Minutes 07-27-09
MINUTES OF THE BLUE COLLAR BARGAINING SESSION
BETWEEN THE NCF&O AND THE CITY OF BOYNTON BEACH
HELD IN CONFERENCE ROOM 8, AT 2:00 P...
ON J"L Y 27, .'r"',IIO.QN IQCJit Fy)~
PRESENT:
For the City of Boynton Beach
For NCF&O
Sharyn Goebelt, Human Resources Director
Lori LaVerriere, Assistant City Manager
Marylee Coyle, Assistant Human Resources Director
Tim Howard, Assistant Finance Director
Michael Low, Deputy Director Operations Utilities
Frank Sosa, Chief Spokesman
SEIU FPSU CTW NCF&O
Public Service Unit of SEIU
Carl Booth, SEIU
Mike Osborn, U.S., NCF&O
Katem Maheli, U.S., NCF&O
Don Roberts, U.S., NCF&O
Jeff Mark, U.S., NCF&O
Sharyn Goebelt, Human Resources Director, opened the negotiation session at 2:08 p.m. Self-
introductions were made. She noted the City had not received formal notification from the
Union that Jeff Mark was a member of the bargaining team. The ground rules were reviewed. It
was also agreed if either party spoke with the media, notice would be given.
The purpose of the meeting was to focus on the City's financial situation. There was a serious
budget deficit. There were three intense budget workshops. The City Manager developed four
modem. One model was to maintain the current tax rate at 6.5 mitts. By using the model, 37
individuals, including public safety employees, would be cut and employees would incur a 2%
across-the-board pay cut. There was tentative agreement to increase the rate to 7.3 mitts,
which was not finalized; however, by using the 7.3 millage rate, there would still be an $8 million
deficit, and there would be no pay raises. The City reopened the wage articles for Police and
Fire personnel and a proposal was made to have a pay cut at the first session. Nothing was
finalized.
The proposal to close the deficit included using Reserve funds, but there was a limited amount
of funds; deferring Capital Improvement Projects; taking advantage of revenue opportunities for
managers to eliminate take home cars; cutting ctttl phone allowances; and increasing the EMS
billing rates. There were many proposals on the table.
The goal for the team was to keep the employees whole. The initial model had cuts and layoffs.
If they went with model 3 from the City Manager and increased the millage, the City may be able
to accomplish keeping the employees intact. The parties commenced negotiations. The City's
proposal was reviewed first which was for a one-year agreement from October 1, 2009 to
September 30, 2010.
Articles 1, 2 and 3 . No changes.
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NCF&O Blue Collar Negotiation Session
::Ynton .....h, FL
July 27, 2009
Article 4 - Management Rights.
Section 4.1.16 Language was added to read, "implement at the discretion of the City any new
policy city-wide." This was clarified to mean all employees.
Articles 5, 6 and 7 . No changes.
Article 8 - Union Representation.
· Section 8.1 The City proposed changing the number of City Stewards from 8 to 4 as
agents of the Union. There were also scrivener's errors that were corrected.
· Section 8.3. had language to clarify a reference in Article 9, Section 9.2.
Article 9 - Collective Bargaining.
· Section 9.2. would read "no more than a total of two stewards may participate in
collective bargaining while on duty without a loss of pay." This was clarified that
stewards could use the Union Time Pool, but they would not be on the City's payroll.
Article 10 - Union Time Pool. City Hall, in an effort to save $150,000 moved to a four 10-hour
day workweek. As a result, the City had to refer to hours instead of days, because it was
unclear when someone gets a day off whether it is for eight hours or 10 hours. Throughout both
contracts, the word "days" was changed to "hours."
· Section 10.1. referred to sick leave hours. The last sentence reading "The list of
employees donating time to the Union Time Pool shall be maintained by the Union and a
copy provided to the City Manager" had language added indicating the Human Resource
Director and the Finance Director would receive the information as well.
Article 11 . No changes.
Article 12 - Progressive Discipline.
Misconduct had language added as "Conduct unbecoming a City employee means employee
behavior or actions on the part of the employee on or off the job. " There was a change on the
Note section on the next page as "Note: This chart outlines the usual progression options for
Fepeate" occurrences of misconduct." Correction of a scrivener's error on page 18, Serious
Misconduct, Item 38 as "Absent without calling into department within 30 miAilltufee minutes
before the shift start time." Item 4 added Item A because Item 8 was added under "Inefficiency
or Incompetence" Item A would read "Refusal or faiture to perform assigned duties and
responsibilities." On page 19 language regarding the chart depicting occurrences was changed
to "The following chart outlines the progressive discipline options for 1t:lree occurrences of
serious misconduct."
· Section 12.4.2. was changed to read, "Verbal and written counseling and written
reDrimands will not be subject to adminiatrative review by Human Resources." Discipline
would be subject to administrative review.
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NCF&O Blue Collar Negotiation Session
Boynton BMch, FL
July 27, 2009
. Section 12.5.A. was changed to read, 'Written Counseling - Consists of the immediate
supervisor warning the employee to correct or improve performance, work habits or
behavior and counselina the emDlovee on tqe imp~me"t e~." "Written
Counseling serves as a warnIng against fwr:t~er repetition of employee behavior."
. Section 12. C - Suspension Without Pay. "Anytime an empleyee an empteyee is
suspeAses fer sissipliAe the suspension sf:lall Be witf:lawt pay."
. Section 0 - Demotions, remove two periods after the word misconduct in the last
sentence of the third paragraph.
. Section E - Dismissal in the fourth paragraph the reference to Article 10 should be
Article 13 for Grievance and Arbitration process.
. Section 12.6. clarified the City Manager's designee conducts predetermination hearings
- not the Human Resources Director. Further clarification reads, "The employee shall be
accompanied and assisted at the predetermination hearing by a representative of hislher
choice." "following the predetermination hearing, and any further investigation into issues
raised by the employee in defense or mitigation of the charges, the Human Resources
Director and the City Manager's designee shall sustain, reverse, or modify the
disciplinary action and give the employee written notice of tMiF hislher action and M-*e
same time establish the suspension or termination date(s) if appropriate.
. Section 12.7.2. corrected the Article number from 12 to 13.
. Section 12.7.3. "Regular employees may respond to discipline action of written
reprimand or suspensions without pay of eAe (1) t,-.,eFkeay two workdays or more er le8s
by requesting administrative review by the Human Resource Director."
. Section 12.9. had a title change as "Suspensien PeAsiAg Disposition of Criminal
Charges."
.
Article 13 - No changes.
Article 14 - Basic Workweek and Overtime.
. Section 14.4. was clarified that instead of talking about days, it would pertain to
workweek because a workweek could be four days.
Article 15 - Task Assignment.
. Section 15.1.3. was changed. "Upon completion of the assigned daily task, the task
employee may be required to perform other work functions related to the Selie 'Nee.
[)wilieA ef Public Works. Task efRpley.. Mey8e ...... .... e._ ef tM SeliG
'NaMe Di'Ji.ien iA the eveRt ef peR_, e.,i.., If' faBet IilyNiSe 8MeFfl8ABi..".
. Section 15.2 Holidays was changed to read "Employees wAG FelwlaAy weFt( a teR (10)
f:lewr as.ilAfMAt shall reseive teA (10) AeYFI ~. fer e.e" Ggeel'1fefll f:lelicMy. iimpleyees
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NCF&O Slue Collar Negotiation Session
'=ynton INch, FL
JuIJ 27, 2001
whe FegwlaFty \&JeFk aA eig~t (8) heWl' aeeigAmeAt shall receive eight (8) hours pay for
each observed holiday. Task emDlovees may not use Emeraencv Vacation Ho~rs on a
Holidav.
. Section 15.2.2. In addition to receiving HAoliday pay, Solid Waste employees shall
receive their Fegwlar daily task hewFS DaV for hours worked at straiaht time aRe eAe half
when required to work on a holiday eveR if they eemptete tMir ...ilJAFMAt iA fe\"Jer
hOUFS tt:laA FegWlaFly assigRed.
. Section 15.2.4. The first paragraph was stricken, which was "'AlAeR t~e VJ8Fk ss~8Elwle is
such that empleyees '.\fill not tJe r~wi,.d to 'nerk the eeeigRMefll ~eIi.y, the heliday
make up "aye ':1411 esewr OR either 'AteeAeMay er 8atwFGay, whiehe~:er MY imFR88iately
fellews the h04iGay in qwestieR and shalt. paid at the empteyee's time aAd 8A8 half rate
~."
Article 16 - Work Breaks.
. Section 16.1. The second sentence was changed to read, "Employees shall receive a
one-half hour or one (1) hour unpaid lunch period." Language from the Memorandum of
Understanding was also added to Section 16.1 as "Shift emoIoyees workina in Division
28 11 (Public Water Treatment) will not lJC8ive an ~ncaid lunch break and are reauired
to remain at their norma' work stations for the duration of their shift."
Article 17 . No changes.
Article 18 - Wages was to be determined.
Articles 19 and 20 . No change..
Article 21 - Working in a Higher Class
. Section 21.2. had a change to read, "In this connection, they shall ~rfonn tl)at work
without reseive a 5% increase in payor the minimum of the higher classification.,
whiGhever is greater, until FEMl:Imee to their regwlar 8Iaesiftsatten.
Article 22 - No changes.
Article 23 - Emergency Pay Polley.
Section 23.1 was changed to read, "Emergency pay shall hereinafter be paid in accordance with
the provisions of City Emergency Ordinance 2005-036 or the most current City E""raencv
Ordinance.
Article 24 - Certification Pay was struck in its entirety.
Article 25 - Sick Leave.
Section 25.2.A. was changed to read, "Employee's health, or up to fi')e (Ii) flIaye 40 hours - per
fiscal year for illness of immediate family member the employee's parent, spouse, or child.
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NCF&O Blue Collar Negotiation Session
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J~ 27, 2809
Sentence seven of Section 25.2.B. was changed to, "Medical, dental, or optical treatment that is
determined in writing by a physician to be necessary and must be performed during working
hours. See 25.7.2.
Section 25.3 was changed to, " . . . Any unused Personal leave hours may be cashed in upon
termination with the City an a twe(2) te eRe (1) b&6is, at 50% or the full value of the hours may
be used to purchase health care benefits should the termination be due to normal or disability
retirement. "
Articles 26 and 27 . No changes.
Article 28 - Vacation.
Section 28.3. was changed to "Employees shall be allowed to take their birthday off and the 4ay
hours shall be charged as vacation 8ay hours in accordance with the rules and provisions
regarding the use of vacation time."
Section 28.8 Emergency Cash-In of Vacation and/or Sick Leave Time had changes. "If
approved, an employee may convert up to 90 AQ hours to cash (less applicable taxes) provided
they have 40 hours remaining in their vacation accrual account after the cash-in. Conversations
must be done in increments of aRe 'I.-OFt< say eiaht (8) hours.
Article 29 - Bonus Hours.
The Section had a title change to "Bonus Days aAs Hours and Bonus Increases.
Section 29.1. was changed to Bonus ~ours.
Section 29.1.2. was changed to read, "All full time City employees covered by this policy are
eligible to receive an eight (8) bonus hours 4ay for continuous attendance at work semi-annuallv
at tt:ts sOM,lstieA ef sash ealeA8ar ~wafter (January through June and July through December)
when tRat the employee has not used sick time dYRAg the ,revi8UI ~waft.r, nor has been
absent from work or on leave other than those paid leave categories recognized in this
document. F9I'the pyr:pele of ~i6 sal6ylatian, a day 1'-11 &eAlist of eight (8) t:tSWF6.
Section 29.1.3. was changed to "Bonus 8ay& hours shall be counted as vacation leave and
subject to the prOVision set forth for use of vacation."
Article 30 - Holidays.
. Section 30.1. Strike Presidents Day, the day after Thanksgiving and Christmas Eve.
. Section 30.2 had several changes as follows: "For each observed holiday, a full-time
employee shall be entitled to eight (8) hours of pay at the employee's regular rate of pay,
8xeept ...-Jt:tefe 8FApfeyeee are AeFFA811y ISMsyl. te 'f#GFt< a t.A (10) t:teyr day. In tAst
Gses, tMy 1t:t811 FS"PIe teA (10) t:teWF8 of pey.
. When a Citv-observed holidaY falls on an emDloY~'8 scheduled workday. the emDlovee
will receive eight (8) hours holidav DaV at straiaht time.
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. When an observed holiday falls 9n an emDloyee's nOl1-S<(heduled workday, ~ \Viii be
treated as a fioatina hoIidav and eipht ('l hputs will be added to the em~'s ~tion
leave bank. In all eve.. '__At the ......yee is .ellwleEl eft fer the l:Iefi8l8V, tl:le
e"'pleyee 8N111 98 ,aiEi stFaigAt time fer Aet \veAQRg tt:lat l:Iefiday.
. In the eveRt tl:lat an empleyee i8 s61:1*le& on EtwFiAg a l:IeliEtay, the empleyee ,hall 98
,aiG their regular Fate sf pay fer 'J.~FkiAg the heli&ay (time anG eRe l:Ialf) .REI sMlI De paie
stFaigAt time fer not WGr:kiAg the l:IeliEiay" "In the et/eRt aA e"'Play" is 8...1. en
EtWFiAg a l:IeliG8Y, tl:le e""layae sl:l811 98 ,aiEt their regwI8r ARe sf pay fer 'HeM" the
heliEtay (ti",e snEt OAe l:Ialf) SAG shall 98 JiHliEt stFaigAt time fer tl:le tleHay." "Hourly rate
employees must work their regular work days i"''''eeiately davs immecfiately before and
after the holiday in order to receive pay for the holiday or be in an authorized with pay
statute immediately before and after the holiday."
. Section 30.3 and 30.5 were struck in their entirety.
Article 31 - Compassionate Leave.
. Section 31.1. was changed to "In the event of the death of the mother, father, child,
foster parent, foster child, brother, sister, husband, wife, son, daughter, son-in.law,
daughter-in-law, grandparent, grandchild, mother in law, father-in-law of a regular
employee, the employee shall be entitled to paid compassionate leave not to exceed
twenty four (24) conS8q!Jtlve h~rs, th.. (3) &eA8eeWve weFkEtaye fer MY eAe ae..
Hewever, ff it is ReGe8eary fer tM e"'Jlleyee te 181'18 aM State iA eeftR..eR \-MA the
imeFFReRt of the EteeeaseEt, five (&) seM8.tve '.veFMtaye 'Mil De allewed, impl&ye8s
",yst SYDmit pr.gof of Etaath in er4er te De a_IbM fer this aFtisle. The City Manager . . .
Article 32 - Military Leave.
. Section 32.3. Language was added at the end of the paragraph to read, "Current
U.S.S.E..R.A. regulations will be followed regarding employee benefits."
. Section 32.5 was added to read, "Employees on active Mititary Duty are required to
provide the City with their military orders for the duration of their assignment.
. The parties discussed there was an ongoing issue where an employee was on military
duty and the City had not heard from them in quite some time. The City was still paying
benefits for years. In some instances, the tour of duty is extended. There were methods
to communicate, but it was an issue open for discussion because the City had to keep
the head count open.
Articles 33 and 34 . No changes.
Article 35 - Jury Duty.
. Section 35.1. Sentence three was changed to read, "In order for the emptoyee to receive
their regular pay for such lelilve, the employee must deposit the money which he/she
receives for jury duty or as a witness with the City Finance Department for those Qay&
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NCF&O Blue Collar Negotiation Session
.=rR.... leech, FL
JuJy 27, 2009
hours that coincide with hislher regular work schedule, unless otherwise provided by
law."
Article 36 - Seniority, Layoff & Recall.
· Section 36.2re. had a change to read, "Unexcused absences for tAFee (3) er m9f8 days
twenty-four (24) or more work hours.
· Section 36.3 was struck in its entirety, and replaced as: "The City Manaaer may layoff
any union emoloyee whenev,r such actf9n is made neceasarv by reason Qf shottaae of
work or funds. th~ abolishment of a ~. cons~ion of deo8rtmenllQr diyisions.
orivatiption. reclassification. or r~niza\f$m: however. no reaular emDtfyee shall be
laid off while there are temporarv. or ~ry emDlo~ 88mnain thf same
cositi~ for which the lJnion emploYee is aualifled. in thei~~ of the Oeoartment
Head in consultation with the Human Resources Director.
Whenever the layoff of one or more emDlQy~es shall become neceasary tf1e City
Man-.r shalt notify the Human Resources Director. at least ten (10) days in adxance of
the intended action and the reasons therefore.
The Human Resource Oirector shall furnish t~ City Manaaer with the names of the
emoloyees to be laid off in the order in which such layoff shal.~ur. In order to miJlimize
the disruotion of ~he ooerations of the City. the order of layoff shall be in reverse order of
total continuous time served in the same chlasification arad within the same deoartment.
exceDt in the case of the elimination of a deoart1'lJent or dMsion. in which case onlY the
emolo~ees in the deoartment or division being eliminated will be laid off.
Temcorarv and orobationarv emoloyees shall be laid off. in that order orior to layoff of
union emoloyees."
Article 37 - Recruitment and Selection. The article was stricken in its entirety.
· Section 37.1. was added as, "Recruitment ans;l ~election crocess and crocedures will
follow those described in the Personnel Policy Manual (PPM) of the CitY of BOYnton
Beach. "
Ms. Goebelt noted there was language in the Administrative Policy Manual and they have a
collateral document.
Article 38 - Safety and Health.
· Section 38.1. was changed to read, "In addition, Beach Patrol employees shan receive a
wage allowance of $120.00 ~100.00 per fiscal year, by December 1st of each year, for
the purchase of specialty sunglasses or prescription safety eye wear."
· Section 38.2. was changed to read, "Employees who are in positions designated by the
Safety Committee will receive SA BRAyal .... WIll- .NeweA_ 9f $190.000 fer Safety
Shoes/boots annuallY. a, D8{IOnal ~ ~uiDm8nt. orovided bY the City
desianated vendor. Those sh~. shall onlY be worn for oflIciat City business.
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paya'-Ie eAGe, fer eaet:l year ef thia .\greeMeAt. NevI eFFlpleyees 'Nh. are hireS after the
shee all.waAGe nas heeA pais will fe68i1le a pF'. r:ateEl amewAt "e" .A tAe flWFRMr of
mOAths remaiAiAg iF! tt.le ti8GSI year.
The Union mav oarticioate on the SafelY Committee. The City/Safety Committee will be
responsible for deciding which positions require the wea.ring of safety shoes based on
OSHA standards and recommendations. The 'City/SafetY CQfTlmittee MeA8II8'ReAt shall
determine the type and quality of such shoes, . and shalt_eat thOfe safety I~boots
which will be orovided and reQuir~ to be w9m. In those cajleS where an il1$lividual
emDloyee is unable to pe fitted oroDel1v as deter'lJ1i,.:lbY the acAh~ed vervjor. the
emolovee may ourchase the safelY shoe~ts. which meet the Citv/'~ Committee
aODroved ~ and Quality. from a different vendor. The emofoVM mil)' se,k
reimbursement of the cost ~f the shQltslboots from the Citv. not to exceed 190.00
excluding taxes. Such reimbursement sh,.U occur after ~oval of the .....~ bv
the Ri.k Manaoement Deoartment. based on the City/Safety Committee aDOrOved tvoe
and Quality. n
· Section 38.3. was replaced with, "Anv instance where the authorized safeW shoeslboots
do not last the full year. will be brOUGht to the attention of the emDloyee's IyDervispr. and
the Ri,k Man-.ment Deoartment. In such an instance. the shoellboots win be
returned to the City. The City will heVf the shoeslboqts reDlaced by tile desi9nated
vendor. or an additional set of shoeslboots will be ourchased by the City from the
desianated vendor for the emoloyee."
Article 39 - Tool Replacement.
· Section 39.3. Sentence one was changed to read, "Fleet Mechanics shall receive an
allowance of $760.00 $300.00 annually to purchase new tools that are required for the
employee to complete his assigned task."
Article 40 - Uniforms.
· Section 40.1. had a change to read, "5 Green short-sleeve, 9f long-sleeve work shirts or
tee shirts; fi Tee shiFts; ~ hats as Aese8B~'; ~ Sweatshirts."
· Section 40.4 was changed as follows, "The City MaAager, iF! t.lielher B.le SillRtiSA, may
permit e&mployees in certain classifications may be oermitted to wear shorts at their
suoervisor's discretion.
· Section 4Q.5. was changed to read, "Re-issue of uniforms on an annual basis consists of
five (5) work pants, aR9 fIVe (5) W9Fk shirts, \VitA aA SpUSA of fMt (6) Tee eJ:tiFte, fer a
total of teA (10) fi'fe (Ii) shiRe and twe sm! (1a) sweatshirt aAAYalty. (Th!i& option of
which style of shirt is determined by the employee's needs)."
Article 41 - Insurance.
· Section 41.1. was changed to read, "The City shall pay 75% of the total medical, vision
and dental insurance premium for all bargaining unit members. The members will pay
the full cost of medical, vision and dental all Iaut $7.00 of tile EleA.1 iA.wr:aMe preFFliwFFl
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-"'---~'--"'___'"""'_"'_~~'_"""""_+"'_"""""_""'_~""'__' ,""_.,.",,,..,. ,.".,....~._"__'M____....'""__."...._"___"______",.~~'.~____ ____
Meeting Minutes
NCF&O Blue Collar Negotiation Session
~nton ....h, FL
July 27, 2809
for their dependents. ixiMiRtJ &e'leF81e I8vel. aM 88nds sAall remain in efleet "nlil at
least 88,.m_ 30, ~. In the event the City changes benefits options for employees
after i8f*tmBer 3Q, 2008, then the health insurance coverage for the employee and
their dependants may be amended from time to time. IA tAi. &eAn__n, sAe,,'" the
e"'pl.e's eeat te pl'9tlfGe a.peA.nt &ever. fer tAeir .....,... i..wease mere tRan
16% d"ring arty #ileal year, the City agrees tG apen this Mete fer the p"r:peee 9f
BaFgaining. "
Article 42- No change.
Article 43 - Tuition Assistance.
Ms. Goebelt explained they had a collateral document article and it was the same as what was
in the Personnel Manual and Administrative Policy Manual.
· Section 43.1. Language was added to read, "The Tuition Assistance Program as
described in the Administrative Policy Manual (APM) will be followed. Refer to .04.01.03,
Organizations and Strategic Development Policies Tuition Assistance Program in the
APM for specifics."
Articles 44, 45, and 46 - No changes.
Article 47 - Substance Abuse
· Section 47.1. had a language change to read, "The Union recognizes and supports the
City's Drug Free Workplace Policy al aeleptee in the Current OrGinan98 City Ordinance
No. 92 61 and will work with the City to enforce the provisions of the policy."
Article 48 . No changes.
Article 49 - Longevity Benefit was stricken in Its entirety for all employees.
Articles 50 and 51 . No changes.
Article 52 . Posting of Agreement.
· Section 52.2 was changed to read, "Tt:te Uni'A ..re81 to pay tAe City "p t8 5300.00 ta
eff8et tAe &est 9f tAe pARtiAl. COpies ef tM ....meAt 'NiI1 88 avail8lll. fer piek "p iA
Hyman ReS.""1 aAa empleye.. will .. fer tIlaeir eepy "peA Fe.". The CitY will DOlt
a CODY of this aareement. as ratifte9.on ~ CItY'. web Da98." A copy of the agreement
would also be available in every department. They did not want to print hundreds of
copies as was done in the past.
Article 53 - No changes.
Article 54 - Duration.
There was a date change from September 30, 2009 to September 30, 2010 reflected throughout
the article.
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NCF&O Blue Collar Negotiation Session
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July 27, 2009
The signature page would have the correct names added.
The Union inquired why the Longevity Article was being opened with the Police and Fire Unions
since there was no reopener on the Article. Ms. Goebelt explained that was what was on the
table. She also added it was considered wages.
There were no other comments on the City's proposal.
The Union presented their proposal, which was to maintain the status quo with the exception of
Articles 12, 13, 16.
Article 12 - Progressive Discipline.
· Section 12.7.2. was changed to read, "Regular employees may appeal to an arbitrator a
discipline greater than a suspension without pay of Mere than 1 day using the same
procedure for arbitration as is set forth in Step 3 of Article 12 (grievance article) shall
have just cause appeal and grievance rights as outlined in Article 12 of this agreement."
· Section 12.9.. Suspension Pending Disposition of Criminal Charges. When a City
employee who is a member of the bargaining unit is arrested and charged with a felony
offense, the employee shan be placed on administrative leave '."'IitAewt dt1 pay until final
disposition of the criminal charges. '" AA M'lpleyee pi.... eA MMiAieRtiYe lewfe
V'JitAewt pay, wREler these siFGYFAstaAsee may yee aseFY" \~aeetieA aA" 8GGFW8EI siek
time ElyFing the le&>:& peRed. If feYA" iRAe_At er if the 8tate Attemey Elreps the
oharg88, flat as a reeYIt of a ~lea El881, tAe "FRe will Be reiAstateS."
Article 13 - Grievance and Arbitration Procedures.
· Section 3.4. Step 3 would have new language adding a mediation step prior to
arbitration. Former Step 3 would be renumbered as Step 4. Mr. Booth explained
mediation was not binding, but it does not cost anything.
Article 16 - Work Breaks/Section.
· Section 16.1 added new language to read as, "Employees shall receive or decline a one-
half or a one-hour unpaid lunch period." The concept was to add an option for the
employees.
Article 18 - Wages. This article was to be determined.
Article 20 - Standby and Call Back Pay.
· Section 20.1. was replaced with: "In order to Drovide C9veraae for seNiC8S durine off-
duty hours. it may be fl8cessary to assiGn .,cf schedute cerqMnbamainina unit
emolovees to standby befJper dutY. A slandbY beeDer dutv ~ is made bv a
deD8~ director or h~ desi~ whq. ~ ., emoIovee ~ h..... 9fI-dutv
time. which may include niahts. weekenca or hoIicMvJ. to be ~aftabIe to D8f'forrn his
normal _Iv iob function durina Qff ~/ due to an uraent situaticw. The written
directive at.cine an emDlovee on standbY ..,... IDeCify as8'tina and endina aeriod."
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Meeting Minutes
NCF&O Blue Collar Negotiation Session
.=:rnton ~h, FL
July 27, 2008
· Section 20.1.2. was replaced with, "No emDloyee maY be apianed to or oaid for
STANDBY on anv dav when the emDlovee is in or scheduled to be in (word cut off from
Daae) leave status for that entire shift."
· Section 20.1.3 was changed to read, "No more than 14 days of Standby can ~ oaid in
anv Day oeriod."
· Section 20.1.4. was replaced with, "Call Sack Pay - an employee called back to work
after having been relieved and having left the assigned work station, or caUed in before
hislher regularly scheduled work time, shan be paid a minimum of two (2) hours pay at
the rate of one and one-half (1 %) times his/her basic hourly rate of pay when such
callback is between the hours of 8:00 a.m. and 12:00 a.m. (midnight), and shall receive a
minimum of three hours at the rate of one and one-half (1 %) times hislher basic hourly
pay when such callback is between the hours of 12:01 a.m. and 7:59 a.m. EmDloyees
shall be Daid for the actual hours worked for all hours work~ in ex~ of the
aDoroDriate caflback minimum. No (word cut-off from Daae) Davment of caJl..back and
r80ular Day is oermitted."
Article 22 - Employees Assigned to Training Duties.
The Union wanted discussion about how training assignments work and do not work. There may
be a proposal forthcoming.
Article 24.0 - Certification Pay.
The Union wanted discussion about Certification Pay. There may be a proposal forthcoming.
Article 28 - Vacation.
· Section 28.5. had a language change to read, " . . . Vacation requests of four (4) shifts or
more must be requested and approved or denied fetty eigt:tt (~8) forty (40) hours prior to
the time requested off. . ."
· Section 28.6. was changed to read, "Employees shaU be allowed to take up to w.reAty
feyr (24) fortv-eiaht (48) hours of emergency vacation leave on an annual basis."
Article 33 - Leave of Absence.
Section 33.1. had language to read. "A regular employee may be granted leave of absence
without pay for a period not to exceed six (6) months for sickness, disability, Union business or
other good and sufficient reasons . . . ."
Article 38 - Safety and Health.
This article had language added to read, " . . . EmDlovees eljpipte for the shoe waae allowance
wilt be allowed to Durchase DrODer safetY Ihoew'boots and suoDlv the reoeiot for
reimbursement." The Union explained some of the ttrnpk)yees were unhappy with the vendor
the City used for the safety shoes and wanted to purchase their own and be reimbursed. Ms.
Goebelt noted the employees purchased their own safety shoes. The Union acknowledged that
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Meeting Minutes
NCF&O Blue Collar Negotiation Session
Boynton e.h, FL
July.rt, 2809
fact but indicated that would soon change and employees wanted the option to purchase their
own shoes from a vendor of their choice.
Article 41 -Insurance.
. Section 41.1. had date changes to read, "Existing coverage levels and benefits shan
remain in effect until at least September 30, 2012. In the event the City changes
benefits options for employees after September 30, 20n, then the health. . . . "
Article 48 - Probationary Period.
· Section 48.2. was changed to read, "All promoted employees shall be subject to a
probationary period of S9l (6) meRtAs (3) three months." The Union explained the change
would pertain to promotions and not new hires.
Article 54 - Duration.
. Section 54.1. had a date change to reflect the year 2012.
· Section 54.2. was replaced with, "A notice of i'1tent to reooen shaJl be made in writina.
The Darties will oromDtlv enaaae in bara,.;nina the reooened article.. The remaining
language, "A notice of intent to reopen shall be made in writing. The parties will
promptly engage in bargaining the reopened article." would remain as Section 54.2.
The Union indicated they were not opposed to discussing a one-year agreement.
Ms. Goebelt inquired if the Union would Tentatively Agree (TA) on articles where there were no
changes. The Union indicated they would caucus.
The Union caucused at 2:55 p.m.
The meeting resumed at 3:27 p.m.
Mr. Sosa indicated by the next session they would agree to a number of items and would
Tentatively Agree.
As to the proposals, the Union would meet and review them and have counter proposals at the
next session. He explained the economy was experiencing an extreme time. They recognized
and understood what was occurring and would tackle the issues. Mr. Sosa had met with
management in other municipalities and had ideas from them. He did not anticipate
circumstances changing for four years, and he did not anticipate a bounce back untit the third
year. Labor management was established in 2006 and the Union may look at language there.
Mr. Sosa explained they could not bargain traditionally in non-traditional times.
The Union inquired if they accepted every proposal, how much money the City would save, and
what the tota' savings were. Ms. Goebelt wanted it put on record that it is a cost cutting effort to
keep everyone employed, and to meet the budget constraints because of the deficit. She
explained it was not a savings.
12
Meeting Minutes
NCF&O Blue Collar Negotiation Session
ao,ntorl ~h, FL
Ju'f 27, 2009
Both parties agreed to consider the proposals before them and to meet again. The next
meeting was set for August 19, 2009 at 1 :00 - 4:00 p.m.
The meeting concluded at 3:38 p.m.
~nldihll/
Catherine Cherry ,-",--v-O
Recording Secretary
080309
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