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95-21552 Reso . . , . RESOLUTION NO. 95-21552 A RESOLUTION OF THE MAYOR AND CITY COMMISSION OF THE CITY OF MIAMI BEACH APPROVING THE THREE-YEAR LABOR AGREEMENT BETWEEN THE CITY OF MIAMI BEACH AND THE MIAMI BEACH MUNICIPAL EMPLOYEES UNION. AMERICAN FEDERATION OF STATE. COUNTY. AND MUNICIPAL EMPLOYEES (AFSCME) LOCAL 1554, FOR THE PERIOD FROM MAY 1, 1995 THROUGH APRIL 30, 1998. AUTHORIZING THE MAYOR AND CITY CLERK TO ENTER INTO THE AGREEMENT. WHEREAS, the City Manager has submitted to the Mayor and City Commission a Labor Agreement (Agreement) by and between the City of Miami Beach. Florida and the American Federation of State. County, and Municipal Employees (AFSCME) Local 1554, the bargaining agent certified by the Public Employees Relations Commission for the employees covered by said agreement; and WHEREAS, the previous Labor Agreement was for a three year period from May 1, 1992 through April 30, 1995; and WHEREAS, the City Manager has recommended that the City Commission approve the Agreement; and WHEREAS, the City Commission is familiar with the terms of the Agreement and finds and determines that the Agreement is in the best interest of the City of Miami Beach and its residents, NOW. THEREFORE, BE IT DULY RESOLVED BY THE MAYOR AND THE CITY COMMISSION OF THE CITY OF MIAMI BEACH, FLORIDA, that the Labor Agreement (attached) between the City of Miami Beach and AFSCME Local 1554 be and is hereby approved upon ratification by both parties. and that the Mayor and City Clerk are authorized to execute the Agreement. ,. / PASSED and ADOPTED this 19th da / ! ATTEST: ~""bL~ Ity lerk RMC:lg .:COMM-MEM08192 AFS95CTR.CM FORM APPROVED Lepl Dept. By ~~ Date '-1- I 0 . (, {' ,\ ( , . . , , CITY OF MIAMI BEACH CITY HALL 1700 CONVENTION CENTER DRIVE MIAMI BEACH FLORIDA33139 COMMISSION MEMORANDUM NO. 309- 95 TO: Mayor Seymour Gelber and Members ofthe City Commission DATE: April 19, 1995 FROM: Roger M. CarltoJ. n. J City Manager .~ AFSCME LOCAL 1554 LABOR CONTRACT/APPROVAL AND IMPLEMENTATION OF AGREEMENT BETWEEN THE CITY OF MIAMI BEACH AND AFSCME LOCAL 1554 FOR A THREE 131 YEAR PERIOD FROM MAY 1. 1995. TO APRIL 30.1998 SUBJECT: ADMINISTRATION RECOMMENDATION: The Administration recommends that the City Commission approve and implement the attached Labor Agreement negotiated with AFSCME Local 1554, for the three year period commencing on May 1, 1995. through April 30, 1998, by taking the following action: 1) Adopt the attached resolution which approves the labor Agreement between the City of Miami Beach and the AFSCME for the three year period from May 1, 1995 through April 30, 1998. 2) Adopt the attached ordinance on first reading, which amends Ordinance No. 789 and provides for the following, and schedule a public hearing and second reading on May 3, 1995: a) a six percent (6%) across-the-board salary increase for classification in Group LA and Group I.B, effective with the first payperiod ending in May 1995; a-1) increase the maximum of Tier B salary ranges to that of Tier A salary ranges; b) a five percent (5%) across-the-board salary increase for classifications in Group LA and Group I.B, effective with the first payperiod ending in May 1996; c) a five percent (5%) across-the-board salary increase for classifications in Group LA and Group I.B, effective with the first payperiod ending in May 1997. BACKGROUND: On April 3, 1995, after seven sessions, the negotiating teams for the City and the AFSCME Union successfully negotiated a three-year labor contract for AFSCME Local 1554 bargaining unit. continued... AGENDA ITEM R - 5 - A DATE~ " , -' , , , , Commission Memo Page 2 April 19, 1995 The AFSCME membership completed the process of voting to ratify the Contract on April 12, 1995, with the final vote count being 1 opposed and 119 for the Contract. PROPOSED AGREEMENT Although the parties negotiated for their respective best interests, the prime concem was to work together to ensure a fair compensation package for all the employees, as well as the City. The following is a summary of the major provisions and highlights of the Agreement. WAGES 1) Effective with the first payperiod ending in May 1995, there shall be a six percent (6%) across-the-board wage increase to all bargaining unit members. 2) Effective with the first payperiod ending in May 1996, there shall be a five percent (5%) across-the-board wage increase to all bargaining unit members. 3) Effective with the first payperiod ending in May 1997, there shall be a five percent (5%) across-the-board wage increase to all bargaining unit members. Effective with the ratification of this Agreement, Tier B of the wage plan shall be modified by adding three (3) steps at the end of the current Tier B pay scale for the bargaining unit to regain the 15% reduction resulting from the implementation of the two-tier pay plan. Should the City Commission adopt the Classification and Compensation Study, as recommended by Hendricks & Associates, Inc., the consultant's Classification and Compensation Study shall be effective as of the date of said adoption by the City Commission. The implementation of the Hendricks Study will result in bargaining unit positions being re-c1assified as recommended and in accordance with the pay ranges as outlined in the Hendricks & Associates, Inc. Oassification and Compensation Report. It is important to note that an understanding was reached acknowledging the Hendricks & Associates, Inc. Classification and Compensation Study. The parties have agreed and understand that, effective with the implementation of the Hendricks Report and the re-classification of the bargaining unit positions, the longevity system and the two tier pay plan, currently in place and as provided for under the attached Agreement, will cease for all bargaining unit members. Further, it was agreed that if the City Commission adopts the Hendricks & Associates, Inc., Classification and Compensation Study, the implementation of such Study will be processed in the sole discretion of the Human Resources Department and the implementation of the Study shall not be appealable or grievable. The estimated cost for FY 94/95 is $150,000 which was reflected in the mid-year budget projection discussed at the April 6, 1995, joint meeting of the Capital Improvements and Finance Committees. The estimated costs for FY 94/95 through April 3D, 1998, the end of the three year term of this Agreement, is $1.1 million. continued... .' , , Commission Memo Page 3 April 19, 1995 ATTENDANCE INCENTIVE PROGRAM/SICK LEAVE USAGE: After a review of the usage of sick leave, it is evident that the practice for some employees has been to use the sick leave as quickly as it is earned. In an effort to curb sick leave usage and abuse and to encourage employees to conserve their sick leave, the following program will be adopted on a trial basis for fiscal year 1996/1997. Those employees with a current sick leave balance of 300 hours as of October 1, 1996, will be allowed to process, one time, a City provided application to sell back to the City those sick leave hours in excess of their 300 hour sick leave balance. The hours to be sold back to the City cannot exceed 500 hours in total for the fiscal year. Such leave to be sold back shall not be counted for the purposes of pension, overtime, or any other calculation which might impact on wages and/or pension. In return for this opportunity, the Human Resources Director will modify the necessary Work Rules and provide a Sick Leave/Attendance Program, which shall be used to measure attendance and sick leave usage. The Human Resources Director and one other Management representative will meet with a Committee comprised of two Union appointed representatives to review the Human Resources Director's Sick Leave/Attendance Program. The Committee will issue a report within thirty (30) calendar days after the first meeting, which shall be forwarded to the City Manager for his/her final review and approval. The Attendance Program shall become effective for bargaining unit members upon final review and approval by the City Manager. If the trial sick leave buy back program is beneficial to the City, in Management's sole discretion, the City may offer a second sick leave buy back program effective October 1, 1997. Should the City offer said second sick leave buy back opportunity, Management will so notify the Union President of this opportunity by July 1, 1997. OTHER NON-MAJOR ECONOMIC ISSUES: Other non-major economic increases affects pay for work out of classification, shift differential, tool allowances, meal allowances, and provides employees with various types of equipment related to safety and job performance. The cost of these improvements should not exceed $54,000 during the next three years. CONCLUSION: While neither bargaining team was able to achieve all their expectations, the agreement that was reached is within the City's financial ability. I wish to thank AFSCME's bargaining team, and particularly, Willie Kirby, President of AFSCME Local 1554, as well as the members of the City's negotiation team. The parties were committed to negotiating an agreement that would represent not only a commitment by AFSCME to the Administration, but an agreement that also supported the Administration's efforts to maintain the City's fiscal health in the future. RMC:lg Attachments 4:COMM-MEM08I92 An95CTltCM ~ . . CONTRACT Between CITY OF MIAMI BEACH, FLORIDA and the MIAMI BEACH MUNICIPAL EMPLOYEES UNION, AFSCME LOCAL NO. 1554 PERIOD COVERED: MAY 1, 1995 - APRil 30, 1998 , . TABLE OF CONTENTS PAGE CONTRACT 1 WITNESSETH 1 ARTICLE I RECOGNITION 2 Section 1.1 Representation 2 Section 1.2 Bargaining Unit 2 Section 1.3 Rights of Individuals 3 ARTICLE II DEDUCTION OF UNION DUES 4 Section 2.1 Checkoff 4 Section 2.2 Indemnification 4 ARTICLE III EQUAL EMPLOYMENT OPPORTUNITY 5 Section 3.1 No Discrimination 5 Section 3.2 Affirmative Action 5 Section 3.3 Examinations 5 ARTICLE IV GRIEVANCE PROCEDURE 6 Section 4.1 Definition of Grievance & Time Limit for Filing 6 Section 4.2 Grievance Procedure 6 Section 4.3 Binding Arbitration 7 Section 4.4 Authority of Arbitrator 7 Section 4.5 Expenses of Arbitration 8 Section 4.6 Differences Concerning Personnel Rules 8 Section 4.7 Election of Remedies 8 Section 4.8 Grievances Involving Discipline 8 Section 4.9 Union Stewards 9 Section 4.10 Grievance Meetings 9 Section 4.11 Union Representation 9 ARTICLE V NO STRIKE OR LOCKOUT 10 Section 5.1 No Strike 10 Section 5.2 No Lockout 10 AFSCME - i , . TABLE OF CONTENTS ARTICLE VI ARTICLE VII Section 7.1 Section 7.2 Section 7.3 Section 7.4 Section 7.5 Section 7.6 Section 7.7 Section 7.8 Section 7.9 Section 7.10 Section 7.11 Section 7.12 Section 7.13 Section 7.14 ARTICLE VIII Section 8.1 Section 8.2 Section 8.3 Section 8.4 Section 8.5 Section 8.6 Section 8.7 Section 8.8 Section 8.9 Section 8.10 Section 8.11 Section 8.12 Section 8.13 Section 8.14 Section 8.15 Section 8.16 Section 8.17 Section 8.18 Section 8.19 " PAGE MANAGEMENT RIGHTS 11 HOURS OF WORK AND OVERTIME 12 Purpose Normal Workday Normal Workweek Weekly Overtime Distribution of Overtime Opportunity No Pyramiding Paid Leave as Time Worked for the Purpose of Computing Overtime Rest Periods Sixth Consecutive Day of Work Seventh Consecutive Day of Work Shift Starting Time Reporting Pay Call-In and Call-Back Pay Work Schedule 12 12 12 12 12 12 13 13 13 13 13 13 13 14 WAGES AND FRINGE BENEFITS 15 Wages Shift Differential Holidays Holiday Pay Rate of Pay When Working Out of Classification Uniforms Safety Shoes Vacation Benefits Voting Time Meal Allowance Jury and Witness Duty Tool Allowance Bereavement Pay Periods Injury Service Connected Certificates Pay for Spraying Hazardous Chemicals Changes in Benefits Pension 15 16 16 16 16 17 17 18 18 19 19 19 20 21 21 21 21 21 21 AFSCME - Ii TABLE OF CONTENTS PAGE ARTICLE IX SENIORITY 23 Section 9.1 Definition 23 Section 9.2 Layoffs 23 Section 9.3 Recalls 23 Section 9.4 Break in Seniority 24 Section 9.5 Seniority Lists 24 Section 9.6 Union Officer Continuation of Duties 24 Section 9.7 Promotions 24 Section 9.8 Demotions 25 Section 9.9 Preference for Out of Oass Assignments 25 Section 9.10 Shift Preference 25 Section 9.11 Temporary Employees 26 ARTICLE X GENERAL PROVISIONS 27 Section 10.1 Work Rules 27 Section 10.2 Clean-up Time 27 Section 10.3 Safety 27 Section 10.4 Emergency Medical Attention 27 Section 10.5 Transportation of Employees 28 Section 10.6 Transfer 28 Section 10.7 Civic Duty 28 Section 10.8 Unpaid Leaves 28 Section 10.9 Negotiation Pay 28 Section 10.10 Contracting & Subcontracting of Public Works 28 Section 10.11 Sick & Vacation Leave Accrual & Maximum Payment on Termination 29 Section 10.12 Attendance Incentive Program 29 Section 10.13 Changes in Job Specifications & New Classifications 30 Section 10.14 Opportunity for Advancement 30 Section 10.15 Union Conventions 30 Section 10.16 Educational Leave 30 Section 10.17 Meetings Leave 30 Section 10.18 Union Bulletin Boards 31 ARTICLE XI DRUG AND ALCOHOL TESTING 32 ARTICLE XII SAVINGS 33 ARTICLE XIII ENTIRE CONTRACT 34 ARTICLE XIV TERM OF CONTRACT 35 ELECTION OF REMEDY FORM 36 EXECUTION 37 BARGAINING UNIT COMPENSATION PLAN 38 AFSCME - Iii CONTRACT THIS CONTRACT, made and entered into this 19th day of April 19~, by and between the CITY OF MIAMI BEACH, FLORIDA, (herein called the "City") , and the MIAMI BEACH MUNICIPAL EMPLOYEES UNION, LOCAL 1554, (herein called the "Union"). WIT N E SSE T H: WHEREAS, this Contract has as its purpose the promotion of harmonious relations between the City and the Union and the negotiation of wages, hours, and working conditions to be in effect during the term(s) of this Contract; and WHEREAS, the rights, obligations, and authority of the parties to this Contract are governed by and subject to the laws of the State of Florida; NOW, THEREFORE, the parties agree with each other as follows: AFSCME - 1 ARTICLE I RECOGNITION Section 1.1. ReDresentation, Pursuant to and in accordance with all applicable provisions of Chapter 447, Part II of the Florida Statutes, the City recognizes the Union as the exclusive bargaining representative for all employees included in the bargaining unit of Local 1554, for the purpose of collective bargaining concerning wages, hours of work and other terms and conditions of employment. Section 1.2. Baraainina Unit. The bargaining unit of this local union has been determined by the Public Employees Relations Commission to be appropriate for the purposes of collective bargaining. Certificate No. 379 was issued to Local 1554 on January 9, 1978. The bargaining unit of this local union includes all classifications listed below: Assistant Pumping Mechanic Building Attendant Community Center Director Control Room Operator Custodial Supervisor Custodial Worker Diesel Generator Mechanic Equipment Attendant Equipment Mechanic Fire Equipment Mechanic Guard Heavy Equipment Operator I and II Laborer I and II Maintenance Mechanic Maintenance Worker I, II, III, and IV Nursery Supervisor Park Attendant I and II Park Mechanic Park Pest Control Supervisor Park Supervisor I Police Utility Worker Pumping Mechanic Recreation Attendant Recreation Director Recreation Guard I and II Recreation Operations Mechanic Sewer Pipefitter Sewer Supervisor Shop Clerk Storekeeper Stores Clerk Street Supervisor I Tree Maintenance Supervisor Tree Trimmer Utility Worker Waste Collector Waste Driver Supervisor Water Meter Reader Water Meter Technician Water Pipefitter Water Supervisor Whiteway Supervisor I AFSCME - 2 Section 1 .3. Rights of Individuals. a) A union member shall be entitled to Union representation in accordance with the provisions of this Contract at each and every step of the grievance procedure set forth in this Contract. b) All references to "employees. in this Contract shall mean both sexes, and where the male gender is used, it shall be construed to include male and female employees. The City agrees not to interfere with the rights of employees to become members of the Union and the Union agrees not to interfere with the rights of employees to refrain from becoming Union members. There shall be no discrimination, interference, restraint, or coercion by the City against any employee because of Union membership or Union activity. There shall be no discrimination, interference, restraint, coercion by the Union against any employee because of non-union membership. c) No mechanical recording devices of any kind shall be used in discussions between department heads, division heads, or supervisors and employees unless the parties mutually agree otherwise. It is specifically understood that this subsection shall not in any way apply to any City board. d) During an entrance interview, no prospective new employee who would be covered by this Agreement shall be questioned concerning his/her feelings, pro or con, toward the Union. e) Upon reasonable request, an employee or his/her Union representative designated in writing shall have the right to review his/her personnel file maintained by the Human Resources Department (or by the Division) in the presence of an appropriate representative of the Human Resources Department or Division Management. Employees shall be provided with a copy of any documents placed in his/her personnel file which adversely reflect on an employee's work performance. If requested by the employees, his/her supervisor will discuss the documents with him/her. The employee shall be allowed to place in his/her personnel file a response of reasonable length to anything contained therein which the employee deems to be adverse. 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. f) Nothing contained in this Contract shall abridge the rights of individual employees or the employer under Florida law. AFSCME - 3 ARTICLE II DEDUCTION OF UNION DUES Section 2.1. Checkoff. Upon receipt of a lawfully 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 Contract to deduct the uniform bi-weekly Union dues of such employees from their pay and remit such deductions to the Union Treasurer together with a list of the employees from whom deductions were made; 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 structure. The Union shall pay, during the term of this Agreement the amount of sixty dollars ($60) annually as a service charge for implementing and processing the above stated dues deductions. The Union shall make the payment on or before April 1 of each year of the Agreement. Section 2.2. Indemnification. The Union agrees to indemnify and hold the City harmless against any and all claims, suits, orders or judgments brought or issued against the City as a result of any action taken or not taken by the City under the provision of this Article. AFSCME - 4 ARTICLE III EQUAL EMPLOYMENT OPPORTUNITY Section 3.1. No Discrimination. In accordance with applicable Federal and State law, the City and the Union agree not to discriminate against any employee on the basis of age, race, creed, color, sex, national origin, or political beliefs. Nothing contained herein shall serve as a barrier for the implementation by the City of any such personnel actions as deemed necessary to comply with the Americans With Disabilities Act. The development of job specifications that delineate those duties that are the required, essential tasks of each job for the purpose of the Americans With Disabilities Act (ADA), shall not be considered discriminatory or be grievable under the terms of this Contract. This section does not preclude any bargaining unit employee from pursuing any appeal he/she may have under the Civil Rights Act. Section 3.2. Affirmation Action. The parties acknowledge the existence of Federal Guidelines on voluntary affirmative action programs and the City is committed to the development of an Affirmative Action Plan in accordance with those guidelines and law. The Union will be provided with an opportunity to participate in the development of the Plan, and will thereafter assist the City in achieving any lawful goals set forth in the Plan. Section 3.3. Examinations. The City is committed to the utilization of fair, job-related examinations and fairly administering such examinations, however, the subject matter and/or administration of these examinations shall not be subject to the grievance and arbitration procedure of this Contract, however, questions or complaints concerning examinations may be brought to the Human Resources Director. AFSCME - 5 ARTICLE IV GRIEVANCE PROCEDURE Section 4.1. Definition of Grievance and Time Limit for Filina. A grievance is a dispute involving the interpretation and application of the express terms of this Contract, excluding matters not covered by this Contract. The Union acknowledges that the Personnel Board retains the right to make, enforce, amend, and apply the Personnel Rules and Regulations, and that neither the City, the Union, nor an arbitrator can control the Personnel Board's exercise of this right. No grievance shall be entertained or processed unless it is submitted within ten (10) working days after the occurrence of the event giving rise to the grievance or within ten (10) working days after the employee, through the use of reasonable diligence, should have obtained knowledge of the occurrence of the event giving rise to the grievance. Section 4.2. Grievance Procedure. Grievances shall be processed, individually, as follows: STEP 1: Any employee who has a grievance (or a steward on the employee's behalf) shall submit the grievance, on the Grievance Form as provided by the City, to the supervisor designated for this purpose by the City, and if the employee wishes, he/she shall be accompanied by his/her Union Steward. If no settlement is reached, the supervisor shall give the City's written answer within five (5) working days after such presentation. STEP 2: If the grievance is not settled in Step 1 and the employee wishes to appeal the grievance to Step 2 of the Grievance Procedure, it shall be referred in writing to the Department Head within three (3) working days after the Supervisor's answer in Step 1 and shall be signed by the employee and/or the Union Steward. The Election of Remedy Form as agreed herein shall be completed and submitted with the grievance. The Department Head, or his/her Representative, shall discuss the grievance within three (3) working days with the Union Steward at a time mutually agreeable to the parties. If no settlement is reached, the Department Head, or his/her Representative, shall give the City's written answer to the Union within three (3) working days following their meeting. Grievances processed without the completed, signed Election of Remedy Form attached will be considered as withdrawn, and will be returned to the Union President or the Grievant(s). AFSCME - 6 STEP 3: Ifthe grievance Is not settled in Step 2 and the Union and/or the employee desires to appeal, the Union President or his/her designated Representative and/or the employee shall appeal in writing to the City Manager, or his/her Representative, within three (3) working days after the designated Department Head's answer in Step 2. A meeting between the City Manager, or his/her Representative, and the Union Grievance Committee, not to exceed five (5) employees (and/or the employee) shall be held at a time mutually agreeable to the parties. If no settlement or a settlement is reached, the City Manager, or his/her Representative, shall give the City's written answer to the Union and the employee within five (5) working days following the meeting. The Union President or the Chief Steward and the appropriate Department Head may mutually agree in writing that the first two steps of the grievance procedure set forth above may be bypassed if the circumstances warrant it. Section 4.3. Bindina Arbitration. If the grievance is not resolved in Step 3 of the grievance procedure, the Union, on behalf of the employee(s) who filed the grievance, or the employee(s) himself (themselves), may refer the grievance to binding arbitration within five (5) working days after receipt of the City's answer in Step 3. The parties shall attempt to agree upon an arbitrator within ten (10) working days after receipt of notice of referral and in the event the parties are unable to agree upon an arbitrator within said ten (10) workday period, either or both parties may request the Federal Mediation and Conciliation Service to submit a panel of five (5) arbitrators. Both the City and the Union shall have the right to strike two names from the panel. The parties shall alternately strike one name at a time. The remaining person shall be the arbitrator. The arbitrator shall be notified of his/her selection within five (5) working days by a joint letter from the parties requesting that he/she advise the parties of his/her availability for a hearing. Section 4.4. Authority of Arbitrator. The arbitrator shall have no right to amend, modify, ignore, add to, or subtract from the provisions of this Contract. He/She shall consider and decide only the specific issue submitted to him/her in writing by the parties, and shall have no authority to make a decision on any other issue not so 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 Contract to the facts of the grievance presented. Consistent with this section, the decision of the arbitrator shall be final and binding. AFSCME - 7 Section 4.5. Exoenses of Arbitration. The fee and expenses of the arbitrator shall be paid by the party not prevailing in the decision of the arbitrator. If only one party wishes a written transcript, it shall be the party's sole financial responsibility. If both parties wish the transcript, they shall split the cost. Each party shall be responsible for compensating its own representative and witnesses. Section 4.6. Differences Concernina Personnel Rules. A difference of opinion with respect to the meaning or application of Personnel Rules which directly affect wages, hours or working conditions may be submitted by the employee or the Union President or designee to the City Manager or his/her Representative within ten (10) days after the occurrence of the event giving rise to the difference of opinion. The Human Resources Director, or his/her Representative, and the City Manager, or his/her Representative, shall discuss the matter with the employee and the Union Steward or Union Representative at a time mutually agreeable to the parties. If no settlement is reached at this meeting, the employee retains his/her right to appeal to the Personnel Board under the statutory procedures governing such appeals. Section 4.7. Election of Remedies. It is agreed by the Union that employees covered by this contract shall make an exclusive election of remedy prior to filing a 2nd Step Grievance or initiation action for redress in any other forum. Such choice of remedy will be made in writing on the Election of Remedy Form to be supplied by the City. The election form will indicate whether the aggrieved party or parties wish to utilize the grievance procedure contained in the Contract or process the grievance, appeal or administrative action before a governmental board, commission, agency or court proceeding. Selection of redress other than through the grievance procedure contained herein shall preclude the aggrieved party or parties from utilizing said grievance procedure for adjustment of said grievance. Section 4.8. Grievances Involvina Discioline. Discipline shall only be for cause but shall not include informal counseling or oral reprimands that are not written up and placed in the employee's Personnel file. Written reprimands, suspensions, and dismissals shall be considered discipline. Any employee who has completed the working test period (probationary period) and who is disciplined, may file a grievance concerning same. Such a grievance shall be submitted to the Department Head within four (4) working days of the imposition of the discipline. The Department Head, or his/her Representative, and the City Manager or his/her Representative, shall discuss the grievance within two (2) working days with the employee and the Union Steward or the Union Representative at a time mutually agreeable to the parties. AFSCME - 8 If no settlement is reached at this meeting, the employee retains whatever rights he/she may have to appeal to the Personnel Board under its procedures, rules and regulations, or may elect to take his/her grievance to arbitration, however an election to arbitrate shall foreclose any resort to the Personnel Board, and an election to the Personnel Board shall foreclose any resort to arbitration. Section 4.9. Union Stewards. Union Stewards shall be designated by the Union. The Union shall be entitled to 14 Stewards distributed as follows: Sanitation 2 Parks 2'2 Mechanical Maintenance 2~/ Water/Sewer 2 Streets and Streetlights 1 Property Maintenance 1 Recreation and Cultural Affairs and Bass Museum 2 Parking Department 1 Chief Steward 1 '2 Each at a different location. The Chief Steward shall have the right to function in the absence of any designated Steward. The Union shall certify in writing to the City the names of the Stewards in each of the foregoing areas who shall be employed in said area. Stewards 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) They first secure the permission of the Supervisor designated by the City for this purpose (such permission shall not be unreasonably denied); (2) The Supervisor shall be notified 24 hours prior to investigating, discussing, and processing grievances on City time (shorter notice may be given in the case of emergencies); and (3) The Union Steward or Representative will report his/her return to work to the immediate Supervisor upon conclusion of the use of time for grievance under this section. Section 4.10. Grievance MeetinQs. Grievance meetings shall be held at mutually agreed to times and places. Where practicable, the parties should schedule such meetings during working hours. Section 4.11. Union Reoresentation. The Union, in accordance with Chapter 447.401, Florida Statues, shall not be required to process grievances for employees who are not members of the Union. The Union will, however, be notified of the filing of all grievances and shall have a right to be present at any scheduled meetings or hearings held pursuant to Section 4.2 (Grievance Procedure). Employees shall be entitled to represent themselves throughout the grievance procedure and arbitration; however, in that event, he/she shall bear the costs which would otherwise have been paid for by the Union. AFSCME - 9 ARTICLE V 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 otherwise discipline any employee(s) who engage(s) in any activity defined in Section 447.203(6) of the Florida Statutes. Section 5.2. No Lockout. The City will not lockout any employees during the term of this Contract as a result of a labor dispute with the Union. AFSCME - 10 . . ARTICLE VI 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 or take 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 applicable 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 Union, its officers, agents, and members agree that they will not interfere with Management in the performance of its duties. The City agrees that, prior to layoff of bargaining unit members, it will advise the Union. If, in the sole discretion of the City, it is determined that civil 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 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 contained in this Agreement shall prohibit the implementation of personnel actions the City deems necessary to comply with the Americans With Disabilities Act (ADA). AFSCME - 11 . . ARTICLE VII 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. It shall not be construed as a guarantee of hours of work per day or per week, or of days of work per week. Section 7.2. Normal Workdav. The normal workday shall consist of eight (8) or ten (10) consecutive hours of work, exclusive of the lunch period, in a twenty-four (24) hour period. Prior to any change in the normal workday of a group of employees, the City will discuss the proposed change with the Union. Section 7.3. Normal Workweek. The normal workweek shall consist of forty (40) hours per week. The workweek shall begin with the employee's first regular shift each week. If the workweek is changed, the employee will normally be notified ten (10) days prior to the effective date of change; provided that shorter notice may be given if circumstances do not permit the giving of ten (10) days notice; provided further that it may be changed upon shorter notice upon agreement by the Union. Section 7.4. Weekly Overtime. For all hours worked in excess of forty (40) hours during an employee's workweek, the City will pay the employee at the applicable overtime rate. Section 7.5. Distribution of Overtime Oooortunity. Opportunity to work overtime shall be distributed equally as practicable among employees in the same job classification in the same work section and area starting with the most senior employee, provided the employees are qualified to perform the specific overtime work required. Seniority for the purpose of this subsection only shall mean length of continuous service in the division in question. Overtime opportunities shall be accumulated on adequate records (which shall be available to the Union and employees with overtime rosters posted on divisional board and updated monthly) and offered overtime not worked shall be considered as worked in maintaining these records. If any employee establishes that he/she has not received his/her fair share of overtime opportunities, such employee shall have first preference to future overtime work until reasonable balance is recreated. Employees who have been recorded for overtime hours not worked shall not be discriminated against with respect to future overtime opportunities or job assignments. Overtime worked shall be voluntary except in the case of an emergency. Section 7.6. No Pyramidina. Compensation shall not be more than once for the same hours. AFSCME - 12 , . Section 7.7. Paid Leave as Time Worked for PurDose of ComDutina Overtime. A holiday or other paid leave (excluding workers compensation leave) which is observed during an employee's regularly scheduled workweek shall be considered as time worked for the purpose of computing overtime. Section 7.8. Rest Periods. Each employee shall be granted a fifteen (15) minute rest period with pay which will be scheduled whenever practicable approximately midpoint in the first one-half of the employee's regular work shift and in the second one-half of the shift. Section 7.9. Sixth Consecutive Dav of Work. For all hours worked on an employee'S sixth consecutive workday within his/her workweek, the City shall pay one and one-half (1-1/2) times the employee's straight time hourly rate of pay, provided the employee has worked his/her full shift on each of the five (5) preceding workdays; provided that annual leave and compensatory leave will not be considered as time worked for the purpose of this section Section 7.10. Seventh Consecutive Dav of Work. For all hours worked on an employee's seventh consecutive workday within his/her workweek, the City shall pay two (2) times the employee's straight time hourly rate of pay, provided the employee has worked his/her full shift on each of the six (6) preceding workdays; provided that annual leave and compensatory leave will not be considered as time worked for the purpose of this section. This provision shall not be applicable if a substantial number of employees are scheduled to work seven (7) consecutive workdays because of an emergency such as a hurricane. Section 7.11. Shift Startina Time. If the scheduled shift starting time of an employee is changed, the employee will normally be notified ten (10) days prior to the effective date of change; provided that shorter notice may be given if circumstances do not permit the giving of ten (10) days notice. Section 7.12. ReDortina Pay. An employee who reports to work as scheduled will be guaranteed eight (8) hours of work or eight (8) hours of pay at the applicable rate; provided, however, if the employee does not perform the work assigned to him/her (within or below his/her classification) he/she shall not receive any pay for time not worked. Section 7.13. Call-In and Call-Back Pav. An employee who is called to work outside of his/her normal hours of work will be guaranteed four (4) hours of work or four (4) hours of pay at the applicable rate; provided, however, if the employee does not perform the work assigned in his/her job classification he/she shall not receive any pay for the time not worked. AFSCME - 13 , , This provision shall not apply to an early call-in or early report which overlaps into the employee's regular shift. In such case, the early call-in or early report time will be compensated at the employee's regular rate of payor at the rate of time and one-half the regular rate of pay if the total hours worked in the workweek exceed forty. Section 7.14. Work Schedule. Work schedule shall normally show the employees' shifts, work days, and hours, and shall be posted when necessary on an appropriate bulletin board. AFSCME - 14 . . ARTICLE VIII WAGES AND FRINGE BENEFITS Section 8.1. Waaes. 1) Effective with the first payperiod ending in May 1995, there shall be a six percent (6%) across-the-board wage increase to all bargaining unit members. 2) Effective with the first payperiod ending in May 1996, there shall be a five percent (5%) across-the-board wage increase to all bargaining unit members. 3) Effective with the first payperiod ending in May 1997, there shall be a five percent (5%) across-the-board wage increase to all bargaining unit members. Under the previous Agreement dated May 1, 1992 through April 30, 1995, a two-tier pay plan was adopted, and those Employees hired before April 1, 1993, were hired on Tier A, and all employees hired on or after April 1, 1993, were hired on Tier B of the pay plan. The Tier B pay rates shall be fifteen percent (15%) lower than the Tier A pay rates for all bargaining unit classifications. If a current bargaining unit employee is on the Tier A pay plan and he/she is promoted to a classified or an unclassified position, then the employee will remain on Tier A of the pay plan. Effective with the ratification of this Agreement, Tier B of the wage plan shall be modified by adding three (3) steps at the end of the current Tier B pay scale for the bargaining unit to regain the 15% reduction resulting from the implementation of the two-tier pay plan. Should the City Commission adopt the Classification and Compensation Study, as recommended by Hendricks & Associates, Inc., the consultant's Classification and Compensation Study shall be effective as of the date of said adoption by the City Commission. The implementation of the Hendricks Study will result in bargaining unit positions being re-classified as recommended and in accordance with the pay ranges as outlined in the Hendricks & Associates, Inc. Classification and Compensation Report. AFSCME - 15 It is understood by the parties that, effective with the implementation of the Hendricks Report and the re-classification of the bargaining unit positions, the longevity system and the two tier pay plan, currently in place and as provided for under this Agreement, will cease for all bargaining unit members. All other items of this agreement are as agreed to during the contract negotiations between the parties. Further, if the City Commission adopts the Hendricks & Associates, Inc., Classification and Compensation Study, the implementation of such Study will be processed in the sole discretion of the Human Resources Department and the implementation of the Study shall not be appealable or grievable. Section 8.2. Shift Differential. There shall be a shift differential of twenty-five (25) cents per hour for work performed at the City's request on shifts beginning after 3:00 P.M. and at or before 11 :00 P.M. There shall be a shift differential of thirty (30) cents per hour for work performed at the City's request on shifts beginning after 11 :00 P.M. and before 6:30 A.M. Section 8.3. Holidays. The following fourteen (14) days shall be considered holidays: New Year's Day, Washington's Birthday, Memorial Day, Independence Day, Labor Day, Veterans Day, Thanksgiving Day, the day following Thanksgiving, Christmas Day, Dr. Martin Luther King's Birthday, three (3) floating holidays, and the Employee's Birthday. Employees shall become eligible for floating holidays and the Birthday Holiday upon completing six (6) months continuous service with the City. Section 8.4. Holidav Pay. Employees shall receive eight (8) hours pay at the employee's regular rate of pay for holidays not worked. An employee who is scheduled to work on a holiday shall receive his/her regular rate of pay for holidays not worked. An employee who is scheduled to work on a holiday shall receive his/her regular rate of pay for all hours worked in addition to his/her holiday pay. An employee who works over eight (8) hours on a day that is observed as a holiday shall receive two (2) times his/her straight time hourly rate of pay for any such hours worked over eight (8). Section 8.5. Rate of Pay When Working Out of Classification. An employee may be required to temporarily work out of his/her classification and shall be paid as follows: (a) When an employee, pursuant to a written order from Management, works in an out of classification assignment in a higher job classification, the employee shall be paid an hourly rate of ninety (90) cents in addition to the employee's regular hourly rate of pay. AFSCME - 16 (b) Any employee who is temporarily required to work in a lower-paid classification shall receive his/her regular hourly rate of pay for his/her regular job classification while working in the lower job classification. Temporary to be defined as an employee who is clearly and definitely performing the principal duties In a higher-paying classification for more than one-quarter day. It shall be the duty of the supervisor to report any change in the rates of pay for employees working temporarily out of their classification as herein defined for more than one-quarter day. 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. ~ection 8.6. Vniforms. The City will continue to provide employees with uniforms In accordance with existing practice, with the following exceptions. Those employees in the classifications of Equipment Mechanic and Equipment Attendant in the Mechanical Maintenance Division; Fire Equipment Mechanic in the Fire Department; and the Park Pest Control Supervisor in the Parks Division, will be issued six (6) sets of work uniforms with the next uniform issue. Any additional apparel that is required by the City shall be furnished and/or paid for by the City. Uniforms will be issued according to the following schedule: a) Department Directors have from October 1 to October 30 to provide to the Purchasing Division the uniform sizes needed. b) Purchasing will have from November 1 to December 15 to work with the vendors. c) The vendors will deliver the uniforms in the month of January of each year. For the year 1995, the parties acknowledge that the delivery of uniforms may be later than January because of the contract vendors. Section 8.7. Safety Shoes. Employees in the following classifications will be required to wear safety shoes during all working hours and a safety shoe certificate for up to fifty dollars ($50.00) will be provided to the employee for the purchase of safety shoes meeting ANS 1.Z41 Federal safety standards. Those employees in the following classifications will make his/her safety shoe selection from a predetermined list of safety shoes, which will be developed by a Union/Management Committee comprised of two (2) Union representatives and two (2) Management representatives. Equipment Mechanic; Equipment Attendant; Laborer I & II; Utility Worker; Heavy Equipment Operator I & II; Park Attendant I & II; Park Mechanic; Storekeeper; Store Oerk; Maintenance Mechanic; Maintenance Worker I & II; Pumping Mechanic; Assistant Pumping Mechanic; Water Meter Reader; Water Pipe Fitter; Sewer Pipe Fitter; Diesel Generator Mechanic; Fire Equipment Mechanic; Waste Collector; Tree Trimmer; Waste Driver Supervisor; Park Supervisor; Sewer Supervisor; Water Supervisor; Whiteway Supervisor. AFSCME - 17 Employees receiving the safety shoe certificate will be required to purchase and wear the safety shoes during all working hours, and will be subject to up to the loss of a day's pay for each day that the employee reports to work and fails to wear the required safety shoes. Action taken against the employee under this Section shall not be appealable to the Personnel Board or grievable under this Agreement. Any questions on the interpretation of this paragraph shall be reviewed by the Assistant City Manager/Labor Relations or in his/her absence, by the Human Resources Director. When, due to extreme wear and tear or accidental destruction, a replacement pair of safety shoes is required, the City will grant up to an additional fifty dollar ($50.00) certificate for the purchase of the replacement pair of safety shoes. This additional fifty dollar ($50.00) certificate shall only be provided when the destroyed or unrepairable pair of safety shoes is turned in to the Department. The Department Director, or his/her designee, shall provide the replacement pair of safety shoes on the basis of need and not on an automatic basis. Further, the replacement of worn heels and/or soles on the safety shoes shall be the responsibility of the employee and not the City. Additionally, it is understood that, on May 1,1997, the start of the third year of the term of this contract, in the event that the purchase price of the safety shoes has increased, then the safety shoe certificate will be increased up to fifty-three dollars ($53.00). The parties hereto acknowledge that it will take a period of time after the ratification of this Agreement for the Purchasing Department to arrange for a local shoe vendor and to put the shoe certificate program in place. Management will expeditiously use its best efforts to implement the safety shoe program. Section 8.8. Vacation Benefits. Consistent with applicable ordinances, the vacation benefits presently enjoyed by the employees covered by this Contract shall continue for the term of this Contract. Section 8.9. Votina Time. Where necessary, in order to vote in general elections and primaries held prior thereto, employees covered by this Contract who make a prior request to their immediate supervisor at least twenty-four (24) hours before said election and show their voting registration card (one per election period or produce a receipt for voting afterward in those jurisdictions which provide a receipt), shall be allowed one (1) hour off without loss of pay at the start or end of their shift to vote in State, County, City, or National elections. AFSCME - 18 Section 8.10. Meal Allowance. An employee who works three (3) or more contiguous hours of post shift overtime shall, upon presentation of a bona fide receipt, dated the day the overtime was worked, be reimbursed up to six dollars ($6.00) for the purpose of actually purchasing a meal, and as conditions permit, the employee will be allowed time off, without pay, to eat. NOTE: Food brought from the empioyee's residence shall not be counted as a meal purchased. Those employees who work the three hours of contiguous post shift overtime whose meal expense is $4.00 or less will not be required to produce a receipt for the meal allowance reimbursement. In the event of emergency conditions, such as the conditions that existed during Hurricane Andrew, and employees are being supplied with a meal while working the overtime hours, the meal allowance as provided under this Section shall cease. Section 8.11. JUry and Witness Dutv. The City shall permit employees to keep either payments received from courts of competent jurisdiction for being on jury duty or in the alternative his/her standard rate of pay, plus reimbursement of court parking expenses, upon presentation of a receipt for such expenditure. 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 service. If three (3) or more hours are left in the employee's work shift upon release from Jury duty, the employee shall immediately contract his/her Immediate supervisor for instruction regarding hiS/her return to work. An employee subpoenaed as a witness (not a defendant) for a matter which has arisen in the employee's performance of duties, shall be granted temporary leave of duty with pay equal to the difference between the employee's regular rate of pay and any witness fees received. An employee who is a defendant in a matter which has arisen in the employee's performance of duties and who is adjudged not guilty or not liable will be reimbursed for work time lost by reason of time spent in court. Section 8.12. Tool Allowance. Employees in the Equipment Mechanic, Fire Equipment Mechanic, and Park Mechanic job classifications shall receive a tool allowance of Thirty Dollars ($30.00) per month; employees in the Equipment Attendant job classification who regularly are required to use their own personal tool as part of their job duties, shall receive a tool allowance of Twenty Dollars ($20.00) per month AFSCME - 19 As a condition precedent to being eligible to receive the tool allowance outlined herein, the following will apply: Management will produce a detailed list of tools that the tool allowance recipient must have in his/her on site tool box inventory. Further, such tool inventory shall not include tools manufactured by companies that do not offer a 100% tool replacement warranty policy, except for those drill motors or electronic tools that may have less than a 100% warranty. In the limited exception for electric drill motors or electronic tools, all such electric drill motors or electronic tools shall be of professional, industrial grade, manufactured by known quality vendors. Those employees who do not have all the required tools on the tool inventory shall not receive the tool allowance. Should the individual wish to be re-considered for the tool allowance, he/she may purchase the missing inventory tools and then re-apply for the tool allowance the following month. Failure to complete the tool purchase within two (2) months will be cause for the employee to be eliminated from consideration for receipt of the appropriate tool allowance. Future compliance with the tool inventory will allow the employees in those classifications as outlined above to be eligible to receive the appropriate tool allowance. Section 8.13. Bereavement. When there is a death in the immediate family of an employee, (immediate family shall be defined as father, mother, husband, wife, sister, brother, son, daughter, grandmother, grandfather, grandchild, mother-in-law, father-in-law, stepmother, stepfather, stepson, stepdaughter) the employee shall be allowed up to two (2) days off per death, for the purpose of making arrangements and/or attending the funeral without loss of pay and without charge to accrued sick or vacation days of said employee. In such circumstances, additional time off may be granted at the discretion of the Department Head and shall be chargeable to the accrued sick or vacation leave of such employee. Requests for additional time off shall be submitted in writing to the Department Head. Within twenty-one (21) calendar days from the date the employee returns from bereavement leave, the employee must file a Bereavement Leave Request Form, as provided by the City. A copy of the death certificate of the deceased family member shall be attached to the Bereavement Leave Request Form. Failure to produce the death certificate will result in the employee reimbursing the City for any bereavement leave taken under this Section. Any employee found to have falsely used bereavement leave will be subject to dismissal. AFSCME - 20 Section 8.14. Pay Periods. Pay day shall normally be every other Friday. In the event such a Friday is a holiday or scheduled day off, the City shall attempt to pay on the preceding day. Section 8.15. Iniury Service Connected. An employee who is absent from duty because of injury which the City Manager determines is the direct result of the employee's performance of duties on behalf of the City, shall continue to receive pay during such absence in accordance with applicable City ordinances. Such pay may continue for a period of time not to exceed sixteen (16) weeks unless extended by the City Manager with the approval of the City Commission. Pay during the period of such absence will be computed as follows: Employees who are entitled to pay because of injury service-connected, will be paid an amount which is equal to the difference between their normal City pay and the amount of compensation payable under the provisions of the Worker's Compensation Law of the State of Florida. A normal day's pay shall be 1/10 of the bi-weekly rate of pay. Section 8.16. Certificates. If an employee is required by law for the performance of his/her work, to obtain a certificate for the spraying of insecticides, or a pumping station operator certificate, or a certificate to handle chlorine, the City shall pay the fee for such certificate. The Labor-Management Committee shall discuss whether higher pay ranges may be appropriate where certificates are required. Section 8.17. Pav for SDravina Hazardous Chemicals. Employees who spray hazardous chemicals in the Parks Division shall receive a fifty (50) cents per hour supplement for time spent actually spraying the hazardous chemicals. The definition of "hazardous" shall be consistent with the current definition as of ratification. Section 8.18. Chanaes in Benefits. The City acknowledges its obligation under state law to notify the Union of any change in a benefit contemplated by the City and permit the Union to bargain over such a change, to the extent that state law requires such bargaining. Section 8.19. Pension. Pensionable ComDensation: Includes all compensation which is presently included for employees who became members before November 1, 1976. Under the previous Agreement dated May 1, 1992 through April 30, 1995, for all new hires, new hires being those employees hired on or after April 30, 1993, the compensation benefits should be based on salary and longevity only. AFSCME - 21 Eliaibilitv for Service Retirement: Age 50 with 5 years of service. Definition of DeDendent: Child who has not attained the age of 18, or 22 if a full-time student, a dependent child regardless of age who is mentally or physically handicapped, and a dependent parent. Dependents share equally the spouse's share. Amount of Monthlv Service Retirement Benefit: Three percent (3%) of the final average monthly earnings (FAM.E.) for each of the first 15 years of creditable service and four percent (4%) of F.A.M.E. for each year in excess of 15 years, provided the benefit is not in excess of ninety percent (90%) of F.A.M.E. EmDlovee Contributions: Increased from eight percent (8%) to ten percent (10%) of salary on a pre-tax basis, effective as of April 30, 1993 under the previous Agreement. Under the previous Agreement, and effective as of April 30, 1993, the General Employees' Pension System Ordinance was amended to provide a bifurcated pension plan with all new hires being covered by either the City's new pension plan as outlined in the "Green Report" and discussed in the bargaining process, or by an optional 401-A Plan to be adopted with the "Green Report" pension plan. Said newly-hired employees shall make a one-time. mandatory election upon being hired as to which pension option he/she is eligible to select. All administrative costs ofthe Pension Plan currently funded from the City's General Fund shall be borne by the Pension Plan. AFSCME - 22 ARTICLE IX SENIORITY Section 9.1. Definition. For the purposes of this Article only, seniority shall be defined as an employee's length of continuous service with the City (paid time as presently calculated) dating from his/her last date of hire. Section 9.2. Lavoffs. When there is a reduction in force in any job classification (including those resulting from a consolidation or elimination), employees will be laid off in the following order, and such layoffs shall not have the effect of reducing the City's efforts to diversify the workforce: a) Employees In the affected classification who have not completed their working test period (probationary period) will be the first reduced. b) In the event of further reductions in force, employees will be reduced from the classification in accordance with their seniority and their ability to perform the work available. When two or more employees have equal skill, ability and qualifications, the employee(s) with the least seniority will be the first laid off. A non-probationary employee reduced from a job-classification under (b) above may be transferred by the City to another position of equal rate, or failing such transfer, he/she may exercise seniority to replace the least senior employee in a lower rated job classification covered by this Contract where the employee has equal skill, ability, and qualifications to perform the work; provided that the replacing employee will be given an opportunity to become familiar with the work, receive basic instruction concerning the work, and orientation on the operation of equipment, if any. Section 9.3. Recalls. When there is a recall, employees on layoff with seniority will be recalled in inverse order to their layoff, provided they are presently qualified to perform the work in the classification to which they are recalled. No new employees shall be hired into a classification from which employees have been laid off and remain on layoff status until such laid off employees are offered recall in accordance with Civil Service Rules, which shall govern for recall purposes. Employees shall not be transferred into or assigned to work out of class in a classification from which any employees have been laid off and remain on layoff status, except on a temporary basis not to exceed a total of ninety (90) calendar days in a six-month period. AFSCME - 23 Section 9.4. Break in Seniority. Seniority and the employment relationship shall be terminated when a non-probationary employee a) quits voluntarily. b) is laid off for more than one (1) year, or the employee's length of service, whichever is greater, up to a maximum of two (2) years. c) is terminated for cause. d) retires or is retired. e) fails to return to work at the expiration of any approved leave of absence. 1) fails to report to work within five (5) workdays after date of written notice of recall to work after a layoff given by the City by certified or registered mail and addressed to the employee at his/her last address appearing on the records of the City. It shall be the employee's responsibility to provide the City with his/her current address. g) an employee absent for a period of three (3) work days without notification of a valid reason to the management of his/her department, and who has no legitimate reason for not notifying the management of his/her department shall be considered as having resigned. Section 9.5. Seniority Lists. Every six (6) months, the City shall post and/or provide for posting on the Bulletin Boards described in Article X, a seniority list showing the continuous service of each employee covered by this Contract and will also provide the Union with a list of new hires and terminations within the bargaining unit during the prior six (6) months. A copy of the seniority list shall be furnished to the Union. The seniority dates and rankings shall be deemed correct unless errors are brought to the attention of the City within thirty (30) days following any posting. Section 9.6. Union Officer Continuation of Duties. Except as otherwise provided by law, the following Union officers, for the purpose of determining the order of layoff or transfer in lieu of layoff, shall have top seniority within the bargaining unit: President, Vice-President, Secretary-Treasurer, Recording Secretary and Chief Steward. Section 9.7. Promotions. The term promotion as used in this Contract, means the advancement of an employee to a higher paying classification. Whenever a bargaining unit job opening occurs, other than a temporary opening, in any existing job classification or as the result of the development or establishment of a new job classification, a notice of such opening shall be posted on all bulletin boards for two (2) weeks. AFSCME - 24 During this period, eligible and qualified employees who wish to apply for the open bargaining unit position or job after it has been announced, may do so. The application shall be in writing, and it shall be submitted to the Human Resources Department. If there is more than one (1) employee who is qualified for promotion to a job classification in a work section for which no Civil Service examination is required by the Personnel Board, seniority shall be the determining factor where two (2) or more employees within the same work section have equal skill, ability, and qualifications. Section 9.8. Demotions. The term demotion, as used in this Contract, means reassignment from a pOSition in a higher classification to a position in a lower classification. Demotions may be made to avoid laying off employees, to provide employees with the opportunity to request changes to lower grades for personal convenience, disciplinary reasons, or when an employee is unable to perform satisfactorily the duties of his/her position. Section 9.9. Preference for Out-of-Class Assianments. Employees who have been previously permanently classified with regular status in a higher rated classification and who have been displaced due to a layoff from that classification but remain in the same division, shall have a preference for any out-of-c1ass assignments to that classification for as long as he/she has recall rights to that classification. Section 9.10. Shift Preference. Whenever a vacancy occurs in a job classification which operates on more than one shift in a work area within a division, employees in that classification who have previousiy filed shift preference forms indicating a desire to work on the shift which has the vacancy, will be considered for reassignment to that shift. If the City grants the shift preference reassignment, it will do so on the basis of seniority, skill, ability and past performance. If skill, ability and past performance among the persons seeking the reassignment is equal, seniority shall govern. In the event that management determines that granting the reassignment would provide unbalanced shifts or result in inexperienced persons or shifts without proper or sufficient supervision, then the shift preference shall not be granted. Shift preference forms will be valid for twelve (12) months from the filing date. AFSCME - 25 , ' Section 9.11. TemDorary EmDloyees. The City shall have the right to hire up to fifteen (15) temporary employees in any bargaining unit position. Such temporary employees shall be paid at the entry level step of Tier B for the classification they fill. Such temporary employees so hired may not exceed one (1) year of continuous employment at anyone time. Further, temporary employees may not work in a classification wherein a permanent Civil Service employee is laid off. The City recognizes the integrity of the certified bargaining unit and will not use the temporary appointment for the purpose of eroding the bargaining unit. Temporary employees will not be covered by Civil Service or this Agreement except as specified herein. Temporary employees will not receive any pension or fringe benefits, and they shall serve at the will of the employer. Temporary employees may make application for bargaining unit jobs as permanent vacancies are filled. Any appeals by the Union under this Section shall first be heard by the City Manager or his/her designee for Labor Relations. If no resolution is reached at that level, then the Union may submit the issue to the Public Employees Relations Commission. AFSCME - 26 , ' ARTICLE X GENERAL PROVISIONS Section 10.1. Work Rules. The City will provide the Union with a copy of any written work rules affecting employees covered by this Contract that are instituted or modified during the term of this Contract. The Union will be provided with an opportunity to discuss any change in a work rule, and its impact prior to implementation of the change. The current work rules will continue to be enforced, however, the Union will be provided with the opportunity to suggest changes or alternatives to the existing rules. Section 10.2. Clean-uo Time. When necessary at the end of the shift, employees shall be allowed up to fifteen (15) minutes clean-up time. Where facilities are provided, they shall be properly supplied. Section 10.3. Safety. The City agrees to comply with all laws applicable to its operations concerning the health and safety of the employees covered by this Contract. Each employee covered by this Contract will be required to comply with all safety and health rules and regulations established by the City. Each employee shall be given a copy of any written safety rules. In case a claim of an imminent unsafe condition which poses an immediate threat of loss of life or bodily harm, a Union Safety Representative shall be entitled to present such complaints and/or claims to the supervisor of the area in question or to the City Manager's designee. The City shall hold two (2) safety meetings per year in the departments for all employees to further safety on the job. When weather and operational conditions permit, employees may be permitted to ride on the rear of work vehicles provided such transportation is safe and the employees are seated securely. Management has the right to eliminate such transportation if, in the discretion of Management, such seating and/or transportation is unsafe. When weather conditions are such that continual, heavy rain, severe lightning or heavy wind storms are occurring in the immediate work area, the employees will not ride in the back of an open vehicle. During continual, heavy rain (downpour) or severe lightning storms, employees will take shelter or they will be directed to other work or training, so as to not be exposed to the severe lightning or heavy rain storms. Section 10.4. Emeraency Medical Attention. The City agrees to place first aid kits at various work locations throughout the City. Furthermore, when emergency medical attention is necessary on the job, the City will arrange for expeditious transportation of the employee to a medical treatment facility. AFSCME - 27 Section 10.5. Transoortation of Emolovees. The City agrees that whenever employees must be transported from an assembly point to a work site, or from one work site to another, during inclement weather, such as rain or cold, the means of transportation will be by an enclosed vehicle, wherever possible. Section 10.6. Transfer. Transfer requested by employees to positions in the same classification or pay range within the City's employ may be affected in accordance with the Personnel Rules. The City shall make reasonable efforts to find suitable work for employees who suffer a physical ailment, injury or disability. Section 10.7. Civic Duty. Employees required to appear before a court of law or other public body on matters not related to their work, in which they are not personally involved (as plaintiff or defendant) and employees elected or appointed to any political or iegislative position who request a leave of absence to perform their civic duty, shall be granted a leave of absence In accordance with the Personnel Rules. Section 10.8. Unoaid Leaves. Leaves of absence for a limited period, not to exceed six (6) months, may be granted for any reasonable purpose in accordance with the Personnel Rules and such leaves may be extended or renewed at the employee's request and upon agreement by the City. Leaves of absence for up to six (6) months shall be granted to accept appointment to office within the Union or employment within the Union. Section 10.9. Neootiation Pay. Up to four (4) members of the Union's Negotiating Committee, during negotiations for a successor collective bargaining agreement, shall be paid for all time spent in negotiations which would otherwise have been time worked by the member of the Negotiating Committee. Negotiating time beyond the normal work hours or beyond an employee's scheduled workday or workweek shall not be considered as time worked for the City. Section 10.10. Contractino and Subcontractino of Public Works. If the City believes that it is necessary to contract out or subcontract work where the direct effect would result in the layoff of employees, the City will meet with the Union prior to making the decision. If a decision is made to contract out or subcontract work, after the Union has had a reasonable opportunity to present alternatives to the contracting or subcontracting proposal and to have those alternatives considered, any reduction in force will be handled insofar as practicable through attrition and/or transfer to other positions. AFSCME - 28 Section 10.11. Sick and Vacation Leaye Accrual and Maximum Payment on Termination. The present policy concerning sick leave, including the policy for payment of accrued sick and vacation time combined, up to a maximum of one year's salary, upon termination, retirement, or death, shall continue for all employees hired before October 1, 1978. Effective October 1, 1978, all new employees covered by the agreement shall, under applicable ordinances, rules and regulations: be allowed no accumulation of vacation leave except in accordance with provision for postponement of vacation leave; be permitted to transfer sick leave in excess of 360 hours to vacation ieave at the rate of two (2) days of sick leave to one (1) day vacation leave to be used in the pay period year when transferred, be permitted a maximum payment time at termination, death, or retirement of 360 hours vacation leave and one-half of sick leave to a maximum of 360 hours. Section 10.12. Attendance Incentive Proaram. In an effort to curb sick leave usage and abuse and to encourage employees to conserve their sick leave, the following program will be adopted on a trial basis for fiscal year 1996/1997. Those employees with a current sick leave balance of 300 hours as of October 1, 1996, will be allowed to process, one time, a City provided application to sell back to the City those sick leave hours in excess of their 300 hour sick leave balance. The hours to be sold back to the City cannot exceed 500 hours in total for the fiscal year. Such leave to be sold back shall not be counted for the purposes of pension, overtime, or any other calculation which might impact on wages and/or pension. In return for this opportunity, the Human Resources Director will modify the necessary Work Rules and provide a Sick Leave/Attendance Program, which shall be used to measure attendance and sick leave usage. The Human Resources Director and one other Management representative will meet with a Committee comprised of two Union appointed representatives to review the Human Resources Director's Sick Leave/Attendance Program. The Committee will issue a report within thirty (30) calendar days after the first meeting, which shall be forwarded to the City Manager for his/her final review and approval. The Attendance Program shall become effective for bargaining unit members upon finai review and approval by the City Manager. AFSCME - 29 If the trial sick leave buy back program is beneficial to the City, In Management's sole discretion, the City may offer a second sick leave buy back program effective October 1, 1997. Should the City offer said second sick leave buy back opportunity, Management will so notify the Union President of this opportunity by July 1, 1997. Section 10.13. Chanaes in Job Soecifications and New Classifications. Changes in existing specifications, or the creation of new classifications shall be submitted for review and comment by the Union President prior to implementation or submission to the Personnel Board. Section 10.14. Oooortunity for Advancement. To the extent that funds and personnel are available, the City is committed to facilitating the efforts of employees, through training, to increase their efficiency, broaden their knowledge, and become more effective in performing their duties in order to enhance their opportunity for promotion. Section 10.15. Union Conventions. Up to five (5) duly authorized delegates of the Union may request a ieave of absence without pay, not to exceed three (3) weeks per delegate in anyone year and no more than two (2) weeks at a time, for the purpose of attending conventions and training seminars of the Union. Requests shall be submitted at least one month prior to commencement of the leave and said requests will not be unreasonably denied. Section 10.16. Educational Leave. An employee may request an educational leave of absence without pay to take a course or courses in a field related to the work assignment or career ladder direction of said employee. The City's existing tuition refund program shall be continued for the term of this Contract. Section 10.17. Meetinas Leave. The Union shall have the right to designate one (1) representative, authorized with pay for time he/she would have otherwise been working, to attend any formal meetings and/or hearings of any sub-divisions of the governing bodies of the City, including City Commission meetings, when a matter relating to the Union Is on the agenda for such meeting and if prior notice to the representative's supervisor has been given. AFSCME - 30 . . Section 10.18. Union Bulletin Boards. The City will make available one (1) enclosed bulletin board for the posting of official Union notices at each of the following locations, and the Union will limit the posting of Union notices to such bulletin boards: 1) Streets & Sewers - 451 Dade Boulevard 2) Sanitation - 140 MacArthur Causeway 3) Metered Parking - 1837 Bay Road 4) Water Department - 451 Dade Boulevard 5) Mechanical Maintenance - 140 MacArthur Causeway 6) Convention Center 7) Park Division Shop 8) Maintenance Building, Normandy Shores Golf Course 9) Maintenance Building, Bayshore Goif Course 10) Tenth Street Auditorium 11) Water Pump Station - 25th and Prairie The City will also provide the Union, subject to the same limitations set forth above, one (1) enclosed bulletin board in the Personnel Department. AFSCME - 31 , . , ' ARTICLE XI DRUG AND ALCOHOL TESTING Section 11.1. The City and the Union recognize the employee substance and alcohol abuse has an adverse impact on City government, the image of City empioyees, the general health, welfare and safety of employees, and to the general public at large. Therefore, it is in the best interest of the parties to negotiate over the subject of drug and alcohol testing. Section 11.2. Using, selling, possessing or being under the influence of drugs or controlled substances while at work is prohibited. Employees are further prohibited from consuming alcohol and drugs on duty and/or abusing alcohol and drugs off duty to the extent that such use and/or abuse tends to have an effect upon the performance of their job functions. Section 11 .3. The City may require any employee to submit to a blood anaiysis, urine analysis and/or intoxalyzer when it has a reasonable suspicion that an employee is under the influence of or using alcohol, drugs or narcotics and/or when an employee is negligently involved in an accident (i.e.. automobile or other injury). Section 11.4. in the event a urine specimen is tested as positive, a portion of that sampie shall be subjected to a second test. Section 11.5. At the conclusion of the drug and alcohol testing, the City may take whatever action, if any, it deems appropriate. In the event that said action is in the form of discipline, the employee may grieve said discipline through the contractual grievance/arbitration procedure. Section 11.6. The parties agree that an employee's refusal to submit to drug or alcohol testing in accordance with the provisions of this Article may result in disciplinary action being taken against the employee up to and including dismissal. AFSCME - 32 , . , . ARTICLE XII SAVINGS In the event any article, section, or portion of this Contract should be held invalid and unenforceable by any court or higher authority of competent jurisdiction, such decision shall apply only to the specific article, section, or portion thereof specified in the decision, and upon issuance of such decision, the City and the Union agree to Immediately negotiate a substitute for the Invalidated article, section, or portion thereof. AFSCME - 33 , ' ARTICLE XIII ENTIRE CONTRACT The parties acknowledge that during the negotiations which resulted In this Contract, each had the right and opportunity to make demands and proposals with respect to any subject or matter not removed by law from the area of collective bargaining, and that the understandings and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this Contract. Therefore, the City and the Union, for the duration of this Contract, each voluntarily and unqualifiedly waives the right, and each agrees that the other shall not be obligated to bargain collectively with respect to any subject or matter referred to, or covered or not referred to or covered in this Contract. AFSCME - 34 ARTICLE XIV TERM OF CONTRACT This Contract shall be effective as of date of ratification, and shall remain in full force and effect through the 30th day of April, 1998. It shall automatically be renewed from year to year thereafter unless either party shall notify the other in writing one hundred twenty (120) days prior to the anniversary date that it desires to modify this Contract. Any such notification of a desire to open negotiations shall include specific articles proposed for renegotiations, and only such articles shall be mandatorily negotiated. This Contract shall remain in full force and effect during the period of negotiations, unless either party gives the other party at ieast ten (10) days written notice of its desire to terminate this Contract. :Ig a:AFS/95CTR AFSCME95.CTR AFSCME - 35 AMERICAN FEDERATION OF STATE, COUNTY & MUNICIPAL EMPLOYEES AFSCME LOCAL 1554 ELECTION OF REMEDY FORM Grievance No. (If applicable) This form must be completed and signed prior to the second step of the grievance procedure, or at the time when appeal to Personnel Board is filed. Employee must elect, sign, and date only one of the two following choices: IjWe elect to utilize the Grievance Procedure contained in the current Contract between the City of Miami Beach, Florida, and AFSCME Local 1554. 1. Signature Date 2. IjWe elect to utilize another forum for my jour grievance, and in doing so, Ijwe permanently waive my jour contractual right to the Grievance Procedure contained in the current Labor Contract between the City of Miami Beach, Florida, and AFSCME Local 1554. Signature Date If Number 1 is elected, sign if you wish to authorize the following: IjWe hereby authorize AFSCME Local 1554 to process the attached grievance on my jour behalf. Signature Date AFSCME - 36 , . Executed by the parties hereto on the 3rd day of . Mav 1995, by the Mayor and City Clerk. AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES, LOCAL 1554 By: CITY OF MIAMI BEACH, FLORIDA By: Roger M. Carlton City Manager { FORM APPROVED L9' DepL By5c..D Date~. i2_-'i~ ..___ -"---_ ____...::I __ ..c_,.,____ Effective May 1, 1995, to read as follows: COMMBNCXNG EMPLOYMENT PRXOR TO APRXL 1. 1993. JOB CLASSXFXCATXON ASSISTANT PUMPING MECHANIC BUILDXNG ATTENDANT COMMUNITY CENTER DIRECTOR CONTROL ROOM OPERATOR CUSTODIAL SUPERVISOR CUSTODIAL WORKER DIESEL GENERATOR MECHANIC EQUIPMENT ATTENDANT EQUIPMENT MECHANIC FIRE EQUIPMENT MECHANIC GUARD HEAVY EQUIPMENT OPERATOR I HEAVY EQUIPMENT OPERATOR II LABORER I LABORER II MAINTENANCE MECHANIC MAINTENANCE WORKER I MAINTENANCE WORKER I I MAINTENANCE WORKER I II MAINTENANCE WORKER IV NURSERY SUPERVISOR PARK ATTENDANT I PARK ATTENDANT II PARK MECHANIC PARK PEST CONTROL SUPERVISOR PARK SUPERVISOR I POLICE UTILITY WORKER PUMPING MECHANIC RECREATION ATTENDANT RECREATION DIRECTOR RECREATION GUARD I RECREATION GUARD II RECREATION OPERATIONS MECHANIC SEWER PIPEFITTER SEWER SUPERVISOR SHOP CLERK STOREKEEPER STORES CLERK STREET SUPERVISOR I TREE MAINTENANCE SUPERVISOR TREE TRIMMER UTILITY WORKER WASTE COLLECTOR JOB CLASS NO. BX-WBBKLY COMPBNSATXON MXNXMtlM MAXXMOJI 4015A 4406A 6104A 4017A 4404A 4405A 4332A 4334A 4333A 4322A 5327A 4105A 4104A 4107A 4106A 4052A 4056A 4055A 4054A 4053A 6005A 6035A 6033A 6015A 6009A 6008A 4292A 4013A 4419A 6105A 5317A 5316A 4202A 4008A 4006A 1614A 1612A 1613A 4034A 6021A 6023A 4282A 4047A 838.72 745.18 916.49 838.72 790.57 702.41 1011.19 863.88 972.30 1182.96 723.48 863.88 916.49 745.18 790.57 972.30 702.41 723.48 767.54 790.57 916.49 745.18 814.29 972.30 943.98 916.49 863.88 916.49 745.18 916.49 767.54 814.29 1011.19 863.88 889.80 790.57 916.49 814.29 889.80 943.98 838.72 838.72 838.72 AFSCME - 38 1011.19 863.88 1137.46 1011.19 943.98 790.57 1230.28 972.30 1182.96 1330.67 814.29 1011.19 1093.71 838.72 863.88 1182.96 790.57 838.72 863.88 916.49 1093.71 838.72 889.80 1182.96 1137.46 1093.71 1051.64 1137.46 889.80 1137.46 916.49 972.30 1230.28 1051.64 1093.71 943.98 1137.46 972.30 1093.71 1137.46 916.49 972.30 916.49 BI-WBBltLY COMPBNSATION JOB CLASSIFICATION JOB CLASS NO. MINIMUM IWOXllM WASTE DRIVER SUPERVISOR 4046A 916.49 1051. 64 WATER METER READER 1136A 790.57 943.98 WATER METER TECHNICIAN 4023A 863.88 1051. 64 WATER PIPEFITTER 4007A 863.88 1051.64 WATER SUPERVISOR 4005A 889.80 1093.71 WHITEWAY SUPERVISOR I 4035A 889.80 1093.71 cnMMli!NCING KMPLOYMBNT ON OR APTBR APRIL 1. 1993. ASSISTANT PUMPING MECHANIC BUILDING ATTENDANT COMMUNITY CENTER DIRECTOR CONTROL ROOM OPERATOR CUSTODIAL SUPERVISOR CUSTODIAL WORKER DIESEL GENERATOR MECHANIC EQUIPMENT ATTENDANT EQUIPMENT MECHANIC FIRE EQUIPMENT MECHANIC GUARD HEAVY EQUIPMENT OPERATOR I HEAVY EQUIPMENT OPERATOR II LABORER I LABORER II MAINTENANCE MECHANIC MAINTENANCE WORKER I MAINTENANCE WORKER II MAINTENANCE WORKER I II MAINTENANCE WORKER IV NURSERY SUPERVISOR PARK ATTENDANT I PARK ATTENDANT II PARK MECHANIC PARK PEST CONTROL SUPERVISOR PARK SUPERVISOR I POLICE UTILITY WORKER PUMPING MECHANIC RECREATION ATTENDANT RECREATION DIRECTOR RECREATION GUARD I RECREATION GUARD II RECREATION OPERATIONS MECHANIC SEWER PIPEFITTER SEWER SUPERVISOR SHOP CLERK 4015B 4406B 6104B 4017B 4404B 4405B 4332B 4334B 4333B 4322B 5327B 4105B 4104B 4107B 4106B 4052B 4056B 4055B 4054B 4053B 6005B 6035B 6033B 6015B 6009B 6008B 4292B 4013B 4419B 6105B 5317B 5316B 4202B 4008B 4006B 1614B 712.89 633.40 779.00 712.89 671.97 597.04 859.50 734.28 826.44 1005.50 614.95 734.28 779.00 633.40 671.97 826.44 597.04 614.95 652.40 671.97 779.00 633.40 692.13 826.44 802.37 779.00 734.28 779.00 633.40 779.00 652.40 692.13 859.50 734.28 756.31 671.97 AFSCME - 39 1011.19 863.88 1137.46 1011.19 943.98 790.57 1230.28 972.30 1182.96 1330.67 814.29 1011.19 1093.71 838.72 863.88 1182.96 790.57 838.72 863.88 916.49 1093.71 838.72 889.80 1182.96 1137.46 1093.71 1051. 64 1137.46 889.80 1137.46 916.49 972.30 1230.28 1051. 64 1093.71 943.98 , , BI-WBBltLY COMPBNSATION JOB CLASSIFICATION JOB CLASS NO. MINIMUM IGXDItlM STOREKEEPER 1612B 779.00 1137.46 STORES CLERK 1613B 692.13 972.30 STREET SUPERVISOR I 4034B 756.31 1093.71 TREE MAINTENANCE SUPERVISOR 6021B 802.37 1137.46 TREE TRIMMER 6023B 712.89 916.49 UTILITY WORKER 4282B 712.89 972.30 WASTE COLLECTOR 4047B 712.89 916.49 WASTE DRIVER SUPERVISOR 4046B 779.00 1051. 64 WATER METER READER 1136B 671.97 943.98 WATER METER TECHNICIAN 4023B 734.28 1051. 64 WATER PIPEFITTER 4007B 734.28 1051.64 WATER SUPERVISOR 4005B 756.31 1093.71 WHITEWAY SUPERVISOR I 4035B 756.31 1093.71 Effective April 29, 1996. cnMM1l!NCING EMPLOYMENT PRIOR TO APRIL 1- 1993. ASSISTANT PUMPING MECHANIC 4015A 880.67 1061.78 BUILDING ATTENDANT 4406A 782.47 907.09 COMMUNITY CENTER DIRECTOR 6104A 962.33 1194.36 CONTROL ROOM OPERATOR 4017A 880.67 1061.78 CUSTODIAL SUPERVISOR 4404A 830.12 991.20 CUSTODIAL WORKER 4405A 737.55 830.12 DIESEL GENERATOR MECHANIC 4332A 1061.78 1291.82 EQUIPMENT ATTENDANT 4334A 907.09 1020.94 EQUIPMENT MECHANIC 4333A 1020.94 1242.13 FIRE EQUIPMENT MECHANIC 4322A 1242.13 1397.23 GUARD 5327A 759.68 855.02 HEAVY EQUIPMENT OPERATOR I 4105A 907.09 1061.78 HEAVY EQUIPMENT OPERATOR II 4104A 962.33 1148.42 LABORER I 4107A 782.47 880.67 LABORER II 4106A 830.12 907.09 MAINTENANCE MECHANIC 4052A 1020.94 1242.13 MAINTENANCE WORKER I 4056A 737.55 830.12 MAINTENANCE WORKER I I 4055A 759.68 880.67 MAINTENANCE WORKER III 4054A 805.94 907.09 MAINTENANCE WORKER IV 4053A 830.12 962.33 NURSERY SUPERVISOR 6005A 962.33 1148.42 PARK ATTENDANT I 6035A 782.47 880.67 PARK ATTENDANT II 6033A 855.02 934.30 PARK MECHANIC 6015A 1020.94 1242.13 PARK PEST CONTROL SUPERVISOR 6009A 991. 20 1194.36 AFSCME - 40 , . JOB CLASSXrXCATXON PARK SUPERVISOR I POLICE UTILITY WORKER PUMPING MECHANIC RECREATION ATTENDANT RECREATION DIRECTOR RECREATION GUARD I RECREATION GUARD II RECREATION OPERATIONS MECHANIC SEWER PIPEFITTER SEWER SUPERVISOR SHOP CLERK STOREKEEPER STORES CLERK STREET SUPERVISOR I TREE MAINTENANCE SUPERVISOR TREE TRIMMER UTILITY WORKER WASTE COLLECTOR WASTE DRIVER SUPERVISOR WATER METER READER WATER METER TECHNICIAN WATER PIPEFITTER WATER SUPERVISOR WHITEWAY SUPERVISOR I JOB CLASS NO. 6008A 4292A 4013A 4419A 6105A 5317A 5316A 4202A 4008A 4006A 1614A 1612A 1613A 4034A 6021A 6023A 4282A 4047A 4046A 1136A 4023A 4007A 4005A 4035A COMMl!:NCrNG EMPLOYMENT ON OR ArTER APRXL 1. 1993. ASSISTANT PUMPING MECHANIC BUILDING ATTENDANT COMMUNITY CENTER DIRECTOR CONTROL ROOM OPERATOR CUSTODIAL SUPERVISOR CUSTODIAL WORKER DIESEL GENERATOR MECHANIC EQUIPMENT ATTENDANT EQUIPMENT MECHANIC FIRE EQUIPMENT MECHANIC GUARD HEAVY EQUIPMENT OPERATOR I HEAVY EQUIPMENT OPERATOR II LABORER r LABORER II MAINTENANCE MECHANIC MAINTENANCE WORKER r MAINTENANCE WORKER II MAINTENANCE WORKER I II MAINTENANCE WORKER IV 4015B 4406B 6104B 4017B 4404B 4405B 4332B 4334B 4333B 4322B 5327B 4105B 4104B 4107B 4106B 4052B 4056B 4055B 4054B 4053B AFSCME - 41 BX -WEEKLY COMPBNSATXON KXNXMtJI( MAXDItlM 962.33 907.09 962.33 782.47 962.33 805.94 855.02 1061.78 907.09 934.30 830.12 962.33 855.02 934.30 991. 20 880.67 880.67 880.67 962.33 830.12 907.09 907.09 934.30 934.30 748.56 665.09 817.97 748.56 705.59 626.91 902.50 771.02 867.79 1055.80 645.72 771.02 817.97 665.09 705.59 867.79 626.91 645.72 685.04 705.59 1148.42 1104.25 1194.36 934.30 1194.36 962.33 1020.94 1291. 82 1104.25 1148.42 991. 20 1194.36 1020.94 1148.42 1194.36 962.33 1020.94 962.33 1104.25 991. 20 1104.25 1104.25 1148.42 1148.42 1061.78 907.09 1194.36 1061.78 991. 20 830.12 1291. 82 1020.94 1242.13 1397.23 855.02 1061. 78 1148.42 880.67 907.09 1242.13 830.12 880.67 907.09 962.33 , , BI-WBBltLY COMPBNSATION JOB CLASSIFICATION JOB CLASS NO. MINIMUM DX1Ml1M NURSERY SUPERVISOR 6005B 817.97 1148.42 PARK ATTENDANT I 6035B 665.09 880.67 pARK ATTENDANT II 6033B 726.76 934.30 PARK MECHANIC 6015B 867.79 1242.13 PARK PEST CONTROL SUPERVISOR 6009B 842.51 1194.36 PARK SUPERVISOR I 6008B 817.97 1148.42 POLICE UTILITY WORKER 4292B 771.02 1104.25 PUMPING MECHANIC 4013B 817.97 1194.36 RECREATION ATTENDANT 4419B 665.09 934.30 RECREATION DIRECTOR 6105B 817.97 1194.36 RECREATION GUARD I 5317B 685.04 962.33 RECREATION GUARD II 5316B 726.76 1020.94 RECREATION OPERATIONS MECHANIC 4202B 902.50 1291.82 SEWER PIPEFITTER 4008B 771.02 1104.25 SEWER SUPERVISOR 4006B 794.15 1148.42 SHOP CLERK 1614B 705.59 991. 20 STOREKEEPER 1612B 817.97 1194.36 STORES CLERK 1613B 726.76 1020.94 STREET SUPERVISOR I 4034B 794.15 1148.42 TREE MAINTENANCE SUPERVISOR 6021B 842.51 1194.36 TREE TRIMMER 6023B 748.56 962.33 UTILITY WORKER 4282B 748.56 1020.94 WASTE COLLECTOR 4047B 748.56 962.33 WASTE DRIVER SUPERVISOR 4046B 817.97 1104.25 WATER METER READER 1136B 705.59 991. 20 WATER METER TECHNICIAN 4023B 771.02 1104.25 WATER PIPEFITTER 4007B 771. 02 1104.25 WATER SUPERVISOR 4005B 794.15 1148.42 WHITEWAY SUPERVISOR I 4035B 794.15 1148.42 Effective April 28, 1997 cnMMRNCING EMPLOYMENT PRIOR TO APRIL 1. 1993. ASSISTANT PUMPING MECHANIC BUILDING ATTENDANT COMMUNITY CENTER DIRECTOR CONTROL ROOM OPERATOR CUSTODIAL SUPERVISOR CUSTODIAL WORKER DIESEL GENERATOR MECHANIC EQUIPMENT ATTENDANT 4015A 4406A 6104A 4017A 4404A 4405A 4332A 4334A AFSCME - 42 924.70 821.58 1010.44 924.70 871.62 774.42 1114.85 952.44 1114.85 952.44 1254.05 1114.85 1040.75 871.62 1356.38 1071.97 . , . JOB CLASSXPXCATXON EQUIPMENT MECHANIC FIRE EQUIPMENT MECHANIC GUARD HEAVY EQUIPMENT OPERATOR I HEAVY EQUIPMENT OPERATOR II LABORER I LABORER II MAINTENANCE MECHANIC MAINTENANCE WORKER I MAINTENANCE WORKER II MAINTENANCE WORKER III MAINTENANCE WORKER IV NURSERY SUPERVISOR PARK ATTENDANT I PARK ATTENDANT II PARK MECHANIC PARK PEST CONTROL SUPERVISOR PARK SUPERVISOR I POLICE UTILITY WORKER PUMPING MECHANIC RECREATION ATTENDANT RECREATION DIRECTOR RECREATION GUARD I RECREATION GUARD II RECREATION OPERATIONS MECHANIC SEWER PIPEFITTER SEWER SUPERVISOR SHOP CLERK STOREKEEPER STORES CLERK STREET SUPERVISOR I TREE MAINTENANCE SUPERVISOR TREE TRIMMER UTILITY WORKER WASTE COLLECTOR WASTE DRIVER SUPERVISOR WATER METER READER WATER METER TECHNICIAN WATER PIPEFITTER WATER SUPERVISOR WHITEWAY SUPERVISOR I JOB CLASS NO. 4333A 4322A 5327A 4105A 4104A 4107A 4106A 4052A 4056A 4055A 4054A 4053A 6005A 6035A 6033A 6015A 6009A 6008A 4292A 4013A 4419A 6105A 5317A 5316A 4202A 4008A 4006A 1614A 1612A 1613A 4034A 6021A 6023A 4282A 4047A 4046A 1136A 4023A 4007A 4005A 4035A COMMENCING EMPT.oYMBNT ON OR APTBR APRIL 1. 1993. ASSISTANT PUMPING MECHANIC BUILDING ATTENDANT COMMUNITY CENTER DIRECTOR 4015B 4406B 6104B AFSCME - 43 . . BI-lfBBltLY COMPENSATION MINIMUM IWCIMtIM 1071.97 1304.21 797.65 952.44 1010.44 821. 58 871.62 1071.97 774.42 797.65 846.23 871.62 1010.44 821.58 897.77 1071.97 1040.75 1010.44 952.44 1010.44 821.58 1010.44 846.23 897.77 1114.85 952.44 981.01 871.62 1010.44 897.77 981.01 1040.75 924.70 924.70 924.70 1010.44 871.62 952.44 952.44 981. 01 981.01 785.99 698.34 858.88 1304.21 1467.07 897.77 1114.85 1205.82 924.70 952.44 1304.21 871. 62 924.70 952.44 1010.44 1205.82 924.70 981. 01 1304.21 1254.05 1205.82 1159.44 1254.05 981. 01 1254.05 1010.44 1071.97 1356.38 1159.44 1205.82 1040.75 1254.05 1071. 97 1205.82 1254.05 1010.44 1071.97 1010.44 1159.44 1040.75 1159.44 1159.44 1205.82 1205.82 1114.85 952.44 1254.05 . .. . JOB CLASSIPICATION CONTROL ROOM OPERATOR CUSTODIAL SUPERVISOR CUSTODIAL WORKER DIESEL GENERATOR MECHANIC EQUIPMENT ATTENDANT EQUIPMENT MECHANIC FIRE EQUIPMENT MECHANIC GUARD HEAVY EQUIPMENT OPERATOR I HEAVY EQUIPMENT OPERATOR II LABORER I LABORER II MAINTENANCE MECHANIC MAINTENANCE WORKER I MAINTENANCE WORKER I I MAINTENANCE WORKER III MAINTENANCE WORKER IV NURSERY SUPERVISOR PARK ATTENDANT I PARK ATTENDANT II PARK MECHANIC PARK PEST CONTROL SUPERVISOR PARK SUPERVISOR I POLICE UTILITY WORKER PUMPING MECHANIC RECREATION ATTENDANT RECREATION DIRECTOR RECREATION GUARD I RECREATION GUARD II RECREATION OPERATIONS MECHANIC SEWER PIPEFITTER SEWER SUPERVISOR SHOP CLERK STOREKEEPER STORES CLERK STREET SUPERVISOR I TREE MAINTENANCE SUPERVISOR TREE TRIMMER UTILITY WORKER WASTE COLLECTOR WASTE DRIVER SUPERVISOR WATER METER READER WATER METER TECHNICIAN WATER PIPEFITTER WATER SUPERVISOR WHITEWAY SUPERVISOR I JOB CLASS NO. 4017B 4404B 4405B 4332B 4334B 4333B 4322B 5327B 4105B 4104B 4107B 4106B 4052B 4056B 4055B 4054B 4053B 6005B 6035B 6033B 6015B 6009B 6008B 4292B 4013B 4419B 6105B 5317B 5316B 4202B 4008B 4006B 1614B 1612B 1613B 4034B 6021B 6023B 4282B 4047B 4046B 1136B 4023B 4007B 4005B 4035B AFSCME - 44 . . BI-WBBKLY COMPBNSATION MDnMOM DXIMtJM 785.99 740.87 658.25 947.64 809.57 911.19 1108.61 678.00 809.57 858.88 698.34 740.87 911.19 658.25 678.00 719.29 740.87 858.88 698.34 763.10 911.19 884.65 858.88 809.57 858.88 698.34 858.88 719.29 763.10 947.64 809.57 833.86 740.87 858.88 763.10 833.86 884.65 785.99 785.99 785.99 858.88 740.87 809.57 809.57 833.86 833.86 1114.85 1040.75 871.62 1356.38 1071.97 1304.21 1467.07 897.77 1114.85 1205.82 924.70 952.44 1304.21 871.62 924.70 952.44 1010.44 1205.82 924.70 981. 01 1304.21 1254.05 1205.82 1159.44 1254.05 981. 01 1254.05 1010.44 1071.97 1356.38 1159.44 1205.82 1040.75 1254.05 1071.97 1205.82 1254.05 1010.44 1071.97 1010.44 1159.44 1040.75 1159.44 1159.44 1205.82 1205.82