Ordinance 98-1421ORDINANC698-1421
AN ORDINANCE OF TIC{E CITY COMMISSION OF THB CITY OF LONGWOOD.
FLORIDA, ACCEPTMG AND AFPROVpJG TH6 AGREEMENT BETWEEN THE
CITY OF LONGWOOD, FLORIDA, AND THE WTEWiVATIONAL UNION OF
OPBRATUJG ENGINEBRS_ LOCAL 673, COVERING THE PERIOD OCTOBER I.
1998 THROUGH SEPTEMBER 30, 2001.
WHEREAS. the Florida Collective Bargaining Law provide for negotiations between the
City of Longwood and employee represented by ¢ labor organ nation. and
WHEREAS the Ciry of Longwood and the Inmmation¢I Union of Opeating Engineers.
Local 6]3, have held numerous meetings and havejointly developed en Agreement to assure
sound and mnmelly beneficial working and economic relationships between the ponies; and
WHEREAS. City employees mpmcented by the Intunationnl Union of Operating
Engineers. Local 6]3-have ravficd the contract for dtree (3) ycazs by agmement between the
parties, herein atmenea.
NOW. THEREFORE, BE fi ORDAEVED BY TILE CITY COMMISSION OF THE
CITY OF I.ONCWOOD, FLORIDA AS FOLLOWS:
SECTION I'
L That the aaached agreement between the City oP Longwood and the International
Unlon of Operating Engineers. Local 6]3. 'H hereby accepted and approved effective October I.
1998.
2. That the Mayor is hereby authorized to sign the Agteemen[on behalf of the City
of Longwood. Florida.
CF,~TIO_?_
ConFlicts. All ordinances or pans of ordinances in conftin herewith are hereby
repealed.
Sevembiliry. Should any section. pnmgroph, clause, sentence. item, word or
provision of this ordinance be declared invalid by a covn of competent jurlsdictiom such decision
shall not affect the validity of this ordinance ns' n whole or any pen thermf, nor so declared to be
Invalid.
Ordinxnre 95-1421/Page 2
P SL ~~JP. _ 199fr-
A~ I it and
AGI2EI?ML!NT
between
CITY OF LONGWOOZ), FLORIDA
and
INTERNATIONAL UNION OF
OPERATINCs SNGINEER5 (APL-CIO)
(IUOE)
LOCAL 673
'FABLE OFCONTENTS
Preambl .. .... ........... .................. .........,..... ............... ...... 3
Articl I ....... ..........Union Recogn't on. .__..... ............. ...... 4
Article ~ ... .._... Pledee Against Disc nation ........... ................... ........ 5
Article 3 ............ .........Utiion Ac[ivities/Representalion....,................................,....... ........ 6
Articl 4 .. ...... ..........D sDeduction..... ........ ......._. .. ........ ]
Article 5 ............. ..........Special Mee[ings.............................................................,....... ......,, N
Articl 6 ....... ..........Gr evance Prncetlurc ........... .. ........ 9
Articl ] ... ... ..........Ab at on .........,... .......... .............. . ...... IS
Articl 8 ........ ..........D'. 'pi'ne and Discharge ............. .............. ........ I]
Attic) 9 ........ ..........TUit on Reimbursem ...............,.. ........... .. ....... 20
Article 10 ........... ..........Promotional Vacnncies........................................................ ........ 22
Article I I ......... Workday and Workweek .........,. _ .......... ....... 23
Articl 12 ...... ........_H I'd Y.... .................. ........ 24
Ar[icle 13 ......... Vacai on Leavc ... .................. ........,.... ......., 26
Articl 14 ...... ..........5' A Le ............. ............... ....... . _..... 28
Articl 15 ....... ......... Bereave nent Leave .. .,............ ................... ........ 31
Article lfi ... ..........Armed FOrces/MilitarY Leave ...... ...................... ........ 32
Article 1 .......Jury Duty and ludic I Proceed~ngs.._.. ................ ........ 34
Article l.' ...... ..........Temporary Disnbiliry/Ma[emi[y Leave................................_. ....... 35
Artie Work Related lnlury lz e ............. ... ........ 3]
Artie Personvl have Wi[hou[PUY..... ~~~~~ .... ........ 39
Ani, . ..........Safety. Educa[ion Training&TOOI AI,..... ......... 40
Ar[ii _. ..... .Heal[h and Welfare ... '2
Ani~ [. rx .. ..... ..........Work. Hours, Overtime........ , 45
Articl .... ..........On CaIIIS[and By Compensa ~........... _.. 46
Arti~:.25......_... .._.....Call Hnck COmPenn-~~ir~ ... ......... 4]
Article 26 ........... ......... Longevi[y............... .. .... ......... 48
Article 2] ........... ..........Wages..............................,. ... ..,...... 49
Articl 28 . ... ..........Terms and Agreemen[Mo ~~. ... ..._..... 50
Article 29 ........... ........_Management RiBht .............................................. ......... 51
Article30 .......... ......._WOrking Out of Cl:~, 'PemPOrarY ASSignment......... ......... 52
Article 31......._.. .........Seniority ................ .. ................................... ......... 53
Article 32 ... ..........U f rms ............ ............,.... .................. . ......... 54
Article 33. . .........5'znamre Paae ................ ............... .......... 55
Preamble
This Agreement is entered into buween the Ciry of Longwoo4l^lorida, hueineftu
referred m es the Ci[y, and the International Onion of Operating Engineers (AF4ClO).
hueinefier referred to as the Union.
h is thei and the purpose of this Agree noel andm sally beneficial
working and economic relvrionships between the part es hereto, to provide an orderly and
peecefvlm sof resolving any misuodustanding or differenern~which may arise and to set
forth herein bassi and full agree m between the parties eoncu > wages, hours. andothu
terms and enndidoits of employmem.
Thue shall be no individual arr¢ngement contrary to the rums herein provided
It.s understood that the City of Longwood is engaged in furnishing ossenti¢I public
s which vit¢Ily eKaet the health. safety. wmfon. and general wel Ibeing of she public vnd
both parties heeto recognise the neW of eominvons and reliable service to the pablic.
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Article 1
Union Recognition
I.1 [Ibti-Blue Collar
The Ciry r,gnize the Unio s the zcluv e bargaining repres e for those
employees to Unit 1-glue Collar, that the Union is authorized ro represent as follows:
.. ~dait ~. ce Woticer I and - PartsGerk, Parks & (;.~wnds
iui. :..isor. zlBn Spec Nlst, Equipm nt Opuator Iand- PubltC WOrks
' ~r'., Maer Reader, k3MrtgiVOrker-E; Plant
Operoici . f»m~ troniom~bnpeCVr. Mechanio i and II. fivsr£mmectrort
3'Mmiei - w ' rom Administrator. anA Fleet Section Supervisor;.SVeet
S~pervis ,~ p r and[Jtili. /PI nt Supervisor:
1.1-I This repres is [orthepurpose of mllee ve bargaining wish respec
wuges, nours~aand athu conditions ofemployme as requied by Flurtida
Lew. T e recognition is pursuant to the Certificate o[the Florida Public
Employees Relations Commission, Certificate #820 decided in RC 88052
dated November 9, 1988.
12 Urit2-Wli to Colla
The City recogniz s dte Unio s the exclusive bargaining teptes e for those
employees in Unit2-White Colinr, that the Union is autnorizul to teprasem as follows:
Accounr/Clerk Account Clerk .Payroll
Guk. Records Clerk, Building Assi.nnnt. Receptionisr/Cluk -. Cados 6nfotcemeatt
Offcer, Building lnapecmr F~ratr. Sea~exary, PlunninB Aide and
Bmfdmgfkrk%, Pumit.Clerk.
I.i.2 This teptesentmioo is for lne purpose ofcolleuive bargaining with respeetw
wages. hours. and othu wnditions of employment, as required by Florida
Lew. The r eognhio is purl o the Cenifen e of the Florida Public
Employees Relations Commis-lion. Certificate #819-decided in RC 88-052
dated November 9, 1988.
1.3 It is further understood and agreed that Lire Business Managu or an ehemate will be the
official spokesperson for said Union. Any nitemate designated by the Busmen Manager
snap rte aeaignated m writing.
ArtIGe 2
Pledge Against Discrimination
2.1 'Che provisions of Ihis Agreement shall be applied equally to all employees in the bargaining
withaa disc oage, iml si color reed,n nal origin.
n affiliaf mreligious safflliarionxm political aaffiliation. o oral nand physical
impairmea~s. The Union shop shore equally wish the City theruponsibilery Por applying this
proviv'ion of the Agreement.
22 All reference to employee nthis Agree mdesignare bah sews and whenever the male
gender is used ii shall be wnrtraed to include male and female employees.
2.3 Neither pazty shall iaerfere with, restrain. coerce, or otherwise diserimineie against any
employee for exercising his/her right tojoin or oar tojain the Union.
2.4 If. and in Thee employee elec eek remedy for alleged discrimination by the
filing of e lawsuh in e Coanty_ Cireui~ >° Federal Coun or o complaint with Ne EEOG
PCHR, or any odrer outsideagency, Shen in that evens, the subject of.caeh complaint may nos
also be grieved. If. and in Ghee anployeeelects to ini[iale aproceeding too County.
Circuit. FWeral Coutt. SEOC. FCNRoor any aher outside agency, daring Ne pendency of
a grievance, the grievance shall be summarily dismisved.
Article J
Union Ac[ivitic~Bepre nmtion
3_t Awntten lis[of die Union Stewerd(s)shall be fismishrA to the City pnorro [he offeuivedwe
of MCir assuming [heir do[ies. The Union shall notify [he Ci[y promp[ly of any changes of
such Union Stewatd(s).
3.2 With prompt n o his/her superv , [he Union Steward(s) will be give
stigetn grie es during working [imc No more Mao one (I) hour per week will be
used for this pnrpos .
3.3 The Gty sM1ell fumish[he Union offleowiM acopy of all curtent or subseque mendmenss,
roles. or regulati ns putvintngm Enrployu-Employee rclati s, depan mel roles
and rtgulations. ond/oe sotaodard operating procedures. The City will provide oue (I) copy
of ell usher amendmen[s not requiring negotie[ion poor [o implemenee[ion [o Me Union and
one (I) copy to the Union Stewerd.
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Article4
Dues Dedurtian
4.1 The Union will initially notify the Gty as to the amount of doer. Snch notification will he
o the City. directed to the Pers net Administrative Officer. in writing.o er the signa
of Ne nntnnraea ofecer or ofs~era of me waon. enange,mmeunion lnemnmanlp aye:
will be ceni(ied to the Gty in like manner at least shiny (30) calentlardays prior to the
effective dme of any change.
4.2 Upon receipt ofawriuen nvthorisstion foam from nn eniployeecovued by this Agreement.
the City will deduct fiom the employee's pay the amount owed to the Union by such
employee for does. Snch dedocdotu will be done too flra rwo pny dnys per month. The City
will remit to the Union sucn sums within army (30) calendardays prior to the effective date
or am mange.
4.3 The City will notify the Uuton a minimum of Niny (30) calendar days in advance of any
change to the frequency of pay days and oumbu of dedoaions per month.
4.4 The Union will indemnify and hold the City harmless against uny claims mode regarding
these deduetious.
45 Provided an employee is on vacation during the payroll period for which dues should
rtnally be enecknd off and Nis employees check is prcpnred in advance. every effon will
be made to dedoctdues fiom [he advance check No dednedon snail be made fromthe pay
of any employee for any payroll period in which the employee s net earnings for that period.
after oarer deduction. are less than Ne umoum of dues to be checked off.
Artlcle5
Spatial Meetings
5.1 The Ciry and the Union agrte vnd confer sof in [upon nreque
of eiher putty. Thew reque tshalln to Ne eof them to be discussed vnd
the r oafs) for regae ring Net ring. Disc n ahal l be Iimi ed to mauers ear forth in
Ne egoe other subjects mutually agreed tq bat it understood Nv[ Naae special
rings shall not be tssed to renegoti e this Agree ,a5uch speclvl meetings shall be
held within ten (10) enlendar days of the receipt of tYie wrnuen roquest and et a Limn vnd place
awally agreeable to bo[6 panic The Union shell have the right at these peciel meeriags
end tothe Ciryco anyall wed inegvit es kno oche Uniun. Tnformvl
me rings may be held at any time upon verbvl agreunent Iof the Union end Ne Ciry.
52 to Ue event either party delves to modify v in Aniele eomvhted in this Agree m. by
cruel consent, v tencr of Agecemen[ trtey be drnfied and signed by both parties znd oncc
ratified by the Commtsston will be used ro supersede seltl Article or Provision.
~, Article 6
Grievanre Nrocedure
6.1 Gtie e shall m n alleged violation o unfair application of this Agreement ns i[
applies m the employee(s) who Wring then ievanee to management. Since managemea[ has
the right to do employee performance evaluations. a grievance on the sabjecr of an employee
perform evaluation shall be limited to anyalleged violation of policy or pmcednre The
substenuve decision regarding an employee's performance evalaalion shall be nomgrievable.
6.2 All grievances shell be filed on a form matuelly approved by the parties and shall slate and
sec forth:
6.2 (e) the specific provision or provisions of the Agteemem alleged by the
employee to have been violated;
6 2 (b) the specific fagscoostimting the alleged violation;and,
6.2 (e) Ne relief tequened by the eligible employee, horeioafier ref ed to es the
Grievant.
6.3 All grievances shall be submittN wlmin ten (I~calendor days after:
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a3 ear sow[ dsractory resowanm mr any vernal aisaaaionawhn me
~m,neaia[ :~pe~~tror. or.
e.3 rol notmmatton onne o~arenreof an ev mt goring ese m me grievance.
6 4 All grievances not appealed to the next step wi[nin the lime limits esteblisbetl by rhls
Agreement shall be considued sutled on Ne bosis of [he Ian answer provided by
management.
65 All grievances no[answered within the timelimiu enablishcd by thls Agaement shell cause
thegrie once to ao[omancally advance to the next step.
6 6 The timelimits set forth herein may be eztandea by wri«en agreemutt of [he oontracdng
pattlcc. Consent by the Union shall be by the designated Union official.
6.] The Grie nay hav a Union representative present, when requested by the Grievuot. et
any stageof the Brie ante process.
~, 6.8 The Grievant may be accompanietl to any mewing described in this Article or Article ]
"Arbiaation", by not more than two (2) othu pusons, camp[ thoxe noted below*. and/or
Union Steward/Repmaentative. so regvested by the Grievant.
afixclnded are: Elected Offcials, the Clty Cluk. the City Attorney, the Chy Administrator.
Departnent Hend(s)_ Supervisory Personnel and 1'mice blvislon pusoaoal.
6.9 The City may be accompanied to any meeting described in this Article or Article "]
' Arbitmtiov", by any other person(s) and/or representative if the City so desires.
b.IO In advancing grievances to the Department Head level end above the Grievant anU the City
may call u reasonable number of witnessea in support of their respec ive positions.
6.11 ti the event a grie solved without a Unlan reprcs ve present. the City. upon
written request by the Union, will provide a wpy of the resolotian.
612 The e.nablished formal process does not preclude and is not intended to discourage the
Grievant ftom first discussing the grievance with the immediate supervisor(s) informally
and verbally. The Grievant should discuss thecomplaint with the immediate supervisor(s)
mosphere of cooperation and problem [solution as en on going process In the
employment rtlationship.
6.13 The immediate supervisor(s) is responsible for making appropriate inquiries and taking
~. ssary actions to resolve the grievance preserved by the Grlevam within lea (10)
calendar days from the date Ne Grievant brought the inquiry forth.
6.14 A Grievant engaged in mewing with the City la Slep One, Step Two and Sep Three of Ne
Grievance Procedure may be engaged in said meetings during his/her normal work hours
without loss of pay.
b.IS Sep OnrPOrtnal Grievance process Step One of the formal grievance is as follows:
6.15.1 Grievant:
6.15.1.1 The Grievant shall File the grievance in writing on the approved
grievance form, to the Division Head within ten (10) calendar days
after.
(a) tsclution or ~tisfuctory resolution of any verbal
discussions with the immediet supuvtsor. or.
(b) otitication of the occurrence of the event giving riserome
gae once.
6.15.1.2 The grievance shall state and set forth:
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c„"~enws~voew,~.n 10
~ (o) the petite provision of provisions of the Agreement nlleged
by ehe Grievant to have been violated
(b) the sped tic facu'coii xl[uting U,e nlleged violation.
(e) witnesses. if any.
(d) support ing documentation, if any, end,
(e) [he relief requested by ehe Grievant.
6.152 Division Head:
6.15.21 Upon receipt of rile coinpleaed grievance form. the Division Head
will review vll daeuments xubmittetl for feemul representations end
definition of the gricvnnce.
6.152.2 Within ten (107 calendar days of the date the grlevanec was
clued, the Division Heed shall meet with the Grievant and make
a aedaion and commanicare itroma Gaevont Tna aaaamn snau
e mebnsix rortneaeo and shall be~,derea in ome
6tie with <opiea o~he Department Head andnPersonnel
~. Administrvn ve Officer.
fi.15.3 Grievant:
6.15.3.1 In the t the gtie solved co the cisfaen of the
Gne r, the Otie nt doe wish to pars ethe gria any
further. tihe Grierentvis to indicate xnme on the origioel grievance
form aria xnnmi .elan wan rill raetx nna information nonnemed
with the griev ~Il support dawmenention, if vny, and responses
to [he Divislo nnHead For forwarding to Personnel.
6.15.3.2 The wmplwed original grievance form most be submined to die
Division Hcad within ten (10) calendar days of the receipt of Ne
Division Flead's rexpansc
b.t6 Step Two-Fortnal Grievance Proccse - Step Two of the formal grievance process is az
follows:
6.16.1 Gaevan~
~„ 6.16.1.1 In the event the grievance is nat rrsnlved in Step One. at the Grievant
s ails tufed with the dec sioNresponxe/determination of the
Division Head. the Grievem may. at the Orievanfs el«tion. submit
the grievance to the Depanment Head.
6.16.1.2 The completed original grievance form must be submitted to the
Department Hcad within ten (107 calendar da)',c of the date of the
receipt of the Division Head's response.
6.16.1.3 The Gne indiw e the r on(s) for Nnher anNOr
rsidere oSameshall be rextnered Wthose issues presented in
do
Step One
6.16.1.4 This submittal shall be accompanied by all facts and information
mad wl[h the grievance, copies of all documents prevronsly
snbmitted end responses given arerew.
6.16.2 Depa rtment Hcad:
6.16.2.1 Upon ceipt of thew mquestfor Depart nr Heed roview. the
e
e
nt Head will rz w the grlevan e
the a ompanying
Depan
re
grievan
e fomt wnnen response and all other docnments sunmitted
r for factual representations.
6.16 22 Wlhin ten (10) celutdardeys of the date the grievance was received.
dre DeparrmGtt Head will hold n meeting with the Gricvant and make
a dedxien and wmmnnieate n ro me Grm~em. Tne aedxmn xhau
to the nasia for me aaixinn ana enNl be rendered m wdeng to me
cd
evem wan espies to me e7ty nammistramr ana tun Personnel
Adminixtrntive Officer.
6.16.3 Griev ant:
6.16.3.1 In the event the grievance is resolved to the setisfeeaon of the
Gtie r, theGrie ntdce wish to pursue tfie grie vny
e
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furthern Ne Grie indit
t the original g
ie
e
foam.along with all respeases. facts, end
noormation eoncemed with
grievance, all rapport documenhtticn. if any. and responses are to be
e nto theDepartment dead for forwarding to Personnel.
6.163.2 The wmplered original grievance form must be submitted to Ne
Department Hand's within ten (fo)calendur days of the receipt of the
Doputtment Hcnd's response
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a.+~.n~.~~oE~,.,i ~..
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6.17 Step Three-Formvl Grievance Process -Step three of the formal grie ante process ie as
follows:
6.17.1 Grievant
G 17.1.1 In the event the grievance is esclved in Step Two. o
the Grie dins tisFied with the
decielorUraponse/detemrinution of the Department Nead the
Grie may. atthe Grlev sclection,submitthegrie ante
ro the city Aaminirmatn~
6.17.1.2 Thecompleted original grievance form moat he submittedto
me city Admminmtor wham ten uo> calendar aars or me
dote of the receipt of the Department Head's response.
6.17.13 The Grie indicate the reason(s) foe futther review
and/or cortsidemtion. Svme shall be rcsineted to Otom issues
presented in Step Twc.
b.I'].14. This submittal shall be ac ompnnied by all facts and
e
inform erred with
the copies oP all
e
aocomems previously zobmitted nna tcspon
es given thereto.
6.17.2. City Administrator:
6.11.2.1 Upon receipt of the written request far City Adminirtmtor
w. the Clty Administrator will review the grievance, with
ompanying griev ceform respon and ell other
documents eubmitted for fecmal reptesentaaons
d 17.z.z wanm rrteen as3 ~lendaraaye~of meaaa me grievanu waa
men mecty Ae~nh,trtmmr wnl nola a meeting wim me
Grie .the Onion representative. is tegoested by Ne
Grievant and any other individuals/employees involved or az
may be celled.
6.17.3. Grevant
6.17.3. I In the evens the grievance ix remlvrd to [he setisfaedon of the
Grievvnt o, the Grievant does n wish to pnrme the
grievance any finther. the Griewnt isoio Indicate same on the
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cw.ee.rw.rvami.a 13
original grievance form, along with ell responses, faces avd
infonnotion c mcd wish grievance all support
doc n ~ifeany, and respon w be given to the
City Adnvoistrator for forwarding tosPersovncl.
6.1'].3.2 'ffle completed original grievance form muct be submitted to
the City Administrator within ten (IO) calendar days of the
r ceipt of the Gty Administrator's response.
6.18 Step Four-ormal Grievance Prousc - Step four of the formal grievance process is as
follows:
6.18.1. Grievam:
6.I S.I.I In Ne event the grievance is not rtmlved in Step Three of Ne
Grievance Procedure, or the Grievant is dissatisfied with tare
decision/responseldeaenninaiion of the Clry Adminin the
Grie may. at the Grievants election appeal ,caidmdecision
through arbitration.
Amele v
Arbitration
]_t If the Gtie m deli arbitte agrie eedec eubseque oche receipt of the City
Admininm(or's deeesion, the Grievant sM1Oll, withinofifteen (IS) calendw days after receipt
of the City Adminis7mtor's decision,grve notice to the City (by mgistued mail. remm receipt
mquested). directed m the Personnel Adminisvative OfCecr, of the Grievant's intent to
submit the grie once for arbitration.
].2 Within ten(I~)wvrking days fiom the receipt of inent to submitagriev arbitration,
the City or Union shall request from the Florida Public Lmployces Relations Commission
(pERC). the nvmes of seven ('/) putemial Arbitrators.
7.3 Within ten (10) working days after the receipt of dte PERC lin. the City and the Grievant
shall select an Arbitrator by the pr« sof alternate elimination. with the Gnevavt selecting
the Hrst eliminvton. The remaining Arbitrator selectM, will betho Arbitrator. The City anA
the Union will altervate in the right to first eliminativn in successive erbitrationx
7.4 Within forty-five(45)calendw deys[he Arbitmmr will selecta hearing date with respect to
the subJect matter of the grievance. I[lhe hewing date is vot set within forty five (45)
calendm days.a new arbitrator will be selected.
75 The Arbitrators decision will be rendered in writing wlNin thirty (30)enlendardays after rho
onelnsion of the arbitation hewing. Acopy of the written decisiov will be famished both
no the Grievant and the City_ The Gricvent's copy shell be directed to the Uniov Husivess
Agent at sack address as inset forth herein for the Isrnl Union office: the Gty's copy.shall
bediruted to the City Administremr at such azldress for the Ciry as shall beset forth huein:
and to other mptesentetivc.~as may appear on behalf of the City vt the Arbltrvtion hearing,
7b Av employee flingegricvance shall be entitled to the vaistanceofarepteremative of the
employee's choice, if the employee is not a member of the Union.
7.7 Both panic (Union and City)shall bew their own expenses with respect to the presentation
of the arbitration.
'/.fl The Arbitrators expences shall be shared equalty by both ponies.
].9 Per Section 2g6.o105, Florida Statutes. alt perwns are advised that if they decide to appeal
any decision made at this henrin&they will need v record of the proceedings and for such
purpoces, they may need to insure tM1ata vrrbvdm record of the proceedings is inede, which
includes [he testimony and evidence upon which the appeal is based. The City of Longwood
does not provide this record.
]-10 Employees shall be released from duty for attendance at an orbitration proceeding as
w~messes for the grievant. without loss of pay.
1.11 Hoeh parties shall make nrrangemeals for paying the witnesses whom each have called.
x.12 The Arbitrator shall be confined to such tluties snd powers as are set fonh in the Fienda
Poblic Employees Aet and the Florida Arbil ration Code. The ACbiaamrshnll not have the
amhoriry to add to subtract from modify any of the to or provisions of this
Agreement and shall be limited to questions involving the interpre etion of this Agreement
and questions involving the nppliomion of the Agreement as the Agreem tspecificnlly
addresxes discipline, disciplinary demotion. or disciplinary discharge.
J.13 The decision of the Arbitrator shall be final and binding upon both panes except as the
Florida Arbitreuon Code may provide for limitetl review by a Court oP competent
jurisdicuon.
].IA No decision of nny Arbluntor in nny one case will etealen basis for renoadive adfustmenr
m any other case
ArdrJeB
Iiscipline and DischarFe
8.1 issumtce of Discipline
8.1.1 An employee may be disciplined or discharged only for cause.
&1.2 Whenever it is alleged that an employee has violated any rule. regulatlom or policy.
theemployeeshall be notified. in ~, orbs appropriate disciplinary acnon form
of the specific alleged violation(s) nhn
8.1.3 A written reprimand, suspension without pvy. or disciplinary discharge may be
grieved by the employee Nrough the Grievance Procedure ns oudimed in rtiis
Agreement.
8.1.4 An employee relieved of dory for the investigation of alleged violation(s)will remain
vailable at home during buslncss hours' (8 am. to 5 pm.). Monday Nroagh Friday.
IF it is necessary to Irnve home, the employee will request permission from the
Depanmem Direuar or Personnel Administrative Officer and notify them how long
he/she will be gone and how hc/;he can be reached. Such permission will not be
anreasonnbly denied.
8.1.5 The employee shell have the right to inspvet or copy any or all of his/her personnel
fleet any other f le containing recordseoneenting the employeeand no records shall
be hidden from the employee upon wmpletion of investigation.
8.I.6 The employee shall be allowed twemy-four (2A) hours to review a completeU
dlsciplinaryin stigatio and provideawrltut respon oche dsciplinary ac
xoluding criminal acts as definetl under Florida State Stewtes, prior m any initial
recommendation from the employee's Supervisor.
8.1.] Whenever an employee under investigate svbjeu ro in negation for any
that ould lead sio disciplinary a (demotion. or dismissal, such
tnv ~~igati nor tntenogati nshall beconduucd under the following conditions:
8.1.x.1 The inrertogation shall bewnducted atniunsonable hour,preferably
e when the employee is on duty. unless the seriousnrss of the
env s'tiga[i n is of such adegree that immediate action is required.
B.I."1.3 Theemployee will be infomted of the charges against hirNner when
notified of a pending invenigaiioMnterview ond/orupon relief from
dory, unless, in the depenmuit'x opinion, such information would
comprise the Investigation. and the employee shot I be so informed.
8.1.1.3 At Chet eof thei w, the employee under esdgntion muse
n
the n of all
be informed of the charg s egainrt hiMher and
known colnpleining pan es prior w gluing v sta[ement to the
env nigator.
8.1].4 The employee under invesdgation will beellowed to read vny written
and liseut to evy audio tape rewrdings of ptineipale and
in the invasdgaci .'1'heemployee vetlu informed of the
pens or pens charge of the i stigation. and who will be
contlueting the questioning however, no more than ova person shall
ask quesrions at nny time.
8.1.]5 The interview of en employee or any issuance oforder iv disciplinvry
rs shell ba recorded, and Nine shall be ve unrecorded questions
s. The employee of his representndve ehell be allowed
am ~ne
to re
se seaaevna.
8.1."1.6 The employee will not be[hrentened with vansEU Or any disciplinary
anv of obtaining information. Theemployee cannot be
subjected to abusive Ivngungeor promise of reward azinducement for
answ ring qua bons.
8.1.1.] The employee shall, at hismer discretion, have Iegvl counsel and/or
a Union repmsentative present dining any In[erview or investigation
and may be granted reuoneble periods of ptivare consultation with
Net legvl Counsel and/or Union repms c Where such counsel
repres medietely nvailvble, the i
rtigetionashall not be postponed for Behan entyfovr(14)
hours or Ne close of the first businese day wbichetver wines tatec
That mepuiod issubfect vupon uvl egreem ntby [he
pert Legal c sal or repres may n advise the
employee n how er Ne qua Employees will be
required to answer hvthfully ell qua na+soesked of them.
8.1.].8 During in sigati n, qua st be limited w the
uudeng tha employee salleged violation. and
information elating directly to the violeeionset hand. In instances of
alleged cri final acre, questions may also be asked relating to other
violations of the same category.
8.1.8 Prio olhe final tesolmion of the disciplinary m no public stnmments
will be issued which ate known to deliberately jeopardize an acwsed
employee's right ro n fair hearing ond/or «ial.
8.2 Clearing of Disciplinary Actions
82.1 It shall be wnsidered tltaz eorreuive anion has ben accomplished by the
employee and rvs:ords of disciplinary action may be removed from the
departmental. divisional. and Ciry personnel flcs undo the following
provutons.
8.2.1.1 If the Ulsciplivary action in file is a w ning avd the employee has
is
muted no offense requiring any d
ciplinary action for six (~
monms ar,°. me i~ddm ofrenae.
82.12 If the disciplinary action on file is fl reprimand avd the employee has
i«ed no offense regviring'any disciplinary union for ane (1)
yevr after the initial offense.
8.2.1.3 Note: The length ofbmemclenr the mostsuions disciplinary actiov
n the fIe will be tho time frame used for calculation pntposes in
viewing disciplinary anion from file. The time frnme will begin from
thedatc of the mast recent disciplinary action. regerdloss of the typo.
A 21 4 If the disciplinazy anion is placement of probation.su s p e n s i o v
without pay or discharge.such action shell, undo no cimomsances,
be mmoved from Ciry files.
&3 It is the responsibility of the effeuul employee submit w request through his
Department Hevd to the Personnel Administrative Offiner wimiiatenclearing of his record
according to the provisions of this xection.
8.4 The Personnel Office shall maintain a file, separate from the employees personnel hie. of
ell disciplinary actions.
r
Article 9
'Coition Reimbursement
9.1 The City's mirion refund program is designed to encournge employees ro wntinue [heir
Development programs and contrnue their formal academes ednwnon.
9.2 Nothing herein shall be cons[med to obl~atethe Ci[y to proviUe naivivg for individuals [o
acquire the basic skills and tre[ a ceded to obtain or ma[nta[n a position to City
employmen[.
93 The Ciry Commission re s Ne righ[ m diver ti ring fonds to n key
poshions/individuals and/or opera[ions based on [he ovemil Ciry wide priotitiescend subjw[
m Nntl avallahibty.
9.4 Tuition refund program may reimbvrre in full. o any putt mereof, parmanem full-time
employees for lui[ion expenses paid by employees in successful completion of approved
course work or training in en nwreUited educa[ion institution.
9.> Such off-dnryeduc ring, in sofsmdym st directly co tribute
the imprav tof skills or [heonhen tofknowledge used in theperform eof City
dudes mttibuti o advvneemen[ln the employee rela[ed field and/or prom oral
~. po[ennal v~d inurasetl efTcieney wld[in Clty service to be approved for mirion refund.
9.fi Corvses o[rtudy must be occompiished cutside[he employee's noonel work boors uniese'tfie
Division dead approves me use of appropriote nvailnble acwmulared leaves.
9.] Eligible employees must have beat eon[ivvoosly employeU by the City for et least six (b)
onths immedinmly preceding tlse first day of elntces for which mirion reimborsemem is
requested.
9.8 Tutiioa reimbursemen[s will be capped at one four (4)eredit boor course per semester.
9.9 Wrloeu approval mvs[ be obtained in advance fmtn [be Ciry Administrnror in order for any
employee m be eligible for the Tuition Refnnd Program.
9.10 Tuition reimbursaments for general worse work regnirememsfore Degree shall be limi[ad
[o one per fiscal year.
9.I 1 Theemplayee agrees ro remvin in [he employment of the City for a period of at leas[ one (1)
year following the de[e of completion of the approvetl oourso.
9.12 Sepwation from employmentfor any reason other then death or layoffpriorto theeompletion
of this one year of service shall cause the affected employee to repay the City all tuition
reimbursement sums pnid by the Ciry during the employee's lazt year of service.
9.13 Reimbursement shell be made upon presentation to the Personnel Adininisveuve Gffieu.
within thirty (30) calendar days fol lowing tXe last day of class, oF.
(a7 proof oC payment of taidon: and.
(b) awpy of grades in accordance with the following
100 % ~ Passing Grade (C or bettw~)~. passed, satisfactorily compleed.
0 0 -Failing Grade; failed. unsatisfactorily completed.
9.14 'Tuition expenses for which on employee is reimbursed or compensated through soholwship
or locaLrt oe federal grw ~ aid program neluding ve uadministrntioo benef6,
aye,
may be con. idered for imbnrn nt by the City, provided that employee sball receive
tmvon refunds grearw than for actual expenditures for tuition pnid by the employee.
9.15 Thereshall be no reimbursemem for text books. course materials.lab fees. transportation.
Hoaxing. or other school related fees.
r
Article tll
1'romotioual Vacancies
10.1 position vacancies shall be posted through the placement of job posting announcements.
102 Job posting announcements shall be posted internally on all City bulletin boards.
10.3 Any City employee who has completed his inhial prescribed probvuonnry period end is
retted in beivgconsidered for the position of vacancyshall enmpletetheprcce Ted Ciry
appliuhon vnd submit same to the Personnel Office prior to the posted closing date.
10.4 All iuremal applicants, and eligible veterans. who are duertnined to be quelifed (meet the
um quvllfications of related education/traininglexpuience) for the position in their
depattmenh shall be forwarded to the hiring nmhority prior w any external applicants for
the pas tton to their deportment.
10.> In filling vacancies within City services, the hiring authority will consider qualified
employees curmatly employed.
106 Evaluation and selection standards used for promotions shall be in accordance with
ompuitive procedures giving appropriate considera0on to all applications. including, but
not limited to such [actors as tmining, expericn e. peifomrnnec, and length of service
Anima n
Workday and Workweek
I I.I Workday
I I.I.1 The workday for fulHimeunployees of eight (8)hou¢wllhin lheestahlishul
workweek may vary within e¢ch Department within the City.
11.1.>_ The number of hours in a workday For part-time employees within the
established workweek may vary within each Department within the City.
I I.I3 The established workday for fulHime and part-time employees shall be
deermined by the Deparment Head in wnjunuion with the function of the
Department subject to the upproval of the City Administrator.
I I.I.4 Affectulemployees shall be notifieelaminimum of seven (I)calendvr days
in advance of any change to the established wodcday.
11.2 Workweek
11.2.1 The workweek shall be determined by the City Administrator.
11.22 The established workweek for full-time employees in the bargaining unit is
five (5) consecutive working days except for the ten (10) hour per day
schedule which will be Fonr (4) consecutive working days.
11.2.3 Affected unployees shall be notifedaminimum of thirty (30)wlendnr days
to advance of any changeto «re established workweek.
113 An employee's scheduled workdays shall not be changed during «re workweek to avoiUthe
rval of overtime. Nothing herein. however, shall preclude thechanging of m employee's
workdays during the workweek due to a Inck of work. and emergency or non- overtime
reduction reasons.
11.4 All employee e regulred to be pma at their assigned jobs far the ornl hou n their
pruoribed workday/workweek unless absence is authorized by dre Division Head'
I I.5 All absences shat l be charged m Ne nffeemd employeak appmpriare leave record, or neon
exhaustion of all available aectued leaves. leave without pay.
w .w..-.~~,.,wa~m 23
~. ArOCle 12
Holidays
12.1 The following annum holidays, per fiscal year. are authorized [o be official holidays:
I. New Years Day
2. Memorial Day
3. Independence Day
4. Labor Uay
5. Thanksgiving Day
6. ]'he day after Thanksgiving Day
]. Griamas Eve Dny
8. Christmas Day
9. New Yeaks Eve Day
10. Hmploycc's Binhrlny w be h[ken wish are Depar4nen[ Heed's approval. as
with any othec authorized absence.
11. Floating Holiday may be taken wi[h [he Depanmen[ Head's approval. as with
any other euthoriud absence.
I2.? Holidays occurring while an employee is on approved v:u-a[ion leave shall no[be chaged
against the vacation leave balance.
123 }lolideys oamring while an employceuon sick leave shall not be charged against the
employees sick leave balance.
12.4 Pertnanen[full-[ime and permanent pea-time employeesemployed prior to September 30.
1996 must be on ehenceive payroll (receiving pay) for the.vcheduled workday immediecely
preceding AND [he scheduled workday immedia[ely saceeeding the holiday: eg.. worAwd
on approved paid leave. Pan[ime employees hired af[er September30.1996 will not
be eligible for holiday pay.
125 Holiday boars will be considered a9 boors worked for [he pntposes of determininghwrs
worked for ovetrime purposes in xecordance wish [he following:
125.1 Holidays That fall on an employees regularly scheduleA day ofF and tlrc
employee aces NDT work:
Pall Time 8houm Pan Time 4hours
125.2 Holidays [hn[ fall on en employee's regularly sehednled day off and Ne
employee works:
Fml Time. € nonrs Pan rime. a Hoar.
Pms me honrs wo~;ed by mo employee
12.5.3 Holidays dwc fall on an etnployee'.s regulvrly sdredaled work day and the
employee works:
Full Timc:Bhours Pan Timc:4 Hours
Plus the hours worked by the employee
12.5.4 Holidays thvt fell on an employee'x regularly scheduled workday and the
employee does NOT work
Full Timc Bhovrs Pan Time:Hwnc normally scheduled to work
12.6 Holiday hourx are not cumulative. holidays will be paid as ehey occur.
I2.] Holidays that fall on a Sowrday arc to be observed on the preceding Friday.
I2.8 Itolidnys that PoI I on a Sunday are to be observed on the succeeding Monday.
~ Article 13
Vocation Leave
13.I Annual leave is aburefit exrended to careeremployees for puronal alazation and family
enjoyment and employee are encouraged to take annual vucahon leave.
132 Amaximum of two Hundred eighty(2g0)hours of unused annual have may be accrued and
cartied over each fiscal year.
133 Permvnenr full-limn and petmanutt pan+ime employees employed prior to adoption of this
milled to accrue annual leave with pay on a monthly basis and are eligible to
utilize tthisebenetic after completion of three-f3)-six (6) months of c
ceptable/svtlcfvetoty se ec following date of porm ~ tt fulHlme or perm ntt pan-
emPloyment wiN epproprinte nPProval- PnrtiimevemPloyer-s hind after adoption of
th contras[ w11I not be eligible for vacation pay.
13.4 At the end of Dash completecnlutdar oronth o[cominuous service, the vppropriate amount
of annual leave hours will be credited to the unployee.
13.5 Notc: The amount is not credited for the first partial month of employment if it is fifteen
(IS) days or Icss. I[ more than fiReen (15) days, it Shull be considered a complete mooch.
136 Annual leave shall not be taken prior ro the date it la eemed/acerued.
13.'1 Annual leave shall be used innminiinum of one-quatter(I/4)hour increments.
13.8 All annual leave muvt be appropriately approved, in edvnnee. Eligible unployees mriet
submit a wnuen have request form w their immediate supervisor for appropriate approvals
13.9 It shall be the responsibility of the respective Division Head to e that
depazt oral/divisional opera tisfamorily Tunctionnwhen the
employee is on approved vnnnnfl lenvepr o~tol vpproving such leave
13.10 Annual leave shall be scheduled/approved by the supervisor taking inro oonsiderntion the
employee s seniority null depertmcmal needs. Div'uion Head deteeminecion regarding the
sehedoliug end approving of emtual leave shall be foal.
13.11 Approved vacations will norbe caneelle0 unless them has been ltn unergoney declared by
the Mnyar or the City Adminisunror.
13.12 Advance Vacation Pay
13.13.1 Advance vacation leave pay may be auNOrized when the employee submits
n reques io Ne immedin~esupervisor for oppropriate approvals For
odvwee vacation leave Pny aiono wan a leave request form rnrctyHeraays
i>t-advmcs with the tlmo cazd from tno prior pay period far necessary
processing wish 1ne approval of the Depanment Manager.
leave
13.13.92 Advance vuca~ion leave revue u shall be for one (I) full week/workwaek
and/or inoremen~s of full weel:s/workweeks only.
13.14 Payment of Annual Leave Upon Separation
1}.14.1 Employees separating fmm the Ciiy will be eligible for paymem of a
mnx~mum of two hundredeighty (2fl0) hours of unused accrued annual leave
13.14.2
E ply eparnti gf memploymep p he City, wish ffeGivp dare
of thel6thlhrough'theenddf the month willrecetveaceruals fo[ that month.
~ Article 14
Sick Leave
14 1 Pnid sick lea a benefit e ended to perm nt PulFtim and perm nt pare- me Ciry
employee to provide the security of continued pay within certain limiwlions. Paid sick
lea is provided focegen [ne need oFthe employee and is no[en automatic entitlemen[
m days aff with pay.
14.2 Accr[taI of sick leave is as follows:
Poll Time Employee Pari time Employee
R hours per month 4 hours per month
96 boars per year 48 hovra per yevr
14.3 Employees who do not utilize their earned/accruedxick leave during the year in which it
[s earned may nccumulete it for arty over with no aaiual limn.
14.4 FLIT-time and part+.ime employees shall be ablem use sick leave ss eamed/ecerued. with
appropria[e wpervisoryapprovaL
14.5 At the endof each complee calendaz month of uontinuous service. the appropriate amount
of sick leave hours will be credi~ed ro the employee.
Note: The amonnt u not coedited for the f rst puttinl month of employment if It is flfreen
(157 days or less. If snore then fifteen (IS)days. it shall be considered a complete month.
146 Sick Leave may be used inaminimum of one-Guerra (1/4) hour increments.
14"1 New Sick Leave Ueentive
Id'1.1 Employees who do not use sick leave during the period of Oetoberlthrongh
Sep[ember 30th of each year will receive an attendance bonux of one hour s
pny et the mgularstratgh[ [ime rate for each fourhours of sick leave earned
bvt not used during the preceding twelve months. Employees would be
eligible to receive Sick Leave Incursive mcarding to Ne following schedule:
c.,.~v..-mc~uoe.~,~ 28
Percen
0 - 1 25`k
I+- 2 2090
2+ 3 1590
3+ 6 109a
4+ 5 59a
Over 5 09a
14.] 2 The payment of the bonus will not result in the loss ar dedncuon from the
employee's total sick leave avcrual.
IA.~.3 Payment o[ the sick leave ineentiva boons will be the second paydvy In
November.
14.8 Uses of Sick Leave
14.8.1 An eligible employee shall be able m use sick leave as eamed_ subject w
approval, and same mvy be granted for the following purposes:
~ (aJ Petxonal illness or injury of employee which is vot related or
wnneued with City xervice.
(b) Work related injuryto supplementWOrkersCOmpensationbenefita-
(c) Pusonel illness or injury of member ofemployee's immedlaze family
(father, mother, son, danghter. brother, st r, husband. wife
grandmother. grandfather. grandchildrut, stepfather, stepmother.
etepson. xtepdongltter. nepbtother. stepsixtet, half brethu. and half
eisler_)
(d) Medical or dental consultation or treatment of ehe employee or mirror
children or ward of theemployee.
(e) Temporary disability(work connected end/or non-wodeconnected).
(~ Death ofamember of the employees family. (Family is defined as
e blood or marital relvtlve or legal relvtlonship inclusive of fathu.
mother, n, daughter, brother. nclc nephew
husband 9wlfe. grvndfather.grandmother,tgtandchildten. firstco sin,
wanl of an ¢mployee, father-in-law, mother-imlaw. son in-law,
~.,, 29
danghtu-in-law. brother-in-laws -to-lew. stepfather_stepmother.
seepson..tepdeoNtter. stepbmtherestepsis'ter_ hvlf-brother, and/or
half-sister.
(g) An ranployee is entitledm eonvett two (2)sick leavedeys to persoml
leave. unrelated co illness in a fiscal year,
149 Payment of Sick Leave UDOn Separarion
149.1 Employees sepvrvting from the City mvy he eligibla for peymutt of a
vo hundred forty (240) sick leave hours based upon payment of
fifty (50) percem of caused accrued Sick Leave hours. vccording w the
following-
14.9.1.1 Ne employee must bavea minimum of ten (lo)years of continuous
servien with the City: and.
14.9.1.2 the employee separates in good standing.
14.9.2 Only fall calendar months ofemployment shell be considered in computing
Sick Leave.
~ 14.I0 An employee shall not lose uny sick leave accrued when vansferred m another City
pos tton.
14.11 Upon the death ofanemployce who has been with the City for ten UO)or more years~all
usedlucemed Sick Leave toa maximum of ffty (50)perce tot two hunded eigMpF2AB)
fony(240) houevshall be pvid to the benebcierydexigneted oo v form vpproved by the City
and f led with the employees personnel record.
Atnele is
Bereaoetnent ~ea.e
15.1 A permanent full-time employee who hat a devdt in the immediate family shall be
permivut paid Bereavement Leave for a maximum of three (3) workdays if the interment
nsiae me scam of Florida orr.e ts1 we,~aara it me mte,ment eeenra entame of
me s~a~e pet elscal year.
15.2 Approved Bereavement Leave shall no[be chargeable to any other acuued leave
I5.3 Approved Bereavement Leave may bo taken in conjunction with othu paiU leaves as
approved by the immediate snpuvisor.
I5,4 Bereavement Leave may be ndllzed for ate death ofamember of theemployee's immediate
family, dofned herein es hvubend, wifa, wvd of employee-son, daughter, stepchildren.
fathu, mother, sistu, btothu, gmndinother, grandfatbes, mother-in-Inw. fatber-io-law,
stepfather, stepmothuand/or grandchildren.
155 The immediatesupervisor may require proof ofadeath in the employee's immediate family.
or proof of ate family relationship to the employee, if the svpeavisor has reasonable cause
far doubt.
15.6 Eligible employees must submitawriuen leave request for approprinm approvvl(s)when
requesting Bereavement Leave.
15.'1 There shall be no paymmt of Bereavement Leave upon separation.
15.8 There shall be no accumulation or tarty over of Bereavemen[Leave from one fiscal year
to the next fiscal year.
159 Paid Bereavemenrizave may not be then during any leave without pay or oNer non-pay
~ Article 16
Armed Forces/Military Leave
16.1 Rcquext for Armed FOrceslMililnty[save may be consiUereA for eligible employees nt any
nine fol lowing the darn of hire
16.2 Eligible employee munsubmitacopy of the official orders to their immWiate supervisor
and ~epnrtment Head with the written leave request Fonn for appropriate approvals.
16.3 Armed Forces leove~Military Reerves or Florida National Guard
I6.3.I Permanent full-time employees only who. by reason of membership in the
United States Military Reserves or the Floritla National Guard. are required
end a ning period of en ampmeut sha116e granted Icuvc of absence
without loss o[pay. time. or effcieney rn a
At no time shall paid approved Arrned Forces Levve exceed seventeen (17)
calendar days in any calendar year.
16.32 61iKlble employees shall not have Anned Forces Leave deducted from any
ning leave bnlanoes. Exception: Absences for Armed Porces Leave
~. reeding this ovp may. upov appropriate approval(s), utlize nvailnble
accrued leaves or leave without pay.
163.3 Eligible employees shall be excused kom work, without pay. to attend
ve duty training conducted evenings and weaknnds when same contliets
whh the employee's work schedule. '['he employee may. upon appropriate
approval(s), utilize nvailnble accrued Iwves or (cave without pay.
16.3.4 Any eligible employee who is ordetedmnetive duty to ful[Il hiallter military
obligation or an emergency military obligation will be grained a military
leave of absence. without pay.
16.4 Military Leave
16.4.1 Any pemt nt full-timear pan- employee wlroenlists or is inducted into
the United States Militaryfor ectiveduty, or is oNered to netive duty to fulfill
his/her primary or an emergency military obligation, vball be grantee a military
(cave of absence, withwt pay. for the initial period o[ duty/enlistment.
16.4.2 All m es due the employee shall be paid at the time of leaving Ciry
employment to enter netive tnilltery .service
c.a~w,.m.~aoE~umr i2
16.4.3 Reinstatement from Military Service
I6.4.3.I Upon separation from active mtlitary service. an employee who has
rved a minimum of one hundred eighty (180) eoneecotlve days and
who wishes ro runin to City employment shell aonmet the Peaonnel
Administrative Officer within ninary (90) calendar days from the dare
of military disehargu
16.4.3.2 An employee shall not bewnsidu~ed eligiblefor reinstatement by the
Ciry if helshe~,
(a) received other than an honorable discharge,
(67 vulva rs for additional military set. ice beyond the inttinl
e
miliury
obligation: or,
(c) does not return witlrin [he nlnery (90)calendardny period.
16.4.33 An employee regue ring re may be required ro submi
e medie¢I eveluadon m enabltah the physical and mental capeoiry of
performing the position dories.
164.34 An employee returning m City employment following approved
military leave of absence. shall room to work wiebout lose of pzy,
rune. or efficiency acing.
16.43.5 If the positions vacated by dte employee is reclassified, retitled, or
abolished daring the peiod of military service, each employee shell
be entitled to bare stated in the reclassi(iW poeit spas
t
early comparable as posxible in salary and
duties~nnless rho
employee does nor meet Ne minimum gnellficurions of the pus
or theemployee is not capable of satisfactorily partonning the dotiea'
of the position.
nmele v
Jnry Duty and Judicial Procecdiogs
IZ.1 Permanent full time and pan-limn employees are eligible for Lary DUty or Wilneas Duty
Leave at any time following date of employment provided appropriate documemadon is
provided.
17.2 Any fees received for Jury Duly, Wimess Fcec ar other expenxes received for services
performed while in the line of Lary or Witness Uuty while tho employee is in a full pay
status muy be retained by the employee.
11.3 In addition to presentation of a summons or subpoutn. die employee mast submit to a
wnuen leuve request form to his immediatesvpervisor for eppropria a npproval(s)_
I "1.4 An employee acting under legal process to appear [or ujudi<iel proceeding with respect to
sing aut of perform eof theentployee'.s tlati and'u erved under due proc
bysubpcenv-said employee willcbe grayed excused absence withspay. All othu absences
will be without pay. Lzgal process includes all procecdivgs eathoriud or sanctioned by
lax or brought or instituted in a coon mf law or legal tribunal. including:
(a) su
(b)subpoenz
(I)trlal;
2)hcaring~.
(3) depoeitiom.
(4) jury dory:
(c) rule (to appear) to showjust evusc
provided. however the excused absence with pay shall be for acmnl time involved subject
undue of the summons, wbpce rule to show jus A judicial
proceeding is any step takeni not lawwin~he pmxewtion or defense of any action
easing out of the employee's ]ob performance.
ns enan aaG,danc~and aaaoamted leaves. wnen me en,pmyee is me defendant or is engaged
in personal litigad subpoenaeU Orsuminoned with respec sing oa
' matter not nri
of perform eofhis/hersdati aCiry employee sing out of Ciry bas essshall be
withom pay. eThe employee may6however. otiliza accrued eligible leaves. 'm
Article IS
Temporary Uisability/Materuity heave
18.1 Permanent full-nme or per[-time employees wishing to take temporary, non-job related
Disability or Ylaturnity Leave shall bn required m provide the immediate supervisor with
ertifed eviden eoffitne in Ne perfan eof duti .cebmltw medical
ezamtneuon by a City appointed physicinn forsuch purpose at the czpvnse of the City.
182 Eligible employees shall be permitted mutilize nocumulated Sick Leave poor to miliziug
other vaileble accrued leaves'. or upov exhaustion of all available accrued leaves. leave
without pvy.
I63 Now:Utilization of vecmed Sick Leave as referenced above is dependent upon whether the
employee has been cettified by a physician as being medically unable to perfoem assigned
Uuties and only for the period the employee continues to be disabled.
18.4 Prior to nn employee roaming to work physicinn (medicalt re. i... ~nof the employee's
abilirymremmto work mtd identifcntion of any stipit sof such return is
to be providetl to the Depan nl Head prio othe employee pork. hshall be
the decision of the affected Depart ntHead. if there is suffeiene light dory work is there
sripulationUrestrictions of such retvru to work. However. all City employees will be
gven the same opportunity.
18.5 The effected Uepanment Head may re[II the position based on theopuvtianel needs of the
Depanment and. upon Personnel Administrative Offccrs approval. under one of the
following conditions:
18.5.1 On a temporary orlimited term basis stipulating that such refill may [uminate
upon remm of the regular employee: or,
185.2 On a permanent basis in the event, based on medical certification. n
Double date can be duumincd of the employee's ability to ruum to Pull-
ume employment.
18.6 Followingexpimtion of all available levvcs.theemployee may be granted aLevve Without
Pay. not to exceed twelve (12) enlentlar months from that date.
18] An employee on Leave Withoat Pny states Shull not nceme any Annual Leave, Sick
Leave, or other Leaves With Pay, nor shall the employee be eligible for Holiday Pey.
Buenvement Leave, uc., during the Leave W ithout Pay.
I8.8 An employee on Lenve Without Pvy scams and hiclher position is being tilled on a
empaary or tintited-term basis, said wnployeeshall not be pennined to obtain. accept. or
work at outside employment during the period of approved Leave Without Pay.
189 If. upon expiry n of the twelve (12) calendar months. the employee does not remm m
work. the employee shat l forteir his/her right to be employed by the City.
Article 19
Work Relatetl InJury Leave
19.1 It shall be the policy of the Ciry of Longwood to provide benefits to any permanent full
or pert-0me employee who is injured. disabled. or has a physical condition resulting
from en accident or arising out of, and in the course of. performing their offioial dmies
which prevents the omployeefrom performing his tegularduties.
19.2 FuII Workers' Compen o benefits shall be provided in awoNance with Workers'
Compen anon Law. Chapter 440. Florida Statutes.
19.3 Physician (medical) eer[ificeuon of the employees inabillry to reaum to work. must be
provided to [he afected Division Head
I94 Priorw an employee remrniog to work,physician(medicnl)certifcation of the employee's
ebiliry, to rewrn to work and ideutificvtion of any stipulationahesttletiona of such ream
to be provided to the Division Head prior to the employees rcmrn to woek. It shall be
the decision of the affected Divlaion Head if there ie sufficient light duty work if there are
stipulationslrestrictions of such return to work. However. all City employees will be given
the same opportunity.
19.5 During [he employees inJury leave. the employee will continue to receivo full pay by
utilizing accrued Siok Leave, Annual tanve or o[ner eligible Paid Leaves. which when
added ro the W orkers' Compensation benefits will allow the affected employee to remain
on full pay forthe period which can bewvered by sudt eligible paid leaves when prorated
with [he vmount being pals by Wnd<e~k Compensation
19.6 An employee who has utilized aecrued/evnilable leave hours and/or has been absent
without pay, may petition to have those hours restored. This applies only to the first thirty
(30) cansttudvecnlender days an employee is o[f due to a work related injury. The City
Adminisnator will establish a Workers' Compen on Appeal Committee to review an
employee initiated inquest w have use4 and/or unpaid hours not covered by Workers
Compensation, restored. The Workers' Compensation Appeal Commiueewill submit their
recommendation(s) mthe City Admiuisuator for hli tevlew and action.
The decision of the City Admiuistmtor is f nel.
19.'1 The effected Department Head may refill the position, upon Personnel Adminisentive
Officer s approval, under one of the following conditions:
19 ].l On a temporary or Ilmhed-term basis stipulating that xuch refill may terminate
upon return of the regular employee', or,
~n+w.n a~~~oEVNe~~ 37
19.~.z on a pertnnaem baxis m me event, Waxed o„ medial cenireaoon, no
noble date ran be determined of the employees ability to return to full-
timeemploymenr.
19.8 Pollowingexpiration of all available lenvec, the employee will begin nLunve Withour Pay
status. not to exceed twelve (12) calendarmonths from that Ante,
19.9 Mt employee on Leave Without Pey status shall not accrue any Annual reeve. Sick Leave
or other Leaves With Pny, nor shall the employee be eligible for Holiday Pay. Bereavement
Leuve etc. during Leave ~Vithovt Pay stems.
I9.I0 An employee on Leave Withour Pay rtams and hislhu position Is being filletl on a
emporary or limited~tum basis, said employee shall not be pumitted to obtain. accept. or
work nt outside employment during the period of approved Leuve l4idlout Pny.
I9_I I If, upon expiration of the twelve (12) calendar months the employee does not reram to
work. the employeeshnll forfeit his/her right to beemployed by the Ciry.
19.12 In those instances whmr an employee is injured while on thejab and h is necessary For
him/her to lose time, the City agrees m pay th¢ Flrst revers ('n days until Worka2s
comeenaation negmx.
AcdrJe 20
eertettnl Leare witnent any
20.1 Apermenedt fuiltime or pen-time employee employed prior to adoptiov of this contract
who has wmpieted thGr probationary period may be granted Leave Withoet Pay by the
City Admirdsdntor for a period not exceeding twelve (12) calendermonths. provided the
reque employee has given reesonvblejustifieatlon for the request. ALthaL dme, the
City AdmiNmemr will deaermine if thevacancy will befilled on a temporary or permanent
basis. This wfll be dove in writlng to inform the employee of their employment Warns at
the entl of diet Leave of Absence Part time employees hired after September30. 1996
will not be eligible for personal leave.
202 Ali monies due[u employee shell be pvd at the dme ofieaving City employment
20.3 The Depnttmevt Heed may refill the veanted position aeeoMing to the decisiov of the Ciry
Administrator.
20.4 An employee on Pusoml Leave Witdout Pay stews and 1i Wherposition is being filled on
wnDOrary or Ilmited [arm basis, saidompioyee shall not be permitted [n obtain, accept.
ar work at outside employment during the period of epptnved Leave Without Pny.
20.5 If. upon expiration of the [welve (127 cnlendnr months, [he employee does not return to
work. the employee shall forfeit his rigin w be employed by tde City.
20.6 An employee who has been grvvted n leave of absence will rewm to the same ]ob
cinssifiwtion and rate of pay effeu for that classification npon expiration of the leave.
Article 2l
Safety, L?Jnea[ion, Training, & Tool Allowance
21.1 For emd employee n the ^' a et Mvinthnance Dlvislon, Utiliues'Divi ton.
drigineerigg IJiviton as I thr ~^ Division of the Community Services
Deppnmetli-:voM1c...,r~~ ve bonus of twenty fve (25)dollars
per worker and fihy (507 dollnrsp edu shall benwarded ¢t the end ofexh quarter
to personnel who are members of c with unblemished safety eewrds for ninety (90)
ve dvys. Asnfety"bier '.hr sh¢Il be defined os any unsafe pwct'ice or abuse of
eguipme sulung in orker imury or equipment damvge- The Depenment Safety
Committee Ch¢irm¢n sh¢II review all injury inuldettts and damvged eyuipment reports
(including but e limited ro cords) vnd re end to the
Community Services Ulreemr PnbM1e-WerkrBirvrrceter whether safe or abum've conduct
caused the injury or damage.
312 In aeeordnnee with the policy of the Ciry Commisslonecc to encoowgexkill improvement
and advancement. permnnem fulHimemd permanent pu-ume employees. employed prior
o adoption of [his contract. at the discretion of their irnpective Depnnmem Head may be
granted leave wish pay from their City dories to attend profession¢I and technical twining
onfere other tinge related to City s end the employee's official
employment. Pan dare employees hired aFler September 30.1996, will not be eligible for
training conferences.
2I.3 Eligible employees may be eligible for leave with pay for Stich uttendnnce vt vny time
following their date of original employment.
?I 4 Fmployeex mrist submit a written leave request form to their immediate supervisor for
appropriate approval (s).
2I.5 Approvvl for job related training seminar of short duration must have the npproval oP the
Depnnmeut Mead-mdMrcfieq-kdmininrarer.
2I.6 Approved (cave for canfemnce ¢ttendance shall not be deducred hom the employees
accrued leave bal¢nces.
21.] Leave for professional vnd technical training conferences, or speei¢I m rings shall no
Geed fourteen (14) consecutive calendar dvys. unless specifenlly ¢pproved by the City
Administrator.
21.8 For mechanics supplying their own tool boxes nc a wndition of the job description ¢n
annual tool tFrcfiNxed~.agnbssreimMrrsemem allowance will be afforded them in the
t of three hundred and fifty (350) dollars. Mechanics must supply the f"ty with
ceipl fob illc fool purchases: t'he dry xgrees to fiintish all power and speciohy typo
tools The qty will provide loos insurxnee in the amount of 510.000 fos evch mechanic.
21.9 The City and the Unian will cooperate iu tXe cominoing objective of eliminating
accidents and health hazardx.
21.10 If an empioyec finds a piece of eyuipmettt is unsafe helshe shonid immediately report it to
the Depvnment Supervise who will immediately report tt to Meet nmintenxnce
Article 22
eemm ana weteare
27.1 Health In.vursnce
22,1.1 The Cily agmes io mvintain Mepresencheahh insnrenee beneftc ~o lhcexreni
Thor said henefi~s may be reasonably obwined f[OIn a commercial sources
licensed ~o do business in the Stvre of Plorida.
2212 The Ciry will co tnbuee and offer oap health in to perm
full-ci employees who may elect group bevlth insurance wverage for nt
hlm/herself or for his/her npouse andlor eligible dependents in acwrdance
with the following:
22.1.1.1 Employee Health lnsurvnce Coverage
22.1.1.1.1 The Gty will contribme anahalf ('h) to the ema of group hevlrh
~nsarvnce [or she employee, single coverage.
22.1-1.1.2 1Te employee will wntribuie onehalf('/z) to llte conof group health
ce for single coverage antl premiums will be paid rhroagh
r regular pnyivll dednc~ions.
22.1.2.2 Dependent Health Insurance Covervge
221.22.1 Tlie City will nmirlbum onehel[ (Yn) ~o Me coil of gmnp health
ntsurance for dependent coveage. if so selec~ed by ebe employee,
22.1.22.2 Theemployee will conldbate one half (''/z)w~he cost of group
health in i ce for dependem coverage, i[ so selected by the
employae6 vnd premiums will be paid ehroegh mguler payroll
deducaion..
22.2 Dental lnsorance
22.2.1 The Cityagteesw pxy fifry(5!))I'eun~of denml coverage and odrerwisem
n the pas nl denial in ce benefi~ro dte ne thnt said benefin
mny rbe nebly oblainWn[rom a eommercielesource liecnsed to do
bosinesa in the Slate of Floridv.
i e.,mw-=.~~E~..,~.,, 42
,~ z2a2 Tne cay win wmm~atewana otter ae,ttal insnrancero perznanem ~,wime employees
woo mar elect group aental insnnncemveragefor n1n/nerself orrot hSlkier apeme anmor
eligible dependence in accordance with the following:
2222.1 Panployee Dental LSUrance Coverage
22.2.2.1.1 The Gry will conuibute onahalf ('Fi)to provide the wet of Kroup
denml insurance for the employee for single coverage
22.22.1 2 The employee will contribnta one-half (~A) to thecon of group dental
ce for siogle coverage and premiums will be paid dnough
regolar payroll deductions.
22.2.2.2 Dependent Dental Insurance Coverage
22.2.2.21 The Ciry wIII contribute onmhelf (~/) to dre cost of group dental
insurance for dependent coverage. ifso selecred by the employee
22.2.22.2 Tae employee will contxiburmone-half ('h)to dre cost of group
denial in ce for dependratt co erage, if se selected by dre
employeesunnd premiums will be paid through regolar payroll
deduc[ions.
223 kfcalih end Welfare
22.3.1 1ne City has the authority to require an employee w wmpiwe physical.
psychological. or peychint ethnt Me employee is fit
foe duty. The examinationseshall be atnthe Chys expense by a physician.
prychologist, undlor psycdiatrist devignated by the City. This ineludea. bur
of limited to, pirKSical examinations co determine if a specified employee
under the influence of alcohol on duty, to determine any abase of
preseripdon or non-ptewriptiou drugs; to determine any use of illegal
substames.
22.3.1.1 'Lhe Ciry shall continue a provide Life [nsumnce unU Death and
Dismemberment Benefits ro the bargaiaing unit employees. The Life
Laurance Pretoiums will be at ne wrt m the employee.
223.12 The Ciry will provide a cenfidevtial E.A.P. (Employee Assisvnce
Program) 1'or the of the bargaining u members and [heir
immediate family n[ no wst to the Employce't
?23.2 The City and the Union agree that random drag testing will not be petmined. The
requimment of an wnployee to compluen drug or alcohol e'ereen or testshall be based
n then endard of"re noble suspicion".Trier nnble suspicion srandard requires Nat
mo city m st nav e °famnal fonmarnn area moonale wnlnb rs terpreted m hgnt
of ezperlcace". In other words, a decision to msl nn emplvyee shall be based on Facwts
such as changes in job performvvee: plrysieal rymptoms commonty associated with drug
usage such as Blurted speech. altered motor skills, and other changer. changes in attention
span endan rcpon vulw sing of pus eof sunrta cos: changer
n appeta rsleeping hnti ts: or oNCrtmnnneristns or behav~oml changes which indieute
thesusyicaov of drug usvge
223.3 The City shall meet with and inform thcemployee that. in the opinion of the City. there is
a basis for nable suspicion and of the City's' schedule a drag or alcohol
`aso said mcuing_the City shrill com~idetllhecomments from the employee
regarding the matrer vnd shall then make the determination of whUher to proceed and
require Nos r. The employee nay hnv aUnio mpres ve pros said
ung provided that no delay is carssUl by allowing o Union representative to be Pasant
Ifec is dUe nod at the cote disc n of the City tbm n drug re will be required. the
employeeshall be immediately esconcd to the RocheBmmRdieah• n appfgpria{efacility
[or tests. Refusal by an employee to submit to said lab's tents shall he gmunds for
tlisi sal.
Prck cncwiab"
22.3.4 If en employee tests positive the employee shrill be plvecd on Unpaid Leave or available
Sick Leave or available Annual Leave. or unpaid Medical Leave of Absence, or Unpaid
Icaveof Abcxnce, if there is sof(icient balance rind shall be refereed far counseling further
drug re ring, rind/or a rollment in n appropriate program. Upon completion of Ne
program the City shall require medicvl mbstantintion mgartling fimcss (r dory and
uolution of drug or alcohol use or depentlcncy prior to reinstatement from Sick Leave or
the Medical Leave of Absenev Reinstvtement shrill be conditioned on continued
oringandteating to ensure cootinueA and complete recovory. The Employer shell be
a~«led to wndutt up to Nree separate random testings during the six (6) month period
mediately following Na employee's ruurn to work. Only such referral counseling
program shall be perm tied. An employee who fails to omplete the program or who
eofaaid subeta snfterthe original re work shall be dismissed.
Tne Ciry shall not be responsible for payment of Ne costs of any counseling and/or
rehabilitation programs.
223.5 The City and Union ogree that an annual drug sueening/drag trst will be pan of any
employee's physical required by the Ciry.
Artiele23
{York, Hours, Ovesttme
~.I Wark }{ours
23.1.1 the work hours for full time employees of eight (8)Pioms or seasonal ran (10)
hours wihin the eseablished workday may vary within each Department
wtrmn Ne city.
23.1.2 The number of work hours in a-workday for part-Hme employee may vary
within each Department within the City.
23.1.3 The established work hours for full-time and hart time employees shall be
dare ned by the Depart nt Head in conjunction with the function of the
Depanment. subjeu to the vpproval of the City Administrator.
23.1? Affected employees shall be nodficdaminimum of seven (])ealentlar dayx
m advance of any change in the established work hours.
23.1.5 Any Depanment Head slmH may allow employee of the Department to work
Icss Nan the prescribed standard work hours in the workday. provided Nat
through flexaime, the rcauh is a forty (40) hours workweek- wiN a retluction
in ovuhme uffeeterL
23.1.6 All absencea shall he charged to Nc affected employee's appropriate leave
mcord or. upon exhaustion of all available named leaves. (cave without pay.
23.2 Overtime
All non exempt employees must be paid nor Icsx Nnn one and one-half (I-12) times
hls/hu regalar rate of pay for hours worked over forty (40) in the established workweek.
Article 24
On CaIVSrmta By Compe[nvatinn
34.1 Compensa[iov far an employee on an ov calllnnnd by scams and/or in possession of an
eltttronie pages or beeper shall be fvtthec compensated m a rnte of fier(5) [wo (2) hours
wage per full woti:week thot the employee is on un on cull/stand by scows and/or in
possession of ev electronic Anger or beeper. the i~.o horns of wagev will be included in
[hewmpumtion of cegulnr hours worked Cor Nat workweek.
342 Clryvehieles shall be esslgned foron collle[and by personnel
Article 25
Call riack Compensation
25.1 If an employee in called back w work he shall receive Day foe o minimum of iwo (2) hours.
which lime will he considered regular hones woeked fog the purypse of duennining
oven~me wmpensalioa.
?5.2 Only she time ocwelly spent in making ~hecnll(vavel ~imc exGadeU)is counted as part of
me Iwn Iz> nonrs.
r
Article 26
Longevity
26.1 Cryemployees may be eligible to receive vn annual longevity payment based on yours of
service. Servieetime will becalculated fmm the Ialen date of employment with
the Ciry us
262 To be eligible for[Itis payinen4 the employee muss havecompluedaminimum of oneyeer
of service on or before November Ist of eneh year and must be employed by the Ciry prior
Io adoption of Ibis contract.
26.3 Anyoneemployed by the Ciry subxgventm the e[Cstlvc dale of Ibis Agreement shall not
be eligible for longevity pvy for the frsl five years of service after which Iheempioyee will
be eligible for longevity vI the five year rate.
26.4 Pvymenl will be as follows
Sevutry five (]~ dollars for eneh year oi'Cily employment to a maximum paymute of
one thousanU (1,000) dollars.
?6.> Pnymenl for longevity will be made by separeee cheek in a Inmp sum each year, payable
the second paydny in November on v separalecheck.
26.6 The only deductions Ihat will be made from the longevity payment will be Federal
Income Tax and Social Secntily (FICA) Tux. vnd any oNer such deductions as may be
required bylaw.
26.] ER live date for dte purposes ofthis articleshnll be the date the ponies reach agreemem
or the dale the Ciry Commission approves Ne term of Ibis Agreememfor Ne nnic
Article 27
Wages
2].1 Salary Range AQJus[ments
37.1.1.
A.COSi.6f Living;incteaseeffuueive duober I, 1998 equatto theconsumet
price index.
2~.I2
crakatimc Effective on each employees job place!Ren.F~ate foffisVal year
1999 [haywll resely 4~ p vid ng thgemplyc eivea
e satisfactory aoqual performance ovnlaniiou.
2].I t
evalvatiar Efl:. each employeesjob placement dbtef al year
2 1. thoY w~li:, cn4% nr ~vidin%
[I _ . factor:... 1 pastor n: ..
2].1.Q
' fisYhgcros+H9~e'Mi999. ACOSt of Living ln~.. 'rabct 1,
1999 and October 1,1-000 equal to the oonsumer Ni.,.e w,tex tv.,. ~~..n yea
?J.IS Any pay raises approved including the Cost of Living Adjustment will be
added to the employee's baze pay.
2'1.2 The City agrees to conductaselvy wmparebility study every mree (3)yearsw determine
iF changes in any of the clazslficu cud to Adjustments will be made in
those classifications which FaII below the wmparebility study.
27.3 Pey Days
2'].3.1 Employees will be paid b'rweekly (every other week), for the duration o[
Chic contrnu.
2'1.4 m the event of an employees death any (ands owed to him/her will be paid to the
beneficiary designated by the Employeeon n form supDl~ed by the Ciry.
m~d~.~..m.i~mminn 49
Article 28
Terms and Agreement Modification
28.1 I[ is further underrtood and agreed between the parties That no provisions contained within
this Agreement are bivding upon either patty oo ncd within this Agme rebinding
upon either parry until this Agree nt hex beev reduced in writing, ratified by lhemembert'
of Ihebargnining unit and duly npproved. rvtified and executed by the City of Longwood,
Florida.
?8.2 6xveptazothuwise provided heroin. This Agreement shall lake effcot October 1. +995
1998 and shall wn[inue in full force undeffect for a period of three (3) yeatx et which time
~~ will terminate on Septembee 30, i99&. ?001.
283 to orderm renegotiate his Agreement.wti«en notice shall be givev by eithu puny norksx
nrlFct'iyadopemg-abedger in the month of Mamh. 2001 but Ih no event less than 90
days from September 30, 2001.
28.5 Any notice given underthis Agreement shall be given by registered or certified mail.
28.5 If any pmvinion of this Agreement, or the application of such provision. should be rendered
or declared invalid by any coutt action or by reason of ez ting ar subsequently enaned
legislvtion. the remaining pan or pun sof this Agrve [shall remain in full fotu and
effect. The partial wit l meet to negotivte a replacement Article
28.6 All tights and privileges afforded the employees by the City at dte time this comae[
becomes effecove Shull remvin in full fume and effect for the duration of this Agreement.
Arti<le 29
Managantent Rights
29.1 Nothing herein shall be constnred w resvict any w nut. stuwtory, legal or inherent
xelas e appointing authority rights with respecr ro ma¢us of guterel legislative or
minagteriul policy.
29.2 The Ciry shall retain the right anJ the aathority to administer the business of the vanons
Depan and. i ndditio other (un and responsibiliti which a
speclfi ollytmodifed by this Agreement, 'it shall be awgnizett that the City Iran and will
n the fitll right and responsibiliry m direu the opuat'iorvs of WI Departments. to
pcoamulga rules and regulnhona and Worhwwireeeercise the prcrogadves of menogement.
Arline 30
Working Oa[ oP Gassitication -Temporary Assignment
30.1 A Department Direcinr --.~ mmp assiF' an employee co o different position
clazsifcation when the pa.:u.t clacx:f.: ' a h ! Rereot pay grvdeor selaryha~e of pay
um hourly or arr~~al croft,,.: uny employee inacapaci~y ocher than
n theirnauthoriud elassificat~on riot eonsis ncy hourly rata will apply if within the same
Classif~caaon Series).
302 Typal of Working Oat of Classtfieation include:
302.1 '[emporary Assignment Boa Higher Cl¢ssitic¢~ion
30.22 6mployeu vssigned to work in a higher classihcadon for more than rive (5)
c¢Icndar days will receive pay equal to the higher elessi[icntion.
30.2.3 Such additional compensation az aferenced above, shall iermine~e upon
of she regular in ambent; or, perrnanuit filling of [he higher
Gazsificanon. At uny time~the affected employeeshall amm w pew rming
[he datiec vnd respo~uibilidu of his regular position and shall receive his
regular rate of pay.
Arttvle 31
Seniority
31.1 Seniority will be defined as the length of employment wiN the (]'ry of Longwood
Seniority shall be acquired by a full rim employee after the vompletion of their
probationary period (3 months) at which time sent city shall be retroveuve to the date of
him.
31.2 Nregard to layoK. eeeall, shift assignment(selection of shift assignmem by seniority shall
apply only upon subsequent v iccJ, and vacunon selection. within the same job
classlfcetion seniority will prevul nc
31.3 Seniotiry will eontinueni accrue during all types of leave except leaves of absence without
pay ez ceding Mr~r- =Ir (6)co onths. With respect to lw sof vbsev
=eofNmc-~-~~.. itrve months. uceruel or seniority will reeommenee upon
return to depanrt..... ~ignedec
Article 32
[iniforms
32I The Ciq egrecsfo provide clean unlfortns far ~heirbloe collar workers. Theuaiform shall
rof one (I)shin and one (I)pairofpan ead~day. The Ciiy ulsorvyrees
irs policy of providtngsafeq foe shoes up w ovo pair peryear ff the old shots nm rtfu1mad
m me any.
Article Y3
Signawre Page
E\GCtITLD. mic ~~~G r ~. ,19~~ nD_
I Tl ~ .CI\(. LM1GI\I LRS tAFLCJO)
I