FOP. For each payment, above, the FOP will provide the City with a certified list of the affected bargaining unit members to receive payments and the corresponding amount of each affected bargaining unit member's payment based upon a formula which contemplates pro -rata payments considering the months of service of affected bargaining unit members during the relevant period, after which the City will have sixty (60) days to prepare the checks. It is the responsibility of the FOP to provide an accurate pro -rata distribution list in accordance with this Agreement. For affected bargaining unit members who are currently employed by the City at the time payments are made, the City shall distribute those checks. For affected bargaining unit members who have retired, the City will arrange for the pension fund to distribute those checks. For affected bargaining unit members who are not employed by the City at the time payments are made, the City shall distribute those checks to the affected bargaining unit members by mailing them to the last known address provided by the former employee. If checks mailed to the last known address are returned and/or not cashed within ninety (90) days the FOP shall be notified and if, within thirty (30) days thereafter, the fields are returned and/or not cashed, the fields will revert to the City and be set aside for additional benefits for the bargaining unit. The City and the FOP make no representations or warranties, express or implied, concerning tax implications of any damage payments made pursuant to this Agreement. Any tax obligation(s) arising from the foregoing payments will be the sole responsibility of the individuals receiving the payments. The FOP agrees that all the payments referenced above constitute separate consideration to which the FOP or the affected bargaining unit members is/are not otherwise entitled and are in full and complete settlement of the claims in the litigation. The parties agree and promise to mutually defend against any challenge that may arise from any person or entity covered by this Agreement concerning the entry into this Agreement and the retention, remittance and/or disbursement of any sums agreed -to hereunder.' Each party shall bear its own costs and fees other than as specified herein. 3. The FOP authorizes the City to take all necessary steps to dismiss all pending litigation between the Parties related to the City's 2010 declaration of financial urgency with prejudice, as applicable, including by executing, filing and serving a mutually agreed upon Notice of Settlement and request for entry of a consent judgment, order, or decree with the Florida Public Employees Relations Commission, and all other courts or administrative bodies within ten (10) 3 This does not contemplate the preclusion of an action or motion by the FOP to enforce the express terms of this Agreement. 3 SPDN-868764429-22-5 427-4 days of the ratification of this Agreement. The FOP also agrees that any and all pending grievances related to or arising out of the pending litigation and/or the City's declaration of financial urgency in 2010 shall be deemed withdrawn with prejudice at that time. 4. The FOP, as the exclusive certified bargaining agent and party to the Charge and subsequent litigation, represents and warrants that it is- fully authorized to enter into this Agreement, including in accordance with the provisions of Chapter 447, Part II, Florida Statutes. By entering into this Agreement, the FOP is voluntarily and forever waiving and discharging all claims, lawsuits, charges or causes of action that it has or may have had on behalf of itself and its bargaining unit members arising prior to the date of execution and ratification of this Agreement relating to the City's declaration of financial urgency and resultant changes in 2010. 5. It is expressly understood by the FOP and its counsel that the cornmitments and promises contained in this Agreement shall be in lieu of anything, including any and all amounts to which the FOP, its bargaining unit members or any other persons, and their heirs and assigns, or its attorneys are now, or may become, entitled to, based upon any claim whatsoever arising out of the litigation with the City (including special, general or exemplary damages, attorney's fees, interest, expenses, and costs actually incurred). 6. The parties represent and agree that they have thoroughly discussed all aspects of this Agreement with their respective attorneys and have carefully read and fully understand all the provisions of this Agreement, and that they are voluntarily entering into this Agreement. 7. The Parties a-ree to the entry of a consent judgment, order or decree for purposes of enforcement of the express terms of this Agreement which shall supersede all previous agreements. Any breach of any term, provision, or obligation of this Agreement by any party shall entitle the other to seek enforcement of such term, provision or obligation in a court of law of competent jurisdiction. The proper and only venue for any action, based upon any alleged breach of any tern, provision or obligation of this Agreement, shall be in the 11 th.Judicial Circuit in and for Miami -Dade County, Florida. In the event of a violation of this Agreement, including, but not limited to, a failure or refusal to implement the ordinance changes required herein, then the following provisions shall apply: a) The City shall first take all necessary action to correct and remedy its violation. b) Should the City refuse to remedy its violation, then the parties agree that a lawsuit may be brought in the Circuit Court for the Eleventh Judicial Circuit in and for Miami -Dade County, Florida, against the City by the FOP to enforce the terms of this Agreement. If a violation is established, any actual damages caused by the City's violation shall be valued and calculated by an independent expert mutually selected and appointed by the Parties, whose report shall be submitted to the Court for purposes of seeking the entry of .an order returning affected bargaining unit 4 S P D N-8 68 76442 9-2254274 members to the position they would be in had there been no violation of the Agreement. c) In addition to any remedies at law, mandamus may issue as appropriate to require the City to take all necessary action to enforce the terms of this Agreement. S. The parties agree that this Agreement does not constitute a waiver of any rights or obligations under Chapter 447, Part Il, Florida Statutes. 9. The parties agree that upon satisfaction of the obligations in Paragraph 2, above, this Agreement shall have no further force or effect. 10. This Agreement constitutes the final and binding Agreement among the Parties and may not be supplemented or changed without the express written consent of both parties. All prior representations regarding this Agreement are hereby expressly disclaimed by both Parties. 11. Should any provision of this Agreement be declared or detennined by any Court to be illegal or invalid, the validity of the remaining parts, terns or provisions shall not be affected thereby and said illegal or invalid part, term or provision shall be deemed not to be part of this Agreement. 12. This Agreement may be executed by the Parties in duplicate so that each party may hold a duplicate original. A facsimile signature shall be deemed to be an original. N WITNESS WHEREOF, the Parties hereto have executed and delivered this Settlement Agreement as of the day and year set forth below. Agreed to and Accepted by: Dated: 06fb'3- 'J— 1T r LD & DatedGG2�=dt 1S, 2D)6 S P DN -86876.4-429-225.4274 Fraternal Order of Police 4 (Title) The City of iami (Title) City of Miami Legislation Resolution: R-18-0438 File Number: 4902 City Hall 3500 Pan American Drive Miami, FL 33133 www.miamigov.com Final Action Date: 10/11/2018 A RESOLUTION OF THE MIAMI CITY COMMISSION, WITH ATTACHMENT(S), APPROVING THE MODIFICATION OF THE 2016 - 2019 COLLECTIVE BARGAINING AGREEMENT ("CBA") BETWEEN THE CITY OF MIAMI AND THE EMPLOYEE ORGANIZATION KNOWN AS THE INTERNATIONAL ASSOCIATION OF FIREFIGHTERS, AFL-CIO, LOCAL 587; AUTHORIZING THE CITY MANAGER TO EXECUTE THE CBA, IN SUBSTANTIALLY THE ATTACHED FORM. BE IT RESOLVED BY THE COMMISSION OF THE CITY OF MIAMI, FLORIDA: Section 1. The attached modification to the 2016 — 2019 Collective Bargaining Agreement ("CBA") between the City of Miami and the employee organization known as the International Association of Firefighters, AFL-CIO, Local 587, is approved, subject to ratification by the respective union. Section 2. The City Manager is authorized to execute the CBA, in substantially the attached form. Section 3. This Resolution shall become effective immediately upon its adoption and signature of the Mayor.' APPROVED AS TO FORM AND CORRECTNESS: 1 i ria i ' nd� ezz,, CCity ttor ey 10/1/2018 ' If the Mayor does not sign this Resolution, it shall become effective at the end of ten (10) calendar days from the date it was passed and adopted. If the Mayor vetoes this Resolution, it shall become effective immediately upon override of the veto by the City Commission. City of Miami Page 1 of 1 File ID: 4902 (Revision:) Printed On: 2/5/2019 AGREEMENT BETWEEN CITY OF MIAMI, FLORIDA AND INTERNATIONAL ASSOCIATION OF FIREFIGHTERS, AFL-CIO LOCAL 587 OCTOBER 1, 2016 THROUGH SEPTEMBER 30, 2019 IAFF Union Proposal March 31, 261:6 AGREEMENT THIS AGREEMENT is entered into by the CITY OF MIAMI, FLORIDA, a municipal corporation, (hereinafter referred to as the "City"), and the INTERNATIONAL ASSOCIATION OF FIREFIGHTERS, LOCAL #587, (hereinafter referred to as the "Union"). The City and the Union shall jointly hereinafter be referred to as the Parties. It is the intention of this Agreement to provide for wages, fringe benefits and other terms and conditions of employment. It is further the intention of this Agreement to prevent interruption of work and interference with efficient operation of the City of Miami and to provide for an orderly, prompt, and just manner of handling grievances. IAFF Union Proposal March 31, 2016 ARTICLE 1 RECOGNITION 1.1. The City hereby recognizes the Union as the sole and exclusive bargaining agent for all persons in the Fire Department within the following classifications: Firefighter, Fire Lieutenant, Fire Captain, and Chief Fire Officer, Excluded are all other employees and classifications, and specifically excluded are: Fire Chief, Deputy Fire Chief, Assistant Fixe Chief, and Executiveitftfrt to?I ire C £ 9) o�kq-r 2 1 0 0-1 (14 IArF Union Proposal _ March 31, 2016 ARTICLE 2 NO STRH10E 2.1. "Strike" means the concerted failure to report for duty, the concerted absence of employees from their positions, the concerted stoppage of work, the concerted submission of resignations, the concerted abstinence in whole or in part by any group of employees from the full and faithful performance of their duties of employment with the City, participation in a deliberate and concerted course of conduct which adversely affects the services of the City, or picketing in flartherance of a work stoppage either during the term of the Collective Bargaining Agreement or after the expiration of a Collective Bargaining Agreement. 2.2. Neither the Union, nor any of its officers or agents, nor members covered by this Agreement, nor any other employees covered by this Agreement, will instigate, promote, sponsor, or engage in any strike, sympathy strike, slowdown, concerted stoppage of work, picketing in support of a work stoppage, or any other activity which prohibits an employee from reporting for duty. (&q11C11& ARTICLE 3 UNION BUSINESS An employee organization time pool is hereby authorized subject to the following: 3.1. The City agrees to establish a one-time pool bank of six thousand (6,000) hours per fiscal year to be used in accordance with the provisions of this Article and during the term of this Agreement. All unused hours will be carried over to the following fiscal year. 3.2. For each bargaining unit member, except the Employee Organization President and designee on full time release, who is authorized to use time from the time pool, the President or his designee shall fill out the appropriate form as provided by the City. This form shall be processed through channels of the bargaining unit member who is to use the pool time. The form will be processed as soon as possible and when possible will be in the office of the Fire Chief seven (7) calendar days prior to the time the employee has been authorized to use the pool time. 3.3. Bargaining unit members shall be released from duty on pool time only if the needs of the service permit, but such release shall not be unreasonably denied. If because of the needs of the service a bargaining unit member cannot be released at the time desired, the Employee Organization may request an alternate bargaining unit member be released from duty during the desired time. 3.4. Employee Organization Time Pool hours will be used on an hour for hour basis, regardless of the hourly rate of the bargaining unit member using Time Pool time. Effective October 1, 2006, the hours used by the Employee Organization President and as of October 1, 2016 his desi ice while released from duty shall no longer be charged against the Employee Organization Time Pool Bank. In reporting a bargaining unit member's absence as a result of utilizing the Organization Time Pool, the daily,attendance record shall reflect: "John Doe on EUP" (Union Time Po ) Tentative Agreement City l"// Datel( �� Union Date C� 3.5. Any injury received or any accident incurred by a bargaining unit member whose time is being paid for by the Employee Organization Time Pool, or while engaged in activities paid for by the Employee Organization Time Pool, except the Employee Organization President and the designee when on full -tune release, shall not be considered a line -of -duty injury, nor shall such injury or accident be considered to have been incurred in the course and scope of his employment by the City within the meaning of Chapter 440, Florida Statutes as amended. This section shall not include benefits attainable through F. S. 112.181. 3.6. Upon written request through channels, only the Employee Organization President and a designee will be released for the term of this Agreement from his or her regularly assigned duties for the City of Miami Fire Department. The terms of this Agreement for such release are only to be implemented if the following qualifications are met by the Employee Organization, A. The Local 587 President and a designee will reasonably be available at the Local 587 Office currently located at 2980 N.W. South River Drive, Miami, Florida, 33125, for consultation with the Management of the City. B. The Employee Organization President shall be the only Bargaining Unit representative released on "EUP" time to appear before any City Board or Corznnission. In the absence of the President, the President's designee may represent the Employee Organization; however, the designee must comply with Section 2 of this Article. C. The Time Pool will be charged for all hours during which the designee is off-duty release except for absences due to use of vacation leave, compensatory leave, sick leave, or holidays will be charged to the designee's employee leave accounts. The Employee Organization President and designee shall not be eligible for overtime or compensatory Tentative Agreement City Date Union Date time, unless performing work in excess of the normal work week for the Fire Department in his/her civil service classification. 3.7. All applicable rules, regulations, and orders shall apply to any bargaining unit member on time pool release. Violations of the above-mentioned rules, regulations and orders shall subject the bargaining unit member on pool time to the regular disciplinary processes currently provided for in the Miami Fire Department. 3.8. The City reserves the right to rescind the provisions of this Article in the event any portion of the Article is found to be illegal. Canceling the Article shall not preclude further negotiations of future employee pool time. 3.9. Each bargaining unit member covered by this Agreement may voluntarily contribute vacation time to the Time Pool in twelve (12) -hour increments. 3.10. Each bargaining unit member who wishes to donate time will use a time pool donation form, which will be provided by the City. This form shall include language releasing the City from any and all liability to pay for vacation time contributed by the bargaining unit member to the Time Pool. 3.11. The Union will be allowed up to three (3) bargaining unit member representatives who shall be permitted to participate in labor contract negotiation sessions while on duty with no loss of pay or emoluments. Tentative Agreement City - Date Al Union Date �Li IAFF Union Proposal March 31 2416 ARTICLE 4 DISCRIMINATION 4.1. No employee covered by this Agreement will be discriminated against with regard to any job benefits or other conditions of employment accruing from this Agreement because of age, race, ethnicity, religion, national origin, union membership, gender, disability or sexual orientation. 4.2. All references in this Agreement to employees of the male gender are used for convenience only and shall be construed to include both male and female employees. [AFF Union Proposal March 31, 2016 ARTICLE 5 PREVAILING BENEFITS 5.1. Job benefits heretofore authorized by the City Manager, continuously enjoyed by all employees covered by this Agreement and not specifically provided for or abridged by this Agreement, shall continue upon the conditions by which they had been previously granted. 5.2. This Agreement shall not be construed to deprive any employee of benefits or protection granted by the laws of the State of Florida, ordinances of the City of Miami, or resolutions of the City of Miami in effect at the time of execution of this Agreement. 5.3. The City and the Union will meet at the request of the City to negotiate any proposed changes in those rights and benefits not specifically covered by the Agreement, provided however no changes shall be made in the language or intent of this Agreement except by mutual consent. Alt('15116 IAFF Union Proposal March 31. 201 ARTICLE 6 MANAGEMENT RIGHTS 6.1. It is understood and agreed that the City possesses the sole right to operate the Fire Department and that all management rights are expressly reserved to the City of Miami, but that such rights must be exercised consistent with the provisions of this Agreement. These rights include, but are not limited to, the following: discipline or discharge for just cause; direction and supervision of all personnel; the hiring, the assigmnent or transfer of employees; determination of the mission and objectives of the Fire Department; deterinination of the methods, means, and number of personnel needed to carry out the Fire Department's missions and objectives; introduction of new or improved methods or facilities; and scheduling of operation and shifts. 6.2. The parties agree that it is in the interest of all parties to jointly gather as many prior Memorandums of Understandings (MOUs), grievance settlements, and other agreements, etc. in order to establish a Book of Understandings (BOU). The purpose of the SOU is to have an easily referenced resource manual on agreements, settlements, verdicts, binding decisions, etc. between the City and/or the Fire Department and the Union. The parties shall immediately, upon ratification, start the process of gathering the MOUs, etc. in order to establish the BOU. 6.3. The parties also agree that in no way should this BOU and the agreement to set up this BOU, limit the rights of the Union and its membership under Article S: Prevailing Benefits. 6.4. The parties agree to continually update the BOU when new MOUS are entered into between the parties, or other binding decisions or agreements are generated or found. Ir1FF Union Proposal March 31, 2016 ARTICLE 7 UNION REPRESENTATIVES 7.1. Representatives of the Union who are not employees of the City shall be certified in writing to the Fire Chief. Certified representatives will be allowed to meet with individual employees on City property during working hours to carry on normal business of the Union, if the Fire Chief has prior knowledge of such activity and such visitation does not interfere with efficient operations. lJ r�(2�{Ib 10 1[AFF Union Proposal March 31.2016 ARTICLE 8 NOTICES 8.1. The City agrees to make available to the President of the Union the following notices or bulletins: City Commission Agenda; changes or additions to the City Administrative Policy Manual and the Personnel Policy Manual; financial and budgetary documents distributed by the City Manager (and his/her staff) to the City Commission (and their staff), unless exempt from disclosure by law. Such notices or bulletins will be picked up by a Union representative at the City Manager's Office during normal work hours, or be transmitted through electronic mail to a location designated by the Union President. 8.2. In the course of conducting business, the parties agree that the fiirnishing of documents at no cost to the Union by the City is a normal practice. Public Records requests made by the Union or their representatives exceeding one hundred (100) pages or requiring administrative research or time, shall be fiirnished to the Union at a twenty percent (20%) discount. I I C11)4,6 City's Proposals to IAFF on Outstanding Articles (8.21.20 18) ARTICLE 9 SHIFT EXCHANGE 9.1. Employees shall have the right to exchange shifts under the following circumstances; A. He may owe up to eight (8) shifts at any one time including "R" days. B. He may be owed up to eight (8) shifts at any one time including "R" days. C. Employees may exchange time but in no event will an exchange of time result in the employee working in excess of two consecutive tours of duty. D. Trading of time must be done voluntarily by the employees. E. The reason for the shift exchange is not related to City business. F. The period during which time is traded and paid back does not exceed twelve months. G. The City incurs no overtime obligation as a result of the shift exchange. H. 1) Exchange of time shall not occur between firefighters and officers. 2) Exchanges of time between officers within the Emergency Response Division may occur at the same rank, at one (1) rank below, or at one (1) rank above, the officer's rank. 3) With the restrictions set forth above, personnel assigned to Advanced Life Support positions may exchange time with personnel who are state certified paramedics. 0 le Union IAPr Union Proposal March 31 2016 ARTICLE 10 VACANCIES - PROMOTIONS 10.1. When a classified permanent promotional vacancy occurs in any position it shall be filled within a reasonable period of time after the official severance of the vacating Fire Department member. Filling of all vacancies shall be in accordance with the Civil Service Rules and Regulations, so long as they are not inconsistent with provisions of this Agreement. All vacancies shall be filled from the promotional register in effect at the time the vacancy occurs. If a promotional register is not in effect, vacancies will be filled from the next promotional register. Promotions will be to the effective date of vacancy for the classified position. For pay purposes, if the City fails to promote within thirty (30) calendar days from the effective date of the vacancy, retroactive pay shall be paid beginning thirty-one (3 1) days from the effective date of the vacancy. 10.2. This provision shall not apply when a freeze is declared by the City Manager or the position is abolished. Once a freeze is lifted, vacancies shall be filled as outlined in 10.1. 10.3. The Department of Human Resources will keep the members of the bargaining unit covered by this Agreement advised as to promotional opportunities to positions within Article 1 - Recognition. 10.4. Further, the Human Resources Department Director will advise eligible applicants for promotional opportunities ofthe general area to be reviewed for preparation prior to the exam. 10.5. The Fire Department Book Review Committee will review and discuss books and technical publications they deem worthy of consideration by the Human Resources Department 13 1AFF Union Proposal March 31, 2016 for testing purposes. The Human Resources Department and the Book Review Committee or its representative shall meet and discuss the books, materials, scoring procedures, weights of books, etc. to be used in the promotional examinations for all positions covered by this collective bargaining agreement. Such input from the Book Review Committee will be received and considered by the Human Resources Department, but should not be binding on its usage by the Human Resources Department. 10.6. All promotional registers for Lieutenant, Captain, and Chief Fire Officer shall remain in effect for a period of two (2) years from the date the register becomes effective, unless the register is exhausted. 10.7. Promotional examinations for classified bargaining unit positions shall be given as soon as possible after the expiration of the previous promotional register for the classified position. The cutoff date to determine seniority and eligibility for the examination will be the first day the examination is administered provided the examination is administered within thirty (30) days of the expiration of the previous promotional register. If the examination is administered later than thirty (30) days from the expiration of the previous promotional register, the cutoff date for seniority and eligibility shall be thirty (30) days from the expiration date of the previous promotional register. The effective date for new promotional registers will be thirty (30) calendar days from the expiration date of the previous promotional register for the classified position, regardless of when the test was given. 10.8. Promotional registers for Lieutenant, Captain, and Chief Fire Officer shall have ties broken using seniority credit that was not previously used in calculating the seniority score for the exam. If a tie still exists, it shall be broken in favor of the highest ranking Firefighter on 14 IAFF Union Proposal March 31, 2016 the Department seniority list for the Lieutenants' register, or the highest ranking Officer on the appropriate seniority in grade list for the Captains' or Chief Fire Officers' register. 10.9. Except where prevented by Federal law or Federal mandate, qualified applicants who are State certified as a Firefighter or State certified as a Paramedic, may be given consideration before other applicants for employment as determined by the Fire Chief. 10.10. Lieutenant candidates will be required to be a State Certified Paramedic and have passed the Fire Department driver/engineer course for eligibility to take Promotional exams establishing registers after October 1, 2000, 10.11. (a) The parties agree that for all Fire Promotional Exams administered after ratification of this agreement, the City shall require any outside testing provider/vendor to allow all testing candidates to review their full completed testing exam including any and all information provided to or produced by assessors, except for the assessors' notes. All documents, criteria, evaluations, comments, or feedback provided to or produced by any Oral Board Excerise/Assessment Center Assessors, except for the assessors notes, shall be provided to testing candidates for their review after testing scores are released. Candidates will be provided within a reasonable period after completion of their exam, one opportunity of no less than 2 hours to review the assessor information described above. The candidate will not be allowed to copy, photograph, take notes or remove any of the materials during the review. (b) The City will provide sufficient training reasonably aimed at successful performance in the Oral Board Excerise/Assessment Center portion of the exams, (c) The City and The Union agree to implement changes to the Oral Board Exercise/Assessment Center portion of the Fire Captain and Chief Fire Officer Exams, 15 /, 1AIT Union ProRosal March 31, 2016 �a a ,16 which are in the best interest of both parties. To that end, a Labor Management Fire Promotional Exam Panel shall be established to achieve these changes. (d) The specifications for any Fire Promotional Exam administered after ratification of this agreement shall be determined by a Labor Management Panel comprised. of four (4) members selected by the City and four (4) members selected by the Union. The panel shall have access to the assistance of an independent mutually agreed upon expert at a cost to the city not to exceed $25,000.00. If there is a consensus among Panel members by January 15,204--3-2018 for the specifications of the 2x"01242 1-32018 Fire Captain and Chief Fire Officer Fire Promotional Exams, then those specifications shall be utilized by the City Manager. If there is no consensus among Panel members by January 15, 201--3-2018 for the specifications of the 20-6NN— 3-2018 Fire Captain and Chief Fire Officer Exam, then two (2) separate reports shall be submitted to the City Manager within ten (10) business days. The City Manager shall not enter into agreement with the Testing Vendor until he has received both reports. The City Manager's decision with regard to the specifications is final and is not grievable. (e) The specifications for all subsequent Fire Promotional Exams shall also be determined by the Labor Management Panel as described above. If there is no consensus among the Panel members by August 1, 2013 2018 for the specifications of the i0".-04142018 Promotional Exams, then the procedure described in paragraph d shall apply. 16 (/fir A 1AFF Union Proposal March 31 2016 ARTICLE 11 BULLETIN BOARDS 11.1. The City shall funush at each Fire station, Fire Prevention Bureau, Fire College, Fire Central Information Office, Headquarters Building, Fire Shop and Fire Chiefs Office and any other location where four (4) or more bargaining unit members are assigned, unless restricted by terms of a lease or other legal restriction, space for bulletin boards for the purpose of Union notices. If restrictions exist, the parties agree to discuss alternate means of communication. Any notice placed on the bulletin board shall bear on its face the legible designation of the person responsible for placing such notice or item on the board. 11.2. Notices shall not contain anything reflecting adversely on the City or any of its officers and no material, notices or announcements, which violate the provisions of this Article, shall be posted. 11.3. Notices posted must be dated and bear the signature of the Union President or his authorized representative. 9 ARTICLE 12 LINE OF DUTY INJURIES 12.1. The City agrees to pay all medical and hospitalization expenses incurred by any employee covered by this Agreement who is found to have sustained a compensable line -of -duty injury as provided for by the Worker's Compensation Law of the State of Florida, however, the parties agree to establish a Fire Labor/Management Committee to establish policies and to determine how to provide medical treatment and equipment, etc. medically equivalent to that prescribed, by the most efficient and cost effective means to curtail excessive medical costs for accepted claims in the following areas: Health Club and Country Club memberships Capital improvements on the home Transportation Medical equipment for home use More than two (2) requests for change of physician Should the injured bargaining unit member choose a provider for assessment and initial treatment outside the provider network, the City does not waive its right to negotiate a fee with the provider. The Fire Labor/Management Committee shall consist of one member appointed by the IAFF President, one member appointed by the Fire Chief, and one member selected by these two (2) individuals. An individual appointed by the Director of Risk Management will serve as a technical advisor and liaison with the medical community. 12.2. The parties agree the City will pay the state mandated workers' compensation indemnity payments to eligible bargaining unit members as a check separate from any other salary to which a bargaining unit member may be entitled. The bargaining unit member agrees C18 Tentative Agreement City Date Union Date O/(, to sign this workers' compensation check back to the City. The City will also issue a second check to the employee, which will consist of an amount equal to the workers' compensation payment and the supplementary salary as set out, and subject to the limitations below. After those deductions with mandated preference under federal law, the City agrees to take deductions and/or credits from this second paycheck in the following order: workers' compensation,*' pension, health insurance, and any other deductions. The parties agree that this process is intended to provide the employee with these paychecks without interruptions. Should the bargaining unit member refuse to return the workers' compensation check to the City, the City shall cease making any deductions for the employee from the second check for pension, health insurance, etc. and the bargaining unit member shall then be completely responsible for malting those payments on his/her own, until the employee elects to participate in the paycheck system described above in Section 12.2. 12.3. The City agrees that any employee covered under this contract who is disabled as a result of any accident, injury or illness incurred in the line of duty shall be granted supplementary salary subject to the following conditions: Supplementary salary will be paid in the form of a continuation of the employee's regular paycheck of which a part thereof is Workers' Compensation pay as provided by Resolution No. 39802. Pursuant to the above manner of payment, the City will meet its obligations to the state and to the employee and the employee will avoid creating a debt to the City for pension health insurance or other deductions. If the City is unable to implement this program as set out above, the parties agree to meet to devise another system that will accomplish the same goals. 12.4. No supplementary salary will be paid to anyone injured while performing an act intended to injure or hurt one's self or another. Supplementary salary shall only be granted for a A Will be indicated on the check as a credit, for the City and will be non -t able. 19 Tentative Agreement City Date Union Date 40� period of one hundred and fifty (150) consecutive days from date of injury, Said supplementary salary may be extended up to an additional sixty (60) consecutive days for serious injuries upon approval of the City Manager and the Fire Chief. The one hundred fifty (150) days begin when the employee is actually placed on "D". While the employee is on "D", such time will be calculated consecutively including days off, "R" days, etc. If the employee is removed from "D", the non -"D" time will not apply to the one hundred fifty (15 0) day period. 12.5. It is agreed by the parties that the combination of supplementary and workers' compensation pay shall not exceed nor be less than one hundred percent (100%) of the bargaining unit member's weekly net base pay (excluding overtime and any pay supplements not included ha the bargaining unit member's base salary) prior to the line of duty injury, accident, or occupational disease. Bargaining unit members who receive supplementary and worker's compensation pay, shall have a weekly amount of $88.95 ($177.90 biweekly) deducted from supplementary salary while on worker's compensation. Should the bargaining unit member receive supplementary and worker's compensation pay for less than a week, the $88.95 weekly deduction shall be prorated as appropriate for the days the bargaining unit member was on worker's compensation. The $88.95 weekly deduction will be deducted on a priority basis above any other deductions, excluding withholding taxes, FICA, pension, or court ordered deductions. 12.6. If an employee remains temporarily disabled beyond the period of time in which he is entitled to collect the 100% supplementary pay benefits, he shall be entitled to supplementary pay equal to the 2/3 "D" payments pursuant to current practice. 12.7. If an employee becomes permanently and totally incapacitated from the further performance of the duties of his classified position he shall petition the retirement board for 20 ` Tentative Agreement City Date Union Date retirement. The supplementary salary of the difference of 2/3 "D" as described above, shall continue until the retirement is finally granted or denied. The section shall not be construed to modify the employee's rights under the current pension ordinance. 12.8. At any time during his absence from duty claimed to be the result of a line of duty injury while an employee is collecting City supplementary pay, the employee shall be required, upon the request of the City Manager, or his designee, to submit to a physical examination by a physician designated by the City Manager within fifteen days of the request. If such employee, without cause, as determined by the City Manager, shall fail to submit to the examination at the time specified, all City supplementary salary benefits will be terminated. 12.9. The City agrees to notify and confer with the Union prior to any official action regarding the discontinuance of any supplemental salary benefit related to a line -of -duty injury. 12.10. Any condition or impairment of health caused by Human Immunodeficiency Virus/Acquired Immune Deficiency Syndrome (HIV/AIDS), Hepatitis, Tuberculosis, or Meningitis shall be presumed to have been accidental and to have been suffered in the line of duty unless the contrary can be shown by satisfactory evidence. For the term of the Agreement, any employee covered by this Agreement who tests positive for any aforementioned conditions or diseases shall be entitled at the City's expense to such remedial, palliative, or prophylactic care as may be medically required. Any employee covered by this agreement who refuses to take the pre-employment (post conditional offer of employment) medical examination and all of its components relating to the presumptions within this article, shall not be entitled to the presumption outlined in this section and Florida Statutes 112.18. The presumption in favor of employees referred to in this section shall not apply to any other contagious disease, which may be contracted by employees. Furthermore, the presumption shall only be applicable to worker's compensation and disabili erasion benefit detenninations. 21 Tentative Agreement City Date %C%P Union Date--TO?l6 Nothing in this Agreement shall be construed as a waiver of the City's rights under applicable State law. zz l� Tentative Agreement City Date Union Date IAFF Union Proposal March 31, 2016 ARTICLE 13 SAFETY COMMITTEE 13.1. There shall be a Safety Committee in the City of Miami Fire Department, which shall consist of nine (9) members.. Four (4) members shall be appointed by the Union and four (4) shall be appointed by the Chief of the Fire Department. A -The Fire Department Safety Officer shall be appointed by the Chief of the Fire Department as the ninth non-voting member by the Chief of the Fire Department upon confirmation by the Union President. 13.2. The Safety Committee shall meet bimonthly, or more or less omen by mutual consent, and such meeting shall be scheduled at the time established by the Chief of the Fire Department. The Chief of the Fire Department, or his designee, shall preside at all meetings. 13.3. The purpose of these meetings will be to discuss problems and objectives of mutual concern, concerning safety and health conditions of the Fire Department, but excluding grievances or matters, which are the subject of collective bargaining negotiations between the parties. 13.4. Meetings shall be conducted on a semi -formal basis following an agenda which shall include items submitted by any member of the Committee to the Chief of the Fire Department at least five (5) working clays prior to the meeting, together with such information as maybe helpful in preparing a meaningful meeting agenda program. The agenda shall be provided to each member of the Committee. The Chief of the Fire Department shall arrange for minutes to be taken of each meeting, and for distribution of copies to each member of the Committee. Recommendations of the Committee may be sent to the City Manager or his designee if requested by a member of the Committee. 23 t 2�� IAFF Union Provosal March 31, 2016 13.5. Agended issues and subsequent discussions on the subject of safety and health shall not limit or preclude the right of the Union to seek enforcement of safety requirements under the Occupational Safety and Health Act, if applicable. 24 I//LAk LAFF Union Proposal March 31, 2016 ARTICLE 14 SPECIAL MEETINGS 14.1. The City and the Union agree to meet and confer on matters of interest upon the written request of either party. The written request shall state the nature of the matters to be discussed and the reason(s) for requesting the meeting. Discussion shall be limited to matters set forth in the request, but it is understood that these special meetings shall not be used to renegotiate this Agreement, Special meetings shall be held within ten (10) calendar days of the receipt of the written request and shall be held between 8:00 a.m. and 5:00 p.m. at a time designated by the City. The Union and the City shall be represented by not more than four (4) persons each at special meetings. 14.2. Employee representatives of the Union at special meetings will be paid by the City for time spent in special meetings if on duty, but only for the straight time hours they would otherwise have worked on. their regular work schedule. Time spent in special meetings shall be considered as hours worked. 14.3. No special meeting shall be held unless the Fire Chief is notified in advance and approves the arrangements made for releasing any on -duty Firefighter who is to attend such meeting. 14.4. The parties agree to participate in the Labor/Management process as currently established. The Labor/Management process is an ongoing tool for addressing and solving issues and problems concerning the Union, the Department, and the City. Issues are dealt with as they arise and do not require the formalities of reopening negotiations. Any agreements made that have an economic impact on the City must be approved by the City Manager or his designee. It is agreed this process complies with and is an extension of Article 14, as the Labor/Management process applies to collective bargaining. 25 8ds416 ARTICLE 15 GRIEVANCE PROCEDURE 15.1. A grievance is defined as a dispute involving the interpretation or application of the specific provision of this Agreement, except as exclusions are noted in other articles of this Agreement. 15.2. A grievance shall refer to the specific provision or provisions of this Agreement alleged to have been violated. Any grievance not conforming to the provisions of this paragraph or that contains non -identification of a specific articles(s) of this agreement shall be denied and not eligible to advance through the steps of the Grievance Procedure including arbitration, Grievances involving Workers' Compensation are not subject to the grievance procedure of this Agreement; except that a question concerning supplemental salary may properly be processed as set forth in the Article entitled "Line of Duty Injuries." 15.3. All employees covered by this Agreement shall be required to mare a written Flection of Remedy prior to filing any grievance at Step 2 or higher steps or initiating action for redress in any other forum. Such choice of remedy will be made in writing on the Election of Remedy form available at the Department of Human Resources, Labor Relations Division. Any employee electing a remedy other than this grievance procedure shall be denied the use of the Grievance Procedure for the resolution of this specific grievance. The Union and its members agree that an appeal to any other forum to resolve an issue that would otherwise be subject to this grievance procedure under this Agreement would preclude the use of said Grievance Procedure to resolve such alleged grievable issues. 15.4. Nothing in this Article shall prevent the Union from appeariiU_efore the City Commission or other City boards on matters concerning the terms and 9WV,6ns of employment For the Union the Grievance Committee decides to advance the Grievance, a Union representative shall reduce the grievance to writing on the standard form provided by the City for this purpose and present such written grievance to the Fire Chief within forty (40) calendar days from the date of the Step 1 answer was given to the grievance or the Union. The Fire Chief shall meet with the Union representative and shall respond to the Union in writing within seven (7) ten 10 calendar days from receipt of the written grievance. Within the forty (40) calendar day time frame as outlined above, the Union shall notify the Fire Chief in writing of the nature of the grievance; what specific provision(s) were allegedly violated; whether the Union will advance the grievance, the grievant must submit a written grievance to the Fire Chief within three (3) calendar days of the date on which he was advised by the Union of its position or the grievance shall be considered abandoned. The parties agree, however, that nothing in this section shall be construed to prevent a member of the bargaining unit from presenting his grievance to the public employer and have such grievance adjusted without the intervention of the Union Representative, if the adjustment is not inconsistent with the terms of the Collective Bargaining Agreement then in effect. The Union Representative will be given a reasonable opportunity to be present at any meeting between the grievant and the City representatives for the resolution of said grievance. All of the above must be consistent with the time frames described in the various steps of the Grievance Procedure as outlined herein. Step 3. if the Grievance has not been satisfactorily resolved at Step 2, the Union may present a written appeal to the Director of Human Resources or designee within ten (10) calendar days from the time the Step 2 response was due. The Director of Human Resources or designee shall meet with the Union representative to hear the grievance and shall respond in writing to the Union within fourteen (14) calendar days from the receipt of appeal. —0- . Por the City r ru 15.8. The Arbitrator may not issue declaratory or advisory opinions and shall confine himself exclusively to the question, which is presented to him, which question must be actual and existing. 15.9. It is contemplated,that the City and the Union mutually agree in writing as to the statement of the matter to be arbitrated prior to hearing. When this is done, the Arbitrator shall confine his decision to the particular matter thus specified. When the parties are unable to agree, the Arbitrator shall decide the issue or issues to be arbitrated. 15.10. Each party shall bear the expense of its own witnesses and of its own representatives. The parties shall boar equally the expense of the impartial arbitrator. The party desiring a transcript of the hearing will bear the cost of same. 1.5.11. Copies of the award of the arbitration made in accordance with the jurisdiction or authority under this Agreement shall be furnished to both parties within thirty (30) calendar days of the hearing and shall be final and binding on both parties. Foci IAFF Union Proposal Much 31, 2016 ARTICLE 16 SAFETY SHOES 16.1. The City shall, effective upon ratification of the labor agreement, reimburse bargaining unit employees up to $150 for the purchase of an initial pair of safety shoes, the replacement of same due to job related wear and tear or accidental destruction or at the employee's discretion, the refitirbislumnt or resoling of same. To receive this allowance, the employee will present the purchased, refurbished, or resoled shoes and the bill of sale to a management representative. Safety shoes paid for by the City shall only be worn when on Fire Department business, including reporting to and from work. 16,2. The Chief of the Fire Department or his designee shall determine when, in his judgment, a pair of safety shoes shall be issued as replacement. Safety shoes shall be issued on the basis of need and not on an automatic basis. Any bargaining unit member requesting the replacement of more than one (1) pair of safety shoes during a calendar year shall satisfactorily demonstrate in writing on a form provided by the City that the replacement of said safety shoe is necessary due to job related wear and tear or accidental destruction. 16.3. Employees who work in positions in which safety shoes are not required shall also be eligible for a shoe allowance to purchase, refurbish, or resole a pair of approved uniform dress shoes. 16.4. The shoe standard as administered in the past must be met to qualify for the reimbursement. 16.5. Effective upon ratification, the City shall f eeiimbur all ga ng unit employees � old who have successfully completed recruit training up to $,�60�for n asitia pair of leather structural firefighting boots. The City shall provide said reimbursement in accordance with the procedure 31 �t 4 3�1+I I AFF Union Proposal March 31 2016 set forth above for safety shoes, except that any bargaining unit member requesting the replacement of more than one (1) pair of boots in a three (3) year period shall satisfactorily demonstrate in writing on a form provided by the City that the replacement of boots is necessary due to job related wear and tear or accidental destruction. The Fire Chief or designee shall have final approval for early replacement of boots suspected of non job related wear and tear, or damage. 16A Structural firefighting boots shall meet the minimum safety standard set by the Fire Department Safety Committee, after considering all available safety standards. 9Tula 324 � )'i -N City's Proposals to IAFF on Outstanding Articles (8.21.2018) ARTICLE 17 GROUP INSURANCE 17.1. The group insurance benefits will be those as set forth in the IAFF Local 587 Health Insurance 'frust .FU11d Plan of Benefits (",Firefighters Plan") or such successor trust. CIrp'�^r11~:�;Itic €c�lc�i�a# ciSoxvlc �xe�lital-t�oa�ieol�le#-inluet 1 �1T� a� F Tttty la l ancl��itctel etl lacus-as-A-ppGodix —. 17.2. The City agrees to pay VS.,-fi-9.08 per pay period for the cost of life insurance coverage and accidental death and dismemberment coverage currently provided by the IAFF, Local 587. :1'7:x—��-roup-1yea•ltll��a-il�a��--wi-I�-kye°l:�lr•!-lay-tl�e�l�argi�a>pit-eao�-�v'r11� �t�-tt�� mss: 17.3. L�ffective Jaminy 1, 20:19. the Unjon shall maintain its own group health, i e, and accidotital death and dismemberment insi.arance phin. All current and ftrttire baba giu lit members who have worked at least ninety (90) days from date of appointment, and thea eligible dependents, will leo longer be covered by City -provided medical and dental benefits and will instead be covered by the Fire-fighters Flan subject to the Plan's eligibility regyiiements as dcllaecl in theflan document. Non -bar; ailling unit State certified firefighter emi loyeps ilk the Fire Department have the option of coverage under the Firefighters .Plan or the City -provided lilan, but nat b tl lirovided they meet the Firefigl?ters Plan Trast's eligibility ieectiziren��l�ts as defined in the la.l.zlll document. Group lipalt.h prem umi.s will be paid by the bargaining wait !employee with pro -tat dollars. 17.4. Bar lain111g Ulllt 11me.mbers are eligible to i articilge ill Me Qit�"S V01U11lary be-peflts ialan administerc;Ld Uy the City. City's Proposals to IAFF on Outstanding Articles (8.21.2018) City's contributions as set forth in this para raph shall be void, and this paragraph shall have no fiirther effect rem Bless of any subsequent decrease or decline of the balance of the reserve fund. 17.10. The City shall be provided with a copy of the Firefighters Pian sums. ga plan description -(SPD) and the Trust Agreement, and any other information as required by law. Upon request, the Union and its insurance plan administrator shall timely permit the City to review any records related to the Union's health insurance plan. Upon written request, the City shall be moyided 4vith an accounting of the reserve fan , tzzcluding cash flows, within ten (10) calender days. 17.11. The Union shall indemn lj+ ggd_ho.ld harmless the City, its assigns, officials, officers, directors affiliates, attorneys and enjoloyees from and against any and all allegations, claims, actions, ricvances suits demands damages, l.ial ilities o,_ b(igations, losses, settlen1e11t5. iuuCl„r1 ientS costs and expenses (including without limitation attompys' fees and. costs , whigh arise out of relate to or result from any act or omission of the Union with relation to the establislunent, enactment, implementation application, or administration of the Fireflabters Plan. City's Proposals to IAFF on Outstanding Articles ($.21.2018) ARTICLE 18 WAGES 18.1. tL-ii�a��tep-�ehc�l�Fle-wi-1•lac,-+�plemo+�#eE(�2•rill-�uirea�t�-t�arlaii�ityg-�ir�il ia�ei�xlier�s as-anl -f rat-i€i-eff40rrBargainiianit members will adhere to the curro-jit salary schedule as set forth in the attached Appendices B and C. Effective the first fullaalaeriod alter October 1 2017 the current pgy scale bargaining unit members will receive a five ercent (5%) across the board increase to their base wages, The City will .issue back pay as gippropritite on the first 1101 pay period within 45 days after tatlficatioti, f. esti trpc3 r tificr�tio �; bai ; ii�i3ig x rr�e��rik�u�5-��i-ll-lie-plaeecl a+�h�yi�e�tel-rsc�lxerl�l•1�•-cm�tl��str��-t�l�t--i�fleci�s-ti�elt-sl�t��e��-e-f ser-vic-c-wi�tlyd�c�-trit�i�rti��i�--eil�ir�i��l�cast�-wi;fh�z�-tl�+Maar��ii�tt��-il�iit:•�tf�c�t�tiary l; '�(?-1•S; lie-Git r -will isea� � lattal pay "19 "-pti aped --an- i"bove er•Fte�i�-tl�e [r st�Fi�l1 y-perz tt# i-r-akiC=te ikicat�; Iii ac{cli .ican;-tire+ 13n1 rii i�� kttrit-i �er� bcat�wlio vas-prcifnott�rl-�rn�l lcar w17ca eli,�i-lade--(�rttelacrc��se�r�t�ei�aa�i��ei�sar��•-c-1�it�=-�r-�irrrtitat��-I;-29-3 tyrottgl�-tl-ac�t�ricr-c�F ra�ti-t�cr�t-i�3rai---t:lal•r�--•a:gr:t�aixrent will-a�eeerv+e-t�;t-t-i-r�t�ase�ncl-llre-Ci�jJ rovi•1.1---i�ae--lic:aelc lams spproptiak-cff rvfrtlie-frr-st till p+ y ae iocl Cc}llorvi a roti cL*i carr=flaarea let; b argaining unit members that are not at their maximum step will be eligible for step increases on their anniversary date in accordance with the time frames delineated below. The following time fraanes apply to employees eligible for step increases: Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Longevity Steps: Step 11 Step 12 Step 13 For 1 :Ih� • 5% after one (1) year at Step 1 5% after one (1) year at Step 2 5% after one (1) year at Step 3 5% after one (1) year at Step 4 5% after one (1) year at Step 5 5% after one (1) year at Step 6 5% after one (1) year at Step 7 5% after one (1) year at Step 8 5% after one (1) year at Step 9 5% after one (1) year at Step 10 2.5% after four (4) years at Ste 11 2.5% after two (2) years at St 1 F nion City's Proposals to IAFF on Outstanding Articles (8.21.2018) Step 14 2.5% after two (2) years at Step 13 Step 15 2.5% after two (2) years at Step 14 Step 16 2,5% after two (2) years at Step 15 1.8.2. Fol'•,'�l�a+nc�P,,.,-��,�-��t�-c-alaeete�l-Ftp•�l•o•��1�et��rGei�30;?•0�1-•"�•lul�-Revenue-abc�vc,-3:fi�l� iY�ill�oz�•-i��-e�.�l�s�i�i�t�ri��tal--per.'t�ncl--�I�aa-I-=1�e-s-l�li t--�(1-� 0-(eri��loyec�it�-fc��btttgFtir7•i•ri�••t��rlt +aturrabc ; a sl ne l-trr-ailvai�eecNif tl cxt: For all EMS Revenue collected after September 30, 281-52016, EMS 'Revenue above 3.64 million in each semi-annual period shall be split 50-50 (employee -City) for bargaining unit members assigned to advanced life support transport units. The sharing will occur on a semi-annual basis. C�Cla i e t11 lust uE11-1aa: l5ei=iotl-at otol °° ' M 5Tbargaining unit members who are assigned to ALS Transport positions and members assigned to the EMS Support Division will receive a six percent (6%) suppletncrtt to base tay heieta referred to as ALSL Members assigned to ALS Non Transport positions will have d�e pay inemased by receive a three percent (3%) su? al.emont.to base pqy hereto referred to as ALS2. Lieutenants and permanent Firefighters assigned to swing or unassigned in the ERD Division will receive ALS Transport pay (ALS 1). ALS Acting Pay; A, Members who are not regularly assigned to ALS units and who are required to ride in an ALS Transport position shall be paid six percent (6%) above their hourly rate ofpay ALS6 for all hours worked in that capacity during that shift, provided they ride in that capacity for a minimum of four (4) hours. B. Members who are regularly assigned to ALS non -transport units and who are required to ride in an ALS Transport position shall be paid three percent (3%) above their hourly rate ofpay A( LS3) for all hours worked in that capacity during that shift, provided they ride in that capacity fot (4) hours. City's Proposals to tAFF on Outstanding Articles (8.21.2018) unit employees having five (5) or more years of previous continuous service will be placed at Step 5 (48-hour shift) of the Firefighter salary schedule. 18.6. All changes in salary because of promotion, demotion, step and/or longevity increase, etc,, shall begin to accrue the effective date of the change, but actual payment for the same shall not be made until the first full pay period following the effective date of the change. 18.7. Bargaining unit members shall receive, in recognition of their efforts in generating new revenue, a "revenue incentive" pay supplement of $1,500 annually. The revenue incentive wage payment shall be segregated on the employee's paycheck stub so employees realize the pay is based upon their performance. The revenue .incentive wage payment will not be rolled into any pay supplements. 18.8. Leaves of absence without pay or suspension of any duration shall cause the effective date of the longevity and aluriversary date to be deferred by the same number of calendar days embraced by said leave. This break in pay shall not be considered a break in continuous service. 18.9. Any bargaining unit employee upon normal retirement from City service, or separating under honorable conditions, who has served for a period of twenty-five (25) years or more, shall be granted, at the time of his/her normal retirement or honorable separation, one hundred seventy-three and three tenths (173.3) hours of pay if on a forty (40) hour work week and two hundred eight (208) hours of pay if on a forty-eight (48) hour work week. 18.10. Effective the first full pay period after October 1, 20160ctobep-1, 4-5, bargaining unit members shall receive a State Certified Paramedic annual pay supplement in the amount of $6,000 or 14% of base pn whichever is higher. aa.ntul_ly: Paramedic pay supplement shall be subject to pension deductions and applicable federal taxes and shall be included in calculating an employee's overtime and average earning for pension purposes. Any St Ce ified Paramedic who is restricted from using their Paramedic License by the M is eetor for failure of I'ur Iht .�tti, 1,9r'the Union --- City's Proposals to IAFF on Outstanding Articles (8.21.2018) 18.13. The Parties agree that annual pay supplements that are currently subject to pension deductions and applicable federal taxes and that are currently included in calculating an employee's average earnings for pension purposes shall continue to be subject to pension deductions and applicable federal taxes and included in calculating an employee's average earnings for pension purposes. 18.14.=Fho--}atffeftee-of'-R -a=eeert-if otic �� trtii��in l tl �c�ver bf�cl� a ihc� E�ane+�ltttes i�*ticrlrir l e CacsE�ai-1;01 EMS recertification training shall be performed Off Duty with Overtime pay in accordance with this Agreement. 18.15, Effective the first full pay period after October 1, 2015, the bargaining unit members identified in Appendix D who would receive a reduction to their base wages as a result of the implementation of the cumulative changes in this Article and the change in the employee pension contribution as set forth in Article 43 - Pension, will have their rate of pay adjusted to offset the reduction, respectively. These members shall remain at this new pay rate until either their next step increase or upon promotion to a higher rank which results in a higher base salary. 18.16 Effective October 1, 2018, bargainnirig„unit members who currently have or r+uccess.[1111y obtain a collegc or uruversido. roe shall receive an annual incentive bonus as outlined below. This incentive shall be prorated and paid on a bi-weekly basis, Bargaining unit members shall only be credited for the single highest educational degree obtained, Associate's Degree $1.200 Bachelor's Degree $2,400 Master's Degree $3,600 _ Juris Doctor, Ph.D., Ed. D, M.D. $4,800 Forihc City ARTICLE 19 VACATION TIME 19.1. Base vacation hours shall be one hundred. forty (140) hours (96 hours for 40 -hour employees). Longevity vacation on the sixth, seventh, eighth, ninth and tenth year of employment will be granted at the rate of ten (10) hours per year longevity vacation. From the eleventh year on it will be granted at the rate of five (5) hours per year. Bargaining unit member vacation accrual per year will be capped at two hundred ninety hours (290) hours (240 for 40 hour employees). Employees who are above two hundred ninety (290) hours prior to December 31, 2015 are exempt. Employees who retire upon normal service retirement may, at their sole discretion, make an irrevocable election in the calendar year prior to the calendar year in which the employee severs service from the City of Miami to convert any portion of their accumulated vacation time to sick time at the time of severance of service.*z 19.2. The following will apply to the scheduling of vacation: A. The vacation time multiplier for scheduling vacations shall be 1.25. B. Vacation time may not be used in place of sick time unless the member does not have any sick time in his/her sick time balance. Vacation leave shall be taken in increments of not less than one (1) hour. C. The Hazardous Materials Team members shall schedule the vacation under this agreement. 19.3. Vacation shall be taken by the second payroll period following the last payroll period of the calendar year in which the vacation was credited. If using the second payroll period causes administrative problems then the parties will explore other methods of addressing this issue. Forty (40) hour employees (or 48 hour and 52 hour employees) shall only be allowed to z *Any vacation time balances that are converted to sick time under, provisions of Article 19.1.above shall be added over and above the 1200 hour limitations set forth ' title 44.6 40 9 / Union Date Tentative Agreement City Date -% n carryover five hundred (500) hours (or 600 hours) of the previous year's credited vacation. Any excess vacation over the five hundred (500) hours (or 600 hours) automatic carryover not taken within the payroll calendar year will be forfeited. Employees who were on disability at the time of their scheduled vacation shall be paid for all excess vacation over five hundred (500) hours (or 600 hours) at the employee's January 1, hourly rate of pay following the year the vacation would have been scheduled. If an employee is unable to take a previously authorized vacation due to cancellation by his/her Department and the vacation cannot be rescheduled within the payroll calendar year, any hours in excess of the five hundred (500) hours (or 600 hours) which would have been forfeited shall be paid for 'at the employee's January 1, hourly rate of pay following the year the vacation was scheduled. 41 Tentative Agreement City Date UnionDate --z4z ARTICLE 20 OVERTIME 20.1. All authorized hours actually work performed in excess of an employee's normal work day and in excess of an employee's normal work week shall be considered overtime work. Employees performing overtime work shall be paid at the rate of time and one-half at their straight time hourly rate of pay. 20.2. Employees shall be compensated for overtime as set forth below: A. Employees may be paid for holidays and other overtime as it occurs or, at their option, they may accumulate compensatory time up to a maximum of 200 hours. Prior to November I of each year, the employee may elect to be paid for the full accumulation of earned time on the last pay day in November or carry over up to 48 hours for use during the following calendar year. If the employee elects to carry over up to 48 hours of compensatory leave, any additional balance shall be paid on the last pay day in November. B. Employees may schedule up to 48 hours of compensatory time in conjunction with their vacations. C. Compensatory time, which has not been previously approved, may be taken off at the sole discretion of the Fire Chief. Denial of requests to use unscheduled compensatory time shall not be subject to any grievance procedure. D. In the event, a state of emergency is declared due to an act of God and the City Manager grants emergency leave, such .leave shall not be included in determining eligibility for overtime. The employee utilizing such leave shall be paid straight time for those hours ked in excess of their normal �!/%/ 42 Tentative Agreement City Date — Union Dace -- work day or in excess of their normal work week equal to the number of hours taken as emergency leave, before overtime shall apply. Employees shall not be permitted to accrue compensatory time in lieu of overtime for grant -funded positions, including overtime created by back -fill. 20.3. The parties agree that overtime hours shall not be used in the computation of arriving at average earnings for purposes of establishing pension benefits. 20.4. The parties agree that assignments of overtime work shall rest solely with the Department Director. 20.5. The parties agree that the assignment of overtime work is on an involuntary basis and any employee refusing assignments of such work is subject to disciplinary action as deemed appropriate by the Department Director. 43 Tentative Agreement City Date Union Datel/� TAFF Union .Proposal March 31, 2016 ARTICLE 21 CALL BACK PAY 21.1. All employees covered by the terms of this Agreement who are called back to work while off duty shall be paid at least three (3) hours miniminn, plus one (1) hour's travel time, at the employee's overtime rate provided by Article 20. 21.2. Any employee covered by this Agreement who is summoned to appear as a witness, while off duty as a result of his direct employment as a member of the Miami Fire Department, will be paid four (4) hours minimum at one and one-half times his current hourly rate, excluding travel time, for all such time, provided that the Fire Chief is given prior notification so that he is given an opportunity to schedule such appearance during regular duty hours. In consideration of receiving overtime pay, the employee shall promptly assign to. the City any witness or deposition fees received, and mileage allowance, if any. 'This Article shall not apply in legal disputes where one member of the bargaining Ludt sues another member of the bargaining unit covered by this Agreement. 21.3. Attendance in court in response to a legal order or subpoena to appear and testify in private litigation, not in connection to an employee's official duty, but as an individual, shall be taken as vacation, compensatory leave, or leave of absence without pay. @) t(ju-1 16 47 roc, t ARTICLE 22 WORKING OUT OF CLASSIFICATION 22.1. The City agrees that any person covered by this Agreement who is required to accept the full responsibilities and carry out the duties of a rank above that which he normally holds shall be paid at the hourly rate of five percent (5%) above his current rate in his regular classification while so acting, provided he works in that capacity for a minimum of four (4) hours. 22.2. The Fire Chief or his designee may at his sole discretion select the best -qualified employee to serve in a classification higher than the classification in which he has Civil Service status. The employee will serve in this capacity for such periods of time as best suits the needs of the Fire Department as determined by the Fire Chief or his designee. 45 Tentative Agreement City Date Union Date k1:-, IAFF Union Proposal March 31, 2016 ARTICLE 23 HOLIDAYS 23.1. The following days shall be considered holidays: New Year's Day Presidents' Day Memorial Day Independence Day Labor Day Martin Luther King Day Col unbus Day Veterans Day Thanksgiving Day Day After Thanksgiving Christmas Day 23.2. Any additional holidays declared by official resolution of the City Commission shall be added to the above list. 23.3. New Year's Day, Independence Day, Veterans Day, and Christmas will be on January 1st, July 4th, November 11th, and December 25th, respectively. However, those bargaining unit employees who work 40 hours per week will observe the above four (4) holidays on the same dates as do the non -uniformed employees of the City. 23.4. Any employee covered by this Agreement, in pay status, at the time the holiday occurs, shall, at his option, if assigned to a twenty-four (24) hour shift (48 or 52 hour work week), be paid for ten (10) hours at his regular rate of pay or -receive ten (10) hours of compensatory time, or if assigned to a forty (40) hour work week be paid for eight (8) hours of compensatory time or be paid eight (8) hours at his regular rate of pay. 23.5. It is agreed and understood that premimn pay for work performed on a holiday shall be calculated as one-half of the actual time worked, An employee who works an eight (8) hour shift on which the holiday occurs, shall receive four (4) additional hours as premium pay; an employee who works a sixteen (16) hour shift on a given holiday shall receive eight (8) t� 49 LAFF Union .Proposal March 31, 2016 additional hours as premium pay; and all employees whether they are off or on duty on the day on which the holiday occurs shall receive ten (10) hours for the holiday. The ten (10) hours, plus the premium pay as defined above is payable in cash or earned time at the employee's option according to the following: Any additional holiday time declared by the City shall be considered under the holiday option of cash or earned time for the actual amount of time so declared as holiday; premium pay shall be calculated as one-half the actual amount of time worked for such additional holiday time. City's Proposals to IAFF on Outstanding Articles (8.2.1.2018) ARTICLE 25 FAMILY LEAVE AND LEAVES OF ABSENCE 25.1. The parties to this Agreement believe that the terms and conditions set forth in this Article meet or exceed the requirements specified within the Dade County Family Leave ordinance and the Family Leave Act of the United States. In the event that they do not, the Dade County Family Leave ordinance and the Family Leave Act will supersede these terms and conditions. 25.2. Bargaining unit employees may take a leave of absence without pay not to exceed ninety (90) calendar days during a twelve (12) month period for the birth or adoption of a child, - the serious illness of a family member or the employee's own serious illness. 25.3. Leave without pay for a seriously ill family member or serious illness of the bargaining unit employee may be extended beyond the initially approved ninety (90) calendar days upon approval of the City Manager or his/her designee. 25.4. Bargaining unit employees must have been employed for at least ninety (90) days to be eligible for leave without pay as specified in Section 25.2. 25.5. Leave without pay for the birth or adoption of a child must be taken by the bargaining unit employee within one (1) year of the birth or adoption. This leave does not have to be consecutive, however, such leave may not be taken on a reduced leave schedule, 25.6. Leave without pay for a seriously ill family member or because of a serious illness of the bargaining unit employee may be taken intermittently or on a reduced leave schedule when medically necessary. 25.7. Upon approval of the Fire Chief, and the City Manager or his/her designee, a leave without pay may be granted, for the purpose of entering a course of training or study calculated to improve the quality of the employee's service to the City through cours I directly related to the ainployee's job, for a period not to exceed six (6) months. TI e est foi- leave without fnr lllc CITY ro Ifi Union ARTICLE 2,527 BEREAVEMENT LEAVE 2527.1. Any employee covered by this Agreement may, in the case of death in the immediate family, be authorized up to a maximum of forty (40) hours of paid leave for any death of a member of the employee's immediate family. Said paid leave days shall be taken consecutively by the employee excluding normal days off and holidays. The immediate family is defined as father, mother, sister, brother, husband, wife, domestic partner, children, domestic partner's children, father-in-law, mother-in-law, domestic partner's parents, grandparents, spouse's grandparents, domestic partner's grandparents, stepfather and/or stepmother if they have raised the employee from infancy regardless of place of residence, and may include any other person who was an actual member of the employee's household for five (5) or more years immediately prior to their death. Within thirty (30) calendar days from the date the employee returns from bereavement leave, the employee shall, upon request, file a copy of the death certificate of the deceased family member. Said death certificate must be attached to a form approved by the Office of Labor Relations and submitted to the Human Resources Department. Failure to produce the death certificate will result in the employee reimbursing the City for any days taken under this Article. Any employee found to have falsified his application for bereavement leave will be subject to disciplinary action up to and including dismissal. 2527.2. It is understood that under certain circumstances the employee may be unable to obtain a death certificate. In this event, in lieu of a death certificate, the employee shall submit a newspaper account showing the death and the relationship of the deceased to the employee and/or other information and documentation as required by the Department of Human Resources. 2527.3. In addition to bereavement leave, at the request of the employee, the Department Director may authorize the use of accrued vacation. 50 r Tentative Agreement City Date Union Date _�� 2527.4. Employees on twenty-four (24) hour tour of duty shall be bound by the above sections except that they may be authorized up to forty-eight (48) consecutive work hours of duty on leave with pay. 2-527.5. Bereavement leave is for attending a funeral or to attend to estate issues or for being in a state of bereavement and must be taken within 45 days of the death of the family member. The fire Chief at his sole discretion, can make exceptions to the 45 day limit under truly unique circumstance, but his decision is final and cannot be appealed through the grievance procedure or any other forum. 51 Tentative Agreement City.__Q— Date Union Date Z City's Proposals to IAFF on Outstanding Articles (8.21.2018) ARTICLE 28 PHYSICAL EXAMINATIONS 28.1. Employees shall be required to take an annual physical examination. ala s; n-)--Cts•��Ic�yces�'c�+��-{-�(�}�e-air-cit a�-er-eltic�--fxl�-peter h}— � al�loyees tl�i. k (0}years 4P ag�� er eltle — case-evu"thet ;xefl-r ri lcy e i��l�iurthttEyrzr ,,.... ,.wage --em 28.2. The schedule set forth in Section 28.1. and the content of the present physical examination shall continue, unless changed by mutual agreement of the parties. 28.3. The City agrees to provide physicals that are mandated by State or Federal law, including but not limited to hazardous materials team, technical rescue team and dive team physicals. farthc _iii 0 Ilion TAFF Union Proposal March 31, 2416 ARTICLE 29 LOSS OF EQUIPMENT 29.1. A bargaining unit employee shall reimburse the City for the repair or replacement cost of lost, stolen, or damaged City egtupment when the City demonstrates that the employee's careless and/or negligent act(s) resulted in the loss, theft, or damage. IAFF Union Proposal March 31, 2016 ARTICLE 30 BLOOD DONORS 30.1. Employees who volunteer as blood donors to contribute to a City supported Blood Donor Organization will be authorized the absence necessary to accomplish this purpose. The Blood Donor Organization's personnel will determine what amount of time the donor will need from the point of donation until the City donors are released to go back to work. 58 City's Proposals to 1AFF on Outstanding Articles (8,21.20 18) ARTICLE 31 SUBSTANCE/ALCOHOL - PERSONNEL SCREENING 31.1. In an effort to identify and eliminate on or off-duty controlled substance/alcohol abuse, urinalysis/blood tests shall be administered as provided herein: Employees refusing to give a testable blood/urine sample under any of the following conditions will be dismissed, RANDOM SUBSTANCE SCREENING Employees meeting any of the criteria below shall be subject to random substance screening. Employees who meet any of the criteria below shall be subject to random substance screenings for a period of one hundred and eighty (180) calendar days from the date the criteria was met. After the period of one hundred and eighty (180) calendar days, if and when employees meeting criterion A below have accumulated above one hundred and fifty (150) hours of sick leave and employees meeting criterion C or D below have not been late or absent without leave (AWOL) for a one hundred and eighty (180) calendar day period, they shall no longer be subject to random substance screening, unless they meet the criteria again in the future. The City shall be limited to a maximum of two (2) substance screenings in each one hundred and eighty (180) calendar day period the employee is under random substance screening. RANDOM SCREENING POOL CRITERIA A. Probationary firefighters are subject to screening until off probation. B. Employees assigned to a forty-eight (48) or fifty-two (52) hour work week with less than three hundred and seventy-five (375) hours of sick leave accumulation. Employees assigned to a forty (40) hour week with less than three hundred (300) hours of sick leave accumulation. C. Employees who are absent without leave (AWOL) twice wit ' a one hundred and eighty (180) calendar day period from the most recent A if on a forty-eight Por�j or nion City's Proposals to IAFF on Outstanding Articles (8.21,2018) (48) or fifty-two (52) hour work week or three (3) times within a one hundred and eighty (180) calendar day period if on a forty (40) hour work week. D. Employees reporting late (including any incidents of absence without leave) for duty three (3) times within a one hundred and eighty (180) calendar day period if on a forty-eight (48) or fifty-two (52) hour work week or five (5) times within a one hundred eighty (180) calendar day period if on a forty (40) hour work week. _REASONABLE BELIEF SUBSTANCE SCREENING CATEGORIES A. Where a District Chief, or above has a reasonable belief based upon objective factors that the employee has possession or is using, dispensing or selling any illegal drug or controlled substance which is not prescribed by a licensed physician. B. Following any vehicular accident occurring on -duty, on an off-duty detail, traveling to or from same, involving employees) where a District Chief, or above has a reasonable belief based upon objective factors that the involved employee(s) may be under the influence of alcohol or may have been using, possessing, dispensing or selling controlled substance, unlawful, mind -altering, or non -physician prescribed drugs, C. Where a District Chief, or above has a reasonable belief based upon objective factors that the employee is under the influence of alcohol on -duty, or on an off- duty detail, or traveling to or from same, or while covered for portal to portal pay for workers' compensation. SUBSTANCE SCREENING PROCEDURES 31.2. Employees shall give either a blood sample, for suspected alcohol use or a urine sample for suspected substance abuse as determined by the City at either a hospital or accredited testing lab, as chosen by the City. The hospital or accredited testing sh �clude sufficient For tfit—y— -0 _IlrE< uirimi City's Proposals to IAFF on Outstanding Articles (8.21.2018) substance/alcohol abuse amounts to conduct for which the City may otherwise discipline the employee, the City may take action prior to knowing of a positive test result. 31.8. The IAFF will be advised of passed or failed tests to the extent that the releasing of such data is not inconsistent with Federal or State laws regarding the privacy of said test or if the individual involved does not want his test results released to the IAFF. 31.9. The following cutoff concentrations shall be applicable for determining whether specimens are negative or positive for the following drugs or classes of drugs for the initial and confirmatory test procedures. A positive result shall be a concentration in excess of those listed below. For those "designer drugs" that are listed below without out -off levels, the parties agree to test in accordance with levels specified by Department of Human Services Federal Register, Part III, if and when it ever becomes available. Initial Test Level (ngiml) Cannabinoid (Marijuana) Metabolites 50 Cocaine Metabolites 300 Opiate Metabolites 2,000 Phencyclidine 25 Amphetamines 1,000 Methaqualone 300 Methadone 300 Propoxyphene 300 Tricyclic Antidepressants 300 Designer Drugs: 500 Ketamine TBD Methylenedioxymethamphetamine (Ecstasy) 500 UC/MS 'fest Lcyg n�Im Cannabinoid (Marijuana) Metabolitesi 15 Cocaine Metabolites 150 Opiates Morphine 2,000 Codeine 2,000 6-Acetylmorphine3 10 Phencyclidine 25 Amphetamines Amphetamine 500 1VI; iaiiij3hetamine4 500 l� ' is C'i1y City's Proposals to IAFF on Outstanding Articles (8,21.2018) Services and the Labor Relations Division, Department of Human Resources of its intention to invoke expedited arbitration and to confirm same to the Chief of Management Services and the Labor Relations Division, Department of Human Resources thereafter in writing. By the City providing information to the Union in order that it may make its determination whether to pursue expedited arbitration, the parties agree and acknowledge that the City is in no way waiving any of its rights, arguments, ability to introduce new or additional evidence or defenses at arbitration, expedited or otherwise. Only the Union can invoke expedited arbitration under this Article. If the Union does not invoke expedited arbitration within forty-eight (48) hours of being notified by the City, expedited arbitration shall be precluded. Further, expedited arbitration shall be precluded under any circumstances in which an employee is arrested for a drug related crime. 31.14. Reasonable Belief Substance Screenings shall be tested even if the Union timely invokes expedited arbitration on behalf of an employee. If the Union invokes expedited arbitration, the results of the test will not be released by the testing company until the umpire rules that there was reasonable belief to test the employee. 31.15. The cost of the Umpire's decision will be borne by the employer if the umpire rules there was not reasonable belief to require the employee to take the test. If the umpire rules there was reasonable belief to require the employee to take the test, the Union will pay the cost of the umpire if the Union processed the grievance. 31.16. It is anticipated that an expedited hearing would be held before the Umpire under the American Arbitration Association rules of expedited arbitration and no post hearing briefs would be filed. The drug grievance will be submitted directly to arbitration and will be heard no later than five (5) calendar days after the employee was required to take the oliol/Controlled Substance test. The Umpire will rule at the close of the hearing and a ora'rs�ponse from the uniIli M will be sufficient to settle the grievance. i'M iiw U t7 5�"'" or i Union City's Proposals to IAFF on Outstanding Articles (8.21.2018) B. Upon being notified of a positive test, the employee will be immediately relieved of duty. If relieved of duty, the employee, if eligible, will use all of his/her earned time, vacation time, and sick time, and then he/she will go off the payroll. C. If the employee fails to enter, participate in and/or successfully complete any part of the rehabilitation program, including any after-care program, the employee shall be terminated from his/her employment with the City. D. Effective upon ratification of the labor agreement, employees cleared to return to work by rehabilitation administrators, shall be subject to substance screenings at management's discretion for a period of two (2) years from the date the employee returned to work. The City will be limited to a maximum of five (5) screenings per twelve (12) month period. Employees tested shall be entitled to a second test as outlined in Article 31.3. Employees who decline to offer a sample shall have the reserve portion of the first sample utilized as outlined in Article 31.3. Employees who test positive to confirmatory test shall be terminated from employment with the City. E. Effective upon ratification of this Agreement, employees will be entitled to one chance at a successful rehabilitation during their employment with the City. Employees who have been through at least one (1) rehabilitation program, who are screened shall be entitled to a separate second test as outlined in Article 31.3. Employees whose sample tests positive on confirmatory test shall be terminated from employment with the City. For theOy fa YieUnionV IAFF Union Proposal March 31, 2016 ARTICLE 32 IiOURS OF WORK 32.1. The work week for twenty-four (24) hour shift employees shall be as follows: twenty-four (24) hours on duty, forty-eight (48) hours off duty. A day off, now known as an "R" day, shall be granted once every seven (7) scheduled tours. This schedule will result in a forty- eight (48) hour work week. Any changes in this schedule shall be subject to negotiations between the parties. An "R" day shall be defined as a regular day off as scheduled by the Fire Chief or his designee and must be taken on the day so designated. An employee may not have the choice to substitute any other official accumulated time or any official time as provided by the City of Miami unless approved by the Fire Chief or Deputy Chief. 32.2. Shift employees may work an optional fifty-two (52) hour workweek as follows: twenty-four (24) hours on duty, forty-eight (48) hours off duty, a day known as an "R" day, shall be granted once every fourteen (14) scheduled tours. Employees working this schedule shall be paid at the same hourly rate as they would on a forty-eight (48) work week. Time accumulations shall be based on a forty-eight (48) hour work week. Only those volunteering for a fifty-two (52) hour work week shall be assigned to it. The number of positions and seniority bidding will be negotiated by the parties, Wages shall be those specified in the appropriate salary schedule contained within this Agreement (See Appendices). 68 � �j` ARTICLE 3-133 PERSONNEL ALLOCATION 3133.1. The City agrees to provide minimum staffing for firefighting apparatus in active service. In order to provide a minimum level of safety to personnel. in the bargaining unit, apparatus in service shall be staffed with no less than; 1). 4 persons per aerial unit 2). 4 persons . per quint unit 3). 4 persons per pumper unit 4). 3 persons per rescue unit 5). 1 person per air truck 3-133.2. If in the future, new types of apparatus are placed in service, which are not covered above, the City and the Union will meet to negotiate a minimum staffing level for the new types of apparatus. If agreement is not reached within thirty (30) days, the dispute shall be submitted to arbitration consistent with the grievance procedure contained in Article 15. -X133.3. The Union agrees that this article has no effect on the City's rights under Article 6, Management Rights, except as outlined above. Specifically, the City has the sole authority, whether exercised or not, to determine the number and kinds of firefighting/rescue apparatus needed to fulfill the Fire Department's mission. Such Management decision will not be grievable or arbitrable. 65 Tentative Agreement City —0— Date Union Date �l� IAF , Union Proposal March 31. 2016 ARTICLE 34 EMPLOYEE RIGHT TO REPRESENTATION 34.1.. Where an investigation is initiated by the Management of the City of Miami Fire Department against an employee covered by this Agreement concerning criminal charges and where a formal statement under oath is elicited from the accused employee, the interrogation shall be conducted under the following conditions: (a) The interrogation shall be conducted at a reasonable hour, preferably while the accused is on duty, unless the seriousness of the investigation is of such degree that an immediate action is required. If the accused is off duty at the time of the interrogation, the accused shall be entitled to overtime. However, if he or she is eventually found guilty of the charges through the applicable administration processes, any overtime shall be forfeited in addition to any penalty imposed for the violation. If it occurs while on duty, a commanding officer or a supervisor of the accused shall be notified of the interrogation. (b) If the interrogation is conducted by or for the Department, it shall take place in the Miami Fire Department building. If the interrogation is to be conducted by or for another investigating City agency, it shall be conducted at either the investigative agency's City office or at the Miami Fire Department. (c) The accused shall be informed of the rank, name, and command of the officer in charge of the investigation, the interrogating party, and all persons present during the interrogation. All questions directed at the accused shall be asked by and through one interrogator at any one time. 70 IAFF Union Proposal March 31, 2016 (d) The accused shall be informed of the nature of the investigation prior to any interrogation, and given the names of all known complainants. (e) Interrogations shall be for reasonable periods and shall be timed to allow for such personal necessities and rest period as are reasonably necessary. (f) The accused shall not be subjected to abusive or offensive language or threatened with transfer, dismissal, or other disciplinary actions. No promise, reward, threat, or action shall be made as an inducement to answering any questions. (g) The complete interrogation including when recesses are taken shall be recorded, and there shall be no unrecorded questions or statements. (h) The accused shall not be obligated into giving a second statement concerning the same facts elicited in an original interrogation. This will not preclude an investigator from asking questions at a 1 ater time, that were not covered by the first statement. (i) No mechanical device, including, but not limited to, polygraph, psychological stress evaluator, et at., shall be forced onto an accused, nor shall disciplinary action be taken against an accused who refuses to submit to such testing. 0) If the accused is udder arrest, or is likely to be arrested as a result of the interrogation, he shall be fully informed of his or her legal rights prior to any interrogation. (k) At the request of the accused, he or she shall have the right to be represented by counsel or any other representative of his or her choice during the entire interrogation. 71 IAFF Union Proposal March 31, 2016 (1) Where an attorney or employee representative is requested but camiot be present within four (4) hours of notification, the employee shall be required to obtain another employee representative or counsel. When an employee representative or counsel is present, he shall be only an advisor and shall not have the right of cross-examination. 34.2. The above shall not apply to investigations and review of infractions of non- criminal City and Departmental Rules and Regulations provided, however, any employee covered by this Agreement who is disciplined as the result of the alleged violation of City or Departmental Regulations, Rules or Policies shall have the right to have Union representation present if he or she desires it. If such meeting occurs between 9:00 a.m. and 5:00 p.m. on normal Monday through Friday business days the employee shall be allowed two (2) hours to have Union representative present. If such meeting occurs at times other than, those described above, the employee shall be allowed four (4) hours to secure Union representation. The Union representative shall be an advisor to the employee and shall not have the right to cross- examination. Q'il"1�� 72 �. IAFF Union Proposal March 31216 ARTICLE 35 RESIDENCY 35.1. It is agreed that while residency is not a condition of employment a candidate that is otherwise qualified may be given, at time of hire, preference for employment in order of domicile as follows: (1) City of Miami resident, (2) Miami -Dade County resident, (3) resident outside of Miami -Dade County, 73 City's Proposals to IAFF on Outstanding Articles (8.21.2018) ARTICLE 34 SHIFT STRENGTH 34.1. The department shall maintain a minimum of one hundred sixty onefAy (4-591 uniform personnel on duty per shift, which also includes one (1) Air Truck Driver, Car -7494/95, and FCIO. For the City 4heon ARTICLE 3537 STATION COMMANDERS 3-544 37.1 All Station Commanders shall receive a one percent (1%) increase in wages. Openings for Station Commander after this Agreement becomes effective shall be filled in the following order: A. The senior in grade Captain assigned to the station requesting the assignment. B. If no requests are made, the least senior in grade Captain assigned to the station shall be the Station Commander. 71 Tentative Agreement City Date Union Date `` �� 1AFF Uiiion Proposal _ March 31, 2016 ARTICLE 38 TOTAL AGREEMENT 38.1. The parties agree that this Collective Bargaining Agreement represents the total agreement daring the life of this contract, and no requests shall be made to increase the cost of wages, hours, and working conditions through the Civil Service Board, City Manager, the Mayor, or the City Commission during the life of this Collective Bargaining Contract, 041V�116 I WF Union Proposal March 31, 2016 ARTICLE 39 REPRESENTATION OF THE CITY 39.1. The City shall be represented by the City Manager, or an individual designated in writing to the Union by the City Manager. The City Manager shall have authority to execute an Agreement on behalf of the City upon being directed by an official resolution of the City Commission. 39.2. It is uiaderstood 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. gjjt's116 1 77 I IAFF Union Proposal March 31, 2016 ARTICLE 40 REPRESENTATION OF THE UNION 40.1. The bargaining unit shall be represented by the President of the Union or by a person or persons designated in writing to the City Manager or his designee by the President of the Union. The identification of representatives shall be made each year prior to April 1. 40.2. The President of the Union, or the person or persons designated by said President, shall have full authority to conclude a collective bargaining agreement on behalf of the Union subject to a majority vote of those bargaining unit members voting on the question of ratification, 40.3. It is understood that the Union representative or representatives are the official representatives of the Union for the purpose of negotiating with the City. Such negotiations entered into with persons other than those as defined herein, regardless of their position or association with the Union, shall be deemed unauthorized and shall have no weight or authority in cominitting or in any way obligating the Union. 40.4. It shall be the responsibility of the Union to notify the City Manager or designee in writing of any changes in the designation of the President of the Union or of any certified representative of the Union. 1AFF Union Proposal March 31, 2016 ARTICLE 41 AGREEMENT IN THE EVENT OF TRANSFER 41.1. The City agrees that in the event of a transfer of the Fire Department or its fimctions to Miami -Dade County, all the rights and benefits of the transferred employees guaranteed under this Agreement shall be continued for the term of this Agreement. 79 11FF Union Proposal March 31 7_01() ARTICLE 42 SAVINGS PROVISION 42.1. If this Agreement or any provision, section, subsection, sentence, clause, phrase or word of this Agreement is declared invalid by a court of competent jurisdiction, the remainder of the Agreement shall remain in full force and effect. The parties will meet, promptly, to negotiate replacement language in accordance with Chapter 447, Part II, Florida Statutes. 80 City's Proposals to IAFF on Outstanding Articles (8.21.2018) ARTICLE 43 PENSION 43.1 Pension Plan The pension benefits and employee contributions of employees covered by this Agreement shall remain unchanged as they presently exist as currently set forth in the City of Miami Firefighters' and Police Officers' Retirement Trust, Section 40-191 through 40-213, Miami City Code ("FIPO") except as modified below. E.F[ectiye tenon rati.Ceatiola, bargainuit unit meiTibers who were vested. into their pension benefits on or before September 26,20 10. shall have the pension benefits in accordance with the Vzoylsions of the FIPO in effect on September 26,_2010. Those bargaining unit members will remain eligible to participate in the Backdrop Option set :forth in section 43.4, below. 43.2. Employee Pension Contributions ICfectrr�e �tle-fitt�rll-jaa loel-followiaagcto-ber� 1; 201, tThe employee pension contribution shall be ten percent (10%) of compensation. 43.3. In the event the City decides to purse the issuance of a securitized instrument as an asset to FIPO, the City and the Union agree to negotiate a sharing arrangement for a portion of the savings. 43.4. BACKDROP Option. A Backdrop benefit option shall be implemented on January 1, 2013. The Backdrop option shall replace the existing DROP program. Employees who have not attained normal retirement eligibility as of the effective date or were not vested by October 1, 2010, and all employees hired on or after that date, will be eligible for the Backdrop option, but will not be eligible for the DROP. Anyone eligible for the forward DROP as of January 1, 2013, remains eligible for the forward DROP as it presently exists and anyone eligible for the forward P as of January 1, F, r17 [.fiy M For I Union City's Proposals to IAFF on Outstanding Articles (8.21.2018) Manager due to special circumstances. Bargaining unit employees will be able to revoke their Backdrop election one time, but within 1 month of their election. However, if a bargaining unit employee is granted a lesser notice period by the City Manager due to special circumstances, the employee will not be eligible for the one-time Backdrop election revocation. Employees are not required to elect the Backdrop option. (c) All or a portion of the lump sum payment under the Backdrop option maybe rolled over to an eligible retirement plan or IRA in accordance with federal law. If the Backdrop is ever terminated, for any reason, the rights of all persons then in the DROP shall not be diminished or impaired. Additionally, if the back DROP is ever terminated, all persons who are then eligible for a back DROP will still be eligible for a 7 year back DROP. The Board of Trustees of FIPO shall develop operational rules for the implementation of this provision. 43.5. The parties agree to support the change of the approved actuarial cost method from the current aggregate method to the Entry Age Normal actuarial cost method based on reasonable amortization periods and assumed payroll growth with an expected reduction in contribution requirements of approximately 1.72 million dollars estimated using a 25 year amortization period and 3% payroll growth. If legally necessary or legally required, the parties agree to jointly petition the Circuit Court judge in the case of Gates v. City of Miami to alter the judgment accordingly, to be effective for the plan year beginning October 1, 2012. Upon receipt of approval from the Court, the City shall implement the change by ordinance. 43.6. Balance Transfers, The rollover of DROP funds into the Miami Firefighters' Relief & Pension Fund (175) shall be allowed if rollovers of this type are approved by the Miami Firefighters' e ief & Pension Fund (175) trustee board. Pw the CG4 Fo ARTICLE 4344 SICK TIME 4244.1. Sick tune will be granted at the rate of ten (10) hours per month for 48 and 52 hour a week employees and eight (8) hours for 40 hour a week employees. 4344.2. Up to forty-eight (48) hours of Sick Time (40 hours for 40 -hour employees) may be used for the illness of an employee's qualified family member. An employee's Sick time may be used for the illness of a family member in excess of forty-eight (48) hours (40 hours for 40 hour employees) for a long term serious health condition with the recommendation of the Fire Chief and approval of the City Manager or his designee. This is in addition to any benefits afforded under Article 2-5-24 of this agreement. 4244.3. After the accumulation of six hundred (600) hours (four hundred and eighty (480) hours for forty (40) hour week employees) of sick leave, further accumulation shall at the employees option, be: Option 1 - Added to the employees sick time bank Option 2 - Paid for all sick leave hours in excess of sixty (60) hours annually (forty eight (48) hours for forty (40) hour week). Time earned for each calendar year shall be paid the first full pay day in February. Option 3 - Credited to an employee's vacation leave at the rate of five (5) hours vacation leave for each ten (10) hours of sick leave earned. 4244.4. .Employees covered by this Agreement who retire after October 1, 1993 shall be paid for one hundred percent (100%) of accumulated sick leave up to twelve hundred (1200) hours and fifty percent (50%) of accumulated sick leave above twelve hundred (1200) hours. Employees whose sick leave payoff was limited to fourteen hun ed and forty (1440) hours shall 82 Tentative Agreement City Date Union Date h �� have the option of keeping the fourteen hundred and forty (1440) hours limit or selecting the twelve hundred (1200) hours limit with payout at one hundred percent (100%) and fifty percent (50%) of accumulated sick leave above twelve hundred (1200) hours. Employees working less than forty-eight (48) hours per week shall have their sick leave converted accordingly. 4244.5. Employees who are eligible for retirement may, at their sole discretion make an irrevocable election in the calendar year prior to the calendar year in which the employee severs service with the City of Miami to convert any portion of their accumulated sick time to vacation time at the time of severance of service. The conversion of sick time to vacation time shall be at the rate of one hundred percent (100%) of accumulated sick leave up to twelve hundred (1200) hours and fifty percent (50%) of accumulated sick leave above twelve hundred (1200) hours. 4244.6. Effective upon implementation of the Retiree Health Plan, employees covered by this Agreement shall be credited for one hundred percent (100%) of accumulated sick leave up to twelve hundred (1200) hours* 3 and fifty percent (50%) of accumulated sick leave above twelve hundred (1200) hours at time of severance of service with the Department. * 4 3 & 4 Any vacation time balances that are converted to sick time under provisions of Article 19.1 shall be added over and above the 1200 hour limitations set forth here in Article 42:644.6. P/�%�/ Tentative Agreement City Date 83 —�- Union Date �G City's Proposals to 1AFF on Outstanding Articles (8.21.2018) ARTICLE 45 TUITION REIMBURSEMENT 45.1 It is agreed between the parties that a tuition reimbursement program designed to encourage bargaining unit members to improve their job performance and increase their value to the City by pursuing courses of study related to their jab duties at Miami -Dade County, Broward County or other approved County educational institutions shall be established. Other educational programs may be covered, provided the City and the Union mutually agree upon the inclusion of the educational program. 45.2 Any full-time sworn, permanent bargaining unit members shall be eligible to participate in the Tuition Reimbursement Program. Tuition reimbursement provided under this Article shall not be subject to budgetary constraints. 45.3 All degree seeking course work must be taken at or from an accredited college, university, or educational institution approved by the City Manager or the Labor Relations Officer. Course work taken under provisions of this Article must be directly related to the bargaining unit member's job duties and for the purpose of professional development. Class attendance will be on the bargaining unit member's own time unless otherwise noted in the course announcement and authorized by the City Manager or the Labor Relations Officer. All technical and/or non -degree seeking education must be directly related to the bargaining unit member's job duties and for the purpose of professional development and shall be from organizations or institutes approved by the Fire Chief or designee. 45.4 Effective upon ratification of the labor agreement reimbursement will be limited to lab fees, books, and tuition costs up to a maximum of $4,000 in a calendar year. All coursework in pursuit of a paramedic certification shall be covered by the City. For the i,ttt'41" I W,F Union Proposal March 31, 2016 ARTICLE 46 BARGAINING UNIT MEMBERS KILLED IN THE LINE OF DUTY 46.1. Any full -tune Bargaining Unit Member who is killed while in the performance of his or her official duties or who subsequently dies from injuries within twelve (12) months of the incident from his or her wounds shall be given a promotion to the rank of Battalion Chief. Leave balances will be paid off at the hourly rate of the newly promoted rank. The beneficiary of the deceased shall receive a sum of $250,000 from the City upon said bargaining unit member's death. Application shall be made to the City for payment of such death benefits. 91 City's Proposals to IAFF on Outstanding Articles (8.21,2018) ARTICLE 47 RETIREE HEALTH PLAN 47.1. The parties agree that the union will establish the Miami Association of Fire Fighters IAFF Local 587 Retiree Health Plan ("RHP") consistent with current IRS Rules and Regulations. 47.2. Eligibility for membership, taxability, funding, and administration of the RHP, including Board of Trustees composition and investment policy will be as outlined in the RHP Plan Document and/or Trust Agreement, 47.3. It is the intent of the parties that upon severance of service from the Department all members will have their sick leave balances calculated at their rate of pay at time of severance and transferred to their Individual Plan accounts. 47.4. The parties agree that any losses, charges or expenses incurred by the participant in the RHP will be borne by the participant and shall not be made up by the City of Miami, the IAFF or the RHP. For the City Fo i U on City's Proposals to IAFF on Outstanding Articles (8.21,2018) ARTICLE 48 TERMINATION AND MODIFICATION 48.1. After a majority vote of those bargaining unit members voting on the question of ratification, and thereafter upon its ratification by an official resolution of the City Commission ratifying the Agreement and authorizing the City Manager to sign the Agreement on behalf of the City, then the Agreement, upon being signed by the appropriate Union representative and the City Manager, shall become effective October 1, 20442016, except where otherwise stipulated. This Agreement shall continue in force until September 30, 20462019. 48.2. On or before March 1, 20462019, the Union shall notify the City in writing of its intention to renegotiate the Agreement in force and attached thereto shall include a list of proposals which shall inform the City of the items which they desire to negotiate, together with specific language describing its proposals. The changes indicated in the proposals shall be designated with a strike through of deleted language and new language will be underlined. 48.3. On or before March 1, 291-62019, the City shall present the Union with a list of proposals it desires to negotiate together with specific language describing its proposals. The changes indicated in the proposals shall be designated with a strike through of deleted language and new language will be underlined. 48.4. Initial discussions shall thereafter and no later than April 1, 20462019, be entered into by the City and the Union. 48.5. Such discussions shall be concluded by the signing of a proposed agreement pursuant to Florida law. 48:t;:)Alr�p�tt=ties�t'ee--tl�t-l=ry-ea�tlut�i��-g--i-t�t�-t7taci-t-ittl-lei•a�g-tl�-i�-Ag��etui�r�H7v�itl�er�}�+:t�F �t=ui-�t+trot-of=ik5-�I�t�-4��tn=:;Gi�a..s�ll-lac:i�ca-it��-ccs�i-i�-©r=1'-ul=rNc: F��-r1�IflyGes--Incltatlo•tis-Cc�ia�tr�i-ss-i-e+� lit-oeeed -- Por the City ATTEST: ATTEST: CITY CLERK APPROVED AS TO FORM AND CORRECTNESS CITY ATTORNEY City's Proposals to IAP1; on Outstanding Articles (8.21.2018) 34 INTERNAT//4AL ASSOCIATION OF FIREFIGHT, AZL-CIO, LOCAL 587 ON THE PART OF THE CITY OF MIAMI, MIAMI, FLORIDA City Manager #itac91me74t B {EfFetlive 10/01j2131fi�. � i s � 1 -i- -3- I- •l -- Job COd9 M* 26 1 2 3 4 5 6 7 8 B 10 ti 12 13 14 16 18 Tlrne en8la a 1 2 3 4 5 6 7 $ 9 13 14 16 18 9a 22 chmw 5.00%.':,.. 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FFm7Yaln7� __ 208953 � _-_ 1 _ I _ FULLI%WE ErdFLOYE E NUMBER Last Hire JOB TITLE Date FY201445 Current Payroll FY2014-15 FY2015-16 YEAR 1 Step YEAR 2 Step Total Salary Increase Year1 Pension Step Cliff Contributio n 3% Increase Total5allary Ne35alary Increase % minus Pension Increase contribution Year Value' Percentage of Year net below $0f Acosta, Pedro L. 23710 1/28/1991 Fire Lieut 96 Hrs 92,52'1 93,192 93,192 671 671 (2,795) [2,125) -230% 2,125 Alicea, Edwin A. 26020 4/8/2002 Fire Lieut 96 Hrs 81,823 82,368 84,427 2,604 545 (2,533) 71 %09% 1,281 52% Bahr, Forest LLOYD 17163 9/4/1990 Fire ULut 80 HrS 92,519 93,194 93,194 675 675 (2,795) 2,121) -2,2.9% 2,121 Carroll Jr., Ignatius E 23488 3/20/1969 Fire Captain 80 Hours 107,042 107,884 107,884 842 842 (3,236) (2,394) -224% 2,394 Edge, Seth D 15327 1/711985 Fire Lleut 80 Hrs 92,519 43,194 93,194 675 675 (2,793) (2,121) -2,29% 2,121 Ferra, Nabi A. 20775 1/28(1991 Fire Lieut 80 Hrs 92,519 93,194 93,194 675 675 (2,795) (2,121) -2,29% 2,121 Gomez, Olga M. 19997 9/411990 Fire Lieut 80 Hes 92,519 93,194 93,194 675 675 (2,795) (2,121) -229% 2,121 Gonzalez, Carlos A. 20022 1/28/1991 Fi: a Lieut 80 Hrs 92,519 93,i94 93,194 675 675 (2,795) (2,121) -2':29% 2,121 Hernandez, Javier 266035 4/23/2002 Fire Lieut 95 airs 81,823 82,368 84,427 2,604 545 (2,533) 71 0.09% 1,382 55% Irizarry, Torianc,J 26015 4/8/2002 Fire Captain 95 Hrs 94,665 95,351 97,735 3,070 686 (21931) 138 0115% 1,454 52% Martinez Eduardo 19993 9/4/190-0 Fire Captain 60 Hours 107,042 107,884 107,884 842 842 (3,736) (2,394) -224% 2,394 Menendez, Angel 25998 4/8/2002 Fire Lleut 96 Hrs 81,823 82,368 64,427 2,604 545 (21533) 1 71 4A9% 1,281 52% Muhammad, feral A. 19602 1128/1991 Fire Captain 96 Hrs 107,041 107,881 107,861 840 840 (3,236) (2,396), -2249 2,396 Obandn, Mariner 25997 418/2002 Fire Lieut 80 Hrs 81,822 82,370 84429 2,607 548 (2,533) 75 0109% 1,280 52% Ort!4 Diego M 26007 4/8/2002 Fire Lieut 96 Hrs 81,823 22,368 84;427 2,604 545 {2,533) 71 op" 1,291 52% Sanchez, Emilio M. 18798 1 1/n/1991 Fire Captaln 52/104 115,9621 116,871 136,871 910 910 (3,505) (2,595) -224% 2,595 Savoy, William F. 15227 1)28/1991 Fre Lieut 96 Hrs 52,521 93,192 1 93,192 671 $7i (2,795) (2,125) -2-30% 2,125 Thomas, Huntley K 26008 14/8/2002 ! rre Lieut 80 Hrs 8.1,822 82,3701 64,429 2,607 546 (2.533) 75 Q 099n 1,280 52% Wahl, NicholasM 126W9 4/8}2002 FreCaptain52/104 1OZ5541 103,297 j 105,8801 3,3261 743 (3,176) 150 0,15%1 1,575 52% Based on 1 0 /0 1 /21113 Rosser * the '"Year 2 Value may be for that part of the year prior to the anniversary date in some instances this will ensure that no employee has a net reduction due to the increase in pension contribution 011"I'lls City of Miami Legislation Resolution: R-18-0439 File Number: 4903 City Hall 3500 Pan American Drive Miami, FL 33133 www.miamigov.com Final Action Date: 10/11/2018 A RESOLUTION OF THE MIAMI CITY COMMISSION, WITH ATTACHMENT(S), APPROVING THE MODIFICATION OF THE 2019 - 2022 COLLECTIVE BARGAINING AGREEMENT ("CBA") BETWEEN THE CITY OF MIAMI AND THE EMPLOYEE ORGANIZATION KNOWN AS THE INTERNATIONAL ASSOCIATION OF FIREFIGHTERS, AFL-CIO, LOCAL 587; AUTHORIZING THE CITY MANAGER TO EXECUTE THE CBA, IN SUBSTANTIALLY THE ATTACHED FORM. BE IT RESOLVED BY THE COMMISSION OF THE CITY OF MIAMI, FLORIDA: Section 1. The attached modification to the 2019 — 2022 Collective Bargaining Agreement ("CBA") between the City of Miami and the employee organization known as the International Association of Firefighters, AFL-CIO, Local 587, is approved subject to ratification by the respective union. Section 2. The City Manager is authorized to execute the CBA, in substantially the attached form. Section 3. This Resolution shall become effective immediately upon its adoption and signature of the Mayor.' APPROVED AS TO FORM AND CORRECTNESS: 1 i ria i ' nd� ezz,, CCity ttor ey 10/1/2018 ' If the Mayor does not sign this Resolution, it shall become effective at the end of ten (10) calendar days from the date it was passed and adopted. If the Mayor vetoes this Resolution, it shall become effective immediately upon override of the veto by the City Commission. City of Miami Page 1 of 1 File ID: 4903 (Revision:) Printed On: 2/5/2019 587's Proposals for Successor CBA (2019-2022) AGREEMENT BETWEEN CITY" OF MIAMI, FLORIDA AND SPUN -868764429-2253462 (0 f 587's Proposals for Successor CBA (2019-2022) SPDN-868764429.2253482 AGREEMENT ............. ......a., .....a a......a ....,.a 1 RECOGNITION.................................................................... 1 2 NOSTRIKE ................ ...m»x.Y.a nnn b.<»., .....a,... ..a.>x .m.....,.. 2 3 UNION BUSINESS............................................................. . 3 4 DISCRIMINATION.............................................................. 4 7 PREVAILING BENEFITS....... -- ......... a m... ..... .... 5 8 MANAGEMENT RIGTSdmm.��..ms�.._....,,,.ma. ,..,mdma,M.mma�.....,tY 6 9 UNION REPRESENTATIVES..........................................,.,.,n 7 10 NOTICES a .a. _ _ .,.n as .......a 8 11 SHIFT EXCHANGE ..• 0.a...gd's ..,.a.=a.. a.,a.»»am ..--.....a.,ma.— 9 12 VACANCIES a- PROMOTIONS .......................................... 10 13 BULLETIN BOARDS..............A...a.m,a..a.;.m...a..>aaa.,..ga....,,....,.. I 1 17 LINE OF DUTY INJURIES ............. «moanaam........... ,...,d,,.»aa. 12 18 SAFETY COMMITTEE .... ...m.aa.gq .,.,..,>. .aa, ,,.a. 13 23 SPECIAL NIEETINGS.......................................................... 14 25 GRIEVANCE PROCEDURE,.,,.,.,, —,. 15 26 SAFETY SHOES .............. ...............................a. ..... ... 16 31 GROUP INSURANCE .......................................................... 17 33 WAGES............................... .......... .............. ......aaa,g qa d<x,®.,m... 18 34 VACATION TIME ..d......d...................................................... 19 40 OVERTIME ............................. a.m.a.,>m , .>.mmd ..,.m n®a.a.aana 20 42 CALL BACK PAY ............... ...a ....a.... 21 44 WORKING OUT OF CLASSIFICATION....---, .........:m,aq. 22 45 HOLIDAYS........................................................................... 23 46 FAMILY LEAVE AND LEAVES OF ABSENCE ............... 24 48 SPDN-868764429.2253482 587'oProposals for Successor CBA (0]0-2O2%) EAU PHYSICAL EXAMINATIONS..~... ..,~~ 26 53 LOSS OF EQUIPMENT...,.....—........--..,....... 27 53 BLOOD DONORS .... ........ ............................................... .— 20 54 PERSONNEL SCREENING ^'~.......—..^.—..—..^.' 29 55 HOURS OF WORK~~.~.~_, ...... --- ..... ~~.,..—,_�~—. 30 64 PERSONNEL ALLOCATION ................^.......,.,. 31 65 EMPLOYEE RIGHT ?OREPRESENTATION ................... 32 60 RESIDENCY.—.—....—....~ . ....... 33 89 SHIFT STRENGTH ........... ..... 34 70 STATION COMMANDERS ..—.--~~�`~~~...~..��~,..~....~. 35 71 TOTALAGREEMENT ............ ~---- ...... .�~�.~.. .~_~._ 36 72 REPRESENTATION QFTHE C�T��.,~~..°~~_.�.~.~� 37 73 REPRESENTATION 0FTHE lT�l0U�_.~�_.~~~~`_°~�~ 30 74 AGREEMENT INEVENT 08PTRANSFER ...... ................. 39 75 SAVINGS PRO\/I0I{}N[...-."..~..... 40 76 IENSI0N..~.... —........`~.,~.._...~.~....~._~.................... .. 41 77 SICK ~~~. 42 82 TUITION REIMBURSEMENT .......... 43 84 BARGAINING UNIT MEMBERS KILLED 0N THE LINE OFDUTY ......................... ..~..,...~.......... ....-.... 44 87 RETIREE HEALTH PLAN .............. .~.... 45 88 TERMINATION AND MODIFICATION .......... ~........ ~~... 46 89 APPENDIX A APPENDIX APPENDIX C APPENDIX INDEX AGREEAMENT THIS AGREEMENT is entered into by the CITY OF MIAMI, FLORIDA, a municipal corporation, (hereinafter referred to as the "City"), and the INTERNATTONAL ASSOCIATION OF FIREFIGHTERS, LOCAL #587, (hereinafter referred to as the "Union"). The City and the Union shall jointly hereinafter be referred to as the Parties. It is the intention of this Agreement to provide for wages, fringe benefits and other terms and conditions of employment. It is further the intention of this Agreement to prevent interruption of work and interference with efficient operation of the City of Miami and to provide for an orderly, prompt, and just manner of handling grievances. SPD N 7644294253492 ARTICLE 1 EMON. �—o I.I. The City hereby recognizes the Union as the sole and exclusive bargaining agent for all persons in the Fire Department within the following classifications: Firefighter, Fire Lieutenant, Fire Captain, and Chief Fire Officer, Excluded are all other employees and rbs ja-r-mr--ox 5;-2 ---foo—s-'Teni-ecil i P -f; q,#,d Executive Officer to Fire Chief. 2 SP9 4 7I4'1" -Z2534,&2 ARTICLE 2 IL "Strike" weans the concerted failure to report for duty, Like concerted absence of employees from their positions, the concerted stoppage of work, the concerted submission of resignations, the concerted abstinence in whole or in part by any group of employees from the full and faithful performance of their duties of employment with the City, participation in a deliberate and concerted course of conduct which adversely affects the services of the City, or picketing in furtherance of a work stoppage either during the term of the Collective Bargaining Agreement or after the expiration of a Collective Bargaining Agreement. 22. Neither the Union, nor any of its officers or agents, nor members covered by this Agreement, nor any other employees covered by this Agreement will instigate, promote, sponsor, or engage in any strike, sympathy strike, slowdown, concerted stoppage of work, picketing in support of a work stoppage, or any other activity which prohibits an employee from reporting for duty. 3 ARTICLE 3 TIE An employee organization time pool is hereby authorized subject to the following: fiscal year to be used in accordance with the provisions of this Article and during the term of this designee on full time release, who is authorized to use time from the time pool, the President or his designee shall fill out the appropriate form as provided by the City. This form shall be processed through channels of the bargaining unit member who is to use the pool time. The form will be processed as soon as possible and when possible will be in the office of the Fire Chief seven (7) calendar days prior to the time the employee has been authorized to use the pool time, tW!♦11111114111 V1111!12811�r • the service permit, but such release shall not be unreasonably denied. If because of the needs of the 1�== 4 i 11 � MM ITIM I! HIMI 111F 11, 1 11 1 1 1 11 - - a may request an alternate bargaining unit member be released from duty during the desired time. IM lI IMMI "M 11 111TIM111 III I III I regardless of the hourly rate of the bargaining unit member using Time Pool time. Effective October 1, 2006, the hours used by the Employee Organization President and as of October 1, 2016, his designee while released from duty shall no longer be charged against the Employee Organization Time Pool Bank In reporting a bargaining unit member's absence as a result of utilizing the Organization Time Pool, the daily attendance record shall reflect: "John Doe on EUP" (Union Time Pool) 3.5. Any injury received or any accident incurred by a bargaining unit member whose time 4 is being paid for by the Employee Organization Time Pool, or while engaged in activities paid for by 5 SPON4 64429-215340 the Employee Organization Time Pool, except the Employee Organization President and the designee when on full-time release, shall not be considered a line -of -duty injury, nor shall such injury or accident be considered to have been incurred in the course and scope of his employment by the City withinthe meaning of Chapter 440, Florida Statutes as amended. This section shall not include benefits attainable through F.S. 112.181. 3.6. Upon written request through channels, only the Employee Organization Presidentand a designee will be released for the term of this Agreement from his or her regularly assigned duties for the City of Miami Fire Department. The terms of this Agreement for such release are only to be implemented if the following qualifications are met by the Employee Organization: A. The Local 587 President and a designee will reasonably be available at the Local 587 Office currently located at 2980 N.W. South River Drive, Miami, Florida, 33125,for consultation with the Management of the City, B. The Employee Organization President shall be the only Bargaining Unit representative released on "EUP" time to appear before any City Board or Commission. In the absence of the President, the President's designee may represent the Employee Organization; however, the designee must comply with Section 2 of this Article, C. The Time Pool will be charged for all hours during which the designee is off-duty release except for absences due to use of vacation leave, compensatory leave, sick leave, or holidays will be charged to the designee's employee leave accounts, The Employee Organization President and designee shall not be eligible for overtime or compensatory time, unless performing work in excess of the normal work week for the Fire Department in his/her civil service classification. 3.7. All applicable rules, regulations, and orders shall apply to any bargaining unit member 6 S PI64,429- 22$314 8 2 (JIV P on time pool release. Violations of the above-mentioned rules, regulations and orders shah subject the 7 bargaining unit member on pool time to the regular disciplinary processes currently provided for in the Miami Fire Department. 3.8. The City reserves the right to rescind the provisions of this Article in the event any portion of the Article is found to be illegal. Canceling the Article shall not preclude further negotiations of future employee pool time. 3.9. Each bargaining unit member covered by this Agreement may voluntarily contribute vacation time to the Time Pool in twelve (12) -hour increments, 3.10. Each bargaining unit member who wishes to donate time will use a time pool donation form, which will be provided by the City. This form shall include language releasing the City from any and all liability to pay for vacation time contributed by the bargaining unit member to the Time Pool, 3.11. The Union will be allowed up to three (3) bargaining unit member representatives who shall be permitted to participate in labor contract negotiation sessions while on duty with no loss of pay or emoluments. 8 SPDN-8687029-2253482 ARTICLE 4y No employee covered by this Agreement will be discriminated against with regard to any job benefits or other conditions of employment accruing from this Agreement because of age, race, etificity, religion, national origin, union membership, gender, disability or sexual 42 All references in this Agreement to employees of the male gender are used for ,%PDN4 fig 764 42 9-215 34 8 2 ARTICLE 5 LKEYA&LNG HLi'�Jllk'M L 5.1. Job benefits heretofore authorized by the City Manager, continuously enjoyed by all employees covered by this Agreement and not specifically provided for or abridged by this Agreement, shall continue upon the conditions by which they had been previously granted. 5.2, This Agreement shall not be construed to deprive any employee of benefits or 11 11 RIP911111RININ IN I i 5.3, The City and the Union will meet at the request of the City to negotiate any proposed changes in those rights and benefits not specifically covered by the Agreement, provided however no changes shall be made in the language or intent of this Agreement except by mutual consent 10 SPDN-968764429-2253482 ARTICLE 6 MANAGEMENT RIGHTS 6.1. It is understood and agreed that the City possesses the sole right to operate the Fire Department and that all management rights are expressly reserved to the City of Miami, but that such rights must be exercised consistent with the provisions of this Agreement. These rights include, but are not limited to, the following: discipline or discharge for just cause; direction and supervision of all personnel; the hiring, the assignment or transfer of employees; determination of the mission and objectives of the Fire Department; determination of the methods, means, and number of personnel needed to carry out the Fire Department's missions and objectives; introduction of new or improved methods or facilities; and scheduling of operation and shifts. 62- The parties agree that it is in the interest of all parties to jointly gather as many prior r is-11!77%7TTf#117 6 7--cUff rr, 7AUTHer aj.—eemenis, etc. 1% order to establish a Book of Understandings (BOU). The purpose of the BOU is to have an easily referenced resource manual on agreements, settlements, verdicts, binding decisions, etc. between the City and/or the Fire Department and the Union. The parties shall inunediately, upon ratification, start the process of gathering the MOUs, etc. in order to establish the BOU. 63, The parties also agree that in no way should this BOU and the agreement to set up this BOU, limit the rights of the Union and its membership under Article 5: Prevailing Benefits. between the parties, or other binding decisions or agreements are generated or found, SPDN-868764429-2253482 ARTICLE 7 JWD—N—R-%_P �E, , 7.1. Representatives of the Union who are not employees of the City shall be certified in writing to the Fire Chief. Certified representatives will be allowed to meet with individual employees on City property during working hours to carry on normal business of the Union, if the Fire Chief has prior knowledge of such activity and such visitation does not interfere with efficient operations. 12 SPDN-868764429-2253482 619118 - Baal IL The City agrees to make available to the President of the Union the following notices or bulletins: City Commission Agenda; changes or additions to the City Administrative Policy Manual and the Personnel Policy Manual; financial and budgetary documents distributed by the City Manager (and his/her staffl to the City Commission (and their staff), unless exempt from disclosure by law. Such notices or bulletins will be picked up by a Union representative at the City Manager's Office during normal work hours, or be transmitted through electronic mail to a location designated by the Union President. 82 In the course of conducting business, the parties agree that the furnishing of documents at no cost to the Union by the City is a normal practice. Public Records requests made by the Union or their representatives exceeding one hundred (100) pages or requiring administrative research or time, shall be famished to the Union at a twenty percent (20%) off • on 13 204253491 ARTICLE 9 UU911SCHAUGE 9.1. Employees shall have the right to exchange shifts under the following circumstances - A. He may owe up to eight (8) shifts at any one time including "R" days. B. He may be owed up to eight (8) shifts at any one time including "R" days. C. Employees may exchange time but in no event will an exchange of time result in the employee working in excess of two consecutive tours of duty. D. Trading of time must be done voluntarily by the employees. E. The reason for the shift exchange is not related to City business, F. The period during which time is traded and paid back does not exceed twelve months, G. The City incurs no overtime obligation as a result of the shift exchange, i. 1) Exchange of time shall not occur between firefighters and officers. 2) Exchanges of time between officers within the Emergency Response Division may occur at the same rank, at one (1) rank below, or at one (1) rank above, the officer's rank. 3) With the restrictions set forth above, personnel assigned to Advanced Life Support positions may exchange time with personnel who are state certified paramedics. 14 SPIM V*44294253482 ARTICLE 10 14U. When a classified permanent promotional vacancy occurs in any position it shall be filled within a reasonable period of time after the official severance of the vacating Fire Department member, Filling of all vacancies shall be in accordance with the Civil Service Rules and Regulations, so long as they are not inconsistent with provisions of this Agreement. All vacancies shall be filled from the promotional register in effect at the time the vacancy occurs. If a promotional register is not in effect, vacancies will be filled from the next promotional register. Promotions will be to the effective date of vacancy for the classified position. For pay of the vacancy. 102 This provision shall not apply when a freeze is declared by the City Manager or the position is abolished. Once a freeze is lifted, vacancies shall be filled as outlined in 10.1. ININIF III IIII! I:III!III 1 !111111 11 1111 unit covered by this Agreement advised as to promotional opportunities to positions within 10A. Further, the Human Resources Department Director will advise eligible applicants technical publications they deem worthy of consideration by the Human Resources Department 15 for testing purposes. The Human Resources Department and the Book Review Committee or its representative shall meet and discuss the books, materials, scoring procedures, weights of books, etc. to be used in the promotional examinations for all positions covered by this collective bargaining agreement. Such input from the Book Review Committee will be received and considered by the Human Resources Department but should not be binding on its usage by the Human Resources Department. 104 All promotional registers for Lieutenant, Captain, and Chief Fire Officer shall remain in effect for a period of two (2) years from the date the register becomes effective, unless the register is exhausted. 147. Promotional examinations for classified bargaining unit positions shall be given as soon as possible after the expiration of the previous promotional register for the classified position. The cutoff date to determine seniority and eligibility for the examination will be the first day the examination is administered provided the examination is administered within thirty (30) days of the expiration of the previous promotional register. If the examination is administered later than thirty (30) days from the expiration of the previous promotional register, the cutoff date for seniority and eligibility shall be thirty (30) days from the expiration date of the previous promotional register. The effective date for new promotional registers will be thirty (30) calendar days from the expiration date of the previous promotional register for the classified position, regardless of when the test was given. 10$ Promotional registers for Lieutenant, Captain, and Chief Fire Officer shall have ties broken using seniority credit that was not previously used in calculating the seniority score for the exam. If a tie still exists, it shall be broken in favor of the highest ranking Firefighter on 16 9-T2"48Z the Department seniority list for the Lieutenants' register, or the highest ranking Officer on the appropriate seniority in grade list for the Captains' or Chief Fire Officers' register. M9. Except where prevented by Federal law or Federal mandate, qualified applicants who are State certified as a Firefighter or State certified as a Paramedic, may be given consideration before other applicants for employment as determined by the Fire Chief. 10M Lieutenant candidates will be required to be a State Certified Paramedic and have passed the Fire Department driver/engineer course for eligibility to take Promotional exams establishing registers after October 1., 2000, KIL (a) The parties agree that for all Fire Promotional Exams administered after ratification of this agreement, the City shall require any outside testing provider/vendor to allow all testing candidates to review their full completed testing exam including any and all information provided to or produced by assessors, except for the assessors' notes. All documents, criteria, evaluations, comments, or feedback provided to or produced by any Oral Board Exercise/Assessment Center Assessors, except for the assessors notes, shall be provided to testing candidates for their review after testing scores are released. Candidates will be provided within a reasonable period after completion of their exam, one opportunity of no less than 2 hours to review the assessor information described above. The candidate will not be allowed to copy, photograph, take notes or remove any of the materials during the review. (b) The City will provide sufficient training reasonably aimed at successful performance in the Oral Board Exercise/Assessment Center portion of the exams, (c) The City and The Union agree to implement changes to the Oral Board Exercise/Assessment Center portion of the Fire Captain and Chief Fire Officer Exams, 17 sritm 29-2253482 (h, vo which are in the best interest of both parties. To that end, a Labor Management Fire Promotional Exam Panel shall be established to achieve these changes. (d) The specifications for any Fire Promotional Exam administered after ratification of this agreement shall be determined by a Labor Management Panel comprised of four (4) members selected by the City and four (4) members selected by the Union. The panel shall have access to the assistance of an independent mutually agreed upon expert at a cost to the city not to exceed $25,000.00. If there is a consensus among Panel members by January 15, 2018 for the specifications of the 2018 Fire Captain and Chief Fire Officer Fire Promotional Exams, then those specifications shall be utilized by the City Manager, If there is no consensus among Panel members by January 15, 2018 for the specifications of the 2018 Fire Captain and Chief Fire Officer Exam, then two (2) separate reports shall be submitted to the City Manager within ten (10) business days. The City Manager shall not enter into agreement with the Testing Vendor until he has received both reports. The City Manager's decision with regard to the specifications is final and is not grievable. determined by the Labor Management Panel as described above. If there is no consensus 18 :PON 7644.29'D-53432 ARTICLE 11 BUj,-1--ET1aX9-&M 11.1. The City shall fun-iish at each Fire station, Fire Prevention Bureau, Fire College, Fire Central Information Office, Headquarters Building, Fire Shop and Fire Chiefs Office and any other location where four (4) or more bargaining unit members are assigned, unless restricted by terms of a lease or other legal restriction, space for bulletin boards for the purpose of Union notices. If restrictions exist, the parties agree to discuss alternate means of communication. Any notice placed on the bulletin board shall bear on its face the legible designation of the person responsible for placing such notice or item on the board, 11.2. Notices shall not contain anything reflecting adversely on the City or any of its officers and no material, notices or announcements, which violate the provisions of this Article, shall be posted. 113. Notices posted must be dated and bear the signature of the Union President or his 19 S P UNF0,29-2 2,514 82 UW, "ahm ARTICLE 12 LAUDERUIXIE&EM 1U The City agrees to pay all medical and hospitalization expenses incurred by any employee covered by this Agreement who is found to have sustained a compensable line -of -duty injury as provided for by the Worker's Compensation Law of the State of Florida, however, the parties agree to establish a Fire Labor/Management Committee to establish policies and to determine how to provide medical treatment and equipment, etc. medically equivalent to that prescribed, by the most efficient and cost effective means to curtail excessive medical costs for accepted claims in the following areas: Health Club and Country Club memberships Capital improvements on the home Transportation Medical equipment for home use More than two (2) requests for change of physician Should the injured bargaining unit member choose a provider for assessment and initial treatment outside the provider network, the City does not waive its right to negotiate a fee with the provider. The Fire Labor/Management Committee shall consist of one member appointed by the lAFF President, one member appointed by the Fire Chief, and one member selected by these two (2) individuals. An individual appointed by the Director of Risk Management will serve as a technical advisor and liaison with the medical community. = The parties agree the City will pay the state mandated workers' compensation indemnity payments to eligible bargaining unit members as a check separate from any other salary to which a bargaining unit member may be entitled. The bargaining unit member agrees /I 20 f I $PJ)N-3 442%,Z2$3482 to sign this workers' compensation check back to the City, The City will also issue a second check to the employee, which will consist of an amount equal to the workers' compensation payment and the supplementary salary as set out, and subject to the limitations below. After those deductions with mandated preference under federal law, the City agrees to take deductions and/or I credits from this second paycheck in the following order: workers' compensation,* pension, health insurance, and any other deductions. The parties agree that this process is intended to provide the employee with these paychecks without interruptions. Should the bargaining unit member refuse to return the workers' compensation check to the City, the City shall cease making any deductions for the employee from the second check for pension, health insurance, etc. and the bargaining unit member shall then be completely responsible for making those payments on his/her own, -until the employee elects to participate in the paycheck system described above in Section 12.2. M The City agrees that any employee covered under this contract who is disabled as a result of any accident, injury or illness incurred in the line of duty shall be granted supplementary salary subject to the following conditions: Supplementary salary will be paid in the form of a continuation of the employee's regular paycheck of which a part thereof is Workers' Compensation pay as provided by Resolution No. 39802. Pursuant to the above manner of payment, the City will meet its obligations to the state and to the employee and the employee will avoid creating a debt to the City for pension health insurance or other deductions. If the City is unable to implement this program as set out above, the parties agree to meet to devise another system that will accomplish the same goals. 12A No supplementary salary will be paid to anyone injured while performing an act intended to injure or hurt one's self or another. Supplementary salary shall only be granted fora 21 SPON 1064429-2233492 * Will be Indicated on the check as a creditj'or the City and will benon-taxable. period of one hundred and fifty (150) consecutive days from date of injury. Said supplementary salary may be extended up to an additional sixty (60) consecutive days for serious injuries upon approval of the City Manager and the Fire Chief. The one hundred fifty (150) days begin when the employee is actually placed on 'T". While the employee is on "D", such time will be calculated consecutively including days off, "W'days, etc. If the employee is removed from "D". the non -"D" time will not apply to the one hundred fifty (150) day period. M It is agreed by the parties that the combination of supplementary and workers' compensation pay shall not exceed nor be less than one hundred percent (100%) of the bargaining unit member's weekly net base pay (excluding overtime and any pay supplements not included in the bargaining unit member's base salary) prior to the line of duty injury, accident, or occupational disease. Bargaining unit members who receive supplementary and worker's compensation pay, shall have a weekly amount of $88.95 ($177,90 biweekly) deducted from supplementary salary while on worker's compensation, Should the bargaining unit member receive supplementary and worker's compensation pay for less than a week, the $88.95 weekly deduction shall be prorated as appropriate for the days the bargaining unit member was on worker's compensation, The $88.95 weekly deduction will be deducted on a priority basis above any other deductions, excluding withholding taxes, FICA, pension, or court ordered deductions. 1U If an employee remains temporarily disabled beyond the period of time in which he is entitled to collect the 100% supplementary pay benefits, he shall be entitled to supplementary pay equal to the 2/3 "D" payments pursuant to current practice. 12.7. If an employee becomes permanently and totally incapacitated from the further performance of the duties of his classified position he shall petition the retirement board for 23 15PI)NV1429-2253482 ........ .. retirement. The supplementary salary of the difference of 2/3 "D" as described above, shall continue until the retirement is finally granted or denied. The section shall not be construed to modify the employee's rights imder the current pension ordinance. M At any time during his absence from duty claimed to be the result of a line of duty injury while an employee is collecting City supplementary pay, the employee shall be required, upon the request of the City Manager, or his designee, to submit to a physical examination by a physician designated by the City Manager within fifteen days of the request. If such employee, without cause, as determined by the City Manager, shall fail to submit to the examination at the time specified, all City supplementary salary benefits will be terminated. 129. The City agrees to notify and confer with the Union prior to any official action regarding the discontinuance of any supplemental salary benefit related to a line -of -duty injury, W4 Any condition or impairment of health caused by Human Immunodeficiency Virus/Acquired Immune Deficiency Syndrome (HIV/AIDS), Hepatitis, Tuberculosis, or Meningitis shall be presumed to have been accidental and to have been suffered in the line of duty unless the contrary can be shown by satisfactory evidence. For the term of the Agreement, I any employee covered by this Agreement who tests positive for any aforementioned conditions or diseases shall be entitled at the City's expense to such remedial, palliative, or prophylactic care as may be medically required. Any employee covered by this agreement who refuses to take the pre-employment (post conditional offer of employment) medical examination and all of its components relating to the presumptions within this article, shall not be entitled to the presumption outlined in this section and Florida Statutes 11118. The presumption in favor of employees referred to in this section shall not apply to any other contagious disease, which may be contracted by employees. Furthermore, the presumption shall only be applicable to worker's compensation and disability pension benefit determinations, 24 S PDN- 29.2253492 City Nothing in this Agreement shall be construed as a waiver of the City's rights under applicable 25 SS's . I,429-2253} 2 ..... ............... �' it.Y E 33t its ARTICLE 13 AALLIUMnallu 13.1. There shall be a Safety Committee in the City of Miaini Fire Department, which shall consist of nine (9) mernbers. Four (4) members shall be appointed by the Union and four (4) shall be appointed by the Chief of the Fire Department, The Fire Department Safety Officc? shall be appointed by the Chief of the Fire Department as the ninth non-voting member by the Chief of the Fire Department upon confirmation by the Union President. iiii I'll I'll "I "I'll I'll !i�" I'T i I - 0 a to ....... .............. ...................... ''I'll 111111111 �Irlj 111111111�1111 � •3.. III- M!I � �,: - . �'. I Department. The Chief of the Fire Department, or his designee, shall preside at all meeting& mutual concern, concerning safety and health conditions of the Fire Department, but excluding grievances or matters, which are the subject of collective bargaining negotiations between the 13.4. Meetings shall be conducted on a semi -formal basis following an agenda which shall include items submitted by any member of the Cormnittee to the Chief of the Fire Department at least five (5) working days prior to the meeting, together with such information as may be helpful in preparing a meaningful meeting agenda program. The agenda shall be provided to each member of the Committee, The Chief of the Fire Department shall arrange for minutes to be taken of each meeting, and for distribution of copies to each member of the Committee. Recommendations of the Committee may be sent to the City Manager or his designee if requested by a member of the Committee. 26 13.5. Agended issues and subsequent discussions on the subject of safety and health shall not limit or preclude the right of the Union to seek enforcement of safety requirements under the Occupational Safety and Health Act, if applicable. 27 sIIIDN- P1429-2253482 ARTICLE 14 ag �� _N I F I F �Tu 14.1. The City and the Union agree to meet and confer on matters of interest upon the written request of either party. The written request shall state the nature of the matters to be discussed and the reason(s) for requesting the meeting. Discussion shall be limited to matters set forth in the request, but it is understood that these special meetings shall not be used to renegotiate this Agreement. Special meetings shall be held within ten (10) calendar days of the receipt of the written request and shall be held between 8:00 a.m. and 5:00 p.m. at a time designated by the City. The Union and the City shall be represented by not more than. four (4) persons each at special meetings. 142. Employee representatives of the Union at special meetings will be paid by the 1 111111 !11 li�ilill!ll "111111 111 11 Ip 11111111111111111 1 143. No special meeting shall be held unless the Fire Chief is notified in advance and approves the arrangements made for releasing any on -duty Firefighter who is to attend such meeting. 1" The parties agree to participate in the Labor/Management process as currently established. The Labor/Management process is an ongoing tool for addressing and solving issues and problems concerning the Union, the Department, and the City. Issues are dealt with as they arise and do not require the formalities of reopening negotiations. Any agreements made that have an economic impact on the City must be approved by the City Manager or his designee. It is agreed this process complies with and is an extension of Article 14, as the Labor/Management process applies to collective bargaining. 28 SPON49664429�,ZW492 ("�ffl Oil ARTICLE 15 fi H LL7 JAN ( "L ZH Qj LF D�F .Q 15.1. A grievance is defined as a dispute involving the interpretation or application of the specific provision of this Agreement, except as exclusions are noted in other articles of this Agreement. 15.2. A grievance shall refer to the specific provision or provisions of thisAgreement alleged to have been violated. Any grievance not conforming to the provisions of this paragraph or that contains non -identification of a specific articles(s) of this agreement shall be denied and not eligible to advance through the steps of the Grievance Procedure including arbitration. Grievances involving Workers' Compensation are not subject to the grievance procedure of this Agreement; except that a question concerning supplemental salary may properly be processed as set forth in the Article entitled "Line of Duty Injuries." 15.3. All employees covered by this Agreement shall be required to make a written Election of Remedy prior to filing any grievance at Step 2 or higher steps or initiating action for redress in any other forum. Such choice of remedy will be made in writing on the Election of Remedy form available at the Department of Human Resources, Labor Relations Division. Any employee electing a remedy other tim this grievance procedure shall be denied the use of the Grievance Procedure for the resolution of this specific grievance. The Union and its members agree that an appeal to any other forum to resolve an issue that would otherwise be subject to this grievance procedure under this Agreement would preclude the use of said Grievance Procedure to resolve such alleged grievable issues. 15.4. Nothing in this Article shall prevent the Union from appearing before the City Commission or other City boards on matters concerning the terms and conditions of employment or on any matter affecting the welfare of its members, and such shall not be considered as an 29 SPI) 06 764429-1233482 ............ election of remedy under this Article. However, such appearance by the Union shall not be in violation of Florida Statutes Chapter 447.501(2), (a), (b), (c). 15.5. Grievances shall be processed in accordance with the following procedures: Stgn 1. The aggrieved employee shall discuss the grievance with his immediate officer within ten (10) calendar days of the occurrence, which gave, rise to the grievance. The Union representative may be present to represent the employee, if the employee desires him present. The immediate officer shall attend to the matter and/or respond to the employee within ten (10) calendar days. Where a grievance is general in nature in that it applies to a number of employees having the same issue to be decided, or if the grievance is directly between the Union and the City, it shall be presented directly at Step 3 of the Grievance Procedure, within the time limits provided for the submission of a grievance in Step I and Step 2 and signed by the aggrieved employees or the Union representative on their behalf. The Election ofRemedy form as provided in Section 15.3 of this article shall be completed and attached to grievances presented directly at Step 3. All grievances must be processed within the time limits herein provided unless extended by mutual agreement in writing. Any grievance not processed by the Union in accordance with the time limits provided in each step of the Article shall be considered conclusively abandoned. Any grievance not processed by the City within the time limits provided herein shall be automatically advanced to next higher step in the Grievance Procedure. &W 2. If the grievance has not been satisfactorily resolved at Step 1, the aggrieved employee or employees shall meet with the Union Grievance Committee on non -City time and non -City property and the Union Grievance Committee shall determine if a grievance exists. If the Grievance Committee decides to advance the Grievance, a Union representative shallreduce the grievance to writing on the standard fann provided by the City for this purpose and present 30 SPDN-863764429-2=492 . .. . . ......... . such written grievance to the Fire Chief within forty (40) calendar days from the date of the Step 31 S.PDN-868764429-2253492 Ion I answer was given to the grievance or the Union. The Fire Chief shall meet with the Union representative and shall respond to the Union in writing within ton (10) calendar days from receipt of the written grievance. Within the forty (40) calendar day time frame as outlined above, the Union shall notify the Fire Chief in writing of the nature of the grievance; what specific provision(s) were allegedly violated; whether the Union will advance the grievance, the grievant must submit a written grievance to the Fire Chief within three (3) calendar days of the date on which he was advised by the Union of its position or the grievance shall be considered abandoned. The parties agree, however, that nothing in this section shall be construed to prevent a member of the bargaining unit from presenting his grievance to the public employer and have such grievance adjusted without the intervention of the Union Representative, if the adjustment is not inconsistent with the terms of the Collective Bargaining Agreement then in effect. The Union Representative will be given a reasonable opportunity to be present at any meeting between the grievant and the City representatives for the resolution of said grievance. All of the above must be consistent with the time frames described in the various steps of the Grievance Procedure as outlined herein. 5Jt&J. If the Grievance has not been satisfactorily resolved at Step 2, the Union may present a written appeal to the Director of Human Resources or designee within ten (10) calendar days from the time the Step 2 response was due. The Director of Human Resources or designee shall meet with the Union representative to hear the grievance and shall respond in writing to the Union within fourteen (14) calendar days from the receipt of appeal. &M_4. If the Grievance has not been satisfactorily resolved at the Step 3 level of the Grievance Procedure, the Union or an individual bargaining unit grievant may request a review by an impartial arbitrator provided such request is filed in writing with the Director of Human 32 Resources or designee no later than twenty-one (21) calendar days after the Director of Human Resources' or designee's response is due in Step 3 of the Grievance Procedure. 15.6. The parties to this Agreement will attempt to mutually agree upon an independent Arbitrator. If the parties fail to select an arbitrator, either the Federal Mediation and Conciliation Service or the American Arbitration Association shall be requested for a panel or panels to be submitted. If the parties cannot agree, they will alternate between the two (2). The cost of said panel(s) shall be shared equally by the parties. Arbitration Association on this subject, which do not conflict with the terms contained herein. Subject to the following, the Arbitrator shall have jurisdiction and authority to decide a grievance as defined in this Agreement. The Arbitrator shall have no authority to change, amend, add to, subtract from or otherwise after 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. 15.8. The Arbitrator may not issue declaratory or advisory opinions and shall confine himself exclusively to the question, which is presented to him, which question must be actual and existing. 15.9. It is contemplated that the City and the Union mutually agree in writing as to the statement of the matter to be arbitrated prior to hearing. When this is done, the Arbitrator shall confine his decision to the particular matter thus specified. When the parties are unable toagree, the Arbitrator shall decide the issue or issues to be arbitrated. 33 SPO 4 29 U51 15.10. Each party shall bear the expense of its own witnesses and of its own representatives. The parties shall bear equally the expense of the impartial arbitrator. The party desiring a transcript of the hearing will bear the cost of same. � I_ M 1 11 � Mr. �� Wnr=- or authority under this Agreement shall be furnished to both parties within thirty (30) calendar 34 ARTICLE 16 WJJJ L -10 z d 1651 The City shall, effective upon ratification of the labor agreement, reimburse bargaining unit employees up to $150 for the purchase of an initial pair of safety shoes, the replacement of same due to job related wear and tear or accidental destruction or at the employee's discretion, the refurbishment or resoling of same. To receive this allowance, the employee will present the purchased, refurbished, or resoled shoes and the bill of sale to a management representative. Safety shoes paid for by the City shall only be worn when on Fire Department business, including reporting to and from work. 16.1 The Chief of the Fire Department or his designee shall determine when, in his judgment, a pair of safety shoes shall be issued as replacement. Safety shoes shall be issued on the basis of need and not on an automatic basis. Any bargaining unit member requesting the replacement of more than one (1) pair of safety shoes during a calendar year shall satisfactorily demonstrate in writing on a form provided by the City that the replacement of said safety shoo is necessary due to job related wear and tear or accidental destruction. M Employees who work in positions in which safety shoes are not required shall also be eligible for a shoe allowance to purchase, refurbish, or resole a pair of approved uniform dress shoes. 16A The shoe standard as administered in the past must be met to qualify for the reimbursement. 16A Effective upon ratification, the City shall reimburse bargaining unit employees who have successfully completed recruit training up to $350 for an initial pair of leather structural firefighting boots. The City shall provide said reimbursement in accordance with the procedure 35 SPDN-8 764429-2253402 set forth above for safety shoes, except that any bargaining unit member requesting the replacement of more than one (1) pair of boots in a three (3) year period shall satisfactorily demonstrate in writing on a form provided by the City that the replacement of boots is necessary due to job related wear and tear or accidental destruction. The Fire Chief or designee shall have final approval for early replacement of boots suspected of non job related wear and tear, or damage. 16A Structural firefighting boots shall meet the minimum safety standard set by the Fire Department Safety Committee, after considering all available safety standards. 36 SPDN-868764429-2253482 ARTICLE 17 GRQ1F.P 1NM,4s'VRANifE 17.1. The group insurance benefits will be those as set forth in the lAFF Local 587 Health Insurance Trust Fund Plan of Benefits ("Firefighters Plan") or such successor trust. 17.2. The City agrees to pay 8.08 per pay period for the cost of life insurance coverage and accidental death and dismemberment coverage currently provided by the lAFF, Local 587. 17.3. Effective January 1, 2019, the Union shall maintain its own group health, life, and accidental death and dismemberment insurance plan. All current and future bargaining unit members who have worked at least ninety (90) days from date of appointment, and their eligible dependents, will no longer be covered by City -provided medical and dental benefits and will instead be covered by the Firefighters Plan subject to the Plan's eligibility requirements as defined in the plan document. Non -bargaining unit State certified firefighter employees in the Fire Department have the option of coverage under the Firefighters Plan or the City -provided plan, but not both, provided they meet the Firefighters Plan Trust's eligibility requirements as defined in the plan document. Group health premiums will be paid by the bargaining unit employee with pre-tax dollars. 17.4. Bargaining unit members are eligible toparticipate in the City's voluntary benefits plan administered by the City, 17.5. The City's total contribution towards the cost of the Firefighters Plan for the 2019 Plan year shall be $18,007,415, equal to the total medical claims cost of health insurance for 1AFF bargaining unit members in the City's health plan for the 2017 calendar year' plus administrative costs. The City shall make its contribution in twenty-six (26) equal, bi-weekly As reflected in the April 2018 Cigna Consultative Analytics report._ 37 cit installments during the Plan year. However, for the 2019 Plan year the installment schedule will commence two (2) bi-weekly periods before the start of the 2019 Plan year. 17.6. For additional bargaining unit member participants in the Firefighters Plan, the City shall pay an additional bi-weekly contribution to the Firefighters Plan at the rate of $567,24 per additional participant. 17.7. The City's contribution to the Firefighters Plan for succeeding plan years shall be computed with a change factor equal to the actual cost of the City's health plan as it may be amended for the prior year. The parties agree that the City's contribution for succeeding plan years may increase or decrease. However, a voluntary reduction in plan benefits by the City will not be a basis for reducing the City's contribution to the Firefighters Plan. 17.8. The parties agree that upon a change in law requiring modification to plan benefits the parties shall reopen this article to bargain regarding the City's contribution to the Firefighters Plan. 17.9. Limitation on decreases in the City's contributions: The parties agree that until the Union health trust builds an adequate initial reserve fund for the Firefighters Plan in the amount of four million six hundred thousand dollars ($4,600,000,00), there shall be no decrease in the City's contributions to the Firefighters Plan. The Union shall allocate 6 contribution increases from the City to the reserve fund. The City shall not be the sole funding source for the initial reserve fund, and the Union shall contribute to the reserve fund through savings and excess premium contributions from bargaining unit members and all other surpluses over the cost of administering the plan. Once the initial reserve fund is met, the limitation on decreases in the City's contributions as set forth in this paragraph shall be void, and this paragraph shall have no further effect regardless of any subsequent decrease or decline of the balance of the reserve fund, 38 seta V87641429-MI492 17.10. The City shall be provided with a copy of the Firefighters Plan summary plan description (SPD) and the Trust Agreement, and any other information as required by law. Upon request the Union and its insurance plan administrator shall timely permit the City to review any records related to the Union's health insurance plan. Upon written request, the City shall be provided with an accounting of the reserve fund, including cash flows, within ten (10) calendar days. 17.11 The Union shall indemnify and hold harmless the City, its assigns, officials, officers, directors, affiliates, attorneys and employees from and against any and all allegations, claims, actions, grievances, suits, demands, damages, liabilities, obligations, losses, settlements, judgments, costs and expenses (including without limitation attorneys' fees and costs), which arise out of, relate to or result from any act or omission of the Union with relation to the establishment, enactment, implementation, application, or administration of the Firefighters Plan. 39 SPON46 764A&re2253492 ytE s 18.1. Bargaining unit members will adhere to the current salary schedule as set forth in the attached Appendix C. T ill-Fa64k-a" Bargaining unit members that are not at their maximum step will be eligible for step .increases on their anniversary date in accordance with the time frames delineated below. The following time frames apply to employees eligible for step increases: Step 2 5% after one (1) year at Step I Step 3 5% after one (1) year at Step 2 Step 4 5% after one (1) year at Step 3 Step 5 5% after one (1) year at Step 4 Step 6 5% after one (1) year at Step 5 Step 7 5% after one (1) year at Step 6 Step 8 5% after one (1) year at Step 7 Step 9 5% after one (1) year at Step S Step 10 5% after one (l) year at Step 9 Longevity Steps: Step 11 5% after one (1) year at Step 10 Step 12 2.5% after four (4) years at Step I 1 Step 13 2,5% after two (2) years at Step 12 Step 14 2.5% after two (2) years at Step 13 Step 15 2,5% after two (2) years at Step 14 Step 16 2.5% after two (2) years at Step IS 111 IIIIIJIF 11300111 IF 11511E 1111,71111 1 11 to the EMS Support Division will receive a six percent (6%) supplement to base pay hereto referred to as 40 iPCll 716 1,f 29,- 22 534 A2 AIS 1. Members assigned to ALS Non Transport positions will receive a three percent (3%) supplement to base pay hereto referred to as ALS2. Lieutenants and permanent Firefighters assigned to swing or unassigned in the ERD Division will receive ALS Transport pay (ALS I). ALS Acting Pay: A. Members who are not regularly assigned to ALS units and who are required to ride in an ALS Transport position shall be paid six percent (6%) above their hourly rate of pay (ALS6) for all hours worked in that capacity during that shift, provided they ride in that capacity for a minimum of four (4) hours. B. Members who are regularly assigned to ALS non -transport units and who are required to ride in an ALS Transport position shall be paid three percent (3%) above their hourly rate of pay (ALS3) for all hours worked in that capacity during that shift, provided they ride in that capacity for a minimum of four (4) hours. C. Members who are not regularly assigned to ALS units and who are required to ride in an ALS non -transport position shall be paid three percent (3%) above their hourly rate of pay (ALS3) for all hours worked in that capacity during that shift, provided they ride in that capacity for a minimum of four (4) hours. 18.3. Upon promotion to a higher rank the employee shall receive a 15.763% promotional increase in base salary. Such increase shall result in the member receiving the salary indicated on the attached Fire Salary Schedule for their respective rank and total years of service in the City. 18.4. Active bargaining unit members shall receive an annual Fire Prevention pay supplement of $1,500. Fire Prevention pay shall be subject to pension deductions and applicable federal taxes and shall be included in calculating an employee's average earnings for pension purposes. 18.5. Former fire bargaining unit employees who left the employ of the Fire Department under 41 SPL)N-868764429-2253482 OWE 31 list, provided the former firefighter is a State certified firefighter. The reemployment list shall be considered separate from the eligibility list for new hires. Those on the rehire list may be hired by the Fire Chief as openings occur without regard to the eligibility fist for new hires. In addition, the following shah apply: A. In accordance with State certification requirements, eligibility shall be limited to three (3) years following the effective date of resignation. B. Under conditions set forth above., any former permanent fire bargaining unit employees having one (1) to four (4) years, and eleven (11) months of previous continuous service as a firefighter will be placed at Step 1 (48-hour shift) of the Firefighter salary schedule. Former permanent fire bargaining unit employees having five (5) or more years of previous continuous service will be placed at Step 5 (48-hour shift) of the Firefighter salary schedule. 18.6. All changes in salary because of promotion, demotion, step and/or longevity increase, 111111P11 1111�11�11�11�p� 11 ;111111� �l��l 1! ill 1 rJ111j, '=11!111111MEMM�T lirill,ii 111111! made until the first full pay period following the effective date of the change. 18.7. Bargaining unit members shall receive, in recognition of their efforts ingenerating new The revenue incentive wage payment shall be segregated on the employees paycheck stub so employees realize the pay is based upon their performance. The revenue incentive wage payment will not be rolled into any pay supplements. 18.8. Leaves of absence without pay or suspension of any duration shall cause the effective date of the longevity and anniversary date to be deferred by the same number of calendar days embraced by said leave. This break in pay shall not be considered a break in continuous service. 42 18.9. Any bargaining unit employee upon normal retirement from City service, or separating under honorable conditions, who has served for a period of twenty-five (25) years or more, shall be granted, .at the time of his/her normal retirement or honorable separation, one hundred seventy-three and three tenths (173-3) hours of pay if on a forty (40) hour work week and two hundred eight (208) hours of pay if on a forty-eight (48) hour work week. 18.10. Effective the first full pay period after October 1, 2016, bargaining unit members shall receive a State Certified Paramedic annual pay supplement in the amount of $6,000 or 14% of base pay, whichever is higher. Paramedic pay supplement shall be subject to pension deductions and applicable federal taxes and shall be included in calculating an employee's overtime and average earning for pension purposes. Any State Certified Paramedic who is restricted from using their Paramedic License by the Medical Director for failure of Protocol Testing shall be subject to a reduction in Paramedic pay. The manner and the amount of reduction shall be mutually agreed upon by the Union and the Fire Chief, but in no case shall the parties agree to an amount less than EMT pay. Any reduction in pay shall not occur less than six (6) months after the restriction is first applied. The parties agree to Anther discuss the Protocol Testing and remediation procedures. Effective the first full pay period after October 1, 2016, bargaining unit members who are State Certified EMT (non -paramedics) shall receive an annual pay supplement in the amount of 2% of base pay. Effective the first full pay period after October 1, 2017, bargaining unit members who are State Certified EMT (non -paramedics) shall receive an annual pay supplement in the amount of 4% of base pay, 18.11. Bargaining unit members shall receive a monthly educational incentive pay supplement in accordance with Chapter 633, Florida Statutes, 18.12. Effective the first full pay period after October 1, 2016: A. Bargaining unit members shall receive an annual pay supplement up to $2,500 or 5% of base pay, whichever is higher, for using the following certifications specified below. Any increases or decreases 43 SPI -Y 8764429-WNU in the number of positions that receive any of the certification increases listed below shall be agreed a Hazardous Materials Technician assigned to the Hazardous Materials Team * State Certified Fire Service Instructor assigned to Instructor positions • State Certified Fire Inspector assigned to the Fire Prevention Bureau • N.A.U,I. or P.A.D.I. Certified divers assigned to the Dive Team • Employees assigned to the SWAT Team • Members assigned to the Technical Rescue Team completing 120 hours of department approved training 0 Air Truck Drivers assigned to the Air Program B. Driver Engineers — Effective October 1, 2016, bargaining unit members assigned to the ERD Division with the regular responsibility of driving emergency response vehicles, including the fire boat, shall receive an annual pay supplement up to $2,500 or 2.5% of base pay, whichever is higher. C. Bargaining unit members may be eligible to receive the following annual pay supplement on their base rate of pay: # Members assigned to twenty-four (24) hour on-call positions shall receive 10% on-call pay. Those positions must be mutually agreed to by the Union and the Fire Chief. Members shall be available for call via telephone during all off-duty hours and respond in a timely fashion within a maximum of thirty (30) minutes of being notified 4 Plans ExaminersNew Construction assigned to the Fire Prevention Bureau who are certified as State of Florida Fire Inspectors and review all building plans within the City of Miami shall receive a 10% pay supplement 44 SPIate 4169764429.2253432 # Chief Fire Officers assigned as Battalion Commanders over all districts on their assigned shift shall receive a 10% pay supplement * Members assigned to work a forty (40) hour work schedule shall receive a 5% pay e Fire Lieutenants or Fire Captains assigned to the Alarm Office as Fire Central Information Officers on their assigned shift shall receive a 5% pay supplement 18.13. The Parties agree that annual pay supplements that are currently subject to pension deductions and applicable federal taxes and that are currently included in calculating an employee's average earnings for pension purposes shall continue to be subject to pension deductions and applicable federal taxes and included in calculating an employee's average earnings for pension purposes. 18.14. EMS recertification training shall be performed Off Duty with Overtime pay in accordance with this Agreement, 18,15. Effective the first full pay period after October 1, 2015, the bargaining unit members identified in Appendix D who would receive a reduction to their base wages as a result of the implementation of the cumulative changes in this Article and the change in the employee pension contribution as set forth in Article 43 - Pension, will have their rate of pay adjusted to offset the reduction, respectively. These members shall remain at this new pay rate until either their next step increase or upon promotion to a higher rank which results in a higher base salary. 18.16 Effective October 1, 2018, bargaining unit members who currently have or successfully obtain a college or university degree shall receive an annual incentive bonus as outlined below. This incentive shall be prorated and paid on a bi-weekly basis. Bargaining unit members shall only be credited for the single highest educational degree obtained. Associate's Degree 45 ISPO 744429-22WS2 $1,200 Bachelor's Degree '11,11:12,01,1111,111,11,11,91111 if a M; MM HMO 46 'P '64429-2253442 CIO- ARMLL12 VACATION TIME 191. Base vacation hours shall be one hundred forty (140) hours (96 hours for 40 -hour employees). Longevity vacation on the sixth, seventh, eighth, ninth and tenth year of employment will be granted at the rate of ten (10) hours per year longevity vacation. From the eleventh year on it will be granted at the rate of five (5) hours per year. Bargaining unit member vacation accrual per year will be capped at two hundred ninety hours (290) hours (240 for 40 hour employees). Employees who are above two hundred ninety (290) hours prior to December 31, 2015 are exempt. Employees who retire upon normal service retirement may, at their sole discretion, make an irrevocable election in the calendar year prior to the calendar year in which the employee severs service from the City of Miami to convert any portion of their accumulated vacation time to sick time at the time of severance of service.* I 111:1111 IM11111111:111 lipil I B. Vacation time may not be used in place of sick time unless the member does not have any sick time in his/her sick time balance. Vacation leave shall be taken in increments of not less than one (1) hour. C. The Hazardous Materials Team members shall schedule the vacation under this agreement, 191 Vacation shall be taken by the second payroll period following the last payroll period of the calendar year in which the vacation was credited. If using the second payroll period issue. Forty (40) hour employees (or 48 hour and 52 hour employees) shall only be allowed to 47 764429-2253482 *Any vacation time balances that are converted to sick time under provisions of Article 19, 1. above shall he added over and above the 1200 hour limitations set forth in Article 44,6 48 SPO ,64429"2253482 carryover five hundred (500) hours (or 600 hours) of the previous year's credited vacation. Any excess vacation over the five hundred (500) hours (or 600 hours) automatic carryover not taken within the payroll calendar year will be forfeited. Employees who were on disability at the time of their scheduled vacation shalt be paid for all excess vacation over five hundred (500) hours (or 600 hours) at the employee's January 1, hourly rate of pay following the year the vacation would have been scheduled. If an employee is unable to take a previously authorized vacation due to cancellation by his/her Department and the vacation cannot be rescheduled within the payroll calendar year, any hours in excess of the five hundred (500) hours (or 600 hours) which would have been forfeited shall be paid for at the employee's January 1, hourly rate of pay following the year the vacation was scheduled. 49 sly x,9764429-2253482 . No, 0 1 201 All authorized hours actually work performed in excess of an employee's normal work day and in excess of an employee's normal work week shall be considered overtime work. Employees performing overtime work shall be paid at the rate of time and one-half at their straight time hourly rate of pay. i I 1 i I 1 1!! IF I i M A. Employees may be paid for holidays and other overtime as it occurs or, at their option, they may accumulate compensatory time up to a maximum of 200 hours. Prior to November I of each year, the employee may elect to be paid for the full accumulation of earned time on the last pay day in November or carry over up to 48 hours for use during the following calendar year. If the employee elects to carry over up to 48 hours of compensatory leave, any additional balance shall be paid on the last pay day in November. B. Employees may schedule up to 48 hours of compensatory time in conjunction with their vacations. taken off at the sole discretion of the Fire Chief, Denial of requests to use unscheduled compensatory time shall not be subject to any grievance M= D. In the event, a state of emergency is declared due to an act of God and the City Manager grants emergency leave, such leave shall not be included in determining eligibility for overtime. The employee utilizing such leave 50 SPOIT�'i+#49-2253462 city shall be paid straight time for those hours worked in excess of their normal 51 SPDN-868764429-2233482 $:'sib _.._�� work day or in excess of their no al work week equal to the number of hours taken as emergency leave, before overtime shall apply. Employees shall not be permitted to accrue compensatory time in lieu of overtime for grant -funded positions, including overtime created by back -fill. !'Ilill ITI 11 VIII! IN 111 111 1 I I ITYPT1311 20A The parties agree that assignments of overtime work shall rest solely with the Department Director. 201 The parties agree that the assignment of overtime work is on an involuntary basis appropriate by the Department Director. 52 SPM 64429-22S-3442 ARTICLE 21 LALIMALK _PAY 21.1. All employees covered by the terms of this Agreement who are called back to work while off duty shall be paid at least three (3) hours minimum, plus one (1) hour's travel 111�1111�1�11 1�1p;�111111;�11; 11!11pr: 211. Any employee covered by this Agreement who is summoned to appear as a witness, while off duty as a result of his direct employment as a member of the Miami Fire Department, will be paid four (4) hours minimum at one and one-half times his current hourly rate, excluding travel time, for all such time, provided that the Fire Chief is given prior notification so that he is given an opportunity to schedule such appearance during regular duty hours, In consideration of receiving overtime pay, the employee shall promptly assign to the City any witness or deposition fees received, and mileage allowance, if any. This Article shall not apply in legal disputes where one member of the bargaining unit sues another member of the bargaining unit covered by this Agreement. 21.3. Attendance in court in response to a legal order or subpoena to appear and testify be taken as vacation, compensatory leave, or leave of absence without pay, 53 SPDN-96$764429-2253482 City ARTICLE 22. QL WORKIPUOLuT F-4 CMS —AAi SIM A N accept the full responsibilities and carry out the duties of a rank above that which he normally holds shall be paid at the hourly rate of five percent (51/o) above his current rate in his regular : I I Ill p 1:1111111 ll I I ill 11111111111�p liqpliq I liq ipplg;@�Iqp pp I •M E M. 54 SPI)N-868764429-2253482 23.1. The following days shall be considered holidays: New Year's Day Presidents' Birthday Memorial Day Independence Day Labor Day Martin Luther King Day Columbus Day Veterans Day Thanksgiving Day Day After Thanksgiving Christmas Day January I st, July 4th, November 11 th, and December 25th, respectively. However, those bargaining unit employees who work 40 hours per week will observe the above four (4) holidays 23.4. Any employee covered by this Agreement, in pay status, at the time the holiday occurs, shall, at his option, if assigned to a twenty-four (24) hour shift (48 or 52 hour work week), be paid for ten (10) hours at his regular rate of pay or receive ten (10) hours of compensatory time, or if assigned to a forty (40) hour work week be paid for eight (8) hours of compensatory time or be paid eight (8) hours at his regular rate of pay. 23.5. It is agreed and understood that premium pay for work performed on a holiday shall be calculated as one-half of the actual time worked. An employee who works an eight (8) hour shift on which the holiday occurs, shall receive four (4) additional hours as premium pay; an employee who works a sixteen (16) hour shift on a given holiday shall receive eight (8) 55 9 PDN0764 429A-2 2134 82 1kf additional hours as premium pay; and all employees whether they are off or on duty on the day on which the holiday occurs shall receive ten (10) hours for the holiday. The ten (10) hours, plus the premium pay as defined above is payable in cash or earned time at the employee's option according to the following: 1 � -1l$TM#T4WVM�WC'1I! 11 - of cash or earned time for the actual amount of time so declared as holiday; premium pay shall be calculated as one-half the actual amount of time worked for such additional holiday time, 56 SPI 57 ARTICLE 25 25.1 The parties to this Agreement believe that the terms and conditions set forth In this the Family Leave Act of the United States. In the event that they do not, the Dade County Family Leave ordinance and the Family Leave Act will supersede these terms and conditions. 25.2 Bargaining unit employees may take a leave of absence without pay not to exceed ninety C�MMVWMM =��= WITIVIVINFIMPOMMMOM illness of a family member or the employee's own serious illness. 11111111111111 11��11111111 of the City Mariager or his/her designee. eligible for leave without pay as specified in Section 25.2. U115 11 � I I I � p I III I I Iiii I � IN 11 111111,11 11 unit employee within one (1) year of the birth or adoption. This leave does not have to be consecutive, however, such leave may not be taken on a reduced leave schedule, 25.6 Leave without pay for a seriously ill family member or because of a serious illness of the bargaining unit employee may be taken intermittently or on a reduced leave schedule when medically necessary. 58 SPI)IN, 9 71644294153482 25.7 Upon approval of the Fire Chief, and the City Manager or his/her designee, a leave without pay may be granted, for the purpose of entering a course of training or study calculated to improve the quality of the employee's service to the City through course work directlyrelated to the employee's job, for a period not to exceed six (6) months. The request for leave without pay may be extended for an additional six (6) months upon approval of the Fire Chief and the City Manager or his/her designee. Employees requesting said leave of absence shall be required to submit evidence of registration upon entering each quarter/semester of school. herein, for a period not to exceed ninety (90) calendar days. Approval of said leave is at the sole discretion of the City Manager or his/her designee. 25.9 Bargaining unit employees who desire to take a leave without pay for any reason specified in this Article (excluding serious health condition) must exhaust all their vacation leave balances prior to taking a leave without pay. A request for leave without pay for a serioushealth condition as provided under the Family and Medical Leave Act shall require the bargaining unit employee to use all sick and vacation leave balances prior to taking leave without pay. 25.10 Bargaining unit employees who desire to take a leave without pay for any reason specified in this Article shall not accrue leave time. At the expiration of the leave of absence without pay, the bargaining unit employee shall be returned to the position or equivalent position vacated when said leave of absence without pay was granted. Leave of absence without pay during the required probationary period shall extend the probationary period the length of time used during said leave of absence without pay 59 S?DN-868764429-2253482 -40- ,JKy Ski N ARTICLE 26 RESERVED 60 SPDN-868764429-2253482 . tirsi� a ARTICLE 27 A T LEA U 27.1 Any employee covered by this Agreement may, in the case of death in the immediate family, be authorized up to a maximum of forty (40) hours of paid leave for any death of a member of the employee's immediate family. Said paid leave days shall be taken consecutively by the employee excluding normal days off and holidays. The immediate family is defined as father, mother, sister, brother, husband, wife, domestic partner, children, domestic partner's children, father-in-law, mother- in-law, domestic partner's parents, grandparents, spouse's grandparents, domestic partner's grandparents, stepfather and/or stepmother if they have raised the employee from infancy regardless of place of residence, and may include any other person who was an actual member of the employee's household for five (5) or more years immediately prior to their death. Within thirty (30) calendar days from the date the employee returns from bereavement leave, the employee shall, upon request, file a copy of the death certificate of the deceased family member. Said death certificate must be attached to a form approved by the Office of Labor Relations and submitted to the Human Resources Department. Failure to produce the death certificate will result in the employee reimbursing the City for any days taken under this Article, Any employee found to have falsified his application for bereavement leave will be subject to disciplinary action up to and including dismissal. 27.2 It is understood that under certain circumstances the employee may be unable to obtain a death certificate. In this event, in lieu of a death certificate, the employee shall submit a newspaper account showing the death and the relationship of the deceased to the employee and/or other 27.3 In addition to bereavement leave, at the request of the employee, the Department Director may authorize the use of accrued vacation. 61 SPDN-868764429-2253482 I TOWNTAFM MOM except that they may be authorized up to forty-eight (48) consecutive work hours of duty on leave with Q2 27.5 Bereavement leave is for attending a funeral or to attend to estate issues or for being in IFETI 11111MINIFIRIPI I I I 1� Chief at his sole discretion, can make exceptions to the 45 day limit under truly unique circumstance, M,MOM 111 -11i'll 62 k "znll KI a Kwu , 7111 W9 28.1 Employees shall be required to take an annual physical examination. 28.2 The schedule set forth in Section 28.1. and the content of the present physical examination shall continue, unless changed by mutual agreement of the parties, 28.3 The City agrees to provide physicals that are mandated by State or Federal law, 63 SPDNO64429-2253492 ARTICLE 29 LQS, S OF'EQUIPMENT 29.1. A bargaining unit employee shall reimburse the City for the repair or replacement �41 111031 f. I M -M Mr -M -M, MM6111111 !"111M.M.-M-11MMIF1.1 M.MR R ' - careless and/or negligent act(s) resulted in the loss, theft, or damage, 64 SPDN-868764429-2253482 ARTICLE 30 BLOQJ-) 120NORS 65 SPDN-868764429-2253482 ARTICLE 31 SCRE ENING 31.1 In an effort to identify and eliminate on or off-duty controlled substance/alcohol abuse, urinalysis/blood tests shall be administered as provided herein: Employees refusing to give a testable blood/urine sample under any of the following conditions will be dismissed. Employees meeting any of the criteria below shall be subject to random substance screening. Employees who meet any of the criteria below shall be subject to random substance screenings for a period of one hundred and eighty (180) calendar days from the date the criteria was met. After the period of one hundred and eighty (180) calendar days, if and when employees meeting criterion A below have accumulated above one hundred and fifty (150) hours of sick leave and employees meeting criterion C or D below have not been late or absent without leave (AWOL) for a one hundred and eighty (180) calendar day period, they shall no longer be subject to random substance screening, unless they meet the criteria again in the future. The City shall be limited to a maximum of two (2) substance screenings in each one hundred and eighty (180) calendar day period the employee is under random substance screening. BAN LQ11 �S"�,FMN �` Of �XR A. Probationary firefighters are subject to screening until off probation. B. Employees assigned to a forty-eight (48) or fifty-two (52) hour work week with less than three hundred and seventy-five (375) hours of sick leave accumulation. Employees assigned to a forty (40) hour week with less than three hundred (300) hours of sick leave accumulation. 66 SPDN .744429-22 s2 eighty (180) calendar day period from the most recent AWOL if on a forty-eight (48) or fifty-two (52) hour work week or three (3) times within a one hundred and D. Employees reporting late (including any incidents of absence without leave) for on a forty-eight (48) or fifty-two (52) hour work week or five (5) times within a one hundred eighty (180) calendar day period if on a forty (40) hour work week. AU'LLULIP-11 SIMISTANCE 6C 1EL L?NfLG 01'ff� _.0_tUES —_ _S — —_ A. Where a District Chief, or above has a reasonable belief based upon objective factors that the employee has possession or is using, dispensing or selling any illegal URNITIVITIMIN Mi to or from same, involving ernployee(s) where a District Chief, or above has a reasonable belief based upon objective factors that the involved employee(s) may be under the influence of alcohol or may have been using, possessing, dispensing or selling controlled substance, unlawful, mind -altering, or non -physician prescribed drugs. 1• 11 1�1111 111 IIJ�Iqj•pi 11 i I I �Ii 111 factors that the employee is under the influence of alcohol on -duty, or on an off- duty detail, or traveling to or from same, or while covered for portal to portal pay for workers' compensation. 67 S U -BS ,. 9 S CU!LWL(4-ZLQ Q-&LW41P�,, 31.2 Employees shall give either a blood sample, for suspected alcohol use or a urine sample for suspected substance abuse as deennined by the City at either a hospital or accredited testing lab, as chosen by the City. The hospital or accredited testing lab shall include sufficient safeguards to ensure that a proper chain of custody is enforced. When a sample is taken under any of the above circumstances, a portion of the first sample shall be retained. All positive tests for a controlled substance will be confirmed using the employee's separate second sample if given or the reserved portion of the initial sample, by Gas Chromatography/Mass Spectrometry (G.C.M.S) or better testing. Testing procedures shall be under a reliable state licensed clinic laboratory. 31.3 The reserved portion of the first sample will be utilized for the separate second test. Employees shall be notified of a positive result within seventy-two (72) hours from receipt of the laboratory reports, but in no case shall this notice occur more than seven (7) business days after the time the sample was given. Notice to the employee of the first test being positive shall be considered to have been served upon the employee by verbal notification or by a representative of the Department delivering a notice to the employee's last known residence as shown on the Department's personnel database. 31.4 If an employee is ordered back to duty for testing, the provisions of Article 21 (Call Back Pay) will apply. 31.5 Where a bargaining unit member alleges that an order made under this article is not consistent with the criteria cited herein, he/she shall comply with the order, and may simultaneously file a protest with the communicator of the order. 68 31.6 Disputes arising as to whether there was reasonable belief shall be arbitrable as set forth below under the Expedited Arbitration Rules of the American Arbitration Association. All other issues involving grievances shaft be processed as outlined within Article 15 - Grievance Procedure. 31.7 The employee(s) shall not be disciplined until a positive test result is communicated to the City. However, if the employee's conduct in connection with the substance/alcohol abuse amounts to conduct for which the City may otherwise discipline the employee, the City may take action prior to knowing of a positive test result. 31.8 The TAFF will be advised of passed or failed tests to the extent that the releasing of such data is not inconsistent with Federal or State laws regarding the privacy of said test or if the individual involved does not want his test results released to the TAFF. 31.9 The following cutoff concentrations shall be applicable for determining whether specimens are negative or positive for the following drugs or classes of drugs for the initial and confirmatory test procedures. A positive result shall be a concentration in excess of those listed below. For those "designer drugs" that are listed below without cut-off levels, the parties agree to test in accordance with levels specified by Department of Human Services Federal Register, Part III, if and when it ever becomes available. Initial Test Level (nom/ml) _ Cannabinoid (Marijuana) Metabolites 50 Cocaine Metabolites 300 Opiate Metabolites 2,000 Phencyclidine 25 Amphetamines 1,000 Methaqualone 300 Methadone 300 Propoxyphene 300 Tricyclic Antidepressants 300 Designer Drugs: Ketamine TBD 69 SP DVN�9764429-2253482 Methylenedioxymethamphetaniine (Ecstasy) 500 Cannabinoid (Marijuana) Metabolites I Cocaine Metabolites." Opiates Morphine Codeine 6-Acetylmorphine-5 Phencyclidine Amphetamines Amptietamine Methamphatamine 4 Methaqualone Designer Drugs: Ketamine Ogkll 15 150 oil iDelta-9-tetr4ydroc,anndbinot-9-catbox,ylic acid 2Bemoyleogonine 3Test for 6 -AM when the morphine concentration is greater than or equal to 2,000 ng/ml 4Specimen must also contain amphetamine at a concentration greater than or equal to 200ng/ml 31.10 Initial test results for alcohol will be considered positive when the individual's blood alcohol content is 0.04 grams per dl or greater using whole blood. 31.11 Alcohol related specimens identified as positive by the initial test shall be confirmed as positive by Gas Chromatography Volatiles Head Space Method or more reliable testing for whole blood at 0.04 grams per dl or greater. 31.12 The cutoff concentrations referenced in this Article may be revised by mutual agreement when changes in technology allow for reliable testing at lower concentration levels, LmPEDULm ARflLJHA2,LQN 31.13 It is anticipated as soon as possible after ratification of the labor agreement between the City of Miami and IAFF, Local 587, the President of the Local and the City Labor Relations Officer will pick two (2) area permanent umpires to hear employee drug grievances. 70 ,SPDN-869764429-2253482 The two Umpires will alternate hearing only grievances where the Union brings a grievance and requests expedited arbitration on behalf of a bargaining unit member and alleges a violation of Article 31.1. A, B, or C. Said grievance will be limited to whether or not there was reasonable belief based on objective factors to require the bargaining unit member to take the Alcohol/Controlled Substance test. Where reasonable belief exists to test an employee for drugs and/or alcoholic beverages, the City will notify the Union regarding same and will provide the Union with the information available to the City at that time regarding the objective factors supporting the reasonable belief. Thereafter, the Union will have forty-eight (48) hours to notify the Chief of Management Services and the Labor Relations Division, Department of Human Resources of its intention to invoke expedited arbitration and to confirm same to the Chief of Management Services and the Labor Relations Division, Department of Human Resources thereafter in writing. By the City providing information to the Union in order that it may make its determination whether to pursue expedited arbitration, the parties agree and acknowledge that the City is in no way waiving any of its rights, arguments, ability to introduce new or additional evidence or defenses at arbitration, expedited or otherwise. Only the Union can invoke expedited arbitration under this Article. If the Union does not invoke expedited arbitration within farty-eight (48) hours of being notified by the City, expedited arbitration shall be precluded. Further, expedited arbitration shall be precluded under any circumstances in which an employee is arrested for a drug related crime. 31.14 Reasonable Belief Substance Screenings shall be tested even if the Union timely invokes expedited arbitration on behalf of an employee. If the Union invokes expedited arbitration, the results of the test will not be released by the testing company until the umpire rules that there was reasonable belief to test the employee. 71 31.15 The cost of the Umpire's decision will be borne by the employer if the umpire rules there was not reasonable belief to require the employee to take the test. If the umpire rules there was reasonable belief to require the employee to take the test, the Union will pay the cost of the umpire if the Union processed the grievance. 31.16 It is anticipated that an expedited hearing would be held before the Umpireunder the American Arbitration Association rules of expedited arbitration and no post hearing briefs would be filed. The drug grievance will be submitted directly to arbitration and will be heard no later than five (5) calendar days after the employee was required to take the Alcohol/Controlled Substance test. The Umpire will rule at the close of the hearing and an oral response from the umAire will be sufficient to settle the grievance, 31.17 The two Umpires shall serve from year to year and shall be appointed by a letter jointly signed by the Union President and the Labor Relations Officer. Should either the City or the Union wish to drop an Umpire the Umpire shall be notified and the parties shall agree on a replacement. If they are unable to agree, each party will put two (2) names into a hat and the name drawn will be the replacement for one (1) year. 31.18 . In the event that the results of the urinalysis/blood test are positive, the following criteria will M &M The employee at his/her own cost shall, within seventy-two (72) hours of a positive test notification (excluding weekends and holidays), enter and remain in 111 1!' '1 1 1 raffoTly-no W"t 72 8 4429-22$3442 approved program administrator is able to state that he/she has successfully completed the program, including aftercare. While in the program, the employee will be allowed to return to work if the program administrator approves; if not, the employee may be suspended until the program administrator approves return to work. Such suspension shall not exceed six months. If the employee cannot return to their regularly assigned position after six (6) months they shall be dismissed. If the employee does not successfully complete the program including aftercare, he or she will be dismissed. Employees shall not be permitted to work in combat positions until program administrators feel certain there is no possibility they are using drugs and submit this opinion in writing to the City. If and when the employee successfully completes the in-patient portion of the program, as determined by the program administrator, the employee shall be allowed to return to work. B. Upon being notified of a positive test, the employee will be immediately relieved of duty. If relieved of duty, the employee, if eligible, will use all of his/her earned time, vacation time, and sick time, and then he/she will go off the payroll. C. If the employee fails to enter, participate in and/or successfully complete any pan of the rehabilitation program, including any after-care program, the employee shall be terminated from his/her employment with the City, D. Effective upon ratification of the labor agreement, employees cleared to return to work by rehabilitation administrators, shall be subject to substance screenings at management's discretion for a period of two (2) years from the date the employee returned to work. The City will be limited to a maximum of five (5) screenings 73 StION0764429-2253482 I ,,, - ...- u A,,- - [A per twelve (12) month period, Employees tested shall be entitled to a second test as outlined in Article 31.3, Employees who decline to offer a sample shall have the reserve portion of the first sample utilized as outlined in Article 31.3. Employees who test positive to confirmatory test shall be terminated from employment with the City, Effective upon ratification of this Agreement, employees will be entitled to one chance at a successful rehabilitation during their employment with the City. Employees who have been through at least one (1) rehabilitation program, who are screened shall be entitled to a separate second test as outlined in Article 31.3. Employees whose sample tests positive on confirmatory test shall be terminated from employment with the City. 74 SPDN-868764429-2253482 ARTICLE 32 H9J%J9X1_JV_0_RK 32.1 The work week for twenty-four (24) hour shift employees shall be as follows: twenty-four (24) hours on duty, forty-eight (48) hours off duty. A day off, now known as an "R" day, shall be granted once every seven (7) scheduled tours. This schedule will result in a forty- eight (48) hour work week. Any chmiges in this schedule shall be subject to negotiations between the parties, An"R" day shall be defined as a regular day off as scheduled by the Fire Chief or his designee and must be taken on the day so designated. An employee may not have the choice to substitute any other official accumulated time or any official time as provided by the City of twenty-four (24) hours on duty, forty-eight (48) hours off duty, a day known as an "R" day, shall be granted once every fourteen (14) scheduled tours. Employees working this schedule shall be paid at the same hourly rate as they would on a forty-eight (48) work week. Time accumulations shall be based on a forty-eight (48) hour work week. Only those volunteering for a fifty-two (52) hour work week shall be assigned to it. The number of positions and seniority bidding will be negotiated by the parties. Wages shall be those specified in the appropriate salary schedule contained within this Agreement (See Appendices). 75 SPDN46 '764429-2253482 ARTICLE 33 Pralso.,NN,rm Aj&QL,&UW 33.1 The City agrees to provide minimum staffing for firefighting apparatus in active service. In order to provide a minimum level of safety to personnel in the bargaining unit, apparatus in service shall be staffed with no less than: 1). 4 persons per aerial unit 2). 4 persons per quint unit 3). 4 persons per pumper unit 4). 3 persons per rescue unit 5). 1 person per air truck 33.2 If in the future, newtypes of apparatus are placed in service, which are not covered above, the City and the Union will meet to negotiate a minimum staffing level for the new types of apparatus. If agreement is not reached within thirty (30) days, the dispute shall be submitted to arbitration consistent with the grievance procedure contained in Article 15. 33.3 The Union agrees that this article has no effect on the City's rights under Article 6, Management Rights, except as outlined above. Specifically, the City has the sole authority, whether exercised or not, to determine the number and kinds of firefighting/rescue apparatus needed to fulfill the Fire Departmertfs mission. Such Management decision will not be grievable or arbitrable. 76 ARTICLE 34 34.1 Where an investigation is initiated by the Management of the City of Miami Fire Department against an employee covered by this Agreement concerning criminal charges and where a formal statement under oath is elicited from the accused employee, the interrogation shall be conducted under the, following conditions: the accused is on duty, unless the seriousness of the investigation is of such degree that an immediate action is required. If the accused is off duty at the time of the interrogation, the accused shall be entitled to overtime. However, if he or she is eventually found guilty of the charges through the applicable administration processes, any overtime shall be forfeited in addition to any penalty imposed for the violation. If it occurs while on duty, a commanding officer or a supervisor of the accused shall be notified of the interrogation. place in the Miami Fire Department building, If the interrogation is to be conducted by or for another investigating City agency, it shall be conducted at either the investigative agency's City office or at the Miami Fire Department. officer in charge of the investigation, the interrogating party, and all persons present during the interrogation. All questions directed at the accused shall be asked by and through one interrogator at any one time. 77 SPDN-869764429-2253482 U Uni ni The accused shall be informed of the nature of the investigation prior to any interrogation, and given the names of all known complainants. (e) Interrogations shall be for reasonable periods and shall be timed to allow for such personal necessities and rest period as are reasonably necessary. @ The accused shall not be subjected to abusive or offensive language or threatened with transfer, dismissal, or other disciplinary actions. No promise, reward, threat, or action shall be made as an inducement to answering any questions. (g) The complete interrogation including when recesses are taken shall be recorded, and there shall be no unrecorded questions or statements. (h) The accused shall not be obligated into giving a second statement concerning the same facts elicited in an original interrogation. This will not preclude an investigator from asking questions at a later time, that were not covered by the first statement. 01 No mechanical device, including, but not limited to, polygraph, psychological stress evaluator, et al., shall be forced onto an accused, not shall disciplinary action be taken against an accused who refuses to submit to such testing. 0) If the accused is under arrest, or is Rely to be arrested as a result of the interrogation, he shall be fully informed of his or her legal rights prior to any interrogation. (k) At the request of the accused, he or she shall have the right to be represented by counsel or any other representative of his or her choice during the entire interrogation. 78 S Ala 744,429-2253492 0) Where an attorney or employee representative is requested but cannot be present within four (4) hours of notification, the employee shall be required to obtain another employee representative or counsel. When an employee representative or counsel is present, he shall be only an advisor and shall not have the right of cross-examination, 34.2 The above shall not apply to investigations and review of infractions of non- criminal City and Departmental Rules and Regulations provided, however, any employee covered by this Agreement who is disciplined as the result of the alleged violation of City or Departmental Regulations, Rules or Policies shall have the right to have Union representation present if he or she desires it. If such meeting occurs between 9:00 a.m. and 5:00 p.m. on normal Monday through Friday business days the employee shall be allowed two (2) hours to have Union representative present. If such meeting occurs at times other than, those described above, the employee shall be allowed four (4) hours to secure Union representation. The Union representative shall be an advisor to the employee and shall not have the right to cross- examination. 79 SVD 764429-2253492 ARTICLE 35 RESIDENCY 35.1. It is agreed that while residency is not a condition of employment a candidate that is i4e.-MAe Viv,4re-&-e, w ---f ir ex-,14+3vLej t-ix,trter vf *4m6cihe as follows: (1) City of Miami resident, (2) Miami -Dade County resident (3) resident outside of Miami -Dade County, 80 SPDNg87M4Z9-225302, . ........ . ARTICLE 36 SHIFT STRENGTH 36.1. The department shall maintain a minimum of one hundred sixty-one (161) uniform personnel on duty per shift, which also includes one (1) Air Truck Driver, Car 94/95, 81 SP9P3 P 2442.9-2233482 ARTICLE 37 '41`' ISI =14 37.1 All Station Commanders shall receive a one percent (1%) increase in wages. 11 111PMT11j�jq!1111111j 111111111 ♦ ♦ �t� A. The senior in grade Capta_1Bj=1Ts �-t � ITTIMIM 82 PDNV4414-2153482 ARTICLE 38 during the life of this contrac4 and no requests shall be made to increase the cost of wages, City Commission during the life of this Collective Bargaining Contract. 83 SPD776442942"482 74v ARTICLE 39 19MR&S-E NIAIMSOJI-IMS, -FFY 39.1 The City shall be represented by the City Manager, or an individual designated in writing to the Union by the City Manager. The City Manager shall have authority to execute an Agreement on behalf of the City upon being directed by an official resolution of the City Commission. 39.2 It is understood that the City representative or representatives are the official representatives of the City for the purpose of negotiating with the Union. Negotiations entered into with persons other than those as defined herein, regardless of their position or association with the City, shall be deemed unauthorized and shall have no weight of authority in committing or in any way obligating the City. 84 SPD 44794=482 loak ARTICLE 40 R BER �K I I �' � �11 40.1 The bargaining unit shall be represented by the President of the Union or by a person or persons designated in writing to the City Manager or his designee by the President of the Union. The identification of representatives shall be made each year prior to April 1. 40.2 The President of the Union, or the person or persons designated by said President shall have full authority to conclude a collective bargaining agreement on behalf of the Union subject to a majority vote of those bargaining unit members voting on the question of ratification, 40.3 It is understood that the Union representative or representatives are the official representatives of the Union f6r the purpose of negotiating with the City. Such negotiations entered into with persons other than those as defined herein, regardless of their position or association with the Union, shall be deemed unauthorized and shall have no weight or authority in committing or in any way obligating the Union. 40.4 It shall be the responsibility of the Union to notify the City Manager or designee in writing of any changes in the designation of the President of the Union or of any certified representative of the Union. 85 SPDN-868764429-2253482 City V- .t7,� -, ARTICLE 41 ALMEF I 2'IN f[E'F-*kfXN NWFR 2UZ 41.1. The City agrees dmt in the event of a transfer of the Fire Department or its functions to !lPillill •• • 86 SP . ON4 %4429-22040 ARTICLE 42 w of this Agreement is declared invalid by a court of competent jurisdiction, the remainder of the Agreement shall remain in full force and effect. The parties will meet, promptly, to negotiate 87 SPDN• 687644129^2')J3482 43.1 Pension Plan The pension benefits and employee contributions of employees covered by this Agreement shall remain unchanged as they presently exist as currently set forth in the City of Miami Firefighters' and Police Officers' Retirement Trust, Section 40-191 through 40-213, Miami City Code ("FIPO") except as modified below. R�* , 4,Bargaining unit members who were vested into their pension benefits on or before September 26, 2010, shall have the pension benefits in accordance with the provisions of the FIFO in effect on September 26, 2010. Those bargaining unit members will remain eligible to participate in the Backdrop Option set forth in section 43.4, below. Effective Sgtqmbd into their umber 26 2010 shah have tie oension benefts in accordancewith'the RWL15.jow of the 0POin. c5ect on Septenituir 26 20 10 with OR a c on benefits 2f or 11 and twenty thotmmd dalliers s. ?�%Q O(Y, Those bamainin"I unittnernbeirs will remain eli ible for t c ion set forth in 43. 4, below. ji _44 - 43.2 Employee Pension Contributions The employee pension contribution shall be ten percent (10%) of compensation. 43.3 In the event the City decides to purse the issuance of a securitized instrument as an asset to FIFO, the City and the Union agree to negotiate a sharing arrangement for a portion of the savings. 43.4 BACKDROP Option. A Backdrop benefit option shall be implemented on January 1, 2013. The Backdrop option shall replace the existing DROP program. Employees who have not attained normal retirement 88 SPON-8 04429-'M eligibility as of the effective date or were not vested by October 1, 2010, and all employees hired on or after that date, will be eligible for the Backdrop option, but will not be eligible for the DROP. Anyone eligible for the forward DROP as of January 1, 2013, remains eligible for the forward DROP as it presently exists and anyone eligible for the forward DROP as of January 1, 2013 or vested prior to October 1, 2010, who chooses not to enter the forward DROP remains eligible for the Backdrop. (a) An eligible employee who elects the Backdrop option shall receive a montlily benefit payable on the employee's actual retirement date (date of retirement and separation from City employment) based on the benefit the employee would have received if he/she had left City employment and retired on an earlier date after attaining normal retirement eligibility (the "Backdrop date"). In addition, an eligible employee who elects the Backdrop option will receive a lump sum payment equal to the accumulation of monthly retirement benefit payments he/she would have received during the period following the Backdrop date through the actual retirement date ("Backdrop period"), plus interest at the rate of 3% per year, compounded annually. An eligible employee may elect a minimum Backdrop period of 1 year and maximum Backdrop period of up to seven years. An eligible employee who elects the Backdrop option must select the normal form of benefit or an optional form of benefit in accordance with section 40-203(m) at the time of electing the Backdrop option. The employee's monthly benefit as well as the lump slim payment under the Backdrop option is based on the form of benefit selected, (b) Employees are eligible to elect the Backdrop option after completing one year of creditable service following the normal retirement date. A Backdrop electionnti 89 be made within 10 years after becoming eligible for normal retirement. The maximum Backdrop period is 7 years, Eligible employees who wish to elect the Backdrop option must provide written notification to the Department Director and the Department of Human Resources at least 8 months prior to the employee's retirement date; provided a lesser notice period may be approved by the City Manager due to special circumstances. Bargaining unit employees will be able to revoke their Backdrop election one time, but within I month of their election. However, if a bargaining unit employee is granted a lesser notice period by the City Manager due to special circumstances, the employee will not be eligible for the one-time Backdrop election revocation. Employees are not required to elect the Backdrop option. (c) All or a portion of the lump sum payment under the Backdrop option maybe rolled over to an eligible retirement plan or IRA in accordance with federal law. If the Backdrop is ever terminated, for any reason, the rights of all persons then in the DROP shall not be diminished or impaired. Additionally, if the back DROP is ever terminated, all persons who are then eligible for a back DROP will still be eligible for a 7 year back DROP, The Board of Trustees of FIFO shall develop operational rules for the implementation of this provision. 43.5 The parties agree to support the change of the approved actuarial cost method from the current aggregate method to the Entry Age Normal actuarial cost method based on reasonable amortization periods and assumed payroll growth with an expected reduction in contribution requirements of approximately 1.72 million dollars estimated using a 25 year amortization period and 3% payroll growth. If legally necessary or legally required, the parties agree to jointly petition the Circuit Court judge in the case of Gates v. City of Miami to alter theJudgm t 90 SPDNa�64429-22�3482 accordingly, to be effective for the plan year beginning October 1, 2012. Upon receipt of approval from the Court, the City shall implement the change by ordinance, 91 SPDNe76I44I9-I2S34a2 43.6 Balance Transfers. The rollover of DROP funds into the Miami Firefighters' Relief & Pension Fund (175) shall be allowed if rollovers of this type are approved by the Miami Firefighters' Relief & Pension Fund (175) trustee board. 43.7 Service Retirement Benefit Multiplier Effective October 1, 2015, a firefighter member exercising any retirement on or after October 1, 2015, shall be entitled to receive a retirement allowance equal to three percent (3%) of the member's average final compensation multiplied by years of creditable service for the first 15 years of such creditable service and three and one-half percent (3.5%) of the member's average final compensation multiplied by the number of years of creditable service in excess of 15 years, subject to the maximum retirement allowance contained in the retirement plan. 43.8 Pension Stabilization. A. The Union and the City agree to pursue, the creation and implementation of a funding plan for the FIPO retirement system. The goal of such funding plan is the long term stabilization (no less than ten (10) years) of the City's general fund contribution to thirty seven (37) % or less of pensionable payroll by September 30th of each year. If the City's contribution is less than thirty four (341/6), the excess dollars should go to fund the pension stabilization fund until such time as the actuaries determine the Pension Stabilization Fund is considered reasonably actuarially sound to stabilize the City's contribution for ten (10) years, B. In addition, the City shall establish a manner to ensure that the appropriate dedicated funds are reserved with the intent to stabilize the City's annual pension contribution. It 92 ISPOIN 64420-7.25,3482 gin is agreed that these monies will be in Tnist with the sole purpose of stabilizing the City's annual pension contributions. 93 SPN ,)v 764429-2253482 C�Ity ARTICLE 44 WL C � M 44.1 Sick time will be granted at the rate of ton (10) hours per month for 48 and 52 hour a week employees and eight (8) hours for 40 hour a week employees. 44.2 Up to forty-eight (48) hours of Sick Time (40 hours for 40 -hour employees) may be used forthe illness of an employee's qualified family member. An employee's Sick time may be used for the illness of a family member in excess of forty-eight (48) hours (40 hours for 40 hour employees) for a long term serious health condition with the recommendation of the Fire Chief and approval of the City Manager or his designee. This is in addition to any benefits afforded under Article 25 of this agreement. 44.3 After the accumulation of six hundred (600) hours (four hundred and eighty (480) hours for forty (40) hour week employees) of sick leave, further accumulation shall at the employees option, be: Option 2 - Paid for all sick leave hours in excess of sixty (60) hours annually (forty eight (48) hours for forty (40) hour week). Time earned for each calendar year shall be paid thefirst full pay day in February. Option 3 - Credited to an employee's vacation leave at the rate of five (5) hours vacation leave for each ten (10) hours of sick leave earned, 44.4 Employees covered by this Agreement who retire after October 1, 1993 shall be paid for one hundred percent (100%) of accumulated sick leave up to twelve hundred (1200) hours and fifty percent (50%) of accumulated sick leave above twelve hundred (1200) hours, Employees whose sick leave payoff was limited to fourteen hundred and forty (1440) hours shall 94 have the option of keeping the fourteen hundred and forty (1440) hours limit or selecting the twelve hundred (1200) hours limit with payout at one hundred percent (100%) and fifty percent (50%) of accumulated sick leave above twelve hundred (1200) hours. Employees working less than forty-eight (48) hours per week shall have their sick leave converted accordingly. 44.5 Employees who are eligible for retirement may, at their sole discretion make an irrevocable election in the calendar year prior to the calendar year in which the employee severs service with the City of Miami to convert any portion of their accumulated sick time to vacation time at the time of severance of service. The conversion of sick time to vacation time shall be at the rate of one hundred percent (100%) of accumulated sick leave up to twelve hundred (1200) hours and fifty percent (50%) of accumulated sick leave above twelve hundred (1200) hours. 44.6 Effective upon implementation of the Retiree health Plan, employees covered by this Agreement shall be credited for one hundred percent (100%) of accumulated sick leave up to 3 twelve hundred (1200) hours* and fifty percent (50%) of accumulated sick leave above twelve 4 hundred (1200) hours at time of severance of service with the Department. * 3&4 * Any vacation time balances that are converted to sick time under provisions of Article 19.1 shall be added 95 I'i1i�d- 7b4424.2253482 over and above the 1200 hour limitations set forth here in Article 44.6 96 SPON 22534 . 42 9- 82 J, ARTICLE 45 t.�ET 45.1 It is agreed between the parties that a tuition reimbursement program designed to encourage bargaining unit members to improve their job performance and increase their value to the City by pursuing courses of study related to their job duties at Miami -Dade County, Broward County or other approved County educational institutions shall be established. Other educational programs may be covered, provided the City and the Union mutually agree upon the inclusion of the educational W M L, W 45.2 Any full-time sworn, permanent bargaining unit members shall be eligible to participate 45.3 All degree seeking course work must be taken at or from an accredited college, university, or educational institution approved by the City Manager or the Labor Relations Officer. Course work taken under provisions of this Article must be directly related to the bargaining unit member's job duties and for the purpose of professional development. Class attendance will be on the bargaining unit member's own time unless otherwise noted in the course announcement and authorized by the City Manager or the Labor Relations Officer. All technical and/or non -degree seeking education must be directly related to the bargaining unit member's job duties and for the purpose of professional development and shall be from organizations or institutes approved by the Fire Chief or designee. of a paramedic certification shall be covered by the City, 97 45.5 To be eligible for reimbursement, the bargaining unit member's must successfully complete the course work and provide evidence of successful completion to the City. Successful completion must be evidenced by a grade of "C" or better. 45.6 Procedures for reimbursement will be as follows: A. The bargaining unit member must obtain three (3) copies of the Application for Tuition Reimbursement form for each course from his department or the Human Resources Department. B. The bargaining unit member must complete the application in triplicate and submit it to the Fire Chief prior to registration at the education institution. C, The Fire Chief will then review the application and if approved forward the i i I i I I I I F III I I I I 1! 11 11 111� I �� i •MMMMMUM10=1 is disapproved, it is then returned to the bargaining unit member by the Fire Chief. the reason for rejection noted thereon. 45.7 In the event the bargaining unit member resigns or is terminated from the City within one (1) year following completion of the course(s) for which City funds have been expended, the amount of tuition reimbursement paid to the bargaining unit member will be reimbursed to the City by the bargaining unit member upon his termination from the City through a deduction from his final paycheck. 98 . 8PDNjMTe)WM29- 22 5 3 4 82 45.8 Upon completion of the course work, the bargaining unit member must submit his semester grade report together with the tuition fee receipt to the Fire Chief. The Fire Chief will submit the approved application for tuition reimbursement along with the bargaining unit member's semester grade report to the Finance Department who shall then reimburse the bargaining unit member for the City's share of the tuition reimbursement, The Fire Chief will advise the Human Resources Department of the employee's satisfactory completion of the course. 45.9 All employees covered by this Agreement who are ordered to attend off duty courses by the Fire Department shall be paid as provided for in Article 20 - Overtime for all time spent in attendance. 45.10 At the discretion of the Fire Chief, attendance at training courses while on duty shall 45.11 Those employees attending classed paid for the City shall not draw supplemental I I I I i:, !I IN E I I I I I I HIM I I MMMIMI'Iff supplemental educational benefits, i.e. GI Bill, he or she will not receive educational payments from the City. 99 S7764429 -21534V ARTICLE 46 BAR 46.1. Any full-time Bargaining Unit Member who is killed while in the performance of his or her official duties or who subsequently dies from injuries within twelve (12) months of the incident from his or her wounds shall be given a promotion to the rank of Battalion Chief. Leave balances will be paid off at the hourly rate of the newly promoted rank. The beneficiary of the deceased shall receive io the City for payment of such death benefits. 100 SPON664429-225342 any Won ARTICLE 47 REURIELT1 L 47.1 The parties agree that the union will establish the Miami Association of Fire Fighters IAFF Local 587 Retiree Health Plan ("R -11P") consistent with current IRS Rules and Regulations. 47.2 Eligibility for membership, taxability, funding, and administration of the RIAP, including Board of Trustees composition and investment policy will be as outlined in the RHP Plan Document and/or Trust Agreement. 47-3 It is the intent of the parties that upon severance of service from the Department all members will have their sick leave balances calculated at their rate of pay at time of severance and transferred to their Individual Plan accounts. 47.4 The parties agree that any losses, charges or expenses incurred by the participant in the WAMUM 101 SPDN-F . 429-2253482 ARTICLE 48 D-N-&NDIDDIFICA N UN N ----_-Q _ 48.1 After a majority vote of those bargaining unit members voting on the question of ratification, and thereafter upon its ratification by an official resolution of the City Commission ratifying the Agreement and authorizing the City Manager to sign the Agreement on behalf of the City, then the Agreement upon being signed by the appropriate Union representative and the City Manager, shall become effective October 1, 241,62019, except where otherwise stipulated. This Agreement shall continue in force until September 30,24"2022. 48.2 On or bre March 11 2020, and : larqk N21 either af Ah -i -s -A nA of Its -intendon to do so.ire20 18 inArricle 18e Lured i and 18.16 shall not be reduced for� the term of .....-------------------emt �nt-,� i c, &le a I �In o �tb e_ �Vq c i I �� tg reopener. intention to renegotiate the Agreement in force and attached thereto shall include a list of proposals wf -jidrslraftAn-u-diz- e4 fjif tie7?iborm describing its proposals. The changes indicated in the proposals shall be designated with a strike through of deleted language and new language will be underlined. proposals it desires to negotiate together with specific language describing its proposals. The changes indicated in the proposals shall be designated with a strike through of deleted language and new language will be underlined. 48.45. Initial discussions for a successoLA&,reament shall thereafter and no later than April 1, Er r 1 TXM=1M.#* 3Z3= -U -PWM' -M 102 SPUN 424 53482 48.56. Such discussions shall be concluded by the signing of a proposed agreement pursuant to Florida law. Agreed to this . _" day • by and between the respective parties through an authorized representative or representatives of the Union and by the City Manager. 103 SPD,q 4429-2253482 ATTEST: INTERNATIONAL ASS'OQA'I'ION OF FIREFIGHTERS, AFL -C-30 ',0CAJ, 587 ... w ...._..._ ......... ........... _..._............«....._.. CITY CLERK 104 NHAMI, i" R Citi Manager ARTICLE fkG0EEMENT...°-..~...'.,..~..~...,-..,^.....,...~~�.~..~..~.^ l AGREEMENT IN EVENT OF]OBANSFB5L~.,............ ..~.^ 39 75 BARGAINING UNIT MEMBERS KILLED IN THE LINE OF 44 97 BLOODDONORS �..°^°^,....... ..^.°°.°~,^~,.°._~.,_,,..-,.-,,,.~-~_ 28 54 BULLETIN BOAR)S,^~~^~~°°-^~...... ~°-~-.^-..°^-..~.°,.°.~.^. 11 17 CALL Bx��/�`� ~.....__~.,�....,~~............ ~.~........ .~~.,.�~ 21 44 BEREAVEMENT LEAVE ......... ................... ....... ---- .... 26 52 DISCRIMINATION .._-~..... 4 7 EMPLOYEE RIGHT TO REPRESENTATION,........,., 32 66 FAMILY LEAVE AND LEAVES OF ABSBNCE......-.. 24 48 GRIEVANCE PROCEDURE.... ......... ....... .,~.......... ._` 15 26 GROUP INSURANCE .~.....-.......... 17 33 ......... 23 46 HOURS OF WORX.................................... ........ ........ 30 64 LINE OF DUTY INJURIES--, ........... 12 18 LOSS OFEQUIPMENT ... ....... 27 53 MANAGEMENT RIGHTS ...°~_°.~"..~".,°~......_~,~~^,..°,, 6 9 NOSTRIKE ...... .........~....................... -.................... 2 3 NOTICES.-....... ~....... ~-~....~~...°~..~.._.~. 8 11 PENSION L,..~_.°~.~�~.~.~,~.-_~.._~~~..~.~~....... .�,~�,. 41 77 PERSONNEL ~ 31 65 PHYSICAL .,,.......... --- ............. ~~-... 36 52 PREVAILING BENEFITS _...... ~`......... ~.~.......... ...,...,^...,^,^ 5 @ RECOGNITION .... ............. ...... ~~...~~.~.......... l 2 REPRESENTATION OF THE CITY 37 37 73 REPRESENTATION OF THE UNION ... .--^.^~........ 38 74 RESIDENCY _........ __,..~~.,,~,._.,~^_....... 33 69 RETIREE HEALTH 9LAN......... .......................... ....... .... 45 88 SAFETY ... 13 23 SAFETY SHOES ......... ...... ---- ...... --- ....... 16 31 SAVINGS PROVISION ... .. ...... 40 76 SHIFT EXCHANGE ...........~,....~^.~,..,. 9 12 SHIFT STRENGTH ............ -.~_....�.��_.~....,..~�......�... 34 70 SICK TIME..... .............. ~.~~_.. 42 82 SPECIAL MEETINGS ~... ~.~~....~~........ �...~...^.~_..-.... 14 25 STATION COMMANDERS.... 35 71 SUBSTANCE/ALCOHOL - SCREENING ......... .~,, 29 55 TERMINATION AND MODIFICATION, ~.............. 46 89 TOTAL AGREEMENT...,...~. .~... 36 72 TUITION °~~.~..~..."~~°~~.~~.~..,.~. 43 84 UNION 1�TJ8I��..�...^�.,._.~^.....~°..~.,.... .....~.. 3 4 UNION ,°.~.~...~........~..~...~~.~ 7 10 VACANCIES -- PROMOTIONS ~.._,....~,,.......... .^,,,..^,.°~.~ 10 13 VACATION TIME.^..._,.~~..,.,,, ......... ._..~.,.^,_.,,,._..,°._ 19 40 WAGE0...........,~. 18 34 the'"fear 2 Value maybe for that part of the year prior to the annkfersary date In some instances this la; ensure that no employee has a net reduction due to the Increase in pension contribution I IP, x, \Wz City of Miami Legislation Resolution: R-18-0440 File Number: 4908 City Hall 3500 Pan American Drive Miami, FL 33133 www.miamigov.com Final Action Date: 10/11/2018 A RESOLUTION OF THE MIAMI CITY COMMISSION, WITH ATTACHMENT(S), AUTHORIZING THE CITY MANAGER TO ENTER INTO A SETTLEMENT AGREEMENT, IN SUBSTANTIALLY THE ATTACHED FORM, WITH THE INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS, AFL-CIO, LOCAL 587 ("IAFF") TO RESOLVE THE UNFAIR LABOR PRACTICE PETITION FILED BY IAFF IN THE CASE STYLED MIAMI ASSOCIATION OF FIREFIGHTERS, LOCAL 587, OF THE INTERNATIONAL ASSOCIATION OF FIREFIGHTERS OF MIAMI, FLORIDA V. CITY OF MIAMI, CASE NO.: BP -2018-001 (CR -2018-001 AND CA - 2010 -124), PENDING BEFORE THE PUBLIC EMPLOYEES RELATIONS COMMISSION; AUTHORIZING THE CITY MANAGER TO EXECUTE THE SETTLEMENT AGREEMENT. WHEREAS, the International Association of Firefighters, AFL-CIO, Local 587 ("IAFF") filed a petition against the City of Miami ("City") with the Public Employees Relations Commission ("PERC") alleging that the City had committed an unfair labor practice when it declared financial urgency in 2010; and WHEREAS, the proceedings were remanded to PERC for further action, which prompted a back -pay proceeding to be commenced; and WHEREAS, IAFF and the City have negotiated, and the parties have agreed, to a full and final compromise and settlement of all matters in the case styled as Miami Association of Firefighters, Local 587, of the International Association of Firefighters of Miami, Florida v. City of Miami, Case No.: BP -2018-001 (CR -2018-001 and CA -2010-124) and all causes of actions, claims, grievances, and contentions between them related to the City's 2010 declaration of financial urgency; and WHEREAS, upon ratification of the Settlement Agreement ("Agreement") between the parties, the terms of the Agreement shall be implemented accordingly; and WHEREAS, funds in the amount of twenty million five hundred thousand dollars ($20,500,000.00) shall be paid from the General Fund, unrestricted funds, and disbursed according to the payment schedule articulated in the Agreement; and WHEREAS, the Office of Allen, Norton and Blue, as outside counsel, has investigated these claims and pursuant to Section 18-232 of the Code of the City of Miami, Florida, as amended, recommends settlement; NOW, THEREFORE, BE IT RESOLVED BY THE COMMISSION OF THE CITY OF MIAMI, FLORIDA: Section 1. The recitals and findings contained in the Preamble to this Resolution are adopted by reference and incorporated as if fully set forth in this Section. City of Miami Page 1 of 2 File ID: 4908 (Revision:) Printed On: 2/5/2019 File ID: 4908 Enactment Number: R-18-0440 Section 2. The City Manager is authorized' to execute the Agreement, in substantially the attached form, with IAFF. Section 3. This Resolution shall become effective immediately upon its adoption and signature of the Mayor .2 APPROVED AS TO FORM AND CORRECTNESS: 1 tYt6ria-!Tdez, ity ttor ey 1011/2018 ' The herein authorization is further subject to compliance with all requirements that may be imposed by the City Attorney, including but not limited to, those prescribed by applicable City Charter and City Code provisions. 2 If the Mayor does not sign this Resolution, it shall become effective at the end of ten (10) calendar days from the date it was passed and adopted. If the Mayor vetoes this Resolution, it shall become effective immediately upon override of the veto by the City Commission. City of Miami Page 2 of 2 File ID: 4908 (Revision:) Printed on: 21512019 SETTLEMENT AGREEMENT THIS SETTLEMENT AGREEIVIENT (hereinafter referred to as the `=Agreement") is made and entered into by and between the MIANII ASSOCIATION OF FIRE FIGHTERS, LOCAL 587, OF THE INTERNATIONAL. ASSOCIATION OF FIRE FIGHTERS OF MIAMI, FLORIDA (hereinafter "IAFF"), and the CITY OF MIAMI (hereinafter "City"). WITNESSETH: W'I EREAS, on September 27, 2010, the IAFF filed an unfair labor practice charge with the Florida Public Employees Relations Commission ("PERC'), styled as Afiami Association of Fire Fighters, Local 587, of the International Association offire Fighters ofiUami, Florida, Case No. CA -2010-124 (hereinafter referred to as the "Charge"); WHEREAS, upon the entry of a Final Order by the Public Employees Relations Commission in the above Charge on April 20, 2012, the Final Order -was appealed, and after a procedural history not necessary to be detail herein, the matter was subsequently remanded to FERC for further action. On February 13, 2018, a back -pay proceeding was commenced, Case No. BP -2018-001 (relates to CR -2018-001); WHEREAS, the City denies all liability to the IAFF arising out of the Charge and subsequent litigation.; WHEREAS, the Parties desire to avoid incurring finiher costs of litigation, and seek to resolve all matters in controversy, disputes, grievances and causes of action between them related to the City's 2010 declaration of financial urgency in an amicable fashion; WHEREAS, the Parties have reached a full and final compromise and settlement of all matters, causes of action, claims, grievances and contentions between them related to the City's 2010 declaration of financial urgency; and NOW THEREFORE, in consideration of the mutual covenants and promises herein contained and other good and valuable consideration, the sufficiency of which is hereby acknowledged, and to avoid unnecessary litigation, contingent upon approval by the City of Miami City Commission it is hereby agreed by and between the parties as follows: 1. This Agreement, and compliance with this Agreement, shall not be construed as an admission by the City of any liability whatsoever, or as an admission by the City of any violation of the rights of the IAFF, its bargaining unit members, or any other person, or of any violation of any order, law-, statute, rule, regulation, duty, or contract. 2. In full settlement of all claims between the Parties arising out of the Charge and subsequent litigation, and contingent upon. approval and ratification' by the City of Miami City Commission, the City agrees as follows: a) Effective &,e first full pay period upon ratification of this Agreement: to implement a five percent (5%) across the board increase to the bargaining unit members' pay schedule, retroactive to October 1, 2017, as set forth in the October 1, 2016 through September 30, 2019 and October 1, 2019 through September 30, 2022 Collective Bargaining Agreements (the "Pay Schedule Restoration"); effective upon ratification of this A�,reeme nt: to uncap and restore the City of Miami Firefighters and Police Officers Retirement Trust ("FIFO") pension plan benefits that were in effect prior to September 27, 2010, for all bargaining unit members who were vested in that plan before September 27, 2010; and effective upon ratification of this Agreement, to implement retroactively in accordance with the October 1, 2016 through September 30. 2019 and October 1, 2019 through September 30, 2022 Collective Bargaining Agreements, the restoration of the benefits identified in Articles 18.10, 18.12, and 18.16 (the "Restored Supplements"); b) Effective September 30, 2021: to restore the FIFO pension plan benefits that were in effect prior to September 27, 2010, for all other bargaining unit members, with a cap on benefits of one hundred and twenty thousand dollars ($120,000.00), to be implemented by the appropriate ordinance the language of which is attached as Exhibit A hereto; i. The IAFF and its bargaining unit membership agree and accept as the status quo the FIPO pension pian benefits modifications implemented by ordinance on September 27, 2010, Ordinance No. 10-01091, up and until the modification described in Paragraph 2., b), above, becomes effective. c) Effective upon ratification of this Agreement: to grandfather the select group of IAFF retirees that the FIPO Trust began payment to in January 2018, and assume the ongoing obligation for payments to those retirees based upon the restoration of their pension plan benefits to those that were in effect prior to September 27, 2010; and d) In accordance with the following schedule: in settlement of the IAFF's damages claims in the litigation, to pay the total sum of twenty million five hundred thousand dollars ($20,500,000.00) in damages to the affected bargaining unit members (current or former)-' and as described below: L $5,400,000.00, after ratification of this Agreement by the City, within sixty (60) days of the City's receipt from the I.AFF of the certified list of affected bargaining unit members entitled to payment with the specific amounts of All references to ratification refer to the City of Miami City Commission. '- "Affected bargaining unit members" sha'I mean those current or former bargaining unit members who were employed by the City any month during the period September 28, 2010, through September 30, 2016 (the "relevant period"). 2 each affected bargaining unit member's apportionment, as further explained below, and $100,000.00 to the IAFF for settlement costs; ii. $2,500,000.00 on October 1, 2018; iii. $2,500,000.00 on October 1, 2020; iv. $2,500,000.00 on October 1, 2021; v, $2,500,000.00 on October 1, 2022; vi. $2,500,000.00 on October 1, 2023; and vii. $2,500,000.00 on October 1, 2024. Payments made after October 1, 2018, shall not be subject to a prepayment penalty. The City shall make checks payable to atlected bargaining unit members in amounts to be determined and certified to the City by the IAFF. For each payment, above, the IAFF will provide the City with a certified list of the affected bargaining unit members to receive payments and the corresponding amount of each affected bargaining unit member's payment based upon a formula which contemplates pro -rata pawnents considering the months of service of affected bargaining unit members durin(7 the relevant period, after which the City will have sixty (60) days to prepare the checks. It is the responsibility of the Union to provide an accurate pro -rata distribution list in accordance with this Agreement. For affected bargaininc, unit members who are currently employed by the City at the time payments are made, the City shall distribute those checks. For affected bargaining unit members who have retired, the City will arrange for the pension fund to distribute those checks. For affected bar -gaining unit members who are not employed by the City at the time payments are made, the City shall distribute those checks to the affected bargaining unit members by mailing them to the last known address provided by the former employee, It checks mailed to the last known address are returned and/or not cashed within ninety (90) days the Union shall be notified and if, within thirty (30) days thereafter, the funds are returned and/or not cashed, the funds will revert to the City and be set aside for additional benefits for the bargaining unit. The City and the IAFF make no representations or warranties, express or implied, concerning tax implications of any damages payments made pursuant to this Agreement. Any tax obligations) arising from the foregoing payments will be the sole responsibility of the individuals receiving the payments. The IAFF a-rees that all the payments referenced above constitute separate consideration to which the IAFF or the affected bargaining unit members is/are not otherwise entitled and are in full and complete settlement of the claims in the litigation. The parties agree and promise to mutually defend against any challenge that may arise from any person or entity covered by this Agreement concerning the entry into this Agreement and the retention, remittance and/or disbursement of any sums agreed to hereunder.' Each party shall bear its own costs and fees other than as specified herein. I This does not contemplate the preclusion of an action or motion by the [AFF to enforce the express terms of this Ag eement. 3. The IAFF authorizes the City to take all necessary steps to dismiss all pending litigation between the Parties related to the City's 2010 declaration of financial urgency wikh prejudice, as applicable, including by executing, filing and serving a mutually agreed upon Notice of Settlement and request for entry of a consent judgment, order, or decree with the Florida Public Employees Relations Commission, and all other courts or administrative bodies within then (10) days of the ratification of this Agreement. The IAFF also agrees that any and all pending grievances related to or arising out of the pending litigation and/or the City's declaration of financial urgency in 2010 shall be deemed withdrawn with prejudice at that time. 4. The I_AFF, as the exclusive certified bargaining agent and party to the Charge and subsequent litigation, represents and warrants that it is fully authorized to enter into this Agreement, including in accordance with the provisions of Chapter 447. Part II, Florida Statutes. By entering into this Agreement, the IAFF is voluntarily and forever waiving and discharging all claims, lawsuits, charges or causes of action that it has or may have had on behalf of itself and its bargaining unit members arising prior to the date of execution and ratification of this Agreement relating to the City's declaration of financial urgency and resultant changes in 2010. 5. It is expressly understood by the IAFF and its counsel that the commitments and promises contained in this Agreement shall be in lieu of anything, including any and all amounts to which the I_AFF, its bargaining unit members or any other persons, and their heirs and assigns, or its attorneys are now, or may become, entitled to, based upon any claim whatsoever arising out of the litigation with the City (including special, general or exemplary damages, attorney's fees, interest, expenses, and costs actually incurred). 6. The parties represent and agree that they have thoroughly discussed all aspects of this Agreement with their respective attorneys and have carefiilly read and fully understand all the provisions of this Agreement, and that they are voluntarily entering into this Agreement. 7. The Parties agree to the entry of a consent judgment, order or decree for purposes of enforcement of the express terms of this Agreement which shall supersede all previous a�.�reements. Any breach of any term, provision, or obligation of this Agreement by any party shall entitle the other to seek enforcement of such term, provision or obligation in a court of law of competent jurisdiction. The proper and only venue for any action, based upon aay alleged breach of any term, provision or obligation of this Agreement, shall be in the 1 Ith Judicial Circuit in and for Miami -Dade County, Florida. In the event of a violation of this Agreement, including, but not limited to, a failure or refusal to implement the ordinance changes required herein, then the following provisions shall apply: a) The City shall first take all necessary action to correct and remedy its violation. b) Should the City refuse to remedy its violation, then the parties agree that a lawsuit may be brought in the Circuit Court for the Eleventh Judicial Circuit in and for 1liami-Dade County, Florida, against the City by the LAFF to enforce the terms of 4 this Agreement. If a violation is established, any actual damages caused by the City's violation shall be valued and calculated by an independent expert mutually selected and appointed by the Parties, whose report shall be submitted to the Court for purposes of seeking the entry of an order returning affected bargaining unit members to the position they would be in had there been no violation of the Agreement. c) In addition to any remedies at law, mandamus may issue as appropriate to require the City to take all necessary action to enforce the terms of this Agreement. S. The parties agree that this Agreement does not constitute a waiver of any rights or obligations under Chapter 447, Part II, Florida Statutes. 9. The parties agree that upon satisfaction of the obligations in Paragraph 2, above, this Aga eement shall have no further force or effect. 10. This Agreement constitutes the final and binding Agreement among the Parties and may not be supplemented or changed without the express written consent of both parties. All prior representations regarding this Agreement are hereby expressly disclaimed by both Parties. 11. Should any provision of this Agreement be declared or determined by any Court to be illegal or invalid, the validity of the remaining parts, terms or provisions shall not be affected thereby and said illegal or invalid part, term or provision shall be deemed not to be part of this Agreement. 12, This Agreement may be executed by the Parties in duplicate so that each party may hold a duplicate original. A facsimile signature shall be deemed to be an original. N WMNIESS WHEREOF, the Parties hereto have executed and delivered this Settlement Aareement as of the day- and year set forth below. Agreed to and Accepted by: Dated: / Dated: �! I / 1 ' _ rl (Title:) The Citti of ' City of Miami Legislation Resolution: R-18-0413 File Number: 4834 City Hall 3500 Pan American Drive Miami, FL 33133 www.miamigov.com Final Action Date: 9/27/2018 A RESOLUTION OF THE MIAMI CITY COMMISSION, WITH ATTACHMENT(S), APPROVING THE COLLECTIVE BARGAINING AGREEMENT BETWEEN THE CITY OF MIAMI AND THE EMPLOYEE ORGANIZATION KNOWN AS THE MIAMI GENERAL EMPLOYEES AMERICAN FEDERATION OF STATE, COUNTY, AND MUNICIPAL EMPLOYEES LOCAL 1907, AFL-CIO FOR THE PERIOD OF OCTOBER 1, 2017 THROUGH SEPTEMBER 30, 2020; FURTHER APPROVING THE MEMORANDUM OF UNDERSTANDING CONCERNING THE PENSION MULTIPLIER DATED AUGUST 9,2018; AUTHORIZING THE CITY MANAGER TO EXECUTE BOTH. BE IT RESOLVED BY THE COMMISSION OF THE CITY OF MIAMI, FLORIDA: Section 1. The collective bargaining agreement ("CBA") between the City of Miami and the employee organization known as the Miami General Employees American Federation of State, County, and Municipal Employees Local 1907, AFL-CIO for the period of October 1, 2017 through September 30, 2020 and the Memorandum of Understanding ("MOU") concerning the pension multiplier dated August 9, 2018 are both approved, subject to ratification by the respective union. Section 2. The City Manager is authorized' to execute both the CBA and MOU. Section 3. This Resolution shall become effective immediately upon its adoption and signature of the Mayor .2 APPROVED AS TO FORM AND CORRECTNESS: i 4aindeUez,C Httor ey 10/5/2018 ' The herein authorization is further subject to compliance with all requirements that may be imposed by the City Attorney, including but not limited to, those prescribed by applicable City Charter and City Code provisions. 2 If the Mayor does not sign this Resolution, it shall become effective at the end of ten calendar days from the date it was passed and adopted. If the Mayor vetoes this Resolution, it shall become effective immediately upon override of the veto by the City Commission. City of Miami Page 1 of 1 File ID: 4834 (Revision: A) Printed On: 2/5/2019 CITY OF MIAMI, FLORIDA INTER -OFFICE MEMORANDUM TO: The Honorable Mayor and DATE: September 21, 2018 FILE: Members of the City Commission SUBJECT: September 27, 2018 City Commission Meeting Agenda - RE. 9 FROM: Emilio T. Gonzalez, Ph.D. dL�yV REFERENCES City Manager fig/ ENCLOSURES: Item RE.9 on the September 27, 2018, City Commission Agenda is a resolution with attachments approving the Miami General Employees American Federation of State, County, and Municipal Employees Local 1907 Collective Bargaining and the Memorandum of Understanding concerning the pension multiplier. A page in the attachment inadvertently printed without the conferred classification exemption status. The page has been substituted with the conferred classification exemption status. c: Victoria Mendez, City Attorney Miriam Arcia, Agenda Coordinator 4834 Memo From City Manager 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 AGREEMENT THIS AGREEMENT is entered into this of 20182414, - 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 For the City of Miami: For the Union 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 on f M. For the City o fdffi" 1: For the Unix ,>FXx 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 Zn by the Florida Public Employees Relations Commission initially certified on June 6, 1978, Certification #408, which includes all the classifications listed in APPENDIX A of the Agreement. 1.3 The City shall promptly notify the UNION in writing of any newly created classifications within the City the bar -gaining u The City shall also the Union -J§ audits of any bargaining unit JAV'LgA positions. <1 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 �-,L For the City of Miami: For the Union 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 For the City of Miami: For the Union 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 Ist. 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 c� Tentatively Agreed to on '> For the City of Miami: For the Union ,4 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 on -� For the City of Miami: _� For the Union �� 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 Tentatively Agreed to on --_ For the City of Miami: For the Union' 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 any one or more of the above functions from time to time, this will not be deemed a waiver of the City's right to exercise any or all of such functions. This provision will in no way alter or diminish the rights afforded by Article 7, Prevailing Benefits. Tentatively Agreed to on For the City of Miami: For the Union r` 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 - For the City of Miami: For the Union 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 on 2-f) 5N For the City of Miami: For the Union 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 �; I For the City of Miami: For the Union 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 ofArticle14 - Grievance Procedure, but shall be subject to the method of review prescribed by law or rules and regulations having the force and effect of law. 6.5 The UNION shall not be required to process the grievance of a non- union member. Tentatively Agreed to on 2,'' t �J For the City of Miami: For the Union 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 For the City of Miami: For the Union dw ATTENDANCE AT MEETINGS/UNION TIME POOL 8.1 The President of the UNION or a designated representative shall be allowed to attend regular meetings and special meetings of the City Commission, State or National UNION Conventions, the Civil Service Board, the Equal Employment Opportunity Advisory Board and the Pension Plan Board. Time off for the UNION President or any other bargaining unit employees to attend these or other similarly approved meetings will be in accordance with Section 2 of this Article. 8.2 A UNION time pool is hereby authorized subject to the following* A. The City agrees to establish an annual time pool bank of 4,11-90 // 1 x� hours to be used in accordance with the provisions of this Article. All unused hours will be carried over to the following calendar year. B. For each bargaining unit member, except the UNION President, or a designee, when on full-time release, who is authorized to use time from the UNION time pool, the President shall fill out the appropriate form as provided for by the City. This form shall be signed by the UNION President and forwarded to the Department Director a minimum of seven (7) calendar days prior to the time the employee UNION representative desires such leave. A copy shall also be Tentatively Agreed to on �- `✓ �'`J'C� For the City of Miami: For the Union P4 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 oranyaccident 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� For the City of Miami: �,� For the Union �T;q 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 bemadeto 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 Tentatively Agreed to on 4 For the City of Miami: For the Union 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 � For the City of Miami: For the Union .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 Tentatively Agreed to on For the City of Miami: For the Union V �J' 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 For the City of Miami: For the Union 4 -> 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. Tentatively Agreed to on For the City of Miami: For the Union ARTICLE 11 NOTICES 11.1 The City agrees to provide to the UNION, the following: Agendas of regular and special City Commission meetings (except where exempt by applicable law), regular and special Pension Board meetings, regular and special Civil Service Board meetings and hearings, Charter Review and Reform Committee meetings, an 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 0/0 orientations involving bargaining unit members and shall be allowed up to effie-44- hour to speak thereat. Tentatively Agreed to on For the City of Miami: I rf?4 For the Union ARTICLE 12 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 oil For the City of Miami: For the Union 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 theCityduring the week following each biweekly pay period to a dulyauthorized 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. Tentatively Agreed to on m� For the City of Miami: For the Union 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 andemployeesin 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 For the City of Miami: For the Union 13.3 The dues check off authorization form provided by the City shall be used by employees who wish to initiate dues deduction. Tentatively Agreed to on For the City of Miami: _ For the Union w>z' ARTICLE 14 14.1 It is agreed to and understood by both parties that there shall be a procedure for the resolution of grievances arising from the application or interpretation of this Agreement. 14.2 A grievance is any dispute, controversy or difference between (a) the parties, (b) the City and an employee or employees on any issues with respect to, on account of, or concerning the meaning, interpretation or application of this Agreement or any terms or provisions thereof. A grievance shall refer to the specific provision or provisions of this Agreement alleged to have been violated. Any grievance not conforming to the provisions of this paragraph or that contains non- identification of specific violations of the Agreement shall be denied and not eligible to advance through the steps of the Grievance Procedure, including arbitration. 14.3 Nothing in this Article or elsewhere in this Agreement shall be construed to pmt require the UNION to process a grievance (a) on behalf of any -employee-without his/her consent or (b) with respect to any matter- which is the - subject of a grievance, appeal, administrative action before a governmental board or agency, or court proceeding, brought by an individual employee or group of employees, or by the UNION. Oral and written reprimands/warnings/deficiencies shall not be considered grievable under this Agreement or the Civil Service Board. Tentatively Agreed to on c'r 1 For the City of Miami: `� For the Union 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 ifliti,ting ,,etie,, for ,.,,, res any then 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; or agency or eourt pr,,,,eedi g 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 different levels of supervision shall be basedupona 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'— For the City of Miami: For the Union "�- 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 r� For the City of Miami: �� For the Union�i it shall be presented directly at Step 3 of the Grievance Procedure, within the time limits provided for the submission of a grievance in Step 1 by the UNION President. If the grievance relates to a disciplinary action T -he 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-eemplcv rrc the Eleetio of grievanee to the second step of the Grievance Procedure. With regard to disciplinary actions, 4 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•ned. When the -Election : :. employeeor • Representative shall reduce the grievance to writing on the standard form provided for this purpose and presenting such written grievance to the Department Director j i concerned within fivie-W working days from the time the supervisor has given his/her oral response to Step 1. The Department Director or designee and Management Tentatively Agreed to on -r` �i For the City of Miami: ,�'_ For the Union personnel concerned shall meet with the employee and the UNION Representative and shall respond in writing to the UNION within4ve--(4working days from receipt of the written grievance. Step 3. If the grievance has not been satisfactorily resolved at Step 2, the employee and/or the UNION President may present a written appeal to the Director of Human Resources or designee within Reworking 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`f UNION within 8eworking days from receipt of the appeal. If the Grievance is not settled at Step 3, it may upon written request of the UNION President within sevmTi- )-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 For the City of Miami: _ ,, For the Union M 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 nat 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 f For the City of Miami: 6��'� _ For the Union "'.._ 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 underRule16. Tentatively Agreed to on <= For the City of Miami: ' For the Union 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 -� For the City of Miami: J For the Union f� ARTICLE 16 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 For the City of Mianii: For the Union GJ be a waiver of all other forums of review and clue proeess to whip-h- t1he em.ployee may I 1V , (C. .7 Vw V, ( e-'j) (,J f Dj C'I otheFwise be entitl shall be L,) ,T V C; D C71- "u--5v r) - and shall not be used against the employee after a -period of tM years. I 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 on I / J�Z, For the City of Miami: For the Union 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. Tentatively Agreed to on 2 For the City of Miami: For the Union u. 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 be demoted or transferred by management in accordance with his/her seniority to another position in the bargaining unit that is as close to the employee's present class and wage level as possible and which he/she is able to perform and qualified to fill. The employee must make a written request for such demotion or transfer within three (3) working days after notification of layoff. Tentatively Agreed to onu r -r2, �M1 For the City of Miami: For the Union 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� For the City of Miami: For the Union 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 ti s For the City of Miami: �� For the Union ��' 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 For the City of Miami: i1 For the Union 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 ,.. For the City of Miami: �� For the Union 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 -our-Doses 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 For the City of Miami: For the Union ARTICLE 20 EMPLOYEES ACTING WITHIN THE SCOPE OF AUTHORITY 20.1 Whenever a civil or criminal action is brought against a bargaining unit employee, while in the course of his/her City on -duty employment, and while acting within the scope of his/her authority, the City shall have the option to pay legal costs and attorney fees; not to exceed one hundred and twenty five ($125.00) dollars per hour or provide legal counsel where: a) the bargaining unit employee is found not to be liable or guilty, and b) when the plaintiff requests dismissal of the suit. 20.2 The City will neither provide legal representation nor pay any claim or judgment entered against any bargaining unit employee if the claim or judgment arises from any of the following: 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 For the City of Miami: For the Union 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 for the position being filled. When as IN, 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: Tentatively Agreed to on 4 �` For the City of Miami: For the Union`" (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 toupgradeemployees' 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 For the City of Miami: For the Union 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 For the City of Miami: For the Union 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 For the City of Miami: For the Union 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 fill supplementary pay. Tentatively Agreed to on For the City of Miami: For the Union 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(d) If an employee remains temporarily disabled beyond the period of time in which he is entitled to collect supplementary pay benefits, he/she shall be entitled -- - to 2/3 "D" pay fortheadditional periodofhis/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. Tentatively Agreed to on For the City of Miami: _ ,� For the Union The 2/3 "D" pay as described above shall be carried by the department until the retirement is granted or denied. 23.2(0 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 nonmandatory deductions including, but not limited to, a bargaining unit member's pension contribution', medical, life and other insurance contributions, and all other non -mandatory and voluntary deductions will be made by the City on the I The amount of the pension contribution shall be based on "earnable compensation" as defined by Miami Code Section 40-191. Tentatively Agreed to on.-� 1 �� For the City of Miami: For the Union —' 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 biweekly 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 non -mandatory and voluntary deductions will not be made and the bargaining unit member will be responsible for making all payments directly to those providers and creditors who would have otherwise been paid through the City's payroll deduction process. D Tentatively Agreed to on D For the City of Miami: vll�?12 For the Union 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 For the City of Miami:e^ _ For the UnionC 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 7 For the City of Miami: For the Union ARTICLE .24 WAGES 24.1 Effective October 1, 2017, employees shall receive n 20/a noynqq the I across the board, wage increase. In addition to the f0reg–Oing increases, effective N �2-'/—owane red increase on October 1, �20 17). jan 4,yy_l _244rU on ..-ja new step schedules will be implemented for I bargaining unit members as set forth in the attached Appen App.�endices. Under the new step schedules, each stop increase will be worth five percent (5%) to the base, ii tl -naemb rate of pay is high9p Tentatively Agreed to on For the City ofMiami: --a)— For the Union Tentatively Agreed to on For the City ofMiami: --a)— For the Union Seale vs 016 ............ . . . . . . . . . . . . . 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. Build' and Eleetr-i i�ate 4 -pay aiid ne les-,; th—p–n -base am3i w ng Dle-�Pi ElevateaF, and -1 e P- 1-'-i -A —A I- I E)FnnEke �;d ters a Tentatively Agreed to on ?- 11 - 0� o For the City of Miami: —0— For the Union ST--( below-. Before a permanent bargaining unit member is laid off, the employee shall have the opportunity to fill any Position held by a temporary employee, provided the bargaining unit member meets the minimum "u1num requirements set forth in the job description. In such cases, the temporaxy employee shall be displaced. bBaK9ai2!iu unit employees hired on or after October 1, 1.998 may be laid off in accordance with Civil Service Rules and Regulations and/or applicable City policies. Tentatively Agreed to on tr C)C) 10 For the City of Miami: --RL For the Union 24.2 All changes in salary for reasons Of Pro -motion, 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 a --ad 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 hours of the regular established shift must be within the hours of 6:00 p.ni. 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 I Step 3 5% after one (1) year at Step 2 Step 4 5% after one (1) year at Step 8 Tentatively Agreed to on For the City OfMiami: _WE For the Union 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 St— e -P 15 5% after, two (2) years at Step 14 24.6 Bargaining unit employees shall satisfactorily serve a probationary period of one year prior to gaining permanent status in the classified service. Any bargaining unit employee, upon normal retirement from City service, or separating under honorable conditions, who has served for a period of twenty-five (25) years or more, shall be granted, at the time of his normal retirement or honorable separation one hundred seventy-three and three tenths (173.3) hours of pay. Tentatively Agreed to on For the City of Miami: For the Union PAY SUPPLEMENTS 25.1 Employees shall receive no additional pay supplements except as are specifically provided by this Agreement. Any pay supplements/tool allowance provided by this Agreement shall not be used in calculating average earnings for pension purposes or included in a bargaining unit member's base rate of pay for purposes of payoff of sick leave or vacation upon separation or retirement from the City. 25.2 Only those employees holding permanent status within the occupation of Heavy Equipment Mechanic within the City, and Heavy Equipment Mechanic Supervisor in GSA. shall receive a seven and one-half percent (7Y2%) 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 Tentatively Agreed to on For the City of Miami: For the Union wS r' 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 :s'— Tentatively Agreed to on For the City of Miami: For the Union 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 mini -mum 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 TI: Gasoline Engines T2: Diesel Engines T3: Drive Train Tentatively Agreed to on For the City of Miami: For the Union T4: Brakes T5: Suspension and Steering T6: Electrical/Electronic Systems T7: Heating, Ventilation& AJC T8: Preventive Maintenance Inspection Truck Equipment Installation and Repair Series El: Truck Equipment Installation and Repair Specialist E2: Electrical/Electronic Systems Installation and Repair E3: Auxiliary Power Systems Installation and Repair Advanced Level Series LI: Automobile Advanced Engine Performance Specialist 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 For the City of Miami: For the Union ARTICLE 26 613.11 M I'll;.10 W4 D 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 For the City of Miami: For the Union ti@` 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 4W 150) hours. If an employee takes compensatory time off, the hours in his/her bank shall be appropriately reduced by such time off. If an employee leaves the service of the City and cashes in his/her compensatory leave bank, the hours therein shall be valuated on the basis of the employee's regular rate of pay. The rate of pay shall not be less than the higher of the employee's final regular rate of pay or the average regular rate of pay during the last three (3) years of employment. Tentatively Agreed to on For the City of Miami: For the Union 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 eligible for overtime despite being in probationary status), by shift and classifications, according to seniority within the classification. A new overtime list by classification will be posted every two pay periods as a guide for such distribution. The remedy for the failure to offer overtime shall be that the employee shall be offered an equal or comparable amount of overtime at the next opportunity. 27.6 The overtime list by classification will be made up of all employees in that classification. If an employee refuses overtime, is sick, on vacation or on an excused absence the City will move to the next employee in line on the overtime list. For call-back overtime, if the employee does not answer his/her phone the City will move to the next employee in line on the overtime list. This provision is not to be interpreted as meaning the employee is not subject to call-back while on vacation or excused absence. Tentatively Agreed to on For the City of Miami: For the Union' 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 For the City of Miami: AV, For the Union ARTICLE 25 GROUP INSURANCE 25.1 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 $4540,000.00 and AD&D coverage in the amount of $80-70,000. The UNION has secured a multi- year rate guarantee from the provider, Reliance Standard Mutual of Omaha. 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,� For the City of Miami: For the Union 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: MedicalNision Cigna Network Dual Choice/POS Cigna Network Dental LIM DHMO-Ci gna/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 to on For the City of Miami: rVIO For the Union -fix` 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 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 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 C For the City of Miami: W For the Union 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 Z7� $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 For the City of Miami: For the Union 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 _5 z� For the City of Miami:. For the Union 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 t0: 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 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 For the City of Miami:,�,� For the Union : _'� Make recommendations to the City Manager to reduce health expenditures while maintaining a quality health plan at an affordable cost and which improves the health of employees and dependents. Review employee complaints and remedy situations concerning claims so long as the decision does not change or impact current benefits. This is intended to reduce the need for the grievance procedure; however, the bargaining unit member does not waive his/her right to file a grievance should the committee's remedy is not satisfactory to the employee. Review and update the Summary Plan Description (currently titled City of Miami Life and Health Benefits). Any and all other health care and wellness issues identified by the Committee as promoting initiatives to improve the health of employees and dependents while maintaining a quality health plan. The Committee shall meet monthly or as soon as practicable to commence initiatives outlined above. Insurance Deductions by Payroll - 28.2 The City shall continue to make available to the UNION a payroll deduction slot to purchase local UNION sponsored insurance programs. 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 Tentatively Agreed to on tM ,�� i 4, For the City of Miami: /l.z. For the Union ��'� will be calculated at two cents (2¢) for each employee deduction, each payroll period, and ten cents (10¢) for each addition, deletion, or modification to the individual deduction. The UNION shall indemnify and hold the City, its officers, officials, agents and employees harmless against any claim, demand, suit or liability and for all legal costs arising from any action taken or not taken by the City, its officials, agents and employees in executing this activity. The Director of Human Resources or designee will advise the UNION of the deduction procedures that will be followed in the implementation and administration of this activity. Tentatively Agreed to on For the City of Miami: For the Union' 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-Fi Seventy -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 r wenty-Fi Seventy -Five Dollars ($1775.00) for the purchase of another pair of safety shoes. This additional One Hundred and Twenty -Five Seventy -Five Dollars ($1275.00) 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. Tentatively Agreed to on For the City of Miami: For the Union 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 under 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. Tentatively Agreed to on For the City of Miami: � �� For the Union �� 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. Tentatively Agreed to on For the City of Miami: ( 21 For the Union 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. Tentatively Agreed to on — A For the City of Miami: �� For the Union 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. Tentatively Agreed to on For the City of Miami:' For the Union 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. r Tentatively Agreed to on For the City of Miami: For the Union `` 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. Tentatively Agreed to on -mm For the City of Miami: _ For the Union 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. Tentatively Agreed to on For the City of Miami:. For the Union ARTICLE 32 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. Tentatively Agreed to on �c For the City of Miami: For the Union' ARTICLE 33 JURY DUTY/COURT APPEARANCE 33.1 Employees serving on jury duty shall be carried "JD" (Jury Duty) for actual working time lost when called to serve on jury duty. Such employees shall be paid at their regular hourly rate for all working time lost up to forty (40) hours per week. Employees who work `a regular shift between the hours of 11:00 p.m. and 7:00 a.m. and who are summoned to jury duty the day preceding their regular shift, shall be carried on leave of absence with pay for their regular shift. All employees released early from jury duty shall report back to work during their regular work schedule or shall forfeit the City compensation for Jury Duty for all hours they are absent. 33.2 In consideration of receiving their regular pay, employees called to serve on Jury Duty shall promptly notify their supervisor of the call to Jury Duty. The supervisor shall make a copy of the summons to Jury Duty and forward said copy with the payroll sheets for the week in which the employee is on Jury Duty. Employees who serve as jurors for Federal Court shall have deducted from their paycheck a jury duty fee equal to that compensation paid to the employee by the Federal Court in his/her jurisdiction per day in the payroll period following the week in which the employee was on Jury Duty. Employees who serve as jurors for State and County Court shall not have Jury Duty fees deducted for the first three (3) days of juror service. Employees who serve more than three (3) days of Jury Duty shall have deducted from their Tentatively Agreed to on`c:. For the City of Miami: _ For the Union 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. Tentatively Agreed to on For the City of Miarni: � For the Union-�`�`� ARTICLE 34 =01-A111INDY.-Ing 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 consi I J arbitration. Tentatively Agreed to on For the City of Miaim:. For the Union ARTICLE 35 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 may parking for those employees who not desire to zn J 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. I Tentatively Agreed to on For the City of Miami: For the Union 10-319KIIIII 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. Tentatively Agreed to on r 6 For the City of Miami: 11 FIR) For the Union ARTICLE 37 VACATION 37.1 Vacations shall be taken by the last pm,roll 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 hunched (500) hours allowed carryover shall be forfeited after January Pt 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 hourin addition e -r= to a the maximum of five hundred 500) hours,ifrom 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 _nate of pay the employee was earning at. the time the employee was placed on fill 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 �vit:h the 1 I j5 9? 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 Penalt3, 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 Hours 4 months annual vacation accrual 696 thru 868 Hours 5 months annual vacation accrual 869 thru 1041 Hours 6 months annual vacation accrual 1042 thru 1214 Hours 7 months annual vacation accrual 93 `2 jo 1215 thru 1337 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 all 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 senioritv. 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. 94 ARTICLE 38 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. Tentatively Agreed to on —1— For the City of Miami: For the Union � (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 Tentatively Agreed to on For the City of Miami: W -Y) For the Union Q-1111 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. Tentatively Agreed to on For the City of Miami: For the Union ` 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 n 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 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 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 Tentatively Agreed to on For the City of Miami: For the Union 7S 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 sack leave an 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 Tentatively Agreed to on the employee with the balance of sick leave hours credited to his account as of the date the employee was laid off. For the City of Miami: For the Union 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 (10050) 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 (10050) 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. Tentatively Agreed to on For the City of Miami: For the Union ARTICLE 40 Mil:: I ►1� 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 Tentatively Agreed to on" For the City of Miami:.6,w For the Union Discipline Written warning Written reprimand Three (3) day suspension Fourteen (14) day Suspension 12th instance in annual period Dismissal Disciplines issued pursuant to the schedule shall not be considered for purposes of progressive discipline after the annual period expires. 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. 'V Tentatively Agreed to on For the City of Miami: For the Union 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 FesaFor the City of Miazni: For the Union 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 C i For the City of Miami:.---- — For the Union . 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 Cit of Miami: City For the Union ARTICLE 42 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 <- For the City of Miami: For the Union 4 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 ARTICLE 43 BEREAVEMENT DEATH 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. �r Tentatively Agreed to on For the City of Miarni: 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 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:,y For the Union 45.1 45.2 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 '74 For the City of Miami: For the Union under the Article entitled "Overtime/Compensatory Time", shall not exceed one hundred fifty (440 150) 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 o For the City of Miami: For the Union 77 Int te"t, 'kgow� oy-der, 0 3) ott4- ccyf It 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 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 For the City of Miami: V� For the Union 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 ARTICLE 50 OPIUM" 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 s. For the City of Miami: For the Union ARTICLE 51 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 -- —z .�` ' . For the City of Miami: For the Union ARTICLE 52 LENSION 52.1 The parties agree that for the terra 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 a, -Tee 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). 62-3 Effective September 30, 2012 or 'Pon 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; provide I d, any employee Tentatively Agreed to on For the City of Miami: 047)1') For the Union 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 on January 1, 2013. The Backdrop option shall replace the existing DROPProgram. Employees who have not attained normal retirement eli, gib L-ity 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 1,201 3 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 Jump sum payment equal to the accumulation of monthly retirement benefit payments he/she would have received during the period following the Backdrop date through the actual retirement date ("Backdrop period"), Plus interest at the rate of 3% Per year, compounded annually, An eligible employee may elect a minimum Backdrop Period of I year and maximum Tentatively Agreed to on For the City of Miami: 2 For the Union 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 be selected. (b) Employees are eligible to elect the Backdrop option after completing one year of creditable service following the normal retirement date. A Backdrop election must be made within 10 years after becoming eligible for normal retirement. The maximum Backdrop period is 7 years. Eligible employees who wish to elect the Backdrop option must provide written notification to the City at least 8 months prior to the employee's retirement date; provided a lesser notice period may be approved by the City Manager due to special circumstances. Bargaining unit ZI) members will be eligible to revoke their Backdrop election one time, but within I month of their election. However, if a bargaining unit employee is granted a lesser notice period by the City Manager due to special circumstances, the employee will not he eligible for the one-time Backdrop election revocation. Employees are not required to elect the Backdrop option. (c) All or a portion of the lump sum payment under the Backdrop option may be rolled over to an eligible retirement plan or IRA in accordance with federal law. 52.5 The employee pension contribution shall be 10%. If the back DROP is ever terminated, for any reason, the rights of allpersons then in the DROP shall not be diminished or impaired. Additionally, if the back Tentatively Agreed to on For the City of Miami: For the Union 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. �--�•I�,.� .��gt�'� ��;�a ��..� f ::��,.�.:��,� iti 52.6 Effective Oct4e tft the service retirement benefit foz em Iovees I ired rior to October L 2010 shall beequal to three percent (3%) of themember's 2ighest one year of compensation multi'DERd he +hA ,,.,,, z, ,. .. ____ r 1-1 . - ----��=-�11-�= 1 uG 5ervzce retirement benefit shall b based on a member's total creditable service and the benefit multi Tier set forth is this provision (not the benefit multi tier in effect at the time the service is earned; multiplied by average final compensation in effect at the time of retirement o: separation from employment 52.7 Upon retirement bargaining unit members shall receive a retroactivE salary increase of five ercent (5%) for the bar ainin unit member's hiffhest one (7 Cdr b 5didz v. i ne b.ve percent (5%) salary increase shall be reflected in the ay rate for the Purpose of calculating leave balance avoffs. The five percei salary increase shall not be a licable to overtime. Tentatively Agreed to on Y `° For the City of Miami: For the Union ;r �., 10 Ac) 0 3 01 ,Affective c �t4. "e4-- 4�— r in t attained aze eqqll- 7Dints. Tentatively Agreed to on For the City of Miami: For the Union 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, 20204-7 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, 20204-7, 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 For the City of Miami: For the Union �" 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 For the City of Miami:ltl'41' For the Union ADD I �. Y/ 9 �r y 1 / ✓� 1u' Ey J.. ��' f ,, ;J.J )r ,< .r,,, P :.... ..:. .....:.. ..,. :a, ,, ,. r .,,, r.. ,! n..�;L �1 �l .,/d,�.%40 w/, .,.. nor /,: .. ,, ,.:dr� ✓i ,. ,��i eo 1005 Mail Clerk NEX 14.A1907 1008 Clerical Aide NEX 09.A1907 1010 Clerk I NEX 12.A1907 1011 Clerk II NEX 14.A1907 1012 Clerk III NEX 16.A1907 1013 Clerk IV NEX 20.A1907 1015 Transcriber NEX 24.A1907 1017 Community Service Provider NEX 18.A1907 1019 Police Typist Clerk_ NEX 15.A1907 1020 Typist Clerk I NEX 13.A1907 1021 Typist Clerk II NEX 15.A1907 1022 Typist Clerk III NEX 17.A1907 1023 Typist Clerk IV NEX 19.A1907 1024 Legal Clerk NEX 18.A1907 1025 Secretary I NEX 15.A1907 1026 Secretary II NEX 17.A1907 1027 Secretary III NEX 19.A1907 1028 Secretary IV NEX 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 Cust Service Rep Sr EX 24.A1907 1080 Client Support Services Aide NEX 20.A1907 1082 Client Support Services Specialist EX 22.A1907 1083 Client Support Services Supervisor EX 26.A1907 1105 Cashier I NEX 15.A1907 1106 Cashier II NEX 17.A1907 1110 Account Clerk NEX 17.A1907 1111 Payroll Clerk NEX 19.A1907 1112 Payroll Aide NEX 20.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 28.A1907 1118 Project Accountant EX 26.A1907 1119 Accountant NEX 22.A1907 1120 Accountant Sr EX 25.A1907 1121 Accountant Supervisor EX 28.A1907 1122 Supervisor of Payrolls EX 30.A1907 1126 Staff 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 1150 Risk Management Specialist EX 24.A1907 1154 Group Insurance Aide NEX 19.A1907 1155 Group Insurance Assistant NEX 22.A1907 1156 Group Insurance Coordinator EX 26.A1907 1157 Group Insurance Specialist EX 28.A1907 1165 Financial Systems Administrator EX 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.A1907 1212 Procurement Contracting Officer NEX 25.A1907 1213 Materials Supv-CR NEX 21.A1907 1214 Auto Parts Supvr NEX 21.A1907 1215 Procurement Supv EX 33.A1907 1216 Procurement Aide NEX 19.A1907 1217 Procurement Card/Surplus Administrator EX 23.A1907 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.A1907 1224 Auto Pts Spec I NEX 16.A1907 1225 Auto Pts Spec II NEX 18.A1907 1230 Lease Manager EX 34.A1907 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 1261 Project 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 Manager EX 34.A1907 1267 Project Manager - CIP (Horizontal) EX 32.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 II NEX 22.A1907 1307 Task Force Supervisor EX... 24.A1907 - 1309 Admin Asst I EX 25.A1907 1310 Admin Asst II EX 2&A1907 1311 Admin Asst III EX 31.A1907 1313 Human Resources Technician I NEX 20.A1907 1316 Human Resources Technician II NEX 22.A1907 1317 HR Specialist EX 24.A1907 1323 Human Resources Coordinator 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 AnalystEX _ 26.A1907 1339 Grant Writer EX 28.A1907 1340 Capital Improvements Assistant EX 26.A1907 1341 Market Ser Coord EX 28.A1907 1342 Rsch & Devt Spec EX 28.A1907 1343 Contract Compliance Analyst EX 27.A1907 1344 Procurement Contracts Officer EX 29.A1907 1345 Fiscal Assistant NEX 22.A1907 1346 Training and Development Specialist EX 27.A1907 1347 Cable Comm. Assistant EX 24.A1907 1348 Marketing Specialist NEX 24.A1907 1349 innovation Analyst - EX 27.A1907 1350 Marketing Supervisor EX 29.A1907 1351 Strategic Planning & Performance Analyst EX 27.A1907 1352 Business Develop Sr EX 28.A1907 1354 Business Developer EX 26.A1907 1356 Business Dev Supv EX 31.A1907 1357 Economic Analyst EX 26.A1907 1358 Supervisor Of Economic Research EX 30.A1907 1359 Principal Economic Analyst EX 31.A1907 1361 Employmt Interviewer 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 1365 Training Officer EX 26.A1907 1366 Staff Anist Asst EX 24.A1907 1367 Staff Analyst EX 26.A1907 1368 Staff Anlst Sr EX 28.A1907 1369 Staff Analyst Prncpl EX 30.A1907 1370 Contracts Manager EX 34.A1907 1371 Hearing Boards Coordinator EX 28.A1907 1372 Customer Service Specialist NEX 22.A1907 1373 Sanitation Services Coordinator EX 25.A1907 1374 Hearing Boards Specialist NEX 22.A1907 1375 Job Training Specialist EX 25.A1907 1376 Job Training Specialist, Sr EX 21.A1907 1377 Hearing Board Specialist II NEX 24.A1907 1378 Property And Casualty Coordinator EX 28.A1907 1379 Safety Manager EX 33.A1907 1380 Veteran Services Information & Referral Specialist NEX 16.A1907 1382 Support Services Coor EX 31.A1907 1384 Assistant Productivity Analyst EX 24.A1907 1385 Productivity Analyst EX 26.A1907 1386 Insurance Information Analyst EX 34.A1907 1388 Legislative Coordinator EX 25.A1907 1389 Records Systems Specialist EX 26.A1907 1390 Special Projects Coordinator EX 29.A1907 1391 Assistant Agenda Coordinator EX 25.A1907 1392 Technical Support Analyst EX 27.A1907 1395 Victims Advocate EX 28.A1907 1397 Information Analyst EX 26.A1907 1405 City Photographer NEX 20.A1907 1410 Public Relations Agent EX 25.A1907 1411 Capital Impry Community Outreach & Engmt Coord EX 32.A1907 1413 Promotion Assistant NEX 12.A1907 1414 Public Rel Splst EX 29.A1907 1419 Public Relations Aide NEX 20.A1907 1420 Publicity Writer EX 25.A1907 1421 Public Rel Agnt EX 27.A1907 1422 Public Info Ofcr EX 28.A1907 1423 Public Information Coordinator EX 30.A1907 1424 Social Broadcasting Specialist NEX 25.A1907 1425 Multimedia Specialist NEX 23.A1907 1426 Protocol Officer EX 29.A1907 1427 Assistant To The Protocol Officer EX 25.A1907 1430 Events Agent NEX 22.A1907 1431 Special Events Coordinator EX 25.A1907 1436 Intergovmental Film Liaison EX 23.A1907 1440 Legislative Services Rep. I NEX 19.A1907 1441 Legislative Services Rep. II EX 22.A1907 1442 Legislative Services Rep. III EX 25.A1907 1505 Switchboard Oper NEX 14.A1907 - 1506 Information Clerk NEX 14.A1907 1510 Application Support EX 09. IT 1511 Senior Application Support EX 10.IT 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 I NEX 16.A1907 1526 Photolithographer NEX 18.A1907 1527 Print Shop Supervisor EX 24.A1907 1528 Print Shop Asst Supt EX 27.A1907 1529 Print Shop Supt EX 30.A1907 1530 Print Shop Heloer NEX 12.A1907 1531 Duplicating Equip Op II NEX 19.A1907 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.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 1543 Pc 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 Technical Writer EX 27.A1907 1548 Information Technology Technician I NEX 01.IT 1549 Information Technology Technician II EX 05.IT 1550 Information Technology Tech. III EX 11.IT 1551 Help Desk Supervisor EX 13.IT 1552 Information Systems Security Officer Supervisor 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 Network Analyst EX 14.IT 1557 Computer Opr Supv EX 26.A1907 1558 Computer Training Specialist EX 08.IT 1559 Applications Support Supervisor EX 17.IT 1560 Programmer Asst NEX 23.A1907 1561 Cyber Security Analyst EX 15.IT 1562 Systems Programmer EX 29.A1907 1563 Software 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 1571 Systems Maintenance Supervisor EX 32.A1907 1572 Computer Opr Chf EX 32.A1907 1573 Data Base Manager EX 18.IT 1574 Oracle Database Manager EX 35.A1907 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.IT 1580 Network Administrator EX 16.IT 1581 Business Systems Administrator EX 32.A1907 1582 Teleprocessing Coord EX 28.A1907 1583 Geographic Information System Technical Analyst EX 15.IT 1584 Data Librarian NEX 20.A1907 1585 Geographic Information Systems Data Spec EX 11.IT 1586 Scheduler/Expediter NEX 21.A1907 1587 Information Systems Manager, Fire/Police 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 Business Analyst EX 13.IT 1596 Business Analyst Supervisor EX 32.A1907 1602 Finance Accounting Assistant NEX 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 Financial Analyst II EX 28.A1907 1609 Senior Accounts Payable Analyst EX 30.A1907 1610 Senior Financial Analyst EX 30.A1907 1620 Financial Information Business Process Analyst EX 30.A1907 1624 Finance Accounting Aide NEX 19.A1907 1627 Asst Accts Receivable Supervisor NEX 25.A1907 1629 Customer Service Supervisor EX 30.A1907 1630 Capital Assets Aide NEX 18.A1907 1635 Finance Revenue Collections Inpsector NEX 22.A1907 1637 Finance Revenue Collections Coordinator EX 25.A1907 1701 Grant Funded Workforce Career Advisor EX 15.A1907 1702 Grant Funded Workforce Business Consultant EX 19.A1907 1704 Grant Funded Workforce Program Supervisor EX 22.A1907 1705 Grant Funded Workforce Program Specialist I NEX 13.A1907 1706 Grant Funded Workforce Center Manager EX 29.A1907 1707 Grant Funded Workforce Employer Specialist EX 19.A1907 1710 Grant Funded Workforce Prog Workshop Facilitator EX 19.A1907 1711 Grant Funded Workforce Placement Specialist EX 15.A1907 1730 Grant Program Lead EX 25.A1907 1808 Claims Account Specialist NEX 22.A1907 1810 Claims Adjustor I EX 22.A1907 1812 Claims Adjustor II EX 24.A1907 1816 Claims Adjustor III EX 26.A1907 1820 Coll/Subrogation Spec EX 24.A1907 1822 _ Claims 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 III NEX 24.A1907 2018 Eng Tech IV EX 27.A1907 2019 Construction Coordinator EX 27.A1907 2020 Cadd Operator NEX 24.A1907 2029 Street Lighting Eng l EX 27.A1907 2030 Professional Engineer I _ EX 30.A1907 2031 Engineer I EX 27.A1907 2032 Professional Engineer 11 EX 31.A1907 2.033 Professional Engineer III EX 33.A1907 2034 Professional Engineer IV EX 35.A1907 2036 Environmental Engineer EX 33.A1907 2038 Engineer II EX29.A1907 2039 Utility Engineer EX. 29.A1907 2040 Elec Engineer EX 33.A1907 2041 Engineer III EX 30.A1907 2048 Architect I EX 26.A1907 2049 Architect II EX 30.A1907 2050 Architect III EX 31.A1907 2053 Landscape Architect EX 30.A1907 2054 Landscpe Arch Supv EX 31.A1907 2056 Project Rep. EX 27.A1907 2057 CITP Project Liaison EX 31.A1907 2060 Cable Tv Engineer EX 31.A1907 2100 Roofing Inspector NEX 01.INS 2101 Roofing Inspector, Sr EX 29.A1907 2103 Senior Building Inspector EX 03.INS 2105 Senior Plumbing Inspector EX 03.INS 2107 Senior Mechanical Inspector EX 03.INS 2109 Senior Electrical Inspector EX 03.INS 2110 Bldg Insp I NEX 27.A1907 2111 Bldg Insp II EX 29.A1907 2112 Chief Building Inspector EX 05.INS 2113 Chief of Inspection Services EX 33.A1907 2114 Building Inspector NEX 01.INS 2116 Structural Engineer(plans Exam) EX 35.A1907 2120 Elec Insp I NEX 27.A1907 2121 Elec Insp II EX 29.A1907 2122 Elec Insp Chief EX 05.INS 2123 Electrical Inspector NEX 01.INS 2125 Senior Roofing Inspector EX 03.INS 2127 Senior Elevator Inspector EX 03.INS 2130 Plumbing Insp I NEX 27.A1907 2131 Plumbing Insp II EX 29.A1907 2132 Plumbing Insp Chf EX 05.INS 2134 Plumbing Inspector NEX 01.INS 2140 Construction Inspection Representative NEX 17.A1907 2142 Resilience Programs Manager EX 30.A1907 2143 Environmental Compliance Specialist EX 27.A1907 2144 Environmental Compliance Coord. EX 28.A1907 2145 Zoning Plans Processor EX 29.A1907 2146 Zoning Manager EX 33.A1907 2149 Building Services Assistant IV NEX 24.A1907 2150 Zoning Inspector I NEX 23.A1907 2151 Zoning Information Specialist NEX 27.A1907 2152 Zoning Information Supervisor EX 30.A1907 2153 Plans Processing Aide NEX 19.A1907 2154 Plans Processing Specialist NEX 30.A1907 2155 Code Compliance Inspector NEX 24.A1907 2156 Code Enforcement Inspector II EX 26.A1907 2157 Zoning Information Technician NEX 22.A1907 2158 Mech Insp, I NEX 27.A1907 2159 Mech Insp II EX 29.A1907 2160 Mech Insp Chief EX 05.INS 2161 Mechanical Inspector NEX 01.INS 2165 Elevator Inspector NEX 01.INS 2167 Chief Elevator Inspector EX 05.INS 2168 Chief, Unsafe Structures EX 32.A1907 2170 Building Services Assistant I NEX 17.A1907 2171 Building Services Assistant II NEX 19.A1907 2172 Building Services Assistant III NEX 22.A1907 2176 Supv Permits & Rev EX 29.A1907 2178 Chief Code Enforc Off EX 31.A1907 2181 Cable Tv Tech Spec NEX 21.A1907 2187 Business Tax Receipts Aide NEX 17.A1907 2188 Business Tax Receipts Specialist EX 22.A1907 2190 Assistant Occupational License Supv EX 25.A1907 2192 Business Tax Receipts Supervisor EX 30.A1907 2195 Housing Quality Inspector NEX 24.A1907 2196 Housing Quality Inspector, Sr EX 26.A1907 2203 Graphic Designer,Senior EX 26.A1907 2204 Graphic Designer NEX 24.A1907 2205 Planning III I NEX 19.A1907 2206Planning _ 111 11 - - 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 Specialist I NEX 22.A1907 2212 Environmental Resources Specialist 11 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 I 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 Hsg Rhb Estim Sr EX 26.A1907 2232 Soc Prg Analyst NEX 22.A1907 2233 Soc Prg Anl Ast NEX 20.A1907 2234 Soc Prg Anl Sr EX 25.A1907 2235 Soc Prg Anl Supv EX 28.A1907 2237 Commty Dv Prj Supv EX 29.A1907 2239 Social Prog Coord EX 31.A1907 2240 Hsg Rhb Ln/O Asst NEX 19.A1907 2244 Hsg Rhb Estim Asst NEX 19.A1907 2250 Loan Specialist EX 24.A1907 2252 Loan Program Manager EX 28.A1907 2257 Project Representative, Senior EX 31.A1907 2258 Development Coordinator EX 34.A1907 2972 Volunteer Coordinator 28.A1907 3001 Laborer I NEX 15.A1907 3002 Laborer II 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 Public Works Superintendent EX 31.A1907 3021 Assistant Heavy Equipment Specialist NEX 23.A1907 3022 Sanitation Supervisor NEX 25.A1907 3023 Heavy Eqp Specialist EX 25.A1907 3024 Recycling Coordinator NEX 25.A1907 3025 Waste Col Supt Ast EX 28.A1907 3026 Superintendent Of Solid Waste EX 30.A1907 3104 Auto Eqp Op I NEX 17.A1907 3105 Auto Eqp Op II NEX 19.A1907 3106 Auto Eqp Op III NEX 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 Air Cond Mech NEX 27.A1907 3308 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 20.A1907 3315 Gen Maint Rep-Carpen. NEX 21.A1907 3316 Gen Maint Rep-Electr/Air Cond, NEX 23.A1907 3317 General Maint. Repair Supv, Elec NEX 24.A1907 3318 General Repair Maint Supv NEX 23.A1907 3319 Electrician II NEX 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 Mason NEX 21.A1907 3335 Painter NEX 20.A1907 3336 Auto Body Wrkr/Pntr NEX 22.A1907 3337 Painter Sign NEX 21.A1907 3338 Painter Supv NEX 23.A1907 3339 Auto Pnt/Bdy Shop Spv NEX 24.A1907 3340 Pipefitter NEX 19.A1907 3341 Pipefitter Supv NEX 22.A1907 3350 Welder NEX 22.A1907 3358 Composting Facility Supervisor NEX 25.A1907 3360 Facilities Oper Wrkr. NEX 16.A1907 3361 Facilities Oper Worker, Senior NEX 20.A1907 3362 Facilities Oper Supvr NEX 23.A1907 3370 Prop Maint Asst Supt EX 31.A1907 3371 Prop Maint Supt EX 33.A1907 3372 Pol Secuty & Fac Supv NEX 21.A1907 3374 Police Fac Asst NEX 19.A1907 3402 Fuel Fac Att NEX 15.A1907 3404 Auto Mech Helper NEX 17.A1907 3405 Automotive Service Writer NEX 19.A1907 3406 Auto Mechanic NEX 23.A1907 3407 Auto Mech Supv NEX 25.A1907 3408 Fuel Fac Supv NEX 21.A1907 3409 Heavy Eqp Mech Helper NEX 18.A1907 3410 Heavy Eqp Mech NEX 24.A1907 3411 Heavy Eqp Mech Supv NEX 26.A1907 3420 Garage Asst Supt EX 29.A1907 3450 Fleet Manager EX 33.A1907 3452 Supt.- Garage Or Motor Pool EX 30.A1907 3455 Fleet Management Representative NEX 22.A1907 3456 Fleet Liaison NEX 20.A1907 3638 Facility Maintenance Technician NEX 20.A1907 3642 Facility Maintenance Manager EX 28.A1907 3643 Parks & Recreation Facility Maintenance Manager EX - 25.A1907 3644 Utility Analyst EX 28.A1907 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 NEX 31.A1907 5035 Forensic Investigations Manager EX 34.A1907 5037 Guard/Porter NEX 06.A1907 5039 School Crossing Guard Supervisor EX 13.A1907 5040 Public Service Aide NEX 17.A1907 5050 Professional Compliance Supv. EX 28.A1907 5060 Police Records Supr EX 28.A1907 5065 Criminal Intelligence Analyst I EX 26.A1907 5066 Criminal Intelligence Analyst II EX 28.A1907 5070 Crime Analyst I NEX 22.A1907 5071 Crime Analyst II NEX 24.A1907 5073 Video Retrieval Specialist NEX 22.A1907 5076 Prof Compliance Asst NEX 19.A1907 5077 Prof Comp] Rep EX 26.A1907 5090 Senior Policy Analyst EX 28.A1907 5301 Fire Plans Examiner NEX 30.A1907 5302 Fire Sfty Spec. Sr. NEX 25.A1907 5303 Fire Sfty Spec.Supv EX 27.A1907 5304 Fire Sfty Spec NEX 23.A1907 5314 Emergency Management Coordinator EX 30.A1907 5315 Fire Supplies Clerk l NEX 14.A1907 5316 Fire Supplies Clerk II. NEX 17.A1907 5317 Grant Funded Emergency Management Planner EX 26.A1907 5318 Fire And Life Safety Education Coordinat EX 28.A1907 5319 Fire & Life Safety Ed.Spec. EX 24.A1907 5320 Video Program Spec EX 23.A1907 5323 Video Program Prod EX 28.A1907 5324 Show Producer EX 28.A1907 5401 Multimedia Manager EX 26.A1907 5403 Communications Equip. Maint. Specialist NEX 19.A1907 5404 Comm Repair Wrkr NEX 21.A1907 5405 Comm Tech NEX 25.A1907 5406 Comm Tech Supv NEX 27.A1907 5407 Comm Maint Asst Supt EX 30.A1907 5408 Comm Tech Supt EX 33.A1907 5409 Communications Specialist EX 26.A1907 5410 Microwave Technician NEX 25.A1907 5411 Communications Technical Operator EX 25.A1907 5412 Comm Center Supervisor, Police EX 28.A1907 5413 Emergency Dispatch Assistant NEX 20.A1907 5414 Police Comm. Records Custodian NEX 22.A1907 5415 Emergency Dispatcher NEX 22.A1907 5416 Comm Oper Spvsr NEX 24.A1907 5417 Emd Quality Assurance Specialist NEX 24.A1907 5418 Comm Center Supervisor,Medical/Fire EX 28.A1907 5419 Communications Training Specialist EX 26.A1907 5420 Telc Sys Dev Mgr EX 33.A1907 5423 Telecommunications Technician (RJ) NEX 32.A1907 5424 Telecommunications Technician Assistant NEX 23.A1907 5425 Telecommunications Technician NEX 08.IT 5426 Telecommunications Technical Specialist NEX 21.A1907 5430 Broadcast Engineer EX 31.A1907 5432 Videographer/Editor EX 23.A1907 5433 Audiovisual Technician NEX 19.A1907 5436 Emergency Dispatcher Supervisor, M/F NEX 24.A1907 5446 Emergency Dispatcher Supervisor, Police NEX 24.A1907 5510 Guard NEX 13.A1907 5512 City Ranger NEX 14.A1907 5515 Park Ranger NEX 13.A1907 5516 Park Ranger Supervisor EX 24.A1907 5517 Senior Park Ranger NEX 16.A1907 5520 Stable Attendant NEX 17.A1907 5523 Stable Attndnt Supvr. NEX 20.A1907 5529 Facility Attend NEX 14.A1907 5530 Marinas Faclt Att NEX 13.A1907 5560 Jtpa Trainee NEX 06.A1907 5711 Administrative Assistant III EX 31.A1907 5740 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 6017 Arborist NEX 22.A1907 6020 Cemetery Sexton NEX 20.A1907 6021 Parks Naturalist NEX 23.A1907 6022 Parks Naturalist Sr. EX 26.A1907 6025 Nursery Tender NEX 17.A1907 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 6048 Superintendent Of Maintenance, Assistant EX 31.A1907 6049 Parks Operations Coordinator EX 29.A1907 6050 Parks Supt Of EX 31.A1907 6051 Superintendent Of Recreation, Assistant EX 31.A1907 6052 Athletic Coordinator EX 30.A1907 6053 Superintendent Of Parks EX 33.A1907 6054 Superintendent of Parks and Recreation EX 33.A1907 6055 Sports Turf Manager EX 26.A1907 6059 Asst Stadiums Manager EX 30.A1907 6060 Stadium Manager EX 32.A1907 6062 Marine Stad Mgr EX 27.A1907 6063 Cultural Arts Center Manager EX 31.A1907 6064 Auditorium Manager Asst EX 25.A1907 6065 Auditorium Mgr EX 29.A1907 6067 Marinas Operations Supervisor NEX 18.A1907 6068 Marinas Aide NEX 16.A1907 6069 Marinas Supervisor NEX 21.A1907 6070 Marinas Manager, Asst. EX 28.A1907 6071 Marinas Manager EX 34.A1907 6080 Parks & Recreation Mgr I EX 23.A1907 6081 Parks &Recreation Mgr II EX 26.A1907 6082 Waterfront Park Manager EX 26.A1907 6102 STEAM Education Coordinator NEX 24.A1907 6105 Lifeguard (P/0) EX 17.A1907 6106 Ocean Rescue Lifeguard 6107 Pools Supervisor 6108 Senior Ocean Rescue Lifeguard 6109 Lifeguard Sr. (P/0) 6110 Aquatic Program Planner 6111 Superintendent of Aquatics 6115 Irrigation Specialist 6118 Japanese Garden Specialist 6119 Cult Affr Coo rd 6120 Tennis Supvsr 6121 Special Education Teacher 6122 Education Initiatives Coordinator 6123 Program Coord. 6124 Program Coord, Asst 6125 Therapeutic Recreation Spec 6126 Social Worker 6127 Program Assistant 6128 Disabilities Program Leader 6129 Program Specialist 6131 Disabilities Recreation Leader 6132 Golf Course Superintendent 6133 Licensed Social Worker 6135 Baseball Supv 6144 Gen Recreation Prog Planner 6148 Aquatic Specialist 6149 Rec Specialist 6151 Water Sports Inst 6152 Boxing Supervisor 6156 Youth Pgm, Spec 6160 Fitness Center Specialist 6161 Recreation Aide 6162 Recreation Asst Supt 6164 Parks & Recreation Sery Coord 6170 Events Specialist 6172 Special Events Supervisor 6300 Day Care Admin 6301 Day Care Adm Ast 6302 Day Care Ctr Supv 6303 Day Care Specialist 7017 Job Training Program Coordinator 7018 Vocational Counselor NEX 20.A1907 EX 25.A1907 NEX 22.A1907 EX 19.A1907 EX 29.A1907 EX 31.A1907 NEX 19.A1907 EX 29.A1907 EX 29.A1907 EX 19.A1907 EX 25.A1907 EX 28.A1907 EX 31.A1907 EX 27.A1907 EX 25.A1907 EX 22.A1907 NEX 16.A1907 NEX 22.A1907 NEX 19.A1907 NEX 22.A1907 EX 20.A1907 EX 28.A1907 EX 20.A1907 EX 29.A1907 NEX 18.A1907 NEX 18.A1907 NEX 23.A1907 EX 22.A1907 EX 25.A1907 EX 21.A1907 NEX 08.A1907 EX 29.A1907 EX 29.A1907 NEX 24.A1907 EX 29.A1907 EX 31.A1907 EX 25.A1907 EX 25.A1907 NEX 18.A1907 NEX 33.A1907 NEX 22.A1907 7019 Citzn Prgm Supv EX 28.A1907 7020 Comm Invol Asst NEX 19.A1907 7021 Crime Prevention Specialist NEX 22.A1907 7031 Sanitation Inspector II 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 NEX 19.A1907 8034 Typist Clerk I NEX 13.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 Asst II 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 Technical Oper Coord EX 24.A1907 8118 Legislative Services Representative II NEX 22.A1907 8119 Legislative Services Representative III EX 25.A1907 8120 Legislative Services Supervisor EX 29.A1907 8121 Transcriber EX 24.A1907 8122 Records Reten Coord EX 25.A1907 8134 Resource Allocation Manager EX 35.A1907 8135 Marketing 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 8145 Typist Clerk IV NEX 19.A1907 8152 Fleet Manager EX 33.A1907 8157 Social Worker EX 22.A1907 8158 Program Specialist EX 29.A1907 8159 Program Coordinator - Capital Improvements Program EX 32.A1907 8160 Chief Architect EX 36.A1907 8162 Information Analyst EX 26.A1907 8163 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 25.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 Supervisor EX 31.A1907 8440 Development Coordinator EX 34.A1907 8441 Preservation Officer EX 34.A1907 8450 Telecommunications Administrator EX 34.A1907 8452 Youth Program Coordinator EX 30.A1907 8461 Assistant System Administrator EX 33.A1907 8463 Chief Of Urban Design EX 34.A1907 8464 Chief Of Land Development EX 34.A1907 8466 Planning Illustrator EX 22.A1907 8467 Urban Design Coordinator EX 32.A1907 8468 Community Planner EX 31.A1907 8469 Net Community Services Worker NEX 15.A1907 8471 Ada Construction Coordinator EX 30.A1907 8473 Cip Public Relations Coordinator EX 32.A1907 8474 Capital Improvement Assist EX 26.A1907 8475 Hazard Mitigation/Disaster Recovery Spec EX 34.A1907 8476 Homeless Program Administrator EX 32.A1907 8477 Net Community Service Worker Supervisor NEX 18.A1907 8478 Lease Mgmt Specialist EX 28.A1907 8484 Grant Writer EX 28.A1907 8490 Insurance Financial Analyst EX 28.A1907 8510 Records System Coordinator EX 30.A1907 8514 Records Systems Aide NEX 20.A1907 8515 Records System Specialist EX 26.A1907 8560 Grants Financial Supervisor EX 30.A1907 8561 Budget Systems Developer EX 32.A1907 8565 Special Projects Manager EX 34.A1907 8568 Employee Services Aide EX 22.A1907 8574 Special Events Assistant EX 22.A1907 8575 Special Events Coord EX 25.A1907 8576 Special Events Manager EX 31.A1907 8578 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 EX 30.A1907 8589 Urban Forester EX 27.A1907 8590 Economic Development Project Manager EX 34.A1907 8605 Project Manager - Cip EX 32.A1907 8606 Chief Project Manager EX 36.A1907 8607 Senior Project Manager - Cip EX 34.A1907 8611 Audiovisual Technician NEX 19.A1907 8612 Video Program Specialist EX 23.A1907 8613 Chief Communications Engineer EX 31.A1907 8614 Communications Technical Operator EX 25.A1907 8615 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 Project Representative Senior EX 31.A1907 8638 Maintenance Technician NEX 20.A1907 8640 Facility Manager EX 30.A1907 8642 Facility Maint. Manager EX 2&A1907 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 8651 Applications Support & Integration Manager EX 19.IT 8653 IT Quality Assurance Manager EX 35.A1907 8654 Information Technology Customer Service Manager EX 36.A1907 8656 Loan Review Specialist EX 26.A1907 8657 Loan Review Assistant EX 24.A1907 8658 Community Involvement Spec NEX 21.A1907 8659 Loan Review Analyst EX 30.A1907 8660 Sr. Procurement Contract Off. EX 31.A1907 8661 Procurement Aide NEX 19.A1907 8662 Procurement Card Administrator EX 25.A1907 8664 Procurement Contracting Manager EX 33.A1907 8685 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 EX 25.A1907 8724 Accountant EX 22.A1907 8726 Account Clerk NEX 17.A1907 8729 Auditor Assistant _ NEX 19.A1907 8732 Public Relations Agent EX 27.A1907 8736 Public Information Coord 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.AJ.907 8742 Code Compliance Specialist EX 26.A1907 8743 Chief Elevator Inspector NEX 32.A1907 8744 Chief Civil Engineer EX 36.A1907 -33.A1907 8745 Chief Of Inspection Services EX 8748 Capital Impry Procurement Admin. EX 36.A1907 8751 Zoning Manager EX 33.A1907 8752 Legislative Coord EX 25.A1907 Financial Reporting Manager Internal Controls and Compliance Manager Financial Dev Coord Admin Aide I Admin Aide II Investigator II, Civilian Investigative Panel Investigator, Civilian Investig. Panel Civilian Investigative Panel Analyst Film And Culture Administrator Cultural Administrator Cultural Arts Center Manager Auditorium Mgr Assist Convention Center Manager Traffic Engineer Transportation Coordinator EX 32.A1907 EX 34.A1907 EX 31.A1907 NEX 20.A1907 NEX 22.A1907 EX 28.A1907 EX 26.A1907 EX 26.A1907 EX 27.A1907 EX 28.A1907 EX 31.A1907 EX 25.A1907 EX 31.A1907 EX 32.A1907 EX 36.A1907 Special Projects Assistant EX 25.A1907 Spec Projects Coord EX 29.A1907 Transportation Analyst EX 29.A1907 Assistant Facility Maintenance Manager EX 26.A1907 Client Support Sery Aide NEX 20.A1907 Assessment & Referral Spec. EX 24.A1907 Training Specialist EX 25.A1907 Job Placement Specialist EX 22.A1907 Skills Coach EX 23.A1907 Case Management Supervisor EX 28.A1907 Case Manager EX 25.A1907 Sr.Job Placement/Marketing Spec EX 28.A1907 Case Management Assistant EX 22.A1907 ; Training Coordinator EX 28.A1907 Training And Development Specialist EX 27.A1907 Contract Compliance Analyst EX 27.A1907 Contract Compliance Manager EX 34.A1907 Employment Program Analyst EX 27.A1907 Job Placement/Marketing Coord EX 32.A1907 Fiscal Assistant EX 22.A1907 Fiscal Administrator EX 30.A1907 Housing Quality Assurance Aide NEX 19.A1907 Housing Quality Assurance Supervisor EX 29.A1907 Housing Program Manager EX 32.A1907 Housing Program Analyst NEX 28.A1907 Housing Quality Assurance Monitor NEX 24.A1907 8900 Grant Funded Hosing Qlty Assur Monitor EX 24.A1907 8901 Grant Funded Housing Qlty Assur Super EX 29.A1907 8903 Grant Funded Housing Program Analyst EX 28.A1907 8905 Grant Funded Assessment/Ref. Spec EX 24.A1907 8906 Grant Funded Emergency Mgmt Coord. EX 36.A1907 8910 Grant Funded Environmental Coordinator EX 28.A1907 8920 Grant Funded Administrative Aide I NEX 20.A1907 8921 Grant Funded Administrative Aide II EX 22.A1907 8923 Grant Funded Administrative Asst. I EX 25.A1907 8924 Grant Funded Vista Program Asst. EX 24.A1907 8925 Grant Funded Program Specialist EX 29.A1907 8927 Grant Funded Homeless Housing Specialist NEX 17.A1907 8928 Grant Funded Homeless Housing Supervisor EX 25.A1907 8930 Grant Funded Contract Compliance Analyst EX 27.A1907 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.A1907 8939 Grant Funded Loan Specialist EX 24.A1907 8945 Grant Funded Loan Review Specialist EX 26.A1907 8950 Grant Funded Fiscal Assistant EX 22.A1907 8951 GF Budget and Financial Support Advisor EX 27.A1907 8959 Grant Funded Clerk I NEX 08.A1907 8960 Grant Funded Clerk III NEX 16.A1907 8972 GF Workforce Program Supervisor EX 22.A1907 8973 GF Workforce Career Advisor EX 15.A1907 8974 GF Workforce Lead Career Advisor EX 20.A1907 8975 GF Workforce Employer Specialist EX 19.A1907 8976 GF Workforce Placement Specialist EX 15.A1907 8979 GF Workforce Business Consultant - EX 19.A1907 8980 GF Workforce Employer Consultant EX 19.A1907 8982 GF Workforce Program Workshop Facilitator EX 19.A1907 8984 GF Workforce Program Customer Service Rep NEX 10.A1907 8986 GF Workforce Program Specialist I NEX 13.A1907 8987 GF Workforce Program Specialist II NEX 15.A1907 8990 Grant Funded Workforce Outreach Specialist NEX 14.A1907 Employees in job codes 8082, 8083, 8206, 8770, and 8773 are included in the unit, other than those excluded per the Unit Clarification Petition settlement agreement made and entered on March 24 2016 and April 26, 2018 between AFSCIVIE 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. In the event there is a discrepancy in pay grade for any particular classification, the higher pay grade will prevail. 717 _j f fJ ------------- --------------------- -- All 1 IS jig Alan Dodd Director Department of Public Work's Joe Napoli Deputy City Manager City Manager's Office CiTY Of :MONIH F -101,710A INTER -OFFICE MENMANDWA September 4.1-019 I LE Public NVorks Supervisor Effective upon ratification of the October 1, 2017 — September 30., 2020 AFSCTNIE 1907 Collective Bargaining Agreement, bargaining unit members in the Public Works Supervisor 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 Public Works Supervisor classification will not change or be affected by the agreement to provide this additional benefit. c: AFSOYIE' Local 1907 Department of'Hunian Resources, Labor Relations Division G i` y 'C") t PV1 INTER -OPFICE, U2 IM ORAN DU N1 Mario Nunez Director September 4. 2018 Department of Solid 'Xastc Chief Sanitation lnsp�:ctor Joe Napoli Deputy City I.Manager City Manager's Office Effective upon ratification of the October 1, 2017 — September 30, 2020 FSC IE 1907 Collective Bargaining Agreement, bargaining unit members in the Chief Sanitation Inspector exempt classification, will receive compensatory time on an hour - for -hour basis when thev 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 affe�cted by th(,.= agreement to provide this additional benefit. c; AFSC,'YIE Local 1907 Deparunent W"Hurnan Resources. Labor Relations F)ivision 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 r � � C t For the City of Miami IT Schedule 1/7/2018 7 yr 1 yr_ 1 yr 1 yr 1 yr_ 1 yr 1 yr-- 2 yr �2 yr 2 yr 2 yr 2 yr 2 yr 2 yr 2 yr 19_9519 20.9495 I 21.9970 23.0968 �' 24.2517 25.4643 26.737S 28,0744 28.0744 29.4781 30.9520 I 32.4996 34.1246 35.8308 1 37.6223 39.5034 20.9495 21.9970 24.2517 25.4643 26.7375 28.0744_ 29.4781 30.9520 32.4996 34.1246 35.8308 37.6223 39.5034 41.4786 21.9970 23.0968 _23.0968 24.2517 25,643 26.7375 28.0744 ( 29.4781 30.9520 ¢ 32.4996 34.1246 35.8308 37.6223 39.5034 41.4786 43.5525 �, 0 68 14 ?5 I 25 GA" �6 7?7�, I I_ I ?R.(1744 ?9 n � 31 0 ��?0 ( � n��C ! ;4.17nC E� �> 8>08 7.622 ;9.50 ;4 41.4786 43.5525 45.7302 i�,. G f:S - ,>i; < <� ;.i , - -- ;2 ;(� -, " i �,,� - tZr E ;ki ; >�;.£ tis 1 'y r� is - , I >. ?3 503 ! ..: R. '0'� �'7t,C - i ��1.i; &l ;>.`,�� '> 4 > 5` _ _� 4 /;Q2 _ ,.7302 0167 48.0167 50.175 a G 0 Ml �.OJ e .'C) ?� Q j ? ,,i, �� it k �i sitz ?; ( ;9"' n ( .r (A.W$ 3 5525 k n5.7302. i 148 0167 5Q.4175 52.9384 28.0114 29.4781 �I 10.95LQ 32_.4996 �.. 246 35.8308 37.6223 39.5034 41.4786 -�- _ 43.5525 45.7302 48.0167 _ 50.4175 _ 5"L.93II4 _ 55.5853 29.4781 30.9520 32.4996 34.1246 35.23308 37.6223 39.5034 41.4786 43.5525 45.7302 48.0167 50.4175 52.938455.5853 58.3646 c S� 645W, 30.9520 32.4996 34.1246 35.8308 37.6223 39.5034 41.4786 43.5525 45.7302 48.0167 50.4175 52.9384 55.5853 58.3646 61.2828 32.4996 34.1246 35.8308 37.6223 39.5034 41.4786 43.5525 45.7302 48.0167 50.4175 52.9384 55.5853 58.3646 61.2828 64.3469 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 � ` 35.8308 37.6223 39.5034 41.4786 43.5525 45.7302 48.0167 50.4175 52.9384 55.5853 58.3646 61.2828 64.3469 67.5643 70.9425 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 675643 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 a 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 PROM4$.0167 50.4175 529384 55.5853 58.3646 61.282864.3469 67.5643 70.9425 74.4896 78.2141 82.1248 862311 90.5426 95,697 IT Schedule Oct 2018 1 yr 1 yr 1 yr 1 yr 1 yr 1 yr 1 yr 2 yr 2 yr 2 yr 2 yr 2 yr 2 yr 2 yr 2 yr r a 20.3509 213685 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 a _ 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 \a 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 48,9770 c 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 `'x38.3747 40,2935 42,3082 44.4236 46.6448 48.9770 51,4259 53.9972 4 - 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 a ` 30.0677. 31.5710 33.1496 34.8071 36.5474 38.3747 40.2935 >- 42.3082 44,42361 46.6448 48,9770 51.4259 53,9972 56.69701 59,5319 31.5710 33.1496 34.80711 36.5474 38.3747 40.29351 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 42.3082 44.4236 46.6448 48.9770 51.4259 53,99721 56.6970 59.5319 62,5085 65.6338 34.8071 36.5474 38.3747 40.2935 42.3082 44.4236 46.6448 48.9770 51.4259 53.9972 56.69701 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 38.37471 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 X40.2935 :42.3082 x44.4236 46,6448 48.9770 '51.4259 53.9972 56.6970 59.5319 '62.5085 65.6338 68.91561 72.3614 75.97941 79,7784 e 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 79.77841 83.7673 44.4236 46.6448 48.9770 51,4259 53.9972 56.6970 59.5319 62.5085 65,6338 6&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 48:9770 51'.4259 53.9972 56.6970 595319 62.5085 65.6338 W91561 72.3614 75.97941 79,7784 83.7673 87.9557 92.3535 96.9711 IT Schedule Oct 2019 . _ 1 yr 1 yr 1 yr 1 yr 1 yr 1 yr 1 yr 2 yr 2 yr 2 yr 2 yr 7 -2y r 2 yr 2 yr 2 yr 20.7579 21.7959 22.8856 24.0299 '25,2314 26:4931 27.8177 ` 292086 30.6691 32.2024 33.8126 35.5032 37.2783 39.1422 '`41;0994 21.7959 22.8856 24.0299 25.2314 26A931 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 o • 24.0299 25.2314 26.4931 27.8177 29.2086 30.6691 32.2024 33.8126 35.5032 37.2783 39.1422 41,09941 43.1544 45.3121 47.5777 + 25.2314 26.4931 27.81771 29.2086 30;6691 32;20241 33.8126 35.5032 37.27831 39.1422 41.0994 4115441 45.3121 47.5777 49,9565 �. 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 49.9565 52.4544 l 27.8177 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 z_ 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 57.83091 60.7225 32.2024 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 33.8126 35.5032 37.2783 39.1422 41.0994 43.1544 45.3121 47.5777 49.9565 52.4544 55.07711 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 37:2783 39.1422 41.0994 43.1544 45:3121 47.5777 -= 499565 : 52.4544 `'55.0771 - 57.8309 - 60.7225 63.7587 '66.9465 - 70.2939 73.8086 - �t 39.1422 41.0994 43.1544 45.3121 47.5777 49.9565 52.4544 55.0771 57.8309 60.7225 63.7587 66.9465 70.29391 73.8086 77.4990 41.0994 +43.1544 45.31211 47.5777 4M5651 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 57.8309 60.72251 63.75871 66.9465 70.2939 73.8086 77.4990 81.3740 85.4426 q_ � 45.3121 47.5777 49.9565 i 514544 55.0771 57.8309 60..7225 63.7587 66.9465 0,29391 73.80861 77.4990 813740 85.4426 89.7148 47.5777 49.9565 52.4544 55.0771 57.8309 60.7225 63.7587 66.9465 70.29391 73.80861 77.49901 81.3740 85.4426 89.7148 94.2006 49.9565 '52.4544 55.0771 57.8309 60.7225 63.7587 66.9465 70.2939 7180861 77.49901 81.37401 85.4426 89.7148 94.2006 98.9105 10/1/2017 INS lyr lyr lyr lyr lyr lyr 1yr 2yr 2yr t 7=��EM 2yr 2yr 2yr 2yr 2yr 2yr 5.00% S.C)()%l 5.00%1 5.00%1 5.00% 5.00%1 S.00%1 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% S.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 05.INS 37.1493 39.00681 40.9571 43.0050 45.1552 47.4130 49.7836 52.2728 _ 54.8864 57.6308 60.5123 63.5379 66.7149 70.0506 73.S531 Oct 2018 1yr 1yr 1yr 1yr 1yr 1yr 1yr 2yr 2yr 0 2yr 2yr 7 2yr 2yr 2yr 2yr INS 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% OLINS 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 S0.8947 53.4395 56.1115 58.9171 61.8630 64.9562 68.2039 0S.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 Oct 201951 lyr lyr lyr lyr lyr lyr lyr 2yr 2yr 2yr 2yr 2yr 2yr 2yr 2yr INS 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% S.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 r 54,6323 57.3640 `60.2322: 63.2439 03ANS 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 0S.INS 38.6501 40.S826 "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 10/1/2017 AFSGM6 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 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.A1407 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 10.7333 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 08.A1907 10.7333 11.2701 11.8336 12.4252 13.0465 13.6988 14.3837 15.1029 15:8581 16.6510 17.4835 ' 183577 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 13.04651 13.6988 14.3837 15.10291 15.8581 16.6510 17.4835 18.3577 19.2755 20.23931 21.2513 22.3138 23.4295 24.6010 12.A1907 ° 13.0465 13.6988 14.3837 15.1029 15.8581 : 16.6510 17.4835 1835771 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 25.8311 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 27.1227 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 17.48351 18.3577 19.2755 20.23931 21.2513 22.3138 23.4295 24.6010 25.8311 27.1227 28.4788 29.9028 31.3978 32.9677 18.A1907 1 17.4835 18.3577 19.2755 20.2393 21.2513 22.3138 23,42951 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 34.61611 36.3470 38.1643 40.0725 22.A1907 21.2513 22.3138 23.4295 24.6010 25.8311 27.1227 28.4788 29.9028 31.3478 32.9677 34.6161 36.3470 38.1643 40,07251 42.0761 23.A1907 22.3138 23.4295 24.6010 25.8311 27.12271 28.4788 29.9028 31.39781 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 36.3470 38.1643 40.0725 42.07611 44.1799 46.3889 48.7084 51.1438 27.A1907 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 51.1438 53.7010 28.A1907 28.4788 '29,90281 31.3978 32.96771 34.6161 36.3470 - 38,1643 40.0725 42,0761 44.1799 46.3889 - -48.7084 51.1438 53.70101 56.3860 29.A1407 29.9028 31.39781 32.9677 34.6161 36.3470 38.1643 40.0725 42.0761 44.1799 46.3884 48.7084 51.1438 53.7010 56.3860 59.2053 30.A1907'; 31.3978 32.9677 34.6161 36.3470 38.1643 40.0725. 42M61 44.1749 46.3889 48.7084 51,1438 53,7010: 56.3860 59:2053 62.1656 31.A1907 32.9677 34.6161 36.3470 38.1643 40.0725 42.0761 44.1799 46.3889 48.70841 51.1438 53.7010 56.3860 59.2053 62.1656 65.2739 32.A1907 34.6161 36.3470 38.1643 40.0725 42.0761 44.1799 463889 48.7084 51.1438 53.7010 56.3860 - 59.2053 62.1656 65.2739 685375 33.A1907 36.3470 38.1643 40.0725 42.0761 44.1799 46.3889 48.70841 51.1438 53.7010 56.3860 59.2053 62.1656 65.2739 68.5375 71.9645 34.A1907 38.1643 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 35.A1907 40.0725 42.07611 44.1749 46.3889 48.7084 51.1438 53.7010 56.3860 59.2053 62.1656 65.2739 68.5375 71.96451 75.5627 79.3408 36.A1907 42,0761 44,1799 46.3889 48.7084 51.1438 53.7010 56.3860 59.20531 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 62.16561 65.2739 68.5375 71.9645 75.5627 79.3408 83.3078 87.4733 38.A1907 46.3889 48.7084 51:1438 53,7010 , 56.3860 59.20531 621656 65.2734 68.5375 71.9645 75.5627 '' 79.3408 83.3078 87.4733 91.8469 39.A1907 48.7084 51.1438 53.70101 56.38601 59.20531 62.16561 65.27391 68.53751 71.96451 7S.S6271 79.3408 83.3078 87.4733 91.84691 96.4392 Oct 2018 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 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 16.9840 17.8332 18.7249 06.A1907 9.9302 10.4266 10.9480 11.4955 12.0703 12.6737 13.3074 119728 14.6714 15.4050 16.1753 16,98401 17.8332 18.7249: ":19.6610 07.A1907 10.4266 10.9480 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 08.A1907 10.9480 11.4955 12.0703 12.6737 13.3074 13.9728 146714 15.4050 16.1753 16.9840 17.8332 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 "`133074 13.9728 14,6714 - 15.4050 16.1753 16:9840 17.8332 18.7249 19.6610 20.6441 21.6763 223601 218981 ll.A1907 12.6737 13.3074 13.9728 14.6714 15.4050 16.1753 16.9840 17.8332 18.7249 19.6610 20.64411 21.6763 22.7601 23.89811 25.0930 12.A1907 13.3074 13.9728 14.6714 15.4050 16.17531 16.9840 17.8332 18.7249 19.6610 20.6441 21.67631 22.7601 23.8981 25.0930 26.3477 13.A1907 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 26.3477 27.6652 14.A1907 14.6714 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 290484 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' 16.17531 16.9840 17.8332 18.7249 19.6610 20.6441 21.6763 223601 23,8981 25.0930 26.3477 27.6652 29.0484 30.5009 32.0258 17.A1907 16.9840 17.8332 18.72491 19.6610 20.6441 21.67631 22.7601 23.8981 25.09301 26.3477 27.6652 29.0484 30.5009 32.0258 33.6271 18.A1907 17.8332 18.7249 19.6610 20.6441 21.6763 22.7601 23.8981 25.0930 26;3477 27,6652 29.04841 30.5009 32.0258 33.6271 35.3084 19.A1907 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 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 26.34771 27.6652 29.04841 30.5009 32.0258 33,6271 35.3084 37.0739 38.9276 40.87401 42.9176 23.A1907 22.76011 23.8981 25.0930 26.3477 27.6652 29.0484 30.5009 32.0258 33.6271 35.3084 37.0739 38.9276 40.8740 42.91761 45.0635 24.A1907 23.8981 25.0930 26.3477 27.6652 29.0484 30.5009 32:0258 33,6271 35.3084 37.07391 38.9276 40.8740 42.9176 45,0635 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 " 29.0484 30.5009 32.0258 33.6271 353084 37.0739 38,9276 40.8740 42.9176 45.06351 47.3167 49.6826 ' 52.1667 27.A1907 27.6652 29.0484 30.5009 32.02581 33.6271 35.3084 37.0739 38.92761 40.8740 42.9176 45.0635 47.3167 49.6826 52.1667 54.7750 28.A1907 29.0484 30,50091 32.0258 33.6271 35.3084 37.07391 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: 33.6271 35.3084 37.0739 38.9276 40.8740 42.9176 45.0635 47.3167 49.6826 52.1667 54.7750 57,5137 60.3894 63.4089 31.A1907 33.6271 35.3084 37.0739 38.9276 40.8740 42.9176 45.0635 47.3167 49.6826 52.1667 54.7750 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 57.51371 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 40,87401 42.9176 45.0635 47.31671 49.6826 52.1667 54.77501 57.5137 60.3894 63.4089 66.5794 69.9083 - 73.40381 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 521667 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 1 49.68261 52.1667 54.7750 57.51371 60.3894 63.40891 66.57941 69.9083 73.4038 77.0740 80.92761 84.97401 89.22281 93.6838 98.3680 Oct2019 1yr fyfl- 5.00% 1yr 5.00% 5.00% 5,00%15.00% A1.1670 11.7254 J-2.3117 12.9272 1 >7� : ) �= 9 i£;-1 17.3237 18.18991 19.0994 11.7254 12.3117 12.9272 13.573514 1� 252, i4.961W ,. / 18.1899 19.0994 20.0542 5.00% 12.3117 12.9272 _13.5735 2523 q n648 ".71z110510 c 4 8 i� 1.9 0994 20.0542 21.0570 2y# r 5.00% 12.9272 13.5735 _14.2523 _ 14 9648 1>.71. 1 s 110 ),, 20.0542 21.0570 22.1098 y�r`.' 5.00% 2yr 5.00% 2yr 5.00% 2yr 5.00% 2yr 2yr 5.00% 2yr �W2yMr 5.00% 5.00% AFSCME On.A1907 9.3-871 9.6464 - 10.1288!! 10.6351 13.5735 14.2523 14.9648 15.7131 �- -1 -6- c lo.0> V 21.0570 22.1098 23.2153 14.2523 14 9648 1-5.71311-6.4988 16.4988 -37.3 237 0 10' 22.1098 23,2153 24.3761 14.9648 15.7131 16.4988 17.3237 18.1899 0S.A1907 06.P.1907 07.A1907 _ 0 A1907 ,19Ct £ 1r J7 13.A1907 14,A1907 15.A1907 9.6464 10.1288 10.1288 10.6351 10.6351 i 1.1670 _ 111CJ0i 11 7254 7l 12 -- 17 t 1 z 14 2523 14.9648 14.9648 153131 15.7131 16.4988 10.6351 11.1670 15.71.31 17.3231 1f 1.899 ;i.0'il(1� �s 110'. 73.2153 24.3761 25.5949 16.4988 17.3237 18.1899 19.0994 11.1670 11.7254 1L311I X2.92°?� _ 6/' 15.7131 16.49887.7.323' 17.3237 11.7254 �17 311`l� i2 °�I? 73 I i 16.4988 18.1899 17.3237 1.8.1899 19.0994 .01"M 10 2321 3 24.3761 25.5949 26.8747 18.1899 19.0994 20.0542 -- 2>� 4 7761 25.5949 26.8747 28.2185 19.0994 20,0542 21.0570 20.0542 21,0570 22.1098 ?2.1098 61� 2 .5949�� ?3.2153 T 949 26.8747 26.8747 28.2185 29.6294 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 22.1098123.2153 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 31.1109 32.6663 34.2996 36.0146 19.A1907 19.0994 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 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 26.8747 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 36.01461 37.8154 39.7062 41.6915 43.7760 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 41.6915 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 43.7760 45.9648 48.2630 50.6763 26.A1907 26.8747 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 27.A1907 28.2185 29.6294 31.1109 32.6663 34.2996 36.0146 37.8154 39.70621 41.6915 43.7760 45.96481 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 43.77601 45,9648 48.2630 50,67631 53.2100 55.8705 58.6640 29.A1907 31.1109 32.6663 34.2996 36.0146 37.8154 39.7062 41.6915 43.7760 4S.96481 48.2630 50.6763 53.2100 55.8705 58.6640 61.5972 30.A1907 32.6663 34.2996 36.0146 37.8154 39.70621 41.6915 43.7760 45.9648 48,2630 50.6763 53.2100 55.8705 58.6640 61.5972 64.6771 31.A1907 34.2996 36.0146 37.81541 39.7062 41.69151 43.7760 45.9648 48.2630 50.6763 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 67.9110 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 67.91101 71.3065 74.8719 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 50.67631__53.2100 ___55.87051__58.6640L 61.5972 64.6771 67.9110 71.3065 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 67.9110 71.3065 74.8719 78.6155 82.5462 86.6735 91.0073 38.A1907 48.2630 50.6763 53.2100 55.8705 58.6640 61.59721 64.6771 67.9110 71.3065 74.8719 78.6155 82.5462 86.6735 91.0073 95.5575 39.A1907 50.6763 53.2100 55.87051 58.6640 61.5972 64.67711 67.9110 71.3065 74.8719 78.6155 82.5462 86.6735 91.0073 95.5575 100.3354 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 F?mplryees, American Federation of State, County, and Municipal Employees, Local 1007, (jointly "the Parties") to clarify the 2011-2012 collective bargaining agreement ("CfIA") as follows: WHEREAS, the Parties nnrtually agree to clarify Article 4.1, Article 24.7 and Article 39 of the existing CBA to reflect the intent of the Parties during collective bargaining negotiations; and NOW THEREFORE, the Parties agree as follows: I. ARTICLE 4 — MANAGEMENT RIGHTS WHEREAS, Article 4 specifically 4.1 provides "The parties agree to a sunset provision that begins at the ratification of this labor agreement wherein any MOU that is not included with the labor agreement prior to the expiration of this agreement will be considered null and void..." NOW THEREFORE, the Parties agree that the MOU's in existence on September 30, 2011 (attached hereto) shall be incorporated as part of the 2011-2012 collective bargaining agreement between the parties. it. ARTICLE 24.7 — WAGES WHEREAS, 4; -bili-- 24 5' e:'.l:C fly Ar i;,�l;; 2Ct ? nr;;V:Cl'„c "Barrr:�'.n.r r7 Lll.;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 24-11ou1'"fake Home Vehicle..." NOW 'THEREFORE, the Parties agree that Bargaining unit employees who are assigned a 24-1-Iour 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. Ill. ARTICLE 39 —SICK LEAVE WHEREAS, Article 39 specifically Article 39.11 provides `Bargaining unit members with infused accumulated sick leave hours in excess of the maximum carryover Lit the end of the year shall be paid for one hundred percent (1.00%) of the unused portion of their accumulated sick leave in excess of the maximum carryover. � � � NOW THEREFORE, the podicxugrocBargaining uoitInonnhomWiUhunus*] uucucou(u[ed sick |oavchoum in excess o[ibcmaximum carryover oithe end of" the year shall not be pald for any LInLISCd portion of their accumulated sick leave in excess of the moximucncarryover. A h tc President, 11 101-1 'Irti THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 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 THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. I AGREEMENT THIS AGREEMENT is entered into this of 20182414, - 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 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. 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 onceµ" t For the City of,, 6" : � For the Unix ,> FXx THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 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 the ba *. The City shallalso the Union 1��m rrndxt�an audits of any bargaining unit ,,. positions. 1.4 If there is a dispute between the parties regarding the inclusion or exclusion of any classifications within the bargaining unit, g � t, the issue shall be settled in accordance with State law. _ Tentatively Agreed to on r �L 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 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 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. REPRESENTATION OF THE UNION 3.1 The UNION shall be represented by the President of the UNION, or by a person designated in writing to the City Manager, the Director of Human Resources or designee by the President of the UNION. The identification of representatives shall be made each year at least fifteen (15) calendar days prior to April lst. Said designation shall be accompanied by an affidavit executed by said President that the UNION has complied with all requirements of State law in effect at that time with respect to registration of the UNION. 3.2 The President of the UNION, or the person designated by said President, shall have full authority to conclude an agreement on behalf of the UNION subject to ratification. It is understood that the UNION representative is the official representative of the UNION for the purpose of negotiating with the City. Negotiations entered into with persons other than those as defined herein, regardless of their position or association with the UNION, shall be deemed unauthorized and 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 c� Tentatively Agreed to on '> For the City of Miami: For the Union ,4 THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 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 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 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 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. 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 any one or more of the above functions from time to time, this will not be deemed a waiver of the City's right to exercise any or all of such functions. This provision will in no way alter or diminish the rights afforded by Article 7, Prevailing Benefits. Tentatively Agreed to on For the City of Miami: For the Union r` THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 1 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 - 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 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 on 2-f) 5N 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. 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 �; I 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 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 ofArticle14 - Grievance Procedure, but shall be subject to the method of review prescribed by law or rules and regulations having the force and effect of law. 6.5 The UNION shall not be required to process the grievance of a non- union member. Tentatively Agreed to on 2,'' t �J 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 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 y For the City of Miami: For the Uniondw `- r THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. .ARTICLE S ATTENDANCE AT MEETINGS/UNION TIME POOL 8.1 The President of the UNION or a designated representative shall be allowed to attend regular meetings and special meetings of the City Commission, State or National UNION Conventions, the Civil Service Board, the Equal Employment Opportunity Advisory Board and the Pension Plan Board. Time off for the UNION President or any other bargaining unit employees to attend these or other similarly approved meetings will be in accordance with Section 2 of this Article. 8.2 A UNION time pool is hereby authorized subject to the following* A. The City agrees to establish an annual time pool bank of 4,11-90 // 1 x� hours to be used in accordance with the provisions of this Article. All unused hours will be carried over to the following calendar year. B. For each bargaining unit member, except the UNION President, or a designee, when on full-time release, who is authorized to use time from the UNION time pool, the President shall fill out the appropriate form as provided for by the City. This form shall be signed by the UNION President and forwarded to the Department Director a minimum of seven (7) calendar days prior to the time the employee UNION representative desires such leave. A copy shall also be Tentatively Agreed to on �- `✓ �'`J'C� For the City of Miami: For the Union P4 THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 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 oranyaccident 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� For the City of Miami: �,� For the Union �T;q THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 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 bemadeto 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 Tentatively Agreed to on 4 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. 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 � 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 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 Tentatively Agreed to on For the City of Miami: For the Union V �J' THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 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 `'� For the City of Miami: For the Union 4 -> THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. r 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. Tentatively Agreed to on For the City of Miami: For the Union r — THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 11 NOTICES 11.1 The City agrees to provide to the UNION, the following: Agendas of regular and special City Commission meetings (except where exempt by applicable law), regular and special Pension Board meetings, regular and special Civil Service Board meetings and hearings, Charter Review and Reform Committee meetings, and Finance Committee meetings. 11.2 Upon request by the UNION, the City further agrees to provide the UNION with a complete copy of all current written standard operating procedures, and rules, regulations or departmental orders, and any amendments thereto, for any department in which bargaining unit members are assigned. 11.3 The Union shall be provided advance notice of all new employee l/0 orientations involving bargaining unit members and shall be allowed up to aye -44- hour to speak thereat. Tentatively Agreed to on 4 _ For the City of Miami: I rf?4 For the Union ''� THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. .ARTICLE 12 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 thesignatureof 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 r "� 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 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 theCityduring the week following each biweekly pay period to a dulyauthorized 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. Tentatively Agreed to on m� 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. 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 andemployeesin 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 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. 13.3 The dues check off authorization form provided by the City shall be used by employees who wish to initiate dues deduction. Tentatively Agreed to on For the City of Miami: _ For the Union w>z' THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 14 14.1 It is agreed to and understood by both parties that there shall be a procedure for the resolution of grievances arising from the application or interpretation of this Agreement. 14.2 A grievance is any dispute, controversy or difference between (a) the parties, (b) the City and an employee or employees on any issues with respect to, on account of, or concerning the meaning, interpretation or application of this Agreement or any terms or provisions thereof. A grievance shall refer to the specific provision or provisions of this Agreement alleged to have been violated. Any grievance not conforming to the provisions of this paragraph or that contains non- identification of specific violations of the Agreement shall be denied and not eligible to advance through the steps of the Grievance Procedure, including arbitration. 14.3 Nothing in this Article or elsewhere in this Agreement shall be construed to pmt require the UNION to process a grievance (a) on behalf of any -employee-without his/her consent or (b) with respect to any matter- which is the - subject of a grievance, appeal, administrative action before a governmental board or agency, or court proceeding, brought by an individual employee or group of employees, or by the UNION. Oral and written reprimands/warnings/deficiencies shall not be considered grievable under this Agreement or the Civil Service Board. Tentatively Agreed to on c'r 1 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. 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 ifliti,ting ,,etie,, for ,.,,, res any then 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; or agency or eourt pr,,,,eedi g 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 different levels of supervision shall be basedupona 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'— 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. 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 r� For the City of Miami: �� For the Union�i THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. it shall be presented directly at Step 3 of the Grievance Procedure, within the time limits provided for the submission of a grievance in Step 1 by the UNION President. If the grievance relates to a disciplinary action T -he 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-eemplcv rrc the Eleetio of grievanee to the second step of the Grievance Procedure. With regard to disciplinary actions, 4 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•ned. When the -Election : :. employeeor • Representative shall reduce the grievance to writing on the standard form provided for this purpose and presenting such written grievance to the Department Director j i concerned within fivie-W working days from the time the supervisor has given his/her oral response to Step 1. The Department Director or designee and Management Tentatively Agreed to on -r` �i 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. personnel concerned shall meet with the employee and the UNION Representative W"-" (C,;) and shall respond in writing to the UNION within4ve44working days from receipt of the written grievance. Step 3. If the grievance has not been satisfactorily resolved at Step 2, the employee and/or the UNION President may present a written appeal to the Director of Human Resources or designee within Reworking 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`f UNION within 8eworking days from receipt of the appeal. If the Grievance is not settled at Step 3, it may upon written request of the UNION President within sevmTi- )-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 For the City of Miami: _ ,, For the Union M THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 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 nat 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 f For the City of Miami: 6��'� _ For the Union "'.._ THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 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 underRule16. 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 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 -� For the City of Miami: J For the Union f� THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 16 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 For the City of Mianii: For the Union -- THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. I be a waiver of all other forums of review and clue proeess to whip -h- - em.ployee ma GJ V e'j) (ZAS J otheFwise be entitl shall be and shall not be used av a ins t the employee after a -period of tM years. I 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 on I / J�Z, 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 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. Tentatively Agreed to on 2 r For the City of Miami: 'i For the Union u. THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 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 be demoted or transferred by management in accordance with his/her seniority to another position in the bargaining unit that is as close to the employee's present class and wage level as possible and which he/she is able to perform and qualified to fill. The employee must make a written request for such demotion or transfer within three (3) working days after notification of layoff. Tentatively Agreed to onu r -r2, �M1 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. 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� 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 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 ti s 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. 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 For the City of Miami: i1 For the Union �� THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 19 .WILVD) . .. • r 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 4'0 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 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 -our-Doses 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 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 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 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 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 for the position being filled. When as IN, 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: Tentatively Agreed to on 4 �` 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. (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 toupgradeemployees' 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 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. 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 �7 " 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 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 For the City of Miami: For the Union r�Ml THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 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 fill supplementary 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. 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(d) If an employee remains temporarily disabled beyond the period of time in which he is entitled to collect supplementary pay benefits, he/she shall be entitled -- - to 2/3 "D" pay fortheadditional periodofhis/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. 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. The 2/3 "D" pay as described above shall be carried by the department until the retirement is granted or denied. 23.2(0 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 nonmandatory deductions including, but not limited to, a bargaining unit member's pension contribution', medical, life and other insurance contributions, and all other non -mandatory and voluntary deductions will be made by the City on the I The amount of the pension contribution shall be based on "earnable compensation" as defined by Miami Code Section 40-191. Tentatively Agreed to on.-� 1 �� 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. bargaining unit member's behalf only to the extent that sufficient funds are then available. The City will not make any nonmandatory 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 biweekly 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 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. 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 For the City of Miami:e^ _ For the UnionC THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. I 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 7 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 ARTICLE .24 WAGES 24.1 Effective October 1, 2017, employees shall receive n 2o/n across the I across the board wag e increase. In nrld;4-4- to the forpornincr increases. effective W �2-'/—owane red increase on October 1, �20 17). jan 4,yy_l _244rU on ..-ja new step schedules will be implemented for I bargaining unit members as set forth in the attached Appen App.�endices. Under the new step schedules, each stop increase will be worth five percent (5%) to the base, ii tl -naemb rate of pay is high9p Tentatively Agreed to on For the City ofMiami: --a)— For the Union Tentatively Agreed to on For the City ofMiami: --a)— For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. I Seale vs 016 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. Build' and Eleetr-i i�ate 4 -pay aiid ne les-,; th—p–n -base am3i w ng Dle-�Pi ElevateaF, and -1 e P- 1-'-i -A —A I- I E)Fnn9ee �;d1 ters a Tentatively Agreed to on ?- 11 - 0� o For the City of Miami: —0— For the Union ST--( THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. . 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 temporaxy employee shall be displaced. bBar9ai2!iu unit employees hired on or after October I, 1998 may be .laid off in accordance with Civil Service Rules and Regulations and/or applicable City policies. f Tentatively Agreed to on tr C) C) 10 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 24.2 All changes in salary for reasons Of Pro -motion, 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 a --ad 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 hours of the regular established shift must be within the hours of 6:00 p.ni. 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 I Step 3 5% after one (1) year at Step 2 Step 4 5% after one (1) year at Step 8 Tentatively Agreed to on For the City OfMiami: _WE For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. I 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 Stix -15 5% after, two (2) years at Step 14 24.6 Bargaining unit employees shall satisfactorily serve a probationary period of one year prior to gaining permanent status in the classified service. Any bargaining unit employee, upon normal retirement from City service, or separating under honorable conditions, who has served for a period of twenty-five (25) years or more, shall be granted, at the time of his normal retirement or honorable separation one hundred seventy-three and three tenths (173.3) hours of pay. 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 ARTICLE 25 PAY SUPPLEMENTS 25.1 Employees shall receive no additional pay supplements except as are specifically provided by this Agreement. Any pay supplements/tool allowance provided by this Agreement shall not be used in calculating average earnings for pension purposes or included in a bargaining unit member's base rate of pay for purposes of payoff of sick leave or vacation upon separation or retirement from the City. 25.2 Only those employees holding permanent status within the occupation of Heavy Equipment Mechanic within the City, and Heavy Equipment Mechanic Supervisor in GSA. shall receive a seven and one-half percent (7Y2%) 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 Tentatively Agreed to on For the City of Miami: For the Union wS r' THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 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 :s'— 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. 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 mini -mum 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 TI: Gasoline Engines T2: Diesel Engines T3: Drive Train Tentatively Agreed to on For the City of Miami: For the Union ITHIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. T4: Brakes I T5: Suspension and Steering T6: Electrical/Electronic Systems T7: Heating, Ventilation& AJC T8: Preventive Maintenance Inspection Truck Equipment Installation and Repair Series El: Truck Equipment Installation and Repair Specialist E2: Electrical/Electronic Systems Installation and Repair E3: Auxiliary Power Systems Installation and Repair Advanced Level Series LI: Automobile Advanced Engine Performance Specialist 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 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 26 613.11 M I'll;. 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 For the City of Miami: For the Union ti@` THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 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 4W 150) hours. If an employee takes compensatory time off, the hours in his/her bank shall be appropriately reduced by such time off. If an employee leaves the service of the City and cashes in his/her compensatory leave bank, the hours therein shall be valuated on the basis of the employee's regular rate of pay. The rate of pay shall not be less than the higher of the employee's final regular rate of pay or the average regular rate of pay during the last three (3) years of employment. 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. 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 eligible for overtime despite being in probationary status), by shift and classifications, according to seniority within the classification. A new overtime list by classification will be posted every two pay periods as a guide for such distribution. The remedy for the failure to offer overtime shall be that the employee shall be offered an equal or comparable amount of overtime at the next opportunity. 27.6 The overtime list by classification will be made up of all employees in that classification. If an employee refuses overtime, is sick, on vacation or on an excused absence the City will move to the next employee in line on the overtime list. For call-back overtime, if the employee does not answer his/her phone the City will move to the next employee in line on the overtime list. This provision is not to be interpreted as meaning the employee is not subject to call-back while on vacation or excused absence. 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. 1 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 For the City of Miami: AV, For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 25 GROUP INSURANCE 25.1 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 $4540,000.00 and AD&D coverage in the amount of $80-70,000. The UNION has secured a multi- year rate guarantee from the provider, Reliance Standard Mutual of Omaha. 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,� 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. 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: MedicalNision Cigna Network Dual Choice/POS Cigna Network Dental LIM DHMO-Ci gna/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 to on For the City of Miami: rVIO For the Union -fix` THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 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 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 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 C For the City of Miami: W For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 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 For the City of Miami: For the Union a `� THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 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 _5 z� 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. 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 t0: 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 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 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. Make recommendations to the City Manager to reduce health expenditures while maintaining a quality health plan at an affordable cost and which improves the health of employees and dependents. Review employee complaints and remedy situations concerning claims so long as the decision does not change or impact current benefits. This is intended to reduce the need for the grievance procedure; however, the bargaining unit member does not waive his/her right to file a grievance should the committee's remedy is not satisfactory to the employee. Review and update the Summary Plan Description (currently titled City of Miami Life and Health Benefits). Any and all other health care and wellness issues identified by the Committee as promoting initiatives to improve the health of employees and dependents while maintaining a quality health plan. The Committee shall meet monthly or as soon as practicable to commence initiatives outlined above. Insurance Deductions by Payroll - 28.2 The City shall continue to make available to the UNION a payroll deduction slot to purchase local UNION sponsored insurance programs. 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 Tentatively Agreed to on tM ,�� i 4, For the City of Miami: /l.z. For the Union ��'� THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. will be calculated at two cents (2¢) for each employee deduction, each payroll period, and ten cents (10¢) for each addition, deletion, or modification to the individual deduction. The UNION shall indemnify and hold the City, its officers, officials, agents and employees harmless against any claim, demand, suit or liability and for all legal costs arising from any action taken or not taken by the City, its officials, agents and employees in executing this activity. The Director of Human Resources or designee will advise the UNION of the deduction procedures that will be followed in the implementation and administration of this activity. 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. 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-Fi Seventy -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 r wenty-Fi Seventy -Five Dollars ($1775.00) for the purchase of another pair of safety shoes. This additional One Hundred and Twenty -Five Seventy -Five Dollars ($1275.00) 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. 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. 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 under 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. 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. 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. Tentatively Agreed to on For the City of Miami: ( 1 For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 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. Tentatively Agreed to on — A For the City of Miami: �� For the Union 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. 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 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. r 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. 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. Tentatively Agreed to on -mm 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. 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 mast 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. Tentatively Agreed to on For the City of Miami: For the Union C` THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 32 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. 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. ARTICLE 33 JURY DUTY/COURT APPEARANCE 33.1 Employees serving on jury duty shall be carried "JD" (Jury Duty) for actual working time lost when called to serve on jury duty. Such employees shall be paid at their regular hourly rate for all working time lost up to forty (40) hours per week. Employees who work `a regular shift between the hours of 11:00 p.m. and 7:00 a.m. and who are summoned to jury duty the day preceding their regular shift, shall be carried on leave of absence with pay for their regular shift. All employees released early from jury duty shall report back to work during their regular work schedule or shall forfeit the City compensation for Jury Duty for all hours they are absent. 33.2 In consideration of receiving their regular pay, employees called to serve on Jury Duty shall promptly notify their supervisor of the call to Jury Duty. The supervisor shall make a copy of the summons to Jury Duty and forward said copy with the payroll sheets for the week in which the employee is on Jury Duty. Employees who serve as jurors for Federal Court shall have deducted from their paycheck a jury duty fee equal to that compensation paid to the employee by the Federal Court in his/her jurisdiction per day in the payroll period following the week in which the employee was on Jury Duty. Employees who serve as jurors for State and County Court shall not have Jury Duty fees deducted for the first three (3) days of juror service. Employees who serve more than three (3) days of Jury Duty shall have deducted from their Tentatively Agreed to on`c:. For the City of Miami: k _ For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 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. Tentatively Agreed to on For the City of Miarni: � For the Union-�`�`� THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 34 =01-A111INDY.-Ing 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 consi I J arbitration. Tentatively Agreed to on For the City of Miaim:. For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 35 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 may parking for those employees who not desire to zn J 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. I 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 36 111-19011111�• • 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. Tentatively Agreed to on r 6 For the City of Miami: OR) For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 37 VACATION 37.1 Vacations shall be taken by the last pm,roll 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 hunched (500) hours allowed carryover shall be forfeited after January 1,t 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 hourin addition e -r= to a the maximum of five hundred 500) hours,ifrom 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 _nate of pay the employee was earning at. the time the employee was placed on fill 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 �vit:h the 1 I j5 9? THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. I 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 Penalt3, 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 Hours 4 months annual vacation accrual 696 thru 868 Hours 5 months annual vacation accrual 869 thru 1041 Hours 6 months annual vacation accrual 1042 thru 1214 Hours 7 months annual vacation accrual 93 `2 jo THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 1215 thru 1337 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 senioritv. 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. 94 THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 38 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. Tentatively Agreed to on —1— 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. (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 Tentatively Agreed to on For the City of Miami: �W-Y) For the Union Q.' THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 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. 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. 39.3 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 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 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 Tentatively Agreed to on For the City of Miami: For the Union S THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 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 sack leave an 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 Tentatively Agreed to on the employee with the balance of sick leave hours credited to his account as of the date the employee was laid off. 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. 1 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 (10050) 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 (10050) 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. 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 40 Mil:: I ►1� 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 Tentatively Agreed to on" For the City of Miami:.6,w For the Union Discipline Written warning Written reprimand Three (3) day suspension Fourteen (14) day Suspension THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. I 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. 'V 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. 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 FesaFor the City of Miazni: For the Union 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 C i 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 Cit of Miami: City For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 42 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 <- For the City of Miami: For the Union 4 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. �r Tentatively Agreed to on For the City of Miarni: For the Union`� THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. I 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 THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 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:,y 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 '74 ` 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 I THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. NLRIV L 3) o'th4,- cc'sf 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 .rte 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 For the City of Miami: �;For the Union •ti� 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 THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 50 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 rebid by seniority. Tentatively Agreed to on -/ r s. ' 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 ARTICLE 51 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 -- —z .�` ' . 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 52 PE-- N 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 employee Tentatively Agreed to on For the City of Miami: 047)1') For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. I 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 on January 1, 2013. The Backdrop option shall replace the existing DROPProgram. Employees who have not attained normal retirement eli, gib L-ity 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 1,201 3 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 Jump sum payment equal to the accumulation of monthly retirement benefit payments he/she would have received during the period following the Backdrop date through the actual retirement date ("Backdrop period"), Plus interest at the rate of 3% Per year, compounded annually, An eligible employee may elect a minimum Backdrop Period of I year and maximum Tentatively Agreed to on For the City of Miami: 2 For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. I 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 be selected. (b) Employees are eligible to elect the Backdrop option after completing one year of creditable service following the normal retirement date. A Backdrop election must be made within 10 years after becoming eligible for normal retirement. The maximum Backdrop period is 7 years. Eligible employees who wish to elect the Backdrop option must provide written notification to the City at least 8 months prior to the employee's retirement date; provided a lesser notice period may be approved by the City Manager due to special circumstances. Bargaining unit ZI) members will be eligible to revoke their Backdrop election one time, but within I month of their election. However, if a bargaining unit employee is granted a lesser notice period by the City Manager due to special circumstances, the employee will not he eligible for the one-time Backdrop election revocation. Employees are not required to elect the Backdrop option. (c) All or a portion of the lump sum payment under the Backdrop option may be rolled over to an eligible retirement plan or IRA in accordance with federal law. 52.5 The employee pension contribution shall be 10%. If the back DROP is ever terminated, for any reason, the rights of allpersons then in the DROP shall not be diminished or impaired. Additionally, if the back 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 DROP is ever terminated, all persons who are then eligible for a back DROP will still be eligible for a 7 year back DROP, The Board of Trustees of GESE shall develop operational rules for the implementation Of this Provision. 52.6Effective the service retirement benefit for emplovees -sed on a member's is provision (not the equal to three De tiDlIP.d h -V fl),- ,,, reLirement in effect at the ti Mn in effect at t' separation from em-pjOVment, 52.7 Upon retirement, t the service is ',ime of retires I receive a reti tuber's highest efle(,f.p.rl in f"ka pay rate for the purpose of calculating leave balance avoffs. The five er, salary increase shall not be nnn1jqc,b1- to overtime. Tentatively Agreed to on For the City of Miami: For the Union I THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. Ac) 0 3 01 ,Affective c �t4. "e4-- �4— r in t attained aze e ualin 70 Dints. Tentatively Agreed to on For the City of Miarni: 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, 20204-7 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, 20204-7, 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 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 �77- 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. ✓� 1u' Ey J.. ��' f ,, ;J.J )r ,< .r,,, P :.... ..:. .....:.. ..,. :a, ,, ,. r .,,, r.. ,! n..�;L �1 �l .,/d,�.%40 w/, .,.. nor /,: .. ,, ,.:dr� ✓i ,. ,��i eo 1005 Mail Clerk NEX 14.A1907 1008 Clerical Aide NEX 09.A1907 1010 Clerk I NEX 12.A1907 1011 Clerk II NEX 14.A1907 1012 Clerk III NEX 16.A1907 1013 Clerk IV NEX 20.A1907 1015 Transcriber NEX 24.A1907 1017 Community Service Provider NEX 18.A1907 1019 Police Typist Clerk_ NEX 15.A1907 1020 Typist Clerk I NEX 13.A1907 1021 Typist Clerk II NEX 15.A1907 1022 Typist Clerk III NEX 17.A1907 1023 Typist Clerk IV NEX 19.A1907 1024 Legal Clerk NEX 18.A1907 1025 Secretary I NEX 15.A1907 1026 Secretary II NEX 17.A1907 1027 Secretary III NEX 19.A1907 1028 Secretary IV NEX 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 Cust Service Rep Sr EX 24.A1907 1080 Client Support Services Aide NEX 20.A1907 1082 Client Support Services Specialist EX 22.A1907 1083 Client Support Services Supervisor EX 26.A1907 1105 Cashier I NEX 15.A1907 1106 Cashier II NEX 17.A1907 1110 Account Clerk NEX 17.A1907 1111 Payroll Clerk NEX 19.A1907 1112 Payroll Aide NEX 20.A1907 THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 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 28.A1907 1118 Project Accountant EX 26.A1907 1119 Accountant NEX 22.A1907 1120 Accountant Sr EX 25.A1907 1121 Accountant Supervisor EX 28.A1907 1122 Supervisor of Payrolls EX 30.A1907 1126 Staff 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 1150 Risk Management Specialist EX 24.A1907 1154 Group Insurance Aide NEX 19.A1907 1155 Group Insurance Assistant NEX 22.A1907 1156 Group Insurance Coordinator EX 26.A1907 1157 Group Insurance Specialist EX 28.A1907 1165 Financial Systems Administrator EX 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.A1907 1212 Procurement Contracting Officer NEX 25.A1907 1213 Materials Supv-CR NEX 21.A1907 1214 Auto Parts Supvr NEX 21.A1907 1215 Procurement Supv EX 33.A1907 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 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.A1907 1224 Auto Pts Spec I NEX 16.A1907 1225 Auto Pts Spec II NEX 18.A1907 1230 Lease Manager EX 34.A1907 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 1261 Project 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 Manager EX 34.A1907 1267 Project Manager - CIP (Horizontal) EX 32.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 II NEX 22.A1907 1307 Task Force Supervisor EX... 24.A1907 - 1309 Admin Asst I EX 25.A1907 1310 Admin Asst II EX 2&A1907 1311 Admin Asst III EX 31.A1907 1313 Human Resources Technician I NEX 20.A1907 1316 Human Resources Technician II NEX 22.A1907 1317 HR Specialist EX 24.A1907 1323 Human Resources Coordinator 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 THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 1340 Capital Improvements Assistant EX 26.A1907 1341 Market Ser Coord EX 28.A1907 1342 Rsch & Devt Spec EX 28.A1907 1343 Contract Compliance Analyst EX 27.A1907 1344 Procurement Contracts Officer EX 29.A1907 1345 Fiscal Assistant NEX 22.A1907 1346 Training and Development Specialist EX 27.A1907 1347 Cable Comm. Assistant EX 24.A1907 1348 Marketing Specialist NEX 24.A1907 1349 innovation Analyst - EX 27.A1907 1350 Marketing Supervisor EX 29.A1907 1351 Strategic Planning & Performance Analyst EX 27.A1907 1352 Business Develop Sr EX 28.A1907 1354 Business Developer EX 26.A1907 1356 Business Dev Supv EX 31.A1907 1357 Economic Analyst EX 26.A1907 1358 Supervisor Of Economic Research EX 30.A1907 1359 Principal Economic Analyst EX 31.A1907 1361 Employmt Interviewer 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 1365 Training Officer EX 26.A1907 1366 Staff Anist Asst EX 24.A1907 1367 Staff Analyst EX 26.A1907 1368 Staff Anlst Sr EX 28.A1907 1369 Staff Analyst Prncpl EX 30.A1907 1370 Contracts Manager EX 34.A1907 1371 Hearing Boards Coordinator EX 28.A1907 1372 Customer Service Specialist NEX 22.A1907 1373 Sanitation Services Coordinator EX 25.A1907 1374 Hearing Boards Specialist NEX 22.A1907 1375 Job Training Specialist EX 25.A1907 1376 Job Training Specialist, Sr EX 21.A1907 1377 Hearing Board Specialist II NEX 24.A1907 1378 Property And Casualty Coordinator EX 28.A1907 1379 Safety Manager EX 33.A1907 1380 Veteran Services Information & Referral Specialist NEX 16.A1907 1382 Support Services Coor EX 31.A1907 1384 Assistant Productivity Analyst EX 24.A1907 1385 Productivity Analyst EX 26.A1907 THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 1386 Insurance Information Analyst EX 34.A1907 1388 Legislative Coordinator EX 25.A1907 1389 Records Systems Specialist EX 26.A1907 1390 Special Projects Coordinator EX 29.A1907 1391 Assistant Agenda Coordinator EX 25.A1907 1392 Technical Support Analyst EX 27.A1907 1395 Victims Advocate EX 28.A1907 1397 Information Analyst EX 26.A1907 1405 City Photographer NEX 20.A1907 1410 Public Relations Agent EX 25.A1907 1411 Capital Impry Community Outreach & Engmt Coord EX 32.A1907 1413 Promotion Assistant NEX 12.A1907 1414 Public Rel Splst EX 29.A1907 1419 Public Relations Aide NEX 20.A1907 1420 Publicity Writer EX 25.A1907 1421 Public Rel Agnt EX 27.A1907 1422 Public Info Ofcr EX 28.A1907 1423 Public Information Coordinator EX 30.A1907 1424 Social Broadcasting Specialist NEX 25.A1907 1425 Multimedia Specialist NEX 23.A1907 1426 Protocol Officer EX 29.A1907 1427 Assistant To The Protocol Officer EX 25.A1907 1430 Events Agent NEX 22.A1907 1431 Special Events Coordinator EX 25.A1907 1436 Intergovmental Film Liaison EX 23.A1907 1440 Legislative Services Rep. I NEX 19.A1907 1441 Legislative Services Rep. II EX 22.A1907 1442 Legislative Services Rep. III EX 25.A1907 1505 Switchboard Oper NEX 14.A1907 - 1506 Information Clerk NEX 14.A1907 1510 Application Support EX 09. IT 1511 Senior Application Support EX 10.IT 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 I NEX 16.A1907 1526 Photolithographer NEX 18.A1907 1527 Print Shop Supervisor EX 24.A1907 1528 Print Shop Asst Supt EX 27.A1907 1529 Print Shop Supt EX 30.A1907 1530 Print Shop Heloer NEX 12.A1907 THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 1531 Duplicating Equip Op II NEX 19.A1907 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.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 1543 Pc 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 Technical Writer EX 27.A1907 1548 Information Technology Technician I NEX 01.IT 1549 Information Technology Technician II EX 05.IT 1550 Information Technology Tech. III EX 11.IT 1551 Help Desk Supervisor EX 13.IT 1552 Information Systems Security Officer Supervisor 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 Network Analyst EX 14.IT 1557 Computer Opr Supv EX 26.A1907 1558 Computer Training Specialist EX 08.IT 1559 Applications Support Supervisor EX 17.IT 1560 Programmer Asst NEX 23.A1907 1561 Cyber Security Analyst EX 15.IT 1562 Systems Programmer EX 29.A1907 1563 Software 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 1571 Systems Maintenance Supervisor EX 32.A1907 1572 Computer Opr Chf EX 32.A1907 1573 Data Base Manager EX 18.IT 1574 Oracle Database Manager EX 35.A1907 THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 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.IT 1580 Network Administrator EX 16.IT 1581 Business Systems Administrator EX 32.A1907 1582 Teleprocessing Coord EX 28.A1907 1583 Geographic Information System Technical Analyst EX 15.IT 1584 Data Librarian NEX 20.A1907 1585 Geographic Information Systems Data Spec EX 11.IT 1586 Scheduler/Expediter NEX 21.A1907 1587 Information Systems Manager, Fire/Police 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 Business Analyst EX 13.IT 1596 Business Analyst Supervisor EX 32.A1907 1602 Finance Accounting Assistant NEX 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 Financial Analyst II EX 28.A1907 1609 Senior Accounts Payable Analyst EX 30.A1907 1610 Senior Financial Analyst EX 30.A1907 1620 Financial Information Business Process Analyst EX 30.A1907 1624 Finance Accounting Aide NEX 19.A1907 1627 Asst Accts Receivable Supervisor NEX 25.A1907 1629 Customer Service Supervisor EX 30.A1907 1630 Capital Assets Aide NEX 18.A1907 1635 Finance Revenue Collections Inpsector NEX 22.A1907 1637 Finance Revenue Collections Coordinator EX 25.A1907 1701 Grant Funded Workforce Career Advisor EX 15.A1907 1702 Grant Funded Workforce Business Consultant EX 19.A1907 1704 Grant Funded Workforce Program Supervisor EX 22.A1907 1705 Grant Funded Workforce Program Specialist I NEX 13.A1907 1706 Grant Funded Workforce Center Manager EX 29.A1907 1707 Grant Funded Workforce Employer Specialist EX 19.A1907 THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 1710 Grant Funded Workforce Prog Workshop Facilitator EX 19.A1907 1711 Grant Funded Workforce Placement Specialist EX 15.A1907 1730 Grant Program Lead EX 25.A1907 1808 Claims Account Specialist NEX 22.A1907 1810 Claims Adjustor I EX 22.A1907 1812 Claims Adjustor II EX 24.A1907 1816 Claims Adjustor III EX 26.A1907 1820 Coll/Subrogation Spec EX 24.A1907 1822 _ Claims 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 III NEX 24.A1907 2018 Eng Tech IV EX 27.A1907 2019 Construction Coordinator EX 27.A1907 2020 Cadd Operator NEX 24.A1907 2029 Street Lighting Eng l EX 27.A1907 2030 Professional Engineer I _ EX 30.A1907 2031 Engineer I EX 27.A1907 2032 Professional Engineer 11 EX 31.A1907 2.033 Professional Engineer III EX 33.A1907 2034 Professional Engineer IV EX 35.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 III EX 30.A1907 2048 Architect I EX 26.A1907 2049 Architect II EX 30.A1907 2050 Architect III EX 31.A1907 2053 Landscape Architect EX 30.A1907 2054 Landscpe Arch Supv EX 31.A1907 2056 Project Rep. EX 27.A1907 2057 CITP Project Liaison EX 31.A1907 2060 Cable Tv Engineer EX 31.A1907 2100 Roofing Inspector NEX 01.INS 2101 Roofing Inspector, Sr EX 29.A1907 THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 2103 Senior Building Inspector EX 03.INS 2105 Senior Plumbing Inspector EX 03.INS 2107 Senior Mechanical Inspector EX 03.INS 2109 Senior Electrical Inspector EX 03.INS 2110 Bldg Insp I NEX 27.A1907 2111 Bldg Insp II EX 29.A1907 2112 Chief Building Inspector EX 05.INS 2113 Chief of Inspection Services EX 33.A1907 2114 Building Inspector NEX 01.INS 2116 Structural Engineer(plans Exam) EX 35.A1907 2120 Elec Insp I NEX 27.A1907 2121 Elec Insp II EX 29.A1907 2122 Elec Insp Chief EX 05.INS 2123 Electrical Inspector NEX 01.INS 2125 Senior Roofing Inspector EX 03.INS 2127 Senior Elevator Inspector EX 03.INS 2130 Plumbing Insp I NEX 27.A1907 2131 Plumbing Insp II EX 29.A1907 2132 Plumbing Insp Chf EX 05.INS 2134 Plumbing Inspector NEX 01.INS 2140 Construction Inspection Representative NEX 17.A1907 2142 Resilience Programs Manager EX 30.A1907 2143 Environmental Compliance Specialist EX 27.A1907 2144 Environmental Compliance Coord. EX 28.A1907 2145 Zoning Plans Processor EX 29.A1907 2146 Zoning Manager EX 33.A1907 2149 Building Services Assistant IV NEX 24.A1907 2150 Zoning Inspector I NEX 23.A1907 2151 Zoning Information Specialist NEX 27.A1907 2152 Zoning Information Supervisor EX 30.A1907 2153 Plans Processing Aide NEX 19.A1907 2154 Plans Processing Specialist NEX 30.A1907 2155 Code Compliance Inspector NEX 24.A1907 2156 Code Enforcement Inspector II EX 26.A1907 2157 Zoning Information Technician NEX 22.A1907 2158 Mech Insp, I NEX 27.A1907 2159 Mech Insp II EX 29.A1907 2160 Mech Insp Chief EX 05.INS 2161 Mechanical Inspector NEX 01.INS 2165 Elevator Inspector NEX 01.INS 2167 Chief Elevator Inspector EX 05.INS THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 2168 Chief, Unsafe Structures EX 32.A1907 2170 Building Services Assistant I NEX 17.A1907 2171 Building Services Assistant II NEX 19.A1907 2172 Building Services Assistant III NEX 22.A1907 2176 Supv Permits & Rev EX 29.A1907 2178 Chief Code Enforc Off EX 31.A1907 2181 Cable Tv Tech Spec NEX 21.A1907 2187 Business Tax Receipts Aide NEX 17.A1907 2188 Business Tax Receipts Specialist EX 22.A1907 2190 Assistant Occupational License Supv EX 25.A1907 2192 Business Tax Receipts Supervisor EX 30.A1907 2195 Housing Quality Inspector NEX 24.A1907 2196 Housing Quality Inspector, Sr EX 26.A1907 2203 Graphic Designer,Senior EX 26.A1907 2204 Graphic Designer NEX 24.A1907 2205 Planning III I NEX 19.A1907 2206 _ Planning 111 11 - - 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 Specialist I NEX 22.A1907 2212 Environmental Resources Specialist 11 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 I 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 Hsg Rhb Estim Sr EX 26.A1907 2232 Soc Prg Analyst NEX 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 Anl Sr EX 25.A1907 2235 Soc Prg Anl Supv EX 28.A1907 2237 Commty Dv Prj Supv EX 29.A1907 2239 Social Prog Coord EX 31.A1907 2240 Hsg Rhb Ln/O Asst NEX 19.A1907 2244 Hsg Rhb Estim Asst NEX 19.A1907 2250 Loan Specialist EX 24.A1907 2252 Loan Program Manager EX 28.A1907 2257 Project Representative, Senior EX 31.A1907 2258 Development Coordinator EX 34.A1907 2972 Volunteer Coordinator 28.A1907 3001 Laborer I NEX 15.A1907 3002 Laborer II 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 Public Works Superintendent EX 31.A1907 3021 Assistant Heavy Equipment Specialist NEX 23.A1907 3022 Sanitation Supervisor NEX 25.A1907 3023 Heavy Eqp Specialist EX 25.A1907 3024 Recycling Coordinator NEX 25.A1907 3025 Waste Col Supt Ast EX 28.A1907 3026 Superintendent Of Solid Waste EX 30.A1907 3104 Auto Eqp Op I NEX 17.A1907 3105 Auto Eqp Op II NEX 19.A1907 3106 Auto Eqp Op III NEX 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 Air Cond Mech NEX 27.A1907 3308 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 20.A1907 3315 Gen Maint Rep-Carpen. NEX 21.A1907 3316 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 23.A1907 3319 Electrician II NEX 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 Mason NEX 21.A1907 3335 Painter NEX 20.A1907 3336 Auto Body Wrkr/Pntr NEX 22.A1907 3337 Painter Sign NEX 21.A1907 3338 Painter Supv NEX 23.A1907 3339 Auto Pnt/Bdy Shop Spv NEX 24.A1907 3340 Pipefitter NEX 19.A1907 3341 Pipefitter Supv NEX 22.A1907 3350 Welder NEX 22.A1907 3358 Composting Facility Supervisor NEX 25.A1907 3360 Facilities Oper Wrkr. NEX 16.A1907 3361 Facilities Oper Worker, Senior NEX 20.A1907 3362 Facilities Oper Supvr NEX 23.A1907 3370 Prop Maint Asst Supt EX 31.A1907 3371 Prop Maint Supt EX 33.A1907 3372 Pol Secuty & Fac Supv NEX 21.A1907 3374 Police Fac Asst NEX 19.A1907 3402 Fuel Fac Att NEX 15.A1907 3404 Auto Mech Helper NEX 17.A1907 3405 Automotive Service Writer NEX 19.A1907 3406 Auto Mechanic NEX 23.A1907 3407 Auto Mech Supv NEX 25.A1907 3408 Fuel Fac Supv NEX 21.A1907 3409 Heavy Eqp Mech Helper NEX 18.A1907 3410 Heavy Eqp Mech NEX 24.A1907 3411 Heavy Eqp Mech Supv NEX 26.A1907 3420 Garage Asst Supt EX 29.A1907 3450 Fleet Manager EX 33.A1907 3452 Supt.- Garage Or Motor Pool EX 30.A1907 3455 Fleet Management Representative NEX 22.A1907 3456 Fleet Liaison NEX 20.A1907 3638 Facility Maintenance Technician NEX 20.A1907 3642 Facility Maintenance Manager EX 28.A1907 THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 3643 Parks & Recreation Facility Maintenance Manager EX - 25.A1907 3644 Utility Analyst EX 28.A1907 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 NEX 31.A1907 5035 Forensic Investigations Manager EX 34.A1907 5037 Guard/Porter NEX 06.A1907 5039 School Crossing Guard Supervisor EX 13.A1907 5040 Public Service Aide NEX 17.A1907 5050 Professional Compliance Supv. EX 28.A1907 5060 Police Records Supr EX 28.A1907 5065 Criminal Intelligence Analyst I EX 26.A1907 5066 Criminal Intelligence Analyst II EX 28.A1907 5070 Crime Analyst I NEX 22.A1907 5071 Crime Analyst II NEX 24.A1907 5073 Video Retrieval Specialist NEX 22.A1907 5076 Prof Compliance Asst NEX 19.A1907 5077 Prof Comp] Rep EX 26.A1907 5090 Senior Policy Analyst EX 28.A1907 5301 Fire Plans Examiner NEX 30.A1907 5302 Fire Sfty Spec. Sr. NEX 25.A1907 5303 Fire Sfty Spec.Supv EX 27.A1907 5304 Fire Sfty Spec NEX 23.A1907 5314 Emergency Management Coordinator EX 30.A1907 5315 Fire Supplies Clerk l NEX 14.A1907 5316 Fire Supplies Clerk II. NEX 17.A1907 5317 Grant Funded Emergency Management Planner EX 26.A1907 5318 Fire And Life Safety Education Coordinat EX 28.A1907 5319 Fire & Life Safety Ed.Spec. EX 24.A1907 5320 Video Program Spec EX 23.A1907 THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 5323 Video Program Prod EX 28.A1907 5324 Show Producer EX 28.A1907 5401 Multimedia Manager EX 26.A1907 5403 Communications Equip. Maint. Specialist NEX 19.A1907 5404 Comm Repair Wrkr NEX 21.A1907 5405 Comm Tech NEX 25.A1907 5406 Comm Tech Supv NEX 27.A1907 5407 Comm Maint Asst Supt EX 30.A1907 5408 Comm Tech Supt EX 33.A1907 5409 Communications Specialist EX 26.A1907 5410 Microwave Technician NEX 25.A1907 5411 Communications Technical Operator EX 25.A1907 5412 Comm Center Supervisor, Police EX 28.A1907 5413 Emergency Dispatch Assistant NEX 20.A1907 5414 Police Comm. Records Custodian NEX 22.A1907 5415 Emergency Dispatcher NEX 22.A1907 5416 Comm Oper Spvsr NEX 24.A1907 5417 Emd Quality Assurance Specialist NEX 24.A1907 5418 Comm Center Supervisor,Medical/Fire EX 28.A1907 5419 Communications Training Specialist EX 26.A1907 5420 Telc Sys Dev Mgr EX 33.A1907 5423 Telecommunications Technician (RJ) NEX 32.A1907 5424 Telecommunications Technician Assistant NEX 23.A1907 5425 Telecommunications Technician NEX 08.IT 5426 Telecommunications Technical Specialist NEX 21.A1907 5430 Broadcast Engineer EX 31.A1907 5432 Videographer/Editor EX 23.A1907 5433 Audiovisual Technician NEX 19.A1907 5436 Emergency Dispatcher Supervisor, M/F NEX 24.A1907 5446 Emergency Dispatcher Supervisor, Police NEX 24.A1907 5510 Guard NEX 13.A1907 5512 City Ranger NEX 14.A1907 5515 Park Ranger NEX 13.A1907 5516 Park Ranger Supervisor EX 24.A1907 5517 Senior Park Ranger NEX 16.A1907 5520 Stable Attendant NEX 17.A1907 5523 Stable Attndnt Supvr. NEX 20.A1907 5529 Facility Attend NEX 14.A1907 5530 Marinas Faclt Att NEX 13.A1907 5560 Jtpa Trainee NEX 06.A1907 5711 Administrative Assistant III EX 31.A1907 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 6017 Arborist NEX 22.A1907 6020 Cemetery Sexton NEX 20.A1907 6021 Parks Naturalist NEX 23.A1907 6022 Parks Naturalist Sr. EX 26.A1907 6025 Nursery Tender NEX 17.A1907 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 6048 Superintendent Of Maintenance, Assistant EX 31.A1907 6049 Parks Operations Coordinator EX 29.A1907 6050 Parks Supt Of EX 31.A1907 6051 Superintendent Of Recreation, Assistant EX 31.A1907 6052 Athletic Coordinator EX 30.A1907 6053 Superintendent Of Parks EX 33.A1907 6054 Superintendent of Parks and Recreation EX 33.A1907 6055 Sports Turf Manager EX 26.A1907 6059 Asst Stadiums Manager EX 30.A1907 6060 Stadium Manager EX 32.A1907 6062 Marine Stad Mgr EX 27.A1907 6063 Cultural Arts Center Manager EX 31.A1907 6064 Auditorium Manager Asst EX 25.A1907 6065 Auditorium Mgr EX 29.A1907 6067 Marinas Operations Supervisor NEX 18.A1907 6068 Marinas Aide NEX 16.A1907 6069 Marinas Supervisor NEX 21.A1907 6070 Marinas Manager, Asst. EX 28.A1907 6071 Marinas Manager EX 34.A1907 6080 Parks & Recreation Mgr I EX 23.A1907 6081 Parks &Recreation Mgr II EX 26.A1907 6082 Waterfront Park Manager EX 26.A1907 6102 STEAM Education Coordinator NEX 24.A1907 6105 Lifeguard (P/0) EX 17.A1907 6106 6107 6108 6109 6110 6111 6115 6118 6119 6120 6121 6122 THIS DOCUMENT IS A SUBSTITUTION TO Program Coord. EX ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT 6124 Program Coord, Asst END OF THIS DOCUMENT. 27.A1907 6125 Ocean Rescue Lifeguard NEX 20.A1907 Pools Supervisor EX 25.A1907 Senior Ocean Rescue Lifeguard NEX 22.A1907 Lifeguard Sr. (P/0) EX 19.A1907 Aquatic Program Planner EX 29.A1907 Superintendent of Aquatics EX 31.A1907 Irrigation Specialist NEX 19.A1907 Japanese Garden Specialist EX 29.A1907 Cult Affr Coo rd EX 29.A1907 Tennis Supvsr EX 19.A1907 Special Education Teacher EX 25.A1907 Education 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 22.A1907 6127 Program Assistant NEX 16.A1907 6128 Disabilities Program Leader NEX 22.A1907 6129 Program Specialist NEX 19.A1907 6131 Disabilities Recreation Leader NEX 22.A1907 6132 Golf Course Superintendent EX 20.A1907 6133 Licensed Social Worker EX 28.A1907 6135 Baseball Supv EX 20.A1907 6144 Gen Recreation Prog Planner EX 29.A1907 6148 Aquatic Specialist NEX 18.A1907 6149 Rec Specialist NEX 18.A1907 6151 Water Sports Inst NEX 23.A1907 6152 Boxing Supervisor EX 22.A1907 6156 Youth Pgm, Spec EX 25.A1907 6160 Fitness Center Specialist EX 21.A1907 6161 Recreation Aide 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 Adm Ast EX 25.A1907 6302 Day Care Ctr Supv EX 25.A1907 6303 Day Care Specialist NEX 18.A1907 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 EX 28.A1907 7020 Comm Invol Asst NEX 19.A1907 7021 Crime Prevention Specialist NEX 22.A1907 7031 Sanitation Inspector II 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 NEX 19.A1907 8034 Typist Clerk I NEX 13.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 Asst II 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 Technical Oper Coord EX 24.A1907 8118 Legislative Services Representative II NEX 22.A1907 8119 Legislative Services Representative III EX 25.A1907 8120 Legislative Services Supervisor EX 29.A1907 8121 Transcriber EX 24.A1907 8122 Records Reten Coord EX 25.A1907 8134 Resource Allocation Manager EX 35.A1907 8135 Marketing 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 8145 Typist Clerk IV NEX 19.A1907 8152 Fleet Manager EX 33.A1907 8157 Social Worker EX 22.A1907 8158 Program Specialist EX 29.A1907 8159 Program Coordinator - Capital Improvements Program EX 32.A1907 8160 Chief Architect EX 36.A1907 8162 Information Analyst EX 26.A1907 THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 8163 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 25.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 Supervisor EX 31.A1907 8440 Development Coordinator EX 34.A1907 8441 Preservation Officer EX 34.A1907 8450 Telecommunications Administrator EX 34.A1907 8452 Youth Program Coordinator EX 30.A1907 8461 Assistant System Administrator EX 33.A1907 8463 Chief Of Urban Design EX 34.A1907 8464 Chief Of Land Development EX 34.A1907 8466 Planning Illustrator EX 22.A1907 8467 Urban Design Coordinator EX 32.A1907 8468 Community Planner EX 31.A1907 8469 Net Community Services Worker NEX 15.A1907 8471 Ada Construction Coordinator EX 30.A1907 8473 Cip Public Relations Coordinator EX 32.A1907 8474 Capital Improvement Assist EX 26.A1907 8475 Hazard Mitigation/Disaster Recovery Spec EX 34.A1907 8476 Homeless Program Administrator EX 32.A1907 8477 Net Community Service Worker Supervisor NEX 18.A1907 8478 Lease Mgmt Specialist EX 28.A1907 THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 8484 Grant Writer EX 28.A1907 8490 Insurance Financial Analyst EX 28.A1907 8510 Records System Coordinator EX 30.A1907 8514 Records Systems Aide NEX 20.A1907 8515 Records System Specialist EX 26.A1907 8560 Grants Financial Supervisor EX 30.A1907 8561 Budget Systems Developer EX 32.A1907 8565 Special Projects Manager EX 34.A1907 8568 Employee Services Aide EX 22.A1907 8574 Special Events Assistant EX 22.A1907 8575 Special Events Coord EX 25.A1907 8576 Special Events Manager EX 31.A1907 8578 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 EX 30.A1907 8589 Urban Forester EX 27.A1907 8590 Economic Development Project Manager EX 34.A1907 8605 Project Manager - Cip EX 32.A1907 8606 Chief Project Manager EX 36.A1907 8607 Senior Project Manager - Cip EX 34.A1907 8611 Audiovisual Technician NEX 19.A1907 8612 Video Program Specialist EX 23.A1907 8613 Chief Communications Engineer EX 31.A1907 8614 Communications Technical Operator EX 25.A1907 8615 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 Project Representative Senior EX 31.A1907 8638 Maintenance Technician NEX 20.A1907 8640 Facility Manager EX 30.A1907 THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 8642 Facility Maint. Manager EX 2&A1907 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 8651 Applications Support & Integration Manager EX 19.IT 8653 IT Quality Assurance Manager EX 35.A1907 8654 Information Technology Customer Service Manager EX 36.A1907 8656 Loan Review Specialist EX 26.A1907 8657 Loan Review Assistant EX 24.A1907 8658 Community Involvement Spec NEX 21.A1907 8659 Loan Review Analyst EX 30.A1907 8660 Sr. Procurement Contract Off. EX 31.A1907 8661 Procurement Aide NEX 19.A1907 8662 Procurement Card Administrator EX 25.A1907 8664 Procurement Contracting Manager EX 33.A1907 8685 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 EX 25.A1907 8724 Accountant EX 22.A1907 8726 Account Clerk NEX 17.A1907 8729 Auditor Assistant _ NEX 19.A1907 8732 Public Relations Agent EX 27.A1907 8736 Public Information Coord 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.AJ.907 8742 Code Compliance Specialist EX 26.A1907 8743 Chief Elevator Inspector NEX 32.A1907 8744 Chief Civil Engineer EX 36.A1907 -33.A1907 8745 Chief Of Inspection Services EX 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 ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. Financial Reporting Manager EX 32.A1907 Internal Controls and Compliance Manager EX 34.A1907 Financial Dev Coord EX 31.A1907 Admin Aide I NEX 20.A1907 Admin Aide II NEX 22.A1907 Investigator II, Civilian Investigative Panel EX 28.A1907 Investigator, Civilian Investig. Panel EX 26.A1907 Civilian Investigative Panel Analyst EX 26.A1907 Film And Culture Administrator EX 27.A1907 Cultural Administrator EX 28.A1907 Cultural Arts Center Manager EX 31.A1907 Auditorium Mgr Assist EX 25.A1907 Convention Center Manager EX 31.A1907 Traffic Engineer EX 32.A1907 Transportation Coordinator EX 36.A1907 Special Projects Assistant EX 25.A1907 Spec Projects Coord EX 29.A1907 Transportation Analyst EX 29.A1907 Assistant Facility Maintenance Manager EX 26.A1907 Client Support Sery Aide NEX 20.A1907 Assessment & Referral Spec. EX 24.A1907 Training Specialist EX 25.A1907 Job Placement Specialist EX 22.A1907 Skills Coach EX 23.A1907 Case Management Supervisor EX 28.A1907 Case Manager EX 25.A1907 Sr.Job Placement/Marketing Spec EX 28.A1907 Case Management Assistant EX 22.A1907 ; Training Coordinator EX 28.A1907 Training And Development Specialist EX 27.A1907 Contract Compliance Analyst EX 27.A1907 Contract Compliance Manager EX 34.A1907 Employment Program Analyst EX 27.A1907 Job Placement/Marketing Coord EX 32.A1907 Fiscal Assistant EX 22.A1907 Fiscal Administrator EX 30.A1907 Housing Quality Assurance Aide NEX 19.A1907 Housing Quality Assurance Supervisor EX 29.A1907 Housing Program Manager EX 32.A1907 Housing Program Analyst NEX 28.A1907 Housing Quality Assurance Monitor NEX 24.A1907 THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 8900 Grant Funded Hosing Qlty Assur Monitor EX 24.A1907 8901 Grant Funded Housing Qlty Assur Super EX 29.A1907 8903 Grant Funded Housing Program Analyst EX 28.A1907 8905 Grant Funded Assessment/Ref. Spec EX 24.A1907 8906 Grant Funded Emergency Mgmt Coord. EX 36.A1907 8910 Grant Funded Environmental Coordinator EX 28.A1907 8920 Grant Funded Administrative Aide I NEX 20.A1907 8921 Grant Funded Administrative Aide II EX 22.A1907 8923 Grant Funded Administrative Asst. I EX 25.A1907 8924 Grant Funded Vista Program Asst. EX 24.A1907 8925 Grant Funded Program Specialist EX 29.A1907 8927 Grant Funded Homeless Housing Specialist NEX 17.A1907 8928 Grant Funded Homeless Housing Supervisor EX 25.A1907 8930 Grant Funded Contract Compliance Analyst EX 27.A1907 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.A1907 8939 Grant Funded Loan Specialist EX 24.A1907 8945 Grant Funded Loan Review Specialist EX 26.A1907 8950 Grant Funded Fiscal Assistant EX 22.A1907 8951 GF Budget and Financial Support Advisor EX 27.A1907 8959 Grant Funded Clerk I NEX 08.A1907 8960 Grant Funded Clerk III NEX 16.A1907 8972 GF Workforce Program Supervisor EX 22.A1907 8973 GF Workforce Career Advisor EX 15.A1907 8974 GF Workforce Lead Career Advisor EX 20.A1907 8975 GF Workforce Employer Specialist EX 19.A1907 8976 GF Workforce Placement Specialist EX 15.A1907 8979 GF Workforce Business Consultant - EX 19.A1907 8980 GF Workforce Employer Consultant EX 19.A1907 8982 GF Workforce Program Workshop Facilitator EX 19.A1907 8984 GF Workforce Program Customer Service Rep NEX 10.A1907 8986 GF Workforce Program Specialist I NEX 13.A1907 8987 GF Workforce Program Specialist II NEX 15.A1907 8990 Grant Funded Workforce Outreach Specialist NEX 14.A1907 Employees in job codes 8082, 8083, 8206, 8770, and 8773 are included in the unit, other than those excluded per the Unit Clarification Petition settlement agreement made and entered on March 24 2016 and April 26, 2018 between AFSCIVIE 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. s' THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT }` END OF THIS DOCUMENT. f 77 car C fJ f C{ 1� r '1 r� i r.� jig j i f THIS DOCUMENT IS A SUBSTITUTION TO ! ! ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT I r END OF THIS DOCUMENT. THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. CVrY Of :MONfl' INTER -OFFICE MENMANDWA Alan Dodd Director September 4.1-019 Department of Public Work's Public NVorks Supervisor Joe Napoli Deputy Cityli'vlanager City Manager's Office NLE. Effective upon ratification of the October 1, 2017 – September 30., 2020 AFSCTNIE 1907 Collective Bargaining Agreement, bargaining unit members in the Public Works Supervisor 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 Public Works Supervisor classification will not change or be affected by the agreement to provide this additional benefit. c: AFSCME' Local 1907 Department of'Hunian Resources, LaborRelatioris Division THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. Gi` Y INTER -OPFICE, N12 IM ORAN DU N1 --- — ------ Mario Nunez Director Septeniber 4. 20 18 Department of Solid 'Xastc Chief Sanitation lnsp�:ctor Joe Napoli Deputy City I.Manager City Manager's Office Effective upon ratification of the October 1, 2017 — September 30, 2020 FSC IE 1907 Collective Bargaining Agreement, bargaining unit members in the Chief Sanitation Inspector exempt classification, will receive compensatory time on an hour - for -hour basis when thev 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 affe�cted by th(,.= agreement to provide this additional benefit. c� AFSC,'YIE Local 1907 Deparunent W"Hurnan Resources. Labor lZelations 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 r � � C t For the City of Miami IT Schedule 1/7/2018 7 yr 1 yr_ 1 yr 1 yr 1 yr_ 1 yr 1 yr-- 2 yr �2 yr 2 yr 2 yr 2 yr 2 yr 2 yr 2 yr 19_9519 20.9495 I 21.9970 23.0968 �' 24.2517 25.4643 26.73751 28.0744 29.4781 30.9520 I 32.4996 34.1246 35.8308 1 37.6223 39.5034 20.9495 21.9970 24.2517 25.4643 26.7375 28.0744_ 29.4781 30.9520 32.4996 34.1246 35.8308 37.6223 39.5034 41.4786 21.9970 23.0968 _23.0968 24.2517 25,643 26.7375 28.0744 ( 29.4781 30.9520 ¢ 32.4996 34.1246 35.8308 37.6223 39.5034 41.4786 43.5525 �, 0 68 14 ?5 I 25 GA" �6 7?7�, I I_ I ?R.(1744 ?9 n � 31 0 �r?0 ( � �� C ! ;4.17nC E� 5 8>08 7.622 ;9.50 ;4 41.4786 43.5525 45.7302 1�,. G f:S - ,>i; < <�.i , - -- ;2 ;(� -, " i �,,� - tZrE ;,� ; >�;.£ tis 1 7 6 1 s - , I >. ?3 503�I ..: R. '0 '�' ^'Ft;C - i ��1.i; &l ;>.`,�� '> - 4> 5` __� 4 /;(;2 _ - 5.7302_ 0167 48.0167 50.E 175 a G 0 rte x -110.111',M j ?,,,i, �� it k �i ?; ( "9"'UM -` (A.W$ 15525 n5.7302. /M.0167 50.4175 52.9384 .�! 28.0114 29.4781 10.9520 324996 4 246 35.8308 37.6223 39.5034 41.4786 43.5525 45.7302 48.0167 50.4175 5"L.93II4 55.5853 29.4781 30.9520 32.4996 34.1246 35.23308 37.6223 39.5034 41.4786 43.5525 45.7302 48.0167 1 50.4175 52.938455.5853 58.3646 c S� 645W, 30.9520 32.4996 34.1246 35.8308 37.6223 39.5034 41.4786 43.5525 45.7302 48.0167 50.4175 52.9384 55.5853 58.3646 61.2828 32.4996 34.1246 35.8308 37.6223 39.5034 41.4786 43.5525 45.7302 48.0167 50.4175 52.9384 55.5853 58.3646 61.2828 64.3469 34.1246 35.8308 37.6223 39.5034 41.4786 43.5525 45.7302 48.0167 50.4175 52.9384 1 55.5853 58.3646 61.2828 64.3469 67.5643 35.8308 37.6223 39.5034 41.4786 43.5525 45.7302 48.0167 50.4175 52.9384 55.5853 58.3646 61.2828 64.3469 67.5643 70.9425 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 r 5 43.5525 4.7302 48.0167 r 50.4175 52.9384 55.5853 58.3646 61.2828 64.3469 67.5643 70.9425 74.4896 78.2141 V%; ., 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 a 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 ft 4$.0167 50.4175 529384 55.5853 58.3646 61.2828 64.3469 67.5643 70.9425 74.4896 78.2141 82.1248 862311 1 90.5426 95.0697 m O -I v;a= ozv O = r C �0Z O ;K � C C cn m0D Z X Ch 03 D -�I r cl 0 c D� zp 03Z m� co O m m z D IT Schedule Oct 2018 m O -1 v;a= Cpo zv O = r C 00 9 n z O�� CCfn m0D Z X Ch 03 D -�I r� 0 C D� zp 03 Z m.j Co O m m z D 1 yr 1 yr 1 yr 1 yr 1 yr 1 yr 1 yr 2 yr 2 yr 2 yr 2 yr 2 yr 2 yr 2 yr 2 yr r a 20.3509 213685 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 a _ 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 \a 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 48,9770 c 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 `'x38.3747 40,2935 42,3082 44.4236 46.6448 48.9770 51,4259 53.9972 4 - 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 44,42361 46.6448 48,9770 51.4259 53,9972 56.69701 59,5319 31.5710 33.1496 34.80711 36.5474 38.3747 40.29351 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 42.3082 44.4236 46.6448 48.9770 51.4259 53,99721 56.6970 59.5319 62,5085 65.6338 34.8071 36.5474 38.3747 40.2935 42.3082 44.4236 46.6448 48.9770 51.4259 53.9972 56.69701 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 59.53191 62.5085 65.6338 68,9156 72.3614 38.37471 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 X40.2935 :42.3082 x44.4236 46,6448 48.9770 '51.4259 53.9972 56.6970 59.5319 '62.5085 65.6338 68.9156 - 72.3614 75.97941 79,7784 e 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 79.77841 83.7673 44.4236 46.6448 48.9770 51,4259 53.9972 56.6970 59.5319 62.5085 65,6338 6&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 48:9770 51.4259 53.9972 56.6970 595319 62.5085 65.6338 68,91561 72.3614 75.9794 79,77841 83.7673 87.9557 92.3535 96.9711 m O -1 v;a= Cpo zv O = r C 00 9 n z O�� CCfn m0D Z X Ch 03 D -�I r� 0 C D� zp 03 Z m.j Co O m m z D IT Schedule Oct 2019 . _ 1 yr 1 yr 1 yr 1 yr 1 yr 1 yr 1 yr 2 yr 2 yr 2 yr 2 yr 7 -2y r 2 yr 2 yr 2 yr 20.7579 21.7959 22.8856 24.0299 '25,2314 26:4931 27.8177 ` 292086 30.6691 32.2024 33.8126 35.5032 37.2783 39.1422 '`41;0994 21.7959 22.8856 24.0299 25.2314 26A931 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 o • 24.0299 25.2314 26.4931 27.8177 29.2086 30.6691 32.2024 33.8126 35.5032 37.2783 39.1422 41,09941 43.1544 45.3121 47.5777 + 25.2314 26.4931 27.81771 29.2086 30;6691 32;20241 33.8126 35.5032 37.27831 39.1422 41.0994 4115441 45.3121 47.5777 49,9565 �. 26.4931 27.8177 29.2086 30.6691 32.2024 33.8126 35.5032 37.2783 39.1422 41.0994 43.1544 45.31211 47.5777 49.9565 52.4544 l 27.8177 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 z_ 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 57.83091 60.7225 32.2024 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 33.8126 35.5032 37.2783 39.1422 41.0994 43.1544 45.3121 47.5777 49.9565 52.4544 55.07711 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 37:2783 39.1422 41.0994 43.1544 45:3121 47.5777 -= 499565 : 52.4544 `'55.0771 57.8309 - 60.7225 63.75871 66.9465 - 70.2939 73.8086 - „ 39.1422 41.0994 43.1544 45.3121 47.5777 49.9565 52.4544 55.0771 57.8309 60.7225 63.7587 66.9465 70.29391 73.8086 77.4990 s 41.0994 +43.1544 45.31211 47.5777 4M5651 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 57.8309 60.72251 63.75871 66.94651 70.2939 73.8086 77.4990 81.3740 85.4426 } q_ \� 45.3121 47.5777 49.9565 i 514544 55.0771 57.8309 60..7225 63.7587 66.9465 70,2939 73.8086 77.4990 813740 85.4426 89.7148 47.5777 49.9565 52.4544 55.0771 57.8309 60.7225 63.7587 66.9465 70.29391 73.8086 77.4990 81.3740 85.4426 89.7148 94.2006 49.9565 '52.4544 55.0771 57.8309 60.7225 63.7587 66.9465 70.2939 7180861 77.4990 81.37401 85.4426 89.7148 94.2006 98.9105 m O -1 v;a= ozv O = r C n z O�� CCfn 9 0D Z X Ch W D -�I r� 0 C D� zp W Z m.j Co O m m z D 10/1/2017 INS lyr lyr lyr lyr lyr lyr 1yr 2yr 2yr t 7=��EM 2yr 2yr 2yr 2yr 2yr 2yr 5.00% S.C)()%l 5.00%1 5.00%1 5.00% 5.00%1 S.00%1 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 OS.INS 37.1493 39.00681 40.9571 43.0050 45.1552 47.4130 49.7836 52.2728 _ 54.8864 57.6308 60.5123 63.5379 66.7149 70.0506 73.5531 m O -1 v;a= ozv 0 = r c n z c 0 m0D zXCh �)03 D -moi r � 0 c D -1 z p 03 m.j co O m m z D Oct 2018 1yr 1yr 1yr 1yr 1yr 1yr 1yr 2yr 2yr 0 2yr 2yr 7 2yr 2yr 2yr 2yr INS 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% OLINS 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 S0.8947 53.4395 56.1115 58.9171 61.8630 64.9562 68.2039 0S.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 m O -I v== ozv 0 = r c �0z O�� cc in 9OD z=Ch W D -moi r � 0 c D -I Z p W z m.j cn O m m z D Oct 201951 lyr lyr lyr lyr lyr lyr lyr 2yr 2yr 2yr 2yr 2yr 2yr 2yr 2yr INS 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 01:INS 31.9422 33,5393 35.2164 36.9772 38.8261 40.7675 42.8059 44.9462 47.1935 49.5532 52.0308 r 54,6323 57.3640 `60.2322: 63.2439 03ANS 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 0S.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 m p -I v;a= ozv 0 = r c �0z O�� cc in m0D zXCh W D -moi r� 0 c D� zp W z m.j cn O m m z D 10/1/2017 AFSGM6 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 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.A1407 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 10.7333 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 08.A1907 10.7333 11.2701 11.8336 12.4252 13.0465 13.6988 14.3837 15.1029 15:8581 16.6510 17.4835 ' 183577 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 13.04651 13.6988 14.3837 15.10291 15.8581 16.6510 17.4835 18.3577 19.2755 20.23931 21.2513 22.3138 23.4295 24.6010 12.A1907 ° 13.0465 13.6988 14.3837 15.1029 15.8581 : 16.6510 17.4835 1835771 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 25.8311 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 27.1227 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 28A7881 29.9028 -- 31.3978 17.A1907 16.6510 17.48351 18.3577 19.2755 20.23931 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 24.60101 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 38.16431 40.0725 22.A1907 21.2513 22.3138 23.4295 24.6010 25.8311 27.1227 28.4788 29.9028 31.3478 32.9677 34.6161 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 24.60101 25.8311 27.1227 28.4788 29.9028 31.3978 32.96771 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 34.61611 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 36.3470 38.1643 40.0725 42.0761 44.1799 46.3889 48.7084 51.1438 27.A1907 27.1227 28.4788 29.90281 31.3978 32.9677 34.6161 36.3470 38.1643 40.0725 42.0761 44.1799 46.3889 48.7084 51.1438 53.7010 28.A1907 28.4788 '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 29.A1407 29.9028 31.3978 32.9677 34.6161 36.3470 38.1643 40.0725 42.0761 44.1799 46.3884 48.7084 51.1438 53.7010 56.3860 59.2053 30.A1907'; 31.3978 32.9677 34.6161 36.3470 38.1643 40.0725. 42M61 44.1749 46.3889 48.7084 51,1438 53,7010: 56.3860 59:2053 62.1656 31.A1907 32.9677 34.6161 36.3470 38.16431 40.0725 42.0761 44.1799 46.3889 48.70841 51.1438 53.7010 56.3860 59.2053 62.1656 65.2739 32.A1907 34.6161 36.3470 38.1643 40.0725 42.0761 44.1799 463889 48.7084 51.1438 53.7010 56.3860 - 59.2053 62.1656 65.2739 685375 33.A1907 36.3470 38.1643 40.0725 42.0761 44.17991 46.3889 48.7084 51.1438 53.7010 56.3860 59.2053 62.1656 65.2739 68.5375 71.9645 34.A1907 38.1643 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 35.A1907 40.0725 42.0761 44.1749 46.3889 48.7084 51.1438 53.7010 56.3860 59.2053 62.1656 65.2739 68.5375 71.9645 75,56271 79.3408 36.A1907 42,0761 44,1799 46.38891 48.7084 51.1438 53.7010 S638601 59.2053 62.1656 65.2739 68.5375 :' 71.9645 75.5627 79.3408 83.3078 37.A1907 44.1799 46.38891 48.70841 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 , 56.3860 59.2053 621656 65.2734 68.5375 71.9645 75.5627 '' 79.3408 83.3078 87.4733 91.8469 39.A1907 48.7084 51.1438 53.70101 56.38601 59.20531 62.1656 65.2739 68.5375 71.96451 7S.S6271 7934081 83.3078 87.4733 91.8469 96.4392 mO-1 v;a= ozv O = r C n z O�� CCfn 9OD Z X Ch 03 Ch D -� r� 0 c D=j Z O 03 Z m.j Ch m O m z D Oct 2018 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 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 16.9840 17.8332 18.7249 06.A1907 9.9302 10.4266 10.9480 11.4955 12.0703 12.6737 13.3074 119728 14.6714 15.4050 16.1753 16,98401 17.8332 18.7249: ":19.6610 07.A1907 10.4266 10.9480 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 08.A1907 10.9480 11.4955 12.0703 12.6737 13.3074 13.9728 146714 15.4050 16.1753 16.9840 17.8332 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 "`133074 13.9728 14,6714 - 15.4050 16.1753 16:9840 17.8332 18.7249 19.6610 20.6441 21.6763 223601 218981 ll.A1907 12.6737 13.3074 13.9728 14.6714 15.4050 16.1753 16.9840 17.8332 18.7249 19.6610 20.64411 21.6763 22.7601 23.8981 25.0930 12.A1907 13.3074 13.9728 14.6714 15.4050 16.17531 16.9840 17.8332 18.7249 19.6610 20.6441 21.67631 22.7601 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 16.9840 17.8332 18.7249 -19.6610 20.6441 - 21.6763 22.7601 23.8981 25.0930 26.3477 27,6652 290484 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 16.98401 17.8332 18.7249 19.6610 20.6441 21.6763 223601 23,8981 25.0930 26.3477 27.6652 29.0484 30.50091 32.0258 17.A1907 16.9840 17.8332 18.7249 19.6610 20.6441 21.6763 22.7601 23.8981 25.09301 26.3477 27.6652 29.0484 30.5009 32.0258 33.6271 18.A1907 17.8332 18.7249 19.6610 20.6441 21.67631 22.7601 23.8981 25.0930 26;3477 27,6652 29.04841 30.5009 32.0258 33.6271 35.3084 19.A1907 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 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 40.87401 42.9176 23.A1907 22.7601 23.8981 25.0930 26.3477 27.6652 29.0484 30.5009 32.0258 33.62711 35.3084 37.0739 38.9276 40.8740 42.91761 45.0635 24.A1907 23.8981 25.0930 26.3477 27.6652 29.04841 30.5009 32:0258 33,6271 35.3084 37.0739 38.9276 40.8740 42.9176 45,0635 47.3167 25.A1907 25.0930 26.3477 27.6652 29.0484 30.50091 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 " 29.0484 30.5009 32.0258 33.6271 353084 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 35.3084 37.0739 - 38.9276 40.8740 42.9176 45.0635 47,3167 49.6826 52.16671 54.7750 57.5137 29.A1907 30.5009 32.0258 33.6271 35.3084 37.0739 38.9276 40.8740 42.91761 45.0635 47.3167 49.6826 52.1667 54.77501 57.5137 60.3894 30:A1907 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 63.4089 31.A1907 33.6271 35.3084 37.0739 38.9276 40.8740 42.9176 45.0635 47.3167 49.6826 52.1667 54.7750 57.5137 60.38941 63.4089 66.5794 32.A1907 ` . 35.3084 ;'37.0739 M92761 40.8740 42.9176 45,06351 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 47.3167 49.6826 52.1667 54.7750 57.5137 60.3894 63.4089 66.5794 69.9083 - 73.40381 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 1 47.3167 49.6826 521667 54.7750 57.5137F 60,3894 63.4089 66.5794 69.9083 73.4038 77.0740 80.9276 84.9740 - 89.2228 93.6838 39.A1907 1 49.68261 52.16671 54.77501 57.5137 60.38941 63.40891 66.5794 69.9083 73.40381 77.0740 80.9276 84.9740 89.22281 93.6838 98.3680 mO-1 v;= 0Zv O = r C v0z O�� CCfn 9OD Z X Ch 03 Ch D -� r� 0 C D=j Z O 03 Z m.j Co O m m z D Oct2019 1yr fyfl- 5.00% 1yr 5.00% 5.00% 5,00%15.00% A1.1670 11.7254 J-2.3117 12.9272 1 >7� : �3tt}i 17.3237 18.18991 d 19.0994 11.7254 12.3117 12.9272 13.573514 1� 252, 14.96 W 1 / 18.1899 19.0994 20.0542 5.00% 12.3117 12.9272 _13.5735 2523 q n648 ".7l z 18( '( 19 0994 20.0542 21.0570 2y# r 5.00% 12.9272 13.5735 _14.2523 _ 14 9648 1>.71. 1 19.091),' _ �� 20.0542 21.0570 22.1098 y�r`.' 5.00% 2yr 5.00% 2yr 5.00% 2yr 5.00% 2yr 2yr 5.00% 2yr �W2yMr 5.00% 5.00% AFSCME MA1907 9.3-871 9.6464 - 10.1288! 10.6351 13.5735 14.2523 14.9648 15.7131 �- i -1 -6- f0.0A4 21.0570 22.1098 23.21531 14.2523 14 9648 1-5.71311-6.4988 16.4988 -37.3 237i �_ 0'70' 221098 23.21531 24.3761 14.9648 15.7131 16.4988 17.3237 18.1899 0S.A1907 06.P.1907 07.A1907 _ 0 A1907 £ 910,1 13.A1907 14,A1907 15.A1907 9.6464 10.1288 10.1288 10.6351 10.6351 i 1.1670 _ 1116701 11 7254 t I ! �' /i3 14.2523114.96480 14.9648 15.7131 15.7131 16.4988 10.6351 11.1670 15.71.31 17.3231 1f 1.899 i.0'il(�� 1,109? X3.21531 24.3761 i 25.5949 16.4988 17.3237 18.1899 19.0994 11.1670 11.7254 1L311I _ �.9>/' 15.7131 16.49887.7.3237 17.3237 11.7254 �17 31171 i2 °�I? _� II 1 16.4988 18.1899 17.3237 1.8.1899 19.0994 0 101 �i3i 23.2153 _..__ 24.3761 25.5949 26.8747 18.1899 19.0994 20.0542 0510 -- 4.161 25.5949 26.8747 28.2185 19.0994 20,0542 21.0570 20.0542 21,0570 22.1098 ?2.1098 611 2 ,5949 ?3.2153 T 949 v 26.87.7 �� 26.8747 28.2185 29.6294 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 _ 29.6294 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 31.1109 32.6663 34.2996 36.0146 19.A1907 19.0994 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 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 39.70621 41.6915 22.A1907 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 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 43.7760 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 41.6915 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 43.7760 45.9648 48.2630 50.6763 26.A1907 26.8747 28.2185 29.6294 31.1109 32.6663 34,2996 36.0146 37.8154 39.7062 41.6915 4337601 45.9648 48.2630 50.6763 53.2100 27.A1907 28.2185 29.6294 31.1109 32.6663 34.2996 36.0146 37.8154 39.70621 41.6915 43.7760 45.9648 48.2630 50.6763 53.2100 55.8705 28.A1907 29.6294 31.1109 32.6663 34.29961 36.0146 37.8154 39.7062 41.6915 43.7760 45,9648 48.2630 50,67631 53.2100 55.8705 58.6640 29.A1907 31.1109 32.6663 34.2996 36.0146 37.81541 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 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 64.67711 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 55.87051 58.6640 61.5972 64.6771 67.9110 71.3065 74.8719 34.A1907 39.7062 41.6915 43,77601 45.9648 48.2630 50.6763 53.2100 55.8705 58,6640 61.5972 64.67711 67.9110 71.3065 74.8719 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 71.3065 74.8719 78.6155 82.5462 86.6735 37.A1907 45.9648 48.2630 50.6763 53.2100 55.8705 58.6640 61.59721 64.6771 67.9110 71.3065 74.8719 78.6155 82.5462 86.67351__91.0073 38.A1907 48.2630 50.6763 53.2100 55.8705 58.6640 61.5972 64.67711 67.9110 71.3065 74.8719 78.6155 82.5462 86.6735 91.0073 95.5575 39.A1907 50.6763 53.2100 55.8705 58.66401 61.59721 64.67711 67.91101 71.3065 74.8719 78.6155 82.5462 86.6735 91.0073 95.55751 100.3354 mO-1 v;a= ozv 0 = r C n z O�� C C fn 9OD Z X Ch '-� 03 Ch D -� r � 0 c D -i Z p 03 Z m.j co O m m z D 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 _, ' f,, , 2012 between the City of Miami ("City"') and the Miami General F?mplryees, American Federation of State, County, and Municipal Employees, Local 1007, (jointly "the Parties") to clarify the 2011-2012 collective bargaining agreement ("CBA") as follows: WHEREAS, the Parties nnrtually agree to clarify Article 4. 1, Article 24.7 and Article 39 of the existing CBA to reflect the intent of the Parties during collective bargaining negotiations; and NOW THEREFORE, the Parties agree as follows: I. ARTICLE 4 — MANAGEMENT RIGHTS WHEREAS, Article 4 specifically 4.1 provides "The parties agree to a sunset provision that begins at the ratification of this labor agreement wherein any MOU that is not included with the labor agreement prior to the expiration of this agreement will be considered null and void..." NOW THEREFORE, the Parties agree that the MOU's in existence on September 30, 2011 (attached hereto) shall be incorporated as part of the 2011-2012 collective bargaining agreement between the parties. it. ARTICLE 24.7 — WAGES WHEREAS, 4; -bili-- 24 5' e:'.l:C fly Ar i;,�l;; 2Ct ? nr;;V:Cl'„c "Barrr:�'.n.r r7 Lll.;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 24-11ou1'"fake Home Vehicle..." NOW 'THEREFORE, the Parties agree that Bargaining unit employees who are assigned a 24-1-Iour 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. Ili. ARTICLE 39 —SICK LEAVE WHEREAS, Article 39 specifically Article 39.11 provides `Bargaining unit members with infused accumulated sick leave hours in excess of the maximum carryover Lit the end of the year shall be paid for one hundred percent (1.00%) 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 Inenlbers with UnUsed aCCUnlLllated sick leaVe hOLIt'S in excess oP the maximum carryoVeI' at the end of" the year shall not be pall for any 1.1I1LISCd portion of then' accumulated sick leave in excess Of the IMIxinjum Carryover, ON B1 LIAL,I, Oh TILL; UNION: Anthtctten President, AI:S00E Local 1907 11 ON BL HALF OF Tl IE CITY: 101-1 Martil ez City 1v - eager 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 SUBSTITUTED 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. a /For atively Agreed to on the City of Miami: For the Union one-kNal( NZ, ed up to —e-( 4- �,�� SUBSTITUTED 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. ntatively Agreed to on For the City of Miami: For the Union'P'�� SUBSTITUTED 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. /For tively Agreed to on cam` e City of Miami: For the Union SUBSTITUTED 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. :- ,- r-� /For tively Agreed to on e City of Miami: For the Union SUBSTITUTED 13.8 The dues check off authorization form provided by the City shall be used by employees who wish to initiate dues deduction. en�'tatively Agreed to on 4 —0 `c 1 For the City of Miami: For the Union � �� SUBSTITUTED 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. /Teatively Agreed to on City of Miami: For the Union ''-'t SUBSTITUTED 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 T ntatively Agreed to on For the City of Miami: For the Union SUBSTITUTED 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, /For tatively Agreed to on the City of Miami: For the Union � ��" SUBSTITUTED 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 ntatively Agreed to on For the City of Miami: For the Union SUBSTITUTED 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 /For tatively Agreed to on the City of Miami:For the Union SUBSTITUTED 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 ntatively Agreed to on For the City of Miami: For the Union SUBSTITUTED 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 T tatively Agreed to on For the City of Miami: For the Union SUBSTITUTED 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. entatively Agreed to on ` = I, �P For the City of Miami: For the UnionC��' SUBSTITUTED 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. entatively Agreed to on For the City of Miami: For the Union SUBSTITUTED 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. ntatively Agreed to on For the City of Miami: For the Union I SUBSTITUTED 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. 01/ entatively Agreed to on - i For the City of Miami: r For the Union -S, r -P SUBSTITUTED 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. /TerivelyAgreed to on,�2.oi�e City of Miami: For the Union SUBSTITUTED 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. /Teatively Agreed to on City of Miami: For the Union SUBSTITUTED 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 /For atively Agreed to on� he City of Miami: For the Union SUBSTITUTED 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. entatively Agreed to on For the City of Miami: For the Union°`' SUBSTITUTED 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 T tatively Agreed to on For the City of Miami: For the Union SUBSTITUTED 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. /For tatively Agreed to on the City of Miami: For the Union" SUBSTITUTED 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. /Tevely Agreed to on City of Miami: For the Union L �` "� SUBSTITUTED 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: entatively Agreed to on For the City of Miami: For the Union SUBSTITUTED (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 /Ttatively Agreed to on For the City of Miami: 0 For the Union SUBSTITUTED 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. y Agreed to on For the City of Miami: For the Union �S SUBSTITUTED 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 For the City of Miami: For the Union SUBSTITUTED 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 SUBSTITUTED 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, SUBSTITUTED 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 SUBSTITUTED 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' SUBSTITUTED 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 SUBSTITUTED 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 SUBSTITUTED &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 SUBSTITUTED 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 SUBSTITUTED 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�' Y g For the City of Miami: For the Union SUBSTITUTED 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 SUBSTITUTED 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 SUBSTITUTED 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 SUBSTITUTED 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 �� SUBSTITUTED 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 SUBSTITUTED 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 --=�� For the City of Miami: For the Union `` SUBSTITUTED 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 SUBSTITUTED 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 Y �' For the City of Miami: For the Union�� SUBSTITUTED 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 —c;-)pr� For the City of Miami: dy For the Union SUBSTITUTED 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 T tatively Agreed to on For the City of Miami: For the Union SUBSTITUTED 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. ntatively Agreed to on For the City of Miami: For the Union SUBSTITUTED 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. T tatively Agreed to onr� For the City of Miami: For the Union SUBSTITUTED and pants) per year to any classifications required to wear uniforms. 29. classifications. /ntatively Agreed to on For the City of Miami: For the Union SUBSTITUTED 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 tool al)6wance will be paid to the employee within the first fifteen (15) days after the cl9fe of the 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. entatively Agreed to on '� ` 1 , For the City of Miami: For the Union SUBSTITUTED 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. /For vely Agreed to on �0 � S City of Miami: For the Union SUBSTITUTED 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 /Tevely Agreed to on City of Miami: For the Union v`:A -] SUBSTITUTED 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. y Agreed to on For the City of Miami: For the Union'r-'` SUBSTITUTED 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 C;�0 1� For the City of Miami: Q For the Union f3 �:: j SUBSTITUTED 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. /Teatively Agreed to on City of Miami: For the Union SUBSTITUTED 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 ntatively Agreed to on 0) % For the City of Miami: For the Union SUBSTITUTED 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. T tatively Agreed to on�� For the City of Miami: For the Union SUBSTITUTED 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. /TeativelyA eed to on J `)`t City of Miami: For the Union SUBSTITUTED 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 For the City of Miami: For the Union -� �� SUBSTITUTED 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. T tatively Agreed to on�" For the City of Miami: For the Union SUBSTITUTED 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. 92 7/3 SUBSTITUTED 93 4 1 Ste— '9' GnTfvice a et OU--. G V'� - •Ai- H-qrl � c T1SC`f c ' L fit T3F3i? 1N- }e1 Er ?e� ' G'SaL1GE cr8 �'%EE3'~tY`t'I' . _ ��ci•k2 �.-�,��2��e@3.'��-�•e`�-'-(�=i�=� � �@6-kG�•�E��d lend •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 93 SUBSTITUTED 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. 94 �j SUBSTITUTED 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 For the City of Miami: For the Union :��hj SUBSTITUTED (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 Agreed to on Of For the City of Miami: For the Union SUBSTITUTED 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. ntatively Agreed to on `cam For the City of Miami: For the Union `�� SUBSTITUTED 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 Agreed to on For the City of Miami: For the Union S SUBSTITUTED 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. /For tively Agreed to on e City of Miami: For the Union SUBSTITUTED 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 For the City of Miami: For the Union SUBSTITUTED 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 entatively Agreed to on c� For the City of Miami: For the Union V SUBSTITUTED 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 For the City of Miami: For the Union `'"( SUBSTITUTED 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 or when mutually agreed by the labor/management process. 50.4 Once every seniority. with Disabilities Act, when special agreed upon by the City and the UNION, cted employees and management through the ber shift assignments and days off will be rebid by /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 I, .. ............... .............. ... ...... ......... ......._. ........ NEX' 12.A 07 .......... 1011 Clerk II NEX 14 1907 1012 Clerk 111 ........ ........ ...._.. ........ ......... 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 111 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 ` _-- ....... Cashieri11 _. ......... ��......_...... .......... _ _...... 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 trator EX 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 '. ..... ........ ......... ......... .....g ......... EX 30.A1907 ..... ............. 1424 Social Broadcasting Specialist .. p NEX 25.A1907 1425 M .......... - ..._.... _ _.. ......... �_..._ _....._ 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 ervices Rep. I 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 152Print Shop Supervisor .. _. __. 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 ` ....._. ...-... Scheduler/Expediter) ........... .. ....... _ 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 �.�.... p......... 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 2123 11 w. �. �.. Electrical Inspector ° w .... -.� ........, ... ._.__..... _. r.. ._ NEX __ _._ ---------- 01.INS' 2125 _._.._ g..... Senior Roofing Inspector .. _..... ,....- EX 03.INS 2127 ` Senior Elevator Inspector .... ........ ......... EX ...... . 03.INS' _ ............ 2130 p..... Plumbing Ins I NEX 27.A1907 2131 Plumbing Insp II EX 29.A19 ......... 2132 Plumbing 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 Compli ce Specialist EX 27.A1907 2144 ' Environmental Co Hance Coord.' . ..... ................ .. ........... .... _........ EX ...._. 28.A1907 ............. 2145 _... ZoningPla ProcessorEX 29.A1907 2146' Zon` Manager ... ..... _ ........ EX 33.A1907 2149 Buildin ervices Assistant IV NEX 24.A1907 2150 oning Inspector INEX' 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 �_...�..__..__ _ Ins,p 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 _:Video' 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 6071Marinas 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 8825 Fiscal 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.A 07 _... 8910 Grant 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.A1907 8924 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 $. ,., 54:6323 ' 5i.3fi4Q "60: . ,:: 2.: ;, 63,2439' 03.INS 35.1366 36.8933 38.7381 40.6749 42.7086 44.8441 47.0864 49.4406 51.9126 54.5083 57.2337 60.0954 63.1003 .2553 69.5680 Q5.IN5":78.6501 77E3826 , ;,;42,112.... 44 7424 %::::46.9795 .. 49.3285 :;.51.7949 :`;.,54.3847 57 7t13$ , 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 ,4ry r 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 - �*43 6.7375 -7-2-4.4�81 7, 5 0 5,2Q,", 3 ;�9 7T2 4-9�",-', 7jZ�� 7jTj�W 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 ,443 2S'.,4 7i&55� 57- 281 791: 461� 520 32.,4996, 34.1246 39.5034 41.4786 3,3 6, 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 -T47' �246 35 $308:..4$''.1}1673 ,�9.�634 7;1� -.75� 5 �,41�7-5 �-�4-- 5 -"5i" 546 ..,71 Y2828 T 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 ,332-49 5 37,62,3 :41 ,A,' 4�;��i�� 45J,, d 5ok7 555853 583646, 61.2828 643469 67,§644,&�,,' "._.70"§,425 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 -4i.4 431 ,,,,,,,45J� 48,016 52�9384 �,��6t2828 64,3469 67,5643 _70,9425 74,4896 18 '1 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 3 -418,0167 4175 384 ;:"58;3646 X52828 64'!.3469'79W5643,, 79w6; 7577Z 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 M0617 1,., 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 33A49Q,�,,, .8071 -,� J.54 4 383 7 4 7 40.2935 4�KG82 44.4236 46.6448 ,, 48.9 01 7,7 .9736 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, 't3S 2& 9 30.607 31.�i 33.1496 34.80 ••�6�5474' 7 747 46. 0 2 8 44. 46.6 448, 4 97 0 8. 7 51,4259 53.9972 28.6359 30.0677 31.5710 33.1496 34.8071 36.5474 38.3747 40.2935 42.3082 44.4236 .6448 48.9770 51.4259 53.9972 56.6970 7-3TTW 7 --,3 �&38.3747 �2935 '4 082 44 . . "4 9 �,b .......... ... . . . ...... . A259, �i 77�� 59,5319 31.57101 33.1496 34.8071 36.5474 38.3747 40.2935 42.3082 44.4236 46.644848 0 51.4259 53.9972 56.6970 59.5319 62.5085 4M j6,54� 8,374'�'I-,40�2935 4 4 4kP*[, 48�Mb '6 5.63381 34.8071 36.5474 38.3747 40.2935 42.3082 44.42361 46,6448 48.9770 51.42 ,50 53.9972 56.6970 59.5319 62.5085 65.6338 68.9156 �8.3747,4,,4.4236 448 48,97„7o 5,1 4259 ; 723614 38.3747 40.2935 42.3082 44.4236 46.6448 48.9770 51.4259 53.9972 6.6970 59.53191 62.5085 65.6338 68.9156 72.3614 75.9794 40 2935 - 30i, - 442 4 770 77 7777= �X14259 5„59'5339 6 , �6448::i--48. 42.30821 44.42361 46.6448 48.9770 51.4259 53.9972 56.69701 5501,F 319 62.5085 65.6338 68.9156 72.3614 75.9794 79.7784 83.7673 444236 '46. 64481 x)49,�,9770 �53:9972F 5;6',6970 $9,331 :]L 62.5085 , 6338 5,9794 79,77841 ,,,8336,7� -,87 557 �9,-, 1 ffAMMIRM 46 64481 48.97701 51.4259 r 62. 5 65.63381 68.13156 72.3614 75.9794 7977841 93.76711 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 2 yr 2 yr 2 yr yr 2 yr 21J959, "2'2:'88-56 24b299 252314.,",,26493.1; "306691,,;;,,32.2024 33.8126 IS' 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 ,050 4 45.3121' 24.0299 25.2314 26.4931 27.8177 29.2086 30.6691 32.2024 33.8126 35.5032 37.2783 39.1422 41.09 43.1544 45.3121 47.5777 25123141, 26 493;1 9x32.2024 �2 .2090 30.66§, ,,,Il 3.8126 ,- 632 5.5 37. 1 7 6.49311 27.8177 29.2086 30.6691 32.2024 33.8126 35.5032 37.2783 39.1422 41.0994 43.15440045.3121 47.57771 49.9565 52.45441 + 2718177. 29.2086 >-•,30.6691 32.2024 33 8126 3S:5Q32'I :0 783 39.7:422":; • 410994 ;:;j"431544 4�„ ., 1 446777 49, 9565 5214544 $5.0771 s. 29.2086 30.6691 32.2024 33.8126 35.5032 37.2783 39.1422 41.0994 43.1544 45.3121 .5777 49.9565 52.4544 55.0771 57.8309 77ZjE4 _5,'$032 83 :.-A,�2 4 4 43,1544, , 3121 4�.O ' 4§.§565 52A544 55,0771 7� 32.2024 33.8126 35.5032 37.2783 39.1422 41.0994 43.1544 45.3121 47.5777 49 65 52.4544 55.0771 57.8309 60.7225 63.7587 JW�, 334i26 'A'Sj,�5682 ",M783 3"422 9 4 f�44 45A��i 47 5777 77F�� .4544 55,07717',' 57�8309 50.7225 63-758 !,,,66.94 s ,- 35.5032 37.2783 39.1422 41.0994 43.1544 45.3121 47.5777 49.9565 52.45 55.0771 57.8309 60.7225 63.7587 66.9465 70.2939 =: 39 7422 43,1544', 45.3121,"R, 47�577 7 �14544 7f, 60, 7225 77�� 79�086 70,2939 73.' 39.1422 41.0994 43.1544 45.3121 47.5777 49.9565 52.4544 55.0771 7,8309 60,7225 63,7587 66*9465 70,2939 73,8086 77,4990 453 5 777 $,"A 5 �P "','49 95 771 $44544 Q 't S M."I", !:a , ,81 .3740: 43.1544 45.31211 47.5777 49.9565 52.4544 55.0771 57.8309 63.7587 66.9465 70.29391 73.80861 77.49901 81.3740 85.4426 4s,.8121 f 7.5M4 ,%9568 ,4544 $,,",.07717-4 "'57.8309' 66.9465 'J i 7.4 9 0 7401 1� 6 4i ,89.7 148 47. 5777 49-565 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