HomeMy WebLinkAboutR-1983-045 l
RESOLUTION NO. 45
A RESOLUTION OF THE CITY OF DANIA, FLORIDA,
APPROVING THE CONTRACT BETWEEN THE CITY OF
DANIA AND THE GENERAL EMPLOYEES ASSOCIATION-
CITY OF DANIA, DATED JANUARY 19 , 1983 ; AND
AUTHORIZING AND DIRECT THE EXECUTION OF
SAME ; AND PROVIDING THAT ALL RESOLUTIONS
OR PARTS OF RESOLUTIONS IN CONFLICT HERE-
WITH BE REPEALED TO THE EXTENT OF SUCH
1 CONFLICT; AND PROVIDING FOR AN EFFECTIVE
DATE .
BE IT RESOLVED BY THE CITY COMMISSION OF THE CITY OF DANIA,
FLORIDA:
Section 1. That that certain contract by and between the
City of Dania and the General Employees Association-City of Dania ,
a true copy of which is attached hereto and made a part hereof as
Exhibit "A" , be and the same is hereby approved and the appropriate
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city officials are hereby authorized and directed by the City Com-
mission to execute said contract.
Section 2 . That all resolutions or parts of resolutions
in conflict herewith are hereby repealed to the extent of such
conflict.
Section 3 : This resolution shall take effect immediately
upon its passage and adoption.
PASSED AND ADOPTED this llth day of January
1983 .
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MAYOR-COMMISSIONER
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ATTEST:
CITY CLERK-AUDITOR
APPROVED FOR FORM AND CORRECTNESS :
BY G. Ll .�
rRANK C. ADLER, City Attorney
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E X H I B I T "A"
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AGREEMENT "-•
Between
THE CITY OF DANIA
And
GENERAL EMPLOYEES ASSOCIATION
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Agreement Dates:
1/1/83 to 12/31/83 PERC Certificate #590
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TABLE OF CONTENTS
ARTICLE #1 TITLE PAGE #
1 DEFINITIONS 1
ii 2 RECOGNITION 2
3 MANAGEMENT RIGHTS 2
4 UNION RIGHTS 3
5 DISCRIMINATION CLAUSE 3
6 NO STRIKE 4
7 DUES CHECK OFF 4
8 UNION BUSINESS 4
9 UNION STEWARDS 4
10 TRAINING AND ORIENTATION 5
11 MEDICAL EXAMS 5
12 WORK DAY 5
13 WORK RULES 5
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15 DISCIPLINE/DISCHARGE 5
16 GRIEVANCE PROCEDURE 6
17 PAY AND CLASSIFICATION 7
18 VACANCIES AND TRANSFERS 7
19 PROMOTIONAL PAY 7
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20 OVERTIME 8
21 UNIFORMS $
22 SAFETY 8
23 ON THE JOB INJURIES 9
24 GROUP INSURANCE 9
25 SICK LEAVE 10
26 LEAVE OF ABSENCE 10
27 JURY DUTY 11
28 BEREAVEMENT LEAVE 11
29 PERSONAL DAY 11
30 HOLIDAYS i2
31 VACATIONS 12
32 USE OF PERSONAL VEHICLE 12
33 EDUCATIONAL INCENTIVE 12
34 PENSION 13
35 LONGEVITY PAY PLAN 13
36 SAVINGS CLAUSE 13
37 WAGE INCREASE 13
38 TERMS OF AGREEMENT 14
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GENERAL EMPLOYEES ASSOCIATION
CITY OF DANIA
CONTRACT AGREEMENT
1982
Preamble
WHEREAS, the parties hereto have established a basic understanding relative to the
terms and conditions of employment of the employees of the City; and
WHEREAS, it is the intent and desire of the parties to this Agreement to work
harmoniously and to promote and maintain efficient and cordial relations between the
City and the Association which will serve the best interest of all concerned; and
WHEREAS, the City is engaged in furnishing essential public services vital to the
health, safety, protection, and comfort of the citizens of Dania, Florida; and
WHEREAS, both the City and its employees have a high degree of responsibility to
the public in so serving the public without interruption of these services ; and
WHEREAS, since both parties recognize this mutual responsibility, they have
entered into this Agreement as an instrument and means to permit them to fulfill
said responsibility;
NOW THEREFORE, in consideration of the premises and promises set forth herein and
the benefits and advantages accruing or expected to accrue to the parties hereto and
those covered by this Agreement by reason hereof, the said parties hereby agree as
follows:
ARTICLE 1
DEFINITIONS
1. ASSOCIATION shall hereinafter mean the GENERAL EMPLOYEES ASSOCIATION - CITY OF
DANIA as evidenced by Order #82E-322, Public Employees Relations Commission,
September 30, 1982.
2. CITY shall hereinafter mean the City of Dania.
3. AGENCY HEAD shall mean the City Manager of the City of Dania.
4. TERM OF AGREEMENT shall mean the duration of the contract as defined by beginning
and ending dates.
5. STRIKE shall mean the concerted failure to report for duty; the concerted absence
from one's position; the concerted stoppage of work; the concerted submission of
resignations; the concerted use of sick leave; boycotting or disruptively demon-
strating by any employee or employee group; or the concerted abstinence in whole
or in part from the full , faithful and proper performance of the duties of employ-
ment with the City for the purpose of inducing, influencing, condoning, or coercing I
a change in the terms and conditions of employment or the rights, privileges , or ---!!!
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obligations of public employment. This section shall not preclude lawful and
�- peaceful picketing.
6. SENIORITY shall mean total amount of continuous service to the City.
7. CALL BACK is when an employee is called to return to work from home not on his/
her regularly assigned shift.
ARTICLE 2
RECOGNITION
The City in accordance with a certification of the Public Employees Relations
Commission of the State of Florida dated the 30th day of September 1982, Certification
590, hereby recognizes the General Employees Association - City of Dania, as the sole
and exclusive bargaining agent for the purposes of collective bargaining with respect
to wages, hours and conditions of employment for those employees of the City working
within the unit certified pursuant to the aforementioned case number.
ARTICLE 3
MANAGEMENT RIGHTS*
Unless otherwise provided in this agreement, the public employer shall have the
right to determine the purpose of each of its constituent departments; determine
standards of service to the public, and exercise control over its organization and
operation. The public employer further reserves the right to direct its employees,
take disciplinary action for proper cause and relieve its employees from duty because
of a lack of work or other legitimate reason, provided the exercise of said rights
does not prevent employees or their representatives from filing grievances should
the exercising of said rights have the practical effect of violating the terms and
conditions of employment. The City specifically and clearly reserves the exclusive
right to manage, direct, and program the operations of CITY GOVERNMENT. The City
does reserve the exclusive right to hire, fire, discipline, transfer, layoff, and
promote its employees. The City shall determine unilaterally the number of work
hours, shifts, pay rate and job assignments of its employees. The City further
reserves the right to subcontract, expand, consolidate, merge any part thereof or
to alter, combine, reduce, expand, assign or cease any job, division or department.
* As outlined under Florida Statutes 447.209, Labor Organizations
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ARTICLE 4
UNION RIGHTS
Section 1: .
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The City agrees that Association officials on employer's premises , and with
no-loss of pay, shall be allowed to:
(a) transmit written communications to the employer authorized by Association
officials ;
(b) consult with the employer on matters mutually agreed to at reasonable times.
It is agreed that the above provisions will be handled in a timely and expedi-
tious manner and will not be abused nor hamper the efficient operation of any depart-
ment or employee within City Government.
Section 2:
City further agrees that Association members on employer's premises in non-
working areas during their non-working hours, shall be allowed to:
(a) distribute Association literature during employee's official non-working
time;
(b) solicit Association membership during employee's official non-working time;
(c) post Association notices on appropriate bulletin boards,
ARTICLE 5
DISCRIMINATION CLAUSE
The City and the Association agree that the basic intent of the Agreement is to pro-
vide a harmonious working relationship between the City and the Association, The
City and the Association agree that all provisions of this Agreement shall be applied
to all employees covered by it and that the City and the Association affirm their
joint opposition to any discriminatory practices in connection with employment, pro-
motion or training, remembering that the public law and public interest requires no
discrimination on account of race, color, creed, national origin or sex.
Employees have the right to join the Association, to engage in lawful concerted
activities for the purpose of collective bargaining, to express and communicate any
view, grievance, complaint or opinion, within the bounds of good taste, relative to
conditions or compensation of public employment or its betterment, all free of any
restraint, coercion, intimidation or reprisal against any employee because of that
employee's membership or lack of membership in the Association or by virtue of an
employee-member holding office in the Association. This provision shall be applied
to all general employees by the City and the Association.
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ARTICLE 6
NO STRIKE
No employee or employee organization may participate in a strike against the City
of Dania by instigation or supporting, in any manner, a strike. "Strike" shall be
defined in Article 1 -- Definitions. This section shall not preclude lawful and
peaceful picketing, provided said picketing does not interfer with the normal, smooth,
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Iefficient operations of any department or division within City Government.
ARTICLE 7
DUES CHECK-OFF
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The City shall deduct dues from the wages of its employees upon written authorization
of the employees of the Association. The amounts deducted pursuant to such authori-
zation shall be transmitted once each month to the treasurer of the Association.
The City shall provide, upon request of the Association, a list of names of employees
from whom the deductions are made. Authorization for such deductions shall be
revocable by thirty (30) day's written notice to the City and to the Association by
the employee involved. The Association agrees to indemnify and hold the City harm-
less against any; and all claims, suits, orders or judgements, brought or issued
against the City as a result of any action taken or not taken by the City under the
provision of this section.
ARTICLE 8
UNION BUSINESS
The Association President and/or a representative of same be afforded time off from
work with pay to attend any and all meetings held during working hours by the City
Commission or meetings with City Administrators that relate to joint City and
iAssociation business. Sufficient notice of such meetings shall be given to the
appropriate supervisor and supervisor approval shall not be unreasonably withheld.
ARTICLE 9
UNION STEWARDS
The Association President and/or representatives of same serving on Association
Grievance Committee may discuss grievances during working hours, provided they
first receive permission of department head and provided also the requests are
reasonable in number.
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ARTICLE 10
TRAINING & ORIENTATION PROGRAM
The City will , upon hiring an employee, provide an orientation and training period
along with job description of duties to all new employees.
ARTICLE 11
MEDICAL EXAMINATIONS
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At City expense, upon hire of an employee, said employee may be required to submit to
a medical examination. Subsequent medical examinations shall not be required unless
sufficient evidence is present that would prove that the involved employee's perfor-
mance is impaired or his condition could cause danger to himself or other employees.
A medical examination shall not be the exclusive reason for termination of employ-
ment but shall be taken into consideration with other factors.
ARTICLE 12
WORK DAY
Employer agrees to consult with the Association Business Agent, President or Vice
President prior to making any changes in the daily work schedule. Reasonable notice
shall be given wherever possible.
ARTICLE 13
WORK RULES
The City will provide the Association with a copy of any written work rules affecting
employees covered by this Agreement that are instituted or modified during the term
of this Agreement.
ARTICLE 14
BREAKS
The current practice of breaks for Public Works employees shall continue throughout
this present contract year.
ARTICLE 15
DISCIPLINE & DISCHARGE
All employees with permanent or non-permanent status with the City may be disciplined
for just cause. An accused employee must be served notice five calendar days prior
to any hearing or investigation. Said employee shall have the right to have a union
representative present at any hearing or investigation as an observer.
"Just Cause" may be defined to mean definite proof of alleged misconduct of an
employee in regards to job duties, work hours, ethical practices or violation of
Civil Service prohibitions, Rule 11, Section 7, which could cause harm to the
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efficient operation of the City. Discipline and discharge shall be in accordance
with Rule 12, Section 3 and 4 of Civil Service. **
ARTICLE 16
GRIEVANCE PROCEDURES
I. Any claim by an employee, group or class of employees of the Association at the
request of a group of employees that has been a violation, misinterpretation or mis-
application of any
provision of this Agreement or any rule, order or regulation of
the City deemed to be in violation of the Agreement may be processed as a grievance
as hereinafter provided. Nothing in this Article shall be construed to prevent any
employee from presenting at any time, his/her own grievance in person or by legal
counsel to the City, and having such grievance adjusted without the intervention of
the Association, if the adjustment is not inconsistent with the terms of this
Agreement, and if the Association has been given reasonable opportunity to be present
@t any meeting called for the resolution of said grievance provided the grievance
W advanced for resolution in a timely manner within ten calendar days.
II. In the event that an employee believes there is a basis for a grievance he/she
I shall first discuss within ten calendar days the alleged grievance with the immediate
supervisor either personally or if he/she prefers accompanied by an Association
representative.
III. If the grievance is not settled at the first or second step and the employee
wishes to appeal the grievance to Step 3 of the grievance procedure; it shall be
referred in writing to the department head within 3 working days . The department
head shall within five calendar days following -receipt of the written grievance, _
conduct a meeting between him/herself, the Association representative and the
grieved employee at a time mutually agreeable to all parties. The department head
shall notify the Association and grieved employee, in writing, of his/her deter-
mination not later than 5 calendar days following the meeting date.
IV. If the grievance is not settled at the third step to the satisfaction of the
grieved employee, the Association representative together with the employee shall
forward, in writing, the stated grievance to the office of the City Manager. The
City Manager or his designee shall meet with the employee and the Association
representative within ten calendar days after receipt of the grievance, unless such
time is mutually extended in writing. The City Manager shall furnish a copy of
his decision in writing to the employee and the the Association representative
within five calendar days after this meeting.
** any member employee terminated for just cause shall be entitled to
a lump sum distribution of all earned benefits .
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V. If the grievance is not settled in the above Step 4, the grievance shall be
submitted within 30 calendar days to binding arbitration under the rules of Section
447.401 of the Florida Statutes and Administrative Code Rule 38D-19.01.
VI. Any grieved employee shall have the option of using either the Grievance
Procedure outlined above or that designated by Civil Service, but not both.
ARTICLE 17
PAY AND CLASSIFICATION PLAN
The City shall establish and maintain, on a current basis, a Pay and Classification
Plan for all employees whose positions are covered by Civil Service. The Personnel
Director shall have the responsibility for proper and continuous maintenance of the
Plan. Changes in the duties and responsibilities of any position shall be reported
to the Personnel Director by the Department Head. If the changes are determined to
be permanent and therefore require a reclassification to a different pay and grade
lgvel , the employee(s) affected will be given ten working days to be heard. Final
approval will then be given by the office of the City Manager and Civil Service
Board.
All examinations and appointments for positions in City Government shall be covered ,d
by Civil Service Rules.
ARTICLE 18
VACANCIES & TRANSFERS
In filling vacancies , qualified employees who are being considered, shall be
assigned by seniority before assignments are made by a new employee. Selections
are to be considered by the seniority lists which shall be established by the City
and in accordance with Civil Service. Qualifications shall be determined by the
City Administration.
ARTICLE 19
ELIGIBILITY FOR PROMOTIONAL PAY
Employees, if upon official designation by the appropriate supervisor are requested
to fill a temporary vacancy in a higher classification, shall be compensated an
additional rate of 5% assignment pay for the period in said classification of not
less than 40 hours.
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ARTICLE 20
OVERTIME
Section I. All overtime shall be compensated at the rate of time and one half based
on the employee's regular rate of pay and shall be paid in the pay period in which
it is earned. Overtime pay shall not begin until fifteen (15) minutes after the
time a normal shift ends provided the employee has accrued 40 hours of work time
within the work week. If the time exceeds thirty (30) minutes, the employee will
be paid for a minimum of one full hour.
*Computation of overtime shall include the time for holiday, personal day, vacation
and sick leave.
Section II. The employees may have the alternative of accruing compensatory time
at one and one-half hours in lieu of pay. This shall include hurricanes and all
other emergencies. If federal or state law is established to cover such practices,
the parties shall abide by such law.
Section III . When it is necessary for the City to require member employees to
return to work, (defined as call back) not on their assigned shift, the City agrees
to compensate the employee a minimum of three (3) hours pay at the established rate
R of one and one-half his/her normal salary provided the employee has worked 40 hours
in the work week in which call back has occurred.
ARTICLE 21
UNIFORMS
Employees, who, due to the requirement of their gobs, wear uniforms , will be issued
_oF five (5) sets per week at no cost. Employees are forbidden to wear City uniforms
during activities other than those directly related to their Job. Employees who
start their work day dressed in an unclean uniform will be sent home for the day
without pay. This article pertains only to Public Works and Water Departments.
ARTICLE 22
SAFETY
The City and the Association recognize the importance of an adequate safety program.
The City agrees to provide and maintain an ongoing safety program. The Association
will encourage its members to comply with the City's safety program. The City
shall provide all necessary safety equipment provided by the safety program as well
as State occupational health law. Required safety equipment not provided by the
City may be purchased by the employee. Upon approval of the City, the employee
shall be reimbursed by the City.
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It is further agreed that a safety committee be formed which shall be comprised of
the City's Personnel Director, an employee representative appointed by the Associa-
tion and the City's Chief Administrator or his designated representative. The
committee shall meet at reasonable times on working days during working hours, with
the employee representative serving without loss of compensation.
ARTICLE 23
ON-THE-JOB INJURIES
All members are required to report any and all accidents resulting in injuries even
of a minor nature to their immediate supervisor. Failure to do so may result in
jeopardizing their Workers Compensation Coverage. The City shall maintain the pre-
vailing practice of assigning the proper medical attention, as approved by the
compensation carrier. The City shall agree that in the event of an on-the-job
injury to a member, said member shall be carried at full pay and will not be
4harged against any existing type of leave. The injured employee shall receive
sufficient salary form the City, that when added to his or her Workers Compensation,
the employee will receive the equivalent of full pay. The employee injured while
on the job will be subject to a periodic monthly review and evaluation conducted
by the designated Safety Committee. It shall be the purpose of monthly review to
determine the exact extent of injuries, the medical diagnosis, as well as prognosis,
and the proper time allotted for Maximum Medical Improvement (MMI) .
Disability requiring an employee to be off the job for a period beyond six (6)
months shall be subject to provisions of the Retirement Plan.
ARTICLE 24 _
GROUP INSURANCE
The City shall make every effort to offer its employees a Group Insurance Package
consisting of health, dental , life, accidental death and dismemberment, and weekly
disability income. The premiums charged to the employees for dependent coverage
shall be consistent with any premium the City is obliged to receive from its
insurance or self-insurance carrier. The City retains the right to modify its
existing Group Insurance Policy at any time during the life of the contract.
Modification shall be interpreted to mean any changes in benefit provisions.
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ARTICLE 25
SICK LEAVE
The City agrees to maintain the current sick leave accrual policy, yet will
slightly modify its use. Employees may take as many earned sick leave days as
personally necessary for themselves or for members of their immediate family
up to a maximum of five (5) consecutive days upon written request of the Depart-
ment Supervisor and approval by Personnel . If additional time is further required,
employee must follow the same above procedures. Any employee not using sick leave
for an entire calendar year shall be given an additional personal day to be used
in the following year.
ARTICLE 26
LEAVE OF ABSENCE
Section I. Any employee member who is on duly authorized leave of not more than
30 days shall continue to maintain all non paid benefits including seniority and
longevity except for extended military leave (as provided by Federal law). Any
employee wishing to continue health benefits during leave shall pay benefits him/
herself. Payments of the premiums must be paid to the City seven (7) days prior
R tp the premium due date.
Section II. Leave of absence without pay for a period not to exceed 30 days may
be granted for any reasonable purpose by the City Manager or his designee. Such
leaves may be renewed or extended for any reasonable purpose so long as it does
not hamper the efficient operation of the City and/or department. The City
YY Manager will have final approval of leave of absences,
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Section III . An employee may, upon request be granted an unpaid leave of absence
by the City Manager or his designee for educational purpose at an accredited
institution when it is related to his employment for a period not to exceed one
year. This period may be renewed for an additional year at the request of the
employee to a maximum of two years provided his/her absence does not present any
undue hardship on the department or the City administration; this shall be
determined by the Department Head and the City Manager.
Section IV. Employees shall be granted leave of absence with pay for educational
conferences, seminars, briefing sessions or other activities of a similar nature
that are intended to improve or upgrade individual skill or professional ability
by the City Manager or his designee provided such additional funds have been
appropriately budgeted.
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Section V. Any employee who is a member of the National Guard or Military Reserve
Forces of the United States and who is ordered by the appropriate authorities to
attend a prescribed training program or to perform other duties , shall be granted
a leave of absence not to exceed two weeks at full pay, but must turn over to the
City the amount of compensation earned during training.
Section VI. Maternity leave without pay for a period of up to six (6) months shall
be granted by the City Manager or his designee at the request of a female employee
who provides sufficient evidence, from a licensed medical doctor, that such leave
is medically necessary.
ARTICLE 27
JURY DUTY
An employee who is summoned shall be granted leave for legal commitments and shall
receive their regular salary while serving as jurors or witnesses under subpoena.
Ip order to receive the payment referred to, an employee shall give his department
head prior written notice that he/she has been summoned to jury duty. Any money
received by the employee for this service shall be turned over to the City in order
to receive his/her regular salary. y_1
ARTICLE 28
BEREAVEMENT LEAVE
The Bereavement Leave Policy for employees will change to include: Leave with pay
in-State, three (3) days ; leave with pay out-of-State, five (5) days. Leave will
be honored provided that death has occurred within the immediate family, i .e. ;
mother, father, sister, brother, step-mother, step-father, step-sister, step-
brother, son, daughter, wife, husband, grandmother or grandfather. Leave without
pay may be granted for bereavement purposes for other than immediate family only
with written approval of the Department Head or City Manager but will be subject
to the following restrictions: in-State - one day, out-of-State - two days.
ARTICLE 29
PERSONAL DAY
Employees covered by this contract shall be entitled to one personal day per calendar
year in addition to posted holidays. Department approval will be required for date
of use. Any personal day not used within the calendar year will be lost. This pro-
vision shall also apply to the sick leave earned personal day.
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ARTICLE 30
HOLIDAYS
The following holidays will be observed:
New Years Day Holiday
Presidents Day
Memorial Day
Independence Day
Labor Day
Thanksgiving Day
Friday after Thanksgiving
Christmas Eve Day
Christmas Day
ARTICLE 31
VACATIONS
All employees covered by this Agreement shall be entitled to vacation leave in
accordance with the following schedule:
More than 1 year, but less than 5 years - 2 weeks
More than 5 years, but less than 15 years - 3 weeks w
15 years or over - 4 weeks
There shall be a two year limit to the amount of vacation days accumulated or
length of holding of vacation days. Vacation shall be taken at the employee's
}} discretion with supervisory permission, but in increments of not less than five
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days.
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COMPENSATION FOR USE OF PERSONAL VEHICLE
The City agrees to reimburse employees for travel expenses should the City request
personal vehicle use, at the City's prevailing rate. In addition, employees cannot
be compelled to use their personal vehicle.
ARTICLE 33
EDUCATIONAL INCENTIVE
City will repay all costs of job related courses taken within the fiscal year
provided a passing grade is maintained. Courses must have approval of department
head, Personnel Director, and City Manager prior to application. Employee will
receive a one time $25.00 incentive regardless of the number of courses completed,
provided a passing grade is maintained in all courses taken.
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ARTICLE 34
PENSION
The City shall continue with its present practice of pension plan.
ARTICLE 35
LONGEVITY
Employees eligible to receive longevity pay will be offered the following scale:
Percentage of Base Salary
6 years of service 1.5%
7 years of service 3.0%
8 years of service 4.5%
9 years of service 6.0%
10 years of service 7.5%
11 years of service 9.0%
12 years of service 10.5%
• 13 years of service 12.0%
14 years of service 13.5%
15 years of service 15.0%
The longevity program shall have a $2,500 cap on the maximum amount an employee may
receive.
* Addendum dated 12-22-82: The union will agree to a $2,500 longevity cap ceiling
for the contract year 1983, provided, however, that those employee group(s)
scheduled to receive the same longevity cap (for 1983) is/are not changed.
ARTICLE 36
SAVINGS CLAUSE
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If any article or sections of this agreement shall be found invalid, unlawful , or
not enforceable by reason of any existing or subsequently enacted State, Federal or
Municipal Legislation, all other articles shall remain in full force and effect for
the duration of this Agreement.
In the case of invalidation; both the City and the Association shall meet at
reasonable times for the purpose of agreeing to replace and/or rectify the article(s)
in question.
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ARTICLE 37
WAGE INCREASE
Employer agrees to increase the current wage rate of all employees covered by this
contract in the amount of three percent (3%) effective January 1, 1983. Employer
further agrees to an additional increase of two percent (2%) effective July 1, 1983.
Such increases shall be subject to pension contributions by the employer and employee.
ARTICLE 38
TERM OF AGREEMENT
After a majority vote of those Association members voting on the question of ratifica-
tion and thereafter upon its ratification by an official resolution of the City Commis-
sion ratifying the Agreement and authorizing the City's Chief Negotiator to sign the
Agreement on behalf of the City, then the agreement upon being signed by the appro-
priate Association representatives and the Chief Negotiator of the City, shall become
effective January 1, 1983, unless otherwise stipulated. The Agreement shall continue
in-force until December 31, 1983.
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FO HE ITNESSED
MAYOR
ANAGER
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FOR THE ASSOCIATI .: WITNESSED
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APPROVED FOR FORM AND CORRECTNESS
BY
Frank C. Adler, City Attorney
ATTEST: /
DATE:
CITY CLERK-AUDITOR
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