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02-07-94 v MINUTES OF THE IMPASSE HEARING BETWEEN THE ATLANTIC BEACH AND NORTHEAST FLORIDA PUBLIC EMPLOYEES LOCAL 630 HELD IN CITY HALL AT 7 : 15 P . M. ON MONDAY, FEBRUARY 7 , 1994 Present: Mayor Lyman T. Fletcher Commissioner Steven Rosenbloom Commissioner Suzanne Shaughnessy Commissioner J. Dezmond Waters, III Commissioner Robert G. Weiss And: City Manager Kim Leinbach Deputy City Manager Jim Jarboe Capt . John C. Campbell City Attorney Alan Jensen City Clerk Maureen King Impasse Hearing - Northeast Florida Public Employees Local 630 Mayor Fletcher called the meeting to order and explained the impasse hearing was called to hear three issues: Article 11 . 2( e) , Arbitration Procedure, Article 12 . 1 , Holidays, and Article 27 , Wages. Article 11 . 2(e) , ARBITRATION PROCEDURE William A. Worsham, Business Manager, Northeast Florida Public Employees Local 630 , recommended deleting the entire paragraph of Article 11 . 2 (e) , Arbitration Procedure. He explained the deletion of this paragraph would allow the arbitrator to review the facts surrounding the issuance of formal discipline and take those facts into consideration when making a ruling. The existing language, he explained, severely limited the scope of the arbitrator. He referred to an employee that had been terminated within the past year and he indicated the existing contract was so restrictive that he was not able to defend the employee . He explained the employee had taken a truck, without authority, to visit his sick wife, and according to the existing contract the only thing the arbitrator would be able to determine was whether or not the employee committed the offense . Mr. Worsham felt the language was unfair and the whole idea of arbitration was so that the arbitrator could hear all the facts . Mr. Worsham indicated he represented several unions and all the contracts, except the City of Atlantic Beach, allowed the arbitrator to hear testimony from both sides . Captain John C. Campbell , Negotiator for the City, explained the terminated employee had taken a non-driving position because of a health problem. His driver' s license had expired and he had taken a truck without permission. Captain Campbell felt if an employee was found to have committed a violation management should have the right to discipline the employee. He explained if an employee felt the outcome of the discipline was unfair, he had the right to seek relief in court. Page 2 • Minutes of Impasse Meeting February 7, 1994 He added the city felt discipline of an employee was management ' s right . A discussion ensued relative to the employee that had been terminated. It was explained the employee was with the city for 19 years at the time of his termination. It was explained by the city that driving a truck without permission was in violation of Florida State Statutes and the act could have caused great liability to the employee or to the city. Whereas, it was felt by some Commissioners that the employee was treated unfairly, others felt management had acted in a prudent. manner. It was determined the cost of an arbitrator would be shared by the city and the union. If either party requested a court reporter, the party that requested the reporter would be responsible for payment . It was explained several arbitrators lived in the vicinity, but if the city and the union were not able to agree on an nearby arbitrator a list was provided by a state organization and both parties alternately eliminated names until an arbitrator was decided upon. It was explained before it was decided to use an arbitrator Steps 1 , 2 , and 3 of the existing grievance procedure should have been exhausted. Kim Leinbach, City Manager, was asked to explain how he made a decision relative to an infraction of an employee similar to the one under discussion, to which Mr. Leinbach explained he took a comprehensive look at the whole situation, such as the severity of the case, whether or not it actually occurred, the length of service of the employee, and other pertinent factors. It was determined the issue on the table was the union' s desire to have a third party to hear facts and make a decision on punishment if there was found to be an infraction. Commissioner Waters referred to the employee that had been terminated and he felt, after 19 years of service, the matter had not been handled in a fair manner, and he was in favor of granting the union' s recommendation to have an arbitrator. A motion was made by Commissioner Waters to accept the union' s recommendation to delete Article 11 . 2(e) Arbitration Procedure, but the motion died for lack of a second. A motion was made by Commissioner Weiss, seconded by Commissioner Rosenbloom, and passed by a vote of 4-1 with Commissioner Waters voting nay, to deny the union' s recommendation to delete Article 11 . 2 (e) Arbitration Procedure. Under discussion, it was felt by some Commissioners that the city was protected by the language as it existed. Mayor. Fletcher was concerned by the expenses that could be incurred if the city was involved in many arbitration Page 3 Minutes of Impasse Meeting February 7 , 1994 procedures . Commissioner Rosenbloom felt the matter should be considered for a future contract. Article 12 , HOLIDAYS Captain Campbell explained an ordinance granting the Martin L. King Holiday had been passed by the City on January 24 , 1994 . Mr. Worsham explained this was part of the union' s original impasse package, and since the ordinance was passed after the holiday occurred, he asked that the employees be allowed to take another day later in the year. A discussion ensued and it was felt other employees would expect to have another day off if the union was granted a day off, but it was explained each union should be dealt with individually. A motion was made by Commissioner Rosenbloom, seconded by Commissioner Shaughnessy, and unanimously passed, to grant a day off to commemorate the holiday of Martin L. King, such day off to be scheduled at a time mutually convenient to both employees and their departments. Under discussion, it was felt the City Manger should oversee the time off allowed to employees to insure it would not be disruptive to the daily activities of the city and that no employee would receive time and one-half pay in lieu of a day off . Article 27 , WAGES Mr. Worsham presented a new payplan providing covered employees with a three ( 3%) percent across-the-board increase effective October, 1993 , (copy attached herewith and made a part hereof) . Additionally, he added, the new payplan would substantially elevate the wages of various employees in order to comport with and implement the wage survey adopted by the Commission on June 2 , 1993 . He explained in order to reduce the cost of the fiscal budget, the effective date of these increases would be staggered over the 1994 budget year with an effective date of May 1 , 1994, and August 1, 1994 . He indicated he felt Public Works ' s employees were underpaid compared to other similar cities . He indicated the previous commission made a commitment to improve the wages of employees, and he felt this had not been done. He indicated funds had been budgeted and were available to meet the request. Jack Baldwin, Union Representative, gave a chronological history of wage activities that occurred from 1985 to the present , and he asked the commission to grant the union' s recommendation. Captain Campbell presented a proposal (copy attached herewith and made a part hereof) . He indicated the city recommended a 2% increase with a satisfactory evaluation, and he explained Page 4 • Minutes of Impasse Meeting February 7 , 1994 the above average employee could receive a bonus. He explained the minimum wage would be set at $6 . 50 . He indicated the city' s proposal would cost $77 , 553 , and the union' s proposal was an additional $41 , 998 , and the following year would cost an additional $43 , 532 . Mr. worsham was opposed to changing the structure of the pay plan. He indicated the union desired to retain the existing step plan concept . Mayor Fletcher explained two issues were on the table: ( 1 ) the existing step plan that the union wished to retain vs the merit plan that the city proposed, and ( 2 ) wages . Captain Campbell explained the increment merit plan that the city proposed, and he indicated instead of having steps the increment merit plan had beginning and top pay range, and every employee that received a satisfactory evaluation would be eligible for a 2 percent merit increase. After discussion, it was felt the city could not afford to pay for the plan proposed by the union. It was felt the existing step plan could be kept in place for the time being and that within 30 days negotiations could begin for the next year. A motion was made by Commissioner Shaughnessy, seconded by Commissioner Waters, and unanimously passed to implement the following plan for contract year October 1, 1993 to September 30, 1994 : retain the existing step plan; use monies budgeted for this year and raise to $6 . 50 the hourly rate of all employees currently making less than $6 . 50 per hour; provide 3 percent bonuses to employees who are topped out in their pay grade; use the balance to provide across the board cost of living increase in accordance with the funds available -- all of the above retroactive to October 1, 1993 It was clarified that employees who were elevated to $6 . 50 per hour would still be entitled to their step increase on their anniversary date. There being no further business to come before the city commission, the mayor declared the meeting adjourned at 10 : 55 p. m. i l an T. etcher Mayor/Presiding Officer A T T E S T: MAUREEN KING, C Y CL RK , COMPOSITE EXHIBIT 61 Impasee Hearing O` j1( o` `0-TERNgi.b0 41/ fit/ II iiiig& A 0 ////mumu z G CO g 1i maa11 9 2,-.; WI`::���i z F/l aw ''=ea April , ' �G Northeast Florida Public Employees ' Local 630 Laborers ' International Union of North America, AFL-CIO vs . City of Atlantic Beach, Florida Monday, February 7 , 1994 NORTHEAST FLORIDA PUBLIC EMPLOYEES LOCAL 630 Q,'•.��� �'�`� LABORERS' INTERNATIONAL UNION OF NORTH AMERICA, AFL-CIO st �� �!��t; 0 550 Balmoral Circle N., Suite 207 — Jacksonville, Florida 32218 � � r �� 2 Phone 904 - 757-8444 "v0trll Ag;' ( Business Manager William(Beau)Worsham President January 3 , 1994 Charles L. King Secretary-Treasurer Clarence C. Nettles AFFILIATIONS! CERTIFIED MAIL RETURN LIUNA, AFL-CIO RECEIPT REQUESTED NO. #P-362 343 953 Washington, DC. North and Honorable Lyman T. Fletcher, Mayor Central Florida City of Atlantic Beach Commission Laborers District Council 800 Seminole Rd. Atlantic Beach, FL 32233 Florida Slate AFL-CIO NorthRe: Florida Statutes, Section Labor la Central Council 447 .403, Resolution of Impasse. Dear Mayor Fletcher; This letter will advise that Northeast Florida Public Employee' s Local 630 and the City of Atlantic Beach have reached impasse. Both parties have been at the table since April 1993 attempting to reach agreement on those items open for discussion this year. We were able to reach agreement on all articles with the exception of Article 11 . 2 (e) , Arbitration Procedure, Article 12 . 1, Holidays (Martin L. King ' s birthday) and Article 27 , Wages (payplan) . Pursuant to Florida Statutes, specifically 447 . 403 , Resolution of Impasses, this letter in intended to provide you, as well as the other City Commissioners, with my recommendations for settling the disputed impasse issues when the Commission conducts the public hearing to resolve the impasse. Article 11 .2 (e) , ARBITRATION PROCEDURE - I recommend deletion of the entire paragraph. This would allow the arbitrator to review the facts surrounding the issuance of formal discipline and take those facts into consideration when making a ruling. •:rr ) yEs_ Honorable Lyman T. Fletcher, Mayor City of Atlantic Beach Commission 800 Seminole Rd. Atlantic Beach, FL 32233 Article 12, HOLIDAYS - I recommend adoption of the third Monday in January as a holiday honoring Martin L. King. Article 27, WAGES - I recommend implementation of the enclosed payplan. This proposal would establish a new payplan providing covered employees with a three ( 3%) percent across- the-board increase effective October 1993 . Additionally, the new payplan would substantially elevate the wages of various employees in order to comport with and implement the wage survey adopted by the City Commission on June 2 , 1993 . In order to reduce the cost to the fiscal budget, the effective date of these increases would be staggered over the 1994 budget year with an effective date of May 1 , 1994, and August 1 , 1994 . Please note that I have enclosed language for Articles 11 . 2 (e) , 12 . 1 and 27 which I suggest be incorporated into the agreement to resolve the impasse. Please call me at 757-8444 if you have any questions regarding the above. I look forward to hearing from you regarding a date for the hearing to resolve this impasse. Sincerely, William A. Worsham Business Manager enclosures WAW/bp cc: Honorable City Commission members Kim Leinbach, City Manager John C. Campbell Jack Baldwin Mark Christensen File ARTICLE 11 ARBITRATION PROCEDURE 11 . 1 Whenever the Union requests arbitration in accordance with the provisions of the Grievance Article, the parties shall within five (5) working days following appeal to arbitration jointly request the Federal Mediation and Conciliation Service to submit a panel of seven (7) arbitrators, each of whom shall be a member of the National Academy of Arbitrators . Arbitrators shall be selected from such panel by alternately striking names from this list (the Union shall make the first strike) until the last name on the list is reached. 11 .2 The limitations on the powers of the Arbitrator are as follows: (a) The Arbitrator shall not have the power to add to, subtract from, or alter the terms of this Agreement; (b) The Arbitrator shall have no power to establish wage scales, rates for new jobs, or to change any wage; (c) The Arbitrator shall have only the power to rule on matters arising under this Agreement and is confined exclusively to the question (s) which is presented to him which question (s) must be actual and existing; (d) The Arbitrator shall have no power to arbitrate any --Ick matter after this Agreement has expired, unless the event giving rise to the grievance occurred prior `-'--°•`-'`-'-'' to the termination of this Agreement and a written grievance was submitted within two (2) thir 0) X-tu! working days after the expiration of this greement and has been timely processed; and, . (c) If the subject of the grievance submitted to arbitration concerns disciplinary measures (including discharge) taken against one or more employees, the Arbitrator is only empowered to pass upon whether the employee or employees concerned actually committed, participated in, or were responsible for the act of misconduct. The Arbitrator has no authority to pass upon the nature, extent or severity of the disciplinary managerial prerogative. If the Arbitrator finds -17- that the cmploycc has not committed, participated in, or wan not reoponoible for, the act of misconduct for which he hao been diociplined, the Arbitrator has the power to make the employee or employcco whole, including ordering back-pay (lcoo compensation received from any other sourceo) for time loot, and reinotatement when applicable. 11 .3 There shall be no appeal from the Arbitrator' s decision; it shall be final and binding on the union and on all bargaining unit employees and on the Public Employer, provided the Arbitrator' s decision is not outside or beyond the scope of the Arbitrator' s jurisdiction, or is not in violation of public policy. The authority and responsibility of the Public Employer, as provided by Florida law, shall not be usurped in any matter. 11 . 4The cost of the Arbitrator' s services shall be divided 3`\\C3 equally between the Public Employer and the Union. Each aside will pay its own representative and witnesses . Both particn will oharc in the The cost of a court reporter ( and the transcription fee —Mall be paid by the party requesting the court reporter and/or a transcription of the proceedings . 11 . 5 The commencing of legal proceedings against the City or any managerial employee of the City in a court of law or equity or before the Public Employees Relations Commission, the City' s grievance procedure, or any other administrative agency by an employee, or group of employees, for alleged violations of the express terms of the Agreement shall be deemed a waiver to resort to the grievance or arbitration procedures contained herein for resolution of the alleged violation of the terms of this Agreement. Additionally, the commencing of legal proceedings against the Union in a court of law or equity or before the Public Employees Relations Commission, or any other administrative agency, by the City or any of its managerial employees for alleged violations of the expressed terms of this Agreement shall be deemed a waiver by such employee or the City of the ability to resort to the grievance or arbitration procedures contained herein for resolution of the alleged violation of the terms of this Agreement . Likewise, the utilization of the Grievance or Arbitration procedures in this Agreement for the resolution of alleged violations of this Agreement shall constitute a waiver of any rights the party who initiated the grievance may have to review by the Public Employees Relations Commission, the City' s grievance procedure, or any other administrative agency. -18- 11 . 6 Prior to initiating judicial review by any court for any alleged violation of this Agreement, the grievance procedure of this Agreement must be completely exhausted. -19- ARTICLE 12 HOLIDAYS 12. 1 The following are recognized as holidays under the terms of this Agreement . New Year' s Day January 1st Martin Luther King' s Birthday 3rd Monday in January President' s Day 3rd Monday in February Memorial Day Last Monday in May Independence Day July 4th Labor Day 1st Monday in September Thanksgiving Day 4th Thursday in November Friday after Thanksgiving Day Christmas Day December 25th Employee' s Birthday Any day that the City Commission may designate Whenever a holiday falls on Saturday, it shall be observed on the preceding Friday. When a holiday falls on Sunday, the following Monday will be observed as the holiday. 12 .2 Employees who do not work on the observed holiday shall receive eight (8) hours pay at the employee' s regular straight time hourly rate of pay. 12 . 3 Employees who work on the observed holiday shall receive, in addition to their regular straight time hourly rate of pay, at the Public Employer' s discretion either one and one-half (1'I) of the employee' s regular hourly rate of pay, or one and one-half (1' ) hour of compensatory time hour-for-hour for each hour worked during the declared holiday. 12 . 4 In order to be eligible for holiday pay or compensatory time the employee must have worked the last scheduled working day immediately prior to the observed holiday and the first regularly scheduled working day immediately after the observed holiday unless the employee is on paid vacation, military leave, sick leave substantiated by a doctor' s certificate, or other absences excused by the Director of Public Works/Engineer. 12 . 5 Employees who have been assigned holiday work and fail to report for and perform such work without reasonable cause shall not receive pay for the holiday or compensatory time. -20- 12 . 6 Employees who are on leave of absence or layoff on the day on which such holiday is observed shall not receive pay for the holiday or compensatory time. 12.7 For purposes of this Article, all holidays shall commence at 12 : 01 a.m. on the date the holiday is observed (as set forth in Section 12 . 1) and continue for twenty-four (24) uninterrupted hours . 12 . 8 The accrual and pay-out of compensatory time under this Section shall be governed by the provisions of Article 17 . -21- ARTICLE 27 630-12/14/93 WAGES 27 . 1 (A) Employees covered by this Agreement as of October 1, 1993, shall have their base rate of pay increased across the board by the factor of (3%) percent. These increases shall be effectively applied to the hourly rate for each classification in the new pay plan, herein attached as Exhibit A, and shall continue therefrom, in accordance with the terms and provisions of this Agreement. It is the intent of the Union and the Employer to implement a new payplan effective May 1, 1994, as stipulated below. The new payplan is established utilizing the wage survey prepared by the City of Atlantic Beach and adopted by the Atlantic Beach City Commission on June 2, 1993 . Effective August 1, 1994, all employees covered by this agreement will be placed in the most proximate step within the paygrade to which they are assigned which will provide no decrease in their hourly rate. Effective August 1, 1993, the new pay plan, herein attached as Exhibit A (1) shall be fully implimented. Employees who would normally be eligible for step movement between May 1, 1994, and August 1, 1994, shall not be eligible for step movement until 1995. (B) Effective May 1, 1994, the Employer agrees to implement the new payplan as follows: (1) Effective May 1, 1994, all General Maintenance Worker I ' s who are receiving less than $7 . 03 per hour shall have their hourly rate increased by one-half of the difference between their current hourly rate and $7 . 03 per hour. Effective August 1, 1994, these employees will be paid no less than paygrade 102, step C ($7 . 03 per hour) ; (2) Effective May 1, 1994, all General Maintenance Worker II ' s and Utilities Worker's who are receiving less than $8 . 54 per hour shall have their hourly rate increased by one-half of the difference between their current hourly rate and $8 .54 per hour. Effective August 1, 1994, these employees will be paid no less than -46- paygrade 103, step G ($8 . 54 per hour) ; (3) Effective May 1, 1994, all Sanitation Worker' s who are receiving less than $7 . 30 per hour shall have their hourly rate increased by one-half of the difference between their current hourly rate and $7 . 30 per hour. Effective August 1, 1994, these employees will be paid no less than paygrade 103, step C ($7 . 30 per hour) ; (4) Effective May 1, 1994, all Meter Reader' s who are receiving less than $8 . 88 per hour shall have their hourly rateincreased by one-half of the difference between their current hourly rate and $8 . 88 per hour. Effective August 1, 1994, these employees will be paid no less than paygrade 103, step H ($8 . 88 per hour) ; (5) Effective May 1, 1994, all Lead Maintenance Worker/Driver's, Lead Sanitation Worker/Driver's and Lead Utilities Worker's who are receiving less than $8. 90 per hour shall have their hourly rate increased by one-half of the difference between their current hourly rate and $8. 88 per hour. Effective August 1, 1994, these employees will be paid no less than paygrade 104, step G ($8.90 per hour) ; (6) Effective May 1, 1994, all Utility Plant Operator - Trainee' s who are receiving less than $8 .23 per hour shall have their hourly rate increased by one-half of the difference between their current hourly rate and $8 .23 per hour. Effective August 1, 1994, these employees will be paid no less than paygrade 104, step E ($8 .23 per hour) ; (7) Effective May 1, 1994, all Dispatcher' s and Crew Chief's who are receiving less than $9. 61 per hour shall have their hourly rate increased by one-half of the difference between their current hourly rate and $9. 61 per hour. Effective August 1, 1994, these employees will be paid no less than paygrade 105, step G ($9. 61 per hour) ; (8) Effective May 1, 1994, all Mechanic I ' s and Heavy Equipment Operator' s who are receiving less than $9. 60 per hour shall have their hourly rate increased by one- half of the difference between their current hourly rate and $9. 60 per hour. Effective August 1, 1994, these employees will be paid no less than paygrade 106, step E ($9. 60 per hour) ; -47- (9) Effective May 1, 1994, all Mechanic II ' s who are receiving less than $13 . 10 per hour shall have their hourly rate increased by one-half of the difference between their current hourly rate and $13 . 10 per hour. Effective August 1, 1994, these employees will be paid no less than paygrade 108, step I ($13 . 10 per hour) ; (10) Effective May 1, 1994, all Water/Wastewater "C" Operator' s who are receiving less than $10 . 35 per hour shall have their hourly rate increased by one-half of the difference between their current hourly rate and $10. 35 per hour. Effective August 1, 1994, these employees will be paid no less than paygrade 108, step C ($10 .35 per hour) ; (11) Effective May 1, 1994, all Lead Utilities Plant Operator' s (Dual Certification) who are receiving less than $14 . 15 per hour shall have their hourly rate increased by one-half of the difference between their current hourly rate and $14 . 15 per hour. Effective August 1, 1994, these employees will be paid no less than paygrade 109, step I ($14 . 15 per hour) ; (12) Effective May 1, 1994, all Maintenance Foreman's and Sanitation Foreman' s who are receiving less than $11 . 63 per hour shall have their hourly rate increased by one- half of the difference between their current hourly rate and $11 . 63 per hour. Effective August 1, 1994, these employees will be paid no less than paygrade 109, step D ($11 . 63 per hour) ; 27 .2 The Job Classification/Grade Chart is set forth in attached Exhibit B. 27 . 3 Entrance Wage Determination/Demotion: A. Original appointment to any position, or the appointment of a current employee to a new and different position, shall normally be made at the entrance rate and advancement from the entrance rate to maximum rate within the pay grade shall be by successive four (4%) steps. Upon recommendation of the Department Head, the City Manager may approve initial compensation at a higher rate in the range for the position when the needs of the City make such action necessary. B. Except as provided in the second sentence of this -48- subsection, when an employee is demoted to a different position classification, he shall receive the pay rate in the lower pay range of the new position which is deemed appropriate by the Department Head. Provided that, should the demotion be the result of non-disciplinary action (e.g. , a reduction in force) , the demoted employee shall receive the rate in the lower position classification pay range which provides the smallest possible decrease in pay. C. When an employee is promoted to a classification with a higher base rate of pay, the pay rate of that employee shall be the lowest step in the higher range that will provide at least a five percent (5%) increase over the rate received immediately prior to promotion. 27 . 4 Advancement within merit step plan. A. Except as set forth below, advancement within the step plan shall occur no sooner than twelve (12) months from the employees date of hire or date of last increase, provided the employee receives a satisfactory or above rating from his Department Head, and such advancement is approved by the City Manager. Thereafter, employees who have previously advanced to the top step of the payplan shall be eligible for an annual three (3%) percent bonus twelve (12) months from the date of their last increase. The annual bonus shall replace step movement and shall be contingent on continued satisfactory service. The bonus shall not be paid in the employee' s base rate of pay, rather the bonus shall be paid in a lump-sum payment on the employee' s anniversary date. Employee' s who receive an overall above satisfactory evaluation rating shall receive a two (2%) percent one-time bonus in addition to their normal step increase. Employee' s shall receive the bonus at the same time they receive their step increase. The two (2%) percent one-time bonus shall be computed on the employees base salary after he/she receives the step increase. For the purposes of this plan, the date of last increase shall be the most recent date upon which any of the following actions occurred to an -49- employee: Date of promotion. Date on which an employee received a step increase. Cost of living adjustments or general increases shall not be considered as the date or last increase. B. For purposes of determining whether or not the employee has satisfactorily performed services for the City for advancement in the step plan, the Department Head shall notify the City Manager of the Department Head' s evaluation, with his recommendation for any step increase. If the employee' s performance has not been graded as satisfactory during the applicable time period, the employee' s advancement may be delayed pending improvement. Employees who have had their step increase delayed shall be reevaluated at least quarterly, or earlier if improvement is noted. The employee shall be advised in writing as to the reason his step increase was not granted at the usual time and if the employee feels the evaluation procedure was not followed, he may invoke the grievance procedure and submit the grievance at Step II . The evaluation rating of an employee under this Article is within the sole discretion of the City and thereby is not subject to the grievance or arbitration procedures of the contract. Evaluation for satisfactory service shall be standard in writing throughout the bargaining unit with each activity using the same evaluation form and procedure as set forth in attached Exhibit C. 27 . 5 Any employee covered by this Agreement who is temporarily required by the Director of Public Works or his designee to perform the duties of a higher classification shall receive pay at a rate of five (5) percent above the employee ' s regular rate of pay, provided that: (a) The duties and responsibilities of the higher classification are assumed in full for a minimum of one (1) eight-hour working day, and; (b) The working out of classification pay is approved -50- by the City Manager or his designee prior to appointment of the employee to the higher position. If the two (2) conditions set forth are not fully satisfied, the employee will receive the rate of pay of his regularly assigned classification for each hour worked in the higher classification. -51- ! heJtoria • • .. . . . 4. _ . . , . ....... . .. . .. . .Atl . ....• t • h f • found.. . o � low By Kevin Hogencamp Atlantic Beach hired the firm in July, pay- directly delegate authority to." $38,146. - . Staff writer ing it $12,025 to review the city's salary Ms. Callahan presented the pay plan to city If accepted, the new pay plan probably ATLANTIC BEACH — Most of the city's structure and make staffing recommenda- commissioners last week. Commissioners will would not become effective until the fiscal 102 employees are paid lower salaries than tions. The study was needed, City Manager review it and form a committee of employ- year that begins Oct. 1, 1991, he said. employees with similar jobs in the Jackson- Kim Leinbach said, to determine how fairly ees and department heads to review its mer- The pay system would increase salaries an ville area and in other small Florida cities, a the city provides for its employees and how its. Mayor Bill Gulliford said. '.-- • .. average of 4.4-percent,_ but some workers private consultant has told the city. prepared it is to attract the best workers. Under the proposed pay plan, a beginning would not get raises, Ms. Callahan said. - Salary inequities are particularly evident in As a result of the study and interviews lower-level positions, while a few manage- with employees, the firm has recommended sanitation worker's annual salary would in- A similar pay system has been adopted in mens-level employees receive salaries above that the city adopt a new pay-classification crease from $10,604 to $11,818, a beginning Jacksonville Beach, despite strong objections the market level, said the consultant, Slavin, system and hire five new employees. accounting clerk's salary would increase ,from police officers, who no longer will re Nevins& Associates of Norcross, Ga. -_ -=s=The firm also recommended reorganization from $12,368 to 13,531, and a beginning pur- ceive salaries equal to 90 percent of the cala- ':- -"Some of the higher-level positions are a of public works, finance and building depart- chasing agent's salary wouid increase from ..ries paid to Jacksonville police. ..,...7:A.:11:1,..:-.' title over market, and that makes sense be- ments to provide directors with assistants $18,173 to $20,496- ._ . t;.,atlantic Beach police officers also are un cause the city is competing with many other who are second-in-command. - - ' Meanwhile, the maximum salary paid to -der the 90-percent panty plan with Jackson- . 'Cities and industry for leadership," said Joy -' "Every department needs managerial the fire chief would drop from $45,671 to ville, but their salaries are negotiated by a .,Cailahan, project manager for the govern- depth," 'Ms. Callahan said. "Currently, 544494, and the maximum salary paid to the collective bargaining unit and likely would rrent consulting firm. ` there's no one for the department heads to utility plant chief would drop from 339,256 to not fall, city officials said. -4:::