HomeMy WebLinkAboutCity of Tamarac Resolution R-88-0381
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Temp. Reso. #99B2
CITY OF TAMARAC, FLORIDA
RESOLUTION NO. R-88- `
A RESOLUTION APPROVING AN AGREEMENT WITH
THE FEDERATION OF PUBLIC EMPLOYEES (WHITE
COLLAR AND BLUE COLLAR); AUTHORIZING THE
PROPER CITY OFFICIALS TO EXECUTE SAID
AGREEMENT ON BEHALF OF THE CITY; AND
PROVIDING AN EFFECTIVE
DATE -
WHEREAS, the City of Tamarac and the Federation of
Public Employees have collectively bargained in good faith
and have reduced said bargaining to an agreement, and the
City Council of the City of Tamarac, Florida, is desirous of
approving and providing for the proper execution of said
agreement.
NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE
CITY OF TAMARAC, FLORIDA:
SECTION • That that certain agreement by and between
the City of Tamarac and the Federation of Public Employees
(White Collar and Blue Collar) for the period from October 1,
1987, through September 30, 1990, is hereby approved, a copy
of said agreement being attached hereto and made a part
hereof.
SFCTION 2- That the appropriate City officials are
hereby authorized to execute said agreement on behalf of the
City of Tamarac.
This Resolution shall become effective
immediately upon adoption.
PASSED, ADOPTED AND APPROVED this %' day of �`'``''"'. , 1988.
ATTEST:
-------------
CAROL E. BARBUTO
CITY CLERK
I HEREBY CERTIFY that I have
approved this RESOLUTION as to
form.
RICHARD DOODY
CITY ATTORNEY
L
BERNARD HART
MAYOR -
C/ f," ROHR �
�. 3: C/rd HOFFMAN
:, c,r. 4g V/1M SrEiN
E
E
CONTRACT
BETWEEN
THE CITY OF TAMARAC
AND
THE FEDERATION OF PUBLIC EMPLOYEES-FPE
OCTOBER 1. 1987 THROUGH SEPTEMBER 30, 1990
A
ARTICLE NUMBER
TABLE OF CONTENTS
DESCRIPTION
PAGE NUMBER
1
Preamble.....................................1
2
Recognition.................................2
3
Equal Opportunity ..........................
2
4
Definitions.................................3-4
5
Management's Rights .........................6-6
6
Federation Representation ...................7
7
Dues Deduction and Check-off................8
8
Probationary................................9
9
Substance Abuse.............................10,11,12,13
10
Grievance and Arbitration Procedure .........
14,15,16
11
Wages.......................................17
12
Annual Leave................................18,19
13
Health Insurance ............................20
14
Benefit Options .............................21
15
Maternity Leave .............................22
16
Bereavement Leave ...........................23
17
Workers' Compensation .......................24
18
Holidays....................................25
19
Work Week, Over -time and Call-back ..........
26,27
20
Seniority...................................28
21
Promotions..................................29,30
22
Transfers...................................31
23
Work In Other Classifications ...............32
24
Lay-Offs....................................33,34
25
Safety ............... 6......................35
26
Jury Duty and Appearance as a Witness .......
36
27
Bulletin Boards .............................37
28
Prohibition of Strikes......................38
29
Savings Clause..............................38
30
Miscellaneous...............................39
31
7erm of .;y ww"en4 ...........................40
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Page i
ARTICLE 1
PREAMBLE
This Agreement Is entered Into this day of
1988, by and between the City of Tamarac. Florida. a
municipal corporation of the State of Florida hereinafter referred to
Pis the "Clty" and the Federation of Public Employees, a division of
District 1 Pacific Coast District Marine Engineers Beneficial
Association, AFL-CIO, hereinafter referred to as the "Federation".
It Is the purpose of this Agreement to promote harmonious relations
between the City and Its employees and to establish an orderly and
peaceful procedure In the settlement of differences which might arise
and to provide for Joint collective bargaining In the determination
of wages, hours and other conditions of employment of employees
covered by this Agreement. It Is recognized It Is the responsibility
of the City government to provide services affecting the health and
welfare of the citizens of the City of Tamarac and this Agreement
atween the City and the Federation will serve that end.
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Page 1
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ARTICLE 2
RECOGNITION
2.1 The City agrees to hereby recognize the Federation of Public
Employees, a division of District No. 1, Pacific Coast Dis trict,
Marine Engineers' Beneficial Association, AFL-C10 as the sole and
exclusive bargaining agent for the purpose of collective bargaining
with respect to wages, hours and conditions of employment for those
employees of the City working within Case *RC-78-036 (White Collar)
and Case *8H-RC-773--0026 (Blue Collar) as certified by the Public
Employees' Relations Commission of the State of Florida.
ARTICLE 3
EQUAL OPPORTUNITY
3.1 The City and the Federation shall not discriminate against
any member of the bargaining unit on the basis of race, religion,
color, creed, sex, age, national origin, handicap, Federation
membership or activity, or lack of Federation membership or activity.
3.2 For the sake of convenience, the use of the male gender
herein, is Intended to apply to both male and female employees.
M
0.
Page 2
ARTICLE 4
DEFINITIONS
e following words shall have the meaning herein given them:
AGREEMENT:
That document which delineates the Items and terms which were
mutually agreed to as the result of collective bargaining.
CLASSIFICATION:
A position or group of positions having similar duties and
responsibilities, requiring similar qualifications,
which can be properly designated by one title Indicative of
the nature of the work and which carry the same salary range.
DEPARTMENT HEAD:
Responsible for the day-to-day operation of a division of the
City workforce, whose responsibility Includes developing
efficient work schedules, proper assignment of personnel for
efficient operation, budgeting expenses, developing the
potential of employees In the department, keeping the City
Manager Informed as to the progress of the department. He
shall authorize disciplinary action deemed necessary for the
orderly and efficient operation of the department subject to
the approval of the City Manager.
FEDERATION OF PUBLIC EMPLOYEES:
A division of District No. 1,,PCD, MEGA, AFL-CIO, which
has been granted the right to represent exclusively the
• members of the bargaining unit. Association Is synonymous
with "FPE" when referred to herein.
FULL-TIME EMPLOYEE:
An employee holding a permanent budgeted position scheduled to
work a minimum of forty (40) hours per week.
PART-TIME EMPLOYEE:
An employee holding a permanent budgeted position scheduled to
work a minimum of twenty (20) hours per week.
PAY STATUS:
An employee who Is physically at work or is on an authorized
leave of absence with pay.
PERC:
Public Employees Relations Commission, a regulatory state
agency created under CH. 447 (F.S).
PERA:
Public Employees Relations Act, CH: 447 (F.S.), as sub-
sequently amended governing collective bargaining with
public employees.
PERMANENT POSITION:
Any position vacant or filled which Is designated as such by
the City budget.
PERMANENT STATUS:
An employee classified In a position designated by the
City budget who has satisfactorily completed a probationary
period.
PROBATIONARY EMPLOYEE (NEW HI_RE2:
An employee who Is serving his probationary period prior
to being regularly appointed to a permanent-nsition.
Page 3
ARTICLE 4
DEFINITIONS
PAGE 2 OF 2
PROBATIONARY EMPLOYEE PROMOTION):
An employee who Is serving his probationary period prior
to attaining permanent status In a higher classification.
PROBATIONARY PERIOD JNEW HIRE :
A period of time whereby the employee's performance Is
carefully evaluated In order to attain permanent status.
PROBATIONARY PERIOD (PROMOTION):
A specified period of time whereby the employee's performance
Is carefully evaluated In order to attain permanent status In
a higher classification.
PROMOTION:
The assignment of an employee to a position In a higher
classification, having a higher maximum salary, than the
position from which assignment Is made.
SENIORITY•
Continuous length of service with the City of Tamarac
TEMPORARY OR TEMPORARY PART-TIME EMPLOYEES:
Employees who have a predetermined termination date.
Temporary employees shall not be covered by any of the
provisions of this Agreement.
THE PARTIES:
City of Tamarac and FPE.
UNIT:
That group of employees determined by the City of Tamarac and
and approved by the Florida Public Employees Relations
Commission to be appropriate for the purpose of Collective
Bargaining. M
WORK WEEK:
The standard work week shall consist of 40 hours.
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Pa ge 4
ARTICLE 5
MANAGEMENT'S RIGHTS
5.1 The Federation recognizes the right of the City to oper-
ate, manage and direct affairs of all departments within the City,
except as otherwise expressly provided elsewhere In this Agreement,
Including the exclusive right:
5.2 To manage, direct and totally supervise without Interfer-
ence from the employees of the City.
5.3 To hire, re -hire, promote, transfer, schedule, train,
assign and retain employees In positions with the City and to
establish procedures therefore.
5.4 To suspend, demote, discharge, lay off or take other
disciplinary action against employees for Just cause In accordance
with the Clty's rules, regulations and procedures.
• 5.5 To maintain the efficiency of the operations of all
departments In the City.
5.6 To determine the structure and organization of City
government Including the right to supervise, subcontract, expand,
consolidate or merge any department and to alter, Combine, eliminate
or reduce any division thereof.
In the event the CIty,Chooses to subcontract, the City will make
every effort to place the affected employees within the Clty's
employ. If this action necessitates lay-off of any employee, the
City will give at least sixty (60) days notice to the employee.
5.7 To determine the number of all employees who shall be
employed by the City, the Job make-up, activities, assignments and
the number of hours and shifts to be worked per week Including
40tarting and quitting time of all employees subject to one (1) week
notice if hours are to be changed except In cases of emergency.
Page 5
ARTICLE 5
MANAGEMENT'S RIGHTS
PAGE 2 OF 2
5.S To determine the number, types and grades of positions or
employees assigned to an organizational unit, department or project,
and the right to alter, combine, reduce, expand or cease any
position.
5.9 To continue to control any other function that has been
carried on by the employer prior to the date of this contract and not
mentioned in this Agreement.
5.10 To establish, change or modify duties, tasks, responsi-
billtles or requirements within Job descriptions. Such action will
first be submitted to the Federation for review.
5.11 It Is understood by the parties that every Incidental duty
connected with operations enumerated In job descriptions Is not
always specifically described and employees, at the discretion of the
City, may be required to perform Incidental duties within their
department not within their job description, but within the realm of
related duties.
5.12 The City shall formulate all City policies and procedures
Including rules and regulations which will serve as a guide for the
conduct, responsibilities and duties of all employees covered by this
Agreement. The use, location, operation and personal policies
Including care and maintenance of any equipment or property of the
City used by the employees covered by this Agreement shall be subject
to the exclusive direction and control of the City. However, if any
changes are made regarding any policies and procedures, the City will
give the Federation two (2) weeks notice before any changes are made.
5.13 Any right, privilege or function of the City not specifl-
tally released or modified by the City In this Agreement shall remain
exclusively with the City. Should the City fall to exercise Its
rights In any of the above functions from time to time, this shall
not be construed or deemed a waiver of the Clty's prerogative to
exercise any or all rights or functions listed herein provided that
rules and regulations that have not been enforced shall be posted or
otherwise brought to the attention of the employee and reasonable
notice provided to th. emp:oycw tP.w, tho terms will be enforced.
Page 6
ARTICLE 6
FEDERATION REPRESENTATION
6.1 Neither party. In negotiation, shall have any control over
the selection of the negotiating or bargaining representatives of the
other party. The bargaining committee of the Federation shall
consist of not more than six (6) employee representatives who may
attend all bargaining sessions during working hours at no loss of
pay. The Federation will furnish the City Manager or designee with a
written list of the Federation's bargaining committee prior to the
first bargaining meeting and substitution changes thereto If
necessary.
6.2 The membership of the Federation shall be represented by
Its authorized business representatives. It shall be the
responsibility of the Federation to notify the City Manager or
designee In writing of any change In the designation of Its
Wthorized business representatives subsequent to the execution of
this Agreement.
01
Page 7
DUES DEDUCTION AND CHECK -OFF
7.1 Employees covered by this Agreement may authorize payroll
deductions for the purpose of paying Union deductions. Deductions
shall be deducted monthly and the funds shall be remitted to the
Treasurer of the Federation within thirty (30) days along with a list
of employees whose deductions are remitted. The Federation will not
be required to reimburse the City for administrative costs of payroll
deductions withheld by the City.
7.2 The Federation will Initially notify the City of the amount
of deductions. Such notification will be certified to the City In
writing over the signature of an authorized officer of the
Federation. Changes In Federation deductions will be similarly
certified to the City and shall be done at least one (1) month in
advance of the effective date of such change.
7.3 The City shall have no responsibility or liability for any 0
monies once sent to the Federation, nor shall the City have any
liability or responsibility for the Improper deduction of dues. The
Federation will Indemnify, defend and hold the City harmless for any
claims made and against any suits Instituted against the City for any
and all non -Intentional errors in the administration of the dues
deduction system.
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Page 8
ARTICLE 8
PROBATIONARY PERIOD
8.1 At any time during the Initial employment Probationary
Period, the department head or City Manager may for good cause, bad
cause, or no cause at all, terminate the employee. Any termination
prior to expiration of the probationary period shall be final with no
right of appeal of any type under any of the terms of this Agreement.
8.2 A new employee shall be reviewed after the second, fourth
and sixth month of employment. These reviews shall in no way affect
the employee's salary, but rather shall be a means of notifying the
employee, supervisor and City Manager of the employee's progress.
Two (2) and four (4) month reviews reflecting less than satisfactory
progress may be cause for Immediate termination of employment. The
probationary period Is six (6) months from the first date of
employment.
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Page 9
A dT If+l r n
SUBSTANCE ABUSE
INTENT
a
9.1 The Intent of this Article Is to help and assist an
employee who is under the Influence of substance abuse. The
Federation aria the City further agree that:
Acknowledgement that alcohol and drug abuse are
Illnesses which are treatable and will be given the
same consideration as any other Illness, with the
emphasis on rehabilitation, not elimination of the
employee.
Assurance that neither the City nor the Union Is
concerned with social drinking.
Assurance that the employee will not be disciplined
for having this Illness. That Job performance Is the
only criteria for referral to the program (except for
voluntary self -referrals).
Assurance that entering the program will not effect the
member's future promotional opportunities or Job security.
Assurance that the best available treatment will be
offered through established benefit plans and health
Insurance coverage. .
Assurance that all records and discussions will remain
confidential.
GENERAL TESTING POLICY
9.2 The City will bargain with the Union before Implementing
any aspect or change in drug testing policy.
All employees will be clearly Informed of what drugs or
substances are prohibited.
The city will provide an educational program aimed at
heightening the awareness of drug and alcohol -related problems and
treatment alternatives.
The testing policy shall not pertain to any substances
which are consumed away from the workplace or on the employee's free
time unless the employer can prove that consumption during non-
working hours Is affecting on -the -Job performance.
No bargaining unit member will be subject to any testing
Policy or procedure that Isn't applied equally to all other em-
ployees, including management and supervisory personnel.
Page 10
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ARTICLE 9
SUBSTANCE ABUSE
PAGE 2 OF 4
GROUNDS FOR TESTING
9.3 Random alcohol or drug testing of any kind is prohibited.
If the City possess facts leading to a reasonable basis
upon which to conclude that probably cause exists which Is confirmed
by at least two (2) supervisors to believe a current employee may be
under the Influence of a substance abuse while on duty, a physical
examination by a reputable and reliable medical doctor can be recom-
mended by the department head for the employee In question. This
reputable and reliable medical doctor will be approved upon between
the parties to this Agreement upon ratification of this Agreement.
The medical doctor, after a physical examination of the
employee, may determine the employee Is under the Influence of
substance abuse and, thereby, recommend a test to determine such
abuse.
11
TEST SELECTION
9.4 The City must obtain the Union's consent In selecting the
type of test and laboratory facility which will perform the analysis.
Only laboratories and test products which are routinely
Inspected and checked for sensitivity and specificity will be used.
(Sensitivity Is the ability to correctly Identify a specimen contain-
Ing drugs. Specificity Is the ability to correctly Identify a speci-
men containing no drugs.)
The Union and/or Management retains the right to demand a
change in test product or laboratory based on Information which
challenges the accuracy or quality of either. The Union also retains
the right to demand a change In test product or laboratory which a
#.Uperior alternative of either Is available.
The employer will verify correct specimen ownership Iden-
tification.
Page 11
ARTICLE 9
SUBSTANCE ABUSE
PAGE 3 OF A
CONSEQUENCES OF TESTING POSITIVE
9.5 If an employee Is found to have a substance abuse problem,
the employee shall not be terminated or suspended and will im-
mediately be put Into a Substance Recovery Program. As long as the
employee complies with the Substance Recovery Program, no
disciplinary action will be taken.
All samples which test positive will be retested using gas
chromatrography and mass spectometry.
An employee who tests positive shall have the right to
challenge the accuracy of the test results before entering the
substance abuse program.
EMPLOYEE RIGHTS
9.6 The employee will have the right to Union representation
during any part of a substance abuse testing process.
The employee will be given a sample of his or her own
specimen so that a separate test can be administered.
All test results will be kept confidential and will be
available only to a designated City representative, a designated
Union representative or a designated legal representative.
Any employee who test positive shall be given access to
all written documentation available from the testing laboratory which
verifies the accuracy of the equipment, the qualification of lab
personnel, the chain of custody of the specimen and the accuracy rate
of the laboratory.
Employees using medication or drugs lawfully prescribed
shall notify the City In advance of the use of same and It shall not
constitute grounds of reasonable suspicion of any substance abuse.
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Page 12
ARTICLE 9
SUBSTANCE ABUSE
PAGE 4 OF 4
40
SUBSTANCE ABUSE COMMITTEE
9.7 A Substance Abuse Committee will be formed consisting of
three members of the Union and three Management personnel. This
Committee will meet no later than February 28, 1988.
The purpose of this Committee will be to monitor the
Substance Abuse Article. If there Is an area of dispute which cannot
be resolved by the Committee members, the Issue would then revert to
Step 3 of the Grievance Procedure.
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ARTICLE 10
GRIEVANCE AND -ARBITRATION PROCEDURE
10.1 A grievance shall be defined as any controversy or dispute
arising between the parties involving questions of interpretation or
application of the terms and provisions of this Agreement and other 0
conditions of employment. Having a desire to create and maintain
labor relations harmony between them, the parties hereto agree that
they will promptly attempt to adjust all complaints, disputes,
controversies or other grievances arising between them Involving
questions of Interpretation or application of the terms and provisions
of this Agreement and other conditions of employment.
10.2 Thus, should differences or disputes arise between the
parties to this Agreement or between the employees covered herein and
the City, other than cases of discharge and/or suspension, the ag-
grieved party to this Agreement shall use the following procedures:
STEP 1
In the event an employee believes there Is a basis for a
grievance, said employee shall first discuss promptly the alledged .
grievance with the Immediate supervisor, either privately, or If said
employee prefers, accompanied by the on -site Federation representative
within seven (7) working days of time of the date of the occurrence of
the event giving rise to the grievance. The supervisor shall then
respond within seven (7) working days.
STEP 2
In the event the aggrieved employee and/or the Federation
Is not satisfied with the decision of the supervisor, the grievant
and/or the on -site Federation representative shall present the
grievance In writing to the employee's department head within seven
(7) working days of the date of the aforesaid decision. Upon
presentation of this written grievance to the department head, and
within seven (7) working days thereafter, the department head, the
employee and the on -site Federation representative shall attempt to
resolve the dispute. Within seven (7) working days thereafter, the
department head shall render a decision In writing to both the
an:d to the on -site Federation representative.
Page 14
ARTICLE 10
GRIEVANCE AND ARBITRATION PROCEDURE
PAGE 2 OF 3
STEP 3
In the event the aggrieved employee and/or the Federation Is
4t satisfied with the written answer to Step 2 above. the said
grievance shall be presented within seven (7) working days after the
written answer above to the City Manager or designee, who will, within
seven (7) working days of the receipt of same, meet with a
representative of the Federation In an attempt to resolve the said
grievance. At this meeting, the employee and/or the on -site
Federation representative may also be present. Within seven (7)
working days after this meeting, the City Manager or designee shall
render a decision In writing.
10.3 In the event an employee Is discharged or suspended by the
City. the aggrieved party to this Agreement or employee or employees
shall, within seven (7) working days, grieve his discharge and/or
suspension to the City Manager or designee who shall, within seven (7)
working days of the receipt of the same, meet with a representative of
She Federation in an attempt to resolve the grievance. At this
meeting the employee and/or the on -site Federation representative
shall also be present. Within seven (7) working days after this
meeting, the City Manager or designee shall render his decision In
writing.
10.4 With respect to discharge or suspension, the City shall
notify the affected employee no later than ten (10) working days from
the date the City Manager or designee fixes the responsibility for the
Incident upon which the discharge and suspension Is based.
10.5 The City's failure to comply with the ten (10) working day
period shall automatically move the grievance to the next step of the
grievance procedure.
10.6 The time limitations provided In this Article shall be
Wrictly observed, and the failure to observe these time limitations
will move the grievance to the next step. These time limitations may
be extended only by written agreement of the parties.
Page 15
ARTICLE 10
GRIEVANCE AND ARBITRATION PROCEDURE
PAGE 3 OF 3
10.7 Application to this procedure shall foreclose the griev-
ant from appealing to any other available procedure or vice -versa.
10.8 Nothing In this Article shall require the Federation to
process grievances for employees who are not members of the Feder0.
-
atlon, in conformity with Florida law.
10.9 In the event any dispute and/or difference, including
discharge and suspension, have been properly processed through the
grievance procedure without resolution, the Federation may demand
arbitration and this demand, In writing, shall be presented to the
City Manager or designee within ten (10) working days from the receipt
of the decision of the previous step.
10.10 The arbitrator shall be appointed by mutual consideration
of the parties. In the event the parties are unable to agree upon a
neutral arbitrator within ten (10) working days after the arbitration
Is Invoked, either party may petition the Federal Mediation and Con-
ciliation Service and request a list of five (5) qualified arbitrators
and from said list the parties shall alternately strike and select a
single arbitrator to preside as a neutral at the hearing Involving the
grievance.
10.11 The decision of said arbitrator shall be final and binding
upon both parties. The arbitrator shall not be empowered to alter,
amend, add to, or eliminate any provisions of this Agreement.
Expenses of the arbitrator shall be borne equally by both parties.
Each party shall pay Its own expenses.
10.12 In the event an employee has been disciplined to the extent
he or she has been suspended or dlschar ed and Is reinstated by an
arbitrator's decision, the employee shall be reinstated with all back
pay and with no loss or Impairment of any rights under this Agreement
or other rules and regulations of the City unless directed otherwise
by the arbitrator.
10.13 In the event any employee has been suspended and the
suspension is upheld, that employee, upon the expiration of the
suspension, shall be fully reinstated to his former position with no
fl __ ' : ' '_ ^f any of his rights under this Agreement or other
rules and regulations of the City unless otherwise directed by the
decision of the arbitrator.
Page 16
ARTICLE 11
WAGES
11.1 Effective February 1. 1988. all permanent,f,ull-time and all
permanent part-time employees (Including employees at.present "H"
Step of the pay plan)* shall receive a four -percent (e%) Increase.
11.2 The Step Plan In the previous contract Is eliminated.
11.3 Effective October 1. 1988, each permanent full-time and
each permanent part-time employee shall receive a four -percent (4%)
Increase.
11.4 On October 1. 1989. WAGES for each permanent full-time and
each permanent part-time employee will be determined by a WAGE re -
opener.
11.8 All full-time, permanent employees who have completed 84
months (seven (7) years) of service. shall receive a lumpsum
LONGEVITY payment annually on his/her anniversary date In the amount
f,
of two -percent (2%) of their annual gross salary. Actual payment
Vol be made on the next regularly scheduled pay day. All permanent
employees who have received a Longevity payment based on the "H" Step
of the prior contract between October 1. 1987 and February 1. 1988
will waive their right this fiscal year.
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Page 17
ARTICLE 12
ANNUAL LEAVE
12.1 All accrued Vacation, Sick and Personal Leave will be
combined and called ANNUAL LEAVE. All employees shall be entitled to
ANNUAL LEAVE after satisfactorily completing a six-month (6)
probationary period. ANNUAL LEAVE may be used at the discretion -of
the employee with the approval of the Department Head.
12.2 Upon termination, the employee shall be paid for ANNUAL
LEAVE accrued with a maximum accrual of 520 hours based on the
following formula as of date of ratification of the Agreement.
ACCUMULATED MONTHS OF SERVICE PERCENTAGE OF BUY-BACK
0 -- 12 Months O%
13 - 36 Months 25%
37 - 60 Months 50%
61 months plus 100%
12.3 Effective April 1, 19BB, all new employees will be entitled
to ANNUAL LEAVE after satisfactorily completed a six (6) month
probationary period with a maximum accrual of 280 hours using the same
formula above.
12.4 An employee who has earned mores than 520 hours prior to the .
signing of this contract, will be required to sell back additional
accrued hours at fifty -percent (50%) of their last third years' wages.
I.e. 1986 wages in 1988. This money can be rolled over Into a deferred
compensation plan or It can be bought out completely. This buy out shall
be accomplished no later than April 1, 1988. The additional fifty
percent (50%) third years' wages for the sell -back will be put Into a
separate Reserve Sick Fund for the Indlvidual's personal use, If needed.
If an employee terminates, monies in the Reserve Sick Fund are non-
refundable.
12.5 An incentive will be given to ,any employee who accumulated
over their cap of 280 or 520 hours. At the end of any fiscal year of
this Agreement (FY 1987/1988, FY 1988/198S. FY 1989/1990), an employee
will be paid fifty -percent (50%) of those hours over his appropriate W
maximum accrual based upon his previous third year's hourly rate of pay.
This payment will be In his first paycheck In December. The additional
fifty -percent (60%) of his hours will be placed In the Reserve Sick Fund
as described in 12.4.
Page 18
-ARTICLE,12
ANNUAL LEAVE
'PAGE-2 OF 2
12.6 For purposes of the buy-back provision, Incentive pay, and
termination pay, all payments shall be made at the previous third year's
hourly rate of pay.
12.7 ANNUAL LEAVE shall be earned and computed at the following
new percentage rates:
0
SERVICE
O through 60 months (up to 5 years)
61-120 months (5 through 10 years)
121-180 months (10 through 15 years)
After completion of 15 years
ANNUAL LEAVE
27
pd
days
per
year
(216
hours)
30
pd
days
per
year
(240
hours)
33
pd
days
per
year
(264
hours)
36
pd
days
per
year
(288
hours)
12.8 An employee shall give the supervisor advance notice of
anticipated leave such as illness.. If this Is not possible, an employee
shall contact the supervisor within one (1) hour after starting time,
unless extenuating circumstances prevent such communication for which
documentation may be required by the supervisor. If an employee becomes
III during the course of his working day, he must then Immediately
Inform his supervisor before leaving his Job site.
12.9 Employees on leave without pay shall not accrue ANNUAL LEAVE
hoes while on leave without pay.
12.10 Paid ANNUAL LEAVE will be counted as hours working In calcu-
lating overtime In any work week.
12.11 Permanent part-time employees shall be eligible for fifty -
percent (50%) of all ANNUAL LEAVE benefits.
M
ARTICLE 13
HEALTH INSURANCE
13.1 The City shall provide group health Insurance coverage
after ninety (90) calendar days of employment for a permanent full-
time employee at no Cost to the employee.
31.2 Iftheemployee desires dependent coverage, It will be
subsidlted by the City at the City'* contribution rate which Is
41.79 per month.
13.3 The Federation will be notified when the City Is sollCl-
tine proposals for group health Insurance coverage so the Federation
may submit a list of Insurance representatives and/or companies to be
Included on the Clty's bidders list.
13.E If the Federation has health Insurance proposals for con-
sideration. they may submit them to the City for review at any time
during the term of this contract.
13.8 The City has the right to select and change -health
Insurance companies In Its sole and exclusive discretion at no loss
or reduction of benefits. Howevers alternative cost containment
plans may be offered. Such decision shall not be subject to the
GRIEVANCE AND ARBITRATION PROCEDURE.
13.6 The City shall make available optional Health and Life
Insurance coverage for retiring employees.
13.7 The City shall provide Long -Term Disability for the
employees of the Bargaining Unit and It will also be subject to
annual re -opener.
13.8 The parties agree that this Ar"tIcle will be subject to an
annual re -opener because of the nature of the Insurance Industry In
South Florida.
.4ge 20
W
ARTICLE 14
BENEFIT OPTIONS
0 14.1 At time of ratification, full-time, permanent employees
will be entitled to one thousand three hundred ($1,300.00) dollars In
benefit options per fiscal year.
14.2 Full --time employees who complete probation during the
Contract year shall be entitled to a pro -rats benefit commencing with
Completion of probation.
14.3 Benefit option dollars not utilized during the contract
year will be paid to the employee In the last pay period of the
fiscal year to a maximum of five (5%) percent.
14.4 Benefit options may be selected on an annual basis from
the following list:
DEPENDENT HEALTH INSURANCE
DENTAL (INDIVIDUAL OR DEPENDENT)
OPTICAL (INDIVIDUAL OR DEPENDENT)
• DEFERRED COMPENSATION
DAY-CARE NURSERY
LONG-TERM DISABILITY
SHORT-TERM DISABILITY
EDUCATIONAL ALLOWANCE
TERM LIFE INSURANCE AND AD&D
WELLNESS PROGRAM
PREPAID LEGAL
HEALTH INSURANCE DEDUCTIBLE
14.5 If an employee terminates, Is terminated, retires, or Is
on unpaid leave of absence, the balance of fiscal year benefit
options are forfeited.
14.6 Permanent part-time employees shall be eligible for fifty
(50%) percent of all benefit options above except dependent health
Insurance and health Insurance deductible.
14.7 Any unused health Insurance deductible will be transferred
at the end of the fiscal year to the employee's deferred compensation
:count .
Page 21
ARTICLE 15
MATERNITY LEAVE OF ABSENCE
15.1 Leaves of absence shall be granted to employees without
•
pay. On a leave of absence of thirty (30) calendar days of less., an
employee shall accumulate seniority. On leaves of absence exceeding
thirty (30) calendar days, seniority shall not accumulate.
15.2 Upon employee request, leaves of absence will be granted
female employees because of pregnancy through the third month following
delivery. Such employee who has acquired seniority as provided In
Article B, may commence the leave of absence at the end of the third
(3rd) month of pregnancy. The effective date of leaves of absence for
medical reasons normally will be the last day worked. If, however, the
employee has earned unused vacation or sick leave and requests payment
for same prior to being placed on medical leave of absence. the
effective date of the leave will be the last day of such vacation
and/or sick leave.
15.3 Those employees returning from medical leave of absence will .
furnish a signed letter from her personal physician, attesting to her
physical fitness for resumption of employment. Such employee shall
notify the City at least ten (10) working days in advance of her
return.
15.4 Upon being pronounced physically fit -and further provided
they have the necessary seniority, they shall be returned to their
former status.
15.5 If an employee cannot perform their normal duties and Is
still capable of performing a (light duty) position, the City will
agree to place the employee In that position provided there Is a
vacancy within the department. No (light duty) positions will be added
unless It Is recommended by the Department Head and approved by the
City Manager. 40
15.6 If there Is no (light duty) vacated position available or
the employee desires to be laid off, employee would have the option to
file for unemployment, however, the dzter.;.:nat:;;n cf the:, e::gib::lty
Is In the full discretion of the Florida Unemployment Compensation
Department.
Page 22
ARTICLE 16
BEREAVEMENT LEAVE
16.1 To express the City's concern for an employee during time
of bereavement, three (3) working days of bereavement leave with pay
snail be granted In the event of a death In the Immediate family
w!thln the State of Florida. Five (6) working days will be granted
In the event of a death outside the State of Florida and the employee
travels outside the State of Florida In response to that death. Any
requests for additional leave will be granted whenever possible to be
taken from annual leave.
16.2 Immediate family shall be defined as spouse, child, mother,
father, sister, brother, grandmother, grandfather, grandchild, step
parent, step -child and In-laws, or upon proof, any person in the
general family whose ties would be normally considered Immediate
family and living within the same household.
• 16.3 In authorizing bereavement leave, the supervisor shall
obtain the following Information from the member and have It entered
for payroll purposes:
-relationship of the deceased to the employee
-dates of absence requested
16.4 In order for an employee to be eligible for bereavement
leave, he must contact his Department Head during the first day of
bereavement to notify the City he will not be at work.
.10
Page 23
ARTICLE 17
WORKERS' COMPENSATION INJURY
17.1 Any employee who Is disabled during the course of his
scheduled working hours with the City of Tamarac, which disability 49
would be compensated under the Workers' Compensation Statutes, shall
utilize either sick time or vacation time for the first five (5)
calendar days of the disability.
17.2 Employees, except for Community Service Aides. shall
receive sixty-six and two thirds (66 2/3%) percent of their average
gross bl-weekly base pay until such time as the employee returns to
work, reaches maximum medical Improvement as determined by the Clty's
Workers' Compensatlon.carrler, terminates, shall terminate, or
retires.
17.3 A Community Service Aide shall be paid full salary for the
first five (5) working days of the disability. Thereafter, the City
shall supplement the employee's Workers' Compensation, Social Security
Disability, or any benefits to which he may be entitled so the 0
employee shall receive eighty-five (85%) percent of his gross bi-
weekly base pay until such time as the employee returns to work,
reaches maximum medical Improvement as determined by the Clty's
Workers' Compensation carrier, terminates, shall terminate, or
retires.
17.4 No employee seeking benefits for Workers' Compensation,
Social Security Disability or any other benefits for which he may be
entitled shall ever receive more than one hundred (100%) percent of
his bl-weekly net base pay from the City. A Community Service Aide
receiving compensation from the City under this Article shall be
required to turn over to the City any compensation received from any
other source except for privately purchased Insurance coverage paid
solely by the employee.
Page 24
0
ARTICLE 18
HOLIDAYS
18.1 The City will celebrate the following holidays:
-New Year's Day
-President's Day
-Memorial Day
-Independence Day
-Labor Day
-Veteran's Day
-Thanksgiving Day
-Thanksgiving Day Friday
-Christmas Day
18.2 All full-time and permanent part-time employees shall be
entitled to a normal day's pay for each holiday celebrated by the
City.
18.3 Should a holiday fall on a Saturday or Sunday, the City
will designate either the preceding Friday or following Monday for
observance.
To be eligible for paid holiday, an employee must be In
pay status the scheduled working day preceding and following the
911day. Pay status shall be defined as physically being at work or
on an authorized leave with pay. If a holiday occurs during an
employee's vacation, there shall be no charge from vacation leave for
said holiday.
An employee who Is absent from work the day before or
after a holiday without prior approval due to an Illness, must submit
a physician's statement or a statement of authorization from the
department head to be compensated for said holiday.
18.4 If a normal workday falls on.,a holiday and an employee Is
required to work, the employee shall have the option of:
-pay at time and one half for the day, and eight
(8) hours holiday pay, or
-pay at time and one half for the day and accrual
is of eight (8) hours holiday leave for future
Holiday Leave may be accumulated, but not to exceed
forty (40) hours at any time during an employee's tenure of employ-
ment.
18.5 Holidays will be counted as hours worked for all salary and
benefit purposes although the employee Is not physically at work on
the holiday.
Page 25
ARTICLE 19
WORK WEEK OVER -TIME AND CALL-BACK
19.1 The City Manager or designee shall establish the standard
work week and hours of work not to exceed forty (40) hours with two
(2) consecutive days off.
19.2 The lunch period shall be established by the department
head with the approval of the City Manager or designee. If an em-
ployee Is given a one (1) hour lunch period, It Is understood no
formal breaks will be taken during his shift. If an employee takes a
a thirty (30) minute lunch period, he shall receive a formal break of
fifteen (15) minutes during the first half of his work shift and
fifteen (15) minutes during the second half of their work shift.
Notwithstanding the above, due to the nature of the work.
Public Works employees shall have a one-half (1/2) hour scheduled
lunch break and two (2) fifteen (15) minute break periods, one (1) In
the first half of the shift and one (1) In the second half of the
Shift. 10
19.3 A member who Is not at work during the approved hours shall
be considered unexcused unless such absence Is approved by the super-
visor. Repeated lateness Is significant to operational effectiveness
and is grounds for the supervisor to take disciplinary action.
Lateness, which Is unexcused absence from work. In excess of
six (6) minutes, shall cause an employee to be penalized in quarter
hour (15) minute units for each infraction of such period absent.
19.4 All work performed In excess.!af forty (40) hours In any
work week shall be paid at time and one-half or shall be compensated
In compensatory time at the rate of one and one-half (1-1/2) hours of
compensatory time for each hour worked In excess of forty (40)
hours.
The
employee
shall have
the option of
taking
compensatory
time or
cash
payment
providing
the department
has the
necessary funds
Page 26
ARTICLE 19
WORK WEEK, OVER -TIME AND CALL-BACK
PAGE 2 OF 2
In the budget. All accrued compensatory time must be taken by the
�d of the fiscal year. If It Is not used by the end of the fiscal
year, the employee would be paid off for this time.
19.5 If an employee covered by this Agreement Is called out to
work at a time outside his normal working hours and works less than
two (2) hours, he shall receive a minimum of three (3) hours pay at
regular time at the basic rate of pay. If an employee is called out
to work outside his normal working hours between Sunday night
through Friday morning and works over two (2) hours, he will be
allowed to report to work one (1) hour after his scheduled shift has
started but will be credited for working eight (8) hours for the
following day. If an employee Is called out to work at a time
outside his normal working hours on Friday or Saturday and works over
two (2) hours, he shall receive a minimum of four (4) hours pay at
regular time at the regular basic rate of pay. There shall be no
jayment for travel time. Any hours worked 1n excess of forty (40)
hours will be paid at one and one-half times the basic rate of pay.
19.6 If an employee Is sent home through no fault of his own
before completing his regular assigned shift, he shall be compen-
sated for the shift as though he worked.......
0
�r
Page 27
ARTICLE 20
SENIORITY
20.1 Seniority shall be defined as continuous length of service !
with the City of Tamarac as follows:
A. Total City seniority Is total length of continuous ser- vice
within the employment of the City of Tamarac.
B. Departmental seniority is total length of continuous service
within an employee's current operating department.
C. Continuous service Is defined as the period of employment not
Interrupted by resignation, dismissal, retirement, or quitting without
notice. Time spent greater than thirty (30) calendar days on layoff or
leave of absence shall not be considered a break In service but will
not be credited In the calculation of seniority dates.
20.2 In the event it Is necessary to reduce the work force, all
layoffs shall be according to seniority by classification within a de—
partment. All permanent full-time employees who are laid off shall be
recalled by seniority prior to the City hiring new full-time employees.
All permanent part-time employees shall be recalled by seniority prior
to the City hiring new part-time employees. Those members of the
bargaining unit who are laid off shall retain their right to be
recalled for up to and Including twelve (12) months.
.yr
0
Page 28
r.V .z arm=;.=i
PROMOTIONS
21.1 A promotion Is the assignment of an employee to a position
In a higher classification, having a higher maximum salary, than the
position from which assignment is made. Such employee being promoted
shall receive the minimum of the new pay grade or a five (5%) percent
Increase, which ever Is greater.
21.2 An employee shall be placed on a six (6) month probation-
ary period at the time of promotion. The supervisor shall prepare an
Employee Performance Appraisal and Development Plan form after two
(2), four (4) and six (6) months, and make his recommendations to the
City Manager or designee for permanent status. The expiration of the
six (6) months shall become the employee's annual review date.
21.3 The promotional probationary period does not affect the
employee's entitlement to City benefits granted after satisfactorily
ebmpleting the initial employment probationary period.
21.4 Before employees are hired from the outside to fill
vacancies In all occupational classifications, the Personnel Depart-
ment shall post Job vacancies within the City for a period of three
(3) working days. The City shall promote from within the bargaining
unit If available employees have the skill and ability to perform the
work. Any employee may apply and be considered for posted positions.
A department head has the right to promote qualified
employees from within his department for a vacant position. If an
employee Is promoted in this manner, the Job vacancy will be the posi-
tion vacated by the promoted employee.
21.5 All promotions shall be based on qualifications and
experience. if two (2) qualified employees are considered for the
Oromotlon, the employee with the most seniority shall be promoted.
Page 29
ARTICLE 21
PROMOTIONS
PAGE 2 OF 2
Tests given to permanent employees must be approved by the
Federation and the City Manager or designee.
21.6 If a promoted employee does not prove to be satisfactory,
he shall be returned to his original classification at no -loss of .
seniority and benefits. In the event his original classification is
occupied, the employee filling that classification shall be returned
to his previous position.
In case the original classification of the returned
employee Is occupied by a new probationary employee. that new pro-
bationary employee shall be offered any other vacant position for
which he qualifies or be terminated.
n
�J
Page 30
ARTICLE 22
22.1 A transfer Is the switching of an employee to a Job on an
equal level In the same or another department.
22.2 An employee may suhmit a written request for consideration
for a transfer to another department or to another division or
section within the department, If a position Is vacant. A transfer
must be approved by the affected department heads, the City Manager
or designee and Insofar as practicable, the employee concerned.
22.3 There shall be no probationary period for a transferred
employee. However, If during the ninety (90) day period following
such transfer, If either the employee desires to return to his former
position or the supervisor determines the employee Is not
satisfactorily performing his Job, the employee may be transferred
back to his original position at no loss of seniority or benefits.
. In the event his original classification Is occupied, the
employee filling that classification shall be returned to his
previous position.
�J
Page 31
ARTICLE 23
WORK IN OTHER CLASSIFICATIONS
23.1 Each employee covered under this Agreement shall work only
within his regular Job classification. However, In the event of
temporary vacancies or absences In a higher Job classification, the
City may temporarily assign an employee to a higher Job
classification subject to the following provision:
An employee temporarily assigned to a higher paying
job classification for a period In excess of forty (40) hours shall
receive the minimum of the new pay grade or a one (1) step Increase.
whichever Is greater.
23.2 If the temporary acting position is for a substitution of
an employee absent on authorized leave, It shall be understood said
assignment may be in effect only until such time the absent employee
returns, or until a job declared vacant Is filled on a permanent
basis.
23.3 If an employee is temporarily assigned to work in a lower
paying job classification, he will not receive a decrease In pay.
CJ
Page 32
ARTICLE 24
LAY-OFFS
0 24.1 Seniority shall be defined as continuous length of service
With the City of Tamarac. Seniority shall commence from the
employee's first date of employment.
24.2 In the event It Is necessary to reduce the work force, all
lay-offs shall be according to seniority by Classification within a
department.
24.3 Employees of the bargaining unit who are laid off shall
retain their right to be recalled for twelve (12) months. Laid -off
employees of the bargaining unit shall be recalled prior to the
Clty's hiring any new employees for that Job Classification.
24.4 An Individual will be considered a new hire with a new
starting date if he returns to work after being laid off for more
than twelve (12) months. An individual will also be considered a new
&ire with a new starting date If he Is terminated or resigns at any
time during his employment and Is subsequently re-employed.
24.5 An employee being recalled shall be notified by certified
mail (return receipt), together with a carbon copy to the Federation,
and shall have seven (7) working days from the date of receipt of
notice to respond affirmatively. The City reserves the right to
temporarily assign employees to the vacancy until the recalled
employee reports to work.
24.6 If the City falls to receive an afflrmative response, the
employee shall be removed from the recall list and the City shall
have no further obligation to the employee.
24.7 If the recall notice Is returned and not recelpted. the
employee will be dropped from the recall list and the City shall have
oro further obligation to the employee.
24.8 In the event of layoffs or abolition of a position, the
City shall endeavor to find another position In the City for the
employee in accordance with ARTICLE 20 SENIORITY.
Page 33
ARTICLE 24
LAY-OFFS
PAGE 2 OF 2
24.9 All employees shall receive at least one (1) month notice
of layoffs; or, in lieu of notice, one (1) month compensated time at
his regular rate of pay. The Federation shall be furnished copies of
all layoffs at the same time as the laid -off employee receives
notice.
10
Page 34
ARTICLE 25
SAFETY
25.1 The City and the Federation recognize the Importance of an
adequate Safety Program. A Safety Committee composed of represent-
atives from the Federation and other bargalnin3 units shall meet
periodically for the purpose of establishing and Insuring the
practice of safety for all employees. This Committee shall consist
of no less than four (4) members of the Federation divided among the
various City departments.
25.2 EMERGENCY CONDITIONS - If an employee covered by this
Agreement is required, due to emergency conditions to work In the
service of the City In foul or severe weather, the City shall provide
him with appropriate foul -weather gear.
Under no circumstances shall an employee be required to work
during cloud -to -ground lightning. In flooded areas no employee shall
•e required to work In water deeper than the protective boots
provided by the City.
25.3 SAFETY SHOES - Designated employees In the Bargaining Unit
shall wear safety shoes to work. Anyone reporting to work not
wearing safety work shoes will be sent home. At the start of each
fiscal year, the City will give each designated employee a sixty
($60.00) dollar check to purchase his safety work shoes at a store
of his choice. Probationary employees who complete their probation-
ary period prior to April tst of each year shall receive a $60.00
check for Safety work shoes. If an employee completes their pro-
batlonary period after April 1st of any contract year, the amount of
monies given to them for the initial fiscal year will be pro -rated,
determined by the month they completed their probation.
25.4 EQUIPMENT - The Safety Committee shall regularly review as
a meeting agenda Item the safety of equipment used by City employees.
Page 35
ARTICLE 26
JURY DUTY AND APPEARANCE AS A WITNESS
26.1 The City shall provide leave for Jury duty, An employee
will be paid on City payroll while serving on a Jury. Any compensa-
tion received by the employee for such duty will be endorsed over to
the City.
26.2 An employee who Is excused from Jury duty prior to 11:00
a.m. shall be required to report to work no later than 1:00 P.M.
26.3 If an employee is required to appear as a witness as a
result of litigation involving the City and the use of a personal
vehicle Is required, then the employee shall be reimbursed In accord -
dance with the "Personal Vehicle Compensation" section, ARTICLE 30
of this contract.
26.4 A Request for a Leave of Absence form should be completed
and approved, giving as much prior notice as feasible, for the time
the employee serves on a Jury and appears as a witness.
26.5 An employee who Is bringing suit upon another party or who !
Is being sued shall not be eligible for this leave.
26.6 An employee required to appear as a witness as a result of
litigation not Involving the City, shall not be eligible for this
leave.
Page 36
0
ARTICLE 27
BULLETIN BOARDS
27.1 The City will provide two (2) bulletin boards In City Hall,
one (1) bulletin board In the Public Works Department, (2) bulletin
boards In the Utility West Department, (1) In Operations, and (1) in
the Meter Reader area for the exclusive use of the Federation and
solely for posting of official union materials.
27.2 The Federation agrees the material posted shall not reflect
adversely on the City.
27.3 Notices or bulletins of the Federation to be posted shall
normally be submitted In advance to the City Manager or designee.
27.4 The bulletin boards, authorized by the City for use by the
Federation, may be used by the Federation, under the terms of this
Article, only for the purpose of posting the following notices and
announcements:
(a) Notices of Federation meetings and minutes of meetings;
(b) Notices of Federation elections;
(c) Notices of Federation appointments to office;
(d) Notices of Federation recreational, social affairs and
benefits;
(e) Newsletters;
(f) Any other notices of a general nature regarding Federa--
tlon business.
r-1
Page 37
ARTICLE 28
PROHIBITION OF STRIKES
28.1 The Federation and Its members agree not to engage In a
strike, as deflned In Florida State Statutes as presently in force or 4D
hereinafter amended and the Constitution of the State of Florida,
work stoppages, boycotts, slowdowns or other actlons, overt or
covert, which objectively Interfere with the orderly operation of any
department and the City.
28.2 The parties agree any member who participates In or pro-
motes a strike, work stoppage, slowdown, boycott, failure or refusal
to perform work or any other job action, overt or covert, which ob-
jectively Interferes with the orderly operation of any of the Depart-
ments In the City may be discharged or otherwise disciplined by the
City.
0
ARTICLE 29
SAVINGS CLAUSE
29.1 Should any provisions of this Agreement, or any part
thereof, be rendered or declared Invalid by reason of any existing or
subsequently enacted legislation, or by any decree of a court of com-
petent jurlsdictlon, all other articles and sections of this Agree-
.,
ment shall remain In full force and effect for the duration of this
Agreement.
Page 38
ARTICLE 30
MISCELLANEOUS
30.1 UNIFORMS - The City shell supply uniforms, Including 100%
cotton shirts, and cleaning of uniforms to all field employees within
the Public Works and Utility Departments. Unit members In the Police
Department will be provided uniforms which shall be replaced when
needed and as the budget allows.
30.2 Meter Readers In the Utility Department may wear appro-
priate shorts from May 1 through October 30 when reading meters.
30.3 PERSONAL PROPERTY - The City will not be responsible for
the loss of any personal property unless the equipment Is required by
the Department Head In the performance of the employee's duties.
30.4 SHOWERS - Showers will be provided for all Utility
Department members and lockers will be provided in the new Public
Works building to be constructed on Land Section 7.
40 30.5 LOCKERS - Lockers will be provided to employees In depart-
ments where deemed necessary.
30.6 HATS - Employees will be allowed to wear an appropriate sun
shading hat approved by the Department Head under appropriate working
conditlon!m.
30.7 PRIVATE VEHICLE COMPENSATION - The City, subject to Its
authorization, agrees to compensate employees who use their own ve-
hicles while traveling on City business, no less than that which Is
provided In the applicable Florida State Statute.
%*
Page 39
ARTICLE 31
TERM OF AGREEMENT
31 . 1 Th I s Agreement, a 1 though rat 1 f 1 ed on
shall be effective from October 1, 1987 and shall remain in full
force and effect until September 30. 1990, unless modified or changed
by mutual consent.
31:2 Both parties agree that for the second and third year of
the contract, effective October 1, 1988, ARTICLE 13 - HEALTH
INSURANCE, will be re -opened. Both parties agree that In the third
year of the contract, effective October 1, 1989, there will be a WAGE
re -opener.
31.3 The Items subject to a re -opener set forth In Article 31.2
and/or the expiration of this Agreement requires the parties to begin
negotiations no later than August 1st of the appropriate year.
31.4 Any Federal, State or Local Legislation which has Impact
upon this Agreement shall be reviewed by both parties with advice of
legal counsel so as to properly adjust to comply with the law when
appropriate.
L�
IN WITNESS WHEREOF, The parties hereto have hereunto set
their hands on the respective dates shown over the signatures —
Dated This / �
FEDERATION OF PUBLJC E PLOYEES
BUSINESS REPRESENTATIVE
Day of , 1988.
B Y :
y
BY; z �1� 7�L
C i ty Manag r o ltv F• 1CCL� l�
ers r Rel �RRY PEfl-R&r17'/
BY:
ATTEST: �7 -
CITY CLERK c lRUl- e, 6RRA&u
r"2� c,e.rt-r
T c.,4 a,
-14
Page 40