The URL can be used to link to this page

02/19/1991 - Special .~~~-~'~~--_.. -,. ,. . ." .... .. . . ... "<lI'.....^~.~ ' . . ... . ..... ""}.."'~!~v!::,..,,.,~~IIi'i!~"'... ".' "," ,,\'0< c.. t.:-i' ',~~9:':fI~~~';/;""~'<i~ . , ... 'l.~ . . ~'.':'" :,~ \l{ - . :."r.:..;:'[~" \,~ .~. ~ ; I " , ~ " ( . ....A~..~ . ':"' . : ,'. ..: ~ ~ , ~...t.'1 '. '.' , ", ....,:..., '- ," ",',', 'l.".' ..... 't' ~ '~~~~ '~~';, , <' '., ';;~(-:;f';,t\'{'~?~~~~::~,;~~l~'~;7'~iyl,.,.)'(~~"t~~t'f~0'~C'!~~~f~~t':~~ , .' " ...A ,. I, .._~U-'lo"~'oo!.._~"".a;..:....".,, ..,,<.~...!..._..._.... ......_"".:...._..,.I~....~..:,l.d..-:.V.:J't..... , CITY COMMISSION SPECIAL MEETING International Association of Firefighters Impasse February 19, 1991 The City Commission of the City of Clearwater met at City Hall with the following members present: Rita Garvey Richard Fitzgerald Lee Regulski William Nunamaker Sue A. Berfield Also present were: Mayor/Commissioner Vice-Mayor/Commissioner Commissioner Commissioner Commissioner Kathy S. Rice M. A. Galbraith, Jr. Cynthia E. Goudeau Harrison C. Thompson, Jr. Cary Singletary Assistant City Manager City Attorney City Clerk City's Labor Attorney Attorney representing I.A.F.F. The Mayor called the meeting to order at 9:01 a.m. and the following items were discussed. Harrison Thompson stated there are five issues remaining to be resolved: 1) allowing an additional four hour interval holiday to be taken; 2) wages; 3) sick leave cap; 4) term of the agreement; and 5) the retroactivity of the agreement. The following items are those to which both parties have agreed and no vote ;s required. Preamble Article 1 Article 2 Article 6 Article 10 Article 12 Sect ion 1. Section 2. Section 3. Article 13 Article 14 Article 16 Article 18 Article 19 I.A.F.F. Impasse , Recognition Representatives of Parties Stewards Vacations Personnel Practices Pay Plan Promotional Examinations Promotional Lists Posting of Agreement Bulletin Boards Work Rules and Prevailing Rights Paramedics Line-of-Duty Injury Pay 1 2/19/91 , -..-... " . .' .....~ ... ,...:-, .-.f '.~~C:~S' ';~!:"\:~;';:';'! ';':'~{(hJ;r"~"~~";"''''f::''''''!'1~:~.~;N~~''~~:1f'~~f:~. ; " ," .-"'. .:,- .... -.., . 1'p-"'.":" ",' ! J ." '. . j " ' ' , ;~~~:.;:;;;,:;;,~~-~"-,, , , ..;\ . ~;j " .;;}> -0, /.'. '. .;~ ~i : . -: :..:.. ~; "~~ , I " '" ., ".;' .,'. '. '.; "j': '''''. --'.' , . .'. ,HI" ....>...::: ,;;'. ".":~ :" ,C ;'11 "'1 ~, ,..,:"., :}. I .\0> . . . I '.~.... . '.' .' , . .', .' I;>. , ~" , ",' ~ ..' ~ . :. ".,. . ' . . ~>"l... ....,,," . ",I."., i<.' >-1M" ...> . " .. . . .. r ';r)'~ri~;!:it{(:9;~; ..\ . ' '. ... .' ,~ .,' ,.~ - '. ,~.' , ' -.. .. -.. '-. ,..--.... ~. He also indicated the following articles are being asked to be accepted as stipulated as they are Special Masterls recommendations that have been accepted by both parties. Article 12 Section Section Article 18 Personnel Practices l(b) Pay Plan, Leadworkers l(g)(3) Assignment Pay Paramedics and Language Concerning Sick Injury Leave Commissioner Regulski moved that the Articles at impasse, including Article 27, with the stipulated language and those previously impassed items settled by the parties' acceptance of the Special Master's recommendation be included in the contract offered to the Union. The motion was duly seconded and carried unanimously. A concern was raised regarding Article 21 Subsection 4 regarding no subcontract of fire suppression or rescue, and whether or not this impacted the reciprocal use agreements between the Clearwater Fire Department and other cities' fire departments. It was indicated it does not impact those agreements. In answer to a question, Mr. Thompson indicated this subsection is saying the City agrees not to contract for fire services. Cary Singletary, Attorney representing I.A.F.F., indicated there are five issues which have been rejected by the Union. Two do not need to be addressed in great detail; the three most important are holidays, wages, and the sick leave cap. He reported there is a perception among the employees that they are under attack and they are no longer appreciated. He stated these are the true issues of the dispute. He stated no flexibility is being shown in negotiating wages, and the pension plan is under serious review. The firefighters and police perceive they are no longer accepted as professionals. He indicated the employees have repeatedly been told what a tight budget the City is under, and yet a decision was made to make an excessive contribution to the pension plan. He indicated that money could have been used to provide employees with a wage adjustment at this time, rather than being placed in the pension plan for future use. He indicated by overfunding the pension plan, it sends the message that the City will no longer fund respectable pay raises. Mr. Singletary stated the issue regarding holidays revolves around the Fire Department's policy that normally six people are allowed to be off during any cne shift. The Union has indicated it would work better if a seventh person could take off a four hour block of time. He stated this is not mandatory, and it ;s not a cost item. He indicated the issue regarding sick leave is that the City is wanting to put a cap on the sick leav~ accumulation for new hires. He stated that, tradit iona lly, the City has been generous with its sick leave pol icy and that treating new hires differently will attack the solidarity of the Union. I.A.F.F. Impasse 3 2/19/91 _Ii. ________ ___ '\ I.A.F.F. Impasse 4 .-. -.'."; ",~",,,, '. . ," : t, ~. ': l ,. ..... .......::. " , '"""r--' , -' J , "\. ~ , , '. , .,....1". ,', ,'. , " , '- " " ,...."t.. , j l \ ,; .' ,. ;'~ "":.,' ,,' '\ , . , : ~ f ' ~, '." i ' "'I '. I'.;>..i.":;:',., \, "~~~"';';":"...:...,.:..-.:,"". . '. '" '" , """'.". '! ,;\ 1 , "." ',J, .'. ,,- '.' ~ '.... "', " .',,' " , , - , ,'." ',' '. /.. f , He again emphasized that the employees are reactin9 to a change from past practices, and it is important to keep in mind what message is being sent to the employees. Mr. Thompson, representing the City, stated he can not disagree with Mr. Singletary that the perception ;s there. He stated, however, the perception is wrong. He indicated the City has tried to explain that things are not the same as they had been in the past, and the City is no longer able to do as much for the employees as it had been. He indicated the City is not trying to change the pension plan to hurt anybody, but there is a problem in the plan which needs to be handled. He stated the recommendation to over fund the pension was based on the Cityl s uncertainty of future impacts on the pension fund. Addressing the hol iday issue, he, indicated staffing should be up to management and should not be included in the contract. Regarding the sick leave cap, he indicated the City was trying to be fair by not putting the cap on any current employees, but rather saying that due to economics, there is a need to place a cap on people hired after October 1, 1990. He indicated the wages proposed are one and one half percent increase, nonretroactive. The Special Master has recommended a three percent increase as of February 1, 1991. Mr. Thompson indicated that, over the years, the City has been generous with its increases and the employees kept way ahead of inflation. He state we are comparable with wages in the area, and the City's recommendation is for the agreement to be for one year and the pay increase not to be retroactive. Joe Pidella, Assistant Fire Chief, addressed the staffing levels in regard to the request for the additional person being allowed to be off for a four hour interval. He explained the Fire Department's current policy of trying to maintain a staffing of 42 personnel per shift. This allows for six individuals to be off for holidays or vacation, plus two sick. He stated the Chief has differentiated from this pol icy for special occasions, and it has not been a problem. He indicated this should not be in the contract. , , , ,I.,' , . :.\ Mr. Thompson emphasized that, right now, it is the Chief's policy and, at the Chief's discretion, he has deviated from this policy many times. Discussion ensued regarding the staffing and, in response to questions, Mr. Pidella indicated if the staffing drops below the 42, the Fire Department has the option of calling individuals in and paying them overtime; however, this had not been done during the past year. A concern was expressed that the request for additional time off contradicted statements that more firefighters were needed. Mr. Singletary indicated they were not requesting additional time off, only that if staffing permitted, an additional person be allowed to be off for a four hour block of time. He stated they are requesting this be placed in the contract because they sense the flexibility regarding this policy has come to an end. 2/19/91 ~-.. J I \ :.' '~;,:~ .;:~- \~. . " ...... ....... ,"" , "', "'~;" ">;. ":1':"/,\':":_,'" " : ':; ':,\'\ ",,:,';:,?!;,,::, .",\,' ""~i~~'~i',1. ::';!f:~;~~:~~Y:{;1l'?;~~1~"'J!'<!'''''1~?;'riJtr':.'': ' t , .' . '," ,-, 'l ',. . " !0~~tJ1;~i~;~?~~;~Y.FY'''<' >';";:1'?~?'~:;"""'~:' "fi;t,..'c':;\t.:~':;)'.;~:tT/'I;: ',,'.I:;:\~~,:" , ,.' ..,?\:,'.',';,)",.;":f:~,..:t . -;. ;},':,'~, ,',-" >. .:.,;.:.,~,'"t:-.~."tl"..,~7"','.,;,',t.l,~..~~ ':;:~~ .t!, .. . .~, ".:., ~. ,fA. ", '41 ~ ~~I ',~~f4I~JAJ!;'l , " ,: ~''';::~~.~'j;:,:;~\~;~~;~~':', l~~r:'!:f~;::~:~~<,.... J ~ ( '. ;;" ::' . ,f ". .' '. } . , ~r"1~/?f"";~ ~::f.' ,: I"~:'~H:,:::"~'T.~ :..-;(.~: ~~f; ""'I'. , ,- , , , '<.1 I ,.,:.:;:1:':",/).:.,,;?~,,: ;,:i:,'/l.g~. ,:.?,'l\;, ;~,:',:.'~~."';:'.~H~:: }:. :1', , ....'.':l.' : I~: :r.' . 01 " . 1'/;'.\ ' .'1,..,'. .'.', ". '.... . ~ '1" .~ . }.'.' .'. , , , : ,~' "1" . ;~!;:;it~:i~z..; ".', . ~..,.,.. T .,. ",.~,~ .' ~~:. .'~: ~,0':2$,: ','" P'~"J " , '. . ~. " " ;. - .'. . . '\:. ;.:': ......:~.::, .' ~ . , " " . . ... '''. .'" . .'\;;,~},;:: : ) ~. . ~ . I,' .' . ' {: '.'i'" ,! _.............;s..t,..........{ofJ_l-. ~'.._..:..~!;~ ~,...."."....,~. .....w...,.. ~., ,,_ .....,.' I' "._. to this document. The City Commission is not required to take any action on these articles. III. Articles At Impasse with Stipulated Lanquaqe: The parties have agreed that certain Articles of the contract are at impasse, but have stipulated to the language to be contained in those Articles. A summary of the agreed to changes as well as the Articles themselves are attached hereto as City Exhibit 2. Also included as City Exhibit 3 is a list of those articles which were at impasse but which now have been settled as a result of both parties' acceptance of the Special Master's recommendation. The Special Master's recommendation is included in the Appendix as City Exhibit 4. To effectuate this agreement, the City Commission should approve by motion the agreement of the parties with regard to these Articles. The result will be that when the contract is offered to the Union for ratification, it will contain those Articles agreed to by the parties as well as those items resolved by this Commission. Should the Union thereafter reject the contract, these agreed to Articles will constitute a portion of the Articles which will automatically take effect. FORM OF THE MOTION: I move that the Articles at impasse with the stipulated language and those previously impassed items settled by the parties' acceptance of the Special Master's recommendation be included in the 2 Union L h.~ M.,}l contract offered to the -" '\ J~ , , ,~ ~,' ; .. ","'.,' . . ' ,'~ ", '. ' ':':'" .,: '. ,", :. "'~ . '.. '.1::' '.r' i-. :1'" ': ';' '.(~ r'~~~S".:;i?,!\~~;t~~ . ,;r-.,",~~ , "'''I,rP ':' ,~:~,\:~;.'<"1:Y('~1f',i!l,~~;!i~?::g~f~1~' , .~ '.' ,', ' :':'\ . ':J" ; .-,',! ,'.' :,.,..,: ~ " ' f' II ~ ': . ':,.. " . ': _ ~; _ , ,:/;' J '. ,~", iJ :,/(,::/> .: > ;', .' '.,,1 :.', ';," '.:. ') ",,/:.:.': : " ~ . .. .' :.'-"l..''''''''''''d''''''~ . . "", l\~' .',,:;):~\tf:'E~r;:""'r"S.1/c\ I. ' ':. ~.... '. ''-<'I'''''f ~'>..~d\{,J...p~./.~ '/ , \, ,;:1 .:......'. s' .,~;,.ft"t><~"'.~~~"I.: ',.",,,,.I'~"~'____" Leave Time during anyone (1) shift. within that six (6) person cap is a further limitation that of the six (6) employees off duty, the group can comprise of no more than two (2) lieutenants, three (3) drivers-operators, and two (2) par~edics on any shift. The Special Master recommended against the change sought by the Union, and the Union has rejected that recommendation. In essence, what the union proposes is increasing the current limitation from six (6) persons to seven (7) persons, with the seventh person being restricted to a four (4) hour block of personal leave time rather than having the entire shift off. Under the current practice, all bargaining unit employees have the option of breaking down one of the current floating nolidays into four (4) hour increments to take when desired. The Union's position at the Special Master hearing was that more persons needed to be allowed off at any given time because a number of employees need to use four (4) hour increments of leave in order to attend schoo~. An additional justification advanced at the bargaining table by the Union was that the bargaining unit employees also wanted time off for things such as closing a house or other personal appointments.2 The City has opposed the Union's request for several reasons. First, the purpose of the rule on minimum staffing is to insure that the City'S fire department is adequately staffed in - order, to 'serve the needs of the public. Tne optimum number of 2 The Union s~eks this time not withstanding that the City'S fire fighters work a traditional twenty-four on/forty-eight hour off schedule and thus have every second and third day free for such activities. , 4 ~ w~,';\", ,;,~: r' '."7t~ i,:i~r .' .,;.:.:,t, V :i;~' :~ " '.. 'j I ( ..'~ t l, 1 i< ". , :';: ! ':i; :;\ \.;:, J F:::, i'-:::" '", 'h, , ", ....: F r:;" k",. ~l~ ff~/: (; ~~ " " ::.~i "".' ,,::~ .""..,,:,". ;';,,"<, ,:,,' :t{~I~i.J~~ ;~~:;~iH~ ;.:";,, ~i~~::~Jt~ ;::;;w/;;~; .,:;;:: :, ::;-.,; ',: :.,::',":>: '1. ,,,':'::':': ,,/:',>' i :,E,::"~':'::"', i':~:':'<~':""", 1:,:'",,:::>',',:.""; :';:'." ", "":: ,"", "<, ;'!,' ::'r .\:[,'.,.:};! ;:",/ .", ';', :-.,.':: ' ' ';,;,:,,: :'''':;'", ,.: ;'! ;:',: (;".", .::",:;:"'., :, ',;::< /.: ~{f;t;~i~ ",' 'i~(l~~ , i.~\ ;': " :.,,:7'~':.;",~f, , ,,', ,)',;', :"'.::;;':;~';,:\::~~V?~:r;; r::~' ~f' '. ". ,'" ,'.. ,_: ,,', :,"'.. '.' .. :"<':.:_:,Y~':'i:~ ",',: ',;',';, ::,:\, " .::!:.:: >.':: ~KK~; ,','."::;.\ , " ":' ">1 ".,;'\:::;\ " , :;, , ';, ';.,:::: '~:. ",:.: " .." ':,'0; :.:' /, ".:~ , ,', J" ". ."", 'c'_::' ! ' " ;," ': '..." ',:.' ';,".' ;;\,;'",,;,:"':./":".<:.,;:,c'Y: 'i" ,:;::,.;/,,:.>,:,: :,(,: " :';C: .".'::; , ;, ;-:,';, , , ;,'<'.' ;"'<'~ '; \..'"...,.\:.. ';{ ;\' :,\';,:" ;{~ ~<")" ",;:;' ';,~<:';.':',~. " ,,', ;"':,1; :::"':';{~~""n:1.::""'" ',':;,; "" /',": ,;': '" ..;" , ~,,::,,:, .' I,';' '/.,:,,::: :';';; ", ",' ' ,,:,,' ';',' ".,' .:,: ..:: :-\':i;, :'>" ',," ,..:;" ,'. . "".',.... ,) >''':' ,,,"" ,I" , '.:' '.,'i":'" ","', ,:',':> , ,'" "..'" ,:;;-;....:.,.;"", ,':, ',' ,.', :,:,: :.,,:,..,. ,;" ,."", .,' " :. -"_.:"~ .~:._; ',~':<-"'.T:.\ ,".: ", ~"<,~" . ~ ~. . . ".,.~'(), :,:, '., .'.. ':","',: '.:.'i.: . .,'..':: :",', ' , ",',' ,;\;::, ::, 'ii "0: ," ":':":;':: :"', ..." .,:'....:.', "" ~:" ,.. '- .j... .:_~~:~, :",~ft..~'I' .' " ...;:>-.~'a'~,t~~. /,.~: ;."' ~.L, ---,: .,;. ,\ "':l"!:'':.''-'.. '",!' ,~ : ":;:" ..: >< ", --.,' ....:~:: :;. ",'" '.<:>': ,:;, ,: " . ,,', "::':~.;'t-.';:::i.:~:':;.~;;~,:~,;\ c:i;::i:,~f::,:~i.,...i"" ,,' " :'.,':;,{\;' ,. ',':.)),>" ;:';.;"". .',> '.,~ ':.':;::":, ,"", "'.", '., ",'.;:'" '". , ',,-; :,"'" '.". :.\;,.. ::,,:,' ,': ....; ','", ',.,'i '.'::;,;, ,':' ::,', ,:: " ' :,,;.;,' .' ,," ,,''',',,'..: <'. ,'(, (~:<(~\:\~;{ , ".':"-~:, -~, ,;:;-; , . . ...j'i') ',.." '...':..'.;.. \'" ":' .- . .,' j .:' " ~. < .-,,' .;;;" ,(, ",;';' " '.,' .. , . :< .. ",:;0::.,: ~":;:;'/"'" " i, ',.' ::'" '. ,-" ,,' ...., ~::,,:;,'~ I':~'< ,,~' ", ~;:l "J' "..,.,..:',..,.' , '" , ,',' ',' ,....", ;' ;;, " :~:" ,~ " ,,' i ,~. ," ",', ';,::H~~t1.~~'l''''""''~''-'' -,,-""" p-' '.' ,_.........--....~_......".J..,.!.;~:/_t,l......-:...~~l_.'"..i"...;i...\o:;..., ...........1../.1. _.,_ .w..,.' personnel on duty within the City's fire department is forty-two (42) employees at any given time. Using that figure as a target, from November, 1989 through November, 1990, eighty-three (83) days in that year met the City'S optimum target. See City Exhibit 7. i.,' The remaining days were divided between a high of forty-eight (48) personnel on duty to a low of thirty-six (36) personnel on duty. However, the rationale for the forty-two (42) personnel optimum is that this gives the City just enough to staff the equipment and the stations. . If the Union's proposal becomes part of the contract3, it would result in having an average number of seven (7) employees off as opposed to average number of six (6) employees off, thereby consistently rendering the City below its optimum staffing level for a significant portion of the year. The City therefore urges the City Commission to consider the interest and welfare of the - public as well as the unit employees' hazards of employment. The ~' " ;,. 0:' ~,:,,';,~,:,[,:\~,',.,.,:....::,',',.,.....,',.,', :,\,1{Ji~f;~; ~ _ "" ~- ~~I I:~ ..,', ): ~~~~~~~i~~~)I' ~.)~; ~i,:: - interest of the public is in having adequate protection. The Jf\:. l~~ ~ ~2;;~ interest of the employees' is in having enough people to do the job. The City therefore urges the Commission to vote in favor of maintaining this optimum level of staffing insofar as Ls possible. FOM OF THE M<Y.rIOII: 1: move that the Special Master's recommendation with regard to use of four (4) h.our blocks of personal leave be adopted. 3 C~rrently, staffing levels, a managerial right, are not part of the collective bargaining agreement, but rather are set out in the department's operating procedures. 5 ~ f~ ," -.4........~_......:."<J~~. I> ...,'" ". ~~- ---.,- ..;....\.. . , - I .. j" ; I A:'''''' I ., """"'1.".," ',:>\:'-,';~~"'f:",; 0':1.. . i " ",tH... ~~".:,...__ \ ...., " ",i "hi;! f~ t: " ", :"\:i'ol: .!t:,-~~~l~( JI\ ".,... ':.1:':1,;;- i '~ ,.~~t: :J . "r ,1 1{":: ,,, 1 'l : . .' , " ~;~): .j, tdf:~. ^ ,I , . .lj '~ \~~ ,":' .."1...' " " ..... 't "I. ! , ,J , ,> '1 , i ....~ '''j ,1 ~. > ',"'11 ;"i " ~ ~ ~. ':'\. ..,.... '~ .' ~, . ! , j , '-l ':;1 '..J 'J :.:~ : , i 1 ~ '" 'r i~;\ 1;\ . 1 ~, , ! , , I \' 4 , J j...,1 , 'I .J .i r ..l <Ill ~ ,J :.~.~, " : ,J J: " , :i ""'t ~ ,~ A :~t r,~ ~. ,. " "':+. .:.,o! 't. ,'t. ... " ..,~,,::..\.' '-:';..:~r:~~' -.;~:;.:t~.;:.:"p .........:.:-::'.)~:>:~.e:.. .'} '~~.!'::";;'''\' ''l''l;'_~''''_t- wl.....,........ ..._. .. ..-.-...'- ......._--.._._....~..._----_._...~_...~......: c. Article 11 - Wages Both the City and the Union have rejected the Special Master's recommendation that the bargaining unit employees receive a (3) three percent wage increase retroactive to February 1, 1994 .0 Both parties have accepted the Special Master's recommendation that no pay for performance system be ,implemented at this time. Therefore, the only issue is what constitutes the appropriate wage increase. The Union rejects the Special Master's recommendation on wages on the basis that it believes a minimum of a five (5) percent increase is justified for employees in the bargaining unit. The City rejects the Special Master's recommendation for a three (3) percent wage increase retroactive to February 1, 1990, on the basis that it is inappropriate given the facts and circumstances of this particular case. First, the City argues that its salaries for the '1 j :bargaining unit employees are comparable to both those in local ,jurisdictions and in other jurisdictions of similar size within Florida. More specifically, the average fire fighter minimum salary in local jurisdictions is $20,068.00, which is some $1,539.00 lower than the City's current fire fighter salary and approximately $1,050.00 lower than the proposed salary offered by the, City. See City Exhibit 8. The same is true when one compares ~the:City's current and proposed maximum fire fighter salaries, for. ~ocal jurisdictions. Indeed, the City's proposed maximum salary for fire fighters exceeds the averaqe for local Florida jurisdictions by almost $3,000.00. See Exhibit 8. 6 . R".___ _____ , ":;, ..... ,~.,;.;, :; '-',:""":'/' :';";' ......' ,,' .', ' .. .r. ." ".' ~ ,.', ... , , . . ,.1' W'. ',""-h_';':'.1 .' ~I~ "4" ... S, '':-;' 1:10' "',',." ' ' ., '.~f. " ,,' .. Consumer Price by '" : '1.... ~. ~<.: ':',", - . '. ,.',' " ' " ~ " , ~ I ,... \ t!J ,.".- ,.' .: ~ "'r..,:'..",:,""',:, '. ,j , ' " ,\ ',j , I:, .,'~ : . j ~f ,. ,.... , ' ."t':.' " ,<~jt\f.<,:, " )' .,.:,,~'d'./I,~Ii,i'r'Jy,'~";r'" . .: ,: .~~..~~~~~~";:j~f~' I.;.~..~~~__-H.~ ~ _. ',\ 'j .)~~{ 4 l~ I, > ": .;.....::.: "",_1,'.0 ..'........... :1.._ ..."..... \.~.,"""i?"~.' '.,;,,': "';;r i' .;.: :.'.. still exceeded the CPI by over addition 8 percent. As of 1990, the City See, city Exhibit 9. the Index 12.88 percent. These to whatever the employees have step in longevity increases. The City ,therefore urges the City Co~ssion to adopt its position in this regard. While recognizing that the cost of recommendation of a three percent ( 3% ) increases are in received as a result of the automatic . .,. .,..,.,..' ,... .." \......,.....,.... ,. . ~:;:r"'lii,~f~~;~t~!i:~~t}"c;;;;},);:, ':. ..'1,\ h.~ f~~l; ,1 t'lt. I ~..~1;..:.t.':." -;..: .... "f" ' :. " the Special Master's increase retroactive to February 1, 1991 is roughly equal to a two percent (2%) increase retroactive to October 1, 1991, (approximately $114,000) both items cost approximately $50,000 more than the non-retroactive lJ..l percent increase offered by the City. Also, the addi.tional drawback to the Special Master's recommendation is that it increases the base ,l"".''''-' ;:..1./':',1...- 'r.h'o'~ ~~!~..t~f~''-I' :}\",r".p. salary to a greater extent, thereby costing more to the City in the long run than even a two percent (2%) increase retroactive to October 1, 1990. with regard to retroactivity, given that the City has dropped its prc:iposal to implement a pay-for-performance system rather than the automatic step and longevity increases currently in effect, the employees have in the past and will continue in the future to receive automatic increases. during negotiations &J{pires. ~or this reason, not warranted. This practice continues after the collective bargaining agreement the City believes that retroactivity is. The City also believes that retroactivity will-act as disincentive to speedy negotiations in the future. l()RM OF THE MOTION: 8 ..,,"~~~ -iii. ___. ) , ~;~ ....,:~'..;.- 'I'; -.x,:t~ ~""~,:.. I. ,", ~ ",. . ", . : :,>.'~: 'i., '. '.. . ','~'~:f:'';' (1:':~)'..'.. " 'I " . ~~~r-:S~'~:~ '.:tr:"_ ,;.':.~~~~~~'~:~t).?~:,(;l;:li~{{.y.":.~..r~~.: (-::' ..~.l':.~~~."j't ". . .,/ \ ;, ' . .~ ....\ . : " I move that the bargaining unit employees be offered a one and one-half ( 1~) percent non- retroactive general wage increase. AL'rEBNATIVB MarION: Given the City Commission's recent actions in reso~vinq the impasse between the actions in resolving the impasse between the City and FOP 10, the City includes an alternative motion which allows the City Commission to grant a retroactive wage increase in whatever amount it deems appropriate. I move that the City Commission 9'rant a percent increase retroactive to . D. Section 6 ARTICLE 12 Personnel Practices Sick Leave The City proposed and the Special Master recommended that :a~secondary cap on sick leave accrual be added to the collective 1," 1990.. b" . ar9a~nJ.n9 a9'reement for employees hired after October Under the current collective bargaining agreement, all unit employees have a current sick leave cap of 3360 hours. Under the .proposal recommended by the Special Master, the City proposes that employees hired after October 1, 1990, be allowed to accrue 2912 hours of sick leave. This equals one full year of sick leave. The Union has rejected the Special Master's 4 This proposal was made well before October 1, 1990, as it. .was the City'S intent to not impact current employees a1thollqh that may now occur given the lengthy process of impasse However, any employee hired after October 1, 1990, seriously affected since they could not have maximum allowab1e hours of sick leave. resolution. will 001: be accrued the yet 9 ~ ,.,,- J..,' ~......, . -~-...-- I I I '\ Laursen, the City's Personnel Director, at the Special Master '. f- '; , . ~' ... ""i'^" . ~... ';:::"~(~~?"i!;?'J.l~'"(.'\ l.:~:::.\'<"""~i~~ "t.,' ',.: ;,~,'; ,', I .~. - : ~. ,) : - :., -,'" ;'>':.. ..l " .' , L" '. .~- . , ' ..... ' .> ",.< ., ,':' '1', I. .i ?/ . ,',' ~ ',~ ::;)'.> "_I, .,: \' :~;.>' \:l!P;'1.~Y1~~ti~;..!:t:th\t-~'~'~I'''" . '!~_::~""L"''''.''''''''''~_''''_~ :, '" >> :~ _.., Ji_'....;. ..~_;,::.:"O.......l.~._"'-''"'"~.,' n','_..~.. .......~ <M .,. ,_. _-..." . ". "," ",:,; .' recommendation on the basis that no rational justification exists for separating the bargaining unit into two groups zor purposes of accumulation of sick leave. ~owever, as was explained by Mr. H.M. Hearing, a proposal such as this "is simply recognizing our responsibility as a steward of taxpayers' money to look long term at the cost, and in an effort to keep our costs down and limit future liability while at the s~e time recognizing the commitment we have to current employees by not reducing their cap and still providing a generous cap to new hires." The future liability comes in two (2) forms. Firat, employees with significant amounts of sick leave who are sick or injured for long periods of time are carried on the payroll with full benefits. In the meantime, the employee's position is filled by another employee, who also receives full salary and benefits. This can create a severe financial strain for the City. It can also create staffing difficulties since as long as the employee is on sick leave, his or her position is occupied and the employee cannot be replaced. Therefore, those persons who temporarily fill in for the employee are probably on overtime, costing the City even more. The City believes that limiting the potential paid absence of new hires to one year is quite reasonable. - . The second area of potential future liability is a result of the City having previously agreed to pay its employees for half of their. accumulated sick leave upon separation froIll City service". Naturally, the higher the cap, the higher the potential liability. 10 " ~ . :., I J '\ :( , ';.~. I >':'.'til~~i~~:'.f'.'~~~~"/: . ~ ,.::>:,:~.:~: f.' ( { . ~ .,' . > . .' I ' ' .~'~ ,.;..,:....~: :;': ::::~,::~.:.,Z '::,; '. . ". u:' "<", '::!.,:<., <~ 1; ':', , !:' , ,:".::~.~ ;;;:;~', ~;t~:: :' ;~ . ">:. ~ "; " : ;.~ ::", ., ~, ...'." ... ,- . .:, .; ''',',' .;.( ., '. "-.,- II ,...:'~Y~1N~lf:'~.ffl:r~~'.-\,.~~~';!Y,"Yfit.1t....., ".;'.. ,. ' .; ..t~~-~-_.~_..._-,.._...- . .. .-" "~"'" ....:..;'. ,~:.', .'~..~. ""'-~~~ ,.J_o.A.._....._'....; ........,........... .. Special Master in his As final conunent, the a recommendation inadvertently negated certain appears to have parties when he changes in Article to this by agreed the recommended that all language other than the secondary cap remain the same. Therefore, as a corrective measure, to the extent that the 'Special the current recommended that appeared Master to lan9'uage in the contract remain the same, the City rejects that recommendation and urges the Commission to effectuate the parties' agreements. FORM OF THE MOTION: I move that the City Commission accept the Special Master's Recommendation for a secondary sick leave cap for employees hired after October 1, 1990 and accept the other agreements of the parties on this Article. B. Article 26 Contract Constitutes Entire Aqreement of the Parties In essence, this is a non-issue since Article 26 is the provision allowing for a pension and wage reopener for a multi-year contract. Since both the City and the Union have rejected the Special Master's recommendation for a two year contract, it (2) would be appropriate for the City commission to adopt a one (1) year contract and address the issue of retroactivity in Article 27. FORM OF ~BB MOTION: offered (1) I that the be IAFF move a one year contract. 11 . . ..'~ -- ~"T"""':' -,'" '.. ';!;:"";"'''' 1>,1;'\\:1,:;;',,;, "';;:"J....h~...:Q ",.~~.:'~..;,~~' t"'.~ /:'1; .........~~ , J I . .... >~':"'.~ '.'\ " .- 1- : ,.."":"'-...., f '\ ~< ':?;;:~ ~.t ",~~,:!~\~:~~;(;. ~:~/~~:~(:;~'~~':~;~~f~? r '<{~~~{ ~,.1:"",I~,~~:~:~..f i,-,.','.- '. ,', . ',' ',', . . ..~, .~) . ,.. '. ,. . . . ;, . 1, ;, J. . '.' ./ j . ;/ ,.", . : ~ .,' .~',;. ,.,1, .;f '. .t.., , ;' i ~ { .1 " ......,~~"'" 1o.'..:..~:t.:"...;...u;....~..~_r ~...l_1..J....l.:. ...., r,'. _.,., .~.:~~~~~'.L' )It F. Article Hr- Duration. Modification and Termination . The Special Master recoJIllIlended that the collective bargaining agreement offered to the unit be a two (2) year contract commencing on October 1, 1990, (retroactive) with a reopener for 'wages and pension on October 1, 1991. The Union has rejected this proposal on the basis that it desires only a one (1) year contract retroactive to October 1, 1990. The City has accepted the Union's desire for a one ( 1) year contract (See Article 26) but opposes retroactivity both on the basis that it is unwarrant~d and also that it is a disincentive for speedy negotiations. The City further adds that it would be an administrative nightmare to try and retroactively calculate varions benefits ca11ed for under the collective bargaining agreement. Therefore, while the City vehemently opposes retroactivity, as a compromise position, the ~----- City urges that if the City commission desires to offer retroactivity, that it be offered with regard to wages only. FORK OF 'rlIE MOTION fNo Retroactivityl: I move that a one (1) year contract effective on the date of ratification and/or imposition only be offered to the bargaining unit employees. FORK OF THE COMPROMISE MOT:rO~ rRetroactivity for Wages On1yl: I-move that the City Commission offer the bargaining unLt 12 --:---:' , " , , ..... .....'..".-. ... ", 'f. . <. ..".., ....' '~, """" ......:.'1, -:......., ...... ~~[ ....~'~:: "'-\_.. .I , , - ',II .'fJl . .., .'.':,,t, .",: ~',' ~ ... .;:)",.. :: '*'.;.i~ ',:"~,:, ~.., './ " .-:. 's";1 ':" . . " , :tU j', ;. .... I.,.". :'/ l' J.{'I. . !,.;;~.,- .:,': :\t '....'.... ..~ ......' I . .~ .: ~ . .. '. . ,;" 'f ;..., \, $' .., -..._-~., ,\ employees a one year contract retroactive as to wages only to October 1, 1990. Respectfully submitted, THOMPSON, JR. Bar No. 0081024 S. CRUMBLEY Florida Bar No. 0749648 THOMPSON, SIZEMORE & GONZALEZ Post Office Box 639 T~pa, Florida 33601 (813) 273-0050 CERTIFICATE OF SERVICE I HEREBY CERTIFY that a true and correct copy of the foregoing I ~ if... day of February, . has been furnished by u.s. Mail on this 1991 to Cary Singletary, Singletary & Singletary, 315 Madison Street, Tampa, Florida 33602 and the City Commission of Clearwater, P.O. Box 4748, Clearwater, Florida 13 , '~'_""'''''J'''''''!::'''''- ""'''-~~'''''.''"''r~ '-..:<.,r<".V_.....H......I"...'.....::~.~\,,:"'\.~f,..;,i....'.~lr..' :<,' .~1O;,..~.;.....~7-~ .:....;;"S':','t "'~I--.I""''''.f ......;-..... '-. ' ...}'.."" ." , i ! " . - . . , . ~. , .. . 4'. . . ,. ,". .',{l'~";;""'oe-' '';;-. ...~),"'-:..J..,'" ,t' ~,.+,\\...~: ,"}[,'d~_~l"t,).i.:..,'r,-,~,.'~\1J:r~~"'(~.(~':r{tl\?:~ ' ~,~ ~:,f" ,'l >:.\~' ~ q...~..........., _. ;'l~,'.:{" ''1. '~'f h!'~, ,F' ,~,'~' ",-:!: ,"..~\l' ,,~... .,. i' ~. . ' . ....: '.: ....1 .....'. ", ".J ~. \ '::' ..'" ,'" .... ~~, '-\' .j. .," , . ., .\ .j: If '~"....--:;' , . ., . .1 '. '" . {"~I~~~",~"""""",,_ ":"'<>>~~~lV-~.q~JW:""~,.a~.o.J"'~''''''''-'-''''''-' _: ....q,,~ - ~-:-.!....:.__..~.~.:.:...--..~' ..~,..... ;..,... _.-~~.._-.--_...'-- ..', :m THE MA'l"TER OP :IMPASSE RESOLtJ'.rION BEFORE THE CITY COMMl:SSION OF TBE e:In OP CLEAR.WA.TBR ..~ DrJ!BRNA'l!:IOHAL ASSOCIA'l!ION OF FIRE FIGH'l!ERS, LOCAL 1158, Union, _ and Case Ro. SH-91-010 CIn OF CLEARWA'l!ER, Employer. I APPENDIX OF DOClJMImTS IN SUPPORT OF CI'l!Y MANAGER'S RECO~AT:IONS FOR RESOLVING r'l'EMS AT D4PASSB , I ...."4 Exhibit 1 List of Impasse. Articles Not Exhibit 2 StUJl1nary of Articles at :Impasse with Stipulated Langaage and Articles at Impasse. \ . \ . List of Articles en which the parties accepted the Special. Master's recommendation. . Exhibit 3 . - " ... - - -....... - Exhibit 4 Special Master's Recommendations. Exhibit 5 City's Acceptance and Rejections of Special Master's Recommendations. .. - - -- ' ..... . - - - -- - . Exhi:~~1; _~ _ Union's Rejection cf Special Master's Recommendations. . . '.~' = :: =:::= :. -:. :. - - - - ,- :. Exhibit 7 Chart showing. number of fire department personnel ()B duty from 11/19/89 to 11/18/90. Exhibit 8 Wage comparisons for IAFF unit. Exhibit 9 - cpr Comparison. from 1983 to present. ':'-'~'''',-_"",'''r'''"''. '" ---,~.." ... 'r;,. "'-r..'f;" - ..,.~.......~ '.' ..,~',;~:..t"". .~~,~.. .,'.<. ' .j . . at , tf}}J;!~~~~~}~~~\)~f!;,n:W'\;'I:'.';;::; O(."::~~, :';;.' / ./.4. :_ :,1 5~-:; '?~;?,l.."', ::.:"'11. (~, <:',:/', ~: : ~ 10 ",.:' .~:'\ ,~, '! .. I \ :{ -_.............,...J:..Jt...u.l-,i...J,.~~~....s.':l-.,j.l...,...;...~..'..--'~_;...~~""""'.....~_...........,..bf~.....:u..~~~~..........~~_;.~ ., ':.~.:\.~~ ~:.;.:: EXHIBIT 1 ARTICLES NOT AT IMPASSE I. NO IMPASSE: Items with no changes already agreed to by the Union and the City. Requires no vote. Preamble Article 1 Recognition Article 2 Representatives of Parties Article 6 Stewards Article 10 Vacations Article 12 Personnel Practices Section 1. Pay Plan Section 2. Promotional Examinations Section 3. Promotional Li sts Article 13 Posting of Agreement Article 14 Bulletin Boards Article 16 Work Rules and Prevail i ng Rights Article 18 Paramedics Article 19 Line-of-Duty Injury Pay Article 21 Miscellaneous Section Section Section Section Section Section Section Section Section Section Section Section Section Section Section Article 22 Article 24 Article 25 Appendix I IAFF Letter of IAFF Letter of Life Insurance Premium Contributions and Plans I.A.F.F. Pin on Uniforms Initial Clothing and Protective Devices Reasonable Training Grounds and Facilities Defense of Employees (Scope of City Employment) Contact Sports Payment of Accrued Benefits to Next-of-Kin Counsel of Employee when Passed Over for Promotion Lawn Maintenance Court Appearance Transportation Health Insurance Residence Requirement Conflict Resolution Committee Right to Contribute Work Physical Examination Amendments 1. 2. 3. 5. 6. 7. 8. 10. 11. 12. 13. 14. 16. 17. 19. Severability and Waiver Physical Fitness Test Understanding Understanding .. _.~~ ,"M:........~..' ,..,.. ~...:;'~. "'..,""'>\.... ~...~, ,-;~.: ",' '..':._.., .":IJ"llo=:"~--,g.,. .? '., , i , , , , J..... .'.. ',',::''l'--''- ,~ .,." ,. -: " '" '-. {', :,' :,.. ....".. {.. .. '",";~: .'.." ,.,' ~{;";:~~J>t',\~'~?~.~~':~';;.'\"? ..> ~:"""~',~,~,;;--;~' '> <~""~":;'f} '~,:, J ','.. i..;:,,).:):'.: . '0.: ,:..,;;,c>.,<~/ ':::. :':'1:' :'1,' ',":' " oi il. . .:' . .,' '. ,; :::':;:!;; .., :~., ;;:i~'.~>i'c\.'.'''!'' 1;:~:~)~"1~".Ci~l""M'qJ:y.t~. ",. .L " ,'-: .'~, :~':,~ ' ...' ':"" '., .' , "';.. ~-' ~-.', ~ ".,,'. .:1' '/ " i' : ~ ,:"o" ... '.'.'c....fr',U",.~"..<;.. " ,:.J,n \~;, .,',." '.._...J. . ,......,: .,.." ,,' '.' "n.''!'''''" F--- . . ';..:::: ~: :'.: j. ;'.:. " ." · ..,;;\:';j;}j'1l,-,:!, . '..' ... 1 .' .. ' , ~. ...',lO 'i' \ .. ~ ....:',' w . "\" ~ ;,,\' ...'1,<.. It' \." " . ~ J . '\, . $~~~~::" "~~Ji{;if.f.f0t~~~:{:t.~ll",~J~~}~~\::{~:{(.:< : (~1~~~: t~!'!l'{~~t; h:~ I":: ~r;:'J (.J:,,:. :' ~ :"~~ ,'\" 1"\ /;/: . '!'l~~l'''::t'"'~':''';i..'"':.~''.~} t,\.'~f.. ~ vV .Zl,;/ ~'. .' ~(I ~:.:'.';t ' ... ~'. '. ,,' . '...I....t'./;::I'~...\.,f,fl~.~'\'.,.. ;:"1'-"" 1 JE''',' ''.' J\~'~ -' "'il%~l ."wJ'-'j .. '~irl J~f~l "......, ,,,' t ".,.,. . :~': . -~ '~. ~ \ 'l I 'n' , 1" .' .....'. ',.'1.,'. , " \.', .' , :~' 'u:';~ ':.::ji;:'. " '.~. .'" ..,.,' ,~, ",.... "'" .,',. . -, "."..~. -""""-""'" ":.",,._.,-~-_~.~" ':':;.:i;0~,Jl,~~~if: \J;"'/ 1', .~{~\ ..,. ~~' ;'r~',:~: tl .'...1 : Ff.l~., --:~., c' ~.!'f',' , ti;,:{~t?f; f ,;~'.~ f',~q ~...~.~t;: ,""j(- }1' ~.. , :, ~";L.i~~~;ii.~..' """"+ ~;,,_" ~'..;:{ ,~fWv.lo.\IIIi ,e~~liJ..~""'U.:~~I.."'",.wl..>,1.-t..."....~...,-,.. ..~ Article 7, Check-Off Section 3: Changes were made to strengthen the "hold harmless" clause relating to the city's actions in making union dues deduction and transmitting them to the union. Along with the "city" itself being specified, new language now references city's officers, agents and employees being indemnified against claims, suit or liability for improperly applying checkoff articles. Also adds provision that union will promptly refund any excess funds remitted to union by city in error. Article 8, No Discrimination Section 3: Added phrase "except as otherwise herein provided." This section currently provides that claims of discrimination by an employee against the city are not grievable under the contract grievance article but shall be grieved as prescribed by law (e.g. issues protected by state and federal discrimination statutes must be processed through appropriate agencies and avenues such as the Florida Commission on Human Relations, EEOC, etc.) It further provides that nothing herein shall preclude an employee's right to grieve and arbitrate disciplinary action taken by the eity. The added language recognizes that the Agreement contains other provisions that do limit an employee'S right to grieve disciplinary action. (Note: Article 4, Grievance Procedure, clearly provides that "newly hired probationary employees shall not have access to the grievance procedure for any matter of discipline (including discharge)." Article 12, Personnel Practices Section 4: Appointments: Added language to provide that Fire Chief shall provide each certified eligible with opportunity to be interviewed for vacancy. Added language to clarify that selection from certified list shall be at Chief's sole discretion. Section 5: Probation: Section rewritten to clarify and make language of Agreement consistent with existing practice, including that: A newly hired employee has 12 months probationary period; promoted employees 6 months. A new prObationary employee absent for 112 hours or during probation will have the probationary period extended a like number of hours; promoted employee absent 56 hours or more has same number of hours added to probationary period. Probationary employees shall be notified in writing if not satisfactory. Unsatisfactory new employee shall be terminated; unsatisfactory promoted employee shall be returned to former status. Neither can appeal city's determination that probationary was unsatisfactory. -2- _.~. \ , .~ ' .. .,' ", '\'~ .' '" ,',.. " ." l, ..," ..~, ." \ '..,.. ,'. , , " :, :.,.~;:~ .:::.;~ J:~~/{'~' "',--:, ;i~.: . . I.,' :;...;'~'.t~~~~l. ~';,.:,.~,~~."...'......, ,......~._.".., '. .fl AI .:-~~;' , .f .~ 'l~ · ..,1 , . .,' , . .... .,.Li.c,/~f~;r;~4;:;~~41~i.,. ,li~: t~~%~ l!;f); p~~ '?$ftr Section 8: Time Off From Duty: Paragraph A: Covers time off with pay for city-related activities and time off with pay chargeable to union time for two union officers to attend state and international conventions. Changes: Language added to clarify that employee time off with pay for attendance at city-approved meetings. courses, etc. shall be allowed "when such time off does not, in the judgment of the Fire Chief, interfere with the operation of the Department." Language modified to require minimum of only one month's written notice, rather than three, when union requests time off for president and secretary-treasurer to attend state and international conventions. (This time is charged to union time provisions of paragraph B of this section.) Paragraph B: City provides union with 312 duty hours of time off without loss of pay for union business, conferences and training. Changes: Language added to specify that union officials utilizing union time off are not eligible for workers' compensation (i.e. they are not on-duty for city). Language added to provide requests for union time are to be submitted on designated form and that time off for more than three shifts may be granted solely at the discretion of the Fire Chief. Article 15, Work Schedule: Section 4: Paragraph H: Deletion of language requiring city to bargain changes in the Iltime exchange" practice. (Time exchange is a provision where an employee may get another qualified employee to fill in for him/her for a designated period of time or shift.) Section 5: "Held over' employee to be paid a mln1mum of one houris pay, instead of two hours' pay; or city may require employee to remain on duty for the duration of one-hour period instead of two-hour period as in previous Agreement. Article 17. Seniority and Layoffs: Section 1: Paragraph C - 4: For purposes of defining "continuous service," suspensions of less than three months shall not be considered a break in service while suspensions of more than three months shall be deducted from length of continuous service. Previous language provided that suspensions (without reference to length) would not be deducted from continuous service. -3- .-- J \ ~ " ' '..~' ',. j,;':~:~"i,:;::::~,~y~~.~:.~t~\.:,~!::;i~ '~~~~: {~,f~r?":;f<~>~':\:";"!; :(.i~~:::.~. ":~:'i'~::r\:'~'~ ~~:: ~ ...., ..,,~,;'~"".. ,; '{'l;~'< :'(';--:\~"J'}':~"<;:';'~~?~!?:r~;~%'~~~>: ',', ~ . .., , ,,I' t. ...-~-_..._.... '_._~"~~--''''''W<_,"-~~~~~",~~,~~~,.""""""~~",,,,,-.!.,,''''_'w~~.....s-.:l''illI!oo..f;M,''~~'w..~~~_~; EXHIBIT 3 ARTICLES ON WHICH SPECIAL MASTER'S RECOMMENDATIONS ACCEPTED Article 12, Personnel Practices Section l(B~ Pay Plan, Lead Workers Section 1(g)(3) Assignment Pay Article 18, Paramedics Language concerning Sick/Injury Leave ~ ",:_....,.-......,;,.. .;,-, '~ ..".~:.,,~;7.::-...... f .......~.. ;"~'''''-I, \, , \ \ '.-......-- .: t.,....:.....;.,:.~, , I , i \ ,,/~:!.';J,. ~!";-:/,~~"~' :.,-:; ;'\,,;'1-,' '.":i'~~;:(. o:,'~/'i;"'}~\;{"'i~;;\y,~;;t~~;~"\f;,~~~i";~:~:wj: .'~f' .f ., ~-' .">, .. , , I. f.'{~~/~.:"r,( ~:' . - '< " . . ...' . , ' . , \1;:/-,-0:" ,:{!~;;::.o.:",l:.~., ':i:"~~~;~)"a::< ';:'~:;~'~~~:N:-:~'B't'*;;":,\I.">"';1t;~~' .::.,,;'t1,:~~... '," " " '.,. . .:J' I'" . "., ~'L. , . f.f'~~"~~~~~h'~:'::~~~:"::;1~ 1~......t;~~:1~'-.~1",~:'~"'~;' ::::~',~~~~'1.~:/~F~-t:.~. :{i~::t::. ',.'~~~<~', :,!~! 5~~~:r.r;:~:: ~1~:1:' ~.~\ ~!~~.~.~." _~.V'\1 ~ 1if~::'; " .. , '<', . , ':;~ ~":7'~~_ " ,.,.....,,: .... :', 'r'. ,. . . ., ' "'" ,;"1;- ....,., ., . .' ',' '. " .-, ._-~ .~... ,. ............. .-,,,,,,, -,.-...-.;._.....,..."'..:..,.,.~.~.,~'''''....._....~ 'N_ " '.. I "I ,.1 I .'1 -..-.-.. .\- \. -.' ,. ...-, .. ,..--"'. _.........,..._'~ ....~"'\VW Ill.... ).,.\jn.,.........,k~.-"r-..'-...'k'"_..-...--.;... " ' ' In effort to reduce an judgments, have I assessed the Section 441.405, Florida Statutes, to be among others, considered, making his recommendations. intrusion of personal value parties positions against which lists various factors by the Special Master in My recommendations include consideration of all factors in Attachment 1. The hearing proceeded explaining its position. The [ 2 ] informally with each party following sections of this report address each issue at impasse as follows ( 1 ) The issue; ( 2) Positions of the parties; ( 3) Discussion; ( 4) My recommendation. [2] Florida statutes, Appendix 1. Section 447.405, appended as 4 '..-. ~..... )", '-.,,-- ':~";:':~ ---.-..,. ;"'<-".., ., . , ' ., , i' " .1'" ..: .t.'.':''':<.'i. , ._~:t~~:!.:;lo!?~ ;':;:'\.f~~)~~'1'";ti;':~~'lI:'."{1~;~: . ':'~"\':<','i'~. ,,~,.";~(. ...;> ,...,; " _..~ :':~':}),: ~ ...'., ..' \ ,f. i. ''.,' '.1' .... " ": \,: :-', "':~.:.r.:.I:'..~.."__ 'p__ '. . . . -.-' ....___......,.4.ut., .~.\,:~::.,~'..:.:.;.L...L:,.!,..<.,;JL,:~-:: .....:........J,(.a,.::/.~. o1:.;.......,t...~"",J.:... b............._..~""'..."''''l...;....,.,:...l...;.....~...:~~~!;..~o1.:a.UjlLt~~~.\l:~~ ,:" ...'....~... ..~~..-.: .~ '.1,', . . Stipulated Lanquage Articles Joint Exhibit 4 sets forth the matters tentatively agreed to but declared at impasse so that the legislative body may impose if necessary. Article 3 Article 4 Article 5 Article 7 Article 8 These language articles appeared in: City's Management Rights Grievance Procedure No Strike Check Off No Discrimination Article 12 Section 4 Section 5 Personnel Practices Appointments Probation Article 15 Work Schedule Article 17 Seniority and Layoffs Article 20' Funeral Leave Article 21 Section 4 Section 9 Section 15. Section 18 Miscellaneous Subcontracting Tuition Reimbursement Laundry Allowance Pay to Attend Required Courses Article 23 Substance Use and Testing The parties stipulated to these changes and requested the Special Master to recommend their adoption. Pursuant to that the request Special Master recommends adoption of language contained in Joint Exhibit 4. 5 ..,>,.'. , ~~,"'t"'_. ..__,' \ ~. i .(.. '. / f~:' .;:" f rf,. .<. '{, :-" t~' j <,,~.'.' ,; -,';", ..... " '"." ;,. ~.' : . ,? , .'.. ". ,'. 'I~' ! .! J:.' " '," '. .,,1.', C' 'I , "i ..J "",l 't. ,', f to',. ; " . /. " ,d_'. ,.': ", ",','.~/ ' " " l .. 'I ~ -'. I. . ~ ,:{ .\ .(,,' ~ j , . ~.. - ." , .\t~~;;;ri~1 .. _.. '. . "'{~'~~),/~~~...,~.,.........__.....~&L._.,~. '.~lJ . I \..... ~;:'- .......&. ,~, .....~. ....~, ...,.',..,,, "1<.".. '~"fi.l'. !oJ....:.:'"':.,?;...'!,l~........../......,.. ..~ ..~" .r'''...........~'_....,._ . " . "'~'. ."'.~"".... r,..i.I"'...-:.... t;,....u....a....'.....:.:.... ";',l.,f'oOIi.... __,"-....... .,.........._.'" _~~~.-.-. ::...:.., ...1. ,,~ . . . Issues At Impasse Joint Exhibits 5 and 6 contain the parties proposals for resolution of the 10 issues at impasse. 1. Article 9 Section 5 2. Article 11 l-- AlL .i. \.;1 e:: 12, S ec;:..t:-i v 11 1 B - 4 ~ A rot i ~ 1 p. 1 ? S~611 11;1 <:~ ) '. 5. Article 12, Section "9-'" ?e: J' ~ ...., . . " -6. Art-icle 18 ':/. ~rticle 18 , -Se:...Liun 5 - B. Article 26 9. Article 27 10. New Article Hol idays ;= F Wages C!. IT t Pay rl3R T.A~d Workers tJr!J:'7~/ -- ~~J""-.J'<:'- Pay Or."'" '" - { Ao:::l~ignmcnt Sick leave /l~.i' '- t:..} 0'-' OyJ- F..u..", 7}.-I/ Param~o ~ o,,6-tgl}t- palamedic TraiRiRg ~(; IM"IJ~~Jt;:" t~;' '-..~ tl~; ~ ...-i- ~ckrI~Ury Leav0 s,'c,K. Entire Agreement Duration 1'<<-.... ""c.. 1. Article 9/ section 5 Holidays Issue: The expired contract enabled employees to take one floating holiday as personal leave time. such time could be broken into blocks of 4 hours and taken in 4-hour increments Current practice is that no more than 6 employees are allowed 6 ~--- --.. \ . ". ,-' .,"'~::;1!CJt!!t'?rr:~';'~"'!"";>" ii',',,,.;;., . ,.. ';'.' , ~ '"': ::~", .:'~: ' .,';: ~:.. ". '. ~...::.::,~;..'.,. : ~;j i,; '<1 ,'. ',' , .. ?-..'&..i".....I>I:'";;~J'.~...,.:' .,'! wr.rj,,!',""~~"t~f.~i!'~... \ , "'" W j'" " ." l';~ ',' I :.: 7~.,}~:",; ". "\~{,t{ . .'._;,.~;~,,'..~ " ,', ~ J',: ~ " ' ""';". ,,".~(:- P,'" ,', 't"','::,Y'i; ::',.. '. "'; '~ ,: :~" i.' ,'~', ; ,:>:::f;i:. 'I .~ j' : ~: ":'':''.'''' ,'" I' , ,...,' .. , ',"'. ".., "~I: " .',", , -/," ., , , .,: ';.~ I. ' ,'.' t, ..."..1 ?:'~\.<,tt1l.~.~:-:lt, t..?;t.'J. ~ I.\'~"'i }f"tl.~( .' ";<;~~$\r1'W~t;l}~~!~i~~f:~~"",.i~:'i~t~~t~:'.., ._. " ., '. .~ "",. ~ .... " " , .'>(~ Ij~~tf':~>:.:r~?1~1~~1 ~. , '" ~'~:' ',-' -::~;\'~~1.:1~~.~ ,f .-, fl :.~" l' ~'l,,,~,~...~;,,'f",/~lt,, }~~'" . , " - :~;,.~J",'~",:a'I~>;"~\' '!~~:' . ,,' f\.'f';~':n.'(~:;1}~{i~;;:. "'l..,;-.. rl ....,....~.l'"" 'r \'.~~~~, '-,.,'.' .. . :;t '. ~. .,' ,:, I -/ .i ., ..~"';..... '~i.~~~~~~/~ ' :', ~ . -, '''''. "" "'. C"~~~~.ot......._,....~ _.. '........",......." '.... ".~..l.....,.;.. .....<.,.,. ............ . .' .,_ . . . -- . _.....,.....;c.~..'. ..*"... ~tl'.s. "". ..........4<1-.."" ....:r....*_..:........_____;__......;~:_ _ \.~,_ ,,' personal leave during any one shift. The objective of such practice is to insure that the Department 15 adequately staffed. The Union proposes to increase the number from 6 to 7, with the seventh person being restricted to using a 4-hour block of time rather than taking off for the entire shift. Positions of the Parties: Union: The Union po~nts out that the City has long recognized the advantages of permitting such "abbreviated time off" since it benefits both parties. It goes on to say that ~n the past employees have received time off to attend college classes or other press~ng matters when there are ample employees to staff the needs of the department. City The City opposes the proposal. It says to agree would result 1.n having an average of 7 employees off compared to the average of 6 and thereby render the City below optimum staffing level (42 employees) for much of the year. Then it says this could be dangerous since the city cannot control the numbers of employees absent for other leaves or because of illness. Discussion: The Special Master notes the argument of the Union which asserts it does not present an economic cost to the city. Further it says the city has great flexibility in the numbers of employees required to be on duty. I note the City ~----- --.. , .':;.n: .. :<~ . :. ,,''": :.... .~'. ....','''.... , .." '''' .."",,. '''F ',t' , ., ," ,. .~ !1, '.', ,..I:~~1"r!;<"":':.l'-,.')I."~', {', J"4 . bdr - ~""..,f_,,,~, . ,,,,,, .. <".. '.. ".... .. j, '" . ~l\~tt~~~~~~~,j;:;f,'.",. . (.,:[...', , ;.,~",'\ '.'f'" J"',,_' r. ~.,,,,,, ;.,:.",.,~V0."!.. f'" . - ~." ",. . .. ,( " '" , "":<.'~\:' .,....' ..:"";~f"''''''"''~,:;:;i1t~~!~~t'1,0t1t ,." ,'\. ',f I ":~'.: .,i,'~~.,:":""<,';:~~.,~ .'. _ . " :, '. r.. ~ , ' .',,'l , ~.' ," '" ,.:':::..:~ . ~:,"'.'~ ' 'I ".,;, 'i.......;.. , ....'.". ' .~;. , . " ,', .. I'~ d,: ~'l. '""" ..,,~.:,..\\~'1.,1" '..~{ftJ\<t; . ., ,,,.' ..!.'.;':,.;,;.....:'?j7~{lL:~~;?;'Wf~1~tri , ! t' ';' .-Y'~.........,...._'J'".-r.'.....f:.~~~ '~y~y~:n~~;j;;:?N~fl. .r;"., .~! ~r0/ . l... '..:., .". ',. ";...,."",;".;;.,,. .~.;'t>.. ., I .1 ,"'; .( , ...,~ "', . , ,....."._...\........'.:1> ~..... .;.\;"..4:/.....'....... "'__... ~__.. '" ..'.......... "~'----''''''''''''----''''~-''---'''-'' ~.", ~,..- ...- ...._-_.......~_>.- -. ....'..',' ;!-.. Positions of the Parties: Union: The Union increase proposes an 1.n wage rates of 6 percent year, effect'ive for the 1990-91 fiscal October 1, 1990. In response to the City's proposal the Union says it 1.S 1.n contradiction to the long-established historical pay plan in effect s~nce 1975 It also points out that wage increases have always been retroactive to October 1 and the city's proposed plan would damage morale ~n the department. City: The City proposes a significant change 1n the pay plan through a "so-called~ pay-for-performance system. Under the proposal employees could receive merit 1.ncreases of up to 6 percent years for exceptional during their first 5 performance. A "highly successful" evaluation would yield an increase of 3.5 percent, and a "satisfactory" evaluation would yield 2 percent. Under the plan, after 5 years of employment, evaluations would continue to determine the amount of increase and the range would be from 1 to 3 percent. As an alternative the City proposed a 1-1/2 pereent pay increase across the board and also to raise the existing salary ranges by that amount. The City says the proposed plan would enhance the pay structure by attempting to "reward employees for performance" and to back away from the "rigid and structured current pay plan which provides limited incentive." The City says the 9 ';:.,' ...\; \ .: }-'/ '"~ ',' "..'>.':.'. 4 :~: '.l '~ ' :~ .." f, " .( . )- i . .. . .,.lW~.J. ~ . "r.'~4-'i':r.;.~t~\'P;;'i~t. . ..~j^ U\jj . . "...........--.... ... ;,~. ., 1 . . .""~ ,~- .~...-......,........ .-......... ..........'.I,.';t...._...'__':~_~f'\..~" ......_..~ _,~...... ,.~ "_', ~_, _~~""-_ _...~..... ....,~'d ....."-.......~" ....~ ...._.'~.. ~r. . I' concept is not entirely new. For several years it has had a similar plan for supervisory, administrative, managerial and professional employees. The City observes that it seeks to implement the new plan for all 4 unions with whom it contracts. The plan ~s the result of a study conducted by an outside consulting firm which recommended elimination of the current method of compensation. Discussion: This Special Master finds it difficult to disagree with the "pay for performance." However, objective of upon the data available, I cannot endorse it. The key to pay- for-performance plans two things depends upon First, effectively the will work. evaluation system Second, standards against which the employee would be measured. The Onion introduced the present evaluation (Union Exhibits and forms do 2) . These 1 not measure performance aginst the criteria proposed in the City plan. If a new form is record. to be used, part of the it is not Further~ there .1.n the record to indicate how the loB nothing "standards will established be of per formanc.e" participants. data I unable to make without these am judgment on plan. Absent such detail I the proposed recommend against its adoption. The next increase, if any, what pay question 1S 10 ----.-.. ---. f "\ has based how the forms for a must in : ".:.;' 'r' ;~:, r;y:~ ,:-F' ;>";',;~"': .......'..;...'.: ..... "",':''', " ...:', ,~.; , ., . , , ;,l'f;r~~~~(:.(::,~"'~?~""'t~ :5/~:1, fl~'~ f/~~~!~~?!' . . " .:.,~" :'}""" ",.., . ;::.,,:;.. ,...:: ~ " :.,\': " . H ....\'r...' -~ '.; '.;.;, ," ~ J ...",.'!t'^j" , '.,.."j" --'1. . " ' ~\ .t::~::~i ~/> ~/'r:::::'/:'. ':'. :, ..., {tt~/:jt;,; :':~> <, >:~; j~ ' :'. ~~~~~;;~t~!\~~\jr:)..'., '.': ;., 11~> ,", ' lo:\{! }i.~~;.:t.iYr' ::> ~'f J.". I ~"r:{I'}<, ..~,:t;~~..., ,:'..;';:' It.,,: \.~' ~ "r!:"'~ I~Jto,\J t'),i'1--.t:..h"~j:1 ,{",\ , ':i,j~~\%~!~:~~~~~j{;r[::./:>I':. :;:' " !,I~,'i' '.l".~,).r":" ;,' '''\ ' - '. ':;: " i " .' t r u" ..'J...... I,. )01 . I' I ., t:r:< '\ /j;" l~t::',~ :?~p::?'..\': ~:, ~ ,. 1\, -,,,.., ,.(.&.'.:~:t<:, '",, ;.,,, I:' .:;:~ :;.~ \ ./ ,,'", :\.: ..;, 1~\.L:?f 'l:::;'~' ~ t' . I:" I ' ~ ':,-~ ~ 't., 'w ,,. 'r..1b"'J,r'\...~.'ll, '~, , .. f " ~ ~ )..,,, ,i ,~~ .;. Jl~ I' " ',1 , .,:' iC\lIIIl!'~Wof-~.....-.,;4.""",,;fOUJ~'~""""''''' w ;:,\;;{~~Jl~~;nt~\ >:' ...~: , ~l'n"t-,"~'i-:h'r..i:,',. v.. ,'1. '1' .,. . ~ , tiP'f~~rtiti~~~~f~;;~;<iL ' ,~~, \::'1/ \.t"ffi,.~i :"ic(''':; "'{' ~. .',~ ",; '{" " '. r' '\-1. -. . ,.-.,.,,,,. . .. ..... pi .~ , :,.' 'J'. .': -, : ~ ~ 'I J. .' ,.,.... The foregoing tells me that based upon range midpoints only r 7 ] Clearawater wage levels appear to compare favorably with the local area. On the other hand it should be noted that neither salary administration nor comparison of ,.,' wage rates against wage rates 1S a "simple arithmetic process." Frequently that procedure can be misleading, since a valid cost compar1son in the judgment of this Special Master should include all employment costs, including employee benefits [8 ] needs to be the result of sifting, sorting and balancing of the total package. , As an illustration, it could be misleading to examine salary statistics on a free-standing basis against other salary statistics, unless such significant items as pension costs, terms of the plan, health and welfare costs, overtime premiums, vacations, holidays, and hours of work are also included. I have thoroughly considered all the data provided by the parties. This reV1ew recognized the City's proposal of 1-1/2 percent increase 1n the rate structure. It seems to me an 1ncrease in the basic wage structure of 3 percent would not be unreasonable. In coming to this conclusion I considered the record of the City's negotiating posture, its estimates for future revenue and that the City did not claim "inability to pay" as a defense. [ 7 ] [ 8 ] For whatever value Many of which are they may not an have. issue at impasse. 12 ~ -----.. .--- '..-....--~.- . " ':.f i.',;': .;),.",:..;1'.:,'; . ;:?:~:;;""",,'/",,. .:!q?~(~1lft~~~~"'t;\f;;i'''.~;W~[:',:;{t:;t~i.~~.1~~''1.;I~~~~~:vr~7;~~~"'~r~\ ,.' '.~-:. ,', ),~, : ,. i, ./ ':,,', , ,', '" '1" :. '. ,t 'i,:,'" ;,< ... ..". \.~.,../ '.' '.F '.,,' "-l" , " ('" '-.Ie. 'Ii- ,,)I: >.!~ t'i"(~J:"".;;:.~ : '" ':: ... ,"."....^.'...~.,i;;~\:(;:.f~t~l, . ,,!;:.' ""f" J~ _:.1, , ~. .' t ., \\~.\\,\If."f,j' ~ ~\;."- \~~tr. ., ,.":;'2>,;',,j , . )"., ' ''.'::'~4M;'~@A .".,;,,'1~'1':"".!"~\'1 ,,,.1. .,. .' '. I. . \.' .,',.;,.,.....1.,,, ;~~gt\~f.~~!t~~i~\,;, :; , ':F,}Ji~J'~~~ij "',1,., <. I" '/""'.: 'l ' ., , .,." . '.." ..'. . : .'~l.i~:j1j~ji;:!{~!;:;(/j. ".:" ':/,':::::i,~; .'. \.' :.C.' <,,~\,'.I' :~:.;! ,'... !... .':' '~<!;:'; : '," ":;',,~,:'~"'.~,:i;;,:"::::;'..,K,~.'.~,;:'~, ;.,~,;.~.".~.::,_~.),.'~.i.~\...".~. ~.~:/' .,. '. i. , < ... -: .. ~ ". ~ '.-:' ~r . . . : : ''':.<''~:':.J i){~~Y.i~~s~~t?:' d ..t~",,~V'I~ :!:r'~",:.~.}:,!;"I,~',:.t:*-.., l'~. 'I'" i , .' :. ,('.." 'r! I" ' \'''. ......'('....N ",... "j'''' , " ,.,\ f' ':f".',f~ ,-.,.; ',;,.:."~:,',~'.;,.;~~...~.,:,:~::.::.:~;.._::,~.,",~~:,~:(.,':,~,:.,~:;:':~::.!.:f,.~:J..".';,,~,,',.'~...:,'.i:i"';';i::':./::l~:",'.j,.!:..::..:,-,,:. :".,"./'....,','., ' '. :;.m~ .. " .... , .' . '.:: , :: '.' :. I " --.... .._...."....,,'~. ..."...,.,..~.- -'...."" ".... .. ' .. ".... -,............ '" . ~-c,..,...,,_:_..:"."'i.,;l.:,iti~,~\::.!~: 1';)i'.:;\;':' " 'i, .. .q'-""~:"~"'J'.~"J:I,.^ .... , ....,. .;f:}:f[l;~'i{it~{~~t~?{'E;~1~!t ~\\ ::._~. ~.:\'., ~ . 1~ ';,:,./~,~,:\,p:.')i(':~~lq' ,~,tJ~.,.,\ al,... "'", :-,./. . '.1'~;~~Y'C~~~:1;'~;',~~ :/I~i~t~;jAlt.~.; \: ~ :: :"'\-~"'" rJ,.jh~!...lr'i~\;n ."\ .J""(,.)'" '.', l~' L I " :. :')t/' . j.~,;i,.. .... .- I' ~'~~<';i',,"''''.li\.'''', . ;,l,~,' 'l'l'~ - , ..' ..'" '''~.'I'~ 'i'l' ,- ". .. . ~ ll~~i)rB!Ii.~i0~X.?: ", , ." '...(,.... ,',' ."I"i"""" ,,'., "...". '''-':,lf~ " " ~ t~~:~ ,. Recommendation Current pay plan as provided in Section 2 of A.rticle 11 of the expired contract to continue. Basic wage rates' increased by 3 percent and a 3 percent l.ncrease across the board to all bargaining unit employees effective February 1, 1991. 3 . Article 12 Section 1.b Personnel Practices (Lead Workers) Issue: The expired contract provides a Firefighter, Fire Lieutenant or Fire Prevention Inspector receiving additional compensation under the Driver/Operator and Lead Worker assignment and upon promotion if the application of a 5 percent increase (over old base pay) does not result an ~ncrease in overall compensation, such employee shall be assignment pay and receive an increase above that amount. Those assigned as Lead Workers for less than 24 months, would 11 !,' --.._.~ ~";_..., -'(." \. . ':;.;~:,,\i~{1.I~~~Y;'1r~~~' ::~_:t::~';~~~~'~.~;~~'~ei.;;~?;::;,::,.,!:~:;:. I;.:,: 1> :J"i, ~ :,... " ,;~',:~y;l.; : - '. r ,I:",:;,;'" ,\,:1, . '..,,'>. '; i- .. ::.;, ,~ .,......;. ,.. .,'".;',' :' !,', ,.. ,. 'r' J change. It says the provision does not apply t.o "acting" .\. : ~L!f 1" 1~?i;rt?~t~;~l~f,i~1;F t~,tj:~'~ ,. .1. '",' . . .;'~j~~t.''''~~i'~h'",.,,,.,~.. .. o~~~~~..--..._. ./ " . , ......_ ._~..-....'"...~'" ,04-.. ,,,,,".~ ;_.., .._"".. ,._.,..... ..~.. rece~ve at least 5 percent increase in) base pay upon ." .~ ' promotion. Union: The Union says the change would mean that a promoted employee might not receive a 5 percent minimum promotionl pay increase. It goes on to say this is a disincentive to accept an assignment since the employee would later forfeit promotion pay. Discussion The Union's opposition is that it would lower morale. The City says the Union does not understand the purpose of the employees, but \ rather if a Firefighter, Fire Lieutenant or Fire.Prevention Inspector had been assigned as a Lead Worker for 24 months before being promoted. However, if the employee has not been a Lead Worker for 24 months before promotion, the increase is based on the promotional increase concept in Article 12, Section 1. The hearing record reflects there are no Lead- Workers in the Fire Department and this provision has nothinq to do with lead Paramedics or how they are handled. It seems to this Special Master if the City's proposal does not have any application to the Department, there is no reason to change the lan~uage. 14 ,...............- ---.;.:. "-I, . .; .~. ;, .,7':':",...".""-.~. '\ ~.' ~. ;,~,o ~! ,~,;:: J}~ .'..'. '- .', ~.?' \';'.; .~ " ': ': ~ "':'';'/'1. .. >', ~~I, ' '. , ,; ~ I, ' . i ; . ~r ""<<,,^,,,~,~,, [ .,... .. " :i City: The City opposes creation of new job , .~\,,' ,. loJ, ", . . , Recommendation: Article 12, Section l.b to remain as 1n the expired contract. 4. Article 12, Section 1.G(1) Assignment Pay Issue: The expired agreement provides incentive pay when employees are regularly assigned to duties as Paramedics on a Rescue Unit, Lead Medic on a Rescue Unit, EMT on a Rescue Unit, Driver/Operator on an engine Squad, and Biomedic on a Rescue Unit. The Union proposes to change "assignment" to "job classification" for Lead Medic and Driver/Operator. Positions of the Parties: Union The Union wants these positions changed to job classifications so incumbents would have the right to grieve if transferred out. It says these assignments carry substantial wage increases and loss thereof would have an adverse impact upon the incumbent. It observes at present, the City can move an employee in and out of those assignments based upon whim or caprice. classifications. It says doing so would limit the City's flexibility to rotate employees as needed. The testimony of Assistant Fire Chief Pidala was that there has been little 5 '" -ll\I.:. .--..;_ ,.....7'"::~......._..~ " '.,::' i~,.l,~ :.~',;_ ::.,;\...\....: :,:, ,'. .,/':"':';" : ,,'.', ,. :', \'~ ...~.,,< ,.' ,:..' <,: :,'0<...: '.,\;' ,'. ,-,:*.,- -. , '.. ,.. .\'1 :;' .. : ~:'~.;:.~,~ :~,;,\-.:. ~:".: ',": :.'; :' ., ?\~'.: . ~ :.', '.:' ,.,.. ,.,., ,',' -, ./' \?~;*:2~~!~~~i;~d~, <' ,,' .,,~: ..'tl')\~if.. "f''\:-'''' ' ,;\:;<i"t1jl.friJ'~: . ~ " , - , , ..: ~, .' .,;. I" ;. ,'.+'~ .'('. '\1/' :~(:i. ::~ . :'~ ./. '-.\:',..' ';;'.:: ,. difficulty with assignment pay. The only time an employee loses assignment pay is on holidays when they are not working or if injured. The City asserts the Union's fears regarding the "whim" of supervision is unfounded. Discussion: After full consideration and noting the absence of evidence of abuse in "making assignments," and the flexibility the "assignment concept" gives both sides [ 9 ] the Special Master does not recommend any change. Recommendation: Article 12, Section 1.G(1), Assignment Pay, to rema in as it was in the expired contract. 5. Article 12 Section 6 sick Leave Issue: The current contract permits sick leave accumulation to a maximum of 3360 hours. The City proposes a cap of 2912 hours for hires after October 1, 1990. It says this equals a full year of sick leave and those hired before October 1, 1990, would continue the current cap. The Union opposes the proposal. It says it divides the unit into two classifications and there 1S no rational justification for the [9] For example, an employee on and out based upon personal stigma of a demotion. assignment can needs rather rotate in than face the 1.6 -J~ ~".... '.-'r"'..' .,>'.... ,~'... .. '.:,;' ." ~~'," I '} \ :,': f I ( t r: .. , :....'; , ." ,~" , ..'~" ''.',' ,.:;'l .. .....j. " · ......r__ '"J ~~~f~f~S~~~/Y:::{~::lj~.'::,.\~ .....;...' ,rfl;1 }:'j~'I" "'i . ) I t tl," t', I.:," ~ ,!::~, .~~, .JIll' '\'1'~ :..\, ,F:'! ~~,~' I;' ~\.' .',' ~..., ",,'v.;.l~t J~;tl!(( ~~<'~~~''''''::f '.::r,':'. ;l!,' 1 ,. , :' \!:.,.,' ,~~'i!' '),"~Id-V t~~- ~ 1.. t:t ' '; : ~., I In'';'''I'''',\{~\.L~ f~4~1.!j'~~'''S'~~' I" ~ ::,' J ~, '/:\;lit!{\T:i~l~~~~~i~~::~\:~::':~~(~#..~' l"~ w ( '. ..}'1(~J' ~rrff ilr'"l"" ~.. .J ~l \' I .f.' ...". '?'\J'''' l.r.'.......",.,.J 'J",,'.. I ' !;7:~.~:'~{{t{},~'::tt~;~;.r~:.f~i:\~;,::~\~i~:'-;.":"'. . ~.J~.1 .... ..h~ \.'''~ .')' I ~.1 _ r> . l",jl~' l.~",\ '" f''' \'" . ,: '{. ":.\~v:. {.~~..-:',~~'.\-tj,'f....~.(i.;;~i~ I.';"f~~l,.: :~,:.... '. ,~.:(', .: #' "\. o~'!\Jit,..~.;,} ,1./.,"" .,. ":"'i . :,. ,,' '\"" " ." ;.... ,. jl -'!\, '~:'t - i . i ... :'1~'(~~j." , .. :'~4S~~-'~[~~~"'('r~',,,f't : .~':;JBWfitl~~~-......._ : '~ '. " t\ ',~'< .: '..;i,;::i~ri1':~'.':J:'~'}:;'~~~ ':;,:;;~ "'C;~j'J%;\c .'{?~~~W~f'~~15i~'&!j( . . I~' ',.." :..' ':' \. ^, ",.. ,., ,1. ,'~ \ \,:..."" . . <.', ,.,. " '''.' ......;.. ~"l:"''':'"_J,~~I..::'.'..",# ."" _..~'............,.......' -.........-.,......--<..:.:..-.- proposal. positions of the Parties: Union: See above. City: See above. Discussion Two-tier of intense the product bargaining contracts, in the reality at publ ic and privatE7 have been for sector, a least And many two-tier apply concepts ten to years. many different relationship, including of the employment aspects wages and this Special proposal the pensions. examining In Master noted a very explanation of the rational City's position the testimony of Mr. Laursen. 1.n "It is responsibility to look keep our while at recognizing of taxpayer's money costs and in an effort to and limit future liability, time recognizing the current employees by not and still providing a hires.ff (emphasis added) simply a steward long-term at costs down the same commitment.we have to their cap cap to new our as reducing generous [10] In examining the proposal and the Union's objection I had difficulty 1.n seeing how the change "might," at some future date bargaining unit. result ~n fractioning the It will October affect hired before those 1. not This Special Master "stretch" would his imagination have to considerably to envision how the ability to accrue ~only one (10) Transcript, page 144-145. 17 ,.AJfI r. ~..... " "A .... "...:~, ,~ - , ,.,~.... ..........~ V!>_'_.. r " ; '::.:~.\ :.'),~' ,...;. '. r ~" ~ :":'J.':~< ':J".lr.':'"\'(.~;: ""1,'.,. . :;..,,- '::~:,\; ..:1' \.:;.,: ..., ~ ~ : .: ;.,~;, ,,~. ~ . / Ii.; ". .: ~ ~:. ,,::.,.-,' , ';~~~~1'.~!lrit:~~1j\~t:~i~i;:~~r~:i1j~':'~~tf'~O~:1'1'~'~,":~:!(t~:..!, .. ::":'/\~,~;.~'~'.!l :r:f: ..':' ,.' , '~:.:</, ,~;'~Vf:;'\i'i(i:: ," "i': ..,:f~ilJtl}{{f~\'; "'~." " ~ j:' 1....\fr,)\..., , I, i')."'~' 'i!. ',' " ~ 'j' . :Ji{~;~:ffur;]r:;lfl;:\~'\:i'. .' "-'f' J.-" "tol '(~' '\'~l'-t' ( . \ . . . I ,t " ~ ;,.::~; ::: :,~ ~;, ;:~~;:J:5~J:~\ :~/ \'~~I; :;') "I \: >. . . ./ "t ~ .:', '. ~ 'I it..., "/,"'4. ..... . ~. j'.. "'~'/.'>;0:':.\;.f'~~;-/f~:~(;1/...;~ .<, " . .... ""1'-'"'' '"'I\,"l~{.'.l, _ ~::::~;ei:>::::;tii;:;:\~~:~{;:l?!~::;~:'}.:.: :~.,'. ....... . ,..: ,1'-"I;";,,:.~I."',lf:'i''''.'. ,''')''.' 5., \ ~ ;:;.::~~':~~\;~:}i1.1lli\gJ~4lt;):(;..'.::. ':>.:, ; ':/:'~ - . ~ . ..~~~"~:"~~-_. ,:,~:~ ',h :,x~:.~;~~:ir.~:1';?;'i~~I!\;...~:~I;. ::; ~". )~,A ,~ .J ~P",,',h{~"'''\~~''...,.1, ftt"-'.h.t-.., 'f", I'l'.~' ''A .~:;i,i~~:H~Itt~~}2ft;g~~:~<,:i};;.;~:~ .;;~'~:~?;;;: ,,::'::.:.;,~ ~lt;,,; ''J(!:N:t~lr.,..t;,,~.i h"r :~l ,~~; ~l;.': '{.-/i; '!':1" ~,""'/ ~,. ". ~~*;*f~:tj,~" ,\ ,,' ".. '&~~;~:1~~~:~;';'{.!(,~:~~:::.:';":' ,:' """ "'1'" "L;' i I ,,'..0.. ., '~I ~~!iJt .,; / .i ".:.ft:...~:.' ":>;1: , , . .:' :::' ;i,~ !.1~tS:'0:~ii'111 ,t;,i,~;?!.'f'.'~'~:7ff' ,,<;~:~1~~;.'.:(<. t~;~~ :.; '~ ;.; ': '..,~ t. ,;., 'T.', ., .. '. . ',.: '.,', \. /:'- ' ..,. ,',,~ I .',f 1: I' " '\, ( ,~: """;"': ;;-'" '{, .., ,,\. -j _ .:i..; Positions of the Parties Union The City that EMT-I's who proposes are currently receiving the incentive, but are not assigned Paramedics, continue to such if departmental rece~ve pay training required The Union met. this change. ~s opposes City The Ci ty' s rationale that it should not ~s pay the 1.n this incentive those to who function cannot capacity. observes It the significant since .l.ssue 1.S now more the City of part Pinellas County ~s now EMS System. This a system provides for certification standard beyond that a mandated by the state. says certification It now includes County certification and without that an individual cannot function as in the oilion an EMT The County. says the agreement with the Pinellas Medical County Control Board grants the Medical Director authority to certify and decertify Paramedics. Discussion I find it difficult to argue with the City position that it should pay incentive only to those who can function in that capacity. Since the County-wide system requires additional certification standards, it evidently is desirable for interchange with other departments well as the as additional revenue generated by the City. The City's position .18 supported. 19 W-fL ...........--..... '\ "'"'7;-f~'Jf::it:;;';'r;JL"", , " , 'l' ., ,~,...... :"7"" ,:,! 1\;.';,): -,'fl.... <.c, . j t" ! , ", ,}(f~l~it . .', j'~ f '-l.~ i: /~; lf~l:i~"'" <'\ ~"'~'/'/::4~.:/. ;~"1:~:(~t::t~\~' y~ ,. .>.:1,~: ~:/...:J/I,:. \1'11....'.:;/:"1 .. :.~.' as '...,......... -:- \;, ", :~.',.!... ~ .; ,.;;<1;'~;"~'fi',.:;",~,,:~~,;~.~~,:;.:'1!~i"'~~'~~'i:~~':t':"}:'J~'-'"j--::._,~Y/~' '.' ""I"'~~~~r ...~ " "1 )i.l,' ~'~t.it ~'!f' ltto.\l . . . ..;':;;'f:'./~ <:;:,':~t.. ~;~.:::}~~( Ci.' '.' r'., ,;:'.; " "/'.'. -' " .'~ "1:" ':<,. I'.',' '.. .!'; ," '.:,.., :'.';.': , V.,""," .. ,..., ." " . ,,' " , .. '''-''''1' '", "\ '..', ' '~J.9:~~\:<':.H!I77'0. . '. ~..,,, ..:\:;~'/,\~t:-'h. \;, <c~~ .\,' "'T:~>.:: .. """""'.. \'."" ....;;. 'i , l ti':' /!,,\' I .. .' ,'> ",,', '>,' , ,I" '''' ,,: ." ;' ,.,:':~\~.it:~)S;f;~;~~r~:::'.I; :.;.:,;.,~'( /.,:: ',.: , , ..',. :;:i<3.;':;().:i.~:i~{;~~.t~::Mi~~:. - 'I .,~, ~. J. ,"" ,., I' \." '.j- .. . .' " :;'.+....... . . .. ....:'."'. ..'.., I. f .~;;I;~.. . ... fl;:'f .~~_\"IIoI-"'._,,,,u.,, " '. . ..'f ij~'11 '~kiV;~t. Recommendation: Article 18, Section 5.B, be amended to include "additional certification as required by the Pinellas County EMS System." Article 18 Section 5.C Paramedic Training Issue: The expired Contract provides that those certified as an EMT and assigned to replace a Paramedic on a Rescue Unit receive EMT pay 1.n accordance with Article 12, Section I.G. The Union proposes that all certified receive EMT assignment pay. Its rationale is that EMT's provide services at injury scenes. It points out such services are provided without any additional pay because the fire truck frequently responds to injuries rather than an EMS vehicle. It says the current situation as unfair. Discussion: Absent more persuasive and specific argument from the Union, I am compelled to support the present language. Recommendation: Article 18, Section 5.C, to remain as it was 1n the expired contract. 20 -~ , " ..' ~ . "," ',~u." ~ ,.... .,',' _'111""'... ;"" .,. _ ~ 'i::, .1 ;.. : ,;'. ~ ',' ': J ',:" ,',' ,',< '.; . ::\.:>.t'> ,. ,'"" ". :-. ., '1,' _"f' ., " .' '. . ',:,, ""'. . . ./ ,., ,. , . .; .1 \. :", .;" __". ~_.., __,_ ,~.....,~';":',Jo.. u.~~,__"'''.oH"","""-,_~,~,,,,- '....~_,.~.. ~~;' 8 & 9. Article 26 Entire Agreement Article 27 Duration Issue: These issues have been combined because of their interrelationship. The expired agreement provides that the pension plan may be separately negotiated upon request of either party.. The City, which has proposed a 3-year contract, proposes language to create a reopener at the end of the first and second year to bargain changes ~n the pension plan and wages. The Union opposes this since it seeks a l-year contract and there 1S no need for a reopener. positions of the Parties: Union: As stated above. City: The city says the rationale for wage reopeners is obvious It notes the economic factors which reveal the City 1S 1n a negative trend in terms of revenue and it would be fiscally irresponsible to commit to future wage increases at this time. A 3-year contract, according to the city, provides for stability. The City contends the pens~on plan 1S outmoded and Reeds \\lork. It observes it took four months of negotiation to make minor pension plan changes. This ~s because the City ~ must have agreement of all four unions on pension changes or 2/ submit the matter to a referendum. 21 ..'. " ".::-::-:.':'..,.,.~"- ....' i I " ''',: .:~J.t'i~.{:~{lj~~1~!~::~.:'~'~t~~~~(~:,~\{;i'~~~~.'.';r'~i~~~.::"n>!:.' .::'., "'. . ",.... ,,''''r''' >, -': ..,',>, .. ':.,::.1- :'~"; "~'~~""~J/::~:~~":~', ., :..-.' , , . .'Y;\i;::~,,)"~;~~~:';:~~:~~~~::j~~~~t~Jt;t:wt#~?; i. '~ .. ! ~. {' ! ;. ,. t i: J' , " ",:-.,,,. '::,i:".. ;:~)~;!i'f~'\\i~:[;i~~t1i:;~,J;~)~~f.j'. ." \ ,,' .,:: J: J.' .-~:l~..:~~~ ~~}<{;v-:::Mf~:~~':;!:i~~Jc~~{~ , ',,' ~ . .., I~." (.,';.; " '. '>:\,:, " "? " 'l""(';':";, .'. '- .,:. ~ " I Gin/;i?t.., .' a I ',.', ...... ,.,' ., .. 1 ,'~ ~ll,:.: 'l,~\I.!l t 1 ~ ,,~"I.: ~ ", "\..\;'t..,,.~~, '.'J · ;:i:;~;~;~\f:~'; , · .. \"'-:~:!~ ~1;".<?!':,H~I:~'11,.,'~:,r~f . . ~ ':",:' ,. '~ .. .- ~. --'- \. . c...~_._. . . . __.:.._....~.--.---'\_~\"""".'~,~ ~....;~...i...~,.,;:...',......."'.............;~.~__.... :\,~.,. __..",>~.. _. '_>0 .._.. ~_;do.."..._~...t.."'",,,,,,,,,,,,,,,,,,,,,~,':'., :.._':'.~ ,c~~..:. ~~_"L:;.;~:.::::..'.:~,~~e:;.:'t' also asserts this has created morale problems It notes that several employees from other bargaining units have used the grievance process to claim that they should be charged sick leave for injuries. The City asserts there is no ulterior motive concerning the proposed.change It is being sought in all .four call ect i ve bargaining agreements to be consistent and such clarity will benexit the parties. Union: The Union objects and disputes the City's assertion that present language has been confusing. The Union believes the proposed change will accomplish nothing. It says it will confuse employees. Discussion The absence of specific instances by the City setting forth "chapter and verse," as opposed to general comments on where the current language has presented a problem compels me to recommend against this change. Recommendation All refe~ences to the words "sick leave" in the expired contract shall continue in the new agreement. l' () . ~ L)?;-?\ .i CHARLES H. FROST ~ 2. '5') I~'i 1 23 ',~ ," "'... , ~",' " .... . ,,^, "... "I'~' It ~ ",~,,:,\'~~~":"'- - '\ ", " . . :,..~.,:..;:>, 'I'~~: ;': ~',~:,'-:,.,'(I~': :~;::.:~~~~~." :.' " ,< " 'i ~ " ,,', ;':'.:\ .,. ~~'" ',,'. " I,,:: 'I' :t.:' .., ,. _.1.- ~.~____....._..:...~.._ ........._~ '..' 711/1,,,,,,,; ".- ~';.:. . ',.' ','.- , , .. } ",";' ,'.} :,' ,{ ". ....... "~ '., , '.' .. .,...... .- "'-..... .. .. EXHIBITS The following exhibits were introduced: JOINT: 1 Applicable Collective Bargaining Agreement 2 List of Issues Submitted 3 Issues Not at Impasse 4 Impasse items which stipulated language 5 city's Proposals for Resolution 6 Union's Proposals for Resolution BY THE CITY: 1 Composite B pages: Property value, percent change from previous year; general fund, revenue sources comparison; net operating expenditures; general fund expenditures by major type; payroll projection and cost analysis, IAFF Union negotiations; comparison between Consumer Price Index increases and IAFF across the board increases; cumulative percentage increase for Consumer Price Index and IAFF economic adjustments 2 Composite 3 pages: Fire salaries f~r local Florida jurisdictions; Fire salaries for cities with populations from 60,000 to 170,000 (cities of similar size); fire salaries for.Florida jurisdictions 3 Composite 3 pages: Number of days (when) 1 or more fire line personnel were not on duty due to vacation, etc_; number of days (when) 1 or more fire line personnel were not on duty due to illness; number of Fire Department line personnel on duty from November 11, 1989 to November 18, 1990. BY THE UNION: 1 Performance Evaluation Form, Fire Lieutenant 2 Performance Evaluation Form, Firefighter 24 --~-'-. '. ......~, .". ,- , A"4~W1;\~~~tt'(~'%5i'!f~vtw"":~'":"",, " ,,", ""', -:-1\ - ,," :,.'; :', ...: ,',I "1,' ~, "",,' .=!h "," "",,"',1.... , ~ "/ , f .!' '1, :i". .. organizations and the public employer. The factors, among ./ ~. . k \(;;, ~~~ ?;:, j~~ "l' . ., ,~_....._,__~_~ .<<,.... _....._u............._._.... ~ ~. . APPENDI'X 1 Excerpt Section 447.405, Florida Statutes. Factors to be Considered by the Special Master The Special Master shall conduct the hearings and render his decision with the objective a prompt, peaceful and just settlement of disputes between the public employee others, to be given weight by the Special Master in arriving at'a decision shall include: 1 . Comparison of the annual 1ncome of employment of the public employees 1n question with the annual income of 'employment maintained for the same or similar work of employees exhibiting like or similar skills under the same or similar working conditions in the local operating area involved. 2 . Comparison of the annual income of employment of the public employees in similar public employee governmental bodies of comparable size within the State of Florida. 3 . The interest and welfare of the public. 4. Comparison of peculiarities of employment in regard to' other trades or professions, specifically with respect to 25 ..~ . " -,''', , :~~.,'''r. \ , " ~f1~~\~'~~""4:~0~f{~Zr\~{;t~,~r2;~Y:'f~'{;~ti\";~;)'" "1'Y\1.f.~'W~4VE;'f;;"'"";'H"';:W";..'''\i;'}i;f~;::' : ":;>'::t:;> ';'1;~i~~f:~"~1!:''.~;''t~;~':-^~!;f>;~~~.,r~~~'~;:;~11~~~~'?1~?fii~;. .. -, .~", " \', '.: ':,: . ",\..... " '::-. ~i!\." :..." .:', .:~:~".. :.~, ' ':' .:t?~!~~.'~~::1~~~:''''!;'J~<i\"~'~f~;ir~;~ff::~,1i\~~r~~m~~j!:~~~~~.., ':":'--, "'J, , ".,' . '!'. 'h'.... .,1 ,~,'>. ':;,.':' ,~:~. .1"'-.'::' i,r\;'I~::;tj:~.:~~;.;:;i'~'7(.:d~"'~~5~t ,(~:~~r~'~~ " ~ '. , .",:,,:, ., .1,' ,(;:,:i,;ct:~,~1h.\;:i;~):, ~ \: : .:,: .",- , ' "':, ,... . .'. ~ . '1.. ",":: ~ ,:, :', ~,~f~~:';:!' ...~ ,:\;':i:.:;~r::~::;~~.)/~;:';'..: " ;'j ;.,~':~';\'.o,";',:7:>>"'" ~ ;>:{':::",:f~::>;~':~'l' v"'.:.',' . "", ",' '\0,.. "':". ..' ..,.. ,'.. ','! .. !... ... " ~"' , ,...,: , . I. I '.' ., "G7f"'"'' -,' , ~ .,J l~:.')fi);:\;;';.~~lti \.t ;r,':"~'1 . . "';~:W'!~;f:~~; , ., ",' ,,-;" ~', ... , "J j' ";. ., . . . ,qt~'f~~,.'./n."~'._'.:'___.",,,,~,__,_,,, , . ~" . ARTICLE 11 Waqes The City rejects the Special Master's recommendation with regard to the wage increase and effective date of such increase, but accepts the Special Master's recommendation with re9'ard to no implementation of a pay-for-performance system. The reason for the City's rejection is that the Wage increase is inappropriate both under the present circumstances and the circumstances as they existed at the time of hearing. ARTIC1~ 12. SEC~ION 1.b Personnel Practices The City acceDts the Special Master's recommendation that the Article regarding leadworkers remain as is currently written in the expired collective bargaining agreement. ARTICLE 12. SEC~ION 1.G(1) Assianment Pay The City acceDts the Special Master's recommendation that Article 12, Section 1.G(1) regarding assignment pay should remain as written in the expired collective bargaining agreement. ARTICLE 12. SECTION 6 Sick Leave The City accepts the Special Master's recommendation that those hired after October 1, 1990, be allowed to accrue 2912 hours --of sick leave. To the extent that the Special Master's . . . Yeco~endation seems to negate the parties' agreements as to the ,- remaining - portions of this section by recommending a return to existing language, the City rejects that recommendation. 2 ~- ---- " ":'~c:jiG?i"t:~:~;~&,~::'r\'~"".." -,' ,,:!\ ,4.;..':,"" .~""'I,r:.'" " 'I }. .'" "',j "\:. . . ',\,:;~~;;;;.r'" :', ''"'~,~:.' ,! \ '.~ " :' ... .'. .:..; .'::':"ll~~I;";~i'Y'lf . ":71V\'f:'f:1i(J:~~.:;x\~i ';', ' ,1. tl~, I .~,\~.:...~.:...\,~jA,~1o"';"'" ,.::i.H, j1i~{~~~ji . ~ . "! ...,\ :;E::.'~~t ~i.(;;t~~L '. "j;':~t'z~f~I~.f'" ,}'-, '.' .,\:'~, > ' ;' : . ~'. ), \" ' j..,'. " : ",-' .., I' '/ ~..{ ., { .' !.;/~.:::;; /'!" \,: .. . > < . ,,", .__.~,~ -. ~-~""---"___---...l.-"~,,,~ lo.. . ., ..' '," " ': ~!;]i)i~;1~~t\~~:ijri~;lt~ . . , ARTICLE 18 Paramedic The City accepts the Special Master's recommendation that the language not be changed to show lead paramedic as a job classification rather than an assignment. ARTICLE 18. SECTION 5 EMT Traininq The City accepts the Special Master's recommendation that Article 18, Section S.B be amended to include the language "additional certification as required by the pinellas County EMS System" within the collective bargaining agreement. ARTICLE 18. SECTION S.C Paramedic Traininq The City accepts the Special Master's recommendation that the language in Article 18, Section 5.C remain as is written in the expired collective bargaining agreement. ARTICLE 26 Entire Aqreement The City rejects the Special Master's recommendation for a two (2) year contract retroactive to October 1, 1990, with a reopener on wages and pension on the basis that since the City cannot impose a two (2) year contract and the IAFF has indicated that it plans to reject this provision, it is futile for the City to oppose the IAFF - on this issue. The City opposes retroactivity on the basis that it acts as a .disincentive for speedy negotiations and that it is_not warranted under the facts of this particular case. 3 _.....~,~ . ,<I 't. ~ , .:~~!. ," , "':~ .~' ....",. .': ~;::1:)Yft~))~~:;0::':<}1~:i:f":Y~~~tc':~t-:::Zl\;%:1~~r;.'~[;~~~, '. \'. .',:... ''lo',/ ,..~" " ,>, :" ~'~ ~ ."'" \A' " : ::,', ~ ;'.- ,.. .,:' " ':.r' " , ~,. ;, : ,,,O~""'" . .,.~ .. .... . . . ,9' '....,. ...,!> " ..... ,."1,' , ,'., ~ . . .. j" :/ t, /', t ,HorS! . t;.()..... :,' ,~. " .,:. j'.',.. , :.',.:\'~, 'Lo.,~r. ~'.I f '.~h~;f.1}~';\t.r;. ,,"~'., \}F:;~\\. ':'; '. " . ,::'i '/:':/:',,: <:Y~:.B:lf?i;,\: . I' ~/'J ".""~(')'1t'l"l~...",..J <t,.tt.~ ..tf " ,.' , f, ,'", ~,., t\.. '...., '-1" (,,-}~:.?,_:l!'::.'!ht~;,~~/5"'^r:,:{1': I' i_......~,.. ,:':." t 'i;: :",:,,~"-i'~ ~ .. '.~''''i',l...^t"'' ....., 1 +..,., ,Jr", l + f '. '.., ., ,,~::....:, 1; ~~"..,>t= .' ~~?;'::;;~H~5~{W';:l~~i~t~f!i:~.t:, .:,>:"1".,' :--., ,: " .. '.,' ,~ ;~.l ;~;J:~,'~~..~~rl~r';:7-)': ~~/~\'r:. ~~ . ~,~~? ,,-.'; :" t.....~.: : '.'1'/,;'; "l":~. ~;J' r....{~! t.~.:~' :.1),.'; .. I ':.' , :;.;-~ . I;, . '. 'I.: ;-,('1\:-..1 ~'~'~~'l"i-'"-,;,::.;';r.'.,':.'i:' ,I'. ..." , "., .,.,. /'::~:gf~~{~~~i~~~~&~~~~;!i:;:D\::~'! " ',.!...'''' .., O{"<;s.'.\r"'/"'\"~ ...'"..",.-1-, , "'..,' ~:i!i~r;j~" .,~i:~jr~~i; .~'...l ".lo~t' "',", ^'" ,. . . ~, ~ ,. 'j'" ~. :', . . " ~g~~~~j~f~1~j[l~tf;f;~~lt : t}.;\' tl f '.... tJ .~;..~..r_t,)~~. .t~...l.,., r H ,. / "..' f\ .. I 1~~ .,Y:}3;' j: <t ;t, ,.:~ <!.:.~_._--,- --- _ _' _., .,...,~ _,....._....:....-....l. ~~A.............._._....'...,,_~._. __._...,...._.._.h'~' " ARTICLE 27 Duration'" The City rejects the Special Master's recommendation for a two (2) year agreement for the reasons previously given. Sick/Injury Leave Changes The City acceDts the Special Master's recommendation that the words "sick leave" shall remain in the new collective bargaining agreement. STIPULATED LANGUAGE: The City reaffirms its agreement with tile IAFF that the City commission is vested with the authority to impose those articles to which the parties have agreed are at impasse but to which they have stipulated as to the appropriate language to be imposed. Wherefore, having specifically responded to those issues at impasse, the City does hereby urge the City Commission to expeditiously convene a public hearing to resolve these iss~es in such fashion as it deems to be in the best interest of all concerned. Respectfully s~bmitted, ~U~'-I;:' C' <.Jl~'if;, ISON C. THOMPSON, J~ J/ Florida Bar No. 0081024 THOMPSON, SIZEMORE & GONZALEZ Post Office Bo~ 639 Tampa, Florida 33601 (813) 273-0050 Attorney for Ron Rabun, City Manager 2 While the City 27 for clarity, together. the Special Master separates its discussion of Articles actually addressed these 26 and issues .. -t. ... ,~,.. ~.,. ........... '.. "'''"';\ ,.' _,", ..;;,,,'......t ~:: : ,: . .\,..', , .' ,. :~: ,1' "'~""" 'I.""''''.',.. thk .....~..:,+~..4 .~~~~, ',' ~1!'i'~~~",,"'~;J1~\.s. %:~li;~.\~~" rf~',1f~~ '~':"r'\~ ,..:i),..'r.l-~..:':'f""~~~~~~~r:!~'.;; .., i,:1 '~'.;s:: ..~:~~:)>:: ...:/:~~ ,.'" ,;'.,. ;:f:!,.~~~::q~r~'X:/:~\i/i~~~'" (' . v. ":<. .' . t-' ';'~,:' .;...~,>':.,. , i" .'.!' ..'.. ... . ",', ,r...'.,.:' . t \ \ , ~,; " , I ~ ~ . ,( iF : ' ~<. ..i" .\ ., 1~__~~-....--_..--...__~""t..6....__..':..-~.......-..-...:....-....;... ,I' "",.1' ,'. " ..' :.'"/- ,'; ~ ~~' CERTIFICATE OF SERVICE I HEREBY CERTIFY that a true and correct copy of the I Jj--PA day of foregoing has been furnished by u.s. Mail on this February, 1991 to Public Employees Relations commission, 2586 Seagate Drive, Suite 100, Tallahassee, Florida 32399 and Cary Singletary, Esquire, Singletary & Singletary, 315 Madison Street, Suite 500, Tampa, Florida 33602. ~~ orney c- .$'t?Vu.~"';1) -' 5 .4~ "r,.,',~... '''_'~ If'~''''''''~T''''''IA"i. f."t;':';,;-"j-:t'-~J:t....,.:....;.......;"...,..:.. :i.;:~I..-n".'lo,j~,~, ~. "-':"",!""JJ,;':":'\'~""""'_'" ,-.'; r-.: ! J , I '\ ~1~~~:~r''':~;C':f.~SDpt~{C~.~:1:::~'5.'~~:~;::>;\' ':1~":'.;i~t:'. "',. , ":'\Y:?:?~i'~, {~~~.:1<'~; i'!') 'C~'tt;~~iq~;'f'ipr;{;;~;i:):r~~~~~~i~:i,,(i'~~f~ 1!"~'~~~i' , . '<!;J!l~~lvff~i~r:~?'?;j;::~~::'~:~~.:r::.T:7:i;."\.:';~f'~1'\ ;lr:~.'.'{.., ,.,.,.. ..!.i;~,\:.,\,.t:\?"i;)~,,;;""i!:..': ';~'if;:1!;~'t;~:fF:ir~'(~~.:~~!!~..)>, 1\:;;:l~.<;'-mt'.)::'~~~~1-~: " ,.....l.~' , , > "..\ ' ',0: '\ .:~ '. ,.~' ~.~ ~ ':: '1~,...'...,.' i" ..'. f' .~~" '~ .:~: J;';"., , " ' .\ ...:..~";,,,~ ::: .1, ~', {.;. ~'. . ' !,-",~\..,,~,'fI" , . " , ., > ,;:::;}~~::i'f.j<,-:;:- ::'~:~~~.'~~?~:'~}9i{j~:IJG~~r ...' ~\~T~!~;f:?tt~~~:r;~'):(,'.~~~~~g,,:,:::t.r;>1!:'~~Pt'!;'~t':";;:6{;'!~:'~;1i.)(~,""!{~:?'!:;';:':~''";~'i}::.:":. r:\~;.<;' ;:;;:;\:~Y~.',:;jr-~;;c~., ~.:':';::?(\~01('~i'O'~it:~!f{~~i*.~~1':~'f-[i;:.r~~:~:k~~:I~~;~~"'1:~~~~~~it~~~~~~.'~.. . ... .::.' ',. ,{, .1 ;'. ,.r ", \ ~ '... .' ~ ~:.fl. :".,' ;1.' ! , . . \ . ;~.,:.~'\;~t~~: '~ .,:, <'.:'.) , ,\.,....... ,1..,;-,> ,:; i ',0' .". 1. :1. .. 'T:.': {'~f\';:?t&:P'i~~~iI1!~j,~t.'":~\'f!. ..' ," {';j,:'::' .- , :.. ,. , ,. . ...:' , .. .~ ..:,' .. ~ :>' .' "ij,;!A-";j~'.,i!;'. ';~ '<.~'\\'~t.~~'\~, ;~-'_"'I1";)I~~,'d,Pt1'f,;, :~~"y~-.,~,~",~(,~~t~~'~....~q; ,~J. ";'. ,,'i"'-:'~.i;,'_:~" '. ~/_ f\ .~\ ,..:)'~{l!~ :":~"'" '...j/::":): :~:::~~((:"" J \'1 .,;' "" /t . ~~.--: , , . , , .._,......~, ...._~.____.........___,_~ .~'....,. _._ ___~___.w_._ ",_,,,,,,,,____ ____.._~__ ______ _ __ ., CONCLUSION The foregoing represents the rejection of the Special Master.s recommendations by the Union. CERTI8CATE OF SERVICE I HEREBY certify that a true copy has been sent by U.S. Mail to The Public Employee Relations Commission at the Kroger Executive Center. Turner Building. Room 100, 2586 Seagate Drive, Tallahassee. Florida 32399-2171. and by U.S. Mail to Mr. Tommy Thompson, Thompson, Sizemore and Gon~al~~. P.A.. at 109 North Brush Street. Suite 200, Tampa, Florida 33602, on this p ~ day of February, 1991. CARY IN L 'A Y, ATIORNEY FOR THE U 315 .~ast Madison Street Suite 500 Tampa, Florida 33602 (813) 229-0191 (813) 223-7742 Office Fax 6 -,~r.!".:;..~t~ .--':"" , ',' f ";." ,:;"" . ~ , .... ----,.... ; ,,!.o',.....,.. 0"'. ..: ~ . ' \, ". '''.\' .~. . ,"j" "'~:;~?;~(";~"'i~!!i' ;'t'.~~~:lr,!/);~;iT..'~~(;""':'~~~~:~~.:~~~~~~~"~'{~l\\1....~~''''''~,'..~,.,},....:i;.,l;:t;r(f.i"~r'~~,~;~:~1;,,,~,:.f~~rf!;~~", {?~~~~~~~:;1.~\~'~:~~:;'~i:Wf:~Plr1:,'~:t!i~1(;'."i/\:j~t";)f:'::;.~~'~';'':?'\!;:''~:'i?'<'"~:'r\'htl.~;~'''''~:.'?~'''\' ,.;;~!!;,.,:,'+'p"";/;' . . .. .. .. .... .... ... ....... . . . u. ..' ',"' , ';'" ~'. ,'.\ " ~ ~ ^,} -,..,'1'. J....'j,:. , ' ,:-'0. -~ ' " I' \ '.,' , . ..' . .,' . ,I i'. V' ':j. , .:," ;',' I.., ... ',., .~ " ., ..: ...L'__.-:":_.::_"~"""""",,,<u""""'>"""",,,~,,,_,_,_.~___ __ -_.:._--....o...-~--:.::.:.._C:~~. ::. ,~; Number of Fire Department Line EXHIBIT Personnel on 7 Duty from 11/19/89 to 11/18/90 70 65 60 50 N u m b 9 40 r 0 f D 30 a y s 20 10 o 36. 37. 38* 39* 40* 41- 42- 43* *Number on Duty 44* 45* 46- 47* Moo-. ~. , ., ,..." ............>:;..' 't'j ,...tH-. ~,.~~,;,~.. ---''''.''''''~''';'~Jw'.h..-'I''t: t!'-"'~"!o...-;:~~~~., - _.,.,:.,\:.'~h"""',"I"'_.' " . / ) " ',~ !:, ",,~'''' :r- 'I ,', . ,J, " .. "\ ~ < ...' .1'" I.. 't:, ~ ~"...'-~. -- ~ ,., "~'7.'i~ ~1"""'~1 " '~~.'l'WCt~~."...., FIRE SALARIES FOR CITIES WITH POPULATIONS FROM 60,000 TO 170,000 CITIES OF SIMILAR: SIZE (Prepared November ~O, 1990) I City! Pop. Firefighter Firefighter % Paramedic ,Paramedic % Fire Lt :Fire Lt. % County Minimum Maximum Minimum Maximum Minimum IMaximum Ft. Lauderdale 170000 25 Oct. 1990 25708 32547 2.5 26358 33197 Bi 34869 38413 2.5 Miami Beach 98621 26316 37041 27631 38893 5% 41230 47707 Oct. 1990 Still Neeotiatioe Still Neszotiatinsz Hialeah 170000 10 0 Oct. 1990 25220 38428 0 27742 A2270 % 38012 46280 Hollywood 125000 24374 32664 28030. 37563 15 29521 39561 OCt. 1990 Still' N e20tiatinsz % Still Negotiatinsz Orlando 160000 30 Oct. 1990 22875 30655 5 25875 33655 00 29194 37261 6 vr Clearwater 101,000 21607 30542 24848 35123 15 30484 37170 Prooosed 21931 31000 1.5 25220 35650 % 30941 37727 1.5 Gainesv ille 89000 19923 26077 21123 27277 10 28077 31026 Oct. 1990 Still Negotiating 0/ Still Negotiating mo Tallahassee 130000 No Match Oct. 1990 19528 26919 5.5 28444 32182 5.5 Daytona Beach 63000 15 Oct. 1990 19136 26853 3 22006 30880 % 23192 36005 3 Lakeland 76,000 Oct. 1990 19032 26770 2 No Match 23130 32531 2 Largo"'** 70000 18869 28252 0 21694 32490 29469 34127 0 Pensacola 70000 17628 24570 No Match 20306 28340 Oct. 1990 Still Nesrotiatinll I : 1\ Still : I Neszotiatinsz AVERAGE 21691 30070 2.6 25057 34528 29585 36675 2.7 .....No general wage increase; added top step. NUMBER~ IN BOLD USED IN A VERA<JES. " i. i I . I I ' I I . I .... " '" " , '\..; 1. " 1,-\'" , ',.. ;J:';;\ ...;,... . ~,. ':... .:,'';::''Y,.:.:":' .. <:.. ..;. . ....; .,' -:..:. . ... ,;.~ ,;~:'-: ... '.., :':.'/:-' ..... . /:' ,i:.;,.i....:;:.. . ;::\, ';C'. ;.: .'f':c"." .;'::'::':/r~. .. N1i.~iji>:. . ~: . ~~~~J ~""..;,' '~~l~':. " \~ ; , r f ,~ { } . .~.,: r. ;.~,) ";:, \'>/ ~~"_' ~~(,\ 'J:', .,. ,;;0:: ~;( cr.:. I.;.. ;t'.....'... <; (:......i.. ,;.. , ... r.1....i. :.<. .., '. .,. ~~.;~ "i;,.: ::):<:,.:,;, :' '.: . .,' .<.,,;~" ;';::.,,\.< '. ..' . .:,:} .,' :; ':., , '.2~: ;}~f ),:;'; :;:;{; ~...i .<,: .' :i\.'>.\.,',::." .' , <;f:;'.>::,/>. ':...1 .... .,: ..." '" ' .f . ..:tL: '..F/'i!~' ,.:.;. I . .. ,:....'.:.,.. ,;.. . '. \ "-<:' '.,' :;\,~., /"", ~, - . .... .. '.1. .' ;., .., ',', <; 'f,,' :"',:, '. ',' ',: I ". '.' , , ' ~,,: ~~, ;, I" ~, : .. \' !. , I I ,. I I .:f , .: .., .~' ; ". .. . '.:, I . ~. ", -1> t. . '.. . , I , ~:;" ' , : .' . ',' . .,,1" ,..", ., " ~ , ',' . . . '. , I ~ ..' 1:, -' .' j .:.../'{. t " " 'I 'j " ,';.' .......... .....--_....--....----- ., :;-. ,'.,' i .1, " 1< "I.,., .' ..,. ,.\\;,::,1 ,l..:.,.;'.:.:':, ':'J r ~:'.:':;~:~'r(r;....: '\;.1," .,1., J. ,? , f,'" '~!'. ~ ~ ~ ~'<', ., . .' ~ . " ./,i,~.." ;,:. r l~ z~:i);~~i~~(~;l ]~~~ if}!.; ")~i ft\ f--- j ~". . ! , C ityl County Pt. Lauderdale Oct. 1990 Miami Bench Oct. 1990 Hialeah Oct. 1990 Hollywood Oct. 1990 Tampa Oct. 1990 ADril 1991 Orlando Oct. 1990 Clearwater Pinellas Park'" Oct 1990 Dunedin Oct. 1990 Gainesville Oct. 1990 St. Petersburg Oct. 1990 Tallahassee Oct. 1990 Daytona Beach Oct. 1990 Lakeland Oct. 1990 Largo. .$ '"'1:-1'", , Pop. ,170000 , 98621 170000 125000 277000 160000 . , .. ~ ..~ . r "'\ : ~ ~. ~"'-'''Olil~'f'1'''' ~ -', f'" . , ,. .~;;.',:;.:>;~ , . . .'. .'. . ..,\^ . .,... ...<, ,:..'. ..;...."., :., ./:.:,,;.'> ';.>,: :.:;;,.;;.:':';[ '.'j >"\.\}.:';::...,,. (;:\~< .",.c.. :., .';;'. :c, , .. .. ..":. \, :c;,: .:,.::, :,. ,', ... ..... ~.".:,:/;;<..::}:i: . '.:.; .. .. .:i ,. . ::.:; ':? :;~ >;......' I'"~ .. . ::<>'.-'..'>/i :':;> .. ........ ". :.:::"~::.:<:: (<,\ " . .. " ':', ",' ;' '>,~+.~ <:.' i;.f::,.t~::,tl ,',._1 L' . ':...:-:.:. ,'. ,...; :.<, .H : :j,,:":' .j I.....",::,. ;)..'-:,','i; ~~,!:'!l;:' .. ...'.., ..:'-.. . ,.";'". .'.; ;:\+.' :...'..;' .'....,., '. . ::.:?'/:'....':'.~... :'.: '." .... ..:'t';: ..' ' '.;'.;:;:': ,H}i/:, '" "'.'i.' :,.:.'J.: ., ...; .,: ..:>'::: ii<:", ; ~:,.."...;.::...,,::.. . "..,.; ..,,"';'.:,. , j ,"" " " J '. " ~; , , ., " , ~: I" ;' ..'i~>.::'i, '.. 1J'~'::';C",~ 'y ;\.. ., '<,,",1:":' ,. . ".; ." ,:.j';,;:.:~.;",. . .:::,::'.~i?~;,.'" (Prepared Firefighter Firefigtlter % Minimum Maximum November Paramedic Minimum 25708 26316 Still 25220 24314 Still 22389 23281 22875 101,000 21607 Prooosed 21931 45000 37000 89000 243000 130000 63000 76.000 70000 ~. ~~:. ..,... '. ..... ...'~: .. .'.,':" ... .-'. ,... ')'!:."'.' "."'. ... '...'::.-ft":~.:' ;;-.,; ";."'r .;.;,,;:> -:.,...",...:.,: .;;,., .ic'i:. . ': .', l ,...';';,,{ " ',., ., 32547 37041 Nell:otia tin\! 38428 0 32664 Ne~otiatinll: 28743 31231 30655 30542 31000 29236 27965 4 26077 Negotiating 21165 Ne2otiatin~ 26919 26853 26770 2.5 2b 358 27631 27742 28030 "'... 26715 27797 5 25875 '...'\< , ~',t .c . ". ': .".,' , .,1.,,7;...:. ...' . ..,.....;...'l'......),f,ri.!,~, . . " ..:~J(~':::",::':.;,~::..?~~':," . .~ : :':~;:>.:::J;~ ~'::;::.P::.f.hJ~?~\~,):}',~: .... FIRE SALARIES FOR FLORIDA JURISDICTIONS 18869 28Z52 0 21694 I 32490 29469 Hillsborough Co 779000 I ' Oct. 1990 187 32 2 69 7 9 17 7 00 I Z 656 1 I No : Pensacola 70000 11628 24570 I 20306 I Oct. 1990 Still Neszotiatin2 No Match I Still I AVERAGE I 21259 29429 2.7 24288 I 33424 29036 I *No general wage increase; variable merit system on anniversary date; tdp of range was increased. I ..Combinad increase for year is just below 5%. ....No generall wage increase; a1ded top step! NUMBERS IN BOLD USED IN AVERAGES. I,! " 'i:" -........,~....I".""l<'A'l:. ':- ,'" , 7" ~ I. I j " 20675 20031 19923 Still 19717 Still 19528 19136 19032 ...- -.--:;, 24848 1.5 25220 o 23354 No Match 21123 23233 No Match 5.5 3 22006 2 No Match 19, 1990) Paramedic 'Maximum % Fire Lt Minimum I I 33197 38893 25 I Bi 34869 50/0 41230 Still 10 % 38012 15 29521 % Still No Match 42210 37563 33151 34476 33655 30 00 2 9 1 94 vr 15 30484 0/0 30941 Z4256 35123 35650 33080 27271 26511 10 28077 o I Still mo 32073 30243 Still 30880 15 % 28444 23192 23130 --,.._- ", Fire Lt. 0/0 Max.imum I 38413 2.5 '47707 , Negotilltin2 o 46180 39561 NelZotiatinlZ 37261 6 37170 37727 1.5 34303 0 37198 4 31026 Negotiating 33578 NellotiatinJl 32181 36005 32531 34127 5.5 3 2 o Match 28340 N cJtotiatln2 36322 2.8 .. .. '\ ':t' ,,~ I\.~':,:: :t.; '.,,- , r . . ... . ',.'! .' '~,' .. ,.. ....'l. ., " . · i J: ! , i~ ~I-' ,.! ,~ i\ ;. ., . "" ~ I. ~ <t ~ r :~ , ,..;:1 ~ '1 .~ ,., ".,.j 'If!" ,~ .. 1 :":".' ;~~ Ilr~ , ,. " , '"~. ,.... .. ~~: <I '. ., " , I '; .. "', .< '.,'.' ,~~';~(~ , ..,I :'~r :~: j" '~J'.,~ !:'c<:'): :-:~~:.~:::::~..;:, ;' ,~~}:':' " .':~ './.\j'. . ~r. _ , '~. , ", 1',." //,.,:.:..,. " -, .., .,. 'I .> 1 'I "; '..~ .~/ . , . \ \", " .~ }' ,~ 1 ,,{. .' ,~l' --....:,..' \' -,...:.... ~-, EXllIEIT 9 COMPARISON BETWEEN CPIINCREASES AND IAFF ACROSS-THE-BOARD INCREAses Percent IAFF Percent OCTOBER Percent Cumulative Percent Cumulative Year CPI* Increase Increase Increase Inc rease 1982 294.1 1983 302.6 2.900/0 8.000/0 1984 315.3 4.200/0 7.100/0 5.000/0 13.000/0 1985 325.5 3.240/0 10.340/0 5.000/0 18.000/0 1986 330.5 1.540/0 11 .880/0 5.000/0 23.000/0 1987 345.3 4.48% 16.360/0 5.000/0 28.000/0 1988 360.1 4.29Ot'o 20.650/0 5.000/0 33.000/0 1989 376.2 4.47Ot'o 25.120/0 5.000/0 38.000/0 1990 400.0 6.330/0 31 .450/0 1.500/0 39.500/0 '" *CPI figures from the publication The Consumer Price Index published by the U.S. Dept. of Labor, Bureau of Labor Statistics (U.S. All Urban Consumers. CPI-U. Base yr. 1967=100) "I....r:">:--.~..t~ -~..;:. -'",~""..t""'""""".' f,' .~t', ,,:,1. '.I"-.,.,,~---. '." ", ~~.. , (. '\ .. ':r.'''~ '. ) ; , . '; ';-,,~ :'" :.. ." :" " ,:' ',!,,": '~' "', . . . ,> "~l:,:~~.~,'\.; ~?f.;r:"~- ~.J: '':-~~''~ . ..i..' , '~ ',-"~" .', . < :f(.' ;;..,:p", ~ /".!~~,~r:'?;'~:~~::ll::\r:.~4~'. ",.;1:, '~'.'\r .~ I.' . ,', ,.: .':;~~~/r~':I:~~1~~J;~'~:';':~':;:,~~f~~ :;:~';':""~'~~Y' .,.. " . '. c .. .."rl+~~f.,""il;,(::tiJ)~~~j'''~~'?1~fi:''''\J~ . .;.". "..( ': ' . , ....":\;::.:"'.;.,; .,.t;~~~i'~~~.~~;~.~~:~'; . " :.!;<. ," ,<':.,' , '1":-" ; ','. ,. .. . >'\. ':,' : (. !' , ; . I, : I, ,t :', ;:'n~~,i,i',r;~:::;j, ~ ~~~"~="""'" '"'' , ~fi';:i'f!:!if,'~')^:;,t;rr~jJ:i .' '. j :\(..."..."',.....,..,, IH.J ...... .~ ',"- ... .. ,',,,'" ~"'.~ .. ,'~ "':.IV (. '. , o III, UNION'S RECOMMENDATIONS FOR SETTLING THE DISPUTED IMPASSE ISSUES The Union makes the following recommendations for settling the disputed Impasse issues: 1. Article 9. Section 5 (Holidays) In regard to Article 9 of the collective bargaining agreement, proposals for changes were made by the City in all five sections. The Union agreed to all changes proposed by the City. The Union proposed one change to Section 5 which would change the wording of one sentence to read as follows: All requests for personal leave time must comply with all the criteria pertaining to vacation selection process, except that one additional employee may be permitted to use a 4-hour personal leave time period. CD,. ..' .....r , .," The purpose of the Union's proposed change to Article 9, Section 5, Is to accomplish the needs of employees to have one additional person potentially off for a 4- hour personal leave time. The reason why employees need time off in four hour Increments is that the normal workshift of a firefighter is a 24 hour period. In the event that the firefighter needs off for a short period of time to attend to a personal matter, family illness or to attend a class at a college or university, he does not need the entire 24 hour. The City has long recognized the prudence of permitting such abbreviated times off. It results in a benefit to both the employee and the City. Specifically, the employee can have off a short period of time to accomplish a necessary task without disruption of the City's scheduling for a full 24 hour shift. " Presently, if all positions were manned, there would be 50 employees per shift. 5 ......'P~___., '/-,t .... , , ( \...;p-.,....., " "'.'.. . .;,: :~,\~ ': . ... .. .' '-,1 .. . : (."':1::/' );;!\\r';,,':r~/;;"~<~'ffl. .. ;:';~~t'~~l~~~~tW(~;~~~i~;"~'~G:~ .' ; ~ " '. ;';1 'l ' , Jr.}' ~ -. : ' ~,. ..,<".,,""" .: 'T ';(j : ',: ,. ~ " , .' 1 ." '1' '. ' >'r, . ;:)t'~'i::::'i;;:l~~"f>='~~=''''"'C''''~ ,. .J. '. .,,"'. '. ., 1'.. ,~:,'~>!.:.n.::;:;;:'r,:r.:." .,' , ", ..' \ ' '., i ' . >::~ ..;~:.:: '~/,:;:) ~/,;/\~.>"~: ",:.: '. ,. ..1 ."-:: .'.' , .:'. '.: ' \.,1" ,0 ..."'.. ' "":,, v,, ~ .f?~,\;".;.t\.':"l .. ~ t",} ~ '\' , ,I:,. .,"'V'.. ...., 1,.'. ," ."'" ,..., ,','".', ."" ;.' ,-"""""".",:~,,; ":~~-~~=~-r;filr~i~ll~f&;i~~$~:, f..' .,..,..:t\v~"r.. !i;~l\l~~: This would assume that no one was sick and no one was on vacation or on any other leave. The City sets as a goal to have 42 employees on duty on each shift. The City presently permits two employees to be off on a four hour block of time. The Union seeks to have an additional employee permitted to be off for a four hour block of time. Of course, no employees can be permitted to be off if the Fire Chief determines that such a request would work a hardship on the department. In other words, the department has the power to disallow any employee to be off depending upon the immediate manning clrcu mstances. In the past, many employees have been given time off to attend a college class or attend to other pressing matters when there are ample employees available to staff the needs of the department. This, fact Is well-exhibited by the City's bar chart showing the number of employees on duty compared to the number of days. (See attachment 1) This bar chart shows that on some occasions there were as few as 36 employees on duty and while on other days there were as many as 47 employees present. This bar chart shows that the department has great flexibility in its manning requirements. Further, the City has a reciprocity agreement with adjoining departments. This agreement provides that if one department needs additional firefighting services which are presently not on duty, the adjacent fire department will provide those back-up services. Accordingly, the City of Clearwater frequently provides seNices to adjoining cities and departments and the reverse is true as well. Accordingly, It can be seen that this proposal would cost the City no economic dollars. This proposal would not permit an employee to automatically take the 4 hour , ., 6 --"n J J ., II \ , ..."." ,",,' .,,~~ : :.-: ~' '" '...[' , ,!"::'::':-,, .:-':;' ::, .....t.. '.' .. ,'< , ':: y':..~.,~:~;\ c-~~:.:.r~i?f~~;~ ~. ~'~::::. ~~~.,'I '1~ :~~'~',fr~J.!'" .:" \ :. ,'..: :-.," '::,';l:, '. '\"." , . \' ,l~ . ,.,~.,... " ~. . ,,~ ,.' .- ., J '; ~ ~ ", ';. ."r' ,.' - ~, , . . . . ~ , , " . J .,. , . I. ,".,~.,...,.~..l '>,". ~'J-"""'" ,."', .'.~, ' " "" H.... .._H .. ...... '" ~,' ~ ~. , . ....." . ..<,::~~~~~0i;'!f~{.., ' .. ......._......~''"~......,._...~.~,,,......tI:l_~ i\l.~~.....\... 'l~~f ,..,; " countered with a proposal for a one and one half percent pay increase for fiscal year o 1989/90, without retroactivity. In regard to the pay increase sought by the Union as an across the board increase, relevant salary figures for other departments was introduced Into evidence as City composite exhibit no. 2 before the Special Master. For the 1989/90 fiscal year, the minimum starting pay for firefighters in Clearwater was $21,607.00 and the maximum pay was $30,542.00. Under the Union's proposal of 6% across the board pay Increases, the minimum starting pay for firefighters would increase to $22,904.00 and the maximum pay would increase to $32,375.00. Under the City's proposal of one and one half percent across the board increases, the minimum pay for a firefighter would be $21,931.00 and the maximum pay would be $31,000.00. Of course, the City is opposing retroactivity for a fiscal year 1990/91 so therefore the real pay increase for that year would be A V substantially less than 1.5%. For paramedics, under the Union's proposal of 6%, the minimum starting pay for paramedics would increase. to $26,339.00 and the maximum would Increase to $37,230.00. Under the City's proposal for paramedics, of one and one half percent across the board increase, the minimum pay would be $25,220.00, and the maximum pay would be $35,650.00. Under the Union's proposed pay increase of 6% for fire lieutenants, the minimum starting pay for fire lieutenants would be $32,313.00 and the maximum would be $39,390.00. Under the City's proposal for fire lieutenants of one and one half percent, the minimum pay would be $30,941.00 and the maximum pay would be $37,727.00. Of 8 r. " ,~~" $1,;- ~.\'r:.:l~~i;':X'I~'fIl~ f;..f,'f'.....'~:';./. '.: ~, J C.;~~:;~f;.~;~;t~;.:;I:.?;~~;~7:;:~;IP. :.:. .,it' " . ' ','j/,);;'.''l;',li,:!''..'r..,'''';,:, ,.';: . 'it? .:;~f~\~~~~~;;?";,r\,':\r . .' . , ''t JI t' \'J,"- . l~ 10' , t. :;~;}!(~I!li'{1;f: .. . ", ./ . .' '. , '.' .' " ,T. . r I :~\,<r ,::.~ " ,;: .- .\.\t/;r. . . '.~"'-""'=''''''''''''''''-'- '""- . .. I. , ,'" ., ,":C: :>(':), .)'.'.,1: ,.....~ ..,. .>.::~:~~'{l\:\}')'l' ;,,:: '".'. .~l ',::'Y. ,~/:"",;':~<,;,(:~':J'~',:':I,<':,".C:', ;." , " ~ '" ,"l" "1" ,t_ "I. . ~.. <..~~:~">.'..." ~.": ..'.~:.....:~"'.:':i. -'. . , . ~ . . . ," (~ \:..;..) ,... -" ..' ."' ,--, .... .. ..1'.. ..... ... . ..... · ....... ..... 07\ o ,;.,.':"...' ',"! '..." ,<'t . ..' ::".,,; ~ ',','-" ' ( , ,;~;, ~'.j~': .' .',..,',..'.: .'1:. . " '., ".,' "', ':.':;,(;' , '," ',..".., ' ' .... "9..... .'... ....,.", " :'..<:.":::' .~ .~. }:"" ~'., " ~ '..' '., ; '" ,: , .':,'-;\ 'I-'...~. ~'.'!,:':. course, the 1.5% pay increase offered by the City would not be effective for the entire fiscal year due to the fact that the City Is opposing retroactivity. Therefore. employees, under the City's proposal, would not get the full benefit of that shift in pay ranges. One of the documents submitted to the Special Master as part of City composite exhibit no. 2 is entitled "Fire Salaries for Ci'tIes with Populations from 60,000 to 170,000". A comparison of the cities contained in that document reveal that if the salary adjustments requested by the Union were granted, the following figures demonstrate where Clearwater would be In relation to other various. similar cities. (See attachment 2 to this brief) As can be seen from the above referred figures, the 6% across the board increase requested by the Union would place the City of Clearwater firefighter employees well below the amounts paid to similarly situated employees in the cities of Ft. Lauderdale. Miami Beach, Hialeah and Hollywood. The one and one half percent across the board increase, non-retroactive, would place the City of Clearwater employees well below cities similarly situated. Thus, the City's proposed pay scale for future raises would substantially reduce the standing of the City of Clearwater firefighter employees in relation to other similar cities. Pay raises should also take into account other factors such as seniority and cost of living. The U.S. Department of Labor, Bureau of labor Statistics, tells us that the annual increase in the I~Consumer Price Index for Urban Wage Earners" from September, 1989 through September, 1990 was 6.1 % Increase. The City's proposal of a one and one half percent pay Increase would result In a significant loss os purchasing power for 9 J. ~ " :( . ,.!'. .:' "or\ 1-4 f~"~,,,,;fl ~l '. , i' ""'''d~\'''~''''\'~'' ~'l\~, .,~:,.~'~V':<l -:- I ~'(' ,':,' :'.....;~~','.,~;J~.l,"'_ ,," ~l ' ., I ~ \'; f .' : ~'(, ", . , 'i ~ . , t' - ,.f.t>'~"'I"''5.~''~>J':f,,'''..i . ;7~~~J.. . '-:,:;:}5 ~':~f!tf' , .;, ~' ,', /"\' " ',,' 'J " ., .' ..., . ", ',. .1 ,', <, '"i' < " ,; .'- . ,. ; ~.. ',:'., : t ' i .. ~:' ,:r~.' ": ,", '1., \-",:'::":."., ' , . . ., .. '. I \ 1~~~~~~h:~,.~~l..~.JF~::'J.~._...,,,,...\ '-".1. f.' ,'~~""':":" ,~\... .....~~ ,f"'. .f,. , ~ ,j _ _.~" .. members of the bargaining unit. It is obvious that the Clty's proposal would leave the City (~ ............ of Clearwater Fire Department in a non-competitive position when compared to similar departments on a state-wide basis. As a compromise, the Union's recomm~ndatlon for the settlement of the wage issue is for the City commission to grant a five percent pay increase, retroactive to October 1. 1990. 3. Article 12, Section 68 - Sick Leave The City proposes to split the bargaining unit into two groups, those hired before October 1, 1990. and those hired after October 1,1990. Those hired before October 1, 1990, would continue to be permitted to accumulate a maximum of 3,360 hours of sick leave. Those hired after October 1, 1990 would only be allowed to accrue 2,912 hours of sick leave. (5?/' \2Y The Special Master's recommended in favorofthe City's proposal in accumulations of sick leave and that the remainder of Article 12. Section 6, remain as it Is under the expired agreement. The City and the Union agreed to certain changes in Article 12, Section 6 and to the extent language was agreed that Union also rejects that the language remain the same. The Union strongly opposes dividing the bargaining unit into two separate classifications and applying sick leave accumulation caps to them based upon their date of hire. There is no rational justification for dividing the employees into two groups and reducing sick leave accumulation caps for those hired after October 1 ,1990. This is an effort by the City to further reduce job benefits negotiated by the Un.lon In the past., The 10 l' .' ,. <; ",',-.' H, . .. ,. ....., ,'" .~~ " ,1 ,., ;<, ----'. .~, . .1," :.., 'y I ,. I " , ~, ; ,". .. "~":' " ',' . , .' . .. '... -,,0 .;t~"~f!';F~:~~~Ef~~!Sf1Ylf;;~~:t~~~~f'}~~}?~~5:;'?;:fi"~1..;;;.' '.'?'\)~~.';;; J"i.;,;,:(, ~if:,~'""., .. :!""-'. , ,_: ~~AJ/';~':j~.J~~i~~~:~~;:~}r;t!~:'t::~"~'~.;~'~ <.'<:',.. ,',' '..~';, ;(; ',-' ~ ':. ',I "i' J.' ',..... ,.'" ...' , .") " ,I '~;:' \~~ - .', ~'~. , '<\ :,,;' rj...;.:',..,.. "X..' _ . '.,,' , , ", "';',~'; ,';'; -.:'( "\; ....;}';'i.,<:, ...... ;, ~: ','" ". :; -.~ :,' j." /:':'X~:!.~~. .~;: ~ 'I ' ,'t' .,,), ",' ,". ',' ',' "'t." '.< : .';' ',.',' ~~.:;;:~/~:~:.:,~:::~ " -j," ~., < . .. .,...- ,,:,' .- " . \ ....' ......'''''.,.~t,S''~.. · 'f ......... ...,.p? ;." i ,. ,'. .; .. } . '4~ 'i ~' ...../ ':'14'\' .ti~r , ",,1 : >.:.,:,: >:;.;:;~';~i:.;{~~,~':;.:";' f:-'" " !'" ....,.:.1.,.. ,:',. 'Y." I' I " t"i; ,. ',F~ml,j'l" " ...... I . . . ~ "-....-."""='''''=,,~''"w"' "".."".. " i.;. '.:H',' '1'''<'. i". ... .' :t..;~.. ." , 'l'l'."'r-'..~-vt)^~, t..ltl}~""'~.,.t\'t J'i, "". f,~.;, :;'~~;;i);;:;~;~~~,'i~\~\\}t:.:S~ ." ~,',~.t>~ :';"t '~'>l:,~. ~ 1. \,\ ,,1,:' .r'1- /.~""lrt.lil(',i.tL,\" <' I" t ': . '. .. .. < ~ti". \~ti'o/~I~Y,~)\~,,:~,:: ;~':~'_;, :'; ". -. ':l\~"i'\1';H:\~I.""r;.~ ,,:' " c'/ :. 'c'.' ~ '.~ .."...nh......."',~.. ":~'. .Oo'<<oi";"; ~ ....:.~'....~,\.L;:"",.,......:..'tt.,i.i..~h~.\'.' .; ";:-;.:. :.....">::'-.L.t~t!::....:(...;:l~~1.:-:U.t:.'t~~~~~' L." /0 '''J CERTIFICATE OF SERVICE . .~<.;:~"\.: ':': < .' I HEREBY CERTIFY that a true copy has been hand delivered to Attorney for the City, Mr. Tommy thompson with Thompson, Sizemore & Gonzalez, P.A;s at 109 North Brush Street, Suite 200, Tampa, Florida 33602 and to The Honorable Rita Garvey, Mayor, The Honorable Richard Fitzgerald, City Commissioner, The Honorable Bill Nunamaker, City Commissioner, The Honorable Sue Berfield, City Commissioner, The Honorable Lee Regulskl, City Commissioner and to the City Manager, Mr. Wright at P.O. Box 4748, Clearwater, Florida c 34618 on the D day of February. 1991. ail ~ ~Cf y. CARY R INGLETAR ~ AITORNEY FOR THE UNION 315 East Madison Street Suite 500 Tampa, Florida (813) 229-0191 (813) 223-7742 *~~~:~ rt).',\' :~lrr~Y: 33602 Office Fax . -=----0:,. .___ . "~I ~',;;, '. , \ , , . '.. . ,~. '0, , .'}, .':./,,,.; , .~.," , , '. ' ., , ", :;:~. '. .;, ',';.' : " ",' 1'(, '" ''''',r..'' '1 ' l' e ~ ",., " .~, ,~.f ' { ::.i; t< I ,', ~,d",:,j~!i[~}iiE;;~I;I(;'~: :' .~.."'" "\~".......,"'".'"'="'''"W'''"''''''-''"~:;;.._...,''"o_~'" _~'~^"" "'_,~".=- ,_"'==~ _:0.'"""","""" ";',:;~r~i,r't;' i' if'" "~~, , '1 ,:,If~~~:f. ti: 'ifl 1"':1,. .::.~ I, ." ;t.'. ";?!'::'?i:'1::~t:,t~f~~;t~:;j) , ~ t ~,:i,;;,V;::,);g!1i(,,:,t i;Y\~;\~:~\\;" N umber of Fire Department Line pers~~ ~~f ~":.e ';,~t: f~om 11/19/89 to 11/18/9D ' o 70 65 60 50 '~':. N u m b e 40 r ~ ':7-;,:; . 0 f 30 \\ 0 a y s 20 10 o 36* 37* 3S* 39- 40. 41* 42* 43- *Number on Duty 44* 45* 47* 46* 4iM'llt. .>~.....,-~-., :; .:;. ,.; ':::' , ,.,,'; , ,/ '.,.'., ., ....r........ >,.,", . H. . 1 . '.': , ,."! .', ..'." ...) .,' '4 . . . ._;~'~~"""'UJ,,"~~_"':""'=>"_"';'_'_.. .......<. ,~._'.,." ... '..' ~.. .i' L, ,.- ., _. : /~ . . .~.,.:~jl~/:.U;;.}{~::i;/i[h:~:.. ...... .~~~ ."... .~:~~':=~... w_.. ,v.-: ~,.,~."-,~--'.:_.,,,.. ....J,..._"'":<"w_""'"'-'___~~-.~_,;~: L'I~~'Jt:~'+Ji'N t". )F l.Y. !:(; ATTACHMENT NUMBER 2 M .<J I FirefighterlFirefighterlParamedioJParamediclFire Lt. 1 Fire Lt. I Minimum Maximum Minimum Maximum IMinimum I Maximum I .:.. L. ;,(j uderdale/ $25,708 I 32,547 I 26,358 I 33,197 I 34,869 1 38,414. I I I I Clearwater - 22.904 1-32.375 1-26.339 1-37.250 132.313 1-39.390 2,808 . 172 I 19 I +4,053 2,556 + 976 I I I >1i ami sch 26,316 I 37,041 I 27,631 . 38,893 I 41,230 I 47,707 I I . I Clearwater -22.904 1-32.375 1-26.339 1-37.250 1-32.313 1-39.390 3,412 I 4,666 I 1,292 . 1,643 1 8,917 I 8,417 I I I . I Hialeah 25,220 I 38,428 I 27,742 I 42,270 I 38,012 I 48,280 I I . I Clearwater -22,904 1-32,375 1-26,339 :-37.250 1-32.313 1-39.390 2,316 I 6,053 I 1,403 . 5,020 I 5,709 I 6,890 I I I I I Hollywood 24,374 I 32,664 I 28,030 . 37,553 I 29,521 I 39,561 I I . I I Clearwater -22,904 1-32,375 :-26.339 '-37.250 1-32.313 1-39.390 1,470 I 289 I 1,691 I 313 I +2,792 I 171 I I . I c\ 'V , ~ " " ,.:. '. ~ '\ ' , \ ,1!.;;:~1tr.~f,;f((f!:~)i~1'-';~:p'~;<~::r.:"", "':'it':,., ~ .!~. . ';'" " , ,,'."hi';'e"~.;-!~;f''! rl:\~~~~~^:"~~fi:':;~ "\!\~:j~~:"~~;f.~.~}~1,'ir!\~~i~'\'~~Tr:~; '- :, ~' I ~.-:<~.; ;1,;1~:~',: ';::.':'~>\ .;.1. . ,'.'. ',.";'/,, I,l:, '~:~ ,}, ,,)..:. .'.,,,, ,"i " .'. ""~P'\;,;)"'~~;'~~~:'~;;;;(;\~li'~~f~:!i:'~.ff(;1:~1'~~:~)'\'?r!::;;'ii~;r~ .. '. I ,,"~'" - ." .'. 1':1." '1',1'; "~l.. ;''<J''~'' , , "'.,. i;.' !{,~t:'::::i:j~~:,;;,:>~j'::~~(~L~';';~:K!; "ii, .""'....-.:..,.....,J.~~ III ;'1~\!!~,,... .. 1Y"~r:', ., ~-~:l .,' .:~' :-;. ;\'~:";f!';:~;, , ' ;:0;;.1:. ,',' . ,.., .,".\:.....,....,,'..l~'.",,'..' ::,'," .' .' .'~:,~.~..J... ;.,', "1 "'1'"'' ...IT '. {Ilt~;~,:!::}:j .. .. ',' ",I, , l::if~I~~J~!~IJ;,~'~!r',,: ','. ~! ''':'4'~i~~' IJ:,..:~f\:'r;;}:>\~c:~,..~: ,',... ~ " l ~ I ...~. '~. """i.}:/;t~,,; 1,:~J.~'1~" ):!:....~t/~.ll....."; " '. .':<"" ' , .' I'.... !.\'l "\ "'f~ {'~~'i;". .t ~t..1 ,. ", OJ _' ',:;";0i!~~~i:~~~1i~;~;,:.t~,.. . '. ,~'W.... .II'''''',;e;;Y'''''-M..l,..., . ~~,}t:,{$~~L;~f.:~~i~f~~lut~.r<~'/.> '. .' '.":$'&~~~~'~~__.,_.__,,__.__,.,~: __.~..".~_~,~~..u_"'". ,.~..... ___'~~'_'.'." ..___. ...,,_,_. ......,..... ,..",.. ,. .f. /' '. ~" ': ; ~~, ,Ir;'~ ',... '.:' , , . '..," '. \, I' nf ; ,,~'" <: " ,..... ., i . ,.' " _'t' , ,::.~:;:..,:7;.:.:; :':::~;..'~'(:::~!;;,i;:;~,:~ __......__._,__._...__;...~_...., .....!..q~;'~~,:~.,",;l';tii;~l~;, . tIf~J: I ~.~<;~ ,i' o CLEAR'WATER ~J;i~~'i ""'\~:' :@..:,}.~' ,', "..":'~ ,'~,'': SOLID WASTE DIVISION FIVE YEAR' PLAN AS PRESENTED TO THE CITY COMMISSION 2/19/91 -- '." ,~'f.'" :~ .....".. ~ ~ . _ ..,.." , ,. . . .,:,d"F:.~;'i" ..:': {;\;:~',r'.'~'.;'~:"_\:' .''f:V~'.',;::\~~i~~~~'~~'~li.~~rr . . . ".",~. ~"t:,~i, :,. .:-,';:' ';' ~~""',::/~~:.\~~,~~'~'t!:XI~'f',~~~~:l ~.:;t ;l;~~ : ,,~j>:";''''''~:~Y~~:,- r, .' I j ,~ '( I ~. \. } i: . ,<.....\ <.:;.:.} I @"""." "':1 ',-w. -;., ~j :' ,\ ;, .'-, ",':,I.,:f,}':'l ':j ".'" " ',~ ,',':f', ,. , . .... ,",: -\ , .":....' ~ ~ '>. ~ :l' \, :j . ,':. :: , . .,i,. ..,~...._..._'*~ ,.r....... ,..l.:r'...;,or..l\.>4'.'...4........_....,_ , . . _.. ....h.._.._.~....~_.,.......";.t,,"__.......~.;..._.......-.__.....~..___~ C. RECYCLABLB MATERIALS (OVERHEAD) RECYCLING 12' OF ~TS TOTAL WASTE REQUIRES MANUAL SEPARATION AND PROCESSING OF THE CXTY IS PRESENTLY STREAM. PROCESSING HANDLJ:NG. THE SOLID WASTE DIVJ:SIO~ PROCESSES 9% = 6.69 tpci yd wste 23.71 tpd recyc. 10.31 tpd recyc. 'OUTSIDE CONTRACTOR PROCESSES 3% FUTURE PROCESSING DRMANDS: TOTAL WASTE STREAM 110,000 TON. PER. 'YR. RESIDENTIAL - 50% 55000 tpy yd waste - 20% -11000 tDY 44000 tpy 35% recY,clables = 15400 tpy 50% capture = 7700 tpy = 30.8 tons per day COMMERCIAL = sot 55000 tpy 50% recyc1ables - 27500 tpy 50% capture - 13750 tpy - 55 tons per day 85.8 tons Der day 2 II PROCESSJ:NG CENTER AT NEW SOLJ:D WAS'l'E COKPLEX (OVERHEAD) EXAMINE THE FEASIBILITY OF: a.ROLLOFFS TO CONTAIN PROCESSED CURBsrOE MATER~ALS FOR TRANSPORT. b.MAGNETIC SEPARATOR I TIN. ($8000.)' CRUSHER FOR ALUMINUK AND c.PURCHASE OF BALING CARDBOARD, PLASTIC, ($75,000) EQUXPMENT TO AID MARKETING OF NFWSPAPER AND OFF~CE PAPER. 3. XSStJES TO BE EXl\MINED (OVERHEAD) a.COST BENEFIT ANALYSIS OF CITY OWNED AND OPERATED PROCESSING CENTER VS. CONTRACTUALLY OPERATED PROCESSl:NG CENTER . b.COST BENEFIT ANALYSIS OF REGXONALIZATION OF MARKE~J:NG WITH ADJACENT CITIES C.FULL ~ET ANALYSIS FOR MARKETING BY RAIL FROM THE CAMBELL SITE. ~..~_' ~,.,"'r~ .~- '-..,. "..' " " ~ ' " :,":';lo:.-~,J, ':\ , , ,:.,;.,~:~~~t~~~1r~::~~{(!~r~~::~...~ ~,~}y~~;~!~ ~.f'~:';~;; ... .. ~ ' ....;.;:'~r~~:Jf"~~~t~~;1~~flr~I~;\~tr~\:1:;'I~;~;1;J~~~. , ,-' .,e , I; ",,:....... " ,'") 'i. .} :.'; . . ; """R . ." ~t. ..~,..,..,.".."" ,. .," '. : ,// .~. . .', ..," r,."",(. 'F" ,I" .",\ 1 .1 "',' . . .. .., ~, :~~;;{~ii~\111~llt((~~/: ...-.'.:.~,...:.~___ .' ___'~"~"'~" '. ... ,..' ..... ....~"."..~'".~.. ,~'._ ._. ,,_,.___.n'__'~=~~.~~n' ,,"i!\f~i~~;\~~~i~:~;;;'i01' .ll-h,7'j!'.(I:~ltJ.'::J(r,t"w"r'" ,,,\ "1' . . i :-.'., 'i;~j0;~~~~:~';:: D'::j~,(M:}':'l '':-:.- 4 1 ....i:.'..~,.;./il'fi.,.y\..."',.:~....l.~i". ."'<"r!l~ ~'II".J';.\ .~': ,t~tf~i~~:;~l~~i~(~~fj~n~\;~~tj;;;~.:~ }:~::;~:'.:" ,r.".(: ,.l..., ' . ,-r -"t ~ .......1,.<.1 ;,'" "'fl.. '. t ..~'" I', "." 1 ~~~~\~~~.Y/' :':;.~;L':4::~~.~ ~;~~~. ~ I :~j 'lr-\.::':~:~:; ?~(~,::,1t~:.::.: ~ '-} ~..., ..,111.{...),...~.~'~,r'-I~'\I'l.,..t.'1.!,I..Elt''I""~,,.t I.t ~:~~{ ~ ~'~ :\'~:~J! .~~~::~; ~/4~( y~~~ ;~~~;~:.i ;~,~~z,:.:f/l~;~ {;~: ~~~:~ I ft. ,. '..'" <./.;. ;',,.11,. I 'r';"~' . ',1,.,- .:f. ~" l ,1; I ..'" ::..1, dJ)1'1~....:-~tl"~ ,,;:..P' f':.",~::; 11 ",;' C'Z: '<~' :.r', :~'-t,,: 1,\~'.\~~'~\ ',J jJ;~' . '~<!'I"-:'~"T,;"t.-~ ':A.~"~'.t t;\) if,~~~j'~'~'~~'~;~:;;"f.ll ...:....~ ;Vf....!.' Ji!!!."i.::';~ ,.......':,:.;'. .~. t~.;~{ .~t/.i.- , :'1tJ.' ,~.-),~ I U'j,/~..~ tt~,~ ",' ~:1{ J, 1'(/~~l~~if~:.'.~; ~~:~,'/lt,l:_. D.ORDINANCB REVISIONS (OVERHEAD) .5] ''';;'''''' 1. RECYCLING DEFINITIONS ie.Recycling, sham recycling, flow control, solid materials etc. curbside collection. waste, recycled 2. ANTI-SCAVENGING 3. CREATE A NEW COMMERCIAL RECYCLING RATE STRUCTURE 4. CREATE A NEW RESIDENTIAL RECYCLING RATE STRUCTURE S. CREATE A NEW ROLLOFF RATE STRUCTURE. ~';1/ .".J."i, .;""WJi 2\\ ~ ~':.r 6. PRESERVE THE REGULATORY CLEARWATER CAN MEET ITS AUTHORITY TO ASSURE RESPONSIBILITIES TO THAT THE STATE. IV.DURING THE YEARS THREE THRU FIVE WE WILL BE EXAMINING.. *REGIONALIZATION WITH NEIGHBORING SMALL CITIES *~URKETING BY RAIL *COLLECTION OF COMMERCIAL GLASS ~ V ,*FLEXIBILITY TO RESPOND TO NEW RECYCLING MARKET DEMANDS. *SLUDGE COMPOSTING IN CONJUNCTION WITH POLLUTION CONTROL, WITH YARD WASTE AND SHREDDED NEWSPAPER. *COST CONTAINMENT FOR SOLID WASTE MANAGEMENT! . . , ,,"")\!j?~~:.J~J..,( r:<: ':}'.;:.~~':':~ t...,~/~~~!~?</ ,,":n:.J"~' ~~~"'::'\~,~i~~)~/\~~~~~t~?~~~?B~t~;:' ~, , ' . , " .... ' . .~ .. 4"~ f,) ''rJ,'t~ '. '.!.'~/.", "':.'I,_~"-~''''':'::' 1- }:/i~..~~... i'" k":'I~':,'_r '1. !\~::,"~'il',.,,' ;"~.:~'...,:",!')f:~>t._~.}~rr;,_7:~:~~.~~.~'_ ~" :.~..~::' <,;,,<~,,~~.\:'.~',',...::l~t~~'.^:: J~"" "~;>.'~ ' ." .- c. .. -".; - "'. :'. " -~~~ . ''', 'j: ,,\ ; ....~". '.- ~" ", ,;J ~ ,':.. . ,> ~~':, I ,. ,::' ,: ...~, I' ,Jf.,:>f:~ . ,.... ~l),:-r:~I.:;::;f)'" '1,'" ;j,~("'~~~~?:" 'n;: ....~: ;',' ::..'h I~ ,"'W~1, ~: '. '-,", .,~' ~ "~.' l' \. '::';l ...- ;'>' "1:' ' . '.' :>'~;/d''':~;~':;""Y'~7.l''''''''~ ',:~. :. ,~ , ., r , .\ r , \ . . . ,- .- '. "~':(.:;'f;~,c::"~ J.':;..:i::-~'i.':"'':'''\'; ....,<;.,-~ .'1.7~~!';;~;:lt:'nr~f:~~f~'.' ',:......~ :>.,1, . ,,', ~"'.>\.f,~":~ ~~?J~:}/:i.;,~,:<;,~,-:: :<,:j:~~J'~~~:';~'.V:l-:-i"q', ~J:l! ~ . . . 1~''''-.~'':<' , . , , ~. " ,\ ' .. . ';, . '.I~': .( '.... . "''''' ~,'" ...,1,.......h~~...r:;.I\l.-.....~~r.~~...........<4~.. o However, the Act contemplates interlocal agreements between municipalities to achieve the and encourages the a county and Reduct ion Goal. use of c. Non-Participating Municipalities. A county may "to provide within the boundaries determine whether the achieved." require a non-participating municipality information on recycling efforts undertaken of the municipality in order to goal for MSW reduction is being VII. REPORTING REOUIREMENTS. A county report to recycling must, by OER its annual activities. October 1, 1989, and annually solid waste management This report must ther.eafter, program and include: ( 1) A description of the county's public education program on recycling: ( 2) The amount disposal trash, unseparated of solid waste disposed facilities, by type of white goods, clean debris, solid waste: of at solid waste waste such as yard tires, and .2).:. '-',::.' ,. ( 3) The amount and type of materials from the solid waste stream that were recycled: (4 ) The percentage various types of of recycling the population participating in activities instituted: (5) The percent reduction each year in municipal solid waste disposed of at solid waste disposal facilities: (6) A description their success or success, and ongoing and most of the recycling activities attempted, rates, the perceived reasons for the recycling activities which successful: and failure a.re (7 ) In its first report, a activities implemented description of prior to July any recycling 1, 1989. i~ ~ -5- - \ ~ <,.. ~ , ,',~ ..:' ~, , . '.';' \ .~'. ~ ' ,..., >~':, "i" I ',,', - ,~. ~ .. \ . : . , ;.":"",~'~~' ",.~.), ,. ~:.~,\'~. !,t:~.w:.. .~~~..!:'I" ,~'~,':,:~~' ,o-II"~" "':-,'f;" , ;. ,~ ' J' " "'<", : ,...~.,...,r: _.""~'~~f' ......~., '. ",',1 ;'I':':"'{~~~':' ," ,), ~.' '!.. ~~. ~:> ~ -,", '. ., .':1j"[~I: ~ r ' ., ,:"- ,i ., . , ....' / ',~~';~~.::~..........~'"'.....-..__._- " ~_...,,~:_'.:..:..: ...,,j ..:........... ..-.....:- .. '.... ". ...,~ ,......,.,.., ..-.,.~ '-- .. -'.. '.......'" ....., ^".,.. -" ~'." ~."'''' ,\. ..'____ ...~,,;~...._ &k._: _.. ..~. ,.1 : r\ ''G Approximately forty-one percent (41%) of our waste stream paper and paper products. The largest percentage of this cardboard. The market for old corrugated cardboard is fairly stable. The City of Clearwater currently has a pilot commercial cardboard collection program. We presently service approximately forty (40) accounts. Conmercial glass/aluminum collection started in May 198B, as an expansion of the curbside contractor's efforts. Glass prices have remained high. Approximately 661.42 tons of glass separated by color were collected last year. The Office Paper Project was implemented as part of our "put your money where your mouth isll policy. The City administration felt it was important for employees and officials to practice good recyclinq habits before we asked our residents to support our f~ '0 programs. To date, approximately 140 tons of office paper have \..../' been recycled. City implemented a recycling procurement ordinance progressively This has year, the of Clearwater (attached) . ordinance allows and encouraqes the purchase of recycled products even at ten percent (10%) above low bid cost. Already the City uses such recycled products as photocopier paper, paper towels and toilet paper, and the Parks and Recreation Department uses the mulcn made from the county's yard waste. The City of Clearwater is cOlllJllitted to recycling and education as evidenced by the" overwhelming success of our recycling efforts, public education, Recycling ~airs, and the Mayor's proclamation of April as National Recycling Month. ~ ~!h "-... ~riDted on re~ycled paper ~------. , {"" iI \. is. is The :\.. !";~;3 ' <;~: };~ :":', " ." ., ",' I"~"~, "l\ .. ,.:'\:: " '1.1~.- ';'\." ,. . ,'. \' '1,1"., \ ~.( ~ > . .' .,' ~' :1 ' .' ... .' . .:, .':, ',~:~~~<:;, v' ~ 'j' :. .. : - ' ~ .. . ,. ~ I -:. .f:. 'l;: .. .- -.-..:..--- ,~ -. , ~.yj .'''-'-, .....-/ ~ it", ';"~'. '["t,\O . t,' . j RECYCLING GOALS , 'J', }.. ':~,t PRE'SENT 12% AND PROJECTED 30% II" 1 .4 j \ i:. J /.:; t:,,;' ,i. 1 ~. , ii~ (1 t '~ ~, ,J 1.,,0;.. ~,.,f r' t': ['L y~.;, ,: ~~ 3 ~~.'. r~;\ K':-- ~;:H. ' f"(;~'- \ \1'1'-,>1. If:;! .;'1 ~~... " ~ .~ -{~:;:".. ,,1t m.W: L .l,',' :~l~: , ;"{ '1 ,.... ~ i~:.~ Thousands 7 ..' .' ..' ......... .' .' ...... .' ..... .... .... .' .... .' ......... .......3....~~.5.... .2:-64...._.... .' . .... " ..... -..-....................... 5':' 8.6 ..... ,.................................................................................. ........................................................... ......."'..........-.....................-....... 6 ..............-....-..--.-.........-..-.........-............_..M....._........_...., 5 2.44 ..........:... ..-...........21: 05.......................-........_..._ 4 3 2 1 o ONP YW GLASS METALS oee . PLASTIC OP ALUM Recyclables _ Tonnage at 12% ~ Tonnage. at 30% ~~,-,-- i I. I. .. t r 'I. , \,. '. .., " \ i , ',', ..'r . ;? . . '{ , . \ j . .~~..'....."1,;..",..L..-_,r....._..~.... '. ~-.. "'.-...... . . .:~~~... G}... ~~ " ":":;-',l:'~''l.~'' ',~,'f. ,'j,,~"..(%:"'~':" Tonnage of 89/90 Reclaimed Corn.Inercial Re cycla bles & Esti.Total Av.ailable rrhousands/Tons ...._......t......._...___.._..._........._._M._'......................................,....."... 4.125 o CARDBOARD OFF.PAPER. 3.4-1 METALS GUSS Recyclable _ 89/90 Reclaimed Ma terials ~ Esti.Total Available \; '\ . !. , , ~ "f~:;:'t:)!;<<;~~ ,4. y. :, ~i;r, :'\~~l..~,~r::I'-:-' :~: ,;' < i ~ ; i ."7~~::~.;;: 'C,:: '(~~?~~?'.';,:,~..;~\~/ ,\, ' ,~.!~,,~~,~~;,{~.i:.,~,,:( -i. !":i"'i':""'~/;.' '.;\. ,,,k; <}~tP~r;~\~:.:~t~;~~~~~ . :"~,J~'~f.' , ". :').<.~ ,.. :1' ..., ~ .",.','\ I' , " ' " ,", .'...".. .. ~ ' J"; ::..:..', '.~: ' ',' ~" (', :.".. 'I; . .:: ~ 'i ., " '~:,,.', ~ " " '" '::.'; .:-' 'I, ; ',',- "',; .. _.'~ 'I.' :: I,;' ~"... . '.. y ." . ...' ..,'..~'\f'...'li... . .. .. 'r ' ,.:. ;;:'.:.:):/.i~~I~(: ...' ..' . """ " 'JfZ I_(<'\:~'>::!~\~~~~~~;':<~(~~'I r..,~\t.'~' ..' \ " ~ ' , it, .:.~~ . ., ....... I ',> ,\ -.,...." ,'N,..,.' .,t. ' . f~~~i'f~~~'~}~)tlL~t~. ,: \'}f'~<~."" t\';1r ~ '" . f~!'" t' I <J,~'; :!~~:;~;~Zi~i1~;::~1~~*~:h~(~~~', I.,::. '~~ ,. ~\ ,,'.J. ':. try ,...!~ ., . r . 1, . ~~~;~~{~t!~~.~~:~~\~~:', ~~ ::. .~l { . "'r'V,,,,. , "I' .'. . I '8;~~~ ;~; ..i'\ I ;;~~:r{c' .:~\~~,~~ " \ .,',' , ," ,., .,. ''''- t'/' .: '.. .. ,:..: :.':\, ::-.;>:i':. \ 'l~:~. A~; ':~!1~~!\V~xa:~~:", "t ~ ~ ,~, j 'i..n"';'-J!\-,$Jo:.tii~Qtt( ~'! ' / . " , i". ( ..'~, " . )~1"~-";"" .....;...;..--...It:..i....:~j"~;:.'--:...~.;.~'c~,~.....;__.;.:..:..4.;.-!_;;.:......~..~l,:.~'l..'~~'~t.~~,'\"".:; .~:'l,"". " ,t', ..?:,'" '1\ ,'. "" CLEARWATER SOLID WAST RECYCLING PROGRAM DROP.OFF CENTERS CURS.SIOE COLLECTION YARD WASTE WHITE GOODS MULTI. FAMILY RECYCLING OFFICE PAPER COMMERCIAL COMMERCIAL C~ROBOARD GLASS SPECIAL WASTES SYSTEMATIC BEAUTlF1CATlON OF DROP.OFF SITES EVALUATE CURB.SIl>E SYSTEM: CONTAINERI COI.LECTION FLEET FINANCING ST" FFING IMPI.EMENT EXPAND EXPAND EXPAND UTILIZE PROMOTE CHRISTMAS WHITE CA PA ern COLLECTION CONTRACTOR useD OIL TREE aOODS CAPABIl.ITY SERVICES COl.LECTION RECYCLING COLLECTION INCREASE TO CITY.WIDE NOT CITY AT PRIVATE CITY.WID E EDUCIIT~ON EFFICIENCY EXAMINE SUPP'LIED AND COUNTY EXAMINE CAMPAIGN II NT!- COLLECTION: MAINTA IUED EFFICIENCY FOR SCAVAG ING SET RATES FACILITIES OF MULTI- ORDINANCE RECYCLING ENFORCEMeNT DEDICATED FAMILY YARD WASTES EQUIPMENT COLLECTION . PICK-UF' PRESENT YEAR FY 90/91 DEVELOP EDUCATIONAL THEME SnE DROP.O:"F REFINE COLl.ECTION TECHNOLOGY "' .~ 9f? ." ~'-"""''-;'''~'''1~~;.; ,.....,c... -\lr".,fjrl-f, ':~)'''''':'~';7~~~-:....~,.> :~::~'."""":r:,:':,,,,:,,,,,,!;' " .. . .:':'~...".'.v'~. ,,:..' '.'. .. .;- \\:/. ... .~,.' ;. .. ""'.. :,.., .pi; :"::~'. ." "'.::':..,.',::.'.,. .... ,,:') ~:/: ,<:-: ::',;{~,., ' :~" :;,::;.,: \ : ., ..i)'<' ,.;:. i~~i}V;::.,:,.~':.:>:' ~:,;,/,:: ~:'." "i::' "', ., . . , /:,~:" ..'" ;:~'.),>?.:,::', '\". . 'i!;\h i':;;;' :..;,: .... . .'^,. .. 'i; .:. . .'.. .:.::;;.:.'.:. .'.. ,:.:::~~.':~;'!'.:>" ..X: :\.; ,:,'.. ' . , :. .:::., ';';':';::'.' ,. .:. , .' ',...'., .... ..r, <t, \ ' L .::~;~ "', ..~: ... " .1 , i ;r- .~. .\ ': " . . ";0'''>'' '. , ,~ ~ . . ~~;ll:/i:i?""i':'" .. ., , , I .'. ..'., I:, , ..,.: , I ::.>,::"~.: ,..:' I d .,..':':;;' :::~,:. /: ;<:.":::"~'\>.:.,,;::- .', ;""'.":?'<<: . ::i'.'.! ... '.,.;. C:i;?.':",; ". \):.,'':''/:,:;..:.:1:.' :.5 ':.'.: .)',. .'" '< ".,: :\ .',; .' y..:' ';? ./:: ~?:)} ::;.':;,'.:.,,: /. <."'. .', .''.;" ., .. ;i '.\'.;,':,.1" ,..". ."">'\'.' .... . } .,,;., .;::'..... ,. ::.:~ ...,.".:.. .,.. .. .:.. .... '. . ':. .::.:. .: " '~ ,.?. .,,: ..', ...':, , .' .., .'. . '.;.;.,. , '.;",:,,;; .'.':,.;,,' ,(,q,~.. ;>3;~~!~:;;:.::. .' " .i,(X,:.!,:.,: "", ,~ .~" .:. > ;..; :,.:;,:., .../". .:~. :.~ ..' '". ..( .:., e." Y, i. '., .'~ , ,.: ;> " .::.. .. :...: .,,;:; .::.':..: /.:. >.".;. .'<:.': .::;:..': " :.::':.i:.::. ,.:)::;,;,',:',.,\ 'i:' :::: ::. ,: :;""(c :.,: ;.. ;,\. ;,:.'.",' ',;,?;; . >~,.:; ... y ;.'. I,;:: !'.' l.:" e. ::.:: <'i. ,/ ':~';..,,:~~ :i~~~\;_;f,N~~; ,;XC,:; :{~.; '~tR >;~ :': i'':';.', :!~~ft ~~:; ~'~r ;I( ..-', ~ i..--:.... ,..,... - '., , :~ .i~l '& ,'ie:i >:~ "ll )~. .;(I.~ },. if- ..'( - , C,. .tJ' :,,:'~,:< MASTER PLAN: FY 91 FACILITIES PROCESSING &MARKET DEVELOPMENl DESIGN PROCESSING FACIL.ITY A.T CAMPBEL.L. SITE COMPL.EX ACOUIRE MAGNETIC SEPARATOR EVAL.UATE FEASIBILITY OF BALERI SKlElXlER ~ CARDBOARD 810 MATERIALS ~ BU.KRA~ MARKETING/ SALES OF RECYCLABL.ES ..... CONTINUE CONTRACTS FOR BULK SALES OF ECVCLABLES EXAMINE REGIONAL MARKETING WITH LOCAL OMMUNITIES EXAMINE ACCESS YO ARKETS VIA RAILROAD FROM CAMPBELL sITe COMPLeX IMPL!MENT MARKET ACCESS VIA RAIL )CAMINE NEW MATERIALS OLLECTION IC..NOLOGY ;~:/::,',.: ;~" .~. ...' " CAMPBELL SITE COMPLEX OBTAIN SITE PLAN APPROVAL BEGIN SITE PREPARATION COMPLETE COfb'mlX:T1ON AND OCCUpy EVALUATE EXPANSION r.<<xxFICA 'OONS IF REQUIRED '-d. . '.. .."... . r ) TRANSFER STATION EXPANSION EVALUATE TRANSFER STATION EXPANSION MAKE PLAN BUDGET AND CONS1"RU::TlON ~EQUIRED FOR EXPANSION OF CAPACITV AND EQUIPMENT OPERATE EXPANSION EVALUATE OPTIQNS FOR FACILITY USE BY NEIGHBORING CITIES OPERATIONS ROLL-OFF SERVICES EVALUATE AND IMPLEMENT ROLL.OFF PROGRAM FOR OPEN.TOP CONSTRUCTION INCREASE ROLL.OFF PROGRAM: ADDITIONAL' OPEN TOP ROLL-OFFS INCREASE ROLL.OFF PROGRAMS TO INCLUDE ROLL.OFF COMPACTORS CONSIDER EXPANSION OF ROLL-OFF PROGRAM INTO OTHER SERVICES .., ..,,~,. f'H.~':''''''':, :.o:;';.,..~ . .<:;-: ,;,:;0',<.'.'.' .... ,.' .:::.~:'.\::':~ ~,,} '" . . ::,:<i.:;>,:;;:}:."~.;~'; :.\ .;, ""::';:'\':~(:'~-',: :\i .:;::":',~.).i" ;';: ;".':. ...~ ,.,: ... ....::.~...::..,:' ,. .. \'C . . :.' '.<(;",' ..' .:.' .. ' ,..,:.', ... ...;:: :, ,. ..>, ... .;.. . '.,.. ::: P:: .' <:'," ,..:;." /,(.<'.:~; . . . .... ., . ;,.-;'J>. " ~::~:." . :.:. :.",.; '. : ',,\. "c.' " -:::. . .. ,.. ...... ,,><. ./. . . ,:.:.,.;:..... .,...... ...;.;, i"(' ... . ,.:,".,;' .. ;'.:...'.,' ,.;:' .., .',.. .,. '. ., .:.;:.'."" ,}';:!>.~'~? :... '.':.:/:\ ...:....;.~ .....:--. .../<i,::::<:<,\ };. ". I ,.\~. , . '. .: .. . '.:....." . "','d.;> ,:.,,';..: ........ :..:'....:.::!;;(:.,., - FY95 ,... ';~'iJ-r~l'r~', ..,;~: '.~.lr. .',,!',.' . ..:'.:....." .,.r...,',:. '~'" ~ . .\,: ",\~ !~'.(~ ~ ~ ~\.~f.~;~r;:'.-r,,'~:".~,::;'r~~~~1:'<; ~{ ,"~' . '. ,<: .: :;"':<~"."{::i..;:'.'" .:~ '.,. .,..,....:... ,.NT ".';..::::., ..~ ~~'lii~~:1.t~ :[ .,.', .....', ~,~~1~.'.:;,'.:.~ i~d;~i' " -\ :' ~~L 'r; .. i!:&~i:..:~', 'i'. (. -'" .;5' . !~. '.~ , COLLECTION PUBLIC ORDINANCE STATE ROUTING EOUCA TION DEVELOPMEN' REPORTING CONTINUE EVALUATION TO IMPROVE EFFICIENCIES IMPLEMENT ROUTE CHANGES IMPACTED BY RECYCLING IMPLEMENT ROUTE CHANGES IMPACTED BY .RECYCLING IMPLEMENT ROUTE CHANGES IMPACTED BY RECYCLING ESTABLISH PUPPET SHOW CHARACTERS W ITK EOUCA T/ONAL THEME CREATE CHRISTMAS PARADE FLOAT PROMOTE ANTI-LrT"TER CAMPAIGN OVER MARINE WATERS '.." . .. , ..., . ,.. I .' '.0 . '".' \. .,' ~ : "'~'" '. ".,..-.. 4',..._. I:~i.' ;;',:,:t,;q~ii: r~'1:0,~~~~~~~~')!";N ,X~, ' r;!{~f~t~:;s,t . ., : .~tM~" ADMINISTRATION DEFINE RECYCLING TERMS SET COMMERCIAL RECVCLING RATE INCENTIVES ANTI- SCAVAGING ORDINANce AS NEEDED SET RESIDENTIAL RECVCLING RATE INCENTIVES PROVIDE FOR RECYCLING CONTAINERS ON SITE PLANS CREATE PERMIT! REGISTRATION FOR PRIVATE RECYCLING CONTINUE QUARTERLY REPORTING GRANT ACM'CSTRA'TlCW INVENTORY PRIVATE SECTOR RECYCLING TRACK REPORTING FOl Act::JJi'V4Cf Acx:oumuwrY RECYCLING GRANTS SUNSET EVALUATE BUDGET FOR CONTINUED EDUCATION , ; OPERATOR/ DRIVER UTILIZATION t..,i EMPLOYEE CLASSIFI- CA TIO N ; , ;;- :~~ .. f~,' ~> ~t, , . CONDUCT CONDUCT EMPLOYEE EMPlOYEE CUSSIFlCATlONS c:u.ssIFlCATIOHS STUDY Wn'KIN STUDY WITHIN DIVISION DIVISION ~j. i~;{1}~ :t ''\ ~:. \ '~.1 .. . : ~..; ,::! . .~. .}. :J r;:, .~ BEGIN CROSS. TRAINING ~ r.' (~~. \ '4 ADolUST ClASSIFlCA TlON AS REOUIRED COM PLETE CR OS5. TRA INING R fA SSIGN DRIVERS TO HECYCL.ING RDIJTES ADJUST Cl.ASSIFlCA T10H AS ReQUIRED t ~ '''5 ~ ~'Jlc :.~ ,1 ~ -. '- .'l ;; \, ; I I: EVALUA.TE OR tvE R UTILIZATION REA.L1GN ROUTING AS REO UIR ED . , .( "I .~ ;1~~ ~ ,. ,1 '.- :??i ~'i: .. { l! 1 ,t~ ~ .,,1 ids f ~ ,../ ,:~ .1 '~. .. ~F \, 1 . .. ':."~ .' , :;:~i '. to;. . J . iii '1 i.I .f. f ..' :~;: 1l'/:1;:.I~\f....~' r' .(~ ~~i!'~:' t'~'''' ., J't ':r:;,~." "~ -:....,~ \ ,~ .".i ~.,.. 1:>'~'+ ~.'~~~'~