Item 8A~. AGENDA ITEM #8A
JANUARY 9, 2006
CITY OF ATLANTIC BEACH
CITY COMMISSIONER MEETING
STAFF REPORT `
AGENDA ITEM: Approval of Loca1630 Blue Collar union contract for the period
October 1, 2005 through September 30, 2006.
SUBMITTED BY: George Foster, Human Resource Manager
DATE: January 3, 2006
BACKGROUND: The City and Loca1630 Blue Collar union have agreed to the
provisions of a new contract to be effective October 1, 2005.
The key provisions in the contract are:
- Art 12.1 -Provides Veterans Day as an additional holiday.
~„ - Art 20.3 -Increases the employee contribution rate to the
pension plan by +1% effective upon the Pension Plan being
changed and by +1% beginning September 24, 2006.
- Art 26.1 -Provides the same pay increase, effective October
1, 2005 for union members as provided to non-union general
employees.
- Art 26.1 -Provides 50% of the reclassification amount
effective October 1, 2005 to employees whose positons have
been reclassified and the remainding amount next year.
BUDGET: Funds for these changes are currently within the budget.
ATTACHMENTS: Articles with major changes (Articles, 12, 20, 26, and Exhibit A)
are attached. A copy of the complete Union contract is available
within the City Clerk's office for review. Added items are in bold
underlined with deleted items in bald-s#-ril~>t#tetrgh.
RECOMMENDATION: That the City Commission approve the Loca1630 Blue Collar
union contract for the period October 1, 2005 through September
~" 30, 2006.
'~" CITY MANAGER: o
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AGENDA ITEM #8A
JANUARY 9, 2006
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
Veterans Dav November 11th
Thanksgiving Day 4th Thursday in November
Friday after Thanksgiving Day Friday after Thanksgiving
Christmas Eve December 24th
Christmas Day December 25th
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.
For employees that work a Monday through Friday:
Whenever Christmas falls on a Saturday, Christmas shall be
''""'' observed on the preceding Friday, with Christmas Eve observed on
the preceding Thursday.
~"" Whenever Christmas falls on a Sunday, Christr~las shall be
observed on a Monday, with Christmas Eve observed on the
preceding Friday.
Whenever Christmas falls on a Monday, Christmas shall be
observed on Monday, with Christmas Eve observed on the
'~ preceding Friday.
For employees that work shifts other than Monday through Friday,
Holidays shall be observed on the actual date that they occur.
Note: Full Time employees shall be entitled to a maximum of eight (8)
hours per holiday (89 88 hours per year) of holiday leave and/or holiday
pay.
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AGENDA ITEM #8A
JANUARY 9, 2006
12.2 Whenever an observed holiday occurs on an employee's scheduled day
off, the Employer shall
provide the employee with 8 hours of
compensatory time at straight time or compensate him nt with 8 hours
at straight time rate in order to equalize the observed legal holidays in
Section 12.1.
12.3 Employees who work on the observed holiday shall receive, in addition to
their regular straight time hourly rate of pay, at the Employer's discretion,
either one and one-half (1'/2) of the employee's regular hourly rate of pay,
or one and one-half (1'/2) hours 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, paid sick leave substantiated by a doctor's
certificate, or other paid absences excused by the appropriate Department
Head.
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.
12.6 Employees who are on an unpaid leave of absence, layoff, or in a non-
pay status 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.
12.9 Those employees who work a holiday,
ee~Ie~ee shall be paid at time and one-half (1-1/2) for all hours worked
on the holiday and paid up to eight (8) hours holiday pay or provided u~
to eight (8) hours compensatory time for holiday hours not taken off, but
in no event shall the employee receive, in either pay or time off, an
amount in excess of double time and one-half (2-1/2) for eight (8) holiday
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AGENDA ITEM #8A
JANUARY 9, 2006
hours.
12.10 Temporary employees shall not normally be utilized to perform work on one of
the holidays listed in Section 12.1. The Employer may utilize temporary'
employees to work the above holidays only after employees performing similar
work within the designated bargaining unit have first been given the opportunity
to work, and have declined said assignment.
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AGENDA ITEM #8A
JANUARY 9, 2006
ARTICLE 20
INSURANCE AND PENSION
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 ~e three percent ~} ~~
to three four percent {~°/~ 4% of salary and effective September 24, 2006
from four percent (4%) to five percent (5%) of salary.
20.4 Effective, for employees hired on/after April 11, 2005, the pension benefit
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multiplier is changed from two-point-eight-five percent (2.85%) to two-point-five
percent (2.5%) e€~ala~.
AGENDA ITEM #8A
JANUARY 9, 2006
ARTICLE 26
WAGES
~. 26.1 (a) Effective October 1, X084 2005, the salary ranges within Exhibit "A" shall be
increased by three (3%) percent. Employees covered by this Agreement shall
have their pay adjusted as follows:
- An employee with less than six (6) months service, as of
September 30, 2005, shall be have their pav 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.
- 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.
In addition to the above,_ employees who have been recommended for
reclassification (see Exhibit A), will receive at least fifty percent (50%) of the
~propriate pav increase in their pav effective October 1, 2005 and anv
additional pav adiustment in their pav effective October 1, 2006 arovided
both pav adiustments do not exceed the difference in the midpoints for the
current grade and new grade or the maximum pav for the wade.
Reclassification pav adiustments will be made after the above pav increases
have been made.
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. Exception:
~„ See "Below Reauirements" evaluation above.
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
AGENDA ITEM #8A
JANUARY 9, 2006
position to which the employee is assigned.
.w (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 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 N.
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/Crrade 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 grade to which they
are currently assigned.
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JANUARY 9, 2006
.. ~ 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 def ned 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:
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Step 1:
Current Midpoint -New Midaoint = Decrease Amount
New Midpoint
Step 2:
Current Pav = New Pav
(1 + Decrease Amount)
AGENDA ITEM #8A
JANUARY 9, 2006
or
A decrease to the maximum of the new range, whichever is greater.
City Initiated Non-Disciplinary Demotions:
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.
Employee Requested Reassignment (Demotion) to Lower Grade:
When an employee requests a voluntary demotion, the salary of the employee
~"" will be adjusted in accordance with the formula utilized to calculate the
salary decrease associated with a demotion. In no case will the new salary be
established below the minimum pay or above the maximum pay for the new
~"' grade The formula used to calculate the salary decrease associated with a
employee requested demotion is:
Step 1:
Current Midpoint -New Midpoint = Decrease Amount
New Midpoint
Step 2:
Current Pav = New Pay
(1 + DecrPasp Amount)
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or
A decrease to the maximum of the new range, whichever is greater.
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
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AGENDA ITEM #8A
JANUARY 9, 2006
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 #8A
JANUARY 9, 2006
EXHIBIT A
CITY OF ATLANTIC BEACH '
JOB CLASSIFICATION/pAYGRADE
EFFECTIVE 4 10/01/05
SALARY RANGE -HOURLY
GRD MIN MID MAX TITLE
~--3/14 9~6 ~1 }4~ Gardener
L3/14 10.53 13.15 15.78 General Maintenance Worker
x-3/14 Meter Reader
L3/14 Painter I -
~3/14 Park ~4n1 Ranger
14 ~~ I-2-7-'~ ~~ Dispatcher/Public Works
10.53 13.15 15.78
15 }l~}4 }~33 IH~O Painter II
11.47 14.34 17.20 Sign/Building Maintenance
16 ~3
12.48 L5:1~
15.61 I8.20
18.75
Heavy Equipment Operator
Mechanic
Utilities/Collection/Distribution Operator
17 X3.1 I~3 }9;53 No classifications assigned to this grade
13.61 17.02 20.42
18 Iq;g2 ~a 3~3 Crew Chief
~/18 85
14 56
18 22.27 GIS Technician /Cross Connection Administrator
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~S/19 X4.43 ~8:A3 3~:G3 Wastewater Operator I (Wastewater "C")
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~S/19 16.18 20.23 24.29 )
Wastewater Operator II (Wastewater "B
I9/20 ~,~ Lg;~q 2-338 Wastewater/Water Oper. III (Double "C")
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X9120 17.00 22.66 28.31 Water)
Wastewater/Water Oper. IV ("B"WW, "C
Above may differ from final AS400 computer pay based upon computer rounding program.
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