Resolution 96-867R}:SOLUS I. M1
A Rt SOL(J`fIOh OF'rH2 CITY CD\I\tiSSI(n'OF'IHI C:rrYOFI..OhGIVODD_
S f (RNA. AC'CI PI ING M'D API I.O\1,G I']IF AGRI t MF,N'r RFI'P FF.N 1"Ht
CI fY ([ I (NGN OOD, fLOR1DA 1\D I IIF N"ifR\ \ I IO\ \LLN(ON 01=
GPI R A I ING F-111'F11S. [,.CAI, 603(`OVERING 1 HE PERIOD OCI'OBI R L
1995 THROt7GH SEPTEMAFR JO. 199R.
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NOA rHFRF.FORr, RI: 11 RES(I V I,I) AS FOLLM'S-
I_ Thal lhenSaclt`d agS nS b111,11,She C'","Itnngwood and She lnremsiional
[!nlo ,Jf iSd Ci4 on loi<16�'S.'b ad Fp'oved ar vc(ctO I
1995.
of IAn��a00d_ FlOtlda.
PASSED AND.AI)OPI ID I HIS DAS 01- A.D., 1996.
—T
W Illiam \UiiStton. Mayar
nrn=�r,
o. [ambd Gly,clorh
n.PP, I oeaaa�n �rvtonL �s ,d zr u.onh c aao�� oed 11 �da,anl>.
RLhad S. [n11a5J.-_C SIASo. Sey
AGREEMENT
between
CITY OF LONGWOOD, FLORIDA
and
INTERNATIONAL UNION OF
OPERATING ENGINEERS (AFL-CIO)
(IUOE)
LOCAL 673
TABLE OF CONTENTS
Article I.... ..... _..........Union
Article 2.......................Pledgc
Article 3.......................Union
Articl 5. ................Sp
cial Meetings. _. ......... ............................. 8
Anicle6 ..............Gr
eva tee Procedu e _....... ...................... 9
Article] .,_.......Ab
on ............... ........... ..................... 14
Article 8 .............Di
-ph —and Di.cl ge ...... ........... ..................,..... 16
Article 9 .............Tu
t o: Reimburse n t ................. ..................... 19
Miele 10 ...........
Promotional Vacant cs ......... ...... .......... 21
Mille
.......,.. 22
Artic..............H
I2
dnJs ........... .................. ......................... 23
Article 13
........V "Leave....... ......... ...................... 25
Article 14 ...........5
ck Leave ........... ......... ................. 27
Article l5 .............Bereavement
Le— ....,,.. ......................... 30
Article 16
.........Armed Fo ves/M I'taty Leave ......_.. __.............. ... 31
Artiiccl
Dnlay and'cl P dng3
Ae
Tnp"y Dixability/Maity Leave...................... .......... ....._... 34
Article 19
._....Work Related Ilply Le ve - .._........__..__....36
Article 20 ...........Perso
tal Leave Wi h P y................. ......................... 38
Article 2 L..................
Safety, Education. Trainine & Tool Allowance,..............,.............. 39
Article 22
_.........Heal h wtd Welfare. ............ ..........._............. 41
Article 23 ..,........Work
Haws. Ove t :e ........... ........................ 44
Article 2A ..............On
Call/Stand By C pe cation.......... ............. .... .... 45
Artic125
...........Call Buck Compen.ston ......... ........... ..... _. 46
Article 26 ............Lo
8 v�ty............... .......... _..._.. _ .......... 4]
Articl]. ...............
Wag-..... ............... ......... .............._........ 48
Article 28 ........,...Terms
and Agree ne Mod ftcation..... ........... .......... 49
Article 29
.....,...Management R'ghts .............. 50
Articl 30 ...........-Working
Out of Cla fattoNfemporryA'9.1—1.... ........... 51
Article 31.............
.......5 r ty ............... _.. _ ........,............... 52
Ani<I 32 ----
.Ull If.,ts............,,.. ........... .............................. 53
Article 33 ..............Signature
Page.... ............ ............... -. 54
This Agre r lento betty tihe City of Longwood, Florid, herecolter
referred to it, the City, and the Ltternational Union of Operating Engineers (AFL-CIO),
hereinafter refereed to as the Union.
It is the intern and dte puryose of this Agreement to assure sound end mutually beneficial
working and ewnomic relationsh ips between the parties hereto. to provide en orderly and
peaceful means of asel_g any misunderstandio¢of differences which may arise, end to set
forth herein basic and full agreement between the panics concerning wageshours. and odser
terms and conditions of employment.
There shall be no individual arrangement contrary to Ne terms he in peo d,d,
It u1 undrvsstood that the Ci ty of Longwood Is engaged in furnishinges it]public
s which vitally elf — the health safely, comfort, and general well-being ofthe public and
both panic hereto recognize the need of continuous and reliable service to the pnblie.
Arliele I
Union Rewgnition
I.I Unicl-61uc Callw.
The Oy re the Un'ro a, the —Itt,im batgaining teprest,iwe for those
employes in llnit I fBlae Collar. that the Union is authorized to represent as follows
Equipment Operator I and 11, Maintenance Man 1 and II. Meter Reeder. Utility
Worker I, Plant Opera r. Coaslraction lnspec r, Mechanic I nod 11. Cross
Connecuon Technician. ¢nd Field Working Sapefvrsor.
"I.I This repre+ is forthe pttrppse of collective bargalntn¢ with ree pcc11
ea. It— ¢atnd other anditio s of entploymc 1,11 ed by Flortida
Law_ The recognilloa is pursuant to rho Cetificate of the Florid¢ Public
Employees Relations Commission. Cenifieate%820 decided in RC 88 052
dared November 9, 1988.
1.2 Un42-Whit1Collar
The City recognize the Union as the exclusive barg¢ining representative far chose
employees in Uni12-W hitn Collar, that the Union is anthorized ro represent as follows
Ace—UClerk. Account Cletk lMdiliec SI-1,y/planning Acsislant. Payroll
Clerk, Records Cletk. Building Assistant. ReceplionisUCletk 11, Codes Enforcement
Officer. building Inspulor. Engineering Technician, Secrerery. Planning Aide
Building Clerk Ill.
1.L2 Thia repres r is for the purpose of collective bargain with respect g
wages. 1, u'¢and other conditions of employment, as thq IF by Florida
Law. The recognition is pnrsoant to the Certificate ofthe Fl RC 52
Employees Relationomm s CissiomC ificate N819, decided in RC ft852 -0
deled November 9, 1988_
13 It is fntther understood and agreed that the Busineus Manager or an alternate will be the
official spokesperson for said Union. Any alternate deignated by the Busines. M¢nagef
shall be designated in writing.
A,ticle2
Pledpe Agaivst Disrritvinalion
21 The provisions of thisAg.—I-1 shall he applied equally to all employee in the bargaining
without discrimivatlon as to age. - l lslates, ivice. color. Med. aational origin.
Ilill affil,wi religion affiliationxI political affiliation. o ntal and physical
mpalrm ts."Fhe Unioashall sh.l,,,Ilywfh,b,Ci,y,h, respovsibiletyforapplyinglhis
pto.ts� n of the Agreement.
22 All ,ifer—ro employees n this Agreement designate both sexes andwheneverthe male
geld,, is used iashall be wnstr,ed to include male end female employee.
23 wit N,hhe, party shell interfere h, restrain, coerce. or otherwise discriminate agains, any
employee fo, exercising his/her right lojoin or not to join the Union.
2 4 If, end in ill evenl an employee 11-1 to seek remedy for alleged discnmination by the
fling of a lawmit iv a County. Circuit of Fderal Court o, a complaint with the EEOC
MIR, a any other ,side agency, then il th,, lm tlr,sIbj,,, f such eompl.l, may not
also be grieved If. and in the, pl,yee 0—nIs to initiate a proceedingro a Conn,y.
Circuit. Federal Court_ EEOC. FCR�,tno, any other o-i& agency- during the pendency of
I
g,ievmme. th, g,i-a— hall hesummanly dismissed.
oracle 3
Union Acli.ities/Representation
3A A -it ten list of the Union Stewards)shall be famished to the City priortotheefft—t, date
o[ their assuming their duties. The Union shall notify the Ciry promptly of any changes of
xuch Uvian Steward(x).
3.2 Wilh prompt notiu to his/her rvpervisor. the Union Stewards) will be given Limn to
to gne es during working li., No more than one (1) hour per week will be
aseti"thts purpose.
3.3 The City shall famish the Union offim with a copy of n11 eurzent or subsequent amendments
n rule,. or regulations pertaining to 6mploycr-Employve relation, departmental rules
and regulations. and/or standard operating pmeedums. She City will provide one (1) copy
of ell other pr endure ruiring neo thou ior to implementation to the Union and
one 0) ,pr 1, the Unm�, seqtewed.
Article 4
Uocs Deduetlon
4.1 The Union will initially notify the City as to the a mount ofdves. Suchnolificatiovwillbe
o the City- directed to the Pen nel Di —,in ti, ,—he signature -he authorized
officer or officers of the Uni— Cbanges in the Union membership dues rate will be certified
to dte City m like manner at least thirty (30) calendar days prior to the effective daieof any
change.
4.2 Uponr ceipt ofaw eudrar ov form frog employee ered by this Agreement_
rh, City will deduct f om Ne emplayeel p, lllh amount owed to the Union by such
employee for dues. Such deductions will be done the firsI two pay, per month. The City
will —b to the Union such sum,. wi lhmthirty(30)calendar deys prior to lb, ef(eetive date
of any',
43 The Gty will notify the t)nion n ivinitnum of thiry (30) calendar days in ad-- of any
change to the fteyuency of pey days and nvmher of deductions p , month.
4.a The Union will indemn lfy and hold the City harmless against any claims toad, regarding
these dcduaiovs.
45 Provided an employee is on vacation during the payroll period for which dues should
nnally be checked off and this employees check is prepared in advance. every effort will
be made todeduudues fromthe advance chili No deduction shallbmadefrom thepey
of any employee for any payroll period in which theemployee's net earnings for that period.
after other deduction . ore less than the amount of dues w be checked off.
Article 5
Special Nltaings
5.1 The City andilI Union agree and conferon mailers of interest up on written reque
ofeither party. The regnc tsholl sbl,llie natureof the matters to be discussed and
the aeson(s) for requesting the meeting. Discussion sballbe limited to movers set forth in
the request or other subjects mutually agreed m, but it is v,detnood that there special
etmgs shall not be used to renegotiate this Agreement. Such special meetings shall be
held within ran (10) wlendnr days of the r—iptof the wI- request and at a time and place
known tvally ngrecobie to both pastes. The Union shall hnve the right to , these special
end to the City y a corrections eo nnlleged t"giiit es own to the Union.
Infotrmal me � may be held nt xny timeupon verbal agreemenco[the Union and the City.
5.2 la the event eithor patty desires to nrodi fy ac in Anicle contained in th is Agree rt. by
ual co u truer of Agra may be drafted and signed by botb part,, end once
tntifiad by the Commission will be used to supersede Wld Anicle or Provlsion
Article 6
Grievance Procedure
6.1 Gne e shall m t alleged violation or unfair application of this Agreement as It
applies to the employee(-c)who bring then a nngement. Since management has
the nght w do employee perform valuations o gnea nthe subject of an employee
performance evaluation shall be Iennitcd to any alleged violotio� orpolicy orprocedrtre. The
subsrandve decision regarding an employees perfortnunee evnNotion shall he nm gfl—lblc
6.2 All gdevancen shall be filed on a form mmual ly approved by the parries and AM state and
set fonh:
62(a) dte specific provision or provisions of the A,-- alleged by the
employee to have been violated:
U (b) the s,6hi facts coriatimting the alleged violation; and.
62 (e) the relief requested by the eligible employee, hereinafter ,fe-d w-the
Grievant.
6.3 All grievances shall be.submitted within fen(10)calendar days aft-
6 3 (a) soluti tisfarioryt—Wlion ofany verbal d'ucusstons with the
rmmedivte n.pervi— or.
63 (b) notifiwhon of the occurrence of an ev nt giving tine to the grievance.
6A All gnevances nor appwled w then step within the ti e limits established by this
Agreement shall be considered settled on the .,is of the lazt answer provided by
m nagement.
6,5 All grievances not answered within the time limits established by this Agreement shell evuse
the gne ance to amommteally advance to dte next step.
66 The time limits set Forth I,— may be extended by written agreement of the contracting
parties. C nreat by the Union shall be by the designated Union official.
6.7 "the Gtievam may have a Union mptesentative present. when req--d by the Grievant. ac
any st �e of the gtie ance process.
6.8 The Grievant may be accompanied 10 any meeting described in this Article or Article 7
"Arbitration", by no e than two (2) other pens cep, those noted below . and/or
Union SrewardlRepresnentative. so requested by [he Grievant
"Excluded are: Elected Oftb i js.the Cily Clerkthe City Attorney, the City Administrutor,
Depurtttat Head(s)_ and Supervisory Personnel,
69 The City may be accompanied to any meeting described in this Article or A,ticle '1
'Arbitration'. 6y any other perm d() and/or represeanative if the City so desi,es.
6-10 Nadvancing grie othc Depart tit Head level and above the Grievant and[he City
may call a --able number of wimev'es in support of their respective pas boas,
6.11 In the ea- i,t a grie rolved ithat u Gnion repres ve present. ille Gty_ upon
writ,a request by the Un on, will provide a copy of ,he resolunon.
6,12 The established formal prat does not preclude and is not Intended to discourage the
Grie tit from first discussing the grie with the immediate supe+visor(s)inf.—Ily
end verbally. The Grievant should disctss the complaint with the immedia[e supervisor(s)
mosphere of cooperation and problem resolution as an ongoing process in the
ploy emment relationship.
6.13 The immedinte sapervisor(s) is responsible for making appropriate inquiries and,aking
sary ac solve the p-,,tce presented by 1,, Grie out within ten (10)
calendar days from the date the Grievant brough, the inquiry forth. v
6.14 A Grievant engagedm meeting with 11, City in S¢p One and Step Two of the Grievance
Rocedure may be engaged in said tadmp during hisliter normnl work hours without loss
of pay.
6.15 Step One -Formal G,,,, ,Process. Step Oneof Nefotmal grievance is as follows'.
6.15.1 Grievant
6.i 5.1.1 The Grievant shall file the grievance in writing on the approved
grievance form. m the Depanmemttead within ren (10) calendar days
after
(a) soiutl tisfecrory resolution of tiny verbal
discussions with the immediate supervisor: or,
(b) otificaiton of the accurtence of the ovens giving rise to the
grievance.
^ 6.15.1.2 The grievance shall sm[e and.sd forth:
die specific p—iliao sx provisions of the Agreement alleged
by the Grievant to have been violated
(b) die xpecifie fans cortstitedng the alleged violoton.
(c) wrmeeses. if any.
(d) supporting documentation. if any -end.
(e) Ne relief requested by the Grievant.
6.15.2 Department H-d
6.15.2.1 Upon receipt of the compl-d grievance form. the Department
fiend will eell doc submitted for fectnal
repreeentetionrand a,finid- of me gne—,-
6,1522 Within ten (101 calendar days of the Ill, the gri-- was
ived, the Department Bead shall meet with the Grievant and
Hake a dec and co holhe Gric t. The decision
shall -, the bvis far the dec sionand shall bevrendefed in wrising
wdhe Gco rie with pies to the City Administrator aand Personnel
Administrntive Ofticer.
6.153 Grievant
6.15.3.1 In the event the grievance is resolved to the satk -ion of the
Grie r, the Grie nt doe wish to P. etheg any
mangy, me Gdeh mdilme sa n the edginai g �e�anee
I-
anasnbmit mme lalnng with all tads and information concerned
with the e
g6 .ell support doc n. if any. and responses
to the Depenmeni Head for forwarding to Personnel.
6.15.3.2 The completed original grievance farm I-1 be submitted m the
Depanmenl Head within ten(10) calendar days ofthc seeeipt ofthe
Depanmenl Head's msposue.
6.16 Step Two -Formal Grievance Process Step Two of the formal griovonca prat^u< is xs
follows'.
6.16.1 gricvunr:
6.16.1.I
In the event dte grievance is not resolved in Step On, or the Grievom
s dissatisfied with the decision/response/determination of the
Depon nt head, the Grievant may, at the Grievaua election.
submitnhe grievance to the City Adminisuator.
6.16.1.2
The complamd original gnevnnce form must be submitted to the City
Administrator within ten (10) calendar days of the date of the receipt
ofthe Department Head's response
6.16. 1.3
The Grie t indica e the renson(s) for further review and/or
nsidcrw on.Same hull be restn-d to those issues presented in
Step Ono.
6,16.1 4
This submittal shell be accompanied by all fit- and iofortnation
erred with Me grievance. copies of all documents previously
submitted and respon es given thereto.
6.16.2 City Adminisuator
6.16.2f Upon receipt ofthe written request for City Adminisrator review.the
City Administrator will re w the gievanc, the accompanying
ce form. written response and all other dowments submitted
I., factual mptesentiIi.-
6.16?.2 Within bftoen (15) calendar days of the date the grievance wns
ived. the City Administrator will hold v 1with the
Gric Lthe Union reptes requested bythe Grievant.
and any other individuals/employees in,olved or os may be called.
6.16.13 Within ten (10) calendar days of the date of meeting/wnferenee_dte
City Adminit(ItWl decision "hull be render1d in writing and shall
set fonit the basis for the decision.
6A63 Grievant
6.16.3.1 In the nt the grie solved to the of the
Grie tr, the Grievantdocc not wish It per. elhe grievance any
fi-hart the Zit cI t, mdicn t the original grievance
form. along with allnespon. s. fact artdinform erred with
grie rill support doe n. if any. and responses ace to be
given to ehe City Administrator for forwnNing to Personnel.
12
6.16.3.2 The completed original eri—,—form-, be s,b,.Iltd to the City
Administrotor widtin ten (10) calendar days of the receipt of the Cty
Adininistrxlofs response.
6.1] Step Th— FormaI Grievance Proeea's- Step three of the formal grievance process is as
follo"
6.17.1 Grievant:
6.17.1.1 In the ev evance nl the griis not resolved in Slop Two of rile
Grie ce P—dtlte the Gcie , diss tisfied wish the
decisionlrrsponseldeterminxtion of 111� City Administrnwr, the
Grievxnt, ma, at the Gdevant, electi- appeal said de6,- throagh
arbitration.
Article
Arbitration
].I If the Grievant desires to n,bitm a grievance di,d—a subsequent to the receipt of the City
AdminBtr—t ,decision. the Grievant shall, within fifteen 115)calendar days after receipt
ofthe City Adminlrtr -,decision give notice to the City(by registered mail.rewm receipt
re,-e d).directod to the Personnel Director. of the Cd t.t'I intent to submit thegrle--
for arbivanon.
T2 Within en(11))1o1king daysfronl rho receipt of intent to si,bmitegne arbitration.
the City or Union shell 1,—( from dte Florida Public Employees Relation, Commission
(PFRC), the names of seven (7) potentivl Arbitrators.
73 Wil- ten (lo) working days after the receipt of the PERC list, the City and the Grievant
shall sclea an Arbitrator by the pros sof ahernateeliminatioa. with the Grievant sal-.,
the fit, t elimination. The rermtining Arbi¢etar selected. will be the Aft,-, The City and
the union will altercate in the right to firs) elimination in.cuerzesive arbitrations,
TA Within fony-five(45)calendar days the Arbitrvtor will set- a hearing dale x-ith respect to
the mbjea matter of the grievance. If the—, date is not set within fonue y-fl(45)
calendar days a new arbitrator will be selected
M The Arbitrators decision will be tendered in writing withinthiny(3o) caiendardays after the
couGusion of the Arbivation hearing. A copy of the written decision wi It be famished both
m the Grievant and the Clty. The 06evanC1 copy shod be di —lid m the Union Business
Agent at such address as is set forth herein for the Local Union office. the CGty's copy .shall
be directed to die 64, Administrator at sash address for the City es shall be set foah herein:
and. to other reprerentadves as may appear on behalf of the City nt the Arbitration hearing.
7.6 At, employee fi It ag n grievance,shrill be emit led to theassistnnee of arepresetttative of -
employee s chore,, if the employee 1I not a member of the Union,
77 Both pattes(Union and City)shtll bear dteir own ezpcnses with cespm to the presentanon
of the arbitration.
7.9 The Arhitmtois expenses shall he xhared equally by both pottier.
7.9 Per Section 2960 M,Florida Statutes al i persons are advised that if they decide to ep,.l
any decision made w this hearing, they will need a meord of the proceedings and for such
parpesesthey tnay need to insure that a verbvtim m—d of the proeoedingx is made, which
includes the tcnimony and evidence upon which the nppud is based. The City oflongwood
does not provide tbts ruard.
7.111 Employees shall be released from duty for attendance a an arbitration proceeding I
rvitneves for dheg ant. without I., of pay.
7J1 Eoth pv11— shall make atmngements for paying the w itn,—whom each have called.
7_12 The Arbitrator shall be confined to such duties and powers vs - set (orllt in the Florida
public Employees Ant and the Florida Atbittvuon Coda. The Arbitrator shall not have the
oudtonty to add to snMrvel from o modify any of the to or prav of this
Agmame and shall be limited to qneovolving the intctpn re ot this Agree
and qae volving the applica nof the Agree s the Agreemutspecifi ally
vdd_I"di—pftn disciplinary demonon, or disciplinary dischaB
7.13 The ae i-b of the Arbitrator shall be final and binding upon both parties except es the
Florida Arbitration Code may provide for United review by a Court of wmpexent
jurisdiction.
7,14 No &I, tof any Arbitrator to nny one caee will creates basis for retrovuive adjustment
in any other ease.
Article 8
Discipline and DiscM1arge
8.1 Issuance of Discipline
8.1.I An employee may be discipiinW or discharged only forcausr_
8.12 Whenever it is alleged dtvl an employee has violated any rule. regulation_ or policy.
the emPloyeeshall be notified in wrihng, an the V,ii nitre disciplinary amino form
of the specific alleged violation(s).
8-13 A written reprimand. suspension without pity, or disciplinary dischorge may be
cued by - employee through the Grie I— P—dure . antlined in this
Agreement.
8.1.4 An employee reli—d ofdury foe the invcsugx— of alleged violations) will remain
vailable at home during business hours (8 a.m. to 5 p—), Mondvth y rough Frilly.
If it is necessary to leave home the employee will request permission from the
Depart nt Di —I., or Pers nei O[ficer end notify them how long hddhe will be
goy and how he/she can be reached. Such permission will not be unreasonably
den ed-
8.15 The employee xhell have the tight to ii>sTect 1, ,py I, or vi l of hisllter personnel
fie or any other file contvini rig records eonecrning the employee and no records shall
be hidden from the employee. upon completion of investigation.
8.I.6 The employee >htll be allowed twenty-four (24) hours to review a completed
disciphnaryinvesigation end provide n response to the disciplinary action.
xcluding 'it 'MI acts a, defined under Florid Slate Sit-- prior to any initial
revommendtio�t from dte employee's Supervisor.
8.1.1 Whenever an employee is undo investigation or subject to intetrogntion for any
my "n that weld lead to disciplinn ary ac , demotion. or dismissal. such
tigadon or rot «ogefi m Jtall be condtsted under the following wnditions':
8.1.7/1 The interrogvdon shall be wnduded at a—..ble hoot preferably
when the—ployee is on duty. notes the seriousness of the
inv a ni, of such a degree that'mediate action is squired.
8. 7' Tli—ployee will be informed ofthe charge, against hi.Ab, when
wtifed ofa pending investigation/interview and/or upon slief from
duty, unless n the depart opmi ueh informvuon would
wmp-, the investigation and the employee shall be so informed.
S.I.7.3 At the time of the intarview.the employee under investigation must
be informed of the charges vgai- -A, and the names of all
known complaining parties prior to giving n stammevt to the
my stigaror.
8.13.4 Theemployee underinvcaigntion will benllowed to lead any written
and listen to any audio tape m ordiogs of principals and
.. plhei esvlgati n. flhe l W ust beinformedof the
pers art pen i charge of the investigation. and who will be
onducting the qoe ring,however. no snore than one peoon shall
asA questions nt any �me.
8.1.7.5 The Interview of an employeeorany issuance of order in disciplinary
s shall be recorded. and lheac shall bet cortled que
"phe employee or his reptceen(ative shell be allowed
to retard eihese less —
8.I.7.6 The employee will not be threatened with onnsl'er or any disciplinary
s of obtaining information. The employee of be
subjected to abusive language or promtseof reward , inducement for
answ ng que eons.
8.19] The employe, shall, at hismer discretion, nave legal--1 and/or
n Unio rcpmaxntntive pre""" during any interview or investigation
aId may be granted mason W pedods of priv ..Malian with
that legal Counrel and/or Union mpresenwtive. aW herc S,Ili w.,I
repres ,—di-ly availabl, the t
n shall (24)
hmtrot be postponed for e thvn enry four e ra, d—of the firvt nusi—, duy whichzv,r wms later.
The i me period is subject to extension upon mutual agreement by the
part Legal c sal o eepresentntives may n advise Ne
employee on how w answer the questions. Employees will be
required to answer truthfully all questions asked of them.
8.1:1.8 During in w stigatl n. lim quens st be ited to the
undang the employe,alleged violation, avd
inform crelatingodimetly to the violation et hand. In instances of
alleged cn�minel acts. qua s may also be asked relating to other
violations ofthenme category.
8.1.8 Prio o@c final mnoludov oflhe diseiplwrym -pobk smtanenrs
will be issued which are known 1, deliberately jeopardize an azcnsad
employees nghl [o a fair hewing and/or trial.
82 Clearing of Di.cciplinery Actions
82.1 It shall be considered that corrective action has been accomplished by the
employee and ruorcls of disciplinary action may be removed from the
aeparbnmrtal. aivill—L and Cily p-,—1 Iles Dude, the following
provisions.
82.1.1 IIthedisciplinary action in file is a w timg and the employee has
ned no offense requiring any disciplinary achon For s x (6)
months after the initial offense.
8.2.1.2 If the discipfmary action on file is a rapt mend and the employee has
mmitted na ofif,—requiring any disciplinary action for one (1)
ycoer after the initial offense.
8.2.13 IJ- The le,b of time ro clear the most s ti-, disciplinary action
n the fie will be the time frame used for calculation purposes m
clearing dscipl i, ac on hom fi ll The time I— ,ill begin from
the date of dte moil recent disciplinary actin, regardless of the type.
8,21A If the disciplinary action is placement ofprobationsus pension
without pay r d-h oarge. such action shall . uodw no circumsmnces.
bn ramovod from City fibs.
83 It is the responsibility of the aft tad employee to submit -ripen request through his
Depart nt Head to the Personnel Dlreem,1, initiate clearing of hit—tid azcording m the
provisions of this section.
8.4 The Pt
-n loffice shall mtinlain alit separate from the employeesp--tl fl, ofall
disciplinary actions
Article 9
Tuitintt Iteimbunement
9.1 The City, tuition fefimd progfant is designed to a,comnge employees to comma' their
developmem prop nand srontinuc their fonnll academic education.
9.2 Nothing herein shell be constrved moblipi, the City m provide training for individuals[,
Icquite the basic skills and training n d d to obtain or maintain a pasta-, m City
employment.
9.3 The City Cammission to s the tight to divert tr ning funds to n key
ntlons/imdivid-k and/or opemtiom based It the overul City wide priorities and subject
fund availability.
IA T.i i-n refund prograi nay r imbone II full, or any pan thereof. perz —tl full-time
emplI,
es fat tuition espe,ses paid by employees in successful complexion of approved
course work or training in en acereAited ed .6— ilstiintion.
9.5 Such off-0ury educlt vai m_inshvchon or winces of study must directly -Ohtl to
the improvement of skil is or the enhancement of knowledge used in the perforzna— of City
duties or-omribution to advancement in the employee's relined field and/or promotional
potential Ind increased-ffioiency within City rervice to b' approved fat wltion refund.
9.6 Courses Ifnudy must be a-'ompfi-d omsid' theentployees normal w-rkhours unless the
Depattmam Head approves the are of appfop-I, available accumulated leaves.
9,7 Eligible employees must have been continuously employed by the City fur at I—" six (6)
oaths immediately proceding the first day of classes for which coition reimbursement is
requested.
9.8 Tuitimt-,but--will be c,pp,d at oue four(4) credit bom course per semester.
9.9 I il-approval must be obtained i, advance From the City Administramr in orderfiat any
employee to be eligible I'or the Tuition Refund Progra—,.
9.10 Tuition reimbursements fof9—,llcourse work requirements for a degree shal l be l imited
to one per fiscal year.
9.II The employee agrees t-- t he employment of the City I,,a period of It It,--(1)
year fallowing the dot"f completion If the approved c--
9,12 Sep,,bbionftomemployment forany reason other then death or layoff prior to thecompletion
of this one year of service shnl I cause the affected employee to repay dre City all tuition
reimbursement sums paid by the City during the employee's last y— of service.
9.13 Reimbursement shall be made upon pre5e-t—to the Personnel Directo, within thiCy(3o)
calendvr days following the lest day ofclass. of:
(a) proof of payment of to and.
(b) aeopy of grvdcs in accordvnee wish dte following:
t00%- N,mg Grade (C or better)'. pass'es1, satisfactorily wmDletal.
)%-Failing Gtvde; foiled, uns—fitatorly completed.
9.14 Tuition expenses for which au employee isreimb—d or compensated through scholarship
or loevL store. or fedeaal goats in uid prograi ncluding ve sadmmistration benefits.
may be wnsidered for reimbursement by the City, provided th. ,, employee shall receive
tmtion refunds greaten than for actual expentlimros for tuition paid by the employee.
9,15 11b,11 be no reimbmsement for 1",bunks. course marerialx lab fees. trnnsportnnom
housing. or other school related Icex.
A, MI 10
Promotional Vacancies
10.1 P-viti-n vvcancics shell be pored through the placemem ofilb poring announ¢ments
10.2 Job posting announcmneatu'sW] be paned imemally on all Cily ballatin boards.
1113 Any Cily employee who has completed his initial prescribed tt,bali-mat, period and is
ested 1 n being considered fortbe pat ofvtuancy shall complue the p—nbed City
applicnuon vnd submit same to the Personnel Dip— nt prior to the posted closing dare.
lo.a All iaremal apphcam, and eligible veterays, who are due,mined to be gttalif,il(meet the
m qualifea s of related educ on/tr- ning/experi ce) for the pas nthei,
dipal—M shall be forwarded I he hiring authority prior ro ouy external applicants for
the position in their deparonena
105 In '01mg vmancies within City services, the hiring authority will consider qualified
employees currently employed.
IOb Evaluation and selecfton s undards used for prom , shall be in a -,dance with
-mpetitive procedures giving a pp,-p,i, nsidera I. all applicv ncludimg. but
n-, limited to b-h factms as training-expen'en , performance. and langlh of service.
Article ti
Workday xnd Workweek
11A ICt`.-,y
The (OhIll, —i theestablished
workweek m.y -,y -thil, —h Depenmevt within lb, City.
11 L2 The —,bt,, of hoet, a 1111,dby 0,, part- employee wwithinthe
establishedworkweek�,Iith,d workweekIt, -, will, each—h D,,,,b,,,,1 —1- th,, City.
LI I The established workday for full-time .,,d It—,— emploshell be
yees
daermined by it, Np-- Head. in -,-0- will, ll,e f—it,b, of,h
Department. I)b- I, th, ,,i If the City
1, ", Affectedemployees shall he notified. minimum If—,, (7) nlmd,,r db,,
ur td,— of any changeto the estnbllshed workday.
11,2 1.,k—k
11.1'1 The —k-1, shell b, 1--mAl by the City Adl,tmistItb,
1112 The established —k-1, for fillil— —i in the b.pit,mg -it is
f— (5) consecutive working days —,l for the ,,, (IO) It— perdayschedule
will b. f— (4) working days.
11 2.3 Affected employees shall be I.fiF,,d ,--m If lhiny(30)calendar days
m id—"' If any Ii.t, I. the esrablished
11,3 �U'—pl, s workdays h,II not be hl,,,d during the workweek I. —id the
bul of
"--
_ Nothing heein, however. shall picclude the changing of an employees
Ikdi,1y1 d1l11g the workweek dI, 11 a I.k If k, end It—,—y or non- overtnne
I,d— _ "..—
H 4 All employee —required to b, preyt,t W:,i, —tldpi for the —hourslt h, their
IbId .,kd,,y/,.,k,,,k unlesslibi. is authorized by III, H,,td,
115 All h.11 It, h,,t,,,d I the effected .pi.y,, , -upon, leave —td, , ,p.—,ibt, bf lll -Ii ,bl,, --d leaves, 1-1 11lb— Ii
Article 12
Holidays
12.1 The following annual holidays, per fiscal yoa,_we authorized to be official holidays:
1. New Yeut, Day
Memorial Day
3. Independence Day
4, Lobo,➢ay
Thanksgiving Day
6. The day aft,, Thanksgiving Day
J. Chastmns F_ve Dny
8. Cht'i, n Dny
9. New Yens Eve Day
10. Employee's othBirthday to be taken with the Department Head's upp,oval. es
with any er authonzed absence.
11. Flon,ing Holiday may be taken with the Dep-- Head's approval, as with
nay other authorzed nbsencc
122 Holidnysoccurring while an employee is on approvul vacation leave shall not b,N,ar,,d
st the v—i- leave bnlanee.
123 Holidays ocen,,mg while an employee is on sick leave shall not be charged ngninst the
employees sick leave bnlanee.
12A Pet'mnnen,fL]1ime and permanent putt-nme employees employed prior to ndoptiov of
this rovt,net mcut be on the active payroll (receiving payl fo„he scheduled workday
mediatelyp,eeeding AND the scheduled workday immediately succeeding the holiday
e.g_ worked or on approved paid leave Part time employees hired after ndoptiov of this
eout,eut will not be eligible fo, holiday puy.
12.5 Holiday howl will be coasid—dashoursworked fo, the purposes of determining hours
worked far overtime purposes m xee d—, with the following:
12.5.1 }lolldnys that fall on nn employee's regularly scheduled day off and the
employee does NOT wodc
Full Time.8 hours pen TIme:4 hours
12.5.2 Holidays that fall ou nn employee's regulwly mheduled day off and the
employee works:
FU II Ti—: 8 hourx Pan Tin.: 4honrs
Plusthe hours worked bythe employee
125.3 Holidays thnt Fnll on an eanplby ,, regularly scheduled .vork day and the
emploY,wotkx:
Full Ti—: 8 hours Part Tlnre--4 Hours
Plusthe houn worked by the employee
12.5 1 Holidays that fell on an employee's regularly scheduled workday and the
employee does NOT work:
Full Td- 8 hourx Von Time: Houa normally scheduled to work
126 Holiday hours are not w mulative, holiday, will be paid as they occur.
117 Holidays thai fall on n Sa-&y are to be observed on the preceding Friday.
12.8 Holidays drat fall on a Sundoy are to be ob,e d on the succeeding Monday.
Article 13
Vaeattou Leave
13.1 Anne al leave is x beneft cztendM to careor employccti for personal ralnxation and family
enjoyment and employees are encouraged to take annual vacation leave.
132 Amaximum of —hundred cighty(280) hours of unused annual leave may be accrued and
carried over each fiscal year.
13.3 Pumanent Full -rime end pennaneattp,,I— employees employed prior to adoption of it,
milled to name annual leave wilt pay on ontbly basis and are eligible to
III_c aIt benefit aft« ompledon of three (3) ondts of
cceptable/satisfnetory service following date of pertnaneot fvllntime or permeoentt pans
employmc vith approprixtexpproval.Pnaaime employees hired afies adoption of
this contract will nor be eligible for vacndon pay.
13.4 At the end of ea eh complete calendar month of—ItIuous service the appropriate amount
of annual Ienve hours wi 11 be credited Ithe employee.
13.5 Note. The amount is not credited for the first paninl month of employment ifa is fifteen
(IS)dvys or lesx. it more than fifteen(15)days. it shall be considered a complete month.
13.6 Annual leavealtaIl not be taken prior m the date it is eamed/acctued.
13.7 Annual leave shall be used in a nummcm If— (1/4) ineremenrs.
13.8 All annual leave must be appropriately approved, ie advance. Eligible employee must
submit a wfli- leave request loon to theirtmmediatesup¢rvisor for appmptia e ippmvals.
13.9 It shall be the responsibility of the respective Deparment Bec
ad to a that
depart wI/dlvr. sal opera tisfnctorily Cuncuon wFen the
ye emploe is o t approvenaatd anl lenvenprior to approving such leave.
13-10 Annual leave shall be scheduled/approved by the supervisor taking into consideration the
employee rity and department It needs. Department Head deterznimttion regartlinIt
it s,h,dul'mg and approving of annual Ieave shall Ire final.
13.11 Approved vacations will not be cancelled unless there has been an emergency declared by
the Mayor or the City Admin istremr.
13.12 Advance Vacation Pay
13. 13.1 Advance weation leave pay may be a athorized when the employee submits
n ceque o the media" sapeav or far appmpfia e approval.' for
advance vaevtion leave pay along with a leave request f— thirty (30) days
t advance for necessary processing wi lh dte vpprovnl of the Depanment
Man
13.13.2 Approved requests shell be O.mi d thiny (30) days prior m tAo ties" day of
Icavc.
13.13.3 Advance vacation 1-1 requests shell be for one (1) full weeW—k—k
and/or inefementx of full rveeks/workweeks only.
13.13 Payment of Annual -- Upon Snparotlon
13.I4.l Employees separating from the City will M eligiblo for payment of a
n of two hundtedeighry (280) hours of unused:ucrued tmnual leave
hours.
13.11.1 Only full calendar momhx of employment''hall be c.—d—d in eo ,fimg
unused aanual leave.
Ma k 14
Sick Leave
14.1 Puid sick leave isabeneFit extended co permanentfull-time and permanent pan -time City
employees to provide the seenrity of continued pay within certain lhnitntionx. Puid sick
I,— is provided for a genuine need of the employee vntl is nor en vntomatic entitlement
to days off with pay.
14.2 Accrual ofnek leave is as follow,
NO Time Employee Na Time Employee
8 hours per month 4hours par month
96 hours per year 48 hours per year
14.3 Employees who do not util-hdirearned/,ccrued sick leave during the yearilwhich it
is edmed mvy uceumnlete d for carry over with no accrual limit.
14A Full -titre and pan -time employees shall be able to ttsz sick leave es eamed/ncvtued.with
eppmpdatc supervisory approval-
14.5 At tha end ofeach complete calendar month ofeontinuous s-w, the a pptopi,.-amount
of sick leave hoors will be credited to the employee.
Note'. The amount is not credited for the first parminl month of employment if it is If —
(I
S)days or less If more than fiftcen(15)days. it shall be considered u complete month.
14.6 Sick Leave may be used ire minimum of one9uartcr(1/4) houtinctements.
14.y New Sick have Incentive
14.1.1 Employees who do-11, sick leave didd the period of October l through
September 30th of eaoh year will tecei ve an aacndnnce boons of one h—
Puy ut the regular sight time rare for each four hours of swk leave eafned.
but not used duffing the preceding twelve months. Employees would be
ellglble to receive Sink Leave Incentive according to the following schedule:
Work Shift Paccar
11%
4. 5 5, 0— 5
143.2 The p,,,1,11 If 11,, b-, will not result in the I— or d—tli- ft— the
employee's 1-i sick leave ecxrual.
14,73 Pay—, of the sick leave incemive bonus will b, the --d payday m
"ts U— of SA Leuve
14,8A A,, eligible employee shall he M, to ,,k I,— . —dsubject to
approval. W same may be granted W th, f,11—mg
P-- illness or injury If employee which is not related or
--1,d with City service.
(b) W- related mpt, t. mMlt,,- W,,k,t, C—p—tim benefits.
PersataI ll—, or Ip,, fmunber of—pl,,,e --di- family
(fathom. —gh- b,MI t, W,b.& wife.
d.,h,,,grandfather.",P,I", grandmother. grandfather.
",pb-l"', stepsiser. Half brother. 1'.1f
(d) M, —1 or dental consaltvtion or ueetment of the employee or minor
children or ward of the —pl.yoc.
Temporary dkbilay (,.,k ---dand/or ,--k ---d).
(f) Dwth ofamembwof the employees family. (Family is defined us
a blood legal relationship illh,- It fIlh-
mothw. son. dwglncr. bm[her. sister. ui nephew- niece,
.glthild. f-, ""d f an employee,
-. _PI.Y', father -In-law, A.,
daughter-in-1—brother-in-law.. im-in-Inw.,S,fath-stepmother.
elepso-pdaughlel. el,pb..l- stepsisterhalf-brother. and/or
half-sister.
(g) An employee is entitled lo<ronv.I two(2)si& leave days to personal
Icave, unrelnled to illness i 1 a Pscol year,
14.9 Payment of Slck Leave Upon Seprnlion
14.9J Employees separating from the City may be eligible far pnymem of a
vo hundred fony(240)si,k leave hours bused upon payme tof
fi[ry (50) pereenl of anu1e4 accrual Sick Leave hours. acwrdmg to the
following:
149. 1.I the employee s hnvea minimum of ten (10) yen s of eonunuous
—ire with rho City, and.
149.12 the employee sepnralosingood.ctunding
-
14.9.2 Only fall calendar months of employment shall be considered in computing
Sick t ava
14.10 employee shall not Iwe any .sick lave accmed when ¢,-f—d to another City
positron.
14,11 Upon 111e death of en employee who has been with the Ciry for lea (10)or more years _ell
unusWlaccrued Siek I-1, n maximum of fifty (50) percent of two hundred eighty (M)
hours shall be paid to the beneficiary designated on n form approved by the City and filed
with the employees persomrel record.
Article IS
Bertvvement Leave
15.1 A permanent full -lime employee who has u dead, m the immediate family shall be
permitted paid Bereavement Leave for a maximum of Nree (3) workdays if the Inrermem
aside the State of Florida. or five(5) workdays if the inlet meat otcaro omside of
the Smte per fiscal year.
15.2 Approved Bereavement Leave shal l not be chargeable to any other accrued leave.
1i3 Approved Bercavemwn Leave may be take, in conjunefon with other paid
leaves as
approved by the immediate supmvisor.
156 immediate
family_ defned herein as husband. wife. ward of employee. son, daughter. father, mother.
r. brother, grandmother, gmndfathcr. mother-in-law, father-in-Ivw. srepbill _
stepmother a gandchildren..
15.5 Theimmediatesop—isor muyrcquireproofof a death in the employee',' immediate Fmily,
or pmof of the fmniIy 11,1 ionshlp to the employee. if the supervisor has --hi,caure
I,
doubt.
156 Eligible employcos most eubmita written leave tequcxt for appi,pria, app,—l(,)when
requesting Bereavement Leave
15.7 There shall be no payment of Beeavemenl Leave upon cep— i-
15.8 Thereshall he no accmnularion or carry overuf Bereavement Leave from one fecal year
to the next fiscal year.
159 Paid Bereavenrem Leave may not be taken during any Icave without pay or other -I pay
Article 16
Armed Forces/Military heave
I6.1 RsqusstforArmed F.I.Is/Mililary Leave may beconsidered breliglble employees alany
nme following the date of hire.
16.2 Eligible employee wibbiii.copy ofth. official orders to theirimmediatesvperv-or
and Np.nmem Headswith the written leave request fofm for appropria e approvnis.
16.3 Armed Forces LeovMilitary Reserves or Florid. National Guard
Ib3.l pe�mnncnt full -lime employees only who. by reason of membership in the
United Slate, Wiwry Reserver or the Florida National Guard. arc required
t. tend. haini ig period d eacampmenI h.11 be gmnred leave of absence
'ithour loss of pay. tim,. or e[ficlency roving.
At ao time shall paid app—d Armed Forces Ueave exceW seventoon (17)
calendar days in any calendar year.
163,2 Eligible employees .shell not have Amred Forces Leave deducred from any
wing leave balances Exception: Absences 11, Armed Forces Leave
seeding this oop may, upon nppinpriate approval(,)- vtilhre vvnilnble
accrued Isaves or leave without pay.
I6.33 Eligible employees shall be excused from work, without p,. to tend
ve duty trainingconduued evening., and weekends when same contlica
wib be employe,s � work schedule. The employee may. upon appropriate
npprovnl(s). utilize available ascrued leaves or leave without ply.
16.3.4 Anyeliglble employee who is oM—dto aaiveduty w fulfill his/her miliwy
oblign 1. or an emergency military obligation will be granted a military
leave of absence without pay.
164 Military Leave
164.1 ith
Aly permanent full-tlmeor pan -time employee whoenlins or is inducted into
the United States Militaryfor active duty. or is ordered ro active dory m fulfill
his/her primary or i emergency military obligation.shallhegr.military
leave of absence. wout pay. for the initial period of dory/ell nlinment.
1611 All m e, due the employee shall be pnid ar the hme of levying City
employment to enter active miliwry rervice
16.4.3 fteinsletenrant form Military Service
16A,3.1 Upon sap— on from military xe employee who has
erved, III ofone hundred eighty (180)eo ve days and
who wishes to mmm to City employmo t shall comae, the Personnel
Dire"gewithin ninety (90) calendar days fiom the dare of mil hazy
d-har.
16,43.2 An employ,,shall not be wasldered eligible for reinsverement by the
City if he/she:
(a) received othar don an honorable discharge.
(b) volunteers for additional military service beyond the mitlol
milicury obligation: or,
(c) dces not return within the ninety(90)eelendar day period.
16,433 Anemployee regaasting reinstarement may be required to submit to
u medical—Ihitttion to eswbb,h the physical and menml capacity of
performinG the position duties.
16.434 An employ,, —,,,mg I. City employment following approved
milimry leave of absence, shall retain to work without lass of pay-time.or efficiency
r ring.
16.4.3.5 If the positions waled by the employee is raclassified, retitled. or
abolished during the p lwd of military service, such employee shall he entitled m be
aced in N, reclassified position or in a position us nearly comparable as passible
n salary and dories. unless the employee does not meet [he minimum qualifications
of the position or the employee is not capableofaatisfnetorily perfomting the duties
of the poxthon.
Article It
Jury
1).ty and .Judicial Proceedings
11 1 P--- full-time and pad -time employees are eligible f., J Duty ., --, —y
.e a, a, lime following d- of plym— provided Ipp.,,pli- d--tl- 11
,-Aed,
17,2 Any C ,received f., J Duty, W!,,— F—, a, other expenses received f ..... i...
,,f.—d while m the Im, of -y ., Wim—, Dnty while the employee iv i, a MI pay
,,-, may be retained by the employee.
17.3 ffi ddit=p f a , bp ...... the pi,y,,
wnuen —, forth10 his ml—di- f., appropriate
0A An employee -mg d,, 1ega[ t. Ipp— forajudicial proceeding with respect
rs -
sing ",f "6,"'r'U' 't"71-y''duties and i, served under due P..I
by bp.., id —,I- 1l—M willb pay. All other absences
ill : without pay. Legal p -Wc, all proceedings authorizauthorized1, h��d , ,—i—d by
Ian brought , mli—d m . — ,f - of legal "ib—L including
bp".1
1 ( 2) heeling.
(37 P' "' (4)j�* duty:
rule
(t, appear) p" ause:
provided. h.,-,r, dexcused --, -lb pay shall be f., --] time involved subject
andmc of lhe abp- j- —, A judicial
proceeding is nny ", I.- —,� of lawn�he., dd,— of any action
g out of the employee's J.1, P"F.--,
17's C.- -&— and ---d I .... � when the employee isdie defendant, i, engaged
m personal" -.—d with —p- to -", not arising our
of perform f hisA, duties nsa City -,I.Y" o, H,,mg our ofCty busivess shal I b,
without pay. , he employee may -however. milirx needled eligible —es.
Article 18
Temporary Disability/Maternity Leave
I8" Permanent full -I!— or pan -time employees wi-thing to take tentpornry. non -job related
Disability or Materniry Leave shall be required to provide the immediare supervisor with
enified evidenceof Ulna nthe perform eof duties. ors"bm111. v medical
examt"abon by n City p.i—d physician for such purpose. at the expense of the City.
18.2 Eligible employees shall be penniued to utilize acwinu laced sick Leave prior to utilizing
other available ncccued levves. or upon exhaustion of all available omrued leaves. leave
without pay.
18.3 Note: Utilization of vectued Sid leave ns referenced above is dependent upon whether the
employee h"s bee" certified by a physician as b,mg medically vnnble to perform assigned
dories and only for the period the employee continues to be disabled.
I8 A Prior to an employee h tumimg to work physc- hIld-1) —11touon of the employee's
ability to work and ldl of any stipulations/restrictions of such return is
td be provided to the Department Heud prior to the employee's return to work. It 'hull be
the decision of the efteered Depanment Head. i[ there is mffi, all light duty,y—is them
stipulations/restrictions o[sueh reurn td work. However. all City employees will be
en the same oppon"nity.
I85 The affected Department Head may refdithe position based on Nd operational needs ofNd
Depanment —1, upon Personnel Director`s nppttf under one of the followimg
—diti-
185.1 On a temporary or limited temr bests stipulating Nat such refill may ruminate
vpdm return of the regular employee or.
18.5.2 On e permanent basis in the event. based on medical cenificad- no
ondble date eon he derenmimcd of the—ployee's ability to rravrn to full-time
employment.
I8.6 Following expiration of all available leaves, Ne employee may be gruntdda Leave Without
Pay, not to exceed twelve(12)calendar—hhN from that dote.
IS An employed on Leave Without Pay stares shall not accrue any Annual Leave.Sick
Leave, or Sl Leaves With Pay. nor shall the employee be eligible for Holiday Puy.
Bereavement Leave, etc.. during the Leave With- Pay.
18.8 Ab employee on Levee Wirhonl Pay s—, end hlsmer position is being filled on a
amporary orllmilcdiertn basis. sold employee shall not be pen ved to ob�nin. accepr. or
work v1 omside empl,,,-during the period of vpproved Levee W ilhaul Ny.
I89 iff the twelve(12)cslender months the employee dae, —return io
�vor4:, the employee'MI forfeit his/her right 10 be employed by the City.
Article 19
Work Related lojury Leave
19A It shnl be be policy of the City of Longwood to provide benefits 1, any permanent bilI-
or part-time employee who is injured. disabled, or bus a physical condition r—hillg
from an acciUent or arising oat of. and in the course of. performing their Wicial duties,
which prevents the employee `rota peff--g his regular dud-
19.? Full Wit,-',' Compensation benefits shall be provided in a—lA—e with Workers'
Compensation Law. Ch,-440. Florida Statute,.
93 Physic en (medical) certification of the employees inability w remm to workmust be
provided m the affected Department Head,
19.1 Prior to an employee mimg to work.phy-i.(ntedical) certification fthe employee
ability. to ork and idenrification of any stipalations/resvinions of such --
it
w be provided m the Departnnt Head prio o the employee work. 11 shall
be the decision of- ntf—e dDspat— Hs
ad if there is sttlTic u t light dnty work if
thea sdpuWinsltei sofauch tetamto work- How.... . all City employeeswill
be giereit the same opportunity.
115 During the employees injury leave the employee will continue to receive full pay by
utili-g accrued Sick Leave. Amtual Leave, or outer eligible Paid [save, which when
added to the Workers' Compensation bevefits will allow the aff—t d employee b remain
on fill pay for the period which can be covered by such eligible paid leaves when prorated
with the amount being paid by Workers' Compensation,
Rib An employee who has utilized .uccru W-iilable leave hours and/or has been absent
without pay. may petition to hive those hours restored. This applies only 11 the first [hilly
(30) consecutive calendar days.un employee is off due m a work related injury_ The City
Adminirttawr will establish a Workers' Compsn on Appeal Committee to review an
employee- bated mques to have used nndlor unpaid hours nor covered by Wb" `
Compen , ored. The Worker= I Conrpen on Appeal Committee will submit
their rewmmendation(s) to the City Administrator for his review and --
The decision of the City Administrator is f nal.
193 The aff—d Depani, t Head may rtfill the position, upon Personnel Director's approval.
under one of the following conditions:
19", On atemp--t Ilmited tea'mbnsisstipvtlafngthvtsuchrefllmaytertnm—
npon return of the mgtdar employes: or.
ro=r�.r,wu,io'voim 36
193 2 On a pevnaaem basis in the event. nosed on medical aenifeatlon. n
noble dole wn be determined of the employees abil it, to rewin to fall-16re
eanploymcnt.
19F Following expiration of all available 1-1, the employee will bcglna Leave Whhoat Pay
atawe, not to exceed twelve (I2) en endar months from Nat dale.
199 An—ployec on Leave Without Pay xlawssh.b not meta, eny Annaal Leove Sick teave_
r other Lctvcs With Pay, nor shall the employee heel igible for Holiday Pay_ St-i—n,
Leave elc.. dar rig Leave Withoat Pay "the.
19,10 An employee on Leave Withoat Pay stews and his/her position is being filled un a
emporary or limited -term bui, said employee shall not be p—fitted 10 obtain, accept, or
work at outside employment during the period of approved L,nve With— Pay.
19.11 IC upon expiration of the twelve (12) calendar months the employee does not retam w
work. the employee shall forfeit his/her eight to be employed by the City.
19,12 In those instance when an employee Is injured while on -job and it is necessary fur
hi Mher o lose ti the Gty agrees i. pay h, best seven (]) days until Worker's
Compensation b,—:
Amide 20
Persasal L— W ithont Pl,y
20_I Aperm tt fallai,ne or pan- employee employed prior'. adoption oflhis commc,
who has completed Nei, probationary period may ha gamed Isave Willi— Pay by'he
City AdmllliIII .r for a period aot e.—ding'welve (12) calendar months. pmvided'be
,questing employee has givan revronable justification fo, the request. At Net time. f.
City Admin'rs'rv'or will de'ennine if the vacancy will he filled on e temporary or perm
besu'. This will bed.ne m writing to info,. f,—pl.,, of d,-,,,ploymen'-- at
theend of their leave of Absence. Pan till, hived aft„ adoption of Nis c-1,
will not be eligible f., personal leave.
201 All monies due to employee shall be paid at fe'ime of leaving City employment
20.3 The Departs ens head may ,fil I lhe vacated pacition.—ding t. il,, decision off, City
Administrato, .
20A An emplo on Personvl favv,With—Pay stan,s and hlslher position is being filled on
por limited lean basis, said—ployee shall not be permitted 1. bbl- accept.
or wemorkoary it —,,id, employment during the period of approved trove With— Pay.
201 If, upon espies not the lwelve(12)evlendar m-11,s'he employee does not recant to
work. ,he employee 0,11 forfeit Iris right ,. be employed by fe City.
20.6 Al, employee who hilt, been grunted t leave of absence will ,e a the same job
6.,ificat,on and rate of pay off„' for fa' cI—ifi-t,on upon -pi anon of the levee.
Acti ie 21
Safety, Education, Training, B Tool Ali—o-
21.1 Forcovered employees in Ne PnblicWorks Department a safetyinceative boons oftwenty
five (25) dollars per worker and fifty (50) dollars per caw Ietoi— all be awarded at the
end of each quvrter to personnel who are metnbets of a orew with unblemished W ty
wrdx For ninety 11.1 consecutive days. Asafety "blemish "shall bne e defid as any unsafe
equ practice or oboe of ipment resulting m worker injury or equipment damage. The
Depernnent Safety Committee Choirmvn ahell review all injury incident., and damaged
equipment reports (Including but not limited to cord,) and
endto the Public Works Di—o, h,(her safe or abusive conduct caused the la]ury
or damage.
212 In acwrdance with the policy of the City Gmmisxioners to ene —g, skill improvement
and advancement permanent full-time and permanent pan -time empinyeu,empltyed pilot
o aUoption of this nontraec at the discretion of their respective Department Head. may be
granted leave with pay from their City duties to attend professional and technical training
conferences. or other meetings related to city se and the employee's official
employment. Pen time —ployees hired after adoption of dais contract, will not be eligible
for raining conferences.
213 Eligible employees may be eligible Far leave wit], pay far such attendance at nny time
fallowing their date of oridnal unploymun.
21A Employee . xnb.o o written leave request form to their Immediate supervisor for
nppropriare approval(,).
21.5 Approval fotjob r,lat,d -, iog xem-ofsh- duration most have the approval ofthe
Depatnent Head and the Gty Ad—ktrnro,
21.6 Approved Iesve for conference ao-doo, shall not be d,&—d from the employee's
accrued leavebalmc—
21.9 Leave for professional and technical t1toing conferences. or special m togs shall not
teed fourteen (14) consecutive calendar days- unless specifically approved by the Ciry
Adminixrator.
2I$ Por mechanics supplying their own tool boxes as a condition of the job d—,ption, nn
teal tool thefbbreak,,,4 ss reimburreinent nllowanee will be afforded them in the
t of these hundred and fifty (3ioJ dollars. The City agrees to furnish ill power
nail specialty type rooks The City will provide tool insurance in rho amount of $100oo
foreach mechanic.
219 The Cily and the Ulm will —pl— m the 1-1—mg lbill'ill d dl-i—Mg
uaiUertts end h,Mtl, hazards,
h,,,Id immediately �epon it to
21.10 h, D,-- So➢ervuot who will immediately ',, i, to n-
Article 22
Health and Welfare
22.1 Health Insurance
221.1 The Cityagrees to-dbiinthe present health insurance beaefits,[oihe extent
that said benefits may be ccrsonably obM ,,,d from a commzrcdl sources
licensed so da business in the Stale of Fiarldu.
22.1.2 Tha City will co t bate and offer group health to perm t
full-ti employ.. who may elect group health m an.rage fo,
a.
him/herself or for his/her spouse d/or eligible ndenin le depets caccW—, whh the
fallowing:
22.1.1.1 Employee Health Insurance Coverage
22.1.1.1.1 The City will contribute... belf (1/2) to the cost of group health
mntrance for the employee. single coverage.
22.1.1.1.2 Thcemployeewill wno-ibure one-ItWf (I/2)ta thecost afn oup health
ee for single coverage and premiums will be paid through
regular payroll deductions.
21.1'2.2 Dependent Health Insurance Cd—.gc
22.1 III The Cry will contribute .- half (I2) 1. the cost of getup health
Insurance for dependent coverage, if so selected by the employe.
12. L.222 The employee will contribute one half(I C)t. Ne cost of group
health in ce for dependeall c .rage. if sa selected by the
employee, and premiums will be paid through regular paymll
22.2 Dental Lasu —
2111 The City agrtes to pay fifty (50) percent of dental coveage end otberwue to
zn the prey rat dental in ce benefit ib lhee rat thal said benefits
may be r onably obtained lfrom a commeteial source licensed dd do
bnslness in the State of Florldm
2222 The City win eonMbnte to and offer denrnl 1-1- to peonanent full-time employees
wbo may elect group dental Insurance coverage for him/M1erself or for his/her spouse and/or
eligible dependents in accordance with the following:
222.2.1 Employee Dent¢I insurance Coverage
22111,1 The City will eontdbare o—filtIf(IR)to p'—de [hecostof group
dntttai ilt-tl ee fac the employee for single coverage.
2222.1.2 The employee will eonuibuteonahnif (IR)te thecost ofgmup dental
ce for single average and ptetntums will be paid through
regular payroll deductions h
12,222 Dependent Dental Insurance Coverage
22.12,11 The City will oonnibute — half (1R) to the cost of group dental
insurance for dependent coverag, if so selected by the employee
._._._ The employt, will cannibum one-Ihalf( Y2) to the cost of group
dental in ce for dependent coverage, if so sek-d by the
employee and premium., will be p¢id through regular payroll
dednaions.
22.3 Nctlth and Welfare
22.3.1 The City has hhe ¢,thorny to require an employee to complete physical,
psycbologleal. or psychietcic examinntionsto ensure that the employee is ft far
duty. Theexaminetions,hall be at die Ciry'x expenre by n physician psychologist.
and/or psychi-i t designated by the City. This includes. bet is not limited lo,
physical examinations to determine if ¢ pedned employe, is underthe influence of
alcohol on dury: w determine ¢ny abuse of prescription or non-prescription drug, to
if,—ne any use of illegal sib -itii,
12.11.1 The City shall continue to provide Life lit smnnce and Death and
Dismemberment Benefits to the bcgaining unit employees. The Life
Insurance P".l will be at no cast to the employee
22.3.1.2 The Ctiry will provide a—ifidantial E.AP. (&nployee Assistance
Pcognm) for the use of the betgaiaing unit members and [heir
immediate family at no cost to the Employee.
22.3.2 The Cry and dhe Union ngcee that rand— drug testing will not be pennihM. The
requirement of an employee 0 —plete a drug or alcohol screen or test shall be based
onNnsandazd of "reasonablesupieion. The reasonable suspicion nun damregoires'hat
the City mus nave some"d" el foundation end ia'i-ale which is intuprefed In light
of experience". In other words. a deeision to test an employee shall be based on factors
such as ehengrs in job puforma— physical smptoms commonly associated with drug
usoge meh as slurred speech. illercd motor skll Is_ end other eh'anges_ changes m auenuon
span or e'tendance: reports or mural witnessing or possession or use of substances; in
appetite or sleeping habits: or otter nwnnuisms or brA'uvioral changes which indiea'e the
suspicion of drug gage.
13.3.3 The City shell meet whb and inform the ,,plIyeethat, in the opinion offhe City_'here is
a basis for noble suspiui —efthe Cry's schedule i drug or alcohol
At said meeting. the City shall considu�n,e comments from the employee
regarding'he matter and shall then make the de'ennihad- of whether I. proceed and
require the screen or test. The employee may have a Union tepresenta[ive ptesenl at said
.—mg provided that no delay tx mused by allowing a Union representative to be present.
If
it is determined at the sole discretion of the Ci'y That a dmg'es' will be reghii d,'he
employee shallbe immedln'ely escorted I fhe Roche Biomedlenl Labs ferasa. Refusal
by an employee to shb-11, said lab's feels shall be grounds far dismissal. In the avers'that
Roche is no longer in existence, the ponies agree to meet to pick a new lab.
223.d If an employee rasa posidve. the ei ployee shall be placed on Unpaid Leave oravailitblh
Sick Leave or evaileble Annual Leave. or unpaid Madw,i] Leave of Absence, or Unpaid
Leave of Absence. if thuv issoffi—,lt balance, and shell be referred forcounseling, fit her
dry Ling. and/or rollme n appropriate program. upon completion of he
pro_ _ fbe City shall requir medlcel svb-llflafi.n eganling fitness far duty and
exolution of d,vg or alcohol use or dependency prior'. relns'e'ement from Sick Leave or
the Medical Leave of Absence. Reinstatement shall be condltoned he co inued
end to ring fo ocd and comple'o very. The Employer shall he
Iitledl10 onduet up'o three sap— nndom dogs db—g'he six (6) month period
immediately f.11.wfng the employees re orL Only such refeml co ,cling
program sl'eh be pern'iued. An employe employee who falls to —Ida the pr.g.k, i who
e of said s,,bxtauees af¢r the origlnh relns'akment fo wurk shall be dismissed_
The City shall not be—ponsible for payment of 'hc cos's of any wunselit and/or
eebabilletl- programs.
]2.3.5 The City and Union agree that an ammo] drug saeeningldrug tee' will be pelt of nny
emploYe, sv physical required by he City.
A fl,1e23
Work, Flours, Overtime
23,1 Work R—,,
211,1 The work 111— for feighl (8) h-11 .r 1--al - (10)
hams within the established workday may vary within each Department
within the Ci,y.
13,1 2 The number —I hours in I,kd.y for pun -time may varywithineacheP-."t within the clly.
21 LI The established work h— f., W11 —, and p- time —ploy— -11
determined by the D,,a—, Head. m —npml— with the f—lion of the
JA,,r—,,,—bj- to approval ofthe City Administrator.
23, IA Arf,-d —pi.,,,, -11 M .15ed a mimum of("))calendar day,
in --e of any O—g, m the -blikhed work hours.
23,15 A., D,,,—, ll shah .11., employee of,l,, Dl,,--, to —k less
than the —fid standard work hours,, the workday. -id,,d thatIh _'gh 1-6—, the —W, I a FoIy (4O) hours workweek. i,h
to ", effected.
23,1.6 All ,b All b, charged , h, affected "'Ifty— pw,ileave
-
,,—, ` , f u11 available amrued leaven, Icnve -fi"., P,
23,2 0-6—
All non exempt employees must b, paid ,, I than one and — �if (1 1/2) times
hi,/h,l txgW. r- ofply for hIIII —1,1d over flay (40) m the established workweek.
Article 24
on Cmstand fly cumperu'nnun
24A C mpensallon for an employe on en on call/stanA by-- and/or in possacsion of un
d,,—w pageror beeper shell be funhereompenseted at u rare of f- (5) hours wage per
full workweek thus the employee cell/stand by,,m,undlor in puss n of an
elecvovic pager at beepu. Shetwo hoots of wn¢ex w111 be Included in the—putotion of
regular hours worked for that workweek
24.2 O,y A,dl , shell be—igued for on callk—d by personnel
Asti i,25
C,, -k C—p,—.ti-
25A If an employee i—Ill,d b- , .& h-h.lf receive pay W, minimum of two(2)hams.
which time will b, —,id—d regular hours worked f., the p.i-,,— of determining
overtime camp —at—,
252 Ottly the d— .,.,Ily spent in —L, the A(vavel Ii., d,,d,d) i, --d as pan of
INe two (2) 1—.
Article 26
Lnngeri[y
26.1 C+ty employees moy be ill, I receive an annual longevity peynteot boiled on yell of
the City, us service Service timewill be calculated fi'om the Iotost dote ofentploymeot with
26.2 To be eligible It, IhI, payment.Ill eemploye,must have completed a minimum ofone yen,
of service on or before November Ili of each y— ii,d must be employed by the Cry p,ior
It adoption of this contract.
263 Anyone employed bythe City s,b,,q... Itothe ieboelvc date of this Agreement shall not
be eligible for longevity pay fo, the first five years of service after which the employee will
be eligible for longevity at the five yea, rate.
26A Payment wit l be oil follows:
Scvcnry five (15) dollars foe eeoh yoar of City employment to a maximum payment of
one thousand (I'000) dollars
26.5 Pey—,l for longevity will be elide by reparate check inn lump sum each yea,_ payable
the second payday in November an a separate check.
26.6 The only deductions that will be made from the longevity payment will be lobo —I
Inconne To, and Social Security (FICA) Tax, and any other snGt deductions as may be
,,ht,ed by law_
263 Effective date forth, purposes ofthis aniele shall be the date the ponies I- ug,eement
or the date the City Commission approves the term of It, Agreement far the unit.
Aatfde 27
l5'ages
22.1 Snlary Aeuge Adjti,b—.ls
27.1.1. ACos..f living All—Iill .he am.on. of 3% effective Onobcr 1. 1995,
27 12 Effective Oc.uber 1. 19%, employees will re a 2.5 % m ri. pay
sc pmviding the employee receivesn satis[ac ory annual peff.rmanec
evalua..on.
21.L3 Effective Oc..bcr I, 1997. employees will re a 25 % m ri. pay
e, providing the employee receives a saiisb-, anneal performance
e ulumi.n.
22.1 4 Employees will be eligible to bai,ain fora cast of living allowance f.f the
fiscal years 1997 and 1998.
2l.I 5 Any pay ,1— approved iocladng the C.st of Living Adjus.men, will be
added t. the employee's bole pay.
27,2 The City agrees.. con duct asaIaq c.mpfabilq study every.hree(3)yt-toil--lne
if changes in any of i" e1a firJ.ti— need t. aeon, Adj.sMenlc will be made in
.hose e111ifi-i-I which fall bb—Ihe comparability swdy_
2] 3 Pay Days:
27.3A Empl.y ,, will be paid biweekly (every other week), fof the duration of
tmc comram.
274 In the z..nI of a. employee's deem any bi- .wed t. hi fhu will be paid .. the
beneficiary designamd by.hc Employee.n a form su ppkd by the City.
Article 28
Terms and Agreement Modification
281 ltls further undetsmod and agmed between die panics that no provisions contained within
this Aglltt nt are binding upon either p tay co ned within this Agreement are binding
upon either parry until this Agreement has been reduced in writing, tnffild by the— mbers
of die bnt,t-mg unit and duly approved, ratified and executed by the City of Longwood'
rmridn.
28.2 Except as otherwise provided herein this Agreement shall take effect October i, 1995 and
shall continue in full force end effect for a period of three (3) yl— at which time it will
terminate on Septambea 30, 1998,
28.3 in orderm rcnegotinte this Agreement, wduen notice simll be given bycidterpnay not less
than ninesy (90) calendar days nor mne orn fl— ohundred twenty (120) calendar days brio,
to the City adopting a budget.
2- Any notica gi wen under this Agreement shop be given by registered or eenifad rani 1.
28.5 If any provision of this Agal—itt or the application of-hprovision. should be rendered
ar declared invalid by any cma nedon or by reason of existing or subsequently awned
legislation. the remaining parts or ponions of this Agreement shall remain in full forced
effect The patties will meat to negotiate a replacement Aniole.
28.6 All tights and l ivilegvs afforded the employees by the City at the time this contract
becomes effective shall remain in full foma and effect fo, the duration of this Agreement.
Arti l 29
Alaaagemevt (tights
29.1 Nothing h—in shallb conswed wrutner any coustlmnonal. statutory. legal or mh,,1—
kill, appointing authority rights nidt respell to maven of general legislative or
m aerial policy.
29.2 The City shall ra n the right and the authority to admi r the bus e' of the v
Depart end¢ addition to other Itinetions' and responsibilil- which a
specifi ally modified by this Agreement it shall be i—,i- that the City has and tvili
n the full light and rasp—ibility to direct the opera of all Depart
pramnlga mlea end replat—and to oth—,, axe_ the prerogat1 es of mnangcment
Article 30
W.,king O.tof Classifi,.ti.n 'temporary Assignment
N0 l A DIP,, m may Direct.,' temporarily assign n employee to a different position
classifemtioe when the position.Inssi tieation has a diffident pay e adeor sularyArue ofpgi
mh...ly or u.l ,are ofp . utilize any employee in acep,,Iy other than
in theirattthorized classification (for consistency hourly n[es wlll apply if within the wine
Claxsificatio. Series).
30.2 Types of Working O.t of Classification lncludc:
30.2.I Temporary Assignment too Higher Cl,,,fauon
3U 2 Employees assigned to w.rk'in ahigher d—ifi-In for more than five(5)
calendar days will receive pay equal ro the high., elassifcation.
30.?.3 Sttch to addil—. l —p- r crefeenced above. shall upon
of eh,
guru, rmben r, Perm t flung .f the ehigi
classifev n. At any tune the affi-,d employe. a hall tetum wperforming
a
Ne duties and respatsibillues .f his regular posirion and shall receive his
egulat'rate of pay.
Article 31
Seniority
31.1 Seniority will be defined as dtc length of employment with the City of Longwood.
Seniority shall be aot"d by a full ti employee after the completion of tbeir
probationary period (3 months) at which time seniority xW1 be mvoactive to the d.te of
hire.
31.2 fn regard to layoff recall,shift—ignmem(selection of shift assignment by seniority shall
apply only upon subsequent ....rides). and ....lion selection. within the same job
'1—ifeation xeniority will prevail.
313 Seniority will continue to —11 dui 19 M types of le.va except leaves of absance without
pay exceeding three (3)consewtive months. Will, respect to leaves of ab.—mezceu
of three (3) consecutive month., necrual or sent rily will recommenc upon remm to
department azsigned
A fide 32
UWm,—"
32.1 The City agrees ioprovide clean oniforzn�for their bl�ecollor worAers. The uniform shnll
hss�of one (I)shin undone( IJ pair olpc,,,, ch day, The Ciiy alxo egreec ro wnunue
policy of providingsaFuy ioesM1oe_.up to Iwo pair per yew iC�he old shoes are resumed
o the Chy.
Article 33
siaaawre Rage
EXECUTED. ihi,_ Oy of - 19 A.D.
LOCAL 673_ INTERNATIONAL UN/ION OF OPERATING ENGINEERS (AFL-CIO)
JJnit MCepresenutivc
By S
Un _Represenlar�ve
By: ��
Ed W ,Gam
B.,iae Man _
EXECUTED. Ihis th- day of / i.L/K ____— 19& A.D.
CITY OF LONG' W OOD. SEMINOLE COUNTY, FLORIDA
By:C.'/ !u
William Winaon.`OO,r
An EST:
-
GeraldineD.3ainbn.CiLy.Clerk