Exh 9AGENDA ITEM #9
JANUARY 12, 2004
January 5, 2004
MEMORANDUM
TO: The Honorable Mayor
and Members of the City Commission
FROM: Jim Hanso
rty Manager
SUBJECT: City Mana er's Report
Bonus Program Awards; Two city employees have received bonuses from the longstanding
Employee Bonus Program. This program allows for employees to get aone-time bonus in
recognition of suggestions, superior achievements, or special acts or services that save money far
the city. The award is 10% of the savings with a maximum amount of $4,000. Two employees
that received the award aze as follows:
Paul Paloti Public Works Department; Paul was able to make a special battering ram for the
Police Department Swat Team. To purchase the equipment would have cost $870.00. Instead,
Paul was able to build the device for $70.00 thus saving the City $800.00. His bonus will be
$80.00.
Sgt Vic Gualillo Police Department; In the early part of 2003, Vic Gualillo was working as a
Detective and Swat Team Commander and prepared specifications for new swat vests. The old
ones had outlived their useful life and had to be replaced. He found a program that could
reimburse part of the cost of purchasing the vests and he volunteered to do the reseazch, make the
contacts and try to obtain the funding. Ultimately, he arranged for a reimbursement of $5,385.00
from the State of Florida, which in turn opens the door for continued police funding in future
years.
While many city employees apply for and receive grants on the city's behalf, for most of them it
is considered part of their job. In Detective Gualillo's case, it was cleazly not part of his job and
obtaining the grant was cleazly above and beyond his call of duty. His bonus will then be
$539.00.
Comparison of Pay, Benefits and Other Policies Between Union Members and General
Employees; One concern reported by Human Resource Director, George Foster to the City
Commission during the recent union contract negotiations was in having policies that were
consistent not only between union and non union employees but between the city's three unions.
This was not only recommended because of fairness between employee groups, but also as a
matter of practicality for ease of administration. While several of the changes in the recent round
of negotiations were made to make policies more consistent between employee groups, a number
of differences still exist. Attached for your information is a five-page comparison of wages,
benefits and other policies that were related to the four groups of city employees.
Item General Em to ees White Collar Union Blue Collar Union Police Union
Wages +3% if less than 6 months
+6% of new midpoint if more than 6 months
Must have Satisfactory evaluation
Acting Capacity
5 days Acting Capacity = 5%
Min 8 hours Out of Position = 5%
Min 4 hour
Pay adjusted based on Palmer & Cay FTO = 5%
City Manager approval City Manager approval Detective = 10%
Standb = n/a Standby = $100 week Standby = n/a
Call back = n/a Call back =Min 2 hours Call back = n/a
Ed. Incentive = n/a *Ed Incentive = Ed Incentive
*BAC = $100 month BAC = $100
*Assoc = $50 month Assoc = $50
*Req City Manager App Plus FS 185 $$$
Wastewater =varies
Longevity = $25 for each 5 yos - "add pay" Longevity = $25 for Longevity = $25 for
each 5 yos -added to each 5 yos - "add pay"
base a
Evaluation System As implemented by City
Bonus Lump sum one time payment of +4% of September 30 base pay, in addition to base pay, not added to base
ay.
Compensatory Time Max accrual = 50 hours Max accrual = 100 hours
All over 1 hour cashed in on September 30th
Shift Changes n/a 48 hours notice As much notice as
ossible
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Item General Em to ees White Collar Union Blue Collar Union Police Union
Hours of Work and After 40 hours in a work week. Most paid time counts. After 80 hours in a
Overtime 14 day pay period.
Most paid time counts.
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Overtime will be compensated at time and one-half (1-1/2) for all hours worked in excess of forty (40)
(eighty (80) for police) hours within any seven (7) (fourteen (14) days for police) consecutive calendar
day City established work period. Compensation for overtime hours worked shall be paid to the employee
during the same pay period in which it is worked, providing the paperwork is delivered to the appropriate
payroll office in a timely manner to process for that pay period.
Employee's paid holidays taken, paid compensatory time taken, paid personal leave taken, and other
approved paid leave taken, except donated leave, shall be included as "hours worked" for the purpose of
overtime payment. Exception: Employees who work shifts and would not otherwise be scheduled to work
on a holiday (that is, the holiday falls on their scheduled day off), and who receive holiday pay, shall not
have the holiday count as hours worked.
Break Periods Not addressed Two- 15 minute breaks Not addressed
1 in first 4 hours
1 in last 4 hours
Lunch Breaks Not addressed As least 30 minutes Not addressed
Probation 6 Months 12 Months
FS 112 applies
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Until an employee completes probation, they are "at will" employees and may be terminated without cause.
Such decision to terminate is not subject to the grievance or arbitration procedure.
NOTE: Still need to following documentation, notification and re-disci linary meeting rocedures.
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Item General Em to ees White Collar Union Blue Collar Union Police Union
Hiring & Promotions Can "post" job "in house" or directly "in house" and "outside" at same time. Will establish promotion
Can promote or hire most qualified. procedures based upon
Must interview all qualified current employees that apply. circumstances.
The City shall make all determinations of the qualifications of the applicants
applying for open or promotional positions. Factors to be considered include,
but are not limited to: those factors within the job description, education,
knowledge, skills, abilities, past performance, work history, attendance,
characteristics, interest in the position, and seniority. During the selection
process, if all things are comparable with regards to the above factors, current
City employee(s) requesting a promotion, or reassignment, will be given
riorit consideration over other applicants of similar qualifications.
Union Stewards Union stewards are not entitled to time off for grievances. There are different union stewards as follows:
Blue Collar:
PW/Water/Parks: Jack Baldwin Alt: Barrion Hill
AB Water/Wastewater: Desmond Green
Buccaneer Water/Wastewater: Glen Spencer Alt: Mike Fields
White Collar:
Lenny Jevic
Police:
Vic Ra or
Discharge and Can submit grievance Exception to grievance -probationary employee
Discipline
Grievance Procedures Minor changes. Replies required in writing. New grievance form being Minor changes
established. FS 112 also a lies
Union Pool Time n/a Policy inactive
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Item General Em to ees White Collar Union Blue Collar Union Police Union
Holidays Reduced from 11 holidays to 10 holidays.
Deleted employee's birthday and provided Personal Leave for birthdays not taken and pro-rated Personal
Leave for period since last birthday PLUS increase leave accrual by 8 hours per year or .31 hours per
pay period.
Paid time and half for ALL hours worked on a holiday P LUS:
Provided 8 hours "extra" holiday pay or Comp Time for the holiday worked. Provided 10 hours - or 8
hours "extra" holiday
pay or Comp Time to
corresponding with
employee's scheduled
shift.
Personal Leave Effective November 2003, all employees have same leave accrual rates:
Hours Per Total Annual
Years Pay Period Hours
Beg. 1st through 3rd yr. 3-59 -1-43
S. 81 1 SI
Beg. 4th through 7th yr. ~ ~-3g
6.78 176
Beg. 8th through 11th yr. Sr:99 X98
8.31 216
Beg. 12th through 15th yr. 9:~-; 2q.g
9.85 256
Beg. of 16th year and over ~9: }( ~4
10.47 272
All employees can now change their maximum leave accrual limit in December of each year.
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Item General Em to ees White Collar Union Blue Collar Union Police Union
Uniforms The City will furnish employees required to wear No changes to Union The City will furnish
uniforms in the performance of their duties with contract: employees required to
uniforms and equipment necessary for their use. 11 Pants wear uniforms in the
11 Shirts performance of their
Hats duties with uniforms and
equipment necessary for
their use.
Repair or replacement provided.
No laundr listed Laundry service re uired
H:\oldpc\MyFiles\03-Union-Negotiations-GENERAL INFO\Summary.doc
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