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City of Miami and AFSCME 1907

Collective Bargaining Session Minutes

August 29, 2017


9:34 a.m. – 11:50 a.m.
City Manager’s Conference Room, City Hall

City of Miami Daniel J. Alfonso, Linda Brown-Etienne, Fernando


Bargaining Team Casamayor, Kevla Collins, Zerry Ihekwaba, Kevin
Jones, Teresita Martinez, Alberto Parjus, Angela
Roberts, Chris Rose, Luke Savage

IAFF Bargaining Debbie Brown, Marlon Chavez, Mary Lugo, Sean Moy,
Team Osnat Rind

Handouts AFSCME 1907 Proposal (8/29/17)

• Review of AFSCME’s newly proposed articles:


o Notices- Article 11
▪ 11.3 provide the Union with a two hour time slot to speak at new
employee orientations
o Working Out of Classification- Article 21
▪ 21.1 No longer require that there be a vacant position
▪ 21.1 No longer require employees to meet the minimum
requirements of the higher classification
▪ 21.1 Employees with the highest seniority to be selected for
working out of class assignments
▪ 21.6 Notify the Union before the City audits a classification in the
bargaining unit
o Pay Supplements- Article 25
▪ 25.2 Provide on-call pay to Heavy Equipment Mechanic
Supervisors in GSA
▪ 25.7 Accept certifications that are the equivalent to Automotive
Service Excellence (ASE)
▪ 25.8 Create a 5% Hazardous Duty pay supplement
o Overtime/Compensation- Article 27
▪ 27.11 Code Compliance Inspectors to work Mondays through
Fridays
o Uniforms and Safety Shoes- Article 29
▪ 29.9 The City to provide laundry services for Mechanics’ uniforms
o Sick Leave- Article 39

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▪ 39.14 The amount of employees that are eligible for the perfect
attendance award of $100.00 will increase to 150
o Pension- Article 52
▪ 52.6 The multiplier to increase to 3% and to include overtime in
final compensation calculation
▪ The Union provided the City with GESE’s cost out of the Union’s
proposed pension changes. The overtime addition is not included
in the cost out
o Promotions Within the Bargaining Unit- Article 54 New Article
▪ Language taken from the IAFF and FOP CBA’s.
▪ 54.1 requires promotions to be processed within 90 days of the
budgeted vacancy
▪ 54.2 Employees to receive a 5% salary increase upon completion
of probationary period
▪ 54.3 Incorporate the provisions of LMP 3-92 Interview Procedures
into the CBA
▪ 54.4 Vacancies to be posted for at least two weeks
▪ 54.5 Provides an order for the selection of qualified individuals for
interviews. Permit Union representatives to observe interviews
Department Directors not allowed to sit on interview panels
▪ 54.6 City cannot disqualify an employee based on disciplinary
record
▪ 54.7 Set guidelines for the calculation of seniority for employees
participating in interview processes
▪ 54.8 City will conduct restricted recruitments for bargaining unit
vacancies
▪ 54.9 The City to provide the Union with copies of all job
descriptions of bargaining unit classifications
▪ 54.10 Set guidelines for selection of candidates from band
designations
▪ 54.11 Registers to be valid for two years.
o Appendix
▪ Salary range increases for select classifications. Employees will
not receive a pay increase but will move up in pay grade

• Caucus 9:57 AM
• Meeting resumed 11:30 AM

o Notices- Article 11
▪ 11.3 The City does not agree to the Union’s proposed language
o Working Out of Classification- Article 21
▪ 21.1 The City will only agree to consider seniority if the employee
meets the minimum qualifications

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▪ 21.6 City agrees to notify the Union before the City audits a
classification in the bargaining unit
o Pay Supplements- Article 25
▪ 25.2 The City agrees to provide on-call pay to Heavy Equipment
Mechanic Supervisors
▪ 25.2 The City will only provide on-call pay to employees who are
on-call status but will verify if employees in the Fire Garage
receive on-call pay on a continuous basis. The City does not agree
to provide a 5% on-call supplement to all other employees
▪ 25.7 The City asked for the equivalent certification to the
Automotive Service Excellence (ASE)
▪ The City rejects the rest of the Union’s proposed language in
article 25
o Overtime/Compensation- Article 27
▪ 27.3 The City will agree to increase the comp time bank to 150
hours and not 250 hours
▪ 27.5 The City does not agree to the Union’s proposed language
▪ 27.8 The City agrees to limit the numbers of hours worked by
Emergency Dispatch Assistants, Emergency Dispatchers, and
Emergency Dispatch Supervisors to no more than 16 hours in a
24 hour period but does not agree to the 56 hours in a week limit
▪ The City will propose a reverse seniority rotation and will provide
the Union with new language
▪ 27.10 The City does not agree to the Union’s proposed language
▪ 27.11 The City does not agree to the Union’s proposed language
o Uniforms and Safety Shoes- Article 29
▪ 29.1 The City does not agree to the Union’s proposed language
▪ 29.2 The City does not agree to the Union’s proposed language
▪ 29.3 The City does not agree to the Union’s proposed language
▪ 29.7 The City does not agree to the Union’s proposed language
▪ 29.8 The City agrees to provide five uniforms per year
▪ 29.9 The City will look at current City contracts and check costs
o Sick Leave- Article 39
▪ The City seeks to incorporate the language referenced in the
4/26/12 MOU for section 39.11 into the CBA
▪ 39.8 The City does not agree to the Union’s proposed language
▪ 39.9 The City does not agree to the Union’s proposed language
▪ 39.11 The City does not agree to the Union’s proposed language
▪ 39.14 The City will agree to increase the amount of employees
that are eligible for the perfect attendance award from 5 to 100
▪ 39.15 The City does not agree to the Union’s proposed language
o Pension- Article 52
▪ 52.3 The City does not agree to the Union’s proposed language
▪ 25.4 The City does not agree to the Union’s proposed language

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▪52.5 The City does not agree to the Union’s proposed language
▪52.6 The City proposes to increase the multiplier to 2.5%
▪52.7 The City does not agree to the Union’s proposed language
▪The Union provided the City with GESE’s cost out of the Union’s
proposed changes. The overtime addition is not included in the
cost out
o Promotions Within the Bargaining Unit- Article 54 New Article
▪ The City does not agree to the Union’s proposed article
o Appendix
▪ The City rejects the salary range increases for the selected
classifications
o Wages Article 24
▪ The City proposes a 3% across the board increase on year one and
normal step progression for years one, two, and three

• The City and the Union discussed the across the board increases that were
agreed to with the Fraternal Order of Police for their 2015-2018 CBA. COLA’s
are not currently being negotiated with the IAFF.
• The City will follow up with new language and a written summary of its
position on all pending articles.

Future session: TBA