Item 8CAGENDA ITEM #8C
CITY OF ATLANTIC BEACH ocTOBER II, Zoo=s
*" CITY COMMISSIONER MEETING
STAFF REPORT
AGENDA ITEM: Approval of Local 630 Blue Collar union contract for the period
October 1, 2004 through September 30, 2005. y
SUBMITTED BY: George Foster, Human Resource Manager ,~O
DATE: October 5, 2004
BACKGROUND: The City and Local 630 Blue Collar union have agreed to the
provisions of a new contract to be effective October 1, 2004.
The key provisions in the contract are:
`~ - General -Clarifies several issues and makes minor
administrative changes/corrections within the contract.
- Art 13.1(c) -Allows an employee to change their leave
accrual limit in increments of 120 hours with no change to the
~,,, minimum of 120 hours or to the maximum of 960 hours as
provided to nonunion employees.
~„ - Art 13.1(e) -Allows employees to select optional cash in
dates as opposed to current twice annual fixed dates as
provided to nonunion employees.
- Art 20.3 -Increases the employee contribution rate to pension
plan by +1 %.
- Art 20.3 -Reduces the pension multiplier, for new employees,
from 2.85% to 2.5%.
- Art 26.1 -Provides the same pay increase, effective October
1, 2004 for union members as provided to nonunion
employees.
BUDGET: Funds for these changes are currently within the budget.
ATTACHMENTS: Articles with major changes (Art 13, 20, 26, and Exhibit A) are
attached. A copy of the complete contract is available within the
City Clerk's office for review. Added items are in bold
underlined with deleted items in
~"" RECOMMENDATION: That the City Commission approve the Loca1630 Blue Collar
union contract for the period October 1, 2004 through September
30, 2005.
CITY MANAGER:
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AGENDA ITEM #8C
OCTOBER 11, 2004
ARTICLE 13
PERSONAL LEAVE HOURS
13.1 (a) The "Personal Leave Hours" concept is an advancement from the
traditional vacation and sick leave system. Personal leave hours
are not to be considered compensation for services rendered. All
bargaining unit employees may be absent from work and still
receive regular wages provided the employee has a Personal Leave
or Compensatory Time balance, and follows the procedures set
forth in this Article and receives prior approval from the
employee's supervisor, or the appropriate Department Head or his
designee.
(b) When a Personal Leave Hour is used for illness or other
emergencies, employees are required to notify their supervisor, or
if he is unavailable the appropriate Department Head of the nature
of the illness or emergency as early as reasonably possible and no
later than one (1) hour after starting time each day the employee
intends to be absent, that the employee is unable to report to work
because of illness or other emergency; however, employees on
shift work must notify the supervisor or if he is unavailable the
appropriate Department Head no later than one (1) hour before
shift starting time.
Except as stated above when an employee is planning to use
seventeen (17) hours or more of Personal Leave Hours he must
submit his request to take leave in writing to the appropriate
Department Head or his designee at least five (5) calendar days
prior to the first day of the intended absence. When an employee
is planning to use less than 17 hours of Personal Leave Hours he
must submit such request at least forty-eight (48) hours prior to the
first day of the intended absence. The appropriate Department
Head or his designee shall respond to the request as soon as
possible after receipt of the request.
Personal Leave may be taken in increments of fifteen (15) minutes
or more. Approval of leave may be suspended if in the discretion
of the appropriate Department Head such leave would pose a
manpower shortage which would have an adverse effect on the
operation of the Department, or if the notification requirements set
forth in this Article are not followed.
(c) Each employee is required to select a personal leave limit of 120,
240, 360, 480 600, 720, 840 or 960 hours that will best fit the
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AGENDA ITEM #8C
OCTOBER 11, 2004
employee's needs. Employees may change their Personal Leave
limit in December of each year. Those that do not change their
limit shall retain their previously established limit. Thereafter,
+• employees must utilize their Personal Leave Hours or the
employee shall be automatically paid for all hours accumulated
that exceed their established maximum limit in accordance with
~* Article 13.1 (e). Employees who do not select a personal leave
limit will be assigned a 960 hour limit.
(d) For Personal Leave used for illness, the Employer always retains
the right to require medical documentation of the illness.
(e) For hours permissibly accumulated under this Article, the
employee shall be automatically paid. for all personal leave hours
that exceed the personal leave limit as established by the
employee. For the purpose of paying for accrued leave time, the
Employer will automatically pay
the• ~~°* ^°-~ i~n~-BeEemh •. for personal leave on
the cash-in date(s) as selected by the employee.
In December of each year, employees will have the option to
select one of the following leave cash-in dates options: (1) first
pay date in June and December; (2) first pay date in June
only; or (3) first pay date in December only. €e~-Personal
leave cashed in will be based upon the cash in dates as selected
by the employee and the employee's personal leave account
balance on the pay period that immediately precedes the
designated cash-in date(s) as selected by the
employee. Employees who do not select acash-in date(s) will
retain their current cash-in date(s) option.
(f) No Personal Leave Hours may accumulate to an employee who is
in a non-pay status or utilizing donated leave.
~„ (g) Subject to the restrictions contained in this Agreement Personal
Leave Hours shall accumulate during each pay period and shall be
credited to the employee at the end of the pay period.
(h) An eligible employee who resigns with at least two (2) weeks
notice, is laid off, or whose employment has not been involuntarily
terminated shall be paid for any unused accruals.
(i) The accrual rate of Personal Leave Hours shall be determined as
follows:
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Years
'""' Beg. 1st through 3rd yr.
Beg. 4th through 7th yr.
Beg. 8th through 11th yr.
"~" Beg. 12th through 15th yr.
Beg. of 16th year and over
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AGENDA ITEM #8C
OCTOBER 11, 2004
Hours Per Total Annual
Pay Period Hours
5.81 1 S 1
6.78 176
8.31 216
9.85 256
10.47 272
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AGENDA. ITEM #8C
OCTOBER 11, 2004
ARTICLE 20
INSURANCE
20.1 The City agrees to continue to provide employees with a group term life
insurance policy. The City agrees to pay the premiums for the employees'
coverage for such insurance.
20.2 The City agrees to provide employees with the same basic group health
insurance program as offered to other City employees. The City agrees to
pay the same amount of premium for the same insurance coverage,
including dependent coverage, for bargaining unit employees as it does for
other City employees.
20.3 Effective upon necessary changes to the General Employees Pension
Plan, employees participating within the City's General Employees
Pension Plan shall have their pension contribution rate changed from
two percent (2%) to three percent (3%) of salary.
20.4 Effective upon necessary changes to the General Employees Pension
Plan, new employees will contribute three percent (3%) of salary and
shall have their multiplier changed from two-point-eight-five percent
(2.85%) to two-point-five percent (2.5%) of salary.
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AGENDA ITEM #8C
OCTOBER 11, 2004
ARTICLE 26
WAGES
26.1 (a) Effective October 1, 2004, the salary ranges within Exhibit "A" bye
been shall be increased by three (3%) percent. Employees covered by this
Agreement shall have their pay adjusted as follows:
- If a probationary employee with less than six (6) months service, the
employee's pay shall be adjusted by three percent (3%).
- If employee has completed their initial probationary period and
received an evaluation of "Meets Requirements" or above, they shall
have their pay adjusted by six percent (6%) of the new midpoint for
their pay grade.
- If an employee does not receive at least a "Meets Requirements"
overall evaluation, they shall not receive a pay adjustment a~-the
~,,, - Employees who receive an overall rating of "Below
Requirements" on their evaluation, or who believe the City did
not follow the City's performance guidelines, may file a grievance
utilizing the grievance procedures contained within Article 10.
Bonuses. Employees of the bargaining unit are eligible to receive a bonus
~.. -based upon performance in accordance with the City's performance
evaluation program guidelines.
The pay grades and salary ranges for classifications within the bargaining
unit are incorporated herein as Exhibit "A".
Minimum Pay. In no case shall an employee's pay be established below
the base pay for the grade of the position to which the employee is
assigned.
Maximum Pay. In no case shall an employee receive a pay increase that
would result in the employee's pay exceeding the maximum pay for the
grade of the position to which the employee is assigned.
(b) Lon eg vity: All eligible employees shall receive twenty-five ($25.00)
~" dollars per month for each five years served with the City up to and
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AGENDA ITEM #8C
OCTOBER 11, 2004
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through the 20th year. This amount shall be placed into the employee's
base pay.
(c) Wastewater/Water Operators: Wastewater Operator I's that receive the
appropriate license for advancement to Wastewater Operator II shall
receive a five percent (5%) in grade pay advancement without any change
to their grade and shall have their title changed to Wastewater Operator II.
Wastewater/Water Operator III's that receive the appropriate license for
advancement to Wastewater/Water Operator IV shall receive a five
percent (5%) in grade pay advancement without any change to their grade
and shall have their title changed to Wastewater/Water Operator IV.
Wastewater Operator I's or II's that receive the appropriate license for
advancement to Wastewater/Water Operator III or IV, shall receive a
~„ promotion to the higher grade and have their title changed to
Wastewater/Water Operator III or IV with their salary adjusted in
accordance with Article 26.5.
26.2 The Job Classification/Grade Chart is set forth in attached Exhibit A.
26.3 Entrance Wage Determination:
(a) Initial appointment to any position shall normally be made at the
entrance rate of pay established for the position. Upon
recommendation from the Department Head, the City Manager
may approve the hire of a new employee at a rate of pay above the
starting rate of pay. However, a new employee may only be hired
at a rate above the entrance rate of pay established for the position
if:
1. The needs of the City make such hire action necessary and
all other employees within the same classification have
their base salaries increased to be equal to that of the newly
hired employee, or;
2. The new employee has job related training and/or
experience that clearly exceeds that of current employees.
Prior to City Manager approval of initial pay under this
provision, the City will notify the union, in writing, of the
proposed action and allow the union three (3) workdays to
provide comments.
26.4 Lateral Transfers: When an employee is either recruited to or assigned
another job within the same salary grade and with essentially the same job
~"' responsibility level, they will remain at their current salary level and salary
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AGENDA ITEM #8C
OCTOBER 11, 2004
grade to which they are currently assigned.
26.5 Promotion: A promotion is the advancement of an employee from their
current position to another open job, with greater responsibilities, in a
higher pay grade. The promotion is based on documented, demonstrable
increase in the scope of work. The granting of a different title alone,
without a change in pay grade, does not warrant a promotional salary
increase.
(a) Salary Adjustment: An employee who receives a promotion to a
higher salary grade (either by taking on a new position or the
employee's current position is reclassified to a higher salary grade)
should receive a salary increase at the time the promotion becomes
effective, to a least the minimum of their new pay range or an
amount equal to the percentage difference between the current and
new grade midpoints, whichever is greater.
(b) Calculating a Promotional Increase: Since a promotional increase
is granted to recognize the assumption of additional job duties and
responsibilities, the size of the increase. is calculated as a function
of the size of the promotion, rather than as a percentage of current
salary. The formula used to calculate the promotional increase is
as follows:
New Midpoint -Current Midpoint =Promotion Increase Amount (%*)
Current Midpoint
or
An increase to the minimum of the new pay grade, whichever is
greater.
* Not to exceed 12% unless required to bring employee's salary to
the minimum of the new pay grade.
26.6 Demotion: Demotions are defined as reductions in job duties and
responsibilities that result in a salary grade reduction. When an employee
is demoted, the employee will receive a decrease in pay equal to the
midpoint differential between the pay grade their job is currently assigned
and the newly assigned pay grade. The formula used to calculate the
salary decrease associated with a demotion is as follows:
New Midpoint -Current Midpoint =Promotion Decrease Amount (%*)
Current Midpoint
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AGENDA ITEM #8C
OCTOBER 11, 2004
or
A decrease to the maximum of the new range, whichever is greater.
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. Employees demoted for non-disciplinary
reasons shall if possible be reassigned to other duties commensurate with
his/her qualifications for the position. The Employer will make a
reasonable effort to reassign the employee in accord with the provisions of
this section.
26.7 Evaluation for satisfactory service shall be standard in writing throughout
the bargaining unit with each activity using the same evaluation form and
procedure as that utilized for all other City employees. If the employee
believes the evaluation procedure was not followed, he may invoke the
grievance procedure and submit the grievance at Step I.
26.8 Any employee covered by this Agreement who is temporarily required by
the appropriate Department Head 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 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.
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AGENDA ITEM #8C
OCTOBER 11, 2004
EXHIBIT A
CITY OF ATLANTIC BEACH
JOB CLASSIFICATION/PAYGRADE
EFFECTIVE ~8~1~ 10/01/04
SALARY RANGE -HOURLY
GRD MIN MID MAX TITLE
13 x:99 ~-1~ ~-3-E-5
9.36 11.71 14.06
Gardener
General Maintenance Worker
Meter Reader
Painter I
Park Attendant
~,,, 14 9~ ~9 ~-4:-8-'~
10.22 12.77 15.32
~,,, 15 ~~ ~-3-.~A -~
11.14 13.92 16.70
,~„ 16 ~7 ~4.-7~
12.12 15.16 18.20
17 -1-23 -1-6~ ~~
13.21 16.52 19.83
18 ~-~99 ~4} X9:9.9
14.42 18.02 21.62
19 ~5-:2-5 ~9-: A~ ~.?SA
15.71 19.64 23.58
Dispatcher/Public Works
Painter II
SignBuilding Maintenance
Cross Connection Administrator/GIS Technician
Heavy Equipment Operator
Mechanic
Utilities/Collection/Distribution Operator
No classifications assigned to this grade
Crew Chief
Wastewater Operator I (Wastewater "C")
Wastewater Operator II (Wastewater "B")
Wastewater/Water Oper. III (Double "C")
Wastewater/Water Oper. IV ("B" WW, "C" Water)
NOTE: Above may differ from final AS400 computer pay based upon computer
rounding program.
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