2012-27867 Reso (R5L6(B) RESOLUTION NO. , 2012-27867
A RESOLUTION OF THE MAYOR AND CITY COMMISSION OF THE
CITY OF MIAMI BEACH, FLORIDA PROVIDING FOR ALL
CLASSIFICATIONS IN GROUP VI, BEING ALL CLASSIFIED
EMPLOYEES IN THE CLASSIFIED SERVICE NOT REPRESENTED
BY A BARGAINING UNIT (COMMONLY REFERRED TO AS
"OTHERS"), EFFECTIVE THE FIRST FULL PAY PERIOD ENDING IN
APRIL 2012, AN ACROSS THE BOARD COST-OF-LIVING
ADJUSTMENT (COLA) OF UP TO THREE PERCENT (3%) FOR
THOSE EMPLOYEES WHO ARE NOT CURRENTLY AT THE
MAXIMUM OF THE PAY RANGE OF THEIR JOB CLASSIFICATION;
AND PROVIDING NO ADJUSTMENT TO THE MINIMUM AND
MAXIMUM OF EACH PAY RANGE.
WHEREAS, the City of Miami Beach has approximately 18 Unrepresented
Classified employees (this group is commonly referred to as the "Others".); and
WHEREAS, during 2010, the City and its bargaining units reached agreements
to amend the prior three-year collective bargaining agreements (CBAs); and
WHEREAS, the successor three-year CBAs were approved by the
corresponding bargaining unit members and ratified by the City Commission; and
WHEREAS, in order to attain the City Commission's goal of approximately $15
million savings from employee concessions applicable towards FY2009/2010 and
FY2010/2011, the CBAs contained the following provisions as cost savings
components: no cost-of-living adjustments (COLA) for the first two and one-half (2 '/2)
years of the agreements; no merit increases for bargaining unit employees represented
by AFSCME Local 1554, CWA Local 3178 and GSAF, OPEIU, Local 100 for a period of
time specified in each of these individual CBAs (eligible members of the FOP and IAFF
employee groups continued to receive their step increases during this period of time);
and when the merits resume, the maximum will.be two percent (2%) instead of the
previous maximum of four percent (4%); and
WHEREAS, consistent with the concessions negotiated with the represented
Classified employees the City imposed an equivalent COLA and merit/step freezes on
the Unrepresented Classified employees and all Unclassified employees for the same
period; and
WHEREAS, an across the board COLA of three percent (3%) for all represented
Classified employees was negotiated, with a co,rresponding increase to the minimum
and maximum of each -pay grade, effective with the first full pay period ending in April
2012 (approximately six (6) months into FY2011/2012); and
WHEREAS, as part of the adopted FY2011/2012 operating budget approved by
the City Commission, $20,000 was budgeted for all Unrepresented Classified
employees to receive a three percent (3%) COLA effective with the last full pay period in
April 2012; and a three percent (3%) increase to the minimum and maximum of each
pay range; and
WHEREAS, during the March 21, 2012 City Commission meeting, the
Administration presented to the City Commission an amendment to Ordinance 789, the
Classified Employees Salary Ordinance as "Alternative A", implementing a three
percent (3%) COLA for Unrepresented Classified employees ("Others") effective with
the first full pay period ending in April 2012, and a three percent (3%) increase to the
minimum and maximum of each Unrepresented Classified employee pay range; and
WHEREAS, the City Commission chose not to approve an amendment to
Ordinance No. 789, but instead approved "Alternative B", which provides up to a three
percent (3%) COLA for those Unrepresented Classified employees ("Others") who are
not currently at the maximum of their pay range for their job classification and not
providing any adjustment to the minimum and maximum of each Unrepresented
Classified employee ("Others") pay range; and
NOW, THEREFORE, BE IT DULY RESOLVED BY THE MAYOR AND THE
CITY COMMISSION OF THE CITY OF MIAMI BEACH, FLORIDA that Unrepresented
Classified employees, effective with the first full pay period ending in April 2012, shall
receive an across the board cost-of-living adjustment (COLA) of up to a three percent
(3%) for those employees who are not currently at the maximum of the pay ranger of
their job classification; and providing no adjustment to the minimum and maximum of
each pay range. yy�
PASSED and ADOPTED this A- day of 1�iQrG�'1 , 2012.
1 E31.
\P �y Matti Aerrera B wer, Mayor
'.INCORP ORATED:
ATTEST: ��QCH-26,�'�°�� APPROVED AS TO FORM & LANGUAGE
& FOR EXECUTION
Robert Parcher, City Clerk City Attorney Date
T:\AGENDA\2012\3-21-12\COLA-OTHERS EMPLOYEES RESOLUTION-Alternative B.docx
COMMISSION ITEM SUMMARY
Condensed Title:
Alternative A - An Ordinance amending Ordinance No. 789, the Classified Employees Salary Ordinance as follows:
providing for all Unrepresented Classified Employees (commonly referred to as "Others"), effective the first full pay
period ending in April 2012, an across the board cost-of-living adjustment (COLA) of three percent (3%), and a three
percent(3%) increase to the minimum and maximum of each Unrepresented Classified Employees pay range; or
Alternative B - A Resolution providing for all Unrepresented Classified Employees, effective the first full pay period
ending in April 2012, an across the board COLA of up to three percent (3%) for those Unrepresented Classified
Employees who are not currently at the maximum of the pay range of their job classification; and providing no
adjustment to the minimum and maximum of each pay range.
Key Intended Outcome Supported:
Increase community satisfaction with City government.
Supporting Data (Surveys, Environmental Scan, etc.): In the 2009 Community Satisfaction Survey, among the four
(4) areas of customer service measured, 85.5% of respondents agreed that "the employees that assisted me were
courteous and professional."
Issue:
Shall the City provide a classification and compensation system that is fair and externally and internally competitive; and
consistent with those negotiated for the Classified employees covered by the American Federation of State, County and
Municipal Employees (AFSCME); Fraternal Order of Police (FOP); International Association of Firefighters (IAFF);
Communication Workers of America (CWA); and the Government Supervisors Association of Florida (GSAF), by
amending the Classified Employees Salary Ordinance to provide an across the board COLA for Unrepresented
Classified Employees of three percent(3%), with the first full pay period ending Aril 2012?
Item Summary/Recommendation:
Alternative A -An Ordinance amending Ordinance No. 789, the Classified Employees Salary Ordinance as follows: providing
for all Unrepresented Classified Employees, effective the first full pay period ending in April 2012, an across the board COLA of
three percent (3%), and a three percent (3%) increase to the minimum and maximum of each Unrepresented Classified
Employees pay range; or Alternative B -A Resolution providing for all Unrepresented Classified Employees, effective the first
full pay period ending in April 2012, an across the board COLA of up to three percent(3%) for those Unrepresented Classified
Employees.who are not currently at the maximum of the pay range of their job classification; and providing no adjustment to
the minimum and maximum of each pay range.
The Administration recommends the City Commission approve Alternative A approving the proposed Ordinance amendment
on first reading, and setting a second reading, public hearing for April 11, 2012. However, should the City Commission not
approve Alternative A, the Administration recommends that the Commission adopt Alternative B, which provides for all
Unrepresented Classified Employees, effective the first full pay period ending in April 2012, an across the board COLA of up to
three percent (3%) for those employees who are not currently at the maximum of the pay range of their job classification; and
providing no adjustment to the minimum and maximum of each pay range.
Advisory Board Recommendation:
Discussed and approved by the Finance and Citywide Projects Committee at the June and July 2011 budget-related
meetings as well as by the full Commission during the September 2011 budget commission meetings.
Financial Information:
Source of Amount Account Approved
Fi Alternatives A or B Approximately Included in various Departmental
$20,000 salary budgets for FY 2011/2012
Financial Impact Summary: The City estimates an impact of approximately $20,000 to the City's FY 2011/2012
operating budget. This amount was budgeted and approved by the City Commission as part of the FY 2011/2012
Budget process.
City Clerk's Office Legislative Tracking:
Ramiro Inguanzo, Director, Human Resources
Sign-Offs:
Department Director A i t Ant�*'Qy MAPaper City Managri
14 Ramiro Inguanzo Jorge M. nzale
TAAGENDA\2012\3-21-12\ THERS SUMMARY MEMO.docx
AGENDA ITEM S 1
MIAMIBEACH
DATE 3-2 1-12—
® MIAMI BEACH
City of Miami Beach, 1700 Convention Center Drive,Miami Beach, Florida 33139,www.miamibeachfl.gov
COMMISSION MEMORANDUM
TO: Mayor Matti Herrera Bower and Members of the - ity Commission
FROM: City Manager Jorge M. Gonzalez
DATE: March 21, 2012 FIRST READING
SUBJECT: Unrepresented Classified Emplo s (Others) Cost-of-Living Adjustment
(COLA)
ALTERNATIVE A:
AN ORDINANCE OF THE MAYOR AND CITY COMMISSION OF THE CITY
OF MIAMI BEACH, FLORIDA, AMENDING ORDINANCE NO. 789, THE
CLASSIFIED EMPLOYEES SALARY ORDINANCE OF THE CITY OF MIAMI
BEACH, FLORIDA, AS FOLLOWS: PROVIDING FOR THE
CLASSIFICATIONS IN GROUP VI, BEING ALL CLASSIFICATIONS IN THE
CLASSIFIED SERVICE NOT REPRESENTED BY A BARGAINING UNIT
(COMMONLY REFERRED TO AS "OTHERS"), EFFECTIVE THE FIRST
FULL PAY PERIOD ENDING IN APRIL 2012, AN ACROSS THE BOARD
COST-OF-LIVING ADJUSTMENT (COLA) OF THREE PERCENT (3%), AND
A THREE PERCENT (3%) INCREASE TO THE MINIMUM AND MAXIMUM
OF EACH APPLICABLE PAY RANGE; REPEALING ALL ORDINANCES IN
CONFLICT; PROVIDING FOR SEVERABILITY, AN EFFECTIVE DATE AND
CODIFICATION.
ALTERNATIVE B:
A RESOLUTION OF THE MAYOR AND CITY COMMISSION OF THE CITY
OF MIAMI BEACH, FLORIDA PROVIDING FOR ALL CLASSIFICATIONS IN
GROUP VI, BEING ALL CLASSIFIED EMPLOYEES IN THE CLASSIFIED
SERVICE NOT REPRESENTED BY A BARGAINING UNIT (COMMONLY
REFERRED TO AS "OTHERS"), EFFECTIVE THE FIRST FULL PAY
PERIOD ENDING IN APRIL 2012, AN ACROSS THE BOARD COST-OF-
LIVING ADJUSTMENT (COLA) OF UP TO A THREE PERCENT (3%) FOR
THOSE EMPLOYEES WHO ARE NOT CURRENTLY AT THE MAXIMUM OF
THE PAY RANGE OF THEIR JOB CLASSIFICATION; AND PROVIDING NO
ADJUSTMENT TO THE MINIMUM AND MAXIMUM OF EACH PAY RANGE.
RECOMMENDATION
The Administration recommends that the City Commission approve the Ordinance
(Alternative A) on first reading and set a second reading and public hearing for April 11,
2012. If the Ordinance is not approved, the Administration recommends that the City
Commission approve the alternate Resolution (Alternative B).
City Commission Memorandum
March 21,2012
Unrepresented Classified employees
Page 2 of 6
This Ordinance was scheduled for first reading on February 8, 2012, but was deferred to
the February 24, 2012 special City Commission meeting. At the February 24 special City
Commission meeting, the item was deferred to the March 21, 2012 City Commission
meeting.
BACKGROUND
The City of Miami Beach currently has 18 Unrepresented Classified employees. This
group is commonly referred to in the City of Miami Beach as the "Others".
By way of background, in 2010 the City and its five (5) bargaining units reached
agreements to amend the prior three-year collective bargaining agreements with each of
the five (5) bargaining units in the City. The successor three-year agreements were
approved by the corresponding bargaining unit members and ratified by the City
Commission. In order to attain the City Commission's goal of approximately $15 million
in savings from employee concessions applicable towards FY2009/2010 and
FY2010/2011 for all Classified and Unclassified employees, the agreements contained
the following provisions as cost savings components:
• No cost-of-living adjustments (COLAs) for the first two and one-half (2 '/2) years of
the agreements; and
• No merit increases for bargaining unit employees represented by the American
Federation of State, County and Municipal Employees (AFSCME); the
Communication Workers of America (CWA); and the Government Supervisors
Association of Florida (GSAF) for a period of time specified in each of these
individual collective bargaining agreements. When the merits resume, the maximum
will be two percent (2%) instead of the previous maximum of four percent (4%).
Eligible members of the Fraternal Order of Police (FOP) and the International
Association of Fire Fighters (IAFF) employee groups continued to receive their five
percent (5%) step increases during this period of time.
Consistent with the concessions negotiated with the represented Classified employees
(employees whose classifications are represented by a union), the City imposed
equivalent COLA and merit freezes on the Unrepresented Classified employees
(Classified employees whose classifications are not represented by a union). The merit
freeze was put into effect for the Unrepresented Classified employees and the
Unclassified employees prior to reaching agreements with the AFSCME, CWA, FOP and
IAFF bargaining units. The merit freezes for the Unrepresented Classified employees,
the Unclassified employees and the GSAF bargaining unit commenced October 1, 2009.
The estimated savings for the two-year merit freeze (FY2009/2010 and FY2010/2011)
for all Unrepresented Classified employees was anticipated to be $78,000.
Given this, there have been no COLAs for any Unrepresented Classified employees
since May 2009 and no merit increases for any Unrepresented Classified. employees
since October 2009. In addition, the Unrepresented Classified employees and the
Unclassified employees who participate in the Miami Beach Employees' Retirement Plan
(MBERP) began contributing an additional two percent (2%) of their pensionable salary
towards their pension effective January 18, 2010, thus reducing the City's portion of the
Annual Required Contribution (ARC). The Classified employees represented by the five
City Commission Memorandum
March 21,2012
Unrepresented Classified employees
Page 3 of 6
(5) collective bargaining units did not commence the additional two percent (2%)
contribution of their pensionable salary toward their pension until November 27, 2010,
approximately ten (10) months later. From January 18, 2010 to November 27, 2010,
Unrepresented Classified employees contributed an additional approximate $16,287 to
offset the City's pension contribution.
ALTERNATIVE A
An across the board COLA of three percent (3%) for all represented Classified
employees was negotiated, effective with the first full pay period ending in April 2012
(approximately six (6) months into FY2011/2012). Correspondingly, the minimum and
maximum pay ranges for each represented Classified position would increase effective
the first full pay period ending in April 2012.
Based on the provisions of the collective bargaining agreements between the City and
its bargaining units, as well as the City's past practice of providing COLA increases to
Unrepresented Classified employees and Unclassified employees consistent with those
negotiated for the Classified employees covered by collective bargaining agreements,
the Administration recommends implementing a three percent (3%) across the board
COLA, effective the first full pay period ending April 2012 (six (6) months into the
FY2011/2012), for all Unrepresented Classified employees; increasing the minimum and
maximum of each Unrepresented Classified employee pay range correspondingly by
three percent (3%); and amending Ordinance No. 789, the Classified employees Salary
Ordinance of the City of Miami Beach, Florida accordingly. The Ordinance amendment
will ensure that the City has an employee classification and compensation system that is
reasonable and competitive.
No Unrepresented Classified employee who separated from employment from the City
prior to the date of implementation of the proposed COLA, effective the first full pay
period ending in April 2012, will be eligible for this COLA increase.
The proposed three percent (3%) COLA for Unrepresented Classified employees is
consistent with those negotiated for the Classified employees covered by the American
Federation of State, County and Municipal Employees (AFSCME); the Fraternal Order of
Police (FOP); the International Association of Firefighters (IAFF); the Communication
Workers of America (CWA); and the Government Supervisors Association of Florida
(GSAF) and would become effective at the same time. This COLA adjustment is also
comparable to the 3.6% COLA that all Social Security beneficiaries commenced
receiving in January 2012.
This adjustment will provide additional incentives and competitiveness to attract and
retain new and existing Unrepresented Classified employees. The City estimated an
impact of $20,000 to the City's FY2011/2012 operating budget for COLAs for
Unrepresented Classified employees. This estimate was compiled during the preparation
for the collective bargaining process, which began in 2009 for the collective bargaining
agreements that are currently in effect. This estimate did not take into account turnover
rates, which have occurred and also included the adjustment to the minimum of the
ranges for temporary employees. This amount was discussed, budgeted and approved
by the City Commission as part of the FY2011/2012 budget process and is budgeted in
the City's FY2011/2012 Adopted Budget.
City Commission Memorandum
March 21,2012
Unrepresented Classified employees
Page 4 of 6
ALTERNATIVE B
In 2009, as part of the recommended classification and compensation study, the City's
consultant, Condrey & Associates, made a recommendation regarding the issuance of
periodic market increases (Cost of Living Adjustments). By way of background, the
purpose of the classification and compensation study was to examine the City's job
classifications, make recommendations as they related to the City's classification and
salary plans and appropriately update all job classifications to ensure internal equity and
external competitiveness.
Condrey & Associates recommended a number of personnel cost containment and best
practices strategies to consider along with the classification and compensation plans.
The most significant of these recommendations are provided below. In addition, through
negotiations, a number of these recommendations were implemented and are
referenced below:
(1) Cost of Living Adjustments (COLA) — Periodic market increases, similar to the
COLA the City currently awards, should be limited to the Consumer Price Index
(CPI) for the Miami-Fort Lauderdale area. Such increases should only be
implemented when appropriate and deemed desirable by the City.
(2) Step Increases / Merit Increases — Automatic step increases should be
eliminated for all classifications where steps currently exist. In keeping with salary
and compensation best practices, merit increases in the range of two percent (2%)
to three percent (3%) should be awarded to employees meeting performance
standards and whose current salary is below the maximum of the salary range for
the position they are in. The current classifications in the City which include
automatic step increases are the following: Lifeguard I, II and Lifeguard Lieutenant;
Fire Fighter I, ll, Fire Lieutenant, and Fire Captain; and Police Officer, Police
Sergeant, and Police Lieutenant. With regards to merit increases, all other
employee classifications are on a pay-for-performance plan, meaning that
depending on how they perform during an evaluation year period, the employee is
eligible for a merit increase of anywhere between zero and four percent (4%).
• For all classifications in AFSCME, GSAF, Unrepresented Classified and
Unclassified employees, the maximum merit increases for general employees
in the pay-for-performance plan was reduced, and now range from zero to a
maximum of two percent (2%) versus the previous range of zero to a maximum
of four percent (4%).
• Through negotiations with the CWA, the automatic step increases for the
Lifeguard I, II and Lifeguard Lieutenant classifications were eliminated. These
classifications are now on the pay-for-performance plan just like all other
general employees.
(3) Merit Increase For Employees Who Are Above The Maximum Of The Salary
Range — Unlike the City's current practice of not awarding merit increases to those
employees who are maxed out (other than COLA), the City should consider a
policy that once employees reach the maximum of their salary range, a merit
increase, based on performance, should be earned as a lump sum payment (one-
City Commission Memorandum
March 21,2012
Unrepresented Classified.employees
Page 5 of 6
` time bonus) rather:than.being added to the base salary. This.will- help, alleviate
retention and motivation challenges associated with employees who have °maxed-
out"of their pay range. .
(4) Overtime—The City should strictly adhere to the overtime provisions in the Fair
Labor Standards Act (FLSA) and eliminate policies that provide more than what the
law requires. In some cases, the City provides for double or triple time the salary
for overtime worked, when FLSA only requires time-and-a-half.
• For all classifications in the CWA, the City negotiated adherence to the
overtime provisions in the FLSA and eliminated policies that provided more
than what the law requires. In some cases, the City provided for double or
triple time the salary for overtime worked, when FLSA only requires time-and-a-
half. A similar adherence to the overtime provisions in the FLSA as was
negotiated with the CWA was implemented on the Unrepresented Classified
employees.
(5) Salary Survey — To make sure that the City's pay structure remains in a
competitive position, the City should conduct a salary survey every four (4) to five
(5) years.
As it relates to COLAs, Condrey recommended that periodic market increases (COLAs)
should be provided but limited to the Consumer Price Index (CPI) for the Miami-Fort
Lauderdale area. The CPI for the Miami-Fort Lauderdale area as of December 2011 was
3.1%. The COLA adjustment provided by the U.S. Federal Government to all Social
Security beneficiaries in January 2012 was 3.6%. Therefore, it is recommended that the
already budgeted three percent (3%) COLA for Unrepresented Classified employees
should be approved effective the first full pay period in April 2012 for any Unrepresented
Classified employee who is not already at the maximum of the salary range of the
position they currently hold. Currently-there is only one (1) Unrepresented Classified
employee who has reached the maximum of their salary range. There are no
Unrepresented Classified employees who are less than three percent (3%) away from
the maximum of their salary range. The remaining seventeen (17) Unrepresented
Classified employees are all more than three percent (3%) away from the maximum of
their salary range. As there is only one (1) Unrepresented Classified employee impacted
by Alternative B, the financial impact between Alternatives A and B are minimal.
Although it has been the City's past practice to provide COLA adjustments to
Unrepresented Classified employees and Unclassified employees consistent with those
negotiated for the Classified employees covered by collective bargaining agreements,
the City Commission may want to implement up to a three percent (3%) across the
board COLA, effective the first full pay period ending April 2012 (six (6) months into the
FY2011/2012), for all Unrepresented Classified employees who are not currently at the
maximum of the pay range of their classification; without adjusting the minimum and
maximum of the salary ranges for each classification.
No Unrepresented Classified employee who separated from City employment prior to
the date of implementation of the proposed COLA, effective the first full pay period
ending in April 2012, will be eligible to receive this COLA increase.
City Commission Memorandum
March 21,2012
Unrepresented Classified employees
Page 6 of 6
The proposed COLA of up to three percent (3%) for Unrepresented Classified
employees would become effective on the first full pay period ending April 2012, the
same date COLAs were negotiated by the five (5) bargaining units. Further, this
adjustment will provide additional incentives and competitiveness to attract and retain
new and existing Unrepresented Classified employees. It should be noted that while
implementation of Alternative B is feasible, the implementation as a policy for
Unrepresented Classified employees may lead to compression issues. These issues
could result in inequities between Unrepresented Classified employees and represented
Classified employees positions, and may lead to difficulty in promoting internal
applicants and may discourage upward mobility.
CONCLUSION
The Administration recommends approving the COLA of three percent (3%), effective
the first full pay period ending April 2012 (approximately six (6) months into the
FY2011/2012) for all Unrepresented Classified employees. If Alternative A is approved
on first reading, then the Administration recommends that the second reading be set for
a hearing on April 11, 2012.
If Alternative B is approved, then the Administration recommends that the practice of
providing for periodic COLAs without adjusting the minimum and maximum of the salary
ranges for each classification be proposed and negotiated with each of the bargaining
units during the upcoming contract negotiations for the 2012-2015 collective bargaining
agreements to be consistent with the practice begun by the Unrepresented Classified
employees.
T:\AGENDA\2012\3-21-12\COLA-OTHERS CLASSIFIED EMPLOYEES MEMO 1.docx
ORDINANCE NO.
AN ORDINANCE OF THE MAYOR AND CITY COMMISSION OF
THE CITY OF MIAMI BEACH, FLORIDA, AMENDING ORDINANCE
NO. 789, THE CLASSIFIED EMPLOYEES SALARY ORDINANCE
OF THE CITY OF MIAMI BEACH, FLORIDA, AS FOLLOWS:
PROVIDING FOR THE CLASSIFICATIONS IN GROUP VI, BEING
ALL CLASSIFICATIONS IN THE CLASSIFIED SERVICE NOT
REPRESENTED BY A BARGAINING UNIT (COMMONLY
REFERRED TO AS "OTHERS"), EFFECTIVE THE FIRST FULL
PAY PERIOD ENDING IN APRIL 2012, AN ACROSS THE BOARD
COST-OF-LIVING ADJUSTMENT (COLA) OF THREE PERCENT
(3%), AND A THREE PERCENT (3%) INCREASE TO THE MINIMUM
AND MAXIMUM OF EACH APPLICABLE PAY RANGE;
REPEALING ALL ORDINANCES IN CONFLICT; PROVIDING FOR
SEVERABILITY, AN EFFECTIVE DATE AND CODIFICATION.
WHEREAS, the City of Miami Beach has approximately 18 employees in the
Classified Service who are not represented by a collective bargaining unit (commonly
referred to as "Others") (Group VI); and
WHEREAS, during 2010, the City and its bargaining units reached agreements
to amend the prior three-year collective bargaining agreements (CBAs); and
WHEREAS, the successor three-year CBAs were approved by the
corresponding bargaining unit members and ratified by the City Commission; and
WHEREAS, in order to attain the City Commission's goal of approximately $15
million savings in employee concessions for FY2009/2010 and FY2010/2011, the CBAs
contained the following provisions as cost savings components: no Cost-of-Living
Adjustments (COLA) for the first two and one-half (2 '/2) years of the agreements; no
merit increases for bargaining unit employees represented by AFSCME Local 1554,
CWA Local 3178 and GSAF, OPEIU, Local 100 for a period of time specified in each of
these individual CBAs (eligible members of the FOP and IAFF employee groups
continued to receive their step increases during this period of time); and when the
merits resume, the maximum will be two percent (2%) instead of the previous maximum
of four percent (4%): and
WHEREAS, consistent with the concessions negotiated with the represented
Classified employees the City imposed an equivalent COLA and merit/step freezes on
the Unrepresented Classified employees and all Unclassified employees for the same
period; and
1
WHEREAS, an across the board COLA of three percent (3%) for all represented
Classified employees was negotiated, with a corresponding increase to the minimum
and maximum of each pay grade, effective with the first full pay period ending in April
2012 (approximately six (6) months into FY 2011/2012); and
WHEREAS, the COLAs listed herein are consistent with those negotiated for the
Classified employees covered by the AFSCME Local 1554, the FOP William Nichols
Lodge No. 8; the IAFF local 1510; the CWA Local 3178; and the GSAF, OPEIU, Local
100; and
WHEREAS, the City's past practice has been to provide COLA increases to
Unrepresented Classified employees and the Unclassified employees, consistent with
the COLA negotiated by the represented Classified employees (Groups I through V);
and
WHEREAS, no Unrepresented Classified employee who separated from
employment with the City prior to the date of implementation of the COLA effective the
first full pay period ending in April 2012 will be eligible for this COLA increase; and
WHEREAS, there is a need to amend the salary ranges of the Unrepresented
Classified employees in order to ensure that the City has an employee classification and
compensation system that is fair and internally and externally competitive.
NOW, THEREFORE, BE IT ORDAINED BY THE MAYOR AND CITY
COMMISSION OF THE CITY OF MIAMI BEACH, FLORIDA:
SECTION 1: The minimum and the maximum biweekly pay ranges will be
changed to reflect an employee classification and compensation system that is fair and
competitive, effective the first full pay period ending in April 2012. The following lines of
Section 1 of the Classified Salary Ordinance No. 789 shall be amended as follows:
[THE REMAINDER OF THIS PAGE INTENTIONALLY LEFT BLANK]
2
q
GROUP VI
ALL OTHER CLASSIFICATIONS IN THE CLASSIFIED SERVICE NOT COVERED BY
A BARGAINING UNIT (A/K/A OTHERS)
Salary Ranges and Classification
A. Salary Grades and Ranges
GRADE MINIMUM MAXIMUM
BIWEEKLY BIWEEKLY
14 59;837 2,370 96,641 3,828
13 55,068 2,182 88,940 3,523
12 50,678 2,008 81,848 3,242
11 46,638 1,848 755 2,984
10 42,921 1,700 69,329 2,746
9 39,500 1,565 63,797 2,527
8 36,352 1,440 58; 2 2,326
7 33,453 1,325 54,031 2,140
6 30,788 1,220 49,725 1,970
5 28,334 1,122 45,760 1,813
4 26,076 1,033 42,114 1,668
3 23,996 951 38,757 1,535
2 22,094 35,668
4 23,324 32,824
In compliance with Sections 2-407 through 2-410 of the City Code, entitled "Living
Wage Requirements for Service Contracts and City Employees" (See Ordinance 2010-
3682 and Resolution 2011-27752), the minimum and the maximum hourly rate for
Ranges 2 and 1 shall be amended as follows:
GRADE MINIMUM MINIMUM MAXIMUM
HOURLY HOURLY HOURLY
RATE WITH RATE RATE
HEALTH WITHOUT
BENEFITS HEALTH
BENEFITS
2 10.94 12.17 17.66
1 10.72 12.17 16.25
3
In compliance with Sections 2-407 through 2-410 of the City Code, entitled "Living
Wage Requirements for Service Contracts and City Employees" (See Ordinance 2010-
3682 and Resolution 2011-27752), effective October 1, 2012, the minimum and the
maximum hourly rate for Ranges 2 and 1, shall be as follows:
GRADE MINIMUM MINIMUM MAXIMUM
HOURLY HOURLY HOURLY
RATE WITH RATE RATE
HEALTH WITHOUT
BENEFITS HEALTH
BENEFITS
2 11.28 12.92 17.66
1 11.28 12.92 16.25
B. Grade and Classifications
GRADE CLASSIFICATION GROUP
14 Employee Benefits Specialist Other Classified
14 Senior Electrical Inspector Other Classified
14 Senior Elevator Inspector Other Classified
14 Senior Mechanical Inspector Other Classified
14 Senior Plumbing Inspector Other Classified
12 Computer Operator Other Classified
12 Firearms Specialist Other Classified
11 Human Resources Technician III Other Classified
10 Human Resources Technician II Other Classified
9 Ice Rink Technician Other Classified
9 Human Resources Technician I Other Classified
8 Building Services Technician Other Classified
8 Administrative Aide II/Risk Other Classified
Management
6 Recreation Leader II Other Classified
6 Customer Service Representative Other Classified
5 Office Associate II (HR & IT) Other Classified
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4 Recreation Leader I Other Classified
3 Concession Attendant Other Classified
2 School Guard Other Classified
Note: There is currently no OTHER classification for Grades 13, 7 or 1.
SECTION 2: REPEALER.
That all ordinances or parts of ordinances in conflict herewith be and the same are
hereby repealed.
SECTION 3: SEVERABILITY.
If any section, subsection, clause or provision of this Ordinance is held invalid, the
remainder shall not be affected by such invalidity.
SECTION 4: EFFECTIVE DATES.
The Ordinance Amendments set forth in Section 1 above shall become effective the first
full payroll period in April 2012. A three percent (3%) across the board COLA for all
Unrepresented Classified employees shall become effective the first full payroll period in
April 2012.
SECTION 5: CODIFICATION.
It is the intention of the Mayor and City Commission of the City of Miami Beach, and it is
hereby ordained that the provisions of this Ordinance shall become and be made a part
of the Code of the City of Miami Beach, Florida. The sections of this Ordinance may be
renumbered or relettered to accomplish such intention, and the word "ordinance" may
be changed to "section," "article," or other appropriate word.
PASSED and ADOPTED this day of , 2012.
Matti Herrera Bower, Mayor
ATTEST: APPROVED AS TO FORM & LANGUAGE
& FOR EXECUTION
u�-� P
Robert Parcher, City Clerk City Attorney Date
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