LTC 87-2002
...
CITY OF MIAMI BEACH
Office of the City Manager
Letter to Commission No. >] 71 2tJtJ~
m
To:
Mayor David Dermer and
Members of the City Commission
Jorge M. Gonzalez ~ . ~.
City Manager ;/'" 0
COMPLETION OF C A CONTRACT NEGOTIATIONS
Date: March 29, 2002
From:
Subject:
The purpose of this LTC is to inform you that we have reached a tentative agreement with the
Communications Workers of America (CW A) on our bargaining agreement. Attached is a summary
of the key provisions included in the agreement. A ratification vote is expected to take place on
Thursday, April 4, 2002. A resolution endorsing the agreement and a corresponding salary ordinance
will be placed on your April 10th agenda. Let me take this opportunity to thank Mary Greenwood
in Labor Relations, and the staff of our Human Resources Department and the representation of
CW A for their diligent work to reach a fair and equitable agreement.
Should you need additional information or wish to further discuss this issue, please feel free to
contact me.
JMG~: ~ vpm
c: Richard McKinnon, CW A President
Mayra Diaz-Buttacavoli, Assistant City Manager
Mary Greenwood, Executive Assistant to the City ManagerlLabor Relations
F:\HUMA\LABORRELWPM\Commission Letters\CWA Negotiations Completion LTC.doc
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CW A SIGNIFICANT ISSUES
The following is a summary of the most significant issues in the Agreement.
Wailes
The CWA bargaining unit will get a four percent (4%) across the board cost-of-living
increase effective retroactively with the first pay period starting on or before September
25, 2000, and an across the board cost-of-living increase of four percent (4%) with the
first pay period starting on or before September 24, 2001, and an across the board cost-
of-living increase of four percent (4%) with the first pay period starting on or before
September 30, 2002.
A new pay plan that eliminates Steps A, B and C in the old pay plan goes into effect at
ratification of the contract by the City Commission. In addition, 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.
The bargaining unit also agrees to job audits, and market classification studies during the
tenn of the contract. This change will allow the Administration to react to market
conditions and remain competitive for all classifications in the unit. This contract will
also include the reclassification of nineteen (19) classifications within the bargaining unit
with 150 employees affected. These upgrades will help make the City of Miami Beach
more competitive in recruiting qualified employees, particularly for "hard to fill"
positions.
The anticipated cost for the 2000 cost-of-living increase is approximately $544,305. The
anticipated cost for the second year cost-of-living increase is approximately $566,077,
and the anticipated cost for the third year is approximately $607,510.
The cost to adopt and implement the new pay plan eliminating Steps A, B, and C within
the CW A unit for Fiscal Year 200 1/2002 will be approximately $211 ,511. The cost for
the reclassification plan for 200212003 is approximately $349,607.
F:\HUMA \LABORREL\Labor Relations Union Completed Contracts\Cwa 2OOO\CW A Significant Issues.doc
CWA CONTRACT SUMMARY
Wae:es
1) 4% /4%/4% Retroactive to October 2000
2) Pay Plan
A. Eliminate ABC Steps
B. Post 11/4198 employees will receive three (3) steps above step D; Post 11/4/99 employees
will receive two (2) steps ab.J>ve step D; Post 11/4/00 through 11/3/01 employees will
receive one (1) step above step D.
C. A, B above effective upon April 8, 2002.
D. New employees in unit under PERC decree will receive 0.75% on July 16, 2001.
3) Reclassification as agreed effective October 1,2002.
Other Economic Issues
1) Retirees COLA
In an effort to compensate our retirees in accordance with the cost of living, the City agreed to
an increase from 1.5% Simple Cost of Living to a 2.5% Compounded Cost of Living increase
for employees who retire after October 1,2000.
2) Shift Differential
The Shift Differential, where a majority of an employee's regularly assigned shift hours fall
between 3:00 p.m. and 11:00 p.m., was negotiated at forty five cents (45<z) per hour (previously
forty cents (40<Z) per hour) and fifty five cents (55<Z) per hour (previously fifty cents (50<Z))
where a majority of an employee's regularly assigned shift hours fall between 11:00 p.m. and
6:30 a.m.
3) Meal Allowance
The meal allowance for employees who work three or more hours of overtime that is contiguous
with their shift will increase from six dollars to seven dollars.
4) Out of Classification Pay
Working out of Classification pay was increased to a dollar ($1.00) (previously ninety cents
(90<%)).
5) Lead Person Pay .
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
being a Lead Person in charge of a construction project.
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6) Essential Personnel (Hurricane Pay)
During a named hurricane when other events and essential employees are ordered to work, they
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.
7) Standby Pay
Standby pay of two (2) hours straight time has been added.
8) Certified Training Officers Pay
Dispatchers, Communication Operators, and Complaint Operator n's who are designated as
certified training officers shall receive one dollar per hour for all hours worked in a training
capacity.
9) Merit
Employees who are promoted will receive a merit payment prorated by months that have elapsed
from anniversary date. Previously no payment was made. In addition, the employee will receive
two (2) steps if promotion occurs within a month before employee's anniversary date.
10) Union Conventions
The union will be allowed two (2) delegates to attend union conventions for up to two (2)
weeks in any year of the current agreement. Previously there was no provision for union
conventions.
11) Perfect Attendance Bonus
A perfect attendance bonus of $300 has been added.
12) Emergency Certification Pay
Life Lifeguard I, Lifeguard n, Lifeguard Lieutenants, and Pool Guards who attain and maintain
the Emergency Medical Technician (EMT) certificate given by the State of Florida shall receive
a five percent (5 %) increase.
13) Property Management- License(s) Maintenance
Employees in the Property Management Division shall be paid their straight hourly wages to
attend training classes to maintain licenses required in their job descriptions for up to twenty (20)
hours a year.
14) Tool Allowance
The tool allowance increased by $30.00 a month to $17.50 per pay period.
15) Sunglasses Allowance
The sunglasses allowance for lifeguards increased from $50 to $60.
16) Uniform Cleaning Allowance
Fourteen (14) classifications were added to the cleaning allowance and will receive $40 per
month.
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17) Reasonable Suspicion
The contract also expands the definition of reasonable suspicion drug testing. This will allow the
City to require an employee to submit to a blood analysis, urinalysis, and/or Breathalyzer when
it has a reasonable suspicion as defined in the Florida Statues 440.102 (N). This allows the
testing of an employee that has caused, contributed to, or been involved in an accident.
18) Psychological Test
Psychological testing for public safety (Beach Patrol). At City's request City and Union will
jointly petition to Personnel Board.
19) Sick Leave Payout
The termination payout for sick leave has been increased from 360 to 480 the second year and
from 480 to 600 hours the third year.
20) Must Use Cap for Vacation
The "Must Use" cap has been changed to 360 vacation hours and upon retirement an employee
can receive a payout up to 240 hours.
21) Grievance Procedures
Changes were made in the grievance process so that the grievant has fifteen (15) days to submit
a grievance and the City has ten (10) days to schedule the grievance hearing and ten (10) days
to respond previously five (5).
22) ElectroniclMagnetic Media Reporting System for Dues Deduction
The City and the Union agree to develop an electronic/magnetic media reporting systems for
dues deductions.
23) Four (4) Day Workweek
A month was added to the four (4) day workweek schedules for the lifeguards so that there are
almost nine (9) months of four (4) day workweeks.
24) Bereavement Leave
An employee will be entitled to four (4) days bereavement leave if the funeral is held outside the
State of Florida.
25) Domestic Partner
Domestic Partner is included in the City's Group Health Plan effective December 29,2001.
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