HomeMy WebLinkAboutR-2005-084 CBA General Employees RESOLUTION NO. 2005-084
A RESOLUTION OF THE CITY OF DANIA BEACH, FLORIDA,
AUTHORIZING THE PROPER CITY OFFICIALS TO EXECUTE A
COLLECTIVE BARGAINING AGREEMENT BETWEEN THE CITY OF
DANIA BEACH AND THE DANIA BEACH GENERAL EMPLOYEES
ASSOCIATION, AFSCME LOCAL 3535 AFL-CIO, COVERING THE PERIOD
MAY 24, 2005 THROUGH SEPTEMBER 30, 2007; PROVIDING FOR
CONFLICTS; FURTHER, PROVIDING FOR AN EFFECTIVE DATE.
BE IT RESOLVED BY THE CITY COMMISSION OF THE CITY OF DANIA
BEACH, FLORIDA:
Section 1. That that certain Collective Bargaining Agreement between the City of
Dania Beach and the Dania Beach Employees Association, AFSCME Local 3535 AFL-CIO,
which agreement is attached and made part of this Resolution is approved and the appropriate
city officials are directed to execute same.
Section 2. That all resolutions or parts of resolutions in conflict with this Resolution
are repealed to the extent of such conflict.
Section 3. That this Resolution shall be in force and take effect immediately upon its
passage and adoption.
PASSED AND ADOPTED on May 24, 20005.
ANNE CASTRO
MAYOR-COMMISSIONER
A 'TEST ROLL CALL:
COMMISSIONER ANTON - YES
COMMISSIONER BERTINO - YES
LOUISE STILSON COMMISSIONER MCELYEA - YES
CITY CLERK VICE MAYOR FLURY - YES
MAYOR CASTRO - YES
APPROVED AS TO JWD CORRECTNESS
BY:
THOMAS J. AN BRO, CITY ATTORNEY
1
2
3 COLLECTIVE BARGAINING AGREEMENT
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5
6
7 BETWEEN
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11 THE CITY OF DANIA BEACH
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13
14
15 AND
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19 AFSCME FLORIDA COUNCIL 79, AFL-CIO
20 LOCAL 3535
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24 MARCH 24, 2005
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26
27 Through
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30 SEPTEMBER 30, 2007
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1 TABLE OF CONTENTS
• 3
4
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7 ARTICLE # ARTICLE TITLE PAGE
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9
10
11 PREAMBLE 5
12
13 1 DEFINITIONS 6
14
15
16 2 RECOGNITION 7
17
18
19 3 MANAGEMENT RIGHTS g
20
21
22 4 UNION RIGHTS g
23
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25 5 NON DESCRIMINATION CLAUSE 10
26
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28 6 NO STRIKE 1
29 1
30
31 7 DUES CHECK OFF 12
32
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34 8 UNION BUSINESS 1
35 3
36
37 9 UNION STEWARDS 1
38 4
39
40 10 ORIENTATION PROGRAM 16
41
42
43 11 PHYSICAL EXAMINATIONS 17
44
45
46 12 WORKWEEK, BREAKS, AND OVERTIME 18
47
1
2
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4 TABLE OF CONTENTS
5
6
7
8
9
10 ARTICLE # ARTICLE TITLE PAGE
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12
13 13 WORK RULES 22
14
15 14 DISCIPLINE AND DISCHARGE 23
16
17 15 GRIEVANCE PROCEDURES 24
1s
19 16A PAY AND CLASSIFICATION 29
20
21 16B PERFORMANCE EVALUATIONS 31
22
23 17 VACANCIES AND TRANSFERS 33
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25 18 WORKING OUT OF CLASSIFICATION 34
26
27 19 UNIFORMS 35
2s
29 20 SAFETY 35
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31 21 WORKERS COMPENSATION 36
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33 22 GROUP INSURANCE 38
34
3s 23 SICK LEAVE 39
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37 24 LEAVE OF ABSENCE 40
3s
39 25 JURY DUTY 41
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41 26 BEREAVEMENT LEAVE 42
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43 27 PERSONAL DAY 43
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45 28 HOLIDAY 44
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47, 29 VACATION 45
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2 30 COMPENSATION FOR PERSONAL
3 VECHICLE 46
4
5 31 EDUCATIONAL INCENTIVE 47
6
7 32 PENSION-RETIREE BENEFITS 48
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9 33 SENIORITY 50
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11 34 SAVINGS CLAUSE 52
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13 35 WAGES 53
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15 36 CROSS TRAINING 54
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17 37 LAY OFF AND BUMPING 55
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19 38 PART-TIME EMPLOYEES 57
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21 39 SUBSTANCE ABUSE 58
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23 40 LABOR MANAGEMENT COMMITTEE 63
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25 41 TERM OF AGREEMENT 64
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27
2s APPENDIX A PAY AND GRADE TABLE
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3o . APPENDIX B MERIT INCREASE MATRIX
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1
2
3
4 PREAMBLE:
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6
7
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9 WHEREAS, the parties hereto have established a basic understanding relative to the
10 terms and conditions of employment of the employees of the City; and
11
12 WHEREAS, it is the intent and desire of the parties to this Agreement to work
13 harmoniously and to promote and maintain efficient and cordial relations between the
14 City of Dania Beach, hereafter known as the "Employer" or "City" and AFSCME Florida
15 Council 79, AFL-CIO, Local 3535 hereafter known as the "Union"; and
16
17 WHEREAS, the City is engaged in furnishing essential public services vital to the
18 health, safety, protection, and comfort of the citizens of Dania Beach, Florida; and
19
20 WHEREAS, both the City and its employees have a high degree of responsibility to the
21 public in so serving the public without interruption of these services; and
22
23 WHEREAS, both parties recognize this mutual responsibility, they have entered into
24 this Agreement as an instrument and means to permit them to fulfill said responsibility;
25
26 NOW THEREFORE, in consideration of the premises and promises set forth herein
27 and the benefits and advantages accruing or expected to accrue to the parties hereto
28 and those covered by this Agreement by reason hereof, the said parties hereby agree
29 as follows.....
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35
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2
3
4 ARTICLE 1
S
6 DEFINITIONS
7
8
9
10 1. UNION shall hereinafter mean (American Federation of State, County, and
11 Municipal employees) AFSCME Florida Council 79, AFL-CIO, Local 3535 as
12 evidenced by Amended Order # 89E-291, Public Employees Relations
13 Commission, October 9, 1989.
14
15 2. CITY/EMPLOYER shall hereinafter mean the City of Dania Beach.
16
17 3. AGENCY HEAD shall mean the City Manager of the City of Dania Beach.
18
19 4. TERM OF AGREEMENT shall mean the duration of the contract as defined by
20 beginning and ending dates.
21
22 5. STRIKE shall mean the concerted failure to. report for duty; the concerted
0 23 absence from one's position; the concerted stoppage of work; the concerted
24 submission of resignations; the concerted use of sick leave; boycotting or
25 disruptively demonstrating by any employee or employee group; or the
26 concerted abstinence in whole or in part from the full, faithful and proper
27 performance of duties of employment with the City for the purpose of inducing,
28 influencing, condoning, or coercing a change in the terms and conditions of
29 employment or the rights, privileges, or obligations of public employment. This
30 section shall not preclude lawful and peaceful picketing.
31
32 6. SENIORITY shall mean total amount of continuous service to the City.
33
34 7. CALL BACK is when an employee is called to return to work from home not on
35 his/her regularly assigned shift.
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1
2 ARTICLE 2
v3 RECOGNITION
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5
6 2.1 The City of Dania Beach hereby recognizes AFSCME Florida Council 79,AFL-
7 CIO, Local 3535 as the exclusive Bargaining Agent for the employees
s occupying the job classifications set forth in Certification Number 590 granted
9 by the Public Employees Relations Commission on October 9, 1989 and as
10 revised in the Public Employees Relations Commission ("PERC") Final Order
11 04E-024, dated January 21, 2004 as set forth below.
12
13
Accounting Specialist Marine Safety Officer
Accounting Technician I and II Meter Reader
Administrative Coordinator Occupational Licensing Coordinator
Administrative Specialist I and II Occupational License Specialist
Administrative Technician Payroll and Benefits Coordinator
Administrative Assistant Permit Service Specialist
Building Inspector Permit Service Clerk
Cemetery Caretaker Planning Associate
Chief Electrical Inspector Pool Lifeguard
Chief Plumbing Inspector Purchasing Agent
Customer Service Representative Purchasing and Contract Coordinator
® Custodian Recreation Assistant I and II
CSA/Parking Enforcement Specialist Recreation Attendant
Crew Leader Recreation Leader
Code Inspector Technical Support Specialist
Fleet Mechanic/Service Coordinator Trades Maintenance Supervisor
Grants Coordinator Trades Mechanic I and II
Irrigation Mechanic Treatment Plan Operator Trainee
Landscape/Grounds Technician I and 11 Treatment Plant Operator "B"
Maintenance Worker/Equipment Treatment Plant Operator "C"
Operator I, 11 and III Utilities Service Worker
Marine Safety Lieutenant Utilities Mechanic
14
15
16 2.2 Any modifications, subtractions, or additions to the City classification after the
17 January 2004 PERC certification order are hereby subject to mutual agreement
18 by the Union and the City Human Resource Director before said classification
19 may be included or excluded from the Bargaining Unit. If the parties cannot
20 mutually agree on inclusion/exclusion of the new classification, said
21 classification will be referred to the Public Employee Relations Committee for
22 certification.
23
7
1
2
® 3 ARTICLE 3
4 MANAGEMENT RIGHTS
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6
7 3.1 Unless otherwise provided in this Agreement, the public employer shall have the
s right to determine the purpose of each of its constituent departments; determine
9 standards of service to the public, and exercise control over its organization and
10 operation.
11
12 3.2 The public employer further reserves the right to direct its employees, take
13 disciplinary action for just cause, and relieve its employees from duty because
14 of a lack of work or other legitimate reason, provided the exercise of said rights
15 does not prevent employees or their representatives from filing grievances
16 should the exercising of said rights have the practical effect of violating the
17 terms and conditions of employment.
® ]s
19 3.3 The City specifically and clearly reserves the exclusive right to manage, direct
20 and program the operations of City Government.
21
22 3.4 The City does reserve the exclusive right to hire, fire, discipline, transfer, layoff
23 and promote its employees.
24
25 3.5 The City shall determine the number of work hours, shifts, pay rate and job
26 assignments of its employees and further reserves .the right to subcontract,
27 expand, assign or cease any job, division or department, providing that this
2s article is consistent with other articles of this Agreement and Civil Service Rules,
29 as amended.
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33
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1
2 ARTICLE 4
3
4 UNION RIGHTS
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6
7 4.1 The City agrees that Union officials on employer's premises, and with no loss of
8 pay, shall be allowed to:
9
10 (a) transmit written communications to the employer authorized by Union
11 officials;
12 (b) consult with the employer on matters mutually agreed to at reasonable
13 times.
14
15 It is agreed that the above provisions will be handled in a timely and expeditious
16 manner and will not be abused nor hamper the efficient operation of any
17 department or employee within City government.
18
19
20 4.2 The City further agrees that Union members on employer's premises in non-
21 working areas during their non-working hours, shall be allowed to:
22 (a) distribute Union literature during employee's official non-working time;
23
24 (b) solicit Union membership during employee's official non-working time;
25
L6 (c) post Union notices on appropriate bulletin boards.
27
28
9
2 ARTICLE 5
3
4 NON-DISCRIMINATION CLAUSE
5
6
7 5.1 The City and the Union agree that the basic intent of the Agreement is to
s provide a harmonious working relationship between the City and the Union.
9
l0 5.2 It is agreed that no employee shall be required as a condition of employment to
11 join or refrain from joining the Union.
12
13 5.3 Neither the City of Dania Beach nor the Union will discriminate against
14 employees covered by this Agreement as to membership or representation
15 because of race, color, creed, sex, age, national origin, or disability status.
16
17 5.4 The Union agrees that no officer, agent, representatives or members of the
is Union will coerce or intimidate any employee into joining the Union. The Union
19 further agrees that it will not interfere with or condone any interference with the
20 free and unrestricted right of any employee of the City to enter and leave City
21 property.
22
23 5.5 Refusal by the Union to process a grievance for an employee who is not a
24 member of the Union shall not be considered discriminatory.
25
•
10
• 3
4 ARTICLE 6
s
6 NO STRIKE
7
S
9 6.1 No employee or employee organization may participate in a strike against the
10 City of Dania Beach by instigation or supporting in any manner, a strike.
11 "Strike" shall be as defined in Article 1 - Definitions.
12
13 6.2 This section shall not preclude lawful and peaceful picketing, provided said
14 picketing does not interfere with the normal, smooth, efficient operations of any
15 department or division within City Government.
16
17
•
] 1
1
-' ARTICLE 7
3
4 DUES CHECK OFF
s
6
7
8
9 7.1 The City shall deduct dues from the wages of its employees upon written
10 authorization of the employees of the Union. Any employee covered by this
] i Agreement may authorize a payroll deduction for the purpose of paying Union
12 dues.
13
14 7.2 The Union will notify the City as to the amount of dues. Such notification to the
15 City shall be in writing and from an official of the Union. Changes in Union
16 membership dues will similarly be certified to the City at least thirty (30) days
17 prior to the effective date of the change.
is
i9 7.3 The amounts deducted pursuant to such authorization shall be payable to
® 20 AFSCME Florida Council 79, AFL-CIO transmitted once each month to
21 AFSCME Florida Council 79, AFL-CIO, 3064 Highland Oaks Terrace,
22 Tallahassee, FI 32301, along with a list of names of employees from whom the
23 deductions are made.
24
25 7.4 Authorization for such deductions shall be revocable thirty- (30) day after written
26 notice to the City and to the Union by the employees involved.
27
28 7.5 The Union agrees to indemnify and hold the City harmless against any and all
29 claims, suits, orders or judgments, brought or issued against the City as a result
30 of any action taken or not taken by the City under the provision of this section.
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34
35
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1
2
• 3
4 ARTICLE 8
5
6 UNION BUSINESS
7
8
9
10 8.1 The Union President, officers, stewards, and/or a representative of same, shall
11 be afforded time off from work with pay to attend any and all meetings held
12 during working hours by the City Commission, or meetings with City
13 Administrators that relate to joint City and Union business.
14
15 8.2 Sufficient notice of such meetings shall be given to the appropriate supervisor,
16 and supervisor approval shall not be arbitrarily withheld and/or denied.
17
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• 3
4 ARTICLE 9
5
6 UNION STEWARDS
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9 9.1 The Union stewards shall be appointed by the Union from each of the
10 designated locations to represent employees in that specific location and shift.
]1
12 9.2 The Union will select a Chief Steward who shall be permitted to process
13 grievances and perform other Union business at any work site when the
14 assigned steward is absent or if no steward has been assigned to an area. The
15 Chief Steward shall process grievances of steward(s). The President of the
16 Local or his/her designee shall advise the City's Human Resource Director, in
t17 writing of the names of the stewards (and their assignments), the Chief
18 Steward, and all other officers of the Local.
19
20 9.3 Neither stewards nor Union representatives shall conduct any Union business
21 during working time, except as provided elsewhere in this Agreement.
22
23 9.4 The Union agrees that non-employee, steward or any other person or persons
24 shall not solicit membership or nonmembership, discuss Union matters, or
25 distribute Union materials during working hours nor shall such Union business
26 interfere with the work assignment of the steward involved or the work
27 assignment of other employees.
14
i
2 9.5 Where a Representative of the Union other than an employee enters the City's
property or buildings to investigate a grievance or carry out official Union
4 business, the Representative shall notify the City's Human Resource Director, in
5 writing (email is acceptable) of such visit.
6
7
2 ARTICLE 10
3
4 ORIENTATION PROGRAM
6
7
8
9 10.1 The City will provide an orientation and job description to all new employees in a
10 timely manner. The City will provide the union with a list of all new employees
11 and their work locations upon request. The City will provide the Local Union
12 President with a schedule of orientation programs for the purpose of advising
13 new hires of their option to join the Union.
14
15
16
2
• 3 ARTICLE 11
4
s PHYSICAL EXAMINATIONS
6
7
s 11.1 Effective with the ratification of this agreement, the City agrees to pay upto
9 $400 for the cost of annual voluntary physical exams according to the following
10 schedule:
11
12 100% for persons over age 40 on an annual basis.
13 100% for persons under age 40 on a biannual basis.
14 80% for persons under age 40 on an annual basis
15
16 11.2 The dollar maximum will be increased effective October 1, 2005 to $450.00
17
is 11.3 The dollar maximum will be increased effective October 1, 2006 to $500.00
19
• 20 11.4 Alternatively, if the employee wishes to undergo a medical body scan, the
21 employee may use the allowance for physicals towards the cost of a body scan.
22
23 11.5 No deductibles shall apply to the above benefit.
24
25 11.6 This dollar benefit is inclusive of all lab work, x-rays, etc.
26
27 11.7 If annual exams or body scans are covered under the City's health plan, the City
28 will reimburse only those amounts not covered by the health plan up to the
29 maximum limits stated above.
30
•
17
2 ARTICLE 12
3
4 WORKWEEK, BREAKS AND OVERTIME
5 12.1 Forty (40) hours shall constitute a normal workweek for an employee covered by
6 this Agreement. Nothing herein shall guarantee an employee payment for a
7 forty (40) hour workweek unless the employee actually works forty (40) hours.
a
9 12.2. Employees will be provided a one hour, unpaid lunch break and two (2) paid 15
10 minute breaks each day. Employees may use this time for a smoking break,
11 snack, for personal phone calls or for any reasonable personal use. Employees
12 hired before the date of ratification of this agreement who have a demonstrated
13 practice of utilizing their two (2) fifteen minutes breaks at the end of the workday
14 may continue to do so subject to operational emergency requirements.
15 Employees hired after the date of the ratification may not use the two (2) fifteen
16 minutes breaks at the end of the workday.
17
18 12.3 Employees covered hereunder shall be paid time and one-half the regular rate
19 for actual work performed in excess of forty (40) hours in a workweek. For
20 purposes of computing eligibility for overtime compensation, the two (2) fifteen
21 minutes breaks shall be considered as time worked. Sick leave will not count
22 toward hours worked for overtime pay purposes. The City agrees that, at the
23 option of the employee, and with the approval of the Department Head or
24 designee, actual hours worked in excess of the regular forty (40) hour workweek
is
I may be compensated to the employees in the form of compensatory leave at the
2 rate of one and one-half (1-112) hours for each hour worked in excess of the
3 regular forty (40) hour workweek. There will be a maximum accumulation of 80
4 hours of "comp time". Recognizing that the City has an obligation to provide
s sufficient manpower, accrued compensatory leave may only be utilized at a time
6 (or times) approved by the Department Head. Upon separation, an employee's
7 compensatory time will be paid out at 100%.
s
9 12.4. The City will make every effort to distribute overtime in an equitable manner,
10 provided individuals are qualified for such overtime assignments. Although
11 temporary imbalances in the distribution of overtime may occur, nothing in this
12 Article shall be construed as alleviating the continued intent of department
13 management to distribute overtime equitably over an extended period of time.
14 An employee who refuses overtime will be rotated to the bottom of the list (as if
15 he/she had worked) and the refusal will be recorded for purposes of ensuring
16 equitable opportunity. Department management will maintain overtime records'
17 and will make such recorded information available to a Union representative
is upon request. The City and the Union agree that the City shall have the sole and
19 exclusive right to authorize and assign overtime work and compensation. When
20 circumstances permit, the City shall endeavor to provide advance notice when
21 assigning overtime work to employees.
22
19
1 12.5. In the case of a regular or non-temporary change, the City agrees that it will
2 provide a minimum of ten (10) calendar days notice to affected employees
3 before any such change takes effect, unless otherwise agreed to, or in
4 emergency situations.
s
6 12.6. An employee who is called to work outside the employee's regular work
7 schedule shall receive call-out pay with a minimum guarantee of three (3) hours
8 pay at time and one-half the employee's regular rate of pay, provided such work
9 does not immediately precede or immediately extend the employee's regularly
10 assigned work shift. Employees called out more than one (1) time on the same
11 day will be paid for subsequent call outs on that day at the rate of time and one-
12 half of the employee's regular rate of pay for each hour worked, with a minimum
13 of one hour, provided that, if the second call-out is more than eight (8) hours
14 after the first call-out, then the employee will receive the guaranteed minimum
15 for both call-outs.
16
17 12.7 "Stand by" is assigned on a weekly basis. An employee who is assigned to
1s "stand-by" status will receive a total of three hours of pay at their regular rate of
19 pay for that assignment.
20
21 12.8. In the event of a Tropical Storm Watch/Warning or Hurricane Watch/Warning
22 being issued by the National Weather Service, on-duty personnel who are
23 subject to having their work shift extended for overtime purposes shall be
24 permitted up to three (3) hours of on-duty time to report to their residence for the
20
purpose of making final preparations or evacuations for storm protection.
. 2 Scheduled time off shall be at the discretion of the Department Director in order
3 to maintain departmental operations.
4
s 12.9. Failure to report for mandatory overtime, when ordered, may result in
6 disciplinary action up to and including termination for cause.
7
s 12.10 Upon separation, an employee's compensatory time shall be paid out at one
9 hundred percent.
10
21
1
ARTICLE 13
4 WORK RULES
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6 13.1 The City will provide the Union with a copy of any written work rules affecting
7 employees covered by this Agreement that are instituted or modified during the
s term of this Agreement, before the rules' go into effect. This does not limit
9 management right to formulate, amend, revise and implement City department
to policy, rules and regulations, provided, however, that such formulation,
l l amendment, revision and/or implementation.is neither arbitrary or capricious.
12
13
14
22
ARTICLE 14
2
3 DISCIPLINE AND DISCHARGE
4
5
6 14.1 All employees with permanent or non-permanent status with the City,
7 may be disciplined for "Just Cause". "Just Cause" may be defined to
8 mean definite proof of alleged employee misconduct in regard to job
9 duties, work hours, ethical practice, violation of the Civil Service
10 Administrative Code, insubordination, or any other written department or
11 City policy.
12
13 14.2 The City shall adhere to a policy of progressive discipline, except in
14 situations that are so egregious or in situations where the misconduct is
15 so contrary to the public interest that immediate dismissal may be the only
16 appropriate disciplinary measure. Progressive discipline will involve Verbal
17 Consultation, Written Reprimand, Final Written Warning, Suspension
18 (with or without pay), Dismissal.
19
20 14.3 The employee being disciplined may ask for a Union representative to be
21 present at any step of the process outlined above.
23
1
• 2 ARTICLE 15
3 GRIEVANCE PROCEDURES
4
5
6
7 15.1 This grievance procedure is the exclusive method of resolving disputes
8 relating to the application and interpretation of this agreement.
9
10 15.2 Any claim by an employee, group or class of employee-members of the
11 Union that there has been a violation, misinterpretation or misapplication
12 of any provision of this Agreement, or any rule, order or regulation of the
13 City deemed to be in violation of the Agreement, may be processed as a
14 grievance as hereinafter provided. Grievances shall be set forth in the
15 space provided on the grievance form, a complete statement of the
16 grievance and the facts upon which it is based, together with the sections
17 of this agreement claimed to have been violated and the remedy or
18 correction requested.
19
20 15.3 STEPS FOR FILING GRIEVANCE
21 STEP 1: The grievant shall present orally his grievance to his
22 immediate supervisor within five (5) working days of the occurrence or
23 knowledge of the occurrence of the action giving rise to the grievance.
24 A union steward or union representative may be present. Discussions
25 will be informal for the purpose of settling differences in the simplest and
26 most direct manner. The immediate supervisor shall reach a decision
27 and communicate such decision verbally to the grievant, within five (5)
28 working days from the date the grievance was presented to him/her.
29
30 Step 2. If the grievance is not settled at the first step, within five (5)
31 working days from the date of the decision in Step 1, the grievant shall
32 reduce the grievance to writing on the standard grievance form provided
24
1 by the Union and present it to the department head or their designee.
2 The department head or their designee shall investigate the alleged
3 grievance and shall within five (5) working days of receipt of the written
4 grievance, conduct a meeting between themself, their representative if
s needed, and the grievant. The grievant may be accompanied at this
6 meeting by a union representative. The department head or their
7 designee shall notify the aggrieved employee in writing of his decision not
8 later than five (5) working days following the meeting date.
9
10 Step 3: If the decision reached in step 2 is not acceptable to the grievant,
11 he/she may, within five (5) working days of the decision reached in step
12 2, present the written grievance to the Human Resources Director, The
13 Human Resource Director shall investigate the alleged grievance and
14 shall within five (5) ° working days following receipt of the written
15 grievance, conduct a meeting between himself/herself, and/or his/her
16 representatives if needed, and the aggrieved employee. The grievant
0 17 may be accompanied at this meeting by a union representative. The
18 Human Resource Director shall notify the aggrieved employee in writing
19 of his/her decision not later than five (5) working days following the
�0 meeting date.
21
22 Step 4. If the decision reached in step 3 is not acceptable to the grievant,
23 he/she may, within five (5) working days of the decision reached in Step
24 3, present the written grievance to the City Manager or his/her designee.
25 The City Manager or his/her designee shall investigate the alleged
26 grievance and shall within five (5) working days following receipt of the
27 written grievance, conduct a meeting between himself/herself, his/her
28 designee and/or his/her representatives, if needed, and the aggrieved
29 employee. The grievant may be accompanied at this meeting by a union
30 representative. The City Manager shall notify the aggrieved employee in
25
l writing of his/her decision not later than five (5) working days following
2 the meeting date.
3
4 15.4 All grievances must be processed within the time limits herein provided
s unless extended by mutual agreement in writing. Any grievance not
6 processed by the Union in accordance with the time limits provided in
7 each step of the article, shall be considered conclusively abandoned.
s Any grievance not processed by the City within the time limits provided
9 herein, shall be automatically advanced to the next higher step in the
10 grievance procedure.
11
12
l3 15.5 Additional Provisions:
14 A. A group/class grievance shall be presented at Step 3 in writing,
is within ten (10) working days of the occurrence of the events which
16 give rise to the grievance. The grievance shall be signed by the
• 17 aggrieved employees or the Union president or the authorized
18 union representative.
19
20 B. If a grievance arises from the action of an official higher than Step
21 1 (immediate supervisor), the grievance shall be initiated at Step 2
22 or 3 as appropriate. The grievance shall be submitted in writing
23 within five (5) working days of the occurrence or knowledge of the
24 occurrence giving rise to the grievance.
2;
26 15.6 If a grievance, as defined in this article, has not been satisfactorily
27 resolved within the grievance procedure, the grievant may request
28 arbitration.
29
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26
2
• 15.7. ARBITRATION PROCEDURE:
4
s A. When either of the parties desire that an unresolved grievance be
6 submitted to arbitration, the matter shall be referred to the Federal
7 Mediation Conciliation Service with notification to the other party.
s
9 B. The parties will select an arbitrator from a panel or panels of not less
10 than seven (7) choices submitted by the Federal Mediation Conciliation
II Service (FMCS) within two (2) weeks after receipt of a panel of
12 arbitrators. In the event that either party, before any striking of names
13 occurs, feels that the panel submitted by FMCS is unsatisfactory, that
14 party shall have the right to request one (1) additional panel. The
15 arbitrator shall thereafter be selected from the panel of arbitrators
16 supplied by FMCS by alternate striking of names until one (1) name
17 remains. The Union shall strike the first name. The parties will
is thereupon notify the FMCS which will notify the arbitrator of the
19 appointment.
20
21 C. The arbitrator shall render a decision within thirty (30) days of the
22 arbitration hearing or within thirty (30) days of the receipt of any written
23 position of both parties.
24
25 D. The expenses and fees of any arbitrator shall be borne equally by both
26 parties.
27
28 E. The decision of the arbitrator shall be final and binding on both parties.
27
1
r2 F. No arbitrator functioning under this step shall have the power to amend,
3 modify or delete any provision of this agreement.
4
5 15.8 GENERAL PROVISIONS:
6
7 A. Local 3535 American Federation of State, County and Municipal
8 Employees, AFL-CIO, exercises rights granted under State Statute
9 447.401 and will not represent non-members of the union in the
10 grievance procedure. Any union member, if they elect to, shall have
11 union representation at any step of the grievance procedure and/or
12 during disciplinary proceedings.
13
14 B. For the purpose of this section, working day shall mean Monday through
15 Friday, excluding holidays.
• 16
17 C. The times indicated on all steps may be extended by mutual agreement.
18
19 D. When a grievance is reduced to writing there shall be set forth therein:
20 1. A complete statement of the grievance and the facts upon which it
21 is based.
22 2. The section or sections of this agreement that are alleged to have
23 been violated; and
24 3. The remedy or correction requested.
25
26
27
Zs
ARTICLE 16 A
2
• 3 PAY AND CLASSIFICATION
4
5
6 16A.1 The City shall establish and maintain, on a current basis, a Pay and
7 Classification Plan for all employees in the City Service. The pay grades and
s corresponding salary ranges are attached as Appendix A, and subject to
9 maintenance as described in section 16.4
10
11 16A.2As part of the transition to the pay plan described in Appendix A, employees
12 formerly entitled to annual longevity bonuses will receive a one time "roll-in" of
13 their longevity into their base pay. In addition, the City agrees to a one time pro-
14 rated payment to employees for longevity earned December 1, 2004 through
15 the ratification date of this contract.
16
17 16A.3 Example: Jane Doe is an administrative coordinator with eight years of
is service with the City. The- pay grade for her job is 40, the salary range is
19 $30,146- $38,475. Jane earns $38,475 annualized (Grade 40, Step 6) and has
20 "maxed out" of the pay plan. Jane is entitled only to negotiated COLA increases
21 and a 4.5% annual longevity check ($1731,37) at the end of each calendar year.
22
23 Under the new pay plan, Jane's pay grade will be 24 with a salary range of
=24 $31,257- $47,713.50. Jane's longevity bonus will be rolled into her base salary,
25 increasing it to $40,206.37. Jane's salary will be further adjusted to reflect her
26 years of service to the city, her new salary will be $41,130.90. Jane will
27 continue to be entitled to negotiated COLAs. She will also be eligible for annual
28 merit increases up to 5% of her base pay, based on her performance. She is
29 eligible for merit increases until she reaches the maxium of the pay range for
30 her job grade. After reaching the maximum, she will be eligible for lump sum
31 bonuses and negotiated COLAs only. As part of this pay plan transition , the
32 City further agrees to pay Jane a one time and final pro-rated longevity payment
® 3 for period December 2004 through the ratification date of this contract.
,
29
1
2 16A.4 The Human Resource Director shall have the responsibility for proper
and continuous maintenance of the Pay and Classification Plan.
4 Changes in the duties and responsibilities of any position shall be
s reported to the Human Resources Director by the Department Head. All
6 reclassification requests will be evaluated by the Human Resources
7 Director and approved by the City Manager.
s
9 16A.5 All examinations and appointments for positions in the City service shall
10 be covered by the Civil Service Administrative Code 2004, and any future
11 amendments
12
13
•
30
1
2 ARTICLE 16B
• 3 PERFORMANCE EVALUATIONS
4
s 16B.1 Employees will be eligible for written performance reviews annually on
6 their anniversary date. For purposes of this article, anniversary date is
7 defined as the employee's date of hire, or the date of their last
8 classification change due to transfer, promotion, demotion, etc.
9
10 1613.2 Performance will be evaluated using the appropriate City prescribed
11 form.
12
13 1613.3 Performance will be evaluated by the employee's immediate supervisor.
14
15 1613.4 Employees are required to sign the performance evaluation form and
16 return it within ten (10) days of receipt.
17
1s 16B.5 The employee may dispute the Supervisor's evaluation and should not
19 be required to sign the performance evaluation until the dispute process
20 is concluded.
21
22 1613.6 To dispute a performance evaluation, the employee must address his
23 supervisor by:
24 a) Putting in writing the particular rating/ratings that are being disputed;
25 b) Indicating the rating adjustment requested;
26 c) Providing specific objective statements to justify the adjustment.
27
28 1613.7 The Supervisor must provide a written response to the employee's
29 dispute indicating whether the reconsideration is being granted or denied.
30 If the reconsideration is denied, the Supervisor must provide specific
31 objective statements to support the denial.
31
166.8 The employee may accept the Supervisor's response and sign the
2 evaluation, or request an appeal to the Department Director (or his/her
3 designee). The Department Director (or his/her designee) will review the
a documentation and provide a written decision to approve or deny the
s reconsideration. The employee may accept the Department Director's
6 response and sign the evaluation, or request an appeal to the Hurnan
7 Resource Director.
s
9 16B.9 The Human Resource Director will review the documentation and provide
10 a written decision to approve or deny the reconsideration. This will be
l l the final step in the appeals process. The employee will be required to
12 sign the evaluation upon receipt of the Human Resource Director's
13 response. All rebuttals and responses will be attached to the
14 performance evaluation as part of the completed evaluation for the
15 employee's personnel file.
16
17 16B.10 Employees who directly report to the Human Resource Director may
18 appeal to the City Manager, who will render the final decision in writing.
19
32
1
• 2 ARTICLE 17
3
4 VACANCIES & TRANSFERS
5
6
8 17.1 Vacancies and transfers shall be filled in accordance with Civil Service
9 Administrative Code 2004 and any future amendments.
10
11
12
13
14
15
16
l
• 2
J
4 ARTICLE 18
s
6 WORKING OUT OF CLASSIFICATION
7
s 18.1 Employees designated by Department Heads, and with the written approval of
9 the Human Resource Director, to temporarily serve in a regularly budgeted
10 higher position shall be compensated as follows:
11 a) If the employee serves for a period of four (4) hours or more, the
12 employee shall receive compensation for the higher position for the total
13 time of temporary service in that position, not to exceed a maximum of
14 10% additional compensation beyond their regular wages. Under no
15 circumstances shall the total additional compensation exceed the pay
16 grade for the temporary position.
17
1 b) If the employee serves for a period of less than four (4) hours, the
19 employee shall receive no additional compensation beyond the wages of
20 regular classification.
21
34
1 ARTICLE 19
® 2 UNIFORMS
3
4
5 19.1 The City agrees to supply uniforms to employees required to wear them and in
6 accordance with the City's uniform policy. Employees are forbidden to wear
7 City uniforms during activities other than those directly related to their jobs.
s Employees who start their work day dressed in an unclean uniform will be sent
9 home for the day without pay.
10
11 19.2 Public Services Department personnel and Field Inspectors will be provided with
12
13 quality safety shoes (up to $150.00) annually by the City.
14
15 19.3 Uniforms are City property and must be returned to the City at separation.
16
17
1s ARTICLE 20
19 SAFETY
20
21 20.1 The City and the Union recognize the importance of an adequate safety
22 program. The City agrees to provide and maintain an ongoing safety program.
23 The Union will encourage its members to comply with the City's safety program.
24 The City shall provide necessary safety equipment required by the safety
25 program and in compliance with related occupational health and safety laws.
26
27
28 20.2 Regular full time employees completing one fiscal year without accident or injury
29 shall receive one (1) safety bonus day to be used during the next fiscal year.
30
35
ARTICLE 21
4
5 WORKERS COMPENSATION
6
7
s 21.1 An employee injured on the job is entitled to all rights and privileges accorded to
9 him/her under Chapter 440 of the Florida Statutes concerning workers
10 compensation
11
12 21.2 An employee absent from work due to a job related injury will receive full pay
13 for a period of two months following the date of the injury. A one month
14 extension of full pay may be granted with the approval of the City Manager or
15 his/her designee. Full pay shall consist of supplemental compensation, defined
® 16 as the difference between the employee's gross pay which the employee would
17 otherwise receive and the amount of the employee's weekly workers'
is compensation benefit. During this period the employee is entitled to accrue all
19 their normal benefits, including but not limited to vacation time, sick time, and
20 personal days. After two months, paid time off accruals will cease. The City will
21 maintain the employee on the City's health plan, providing the employee
22 continues to remit premium contributions timely. The required premium
23 contributions will be consistent with the level of contributions being paid prior to
24 the work related injury. Failure to pay premium contributions will result in
25 cancellation of coverage. After six months of job related absence, an injured
26 employee MAY be eligible for Social Security disability benefits. If disability is
36
approved under the Social Security Administration, the employee may apply for
2 disability under the City's pension plan and if approved, will be entitled to the
same level of health insurance benefit as retirees. However, if pension disability
4 is not approved after nine (9) months of job related absence, the injured
5 employee will be responsible for 50% of the dependent health insurance
6 premium.
7
s 21.3 All members are required to report any and all accidents resulting in injuries,
9 even of a minor nature, to their immediate supervisor. Failure to do so may
10 result in jeopardizing their Workers' Compensation coverage.
11
12 21.4 Nothing in this article will preclude the injured employee from using accrued sick
13 or vacation time during his/her absence, providing that such use combined with
14 other City supplemental income does not exceed 100% of the employee's
15 regular earnings.
16
17 21.5 Employees shall be required to cooperate in the treatment as prescribed by the
18 City's designated workers compensation physicians in order to obtain maximum
19 medical improvement or achieve recovery.
37
1
2 ARTICLE 22
3
4 GROUP INSURANCE
5
6 22.1 The City shall make every effort to offer its regular full time employees a
7 cafeteria benefits package consisting of health, dental, life, accidental death and
s dismemberment, and weekly disability income.
9
io 22.2 The City retains the right to modify its existing group insurance policy at any
11 time during the life of the contract. Modification shall be interpreted to mean
12 any changes in benefit provisions. The City shall meet and discuss with the
13 Union prior to making any changes in the group insurance plan affecting its
14 members.
15
16 22.3 The City agrees to pay the premiums for medical and dental insurance for
17 employees and their dependents. Employees with dependent coverage will be
® 18 responsible for a premium contribution of $12.30 per pay period. The City will
19 maintain the same level of coverage for the duration of this agreement, as
20 specified in the applicable Health Plan Summary Plan Document.
2]
22 22.4 For regular, full-time employees, the City shall provide life insurance for the
23 employee with a policy amount equal to at least two (2) times the employee's
24 annual salary not to exceed $50,000.
25
26 22.5 The parties agree that this article will be reopened for negotiation no later than
27 June 2005. The parties will attempt to reach an agreement on group health. If
28 the parties cannot reach an agreement on a new group health article, either
29 party may declare an impasse and utilize PERC statutes for impasse
30 procedures upon giving a thirty (30) day written notice to the other party.
31
,2
® 3,
38
2 ARTICLE 23
® 3
4 SICK LEAVE
5
6
7 23.1 Employees will accrue sick leave in accordance with the Civil Service
s Administrative Code for all employees.
9
10 23.2 Employees will be approved to use sick time in accordance with the Civil
11 Service Administrative Code for all employees.
12
13 23.3 Employees will be paid out for sick leave in accordance with the Civil Service
14 Administrative Code for all employees; providing that all employees hired before
15 January 1, 1995 will be paid 100% of their sick time accruals at time of
16 termination.
17
1 g 23.4 Sick leave may not be "bought back".
39
1
2
® 3
4 ARTICLE 24
5
6 LEAVES OF ABSENCE
7
s 24.1 Leave of absence without pay for a period not to exceed thirty (30) days may be
9 granted for any reasonable purpose by the City Manager or his designee. Such
10 leave may be renewed or extended for any reasonable purpose so long as it
11 does not hamper the efficient operation of the City and/or Department. The City
12 Manager will have final approval of leave of absences.
13
14 24.2 Any employee member who is on authorized leave of not more than thirty (30)
15 days shall continue to maintain all non-paid benefits including seniority and
16 longevity except for extended military leave (as provided by Federal Law).
17
® 1 s 24.3 Any employee who is a member of the National Guard or Military Reserve
19 Forces of the United States and who is ordered by the appropriate authorities to
20 attend a prescribed training program or to perform other duties, shall be granted
21 a leave in accordance with Federal and State statutes at full pay, but must turn
22 over to the City the amount of compensation earned during this leave of
23 absence.
24
25 24.4 Additional leaves of absence will be subject to state and federal law
40
I
? ARTICLE 25
3
4 JURY DUTY
5
6
7 25.1 An employee who is legally summoned to serve on a jury shall be granted paid
8 leave provided such leave is reported in advance to the Department Head and
9 the employee provides documentation to Human Resources. In order to receive
10 full pay for such leave, the employee must remit payment received through the
11 judicial system to the Finance Department, however, the employee shall retain
12 any compensation received from the courts in connection with travel or
13 expenses incurred.
14
15 25.2 If excused and/or released from jury duty, the employee should report for
16 his/her regular employment, provided, however, that at least four (4) hours
17 remain during the regular workday including travel time.
18
19
20
21
22
23
24
25
41
I
2
3
4 ARTICLE 26
6 BEREAVEMENTLEAVE
8
9 26.1 The City and the Union agree that upon the death of an immediate family
10 member, the employee will be granted immediate time-off with pay, not to
11 exceed five days.
12
13 26.2 It is agreed that the term "immediate family," means an employee's spouse,
14 child, parent, parent-in-law, sibling, step-child, grandparent, step-parent, step-
15 sibling, half-sibling, sibling-in-law, child-in-law, grandchild, step-grandchild or
16 partner registered under the Broward County Domestic Partnership Ordinance.
17 In the event of divorce, bereavement leave shall apply to the aforementioned
18 individuals.
• ]9
20 26.3 Bereavement pay will be subject to the review of the Department Director, and
21 only those days actually needed by the employee will be granted. Requests for
22 bereavement leave will not be unreasonably denied.
2,J
24 26.4 In the event of the death of a relative not specified herein, the Department
25 Director may authorize sick leave with pay at his discretion and with the
26 approval of the Human Resource Director.
27
28
29
30
31
32
33
34
42
1
2 ARTICLE 27
3
4 PERSONAL DAY
5
6 27.1 Employees covered by this contract shall be entitled to three personal days per
7 calendar year in addition to posted holidays. Department head approval will be
8 required for date of use.
9
]0 27.2 Any personal days not used within the calendar year will be lost.
I1
12 27.3 For the first year of employment, regular full time employees hired on or before
13 March 1 will be entitled to three (3 ) personal days. Employees hired March 2
14 thru May 31 will be entitled to two (2) personal days. Employees hired June 1
15 through September 30 will be entitled to one (1) personal days, Employees
16 . hired October 1 or later will not be entitled to a personal day this calendar year.
17
18
19
20
21
22
23
24
25
26
27
28
29
30
31
32
33
34
35
36
37
•38
43
ARTICLE 28
2 HOLIDAYS
3
4 The following paid holidays will be observed*:
5
6 2004/2005:
7 Veterans Day November 11, 2004 Thursday
s Thanksgiving Day November 25, 2004 Thursday
9 Day after Thanksgiving November 26, 2004 Friday
io Christmas Eve December 24, 2004 Friday
11 Christmas Day December 25, 2004 (Saturday) Monday (12/27)
2 New Year's Day January 1, 2005 (Saturday) Friday (12/31)
13 Martin Luther King's Day January 17, 2005 Monday
14 Presidents' Day February 21, 2005 Monday
15 Memorial Day May 30, 2005 Monday
16 Independence Day July 04, 2005 Monday
17 Labor Day September 05, 2005 Monday
is
19 2005/2006:
20 Veterans Day November 11, 2005 Friday
21 Thanksgiving Day November 24, 2005 Thursday
22 Day after Thanksgiving November 25, 2005 Friday
23 Christmas Eve December 24, 2005 (Saturday) Friday (12/23)
24 Christmas Day December 25, 2005 (Sunday) Monday (12/26)
• 25 New Year's Day January 01, 2006 (Sunday) Monday (112)
26 Martin Luther King's Day January 16, 2006 Monday
27 Presidents' Day February 20, 2006 Monday
28 Memorial Day May 29, 2006 Monday
29 Independence Day July 04, 2006 Tuesday
30 Labor Day September 04, 2006 Monday
32 2006/2007:
,3 Veterans Day November 11, 2006 (Saturday) Friday (11/10)
34 Thanksgiving Day November 23, 2006 Thursday
35 Day after Thanksgiving November 24, 2006 Friday
36 Christmas Eve December 24, 2006 (Sunday) Monday (12/25)
37 Christmas Day December 25, 2006 (Monday) Tuesday (12/26)
38 New Year's Day January 01, 2007 Monday
39 Martin Luther King's Day January 15, 2007 Monday
40 Presidents' Day February 19, 2007 Monday
41 Memorial Day May 28, 2007 Monday
42 Independence Day July 04, 2007 Wednesday
43 Labor Day September 03, 2007 Monday
44 * In accordance with 12.4 of the Civil Service Administrative Code, the Employee must
45 work the day before and after the holiday to be paid for the holiday
®46
44
ARTICLE 29
2
VACATIONS
4
s 29.1 All employees covered by this Agreement shall accrue vacation leave in
6 accordance with the Civil Service Administrative Code for all employees.
s 29.2 Accrued vacation balances will be paid out in accordance with the Civil Service
9 Administrative Code for all employees; providing that all employees hired before
10 January 1, 1995 will be paid 100% of their vacation time accruals at time of
>> termination.
]2
13 29.3. Vacation "buy backs" will be paid out in accordance with the Civil Service
14 Administrative Code for all employees.
45
1
2 ARTICLE 30
3
4 COMPENSATION FOR USE OF PERSONAL VEHICLE
5
6
7
8
9 30.1 The City agrees to reimburse employees for travel expenses at the City's
10 prevailing rate, should the City request personal vehicle use.
11
12 30.2 Employees cannot be compelled to use their personal vehicle.
13
46
1
2 ARTICLE 31
• 3
' 4 EDUCATIONAL INCENTIVE
5
6 31.1 The City agrees to provide employees covered by this agreement educational
7 assistance. This assistance will be limited to nine credit hours and $250 toward
s books, per semester. Programs available for reimbursement must be job
9 related as determined by the Department Director
10
11 31.2 The employee must complete the City's Educational Assistance Form prior to
12 registration to be eligible. The request must be approved by the Department
13, Director, Human Resource Director, Finance Director and City Manager.
14
15 31.3 To be eligible for reimbursement, the employee must obtain a grade of "C" or
16 better for each course and provide appropriate receipts and documentation.
17
18 31.4 If the employee separates from the City within two (2) years, they will be
19 required to reimburse the City for all educational assistance received within that
20 particular year. The City reserves the right to deduct reimbursements from any
21 monies due to the employee from the City, including but not limited to wages,
22 severance, and cash value of any unused vacation or leave time.
23
24 31.5 Active participants in the DROP plan are not eligible for tuition reimbursement.
25
26 31 .6 Employees will receive a one time $25 incentive regardless of the number of
27 courses completed, providing a passing grade is maintained in the course
28 taken
29
30
31
32
33
34
r
47
1 ARTICLE 32
2
3 PENSION-RETIREE BENEFITS
4
5
6 32.1 The City and the Union agree to continue group insurance benefits to
7 retirees.
s 32.2 Pension and Retiree benefits are governed under City of Dania Beach
9 Code of Ordinances, Chapter 18
10
11 The City shall contribute 5% of the members' base pay to the General
12 Employees Retirement Plan which shall be in lieu of their wage increase
13 for 1987-1988, and shall offset the employees' current contribution rate.
14
15 This five percent (5%) shall be paid directly (plus accrued interest) to
16 members upon termination of employment unless said termination is due
• 17 to retirement or the member has vested rights in the pension plan and
18 elects to leave his/her funds in the plan until he/she is eligible to select a
19 retirement option.
20
21 32.3 A "DROP" plan will be effective October 1, 1994.
22
23 32.4 Effective October 1, 1995, employees received a 2.5% benefit accrual
24 rate for all service. The City will contribute not more than 3% toward this
25 benefit beginning October 1, 1996. If additional amounts are required
26 these shall be paid by the employees through payroll deduction.
27
48
1 32.5 Employees will be permitted to buy back up to 4 years of active duty time
• 2 served in the armed services. Employee shall bear all cost related to this
3 item.
4
5 32.6 Employees will be permitted to buy back previous years of service with
6 the City on terms worked out by the City and the Union. Employee shall
7 bear all cost related to this item.
8
9 32.7 Effective January 1, 1999, employees received a 3.0% fixed accrual rate
to for all service. The City contributed 8.08% toward the cost of this benefit
11 October 1, 1999 in the form of a pension supplement, which is
12 considered employee contribution in lieu of salary increase for the Fiscal
13 year 1998-1999.
14
15 32.8 The parties agree that this article will be reopened for negotiation no later
016 than June 1 2005 and will[ attempt to reach an agreement on a new
17 pension article. If the parties cannot reach an agreement on a new
is pension article, either party may declare an impasse and utilize PERC
19 statutes for impasse procedures upon giving a thirty (30) day written
20 notice to the other party.
21
22
23
24
r
49
I
2 ARTICLE 33
• 3
4 SENIORITY
5
6 33.1 Seniority as used herein is defined as the right accruing to employees
7 through length of service which entitles them to certain considerations
s and preferences as provided for in this agreement. Seniority shall mean
9 the length of continuous service an employee has with the City beginning
10 with the date he/she was employed.
11
12 33.2 Regular employees shall have a six (6) month probationary period for
13 purposes of seniority. During this probationary period, the employee
14 shall have no seniority rights. Upon the completion of the probationary
15 period, the employee's seniority shall be dated from date of hiring.
16
17 33.3 Departmental seniority is defined as the length of employment within the
1s employee's current department.
19
20 33.4 Classification seniority is defined as the length of employment within the
21 employee's current classification.
22
23 33.5 Seniority shall continue and accumulate during the following:
24 A. Illness under an approved sick leave.
25 B. Injury in the line of duty.
26 C. Authorized leaves of absences.
27
28
29 33.6 Employees shall lose seniority for the following reasons:
• 30
50
A. Resignation.
2 B. Discharge for just cause.
3 C. Exceeding an authorized leave of absence. In this case,
4 the employee will not continue to accrue seniority, but will
s retain what they previously earned.
6
7 33.7 Departmental seniority will be given first consideration in hours of work,
s shift assignment, vacation if qualified, overtime, subject to approval of
9 department head.
1
2 ARTICLE 34
4 SAVINGS CLAUSE
5
6
7
8
9 34.1 If any article or section of this Agreement shall be found invalid, unlawful,or not
10 enforceable by reason of any existing or subsequently enacted State, Federal or
11 Municipal Legislation, all other articles shall remain in full force and effect for the
12 duration of this Agreement.
13
14 34.2 In the case of invalidation, both the City and the Union shall meet at reasonable
15 times for the purpose of agreeing to replace and/or rectify the article(s) in
16 question.
• 17
18
19
20
21
22
23 .
24
25
26
27
28
29
30
31
�1
33
34
3,5
36
0 -
52
1
2 ARTICLE 35
4 WAGES
5
6
7 35.1 Employees wages are determined by pay grade, and will fall within the salary
8 range for the corresponding grade. The pay scale is attached as Appendix A.
9
10 35.2 Employees are eligible for merit increases each year on their anniversary date
11 based on performance ratings. Employees who receive salary adjustments due
12 to promotion will be eligible for merit increases one year from the date of the
13 adjustment (rather than the anniversary date). Merit increases range from 0-
14 5% in accordance with the merit matrix, attached as Appendix B.
15
16 35.3 Cost of living adjustments (COLA) will be made to the plan in accordance with
17 the following schedule:
• 18 October 1, 2004 PLAN WAS ADJUSTED BY 3.5% October 1, 2004
19
20 October 1, 2005 Will be based on CPI issued by the Department of
21 Labor— All Urban Consumers South Region (August
22 to August) but not to exceed 3.2%
23
24 October 1, 2006 Will be based on CPI issued by the Department of
25 Labor— All Urban Consumers South Region (August
26 to August) but not to exceed 3.2%
27
28
29
30
31
32
33
34
�3'
53
® 2 ARTICLE 36
3
4 CROSS TRAINING
5
6
7 36.1 The City and Union mutually agree that with the introduction of sophisticated
8 computer software in most departments, the need for cross-training within the
9 "home", department as well as within other departments throughout the City
10 exists.
11
12 36.2 The City and Union agree that those departments affected by the
13 demonstrated need for cross-training shall be allowed to do so even if the
14 assigned cross-training activities are outside the employees current job
15 description and classification. Employees affected shall also at times be
16 required to perform cross-trained activities in other than their "home"
17 department. Article 18. of this Contract shall prevail where applicable.
is
19
20
21
22
23
24
25
26
27
28
29
30
31
54
1
2 ARTICLE 37
3
4 LAY-OFF AND BUMPING
s
6 37.1 Lay-offs will be in accordance with: (1) Seniority, and (2) Qualifications, in a
'7 classification within a Department
8
9 37.2 When a lay-off takes place, it shall be accompanied by laying off temporary
10 employees first, provisional employees second, probationary employees .third,
11 and then permanent employees, in accordance with the criteria established
12 above.
13
14 37.3 The employer shall forward a list of those employees being laid off to the Local
is Union when the notices are issued to the employees.
® 16
17 37.4 When an employee is laid off due to a reduction in the work force, he shall be
18 I permitted to exercise his seniority right to bump or replace an employee in the
19 same classification grouping with less seniority if he is qualified to do the job.
20 Employees may, if they so desire, bump an employee in a lower job
21 classification provided the bumping employee has greater seniority than the
22 employee he bumps, has the ability to perform the job, and is willing to work at
23 the decreased rate of pay. Qualification and ability to do the job shall be
24 determined solely by management.
2s
26
27 37.5 When the work force is increased after lay-off, employees will 'be recalled
28 according to seniority and qualifications. Notice of recall shall be sent to the
29 employee at his last known address by registered mail. The union shall be
�30 notified at the same time. If any employee fails to report for work within fifteen
i5
1 (15) days from the date of mailing of notice recall, he shall be considered to
2 have quit.
3
4 37.6 Recall rights for an employee shall expire after a period equal to his seniority,
5 but in no case more than one (1) year from the date of lay-off. Written notice of
6 expiration of recall rights shall be sent to the employee at his last known
7 address by registered or certified mail. No new employee shall be hired until all
s employees on lay-off who have agreed to return to work have been recalled in
9 the same classification. Probationary employees have no recall rights.
10
11 37.7 Terms of this Article shall apply exclusively to bargaining unit members. No
12 right shall exist for a bargaining unit employee to displace a non-bargaining unit
13 employee in the same or similar classification for any reason.
14
15
®. 16
17
18
19
20
21
22
23
24
25
26
27
2s
29
30
31
32
�34
56
i
2
® 3 ARTICLE 38
4
5 PART-TIME EMPLOYEES
6
7
s Any and all sections of this Agreement between the General Employees and the City,
9 apply mainly to full-time regular employees. However, in order for the Public
jo Employees Relations Commission to approve the AFSCME as the exclusive
I bargaining unit for the General Employees, part-time employees could not be excluded
12 from the unit.
13 It is the position of the City to formally recognize part-time employees as members of
14 the unit. Any and all agreed upon wage adjustments throughout the current contract
15 year will be enjoyed by both full-time and part-time employees. The City and the Union
16 agree that fringe benefits (if any) provided to part time employees, including but not
17 limited to, paid time off, health insurance, education incentive, and pension will be
® is determined by City policy and not subject to the provisions of this agreement.
19 Temporary employees shall earn no benefits except as required by applicable state or
20 federal law.
57
1
2 ARTICLE 39
3
4 DRUG FREE AND ALCOHOL FREE
5 WORKPLACE POLICY
6
7 39.1 The City and the Union recognize that employee substance and alcohol
8 abuse has an adverse impact on City government, the image of City
9 employees, the general health, welfare and safety of employees, and to
10 the general public at large. Therefore, it is in the best interest of the
11 parties to negotiate over the subject of drug and alcohol testing.
12
13 39.2 Using, selling, possessing or being under the influence of drugs or
14 controlled substances is prohibited. "Under the influence" as used in this
15 Article shall be defined as those amounts of drugs, alcohol or controlled
16 substances which are specified within this Article and/or for which there
17 are state and/or federal standards. "Drugs or controlled substances" as
18 used in this Article shall be defined as illegal substances, controlled sub-
® 19 stances, substances which may legally be prescribed but which were not
26' prescribed for the particular employee and/or prescribed drugs used by
21 the particular employee in non-conformance with the prescription.
22 Employees are further prohibited from consuming alcohol on duty and/or
23 abusing alcohol off duty to the extent that such use and/or abuse tends
L4 to have an effect upon the performance of their job functions.
25
26 39.3 The City has the right to randomly drug/alcohol test all bargaining unit
27 employees each calendar year, consistent .with the City's Civil Service
28 Administrative Code (as amended). In addition to random testing, the
29 City shall apply the reasonable suspicion standard in ordering testing for
30 drugs, alcohol or controlled substances.
31
32 39.4. Testing for drugs or controlled substances shall be done through a blood
®3 3 and/or urine analysis at the City's discretion. Testing for alcohol wi 11 be
1 done through a blood analysis or through an intoxalyzer. Blood samples
2 shall be taken to test for alcohol and/or drugs or other substances where
3 it is generally accepted by medical and/or toxicological experts that
a testing for such substance is insufficiently accurate through urine
5 samples or where testing of the substance through . blood samples
6 provides substantially greater accuracy. Urine sample shall be collected
7 under supervision of the medical laboratory personnel in the following
s manner:
9
10 39.5 Urine sample collection will be unwitnessed unless there is a reason to
11 believe that a particular individual may alter or substitute the specimen to
12 be provided.
13
14 39.6 Employees may inspect the container to be utilized for collection of the
15 urine sample and may request a substitute container.
16
• 17 39.7 Employees may observe the labeling, sealing and packaging for routing
18 of their urine samples by laboratory personnel.
19
20 39.8 A record of the "chain of custody" or urine specimens shall be
21 maintained.
22 In the event a urine specimen is tested as positive under the drug testing
23 screen, as specified below, a portion of that sample shall be subjected to
24 gas chromatography/mass spectrophotometry (GC/MS) testing. If the
25 GC/MS confirmation test also is positive, the employee may request a
26 portion of the urine sample to be supplied to a qualified laboratory for
27 independent analysis, the cost of which will be paid by the employee.
2s
29 39.9 All testing shall be done by a qualified laboratory with expertise in
30 toxicology testing and methodology. All positive test results shall be
31 evaluated by a certified toxicologist. All samples which test positive on a
59
screening test shall be confirmed by gas chromatography/mass
2 spectrophotometry ("GC/MS"). Employees shall be required to document
3 their legal drug and/or substance use, as defined above, within
a twenty-four (24) hours after the specimen is donated. Test results shall
s be treated with the same confidentiality as other medical records (except
6 that they may be released to the employee; the Union [if applicable]; in
7 any proceedings held regarding any disciplinary action on account of a
s positive drug test result; and to any governmental agency).
60
1 39.10 The standards to be used for employee drug testing are as follows:
® 3 DRUG TESTING STANDARDS
4
DRUG/METABOLITE SCREENING CONFIRMATION
TEST
Amphetamines 1000 ng/ml 500 ng/ml
Barbiturates 300 ng/ml 150 ng/ml
Benzodiazepines 300 ng/ml 150 ng/ml
Cocaine 300 ng/ml 150 ng/ml
Marijuana 100 ng/ml 15 ng/ml
Methaoualone 300 ng/ml 300 ng/ml
Opiates 300 ng/ml 300 ng/ml
Phencyclidine 25 ng/ml 25 ng/ml
Phopoxyphene 300 ng/ml 150 ng/ml
5.
6
7 39.11 _ An employee will be considered to test positive for alcohol at the level
8 equal to or exceeding 0.04g%. Other drugs and substances may be
9 tested for by the City in its discretion. In that event, they will be tested at
10 levels according to generally accepted toxicology standards.
11
12 39.12 Each employee shall have the right to challenge the City's adherence to
13 the contractual requirements of drug testing set forth herein in the same
14 manner that the employee may grieve any managerial decision.
15
16 39.13 Any discipline imposed for the employee's first offense shall be held in
17 abeyance pending voluntary completion by the employee of a substance
18 abuse treatment program, the cost of which shall be covered by the City
19 (either through the City's group health plan or independent of the plan if
20 coverage is not available). An employee, who fails to complete the entire
�21 rehabilitation program, including follow-up care, may be immediately
61
I terminated. The City .is obligated to offer rehabilitation to an employee
2 one time; future "relapses" will be dealt with by immediate termination.
3 While participating in the rehabilitation progam, the employee's absence
4 from work will be charged against his/her vacation balance. Once this
5 balance is exhausted, the absences will be charged against his/her sick
6 time accrual balance. The employee will accrue vacation and sick
7 benefits for the first thirty (30) days of the absence. Accruals will cease
s on the 31st day of the absence, and will resume when the employee
9 returns to active duty. For the first two years following the employee's
10 completion of the rehabilitation program, the employee will be subject to
11 drug testing at any time. After two years, the employee will be subject to
12 the City's adopted drug testing policy.
13
14 39.14 It is recognized that technology may, from time to time, improve the type
15 and/or testing methods available for drug and/or alcohol testing. In that
16 event, the City may change its testing methods or procedures and the
.17 Union may challenge said change through the grievance procedure if it
18 believes the City acted arbitrarily and capriciously.
19
20 39.15 An employee who refuses drug or alcohol testing may be subject to
21 disciplinary action up to and including termination.
22
23 39.16. The parties acknowledge that the City has a Drug Free/Alcohol Free
24 Workplace Policy. That policy applies City-wide. In the event of a
25 conflict between that policy. and this Agreement, the terms of the
26 Agreement will prevail.
i
61
1
2
3
4
5
6 ARTICLE 40
7
s LABOR MANAGEMENT COMMITTEE
9
10
i 1 40.1 The City and the Union agree to establish a labor-management
12 committee. This committee will be comprised of four (4) members. Two
13 (2) members representing management will be appointed by the City
14 Manager. Two (2) representatives of the Union will be chosen by the
15 Union.
16
17
18 40.2 This Committee will meet quarterly, or upon request of either party.
19
20
6
1 ,
2 ARTICLE 41
3
® TERM OF AGREEMENT
5
6
7
s 41.1 After a majority vote of those Union members voting on the question of
9 ratification and thereafter upon its ratification by an official resolution of the City
to Commission ratifying the Agreement and authorizing the City Manager to sign
11 the Agreement on behalf of the City, then the Agreement upon being signed by
12 the appropriate Union representatives and the City Manager, shall become
13 effective upon ratification. The Agreement shall continue in force until
14 September 30, 2007.
15
16
17 FOR THE CITY: WITNESSED:
Js
® 19
20
21
22
23 MAYOR
24
2
6 / . / %?
28
29 ITY fyy � GER
0
?1
32
. „
34
3s
36
37
3s
39
64
1 FOR THE ASSOCIATION: WITNESSED:
2 _ r
3 L
5 PRESIDENT
7 / l
9 C,O N6(L- ,T: E 1 RESENTATIVE
10
II
12
13 APPROVED FOR FORM AND CORRECTNESS:
14
15
16
17 CITY AT-T 0 RNt Yi
18 '
19
20 ATTESTED:
21
22 °} l
23
0 24 CITY CLERK
25
26 DATED:
•
65
I APPENDIX A: PAY GRADE JOB ORDER LISTING
2 Collective Bargaining Agreement: AFSCME LOCAL 3535
3 Oct 1. 2004—Sept 30, 2007
•
66
1
2 APPENDIX B: MERIT INCREASE MATRIX
3 Collective Bargaining Agreement: AFSCME LOCAL 3535
4 Oct 1. 2004-Sept 30, 2007
5
6 PERFORMANCE EVALUATION MATRIX
7
8
9 EXCELLENT 5%+ lump bonus of 5-7%of salary
10
1 I COMMENDABLE 5%+ lump bonus of 3-5% of salary
12
13 SATISFACTORY 3-5% (based on score)
14
15 NEEDS IMPROVEMENT 0-2%
16
17 UNACCEPTABLE 0
is
19
20 NOTE: Employees that have reached the maximum salary in their pay grade range will receive lump sum
21 performance based bonuses only. The amount of this bonus will be determined based on the performance merit
22 matrix below.
23
PERFORMANCE SCOREPAY INCREASE
2.00-2.04 0%
2.05 -2.09 .02%
2.10-2.19' .04%
2.20-2.29 .06%
2.30--2.39 .8%
2.40- 2.49 1.00%
2.50- 2.59 l 2%
2.60- 2.69 1.4%
2.70- 2.79 1.6%
2.80- 2.S9 1.80/0
2.90- 2.99 2%
3.00-3.04 3.00%
3.05 - 3.09 3.20%
3.10- 3.19 3.40%
3.20- 3.29 3.60%
3.30- 3.39 3.80%
3.40- 3.49 4.00%
3.50- 3.59 4.20%
3.60- 3.69 4.40%
3.70- 3.79 4.60%
3.80- 3.89 4.80%
3.90- 3.99 5.00%
4.00= 5°1,,T bonus
24
67
RESOLUTION NO. 2005-062
A RESOLUTION OF THE CITY COMMISSION OF THE CITY OF DANIA
BEACH, FLORIDA, ADOPTING A "PAY FOR PERFORMANCE PAY PLAN
TO BE APPLICABLE TO GENERAL EMPLOYEES; PROVIDING FOR
CONFLICTS; FURTHER, PROVIDING FOR EFFECTIVE DATES.
BE IT RESOLVED BY THE CITY COMMISSION OF THE CITY OF DANIA
BEACH, FLORIDA:
Section 1. That the City Commission of the City of Dania Beach, Florida adopts a"pay
for performance" pay plan applicable to the general employees, a copy of which is attached to
this Resolution and incorporated by this reference.
Section 2. That all resolutions or parts of resolutions in conflict with this Resolution
are repealed to the extent of such conflict.
Section 3. That this Resolution shall be in force and take effect immediately upon its
passage and adoption, but shall be retroactive to April 1, 2005; provided, however, that as to
general employees who are members of AFSCME, this Resolution shall become effective upon
the date of ratification by the union general employees of a new collective bargaining agreement
between the City and AFSCME.
PASSED AND ADOPTED on April 12, 2005.
ANNE CASTRO
MAYOR—COMMISSIONER
ATTEST: ROLL CALL:
- J COMMISSIONER ANTON -YES
COMMISSIONER BERTINO—YES
LOUISE STILSON COMMISSIONER MCELYEA - YES
CITY CLERK VICE-MAYOR FLURY - YES
MAYOR CASTRO - YES
APPROVED AS TO FORM AND CORRECTNESS:
I
BY:
T OMA J. NSBPW
CITY ATTORNEY
Nroposed Pay Grade Order Job Listing 4/12/2005
Job Code Title FLSA .Pay Plan Pay Grade Minimum Control/Mid Maximum
532 RECREATION ATTENDENT N G 10 15,835.50 19,768.50 23,701.50
0 530 RECREATION ASSISTANT I N G 12 17,491.50 21,838.50 26,185.50
192 SCHOOL CROSSING GUARD N G 12 17,491.50 21,838.50 26,185.50
610 CUSTODIAN N G
14 19,251.00 24,012.00 28,773.00
531 RECREATION ASSISTANT II
N G 14 19,251.00 24,012.00 28,773.00
140 ADMINISTRATIVE TECHNICIAN N G 15 20,182.50 25,254.00 30,325.50
240 PERMIT SERVICE CLERK N G 15 20,182.50 25,254.00 30,325.50
-101 ACCOUNTING TECHNICIAN I N G 16 21,217.50 26,496.00 31,774.50
382 LANDSCAPE/GROUNDS TECH I N G 16 21,217.50 26,496.00 31,774.50
360 MAINT WORKER/EQUIP OPERATOR I N G 16 21,217.50 26,496.00 31,774.50
180 CUSTOMER SERVICE REPRESENTATIVE N G 17 22,252.50 27,841.50 33,430.50
108 METER READER N G ' 17 22,252.50 27,841.50 33,430.50
590 POOL LIFEGUARD N G 17 22,252.50 27,841.50 33,430.50
15.3> RECORDS SPECIALIST
N ' G 17 - 22,252.50 27,841.50 33,430.50
155 RECORDS TECHNICIAN N G 17 22,252.50 27,841,50 33,430.50
560 RECREATION LEADER N G .17 22,252.50 27,841.50 33,430.50
120 ADMINISTRATIVE SPECIALIST I N G 18 23,391.00 29,187.00 34,983.00
190 CSAI PARKING ENFORCER N G 18 23,391.06 29,187.00` 34,983.00
390 CEMETARY CARETAKER N G 19 24,529.50 30,636.00 36,742.50
591 . HEAD POOL LIFEGUARD N ' G 19 24,529.50 30,636.00 36,742.50
381 LANDSCAPE/GROUNDS TECH II N G 19 24,529.50 30,636.00 36,742.50
361: MAINT WORKER/EQUIP OPERATOR II N G 19 24,529.50 30,636.00 36,742.50
349 TRADES MECHANIC I N G 19 24,529.50 30,636.00 36,742.50
102: ACCOUNTING TECHNICIAN II N G, 20 25,771.50. . 32,188.50 39,226.50
121 ADMINISTRATIVE SPECIALIST II N G 20 25,771.50 32,188.50 39,226.50
10` UTILITIES MECHANIC I N G 20 25,771.50 32,188 50 39,226.50
329 CREW LEADER N G 21 27,117.00 33,844.50 41,296.50
383. LANDSCAPE/GROUNDS TECH III N G 21 27,117.00 33,844.50 41,296.50
110 ADMINISTRATIVE ASSISTANT N G 22 28,359.00 35,500.50 43,263.00
115 COMPLIANCE OFFICER N G 22 28,359.00 35,500.50: 43,263.00
_.
241 PERMIT SERVICE SPECIALIST N G 22 28,359.00 35,500.50 43,263.00
350 TRADES MECHANIC.II . N G .:..22 28,359:00 35,500.50 43,263.00
432 TREATMENT PLANT OPERATOR I N G 22 28,359.00 35,500.50 43,263.00
215 CODE INSPECTOR N G1. 231 29,808.00 37,260.00 45,436.50
380 IRRIGATION MECHANIC N G 23 29,808.00 37,260.00 45,436.50
510 MARINE SAFETY OFFICER N G 23 29,808.00 . 37,260.00 45,436.50
412 UTILITIES MECHANIC II-DISTRIBUTION N G 23 29,808.00 37,260.00 45,436.50
103 ACCOUNTING SPECIALIST N G 24 31,257.00 39,123.00 47,713.50
111 ADMINISTRATIVE COORDINATOR N G 24 31,257.00 39,123.00 47,713.50
205 CODE ENFORCEMENT SUPERVISOR - E G 24 31,257.00 39,123.00 47,713.50
152 DEPUTY CITY CLERK N G 24 31,257.00 39,123.00 47,713.50
114: OCCUPATIONAL LICENSING COORDINATOR .N G 24 31,257.00 39,123:00 47,713.50
123 PAYROLL COORDINATOR N G 24 31,257.00 39,123.00 47,713.50
241E PERMITTING OFFICE SUPERVISOR , .N G 24 31,257.00 39,123.00 47,713.50
122 RECRUITMENT COORDINATOR N G 24 31,257.00 39,123.00 47,713.50
411 UTILITIES MECHANIC 11 -SEWER N G 24 31,257.00 39,123.00 47,713.50
i
DRAFT 1
Proposed Pay Grade Order Job Listing 4/12/2005
Job Code Title FLSA Pay Plan Pay Grade Minimum ControllMid Maximum
99 ENGINEERING ASSOCIATE N G 25 32,913.00 41,089.50 50,094.00
• 414 MAINT EQUIP OPERATOR III N G 25 32,913.00 41,089.50 50,094.00
511 MARINE SAFETY LIEUTENANT N G 25 32,913.00 41,089.50 50,094.00
431 TREATMENT PLANT OPERATOR II N G 25 32,913.00 41,089.50 50,094.00
104 ACCOUNTANT N G 26 34,569.00 43,159.50 52,681.50
154 LEGAL ASSISTANT N- G 26 34,569.00 43,159.50 52,681.50
112 PLANNING ASSOCIATE N G 26 34,569.00 43,159.50 52,681.50
105a PURCHASING AGENT N G : - 26 34,569.00 43,159.50 52,681.50
173 TECHNICAL SUPPORT SPECIALIST N G 26 34,569.00 43,159.50 52,681.50
300. FLEET MECHANIC/SERVICE COORDINATOR. N G 27. 36,225.00 45,333.00 55,269.00
11 PROGRAM FACILITATOR N G 27 36,225.00 45,333.00 55,269.00
100: ACCOUNTING MANAGER E G. 28 38,088.00`. 47,610.00 58,995.00
400 CHIEF TREATMENT PLANT OPERATOR E G 28 38,088.00 47,610.00 58,995.00
500 MARINE SAFETY CAPTAIN E G 28 38,088.00 47,610.00 58,995.00
375 PARKS MAINTENANCE/LANDSCAPE SUPERV N G 28 38,088.00 47,610.00 58,995.00
370 PUBLIC WORKS SUPERVISOR N G 28 38,086.00 47,610.00 58,995.00
105b PURCHASING& CONTRACTS COOR N G 28 38,088.00 47,610.00 58,995.00
570 RECREATION PROGRAM MANAGER E G 28 , 38,088.00 47,610.00 58,995.00
320 TRADES MAINTENANCE SUPERVISOR N G 28 38,088.00 47,610.0D 58,995.00
201 BUILDING INSPECTOR N G: 29 39,951.00. 49,990.50 61,996.50
171 TECHNICAL SUPPORT ANALYST N G 29 39,951.00 49,990.50. 61,996.50
12 BUDGET ANALYST E G 30.: 42,021:00 52,474.50 65,101.50
220 CHIEF ZONINGICODE INSPECTOR E G 30 42,021.00 52,474.50 65,101.50
425 ENGINEERING INSPECTOR .', E G - 30 42,021.00 , 52,474.50 65,101.50
10 GRANTS COORDINATOR E G 30 42,021.00 52,474.50 65,101.50
72 WEBMASTER/PC TECHNICIAN E G 30 : 42,021.00 52 474.50 65 101.50
210 CHIEF ELECTRICAL INSPECTOR N G 31 44,091.00 55,062.00 68,310.00
230 CHIEF PLUMBING INSPECTOR IN G 31 44,091.00 :55,062.00 68,310.00
420 PW& UTILITIES SUPERINTENDENT E G 31 44,091.00 55,062.00 68,310.00
14a BUDGET MANAGEMENT ADMINISTRATOR. E G 32 46,264.50 57,856.50 71,725.50
124 HR SPECIALIST E G 32 46,264.50 57,856.50 71,725.50
250 PRINCIPAL CITY PLANNER E G 32: 46,264.50 57,856.50 71,725.50
571 SENIOR PROGRAM MGR E G 32 46,264.50 57,856.50 71,725.50
14b ASSISTANT FINANCE DIRECTOR E G 34 51,025.50 63,756.00 79,074.00
151 CITY CLERK E G 34 51,025.50 63.756.00 79,074.00
170 INFORMATION SERVICES MANAGER E G 35 53,613.00 66,964.50 83,007.00
106 ASSISTANT TO CITY MANAGER E G 36 56,200.50 70,276.50 88,596.00
200` BUILDING OFFICIAL E G 36 56,200.50 70,276.50 .88,596.00
4 DIR, HR& RISK MANAGEMENT E G 38 61,996.50 77,521.50 97,704.00
8 DIR, PARKS& RECREATION E G 39 65,101.50 81,351.00 102,465.00
7 DIR,GROWTH MANAGEMENT E G 41 71,829.00 89,734.50 113,022.00
91 DIR, PUBLIC WORKS&UTILITIES E G 41 71,829.00 89,734.50 113,022.00
5 DIRECTOR, FINANCE E G 41 71,829.00 89,734.50 113,022.00
001 CITYMANAGER E G 42 75,348.00 94,185.00 118,714.50
DRAFT 2
Proposed Alphabetical Job Order Listing 4/12/2005
Job Code Title FLSA Pay Plan Pay Grade Minimum Control/Mid Maximum
104 ACCOUNTANT N G 26 34,569.00 43,159.50 52,681.50
• 10U ACCOUNTING MANAGER E G 28 38,088.00 47,610.00 58,995.00
103 ACCOUNTING SPECIALIST N G 24 31,257.00 39,123.00 47,713.50
101 A00OUNTING TECHNICIAN I N G 16 21,217.50 26,496.00 31,774.50
102 ACCOUNTING TECHNICIAN II N G 20 25,771.50 32,188.50 39,226.50
110 ADMINISTRATIVE ASSISTANT N G 22 28,359.00 35,500.50 43,263.00
111 ADMINISTRATIVE COORDINATOR N G 24 31,257.00 39,123.00 47,713.50
120 ADMINISTRATIVE SPECIALIST I N G 18 23,391.00 29,187.00 34,983.00
121 ADMINISTRATIVE SPECIALIST II N G 20 25,771.50 32,188.50 39,226.50
140 ADMINISTRATIVE TECHNICIAN N : G 15 20,182.50 25,254.00 30,325.50
14b ASSISTANT FINANCE DIRECTOR E G 34 51,025.50, 63,756.00 79,074.00
....__......
10B .:..ASSISTANT TO CITY MANAGER E G 36 56,200.50 70,276,50 88,596.00
12 BUDGET ANALYST E G 30 42,021.00 52,474.50 65,101.50
14a BUDGET MANAGEMENT ADMINISTRATOR E G 32 46,264.50 ' 57,856.50 71,725.50
201 BUILDING INSPECTOR N G 29 39,951.00 49,990.50 61,996.50
200: BUILDING OFFICIAL E G 36 56,200.50 70,276.50 88,596.00
390 CEMETARY CARETAKER N G 19 24,529.50 30,636.00 36,742.50
210 ; CHIEF ELECTRICAL INSPECTOR . N G 31 44,091.00 55,062.00 68,310.00
230 CHIEF PLUMBING INSPECTOR N G 31 44,091.00 55,062.00 68,310.00
400 CHIEF TREATMENT PLANT OPERATOR E G 28 38,088.00 47,610.00 58,995.00
220 CHIEF ZONING/CODE INSPECTOR E G 30 42,021.00 52,474.50 65.101.50
151 CITY CLERK E G 34 51,025.50 ;'63,756.00 79,074.00
001 CITYMANAGER E G 42 75,348.00 94,185.00 118,714.50
205: CODE ENFORCEMENT SUPERVISOR - E G: 24 31,257.00, 39,123.00 47,713.50
215 CODE INSPECTOR N G 23 29,808.00 37,260.00 45,436.50
V.1.1 COMPLIANCE OFFICER N G 22 28,359.00 35,500.50 43,263.00
•329 CREW LEADER N G 21 27,117.00 33,844.50 41,296.50
190 CSA/PARKING ENFORCER N G 18 :23,391.00 29,187.00 34,983.00
610 CUSTODIAN N G 14 19,251.00 24,012.00 28,773.00
180 CUSTOMER SERVICE REPRESENTATIVE N G 17 22,252.50 27,841.50 33,430.50
152 DEPUTY CITY CLERK N G 24 31,257.00 39,123.00 47,713.50
7 DIR, GROWTH MANAGEMENT E G 41 71,829.00 89,734.50 113,022.00
4 DIR, HR & RISK MANAGEMENT E G 38 61,996.50 77,521.50 97,704.00
8 DIR;PARKS& RECREATION E G 39 65,101.50.. 81,351.00 102,465.00
9 DIR, PUBLIC WORKS& UTILITIES E G 41 71,829.00 89,734.50 113,022.00
5 DIRECTOR, FINANCE E G 41 :71,829.00` ' 89,734.50 113,022.00
99 ENGINEERING ASSOCIATE N G 25 32,913.00 41,089.50 50,094.00
425 ENGINEERING INSPECTOR E G 30 42,021.00 52,474.50 65,101.50
300 FLEET MECHANIC/SERVICE COORDINATO N G 27 36,225.00 45,333.00 55,269.00
10 GRANTS COORDINATOR E G 30 42,021.00 52,474.50 65,101.50
591 HEAD POOL LIFEGUARD N G 19 24,529.50 30,636.00 36,742.50
124r HR SPECIALIST E G 32 46,264.50 57,856.50 71,725.50
170 INFORMATION SERVICES MANAGER E G 35 53,613.00 66,964.50 83,007.00
380 IRRIGATION MECHANIC ' N G 23 29,808.00 37,260.00 45,436.50
382 LANDSCAPE/GROUNDS TECH I N G 16 21,217.50 26,496.00 31,774.50
381 LANDSCAPE/GROUNDS TECH II N G - 19 24,529.50 30,636.00 36,742.50
383 LANDSCAPE/GROUNDS TECH III N G 21 27,117.00 33,844.50 41,296.50
154 LEGAL ASSISTANT N G 26 34,569.00 .43,159.50 52,681.50
414 MAINT EQUIP OPERATOR III N G 25 32,913.00 41,089.50 50,094.00
360. MAINT WORKER/EQUIP OPERATOR I N G 16 21,217.50 .26,496.00 31,774.50
361 MAINT WORKER/EQUIP OPERATOR II N G 19 24,529.50 30,636.00 36,742.50
�00 MARINE SAFETY CAPTAIN E G 28 38,088.00 47,610.00 58,995.00
DRAFT 1
Proposed Alphabetical Job Order Listing 4/12/2005
Job Code Title FLSA Pay Plan Pay Grade Minimum Control/Mid Maximum
511 MARINE SAFETY LIEUTENANT N G 25 32,913.00 41,089.50 50,094.00
• 510 MARINE SAFETY OFFICER N G 23 29,808.00 37,260.00. 45,436.50
108 METER READER N G 17 22,252.50 27,841.50 33,430.50
114 OCCUPATIONAL LICENSING COORDINATO N - G 24 31;257.00 - 39,123.00 47,713.50
375 PARKS MAINTENANCE/LANDSCAPE SUPER N G 28 38,088.00 47,610.00 58,995.00
123 PAYROLL COORDINATOR N G 24 31,257.00 39,123.00 47,713.50
240 PERMIT SERVICE CLERK N G 15 20,182.50 25,254.00 30,325.50
241; PERMIT SERVICE SPECIALIST N . G . 22 28,359.00 35,500.50 43,263.00
241B PERMITTING OFFICE SUPERVISOR N G 24 31,257.00 39,123.00 47,713.50
1121 PLANNING ASSOCIATE N G 26 34,569.00'. 43,159.50 52,681.50
590 POOL LIFEGUARD N G 17 22,252.50 27,841.50 33,430.50
250 PRINCIPAL CITY PLANNER E G. 32 46,264.50 57,856.50- 71,725.50
11 PROGRAM FACILITATOR N G 27 36,225.00 45,333.00 55,269.00
370`. PUBLIC WORKS SUPERVISOR N G 28, 38088:00 47,610.00 58,995.00
105b PURCHASING &CONTRACTS COOR N G 28 38,088.00 47,610.00 58,995.00
105a PURCHASING AGENT N G 26 34,569.00 43,159.50 52,681.50
420 PW& UTILITIES SUPERINTENDENT E G 31 44,091.00 55,062.00 68,310.00
153 RECORDS SPECIALIST N G` 17 22,252.50 27,841.50 33,430.50
155 RECORDS TECHNICIAN N G 17 22,252.50 27,841,50 33,430.50
530 RECREATION ASSISTANT I N G 12 117,491.50 21,838.50 26,185.50
531 RECREATION ASSISTANT II N G 14 19,251.00 24,012.00 28,773.00
RECREATION ATTENDENT N G 10 15;835:50 19,768.5O`- 23,701.50.
560 RECREATION LEADER N G 17 22,252.50 27,841.50 33,430.50
570 RECREATION PROGRAM MANAGER E G:.` 28:. 38;088:00 47,610.00' S8,995.00
122.
RECRUITMENT COORDINATOR N G 24 31,257.00 39,123.00 47,713.50
192 SCHOOL CROSSING GUARD N ;' G 12 17;491.50' 21,838.50 26,185.50
71 SENIOR PROGRAM MGR E G 32 46,264.50 57,856.50 71,725.50
71 TECHNICAL SUPPORT ANALYST N G 29 39,951.00 49,990.50 61,996.50
173 TECHNICAL SUPPORT SPECIALIST N G 26 34,569.00 43,159.50 52,681.50
320 TRADES MAINTENANCE SUPERVISOR N G 28 38,088.00 :. 47,610.00 58,995:00
349 TRADES MECHANIC I N G 19 24,529.50 30,636.00 36,742.50
350 TRADES MECHANIC II N: G 22 28,359.00_ 35,500.50 43,263.00
432 TREATMENT PLANT OPERATOR I N G 22 28,359.00 35,500.50 43,263.00
431 TREATMENT PLANT OPERATOR IL- N G 25 32,913.00 41,089.50 50,094.00
410 UTILITIES MECHANIC I N G 20 25,771.50 32,188.50 39,226.50
.412 ; -UTILITIES MECHANIC II-DISTRIBUTION N G 23 29,808.00 37,260.00 45,436.50
411 UTILITIES MECHANIC If-SEWER N G 24 31,257.00 39,123.00 47,713.50
172 WEBMASTER l PC TECHNICIAN E G 30 42,021.00 52.,474.50 65,101:50
DRAFT 2
1
2 APPENDIX B:MERIT INCREASE,MATRIX
3 Collective Bargaining Agreement: AFSCME LOCAL 3535
• 4 Oct 1. 2004-Sept 30, 2007
5
6 PERFORMANCE EVALUATION MATRIX
7
8
9 EXCELLENT 5%+ lump bonus of 5-7%of salary
10
1 1 COMMENDABLE 5%+lump bonus of 3-5% of salary
12
13 SATISFACTORY 3-5% (based on score)
14
15 NEEDS IMPROVEMENT 0-2%
16
17 UNACCEPTABLE 0
18
19
20 NOTE: Employees that have reached the maximum salary in their pay grade range will receive lump sum
21 performance based bonuses only. The amount of this bonus will be detennined based on the perfonnance merit
22 marrix below.
23
PERFORMANCE SCOREPAY INCREASE
2.00-2.04 0%
2.05 -2.09 .02%
2.10-2.19 .04%
• 2.20 -2.29 .06%
2.30--2.39 .8%
2.40-2.49 1.00%
2.50-2.59 1.2%
2.60-2.69 1.4%
2.70-2.79 1.6%
2.80-2.89 1.8%
2.90 -2.99 2%
3.00-3.04 3.00°io
3.05 -3.09 3.20%
3.10-3.19 3.401,)/o
3.20-3.29 3.60%
'.I -3.39 3.80U/a
3.40-3.49 4.00%
3.50-3.59 4.20%
3.60-3.69 4.400/t,
3.70-3.79 4.60%
3.80-3.89 4.80%,
3.90-3.99 5.00%
4.00+ 511b+bonus
24
67