Minutes 10-21-03MINUTES OF THE COLLECTIVE BARGAINING SESSION BETWEEN THE
NATTONAL CONFERENCE OF FIREMEN & OTLERS BLUE COLLAR WORKERS
AND THE CITY OF BOYNTON BEACH~
HELD ON FRI~DAY, OCTOBER 21~ 2003 AT 9:30 A.M. I~N CONFERENCE ROOM
B~ CTTY HALL~ BOYNTON BEACH~ FLORIDA
Present
For the City:
For NCF&O:
Call to Order
Wilfred Hawkins, Assistant City Manager
Arthur Lee, Director of Human Resources
Sharon Munley, President of Local 1227
Michael Osborn, Union Steward
Bob Kruper, Union Steward
Don Roberts, Union Steward
Rick Smith, Union Steward
Richard Stone, Union Steward
Michael Taylor, Union Steward
John Wolcott, Union Steward
Mr. Hawkins called the meeting to order at 9:55 a.m. A sign in sheet was distributed.
ADDroval of Minutes of October :[0r 2003
After a brief minutes review by the parties, it was agreed that the minutes were
acceptable as presented.
Review of Article Status
Mr. Lee distributed an updated matrix and reviewed it item by item. The Preamble,
Recognition, Rights of Employees, Strikes, and Representation of the City have T.A.
The T.A. next to Non-Discrimination should be removed since that agreement was
reached in the White Collar unit only. Tentative Agreement (T.A.) has also been
reached on Bulletin Boards, Military Leave (with additional language to include City's
policy), Jury Duty, Posting of Agreement, Tool Replacement (with additional language
of $750 annually and City replaces specialty tools), Personnel Files, Savings Clause,
Pension, Substance Abuse, Probationary Period, Bonus Days, Longevity Benefit (with
additional language to coincide with City's policy), and all other items are Open for
Discussion.
Meeting Minutes
Blue Collar Union Negotiations
Boynton Beach, Florida
October 21, 2003
Tuition Reimbursement
Mr. Lee referred to the APM and a Letter of Understanding that outlined the City's policy
on Tuition Reimbursement, a copy of which was provided to Ms. Munley. She
mentioned that if they agreed, they should re-key the tuition reimbursement MOU into
the contract and not just refer to it as someone suggested.
At 10:23 a.m. there was a fire drill, The meeting reconvened at 10:36 a.m,
Maintenance of Conditions/Collateral Documents/Management Rights
Ms. Munley feels there is a big problem with Maintenance of Conditions and the related
articles of Collateral Documents and Nanagement Rights. The Union wants Maintenance
of Conditions to stay the way it is in the effective agreement (the one that just expired).
Ms. Munley stated that working conditions should remain the same unless the contract
specifies that the parties want to do something in a different way. Ms. Munley felt that
this was necessary due to other Union exposures in the contract such as Collateral
Documents that apply to the Union with no negotiation and contain rules applying to
the Union of which they are unaware. In Collateral Documents, there are rules that the
City wants to apply to the Union and the Union does not know that they exist - they
have not been negotiated. She also expressed concern about Item F in the
Management Rights article, wishing to replace reasonab/e grounds with just cause.
Discipline Discussion
Ms. Munley stated that the PPM did not cover the Union, contrary to what the City puts
on its disciplinary notices. Mr. Lee asked what they were covered by and Ms. Munley
responded, "the labor agreement." Mr. Lee stated that there was nothing on discipline
in the labor agreement. Ms. Munley said that the City would do progressive discipline
like it had always done and that this was a Maintenance of Conditions issue. If the City
wants something in the agreement, it should be negotiated.
Mr. Hawkins stated that the current agreement was silent as to discipline, and it needed
to be addressed. Mr. Smith stated that they had always gone by Scott Miller's policy in
the APM. Mr. Hawkins stated that the Miller policy was similar to the PPM language in
the White Collar contract on progressive discipline but he preferred the PPM language
because it was more explicit, especially about the level of activities that would be
required to go from point A to point B in the process.
Ms. Hunley felt that the White Collar discipline policy was much too wordy, but agreed
that some kind of po/icy shou/d be written down. Mr. Hawkins asked the Union again to
take a closer look at the PPM language on discipline. He did not think the issue should
be silent in the agreement. Ms. Munley asked to see a copy of the Scott Miller APM
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Meeting Hinutes
Blue Collar Union Negotiations
Boynton Beach, Florida
October 21, 2003
policy. Hr. Hawkins gave Ms. Hunley a copy of Administrative Policy Manual 6.7.3,
Personnel Policies, Progressive Discipline - referred to earlier as the Scott Hiller policy.
Hr. Lee stated that while there was reference in the effective agreement pertaining to
appealing discipline, progressive discipline was something that management applies. It
does not always start from point A and proceed to point Z, but is applied based on the
nature of the offense. A lot of the grievances that appear before him are a result of the
Union's disagreement with how management has applied progressive or any discipline
in a given instance. In light of that, Hr. Lee asked the Union if they preferred to
continue to leave such matters up to the discretion of management, unguided by the
specific procedures and definitions they had attempted to put in the PPM. Hr. Lee
realized that it might appear wordy, but wanted to make it as specific as possible so
that supervisors would have a guide that would enable them to make disciplinary
judgments that match the nature of the offense. The detailed procedures in the PPM
limit the supervisor's discretion. To develop a level of consistency in action among the
supervisors, there has to be a structure surrounding the issue of discipline and the City
has attempted to provide this structure in the PPM. He asked the Union to at least look
at the language, and bring back issues on which they disagreed for discussion. Ns.
I~lun/ey offered to g/ve /t the benefit of the doubt and read/t.
Mr. Hawkins stated that in the various categories, the number of infractions it takes to
get from written warnings to dismissal is outlined and each category gives examples of
misconduct. This gives very little leeway for supervisors to make their own
interpretations. If they look at the Discipline procedure in the PPM, they find out what
conduct goes under which category, and have a clear cut idea of how to proceed if it is
the first, second, third, or fourth offense, for example.
Ms. Munley pointed to the serious misconduct item on page 33, and number 8 on page
34, pertaining to the inappropriate use of City resources, time, or equipment. The
second time "it" happens, a person is dismissed. She was concerned about the way in
which these policies would be applied and wanted to see a good example of what
would constitute this kind of infraction.
Hr. Hawkins stated that the procedure talked about looking at infractions on a case-by-
case basis and the examples might need some work but basically, the City believes that
the PPH language is specific, makes sense, and is fair. They were willing to talk about
parts of it that were not acceptable to the Union.
Misconduct leading to termination was discussed. Ms. Munley felt that a person should
be fired on the spot for things like stealing money but not for insubordination since
supervisors were much too quick to say something was insubordination, when it is not.
She also stated that for regular misconduct, a series of steps proceed from verbal
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Meeting Minutes
Blue Collar Union Negotiations
Boynton Beach, Florida
October 21, 2003
warnings to suspension or termination. Mr. Stone said they were: 1) verbal warning, 2)
counseling, 3) written reprimand, 4) suspension/demotion, 5) termination.
Hr. Hawkins said that the type of conduct in which that procedure would be applied had
to be addressed, because there were some types of conduct for which that series of
events would not apply, i.e. if it were proven that someone were stealing.
Ms. Munley wanted a definition of unauthorized solicitation and Mr. Hawkins used the
example of a person selling Girl Scout cookies at work. This is not allowed, and the
employees themselves had asked for the policy, since they did not want to be pestered
by people looking for money and selling them things.
Ms. Munley commented on the statement about theft or removal of City property
without proper authorization, saying that a person had once taken home a cart that had
been in the dumpster, and got in trouble.
Ms. Hunley felt that the list for getting fired immediately should contain things like
stealing and physical violence and possibly some others, but they would have to talk
about it. She thought that such a list should contain really bad infractions as opposed
to things that could be made into really bad infractions through the interpretation of a
supervisor. Ms. Hunley said that people have unions because if they get in trouble,
they need to know that "just cause" is involved.
Mr. Hawkins did not want supervisors or workers to disregard common sense and
decency. It would not be possible to write down everything. If someone does
something that is not written down as being serious or extreme, like being naked at
work for example, he did not want it to be excused. Decency and common sense
would have to enter into it. IVls. Hunley preferred those decisions to be made by upper
management and not the supervisor at the bottom. Hr. Lee said that there were 900
people and 17 departments in the City and the supervisors had varying degrees of
training. If the City were able to structure the discipline policy to an extent, then H.R.
would not have to get calls from the supervisors saying, "Should it be a suspension or a
reprimand?" It could be based on the structure written into the PPH and some
judgment from the supervisor. Ms. Munley felt that these judgments were Hr. Lee's
job. Hr. Lee did not believe it was his job to dictate these things to the supervisors.
Ms. Hunley asked what happened to the supervisors when they did not perform their
role properly at all. Hr. Smith stated that following the Scott Hiller philosophy was not
working because actions were being taken by supervisors without justification. Mr.
Hawkins felt that the PPM language would give more structure to the situation. He did
not think that supervisors were totally disregarding it. Documentation had occurred to
some extent. He also said that the City had to help the supervisors do it right.
Meeting Minutes
Blue Collar Union Negotiations
Boynton Beach, Florida
October 21, 2003
Safety & Health Article/Safety Shoes
Based on a three year contract, the City proposed a shoe allowance of $160/190/200
with $160 in the first year. The City is thinking in terms of reimbursement, to allow
monitoring of the type of shoe/boot purchased in relation to a person's particular job
function. A twice-yearly payment of half of the year's allowance to the employee was
also an option. Nr. Hawk/ns indicated that tax wou/d be/nc/uded in the payment such
that the emp/oyee wou/d receive the fu// amount spec/fled, and not have to pay more
for taxes.
Nr. Hawk/ns stated that if an individual w/shed to buy one pair that was more
expensive, he or she cou/d submit the bi//for reimbursement at one time and it wou/d
be honored, w/thin the contracted do#ar//m/ts in that year of the contract. If an
individua/ requires a spec/a/b/boot or shoe that is more expensive, a doctor's note wi//
be required. The C/bi wi//work on some language saying that the C/bi wi//provide
spec/a/b/safety boots as necessary. The Safety Committee has established specific
boots/shoes for specific job functions and that will apply, but the place of purchase will
be up to the individual. The C/bi wi//cons/der/anguage that a//ows for replacement of
shoes or boots for wear and tear, even if the a//owance for that year has been spent.
Nr. Stone suggested not saying how many pa/rs of shoes/boots wou/d be a//owed in a
given year and instead, to just state, "if your boots wear out, you wi//get another pair."
Nr. Hawk/ns stated that if a person w/shed to spend the entire $160 on one pair or on
severa/ pa/rs, they cou/d do so.
Various people spoke of jobs where two pair of shoes or boots a year might not be
enough such as meter readers, the recycle and side load truck drivers in Sanitation, and
water plant mechanics/operators. The point was made that the current contract a//ows
for rep/acement for wear and tear, assuming that the/nd/v/dua/has used the safety
shoes on/y on-the-job.
IYr. Hawk/ns stated that if the Un/on agreed to accept the two checks a year without
st/pu/at/ng how many pa/rs to purchase, and/eft the wear and tear/anguage in the
contract, he was fine w/th it.
Mr. Taylor stated that safety shoes were covered but there was also the matter of
specialty safety boots - insulated rubber boots that are used when employees have to
go out in storms and check electrical panels and so forth. The City was currently
providing a rubber dielectric boot, but the workers do not feel that they provide
sufficient resistance to protect the workers in the conditions under which they work.
They are really not insulated. Mr. Hawkins will discuss this with Utilities since he felt it
was the City's job to provide the employees with what they needed in terms of safety to
do their jobs. Ms. Munley suggested that this was an issue that Labor Management
could work out. A discussion should be held and brought forward to the Safety
Meeting Minutes
Blue Collar Union Negotiations
Boynton Beach, Florida
October 21, 2003
Committee. Later in the meeting, Mr. Hawkins stated that if Utilities management
agreed that different boots would provide more safety, the City would provide them.
The Union wanted to put safety shoes back into the Safety and Health art/cie and w/th
the proper language, mutually agreed to, Hr. Hawk/ns had no problem with putting it
back. The Union also wanted to use the Union's language since it included more than
the City's version.
Later in the meeting, the Un/on agreed to the do#ar amounts in Hr. Hawk/ns'proposal
for annual reimbursement on safety shoes: $160/190/200 if a three-year contract and
$160 if only one year. Ns. Nun/ey stated her understanding that the employee would
be reimbursed at this rate upon presentation of a receipt. She inquired about what
would happen if an individual did not spend his or her shoe allowance in a given year
and whether they would somehow get that money anyway, and Hr. Hawk/ns stated,
"Yes. "Ns. Nun/ey affirmed that the shoes would be purchased w/thin the specifications
/aid out by the City, at a store of the employee's choosing. Specialty shoes for medical
reasons are paid at 100% as we//as the dielectric boots. Hr. Hawk/ns stated that the
City wants to supply the dielectric boots that would be the best for safety but had to
discuss with management to get a better understanding of the issue.
~ifeguar#$
The Un/on wants the lifeguards to have good po/ar/zed sung/asses, iVr. Hawk/ns agreed
to one pair a year, at a price not to exceed $120.
Unauthorized Absence from Work
The parties agreed that this had been discussed briefly in the Blue Collar group. Mr.
Hawkins indicated that he had to discuss this with the City Attorney before finalizing.
The same "just cause" thing came up in this discussion previously. Mr. Hawkins'
recollection was the Personnel Director would make the decision about just cause, but
the semantics were up in the air. The City is not disagreeing.
Uniforms
The Un/on asked for jackets bi-annually and the City agreed.
After a discuss/on, the part/es both agreed to insert language stating that, "City
employees are not allowed to purchase or use alcoholic beverages while in City
un/form."
I~ls. hCunley inquired about the language stating that, "Un/forms may be worn while
traveling to and from work provided the employee does not stop in transit for persona/
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Meeting Minutes
Blue Collar Union Negotiations
Boynton Beach, Florida
October 21, 2003
bus/ness or act/v/t/es. What if a person had to stop to get milk and bread?" Pit. Hawk/ns
said that would not be a problem.
Color of Uniforms: Mr. Hawkins has reaffirmed that the City Manager wants the
uniforms to be green. He felt that if the Union could get past the co/or issue, the City
could agree to everything e/se the Union had asked for. Later in the meeting, Mr.
Hawkins agreed, at the Union's request, to revisit the issue of green versus blue w/th
Pir. Bressner, particularly if the City goes to a uniform cleaning service, which it is
considering.
Pir. Roberts inquired about people like Animal Control and Pir. Hawk/ns agreed that they
could wear light blue. Pir. Roberts a/so asked about the others who deal w/th the public
such as bus drivers wearing the polo shirts versus the standard-issue un/form. Ail the
bus drivers came to ask for the ability to wear polo shirts. Pir. Hawk/ns agreed to look
into this. They wanted to go back to what they had been wearing - white polo shirts
w/th navy pants. Pit. Hawk/ns is considering having them continue to wear the green
pants but a/iow them to wear the white polo shirts.
Pir. Taylor stated that the existing jackets were blue and he wanted to have the jacket
and un/form the same co/or. He preferred blue un/forms but if not possible, wanted
them to match, at/east. Pir. Hawk/ns did not have a problem w/th that.
Pir. Stone commented that a couple of years ago, Pit. Bressner had said that the Un/on
should choose the co/or and that he just wanted it to be un/form across the board. Pis.
Piun/ey commented that the City's logo was blue.
Hats: The number of hats to be provided and the type were discussed. The
Union wanted the ability to choose their own hats as long as what the hats said was not
in poor taste. Mr. Hawkins stated that judging from some of the hats he had seen
people wearing, leaving it up to individual discretion was not working. Pir. Hawkins
stated that he did not have any problem with a replacement policy on hats, as needed,
according to wear and tear, as long as the employees wear a O'ty-issued hat. The
stewards mentioned that the Sanitation employees wear anything but City-issued hats,
and Mr. Hawkins stated that he would look into that. Another comment was made that
people who were not in the bargaining unit were wearing Miami Dolphins clothing, for
example, and they say they do not have to follow the City's clothing policies. Some of
the people who are not wearing uniforms are supervisors and some are not. Mr. Lee
acknowledged that some people did not wear City-issued hats and wore blue and white
uniforms. Mr. Hawkins and Mr. Lee will find out who the people are who are not
wearing uniforms and discuss the issue further. Mr. Hawkins tended to agree with
where the Union was coming from - and that City employees should present a
professional appearance, regardless of their position or bargaining unit status.
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Meeting Minutes
Blue Collar Union Negotiations
Boynton Beach, Florida
October 21, 2003
Mr. Hawkins stated that he wanted to say, "Hats will be purchased as needed, according
to wear and tear. "He continued saying that if someone needs to rep/ace his or her hat
frequent/y, they should be able to do so.
T-Shirts: Mr. Osborne stated that the City-owned lime green t-shirts were very hot
and ugly. Mr. Hawkins stated that they had been chosen for safety reasons, for
visibility. The tag on the shirts indicates that the t-shirts are made from pre-treated
100% cotton. There was some feeling that the pre-tmatment medium might be what
makes the t-shirts so hot. I~lr. Hawk/ns will discuss the opt/on of white shirts with a
reflective strip w/th Mr. L/vergood. Mr. Smith stated that the lime green shirts were not
DOT safety-approved anyway, and that they had gone through this once before, zt
might help on visibility but not according to DOT regulations. He stated they put a
temperature gun on one employee in Utilities and his temperature radiating off the shirt
was 137 degrees!
Mr. Hawkins stated that some people did not wear vests so if they worked around
traffic, they had to wear something that is reflective like neon-colored t-shirts. Mr.
Roberts commented that one had to wear a vest when working 15 feet from the road.
Mr. Taylor stated that white would be preferable to the green for the work his group
does in the sun.
Cleaning Uniforms: Mr. Hawkins stated that the City was thinking about having a
uniform cleaning service during the next budget year. Mr. Stone commented that the
Union had asked for $10 a week as a cleaning allowance for uniforms, and Mr. Hawkins
stated that this would not "fly." ]~n the long run, Mr. Hawkins felt the cleaning service
would be more efficient for the City.
Several people said that them would be people who might be allergic to the materials
used in the cleaning processes. Employees who have a doctor's note precluding the use
of the service could be given a set of specifications to fo#ow in the cleaning and
pressing of their uniforms. Other than this exception, it would not be voluntary, since it
would be necessary to give the cleaning people a set number of people on which to
base their prices. It was thought that putting it in the contract now was preferable to
having a Memo of Understanding later.
Ns. Plunley wanted language stating that the un/forms would be rep/aced for wear and
tear and I~lr. Hawk/ns agreed.
Mr. Osborne asked if a person could still get shorts through the service, and Mr.
Hawkins rep/led that the City would not change anything - whatever they were getting
now would be the same.
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Meeting Minutes
Blue Collar Union Negotiations
Boynton Beach, Florida
October 21, 2003
The Union will discuss the Uniform issue during the lunch break and the PPM issue as
well. Ms. Munley felt that the parties were "there" on Safety Shoes, pending language
that captures the agreements made at this meeting.
The meeting adjourned for lunch at 12:00 p.m. and reconvened at 1:30 p.m.
Uniforms (continued)
Ms. Hunley stated that in regard to the uniform service, the Union agreed with it. When
the uniform service is implemented, the Union wants to change back to blue uniforms
since the logo is blue. ]:t would be helpful if some of the Union representatives could
participate in the selection of the new uniforms. People with a medical necessity could
opt out of the uniform service.
Mr. Hawkins stated that the City might not have it in place until .lanuary of 2005.
Discipline/PPM
Ms. Munley stated that the Union had to meet on this and would try to have something
concrete by the next session. They feel that if the supervisors are given too many
guidelines, they will not use common sense at all. The Union likes it the way it is now
because it works and because other people are involved in the common sense aspect of
giving someone discipline. The Union is concerned that this aspect would "go away" if
the PPM language were to be adopted.
Tuition Reimbursement (continued)
Mr. Hawkins asked for the Union's opinion on the language they had been given on this
in the morning session. Ms. Munley stated that this had been a Memo of Understanding
that they had before and agreed to. All agreed that the terms in the document provided
by the City were already in effect for the Union. Ms. I~lun/ey asked that this I~lemo of
Understanding be incorporated into the contract as an integra/part, and not as a
reference to the PPM, and Mr. Hawkins said that the exact/anguage cou/d be used.
I T.A. was reached on Tuition Reimbursement.
Safety & Health (continued)
Ms. Munley asked why the City had taken out the reference to Federal and State
regulations in this article. Mr. Lee stated that the City had always had a safety
manual. Mr. Hawk/ns stated that the City had practices in p/ace that help it to exceed
some of the standards, but the/anguage cou/d be put back in. The immunization
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Meeting Minutes
Blue Collar Union Negotiations
Boynton Beach, Florida
October 21, 2003
language will remain and the Un/on requested the add/t/on of Hepatitis B and C shots
for certain job classifications, Sanitation in particular.
Funeral Leave
This was touched on briefly, with Mr. Hawkins stating that the Union wanted the
"significant other" category included.
Sick Leave and Sick Leave Donations
Mr. Hawkins stated that the only part of Sick Leave that could be discussed was Section
5 because of the two-tiered plan. He had to meet with Finance to discuss this issue. He
planned to come back to the table with a complete package: sick leave, vacation, and
possibly some wages.
Leave of Absence
Mr. Taylor gave an example of an employee who left the company because he could
not be given a leave of absence. After discussion, the City said he should have applied
for Family Medical Leave instead.
The C/ty caucused at 2:25p. m.
Ms. Munley asked the City to include this language in the contract: "The City shall
comply with the Fam#y I~led/ca/ Leave Act when granting /eaves of absence. Mr.
Hawkins stated that the City was already required by law to do this. Ms. Munley felt
that if it were in the contract language, it would be a spur to memory for all concerned.
The City agreed.
Mr. Taylor was still concerned about the example he had given at the start of the
discussion. Mr. Hawkins stated that a person could be given leave under the Family
Medical Leave Act as long as he or she met the criteria for granting such leaves and
requested it. Mr. Taylor understood. Ms. Munley stated that the City would be required
to grant the leave if the request met the guidelines.
I T.A. was reached on Leave of Absence. ]
Non-Discrimination
Ms. Munley stated that the Union's obstacle to agreement on this article was the City's
exemption of it from the Grievance and Arbitration process. The Union could not find
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Meeting Minutes
Blue Collar Union Negotiations
Boynton Beach, Florida
October 21, 2003
the article and Mr. Lee stated that the City had struck through it all and wanted to leave
it out and so had not provided it. Ms. Mun/ey suggested T.A. 'g on the Union's version.
The City caucused at 2:43 p.m.
Mr. Hawkins stated that the laws of Discrimination were quite specific in nature as
spelled out in Section 2. One of the things the City had seen in past grievances was that
this article was referred to when investigation revealed that it had no relevance to the
issue at hand.
Ms. Munley felt that employees should go to the Equal Employment Opportunity
Commission with this kind of problem. However, she wanted the language left in
because they wanted the means of getting the City's attention in a case in which it
might apply, as long as the grievance was applicable according to Section 2. Mr.
Hawkins stated that the context of the problem has to be applicable to the law and
should not be applied to pay or time off issues. Ms. Munley said it could be something
like, "No Haitians got X." Mr. Hawkins said that this article should only be invoked
when it truly applies. Ms. Munley agreed that the Union had to teach more classes
about this. Ms. Munley said that if it appeared to the Union that a grievance should be
brought, and it appeared very strongly to be some kind of Title VII thing like gender, it
should be allowable. She remarked about a person who was going to be fired because
she was pregnant.
Mr. Hawkins stated that he understood it was partly a matter of education and did not
have a problem with it; however, he would be upset if it were used frivolously.
J T.A. was reached on Non-D/scrim/nat/on. J
Dues Deduction
Ms. Munley stated that the Union would like the City to allow an additional Union
deduction for COPE. The Union will obtain signatures of the employees who are
interested, forward them to payroll, and payroll would deduct $1.00 a week and send
the Union a separate check once a month for the total amount. Mr. Hawkins will speak
to the Finance Director about this. Ms. Munley stated that it probably would not be
implemented until some time in 2004. The deduction is voluntary and the employee
may opt in or out at any time. As long as the employee is in the Union, the deduction
will continue unless the employee opts out.
Ms. Munley asked if the Matrix could be arranged in alpha order, but Mr. Lee stated that
it was now in contract order and he preferred to keep it that way.
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Blue Collar Union Negotiations
Boynton Beach, Florida
October 21, 2003
Seniority, Layoff, and Recall
Ms. Munley stated that the only issue was item C, where it refers to senior laid-off
employees of a department being able to displace (bump) junior department
employees. The Union disagrees with the "department" part of this, preferring it to be
Qb/wide instead. The City agreed to remove the word "department."
The/ength of the severance package was negotiated from one months' wages in the
City's proposa/ to nine weeks' wages.
After discussion, the City caucused at 3:33 p.m.
Mr. Lee wanted to define the word "qualifies" in the same section, item C, further. After
discussion, the £/ty agreed to th/s /nsert /nstea~. "....for wh/ch he qua#ties by meet~rig
the requ/rements as set forth/n the job descr/pt/on(s)."
I 7:.A. was reached on Sen/or/ty & Layoff& Reca//.
Status of Articles
Ms. Munley stated that on Union Representation, the only thing holding up T.A. was the
number of hours for use on grievance investigation. If this hurdle could be overcome,
the parties could T.A. on Union Representation, Collective Bargaining, and Union Time
Pool.
On Basic Work Week and Overtime, Ns. Munley thought agreement could be
reached. One/ssue rema/n/ng /s that the proposed contract says they have to work
hours to get overt/me and/n the o/d contract, vacat/on and s/ck t/me counted as t/me
worked, and they d/d not want to g/ve up anyth/ng. Mr. Stone thought that the City had
agreed to restore this feature. Mr. Hawkins did not believe so, but would check the
minutes. Ms. Munley stated that in the School District, when a person is in a Pay status,
those hours count towards the computation of overtime. Mr. Lee said that Pay Status
would be Comp Time, Sick Time, Holiday, or Vacation. Ms. Munley stated that it was
when you were getting paid and have time on the books.
Ms. Munley believes that the parties are close to agreement on Comp Time. Also,
Transfers should not be a big problem.
Ms. Munley mentioned that Work Breaks had been discussed. Mr. Hawkins said the
Union wanted to maintain the old language. Ms. Munley said this was in reference to
the City wanting to give them an hour and a half. The reason the Union did not want to
do that was that the language in the effective contract lays out how they use the time.
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Meeting Minutes
Blue Collar Union Negotiations
Boynton Beach, Florida
October 21, 2003
Mr. Hawkins understood that but said it should be determined division by division
because people do it differently. Ms. Munley did not think there was a blanket way to
say it if it was different. Mr. Hawkins stated that this is why they wanted to give a block
of time and let each division determine the way it would be applied. Ms. Munley will try
to think of a way of saying that each department's breaks and cleanup time stays status
quo up to an hour and a half.
Mr. Hawkins stated that the biggest problem for the City was the travel time. Mr.
Hawkins said he was speaking about travel time for breaks or lunch. The issue from the
Union's point of view is that the City expects the employee to leave the job site and
travel to the shop to get their personal vehicle, have lunch, return the vehicle, and
return to the job site, all in an hours' time. Mr. Hawkins asked if people brought their
lunch to work with them any more, and the response was that very few people did that
any more. The Un/on wants trave/ time to be added on to the/unch hour. The C/bi is
concerned about this much "down time. "This article will be discussed further.
Next Meeting
The next meeting of the Blue Collar bargaining unit will be on October 30, 2003 at 1:30
p.m. The White Collar bargaining unit will be on the same day at 9:30 a.m.
The meeting was concluded at 3:56 p.m.
Respectfully submitted,
Susan Collins
Recording Secretary
(102303)
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