R06-070
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RESOLUTION R06 - D 70
A RESOLUTION OF THE CITY COMMISSION OF THE
CITY OF BOYNTON BEACH, FLORIDA, RATIFYING
THE FIRST, SECOND AND THIRD ADDENDUMS TO
THE BLUE COLLAR COLLECTIVE BARGAINING
AGREEMENT 2004 - 2007 BETWEEN THE CITY OF
BOYNTON BEACH, FLORIDA AND THE NATIONAL
CONFERENCE OF FIREMAN AND OILERS, SEIU, AFL-
CIO, LOCAL 1227 (NCF&O) FOR THE FISCAL YEAR
2005/2006 WAGE REOPENER, FOR CHANGES TO
STAND-BY AND CALLBACK; ALLOWING FOR A JOINT
LABOR MANGEMENT COMMITTEE; AND PROVIDING
AN EFFECTIVE DATE.
WHEREAS, the Collective Bargaining Agreement established a wage re-opener for
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fiscal year 200512006 to afford the NCF&O the opportunity to negotiate wages for its members
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following the results of the Classification and Compensation Study; and
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WHEREAS, the City representatives met with the Blue Collar union representatives,
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negotiated and agreed to the modifications to Article 18, Wages, a copy of the First Addendum
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to Collective Bargaining Agreement is attached hereto as Exhibit "A"; and
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WHEREAS, the parties discussed other contract re-openers and agreed to add Article
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55, Labor Management, establishing a joint Labor Management Committee, a copy of the
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Second Addendum to Collective Bargaining Agreement is attached hereto as Exhibit "B"; and
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WHEREAS, the parties also re-opened Article 20, Stand-By and Callback, pay allowing
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for a minor modification to time calculations of overtime, a copy of the Third Addendum to
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Collective Bargaining Agreement is attached hereto as Exhibit "C"; and
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WHEREAS, the City Commission of the City of Boynton Beach deems it to be in the
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best interests of the residents and citizens of the City to ratify this First, Second and Third
S:ICA IRESO\AgreementslCBA RatificationslBlue Collar Wage reopener.doc
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II
Addendums.
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NOW, THEREFORE, BE IT RESOLVED BY THE CITY COMMISSION
OF THE CITY OF BOYNTON BEACH, FLORIDA, THAT:
Section 1.
The foregoing "WHEREAS" clauses are true and correct and hereby
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ratified and confirmed by the City Commission.
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Section 2.
The City Commission of the City of Boynton Beach, Florida does hereby
9 ratify the First, Second and Third Addendum to Collective Bargaining Agreement between the
10 City of Boynton Beach and the National Conference of Fireman & Oilers, Local 1227 (Blue
11 Collar), copies of which is attached hereto and made a part hereof as Exhibit "A", "B" and "C"
12 respectively.
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Section 3.
This Resolution will become effective immediately upon passage.
PASSED AND ADOPTED this ~ day of March, 2006.
Cj~7~~F'FLORIDA
layor
Vice MaY()f.
ATTEST:
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/ C 'ssioner L'~~.
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Commissioner
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atificationslBlue Collar Wage reopener.doc
Blue Collar Wage Re-opener
ROb-DID
2/23/2006
FIRST ADDENDUM TO COLLECTIVE BARGAINING AGREEMENT
The City of Boynton Beach and the National Conference of Firemen & Oilers, SEIU, AFL-CIO, CLC, Local 1227, Blue
Collar Bargaining Unit have heretofore entered into a Collective Bargaining Agreement effective October 1, 2004 to
September 3 1, 2007.
The parties met on February 23, 2006, to discuss Wages. The parties agreed to modify Article 18, Wages, as follows:
Effective February 8. 2006. bargainin2 unit emoloyees shall receive a 4% market adjustment added to base wa2e.
Effective April 1. 2006. bar2ainin2 unit emoloyees shall receive the followin2 Performance Evaluation wa~e
increase. added to base wa2e:
~ Bar2ainin2 unit emoloyees who obtain a performance score of 2.0 or hi2her will receive a base wage increase
equal to the score. not to exceed 40/0.
~ For oerformance evaluation score below 2.0. no wage increase will be applied.
Effective October 1. 2006. the oay ranges for bar2ainin2 unit positions will be increased by 8.5% at the
minimum of the range and 8.5% at the maximum of the ran2e. with no corresponding increase to
individual employees.
Effective October 1. 2006. bargaining unit emoloyees shall receive a 5% market adjustment added to base wage.
Effective Aoril 1. 2007 bargainin2 unit emoloyees shall receive the followin2 Performance Evaluation wa2e
increase. added to base wa2e:
~ Bargainin2 unit emoloyees who obtain a performance score of 2.0 or higher will receive a base wage increase
equal to the score. not to exceed 4%.
~ Performance evaluation score is below 2.0 No wa2e increase will be aoolied.
~ 18.11 No employee will receive a base wa2e less than the minimum of their oay 2rade unless they are in a trainee
status. No emoloyee will receive a wage increase to a rate higher than the maximum salary for the position. An
employee that is at the maximum salary range shall receive the market adjustment increase and the Performance
Evaluation wage increase, if applicable, as a lump-sum payment.
-l-&4 18.12 The April 1 Performance Evaluations and re-evaluations at each thirty (30) day period as outlined below shall be
completed in a unbiased and fair manner. Justification for all performance evaluation scores "exceeding
standards" or "needs improvement" must have been previously provided to the employees being evaluated.
Through Labor/Management meetings, the Union and City shall continue to work on the evaluation process in
order to ensure pay equity for employees.
~ 18.13 Employees who receive a performance evaluation rating that falls below a "Meets Expectations" (rating of less than
2) shall be placed on a Performance Improvement Plan. It is the responsibility of each employee to perform at a
minimum level of "Meets Standards".
18.0
18.1
18.2
18.3
18.4
18.5
18.6
18.7
18.8
18.9
18.10
WAGES
Effective October 1, 2004, bargaining unit employees shall receive a 2% market adjustment added to base wage.
Effective April 1, 2005 bargaining unit employees shall receive the following Performance Evaluation wage
increase, added to base wage:
a. Performance evaluation score shall generate a merit increase as outlined in the schedule outlined in Appendix
B of this agreement.
b. Performance evaluation score is below 2.0 No wage increase will be applied.
Effective October 1. 2005. bar2aining unit emoloyees shall receive a 2% market adiustment added to base wa2e.
Effective February 8. 2006. the oay ran2es for bar2ainin2 unit oositions will be increased by 8.47% at the
minimum of the ran2e and 8.47% at the maximum of the ran2e. with no corresponding increase to
individual employees.
Effective February 8. 2006. those bar2ainin2 unit positions listed on Appendix One (1) who were u02faded as a
result of the Classification and Comoensation Study as aooroved by the City Commission on January 17. 2006.
will receive a 5% increase.
18.14 Employees who aopeal the results of the Classification and Comoensation Study and are 2fanted an
uDl!rade bv MGT as a result of their apoeal will receive a retroactive grade chane:e and retroactive salary increase
to the date of the mass chan2e for all other 2rade adjustments as a result of the study.
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NCF&O, SEIU, AFL- 10
LOCAL 1227 (Blue Collar)
Blue Collar Contract Addendum
2/23/2006
SECOND ADDENDUM TO COLLECTIVE BARGAINING AGREEMENT
The City of Boynton Beach and the National Conference of Firemen & Oilers, SEIU, AFL-CIO,
CLC, Local 1227, Blue Collar Bargaining Unit have heretofore entered into a Collective Bargaining
Agreement effective October 1, 2004 to September 31, 2007.
The parties met on February 23, 2006, to discuss contract re-openers. The parties agreed to add
Article 55, Labor Management, as follows:
ARTICLE 55
55.0 LABOR-MANAGEMENT
55.1 A joint labor/management committee composed of an equal number of representatives from the
union and management shall meet within thirty (30) days of the ratification of this agreement to
study and make recommendations on ways to minimize overtime costs, standby costs, and improve
working conditions for employees, or to take up other subjects as determined by the committee.
During the first meeting, the committee shall determine a meeting schedule to be implemented.
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NCF&O, SEIU! AFL-~~, '--a-
LOCAL 1227 (Blue Collar)
Blue Collar Contract Addendum
2/23/2006
THIRD ADDENDUM TO COLLECTIVE BARGAINING AGREEMENT
The City of Boynton Beach and the National Conference of Firemen & Oilers, SEIU, AFL-CIO,
CLC, Local 1227, Blue Collar Bargaining Unit have heretofore entered into a Collective Bargaining
Agreement effective October 1, 2004 to September 31, 2007.
The parties met on February 23, 2006, to discuss contract re-openers. The parties agreed to add
Article 55, Labor Management, as follows:
20.0
20.1
20.1.1
20.1.2
20.1.3
20.1.4
20.2
20.2.1
20.2.2
ARTICLE 20
STANDBY & CALL BACK PAY
STANDBY PAY
In order to provide coverage for services during off-duty hours, it may be necessary to assign and
schedule certain bargaining unit employees to standby beeper duty. A standby beeper duty
assignment is made in writing by a department director or his/her designee who requires an
employee on hislher off-duty time, which may include nights, weekends or holidays, to be
available to perform his normal daily job function during off hours, due to an urgent situation. The
written directive placing an employee on standby shall specify a starting and ending period.
Employees placed on Stand-by shall be assigned a take-home vehicle in compliance with the
department's rotation list appropriate for the completion of the task required of the employee
should helshe be called back to work. All take home vehicles shall be equipped with Automatic
Vehicle Locators (A VL) capable of tracking a vehicle's location and the time of day. The A VL
capability will substitute for the City time clock for those employees responding to emergency
situations in take home vehicles. Therefore, those employees on Stand-by will not be required to
punch in or punch out on the normal City time clock and tA5teaG may travel directly to and from
their home to the work site when responding to after-hours emergencies. For payroll purposes, the
starting time of the employee responding to emergencies will be that time when the vehicle leaves
the employee's home and the ending time will coincide with provisions outlined in section 20.2 -
Call Back Pay.
An employee who is called while on standby but who only responds by telephone or electronic
communication is not entitled to call back pay however, the employee shall be entitled to one hour
of straight time pay, up to a maximum of five (5) such one-hour payments in a seven-day standby
period. Any subsequent call responses are considered as compensation under the initial standby pay
allowance. Such pay shall be documented with the time of call and a summary of reso lution of the
incident telephonically or by electronic communication on log sheets prescribed by the City. If the
duration of the call is less than 15 minutes, such time shall not count toward hours worked for
FSLA purposes-;-.. until such tinle exceeds 15 minutes in total for that work week.
The employee shall receive one hour of pay at time and one half the employees base rate of pay for
each 24 hour period that they are assigned standby beeper duty. Time spent on standby does not
count as time worked for calculation of hours worked in a workweek or for overtime purposes.
CALL BACK PAY:
Any employee called back to work after having been relieved and having left the assigned work
station or called in before hislher regularly scheduled work time, shall be paid the actual time
worked at time and one-half or a minimum of two (2) hours pay at straight time when such
callback is between the hours of 8:00 a.m. and 12:00 p.m. (midnight), whichever is greater. When
such callback is between the hours of 12:01 a.m. and 6:59 a.m. the employee shall be paid the
actual time worked at time and one-half or a minimum of three (3) hours pay at straight time,
whichever is greater. If work conducted on the call extends into normal work hours, the time
worked will be paid at straight time. Employees called back to work during lunch breaks are not
entitled to Call Back Pay. In this case the finishing time for that particular work day will be
adjusted accordingly.
After an employee has been called out once during the employee's time off, all subsequent call outs
occurring prior to the employees next regular shift will be at a rate of one and one-half (11/2) times
his/her base rate of pay for actual time worked. If work conducted on the call extends into normal
work hours, the time worked after the start time will be paid at straight time.
Call out pay constitutes premium pay. Hours worked on call ut count as hours worked in the
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NCF&O SEIU AFL-CIO J ~
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LOCAL 1227 (Blue Collar)
CITY CLERK'S OFFICE
MEMORANDUM
TO: Sharyn Goebelt, Human Resources Director
Bill Mummert, Director Finance
DATE:
Janet M. Prainito
City Clerk
March 22, 2006
FROM:
RE:
R06-070- First Addendum to Collective Bargaining Agreement
Attached is a copy of the agreement described above that was approved by the City
Commission on March 21, 2006.
Thank you.
S:\CC\WP\AFTER COMMISSION\Departmental Transmittals\2005\Sharyn Goebelt - Kronos Master Agreement.doc
s:\cc\wp\after commission\departmental transmittals\2005\sharyn goebelt - kronos master agreement.doc
The City of Boynton Beach
City Clerk's Office
100 E BOYNTON BEACH BLVD
BOYNTON BEACH FL 33435
(561) 742-6060
FAX: (561) 742-6090
e-mail: prainitoj@ci.boynton-beach.fI.us
www. boynton-beach .org
March 22, 2006
SHARON MUNLEY
PRESIDENT
SEIU-NCFO LOCAL 1227, AFL-CIO,CLC
2112 SOUTH CONGRESS AVENUE
PALM SPRINGS, FL 33406
Dear Ms. Munley:
Attached for your information and files is a copy of the First Addendum to Collective
Bargaining Agreement approved by the City Commission at their meeting on March 21,
2006.
If I can be of any additional service, please do not hesitate to contact me.
Very truly yours,
CITY OF BOYNTON BEACH
tn. (J~
net M. Prainito, CMC
City Clerk
Attachment
S:\CC\WP\AFTER COMMISSION\Other Transmittal letters After Commission\Sharon Munley - Memorandums of Understanding - Shoe Allowance.doc
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