COLLECTIVE BARGAINING CONSULTANT
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CONTRACT FOR CONSULTING SERVICES
This AGREEMENT made this 2..f!:!}aay ~ . by and between the City of
Clearwater, Florida (City), P. O. 80x 4748, Clearwater Florida 34618, and Cynthia Clark
Sontag (Consultant),2905 8aycourt Avenue, Tampa, FL 33611.
WHEREAS, City issued Request for Proposal No. 1 00-97 for collective bargaining
representative services (See Exhibit "A"); and
WHEREAS, City, selected Consultant to provide collective bargaining
representative services according to Consultant's response to Request for Proposal No.
100-97 (See Exhibit "8");
NOW THEREFORE, the City and Consultant do hereby incorporate all terms and
conditions in Exhibit "A" and Exhibit "8" and mutually agree as follows:
1. SCOPE OF PROJECT. Consultant agrees to provide collective
bargaining representative services under the terms and conditions described in this
Agreement.
2. TIME OF PERFORMANCE. Collective bargaining begins May 1, 1997,
and shall continue until successful completion of all the terms of one or more of the
collective bargaining agreements for the year beginning October 1, 1997.
3. REPORTS. Consultant agrees to provide to City reports on the Project
upon request by the City. All reports shall comply with City's recycled and recyclable
products code requirements, Clearwater Code Section 2.601.
4. COMPENSATION. The City will pay Consultant a sum of Fifty Dollars
($50) per hour based on the amount of work and availability of funds, but in no event
shall the total compensation exceed fifty five thousand dollars ($55,000). Compensation
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is inclusive of all reasonable and necessary direct expenses to provide the services
described herein. The City may, from time to time, require changes in the scope of the
project of Consultant to be performed hereunder. Such changes, including any increase
or decrease in the amount of Consultant's compensation and changes in the terms of
this Agreement which are mutually agreed upon by and between City and Consultant
shall be effective when incorporated in written amendment to this Agreement.
5. METHOD OF PAYMENT. Consultant shall submit invoices for hourly
services rendered to City on the 15th and 30th of each month that this Agreement is in
effect. City agrees to pay after approval of the City Project Manager under the terms of
the Florida Prompt Payment Act F.S. 218.70.
6. CONTACTS FOR RESPONSIBILITY. Cynthia Clark Sontag will be
designated as Project Director for this project by Consultant to manage and supervise
the performance of this Agreement on behalf of Consultant. The City will be
represented by Kathy S. Rice, Deputy City Manager, or her designee for all matters
relating to this Agreement.
7. TERMINATION OF CONTRACT. The City at its sole discretion may
terminate this contract by giving Consultant five (5) days written notice of its election to
do so and by specifying the effective date of such termination. The Consultant shall be
paid for her services through the effective date of such termination. Further, if
Consultant shall fail to fulfill any of her obligations hereunder, this contract shall be in
default, the City may terminate the contract, and Consultant shall be paid only for work
completed.
8. NON-DISCRIMINATION. There shall be no discrimination against any
employee who is employed in the work covered by Agreement, or against applicants for
such employment, because of race, religion, color, sex, or national origin. This provision
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shall include, but not be limited to the following: employment, upgrading, demotion, or
transfer; recruitment or recruitment advertising; layoff or termination; rate of payor other
forms of compensation; and selection for training, including apprenticeship,
9. INTERESTS OF PARTIES. Consultant covenants that she has no
interest and shall not acquire any interest, direct or indirect, which would conflict in any
manner or degree with the performance of services required to be performed under this
Agreement.
1 o. INDEMNIFICATION. Consultant agrees to protect, defend, indemnify and
hold the City and its officers, employees and agents free and harmless from and against
any and all losses, penalties, damages, settlements, costs, charges, professional fees or
other expenses or liabilities of every kind and character arising out of or due to any
negligent act or omission of Consultant in connection with or arising directly or indirectly
out of this Agreement and/or the performance hereof.
11. PROPRIETARY MATERIALS. Upon termination of this Agreement,
Consultant shall transfer, assign and make available to City or its representatives all
property and materials in Consultant's possession belonging to or paid by the City.
12. ATTORNEYS FEES. In the event that either party seeks to enforce this
Agreement through attorneys at law, then the parties agree that each party shall bear their
own attorney fees and costs, and that jurisdiction for such an action shall be in a court of
competent jurisdiction in Pinellas County, Florida.
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IN WITNESS WHEREOF, the City and Consultant, have executed this
Agreement on the date first above written.
Countersigned:
CITY OF CLEARWATER, FLORIDA
By: dri-l ;1g~
E~ M~la J</'r71f Y S. ~<.ICE-
ft.c-r!N(".-City Manager
ita Garvey
Mayor-Commissioner
Approved as to form and
legal sufficiency:
Attest:
~
Assistant City Attorney
~~-.:
ia E. Goud~
lerk -'.
CONSULTANT
1 ~~ {]:Lf-1fJ;%</
Clark Sontag d
S:\Newcome\Sontag
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,/" NON-LEGAL COLLECTIVE BARGAINING REPRESENTATIVE SERVICES
1. Scope and PuIJ)OSe
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The purpose of this Request for Proposals (RFP) is to retain the services of an experienced non-
lawyer bargaining representative to represent the City of Clearwater (the "City-) in a non-legal
capacity to negotiate one or more public sector collective bargaining agreements on behalf of the
City. The Collective Bargaining Representative will serve with a management negotiating team I
through the collective bargaining process with one or more employee bargaining units. The
. Collective Bargaining Representative must have established, successful and verifiable experience,
units in the State of Florida.
The successful Proposer will participate in all aspects of the collective bargaining process, with I
City staff assistance, and will perform the tasks including, but not limited to the following: \
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;
a.
Data collection;
Proposal development;
Costing analysis;
Executive sessions;
Developing strategy;
Serving as Chief Negotiator;
Resolution of disputes;
Records management;
liaison with City legal staff;
Document production.
b.
c.
d.
e.
f.
g.
h.
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Collective bargaining is expected to begin on May 1, 1997, and is expected to continue until
successful completion of negotiations of all the terms of one or more of the collective bargaining
agreements for the year beginning October 1, 1991. The term of the representation will
rminate upon successful completion of negotiations and execution of agreements.
2.
The original and five (5) copies of each proposal are to be submitted, sealed in an envelope,
bearing the proposal number ~ the outside and mailed or presented ~ the Purchasing Division
on or befOre the specified time and date. Responsibility for getting the proposal to the City of
Clearwater Purchasing Manager on or before the specified time and date is solely and strictly
the responsibility of the Proposer. The City will not be respOnsible for delays caused for any
reason. Responses or offers made by telephone, telegram or facsimile will not be accepted.
EXHIBIT "A"
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No interpretation of the meaning of this RFP will be made orally. All questions regarding this
RFP should be submitted in writing and must be received no later than six (6) calendar days
prior to the closing date for proposals, addressed to:
George McKibben, Purchasing Manager
City of Clearwater Purchasing Division
100 S. Myrtle Avenue, 3rd Floor
Clearwater, Florida 34616
3. Disclosure aod DIsclaimer
The RFP is being issued by the City. Any action taken by the City in response to proposals
made pursuant to this RFP or in making any award or failure or refusal to make any award or
cancellation of an award, or in any withdrawal or cancellation of this RFP, either before or after
issuance of an award, shall be without any liability or obligation on the part of the City or its
advisors.
In its sole discretion, the City may withdraw this RFP either before or after receiving proposals
which deviate from the RFP. In its sole discretion, the City may determine the qualifications
and acceptability of any party or parties submitting proposals in response to this RFP (each such
party being hereinafter a -Proposer-).
Following submission of a proposal, the Proposer agrees to promptly deliver such further details,
information and assurance, including, but not limited to, financiaI and disclosure data, relating
to the proposal andlor the Proposer, including the Pr0p05el"S affiliates, officers, directors,
shareholders, partners and employees, as requested by the City.
.
The information contained herein is provided solely for the convenience of Proposers. It is the
responsibility of a Proposer to assure itself that information contained herein is accurate and
complete. Neither the City nor its advisors provide any assurances to the accuracy of any
information in this Proposal. Any reliance on the contents of this RFP, or on any
communications with City representatives or advisors, shall be at each Proposer's own risk.
Any reliance on the contents of this RFP, or on any communications with representatives or
advisors, shall be at each Proposer's own risk. Proposers should rely exclusively on their own
investigations, interpretations and analysis in connection with this matter. The RFP is being
~vided by the City and its advisors without any warranty or represeAtation, express or implied,
as: to its content, accuracy or completeness and no Proposer or other party shall have recourse
to 'the City or its advisors if any information herein contained shaI1 be inaccurate or incomplete.
No warranty or representation is made by the City or its advisors that any proposal conforming
with these requirements will be selected for consideration, negotiation or approval.
1'be City and its advisors shall have no obligation or liability with respect to this RFP, or the
section and award process contemplated hereundez. Neither the City nor its advisors warrant
or represent that any award or recommendation will be made as a result of the issuance of this
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RFP. All costs incurred Ly a Proposer in preparing and respondlg to this RFP arc the sole
responsibility of the Proposer. Any recipient of this RFP who responds hereto fully
acknowledges all the provisions of this Disclosure and Disclaimer and agrees to be bound by the
terms hereof. Any proposal submitted pursuant to this RFP is at the sole risk and responsibility
of the party submitting such proposals.
This RFP is made subject to correction of errors, omissions, or withdrawal without notice.
Information contained in this RFP is for guidance only and each recipient hereof is cautioned
and advised to independently verify all of such information. In the event of any differences
between this Disclosure and Disclaimer and the balance of the RFP, the provisions of this
Disclosure and Disclaimer shall govern.
The City may require formal presentations by the Proposer which shall be made before
representatives of the City which will make a recommendation to the City. Contract negotiations
will take place with the first choice of the City; and if suitable contractual arrangement cannot
be made, negotiations will commence with the second choice or the City may, at its sole option,
withdraw this RFP.
The City reserves the right to select the proposal which in the opinion of the City will be in the
best interest and/or most advantageous to the City. The City reserves the right to waive any
irregularities and technicalities and may at its discretion request resubmittal of proposals. All
expenses in preparing the proposal and any resubmittals shall be borne by the Proposer.
The City and the Proposer will be bound only if and when a proposal, as it may be modified,
is approved and accepted by the City, and the applicable agreements pertaining thereto, are
approved, executed and delivered by the Proposer and the City, and then only pursuant to the
terms of agreements executed by the Proposer and the City. All or any responses to this RFP
may be accepted or rejected by the City for any reason, or for no reason, without any resultant
liability to the City or its advisors.
The City is governed by the Sunshine Laws and the Public Records Law of the State of Florida
and all proposals and supporting data shall be subject to disclosure as required by such laws.
All proposals shall be submitted in sealed bid form and shall remain confidential to the extalt
permitted by the Public Records Law until the date and time selected for opening responses.
The City has a population of approximately 100,000 and currently funds 1682.4 full-time
equivalent positions. The City operates under the City Manager form of government. Tbele
are five members of the City Commission, including the Mayor. The Commission is the
legislative and policy making body of the City. All Commission members are dected to three-
year overlapping terms. Four of the elected officials are first-time commissioners.
The City has four (4) bargaining units: Communications Workers of America; Florida State
Lodge Fraternal Order of Police, Lodge No. 10; Florida State Lodge Fraternal Order of Police,
supervisors' Bargaining Unit; and International Association of Fire Fighters, AFL-CIO,
Loca111S8.
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4.
RJ,ht or the City ~ Use Other Nqotlators
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The City reserves the right to use other colJective bargaining representatives (or services that
the City deems necessary during the negotiations of the collective bargaining agreements for the
period beginning October 1, 1997, including serving as Chief Negotiator.
5. Required Proposal Contents and Fonnat
Each proposal will be evaluated solely on the basis of the written information provided by the
Proposer and verification thereof by the City. Each Proposer shall include at the minimum the
following components:
Section 1:
Name, qualifications, and experience of the proposed collective
bargaining representative who will be assigned to the City.
Describe their availability.
Section 2:
Statement of collective bargaining philosophy and style.
Section 3:
A list of three (3) management and three (3) union references.
Section 4:
The proposed cost stated as an hourly rate.
Copies of at least three (3) contracts which the Proposer has
negotiated serving as Chief Negotiator. At least one contract must
be with a public safety bargaining unit.
Section 5:
6. Evaluation Method and Criteria
The City will evaluate proposals and will select the proposal which meets the best interest of the
City. The City shall be the sole judge of its own interests, the proposals, and the resulting
negotiated agreement. The City's decision will be final.
The City's evaluation criteria may include, but shall not be limited to, consideration of the
following:
a. A minimum of five (5) years negotiating experience with State of Florida public
sector collective bargaining units (20~).
b. Cost based on hourly rate (2S ~).
c. Style and philosophy that best fits the City's bargaining goals (10~).
d. Availability (20~).
e. References (2S~).
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RESPONSE
TO
THE CITY OF CLEARWATER
REQUEST FOR PROPOSAL
100-97
PROPOSAL
FOR
COLLECTIVE BARGAINING
REPRESENTATfVESERVICES
April 7, 1997
Cynthia Clark Sontag
2905 Baycourt Avenue
Tampa, Florida 33611
(813) 837-8352
EXHIBIT "B"
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CYNl'HlA CLARK SONl'AG
2905 BAYCOURT AVENUE
TAMPA, FLORIDA 336J J
April 7, 1997
The City of Clearwater
100 South Myrtle A venue
Clearwater, Florida 34616
Re: RFP 100-97
Ladies and Gentlemen,
Thank you for the opportunity to submit this proposal for non-legal collective
bargaining representative services. I am personally available for any or all the
services the City of Clearwater decides it needs during the forthcoming labor
contract negotiations.
The proposal is submitted as an independent self employed contractor and not
in association with Oscher Consulting of Tampa, Florida or Beacon Hill
Strategies of Boston, Massachusetts.
The information presented in this proposal is limited to the information
requested. It is formatted in the same sequence as the specifications of
Reguestfor Proposal 100-97. This in no way limits my availability to
pe~orm other services as may be required by the City of Clearwater.
I am available, at your convenience, to provide any additional information you
may require,. I hope you agree that I am the best choice for this opportunity to
serve the City of Clearwater. I look forward to hearing from you.
Sincerely,
- ~et.
~sonmg ~
PHONE (813) 837-8352
FAX (813) 831-4665
REsloNSE TO REQUEST FOR PROPOSAL .OOL,
CYNmlA C. SONTAG
Table of Contents
Pale
Purpose
1
Qualifications
1
Data CoUection
Proposal Development
Costing Analysis
Executive Sessions
Developing Strategy
Service as Chief Negotiator
Resolution of Disputes
Records Management
Liaison with Legal Staff'
Dot:ument Production
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2
2
3
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4
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4
Availability
Statement of Collective Bargaining Philosophy and 5
Style
Management and Union References 6
Proposed Hourly Cost 7
Bargaining Agreements 7
Bargaining Agreement IAFF and City of
Tampa 1986 to 1989
Bargaining Agreement PBA and City of
Tampa 1988 to 1991
Bargaining Agreement A TV and City of
Tampa 1984 to 1987
Exhibit I
Sontag Resume
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RESPONSE TO REQUEST FOR PROPOSAL 100-97
CYNTHIA C. SONTAG
Purpose
The purpose of this proposal is to offer the expertise of Cynthia Clark Sontag to the
management of the City of Clearwater for the purpose of providing non-legal collective
bargaining services,
Proposal Contents
Section 1: Qualifications of Representative.
Cynthia Clark Sontag is a nationally recognized expert in the fields of state and local
government human resources and labor relations, Ms, Sontag has 20 years of experience
in developing, organizing and managing the human resources system for the City of
Tampa, Florida, Since her retirement from the City in 1992. Ms. Sontag bas worked with
various consulting firms as an expert in human resources and labor relations in Florida
and Boston, Massachusetts. She bas been qualified as an expert witness by Tbe United
States Court, Middle District of Florida, and the Broward County Public Employee
Relations Commission. She has testified as an expert management representative for the
US Department of Labor, the US Federal Mediation and Conciliation Service and the
State of Florida Public Employee Relations Commission.
In 1989 Ms, Sontag was awarded the "President's Award" by the National Public
Employers Labor Relation Association for her outstanding contributions to the field of
public sector employee relations.
As Director of Administration for the City of Tampa from 1979 to 1992 she served as
chief negotiator for the two Mayors of Tampa. Negotiations with held with three
bargaining units representing 3300 of the 4000 employees at the City of Tampa.
The Amaleamated Transit Union, Local 1407, represents general employees
from twenty-two City departments in 300 job classifications. There are
approximately 2,000 employees in this unit
The International Association of Fire Fil"efiehten, Local 754, represents all
fire fighters except for 10 managerial employees. There are approximately 500
employees in this unit
The Hillsboroueh County Polke Benevolent Assodation, represents all police
officers with the rank of sergeant and below. There are approximately 800 employees
in this unit
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RESPONSE TO REQUEST FOR PROPOSAL 100-97
CYNmIA c. SONTAG
PAGE 2
Ms. Sontag was responsible for all phases of collective bargaining and contract
administration that is summarized as follows in accordance with the tasks listed in the
Request for Proposal. Note: See Exhibit 1 Sontag Resume for additional information.
Data Collection.
Salary Surveys were conducted annually with jurisdictions of comparable size
in the State of Florida and jurisdictions with in the local area. The surveys were
comprehensive and included salaries and the cost of all benefits, direct and
indirect. This reflected a complete picture of the total employer cost.
Department Surveys were conducted to involve deparbnent management in the
process and to detennine any specific contract language that might be a
problematic or to determine new language that was needed A Grievance
Analysis was conducted to include any unresolved issues that occurred during
the tenn of the contract While Ms. Sontag personally managed the collection of
all data required for negotiations, earlier in her career she personally collected,
analyzed and organized the data.
Proposal Development.
Ms. Sontag supervised and wrote contract proposals based on the data collection
described above. In addition, legal decisions and regulation changes were
reviewed to assure compliance with federal, state and local laws and rules,
Some proposals were drafted in response to the proposals made by the unions,
During negotiations proposals were drafted as part of the bargaining process.
Ms. Sontag wrote legislation to unify the City of Tampa personnel system in
1980. This special act of the Florida State Legislature brought collective
bargaining, civil service, and personnel under one authority, the Department of
Administration. Ms, Sontag was appointed by the Florida Public Relations
Commission (PERC) to serve as an advisor in developing revisions of the PERC
Rules.
Costing Analysis.
Ms, Sontag analyzed and reviewed the costs of all proposal items, from simple
salary increases to the cost of take home vehicles and medical insurance. Costs
were reviewed with the Mayor and the Director of Finance and were always
within the budgeted bottom line. Ms, Sontag has more than three years
experience working for litigation consultants specializing in the costing of
damages for personal injury and employment litigation cases.
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RESPONSE TO REQUEST FOR PROPOSAL 100-97
CYNmlA c. SONTAG
PAGE 3
Executive Sessions.
The City of Tampa has a very strong mayor form of government that gives the
executive branch full authority to develop bargaining strategy and conduct
contract negotiations. Despite the strong separation of powers, Ms. Sontag was
always careful to assure that City Council members were well briefed and
prepared prior to the public hearing required for approval of the contract Ms.
Sontag personally presented the contract to City Council and answered any
questions regarding the agreements,
Developing Strategy.
Ms, Sontag was totally responsible for negotiation strategy after general
direction from the Mayor. After developing objectives for contract changes,
Ms, Sontag and her management team laid out ground rules for the bargaining
to proceed. As with any negotiation. the strategy was flexible enough to allow
for a changing environment Strategies were developed for each negotiation
with consistency to assure fairness with all the unions. Some strategies required
a very hard line with many "take back" proposals because of budget and funding
cuts. Other strategies required implementing major policy changes such as
requiring employee contributions to health insurance coverage.
Serving as Chief Negotiator.
Ms. Sontag was appointed chief negotiator for the City of Tampa in 1979 by
Mayor Bob Martinez. She was chief negotiator and spokesman for all union
contract negations and contract administration until 1989. She had full
authority to make all collective bargaining decisions as on behalf of the Mayor.
In 1990 she continued to manage her assistant who served as chief spokesman.
Ms, Sontag successfully negotiated fourteen contracts and achieved the City of
Tampa's objective of putting in place an integrated system of three year
contracts that expired in alternating years. Only one contract went to impasse
during Ms. Sontag's tenure as Chief Negotiator,
Resolution of Disputes.
Ms, Sontag was the final step in all four grievance procedures. It is estimated
that over 800 grievances were tiled while Ms. Sontag was at the City of Tampa,
Less than 10 of these ended in binding arbitration hearings while Ms, Sontag
was chief negotiator. Ms. Sontag is a mediator for family law trained in
accordance with the State of Florida rules. She was appointed by the US
Department of Labor to head the State of Florida Management Team for the
Labor-Management Cooperation grant She is highly skilled and experienced at
bringing both sides to an agreement.
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RESPONSE TO REQUEST FOR PROPOSAL 100-97
CYNTHIA C. SONTAG
PAGE 4
Records Management.
Ms. Sontag is experienced with all phases of records management in the State of
Florida. While working as a computer systems analyst Ms. Sontag was
responsible for setting up a new records management system for the Tampa City
Clerk.(1973). When Ms. Sontag began participating on the management
bargaining team in 1976 the records of employee salaries were kept in a shoe
box. During her tenure as Director of Administration an integrated payroll
personnel system was implemented to computerize the personnel records as part
of the system,
Liaison with the City Legal Staff.
Ms. Sontag was responsible for five other City divisions in addition to
Employee Relations. She had an excellent relationship with the City Attorney
in all matters, Ms. Sontag served on the Mayor's Senior Staff with Ms, Pam
Akin when Ms, Akin became City Attorney for Tampa. The City of Tampa did
not have a staff attorney who specialized in employment law so the City utilized
the services of an outside labor counsel, Thomas M, Gonzalez of Thompson.
Sizemore and Gonzalez. Ms. Sontag has worked closely with Mr. Gonzalez
since 1975, Ms, Sontag knows to check with the attorneys before a problem
occurs and not after, An attorney was never at the bargaining table when Ms.
Sontag was chief negotiator, but they were always consulted when legal advice
was needed.
Document Production.
Ms, Sontag has the ability to draft all documents required for bargaining.
Copying and the final production of contracts should be the responsibility of the
City of Clearwater.
Section 1 Continued. Availability
Ms. Sontag will make herself available to the City of Clearwater at least 75% of the time
from of May until the tasks are completed. As an expert witness in employment
litigation, Ms. Sontag has several cases that may go to federal court during this period.
The only case currently scheduled for trial is the week of June 23, 1997. These trials
generally require her time for 1 to 3 days, Work for the City of Clearwater would take
priority over any other new work.
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RESPONSE TO REQUEST FOR PROPOSAL 100-97
CYNmIA c. SONTAG
PAGE 5
Section 2. Statement of Collective Bal"2ainin2 Philosophy and Style.
Philosophy.
Ms. Sontag's philosophy of public sector collective bargaining is based on her belief in
. the viability of labor management cooperation. Logical reasoning defines the common
goals of the City and the Union: providing the best and most cost effective work
environment for the employees so that they might better serve the taxpayers. The reality
of the political environment sets limitations on both sides. The resolution of these
limitations sets the stage for the bargaining process.
Ms, Sontag has years of training and studying collective bargaining. The philosophy she
fmds closest to her own is articulated by Roger Fisher's Getting to YES. This book is
designed for real world use, and it contains all the principles of effective conflict
resolution. Ms, Sontag worked with Mr. Fisher on the Harvard Negotiation Project, for
the Federal Mediation and Conciliation Service, 1 It Conference on Labor Management
Cooperation.
Some of these basic principles Ms. Sontag uses include:
· Establish precise goals before bargaining begins.
· Bargain the issues not the personalities of the people across the table.
· Work with the Union to create options that will satisfy both sides
· Listen very carefully to learn the proposals that are really important and which
ones are "throwaways".
· Never make a "final offer" unless you are positive it is.
. Compromise and creativity can lead both sides to a WIN-WIN resolution,
Style.
Ms. Sontag uses a variety of approaches at the bargaining table. She can be conciliatory,
patient, adaptive, tough but fair. She knows how to take the heat for the boss, is creative,
imaginative, intelligent, and professional. She uses her sense of humor as a crucial
bargaining tool when things get too tense, knows when to call a caucus, and when to start
again another day. Most importantly, she is not the least bit hesitant to say "no" or "yes"
when the situation calls for a decision. It is worth noting that after a dozen years as chief
negotiator for the City of Tampa, Ms, Sontag known for her integrity, has maintained a
good professional relationship with many of her former "adversaries" as well as her
management colleagues.
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RESPONSE TO REQUEST FOR PROPOSAL 100-97
CYNTHIA C. SONTAG
PAGE 6
Section 3. References.
The following references all worked on a day to day basis with Ms. Sontag during the
collective bargaining process at the City of Tampa.
Management References.
1. Mr. Thomas M. Gonzalez
Thompson, Sizemore & Gonzalez
109 North Brush Street, Suite 200
Tampa, Florida 33602
Phone: 273-0050
Mr. Gonzalez has been Special Labor Counsel to the City of Tampa since 1974,
2. Ms. Sarah F. Lang
City of Tampa, Director of Administration
306 East Jackson Street
Tampa, Florida 33602
Ms, Lang is Chief Negotiator for the City of Tampa. She served as a member of all
management bargaining teams since 1978.
3. Mr. Donald "Billy" Lynn
7119 N. Habanna Avenue
Tampa, Florida 33614
Phone: 935-5443
Mr, Lynn was Personnel Chief and Assistant Fire Chief for the City of Tampa until
he retired in 1995. He was a member of the management bargaining team for
negotiations with the IAFF from 1981 until his retirement.
Union References
1. Mr. William "Jeff" Carnes, Attorney at Law
401 S, Albany Avenue, Suite 3
Tampa, Florida 33606
Phone: 254-4757
Mr, Carnes was employed by the City of Tampa Fire Department from 1974 to 1990,
where he reached the rank of Captain.. He was on the Executive Board of the
International Association of Fire Fighters and a member of their bargaining team
from 1978 to 1989.
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RESPONSE TO REQUEST FOR PROPOSAL 100-97
CVNmlA c. SONTAG
PAGE 7
2. Ms. Mary Newneier
President, Amalgamated Transit Union Local 1464
1701 N. Franklin Street
Tampa. Florida 33602
Phone: 223-7561
Ms. Neumeier was elected President of A TO Local 1464 in 1988 and has served as
chief negotiator for that union since that time.
3. Mr. William "Bill" Dantschisch
Fraternal Order of Police, Executive Director of the Labor Council
6529 Seafairer Drive
Tampa, Florida 33615
Phone: 855-3909
Mr, Dantschisch was Business Agent and chief negotiator for the Police Benevolent
Association from 1977 to 1987.
Note: Other references are available on request.
Section 4. Proposal Cost Stated as an Hourlv Rate.
Ms, Sontag's hourly rate for the City of Clearwater is proposed at $50 (fifty dollars).
This rate is subject to negotiation based on the amount of work and the availability. of
funds. . ..... .~~...
Section 5. Copies of Bar2ainine Aereements
Copies of the following agreements are included as attachments because of their length.
Mayor Martinez or Mayor Freedman signed these agreements but neither of them
participated in negotiations at the bargaining table,
1. Bargaining Agreement Between Local 754 of the International Association of
Fife Fighters and City of Tampa. 1986 to 1989
2. Bargaining Agreement Between the Hillsborough County Police Benevolent
Association and City of Tampa. 1988 to 1991
3. Bargaining Agreement Between the Local 1464 of the Amalgamated Transit
Union and City of Tampa. 1984 to 1987
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EXllmIT I
CYNTIllA c. SONTAG
Education:
.
AA Psychology, 1964
Stephens College, Colwnbia, MO
BA Sociology, 1966
University of Missouri, Colwnbia, MO
Public Sector Collective Bargaining, 1978
Cornell University, Ithaca, NY
.
.
Employment:
Present
Oscher Consulting
Litigation Consultant
1992 - 1994
G. Hartley Mellish, Ph.D., Economists
Litigation Consultant
1972 - 1992
City of Tampa, City Hall, Tampa, FL
Director of Administration
1966 - 1968
McDoIUlel Douglas Corporation
Computer Systems Analyst
1965 - 1966
State of Missouri, Department of Prisons
Criminology Internship
Professional: . American Society for Public Administration
. International Personnel Management Association
. U.S. Dept. of Labor, Labor Management Committee
. National Public Employers Labor Relations Association
President and Board of Directors
. Florida Public Employer Labor Relations Association
. Industrial Relations Research Association
. U.S. Conference of Mayors Excellence Award Committee
. University of South Florida, Center for Excellence,
Board of Directors and Co-Chainnan
Community: . United Way of Greater Tampa
Board of Directors, Vice President
. Leadership Tampa, President and Board of Directors
. Athena Society for Executive Women, Vice President
. University of South Florida Center for Excellence
CO-Chairman, Board of Directors
. University of Tampa, Board of Fellows
. Leadership Florida, Board of Regents
. YMCA, Board of Directors
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I
EXHIBIT I
CYNTIDA c. SONTAG
DmECTOR OF ADMUaSTRATION
CITY OF TAMPA
The City of Tampa employees 4,200 employees in a full service local government
with an annual Budget in excess of $300,000,000. The Director of Administration is
appointed by the Mayor of Tampa and is responsible to the Mayor for delivery of the
following services. ',.
Emplovee Relations Division:
Chief labor negotiator for the City in collective bargaining for union contracts
with the International Association of Firefighters, Police Benevolent Association, and
the Amalgamated Transit Union. Responsibilities included grievance administration
and arbitration for over 800 successfully resolved complaints; costing and budgeting
of contracts in excess of 90 million dollars; the development and administration of
compensation, benefit, and policies for all employees.
Personnel Division:
Administer recruitment and processing for 14,000 employment applications per
year; develop and administer tests for entrance and promotional Civil Service positions;
validate exams for compliance with ADA and EEO requirements; provide classification
pay and job analysis for 600 job categories to ensure pay equities.
Urban Develooment and Job Trainin2 Division:
Administer requirements of JTP A funds for over 2,700 adult participants and
7,000 summer youth participants; provide $2,000,000 financial loan assistance to the
Tampa Bay Economic Development Corporation (small business) and the Tampa Bay
Black Business Investment Corporation; provide and administer public/private
partnership for revitalization ofYbor City.
Administrative Services and Risk M8D82ement Division:
Implement and monitor total programs of asset preservation to minimize claims
expense, maximize safety, provide for employee health insurance, self insured workers
compensation program, and pure or self insurance for all City departments. Provides for
the centralized delivery of internal services to city departments for telephones, office
supplies, printing and publications, mail delivery, and facilities management
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Cynthia C. Sontag
Director of Administration, City of Tampa
Page Two
Manaszement Infonnation Svstems Division:
Provide for the operation and administration of all computers and systems utilized
within the City through database management, technical support for hardware and
software, data entry, programming, and systems support for CPUs and PCs.
EQual Employment OPPOrtunity Division:
EEO complaint investigation and dispute resolution up to and including litigation,
development and compliance of an Affirmative Action Plan for hiring and promotion;
setting utilization goals in accordance with conciliation agreement and Affirmative
Action Plan; recruitment of minorities and females; training of managers and supervisors
in all phases in Affirmative Action and EEO compliance; manssgement development and
implementation of Women and Minority/Business Enterprise program for city
procurement, developing and implement the Mayor's Alliance for the Handicapped to
facilitate compliance with and provide employment opportunities for the disabled in
accordance with state and federal legislation.
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EXHmIT I
CYNTHIA C. SONTAG
EXPERTISE
HUMAN RESOURCES MANAGEMENT
Reduction in Force (RIF) / Layoffs
Responsible for overseeing the reduction of the' City of Tampa workforce by
approximately 1000 employees over a 12 year period. Layoffs" and "recalls" were in
accordance with union contracts, civil service laws, personnel rules and state and federal.
legislation. Reduction in the work force occurred because of right sizing, reduction of federal,
state and local funds, privatization, transfer of function to county government and internal
reorganization.
Personnel Rules. Re2U.Iations and Laws
Chairman of the City of Tampa task force to reorganize the various personnel related
function into one department. Conducted comparative analysis of 9 Florida local
governments. Wrote personnel rules and procedures, wrote and negotiated language for labor
contracts, wrote new civil service legislation for adoption by the Florida legislature. Served on
the Public Employees Relations Commission's task force to rewrite it's rules, which govern
public employees in the State of Florida.
Developed policies and procedures for labor / management cooperation while serving as
management chairman for the U.S. Department of Labor's committee.
Emoloyee Relations
President and 8 year member of the Board of Directors of the National Public
Employees Labor Relations Association (NPELRA), an organi7J1tion of over 2,000 top public
officials involved in the administration and management of labor and employee relations for 9
million public employees from 42 states. Speaker on human resources management and labor
relations at state or local conferences in California, Michigan, Minnesota, lllinois,
Washington, Washington, DC, Colorado, Texas, Florida, Oregon, New York, Connecticut,
Massachusetts, Missouri, and others. Instructor at Florida Public Employee Relations
Commission's training for Special Masters. Speaker at the Federal Mediation and
Conciliation Service Conference (FMCS) on Labor Management Cooperation.
Alternative Disoute Resolution
Settled over 650 grievances filed by the 3 unions at the City of Tampa Completed
Certification training as a family mediator for the State of Florida.
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