HomeMy WebLinkAbout2001-24601 RESO
RESOLUTION NO. 2001-24601
A RESOLUTION OF THE MAYOR AND CITY COMMISSION OF THE
CITY OF MIAMI BEACH, FLORIDA APPROVING A THREE YEAR
LABOR AGREEMENT BETWEEN THE CITY AND THE MIAMI BEACH
MUNICIPAL EMPLOYEES UNION, AFSCME LOCAL NO. 1554, FOR THE
PERIOD FROM MAY 1, 2001, THROUGH APRIL 30, 2004, AND
AUTHORIZING THE MAYOR AND CITY CLERK TO EXECUTE THE
AGREEMENT.
WHEREAS, the City Manager is herein submitting to the Mayor and City Commission a
Labor Agreement (Agreement) recently negotiated between the City of Miami Beach, Florida and
the Miami Beach Municipal Employees Union, AFSCME Local No. 1554, the bargaining agent
certified by the Public Employees Relations Commission (PERC) for the employees covered by said
Agreement; and
WHEREAS, the previous Labor Agreement was for a three year period from May 1, 1998,
through April 30, 2001, and has expired; and
WHEREAS, the AFSCME bargaining unit ratified the attached Agreement and the City
Manager recommends that the City Commission ratify and authorize the execution of the Agreement
between the City and the AFSCME Union; and
NOW, THEREFORE, BE IT DULY RESOLVED BY THE MAYOR AND CITY
COMMISSION OF THE CITY OF MIAMI BEACH, FLORIDA, APPROVING A THREE
YEAR LABOR AGREEMENT BETWEEN THE CITY AND THE MIAMI BEACH
MUNICIPAL EMPLOYEES UNION, AFSCME LOCAL NO. 1554, FOR THE PERIOD
FROM MAY 1, 2001, THROUGH APRIL 30, 2004, AND AUTHORIZING THE MAYOR
AND CITY CLERK TO EXECUTE THE AGREEMENT.
PASSED AND ADOPTED this 20th day of SeDtember. 2001.
ATTEST:
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CITY CLERK
MAYOR
APPROVED /IS TO
FORM & LANGUAGE
& FOR EXECUTION
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Date
CITY OF MIAMI BEACH
CITY HAll 1700 CONVENTION CENTER DRIVE MIAMI BEACH, FLORIDA 33139
http:\\ci.miami-beach.fl.us
COMMISSION MEMORANDUM
TO:
Mayor Neisen O. Kasdin and
Members of the City Commission
Jorge M. Gonzalez \ ,A~
City Manager 011"- 0
DATE: September 20, 2001
FROM:
SUBJECT:
A RESOLUTION OF THE MAYOR AND CITY COMMISSION OF THE CITY
OF MIAMI BEACH, FLORIDA, APPROVING A THREE YEAR LABOR
AGREEMENT BETWEEN THE CITY AND THE MIAMI BEACH MUNICIPAL
EMPLOYEES UNION, AFSCME LOCAL NO. 1554, FOR THE PERIOD FROM
MAY 1,2001, THROUGH APRIL 30, 2004, AND AUTHORIZING THE MAYOR
AND CITY CLERK TO EXECUTE THE AGREEMENT.
ADMINISTRATION RECOMMENDATION:
Adopt the Resolution.
BACKGROUND:
On August 30, 2001, after seven sessions, negotiators for the City and the Miami Beach Municipal
Employees, AFSCME Local No. 1554, successfully concluded negotiations for a three year
collective bargaining agreement. The AFSCME bargaining unit has 268 employees in 39
classifications in the following departments: Building, Fleet Management, Parks, Parking, Police,
Fire, Public Works, and Recreation.
The Association membership has reviewed the proposed Agreement and voted to ratify it as
presented. While negotiators for the City and the Association were obliged to represent the best
interests of their "clients," the shared goal was to produce an Agreement that provided equitable and
competitive compensation and working conditions. In addition, the Administration worked to
include flexibility to the contract to allow for creative and innovative approaches to address changes
in the workforce and marketplace in an expeditious manner. Language has been developed that will
preserve management rights and create reasonable methods to meet recruitment and retention
challenges.
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AGENDA ITEM
DATE
RrtG-
9-20-O}
COMMISSION MEMORANDUM
SEPTEMBER 20, 2001 COMMISSION MEETING
PAGE 2
The following is a summary of the most significant issues in the Agreement.
Wal!:es
The AFSCME bargaining unit will get a four percent (4%) across the board cost of living increase
effective retroactively with the first pay period starting on or before April 23, 2001, and an across
the board increase of four percent (4%) with the first pay period starting on or before April 22, 2002,
and an across the board increase of four percent (4%) with the first pay period starting on or before
April 30, 2003.
In addition, the minimums of each range will increase in accordance with the City's Class and Pay
System, which is approximately fourteen percent (14%). In addition, increases will be made in
accordance with the implementation of the Living Wage Ordinance so that all employees will be
making a minimum of $8.56 an hour.
The bargaining unit will also adopt the City's classification and pay system with this contract. This
includes salary range changes, job audits, and market classification studies. This does not include
cost-of-living increases. This change will allow the City to react to market conditions and remain
competitive with our pay plan for all classifications in the unit. This contract will also include the
reclassification of thirteen (13) classifications within the bargaining unit. These upgrades will help
make the City of Miami Beach more competitive in recruiting qualified employees, particularly for
"hard to fill" positions.
The anticipated cost for the 2001 cost of living increase is approximately $267,000. The anticipated
cost for the second year cost of living increase is approximately $292,122, and the anticipated cost
for the third year is approximately $304,000.
The cost to adopt and implement the classification and pay system within the AFSCME unit for
Fiscal Year 200012001 will be approximately $361,821. This includes the increases to the ranges,
increases to the minimums and implementation of the Living Wage Ordinance, which was previously
adopted by the City Commission. (The cost of the Living Wage Ordinance is approximately
$112,000.) The total cost of the wage proposal for the first year will be approximately $628,792.
Other Economic Issues
In the interest of pay for performance, the City has agreed to expand upon the performance appraisal
system. The new appraisal will have a three step reward system vs. the current two step system. The
new system will reward employees with a performance appraisal score of 90 or above with a 4%
merit increase; those that score less than 90, but more than eighty will receive a 3% merit increase;
and those who score less than eighty, but more than sixty shall receive a 2% merit increase. The old
system was a two step system with a 4% or a 2% merit increase. The new system gives more
flexibility.
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COMMISSION MEMORANDUM
SEPTEMBER 20, 2001 COMMISSION MEETING
PAGE 3
In an effort to compensate our retirees in accordance with the cost of living, the City agreed to an
increase from 1.5% Simple Cost of Living to a 2.5% Compounded Cost of Living increase for
employees who retire after October 1,2000.
The Shift Differential, where a majority of an employee's regularly assigned shift hours fall between
3:00 p.m. and 11:00 p.m., was negotiated at forty five cents (45a:) per hour (previously twenty-five
cents (25a:) per hour) and fifty five cents (55a:) per hour (previously thirty cents (30a:) where a
majority of an employee's regularly assigned shift hours fall between 11 :00 p.m. and 6:30 a.m.
The meal allowance for employees who work three or more hours of overtime that is contiguous with
their shift will increase from six dollars to seven dollars.
Working out of Classification pay was increased to a dollar ($1.00) (previously ninety cents (9Oa:) .
Hazard Pay, which is new, includes; 1) Spraying hazardous chemicals, 2) Diving with scuba gear,
3) Working in trenches five (5) feet or greater, 4) Working in raw sewage, 5) Working forty (40) feet
or higher on aerial lift operations. Employees will be paid one dollar ($1.00) an hour for hours
actually worked in these activities.
Non-Economic Issues
The contract also expands the definition of reasonable suspicion drug testing. This will allow the
City to require an employee to submit to a blood analysis, urinalysis, and/or breathalyzer when it has
a reasonable suspicion as defined in the Florida Statues 440.102 (N). This allows the testing of an
employee that has caused, contributed to, or been involved in an accident.
The termination payout for sick leave has been increased from 360 to 480 the second year and
from 480 to 600 hours the third year.
The "Must Use" cap has been changed so that an employee can accrue up to 360 vacation hours
and upon retirement can receive a payout up to 240 hours.
Changes were made in the grievance process so that both parties have ten (10) days to submit a
grievance and ten (10) days to discuss the grievance. In addition, written reprimands can only be
grieved through Step ill of the grievance procedure and not to arbitration.
The Agreement will extend for a three-year term, thus ending on April 30, 2004.
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COMMISSION MEMORANDUM
SEPTEMBER 20, 2001 COMMISSION MEETING
Page 4
CONCLUSION:
The Administration recommends that the Mayor and City Commission adopt the Resolution, in order
to implement the salary range amendments included in the collective bargaining agreement
negotiated between the City of Miami Beach and AFSCME.
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CONTRACT
Between
CITY OF MIAMI BEACH, FLORIDA
and the
MIAMI BEACH MUNICIPAL EMPLOYEES
UNION, AFSCME LOCAL NO. 1554
May 1, 2001 -April 30, 2004
TABLE OF CONTENTS
lAGE
CONTRACT
WITNESSETH....................................................................................................................................................1
ARTICLE I
RECOGNITION
Section 1.1
Section 1.2
Section 1.3
Section 1.4
Representation........................................................................................................................................2
Bargaining Unit ....................................................................................................................................... 2
Communicattons.....................................................................................................................................3
Rights ofIndividuals .............................................................................................................................. 3
ARTICLE 2
DEDUCTION OF UNION DUES
Section 2.1
Section 2.2
Checkoff................................................................................................................................................... 5
Indemnification.......................................................................................................................................5
ARTICLE 3
EOUAL EMPLOYMENT OPPORTUNITY
Section 3.1
Section 3.2
Section 3.3
No DiscrlnUnation ................................................................................................................................. 6
Aflinnative Action ................................................................................................................................. 6
Exarnin.ations...........................................................................................................................................6
ARTICLE 4
GRIEVANCE PROCEDURE
Section 4.1
Section 4.2
Section 4.3
Section 4.4
Section 4.5
Section 4.6
Section 4.7
Section 4.8
Section 4.9
Section 4.10
Section 4.11
Definition of Grievance & Time Limit for Filing ............................................................................ 7
Grievance Procedure ............................................................................................................................. 7
Binding Arbitration ................................................................................................................................ 8
Authority of Arbitrator.......................................................................................................................... 9
Expenses of Arbitration ........................................................................................................................ 9
Differences Concerning Personnel Rules ..........................................................................................9
Election of Remedies............................................................................................................................. 9
Grievances Involving Discipline........................................................................................................ 10
Union Stewards..................................................................................................................................... 10
Grievance Meetings ............................................................................................................................. 11
Union Representation.,........................................................................................................................ 11
ARTICLE 5
NO STRIKE OR LOCKOUT
Section 5.1
Section 5.2
No Strike ................................................................................................................................................ 12
No Lockout........................................................................................................................................... 12
AFSCME - i
TABLE OF CONTENTS (Continued)
~
ARTICLE 6
MANAGEMENT RIGHTS...........................................................................................................13
ARTICLE 7
HOURS OF WORK AND OVERTIME
Section 7.1
Section 7.2
Section 7.3
Section 7.4
Section 7.5
Section 7.6
Section 7.7
Purpose .................................................................................................................................................. 15
N onnal Workday .................................................................................................................................. 15
Nonnal W orl<Week............................................................................................................................... 15
Weeldy Overtime.................................................................................................................................. 15
Distribution of Overtime Opportunity ............................................................................................ 15
No Pyramiding...................................................................................................................................... 16
Paid Leave as Time Worked for the Purpose of
Computing Overtime ....................................................................................................................... 16
Rest Periods........................................................................................................................................... 16
Seventh Consecutive Day of Work................................................................................................... 16
Shift Starting Time ............................................................................................................................... 16
Reporting Pay ........................................................................................................................................ 16
Call-In and Call-Back Pay ...................................................................................................................17
Work Schedule ................................................................................................................................ 17
Standby ................................................................................................................................................... 17
Section 7.8
Section 7.9
Section 7.10
Section 7.11
Section 7.12
Section 7.13
Section 7.14
ARTICLE 8
WAGES AND FRINGE BENEFITS
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
Section 8.20
Wages......................................................................................................................................................18
Shift Differential................................................................................................................................... 19
Holidays ................................................................................................................................................. 19
Holiday Pay ................................................................................................................................,.......... 19
Rate of Pay When Working Out of Classification.......................................................................... 20
Unifonns................................................................................................................................................21
Safety Shoes........................................................................................................................................... 21
Vacation Benefits.................................................................................................................................. 22
Meal Allowance..................................................................................................................................... 23
Jury and Witness Duty ......................................................................................................................... 23
Tool Allowance..................................................................................................................................... 23
Bereavement......................................,..........................................................,........................................24
Pay Periods ............................................................................................................................................ 25
Injury Service Connected.................................................................................................................... 25
Certificates ............................................................................................................................................. 25
Pay for Hazard Duty............................................................................................................................ 26
Changes in Benefits.............................................................................................................................. 26
Pension...................................................................................................................................................26
Training and Training Programs........................................................................................................ 28
Skill Pay Supplement.....................................................,...................................................................... 28
AFSCME - ii
TABLE OF CONTENTS (.Continued)
~
ARTICLE 9
SENIORITY
Section 9.1
Section 9.2
Section 9.3
Section 9.4
Section 9.5
Section 9.6
Section 9.7
Section 9.8
Section 9.9
Section 9.10
Section 9.11
Definition...............................................................................................................................................29
Layoffs....................................................................................................................................................29
Recalls.....................................................................................................................................................29
Break in Seniority ................................................................................................................................. 30
Seniority Lists ........................................................................................................................................ 30
Union Officer Continuation of Duties ............................................................................................. 30
Promotions............................................................................................................................................30
Demotions.............................................................................................................................................31
Preference for Out of Class Assignments........................................................................................ 31
Shift Preference .................................................................................................................................... 31
Temporary Employees ........................................................................................................................32
ARTICLE 10
GENERAL PROVISIONS
Section 10.1
Section 10.2
Section 10.3
Section 10.4
Section 10.5
Section 10.6
Section 10.7
Section 10.8
Section 10.9
Section 10.10
Section 10.11
Work Rules ............................................................................................................................................ 33
Clean-up Time ...................................................................................................................................... 33
Safety ...................................................................................................................................................... 33
Emergency Medical Attention ........................................................................................................... 34
Transportation of Employees ............................................................................................................ 34
Transfer ..........................................................................................................,....................................... 34
Civic Duty .............................................................................................................................................. 34
Unpaid Leaves....................................................................................................................................... 34
Negotiation Pay ....................................................................................................................................35
Contracting & Subcontracting of Public Works............................................................................. 35
Sick & Vacation Leave Accrual & Maximum
Payment on Termination .................................................................................................................... 35
Perfect Attendance Bonus ...........................................................................................,...................... 36
Changes in Job Specifications & New Classifications ...................................................................36
Opportunity for Advancement .......................................................................................................... 36
Union Conventions ..................................,........................................................................................... 36
Educationall.eave ................................................................................................................................ 37
Meetings Leave ..................................................................................................................................... 37
Union Bulletin Boards ......................................................................................................................... 37
Section 10.12
Section 10.13
Section 10.14
Section 10.15
Section 10.16
Section 10.17
Section 10.18
ARTICLE 11
DRUG AND ALCOHOL TESTING ...................................................................................,.....38
Sections 11.1 -11.6.............................................................................................................................. 38
Sections 11.7 - 11.8.............................................................................................................................. 39
ARTICLE 12
SAVINGS ............................................................................................................................................. 40
ARTICLE 14
ENTIRE CONTRACT ...................................................................................................................41
TERM OF CONTRACT ...............................................................................................................42
ARTICLE 13
EXECUTION......................................................................................................................................................................................43
ELECTION OF REMEDY FORM .............................................................................................................................................44
AFSCME - ill
CONTRACT
THIS CONTRACT, made and entered into this 20th day of September 2001, by and between the
CIlY OF MIAMI BEACH, FLORIDA, (herein called the "City"), and the MIAMI BEACH MUNICIPAL EMPLOYEES
UNION, LOCAL 1554, (herein called the "Union").
WITNESSETH:
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. Representation. 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 aU 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. Bar~ininv 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 Supervisor
Central Services Technician
Control Room Operator
Diesel Generator Mechanic
Fire Equipment Mechanic
Fleet Service Writer
Heavy Equipment Operator I and Il
Mechanic I, Il, and III
Municipal Service Worker I, Il, and III
Municipal Service Worker Trainee
Museum Guard
Park Supervisor
Pest Control Supervisor
Pumping Mechanic
Recreation Program Supervisor
Sewer Pipefiller
Sewer Supervisor
Storekeeper I and II
Storekeeper/Mechanic
Stores Clerk
Street Lighting Technician I and II
Street Supervisor
Tree Maintenance Supervisor
Tree Trimmer
Waste Collector
Waste Driver Supervisor
Water Meter Technician I and II
Water Pipefitter
Water Supervisor
AFSCME - 2
The parties agree that they will periodically review the job classifications and, if appropriate, file a joint petition to Public
Employees Relation Commission (pERC) to detemUne which positions should be in or out of the bargaining unit.
Section 1.3. Communications
a) All official union communications from the City shall be sent to the Union's designated address, telephone or email.
An official AFSCME letter will be provided by AFSCME to notify the City of these designations.
b) All official City communications from the Union shall be sent to the Executive Assistant to the City Manager or
his/her designee, 1700 Convention Center Drive, 1bird Floor, Miami Beach, Fl. 33139, Phone: (305) 673-7000,
Ext. 6569, Fax (305) 604-4094.
Section 1.4. Rij:hts ofIndividua18
a) A tmion member shall be entided 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.
AFSCME - 3
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.
g) Upon request, Human Resources will provide to the Union President a monthly list of new hires in bargaining unit
positions.
AFSCME - 4
ARTICLE 2
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
Wlifonn biweekly Union dues of such employees from their pay and remit such deductions to Council 79 Business Manager
(provided address agreed)_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 one hundred dollars ($100.00) 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 hannless 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 - 5
ARTICLE 3
EOUAL 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 as defined in federal, state, and municipal ordinances.
Nothing contained herein shall serve as a barrier for the implementation by the City of any such persOIU1el 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. Affirmative 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 exarrunations and fairly
administering such examinations, however, the subject matter and/ or administration of these examinations shall be subject
to the grievance procedure up to Step III of the grievance procedure of this Contract, however, questions or complaints
concerning examinations may be brought directly to the Human Resources Director.
AFSCME - 6
ARTICLE 4
GRIEVANCE PROCEDURE
Section 4.1. Definition of Grievance and Time Limit for Filing. 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. Grip-vance 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.
The Election of Remedy Form as agreed herein shall be completed and submitted with the Step
1 grievance.
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 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 setdement 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 - 7
STEP 3: If the 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.
The City and the Union hereby agree that this procedure and the arbitration procedure set forth in Section 4.3 shall be the
sole and exclusive method for interpreting and enforcing this Agreement, except in matters over which the City)s Personnel
Board has jurisdiction (See Sections 4.6 and 4.7). Except as otherwise provided herein, the Union shall have the exclusive
right to represent all employees and to control the submission of grievances to arbitration. In accordance with its obligation
to fairly represent employees, the Union shall be authorized to withdraw, abandon or settle any grievance at any time.
Section 4.3. Binding 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, 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 arhitrator 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.
AFSCME - 8
Section 4.4. Authority of Arhitrator. 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 mumally 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 sectionj the decision of the arbitrator shall be final and binding.
Section 4.5. Ex.,penses of Arhitration. 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. Diffet'ences Concerninu Personnel Rules. A difference of opinion with respect to the meaning or
application of Personnel Rules which direcdy 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 lUldet 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 Step I Grievance or initiation action for redress in any other fomm. 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
AFSCME - 9
from utilizing said grievance procedure for adjustment of said grievance.
Section 4.8. Grievances Involvin6 Disc~line. Discipline shall only be for cause but shall not include informal counseling
or onI 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 ten (10) 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 ten (10) working days with the employee and the
Union Steward or the Union Representative at a time mutually agreeable to the parties. Written reprimands may only be
grieved through Step III of this procedure. The City will review and consider the length of time of previous reprimands as
part of the progressive discipline process.
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 18
Stewards distributed as follows:
Sanitation
Parks Maintenance
Fleet Management
Water/Sewer
Streets and Streetlights
Property Management
Recreation, Culture & Parks Department and Bass Museum
Parking Department
Chief Steward (police Department)
Fire Support
South Beach Service Team (SBS1)
2
2*/
2*/
2
1
1
4
1
1
1
1
* / Each at a different location.
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The Chief Steward (or President) 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 to the Supervisor in
the case of an urgent matter); 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 nnder this section.
Section 4.10. Grievance Meetinr. 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 Representation. 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 tight to be present at any scheduled meetings or heatings held pursuant to Section
4.2 (Grievance Procedure). In addition, the union shall be notified of all proposed grievance settlement with any bargaining
unit member in writing prior to the final disposition of a settlement agreement.
The City shall notify the Union of all grievances filed by bargaining unit members, scheduled meetings, and hearings at Step
III of the grievance process pursuant to SectioJ;l 4.2. In addition, the Union shall be notified of all proposed grievance
settlements with any bargaining unit member in writing prior to fmal disposition of a setdement agreement.
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ARTICLE 5
NO STRIKE AND NO LOCKOUT
Section 5.1. No Strike. The parties hereby recognize the provisions of Chapter 447, Florida Statutes, which define strikes,
prohibit strikes, and establish penalties in the case of a strike and incorporate those statutory provisions herein by reference.
The parties further agree thar 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.
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ARTICLE 6
MANAGEMENT RIGHTS
It is recognized that except as stated herein, it is the right of the City to detennine 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 detennine 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 requite 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 and Staff Representative shall be advised as soon as possible of the nature
of the emergency.
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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).
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ARTICLE 7
HOURS OF WORK AND OVERTIME
Section 7.1. Puwose. 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. Nonna) Workday. The oormal 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 Uruon.
Section 7.3. Nonna) 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 circwnstances 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.
Agreement shall not be unreasonably denied.
Section 7.4. Weekty 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 Opportunity. Opportunity to work overtime shall be distributed equally as
practicable among employees in the same job classification in the same work section and atea 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
re<:orded foe overtime hours not worked shall not be discriminated against with respect to future overtime opportunities or
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job assignments. Overtime worked shall be voluntary, whenever possible. On a particular job, an employee may be asked
to complete work in progress during overtime when hazardous conditions are present.
Section 7.6. No Pyramiding. Compensation shall not be more than once for the same hours.
Section 7.7. Paid Leave as Time Worked for Pu(pose of Computinv Overtime. A holiday or other paid leave
(excluding workers compensation leave and sick 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. Seventh Consecutive Da-y ofWntk. 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 paid leave will not be
considered as time worked for the purpose of this Section. lbis 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 7.10. Shift Starting 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 pennit the giving of ten (10) days notice.
Section 7.11. Re.portinll' 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.
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Section 7.12. Cd-In and Call-Back Pay. 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 rare; 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.
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 7.13. 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.
Section 7.14. Standby. Employees assigned to emergency standby duty in the Sewer, Parks, Water and Fire Mechanics shall
be issued a beeper and respond to call-in situations, consistent with procedures established by the Director or his/her
designee. These employees shall receive two (2) hours of straight time pay as a standby bonus unless they receive call-in pay
under Section 7.12, Call-In and Call-Back Pay, of this Agreement.
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ARTICLE 8
WAGES AND FRINGE BENEFITS
Section 8.1. WaDeR.
The City of Miami Beach classification and pay system will be utilized under this contract This includes salary range changes,
job audits, and market classification studies. This does not include cost-of-living increases. No change shall take place until
the Union President or his/her designee concurs. No decision made within the context of this provision shall result in a
lower grade, the removal of a job classification from the bargaining unit, nor shall said decision result in an exemption from
FLSA overtime requirements.
a) Effective with the first (1") pay petiod starting on or before April 23, 2001, there shall be an across-the-
board increase of four percent (4%) for all bargaining unit positions. In addition, the minimums of each
range will increase in accordance with the City's Class& Pay System (which is approximately 14.3%),
effective with the first (1") pay period ending in April 2001, the maximwns will be increased by four percent
(4%).
b) Effective on or after April 23, 2001, any employee making less than $8.56 an hour after the across-the-board
increase and increases of the minimum in (a) above, shall receive an increase to $8.56 per hour.
c) Effective with the first (1 ") pay period starting on or before April 22, 2002, there shall be an across-the-
board wage increase of a minimum of four percent (4%). The minimums and the maximums will be
increased four percent (4%).
d) Effective with the first (1 ") pay period starting on or before April 30, 2003, there shall be an across-the-
board wage increase of four percent (4%). The minimums and the maximums will be increased four percent
(4%).
Within thirty (30) days of an employee's merit review date, the employee's Department shall complete a Performance
Evaluation and forward it to Human Resources. The Evaluation shall be completed in accotdance with the policy established
by Human Resources. Failure to complete a Performance Evaluation within thirty (30) days will result in an automatic two
percent (20/0) salary increase. Any other increase will take effect retroactively when the evaluation is completed. Performance
Evaluation increases may total no more than four percent (40/0).
AFSCME - 18
Employees who receive a score of ninety (90) or above shall receive a four percent (4%) increase on their merit review date.
Employees who receive a score ofless than ninety (90), but-eighty (80) or above, shall receive a three percent (3%) increase
on their merit date.
Employees who receive a score of less than eighty (80), but-sixty (60) or above, shall receive a two percent (2%) increase on
their merit date.
If an employee's merit rating score does not qualify him/her for a merit increase, the employee may grieve the evaluation
up to Step 3 under the provisions of this Agreement.
Section 8.2. Shift Differential. Effective November 1, 2001 there shall be a shift differential of forty five cents (4511') 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. Effective
November 1, 2001 there shall be a shift differential of fifty five cents (5511') 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. Effective November 1, 2001, an employee who is scheduled to work on a holiday shall receive time and one
half (1 V,) 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) limes his/her straight lime hourly rate of pay for
any such hours worked over eight (8).
AFSCME - 19
To be eligible for holiday pay, an employee must report for scheduled work on the holiday, on the last scheduled day
preceding the holiday, and the first scheduled day following the holiday unless such absences are excused. Excused absences
are defined as:
1) an absence due to serious illness or injury;
2) approved annual leave;
3) floaring holiday;
4) birthday.
If an employee, scheduled to work, works more than his/her normal hours on a holiday, the excess hours shall be paid at
the holiday rate.
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) Effective November I, 2001, 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 one dollar $1.00) in addition to the employee's regular hourly rate of pay.
(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 dearly 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 ttaining program for a higher-paying classification will be paid
their current rate in their regular classification during such training time.
AFSCME - 20
Section 8.6. Unifonns. The City will provide uniforms to bargaining unit employees who are required to wear them. The
composition of the uniform shall be determined after consultation with the Union. The Uniforms issued shall be chosen
based on considerations of employee safety and comfort, as well as cost. Issued uniforms will be replaced by the Department
upon presentation of worn or damaged uniform items by the employee no less than once per year. Each Department
Director shall provide necessary safety/foul weather gear, as appropriate.
The vendors will deliver the uniforms in the month of January of each year for the term of this Contract.
All employees shall receive six Made in America uniforms.
Six pants or shorts (if appropriate)
Six shirts
Six T-Shirts
One Uniform Jacket (one jacket during the rerm of the contract)
Section 8.7. Safety Shoes. Employees in the following job classifications will be required to wear safety shoes during all
working hours. Effective October of each year a safety shoe certificate will be provided to those employees in the following
job classifications for the purchase of safety shoes meeting ANSIZ41 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 the Shoe Safety Committee comprised of two (2) Union representatives and two (2)
Management representatives.
Assistant Pwnping Mechanic
Diesel Generator Mechanic
Fire Equipment Mechanic
Heavy Equipment Operator I and II
Mechanic I, II and III
Municipal Service Worker I, II and III
Municipal Service Worker Trainee
Park Supervisor
Pumping Mechanic
Sewer Supervisor
Sewer Pipe Fitter
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Street Supervisor
Street lighting Technician I and II
Stores Clerk
Storekeeper I and II
Storekeeper/~echanJc
Tree Trinuner
Water ~eter TechnJcian I and II
Waste Collector
Waste Driver Supervisor
Water Pipe Fitter
Water Supervisor
Building Services Technician
Control Room Operator
Central Setvices Technician
Pest Control Supervisor
Tree Trinuner
Irrigation Systems Supervisor
Fleet Service Representative
Employees receiving the safety shoe certificate will be required to purchase and wear the safety shoes during all working
hours unless medically prohibited by workers compensation or primary physician, 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.
The Executive Assistant to the City ~anager/Labor Relations shall review any questions on the interpretation of this
paragraph.
The Hwnan Resources Director shall review any question on the interpretation of this paragraph in the absence of the
Executive Assistant to the City ~anager/Labor Relations.
W'hen, due to extreme wear and tear or accidental destruction, a replacement pair of safety shoes is required, the City will
grant an additional shoe certificate.
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.
AFSCME - 22
Section 8.9. Meal Allowance. Effective November 1, 2001, an employee who works three (3) or more contiguous hours
of post shift overtime shall be paid seven dollar ($7.00).
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 Wlder this Section shall cease.
Section 8.10. lucy and Witness Du~. The City shall pennit 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 8.11. Tool Allowance. Effective January 1, 2002, employees in the Mechanic II, Mechanic III, and Fire Equipment
Mechanic job classifications shall receive a tool allowance of Fifteen Dollars ($15.00) per pay period; employees in the
Mechanic I and Storekeeper/Mechanic job classifications who regularly are required to use their own personal tools as part
of their job duties, shall receive a tool allowance ofTen Dollars ($10.00) per pay period. As a condition precedent to being
eligible to receive the tool allowance outlined herein, the following will apply:
AFSCME - 23
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) weeks 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.
Each employee will submit to Management a complete inventory of the tools which they maintain at their job site for working
on City vehicles, annually. One (1) hour of time to prepare the annual inventory of tools shall be done on City time once
a year.
Each employee shall make his tools available to Management staff for an inventory and/ or safety check upon reasonable
notice.
Section 8.12. 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
AFSCME - 24
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.
Section 8.13. 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.
Sectinn 8.14. InjulY Service Cnnnected. 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 biweekly rate
of pay.
Section 8.15. 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
AFSCME - 25
appropriate where certificates are required.
Section 8.16. P"y for Hazard Duty.
Effective November 1, 2001, employees_ working hazard duty will be paid $1.00 an hour for time actually spent in these
activities. Hazard duty applies to the following activities:
A. Spraying hazardous chemicals (The definition of "hazardous" shall be consistent with the current definition as of
ratification).
B. Diving with scuba gear
C. Working in trenches five (5) feet or greater
D. Working in raw sewage
E. Working forty (40) feet or higher on aerial lift operations
Section 8.17. ChanlP'8 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 8.18. Pension.
Pensionable Com.,pensation: Includes all compensation which is presently included for employees who became members
before November I, 1976.
Under the previous Agreement dated May I, 1992 through April 30, 1995, for all new hires, new hires being those employees
hired on or after Apri130, 1993, the compensation benefits should be based on salary and longevity only.
EIi~bili\y for Service Retirement: Age 50 with 5 years of service.
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Definition of Dependent: Child who has not attained the age of 18, or 25 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 Monthly Service Retirement Benefit: Three percent (3%) of the final average monthly earnings (F.A.ME.)
for each of the first 15 years of creditable service and four percent (4%) of F.A.M.E. fot each year in excess of 15 years,
provided the benefit is not in excess of ninety percent (90%) of F.A.M.E.
EmplQyee Contributions: Increased from eight percent (8%) to ten percent (100/0) 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 optional401-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 of the Pension Plan currendy funded from the City's General Fund shall be bome
by the Pension Plan.
1. Request an actuarial study prior to April 2, 2002, to analyze the cost and impact of the following pension items:
A. Application of Rule of Seventy C/O)
B. Retirement window
C. Employee contributions
D. Contribution withdrawal forfeitures
E. Vesting requirements
F. 401 (A) Plan
AFSCME - 27
2. With thirty (30) days notice, either party may request reopeners to discuss the potential for implementation of benefits
studied in the actuarial studies.
3. The City agrees to an increase from 1.5% Simple Cost of Living to 2.50/0 Compounded Cost of Living increase fot
employees who retire after October 1, 2000.
Section 8.19. Traininr and Training' ProlUams. The City and the Union agree that the training and development of
employees within the bargaining unit is mutually beneficial. The Union will be kept informed of all training programs. The
Union may make recommendations to the City relative to the training of employees within the bargaining unit. The City will
consider recommendations and improvements submitted by the Union. The parties agree to meet at the request of either
party for the purpose of exchanging information concerning the overall training of employees within the bargaining unit.
Section 8.20. Skin p~ Supplement.
Effective January 1, 2002, the Skill Pay Supplement will be as follows:
Automobile Technicians/Medium/Heavy Truck Technicians
3 to 5 Certifications
$40.00/ month
6 to 7 Certifications
$80.00/month
"Master" Auto Technician
$120.00/month
Fire Mechanics
Levell Fire/Ambulance
$50.00/month
Level 2 Fire/Ambulance
$90.00/month
EVf Master Fire/Ambulance
$130.00/month
Natural Gas ASE Certiifcation
$20.00/month
Parts Specilaist
3 of 3 Certifications
$40.00/ month
Note: The maximum Skill Pay Supplement Benefit would be $14O.00/month
AFSCME - 28
ARTICLE 9
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. Layoffso When there is a reduction in force in any job classification (including those resulting from a
consolidation or elimination), employees will he 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. W'hen 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, hel 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. RecallR. 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
AFSCME - 29
a six-month period.
Section 9.4. Break in Seniorhy. 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 tenninated for cause.
d) retires or is retired.
e) fails to return to work at the expiration of any approved leave of absence.
*) 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.S. 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 rnnltings shall be deemed correct unless
errors are brought to the attenrion of the City within thirty (30) days following any posting.
Section 9.6. Union Officer Continuation ofDutieR. 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 tenn promotion as used in this Contract, means the advancement of an employee to a higher
paying classification. \Vhenever a bargaining nnit job opening occurs, other than a temporary opening, in any existing job
AFSCME - 30
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.
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 he the determining factor where two (2) or more
employees witltin 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 AssJ.enments. 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-class 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 previously 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 reassigrunent, it will do so on the basis of seniority, skill, ability and past performance.
AFSCME - 31
If skill, ability and past performance among the persons seeking the reassignment is equal, seniority shall govern. In the event
that management detennines that granting the reassignment would provide Wlbalanced 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.
Section 9.11. Temporat;y Employees. 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 eutry level step 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 - 32
ARTICLE 10
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 duting the term of this Contract. The Union will be provided with
an opportWlity 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-qp Time. When necessary at the end of the shift, employees shall be allowed up to fifteen (15)
minutes clean-up time to include personal and work area cleanup time. Where facilities are provided. they shall be properly
supplied.
Section 10.3. Safely. 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.
\Vhen weather and operational conditions PemUt, employees may be pennitted 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.
AFSCME - 33
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.
Safety GlaRoses. If an employee requires prescription glasses to perform work and the hazards of his/her job are such that
special safety glasses are necessary to ensure safe working conditions, the City will provide them. Such requests shall be
subject to the approval of Risk Management.
Section 10.4. Eme(venc<;y 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.
Section 10.5. Transportation of ElI\Ployees. 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 reasouable 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 oflaw 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 legislative 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. Uf\Paid 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.
AFSCME - 34
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. New-tiation P~. 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. Contractinr and Subcontractinv 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.
Section 10.11. Sick and Vacation Leave Accrual and Maximum P~ment on Tennination. The present policy
concerning sick leave, including the policy for payment of accrued sick and vacation time combined, up to a maximwn of
one year's salary, upon termination, retirement, or death, shall continue for all employees hired before October 1, 1978.
All new employees covered by the agreement shall, under applicable ordinances, rules and regulations: shall be allowed to
accumulate no more than 360 hours 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 leave 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 maximwn payment time at
termination, death, or retirement of480 hours vacation leave and one-half of sick leave to a maximum of 600 hours. See
schedule of implementation below:
AFSCME - 35
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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. Meetin~ Leave. The Union shall have the right to designate one (1) representative. authorized with pay
for time hel 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.
Section 10.18. Union BuUetin BOaMs. 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) Public Works Operations- 451 Dade Boulevard
2) Sanitation - 140 MacArthur Causeway
3) Parking Department Shop - 140 MacArthur Causeway
4) Fleet Management - 140 MacArthur Causeway
5) Parks Maintenance Division, 2100 Meridian Avenue
6) Flamingo Park
7) Fire Department Service Area
8) Meter Parking - 1837 Bay Road
9) City Police Station
10) City Hall
AFSCME - 37
ARTICLE 11
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 employees, 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 analysis, urine analysis and/or Breathalyzer when
it has a reasonable suspicion as defined in Florida Statutes 440.102 (N) that an employee is under the influence of or using
alcohol, drugs or narcotics and/or when an employee ~has caused, contributed to or been 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 sample will be subjected to a second test
at the employee's request and at the employee's expense. If the second test is negative, the employee will be reimbursed by
the City.
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 ("refusal to submit" includes adulterating a sample or
submitting a false sample) 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 - 38
Section 11.7. Druvl Alcohol Random Testing:. It is important to the safety and welfare of employees and the public that
bargaining unit members not be impaired by alcohol while on duty nor use illegal drugs. To demonstrate the commitment
of the City and the Association to this notion, employees will be subject to random testing during the term of this Agreement.
Employees will be chosen from a blind list by the Hwnan Resources Department or its designee. Those employees who
have a CDL license and are in the CDL Drug Testing Pool will not be part of the AFSCME Drug Testing Pool since the
employees who hold a CDL license are already being randomly tested. In other words, all AFSCME employees will be in
either the CDL Random Drug Testing Pool or the AFSCME Random Drug Testing Pool.
Section 11.8. Last Chance Agreement. Employees testing positive may be offered the opportunity to enter into a "Last
Chance Agreement" to continue their employment. The Agreement shall require participation in a rehabilitation program
and such other requirements as set forth by the City. The City reserves the right to terminate an employee without providing
him/her with a Last Chance Agreement, if the incident giving rise to the positive drug test involved threatening or violent
behavior or conduct so disgraceful that it causes substantial embarrassment to the Administration. Employees nnder a Last
Chance Agreement who test positive shall be tenninated from employment with the City and this is not grievable WIder the
grievance procedure. Employees may be given no more than one (1) chance for substance abuse rehabilitation during
employment with the City.
AFSCME - 39
ARTICLE 12
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 - 40
ARTICLE 13
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 - 41
ARTICLE 14
TERM OF CONTRACT
1bis Contract shall be effective as of date of ratification, and shall remain in full force and effect through the 30th
day of April, 2004.
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.
TIlls Contract shall remain in full force and effect during the period of negotiations, unless either party gives the
other party at least ten (10) days written notice of its desire to terminate this Contract.
AFSCME - 42
Executed by the parties hereto on the 3'1 silL day of
and City Clerk.
AMERICAN FEDERATION OF STATE,
FLORIDA
COUNTY AND MUNICIPAL EMPLOYEES,
LOCAL 1554 (AFSCM
By:
-J~
Lewis Peeples
International Field Service Director
A_,-rfm~ r~
ity Clerk
:lg
c:jUNION.CTRj AFSCME Union Contract 2000.CTR.doc
AFSCME - 43
1)~,1;t>b~~
2001, by the Mayor
CITY OF MIAMI BEACH,
By:
Neisen O. Kasdin
Mayor
APPROVED AS TO
fORM & LANGUAGE
& fOR EXECUTION
~
'7/1"';;/
DaI8
AMERICAN FEDERATION OF STATE, COUNTY & MUNICIPAL EMPLOYEES
AFSCME LOCAL 1554
ET .FCTION 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:
1._
I/We elect to utilize tbe Grievance Procedure contained in the current
Contract between the City of Miami Beach, Florida, and AFSCME
Local 1554. Except as provided in number two (#2) below the Union
has the exclusive right to represent all employees and to control tbe
submission of grievances to arbitration.
Signature
Date
2._
I/We elect to utilize another forum for my/our grievance, and in doing
so, 1/ we permanently waive my/our 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:
I/We hereby authorize AFSCME Local 1554 to process the attached grievance on
my/our behalf.
Signature
Date
AFSCME - 44