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LTC 251-2010 Tentative Agreement with CWAm %IAMIBEACH C}F~iCE C7F TFiE CITY MANAGER ~,©. i! TC # z~1-2t11Q LETTER TO CC7C11111111551C~N TC]: Mayor Matti Herrera. Bower and Members of the City Commission FRAM: Jorge M. Gonzalez, City Manager C~AI`E: September 24, 24J1 Q SlJB~ECT: TentatiWe Agreement with #%le Communications Workers of America ~CWA} The purpose of this letter to Commission LTC} is to advise the Mayor and City Commission that the City and the Communications Workers of America {CWA} have reached a Tentative Agreement an a three (3} year collectible bargaining agreement for the time period covering dctober 1, 20fl9 through September 3{l, 2C}12. The l_abar Relations team ,and I met with the CWA President and the CWA Negotiation team this evening and discussed the City's praposa[. Attached is a copy of the signed Tentative Agreement which outlines the City's .proposal. l plan to update each of you further one-on-one, if you. have any questions prior to that, please feel free to contact. Attachment C: ~7Ce~utlWe Staff Management Team F:lcmgrl$ALL11riTG 2{}~O1LTC Tendatl~re Agreement w9t~ CWA.dc~cx JMfia{HMFlRIIk# m 'J~IAMBEACH CITY CaF MIAMI BPACH PR©PQSAL FC~R C~JA September 22, 2410 - flptiore 1 Successor 3 Year Agreement Qctaber , 2Q09 through September ~~. ZQ1 Q Wcs es PY 2009/2014 FY 2010/2411 FY 2011 /2412 Wage Adjustment {1rC3LAy 0°/0 0°l° 3% April 2:012 'Wane Increase ~MeritlSteps~ Status Qua 'freeze (no Merit/Step grantedy Freeze ~t~o Merit/Step granted >l2 Month Tempar®ry Wage Concession Status Quo 3.5°1° - Additional Employee Pension 0°~ ° _ ~°/o Contribution Effective Uctaber 1, 2014, ~ those employees that are currently an the step pay Lange~rity Pay: an increase of 2.5% after 7 plan will mays to a pay for Pay for years, an additional 2.5°/° after 14 years (fora performance plan, which is performance plan total of S%~, an additional 2.5% after 15 years Status Qua consistent with all other remains. Longevity for a total of T.5°l©), an addi'tirsnal 2.5% after ~CWA Bargaining Unit eliminated effecsive 24 years (for a total of 10%), and an additional members. Longevity pay September 34, 1% after 25 years (for o total of 1 1°I°~ wi1l remain in ~:ffeCt far 2Q12 those individuals that are currently eligible far it until September 34, 2012. Page 1 taf 6 1Fair Labor 5#andards Actt~FLSA~Related ProYisions: ff Employee works on regular scheduled day MoiiclaylCher~ime P'aJr: same that falls on a holiday, they receive straight provisions call for the City b pay the time + equivalent hours employee 2 or 2.5 times the regular of holiday pay rate of pay when working an holidays 1 compensated at /z of in addition to the straight time pay they regular rate of pay, automatically receive for the holiday. Status Quo Far Example: Employee works $ hours ~ For those employees on a holiday, yet gets paid for 20 or who are required to 28 hours. work on their regularly scheduled day off that falls on a holiday, they receive straight time + equlValent hours Of holiday pay compensated at #heir straight rate of pay, CI-vertinne: vacation and holiday pay • Eliminate vacation and holiday pay as hours are included in as time worked for the Status Quo worked for overtime purposes of compu#ing overtime ca6culations ~I!VIT Ptry: a 5°/4 pay increase far those Effective September ~ 30, 2012 EMT Lifeguard I, Lifeguard II, Lifeg~rard Lieutenant, Incentive Posy will and Pool Guard employees who attain and EMT certification is cease and EMT maintain an EMT certification required far all new hires in certification will Both parties agree to meet to discuss and enter Status Quo Lifeguard I, II and become a job into a side Agreement regarding the City Lieutenant and fool Guard requirement for all assisting current employees who do not have I and II Classifications Lifeguard I, II and EMT certification with training to obtain it. Lieutenant and Poal Guard I and II Classifications Shi~# Di~erantiai 'Pay: when a majority of an employee's hours fall between 3 pm and 1 1 pm, an additional $0.45 per hour is given for those hours after 3 pm; when a majority of an Status Qua Eliminate employee's hours fall between 1 1 am and b:30 pm, an additional $~}.S5 per hour is given for those hours after 1 1 pm Cleaning Allowance: $40 per month for employees in 25 classifications who are required Status Qua Eliminate - to wear a uniform Time Bank: 3,040 hours per year to conduct Status Quo Reduce to ],500 hours per CEO"G''Fi' J~".rJi'' r'.Y'5'°'e55 `?P_:_. P~~e x of s Pensi®n I~fFectsYe September 3O. 201. a} FAME Change from 2 to 5 years [Phased in over a 5 year period} • Anyone who is at or beyond normal retirement age (age 54 far Tier ,+~ and age 55 for Tier B} would remain at a 2 year Fame Anyone who is 24 months ar less away from normal retirement age would remain at a 2 year FAME. Anyone is between 24 and 3c5 mon#hs away from normal retirement age would have a 3 year FAME. • Anyone wha is between 36 and A8 months away from narrnal retirement age would have a 4 year FAME. • Anyone wha is mare than 48 months away from normal retirement age would have a 5 year FAME. Future Employees Proposal A#tached {would become effective for all new employees upon effective changes to pension ordinance No Lay~ofts as a result of budget cuts throu~t~ September 3D, 2D 1 ~ Employees covered under the CWA Bargaining l3nit will not be separated from employment with the City for reasons other than discipline, voluntary separation, or whose position is reclassified due to changes in job duties for FY 2C}14f 241 1 and FY 201 1 /24~ 2. individuals whose positions are elirr~inated from the b+sdget (or who are impacted as a result of the elimination o$ a position in the budget ~"bumping"}} will be placed in a position with the City far i, which they meet the minimum and physical requirements. This proposal is contingent upon: 1. the CWA's signed acceptance no later than S:Q4 prn on Thursday. September ~3, ~+D 1 uy and ~. lFinal contract language and contract ratification by the CWA memlbership on or before DCt®bP.r $, 2E}1Q. if the Pension Board actuary and the State of laorida Division of Retirement, confirm in writing that the City gill realise a fatal of $1,QQ~Q.t~S~ in pension savings associated with the Rension Changes for the +CWA employees to the City's ARC payable October 1, 281 t~, the City and Union agree to implement ..option Z" as outlined below: Page3af6 CITY CfF MIAMI bEACI-I PRC)f'OSAL FOR CWA September 22, 201 C1-Option 2 SutCessar 3 Year Agreement 4~tober 1, 2I~[1'4 through September 3~, 2Q1 A Wacaes FY 2009/20 ~ FY 2f31 Q/201 l FY 207 l /20l 2 Wage Adjustment (CC3LA) 0°l° (]% 3% April 20~ 2 Wage Incregse ~MeritlSteRs} Status Quo Freeze (na Merit/Step granted) Freeze (na Merit/Step granted} Additional Employee Pension ~°~,° ~% ~°/° Car~tribution Effective October ~ , 2010, ~ongerrity Pay. an increase of .~°f° after 7 those employees that are currently on the step pay years, an additiana4 2.5°!° after 10 years (fc~r a plan will move to a pc~y Eor Pcty For btal of 5°/°p, an additional 2.5% after I5 years performance plan, which is performance plan {far a total of 7..5%°}, an additional 2.5°/° after consistent with all ether remains. longevity 20 years (for a total of 10%}, and an additional Status Quo CWA Bargaining l.~nit eliminated effective i % aRer 25 years for a total of ~ 1 %} members. longevity pay September 30, will remain in eFfect for 201 ~ those individuals that are currently eligible far it until September 30, 2022. Fair Labor Standards Act ~FLSA~ Related Proaisians. if Employee works on regular scheduled day • Holiday/+Dvertime Pay, some that falls on a holiday. they receive straight provisions call for the City to pay the time + equivalent hours employee 2 or 2.5 times the regular of holiday pay rat€~ of pay when working an holidays , compensated at /a of in addition to the straight time pay they regular rate of pay, automatically receive For the holiday. Status Quo For Example: Employee works $ hours + Far those employees on a holiday, yet gets paid for 20 or who are required to 28 hours. work an their regularly scheduled day aft that Falls an a holiday, they receive straight time + equivalent hours of holiday pay compensated at their straight rate of pay. Page 4 of • QY@CFlnl~ vacatian and holiday pay + Eliminate vacatian and holiday pay as hours are included in as time worked far the Status Qua worked far overtime purposes of computing overtime calculations EMT Pdy; a 5% pay increase for these EfFective September ~~~ ~ 1=MT ~~ Lifeguard I, Lifeguard II, Lifeguard Lieutenant, ` Incentive Pay will and foal Guard employees who attain and EMT certification is cease and EMT maintain an EMT certification required far all new hires in certification will Status Quo LiFeguard I, II and became a jab Bath parties agree to meet to discuss and enter Lieutenant and Poal Guard requirement far all into a side Agreement regarding the City i and Il Classifications Lifeguard I, II and assisting Current emplayees who da not have Lieu#snant and Pool Guard l and II ,EMT certification with training to obtain it. Classifications Shit RifFee~enifial Poy; when a majority of an employee's hours Fall between 3 pm and 1 1 pm, an additional $0.45 per hour is given far those hours after ~ pm; when a majority of an Status Quo Eliminate employee's hears fall between 7 1 am and b:30 pm, an additional $0.55 per horsy is given Far those hours after 1 1 pm Clret~neng A~le~wance; $40 per month for emplayees in 25 classifications who ors required Status Quo Eliminate to wear a uniform ~irne B~nik; 3,000 hours per year to conduct Status Quo Pedt~'ce to 1,500 hours per certain union business year Pensiton [e~F~ctivc~ S~pt~m6er 30, ~Q101 FAME Change from 2 #0 5 years (Phased in aver a 5 year period ^ Anyone who is at or beyond normal retirement age age 50 far Tier A and age 55 Far Tier By would remain at a 2 year Fams + Anyone who is ~4 months ar less away from normal retirement age would remain a# a ~ yeax FAME. • Anyone is between 24 and 3b months away from normal retirement age would have a 3 year FAME. Anyone who is between 3fi and 48 man#hs away Pram normal retirement age would have a 4 year FAME, • Anyone who is more than 48 months away from normal retiremen# age would have a 5 year FAME. Future Employees Proposal Attached (waufd became effective Far all new employees upon effective changes to pension ardinancej Page 5 of 6 No Lei -offs as a result of bud et cuts throu ~ 5e tember 30, 201 ~ Employees. covered under the CWA Bargaining l~nit will not be separated from employment with the City for reasons ether than disc'spline, voluntary separation, car whose position is reclassified due to changes in job duties fnr FY 2014/201 1 and FY 201 1/2(112. Individuals whose positions are eliminated from the budget for who are impacted as a result of the elimincafiion of a positon in the budget ("burrtQing"J} wilfi be placed in ca position with tike City for This Package Proposal is subject to the approval of the City Commission. The City of Miami Beach reserves the right to withdraw, amend, revise, add or supplement the above proposals at any time before a final agreement is ratified. This proposal is contingent upon: ~ . the CWA"s signed acceptance na later than 5.(rMQ pm on Thursday] September 23, 20 ~ 0, and 2. final contract language and contract ratification by the CWA rraembership an or before October 8, 2010. 1 ~, ~ c ~~,~ wY. Ric~ard McKinnon, ~ Date }urge M. onalez ~,~,~.,~ President far CWA, Lacal 317$ Ci Ma ger i. Date Page 6 of C L ~ ~ ,~ V i ~ [~ . ~. ~ ~ ~ ~ ~ ~ ~ ~ ~ to `'~ -~- ~ c~ C~ cn ~ ~ ~ j • ~ '~ ~ ff '' -Is ~ ' ~ ~ Q~r1 l.!'~ -~ 'D ~ ~ .. ~ ~ ~ ~ ~ c~ .~ .. V ~ ~ CU .~ ~ ~ ~ ~ cn ~ ~ U v ~.1 +~' ~U ~{ ~ ~ ~ L ~ ~ i~ ~ ~ i } •Re ji ~ ~ ~ ~ ~ ~ ~ ~ .~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ Q