HomeMy WebLinkAboutR-1987-063 RESOLUTION NO. 63-37
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 OCTOBER 1 , 1987; AND
AUTHORIZING AND DIRECTING THE EXECUTION OF
SAME; AND PROVIDING THAT ALL RESOLUTIONS OR
PARTS OF RESOLUTIONS IN CONFLICT HEREWITH BE
REPEALED TO THE EXTENT OF SUCH CONFLICT; AND
PROVIDING FOR AN EFFECTIVE DATE.
BE IT RESOLVED BY THE CITY COMMISSION OF THE CITY OF DANIA,
FLORIDA:
Section 1 . That a certain contract by and hetween 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 City officials are hereby authorized and directed by
the City Commission to execute said contract.
Section 2. That all resolutions or parts of resolutions in
.s
conflict herewith be and the same are hereby repealed to the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 on this loth day of November , 1987.
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MAYOR - COMMI SI ER
ATTEST:
CITY CLERK - AUDITOR
APPROVED FOR FORM AND CORRECTNESS:
B Yx C� --
FRANK C. ADLER, CITY ATTORNEY
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Resolution No. 63-37
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A G R E E M E N T
BETWEEN
T H E C I T Y O F D A N I A
AND
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T H E G E N E R A L E M P L O Y E E S' A S S O C I A T I O N lw
Agreement Dates:
10/01/87 — 09/30/90 PERC CERTIFICATE #590
GENERAL EMPLOYEES ASSOCIATION
COLLECTIVE BARGAINING AGREEMENT
OCTOBER 1, 1987 TO SEPTEMBER 30, 1990
TABLE OF CONTENTS
PREAMBLE: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
ARTICLE 1: . . . . . . . . . . . 2
DEFINITIONS 2
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ARTICLE2: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3
RECOGNITION 3
ARTICLE3: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4
w...� MANAGEMENT RIGHTS 4
ARTICLE4: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5
UNION RIGHTS 5
ARTICLE5: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
DISCRIMINATIONCLAUSE . . . . . . . . . . . . . . . . . . . . . . 6
ARTICLE6: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7
NO STRIKE 7
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ARTICLE 7: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . g
DUES CHECK-OFF 8
ARTICLE8: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9
UNION BUSINESS 9
ARTICLE9: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10
UNION STEWARDS . . . . . . . . . . . . . . . . . . . . . . 10
ARTICLE10: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11
TRAINING & ORIENTATION PROGRAM 11
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ARTICLE 11: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
MEDICAL EXAMINATIONS . . . . . . . . . . . 12
ARTICLE 12: . . . . . . . . . . . . . . . . . . . . . . 13
WORK DAY
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ARTICLE13: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14
WORKRULES . . . . . . . . . . . . . . . . . . . . . . 14
ARTICLE 14 : . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
BREAKS . . . . . . . . . . . . . . . . . . . . . . 15
ARTICLE 15: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16
DISCIPLINE & DISCHARGE . . . . . . . . . . . . . . . . . . . . . . 16
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ARTICLE16: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17
GRIEVANCE PROCEDURES . . . . . . . . . . . . . . . . . . . . . . 17
ARTICLE 17: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19
PAY & CLASSIFICATION . . . . . . . . . . . . . . . . . . . . . . 19
ARTICLE IS: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20
VACANCIES & TRANSFERS . . . . . . . . . . . . . . . . . . . . . . 20
ARTICLE 19: 21
WORKING OUT OF CLASSIFICATION . . . . . . . . . . . 21
ARTICLE20: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22 , .
OVERTIME . . . . . . . . . . . . . . . . . . . . . . 22
ARTICLE21: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24
UNIFORMS . . . . . . . . . . . . . . . . . . . . . . 24
ARTICLE 22: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25
SAFETY
ARTICLE23: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26
ON-THE-JOB INJURIES . . . . . . . . . . . . . . . . . . . . . . 26
ARTICLE24: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27
GROUP INSURANCE 27
ARTICLE 25: 28
SICKLEAVE . . . . . . . . . . . . . . . . . . . . . . 28
ARTICLE26: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29
LEAVE OF ABSENCE 29
ARTICLE 27: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31
JURYDUTY . . . . . . . . . . . . . . . . . . . . . . 31
ARTICLE 28: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32
BEREAVEMENT LEAVE 32
ARTICLE 29: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33
PERSONALDAY . . . . . . . . . . . . . . . . . . . . . . 33
ARTICLE30: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 34
HOLIDAYS . . . . . . . . . . . . . . . . . . . . . . 34
ARTICLE 31: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36
VACATIONS . . . . . . . . . . . . . . . . . . . . . . 36
ARTICLE32: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 37
COMPENSATION FOR USE OF PERSONAL VEHICLE . . . . . . 37
ARTICLE33: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 38
EDUCATIONAL INCENTIVE 38
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ARTICLE 34: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 39
PENSION . . . . . . . . . . . . . . . . . . . . . . 39
ARTICLE35: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 40
LONGEVITY . . . . . . . . . . . . . . . . . . . . . . 40
ARTICLE 36: . . . . . . . . . . . 41
SAVINGS CLAUSE . . . . . . . . . . . . . . . . . . . . . . 41
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ARTICLE37: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 42
WAGEINCREASES . . . . . . . . . . . . . . . . . . . . . . 42
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ARTICLE 38: . . . . . . . . . . . . . . . . . . . . . . 43 ,r
CROSS OVER WORK ACTIVITIES . . . . . . . . . . . . . . . . . 43
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ARTICLE 39: . . . . . . . . . . . 44
PART-TIME EMPLOYEES . . . . . . . . . . . 44
ARTICLE 40: . . . . . . . . . . . 45
TERM OF AGREEMENT . . . . . . . . . . . . . . . . . . . 45
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CITY OF DANIA
GENERAL EMPLOYEES ASSOCIATION
CONTRACT AGREEMENT
1987
PREAMBLE:
WHEREAS, the parties hereto have established a basic under-
standing 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 con- ,
cerned; and
WHEREAS, the City is engaged in furnishing essential public
services vital to the health, safety, protection, and comfort
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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 responsi-
bility, they have entered into this Agreement as an instru-
ment 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 . . .
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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
demonstrating by any employee or employee group; or the con-
certed abstinence in whole or in part from the full, faithful
and proper performance of duties of employment with the City
for the purpose of inducing
, influencing, condoning, or coer-
cing a change in the terms and conditions of employment or
the rights, privileges, or obligations of public employment.
This section shall not preclude lawful and peaceful picket-
ing.
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 .
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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
working employees of the City
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mentioned case number.
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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 or
service to the public, and exercises control over its organi-
zation 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 w
filing grievances should the exercising of said rights have
the practical effect of violating the terms and conditions of
employment.
The City specificlly and clearly reserves the exclusive right
to manage, direct and program the operations of City Govern-
ment. The City does reserve the exclusive right to hire,
fire, discipline, transfer, layoff and promote its employees.
The City shall determine the number of work hours, shifts,
pay rate and job assignments of its employees and further
reserves the right to subcontract , expand , assign or cease
any job, division or department , providing that this article
is consistent with other articles of this Agreement and Civil
Service Rules, as amended.
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ARTICLE 4
UNION RIGHTS
SECTION 1 :
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 author-
ized 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 expeditious manner and will not be abused nor
hamper the efficient operation of any department or employee
within City Government .
SECTION 2:
The City further agrees that Association members on employ-
er ' 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.
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ARTICLE 5
DISCRIMINATION CLAUSE
The City and the Association agree that the basic intent of
the Agreement is to provide 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, promotion or training , remembering that the
public law and public interest requires no discrimination on
account of race, color, creed , national origin , sex, reli-
gion, age, or physical handicap.
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, rela-
tive to conditions or compensation of public employment or
its betterment, all free of any restraint, coercion, intimi-
dation or reprisal against any employee because of that em-
ployee ' s membership or lack of membership in the Association
by virtue of any employee-member holding office in the Asso-
ciation. 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 support-
ing in any manner, a strike . "Strike" shall be as defined in
Article 1 - Definitions.
This section shall not preclude lawful and peaceful picket-
ing , provided said picketing does not interfere with the
normal , smooth, efficient operations of any department or
division within City Government.
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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 Associa-
tion.
The amounts deducted pursuant to such authorization shall be
transmitted once each month to the Treasurer of the Associa-
tion.
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 ) days written notice to the City and to the
Association by the employees involved.
The Association agrees to indemnify and hold the City harm-
less against any and all claims, suits , orders or judgments,
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.
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ARTICLE 8
UNION BUSINESS
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The Association President and/or a representative of same,
shall be afforded time off from work with pay to attend any
and all meetings held during working hours by the City Com-
mission or meetings with City Administrators that relate to
joint City and Association business .
Sufficient notice of such meetings shall be given to the
appropriate supervisor, and supervisor approval shall not be
unreasonably withheld .
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ARTICLE 9
UNION STEWARDS
The Association President and/or a representative of same,
serving on Association Grievance Committee, may discuss
grievances during working hours, provided they first receive
permission of the appropriate department heads, 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 orienta-
tion and training period along with job description of duties
to all new employees.
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ARTICLE 11
MEDICAL EXAMINATIONS
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 performance 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 employment but shall be taken into considera-
tion with other factors.
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ARTICLE 12
WORK DAY
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The City agrees to consult with the Association ' s Business
Agent, President or Vice President prior to making any
changes in the daily work schedule . Reasonable notice shall
be given wherever possible.
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ARTICLE 13
WORK RULES
The City will provide the Association with a copy of any
written work rules affecting employees covered by this Agree-
ment that are instituted or modified during the term of this
Agreement.
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ARTICLE 14
BREAKS
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The current practice of breaks for General Employees shall
continue throughout this present contract .
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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 ( 5) 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 practice or to
of
ivil
prohibitions, ce
Rule 11 , Section 7, which could cause harm tothe efficient operation of the City.
"Discipline and Discharge" shall be in accordance with Civil
Service Rules as amended. Any member employee terminated for
"just cause" shall be entitled to a lump sum distribution of
all earned benefits .
Whenever a determination is made by a supervisor or depart-
ment head that an employee is to suffer loss of pay for
disciplinary reasons, or have use of accrued sick leave
denied, he/she shall be given the opportunity within a
reasonable period of time, to appeal said action to the City
Manager or his/her designee prior to the actual loss of pay.
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ARTICLE 16
GRIEVANCE PROCEDURES
I. Any claim by an employee , group or class of employee-members
of the Association that there has been a violation , misin-
terpretation or misapplication 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 Associa-
s
j tion, if the adjustment is not inconsistent with the terms of
this Agreement, and if the Association has been given reason-
able opportunity to be present at any meeting called for the
resolution of said grievance , provided the grievance is
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 shall , within ten calendar days, first
discuss 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 three ( 3 ) working days .
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The department head shall within five (5 ) 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 determination not later than
five (5 ) calendar days following the meeting date .
IV. If the grievance is not settled at the third step to the
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satisfaction of the grieved employee, the Association repre-
sentative together with the employee shall forward in writ-
ing, within ten calendar days, 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 (10 ) 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
Association representative within five (5 ) calendar days
after this meeting.
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 .
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.
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ARTICLE 17
PAY & CLASSIFICATION
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
level, the employee(s) affected will be given ten (10)
working days to be heard. Final ap
proval 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 by Civil Service Rules, as
amended.
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ARTICLE 18
VACANCIES & TRANSFERS
Vacancies and transfers shall be filled in accordance with
Civil Service Rules , as amended .
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ARTICLE 19
WORKING OUT OF CLASSIFICATION
Employees or employee will be designated as acting super-
visors by the appropriate Department Head in the absence of a
Supervisor or Person-in-charge , and shall be compensated with
an additional rate of 10% assignment pay for the period in
said classification. Upgrading to be payable in cummula-
tive 80 hour periods only.
In the event an employee is actually promoted to the higher
classification , then the rate of pay shall be determined in
accordance with the prevailing rules of procedures contained
in the pay plan.
There will be a minimum of a 10% increase unless there is
only a one step difference between the respective classifica-
the 5% increase shall apply. However,
lion, in which case
the City Manager may approve a larger increase involving
special circumstances .
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ARTICLE 20
OVERTIME
SECTION 1 :
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. Over-
time pay shall not begin until fifteen ( 15 ) minutes after the
time a normal shift ends provided the employee has accrued
forty ( 40 ) hours of work time within a work week. If the
time exceeds thirty (30) minutes, the employee will be paid a
minimum of one full hour.
*Computation of overtime shall include the time for holiday,
personal day, vacation and sick leave .
SECTION 2:
The parties shall abide by Federal or State law applicable to
••«�` municipalities established to cover overtime and compensatory
time.
SECTION 3:
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 of
one-and-one-half his/her normal salary provided the employee
has worked forty ( 40 ) hours in the work week in which call
back has occured.
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SECTION 4 :
Upon resignation, an employee ' s compensatory time may be
converted to dollars , provided that said employee resigns in
good standing or retires. Conversion of a maximum of forty
( 40 ) hours will be allowed.
SECTION 5:
The City agrees to compensate the employee a minimum of three
(3 ) hours pay at the established rate of one-and-one-half
times the rate of pay for community service aides, etc. ,
called to court, not on their assigned shift . Also the City
will compensate these same persons three dollars ($3 . 00 ) per
hour for standby pay up to a maximum of six dollars ($6 .00 )
per day.
SECTION 6:
The City will make every effort to distribute scheduled
overtime in an equitable manner, provided individuals are
qualified for such overtime assignments.
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ARTICLE 21
UNIFORMS
The City agrees to supply uniforms to employees required to
wear them. Employees are forbidden to wear City uniforms
during activities other than those directly related to their
jobs. Employees who start their work day dressed in an
unclean uniform will be sent home for the day without pay.
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ARTICLE 22
SAFETY
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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 required by the safety program as well as the
State occupational health law.
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 Association, and the
appropriate Department Head or designated representative.
The committee shall meet at reasonable times on working days
during working hours, with the employee representative
serving without loss of compensation .
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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 imme-
diate supervisor. Failure to do so may result in jeopar-
dizing their Workers ' Compensation coverage .
The City shall maintain the prevailing 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 charged against any existing type of
leave. The injured employee shall receive sufficient salary
from the City, that when added to his/her Workers ' Compensa-
tion, the employee will receive the equivalent of full pay.
The employee injured while on the job will be subject to a
periodic review and evaluation conducted by the designated
Safety Committee, who will have the authority to recommend to
Administration, a reduction in compensation. It shall be the
Purpose of 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 ) . Dis-
ability requiring an employee to be off the job for a period
beyond six (6 ) months shall be subject to provisions of the
Retirement Plan.
Employees not having a lost time accident on the job; and no
vehicle accidents for which they are determined to be at
fault, during the fiscal year, earn a Safety Day to be taken
in the next fiscal year, however, employees must work at
least six (6 ) months during the fiscal year to be eligible .
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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 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 . The Association shall be consulted prior
to any changes in the group insurance plan, affecting its
members.
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The City will pick up the full cost of both individual and
dependent insurance.
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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 Department Supervisor and approval by Personnel . If
additional time is further required, employee must follow the
same procedures above .
Any employee not using sick leave for an entire calendar year
shall be given an additional personal day to be used in the e
following year.
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ARTICLE 26
LEAVE OF ABSENCE
SECTION I :
Any employee member who is on duly authorized leave of not
more than thirty (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 to the premium
due date.
SECTION II:
Leave of absence without pay for a period not to exceed
thirty ( 30 ) days may be granted for any reasonabole purpose
by the City Manager or his designee. Such leave 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 Manager will have final approval of
leave of absences.
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.
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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. 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 .
SECTION V: x
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
3 a leave of absence not to exceed seventeen (17 ) working days
at full pay, but must turn over to the City the amount of
compensation earned during this leave of absence.
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.
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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.
In order to receive the payment referred to, an employee
shall give his/her Department Head prior written notice that
he/she has been summoned. Any money received by the employee
for this service shall be turned over to the City in order to
receive his/her regular salary.
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ARTICLE 28
BEREAVEMENT LEAVE
The Bereavement Leave policy for employees shall include:
a) Leave with pay in-State, three ( 3 ) days;
b) Leave with pay out-of-State, five (5) days .
Leave will be honored provided that death has occured 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, mother-
in-law or father-in-law.
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.
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ARTICLE 29
PERSONAL DAY
Employees covered by this contract shall be entitled to two
Personal days per calendar year in addition to posted holi-
days. Department approval will be required for date of use.
Any personal days not used within the calendar year will be
lost.
This provision shall be in addition to the sick leave per-
sonal day earned.
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ARTICLE 30
HOLIDAYS
The following holidays will be observed:
1987/88:
Thanksgiving Day November 26, 1987 Thursday
Day after Thanksgiving November 27, 1987 Friday
*Christmas Eve December 24 , 1987 Thursday
Christmas Day December 25, 1987 Friday
New Year's Day January 01 , 1988 Friday
Martin Luther King ' s Day January 18 , 1988 Monday
Presidents ' Day February 15, 1988 Monday
Memorial Day May 23, 1988 Monday
Independence Day July 04, 1988 Monday
Labor Day September 05, 1988 Monday
NOTE:
**Christmas Eve Day 1987 was exchanged for Day after New Year 's
Day (Jan. 2 ) 1987.
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1988/89:
Thanksgiving Day November 24 , 1988 Thursday
Day after Thanksgiving November 25, 1988 Friday
Christmas Eve (Dec . 24 ) December 23, 1988 Friday
Christmas Day (Sun. 25 ) December 26 , 1988 Monday
New Year' s Day (Sun. 01 ) January 02, 1989 Monday
Martin Luther King 's Day January 16 , 1989 Monday
Presidents ' Day February 20 , 1989 Monday
Memorial Day May 29 , 1989 Monday
Day before Independence Day July 03 , 1989 Monday
Independence Day July 04, 1989 Tuesday
Labor Day September 04, 1989 Monday
1989/90:
Thanksgiving Day November 23 , 1989 Thursday
Day after Thanksgiving November 24, 1989 Friday
Christmas Day December 25, 1989 Monday
New Year 's Day January 01 , 1990 Monday
Martin Luther King ' s Day January 15, 1990 Monday
Presidents ' Day February 19, 1990 Monday
Memorial Day May 28 , 1990 Monday
Independence Day July 04 , 1990 Wednesday
Labor Day September 03, 1990 Monday
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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
15 years or over
— 4 weeks
There shall be a two year limit to the amount of vacation
holding of vacation days.
days accumulated or length of
Vacation shall be taken at the employee ' s discretion with
supervisory permission, but in increments of not less than
five days, however, employees may split one only forty (40)
hour increment per year, utilizing eight (8 ) hour periods in
any combination to a maximum of three (3 ) splits (e.g. 16
hours/16 hours/8 hours or 24 hours/8 hours/8 hours) , with the
approval of the department head.
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ARTICLE 32
COMPENSATION FOR USE OF PERSONAL VEHICLE
The City agrees to reimburse employees for travel expenses at
the City' s prevailing rate , should the City request per-
sonal vehicle use. In addition, employees cannot be com-
pelled to use their personal vehicle.
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ARTICLE 33
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EDUCATIONAL INCENTIVE
The City will repay all costs of job related courses taken
within the fiscal year provided a passing grade is main-
tained. Courses must have approval of Department Head,
Personnel Director and City Manager prior to application.
Employees 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
Effective the first pay period in December 1987, the City
shall contribute five percent (5%) of the members base pay to
the General Employees Retirement Plan which shall be in lieu
of their wage increase and shall offset the employees ' cur-
rent contribution rate.
This five percent (58) shall be paid directly (plus accrued
interest) to members upon termination of employment unless
said termination is due to retirement or the member has
vested rights in the pension plan and elects to leave his/her
funds in the plan until he/she is eligible to select a re—
Members� tirement option.
Members shall continue to be fully responsible for required
pension contributions associated with their longevity pay—
ments.
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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 8. 0%
12 years of service 8. 5%
13 years of service 9. 0%
14 years of service 9 . 5%
15 years of service 10.0%
For calculation purposes , the cut-off date will be December
1, of each year.
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ARTICLE 36
SAVINGS CLAUSE
If any article or section 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.
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In the case of invalidation, both the City and the Associa—
tion shall meet at reasonable times for the purpose of agree—
ing to replace and/or rectify the article( s) in question.
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ARTICLE 37
WAGE INCREASES
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Effective the first pay period in December 1987, the City
agrees , in lieu of a wage increase , to pay five percent ( 5%)
of each member' s base pay directly to the General Employees
Retirement Plan, which shall offset the five percent ( 5% )
currently paid by the employee into the retirement system.
Any employee—member who is not a contributor to or partici—
pator in the retirement system shall receive a five percent
( 58 ) wage increase effective the first pay period in December
1987.
The topic of wage increases shall be reopened for negotiation
in June 1988 for fiscal year 1988/1989 and fiscal year 1989/
1990.
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ARTICLE 38
CROSS OVER WORK ACTIVITIES
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SECTION I :
The City and Union mutually agree that with the introduction
of sophisticated computer software in most departments, the
need for cross training within the "home" department as well
as within other departments throughout the City exists.
SECTION II:
The City and Union agrees that those departments affected by
the demonstrated need for cross training shall be allowed to
do so even if the assigned cross training activities are
outside the employees current job description and classifi-
cation. Employees affected shall also at times be required
to perform cross trained activities in other than their
"home" department. Article 19 of this Contract shall pre-
vail where applicable .
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ARTICLE 39
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PART-TIME EMPLOYEES
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Any and all sections of this Agreement between the General
Employees and the City, apply mainly to fulltime regular
employees. However, in order for the Public Employees
Relations Commission to approve the GEA as the exclusive bar-
gaining unit for the General Employees, part-time employees
could not be excluded from the unit.
It is the position of the City to formally recognize part-
time employees as members of the unit, yet our current fringe
benefit package designed for regular fulltime employees will
not be made available to part-time employees . Any and all
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agreed upon wage adjustments throughout the current contract
year will be enjoyed by both fulltime and part-time employ-
ees.
Vacation allowance for permanent part-time employees who
continuously work a minimum of forty (40 ) hours bi-weekly,
�...,.fi� will be calculated at 1. 54 hours per pay period for 1-5 years
of employment, 2 .31 hours for 5-15 years, and 3. 08 hours for
16+ years of service.
The specific articles the City wishes to be excluded from
part-time participation are:
Article #24 Group Insurance
Article #25 Sick Leave
Article #28 Bereavement Leave
Article " #29 Personal Day
Article #33 Education Incentive
Article #34 Pension
Article #35 Longevity
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ARTICLE 40
TERM OF AGREEMENT
After a majority vote of those Association members voting on
the question of ratification and thereafter upon its ratifi-
cation by an official resolution of the City Commission
ratifying the Agreement and authorizing the City Manager to
sign the Agreement on behalf of the City, then the Agreement
upon being signed by the appropriate Association representa-
tives and the City Manager, shall become effective October 1 ,
1987 . The Agreement shall continue in force until September
30, 1990.
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FOR THE CITY: WITNEESSSED:
MAYOR
CITY MANAGE
FOR THE ASSOCIATION: WWIITTNDEESSpED�:
PRESIDENT
. ��/chi,,—.c. 7/t—n- (�-(".,(✓ 1�7�(,(A;k", �'?�`i`"" _"
SECRETARY
APPROVED FOR FORM AND CORRECTNESS :
<� c.
CITY ATTORNEY
ATTESTED:
CITY CLERK - AUDITOR
DATED: I z/r1,P 7
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