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Home My WebLink AboutCWA Agreement AGREEMENT Between CITY OF MIAMI BEACH, FLORIDA and the COMMUNICATIONS WORKERS OF AMERICA (CWA) LOCAL 3178 Period Covered October 1, 2000 to September 30, 2003 TABLE OF CONTENTS ~ AGREEMENT ................................................................................... ................................ .................................. 1 PREAMBLE............................................................................................................ ..................................... ........ 2 ARTICLE 1- Recognition Section 1.1. Section 1.2. Section 1.3 Representation and Bargaining Unit ...................................................................................................3 Unit Description ..................................................................................................................................... 3 Job Classifications/ Audits .................................................................................................................... 4 ARTICLE 2- Employee and Union Rights Section 21. Section 2.2 Section 2.3. Section 2.4. Employee Rights During Meetings or Interviews ............................................................................ 5 Notice of Disciplinary Action .............................................................................................................. 5 Retaliation for Exercising Rights ......................................................................................................... 6 Union Membership/Right of Union to Represent Only Members ................................................................................................................ 6 Access to Personnel Records ............................................................................................................... 6 Employee Bargaining Team ................................................................................................................. 7 Recording Devices ................................................................................................................................. 7 Polygraph Examinations & Psychological Examinations................................................................ 7 Employee Examination Review ........................................................................................................... 8 Meeting Leave ......................................................................................................................................... 8 Information to be Provided to Union by City .................................................................................. 8 Section 2.5. Section 2.6. Section 2.7. Section 2.8. Section 2.9 Section 2.10 Section 2.11 ARTICLE 3- Deduction olUnion Dues Section 3.1. Section 3.2. Checkoff................................................................................................................................................... 9 Indemnification....................................................................................................................................... 9 ARTICLE 4- Grievance Procedure Section 4.1. Section 4.2. Section 4.3. Section 4.4. Section 4.5. Purpose .................................................................................................................................................. 10 Definitions ............................................................................................................................................. 10 Special Provisions ................................................................................................................................. 11 Grievances Involving Discipline........................................................................................................ 13 Election of Remedies........................................................................................................................... 13 Grievance Procedures ......................................................................................................................... 14 Arbitration ............................................................................................................................................. 15 Differences Concerning Personnel Rules ........................................................................................ 17 Section 4.6. Section 4.7. ARTICLE 5- No Strike and No Lockout Section 5.1. Section 5.2. No Strike ................................................................................................................................................ 18 No Lockout ........................................................................................................................................... 18 TABLE OF CONTENTS. continued ~ ARTICLE 6- Management Rlghts................................................................................................................................................. 19 ARTICLE 7- Hours of Work and Overtime Section 7.1. Section 7.2. Section 7.3. Section 7.4. Section 7.5. Section 7.6. Section 7.7. Section 7.8. Section 7.9. Section 7.10. Section 7.11. Section 7.12. Section 7.13. Purpose ................................................................................................................................20 Normal Workday ................................................................................................................................20 Normal Workweek...............................................................................................................................20 OvertiIne .......................... ...................................................................................................................... 20 Distribution of OvertiIne Opportunity ............................................................................................ 21 Holiday Celebration and Pay for Working on Holiday................................................................. 21 Rest Periods ........................................................................................................................................... 22 Reporting Pay ........................................................................................................................................ 22 Come Back Pay ..................................................................................................................................... 22 Standby Pay ........................................................................................................................................... 22 Clean-Up Time ..................................................................................................................................... 23 No Pynuniding......................................................................................................................................23 Essential Personal (I-lurricane Pay) ................................................................................................... 23 ARTICLE 8- Wa,ges and Fringe Benefits Section 8.1. Section 8.2. Section 8.3. Section 8.4. Section 8.5. Section 8.6. Section 8.7. Section 8.8. Section 8.9. Section 8.10. Section 8.11. Section 8.12. Section 8.13. Section 8.14 Section 8.15 Section 8.16. Section 8.17. Section 8.18. Section 8.19. Section 8.20. Section 8.21. Section 8.22. Section 8.23. Section 8.24. Section 8.25. Section 8.26. Wages...................................................................................................................................................... 24 Shift Differential................................................................................................................................... 25 Holidays ................................................................................................................................................. 25 Bereavement Leave ..............................................................................................................................25 Rate of Pay When Working Out of Classification.......................................................................... 26 V oring Tune ..........................................................................................................................................26 Meal Allowance.....................................................................................................................................26 Jury Duty................................................................................................................................................ 26 Tool Allowance..................................................................................................................................... 26 Cleaning Allowance.............................................................................................................................. 27 Uniform Provision ............................................................................................................................... 27 Insurance................................................................................................................................................ 27 Pension ................................................................................................................................................... 28 Vacation Benefits.................................................................................................................................. 29 Sick & Vacation Leave ........................................................................................................................29 Sick & Vacation Leave Accrual & Maximum Payment on Termination ...................................29 Public Safety .......................................................................................................................................... 30 Step & Longevity Increases ................................................................................................................30 Promotional Salary ............................................................................................................................... 31 Perfect Attendance Bonus .................................................................................................................. 32 Lead Person........................................................................................................................................... 32 Union Conventions ..............................................................................................................................32 Orientation ........................................................................ .................................................................... 33 Educational Leave & Tuition Refund .............................................................................................33 Property Management- License(s) Maintenance.............................................................................33 EMf Certification Pay ....................................... ................................................................................. 33 ii TABLE OF CONTENTS. continued ~ ARTICLE-9- General Provisions Section 9.1. Section 9.2. Section 9.3. Section 9.4. Section 9.5. Section 9.6. Section 9.7. Section 9.8. Section 9.9. Section 9.10. Section 9.11. Section 9.12. Section 9.13. Section 9.14. Section 9.15. Section 9.16. Section 9.17. Section 9.18. Discrimination ............ .................................................... ...................................................................... 34 Meetings Between Parties ........ ..................................... ..................... ................................................. 34 Reduction in Work Force ...................................................................................................................34 Work Rules ............................................................................................................................................34 Probationary Employees ..................................................................................................................... 34 "Temporary" Employees..................................................................................................................... 35 Political Activities of Employees ....................... ........................ ........................................................ 35 Safety ..................................................... ....................................................... .......................................... 36 Parking.................................................................................................................................................... 36 Glasses & Pith Helmets....................................................................................................................... 37 Notification in the Event of Transfer or Contracting Out........................................................... 37 Stress Reduction/Police Department's Public Safety Communications Unit. .......................... 38 Bulletin Boards...................................................................................................................................... 38 Seniority ................................................................................................................................................. 38 Safety Shoes........................................................................................................................................... 39 Labor/Management Committee........................................................................................................40 Promotions ............................................................................................................................................40 Beach Patrol Promotions .................................................................................................................... 40 ARTICLE-10-DrQg and Alcohol Testmg Section 10.1. Drug and Alcohol Testing...................................................................................................................42 ARTICLE 11- Waiver and Entire A.greement.............................................................................................................................43 ARTICLE 12 - Savings.......................................................................................................................................................................44 ARTICLE 13 - Term of Contract...............................................................................................................;....................................45 EXECUTION ...................................................................................................................................................................................... 46 APPENDIX A - COMPENSATION PLAN ............................................................................................................................. 47 APPENDIX B GRIEVANCE FORM/ELECTION OF REMEDY FORM..................................................................48 w AGREEMENT THIS AGREEMENT, was made and entered into on this ....2!L.-day of March , 2002, by and between the CITY OF MIAMI BEACH, FLORIDA (herein called the "City"), and the COMMUNICATIONS WORKERS OF AMERICA (herein called the "Union"). CW A-I PREAMBLE WHEREAS, the Union has been selected as the sole and exclusive bargaining representative by a majority of the employees set forth in Article 1, and has been recognized by the City pursuant to the laws of Florida as the sole and exclusive bargaining representative for said employees; WHEREAS, the City and the Union have voluntarily endorsed the practices and procedures of collective bargaining as a fair and orderly way of conducting relations between the City and the employees covered by this Agreement insofar as such practices and procedures are appropriate to the obligations of the City to retain the right effectively to operate the various departments of the City and are consonant with the paramount interests of the public; WHEREAS, it is the intention of the parties to this Agreement to provide, where not otherwise mandated by Statute, for the salary schedule, fringe benefits and conditions of employment of the employees covered by this Agreement, to provide for the continued and efficient operation of the various departments of the City, and to provide an orderly and , prompt method of handling and processing grievances; NOW, THEREFORE, the parties agree with each other as follows; CWA-2 ARTICLE 1 RECOGNITION Section 1.1. Re.presen~tion and Bargaining Unit. - The City recognizes the Union as the sole and exclusive representative of all employees in the unit described bdow. Section 1.2 Unit Description. - All regular, full-time employees in the following classified job descriptions, excluding all managerial, supervisory, confidential, temporary, and casual employees, and employees currently represented in other certified bargaining units: Account Clerk I Account Clerk II Account Clerk III Administrative Aide I Administrative Aide II Administrative Assistant I Administrative Secretary Air Conditioning Mechanic ',' Building Inspector Buyer Carpenter I Carpenter II Clerk Clerk Typist Code Compliance Administrator Code Compliance Officer I Code Compliance Officer II Coin Room Money Handler Commission Reporter I Commission Reporter II Communications Operator Complaint Operator II Crime Analysis Specialist Crime Scene Technician I Crime Scene Technician IT Data Entry Clerk Dispatcher Dispatcher Trainee Duplicating Equipment Operator Electrical Inspector Electrician Elevator Inspector Engineering Assistant I Engineering Assistant II Engineering Assistant, III Engineering Inspector Finance Specialist I Finance Specialist II Finance Specialist III I.D. Technician I I.D. Technician II Lifeguard I Lifeguard II Lifeguard Lieutenant :Mason :Masonry Hdper Mechanical Inspector Painter Parking Enforcement Specialist I Parking Enforcement Specialist II Parking Meter Technician I Parking Meter Technician II Permit Clerk I Permit Clerk II Planning Technician Plumber Plumbing Inspector Pool Guard I Pool Guard II Police Fleet Specialist Police Photographer Police Records Technician Property Evidence Technician I Property Evidence Technician II Public Safety Specialist CWA - 3 Section 1.3 Job Classifications/Audits. a) The City and the Union agree that in the event the City creates a new job classification within the bargaining unit, or substantially changes the duties of a job classification which remains within the bargaining unit, or combines job classifications within the bargaining unit as a result of job audits, or market studies, the City will bargain with the Union concerning the appropriate rate of pay for the new, changed, or combined jobs. However, in no event, will the position be paid at a lower rate of payor at a lower classification. Until agreement is reached or impasse is resolved, affected employees will be paid as deteanined by the City. Upon agreement as to the rate of pay for the new, changed, or combined job(s), the agreed rate shall be retroactive to the date that the City filled the positions. b) The parties agree that they will periodically review the job classifications and, if appropriate, file a joint petition to Public Employees Relation Commission (pERC) to deteanine which positions should be in or out of the bargaining unit. c) Effective April 8, 2002, employees in the classification s shall be reclassified as follows: 1) Account Clerk 1's in the Finance Department shall be reclassified as Finance Specialist I 2) Account Clerk II's in the Finance Department shall be reclassified as Finance Specialist II 3) Account Clerk Ill's in the Finance Department shall be reclassified as Finance Specialist III CW A - 4 ARTICLE 2 EMPLOYEE AND UNION RIGHTS Section 2.1 Employee Rights During Meetings or Interviews. a) An employee shall be entitled to request Union representation at all meetings where the representative of the City intends to seek to gain information from the employee which may become a part of the written disciplinary record or may result in a written warning/ reprimand of the employee. b) The employee shall be informed of the nature of the meeting, the alleged conduct, and if requested, be given a reasonable period of time prior to the meeting to contact and consult with the Union. Nothing contained herein shall preclude an employee from legal representation in the event of a criminal investigation. c) At the request of the employee, the City will advise the Union President of all such meetings with the employee and the Union President will arrange to have a Union Representative present. d) All meetings will be held in the City at a reasonable hour during the employee's shift or contiguous to the shift on the clock, unless an emergency or serious condition prevents such action. Section 2.2 Notice of Disc~lin~ Action. a) No reprimand, termination, suspension, demotion, punitive transfer, or punitive reassignment which results in loss of pay shall be taken against an employee unless he/she is notified of the action, and the reason(s) for such recommended action given in writing specifically prior to the action. Notice in writing shall be given to the employee as soon as practicable. b) Disciplinary c) If such disciplinary action is taken against any employee which results in loss of payor monetary benefits or denial of annual merit increase, Management will adhere to progressive discipline: Written ''verbal warnings" shall not be kept in departmental or Human Resources files. If the employee is not disciplined for the same incident again during a calendar year, the written ''verbal warning" shall not be used for his/her Annual Performance Evaluation report. CWA - 5 d) The employee must have received a Special Report during the evaluation period informing him/her of the less than satisfactory performance and what action should be taken for improvement. A copy of the Special Report must be submitted with the Annual Evaluation Report. e) The employee must have received a warning during the evaluation period at least sixty (60) but no more than ninety (90) days prior to an employee receiving a less than satisfactory performance. If the unsatisfactory work performance occurred prior to ninety (90) days before the anniversary increase was due, the warning must state what action the employee must take to correct the unsatisfactory performance. A copy of the warning shall be submitted with the Annual Evaluation Report. f) Nothing in this section shall be intended to contravene public record law. Annual merit increases are not automatic and may be denied. , . The employee's Department will be responsible for monitoring the progress or lack of progress on the employee's effort to correct the problem which led to the unsatisfactory rating. Such follow-up shall be every ninety (90) days after the corrective process commenced. Upon correction of the problem, the employee will be granted the annual increase. Section 2.3 Retaliation for Exercising Rights. - No employee, supervisor or management person shall be retaliated against or be threatened with any such retaliation by reason of his/her exercise of any rights set forth in this Agreement. Section 2.4 Union Membership-Right of Union to Represent 0* Members. - The City and the Union agree not to interfere with the right of employees to become or not become members of the Union, and further, both parties agree that there shall be no discrimination, interference, restraint, or coercion against any employee because of Union membership or lack of it; except that the Union may process grievances for, advise, or participate in meetings or interviews on behalf of members only. Human Resources will inform the Union of new hires on a monthly basis. Section 2.5 Access to Personnel Records. - Upon reasonable request, an employee shall have the right, in the presence of an appropriate representative of the employer, to review and copy all or any portion of the employee's official records which are or may become a part of the personnel file maintained by the Human Resources Departmencand his/her department. The employer may charge a reasonable fee of fifteen cents (15<t) per page for such copying. Employees will be provided with a copy of records or letters that are to be placed in the employee's Personnel File maintained in either Human Resources or in the Department personnel file, which make specific, derogatory comments about the employee's work performance. This shall be done by the Department prior to the filing and the employee shall be asked to sign his/her CWA - 6 acknowledgement. The employee shall be allowed to place in his personnel file a response of reasonable length to anything contained therein which the employee deems to be adverse. No anonymous material shall be placed in an employee's personnel file. It is specifically understood that this provision shall not in any way alter or modify the Personnel Rules concerning tests or examinations and the period of time which an employee has to review tests or examinations which hel she has taken. Section 2.6 Employee Bargaining Team. - The City agrees that the Union shall be permitted up to five (5) employees to serve on a collective bargaining team in any collective bargaining negotiations with the City, and that such persons shall be compensated at their regular salary when negotiations are during regular working. The Union may appoint alternates who shall be compensated instead of regular members of the collective bargaining team for those periods of time when they actually serve on the bargaining team. Section 2.7 Recording Devices. - No mechanical recording devices of any kind shall be used in discussions between , . department heads, division heads, or supervisors and employees unless the parties mutually agree otherwise. It is specifically understood that this subsection ~hall not in any way apply to any City Board. Section 2.8 Potygr~h Examinations and P~chological Examinations. A) Po1ygr~h Examinations 1) A bargaining unit member may be required to submit to a polygraph test, or any other electronic examination, the purpose of which is to test the truthfulness of the employee when investigating a work place theft only when there is reasonable suspicion to believe that the employee is involved. 2) It is understood that bargaining unit members may be required to take a polygraph examination when such examination is a pre-condition of their initial employment with the City. A bargaining unit member may be required to take a polygraph for promotion, or transfer into a department that has required polygraph tests. 3) Such polygraph test shall be conducted by an independent, professional examiner as selected by the City. Nothing contained in the Agreement shall abridge the rights of individual employees or the rights of the CW A - 7 City under Florida law. a) P~ycholo~cal Examinations 1) At the City's request, the Union agrees to appear before the Personnel Board and jointly submit with the City a proposal to include a psychological examination for Lifeguard I applicants. Psychological examinations shall be in English and Spanish. Section 2.9 Emplo.yee Examination Review. - An employee shall have the right in the presence of an appropriate representative of the employer to examine and/ or review his/her own completed promotional examination as provided in Florida Statutes. Section 2.10 Meeting Leave. - The Union shall have the right to designate one (1) representative, authorized with pay for time he/ she would have otherwise been working, to attend City Commission Meetings, Personnel Board Meetings, or , . Pension Board Meetings..when a matter relating to the collective bargaining agreement is on the Agenda for such meeting, and if prior approval has been given by the representative's supervisor. The representative is to return to work immediately after the City Commission addresses the Agenda item. Section 2.11 Infonnation To Be Provided To Union By City. - The City will provide to the Union one (1) copy of the following: a) A listing of all bargaining unit employees on a disk and hard copy to include the employee's name, address, I.D. nwnber, department assignment, and date of hire, except where such information is exempt from the definition of public records as established by Florida Statutes 119.07 (3) (i). b) The "Personnel Rules" of the City of Miami Beach. c) "Classification Specifications" for all bargaining unit classifications. d) "Agenda" (as distributed to all department heads and news media) for each City Commission Meeting. e) Salary Ordinance amendments affecting bargaining unit classifications. CWA - 8 ARTICLE 3 DEDUCTION OF UNION DUES Section 3.1 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 Union dues and assessments of such employees from their pay and remit such deductions to the Union Treasurer; provided, however, that such authorization is revocable at the employee's will upon thirty (30) days' written notice to the City and the Union. The Union will notify the City thirty (30) days prior to any change in its dues and assessments structure. The Union shall pay, during the term of this Agreement, the amount of two hundred dollars ($200) dollars annually as a service charge for implementing and processing the above-stated dues and assessments deductions. The Union shall make the payment on or before Aprill of each year of the Agreement. The Union and the City agree to develop an electronic/magnetic media reporting system for deduction of dues within six , .(6) months of ratification of the contract. Section 3.2 Indemnification. - The Union agrees to indemnify and hold the City harmless against any and all claims, suits, orders or judgments brought against the City under the provisions of this Article; provided, however, this Section shall not apply to any act or failure to act on the part of the City resulting from its own willful behavior. In the event of an error in dues deductions, transfer should be transmitted thirty (30) days after written notification. CWA - 9 ARTICLE 4 GRIEVANCE PROCEDURE Section 4.1 Pu(pose. - It is recognized that complaints and grievances may arise between the bargaining agent and the employer or between the employer and anyone or more employees concerning the application or interpretation of any provision of this Agreement. The employer and the bargaining agent desire that these grievances and complaints be settled in an orderly, prompt and equitable manner so that the efficiency of the City of Miami Beach may be maintained and the morale of employees not be impaired. Every effort will be made by the employer, employees, and bargaining agent to settle the grievances at the lowest level of supervision. The initiation or presentation of a grievance by an employee will not adversely affect his standing with the employer. No reprisals of any kind will be made by agents of the City against the grievant(s) or the Union's representatives by reason of such participation in the processing of their grievance. Similarly, the Union, its officers or agents, shall not impede, malign, or delay the City or management's representative in their duties during the investigation or processing of said grievance. In order to investigate, discuss and process grievances, representatives and witnesses must request permission 24 hours in advance (except in emergencies), and report their return to work upon conclusion of the use of time for grievance matters. Section 4.2 Definitions. 1) Grievance - a grievance is a dispute involving the interpretation or application of any provision 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, but not including verbal warnings, may be grieved under this Article further provided that the reasonableness of new or changed work rules and whether there has been reasonable application of old or new work rules and lay-off provisions of the Personnel Board's rules and regulations, may be grieved under this Article. The reasonableness of work rules which were negotiated is not grievable. 2) Aggrieved EII\ployeeW - the employee(s) filing the grievance or causing the grievance to be filed. 3) Immediate SllPervisor - the individual having immediate supervisory authority over the aggrieved employee(s). 4) Division Head - the head of the division in which the aggrieved employee(s) works. CWA-lO 5) Department Head - the head of the department in which the aggrieved employee(s) works. 6) ~ - as referred to in the time limits herein, days shall mean working days (t.e., Monday through Friday, exclusive of scheduled holidays). Section 4.3 Special Provisions. a) The time limits set forth herein may be extended and/or modified by mutual written agreement. b) If the employer violates any time limits, the bargaining agent may advance to the next step without waiting for the employer's response. If the Union, or the grievant(s) fail to initiate or move the grievance to the first or next step of the grievance procedure, as set forth herein (time limits), it shall be untimely and considered withdrawn. c) The parties acknowledge that, as a principle of interpretation, employees are obligated to work as directed while grievances are pending; except where the safety of a working condition or health of the employee(s) is the basis of the grievance. d) Aggrieved employees, a reasonable nwnber of employees, not to exceed three (3), called as witnesses, and a specifically designated Union representative, shall be allowed to be present at the various formal steps of the grievance procedure, including arbitration. To the extent said employees are on their regular work schedule, they may attend without loss of pay for those actual hours during their regular work schedule. The Union shall notify the City Manager's designee for Labor Relations of who it wishes to call, and then Management will schedule the witnesses to be available as needed. The City will pay for no more than three (3) Union witnesses at an arbitration hearing. If there are circumstances where more than three (3) witnesses are needed, the Union will make a request to the City Manager's designee for Labor Relations, who will make the final decision. e) The Union shall designate to the City the names of the seventeen (17) Union representatives, plus one individual who shall be designated as the Chairman of the Grievance Committee, whose function shall be to assist unit members in the processing of complaints and grievances under this procedure. At Step I only one (1) union representative will be allowed at any grievance meeting. At Step II & III only two (2) union representatives will be allowed at any grievance meeting. CWA-ll City of Miami Beach employees other than those designated Union representatives shall not be granted time off from work without loss of pay for the processing of grievances with the exception that the President or designee of the Union shall be granted time off with pay to attend and/or participate in appeals to Step III and Arbitration. Representatives shall be permitted during working hours without loss of pay to investigate, discuss, and process grievances in their respective areas, provided the following conditions are met 1) that they first secure the permission of their immediate supervisor (such permission shall not be unreasonably denied); 2) that the supervisor shall be notified twenty-four (24) hours prior to investigating, discussing, and processing grievances on City time (shorter notice may be given in the case of emergencies); and 3) that the representative will report his/her retum to work to the immediate supervisor upon conclusion of the use of time for grievance matters. It is agreed by the union that the above list shall be provided on a yearly basis to the employer and updated as to changes in the composition of the designated representative. f) An employee may request Union representation in accordance with the provisions of this Agreement at each and every step of the grievance procedure set forth in this Agreement. g) The bargaining agent, in accordance with its own lawful internal rules, shall have the sole and exclusive right to determine whether any grievance warrants processing through this procedure. In the event the bargaining agent determines at any step of the grievance procedure that a grievance does not warrant processing, a written notification of that determination shall be sent to the City Manager's designee for Labor Relations. The employee(s) involved shall then be free to process it themselves or through legal counsel. h) If the bargaining agent has declined to process or further process any grievance presented to it, and if any employee, or group of employees, desires to process it or further process their own grievance through this procedure, the bargaining agent shall be sent copies of all written communications sent by the employer or the employee(s) involved. Further, nothing herein contained shall be construed to prevent any public employees from representing, at any time, their own grievance in person or by legal counsel to the CW A - 12 employer, and having such grievance(s) adjusted without the intervention of the bargaining agent, provided however, that the adjustment is not inconsistent with the terms of the collective bargaining agreement then in effect; and provided further that the bargaining agent has been given notice and a reasonable opportunity to be present at any meeting called for the resolution of such grievances. i) The bargaining agent shall not be responsible for any costs attendant to the resolution of any grievance(s) it has not processed. j) The parties acknowledge that multiple grievances may be combined at any stage of the grievance procedure where the class of aggrieved employees is clearly defined and the subject matter of the grievances is the same or similar. k) At Step I, all formal grievances presented shall include the date of the alleged violation, the specific article and section grieved; a brief description of the grievance, and the remedy requested. The Election of Remedy Form shall be attached to the grievance. Grievances processed without the Election of Remedy Form shall be returned the grievant(s). They shall be given five (5) days to submit the Election of Remedy Form. In the event the grievant(s) is not working at the time, upon retuming to work they shall be given five (5) days to submit the form. Failure to meet this time limit, the grievance shall be considered as withdrawn. Section 4.4 Grievances Involving Discipline. - Discipline shall be only for just cause and shall include written reprimand, suspension, or dismissal. A verbal warning is not disciplinary and is not grievable. Any regular employee who is disciplined, and who has completed the required probationary period, may file a grievance pursuant to the provisions of this Article. The Union or employees not represented by the Union in a grievance or who are not members of the Union may file discipline grievances at either Step I or II within fifteen (15) days of the written notice of action. Section 4.5 Election of Remedies. - It is agreed by the Union that employees covered by this Contract shall make an exclusive election of remedy prior to filing a-grievance or initiating action for redress before the Personnel Board on matters within its jurisdiction. Such choice of remedy will be made in writing on the form that shall be designed, and agreed upon by both parties. The Election of Remedy form agreed upon by both parties shall be included as Appendix A to this collective bargaining agreement. The Election of Remedy Form will indicate whether the aggrieved party or parties wish to utilize the grievance procedure contained in the Contract or initiate action for redress before the Personnel Board. Bargaining unit employees shall be precluded from availing themselves to more than one (1) of these procedures. Selection of redress before CW A - 13 the Personnel Board shall preclude the aggrieved party or parties from utilizing said grievance procedure for adjustment of said grievance. The Election of Remedy Form shall be attached to the grievance. Grievances processed without the Election of Remedy Form shall be returned to the Union President or the Grievant(s). They shall be given five (5) days to submit the Election of Remedy Form. In the event the President or the Grievant(s) is not working at the time, upon retuming to work they shall be given five (5) days to submit the form. Failure to meet this time limit, the grievance shall be considered as withdrawn. GRIEVANCE PROCEDURES: STEP I a) The grievance shall be filed within fifteen (15) days of the alleged violation, interpretation or application of the terms of employment set forth in this Agreement. - b) The grievance shall be filed with the division head in writing, on the Grievance Form as attached in the appendix. c) The division head or his/her designee shall note the date of receipt of the grievance, and shall seek to meet the aggrieved employee at a mutually agreeable time within ten (10) days of receipt of the grievance. d) Within five (5) of the meeting, the division head shall render a decision and shall immediately communicate that decision in writing to the aggrieved, the bargaining agent, and the department head. If the decision is to deny the grievance, the reasons for denial shall be specifically stated. e) The aggrieved employee(s) and/or the bargaining agent may appeal the decisidn of the division head within seven (7) days of receipt of the decision. f) The appeal shall be submitted in writing to the department head. Failure to appeal the decision of the division head within seven (7) days shall constitute acceptance by the aggrieved employee(s) and the bargaining agent of the decision as being a final resolution of the issues raised. STEP II a) If the aggrieved employee(s) appeals the decision, the department head shall schedule a meeting to take place at a mutually agreeable time not more than five (5) days after receipt of the appeal. The exclusive bargaining agent shall be advised in writing as to the date of the proposed meeting, and shall have the right CW A - 14 to send one (1) observer to the proceedings if the bargaining agent is not involved in the actual representation of the aggrieved employee(s). b) Within five (5) days of the meeting, the department head shall render a decision and shall immediately communicate that decision in writing to the aggrieved employee(s), and to the bargaining agent. If the decision is to deny the grievance, the reasons for denial shall be specifically stated. c) The aggrieved employee(s) may appeal the decision of the department head within seven (7) days of receipt of the decision. The appeal shall be communicated in writing to the Executive Assistant to the City Manager/Labor Relations. Failure to appeal the decision of the department head within seven (7) days shall constitute acceptance by the aggrieved employee(s) and the bargaining agent of the decision as being a final resolution of the issues raised. STEP III a) If the aggrieved employee and/or a representative of the bargaining unit appeals the decision, the City Manager, or his/her designee, shall schedule a meeting to take place at a mutually agreeable time not more than twelve (12) days after receipt of the appeal. b) Within twelve (12) days of the meeting, the City Manager or his/her designee shall render a decision and shall immediately communicate that decision in writing to the aggrieved employee and the bargaining agent. If the decision is to deny the grievance, the reasons for denial shall be specifically stated. c) Failure to appeal the decision rendered in Step III within twelve (12) days by notice of intent to submit to arbitration shall deem the decision at Step III to be final and no further appeal will be pursued. Section 4.6 Arbitration. - If the employer and the aggrieved employee(s) and/or the bargaining agent fail to resolve the grievance, the grievance may be submitted to final and binding arbitration by an impartial neutral mutually selected by the parties. a) Notice of intent to submit the grievance to arbitration shall be communicated in writing by the Union President or his designee to the office of the City Manager's designee for Labor Relations within twelve (12) days of the receipt of the decision at Step III. Any request to go to arbitration on behalf of the employer is to go to the Union President. CW A - 15 b) Within thirty (30) days after written notice of submission to arbitration a request for a list of five (5) or seven (7) arbitrators shall be submitted to the Federal Mediation and Conciliation Service. Both the City and the Union shall have the right to strike two (2) names from the panel of five (5) or three (3) names from the panel of seven. The City and the Union agree to alternate as to who shall strike the first name. The arbitrator remaining on the panel after both parties have utilized their two (2) strikes from a panel of five (5) or three (3) strikes from a panel of seven (7) shall be the selected arbitrator. The arbitrator shall be notified of his/her selection within five (5) days by a joint letter from the City and the Union requesting that he/she schedule a date and place for a hearing, subject to the availability of the City and the Union. c) Prior to the commencement of the arbitration, the arbitrator may hold a pre-hearing conference to consider and determine: 1. the simplification of the issues; 2. The possibility of obtaining stipulation of facts and documents that will avoid unnecessary proof; 3. such other matters as may aid in the disposition of the grievance; 4. matters of jurisdiction or applicability. d) The arbitrator shall have no right to amend, modify, ignore, add to, or subtract from the provisions of this Agreement. He/She shall consider and decide only the specific issue submitted to him/her in writing by the City and the Union, and shall have no authority to make a decision on any other issue not submitted to him/her. The arbitrator shall submit in writing his/her decision within thirty (30) days following close of the hearing or the submission of briefs by the parties, whichever is later, provided that the parties may mutually agree in writing to extend said limitation. The decision shall be based solely upon his/her interpretation of the meaning or application of the express terms of this Agreement to the facts of the grievance presented. Consistent with this Section, the decision of the arbitrator shall be final and binding. e) In the event that an employee desires, on his/her own behalf, to process his/her grievance to arbitration, the bargaining agent reserves the right to intervene in the arbitration proceeding up to and including the full right to participation as a party. f) All arbitration costs, including the cost of stenographic reporting of the arbitration hearing if agreed to cWA - 16 by the parties, shall be divided equally between the employer and the bargaining agent, or if the bargaining agent has determined not to process the grievance through arbitration, between the employer and the employee(s). Each party will pay the cost of presenting its own case. Section 4.7 Differences Concerning Personnel Rules. - A difference of opinion with respect to the meaning or application of the Personnel Rules which directly affects wages, hours, or working conditions may be submitted by the employee or the Union President (or his/her designee) to the City Manager (or his/her Representative) within ten (10) days after the occurrence of the event giving rise to the difference of opinion. The Human Resources Director (or his/her Representative), and the City Manager (or his/her Representative), shall discuss the matter with the employee and the Union Representative at a time mutually agreeable to the parties. If no settlement is reached at this meeting, the employee retains his/her right to appeal to the Personnel Board under the statutory procedures governing such appeals. cWA - 17 ARTICLE 5 NO STRIKE AND NO LOCKOUT Section 5.1 No Strike. - The parties hereby recognize the provisions of Chapter 447, Florida Statutes, which define strikes, prohibit strikes, and establish penalties in the case of a strike and incorporate those statutory provisions herein by reference. The parties further agree 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), Florida Statutes. Accordingly, the Union, its officers, stewards and other representatives agree that it is their continuing obligation and responsibility to maintain compliance with this Article and the law, and to encourage and direct employees violating this Article or the law to return to work, and to disavow the strike publicly. Section 5.2 No Lockout. - The City will not lockout any employees during the term of this Agreement as a result of a labor dispute with the Union. cWA - 18 ARTICLE 6 MANAGEMENT RIGHTS It is recognized that except as stated herein, it is the right of the City to determine unilaterally the purpose of each of its constituent agencies, set standards of service to be offered to the public, and exercise control and discretion over its organization and operations. The Union recognizes the sole and exclusive rights, powers, and authorities of the City further include but are not limited to the following: to direct and manage employees of the City; to hire, promote, transfer, schedule, assign, and retain employees; to suspend, demote, discharge or take other disciplinary action against employees for just cause; to relieve employees from duty because of lack of work, funds or other legitimate reasons; to maintain the efficiency of its operations, including the right to contract and subcontract existing and future work; to determine the duties to be included in job classifications and the numbers, types, and grades of positions or employees assigned to an organizational unit, department or project; to assign overtime and to determine the amount of overtime required; to control and regulate the use of all its equipment and property; to establish and require employees to observe all its rules and regulations; to conduct performance . evaluations; and, to determine internal security practices; provided however, that the exercise of any of the above rights shall not conflict with any of the express written provisions of this Agreement. The City agrees that, prior to substantial permanent layoff of bargaining unit members, it will advise the Union. If, in the sole discretion of the City it is determined that civil emergency conditions exist, including but not limited to riots, civil disorders, hurricane conditions, or similar catastrophes, the provisions of this Agreement may be suspended by the City Manager or his/her designee during the time of the declared emergency, provided that wage rates and monetary fringe benefits shall not be suspended. Should an emergency arise, the Union President shall be advised as soon as possible of the nature of the emergency. CW A - 19 ARTICLE 7 HOURS OF WORK AND OVERTIME Section 7.1 PuQ>ose. - This Article is intended to define the normal hours of work and to provide the basis for the calculation and payment of overtime. Section 7.2 Normal Workday. - The normal workday shall consist of eight (8) or ten (10) consecutive hours of work, exclusive of the lunch period, in a twenty-four (24) hour period. Employees in Beach Patrol will work a four day, ten-hours per day (4-10) workweek except effective with the commencement of East em Standard Time after October 2001, when the Beach Patrol shall change from the four-day, ten-hours per day (4- 10) workweek to a five-day, eight-hours per day (5-8) workweek. Effective February 1"t, of each year through Daylight Savings T101e, the Beach Patrol will change to a four-day, ten-hours per day (4-10) workweek. The City may, on an as needed basis, supplement the Lifeguard workforce with such "temporary employees" as outlined in Section 9.6. Section 7.3 Normal Workweek. - The normal workweek shall consist of forty (40) hours per week, and such additional time as may, from time to time, be required in the judgment of the City to serve the citizens of the City. The workweek shall begin with the employee's first regular shift each week. No schedule changes involving shifts or days off shall be made without at least ten (10) workdays' notice to the employees involved, provided that in an emergency, or other such reason justifying a temporary schedule change only, such notice as is practicable shall be given. The implementation of this provision shall not be arbitrary and capricious. Section 7.4 Overtime. - It is understood that the City may require necessary and reasonable overtime for unit members. For all hours worked in excess of forty hours during an employee's workweek, the City will pay the employee one and one-half (1-1 /2) times the employee's straight time hourly rate of pay. Annual and Holiday leave shall be considered as time worked for the purpose of computing overtime; but sick leave shall not. For all hours worked on an employee's seventh consecutive workday within his/her workweek, the City shall pay two (2) times the employee's straight time hourly rate of pay, provided the employee has actually_worked his/her full shift on each of the six (6) preceding workdays. This provision shall not be applicable if a substantial number of employees are scheduled to work seven (7) consecutive workdays because of an emergency such as a hurricane. If an employee, scheduled to work, works more than his/her normal hours on a holiday, the excess hours shall be paid at the holiday rate. cWA - 20 Section 7.5 Distribution of Overtime Opportunity. - Opportunity to work overtime shall be distributed as equally as practicable among employees in the same job classification in the same work section and area starting with the most senior employee, provided the employees are qualified to perform the specific overtime work required. Seniority for the purpose of this subsection shall mean length of continuous service with the City. Overtime opportunities shall be accumulated on adequate records (which shall be available to the employees) and offered overtime not worked shall be considered as worked in maintaining these records. If any qualified employee establishes that he/she has not received his/her fair share of overtime opportunities, such employee shall have first preference to future weekly overtime work until reasonable balance is recreated. The overtime list shall be updated on a monthly basis and posted. If no one is willing to voluntarily work the overtime requested, then the City may require the least senior employee to work the overtime necessary. On a particular job, an employee may be asked to complete work in progress during overtime when hazardous conditions are present. Section 7.6 Holiday Celebration and Pay for Working on Holiday. a) (See Section 8.3. Holidays) Whenever any of the holidays listed in Section 7.3. Holidays of this Agreement fall on a Sunday (or Monday for employees whose regular day off is Monday), the following workday shall be observed as the official holiday; whenever any of the above listed holidays occur on a Saturday (or Friday for employees whose regular day off is Friday), the preceding workday shall be observed as the official holiday. In such cases, the day on which the holiday is observed shall be considered to be the paid holiday and not the regular day. City celebrated holidays that fall on Tuesday, Wednesday, or Thursday, and said holiday is on the employee's regular day off, then the employee shall receive a day's pay for said holiday, if they meet all of the qualifications contained herein. b) To be eligible for a paid holiday, an employee must report for scheduled work on the holiday, on the last scheduled day preceding the holiday and the first scheduled day following the holiday unless such absences are excused. Excused absences are defined as: 1) an employee calls in sick and is eligible to receive paid sick leave, and who is granted sick leave usage; 2) approved annual leave; 3) floating holiday; 4) birthday. c) Whenever an observed holiday occurs on an employee's scheduled day off and the employee does not work thereon, the employee shall receive for his/her normal workday a straight time hourly rate of pay for the holiday. cWA - 21 d) Work on a holiday falling on an employee's regularly scheduled workday, he/ she shall receive holiday pay for the holiday and time and one half for the hours worked. e) Should an employee be required to work on a holiday falling on his/her day off, he/she shall receive holiday pay for the holiday and shall receive pay at double time and one half rate for the hours worked. f) Failure to report for work on, before, after, or during the holiday after having been scheduled to work on such holiday shall be just cause for denial of holiday pay. g) A holiday which is observed during an employee's regularly scheduled workweek shall be considered as time worked for the purpose of computing overtime. Section 7.7 Rest Periods. Employees may take a rest period of fifteen (15) minutes for each half day of work. Daily rest periods shall be scheduled by the supervisors. Whenever practicable, the rest period will be scheduled approximately mid-point in the first one-half of the employee's regular work shift and in the second half of the employee's regular work shift. Employees who extend their rest period may be subject to disciplinary action. For each additional four (4) hours worked beyond the regular shift, an additional fifteen (15) minute rest period shall be provided. Employees in PSCU shall enjoy a fifty (50) minute meal break and a ten (10) minute rest period which, upon request of an employee and with the approval of the supervisor, will be combined into a sixty (60) minute meal break. Section 7.8 Reportina- P~. - An employee who reports to work as scheduled will be guaranteed eight (8) hours of work or eight (8) hours of pay; (or, for those on ten-hour days, ten hours of work or ten of pay); provided, however, that supervisors may assign employees to perform any reasonable work. Section 7.9 Come Back P~. -An employee who is scheduled or called in to work outside of his/her normal hours of work will be guaranteed four (4) hours of work or four (4) hours of pay. It is understood that call-in pay does not apply to work which is contiguous to his/her regularly scheduled shift. Employees who are required to attend Court shall only be required to return to Division Headquarters if their Court appearance has been scheduled during their normal workweek. Section 7.10 Standby Time. Employees assigned to standby shall receive two (2) hours per day of straight time as a standby bonus unless they receive comeback pay. Standby Pay shall be offered to employees in the same manner and conditions as in Article 7.5 Distribution of Overtime. This provision shall be effective on April 8, 2002. Section 7.11 Clean-Up Time. - At the end of the shift, skilled trades employees and members of the beach patrol and Pool Guards shall be allowed fifteen (15) rninutes clean-up time; provided that they may also be required to perform other work tasks during such time if it does not interfere with clean up. However, Pool guards cannot leave the job site during this clean- up time. cWA - 22 Section 7.12 No Pyramiding. - Premium pay and overtime shall not be paid for the same hours. The employee shall receive the greater of the two alternative premiums. Section 7.13 Essential Personnel (l'Iurricane Pay). When the City declares an emergency due to a named hurricane and other events and non-essential personnel employees are advised to stay home with pay and essential personnel employees are ordered to work, essential personnel employees shall be paid at the rate of one and one-half of their straight hourly wages for all hours worked for up to three (3) days. This provision shall be effective on April 8, 2002. cWA - 23 ARTICLE 8 WAGES AND FRINGE BENEFITS Section 8.1 W~s Wa~ Increase. A) Fiscal Year 2000/2001 1) Effective with the payroll date of September 25, 2000, there shall be an across-the-board wage increase of four percent (4%). In order to obtain any retroactive wage increase, bargaining unit members must be employed with the City on the ratification date of the 2000-2003 collective bargaining agreement or have retired from the City after October 1,2000. (See Appendix A, Exhibits 1,2) 2) Effective July 16, 2001, the bargaining unit employees who are in the new classifications listed in item (B, 2) below shall receive a 0.75% increase in their rate of pay. (See Appendix A, Exhibit 5) . ,B) Fiscal Year 2001/2002 1) Effective with the payroll date of September 24,2001, there shall be an across-the-board wage increase of four percent (4%). (See Appendix A, Exhibits 3 & 4) 2) Effective September 24, 2001, employees who are in the new classifications listed below shall be placed in the following classifications/ranges in the pay plan effective September 24, 2001, in accordance with the following table. (See Appendix A, Exhibit 5) NEW CWA CLASSIFICATIONS CLASSIFICATIONS RANGE Crime Scene Technician I 31 Crime Scene Technician II 34 Police Fleet Specialist 28 Police Photographer 31 Police Records Technician 20 Property & Evidence Technician I 23 Property & Evidence Technician II 27 Public Safety Specialist 23 cWA - 24 3) Effective April 8, 2002, Steps A, B, and C on the prior contract step plan will be eliminated. Post 11/4/98 employees will receive three (3) steps above step D; Post 11/4/99 employees will receive two (2) steps above step D; Post 11/4/00 through 11/3/01 employees will receive one (1) step above step D. (See Appendix A, Exhibits 6, 7 & 8) C) Fiscal Year 2002/2003 1) Effective with the payroll date of September 23, 2002 there shall be an across-the-board increase of four percent (4%). (See Appendix A, Exhibits 9 & 10) 2) Effective with the payroll date of September 23, 2002, the reclassifications as agreed shall take effect. (See Appendix A, Exhibit 11) Section 8.2 Shift Differential. - Effective on April 8, 2002, where a majority of an employee's regularly assigned shift hours fall between 3:00 p.m. and 11 :00 p.m., the employee shall receive a shift differential of forty five (45<%) per hour for work . .performed after 3:00 p.m. Effective on April 8, 2002 where a majority of an employee's regularly assigned shift hours fall between 11:00 p.m. and 6:30 a.m., the employee shall receive a shift differential of fifty five (55<%) per hour for work performed after 11:00 p.m. Section 8.3 Holid~s. - (See Section 7.6) The following fourteen (14) days shall be considered as holidays but the City reserves the right to schedule work on the holidays: New Years' Day, Washington's Birthday, Memorial Day, Independence Day, Labor Day, Veteran's Day, Thanksgiving Day, the day following Thanksgiving, Christmas Day, Martin Luther King's Birthday, three (3) floating holidays, and the employee's birthday. Employees shall become eligible for floating holidays and the birthday holiday upon completing six (6) months' continuous service with the City. Section 8.4 Bereavement Leave. - In case of death in the immediate family of an employee, time offwith straight-time pay will be allowed of two (2) scheduled work days off per death and four (4) scheduled work days off per death if the funeral is held outside the State of Florida. The immediate family shall be defined as father, mother, husband, wife, sister, brother, son, daughter, grandchild, grandfather, grandmother, mother-in-law, father-in-law, stepfather, stepmother, stepson, stepdaughter, or domestic partner as defined in the Domestic Partner Ordinance. Additional time off may be granted by the Department Head, in writing, chargeable to the employee's accrued sick or vacation leave. In such circumstances such additional sick leave shall not count against an employee for purposes of performance evaluations. CW A - 25 Section 8.5 Rate of Pay When Working Out of Classification. - An employee may be required to temporarily work out of his/her classification when directed by management. Temporarily is defined as an employee who is clearly and definitely performing the principal duties in a higher pay classification for more than one hour per day, and they shall not exceed 580 hours in a 12-month period, and shall be paid as follows, except at the sole discretion of the Human Resources Director, he/ she may waive the 580 hour cap if in his/her judgment, it will best serve the needs of the City service: a) Out of class pay shall be distributed as equally as practicable among employees in the same job classification in the same work section. b) If he/ she is temporarily working in a lower classification, he/she shall receive his/her hourly rate in his/her regular classification. Employees will not be assigned to lower classification work as punishment or to demean the employee. c) If he/ she is temporarily working for one or more consecutive hours in a higher paying classification, he/she shall be paid an hourly rate of one dollar ($1.00) per hour to be added to the employee's straight-time rate of pay. This provision shall be effective on April 8, 2002. Employees being trained with on-site supervisory assistance in a bona-fide training program for a higher paying classification will be paid their current rate in their regular classification during such training time. Section 8.6 Voting Time. Given the availability of alternatives such as absentee ballots, the past practice of allowing paid time off for voting shall be discontinued. Section 8.7 Meal Allowance. - An employee who works three (3) consecutive hours or more of pre-shift or post-shift overtime shall be paid $7.00 unless meals are provided by the City. Employees shall receive compensation within three (3) months. This provision shall be effective on April 8, 2002. In the event employees are supplied with a meal while working the overtime hours, the meal allowance, as provided under this Section, shall cease. Section 8.8 Jury Du\}'. The City of Miami Beach shall permit employees either to keep payments received from courts of competent jurisdiction for being on duty, or in the alternative, their standard rate of pay, whichever is higher. For each day an employee is called to jury duty, he/ she shall be excused from work for such time as is necessary to complete jury duty services. If three (3) or more hours are left in the employee's work shift upon release from jury duty, the employee shall immediately contact his/her immediate supervisor for instruction. Section 8.9 Tool Allowance. Employees in those classifications who are required to provide their own personal tools as part of the job duties shall be entitled to a $17.50 per pay period for the purchase of new/replacement tools. This provision shall be effective on April 8, 2002. cWA - 26 Section 8.10 Qeaning Allowance. - If required to wear a City uniform, persons employed in the following public contact positions shall receive a uniform cleaning allowance of forty dollars ($40) monthly. Air Conditioning Mechanic Building Inspector Carpenter I Carpenter II Code Compliance Administrator Code Compliance Officer I and II Crime Scene Technician I Crime Scene Technician II Electrical Inspector Electrician Elevator Inspector Engineering Inspector Mason Masonry Helper Mechanical Inspector Painter Parking Enforcement Specialist I and II Plumber Plumbing Inspector Police Fleet Specialist Police Records Technician Property Evidence Technician I Property Evidence Technician II Police Photographer . Public Safety Specialist Section 8.11. Uniform Provision. Persons employed in all divisions, including the Public Safety Communications Unit (pSCU), who are compelled to wear City-issued uniforms shall be provided with six (6) uniforms. ",' Lifeguards and full-time pool guards shall be provided with one (1) cotton sweat suit per year, and a winter jacket every five (5) years. Six (6) long sleeved/short sleeved cotton shirts or any combination thereof shall be offered to Lifeguard I, II, Lieutenant, Pool Guard I, II, to further protect them from the dangerous ultra-violet rays. Uniforms will be issued on the following schedule: a) All uniforms will be delivered to the employees in the month of January of each year. Section 8.12 Insurance. The City shall continue to provide the present level of medical, hospital, and dental benefits to bargaining unit members and their dependents, provided that the Union may seek alternative coverage, if legal; and provided further that such alternate coverage, if obtained, does not result in increased cost to the City. The cost of life insurance and health benefits provided by the City, or a carrier contracted by the City, including any increases in such costs which become effective during the term of this Agreement, shall continue to be borne half (1/2) by the City and half (1 /2) by the employee. In the event of an increase in the cost of insurance, the City will notify the Union at least sixty (60) days prior to the effective date of the increase (or fewer if the City had less notice) and the parties will meet at the request of the Union to discuss alternatives to alter the cost or benefits or to secure a new carrier. Domestic Partners as defined by the City shall be included in the City's Group Health Insurance Plan effective December 29, 2001. Upon recommendations by the Health Insurance Taskforce, either party can request to re-open this section concerning the cWA - 27 percentages to be borne by the City and employees by giving notice within sixty (60) days of the Taskforce report. Section 8.13 Pension. Effective Date: October 1, 1990. Those who retire between October 1, 1989, and October 1, 1990, will advance to the new benefits on October 1, 1990. Plan Consolidation: All members will have the same benefits as those hired before November 1,1976. The distinction between those hired before November 1, 1976, and those hired on or after November 1, 1976, will be eliminated. Pensionable Compensation: (FoAM.E.) Includes all compensation which is presently included for employees who become members before November 1,1976. Eligibility for Service Retirement: Age 50 with 5 years of service. Definition of Dependents: Child who has not attained the age of 18, or (25) if a full-time student, a dependent child regardless of age who is mentally or physically handicapped, and a dependent parent. Dependents share equally the spouse's share. . Amount of Monthly Service Retirement Benefit: Three percent (3%) of the final average monthly earnings for each of the first 15 years of creditable service and four percent (4%) of FAME for each year in excess of 15 years, provided the benefit is not in excess of ninety percent (90%) of FAME. Employee Contribution Rate: Ten percent (10%) of salary on a pre-tax basis, consistent with the previous labor agreement. Effective with the previous labor agreement, the City modified the General Employees Pension System Ordinance to provide for a bifurcated pension plan with all new employees hired on or after February 21, 1994, being covered by either the City's new Pension Plan as outlined in the Green Report and discussed in the previous bargaining process, or by an optional401-A Plan to be adopted with the Green Report Pension Plan. Said newly-hired employees shall make a one-time mandatory election upon being hired as to which pension option he/she is eligible to select. All administrative costs of the Pension Plan currently funded from the City's General Fund shall be borne by the Pension Plan. All current terms and conditions relating to the General Employees Retirement System shall remain in effect until the resolution of the pending litigation Richard D. McKinnon et.al. vs. City of Miami Beach. At which time, the parties agree to re-open this article. Notwithstanding the above, the City agrees to an increase from 1.5% Simple Cost of Living to 2.5% Compounded Cost of Living increase for employees who retire after October 1, 2000. cWA - 28 Section 8.14. Vacation Benefits. Consistent with applicable ordinances, the vacation benefits enjoyed presently by the , employees covered by this Agreement shall continue. Section 8.15. Sick and Vacation Leave. a) Employees shall be entitled to twelve paid days a year due to illness for themselves or family members. b) The present policy concerning sick leave, including the policy for payment of accrued sick and vacation time combined, up to a maximum of one year's salary, upon termination, retirement, or death, shall continue for all employees hired before October 1,1978. c) All employees hired after October 1, 1978 shall, under applicable ordinances, rules, and regulations shall be allowed to accrue no more than 360 vacation hours in accordance with provisions for postponement of vacation leave as set forth in Article 16, Section 3 (b), 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; be permitted a maximum payment at time of termination, death, or retirement of 480 hours' vacation leave and one half of sick leave to a maximum of 600 hours. (1) A post October 1, 1978 employee who retires between April 8, 2002 and April 30, 2002, shall be entitled to termination payout of one-half (1/2) of accrued sick leave up to a maximum payout of four hundred and eighty (480) hours. (2) A post October 1, 1978 employee, who retires on or after April 30, 2002, shall be entitled to termination payout of one-half (1/2) of his accrued sick leave up to a maximum payout of six hundred (600) hours. Section 8.16. Sick and Vacation Leave Accrual and Maximum P~ent on Termination. The present policy concerning sick leave, including the policy for payment of accrued sick and vacation time combined, up to a maximum of one year's salary, upon termination, retirement, or death, shall continue for all employees hired before October 1, 1978. All employees covered by the agreement and hired after October 1, 1978 shall, under applicable ordinances, rules and regulations: shall be allowed to accumulate no more than 360 hours of vacation leave except in accordance with provision for postponement of vacation leave; be permitted to transfer sick leave in excess of 360 hours to vacation leave at the rate of two (2) days of sick leave to one (1) day vacation leave to be used in the pay period year when transferred, be permitted a maximum payment time at termination, death, or retirement of 480 hours vacation leave and one-half of sick leave to a maximum of 600 hours. CWA - 29 See schedule of implementation below: 1. A post October 1, 1978 employee who retires between April 8, 2002 and April 30, 2002, shall be entided to termination payout of one-half (1/2) of his/her accrued sick leave up to a maximum payout of four hundred and eighty (480) hours. 2. A post 1978 employee who retires on or after April 30, 2002, shall be entitled to a termination payout of one-half (V2) of his/her accrued sick leave up to a maximum payout of 600 hours. 3. Effective January 1, 2002, the "Must Use" accrual on vacation will be raised to 360 hours. Section 8.17. Public Safety. A). Public Safety Communications Unit (PSCU)-Effective with the start of the payperiod following the date on which this Agreement is ratified by the City: 1) persons hired into the classification of Dispatcher Trainee at Step A will be advanced to Step B after six (6) months of satisfactory service; 2) upon being certified by the Police Chief as being fully qualified to dispatch both Police and Fire calls...a Dispatcher will receive a one-step increase while assigned to PScu. The City can require employees to dispatch both Police and Fire calls. However, an employee hired before September of 1995 who is not already trained in both police and fire calls as of the April 8, 2002, can continue to dispatch either fire or police calls; 3) Dispatchers, Communication Operators, and Complaint Operator II's who are designated as certified training officers shall receive one dollar per hour for all hours worked in a training capacity. All employees who express an interest and whose last performance evaluation was satisfactory shall be considered eligible for certification as a CTO. Generally, an employee without CTO certification shall not be required to perform in a training capacity unless a CTO is not available. However, if a Non-erO is mandated to train, he/ she will also receive the stipend. This provision shall be effective on April 8, 2002. Section 8.18 Step and LoD&evity Increases. a) Starting Salary - New employees will start at the minimum step of the pay range. CW A - 30 b) First (1") Step Increase -Newly hired employees shall receive a step increase after satisfactory completion of the probationary period. c) Anniversary Date Increase - Step increases shall become effective on the payroll period commencing on the employee's anniversary date. A step increase shall be awarded based upon the employee receiving a satisfactory 50 merit evaluation during that rating period. Anniversary date shall be defined as the date that an employee completes probation or the effective date when promoted to a higher classification. d) Longevity Pay - Longevity increases shall become effective on the payroll period commencing on the employee's date of hire. Longevity Pay - Longevity shall be calculated by multiplying the employees' earnings at the end of each pay period by the percentage of longevity pay as determined by years of service per the following table: Completed Years of Service * Percentage Increase 7 Years 2.5% 10 Years 5.0% 15 Years 7.5% 20 Years 10.0% 25 Years 11.0% * This does not include time taken as unpaid leave. This entire provision shall be effective on April 8, 2002. Section 8.19 - Promotional Sala(y a) If the employee's rate of pay in the classification from which he/ she was promoted is; 1) less than the minimum rate for their new promotional classification, he/she shall receive the starting salary for the promotional classification. 2) more than the minimum rate for their new promotional classification, he/ she shall receive a one step salary increase. cWA - 31 3) In addition, employees will receive a merit payment equal to a percent of their current step. The merit payment will be calculated by the months that have elapsed from the last merit increase divided by 12. This percentage will be multiplied by the employee's current step. This amount is a merit payment, not a merit increase. If the promotion occurs within a month before the employee's anniversary date, then the employee will receive two (2) steps provided the employee has a satisfactory performance evaluation. If an employee gets the two (2) steps, then he/she will not get the merit payment. b) The date of promotion shall establish a new anniversary date for future step increases within the pay range for the promotional classification. c) If an employee does not satisfactorily complete a promotional probationary period he/ she is returned to his/her regular rate of pay before the promotion. . ~s provision shall be effective on April 8, 2002. Section 8.20. Perfect Attendance Bonus. Employees who perform the full scope of their regularly assigned classification for each fiscal year shall receive a lump sum bonus of $300.00 (non-pensionable earnings) provided that they have not used sick leave or been absent for any reason that was not authorized at least 48 hours in advance. An employee will also be allowed two (2) incidents of tardiness and one (1) emergency vacation. Employees out on ISC will not be eligible for the perfect attendance bonus. Religious/Sick and Bereavement/Sick shall not be counted against employees under this section. The first period will be October 1, 2001 to September 30, 2002. Section 8.21. Lead Person. An employee in the Carpenter, Electrician, Painter, Plumber, and Air Conditioning Mechanic, positions in the Property Management Division will receive a five percent (5%) supplement for Lead pay if the following conditions are met: a) The employee is in charge of a construction project, b) The construction project consists of four (4) or more employees, c) The Lead Person will have three (3) years of experience in his/her position with the City of Miami Beach, d) The Lead Person will have most recent three (3) years of performance appraisals of75 or above. This provision shall be effective on April 8, 2002. Section 8.22. Union Conventions. Consistent with the City's Personnel Rules, two (2) delegates of the Union will be granted a leave of absence with pay, not to exceed two (2) weeks in anyone year, for the purpose of attending State and International conventions. The Union will provide the City with the name(s) of the delegate(s) and provide the dates and CW A - 32 locations of any such conventions for which a leave of absence is requested six (6) weeks in advance of the convention so that the department can make appropriate arrangements. 1bis provision shall be effective on April 8, 2002. Section 8.23. Orientation. The union shall have the right to designate one (1) representative, authorized with pay for time he/ she would have otherwise been working to attend and participate in new employee orientation conducted by Human Resources where bargaining unit members are present. Section 8.24. Educational Leave and Tuition Refund. The City's tuition refund program shall be continued for the term of this Agreement. Section 8.25. Property Management- License(s) Maintenance - (Required continuing education/certification for current position) Employees in the Property Management Division who in order to maintain their licenses as required in their job descriptions, and have to attend continuing education classes shall be paid their straight hourly wages for all required . hours up to 20 hours a year: provided that no additional pay shall be made to the employees if the training is provided by the City during regular work hours. Any hours spent attending training under this section shall count as hours worked. This provision shall be effective on April 8, 2002. Section 8.26. EMT Certification P~y. Lifeguard I, Lifeguard II, Lifeguard Lieutenants, and Full-time Pool Guards who attain and maintain the Emergency Medical Technician (EMT) certificate given by the State of Florida shall receive a five percent (5%) pay increase. 1bis provision shall be effective on April 8, 2002. CW A - 33 ARTICLE 9 GENERAL PROVISIONS Section 9.1 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 race, creed, color, religion, disability, sex, national origin, age, sexual orientation, marital status or political beliefs. Section 9.2 Meetings Between Parties. - At the reasonable request of either party, the Union President, or his/her representative, and the City Manager's designee, or his/her representative, shall meet at a mutually agreed time and place to discuss matters of concern. Whenever time permits, the party requesting the meeting shall submit written notice of the subject matter to be discussed. Such notice shall be submitted one week in advance of the proposed meeting date. Whenever the Union President, or his/her representative, makes suggestions or recommendations to the City Manager, or his/her representative, specifically concerning productivity of job safety, the City Manager, or his/her representative, will respond as appropriate. Section 9.3 Reduction in Work Force. - When there is a reduction in the work force, employees will be laid off in accordance with their length of service and their ability to perform the work available. When two or more employees have similar ability, the employee with the least amount of service will be the first one to be laid off. Section 9.4 Work Rules. - The City will provide the Union with a copy of any written rules that are instituted or modified during the term of this Agreement affecting employees in the bargaining unit. In the event the City desires to alter, amend, or modify existing written work rules, or promulgate new written work rules, the proposed changes will be submitted for review to a joint labor/management committee. The City shall have two (2) representatives and the Union shall have two (2) representatives on this committee, which will make recommendations to the City Manager. The proposed changes shall not become effective until a final decision of the City Manager has been rendered. No Personnel Rule, Work Rule or any other rule, or application thereof shall in any manner conflict with any provisions of this agreement, and such rules shall be reasonable. Section 9.5 Probationary EmplQyees. - A probationary employee who is dismissed without cause shall have the right to discuss with the appointing officer the reasons for such dismissal at a mutually agreed to time. Following such meeting, a probationary employee, if he/she so desires, shall have the right to further review the reasons for such dismissal with the City Manager or his/her designated representative at a mutually agreed to time. It is expressly understood, however, that the appointing officer retains the exclusive discretion with respect to the retention or dismissal of probationary employees. Periods of absence shall cause the probationary period to be extended for an equal amount of time. At the request of the appointing authority, the Human Resources Director may extend the probationary period for up to three (3) additional months provided that the reasons for extension are given to the employee in advance of the expiration of the initial CWA - 34 probationary period. The City acknowledges the importance of giving timely performance appraisals and feedback to probationary employees. Section 9.6 "Temporaty Emplo.yees". - The City shall have the unrestricted right to hire up to thirty (30) "temporary" employees in any bargaining unit position, provided they are not hired at the detriment of the bargaining unit employees. Temporary employees being utilized to fill in on short-term vacancies shall not be considered as a detriment to the bargaining unit's employees. Such "temporary" employees shall be paid at rates set in the sole discretion of management and a "temporary" employee's employment service may not exceed one (1) continuous year at anyone time. "Temporary" employees may not work in a classification wherein a permanent Civil Service employee is laid off. The City shall send the Union a report of "temporary" hires. "Temporary" employees shall not be covered by Civil Service or Personnel Board Rules, and they shall serve at the will of their employer without right of appeal or access to the grievance procedure contained herein, and they shall not receive any fringe benefits or pension benefits. Terminated "temporary" . .employees may be re-hired if their separation is under honorable circumstances. Regarding the implementation of the thirty (30) Temporary positions, it is understood that those positions were not limited to, but could be used to develop a cadre of employees who, on short notice, could serve as backup for regular employees or for such things as vacancies caused by absences due to maternity, military leave, sick leave, off-duty injury, on-duty injury, and work overload. The examples cited herein are not meant to be all inclusive. It is further recognized that employees who retire "in good standing" who may be interested in working on a temporary, part- time basis, and should temporary work become available, the retired employees will have the opportunity to make application for one of the temporary positions. Such part-time positions shall not be covered by Civil Service rules or regulations, will have no fringe or pension benefits, and the salary shall be at a rate determined by the City. Further, the temporary employees shall not have a choice of picking schedules, but will be assigned by the City's management on an as needed, when needed, basis. Section 9.7 Political Activities of EmplQyees. - Except as provided by State law and City of Miami Beach Personnel Rule 1, (b), the City shall not make, adopt or enforce any rule, regulation or policy; a) Forbidding or preventing employees from engaging or participating in politics or from becoming candidates for public office; b) Controlling or directing or tending to control or direct the political activities or affiliations of employees. CW A - 35 It is understood that no political activities may be conducted by unit members during the employee's scheduled work day. Those employees issued such equipment will be responsible for such safety equipment, and any loss or damage due to the neglect of the employee may require the employee to pay for the replacement of said City-issued equipment. Section 9.8 Safety. - The City agrees to provide, at no cost to the employee, any appropriate safety equipment required to be worn or otherwise utilized by the employee. This shall include such items as hard hats, gloves, etc. Those employees issued such equipment will be responsible for such safety equipment, and any loss or damage due to the neglect of the employee may require the employee to pay for the replacement of said City-issued equipment. a) The City agrees to provide, upon request, up-to-date, non-glare screens for computer terminals. b) The City shall evaluate and provide, upon request, a wrist rest, which will help alleviate the stress upon the hands and arms of those employees performing repetitive motion, to all persons who type more than 50% of their workday. c) The City shall provide in each lifeguard stand a modern voice amplifier (bullhorn) to be used in providing safety. d) The City will agree to provide safety training to all Parking Enforcement employees as deemed appropriate by the City and Union. e) The Union is encouraged to have its members volunteer to serve on the Department Safety Committees that are being organized in each City Department. The bargaining unit member serving on the City's Safety Committees will not suffer any loss of benefits or wages for attendance at regularly scheduled meetings during regular scheduled work time. No overtime will be paid for attendance at such meetings. f) If there is a central, Citywide Safety Committee, the Union's President may be a member if he/ she so requests. g) Upon request by an employee, Risk Management shall audit the employees' work environment for correct ergonomic functionality and shall make reasonable and appropriate corrections. Section 9.9 Parking. - The City shall provide seventeen (17) parking spaces at a lot comparable to Lot 11 for the exclusive use of on-duty Lifeguards. Such parking spaces shall be clearly marked. This Section may become moot if the Lifeguards are able to work out a reporting system that would allow them to proceed directly by their private vehicles to their respective lifeguard stands. cWA - 36 , Section 9.10 Glasses and Hats. - The City agrees to reimburse Lifeguards and Pool Guards I and II for the purchase and/ or repair of sunglasses up to a maximum allowable reimbursement of $60.00 per employee in each fiscal year. In order to be reimbursed, the employee must request a reimbursement, in writing, and attach a store receipt reflecting such purchase and/or repair. Those Metered Parking Enforcement Specialists and Parking Meter Technicians who elect to purchase an authorized hat will be reimbursed up to $25.00. This provision shall be effective on April 8, 2002. Section 9.11 Notification in the Event of Transfer or Contracting Out. - When the City contemplates entering into a contract with an outside supplier or service agency to perform services presently being performed by the Bargaining Unit employees, the City agrees that it will, within ten (10) days thereafter, meet and discuss with the representatives of the Union both the decision to contract and the effect of such contract upon members of the Bargaining Unit. Such discussions will include a review of any cost analysis done by the City and will occur prior to the execution of such a contract. No contract . shall be entered into until the City and the Union have participated in a good faith discussion of all the issues related to the decision to contract and its effects. If the City enters into such a Contract and, as a result thereof, an employee will be laid off, the City agrees such employee shall be entitled to first consideration by the Contractor for any available work. In the event that the employee is not employed by the Contractor, the City will offer such employee another available job with the City, if there is a budgeted vacancy and the employee affected by the subcontracting is qualified to perform. Questions of qualification to perform the job duties shall be decided in the sole discretion of the Human Resources Director. If there are no jobs available, the Reduction in Force provision contained in this Agreement shall apply, provided that such laid-off employee shall be recalled to work before the City hires new, permanent employee to perform the work of the classification held by the employee at the time of the layoff. This recall right shall exist for up to the individual's total service time with the City, but not to exceed two (2) years after the date of the person's layoff date, but such recall right shall cease as of two (2) years after layoff, or if the employee does not return to work as scheduled if he/she is offered a recall notice prior to the two (2) years. It shall be the responsibility of the laid-off employee to notify the Human Resources Department when technical skills, training, and experience have been enhanced during the lay-off period, which may allow the individual to apply for another bargaining unit job with the City. Nothing in this Section will be construed to limit the Union's right to bargain concerning the identified impact or effects of subcontracting out or transferring upon Bargaining Unit members. CW A - 37 Section 9.12 Stress Reduction/Police DtWartment's Public Safe~ Communications Unit - Those employees covered by this Agreement who work in the Miami Beach Police Department Communications Unit, will be given a stress reduction training program provided by the City. Such stress training will be a one-day stress seminar as given to sworn officers. Section 9.13. Bulletin Boards - The Union may, at its own expense, place a bulletin board in each department, not to exceed approximately three feet by two feet (3' x 2') in size. The Bulletin Boards shall be used for posting the following notices only: a) Notices of Union Meetings. b) Notices of Union Elections. c) Reports of Union Committees. d) Recreational and Social Affairs of the Union. e) Any material of informational nature related to CW A. . Prior to posting, the material as described above shall be signed by an elected officer of the Union and submitted to the Assistant City Manager/Labor Relations, or his/her designee, for signature. Materials, notices or announcements which contain anything political or controversial that might reflect upon the City, any of its employees, or any other labor organizations among its employees, or any materials, notices, or announcements which violate any of the provisions of this Section, shall not be posted. Any materials that are posted which are not in conformance with this Section may be removed at the discretion of the City. Section 9.14 Seniori~ a) Definition: Seniority, for purposes of application of this Agreement except as otherwise stated, is an employee's length of regular, full-time, continuous service with the City. b) When vacations are scheduled, permanent vacancies or promotions are made to a position within the bargaining unit, seniority shall apply when all other factors are equal. c) Seniority will not apply in an emergency situation. d) Seniority within classification shall apply for the following classifications: Crime Scene Technician I Crime Scene Technician II Parking Enforcement Specialist I Parking Enforcement Specialist II CW A - 38 Property Evidence Technician I Property Evidence Technician II Parking Meter Technician I Parking Meter Technician II Public Safety Specialist e) In the event of same day hiring or promotion, seniority rank in the position shall be determined in the order of standing on the eligibility list. Section 9.15. Shoes. - A) Safety Shoes-Employees in the following job classifications will be required to wear safety shoes during all working hours. Once each year during the term of this Agreement, a safety shoe reimbursement for up to sixty dollars ($60.00)-will be provided to the employees in the following job classifications for the purchase of safety shoes. Safety shoes must meet the ANSI Z4 Federal Safety Standards. Reporting to work without the required safety shoes shall result in the employee being sent home without pay, immediately, for the balance of the day and may result in disciplinary action. Air Conditioning Mechanic Building Inspector Carpenter Carpenter II Coin Room Money Handler Electrical Inspector Electrician Elevator Inspector Engineering Assistant I, II, III Mason Masonry Helper Mechanical Inspector Painter Parking Meter Technician I, II Plumber Plumber Inspector CW A - 39 B) Uniform Shoes-Those employees in the following job classifications not already issued, shoes will be reimbursed sixty dollars ($60.00) a year to purchase uniform shoes. Code Compliance Administrator Communications Operator Crime Scene Technician I Crime Scene Technician II Code Compliance Officer I & II Dispatcher Dispatcher Trainee Property Evidence Technician I Property Evidence Technician II Complaint Operator II Parking Enforcement Specialist I Parking Enforcement Specialist II Public Safety Specialist Reporting to work without the required uniform shoes shall result in the employee being sent home without pay, immediately, for the balance of the day and may result in disciplinary action. This provision shall be effective on April 8, 2002. Section 9.16 t.abor /Mana.~ement Committee. - There shall be a four (4) member labor/management committee with two (2) members each appointed by the CW A President and the City Manager. The committee shall meet at mutually agreed times to discuss matters of common interest such as critical incident debriefing, absenteeism control, etc. The labor/management committee is not a forum for collective bargaining or resolving specific grievances. Section 9.17. Promotions. - Within 120 days of the date the Agreement is ratified by the City, the Labor-Management Committee will meet to discuss selection procedures relative to promotions of bargaining unit employees to other bargaining unit positions. Section 9.18. Beach Patrol Promotions. - Prior to the end of calendar year 1998, the parties agree to meet to discuss Beach Patrol promotion practices for the positions of Lifeguard II and Lifeguard Lieutenant. Relative to that issue, the parties agree as follows: 1) Eligible applicants for promotional exams shall be given a written and an oral examination. 2) Applicants must pass an ocean swim test under reasonably common conditions. Conduct of the swim test shall be monitored by Human Resources. cWA-40 3) Applicants must have received at least a satisfactory evaluation in each element of their most recent performance review to be eligible to take the promotional examination. 4) The written tests shall be developed under the direction of Human Resources. The reading list for examination materials from which the questions are drawn will be set by the Human Resources Director after consultation with the Department Director and the Union. Any reading lists will be posted at least thirty (30) days prior to the administration of such tests. A copy of an examinee's graded answer sheet shall be furnished to the examinee upon completion of the grading, if requested. All challenges of questions on the written tests must be made in writing to the Human Resources Director within two (2) working days of the testing dates and he/ she shall conclusively decide the challenge. 5) For the oral tests, questions shall be job related and evaluators shall use common criteria to assess the quality of candidates' answers and to determine scores. Final scores on oral examinations shall be the average of all scores made by evaluators. 6) Oral test evaluators shall be knowledgeable of the target position, shall include at least one person who is not a City employee, and shall be selected by Human Resources. 7) Promotional lists shall expire two (2) years after the posting of the results of a promotional test or where lists have been combined, two (2) years after the combining of the old and new lists. cWA - 41 ARTICLE 10 DRUG AND ALCOHOL TESTING Section 10.1. Drug and Alcohol Testing. a. The City and the Union agree that employees covered by their collective bargaining agreement may be required by the City to undergo urinalysis or blood testing or breathalyzer if there is reasonable belief of drug or alcohol usage or upon the taking of an otherwise required physical examination. b. The City may require any employee to submit to a blood analysis, urine analysis and/or Breathalyzer when it has a reasonable suspicion as defined in Florida Statutes 440.102 (N) that an employee is under the influence of or using alcoho~ drugs or narcotics and/or when an employee has caused, contributed to or been involved in an accident (i.e., automobile or other injury). c. For purposes of reasonable belief screening criteria under Section, employees shall be deemed alcohol impaired if their blood/ alcohol level is measured at .04 or above. CW A - 42 ARTICLE 11 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 in this Agreement, and it particularly waives the right to bargain (except impact bargaining) over the City's exercise or any of its management's rights set forth in Article ~of this Agreement, e.g., changing work hour schedule, transferring employees, laying off employees, etc. This Agreement may be amended by mutual agreement of the parties but any amendments must be in writing and signed by duly authorized representatives of the parties before it will be effective. CW A - 43 ARTICLE 12 SAVINGS If any provisions of this Agreement are subsequently declared by the proper legislative or judicial authority to be unlawful, unenforceable or not in ~ccordance 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. cWA-44 ARTICLE 13 TERM OF CONTRACT This agreement shall be become effective upon City Commission approval, and shall remain in effect until the 30th day of September 2003. It shall be automatically renewed thereafter from year to year unless either party shall notify the other in writing sixty (60) days prior to the anniversary date that it desires to modify this Agreement. In the event such notice is given, negotiations shall begin not later than thirty (30) days prior to the anniversary date of the Agreement. CW A - 45 j it. Exercised by the parties hereto on the 0( 0 day of Ai A1f ' 2002. COMMUNICATIONS WORKERS OF AMERICA CITY OF MIAMI BEACH BY~~~ Donald A. LaRotonda Chief Negotiator/CWA By: By721/J1 D Richaro McKinnon CW A President Approved by vote of the City Commission, A TIEST: ~~~,w~ PH ck Robert Parcher City Clerk APPROVED AS TO FORM & LANGUAGE & FOR EXECUTION MG: vpm a:CW A-CTR-97/ A:\Final CW A Union Conract ProposaI2000.doc ~ City VML Date CW A - 46 This Agreement was ratified on April 4. 2002 by a majority vote of bargaining unit members represented by Communications Workers of America (CW A), employed by the City of Miami Beach. Attesting to the above are CW A Local3178's Bargaining Team members: ~u 1<- J:~1-- Ric ard D. McKinnon, President @ - ~ . ~JlJ1~ iann Moore, Charles "Ed" Cowart APPENDIX A CW A - 47 m I- cC ....s'#- Si!A... ;CGCII ilt~ i~55; W~i5.CD _E> 1&.0- ulj ffi :::E Ie~ ~@j co~ r1S~ C\l lSlS ~~ ,..:~ C\l MC\l Ol.., ..rei ~a ,..:~ C\l 2~ ~~ t.ti~.. 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Ji! , ~I iiil - I iiil iiil 2 ~ 2 ~ 2 ~ 2 ~ :(iii :(iii :(iii :(iii I: .J.. jjj <!Xl ~ :g l8 In m :I: :I: :I: :I: :I: Exhibit #2 Fiscal Year 2001 Classification/Compensation Plan Effective 9125100 Range IStartlng Step I IClasslflcatlon I Classification Clerk H15 A Coin Room Money Handler H16 A Clerk Typist H17 A Masony Helper H18 B Data Entry Clerk H19 A Account Clerk 1 H2O A Admin Aide 1 H2O A Duplicating Equip Operator H2O A Permit Clerk 1 H2O A Parking Enforcement Spec 1 H22 A Parking Meter Tech 1 H22 A Account Clerk 2 H23 A Admin Aide 2 H23 A Admin Secretary H23 A Carpenter H23 C Code Compliance Officer 1 H23 A Mason H23 C Painter H23 B Permit Clerk 2 H23 A Buyer H24 A Communications Operator H24 B Engineering Assistant 1 H24 A Parking Enforcement Spec 2 H24 B Parking Meter Tech 2 H24 B Plumber H24 C Range IStartlng Step I Account Clerk 3 H25 A Admin Asst 1 H25 A Complaint Operator 2 H25 B Dispatcher Trainee H25 B Commission Reporter 1 H26 A Crime Analysis Specialist H26 C Dispatcher H26 B Air Conditioning Mechanic H27 C Code Compliance Officer 2 H27 A Electrician H27 C Engineering Assistant 2 H27 A Commission Reporter 2 H28 A Building Inspector H29 E Electriciallnspector H29 E Elevator Inspector H29 E Engineering Inspector H29 E Mechanical Inspector H29 E Plumbing Inspector H29 -. E Planning Technician H29 A Engineering Assistant 3 H30 A Code Compliance Admin. H34 C Pool Guard I HSO A Pool Guard II H52 A Lifeguard I H52 A Lifeguard II H56 B Lifeguard Lt. H58 E ~~ -. "'''' co'" ~~ It) 01 ~~ "'co N'" 8:8 ~~ 01'" ~~ ::~ -N .co .- "'. co. 0'" ('1)- :I "':ui N"": ~~ C'oif2 aig uiai t'iai "";0 C'oiC'oi C'oio ~r: cxi~ "':ai uj,..: -. -co ~N l8N l8~ ~~ "'- ~~ co- ~co COOl It) co co_ "'- "!.C'!. co. Nit) COlt) -co 01'" 0;"': g..: C;;- C\i"': gf": ~..: ~..: ~..: r-:...: 0;"': 0"": t\i ...... ~..: &6"': N ('I) ('I) ('I) . . . -('I) ~~ -. "'''' CO'" ~~ It) 01 ~~ 1O~ ~~ 8:8 NN 01'" ~~ -. _N "":"! .- "'. N('I) ('1)- ait'i "':ui C'i"': ~~ C'oif2 ~g uiai t'iai "':0 C'oiC'oi C'oio ~r: ~~ "':ai ~:: -. -co l8~ ~~ "'- ~~ co_ COOl co_ "'- "!.C'!. ~N It)N co. Nit) COlt) -CO aj.,.: oi"': g..: - - C'J"': gf": ~..: 1.6"': ~..: ,.:.,.: 0;"': 0"': N"': ~..: N N ('I) ('I) ('I) ('I) ('I) . . ~8 -('I) ~~ -. "'''' ~n: ~~ It) 01 ~~ "'CO ~~ 8:8 ~~ 01'" -. _N .co "'. co. 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Parking Enforcement Spec 1 H22 A Parking Meter Tech 1 H22 A Account Clerk 2 H23 A Admin Aide 2 H23 A Admin Secretary H23 A Carpenter H23 C Code Compliance Officer 1 H23 A Mason H23 C Painter H23 B Permit Clerk 2 H23 A Property Evidence Tech 1 H23 A Public Safety Specialist H23 A Buyer H24 A Communications Operator H24 B Engineering Assistant 1 H24 A Parking Enforcement Spec 2 H24 B Parking Meter Tech 2 H24 B Plumber H24 C Account Clerk 3 H25 A Admin Asst 1 H25 A Complaint Operator 2 H25 B Disoatcher Trainee H25 B Range IStartlng Step I Commission Reporter 1 H26 A Crime Analysis Specialist H26 C Dispatcher H26 B Air Conditioning Mechanic H27 C Code Compliance Officer 2 H27 A Electrician H27 C Engineering Assistant 2 H27 A Property Evidence Tech 2 H27 A Commission Reporter 2 H28 A Police Fleet Specialist H28 A Building Inspector H29 E Electriciallnspector H29 E Elevator Inspector H29 E Engineering Inspector H29 E Mechanical Inspector H29 E Plumbing Inspector H29 E Planning Technician H29 A Engineering Assistant 3 H30 A Crime Scene Technician 1 H31 A Police Photographer H31 A Code Compliance Admin. H34 C Crime Scene Technician 2 H34 A Pool Guard I H50 A Pool Guard II H52 A Lifeguard I H52 A Lifeguard II H56 B Lifeguard Lt. H58 E Exhibit #5 1. Effective 7/16/01 employees who are in the classifications listed in section 2 below shall receive a 0.75% across-the-board increase in their rate of pay. 2. Effective 9/24/01, employees who are in the following classifications shall be placed in the classification/range in the pay plan effective 9/24/01 in accordance with the following table and placed in the respective step according to the CW A/City Worksheet. Classification Range Crime Scene Technician 1 31 Crime Scene Technician 2 34 Police Fleet Specialist 28 Police Photographer 31 Police Records Technician 20 Property & Evidence Technician 1 23 Property & Evidence Technician 2 27 Public Safety Specialist 23 c !~il ;ell~ .c_c~ Mill. . W ~ 0.= _EW 1&.0 (.) ~~ "":cO ~..,. 1lO~ 0;"': C\I .....C') .......,. a;ew; ~;: r:ti~.. C\I ~8 Lri"": ~8 ai"': C\I ..... ..... 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C\i~ gf~ 4t~ ~~ ('I) ('I) >- >- ~ ~ >- >- :s2 :s2 .Jo:: :s2 :s2 ai I ail ail ail ail ail e ~ e ~ e ~ e ~ e ~ e ~ ~iii ~iii ~iii ~iii ~iii ~iii ~ ~ :g ~ ,... f8 It) :I: :I: :I: :I: :I: :I: Exhibit #7 Fiscal Year 2002 Classification/Compensation Plan Effective 04108102 Range IStartlng Step I IClasslfleatlon I Classification Clerk H15 0/1 Coin Room Money Handler H16 0/1 Clerk Typist H17 0/1 Masony Helper H18 0/1 Oata Entry Clerk H19 0/1 Account Clerk 1 H2O 0/1 Admin Aide 1 H2O 0/1 Ouplicating Equip Operator H2O 0/1 Permit Clerk 1 H2O 0/1 Police Records Technician H2O 0/1 Parking Enforcement Spec 1 H22 0/1 Parking MeterTech 1 H22 0/1 Account Clerk 2 H23 0/1 Admin Aide 2 H23 0/1 Admin Secretary H23 0/1 Carpenter H23 0/1 Code Compliance Officer 1 H23 0/1 Mason H23 0/1 Painter H23 0/1 Permit Clerk 2 H23 0/1 Property Evidence Tech 1 H23 0/1 Public Safety Specialist H23 0/1 Buyer H24 0/1 Communications Operator H24 0/1 Engineering Assistant 1 H24 0/1 Finance Clerk 1 H24 0/1 Parking Enforcement Spec 2 H24 0/1 Parking Meter Tech 2 H24 0/1 Plumber H24 0/1 Account Clerk 3 H25 0/1 Admin Asst 1 H25 0/1 Complaint Operator 2 H25 0/1 OisDatcher Trainee H25 0/1 Range IStartlng Step I Commission Reporter 1 H26 0/1 Crime Analysis Specialist H26 0/1 Oispatcher H26 0/1 Carpenter 2 H26 0/1 Finance Clerk 2 H26 0/1 Air Conditioning Mechanic H27 0/1 Code Compliance Officer 2 H27 0/1 Electrician H27 0/1 Engineering Assistant 2 H27 0/1 Property Evidence Tech 2 H27 0/1 Commission Reporter 2 H28 0/1 Finance Clerk 3 H28 0/1 Police Fleet Specialist H28 0/1 Building Inspector H29 EI2 Electriciallnspector H29 EI2 Elevator Inspector H29 EI2 Engineering Inspector H29 EI2 Mechanical Inspector H29 E/2 Plumbing Inspector H29 EI2 Planning Technician H29 0/1 Engineering Assistant 3 H30 0/1 Crime Scene Technician 1 H31 0/1 Police Photographer H31 0/1 Code Compliance Admin. H34 0/1 Crime Scene Technician 2 H34 0/1 Pool Guard I H50 0/1 Pool Guard II H52 0/1 Lifeguard I H52 0/1 Lifeguard II H56 0/1 Lifeguard Lt. . H58 E/2 Exhibit 8 1. Effective 4/8/02, each range shall have the first three steps eliminated from the respective classification/range. The following table shows the step advancement: Starting To Starting Step Step on 4/7/02 on 4/8/02 A D B D C D D D E E '. 2. Effective 4/8/02, those employees who were hired on or after 11/4/98 and whose starting rate of pay was the regular starting step for their classification shall have their pay advanced above the starting step D or E, as applicable, according to the following table and the CWA/City Worksheet. Date Hired Advance Step 11/4/98 to 11/3/99 Classification Starting Step + 3 Steps 11/4/99 to 11/3/00 Classification Starting Step + 2 Steps 11/4/00 to 11/3/01 Classification Starting Step + 1 Step 11/4/01and after Classification Starting Step 3. Effective 4/8/02, those employees who were hired on or after 11/4/98 and whose starting rate of pay was greater than the regular starting step for their classification shall have their pay advanced in accordance with the CWA/City Worksheet. 4. Effective 4/8/02, employees who were promoted on or after 11/4/98 shall have their pay advanced in accordance with the CWA/City Worksheet. Note to CW A/City Worksheet In the event the step shown as of 4/8/02 on the CWA/City Worksheet does not reflect a merit increase due as of 4/8/00, the step advancement slotting shall be adjusted to reflect said merit increase. Exhibit #5 1. Effective 7/16/01 employees who are in the classifications listed in section 2 below shall receive a 0.75% across-the-board increase in their rate of pay. 2. Effective 9/24/01, employees who are in the following classifications shall be placed in the classification/range in the pay plan effective 9/24/01 in accordance with the following table and placed in the respective step according to the CW A/City Worksheet. Classification Range Crime Scene Technician 1 31 Crime Scene Technician 2 34 Police Fleet Specialist 28 Police Photographer 31 Police Records Technician 20 Property & Evidence Technician 1 23 Property & Evidence Technician 2 27 Public Safety Specialist 23 C C")asC\l 8ii:~ iC\lCN ..O-s _as-a) -G)- :e>=~ ii-c; w88.~ .!!EI: U.oW (J s U) - C ~ ~ (J 0)0 C\I,.... oc:\i or-O) q or-. or- or- M ,....CO 00) ,...:,...: 010 or- or- 0"': M ,....''It or-C\I 0"; MC\I C\lor- ai"': C\I or-O) CO"lt cci"'; ""'0) MO as"': C\I "lt0 C\I,.... c:\icri 1010 100 ,.,:...: C\I Il)"lt ,....CO cricci "ltC\l ,....0 fli"': C\I M,.... COCO occi ""'0) 0) 0) 16 C\I oco C\I,.... 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'<t I'C\l Mcx) o;M 1'('1') CXlIl) 0)"': M >- 32 a;~ E ~ C ..!.. <CD ~ ::I: 1',.... 1',.... OM COCXl 1',.... cDN LO I''<t co,.... "":ai 1'0> LOO ;iN MO LO'<t CX)CX) 1',.... '<to NN LO C\ll' ,....1' 00 co'<t '<to> 0"': LO LOM M.,.... aicci ,....CO LOCXl cO"': '<t C\lll) C\l('l') M<<:i LO en CO I' cD"': '<t ~~ cOlli LOC\l cx)I' ~.,.: C\lCXl LO 0> McO MLO .....CO C'S'.,.: '<t til;~ <<:illi 1'0> '<t.ltl ..... ,.... '<t >- 32 ~I C ..!.. <CD m J: OM C\l'V "":0 MI' 0C\l o)N LO 1',.... 1'..... OM COCXl 1',.... cDN LO I''<t co..... "":0; I'en 1l)0 ;iN MO LO'<t CX)CX) 1',.... '<to NN LO C\ll' ,....1' od CO'<t '<to> 0"': LO LO ('I') M,.... aicci ,....CO LOCXl cO"': '<t C\lLO C\lM M<<:i LOO> CO I' cD"': '<t ~C'; cx)&o 1l)C\l cx)I' ~.,.: C\lCXl LOO> ~f8 .....CO C'S'.,.: '<t >- 32 a;~ E ~ C ..!.. <CD 2 ::I: Exhibit #10 Fiscal Year 2003 ClasslflcatlonICompensatlon Plan Effective 9123102 Range IStartlng Step I IClasslflcatlon IClasslflcatlon Clerk H15 1/0 Coin Room Money Handler H16 1/0 Clerk Typist H17 1/0 Masony Helper H18 1/0 Account Clerk 1 H2O 1/0 Admin Aide 1 H2O 1/0 Data Entry Clerk H2O 1/0 Duplicating Equip Operator H2O 1/0 Permit Clerk 1 H2O 1/0 Police Records Technician H2O 1/0 Parking Enforcement Spec 1 H22 1/0 Parking Meter Tech 1 H22 1/0 Account Clerk 2 H23 1/0 Code Compliance Officer 1 H23 1/0 Permit Clerk 2 H23 1/0 Property Evidence Tech 1 H23 1/0 Public Safety Specialist H23 1/0 Admin Aide 2 H24 1/0 Admin Secretary H24 1/0 Buyer H24 1/0 Engineering Assistant 1 H24 1/0 Finance Clerk 1 H24 1/0 Painter H24 1/0 Account Clerk 3 H25 1/0 Admin Asst 1 H25 1/0 Carpenter H25 1/0 Communications Operator H25 1/0 Dispatcher Trainee H25 1/0 Mason H25 1/0 Parking Enforcement Spec 2 H25 1/0 Parking Meter Tech 2 H25 1/0 Range IStartlng Step I Carpenter 2 H26 1/0 Commission Reporter 1 H26 1/0 Complaint Operator 2 H26 1/0 Crime Analysis Specialist H26 1/0 Finance Clerk 2 H26 1/0 Code Compliance Officer 2 H27 1/0 Dispatcher H27 1/0 Engineering Assistant 2 H27 1/0 Property Evidence Tech 2 H27 1/0 Commission Reporter 2 H28 1/0 Finance Clerk 3 H28 1/0 Plumber H28 1/0 Police Fleet Specialist H28 1/0 Planning Technician H29 1/0 Air Conditioning Mechanic H30 1/0 Electrician H30 1/0 Engineering Assistant 3 H30 1/0 Crime Scene Technician 1 H31 1/0 Police Photographer H31 1/0 Code Compliance Admin. H34 1/0 Crime Scene Technician 2 H34 1/0 Building Inspector H34 2IE Electriciallnspector H34 2IE Elevator Inspector H34 2IE Engineering Inspector H34 2IE Mechanical Inspector H34 2IE Plumbing Inspector H34 2IE Pool Guard I HSO 1/0 Pool Guard II H52 1/0 Lifeguard I H52 1/0 Lifeguard II H56 1/0 Lifeouard Lt. H58 2IE Exhibit #11 1 . Effective 9/23/02, the following classifications shall be increased from the range effective on 9/22/02 range to the new range effective on 9/23/02 in accordance with the following table; Range Range Classification Effective 9/22/02 Effective 9/23/02 Data Entry Clerk 19 20 Administrative Aide 2 23 24 Administrative Secretary 23 24 Finance Clerk 20 24 Painter 23 24 Carpenter 23 25 Communications Operator 24 25 Mason 23 25 Parking Enforcement Specialist 24 25 Parking Meter Technician 2 24 25 Carpenter 2 NA 26 Complaint Operator 2 25 26 Finance Clerk 2 23 26 Dispatcher 26 27 Plumber 24 28 Finance Clerk 3 25 28 Air Conditioning Mechanic 27 30 Electrician Building, Electrical, Elevator, 29 34 Engineering, Mechanical & Plumbing Inspector 2. Effective 9/23/02, employee whose classification is increased from the range effective on 9/22/02 range to the new range effective on 9/23/02 shall be place in the new range as follows; A. Where a classification is increased by one range the employee shall move from the range/step effective on 9/22/02 to the new range/same step on 9/23/02. For example, an employee in range23/step M on 9/22/02 shall move to range24/step M on 9/23/02. B. Where a classification is increased by two ranges the employee shall move from the range/step effective on 9/22/02 to the new range/1 step lower on 9/23/02. For example, an employee in range23/step M on 9/22/02 shall move to range25/step Lon 9/23/02. C. Where a classification is increased by three ranges the employee shall move from the range/step effective on 9/22/02 to the new range/2 steps lower on 9/23/02. For example, an employee in range23/step M on 9/22/02 shall move to range26/step K on 9/23/02. D. Where a classification is increased by four ranges the employee shall move from the range/step effective on 9/22/02 to the new range/3 steps lower on 9/23/02. For example, an employee in range20/step M on 9/22/02 shall move to range24/step J on 9/23/02. E. Where a classification is increased by five ranges the employee shall move from the range/step effective on 9/22/02 to the new range/4 steps lower on 9/23/02. For example, an employee in range29/step M on 9/22/02 shall move to range34/step J on 9/23/02. F. No employee shall receive an increase above his/her pre-reclassification rate of pay that is greater than either 3.0% or 4.0%, as applicable. G. In no event shall the placement in the new range/step be less than the classifications starting step in accordance with Exhibit #10. APPENDIX B cWA - 48 2. Date Grievant(s) became aware of the alleged violation(s): 3. Grievant's Name(s) & Classification(s): -1-/- 4. Grievant's Department/Division & Telephone Ext. ( ): S. Grievant's Immediate Supervisor & Telephone Ext. ( ): 6. Statement/Nature of Grievance: 7. Contract Article(s) Alleged Violated: 8. Suggested Adjuabnent: 9. Grievant's Si ture Date: _ Grievance Denied (state why): Date: _ Grievance Resolved (state how): Date: CDate: _ Grievance Resolved (state how): Date: Date: Date: Date: Date: Date: COMMUNICATIONS WORKERS OF AMERICA LOCAL 3178 ELECTION OF REMEDY FORM Grievance No. This form must be completed and signed at the initial step of the grievance procedure. Employee must elect, sign, and date only at the initial step of the grievance procedure: 1. Grievance Procedure: I/We elect to utilize the Grievance Procedure contained in the current Contract between the City of Miami Beach, Florida, and Communications Workers of America (CW A). I understand that this choice precludes my utilization of the Personnel Board. Signature Date