HomeMy WebLinkAboutR-2001-191 RESOLUTION NO. 2001-191
A RESOLUTION OF THE CITY OF DANIA BEACH,
FLORIDA, APPROVING THE COLLECTIVE BARGAINING
AGREEMENT BETWEEN THE CITY OF DANIA BEACH
AND THE DANIA GENERAL EMPLOYEES ASSOCIATION,
AFSCME, LOCAL 3535 AFL-CIO, COVERING THE
PERIOD FROM OCTOBER 1, 2001, THROUGH
SEPTEMBER 30, 2004; PROVIDING THAT ALL
RESOLUTIONS OR PARTS OF RESOLUTIONS IN
CONFLICT HEREWITH ARE REPEALED TO THE EXTENT
OF SUCH CONFLICT; FURTHER, PROVIDING FOR AN
EFFECTIVE DATE.
BE IT RESOLVED BY THE CITY COMMISSION OF THE CITY OF DANIA
BEACH, FLORIDA:
Section 1. That certain Collective Bargaining Agreement between the City of
Dania Beach and the Dania General Employees Association, AFSCME Local 3535
AFL-CIO, which agreement is attached and made a part of this resolution as Exhibit "A",
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resolution are hereby repealed to the extent of such conflict.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 THIS 9th DAY OF OCTOBER, 2001.
PAT FLUR
MAYOR — COMMISSIONER
ES ROLL CALL:
COMMISSIONER BERTINO — YES
CITY CLERK COMMISSIONER MCELYEA -YES
COMMISSIONER MIKES —NO
VICE-MAYOR CHUNK -YES
MAYOR FLURY-YES
RESOLUTION NO. 2001-191
• APPROVED AS TO FORM
AND CORRECTNESS:
By:
THO.MAS J. ANSBRO
CITY ATTORNEY
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RESOLUTION NO. 2001-191
CITY OF DANIA BEACH
AND
AFSCME FLORIDA COUNCIL 79, AFL-CIO
Local 3535
AGREEMENT
OCTOBER 1 , 2001 THROUGH SEPTE DER 30, 2004
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s PREAMBLE:
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10 WHEREAS, the parties hereto have established a basic understanding relative to the
11 terms and conditions of employment of the employees of the City; and
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13 WHEREAS, it is the intent and desire of the parties to this Agreement to work
14 harmoniously and to promote and maintain efficient and cordial relations between the
15 City of Dania Beach Beach, hereafter known as the "Employer" or "City" and AFSCME
16 Florida Council 79, AFL-CIO, Local 3535 hereafter known as the "Union"; and
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18 WHEREAS, the City is engaged in furnishing essential public services vital to the
19 health, safety, protection, and comfort of the citizens of Dania Beach, Florida; and
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21 WHEREAS, both the City and its employees have a high degree of responsibility to the
22 public in so serving the public without interruption of these services; and
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24 WHEREAS, both parties recognize this mutual responsibility, they have entered into
25 this Agreement as an instrument and means to permit them to fulfill said responsibility;
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27 NOW THEREFORE, in consideration of the premises and promises set forth herein and
28 the benefits and advantages accruing or expected to accrue to the parties hereto and
29 those covered by this Agreement by reason hereof, the said parties hereby agree as
30 follows.....
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3 ARTICLE 1
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s DEFINITIONS
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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.
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15 2. CITY/EMPLOYER shall hereinafter mean the City of Dania Beach.
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17 3. AGENCY HEAD shall mean the City Manager of the City of Dania Beach.
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19 4. TERM OF AGREEMENT shall mean the duration of the contract as defined by
20 beginning and ending dates.
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• 22 5. STRIKE shall mean the concerted failure to report for duty; the concerted
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 concerted
26 abstinence in whole or in part from the full, faithful and proper performance of
27 duties of employment with the City for the purpose of inducing, influencing,
28 condoning, or coercing a change in the terms and conditions of employment or
29 the rights, privileges, or obligations of public employment. This section shall not
30 preclude lawful and peaceful picketing.
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32 6. SENIORITY shall mean total amount of continuous service to the City.
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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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3 ARTICLE 2
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5 RECOGNITION
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9 The City of Dania Beach hereby recognizes AFSCME Florida Council 79, AFL-CIO,
to Local 3535 as the exclusive Bargaining Agent for the employees occupying the job
l l classifications set forth below in Appendix A.
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13 The Bargaining Unit for which this recognition is recorded is as recorded is as defined in
14 Certification Number 590 granted by the Public Employees Relations Commission on
15 October 9, 1989, comprised of all full-time and regular part-time employee's of the City
16 of Dania Beach.
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18 All newly created positions in the City classification plan which are not included in
l9 Appendix A at the time of signing this agreement are hereby subject to mutual
20 agreement of the Union and the City Human Relations Director or his/her designated
21 representative before said classification may be included or excluded from the
22 Bargaining Unit.
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24 The aforementioned Bargaining Unit as defined in Section 2 above has been
25 appropriately certified by the Florida Public Employees Relation Commission (PERC)
26 and it is therefore understood that no modification, addition or subtraction to said
27 Bargaining Unit can occur until all procedural steps provided for by statute and PERC
28 Rules and Regulation have taken place, including appearances before PERC and until
29 such time as PERC acts to amend the definition of the Bargaining Unit.
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32 APPENDIX A
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34 BARGAINING UNIT CLASSIFICATIONS
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36 ALL REGULAR FULL AND REGULAR PART-TIME EMPLOYEES EMPLOYED BY
37 THE CITY OF DANIA BEACH PER PERC CERTIFICATION #590, AS FOLLOWS:
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39 Accounting Clerk
40 Administrative Aid
41 Attendant
42 Booking Officer
43 Cashier
44 Cook
45 Custodian
R1:Visi::n 10/01A)1 3 �}
I Dispatcher
2 Distribution/Operator
3 Equipment Operator 1
4 Equipment Operator II
5 Lead Operator
6 Lead Maintenance Mechanic
7 License Clerk
8 Lifeguard
9 Maintenance Crew I
10 Maintenance Crew II
11 Maintenance Mechanic
12 Meter Reader
13 Operator
14 Outreach Worker
15 Receptionist/Switchboard
16 Clerk Typist I & II
17 Recreation Aide I & II
18 Safety Inspector
19 Secretary
20 Social Services Coordinator
21 Stores Clerk
22 Waitress
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4 MANAGEMENT RIGHTS
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9 Unless otherwise provided in this Agreement, the public employer shall have the right to
10 determine the purpose of each of its constituent departments; determine standards of
i i service to the public, and exercises control over its organization and operation.
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13 The public employer further reserves the right to direct its employees, take disciplinary
14 action for just cause, and relieve its employees from duty because of a lack of work or
15 other legitimate reason, provided the exercise of said rights does not prevent
16 employees or their representatives from filing grievances should the exercising of said
17 rights have the practical effect of violating the terms and conditions of employment.
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1g The City specifically and clearly reserves the exclusive right to manage, direct and
20 program the operations of City Government.
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22 The City does reserve the exclusive right to hire, fire, discipline, transfer, layoff and
23 promote its employees.
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25 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, expand,
27 assign or cease any job, division or department, providing that this article is consistent
28 with other articles of this Agreement and Civil Service Rules, as amended.
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1 ARTICLE 4
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3 UNION RIGHTS
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8 SECTION 1:
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io The City agrees that Union officials on employer's premises, and with no loss of pay,
1 i shall be allowed to:
12 (a) transmit written communications to the employer authorized by
13 Union officials;
14 (b) consult with the employer on matters mutually agreed to at
15 reasonable times.
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17 It is agreed that the above provisions will be handled in a timely and expeditious
18 manner and will not be abused nor hamper the efficient operation of any department or
19 employee within City Government.
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21 SECTION 2:
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23 The City further agrees that Union members on employer's premises in non-working
24 areas during their non-working hours, shall be allowed to:
25 (a) distribute Union literature during employee's official non-working time;
26 (b) solicit Union membership during employee's official non-working time;
27 (c) post Union notices on appropriate bulletin boards.
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2 ARTICLE 5
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4 NON-DISCRIMINATION CLAUSE
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9 The City and the Union agree that the basic intent of the Agreement is to provide a
io harmonious working relationship between the City and the Union.
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12 It is agreed that no employee shall be required as a condition of employment to join or
13 refrain from joining the Union.
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15 Neither the City of Dania Beach nor the Union will discriminate against employees
16 covered by this Agreement as to membership or representation because of race, color,
17 creed, sex, age, national origin, or disability status.
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19 The Union agrees that no officer, agent, representatives or members of the Union will
20 coerce or intimidate any employee into joining the Union. The Union further agrees that
21 it will not interfere with or condone any interference with the free and unrestricted right
22 of any employee of the City to enter and leave City property.
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24 Refusal by the Union to process a grievance for an employee who is not a member of
25 the Union shall not be considered discriminatory.
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2 ARTICLE 6
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4 NO STRIKE
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9 No employee or employee organization may participate in a strike against the City of
io Dania Beach by instigation or supporting in any manner, a strike. "Strike" shall be as
i i defined in Article 1 - Definitions.
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13 This section shall not preclude lawful and peaceful picketing, provided said picketing
14 does not interfere with the normal, smooth, efficient operations of any department or
15 division within City Government.
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2 ARTICLE 7
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4 DUES CHECK OFF
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9 The City shall deduct dues from the wages of its employees upon written authorization
10 of the employees of the Union. Any employee covered by this Agreement may
i i authorize a payroll deduction for the purpose of paying Union dues.
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13 The Union will initially notify the City as to the amount of dues. Such Notification to the
14 City will be from an official of the Union. Changes in Union membership dues will
15 similarly be certified to the City at least thirty (30) days prior to the effective date of the
16 change.
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18 The amounts deducted pursuant to such authorization shall be payable to AFSCME
19 Florida Council 79, AFL-CIO transmitted once each month to AFSCME Florida Council
20 79, AFL-CIO, 111 North Gadsen Street, Suite 100, Tallahassee, FI 32301, along with a
21 list of names of employees from whom the deductions are made.
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23 Authorization for such deductions shall be revocable thirty- (30) day after written notice
24 to the City and to the Union by the employees involved.
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26 The Union agrees to indemnify and hold the City harmless against any and all claims,
27 suits, orders or judgments, brought or issued against the City as a result of any action
28 taken or not taken by the City under the provision of this section.
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RIMSED 10/00)i 9
I ARTICLE 8
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3 UNION BUSINESS
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8 The Union President, officer, steward, and/or a representative of same, shall be
9 afforded time off from work with pay to attend any and all meetings held during working
10 hours by the City Commission, or meetings with City Administrators that relate to joint
11 City and Union business.
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13 Sufficient notice of such meetings shall be given to the appropriate supervisor, and
14 supervisor approval shall not be arbitrarily withheld and/or denied.
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2 ARTICLE 9
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4 UNION STEWARDS
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7 The Union stewards shall be appointed by the Union from each of the designated
8 locations to represent employees in that specific location and shift.
9 The Union will select a Chief Steward who shall be permitted to process grievances and
io perform other Union business at any work site when the assigned steward is absent or
11 if no steward has been assigned to an area. The Chief Steward shall process
12 grievances of steward(s).
13 The President of the Local or his/her designee shall advise the City's Administrative
14 Services Director, in writing of the names of the stewards (and their assignments), the
15 Chief Steward, and all other officers of the Local.
16 Neither stewards nor Union representatives shall conduct any Union business during
17 working time, except as provided elsewhere in this Agreement.
18 The Union agrees that non-employee, steward or any other person or persons shall not
i9 solicit membership or nonmembership, discuss Union matters, or distribute Union
20 materials during working hours nor shall such Union Business interfere with the work
21 assignment of the steward involved or the work assignment of other employees.
22 Where a Representative of the Union other than an employee enters the City's property
23 or buildings to investigate a grievance or carry out official Union business, the
24 Representative shall notify the City official office of such visit.
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RI-NItiiAn 10/01/01
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2 ARTICLE 10
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4 TRAINING AND ORIENTATION PROGRAM
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9 The City will, upon hiring an employee, provide an orientation and training period along
io with job description of duties to all new employees in a timely manner. The City shall
11 notify the Local Union President of any scheduled new employee training and
12 orientation program. The City will provide the Union with a list of all new employees
13 and their work locations.
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2 ARTICLE 11
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4 PHYISCAL EXAMINATIONS
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9 At City expense, upon hire of an employee, said employee may be required to submit to
10 a medical examination. Subsequent medical examinations shall not be required unless
11 sufficient evidence is present that would prove that the involved employee's
12 performance is impaired or his condition could cause danger to himself or other
13 employees.
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15 A medical examination shall not be the exclusive reason for termination of employment
16 but shall be taken into consideration with other factors.
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18 Effective 10/01/2001, the City agrees to pay for the cost of annual voluntary physical
ig exams for employees up to a maximum limit of $350 according to the following
20 schedule:
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22 100% for persons over age 40 on an annual basis.
23 100% for persons under age 40 on a biannual basis.
24 80% for persons under age 40 on an annual basis.
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26 Effective 10/01/2002, City agrees to pay for the cost of annual voluntary physical exams
27 for employees up to a maximum limit of $375 according to the above schedule.
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29 Effective 10/01/2003, the City agrees to pay for the cost of annual voluntary physical
3o exams for employees up to a maximum limit of $400 according to the above schedule.
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32 No deductibles shall apply to the above benefit.
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RIA/isi:D ioiuvui 13
1 ARTICLE 12
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3 WORK DAY
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8 The City agrees to consult with the Union's Local President or Vice President and the
9 Union's Business Agent, prior to making any changes in the daily work schedule. A ten
to (10) day written notice shall be given except in emergency situations, as declared by
11 City Manager.
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2 ARTICLE 13
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4 WORK RULES
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9 The City will provide the Union with a copy of any written work rules affecting
10 employees covered by this Agreement that are instituted or modified during the term of
i 1 this Agreement, before the rules go into effect.
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RIAVISI"D IIU0I/01 15 c' ��
1 2 ARTICLE 14
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4 BREAKS
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9 Department Directors shall establish rules for their respective departments which
io designate the time, place and manner in which breaks are taken by employees.
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t ARTICLE 15
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3 DISCIPLINE AND DISCHARGE
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6 All employees with permanent or non-permanent status with the City, may be
7 disciplined for just cause.
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9 An accused employee must be served notice five (5) working days prior to any hearing
to or investigation. Said employee shall have the right to have a Union Representative
11 present at any hearing or investigation.
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13 "Just Cause" may be defined to mean definite proof of alleged misconduct of an
14 employee in regards to job duties, work hours, ethical practice or violation of Civil
15 Service prohibitions, Rule 11, Section 7, which could cause harm to the efficient
16 operation of the City.
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18 "Discipline and Discharge" shall be in accordance with Civil Service Rules as amended.
19 Any member employee terminated for "just cause" shall be entitled to a lump sum
20 distribution of all earned benefits.
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22 If discipline is contemplated, the department head shall meet with the employee and/or
23 the Union Representative if so requested by the employee and shall proved the written
24 notice describing such discipline, which shall include the notice that the employee may
25 request a hearing on the matter within ten (10) working days if the employee feels that
26 the disciplinary action is unwarranted.
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28 Whenever a determination is made by a supervisor or department head that an
29 employee is to suffer loss of pay for disciplinary reasons, or have use of accrued sick
30 leave denied, he/she shall be given the opportunity within a reasonable period of time,
31 to appeal said action to the City Manager or his/her designee prior to the actual loss of
32 pay.
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3 ARTICLE 16
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5 GRIEVANCE PROCEDURES
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8 SECTION 1. STEPS:
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io Any claim by an employee, group or class of employee-members of the Union that
11 there has been a violation, misinterpretation or misapplication of any provision of this
12 Agreement, or any rule, order or regulation of the City deemed to be in violation of the
13 Agreement, may be processed as a grievance as hereinafter provided.
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15 A. A group/class grievance shall be presented at Step 3 in writing, within ten (10)
16 working days of the occurrence of the events, which give rise to the grievance. The
17 grievance shall be signed by the aggrieved employees or the president or the
18 authorized union representative.
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20 B. If a grievance arises from the action of an official higher than Step 1
21 Management Representative, the grievance shall be initiated at Step 2 or 3 as
22 appropriate. The grievance shall be submitted in writing within five (5) working days of
23 the occurrence or knowledge of the occurrence giving rise to the grievance.
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25 C. Grievances shall be processed in accordance with the following procedures:
26 STEP 1: The grievant shall present orally his grievance to his immediate
27 supervisor within ten (10) working days of the occurrence or knowledge of the
28 occurrence of the action giving rise to the grievance. An automatic five (5) day
29 extension will be granted, if requested, within the ten (10) day period. A union
30 steward or union representative may be present. Discussions will be informal for
31 the purpose of settling differences in the simplest and most direct manner. The
32 immediate supervisor shall reach a decision and communicate orally to the
33 grievant, within five (5) working days from the date the grievance was presented
34 to him.
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2 Step 2. If the grievance is not settled at the first step, the grievant
3 within five (5) working days of the answer in the first step, shall present it to the
4 department head or his designee in writing, signed by the employee. The
s department head or his designee shall investigate the alleged grievance and
6 shall within five (5) working days of receipt of the written grievance, conduct a
7 meeting between himself, his representative if needed, and the grievant. The
s grievant may be accompanied at this meeting by a union representative. The
9 department head or his designee shall notify the aggrieved employee in writing
10 of his decision not later than five (5) working days following the meeting date.
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12 Step 3: If the grievant does not settle his grievance in the second
13 step, the grievant within five (5) working days shall present the written grievance
14 to the Administrative Services Director. The shall investigate the alleged
15 grievance and shall within five (5) working days following receipt of the written
16 grievance, conduct a meeting between himself, and/or his representatives if
17 needed, and the aggrieved employee. The grievant may be accompanied at this
18 meeting by a union representative. The Administrative Services Director shall
19 notify the aggrieved employee in writing of his decision not later than five (5)
20 working days following the meeting date.
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22 Step 4. If the grievant does not settle his grievance in the third step,
23 the grievant within five (5) working days shall present the written grievance to the
24 City Manager or his designee. The City Manager or his designee shall
25 investigate the alleged grievance and shall within five (5) working days following
26 receipt of the written grievance, conduct a meeting between himself, his
27 designee and/or his representatives, if needed, and the aggrieved employee.
28 The grievant may be accompanied at this meeting by a union representative.
29 The City Manager shall notify the aggrieved employee in writing of his decision
30 not later than five (5) working days following the meeting date.
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32 If a grievance, as defined in this article, has not been satisfactorily resolved
33 within the grievance procedure, the grievant may request arbitration or, if
34 appropriate, a hearing before the Civil Service Board within fifteen (15) working
35 days. The grievant may select arbitration or a Civil Service hearing but not both
36 for the same action.
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RINISFID 10i01/01 19
1 SECTION 2. ARBITRATION PROCEDURE:
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3 A. When either of the parties desire that an unresolved grievance be submitted to
4 arbitration, the matter shall be referred to the Federal Mediation Conciliation Service
s with notification to the other party.
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7 B. The parties will select an arbitrator from a panel or panels of not less than seven
s (7) choices submitted by the American Arbitration Association (AAA) within two
9 (2) weeks after receipt of a panel of arbitrators. In the event that either party,
10 before any striking of names occurs, feels that the panel submitted by AAA is
11 unsatisfactory, that party shall have the right to request one (1) additional panel.
12 The arbitrator shall thereafter be selected from the panel of arbitrators supplied
13 by AAA by alternate striking of names until one (1) name remains. The Union
14 shall strike the first name. The parties will thereupon notify the AAA which will
15 notify the arbitrator of the appointment.
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17 C. The arbitrator shall render a decision within thirty (30) days of the arbitration
18 hearing or within thirty (30) days of the receipt of any written position of both
19 parties.
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21 D. The expenses and fees of any arbitrator shall be borne equally by both parties.
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23 E. The decision of the arbitrator shall be final and binding on both parties.
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25 F. No arbitrator functioning under this step shall have the power to amend, modify
26 or delete any provision of this agreement.
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28 G. The arbitrator shall be limited to the part of the contract dealing only with the
29 grievance before him.
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1 SECTION 3. GENERAL PROVISIONS:
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3 A. Local 3535 American Federation of State, County and Municipal Employees,
4 AFL-CIO, exercises rights granted under State Statute 447.401 and will not represent
s non-members of the union in the grievance procedure. Any union member, if they elect
6 to, shall have union representation at any step of the grievance procedure and/or during
7 disciplinary proceedings.
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9 B. For the purpose of this section, working day shall mean Monday through Friday,
to excluding holidays.
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12 C. The times indicated on all steps may be extended by mutual agreement.
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14 D. When a grievance is reduced to writing there shall be set forth therein:
15 1. A complete statement of the grievance and the facts upon which it is
16 based.
17 2. The section or sections of this agreement that are alleged to have been
18 violated; and
19 3. The remedy or correction requested.
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21 E. A grievance not advanced to the higher step within the time limit provided shall
22 be deemed permanently withdrawn as having been settled on the basis of the decision
23 most recently given. Failure on the part of the City to answer within the time limit set
24 forth in any step will entitle the employee to proceed to the next step.
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R1:V1"FD ioi01n01 21
� ARTICLE 17
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3 PAY AND CLASSIFICATION
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a The City shall establish and maintain, on a current basis, a Pay and Classification Plan
9 for all employees whose positions are covered by Civil Service.
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i i The shall have the responsibility for proper and continuous maintenance of the Plan.
12 Changes in the duties and responsibilities of any position shall be reported to the by
13 the Department Head. All reclassification requests will be evaluated by the and
14 approved by the City Manager. If the employee affected disagrees with the action
15 taken, then the employee may request, within twenty (20) calendar days, that the
16 reclassification request be reviewed by a classification appeals committee. This
17 committee shall be made up of the following representatives:
. is a) Three (3) employee representatives selected by the Union.
19 b) Three (3) management representatives selected by the City Manager or
20 his designee.
21 c) One (1) representative selected jointly by the Union and Administration.
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23 The committee's finding shall be forwarded to the City Manager for implementation
24 provided funding is available in the affected Department budget. The decision of the
25 City Manager will be final.
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27 All examinations and appointments for positions in City government shall be covered by
28 Civil Service Rules, as amended.
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t ARTICLE 18
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3 VACANCIES & TRANSFERS
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8 Vacancies and transfers shall be filled in accordance with Civil Service Rules, as
9 amended.
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I:I:VISED 10/01/01 23 C�
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2 ARTICLE 19
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4 WORKING OUT OF CLASSIFICATION
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7 The City and the Union agree that at any time a bargaining unit employee is temporarily
8 assigned the duties of a higher class then he/she will be compensated with an
9 additional rate of 10% assignment pay for the period in said classification to begin on
10 the first day working in that classification.
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12 In the event an employee is actually promoted to the higher classification, then the rate
13 of pay shall be determined in accordance with the prevailing rules of procedures
14 contained in the pay plan.
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16 There will be a minimum of a 10% increase unless there is only a one step difference
• 17 between the respective classification, in which case the 5% increase shall apply.
18 However, the City Manager may approve a larger increase involving special
19 circumstances.
20
21
22 Classifications included are:
23
24
25 1000 Chief Code/Zoning Offices
26
27 1110 Construction Supervisor
28
29 1120 Crew Leader
30 Public Works Supervisor
31 Public Works Superintendent
32
33 1800 Chief Plant Operator
34
35 '
36 P
37
I
24 y ,Z
I ARTICLE 20
2
3 OVERTIME
4
5
6
7
8 SECTION 1:
9
10 All overtime shall be compensated at the rate of time-and-one-half based on the
11 employee's regular rate of pay and shall be paid in the pay period in which it is earned.
12 Overtime pay shall not begin until fifteen (15) minutes after the time a normal shift ends
13 provided the employee has accrued forty (40) hours of work time within a work week. If
14 the time exceeds thirty (30) minutes, the employee will be paid a minimum of one full
15 hour.
16
17 Computation of overtime shall include the time for holiday, personal day, vacation and
18 sick leave.
• 19
20 SECTION 2:
21
22 The parties shall abide by Federal or State law applicable to municipalities established
23 to cover overtime and compensatory time.
24
25 SECTION 3:
26
27 When it is necessary for the City to require member employees to return to work,
28 (defined as "call back"), not on their assigned shift, the City agrees to compensate the
29 employee a minimum of three (3) hours pay at the established rate of one-and-one-half
3o his/her normal salary provided the employee has worked forty (40) hours in the work
31 week in which call back has occurred.
32
33
34
35
36
37
MAIN]) 10i01/01
• t SECTION 4:
2
3 Upon resignation, an employee's compensatory time may be converted to dollars,
4 provided that said employee resigns in good standing or retires. Conversion of a
s maximum of forty (40) hours will be allowed.
6
7 SECTION 5:
8
9 The City agrees to compensate the employee a minimum of three (3) hours pay at the
to established rate of one-and-one-half times the rate of pay for community service aides,
1 t etc., called to court, not on their assigned shift. Also the City will compensate these
12 same persons three dollars ($3.00) per hour for standby pay up to a maximum of six
13 dollars ($6.00) per day.
14
15 SECTION 6:
16
17 The City will make every effort to distribute scheduled overtime in an equitable manner,
• 18 provided individuals are qualified for such overtime assignments.
19 Although temporary imbalances in the distribution of overtime may occur, nothing in this
20 Section shall be construed as alleviating the continuing intent of departmental
21 management to distribute overtime fairly and equitably over an extended period of time.
22 Any employee who refuses overtime will be credited as if he worked the overtime hours.
23 Departmental management will maintain overtime records and will make such
24 information available to a Union representative upon request.
25
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37
26
it
2 ARTICLE 21
3
4 UNIFORMS
5
6
7
8
9 The City agrees to supply uniforms to employees required to wear them. Employees
to are forbidden to wear City uniforms during activities other than those directly related to
11 their jobs. Employees who start their work day dressed in an unclean uniform will be
12 sent home for the day without pay.
13 Field employees in the following departments will be provided with safety shoes
14
15 annually by the City: Utilities, Public Works, Field Inspectors.
16
17
18
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39
40 ARTICLE 22
41
RI'VISED 10i01i01 27
I ARTICLE 22
2
3 SAFETY
4
5
6
7
8 The City and the Union recognize the importance of an adequate safety program. The
9 City agrees to provide and maintain an ongoing safety program. The Union will
to encourage its members to comply with the City's safety program. The City shall provide
11 all necessary safety equipment required by the safety program as well as the State
12 occupational health law.
13
14 A committee representing each department shall formulate goals for accident reduction.
15 This committee shall be comprised of: , one (1) Department Management
16 representative, the Union President or his/her designee, and one (1) Bargaining Unit
17 employee for the department(s) represented. Goals shall take into account past
® 18 accident record, size of the work group, and comparative risk work assignments. The
19 committee shall meet at reasonable times on working days during working hours, with
20 the employee representative serving without loss of compensation.
21
22 If a department is successful in meeting its accident reduction goal for the fiscal year,
23 then each employee of the department who has worked at least six (6) months during
24 the fiscal year, shall be eligible to use one (1) safety bonus day during the next fiscal
25 year.
26
27 Effective October 1, 1995, the City and the Union will subdivide some departments in
28 the application of this article.
29
30
31
32
33
34
28 / �`'
� ARTICLE 23
2
3 ON-THE-JOB-INJURIES
4
5
6
7
s All members are required to report any and all accidents resulting in injuries, even of a
9 minor nature, to their immediate supervisor. Failure to do so may result in jeopardizing
io their Workers' Compensation coverage.
11
12 The City shall maintain the prevailing practice of assigning the proper medical attention
13 as approved by the compensation carrier. The City shall agree that in the event of an
14 on-the-job injury to a member, said member shall, after a waiting period of three (3)
15 working days, be carried at full pay and will not be charged against any existing type of
16 leave. Absences during the waiting period may be charged against any existing sick
17 leave. After the three (3) day waiting period, the injured employee shall receive
is sufficient salary from the City, that when added to his/her Workers' Compensation, the
t9 employee will receive the equivalent of full pay.
20
21 The employee injured while on the job will be subject to a periodic review and
22 evaluation conducted by the designated Safety Committee, who will have the authority
23 to recommend to Administration, a reduction in compensation. It shall be the purpose
24 of review to determine the exact extent of injuries, the medical diagnosis, as well as
25 prognosis, and the proper time allotted for Maximum Medical Improvement (MMI).
26 Disability requiring an employee to be off the job for a period beyond six (6) months
27 shall be subject to provisions of the Retirement Plan.
2s
29 After 30 days, employees who are out of work due to an on-the-job injury, shall stop
3o accruing leave time including, but not limited to, sick leave, vacation leave, personal
31 days and holidays.
3
33
RINISH) ioiovui 29
1 ARTICLE 24
2
3 GROUP INSURANCE
4
5
6 The City shall make every effort to offer its employees a cafeteria benefits package
7 consisting of health, dental, life, accidental death and dismemberment, and weekly
8 disability income.
9
to The City retains the right to modify its existing group insurance policy at any time during
11 the life of the contract. Modification shall be interpreted to mean any changes in benefit
12 provisions. The City shall meet and discuss with the Union prior to making any
13 changes in the group insurance plan affecting its members.
14
15 The City agrees to pay the premium for medical and dental insurance for employees
16 and their dependents. Employees with dependent coverage will be responsible for
17 $10.30 per pay period in the first year of this agreement. Employees with dependent
18 coverage will be responsible for $11.30 per pay period in the second year of this
i9 agreement. . Employees with dependent coverage will be responsible for $12.30 per
20 pay period in the third year of this agreement. The City will maintain the same level of
21 coverage for the duration of this agreement as specified in the Health Plan Appendix.
22
23 For regular, full-time employees, the City shall provide life insurance for the employee
24 with a policy amount equal to at least two (2) times the employee's annual salary not to
25 exceed $50,000.
26
27
28
29
30
31 ,
• 32
30
I ARTICLE 25
2
3 SICK LEAVE
4
5
6 Employees may take as many earned sick leave days as personally necessary for
7 themselves or for members of their immediate family up to five (5) consecutive days,
8 however, a doctor's written certification is required after use of sick leave for 3
9 consecutive work days. This certification shall include an estimate of the date the
io employee will be able to return to work.
11
12 Department directors may request a doctor's written certification that you were ill
13 whenever regular patterns of sick leave use are detected.
14
15 Any employee not using sick leave for an entire calendar year shall be given an
16 additional personal day to be used in the following year.
17
18 Employees hired after January1, 1995 may only convert 50% of sick leave at
19 termination of employment.
20
21
22
23
24
25
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27
28
29
30
31
32
33
34
35
36
37
38
39
Revises) 10i01/01 31 �� �-
1
2 ARTICLE 26
3
4 LEAVE OF ABSENCE
5
6
7 SECTION I:
s
9 Leave of absence without pay for a period not to exceed thirty (30) days may be
to granted for any reasonable purpose by the City Manager or his designee. Such leave
11 may be renewed or extended for any reasonable purpose so long as it does not hamper
12 the efficient operation of the City and/or Department. The City Manager will have final
13 approval of leave of absences.
14
15
16 SECTION II:
17
is Any employee member who is on authorized leave of not more than thirty (30) days
19 shall continue to maintain all non-paid benefits including seniority and longevity except
20 for extended military leave (as provided by Federal Law). Any employee wishing to
21 continue health benefits during leave shall pay benefits him/herself. Payments of the
22 premiums must be paid to the City seven (7) days prior to the premium due date.
23
24
25 SECTION III:
26
27 An employee may, upon request, be granted an unpaid leave of absence by the City
28 Manager or his designee for educational purpose at an accredited institution when it is
29 related to his employment for a period not to exceed one year.
3o This period may be renewed for an additional year at the request of the employee to a
31 maximum of two years provided his/her absence does not present any undue hardship
32 on the department. This shall be determined by the Department Head and the City
33 Manager.
34
35 SECTION IV:
36
37 Employees shall be granted leave of absence with pay for educational conferences, '
38 seminars, briefing sessions or other activities of a similar nature that are intended to
39 improve or upgrade individual skill or professional ability by the City Manager or his
4o designee provided such additional funds have been appropriately budgeted.
41
1 SECTION V:
2
3 Any employee who is a member of the National Guard or Military Reserve Forces of the
4 United States and who is ordered by the appropriate authorities to attend a prescribed
5 training program or to perform other duties, shall be granted a leave of absence not to
6 exceed seventeen (17) working days at full pay, but must turn over to the City the
7 amount of compensation earned during this leave of absence.
8
9 SECTION VI:
10
11 Medical leave without pay for a period of up to six (6) months shall be granted by the
12 City Manager or his designee at the request of an employee who provides sufficient
13 evidence, from a licensed medical doctor, that such leave is medically necessary.
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
31
32
•
iii_:visri) 10/01/01 33
I ARTICLE 27
2
3 JURY DUTY
4
5
6
7
8 An employee who is summoned shall be granted leave for legal commitments and shall
9 receive their regular salary while serving as jurors or witnesses under subpoena.
10
II In order to receive the payment referred to, an employee shall give his/her Department
12 Head prior written notice that he/she has been summoned. Any compensation received
13 by the employee for this service shall be turned over to the City, except for
14 mileage/travel in order to receive his/her regular salary.
15
16
17
18
® 1
209
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22
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39
40 A
i
34 i_ S
• 21 ARTICLE 28
3 BEREAVEMENT LEAVE
4
5
6
7 The Bereavement Leave policy for employees shall include:
8
9 a) Leave with pay with-in 280 miles; three (3) days
10 b) Leave with pay over 280 miles, five (5) days
11
12 Leave will be honored provided that death has occurred within the immediate family,
13 i.e., mother, father, sister, brother, step-mother, step-father, step-sister, step-brother,
14 son, daughter, wife, husband, grandmother or grandfather, mother-in-law or father-in-
15 law and grandchildren.
16
17 Leave without pay may be granted for bereavement purposes for other than immediate
18 family only with written approval of the Department Head or City Manager.
19
20 Management has the right to request proof of relationships and bereavement.
21
22
23
24
25
26
27
28
29
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33
34
35
36
37
38 (((
RI:VISH) 10/01/01 >> ��
I ARTICLE 29
2
3 PERSONAL DAY
4
5
6 Employees covered by this contract shall be entitled to two personal days per calendar
7 year in addition to posted holidays. Department head approval will be required for date
8 of use.
9
io Any personal days not used within the calendar year will be lost.
11
12 This provision shall be in addition to the sick leave bonus day earned.
13
14 Personal days may be used after an employee has completed six (6) months of service,
15 however, only two (2) personal days may be used in any calendar year.
16
17
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36
1
2 ARTICLE 30
3
4 HOLIDAYS
5
6 The following holidays will be observed:
7
8 2001/2002:
9
10 Veterans Day November 12, 2001 Monday
11 Thanksgiving Day November 22, 2001 Thursday
12 Day after Thanksgiving November 23, 2001 Friday
13 Christmas Eve December 24, 2001 Monday
14 Christmas Day December 25, 2001 Tuesday
15 New Year's Day January 01, 2002 Tuesday
16 Martin Luther King's Day January 21, 2002 Monday
17 Presidents' Day February 18, 2002 Monday
18 Memorial Day May 27, 2002 Monday
19 Independence Day July 04, 2002 Thursday
20 Labor Day September 02, 2002 Monday
21
22
23 200212003:
24
25 Veterans Day November 11, 2002 Monday
26 Thanksgiving Day November 28, 2002 Thursday
27 Day after Thanksgiving November 29, 2002 Friday
28 Christmas Eve December 24, 2002 Tuesday
29 Christmas Day December 25, 2002 Wednesday
30 New Year's Day January 01, 2003 Wednesday
31 Martin Luther King's Day January 20, 2003 Monday
32 Presidents' Day February 17, 2003 Monday
33 Memorial Day May 26, 2003 Monday
34 Independence Day July 04, 2003 Friday
35 Labor Day September 01, 2003 Monday
36
37
38 2003/2004:
39
40 Veterans Day November 11, 2003 Tuesday
41 Thanksgiving Day November 27, 2003 Thursday
42 Day after Thanksgiving November 28, 2003 Friday
43 Christmas Eve December 24, 2003 Wednesday
44 Christmas Day December 25, 2003 Thursday
45 New Year's Day January 01, 2004 Thursday
46 Martin Luther King's Day January 19, 2004 Monday
47 Presidents' Day February 16, 2004 Monday
48 Memorial Day May 31, 2004 Monday
49 Independence Day July 04, 2004 /July 5 Monday
50 Labor Day September 06, 2004 Monday
51 n
52
izevisin ioiovoi 37
1
2 ARTICLE 31
3
4 VACATIONS
5
6 All employees covered by this Agreement shall be entitled to vacation leave in
7 accordance with the following schedule:
g
9 More than 1 year, but less than 5 years - 80 hours
to More than 5 years, but less than 12 years - 120 hours
11 12 years or over - 160 hours
12
13 There shall be a two year limit to the amount of vacation days accumulated or length of
14 holding of vacation days.
15
16 Vacation shall be taken at the employee's discretion with supervisory permission, but in
17 increments of not less than five (5) days. However, employees may split one (1) only
18 forty (40) hour increment per year, utilizing eight (8) hour periods in any combination to
19 a maximum of three (3) splits, e.g. 16 hours/16 hours/8 hours or 24 hours/8 hours/8
20 hours, with the approval of the department head.
21
22 Employees who earn more than two weeks of vacation per year shall have the option to
23 convert up to 40 hours of vacation leave to cash at their prevailing rate of pay each
24 calendar year. Requests for leave conversion may not exceed amount budgeted for
25 compensated advances pursuant to the adopted City budget. Employees hired after
26 January 1, 1995 may only convert 50% of earned leave at termination.
27
28
29
30
31
32
33
34
35
36
37
38 `
t ARTICLE 32
2
3 COMPENSATION FOR USE OF PERSONAL VEHICLE
4
5
6
7
8 The City agrees to reimburse employees for travel expenses at the City's prevailing
9 rate, should the City request personal vehicle use. In addition, employees cannot be
to compelled to use their personal vehicle.
11
12
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. 20
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40
KLVIISC'D 10/01/01 39
1 ARTICLE 33
2
3 EDUCATIONAL INCENTIVE
4
5
6
7 The City will repay all costs of job-related courses taken within the fiscal year provided
8 a grade of "C" better is maintained for undergraduate coursework or a grade of "B" or
9 better is maintained for graduate coursework. Courses must have approval of
io Department Head, and City Manager prior to application. Reimbursement shall be at
i 1 the approved rate for public education institutions. This Article is contingent upon the
12 availability of funds in the City's Budget for this purpose.
13
14 Employees will receive a one time $25.00 incentive regardless of the number of
15 courses completed, provided a passing grade is maintained in all courses taken.
16
17
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r
40
1 ARTICLE 34
• 2
3 PENSION-RETIREE BENEFITS
4
5
6 The City and the Union agree to continue group insurance benefits to retirees.
8 The City shall contribute 5% of the members' base pay to the General Employees
9 Retirement Plan which shall be in lieu of their wage increase for 1987-1988, and shall
to offset the employees' current contribution rate.
11
12 This five percent (5%) shall be paid directly (plus accrued interest) to members upon
13 termination of employment unless said termination is due to retirement or the member
14 has vested rights in the pension plan and elects to leave his/her funds in the plan until
15 he/she is eligible to select a retirement option.
16
17 A drop plan will be effective October 1, 1994.
18
19 A. Effective October 1, 1995, employees received a 2.5% benefit accrual rate for all
20 service. The City will contribute not more than 3% toward this benefit beginning
21 October 1, 1996. If additional amounts are required these shall be paid by the
22 employees through payroll deduction.
23
24 B. Employees will be permitted to buy back up to 4 years of active duty time served in
25 the armed services. Employee shall bear all cost related to this item.
26
27 C. Employees will be permitted to buy back previous years of service with the City on
28 terms worked out by the City and the Union. Employee shall bear all cost related to
29 this item.
30
31 D. Effective January 1, 1999, employees received a 3.0% fixed accrual rate for all
32 service. The City contributed 8.08% toward the cost of this benefit October 1, 1999
33 in the form of a pension supplement, which is considered employee contribution in
34 lieu of salary increase for the Fiscal year 1998-1999.
35
36
37
Cti� S
RI'VISI-D I0/01/01 41
1
2 ARTICLE 35
3
4 LONGEVITY
5
6
7
8 The City and the union agree that regular full-time employees who have served
9 continuously for six (6) or more full years shall receive an annual longevity payment in
to accordance with the following schedule:
11
12 Percentage of Base Salary
13
14
15 6 years of service 1.5%
16 7 years of service 3.0%
17 8 years of service 4.5%
18 9 years of service 6.0%
19 10 years of service 7.5%
20 11 years of service 8.0%
21 12 years of service 8.5%
22 13 years of service 9.0%
23 14 years of service 9.5%
24 15 years of service 10.0%
25
26 For calculation purposes, the cut-off date will be December 1 of each year.
27
28
29
30
31
32
33
34
35
36
37
3s
42
1
2 ARTICLE 36
3
4 SENIORITY
5
6
7 Seniority as used herein is defined as the right accruing to employees through length of
8 service which entitles them to certain considerations and preferences as provided for in
9 this agreement. Seniority shall mean the length of continuous service an employee has
io with the City beginning with the date he/she was employed.
11
12 Regular employees shall have a six (6) month probationary period for purposes of
13 seniority. During this probationary period, the employee shall have no seniority rights.
14 Upon the completion of the probationary period, the employee's seniority shall be dated
15 from date of hiring.
16
17 Departmental seniority is defined as the length of employment within the employee's
18 current department.
19
20 Classification seniority is defined as the length of employment within the employee's
21 current classification.
22
23 Seniority shall continue and accumulate during the following.
24 1. Illness under an approved sick leave.
25 2. Injury in the line of duty.
26 3. Authorized leaves of absences.
27
28
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31
32
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37
c
iu.visH) 10i01/01 43
® 1
2 Employees shall lose seniority for the following reasons:
3
4 A. Resignation.
5 B. Discharge for just cause.
6 C. Exceeding an authorized leave of absence. In this case, the
7 employee will not continue to accrue seniority, but will retain what
8 they previously earned.
9
io Departmental seniority will be given first consideration in hours of work, shift
i i assignment, overtime, subject to approval of department head, and vacation, if
12 qualified.
13
14
15
16
17
® 18
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44
1
2 ARTICLE 37
3
4 SAVINGS CLAUSE
5
6
7
8
9 If any article or section of this Agreement shall be found invalid, unlawful, or not
to enforceable by reason of any existing or subsequently enacted State, Federal or
ii Municipal Legislation, all other articles shall remain in full force and effect for the
12 duration of this Agreement.
13
14 In the case of invalidation, both the City and the Union shall meet at reasonable times
15 for the purpose of agreeing to replace and/or rectify the article(s) in question.
16
17
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4 • 38
REVISH) 10i01/01 45
1 ARTICLE 38
2
3 WAGES
4
5
6 Effective October 1, 2001, employees shall be paid in accordance with the salaries
7 listed in Appendix A. Appendix A represents a 3% increase in base pay over FY2000-
8 2001.
9
10 Effective October 1, 2002, salaries on appendix A shall be increased by 4%. This
i i grade/step table is attached and shall be known as Appendix B.
12
13 Effective October 1, 2003, and every year thereafter, Appendix B shall be increased by
14 3.5% or an amount equal to the increase in the CPI for-All Urban Consumers in the
15 Miami-Fort Lauderdale Area from August 2002 to August 2003, to a maximum of 5%
16 whichever is higher.
17
18
19
20
21
22
23
24
25
26
27
28
c
® 29 J�
46
® I ARTICLE 39
2
3 CROSS-OVER WORK ACTIVITIES
4
5
6 SECTION I:
7
s The City and Union mutually agree that with the introduction of sophisticated computer
9 software in most departments, the need for cross-training within the "home" department
10 as well as within other departments throughout the City exists.
11
12
13 SECTION ll:
14
15 The City and Union agrees that those departments affected by the demonstrated need
16 for cross-training shall be allowed to do so even if the assigned cross-training activities
® 17 are outside the employees current job description and classification. Employees
18 affected shall also at times be required to perform cross-trained activities in other than
19 their "home" department. Article 19 of this Contract shall prevail where applicable.
20
21
22
23
24
25
26
27
28
29
30
31
32
33
34
RIMSID a/01/01 47
1
2 ARTICLE 40
3
4 LAY-OFF AND BUMPING
5
6
7
8
9 SECTION 1. ELIGIBILITY:
to Lay-off will be in accordance with:
11 (1) Seniority, and
12 (2) Qualifications, in a classification.
13
14 SECTION 2. PROCEDURE:
15 When a lay-off takes place, it shall be accompanied by laying off temporary employees
16 first, provisional employees second, probationary employees third, and then permanent
17 employees, in accordance with the criteria established above.
18
19 SECTION 3. NOTIFICATION:
20 The employer shall forward a list-of those employees being laid off to the Local Union
21 when the notices are issued to the employees.
22
23 SECTION 4. SENIORITY PROCEDURE:
24 When an employee is laid off due to a reduction in the work force, he shall be permitted
25 to exercise his seniority right to bump or replace an employee in the same classification
26 grouping with less seniority if he is qualified to do the job.
27 Employees may, if they so desire, bump an employee in an equal or lower job
28 classification provided the bumping employee has greater seniority than the employee
29 he bumps and has the ability to perform the job. Qualification and ability to do the job
30 shall be determined solely by management.
31
32
33
34
35
36
37
38
39 �.
48 �I `
t SECTION 5. RECALL:
2
3 When the work force is increased after lay-off, employees will be recalled according to
4 seniority and qualifications. Notice of recall shall be sent to the employee at his last
5 known address by registered mail. The union shall be notified at the same time. If any
6 employee fails to report for work within fifteen (15) days from the date of mailing of
7 notice recall, he shall be considered to have quit.
8
9 Recall rights for an employee shall expire after a period equal to his seniority, but in no
io case more than one (1) year from the date of lay-off. Written notice of expiration of
11 recall rights shall be sent to the employee at his last known address by registered or
12 certified mail. No new employee shall be hired until all employees on lay-off who have
13 agreed to return to work have been recalled in the same classification. Probationary
14 employees have no recall rights.
15
16 SECTION 6.
17
18 Terms of this Article shall apply exclusively to bargaining unit members. No right shall
19 exist for a bargaining unit employee to displace a non-bargaining unit employee in the
20 same or similar classification for any reason.
21
22
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4p 41
42
ii[.visr.0 ioiouui 49
I
2 ARTICLE 41
3
4 PART-TIME EMPLOYEES
s
6
7 Any and all sections of this Agreement between the General Employees and the City,
8 apply mainly to full-time regular employees. However, in order for the Public Employees
9 Relations Commission to approve the AFSCME as the exclusive bargaining unit for the
io General Employees, part-time employees could not be excluded from the unit.
11 It is the position of the City to formally recognize part-time employees as members of
12 the unit, yet our current fringe benefit package designed for regular full-time employees
13 will not be made available to part-time employees. Any and all agreed upon wage
14 adjustments throughout the current contract year will be enjoyed by both full-time and
15 part-time employees.
16 Vacation allowance for permanent part-time employees who continuously work a
17 minimum of forty (40) hours bi-weekly, will be calculated at 1.54 hours per pay period
18 for 1-5 years of employment, 2.31 hours for 5-12 years, and 3.08 hours for 12+ years of
19 service. Part-time employees who work continuously for more than 30 days in a full-
20 time capacity, will have the vacation accrual factor adjusted to the equivalent full-time
21 rate at the beginning of the following pay period.
22 The specific articles the City wishes to be excluded from part-time participation are:
23 Article #24 Group Insurance
24 Article #28 Bereavement Leave
25 Article #29 Personal Day
26 Article #33 Education Incentive
27 Article #34 Pension-Retiree Benefits
28 Article #35 Longevity
29 Temporary employees shall earn no benefits except as required by applicable state or
30 federal law.
31 Effective 10/01/93, part-time employees who regularly work 20 hours/week or more
32 shall earn 2 hours sick leave per month. This provision shall not apply to temporary
33 part-time or seasonal part-time employees. Part-time employees shall not be paid for
34 accruals at separation of service.
35
36
37
38
39
40
��°�
I ARTICLE 42
2
3 TERM OF AGREEMENT
4
5
6
7 After a majority vote of those Union members voting on the question of ratification and
8 thereafter upon its ratification by an official resolution of the City Commission ratifying
9 the Agreement and authorizing the City Manager to sign the Agreement on behalf of the
io City, then the Agreement upon being signed by the appropriate Union representatives
I and the City Manager, shall become effective October 1, 2001. The Agreement shall
12 continue in force until September 30, 2004.
13
14
15
• 16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
31
32
33
34
35
36
RIA11SH) IIV MM 51
I
2 ARTICLE 43
3
4 SUBSTANCE ABUSE TREATMENT
5
6
7 The City shall follow the Substance Abuse Policy attached to this agreement in the
s Substance Abuse Appendix..
9
10
i 1 The City may require any employee to submit to a drug test only when it has a
12 reasonable suspicion that the employee to be tested is under the influence of or using
13 illegal drugs or narcotics. The term "reasonable suspicion", for the purposes of this
14 policy, shall be defined as follows:
15
16 (1) "Reasonable suspicion" means drug testing based on a
17 belief that an employee is using or has used drugs in
18 violation of the employer's policy drawn from specific
19 objective and articulable written facts and reasonable
20 inferences drawn from those facts.
21
22 (2) Behavior which is recognized and accepted symptom(s) of
i23 intoxication or impairment caused by controlled substance
24 except those listed in schedule V of F.S. 893.03.
25
26 (3) Observable phenomena while at work, such as direct
27 observation of drug use or of the physical symptoms or
28 manifestations of being under the influence of a drug.
29
30 (4) Evidence than an employee has used, possessed, sold, or
31 solicited drugs while working or while on the employer's
32 premises, or while operating the employer's vehicle,
33 machinery, or equipment.
34
35 Such behavior must be observed by their immediate supervisor or a higher supervisor
36 and the Department Head or his designee. The employee will be offered an opportunity
37 to offer such explanation to the observing supervisors prior to being ordered to take the
38 drug test.
39
40 No drug testing will be conducted without the written approval of the Department Head
41 or his designee and either the City Manager or the . Said approval shall indicate who is
42 to be tested and why the test was ordered, including the specific objective fact
1 constituting reasonable suspicion and the names of any source(s) of all the information.
2 A copy of this written document shall be provided to the employee.
3
4 Refusal to submit to drug testing after being ordered to do so may result in disciplinary
5 action.
6
7 The following procedures shall apply to the blood and urine tests administered to the
8 employees:
9 A. The City may request urine and/or blood samples. The employee, at his
io sole option, shall upon request, receive a blood test in addition to the urine test.
11
12 B. The test shall be performed at a reputable hospital laboratory, certified by
13 the State of Florida as a medical laboratory which complies with the scientific and
14 technical guidelines for federal drug testing programs and the standards for certification
15 of laboratories engaged in urine drug testing for federal agencies issued by the alcohol,
16 drug abuse and mental health administration of the US Department of Health and
17 Human Services.
18
19 C. Urine and/or blood specimen(s) shall be drawn or collected at the
20 laboratory, hospital or medical facility at which the specimen is to be tested. A union
21 representative shall be allowed to accompany the employee to the test and observe the
22 collection of specimen. If the City or the laboratory requires an observer when the urine
23 specimen is given, the observer shall be the same sex as the employee being tested.
24 All specimen containers and vials shall be sealed with evidence tape and labeled in the
25 presence of the employee and union representative, if available.
26
27 D. At the time the urine specimen or blood samples are collected, three
28 samples shall be taken. Two samples shall be tested. In the event of conflicting results
29 between the first two (2) tests, the City may require additional tests on these samples
3o as it deems appropriate. In the event that an employee "tests positive" on both
31 samples, the employee will be given an opportunity to test the third sample at a
32 laboratory selected by the Union so long as chain of custody procedures are followed.
33 The cost of testing the third sample shall be borne by the union or employee.
34
35
36 The failure of the union or the employee to have the third test performed or to present
37 the results to the City shall not be used against the employee as a basis for discipline,
38 and shall not be introduced or referred to in any arbitration or appeal proceeding.
41 39
iirvisru iuiovoi 53
t In the event the City's tests prove positive, the employee shall then have 72 hours to
2 present to the City any different results from the test of the third sample. After
3 considering the results of the third test presented by the employee, if presented, the
4 City may discipline the employee subject to the just cause requirements of this
5 agreement.
6
7 Results of urine and blood tests performed hereunder will be considered medical
8 records and held confidential to the extent permitted by law. Tests shall be performed
9 for the presence of alcohol, non-prescribed controlled substances, chemical
to adulteration and/or narcotic drugs.
tt
12 The following standards shall be used to determine what level of detected substances
13 shall be considered as positive:
14 DRUG SCREENING TEST CONFIRMATION
15
16 AMPHETAMINE 300 NG/ML AMPHETAMINE 300 NG/ML GC-MS
17 MARIJUANA 100 NG/ML DELTA-THC 100 NG/ML GC-MS
18 COCAINE 300 NG/ML METABOLITE 300 NG/ML GC-MS
. 19 OPIATES 300 NG/ML MORPHINE 300 NG/ML GC-MS
20 PCP 25 NG/ML PCP 25 NG/ML GC-MS
21 METHOQUALONE 300 NG/ML 300 NG/ML GC-MS
22
23 BARBITURATES 300 NG/ML 300 NG/ML GC-MS
24
25 METHADONE 300 NG/ML 300 NG/ML GC-MS
26
27 PROPDXYPHENE 300 NG/ML 300 NG/ML GC-MS
2s
29 CANNABINOIDS 50 NG/ML 50 NG/ML GC-MS
30
31 PHENCYCLIDINE 25 NG/ML 25 NG/ML GC-MS
32 BENZODIAZEPINES 300 NG/ML 300 NG/ML GC-MS
33
34 Levels which are below those set above shall be determined as negative indicators.
35 Tests for other non-prescribed con-trolled substances will be in accordance with federal
36 government screening and confirmation standards.
37
54
1 The employee shall be presented with a copy of the laboratory report of all specimens
M2 which were tested.
3
4 At the conclusion of the drug testing, in the event a positive test is indicated on two
s specimens, the City may take disciplinary action. In the event said action is in the form
6 of discipline, the employee may grieve said discipline through the contractual
7 grievance/arbitration procedure.
s
9 Any discipline imposed for the first offense during the term of this agreement shall be
io held in abeyance pending voluntary completion by the employee of a substance abuse
11 treatment program mutually agreed upon between the City and the employee, the cost
12 of which shall be covered by the City's group health insurance program as any other
13 illness. If the employee successfully completes such a program and is not again
14 disciplined for substance abuse by September 30, 2004 but not to exceed 2 years from
15 the time the employee completes such a program, the discipline shall be revoked and
16 may not be used as the basis for any disciplinary action in the future.
17
18 Employees who seek voluntary assistance for alcohol and substance abuse may not be
19 disciplined for seeking such assistance. Requests from employees for such assistance
20 shall remain confidential and shall not be revealed to other employees or officers
21 without the employee's consent. Employees enrolled in substance abuse programs as
22 out patients, shall be subject to all City rules, regulations and job performance
23 standards, with the understanding that an employee enrolled in such a program is
24 receiving treatment for an illness.
25
26
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
1 43
KINISFI) Il00001 5l
_ t ARTICLE 44
2 COMMITTEE
3 LABOR MANAGEMENT C O
4
5
6 44.1 The City and the Union agree to establish a labor-management committee
7 effective October 1, 1995. This committee will be comprised of four (4)
8 members. Two (2) members representing management will be a
9 Department Director appointed by the City Manager. Two (2)
10 representatives of the Union will be chosen by the Union.
11
12
13
14 44.2 This Committee will meet quarterly, or upon request of either party.
15
16
17
18 44.3 Longevity and annual step increases for new hires will remain as currently
19 provided. However, both of these will be reviewed as part of the pay-for-
20 performance study which will be undertaken in the first year of this
21 agreement. In the year immediately following the completion of the pay-
22 for-performance study, this contract article will be re-opened for the
23 purpose of negotiating the implementation of the recommendations
24 developed in the pay-for-performance study.
25
26
27
28
29
30
31
32
33
34
35
36
37
38 `J
39
/ S
56
t FOR THE CITY: WITNESSED:
2
3
4
5
--
6
7 MAYOR
8
9
10
11 /j
12
13 TING CITY MANAGER
14
15
16
17
18 FOR THE ASSOCIATIO19: WITNESSED:
19
20
21
22 4PRESIDENT"
• 23 ;
24
25
26 Cl R RESENTATIVE
27
28
29
3o APPROVED FO FORM AND CORRECTNESS:
3132
1 11
33 /I 1
34 CITY ATTbR, �E
35
36
37 ATTESTED:
38
39
40 J(
41 CITY CLERK
42
43
44 45 DATED:
RINIsri) 57
• SUBSTANCE ABUSE APPENDIX
SUBSTANCE ABUSE POLICY
The City of Dania Beach is committed to providing a safe work environment, and to
foster the well-being and health of its employees. That commitment is jeopardized
when any employee of the City of Dania Beach uses illegal drugs or alcohol on the job,
comes to work with these substances present in his/her body, or possesses, distributes
or sells drugs in the workplace. The City of Dania Beach has established the following
policy with regard to alcohol and other drugs to ensure that it can meet its obligations to
employees, customers and the public.
The goal of this policy is to balance the organization's respect for employees with the
need to maintain a safe, productive, and drug-free work environment. The intent of this
policy is to offer a helping hand to those who need it, while sending a clear message
that illegal drug use and alcohol abuse are incompatible with working at the City of
Dania Beach.
1. It is a violation of this organization's policy for any employee to use,
possess, sell, trade, offer for sale, or offer to buy illegal drugs or otherwise
engage in the illegal use of drugs on the job.
2. It is a violation of this organization's policy for any employee to report to
Swork under the influence of illegal drugs or alcohol.
3. It is a violation of this organization's policy for any employee to use
prescription drugs illegally. (It is not a violation of policy for an employee
to use legally prescribed medications, but the employee should notify
his/her supervisor if the prescribed medication will affect the employee's
ability to perform job duties.)
4. Violations of this policy are subject to disciplinary action up to and
including termination.
It is the responsibility of a Supervisor to encourage an employee of resources available
for assistance, when the Supervisor sees changes in performance or behavior that
suggests the employee may have a drug or alcohol problem. The Supervisor should
encourage such employee to seek help. All employees share responsibility for
maintaining a safe work environment, and co-workers should encourage another
employee who has a substance abuse problem to seek help.
APPENDIX A
AFSCME GENERAL EMPLOYEES GRADE/STEP TABLE
$6.6982 REGULAR FULL-TIME EMPLOYEES: 2080 HOURS/YEAR
3.00% October 1, 2001 -September 30, 2002
amounts reflect corrections to errors made on grade/step tables from 94/95 and 97/98)
2441 ,.83859 88052.
Biweekly 551.93 579.53 608.50 638.93 670.87 704.42
Annual 14,350.13 15,067.73 15,821.10 16,612.13 17,442.67 18,314.82
7°9866 N. ,8�3859 ., 8 8052 , ,. 9 2455.
�..
Biweekly 579.53 608.50 638.93 670.87 704.42 739.64
Annual 15,067.73 15,821.10 16,612.13 17,442.67 18,314.82 19,230.64
606379866 ,wy8 3859 8„8052 92`455 9:7078
Biweekly 608.50 638.93 670.87 704.42 739.64 776.62
Annual 15,821.10 16,612.13 17,442.67 18,314.82 19,230.64 20,192.22
3859 sue.,.: 8.8052 y,,.£ 10 1932
30 7 9866 r9.2455 ,9.7078
„. .
Biweekly 638.93 670.87 704.42 739.64 776.62 815.46
Annual 16,612.13 17,442.67 18,314.82 19,230.64 20,192.22 21,201.86
-31 `' 8.3859 8.8052 , " `,9.2455 9,7078 `10.1932 10.7029
Biweekly 670.87 704.42 739.64 776.62 815.46 856.23
Annual 17,442.67 18,314.82 19,230.64 20,192.22 21,201.86 22,262.03
32 8.8052 9.24551 9.7078 10.1932 10.7029 11.2380
Biweekly 704.42 739,64 776.62 815.46 856.23 899.04
Annual 18,314.82 19,230.64 20,192.22 21,201.86 22,262.03 23,375.04
33 9.2455 9.7078 10.1932 10.7029 11.2380 11.7999
Biweekly 739.64 776.62 815.46 856.23 899.04 943.99
Annual 19,230.64 20,192.22 21,201.86 22,262.03 23,375.04 24,543.79
34 9.7078 10.1932 10.7029 11.2380 11.7999 12.3899
Biweekly 776.62 815.46 856.23 899.04 943.99 991.19
Annual 20,192.22 21,201.86 22,262.03 23,375.04 24,543.79 25,770.99
35 10.1932 10.7029 11.2380 11.7999 12.3899 13.0094
Biweekly 815.46 856.23 899.04 943.99 991.19 1,040.75
Annual 21,201.86 22,262.03 23,375.04 24,543.79 25,770.99 27,059.55
36 10.7029 11.23801 11.7999 12.3899 13.0094 13.6599
Biweekly 856.23 899.04 943.99 991.19 1,040.75 1,092.79
Annual 22,262.03 23,375.04 24,543.79 25,770.99 27,059.55 28,412.59
371 11.2380 11.7999 12.3899 13.0094 1365991 14.3429
Biweekly 899.04 943.99 991.19 1,040.75 1,092.79 1.147.43
Annual 23,375904 24,543.79 25,770,99 27,059.55 28,412,59 29,833.23
101 38 11.7909 12.3899 13.0094 13.6599 14.3429 15.0600
Biweekly 943.99 991 19 1,04075 1,092.79 1,147 43 1,204.80
Annual 24,543.79 25,770.99 27,059.55 28,412.59 29,833,23 31,324.80
AFSCME GENERAL EMPLOYEES GRADE/STEP TABLE
$6.6 882 REGULAR FULL-TIME EMPLOYEES: 2080 HOURS/YEAR
3.00% October 1, 2001 -September 30, 2002
amounts reflect corrections to errors made on grade/step tables from 94/95 and 97/98)
GRADE �5tep1 Step 2.. ,,` a,,Ste'p 3
39 „1'2 3899" 1°3'0094 .`. 1.,3;659914443429, 1`5 0600 1581',30;
Biweekly 1 991.19 1,040.75 1,092.79 1,147.43 1,204.80 1,265.04
Annual 1 25,770.99 27,059.55 28,412.59 29,833.23 31,324.80 32,891.04
40 130094' =13 6599 1y43429 I,5 Q600 �166037,
j
Biweekly 1,040.75 1,092.79 1,147.43 1,204.80 1,265.04 1,328.30
Annual 27,059.55 28,412.59 29,833.23 31,324.80 132,891.04 34,535.70
14;3429 15 0600, 15;8130 t j6,6037 17:4339'
Biweekly 1,092.79 1,147.43 1,204.80 1,265.04 1,328.30 1,394.71
Annual 28,412.59 29,833.23 31,324.80 32,891.04 34,535.70 36,262.51
� � ..
42 °14:342915'0600 „ 15 813Q16 6037 17 4339 3056;
Biweekly 1,147.43 1,204.80 1,265.04 1,328.30 1,394.71 1,464.45
Annual 29,833.23 31,324.80 32,891.04 34,535.70 36,262.51 38,075.65
43 "{ 1.5:0600 "15.8130 `=16.6037 17.4330 ' 18:3056 19.2209
Biweekly 1,204.80 1,265.04 1,328.30 1,394.71 1,464.45 1,537.67
Annual 31,324.80 32,891.04 34,535.70 36,262.51 38,075.65 39,979.47
44 15.8130 16.6037 17.4339 18.3056 19.2209 20.1819
Biweekly 1,265.04 1,328.30 1,394.71 1,464.45 1,537.67 1,614.55
Annual 32,891.04 34,535.70 36,262.51 38,075.65 39,979.47 41,978.35
45 16.6037 17.4339 18.3056 19.2209 20.1819 21.1910
Biweekly 1,328.30 1,394.71 1,464.45 1,537.67 1,614.55 1,695.28
Annual 34,535.70 36,262.51 38,075.65 39,979.47 41,978.35 44,077.28
46 17.4339 18.30561 19.2209 20.1819 21.1910 22.2506
Biweekly 1,394.71 1,464.45 1,537.67 1,614.55 1,695.28 1,780.05
Annual 36,262.51 38,075.65 39,979.47 41,978.35 44,077.28 46,281.25
47 18.3056 19.2209 20.1819 21.1910 22.2506 23.3631
Biweekly 1,464.45 1,537.67 1,614.55 1,695.28 1,780.05 1,869.05
Annual 38,075.65 39,979A7 41,978.35 44,077.28 46,281.25 48,595.25
48 19.2209 20.1819 21.1910 22.2506 23.3631 24.5313
Biweekly 1,537.67 1,614.55 1,695.28 1,780.05 1,869.05 1,962.50
Annual 39,979.47 41,978.35 44,077.28 46,281.25 48,595.25 51,025.10
49 20.1819 21.19101 22.25061 23.36311 24.5313 25.7579
Biweekly 1,614,55 1,695,28 1,780,05 1,869.05 1,96250 2,060,63
Annual 41,978.35 44,077.28 46,281.25 48,595,25 51,025.10 53,576,43
50 21.1910 22.2506 23.3631 24.5313 25.7579 27.0458
Biweekly 1,695.28 1,780.05 1,869,05 1,962.50 2,06063 2,163,66
Annual 44,077 28 46,281 25 48,595.25 51,025.10 53,576.43 56,255,26
AFSCME GENERAL EMPLOYEES GRADE/STEP TABLE
$6.6982 REGULAR FULL-TIME EMPLOYEES: 2080 HOURS/YEAR
3.00% October 1, 2001 -September 30, 2002
amounts reflect corrections to errors made on grade/step tables from 94/95 and 97/98)
'7'-GRAbE'-' " "'—" 1--l' , A I w 60
L
j 045'6',f ,28'161, 2-2��,�506 :23� 4.-5 3;1,� 7,-
.3
Biweekly 1,780.05 1,869.05 1,962.50 2,060.63 2,163.66 2,271.85
Annual 46,281.25 48,595.25 51,025.10 53,576.43 56,255.26 59,068.05
'63-f "' - ,2 ,5313'V, 1 7.� 8'0
41 4,-,
Biweekly 1,869.05 1,962.50 2,060.63 2,163.66 2,271.85 2,385.44
Annual 48,595.25 51,025.10 53,576.43 56,255.26 59,068.05 62,021.44
53 -,,--24;531,3 25.757q, V
9 W,
Biweekly 1,962.50 2,060.63 2,163.66 2,271.85 2,385.44 2,504.71
Annual 51,025.10 53,576.43 56,255.26 59,068.05 62,021.44 65,122.51
'8 32�8743 54' ' �Y-25:757q ,,,,28.3981 180',
458
Biweekly 2,060.63 2,163.66 2,271.85 2,385.44 2,504.71 2,629.94
Annual 53,576.43 56,255.26 59,068.05 62,021.44 65,122.51 68,378.54
55 27.0458 28.3981 29.8180 31.3089 32.8743 34.5180
Biweekly 2,163.66 2,271.85 2,385.44 2,504.71 2,629.94 2,761.44
Annual 56,255.26 59,068.05 62,021.44 65,122.51 68,378.54 71,797.44
APPENDIX B
AFSCME GENERAL EMPLOYEES GRADE/STEP TABLE
$6.8991 REGULAR FULL-TIME EMPLOYEES: 2080 HOURS/YEAR
4.00% October 1, 2002-September 30, 2003
amounts reflect corrections to errors made on grade/step tables from 94/95 and 97/98
27 7 175 Iw75339 7 06 „8 3061„ 872 4 9"1575' .
Biweekly 574.01 602.71 632.85 664.49 697.71 732.60
Annual 14,924,21 15,670.51 16,454.05 17,276.69 18,140.51 19,047.60
�28 � 7 5339'; ._" 7 9106 83061 � 8 7214 91575 96.15�4
Biweekly 602.71 632.85 664.49 697.71 732,60 769.23
Annual 15,670.51 16,454.05 17,276.69 18,140.51 19,047.60 20,000.03_
91�06 83061 8 7214 � ,, 91575
°.,.. p 0962'
Biweekly 632.85 664.49 697.71 732.60 769.23 807.70
Annual 16,454.05 17,276.69 18,140.51 19,047.60 20,000.03 21,000.10
30 ,, 8:3061' 87214 g 9.1575 9„6154. ,: :1q„0962 W 10 6010
Biweekly 664.49 697.71 732.60 769.23 807.70 848.08
Annual 17,276.69 1 18,140.51 1 19,047.60 20,000.03 21,000.10 22,050.08
31 8:7214 9:1575 .'9.6154 100962 10.6010 11.1311
Biweekly 697.71 732.60 769.23 807.70 848.08 890.49
Annual 18,140.51 19,047.60 20,000.03 21,000.10 22,050.08 23,152.69
32 9.1575 9.6,1541 10.0962 10.6010 11.13111 11.6877
Biweekly 732.60 769.23 807.70 848.08 890.49 935.02
Annual 19,047.60 20,000.03 21,000.10 22,050.08 23,152.69 24,310.42
33 9.6154 10.0962 10.6010 11.1311 11.6877 12.2721
Biweekly 769.23 807.70 848.08 890.49 935.02 981.77
Annual 20,000.03 21,000.10 22,050.08 23,152.69 24,310.42 25,525.97
34 10.0962 10.6010 11.1311 11.6877 12,2721 12.8857
Biweekly 807.70 848.08 890.49 935.02 981.77 1,030.86
Annual 21,000.10 22,050.08 23,152.69 24,310.42 25,525.97 26,802.26
35 10.6010 11.1311 11.6877 12.2721 12.8857 13.5300
Biweekly 848.08 890.49 935.02 981.77 1,030.86 1,082.40
Annual 22,050.08 23,152.69 24,310.42 25,525.97 26,802.26 28,142.40
361 11.1311 11.6877 12.2721 12.88571 13.53001 14.2065
Biweekly 890.49 935.02 981.77 1,030.86 1,082.40 1,136.52
Annual 23,152.69 24,310.42 25,525.97 26,80226 28,142.40 29,549.52
37 11.6877 12.27211 12.8857 13.5300 14.2065 14.9168
Biweekly 935.02 981.77 j 1,030.86 1,082,40 1,136.52 1,193.34
Annual 24,310.42 25,525,97 26,802.26 28,142A0 29,549,52 31,026,94
38 12.2721 12.8857 13.5300 14.2065 14.9168 15.6626
Biweekly 981.77 1,030.86 1,082,40 1,136.52 1,193.34 1,253.01
Annual 25,525.97 26,802,26 28,142-4 0 29,549 52 31,026,94 32,578.21
AFSCME GENERAL EMPLOYEES GRADE/STEP TABLE
$6.8991 REGULAR FULL-TIME EMPLOYEES: 2080 HOURS/YEAR
4.00% October 1, 2002-September 30, 2003
amounts reflect corrections to errors made on grade/step tables from 94/95 and 97/98
'gaStep3 Step4 ," P,,,W
4, 6
9
3 2.,88 -A ,g; 44'.57
Biweekly 1,030.86 1,082A0 1,136.52 1,193.34 1,253.01 1,315.66
Annual 26,802.246 28,142.40 29,549.52 31,026.94 32,578.21 34,207.06
168
"0"445
�4 53 300 26
Biweekly 1,082.40 1,136.52 1,193.34 1,253.01 1,315.66 1,381.44
1,0 'n )c
Annual 28,142.40 29,549.52 31,026.94 32,578.21 34,207.06 35,917.44
-3,
�:,16'4457 6 14.2 7
Biweekly 1,136.52 1,193.34 1,253.01 1,315.66 1,381A4 1,450.51
Annual 29,549.52 31,026.94 32,578.21 34,207.06 35,917.44 37,713.31
e
A 6`4451 131,4
Biweekly 1,193.34 1,253.01 1,315.66 1,381.44 1,450.51 1,523.04
Annual 31,026.94 32,578.21 34,207.06 35,917.44 37,713.31 39,599.04
43 15:6626 1,8.4457 17.2680 19'.0380 19,9899
Biweekly 1,253.01 1,315.66 1,381.44 1,450.51 1,523.04 1,599.19
Annual 32,578.21 34,207.06 35,917.44 37,713.31 39,599.04 41,578.99
44 16.4457 17,2680 18.1314 19.0380 19.9899 20.9894
Biweekly 1,315.66 1,381.44 1,450.51 1,523.04 1,599.19 1,679.15
Annual 34,207.06 35,917.44 37,713-31 39,599.04 41,578.99 43,657.95
45 17.2680 18.1314 19.0380 19.9899 20.9894 22.0389
Biweekly 1,381.44 1,450.51 1,523.04 1,599.19 1,679.15 1,763.11
Annual 35,917.44 37,713.31 39,599.04 41,578.99 43,65795 45,840.91
1
46 18.1314 19.0380 19.9899 20.9894 22.0389 23.1408
Biweekly 1,450.51 1,523.04 1,599.19 1,679.15 1,763.11 1,851.26
Annual 37,713.31 39,599.04 41,57899 43,657.95 45,840.91 48,132.86
47 19.0380 19.9899 20.9894 22.0389 23.1408 24.2978
Biweekly 1,523.04 1,599.19 1,679.15 1,763.11 1,851.26 1,943.82
Annual 39,599.04 41,578.99 43,657.95 45,840.91 48,132.86 50,539.42
48 19.9899 20.98941 22.0389 23.1408 24.2978 25.5127
Biweekly 1,599.19 1,679.15 1,763.11 1,851.26 1,943.82 2,041.02
Annual 41,578.99 43,657.95 45,840.91 48,132.86 50,539.42 53,066.42
49 20.9894 22.0389 23.1408 24.2978 25.5127 26.7883
Biweekly 1,679 15 1,763.11 1 851.26 1,94182 2,041.02 2,143.06
Annual 43,657995 45,840.91 48,132.86 50,539.42 53,066.42 55,719,66
1
50 22.0389 23.1408 24.2978 25-5127 26.7883 28.1277
Biweekly 1,763,11 1,851.26 1,943.82 2,041.02 2,143.06 2,250.22
Annual 45,840.91 48,132.86 50,539.42 53,066.42 55,719.66 58,505 62
AFSCME GENERAL EMPLOYEES GRADE/STEP TABLE
$6.8991 REGULAR FULL-TIME EMPLOYEES: 2080 HOURSIYEAR
4.00% October 1, 2002 -September 30, 2003
amounts reflect corrections to errors made on grade/step tables from 94/95 and 97/98
GRi4DE Step,,,1 Step�2, Step"3 Step 4 a' Step 5 Step 6
,,. 51�, 23 1408, „ ,242978 „ ,25,5127 26;7883 R,. 28127729 5341
Biweekly 1,851.26 1,943.82 2,041.02 2,143.06 2,250.22 2,362.73
Annual 48,132.86 50,539,42 53,066.42 55,719.66 58,505.62 61,430.93
u 52 , =24 2978 25 5I, ��26 7883 28 1277 ', 29f5341
Biweekly 1,943.82 2,041.02 2,143.06 2,250.22 2,362.73 2,480.86
Annual 50,539.42 53,066.42 55,719.66 58,505.62 61,430.93 64,502.46
53 5127 x;:26:7883', ,,., 28 1277 4z, 29.5341 "; 31 0108 32 5613
Biweekly 2,041.02 2,143.06 2,250.22 2,362.73 2,480.86 2,604.90
Annual 53,066.42 55,719.66 58,505.62 61,430.93 64,502.46 67,727.50
54 26.7883 ;;28;127T 29 5341 3; 01�08 "°`3256,13 341894
Biweekly 2,143.06 2,250.22 2,362.73 1 2,480.86 2,604.90 2,735.15
Annual 55,719.66 58,505.62 61,430.93 64,502.46 67,727.50 71,113.95
55 28.1277 29.5341 31.0108 32.5613 34.1894 35.1 89
Biweekly 2,250.22 2,362.73 2,480.86 2,604.90 2,735.15 2,871.91
Annual 58,505.62 61,430.93 64,502.46 67,727.50 71,113.95 74,669.71
AGENDA REQUEST FORM Von
CITY OF DANIA
a
iAgenda Date: 10-09-01 Agenda Item #:
Title:
AFSCME, LOCAL 3535 AFL-CIO, COLLECTIVE BARGAINING AGREEMENT
Requested Action:
Approval of Collective Bargaining Agreement with the Dania General Employees Association,
AFSCME, Local 3535, AFL-CIO covering the period from October 1, 2001 through September 30,
2004.
Summary Explanation & Background:
,This Agreement, bargained in good faith, is for a three-year term. Deletions from the prior
contract are stricken and additions are underlined. Major changes are: (1) addition of employee
contribution for dependent health care in Article 24; (2)additional provisions in Article 43,
Substance Abuse Treatment, to bring the City into compliance with the Drug-Free Workplace Act,
thereby gaining a 5% discount on our Workers' Compensation premium; (3) 3%wage increase in
FYE2002, 4%wage increase in FYE2003, and 3.5% or CPI whichever is higher to 5% wage
increase in FYE2004 in Article 38, Wages; (4) inclusion of Grade/Step Tables in Article 38,
Wages; (5) Reopener in Article 44, Labor Management Committee, for negotiation of
implementation of recommendations developed in the pay-for-performance study.
Exhibits (List):
AFSCME Collective Bargaining Agreement
Purchasing Approval:
Prepared By:
SLChapman
Source of Additional Information: (Name & Phone)
Recommended for Approval By:
Jason Nunemaker, Acting City Manager
Commission Action:
Passed ❑ Failed ❑ Continued ❑ Other ❑
Comment:
City Manager City Clerk
I
CITY OF DANIA BEACH
GENERAL EMPLOYEES
AFSCME LOCAL 3535 - COUNCIL 79
PO BOX 1708
100 WEST DANIA BEACH BLVD.
DANIA BEACH, FL 33004
Date: September 28, 2001
Jason Nunemaker, City Manager
City of Dania Beach
100 West Dania Beach Blvd.
Dania Beach, FL 33004
RE: Ratification of AFSCME Local 3535 General Employees Union Contract
Dear Mr. Nunemaker:
On September 27, 2001, our union body conducted a vote regarding the
ratification of the proposed contract negotiated between your appointed staff and our
appointed negotiating team. I am pleased to announce that the contract as presented
was approved. 40 of our bargaining unit members voted, with a tallied result of 39 for
ratification and 1 against.
Thank you and the administrative staff for your cooperation during negotiations. If
you have any questions, or require any further information, please feel free to contact
me at extension 3647.
Sincerely,
William S. Jo/son
President
AFSCME Local 3535
General Employees Union
cc: David Keller, Finance Director
Sheryl Chapman, Administrative Services Director
Elizabeth Judd, Representative, AFSCME Council 79
WSJ;Ic
INTEROFFICE MEMORANDUM
CITY OF DANIA BEACH
CITY CLERK DIVISION
TO: William Johnson, General Employees'Union
Sheryl Chapman, Administrative Services Director
cc: Ivan Pato, City Manager
FROM: Charlene Johnson, City Clerk
RE: Union Contract
DATE: November 1, 2001
We are providing you a copy of the executed General Employees' Association
AFSCME, Local 3535 AFL-CIO agreement. Please distribute to all members of
the association.
cj