AGREEMENT WITH CLEARWATER EMPLOYEES ASSOCIATION
"...,~ .'
~~. . t
r
,
AGREEMENT BETWEEN
CLEARWATER EMPLOYEES' ASSOCIATION
AND
CITY OF CLEARWATER, FLORIDA
CO-Id~-CO (I)
~
I
I
INDEX
AR TICLE NO. TITLE
PAGE
I RECOGNITION
2
II GENERAL PROVISIONS
3
III RIGHTS OF EMPLOYEES
5
IV NO STRIKE AND OTHER UNLAWFUL ACTS
6
V CITY'S MANAGEMENT RIGHTS
7
VI GRIEVANCE PROCEDURE
8
VII ASSOCIA TION REPRESENTATION
12
VIII ASSOCIA TION RIGHTS
13
IX HOURS OF WORK & OVERTIME
Regular Work Week
Ove rtime
Standby and Recall
16
X LEA VES OF ABSENCE
Sick Leave
Funeral Leave
Military Leave
Jury Duty
Maternity Leave
Leaves of Absence Without Pay
Time Off
17
19
19
19 - 20
20
20
20 - 21
XI HOLIDA YS
22
XII V ACA TIONS
23
XIII SENIORITY
24
XIV LA Y -OFF AND RECALL
25
XV RETIREMENT
26
XVI UNIFORMS AN D RAIN GEAR
28
XVII INSURAN CE
29
XVIII HEAL TH AND SAFETY
31
XIX JOB DESCRIPTIONS
32
XX APPOINTMENTS AND EVALUATION
33
XXI MISCELLANEOUS GENERAL PROVISIONS
34
XXII PARITY
36
XXIII SALAR Y
37
XXIV CONTINUATION OF CIVIL SERVICE
39
XXV DURATION, MODIFICATION & TERMINATION
40
'. '
~
t., ~ ,
I
I
A G R E E MEN T
CITY OF CLEARWATER
AND
CLEARWATER EMPLOYEES' ASSOCIATION
The CITY OF CLEARWATER, Florida, hereinafter
referred to as the "CITY" and the CLEARWATER EMPLOYEES'
ASSOCIATION, hereinafter referred to as the "ASSOCIA TION"
(PERG Registration -#.8HRA7430013), recognizing that the
welfare and the best interest of the City of Clearwater will be
served by procedures which provide for an orderly method for
the City and the Association to bargain in good faith matters of
common interest on these matters, do hereby agree as follows:
'-
-.
I
I
.AR TICLE I
RECOGNITION
The City recognized the Association as the exclusive bargaining repre-
sentative for wages, hours and other terms and conditions of employtnent for
employees of the City of Clearwater, Florida, who are member s of the unit as
herein defined:
Included: Non-professional employees of the
City of Clearwater (s ee Attachment A)
Excluded: DepartInent Heads; Division Chiefs;
Managerial and Confidential employees
within the meaning of section 447.203 (4,5}.:./,
Florida Statutes (supp. 1974), all profes sional
employees within the meaning of section 447.203
(13), Florida Statutes (supp. 1974), and all
other employees of the City of Clearwater not
specifically included in Attachment A.
.:/ a." Managerial Employees - the following clas sifications of employees are
"Managerial Employees" as defined in Section 447.203 (Chapter 74-100,
F. S. ) in that said employees have authority in the interest of the public
employer, City of Clearwater, to formulate policy, or are reasonably
required to assist directly in the preparation for and the conduct of
collective bargaining, or have a major role in the administration of
agreements resulting in collective bargaining, or have a significant role
in personnel administration or employee relations and in the preparation
and administration of budgets and said roles are not of a routine, clerical
or administrative nature and require the exercise of independent judgment.
Historically, these job classifications have been treated as managerial
within the foregoing criteria.
See Pages 2A &: 2B
b. Confidential Employees - the following classifications of employees are
"Confidential Employees" as defined in Section 447.203 (Chapter 74-100,
F. S. ) in that said employees are persons who act in a confidential
capacity to assist, or aid managerial employees of the classifications
set forth above and as defined in the Florida Statutes; specifically said
employees have access to and assist in the preparation for collective
bargaining, budget, and all have access to information dealing with the
administration of this contract, including the handling of grievances
under the grievance procedure as set forth herein:
See Page 2C
-2-
~~ '
I
"
City Manager, Assistant City Managers
City Attorney, Assistant City Attorneys
As sistant Finance Director
Finance Director
Purchasing Director
Data Processing Manager
Assistant City Clerk
City Clerk
Safety & Training Supervisor
Assistant Public Works Director
Public Works Director & City Engineer
Chief Planner
Planning Director
Assistant Building Director
Building Director
Director of Central Services
Assistant Building & Maintenance Superintendent
Building & Maintenance Superintendent
Assistant Garage Superintendent
Garage Superintendent
Sewer s Superintendent
Assistant Public Service Director
Public Service Director
Electrical Superintendent
Assistant Traffic Engineering Director
Traffic Engineering Director
Library Director
Assistant Harbormaster
Harbormaster
Assistant Parks & Recreation Director
Parks & Recreation Director
-2A-
I
\ (
-Y
I
Nursery Superintendent
Assistant City Forester
City Forester
Assistant Parks Superintendent
Parks Superintendent.
Recreation Superintendent
As sistant Recreation Facilities Superintendent
Recreation Facilities Superintendent
Assistant Utilities Director
Utilities Director
Commercial Office Supervisor
As sistant Gas Superintendent
General Superintendent - Gas Division
Water Superintendent
Assistant Water Pollution Control Superintendent
Water pollution Control Superintendent
Assistant Sanitation Superintendent
Sanitation Superintendent
Domestic Service Supervisor
Commercial Equipment &: Installation Supervisor
-2B-
I
, '
I
I
CONFIDENTIAL EMPLOYEES:
Secretaries to City Manager and all Assistant Managers (including Office Manager).
Secretaries to City Attorney and Assistant City Att?rneys.
Secretaries to all individuals listed above as managerial employees.
-2C-
I
I
,
AR TIGLE II
GENERAL PROVISIONS
A. This Agreement sha.l1 be governed and construed according to the Consti-
tution and laws of the State of Florida. Accordingly, if any provisions of this
Agreement or any application of this Agreement to any employee covered
hereby shall be found contrary to la.w, such provisions or applications shall
have effect only to the extent permitted by law, but all other provisions or
applications of this Agreement shall continue in full force and effect.
B. No change, rescission, alteration or modification of this Agreement, in
whole or part, shall be-~a1id unless the same is ratified by the City and
the Association and endorsed in writing.
G. The parties acknowledge and agree that, during the negotiations which
resulted in this Agreement, each had the unliInited right and opportunity to
make demands and proposals with respect to any subject or matter included
by law within the area of collective bargaining and that all the understandings
and agreements arrived at by the parties after the exercise of that right
and opportunity are set forth in this Agreement. Therefore, the City and
the Association, for the life of this Agreement, each voluntarily and unquali-
fiedly waives the right to require further collective bargaining, and each
agrees that the other shall not be obligated to bargain collectively with
respect to any matter or subject not specifically referred to or covered by
this Agreement; whether or not such matters have been discussed, even
though such subjects or matters may not have been within the knowledge
or contemplation of either or both pa.rties at the time that they negotiated
or signed this Agreement. This Agreement contains the entire contract,
understanding, undertaking, and agreement of the parties hereto and finally
determines and settles all matters of collective bargaining for and during
its term except as may be otherwise specifically provided herein.
D. The City Manager's office shall set aside quarterly a time to meet with
the four officers of the AssociationDr the purpose of discussing any problems
that may arise under the implementation of this Agreement. These meetings
are not intended to bypass the grievance procedure and should such a meeting
-3-
I
I
>
result in a mutually acceptable amendment to the contract, then such amend-
ment is subject to ratification by the City and the Association. In addition,
the executive committee (four officers and five shop stewards) of the Association
shall be allowed a monthly meeting to transact any and all business pertaining
to the Association, said meeting to be allowed during work hours not to
exceed two (2) hours at straight tinle.
-4-
\ _"l
I
I
AR TICLE III
RIGHTS OF EMPLOYEES
A. Employees in the bargaining unit shall have the right to form, join, and
participate in, or to refrain from joining, forming, or participating in the
Association. Neither the City nor the Association will discriminate against
any employee in regard thereto.
B. The City and the Association will not discriminate against employees
in the unit with regard to race, color, creed, s ex, age, or natural origin.
C. It is understood that the provisions of this Article embrace all rights
of employees covered by all appli<;able laws and regulations.
-5-
~- .,
I
I
AR TICLE IV
NO STRIKE AND OTHER UNLAWFUL ACTS
A. The parties specifically incorporated herein the provisions' of Florida
Statutes 447.505,447.507, and 447.509.
B. In addition to the prohibitions and penalties prescribed in the aforementioned
sections of the Florida Statutes, the parties specifically agree that any
individual employee engaging in such activity may be immediately terminated with-
out recourse to the grievance procedure whatsoever. However, the activity
of participation may be subject to the grievance procedure provided herein.
In addition, liability shall attach to such individual employee as well as the
Associaticn if the provisions of this section are violated.
-6-
I
I
AR TICLE V
CITY'S MANAGEMENT RIGHTS
A. Except as expres sly limited by any provision of this Agreement, the
City reserves and retains exclusively all of its normal and inherent rights with
respect to the management of its operations, whether exercised or not, including,
but not liInited to, its rights to determine, and from tiIne to tiIne redetermine,
the number, location and type of its various operations, functions and services;
the methods, procedures and policies to be employed; to discontinue the
conduct of any operation, function or services, in whole or in part; to transfer
its operations, functions or services from or to either in whole or in part to
any of its departments or 'other divisions; to select and direct the working
force in accordance with requirements determined by the City; to create,
modify or. discontinue job classifications, rules, etc.; to establish and
change work schedules and assigmnents; to transfer, promote or demote
employees;to layoff, furlough, terminate or otherwise relieve employees
from work for lack of work, lack of funds, or other legitiInate reason; to
suspend, discharge or otherwise discipline employees for proper cause;
to alter or vary past practices and otherwise to take such measures as the
City may determine to be necessary to the orderly and efficient operation
of its various operations, functions and services.
B. If in the sole discretion of the City Manager it is determined that civil
emergency conditions exist, including, but not liInited to, riots, civil
disorder, hurricane conditions, or siInilar catastrophies or disorde~ the
provisions of this Agreement may be suspended by the City Manager during the
time of the declared emergency, provided that wage rates and other direct
monetary payznents shall not be suspended.
-7-
'\...1.
I
,
ARTICLE VI
GRIEVANCE PROCEDURE
It is the. intent of this article to provide a means for the reasonable
settlement of disputes that arise under this Agreement between an employee and
the City. All employees and supervisory personnel should, however, make
every possible effort to settle differences at the lowest possible step outlined
in thisllrticle.
A. A. grievance shall be defined as any difference, dispute or complaint
regarding the interpretation or application of the terms of this Agreement.
Grievances may be filed by the As.sociation, an employee or employees
through the Association, or the City. Probationary employees shall not
have access to the grievance procedure during the probationary period.
Grievances initiated by the City shall always begin in Step 3, as hereinafter
provided.
B. No employee or group of employees may refuse to follow direction
pending the outcome of a grievance. Employees in the unit will follow
all directives, even if such directives are allegedly in conflict with the
provisions of this Agreement. Compliance with such directives will not in any
way prejudice the employee's right to file a grievance within the time limits
contained herein, nor shall compliance affect the ultimate resolution of the
grievance.
C. It is recognized and accepted by the Association and the City that the
processing of grievances is of utInost importance, and therefore grievances
may be processed during normal working hours when the absence of employees
or supervisors involved is reasonable and will not be detrimental to the work
programs of the City.
D. If an employee selects the grievance procedure, as hereinafter set out under
this Agreement, it is specifically understood that said employee has exercised
his option granted by Florida Statutes 447.401 and cannot thereafter process
his complaint under any Civil Service appeal procedure. Any employee
selecting the grievance procedure shall discuss the grievance with the Association
-8-
~_ :t
I
I
representative after which the Association will advise whether the grievance is
meritorious for processing, and shall be formally processed as follows:
1. Step 1 - Within five (5) working days after such alleged violation is known
by the grievant, the Association will present the grievance in writing to
the employee's iInmediate supervisor and a copy to the City Manager or
his designee. The supervisor will arrange for a meeting within three (3)
working days after receipt of the grievance. The grievant may have
an Association representative accompany h:im./her to the meeting with
the supervisor to whom the employee is responsible. The supervisor
will provide the grievant a written answer on the grievance within three (3)
working days from the date of said meeting. If the grievance is not
resolved at Step 1, the Association, within three (3) working days, may
appeal the grievance to Step 2.
2. Step 2 - If the grievance is appealed to the department director, the
department director will arrange for a meeting within five (5) working
days after receipt of the grievance. The grievant may have an As sociation
representative accompany h:im./her to the meeting with the departInent
director to whom the employee is responsible. The director will provide
the grievant a written answer on the grievance within five (5) working days
from the date of said meeting. If the grievance is not resolved at Step 2,
the Association may, within three (3) working days, appeal the grievance
to Step 3.
3. Step 3 - If the grievance is appealed to the City Manager or his designee,
the City Manager or his designee will arrange for a meeting with the grievant
who may be accompanied by representatives from the Association, within
ten (10) working days of receipt of the grievance. Both the City and the
grievant shall have the right to include in its representation such individuals
as they deem necessary to develop pertinent facts. Acting for the City,
the City Manager or his designee shall, within five (5) working days, provide
a written decisio:t'. after the hearings have been held. If the Association
is not satisfied with the disposition of the grievance at Step 3, the grievance
may be submitted to arbitration. If an appeal for arbitration is not
filed within ten (10) working days from the date of the Step 3 answer by
-9-
\.
I
I
by the City Manager or his designee, the grievance shall be considered
settled or withdrawn.
4. Step 4 - Arbitration:
a. Within five (5) days from the receipt of the decision of the
City Manager or his designee, the party requesting to arbitrate
the controversy shall give written notice to the other and shall
at the same time request a list of five (5) arbitrators from the
Federal Mediation & Conciliation Service.
b. Within forty-eight (48) hours after receipt of the list of
arbitrators, the Association and the City shall meet and each s~rike
two names (2) therefrom,- the remaining name shall designate the
arbitrator.
c. As promptly as can be arranged the arbitration hearing shall be
held and within fifteen (15) days thereafter, the arbitrator shall
. render his decision.. The arbitrator, in rendering his decision, shall
confine his decision to the controversy in question and he shall not
have the authority to add to, take away from, alter or amend any
provision of th!s Agreement.
d. The decision of the arbitrator, insofar as it is in conformance
with paragraph "c II herein above, shall be final and binding on both
parties.
e. The expense of the arbitrator shall be borne equally by both
parties, except that if either side desires a written transcript, such
side shall bear the costs thereof.
f. The time limits contained herein may be extended by the mutual
written consent of the parties.
E. Miscellaneous.
1.;
The parties will cooperate in the investigation of any grievance,
providing all pertinent information as may be requested for the proces sing
of a grievance.
2.
No reprisals of any kind shall be taken against any party in
interest participating in the grievance procedure.
-10-
I
I
3.
No record dealing with the processing of a grievance shall become
a part of the personnel files of individual employees; however, ultimate
records of adverse acticn s against employees may be included in personnel
files.
4.
No employee shall be required to discuss a written grievance if
an Association representative is not present.
Forms and other necessary documents for filing and processing
grievances shall be jointly developed by the City and the Association.
Said forms shall provide for naming the Agreement provision which is alleged
to have been violated. Forms will be made available to employees by
both parties.
In order to prevent the filing of a multiplicity of grievances on the
same question on interpretation or compliance where the grievance covers
a question cormnon to a number of employees, it shall set forth thereon
the names of the persons of the group and the title and specific assignments
of the people covered by the group grievance. .
7. Grievances arising at a Step othe r than Step 1 shall be processed
5.
6.
in the same manner except that the grievance will be initiated with the
appropriate City administrator or his designee rather than with the
inunediate supervisor or department head.
8. It is specifically agreed that employees who claim to have been
discharged unjustly shall be subject to the foregoing grievance procedure,
and if it is found that an employee has been unjustly discharged, he may be
returned to work with pay for all tiIne lost; provided the discharge or
other disciplinary action taken with respect to any probatim ary employees
is expressly excluded from this paragraph.
-11-
~. '
I
I
~
AR TICLE VII
ASSOCIATION REPRESENTATION
A. The City agrees that during the term of this Agreement it will deal only
with the authorized representatives of the Association in matters requiring
the mutual consent or other official action called for by this Agreement. The
Association agrees to notify the City in writing of the name of such authorized
representatives as of the execution of this Agreement and replacement therefor
during the term of this Agreement.
B. Association representatives recognized by this Agreement and by the City
are the elected officials 9f the As sociation and the elected stewards of the
As socia tion.
C. There shall be an average of one steward for each department and the
Association shall provide written notice to the City of the appointment and! or
replacement of stewards.
D. The Association agrees that during the term of this Agreement it will deal
only with the authorized representatives of the City, to wit: the City Manager
or his designees.
-12-
, ~
I
I
ARTICLE vm
ASSOCIATION RIGHTS
A. Check-Off
1.
Conunencing at the pay day first following certification of the
Association by the Public Employees Relations Commission as the
bargaining agent for the employees covered hereunder, the City shall
deduct dues owed by the employee to the Association in an amount certified
to be correct by the Association President on a bi-weekly basis; provided,
that prior to such deduction the Association has provided the City with a
signed statement from: each employee whose dues are to be deducted that
such deduction is authorized; provided, further, that such authorization is
in a form satisfactory to the City.
2.
Notwithstanding anything herein to the contrary, any authorization
for dues deduction may be cancelled by the employee upon thirty (30) days I
written notice to the City and the Association.
3.
The Association shall indemnify and hold harmless the City from
any and all claims or demands and expens es in connection therewith based
upon the City's participation in due s deduction.
4.
Nothing contained herein sha 11 require the City to deduct from a
salary or be otherwise involved in the collection of Associatfon fines,
penalties or special assessments.
5.
For the purpose of putting this Article into effect, the Association
will furnish forms for such individual authorization, reading as follows:
CLEARWATER EMPLOYEES' ASSOCIATION
AUTHORIZATION FOR DEDUCTION OF DUES
I hereby authorize the City of Clearwater to deduct from my wages
each month the current normal monthly Clearwater Employees I
As sociation dues and to transmit this amount to the treasurer of the
As sociation.
I understand that this authorization is voluntary and that I may revoke
this authorization by giving notice to the City and the Association in
writing.
Signature
Social Security Number
Date:
-13-
I
I
INSTRUCTIONS TO STOP PA YROLL DEDUCTION OF DUES
I hereby instruct the City of Clearwater to stop deducting from my
wages each month the current normal monthly dues for the Clearwater
Employees I As sociation.
Signature
Social Security Number
Date
B. The A3sociation may use City conference rooms and similar building
facilities for meetings of the Association as has been done prior to the
execution of this Agreement. The use of such facilities shall be during
non,..working hours, except as otherwise provided herein.
Use of these facilities requires reasonable advance notice to the appropriate
City official and there shall be no cost to the Association for the use of these
facilities.
C. A copy of th;e official City Commiss ion agenda shall be provided to the
Association.
D. The Association shall be entitled to reasonable use of departmental
bulletin boards at all offices in work locations where they are established;
provided said bulletin boards shall be used for posting Association notices
only and shall not be used for the purpose of soliciting of membership.
E. All permissible notices shall be signed by a duly recognized officer of
the Association and may be delivered through the City.s departmental inter-
office mail system.
F. The Association will be provided once a year access to the names and
home addresses of all current employees of the City who are in the bargaining
unit.
G. The stewards shall be allowed reasonable time off without loss of pay
during their regular shift hours for investigating grievances. The performance
of this function by the steward shall in no way inte rrupt the normal functioning
of City work assignments. The Association agrees to guard against the use of
excessive time for such activities which are authorized by this Agreement. The
-14 -
I
I
steward will provide advance notice to supervision to allow planning
arrangement to enable the steward time for investigative activity. When
an Association steward desires to contact an employee in the unit who has
a complaint, hel she shall first obtain oral permission from his Iher
supervisor. Ii permission is denied at that particular time, the Association
representative will be informed of the reason for the denial. The Association
steward will notify his Iher supervisor upon his Iher return to work. The
President of the Association, or the designee of the President, shall have
the privileges accorded to a steward.
-15 -
I
I
AR TICLE IX
..HOURS OF WORK & OVER TIME
A. Reg;ular.Work_ Week
The regularly scheduled work-week of the City employees in
the clas sified service will consist of the number of hours set forth
opposite the respective class titles on the Official Pay Plan.
All employees shall be provided up to one hour off work each
day for lunch, generally scheduled in the middle of the work shift.
All employees shall be granted two fifteen (15) minute rest periods,
one during the first portion of their work shift prior to lunch and one
afte r lunch.
When an employee lS required by the department director to
attend training or job-related workshops, such time spent shall be
/ counted as hours worked.
1.
2.
3.
B. Overtime
1. All employees as outlined in the Pay Plan eligible for overtime'
shall receive 1 i times the normal rate of pay when said work is in
excess of the forty (40) work hours per week and ordered by managerial
personnel.
Employees shall not be unfairly discriminated against in the
2.
assignment of overtime.
C. Standby and Recall (Mutually Exclusive)
1.
Standby - An employee assigned to standby will receive a flat
fee of:
2.
(a) Monday through Friday - $5.00 per night
(b) Weekends - $25.00 for weekend
Recall (call out) - If an employee is called back to work after
the employee's normal work-day, the employee shall receive a minimum
of two (2) hours' pay at 1 i times normal pay.
Employees shall not be assigned to standby duty if excused in
advance by managerial personnel, and in all cases the department will
seek volunteers prior to assigning standby duty.
3.
-16-
I
I
AR TICLE X
LEA YES OF ABSENCE
A. Sick Leave
1.
All full time employees shall be entitled to 15 days sick leave dur-
ing each year (10 hours per month.) Sick leave may be accumulated
without limit. No employees shall be eligible for sick leave until after
six (6) months of service. For services rendered prior to contract,
employees shall .not forfeit any unused sick leave accumulated since the
initial date of present employment.
2.
Employees who are unable to perform their duty because of
severe illness in the employee's immediate family may use five (5) days
of sick leave:
Due to illness of a member of his immediate family which
requires his personal care and attention, the term "immediate
family" shall mean parents, grandparents, children, grand-
children, brothers or sisters of the employee or of the emp-
loyee's husband or wife. It shall also include any member
of the employee I s household.
3.
In the event that an employee's current illness or physical
incapacity should continue beyond the point where his accumulated unused
sick leave has been exhausted, he may, upon written request and the approval
of his immediate supervisor and his departznent head, and when supported
by a statement from competent medical authority substantiating the
continuance of such illness or incapacity, obtain a sick leave advance
up to but not exceeding the amount of accumulated unused sick leave
which the employee had to his credit at the time such current illness
or incapacity began. The Personnel Director shall be immediately notified
in writing of any such advance which shall be charged against the employee's
sick leave account, thereby creating an overdraft position. Such overdraft
shall have the status of a loan by the City to the employee and shall be
repaid:
(a) By the subsequent accumulation of sick leave in the
amount necessary to retire such loan, or
(b) By repayment to the City of such portion of the salary
previously paid to the employee under the foregoing
provisions as might be necessary to retire such loan.
The employee shall not be entitled to use any additional sick leave until
-17-
~. - -- ,-~,-".~
the loan has ,bien repaid and in the event of his leparation prior to such
repayment, the City shall retain from moneys otherwise due the employee,
an amount sufficient to retire such loan. Provided, however, that if the
separation is the result of the death of the employee, the loan shall be
forthwith cancelled and no claim for repayment shall be filed against his
estate.
4. Requests for sick leave shall be made to the employee's department
head. The employee shall have the responsibility of notifying his/her
department promptly of any illness or disability. Proof of illness::>r
disability may be reasonably required by the department head. Use of
sick leave on false claims of illness, injury, or contagious disease, or
falsification of proof to justify such sick leave shall be cause for dismissal.
Employees failing to notify and report to the department head for three
(3) consecutive days shall be considered as having resigned.
5.
Absence for a fraction of a day that is chargeable to sick leave Ln
accordance with these provisions shall be charged as a minimum of one
hour or more rounded to the next highest hour.
6.
The City hereby agrees to pay, the following compensation to any
employee injured in the line of duty in accordance with the following def-
initions, terms and conditions:
(a) Compensation shall be payable under this Section only
with respect to disability as the result of injury to an
employee where such injury is incurred in the line of duty.
(b) An injury shall be deemed to have been incurred in the
line of duty if and only if such injury is compensable
under the Florida Workmen's Compensation Law.
(c) The amount of compensation paid shall be the amount
required to supplement funds received from the Florida
Workmen's Compensation Law and any other disability
or other income plan provided by the City, either by law
or by agreement, to the point where the sum of the
supplement herein provided and all other payments herein
described equal the employee's weekly wage at the time
of the injury.
(d) No compensation under this section shall be allowed for
the first seven (7) days of disability; provided, however,
that if the injury results in disability of more than fourteen
(14) days, compensation shall be paid from the commence-
ment of the disability.
-18-
I
I
(e) The term disability as used in this Section means incapacity
because of the line of duty injury to earn in the same or
other employment the wages which the employee was
receiving at the time of injury.
(f) It is the intent of this Section to provide supplemental comp-
ensation for line of duty injuries only, and this Section
shall not be construed to provide compensation in the
event of death or injury incurred in any manner other than
in the line of duty. In the event of any dispute or disagree-
ment concerning the interpretation of the terms of this
Section, then the decisions concerning definition of those
terms issued under the Florida Workmen's Compensation
law shall contr 01.
(g) The maximwn period for which payment may be made under
this Section shall be ninety (90) days from the date of injury
for each injury, including recurrences thereof. No payment
made by the City during said period shall be charged against
any sick leave which the employee may have accrued.
(h) The Cify_ shall have the right to require the employee to
have a physical exa'mination by a physician of its choice
prior to receiving or continuing to receive compensation
under this Section.
B. Funeral Leave
Each employee shall be allowed up to four (4) days funeral leave with no
loss of pay and no charge against sick leave time in the event of a death in the
family. Death in the family shall be defined as death of a spouse, child,
mother, father, grandfather, grandmother, grandchild, brother or sister of
employee or employee I s spouse. Additional funeral leave for death in the
family may be requested in accordance with current rules and regulations.
C. Military Leave
Any employee who is a member of a Reserve Component or the National
Guard and who is required to participate in the annual training period shall
receive leave for the period (up to seventeen (17) consecutive days). This
leave shall not be charged against the employee I s sick leave. A copy of the
employee's order certifying his/her duty assignment shall be submitted to
the City Manager or his designee immediately upon receipt.
All other military leaves shall be subject to the applicable United States
Government regulations and laws.
D. Jury Duty
The City shall grant leave for jury duty or when an employee is sub-
poenaed as a witness and shall pay the difference between the employee's jury
service pay and his regular pay on the following conditions:
-19-
(a)
If In employee is excused or releaJed by the
noon, he/she must promptly return to work.
court befo re
(b) He/ she must bring written evidence of his /her duty service
and the amount of pay received before compensation is approved.
(c) As soon as he/she learns of selection for jury duty, he/she
must notify his /her supervisor so that arrangements may be
made for his/her absence from work.
(d) In the event a holiday shall occur during the period of the
employee's jury duty, he/she shall receive pay for such holiday.
E. Maternity Leave
A female employee who becomes pregnant shall be granted a maternity
leave to begin at such time as specified by a licensed medical doctor. The
terms of sa~d leave shall be governed by the applicable laws and regulations
applying to this subject.
The parties hereto ,agree that when such laws and regulations become
finalized, this Section will be expanded to include aU such applicable provisions.
However, it is specifically agreed that any female employee who becomes elig-
ible for maternity leave ma y use any accrued sick leave in this connectio n.
F. Leaves of Absence Without Pay
1.
Employees are allowed to take a leave of absence without pay up to
a maximum of twelve (12) months, if approved by the City Manager.
2.
Upon expiration of an employee's accumulated sick leave, a leave
of absence without pay for not more than three (3) months shall be granted
for the employee's personal illness, at which time the case will be reviewed
by the City Manager for consideration of an extension of time, if necessary.
3.
Failure to return to work at the expiration of an approved leave shall
be considered as absence without leave and grounds for dismissal, but
upon their timely return from leave, the employee shall be granted and
given the same position or substantially similar position without loss of
salary or benefits.
4.
There will be no accrual of benefits or seniority during such leave.
G. Time Off
An employee shall or may be granted necessary time off from his duties
with compensation for any of the following reasons:
-20-
I
I
1. For pre -induction physical examination when so ordered by a
Selective Service Board. Time oii shall be granted for minimum period
necessary to comply with such order but shall in no case exceed two (2)
regularly scheduled work days.
2. Attendance at professional or other conventions, institutes, courses,
or meeting when such attendance, in the opinion of the City Manager, may
be expected to contribute to the betterment of the City service.
3. Attendance at in-service training and other in-service meetings when,
in the opinion of the City Manager, such meetings are designed to improve
the City services and/or the employee's performance or to prepare him
for advancement. The provisions of this paragraph shall be deemed to
include authorized safety meetings.
4. An employee may be granted tim~ off without compensation for
attendance at meetings other than those specified in Sub-Section 1 above
or to attend urgent personal business, provided that such employee shall
request approval from his department head in sufficient time to permit
the latter to make arrangements therefor, and further provided that such
time off wi 11 not seriously affect the efficient operation of the department.
5. With the prior-approval of his department head, an employee may be
granted time off from his duties for acting as an active or honorary pall-
bearer at a funeral or for attendance at state funerals, funerals of City
officials, oi employees or their wives or husbands, or military or fraternal
funerals when the employee is acting in an official capacity at said military
or fraternal funerals. Such time off may be granted with or withou t comp-
ensation at the discretion of the department head and the City Manager.
6. Employees shall be released from duty without loss of pay while com-
peting in City promotional examinations that are scheduled during duty
hours.
-21 -
I
I
AR TICLE XI
HOLIDAYS
A. The following days shall be observed as holidays:
New Year's Day
Washington's Birthday
Memorial Day
Labor Day
Independence Day
Veteran's Day
Thanksgiving Day
Christmas Da y
and, a floating holiday subject to scheduling by the Department Director.
B. When a holiday falls on Saturday, the preceding Friday shall be
designated a substitute holiday and observed as an official holiday for the
year. When a holiday falls on Sunday, the following Monday shall be
designated a substitute holiday and observed as an official holiday for
that year.
C. If a holiday falls within an employee's normal work week, and that
employee is not scheduled to work the holiday, the employee shall be
credited for one regular day worked, solely for overtime purposes. This
does not relate to standby pay. Call-back and call-in shall continue in
accordance with current rules.
D. Employees who are required to work on a holiday will receive holiday
pay plus regular pay for all hours worked.
E. Employees on vacation, annual military leave, jury duty, sick leave
and other absences from duty but on regular pay status on the day the holiday
is observed must use the holiday on the same day that it is earned.
-22-
I
I
AR TICLE XII
VACATIONS
Regular full-time permanent employees shall accrue paid vacations
in the following manner beginning with the effective date of this Agreement:
1-2 years 10 working days
3 " 11 working days
4 " 12 working days
5 II 13 working days
6 " 14 working days
7-11 II .15 working days
12-16 II 16 working days
17 II 17 working days
18 " 18 working days
19 II 19 working days
20 II 20 working days
A maximum of twenty (20) wor.king days of vacation after twenty (20) years.
-23-
I
I
AR TICLE XIII
SENIORITY
A. Seniority is defined as the length of continuous service in City employ-
ment. Seniority will continue to accrue during all types of leaves of
absence with pay and other leaves where specifically provided.
B. After successful completion of the probationary period which is six (6)
months, seniority will revert to date of employment. Seniority shall be
used as a factor in consideration for promotion.
C. Employees shall lose their seniority only as a result of the following:
1. Voluntary te rmination.
2. Retirement.
3. Termination for cause.
4. Failure to return from military leave within the time
limit pre scribed by law.
-24-
I
I
AR TICLE XIV
LA Y -OFF AND RECALL
A. When Lay-Offs May be Made
An employee may be laid off by the City Manager in the manner herein
p!ovided when there is lack of work or funds, abolition of position, or mater-
ial changes in duties or organization which require a reduction in personnel.
No regular employee, however, shall be laid off while there are emergency,
provisional, temporary or probationary employees serving in the same class
in the same department.
B. Method
When the need arises for laying off regular employees in any department
for any of the reasons enumerated in A hereof, the order of lay-off shall be
determined by a formula taking into account both service ratings and seniority.
When other qualifications are equal, seniority will govern. The provisions of
this and the following section are based on the premise that the services of
the affected employee have been satisfactory and that he is physically and
mentally capable of efficiently discharging the duties of another position in the
same or lower clas s'.
-25 -
.'
I
I
ARTICLE XV
RETIREMENT
A. General Provisions
L
. The City agrees to send announcements of regularly scheduled.
meetings of the Board of Trustees of the Employees retirement system
to the President of the Association.
2.
A spokesman for the Association shall have the right to present
the Association's views regarding the employees retirement system either
orally or in writing to the Advisory Committee of the Board of Trustees.
3.
Wi.thin 60 days after- receipt of an actuarial study regarding the
Pension Plan, the City shall provide a copy to the Employees Association
and the Pension Advfs.ory Committee as created by the Pension Act.
4.
Notification of any change of benefits in the Employees General
Pension Plan shall be gi ven to the employees 60 days pri.or to any action taken.
'"
:J.
Vacation &: Bonus to be credited toward Retirement.
(a) Vacation accumulation - Any employee, six years prior
to retirement in the City Pension Plan, can begin saving
and accumulating leave earned up to 500/0 annually toward
early retirement or a cash settlement at the, time of
retirement. The amount of accumulation shall not
exceed 16 weeks for this purpose. The employee must
submit formal notification of the intent to accumulate
leave expressly for this purpose and the date the employee
plans to retire. Ii the employee elects not to retire on the
day indicated by the employee, but to continue to work,
S weeks of the accumulated leave will be held in reserve
until the employee elects to retire, and cannot be used
prior to the time of retirement. The remaining eight
weeks shall be used by the employee during the year
initially designated by him as his retirement year or
sooner, otherwise the eight weeks will be forfeited.
(b) Special Bonus Days after 20 years - Upon serving a
total of 20 consecutive years with the City, the employee
shall be entitled to accumulate bonus days for the purpose
of early retirement or a cash settlement only at the time
of retirement 'which shall not exceed a total of 15 working
days. This 15 days .shall be included in the total of a max-
imum of 16 weeks described in vacation under this item
and not be considered as an addition to the 16 weeks
accumulated. The schedule shall be as follows:
21 years service 1 day
22 11 11 2 days
23 11 11 3 II
24 II 11 4 II
25 11 II 5 11
15 days
-26-
I i
In the event an employee currently has an excess of 21
consecutive years service, that employee shall begin to
accumulate, based on the above schedule, beginning at the
specific year he is in as shown above. The employee may
continue to accumulate such days in excess of the 25 -year
, limitation at 5 additional days per year, not to exceed the
total of 15 days as previously described.
(c) Upon separation from the City service, an employee shall
be paid one-half (~ of his accumulated unused sick leave,
provided:
(1) That the rate of payment shall be based on the
regular bi-weekly salary of the employee (including
longevity) at the time of separation for which his
accumulated unused sick leave win be charged
with twice the number of regularly scheduled hours
of work for that employee in such bi-weekly period.
If an. employee is separated upon the termination of
a leave of absence or the effective date of a resig-
nation executed under the provisions of paragraph
(3) of this subsection, the rate of payment shall be
based on the regular bi -weekly salary of the employee
(including longevity) at the beginning of his leave of
ao-aence or the date the resignation was executed, and
(2) That at the time of separation, the employee has had at
least five (5) years of continuous service with the City.
Leaves of absence without pay, suspensions, and sep-
arations followed by subsequent re -employments shall
not be considered as breaks in service; provided, how-
ever, that the length of such time off or separation
shall be deducted from the total length of service except
that military leaves and leaves during which employees
are receiving Workmen's Compensation shall not be
deducted, and
(3) That the sepa ration "is involuntary on the part of the
employee to the extent that it is occasioned by factors
over which he has no reasonable immediate control,
such as death, prolonged illnes s or physical or mental
incapacity, material changes in family status occasioned
by death, illness or disability in immediate family, in-
ability to effectively perform duties because of age,
physical condition, material changes in methods, pro-
cedures or organization or for other reasons of like
character as distinguished from reasons such as
voluntary separation to seek or accept other employment
orrea.sons of li:k! character. If the separation is the
result of the death of the employee, his estate shall
receive payment. An employee who has been dismissed
for cause shall have no claim for sick leave payment.
Notw ithstanding the foregoing provisions of this paragraph
an employee who may otherwise be eligible for retirement
under the City Employees I Pension Plan. or Federal Social
Security, or who may be approaching such eligibility date
may utilize one -half. (t) of his accumulated unused sick
leave to the extent thereof to advance his retirement date.
In that event the employee shall execute a resignation
date. In that event the employee shall execute a resig-
nation to become effective on the date that such accumulated
unused sick leave would be exhausted. Such resignation
s~ll be irrevocable and retirement shall begin at the time
said resignation becomes effective. In the interim, payment
for accumulated unused sick leave shall be made as a con-
tinuation of the employeels regular bi-weekly salary
(including longevity) from which all regular payroll deduct-
ions shall be made in order to preserve his retirement
status. Accumulated unused sick leave will be charged as
outlined in paragraph (1) of this sub-section.
-27 -
I
I
ARTICLE XVI
UNIFORMS AND RAIN GEAR
A. The policy of the City presently in effect with respect to the cost of
uniforms shall be continued for the duration of this Agreement without
change in the percentage paid by the City and the percentage paid by the
affected employees.
B. The City will provide the employees with adequate rain gear. Replacement
of damaged rain gear shall be at the discretion of the supervisor.
-28-
--.._.:....,~-
-
..
I
I
AR TICLE XVII
INSURANCE
A. Individually Purchased Life Insurance
1.
The City will participate in the cost of life insurance purchased by
the employee on his own life when purchase is made from one of the follow-
ing companies:
Prudential Insurance Company of America
Gulf Life Insurance Company
The Bankers Life Company
New York Life Insurance Company
Equitable of Iowa
Liberty Life Insurance Company
Peninsular Life Insurance Company
Provident Life and Accident Insurance Company
Sun Lif~ Assurance Company of Canada
Lincoln National Life Insurance Company
Equitable Life Assurance Society of U. S.
AEtna Life and Casualty
2.
The City. s participation will be limited to one -half of the annual
premium cost of such insurance; provided, however, that such City partic-
ipation shall not exceed 1 % of the employees' annual salary.
3.
The City will make payroll deductions for the employee's portion of
the cost of insurance.
B. Group Life Insurance
Group life insurance with a policy value of $1,000 is available to the
employee after six months of employment with the City. The employee
contribution to the cost of this insurance is 25~ bi-weekly.
C. Health Insurance
The City's contribution shall be the single subscriber cost.
D. Unemployment Insurance
The City shall participate in and provide employees with unemployment
insurance as provided by law.
E. Workmen's Compensation Insurance
The City shall participate in and provide employees with Workmen1s Comp-
ensation Insurance as ptovided by law.
F. Social Security Insurance
The City shall provide all necessary employer contributions for social
security insurance as provided by law for those employees ineligible to partic-
ipate in the City retire~ nt program.
-29-
-
;).
I
I
G. Group Policy Review
1.
The City agrees to work with the Association to review current
group life and health insurance policies to determine the adequacy of such
policies and if mutually agreed to by both parties, shall solicit bids for
possible changes in these policies. Any information accumulated by the
Association or City on various programs shall be made available to the
other party.
2.
A copy of the experience rating will be made available to the
Association each year on insurance programs for employees of the unit.
H. Liability Insurance
The City shall provide liability insurance protection with limitations of
coverage which are adequat e wit.hin the judgment of the City, including
defense for every employee on all claims arising out of the course of the
employee 1 s employment with the City when said employee is acting within
the scope of his duties. Coverage shall be to the same extent that the City
is covered for such claims and not including punitive damages.
-30-
I
I
ARTICLE XVIII
HEAL TH AND SAFETY
A. The City and the Association will cooperate in establishing a joint safety
conunittee with the continued objective of eliminating accident and health
hazards. This conunittee shall meet monthly and will attempt to enforce the
City and Association1s safety program. The City will consider written
reconunendations with respect to unsafe conditions or safety ideas from the
conunittee and will implement solutions to these conditions within thirty
(30) days of the receipt of such reconunendations, or shall appear before
the committee and reply as to why said solutions have not been affected.
The Conunittee will pro"0de at the city's expense a safety manual to all
city employees.
B. The City will provide any safety equipment and devices for employees
engaged in work where such special devices and equipment is necessary
and required by the City.
C. EIhployees will not suffer any position penalty nor be financially respon-
sible for damage to City property occasioned by accident which is not caused
by negligence - subject to review by the City Accident Prevention Board.
D. The City shall maintain a cleanup room with sanitary showers for the use
of all employees whose employment presents a threat to disease due to
exposure from sanitary conditions. Reasonable time will be allowed the City
to comply with this need.
E. All employees who are required to furnish their car by the City will be paid
reimbursement for any mileage traveled at the rate of $. 14 per mile.
F. The City agrees to conduct studies and review various programs available
regarding discounts for safety shoes and safety lenses of glasses.
-31 -
I
I
AR TI CLE XIX
JOB DESCRIPTIONS
The City will prepare and maintain job descriptions for those job class-
ifications covered by the employees in the unit. These general descriptions will
not change during the term of this contract.
-32-
I
t
ARTICLE XX
APPOINTMENTS AND EVALUATION
A. All appointments to clas sHied service shall be made on the basis of
merit and fitness for the position to be determined as far as practical and
possible by competitive examination under the Rules of the Civil Service
Commission. Examination results will be nR de available for employees
inspection upon request.
B. Job lists for advancement in clas sHied service will be maintained in
the personnel office and said list will be posted.
C. The City agrees to use to the maximum extent the skills and talents of
existing employees in the Unit in order to achieve the resulting benefits
of higher morale and reduced turnover. In filling position in the Unit, the
City will give concurrent consideration to persons in and outside the Unit,
but all other factors being substantially equal, will fill such positions by
selection from eligible candidate in the Unit.
-33-
I
I
ARTICLE XXI
MISCELLANEOUS GENERAL PROVISIONS
2.
3.
Insurance Committee - Once a year, maximum l~ hours.
Participation and Blood Bank':' Not to exceed 1 i hours per donation.
-34-
I
1
1. Use of City copying equipment - Cost to be paid by the Association for
printing of Association material. This material shall be non-controversial
in nature and subject to review by the City Manager's office.
J. A tool allowance of five dollars ($5.00) per month will be provided for
employees required to furnish their own tools. To qualify for this allowance
the employee must verify in writing that at least this amount is necessary due
to breakage or wear. The verification shall be submitted to the employee's
immediate supervisor who shall, if proper, transmit it for payment.
-35-
I
I
AR TI CLE XXII
PARITY
It is the City's intent that if the number of holidays, vacation schedule or
sick leave benefits are granted to a majority of the employees of a department
of the City employing more than twenty-five (25) employees which results in
benefits in excess of those outlined above, then all employees covered by thi. s
Agreement shall be treated equally.
-36 -
I
I
AR TICLE XXIII
SALAR Y
A. All salary pay grades of employees covered by this Agreement shall be
increased by six percent (6%) beginning with the first full pay period after
September 30, 1976. (Exhibit liB" attached hereto has been adjusted to
include the six percent (6%) referred to above. )
B.
Entry_
Salary shall be paid by reference to the ranges stated for each job
classification in Exhibit IIAII as they are related to the salary schedule which
is Exhibit "B. II The entry step within the established range for each class will
be Step" 1" unless specifically designated otherwise. No employee will suffer
a decrease in salary as a' result of action taken on the schedule without fault
or inability on the part of the employee.
C. Rate of Pay on Changes in Sta tus. Each person who shall be inducted into
a position in the classified service shall receive compensation at the minimum
rate prescribed for the class of position except as follows:
1.
When a position is filled by promotion and the previous rate of the
appointee is at or above the minimum rate for the new position but not at
or above the maximum rate for the new position appointment shall be made
at the first step in the higher salary range which represents a minimum
five (5) per cent increase above the previous pay rate of the appointee.
2.
An employee who is demoted for lack of work, lack of funds, or
other causes beyond his control shall have his compensation fixed at the
step in the range for the class to which he is demoted which is next lower
than the rate which the employee previously received. Such employee
shall be placed at the head of the re -employment list for the clas s from
which he was demoted. An employee who is demoted for any other reason
shall have his compensation fixed at the step in the range for the class to
which he is demoted to which he would be entitled had his previous employ-
ment with the City been in such lower das s.
-37 -
I
I
3.
An employee who is transferred from a position of one class to
a position of another class shall continue to be paid at the same rate if
such rate is on a step in the pay range for the new class or at the next
higher step if his previous rate is between steps in the range for the new
cla s s .
4.
An employee who is appointed from the re -employment list to a
position in the depa rtment in which he previously served shall be paid
at the step in the pay range which is equivalent to the step he was receiving
when he was separated and shall be eligible for advancement to the next
step when he shall have been re -employed a sufficient number of days to
make up the number of days h~ lacked for eligibility at the time of
separation.
5.
An employee who is appointed from the re -employment list to a
position in another department than that in which he was previously
employed, may be paid at the same step in the pay range at which he was
being paid when separated, or any step within the range which is not above
the step at which he was previously paid.
D. Increments.
1. Increases to steps above the entry step shall be based upon the
Pay Plan in effect upon the effective date of this Agreement.
2.
Part-time employees shall be paid at a rate proportionate to
their hours of work. 2080 hours of actual work shall be considered the
equivalent of one year for step progression eligibility purposes. Provided,
however, that the accumulation of such hours in less than one year shall
not advance the normal progression eligibility date.
-38-
I
I
AR TICLE XXIV
CONTINUATION OF CIVIL SERVICE
Except as provided in this Agreement, all Civil Service rules and
provisions now in effect shall continue, insofar as provided by Section 447.601 of
Florida Statutes of 1974, which is incorporated herein by reference.
-39 -
I
I
AR TICLE XXV
DURATION, MODIFICATION AND TERMINATION
This agreement shall be effective as of theSJ. day of ~J'""".J-
) 9 7 , , and shall continue in full force and effect until October 1, 1977.
,
If either party desires to modify, amend, or terminate this agreement, such party
shall provide written notice of such desire not later than March 30, 1977. In the
absence of such notice, this agreement shall be automatically extended until
October 1, 1978, and from year to year thereafter unles s such notice is provided.
Following the sendin~ and receipt of the notice described above, the
parties shall follow the procedures contained in the Public Employee R elatio ns
Act toward the consummation of a new agreement.
IN WITNESS WHEREOF, the parties hereto have hereunder set their hands
and seals this .-1Iffday of ~ 1976.
Attest~ CIT OF CLEAR WATER, FLORIDA
~
By
-~~~
Countersigned:
_~~$~e~
Mayor - Commis' er...
Signed, Sealed &: Delivered in
the Presence of:
CLEARWATER EMPLOYEES ASSOCIATION
By a.' .-4'~ ~ /4'
President
~ Af)A~
~9~7j:dent
Signed, Sealed &: Delivered
in the Presence of:
te,
I~
Employees Association
-40-
I
I
ATTACHMENT A
CLASS1:FICA TION
Clerk
Clerk Typist I
Clerk Typist II
Commu.'lications Aide
Switchboard Operator
Duplicating 'Equipment Operator
Secretary I
Secretary II
Secretary III
Communications Clerk
Dispatcher I
Dispatcher II
Accounting Clerk I
Accounting Cle:t'k II
Accounting Clerk III
Cashier 1
Cashier II
License Inspector
Storekeeper
Stores Clerk
Buyer
Keypunch - Verifier Operator
Computer Ope:t'ator
Data Processing Trainee
Systems Analyst/programme:t'
Computer Operations Supervisor
Field Representative I
Public Information Representative
Rodman
Instrument Man
Construction Inspector I
Construction Inspector II
Party Chief
Engineering Student
Draftsman I
Draftsman II
Planning Technician
Zoning Enforcement Officer
Sign Inspector
Mobile Home and Trailer Park Inspector
Minimum Housing Inspector
Building Inspector I
Building Inspector II
Electrical Inspector I
Electrical Inspector II
Planning Analyst
Zoning Analyst
Mechanical Inspector I
Mechanical Inspector II
Gas Inspector I
Gas Inspector II
Plumbing Inspector I
Plumbing Inspector II
Tradesworker I
Tradesworker II
Cabinet Maker
Mechanic I
Mechanic II
Building &: Maintenance Foreman
Metal Fabricator
Paint and Body Helper
Paint and Body Mechanic
t
ATTACHMENT A
Tire Man
Equipment Mechanic
Lift Stations Mechanic
Technical Equipment Operator
Technical Equipment Foreman
Mechanic I
Mechanic II
Mechanic For eman
Equipment Operator I
, Equipment Operator n
Heavy Equipment Operator
Foreman I
Foreman II
Electrician I
Electrician II
Electrical Supervisor
Traffic Signal Technician
Electronics Technician
Traffic Signal Supervisor
Traffic Serviceman
Parking Meter Collector
Parking Meter Mechanic _
Traffic Engineering Service Superintendent
Traffic Engineering Aide
Housing Project Manager
Housing Project Assistant Manager
Marine Attendant I
Marine Attendan t II
Marine Attendant ill
Reef Construction Diver/Worker
Reef Construction Specialist-
Jail Cook
Property Clerk
Bailiff
Jailer
Police CommWlications Dispatcher
Identification Technician
Police Cadet
Fire Alarm Dispatcher
Fire Apparatus and Equipment Mechanic I
Fire Apparatus and Equipment Mechanic n
Tree Trmrmer
Groundskeeper
Spray Technician
Nurseryman
Community Center Supervisor
Recreation Supervisor I
Aquatic Supervisor r
Arts & Crafts Supervisor I
Customer Service Representative I
Customer Service Representative II
Customer Service Representative ill
Data Control Clerk
Meter Reader I
Meter Reader II
Account Collector
Field Accounts Supervisor
Watchman
Welder I
Welder II
Gas Foreman
Distribution Serviceman I
Distribution Serviceman II
Water Distribution Foreman
Water Supply Attendant
Water Supply Operator
Chief Water Supply Operator
I
I
I
ATTACHMENT A
Water Pollution Control Attendant
Water Pollution Control Operator I
Water Pollution Control Operator II
Laboratory Technician
Water Pollution Control Mechanic
Chief Water Pollution Control Operator
Sanitation Worker
Sanita tion Drive r I
Sanitation Driver II
Route Supervisor
Sanitation Foreman
Control Operator
Sanitation Inspector
Special Sanitation Inspector
Meter Repairman I
Meter Repairman II
Meter Shop Supervisor
Utilities Serviceman I
Utilities Serviceman II
Air Conditioning Serviceman
Air Conditioning Foreman
Custodial Worker
Custodial Supervisor
Maintenance Worker I
Maintenance Worker II
Messenger
RecreationAssistant (PT)
Recreation Leader (PT)
Beach Guard
School Crossing Guard (PT)
Beach Master
-
I
I
EXHIBIT" A"
List of Job Classifications
In Unit with Salary Ranges
Class
No.
Pay
Grade
Entry
Step
Hours
Per Week
Clas s Title
CLERICAL, FISCAL &: ADMINISTRATIVE
001 37-1/2 Clerk
002 ' 37 -1/2 Clerk Typist I
003 37-1/2 Clerk Typist II
004 37-1/2 Communications Aide
005 37-1/2 Switchboard Operator
006 37-1/2 Duplicating Eq\4ip. Operator
008 37-1/2 Personnel Technician I
009 37-1/2 Secretary I
010 37-1/2 Secretary II
011 37-1/2 Secretary m
016 40 Communications Clerk
011 40 Dispatcher I
018 40 Dispatc.~er II
Fiscal
021
022
023
024
025
026
28
32
36
33
33
34
43
36
39
45
38
38
45
1
1
1
1
1
1
1
1
1
1
1
1
1
37-1 /2
37-1/2
37-1/2
37 -1/2
37-1/2.
37-1/2
38
42
44
33
38
46
Accounting Clerk I
Accounting Oerk II
Accounting Clerk III
Cashier I
C ashie r II
License Inspector
1
1
L
1
1
1
Purchasing
041
042
044
37-1/2
37 -l! /2.
Stores Clerk
Sto.rekeeper
Buyer
38
44
53
1
1
1
...
.,.
Data Processing
060 37-1/2
062 37-1/2
063 37-1/2
065 37-1/2
067 -.
Administrative
074 *
086 37-1/2
Keypunch- Verifier Operator 37
Data Processing Trainee 38
Computer Operator 52
Systems Analyst/Programmer 58
Computer Operations Supervisor 61
1
1
1
1
1
Field Representative I 57
Public Information Representative 38
1
1
ENGlliEERING & PUBLIC WORKS
Engineerir..g
101 37 -1 /2
102 37.112
103 37-1/2
104 37-1/2
105 37-1/2
110 37-1/2
111 37-1/2
112 37-1/2
Rodman
Ins trumentman
Party Chief
Construction Inspector I
Construction Inspector II
Engineering Student
Draftsman I
Draftsman II
38
44
54
47
57
38
44
54
1
1
1
1
1
1
1
1
.
P LA NNING
120 37.1/2
122 37-1/2
123 37-1/2
44
53
53
1
1
1
Planning Technician
Planning Analys t
Zoning Analyst
,"" J
Clas s
No.
BUILDING
130
131
132
133
134
137
138
140
141
142
142. 1
143
144
146
147
Hours
Per Week
37 -1/2
37-1/2
37 -1 /2
37-1/2
37-1/2
37-1/2
37-1/2
37-1/2
37-1/2
37-1/2
37-1/2
37-1/2
37-1/2
37 -1/2
37-1/2
CENTRAL SERVICES
Building &:
152
153
155
156
Garage
160
161
162
163
164
165
167
Maintenance
40
40
40
*~
&: Motor Pool
40
40
40
40
40
40
"-
-,-
PUBLIC SERVICE
170
171
172
40
40
40
I
Clas s Title
Zoning Enforcement Officer
Sign Inspector
Mobile Home &: Tr. Park Insp.
Field Housing Inspector
Minimum Housing Inspector
Building Inspector I
Building Inspector II
Electrical Inspector I
Electrical Inspector II
Mechanical Inspector I
Mechanica 1 Inspector II
Gas Inspector I
Gas Inspector II
Plumbing Inspector I
Plumbing Inspec tor II
Tradesworker I
Tradesworker'II
Cabinetmaker
Building &: Maint.
Fo reman
Mechanic I
Mechanic II
Metal Fabricator
Paint &: Body Helper
Paint &: Body Mechanic
Tire Man
Mechanic' Foreman
Equipment Mechanic
Lift Station Mechanic
Tech. Equipment Operator
Construction &: Maintenance
180
181
182
186
187
40
40
40
40
-'-
~,
Equipment Operator I
Equipment Operator II
Heavy Equipment Operator
Foreman I
Foreman II
-2-
-
I
Pay
Grade
Entry
Step
57
57
57
57
60
57
60
57
60
57
60
57
60
57
60
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
45
54
55
59
1
1
1
3
45
54
55
45
54
45
59
1
1
1
1
1
1
3
45
50
58
1
1
1
39
46
48
49
57
2
1
1
1
1
-
.
,-,., .-~
I
I
,
Class
No.
Pay
Grade
Entry:
Step
Hours_
Per Week
Class Title
TRAFFIC ENGINEERING
Electrical &: Traiiic Signals
190 40 Electri.cian I
191 40 Ele ctri. cian II
192 * Electrical Supervisor
193 40 Traffic Signal Technician
194 40 Electronics Technician
195 * Traffic Signal Supervisor
Traffic Engi.neering
200 40
201 40
202 40
204- *
205 40
45
55
58
54
54
58
1
1
1
1
1
1
44
46
46
58
45
1
1
1
1
1
Trafiic Serviceman
Parking Meter Collector
Parking Meter Mechanic
Traffic Eng. Servo Supt.
Trafiic Eng. Aide
LIBRARIES
210 37-1/2
- 211 3T-1/2
212 *
2.13 *
32
40
47
50
1
1
1
1
Library Assistant I
Library- As sistant II
Library Assistant ill
Librarian
HOUSrnG
255
256
257
~
57
55
45
1
1
1
*
-Social Services' _ Coordinator
Housing Project Manager
Assistant Housing Project Mgr.
*
,...
."
MARINE
300
301
302
305
306
34
41
49
36
48
1
1
1
1
1
40
40
40
40
40
Marine Attendant I
Marine Attendant II
Marine Attendant III
Reef Construction Diver
Reef Construction Spec.
POLICE
Services
350
352
354
356
357
359
363
2
Jail Cook
Property Clerk
Bailiff
Jailer
Police Communications Disp.
Identifica tion Technician
Police Cadet
37
42
46
46
48
58
37
1
1
1
1
1
1
1
40
40
40
40
40
40
40
FIRE
Services
400
402
403
Fire Alarm Dispatcher 46
Fire Apparatus &: Equipment Mech. 1 52
Fire Appar. &: Equipment Mech. II 58
1
1
1
40
40
40
PARKS &: RECREATION
Parks &: Forestry
460 40
461 40
462 40
463 40
Tree Trimmer
Groundskeeper2
_ Spray Technician
Nurseryman
42
42
49
53
1
1
1
1
Recreation
470
471
472
473
474
475
476
486
305
306
2
Community Center Supv.
Recreation Supv. 12
Recreation Supv. II 2
Aquatic Supervisor I
Soc. Rec. Supervisor II
Arts &: Crafts Supv. 12
Arts &: Crafts Supv. II
Golf Supervisor II
Senior Beach Guard
Water Safety Supervisor
40
40
43
48
56
48
1
1
1
1
1
1
1
1
1
1
40
.- I
~o
48
56
56
39
48
".
','
40
".
"
.'.
,.
40
40
-3-
l.
'_1 I - i.o\. ~t'
C la s s
No.
Hours
Per Week
UTILITIES
Customer Service &
510 37-1/2
~11 37-1/2
51 2 37- 1 /2
512.1 37-1/2
513 40
51 4 40
515 40
516 ':'
Gas
530
532
533
537
Water
550
551
552
554
555
556
40
40
40
,'-
-,'
40
40
~::
40
40
~~
Water Pollution Control
570 40
571 40
572 40
574 40
576 40
577 ':<
Sanita tion
600
601
602
603
604
605
606
607
Service
620
621
629
630
631
633
634
LABOR
650
651
653
654
656
40
40
40
40
,'-
-,'
40
40
40
40
40
,.~
40
40
40
-,.
'"
& CUSTODIAL
40
,'-
','
40
40
37 -1 /2
I
Clas s Title
Billing
Customer Servo Representative I
Customer Servo Representative I!
Customer Service Rep. II!
Data Control Clerk
Meter Reader I
Meter Reader I!
Account Collector
Field Accounts Supv.
Watchman
Welder I
Welder I!
Gas Foreman
Distdbution Serviceman I
Distribution Serviceman I!
Water Distribution Foreman
Water Supply Attendant
Water Supply Operator
Chief Water Supply Operator
WPC Attendant
WPC Operator III
11
WPC Operator II
Laboratory Technician
WPC Mechanic
Chief WPC Operator
Sanitation Worker3
Sanitation Driver 13
Sanitation Driver II3
Route Supervisor
Sanitation Foreman
Control Operator
Sanitation Inspector
Spec. Sanitation Inspector
Meter Repairman I
Meter Repairman I!
Meter Shop Supervisor
Utilities Serviceman I
Utilities Serviceman II
Air Conditioning Sere
Air Conditioning Foreman
Custodial Worker
Custodial Supervisor
Maintenance Worker I
Maintenance Worker I!
Mes senger
-4-
-
I
Pay
Grade
Entry
Step
34
36
40
44
42
47
45
55
1
1
1
1
1
1
1
1
32
45
54
57
1
1
1
1
39
45
57
39
45
58
1
1
1
1
1
1
39
45
51
45
51
58
1
1
1
1
1
1
37
42
46
52
57
39
47
47
.3
3
2
2
2
1
1
1
39
48
57
43
52
52
60
1
1
1
1
1
1
1
35
49
36
39
33
1
1
2
1
1
-
i
",,' .,.'"
-"1 j I... 5.
I
I
2 Work week divided between 5, 6 or 7 days.
3 Average work week on a sanitation route (5 days) is normally not more than 44 hours.
All sanitation collection personnel work on respective collection routes each day
until finished.
II.Each W. P. C. Operator I who earns a State of Florida Class "B" Certificate and
each W. P. C. Operato r II who earns a State of Florida Clas s "A" Certificate shall
be paid, in addition to their regular salary, an amount equivalent to five per
cent incentive pay as determined in the current Pay Plan (by taking the difference
between their current base rate and the base rate for the same step two ranges
higher.) Evidence of State certification must be submitted to the Personnel
Department at the time said additional incentive pay is to commence.
-5 -
-I
. ,
.,. .,.......';.,~ ...
I,
,
EXHIBIT liB"
SALARY RANGES
in Bi- Weekly Amounts
City of Clearwater, Florida
RATES BY RANGE STEPS
MERIT RANGE
PaV Pay
Rge. ReL~
No. 1 2 3 4 5 6 No.
25 188.95 198.70 208.45 219.42 229.17 242.58 25
26 193~ 82. 202.35 214.54 224. 30 235.27 247.46 26
27 1 98. 70 208.45 219.42 229.17 242.58 253.55 27
28 202.35 214.54 224.30 235.27 247.46 259.65 28
29 208.45 219.42 22.9. 17 242.58 253. 55 265.74 29
30 214. 54 224.30 235-. 27 247.46 259.65 273.06 30
31 219.42 229.17 242..58 253.55 265.74 279.15 31
32 224.30 235.27 247.46. 259.65 273.06 286. 47 32
33 229.17 242.58 253.55 265.74 279.15 292.56 33
34 235.27 247.46 259.65 273.06 286.47 298.66 34
35 242.58 253.55 .265.74 279. 15 292.56 308.41 35
36 247.46 259.65 2.73.. 06 286.47 298.66 314. 50 36
37 253.55 265.74 2.79. 15 292.56 308.41 321. 82 37
38 259.65 273.96 286.47 298. 66 314. 50 330.35 38
39 265...74 279.15 292.56 308.41 321. 82 338..88 39
40 273.06 286.47 298.66 314. SO 330.35 346.20 40
41 279. 15 292.56 308. 41 321. 82 338.88 355.95 41
42. 286.47 298.. 66 314.50 330.35 346.20 363.26 42
43 292. 56 308.41 321. 82 338.88 355.95 374. 23 43"
44 298.66 314. 50 330.35 346.20 363.26 382. 77 44
4S 308.41 321. 82 338:88 355.95 374.23 392. 52 45
46 314.50 330.35 346.20 363.26 382.77 402.27 46
47 321.82 338.88 355.95 374.23 392. 52 412.02 47
48 33 O. 3S 346.20 363.26 382.77 402.27 421.77 48
49 338.88 355.95 374.23 392.52 412.02 432.74 49
50 346.20 363.26 382.77 402. 27 421.77 443.72 50
51 355.95 374. 23 392.52 412.02 432.74 453. 47 51
52 363.26 382.77 402.27 421. 77 443.72 465. 66 52
53 374. 23 392. 52 412.02 432. 74 453.47 476.63 53
54 382.77 402". 27 421. 77 443.72 465.66 488.83 54
55 392.52 412.02 432.74 453.47 476.63 50 1. 01 55
56 402.27 421.77 443.72 465.66 488. 83 513. 20 56
57 412. 02 432.74 453.47 476. 63 501. 01 527.83 57
58 421. 77" 443.72 465.66 488.83 513.20 536.84 58
59 432. 74 453.47 476."63 501.01 527.83 553.43 59
60 443.72 465.66 488.83 513.20 536.84 566. 84 60
61 453. 47 476.63 501.01 527.83 553.43 581. 46 61
62 465.66 488.83 513.20 536.84 566.84 597.31 62
~.-=-=---:------~~._-'~
." .
--.....
. .'.
. ~ -' ',-1 t -~.
,
,
-, ,,{ jy
EXHIBIT "BII
SALARY RANGES
in Bi- Weekly Amounts
City of Clearwater, Florida
LONGEVITY PAY PLAN
Pay RATES BY RANGE STEPS Pay
Rge. LONGEVITY RANGE Rge.
No. L-l L-2 L-3 No.
25 247.46 253.55 259.65 25
26 253.55 259.65 265.74 26
27 259.65 -265.74 273.06 27
28 265.74 - - 273. 0 6 279. 15 28
29 273.06 279. 15 - 286.47 29
30 279. 15 286.47 292.56 30
31 286.47 292.56 298.66 31
32- 292.56 298.66 308.41 32
33 298.66 308.41 314.50 33
34 308.41 314.5.0 321. 82 34
35 314.50 321. 82 330.35 35
36 321.82 330.35 338.88 36
37 330.35 338.88 346.20 37
38 338.88 346.20 355.95 38
39 346.20 355.95 363.26 39
40 355.95 363.26 374.23 40
41 363.2_ 374.23 382.77- 41
42 374.23 382.77 -392. 52 42
43 382.77 392.-52 402.27 43
44 392.52 402.27 412.02 44
45 402.27 412.02 421. 77 45
46 412.02 421. 77 432.75 46
47 421. 77 432.75 443.72 47
48 432.75 443.72 453.47 48
49 443 . 72 453.47 465.66 49
50 453.47 465.66 476.63 50
51 465.66 476. 63 488.82 51
S2 476.63 488.82 SOL 01 52
53 488.82 SOL 01 513.20 53
S4 501. 0 1 513.20 527.83 S4
55 513.20 527.83 540.02 55
56 527.83 540.02 553.43 56
57 540.02 553.43 566.84 57
58 553.43 566.84 581. 46 58
59 566.84 581. 46 597.31 59
60 581. 46 597.31 610.72 60
61 597.31 610.72 626.57 61
62 610.72 626.57 642.41 62
-2-