AFL-CIO-CLC Fire Fighters Local 1510 Agreement Co 13—�g3D/„
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AGREEMENT
BETWEEN
CITY OF MIAMI BEACH, FLORIDA
and the
FIRE FIGHTERS OF MIAMI BEACH
INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS
LOCAL 1510
AFL-CIO-CLC
Period Covered
October 1, 2012 through September 30, 2015
TABLE OF CONTENT
PAGE
AGREEMENT 6
ARTICLE 1 RECOGNITION 7
ARTICLE 2 DEDUCTION OF UNION DUES
Section 2.1 Check-off 8
Section 2.2 Indemnification 8
ARTICLE 3 GRIEVANCE PROCEDURE
Section 3.1 Definition of Grievance and Time Limit for Filing 9
Section 3.2 Definition of Weekday 9
Section 3.3 Grievance Procedure 9
Section 3.4 Election of Remedies 10
Section 3.5 Binding Arbitration 10
Section 3.6 Authority of Arbitrator 11
Section 3.7 Expenses 11
Section 3.8 Processing Grievances 11
Section 3.9 Suspensions. Reductions in Pay or Class of Removal 12
Section 3.10 Probationary Period 12
Section 3.11 Union Grievance Committee 12
Section 3.12 Waiver of Time Limitations 12
ARTICLE 4 NO STRIKE AND NO LOCKOUT
Section 4.1 No Strike 13
Section 4.2 No Lockout 13
ARTICLE 5 MANAGEMENT RIGHTS 14
ARTICLE 6 GENERAL PROVISIONS
Section 6.1 No Discrimination 15
Section 6.2 Union Activity 15
Section 6.3 Seniority List 15
Section 6.4 Relief at Fire 15
Section 6.5 Exchange of Time 15
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TABLE OF CONTENT—continued PAGE
Section 6.6 Protection of City Property and Equipment 15
Section 6.7 Uniforms 16
Section 6.8 Meetings Between Parties 16
Section 6.9 Time Bank 16
Section 6.10 Line of Duty Injuries 17
Section 6.11 Change in Shifts 17
Section 6.12 Fire and Rescue Off Duty Services 17
Section 6.13 Promotional Examinations and Appointments 18
Section 6.14 Light Duty Assignments 24
Section 6.15 Injury Service Connected 24
Section 6.16 Jury Duty 25
Section 6.17 Reduction in Work Force 25
Section 6.18 Infectious Disease Presumption 26
Section 6.19 Seniority Bid System 26
Section 6.20 Minimum Staffing 26
ARTICLE 7 WAGES AND FRINGE BENEFITS
Section 7.1 Wage Increases 27
Section 7.2 Suppression Division 27
Section 7.3 Assignment Pay 27
Section 7.4 Paramedic and EMT Pay 27
Section 7.5 Certification Pay 28
Section 7.6 Paramedic Training 28
Section 7.7 Driver Incentive Pay 29
Section 7.8 Work Out of Classification 30
Section 7.9 Overtime 30
Section 7.10 Call In Guarantee 30
Section 7.11 Holidays 31
Section 7.12 Vacation Benefit 32
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TABLE OF CONTENT—continued PAGE
Section 7.13 Negotiation Pay 32
Section 7.14 Sick and Vacation Leave Accrual and Maximum Payment 32
Upon Termination
Section 7.15 Sick Leave Sell Back Program 33
Section 7.16 Hours of Work 33
Section 7.17 Health Trust Contributions 34
Section 7.18 Recertification 40
Section 7.19 Court Time 40
Section 7.20 On Call 40
Section 7.21 Shift Training Coordinator 40
Section 7.22 Pension Pick-up 41
Section 7.23 Rescue Out of Class (ROC) 41
Section 7.24 Pension 41
Section 7.25 Buy Back of Probationary Time 49
Section 7.26 Voting Time 49
Section 7.27 Commission on Fire Accreditation International Pay 49
Supplement
Section 7.28 Compensation Plan 49
Section 7.29 Shift Fire Investigator 50
Section 7.30 Hazardous Duty Pay 50
ARTICLE 8 JOINT OCCUPATIONAL SAFETY AND HEALTH
Section 8.1 Committee Make-up and Responsibilities 51
Section 8.2 Personal Equipment 51
Section 8.3 Ladder Training 52
Section 8.4 Air Quality Evaluations 52
Section 85 SCBA Repair 52
ARTICLE 9 LEAVE OF ABSENCE
Section 9.1 Educational Leave and Tuition Refund 53
Section 9.2 Bereavement 53
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TABLE OF CONTENT—continued PAGE
ARTICLE 10 TRANSFER OF SERVICES
Section 10.1 Notice 54
Section 10.2 Discussions 54
ARTICLE 11 DRUG/ALCOHOL TESTING
Section 11.1 Selection 55
Section 11.2 Screening 56
Section 11.3 Expedited Arbitration 57
Section 11.4 Rehabilitation 59
ARTICLE 12 SAVINGS 60
ARTICLE 13 WAIVER AND ENTIRE AGREEMENT 61
ARTICLE 14 TERM OF AGREEMENT 62
EXECUTION 63
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ELECTION OF REMEDY FORM 64
HEARING EXAMINER RULES 65
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AGREEMENT
THIS AGREEMENT, made and entered into this ` day of C,l 2013 b and
G a y o y
between the City of MIAMI BEACH, FLORIDA (herein called the "City"), and the FIRE
FIGHTERS OF MIAMI BEACH INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS,
LOCAL 1510, AFL-CIO-CLC (herein called the "Union").
SCOPE
It is the intention of this Agreement to provide for salaries, fringe benefits, and other terms and
conditions of employment. It is further the intention of this Agreement to prevent interruption of
work and interference with the efficient operation of the City and to provide for an orderly,
prompt and just manner in handling grievances.
Within the context of this Agreement, the use of masculine-gender terms shall be considered
gender-neutral and are freely interchangeable with the corresponding female-gender terms.
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ARTICLE
Recognition
The City recognizes the Union as the sole and exclusive bargaining representative for the
purpose of negotiations over wages, hours, and other terms and conditions of employment for
the following classifications in the Fire Department:
Firefighter I
Firefighter II,
Fire Lieutenant,
Fire Captain, and
all probationary employees serving in these classifications.
All other employees in other present classifications, including Fire Chief, Assistant Chief,
Division Chief, Battalion Chief and any other classifications established by the City, are
excluded.
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ARTICLE 2
DEDUCTION OF UNION DUES
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 Agreement to deduct the uniform biweekly Union dues of such
employees from their pay and remit such deductions to the Union Treasurer, together with a list
of the employees for 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 in writing of the exact amount of such uniform
membership dues to be deducted. The Union will notify the City in writing thirty (30) days prior
to any change in its dues structure. In January of each year of this Agreement, the Union will
remit to the City $400.00 as an administrative fee for the collection of dues by the City.
2.2. Indemnification. The Union agrees to indemnify and hold the City harmless against any
and all claims, suits, orders, or judgments brought or issued against the City as a result of any
action taken or not taken by the City under the provisions of this Article.
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ARTICLE 3
GRIEVANCE PROCEDURE
3.1. Definition of Grievance and Time Limit for Filing. A grievance is a dispute involving the
interpretation or application of the express terms of this Agreement, excluding matters not
covered by this Agreement; or where Personnel Board rules and regulations are involved;
provided that disciplinary actions, including discharges, may be grieved under this Article, as
provided herein. See Section 3.4 (Election of Remedies) for procedures to be utilized in
particular circumstances. No grievance shall be entertained or processed unless it is submitted
within fifteen (15) weekdays (excluding Saturday, Sunday, or holidays recognized by the City)
after the occurrence of the first event giving rise to the grievance or within fifteen (15)
weekdays after the employee, through use of reasonable diligence, should have obtained
knowledge of the occurrence of the first event giving rise to the grievance.
3.2. Definition of Weekday. The term "weekday", as used herein shall be defined as any day,
Monday through Friday, excluding holidays, recognized by the City.
3.3. Grievance Procedure. Grievance shall be processed as follows:
Step 1: Any employee who believes he/she has a grievance shall present it in writing,
on the Grievance Form provided by the City, to his/her Division Chief, or other
person designated for that purpose, who shall give his/her answer within six (6)
weekdays after such presentation. The employee will also provide the Union
with a copy of said grievance. If the City form is not available through the
Division Chief's office, the time limit for filing shall be waived until such time as
the form is provided to the grieving party.
Step 2: If the grievance is not settled in Step 1 and the Union Grievance Committee
desires to appeal, it shall be referred in writing by the Union to the Fire Chief
within six (6) weekdays after the City's answer in Step 1. The Election of
Remedy Form shall be completed and signed by the IAFF and/or the grievant,
and attached to the Step 2 grievance. The Fire Chief, or his/her representative,
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shall discuss the grievance within six (6) weekdays with the Union Grievance
Committee at the time designated by the City. If no settlement is reached, the
Fire Chief, or his /her representative, shall give the City's written answer to the
Union Grievance Committee within six (6) weekdays following their meeting.
Step 3: If the grievance is not settled in Step 2 and the Union Grievance Committee
desires to appeal, it shall appeal in writing to the City Manager or his/her
designee for Labor Relations within six (6) weekdays after the City's answer in
Step 2. A meeting between the City Manager, or his/her designee for Labor
Relations, and the Union Grievance Committee shall be held within fifteen (15)
weekdays. The City Manager, or his/her designee for Labor Relations, shall
give the City's written answer to the Union Grievance Committee within ten (10)
weekdays following the meeting.
Any untimely filing of a grievance at any step will be considered withdrawn. Upon mutual
agreement of the parties, grievances may be consolidated or grouped, and may also be
commenced at Step 3 of the procedure.
Section 3.4. Election of Remedies. Disciplinary actions may be grieved (1) under the
grievance/arbitration provisions contained in this Article or (2) as set forth in Article 3.9 to a
Hearing Examiner, who shall be selected by utilizing the procedure outlined in Section 3.5 of
this Article. A grievance involving the interpretation or application of this Agreement may be
grieved solely under the grievance/arbitration provisions contained in this Article. Grievances
regarding certain non-disciplinary matters, such as disagreements as to the waiving or
application of changes to personnel rules or other work rules or policies may be filed by the
bargaining agent via the Personnel Board procedures.
The decision of the Hearing Examiner shall be final and binding. The cost of a Hearing
Examiner shall be borne by the City. Any proceedings before the Hearing Examiner shall be
conducted pursuant to the attached Hearing Examiner Rules.
3.5. Binding Arbitration. If the grievance involves a difference of opinion with respect to the
interpretation or application of the express terms of this Agreement and said grievance has not
been settled in accordance with the foregoing procedure, the Union Grievance Committee may
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refer the grievance to binding arbitration within six (6) weekdays after receipt of the City's
answer in Step 3. The parties shall attempt to agree upon an arbitrator within six (6) weekdays
after receipt of notice of referral and, in the event the parties are unable to agree upon an
arbitrator within said six (6) weekday period, the parties shall immediately jointly 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 (2) names from the panel. The party
requesting arbitration shall strike the first two names; and the other party shall then strike two
names. The remaining person shall be the arbitrator. The arbitrator shall be notified of his/her
selection within six (6) weekdays by a joint letter from the City and the Union requesting that he
set a time and place for the hearing, subject to the availability of the City and Union
representatives.
3.6. Authority of Arbitrator. The arbitrator shall have no right to amend, modify, ignore, add
to, or subtract from the provisions of this Agreement. He shall consider and decide only the
specific issue submitted to him in writing by the City and the Union, and shall have no authority
to make a decision on any other issue not so submitted to him. The arbitrator shall submit in
writing his/her decision within thirty (30) days following close of the hearing or the submission
of briefs by the parties, whichever is later, provided that the parties may mutually agree in
writing to extend such limitation. The decision shall be based solely upon his/her interpretation
of the meaning or application of the express terms of this Agreement to the facts of the
grievance presented. If the arbitrator acts in accordance with this section, the decision of the
arbitrator shall be final and binding.
3.7. Expenses. All costs of arbitration, including the arbitrator's fees and expenses, shall be
divided equally between the City and the Union provided, however, that each party shall be
responsible for compensating its own representatives or witnesses. Either party desiring a
copy of the transcript shall bear the cost of same.
3.8. Processing Grievance. All grievance discussions and investigations shall take place in a
manner which does not interfere with the operation of the Fire Department. Any time spent by
the Grievance Committee of the Union in discussions or processing grievances at Step 1, 2 or
3 during their working hours, shall not result in loss of earnings or benefits.
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3.9. Suspensions, Reductions in Pay or Class, or Removal. Any dispute concerning an
employee who has completed his/her probationary period, and who is suspended, reduced in
pay, or classification, or removed, shall be processed through the Hearing Examiner procedure
governing such appeals, or under this contractual grievance procedure upon the election of the
employee within ten (10) days of the event giving rise to the dispute. An election of one
procedure shall foreclose any resort to the other procedure. If the employee elects to utilize
this contractual grievance procedure, it shall commence at Step 3.
3.10. Probationary Period. Nothing herein shall in any way affect the discretion presently
accorded the Fire Chief with respect to employees in their probationary period following hire, or
in their probationary period following promotion. It is specifically understood by the parties that
the exercise of the Fire Chief's discretion in this regard shall not in any way be subject to the
grievance procedure set forth herein.
3.11. Union Grievance Committee. The Union shall appoint a Grievance Committee of not
more than three (3) members, and shall notify in writing the Fire Chief and the City Manager's
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designee for Labor Relations of the name or names of the employee or employees serving on
his committee, and of any changes in the members of the committee. The members of this
committee may not conduct any investigation while on duty without receiving the permission of
the Fire Chief; however, such permission shall not unreasonably be withheld.
3.12. Waiver of Time Limitations. The parties may mutually agree in writing to extend any of
the time limitations set forth above for the processing of grievances.
III
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ARTICLE 4
NO STRIKE AND NO LOCKOUT
4.1. No Strike. The parties hereby recognize the provisions of Chapter 447 of the Florida
Statutes which define strikes, prohibit strikes, and establish penalties in the case of a strike and
incorporate those statutory provisions herein by reference. The parties further agree that the
City shall have the right to discharge or otherwise discipline any employee(s)who engage(s) in
any activity defined in Section 447.203(6) of the Florida Statutes, at its discretion, provided that
an employee may grieve and have arbitrated the question of whether or not he engaged in the
prohibited conduct.
4.2. No Lockout. The City will not lock out any employees during the term of this Agreement
as a result of a labor dispute with the Union.
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ARTICLE 5
MANAGEMENT RIGHTS
It is recognized that, except as stated herein, the City shall retain whatever rights and authority
are necessary for it to operate and direct the affairs of the City and the Fire Department in all of
its various aspects, including, but not limited to, the right to direct the working forces; to plan,
direct, and control all the operations and services of the Fire Department; to determine or
change the methods, means, organization, and personnel by which such operations and
services are to be conducted; to assign and transfer employees; to schedule or reschedule the
working hours, to hire and promote; to demote, suspend, discipline or discharge for just cause,
or relieve employees due to lack of work or for other legitimate reasons, subject to the
Personnel Rules of the City; to make, change, and enforce reasonable rules and regulations; to
change or eliminate existing methods, equipment or facilities; provided, however, that the
exercise of any of the above rights shall not conflict with any of the express written provisions
of this Agreement.
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ARTICLE 6
GENERAL PROVISIONS
6.1. No Discrimination. In accordance with applicable federal, state, and local law, the City
and the Union agree not to discriminate against any employee on the basis of any protected
classification.
6.2. Union Activity. The City and the Union agree not to interfere with the right of employees
to become or not to become members of the Union, and further, that there shall be no
discrimination or coercion against any employee because of Union membership or non-
membership. It is understood that the Union specifically retains any rights it has arising out of
Chapter 447, Florida Statutes, with regard to its representational activities.
6.3. Seniority List. The City shall, on March 1St of each year, prepare a seniority list by time in
rank or grade of all employees covered by this Agreement and immediately thereafter post
such list in each fire station. Such seniority list shall stand as posted unless an objection is
reported to the Fire Chief within forty (40) calendar days after posting.
6.4. Relief at Fire. In the event of a fire or fires, or other emergencies requiring employees to
work longer than their regular tour of duty, the officer in charge shall attempt to relieve these
employees by the oncoming tour as soon as feasible.
6.5. Exchange of Time. The Fire Chief, or designee may grant a request of any two (2)
employees to exchange shifts if the City will not incur any overtime costs as a result thereof.
6.6. Protection of City Property and Equipment. It shall be the responsibility of any
employee having custody of any equipment and property to see that it is properly cared for,
kept clean, and returned to its place of storage. The City agrees to provide designated areas
for the storage of bunker gear.
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6.7. Uniforms. The City agrees to provide the following uniforms annually as its expense for
the employees covered by this Agreement:
For Combat Division: one (1) dress uniform; three (3) sets of work uniforms; one (1)
pair footwear (dress shoes, or boots; employee's choice); two (2) jumpsuits; one (1)
work belt; four(4) t-shirts.
For Rescue Division: one dress uniform; three (3) jumpsuits; two (2) sets of work
uniforms; one (1) pair of footwear (dress shoes, boots; employee's choice); one (1)
work belt; four(4)t-shirts.
For both Divisions: every three (3) years the City shall provide jacket.
The City shall supply one (1) radio holster per radio and shall replace on an as needed
basis.
All employees working on day shift shall receive a combination of uniforms as selected
by the employee not to exceed the value provide to that of a Rescue Division employee.
All uniformed employees covered by this agreement shall receive $50.00 per month for
uniform cleaning and maintenance.
6.8. Meetings between Parties. At the reasonable request of either party, the Union
President, or his/her representative, and the City Manager, or his/her designee for Labor
Relations, shall meet at a mutually agreed to time and place to discuss matters of mutual
concern.
6.9. Union Time Bank. The IAFF and its designees or other members of the Executive board
as determined by the President, shall have the right to conduct union business (under the
conditions described in this Section), through the use of a time bank. For each fiscal year, the
union time bank shall be 500 hours with the Union President detached. If the Union President
elects not to be full time detached then the Union time bank will be 2,996 hours total, covering
the contract period October 1, through September 30.
The Union President shall be assigned to the Support Services Division. On an annual basis, at
the time of bid, he or she shall make an election to either: (1) be detached full time; or(2) not to
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be detached and bid an assignment according to seniority. The Union President shall not be
counted against minimum staffing for staffing purposes. In addition, for promotional purposes
the Union President shall not be counted against the Table of Organization. Unused Union time
bank hours, not more than a maximum of 500 hours, shall be rolled over from one contract
year to the next. Effective October 1, 2013, the maximum amount of unused Union time bank
hours that may be rolled over from one contract year to the next shall be increased from 500 to
750 hours. Use of the time bank shall be limited to the IAFF Executive Board (any exceptions
to this may be granted by the Fire Chief or his/her designee provided that the request shall not
be unreasonably denied). No more than two (2) employees per shift may be granted union
time bank leave at any one time. The President of the IAFF shall provide a minimum of twenty-
four (24) hours' notice to the Fire Chief for any leave to be granted. Time for attendance at
negotiations for a successor agreement is addressed in Article 7.10 of this Agreement. In
addition, administrative time which has been provided in the past (as determined by the Fire
Chief), to the President, other members of the Executive Board or other IAFF members, shall
to provided for attendance at two (2) mutually agreed upon conferences each year of this
agreement and such events shall not be included in the union leave time bank. All other union
convention time other than these two conferences shall be part of the union time bank.
6.10. Line of Duty Injuries. The City agrees that the program for payment of medical and
hospitalization expenses incurred as a result of injuries in the line of duty, which is currently in
effect as set forth in Section 6.15 of this agreement shall be continued.
6.11. Change in Shifts. The City agrees to give employees covered by this Agreement notice
prior to any change in shifts, such notice to be at least seven (7) days prior to the change
unless circumstances do not permit.
6.12. Fire and Rescue Off Duty Services. It is recognized that members of the bargaining
unit are offered the opportunity from time to time to perform services utilizing their expertise
and training for the benefit of private persons or entities, or public organizations or entities
other than the City of Miami Beach. In such cases, the rate for the performance of these off-
duty jobs shall be at a uniform hourly rate established by the Fire Chief in consultation with the
President of the Union. The parties recognize and agree that the performance of these off-duty
jobs or details do not constitute employment by the City of Miami Beach and that payment for
these services will be made by and is the responsibility of, the other employer. Performance of
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this work shall be on a voluntary basis and there shall be lists of persons who wish to volunteer
established on a basis which is mutually agreeable to the Chief and the President of the Union.
Pay for off-duty services is pensionable subject to the cap provisions set forth in Section 7.24.
Off-duty hours worked do not count as hours worked for purposes of computing overtime.
6.13. Promotional Examinations and Appointments.
a) Upon ratification, all current Fire Captain and Fire Lieutenant promotional lists shall
expire on February 28, 2015. All future promotional lists shall remain active for a period
of thirty (30) months, effective with the March 1, 2015 lists, from the effective date of
each list. Promotional examinations for the position of Fire Captain and Fire Lieutenant
will be given at least once every thirty (30) months, in such fashion as to provide
continuously active promotional lists. The City agrees to begin the process no later
than nine (9) months prior to expiration of the lists. In the event that a promotional
examination is delayed, the eligible candidate for that examination shall be those
candidates who would have been eligible had the examination been administered in
proper sequence. The promotional list developed from a delayed promotional
examination shall be retroactive to the date of the expiration of the previous promotional
list and shall expire thirty(30) months from the retroactive effective date.
b) In the absence of an active promotional list, if there is a budgeted promotional vacancy
that the City intends to fill, the City will temporarily fill the budgeted vacancy through
temporary assignments. Personnel used to fill budgeted vacancies through temporary
appointments shall be selected from the expired promotional list, shall be assigned for a
period not to exceed ninety (90) days, and shall receive all appropriate wages and
benefits afforded the position for the duration of their temporary assignment. Except in
cases of exigent circumstances (i.e. hurricanes or other acts of God and delay of
process by other parties), where it is clear that through no fault of its own the City fails
to provide a promotional examination and eligibility list at the time of expiration of the
prior list, any promotional appointments to vacancies created during the period when no
eligibility list existed shall be retroactive back to the date of the vacancy. The City shall
provide retroactive compensation and seniority to those individuals who are so
appointed. However, in cases where a vacancy occurs and the current eligibility list has
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been exhausted with no eligible candidates remaining to be appointed to a vacancy, the
promotion, compensation and seniority of an eligible candidate off the new promotional
list shall be retroactive back to the first day following the expiration of the previous list,
subject to the conditions above.
c) A list of authoritative sources from which technical knowledge for the behavioral
assessment component and the written test questions will be compiled by a Book
Committee consisting of the Human Resources Director, Fire Chief, the Union
President and the test developer or their designees, along with two incumbents, one
designated by the Fire Chief and one designated by the union president. Without
exception, no member of the Book Committee shall be a candidate for the promotional
examination for which the list is compiled. These committee members will be
responsible for the authoritative sources for Fire Lieutenant and Fire Captain
promotional processes. It is the intent of the City and Union that all sections of the
promotional processes will be complete with standing lists ready to post upon expiration
of the current three (3) year lists. At least ninety (90) days prior to the scheduled date
of the written promotional examination; a final notice will be posted containing a list of
authoritative sources from which the technical knowledge, for the behavioral
assessment component and the written test questions will be drawn. The technical
knowledge for the behavioral assessment component shall be based on written
standard operating procedures (SOP)/ standard operating guidelines (SOG) that are job
related and rank specific selected by the established Book Committee and/or agreed
upon authoritative sources.
d) Candidates meeting the time in grade service requirements on the date the register
expires are eligible to apply to take the promotional examination for their next higher
rank. All Firefighter I's who on the date the register expires have five (5) years of
seniority from their date of appointment to Firefighter I, are State certified paramedics,
and have performance evaluations of satisfactory or above for the preceding twenty-
four (24) month period shall be eligible to take the Fire Lieutenant test. All Fire
Lieutenants who on the date the register expires have three (3) years regular status
from their date of appointment as Fire Lieutenant and have performance evaluations of
satisfactory or above for the preceding twenty-four (24) month period shall be eligible to
take the Fire Captain's test. For the Fire Captain and Fire Lieutenant promotional
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process, an Associate's degree or equivalent in Fire Science, Fire/Business/Public
Administration, or coursework in a closely related area from an accredited college or
university may substitute for one (1) year of experience (five (5) semester credits equals
one (1) month experience). Coursework meeting the State Fire Marshall's requirements
for the "Firefighter Supplemental Compensation Program" (Florida Statutes 633.382)
will be acceptable. All applicants must have a valid Florida driver's license. Applicants
must, in all cases,-apply on or before the application cutoff date and time in accordance
with Personnel Rules.
e) There shall be at least two (2) post-test review/scoring sessions conducted on separate
days and occurring within fourteen (14) calendar days of the administration of the
written examination. Each examinee will review their results when off duty, and will be
able to review a-copy of his own answer sheet and the scoring key (for use only during
the review session) containing the correct response, the name of the reading source
and the location from which each test question was drawn. Challenges will be written
and submitted to the test developer during the post-test review sessions. The test
developer, the. City's Manager's designee for Human Resources and the Union
President or his designee shall conclusively decide all challenges by a majority vote.
Upon completion of the determination of a score for the behavioral assessment
component of the examination, each examinee shall be furnished with their result.
Each examinee may review his behavioral assessment component of the examination
at a post-test review session for a time period of twice the duration of the behavioral
assessment component of the examination. Each examinee will review their results
when off duty. Challenges regarding the behavioral assessment component must be
me in writing and submitted to the test developer either during the post-test review
session, or at an optional challenge session scheduled within ninety-six (96) hours of
the post-test review session. There will be no review of the behavioral assessment
component during the optional challenge session. However, an applicant can review
their individual behavioral assessment component during the post-test review and
submit challenges during the optional session. Applicants may not take any written
notes or test materials from the post test review. The test developer, the City
Manager's designee for Human Resources and the Union President or his designee
shall conclusively decide all challenges by a majority vote. For each examinee who
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submitted a challenge, each examinee's own challenge and response will be available
no later than eight (8)weeks after the date of the optional challenge session.
f) For written promotional examinations for Fire Lieutenant, and Fire Captain, the raw
passing score will be seventy percent (70%) after all challenges have been resolved by
the test developer. Assessment components will be used for promotions to Fire
Lieutenant and Fire Captain. After consultation with the Union President, the City will
select an independent, qualified service provider to furnish and administer validated
behavioral assessment components that are mutually agreeable to the parties. The
City will offer behavioral assessment component preparation, orientation, and overview
to all qualified applicants. The written examination given for Fire Lieutenant and Fire
Captain will constitute fifty percent (50%) and the behavioral assessment components
will constitute fifty percent (50%) of the examinee's combined score. Promotional test
results will be expressed as percentage points. For Fire Lieutenant and Fire Captain
promotional processes, seniority and education percentage points, in accordance with
the following specifications, will then be added to the combined score after the
candidate has successfully passed all components for the promotional examination.
Veteran's Preference points will be added (after the addition of seniority and education
percentages points in accordance with state law).
Fire Lieutenant/Fire Captain:
(Written Examination Raw Score *0.50) + (Behavioral Assessment Component Score
*0.50 + Education points + Seniority points + Veterans Preference Points = Final Score.
For example: a candidate achieved a 76% score on the written examination, achieved
a 68% score on the behavioral assessment component, achieved the maximum points
in both the education and seniority areas, and had no Veterans' Preference points. The
calculation of the candidates' score would be as follows:
(76 * 0.5) + (68 * 0.50) + 3.6 + 2.4 + 0 = 78.0
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PROMOTIONAL CREDIT
Promotional credit shall be limited to a maximum value of six (6) points, divided between two
(2) components—seniority and education.
Seniority
Seniority shall be determined using the following formula:
Lieutenant: LS X 0.36 = S
Captain: LS X 0.24 = S
LS shall be defined as length of service with the Miami Beach Fire Department. S shall be
defined as Seniority and shall be given a maximum value of 3.6 points.
Education
Education shall be determined using the following formula:
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College credit hours non-related (CCNR) x .01 = (max 1.2)
College credit hours related (CCR) x .02 = (max 1.2)
Associate degree in EMS or FS @ 1.2 (max 1.2)
Associate degree in EMS or FS plus additional CCNR or CCR (max 2.4)
Bachelor degree in EMS or FS @ 2.4 (max 2.4)
Paramedic Certification @ .84 (max .84)
The paramedic certification will not be counted as either technical training hours or college
credit hours and will be assigned a value of .84 percentage points. College credit hours non-
' related (CCNR) shall be credit hours documented by transcript or other acceptable evidence
from an accredited college or university not related to the degree track for a degree in Fire
Science (FS) or Emergency Medical Services (EMS) as designated from an accredited college
or university. College credit hours related (CCR) shall be credit hours documented by
transcript or other acceptable evidence from an accredited college or university in the degree
track for that college or university's Fire Science (FS) or Emergency Medical Services (EMS)
degree program excluding credits earned as part of the paramedic program. College credit
hour values are based on semester hours and will be pro-rated for other systems (trimesters,
quarters, etc.) Associate degree in Fire Science (FS) or Emergency Medical Services (EMS)
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shall be a degree received from an accredited college or university with supporting transcript or
other acceptable evidence. Bachelor degree in Fire Science (FS) or Emergency Medical
Services (EMS) shall be a degree received from an accredited college or university with
supporting transcript or other acceptable evidence. Only one degree, either associate's or
bachelor's, shall count toward educational credit, however, additional credit hours may be
added to the associate degree up to the maximum allowed value, with related and non-related
definition as set forth above.
In order to accurately reflect promotional points for all documents submitted, the City will assign
mandatory individual appointments for each promotional applicant for document submission
and review. The deadline for submission for all documents required to substantiate the
educational promotional credit will be 5:00 p.m. fourteen (14) calendar days after the pass/fail
notification is provided by Human Resources to Fire Administration. All applicants must be
present during the entire document review process to confirm documents and answer
questions. Applicants must submit the Promotional Credit Formula (above) for each document
that they would like considered. Stapled to the back of each Promotional Credit Formula must
be an original or certified copy of each document the candidate would like considered. Each
attachment must indicate the number of college credits the course is worth. The applicant may
verify hours by a) indication on a certified transcript, b) indication on the certified copy of the
certificate or c) an official letter from the institution stating the hours. If the hours are not
indicated in one of these ways, the certificate will not be included for any point calculation. All
documents must also include the course title, and the date the course was completed.
Credit hours may not be counted twice. Therefore, classes that were counted towards a
degree may not be used again as either technical or college credit hours.
A promotional list for each promotional process will then be created listing examinees in
descending numerical order of final score including any education, seniority or Veterans'
Preference calculations. The Fire Chief will appoint from these promotional lists. Skip-overs
may result from an examinee being rated unsatisfactory in two (2) or more evaluations within
the last twenty-four (24) months; being issued three (3) or more written
reprimands/suspensions within the last twenty-four (24) months; serving under a Last Chance
Agreement; or being physically/mentally unqualified to perform the essential functions of the
position.
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Promotions shall be made by rank order provided that the ranking examinee's documented
performance and/or discipline history are not significantly inferior to that of the next ranking
candidate.
The IAFF shall facilitate participation of bargaining unit employees in providing information in
order to conduct the job analyses and develop the tests within the time frames requested by
the process; provided that such participation shall be on duty time.
The parties agree to review the formula for promotional credit and to implement such revisions
as the parties may agree upon in writing.
6.14. Light Duty Assignments. If an employee is temporarily unable to perform the essential
functions of the employee's job classification due to a non-job related injury/illness, he may
make a written request to the Fire Chief for a light duty assignment. The Chief shall determine
if there are any necessary functions which could be preferred by a light duty employee. If there
are such opportunities, the Chief shall inform the employee in writing of any light duty
assignments and the physical capabilities required for their performance.
The employee shall present this light duty assignment information to his/her treating physician
and obtain, at his/her expense, a written evaluation of his/her capacity to perform the functions
of the assignment. The medical evaluation must be in sufficient detail to satisfy the Chief. The
Chief reserves the right to a second opinion from a City-appointed physician. The
establishment, duration, work hours, and content of light duty assignments are at the sole
discretion of the Fire Chief and may be modified or ended at any time.
6.15. Iniury Service Connected (ISQ. For two (2) sixteen (16) week periods, the City agrees
to compensate any member of the bargaining unit with the difference between the weekly
disability Workers' Compensation benefit received or which the employee is entitled to receive,
and his/her regular rate of pay for any time lost from work due to a service-connected injury.
"Service-connected injuries" shall be defined as injuries sustained under the following
circumstances:
a) while on duty and entitled to be paid by the City; or
b) while reasonably exercising Firefighter functions within the City limits of Miami Beach
while off duty; or while working a departmentally sanctioned off-duty job; or
c) while exercising Firefighter functions when there is a physical danger to a person and
the employee takes reasonable action off duty in Miami Dade County, Monroe County,
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Broward County, or Palm Beach County, excluding any injury incurred while performing
duties as a member of any other fire or emergency service; or
d) when operating a City vehicle, being duly authorized to do so by the City; or while on a
reasonably direct travel route to or from work and home in their private vehicle while
within the City limits; or
e) while participating in organized fire service training that is approved in writing by the Fire
Chief after consultation with the City Manager's designee for Risk Management.
In the circumstances described above (sub-paragraphs a through e), the City agrees that it is
and will consider itself the employer and the employee the City's employee.
After the advice and comments of the Fire Chief and the IAFF President, the City Manager, at
his/her sole discretion, may extend the above described ISC payments beyond thirty-two (32)
weeks. This decision is not subject to grievance or arbitration. The approvals for receipt of this
compensation as presently required shall be continued. The Union and the City agree to meet
to discuss options and alternatives to the current ISC practices to cure abuses (if found), and
ensure streamlined and efficient provision, administration, and use of ISC.
6.16. Jury Duty. Bargaining unit personnel who are summoned to jury duty shall be covered
by the following:
a) Personnel who are released from jury duty and who are not require to return for jury
duty the following day will be required to report to work and complete the remainder of
their assigned tour of duty.
b) Personnel who are required to return to a jury pool or to jury duty on the date following
their scheduled shift will be allowed to take off the second half of their assigned shift
(8:00 p.m. to 8:00 a.m.)without being charged to annual leave or sick leave time. If the
employee is released from jury duty before 5:00 p.m., he/she is required to return to
his/her regularly scheduled shift.
6.17. Reduction in Work Force. For the term of this Agreement, there shall be no layoffs or
demotions of bargaining unit members except for disciplinary demotions, suspensions, or
terminations, which are not included for the purposes of no layoffs or demotions.
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6.18. Infectious Disease Presumption. Any condition or impairment of health caused by
Human Immunodeficiency Virus/Acquired Immune Deficiency Syndrome (HIV/AIDS), Hepatitis,
Pulmonary Tuberculosis or Meningococcal Meningitis shall be presumed to have been
accidental and to have been suffered in the line of duty unless the contrary be shown by
competent evidence. The City will maintain a confidential list of employees who have taken the
required medical examinations. Employees will be added to the City's confidential list subject
to the following conditions:
a) New hires shall acquire the presumption entitlement after completing a pre-employment
or post conditional offer of employment medical exam that tests for and fails to reveal
any evidence of AIDS, Hepatitis, Pulmonary Tuberculosis, or Meningococcal Meningitis.
b) Employees who refuse to take the pre-employment or post-offer testing related to
presumptions mentioned in this Section shall not be eligible for the presumptions.
6.19. Seniority Sic! System. It is understood by the parties that the current bid system in
effect at the ratification of this agreement shall remain in effect. Any change to the bid system
will be agreed upon through the Labor Management process.
6.20. Minimum Staffing. It is agreed that the staffing of the Department shall be in
accordance with the minimum staffing ordinance of the City which may be amended from time
to time in the City's discretion, subject to the Union's right to request impact bargaining as
provided under Article 13 of this agreement.
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ARTICLE 7
WAGES AND FRINGE BENEFITS
7.1. Wage Increases.
a) Effective with the first pay period ending in October of 2012, there shall be no across-
the-board wage increase.
b) Effective with the first pay period ending in October of 2013, there shall be no across-
the-board wage increase.
c) Effective with the first pay period ending in October of 2014, there shall be an across-
the-board wage increase of three percent (3%).
d) Merit and longevity increases shall become effective on the payroll period commencing
nearest the effective date, provided that the employee's performance has been rated
as satisfactory for the prior year.
7.2. Suppression Division. One (1) Firefighter I or Firefighter II, also certified as an Air Room
Technician, per shift, shall be assigned to the Suppression Division. In addition to the
Firefighter I (DE) or Firefighter II, regularly assigned as a driver to Station 2, there shall be one
additional Firefighter I (DE) or Firefighter II, certified as an Air Room Technician assigned to
Station 2 per twenty-four (24) hour shift, for a total of three (3) employees. Each one of the
three (3) twenty-four (24) hour shift employees shall be assigned to the Support Services
Division (1240), and also be entitled to the five percent (5%) driver/engineer incentive pay.
7.3. Assignment Pay. Any employee assigned outside of 1210 (Suppression Division) will
received 10% assignment pay.
The only exception to this will be twenty four hour (24 hour) shift officers (i.e., Lieutenants and
Captains) assigned to the Rescue Division (1220), who shall receive five percent (5%)
assignment pay effective September 30, 2012.
7.4. Paramedic and EMT Pay. Employees who hold a Paramedic certificate shall receive a
ten percent (10%) supplemental calculated on their base pay. Employees who hold an EMT
certification shall receive a one and one half percent (1.5%) supplemental calculated on their
base pay. Employees shall not receive pay supplements for both EMT and Paramedic
certifications.
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7.5. Certification Pay. In addition to "assignment pay" stated in Section 7.3, and
Paramedic/EMT pay stated in Section 7.4, the following divisions will provide certification pay:
a) Fire Prevention Division:
1) Employee shall receive an additional five percent (5%) supplement upon receipt of a
State Fire Inspector Certificate and shall continue to receive such supplement until
the Certificate expires, regardless of his/her divisional assignments. Employees shall
remain solely responsible for maintaining a State Fire Inspector Certificate, unless
assigned to the Division. Such costs involved in maintaining a State Fire Inspector
Certificate shall remain the responsibility of the employee.
2) In order to bid into the Fire Prevention Bureau, employee must possess a current
State Fire Inspector certification.
b) Support Services Division: Employees shall receive an additional two and one-half
percent (2'/2%) supplement upon receipt of a State Fire Instructor Certificate and shall
continue to receive such supplement until the Certificate expires, regardless of his/her
divisional assignment. Employees shall remain solely responsible for obtaining and
maintaining a State Fire Instructor Certificate, unless assigned to the Division. Such
costs involved in obtaining and/or maintaining a State Fire Instructor Certificate shall
remain responsibility of the employee.
7.6. Paramedic Training.
For the purpose of this program, the focus will be on bargaining unit personnel who were hired
on or after March 30, 1987. Seniority in rank will be the initial factor used to determine
selection of students that will be allowed to apply to Miami-Dade College or other designated
educational institution for acceptance into their paramedic program. The department will allow
a minimum of two (2) bargaining unit personnel to enroll in the program each year. However,
this number may be increased at the sole discretion of the Fire Chief, based upon staffing
requirements, budget, class availability, etc. The Fire Chief will also determine the appropriate
number of bargaining unit employees within each rank that will be considered for enrollment.
The City will pay for the paramedic course, lab fees, required textbooks, and related medical
exam and vaccinations.
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Prior to the beginning of the school semester, bargaining unit personnel who have been
accepted into the program will be transferred to a shift that allows them the opportunity to
attend required classes on duty. This attendance will be governed by policies developed by
the Fire Chief, including but not limited to, dress code, travel time, schedules, etc. The Fire
Department shall not be responsible for additional on-duty time or expenses for bargaining unit
personnel who are required to repeat portions of the paramedic course for graduation.
Bargaining unit personnel eligible for participation in this program will be allowed to submit a
written request for a one-time deferment upon notification by the Fire Chief that they are being
processed for the next available class. Any requests for deferment must be directed to and
received by the Fire Chief within fifteen (15) days from the date of notification to ensure that
there will be an adequate number of students available for entry into this program.
An employee granted a deferment will not be considered eligible for participation for a period of
one (1) year from the date of deferment, at which time he/she will be required to make
application to Miami-Dade College or other designated educational institution for acceptance
into the next available Paramedic Training Program.
While attending paramedic school, bargaining unit personnel will not be permanently assigned
to any division that would require payment above base salary. For example, personnel will not
be permanently assigned to the Fire Rescue Division, Fire Prevention Division, or the Support
Services Division. However, they may be assigned temporarily as the need arises.
7.7. Driver Incentive Pay:
a) Effective on June 1, 2011, there shall be a Driver Engineer (DE) incentive pay
established. In order to be eligible for the Driver Engineer incentive pay, a Firefighter I
shall successfully complete Fire Apparatus/Equipment and Fire Hydraulics/Equipment
courses or similar curriculum. Those Firefighter I employees who meet these
qualifications and are assigned to the Suppression Division (1210) as a Driver Engineer
who bid into the Driver Engineer assignment pursuant to the annual bid process shall
receive a five percent (5%) Driver Engineer incentive pay.
b) Effective September 30, 2012, any Firefighter I assigned to the Rescue Division (1220)
shall receive a three percent (3%) driver incentive pay.
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7.8. Work Out of Classification. When the City assigns a Firefighter I, Firefighter 11,
Lieutenant, or Captain to work in a higher position for more than one hour, he/she shall receive
an increase of two dollars ($2.00) per hour for all hours during which the assignment continues
on that shift.
After the implementation set forth in Section 6.21, no Firefighter I shall be assigned to work out
of class as a Fire Lieutenant on a Combat Unit unless he/she is on an active Fire Lieutenant
promotional list. A Firefighter I may be assigned to work out of class as a Fire Rescue
Lieutenant provided that any Firefighter I on an active Fire Lieutenant promotional list has the
right of first refusal.
After the implementation set forth in Section 6.21, no Firefighter I shall be assigned to work out
of class as a Driver Engineer unless he/she meets the qualifications set forth in 7.7 (a).
No probationary employee shall be assigned to work out of classification.
7.9. Overtime. Any member of the bargaining unit required to perform work outside of his/her
normal shift shall receive pay at time-and-one-half their current hourly rate. Hourly rates shall
be determined using the definitions in Article 7.16, Hours of Work. Upon implementation of the
new average pay period provision for 24-hour shift personnel, all vacation and sick leave
accrual rates and existing accrued amounts for 24-hour shift personnel shall be revised to
reflect this change (i.e. 1.5 hours for each hour).
The Fire Chief will make available to the International Association of Fire Fighters, Local 1510
(IAFF) a report or the database of the overtime worked by the bargaining unit members. Such
information will be furnished to the IAFF on an as needed basis.
7.10. Call-in Guarantee. A member of the bargaining unit who is called in to work outside of
his/her normal shift will be guaranteed four (4) hours of pay to be computed at the rate of time-
and-one-half, except when contiguous to the employee's regular schedule. If a call-in occurs
on a holiday, the member will receive holiday pay for the four (4) hour guarantee and all
additional hours worked on the holiday. If an employee does not perform available work as
assigned, he shall not be entitled to any pay.
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7.11. Holidays. The following holidays shall be granted to all members of the bargaining unit
accordingly:
Holidays Designated Date
New Year's Day January 1s'
Martin Luther King, Jr. Day 3rd Monday in January
President's Day 3rd Monday in February
Memorial Day Last Monday in May
Independence Day July 4th
Labor Day 1 st Monday in September
Veteran's Day November 11 th
Thanksgiving Day 4th Thursday in November
The Day after Thanksgiving 4th Friday in November
Christmas December 25"
Employee's Birthday*
Three (3) Floating Holidays**
* Birthday shall be twenty-four (24) hours for 24-hour shift employees and eight (8) or ten (10)
hours for 8/10 hour shift employees.
** Three (3) floating holidays of ten (10) hours or eight (8) hours for 8/10 hour shift employees,
and two (2) 24-hour floating holidays for 24-hour shift employees.
a) Floating holidays are to be selected by the employee, subject to the Fire Chief or
designee's approval, during each 26 pay period year.
b) Bargaining unit members shall be eligible to use Floating Holidays and Employee
Birthday after six (6) months of continuous employment with the City.
c) 8/10 hour shift employees get the same holidays as other City Employees.
d) Bargaining unit members shall receive holiday pay (double time)for all hours worked on
holidays. Double time pay does not apply to 24-hour shift employees, except when
working overtime on a Holiday.
e) Any additional holidays so designated by official action of the City Commission shall be
added to the above list.
f) Twenty-four (24) hour shift personnel whose R day or regular day off falls on a holiday
will receive pay for nine (9) hours at the employee's regular straight time rate of pay.
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The shift that is ending at 8 a.m. on the holiday and the shift that starts at 8 a.m. on the
holiday, shall both receive nine (9) hours holiday pay at the regular straight time rate of
pay. Effective April 1, 2015, the aforementioned nine (9) hours of holiday pay shall be
reduced to six (6) hours of holiday pay at the regular straight time rate of pay.
7.12. Vacation Benefits. Consistent with applicable ordinances, the vacation benefits
presently enjoyed by the employees covered by this Agreement shall continue for the term of
this Agreement.
7.13. Negotiation Pay. The Union's Negotiation Committee, said Committee shall be
composed of not more than five (5) members of the bargaining unit selected by the Union.
Four (4) committee members, not more than two (2) of whom are on the same tour of duty,
shall be allowed time off with pay to participate in any negotiations conducted pursuant to
Chapter 447 of the Florida Statutes on any day or days on which negotiations are held during
their regularly scheduled tour of duty. Employees shall not be paid for time spent in
negotiations on off-duty days. The Union shall notify in writing the Fire Chief and the City
Manager's designee for Labor Relations of the names of the members of the Negotiations
Committee and of any changes in the members of said Committee.
7.14. Sick and Vacation Leave Accrual and Maximum Payment of Termination. The
present policy concerning sick leave (including the policy for payment upon termination,
retirement, or death), accrued sick and vacation time combined, up to a maximum of one year's
salary, shall continue for all employees hired before October 1, 1978.
Effective October 1, 1978, all new employees covered by this Agreement shall, under
applicable ordinances, rules and regulations, be allowed no accumulation of vacation leave,
except in accordance with provision for postponement of vacation leave as set forth in Article
7, Section 7.10, of this Agreement; be permitted to transfer sick leave in excess of 360 hours to
vacation leave at the rate of two days sick leave to one day vacation leave to be used in the
pay period year when transferred. The Must Use Cap on vacation accrual is 460 hours (690
for 24-hour shift employees).
Employees shall be entitled to schedule and use at least one year's worth of their annual leave
per year, if they participate in the Fire Department's vacation leave application process in a
timely manner.
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Effective with the first pay period ending in October of 2006, the maximum amount of accrued,
combined sick and vacation leave paid upon retirement, termination or death shall not exceed
820 hours for non-shift personnel and shall not exceed 1,230 hours for 24 hour day shift
personnel.
The value of the combined accumulated sick leave hours and vacation hours upon termination,
retirement or death shall be one hundred percent(100%), up to the maximum as stated above.
7.15. Sick Leave Sell Back Program. An annual sick leave sell back program, payable on a
dollar for dollar basis, has been established and implemented as stated in this section, effective
October 1, 2013. The annual sick leave sell back periods shall cover each of the following
fiscal years: October 1, 2013, through September 30, 2014; and October 1, 2014, through
September 30, 2015. Payments for each annual sick leave sell back period will be made in the
last pay period in November after the closing of the applicable sell back period. The sick leave
sell back program, inclusive of all provisions stipulated in this section, shall terminate on the
expiration date of this Agreement.
The sick leave sell back program will allow qualified employees to sell back their annual sick
leave accrual during the sell back period, minus any sick and emergency vacation leave
utilized during the same period, to be reduced on an hour for hour basis. Leave utilized under
the Family and Medical Leave Act (FMLA) shall not reduce the sick leave sell back amount.
In order to qualify for participation in the sick leave sell back program, employees must: (1)
Have been employed by the City throughout the entire sick leave sell back period being
measured; and (2) Maintain at least four hundred (400) hours of combined accumulated sick
and vacation leave, after each sell back date, for shift personnel, and three hundred (300)
hours for non-shift personnel. The sick leave hours sold back as part of this program cannot
cause the employee's accumulated sick and vacation leave to descend below the
aforementioned minimum established thresholds.
7.16. Hours of Work.
a. The average pay period for twenty-four (24) hour shift personnel covered by this
agreement will be 96 hours in a 14 day period and the three (3) shift (A,B,C) schedule
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of twenty four (24) hours on duty and forty eight (48) hours off duty shall continue for
the duration of this agreement. Every seventh shift, currently known as an R-day, shall
be a day off so as to comply with the average pay period described above.
b. The average pay period for 8/10 hour shift personnel covered by this agreement shall
be eighty (80) hours in a fourteen (14) day period, with scheduled shifts consisting of
eight (8) ten (10) hour or ten (10) eight (8) hour days per pay period. 8/10 hour shift
personnel shall not be eligible to receive or accrue R-days.
7.17. Health Trust Contributions:
For Calendar Year 2013, the City's monthly contributions are:
Single: $ 482.92 ($ 464.38 Medical + $17.54 Dental)
Emp. + 1: $1,174.15 ($1,139.95 Medical + $34.20 Dental)
Family: $1,191.80 ($1,139.95 Medical + $51.85 Dental)
On a monthly basis, the City will be provided with the actual premium cost to the Florida
Firefighters Insurance Trust Fund (herein after referred to as TRUST) as determined by its
qualified consultant with those supporting documents reflecting the TRUST'S costs per
participant. This actual cost shall include all liabilities of the TRUST inclusive of administrative
fees, claims costs, reserves and stop loss not to exceed the maximum expense to the TRUST
and supporting this annual percentage increase.
The City's annual calendar year contribution will be based on a true-up process as described
below. (It is understood and agreed that the numbers used in the foregoing examples are
fictional and for illustrative purposes only.)
Example #1: Trust's actual calendar year percentage premium increase is less than the City's
actual contribution —a refund is calculated:
If the City's actual monthly contribution exceeds the TRUST'S monthly premium contribution,
then the difference shall be recorded and refunded to the City by reducing the City's first
following calendar year premium payment to the TRUST by the total amount of the dollars to
be refunded. This refund will be based on the dollars determined each month. In addition, the
City's base premium rate will be adjusted to reflect this annual percentage decrease in cost.
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The City's premium rate for December of the preceding calendar year will be adjusted to reflect
this percentage decrease in premium cost and then the City's current straight line average
increase will be added to this base premium.
1) City's monthly contribution for calendar year 2006 = $100,000/month
2) City's monthly contribution for calendar year 2007 = $106,000 (2006 average straight
line increase 6%)
3) Trust's actual monthly premium for calendar year 2007 = $104,950.50 (this is 1% less
than #2)
4) Therefore, the City overpaid the Trust by $1,049.50 each month, which means the City
would receive a credit of $12,594 ($1,049.50 x 12) to be taken off of the first premium
contribution in 2008.
5) The City's straight line average for 2008 has been set at 6%.
6) Before adding this new straight line average of 2008, the current monthly.contribution
will need to be adjusted to reflect the true costs of 2007 (Dec 06 base premium + 5%
(The true increase for TRUST in 2007)). This establishes the new base premium for
2007.
7) Therefore, the City's monthly contribution for 2008 would be $105,000 (2007 adjusted
premium) x 6% (2008 straight line average)) = $111,300
Example #2: If the payments made by the City to the TRUST do not exceed the actual
increase for prior year, then there will be no reduction made in the current year.
Trust's actual calendar year percentage premium increase is greater than the City's actual
contribution — no refund is calculated:
1) City's monthly contribution for calendar year 2006 = $100,000/month
2) City's monthly contribution for calendar year 2007 = $106,000 (2006 average straight
line increase 6%)
3) Trust's actual monthly premium for calendar year 2007 = $110,000 (this is more than
the City's actual payment)
4) Therefore, the Trust's premium was more than the City's actual contribution for 2007.
No credit is due to the City and there will be no monies deducted from the first premium
in 2008.
5) There will be no reduction to the City's current monthly contribution.
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6) The City's straight line average for 2008 has been set at 6%.
7) The 2008 rate will then be determined as follows:
$106,000 (2007 rate) x 6% (2008 straight line average)) = $112,360
Example #3: If the payments made by the City to the TRUST are equal to the actual increase
to the TRUST for the prior year, then there will be no reduction made in the current year.
Trust's actual calendar year percentage premium increase is equal to the City's actual
contribution — no refund is calculated:
1) City's monthly contribution for calendar year 2006 = $100,000 month
2) City's monthly contribution for calendar year 2007 = $106,000 (2006 average straight
line increase 6%)
3) Trust's actual monthly premium for calendar year 2007 = $106,000
4) Therefore, the Trust's premium was equal to the City's actual contribution for 2007, no
credit is due to the City and there will be no monies deducted from the first premium in
2008.
5) There will be no reduction to the City's current monthly contribution.
6) The City's straight line average for 2008 has be set at 6%
7) The 2008 rate will then be determined as follows:
$106,000 (2007 rate) x 6% (2008 straight line average) = $112,360
If the City's renewal rate if flat, or a negative percent, then there will be no change made to the
City's annual calendar year contribution to the TRUST.
The City's contribution amount will help fund the level of benefits provided by the current plan
as of the date this contract is signed* and will help fund the level of benefits provided by the
TRUST not to exceed the maximum expense to the TRUST for said benefits. If plan design
changes cause an increase in the TRUST'S monthly premium, the City is not required to
increase its contribution as a result of the plan design change. The City shall be notified in
writing of all plan design changes within thirty (30) days of the effective date of any proposed
change.
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Deadlines:
a) First Week of Each Calendar Month:
Monthly premium billing reports shall be provided from the TRUST to the City
Manager's designee for Labor Relations and Human Resources/Benefits Administration
no later than the 1st week of each calendar month the premium is due. This premium
billing report shall reflect the monthly premium costs based on the claims experience
and administrative costs of the TRUST as determined by its qualified consultant and
documents reflecting the TRUST'S costs per participant per month for administrative
fees, claims costs, stop loss and reserves supporting the annual percent increase, and
shall be broken down by average for that month per participant.
b In addition the City f Miami Beach Firefighters Insurance Trust Fund shall provide
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the financial statements from the TRUST CPA reflecting Miami Beach's actual premium
contributions for the prior calendar year to the City Manager's designees for Labor
Relations and Human Resources/Benefits Administration. Audited financial reports will
be provided as soon as available each calendar year.
c) The City Manager's designee for Labor Relations will provide the final renewal rates to
the Miami Beach Firefighters Insurance Fund prior to the beginning of the new plan
year.
d) The City's designees for Labor Relations and Human Resources/Benefits
Administration will be notified of the annual meeting at which benefit changes are under
consideration and the City shall be allowed to send representatives to that meeting.
Also, any consulting reports analyzing benefit changes will be provided to the City for
the purposes of that meeting.
*Upon ratification of this agreement, the parties shall supply each other with the current plan
designs in effect for calendar year 2013.
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"The straight line average is defined as the total of the percentage increase in premium for
each of the City's medical plan options divide by the number of the City's medical plan options
and in the same manner for dental plans.
In addition:
a) For all current retirees and active employees on the payroll as of the date of ratification
of this contract, all employees presently in the DROP, and all eligible dependents under
the current eligibility rules, the City contribution for those current retirees and current
employees who become future retirees for health coverage shall be equal to the City's
Health Trust contribution formula for active employees. Furthermore, the contributions
for those current retirees and current employees who become future retirees and their
eligible dependents shall be no less that the current value of the contributions for active
employees and their eligible dependents. This agreement shall be reduced to writing
and made individual contracts and shall be vested benefit throughout retirement.
b) Employees hired after the ratification of this Agreement who elect to be covered by the
Firefighters Plan to the extent they choose to have medical benefits provided to them
and their dependents during retirement shall receive a health insurance stipend in lieu
of a City contribution to the Trust on behalf of those employees after their retirement.
The stipend shall be a monthly payment equal to twenty-five dollars ($25) per month of
each year of service, subject to an annual increase based on the Miami-Ft. Lauderdale
all urban consumer CPI as of September 30th of each fiscal year.
c) All members of the bargaining unit who have worked at least ninety (90) days from date
of appointment will not be covered by City-provided medical and dental benefits and will
instead be covered by the Florida Firefighters Insurance Trust Fund (Firefighters Plan).
Covered employees if they choose, will have the options of coverage as set forth in that
Plan. Non-bargaining unit State certified firefighter employees in the Fire Department
have the option of coverage under the City-provided plan or Firefighters Plan, but not
both, provided they meet the TRUST's eligibility as defined in the plan document.
d) All members of the bargaining unit who were members of the Union on September 1,
1986, and who retire on or after October 1, 1986, and non-bargaining unit employees
who opt for the Firefighters Plan and who retire on or after October 1, 1986, shall be
IAFF - 38
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covered by the Firefighters Plan to the extent they choose to have medical benefits
provided to them and their dependents during retirement.
e) The City shall be provided with a copy of the Firefighters Plan booklet and the Trust
Agreement, and any other information required by law and shall be apprised of any
changes in the Trust Agreement and/or Plan benefits.
f) Employees covered by this Agreement who retire, or are terminated by the City must be
vested in the Police/Fire pension plan at the time of such retirement, resignation or
termination in order to receive a contribution by the City towards his/her health
insurance premium after such retirement, resignation or retirement.
g) Employees in the bargaining unit shall be eligible to participate in the City's voluntary
benefits plan, which may be modified by the City from time to time. The voluntary
benefits plan shall be administered by the City.
h) Effective the first pay period ending in October of 2013, all employees covered by this
agreement shall contribute twenty-five dollars ($25.00) biweekly to the Post
Employment Health Program (PEHP). Upon separation of employment from the City,
employees covered by this agreement shall contribute ten percent (10%) of their total
accrued leave payouts toward the PEHP. Any and all fees/costs associated with
administering the PEHP shall be incurred by the plan participants. In no event shall the
City incur any costs.
i) Effective upon ratification of this agreement, and for so long a period as the federal tax
code imposes a heavier tax burden upon City employees with domestic partners who
elect to receive family medical and dental coverage over that of their married
counterparts, the City will reimburse those employees with domestic partners who pay
this heavier tax burden by adding to their biweekly pay the additional amount withheld
from the employees' pay and the amount of the additional tax assessed by the federal
government upon this reimbursement. Reimbursement under this subsection shall not
be considered to be pensionable income. In order to qualify, eligible employees must
have registered domestic partnerships in accordance with the applicable provisions of
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the Miami-Dade County Code of Ordinances and the City of Miami Beach Code of
Ordinances.
7.18. Recertification. Time spent while off duty in classroom (including the test) or lab
settings to obtain recertification in accordance with State of Florida requirements is not time
worked and will not be compensated by the City. Books and tuition for such courses will be
paid for by the City. Under present state recertification procedures, the City will provide a $300
paramedic recertification pay. Effective the first full pay period in October 2013, the City shall
make a one-time payment of $200 to retroactively compensate eligible employees who
received recertification pay during FY 2012/13. Effective the first full pay period in October
2013, paramedic recertification pay shall be increased to $500. Non-paramedic employees who
are required to obtain EMT recertification shall be provided with the state required instruction
while on duty.
7.19. Court Time. When an employee is required to appear in court or at a deposition by the
State Attorney, public defender, or a federal agency, or is required to appear in court or at a
deposition in a civil matter which involves the employee's employment with the City, (except
when the employee is a Plaintiff in any litigation against the City, when the litigation involves
one employee who is suing another employee, and/or when the employee is a Plaintiff or
Defendant in a lawsuit where the employee is not on the same side as the City, this Section
shall not apply) he/she will be paid a minimum of four (4) hours at the overtime rate if the court
appearance or deposition is not contiguous to the regular duty shift. If the court appearance or
deposition is contiguous to the regular duty shift, the minimum guarantee shall be two (2) hours
at the overtime rate.
7.20. On-Call. Employees who are placed in an on-call status as primary respondents for
periods of one month at a time will be paid $300 for each such month
7.21. Shift Training Coordinator. One employee on each operating shift will be given a
$300.00 annual bonus for holding and maintaining a State of Florida Fire Instructor certificate,
and for performing as the shift training coordinator. This training certificate holder bonus is not
pensionable for purposes of retirement calculation.
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7.22. Pension Pick-Up. The City agrees subject to and in accordance with IRS code and
regulation that pension contributions, although designated as employee contributions, will be
paid by the employer in lieu of contributions by the employee.
7.23. Rescue Out of Class (ROC). When the City temporarily assigns an employee covered
by this Agreement to work in Fire Rescue for more than one hour he/she shall receive an
additional two dollars ($2.00) per hour for all hours during which the assignment continues on
that shift.
7.24. Pension. The pension benefits as they currently exist shall continue, except that the City
shall amend the pension plan upon ratification of this Agreement, to provide the following
benefits for plan members who retire on or after September 30, 2013 (except as otherwise
specified below):
A. Upon completion of five (5) years of creditable service under the pension system,
members may purchase additional creditable service under the system for up to two
(2) years of prior military service, in increments of up to three percent (3%) per year
of service for a maximum additional multiplier of six percent (6%), purchased at ten
percent (10%) or ten and one half percent (10.5%), (for new hires required to
contribute 10.5% to the plan as set forth in section G), of pensionable salary for
each year of military service purchased, with the cost prorated for fractional years
of service. For purposes of this purchase, an employee may use the value of
accrued sick and/or annual leave, valued at the employee's hourly rate at the time
of purchase.
B. The purchase of additional military service must be completed within twenty-four
(24) months following a member's completion of five (5) years of creditable service
under the pension plan. If a member does not complete the purchase within the
twenty-four (24) month period, he/she shall not be eligible for the purchase in the
future. Upon ratification of this agreement, those members who have attained at
least five (5) years but no more than ten (10) years of creditable service, may
purchase additional military service as provided for in section A herein, within
twenty-four (24) months. If a member does not complete the purchase within the
IAFF - 41
twenty-four (24) month period, he/she shall not be eligible for the purchase in the
future.
C. All compensation for work performed pursuant to section 6.12 (off duty services)
shall be included in a member's salary for pension purposes, and shall be used in
the calculation of member contributions and benefits. Provided, in no event shall
the value of unused sick and/or vacation time, overtime pay, and/or off-duty pay,
exceed the caps presently specified in the Miami Beach Police and Fire Pension
Ordinance. Effective upon ratification of this agreement, overtime in excess of 300
hours per year or payments for unused sick and and/or vacation leave may not be
included in compensation for pension purposes.
D. DEFERRED RETIREMENT OPTION PLAN (DROP)
1. Eligibility — Any active employee member of the Miami Beach Police and
Firefighters Pension Plan may enter into the DROP on the first day of any
month following the date upon which the employee first became eligible for a
normal service retirement, subject to the conditions expressed herein or as
modified from time to time.
2. Conditions of Eligibility — Upon becoming eligible to participate in the
DROP, an employee may elect to enter that program for a period not to
exceed sixty (60) months. Notwithstanding, participation may not continue
beyond that date when the employee's combined years of creditable service
and time in the DROP equals 408 months. Provided also that participation
in DROP shall require the employee to complete and submit the following
prior to start of DROP payments.
a. Such forms as may be required by the Pension Board of Trustee's Plan
Administrator. Election in the DROP is irrevocable once DROP
payments begin.
b. A waiver and an irrevocable resignation from employment with the actual
date of termination being the date designated by the employee as the
end of his/her DROP participation. The administration and' timing of
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execution and delivery of the waiver and resignation forms shall meet the
requirements of the Age Discrimination in Employment Act and the Older
Worker's Benefits Protection Act, as same may be amended from time to
time.
3. Conditions of Employment for DROP Participants — Employees shall be
subject to termination of employment while in DROP to the same extent as
they were in their pre-DROP status. A person who has elected the DROP
remains an employee during the DROP period and receives all the benefits
of being an employee during the DROP period, except any form of pension
contribution.
4. Effect of DROP Participation
a. An employee's credited service and his/her accrued benefit under
the Pension Plan shall be determined on the date of his/her election
to participate in the DROP first becomes effective.
b. The employee shall not accrue any additional credited service while
he/she is a participant in the DROP, or after termination of
participation in the DROP.
c. A DROP participant is not eligible for disability benefits from the Plan.
d. An employee may participate in the DROP only once.
e. Effective with the start date of an employee's DROP participation,
contribution to the Pension Plan by the employee and the normal
cost contribution to the Pension Plan by the City, on behalf of the
employee, shall cease.
5. Payments to DROP Account. A DROP account shall be created for each
member who elects to participate in the DROP. A DROP account shall
consist of amounts transferred to the DROP from the Plan, which include the
monthly retirement benefits, including any future cost of living increases, that
would have been payable had the member elected to cease employment
and receive a normal retirement benefit upon commencing participation in
the DROP, and earnings on those amounts. With the exception of those
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employees who enter the DROP on or after September 1, 2012, through
September 29, 2013, shall continue to receive a zero (0%) cost of living
adjustment for the third (3rd) and fourth (4th) annual adjustment dates,
regardless of whether the employee remains in the DROP for the maximum
five (5) year period. Any such employee who exits the DROP within six (6)
months following the date of DROP entry, shall be eligible for the cost of
living adjustment as otherwise provided in the current pension plan.
6. DROP Account Earnings
a. Members may direct their DROP money to any of the investment options
offered and approved by the Board. Any losses incurred by the
participant shall not be made up by the City or the Pension Plan. The
selection of these programs shall be made by the participant on forms
provided by the Board. Any and all interest and or earnings shall be
credited to the participant's DROP account.
b. A member's DROP account shall only be credited or debited with
earnings while the member is a participant in the DROP and, depending
on the DROP Account Payment Options selected, after the member
dies, retires, or terminates employment with the City of Miami Beach.
7. Payment of DROP Account Funds — Upon termination of a member's
employment (for any reason, whether by retirement, resignation, discharge,
disability, or death), the retirement benefits payable to the member or to the
member's beneficiary shall be paid to the member's DROP account. No
payments will be made from the DROP account until the member terminates
employment.
8. DROP Account Payment Options — Following the termination of a
participant's employment, the participant shall select one of the following
options to begin to receive payment from his/her DROP account. Said
selection shall occur no later than 30 days prior to the end of the DROP
participation period or within 30 days following the termination of a
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participant's employment if said termination of employment occurs prior to
the end of the DROP participation period:
a. Lump Sum — All accrued DROP benefits, plus interest, shall be paid
from the DROP in a single lump sum payment.
b. Partial Lump Sum — A member designated portion of accrued DROP
benefits, plus interest, shall be paid from the DROP in a partial lump sum
payment with the remainder being directly rolled over into an eligible
retirement plan.
c. Direct Rollover—All accrued DROP benefits, plus interest, shall be paid
from the DROP directly to the custodian of an eligible retirement plan.
d. Other method(s) of payment that are in compliance with the Internal
Revenue Code and adopted by the Pension Board of Trustees.
9. Death of DROP Participant — If a. DROP member dies before his/her
account balances are paid out in full, the participant member's designated
beneficiary shall have the same rights as the member to elect and receive
the pay-out options set forth in Paragraph 8, above. DROP payments to a
beneficiary shall be in addition to any other retirement benefits payable to
the beneficiary.
10. Administration of DROP Accounts
a. The Pension Board of Trustees shall make such administrative rules as
are necessary for the efficient operation of DROP, but shall neither
create any rule that is inconsistent with the legislation creating the
DROP, nor any rule that would be a mandatory subject of collective
bargaining.
IAFF - 45
b. At all times, the DROP will be administered so that the Plan remains
qualified under the Internal Revenue Code and is in compliance with the
Internal Revenue Code and applicable laws and regulations.
11. If any provision of this DROP should be found invalid, unlawful, or not
enforceable by reason of any existing or subsequently enacted legislation, or
by judicial authority, or by an IRS regulation/ruling, the City and the Union
agree to meet within 30 days of such determination for the purpose of
negotiating a resolution to the invalid provision(s).
In the event that provisions of the Internal Revenue Code operate to limit the
benefit amount of employee coverage by the pension provision incorporated
in this Agreement to an amount less than set forth in the pension Plan then
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the City and the Union shall negotiate a method to compensate the affected
employee for the difference between the normal pension benefit and the
limits allowed by the Internal Revenue Code provided that no such
resolution shall jeopardize the exempt status of the Plan under the Internal
Revenue Code.
12. A member who elects to participate in the DROP shall retain the earned
balance of accrued sick and vacation leave as of date of entry into the
DROP, and shall continue to earn sick and vacation leave during the DROP
period, in accordance with the stipulations set forth in the collective
bargaining agreement between the City and IAFF. While in the DROP, the
member shall have the one-time option of receiving payment for accrued
sick and/or vacation leave, up to the maximum payout upon separation of
employment allowed by the collective bargaining agreement between the
City and IAFF, provided that the employee shall retain at least one hundred
twenty (120) hours of accrued sick leave after such payment. The one-time
election to receive payment of leave balances shall be made in any one year
of the DROP, by notifying the City no later than June 30 of that year.
Payment will be made after the first pay period ending October of the same
year. Upon final separation from employment with the City, a member who
has participated in the DROP shall be eligible to receive payment for the
IAFF - 46
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balance of all accrued sick and vacation leave as of the date of final
separation, up to the maximum provided in the collective bargaining
agreement, as reduced by the prior payout, if any. In no event shall
payments for accrued sick or vacation leave be included in a member's
earnings for the purposes of the plan.
E. Pension benefits for employees hired prior to July 14, 2010; all changes effective
September 30, 2013, unless otherwise specified:
1. The benefit multiplier shall be three percent (3%) for each year of creditable
service for the first twenty (20) years of service, and four percent (4%) for
each year of creditable service after twenty (20) years of creditable service.
2.. The normal retirement date shall be as provided in the current pension plan,
except that a member must attain the age of 47 to be eligible for"Rule of 70"
retirement.
3. The final average monthly earnings (FAME) shall be based on the member's
two (2) highest paid years of creditable service, prior to retirement or
separation from employment. Effective September 30, 2015, the final
average monthly earnings (FAME) shall be based on the member's three (3)
highest paid years of creditable service, prior to retirement or separation
from employment.
4. The retiree cost of living adjustment (COLA) shall be two and one half
percent (2.5%) annually.
5. The maximum pension benefit shall be 85% of pensionable income, with the
exception that any member who attains a benefit of 85% of pensionable
income or higher as of September 30, 2013, retains the maximum benefit of
90% of pensionable income.
6. An employee shall be vested after completion of five (5) years of creditable
service.
7. Ten percent(10%) employee pension contribution.
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F. Pension benefits for employees hired after July 14, 2010, but prior to ratification
of this collective bargaining agreement (includes new hires currently in the
recruitment process); all changes effective September 30, 2013, unless
otherwise specified:
1. The benefit multiplier shall be three percent (3%) for each year of creditable
service for the first twenty (20) years of service, and four percent (4%) for
each year of creditable service after twenty (20) years of creditable service.
2. The normal retirement date shall be as provided in the current pension plan,
except that a member must attain the age of 48 to be eligible for"Rule of 70"
retirement.
3. The final average monthly earnings (FAME) shall be based on the Member's
three (3) highest paid years of creditable service, prior to retirement or
separation from employment.
4. The retiree cost of living adjustment (COLA) shall be one and one half
percent (1.5%) annually.
5. The maximum pension benefit shall be 85% of pensionable income.
6. An employee shall be vested after completion of five (5) years of creditable
service.
7. Ten percent (10%) employee pension contribution.
G. Pension benefits for employees hired after ratification of this collective
bargaining agreement (excluding new hires currently in the recruitment
process):
1. The benefit,multiplier shall be three percent (3%) for each year of creditable
service for the first twenty (20) years of service, and four percent (4%) for
each year of creditable service after twenty (20) years of creditable service.
2. The normal retirement date shall be as provided in the current pension plan,
except that a member must attain the age of 48 to be eligible for"Rule of 70"
retirement.
3. The final average monthly earnings (FAME) shall be based on the Member's
five (5) highest paid years of creditable service, prior to retirement or
separation from employment.
IAFF - 48
4. The retiree cost of living adjustment (COLA) shall be one and one half
percent (1.5%) annually.
5. The maximum pension benefit shall be 85% of pensionable income.
6. An employee shall be vested after completion of five (5) years of creditable
service.
7. Ten and one half percent (10.5%) employee pension contribution.
The pension breakdowns above are for illustrative purposes and do not encompass all pension
benefits afforded to respective members. The full itemization of pension benefits is available in
the plan summary for the Fire and Police Pension Plan, as well as the Fire and Police Pension
Ordinance.
"Me Too" with the FOP. The IAFF reserves the right to a "me too" agreement with the FOP
should the City modify the FOP agreement on parallel issues. Any such discussions shall not
exceed a period of 90 days from the date of the first meeting, and in no event shall the
discussions continue beyond the contract expiration date.
7.25. Buyback of Probationary Time. Employees hired prior to ratification of this agreement
may elect, by written notice served on the Board of Trustees, to receive creditable pension
service time for any or all of their time served as probationary firefighters. In order to receive
such creditable pension service time, employees should be allowed to purchase any or all of
such time through the use of accrued annual leave, sick leave, cash or any combination
thereof. In the event such purchase is not made within six months of successful completion of
probationary period, the amount paid shall include interest at the rate of three percent (3%) per
annum excluding first six months. Effective upon ratification, all newly hired employees,
including new hires currently in the recruitment process, shall participate in the pension plan
upon date of hire.
7.26. Voting Time. Given the availability of alternatives such as absentee ballots, the past
practice of allowing paid time off for voting shall be discontinued.
7.27. Commission on Fire Accreditation International Pay Supplement (CFAI).
Bargaining unit members shall receive fifty dollars ($50.00) per pay period. The union agrees
to work with the City in order to attain accreditation through the Commission on Fire
IAFF - 49
Accreditation International. After attainment of accreditation, (CFAI) payments required herein
shall be contingent upon maintenance of the accreditation provided however that payment
shall continue if loss of accreditation is due to action or inaction by the City/Administration and
unrelated to actions of the bargaining unit members.
7.28. Compensation Plan.
a) Trainee—All non-certified hires will start at Step 1.
b) All Florida certified Firefighters will start at Step 3. After 6 months at Step 3, the
employee will move to Step A for the duration of their first year.
c) Effective April 1, 2015, one (1) additional step, Step I, shall be added to the Firefighter I
classification range. The additional step will increase the maximum of the range for the
Firefighter I classification by five percent (5%). Any Firefighter I at the maximum step of
the range, Step H, shall be eligible to proceed to Step I upon reaching his or her
anniversary date following the effective date of this provision.
7.29. Shift Fire Investigator. Three (3) Firefighter I employees will be assigned to the
Suppression Division (1210) in the position of Shift Fire Investigator. There shall be one (1)
Fire Investigator per 24-hour shift for a total of three (3). To be eligible to hold the position, the
Firefighter I must be a State certified Fire Investigator II. The three (3) fire investigators will
perform their normal Firefighter I shift duties, and may be dispatched solely for Fire
Investigative duties.
The three (3) Firefighter I Shift Fire Investigators shall maintain their 10% assignment pay as if
they were still assigned to the Fire Prevention Bureau (FPB) Division (1230) and shall maintain
their current take home vehicles.
7.30. Hazardous Duty Pay. Effective April 1, 2015, all employees covered by this agreement
shall be eligible to receive hazardous duty pay in the amount of one hundred dollars ($100)
biweekly. Hazardous duty pay shall not be considered as pensionable earnings.
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ARTICLE 8
JOINT OCCUPATIONAL SAFETY AND HEALTH COMMITTEE
8.1. Committee Make-up and Responsibilities. In recognition of the City's and the Union's
desire to maintain the highest standards of health and safety in the Fire Rescue Department, a
Joint Occupational Safety and Health Committee will be established. This committee shall
consist of three (3) members of management selected by the Fire Chief, and three (3)
members of the Union appointed by the Union President.
a) The Committee shall recommend rules and procedures for the promotion of health and
safety among Firefighters.
b) The Committee shall make inspections of Fire Department facilities on a semi-annual
basis or by special request.
c) The Committee shall keep minutes of each meeting.
d) The Committee shall meet on a regular basis at mutually agreed times. Four (4)
members of the Committee shall constitute a quorum, providing that equal
representation is available, at a scheduled and posted meeting.
e) The Safety and Health Committee established by this Agreement shall evaluate
changes in specifications for bids for protective clothing, equipment, tools, appliances,
and apparatus, and shall issue its recommendations in a report to the Fire Chief.
f) The Safety and Health Committee will evaluate the types of helmets, gloves, breathing
apparatus, and protective clothing on a semi-annual basis. A report of this evaluation
will be made to the Fire Chief.
g) A separate City-Wide or Departmental Safety Committee will review and analyze all
reports of accidents, deaths, injuries, and illnesses.
h) The Safety and Health Committee shall review on the job accidents and injuries and
make recommendations to the Fire Chief about prevention efforts and/or remediation
needed.
8.2. Personal Equipment. Personnel will be issued personal equipment one time, in new
condition, to be maintained in serviceable condition. If the gear is damaged or destroyed at no
fault of the employee, it will be replaced by the City. If it has been damaged, destroyed, or lost
due to the employee's negligence, the employee will pay for the replacement.
IAFF - 51
Negligence will be determined by a majority vote of four (4) members of the Occupational
Safety and Health Committee and the Fire Chief. Two (2) of the Committee members shall be
Union appointees and two (2) shall be Management appointees.
8.3. Ladder Testing. The City shall pay for the inspection and testing of the structural integrity
and safety of its aerial devices, using recognized test procedures by an independent test
company other than the original manufacturer, at a time to be determined by management, but
on no longer than a bi-annual basis. A copy of the test results will be supplied to the Safety
and Health Committee.
8.4. Air Quality, Evaluations. The City agrees that air quality evaluations as presently made
will be made by the Dade County Health Department or other suitable testing facility on the
compressed air utilized in department Self-Contained Breathing Apparatus (SCBA) and Self-
Contained Underwater Breathing Apparatus (SCUBA) on a quarterly basis.
8.5. SCBA Repair. Only personnel who have been trained and certified by the manufacturer
will be permitted to perform repairs or supervise the performance of repairs on Self-Contained
Breathing Apparatus (SCBA).
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ARTICLE 9
LEAVE OF ABSENCE
9.1. Educational Leave and Tuition Refund. Subject to applicable Personnel Rules, 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 of said employee. The City's tuition refund
program shall be continued for the term of this Agreement.
9.2. Bereavement. Where there is a death in the immediate family (mother, father,
grandparents, grandchildren, current spouse's parents, brother, sister, current spouse,
children, or stepchildren) of an employee he shall be allowed two (2) days off(twenty-four (24)
hours a 24-hour shift employee), for the purpose of making arrangements and/or attending the
funeral, without loss of pay and without charge to accrued sick leave or vacation days of said
employee. In such circumstances, additional time off may be granted by the Fire Chief or
designee, and shall be chargeable to the accrued sick or vacation leave of such employee.
Such additional time shall not count against the employee for the purposes of performance
evaluation, or for participation in the sick leave sell back program. Requests for additional time
off shall be submitted in writing to the Chief.
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ARTICLE 10
TRANSFER OF SERVIVES
10.1. Notice. The City agrees to keep the Union advised concerning any plans for, or
implementation of, a transferal of any services presently being performed by bargaining unit
members.
10.2. Discussions. The City agrees to hold discussions with representatives of the Union
upon request of the Union, for the purpose of permitting the Union an opportunity to comment
upon any proposed transferal of services and/or suggest alternatives to all or any portion of the
plan for transferal.
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ARTICLE 11
DRUG/ALCOHOL TESTING
Section 11.1. Selection. In an effort to identify and eliminate on-duty or off-duty controlled
substance/alcohol abuse, urinalysis/breathalyzer tests shall be administered as provided
herein. Employees shall be advised of their contractual rights relative to this Article any time a
urinalysis/breathalyzer alcohol test is required. Employees refusing to submit to a
urinalysis/breathalyzer test under the provisions set forth herein shall be dismissed.
a) Annual Screening: Effective October 1, 1998, all employees shall be required to
submit to urinalysis once per calendar year. Employees shall be selected using a
random selection process agreed to by the Union and the City, and shall be tested
during their normal tour of duty.
b) Random Screening: 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. The Human Resources Department will administer the drug testing
program. Thirty (30) days after the contract ratification by the IAFF, employees whose
sick leave bank falls below 133 hours (200 hours for shift personnel), shall be subject to
the random drug test screening for 180 calendar days. The 180 calendar day period
will begin with the pay period after the employee's leave balance falls below 133 hours
(2000 hours for shift personnel). Effective October 1, 2007, employees whose sick
leave bank falls below 200 hours (300 hours for shift personnel), shall be subject to the
random drug test for 180 calendar days. The 180 calendar day period will begin with
the pay period after the employee's leave balance falls below 200 hours (300 hours for
shift personnel). If at any time after the 180 calendar days has expired, the employee's
sick leave bank falls below the 133 hours (200 for shift personnel) (or on/after October
1, 2007, 200 hours [300 for shift personnel]), the employee shall be immediately subject
to random drug testing for an additional 180 calendar day period (as described above).
New hires are exempt from the random screening provisions until they have been
employed for a total of thirty-six months. After thirty-six months from the date of hire, all
provisions will apply.
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c) Reasonable Relief Screening: Employees may be tested under the following criteria:
1. When a Division Chief or above has reasonable belief, based on objective factors
that the employee has possession of, or is using, dispensing, or selling any illegal
drug or controlled substance which is not prescribed by a licensed physician.
2. When a Division Chief or above has reasonable belief based on objective factors
that the employee is under the influence of alcohol on duty, or on an off-duty detail,
or traveling to or from same in a City vehicle, or while in a status where injury would
be covered by Workers' Compensation and/or I.S.C.
Section 11.2 Screening.
a) Employees shall take a breathalyzer test in the case of suspected alcohol abuse, and/or
give a urine sample for suspected substances abuse, as determined by the City, at
either a hospital or an accredited testing lab, as chosen by the City. The hospital or
accredited testing lab shall include sufficient safeguards to ensure that a proper chain of
custody is enforced. When a sample is required to be submitted under any of the
above circumstances, a portion of the first sample shall be retained, and the employee
may choose to submit a second, separate sample as described in b) below. All positive
tests for controlled substance(s) shall be confirmed by Gas Chromatography Mass
Spectrometry (GCMS) or equivalent testing method. Testing shall be performed by an
accredited, State licensed clinical lab.
b) Except in the case of alcohol testing, if the employee chooses to submit a second,
separate sample it shall be collected at either a hospital or accredited, State licensed
clinical lab, chosen by the City, within four (4) hours of the time the initial sample is
submitted. If the employee declines to submit a second, separate sample or is unable
to submit a second, separate sample within the four (4) hour time period, the retained
portion of the initial test shall be used for any additional confirming tests. Any additional
confirmation testing shall only be conducted following a positive result from the initial
test, and shall be performed at a second, separate State licensed clinical lab of the
City's choice. All additional confirmation testing shall be by GCMS or equivalent testing
method.
IAFF - 56
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c) For purposes of reasonable belief screening criteria under Section 11.1(b)(2),
employees shall be deemed alcohol impaired if their blood/alcohol level is measured at
.04 or above. The following concentrations shall be applicable for determining whether
samples are positive for the drugs or classes of drugs tested in the initial or additional
confirmation process. A positive result shall be a concentration as set forth in NIDA
(National Institute of Drug Abuse)five (5) panel screening standards.
d) Employees shall be notified of a positive test result within a reasonable time from the
time a sample is submitted. Such notice may be served either verbally to the employee
or by a representative of the Department delivering notice to the employee's last
recorded residence shown on the Department's personnel roster. The Union shall be
advised of positive or negative test results to the extent that the release of such
information is consistent with Federal, State, or local laws regarding the privacy of test
results, unless the employee does not want the results released to the Union.
e) Employees ordered back to duty for testing shall be compensated under Article 7,
Section 7.7, Call-In Guarantee.
f) Disputes regarding the consistent application of the reasonable belief criteria cited
herein shall be handled under Section 11.3, Expedited Arbitration. Employees shall
comply with the order to submit a sample and simultaneously file a protest with the
communicator of the order.
g) Employees who test positive for drug use and wish to attribute causation to a
prescribed drug may present evidence to the City Manager's designee for Human
Resources and the laboratory's Medical Review Officer. The decision of the Medical
Review Officer will be conclusive.
h) Employees shall authorize release of drug/alcohol testing to the City.
Section 11.3. Expedited Arbitration.
a) Following ratification of this Agreement and prior to October 1, 1998, the President of
the Union and the City Manager's designee for Labor Relations shall select two (2)
permanent Arbitrators certified. by the American Arbitration Association (AAA) or other
IAFF - 57
similar certifying agency, to hear employee drug grievances. The Arbitrators will
alternate, hearing only grievances where the employee alleges a violation of Section
11.1(b), paragraphs 1 or 2, and limited to whether or not there was reasonable belief
based on objective factors to require the grievant to submit to a controlled
substance/blood alcohol test.
b) Samples submitted under Reasonable Belief Screening criteria and grieved shall not be
tested until the Arbitrator has ruled affirmatively that there was reasonable belief to test
the employee.
c) Any grievance must be in writing and submitted by fax or hard copy to the Division
Chief or above on the same day as the test or no later than the next weekday following
the test.
d) Any costs associated with the Arbitrator's ruling shall be borne by the City if the
Arbitrator rules there was not reasonable belief to test the employee, and the sample(s)
shall be properly discarded. Costs associated with the Arbitrator's ruling shall be borne
by the Union if the Arbitrator rules that there was reasonable belief to test the
employee, and the sample(s) shall be tested as outlined in this Article.
e) An expedited hearing shall be held before the Arbitration using the American Arbitration
Association rules of expedited arbitration and no post hearing briefs shall be filed. The
drug grievance shall be submitted directly to arbitration and shall be heard at a mutually
convenient time after the employee was required to submit to the controlled
substance/blood alcohol test. The Arbitrator shall rule at the close of the hearin g and
an oral response from the Arbitrator shall be sufficient to settle the grievance.
f) The Arbitrator shall serve from year to year and shall be appointed by letter, jointly
signed b the Union President and the City Manager's designee for Labor Relations.
g Y Y 9 9
Should the City and the Union choose to remove an Arbitrator, the Arbitrator shall be
notified and the parties shall agree on a replacement. If they are unable to agree, each
party shall put two (2) names into a hat and the name drawn shall be the replacement
for one (1)year.
IAFF - 58
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Section 11.4. Rehabilitation. In the event that the results of the urinalysis/blood alcohol test
are positive, the following shall apply:
a) At the discretion of the Fire Chief, the employee may be immediately relieved of duty
however, he shall first be allowed to utilize all of his/her accrued annual and sick leave,
if appropriate, and then shall be relieved without pay. The employee shall not be
disciplined until a positive test result is communicated to the City. However, if the
employee's conduct in connection with the alleged substance abuse amounts to
conduct for which the City might otherwise discipline the employee, the City may take
disciplinary action prior to knowing of a positive test result.
b) The employee shall, at his/her own cost, within seventy-two (72) hours of a positive test
notification (excluding weekends and holidays) enter into a substance abuse treatment
program approved by the City and the Union and remain in the program until the
employee has successfully completed the program, including any required aftercare. If
the employee fails to enter, participate in, and/or successfully complete any part of the
rehabilitation program, including any aftercare, he shall be terminated from his/her
employment with the City.
c) Employees cleared to return to work by the Substance Abuse Program Administrator
shall be subject to random urinalysis/breathalyzer test(s) for a period of two (2) years.
The City shall be limited to six (6) random urinalysis breathalyzer tests per twelve (12)
month period, beginning from the date the employee is cleared to return to work. Each
employee shall be entitled to one (1) chance for rehabilitation during their employment
with the City. Employees who test positive a second time under the provisions outlined
in Section 11.2 of this Article or this Section shall be terminated from employment with
the City.
IAFF - 59
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ARTICLE 12
SAVINGS
If any provision of this Agreement is subsequently declared by the proper legislative or judicial
authority to be unlawful, unenforceable, or not in accordance with applicable statutes or
ordinances all other provisions of this Agreement shall remain in full force and effect for the
duration of this Agreement. Upon issuance of such a decision or declaration which is not
appealed by either party, the parties shall, following a request by either party, negotiate in good
faith on a substitute article, section, or portion thereof.
IAFF - 60
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ARTICLE 13
WAIVER AND ENTIRE AGREEMENT
The Union acknowledges that during negotiations resulting in this Agreement, it had the right
and opportunity to make demands and proposals with respect to any and all subjects not
removed by law from the area of collective bargaining and that the complete understanding
and agreements arrived at by the parties after exercise of that right and opportunity are set
forth in this Agreement.
Therefore, the Union waives the right, during the term of this Agreement, to bargain collectively
with respect to any subject or matter referred to or covered by this Agreement, and it
particularly waives the right to bargain over the City's exercise of any of its management's
rights set forth in Article 5 of this Agreement, e.g., changing work hour schedule, transferring
employees, laying off employees, etc. The parties intend that this Agreement shall constitute
the sole source of their rights and obligations from and to each other for its term either by
specific provision or by silence. If the Agreement does not prevent it, the City may take any
action (or fail to take any action) it desires and shall have no obligation to bargain with the
Union concerning the taking, or not, of the action; but may take unilateral action at the time it
desires. The Union does not waive, and shall retain its right, to bargain with the City-over the
impact of any action taken by the City not set forth in this Agreement, but such impact
bargaining shall not serve to delay management's action until agreement or impasse is
resolved concerning the impact at issue.
This Agreement may be amended by mutual agreement of the parties but any amendment
must be in writing and signed by duly authorized representatives of the parties before it will be
effective.
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IAFF - 61
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ARTICLE 14
TERM OF AGREEMENT
This Agreement shall be effective as of its ratification by both parties, and shall remain in force
and effect until September 30, 2015. It shall be automatically renewed from year to year
thereafter, unless either party shall notify the other in writing at least sixty (60) days prior to the
anniversary date that it desires to modify this Agreement. In the event that such notice is
given, negotiations shall begin no later than thirty (30) days prior to the anniversary date. This
Agreement 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
Agreement, provided that such notice may not be given earlier than ten (10) days prior to the
anniversary date.
IAFF - 62
EXE CUT ED by the part i es hereto o n t his day of 2013.
INTERNATIONAL ASSOCIATION CITY OF MIAMI BEACH, FLORIDA
OF FIRE FIGHTERS LOCAL 1510,
AFL-CIO-CLC
By: By:
Adonis Garcia mmy M rales
IAFF President ity Manager
By:
Matti Herrera Bower
Mayor
Approved by Vote of the City Commission
on the i4h day of , 2013
ATTEST:
Date
Rafael E. Granado
City Clerk
mrlc P
'H ?rO ._ }
IAFF - 63
INTERNATIONAL ASSOCIATION OF FIREFIGHTERS
(IAFF) LOCAL 1510
ELECTION OF REMEDY FORM
Grievance No.
1 . I/We elect to utilize the Grievance Procedure contained in the current
Contract between the City of Miami Beach, Florida, and the IAFF. In making this
election, I/we understand that selection of another forum, as defined by the IAFF
Contract, shall bar any consideration of the Grievance under the IAFF grievance
and arbitration Article.
2. I We elect to utilize another forum form our grievance, and in doing so I we
understand that this election shall bar any consideration of this matter under the
IAFF grievance and arbitration Article.
Signature Date
Subject of Grievance/Appeal:
IAFF - 64
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HEARING EXAMINER RULES
SECTION 1: REQUEST FOR HEARING: Any officer or employee may appeal from such
disciplinary action within ten (1 0) days after the delivery or mailing to him/her of
such written notice, by filing a written request for a hearing to the Hearing
Examiner or his/her designee. If the tenth day falls on a Saturday or Sunday,
he/she will have the ability to file for an appeal on the following Monday.
SECTION 2: DISCIPLINARY HEARINGS:
(a) The City Manager's designee for Labor Relations no later than ten (10) days
after receipt of such appeal, shall fix a place and time for holding a public
hearing within a reasonable time thereafter. Written notice of such time and
place shall be delivered or mailed promptly to both the Appellant and the
Appointing Officer.
Only the Hearing Examiner may grant a continuance to either party for
good and sufficient cause. No continuance shall be granted to either party
unless such request for continuance is received in writing by the City
Manager's designee for Labor Relations at least ten (10) days prior to the °
date of said scheduled hearing of appeal.
(b) The Hearing Examiner may, at the request of the Appointing Officer or the
Appellant, call or request any person or records for the purpose of
ascertaining the facts.
(c) The Appointing Officer or a representative designated by him/her shall
have the right to be present at such hearing and to be represented by the
City Attorney.
IAFF - 65
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d) The Appellant shall have the right to be present at such hearing and to be
represented by an attorney of his/her choice. Said attorney shall be an
attorney duly admitted and licensed to practice in the State of Florida. In
the event that the Appellant does not retain an attorney, said Appellant
may have an advisor of his/her choice present. Such advisor shall not
have the right to interrogate any witnesses or to enter objections to any
testimony or evidence presented to the Hearing Examiner, nor may such
advisor speak in the Appellant's behalf.
(e) The findings of the Hearing Examiner shall be based upon
competent substantial evidence of record
(f) The Appointing Officer shall have the burden of presenting
evidence to support the truth of the charges as contained in the
written notice.
(g) The Appellant shall have the right to present evidence to refute
the charges brought against him/her.
(h) The Appellant shall have the right to be confronted by his/her accuser, and
the Appellant and the Appointing Officer shall each have the right to cross
examine the witnesses of the other.
(i) After both the Appointing Officer and the Appellant shall have presented
their testimony and evidence, the Hearing Examiner shall receive argument
in summation. The Appointing Officer shall have both the opening and
closing argument.
(j) After the completion of closing oral argument, the Hearing Examiner shall
consider the testimony and evidence presented before the Hearing
Examiner to determine the truth or untruth of the charges.
(k) Within five [5) working days after the completion of the hearing, the
IAFF - 66
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Hearing Examiner shall issue his or her findings as to the truth or untruth
of the charges in writing. The City Manager's designee for Labor Relations
shall promptly deliver or mail a copy of such findings to the Appointing
Officer and to the Appellant.
(I) A copy of the written statement given the officer or employee, a copy of
any reply thereto, and a copy of the findings of the Hearing Examiner
shall be filed as a Public Record in the employee's personnel file.
f
IAFF - 67
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