AGREEMENT 1977 - 19791 �
October 26, 1977
Received from office of City Clerk one (1) original
copy of Agreement between City of Clearwater and
Communication Workers of America, Local 1139, for the
period October 1, 1977, through September 30, 1979.
E. A. Su e
AGREEMENT
between
CITY OF CLEARWATER, FLORIDA
and
COMMUNICATION WORKERS OF AMERICA
LOCAL 1139
October 1, 1977, through September 30, 1979
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TABLE OF CONTENTS
Preamble
Article I.
Recognition
Article H.
General Provisions
Article III.
Rights of Employees
Article IV.
No Strike and Other Unlawful Acts
Article V.
City's Management Rights
Article VI.
Grievance Procedure
Article VII.
Union Repre sentation
Article VIII.
Union Rights
Article IX.
Hours of Work and Overtime
Article X.
Leaves of Absence
Article XI.
Holidays
Article XII.
Vacations
Article XIII.
Seniority
Article XIV.
Lay -Off and Recall
Article XV.
Retirement
Article XVI.
Uniforms and Rain Gear
Article XVII.
Insurance
Article XVIII.
Health and Safety
Article XIX.
Job Descriptions
Article XX.
Appointments and Evaluation
Article XXI.
Miscellaneous General Provisions
Article XXII.
Discharge and Discipline
Article XXIII.
Salary
Article XXIV.
Continuation of Civil Service
Article XXV.
Duration, Modification and Termination
Exhibit "A" -
List of Job Classifications in Unit with Salary Ranges
Exhibit "B" -
Salary Ranges
AGREEMENT
CITY OF CLEARWATER
AND
COMMUNICATION WORKERS OF AMERICA
The CITY OF CLEARWATER, FLORIDA, hereinafter referred to
as the "City ", and the COMMUNICATION WORKERS OF AMERICA,
hereinafter referred to as the "Union ", (PERC Registration No. 81-IRA74300 13),
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 Union to bargain in good faith matters of common interest
on these matters, do hereby agree as follows:
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ARTICLE I
RECOGNITION
The City recognized the Union as the exclusive bargaining repre-
sentative for wages, hours and other terms and conditions of employment
for employees of the City of Clearwater, Florida, who are members of
the unit as herein defined:
Included: Non - professional employees of the
City of Clearwater
Excluded: Department Heads; Division Chiefs; Managerial
and Confidential Employees within the meaning
of Section 447. 203 (4, 5), Florida Statutes;
all Professional Employees within the meaning
of Section 447. 203(13), Florida Statutes, and
all other employees of the City of Clearwater
not specifically included.
A. Managerial Employees
The following classifications 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.
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
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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.
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ARTICLE II
GENERAL PROVISIONS
A. This Agreement shall be governed and construed according to
the Constitution 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 law, 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 in part, shall be valid unless the same is ratified by the City
and the Union and endorsed in writing.
C. The parties acknowledge and agree that, during the negotiations
which resulted in this Agreement, each had the unlimited 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 Union, for the life of this Agreement, each voluntarily and unqualifiedly
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 parties 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 specifically
otherwise provided herein.
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D. The City Manager's office shall set aside quarterly a time for
meeting with the officers of the Union for the purpose of discussing any
problems that may arise under the implementation of this Agreement. These
meetings are not intended to by -pass the grievance procedure and should such
a meeting result in a mutually acceptable amendment to the contract, then
such amendment is subject to ratification by the City and the Union. In
addition, the executive committee of the Union shall be allowed a monthly
meeting to transact any and all business pertaining to the Union, said meeting
to be allowed during work hours not to exceed two (2) hours at straight time.
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ARTICLE 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 Union. Neither the City nor the Union will discriminate against
any employee in regard thereto.
B. The City and the Union will not discriminate against employees
in the unit with regard to race, color, creed, sex, age, or natural origin.
C. It is understood that the provisions of this Article embrace all
rights of employees covered by all applicable laws and regulations.
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ARTICLE 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 without 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 Union if the provisions of this section are violated.
C. Should the Union or any of its employees breach this Article,
the City may, in addition to the remedies provided in Chapter 447 of the Florida
Statutes, be entitled to obtain a temporary injunction at an ex parte hearing;
provided, however, that prior notice of the hearing has been given to the
President of Local 3179.
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ARTICLE V
CITY'S MANAGEMENT RIGHTS
A. Except as expressly 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 limited to, its rights to determine, and from time to time
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 service, 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 assignments; to transfer, promote
or demote employees; to lay off, furlough, terminate or otherwise relieve
employees from work for lack of work, lack of funds, or other legitimate
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 limited to, riots, civil
disorder, hurricane conditions, or similar catastrophies or disorders, 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 payments shall not be suspended.
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 this article.
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 City or by an aggrieved employee through the
Union. 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 directions
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 Union and the City that the
processing of grievances is of utmost 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
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selecting the grievance procedure shall discuss the grievance with the Union
representative after which the Union will advise whether the grievance is
meritorious for processing, and shall be formally processed as follows:
Step 1
Within five (5) working days after such alleged violation is known by
the grievant, the Union will present the grievance in writing to the employee's
immediate 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 a Union representative
accompany him /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 Union, within three (3) working
days, may appeal the grievance to Step 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 a Union representative accompany
him /her to the meeting with the department 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 Union may, within three (3) working
days, appeal the grievance to Step 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 Union, 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 decision after
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the hearings have been held. If the Union 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 thirty (30) days from the
date of the Step 3 answer by the City Manager or his designee, the grievance shall
be considered settled or withdrawn.
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 and Conciliation Service.
(b) Within forty -eight (48) hours after receipt of the list of arbitrators,
the Union and the City shall meet and each strike two names therefrom, the
remaining name to 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 this Agreement.
(d) The decision of the arbitrator, insofar as it is in conformance
with paragraph "c" hereinabove, 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 processing
of a grievance.
2. No reprisals of any kind shall be taken against any party in interest
participating in the grievance procedure.
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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 actions against employees may be included in personnel files.
4. No employee shall be required to discuss a written grievance if
a Union representative is not present.
5. Forms and other necessary documents for filing and processing
grievances shall be jointly developed by the City and the Union. 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.
6. 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 common 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 other than Step 1 shall be processed
in the same manner except that the grievance will be initiated with the
appropriate City administrator or his designee rather than with the immediate
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 time lost; provided that discharge or other
disciplinary action taken with respect to any probationary employees is
expressly excluded from this paragraph.
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ARTICLE VII
UNION REPRESENTATION
A. The City agrees that during the term of this Agreement it
will deal only with the authorized representatives of the Union in matters requiring
the mutual consent or other official action called for by this Agreement.
The Union 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. Union representatives recognized by this Agreement and by the
City are the elected officials of the Union and the elected stewards of the Union.
C. There shall be an average of one steward for each department and
the Union shall provide written notice to the City of the appointment and /or
replacement of stewards.
D. The Union 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.
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ARTICLE VIII
UNION RIGHTS
A. Check -Off
1. The City shall deduct dues on each pay day in amounts as certified to
the City by the Secretary- Treasurer of the Communications Workers of America
and will remit the aggregate deduction so authorized together with an itemized
statement to the Secretary- Treasurer. Dues deductions will be remitted within
thirty (30) days from the date of the deduction on a monthly basis. Changes in
union membership dues will be similarly certified to the City in writing and shall
be done at least thirty (30) days prior to the effective date of such change.
2. Notwithstanding anything herein to the contrary, any authorization for
dues deduction may be cancelled by the employee upon thirty (30) days written
notice to the City and to the Union.
3. The Union shall indemnify and hold harmless the City from any and all
claims or demands and expenses in connection therewith based upon the City's
participation in dues deduction.
4. Nothing contained herein shall require the City to deduct from a
salary or be otherwise involved in the collection of Union fines, penalties or
special assessments.
5. For the purpose of putting this Article into effect, the Union will furnish
forms for such individual authorization, reading as follows:
Authorization for Deduction
The undersigned hereby authorizes to deduct from my wages an
amount equal to one initiation fee and the regular monthly dues as certified to the
Employer by the Secretary- Treasurer of the Communications Workers of America
and remit the same to the Secretary- Treasurer of the Communications Workers
of America or his duly authorized agent.
This authorization shall be effective thirty (30) days following the day it is received
by the Employer. This authorization may be revoked by me upon thirty (30) days
written notice to the Public Employer and to the Union.
Signature
Date
Social Security Number
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I
Withdrawal Card
I hereby instruct the City of Clearwater to stop deducting
from my wages each month the current normal monthly
dues for the Communications Workers of America.
Signature
Date
Social Security Number
B. The Union may use City conference rooms and similar building
facilities for meetings of the Union 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 Union for the use
of these facilities.
C. A copy of the official City Commission agenda shall be provided
to the Union.
D. The Union 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 Union 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 Union and may be delivered through the City's departmental inter - office
mail system.
F. The Union 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 interrupt the
normal functioning of City work assignments. The Union agrees to guard
against the use of excessive time for such activities which are authorized by
this Agreement. The steward will provide advance notice to supervision to
allow planning arrangement to enable the steward time for investigative activity.
When a Union steward desires to contact an employee in the unit who has a
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complaint, he /she shall first obtain oral permission from his /her supervisor.
If permission is denied at that particular time, the Union representative will
be informed of the reason for the denial. The Union steward will notify
his /her supervisor upon his /her return to work. The President of the Union,
or the designee of the President, shall have the privileges accorded to a steward.
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ARTICLE IX
HOURS OF WORK AND OVERTIME
A. Regular Work -Week
1. The regularly scheduled work week of the employees in the
bargaining unit will be from 12:01 a. m. Monday to Midnight Sunday, except
for transition, and will consist of the number of hours set forth opposite
the respective class titles on the Official Pay Plan.
2. 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 after lunch.
3. When -an employee is required by the department director to attend
training or job - related workshops, such time spent shall be counted as hours
worked.
4. Whenever practical, each employee will be granted two days off
per week, exclusive of overtime. Each employee will be granted at least one
day off per week, exclusive of overtime.
5. An employee's work schedule will not be changed arbitrarily, and
the employee will be given reasonable notice consistent with the City's planning
of its needs, resources, and demands. Forty -eight (48) hours will be deemed
reasonable notice.
6. Any employee who regularly works forty (40) or more hours per
week (excluding seasonal) will be entitled to the same benefits as a permanent
full -time employee.
B. Overtime
1. All employees as outlined in the Pay Plan eligible for overtime
shall receive 1-1/2 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.
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2. Employees shall not be unfairly discriminated against in the
assignment of overtime.
3. For the purpose of computing overtime, holidays shall count
as time worked.
C. Standby and Recall (Mutually Exclusive)
1. Standby. An employee assigned to standby will receive a
flat fee of:
(a) Monday through Friday - $5. 00 per night
(b) Weekends - $25. 00 for weekend
Z. 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 1-1/2 times the normal pay.
3. 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.
ARTICLE X
LEAVES OF ABSENCE
A. Sick Leave
1. All full time employees shall be entitled to 15 days sick leave
during each year (10 hours per month, credited monthly). 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.
Z. 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 employee's immediate family,
which requires his personal care and attention, the term
"immediate family" meaning parents, grandparents,
children, grandchildren, brothers or sisters of the
employee or of the employee's husband or wife. It shall
also include any member of the employee'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 department head, and when supported by a
statement from a 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 over -draft position. Such over -draft 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.
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The employee shall not be entitled to use any additional sick leave
until the loan has been repaid and in the event of his separation 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 depart-
ment promptly of any illness or disability. Proof of illness or 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 in
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 definitions,
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 commencement of the disability.
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(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
compensation 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
disagreement 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 control.
(g) The maximum 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 City shall have the right to require the employee to
have a physical examination by a physician of its choice prior to receiving or
continuing to receive compensation under this Section.
(i) Should an employee become unable to perform his job duties
due to an on -the -job injury, he shall have the option of accepting a demotion
or lateral transfer; provided, that an opening exists in the position to which
he is demoted or transferred, and provided further that he is capable of
performing the duties of that position.
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'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'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.
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D. Jury Duty
The City shall grant leave with pay for jury duty or when an employee
is subpoenaed as a witness on the following conditions:
(a) If an employee is excused or released by the court before
the end of his regular scheduled work day, he /she must promptly return to work.
(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 his /her selection of 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 said 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 all such applicable provisions.
However, it is specifically agreed that any female employee who becomes eligible
for maternity leave may use any accrued sick leave in this connection.
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 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.
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G. Time Off
An employee shall or may be granted necessary time off from his
duties with compensation for any of the following reasons:
1. For pre - induction physical examination when so ordered by a
Selective Service Board. Time off 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 time 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 will 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,
or 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 without compensation at the
discretion of the department head and the City Manager.
6. Employees shall be released from duty without loss of pay while
competing in City promotional examinations that are scheduled during duty hours.
7. Union members shall be allowed time off with pay to attend an
officially called conference, convention, or school, not to exceed a total of
fifteen (15) days per year, with the approval of the affected Department Head.
-23-
+I M.
ARTICLE 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
Day after Thanksgiving
Christmas Day
Floating Holiday
The Floating Holiday may only be taken on a single work day.
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 workweek, 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.
F. An employee who does not work the work day preceding and the
work day following a holiday and who is not on authorized absence, shall not
be entitled to any compensation for the holiday.
-24-
ARTICLE XII
VACATIONS
A. Regular full -time permanent employees shall accrue paid vacations
in the following manner beginning with the effective date of this Agreement:
1978 Vacation Schedule
Seniority Date Years of Service
10/1/77 - 12/31/77
0
1/1/77 - 9/30/77
1**
1976
2
1975
3
1974
4
1973
5
1972
6
1971
7
1970
g
1969
9
1968
10
1967
11
1966
12
1965
13
1964
14
1963
15
1962
16
1961
17
1960
18
1959
19
1958
20
Working Days Earned
as of 1/1/78
I
10**
10
11
12
13
14
15
15
15
15
15
16
16
16
16
16
17
18
19
20
A maximum of twenty (20) working days vacation is earned after
twenty (20) years. An employee with a seniority date of 1957 or earlier shall
accrue twenty (20) working days of vacation as of 1/1/78.
B. Permanent, part -time employees shall accrue five (5) days paid
vacation at such time as they complete 1040 hours, exclusive of overtime.
C. Regular full -time permanent employees who normally work a
schedule inconsistent with the 5 day, 37 -1/2 or 40 hour work schedule, shall
accrue paid vacation on a schedule proportionate to "A" above.
=� As of anniversary date in 1978
-25-
ARTICLE XIII
SENIORITY
A. Seniority is defined as the length of continuous service in City
employment. 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 termination.
2. Retirement.
3. Termination for Cause.
4. Failure to return from military leave within the time limit',
prescribed by law.
D. Whenever there is an opening and when there is question as to
what employee shall be allowed vacation, days off, or hours of work, where
skills and qualifications are substantially equal, seniority shall be a factor.
-26-
ARTICLE XIV
LAY -OFF AND RECALL
A. When Lay -Offs May be Made
An employee may be laid off by the City Manager in the manner herein
provided when there is lack of work or funds, abolition of position, or material
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 class.
C. Names Placed on Eligible List
Names of regular employees who are laid off shall be placed on the
re- employment list for the appropriate class for re- employment within one
year thereafter when vacancies in the class occur. Names shall be placed
on the re- employment list in the order of seniority.
-27-
ARTICLE XV
RETIREMENT
A. 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 Union.
B. A spokesman for the Union shall have the right to present the
Union's views regarding the employees retirement system either orally or
in writing to the Advisory Committee of the Board of Trustees.
C. Notification of any change of benefits in the Employees General
Pension Plan shall be given to the employees 60 days prior to any action taken.
D. Vacation And Bonus To Be Credited Toward Retirement
1. Vacation accumulation - Any employee, six years prior to retirement
in the City Pension Plan, can begin saving and accumulating leave earned up to
50% 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. If the employee elects not to retire on the day indicated by the employee,
but to continue to work, 8 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.
2. 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 maximum 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
years
service
2
days
23
years
service
3
days
24
years
service
4
days
25
years
service
5
days
15 days
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.
3. Upon separation from the City service, an employee shall be
paid one -half (1/2) of his accumulated unused sick leave, provided:
(a) 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 will 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
of a leave of absence or the effective date of a resignation
executed under the provisions of paragraph (3) of this
subsection, the rate of payment shall be based on the regular
bi- ,%eekly salary of the employee (including longevity) at
the beginning of his leave of absence or the date the resignation
was executed, and
(b) 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 separations followed by
subsequent re- employments shall not be considered as breaks
in service; provided, however, 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
(c) That the separation 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
illness or physical or mental incapacity, material changes in
family status occasioned by death, illness or disability in
immediate family, inability to effectively perform duties
-29-
because of age, physical condition, material changes in
methods, procedures or organization or for other reasons
of like character as distinguished from reasons such as
voluntary separation to seek or accept other employment
or reasons of like 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. Notwithstanding the foregoing
provisions of this paragraph an employee who may otherwise
be eligible for retirement under the City Employee's Pension
Plan or Federal Social Security, or who may be approaching
such eligibility date may utilize one -half (1/2) of his
accumulated unused sick leave to the extent thereof to advance
his retirement date. In that event the employee shall execute
a resignation to become effective on the date that such
accumulated unused sick leave would be exhausted. Such
resignation shall 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 continuation of the employee's regular bi- weekly salary
(including longevity) from which all regular payroll deductions
shall be made in order to preserve his retirement status.
Accumulated unused sick leave will be charged as outlined in
paragraph (a) of this sub - section.
-30-
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.
-31-
ARTICLE 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
following companie s:
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 Life 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 participation
shall not exceed 1% of the employee's 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 cents bi- weekly.
-32-
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 Workmen's
Compensation Insurance as provided 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 participate in the City retirement program.
G. Group Policy Review
1. The City agrees to work with the Union 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 Union 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
Union 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 adequate within the judgment of the City, including
defense for every employee on all claims arising out of the course of the
employee'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.
-33-
ARTICLE XVHI
HEALTH AND SAFETY
A. The City and the Union will cooperate in establishing a joint
safety committee with the continued objective of eliminating accident and health
hazards. This committee shall meet monthly and will attempt to enforce the
City's and the Union's safety program. The City will consider written
recommendations with respect to unsafe conditions or safety ideas from the
committee and will implement solutions to these conditions within thirty (30)
days of the receipt of such recommendations, or shall appear before the
committee and reply as to why said solutions have not been affected. The
Committee will provide 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. Employees will not suffer any position penalty nor be financially
responsible 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 to unsanitary 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 for glasses.
-34-
ARTICLE XIX
JOB DESCRIPTIONS
The City will prepare and maintain job descriptions for those job
classifications covered by the employees in the unit. It is understood that
the City will not re -write job descriptions to avoid reclassifying employees
to higher classifications, but in no case will this cause a reduction in pay.
-35-
ARTICLE XX
APPOINTMENTS AND EVALUATION
A. All appointments to classified 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 made available for employees'
inspection upon request.
B. Job lists for advancement in classified service will be maintained
in the personnel office and said lists 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 positions 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 candidates in the unit.
-36-
ARTICLE XXI
MISCELLANEOUS GENERAL PROVISIONS
A. The Union will not be prevented by the City from having access
to the names of all current employees in the unit and their home addresses,
if available—
B. B. Any pre - employment physical examination will be paid for by the
City if such examination is required and no employee will suffer any loss of
pay during the period when the examination is held during normal shift hours.
C. Employees will not be required to attend career :development
workshops without receiving regular salary for the time the employee is in
attendance.
D. The City and the Union each agree to pay one -half of a reasonable
cost for printing copies of this Agreement in pocket booklet form for all
employees in the unit.
E. On reasonable advance notice, employees shall be allowed to
review their personnel files.
F. While employees in the bargaining unit are encouraged to participate
in worthwhile charity drives, no employees will be pressured by either party
to this Agreement to contribute to any charity.
G. Any employee required to work at least three (3) hours over the
normal work day (consecutive, not to include standby), will be provided $5. 00
for meal money.
H. Certain specific committees of the Union shall be allowed to meet
during normal work hours, this time to be subject to approval by the City
Manager's office. The specific committees and Union activities involved
are as outlined below, but are not to include preparation for bargaining:
1. Scholarship Committee - Three times per year, no more
than 1 -1/2 hours per meeting.
2. Insurance Committee - Once a year, maximum 1 -1/2 hours.
3. Participation and Blood Bank - Not to exceed 1-1/2 hours per donation.
-37-
I. Use of City Copying Equipment - Cost to be paid by the Union
for printing of Union 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.
K. An employee in the classified service who is designated by the
Department Director to serve in an "acting" capacity in a higher position in
the classified service shall, for the period of such service in excess of twenty
(20) working days, receive additional compensation determined by expressing
his present base salary as a percentage of Step 1 of the salary range for the
higher position and rounding the resulting percentage to the nearest tenth
before application to the dollar difference. When applied to the dollar
difference, the resulting amount shall be rounded to the nearest cent. For
the purposes of this paragraph, Step 1 shall be deemed to be the lowest step
in the higher salary range (as indicated in the current Pay Plan) which is
higher than the employee's present base salary. Acting periods shall not
be deemed cumulative nor shall additional compensation be retroactive
beyond the twenty -first (21st) working day of such period of service. However,
to give credit for acting for periods of less than twenty (20) working days
duration, an employee who has been designated by the Department Director
to serve in an acting capacity, shall begin to receive the compensation
herein provided after he has served in the acting capacity for more than 60
calendar days in the fiscal year.
L. The City shall establish cash award program for employees'
suggestions, if they are used, that will save the City money.
awe
ARTICLE XXII
DISCHARGE AND DISCIPLINE
A. No employee shall be disciplined except for just cause.
B. Any written reprimand shall be furnished to the employee
outlining the reason for the reprimand. The employee will date and sign
the statement; however, his /her signature does not imply agreement.
Said reprimand will be made within a reasonable time of the employer
having knowledge of the occurrence.
-39-
ARTICLE XXIH
SALARY
A. All salary pay grades of employees covered by this Agreement
shall be increased by six percent (676) beginning with the first full pay period
after September 30, 1977. (Exhibit "B" 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 "A" as they are related to the salary schedule
which is Exhibit "B ". 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 Status. 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)
percent 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 class 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 employment with the City been in such
lower class.
-40-
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 class.
4. An employee who is appointed from the re- employment list to a
position in the department 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 he 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.
Z. 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.
-41-
ARTICLE XXIV
CONTINUATION OF CIVIL SERVICE
A. The Civil Service law for the duration of this Agreement
will be either as contained in Special Acts 21153, en toto, or as contained in
Ordinance No. 1643, en toto, in the event Ordinance No. 1643 is
appropriately enacted.
B. The City shall have the right to change Civil Service Rules and
Regulations to conform to the applicable Civil Service law, as described
in Section 1 of this Article.
C. The City shall not change the Civil Service law so as to change
or take away any substantial benefits or rights of Civil Service accruing
to members of this bargaining unit.
-42-
ARTICLE XXV
DURATION, MODIFICATION AND TERMINATION
A. This Agreement shall be effective as of the 1 st day of October,
1977, and shall continue in full force and effect until the 30th day of
September, 1979, except as provided in "B" below. At least one hundred
twenty (120) days prior to the termination of this Agreement, either party
hereto shall notify the other, in writing, of its intention to modify, amend
or terminate this Agreement. Failure to notify the other party of intention
to modify, amend or terminate, as hereinabove set forth, will automatically
extend the provisions and terms of this Agreement for a period of one (1)
year, and each year thereafter absent notification.
B. Negotiations may be reopened on the subject of wages, insurance,
hours of work, vacation and holidays only, for the period of September 30, 1978,
to expiration. At least one hundred twenty (120) days prior to the expiration
of the first year of this Agreement, either party hereto shall notify the other,
in writing, of its intention to reopen negotiations on the subject of wages,
insurance, hours of work, vacation and /or holidays. Failure to so notify
will automatically extend the Agreement in all its particulars, including
wages, insurance, hours of work, vacation and holidays, for a period of
one (1) year, and each year thereafter absent notification.
-43-
IN WITNESS WHEREOF, the parties hereto have hereunder set
their hands and seals this �, 'day of -,A. D. 1977.
Atte "
Clerk
Signed, sealed and
deliveredjn presence of:
CITY OF CLEARWATER, FLORIDA
By: 44)
City Manager
Countersigned:
Mayor -Commi ion
COMMUNICATIONS WORKERS OF AMERICA
Local 3179
Signed, sealed and
delivered in presence of:
as toCWA
..
EXHIBIT "A"
List of Job Classifications
in Unit with Salary Ranges
Class Hr s. Per
No. Week Class Title
CLERICAL, FISCAL 8& ADMINISTRATIVE
Pay Entry
Grade Step
001
37 -1/2
Clerk
28
1
002
37 -1/2
Clerk Typist I
32
1
003
37-1/2
Clerk Typist II
36
1
004
37-1/2
Communications Aide
33
1
005
37 -1/2
Switchboard Operator
34
1
006
37 -1/2
Duplicating Equipment Operator
34
1
008
37 -1/2
Personnel Technician I
43
1
009
37-1/2
Secretary I
36
1
010
37 -1/2
Secretary II
39
1
011
37-1/2
Secretary III
45
1
016
40
Communications Clerk
38
1
017
40
Dispatcher I
38
1
018
40
Dispatcher II
45
1
Fiscal
021
37-1/2
Accounting Clerk I
38
1
022
37-1/2
Accounting Clerk II
42
1
023
37 -1/2
Accounting Clerk III
44
1
024
37 -1/2
Cashier I
35
1
025
37 -1/2
Cashier II
38
1
026
37 -1/2
License Inspector I
50
1
Purcha sing
041
37 -1/2
Stores Clerk
38
1
042
37 -1/2
Storekeeper
44
1
044
Buyer
53
1
Data Processing
060
37 -1/2
Keypunch- Verifier Operator
38
1
062
37 -1/2
Data Processing Trainee
38
1
063
37-1/2
Computer Operator
52
1
065
37-1/2
Systems Analyst /Programmer
60
1
067
Computer Operator Supervisor
61
1
Administrative
074
Field Representative I
57
1
086
37 -1/2
Public Information Representative
38
1
ENGINEERING & PUBLIC WORKS
Engineering
101
37-1/2
Rodman
40
1
102
37 -1/2
Instrumentman
46
1
103
37 -1/2
Party Chief
54
1
104
37 -1/2
Construction Inspector I
47
1
105
37-1/2
Construction Inspector H
57
1
110
37 -1/2
Engineering Student
38
1
111
37-1/2
Draftsman I
46
1
112
37 -1/2
Draftsman II
54
1
Planning
120
37-1/2
Planning Technician
44
1
122
37-1/2
Planning Analyst
53
1
123
37 -1/2
Zoning Analyst
53
1
Class
Hrs Per
Building & Maintenance
Pay
Entry
No.
Week
Class Title
Grade
Step
153
40
Building
54
1
130
37 -1/2
Zoning Enforcement Officer
57
1
131
37 -1/2
Sign Inspector
57
1
132
37 -1/2
Mobile Home & Trailer Park Inspector
57
1
133
37 -1/2
Field Housing Inspector
57
1
134
37 -1/2
Minimum Housing Inspector
60
1
137
37 -1/2
Building Inspector I
57
1
138
37 -1/2
Building Inspector II
60
1
140
37 -1/2
Electrical Inspector I
57
1
141
37 -1/2
Electrical Inspector H
60
1
142
37 -1/2
Mechanical Inspector I
57
1
142.1
37-1/2
Mechanical Inspector H
60
1
143
37-1/2
Gas Inspector I
57
1
144
37-1/2
Gas Inspector H
60
1
146
37 -1/2
Plumbing Inspector I
57
1
147
37 -1/2
Plumbing Inspector H
60
1
CENTRAL SERVICES
Building & Maintenance
152
40
Trade sworker I
45
1
153
40
Trade sworker H
54
1
155
40
Cabinetmaker
55
1
156
Building & Maintenance Foreman
59
3
Garage & Motor Pool
160
40
Mechanic I
45
1
161
40
Mechanic II
54
1
162
40
Metal Fabricator
55
1
163
40
Paint & Body Helper
45
1
164
40
Paint & Body Mechanic
54
1
165
40
Tire Man
45
1
167
Mechanic Foreman
59
3
PUBLIC SERVICE
170
40
Equipment Mechanic
45
1
171
40
Lift Station Mechanic
50
1
172
40
Technical Equipment Operator
58
1
Construction & Maintenance
180
40
Equipment Operator I
39
2
181
40
Equipment Operator II
46
1
182
40
Heavy Equipment Operator
48
1
186
40
Foreman I
51
1
187
Foreman II
57
1
TRAFFIC ENGINEERING
Electrical & Traffic Signals
190
40
Electrician I
45
1
191
40
Electrician U
55
1
192
Electrical Supervisor
58
1
193
40
Traffic Signal Technician
54
1
194
40
Electronics Technician
54
1
195
Traffic Signal Supervisor
58
1
Class
Hrs Per
Pay
Entry
No.
Week
Class Title
Grade
Step
Traffic Engineering
200
40
Traffic Serviceman
44
1
201
40
Parking Meter Collector
46
1
202
40
Parking Meter Mechanic
46
1
204
Traffic Engineering Service Superintendent
58
1
205
40
Traffic Engineering Aide
47
1
LIBRARIES
210
37 -1/2
Library Assistant I
32
1
211
37-1/2
Library Assistant II
40
1
212
Library Assistant III
47
1
213
Librarian
53
1
HOUSING
255
Social Services Coordinator
57
1
256
Housing Project Manager
58
1
257
Assistant Housing Project Manager
48
1
MARINE
300
40
Marine Attendant I
34
1
301
40
Marine Attendant H
41
1
302
40
Marine Attendant III
51
1
305
40
Reef Construction Diver
36
1
306
40
Reef Construction Specialist
48
1
POLICE
Services
350
40
Jail Cook (2)
352
40
Property Clerk
37
42
1
1
354
40
Bailiff
46
1
356
40
Jailer
50
1
357
40
Police Communications Dispatcher
48
1
359
40
Identification Technician
58
1
363
40
Police Cadet
37
1
FIRE
Services
400
40
Fire Alarm Dispatcher
46
1
402
40
Fire Apparatus & Equipment Mechanic I
54
1
403
40
Fire Apparatus & Equipment Mechanic II
58
1
PARKS AND RECREATION
Parks & Forestry
460
40
Tree Trimmer
42
1
461
40
Groundskeeper �2�
42
1
462
40
Spray Technician
49
463
40
Nurseryman
53
1
1
Recreation
470
40
Community Center Supervisor(2)
43
471
40
Recreation Supervisor I(2)
1
472
Recreation Supervisor II
50
56
1
1
I.
,
I
I
Class
Hrs Per
Customer Service Representative I
Pay
Entry
No.
Week
Class Title
Grade
Step
512. 1
37 -1/2
Recreation (continued)
44
1
473
40
Aquatic Supervisor I (4)
50
1
474
40
Social Recreation Supervisor II
56
1
475
40
Arts & Crafts Supervisor I(2)
50
1
476
Arts & Crafts Supervisor II
56
1
486
Golf Supervisor II
56
1
305
40
Senior Beach Guard
39
1
306
40
Water Safety Supervisor
48
1
UTILITIES
Customer Service & Billing
510
37 -1/2
Customer Service Representative I
38
1
512
37 -1/2
Customer Service Representative H
40
1
512. 1
37 -1/2
Data Control Clerk
44
1
513
40
Meter Reader I
42
1
514
40
Meter Reader U
47
1
515
40
Account Collector
45
1
516
Field Accounts Supervisor
55
1
Gas
530
40
Watchman
32
1
532
40
Welder I
48
1
533
40
Welder II
54
1
537
Gas Foreman
57
1
Water
550
40
Distribution Serviceman I
39
1
551
40
Distribution Serviceman H
45
1
552
Water Distribution Foreman
57
1
554
40
Water Supply Attendant
44
1
555
40
Water Supply Operator
50
1
556
Chief Water Supply Operator
58
1
Water Pollution Control
570
40
WPC Attendant
44
1
571
40
WPC Operator I(1 )
50
1
572
40
WPC Operator H(11)
54
2
574
40
Laboratory Technician
50
1
576
40
WPC Mechanic
51
1
577
Chief WPC Operator
58
1
Sanitation
600
40
Sanitation Worker(3)
37
3
601
40
Sanitation Driver I(3)
42
3
602
40
Sanitation Driver II(3)
46
2
603
40
Route Supervisor
52
2
604
Sanitation Foreman
57
2
605
40
Control Operator
39
1
606
40
Sanitation Inspector
47
1
607
40
Special Sanitation Inspector
47
1
Service
620
40
Meter Repairman I
39
1
521
40
Meter Repairman II
48
1
529
Meter Shop Supervisor
57
1
530
40
Utilities Serviceman I
43
1
531
40
Utilities Serviceman II
52
1
S33
40
Air Conditioning Serviceman
52
1
S34
Air Conditioning Foreman
60
1
A
Class Hrs Per
No. Week Class Title
LABOR & CUSTODIAL
Pay_ 2 Entry
Grade Step
650
40
Custodial Worker
35 1
651
Custodial Supervisor
49 1
653
40
Maintenance Worker I
36 2
654
40
Maintenance Worker II
39 1
656
37 -1/2
Messenger
33 1
(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.
(")Each WPC Operator I who earns a State of Florida Class "B" Certificate
and each WPC Operator II who earns a State of Florida Class "A"
certificate shall be paid, in addition to their regular salary, an amount
equivalent to five percent 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.
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