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Item 8B ~~ CITY OF ATLANTIC BEACH CITY COMMISSIONER MEETING ~, STAFF REPORT AGENDA ITEM: Approval of the Loca1630, White 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 White Collar union have agreed to the provisions of a new contract to be effective October 1, 2005. The key changes 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. BUDGET: ATTACHMENTS: RECOMMENDATION: CITY MANAGER: - 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. Funds for these changes are currently within the budget. 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 held-s~il~l~s~tg#. That the City Commission approve the Local 630, White Collar, union contract for the period October 1, 2005 through September 30, 2006. AGENDA ITEM #SB JANUARY 9, 2006 ~. AGENDA ITEM #8B JANUARY 9, 2006 ~. ARTICLE 12 HOLIDAYS Note: The overtime and holiday provisions of this Article may not apply to exempt employees. Exempt employees shall be provided holidays in accordance with the FLSA and the City's exempt employee policies. 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 4th Fridav in November "~" 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 workweek: 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, Christmas 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. Fur 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 8 hours per holiday (88 88 hours per year) of holiday leave and/or holiday pay. "~ AGENDA ITEM #8B 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 with 8 hours at straight time rate in order to equalize the observed legal holidays in' Section 12.1. 12.3 Nonexempt employees who work on the observed holiday shall receive their normal ' hourly rate of pay for each hour worked plus, at the Employer's discretion, either one-half ('/z) of the employee's regular hourly rate of pay, or one-half ('/z) hour of compensatory time hour-for-hour for each hour worked during the declared holiday. In addition, nonexempt employees shall receive 8 hours of pay or 8 hours of compensatory time for the holiday. Exempt employees shall be compensated for the holiday in accordance with the City's exempt employee pay policies. 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 (if requested by the supervisor), 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 unuaid 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. 0 .._ ~. ARTICLE 20 INSURANCE AND PENSION AGENDA ITEM #SB JANUARY 9, 2006 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 such City provided coverage. 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 t;ve three percent Ems} 3% to tlkuree four percent {~°4~ 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 , 0 multiplier is changed from two-point-eight-five percent (2.85%) to two-point-five percent (2.5%). e€-safa~: .. ~. __ AGENDA ITEM #8B 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: - I#' An employee with less than six (6) months service, as of September 30, 2005, t#e-tm~l~~ 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, emplovees who have been recommended for ~. reclassification (see Exhibit A), will receive at least fifty percent (50%1 of the ~propriate pav increase in their pav effective October 1, 2005 and anv additional pav adjustment in their pav effective October 1, 2006.provided both pav adjustments do not exceed the difference in the midpoints for the current grade and new grade or the maximum pav for the grade. Reclassification pav adjustments 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 Requirements" 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 #8B JANUARY 9, 2006 +~ position to which the employee is assigned. Bonuses: Employees in the bargaining unit are eligible to receive a bonus based upon receiving an "Above Satisfactory" performance evaluation in accordance ~** with the City's performance evaluation program. (b) Longevity- 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 in addition to the employee's base pay and paid as an "add PaY~~~ 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 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 ~. ~.. ._~ AGENDA ITEM #8B JANUARY 9, 2006 ~. 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: ~-E - PremeEien llee~ease i4vteun E(",6~ GarreeEMiA~eie4 Stea 1: Current Midpoint -New Midpoint = Decrease Amount New Midpoint Stea 2: Current Pav = New Pav (1 + Decrease Amountl or A decrease to the maximum of the new range, whichever is greater. Citv Initiated Non-Discialianrv 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 .. AGENDA ITEM #8B JANUARY 9, 2006 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 shall make the final decision as to reassignment of and pay for 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 emglovee 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 qav or above the maximum qav for the new grade. The formula used to calculate the salary decrease associated with a "' emglovee requested demotion is: Step 1: Step 2: Current Midpoint -New Midpoint = Decrease Amount New Midpoint Current Pav = New Pav (1 + Decrease Amount) or A decrease to the maximum of the new range, whichever is Sreater. 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 non-union City employees. If the employee believes the evaluation procedure was not followed, they may invoke the grievance procedure and submit the grievance at Step 1. 26.8 Any employee covered by this Agreement who is temporarily required by the appropriate Department Head or his designee to substantially perform the duties of a higher classification and who is expected to perform such duties for a period that will exceed five (5) working days (40 hours) shall be eligible for Acting Capacity /Out of Position pay in accordance with City policy. ~. ~. AGENDA ITEM #8B JANUARY 9, 2006 GRD MIN 14 40.3 10.53 13E14 ~~ X3%14 8:60- 13/14 8~0- 43/14 8~ 43/14 1.36 X3/14 1:36 13/14 1:36 X3/14 1:36 15 114 11.47 14/15 40:3 14%15 1A~2- 16 433 12.48 13/16 1:44 17 ~1 13.61 18 14.43 14.85 1'x/18 ~1 19 ~5:~ 16.18 20 EXIIIBIT A CITY OF ATLANTIC BEACH JOB CLASSIFICATION/PAYGRADE EFFECTIVE -I~~9~?884 10/01/05 NiID 13.7 13.15 14.34 15.61 ~a X6:53 17.02 483 18.56 X53 41:64 20.23 MAX ~~ 15.78 17.20 18.75 460 ~3 20.42 31:63 22.27 X9:8-3 33:58 24.29 17.00 22.66 28.31 21 198 33-18 317 18.52 24.70 30.87 22 30:44 36:$5 33:57 20.74 27.66 34.58 TITLE Records Management Clerk Customer Service Representative Police Records Clerk Property Evidence Records Clerk Recreation Leader Accounts Payable Clerk Police Records Specialist Receptionist /Building Permit Clerk Utility Billing Specialist Secretary (City Clerk) Animal Control Officer Recreation Coordinator Emergency Communications Officer Administrative Assistant (Parks/Rec) Purchasing Agent Code Enforcement Officer Accountant Computer Network Technician Deputy Building Official Public Works Inspector Technical Designer Special Projects Manager