2007-26495 Reso
RESOLUTION NO. 2007-26495
A RESOLUTION OF THE MAYOR AND CITY COMMISSION OF THE
CITY OF MIAMI BEACH, FLORIDA, RATIFYING A THREE YEAR
LABOR AGREEMENT BETWEEN THE CITY AND THE
INTERNATIONAL ASSOCIATION OF FIREFIGHTERS (IAFF), LOCAL
1510, FOR THE PERIOD FROM OCTOBER 1, 2006, THROUGH
SEPTEMBER 30, 2009, AND AUTHORIZING THE MAYOR AND CITY
CLERK TO EXECUTE THE AGREEMENT.
WHEREAS, the City Manager is hereby submitting to the Mayor and City Commission the
attached Labor Agreement, recently negotiated between the City and the International Association of
Firefighters (IAFF), Local 1510, the bargaining agent certified by the Public Employees Relations
Commission (PERC), for the employees covered by said Agreement; and
WHEREAS, the previous Labor Agreement was for a three year period from October 1,
2003, through September 30,2006; and
WHEREAS, the IAFF bargaining unit has ratified the attached Labor Agreement and the
City Manager recommends that the City Commission ratify and authorize the execution of the Labor
Agreement between the City and the IAFF Union.
NOW, THEREFORE, BE IT DULY RESOLVED BY THE MAYOR AND CITY
COMMISSION OF THE CITY OF MIAMI BEACH, FLORIDA, that the attached Labor
Agreement between the City and IAFF Local 151 0 for the period covering October 1, 2006, through
September 30,2009, is hereby ratified, and the Mayor and City Clerk are authorized to execute the
Agreement.
PASSED AND ADOPTED this 14tlday of March
,2007.
ATTEST:
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CITY CLERK
Robert Parcher
Michael Gongora
Vice-Mayor
F:\labo\LABORREL\Labor Relations\Commission Memos\Resolutions\IAFF Resolution for 2006-2009 contract.doc
APPROVED AS TO
FORM & GUAGE
& FOR UTION
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COMMISSION ITEM SUMMARY
Condensed Title:
A resolution of the Mayor and the City Commission of the city of Miami Beach, Florida ratifying a three
year labor agreement between the City of Miami Beach and the International Association of
Firefighters (IAFF) Local 151 0, for the period from October 1, 2006 through September 30,2009, and
authorize the Mayor and City Clerk to execute the aqreement.
Ke Intended Outcome Su orted:
Attract and maintain a quality workforce and ensure expenditure trends are sustainable over the long
term.
Issue:
Shall the City of Miami Beach ratify the three (3) year labor agreement between the City of Miami
Beach and IAFF?
Item Summary/Recommendation:
Adopt the resolution. This Resolution will provide IAFF employees with an across the board cost-of-
living increase (COLA) of 6% for the first pay period ending in October 2007; 5% or the first pay
period ending in October 2008; and 4% for the first pay period ending in October 2009, and will
include the same increases to the minimum and maximum of the salary ranges; and increases the
paramedic pay by .75% at the end of Year 2 and Year 3. In addition, the contract will provide for base
pay plan parity with the FOP and parity for promotional time in grade. Further, the contract will
increase the out of class and rescue out of class pay from $1/hour to $2/hour; eliminate a one year
waiting period for divisional assignment pay; increase floating holidays to two - twenty four hour
holidays; increase fire inspector pay from 2.5% to 5% and the union time bank will be increased to
2080 hours (from 1500 hours). In order to increase the number of certified Fire Inspectors, the
contract will allow up to four bargaining unit employees to enroll in inspector certification while
simultaneously decreasing the number of paramedics sent to training on City time. In order to
decrease sick time usage, a random drug testing program will be implemented which ties the use of
sick time to random drug testing, a new leave settlement program will be implemented to discourage
the use of sick time prior to retirement, and a sick leave sell back program will be implemented which
allows employees to sell back time each year. Finally, new language is added to require a refund
from the Health Trust to the City, should the cost increase to the Trust be less than the actual City
contribution each year.
Advisory Board Recommendation:
I
Financial Information:
Source of Amount Account Approved
Funds: 1 $774,256 Included in various Departmental
salarv budaets for vear 1
2 $762,854 To be included in various
~ Departmental salary budgets for
vear2
3 $751,142 To be included in various
Departmental salary budgets for
vear3
aSPI Total $2,288,252 Included in various Departmental
salarv budaets
Financial Impact Summary:
Ci Clerk's Office Le islative Trackin
Linda Gonzalez, Labor Relations Director
Si n-Offs:
Department Director
Linda Gonzalez
Assistant City Manager
Ramiro Inguanzo
City Mana
Jorge M. Gonzalez
lD
.....
MIAMI BEACH
AGENDA ITEM
DATE
'~7E
'3 - / l{-o 7
G MIAMI BEACH
City of Miami Beach, 1700 Convention Center Drive, Miami Beach, Florida 33139, www.miamibeachfl.gov
COMMISSION MEMORANDUM
TO:
Mayor David Dermer and Members of the City Commission
FROM:
Jorge M. Gonzalez, City Manager} --0
March 14,2007 ()
DATE:
SUBJECT:
A RESOLUTION OF THE MAYOR AND CITY COMMISSION OF THE CITY OF
MIAMI BEACH, FLORIDA RATIFYING A THREE YEAR LABOR AGREEMENT
BETWEEN THE CITY OF MIAMI BEACH AND THE INTERNATIONAL
ASSOCIATION OF FIREFIGHTERS (IAFF) LOCAL 1510, FOR THE PERIOD
FROM OCTOBER 1,2006 THROUGH SEPTEMBER 30,2009, AND AUTHORIZE
THE MAYOR AND CITY CLERK TO EXECUTE THE AGREEMENT.
ADMINISTRATION RECOMMENDATION:
Adopt the Resolution
BACKGROUND:
On December 19, 2006, after six (6) negotiation sessions, negotiators for the City and the
International Association of Firefighters (IAFF), Local 151 0, successfully reached a tentative
agreement and concluded contract negotiations for a three-year collective bargaining
agreement for the period of October 1, 2006 through September 30, 2009. Both the
Administration and the IAFF worked diligently throughout these sessions to reach common
ground on the negotiation proposals made by each side. Although the City shared salary
comparisons with the IAFF negotiation team, which demonstrated that they were the highest
paid (or near the highest paid) in every salary and benefit category around the State of
Florida (compared to other Fire Departments), negotiators for the IAFF stated that it was of
the utmost importance to them to achieve base pay plan parity with the City's Police
Department, Fraternal order of Police (FOP) in the new contract term. Therefore, much of
the negotiations centered on the base pay parity concept.
The IAFF membership held a ratification vote on the proposed Agreement from March 5
2007 until March 8, 2007. The final vote was 137 in favor and 12 opposed. (Ninety two
percent (92%) of the voting members were in favor of the proposed Agreement.)
While negotiators for the City and the IAFF were obliged to represent the best interests of
their respective stakeholders, the shared goal was to produce an Agreement that was
equitable to both parties and contained competitive compensation and working conditions.
The following is a summary of the most significant changes that resulted from negotiations:
Waaes and Paramedic Pay
The term of the Agreement will extend for three (3) years from October 1, 2006 through
September 30,2009. Consistent with the current consumer price index (CPI), effective with
the first payroll period ending in October 2006, IAFF bargaining unit employees will receive
a six percent (6%) salary cost of living (COLA) increase. Effective with the first payroll
period ending in October 2007, bargaining unit employees will receive a five percent (5%)
COLA increase. Finally, effective with the first payroll period ending in October 2008,
bargaining unit employees will receive a four (4%) cost of living (COLA) increase. The
minimum and maximum of the salary range for each position in the IAFF will be adjusted
accordingly each year of the contract. In addition, the paramedic pay will be increased at
the end of year two by .75% and at the end of year three by .75%.
The contract cost for the three year COLA increase is approximately $1,986,974.
The contract cost for the three year paramedic pay increase is approximately $94,525.
Parity with the FOP Pay Plan
The new contract provides base pay plan parity with the City's Police Department FOP,
therefore, Firefighter I's and Police Officers will have equivalent base pay plans; Firefighter
II's and Police Sergeants will have equivalent base pay plans; and Fire and Police
Lieutenants will have equivalent base pay plans.
In accordance with the change to the base pay plan parity, time in grade required for
promotions will also be adjusted to mirror the City's Police Department. Effective with the
first year of the contract, the promotional time in grade for all Firefighter I's will be changed to
reflect the current time in grade for Police Officers. The time in grade will be changed to four
years seniority from the date of appointment to Firefighter I. Firefighter II's, Fire Lieutenants
and Fire Captains shall all have two years seniority from the date of appointment in order to
be eligible to take the promotional exam.
Other Economic and Contractual aareements
Out of Class Pay & Rescue Out of Class Pay
The new contract provides for an increase of one dollar ($1) per hour to the Out of Class
Pay and Rescue Out of Class Pay (which has not been increased for many years). The
increase is effective beginning in the second year of the contract.
The contract cost for the Out of Class pay & Rescue Out of Class pay for the two contract
years is approximately $152,052.
Divisional Assianment Pay
In the current contract, all Firefighters that are newly assigned to the Fire Prevention or
Support Services Division must wait one (1) year before receiving their full assignment pay.
The new contract language eliminates this one (1) year waiting period, and all divisional
assignment pay, (other than suppression) will be made immediately upon assignment.
The contract cost for the increase in Divisional Assignment pay will be approximately
$12,372.
Increase Floating Holidavs
Effective with the first year of the contract, all Firefighters who are assigned to a 24-hour shift
will have the amount of floating holiday hours available to them increased from one 36-hour
holiday to two 24-hour holidays.
The contract cost for the increase in floating holidays will be approximately $181,612.
Fire Inspector Pay and Training
Effective with the first year of the contract, the pay for all Firefighters who obtain and
maintain State certification as Fire Inspectors shall have their certification pay increased
from two and one half percent (2.5%) to five percent (5%).
The contract cost for the increase in Fire Inspector certification pay will be approximately
$80,680.
In addition, effective with the first year of the contract, and in an effort to increase the
number of long term certified Fire Inspectors, the Fire Department will allow four (4)
bargaining unit employees to enroll in courses necessary to achieve Fire Inspector
certification. Simultaneously, the City will decrease the number of paramedics sent to
training each year since the City currently has more than a sufficient number of paramedics
on staff.
The cost savings for the three years of the contract will be approximately $219,964.
Union Time Bank
The IAFF Union Time Sank will be increased from 1,500 hours per year to 2,080 hours per
year. The new contract language limits the use of the time bank to members of the IAFF
Executive Soard.
Random Drug Testing
In an effort to emphasize the importance of the role drug testing plays in the safety and
welfare of our residents and employees, an additional drug testing standard will be added to
the new contract. Within thirty (30) days after the ratification ofthis Agreement employees in
the IAFF will be subject to random drug testing (if their sick leave balance falls below the
criteria as detailed in the contract) for a 180 day period. Employees, whose sick leave bank
does not fall below this new standard, will continue to be subject to drug testing in
accordance with the current contract, which requires submission to a drug test once per
calendar year.
Sick Leave Sell Back and Leave Settlement
During the term of this contract, the City will re-institute a sick leave sell back program. The
purpose of the program is to provide an incentive for Firefighters to use less sick leave time
and increase the "show-up rate" thereby decreasing the need for overtime during staffing
shortages, as well as reducing the amount of overtime paid due to sick call outs. In
addition, since employees are "selling back" their sick time throughout the term of the
contract instead of at the end of their employment (when the sick time is at its highest
value), the overall cost is reduced.
The sick leave sell back program will allow the sell back of up to sixty (60) hours each year
(ninety (90) for shift personnel), as long as the employee retains a minimum of 360
combined sick and vacation leave (540 hours for shift personnel). The sell back
requirements stipulate that the maximum number of sick leave hours that may be sold back
on each sell back date shall be reduced by one hour for each hour of unscheduled leave
the employee used during the applicable annual sell back period for example, if an
employee uses 10 hours of unscheduled time he/she is only eligible to sell back fifty (50)
hours). All sick time and use of emergency leave is deducted from the total allowable sell
back hours.
In addition, the calculation used for leave settlement purposes when an employee retires
has been changed to deter the use of sick time prior to retirement. Currently, when an
employee retires, they automatically "lose" half of the sick time they have accumulated over
their career. Losing this time has, at times, indirectly encouraged employees to use their
sick time while they are employed. The new contract allows the employees leave
settlement to be based on a combination of sick and vacation time, (utilizing the same
maximum hours), to positively encourage employees not to "use up" their sick hours.
Health Trust
Currently, the amount paid to the Health Trust (Trust), is based on the Trust's projected
cost increase, and is capped by the straight line average increase to the City's five (5)
health insurance plans. The new contract adds a provision that requires a refund from the
Trust to the City in the event the actual cost increase of the Trust is less than the City's
straight line average. In all cases, the cap on the increase to the Trust from the City
remains the same. This language may result in a substantial cost savings to the City over
the contract term.
CONCLUSION:
The Administration recommends that the Mayor and City Commission adopt the Resolution
to implement the collective bargaining adjustments negotiated between the City of Miami
Beach and International Association of Firefighters (IAFF), Local 1510, for the period
covering October 1, 2006 through September 30, 2009.
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