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R06-070 II 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 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 21 fiscal year 200512006 to afford the NCF&O the opportunity to negotiate wages for its members 22 following the results of the Classification and Compensation Study; and 23 WHEREAS, the City representatives met with the Blue Collar union representatives, 24 negotiated and agreed to the modifications to Article 18, Wages, a copy of the First Addendum 25 to Collective Bargaining Agreement is attached hereto as Exhibit "A"; and 26 WHEREAS, the parties discussed other contract re-openers and agreed to add Article 27 55, Labor Management, establishing a joint Labor Management Committee, a copy of the 28 Second Addendum to Collective Bargaining Agreement is attached hereto as Exhibit "B"; and 29 WHEREAS, the parties also re-opened Article 20, Stand-By and Callback, pay allowing 30 for a minor modification to time calculations of overtime, a copy of the Third Addendum to 31 Collective Bargaining Agreement is attached hereto as Exhibit "C"; and 32 WHEREAS, the City Commission of the City of Boynton Beach deems it to be in the 33 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 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 II Addendums. 2 3 4 5 6 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 7 ratified and confirmed by the City Commission. 8 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. 13 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: /...~ .' / C 'ssioner L'~~. ~Z6:/ __; I-- Commissioner ~o::; ~ 1n.~ 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. I/'~ ~'I I . It /' ../.iCV City of J ;J~3/ot ~.23f~& " 1} i I 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. Ik~<< fJ1~~~A )/~3Io, 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 employ 'sw r we b 0 / · tu1 ,) '23/~~ NCF&O SEIU AFL-CIO J ~ " , 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 America's Gateway to the Gulfstream