R92-216RESOLUTION NO. R92-~/~
A RESOLUTION- OF THE CITY COMMISSION OF
THE CITY OF BOYNTON BEACH, FLORIDA,
AUTHORIZING AND DIRECTING THE MAYOR AND
CiTY CLERK TO EXECUTE THE 1991/94
AGREEMENT BETWEEN THE CITY OF BOYNTON
BEACH AND INTERNATIONAL BROTHERHOOD OF
FIREMEN AND OILERS (I.B.F.& O,); A COPY
OF SAID AGREEMENT BEING ATTACHED HERETO
AS EXHIBIT "A"; AND PROVIDING AN
EFFECTIVE DA?E.
WHEREAS, the City Commission of the City of Boynton Beach
deems it to be in the best interests of the citizens and residents
of the City of Boynton Beach, Florida, to enter into an Agreement
with International Brotherhood of Firemen & Oilers (I.B.F.& O.);
and
NOW, THEREFORE, BE IT RESOLVED BY THE CITY COMMISSION OF THE
CITY OF BOYNTON BEACH, FLORIDA THAT:
Section i. The Mayor and City Clerk are hereby authorized
and directed to execute an Agreement between the City of Boynton
Beach, Florida and I.B.F.& O., which agreement is attached hereto
as Exhibit "A~.
Section 2. This Resolution shall take effect immediately
upon passage.
PASSED AND ADOPTED this /J day of December, 1992.
CITY OF BOYNTON BEACH,
mayor
FLORIDA
Commissioner
ATTES%':
Ci~' Clerk
Corporate Seal )
oner
C ~issi~r
Authsig.doc
IBF&O.AGR
12/16/~2
1991/94 AGREEMENT
BETWEEN
CITY OF BOYNTON BEACH, FLORIDA
INTERNATIONAL BROT~'~RHOOD OF
FIREMEN ~AND OILERS
TABLE OF CONTENTS
Article
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Pkeamble ...............................
Recognition ............................
Rights of Employees. . .
Strikes .............
Non-Discrimination .....................
~ity .............
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and~Overtime
Clause .....................
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Section 1. This Agreement is entered into by the City of Boynton
Beach, Florida hereinafter referred to as the "City" and the
International Brotherhood of Firemen and Oilers, AFL-CIO, Local
1227 hereinafter referred to as the "Union".
The general purpose of this Agreement is to set forth terms and
conditions of employment and to promote orderly and meaningful
labor relations for the mutual benefit of the City of Boynton
Beach in its capacity as an employer, the employees, and the citi-
zens of the City of Boynton Beach. The parties recognized that
the best interest of the community and the Job security of the
employees of the City depend upon the City's success in
establishing and maintaining effective, proper and superior ser-
vice to the community.
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ARTICLE 2
RECOGNITION
Section 1. The City. hereby recognizes the International
Brotherhood of ~iremen andOilers, Local 1227 as exclusive represen-
tatives for the purpose of bargaining collectively with the City
relative to salaries and other conditions of employment for all
employees in t~e below described bargaining, unit. The Union
recognizes its ~sponsibilities for representing the interests of
Cit es,
and ffecting their subject to
the express forth in this Agreement.
Section 2. The bargaining unit shall cons£s~ of the following:
Included: Ail employees of the City of Boynton employed in the
Public Works Department, utilities Department, Parks and
Recreation Department, Street Department, Warehouse Department,
the Greenskeeper, Golf Course Maintenance Mechanic (a.k.a. Golf
Course Equipment Mechanic) end Golf Csrt Mechanic in the Golf
Course Department and Lifeguards below Foreman level.
Excluded: Ail part-time and seasonal employee, employees of the
Police and Fire Departments, all clerical employees, all mana-
gerial employees, all foremen, all supervisors, all technical
employees and lifeguard captain.
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ARTICLE 3
RIGHTS OP EMPLOYR~S
Section 1. The Employees in the bargaining unit shall have the
right to join or assist the Union or to refrain from any such
activity.
Section 2. The City agrees to the preservation of employee
rights as described in this Article. Nothing in the Agreement
shall require an employee to become or to remain a member of the
Union or to pay any monies to the Union.
Section 3. Ail provisions of this Agreement shall be applied
fairly, and equitably to all employees in the Bargaining Unit.
Section 4. Employees may request a Union representative be pre-
sent when they believe a meeting with a supervisor may lead to
discussion which could form the basis of disciplinary action.
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ART'r CLE ·
Section 1. T~e Firemen and Oilers Union, AFL-CIO, Local 1227 or
their member agents or designee, agree during the life of this
Agreement that they shall have no right to engage in any work
stoppages,_ slow down, strike,, or un~awful~ ~ picketing.
2. In the event Of a strike, work st0ppage or inter-
ference With the operation and accomplishment ofthemission of
the City Administration, a state or international representative
of the Union shall promptly and publicly disavow such strike or
work stoppage and order the employees to return to work and
attempt to bring about prompt resumption of normal operations.
The Union representatives shall notify the City 12 hours after
commencement of such strike, what legitimate measures it has
taken to comply with the provisions of this article.
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NON-DISCrIMINATION
Section 1. The Employer and the Union agree that the basic
intent of this Agreement is to provide a fair days work in return
for a fair days pay to provide conditions of employment suitable
to maintain a competent work force. The Employerand~the Union
agree that all provisions of the Agreement shall be applied to
all employees covered by it and the Employer and Union affirm
their joint opposition to any discriminatory practices to the
extent prohibited by law in connection with employment.
Section 2. The Union agrees to support the City's Affirmative
Action Program.
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ARTICLE
REPRESENTATION OF THE CITY
Section 1. The C~ty shall be represented by the City Manager,
a person~or persons designated in writing to the Union by the
City Manager. The City Manager shall have authority to execute
an~ Ag~mement~m~behalf of the City, subject to approval by the
Or
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UNION REPRESENTATION
Section 1. The Union, as representatives of the employees in the
bargaining unit covered by the Agreement, shall have the right to
present its views to Management on matters of concern either
orally or in writing.
Section 2. The Employer agrees to recognize the officers, and
stewards designated by the Union as agents of the Union. The
Union shall furnish written notice to the City Manager's office
of such Union office or stewardship prior to its becoming effec-
tive. The Employer recognizes the right of the Union to
designate seven (7) stewards and one chief steward from among the
regular permanent employees in the specified divisions.
Section 3. Non employee officials of the Union as designated
hereinabove, shall, with proper notification, be admitted to the
property of the employer for purposes of administering the
Agreement. Union officials as designated above shall only be
able to meet with employees in non-work areas (i.e., break areas)
and during non-work time.
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Section 4. The department head will grant Union leave without
pay for up to two officers or stewards of the Union for up to a
total of thirty (30) days per year in order that they may attend
conferences, seminars and similar events related to their repre-
sentative function provided the leave does not effect a major
project in the department.
Section 5. The eight (8) stewards as designa%ed herein may be
released with pay in the sole discretion of the supervisor for
purposes of grievance handling and investigation, up to an accum-
mulative total of 88 hours (11 hours per steward) pay per year.
Hours may be transfered from steward to steward, provided the
total does not exceed 88 hours. If the to~al hours used exceed
88, then stewards may be released without pay.
Section 6. The membership of the Bargaining unit shall be repre-
sented by the President of the Union or by a person or persons
designated in writing to the City Manager. The President of the
Union, or the person or persons designated shall have full
authority to conclude a Collective Bargaiaing Agreement on behalf
of the union subject to a majority vote of those members of the
Bargaining unit voting On the question of ratification. It is
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understood that the Union representative or representatives are
the official representative of the Union for the purpose of nego-
tiating with the City. Such negotiations entered into with per-
sons other than those defined herein, regardless of their
position or association with the Union, shall be deemed
unauthorized and shall have no weight or authority in committing
or in any way obligating the Union. It shall be the respon-
sibility of the Union to notify the City Manager in writing of
any changes in the designation of any certified representative of
the Union.
Section 7. There shall be created a Union time 9ool. Each
employee shall beallowed to voluntarily contribute, during the
months of October and April, annual leave for Union business.
The City will notify employees of the time frame to sign up.
This time may be used for Union business, including negotiations,
upon request by the Union steward. A written request for the
Union time pool shall be submitted to the department head or the
designee in advance of the requested time off for attending con-
ferences, seminars, Union negotiations, grievance investigation
or hearings, etc. Time off shall be subject to the ability to
maintain efficiency of the operation during the absence of this
Union representative.
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BULLETIN BOARDS
Section 1. The Union shall be provided space on bulletin boards
at each location so designated by the Employer in the areas where
unit employees normally are assigned to work for the use of the
International Brotherhood of Firemen and Oilers Union, Local No.
1227. These bulletin boards shall heu~edf0r~posting union noti-
A. Notices of Union recreational and social affairs.
B. Notices of Union elect~ons and results of such elections.
C. Notices of Union appointments and other official Union
business.
D. Notices of Union meetings.
Section 2. All other information, including any notices con-
taining any information other than purpose, date, time and place,
may be posted on such designated areas and the Union shall fur-
nish the City Manager's office with a copy. Ail costs incident
to preparing and posting of Union materials will be borne by the
Union. The Union is responsible for posting and removing
approved material on its bulletin board and for maintaining such
bulletin boards in an orderly condition.
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ARTICLE 9
(~IEVARCE
Section 1. A'grievance is defined as a dispute or disagreement
involving the application or interpretation of this Agreement.
Issues or disputes which are not grievances as so defined shall
not be subject to arbitration, but may be processed through the
grievance procedure. The term "day" shall mean, employee work-
day, Monday through Friday, exclusive of holidays recognized in
this Agreement.
section 2 No employee or group of employees may refuse to
follow directions pending the outcome of a grievance. Employees
in the bargaining unit will follow all written and verbal direc-
tives, unless the employee has an objective basis to believe that
his/her health and safety is threatened. Compliance with such
directives will not in any way prejudice the employee,s right to
file a grievance within the time limits contained herein, nor
shall compliance affect the ultimate resolution of the grievance.
The parties agree that the grievance procedure shall be the sole
and exclusive method for resolving any dispute involving the
application or interpretation of this Agreement. However,
grievances over rights provided for in this Agreement which are
also explicitly provided for in the Civil Service Rules may be
reviewed through the Civil Service procedures or this grievance
procedure, but not both.
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Section ~. Ail grievance statements of appeal and answer must be
in writing. Grievances not appealed to the next higher step
within the prescribed time limits will be considered settled on
the basis of the last answer by Management. Failure by
Management to observe time limits for any step of the grievance
procedure shall entitle the employee to advance the grievance to
th~ next Step'. Grievance time limits may be extended by mutual
written agreement of the uhion and the City.
Section 4.
Step
Grievance and Appeal Procedure Steps
1. within Five (5) working days of the incident or the
time which the employee should have had knowledge
of it, he/she may initiate a written complaint with
his/her i~ediate supervisor during regular working
hours. He/she may have the Union Steward present
if he/she desires. The discussion will include a
description of the action requested and the basis
for the request, within five (5) working days,
the imme~iate supervisor shall respond with his/her
decision in writing.
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Step 2.
The written grievance should state the following:
a) A statement of the Grievance and the facts upon
which it was based.
b) The Article and Section of this Agreement
alleged to have been violated.
c) The action, remedy, or adjustment requested.
d) The signature of theaggrieved employee and
date.
If the complaint is not resolved in Step 1 within
three (3) working days the employee may appeal to
Step 2 to the Division Director. Within five (5)
working days of receipt of the grievance, the
Division Director will contact the aggrieved
employee and schedule a meeting at the earliest
convenience. The Division Director shall respond
in writing within five (5) working days of the
meeting.
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Step
Step 4.
If the complaint is not resolved in Step 2 within
three (3) working days, the employee may appeal to
Step 3 to the Department Director.
Within five~(5] wQrking~-~aYs of receipt of the
grievance, the. DepartmentDirector or his/her
designee Will contact the aggrieved employee and
schedule a meeting at the earliest convenience.
~The department d~ectoror~his/her designee shall
respond in writing within five (5) working days of
the meeting.
In the event the employee is not satisfied with the
disposition of the grievance by the department
director, the employee shall have the right to
appeal the decision to the City Manager within
seven (7) work days of the date of issuance of the
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Step 5.
department director's decision. Such appeal mus=
be accompanied by the filing of a copy of the ori-
ginal grievance, together with a letter signed by
'the employee requesting that the department direc-
tor's dec~sion be reversed. The City Manager shall
meet with the aggrieved employee and the Union
representative if the Union President forwards a
written request Outlining the merits of such a
meeting. Otherwise the City Manager or his/her
desSgnee may schedule a meeting to discuss the
grievance. Evidence not presented by the employee
at such meetings shall not be considered by an
arbitrator if the grievance progresses to step 5.
The City Manager or his/her designee shall
render a decision in writing within ten (10)
working days of the appeal or the meeting.
In the event that a grievance is not settled under
the foregoing steps of the grievance procedure,
such ~ispute may be referred by either party to an
impartial arbitrator to be appointed by mutual
agreement of the parties. In case the City and the
Union are unable to agree upon an impartial
arbitrator within fifteen (15) days after the
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conclusion of Step 4, then on application of either
party petition may be made to the Federal Mediation
and Conciliation Service in Washington, D.C. to
supply the parties apanel of arbitrators. The
parties will select an arbitrator from the panel by
alternatelystriking names from the panel. The -~
remaining, arBitrator shall be designated hereunder, ~
to whom the grievance shall be submitted.
Section 5. The arbitrator shall only have Jurisdiction and the
authority to apply and 'interpret the provisions of this
Agreement. He/she shall not have Jurisdiction or authority to
alter or change in any way the provisions of this Agreement and
shall confine his or her decision solely to the issue of
interpretation or application of the Agreement presented. The
decision of the arbitrator on any matter within his/her Jurisdic-
tion shall be final and binding on the Union, the City, and the
employees covered by the Agreement unless the award is contrary
to existing law or public policy, or is clearly erroneous as
determined by a reviewing court.
Section 6. The hearing shall be informal and the strict rules of
evidence shall not apply.
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Section 7. The arbitrator's fee and expenses shall be divided
equally by the parties. In the event of a settlement, the
arbitrator's fee and expenses shall be borne equally by the par-
ties, unless ~hey agree otherwise.
Section 8. Either party to this Agreement desiring transcripts
of the arbitration hearings shall be responsible for the cost of
such transcripts.
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ARTIrT~ lQ
BASIC WORK WEEK AND OVERTIME
Section 1. The basic work week shall consist of forty (40)
hours, unless otherwise specified. The City Manager will establish
and may change the basic work week and hours of work best suited
to meet the needs of the department and to provtd~e superior ser-
vice to the community. Nothing in this Agreement shall be
construed as a guarantee or limitation of the number of hours
worked per week.
Task Assignment ISanitation)
A. Employees shall be held responsible for satisfactory
completion of a daily task assignment.
B. Circumstances may arise which prevent task completion
within the work day. In that event management may direc=
crews to complete the route(s) that same day.
C. Crews who have completed their own routes may be asked
to assist on other routes in order to maintain essential
service to the con~unity. Overtime compensation for
employees that work these assignments will be determined
in accordance with Section 2 of this article. Trash
personnel assigned to Garbage (4-10 hour day) may leave
after working the assigned hours for that day, and if
assigned to garbage for three ($) days in a work week,
will be paid 10 hours each day, or hours worked each
day~_wl~hever is greater. Personnel normally assigned
tar~ (4-10 hour day) must report to work 3 days
~ut of~he work week to retain task status, or be on
approved vacation or administrative leave. If an
employee assigned to garbage reports in sick for 2 days
out of the work week, he/she must report in for duty on
wednesday of that pay period. If an employee is out
sick for 3 days or more in a pay period, he/she will be
paid and sick leave will be charged based on 8 hour
increments.
D. Ail task runs shall be equalized as closely as possible,
as determined by the Public works Director.
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Section 2. Ail authorized a~d approved work performed in excess
of forty (40) hours in any one work week shall be considered as
overtime and shall be paid at the overtime rate of one and one-
half time the employees straight time race of pay. Employees who
regularly work a =eh (1~) hour task system shall receive ten (10)
hours pay for each observed holiday, Employees who regularly
work an eight (8) hour task system day shall receive eight (8)
hours pay for each observed holiday. Employees who work on a
holiday shall receive compensation as provided in Article 18,
Section 3.
Section 3. Employees shall be required to work overtime as
directed unless excused by supervision. In the event any
employee is required to work approved overtime, he/she shall not
be requested to use annual leave nor be placed in a "leave
without pay" status during the basic work week in order to com-
pensate or offset the overtime hours worked or to be worked.
Section 4. An employee called back to work after having been
relieved and having left the assigned work station, or called in
before his/her regularly scheduled work time, shall be paid a minimum
of two (2) hours pay at the rate of pay one and one-half (1~)
times his/her basic hourly pay. Employees shall be paid for the
actual hours worked for all hours worked in excess of the two
(2) hour minimum.
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Section $. Where the Utility Department is a seven day con-
tinuous operation, employees will have two (2) consecutive days
off after'comp!eting,.their regu!ar!yschedul,ed five day work
week.
Section 6. supervisors will provide no less than two (2)- hours
advance notice to employees prior to assignment of scheduled
overtime.
Section 7. For purpose of overtime computation; holidays, vaca-
tions, and sick leave shall be considered as time worked.
Funeral leave, Jury duty, annual military leave and other absen-
ces from duty on active pay status shall not be considered as
time worked for purposes of overtime computation.
Section 8. STANDBY TIME -- In order to provide coverage for ser-
vices during off-duty hours, it may be necessary to assign and
schedule certain employees to standby beeper duty. A standby
beeper duty assignment is made by a department director or
his/her designee who requires an employee on his/her off-duty
time, which may include nights, weekends or holidays, to be
available for work due to an urgent situation. The employee
shall receive sixty dollars ($60) for this beeper duty per week.
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Section 9. Full-time regular ;employees, who work eight (8) hours
or more in any scheduled work day shall have a fifteen (15)
minute break twice a day - one during the first four (4) hours of
work and one during the second four (4) hour period. Regular
employees working less than eight (8) hours in any scheduled work
day shall have one fifteen (15) minute break during the scheduled
work day.
Section 10. For employees that have a scheduled lunch break, the
lunch period shall start when released by your supervisor.
Employees working out in the field shall be permitted to return
to their work areas (10) ten minutes prior to lunch break for
clean-up. Travel time to and from the Job site shall not be
counted as part of the lunch period, and stopping for personal
business shall not be permitted. Employees working out in the
field shall be permitted to return to their work areas at the
close of the work day fifteen (15)
times for the purpose of clean-up,
putting up equipment.
minutes prior to punch-out
paperwork preparation, and
Section 11. Employees cannot be in a work status more than seven
minutes prior or seven minutes after regular work day unless they
have their supervisor's approval. Each e~ployee must be advised
of the official start and ending time of their department work
day.
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For purpose of overtime, the City will follow the Department of
Labor 7/8 minute rule. This-rule means that an employee would
not b~ eligible for overtime,~ntil he has been on the Job for
more than seven minutes, i.e., at the start of the 8th minute
they would then receive 15 minutes at the overtime rate as
outlined above. Likewise if they work 23 minutes theywould be
paid at 30 minutes overtime or if they work 22 minutes they would
be paid for 15 minutes at time and a half. This procedure will
be followed if an employee reports to work late. The employee
shall be marked as tardy using the same 7/8 rule.
Section 12, It is understood that the clock designated by an
employee's supervisor to record arrival and departure shall be the
clock against which timely reporting for work is measured.-If,
at any time, that clock is deemed inoperative, the immediate
supervisor will advise employees of the clock which will be uti-
lized in lieu of it.
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Section 1.
of his/her
day begins.
employee is
An employee shall notify his/her immediate supervisor
illness within one (1) hour after his/her normal work
This procedure shall be followed for each day the
unabte to work unless prior approval is granted by
department management, wherein the emptoyeenotifies his/her
supervisor of the length of time he/she will be absent.
Section 2. Sick leave will be granted upon approval of the
department director for the following reaeons:
A. Employee's health, or up to five (~S) days per year for
illness of immediate family member.
B. Medical~ dental, or optical treatment which is necessary
during working hours.
C. Quarantine due to exposure to contagious disease.
D. In connection with workmen,s Compensation as stated in
City's Rules and Regulations.
Section 3. No employee shall be entitled to sick leave in the
excess of the amount of such leave accumulated to his/her credit.
Employees may accumulate unlimited sick leave.
Section 4. An employee making a departmental transfer will retain
any unused sick leave.
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Section 5. For all employees employed as of September $0, 1991,
employees (or their beneficiaries in the case of death) that have
attained permanent Civil Service status and are regular employees
will have pay~ent made for unused sick leave at the rate of one
half (½) of the total number of hours accumulated, not taken, upon
termination in good standing,
hired after October 1, 1991,
Servic~
or retirement, or death. Employees
that have attained permanent Civil
payment made
specified in the, table'below,
for unused sick leave a~"the~ ~ate ~''
upon termination in death.
Percent of
Continuous Years of Service AccumuI~t~d Sick Leave
Less than 5 full years
More than 5 full ~ears, but less then 10
full years ~0%
More then 10 full years, but less than 15
fulT years
More than 15 full years, but less than 20
full years 20%
Upon retirem~nt from City service $0%
(Retirement ~hall include normal retirement, disability retire-
ment, or ea=~y ,,retirement as defined in the appropriate Pension
Plan).
Section 6. Unused sick
the currently scheduled
A.
leave may be accrued unlimited,
work week of forty (40) hours.
based on
Sharing Sick Leave
1) It shall be the policy of the City to permit an
employee who has a minimum of 120 hours sick leave
the opportunity of donating accrued sick leave time
to a designated employee whenever extraordinary cir-
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2)
3)
cumstances mequ.ire th~designated employee to be
absent from work for a lengthy period of time, and
when the employee has exhausted all accrued sick and
vacation leave.
Extraordinary circumstances shall be defined as
lengthy hospitalization, critical illness, or injury.
When there appears to be a need to share sick leave
in accord with Section A.2, bargaining unit members
who are willing to contribute sick leave hours, con-
firm through the Finance Department tha~ the hours
are available and submit a Personnel ACtion form to
the Personnel office for proper charge ~o sick leave
records.
Section 7. No employee shall be placed on restricted sick leave
under Civil Service Rule XI, Section 4, Paragraph E unless that
employee has had a counseling session with his/her Director or
Department Head. During that counseling session, the employee
will be informed of the reasons being considered for restricted
sick leave. At that time, the employee Will be given an oppor-
tunity to explain the sick days taken, however, the Department
Director shall have the sole discretion to place the employee on
restricted sick leave. When an employee is placed on restricted
sick leave, the employee will be notified in writing of that
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fact. An employee placed on restricted sick leave shall be re-
evaluated in three months. If no violation is noted the employee
shall be removed from restricted sick leave status. If not re-
evaluated within five (5) working days after the three ($) month
period the employee will be automatically removed from restricted
sick leave. The employee shall receive a letter removing him/her
from restricted sick leave.
Section 8. WORKERS' COMPENSATION: Whenever an employee is
totally disabledlfrom duty for a period of no more than seven (7)
calendar days because of an injury determined to be compensated
under the provisions of the Worker's compensation Act, he shall
be entitled to full regular pay.
If the period of disability is greater than seven (7) calendar
days, the employee will be eligible to receive a sum of money up
to an amount equal to the difference between his worker's compen-
sation check and his normal net take home pay. The injured
employee will be eligible to receive the salary supplement for a
period not to exceed three (3) months from date of injury.
At the end of the three months, or sooner, the City Manager,
Department Head, and Personnel Director will review the case for
a determination of pay status. If continuation of the salary
supplement is granted it can be at any rate determined equitable
by the reviewing committee, but not to exceed an amount equal to
the net take home pay. In no case will the salary supplement be
extended beyond six (6) months from date of injury.
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After six (6) months from date of injury, the injured employee
may elect to receive accrued sick leave and after exhausted,
vacation leave, in accordance with his regular hourly wage, to
the extent that his combined sick leave or vacation leave, City
supplement (if less than the, full amount authorized) and workers'
compensation benefits equal his regular weekly net take home
salary. The employee must contact the payroll clerk to qualify
for the combined check.
It is incumbent on the employee to make application for disabi-
lity in accordance with the pension plan they are members of, or
the insurance plan they are covered under. Failure to do this
automatically cancels the additional City benefits.
If the appropriate disability plan denies the claim, the addi-
tional City salary supplement benefit will be cancelled. If the
appropriate disability plan accepts the claim, the salary supple-
ment will be cancelled after issuance of the disability pension
check or at the end of the time duration outlined above, which
ever comes first.
If an employee who is receiving Worker's Compensation payment
along with City ~upplement, sick or vacation leave, is found to
be working or receiving compensation for his services elsewhere,
during this period, he will be subject to reimburse the City for
all medical expenses and supplement, sick or vacation pay taken
and be subject to dismissal.
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Section 9. LIGHT DUTY - Employees may return to work with a
Light Duty Certificate and/or letter from their physician pro-
vided there is work available within the Department that would
comply with the doctor's re~/uirements. If there, is no such work
available theemployee will remain on sick leave status until
he/she has a full'release to return to work from his/her doctor.
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10/1/91
~TICLE 12
~NERALLEA~
Section 1.
with pay to
of death(s)
Ba=gaining unit employees shall be granted time off
arrange and/or attend funeral services in the even=
in the immediate family as defined in Section 2 of
this Article. Proof of death will be required. Such time off
will not exceed five (5) working days for out of state and three
(3) consecutive working days for in state. At the employees
option, five (5) working days out of state funeral leave may be
taken in two (2) segments of not less than two (2) days each,
provided that all five (5) days are taken within a sixty (60) day
period, and documentation establishing out of state travel
related to the death is provided to the Personnel Director.
Section 2. The employees immediate family is defined as an
employee's husband, wife, son, daughter, son-in-law, daughter-in-
law, father, mother, father-in-law, mother-in-law, brother,
sister, grandparents, foster parents, foster child, step-mother
or step-father or step-child of a permanent employee.
Section 3. Funeral leave shall not be charged to vacation, com-
pensatory time, or sick leave.
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Section ¢. The City Manager may grant additional leave under
this section which shall be debited against the emgloyees annual
or sick leave time or may be leave without pay.
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.,ARTICLE
MILITARY ~EAV~
Section 1. All employees in the City service who are members of
the military reserve units and who must attend annual training
sessions are entitled to leave of absencewith full pay. The
City of Boynton Beach pursuant to Florida Statute 115.07 -
Officers and Employees Leaves of Absence For Reserue Or Ouard
Training, will grant up to seventee~ (17) calendar days with pay
each year in order that such employees may ful~fill their military
obligations.
Full-time permanent employees in the City service who are called
to perform military service will be granted leave of absence
without pay for such service in accordance with the provisions of
Public Law 93-508, Section 2021 - Right to Re-employment of
Inducted Persons; Section 2024 - Right of Persons Who Enlist or
are Called to Active Duty; reserves.
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10/1/91
~T~CLE 1¢
Section 1. LEAVE WITHOUT PAY~ -- A regular employee may be
granted'leave of absence without pay fora period not to exceed
one (1) year for sickness, disability or other good and sufficient
reason~hi~chare considered to be in the best,interest of the
City z / Such,~leave ~shall =equtrethe prior approval of the
Department Head/Personnel Director and the City Manager.
Employees t~hatare~n approved leave of absence without pay will
be responsible for paying all their benefits, i.e., insurance,
etc.
Except under unusual circumstances, voluntary separation from the
City service in order to accept employment not in the City ser-
vice shall be considered as insufficient reason for approval of a
request for leave of absence without pay. If for any other
reason, leave of absence without pay is given, such leave of
absence may subsequently be withdrawn and the employee recalled
to service. Ail employees on leave of absence without pay are
subject to applicable provisions of these rules.
-]2-
10/1/91
A~T~CLE 15
JURY DUTY
Section 1. An employee who is legally summoned to serve on a
jury or as a subpoenaed witness in a case relevant to the City
shall be permitted absence with pay for the time required from
such duty.
Section 2.~_ . : If an employee is called for Jury duty he/she shall
promptly. , ~ notify his/her immediate supervisor within five ($) days
of receipt of the summons.
Section 3. In the event a holiday shall occur during the period
of the employee Jury duty, he shall receive pay for such holiday.
Section 4. The employee shall be required to provide the depart-
ment director with proof of Jury duty service, before compen-
sation is approved.
Section 5. Payment for Jury duty will be made as follows:
JURY DUTY/WITNESS FEES - Ail pay granted under this sec-
tion must be approved by the City Manager. Leave with
pay may be authorized in order that regular employees
may serve required Jury duty or a subpoena issued by a
court of law to appear as a witness on cases relevant to
the City, provided that such leave is reported in
advance to the Personnel Dlrec=or. In order for the
employee to receive their regular pay for such leave the
employee mus= deposit the money which he receives for
Jury duty or as a witness with the City Finance
Department for those days that coincide with his/her
regular work schedule. Employees can keep only travel
expense monies. Employees subpoened as witnesses in
cases unrelated to City business may take vacation
leave in order to receive pay.
10/1/91
-33-
ARTI~.~ 16
MAINTENANCE OF CONDITIOI~
Section 1. Except as provided herein, the City's Civil Service
Rules and Regulations shall remain in effect for the duration of
this Agreement. Changes to these Rules and Regulation? WhiCh
reflect standing policy, minor changes, and changes which do not
impac~ ~n members of this unit may be made by the City uP0n noti-
ficati0n to the Union. No further cost of living adjustment
increases will be granted after expiration of this Agreement,
unless the parties negotiate a new Agreement.
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10/1/91
ARTICLE 17
SENIORITY
Section i. For the purpose of this contract, "seniority" shall
be defined as the employees length of continuous service with the
City of Boynton Beach. The City and the Union recognize the
value of an experienced work force and agree that an.employee's
seniority shall be considered, along with the needs of~the City,
when~affecting decisions on vacations, promotions, end shifts.
Section 2. Layoff and recall of employees shall be handled in
accordance with the app~icable provisions of the Civil Service
Rules and Regulations.
Section 3. Budgeted and promotional vacancies occurring in any
position within this bargaining unit will be filled in accordance
with the applicable provisions of the Civil Service Rules and
Regulations.
Section 4. The City shall announce promotional examinations in
advance. Whenever a vacancy in the bargaining unit is to be
filled, job announcements for that vacancy will be advertised
internally for 10 working days. Applicants from within the City
employee work force desiring to fill such a vacancy shall apply
in writing by filling out the appropriate application.
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10/1/91
Section
Certification and selection for entrance positions:
The Personnel Director as soon as feasible shall certify
from the. , appropriate eligible list the three (3) persons who
stand highest thereon, giving their names and examination
grades.
Whenever a group of three (3) e%lg~le? is c~rt!fied, one of~
siderati0n. Only under
Y
to 'the Personnel the three (3) names of eli-
gibles be pased over~ A re~est of-this type s
'~ ' · hatl,:be sub-
mitted in writing by the Depa=tment Head to the PerSsnnel
Director giving specific reasons for rejecting each of the
names on the list of eligibles for the next three (3) eli-
gibles whose standing is the next highest on the list.
Eligibles not selected shall be returned to the register in
accordance with their respective grades. Such eligibles
shall be recertified in groups considered a total of three
times and then removed from the eligible list. If more than --
one vacancy exists, certification will be as outlined above
with one additional name added for each vacancy. In the
case of identical scores the eligibles will be submitted as
tied and considered one position of the three positions sub-
mitted.
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10/1/91
Certification and selec~ion for promotional positions:
The Personnel Director Shall as soon as feasible certify
from the appropriate eligible list for each vacancy, the
names and scores of the three persons who stand highest on
the eligible last. Only under unusual conditions satisfac-
tory to the appointing authority, who is the City Manager,
shall the names, of the eligibles be passed over. Requests
to by-pass the names of the three highest persons on the
list shall he submitted in writing by the Department Head
giving specific reasons why the persons whose names appear
highest on the list should be by-passed. The Personnel
Director then shall certify the name of the next three
highest on the list to the Department Head. If all three
employees are passed over under the provisions outlined in
the preceding paragraph they shall be notified in writing by
the Personnel Director prior to the certifications of the
next three names highest on the list.
-]7-
10/1/91
ARTICLE
HOLIDAYS
Section t. The following holidays shalt be observed in accor-
dance with Civil Service Rules and Regulations, Rule XI, Section
2 (Legal Holidays): New Year'~s Day, Martin Luther King, Jr. Day,
President. s Day; Memoriat~ay, Independence'Day, Labor' Day,
veteran's Day,~Thanksgtv!ng Day,~Day afte~Thanksgiving,
Christmas Eve, and Christmas Day~ In addition~ the employee may
take his or her birthday but with notice to thei~ supervisor.
Birthdays that fall on a weekend may be taken on Friday or Monday
with prior notice. If taken, the birthday will be charged as a
vacation day. Holidays are not cumulative or interchangeable.
Section 2. For each observed holiday, a full-time employee shall
be entitled to eight (8) hours pay at the employee's regular rate
of pay, except where employees are normally scheduled to work a
ten (10) hour day. They shall receive ten (10) hours pay.
Section 3. A full-time employee required to work and who
actually works on an observed holiday shall receive straight time
pay for hours worke~ in addition to that payment provided in
Section 2.
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10/1/91
Section 4. The City will make every reasonable effort to sche-
dule Sanitation employees assigned to the Task System off on all
holidays. In this connection, the Sanitation employees who are
scheduled off may be scheduled to work on Wednesday of the week
the holiday falls.
Section 5. Employees on vacation, annual military leave, Jury
duty, sick leave, funeral leave, and other absences from duty,
but on active pay status on the day the holiday is observed must
use the holiday on the same day that it is earned. Holidays that
occur during vacation leave shall not be charged against such
vacation leave.
Section 6. Holidays falling on a Saturday shall be observed the
preceding Friday. Holidays falling on Sunday shall be observed
the following Monday.
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LETTER OF UNDERSTANDING
1991/94 AGREEMENT
Article 18, section 3 of the contract curre~iy reads:
Fa
ectlon 3. A full'time employee required to work and who actually
works o.n an observed holiday shall receive straight time
worked in addition to that payment provideb~' --in ~-~~v..s~-~ ~.~P'a'Y for hours
Will be corrected to read:
A
hours, ~
to wc~rk and who~ actually
Section
Wan~a Stimpson, Business ~gent
FOR IBF&O
Date: ~-/~ /~/
Carrie Parker, Assistan~ City Manager
For City of Bo!rnton Beach, Florida
Date: ~'~. /~- /~/ --
VACATION
Section 1. Employees in the bargaining unit will continue to be
covered by the Boynton Beach Civil Service Rules and Regulations
relating to vacations. The following outlines the vacation leave
9olicy for the 40 hour employee:
Plan A: The following language and schedule apply toatl ~ull
time employees with an employment date prior to October~l, 1991.
Each full time employee shall earn vacation leave a~.therate of
one working day per month during the first year of service. Each
employ~ shall, at the end of each year thereafter, ~be!~Fedited
with additional vacation days (accumulated in hours)~for each
full year of continuous services as outlined in the chart below.
The number of days/hours credited per year will not increase
after ~he 21st year of service unless the included chart is
amended. Employees on initial one year probation are not eli-
gible to take vacation for the first six months, vacation may be
accrued in accordance with the following schedule:
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10/1/91
PLAN A
VACATION ACCRUAL POLICY
IBased on %0 hour work week1
Years of Service
year
years
years
4.years
5y~a~s
years
years
years
10
13 years
21 & after
Vacation Days Vacation Hours
12~ 96
1~ 120
15 120
~6 128
1'7 136
18 144
20 160
22 176
192
2~
vacation leave may be taken as earned subject to the,approval of
the department head who shall schedule vacations so as to meet
the~operating requirements of the department.
Employees may accrue vacation leave to a maximum of the leave
earned in the most recent two employment years, vacation leave
accrued during January 1 - December 31 may exceed this stated
policy, however, any amount over the allowable maximum that has
not been used during that (January 1 - December 31) will be for-
feited as of December 31.
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10/1/91
Plan B. The following langua~e~andschedule apply to all full
time employees with an employment date of October 1, 1991 and
thereafter. Each full time employee shall earn vacation leave at
the rates shown in the schedule outlined in this Section B. Each
employee shall at the end of each year be credited with addi-
tional vacation days (acCumulated in hours) for each full year of
continuous service as noted in the chart below. The number of
days/hours credited per year will no= increase after the 20th
year of service unless the schedule is amended. Employees on
their initial one year probation are not eligible to take vaca-
tion for the first six months of employment.
Vacation may be accrued in accordance with the following schedule:
PLAN B
VACATION ACCRUAL POLICY
(Based on 40 hour workweek)
Years of Service
1 year
2 years but less than $
5 years but less than 10
10 years but less than 20
20 years and after
vacation Days
Vacation Hours
6 48
12 96
15 120
17 136
20 160
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ARTICLE 20
WAGES
Section-1. Ail employees in-theBargaining Unit will
receive a 2% (two percent) cost-of-living Salary adjustment
effective October 1, 1992 and a 2% (two percent) cost-of-
living adjustment effective March 1, 1993.
Section 2. Due to budgetary constraints, no automatic 5%
step plan (merit pay) increase shall be~authorized for
fiscal year 1992/93.
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9/17/92
ARTICLE 2l
SAFETY AND I{EALTH
Section 1. The City shall comply with all State and Federal
regulations pertaining to the occupational safety of the members
of this bargaining unit.
Section 2. Employees in classifications/positions where it is
warran=ed, will receive one (1) Pair of safety shoes per year.
The City/Safety Committee will be responsible for deciding which
positions require the wearing of safety shoes based on OSHA stan-
dards and recommendations. Management shall determine the type
and quality of such shoes. The employees designated to receive
shoes will be reimbursed one hundred percent (100%) of the price
of safety shoes up to the following amounts:
A. Shoes - standard and iow quarter $50.00
B. Boots $60.00
C. Electrical/Non-conductive $60.00
D. Welders $60.00
If the employee wishes to be reimbursed, at the above scheduled
rate, for the cost of safety shoes, the employees must purchase
the shoes at a vendor designated by the City. The City will bid
both the shoe van and a fixed store prior to designating a ven-
dor. The employee must submit a receipt for proof and amount of
purchase. This will obligate the employee to work each day in
safety shoes.
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10/1/91
Section 3. Those emgloyees of the Beach Patrol who are assigned
lifeguard duties will be 9rovided adequate 9rotection from the
sun and weather by the City. The City agrees to 9rovide masks or
goggles,'sunsc~een lotion, bathing suits, and winter Jackets as
required by'the degartment for those assigned actual Beach Patrol
duties.
Sectlon4.'--The city'Shall make available~immun'izat£o~ ~hots for
t~tnus~anddlghther±~for all membersofthe bargaining unit as
requested o~ a volunta~ basis.
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10/1/91
ARTICLE 22
GENERAL PROVISION
Section 1. The City agrees to furnish the Union with 50 copies
of this Agreement at no charge.
Section 2. Except in the case of negligence or misuse all
employees requested to furnish tools for their Job shall receive
replacement tools for tools broken in performance of the City,s
work provided they furnish the City with a list of their personal
tools approved by their department head. Tools stolen from their
assigned City owned vehicle or City property shall be replaced if
there was not negligence in their loss.
Section 3. The City shall pay the total medical, hospitaliza-
tio~, and dental insurance premiu~ for all regular employees.
The employees will pay the full cost of medical, hospitalization,
and dental insurance for their dependents, except for fiscal year
1991/92 when the City shall contribute $7.00 (seven dollars) per
month for family dental insurance premium. Existing, or com-
parable, coverage with no decrease in benefits shall remain in
effect for the duration,of this Agreement. For FY 92/93 and FY
93/94, no family dental insurance premium co-payment shall be
made by the City, unless the City Commission authorizes the same
in the annual budget for those fiscal years.
-46-
10/1/91
Section 4. The employee shall be allowed to place written
responses in their personnel file and/or departmental work file
when =hose responses relate to material placed into the personnel
file which has been prepared by the supervisors (ie., repri-
mands, written comments).
Section 5. A personnel file for all City employees is maintained
by the City Personnel Department, If a request is made to review
an employee's ~er~onnel file by someone other than the Department
Personnel, staff Or C%ty M~ager's office, a notice will
he sent to the employee notifying %lm/her of such a request.
:hat upon request, a
member shall have the own personnel
records and shallhave~the r~gh~ to make duplicate copies of
his/her, records at no expense.~!~he ~City will purge personnel
files in accordance with appropriate_Florida State Statutes. The
employee file maintained by thePersonnel Department shall be the
official file for each employee. Effective October 1, 1991,
prior disciplinary actions, beyond a three [$) year time frame,
recorded on the employee personnel file that are not pertinent to
the particular action being considered, shall not be referred to
in any current disciplinary action.
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Section ~. Tuition Reimbursement - The City will provide reim-
bursement for tuition and books for any full time permanent
(completed their year's probation),employee who choose to attend
an accredited-college or university.
Employees meeting this criteria will initially pay and be reim-
bursed by the City upon presentation of documented completion of
the course. The employee who attains a grade of "A" or better
will receive 100%; a grade of "B" or better, seventy five percent
(75%); or a grade of "C" or better, fifty percent (50%) of the
tuition and books for the course. In the event that the course
is a mandatory pass/fail course, a grade of "passing" shall be
treated the same as a "C". Employees will receive no compen-
sation for a grade below
Courses must lead to a degree in the field of discipline that
may, in the opinion and with the approval of comittee, enhance
the member's performance in their department. The committee to
review the validity of the course and degree progrem for which
the reimbursement is applied will be made up of the employee,s
Department Head, Personnel, and Finance Directors. Approval for
participation in the reimbursement program should be made prior
to enrolling in the course. The committee will forward the
recommendation to the City Manager who will have the final appro-
val for payment. Employees are eligible for a maximtml of $750
per fiscal year on a first come basis, but in no case will reim-
bursement funds be approved that exceed the budgeted allowance.
10/1/91
-48-
This benefit will not be retroactive and will only cover classes
taken in the fiscal year applied for. (see Civil Service Rules
Regulations, RUle XI, Section 6)
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10/1/91
ARTICLE 23
SAVINGS CLAUSE
Section 1. If any article or section of the Agreement should be
found invalid, unlawful~ or not enforceable, by reason of any
existing or subsequently enacted legislation or by Judicial
authority, all other articles and sections of this Agreement shall~--
remain in full force and effect for the duration of this AgreemenT.
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10/1/91
Al~TImr.m 24
DUES DEDUCTION~
Section 1. FOr all union business, employees covered by this
agreement should contact the union office, located at 410 NE 3rd
Street, P.O. Box 449, Boynton Beach,'FL 33425-0449, (407)
7~?-2~66. Effeutive~immedia~ely,~emp~toy~es'covere~byt~is-
Agreement ~ma¥~n,t,he prescribed form~ authorize.payroll deduc-
tions for the purpose of paying Local 1227 dues. Employees shall
receive copies of the form from their Union office.
Section 2. The Union will initially notify the City as to the
amount of dues. Such notification will be certified to the City
in writing over the signature of an authorized officer of the
Union. Changes in Union membership dues will be similarly cer-
tified to the City and shall be done at least one (1) month in
advance of the effective date of such change. To revoke the
payment of Union dues, the employee shall go to the Union office
and Union staff shall prepare and mail notice of such change to
the City's Finance Department.
Section 3. Dues shall be deducted each pay period and remitted
monthly and the funds shall be remitted along with a list of
employees contributing to the Treasurer of Local 1227 within fif-
teen (15) days after the end of the month. The Union will indem-
nify, defend, and hold the City harmless against any claims made
or suits instituted against the City on account of payroll deduc-
tion of Union dues. 10/1/91
Section 4. For the purpose of putting this article into effect,
the Union will furnish forms for such individual authorization,
reading as follows: (see attached)
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10/1/91
NOTICE TO EMPLOYER AND UNION' AUTHORIZATION
FOR DEDUCTION/DISCONTINUATION OF UNION
I hereby authorize my employer to deduct from my salary each
pay period my Union dues, as certified to the employer by the
Union, and to transmit this amount to the Treasurer of the Union.
I understand that this authorization is voluntary and I may
revoke it at any time by giving my employer and the Union thirty
(30) days advance notice in writing.
Date
Job Title
Signature
Name Printed
Social Security No.
-53-
ARTI~r.~e 25
PEI'~ION
Section 1. Employees will continue to participate in the
employees pension plan of the City of Boynton Beach Ordinance No.
88-43, as amended. A copy of the plan's annual actuarial
valuation report will be provided to the Union, in its entirety,
upon request from the Union.
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10/1/91
ARTICLE 26
DURATION
Section 1. Upon formal ratification by the Union, adoption by
City Commission and signing by the parties, this Agreement shall
become effective as of October 1, 1991, and remain in full force
and effect until 30, 1994, except~ ~or during FY 92/93
and FY 93/94, 1
adjustment and step plan and/or merit plan shall be reopened for
negotiations. Either party shall notify the other in writing,
not prior to March 1st of each fiscal year mentioned above,
expressing a desire to negotiate the reopening of Article 20. If
not notified by May 1st of each fiscal year mentioned above, the
current contract language shall remain in effect until the next
fiscal year.
Initial proposal and negotiations shell commence within sixty
(60) days from receipt of notice by either party.
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10/1/91
ARTICL~ 27
Section 1. The City will issue a newly-hired employee the
following uniforms thirty (30) days after starting work:
5 green short-sleeve or long-sleeve work shirts
5 green work pants
5 tees shirts
Section 2. Employees have been furnished a uniform and must wear
their uniform to work. Bargaining unit members are being given a
sufficient number of uniforms to make a neat, clean appearance at
work every day. Bargaining unit members will not be allowed to
start work each day unless they are in full uniform. Employees
must purchase additional uniforms if necessary to comply with
this Section unless the uniform is replaced pursuant to Section 6
of this Article.
Section 3. Bargaining unit members agree to maintain the uni-
forms and to hem the pant leg properly. (There will be no
cutting orripping of raw, unfinished edges, rolling up, stapling
or scotch taping.)
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10/1/91
Section 4. The City Manager,. in his/her sole discretion, may
permit employees in certain classification to wear shorts. When
worn, shorts must be neatly tailored from the uniform pants and
hemmed without frayed edges or cuts, and must fall within four
(4) inches of the kneecap. During the term of~ this Agreement and
thereafter, the City Manager in his/her sole dis~retion may
change the decision made under this Sec. tton and, the Union agrees
to waive any bargaining over such changes.
Section 5. Bargaining unit members will be entitled to a
reissue. Reissue of uniforms on an annual basis consists of
three work pants and three work shirts, w~th an option of two T-
shirts for every work shirt. (This option is determined by the
employee's needs.)
Section 6. Uniforms destroyed or damagedwhile being worn on the
Job will be replaced provided a memo outlining the cause of the
damage is provided. Ail issues being replaced must be turned in
for the new issue and recorded.
Section 7. Bargaining unit members agree that they will not wear
the uniforms any other place except to and from work, and at
work. City uniforms are not to be worn on outside Jobs, to be
given to non-City employees, or worn in any public places that
serve alcoholic beverages.
'57-
10/1/91
ARTICLE ~28
SUBSTANCE ABUSE
Section 1. There will be a drug testing program established
during the life of this contract and approved by the City
Commission. Once approved by the City Commission, the drug
testing program~wi!l apply to all members of this bargaining
unit.
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10/1/91
ARTICLE 29
MANAGEMENT RIGHTS
Section 1. Except -- and only to the extent -- that specific
provisions of this Agreement expressly provide otherwise, it is
hereby mutually agreed that the City has and will continue to
retain, the right to organize, plan, direct, control, operate,
and manage its affairs and those of its employees in whatever
manner it deems appropriate in each and every respect. The par-
ties to this Agreement hereby agree that, in construing this sec-
tion, the legal principle that "the expression of one item is the
exclusion of another" shall not apply. Rather, full effect shall
be given to the intention of the parties that management shall
retain all constitutional, ordinance, inherent, common law, or
other rights except to the extent specific provisions of this
Agreement expressly provide otherwise. The Union recognizes the
prerogatives of the City to operate and manage its affairs in all
respects; and the powers and authority which the City has not
abridged, delegated or modified by this Agreement are retained by
the City. The rights reserved to the sole discretion of the City
shall include, but not be limited to, the right:
A. To determine the purpose and mission of the City and all
its employees, to determine the amount of budget to be
adopted, and to exercise control and discretion over the
organization and operation of the City in all respects,
-59-
10/1/91
including the right to determine whether goods or ser-
vices are to be made, provided or purchased and to
decide, the design and maintenance of the depar=ments,
facilities, supplies, and equipment.
B. To maintain economic stability.
C. To change or eliminate existing methods of operation,
equipment, or facilities, and to adopt and implement
technological changes or improvements including, but no=
limited to, vehicles, and all other materials or
supplies.
D. To determine the methods, income, and personnel by which
such operations are to be conducted including the right
to contract and sub-contract existing and future work.
E. To select, hire, test, classify, promote, train, assign,
retain~ evaluate, lay-off, schedule, and determine the
qualifications of all employees.
F. To suspend, demote, discharge, reprimand, or take other
disciplinary action against employees for Just cause.
G. To determine the organization of City government.
H. To determine the purpose and extent of each of its
constituents, departments and positions therein.
I. To set standards for service to be offered to the
public, and standards for the performance of duties of
Job assignments.
-60-
10/1/91
Ne
TO manage and direct the work of the employees of the
City, including the right to assign work and overtime.
To establish, determine, implement and maintain effec-
tive internal security practices.
To determine the number, type and grades of positions or
employees assigned to an organizational unit, department
or project.
To determine lunch, rest periods, and clean-up times,
of hours
be posted, and will
not be altered in the midst of normal pay periods.
To adopt orenforce cost or general improvement
programs.
In a civil emergency, to use personnel in any lawful
manner.
Section 2. If, in the sole discretion of the City, it is deter-
mined that civil emergency conditions exist, including, but not
limited to, riots, civil disorders, hurricane conditions, tor-
nado, or other emergency conditions, the provisions of this
Agreement may be suspended by the City during the time of the
declared emergency.
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Section 3. Delivery of City services in the most efficient,
effective manner as determined by the City, is of 9aramount
lmgortance. Accordingly, the Union agrees that it will instruct
its members t~ work diligently in performing the duties assigned
and as instructed by the City of Boynton Beach.
Section 4. The Boynton Beach City Co~lssion has the sole
authority to determine the purpose and mission of the City
government and the amount of the budget to be adogted by the Cl=y
government.
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10/1/91
ARTICLE 30
PROBATIONARY PERIOD
Section 1
to a probationary period of one (1) year.
All newly hired or~rehired.employees shall be subject
Section 2. Ail promoted employees shall be subject to a proba-
tionary period of six (6) months.
10/1/91
Agreed to this ~day of
1992, by and between the respective parties throUgh the
authorized representatives of the Union and the City.
INTERNATIONAL BROTHERHOOD OF
FIREMEN AND OILERS
Witness
By:
president
Witness
CITY OF BOYNTON BEACH, FLORIDA
By:
Witness Mayor
Witness
ATTEST:
City Clerk
Approved as to Form
and CorreCtness:
City Attorney
City Manager
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