HomeMy WebLinkAboutResolution 2026-34239RESOLUTION NO. 2026-34239
A RESOLUTION OF THE MAYOR AND CITY COMMISSION OF THE
CITY OF MIAMI BEACH, FLORIDA, FOLLOWING A DULY NOTICED
PUBLIC HEARING AND PRESENTATION OF A FRINGE BENEFITS
ANALYSIS IN ACCORDANCE WITH SECTION 5.04 OF THE CITY
CHARTER, RATIFYING A THREE (3) YEAR LABOR AGREEMENT
BETWEEN THE CITY OF MIAMI BEACH AND THE AMERICAN
FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES
("AFSCME"), LOCAL 1554, FOR THE PERIOD FROM MAY 1, 2025
THROUGH APRIL 30, 2028 ("LABOR AGREEMENT"); AMENDING
THE PAY PLAN TO PROVIDE ACROSS THE BOARD COST -OF -LIVING
ADJUSTMENTS FOR ALL BARGAINING UNIT POSITIONS AS
PROVIDED HEREIN; AND AUTHORIZING THE MAYOR AND CITY
MANAGER TO EXECUTE THE LABOR AGREEMENT.
WHEREAS, the City Manager has submitted to the Mayor and City Commission
the attached Labor Agreement, recently negotiated between the City of Miami Beach
("City") and AFSCME, for the employees covered by said Labor Agreement for the three-
year period starting May 1, 2025, through April 30, 2028; and
WHEREAS, Exhibit A to this resolution is a copy of the contract language changes
in substantial form that reflects the pension and economic issues, and the non -economic
issues, tentatively agreed to between the City and AFSCME; and
WHEREAS, Exhibit B to this resolution is a written report presented by the City
Manager or his designee as required by Section 5.04 of the City Charter, detailing the
current status and related fiscal impacts of fringe benefits, including pension and health
insurance plans; and
WHEREAS, pursuant to City of Miami Beach, Florida, Code Section 78-323(a), the
adoption of this resolution shall also serve to amend the pay plan to implement changes
to the base pay schedules as a result of negotiated wage increases for positions within
the bargaining unit, as described in Exhibits A and B; and
WHEREAS, any changes to the substantial form would be non -material in nature
as determined by the City Attorney and AFSCME, or else would require re -ratification by
the City Commission and AFSCME; and
WHEREAS, AFSCME bargaining unit employees held a ratification vote on [insert
date], whereby the proposed 2025-2028 Labor Agreement was approved by a majority of
the bargaining unit members who voted.
NOW, THEREFORE, BE IT DULY RESOLVED BY THE MAYOR AND CITY
COMMISSION OF THE CITY OF MIAMI BEACH, FLORIDA, that the Mayor and City
Commission, following a duly noticed public hearing and presentation of a fringe benefits
analysis in accordance with Section 5.04 of the City Charter, ratify a three (3) year Labor
Agreement between the City of Miami Beach and the American Federation of State,
County and Municipal Employees ("AFSCME"), Local 1554, for the period from May 1,
2025 through April 30, 2028 ("Labor Agreement"); amend the pay plan to provide across
the board cost -of -living adjustments for all bargaining unit positions as provided herein, -
and authorize the Mayor and City Manager to execute the Labor Agreement.
PASSED AND ADOPTED this as day of A&d , 2026.
ATTEST:
Steven Meiner, Mayor
APR 2bna
Rafael E. ranado, City Clerk
APPROVED AS TO
FORM & LANGUAGE
APR 2 8 2026 & FOR X CUTION
'.INC4R°RATED! ' City
y Ait&ney x'R Date
2
Resolutions - R7 A
MIAMI BEACH
COMMISSION MEMORANDUM
TO Honorable Mayor and Members of the City Commission
FROM: Eric Carpenter, City Manager
DATE: April 22, 2026 2:10 p.m. Public Hearing
TITLE: A RESOLUTION OF THE MAYOR AND CITY COMMISSION OF THE CITY OF
MIAMI BEACH, FLORIDA, FOLLOWING A DULY NOTICED PUBLIC HEARING
AND PRESENTATION OF A FRINGE BENEFITS ANALYSIS IN ACCORDANCE
WITH SECTION 5.04 OF THE CITY CHARTER, RATIFYING A THREE (3) YEAR
LABOR AGREEMENT BETWEEN THE CITY OF MIAMI BEACH AND THE
AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES
("AFSCME"), LOCAL 1554, FOR THE PERIOD FROM MAY 1, 2025 THROUGH
APRIL 30, 2028 ("LABOR AGREEMENT"); AMENDING THE PAY PLAN TO
PROVIDE ACROSS THE BOARD COST -OF -LIVING ADJUSTMENTS FOR ALL
BARGAINING UNIT POSITIONS AS PROVIDED HEREIN; AND AUTHORIZING
THE MAYOR AND CITY MANAGER TO EXECUTE THE LABOR AGREEMENT.
RECOMMENDATION
The Administration recommends adoption of this resolution.
BACKGROUND/HISTORY
The city's workforce is divided into classified and unclassified employees. Employees in the
classified service are further divided by bargaining group as follows: American Federation of
State, County, and Municipal Employees. Local 1554 ("AFSCME"), Communications Workers of
America, Local 3178 ("CWA"), Government Supervisors Association of Florida, OPEIU, Local 100
("GSAF"), Fraternal Order of Police, William Nickols Lodge No. 8 ("FOP"), and International
Association of Firefighters, Local 1510 ("IAFF"). The are also a few remaining classified
employees not represented by a bargaining agent. The city negotiates every three years with
each of the bargaining agents over the terms and conditions of employment for the employees
within each unit and these are reduced to written collective bargaining agreements. The city has
now finished negotiating successor agreements with AFSCME and CWA. In doing so, the city
will have concluded all bargaining until the next round negotiations begin in 2027. The proposed
resolution ratifies the agreements reached during negotiations with AFSCME which by the reading
of this resolution would have been voted favorably and ratified by the unit.
ANALYSIS
The last bargaining agreement in effect between the city and AFSCME expired April 30, 2025.
The parties began negotiating a successor agreement in October 2025, after AFSCME was
recertified as the bargaining agent for the unit. After multiple sessions of negotiations, the parties
reached tentative agreement on a successor three-year agreement ("Agreement") covering the
period of May 1, 2025 through April 30, 2028. The Agreement is attached to the resolution as
Exhibit A. All proposed changes to the Agreement are tracked — underlined text indicates new
language and cross -outs indicate deleted language. The union has scheduled a vote on April 16,
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2026, to ratify the tentative agreement. The proposed resolution seeks the Commission's
ratification by majority vote.
The following is a summary of the newly negotiated substantive terms between the parties listed
in numerical sequence:
Article I Sections 1.2 and 1.5 (Unit definition; dues): As part of the process of recertifying
AFSCME as the exclusive bargaining agent for the unit of city employees it represents, the Public
Employees Relations Commission ("PERC") undertook a review of the appropriateness of the job
classifications within the unit. This resulted in an updated definition of the unit through the
elimination of outdated job classifications and inclusion of new job classifications created since
the unit had last been clarified in 2014. The amendments to section 1.2 in Article I reflect the job
classification changes to the unit pursuant to its last certification in 2025 by PERC. The proposed
change to section 1.5, Article I is to eliminate the requirement that the city provide the union with
information on the collection of union dues.
Article II (Deduction and collection of union dues): Article II is stricken in its entirety because the
Public Employees Relations Act (Ch 447, Pt. II, F.S.) prohibits the deduction and collection of
union dues by the city for bargaining agents representing employees who are not, in their majority,
law enforcement, firefighters, public safety telecommunicators, EMTs or paramedics.
Article IV Section 4.2 (Grievance process): The parties amended the grievance procedure by
limiting the number of participants on behalf of the union and grievant at each step of the process
as follows: Step 1 involving a meeting with the grievant's direct supervisor — only two members
from the union including the grievant can attend; Step 2 — involving a meeting with the grievant's
department director — only three members from the union including the grievant can attend; and
Step 3 — involving a meeting with the City Manager or Human Resources as the Manager's
designees — only five members from the union including the grievant can attend. This is significant
because attendance by union throughout the steps of the grievance process occurs on city time
and it limits disruption to city operations through the absence of an unlimited number of
representatives from across numerous divisions.
Section 7.14 Standby: The parties negotiated a definite period of time (15 minutes) during which
the city can contact an employee, while on their own time, and discuss work related matters
without it being considered compensable time.
Article VIII Wages and Fringe Benefits:
Section 8.1 Wages: The parties agreed to an across-the-board cost -of -living adjustment ("COLA")
of 3% in July 2025, 3% in April 2026, and 3% in April 2027. The COLA will also adjust the
minimum and maximum pay in the {say ranges for the job classifications in the bargaining unit.
The table appended as 1 A, 113, and 1 C have been adjusted to reflect the 3% increase as of July
2025, April 2026, and for April 2027. In addition, the parties agreed to red -line the salary or pay
of any employee whose current pay exceeds the top of the range, with an exception of a one-
time, non -pensionable merit increase of up to 3%, based on the annual evaluation score and with
the favorable recommendation of the department director, for the fiscal years covering the term
of the contract.
Section 8.3 Holidays: The list of paid holidays was agreed to be amended to include the Public
Safety Employee Appreciation Day and now has collapsed the birthday floater into the general
floating holidays for the same total of four floaters per year.
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Section 8.4 Holiday Pav: The parties agreed that any employee who fails to report to work as
scheduled during the scheduled shift immediately preceding a holiday, the holiday, or the
scheduled shift immediately after the holiday ("Blackout Period") will forfeit Holiday Pay for the
holiday. This is a significant concession that preserves reliable and dependable attendance to
work on the day preceding and following the holiday and the holiday while avoiding overtime to
fill unscheduled call outs. Any employee who fails to report to work during the Blackout Period will
have their absence charged against their leave and further, will not be entitled to receive holiday
pay for the holiday.
Section 8.6 Uniform: The city has agreed to provide a belt as part of the items of uniform wear
provided to employees in the unit who are required to wear a uniform to work.
Sections 8.7 and 8.11 (Safety Shoes, Tool Allowance): The positions listed in these sections
have been updated to correspond with the changes to the unit in Section 1.2.
Sections 8 12 8 24 and 10 13 (Bereavement Leave Sellback, Leave Accruals): These sections
were amended to update the corresponding benefits to the Classified Employees' Leave
Ordinance. The bereavement allowance was increased from three days to five days according
to the Ordinance and its use limited to within 6 months from the date of the passing of the covered
family member. Incorporating the Ordinance by reference also allows the membership to
participate in any leave sellback program authorized by the City Manager. Finally, the cap on
carry -forward vacation accrual is increased from 500 hours to 600 hours.
Section 8.15 Certificates Pay: This section was amended to exclude specific positions from
receiving the Certificate pay once incorporated into the bargaining unit.
Section 8.18 DROP: The parties agreed to extend the DROP participation period from five years
to eight years.
Section 8.19 Training Supplement Pay: The city agreed to pay employees assigned to train
others, as directed by the department, $3.00 additional an hour as a supplement.
Section 8.20 Skill Pay Supplement: This section was updated to reflect the appropriate
certification names and the updated position titles. Also, there was a tightening on the conditions
required to receive the pay, such as being on active work assignment as opposed to light duty
and maintain an active certification. The section was also amended to add skill pay for employees
who obtain and use a CDL in their regular work functions and to add skill pay for up to twelve
Recreation Division employees who obtain a Department of Children and Family credential and
are assigned to work in a city licensed child-care facility. The CDL and Child -Care Personnel skill
pay supplements are not pensionable. Finally, the parties agreed to provide an incentive to
employees who obtain a CDL and participate in a voluntary assignment pool to meet the ad hoc
operational needs of the city when specific functions that require a CDL are performed at a
premium.
Section 10.20 Union Bulletin Boards: The city agreed to allow the Union to set up a table for
information purposes at new hire orientation involving employees in the unit.
Section 10.22 Me Too: The parties agreed to limit the scope of the Union's "Me Too" clause to
across-the-board COLAs only.
Section 11.3 Reopener: The parties agreed to reopen negotiations for the limited purpose of
improving drug testing through improved testing methods.
1163 of 2461
FISCAL IMPACT STATEMENT
The negotiated changes to the Agreement over the three-year term (May 1, 2025 through April
30, 2028) assumes an estimated impact of $262,470 for FY 2025/2026, $1,003,031 for FY
2026/2027, and $1,344,208 for FY 2027/2028. The estimated aggregate impact over the three
years is $2,609,708.
Attached as Exhibit B is a written report presented by the City Manager or his designee as
required by Section 5.04 of the City Charter, detailing the current status and related fiscal impacts
of fringe benefits, including pension and health plans. The fringe benefits including pension and
insurance plans provided by or funded by the City to its officers and employees have been
considered and incorporated into the City budget as a line item within each Department's budget.
Does this Ordinance require a Business Impact Estimate?
(FOR ORDINANCES ONLY)
If applicable, the Business Impact Estimate (BIE) was published on:
See BIE at: https•//www miamibeachfl gov/city-hall/city-clerk/meeting-notices/
FINANCIAL INFORMATION
See above fiscal impact statement. Fiscal year 2025/26 salaries and benefits are funded in each
Department's funds in the City's 2025/26 budget.
CONCLUSION
The Administration finds the provisions of this contract fair to the employees and fiscally
responsible for the City. Therefore, adoption of this resolution is recommended. Exhibit A to the
resolution is a copy of the proposed labor agreement.
The City Attorney's Office has reviewed and approved the contract language as to form and legal
sufficiency.
Applicable Area
Citywide
Is this a "Residents Right to Know" item,
pursuant to City Code Section 2-17?
No
Is this item related to a G.O. Bond
Project?
No
Was this Agenda Item initially requested by a lobbyist which as defined in Code Sec. 2-481,
includes a principal engaged in lobbying? No
If so, specify the name of lobbyist(s) and principal(s):
Department
Human Resources
1164 of 2461
Sponsor(s)
Co-sponsor(s)
Condensed Title
2:10 p.m. PH, Ratify 3-year Labor Agreement w/ AFSCME, May 1, 2025 to April 30, 2028. HR
Previous Action (For City Clerk Use Only)
1165 of 2461
Agenda Item---t`=&—
Date 2,G
Cardillo, Lilia
From: Alpizar, Marla
Sent: Friday, April 17, 2026 7:12 PM
To: Cardillo, Lilia
Cc: Granado, Rafael; Bravo, Lorena; Taxis, Mark; Carpenter, Eric; Lefell Winstead, Union
President of AFSCME Local 1554.
Subject: FW: AFSCME Local 1544 Contract Ratification
Good afternoon,
Please attach the AFSCME union president email below to the 4/22/26 Commission Resolution for
AFSCME's contract. This email affirms AFSCME's ratification of the new collective bargaining agreement
with the City.
Thank you.
Marla Alpizar
CMB HR Director
From: Lefell Winstead<lefell1554afscmepresident@gmail.com>
Sent: Friday, April 17, 2026 1:48 PM
To: Alpizar, Marla<MarlaAlpizar@miamibeachfl.gov>; Bravo, Lorena <LorenaBravo@miamibeachfl.gov>
Cc: Larry Tarver <plies357@gmail.com>; Elliott Miller Public Works Steward <Whutdeydo@yahoo.com>;
Mario Roberts <marioroberts1@aol.com>; Arnold Shefftal <shefftalarnold@yahoo.com>; Natasha Grant
<ngrant@afscmefl.org>; Madelin Gonzalez <m gonzalez@afscmefl.org>; Patricia Pierre
<PPierre@afscmefl.org>
Subject: AFSCME Local 1544 Contract Ratification
[ THIS MESSAGE COMES FROM AN EXTERNAL EMAIL - USE CAUTION WHEN REPLYING AND
Or'C7*11NG LINKS OR ATTA r-UMCKITS ]
To the Human Resources Department,
Please be advised that AFSCME Local 1544 has successfully ratified its contract on April 16, 2026. This
ratification reflects the collective agreement and support of its membership.
If any additional documentation or follow-up is required, please let me know.
In solidarity,
Lefell Winstead
President, AFSCME Local 1554
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