Exhibit 03 - City of Miami AFSCME 1907 General Employees Union Contract Oct 1 2023 - Sep 30 2026.pdf

AGREEMENT INFORMATION

AGREEMENT NUMBER 25347

NAME/ TYPE OF AGREEMENT AMERICAN FEDERATION OF STATE, COUNTY, & MUNICIPAL

EMPLOYEES LOCAL 1907

DESCRIPTION COLLECTIVE BARGAINING AGREEMENT/ OCTOBER 1, 2023 -

SEPTEMBER 30, 2026/ FILE ID: 15721/ R- 24- 0147/ MATTER ID:

23- 165

EFFECTIVE DATE October 1, 2023

ATTESTED BY TODD B. HANNON

ATTESTED DATE 12/ 20/ 2024

DATE RECEIVED FROM ISSUING

DEPT.

12/ 20/ 2024

NOTE

EXHIBIT 03

NO:

DOCUMENT ROUTING FORM

CITY OF MIAMI

IC5•N1

ORIGINATING DEPARTMENT: Human Resources

DEPT. CONTACT PERSON: Teresita Martinez EXT. 305- 416-2107

NAME OF OTHER CONTRACTUAL PARTY/ENTITY:

IS THIS AGREEMENT TO BE EXPEDITED/ RUSH

TOTAL CONTRACT AMOUNT: $

TYPE OF AGREEMENT:

MANAGEMENT AGREEMENT

PROFESSIONAL SERVICES AGREEMENT

GRANT AGREEMENT

EXPERT CONSULTANT AGREEMENT

LICENSE AGREEMENT

El YES ONO

FUNDING INVOLVED? OYES ONO

PUBLIC WORKS AGREEMENT

El MAINTENANCE AGREEMENT El INTER -LOCAL AGREEMENT

LEASE AGREEMENT

PURCHASE OR SALE AGREEMENT

OTHER: ( PLEASE SPECIFY): AFSCME LOCAL 1907 2023- 2026 COLLECTIVE BARGAINING

AGREEMENT

PURPOSE OF ITEM (BRIEF SUMMARY):

COMMISSION APPROVAL DATE: 4 / 25 / 24 FILE ID: R- 24- 0147 ENACTMENT

IF THIS DOES NOT REQUIRE COMMISSION APPROVAL, PLEASE EXPLAIN:

ROUTING INFORMATION ,; Date PLEASE PRINT AND SIGN

APPROVAL BY DEPARTMENTAL DIRECTOR

12/ 19/ 24 PRINT:

SIGNATURE:

SUBMITTED TO RISK MANAGEMENT

PRINT:

SIGNATURE:

SUBMITTED TO CITY ATTORNEY

PRINT: GEORGE K. WYSONG III

SIGNATURE:

APPROVAL BY ASSISTANT CITY MANAGER

PRINT:

SIGNATURE:

APPROVAL BY DEPUTY CITY MANAGER

PRINT: NATASHA COLEBROOK- WILLIAMS

SIGNATURE:

RECEIVED BY CITY MANAGER

PRINT: ART NORIEGA, V

SIGNATURE:

SUBMITTED TO THE CITY, CLERK

PRINT: TODD B. HANNON

SIGNATURE:

PLEASE ATTACH THIS ROUTING FORM TO ALL DOCUMENTS THAT REQUIRE

LGv=", vTIA\! EDV Tun- / rein, DA A W AfttnED

AGREEMENT

BETWEEN

CITY OF MIAMI, MIAMI, FLORIDA

AND

MIAMI GENERAL EMPLOYEES

AMERICAN FEDERATION OF STATE,

COUNTY, AND MUNICIPAL EMPLOYEES

LOCAL 1907, AFL-CIO

October 1, 2023 September 30, 2026

Article 1

Article 2

Article 3

Article 4

Article 5

Article 6

Article 7

Article 8

Article 9

Article 10

Article 11

Article 12

Article 13

Article 14

Article 15

Article 16

Article 17

Article 18

Article 19

Article 20

Article 21

Article 22

Article 23

TABLE OF CONTENTS

Agreement

Preamble

Recognition

Representation of the City

Representation of the UNION

Management Rights

No Strike

Discrimination

Prevailing Benefits

Attendance At Meetings/ UNION Time Pool

UNION Stewards

Contract Distribution

Notices

Bulletin Boards

Dues Check off

Grievance Procedure

Employees' Bill of Rights

Disciplinary Procedures

Loss of Employment

Employee Evaluation

Anniversary Increase

Employees Acting Within the Scope of Authority

Working Out of Classification

Rest/ Lunch Periods

Line of Duty Injuries

Page

Article 24 Wages 52

Article 25 Pay Supplements 55

Article 26 Salary Basis/ Exempt 60

Article 27 Overtime/ Compensatory Time 61

Article 28 Group Insurance 64

Article 29 Uniforms and Safety Shoes 71

Article 30 Tool Allowance 73

Article 31 Tuition Reimbursement 75

Article 32 Call Back Pay 78

Article 33 Jury Duty/ Court Appearance 79

Article 34 Commendation Paid Leave 81

Article 35 Parking 82

Article 36 Blood Donors 83

Article 37 Vacation 84

Article 38 Security Operations 84

Article 39 Sick Leave 88

Article 40 Tardiness 93

Article 41 Family Medical Leave and Leave Without Pay 95

Article 42 Labor/ Management Partnership Committees 98

Article 43 Bereavement - Death in Family 99

Article 44 Military Leave 100

Article 45 Holidays 101

Article 46 Promotions 103

Article 47 Residency 104

Article 48 Total Agreement 105

Article 49 Savings Clause 106

Article 50 Seniority 107

Article 51 Leave Balance Payoffs 108 ii

Article 52 Pension 109

Article 53 Term of Agreement 114

Article 54 Health and Safety 116

Appendix A 120

AGREEMENT

THIS AGREEMENT is entered into this of 2023, between the CITY

OF MIAMI, FLORIDA, a municipal corporation ( hereinafter referred to as the " City") and the

MIAMI GENERAL EMPLOYEES AFSCME LOCAL 1907, AFL- CIO ( hereinafter referred to as the " UNION")

PREAMBLE

WHEREAS, it is the intention of the parties to this Agreement to set forth herein the entire agreement of the parties concerning matters which are within the scope of negotiation:

NOW, THEREFORE, in consideration of the mutual covenants and agreements herein contained, the parties do mutually covenant and agree as follows:

1. 1

ARTICLE 1

RECOGNITION

Pursuant to and in accordance with all applicable provisions of Chapter 447, Florida Statutes, as amended, the City recognizes the UNION as the exclusive bargaining representative for all employees included in the bargaining unit.

1. 2 The bargaining unit is as defined in presently filed Certification issued by the

Florida Public Employees Relations Commission initially certified on June 6, 1978, Certification

408, which includes all the classifications listed in APPENDIX A of the Agreement.

1. 3 The City shall promptly notify the UNION in writing of any newly created classifications within the City. The City shall also provide the Union with copies of requests for audits of any bargaining unit positions when they are requested.

1. 4 If there is a dispute between the parties regarding the inclusion or exclusion of any classifications within the bargaining unit, the issue shall be settled in accordance with State law.

ARTICLE 2

REPRESENTATION OF THE CITY

2. 1 The City shall be represented by the City Manager, the Director of Human

Resources or a person or persons designated in writing to the UNION by the City Manager. The

City Manager and the Director of Human Resources or designee shall have sole authority to execute an Agreement on behalf of the City subject to ratification by an official resolution of the

City Commission.

2. 2 It is understood that the City Representative or Representatives are the official representatives of the City for the purpose of negotiating with the UNION. Negotiations entered into with persons other than those as defined herein, regardless of their position or association with the City, shall be deemed unauthorized and shall have no weight of authority in committing or in any way obligating the City.

ARTICLE 3

REPRESENTATION OF THE UNION

3. 1 The UNION shall be represented by the President of the UNION, or by a person designated in writing to the City Manager, the Director of Human Resources or designee by the

President of the UNION. The identification of representatives shall be made each year at least fifteen ( 15) calendar days prior to April lst. Said designation shall be accompanied by an affidavit executed by said President that the UNION has complied with all requirements of

State law in effect at that time with respect to registration of the UNION.

3. 2 The President of the UNION, or the person designated by said President, shall have full authority to conclude an agreement on behalf of the UNION subject to ratification. It is understood that the UNION representative is the official representative of the UNION for the purpose of negotiating with the City. Negotiations entered into with persons other than those as defined herein, regardless of their position or association with the UNION, shall be deemed unauthorized and shall have no weight of authority in committing or in any way obligating the UNION.

It shall be the responsibility of the UNION to notify the City Manager or the Director of Human

Resources in writing of any changes in the designation of the President of the UNION or of any certified representative of the UNION.

3. 3 The UNION may be represented at negotiation sessions by not more than four

4) designated employee representatives. The four ( 4) employee representatives may be permitted to attend negotiation sessions on duty with no loss of pay or emoluments except that if one of the four ( 4) employee representatives is the UNION President on full- time release in accordance with the terms of Article 8, Attendance at Meetings/ UNION Time Pool, then only three ( 3) employees may be released from duty with no loss of pay or emoluments. If two ( 2) of the four ( 4) employee representatives are the UNION President and the full-time release designee, then only two ( 2) employee may be released from duty with no loss of pay or emoluments.

ARTICLE 4

MANAGEMENT RIGHTS

4. 1 The City has and will continue to retain, whether exercised or not, the right to operate and manage its affairs in all respects, and the powers and authority not abridged, delegated or modified by the express provisions of this Agreement or in any Memorandum of

Understanding( s) ( MOU) that is incorporated in this agreement and attached hereto or referred to herein, in addition to any MOU entered into during the term of this agreement. AFSCME, Local 1907 and the City retain the right to bring forth additional MOUs which were entered into by both parties and incorporate them as part of the agreement after notification of the respective party ( AFSCME, Local 1907/ City Manager or designee) who will confirm the authenticity of the MOUs. Otherwise, any changes of terms and conditions of employment shall not be recognized. Any future MOU that amends the collective bargaining agreement shall be subject to Florida Statute, Chapter 447, Part II.

The parties agree to a sunset provision that begins at the ratification of this labor agreement wherein any MOU that is not included with the labor agreement will be considered null and void.

The rights of the City, through its management officials, shall include, but shall not be limited to, the right to determine the organization of City Government; to determine the purpose of each of its constituent departments; to exercise control and discretion over the organization and operations of the City; to set standards for service to be offered to the public; to direct the employees, including the right to assign work and overtime; to hire, examine, classify, promote, train, transfer, assign, and schedule employees; to change employee' s work schedules; to suspend, demote, discharge, or take other disciplinary action against employees for proper cause; to increase, reduce, change, modify or alter the composition and size of the work force, including the right to permanently or temporarily layoff, furlough or otherwise relieve employees from duties because of lack of work or funds or for other legitimate reasons; to determine the location, methods, means, and personnel by which operations are to be conducted, including the right to determine whether goods or services are to be made or purchased; to establish, modify, combine or abolish positions; to change or eliminate existing methods of operation, equipment or facilities; and to establish rules, regulations and rules of conduct.

With regard to changing employees' work schedules, the City agrees to give the Union and the affected employees at least thirty (30) days written notice of the proposed change and to take into consideration, and make a good faith effort to accommodate, any undue hardship medical or otherwise) that the schedule change may impose upon the employee. The failure to accommodate such alleged undue hardship shall not be subject to the Grievance procedures, so long as the City complies with State and Federal laws. The City also agrees to convene a Labor

Management Meeting with the Union (if the Union so requests in writing) during those thirty days. Further, whenever a change affects a classification that is assigned to work on more than one shift, the City shall allow employees to bid for shifts by classification seniority and shall notify employees of their assigned shifts at least thirty (30) days prior to implementation of the change. Re -bids shall be once every October.

4.2 The City has the sole authority to determine the purpose and mission of the City, to prepare and submit budgets to be adopted by the City Commission. This shall not prohibit the UNION from expressing its views to the legislative body at the public budget hearing.

4.3 If the City fails to exercise any one or more of the above functions from time to time, this will not be deemed a waiver of the City' s right to exercise any or all of such functions.

This provision will in no way alter or diminish the rights afforded by Article 7, Prevailing

Benefits.

4.4 Those inherent managerial functions, prerogatives and policy -making rights which the City has not expressly modified or restricted by a specific provision in this Agreement are not in any way, directly or indirectly, subject to the Grievance Procedure contained in this agreement.

4.5 Delivery of municipal services in the most efficient, effective and courteous manner is of paramount importance to the City of Miami. Such achievement is recognized to be a mutual obligation of both parties within their respective roles and responsibilities.

4.6 The City retains the right to establish, and from time to time to amend, rules and regulations not in conflict with this Agreement.

ARTICLE 5

NO STRIKE

5. 1 " Strike" means the concerted failure to report for duty, the concerted absence of employees from their positions, the concerted abstinence in whole or in part by any group of employees from the full and faithful performance of their duties of employment with the City, participation in a deliberate and concerted course of conduct which adversely affects the services of the City, picketing or demonstrating in furtherance of a work stoppage, either during the term of or after the expiration of a collective bargaining agreement.

5. 2 Neither the UNION nor any of its officers, agents, and members, nor any UNION members, covered by this Agreement, will instigate, promote, sponsor, engage in, or condone any strike, sympathy strike, slowdown, sick-out, concerted stoppage of work, picketing in furtherance of any of those acts or any other interruption of the operations of the City.

5. 3 Each bargaining unit member who holds a position with the UNION occupies a position of special trust and responsibility in maintaining and bringing about compliance with this Article and the strike prohibition in F. S. 447. 505 and the Constitution of the State of

Florida, Article I, Section 6. Accordingly, the UNION, its officers, stewards and other representatives agree that it is their continuing obligation and responsibility to maintain compliance with this Article and the law, including their responsibility to abide by the provisions of this Article and the law by remaining at work during any interruption which may be initiated by others; and their responsibility, in event of breach of this Article or the law by other employees and upon the request of the City, to encourage and direct bargaining unit member violating this Article or the law to return to work, and to disavow the strike publicly.

5. 4 Any or all employees who violate any provision of the law prohibiting strikes or of this Article may be dismissed or otherwise disciplined by the City, and any such action by the

City shall be appealable to the Civil Service Board.

ARTICLE 6

DISCRIMINATION

6. 1 The City and the UNION agree that the provisions of this Agreement shall be applied equally to all employees in the bargaining unit without discrimination as to age, sex, marital status, race, color, creed, national origin, religion, disability, sexual orientation, or political affiliation.

6. 2 The City agrees not to interfere with the right of the employees to join or not join the UNION, and there shall be no discrimination, interference, restraint or coercion by the City or the UNION because of UNION membership or nonunion membership.

6. 3 The UNION recognizes its responsibilities as bargaining agent and agrees to represent all employees in the bargaining unit without discrimination, interference, restraint or coercion.

6. 4 Any claim alleging discrimination, harassment or a hostile work environment under State or Federal law, including but not limited to a claim alleging a violation of the ADA, by an employee against the City, its officials or representatives, other than a claim of discrimination in violation of section 6. 2, shall not be grievable or arbitrable under the provisions of Article 14 - Grievance Procedure, but shall be subject to the method of review prescribed by law or rules and regulations having the force and effect of law.

A complaint may be filed with the City's E. O.D. P. ( Equal Opportunity and Diversity

Programs) office by completing, signing, and submitting a complaint on a form supplied by the

City.

6. 5 The UNION shall not be required to process the grievance of a non -union member.

ARTICLE 7

PREVAILING BENEFITS

7. 1 Job benefits heretofore authorized by the City Manager continuously enjoyed by all employees covered by this Agreement, and not specifically provided for or abridged by this

Agreement, shall continue upon the conditions by which they had been previously granted.

7. 2 Provided, however, nothing in this Agreement shall obligate the City to continue practices or methods which are unsafe, obsolete, inefficient or uneconomical. Disputes over the application of this Section may be subject to the Grievance Procedure.

7. 3 If the City desires to change such job benefits, the matter shall be negotiated between the City and the UNION in accordance with Chapter 447, Part II, Florida Statutes.

ARTICLE 8

ATTENDANCE AT MEETINGS/ UNION TIME POOL

8. 1 The President of the UNION or a designated representative shall be allowed to attend regular meetings and special meetings of the City Commission, State or National UNION

Conventions, the Civil Service Board, the Equal Employment Opportunity Advisory Board and the Pension Plan Board. Time off for the UNION President or any other bargaining unit employees to attend these or other similarly approved meetings will be in accordance with

Section 2 of this Article.

8. 2 A UNION time pool is hereby authorized subject to the following:

A. The City agrees to establish an annual time pool bank of 8, 500 hours to be used in accordance with the provisions of this Article. All unused hours will be carried over to the following calendar year.

B. For each bargaining unit member, except the UNION President, or a designee, when on full- time release, who is authorized to use time from the UNION time pool, the President shall fill out the appropriate form as provided for by the City. This form shall be signed by the UNION

President and forwarded to the Department Director a minimum of seven ( 7) calendar days prior to the time the employee UNION representative desires such leave. A copy shall also be forwarded to the

Director of Human Resources or designee. It is understood on rare occasions the seven ( 7) day time limit may not be met. The President shall forward a detailed explanation to the Director of Human Resources or designee as to why the seven ( 7) day rule was not met.

C. Bargaining unit members shall be released from duty only if the needs of the service permit, but such release shall not be unreasonably denied.

If because of the needs of the service a bargaining unit member cannot be released at the time desired, the UNION may request an alternate bargaining unit member be released from duty during the desired time.

D. In reporting a bargaining unit member' s absence as a result of utilizing the UNION Time Pool, the daily attendance record shall reflect:

Bargaining Unit Member Doe on AL" (Authorized Leave)

E. Any injury received or any accident incurred by a bargaining unit member whose time is being paid for by the UNION time pool, or while engaged in activities paid for by the UNION time pool, except the

UNION President and the designee when on full-time release shall not be considered a line -of -duty injury, nor shall such injury or accident be considered to have been incurred in the course and scope of employment by the City of Miami within the meaning of Chapter 440, Florida

Statutes, as amended.

F. Upon written request to the Director of Human Resources or designee, the President of the UNION, and the two ( 2) designees will be released for the term of this Agreement from his/ her regularly assigned duties for the City. The terms of this agreement for such release are only to be implemented if the following qualifications are met by the UNION:

1. The UNION President and the two ( 2) designated representatives, will reasonably be available through the UNION office currently located at 4011 W. Flagler Street, Suite 405, Miami, Florida 33134, for consultation with the Management of the City of Miami.

2. No requests to attend meetings at the City' s expense as the

UNION representative will be made to the City by the UNION, its officers, agents or members.

3. The Time Pool will be charged for all hours during which the

UNION President and the two (2) designees are on off -duty up to a forty ( 40) hour work week, except that absence due to vacation leave, sick leave, holidays, or compensatory leave will be charged to the President' s employee leave accounts.

G. On no more than one occasion per month, the UNION Executive Board members may meet during their scheduled work shift for a period not to exceed four ( 4) hours. At no time will more than eight ( 8) employees be released to attend such meetings, and the Time Pool shall be charged a minimum of four ( 4) hours for each employee who attends such meetings.

Release of employees for this purpose shall be conditioned upon compliance with other provisions of this Article.

8. 3 All applicable rules, regulations and orders shall apply to any bargaining unit employees on time pool release. Violations of the above -mentioned rules, regulations and orders shall subject the bargaining unit employees on pool time to regular disciplinary processes.

8. 4 The City reserves the right to rescind the provisions of this Article in the event any portion of the Article is found to be illegal. Cancelling the Article shall not preclude further negotiations of future employee time pool.

8. 5 Except as provided above, bargaining unit employees who attend administrative or judicial hearings shall not be compensated by the City unless such attendance is on behalf of and at the request of the City.

ARTICLE 9

UNION STEWARDS

9. 1 Employees within the bargaining unit shall be represented by no more than ten

10) Stewards. The UNION shall furnish the Department of Human Resources a list of the

Stewards' and alternate Stewards' names and their assigned steward areas, and shall notify

Human Resources of changes to the list within seven ( 7) work days.

9. 2 When requested by an employee, a steward may only investigate any alleged or actual grievance in his/her assigned steward area. He/ She will be allowedreasonable time therefore during working hours without loss of time or pay upon notification and approval of his/ her immediate supervisor outside the bargaining unit. Such release time will be granted consistent with the needs of the service but will not unreasonably be withheld. 9.

3 UNION business, other than that cited above, shall be conducted so as not to interfere with the work assignment of stewardsor any other employees. 9.

4 A non -employee UNION Representative may consult with employees in assembly areas before the start of each work shift or after the end thereof. 9.

5 Should an employee UNION representative covered by this Agreement be released on the Attendanceat Meetings/ UNION Time Pool Article said employee may substitute for the steward, but in no event shall the steward and the employee UNION representative both investigate the same grievance or appear for the meeting called to resolve the grievance. Should the

UNION President desire the UNION Steward, as described in Section9.2, to attend a Step 3 grievance meeting, the steward may be released to attend said meeting with any time loss to be charged to the UNION Time Pool. 19

9. 6 An alternate Steward may be appointed for each steward. The alternate Steward will be utilized by management when management is unable to reach the UNION Steward or the UNION Steward cannot be spared for the assigned duties at the time and all provisions of this Article shall apply to alternate Stewards as well as regular Stewards.

ARTICLE 10

CONTRACT DISTRIBUTION

10. 1 The City agrees to furnish copies of this contract to each department director where UNION members are employed and said department directors shall make the contract available for employee examination at the employee' s request.

ARTICLE 11

NOTICES

11. 1 The City agrees to provide to the UNION, the following: Agendas of regular and special City Commission meetings ( except where exempt by applicable law), regular and special

Pension Board meetings, regular and special Civil Service Board meetings and hearings, Charter Review and Reform Committee meetings, and Finance Committee meetings.

11. 2 Upon request by the UNION, the City further agrees to provide the UNION with a complete copy of all current written standard operating procedures, and rules, regulations or departmental orders, and any amendments thereto, for any department in which bargaining unit members are assigned.

11. 3 The Union shall be provided advance notice of all new employee orientations involving bargaining unit members and shall be allowed up to one- half ( 1/ 2) hour to speak thereat.

ARTICLE 12

BULLETIN BOARDS

12. 1 The City shall provide bulletin board space which shall be used only for the following notices:

A. Recreation and special affairs of the UNION

B. UNION Meetings

C. UNION Elections

D. Reports on UNION Committees ( including the UNION Political Action

Committee)

12. 2 Notices or announcements shall not contain anything political or reflecting adversely on the City or any of its officials or employees; notices or announcements which violate the provisions of this section shall not be posted. This shall not preclude endorsements for the

Civil Service Board or the Pension Board. Notices or announcements posted must be dated and must bear the signature of the UNION President or designee. In the event any non -UNION material is posted on the bulletin board, it shall be promptly removed by a representative of the

UNION or by a representative of the City.

12. 3 The City will place a link to the Union Website on the City' s Website in the

Employee Corner. The Union website currently is www. localAFSCME1907. com. The link will be clearly visible and easily accessible to all bargaining unit members. Should the website change, the City will make the change upon notice from the Union President. The Union will also be permitted to send electronic notices to its members on the City E- mail system upon approval from the Human Resources Director, whose decision is not subject to the grievance procedure, but will not be unreasonably denied.

ARTICLE 13

DUES CHECKOFF

If at any point in the future the law allows for payroll dues deduction, all provisions set forth in the Dues Checkoff article of the 2020- 2023 Collective Bargaining Agreement between the parties ( attached to this Article as " Attachment 1") shall immediately be reinstated, to the extent they are consistent with the law. Should this occur, the Union will provide the City with a list of those union members who wish to reinstate payroll dues deductions.

ATTACHMENT 1"

ARTICLE 13 FROM 2020 TO 2023 CBA

DUES CHECKOFF

13. 1 During the term of this Agreement, the City agrees to deduct UNION membership dues and uniform assessments, if any, in an amount established by the UNION and certified in writing by an accredited UNION officer to the City from the pay of those employees in the bargaining unit who individually make such request on a written check off authorization form provided by the City. Such deduction will be made by the City when other payroll deductions are made and will begin with the pay for the first full pay period following receipt of the authorization by the City. The UNION shall advise the City of any uniform assessment or increase in dues in writing at least thirty (30) days prior to its effective date.

13. 2 This Article applies only to the deduction of membership dues and uniform assessments, if any, and shall not apply to the collection of any fines, penalties, or special assessments.

13. 3 Deductions of dues and uniform assessments, if any, shall be remitted by the City during the week following each biweekly pay period to a duly authorized representative as designated in writing by the UNION. The City shall deduct from the remittance an amount for the cost of dues check off. The amount will be calculated at two ($.02) cents for each employee deduction, each payroll period, and ten ($.10) cents for each addition or deletion to the check off register.

13. 4 In the event an employee' s salary earnings within any pay period, after deductions for withholding, Social Security, retirement, group health insurance, and other priority deductions, are not sufficient to cover dues and any uniform assessments, it will be the responsibility of the UNION to collect its dues and uniform assessment for that pay period directly from the employee.

13. 5 Deductions for the UNION dues and/or uniform assessment shall continue until either: 1) revoked by the employee by providing the City with thirty (30) days' written notice that he/she is terminating the prior check off authorization, 2) the termination of the authorizing employee, 3) the transfer, promotion, demotion of the authorizing employee out of this bargaining unit, or 4) the revocation or suspension of dues deduction as certified by the duly authorized UNION representative.

13. 6 The UNION shall indemnify and hold the City, its officers, officials, agents and employees harmless against any claim, demand, suit or liability ( monetary or otherwise) and for all legal costs arising from any action taken or not taken by the City, its officials, agents and employees in complying with this Article. The UNION shall promptly refund to the City any funds received in accordance with this Article which are in excess of the amount of dues and/or uniform assessments which the City has agreed to deduct.

13. 7 The City will not deduct any UNION fines, penalties or special assessments from the pay of any employee.

13. 8 The dues check off authorization form provided by the City shall be used by employees who wish to initiate dues deduction.

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ARTICLE 14

GRIEVANCE PROCEDURE

14. 1 It is agreed to and understood by both parties that there shall be a procedure for the resolution of grievances arising from the application or interpretation of this Agreement.

14. 2 A grievance is any dispute, controversy or difference between ( a) the parties, ( b) the City and an employee or employees on any issues with respect to, on account of, or concerning the meaning, interpretation or application of this Agreement or any terms or provisions thereof. A grievance shall refer to the specific provision or provisions of this

Agreement alleged to have been violated. Any grievance not conforming to the provisions of this paragraph or that contains non -identification of specific violations of the Agreement shall be denied and not eligible to advance through the steps of the Grievance Procedure, including arbitration.

14. 3 Nothing in this Article or elsewhere in this Agreement shall be construed to require the UNION to process a grievance ( a) on behalf of any employee without his/ her consent, or ( b) with respect to any matter which is the subject of a grievance, appeal, administrative action before a governmental board or agency, or court proceeding, brought by an individual employee or group of employees, or by the UNION. Oral and written reprimands/ warnings/ deficiencies shall not be considered grievable under this Agreement or the

Civil Service Board.

14. 4 It is further agreed by the UNION that with respect to disciplinary actions, employees covered by this Agreement shall make an exclusive election of remedy prior to filing a Step 2 or Step 3 Grievance. Such choice of remedy will be made in writing on the form to be supplied by the City.

The Election of Remedy form will indicate whether the aggrieved party or parties wish to utilize the Grievance Procedure contained in this Agreement or process the grievance, appeal or administrative action before a governmental board or agency. Such selection of redress other than through the Grievance Procedure contained herein shall preclude the aggrieved party or parties from utilizing said Grievance Procedure for adjustment of said grievance.

14. 5 The number of "working days" in presenting a grievance and receiving a reply from the different levels of supervision shall be based upon a forty ( 40) hour, five ( 5) day work week, Monday through Friday, not including City- wide holidays. Any grievance not processed in accordance with the time limits provided below, shall be considered conclusively abandoned.

Any grievance not answered by Management within the time limits provided will automatically advance to the next higher step of the Grievance Procedure. Time limits can only be extended by mutual agreement of the UNION and Department Director or the Director of Human

Resources or designee. Such agreed to extensions shall be followed up in writing.

14. 6 Where an employee covered by this Agreement elects to represent himself or be represented by someone other than the UNION, the City will respond through its management representatives consistent with the following steps and time limits. Said response will not be inconsistent with the Labor Agreement and a representative of the UNION will be given an opportunity to be present and receive a copy of the written response.

14. 7 A grievance shall be processed in accordance with the following procedure:

Step 1.

The aggrieved employee shall discuss the grievance with his/her immediate supervisor outside the bargaining unit within ten ( 10) working days of the occurrence which gave rise to the grievance. A City employee UNION representative will be given a reasonable opportunity to be present at any meeting called for the resolution of such grievance. The immediate supervisor, outside the bargaining unit, shall attempt to adjust the matter and/or verbally respond to the employee within ten ( 10) working days.

Where a grievance is general in nature in that it applies to a number of employees having the same issue to be decided, or if the grievance is directly between the UNION and the City, or when a grievance is filed due to an employee' s dismissal, it shall be presented directly at Step 3 of the Grievance Procedure, within the time limits provided for the submission of a grievance in

Step 1 by the UNION President. If the grievance relates to a disciplinary action, the Election of

Remedy form as provided in Section 14. 4 of this Article must be completed and attached to grievances presented directly at Step 3. All grievances must be processed within the time limits herein provided unless extended in writing by mutual agreement between the Director of

Human Resources or designee and the UNION President or grieving employees.

Step 2.

If the grievance has not been satisfactorily resolved at Step 1, the employee or the UNION representative may pursue the grievance to the second step of the Grievance Procedure. With regard to disciplinary actions, if the aggrieved party or parties elect the remedy other than the

Grievance Procedure ( Civil Service) contained herein, the grievance shall be withdrawn and conclusively abandoned. The employee or the UNION Representative shall reduce the grievance to writing on the standard form provided for this purpose and present such written grievance to the Department Director concerned within ten (10) working days from the time the supervisor has given his/ her oral response to Step 1. The Department Director or designee and

Management personnel concerned shall meet with the employee and the UNION

Representative and shall respond in writing to the UNION within ten ( 10) working days from receipt of the written grievance.

Step 3.

If the grievance has not been satisfactorily resolved at Step 2, the employee and/or the

UNION President may present a written appeal to the Director ofHuman Resources or designee within ten (10) working days from the time the Step 2 response was due in Step 2. The Director of Human Resources or designee shall meet with the employee and/or the UNION President and shall respond in writing to the UNION within ten ( 10) working days from receipt of the appeal.

Step 4.

If the Grievance is not settled at Step 3, it may upon written request of the UNION

President within ten ( 10) working days after receipt of reply or answer be referred to arbitration.

14. 8 The arbitration proceeding shall be conducted by an arbitrator selected by the employer and the UNION. The selection process of the arbitrator between the employer and the UNION will take place within twenty ( 20) days after notice is given. If the parties fail to select an arbitrator, the Federal Mediation and Conciliation Services, or some other mutually agreed upon service, shall be requested to provide a minimum panel of five ( 5) arbitrators. Both the employer and the UNION shall alternately strike a name from the panel until one remains.

The party requesting arbitration shall strike the first name; the other party shall then strike one name.

14. 9 The arbitration shall be conducted under the rules set forth in this Agreement and under the rules of the American Arbitration Association. Subject to the following, the arbitrator shall have jurisdiction and authority to decide a grievance as defined in this

Agreement. The arbitrator shall have no authority to change, amend, add to, subtract from or otherwise alter or supplement this Agreement or any part thereof or any amendment thereto.

The arbitrator shall have no authority to consider or rule upon any matter which is stated in this Agreement not to be subject to arbitration or which is not a grievance as defined in this

Agreement, or which is not specifically covered by this Agreement; nor shall this Collective

Bargaining Agreement be construed by an arbitrator to supersede applicable laws in existence at the time of signing this Agreement.

14. 10 The arbitrator may not issue declaratory or advisory opinions and shall confine himself/herself exclusively to the question which is presented to him, which question must be actual and existing.

14. 11 The fee and expenses of the arbitrator shall be paid by the party which loses the appeal to arbitration. Each party shall fully bear its own costs regarding witnesses and representation. Should any individual bargaining unit member bring a grievance under this

Article on his/her own, he/ she shall be required to post a bond of an estimated one-half (1/ 2) of the expenses of the hearing with the arbitrator before the hearing may be scheduled.

14. 12 Copies of the award of the arbitration made in accordance with the jurisdiction or authority under this Agreement shall be furnished to both parties within thirty (30) days of the hearing and shall be final and binding on both parties.

14. 13 Consistent with Chapter 447. 401, the UNION shall not be required to process grievances or be liable for any expenses for employees covered by this Agreement who are not members of the UNION. Where non- members or any employee covered by the Agreement elects not to be represented by the UNION, written responses shall be given to the employee and to the UNION.

14. 14 A request for review of complaints under Civil Service Rule 16. 2 may only be made by full- time classified service employees. Such requests under Rule 16. 2 shall be denied where the request does not cite the applicable Civil Service Rule( s) which is the basis of the complaint; or, where the issue relates to a matter covered by the Collective Bargaining

Agreement. This section shall be limited solely to hearings under Rule 16.

ARTICLE 15

EMPLOYEES' BILL OF RIGHTS

15. 1 When an employee has reasonable grounds to conclude that his/ her participation in an investigatory interview will result in his receipt of disciplinary action, the employee may request that a UNION representative be present at the interview. The employee' s representative shall confine his/her role in the interview to advising the employee of his/her rights and assisting in clarification of the facts. Upon request, the City will make a reasonable effort to contact the employee' s choice of representative and shall give the representative sufficient time to get to the interview location, but shall not be obligated to delay the interview for more than two ( 2) hours.

15. 2 Investigatory interviews shall be conducted at a reasonable hour, preferably while the employee is on duty, unless the seriousness of the investigation is of such degree that immediate action is required. If the employee is required to be interviewed outside his assigned work schedule, he/ she shall be paid overtime in accordance with Article 27.

15. 3 At the commencement of the interview, the employee shall be advised of the subject matter of the investigation.

15. 4 The parties agree to abide by the law with respect to the use of polygraphs.

ARTICLE 16

DISCIPLINARY PROCEDURES

16. 1 In cases where it becomes necessary to discharge or otherwise discipline a permanent, classified employee covered by this Agreement, a representative of management shall give notice of said discipline to the employee. Such notice of discipline shall be confirmed in writing to the employee and the UNION no later than five (5) working days following the day of discharge or imposition of discipline, excluding Saturdays, Sundays, holidays and the day of occurrence.

16. 2 Employees who have not attained permanent status in the classified service, or who are entrance probationary employees, may not grieve disciplinary action under the provisions of this Agreement.

16. 3 If an appeal of any discharge or other disciplinary action, excluding oral or written reprimands, is filed with the Civil Service Board in accordance with the Board Rules and Regulations, such appeal shall be an automatic election of remedy and shall waive any right on the part of the employee or the UNION to file or process a grievance under the terms of this

Agreement protesting such discharge or other disciplinary action. Should an employee elect to grieve discharge or other disciplinary action, excluding an oral or written reprimand, such grievance shall be made only in accordance with the terms of the Grievance Procedure Article as contained in this Agreement.

16. 4 Verbal counselings, records of formal counseling, written reprimands and written warnings shall be null and void and shall not be used against the employee after a period of three (3) years.

16. 5 Entrance probationary employees who were appointed to a position but who did not complete the required probationary period may be discharged or demoted any time prior to the expiration of the probationary period. The employee shall not be accorded a hearing before the Civil Service Board or access to the grievance procedure contained herein. A probationary employee who is in probationary status due to a promotion shall be returned to a former classification in which the employee held permanent status. If an employee who is in probationary status due to a promotion is rolled back, he or she may appeal the decision to the

Director of Human Resources. Such appeal shall be made within five ( 5) days' notice of the roll back, in writing, and the decision of the Director will be final.

ARTICLE 17

LOSS OF EMPLOYMENT

17. 1 Employees shall lose their seniority and their employment shall be terminated for the following reasons:

1. Discharge if not reversed.

2. Resignation. An employee who voluntarily submits a resignation either orally or in writing shall have the right to withdraw said resignation for up to twenty- four ( 24) hours from submission. If submission occurs on a day preceding a weekend or holiday or the employee' s regular day off, the employee shall have to the close of the employee' s next regular working day to withdraw said resignation.

3. Abandonment of position. An employee absent for a period of three ( 3) workdays without notification of valid reason to the City and who has no legitimate reason for not notifying the City of his/ her absence, may be considered as having resigned. Said resignation shall only be reviewed, if applicable, by the City Manager or the Director of Human Resources or designee.

4. Unexcused failure to return to work when recalled from layoff, as set forth in the recall procedure.

5. Unexcused failure to return to work after expiration of a formal leave of absence. An employee who fails to return from a formal leave of absence will be considered as having resigned. Said resignation shall only be reviewed, if applicable, by the City Manager or the Director of Human

Resources or designee.

6. Retirement.

7. Layoff for a continuous period of eighteen ( 18) months.

17. 2 For purposes of Rule 14, any loss of employment due to a department restructuring, department reorganizing, downsizing or abolishment of a position shall be treated the same as a " layoff".

Permanent employees subject to layoff shall be demoted or transferred to those classes in which the employee held previous status, consistent with Civil Service Rules and Regulations not withstanding Article 24, Section 24. 1, Wages.

If the employee has ten ( 10) years of full-time consecutive classified service with the City and has never held permanent status in another position, the employee may be demoted or transferred by management in accordance with his/ her seniority to another position in the bargaining unit that is as close to the employee' s present class and wage level as possible and which he/ she is able to perform and qualified to fill. The employee must make a written request for such demotion or transfer within three ( 3) working days after notification of layoff.

Such request shall be made to the Director of Human Resources or designee.

Management shall have the right to determine such person' s ability and qualifications to fill a position without recourse through the grievance procedure or any other appeals procedure with exception of the following.

Should the individual transferred or demoted feel that the position determined by

Management is not the one closest to their previous salary level for which they are qualified, the employee may appeal within three (3) working days of notice of the new assignment only to a two (2) person committee made up of the Director of Human Resources or designee and the

UNION President shall convene a meeting with the Federal Mediation and Conciliation Service

Commissioner who shall review the placement and render an advisory decision to the parties.

Employees transferred or demoted under this Section shall replace the least senior employee in the position which he/ she occupies. If the employee' s regular position subsequently becomes available, consistent with Civil Service Rules and Regulations, he/ she shall be promoted and transferred back to his regular position.

It is understood by the UNION and the City that nothing in Section 17. 2 guarantees the employee a job nor is the City obligated to create a job, but the City will make a good faith effort to place the individual demoted or laid off consistent with the language of Section 17.2.

ARTICLE 18

EMPLOYEE EVALUATION

18. 1 Permanent full- time classified employees covered by this Agreement will be evaluated utilizing the appropriate evaluation forms as approved by the Human Resources

Department. The evaluation will be provided on the employee' s anniversary date.

18. 2 Prior to distribution of an evaluation, the Department Director shall review the supervisor' s ratings to check for consistency and that the criteria in the evaluation system has been met. Employees evaluated will be given a copy of the evaluation rating. Should an evaluation be downgraded after the employee' s initial evaluation by his/ her immediate supervisor, the employee will be given a copy of the downgraded evaluation rating. Only a copy of an unsatisfactory rating will be forwarded to the UNION President. Any employee rated below satisfactory by Management will be given an opportunity to improve to a satisfactory level. Failure to improve will result in disciplinary action up to and including termination. This section shall not apply to permanent full-time classified employees serving in a probationary promotional appointment.

18. 3 Permanent full-time classified employees serving in a probationary promotional appointment must successfully complete the probationary period within the time frame provided ( 6 to 12 months), unless the Department Director recommends an extension of said time frame. Any person hired or promoted into an Emergency Dispatcher position in the Police

Department or the Fire -Rescue Department shall serve an eighteen ( 18) month probationary period. Extensions of probationary periods shall be approved by the Director of Human

Resources or designee.

18. 4 Unsatisfactory rating of permanent full-time classified employees not serving in a promotional appointment shall cause the employee to appear before the Civil Service Board to show cause why he/ she should not be removed, suspended, or reduced in grade. Should an employee covered by this section feel the unsatisfactory rating was incorrect, he may grieve the rating consistent with the Grievance Procedure. However, any grievance concerning the employee' s unsatisfactory evaluation will be consolidated with any discipline appeal should the employee be removed, suspended or reduced in grade because of the unsatisfactory evaluation.

ARTICLE 19

ANNIVERSARY INCREASE

19. 1 Salary increases recognizing satisfactory service within established pay ranges are provided for in the City's salary schedule. On written approval from the Department Director, employees shall receive a one- step increase in salary, not to exceed the maximum step rate, effective on their anniversary date. All anniversary increases shall be subject to review for accuracy by the Department of Human Resources.

19. 2 Leaves of absence without pay or suspension of any duration shall delay anniversary increases by the same number of workdays.

19. 3…