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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. 1 Meeting Minutes 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. 2 Meeting Minutes 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 3 Meetlnl Minutes 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. 4 Meeting Minutes NCF&O Blue Collar Negotiation Session ::Ynton Beac:h, FL 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. 5 Meeting Minutes NCF&O Blue Collar Negotiation Session .=nton ....., FL J~ 21, 2009 . 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& 6 Meeting Minutes 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 $190.000 fer Safety Shoes/boots annuallY. a, D8{IOnal ~ ~uiDm8nt. orovided bY the City desianated vendor. Those sh~. shall onlY be worn for oflIciat City business. 7 Meeting Minutes NCF&O Blue Collar Negotiation Session ~nton e.h, FL ~ 27, 2009 paya'-Ie eAGe, fer eaet:l year ef thia .\greeMeAt. NevI eFFlpleyees 'Nh. are hireS after the shee all.waAGe nas heeA pais will fe68i1le a pF'. r:ateEl amewAt "e" .A tAe flWFRMr of mOAths remaiAiAg iF! tt.le ti8GSI year. The Union mav oarticioate on the SafelY Committee. The City/Safety Committee will be responsible for deciding which positions require the wea.ring of safety shoes based on OSHA standards and recommendations. The 'City/SafetY CQfTlmittee MeA8II8'ReAt shall determine the type and quality of such shoes, . and shalt_eat thOfe safety I~boots which will be orovided and reQuir~ to be w9m. In those cajleS where an il1$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 8 -"'---~'--"'___'"""'_"'_~~'_"""""_+"'_"""""_""'_~""'__' ,""_.,.",,,..,. ,.".,....~._"__'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. 9 Meeting Minutes NCF&O Blue Collar Negotiation Session ~nton ~h. FL 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." 10 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 11 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 13