Item H2 BOARD OF COUNTY COMMISSIONERS
AGENDA ITEM SUMMARY
* Time Certain :
Meeting Date: January 31, 2014 (KM Division: County Attorney
Bulk Item: Yes No X Department: County Attorney
Staff Contact Person: Cynthia L. Hall 295-3174
AGENDA ITEM WORDING:
Quasi-judicial hearing to resolve impasse with Teamsters Local Union No. 769.
ITEM BACKGROUND: The current collective bargaining agreement with Teamsters ended on
September 30, 2013. Union and management were unable to reach agreement on five clauses. On
October 10, 2013, Union and management held a hearing in front of a Special Magistrate appointed by
the Florida Public Relations Commission(PERC). The Special Magistrate issued a set of
recommendations on October 13, 2013. The County the following recommendations: Article 32
(remuneration),Article 24(arbitration), and Article 32 (duration). The Union also rejected the Special
Magistrate's recommendation with respect to Article 24,Arbitration Clause. Under Section 447.403,
F.S.,the legislative body must then conduct a public hearing to resolve the disputed issues.
F.S. 447.403 states that at the impasse hearing,"the parties shall be required to explain their positions
with respect to the rejected recommendations of the special magistrate." Thereafter, "the legislative
body shall take such action as it deems in the public interest, including the interest of the public
employees involved,to resolve all disputes impasse issues".
During the time period between when Special Magistrate's recommendations are rejected and when
the BOCC meets to hear and resolve the impasse,neither side is allowed to engage in ex parte
communication regarding this topic with the Commissioners.
PREVIOUS RELEVANT BOCC ACTION: None.
CONTRACT/AGREEMENT CHANGES: .
STAFF RECOMMENDATIONS:
TOTAL COST INDIRECT COST: BUDGETED: Yes No
DIFFERENTIAL OF LOCAL PREFERENCE:
COST TO COUNTY: SOURCE OF FUNDS:
REVENUE PRODUCING: Yes No AMOUNT PER MONTH Year
APPROVED BY: County AttL� OMB/Purchasing Risk Management
DOCUMENTATION: Included X Not Required
DISPOSITION: AGENDA ITEM#
Revised 7/09
Exhibits
A. Teamster's Collective Bargaining Agreement dated 10/1/2010
B. Special Magistrate's Findings and Recommendations dated 10/15/2013
C. County's Response to Special Magistrate Findings and Recommendations
dated 11/4/2013
D. Union Response to Special Magistrate Findings and Recommendations
dated 11/4/2013
E. Salary Spreadsheets
1. Transportation Driver
2. Mechanic I
3. Foreman—Roads and Bridges
4. Sr. Tech—Maintenance
5. Supervisor—Facilities Maintenance
6. Master Electrician
7. Maintenance Worker—Roads and Bridges
8. Maintenance Worker (Facilities)
9. Custodian
F. Union E-mail dated 11/14/2013
G. Salary History Chart
Exhibit A
Collective Bargaining
Agreement dated 10/ 1 /2010
CONTRACT
BETWEEN
MONROE COTINTY
AND
TEAMSTERS LOCAL UNION NO.769
1 TABLE OF CONTENTS
2
Page No.
3- 3
4 Article 1 Recognition
5 3
6 Article 2 Intent and Purpose
7 3
8 Article 3 General
9 3
10 Article 4 Non-Discrimination
11 4
12 Article 5 Correspondence
13 4
14 Article 6 Bulletin Boards
15 5
16 Article 7 Management Rights
17 6
18 Article 8 Subcontracting
19 7
20 Article 9 Availability
21 7
22 Article 10 Safety
23
24 Article l l Union Representation&Access 8
25
26 Article 12 Payroll Deduction, Union Initiation Fees and Union Dues 9
27
28 Article 13 No Strike-No Lockout 9
29
3o Article 14 Outside Employment 10
31
32 Article 15 Attendance and Punctuality I 1
33
34 Article 16 Hours of Work 12
35
36 Article 17 Overtime 12
37
38 Article 18 On-Call/Standby 13
39
4o Article 19 Call Back 13
41
42 Article 20 Temporary Assignments 13
43
44 Article 21 Probationary Period 14
4s
46 Article 22 Promotions—Job Openings 15
47
48
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I Page No.
2
3 Article 23 Discipline 15
4
5 Article 24 Grievance and Arbitration 16
6
7 Article 25 Separations 19
8
9 Article 26 Insurance 20
10 20
11 Article 27 Leaves of Absence
12
13 Article 28 Paid Sick Leave 22
14
15 Article 29 Holidays 25
16
17 Article 30 Annual Leave 27
18
19 Article 31 Uniforms,Tools and Equipment 29
20
21 Article 32 Remuneration 30
22
23 Article 33 Entire Agreement 31
24
25 Article 34 Printing Agreement 31
26
27 Article 35 Savings Clause 31
28
29 Article 36 Duration of Contract 32
30
31 Attachment A 33
32
33 Attachment B 34
34
35 PERC Certification dated April 7, 1994 36
36
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1 ARTICLE 1
2
3 RECOGNITION
4
5 Monroe County(the"County")recognizes Teamster Local Union#769 affiliated with the
6 International Brotherhood of Teamsters (the "Union") as the exclusive bargaining agent
7 for PERC purposes for the employees in the unit designated by the Florida Public
8 Employees Relations Commission (PERC) in the PERC certification dated April 7, 1994,
9 a copy of which is attached.
10
11 ARTICLE 2
12
13 INTENT AND PURPOSE
14
15 It is the intent and purpose of the parties hereto to set forth herein the basic Agreement
16 covering rates of pay, hours of work, and conditions of employment; to achieve and
17 maintain harmonious relations between the County and the Union; to ensure the
18 continuous, uninterrupted and efficient operation of all departments; and to provide for
19 the prompt and amicable adjustment of differences which may arise.
20
21 ARTICLE 3
22
23 GENERAL
24
25 3.1 Masculine pronouns used herein shall refer to men or women or both. The use of
26 masculine job classification titles shall be construed as including each gender as
27 appropriate.
28
29 3.2 Unless otherwise stated in this Agreement,references to"days"shall mean calendar days
30 and not workdays.
31
32 3.3 The term "Department Head" as used in this Agreement is defined as the level of
33 administrator in the employees' department or division who requires Board of County
34 Commissioner confirmation of the County Administrator's appointment.
35
36 3.4 Whenever the terms"County Administrator", "Division Director"or"Department Head"
37 are used,the terms shall be interpreted to include their duly authorized representatives.
38
39 ARTICLE 4
40
41 NON-DISCRIMINATION
42
43 4.1 Neither the County nor the Union shall discriminate against any employee as it relates to
44 race, color, religion, gender, age, national origin, veteran status, marital status, familial
45 status, sexual orientation/preference,disability/handicap,or membership in Union or lack
46 of membership in a Union or because of any reason prohibited by law. Any claim of
47 discrimination of retaliation based on the foregoing shall be processed exclusively
48 through the appropriate administrative agency (e.g., Equal Employment Opportunity,
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I Florida Commission on Human Relations,Public Employers Relations Commission,etc.)
2 and shall not be subject to the grievance-arbitration procedures of this Agreement.
3
4 ARTICLE 5
5
5 CORRESPONDENCE
7
8 5.1 Unless otherwise provided in this Agreement all correspondence from the Union to the
9 County shall be directed to the County Administrator, and all correspondence from the
10 County to the Union shall be directed to the business representative. To comply with the
11 time limits contained in this Agreement, such correspondence shall actually be received
12 by the County Administrator or Union business representative on or before the date due
13 unless sent via the U.S. Postal Service. When the U.S. Postal Service is utilized,all time
14 limits contained in this Agreement shall be considered to be met so long as the postmark
15 date is in compliance with the specified time limit.
16
17 5.2 It is the responsibility of the Union to furnish the County with a mailing address for it and
18 to advise the County of any address changes. The initial addresses are as follows:
19
20 COUNTY UNION
21 Monroe County Teamsters Local Union#769
22 County Administrator 12365 West Dixie Highway
23 1100 Simonton Street, Suite 2-205 North Miami,FL 33161
24 Key West,FL 33040 (305)642-6255
25 305-292-4441
26
27 5.3 Each party shall copy the other on any and all correspondence pertaining to the contract
28 sent to Qr received from PERC.
29
30 ARTICLE 6
31
32 BULLETIN BOARDS
33
34 6.1 The County will furnish space for the Union to place one bulletin board at each location
35 where bargaining unit employees regularly report to work and where the County has an
36 official bulletin board. Those locations are specified in Attachment A. The bulletin
37 boards will be provided by and paid for by the Union.
38
39 6.2 The County Administrator shall approve the exact location for placement of all bulletin
40 boards. Bulletin boards may be no larger than 20 inches by 30 inches.
41
42 6.3 All notices placed on such bulletin boards shall relate solely to official Union business.
43 Notices posted shall not contain derogatory, defamatory, inflammatory, or untrue
44 statements about the County or any of its officials or anyone else. Bulletin boards shall
45 not be used to communicate with the general public,to distribute political matter,or for
46 advertising. All notices shall clearly state that they are "Teamster Notices" and shall be
47 signed and dated by the Union business representative or chief steward, who will accept
48 full responsibility for their content.
49
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1 6.4 The Union stewards shall check all bulletin boards at reasonable intervals to ensure that r
2 no unauthorized materials have been posted. If unauthorized materials have been posted
3 or if the Union chief steward has been notified that bulletin boards contain unauthorized
4 materials,the Union chief steward shall cause such unauthorized materials to be removed
5 immediately. When the Human Resource Director receives complaints of unauthorized
6 material or inappropriate material, the Human Resources Director will notify the Union
7 Chief Steward for investigation and/or immediate removal of unauthorized or
8 inappropriate material. The County may remove any such inappropriate material if the
9 Union fails to timely remove the material.
10
11 ARTICLE 7
12
13 MANAGEMENT RIGHTS
14
15 7.1 Except as otherwise specifically limited in this Agreement, the Union recognizes and
16 agrees that the supervision, management, control and determination of the County
17 business, operations, working force, equipment, and facilities are exclusively vested in
18 the County and its designated officials, administrators, managers, and supervisors. The
19 County alone shall have the authority to determine and direct policies, mode, and
20 methods of providing its services and unilaterally set the standards for same, without any
21 interference in the management and conduct of the County's business by the Union or
22 any of its representatives. Except as expressly limited by a specific provision of this
23 Agreement, the County shall continue to have the exclusive right to take any action it
24 deems necessary or appropriate in the management of its business and the direction of its
25 work force. Without limiting the generality of the foregoing, such rights exclusively
26 reserved to the County shall include but not be limited to its right to determine the
27 existence or nonexistence of facts which are the basis of management decisions;the right
28 to determine the size and composition of its work forces;to determine the existence of a
29 job vacancy;to temporarily fill vacancies;to hire new employees from the outside at any
30 level; to select, reinstate, retire, promote, demote, evaluate, transfer, suspend, assign,
31 direct, lay-off and recall employees subject to the express provisions of this Agreement;
32 to determine the fact of lack of work; to determine questions of physical fitness, skills
33 and ability of employees to perform the work; to reward or reprimand, discharge or
34 otherwise discipline employees; to maintain the minimum qualifications for job
35 classifications and the amount and type of work needed; to engage in experimental and
36 development projects;to determine what records are to be made and kept, including those
37 records relating to hours of work of employees,who will make and keep the records,how
38 the records are to be made and kept; to establish new jobs, abolish or change existing
39 jobs; to determine the assignment of work; to contract out or subcontract work; to
40 schedule the hours and days to be worked on each job and to make time studies of work
41 loads, job assignments, methods of operation and efficiency from time to time and to
42 make changes based on said studies; to expand, reduce, alter, combine, transfer, assign,
43 cease,create,or restructure any department or operation for business purposes;to control,
44 regulate, and determine the number, type and use of supplies, machinery, equipment,
45 vehicles,and other property owned, used,possessed or leased by the County;to introduce
46 new, different or improved methods, means and processes of County services and
47 operations; to make or change rules and regulations, policies and practices for the
48 purpose of efficiency, safe practices and discipline; and otherwise generally to manage
Rev.9/7/10 'S
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1 the County, direct the work force, and establish terms and conditions of employment,
2 except as modified or restricted by a provision of this Agreement.
i
3
4 7.2 The County's failure to exercise any function or right hereby reserved to it, or, its
5 exercising any function or right in a particular way, shall not be deemed a waiver to its
6 rights to exercise such function or right, nor precludes the County from exercising the
7 same in some other way not in conflict with the express provisions of this Agreement.
8 The Union agrees that the County may exercise all of the above without advising the
9 Union of any proposed action; nor may the Union require the County to negotiate over
10 the decision or its effects on the employees except as altered by this Agreement. The
11 exercise of the rights specifically listed in this article does not preclude the employees or
12 their representatives from conferring with management or raising questions about the
13 practical consequences that decision on these matters may have on the terms and
14 conditions of employment.
15
16 7.3 Past practices of the Board of County Commissioners or County management shall not be
17 considered for the purpose of limiting the rights, responsibilities, or prerogatives of
18 management, nor for the purpose of enlarging upon the specific and express limitations
19 on management,which are contained in this Agreement.
20
21 7.4 If the County determines that civil emergency conditions exist, including but not limited
22 to riots, civil disorders, strikes or illegal work stoppages, hurricane conditions or similar
23 catastrophes or disorders, the provisions of this Agreement may be suspended by the
24 County during the term of the declared emergency. Notwithstanding the provisions of
25 Article 5,Correspondence,notice of such suspension will be given to the Union president
26 as soon as practicable after the determination has been made and by whatever means is
27 appropriate in the circumstances.
28
29 ARTICLE 8
30
31 SUBCONTRACTING
32
33 8.1 For purpose of this Agreement subcontracting shall mean work which is contracted out
34 by the County to an agency, person, company, or other provider which results in the
35 direct displacement or layoff of then existing bargaining unit employees.
36
37 8.2 The County reserves the right to subcontract work. Should subcontracting occur which
38 will result in bargaining unit employees being laid off, the County agrees to notify the
39 Union when the request to subcontract is put on the County Commission agenda. The
40 Union reserves the right to appear before the County Commission and express its position
41 to the County Commission for consideration at the time the Commission considers the
42 subcontracting agenda item without being held to the time limit of 5 minutes for a
43 representative for an organization. If employees are laid off due to subcontracting,they
44 shall have the rights provided under Article 25,Separations.
45
46
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1 ARTICLE 9 #
2 j
3 AVAILABILITY 1
4
5 9.1 All County employees covered by this Agreement are subject to call back and as such
6 shall keep the County informed of their address and telephone number and/or cellular
7 phone,if they have either a phone or cellular phone
8
9 9.2 All employees being paid for stand-by must maintain availability during such stand-by
10 period. Employees who do not answer a page during such stand-by status shall be subject
11 to disciplinary action.
12
13 9.3 It is understood that some employees will be required to work during declared
14 emergencies such as hurricanes. The County will attempt to provide employees as much
15 notice as possible that they will be required to work during the declared emergency. The
16 County will also attempt,where able under the circumstances, to give employees time to
17 secure their families and personal property prior to reporting for duty. The County will
18 pay employees who work during declared emergencies pursuant to Resolution No. 224-
19 2008 as amended from time to time.
20
2, ARTICLE 10
-
22
23 SAFETY
24
25 10.1 All employees and the County shall be responsible for following the provisions of the
26 safety policy manual. This policy will be available on the web for viewing. Each
27 department will have a copy available for review. The County shall continue to have the
28 right to unilaterally establish,adopt, change, amend,withdraw, and enforce the employee
29 safety manual so long as such actions do not result in a conflict with the specific terms
30 and conditions of this Agreement. Changes to the employee safety policy manual will be
31 conspicuously posted in all work areas. Except in the rase of any emergency, such
32 changes will be posted at least five working days before the effective date of the change.
33 Failure to follow prescribed safety procedures may result in disciplinary action.
34 10.2 Protective devices, wearing apparel, and other equipment necessary to protect employees
35 from injury shall be provided by the County when the County requires such use. Such
36 items, when provided, must be used, and the Union agrees that willful neglect or failure
37 by an employee to obey safety regulations and to use safety equipment shall be just cause
38 for disciplinary action. Protective devices, apparel, and equipment necessary are
39 determined by the Supervisor with the concurrence of the Safety Officer and can be
40 defined as follows:
41
42 A. Gloves
43 B. Rubber boots
44 C. Safety hard hats
45 E. Safety vests
46 F. Safety goggles
47 G. Uniforms
48 H. Protective suits
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1 I. Other safety related devices and/or apparel necessary to protect the employee. i
6
2
3 103 Any employee shall have the right to present safety concerns and recommended solutions
4 in writing to the Safety Officer. The Safety Officer shall respond in writing to the
5 employee within 15 working days. i
6
7 10.4 The County shall provide the safety policy on the website and provide to each department
8 a copy for their review.
9
to be at risk shall be provided vaccinations for
to 10.5 Employees determined by the County
11 Hepatitis"A"and Triple"T"(Typhoid,Tetanus&Diphtheria).
12
13 ARTICLE 11
14
15 MON REPRESENTATION&ACCESS
16
17 11.1 The Union will not be required to represent in a grievance any employee who is not a
18 member of the Union.
19
20 11.2 For the purpose of representing employees in accordance with the provisions of Article
2; 24, "Grievance Procedure," the Union shall designate and/or elect stewards. Each
22 steward will represent employees only in his/her department. The Union may designate
23 one of the stewards to be the Chief Steward.
24
25 11.3 The business representative of the Union shall notify the Human Resources Director, in
26 writing, of the name of the stewards and the areas they are representing, at least three
27 days before they assume duty. If no such notice has been given, the County has no duty
28 to recognize the stewards.
29
30 11.4 The Union steward may represent the Union or Union members in matters appropriate for
31 grievance handling as set forth in this Agreement. Stewards may spend time on Union
32 business during non-working time such as before or after a shift, and during authorized
33 break and meal periods. In addition, when appropriate and in order to facilitate the
34 scheduling of meetings and resolution of grievances, the County Administrator, in his
35 sole discretion, or his designee may grant time off with pay to a steward to attend
36 grievance hearings or meetings.
37
38 11.5 Officers or agents of Teamsters Local Union # 769, except County employees on duty,
39 shall be allowed reasonable access to work sites and locations of the County with the
40 advance consent of appropriate County officials, which consent will not be unreasonably
41 withheld, provided that such access shall in no way interfere with the efficient operation
42 of any department or crew.
43
44 11.6 The Union agrees that, during the term of this Agreement, its non-employee
45 representatives and stewards shall deal only with the County Administrator, the County
46 Attorney, or the Human Resources Director, or their designees, in matters subject to
47 discussion in this Agreement. This does not prohibit a steward from addressing the
48 concerns of individual employees with a supervisor or department head.
49
Rev.9/7110 "8
1 11.7 No Union member, agent or representative of the Union, or any person acting on behalf
2 of the Union may solicit County employees during the working hours of any employee
3 who is involved in the solicitation, nor distribute literature during working hours in areas
4 where the actual work of County employees is performed.
5
6 ARTICLE 12
7
8 PAYROLL DEDUCTION UNION MTIATION FEES AND UNION DUES
9
to 12.1 Upon receipt of a signed authorization in an acceptable form from an employee, the
11 initiation fee and regular monthly dues of the Union shall be deducted from such
12 employee's pay. Such deduction shall be effective on the next regular dues deduction
13 period following the date it is received in the Human Resources Department. The County
14 will not deduct dues in arrears except to correct errors made by the County.
15
16 12.2 Monthly Union dues shall be deducted in equal amounts in each of the twenty-six pay
17 periods of each year and shall be remitted by the County no later than the fifteenth of the
18 following month to the officer and address designated by the secretary-treasurer of the
19 Union. The Union will promptly refund to the County any amount paid to the Union in
20 error on account of the dues deduction provision. The Union shall give the County a
21 minimum of thirty days written notice of the effective date and amount of any change in
22 the amount of the dues to be deducted.
23
24 12.3 No deduction shall be made from the pay of any employee during any payroll period in
25 which the employee's net earnings for the payroll period are less than the amount of dues
26 to be paid, or where the deduction would result in an employee being paid less than the
27 minimum wage and/or overtime amount required by law.
28
29 12.4 An authorization for dues deduction may be canceled after thirty days from the date
30 written employee notice of the cancellation is received by the Union. The Union
31 Secretary-Treasurer will notify the County in writing to cease deductions.
32
33 12.5 The Union shall indemnify the County and any department of the County and hold it
34 harmless against any and all claims, demands, suits, or other forms of liability that may
35 arise out of, or by reason of, any action taken by the County or any department of the
36 County for the purpose of complying with the provisions of this article.
37
38
39 12.6 An employee transferred to a classification not in the bargaining unit or whose
40 employment is terminated shall cease to be subject to Union dues deduction beginning
41 with the month after the month in which such change in employee status occurs.
42
43 ARTICLE 13
44
45 NO STRIKE-NO LOCKOUT
46
47 13.1 During the term of this Agreement, neither the Union nor its agents nor any employee,
48 for any reason, will authorize, institute, aid, condone, or engage in a slowdown, work
49 stoppage, strike, or any other interference with the work and statutory functions or other
Rev.9/N10 -9-
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I obligations of the County. During the term of this Agreement neither the County nor its
2 agents for any reason shall authorize, institute,aid,or promote any lockout of employees
3 covered by this Agreement as a result of a labor dispute with the Union, unless there is a
4 violation of the Union's no strike commitment.
5
6 13.2 The Union agrees to notify all local officers and representatives of their obligation and
7 responsibility for maintaining compliance with this article, including their responsibility
8 to remain at work during any interruption which may be caused or initiated by others,and
9 to encourage employees violating Article 13 to return to work.
10
11 13.3 The County may discharge or discipline any employee who violates Section 13.1 and any
12 employee who fails to cant' out his responsibilities under Section 13.1, and the Union
13 will not resort to the grievance procedure on such employee's behalf except to determine
14 if the prohibited action did in fact occur.
15
16 13.4 Nothing contained herein shall preclude the County from obtaining Judicial restraint and
17 damages in the event of a violation of this article.
18
19 ARTICLE 14
20
21 OUTSIDE EMPLOYMENT
22
23 14.1 A. Full-time employees may engage in other employment during their off-duty hours.
24 However,County employment must be considered the primary employment. Employees
25 shall not, directly or indirectly, engage in any outside employment or financial interest
26 which may conflict, in the County's opinion, with the best interests of the County or
27 interfere with the employee's ability to perform the assigned County job. Examples
28 include,but are not limited to,outside employment which:
29 1) Prevents the employee from being available for work beyond normal working hours,
30 such as emergencies or peak work periods,when such availability is a regular part of
31 the employee's job;
32 2) Is conducted during the employee's work hours;
33 3) Utilizes County telephones, computers, supplies, or any other resources, facilities, or
34 equipment;
35 4) May reasonably be perceived by members of the public as a conflict of interest or
36 otherwise discredits public service.
37 B. Employees shall not be instructed or allowed to perform work for private individuals
38 or other governmental agencies as part of his/her County employment except in those
39 instances where such work is part of contract arrangements entered into by the Board of
40 County Commissioners with such private individuals or government agencies,or in those
41 cases where under prior Board of County Commission policy, the employee is to give
42 service in an emergency situation.
43
44 14.2 Employees who have accepted outside employment are not eligible for paid sick leave
45 when the leave is used to work on the outside job. Fraudulent use of sick or personal
46 absences will be cause for disciplinary action.
47
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1 ARTICLE 15 ,
2
3 ATTENDANCE AND PUNCTUALITY
4
5 15.1 It is the policy of the County to require employees to report for work punctually as F
6 scheduled and to work all scheduled hours and any required overtime. Excessive
7 tardiness and excessive absences disrupt workflow and customer service and will not be
8 tolerated. i
9
10 15.2 Unauthorized or excessive absences or tardiness will result in disciplinary action, up to
i
11 and including termination. Absences in excess of those allowed by policy, tardiness or
12 leaving early without proper authorization are grounds for discipline.
13
14 15.3 Employees should notify their supervisor,as far in advance as possible whenever they are
15 unable to report for work, know they will be late, or seek permission to leave early. E
16 Notification shall not be later than 1 hour after start time of employee's normal shift start.
17 Such notification should include a reason for the absence and an indication of when the
18 employee can be expected to report for work. If the supervisor or department head is
19 unavailable, the division clerk or the Co;MY-Administrator should be contacted and
20 given the same information.
21 ;
22 15.4 Employees who report for work without proper equipment or in improper attire may not j
23 be permitted to work. Employees, who report for work in a condition deemed not fit for
24 work,whether for illness or any other reason,will not be allowed to work.
25 i
26 15.5 Employees are expected to report to their supervisor after being late or absent, giving an
27 explanation of the circumstances surrounding their tardiness or absence, and certify that
28 they are fit to return to work.
29
30 15.6 Employees who are absent from work for three consecutive workdays without giving any
31 notice to the County will be considered as having"abandoned their position"and thereby
32 voluntarily quit. f
33
34
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1 ARTICLE 16
2
3 HOURS OF WORK
4
5 16.1 The workweek shall start at 12:01 a.m. Sunday and end at 12:00 midnight Saturday,
6 unless otherwise approved by the County Administrator. The County shall not
7 indiscriminately change regularly scheduled working hours and days off of employees
s covered by this Agreement. Changes shall be made by reason of operational necessity
9 and/or efficiency. Such changes require at least five working days notice to the affected
10 employees except in the case of valid public necessity, such as equipment failure,
11 unanticipated employee absences, and the like. Employees' regular work schedules shall
12 contain two consecutive days off
13
14 16.2 Employees classified as regular full time will receive a total of one unpaid hour for
15 meal/rest period per work shift,the time and sequence of which will be determined by the
16 Supervisor and approved by the Department Head. If it is necessary for the non-exempt
17 employee to work without a meal/rest period he/she will be otherwise compensated for
18 that time. All other employees will receive meal or rest periods in an amount and time
19 deemed appropriate by their Supervisor. Meal and rest periods shall be scheduled by the
20 Department Head consistent with the effective operation of the department and may be
21 rescheduled whenever necessary.
22
23 ARTICLE 17
24
25 OVERTIME
26
27 17.1 It is the policy of the County to work its employees within the regularly scheduled
28 workweek unless conditions warrant.
29
30 17.2 Management may schedule overtime beyond the standard hours when it is in the best
31 interest of the County and is the most practical and economical way of meeting
32 workloads or deadlines.
33
34 17.3 Employees may be required to work overtime when requested by management unless
35 excused by management. Employees may volunteer to work overtime and should
36 communicate that interest to their supervisors. Overtime will only be scheduled for those
37 employees fully qualified to perform the work required. In all work units, the County
38 will make reasonable efforts to equalize overtime among employees who are similarly
39 classified, except as addressed in Section 17.4 below. All other factors being the same,
40 seniority may be used as a selection factor.
41
42 17.4 For overtime computation, only time worked shall be considered as time worked.
43 Absences from work will not be counted as time worked for overtime computation.
44
45
Rev.917/10 - 12-
1 ARTICLE 18
2
3 ON-CALLISTANDBY
4
5 On-call duty assignments occur when a supervisor expressly orders that an employee
6 perform a certain function. These assignments are made when a supervisor mandates that
7 an employee be available for work due to an urgent situation during off-duty time. Such
8 assignments will be given to the employees who normally perform the work during
9 normal hours of work. For employees on a standby status, one hour of pay at time and
10 one-half will be paid for each regular workday. Two hours of pay at time and one-half
11 will be paid for each non-work day and holidays. On-call hours shall be in addition to
12 time worked.
13
14 ARTICLE 19
15
16 CALLBACK
17
18 19.1 Call back is work due to an emergency or other urgent situations during off-duty hours.
19 Callback pay shall be paid to employees either called during off duty hours or called back
20 to a work site during off duty hours. This pay shall be as follows: (a)one hour paid for
21 employees called on the phone (or the actual time spent on the phone calls, whichever is
22 greater)during off duty hours when the problem is resolved over the telephone and does
23 not require the employee to report to a job site, or(b)two hours of pay or the actual time
24 worked, whichever is greater, for an employee called back to a work site during off duty
25 hours. This time shall be considered as time worked for computing overtime. The call or
26 call back of any employee requires the prior approval of the department head or designee.
27
28 19.2 The parties agree that when an employee is regularly scheduled to come to a County
29 building in order to open and close the building for a third party is not"call back" as that
30 term is defined in the previous paragraph,but that the employee who is called to work for
31 the purpose will be entitled to a minimum of two (2) hours or actual time worked,
32 whichever is greater, computed from the time the employee arrives at the County
33 building.
A 34
35 ARTICLE 20
36
37 TEMPORARY ASSIGNMENTS
38
39 20.1 The County may temporarily assign or appoint any employee to perform work, which
40 would normally be done by an employee in another classification, when at the discretion
41 of the County such an assignment,or appointment is necessary.
42
43 20.2 An employee temporarily assigned to perform work outside his normal classification
44 shall suffer no loss of pay should said temporary assignment be to a Iower classification.
45
46 20.3 An employee may be assigned to work in a higher classification up to one year, unless ;
47 otherwise determined by the County Administrator. An employee required to work in a
48 higher classification 30 consecutive working days or less may be required to do so at no
49 increase in pay. If the employee is required to work beyond this period,he or she should
Rev.9/7/10 -13-
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t be given a temporary transfer to the higher classification and be paid the appropriate rate
2 for the higher classification retroactively applied to day one he or she served in such
3 higher classification and every consecutive working day thereafter. At the conclusion of
4 the assignment,pay shall revert to the authorized rate established for his regular position.
5 Any such temporary increase granted shall not affect the employee's eligibility for ,
6 normal salary advancement.
7
8 ARTICLE 21
9
10 PROBATIONARY PERIOD
tt
12 21.1 The probationary or"working test"period is an integral part of the hiring and promotion
13 process. It is utilized to closely observe the new employee's work, to secure the most i
14 effective adjustment of a new employee to the position, and to reject any employee
15 whose performance does not meet the required work standards. Probationary employees
16 are generally ineligible for employee requested transfers or promotions unless the County
17 Administrator or Division Director determines that it is in the best interest of the County
18 to waive this rule. Probationary employees who are permitted to transfer or promote
19 shall have their new probationary period run concurrent with their existing probationary
20 period.
21
22 21.2 The probationary period shall be nine consecutive months from the employee's first day
23 of work with the County. If the employee has completed the probationary period, the
24 employee shall be placed on regular status. The County reserves the right to extend the
25 probationary period for up to three months. Such a decision shall be made at least two !
26 weeks before the end of the initial probationary period, and notice shall be provided to j
27 both the employee and the Union representative. i
28
29 21.3 Regular status denotes final appointment in a specific County position and classification I�I
30 following successful completion of the probationary period. i
31
32 ZI A Newly hired probationary employees may be dismissed at any time at the discretion of
33 the County and are not entitled to the Career Service procedures or payments of sick {
34 leave at time of termination. I
35 i
36 21.5 If an employee who is serving a probationary period incurred as a result of a promotion is
37 found to be unqualified to perform the duties of the higher position, a good faith effort
38 will be made to return the employee to the position and status held immediately prior to
39 the promotion. If the employee's former position is filled or otherwise unavailable, the f
40 employee may be transferred to a vacant position for which the employee qualifies. If no 1
41 vacancy exists for which the employee is qualified,the employee will be placed in a lay-
42 off status with recall rights.
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44
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1 ARTICLE 22
2
3 PROMOTIONS—JOB OPENINGS
4
5 22.1 In filling all vacancies in the bargaining unit, employees shall meet the qualification
6 standards of education, training, experience, and other requirements for the position to
7 which the promotion is being sought. Standards and qualifications will be established to
8 meet the basic requirements of the position.
9
10 22.2 Job openings will be posted on tits avl4ayee bulletin boards a minimum of seven
11 calendar days. Employees, excluding temporary and all probationary employees, may
12 initiate a written request for transfer/promotion consideration.
13
14 22.3 An employee's eligibility for promotion will be determined by the requirements of the
15 new job. In addition,the employee must have both a satisfactory performance record and
16 no disciplinary actions (written warning or greater) during the preceding three-month
17 period. Employees along with external applicants will be considered. All things being
18 equal, and if consistent with affirmative action plans, senior employees shall have
19 preference,but there will be no guarantee of promotion. Current employee candidates for
20 promotion will normally be screened and selected on the basis of attendance and work
21 records, performance appraisals, and job-related qualifications including, in some
22 instances,aptitude tests. Seniority will prevail if two or more candidates are judged to be
23 equally qualified.
24
25 22.4 Promoted employees shall receive a 5% raise or the minimum of the new grade,
26 whichever is greater.
27
28 22.5 Promoted employees will be placed on "promotion probation" status for a period of three
29 months.
30
31 22.6 The County agrees to post management vacancies and will give bargaining unit
32 employees consideration in filling those vacancies.
33 22.7 The County will notify the Union of every job opening by sending an e-mail to the
34 Business Representative at the time that the job opening is advertised internally.
35
36 ARTICLE 23
37
38 DISCIPLINE
39
40 23.1 No employee covered by this Agreement shall be disciplined or discharged without
41 proper cause. All discipline or discharge notices shall be in writing with a copy provided
42 to the employee. Such notices shall contain as complete and precise an explanation as
43 possible for the action being taken.
44
45 23.2 The County agrees with the tenets of progressive and corrective discipline; however, the
46 County has the right to review the employee's work history and prior record of
47 disciplinary action when determining the appropriate action to be taken. The County may
48 provide employees with notice of deficiencies and an opportunity to improve.
Rev.9n114 -15-
I Notwithstanding the County's embrace of progressive and corrective discipline, the
2 County reserves the right to discipline employees for cause when the County deems it to
3 be appropriate.
4
5 23.3 Disciplinary actions or measures may include, subject to the rules of the Board of County
6 Commissioners,any of the following:
7 A. Oral warning
8 B. Written reprimand
9 C. Suspension
10 D Demotion
11 E. Discharge
12
13 23.4 All discipline in the form of adverse employment action must be processed exclusively
14 through the grievance-arbitration procedure herein. The Union waives the right of all
is bargaining unit members to utilize the Career Service Act procedures for any purpose.
16
17 23.5 Disciplinary actions older than 5 years shall not be considered for purposes of
18 progressive discipline.
19
20 ARTICLE 24
21
22 GRIEVANCE AND ARBITRATION
23
24 GRIEVANCE PROCEDURE
25
26 24.1 Except when doing so would present an unreasonable risk to the employees' safety,
27 bargaining unit employees will follow all written and verbal orders given by superiors
28 even if such orders are alleged to be in conflict with the Agreement. Compliance with
29 such orders will not prejudice the right to file a grievance within the time limits contained
30 herein,nor shall compliance affect the ultimate resolution of the grievance.
31
32 24.2 A "grievance" is a claimed violation of an express provision of this Agreement.
33 Notwithstanding that definition, discipline in the form of an adverse employment action
34 shall be subject to the grievance-arbitration procedure set forth herein. No grievance will
35 or need be entertained or processed unless presented in the manner described herein, and
36 unless filed in a manner provided herein within the time limit prescribed herein. A
37 grievance may be filed by a bargaining unit employee or by the Union (hereinafter the
38 "grievant"). In either case, the procedure to be followed will be the same. The Union
39 and management may mutually agree to waive any step. Any employee covered by this
40 Agreement must use this grievance process and has no right to any other grievance
41 process(i.e.,administrative policy,etc.).
42
43 24.3 Any grievance defined as a claim reasonably and suitably founded on a violation of the
44 terms and conditions of this Agreement shall systematically follow the grievance
45 procedure as outlined herein. Any grievance filed shall refer to the provision or
46 provisions of the Agreement alleged to have been violated, and shall adequately set forth
47 the facts pertaining to the alleged violation.
48
49 24.4 Rules of Grievance Processing:
Rev.9n110 -16- i
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2 (A) The time limitations set forth in this Article are the essence of the Agreement. A
3 grievance not advanced to the higher step by the Union or the grievant within the I
4 time limit provided shall be deemed permanently withdrawn and as having been
5 settled on the basis for the decision most recently given. Failure on the part of the '
6 County's representative to answer within the time limit set forth in any step will
7 entitle the employee to proceed to the next step. The time limit at any stage of the
8 grievance procedure may be extended by written mutual agreement of the parties
9 involved in that step.
10
11 (B) A grievance presented at Step 2 and above shall be dated and signed by the '
12 aggrieved employee presenting it. A copy of the grievance must be forwarded to
13 Human Resources by the grievant and/or the Union. The departmental fax
14 machine will be made available for this purpose. A decision rendered shall be
15 written to the aggrieved employee with copy to the Union and shall be dated and
16 signed by the County's representative at that step.
17
18 (C) When a written grievance is presented; the County's representative shall return a
19 dated and signed copy of it at that particular step.
20
21 (D) When a grievance is reduced to writing there shall be set forth:
22
23 1. A complete statement of the grievance and the facts upon which it is
24 based;
25 2. The section or sections of this Agreement claimed to have been violated;
26 3. Any witnesses to the event or occurrence;and j
27 4. The remedy or correction requested.
28
29 (F) In the settlement of any grievance resulting in retroactive adjustment, such 1
30 adjustment shall be limited to ten calendar days prior to the date of the filing of
31 the grievance.
32
33 STEPS FOR GRIEVANCE PROCESSING ;
34
35 Step 1: In the event a grievance arises, the employee must present a written grievance using the
36 form attached to this Agreement as Attachment B to his immediate supervisor within five
37 working days after the employee had knowledge of the event or occurrence giving rise to the j
38 grievance. The aggrieved employee may request a representative of the Union to be present. i
39 Discussions will be informal for the purpose of settling differences in the simplest and most
40 direct manner. The supervisor will consult with the department head. The department head shall
C reach a decision and communicate it in writing to the aggrieved employee with a copy to the
42 Union within ten working days from the date the grievance was presented to the supervisor.
43
44 Step 2: If the grievance is not settled in the first step, the aggrieved employee, within five
45 working days, shall forward the written grievance to the division director. The division director F
46 shall meet with the aggrieved employee, who may be accompanied by a Union steward and the
47 Union chief steward. Within ten working days after the receipt of the grievance, unless such
48 time is mutually extended in writing and the grievance is not resolved,the grievance may then be
f
49 forwarded to Step 3. j
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2 Step 3: If the grievance is not settled in Step 2,the Union has ten(10)working days from receipt
3 of the Step 2 answer to submit a written appeal to the County Administrator or his designated
4 representative. Within ten (10) working days thereafter, a meeting shall be held between the
5 County Administrator(or designee),the Union Agent,the Shop Steward, and the grievant The
6 County Administrator shall provide his written answer within ten (10) working days following
7 such meeting. The parties may be mutual written agreement extend the above timelines without
8 loss of rights under this Article.
9
to Step 4: In the event that the grievance is not settled boarding Step 3,either party may submit the
11 grievance to binding arbitration within ten (10) working days (or to a time period otherwise
12 mutually agreed to by the Union and County)of the written response of the resolution board. A
13 panel of seven (7) arbitrators will be requested from the Federal Mediation and Conciliation
14 Service. The parties shall alternately strike names from the list until an arbitrator is selected.
15 For the first arbitration following the implementation of this Agreement, the County shall strike
16 the first name. Thereafter, the Union shall be required to strike the first name in the next
17 arbitration case. For subsequent arbitrations,the parties shall continue to alternate. Both parties
18 shall have the right to reject one panel, and request another from which the arbitrators must be
19 chosen using the above-prescribed procedure. Hearings before the arbitrators shall be conducted
20 in accordance with the rules of the Federal Mediation and Conciliation Service. The Union and
21 the County shall each pay %s of the Arbitrator's fees and expenses.
22
23 24.5 As promptly as possible after the arbitrator has been selected,the arbitrator shall conduct
24 a hearing between the parties and consider the grievance. The decision of the arbitrator
25 will be served upon the Union and the County in writing. It shall be the obligation of the
26 arbitrator to issue his/her decision within 60 calendar days after the close of the hearing
27 to include receipt of post-hearing briefs. Any party desiring a transcript of the hearing
28 shall bear the cost of such transcript unless the parties mutually agree to share the cost.
29 Each party shall bear the expense of its own witnesses and of its own representatives for
30 purposes of the arbitration hearing.
31
32 24.6 The jurisdiction and authority of the arbitrator and his opinion and award shall be
33 confined exclusively to the interpretation and/or application of the express provision(s)of
34 this Agreement. He shall have no authority to add to, detract from, alter, modify, amend
35 or modify any provision of this Agreement;or to establish or alter any wage rate or wage
36 structure. No liability shall be assessed against the County for a date prior to the date of
37 when the grievance is submitted in writing, or, in disciplinary cases, from the date of the
38 discipline or discharge.
39
40 The arbitrator shall not hear or decide more than one (1) grievance without the mutual
41 consent of the County and the Union. The written award of the arbitrator on the merits of
42 any grievance adjudicated within his jurisdiction and authority shall be final and binding
43 on the aggrieved employee,the Union and the County, provided that either party shall be
44 entitled to seek review of the arbitrator's decision as provided by law. With respect to
45 arbitration involving the layoff, discipline or discharge of employees, the arbitrator shall
46 have the authority to order the payment of back wages and benefits the employee would
47 otherwise have received but for his discipline or discharge (less compensation, including
48 unemployment compensation payments and other compensation earned elsewhere during
49 the period attributable to the layoff,discipline or discharge in issue,and less any amounts
Rev.9/7/10 -Is-
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1 caused by the grievant's failure to mitigate his or her damages.) The arbitrator shall have
2 no authority to award compensatory or punitive damages or attorney's fees.
3
4 24.7 The arbitrator may not issue declaratory opinions and shall be confined exclusively to the
5 question,which is presented,which question must be actual and existing.
6
7 24.8 Nothing in this Agreement shall prohibit the presence of a Union representative at any
8 steps of the grievance procedure.
9 24.9 No claimed violation of any federal statute, state or local law, rule or regulation shall be
10 subject to the grievance-arbitration procedure.
11
12 ARTICLE 25
13
14 SEPARATIONS
15
16 25.1 The effective date of separation shall be the last day on which the employee is present for
17 duty unless otherwise specified herein.
18
19 25.2 Resignation is defined as an action whereby an employee voluntarily leaves County
20 employment. An employee with no pending disciplinary action wishing to leave the
21 County in good standing shall file with the County a written resignation, stating the
22 effective date and reasons for leaving. Such notice must be given at least two weeks
23 prior to the date of separation. Employees who are absent from work for three {
24 consecutive workdays without being excused or giving proper notice of their absence will ;
25 be considered as having voluntarily quit.
1
26
27 25.3 Retirement is defined as a voluntary or involuntary procedure whereby an employee
28 separates from County employment for reasons of length of service or disability. The
29 Florida Retirement System shall govern all retirement regulations and benefits. Neither
30 the employee nor the Union may use the grievance-arbitration procedures outlined in
31 Article 24 to address complaints concerning the Florida Retirement System. E
32 '
33 25.4 Termination of employment shall be effective as of the date of death. All County
34 compensation and County benefits due to the employee as of the effective date of death
35 shall be paid to the beneficiary, surviving spouse, or the estate of the employee, as t
36 determined by law or by executed forms in the employee's personnel file.
37
38 25.5 If a layoff does occur all temporary employees and newly hired probationary employees }
39 within affected divisions will be terminated first. The only exception would be if the
40 temporary or newly hired probationary employee has a particular skill required to ?
41 perform certain duties and no one else employed by the County is qualified. Permanent #
42 employees are to be laid off based on their length of continuous service,provided that the
43 employees who are retained have the demonstrated ability and fitness to perform the {
44 available work. Laid-off permanent employees shall be placed in open positions for
Y
45 which they are qualified. {
46
47 25.6 If an employee is laid off,the employee will be compensated for his sick and vacation as
48 if he were voluntarily quitting. Employees eligible for sick leave payment per Article
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Rev.9n110 -19- j
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1 28.4 shall have the option of leaving the sick leave on account for up to one year. A laid- '
2 off employee shall be eligible for conversion of employee health care benefits at the
I
3 employee's expense. Laid-off employees remain eligible for recall into positions
4 previously held with the County or for which they are qualified for a period of two years !
5 from the layoff date, except this provision shall not apply if the employee accepts
6 another position within the County within this time period. Any employee so recalled
7 shall be subject to passing a typical pre-employment screening. No continuous service
8 benefits of any kind shall accrue during the layoff period. The County will notify said
9 laid off employee in writing via email of positions for which he/she may be qualified,
10 with a copy to Union,for a period of two years following the layoff date
11
12 25.7 A discharge is the involuntary separation of an employee from County employment.
13 Employees discharged for disciplinary reasons shall not generally be eligible for re- !
14 employment and shall lose all seniority and reinstatement privileges. The County will
15 notify the Union steward upon the discharge of an employee in the bargaining unit but
16 failure to give such notice shall not affect the validity of the discharge.
17
18 25.8 The final pay for terminated employees will be prepared for distribution on the next
19 normally scheduled pay date following the termination date. It can be mailed to the last '
E
20 address designated by the employee. Final pay will be paid on a normally scheduled pay i
21 period.
22
23 25.9 At the time of separation and prior to receiving final monies due, all records, books,
24 assets, uniforms, keys, tools, and other items of County property in the employee's
25 custody shall be returned to the department.
26
27 25.10 Any outstanding debts incurred by an employee, which are due the County, shall be
28 deducted from the employee's final paycheck and/or termination leave pay. 1
29
30 ARTICLE 26
i
32 INSURANCE
33
34 26.1 Bargaining unit employees will be eligible for coverage under the County's insurance i
35 plans for all other similarly-situated personnel. The County reserves the right to change
36 insurance carriers or benefits or both,and the Union hereby expressly waives any right to
37 bargain over such a decision;provided,however,that the County will bargain with the i
38 Union over the effects of any change in insurance carriers or benefits, if the Union
39 requests that such bargaining occurs. '
40 f
41 ARTICLE 27
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43 LEAVES OF ABSENCE
44 c
45 27.1 Jury Duty and Court Leave.
46
47 A. A full-time employee who is summoned to jury duty by a city,the County(Monroe),
48 the State of Florida, or the Federal Government or subpoenaed to appear in court as a
49 witness in a criminal or civil action arising from his or her county employment shall be
Rev.917/10 -20-
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I granted time off with pay for the time actually spent on jury duty or in the court f
2 appearance. Fees paid by the court will be retained by the employee unless otherwise
3 determined by the County Administrator. As conditions precedent to receiving time off
4 with pay for jury duty or court appearance of the aforesaid nature,the employee must:
5
6 (a.) Notify his/her Department Head of the summons or subpoena
7 immediately upon receipt produce the summons or subpoena to his/her
8 Department Head upon request, and provide the Department Head with an
9 estimate of the duration of the absence;
10
11 (b.) Report to the Department Head immediately upon the conclusion or
12 continuance of such jury duty or court appearance;
13
14 (c.) Report status of jury duty to supervisor or designee on a daily basis.
15
16 B. Any employee on jury duty as specified above, and who is released or excused from
17 jury duty during normal waking hours, will immediately contact his or her supervisor in
18 order to determine whether the employee will be required to report back to work.
19 Employees who work a 24 hour shift, will contact their Department Head (or designee)
20 when released from jury duty. If the Department Head (or designee) determines that the
21 employee could not effectively complete his or her work shift, the employee may be
22 granted time off with pay for the remainder of the shift.
23
24 C. The County, in its discretion, may reschedule the working hours and days of work of
25 an employee employed on other than a full-time basis who is summoned to jury duty or
26 subpoenaed to appear in court as a witness by a city, the County (Monroe), the State of 1
27 Florida, or the Federal Government in a criminal or civil action arising from his or her i
28 county employment. If, in the County's judgment, it is not feasible or practical to
29 schedule the employee's hours of work around such,the County shall grant the employee ,
30 time off with pay for the time actually spent on jury duty or in the court appearance. As
31 conditions precedent to receiving time off with pay for jury duty or court appearance of
32 the aforesaid nature, the employee must abide by the provisions contained above in
33 Article 27.1,(a), (b)and(c).
34
35 D. If any employee is subpoenaed as a witness other than in the specific circumstances
36 described above,the County will grant the employee leave without pay to the extent that
37 the Department Head so approves. ,
38
39 E. Notwithstanding any of the provisions of Article 27.1-A above, no employee shall
40 receive pay from the County where the employee is a plaintiff, claimant, or witness )
41 against the County in a matter contrary to the County's interests.
42
43 F. Any employee subpoenaed or otherwise requested to be a participant in any legal
44 matter related to County business must inform the County Attorney's office as soon as
45 possible after receiving said notification.
46
47
Rev.917/10 -21 -
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1 27.2 Military Leave s
2
3 An employee may request military leave to serve on active duty in an emergency or
4 required annual duty,and shall be compensated in accordance with state law,and federal
5 law. Any claimed violation of this policy must be resolved exclusively through
6 administrative judicial procedures, and not through the grievance-arbitration procedures
7 set forth herein.
f
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9 27.3 Family Medical Leave Act
10
11 The County's policy is contained at Section 8.05 of the County's Personnel Policies and
12 Procedures. FMLA is governed by applicable federal law. Any claimed violation of this
13 policy must be resolved exclusively through administrative judicial procedures, and not
14 through the grievance-arbitration procedures set forth herein. I
15
16 27.4 Bereavement Leave
17 '
18 All employees covered under this policy shall be granted up to two working days off with
19 pay in order to attend a funeral of a member of the employee's immediate family. The #
20 immediate family shall be construed to mean one of the following: Spouse, parent, son,
21 daughter, sister, brother, domestic partner, legal guardian, grandparent or in-laws.
22 Additional time off (over and above the two working days herein provided) may be
23 approved by the Department Head, and charged to sick or annual leave. Additionally,the
24 County may require proof of death of a family member before making payment for leave.
25
26 ARTICLE 28
27
28 PAID SICK LEAVE
29
30 28.1 SICK LEAVE
31
32 A. ELIGIBILITY
33
34 All salaried employees with regular status working 20 hours or more per week
35 shall have the privilege of accruing sick leave in accordance with these policies. F
36 I
37 Employees shall not be eligible to use sick leave until they have been in the
38 County service for 90 days, unless recommended by the Department Head and
39 approved by the Division Director. Verification of illness by a physician may be
40 required.
41
42 B. ACCRUAL OF SICK LEAVE
43
44 All regular, full-time employees will accrue 4 hours sick leave per pay period. _
45 `
46 There will be no limit of the amount of sick leave that can be accrued.
47
48 Sick leave for employees working less than 40 hours per week, but at least twenty
49 (20)hours per week will be prorated according to the hours worked.
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2 When there has been a break in service of 48 hours or more, the employee upon
3 reinstatement or re-employment will begin accruing sick leave as a new ;
4 employee. Employees who are on leave without pay for more than 8 hours during
5 a pay period will not accrue sick leave for that pay period.
i
6
7 C. USE OF SICK LEAVE
8 j
al of the applicable Department
9 1. Sick leave shall be used only with the approv #
10 Head,Division Director or County Administrator and shall not be authorized prior i
I to the time it is earned and credited to the employee except in cases of
12 prearranged medical appointments,surgery or other health-related matters.
13
14 2. Sick leave shall be authorized only in the event of:
i
15 '
sure to a contagious
16 (a.) The employee's personal illness, injury or expo
17 disease which would endanger others.
18 s
19 (b.) Illness or injury of a member of the immediate family. (see definition
20 of immediate family.)
zt
22 (c.) The employee's personal appointments with a practitioner when it is {
23 not possible to arrange such appointments for off-duty hours, but not to
24 exceed the extent of time required to complete such appointments.
25 '
26 (d.) Prearranged surgery or other health-related matters.
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28 D. Monroe County has established a Sick Leave Pool for eligible full-time employees
29 designed to aid the employee suffering from an extended illness or injury (See €
30 Administrative Instruction 4702 for rules and enrollment procedures).
31
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1 28.2 MEDICAL JUSTIFICATION
2 !
3 A. Sick leave is a privilege, and not a benefit. In fact, use of sick time actually causes a
4 hardship on the County. The County must,therefore,ensure that employees utilizing sick
5 leave are complying with The Monroe County Personnel Policies and Procedures.
6
7 Employees must meet the following conditions in order to be granted sick leave with pay:
8
9 (1) Notify his/her immediate Supervisor as soon as the employee learns that
10 he/she will be unable to report to work in accordance with individual department
11 policy. The employee shall call in to his/her immediate Supervisor at least one
12 (1) time on each consecutive shift thereafter, that the employee will miss work
13 because of sick leave.
14
15 (2) File a written report (after returning to work) explaining the nature of the
16 illness when required, by her Supervisor or Department Head.
17
18 (3) Permit medical examination, nursing visit or any County inquiry (telephone
19 call, visit to the employee's house, etc.) deemed appropriate by the County to
20 document the illness of the employee or family member.
71
22 The Department Head is responsible for following up on sick leave use and for ensuring
23 that there is no sick leave abuse. The Department Head may require any employee to
24 bring in a note from his or her personal physician for absences of three (3) consecutive
25 working days or more. However, if a Department Head reasonably suspects that an
26 employee is abusing sick leave, said Department Head may require that any use of sick
27 leave by the employee for herself or family member be justified by a note from a
28 physician. Further, in the event that a Department Head is unsatisfied with the initial
29 doctor's note, he may require the employee or family member to be examined by a #
30 County-designated physician at the County's expense.
31
32 B. If it is determined that the employee is unfit to continue working, the Department
33 Head may require the employee to use any part of his accrued sick leave, compensatory
34 time or annual leave and may thereafter require the employee to take such leave without
35 pay as 1s medically determined sufficient to restore him to normal health, however, this
36 will in no way prevent the County from separating him from employment if the absence ,
37 would be of such duration as to pose a hardship on the operations of the Department.
38
39 C. The Department Head may require, at any time, an employee to present medical
40 evidence that he is physically or mentally fit to work and/or the Department Head may
41 require an employee to be examined by a County-designated physician or psychiatrist, at
42 the County's expense.
43
44 D. If the employee's illness is covered by FMLA, the County's FMLA policy.will i
45 govern entitlement to leave and the terms and conditions of that leave.
46
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Rev.9n110 -24-
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1 28.3 NOTIFICATION OF ABSENCE I
2 t
3 If absent for three consecutive work days without reporting to the Supervisor a reason
4 sufficient to justify the absence, the employee may be removed from the payroll as
5 having voluntarily resigned without notice. The Supervisor is to notify the Department
6 Head. Any unauthorized absence may be cause for disciplinary action, up to and
7 including termination.
8
9 28.4 PAYMENT OF UNUSED SICK LEAVE
1
10
11 A. An employee who terminates with less than five (5) years continuous service shall
12 not be paid for any unused sick leave credits. i
13
14 B. Employees with varying years of continuous service shall, upon separation, from
15 the County in good standing, death or retirement, receive incentive sick leave pay as
16 follows:
17 t
18 5 to 10 years of service - 1/4 of all accrued sick leave, with a maximum of 30
19 days.
20 '
ith a maximum of 90
21 10 to 15 years of service - 1/2 of all accrued sick leave, w
22 days.
23
24 15 years or more- 1/2 of all accrued sick leave,with a maximum of 120 days. 4
25
.26 C. The payments made as terminal pay for unused sick leave, whether paid as salary or
27 otherwise, shall not be used in the calculation of average final compensation for 1
28 retirement. `
i.
29 }
30 D. Employees who leave the County service without proper notice or who are terminated
31 for just cause may be denied payment of accrued sick leave.
32
33 ARTICLE 29 #
34 `
35 HOLIDAYS !
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36 I
37 29.1 OFFICIAL HOLIDAYS
38 I
39 The following are holidays which shall be observed by all County offices in which
40 functions can be discontinued without adversely affecting required services to the public:
41
42 New Year's Day Labor Day
43 Presidents Day Columbus Day !
44 Martin Luther King's Birthday Veterans Day 1
45 Good Friday Thanksgiving Day
46 Memorial Day Thanksgiving Friday !
47 Independence Day Christmas Day f
48 I
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Rev.9/7/10 -25- ;
I In addition to the above-designated holidays, the Board of Commissioners, in its sole
2 discretion, may grant other special holidays during the course of a year to some, or all,
3 County employees.
4
5 29.2 ELIGIBILITY
I
6 �
of the holiday shall be eligible
7 All salaried employees on the active payroll on the date
8 for holiday pay at their regular rate of pay. Employees must be working or on approved
9 leave with pay the entire day before and the day after a holiday to be compensated for
10 said holiday.
11 `
12 29.3 WORK DURING HOLIDAYS i
13
14 Each employee shall observe all holidays designated in this Section, provided that the
15 work load of the department is, in the discretion of the County Administrator, such that
16 the employee's work load cannot be discontinued without causing a hardship to the
17 County.
18
19 In the event that the work load in any department does not permit the observance of any
20 designated holiday, all employees required to work on said designated holiday, or if
21 holiday falls on employees designated day off,may be granted another day's leave in lieu
22 of the holiday or paid for the work performed on the holiday. If employee wishes to
23 substitute a holiday, it will be scheduled in the manner as annual leave.
24
25 29.4 HOLIDAYS FALLING ON WEEKENDS
26
27 Unless otherwise specified by the Board of County Commissioners -when a holiday falls
28 on a Saturday, the preceding Friday shall be observed as a holiday -when a holiday falls
29 on a Sunday,the following Monday shall be observed as a holiday.
30
31 Some County facilities are open on Saturdays and Sundays. When a holiday falls on a `
32 Saturday or Sunday, those facilities will observe the holiday on the actual holiday in lieu i 33 of the normally scheduled County Holiday.
34
35 29.5 HOLIDAY DURING PAID LEAVE
36
37 Employees on annual or sick leave during periods when designated holidays occur shall
38 not have the day of the holiday charged against their accrued leave.
39
40 29.6 OBSERVANCE OF RELIGIOUS HOLIDAYS
41
42 Employees who choose to observe other"holidays"for religious or other reasons must do
43 so by utilizing annual leave pursuant to Article 30.
44 i
45 29.7 ADDITIONAL DAYS OFF WITH PAY
46
47 Members of the bargaining unit may receive additional days off with pay(not holidays)if
48 approved by the Board of County Commissioners, subject to rules set forth by the County
49 Administrator. All such days off,if granted,must be taken in increments of whole days.
Rev.9/7/10 -26- €
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2 ARTICLE 30 `
3
4
ANNUAL LEAVE
_
5 1
6 A. ELIGIBILITY
7 All salaried employees with regular status working 20 hours or more per week
8 shall earn and accrue annual leave with pay.
}
9 B. ACCRUAL
10
11 For current employees and employees hired on or prior to September 30, 1999,
12 Annual leave for regular, employees shall be earned in accordance with the
13 following table:
14
15 Years of Continuous Hours of Leave Earned Hours of Leave Earned
16 Service During Each Calendar During Each Calendar
17 Month Month
18 ------—___-_-___-_
19 -
20 4014PW 37 %:HPW
21 1 through 3 years 4 hours per bi-weekly 3.75 hours per bi-weekly
22 pay period pay period
23 (13 working days per year) (13 working days per year)
24
25 4 through 10 years 5 hours per bi-weekly 4.75 hours per bi-weekly
26 pay period pay period s
Z7 (16 1/4 working days per (16.5 working days per year)
Z8 year) +
29
30 11 through 15 years 6 hours per bi-weekly 5.75 hours per bi-weekly
31 pay period pay period
32 (19 1/2 working days per (19.9 working days per year)
33 year)
34
35 16 through termination of employment
36 '
37 7 hours per bi-weekly 6.75 hours per bi weekly
38 pay period pay period
39 (22 3/4 working days per (23.4 working days per year) '
40 year)
41
42 Monroe County currently has a bi-weekly pay period system commencing at I
43 12:00 a.m. Sunday, ending two Saturdays later at 11:59 p.m. There are 26 pay
44 periods per year.
45 f
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I For employees who are hired on October 1, 1999, or after Annual leave for
2 regular, full-time employees with a work week of 40 hours per week shall be
3 earned in accordance with the following table:
4 t
5 Years of Continuous Hours of Leave Earned
6 Service During Each Calendar
7 Month
g --------------- ---------_-----__-
9 1 through 5 years 4 hours per bi-weekly
10 pay period
11 (13 working days per year)
12 j
13 6 through 15 years 5 hours per bi-weekly
14 pay period
15 (16 1/4 working days per j
16 year)
17
18 16 through termination of employment i
19 6 hours per bi-weekly ,
20 pay period
21 (19 1/2 working days per
22 year)
23
24 Monroe County currently has a bi-weekly pay period system commencing at
25 12:00 a.m. Sunday, ending two Saturdays later at 11:59 p.m. There are 26 pay I
26 periods per year. E
27
28 Annual leave for employees working less than 40 hours per week, but more than
29 20 hours per week will be prorated according to the hours worked. When there
30 has been a break in employment of 48 hours or more, the employee, upon
~ 31 reinstatement or re-employment, will begin earning annual leave as a new
32 employee.
33
34 Employees who are on leave without pay status for more than 8 hours during a
35 pay period will not accrue annual leave for that pay period.
36 i
37 C. i
38 1. Annual leave may be used on a payday-to-payday basis as it is earned
39 according to scheduling requirements and may be accumulated up to 40 working
40 days. Any time earned in excess of this amount will be handled in accordance
41 with the Monroe County Personnel Policies and Procedures.
42
43 2. All annual leave must be approved in advance by the applicable Department
44 Head, Division Director and/or the County Administrator depending on the !
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45 position held by the requesting employee. The employee shall fill out his Leave
46 Request Form and submit it to the Department Head,who has the right to deny an
47 employee's request for annual leave, if granting such leave at that time would be
48 detrimental to County operations. Upon such denial, the employee may request
49 the leave at another time. t
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2 The Department Head is responsible for verifying that the employee does have
3 sufficient accrued leave to cover the period of absence, and should return the
4 leave request to the employee indicating approval or denial,within seven(7)days
5 of receipt of the request, unless a valid reason is given to the employee for the
6 delay.
7
8 D. ANNUAL LEAVE PAY UPON SEPARATION
9
10 Payment of annual leave shall be based on the employee's regular rate of pay and
11 terms of separation.
12
13 E. RESTRICTIONS
14 1
15 Annual leave may be used for any purpose; however, it is a privilege incident to
16 County service and is not a right, and may only be used by the employee if taken
17 prior to termination for cause or in accordance with these policies, with the
18 following restrictions: #
19 j
20 1. Annual leave may not be taken until accrued in accordance with these
21 rules. 1
22 1
23 2. Employees will not accrue annual leave during a leave of absence
24 without pay, a suspension or when the employee is otherwise in a non-
25 paid status.
26
27 3. Article 25.2-Resignations.
28
29 4. Employees who leave the County service without proper notice or who
30 are terminated for just cause may be denied payment of accrued annual
31 leave.
32 s
33 5. An employee who leaves the County and wishes to receive payment for
34 annual leave must sign a waiver and general release of any and all claims
35 against the County and its official, managers, supervisors, employees and
36 insurers to receive payment of annual leave.
37
38 ARTICLE 31
39
40 UNIFORMS,TOOLS AND EQUIPMENT
41
42 31.1 For employees required to wear a uniform,the County will furnish two sets of shirts and
43 pants for each day the employee is regularly scheduled to work in a workweek, plus one ►,
44 additional uniform, i.e., five-day employees will have 11 sets and four-day employees
45 will have 9 sets,and all on-call employees shall receive an additional 2 sets,not to exceed
46 15 sets. Bargaining unit employees shall be given their choice of long or short pants,
47 except for those positions for which the County makes the determination that long pants
48 are required. The determination to require long pants will not be arbitrarily made. Such
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Rev.9/7/10 -29-
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1 uniforms are not to be worn except while employees are on the job and while traveling to
2 and from the job.
3
4 31.2 Tools and equipment that are normally supplied by the County will be used properly and
5 carefully by employees who require them in their work. It is the responsibility of the
6 employee to use and secure such tools and equipment in such a manner as to minimize
7 the potential for loss or theft.
8
9 31.3 Tools and equipment provided by the County will be replaced by the County if they are '
10 stolen or broken during normal use and provided proper care and prescribed security
11 measures have been followed and loss or breakage is not due to the employee's
12 negligence or abuse. Loss or breakage due to employee's negligence or abuse subject to
13 discipline
14 i
15 ARTICLE 32
16
17 REMUNERATION {'{
18 I
19 32.1 All current bargaining unit employees covered by this Agreement will receive 0%cost-of
20 living-allowance and no merit increases during the term of this Agreement.
21
22 32.2 Monroe County has established a program to recognize County employees who havebeen
23 in the County Service for Five,Ten,Fifteen,Twenty,Twenty-five and Thirty years.
24 Grant and part-time employees will be eligible for the years-of-service program.
25
26 At the employee's anniversary date, or as soon thereafter as is feasible, the
27 Department must cause a letter to be placed in the employee's personnel file noting
28 the years of service and must deliver the following, in a lump sum payment, to the
29 employee:
30 a—For 5 years of service,a decorative pin and a$100.00 award;
31 b—For 10 years of service, a decorative pin and a$175.00 award and recognition
32 at the BOCC meeting;
33 c— For 15 years of service, a decorative pin and a $200.00 award and recognition
34 at the BOCC meeting;
35 d—For 20 years of service, a decorative pin and a$350.00 award and recognition
36 at the BOCC meeting;
37 e—For 25 years of service, a decorative pin and a $500.00 award and recognition
38 at the BOCC meeting;
39 e—For 30 years of service,a decorative pin and a$1,000.00 award and recognition
40 at the BOCC meeting;
41 j
42 32.3 If, during the term of this agreement, the County non-union employees receive across- P
43 the-board cost of living allowances and/or merit increases, then all eligible employees
44 within this bargaining unit covered by this collective bargaining agreement will
45 immediately receive the same increase without the need for further bargaining.
46
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1 ARTICLE 33
2
3 ENTIRE AGREEMENT }
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4
5 33.1 The parties acknowledge that during the negotiations, which resulted in this Agreement, g
6 each had the unlimited right to make demands and proposals with respect to any subject or
7 matter not removed by law from the area of collective bargaining. They, therefore, each
8 voluntarily and unqualifiedly waive the right for the term of this Agreement to bargain
9 collectively with respect to any matter referred to or covered in this Agreement, or with respect j
to to any subject or matter not specifically referred to or covered by this Agreement. i
11 33.2 This Agreement represents the entire agreement between the parties and no other
12 Agreements or practices are binding upon either party hereto with respect to wages, hours or f
13 working conditions of the employees covered hereby. The County shall not be obligated to
14 continue any benefits or employee practices which it has given or engaged in prior to the
15 execution of this Agreement unless such benefits or practices are specifically set forth in this
16 Agreement, and past practices of the employer will not be considered in interpreting this
17 Agreement.
f
18 33.3 The parties also agree that the County may unilaterally make changes in the terms and I
19 conditions not covered in this Agreement without having to bargain over any such decision or its
20 effects. This Agreement expressly permits the County's right to make such changes.
21 ARTICLE 34
22
23 PRINTING AGREEMENT
24
25 34.1 This Agreement shall be printed within a reasonable time by the County. The County
26 shall provide three originals of the contract to the Union. E
27
28 ARTICLE 35
29
30 SAVINGS CLAUSE
s
31
32 If any article, section, or provision of this Agreement should be found invalid, illegal or
33 not enforceable by reason of any existing or subsequently enacted legislation or by
34 judicial authority, all other articles and sections of this Agreement shall remain in full
35 force and effect for the duration of this Agreement. If such action occurs,the County and j
36 the Union shall meet within thirty days for the purpose of negotiating a mutually
37 satisfactory replacement for such provision.
38
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1 ARTICLE 36
2 '
3 DURATION OF CONTRACT
4
5 36.1 After ratification by the parties, this Agreement shall be effective as of October 1, 2010,
6 and shall remain in full force and effect until midnight, September 30,2013: j
7
8
9
10
l i BOARD OF COUNTY COMMISSIONERS TEAMSTERS LOCAL NO.769
12 MONROE COUNTY,FLORIDA
13
14
15 i
16 By By
17 Chai an Osident'
OCT 1 2 2010
19 Date:
Date:
20
21
22 Attest: E
23 •-�
24
25 By: By:
County Adminis or Business Representative !
s
/D Date:
3
}
e -
Cle
;
�- OCT 1 2 2010
3 e: MJA
E COUNTY ATTORNEY
35 DAS 0 R
YNTHIA A L
A51�COU�N�lj 11
D ate
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Rev.9l7110 -32-
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1 Attachment"A"
2
3 BULLETIN BOARD LOCATIONS
4 STOP#9
5 PUBLIC WORKS t
6 (MM 6)
7 DETENTION FACILITY }
8 6601 COLLEGE RD
9 KEY WEST,FL 33040
10 STOP#5
11 AIRPORTS
12 KEY WEST
13 3491 SOUTH ROOSEVELT BLV.
14 KEY WEST,FL 33040
15
16 COURTHOUSE STOP#8
17 MM 0
18 500 WHITEHEAD STREET ?
19 KEY WEST,FL 33040
20
21 ROADS&BRIDGES TRAILER STOP#4 i
22 (by Airport)
23 KEY WEST
24 3593 SOUTH ROOSEVELT BLV-
25 KEY WEST,FL 33040
26
27 FACILITIES MAINTENANCE '
28 (by Airport) STOP 94
s
29 KEY WEST
30 3S83 SOUTH ROOSEVELT BLV.
31 KEY WEST,FL 33040
32 f
33 TRANSFER STATION STOP#10
34 CUDJOE MM 21 112 E
35 BLIMP ROAD z
36 CUDJOE KEY,FL 33042
4
-37
38 PUBLIC WORKS STOP#16 i
39 MARATHON MM 49 +
40 10600 AVIATION BLV.
41 MARATHON FL 33060
42 STOP#19
43 PUBLIC WORKS i
i
44 PLANTATION KEY MM 881I2 f
45 $8770 OVERSEAS HWY.
46 TAVERNIER FL 33070
47 STOP#24
48 TRANSFER STATION
49 KEY LARGO MM 107 i
50 11180 COUNTY ROAD 906
51 N.KEY LARGO,FL 33037 `
52 STOP#15
53 AIRPORT f
54 MARATHON MM 49 i
55 9400 OVERSEAS HWY
56 MARATHON,FL 33050 l
57
58
59 TRANSFER STATION STOP 917 i
60 LONG KEY MM68
61 LONG KEY,FL 33001 ?
62 i
63 CARD SOUND TOLL FACILITY STOP#25
64 SBO70 CARD SOUND ROAD MM107
65 KEY LARGO,FL 33037
66
67 MURRAY NELSON CENTER STOP#26
68 102050 OVERSEAS HWY MM 102 {
69 KEY LARGO,FL 33037
70
71 F
72 ?
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Rev.9/7/10 -33-
Attachment B
Q GRIEVANCE FORM
TEAMSTERS LOCAL UNION 769
8000 S. Orange Ave#107 12365 W.Dixie Hwy. 862 20 Place
Orlando,FL 32932 Miami,FL 33161 Vero Beach,FL 32960
Grievant's Name Job Title r
i
Complete Address
(Include Zip Code)
Shift Work Phone Home Phone
Employer Employer Manager
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1 Grievant's Statement of Grievance, Describe in detail the action giving rise to the complaint.
Specify names,dates,classification,place and site of violation,timeetc. f
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2 Specify the Article(s)of the agreement which is/are violated.
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3 What is the remedy and/or relief sought? i
4+
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I hereby authorize the Teamsters Local Union 769 to act for me in the disposition and settling of this grievance.
Date Grievant's Signature
I
Date Steward Signature
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DECISION&APPEAL OF GRIEVANCE
Decision of Manager
Date of Decision Employer's Signature Title
Signature of Union Steward Date
Grievance Settled: YES: NO:
Case Appealed to: Date
Case Appealed by: Date
Decision of Appeal:
Signature of Deciding Employer officer: Date
i
Signature Union Representative: Date
f
Grievance Settled: YES: NO:
Case Filed for Arbitration YES: NO:
4
By. Title: '
—35—
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Attachment C
2
3
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STATE OF FLORIDA t
PUBLIC EMPLOYEES RELATIONS COMMSION
TEAMSTERS LOCAL UNION NO. 769 t s
AFFILIATBU WXTIt THE INTERMATIONALt
BROTHERHOOD OF TEANBTERS,
CHAOrris S, WAREHOU88N�M AND
HELPERS OF AMBRICA, .
Petitioner, Case Noe. RC-93-063
= RC-93-064
V. t RC-93-065
MOISOS COUNTY BOARD OF COUNTY t VwxyXCATION Q1 ELECTION
COMMISSIONERS, RESULTS AND CMtHTSFI s't'r0N
t Respondent. OF Ex�IIBIpg COURCT g
Stanton R. Orr, Miami, attorney for petitioner.
Jobn A. Oronda and Donna M. DiChi.ara, Miami, attorneys for
respondent.
A secret ballot election was conducted March 22, 1994, in
the following unit:
INCLUDEDt All full-time and regular part-time
employees employed by the Monroe County
Board of County Commissioners in the
following classifications: airport
maintenance technician, airport rescue
firefighter, airport security guard s
supervisor, animal control officer,
animal tender, bridge tender, bridge
tender lead worker, building maintenance
technician, carpenter, carpenter fore-
man, Ccmmuutications assistant, Ccmnani-
cations technician, crew chief, Custo-
dian, custodian foremen, dispatcher, !
electrical/electronic technician, alec-
trical maintenance technician, eleotri-
cian, electrician foreman, =8 support
services manager, BUT/Driver, equipment
operator, egttipmeat operator - roads and
bridgea, equipment operator/maintenance,
heavy equipment operator, maintenance
mechanic - facilities Maintenance, main_
teaaace mechanic - roads, maintenance/-
toll collector, Maintenance worker I -
facilities, maintenance worker I -
roads, maintenance worker II, mason,
master plumber, mechanic I - fleet
�S
,
Rev.9/7/10 -36-
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RC-93-063
RC-93-064
ItC-93-065
managemant, M_bh=i. Xn fleet
muunagentent, mechanic IX -L Penvjrocmmtj�El,,,,,,,.
I.,mQuagement, mechanic rIX.A envi,
management, operator, pa camentif—..
:6A and bodyj,*;
mechanic 1, Paint and body m
Painter, Painter foran, schuuLa-IXX
Park attendant, pl,,bemer, Pa"Miftal*
m'", resident Valk at Plumb— SchoeF�MCOA--
strip—, roofer, tend t. r..�.p ^U* ..f
security guard
airport, so t4w
cUrIty guard - lorrectiodw
facility, Be -"d
foreman, ftrLtY guarWU
senior cc
clan, services ions techtW Pota
met. manager - tiest age
services t0chmician -shift-40#,a &I
caftain/airPort rescue,
chief, toll collector, surval- pa.4.
coordinator,: traffic mi.,
truck driver transPortatjc6 drjve�_
and w_igbm,t,,:,_,..
All temporary employees, grant
" employees, supervisors and all o
employees Of the Monroether
CoAcLT COMmisDiouars, County Board of
The election reVulta are an foll(MB.
I. Approximate
'lumber Of ell
2: Void ballots voters
. .
gible
3. Votes cast for Petitioner
4 Votes cast against
5. organization partial i?ating —W-
6 Valid votes counted
7. ��ballct.
8: lc�lted Plus
challenged ballots
results of are Pot Pufficient to affect the
the ejecition.
The COnMiffe4on VMLI:VXES the results of
dActed March 22, 2994. p.tj the election con-
majority of the Valid votes plucMar (61-86-047) received 4
a challenged ballots.
Pursuant to Section 447-307(3)(b), plarida 9t
P-Sainsion CjMTXYTM 9.n p atutea the
rpPr"OntatIve, for map It't`i*4aV an the. �onsm in exclusive bargain
Ca#t cc the unj% 416 rgaining
M number M%� is I..qd to th.013ribed abovq.
This order may be ILPPSaled Petitlonqr.
of appeal- A no to the sVPVcVrIajt,% dtgtVjot CoArt
and 'qCe of nVPG8a must be reqpAvqa by %be,
the district court
of this order- of spRaft' "thin OliShy daV4 fz,,, tRothe date
Except in Crassu of ind4gWy, the OIM17t;
Rev.9/7/10 -37-
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RC-93-063
RC-93-064
RC-93-065
f
fee and the Commission will require payment for
require a filing eal. Further explanation of the right }
preparinq•the record on ;�pp i
to appeal:,�s.provided in Sections 120.68 and 447.504, Florida f
Statutes, and:the Florida Rules of-Appellate ellate procedure.
on May be
Alternative)'received by thetion for eCommiesion�within• fifteenddays y
The motion j* The motion shall state the parts- t
from the date of this ° � overlooked or misappre-
aular points cf fact or law allegedly a the merits of the
Commission, shall not reargu
hended by �.. tiara, refer to Florida Administrative
order. Fo�vfurther expo a
Code Rule 3,8 45•005.
It Is 'so ordered•SLOA'N and ANTHONY, Commissioners, concur.
HORNS, Chairman,
Commissioners, `
cent was filed and a copy r
I gERSBY CERTIFY that- , 1994. '
served on each party on
- 1
BY:
ark ?
/slm
,wed. ��o ,.�- '��1, .•
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Rev.9/7110
Exhibit B
Special Magistrate
Recommendations
1
In the Matter of the Special Magistrate Proceeding SM-2013-037
MONROE COUNTY BOARD OF COUNTY COMMISSIONERS
and
INTERNATIONAL BROTHERHOOD OF TEAMSTERS,LOCAL UNION NO 769
Appearances
Monroe County Commissioners Cynthia Hall, Esq.
International Brotherhood of Teamsters Steve T. Myers
The undersigned, serving as a Special Magistrate under the procedures of the Public Employees
Relations Commission of the State of Florida, conducted an interest arbitration hearing on October
10,2013, at which the Monroe County, Florida Board of County Commissioners(the"County"or the
"Commission") and the International Brotherhood of Teamsters, Local Union No.. 769 (the "IBT" or
the "Union"), whose last collective bargaining agreement (the "CBA") expired on September 30,
2013, were afforded the opportunity to present testimony and documentary evidence in support of
their respective positions for the resolution of their impasse over the terms of a successor
agreement. The hearing concluded the same day.
The findings and recommendations of the Special Magistrate are as set forth below. The
Special Magistrate's statutory mandate is to achieve a prompt, peaceful and just settlement of the
dispute,taking into account,inter aiio,the"interest and welfare of the public."
October 15,2013 M 5rkL , peciai Magistrate
State of Florida
County of Palm Beach
The foregoing instrument was acknowledged before me this 15'h day of October,2013 by Mark Lurie,
who is personally known to me.
No
MONICA ALOMIA
NOTARY PUBLIC
STATE OF FLORIDA
Comm#00979368
6pime 4981Z074
2
Table of Contents
Page
Preface 3
Background 4
Article 32—Remuneration 4
Article 36—Duration of the Contract 7
Article 23—Discipline 8
Article 24-Grievance and Arbitration,Steps for Grievance Processing,Step 4 9
Article 12,Payroll Deduction, Union Initiation Fees and Union Dues 9
3
Preface
This proceeding is conducted under the authority of Florida Statute §447.403 and §447.405.
Its purpose is for the Special Magistrate to render a recommended decision that will achieve a
prompt, peaceful, and just settlement of the impasse issues pertaining to the parties' successor
collective bargaining agreement(or"CBA").
F.S.§447.403 Resolution of impasses states,in relevant part,the following:
(1) If, after a reasonable period of negotiation concerning the terms and conditions of
employment to be incorporated in a collective bargaining agreement, a dispute exists
between a public employer and a bargaining agent,an impasse shall be deemed to have
occurred when one of the parties so declares in writing to the other party and to the
commission...
(2)(a) If no mediator is appointed,or upon the request of either parry,the commission shall
appoint, and submit all unresolved issues to, a special magistrate acceptable to both
parties... If the parties are unable to agree on the appointment of a special magistrate,
the commission shall appoint,in its discretion,a qualified special magistrate.
(3) The special magistrate shall hold hearings in order to define the area or areas of dispute,
to determine facts relating to the dispute, and to render a decision on any and all
unresolved contract issues. The hearings shall be held at times, dates,and places to be
established by the special magistrate in accordance with rules promulgated by the
commission.
Under F.S. §447.405, the factors, among others, to be given weight by the special magistrate in
arriving at his recommended decision,are the following:
(1) Comparison of the annual income of employment of the public employees in question
with the annual income of employment maintained for the same or similar work of
employees exhibiting like or similar skills under the same or similar working conditions
in the local operating area involved.
(2) Comparison of the annual income of employment of the public employees in question
with the annual income of employment of public employees in similar public employee
governmental bodies of comparable size within the state.
(3) The interest and welfare of the public.
(4) Comparison of peculiarities of employment in regard to other trades or professions,
specifically with respect to (skills, qualifications, hazards) and retirement plans, sick
leave and job security.
(5) Availability of funds.
4
BACKGROUND
The bargaining unit consists of employees performing a variety of jobs in unrelated job
classifications'within five of the County's Divisions? The County declared impasse on July 26,2013.
The following sets forth the parties' proposals at the time of impasse.
ARTICLE 32-REMUNERATION
The remuneration received by the individual Union members has been the result of three
factors:
(1) across-the-board increases(sometimes referred to by the parties as cost-of-living
adjustments or COLAs),and
(2) merit increases.
(3) Increases have been constrained by the upper wage limitation set for individual job classifica-
tions by a pay plan promulgated under the County's Personnel Policies&Procedures Manual.
The following were the CBA Article 32 remuneration proposals on which the parties differed at time
of impasse:
The County,
The County proposed that there be no across-the-board increases (COLAs) and merit
increases for members of the Union unless and to the extent that such increases are granted
to the County's non-union employees. The County refers to this as a "me-too" provision."
The County proposes that pay plan salary caps apply to any across-the-board increases; and
that any merit pay take the form of one-time bonuses, which will not be subject to the pay
plan caps.
' The bargaining unit consists of all full-time and regular part-time employees employed by the Monroe County Board of County
Commissioners in the following classifications:
airport maintenance technician,airport rescue firefighter,airport security guard supervisor;animal control officer,animal tender;
bridge tender, bridge tender lead worker; building maintenance technician; carpenter, carpenter foreman; communications
assistant, communications technician; crew chief, custodian, custodian foreman; dispatcher, electrical/electronic technician,
electrical maintenance technician, electrician, electrician foreman; EMS support services manager, EMT/Driver; equipment
operator,equipment operator-roads and bridges,equipment operator/maintenance,heavy equipment operator;maintenance
mechanic-facilities maintenance,maintenance mechanic-roads, maintenance%toll collector,maintenance worker I—facilities,
maintenance worker i—roads,maintenance worker 1i;mason;master plumber;mechanic I—fleet management,mechanic III—
fleet management,mechanic II-environmental management,mechanic III-environmental management;operator;paint and
body mechanic 1,paint and body mechanic III;painter,painter foreman;and paramedic.
2 Those Divisions are the County Attorney,the Airport,Employee Services,Public Works&Engineering,and the County Administrator.
3 During the hearing,the parties agreed upon the terms of a new Article 32.4.
° The County's proposal at impasse:
32.1 All current bargaining unit employees covered by this Agreement will receive 0%cost-of-living-allowance and no merit
Increases during the term of this Agreement.
32.3 if, during the term of this agreement, the County non-union employees receive across-the-board cost of living
allowances and/or merit Increases,then all eligible employees within this bargaining unit covered by this collective
bargaining agreement will Immediately receive the same increase without the need for further bargaining.
5
The Union
The Union proposed a 6% across-the-board increase (COCA), with classification salary caps
correspondingly.adjusted to accommodate the increases.5
Evidence of Comparability
Under the relevant statute, the Special Magistrate is to give weight to wages paid for
comparable work performed within the local operating area and the wages paid by Florida
governmental bodies of a size comparable to that of the County. The County furnished the result of
a telephone survey it recently performed of the classification pay ranges of employees in nine job
classifications. Its survey showed that the Union members' classification minimums and maximums
were comparable, if not slightly higher than their statutorily defined counterparts, although the
figures are not consistent between job classifications. (See below.)6 Again,this was a survey of the
pay range classification minimums and maximums,and not of wages paid.
s The Union's Proposal at Impasse:
32.1 County will grant a 6%cost of living wage regardless of current salary cap,the maximum pay grade will be adjusted
accordingly.
The Union presented a different proposal at the Special Magistrate hearing;a proposal that it had not previously made. There are
circumstances where post-Impasse proposals are permissible under current case law. In the Special Magistrate's opinion,this proposal
did not meet the requirements for permissibility.
The County's Exhibit 5 contained what It said were the Union's proposals at time of Impasse. The proposals included Article 22.4,
which proposed that there be a minimum 5%wage Increase for any promotion. The Union did not include this proposal In Its list of
impasse Items(Union Exhibit 1)and did not refer to it during the hearing. The Special Magistrate deems the Union to have abandoned
the proposal.
6 The spreadsheet data were derived from County Exhibits 4a through 4j.
8
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oil
Iloilo
r �
f
_ � Ali
7
The County's Merit Pay Program
The County intends to propose to the County Commission, and expects that the County
Commission will approve, a merit pay program in which bonuses equal to 3% of aggregate annual
wages will be allotted to employees each year, with bonuses to individuals varying between 0%and
5%based on the County's evaluation of their performance during the prior fiscal year. The bonuses
to be paid to each individual will vary from 0% to 5% of his or her respective basic wage. The
bonuses will not be permanent wage increases subject to the classification caps but, rather, will be
nonrecurring payments that must be earned each year.
The Implementation of a Classification and Compensation Study
The County retained a private contractor, Evergreen Solutions,to assess its job classifications
(currently 15 in number) and compensation structure, and report whether the County is
appropriately classifying and compensating its employees. The Evergreen report is expected in
January 2014, at which time the County Commission may revise the County's job descriptions and
classifications,may implement new pay plans for those revised classifications and, if these things are
done,will slot an indeterminate number of the Union members into job classifications different from
those they currently hold. During the Special Magistrate hearing,counsel for the County stated that
the County would "protect"current employees affected by implementation of the Evergreen Report,
meaning that no employee will suffer a reduction in income from its implementation.
ARTICLE 36—DURATION OF THE CONTRACT
The County proposes a 3-year contract and, during the Special Magistrate Hearing, stated
that it could have annual compensation reopeners. The Union proposes a 1-year contract, because
of the uncertainty of the economy and the classifications and pay structure changes that the County
is contemplating.
SPECIAL MAGISTRATE'S OBSERVATIONS&RECOMMENDATIONS ON REMUNERATION&DURATION
The Special Magistrate recommends a three-year agreement without reopeners, presuming
that the County proceeds (1) with implementation of the Evergreen recommendations and (2) with
the Merit Pay Program;and,further, (3)subject to the parties'acceptance of the Special Magistrate's
recommendations set forth below. Neither the Evergreen recommendations nor the Merit Pay
Program have been negotiated with the Union but, given the legal capacity of the City Commission
(acting as the legislative body) to ultimately adopt both, the Special Magistrate makes these
recommendations presuming both will be adopted and implemented.
* Given the comparability data furnished by the County,showing the Union members to be,in
general, paid at levels that are at least commensurate with their statutory counterparts
8
(albeit with wide variations among the different jobs reported), the Special Magistrate
recommends that no across-the-board increase be granted for fy 2013-2014.
• The Special Magistrate presumes that the Merit Pay Program will be implemented and that
merit bonuses will be paid in approximately January 2014 for fy 2013-2014, and that merit
bonuses will also be paid in each of the succeeding two fiscal years.
• Merit bonuses alone will not enable employees' compensation to keep pace with inflation.
The Special Magistrate recommends that, for fy 2014-2015 and fy 2015-2016, a COLA
percentage increase take effect on October 1"of each year.' The COLA should increase both
the actual wages paid and the pay plan wage schedules, including salary caps. (Dollars lose
value over time. Adjusting the wage caps will only maintain the value of the compensation
paid.) The COLA increase should equal the percentage by which the Consumer Price Index
for All Urban Consumers increased during the preceding 12 months (October through
September)8
ARTICLE 23—DISCIPLINE
Article 23.5 currently states that disciplinary actions older than 5 years shall not be
considered for purposes of progressive discipline. The Union proposes changing the 5 year interval
to 3 years. The County proposes leaving it unchanged. The Special Magistrate observes that some
forms of recidivistic behavior, such as poor attendance and alcohol abuse, may sometimes become
clear only over longer durations,and that management may sometimes respond more leniently if not
compelled to act, lest it forfeit grounds for discipline. Ultimately, an arbitrator may be called upon,
in any particular instance,to determine whether a 5-year look-back was reasonable or unreasonable.
Affording the County and the affected employee 5 years in which to correct recidivistic sub-
performance is a better alternative than denying them that discretion. The Special Magistrate
recommends no change to Article 23.5.
7 The COLA would be calculated based upon the prior year's wage,exclusive of merit Increase.
The information is available at ftp://ftp.bis.gov/pub/special.requests/cpi/cplal.txt
9
ARTICLE 24,GRIEVANCE AND ARBITRATION,STEPS FOR GRIEVANCE PROCESSING,STEP 4
Step 4 currently provides for the selection of an arbitrator from a list furnished by the
Federal Mediation and Conciliation Service. The County proposes obtaining the list of arbitrators
from the Florida Department of Administrative Hearings. During the impasse hearing the Special
Magistrate suggested that the parties select and identify in their CBA, two or three permanent
arbitrators to serve, in rotation, as the agreed-upon arbitrators of disputes arising under its terms.
The parties agreed that they were favorably disposed to that arrangement. The Special Magistrate
recommends that the following become the full text of Step 4:
Step 4. The parties agree that Arbitrator , Arbitrator
and Arbitrator serving in
rotation, shall resolve grievances arising under this Agreement. In the event that the
grievance is not settled in step 3, either party may submit the grievance to binding
arbitration within ten (10)working days (or within a time period otherwise mutually agreed
to by the Union and County)of the written response of the resolution board, and a hearing
will be scheduled with the next of the aforesaid arbitrators to serve in rotation. Hearings
shall be conducted in accordance with the rules of the Federal Mediation and Conciliation
Service. The Union and the County shall each pay Y:of the arbitrator's fees and expenses.
In the event that any of the aforesaid arbitrators or their successor(s) should permanently
cease to serve as an arbitrator on this panel,the parties will thereupon mutually agree upon
a replacement panel member(s).
ARTICLE 12,PAYROLL DEDUCTION,UNION INITIATION FEES and UNION DUES
Article 12 provides for the County's deduction of Union dues and initiation fees from
bargaining unit members'wages. The Union proposes having the County make a similar deduction of
members' voluntary contributions to the Union's political action committee, termed D.R.I.V.E. The
County declines on the grounds that the objectives of D.R.I.V.E will likely be inimical to those of the
County Commission. Under the Union's proposal, D.R.I.V.E. and not the individual employee would
notify the County of both the employee's decision to voluntarily contribute and the amount of the
contribution. The Special Magistrate recommends against adding this provision because it is an
insurmountable impediment to settlement of the parties' impasse, because it is ancillary to the
essential terms and conditions of employment, and because the effectuation of its terms offers
obvious and fertile opportunities for disagreements.
Exhibit C
County Response dated
11 /4/2010
County of Monroe lkayor George Neugent, i Z
Mayor Pro Tetra,Heather Camrthas,District 3
The Florida Keys 4D Dan" ��es I
n D
Sylvia J.Mutphy,Dletrict 3
Rebut B.ShMinger,County Attorney" Ql11ce of the County
Pedro J.Mercado,Assistant County Attorney err l l(t(Z'h street.Suite Attorney
Susan M.OrLmiey,Assistant County Attorney+ I I I Weal.Strut.
33040
Natilaae W.Cusol,Assistant County Attorney" (303) ea 3 L 33 40
Cynthia L.HaU,Assistant County Attotaay•*
Phone
Chrlsdoe Lltnbcd Harrows,Assistant County A otn yr (305)292-3516—Pax
Demk V.Howard.Assistant Casty Anornoey"
Lisa Granger.Anutent County Attorney
Steven T.Williams,Assistant County Attorney,
gaunt Calif i in City.Canty 8 LOW OwL Lew
November 4,2013
Pia a-mail: Jennifer okwabiftecc.mytlocldacom
Ms.Jennifer OkwabL
Impasse Resolution Coordinator,
Public Employee Relations Commission
Room 135
4050 Esplanade Way
Tallahassee,Florida 32399-0950
Re: Monroe County Board of County CouW*donerWreamstere Local 769
Dear Ms.Okwabi:
As you know,this office refs the Monroe County Board of County Commissioners. On October
10,2013,Monroe County and Teamsters Local 769 conducted an impasse hearing before Special
Magistrate Mack Lurie.
The purpose of this correspondence is to advise you that Monroe Co
unty issued by Special Magistrate Mark Lucie with respect to articles 12 d 3 Monroe Co recommendationss tile
�p Special Magistrate's recommendation with respect to Article 32(remuneration)and Article
24. Because the Special Magistrate's recommendation with respect to Article 36(duration)was made
conditional on the County's acceptance of the recommendation as to Article 32,the County cannot
accept the recommendation as to Article 36.
Monroe County greatly appreciates the services provided by both the Commission and the Special
Magistrate in this matter.
Thank you very much.
Very truly yam,
Cynthia L.Hall
Cc: Special Magistrate Mark Lurie
Mr.Steve Myers,Teamsters Local 769
Exhibit D
Union Response dated 11 /4/2010
Hall-Cynthia
From: Steve Myers <stmyers769@aol.com>
Sent: Monday, November 04, 2013 5:30 PM
To: Hall-Cynthia
Subject: Fwd: PERC SM-2013-037
Attachments: PERC SM-2013-037 rejection letter.pdf,ATT00001.htm
Cynthia:
Attached is a copy of our response to PERC that was faxed this afternoon.
Steve Myers
Begin forwarded message:
From:"Steve"<stmyers769 aol.com>
Date: November 4, 2013 at 2:56:03 PM EST
To:<stmvers769@aol.com>
Subject: PERC SM-2013-037
Steve Myers
Teamsters Local 769
3400 43rd Avenue, Suite 3
Vero Beach, FL. 32960
(772) 978-0011 Office
(772) 978-0013 Fax
1
tKEAy
3400 43rd AVENUE,SUITE 3 !!
MIKE SCOTT Teamsters VERO BEACH,FLORIDA 32960-1808
Phone. (772)978-0011
President 69 1-(800)323-3338 Outside Indian River County
JOSH ZIVALICH WC uni® ]CL®.` Facsimile: (772)978-0013
Sec.-Treas. AFFILIATED WITH INTERNATIONAL BROTHERHOOD OF TEAMSTERS www.Teamsters-Local769.com I
t
November 4,2013 Sent Via Fax:(850)498.9704
E
Public Employee Relations Commission I
Room 135
4050 Esplanade Way
Tallahassee, Florida 32399-0950
Re:Teamsters Local Union No.769/Monroe County
SM-2013-037
Dear Public Employee Relations Commission:
Teamsters Local Union No.769 received Special Magistrate Mark Lurie's recommendations on
October 15,2013, regarding the impasse hearing held on October 10,2013 for case#SM-2013-037.
Teamsters Local Union 769 accepts each of the Special Magistrate recommendations with the
exception of Article 24—Grievance and Arbitration,Step 4.The Union rejects this recommendation
regarding Article 24,Step 4 because the recommendation contains blank spaces for 3 arbitrator's names
to be inserted.The Union was unable to reach an agreement with Monroe County's Chief Negotiator,
Cynthia Hall,as to which 3 arbitrator's names would be inserted.
i
I
Very truly yours, i
ASteve- yers {
C: Cynthia Hall, Esq.
a
Exhibit E
Salary Spreadsheets
FOREMAN-ROADS&BRIDGES
Plans and coordinates dail 'ob assignments and ensure completion of work.
Requires Vo Tech school,certification,traninA or apprenticeshi re uired beyond HS;Class A CDL;Mai
tla p�Jilrttsr k+# ilyiikl4t TiII �i4{ttUF�ft# �ritysllXt prIgt}fldrr+i
C sr i t 1 t i - t tt r Ssi it t
.'t...... p tr t i to y h s a1 Ty ° it A pp { i d /s i t t1e y€i yrfaT f}htf t
t 4 rt ( f 7 Gt t 4 S t { i
tt trah�e t tt ,°t�'t � t
t tt, t trt r r t rr1 t t +}��� }rztt
ri l r !rr ( S �tilit�t j t tt It t t t t t t iti t st £rt It tit t{ 4� 1 t lnta't#lu
1
..,'„t� tt,{,.rs.}Ar,,.
�r t t i t t i SSf a �
1' 't itrttyC'�� i " 1 r'. S1 t trl(t ittH^1 t�
t,i7Ff t t5t, lyt t it t1I7 i t tt �t tt ti i f)ilk ��1 Ott�issli lit�l„1t � 1f�2�{tt tt�t t(44�t:it lei ilt rt t �imf ' �it�t)r ili�i�t7 �t{1 s'�
+tJlt it{�tttr li i�t���itflt tit ii�:�ttt it�tr I�„ t}t tti�ligti i5 t�r{ tt� �71 t151y 1 tt,:-Sltt t���,i�l til l� Stl �ll �tt�l��l�tt ttt4 tji tlt j�
Columbia 67,531 250 $24,107.00 $30,129.00 0-10 yrs 3.693 hrs bi- 3.093 hrs Linda Howard'.
weekly 10-20yrs*62 bi-weekly 386-719-2025
hrs 20+..rs 6.160 hrs
Flegler 98,000 300 No match n/a Lod Elchinger;
leichingerfla
glercourity.org
Jackson i 49,292 235 $27,603,00 n/a Hire-4 yrs 8 hrs month 6 hrs per Elena
5-9 yrs 10 hrs mo 10-14 month Stackowiez
yrs 12 hrs mo 15-19yrs (850)482-
14hrs mo 2044yrs 16 hrs 9633
mo 25-,�Oyrs 18hrs mo
Okeechobee 39,467 140 $28, 07,00 $43,066.00 0-1 yr 5 days yr 1-10 yrs 0-1yr;9 Kim Hopkins i
12 days yr after 10 yrs:21 days yr (863)
days yr 1-20 yrs 16306441
12 days
yr after
10 yrs 12
days Vr
Putnam 73,263 331 No match $38,440.00 1-5 yrs.12 days per yr.!6- 13 days Laurie Parker'
10 yrs.15 days per yr. 11- per yr,
15 yrs.18 days per yr. 16-
20 yrs.20 days per Vr.
Sumter 101,620 $32 947.00 $62,395.20 .PTO-Hire-2nd yr.6.0 bi Same- Rebecca
iwkly, 3rd yr-5th yr.6.75 PTO Moreno
hrs,bi wkly., 6th yr-9th
yr. 7.50 hrs::bi wkly., 10th
yr-14th yr.,8.25 hrs.,bi
Suwanee 43,656 No response
Wakulla 30,818 No response Debbie
Dubose(850),
926-0919 i
X707
ddubos:.e{M')p my
wakulla.com
Walton 55,000 458 FIT 51 P/T No response Hire-5 yrs.!104-hrs-per 4 hrs.per Susan
yr. 5-8 yrs.130 hrs.per pay day Pomante
yr. 8-or more yrs.160.16 (950)892-
hrs.;per yr. 8586
Collier 321,520 1569 i $33,404,80 $52,187.20 beginning of employment to 12 days Ofelia Tall on
2nd yr-2 weeks 3-6 yes.3 per yr. (239)252-
weeks 7-20 yrs.4 weeks 8460
more than 20 yrs.5 weeks ofeliatallon@a c
ollierggv.net
Miami-Dade 2,496,435 26,000 F/T No Match 1-7 yrs 3 hrs bi-wkly 8,- 3-4 hrs.bi (305)375-
additional 24 hrs.9- weekly 4011 or 2686
additional 32 hrs.10-15-
additional 40 hrs.16-
additional 48 hrs.17:-
additional S56 hrs,18'-
i additionali64 hrs. 19
Palm Beach 1,333,187 5228 $37,947.52 $60,444.80 + 13 days the first yr of 13 pd Sue Edgerton'.
employment-15 days 2nd sick days (561)616-
hru 5th yr.-20 days upon per yr. 6869
Broward 1,780,172 7000 $47,767.00 $79,784.00 '15 yrs.�80hrsannually 8hrs,per Kevin
0-10 yrs.120 hrs.annually month Kelleher(305)
11-over 160 hrs,annually. 357-6001
City of KW 24,909 460 $21,569.60 $25,000.00 0-5 yrs.=3.07 5-10 yrs= 3.692 hrs Laura Hamm
4.61,10+yrs.=6.15 305-809-3715
Marathon n/a na/ No response n/a n/a n/a Diana Naylor
305-289-4122
Key Colony n/a na/ No match n/a n/a n/a Kathy
Beach Henniger 305-
289-1212
Layton 830 12 No match n/a n/a n/a MimiYounge
305-664-4667
Islamorada 6,200 99 No match n/a 4.hrs. 4 hrs. Kelly Toth 30
664-6448
Hialeah n/a na/ No response n/a n/a n/a Anna Ramos
305-883-8052
Homestead n/a �na/ No response n/a n/a n/a Nicole Parris
305-224-4465
CUSTODIAN
Performs moderately heavyjanitorial duties in maintaining county bldgs&facilities
Requires HS/GED;D-1 yr experience
# r r td , t�l sa� ssr m}�Xr> I tau 6 g yakxv low rb ri � a�k �me,r
i f'- i r It t i i s���dfs+ a _i r/��p1t#js t 7li� ry7��ai J � r�hsryd�����a35t 'iged4�1716��Q St 1 �F((�iN#ffiQ�I
i i t{ 1 f i; i ) !i +) r -1��/ tl li ped5+�1 i rX II rf 1 i )tlnlpk1 1�#dlyk}
ii:r17 I { ,1( { r {tli l ii i rs
t8; U 3 i1 i
t
�t t I i „f:.. ,ia .r7 t;ul,s r, ,J,,,..ii.�.r ,
/4tillittii "04.��il *lt\ij �Ci ty 1Atit. i, tkl 11i t�ll� df,iy�t Ih �,°t gllrj lyl`' 1 tr,i,
iColumtfa 67,531 250 $16,37'" $20,457.00 0-10 yr$3.693 hrs bi 3.693 his hi-weekly Hire.Howard 3
weekly 10-20 yrs 719-2025
4.62 hrs 20+yrs
6.160 hrs i
Hagler 88,000 300 $19,698.00� $29766.00 20 personal leave day-Par year Fort Elchirngar
laiclitrger�fla91si2.
counly.org
Jaokson 49,222 335 $16,345621 none Him-4 yr.8hrs ahoucsp.-.dth Elena Staakowicz
month 6-9 yrs 10 (850)482 9633
hrs mo 10-14 yrs
12 ht$me 15-
1By.14hrs me 20-
24yrs 16 hrs mfJ
26a6ym 18hrs 0
Okeechobee 39467 140 $18„V&(d).. $28,46800 0-1yr5daysyr 1-0-1yrgdaysyr 120 KIMHopkin-
t0 yrs 12 days yr yr&12 days Ye after f853)76306441
after l0 yrs 21 days 10 yrs 12 days yr
yr
Putnam 73,263 331 No Match: n/a 1-5 yrs.12 days per 13 daya per yr, Launc Parker i.
yr. 6-10 yr.,15
deysperyr,1115
yes.18 days per yr
16-20 yrs,20 days
per yrr.
'Sumter 101620 No Match hla PTO-Him-2ndyr, Same PTO Reddens Moreno:
6 0 bi wkly 3rd yr
5th yr.6.75 hrs pi
wkly.'
61h yr 9th
yr.,7,50 hrs,bi.
wkly., 10th yr-14th
yr.,8.25 hr.,b
wkly.,16th yr and
:ever-9 0 hr-5i
wkl
Suwanee 43,B56 ri—e Ponse
Wakulla 301818 no response Debbie Dubcao
(860)92G0919
X707
dduhoseprrywak:
Walton 55,000 '.458 F/T 51 $S 97 HR $17.05 HR Hire-5 yrs 104- 4 hrs par pay day Susan Pennants
PIT hrs.peryr. 5-8 {950)892-8686
yrs.130 hrs per yr pomsu-an0-
8-or more yrs lalton fl us
16016It per yr
Collier 321,620 1569 No Match NONE beginning of 12 days!paryr Ofelia Tell-(239)
employment to 2hd 1262-8460
yr 2 weeks 3 6 yrs. ofaiatallon@collie
3 weeks 7-20 yrs 4 igov,net
weeks more than 20
I yrs 6 weeks
Miam,Dadc 2 496A35 126,000 FIT $20 78400: $21,557900 1-7 yrs3 hrs bi wkly 3-4 hos bi weeky (305)375-4011 or
8-edditlonal 24 hrs. 2686
9additional 32 h'rs
10.15-additional 40
hrs 16-additional
46 hrs,17
additional 56 hrs
16 additional Bp
hr& 19-atld tonal
72 hrs 20&over
additional 80 hes
Palm Beach 1,333187 5228 $2371220. $37,662.56 13days thefirstyr 13 pd sick days per Sue Edgerton i
ofiemployment-15 Yrl I561)616-9869
days in 2nd th 5th'yr,
-20
days upon.
completion of 10
lBroward 1,780172 7000 $21,59221i $39,96429 !1-5yr$80hrs., 8hr$pe'dedrd, Kevin Kelleher
annually 5-10 yrs_ f 305)357 6001
120hrs amody11
over 160 hrs
annua0y.
City of KW 24.909 460 $10.37 $25,000.00 0-5 yrs=3.07 5-10 3.692 hrs Laura Hamm 305-
yrs=4.61,10+yrs. 809-3715
=6.15
Marathon We us/ No response Is n/a n/a Diana Naylor 305-
289-4122
Key Colony Beach n/a do/ No Match n/a n/a n/a Kathy Hennlger
305-289-1212
Layton 830 12 No Match We n/a n/a Mimi Youngs 305-
664-4667
Islamorada 6,200 99 No Match n/a 4 hrs 4hrs. Kelly Toth 305-
664-6448
Hialeah We na/ No Match We n/a n/a Anna Ramos 305-
883-8052
Florida City n/a na/ Refused to participate n/a n/a n/a Cindy Lyle 305-
245-1861
Homestead n/a no/ No response n/a n/a n/a Nicole Parris 301
MAINTENANCE WORKER
Performs general grounds maintenance in upkeep county property/parks/beaches.Also assists in general maintenance
Requires HS/GED;1-2 yes experience
1t > r£' bplfi ,f r (I'IUlttfir4tIif1it)tt)))thf £ r G1'1pI, t 1 �e� )I t �'�Kkrttl i
tw.,a,s
U, Lrs
Columbia I 67,531 250 $17,181,00 $21,476.00 0-10 yrs 3,693 hrs bi ;3.693 hrs btwueekly, Linda Howard 38&
wkiy,10720 yrs 4,62 719-2025
hrs 4I wkIy;20+yrs
6.160 hrs bt-wkl
Flagler 98,000 300 $20,613.00 $31,293.00 20 personal leave days per year Lori Mdfuriger
to chinger9flaglercou
nty,org
Jackson 49,292 236 $21,430.00 none Hire-4 yrs'8 hrs/mo,; 8 hours per month Mena Staokewicz r
5-9 yrs 10 hrs/mo.; (850)482-9833
10-14',yrs 12
hrs/mo,;15-19yrs
14hrs/ma;20-24yrs
16 hrs/mo,;25-
30yrs 1$hrs/mo.
Okeechobee 39,467 140 $20,738.00 $31,107.00 0-1 yr 5 days/yr;2- 0-lyr9 days{yr 1-26 Kim Hopkins;(863)
10 yrs 12 dayslyr, yrs 12 days yr after 763n6441
11+yes 21 dayslyr ! 10 yrs 12 days yr
Putnam 73,263 331 $18,505.00 $28,711.00 1-5 yrs.12.dayslyr,6- 13 days per yr. Laurie Parker
10 yrs.15 dayslyr;11
15 yrs.18'dayslyr,16-
20 yrs.20 dayslyr
Sumter ! 101,620 195 $28,475.20 $45,260.80 PTO-Hire-2 yrs 6.0 hrs Same-PTO Rebecca Morenoi
bi-wkly 3-5 yrs 6,75
his.bi-wkly;6-9 yr. 1.
7.50 hrs,b£-wkly,10
14 yrs 8.25 hrs,b(
wkfy 15+yrs 9,0 hrs
bi wkly.
I Suwanee 43,656 no response
i
Wakulla 1 30,818 no response'; Debbie Dubose(850)!
926,0919 X707
ddubose@a mywakulla
Walton 55,000 9 F/T.51 P No response'. Hin-5 yrs,104 hrs, 4 hrs.per pay day Susan Pomante
per yr; 5-8 yrs.130 (950)892 6586
hrs.per yr 8+yrs, pprnsusan&o.wafto:
160,16 hrs.per yr._ n.fl.us'
Collier 321,520 1569 $24,668.80 $38,54240 Hire-2yrs'.2 wks/yr 12 days per yr. Ofelia Tallon',(239)
3-6 yrs.3i wks/yr,7- 252-8460
f 20 yrs.4 wks/yr;20+ ofeliatallon@colliergo;
yrs.5 wks/yr. v,not'.
+Miami-Dade. 2,496,435 26,000 FIT $24,918,00 $33,441.20 1-7 yrs3 hrs bi-wldy,8 3-4 hrs.bi-weekly -(305)375-4011 or '
yrs 24 hrs 6-wkly,9 yrs 2686
32 hrs bi-wkly 10-15
yrs 40 hrs.bi-wkly,16
yrs 48 hrs bi-wkty�17 yrs
56 hrs b"-wkly,18 yrs 64 '.
hrs bi-wkly 19 yrs 72
hrs b1 wkly;20+yrs 80
hrs e-wldy
;Palm Beach 1,333,187 5228 $24 363,04 $38,802.40 Hire-1 yr 13 dayslyr; 13 pd sick days per Sue Edgerton(561)
2-9yrs 15 dayslyr yr. 616-6869
10 yrs 20 days/yr
Broward 1,780,172 7000 $22,330.66 $40,764,73 1-5 yrs.86 hrs/yr;6- 8 hrs,per month Kevin Kelleher(305)
10 yrs.120 hrs/yr; 357-600�1
11+yrs 160hrslyr.
City of KW 24,909 460 $21,569.60 $25,000.00 0-5 yrs.-3.07 hrs.per 3.692 hrs Laura Hamm 305-809
pay period; 5-10 yrs= 3715
4.61 hrs.per PP;10+
yr—6.15 hrs/PP
Marathon n/a na/ No response n/a n/a n/a Diana Naylor 305-289
4122
Key Colony Beach n/a na/ No response n/a n/a n/a Kathy Henniger 305-
289-1212
Layton 830 12 No Match n/a n/a n/a Mimi Youngs 305-
664-4667
Islamorada 6,200 99 $29,120.00 $32,676.80 4 hrs 4hrs. Kelly Toth 305-664-
6448
Hialeah n/a na/ No response n/a n/a n/a Anna Ramos 305-88
8052
Homestead n/a na/ No response n/a n/a n/a Nicole Parris 305-22
4465
MAINTENANCE WORKER-ROADS&BRIDGES
Operates various types of maint equip and assists in day-to-day operations of the maint and repair of county roads
Requires HS/GED;1-2 yrs ex ;Class B drivers license
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Columbia 67,531 250 $18,034.00 $22,537.00 0 10 y s 3.G03 h s bi-wkly 3.6$3 hrs br Linda Howard
1(�20 yrs 4,62 h s hr wkUt; weekly 86-719-2025 i
''.... 20+yrs 6.160 hre bi-wLly
Flagler 98,000 300 No Match Lori Elchinger
leiehinger 11ag;
lorcoun -a`
Jackson 49,292 235 $11,326.00 n/a Hire-4 yrs 8 hrslma-;5-9 yrs 8 hours per I Elena
10 hrs/mb.-, 10-14 yrs 12 month i Stao:kowjpz
hrslmo,;15 i9yrs (956)482-9633'
14hrs1mo;20-24yrs 16
hrs/md„25-30yrs
18hrs/mo.
Okeechobee 39,467 140 $23,341.00 $35,011,60 0-1 yr 5 dayslyr.;2-10'yrs 0-1 yr 9 days yr ;Kim Hopkins
12 d ays/yr.;10 yrs 21 1-20 yrs 12 (863)
days yr days yr after 76306441
10 yrs 12 days
yr
Putnam 73,263 331 $16,505.00 $28,711.00 15 yrs.12 days per yr. 6 13 days per yr. Laurie Parker
10 yrs.15 days per yr;11
15 yrs.18 days per yr.; 16
20 yrs.20 days per yr.
Sumter 101,620 195 $20,238.40 $32,177.60 PTO-Hire-2nd yr.60bi Same-PTO Rebecca'
wkly, 3rd yr-5th yr.6.75 Moreno i
hrs.bi wkly., 6th yr-9th
yr.,7.50 hrs,bi wkly.,
10th yr-14th yr.,8.25
hrs.,bi wkly. 15th yr and
Suwanee 43,656 No response
Wakulla 30,818 No response Debbie Dubose:
(850)926-0919�
X707
ddubose@myw
akulla.com I
Walton 55,000 548 FIT 51 P/TI no response Hire-5 yrs.104-hrs.per 4 hrs:;per pay ! Susan
yr. 5-8 yrs.130 hrs.;per day Pomante(950)+,
yr. 8-or more yrs.. 892-8586
160.16 hrs.per yr.: pomsusan@co.
walton.fl.us
Collier 321,520 1569 $31,803.20 $49,712.00 ;beginning;of employment 12 days per yr. <OfeliaTallon
to 2nd yrl-2 weeks 3-6 (239)252-8460,
yrs.3 weeks 7-20 yrs.4 nfeliatallonco!
weeks more than 20 yrs. Iliergov.net
Miami-Dade 2,496 135 26,000 Flf No Match 1-7 yrs 3 hrs bi-wkly 8- 3-4 hrs.bi- (305)375-4011�
add itional24 hrs.9i- weekly or2686
j additional.32 hrs,10-15-
additlonel 40 hrs.16-
additional 48 hrs.17-
additional 56 hrs, 18-
additlonal 64 hrs. 19-
Palm Beach 1 days 333,187 5228 $25,093.12 $39,967.20 13 !,the first yr of 13 pd'sick days Sue Edgerton
employment-15 days per yr. (561)616-6869+
2nd thru 5th yr.-20 days
upon completion of 10
'.Broward 1,780,172 7000 $24,678.64 $45,215,66 1-5 yrs.80 hrs, annually 8 hrs,per Kevin Kelleher'
5-10 yrs.120 hrs.; month (305)357-6001i
annually'11-over 160
hrs.annually.
City of KW 24,909 460 $21,569.60 $25,000.00 0-5 yrs.=3.07 5-10 yrs= 3.692 hrs Laura Hamm
4.61,10+yrs.=6.15 305-809-3715
Marathon n/a na/ No response n/a n/a n/a Diana Naylor
305-289-4122
Key Colony n/a na/ No Match n/a n/a We Kathy Henniger
Beach 305-289-1212
Layton 830 12 No Match n/a n/a We MimiYounge
305-664-4667
Islamorada 6,200 99 $29,120.00 $15.71 4 hrs 4hrs. Kelly Toth 305-
664-6448
Hialeah n/a na/ No response We n/a n/a Anna Ramos
305-883-8052
Homestead n/a na/ No response n/a n/a n/a Nicole Parris
305-224-4465
MASTER ELECTRICIAN
Maintains all eelctrical equipment for buildings.
Requires Vo Tech school;7-10 yrs ex ;Master Electrician certification preferred
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Columbia 67,531 250 $30,680.00 $46,010.00 0-10 yrs 3.693 hrs bi- 3.693 hrs bi- ;Linda Howard',
Weekly ;10-20 yrs 4.62 weekly 386-719-2025
hrs 20+yrs 6,160 hrs
Flagl€:r 98,000 300 no match n/a Lon Elchinger
leichingerfla
lercoun 'gar
Jackson 49,292 235 No match None n/a n/a Elena
Stackowcz
(850)482-
9633
Okeechobee 39,467 140 no match 0-1 yrs days yr 1-14 yrs 0-1 yr 9 days yr Kim Hopkins'
12 days yr; after 10 yrs 21 1-20 yrs 12 (863)
nays yr days yr after 76306441 !
10 yrs 12 days
r
Putnam 73,263 331 No match n/a 1-5 yrs.12',days per yr. 6- 13 days per yr. Laurie Parker i
10 yrs,15 Mays per yr; 11-
15 yrs.18 days per yr; 16-
20 yrs.20 days per yr.
Sumter 101,620 No match n/a PTO-Hire-2nd yr.6,0 bi Same-PTO Rebecca
wkly, 3rd;yr-5th yr.6,75 Moreno
hrs.bi wkly., 6th yr-9th
yr.,7.50 hrs,bi wkly. 10th
yr-14th yr.,8.25hrs.,bi
wkly., 15th yr and over.-
Suwanee 43,656 Noresponse
Wakulla 30,818 No response Debbie
Dubose(850)
926-0919
X707
ddubose cmy
wakulla.corn
Walton 55,000 458;F/T 51 P/T No response Hire-5 yrs.104-hrs.per 4 hrs.per pay Susani
yr. 5-8 yrs.130 hrs_per day Pomante(950),
yr. 8-or more yrs.160.16 892-8586
h rg.per yr, pomsusan a@co
Collier 321,520 1569 $43,264.00 $63,648.D0 beginning of employment 12 days per yr. Ofelia Tallon
to 2nd yr-2 weeks 3-6 yrs. (239)252-
3 weeks 7-20 yrs.4 8460
weeks more than 20 yrs.5 ofeliatallon@c
reeks ollier ov.het
Miami-Dade 2,496,435 26,000 FIT $44,416.84 $64,779.D0 i 1-7 yrs 3 hrs bi-wkly8- 3-4 hrs.bi- I (305)375- i
additional24 hrs.9- Weekly 4D11 or 2686
,I additional,'32 hrs.10-15-
additional 40 hrs.1�6-
additio0sl 48 hrs.17-
additional 56 hrs. 18-
additional 64 hrs. 1�9-
additional 72 hrs.20&
Palm Beach 1,333,187 5228 $40,266,72 $64,118.08 13 days the first yr of 13 pd sick Sue Edgerton
employment-15 days 2nd days per yr. (561)61;6-
thru 5th yr:-20 days}span 6869'
completion of 10 yrs,
Broward ! 1,780,172 7000 $33,312,03 $60,809.84 1-5 yrs.80 hrs. annually 8 Mrs.per Kevin Kelleher:
5-10 yrs.1,20 hrs,annually month (305)357-
11-over 160 hrs. 6001_i
annual) .
City of KW 24,909 460 $21,569.60 $25,000.00 0-5 yrs.=3.07 5-10 yrs= 3.692 hrs Laura Hamm
4.61,10+yrs.=6.15 305-809-3715
Marathon n/a na/ No response n/a n/a n/a Diana Naylor
305-289-4122
Key Colony n/a na/ No match n/a n/a n/a Kathy
Beach Henniger 305-
289-1212
Layton 830 12 No match n/a n/a n/a Mimi Younge
305-664-4667
Islamorada 6,200 99 No match n/a 4 hrs 4hrs. Kelly Toth 305-
664-6448
Hialeah n/a na/ No response n/a n/a n/a Anna Ramos
305-883-8052
Homestead n/a na/ No response n/a n/a n/a Nicole Parris
305-224-4465
SUPERVISOR-FACILITIES MAINTENANCE
Maintains county facilities,grounds,parks&beaches.Plans,schedules and supervises employees on work to b
Requires Bachelor degree. Combination of training and/or related exp ma subst for educ require ent
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,
Columbia 67,531 250 $29,224,00+ $43,826,00 0-G1 o yrs 3.693 hrs bi- 3.693 hrs bi Linda Howard''
weekly 10-20 iyrs 4.62 weekly i 396-719.2025
hrs 20+yrs 6.160 bra
Flagler 98,000 300 No match nIa" LoriElch(nger
leichingertla
glercounty.org
;Jackson 49,292 235 No match none Hire;-4 yrs 8 fire month r8 hrs.per Elena
5.9 yrs 10 hrs m6 10- month Stackowtoz
14 yrs 12 hrs me 15- (850)432
19yrs 14hrs mr 20- 9633
24rs 16 hrs me 25-
30 rs 18hrs me
Okeechobee 39,467 140 $29,587.00 $44,351.00 0-1 yr 5 days yr 1-10 0-1 yr 9 days yr Kim Hankins
yrs 12 days yr after 10 1-20 yrs 12 (863)
yrs 21 days yr days yr after 76306441
10 yrs 12 days
r
Putnam 73,263 331 INO match 1-5.yrs,12 days per yr. 13 days per yr. Laurie Parker
6-10 yrs.15 days per yr.
11-15 yrs.18 days per
yr, 16-20 yrs.20 days
Sumter 101,620 $38126,40 $60,611.20 PTO-Hire-2nd yr.6.0 Same-PTO, Rebecca
bi wkly, 3rd yr-.5th yr. Moreno
6,75 hrs.bi wkly,, 6th yr
9th yr,,7.50 hrs.bi wkly.,
10th yr-14th yr.,8.25
hrs;,bi wkly., 15th yr
and over.-9.0',hrs bi
Suwanee 43,656 No response
Wakulla 30,818 norresponse Debbie
Dubose(850)..;
926-0919
X707
dduboset@my!
wakull a cam
;Walton 55,000 458 FIT 51 PIT No response Hire-5 yrs.104-:hrs,per 4 hrs.per pay Susan
yr. 5-8 yrs.130 hrs. day Pomante;19,0)1
per yr. 8-or more yrs. 892-8686
160.16 hrs.per yr. pomsusan@co
Collier 321,520 1569 $43 281,00 i $63,649.00 beginning of 12 days per yr. Ofelia Tallon
employment to 2nd yr-2 (239)252-
weeks 3-6 yrs.3 weeks 8460
7-20 yrs.4 weeks more ofellatallpn@c
than 20 yrs.5 weeks olliergoy.net
Miami-Dade 2,496 435 26,000 FIT $46,473.961 $67,781.74 1-7 yrs 3 hrs bi-wkly 8- 3-4 hrs.bi- (305)3;75-
additional 24 ms.9- weekly 4011 or 2686
additional 32 hrs 10-15-
additional 40 hrs.16-
additional 48 hrs.17-
additipnal 56 hrs. 18-
addltlonal 64 hrs. 19-
additional 72 hrs.20&
Palm Beach 1,333 187 26,000 FIT $46,681,44 i $74,34136 13 days the first yr of f13 pd sick Sue Edgerton;
employment-15 days days per yr.;. (561).616-
2nd thru 5th yr.-20 days 6869
upon completion of 10
Broward 1,780,172 47767 $47,767.00 $79,784.00 i1-5 yrs.80 hrs, i8 hrs,per Kevin Kelleher'.
annually 5-10 yrs.120 month (305)3,57-
hrs.;annually 11-over 6001
1.60 hrs.annual].
City of KW 24,909 460 $21,569.60 $25,000.00 0-5 yrs.=3.07 5-10 yrs 3.692 hrs Laura Hamm
=4.61,10+yrs.=6.15 305-809-3715
Marathon n/a na/ No response n/a n/a n/a Diana Naylor
305-289-4122
Key Colony n/a na/ No matches n/a n/a n/a Kathy
Beach Henniger 305-
289-1212
Layton 830 12 No matches n/a n/a n/a MimiYounge
305-664-4667
Islamorada 6,200 99 $34,944.00 $21.80 n/a n/a Kelly Toth 305
664-6448
Hialeah n/a na/ No response We n/a n/a Anna Ramos
305-883-8052
Homestead n/a �na/ No response n/a n/a n/a Nicole Parris
305-224-4465
SR TECH-MAINTENANCE
Responsible for preventative mainteance and upkeep of facilities.
Requires Vo Tech school,certification,traning or app enticeship required beyond HS
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�tili.}
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1
{t r
Columbia 67,531 260 No Match 0-10 yrs 3.693 hrs bi- 1693 hrs bi- Linda Howard
weekly 10-20 yrs 4.62 weakly 386-719-2025
hrs 20+ rs 6.160 hrs
Flaglar 98,000 300 No match Lori Elchinger
loichmger flagl
ercount;_or
Jackson 49,292 235 $28,980A0 n/a Hire-4 yrs 8 hrs month a hours per IElena
5 9 yrs 10 hrs mol 10-14 month Stackowicz(850)
yrs 12 hrs mo 15-19yrs 482-9633
14hrs mo 20-24yrs 16
hrs mo 25-30yrs 18hrs
mo
Okeechobee 39,467 140 $26,271.00 $39,406,00 0-1 yr 5 daysjyr 1-10 yrs 0-1yr 9 days yr Kim Hopkins
12!days yr after 10 yrs 21 1-20 yrs 12 days (863)76306441
days yr yr after 10 yrs
12 days yr
Putnam 73,263 331 $32,746,00 $50,753.00 1-5 yrs.12 days per yr. 6- 13 days per yr, Laurie Parker
10iyrs,15 days per yr. 11-
15yrs.18 days per yr. 16-
20 rs.20 da s er r
Sumter 101,620 195 $32,947.00 $52,395.20 PTO-Hire-2nd yr.6.0ibi Same-PTO Rebecca
wkly, 3rd yr-5th yr.6.75 Morello
hrs,bi wkly.,';6th yr-9th
yr 7.50 hrs.bi wkly., 1Qth
yr-14th yr.,i8.25 hrs.,bi
wkly., 15th yr and over.-
9.0 hrs bi wkly,
Suwanee i 43,656 No response
Wakulla ' 30,818 No response Debbie Dubose
(850)926-0919
X707
Walton 55,000 8 F/T 51 F No response I Hire-5 yrs.104-hrs.per 4 hrs;per pay Susan Pomante'
yr. 5-8 yrs.130 hrs.per day (950)892-8586',
yr, 8-or more yrs.160.16 pomsusan@co.
hrs,per yr. walton.h.us
Collier I 321,520 1569 $31,803.20 $49,712.00 beginning of employment 12 days per yr. Ofelia Tallon
to 2nd yr-2 weeks 3-6 yrs. (239)252-8460,
�3 weeks 7 20 yrs.4' ofeliatallon@colli'
weeks more than 20 yrs.5 ergov.net
weeks
Miami-Dade 2,496,435 26,000 FIT $38,777.70 $56,219.80 1-7 yrs 3 hrs bi-wily 8! 3-4 hrs.bi- (305)375 4011
additional 24 hrs.9- weekly or 2686
additional 32 hrs.10-15-
additional 40 hrs.16
additional 48 hrs.17-
additional 56 hrs, 18-
additional 64 hrs. 19-
additional 72 hrs.20&over
Palm Beach 1,333,187 5228 $29,076.32 $46,307.04 13 days the first yr of 13 pd kick days Sue Edgerton
employment-15 days 2hd per yr. (561)616-6869 i
thru 5th yr.-20 days upon
Broward 1,780,172 7000 $24,768.64 $45,215.64 1-5 yrs.80 hrs. annually 8 hrs.per month' Kevin Kelleher
5-10 yrs.120 hrs.annually (305)357-6001
11-over 160 hrs.annually.
City of KW 24,909 460 $21,569.60 $25,000.00 0-5 yrs.=3.07 5-10 yrs= TT" Laura Hamm
4.61,10+yrs.=6.15 305 809-3715
Marathon n/a na/ No response n/a n/a n/a Diana Naylor
305-289-4122
Key Colony n/a na/ No match n/a n/a n/a Kathy Henniger
Beach 305-289-1212
Layton 830 12 No match n/a n/a n/a Mimi Younge
305-664-4667
Islamorada 6,200 99 No match n/a n/a n/a Kelly Toth 305-
664-6448
Hialeah n/a na/ No response n/a n/a n/a Anna Ramos
305-883-8052
Homestead n/a na/ No response n/a n/a n/a Nicole Parris 30
224-4465
MECHANIC I if no mechanic,see if they have a mobile mechanic-see that job desc
Repairs and maintains fleet vehicles under direction of more highly skilled mechanic/supervisor
Requires HS/GED;1-2 yrs ex ;Must obtain Class B CDL within 9 months of em Io ment
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I t� t
Ilk7i
Columbia 67,531 250 $24,107.00 $36,150.00 0-10 yts 3.693 hrs bl- 3.693 hrs bl- Linda Howard
weekly 10-20 yrs 4.62 weekly 386-719-2025
hrs 20+vrs 6.160 hrs
Flagler 98,000 300 No match n/a Lori Elchinger
leeichinger@tlagl'
ercountv.orfl
Jackson 49,292 235 $26,463.00 none Hire-4;yrs 8 hrs month n/a Elena
5-9 yrs 10 hrs mo:10-14 Stackowlez
yrs 12 hrs mot i5-i9yrs (850)482-9633:
14hrs mo! 20-24yrs 16 hrs
mo 25=30yrs i8hrs mo
Okeechobee 39,467 140 $27 870.00 $41,845.00 0-1 yr 6 days yr 1-10 yrs 0.1yr 9 bays;yr Kim Hopkins
12 days yr after 10 yrs 21 140 yrs 12 (863)76306441!
days yr days yr after
10 yrs 12 days
yr
Putnam 73,263 331 No match 1-5 yrs.1�2 days per yr. 6- 13 days per yr. Laurie Parker
10 yrs.15 days per yr. 11-
15 yrs.18 days per yr. 16-
20 yrs.20 days per yr.
Sumter 101,620 195 $28,475,20 $45,260,80 ± PTO-Hire-2nd yr;6.0 bl Same-PTO Rebecca
wkly, 3rd yr-5th yr.6.75 Moreno
hrs.bi wkly. 6th yr-9th
yr.,7.50 hrs.bi wkly., 10th
yr-14th yr.,8.25 hrs.,bi
wkly., 15th yr and over.-
Suwanee I 43,656 No response
Wakulla 30,818 No response Debbie Dubose
(850)926-0919
X707
ddubase@myw
akylla.com
Walton 55,000 58 F/T 51 P no response Hire-5 yrs.104-hrs.per 4 hrs,per pay Susan Pomante
yr. 5-_8 yrs.130 hrs,per day (950)892-8586
yr. 8-or more yrs.160.16 pomsusan@co.
firs.per yr. walton.fl.us
Collrer i 321,520 1569 $31,803.20 $49,712.00 beginning of employment to 12 days per yr. Qfelia Tall on
2nd yr-2 weeks 3-6 yrs.3 (239)252-8460
weeks 7.20 yrs.4 weeks ofeliatallon@coll�
more than 20 yrs.6 weeks iergov.net
Miami-Dade 2,496,435 26,000 F/T !$27,981,20 $38,689.30 1-7 yrs 3 Mrs bi-wkly 8- 3-4 hrs.bi- (305)375-4011
additional24 hrs;9- weekly or2686
additional 32 hrs.10-15-
additional 40 hrs,!16-
additional 48 hrs,,17-
additional 56 hrs.':18-
additional 64 hrs._+19-
P,alm Beach 1,333,187 6228 $34,731,84 $55,315.52 i 13 days the first yr of 13 pd sick days Sue Edgerton
employment-15 days 2nd per yr. i (561).616-68691
thru 5th yr.-20 days upon
Broward t 1,780,172 7000 $48,235.00 $60,778.00 1-5 yrs.80 hrs, annually 5 8 hrs.per month Kevin Kelleher
10 yrs.120 hrs.annually 11 (305)357--6001
-over 160 hrs.annually.
City of KW 24,909 460 $29,494.40 $25,000.00 0-5 yrs.=3.07 5-10 yrs= 3.692 hrs Laura Hamm
4.61,10+yrs.=6.15 305-809-3715
Marathon n/a na/ No response n/a n/a n/a Diana Naylor
305-239-4122
Key Colony n/a na/ No match n/a n/a n/a Kathy Henniger
Beach 305-289-1212
Layton 830 12 No match n/a n/a n/a Mimi Younge
305-664-4667
Islamorada 6,200 99 No match n/a n/a n/a Kelly Toth 305-
664-6448
Hialeah n/a na/ No response n/a n/a n/a Anna Ramos
305-883-8052
Homestead n/a na/ No response n/a n/a n/a Nicole Parris
305-224-4465
TRANSPORTATION DRIVER
Transports the elderly,disabled or disadvantaged veterans or social services clients to and from distination
Requires HS/GED;1-2 yrs ex ;Class B CDL with passenqer&airbreak endorsement
\\££t,,;
,.,.t„'}'r�'{��r{gr'�II' r�� i(r -.yt 3r lt}' '�iil ! ti „':1 II�y ail .:`•Ilri i}11,-;7 ! ;r 1,1(�t t� ! Iy,G!} �} -f r llr ,l lily 3�11t�t ��pp s irl £. £
'i i
.,
Columbia 67,531 250 No match 0-10 yes 3.693 hrs blweekly 3.693 hrs bi- Linda Howard
10-20 yrs 4.,62 hrs 20+yrs weekly 386-719-2025
6.160 hrs
Hagler 98,000 300 No match n/a Lori Elchinger
leichinger@flagle�
rcount.or
Jackson 49,292 235 No match n/a n/a Elena Stackowicz
(850)482-9633
Okeechobee 39,467 140 $19,548.00' $29,322,00 0-1 yr 5 days yr 1-10 yrs 12 0-1 yr 9 days yr Kim Hopkins
days yr after 10 yrs 21 days 1-20 yrs 12 (863)765306441
yr days yr after
10 yrs 12 days
r
Putnam' 73,263 331 No match n/a 1-5 yrs.12 days per yr. 6-10 13 clays per yrs Lauri:Parker
yrs.15 days per yr. 11-15
yrs.18 days per yr. 16-20
yrs.20 days peryr.
Sumter 101,620 No match n/a PTO-Hire-2nd yr.6.0 bi Same-PTO Rebecca Moreno:
wkly, 3rd yr-5th yr.6.75 hrs.
bi wkly., 6th yr-9th yr.,7.50
hrs,bi wkly., {10th yr-14th
yr.,8.25 hrs.,dl wkly., 15th yr
and over.-9.0 hrs bi wkly.
Suwanee 43,656 No response
Wakulla( 30,818 No response Debbie;Dubose i
(850)926-0919'
X707
Walton 55,000 456 F/T 51i P/T No response Hire-5 yrs.104-hrs.per yr. 4 hrs.per pay Susan Pomante
5-8 yrs.130 hrs.per yr. 8- day (950)892-8586
or more yrs.160.16 hrs.per pomsusan@co.w
yr. alton.fl.us
Collier 321,520 1569 No match beginning of employment to 12 days per yr: Ofel!a Tall on
2nd yr-2 weeks 3-6 yrg.3 (239)252-8460
weeks 7-20;yrs.4weeks ofeliatallon@collie
more than 20 yrs.5 weeks ergov.net
Miami-Dade 2,496,435 ' 26000 F/T No match i 1=7 yrs 3 hrs bi-wkly 8'- 3-4 hrs,bi- (305)3�75-4011
additional24 hrs.9 weekly or2686
additional 32 hrs.10-15-
additional 40 hrs.16-
additional 48 hrs.17'-
additional 56 hrs.additiona,64hrs.hr 1
Palm Beach 1,333,187 5228 $23,712.00 $37,662.56 13 days the first yr of 13 pd sick days Sue Edgerton
employment-15 days 2nd per yr. (561)616-6869
thru 5th yr.-20 days upon
completion of 10 yrs;
Broward 1,780,172 7000 No match 1-5 yrs.80 hrs. annually 5- 8'hrs.per Kevin Kelleher
10 yrs.120 hrs.annually 11- month (305)357-6001
over 160 hrs.annually.
City of KW 24,909 460 $21,569.60 $25,000.00 0-5 yrs.=3.07 5-10 yrs= 3.692 hrs Laura Hamm 305
4.61 10+Vrs.=6.15 809-3715
Marathon n/a na/ No response n/a n/a n/a Diana Naylor 305
289-4122
Key Colony n/a na/ No match n/a n/a n/a Kathy Henniger
Beach 305-289-1212
Layton 830 12 No match n/a n/a n/a Mimi Younge 305
664-4667
Islamorada 6,200 99 No match n/a n/a n/a Kelly Toth 305-
664-6448
Hialeah n/a na/ No response n/a n/a n/a Anna Ramos 305
883-8052
Homestead n/a na/ No response n/a n/a n/a Nicole Parris 305
224-4465
F .
Union E-mail dated 11 / 14/2013
Hall-Cynthia
From: Steve <stmyers769@aol.com>
Sent: Thursday, November 14,2013 9:13 AM
To: Hall-Cynthia;County Commissioners and Aides
Cc: Gastesi-Roman;Shillinger-Bob;Wilson-Kevin;Aguiar-Teresa; Brentnall-George;Graham-
Sheryl;Cyr-Connie;David Renshaw
Subject: RE: Monroe County/Teamsters Local 769,Impasse Hearing
Cynthia:
I have called the Public Employees Relations Commission to discuss your impasse rejection letter which you submitted.
Based on my phone conversation with PERC the Union believes that the County's rejection letter was deficient for the
following reasons:
• PERC verified that the County's rejection letter was received on November 4,2013 at 5:06PM,which means it
was not considered received until the 21't day;
• The County rejection letter failed to state the cause for rejecting Special Magistrate Lurie's Remuneration
recommendation.
Both of the aforementioned reasons are requirements in accordance with PERC rule 60CC-3.008.
Therefore,the Unions position before the Commission is that only Article 24.4—Step 4 is the only impasse issue.The
Union proposes to maintain status quo with respect to Article 24.4—Step 4.
1 look forward to seeing you at the impasse hearing on November 18,2013.
Sincerely,
Steve Myers
Teamsters Local Union No.769
From: Hall-Cynthia [mailto:Hal l-Cynthiaca)MonroeCounly FL Govl
Sent: Friday, November 08, 2013 8:28 AM
To: County Commissioners and Aides
Cc: Gastesi-Raman; Shillinger-Bab; Wilson-Kevin; Aguiar-Teresa; Brentnall-George; Graham-Sheryl; Steve Myers; Cyr-
Connie
Subject: Monroe County/Teamsters Local 769, Impasse Hearing
Mayor and Commissioners:
In preparation for your November 18,2013 special meeting, please see the attached. I will send the
RID�Y spreadsheets referenced in the memo in a separate e-mail.
A
Thank you.
14N Cynthia L. Hall,Esq.
CER� Assistant County Attorney
CITY,COUNTY Monroe County Attorney's Office
&LOCAL 1111 12th Street,Suite 408
GOVERNMENT LAW Key West,FL 33040
i
Exhibit G
Salary History Chart
DATE Cost of Merit Other FAY RANGS
Lm
[ eraase
O 1996 396 1 S9Oi FY 96/97 NIA
October 1997 4'K 0 Coopers&Lybrand Study--BB`s Sim greater FY 97M
of minimum or ft New established
11 million added to for raalasses
0--1993 % Q FY 98M No
chiiija
October 1999 0 Range Upper - Middla - Lower FY 991Q0 No chimp
Out &5% 5.7% 4.9%
Sads 4.1% 3.3% 2.5%
1.6% 0.9% 0
October—200t1 0 Sam as above FY 00/01 Inaeased S.296 October 20Q 1 0 0 Distrnbmted 7%Act Boatd t FY OtA02 lacraased 79b
Oaoabc�2002 41194 0 1;rYQ2�D Naeba
OctobGr2003 2.44i 0
October 2 -FY Q3(04 No
A 1 2005 0°i6 0 DlstrlbuEed S�6 Across Hoard FY tt4/03 Incr�sed-1
October 1,2005 3.336 S% *Merit lna w awarded on t N/A
�dam(� �P�'s FY 0S/06 Increased 3.395
S+a Wktory evahmdon) (ab o: boa entry salary opr
r 1, 3% 'Chem�a of potiay-Amdversery Dane N 17.2994
October 1, when employee ban a tramsfet
(BBCappm*S/1 raclasstsrti�which also mm to aim salary
May Ilk 20Q6
Incx+easa is pay plan ranges due to no 02/03.49G;03/04-2.4 04tOS
October 1,2006 3A% °t 6.596 3.4 OS/a1-339i►
06M S96 Merit Iaccease awarded on employee's FY 06/07 Increased 3.4%
WIRWasary date(with Sgm&cMy evahmd=) Nta►-Union dt T
Teatusters w Sam as Non-Union
Ocbtur 1,2007 emsters
�F-3%CoUj a 3-3% IAFF:3%07/(� _ 396 T COLA None for non-umlon
3%Uff COLA&3-3%step 3%for IAFF
08/09 1 22fiO3 Name for T
4.17b Team sun COLA 096 farOwn-union
098 IAFF 3%for IAFF
O+L 1,2Q09 0% -Union 096 Teatmage
09110 0%Teea�ers COLA
IAFF: 3%COLA A 3-3%STEP R#br Tampa
0%non�Union 1,2Q10 0%for IA FF(added another stop
October -- -- 095 T COLA 1
loll 1 IAFF;3%COLA dt 3-3%SM p wn for eon-tmfoo
0%Non-Union 0%fbr Tesumon
3%for IAFF
October 1,2011 � Noo-Utniaa 11/12 IAFF;096.DROP None
ranp '3%of the 5%for non-DROP em loyc
to mmke no for 3%pay lost star�g July
October 1 2012 I N-e
Norm Flts amtribution.
None None