HomeMy WebLinkAboutResolution 2026-34243 RESOLUTION NO. 2026-34243
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 COMMUNICATIONS
WORKERS OF AMERICA ("CWA"), LOCAL 3178, FOR THE PERIOD
FROM OCTOBER 1, 2024 THROUGH SEPTEMBER 30, 2027 ("LABOR
AGREEMENT"); AMENDING THE PAY PLAN TO PROVIDE
INCREASES TO THE MINIMUM AND MAXIMUM BASE PAYAMOUNTS
FOR CERTAIN POSITIONS IN ADDITION TO 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 the CWA, for the employees covered by said Labor Agreement for the three-
year period starting October 1, 2024 through September 30, 2027; 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 the CWA; 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 the CWA, or else would require re-ratification by
the City Commission and CWA; and
WHEREAS, the CWA bargaining unit employees held a ratification vote on [insert
date], whereby the proposed 2024-2027 LaborAgreement 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, hereby ratify a three (3) year
Labor Agreement between the City of Miami Beach and the Communications Workers of
America ("CWA"), Local 3178, for the period from October 1, 2024 through September
30, 2027 ("Labor Agreement"); amend the pay plan to provide increases to the minimum
and maximum base pay amounts for certain positions in addition to 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 LaborAgreement.
PASSED AND ADOPTED this a?� day of (9� , 2026.
ATTEST:
Steven Meiner, Mayor
� ,�PR � g Z026
Rafael E. Granado, City Clerk
APPROVED AS TO
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MIAMIBEACH
COMMISSION MEMORANDUM
TO: Honorable Mayor and Members of the City Commission
FROM: Eric Carpenter, City Manager
DATE: April 22, 2026 2:11 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
COMMUNICATIONS WORKERS OF AMERICA ("CWA"), LOCAL 3178, FOR THE
PERIOD FROM OCTOBER 1, 2024 THROUGH SEPTEMBER 30, 2027 ("LABOR
AGREEMENT"); AMENDING THE PAY PLAN TO PROVIDE INCREASES TO THE
MINIMUM AND MAXIMUM BASE PAY AMOUNTS FOR CERTAIN POSITIONS IN
ADDITION TO 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 Nichols 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 of negotiations begin in 2027. The proposed resolution ratifies the agreements reached
during negotiations with CWA, which by the reading of this resolution would have been favorably
ratified by the unit during their vote, scheduled on April 21, 2026.
ANALYSIS
The last bargaining agreement in effect between the city and CWA expired September 30, 2024.
The parties began negotiating a successor agreement in September 2024. Negotiations came to
a halt to allow CWA to be recertified as the bargaining agent for the unit. Negotiations resumed
in June 2025. After 18 sessions of negotiations, the parties reached tentative agreement on a
successor three-year agreement ("AgreemenY') covering the period of October 1, 2024 through
September 30, 2027. 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 will have ratified the tentative agreement by majority vote.
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:
Section 1.3 Job Classifications: The parties agreed that the job classification of Code Compliance
Administrator would be reclassified from a pay range H34 to a pay range H37 effective upon
ratification of the Agreement. The parties also agreed that employees in the job classification
would receive a five percent (5%) increase retroactive to January 12, 2026 to avoid compression
between classifications.
Section 4.2 Grievance Procedure: The meaning of the word "days" was clarified to mean
workdays, not including weekends or holidays.
Article 6 Manaqement Riqhts: The management rights clause is strengthened to provide that
city's employment decisions taken to comply with the Americans with Disabilities Act are free from
the constrictions of the Agreement.
Section 7.4 Overtime: There were substantial changes to the Overtime provisions concerning
forced overtime and the two-times-pay premium. The parties clarified the meaning of "forced
overtime"that would trigger two times pay as a premium to mean overtime that was not previously
scheduled with 10 days advanced notice and that would not otherwise be worked voluntarily
through the overtime distribution provisions. The parties also agreed to settle at no cost the
related contractual grievance at arbitration.
Section 7.6 Holiday Pay: The parties also made substantial changes to the Holiday Pay section
with the intent to curb unscheduled callouts and increase dependable or uninterrupted attendance
during the "Blackout Period". The Blackout Period is defined as the scheduled shift immediately
preceding the holiday, the holiday, and the scheduled shift immediately after the holiday. Only
employees who report to work as scheduled during the Blackout Period are eligible to receive
Holiday Pay.
Article 8 - Waqes and Frinqe Benefits
Section 8.1 Cost-of-livinq-adiustments (COLA): The parties agreed to a 3% COLA effective the
first full pay period in July 2025, 3% in April 2026, and 3% in April 2027. The COLA and the timing
of the payment is uniform for all employees citywide.
Performance Evaluations: The parties agreed to expand the merit increase scale and
corresponding raise to include a 1% raise for employees with a performance rating between 3
and 3.49; employees rated at 3.5 and up to 4.24 will now receive a 2% raise, and employees
rated at or above 4.25 will receive a 3% raise. Previously, all employees receiving a rating
between 3 and a 4.24 would receive a 2% raise. The parties agreed that any revision to the score
calculated by the evaluating supervisor may be subject to a limited review without subjecting the
revision to grievance.
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.
Section 8.4 Bereavement: The union was granted bereavement, domestic violence, and parental
leave in accordance with the city's Classified Leave Ordinance. In addition, bereavement needs
to be taken within 180 days from the death of the covered family member.
Section 8.9 Jury Dutv:As an exception to the standard overtime clause—only time worked counts
toward calculating overtime — time away on jury duty will now count towards time worked for
purposes of overtime.
Section 8.10 USLA Recertification Pav Supplement (New): The parties agreed to Ocean Rescue
lifeguards who complete a 40-hour minimum lifeguard training program and obtain and maintain
a certification by the US Lifesaving Association will receive $50 biweekly or$1,300 per year.
Section 8.14 Take-Home Vehicle Proqram (New): The city has complete discretion in determining
the eligibility criteria for select employees to be assigned a take home car. Those who are
assigned a take home city car shall provide the appropriate insurance endorsement and shall be
deducted on a bi-weekly basis a fee based on the location of their residence: employees living in
Miami Dade County (except Miami Beach) shall pay $25.00 and those living in Broward County
shall pay $50.00. In addition, employees must abide by all administrative orders governing the
use of city vehicles. Employees assigned a take home city car shall not be entitled to Standby
Pay. The maximum number of employees in Code Compliance who may participate is 20.
Section 8.15 Sick and Vacation Leave Accrual; Maximum Pav: The parties agreed to incorporate
by reference and be governed by the provisions of the Classified Employees Leave Ordinance
with respect to Sick and Annual Leave including the increased carry-forward cap of 600 hours of
annual leave.
Section 8.16 Public Safetv (Skill Pay Supplements)
Public Safety Communications Disqatchers: Certified dual dispatchers (employees qualified to
dispatch both fire and police calls)will now have their supplement pay of 6% rolled in to their base
pay effective January 12, 2026. This benefits dual dispatchers by making the pay pensionable.
Certified training officers in the Public Safety Communications Division assigned to train others
will receive $3.00 additional an hour for the time spent training others.
Pool Guards: Certified water safety instructors assigned to teach swimming lessons or water
safety courses will be paid $1,600 yearly retroactive to January 12, 2026.
Marine Pav: Qualified Ocean Rescue employees assigned to operate the emergency vessel will
be paid $2.00 additional an hour for the assignment retroactive to January 12, 2026. The Fire
Chief has sole authority to establish qualifications. The union agreed to withdraw a pending
grievance over marine pay.
Field Training Officers: Certified field training officers in the Police Department are eligible to
receive an additional $3.00 an hour while assigned to train other Public Safety Specialists.
Code Compliance Enforcement Officers: Certified field training officers in Code Compliance are
eligible to receive an additional $3.00 an hour while assigned to train others.
BTR/STR Investigator Team: Up to four employees assigned to the investigator team shall
receive a $50.00 non-pensionable, bi-weekly supplement pay retroactive to January 12, 2026.
Parking Enforcement: The right-of-way enforcement incentive program will end September 30,
2027. Also, certified trainers in parking enforcement will be eligible to receive an additional $3.00
an hour while assigned to train others.
Section 8.24 EMT Certification: Lifeguards with an EMT certification will roll 5°/o of their
certification pay into their base pay and receive an increase of 2%to their pensionable certification
pay. Lifeguards without an EMT certification do not receive the pay.
Section 8.26 Hazard Duty Pay: Hazard duty pay for Lifeguards is increased from $75 to $100 bi-
weekly retroactive to January 12, 2026.
Section 8.28 Second Lanquaqe Pay: The employee groups eligible to receive second language
pay is expanded to include Public Safety Specialists, bargaining unit members in the Crime Scene
Investigations Unit, Permit Clerks I and II in the Building Department, and employees in the
Parking Department.
Section 9.10 Glasses: The stipend for glasses provided to Lifeguards, Code Compliance Officers,
and Public Safety Specialists was increased from $125.00 to $150.00 per fiscal year.
Section 9.14 Senioritv: The union made substantial changes to seniority governing the individual
rights of its members.
Section 9.15 Safety and Uniform Shoes: This section was updated to reflect the job classifications
receiving shoes; the benefit is mutually exclusive—you can only receive one type of shoe.
Section 9.19 Housinq Stipend: The stipend was eliminated as outdated. The parties did not
revive the program for the successor term.
Article 10 Druq and Alcohol Testinq: The parties agreed to reopen negotiations involving drug
testing to implement improved testing methods.
FISCAL IMPACT STATEMENT
The negotiated changes to the Agreement over the three-year term (October 1, 2024 through
September 30, 2027) assumes an estimated impact of$349,634 for FY 2024/2025, $1,423,880
for FY 2025/2026, and $1,748,986 for FY 2026/2027. The estimated aggregate impact over the
three years is $3,522,500.
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.qov/city-hall/city-clerk/meetinq-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 Riqht to Know" item, Is this item related to a G.O. Bond
pursuant to Citv Code Section 2-17? Project?
No No
Was this Aqenda Item initiallv requested bv a lobbyist which, as defined in Code Sec. 2-481,
includes a arincipal enqaqed in lobbvinq? No
If so, specify the name of lobbyist(s) and principal(s):
Deaartment
Human Resources
Sponsor(s)
Co-Sponsor(s)
Condensed Title
2:11 p.m. PH, Ratify 3-year Labor Agreement w/CWA, October 1, 2024 to September 30, 2027.
HR
Previous Action (For City Clerk Use Onlv)
AGREEMENT
Between
CITY OF MIAMI BEACH, FLORIDA
m MIAMIBEACH
and
COMMUNICATIONS WORKERS OF AMERICA(CWA)
LOCAL 3178
C`Y�4
�
Period Covered
� October 1, 2024-�to September 30, 20274
TABLE OF CONTENTI �Commented[�o��:,�,d c ac_cn� e,a __�
PAGE
AGREEMENT...............................................................................................................................1
PREAMBLE..................................................................................................................................2
ARTICLE 1 -Recoqnition
Section 1.1 Representation and Bargaining Unit..........................................................3
Section1.2 Unit Description.........................................................................................3
Section 1.3 Job Classifications/Audits..........................................................................4
ARTICLE 2-Em�lovee and Union Riahts
Section 2.1 Employee Rights During Meetings or Interviews.......................................5
Section 2.2 Notice of Disciplinary Action......................................................................5
Section 2.3 Retaliation for Exercising Rights................................................................6
Section 2.4 Union Membership/Right of Union to Represent Only Members............7
Section 2.5 Access to Personnel Records....................................................................7
Section 2.6 Employee Bargaining Team......................................................................7
Section 2.7 Recording Devices.....................................................................................7
Section 2.8 Computerized Voice Stress Analysis Examinations&Psychological
Examinations.............................................................................................8
Section 2.9 Employee Examination Review.................................................................8
Section2.10 Meeting Leave...........................................................................................9
Section 2.11 Information to be provided to Union by City...............................................9
ARTICLE 3-Deduction of Union Dues
Section3.1 Check-off.................................................................................................10
Section 3.2 Indemnification.........................................................................................10
ARTICLE 4-Grievance Procedure
Section4.1 Purpose...................................................................................................11
Section 4.2 Definitions................................................................................................11
Section 4.3 Special Provisions...................................................................................12
Section 4.4 Grievances Involving Discipline...............................................................15
Section 4.5 Grievance Procedures.............................................................................15
Section4.6 Arbitration................................................................................................17
Section 4.7 Differences Concerning Personnel Rules................................................18
Section 4.8 Union Time Bank ....................................................................................18
ARTICLE 5-No Strike and No Lockout
Section5.1 No Strike..................................................................................................20
Section5.2 No Lockout...............................................................................................20
TABLE OF CONTENT,continued PAGE
ARTICLE 6-Mana4ement Riahts............................................................................................21
ARTICLE 7-Hours of Work and Overtime
Section7.1 Purpose ..................................................................................................22
Section7.2 Normal Workday......................................................................................22
Section 7.3 Normal Workweek...................................................................................22
Section7.4 Overtime..................................................................................................22
Section 7.5 Distribution of Overtime Work..................................................................23
Section 7.6 Holiday Celebration and Pay for Working on Holiday..............................24
Section 7.7 Rest Periods............................................................................................25
Section 7.8 Reporting Pay..........................................................................................26
Section7.9 Come Back Pay.......................................................................................26
Section7.10 Standby Time...........................................................................................26
Section7.11 Clean-Up Time.........................................................................................26
Section 7.12 No Pyramiding.........................................................................................26
Section 7.13 Pay during Hurricanes and Other Declared.............................................26
ARTICLE 8-Wa4es and Frinae Benefits
Section8.1 Wages.....................................................................................................28
Section 8.2 Shift Differential.......................................................................................30
Section8.3 Holidays...................................................................................................30
Section 8.4 Bereavement Leave.................................................................................31
Section 8.5 Rate of Pay When Working Out of Classification....................................31
Section 8.6 Asphalt License Training and Certification..............................................31
Section 8.7 Voting Time..............................................................................................32
Section 8.8 Meal Allowance........................................................................................32
Section8.9 Jury Duty..................................................................................................32
� Section 8.10 USLA Recertification Pav Supplement�eel-Allewaase...........................32
Section 8.11 Uniform Provision....................................................................................32
Section 8.12 Insurance.................................................................................................33
Section8.13 Pension....................................................................................................33
� Section 8.14 Take-Home Vehicle Program�l�......................................38
Section 8.15 Sick&Vacation Leave Accrual and Maximum Payment on Termination 38
Section 8.16 Public Safety............................................................................................39
Section 8.17 Enforcement............................................................................................41
Section 8.18 Perfect Attendance Bonus.......................................................................42
Section 8.19 Lead Person............................................................................................42
Section 8.20 Union Conventions..................................................................................43
Section 8.21 Orientation...............................................................................................43
Section 8.22 Educational Leave 8�Tuition Reimbursement.........................................43
Section 8.23 Property Management-License(s)Maintenance.....................................43
Section 8.24 EMT Certification Pay..............................................................................43
Section 8.25 Paid Parentai Leave................................................................................44
Section 8.26 Hazardous Duty Pay................................................................................44
Section8.27 Light Duty................................................................................................44
ISection 8.28 Second Language Pay............................................................................44
TABLE OF CONTENT,continued PAGE
ARTICLE 9-General Provisions
Section 9.1 Discrimination..........................................................................................45
Section 9.2 Meetings Between Parties.......................................................................45
Section 9.3 Reduction in Work Force.........................................................................45
Section9.4 Work Rules..............................................................................................45
Section 9.5 Probationary Employees..........................................................................46
Section 9.6 "Temporary Employees"..........................................................................46
Section 9.7 Political Activities of Employees..............................................................47
Section9.8 Safety......................................................................................................47
Section9.9 Parking....................................................................................................48
� Section 9.10 Glasses.._-aad-ldats............................................................................48 �I COIIIrtICO[!d[LD2]:4.6.26 edit, section only
Section 9.11 Notification in the Event of Transfer or Contracting Out..........................48 spedks a< <,c ,iasses
Section 9.12 Stress Reduction/Police DepartmenYs Public Safety Communications
Unit..........................................................................................................49
Section 9.13 Bulletin Boards.........................................................................................50
Section9.14 Seniority...................................................................................................50
Section9.15 Shoes......................................................................................................51
Section 9.16 Labor/Management Committee...............................................................52
Section 9.17 Promotions...............................................................................................52
Section 9.18 Beach Patrol Promotions.........................................................................52
� �ectfea-9,-1�— �4a�s+a��i}3es}d:.-.-.-......._.................................._-- --,--_:.-.-:—_..............�3
ARTICLE 10-Druq and Alcohol Testinq
Section10.1-10.2 ..............................................................................................54
Section 10.3 Drug/Alcohol Random Screening...................................................55
Section 10.4 Drug/Alcohol Reasonable Suspicion Testing....................................55
Section 10.5 Positive Drug and/or Alcohol Test Results .......................................56
Section 10.6 Refusal to Submit......................................................................56
Section 10.7 Last Chance Agreement............................................................ 56
ARTICLE 11 -Entire AQreement..............................................................................................57
ARTICLE12-Savinas..............................................................................................................58
ARTICLE 13-Term of Contract...............................................................................................59
EXECUTION...............................................................................................................................60
APPENDIX A-COMPENSATION PLAN...................................................................................62
APPENDIX B-GRIEVANCE FORM..........................................................................................66
APPENDIX C-LEGACY SENIORITY USTS...............................................................## j COmRIlntld[LD3]:3/co - Un:on work:ng on i.5cs �
III
AGREEMENT
THIS AGREEMENT, was made and entered into on this_day of
2026�by and between the CITY OF MIAMI BEACH,FLORIDA(herein called the"City"),and the
COMMUNICATIONS WORKERS OF AMERICA(herein called the"Union").
CWA-1
PREAMBLE
WHEREAS, the Union has been selected as the sole and exclusive bargaining
representative by a majority of the employees set forth in Article 1,and has been recognized by
the City pursuant to the laws of Florida as the sole and exclusive bargaining representative for
said employees;
WHEREAS, the City and the Union have voluntarily endorsed the practices and
procedures of collective bargaining as a fair and orderly way of conducting relations between the
City and the employees covered by this Agreement insofar as such practices and procedures are
appropriate to the obligations of the City to retain the right effectively to operate the various
departments of the City and are consonant with the paramount interests of the public;
WHEREAS, it is the intention of the parties to this Agreement to provide, where not
otherwise mandated by Statute, for the salary schedule, fringe benefits and conditions of
employment of the employees covered by this Agreement, to provide for the continued and
efficient operation of the various departments of the City, and to provide an orderly and prompt
method of handling and processing grievances;
NOW,THEREFORE,the parties agree with each other as follows:
CWA-2
ARTICLE 1
RECOGNITION
Section 1.1. Reoresentation and Barqainina Unit. -The City recognizes the Union as the sole
and exclusive representative of all employees in the unit described below.
Section 1.2 Unit Descriotion. =Effective upon raiification of this Aareement al�Il regular,fuA-
time Citv employees in the following classifications ,excluding all managerial,
supea�+sery--confidential, �rofessional supervisory temporary, and casual employees, and
employees currently represented in other certified bargaining units:
Account Clerk I Field Inspector I
Account Clerk II Field Inspector II
Account Clerk III Finance Soecialist I
Administrative Aide I Finance S�ecialist II
Administrative Aide II Finance Specialist III
Administrative Assistant I Lifequard j eommenced(�oa�:ai�siz6 Aaaea consistent w�cn
Administrative Secretary Lifeguard I �e_za ��d Appx A
Air Conditionina Mechanic Lifequard II
Buildinq Inspector Lifequard Lieutenant
gu� Mason
Carpenter I Masonry Helper
Carpenter II Mechanicai Ins�ector
Clerk Meter Analvst
Clerk Tyoist Painter
Code Comoliance Administrator Parkinq Disaatcher
Code Comoliance Officer I Parkinq Enforcement Specialist I
Code Comoliance Officer II Parkina Enforcement Specialist II
Commission Reporter I Parking Meter Technician I
Commission Reporter II Communications Parkinq Meter Technician II
Operator Permit Clerk I
Comolaint Operator II Permit Clerk 11
Crime Analysis S�ecialist Planninq Technician
Crime Scene Technician I Plumber
Crime Scene Technician II Plumbinq Inspector
Data Entry Clerk Pool Guard I
Dispatcher Pool Guard II
Disqatcher Trainee Police Fleet Saecialist
Duplicatinq Eauipment Oaerator Police Photoqrapher
Electrical Insoector Police Records Technician
Electrician Propertv Evidence Technician I
Elevator Insoector Property Evidence Technician II
Enqineerinq Assistant I Public Safetv Specialist
Enaineering AssistanY II Revenue Processor I
Engineerinca Assistant III Revenue Processor II
Engineerinq Inspector
CWA-3
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Section 1.3 Job Classifications/Audits.
a) The City and the Union agree that in the event the City creates a new job
classification within the bargaining unit,or substantially changes the duties of a job
classification which remains within the bargaining unit, or combines job
classifications within the bargaining unit as a result of job audits,or market studies,
the City will bargain with the Union concerning the appropriate rate of pay for the
new,changed,or combined jobs. However, in no event,will the position be paid
at a lower rate of pay or at a lower classification.
CWA-4
Until agreement is reached or impasse is resolved,affected employees will be paid
as determined by the City. The City and Union will negotiate the final rate and the
effective date will be part of the negotiations process.
b) The parties agree that they will periodically review the job classifications and, if
appropriate,file a joint petition to Public Employees Relation Commission(PERC)
to determine which positions should be in or out of the bargaining unit.
�The City recognizes the life safety work that Lifeguard I,Lifeguard II and Lifeguard
Lieutenants perform is of a public safety service nature.
d) Effective January 12, 2026, the Citv will reclassifv the Code Comoliance i F�rtnatted:Highligh[ �
Administration oosition from H34 to H37 and�rovide for a five oercent(5%)salary
adjustment for each emolovee due to com�ression ied I Formatted:scriken,rouqn
CWA-S
ARTICLE 2
EMPLOYEE AND UNION RIGHTS
Section 2.1 Emalovee Riahts Durina Meetinqs or Interviews.
Ia) , An employee shall be entitled to request
Union representation, including and not limited to Internal Affairs interviews and Pre-
Determination Hearings,where the representative of the City intends to seek to gain
information from the employee which may become a part of the employee's
disciplinary record or may result in a written warning/reprimand of the employee.
b) The employee shall be informed of the nature of the meeting,the alleged conduct,and
if requested,be given a reasonable period of time prior to the meeting to contact and
consult with the Union. Nothing contained herein shall preclude an employee from
legal representation in the event of a criminal investigation.
c) At the request of the employee, the City will advise the Union President of all such
meetings with the employee and the Union President will arrange to have a Union
Representative present.
d) All meetings will be held in the City at a reasonable hour during the employee's shift
or contiguous to the shift on the clock, unless an emergency or serious condition
prevents such action.
e) This provision of Article 2, Section 2.1 shall be subject to the Union Time Bank as
described in Section 4.8.
Section 2.2 Notice of Disciolinary Action.
a) No reprimand, termination, suspension, demotion, punitive transfer, or punitive
reassignment which results in loss of pay shall be taken against an employee
unless he/she is notified of the action, and the reason(s)for such recommended
action given in writing specifically prior to the action. Notice in writing shall be
given to the employee as soon as practicable.
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b) If such disciplinary action is taken against any employee which results in loss of
pay or monetary benefits or denial of annual merit increase, Management will
adhere to progressive discipline:
Written"verbal warnings"shall be kept in departmental or Human Resources files.
If the employee is not disciplined for the same incident again during a calendar
year,the written"verbal warning"shall not be used for his/her Annual Performance
Evaluation report.
c) The employee must have received a Special Report during the evaluation period
informing him/her of the less than satisfactory performance and what action should
be taken for improvement. A copy of the Special Report must be submitted with
the Annual Evaluation Report.
d) The employee must have received a warning during the evaluation period at least
sixty(60)but no more than ninety(90)days prior to an employee receiving a less
than satisfactory performance. If the unsatisfactory work performance occurred
prior to ninety (90) days before the anniversary increase was due, the warning
must state what action the employee must take to correct the unsatisfactory
performance. A copy of the warning shall be submitted with the Annual Evaluation
Report.
e) Nothing in this section shall be intended to contravene public record law.
fl Annual merit increases are not automatic and may be denied.
The employee's Department will be responsible for monitoring the progress or lack of progress
on the employee's effort to correct the problem which led to the unsatisfactory rating. Such follow-
up shall be every ninety(90)days after the corrective process commenced. Upon correction of
the problem,the employee will be granted the annual increase.
Section 2.3 Retaliation for Exercisinq Riahts. - No employee, supervisor or management
person shall be retaliated against or be threatened with any such retaliation by reason of his/her
exercise of any rights set forth in this Agreement.
CWA-7
Section 2.4 Union Membershio-Riaht of Union to Reoresent Onlv Members. -The City and
the Union agree not to interfere with the right of employees to become or not become members
of the Union, and further, both parties agree that there shall be no discrimination, interference,
restraint, or coercion against any employee because of Union membership or lack of it; except
that the Union may process grievances for, advise, or participate in meetings or interviews on
behalf of inembers only. Human Resources will inform the Union of new hires on a monthly basis.
Section 2.5 Access to Personnel Records. - Upon reasonable request, an employee shall
have the right, in the presence of an appropriate representative of the employer,to review and
copy all or any portion of the employee's official records which are or may become a part of the
personnel file maintained by the Human Resources DepaRment and his/her department. The
employer may charge a reasonable fee of fifteen cents ($.15) per page for such copying.
Employees will be provided with a copy of records or letters that are to be placed in the employee's
Personnel File maintained in either Human Resources or in the Department personnel file,which
make specific,derogatory comments about the employee's work performance. This shall be done
by the Department prior to the filing and the employee shall be asked to sign his/her
acknowledgement. The employee shall be aliowed to place in his personnel file a response of
reasonable length to anything contained therein which the employee deems to be adverse. No
anonymous material shall be placed in an employee's personnel file.
It is specifically understood that this provision shall not in any way alter or modify the Personnel
Rules concerning tests or examinations and the period of time which an employee has to review
tests or examinations which he/she has taken.
Section 2.6 Emalovee Bars�aininq Team. -The City agrees that the Union shall be permitted
up to five (5) employees to serve on a collective bargaining team in any collective bargaining
negotiations with the City, and that such persons shall be compensated at their regular salary
when negotiations are during regular working hours. The Union may appoint alternates who shall
be compensated instead of regular members of the collective bargaining team for those periods
of time when they actually serve on the bargaining team. Attendance at negotiations for a
successor agreement shall not be counted against the union time bank.
Section 2.7 Recordinq Devices. -No mechanical recording devices of any kind shall be used
in discussions between department heads,division heads,or supervisors and employees unless
CWA-8
the parties mutually agree otherwise. It is specifically understood that this subsection shall not in
any way apply to any City Board.
Section 2 8 Comauterized Yoice Stress Analvsis Examinations and Psvcholoaical
Examinations.
A) Computerized Voice Stress Analvsis Examinations
1) A bargaining unit member may be required to submit to a computerized voice
stress analysis test,or any other electronic examination,the purpose of which is
to test the truthfulness of the employee when investigating a work place theft only
when there is reasonable suspicion to believe that the employee is involved.
2) It is understood that bargaining unit members may be required to take a
computerized voice stress analysis examination when such examination is a
pre-condition of their initial employment with the City. A bargaining unit member
may be required to take a computerized voice stress analysis examination for
promotion, or transfer into a department that has required computerized voice
stress analysis tests.
3) Such computerized voice stress analysis tests shall be conducted by an
independent,professional examiner as selected by the City. Nothing contained in
the Agreement shall abridge the rights of individual employees or the rights of the
City under Florida law.
B) Psvcholoqical Examinations
At the City's request,the Union agrees to appear before the Personnel Board and jointly submit
with the City a proposal to include a psychological examination for Lifeguard I applicants.
Psychological examinations shall be in English and Spanish.
Section 2 9 Emplovee Examination Review. -An employee shall have the right in the
presence of an appropriate representative of the employer to examine and/or review his/her
own completed promotional examination as provided in Florida Statutes.
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Section 2.10 Meetinq Leave. -The Union shall have the right to send up to two(2)of the four
(4)designated Union representatives,authorized with pay for time he/she would have otherwise
been working,to attend City Commission Meetings,Personnel Board Meetings,or Pension Board
Meetings,when a matter relating to the collective bargaining agreement is on the Agenda for such
meeting, and if prior approval has been given by the representative's supervisor. The
representative is to return to work immediately after the City Commission addresses the Agenda
item. This section shall be subject to the Union Time Bank in Section 4.8.
Section 2.11 Information To Be Provided To Union Bv Citv. -The City will provide to the
Union one(1)copy of the following:
a) A listing of all bargaining unit employees electronically, as requested, to include the
employee's name, address, I.D. number, department assignment, and date of hire,
except where such information is exempt from the defnition of public records as
established by Florida Statutes 119.07(3)(i).
b) The"Personnel Rules"of the City of Miami Beach.
c) "Classification Specifications"for all bargaining unit classifications.
d) "Agenda" (as distributed to all department heads and news media) for each City
Commission Meeting.
e) Salary Ordinance amendments affecting bargaining unit classifications.
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ARTICLE 3
DEDUCTION OF UNION DUES
Section 3.1 Check-off. - Upon receipt of a Iawfuily executed written authorization from an
employee,which is presented to the City by an official designated by the Union in writing,the City
agrees during the term of this Agreement to deduct the uniform Union dues and assessments of
such employees from their pay and remit such deductions to the Union Treasurer; provided,
however,that such authorization is revocable at the employee's will upon thirty(30)days'written
notice to the City and the Union. The Union will notify the City thirty(30)days prior to any change
in its dues and assessments structure.
The Union shall pay,during the term of this Agreement,the amount of lwo hundred dollars($200)
annually as a service charge for implementing and processing the above-stated dues and
assessments deductions. The Union shall make the payment on or before April 1 of each year of
the Agreement.
The Union and the City agree to develop an electroniclmagnetic media reporting system for
deduction of dues within six(6)months of ratification of the contract.
Section 3.2 Indemnification. - The Union agrees to indemnify and hold the City harmless
against any and all claims, suits, orders or judgments brought against the City under the
provisions of this Article; provided, however,this Section shall not apply to any act or failure to
act on the part of the City resulting from its own willful behavior. In the event of an error in dues
deductions,transfer should be transmitted thirty(30)days after written notification.
CWA-1 1
ARTICLE 4
GRIEVANCE PROCEDURE
Section 4.1 Puroose-It is recognized that complaints and grievances may arise between the
bargaining agent and the employer or between the employer and any one or more employees
concerning the application or interpretation of any provision of this Agreement. The employer and
the bargaining agent desire that these grievances and complaints be settled in an orderly,prompt
and equitable manner so that the efficiency of the City of Miami Beach may be maintained and
the morale of employees not be impaired. Every effort will be made by the employer,employees,
and bargaining agent to settle the grievances at the lowest level of supervision. The initiation or
presentation of a grievance by an employee will not adversely affect his standing with the
employer.
No reprisals of any kind will be made by agents of the City against the grievant(s)or the Union's
representatives by reason of such participation in the processing of their grievance. Similarly,the
Union, its officers or agents, shall not impede, malign, or delay the City or managemenYs
representative in their duties during the investigation or processing of said grievance.
In order to investigate, discuss and process grievances, the designated Union representatives
and witnesses must request permission 24 hours in advance(except in emergencies),and report
their return to work upon conclusion of the use of time for grievance matters. All such time away
from work by Union representatives shall be deducted from and is subject to the Union's Time
Bank. Bargaining unit employees covered by this Agreement shall no longer be able to file an
appeal via the City's Personnel Board procedure for any disciplinary matter.
I Section 4.2 Definitions.
a) Grievance - a grievance is a dispute involving the interpretation or application of any
provision of this Agreement, excluding matters not covered by this Agreement or where
Personnel Board rules and regulations are involved; provided, that disciplinary actions,
including discharges,but not including verbal warnings,may be grieved under this Article
further provided that the reasonableness of new or changed work rules and whether there
has been reasonable application of old or new work rules and lay-off provisio�s of the
Personnel Board's rules and regulations, may be grieved under this Article. The
reasonableness of work rules which were negotiated is not grievable.
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�}—Aqqrieved Emplovee(sl-the employee(s)filing the grievance or causing the grievance to
( be filed.
�b 1
� Immediate Supervisor - the individual having immediate supervisory authority over the
Iaggrieved employee(s).
Id) Division Head-the head of the division in which the aggrieved employee(s)works.
e) Oeoartment Head-the head of the department in which the aggrieved employee(s)works.
f) Days=effective uoon ratification of this Aqreement whenever the Grievance Procedures,
from Ste I throu h and includin Arbitration as set forth in Sections 4.5 and 4.6 of this
Article 4 requires an action be taken with a sPecified number of days,the word asfe#e�e�
, "days"shall mean workin�days(i.e.,
Monday through Friday,exclusive of ss�led Citv observed holidays).
Section 4.3 Saecial Provisions.
a) The time limits set forth herein may be extended and/or modified by mutual written
agreement.
b) If the employer violates any time limits,the bargaining agent may advance to the next step
without waiting for the employers response. If the Union,or the grievant(s)fail to initiate
or move the grievance to the first or next step of the grievance procedure, as set forth
herein(time limits),it shall be untimely and considered withdrawn.
c) The parties acknowledge that,as a principle of interpretation,employees are obligated to
work as directed while grievances are pending; except where the safety of a working
condition or health of the employee(s)is the basis of the grievance.
d) Aggrieved employees,a reasonable number of employees,not to exceed three(3),called
as witnesses, and a specifically designated Union representative, shall be allowed to be
present at the various formal steps of the grievance procedure,including arbitration. One
witness may attend without loss of pay for those actual hours during his/her regular work
CWA- 15
schedule. Any other witnesses,�ot to exceed two(2)in total, may attend provided that
there is adequate time to cover such work time in the Union Time Bank.The Union shall
notify the City Manager's designee for Labor Relations of who it wishes to call, and then
Management will schedule the witnesses to be available as needed. If there are
circumstances where more than three (3)witnesses are needed,the Union will make a
request to the City Manager's designee for Labor Relations, who will make the final
decision.
e) The Union shall designate to the City the names of the seventeen (17) Union
representatives, plus one individual who shall be designated as the Chairman of the
Grievance Committee,whose function shall be to assist unit members in the processing
of complaints and grievances under this procedure. At Step I only one (1) of the
designated Union representatives will be allowed at any grievance meeting. At Step II$
III,only two(2)of the designated Union representatives will be allowed at any grievance
meeting. All such attendance time shall be deducted from and subject to the Union's Time
Bank as set forth in Section 4.8, including, but not limited to, the specification of
representation by four(4)members of the executive board.
f) City of Miami Beach employees other than those designated Union representatives(as
set forth in Section 4.8)shall not be granted time off from work without loss of pay for the
processing of grievances.
g) The specifically designated Union Representatives shall be permitted during working
hours without loss of pay to investigate, discuss, and process grievances in their
respective areas,provided the following conditions are met:
1) that they first secure the permission of their immediate supervisor (such
permission shall not be unreasonably denied);
2) that the supervisor shall be notified twenty-four (24) hours prior to
investigating, discussing, and processing grievances on City time (shorter
notice may be given in the case of emergencies).
3) that the representative will report his/her return to work to the immediate
supervisor upon conclusion of the use of time for grievance matters;and
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4) that there is su�cient time in the Union Time Bank to cover the entire period
of the representative's absence from work.
h) An employee may request Union representation in accordance with the provisions of this
Agreement at each and every step of the grievance procedure set forth in this Agreement.
i) The bargaining agent,in accordance with its own lawful internal rules,shall have the sole
and exclusive right to determine whether any grievance warrants processing through this
procedure. In the event the bargaining agent determines at any step of the grievance
procedure that a grievance does not warrant processing, a written notification of that
determination shall be sent to the City Manager's designee for Labor Relations. The
employee(s)involved shall then be free to process it themselves or through legal counsel.
j) If the bargaining agent has declined to process or further process any grievance presented
to it,and if any employee,or group of employees,desires to process it or further process
their own grievance through this procedure,the bargaining agent shall be sent copies of
all written communications sent by the employer or the employee(s) involved. Further,
nothing herein contained shall be construed to prevent any public employees from
representing, at any time, their own grievance in person or by legal counsel to the
employer, and having such grievance(s) adjusted without the intervention of the
bargaining agent,provided however,that the adjustment is not inconsistent with the terms
of the collective bargaining agreement then in effect; and provided further that the
bargaining agent has been given notice and a reasonable opportunity to be present at any
meeting called for the resolution of such grievances.
k) The bargaining agent shall not be responsible for any costs attendant to the resolution of
any grievance(s)it has not processed.
I) The parties acknowledge that multiple grievances may be combined at any stage of the
grievance procedure where the class of aggrieved employees is clearly defined and the
subject matter of the grievances is the same or similar.
m) At Step I, all formal grievances presented shall include the date of the alleged viotation,
the specific article and section grieved;a brief description of the grievance,and the remedy
requested.
C�NA-17
Section 4.4 Grievances Involvinq Discipline. -Discipline shall be only forjust cause and shall
include written reprimand, suspension, or dismissal. A verbal warning is not disciplinary and is
not grievable. Any regular employee who is disciplined, and who has completed the required
probationary period,may file a grievance pursuant to the provisions of this Article. The Union or
employees not represented by the Union in a grievance or who are not members of the Union
may file discipline grievances at either Step I or II within fifteen(15)days of the written notice of
action.
Section 4.5 Grievance Procedures:
STEPI
a) The grievance shall be filed within fifteen (15) days of the alleged violation,
interpretation or application of the terms of employment set forth in this Agreement.
b) The grievance shall be filed with the division head in writing, on the Grievance
Form as attached in the appendix.
c) The division head or his/her designee shall note the date of receipt of the
grievance,and shall seek to meet the aggrieved employee at a mutually agreeable
time within ten(10)days of receipt of the grievance.
d) Within five(5)days of the meeting,the division head shall render a decision and
shall immediately communicate that decision in writing to the aggrieved, the
bargaining agent, and the department head. If the decision is to deny the
grievance,the reasons for denial shall be specifically stated.
e) The aggrieved employee(s)and/or the bargaining agent may appeal the decision
of the division head within seven(7)days of receipt of the decision.
� The appeal shall be submitted in writing to the department head. Failure to appeal
the decision of the division head within seven(7)days shall constitute acceptance
by the aggrieved employee(s)and the bargaining agent of the decision as being a
final resoiution of the issues raised.
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STEP II
a) If the aggrieved employee(s) appeals the decision, the department head shall
schedule a meeting to take place at a mutually agreeable time not more than five
(5) days after receipt of the appeal. The exclusive bargaining agent shall be
advised in writing as to the date of the proposed meeting,and shall have the right
to send one(1)observer to the proceedings if the bargaining agent is not involved
in the actual representation of the aggrieved employee(s).
b) Within five(5)days of the meeting, the department head shall render a decision
and shall immediately communicate that decision in writing to the aggrieved
employee(s),and to the bargaining agent. If the decision is to deny the grievance,
the reasons for denial shali be specifically stated.
c) The aggrieved employee(s)may appeal the decision of the department head within
seven (7)days of receipt of the decision. The appeal shall be communicated in
writing to the City Manager's designee for labor Relations. Failure to appeal the
decision of the department head within seven(7)days shall constitute acceptance
by the aggrieved employee(s)and the bargaining agent of the decision as being a
final resolution of the issues raised.
STEP 111
a) If the aggrieved employee and/or a representative of the bargaining unit appeals
the decision, the City Manager, or his/her designee for Labor Relations, shall
schedule a meeting to take place at a mutually agreeable time not more than
twelve(12)days after receipt of the appeal.
b) Within twelve(12)days of the meeting, the City Manager or his/her designee for
Labor Relations shall render a decision and shall immediately communicate that
decision in writing to the aggrieved employee and the bargaining agent. If the
decision is to deny the grievance,the reasons for denial shall be specifically stated.
c) Failure to appeal the decision rendered in Step III within twelve(12)days by notice
of intent to submit to arbitration shall deem the decision at Step III to be final a�d
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no further appeal will be pursued.
Section 4.6 Arbitration.-If the employer and the aggrieved employee(s)and/or the bargaining
agent fail to resolve the grievance,the grievance may be submitted to final and binding arbitration
by an impartial neutral mutually selected by the parties.
a) Notice of intent to submit the grievance to arbitration shall be communicated in
writing by the Union President or his designee to the office of the City Manager's
designee for Labor Relations within twelve(12)days of the receipt ot the decision
at Step III. Any request to go to arbitration on behalf of the employer is to go to
the Union President.
b) Within thirty(30)days after written notice of submission to arbitration a request for
a list of five(5)or seven(7)arbitrators shall be submitted to the Federal Mediation
and Conciliation Service(FMCS). Both the City and the Union shall have the right
to strike two(2)names from the panel of five(5)or three(3)names from the panel
of seven.
The City and the Union agree to alternate as to who shall strike the first name. The
arbitrator remaining on the panel after both parties have utilized their two(2)strikes
from a panel of five(5)or three(3)strikes from a panel of seven(7)shall be the
selected arbitrator. Upon receipt of the panel of arbitrators from the FMCS, the
City and the Union shall have thirty(30)days to complete the striking process. The
arbitrator shall be notified of his/her selection within five(5)days by a joint letter
from the City and the Union requesting that he/she schedule a date and place for
a hearing,subject to the availability of the City and the Union.
c) Prior to the commencement of the arbitration, the arbitrator may hold a pre-hearing
conference to consider and determine:
1. the simplification of the issues;
2. the possibility of obtaining stipulation of facts and documents that
will avoid unnecessary proof;
3. such other matters as may aid in the disposition of the grievance;
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4. matters of jurisdiction or applicability.
d) The arbitrator shall have no right to amend,modify,ignore,add to,or subtract from
the provisions of this Agreement. He/she shall consider and decide only the
specific issue submitted to him/her in writing by the City and the Union,and shall
have no authority to make a decision on any other issue not submitted to him/her.
The arbitrator shall submit in writing his/her decision within thirty (30) days
following close of the hearing or the submission of briefs by the parties,whichever
is later, provided that the parties may mutually agree in writing to extend said
limitation. The decision shall be based solely upon his/her interpretation of the
meaning or application of the express terms of this Agreement to the facts of the
grievance presented. Consistent with this Section, the decision of the arbitrator
shall be final and binding.
e) In the event that an employee desires, on his/her own behalf, to process his/her
grievance to arbitration,the bargaining agent reserves the right to intervene in the
arbitration proceeding up to and including the full right to participation as a party.
� All arbitration costs, including the cost of the arbitrator, stenographic reporting of
the arbitration hearing,(for an original and one copy),and the venue rental if City
space is unavailable shall be divided equally between the employer and the
bargaining agent, or if the bargaining agent has determined not to process the
grievance through arbitration, between the employer and the employee(s). Any
cancellation fees will be borne wholly by the party cancelling. Each party will pay
the cost of presenting its own case.
Section 4.7 Differences Concernina Personnel Rules. -A difference of opinion with respect
to the meaning or application of the Personnel Rules which directly affects wages, hours, or
working conditions may be submitted by the employee or the Union President (or his/her
designee) to the City Manager's designee for Labor Relations within ten (10) days after the
occurrence of the event giving rise to the difference of opinion. The City Manager's designee for
Labor Relations shall discuss the matter with the employee and the Union Representative at a
time mutually agreeable to the parties. If no settlement is reached at this meeting,the employee
may submit a grievance through the grievance process as set forth in Section 4.5.
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Section 4.8 Union Time Bank. -The CWA represented by four(4)members of the Executive
Board,or any other union member appointed,as determined by the President,shall have the right
to conduct union business(under the conditions described in this Section)through the use of a
time bank.The Time Bank hours shall be 2,250 hours each contract year.A cap of twenty(20)
hours a month, per union representative, except the President shall have a forty (40) hour cap
effective upon ratification,which can be used for union business from the Union Time Bank. No
more than two (2)of the designated Union representatives may use time from the Union Time
Bank at the same time. In preparation for bargaining a successor agreement, the cap on the
Union President and Vice President shall be lifted and time pool usage shall not be counted as
time worked for overtime purposes. The Union President must notify the City of the exact date
when they begin using time pool hours for bargaining preparation. The cap shall be reinstated
only after the successor agreement is ratifed.The President or designated union representative
of the CWA shall provide a minimum of twenty-four (24) hours' notice to the appropriate
DepaRment Director or designee for any leave to be granted. Such leave shall not be granted
unless previously approved in writing by the CWA President. Time for attendance at negotiations
for a successor agreement is addressed in Article 2.6.of this Agreement.The time bank shall be
used for union representation as outlined in Section 2.1,2.10,and Article 4 of this agreement.All
other union convention time other than union convention time referred in Section 8.22 shall be
part of the Union Time Bank.
I . The following shall not be counted against the Union Time Bank,as
outlined in the corresponding sections:
___ _—__ ____
� >. 2.6 Collective bargaining meetings(up to five members) � ' Formatted:8ulleted+Level:1+Aligned at: 0.25"�
-- Indent at: 0.5"
__.. ._._---
9 - ------ --.
I '� p P ulleted+Level:1+nligned at O.zS"+
_4.8 Attendance:-- Attendance at a pension board meeting by a designated uniom Fortnatted:B ,
re resentative as a ension board member shail not be counted a ainst the union time indenc ar. os
bank.
I �. 820 Union Conventions:for two delegates not to exceed two weeks of paid leave � Formatted:Bulleted+Level:1+Aligned at: 0.25"+
— Indent at 0.5" J
_ .---
I �-. 9.16 Labor Management Meetings � Formatted:Bulleted+LevN:1+Aligned at: 0.25^+
Indent at 0.5" ___
Representatives must return to work immediately upon conclusion of the meeting that was the
reason for the approved Union time off. If the Union Time Bank is exhausted, no more paid time
off to conduct union business on City time shall be requested,paid or approved.
CWA-23
ARTICLE 5
NO STRIKE AND NO LOCKOUT
Section 5.1 No Strike. -The parties hereby recognize the provisions of Chapter 447, Florida
Statutes,which define strikes,prohibit strikes,and establish penalties in the case of a strike and
incorporate those statutory provisions herein by reference. The parties further agree that the City
shall have the right to discharge or othervvise discipline any employee(s)who engage(s)in any
activity defined in Section 447.203(6),Florida Statutes.
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, and
to encourage and direct employees violating this Article or the law to return to work, and to
disavow the strike publicly.
Section 5.2 No Lockout. - The City will not lockout any employees during the term of this
Agreement as a result of a labor dispute with the Union.
CWA-24
ARTICLE 6
MANAGEMENT RIGHTS
It is recognized that except as stated herein,it is the right of the City to determine unilaterally the
purpose of each of its constituent agencies, set standards of service to be offered to the public,
and exercise control and discretion over its organization and operations.
The Union recognizes the sole and exclusive rights, powers, and authorities of the City further
include but are not limited to the following:to direct and manage employees of the City;to hire,
promote,transfer,schedule,assign,and retain employees;to suspend,demote,discharge ortake
other disciplinary action against employees for just cause; to relieve employees from duty
because of lack of work, funds or other legitimate reasons; to maintain the efficiency of its
operations, including the right to contract and subcontract existing and future work;to determine
the duties to be included in job classifications and the numbers,types,and grades of positions or
employees assigned to an organizational unit, department or project;to assign overtime and to
determine the amount of overtime required;to control and regulate the use of all its equipment
and property; to establish and require employees to observe all its rules and regulations; to
conduct performance evaluations; and, to determine internal security practices; provided
however, that the exercise of any of the above rights shall not conflict with any of the express
written provisions of this Agreement. The City agrees that, prior to substantial permanent layoff
of bargaining unit members, it will advise the Union.
If,in the sole discretion of the City it is determined that emergency conditions exist,including but
not limited to riots,civil disorders,hurricane conditions,or similar catastrophes,the provisions of
this Agreement may be suspended by the City Manager or his/her designee for Labor Relations
during the time of the declared emergency,provided that wage rates and monetary fringe benefits
shall not be suspended.
Should an emergency arise, the Union President shall be advised as soon as possible of the
nature of the emergency. Nothing contamed in this Aqreement shall prohibit the implementation
of personnel actions the City deems necessary to comqlv with the Americans with Disabilities Act
A( DA).
CWA-25
ARTICLE 7
HOURS OF WORK AND OVERTIME
Section 7.1 Puroose. -This Article is intended to define the normal hours of work and to provide
the basis for the calculation and payment of overtime.
Section 7.2 Normal Workday. - The normal workday shall consist of eight (8) or ten (10)
consecutive hours of work,exclusive of the lunch period, in a twenry-four(24)hour period.
ISection 7.2(a)Exception.Fff��;::�.,;,�^��:;!;�v.;�^„f t.".;�^,�,,,�.,E-0cean Rescue employees
shall have a normal workday of ten(10)consecutive hours and shall work four(4)days per week
all year round. Management will determine the winter/summer hours of operation.Any change to
scheduling is made consistent with notice and seniority requirements contained in this agreement.
The City may,on an as needed basis,supplement the Lifeguard workforce with such"temporary
employees"as outlined in Section 9.6.
Section 7.3 Normal Workweek. - The normal workweek shall consist of forty (40) hours per
week,and such additional time as may,from time to time,be required in the judgment of the City
to serve the citizens of the City. The workweek shall begin with the employee's first regular shift
each week. No schedule changes involving shifts or days off shall be made without at least ten
(10)workdays'notice to the employees involved, provided that in an emergency, or other such
reason justifying a temporary schedule change only,such notice as is practicable shall be given.
The implementation of this provision shall not be arbitrary and capricious.
ISection 7.4 Overtime. -
(a) It is understood that the City may require necessary and reasonable overtime for
Iunit members. -For all hours worked in excess of forty (40) hours during an
employee's workweek, the City will pay the employee one and one-half (1-1/2)
times the employee's straight time hourly rate of pay.
(bl Effective upon ratification of this Aqreement f€or all hours worked during a F#orced
Oevertime,the City shall pay two(2)times the employees straight time hourly rate
of pay.For purposes of this Section,"Forced Overtime"is defined as an involuntary
overtime shift,whether it be a full shift or anv portion thereof qrovided it is not due
to the continuation of work in proqress,that:
CWA-26
{1) is assiqned bv the Citv within ten (10) calendar days of the overtime
shift to be worked after the emolovee declined the ooportunitv to work the
overtime shift on a voluntary basis and the involuntary overtime shift was
assigned in accordance with Section 7.5 of this Agreement and
(2)the involuntary overtime shift causes the emoloyee to exceed fortv(40)
hours in the workweek.
The purpose of this subsection to comoensate emoloyees at two (2)times their
straiaht time hourly rate of oay when assioned involuntary overtime shifts with less
than ten(10)calendar days'notice that causes the emolovee to exceed 40 hours
in the emplovee's workweek. An"involuntary overtime shift"occurs when the City
does not receive volunteers to cover an overtime shift and assiqns the overtime
shift usinct the inverse order of seniority further described in Section 7 5 For
example,when an emoloyee is offered an overtime shift reiects it and is ultimately
assiqned to that overtime shift by the City usinq the inverse order of senioritv
described in Section 7.5. Involuntary overtime that is assiqned usinq the inverse
order of senioritv described in Section 7.5 but with at least ten(10)calendar days'
notice is not"Forced Overtime"and will not be�aid at two(21 times their straiqht
time hourly rate.
An emplovee who volunteers for overtime or who works overtime due to the
continuation of work in oroaress will not receive two f21 times their straiQht time
hourlV rate. "Continuation of work in �roqress" means overtime hours worked
immediatelv followinq the end of an emplovee's scheduled shift for the sole
purpose of comaletinq,stabilizina,or securinq an ongoing task or assianment that
cannot reasonably be left unfinished.and which does not constitute a separate or
additional shift.
(��Only actual hours worked shall be considered for the purposes of computing
oveRime. For example, paid leave including but not limited to any Annual, Sick,
Family Medical Leave,-Floater,Bereavement,and Administrative Leave shall not
be considered as time worked for the purpose of computing overtime. -Effective
uoon ratification of this AQreement, iury dutv shall count as time worked for the
purpOse of CompuGnq overtime. commenced��os�:e� ,n Lhe 12/19/25 proposal re
9 .r. , ,,
CWA-27
(�(dLUnion time pool hours will count as time worked for the purposes of oveRime
except as stated in Section 4.8 while the cap is lifted for the Union President and
IVice President during negotiation preparation,
(�(e�For all hours worked on an employee's seventh consecutive workday within his/her
workweek,the City shall pay two(2)times the employees straight time hourly rate
of pay, provided the employee has worked his/her full shift on each of the six(6)
preceding workdays. If such hours also qualifv as Forced Overtime under this
Section,the employee shall not receive two(21 times the employee's straiqht time
hourly rate of pay under both �rovisions. The premium aav provided in this
subsection cannot be stacked or combined with Forced Overtime or anv other
premium�ay.
(f� Employees shall no longer earn compensatory time in lieu of overtime.Any existing
compensatory time, when used, will not be considered as time worked for
purposes of computing overtime.
(gj The ten (10) calendar days' notice provided herein applies exclusivelv to the
assiqnment of overtime and does not aqplv to chanqes to the normal workweek as
provided for in Section 7.3 of this Aqreement that do not result or are caused bv
overtime.
(h) Prior to ratification of this Aqreement bv the Citv Commission the Union will
withdraw the qendinq "Forced Ove�time Class Action"arbitration bearinq FMCS
No.240916-09971.
Section 7.5 Distribution of Overtime Work. - Overtime shall be distributed as equally as
practicable among employees in the same job classification in the same work section and area
starting with the most senior employee, as per Section 9.14 Seniority, provided the employees
are qualified to perform the specific overtime work required. Any overtime work required for a
specific job classification within this unit,shall be offered to unit members first. In the event that
no bargaining unit member accepts the overtime,the overtime may be offered to other qualified
individuals outside of the bargaining unit.
The City will maintain the records of overtime work, including: the nature of the work, to what
classification it is applied,to what employee(s)it was offered,who pertormed the work,how many
CWA-28
hours were worked, and whether it was voluntary or required. The records will be updated
monthly,maintained on a rolling 12-month basis,and posted.The records shall be made available
electronically for employees to verify and check. Should any employee assert that he or she has
not been offered a reasonably equitable number of overtime work hours for which he or she is
qualified, he or she may bring such assertion to the attention of management. Shouid
management determine that the employee's assertion is justified, then that employee shall be
given the right of first refusal to all subsequent overtime work offers until reasonable equity is
restored,without regard for seniority. If no employee accepts offered overtime work,the City may
require an employee or employees to work the overtime.Should the overtime work arise from the
continuation of work in progress,the employee performing the work may be required to complete
it. In cases where the City requires that overtime work be performed,the overtime work will be
assigned on a rotating basis in inverse order of seniority among employees holding the same
classification, subject to the qualification of any individual employee to perform the work, within
each shift.
I
Once an employee has been forced to work overtime because of their junior status, based on
seniority,they cannot be forced again until the list has been exhausted in reverse order of seniority
provided that the employee being forced does not work or is not scheduled for more than sixteen
(16)hours without an eight(8)hour break.
Section 7.6 Holidav Celebretion and Pav for Workinq on Holidav
a) Holidays.a}—Effective upon ratification of this Aqreement for purposes of
determininq Holidav Pav �whenever any of the holidays listed in Section 8.3�-
Holidays„of this Agreement(not includina floahnq holidayJ fall on a Sunday,the
following workday shall be observed as the official holiday; whenever any of the
above listed holidays e�u�falls on a Saturday, the preceding workday shall be
observed as the official holiday. In such cases, the day on which the holiday is
observed shall be considered to be the paid holiday and not the regalac
�holiday's actual calendar date.
b) Purpose. Effective upon ratification of this Aqreement the Blackout Period and the
Holidav Pav Premium in this Section 7.6 are intended to incentivize emalovees to
report to work as scheduled. therebv encouraqinq retiable and consistent
CWA-29
attendance. as well as the avoidance of disruqtions to the Citv's ooerations and
unnecessary qersonnel costs attributed to fillinq shifts for unalanned or
unscheduled absences.
c� Blackout Period.Effective u�on ratification of this Aareement the Blackout Period
is defined as the last scheduled day precedinq the holiday the holidav and the first
scheduled dav followinq the holiday.
The Blackout Period shall be measured using the date the holidav is observed by
the City in accordance with Section 7 6(a) above exceqt that for employees not
assiqned to a Monday-Fridav shift the Blackout Period shall be measured on the
actual date of the holiday.
ay--Holidav Pav Upon ratification of this AQreement emplovees must first be eliQible
to receive Holiday Pav prior to receiving such pay.
1—
1. b}--To be eligible for_�--pai�helidayHolidav Pav, an employee must
report for scheduled work�e�eN�adurinq the yBlackout Period,unless:
(1)the employee has prescheduled and aoproved leave�or
(2) the emalovee is on bereavement leave for the death of a qualifyinq
relative that occurs durina the Blackout Period.
2. Emplovees on pre-scheduled and aoaroved leave are etiqible to receive
Holidav Pav equal to eiqht(81 or ten(10)hours,dependinct on the number
of hours in his/her reaular shift,at his/her straiaht time hourly rate of pay.
3. If an emolovee is scheduled for work durina the Blackout Period the
emalovee must report to work as scheduled to be eliqible for Holidav Pay.
4. ,
�i�.,f.,u.,,.,�...,iti„ti..i�.�.,., .,i..��� ..h.,ti a c a..�.
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CWA-30
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Failure to report for work ea as scheduled durina the Blackout Period regardless
of the reason for the absence , , �y-atief
shall be just cause for
denial of Hk�oliday P�ay.
5. Should an emplovee not work on a holidav that falls on his/her reaulariv
scheduled dav off,he/she shall be paid eiaht(8)or ten(10)hours of Holidav
Pay,deaending on the number of hours in his/her regular shift at his/her
straiqht time hourlv rate.
�—Holiday Pav Premium. Effective uoon ratification of this Aqreement an emolovee
shall be paid a Holidav Pav Premium
e) , if applicable,accordinq to the below if and only if the emplovee is elioible for
Holidav Pav:
1. Scheduled to Work on a Holidav ��`°,�.r.',^ �ea�at+Yfeatier��f—tk7FS
Agfeea�enF;-�For work on a holiday falling on an employee's regularly
scheduled work day,he/she shall be paid for the number of hours actually
worked at one and one-half of their regular rate,irrespective of whether the
employee has worked in excess of forty(40)hours in the applicable work
I week, plus eight (8) or ten (10) hours Hholiday P�ay, depending on the
number of hours in the employee's regulariy assigned work shift, at the
regular rate of pay.
I 2. R�ortinq to Work on a Holidav When Not Otherwise Scheduled to Work
Should an employee work on a holiday that falls on his/her regularly
I scheduled day off, , he/she shall be paid for the
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Inumber of hours actually worked at-one-and one half of their regular rate,
irrespective of whether the employee has worked in excess of forty (40)
hours in the applicable work week, plus eight (8) or ten (10) hours of
IHholiday Ppay, depending on the number of hours in the employee's
regular shift,at the regular rate.
f) Effective upon ratification of this Aareement
Aa h2i���__which is observed durina an
ernDlovee's reaularlv scheduled workweek shall not be considered as time worked
for.the ouroose of comeutina overtime oursuant to S��tion 7.4.Overtime.herein.
regardless of the Holidav Pav Premium provided for in this Section 7.6,
q) Prior to ratification of this Agreement bv the Citv Commission the Union will
withdraw the oendinp arbitration bearinq FMCS No.240913-09910I upon oavment
ro the arievant of one(1)day of lost holidav�ay.' I Cot11rtICMld[LD6]:4/13/2026 City agrees
I
Section 7.7 Rest Periods. Employees may take a rest period of fifteen (15) minutes for each
half day of work. Daily rest periods shall be scheduled by the supervisors. Whenever practicable,
the rest period will be scheduled approximately mid-point in the first one-half of the employee's
regular work shift and in the second half of the employee's regular work shift. Employees who
extend their rest period may be subject to disciplinary action.
Code Officers and Administrators may request with the approval of the employee's supervisor,
the two fifteen (15) minute rest periods to be combined with the employee's thirty(30) minute
meal break,providing for a sixty(60)minute meal break.
For each additional four(4)hours worked beyond the regular shift,an additional fifteen(15)minute
rest period shall be provided. Employees in PSCU shall enjoy a fifty(50)minute meal break and
a ten (10)minute rest period which, upon request of an employee and with the approval of the
supervisor,will be combined into a sixty(60)minute meal break.
Section 7.8 Reoortinp Pay. —An employee who reports to work as scheduled will be guaranteed
eight(8)hours of work or eight(8)hours of pay;(or,for those on ten-hour days,ten hours of work
or ten of pay); provided, however, that supervisors may assign employees to perform any
reasonable work.
CWA-32
Section 7.9 Come Back Pay. — Effective upon ratification of this Aqreement aAn employee
who is scheduled or called in to work outside of his/her normal hours of work will be-�^^��Q^-'
fear paid a minimum of four(4)hours of pay or actual time worked whichever
is areater.Emqlovees will be oaid a rate accordinq to the FLSA.An emolovee called back to work
shall be considered to be on worktime until the employee is relieved from dut�lt is understood
that sall-}acomeback -pay does not apply to work which is contiguous to his/her regularly
scheduled shift. Employees who are required to attend Court shall only be required to return to
Division Headquarters if their Court appearance has been scheduled during their normal
workweek.
Section 7.10 Standbv Time. Employees assigned to standby shall receive two(2)hours per day
of straight time as a standby bonus unless they receive comeback pay. Standby Pay shall be
offered to employees in the same manner and conditions as in Article 7.5 Distribution of Overtime
Work.
Section 7.11 Clean-U�Time. -At the end of the shift, skilled trades employees and members
of the beach patrol and Pool Guards shall be allowed fifteen(15)minutes clean-up time;provided
that they may also be required to perform other work tasks during such time if it does not interFere
with clean up. However, Pool guards cannot leave the job site during this clean-up time.
Section 7.12 No Pvramidina. -Premium pay and overtime shall not be paid for the same hours.
The employee shall receive the greater of the two alternative premiums.
Section 7.13 Pav Durinq Hurricanes and Other Declared Emerqencies
a)Emergency(Hurricane)Pay
I ___ _
When the City declares an emergency due to a named hurricane and other events, and' Formatted:[ndent:Left os„
employees are advised to stay home with pay and some employees are ordered to work,
these empioyees shall be paid at double their straight hourly wages for all hours worked
for up to three(3)days. Payment for hours worked during a declared emergency event
will be paid at this rate irrespective of whether the employee has worked in excess of forty
(40)hours in the applicable work week for up to three(3)days.
b)Landfall Team Compensation(Public Works functions)
I __ __ _
Bargaini�g Unit employees designated to be part of the Landfall Team (designated� Formatted:Indent:Left. 0.5"
Landfall Team Members)shall be on a voluntary basis only starting with the most senior
person in the same division. Designated Landfall Team Members shall be compensated
CWA-33
at a pay rate of one and one-half of the employee's hourly rate of pay for all hours worked
plus one (1) hour of Administrative Hurricane Pay for each of the first eight (8) hours
worked for up to three(3)consecutive days.Payment for hours worked during a declared
emergency event will be paid at this rate irrespective of whether the employee has worked
in excess of forty (40) hours in the applicable work week for up to three (3) days.
Designated Landfall Team Members shall only qualify for the pay if the Landfall Team is
activated by the City's Emergency Operations Center(EOC). Landfall Team Members
who repoR to duty will be paid for the duration of the Landfall Team activation for actual
hours worked.
IDuring a weather-related emergency event, if a designated Landfall Team Member fails
to report for duty during their regulariy scheduled shift,(while other employees are directed
to stay home) said employee will not receive the Landfall Team Compensation nor
Hurricane Pay.
IShould a designated Landfall Team Member work in excess of forty(40)hours during their
regularly scheduled work-week,said employee will be compensated at a rate of time and
one-half their regular hourly rate for those hours worked above forty (40) hours in
accordance with the Fair Labor Standards Act.
IEmployees shall not receive both Hurricane Pay and Landfall Team.
IDesignated Landfall Team Members shall� For�„atted:ir,eenr.�ee: os��
be ailowed up to eight (8)hours to secure personal property prior to a weather-related
emergency event. During the weather-related emergency event, the City shall provide
designated Landfall Team Members with food, weather gear, and shelter rated to
withstand a category five(5)storm. Designated Landfall Team Members shall be required
to seek shelter when winds exceed 40 miles per hour.
IThe Landfall Team shall not erode the bargaining unit.
c)Public Safety Employees Compensation
I , Bargaining unit employees in public safety-related
functions who are placed on Alpha/Bravo shift and assigned to work during a declared emergency
due to a named hurricane or other declared emergency,pursuant to 7.13(a),will receive hurricane
CWA-34
pay as stated above in section (a) of this provision. If public safety employees are held over
before or after their shift due to adverse conditions, they will be paid straight time for all hours
while being held-over and not working.
I
CWA-35
ARTICLE 8
WAGES AND FRINGE BENEFITS
Section 8.1 Waaes
No bargaining unit member who left the City's employ prior to the date of ratification of this
Agreement by the Commission will be eligible for any wages or benefits under this Agreement.
I a) Effective the first (15') full pay period ending in P^�.P,.:-=���Julv 2025, there shall be an
across-the-board wage increase of threetwe percent (3�%)for all CWA bargaining unit
positions. In addition,the minimums and maximums of each job classification range will
be increased by twethree percent L3�%), accordingly. There shall be no other cost-of-
livinq waqe adiustment for emplovees within the barqaining unit forthe oeriod of time since
the exairation of the contract(September 30 2024) and the first full pav oeriod in Julv
2025.
Ib) Effective the first(1s')full pay period ending in April 20263,there shall be an across-the-
board wage increase of three(3%)for all CWA bargaining unit positions.In addition,the
minimums and maximums of each job classification range will be increased by three
percent (3%),accordingly.
I c) Effective the first(1st)full pay period ending in April 20274,there shall be an across-the-
board wage increase of three(3%)for all CWA bargaining unit positions. In addition,the
minimums and maximums of each job classification range will be increased by three
percent(3%�,OCCO�dlll9ly. Commented[LD7]:e�cF.osais had this going from
� to � b�.:r _�_�1-4 C6A had at 3, not 2�
IClassification and Pav Svstem
The City of Miami Beach classification and pay system will be utilized for all bargaining unit
employees.All classifications in the CWA Bargaining Unit shall be in the pay for performance pay
system. This classification and pay system include salary range changes,job audits,and market
classification studies,but does not include cost-of-living increases.
Consistent with the classification and pay system, no employee's salary shall exceed, for any
reason,the applicable maximum salary for the pay range of the employee's position.
CWA-36
Fie-e�enef
Performance Evaluations
I €##est+ve-�perrFor all performance evaluations completed after ratification of this Agreement,all
CWA bargaining unit employees who receive a rating of three (3) or above on their annual
evaluation, shall be eligible for a merit increase on their anniversary date, provided that the
employee's salary shall not exceed the maximum of the salary range for his/her position.€er�1=
�m�n� CV 7l17'J/74 -.n.J CV 7/17']MA � �
up-te 3°k-Ratings on annual evaluations shall be 1 through 5 as follows: 1 equals unsatisfactory,
2 equals needs improvement,3 equal meets expectations,4 equals exceeds expectations and 5
equals significantly exceeds expectations. An employee who receives an equivalent score
between�3_0 and 4�43.49 shall be eliaible for a one qercent 11%)merit increase.An emolovee
who receives an equivalent score between 3.50 and 4.24 shall be eligible for a two percent(2%)
merit increase,and an employee who receives an equivalent score between 4.25 and 5 shall be
Ieligible for a three percent(3%)merit increase._Performance Evaluation increases may total no
more than three percent(3%).
Employees who receive a score of less than three(3)shall not receive a merit increase.All scores
shall be rounded to two decimal places.
Effective upon ratification of this Aareement. performance Evaluations are to be completed bv a
supervisor with direct oversiqht of that emplove's work at the time of the evaluation. The
department director�and/or the evaluator's su�ervisor mav adiust the supervisor's scorinq based Formatted:Highlight �
on unde�erformance bv the emplovee and must state the reason for anv adjustment includinq Formatted:Highligh[
Ulld@!q@I'fOfR1811C0. Formatted:Shikethrough
ithin seven (�calendar days of an emo�oyee Commented[LD8]:a i t l;ze City does nac aq=ee.
receivinq a completed evaluation that reduces the emploVee's merit increase as a direct result of
the ' adjustment the employee may submit a written request for review and Formatted:Strikethrough,Highligh[ __�
resolution bv the Citv s Human Resources Department. Once resolved bv the Citv's Human Formactea:st��ketn�o�qn
CWA-37
Resources Department the emplovee's evaluation is not arievable under anv terms of this
Agreement.
f an emolovee's merit ratina score does not a�alifv him/h r for a m rit in r ac th molov
m�gneve the ev��tion uo t4_�te�lll under_Lhe_provisions Qf„this Aar��ment._
I
Performance Imorovement Plans
Performance Improvement Plans will be implemented after a less than satisfactory evaluation.
The employee's performance will be reevaluated after 90 days. If acceptable performance is not
achieved after 90 days,the employee will be given a second 90-day Performance Improvement
Plan. Managers will advise the employee intermittently through the Performance Improvement
period regarding their progress and suggested improvements. If a satisfactory rating is not
achieved after two consecutive 90-day Performance Improvement plans,the employee may be
disciplined up to and including termination. If an employee is eligible for a merit increase, merit
increase will be effective the beginning of the pay period immediately following the new
satisfactory performance rating.
I
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CWA-38
Section 8.2 Shift Differential.
I , Where a majority of an employee's regularly
assigned shift hours fall between 3:00 p.m. and 11:00 p.m., the employee shall receive a shift
differential of seventy-five cents($.75)per hour.
I . Where a majority of an employee's regularly
assigned shift hours fall between 11:00 p.m. and 6:30 a.m., the employee shall receive a shift
differential of one dollar($1.00)per hour.
I , Shift differential shall only be paid for regular shifts
and shall not be applied to overtime,call-in,or standby hours worked or paid.
Section 8.3 Holidays. —(See Section 7.6) Effective upon ratification of this Aqreement �the
following�itteen sixteen(156)days shall be considered as holidays but the City reserves the right
to schedule work on the holidays:
New Years'Day,PresidenYs Day,Memorial Day,Juneteenth,Independence Day,
Labor Day, Public Safetv Appreciation Dav (observed on the fourth Fridav in
October), Veteran's Day, Thanksgiving Day, the day following Thanksgiving,
Christmas Day,Martin Luther King's Birthday,and four(4)floating holidays
Employees shall become eligible for floating holidays upon completing six(6)months'continuous
service with the City.
Section 8.4 Bereavement Leave. ,
�+rz��ralg#!-Eirn��aY-w111 ,
, .-Effective uoon
ratification of this Aareement. Emplovees in the barQaininq unit shall be entitled to bereavement
CWA-39
leave for the death of an immediate familv member parental leave and domestic and sexual
violence leave as provided for in the Classified Emolovees' Leave Ordinance codified at Article
V, Chaoter 78 of the Code of Ordinances of the Citv of Miami Beach as amended from time to
time. The term "immediate familv member' shall have the same meaning as provided in the
Classified Emolovees' Leave Ordinance as amended from time to time In addition to the
provisions of the Classified Emplovees' Leave Ordinance bereavement mav be taken in
consecutive whole days or intermittent whole days within 180 days If taken on an intermittent
basis leave must be pre-aqproved with no less than 48 hours advance notice Additional time off
may be granted by the Department Head, in writing,chargeable to the employee's accrued sick
or vacation leave. In such circumstances such additional sick leave shall not count against an
employee for purposes of performance evaluations.
Section 8.5 Rate of Pav When Workina Out of Classification. -An employee may be required
to temporarily work out of his/her classification when directed by management. Temporarily is
defined as an employee who is clearly and definitely performing the principal duties in a higher
pay classification for more than one hour per day,and they shall not exceed 580 hours in a fiscal
year, and shall be paid as follows, except at the sole discretion of the City Manager or his/her
designee for Human Resources who may waive the 580 hour cap if in his/her judgment, it will
best serve the needs of the City service:
a) Out of class pay shall be distributed as equally as practicable among employees
in the same job classification in the same work section.
b) If he/she is temporarily working in a lower classification, he/she shall receive
his/her hourly rate in his/her regular classification. Employees will not be assigned
to lower classification work as punishment or to demean the employee.
Ic) Effective upon ratification of this Aqreement lif he/she is temporarily working for
one or more consecutive hours in a higher paying classification, he/she shall be
paid an hourly rate of twe-three dollars ($3�.00) per hour to be added to the
employee's straight-time rate of pay. For qualifvinq emplovees the pav provided
for in this subsection c will be retroactive to the pav period beqinninq on January
12,2026.
Employees being trained with on-site supervisory assistance in a bona-fide training program for
a higher paying classification will be paid their current rate in their regular classification during
such training time.
Effective uaon ratification of this Aqreement employees without an Emerqencv Medical
Technician (EMT) certification shail not be allowed to work in a hiaher oav classification if the
CWA-40
hiqher pav classification requires an EMT certification as qart of the minimum pualifications for
the position.
Section 8.6 Asphalt License Traininq and Certification. At the sole discretion of the Public
Works Director, qualifying employees shall be offered training to obtain an asphalt license
certification. The appropriate certification level for training shall be determined at the sole
discretion of the Public Warks Director.
Section 8.7 Votinq Time. Given the availability of altematives such as absentee ballots and
early voting,the past practice of allowing paid time off for voting shall be discontinued.
ISection 8.8 Meal Allowance. , An employee who
works three(3)consecutive hours or more of pre-shift or post-shift overtime shall be paid$15.00
unless meals are provided by the City. Employees shall receive compensation within three (3)
months.
In the event employees are supplied with a meal while working the overtime hours, the meal
allowance,as provided under this Section,shall cease.
Section 8.9 Jury Dutv. The City of Miami Beach shall permit employees either to keep payments
received from courts of competentjurisdiction for being on duty,or in the alternative,their standard
rate of pay,whichever is higher. For each day an employee is called to jury duty,he/she shall be
excused from work for such time as is necessary to complete jury duty services. If three(3)or
more hours are left in the employee's work shift upon release from jury duty,the employee shall
immediately contact his/her immediate supervisor for instruction.
Effective upon ratification of this Aqreement only actual hours worked shall be considered for the
purposes of computinq overtime.For example,paid leave includinq but not limited to anv Annual,
Sick, Family Medical Leave, Floater Bereavement, and Administrative Leave shall not be
considered as time worked for the qurQose of computing overtime. Effective uaon ratification of
this Aqreement,iury dutv shall count as time worked for the purpose of computinq overtime.
Section 8.10-.
. . USLA Recertification Pav
Suaalement. Effective u�on ratification of this Aareement. all Ocean Rescue lifeauards who
successfully complete and maintain all or the following requirements will receive a aew non-
pensionable certification oav supplement in the amount of fiftv dollars($501 biweeklv:
CWA-41
1 The 40-hour a minimum lifeguard traininq program certified bv the Formatted:Font:(Default)Arial,ii pt,stritcetn�ouqn
----- _ :_:;
United States Lifesaving Association(USLA)on an annual basis Fo�maccea:H�9ni�9nc ��
2. Maintain current rr�edical skill.s traininq; Formattea:H�9nuqnc
•.
, Formatted:Font:(Default)Arial,11 pt,Strikethrough
4. Maintain current CPR recertification and Formatted:Font:(Default)Arial,ii�c �
_ ----
5 Successfully complete five the hundred,{500�swim qualifications during both winter and Formatted:Highlight
Formatted:Font:(Default)Arial,11 pt
summer swims sessions in under ten(10)minutes on an annual basis.and wi44�esei�ea � -----=--
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an addition to all the above reauirements .Ocean Rescue lifeyuards who are licensed EMTs or Formatted:Font:(Default)Arial,ii��,Strikethrough
Paramedics. must comalete the EMT/Paramedic recertification eve two 2 vears Ocean --- — --
ry � Z- I Formatted:Strikethrough
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Rescue lifeauards who are not EMTs or Paramedics are not reauired to com�lete th@ Formatted:Pont:(Default)Arial,u Pc
EMT/Paramedic recertification in order to receive this supplement arovide thev complete all of the ''. Fo�maned:H�yni�ync
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requirements listed above in a timelv manner. , Fo�mattea:Fo�c (Defaulq Arial,ii�c,Highlight
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The emolovee will be responsible for maintaining certification requirements . Formatted:Font_(Default)Arial,ii Pc
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Section 8.11 Uniform Provision. Persons employed in all divisions,including the Public Safety Fo.�„accea:r+�9nagnc
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Communications Department(PSCD),who are compelled to wear City-issued uniforms shall be Formatted:Strikethrough
provided with six(6)uniforms. Fo.mac�ed:Fo�c:�oetauic�n�iai,ii pc
Formatted:Highlight
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Employees in Code Compliance shall be provided with a Code Jacket. Fo�martea:Fo�c:��eta�ic>n��ai,ii�,Highlight
Formatted:Highlight
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Administrative Aides and Clerical staff within the Police department shall be provided with two(2) Formatted:Highlight
p010 Shll'tS. Formatted:Font:(Default)Arial,11 pt,Highlight
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Lifeguards and full-time pool guards shall be provided with one (1)sweat suit per year, and a Formatted:Font:(Default)Arial,ii�
winter acket eve five 5 - ----- ---
� ry ( )years. Six (6)long sleeved/short sleeved shirts or any combination Formatted:Normal, No bullets or numbering
thereof shall be provided annually to Lifeguard I, II, Lieutenant, Pool Guard I, and II. Female
lifeguards and pool guards will be provided 6 swimsuits annually,or replaced as needed.
On a one-time basis only,all regular,full-time Lifeguard I,Lifeguard II and Lifeguard Lieutenants
shall be issued one (1) pair of dress pants, one (1) Class A shirt and one (1) badge. Lost,
damaged or stolen badges shall be replaced at the employee's expense. Worn dress uniforms
shall be replaced at the City's expense, but no sooner than once per year.
All uniforms(except the Class A dress uniforms for Lifeguards)shall be delivered to the
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employees in the month of January of each year.
Sponsorship: in the event that the City enters into an agreement with any outside sponsor
concerning uniforms that may be issued to any employee(s)(but not necessarily all employees)
who are in the bargaining unit,these sponsored uniforms may be issued to satisfy the contractual
uniform obligations. No additional contract obligations concerning uniforms are hereby created
and such sponsored uniforms may be discontinued at any time by the City.
Section 8.12 Insurance.
� a) , � ,
, The City shall offer
medical, dental, and life insurance benefit plans to full-time bargaining unit employees and
their legal dependents,as set forth in this section(a,b and c)during the term of this Agreement.
The City will continue to pay at least fifty percent (50%) of the premium cost for eligible
Iemployees and their dependents.— The City will offer alternative plans as options for
employees. The City may change insurance carriers and/or the scope and level of benefits in
any plan. The City also may change the percentage of premium cost paid by the City(i.e.,
provided that it remains at least 50%)from year to year for any one or more of the optional
plans available, depending upon the scope and level of benefits available in each of the
optional plans.
bLEmployees in the bargaining unit shall be eligible to participate in the City's flexible and
voluntary benefits plans,which may be modified by the City from time to time. The flexible and
voluntary benefits plans shall be administered by the City.
c) The City will offer a one-month holidav from employee contributions to the health insurance
and dental insurance plans contributions made in December 2024.
Section 8.13 Pension. General Provisions: Should the actuary for the Miami Beach Employees'
Retirement Plan confirm that the City's actuarial required contribution is 23.5% of pensionable
payroll, then the additional two percent (2%) employee pension contribution levied for all
bargaining unit members hired prior to November 27,2010 shall be eliminated. This confirmation
must be provided in writing through the annual actuarial valuation report provided by the actuary
CWA-43
for the Miami Beach Employees'Retirement Plan.
I , , For employees hired
prior to February 21, 1994, who participate in the MBERP, the employee pension contribution
shall increase by 2% of pensionable earnings, from 10°/a to 12% of pensionable earnings.
I , , For employees
hired on or after February 21, 1994, who participate in the MBERP, the employee pension
contribution shall increase by 2°/a of pensionable earnings, from 8% to 10% of pensionable
earnings.
Promoted emplovees mav remain in Classified Plan.
The pension plan will provide that in a case where an employee who is thereafter promoted to a
position that is in the unclassified pension plan,the promoted employee may elect to stay in the
classified pension plan.
The Miami Beach Employees'Retirement Plan(MBERP)is the pension plan for CWA bargaining
unit members, except for those employees who previously elected to remain in the 401-A
retirement program(in lieu of participating in the City's pension plan). The current benefits and
member contributions provided by the MBERP shall remain in effect for the term of this
Agreement,except as follows:
10%Cap on Overtime for Plan Members Hired before February 21 1994
For those employees in the Miami Beach Employees'Retirement Plan(MBERP)who were hired
before February 21, 1994,overtime included in pensionable earnings received after the effective
date will be limited to a maximum of 10% above the employee's highest pensionable
compensation,if applicable each year. Upon reaching the 10%maximum cap within a fiscal year,
any additional overtime earnings in that year shall not be subject to the pension contribution.
Two Year Previous Service Purchase Ootion
The two year previous service purchase option shall be eliminated as of September 30,2013,for
all CWA bargaining unit employees. Elimination of the two year previous service purchase option
is subject to the agreement of a similar provision by at least one of the remaining two general
employee bargaining units that participate in the Miami Beach Employees Retirement Plan
(MBERP),in the terms of their respective successor collective bargaining agreements.
Partial Lumo Sum Distribution
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A member who retires under normal retirement (as that term is defined by the GERS)shall be
allowed to convert 25% of the actuarial value of his/her pension benefit into a lump sum
distribution. For example, if the normal retirement benefit is equal to $2,000 per month, the
member may either receive $2,000 per month or the combination of$1,500 per month plus a
single lump sum equal to the actuarial value of the other$500.
This lump sum option shall not be available to early retirees, disability retirees, or beneficiaries
receiving pre-retirement death benefits.
The lump sum shall be calculated using the same discount rate and mortality rates used in the
most recent Actuarial Valuation Report for the GERS.
Final Averaqe Monthlv Earninqs(FAME)
The City and Union agree to change the creditable service component of the formula for
calculation of the FAME for current members from two(2)highest paid years of creditable service
to the five(5)highest paid years of creditable service as described below:
a) For those employees who participate in the MBERP and are at normal retirement
age or are 24 months or less from normal retirement age,as defined by Ordinance
2006-3504 as amended, as of September 30, 2010, the Final Average Monthly
Earnings (FAME) is at one-lwelfth (1/12)of the average annual earnings of the
employee during the two(2)highest paid years of creditabie service.
b) For those employees who participate in the MBERP,and who are between 24 and
36 months from normal retirement age, as defined by Ordinance 2006-3504 as
amended,as of September 30,2010,the Final Average Monthly Earnings(FAME)
means one-twelfth(1/12)of the average annual earnings of the employee during
the three(3)highest paid years of creditable service.
c) For those employees who participate in the MBERP,and who are between 36 and
48 months from normal retirement age, as defined by Ordinance 2006-3504 as
amended,as of September 30,2010,the Final Average Monthly Earnings(FAME)
means one-twelfth(1/12)of the average annual earnings of the employee during
the four(4)highest paid years of creditable service.
CWA-45
d) For those employees who participate in the MBERP,and who are more than 48
months from normal retirement age, as defined by Ordinance 2006-3504 as
amended,as of September 30,2010,the Final Average Monthly Earnings(FAME)
means one-twelfth (1l12)of the average annual earnings of the employee during
the five(5)highest paid years of creditable service.
Deferred Retirement Ootion Plan(DROP)
All current and future employees participating in the DROP shall be entitled to participate in the
DROP for a maximum period not to exceed 60 months in total.
I
Nothing herein shall preclude an employee who is presently participating in the DROP from their
continued active employment and termination of employment in accordance with their original
DROP separation date.
Bargaininq Unit Members hired on or after the ratification of the 2009-2012 CWA Collective
BarQaining Aqreement
The current benefits and member contributions provided by the MBERP shall remain in effect for
employees hired on or after the ratification of the 2009-2012 CWA Collective Bargaining
Agreement on October 27,2010,except as follows:
1) The normal retirement date is age 55 with at least thirty(30)years of creditable
service,or age 62 with at least fve(5)years of creditable service.
2) The early retirement date is the date on which the member's age plus years of
creditable service equal 75,with a minimum age of 55.
3) The Final Average Monthly Earnings (FAME)shall be an average of the highest
five(5)years of employment.
4) The benefit multiplier shall be two and one half percent(2.5%) multiplied by the
member's years of creditable service, subject to a maximum of 80% of the
member's FAME.
5) The retiree Cost of Living Adjustment (COLA)will be one and one half percent
(1.5%)per year,with the first adjustment deferred to one(1)year after the end of
the Deferred Retirement Option Plan(DROP).
6) The employee contribution will be 10%of salary.
CWA-46
7) The standard form of benefit is a lifetime annuity.
8) Members who separate from City employment with five (5) or more years of
creditable service but prior to the normal or early retirement date shall be eligible
to receive a normal retirement benefit at age 62.
Reduction in Vestina Reauirement for Emalovees Hired On or After February 21.1994
The minimum vesting requirement for pension plan members hired on or after February 21, 1994,
is 5 years of service.
IReduction in Normal Retirement Aae for Emolovees Hired On or After February 21.1994
The normal retirement age for pension plan members is as follows:
. For members hired prior to February 21, 1994,the normal retirement age is 50.
• For members hired on or after February 21, 1994 but prior to September 30, 2010, the
normal retirement age is age 55.
• For members hired on or after September 30,2010,the normal retirement age is 62.
Other Reauirements and Conditions
In order to be eligible for each of the above pension benefits, each employee must be actively
employed on the effective date of the benefit and must thereafter retire. All of the foregoing
pension changes shall apply prospectively, not retroactively. All other provisions of the MBERP
plan not specifically addressed in this Agreement shall remain unchanged.
Retiree Health Insurance
a) The parties agree that any bargaining unit member who previously elected or who elects
to participate in the 401-A retirement program(in lieu of participating in the City's pension
plan) shall be required to work at least ten (10)years before becoming eligible for any
retiree health benefits from the City.
b) The parties agree that any bargaining unit member who is eligible for retiree health
benefits from the City must make a one-time irrevocable election to continue receipt of
health benefits via the City's plan at the time that the employee terminates City
employment. The parties also agree that if a member initially elects to continue under City
health insurance,but thereafter discontinues or is discontinued from such coverage,then
the retiree may resume coverage only at their own expense, without any employer
contribution whatsoever.
CWA-47
c) Employees hired on or after February 2,2006,will be entitled to a City contribution against
the cost of continued health insurance coverage in the City's health insurance plan after
retirement (or separation) from City employment, as set foRh in this section. Any
employee hired on or after the 2003-2006 Agreement ratified on December 7,2005,who
then remains employed until reaching eligibility for normal retirement, and who elects to
continue insurance coverage under the City's health plan, shall upon receipt of normal
retirement benefits also receive an additional separate supplemental monthly stipend
payment in the initial amount of$10.00 per year of credited service, up to a maximum of
$250.00 per month until age 65,and$5.00 per year of credited service up to a maximum
of$125.00 per month thereafter.There shall be no other City contribution toward the cost
of continued health insurance coverage for such employees and this benefit shall be paid
only during the life of the retiree.
Section 8.14 Take-Home Vehicle Propram.
e�d+a�es.-t#�e
�
Upon ratification of this Agreement the Union aqrees that each barqainina unit employee who is
assigned a take-home vehicle will ourchase at his or her ex�ense an extended non-owner
coveraae endorsement or non-owner auto insurance coveraae in the amount of at least$100 000
within 30 days of the effective date of this Agreement. In addition the employee must maintain
an extended non-owned coverage endorsement or non-owner auto insurance coverage in the
amount of at least$100 000 for so lonp as he or she is assigned a take-home vehicle Emplovees
who are initiallv assigned a take-home vehicle subseauent to date of ratification of this
Aqreement, shall be reauired to obtain and maintain an extended non-owner coveraqe
endorsement or non-owner auto insurance coveraae in the amount of at least$100.000 arior to
vehicle assignment.Anv em�loyee without the required insurance coverage,as stipulated herein.
mav have the take-home vehicle privileqe revoked at the Citv's discretion.If the insurance industry
no lonQer orovides the extended non-owned coverage endorsement or non-owner auto insurance
coveraqe,there will be a re-oqener in order for the Citv and Union to discuss the provisions set
forth in this section onlv.
Participation in this proqram is subiect to the sole and exclusive discretion of the City and is limited
to those elipible emqloyees who reside in Miami-Dade or Broward County The Citv retains full
authoritv to determine vehicle assiqnments and the emplovee's eliqibility and continued
CWA-48
participation in the proqram. The Citv also reserves the riqht, at anv time and for reasonable
reasons to susaend modifv or revoke an em�lovee's take-home vehicle �rivileqes Such
determinations mav be based on but are not limited to ooerational needs departmental needs
budgetary considerations.and/or emplovee performance.
The Code Comoliance Department shall not exceed more than twentv (201 participants in the
Take-Home Vehicle Proqram.
The Citv and Union a9ree that baraainin9 unit emplovees who are assianed a take-home vehicle
shall not be entitled to Standby Time as arovided for in Section 7 10 of this Aqreement for as long
as the emplovee particiaates in the Take-Home Vehicle Proaram.
The Citv and Union apree that barqaininq unit emplovees who are assianed a take-home vehicle
will comqlv with the arovisions outlined in the City's "Vehicle Assiqnment Operation and
Maintenance Administrative Order"(HR 03 01) This includes but is not limited to requirements
related to third-party liabilitv insurance taxation and SunPass usaae
To defray the operating expense incurred bv the City as a result of the non-official use of take-
home vehicles, effective uqon ratification of this Aqreement, barqaininq unit emplovees who are
assiqned a take-home vehicle shall be assessed a user fee.The fee shall be based on the location
of the emplovee's primary residence as shown below:
LOCATION BIWEEKLY FEE
Miami Beach �0
Dade Countv(other than Miami Beachl 25.00
Broward Countv 30.00
Emolovees who participate in the Take-Home Vehicle Propram may be subject to taxable waaes
in the form of additional comaensation.The use of such a vehicle for commutinq is considered a
taxable benefit bv the IRS
ISection 8.15 Sick and Vacation Leave Accrual and Maximum Pavment on Termination.
a)
(�ai4y-me+x+�ersEffective uoon ratification of this Agreement,the rate of accrual of annual
CWA-49
and sick leave for employees in the barqaininq unit shall be determined as set forth in the
Classified Emaloyees' Leave Ordinance codified at Article V Chapter 78 of the Code of
Ordinances of the Citv of Miami Beach. Florida as amended from time to time
� , , , ,
�4aFien�Effective upon ratification of this Aqreement emplovees in the bargaininq unit
shall be allowed to accrue no more than a99600 vacation hours_ , ,
Use accumulation,forfeiture,conversion and transfer of sick leave to annual leave and
pavment for annual and sick leave upon retirement death, resiqnation, or removal
includinq maximum pavment shall be determined as set forth in the Classified Em�loyee's
Leave Ordinance codified at Article V. Chaqter 78 of the Code of Ordinances of the Citv
of Miami Beach,Florida,as amended from time to time.
c) Effective upon ratification of this Aqreement, emplovees in the barqaininq unit mav
participate in anv sellback proqram as may be authorized and implemented bv the Citv
Manager,as provided in the Classified Emoloyees'Leave Ordinance codified at Article V.
Chaoter 78.of the Code of Ordinances of the City of Miami Beach. Florida.as amended
from time to time.
d) Notwithstandinq anvthinq set forth above to the contrarv,leave shall not be used for the
purchase of qension time as orovided in the Classified Emolovees' Leave Ordinance
unless otherwise authorized bv this Agreement.
e) Anv amendment. reaeal, or modification to Article V. Chaoter 78, of the Code of
Ordinances of the Citv of Miami Beach.Florida,adooted after ratification to this Aqreement
CWA-50
that reduces or eliminates leave accrual, conversion, sellback. or Qavout benefits for
barqaining unit members shali not a��lv absent mutual written apreement of the�arties
The Citv shall orovide notice and baraain uoon reauest orior to imolementation of anv such
Chanae• I COmminted[LD9]:6:-n��, the Union's 2/13 �
propo,3_
CWA-51
I Section 8.16 Public Safetv.
1.Public Safetv Communications Department(PSCDI
Ia) Effective upon ratification of this Aqreement �lupon being certified by the Public Safety
Communications Division(PSCD)as being fully qualified to dispatch both Police and Fire calls,a
Dispatcher assipned to PSCD-will receive a six percent (6%) premium pay w+�ite-assigne�-Fe
R�EB rolled into his/her base pav retroactive to the pav period beqinninq on January 12 2026.
This dual dispatch premium of 6%will not count towards calculating retirement pension benefits
prior to January 12, 2026. Effective upon ratification of this Aqreement the end and beqinninq
pav ranqes for Dispatcher will each increase by six percent(6%�The City can require employees
to dispatch both Police and Fire calls. ,
' �'Commented[LD10]:Clean-up bc employees left
The six percent(6%)salary increase will not apply to Dispatch Trainees. Forroacced Highlight
Formatted:Highlight
-____. ..__.._.._
b) , Dispatchers, Communication Operators, and 'comme�cea��oii�:3i�cize TA s��ar,. sen[ �o
'�. Union s> :
�;_.
Complaint Operators who are designated as certified training officers(CTOs)will receive three �I ��e.�� � t,� c,;F.,t�ne5, Communication
Operatucs and Complaint Opecators will
dollars 3.00 per hour for all hours worked in a training capacity.All employees who express an ��o�e���ea co be Pa�a ac 53/hour"
_._ — ____—__._______
interest and whose last performance evaluation was satisfactory shall be considered eligible for
certification as a CTO.Generally,an employee without CTO certification shall not be required to
perform in a training capacity unless a CTO is not available. However,if a Non-CTO is mandated
to train,he/she will also receive the stipend.
c)Communications Operators, Complaint Operators, and Dispatchers hired after ratification of
Ithis Aagreement will receive a three percent(3%)salary increase after completing both one(1)
year of satisfactory employment(with an overall evaluation score of 3 or above)and a satisfactory
probationary period, and after attaining the State of Florida Department of Health 911 Public
Safety Telecommunicator Certificate.
This three percent(3%)salary increase will not apply to Communications Operators, Complaint
Operators,or Dispatchers who did not start at the beginning of the salary range.
d)Communications Operators,Complaint Operators,and Dispatchers will receive a one-time four
percent(4%)salary increase after completing three(3)years of satisfactory employment(with an
overall evaluation score of 3 or above)and after attaining and maintaining the State of Florida
CWA-52
Department of Health 911 Public Safety Telecommunicator Certificate.
This four percent (4%)salary increase will not apply to Communications Operators, Complaint
Operators, or Dispatchers who started at 10%or more above the minimum of their initial salary
range,or to employees who had a salary adjustment of more than 10%.
Ie) Accreditation Performance Incentive ,
Communication Operators,Complaint Operators,and Dispatchers will receive$750 every three-
months(quaRerly)while assigned to PSCD as long as:
1)the employee maintains call-taking monthly average case evaluation compliance levels
at or above current prevailing International Academies of Emergency Dispatch (IAED)
accreditation levels.The above current IAED accreditation levels must be accomplished in each
discipline separately,Emergency Police Dispatch(EPD),Emergency Medical Dispatch(EMD),or
Emergency Fire Dispatch(EFD),for the previous three-months(quarter).
2) the employee also must have collectively processed in the previous three-months a
Iminimum of er�e-t�uaElredfi�(a9950)EPD, EMD,or EFD calls for service in order to be eligible
to receive the$750 incentive payment.
For example, a Communications Operator, Complaint Operator, or Dispatcher that processed
Iwithin a three-month period (quarter)a minimum of fer��-thirtv (4930) EPD calls that averaged
case evaluation compliance levels at or above current IAED accreditation levels,a minimum of
�1�i#y-ten(�910)EMD calls that averaged case evaluation compliance levels at or above current
IAED accreditation levels, and a minimum of ten�i�y (�910) EMD catls that averaged case
evaluation compliance levels at or above current IAED accreditation levels is eligible to receive a
$750 incentive payment for the previous three-month(quaRer)period.
The quarterly$750 Accreditation Performance Incentive will begin on the first month of the first
full yearly quarter (three-month) immediately following ratification of this agreement. The $750
Accreditation Performance Incentive will not count towards calculating retirement pension
benefits.
A report will be generated by Public Safety Communications Division personnel no later than thirty
days after the end of the previous quaRer (three-months) to indicate which Communication
Operator, Complaint Operator, and Dispatcher qualified tor the $750 incentive payment for the
CWA-53
previous three(3)months(quarter).
This section is not dependent on the City's accreditation.
#}#�aage-�+�ar�ges--
2.POOI GuOPdS Commented[LD12]:No nanaout
a) Effective upon ratification of this Aqreemenl,Water Safetv Instructor(WSI�Certification—
Effective upon ratification of this Aagreement,WSI certified Pool Guards who utilize their
certification durinq the course of their emploVment to teach qualifVinq swimminq lessons
and/or water safety courses will be paid$�3A91.600 peryearretroactive to the�ay period commencea��oi3�:4i,ize Corrected TYPo cnac
,�,;�i >�,e�coo
beqinning on January 12.2026. -- --
b) ��'��..�"�� A one year minimum as a full-time Pool
Guard I with the City of Miami Beach is required in order to be eligible to apply for Pool
Guard II.
3 Marine Pav
Ia 1 Effective upon ratification of this Aqreement.aAny qualified Ocean Rescue employee shall
receive assignment pay for hours worked on the Ocean Rescue Emergency Vessel at the
rate of on�-de4tar�$�99�two dollars ($2.00) an hour retroactive to the oav period
beqinninq on January 12,2026. Minimal qualifications are determined bv the Fire Chief.
b) Prior to ratification of this Aareement bv the Citv Commission the Union will withdraw the
Step III grievance bearing Union Grievance No.:08202025-RV-01.
CWA-54
4.Field Traininq Officer(FTO)Pav
Effective uaon ratification of this Aqreement Public Safetv Specialist who are assianed to the
Field Trainina Officer(FTO)program by the Police Chief within the Police Deoartment as certified
traininq o�cers shall receive three($3)dollars per hour for all hours worked in a trainina capacitv
retroactive to the oav period beqinnina on January 12 2026 All emolovees who express an
interest, whose last oerformance evaluation was satisfactory and who are otherwise in aood
standinq shall be considered elipible for certifcation as an FTO.Generallv an emplovee without
FTO certification shall not be required to oertorm in a trainina caaacity unless FTO is not available
However, if a non-FTO is mandated to train he/she will also receive the stipend
Section 8.17 Enforceme�t
1.Code Compliance
a)The City will send Code Compliance Officer I employees to"FACE Level 1"training
and, if certified, to "FACE Level 2" training within the first 18 months of employment.
Employees who successfully complete both trainings will be promoted to Code
Compliance Officer II after 30 months of continuous employment as a Code Compliance
Offcer I.
Ib)Upon ratification of this Apreement Code Compliance Officer I and Code Compliance
O�cer I I who are designated by the Code Compliance Director as certified training officers
shall receive twe-(�}-three dollars 3.00 per hour for all hours worked in a training
capacity retroactive to the qav period beqinning on January 12,2026.All employees who
express an interest and whose last performance evaluation was satisfactory shall be
considered eligible for certification as a CTO. Generally, an employee without CTO
certification shall not be required to perform in a training capacity unless CTO is not
available.However,if a non-CTO is mandated to train,he/she will also receive the stipend.
c)BTR/STR Investiqator Team.Effective upon ratification of this Aqreement emplovees
assiqned to the BTR/STR Investiqator Team bv the Code Compliance Director will receive
a fiftV dollar($50.00) biweeklv non-pensionable flat rate incentive oav while assiqned to
the BTR/STR Investipator Team retroactive to the aav oeriod bepinnina on January 12
2026.This incentive pay is limited to a maximum of four(41 employees at a time.
2. Parking Department
CWA-55
a) The Parking Director or his/her designee shall designate a Parking Enforcement
Specialist(PES)to enforce Right of Way(ROW)along with other approved duties. For
Shift 2 there will be three (3) PES assigned to the detail; one in the South, one in the
Middle,and one in the North zone. For Shift 3 there will be three(3)PES assigned to the
detail;one in the South,one in the Middie,and one in the North zone. Shift 4 and Shift 1
will have one(1)City wide PES to enforce the ROW in all three zones.The assigned PES
will be compensated at an additional compensation of$2.00 per hour.The assignment will
rotate among all full-time PES by seniority. Effective upon ratification of this Aareement
the ROW enforcement described in this subsection will be imolemented in accordance
with the lanquage in this section.The ROW oay incentive described in this subsection will
terminate on Se�tember 30.2027.
Ib)Effective upon ratification of this Aqreement Parking Enforcement Officer I and Parking
Enforcement Officer 11 who are designated by the Parking Director as certified training
officers shall receive Hwe-f$2}three dollars S( 3.001 per hour for all hours worked in a
training capacity, retroactive to the oav period beginninq on January 12 2026. All
employees who express an interest and whose last performance evaluation was
satisfactory shall be considered eligible for certifcation as a CTO.Generally,an employee
without CTO certification shall not be required to pertorm in a training capacity unless CTO
is not available. However, if a non-CTO is mandated to train, he/she will also receive the
stipend.
Section 8.18 Perfect Attendance Bonus. Employees who perform the full scope of their
regularly assigned classification for each fiscal year shall receive a lump sum bonus of$300.00
(non-pensionable earnings)provided that they have not used sick leave or been absent for any
reason that was not authorized at least 48 hours in advance. An employee will also be allowed
two(2)incidents of tardiness and one(1)emergency vacation. Employees out on ISC will not be
eligible for the perfect attendance bonus. Religious/Sick and BereavemenUSick shall not be
counted against employees under this section.
Section 8.19 Lead Person. An employee in the Carpenter, Electrician, Painter, Plumber, and
Air Conditioning Mechanic positions in the Property Management Division will receive a five
percent(5°/)supplement for Lead pay if the following conditions are met:
a) The employee is in charge of a construction project,
b) The construction project consists of four(4)or more employees,
c) The Lead Person will have three(3)years of experience in his/her position with
the City of Miami Beach,
CWA-56
d) The Lead Person will have most recent three(3)years of performance appraisals
of 75 or above.
Section 8.20 Union Conventions. Two(2)delegates of the Union will be granted a leave of
absence with pay,not to exceed two(2)weeks in any one year,for the purpose of attending State
and International conventions. The Union will provide the City with the name(s)of the delegate(s)
and provide the dates and locations of any such conventions for which a leave of absence is
requested six (6) weeks in advance of the convention so that the department can make
appropriate arrangements. This time shall not be deducted from the Union time bank.
Section 8.21 Orientation. The union shall have the right to send two of the four designated
Union representatives, authorized with pay pursuant to the Union Time Bank for time he/she
would have othervvise been working to attend and participate in new employee orientation
conducted by Labor Relations and Human Resources where bargaining unit members are
present.
Section 8.22 Educational Leave and Tuition Reimbursement. The City's tuition
reimbursement program shall be continued for the term of this Agreement.
Section 8.23 Prooertv Manaqement License(s) Maintenance — (Required continuing
education/certifcation for current position)Employees in the Property Management Division who
in order to maintain their licenses as required in their job descriptions, and have to attend
continuing education classes shall be paid their straight hourly wages for all required hours up to
20 hours a year:provided that no additional pay shall be made to the employees if the training is
provided by the Ciry during regular work hours. Any hours spent attending training under this
section shall count as hours worked.
Section 8.24 EMT Certification.
Effective uqon ratification of this AQreement -Tk�ese-employees hired on or after September 30,
2011,except for those in the Lifequard classification shall be required to have and maintain an
Emergency Medical Technician (EMT)certification issued by the State of Florida prior to being
hired by the City of Miami Beach.
Effective upon ratification of this Agreement all Lifeguard I Lifeguard II and Lifeguard Lieutenants Formatted:Font color:Auto
_ _ _-- -----�
emplovees who have and maintain an(EMT)certification issued bv the State of Florida shall be
entitled to receive a--aa--eiqhta five oercent (5�%1 EMT Certification Pav supplement
CWA-57
_ -_ __-_ _
etroactive to the pav period beqinninq on January Formatted:Font color:CuStom Color(RGB(238,0,0��,
�2 2�26 Highligh[
� Formatted:Font color:Auto �
Effective uoon ratification Formattea:For,c coio�:n�co
_ --------
of this Aareement the end and beainning Pav Ranges for Lifeguard I Lifepuard II and Lifeguard
Lieutenants will increase by five oercent(5%).In order for the aforementioned Pay Ranqes to ao
into effect.the Union aprees that effective January 12 2026 the Citv will reclassifv anv LifeQuard Formatted:Font color:Auto —�
I without EMT certification to a Lifeauard classification to be created uoon ratification of this
AQreement bv the Citv Commission with Pav Range H54(aa and Lifeauard I with EMT certification
to qo to Pay Ranqe H54B(�}.
0
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Pool guards who were receiving an EMT certification Pay supplement on September 29, 2012,
shall continue to be eligible to receive the equivalent dollar value of the amount that they were
receiving for said EMT Pay supplement.
Section 8.25 Paid Parental Leave.The City's current paid parental leave program will be
available to bargaining unit members.
Section 8.26 Hazardous Duri Pay. Effective upon ratification of this Agreement, all Ocean� Fom,acced:�usnr,ea _J
Rescue,Lifeguard I,Lifeguard II,and Lifeguard Lieutenants will receive�'..�one-hundred
dollars ($�5100.00) biweekly, non-pensionable, for hazardous duty pay retroactive to the oav
period beqinninq on January 12 2026.
I Section 8.27 LiQht Dutv. The City will agree to allow requests for temporary light duty.Approval� Formatted:]ustified
_—____ _ _ __ __ ___�
CWA-58
is needed from the Department Director and Human Resources Director. Consideration for
reasonable accommodation will be given based on the need for alternate work by the department
or other department of the City;skills,knowledge and abilities of the requestor and duration of the
need for light duty. Management will have sole and exclusive authority to grant light duty requests
and union agrees denial or modification of requests will not be grievable and may not be
challenged in any forum.
ISection 8.28 Second Lanquaae Pay. ^'«� n^���^�^^, ^Employees
from PSCD,Code Compliance,and the Property and Evidence Unit within the Police DepaRment,
and effective upon ratification of this Aqreement Public Safety Specialists employees in the
Crime Scene Investi9ation Unit Permit Clerk I and II in the Buildinq Department and emplovees
in the Parking Department who are conversationally proficient in a second of the following
languages: Spanish, Creole, Portuguese, Hebrew, French, Russian, German, Cantonese,
Mandarin,Italian,Czech,Korean,or American Sign Language;shall be eligible to receive second
language pay equal to 2%of their biweekly base pay.
Proficiency will be determined by an employee obtaining a minimum rating of level 9 on the� Formaecea:���r�ed �
_ ______--____— -------__
"Speaking and Listening Assessment" test administered by ALTA Language Service, Inc, via
telephone and proctored by the Police Administration.The test may be scheduled with at least 7
workdays'notice to the Police Administration.The employee will bear the cost of paying for the
test.The employee will be subject to requalification for the pay supplement every 5 years.Second
language pay shall not be considered as pensionable earnings.If ALTA Language Services,Inc_,-
no longer administers the types of tests,there will be re-opener in order for the Csity,with Union
input,to select a new testing senrices provider. Effective upon ratification of this Aqreement the
Second Lancauaqe Incentive Pav will be effective on the date during the effective term of this
Agreement that the emolovee obtains a minimum rating of level 9 on the test
I
CWA-59
__ ___
/1RTICLE 9 � Formatted:French(France)
_-- ---_--- --- __ --__--:,
GENERAL PROVISIONS Formatted:centered j
Section 9.1 Discrimination. - In accordance with applicable federal, state, and local law, the
City and the Union agree not to discriminate against any employee on the basis of race, creed,
color, religion, disability, sex, national origin, age, sexual orientation, marital status or political
beliefs.
Section 9.2 Meetinqs Between Parties. -At the reasonable request of either party,the Union
President, or his/her representative, and the City Manager's designee for Labor Relations, or
his/her representative, shall meet at a mutually agreed time and place to discuss matters of
concern. Whenever time permits,the party requesting the meeting shall submit written notice of
the subject matter to be discussed. Such notice shall be submitted one week in advance of the
Iproposed meeting date. -Whenever the Union President, or his/her representative, makes
suggestions or recommendations to the City Manager, or his/her designee for Labor Relations,
specifically concerning productivity of job safety,the City Manager,or his/her designee for Labor
Relations,will respond as appropriate.
Section 9.3 Reduction in Work Force. -When there is a reduction in the work force,employees
will be laid off in accordance with their length of service and their ability to perform the work
available. When two or more employees have similar ability,the employee with the least amount
of service will be the first one to be laid off.
Section 9.4 Work Rules. -The City will provide the Union with a copy of any written rules that
are instituted or modified during the term of this Agreement affecting employees in the bargaining
unit. In the event the City desires to alter, amend, or modify existing written work rules, or
promulgate new written work rules,the proposed changes will be submitted for review to a joint
labor/management committee. The City shall have two (2)representatives and the Union shall
have two (2) representatives on this committee, which will make recommendations to the City
Manager. The proposed changes shall not become effective until a final decision of the City
Manager has been rendered. No Personnel Rule, Work Rule or any other rule, or application
thereof shall in any manner conflict with any provisions of this agreement,and such rules shall be
reasonable.
I
CWA-60
Section 9.5 Probationary Emplovees. -A probationary employee who is dismissed without
cause shall have the right to discuss with the appointing officer the reasons for such dismissal at
a mutually agreed to time. Following such meeting,a probationary employee,if he/she so desires,
shall have the right to further review the reasons for such dismissal with the City Manager or
his/her designated designee for Labor Relations at a mutually agreed to time. It is expressly
understood, however, that the appointing officer retains the exclusive discretion with respect to
the retention or dismissal of probationary employees.
Periods of absence shall cause the probationary period to be extended for an equal amount of
time. At the request of the appointing authority,the City Manager,or his/her designee for Human
Resources may extend the probationary period for up to three(3)additional months provided that
the reasons for extension are given to the employee in advance of the expiration of the initial
Iprobationary period.- The City acknowledges the importance of giving timely performance
appraisals and feedback to probationary employees.
Section 9.6 "Temnorary Emalovees". - The City shall have the unrestricted right to hire
"temporary"employees in the bargaining unit.
ISuch"temporary"employees shall be paid at rates set in the sole discretion of management.
"Temporary" employees may not work in a classification wherein a permanent Civil Service
Iemployee is laid off. "Temporary"employees shall not be covered by Civil Service or Personnel
Board Rules,and they shall serve at the will of their employer without right of appeal or access to
the grievance procedure contained herein, and they shall not receive any fringe benefits or
pension benefits. Terminated"temporary"employees may be re-hired if their separation is under
honorable circumstances.
Regarding temporary positions,it is understood that those positions were not limited to,but could
be used to develop a cadre of employees who,on short notice,could serve as backup for regular
employees or for such things as vacancies caused by absences due to maternity,military leave,
sick leave,off-duty injury,on-duty injury,and work overload. The examples cited herein are not
meant to be all inclusive.
It is further recognized that employees who retire "in good standing"who may be interested in
working on a temporary,part-time basis,and should temporary work become available,the retired
employees will have the opportunity to make application for one of the temporary positions. Such
CWA-61
part-time positions shall not be covered by Civil Service rules or regulations,will have no fringe
Ior pension benefits, and the salary shall be at a rate determined by the City.- Further, the
temporary employees shall not have a choice of picking schedules, but will be assigned by the
City's management on an as needed,when needed,basis.
Section 9.7 Political Activities of Em�lovees. -Except as provided by State law and City of
Miami Beach Personnel Rule 1,(b),the City shall not make,adopt or enforce any rule,regulation
or policy;
a) Forbidding or preventing employees from engaging or participating in politics
or from becoming candidates for public office;
b) Controlling or directing or tending to control or direct the political activities or
affiliations of employees.
It is understood that no political activities may be conducted by unit members during the
employee's scheduled work day.
Section 9.8 Safetv. -The City agrees to provide, at no cost to the employee, any appropriate
safety equipment required to be worn or otherwise utilized by the employee. This shall include
such items as hard hats,gloves,etc. Those employees issued such equipment will be responsible
for such safety equipment, and any loss or damage due to the neglect of the employee may
require the employee to pay for the replacement of said City-issued equipment.
a) The City agrees to provide,upon request,up-to-date,non-glare screens for
computer terminals.
b) The City shall evaluate and provide, upon request,a wrist rest,which will
help alleviate the stress upon the hands and arms of those employees
performing repetitive motion, to all persons who rype more than 50% of
their workday.
c) The City shall provide in each lifeguard stand a modern voice amplifier
(bullhorn)to be used in providing safety.
d) The City will agree to provide safety training to all Parking Enforcement
employees as deemed appropriate by the City and Union.
_ _ ___ ___.
, Fortnatted.Indent left. 0.5",Hanging. 0.5",Right� 0.5", 'I
Tab s[ops: -1",Left
CWA-62
e) The Union is encouraged to have its members volunteer to serve on the
Department Safety Committees that are being organized in each City
DepaRment. The bargaining unit member serving on the City's Safety
Committees will not suffer any loss of benefits or wages for attendance at
regularly scheduled meetings during regular scheduled work time. No
overtime will be paid for attendance at such meetings.
� If there is a central,Citywide Safety Committee,the Union's President may
be a member if he/she so requests.
g) Upon request by an employee, the City Manager's designee for Risk
Management shall audit the employees' work environment for correct
ergonomic functionality and shall make reasonable and appropriate
corrections.
Those employees issued such equipment will be responsible for such safety equipment,and any
loss or damage due to the neglect of the employee may require the employee to pay for the
replacement of said City-issued equipment.
Section 9.9 Parkins�. -The City shall provide seventeen(17)parking spaces at a lot comparable
to Lot 11 for the exclusive use of on-duty Lifeguards. Such parking spaces shall be clearly
marked. This Section may become moot if the Lifeguards are able to work out a reporting system
that would allow them to proceed directly by their private vehicles to their respective lifeguard
stands.
Section 9.10 Glasses-awd-hlats. —Effective upon ratification of this Aqreement,�the City agrees I commenced���ia�:v i 3i26 deleted because
.,_�_..,.. ..I::.�s ..._ �-..euss hats
to reimburse Lifeguards, Pool Guards I and II;,Code Compliance Officers I, II„- Public Safetv �ommented[LD35]: +/26 fixed grammar
Specialists, and Parking Enforcement Specialist I and II for the purchase Commented[LD16]: , !3/25:
n .�. . . .. .��.vry but this is oriqinal
and/or repair of sunglasses up to a maximum allowable reimbursement of�$1-25,99 one hundred , , , . , ,,, �� tne „�;t.
,...
,:�cie �,. ._ � "c_re" alone is not a
fifty ($150.00� per employee in each fiscal year throuqh reimbursement to the emqloyee or by �lass��,�,a���, ,,, �ne ���c
havinq the department provide a choice of the sunqlasses. commented[�ov�:aiiaiz6 added
l--____-- -- — ---------
In order to be reimbursed,the employee must request a reimbursement,in writing,and attach a
store receipt reflecting such purchase and/or repair.
Section 9.11 Notification in the Event of Transfer or Contractina Out. - When the City
contemplates entering into a contract with an outside supplier or service agency to perform
CWA-63
services presently being performed by the Bargaining Unit employees and such contract shall
result in the lay-off of any bargaining unit employee, the City agrees that it will, upon written
request,meet and discuss with the representatives of the Union the effect of such contract upon
members of the Bargaining Unit.
If the City enters into such a Contract and, as a result thereof, an employee will be laid off,the
City agrees to ask the Contractor to provide first consideration for such employee for any available
work.
In the event that the employee is not employed by the Contractor,the City will offer such employee
another available job with the City, if there is a budgeted vacancy and the employee affected by
the subcontracting is qualified to perform. Questions of qualification to perform the job duties
shall be decided in the sole discretion of the City Manager, or his/her designee for Human
Resources.
If there are no jobs available,the Reduction in Force provision contained in this Agreement shall
apply, provided that such laid-off employee shall be recalled to work before the City hires new,
permanent employee to perform the work of the classification held by the employee at the time of
the layoff.
This recall right shall exist for up to the individual's total service time with the City, but not to
exceed one(1)year after the date of the person's layoff date,but such recall right shall cease as
of one(1)year after layoff,or if the employee does not return to work as scheduled if he/she is
offered a recall notice prior to the one(1)year.
It shall be the responsibility of the laid-off employee to notify the Human Resources Department
when technical skills, training, and experience have been enhanced during the lay-off period,
which may allow the individual to apply for another bargaining unit job with the City.
Nothing in this Section will be construed to limit the Union's right to bargain concerning the
identified impact or effects of subcontracting out or transferring upon Bargaining Unit members.
Section 9.12 Stfess ^^^^�n,�^�'TPublic Safetv Communications �
Division -Those employees covered by this Agreement who work in the Miami Beach P�4ise
Public Safetv Communications Division (PSCD),will be given
a one-dav stress reduction training program to be provided by the City. w+ll
CWA-64
Ih..n ..`I�. clrn
Section 9.13 Bulletin Boards -The Union may, at its own expense, place a bulletin board in
each department,not to exceed approximately three feet by two feet(3'x 2')in size. The Bulletin
Boards shall be used for posting the following notices only:
a) Notices of Union Meetings.
b) Notices of Union Elections.
c) Reports of Union Committees.
d) Recreational and Social Affairs of the Union.
e) Any material of informational nature related to CWA.
Prior to posting,the material as described above shall be signed by an elected officer of the Union
and submitted to the City Manager's designee for Labor Relations,for signature.
Materials, notices or announcements which contain anything political or controversial that might
reflect upon the City,any of its employees,or any other labor organizations among its employees,
or any materials, notices,or announcements which violate any of the provisions of this Section,
shall not be posted.
Any materials that are posted which are not in conformance with this Section may be removed at
the discretion of the City.
Section 9.14 Senioritv
Effective uoon ratification of this Agreement, �seniority for all CWA employees covered bv this
AQreement shall be measured by the most recent full-time date of employment within their
department rather than their date of emplovment with the City(the"Department Seniority Lists").
e�csep�-The CWA shall manaqe and maintain the Department Senioritv Lists and provide a copv
to the City's Human Resources Deoartment contemporaneous with any revisions. The
Deoartment Seniority Lists shall apply prospectively onlv, and shall not affect anv decisions,
riqhts, or entitlements made or accrued under the seniority sVstem prior to ratification of this
Agreement. For this purpose,the CWA has a qrovided the City with a seniority list based on the
seniority system prior to ratification of this A,greement(the"Lepacy List")attached as Annendix
Ci. COmm2ntEd[LD38]:Marous to o�nfirm Appendix
CWA-65
���-
When vacations are scheduled, permanent vacancies or shifts are filled, and promotions are
made to a position within the bargaining unit,seniority shall apply when all other factors are equal.
Seniority determinations based on the Department Seniority Lists manaqed and maintained by
the CWA.shall not be arievable under any terms of this Agreement.
Seniority will not apply in an emergency.
The department Seniority list managed and maintained by the CWA shall not change for anv
emplovee who involuntary transfers into a deoartment different from the emolovee's arior
department.
Section 9.15 Shoes.
Safetv Shoes - Effective uoon ratification of this Agreement €employees in the following job
classifications will be required to wear safety shoes during all working hours_. ���^�",�n^�^���
�;-�8-13;and each October}�^-^n,a,�a,�f+^•.a safety shoe certificate will be provided to the emplovees
in those job classifications for the purchase of safety shoes meeting
ASTM F2413-OS Federal Safety Standards from the.-
list of safety
shoes,
fepr . complied by the resoective
CWA-66
Department Director:
Air Conditioning Mechanic Mason , ,
Building Inspector Masonry HelperAAaseR
Carpenter 1, II 6a�fleateF Mechanical Insqector#laseaqR-Me1peK
Electrical Insoector 6ar�eaEer 11 Painter
64R�Sye64eFs RainE�
Electrician Parking Meter Technician I, II
Elevator Insoector Plumber
Enqineering Assistant I,II III€aeskisian Plumber Inspector
Field Inspector I II�'^�•^�^��^,��stef
Reporting to work without the required safety shoes shall result in the employee being sent home
Iwithout pay,immediately,for the balance of the day and may result in discipiinary action.
Uniform Shoes— Effective upon ratification of this Aareement , ,
each October'��•���^f'^•, a shoe certificate will be provided to those employees in the following
job classifications for the purchase of shoes.
from a list of shoes,
complied bv the respective Department Director provided that they did not receive a Safetv Shoe
Code Compliance Administrator Dispatcher Trainee
Communications Operator Field Insqector I II
Complaint Operator II Parkinq Enforcement Soecialist I II
Crime Scene Technician I. II Propertv Evidence Technician I. II
Code Compliance O�cer I.II Public Safetv Soecialist
Disqatcher
' � Formatted:Line spacing: 1.5 lines �
' Formatted:Line spacing: 1.5 lines
' Formatted:Line spacing: 1.5 lines
' Formatted:Line spacing: 1.5 lines
' Formatted:Line spacing: 1.5 lines
• Formatted:Line�spacing: I.Slines
�F ' Formatted:Line spacing: 1.5 lines
Reporting to work without the required uniform shoes shall result in the employee being sent
CWA-67
home without pay,immediately,for the balance of the day and may result in disciplinary action.
I Section 9.16 Labor/Manaaement Committee. - There shall be a four (4) member Formatted:�uscieed
--- -
labor/management committee with two(2)members each appointed by the CWA President and
the City Manager or his/her designee for Labor Relations. The committee shall meet at mutually
agreed times to discuss matters of common interest such as critical incident debriefing,
absenteeism control, etc. The labor/management committee is not a forum for collective
bargaining or resolving specific grievances. Labor Management Committee meetings shall not
count against the Union Time Bank.
ISection 9.17 Promotions. - , When there is a
promotion in employment status from a CWA bargaining position in a lower classification to a
CWA bargaining position in a higher classification,the promotional rate will be 10%,provided that
the salary is within the new range.
Section 9.1 S Beach Patrol Promotions. -The parties agree as follows:
1) To be eligible,applicants must possess at the time of application,and maintain,the Florida
Emergency Medical Technician(EMT)Certification.
2) Eligible applicants for promotional exams shall be given a written examination.
3) Lifeguards must have passed their last bi-annual swim test of 550 yards under 10 minutes
in order to apply for the promotional exam.
4) Applicants must have received at least a satisfactory evaluation in each element of their
most recent performance review to be eligible to take the promotional examination.
5) The written tests shall be developed under the direction of Human Resources. The
reading list for examination materials from which the questions are drawn will be set by
the City Manager's designee for Human Resources after consultation with the Department
Director and the Union. Any reading lists will be posted at least thirty(30)days prior to
the administration of such tests. A copy of an examinee's graded answer sheet shall be
furnished to the examinee upon completion of the grading,if requested. All challenges of
questions on the written tests must be made in writing to the City Manager's designee for
CWA-68
Human Resources within two (2) working days of the testing dates and he/she shall
conclusively decide the challenge.
6) Promotional lists shall expire two(2)years after the posting of the results of a promotional
test or where lists have been combined,two(2)years after the combining of the old and
new lists.
7) The rule of three will be used in selecting the candidate(s)for promotion.
8) Eligible applicants will receive points for years of service with the City as follows:0.25
points shall be added to an employee's passing examination score for each completed year of
service,up to a maximum of 25 years.
.. e�� en� rti., r�r., �ti.,n ., ti �� a s Q��n .ti
�n., .,h.., .,.
T
CWA-69
ARTICLE 10
DRUG AND ALCOHOL TESTING
Section 10.1.
The City and the CWA recognize that employee use of illegal substances, abuse and misuse of
controlled substances,and alcohol abuse have an adverse impact on City government,the image
of City employees,the general health,welfare and safety of employees,and the public at large.
To demonstrate the commitment by the City and the CWA,employees shall be subject to random
drug and alcohol testing,and reasonable suspicion testing.
Those employees who have a CDL license and are in the CDL Drug Testing Pool will not be a
part of the CWA Drug Testing Pool since the employees who hold a CDL license are already
being randomly tested.
All random and reasonable suspicion testing protocols shall comply with Title 49 Code of Federal
Regulations,Part 40.
Effective uDon ratification of this Aqreement the parties agreed to reopen this Article for purposes
of neqotiating over improved chanqes to druq testinq,sublect to mutual aqreement of the parties
Section 10.2.
Using, selling, possessing or being under the influence of illegal drugs while on or off-duty is
prohibited. Employees are further prohibited from consuming alcohol on-duty and/or consuming
or abusing alcohol off-duty to the extent that such use and/or abuse may have an effect upon the
performance of job functions.
The use of controlled substances is permitted only when prescribed by a licensed health care
provider and properly used by the employee/patient. Misuse or abuse of prescribed controlled
substances is prohibited.
If a test result for a controlled substance is positive,the employee shall be solely responsible for
providing the Medical Review Officer (MRO) with the prescription number and the name and
telephone number of the pharmacy where the prescription was filled.A new or back-dated unfilled
Iprescription shall not be accepted.
CWA-70
Formatted:Justified,Line spacing: At least 18 pt,No
• �widowJorphan control,Font Nignment:Baseline �
CWA-71
The Ciry's current 10-panel drug test and cut-off levels are as follows:
Initial Test GCIMS Confirm
Drua
Level Test Level
Am hetamines 1000 n /ml 500 n /ml
Barbiturates 300 n /ml 150 n /ml
Benzodiaze ines 300 n /ml 150 n /ml
Cocaine metabolites 300 n /ml 150 n /ml
Hallucinogens of any kind Hallucinogens Hallucinogens of
of an amount an amount
Mari uana metabolites 50 n /ml 15 n /ml
Methadone 300 n /ml 300 n /ml
Metha ualone 300 n /ml 150 n /ml
Methvlenedioxvamphetamine 500 ng/ml 250 nq/ml
MDA Analo ues
O iates 2000 n /ml 2000 n /ml
Phenc clidine 25 n /ml 25 n /ml
Pro ox hene 300 n /ml 150 n /ml
In the case of an alcohol test, a result of 0.04 or greater constitutes a positive result. A
confirmation breathalyzer test shall be administered following the initial test in accordance with
the procedures in Title 49 Code of Federal Regulations, Part 40.
Section 10.3.Druq/Alcohol Random Screenina.
Urine analysis shall be administered to test for unlawful drugs and controlled substances.
Breathalyzer testing shall be administered to test for alcohol. If the employee is or claims to be
unable to provide an adequate sample,a blood test will be performed.Any refusal by an employee
to consent to the blood test wili result in a positive result. Employees shall be selected using a
random selection process and shall be tested during their normal tour of duty. Employees will be
selected for testing from a blind list by the Human Resources Director or his/her designee.
Section 10.4. DrualAlcohol Reasonable Susaicion Testina.
The City Manager, Assistant City Managers, Department Directors, or in the Department
Director's absence, the appropriate Assistant Director or Division Director, may direct an
CWA-72
employee to submit to a urine analysis and breathalyzer,when there is reasonable suspicion that
an employee is under the influence of or using alcohol,drugs or controlled substances on-duty,
on an off-duty detail and/or when the employee has caused,contributed to or been involved in an
accident(i.e.,while operating a City vehicle whether on-duty or off-duty). If the employee is or
claims to be unable to provide an adequate sample, a blood test will be performed.Any refusal
by an employee to consent to the blood test will result in a positive result.All reasonable suspicion
tests must be coordinated through the Employee Relations Manager who is available 24/7 for this
specific function.
Section 10.5. Positive Drua and/or Alcohol Test Results.
The parties agree that positive results to random or reasonable suspicion drug or alcohol tests
with no legitimate medical explanation,or in violation of the terms and conditions set forth in this
Agreement, shall result in the employee's termination from employment. The employee may
grieve said discipline through the contractual grievance/arbitration process.
Section 10.6.Refusal to Submit.
The parties agree that an employee's refusal to submit(which includes adulterating a specimen
or submitting a false specimen)to drug or alcohol testing in accordance with the provisions of this
Article shall result in the employee's termination.The employee may grieve said discipline through
the contractual grievance/arbitration process.
Section 10.7 Last Chance Aqreement.
Employees testing positive may be offered the opportunity to enter into a "Last Chance
Agreement". Offering an employee a last chance agreement in no way precludes the City from
taking concurrent disciplinary action.The Agreement shall require participation in a rehabilitation
program, unannounced follow-up testing for a period of two years and such other requirements
as set forth by the City.The City reserves the right to terminate an employee without providing
him/her with a Last Chance Agreement. Employees under a Last Chance Agreement who test
positive shall be terminated from employment with the City and this is not grievable under the
grievance procedure. Employees may be given no more than one(1)chance for substance abuse
rehabilitation during employment with the City.
CWA-73
ARTICLE 11
ENTIRE AGREEMENT
The Union acknowledges that during negotiations resulting in this Agreement,it had the right and
opportunity to make demands and proposals with respect to any and all subjects not removed by
law from the area of collective bargaining and that the complete understanding and agreements
arrived at by the parties after exercise of that right and opportunity are set forth in this Agreement.
Therefore,the Union waives the right, during the term of this Agreement,to bargain collectively
with respect to any subject or matter referred to or covered in this Agreement,and it particularly
waives the right to bargain (except impact bargaining) over the City's exercise or any of its
managemenYs rights set forth in Article 6 of this Agreement, e.g.,changing work hour schedule,
transferring employees,laying off employees,etc.
This Agreement may be amended by mutual agreement of the pa�ties but any amendments must
be in writing and signed by duly authorized representatives of the parties before it will be effective.
CWA-74
ARTICLE 12
SAVINGS
If any provisions of this Agreement are subsequently declared by the proper legislative or judicial
authority to be unlawful, unenforceable or not in accordance with applicable statutes or
ordinances, all other provisions of this Agreement shall remain in full force and effect for the
duration of this Agreement. Upon issuance of such a decision or declaration which is not
appealed by either party,the parties shall,following a request by either party, negotiate in good
faith on a substitute article,section or portion thereof.
CWA-75
ARTICLE 13
TERM OFCONTRACT
This aAgreement shall�become effective upon City Commission approval,and shall remain in
effect until the 30th day of September 20�427. It shall be automatically renewed thereafter from
year to year unless either party shall notify the other in writing sixty (60) days prior to the
anniversary date that it desires to modify this Agreement. In the event such notice is given,
negotiations shall begin no later than thirty (30) days prior to the anniversary date of the
Agreement.
^'«�� ^^•^^^,^^, In future bargaining,proposals made by either paRy
with economic impact,will be accompanied with a detailed cost estimate. If such cost estimate
requires an actuary, the party presenting the proposal will be responsible for the cost of the
actuarial study.
CWA-76
I COMMUNICATIONS WORKERS OF AMERICA CITY OF MIAMI BEACH
By: By:
Osvaldo Garcia,Jr. Eric Carpenter ^�^�T u ���
CWA President ----City Manager
Executed on: Executed on:
Date Date
I Approved by vote of the City Commission, ,202�6.
IBa�-GeIbeFSteven Meiner
Mayor
ATTEST:
Rafaei E.Granado
City Clerk
CWA-77
RATIFICATION
IThis Agreement was ratified on 202�6 by a majority vote of bargaining unit
members represented by Communications Workers of America(CWA),employed by the City of
Miami Beach.
Attesting to the above are CWA Local 3178's Negotiation Team members:
IOsvaldo Garcia,Jr. President 8 Chief Negotiator
IAAeRl�de-Ge�eyAlain Florido,Vice President
Matt Berning,Secretary
Chris Diaz.Treasurer
Mario Diaz,Chairman
Julio Espinosa,Chairman
IJoardeen Jarquin,Chairman
IXaviei-PAareRomain Mingolove,Chairman
IBrian Pardo,Chairman
CWA-78
Rvaan Bacchas,Chairman
Jessica Lopez.Chairman
Rose-Maria Hernandez.Chairman
�
CWA-79
nP�a�x a
Exhibit 1
CWA Clnsificatbn arM f_ornpensation Plan
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CWA-80
APPENDIX A
€xMi�it-#4
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CWA-81
SalTry Table 2025 Salary Table 202ti
EKective J�fv?d 2025 E(iectirs Jan}�202fi
wldi J°o CnLA
�ftADE Mir»nwm AAaxinaim 6RADE I.Knimum Maaimum
µS8 $39$95.72 j 5?.05Z15 MiSB $39,395J2 $ 57.C5726
M25B $4Q.577.68 5 58.769.32 M:SB $40.577 5$ $ 58J6832
h:7B $41,T94_74 $ 60.532.i5 H17B $41.79474 $ b0.53216
�i.98 $43.048-98 5 62.347J4 M18E $43.098.98 $ 62,34774
ti i9E $44,339.88 $ 64.217 6ti H198 $64,339 88 S 64.217 66
!+206 i 45.670.04 $ 66.144.26 M208 $45 670.04 5 66.144 26
�zie �a7,oai.oz S 6s.izasa Hzie �a�oaioz 5 bs.izasa
�4�2 $48.45Z.04 $ 70,17270 M226 $48,45204 S 70.172 70
�z3e 5 a9,9os To $ n.m.6v H236 �a9,9os-�o 5 �z,zn c,c
n238 S 51,4G2 78 5 75,168.6Q N24B $51,402-78 $ 75,168 60
�Z`.B S 52.96458 $ 78.1T5.50 HZ56 $52.944.58 $ 78.375.50
��SB $54.532b6 $ 81.303.06 HZ6B $59.532.66 $ 81.303.04
r27P $56.16996 5 84.55512 hf278 $56.16936 $ 84,55512
�286 $57,85416 S 87.43710 H23• $57,85416 5 87.437.'_0
M4B �59,589.66 $ 91.456.74 H.BE $61,325 42 $ 43,21398
r+3pB $61,377.16 5 95.1i2.ti6 H290 $59,589.66 $ Bl,¢54 74
N31B $63,218J4 5 98.477.26 H308 $61377.16 5 95,i12.68
M32B $65,115J0 $102,874.20 H318 $63,218.T4 $ 98.9ll 26
N338 $67.719.60 $106,488.44 H32B $65,115_10 5 102,874 ZO
M348 $70.42$-80 $111,Y68.82 H33@ $67 719.60 S 106,986.44
ri358 $73,245..2 $115,718.98 M33E $70,428 80 $ll1,266.ffi
k36B $76,175 32 $120,348.02 H358 $73,24512 $ll5,71698
t+376 $79.22226 5125,I6L66 H358 $76,17532 $i?0,348Q2
t+50B S S�J.17636 $ 73,375.38 H378 $74.22226 $125,16166
:!i18 $51,681.76 5 76,310.52 HSQB 550.17696 $ 73,37598
b5'_B $53,231.89 5 79,36292 HS1B $51,68176 $ 76,31052
N53@ $54.828-54 $ 8:.537.00 H52B $53,'.3188 $ 74.36292
�S�B $56,473.56 5 65.838.74 H53B 5 54.826-54 $ 82.537.J0
�SSE 5 55.16772 $ 89.272.04 H54' $SG,d73.56 $ 85.838 74
"Sti8 $Sa,912.58 5 92842.88 H549•" $59."197.16 $ 90,230.56
�+570 ;61.709.96 $ %.@56.9& HSSB $58167 72 $ 89,272.04
�Sc2 j'N'a.iG3.9E S lOL,4i9.54 N56E $59.912.58 $ 9Z.d42&8
h598 ;�3.74S.:c J 104.436.02 H578 $61.709.Jb 5 %,556.98
*!cVE �?3 4S7 6c S 108.6i2.92 H588'" $e9.A09 O8 $105.440 40
H596 $6874516 5 104,43b 02
F16{;B'•` 75072.66 1i4G43.54
C-�atec
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G�ntrac=t eMa4�are a reare�entatron u£oay:orrespa��dmg to a sa!ay cnenge in Mures pay tables.
�vn�eh wr71 be aPP�fed wrth aw�ing to kiu�(41 signrficant dig�ts.
CWA-82
__ - - _ _ _
City of Miami Beach
Fiscay Vear 2022
CWA Compensation and Classification Plan
Effective lst Pay period Ending April of 2022(Includes 2%COLA)
Range Minimum Maximum Range Minimum Mazimum
H15 Annual $36,052.64 $52,215.28 H32 Annual $ 59,589.92 $ 94,144.44
H16 Annual $37,134.24 $53,781.26 H33 Annual $ 61,973.08 $ 97,909.76
H17 Annual $38,245.08 $55,395.34 H34 Annual $ 64,452.18 $101,826.66
$ 67,029.82 $105,899.30
H19 Annual $40,577.42 S 58,768.32 H36 Annual 5 69,711.20 S 110,135.48
H20 Annual 5 41,794.74 5 60,531.38 H37 Annual $ 72,499.70 S 114,540.66
H21 Annual $43,049.24 $62,347.48 H50 Annual $ 45,918.60 $ 67,148.90
H22 Annual $44,340.40 $64,217.92 H51 Annual $ 47,296.08 S 69,834.70
H23 Annual $45,670.56 $66,144.26 H52 Annual 5 48,714.64 5 72,628.14
H24 Annual 5 47,040.76 5 68,790.02 H53 Annual $ 50,175.84 S 75,533.12
H25 Annual $48,451.78 $71,541.60 H54 Annual $ 51,651.50 5 78,554.58
H26 Annual $49,905.18 $74,403.68 H55 Annual $ 53,231.88 $ 81,696.42
H27 Annual $51,403.04 $77,380.16 H56 Annual $ 54,828.54 $ 84,964.10
H28 Annual S 52,944.84 $80,474.94 H57 Annual $ 56,473.30 $ 88,363.08
H29 Annual 5 54,533.18 $83,694.00 H58 Annual $ 60,494.46 $ 91,898.04
H30 Annual $56,168.84 $87,041.50 H59 Annual $ 62,914.54 $ 95,573.66
H31 Annual $57,854.16 $90,523.42 H60 Annual $ 65,430.56 $ 99,396.18
`Contract charts are o representation of pay rorresponding to a salory chonge in Munis,
which}yl1LhE.➢p0lied wi[h roundinp�our f41 sianiFimn[dipifs ____ ___________ ___
CWA-83
City of Miami Beach
fiscal Year 2023
CWA Compensation and Classifi�ation Plan
Effective lst Pay period Ending April of 2023(Includes 3%COLA)
Range Minimum Maximum Range Minimum Maximum
H15 Annual $37,134.24 $53,781.78 H32 Annual $ 61,377.68 $ 96,968.82
H16 Annual $38,248.34 $55,394.82 H33 Annual $ 63,832.34 $100,846.98
H17 Annual $39,395.46 $57,057.26 H34 Annual $ 66,385.80 $104,881.40
$ 69,040.66 $109,076.24
H19 Annual $41,794.74 $60,531.38 H36 Annual $ 71,802.64 $113,439.56
H20 Annual 5 43,048.46 $62,347.22 H37 Annual $ 74,674.60 $117,976.82
H21 Annual $44,340.66 $64,217.92 H50 Annual $ 47,296.08 $ 69,163.38
H22 Annual 5 45,670.56 $66,144.52 H51 Annual $ 48,714.90 $ 71,929.78
H23 Annual 5 47,040.76 $68,128.58 H52 Annual $ 50,176.10 $ 74,806.94
H24 Annual $48,452.04 $70,853.64 H53 Annual $ 51,681.24 5 77,799.02
H25 Annual 5 49,905.44 5 73,687.90 H54 Annual 5 53,231.88 5 80,911.22
H26 Annual $51,402.26 $76,635.78 H55 Annual $ 54,828.80 $ 84,147.44
H27 Annual $52,945.10 $79,701.44 H56 Annual $ 56,473.30 $ 87,513.14
H28 Annual $54,533.18 $82,889.30 H57 Annual $ 58,167.46 $ 91,014.04
H29 Annual $56,169.10 $86,204.82 H58 Annual $ 62,309.26 $ 94,655.08
H30 Annual $57,853.90 $89,652.68 H59 Annual $ 64,801.88 5 98,440.94
H31 Annual $59,589.66 $93,239.12 H60 Annual $ 67,393.56 $102,378.12
'Contrac[charts are a representation of poy mrresponding to o solary change in Munis,
which will be aonlied with roundina[o four Ll sianificon[diaits
CWA-84
Salary Table 2U26 Snlary Table 2027
Er�c nve Aprri 6.2026 ENectrve April 5.2027
with 3°a COLA with 3%COLA
GRADE MINIMUM MA%IMUM ftADE MIMNWM MAXIMUM
t+15B SW.577.68 5 58;769.10 H158 541.745_p0 $ 6rJ.53�ib
i�lb@ S41.�95.� 5 60.53138 N168 $43,048.98 5 62.347..2
r:78 $43,048.46 $ 62,348:a0 H776 $44.339.86 $ 61.21844
«�,Sg g44.340.40 $ 64.218.18 HIdB $45,e70.56 $ 6fi,:4478
��°e 545.67C.04 $ 66.14426 H198 $47.04014 $ 08.:2358
+208 i 47.04C34 $ 66.128.58 H2Q8 $48,451.52 $ 70.'.7^_.d4
�21E 548452.30 $ 70,17Z�0 H2;8 $4�.905-% $ R.27792
H2ZE `a 49.905.70 5 72,.77.92 H<28 $51,402.78 $ 74,446 32
Iti238 $51.4�2J8 $ 74.44G-O6 H23B $5:,944-&4 $ 76.679 46
�242 S 52:944.84 5 77.423.SS 248 $54.533.18 $ J9.746.iti
^256 S 54.532.92 $ 80.520 70 H25B $56,163.SA $ 82.93636
y2gg S%.168.58 $ 83,792.10 H268 $57.853-64 $ 86.254 4S
!:270 S 57.$54.42 $ 57,091.68 H27B $54.590.1H $ 89.704 4?
t+28 i 59.589.66 $ 90.575 42 H:8 $61,377 42 $ 93.292.68
H28B S 53,165.18 $ %,U09.6S H288 $65,Q60.06 $ 48,889-96
H298 ,`+61.377.42 $ 44,198.26 H24B $63,216_74 $ 97.024.20
M308 S 53.228.46 $ 97,966.18 308 $65,114.42 $100,90512
N31B S 65.115.18 $301.88�4.9� M3,6 $fi7,06$-56 $104,94146
H32E S 57,Ob9.08 $105.966-40 H328 $69.08112 $209.139 I6
H33B 5G9,751.24 $110,19814 H33B $71.843J2 $113,504.04
ri348 i 72,541.56 $114,c06.9b H34B $74,717.76 $118.04510
�i35B 5 75.04238 $114,290.5.7 H35B $77,705-68 $122.766.28
H35B 5 78 46C.46 $123 958.36 H36B 5 80.814.Z4 5 127.677.26
?�37R ;31,5989: 5 128,916.58 H378 $94,t176 82 $132,784.08
i+50B S 51.681J6 $ 75,576.54 H508 $53.2321b $ 77,843 74
!±S1P y53.232.1d $ 78,599.82 SiB $54,8290b $ 80.95776
'+520 S 54.&28.60 $ 81,743J4 ,520 $56,473.56 5 84.S96.Cb
N53E 5 56,473.30 5 85,01324 53B $58,167.46 $ 97,563 i8
H54 S 58,167J2 $ 98,413J8 HSC $59,412 84 $ 91.06630
k548 $61A76.08 $ 9:,83a.56 548 $62.90890 $ 95,619 68
HSSB $54,912.84 $ 91,950-30 558 $61,710.2Z 5 94.708 30
N568 561,709.96 5 95,628.26 568 $63.561.16 5 98,497.i0
N57B $63,56116 $ 99,453.64 576 $65,468.00 $102,437!a
M58@ $71,491.42 $=08,6D3.56 SSB $73 63616 5 211,861.02
N548 S 70.SSC-48 5 1Q7.569.02 59B $72.934 bS 5 1:0.79n�4
tf60E $77 324.78 117 46�1.38 H6C6 79 644.50 �120 988 q'
Cor!tract charts are a representadon of pay corresporrdirg to a salary charge in Munrs oa}tables,
wnrch wrll be appl�ed wrth roundmg ro fa+r(4)s;gmficant digr�.
CWA-85
Ciry of Miami Beach
Fiacal Vear 2024
CWA Compensation and Classification Plan
Effective lst Pay period Ending April of 2024(Includes 3%COLA)
Range Minimum Maximum Range Minimum Maximum
H15 Annual $35,248.34 $55,395.34 H32 Annual $ 63,219.00 $ 99,877.96
H16 Annual $39,395.72 5 57,056.74 H33 Annual 5 65,747.24 5 103,572.34
H17 Annual $40,577.42 $58,769.10 H34 Annual $ 68,377.40 $108,027.92
5 n,iii.sz 5 iiz,348.60
H19 Annual $43,048.46 5 62,347.22 H36 Annual $ 73,956.74 $116,842.70
H20 Annual 5 44,339.85 $64,217.66 H37 Annual $ 76,914.76 5 121,516.20
H21 Annual $45,670.82 $66,144.52 H50 Annual $ 48,714.90 S 71,238.18
H22 Annual $47,040.76 $68,128.84 H51 Annual $ 50,176.36 $ 74,OS7.78
H23 Annual $48,452.04 $70,172.44 H52 Annual $ 51,681.50 S 77,051.26
H24 Annual $49,905.70 $72,979.14 H53 Annual $ 53,231.62 $ 80,133.01
H25 Annual $51,402.52 $75,898.42 H54 Annual $ 54,828.80 $ 83,338.58
H26 Annual $52,944.32 $78,934.96 H55 Annual $ 56,473.56 $ 86,671.78
H27 Annual $54,533.44 $82,092.40 H56 Annual $ 58,167.46 $ 90,138.62
H28 Annual 5 56,169.10 $85,375.94 H57 Annual $ 59,912.58 $ 93,744.56
H29 Annual $57,854.16 $88,791.04 H58 Annual $ 64,178.66 $ 97,494.80
H30 Annual S 59,589.40 $92,342.38 H59 Annual $ 66,745.90 $101,394.28
H31 Annual $61,377.42 $96,036.20 H60 Annual $ 69,415.32 $105,449.50
'Controct chorts ore a represen[otion of pay rorresponding[o a salary change in Munis,
which will be qpolied wi[h roundina ro four!41 sianificant diaits
CWA-86
APPENDIX B
Grievance Form
CWA-87
CITY OF MIAMI BEACH
BARGAINING UNIT GRIEVANCE PROCEDURE FORM
UNION GRIEVANCE#: LABOR RELATIONS GRIEVANCE#:
Instructions: Spaces 1-9 should be printed so that the same information appears at all steps. The lower
portion is to be completed at each step.
1. Bargaining Unit: COMMUNICATIONS WORKERS OF AMERICA(CWA)-LOCAL 3178
2. Date Grievant(s) became aware of the alleged 3.GrievanYs Name(s)8 Classification(s):
violation(s):
/ /
4.GrievanYs DepartmenUDivision&Telephone 5.GrievanYs Immediate Supervisor&Telephone
Ext.( ): Ext.�):
6.StatemenUNature of Grievance:
7.Contract Article(s)Alleged Violated:
8.Suggested Adjustment:
9.
GrievanYs Signature Date
10.
Union Representative's Signature Date
CWA-88
TO BE COMPLETED,SIGNED IN BLUE INK AND PRESENTED AT EACH STEP
Step 1 -Presented by(signature/title) Received by(signature/title)
Date: Date:
STEP 1 -RESPONSE(from DIVISION to PRESENTER)
Grievance Denied(state why): Grievance Resolved(state how):
(Signature/title) Date
Step 2-Presented by(signature/title) Received by(signature/title)
Date: Date:
STEP 2-RESPONSE(from DEPARTMENT to PRESENTER)
Grievance Denied(state why): Grievance Resolved(state how):
(Signature/title) Date:
Step 3-Presented by(signature/title) Received by(signature/title)
Date: Date:
STEP 3-RESPONSE-Reply from City Manager's designee/Labor Relations is attached
(Signature/title) Date:
ARBITRATION REQUEST Date Received by(signature/title) Date
Presented by(signature/title)
CWA-89
APPENDIX C
Leqacv Senioritv List
CWA-90
Exhibit "B"
SUMMARY OF PENSION HEALTH AND FRINGE BENEFITS
Section 504 of the City's Charter requires that following a duly noticed public hearing, within six (6)
months of ratification of collective bargaining agreements with the respective labor unions, the City
Commission shall consider a written report presented by the City Manager or his or her designee,
detailing the status and related fiscal impacts of fringe benefits, including pension and health insurance
plans.
GENERAL EMPLOYEES' HEALTH INSURANCE PLANS
The City continues to offer a comprehensive and cost-effective benefits program to its full-time general
employees and retirees through a self-funded health plan administered by Cigna. The City's self-funded
plan currently covers approximately 2,800 employees and retirees with 2,400 dependents.
For the fiscal year beginning October 1, 2025, the City offered employees a choice of 2 medical plans
and 2 dental plans.The medical plan options include an HMO and a High-Deductible Health Plan (HDHP)
with a Health Savings Account. A legacy PPO option also remains available to employees and retirees
who had previously enrolled in this plan prior to October 1, 2019. The dental plan options include a
DPPO and a DHMO. No changes were made to the plan designs for the year beginning October 1, 2025,
however the City offered active employees enrolled in the HDHP plan a $50 monthly credit applied
against its premium cost at each tier of coverage for the duration of the plan year,effectively rendering
the Single tier free. Employees and retirees pay premium amounts that vary by plan and dependent
tier.
Florida Statute 112.08 requires self-funded plans sponsored by local governments to submit an annual
filing to the Florida Office of Insurance Regulation ("OIR") documenting plan experience and financial
position.The filing must include an actuarial memorandum signed by a certified actuary that attests to
the actuarial soundness of the plan.
For the 12-month period of October 1, 2024 through September 30, 2025,the City's actuary concluded
that the City's self-funded health plan is actuarially sound. For the 2024/25 plan year, the City's plan
had a loss of approximately $0.5 million. The resulting surplus as of September 30, 2025 was $15.8
million. This equates to 191 days of projected claims, which comfortably exceeds the OIR safe harbor
of 60 days.
FOP AND IAFF HEALTH TRUSTS
The City contributes monthly to the FOP and IAFF Health Trust Funds based on an agreed amount and
according to terms that are collectively bargained. Future annual increases to the City's monthly
contributions will be made based upon the latest Annual Segal Health Plan Cost Trend Survey. The
increases shall be effective January 1 of each year during the contract period. In no event shall the City
monthly contributions be less than the prior year, even if the trend rate is negative. Increases to the
FOP and IAFF Health Trusts over the past three years have been 6.8% in 2024, 7.9% in 2025, and 9.3%
in 2026.
Audited financial disclosure reports are to be presented from the Trust to the City no later than March
15L of each year.
1
Current Group Medical Plan Data as of January 1 2026
Plan Member Count City's Contribution City's°�of Total
Premium
General
Employees 1,227 $17,307,156 83.7%
Retiree 370 $3,142,329 60.4%
FOP Health Trust
Employees 429 $10,986,442 88.2%
Retiree 382 $9,132,301 90.6%
IAFF Health Trust
Employee 240 $6,675,431 94.9%
Retiree 220 $5,714,059 94.4%
Ancillary Benefits
Additional ancillary benefits subsidized by the City:
• Dental Insurance (City subsidizes at approximately 50% of the premium cost)
- Cigna DHMO Plan
- Cigna DPPO Plan
• EyeMed Vision Plan (included in Cigna health insurance premiums)
• Life Insurance and Accidental Death and Dismemberment-the City subsidized 50 percent of the
premium for coverage equal to one-year's salary of each active full-time employee
OTHER FRINGE BENEFITS
• Earned leave(sick,vacation,compensatory)differences in accruals
SICK AND VACATION LEAVE ACCRUALS-FULL TIME EMPLOYEES*
Sick Leave Vacation Leave
Accruals Accruals
Constant 0-9.99 years 10-19.99 years 20+years
Annual Annual Annual Annual
FOP 96 96 136 176
IAFF shift 144 144 204 264
IAFF non-shift 96 96 136 176
AI I Others 96 96 136 176
*Regular Part-Time Classified and Unclassified employees accumulate prorated hours for annual and
sick leave.
2
� Leave payouts upon separation (maximum payout depends upon separation in good standing and
number of years of service)
MAXIMUM FINAL LEAVE PAYOUT FOR EMPLOYEES SEPARATING IN GOOD STANDING WITH
LESS THAN 10 YEARS OF SERVICE
Vacation hours paid
Equivalent number
Sick hours paid out aut of hours paid out at
100%of value
Maximum of 75%of
FOP sick leave hours, up to 620 1,240
a maximum of 620
All Others
(Including AFCSME Maximum of 50%sick
upon ratification of leave hours, up to a 620
2025/2028 CBA&CWA maximum of 620 1,240
upon ratification of
2024/2027 CBA)
IAFF Non-shift Combination of both notexceeding820
IAFF Shift Combination of both not exceeding 1,230
MAXIMUM FINAL LEAVE PAYOUT FOR EMPLOYEES SEPARATING IN GOOD STANDING WITH 10
OR MORE YEARS OF SERVICE
Vacation hours paid Equivalent number
Sick hours paid out o�t of hours paid out at
100%of value
Maximum of 100%of
FOP sick leave hours, up to 620 1,240
a maximum of 620
All Others
(Including AFCSME Maximum of 100%sick
upon ratification of
2025/2028 CBA&CWA leave hours, up to a 620 1,240
upon ratification of maximum of 620
2024/2027 CBA)
IAFF Non-shift Combination of both notexceeding820
IAFF Shift Combination of both not exceeding 1,230
• Sick Leave Sellback(IAFF& FOP)
o Employees covered by the IAFF and FOP agreements are eligible to sell back(at
100%of value)sick leave, minus any sick or emergency vacation time used. Family
and Medical Leave Act (FMLA) shall not reduce the sick leave sell back.
o FOP employees with less than fifteen (15) years of service may sell back the number
of hours accrued, up to 110 hours. Employees with fifteen (15) years of service or
more may sell back the number of hours accrued, up to 168 hours.
o IAFF Employees with less than fifteen (15) years of service may sell up to 110 hours
or 168 hours for 24-hour shift employees. Employees with fifteen (15) years of
service or more may sell up to 168 hours or 252 hours for 24-hour shift employees.
3
• Sick Leave Sellback(Unclassified/Classified/Others)
o Each fiscal year, the City Manager may authorize and offer full-time employees the
opportunity to sell accrued sick leave, limited to one transaction per year and
subject to a maximum amount, while maintaining a minimum leave balance as
established by the City Manager.
• Holidays (12 recognized paid holidays;4 floating paid days off)
� Injury Service Connected (ISC)supplemental leave pay
o Differences in duration
- 12 weeks (General & Unclassified employees)
- 12 weeks (IAFF)
- 32 weeks (FOP)
• Bereavement Leave with pay
o Unclassified/Others—5 days
o CWA—up to 5 days upon ratification of the Agreement effective October 1, 2024
through September 30, 2027;days must be used within 180 days from the death of the
covered relative
o AFSCME—up to 5 days upon ratification of the Agreement effective May 1,2025
through April 30,2028; days must be used within 180 days from the death of the
covered relative
o GSAF—up to 3 days, with additional 2 days if the service or memorial is out-of-state
o FOP—up to 5 days, with 2 additional days of own time(Chief approval)
o IAFF—4 days (non-shift) and 48 consecutive hours off if on 24-hour shift, with 1
additional week of own time(Chief approval)
• Jury Duty Leave with pay
• Parental Leave with pay
o Employees experiencing the birth or adoption of a child, who are eligible for and
take leave concurrent with Family Medical Leave, can receive 6 weeks of paid leave
as follows:first two weeks— 100%of pay; second two weeks—75%of pay; and final
two weeks—50%a of pay. Leave can be taken at any time, concurrent with Family
Medical Leave, during the first year of life of the child.
• Military Leave with pay
o The City follows Florida law in providing military personnel paid leave when ordered
to report to active duty or when reporting to miliary training.
• Union Leave with pay(varies for each bargaining group)
• Tuition Reimbursement
The City's Tuition Assistance Program was revised in 2015 per Resolution 2015-28891 to provide
an updated benefit to eligible employees voluntarily participating in training or educational
programs from accredited institutions of higher learning designed to improve their effectiveness
which directly benefits City operations; provide professional development; and help prepare
employees for other opportunities within the City's service.
4
Voluntary Benefits(no City subsidy):
• 457(b) Deferred Retirement Accounts; Roth IRA accounts
o The City may make contributions to Deferred Retirement Accounts on behalf of
some high-level executive employees as part of their compensation
• Aflac Benefits
o Accident Insurance
o Critical Illness Insurance
o Hospitallnsurance
• Allstate Benefits
o Cancerinsurance
o Whole Life Insurance
• LegalEase
• LifeLock Identity Theft Insurance
• Nationwide Pet Insurance
• Unum Supplemental Life and Accidental Death and Dismemberment
• Unum Short Term Disability
• Unum Long Term Disability
Non-payroll related benefits:
• Take-home vehicles (primarily Police and select Building and Code Enforcement employees
as a negotiated benefit subject to ratification of the October 1, 2024 to September 30, 2027
CBA)
• Work uniforms and shoes
• Employee Assistance Program (EAP)
• Free parking in City facilities
• On-site CMB fitness classes—City Hall
• Wellness Program —Personify
• Free gym use
5
PENSION PLANS
NOTE: The City does not participate in Social Security and therefore does not contribute, nor does
it withhold from employees a corresponding contribution,toward Social Security. Instead of Social
Security, the City provides full-time employees a pension as a qualifying alternative retirement
plan. The City does contribute and withhold from employees through payroll the standard total
contribution of 2.9%of pay to Medicare. For part-time employees,the City contributes 10%of pay
to a qualified retirement account to replace Social Security.
There are two plans, and they are actuarially sound, according to annual Valuation reports. They
are each governed by a Board and Executive Director. The soundness of the plans is ensured
through good governance,careful investment policy,and long-term pension reform and associated
plan changes based on the City Commission adopted resolution 2013-28290 accepting the
recommendations of the Finance and Citywide Projects Committee ("Committee") to adopt the
Budget Advisory Committee("BAC") proposed policies and guidelines to ensure long-term pension
reform. The policies and guidelines address four perspectives: (1) Affordability and Sustainability,
(2) Appropriate Benefits to Employees, (3) Recruitment and Retention, and (4) Management of
Risk/Risk Sharing.
Each Plan has an actuarial valuation report prepared annually by their respective professional
actuary to measure the Plan's funding progress, to determine the employer's contribution rate or
Annual Required Contribution (ARC) amount as required by Florida Statutes, and to determine the
actuarial information necessary to meet Governmental Accounting Standards Board (GASB)
standards.
Fire& Police-as of 10/1/2025:
Active Members 563
Terminated Vested (including dormants) 31
Receiving Benefits (including DROPs) 828
Miami Beach Employees' Retirement Plan ("MBERP") -as of the 10/1/2024 Actuarial Valuation:
Active Members 1,358
DROP Members 81
Retirees & Beneficiaries 1,156
Disability Retirees 22
Terminated Vested Members 244
Current CMB Defined Contribution Retirement Accounts:
-401(a) [legacy qualified retirement plan—for employees still active in this alternative
retirement system,the City contributes 8%of pay and 10%of pay for detention officers]
- Firefighters' Pension Relief Fund ("175 share plan")*
- Police Officers' Pension Relief Fund ("185 share plan")*
*This is funded by rebate of excise tax on property and casualty insurance premiums. These funds
must be used exclusively for firefighter and police pensions.
Note: A limited number of employees (management team)also have 457(b)deferred retirement
accounts that are partially funded by the City. 6
MBERP(Non-Sworn Employees) Pension Summary of Benefits:
Tier A
• Hire effective date prior to range between 10/18/1992 and 2/21/1994, depending on
classification group
• Eligible for normal retirement at age 50
• 3% multiplier for first 15 years; 4% multiplier for each year in excess of 15 years
• Maximum benefit of 90%of Final Average Monthly Earnings(FAME)
• 12% employee retirement plan contribution
• Service with the City is generally exempt from earning credit toward Social Security
Administration benefits
• As of April 2026,there is 1 active employee remaining in this group, retiring in 2026
Tier B
• Hire effective date on or after range between 10/18/1992 and 2/21/1994, and before range
between 9/30/2010 and 10/27/2010, depending on classification group (with pension and
retiree health contribution reform effective 3/18/2006—Ordinance 2006-3504 and 3505)
• Eligible for normal retirement at age 55,with 5-year vesting criteria
• 3% multiplier per year of creditable service
• Maximum benefit of 80%of FAME
• 10% employee retirement plan contribution
• Service with the City is generally exempt from earning credit toward Social Security
Administration benefits
• Health benefits for retirees hired before range between 2/2/2006 and 9/6/2006 (depending
on classification) determined each year as part of the budget process,currently approximately
50%of premium
• Health benefits for retirees hired on or after range between 2/2/2006 and 9/6/2006
(depending on classification) is a stipend of$10 for each creditable year of service, up to
maximum of$250 a month for under age 65; $5 for each creditable year of service, up to
maximum of$125 a month for 65 and older
• As of April 2026, 23%of active MBERP-eligible employees are in this group
Tier C
• Hire effective date on or after range between 9/30/2010 and 10/27/2010, depending on
classification group
• Eligible for normal retirement at age 62, with 5-year vesting criteria, or age 55 after 30 years or
more of creditable service
• 2.5%multiplier per year of creditable service
• Maximum benefit of 80%of FAME
• 10%employee retirement plan contribution
• Service with the City is generally exempt from earning credit toward Social Security Administration
benefits
• Health benefits for retirees hired on or after range between 2/2/2006 and 9/6/2006(depending
on classification) is a stipend of$10 for each creditable year of service, up to maximum of$250
a month for under age 65; $5 for each creditable year of service, up to maximum of $125 a
month for 65 and older
• As of April 2026,77%of active MBERP-eligible employees are in this group
7
FIRE (Sworn)Pension Summary of Benefits:
Hired before July 14,2010:
• Multiplier 3%for first 20 years of creditable service,then 4%
• Normal retirement date of age 50 as provided in current pension plan, except that a member
must attain the age of 47 to be eligible for"Rule of 70" (years of service plus age)or reach 85%
of benefit cap regardless of age
• Three(3) highest or last paid years of creditable services for FAME
• 2.5%COLA
• Maximum benefit of 85%of pensionable income(except those who attained an 85%benefit as
of September 30, 2013, retain a maximum benefit of 90%of pensionable income)
• Vested after 5 years of creditable service
• 10%employee pension contribution
Hired on or after July 14,2010, but prior to September 30, 2013, everything in the previous tier except:
• Normal retirement date of age 50 with 5 years of Service as provided in current pension plan,
except that a member must attain the age of 48 to be eligible for "Rule of 70" (years of service
plus age)or reach 85%of benefit cap regardless of age
• 1.5% COLA
• Maximum pension benefit is 85%of pensionable income
• Employees who become retirees as of July 14, 2010 receive same contribution towards health
insurance as active employees
• Employees hired after July 14, 2010 shall receive a monthly stipend subject to an annual
increase based on the Miami-Ft. Lauderdale all urban consumer CPI as of September 30th of
each fiscal year
Hired on or after September 30,2013, but prior to June 8,2016, everything in the previous tier except:
• Three (3) highest or last paid years of creditable services for FAME
• 10.5%employee pension contribution
Hired after June 8,2016,but prior to May 8,2019,everything in the previous tier except:
• Normal retirement age shall be 52 with 5 years of service; however, under the "Rule of 70"
retirement,a member must attain a minimum age of 48 or reach the 85%of benefit cap
regardless of age
Hired after May 8,2019,everything in the previous tier except:
• Vested after 10 years of creditable service
Deferred Retirement Option Plan(DROP)
• 10-years(120 month) DROP available with various COLA exceptions
PEHP(Post Employee Health Plan):
• FIRE members contribute$50 bi-weekly
� Upon separation or DROP,employees contribute 10%of total accrued leave to PEHP
• In addition to the 10%PEHP contribution,upon separation from service,all employees will
contribute into their PEHP account 100%of unused sick and/or vacation leave at dollar-for-dollar
value,for up to a combined maximum of 500 hours
8
POLICE (Sworn)Pension Summary of Benefits:
Hired before July 14,2010:
• Multiplier 3%for first 20 years of creditable service,then 4%
• Normal retirement date of age 50 as provided in the current pension plan,except that a member
must attain the age of 47 to be eligible for"Rule of 70" (years of service plus age) or reach 85%
of benefit cap regardless of age
• Three(3) highest or last paid years of creditable services for FAME
• 2.5%COLA
• Maximum pension benefit is 85%of pensionable income
• Vested after 5 years of creditable service
� 10%employee pension contribution
Hired on or afterJuly 14,2010, but prior to September 30,2013, everything in the previous tier except:
• Normalretirementdateofage50with5yearsofServiceasprovidedincurrentpensionplan,except
that a member must attain the age of 48 to be eligible for "Rule of 70" (years of service plus
age) or reach 85%of benefit cap regardless of age
• 1.5% COLA
• Employees who become retirees as of July 14, 2010 receive same contribution towards health
insurance as active employees
• Employees hired after July 14, 2010 shall receive a monthly stipend subject to an annual
increase based on the Miami-Ft. Lauderdale all urban consumer CPI as of September 302h of
each fiscal year
Hired on or after September 30,2013, but prior to July 20,2016,everything in the previous tier except:
• Five (5) highest or last paid years of creditable services for FAME
• 10.5%employee pension contribution
Hired on or after July 20,2016, but prior to July 31,2019,everything in the previous tier except:
• Normal retirement date shall be 52 with 5 years of Service; however, under "Rule of 70"
retirement, a member must attain a minimum age of 48 or reach 85%of benefit cap regardless
of age
Hired after July 31,2019,everything in the previous tier except:
• Vested after 10 years of creditable service
• Shall not receive credit for prior creditable time in Miami Beach Employees' Retirement Plan
(MBERP)
Deferred Retirement Option Plan(DROP)
• 8-year(96 months) DROP available with various COLA exceptions
PEHP(Post Employee Health Plan):
� FOP members contribute$50 bi-weekly
• Upon separation or DROP,employees contribute 10%of total accrued leave to PEHP
• In addition to the 10%PEHP contribution, upon separation from service,all employees will
contribute into their PEHP account 100%of unused sick and/or vacation leave at dollar-for-dollar
value,for up to a combined maximum of 500 hours
9
CWA(Communications Workers of America)
Based on City's CWA Package Proposal TA on 3/10/26
Ust updated UiN2026
SCenBfios:
cou Houday�s>
Yaar 1 3% 1
Year 2 3% t
Year 3 3°/, t
Tentrtive Ayreament-3H W28 FY 2025 FY 20Y8 FY 2017 Total
1 Seclion 8.7-Coal of Living: 3 h in July 70]5,3X in Apnl 20Y6,7X in April YIII7 f 17T,631 S SI],186 S 712,415 f 7,408,M3
Pension and Medicere S 2,50� S 1Z2,729 S 167,088 f Z92,301
2 Section B.3-AEtlitional Holitley:1 Holitlay(e) f 86,000 f 91.000 S %,000 f 277.000
3 20241nsunnce Holitlay S 49,500 S 58,500
4 Sectlon 8.15 Elig for Citywitle Slck Leave Sellback par CM end Budpet:Est Mex of�Ohrs f 97,729 S 102,044 { 199,173
5 Sectian 8.15 Sick Leave Payout Houn incroaae from 50%to 100% S 21.775 f 22,10! { IJ,87E
6 Section 8.5-Out of Claas Pay hnm f7 to S3.Effective Date January 12 2026 f 78,r8! S 35,177 S B1,B04
7 Section 8.15-Increace Vaation rollove�from 500 to 600 hn S • f - S -
B Section 8.16•PSCD Dicprtcher 6N.Premlum Pay-Rolliny 6%lo base pay.Eftective Date January 1Y Y026 S 179.551 S - { 779,551
Raduce PSCD DiaDatcher Pnmium Pay by the BYe rolled into base pay.EHacdve Date January 12 Y026 S (147,177) S - S (147.173)
9 Section 8.16•WSI Cartification!or Poal Guard�increase from S1,J00 to f1,800. s �,725 S 8,300 t 77,045
EHectiva Date January 7Y 2026
10 SacHon 8.18-Marine Pay from 51.00 lo SY.Oa S 8.782 S 8,182 f 1t,784
�� Section 8.18 NEW-FiNd Tnining Officer(F70)53.00 per hour•auipnsd by the Chief of Pollu.
Effectiva Date January 112026 f �.050 f 5,400 S 9,4.+�`
�Z SecHan 8.17-CertiHad 7nininq ORur(CTO)Code Lompliance ORican and Parkinp Enforcemant Specialist painy from S Z.ZCd S 7,000 S S,I50
SY.00 to f3.00 p�r hour.EHective Date January 72 2026
77 Section 8.34-EMT CSAiilntion from BY.to 70X EHective Date January 12 2026 f �19.774 S 179,307 f 299,ON
74 gection B.II-EMT Certifiution 70%Premium Pey-Rollinp SY.to ba�e pay.Effective Date January 12 2026 t 579,7l3 S - S 539,783
Reduce EMT Prcmium Pay by the 5%rollad into Eaw pay.EHective Date January 1Y 20Y8 f (539.7l3) S - S (SJ9,78J)
Sectlon 8.26-HuaMous Duty Pay Current Gro plOcean Rescuel inc�ease from S75 to 5100 per pay perlod.E1lective Date
15 January 12,2026 "- - -�-- S 69.500 S 81.330 f 71I.B50
1e Saction 8.28-Sacond Langwgs Pay 2.0%-Permil Clarks I and II,Vublic Salsry Specialisla,Gnme Scane,ParFing S 170,790 S 124,�l5 S 245,275
Department,and Property 6 Evidence Team
17 Section 9.10-Gla�aes Allow�nces incnaae from 37t5 to f150 annually S /,875 S 1,875 S 9,750
18 Section9.70-Gla�sss Allowancasf750annually-New(orPu6licSafety5p�cialisb S 2,700 S 2,100 f l,200
19 Sec[lon New-BTR/STR Investlgator Team S`.�per pay perlod(up to�employeea)-Coda Divlalan
EHactiva Date January 12 2026 S �,000 S 5,200 S 9,200
20 Sactlon New-USLA Recertlflution Pey-Z50 per pey perloA-Ocean Raecue Dlvlslon f 728.700 S 728,700 { 257,400
21 Sacfion Naw-Atltl Take-Moms Vehiclea Election Cotle anA Builtling NEW
Eaisting Fla�t Fuel and Maintenanca-2D vaniUea Cotla Complianca Ofliun II S 1J,720 S 33,320 f 66,640
Eaisting Flsat Fusl and Maintenance-5 va�iUes Builtling(NI CWA impecton,antl Building Code Incpeclon) S 11,328 S 77.328 S 26,656
Payment to the Cirylor Take-Home Vehiclea S (17,576) S (17,5]!) f (75,076)
Zz Section New-Reclasai(cation Gode Complianc�Atlmin positfans fram M34 to M37 wit�a SX incnas�br cumnt S 33,000 S 55,000 S 88,000
employeas dua to compresaion.Elfective Dale January 77 2026