HomeMy WebLinkAbout06-25-2025 MinutesCITY OF
Sfj3AST14]N
HOME OF PELICAN ISLAND
INTERNATIONAL UNION OF POLICE ASSOCIATIONS, AFL-CIO, LOCAL 6056
2:00 P.M. WEDNESDAY, JUNE 25, 2025
CITY HALL
1225 MAIN STREET, SEBASTIAN, FL
MINUTES
1. INTRODUCTION
Brian Benton, City Manager
Brian Stewart, CFO, Finance Director
Cynthia Watson, Human Resources Director
Jennifer Cockcroft, City Attorney
Nick Voglio, IUPA Attorney
David Greene, Union President and Crime Scene/Evidence Supervisor
The meeting was called to order at 2:03 p.m. by the City Manager. All attendees introduced themselves. The City
Manager stated that during the first meeting, Local 6056 representatives had provided a document outlining
recommended or requested changes. He noted that the city responded by submitting the revised bargaining
agreement. He explained that during this meeting, each article would be reviewed and discussed in reference to
those changes.
2. ARTICLE AMENDMENTS
A. Table of Contents
The City Manager noted that Article 5 had been renamed from "Rights of Employees" to "Rights of Supervisors."
He also raised a question about whether to retain Appendix B (Application for Membership) and Appendix C,
which outlines the classification and pay scale from the previous pay analysis.
B. Agreement
The City Manager stated that throughout the agreement, the term "employees" had been replaced with
"supervisors." All changes made by the city were highlighted in yellow. The City Attorney added that Section 3 of
the Agreement was not currently underlined but would need to be.
C. Preamble
The City Manager noted that the term "employees" had also been changed to "supervisors" in the Preamble. He
clarified that this section only applied to the supervisory unit and not the broader local.
D. Article 1 — Union Recognition
The City Manager explained that language no longer relevant to the supervisory bargaining unit had been
removed. The section now refers exclusively to supervisors.
He further noted that on page 4, both parties had agreed to certain deletions in the position classifications. The
city added "Parks Assistant Superintendent" and removed "Parks Maintenance Supervisor."
The Union President asked whether the total number of supervisors listed was six, to which the City Manager
confirmed yes.
E. Article 2 — Management Rights
The City Manager stated that the only change in this article was replacing "employee" with "supervisor."
F. Article 3 — Bargaining Unit Representation / Bulletin Boards
The City Manager reported that similar language updates were made here as well, with "employee" changed to
"supervisor" throughout. Additionally, Section 3.2 was clarified to state that bulletin board postings must be
done with the knowledge of the supervisor's department head.
G. Article 4 — Dues Deduction
The City Manager explained that much of the previous language regarding the city's collection of union dues
was removed. He clarified that supervisors are now responsible for paying their dues directly to IUPA.
H. Article 5 — Rights of Supervisors
The City Manager noted that Sections 5.1 through 5.3 were revised to replace "employee" with "supervisor." He
also mentioned a clerical correction made in line 4 of Section 5.3.
I. Article 6 — No Strike
The City Manager confirmed that Sections 6.1 and 6.2 had been updated to reflect the replacement of
"employee" with "supervisor."
J. Article 7 — Hours of Work and Overtime
The City Manager began by explaining that subsection lettering had been adjusted for clarity, based on a
request by the Union President to strike subsection B. The city agreed with this request.
The City Manager reviewed additional adjustments to Section 7.1:
• Subsections B and C were relabeled.
• The last sentence in Section 7.1(C) was clarified to reflect that the lunch period is unpaid.
• Section 7.1(C)(3) was identified as a duplicate and recommended for removal.
• The City Manager proposed combining the language in subsection C for better clarity.
In Section 7.1(E), references to administrative and non -administrative employees were removed, leaving only
"supervisors." Section 7.1(F) was updated in the same manner. The Union President agreed with these changes.
The City Manager then addressed Section 7.2(A), recommending that a 30-minute meal break be considered
sufficient. The Union President asked if the meal break would be paid or unpaid, noting that dispatchers cannot
leave their workstations. The City Manager acknowledged the concern and agreed to review the issue further.
In Section 7.2(B), language was clarified to refer to the "supervisor of the Communications Division." Subsections
(d) and (e) were removed, as they no longer apply to the current contract.
The City Manager summarized changes made to Section 7.3:
• Clarified that approved paid leave —including personal, vacation, sick, funeral, jury, and military leave —
will count as time worked.
• Unapproved or unpaid administrative leave will not count as time worked.
• Section 7.3(E)(1) and (2) were reworded to reflect "supervisor" terminology. In (2), language was
updated to state that any unused comp time will be paid out during the last pay period of the fiscal
year, rather than quarterly. The Union President agreed with this change and confirmed that a
supervisor may be approved for up to 40 hours of comp time.
• Section 7.3(E)(3) was also updated to reflect "supervisor."
• Section 7.3(G) was removed due to conflicting language; the Union President had no objections.
• Section 7.3(H) was revised to ensure supervisors who leave city service may be paid for up to 40 hours of
accrued comp time.
In Section 7.4, regarding call -out and on -call responsibilities, the City Manager recommended keeping the
current language. He clarified in Section 7.4(B) that when a supervisor is already on -site and works before or after
their regular shift, they are paid in 15-minute increments. However, if they are called in from home, it qualifies as
a call -out. Section 7.4(C) was updated to exclude Communications (911), but it was clarified that any on -call
supervisor must respond within one hour or notify their designee of a delay.
The Union President had requested a $1/hour on -call rate. The City Manager proposed a new structure:
• Monday through Friday: one hour at time -and -a -half
• Weekends and holidays: two hours at time -and -a -half
The Union President agreed, stating this structure was more beneficial than the flat hourly rate.
The City Manager addressed a separate proposal from the Union President to include crime scene personnel in
the Police Officers' Retirement System as high -risk supervisors. He stated the city was not in favor of that change
at this time.
The Union President explained that crime scene technicians in many state and local agencies are already
classified as high -risk due to exposure to blood, hazardous environments, and physical dangers. He emphasized
that their work presents risks comparable to those of sworn officers. The City Manager acknowledged the
comments and confirmed they were noted for future consideration.
K. Article 8-Seniority/Layoff/Recall
The City Manager stated that in Section 8.1, the phrase "regular part-time" was removed, as supervisors are not
part-time positions. Throughout this section, "employee" was replaced with "supervisor." Language was also
clarified to state that "supervisors on probation" do not accrue classification seniority, replacing the phrase
"probationary supervisors." A clerical correction was made to change "an supervisor" to "a supervisor."
In Section 8.2(B), the Union had proposed that promoted or transferred supervisors be placed on a 90-day
probationary period. The City Manager explained this was inconsistent with the city's historical approach and
removed the proposed language, noting that three months may not be a sufficient evaluation period for all
roles.
The City Manager confirmed that Sections 8.2 and 8.3 were updated to reflect "supervisor" instead of
"employee." In Section 8.3, criteria for loss of seniority were reviewed and similarly revised.
In Section 8.4 (a—e), all references to "employee" were updated to "supervisor." Subsections E(1), E(3), and E(4)
were also updated to reflect this change, and the assessment period was reduced from six months to three
months.
The Union President asked how the city's opinion of a supervisor's performance would be measured in this
context. The City Manager stated that this language had originated from the Union's request. He clarified that if
the city believes a supervisor cannot satisfactorily perform in a bumped position, the supervisor may be laid off
without further bumping rights. The Union President asked whether this determination would be based on an
evaluation process, and the City Manager confirmed that it would.
The Union President stated he would return with proposed language for Article 8. The City Manager added that
Section 8.5(B) was revised to clarify that "10 business days" would be used instead of calendar days, providing a
full two -week response period.
L. Article 9 - Miscellaneous Leave
The City Manager reported that in Section 9.1, bereavement leave was clarified to match a supervisor's
scheduled shift, not to exceed 40 hours.
In Section 9.1(C)(4), the City Manager acknowledged that funeral services are often delayed for various reasons.
He confirmed that paid bereavement leave may be taken beyond 14 calendar days after the date of death if the
supervisor provides documentation and receives approval from the City Manager.
In Section 9.2, regarding court leave, the City Manager questioned the logic of providing leave when court
appearances occur during normal working hours. The Union President explained that the language may be a
remnant from the prior agreement, when dispatchers and other staff might have attended court outside their
scheduled shifts. He added that for supervisors —who typically work standard weekday hours —court is
generally held during their regular shift.
The City Manager agreed and clarified that if court duty occurs outside regular working hours, supervisors would
still be eligible for overtime. He emphasized that the city was not seeking to remove that entitlement but felt the
section needed revision.
The City Manager noted additional edits throughout Article 9, including consistent replacement of "employee'
with "supervisor" and clarification that official documentation should be submitted to the department head
rather than an immediate supervisor (Section 9.2(E)).
In Section 9.6(A), the Union had included language referencing state statute, which the city agreed with. Section
9.7(B) was also amended to reflect the reorganization of departments; references to "Administrative Services"
were updated to "Human Resources Department." The Union President asked for clarification, and both the City
Manager and Human Resources Director confirmed the department name had officially changed.
M. Article 10 -Sick Leave
The City Manager stated that in Section 10.1, references to part-time and temporary employees were removed,
and the section was updated to apply solely to full-time supervisors. Additionally, accrual language was clarified
to state that sick leave does not accrue while a supervisor is on unpaid leave.
For sick leave requests, it was clarified that a supervisor must notify their department head. Calls, texts, or emails
are acceptable, and the supervisor should indicate the expected length of absence. A line referencing
dispatchers was removed as it no longer applied.
In Section 10.3, the Union requested that "maternity" be added to the list of acceptable sick leave uses. The City
Manager agreed it should absolutely be included.
Regarding Sections 10.3(e) and 10.3(f), the City Manager addressed the Union's proposal for expanded sick leave
payout. He expressed concern over the city's long-term financial obligations and stated that large payouts were
not fiscally sustainable. He emphasized that supervisors hired prior to October 2022 remain eligible under the
previous policy, but changes to future payouts were necessary to ensure financial stability. As such, the city
declined to adopt the Union's proposed changes.
4
N. Article 11 — Vacation Leave
The City Manager reported similar updates in Article 11, including the removal of part-time and temporary
employee language. In Section 11.1, only full-time supervisors are now addressed.
In Section 11.2, the city removed the phrase that leave accruals would be adjusted on a prorated basis and
clarified that if a supervisor is on unpaid leave for a full week, they will not accrue leave for that week. If they are
out only one day, accrual will still occur. The City Manager stated that additional clarifying language will be
developed to reflect this.
Table 2 within Section 11.2 was also updated to remove part-time employee references.
In Section 11.5, regarding separation from employment, the City Manager reiterated concerns about large
termination payouts. Supervisors hired prior to October 1, 2022, will remain eligible to receive up to 400 hours of
accrued vacation upon separation in good standing. Those hired on or after that date will be eligible for up to
240 hours, based on a percentage and years of service. The Union President agreed with this approach.
The City Manager indicated he would work on additional language. Articles 11.3 and 11.5 also reflected standard
terminology changes from "employee" to "supervisor."
O. Article 12 — Grievance Procedure
The City Manager stated that all references to "employee" were changed to "supervisor." Additionally, the
grievance filing period was updated from five business days to ten, as requested by the Union. The city agreed to
this change.
P. Article 13 — Holidays
The City Manager confirmed that "regular part-time supervisors" were removed from eligibility. He noted that
Juneteenth and Good Friday were not added to the holiday list, as they are not currently recognized for any
other classification in the city.
A new provision was added under Article 13.5:
If a full-time supervisor is scheduled to work on a holiday, they may choose to receive either overtime pay for the
hours worked or compensatory time in lieu of pay. The supervisor must notify their department head in writing
no later than the last workday before the holiday. If no election is made, overtime pay will be automatically
applied.
Q. Article 14 — Promotions, Transfers, and Adjustments
The City Manager noted that Sections 14.1 through 14.3 were revised to replace "employee" with "supervisor."
He emphasized the importance of maintaining a 90-day probationary period for supervisors transferring into a
new department, stating that this time frame is fair and provides accountability. Section 14A was updated to
remove outdated references to 911 emergency dispatchers.
The City Manager agreed with the Union's request to increase promotional pay from 3% to 6% when there is a
critical need. Language related to equipment schedules was struck, and "assistant superintendent" was added in
place of "supervisor" where appropriate.
In Section 14.5, the City Manager reported that the city had reinserted original language that had been
previously stricken by the Union. The city agreed with other recommended changes, but Sections (b) and (c)
were removed as they no longer apply to the current bargaining unit. Sections (e) and (f) were also removed.
The Union President asked whether the Sebastian Police Department still offered degree pay. The City Manager
responded that he would follow up to confirm.
R. Article 15 — Insurance
The City Manager noted that all instances of "employee" were updated to "supervisor," and references to
reimbursements were changed to reflect that the city now uses a Health Savings Account (HSA).
S. Article 16 — Probation
The City Manager confirmed that the term "supervisor" was used consistently throughout, replacing "employee"
where appropriate.
T. Article 17 — Performance Evaluations
The City Manager stated that all references to performance evaluations were revised to reflect "supervisor." In
Section 17.2, the definition was clarified to show that a supervisor's performance is evaluated by the department
head.
Section 17.5 was retitled "Supervisor Evaluations," and terminology throughout the section was updated
accordingly. The department head was identified as the evaluator, and assistant superintendent and
superintendent titles were added to ensure inclusive coverage.
In Section 17.6, references to dispatch technicians were removed, as they are no longer part of the bargaining
unit.
U. Article 18 — Disciplinary Actions
The City Manager noted similar changes to reflect "supervisor" throughout. In Section 18.8(B), line four,
"immediate supervisor" was changed to "department head." Clerical errors in Section 18.7 were corrected.
V. Articles 19 through 24
The City Manager confirmed that throughout Articles 19 to 24, "employee" was replaced with "supervisor" as
appropriate.
In Article 24.3, longevity pay was reverted to the language used in the previous agreement. Section 24.3(B) was
updated to define longevity as a benefit that begins upon becoming a full-time employee; part-time or
temporary status does not count toward longevity.
W. Articles 25 and 26 — No Changes
The City Manager reported that no changes were made to Articles 25 and 26.
X. Article 27 — Amendments and Duration
The City Manager confirmed updates to reflect "supervisor" where necessary.
Y. Article 28 — Ratification
The only change noted was to the ratification date.
The Union President requested to revisit Article 22.4, specifically the $45 monthly uniform cleaning stipend with
receipts. He explained this was retained in case of exposure to hazardous materials during crime scene work that
would make at-home laundering unsuitable.
The City Manager asked the Union to provide revised language specific to supervisors.
The Union President requested a Word version of the agreement for further edits. The City Manager agreed and
asked that any changes be highlighted in a different color for tracking.
The City Manager asked if there were additional questions. The Union President replied that he had none and
thanked the City Manager.
The City Manager encouraged both sides to review the proposed changes thoroughly and reconvene soon to
continue making progress. He requested that the Union contact the Human Resources Director to schedule the
next meeting, adding that he preferred not to delay for another two months.
The Union President said he agreed with many of the changes and noted that the primary outstanding concern
was salary, particularly in comparison to other agencies. He confirmed that they would review and respond.
The City Manager thanked everyone, and the meeting was adjourned at 3:01 pm.
June 18, 2025
IITV OF
SJF,UASTL,4Qj
HOME OF PELICAN ISLAND
PUBLIC NOTICE
Labor Contract Negotiations between the City of Sebastian and
the International Union of Police Association, City of Sebastian
Supervisor Association, Local 6056.
Time: 2:00 PM
Place: Council Chambers
Date: Wednesday, June 25, 2025
Please note: In accordance with Florida Statute 286.0105: Any person who desires
to appeal any decision at this meeting will need a record of the proceedings and for
this purpose may need to ensure that a verbatim record of the proceedings is made
which includes the testimony and evidence upon which the appeal is based.
In accordance with Florida Statute 286.26: Persons with disabilities needing
assistance to participate in any of these proceedings should contact the City's ADA
Coordinator at (772) 589-5330 at least 48 hours in advance of this meeting.
6/25/25
Cn Of
SE T�N
HOME OF PELICAN ISLAND
COLLECTIVE BARGAINING AGREEMENT
BETWEEN THE
CITY OF SEBASTIAN
and
INTERNATIONAL UNION OF POLICE ASSOCIATIONS
AFL-CIO
LOCAL 6056
October 1, 2025 — September 30, 2028
TABLE OF CONTENTS
ARTICLE
TITLE
Page
Agreement
3
Preamble
3
1
Union Recognition
3
Position Classification
4
Equal Employment Opportunity/AA
5
2
Management Rights
5
3
Bargaining Unit Representation
5-6
4
Dues Deduction
6
5
Rights of Empleyees— Supervisors
6
No Strike
7-8
7
Hours of Work and Overtime
8 -11
8
Seniority/Layoff/Recall
11-13
9
Miscellaneous Leave
13-18
10
Sick Leave
18-20
11
Vacation Leave
20-22
12
Grievance Procedure
22-25
13
Holidays
25-26
14
Promotions, Transfers and Adjustments
26-29
15
Group Insurance
29
16
Retirement Contribution
30
17
Performance Evaluations
30-32
18
Safety
32-35
19
Disciplinary Action
35
20
Salary
35
21
Substance Abuse Testing
36
22
Uniforms
36
23
Education Reimbursement
36-38
24
Classification and Pay Scale
38-39
25
Secondary Employment
39
26
Severability
39-40
27
Counseling
40
28
Term of Agreement
40
Appendix A
Grievance Form
Appendix B
Application for Membership (Keep)
?
Appendix C
Classification and Pay Scale (Keep)
?
P1
7
AGREEMENT
Section 1 This Collective Bargaining Agreement ("Agreement") is entered into by the City of
Sebastian, Florida ("City" or "Employer") and The International Union of Police
Associations, and has as its purpose the promotion of harmonious relations between the
City and IUPA; the establishment of an equitable and peaceful procedure for the resolution
of differences; and includes the agreement of the parties on the standards of wages, hours
and other conditions of employment covered hereunder.
Section 2 Throughout this Agreement masculine gender pronoun shall be read to include feminine
gender where appropriate.
Section 3 Throughout this Agreement the meaning of "supervisor" is "supervisor".
PREAMBLE
Whereas, the intent and purpose of this Agreement is to maintain and further harmonious and
cooperative labor management relations upon a constructive and sound foundation;
Whereas, the cornerstone of this foundation is the mutual acceptance and recognition of the rights
and obligations of both parties, in order that the joint responsibilities of the public employer and public
supervisor to represent the public be fulfilled and the order and uninterrupted functions of government be
assured; and
Whereas, the City is engaged in furnishing essential public services vital to the health, safety,
protection, and comfort of the residents of Sebastian; and
Whereas, both the City and its empleyees supervisors have a high degree of responsibility to the
public in so serving the public without interruption of these services; and
Whereas, since both parties recognize this mutual responsibility, they have entered into this
Agreement as an instrument and means to permit them to fulfill said responsibility;
Now therefore, in consideration of the premises and promises set forth herein and the benefits and
advantages accruing or expected to accrue to the parties hereto and those covered by this Agreement by
reason thereof, and said parties hereby agree as follows:
ARTICLE 1
UNION RECOGNITION
1.1: The City recognizes IUPA as being certified by the International Union of Police Associations and
as such is the sole and exclusive bargaining agent, for those full-time ead paFt time supervisors
(exehHhag4enry AnrsJ Md s aaseaalempleyees) heur4y-sapenAser$ working within the unit, for the
purpose of negotiating matters of wages, hours and other terms and conditions of employment. This
list of job classifications may be amended from time to time due to business/city standard changes.
Positions may be removed or added. Titles may be changed to better suit the position. This shall
be at the discretion of the City.
ir (PP)
i.
A eeenataat
Aeeenntiag ^'-rk 1
Aeeouna0g;hrk li
Administrative Assistant (Code t)
Administrative As at (Cam)
Administrative Assistant
Administrative vt (PL`) /
Administrative ii it (PLI)
Airport Operations Speeialiqti
FA 11
Assistant Golf Pro
Building laspeeti r i
Building inspeete r it
Business bieense :i
C—ashirr
Chief Building tr
Clerical Assistant i tnT/c T )
Stu
CORStFuetion t r
COPESpeeintA (PT PV)
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S■
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E.fC OoryAttendan
ii r ad Caskier
]r. 7lanner
Ml ' lil
IG rekanie
I'Vat Upervi ar
PI Iinit Teehnieift
Plr,rrer
Pirins Examiner
Ili eerds Speeialist
cu€€e �eekteieian
aeAfie-T-eehuieiau--H
Position Classification - Suoervisors
911 Emergency Dispatcher Supervisor
Accreditation/Records Supervisor
Cemetery Supem4ser4Sexten
Crime Scene/Evidence Supervisor
Parks Assistant Superintendent
Lead Mechanic/Garage Supervisor
Reads Assistant SUpen'iSOF
Public Works Supervisor
EQUAL EMPLOYMENT OPPORTUNITY/AFFIRMATIVE ACTION
The City and IUPA agree to full and unequivocal cooperation with each other in eliminating all
discrimination and to assure all personnel programs. Policies and assignments are free from discriminatory
practices.
The parties recognize that it is mutually beneficial to resolve any problem of alleged discrimination as
amicably and expeditiously as possible and agree that each shall make a good faith effort to settle such
disputes informally within the Department before any formal complaint is filed.
Nothing in this contract will supersede the following:
• The Fair Labor Standards Act
• Title VII of the Civil Rights Act of 1964, as amended, or by applicable state or local law;
• Title I and Title V of the Americans with Disabilities Act of 1990, as amended or by
applicable state or local law and the Rehabilitation Act of 1973, as amended, or by
applicable state or local law
• The Age Discrimination of Employment Act of 1967, as amended or by applicable state or
local law;
• The Equal Pay Act of 1963, as amended or by applicable state or local law;
• Title II of the Genetic Information Nondiscrimination Act of 2008, or by applicable state
or local law;
• Marital status or lawful political affiliation as prohibited under Federal Law and Florida
Statutes or applicable local law.
ARTICLE 2
MANAGEMENT RIGHTS
2.1: The management of the City and the direction of the workforce are vested exclusively in the City
subject to the terms of this agreement. Nothing in this Agreement shall affect the right of the City
to determine the standards of service offered the public; to maintain the efficiency of the City's
operations; to determine the methods, means and personnel by which the City's operations are to
be conducted; to direct the work of its supervisors; to hire, promote, demote, transfer, assign and
retain supervisors in positions; to discipline, suspend or discharge supervisors for just cause and to
relieve supervisors from duty because of lack of work; or to take any action, not inconsistent with
the express provisions of this Agreement, necessary to carry out the mission of the City. All
matters not expressly covered by the language of this agreement may be administered for its
duration by the City in accordance with such policy or procedure as the City from time to time may
determine.
ARTICLE 3
BARGAINING UNIT REPRESENTATIONBULLETIN BOARDS
3.1: The City agrees to provide suitable bulletin board space on existing or new bulletin boards in
convenient places for posting of official IUPA notices to its members and to other covered
supervisors. The City also agrees to allow IUPA the use of e-mail for these notices. No scurrilous,
defamatory, or otherwise objectionable material will be posted or emailed. The parties agree that
the usage of such bulletin boards and emails will be to promote supervisor -employer relations, as
well as keep the members and other covered supervisors informed of its activities. Copies of all
materials, notices, or announcements shall be submitted to the -HR Director or designee, before
they are posted. All notices shall be signed by a duly authorized IUPA representative.
3.2: The City agrees to allow the elected officer(s) as Representative(s) fer the General JiWleyees and
PI PA 0 R ffiSe.., D epFe .a...ativ,., for the Supervisory Employees of the IUPA who are on duty at
the time of negotiations take place with the City and the ]UPA, time away from their regular
duties/shift assignments to participate in negotiation meeting without loss of wages or benefits as
long as it does not create a manpower/shift shortage. This will be done with the knowledge and
permission of the Supervisor's Department Head.
3.3: The City will permit IUPA to maintain an official mailbox at various work sites. The mailboxes
will be provided by IUPA. Mail delivered to these mailboxes will be delivered unopened.
3.4: The City will allow IUPA a reasonable opportunity to meet with new supervisors covered by the
agreement at the conclusion of new supervisor orientation for the purpose of briefing the supervisor
on this Agreement and the Bargaining Unit's programs and benefits.
ARTICLE 4
DUES stipulated , '._ .._ .. ....-.of Wages'Ques ■.. n --
Empleyer agrees to deduet the FegHlar dues of RJPA fr-ena the supeniref!s pay bi weekly (twenty
si* (26) times per yeaf) basis fer so leag as FJPA Femginq the Reftified -bargaining agent fer the
supen,iseFs within the uoit. Sueh dues will be remitted promptly to the heine effiee ef . AA
• ..... Unit. 1UPA agFees to isetif�, the E'Mple5W, in wrkifig, at least thi" (30) days prier tE)
!he effeetive date ef any dues stmetdre.
Union dues are paid directly to IUPA.
E ... .
.
....
.
. n ..
..
...
..
. .
- -
4.4:2 Nothing contained herein shall require the Employer to deduct or to otherwise be involved in the
collection of delinquent dues, fines, penalties, or special assessments of IUPA.
CLeasrse n ems_ .• -
ARTICLE 5
RIGHTS OF SUPERVISORS
5.1: The City and IUPA agree that supervisors possess the rights set forth in Section 447.301, Florida
Statutes, and are entitled to exercise these rights without interference, restraint, or coercion from
any person, including BRA representation in any discussion between the supervisor and
representatives of the City in which the supervisor has reasonable grounds to fear that the interview
is investigatory and may result in disciplinary action being taken against the supervisor.
5.2: The supervisors must sign all documents (i.e., Performance Reviews, Disciplinary Action, etc.) that
are placed in the supervisor's personnel file whether the supervisor agrees or disagrees with the
document to signify the supervisor has seen and discussed said document. If the supervisor does
not sign the document they will be subject to disciplinary action up to and including termination.
5.3: The City will have the supervisor sign for a copy of any adverse action document to be placed in a
supervisor's personnel files prior to the document being placed into the files. Supervisors shall
have the right to file a written response to any letter of reprimand or other document that is placed
in the their personnel file as a result of supervisory action or citizen complaint. Any such written
response shall be included in the Supervisor's personnel file together with the letter of reprimand
or other document against which it is directed. To the extent permitted by law and in order to
protect the privacy and promote the safety of supervisors, the City agrees not to directly or
indirectly furnish the news media or public with any supervisor's personal information, (i.e., home
address, date of birth, telephone number, photograph, etc.), and/or personnel records as required
per Florida Statute 119 as amended without the supervisor's consent.
5.4: IUPA agrees not to directly or indirectly furnish the news media or the public with personnel
records without the consent of the City and the supervisor, thus mutually agreeing to the
confidentiality of personnel records other than required by law.
5.5: IUPA members are entitled to be represented by IUPA in grievances arising under this Agreement.
They may also bring matters of individual concern not covered by this Agreement to the attention
of City officials.
ARTICLE 6
NO STRIKE
6.1: For purposes of this Article, "strike" is defined as the concerted failure of supervisors to report for
duty; the concerted absence of supervisors from their positions; the concerted stoppage of work by
supervisors; the concerted submission of resignations by supervisors; the concerted abstinence in
whole or in part by any group of supervisors from the full and faithful performance of the duties of
employment with a public employer for the purpose of inducing, influencing, condoning or
coercing a change in the terms and conditions of employment or the rights, privileges or obligations
of public employment, or participating in a deliberate and concerted course of conduct which
adversely affects the services of the public employer; the concerted failure of supervisors to report
for work after the expiration of a collective bargaining agreement.
6.2: The IUPA recognizes that strikes by public supervisors are prohibited by Article 1, Section 6, of
the Florida Constitution and Section 447.505, Florida Statutes. rUPA agrees not to authorize,
instigate, or otherwise support a strike, as defined in Section 6.1 above.
6.3: The IUPA recognizes that it -- and all acting in concert with it -- shall be liable for the penalties set
forth in Section 447.507, Florida Statutes, in the event of a strike in violation of this Article.
6.4: The IUPA agrees that there shall be no strikes in accordance with Article 1, Section 6 of the Florida
Constitution and Section 447.505, Florida Statues. In the event of a strike, slow up, work stoppage,
or interruption due to informational pickets, IUPA shall promptly and publicly disavow such
unauthorized conduct and to take all affirmative action legally available to prevent or terminate any
strike which occurs in contravention of this commitment.
6.5: For the purpose of this Agreement, informational pickets shall be allowed. Informational pickets
shall not stop or discourage City supervisors from normal business. Informational pickets shall not
encourage any type of act that would violate local ordinances, city, state or federal law, e.g.,
honking of horns, etc.
ARTICLE 7
HOURS OF WORK AND OVERTIME
7.1: Basic Work Week:
(a) The basic work week for regular full-time supervisors shall ordinarily consist of forty (40)
hours per week, starting at 12:01 a.m. Sunday and ending at 12:00 midnight Saturday,
unless otherwise specified or scheduled by the Department Head to meet particular
requirements of an individual department.
(b) The b, sie . ,._k eek a,... _ seng" cf iL•sca Lcc:aAika cre
a r Y
regain e- ei. by Ariz Dapai4ment Head or his designee.
(a) (b) Meal periods shall not be considered time worked.
(d)(c) Supervisors will be entitled to a one (1) hour meal break. Meal breaks may not be at a set
standard time. They will be based on work flow and are at the discretion of the Department
Head or their designee. Supervisors will also be entitled to two (2) paid fifteen (15) minute
work breaks, one in the morning and one in the afternoon. Breaks may not be at a set
standard time. They will be based on work flow and the discretion of the Department Head
or their designee. Supervisors will be paid for an eight (8) hour day. In order to be entitled
to the (1) hour unpaid lunch, 1 hourpaidluaeh, the supervisor must have worked four and
a half (4.5) hours of their shift.
Hours of Ooeration
1. Administrative supervisor's hours of work are from 7:30 a.m. to 4:30 p.m. or
8:00 a.m. to 5:00 p.m. Monday through Friday. At the discretion of the
supervisor's supervisor the hours of work may be changed as long as the hours
work total 8 hours.
2. NOR e er y
I7,0e Ali Anly by -an
individual supervisor te aeeamaaedate the r ( )heuf inealY
3. Hours of operation for both Administrative and P.en aElfflinist ., supervisors
may be changed from time to time at the discretion of the emplayee' immediate
supervisor.
(e) The two fifteen (15) minute work breaks for both A d...1..1alrati..e a_*l d e., administr
empleyees supervisors will not be taken immediately before and/or immediately after the
meal break, and it must be used or lost. It cannot be used to make up for late arrival or for
leaving work early.
(f) The City will make a good faith effort to find work for supervisors when adverse weather
conditions do not permit outside work. If no work is available, supervisors may use
accrued vacation, personal, or compensatory time, (if earned) to leave work for the
remainder of the day.
7.2: Communications Division:
(a) Unit supervisors shall be entitled to one (60) (30)-minute meal break and two (2) fifteen
(15) minute paid breaks per each eight (8) hour shift, to be taken at the discretion of their
Department Head or designee. However, if the supervisor works a twelve (12) hour shift,
they are entitled to one (1) (60) thirty (30) minute meal break and three (3) fifteen (15)
minute paid breaks.
(b) The Supervisor of the Communications Division will be allowed to earn comp time instead
of overtime when earned as a result of their regular work schedule and comp time can be
used to offset the hour shortages during the 40 hour work week. To conclude, comp time
will be approved leave and will be considered time worked for overtime computation for
the Communications Division only.
(c) Any supervisor who works either regularly scheduled hours or overtime hours that fall
between 6 P.M. and 6 A.M. shall be entitled to a shift differential equal to five percent
(5%) of their regular hourly rate of base pay for each hour worked.
(d) A nl 1 nispa4ehe-.. 1._ is pe..a ill be paid an a ee n 1 $3 nn b o
xr. x x xax- alTlllsllztr�inina will �, �� �„ � or
all hours they are ae4ua11y preyiding in he..ae i..atnie.:,.., And net en leave.
let A 911 ENspa♦eher is d signated as required to be en eall and ill b idone l
Cal _o ________ required __ __ __ ___ ____
and one half for eaeh hA-1 a.,,l he paid t e I.. ufs at im and a..e half F
they ai.e ne. 8the. aid eall baal. pay ,
...
7.3: Overtime:
(a) Overtime will be authorized only when it is in the interest of the Employer and is the most
practicable and economical way of meeting workloads or deadlines.
(b) All authorized and approved time worked in excess of forty (40) hours in any one work
week is considered overtime worked and shall be either paid at the rate of one and one-half
(1 %a) times the hourly wage of the supervisor, or by compensatory time off at the rate of
one and one-half (1-1/2) hours for each hour worked over forty (40) hours in any one work
week.
(c) The Fair Labor Standards Act (FLSA) states that unless exempt, supervisors covered by the
Act must receive overtime pay for hours worked over 40 in a work week at a rate of time
and one-half their regular rates of pay. The Act does not require overtime pay for work on
Saturdays, Sundays, holidays, or regular days of rest, unless overtime is worked on such
days. The Act applies on a work week basis. It need not coincide with the calendar week
but may begin on any day and at any hour of the day. Different work weeks may be
established for different supervisors or group of supervisors.
(d) For the purpose of overtime computation, time spent by ae etxipleyee a supervisor on
personal leave, vacation leave, sick leave, funeral leave, jury leave, military leave or any
other approved paid leave will be considered as time worked. However, time spent on
unapproved leave, administrative leave, unpaid administrative leave will not be considered
as hours worked.
(e) Emergency closure hours will be considered time worked for the purpose of computing
overtime.
(e)(f) 1. If anempleyee a supervisor has accrued earned overtime, he or she may elect, with the
approval of the Department Head, to accrue compensatory time off rather than be paid
for the overtime.
2. Unused ... efeed eempensatety titti ill be eenvat4ed to the
hourly rate of pa et the end of eaeh fiseel year quaftef and added to thpiff f—ingt ..
eheek the fallowing nienth Any unused accrued compensatory time remaining will
be paid out at their current rate of pay in the last pay period of the fiscal year. The
Police Department Supervisor of the Communications Division will be able to retain
4 hours compensatory time earned during the last pay period of each quarter as a result
of the long week to compensate for their short week in the first pay period of the next
quarter.
An supervisor may accrue up to a maximum of forty (4--8 40) hours of compensatory
time in any Fiscal Year. if it is not used, the supervisor will be paid at the end of the
fiscal year. n written request c payout for all aeopaed efwhieh eighty iom he...
y hee over c .... yean nlie satef t:...e: exeess of eighty-("
hours up to one hundred twenty (120) h,.0 Fs Friust he used in the same ❑:..eel Year
med (and by the last f n e fied ,.fthe fiscal year) or the _e..,e:.,:....r balane.,
unused e,.mpensater time in e.,eess ,.f eight. (80) he..F.. Will be sari. eFted t.. Q.e
e _.en,isWs eurfeet h,.. FI. fete of pa and added to their Q.et pay el.eck in Oetehe�
up to one hundred t.. ent y (120) h.a...s earned in an fiscal yeaF nee.. ed e9mpe.lsatOry
tinie ..All he eanye..ted to thesupen,iser'sewieat t.,,..dy fate of eey and added to the:
C f,nt Pay eheek ill Oetehe. Wfitten request e .. ..eyOUt for all OF PaRiel eeeffitis�..ed
i`i t be submitted by Seete..hef 1 ' „f eae1. (west .
3 C ee ...: h:e to ....e ..ee..,ed eampensatery time eff e.....t a llew the Same
pr. The supervisor must receive
prior approval to use compensatory time off, except in emergency situations. The
supervisor's Department Head shall attempt to accommodate the desires of the
supervisor as to the time off desired, work schedule and conditions permitting.
(f) No supervisor will be placed in a leave without pay status during the basic work week in
order to deprive him or her of the right to earn compensable overtime. The supervisor may
10
elect to flex time within the same day seven (7) day work week; however it is at the sole
discretion of the Department Head or their designee.
(g) Department Head or their designee will have the right to schedule overtime based on the
workload. Supervisors shall be required to work overtime when assigned unless excused
only by the Department Head or their designee. Affy supe fvis ._ who .,nn:_nn to he n.,n..ned
f,.m An .e.w:me n e..t shall sabmit ♦e their Depaftme..F Head er their .lesignen n
.ri4ea reqeest o be n nn.i I the event that the Pepa..tmeSt 14pad or the:- designee
,.n...,st nn1.eA..ln a n..:,nbin eye.e:me work C Fee ffem the eemplmme.., of supe-..:n..rs yh
have ne! requested -e1:e f anm aye.t:mef -.supe.1n..-n who have nppr-eyed written Felie
(h) If as empleyee a supervisor leaves the service of the City, he or she will be paid for all
accrued compensatory time at the supervisor's current hourly rate of pay to a maximum of
forty (40) hours.
7.4: Call-Out/Desienated On -Call
(a) Call -out -When an empleyee a supervisor is called back to work after his or her normal
workday, he or she shall receive a minimum of three (3) twe{2) hours pay at the overtime or
compensatory time accrual rate. The maximum travel time paid is 4es 30 minutes.
(b) When an empleyee a supervisor is assigned to attend a meeting or perform work immediately
following or preceding his/her normal work day, the employee supervisor shall be entitled to a
minimum of thirty (30) fifteen (15) minutes pay at the overtime or compensatory time accrual
rate, if applicable, and shift differential if appropriate. Hours in excess of forty (40) hours per
week will be paid at the overtime or compensatory time accrual rate of time and one-half (I %z)
the supervisor's regular hourly rate of pay.
(c) Designated On -Call rr_nluden G�.ne Seene' snit (Excludes Communications 911 Department)
— When the Department Head or their designee designates an empleyee a supervisor to be on
call, the empleyee supervisor must respond within 1 hour or advise the
Head- eF designee of the delay. The emplyee supervisor will receive one hour at time and one-
half for each Monday thru Friday, and be paid two hours at time and one-half for each Saturday,
Sunday and holiday $1.00 per he for being on -call. The maximum travel time paid is 45 30
minutes.
b
04 Ne. n r e 01, c I . an...na Leh 2e 201 C of the ( ky of Sebastian Deliee Offiee
.el's :el. deseriptie., fans .naen rile
definition ....ayi lea :., See. 58 eo r24.. of Sebastian rdina..nen
ARTICLE 8
SENIORITY/LAYOFF/RECALL
8.1: Definitions:
(a) City seniority is the total cumulative length of uninterrupted regular full-time or Fegalar
pe# time employment of an empleyee a supervisor by the Employer, measured from the
most recent date of regular employment by the Employer, except as provided in Section 8.2
below.
1t
(b) Classification seniority is the length of regular full-time or rem pw4 time service by an
employee a supervisor in the same job classification.
(c) City seniority shall apply for the purposes of layoff, vacation computation, service awards,
or other matters based upon length of service.
8.2: Accrual of Senioritv:
(a) Employe e Supervisors shall be placed in a probationary status for the first six (6) months of
employment in any job classification. s Supervisors on probation
accrue no classification seniority until they become permanent regular supervisors,
whereupon their classification seniority shall begin from the date of entry into the
classification. Ansupensiser A supervisor who has completed his or her initial probationary
period shall continue to accrue City seniority notwithstanding subsequent probationary
period(s) resulting from promotion or transfer to a different job classification.
(e)(b) Any empleyee supervisor who is on an unpaid leave of absence of less than twelve months
shall not accrue sick or vacation time, but they shall not lose seniority. Seniority accrual
shall continue on the first day of the employee supervisor's return to work.
8.3: Loss of Senioritv:
Employee Supervisors shall lose City and classification seniority only as a result of:
(a) voluntary resignation;
(b) retirement;
(c) discharge;
(d) layoff for a period exceeding twelve months;
(e) absence from work without authorization;
(f) failure to return from military leave within the time limit prescribed by law;
(g) approved leave of absence without pay of more than twelve months.
8.4: Work Force Adiustment and Lav-off:
(a) When work force adjustment becomes necessary due to lack of work, shortage of funds,
discontinuance of operations, or the subcontracting out of City services, the Employer may
lay-off employees -supervisors. IUPA and the affected empleyee(s) supervisor(s) shall be
notified in writing not less than sixty 60 calendar days prior to the effective date of such
lay-off.
(c) If the City fails to provide the empleyee(s) supervisor(s) with a sixty- (60) day written
notice of lay-off, the City will pay the employee (a) supervisor(s) the equivalent of twenty
(20) days of pay. Such payment will be paid in two (2) bi-weekly increments.
(d) The duties performed by any laid off employee supervisor may be reassigned to other
employee supervisors already working who hold positions in appropriate classifications.
(d) No regular full-time empleyee-supervisor shall be laid -off while a probationary, part-time,
or temporary employee supervisor remains employed in the same job classification.
(e) Permanent, regular full-time employee supervisors who receive a notice of lay-off shall
12
have the right, in accordance with their seniority, to transfer or downgrade (commonly
known as "bumping") or to take the lay-off. Bumping shall only be permitted in the event
of lay-off, in accordance with the following procedure:
(1) Management shall identify the position(s) that may be bumped within five (5) business
days of the notice and explain the options to the affected supervisor(s). Position
classifications that are available for bumping will only be for the same grade or less
than the empleyee'' supervisor's current position. The empleyee supervisor must
possess the minimum qualifications for that position, and have greater City seniority
than the present occupant of that position. Affected supervisors shall have five (5)
business days, from the date their options are explained, to notify management whether
they desire to bump or take the lay-off.
(2) If otherwise eligible, the bumped supervisor may then proceed himself in accordance
with this article.
(3) In the event that two or more affected supervisors have the exact same citywide
seniority, the empleyee supervisor with the least classification seniority will be laid
off first. If both empleyee supervisors have equal seniority, the empleyee supervisor
who applied for the position first will retain the position. This will be determined by
the time/date stamp issued by Administrative Services on the employment application
when it was first received.
(4) An A empleyee supervisor bumping to a different job classification shall be placed in
a probationary period of sitenths three (3) months. If, in the opinion of the City,
the supervisor cannot satisfactorily perform the duties of the position to which the
member has bumped, the supervisor will be laid off without further bumping rights.
(5) An supervisor bumping to a job classification which is lower than their present job
classification will take a 3% per Grade not to exceed nine (9%) percent reduction in
pay. In no case will the supervisor be paid more than the maximum rate of the lower
classification.
(f) Probationary supervisors shall have no bumping rights. An-e�A supervisor who is
in a probationary status as of the date of notice of the lay-off, but who has previously
achieved permanent status in a lower job classification, may revert to such lower
classification for the purpose of exercising bumping rights. If the empleyes supervisor
reverts to the lower classification, their pay is adjusted to the pay they previously held prior
to the promotion.
(g) Regular part-time supervisors may only bump other part-time supervisors.
(h) Exempt supervisors cannot bump into the bargaining unit unless they held a bargaining
unit position within the past I year of the effective date of such layoff.
8.5: Recall:
(a) Recall of laid -off supervisors shall be made in accordance with City seniority. Initial
contact shall be attempted by phone. This shall be followed by a certified letter, return
receipt requested, to the empleyee-s supervisor's last known address, to confirm the phone
conversation and/or document that the recall notice has been provided. Laid -off empleyee
supervisors who desire to be recalled shall keep the Employer continuously informed of
their current mailing address, or lose their recall rights.
13
(b) Within three (3) business days after receipt of a notice of recall, recalled empleyee
supervisors who desire to return to work must notify the Employer in writing to advise that
they intend to return to work, or they will lose their recall rights. Recalled supervisors must
return to work fit for duty within ten (10) business ealaadeF days of the receipt of a recall
notice, or they will lose their recall rights.
(c) Employee Supervisors who are laid -off will be eligible for recall for 1 year of the effective
date of such layoff for any position in the same or lower pay grade. When an empleyee a
supervisor returns to a position of a lower pay grade, he or she will take a three (3%)
reduction in pay. In no case will the salary be higher than the maximum rate of the new
job or shall any reduction result in more than a nine percent (9%) decrease in pay.
Previously canceled group health insurance may be reinstated upon the supervisor's return
to active duty consistent with the plan's requirements. In addition, any balances of accrued
vacation or sick leave not previously paid will be reinstated and the accrual rate from the
date of return to active duty will be at the accrual rate enjoyed at the date they were laid
off.
ARTICLE 9
MISCELLANEOUS LEAVE
9.1: Bereavement Leave:
(a) Bereavement Leave is to provide paid time off for absences related to the death of an
immediate family member. For purposes of this provision, an "supervisor's immediate
family" is defined as the supervisor's spouse/domestic partner, parent/step, parent/father-
in-law/mother-in-law, child/step child, brother, sister, grandparent, grandparent -in-law,
grandchild, or any relative who is domiciled in the supervisor's household.
(b) The- Department Head or their designee will approve Bereavement Leave. ,
(c) Paid Bereavement Leave will be granted according to the following schedule:
(1) 3 Consecutive Days in State of Florida
(2) 5 Consecutive Days out of State commensurate with scheduled shift hours
(Not to exceed 40 hours)
(3) Part-time supervisors receive 2 Days
(4) All Paid Bereavement Leave must be taken within 14 consecutive calendar
days of the death unless approved by the City Manager.
(d) Bereavement leave shall not be charged to vacation leave, personal leave, sick leave or to
compensatory time. Any absence in excess of approved bereavement leave, will be charged
at the supervisor's discretion to accrued compensatory time, vacation leave, sick leave,
personal leave or, if no leave is accrued, to leave without pay.
(e) Within thirty- (30) calendar days from the date the supervisor returns to work from such
absence, the-empleyee supervisor will file a copy of the death certificate of the deceased.
Said death certificate will be attached to a leave request form and forwarded to the
Department of Administrative Services, Human Resources for processing. Failure to
produce a death certificate will result in the ernpleyee supervisor reimbursing the City for
14
any paid leave taken under this Article. Any employee supervisor found to have falsified
his or her request for Bereavement Leave -will be disciplined up to and including dismissal.
It is understood that under certain circumstances the-empleyee supervisor will be unable to
obtain a death certificate. In this event, in lieu of a death certificate, the supervisor shall
submit a newspaper account showing the death and the relationship of the deceased to the
supervisor and/or other appropriate criteria as deemed appropriate by the Human Resources
Director.
(f) For non -immediate family, empleyee supervisors have the option to use accrued vacation
leave, compensatory time or personal leave, for the attendance of funerals. Efnpleyee
Supervisors will supply their department head with written notification for this request in
as timely a manner as possible. The employee supervisor will make every effort to comply
with the provisions of this section. In the event that the employee supervisor does not have
any accrued vacation, compensatory, or personal leave they may request to use sick leave
or leave without pay.
9.2: Court Leave
(a) Any empleyee supervisor who is required to appear as a witness resulting from the
performance of his duties with the City shall be entitled to the following:
A. Regular pay if called to testify during regularly scheduled hours;
B. A minimum of three (3) hours at one and one-half (I %:) times the supervisor's
base rate of pay if called to testify outside the supervisor's regular hours of work;
C. In such cases, the supervisor will be required to assign the witness fee to the City.
Employees atteridio. ,.owt on behalf of the City, ......«.. other «..h1:e :..risdietion during
4�POF nemiel vVoi,4-ing hours shall reeeive leave with pay feF the houN they tFavel to an
attend eourt— The _City Sebastian Travel PeNe. ill he d r,._ i
.. ,cTii cn��aSco—rvri=rirrcrexjicirit,s
`T
(b) All empleyees supervisors subpoenaed to attend court on behalf of the City are eligible for
leave with pay. Those supervisors who become plaintiffs or defendants for other than work
related reasons are not eligible for leave with pay but may request to use accrued annual
leave, compensatory time or personal leave.
(c) Employees Supervisors who attend court on behalf of the City for only a portion of a
regularly scheduled work day shall report to their supervisor when excused or released by
the court.
(d) An employee A supervisor required to attend court while on scheduled leave is entitled to
a minimum of three (3) hours at one and one-half (1 %2) times the supervisor's base rate of
pay for each day and may be allowed to substitute that amount of pay instead of vacation,
compensatory time, or personal leave for such period, provided that the court appearance
meets the requirements of section (a) of this Article.
(e) Empleyees Supervisors who seek to receive leave with pay under this section shall present
official notice of their subpoena to their superNciser department head at least twenty-four
(24) hours in advance of the scheduled time, unless the empleyee supervisor actually
15
receives less than twenty-four (24) hours advance notice. Supervisors who are required to
be absent for Court Leave shall submit official documentation to their seperiseF
department head showing all days or hours of court leave upon return to work.
(f) Consistent with existing City policy, the empleyee supervisor shall remit to the City any
and all compensation received for court leave on behalf of the City, excluding payment for
travel and meals.
9.3 Jury Dutv
(a) A permanent full-time employee supervisor shall be granted time off, not to exceed eighty
(80) hours, at the employee's supervisor's regular pay for reporting to required jury duty
upon presentation to the em's supervisor's department head of satisfactory evidence
that such jury duty is required and provided the time required for jury duty is the
ernpleyee's supervisor's normal workday or work shift. In order to be eligible, the
empleyee supervisor must report at least seven (7) calendar days prior to the date of jury
duty to the immediate supervisor department head on the payroll system with the summons
of the need to be absent because of a jury duty requirement.
(b) Any compensation received by the empleyee supervisor for jury duty shall be retained by
the empleyee supervisor however, a pro rata amount of the jury duty pay received by the
empleyee supervisor will be deducted from the empleyea-s supervisor's regular pay based
upon that portion of the regularly scheduled workday missed by the empleyee supervisor.
There shall be no deduction for mileage pay or for the four (4) hour reporting period
provided in Section (c) of this Article. tea empleyes A supervisor seeking jury duty leave
must substantiate any compensation received for serving on jury duty by submitting a copy
of the check(s) received or a copy of the receipt(s) for any cash received.
(c) If an ettpleyee a supervisor is released from jury duty within four (4) hours from the time
required to report for such jury duty, the empleyee supervisor shall be required to report
for duty on that date, provided that it is the empleyee'-e supervisor's regular work day or
shift.
9.4: Conference Leave:
The City may grant conference leave with pay, together with necessary travel expenses, for
supervisors to attend conferences, schools, and similar events designed to improve their efficiency,
if considered to be in the City's best interest. All leave and expenses will be recommended by the
Department Head and subject to approval of the City Manager.
9.5: Medical Leave:
City agrees to grant request for leave of absence for medical reasons with or without pay in
accordance with the Family and Medical Leave Act (FMLA) and City Policy.
9.6: Military Leave
(a) The City agrees to grant request for leave of absence with or without pay in accordance
with Florida State Statute 115.07 — Officers and supervisors' leave of absence for reserve
or guard training. Per State Statute, leaves of absence granted as a matter of legal right
16
under the provisions of this section may not exceed 240 working hours in any one annual
period. Administrative leaves of absence for additional or longer periods of time for
assignments to duty functions of a military character shall be without pay and shall be
granted by the employing or appointing authority of any state, county, municipal, or
political subdivision to provide a substitute supervisor, if necessary for the assumption of
such employment duty while the supervisor is on assignment for the training.
(b) The empleyee supervisor shall be required to submit an order, Battle Assemble (BA)
Schedule or statement (pending orders) signed by the appropriate Commander as evidence
of any such duty, Such order, BA Schedule or statement must accompany the form request
for Military Leave at least two (2) weeks prior to the date such leave is desired.
9.7: Leave of Absence
(a) The decision to grant a leave with or without pay (leave of absence) is a matter of
management discretion. It shall be incumbent upon each Department Head to weigh and to
determine each case on its own merits, including time off for NFA business.
(b) An supervisor may be granted a leave of absence for a period not to exceed twelve (12)
months for good and sufficient reasons, which are considered to be in the best interests of
the City.
(1) Such leave shall require the prior approval of the Department Head and the City
Manager or his designee. Before such leave of absence without pay will be granted,
the supervisor must exhaust all vacation leave, personal leave, compensatory and, if
appropriate, sick leave.
(2) Voluntary separation from City service, to accept employment outside of the service
of the City, shall be considered an insufficient reason for approval of a request for leave
of absence without pay.
(3) If for any reason a leave of absence without pay is given, the leave of absence may
subsequently be withdrawn by the Department Head and the City Manager, and the
supervisor recalled to service if the need for leave no longer exists.
(4) An supervisor requesting a leave of absence of more than three days must request
Family Medical Leave Forms (FMLA) for medical reasons, per FMLA and submit a
written Doctor's note to their Department Head stating the length of time they will be
absent. In addition, the supervisor must keep the Administrative Services Department
advised of his or her current address at all times. If a Doctor's note is not submitted,
the supervisor will be considered as on an unauthorized leave of absence and
appropriate disciplinary action shall be taken. Failure to comply with the notification
requirements will result in the supervisor being dropped from leave of absence status,
in which case he/she must return to duty or be dismissed.
(5) An supervisor who obtains either part-time or full-time employment elsewhere while
on an authorized leave of absence is required to notify his Department Head in writing
within three (3) days of the acceptance of such employment or they will be terminated
17
from City employment.
(6) At least two (2) weeks prior to the expiration of the leave of absence, the supervisor
must contact the Human Resources Department
in order to facilitate the reinstatement process.
(7) Failure by an-exipieyee a supervisor to return to work at the expiration of a leave of
absence shall result in immediate dismissal from employment with the City.
(c) Under no circumstances shall the City provide any funds towards the CWAJITU pension
plan while the empleyee supervisor is on an unpaid leave of absence.
(d) During the time the supervisor is on leave without pay, the supervisor will not accrue sick
or vacation leave, unless the supervisor is on leave in accordance with FMLA. Accrual of
classification seniority is suspended until they return to regular duty. City seniority
continues to accrue, providing the leave without pay does not exceed twelve months. The
supervisor loses both City and classification seniority after twelve months.
(e) An supervisor on an approved leave of absence may continue to participate in the group
insurance plan, provided that all necessary payments of the total premium are made by the
supervisor. It is the supervisor's responsibility to keep premium payments current.
(1) The insurance premium payment must be made by the 20th of the preceding month in
which the payment is due. If the payment is not made by the 20th of the preceding
month in which it is due, coverage will be canceled as of the beginning of the
delinquent period.
(2) If coverage is canceled during an approved leave of absence, it may be reinstated upon
the supervisor's return to active duty consistent with the plan's requirements.
9.8: Eligibility,
Only regular full-time and regular part-time supervisors are eligible for the miscellaneous paid
leaves provided by this Article. All such benefits are personal to the supervisor and shall not be
transferable.
9.9: Personal Leave
Eligibility — Each regular full-time empleyes supervisor shall receive thirty-twe (32) twenty (24)
hours of personal leave per fiscal year.
(a) Employees Supervisors starting during the year will get a pro-rata portion of the personal
leave hours. Those starting during the first three months (October — December) receive
eight (8) hours, second three months (January — March) receive four (4) hours, and those
starting in the third three months (April — June) receive two (2) hours. These st....:. g durifi^
third t._o...nant t s _eeeive twelve (12) alld the iast throe . eiit... _eeei .e six (6 (Keeping
previous language)
(b) Personal leave must be used by the last full pay period of the fiscal year.
(c) Personal Leave will not be paid out upon separation of employment.
18
ARTICLE 10
SICK LEAVE
10.1: Eligibility/Accrual of Sick Leave:
(a) Only regular full-time afld Fegulff part fiffle empleyee supervisors are eligible to accrue sick
leave. Regular full-time supervisors will accrue sick leave at the rate of ninety-six (96) hours
per calendar year or 3.692 hours per pay period.
peter Sick leave will accrue bi-weekly over twenty-six (26) pay periods.
(b) New supervisors start to earn sick leave from their date of hire.
Eligibility;
a.ztwi9lepayperied are not eligible 48
1. Sick leave does not accrue while an supervisor is on any unpaid leave.
10.2: Reauest for Sick Leave:
(a) Any supervisor who is incapacitated and unable to work shall notify his/her immediate supervisor
or designee within one (1) hour prior to his/her scheduled reporting time and (2) hours for Dispatch,
except in an emergency situation. On the initial day of being absent, the supervisor must call iate
their Department Head. Upon approval of the imiRediate SupeMseF Department Head, texts and
emails will be accepted afterthe initial Safi. The empleyee supervisor shall state the nature of his,�h
ineapaeitatien, its the expected period of absence. The empleyee supervisor
shall repeat this procedure each day he/she is unable to report for work, unless excused by the
Department Head.
(b) If an-ertpleyee a supervisor is absent from work in excess of three (3) consecutive work days €ff
rl:....ateh and five (5) ,.,...,.,,euti. e e r all ether r,epaf4ment _..«..,._.a due to an illness, the member
must submit a doctor's note to the Department Head, or his/her designee, attesting to the supervisors
ability to return to work with or without restrictions. If an supervisor is to be absent more than 3
days for Pisp ateh ^..a fi .e (5) days re_ all eibe. Department personal, Human Resources must be
contacted to obtain Family Medical Leave Forms.
The minimum charge against the accrued sick leave balance will be in increments of fifteen (15)
minutes. Fifteen (15) minutes shall be deducted from an supervisor's accrued leave balance for
each quarter hour, or part thereof that an supervisor is actually absent from his/her duty station
while out of work on sick leave.
10.3: Use of Sick Leave:
(a) Sick leave may be used for the following purposes:
(1) supervisor ill health or;
19
(2) maternity
(2) medical, dental, or optical treatment required during working hours;
(3) quarantine due to exposure to infectious disease;
(4) supervisor ill health while on annual leave;
(5) in connection with Workers' Compensation;
(6) for death in supervisor's immediate family; including extending bereavement leave and
(7) illness of an immediate family member requiring the supervisor to remain at home.
(8) Cannot be used for vacation
(b) Whenever it appears that a bargaining unit member abuses sick leave, such as when a
member consistently uses sick leave immediately upon its being accrued or before and after
holidays or weekends, the member may be required to furnish a doctors note verifying that
the member was medically unable to report to work on those days. Failure to provide such
notice will result in no pay for the holiday and the day(s) in question. Abuse of sick leave
shall constitute grounds for disciplinary action, up to and including termination.
(c) Sick leave may be used for absences due to illness or injury sustained while engaged in
outside employment, provided the supervisor is not being compensated for the same time
by the other employer.
(d) Supervisors may not use sick leave during their first sixty- (60) days of employment. If an
supervisor resigns or is otherwise terminated during the first six (6) months probationary
period, he/she will reimburse the City for all sick leave used by deducting the cash
equivalent of hours used from his/her final pay check.
(e) Supervisors hired prior to October 1, 2022, upon separation from employment in good
standing (resignation or retirement with a two -week notice or medical separation), a
bargaining unit member is eligible to be paid for a percentage of his/her accrued balance
of sick leave up to a maximum of 600 hours. The percentage is as follows:
If separated before completing first year - 0%
1 Year but less than 5 Years Completed - 25%
5 Years but less than 10 Years Completed - 50%
10 Years but less than 20 Years Completed - 75%
Over 20 years of completed service -100%
(f) Supervisors hired on or after October 1, 2022, may accrue up to 480 hours. This is to allow
for Family Medical Leave. The 480 hours are not paid out when the supervisor separates
from the City.
(g) Sick leave will not be approved or paid during an supervisor's last two (2) weeks of
employment, except in the case of an emergency. An supervisor requesting paid sick leave
will be required to furnish a doctor's note verifying that the supervisor was medically
unable to report to work. Failure to provide this documentation will result in no pay for the
day(s) in question.
(11) Oneeas320"heurmVii&hlc-.. the), may ..
their ptie_enve.,r.ay
Pereent oi icn41,.r.,... ...,..see--neep,va.ick-leave inexeessefz2-0hru"t'/ARC;en-leave
20
ARTICLE 11
VACATION LEAVE
11.1: Eligibility:
Only regular full-time and -egule- peFt tifne supervisors are eligible to accrue paid vacation leave.
Probationary supervisors will be allowed to use accrued vacation leave at the approval and
discretion of their immediate Department Head or his/her designee.
iet eligible for the aesmAl 89YAAA*i9B IRA—
11.2: Rate of Accrual:
(a) Vacation leave is earned on a pro-rata basis. Full-time supervisors will accrue vacation
leave based on their years of service with the agency.
......e-..: �,.rs we..ldag f fty inm hou fsfner-e pef pay pe..:ed will be et of e wel ftl,e vee.-.el
rate of a regular fill tifne sepen,iser with Are sAme, _..._t,e_ of yea" of sen4ee. To clarify
the rate at which an supervisor accrues vacation leave the following tables will be used.
Eligibility:
A. Regular full-time supervisors and regular pai4 time empleyeas working forty (40) hours or
more per pay period are eligible.
B. Ter. pafaFy and seasenal emplayees eve not eligible far N,aeeNen leave be..eAt..
E Ue..t time empla bees e.4"g lees than e f .barb (40) hour pay peAad e e not eligible for
vet: e.. lee..e 1.appfit..
D. Vacation leave does not accrue while an supervisor is on any unpaid leave. Leave accruals
will be adjusted on a prorated basis for any hours which are unpaid during the pay period.
Table #1:
Full Time Supervisors Bi-weekly Vacation Leave
Length of Service Accrual Rate Hours Earned
1 Year but less than 5 Years 3.08 hours 80 hours (10 Working Days)
5 Years but less than 10 Years 4.62 hours 120 hours (15 Working Days)
10 Years but less than 15 Years 6.15 hours 160 hours (20 Working Days)
15 Years but less than 20 Years 6.92 hours 180 hours (22.5 Working Days)
20 Years and over 7.69 hours 200 hours (25 Working Days)
21
11.3: Reouest for Vacation Leave
(a) A request for vacation leave shall be submitted, through the payroll system,
(b) A request for vacation leave shall not be granted if the empleyee supervisor has no accrued
balance of vacation leave.
(c) The minimum charge against the accrued vacation leave balance is fifteen (15) minutes.
Fifteen (15) minutes shall be deducted from an-empleyee-a supervisor's accrued leave
balance for each quarter-hour, or part thereof that an supervisor is actually absent from
his/her duty station.
(d) Vacation leave may not be taken in advance of its approval by the Department Head. In an
emergency situation accrued vacation leave may be used only with the approval of the
supervisor's Department Head or designee.
(e) Except under unusual circumstances, Department Heads shall approve or disapprove a
leave request within five (5) working days after receipt of said request.
(f) Vacation leave shall not be used in advance of its being earned.
11.4: Use of Vacation Leave:
(a) Vacation leave may be used for the following purposes:
(1) vacation;
(2) absences from duty for transaction of personal business, which cannot be
conducted outside of working hours;
(3) religious holidays not designated as official holidays;
(4) medical leave if sick leave balance has been exhausted; and
(5) any other absences not covered by existing leave provisions, at the discretion
of the Employer.
(b) Any supervisor who becomes ill while on vacation leave may substitute accrued sick leave
for vacation leave for the period of illness. The supervisor shall supply appropriate
certification from a physician as to the nature and duration of the illness.
(c) Supervisors will not be allowed to carry over from one fiscal year to the next more than
two (2) years' worth of accrued vacation leave. If during the year the supervisor accrues
more than two (2) years' worth of vacation leave, they will have until the last full pay
period of the fiscal year to bring their time balances down to the two (2) year maximum. If
the supervisor does not bring the time balance down to the two (2) year maximum by the
last full pay period of each fiscal year, they will forfeit all hours in excess of the two (2)
year maximum carryover. After the last full pay period of the fiscal year, vacation leave
will go back to the maximum accrued. Proper documentation signed by the supervisor's
Department Head will be forwarded to the Administrative Services Department where it
22
will be kept on file indicating the reasons for not granting the requested leave
(d) Vacation Leave Cash -in
Supervisors will not have the option of cashing in vacation, but will have the ability to cash
out when the supervisor retires.
(e) When as empleyee a supervisor is on an approved vacation leave and is called in to work
during their normally scheduled working hours, their leave banks will only be reduced by
the number of hours they were off work. The supervisor's rate of pay for hours worked
will be the overtime rate of 1 %. If the supervisor works beyond their normally scheduled
hours, then overtime provisions will apply for those hours.
11.5: Separation from Employment:
(a). Emple..ees hired prior
(resignation iFe rientA,ith. a :AM" ...vet. -.,.r...e OF Medb.�xcal Sepff t R) ..41, c o icl .._ ...,._e
eemple.�8t:. e ...„hyment will bee' Bible to be paid for t.'. /6e_ ........r'veerved balamee
Af vaeatien leave .._ ............:...um of 400 1,,..._ (upon Fete_.....,....
f_,. . Git service,all r ..tar roll t.n lar part .one . _I shall be entitled to be
d v all fhisihe ref. ., levy e .Ise _ f1. d 1.
pai,,-r-a:stied-a pay 5
the s per:isaf an the -date ref separation.
Upon_separaten-:ro«r_en:4oyi;e„t4n-geed-stand:«.. (resignation e_ _L.e.., —ith A Pw . wi.
Nee .._ medical ..e.... ..' n)
shired on or �cm��shall —Pald-a-ltereeatage af,�.,.-r
aeemed bal anep ePwaaati ol'240 400 ho TI
en -lee, e . � _ ijeicztta�.,
if separated I.,.f._e eon eting the first yeaf 0oi
Year but legs than 5 Years eempleted 2504
5 Years but less than l0 Yeafs eeinpleted 5004
10 Years but less than 20 Years eempleted 7504
Over 20 Years i00%
(a) Supervisors hired prior to October 1,2022, upon separation from employment in good
standing (resignation or retirement with a two week notice or medical separation) with
five (5) or more completed years of consecutive employment will be eligible to be paid
for his/her accrued balance of vacation leave up to a maximum of 400 hours.
(b) Supervisors hired on or after October 1, 2022, shall be entitled to be paid a percentage
of his/her accrued balance of vacation leave up to a maximum of 240 hours. The
percentage is as follows:
If separated before completing the first year
-0%
1 Year but less than 5 Years completed
-25%
5 Years but less than 10 Years completed
-50%
10 Years but less than 20 Years completed
-75%
Over 20 Years
-100%
(c) Vacation leave will not be approved or paid during an-empleyee a supervisor's last two
(2) weeks of employment except in the case of an emergency. An "levee A
supervisor requesting paid vacation leave will be required to furnish proof of the
23
emergency or doctor's note verifying that the supervisor was medically unable to report
to work. Failure to provide this documentation will result in no pay for the day(s) in
question.
ARTICLE 12
GRIEVANCE PROCEDURE
12.1: The procedure set forth in this Article shall be the exclusive method for resolving IUPA and
supervisor grievances. Grievances are defined as disputes concerning the interpretation or
application by the Employer of the terms of this Agreement. Oral reprimands are not grievable
except those documented and placed in the member's personnel file.
12.2: Most grievances arise from misunderstandings or disputes, which can be settled promptly and
satisfactorily on an informal basis at the immediate supervisor level. The Employer and IUPA
agree that every effort will be made by management and by the grievant(s) to settle
grievances at the lowest level possible.
12.3: General Provisions:
(a) All references to days in this procedure are to work days. The time limits specified in this
Article may be extended by mutual agreement in writing of the parties.
(b) Time is of the essence in this procedure. Although any time limit may be extended by
mutual written agreement of the grievant(s) and the City, the failure of the grievant(s) to
observe the applicable time limit, shall constitute an abandonment of the grievance, absent
a mutually agreed extension.
(b) Request to bypass any steps will be in writing and must be approved by the City Manager
or his designee.
12.4: Procedure:
Step 1. Step 1 is initiated by the supervisor or rUPA Representative filing with the Department
Head a written grievance on the standard grievance form, attached as Appendix A. This
must occur within ten (10) business days of the occurrence of the event(s) which gave rise
to the grievance or from the date on which the grievant became aware of the cause of the
complaint. If the event(s) occurred during the time when the supervisor was on paid leave,
the ten (10) business day period shall commence running immediately upon return to duty.
The Department Head shall schedule a grievance meeting with the grievant within ten (10)
five (5) business days of the submission of the written grievance. Within ten (10) five (5)
business days after the grievance meeting, the Department Head shall issue a written
decision concerning the grievance. If the grievant(s) is not satisfied with the Department
Head's decision, or if no decision is issued within the time allotted, the grievant(s) may
appeal to Step 2.
Step 2. Within ten (10) five (5) business days following the date of the Step 1 decision or the date
24
on which it was due, whichever is earlier, the grievant(s) or IUPA Representative may file
a written appeal to the - HR Director, attaching all applicable grievance documents. A
grievance meeting shall be scheduled within ten (10) five (5) business days following
receipt of the Step 1 appeal. At such meeting, the grievant(s) may present evidence and
argument in support of the grievance. Within ten (10) five (5) business days of the
grievance meeting, the - HR Director shall issue a written decision concerning the
grievance. If the grievant(s) is not satisfied with the HR Director's decision, or if no
decision is issued within the time allotted, the grievant(s) may appeal to Step 3.
Step 3. Within ten (10) five (5j business days following the date of the Step 2 decision or the date
on which it was due, whichever is earlier, the grievant(s) or IUPA Representative may file
a written appeal to the City Manager. The City Manager will review all pertinent
information and may schedule a hearing including due process for name clearing hearings
and issue a decision within ten (10) five (5) business days of the hearing or ten (10) €rve
(3) business days of receipt of the Step 2 appeal. If the issue falls within the range of minor
disciplinary action, i.e., any discipline less than suspension without pay, the City Manager's
decision shall be final and binding upon the Employer and upon the grievant(s). In all cases
other than minor discipline and performance evaluations, if the grievant(s) is not satisfied
with the Step 3 decision, the grievant(s) may invoke the arbitration procedure of Step 4.
Step 4. The grievant(s) or IUPA Representative may invoke arbitration by sending written notice
to the Employer within ten (10) business days of the date the Step 3 decision was issued or
the date, on which it was due, whichever is earlier. Invocation of arbitration by the
grievant(s) will not preclude settlement of the grievance at any time prior to the issuance
of an arbitrator's award.
12.5: The parties will attempt to agree upon a mutually agreeable impartial arbitrator. If, however, this
cannot be done within ten (10) seven (7) business days following the Employer's receipt of the
grievant(s) request for arbitration, representatives of the Employer and the grievant(s) shall jointly
submit a written request to the Director of the Federal Mediation and Conciliation Service (FMCS)
for a list of seven (7) professional arbitrators. Upon receipt of the list, representatives of the
Employer and grievant(s) shall meet within ten (10) business days and, beginning with the
grievant(s), each shall alternately strike, one at a time, until only one (1) name remains on the list.
The person whose name remains on the list shall be the arbitrator, and the parties shall jointly notify
the arbitrator of his/her selection. Either party may object to all names on the list, provided that
objection is made prior to the commencement of the striking process. If this happens, a second joint
request for a list will be made.
12.6: All arbitrations arising under this Agreement shall be conducted at City facilities within the City of
Sebastian and in accordance with the following rules:
(a) The arbitrator shall have jurisdiction and the authority to decide a grievance properly
brought before him/her.
(b) The arbitrator shall have no authority to change, amend, add to, subtract from, or otherwise
alter or supplement this Agreement or any part thereof or any amendment thereto.
25
(c) The arbitrator may not issue declaratory options and shall confine himself/herself
exclusively to the question, which is presented to him/her. The arbitrator shall not have the
authority to determine any other issues not submitted to him/her.
(d) Except in the case of termination as disciplinary action, the arbitrator shall not substitute
his/her judgment as to the wisdom or the degree of severity of disciplinary action imposed
on any supervisor by the Employer. The arbitrator's inquiry shall be limited to whether the
Employer possessed evidence of misconduct before imposing the discipline ultimately
imposed. In the event of the arbitration of a grievance arising out of the discharge of an
supervisor, the arbitrator is empowered to either sustain the discharge or, if he/she does
not, he/she is empowered to reinstate the supervisor with or without back pay, in whole or
in part, as the circumstances warrant. Any award of back pay shall be reduced by any
unemployment compensation or other compensation the supervisor may have received.
(e) The fees and expenses of the arbitrator will be paid by the losing party. Each party shall
bear the cost of its own witnesses and representatives. Any party requesting a transcript
will bear its cost, unless otherwise agreed.
(f) Copies of the Arbitrator's award, made in accordance with the jurisdictional authority under
this Agreement, shall be famished to the parties within thirty (30) days of the hearing,
unless the parties mutually agree to extend the time limit, and shall be final and binding on
both parties.
ARTICLE 13
HOLIDAYS
13.1: The following shall be paid holidays for all regular full-time and regulff PRA gme supervisors:
New Year's Day
Martin Luther King Jr.
President's Day
Memorial Day
Independence Day
Labor Day
Alfl eenth
Geed Friday
Veteran's Day
Thanksgiving Day
Friday after Thanksgiving
Christmas Eve Day
Christmas Day
13.2: Generally, when a holiday falls on Saturday, the preceding Friday will be observed as the holiday.
When a holiday falls on a Sunday, the following Monday will be observed as the holiday. However,
on occasions, another day of observance may be more appropriate; in such instances, the City
Manager will establish the date and will notify all supervisors in advance. For the 911 Emergency
Dispatekers Supervisor(s), Holidays will be observed on the actual Holiday. For any supervisors
Working at the Golf Course and or Tennis Courts Tennis ARendants, Holidays will be observed on
the actual Holiday.
13.3: No regular full-time er paA time empleyee supervisor shall receive pay for a holiday unless he/she
is in an active pay status or actually works his/her normal work schedule on the work day
immediately preceding and the work day immediately following the day on which the holiday is
observed. For purposes of this Article, "active pay status" also includes any approved leave with
pay.
26
13.4: For holiday purposes, a holiday pay for regular full-time supervisors is defined as the em-s
supervisor's normal shift (eight (8), ten (10), or twelve (12) hours). Holiday pay c - -egul..r paFt
:s defined as the supe....:gAr's «e_.. al ..h:A
...he we-i, en that day shall ... and one half (I IL) times the emple, ee's-egulaf heudy
e feF eael, he..-.. erked .1...ing the holiday in addition to the:-..eheduled he..-s )8 OF 10 or 12)
as helida. pay far the holiday
13.5: If a full-time employee supervisor is scheduled to work on the day of a holiday they will have the
option of requesting overtime pay for the hours worked at the time it is earned or request
compensatory time in lieu of pay. The employee supervisor must notify their immediate stipe-- isoF
department head, in writing of their option no later than the last workday before the holiday. If the
option is not presented to the supen,iser department head on or before the last workday before the
holiday, overtime pay compensation will be used.
1 d le th.,.. c i4y (nm h a t
B. 1�cB�e-exixF.lc%Tccs-'v'avz �.g-.voozncrsrron7—\�v�-xxovx'.rpCrFm%rpoi�oecro-fli
eligible fer holiday leave benefits.
G.
Regina- paFt time .mpleyees net se-heA..le.l to . eA a net eligible fer helida leave
benefits.
13.6 Regular full-time Supervisors not scheduled to work the holiday will receive straight time pay for
their normal shift. For example, if an-ea*eyee a supervisor is scheduled Tuesday thru Friday
and the holiday falls on a Monday, the supervisor would receive eight (8), ten (10) or twelve (12)
hours of straight pay for the holiday. The holiday pay would not be included as hours worked for
the purpose of overtime calculation.
ARTICLE 14
PROMOTIONS. TRANSFERS AND ADJUSTMENTS
14.1: Any empleyee supervisor who fulfills all applicable requirements for another classification with a
higher rate of pay may be promoted to that position. Vacancies in positions above the lowest rank
in any classification will be filled, as far as practicable, by the promotion of current supervisors. To
this end, all promotional opportunities will be posted in-house for five (5) days. Such vacancies
may also be advertised to the outside but in-house supervisors will be interviewed first. A final
decision will be made only after any qualified current supervisor applicants have been interviewed.
Anempleyee A supervisor whose performance ratings were less than satisfactory is ineligible for
promotion.
14.2: a) When an -employe@ a supervisor is promoted to a higher Grade position, his/her new rate
of pay shall at least be the minimum of the acting Grade applicable to the position. If the
supervisor's current salary is higher than the minimum rate for the position to which
promotion is made, the supervisor shall receive a 6% increase in pay from his/her current
rate of pay.
Subject to the approval of the City Manager, a greater promotional increase may be
27
recommended by the Department Head.
b) When an empleyee a supervisor is adjusted to a lower paid position (voluntarily or through
disciplinary action), he or she will take a 3% reduction in pay per grade. In no case will the
salary be higher than the maximum rate of the new job or shall any reduction result in more
than a nine percent (9%) decrease in salary.
14.3: The effective date of as empleyea's a supervisor's demotion or promotion to a new job
classification shall be the e-�yeaTsupervisor's new classification anniversary date for the
purposes of classification seniority determination. The supervisor must serve a ninety day (90)
probationary period in the new job classification. 911 cEme-gene• DispatelieFs will __n.e _ ene (1
year prebatienm • _e�oa. If at any time during the probationary period, the empleyee—supervisor
is found to be unqualified for the position or incompetent to perform the duties of the new position,
a transferred or promoted empleyee supervisor shall be returned to their former position at their
former rate of pay. If no vacancy exists, the employee supervisor shall be laid off in accordance
with the provisions of Article 8.
14.4: An empleyee A supervisor may be transferred between departments when a vacancy exists in the
same classification and pay grade. Such a transfer does not affect supervisor's pay grade, pay rate,
or anniversary date, but is subject to the following conditions:
(a) The transfer must be approved by the City Manager
(b) The supervisor must serve a ninety day (90) probationary period in the new assigned
department. 911 Eme,...aney Dispmehe_. will se e a e n) . , ...babe. tied
(c) If at any time during the probationary period, the supervisor is found to be unqualified for the
position or incompetent to perform the duties of the new position, he or she shall be returned
to the position from which the transfer took place at their former rate of pay, if there is a
vacancy. If no vacancy exists, the bargaining unit member shall be laid off in accordance with
the provisions of Article 8.
(d) When there is a critical need for the empleyee supervisor to work in a higher job classification,
the supervisor will receive the greater of a 3°6 6% increase to their regular hourly rate of pay
(or the minimum of the acting Grade) for each hour of work performed at the higher
classification. A temporary assignment means filling -in for a vacancy or for an supervisor who
is on vacation, ill, has incurred a job -related injury, on FMLA, in training or absent from work
for any other legitimate reason. Temporary assignments must be for three (3) consecutive days
or more. The supervisor who is working in the temporary higher job classification will receive
a 4% 6% increase in pay (or minimum of the acting Grade) For all time worked while in that
temporary classification.
(e) There may be a need for an empleyee a supervisor to work in an out -of -class position due to a
vacancy, illness, vacation, etc. In an event such as this, management has the right to make a
request to those supervisors who can perform the duties of the position. If no one volunteers,
management has the right to mandate an empleyee a supervisor to work out -of -class even if the
work is overtime. An empleyee A supervisor working in such capacity will receive a 6%
increase for hours worked.
28
MMETN"PPIPMMM M.
(f) Ai+ siapen,isa A supervisor may be assigned to a superviser an assistant superintendent or
exempt job classification for a temporary period. The affected supeiiseF supervisor working
a period of (3) three consecutive workdays or more shall receive up to a six percent (6%)
increase to their regular hourly rate of pay (or minimum of the acting Grade, whichever is
greater). The supervises supervisor will be entitled to receive the salary increase for all hours
worked while in that temporary classification.
-
..
WTI
14.5: To promote self-improvement initiatives the Citv agrees to oav sunervisors obtaining an accredited
certification in their respective field a one time incentive of $50.00. per certification Each certified
course must be different. related to their field. paid by the supervisor. and taken after hours.
Certification of the accredited course must be submitted to receive the incentive nay. The maximum
navable ner vear is one hundred and fiftv ($150) dollars.
All course paid for by the City are not eligible for incentive pay. FEMA Courses are not eligible
for incentive pay.
14.5: To promote self-improvement initiatives the City agrees to pay supervisors obtaining an accredited
certification in their respective field an incentive pay. Once earned, the payment will be paid on a
bi-weekly basis over 26 pay periods.
To continue receiving the incentive pay, Certification(s) must be presented annually by January
15"'
It is the supervisor's responsibility to submit all Certificates and/or Degrees once they have ended
29
their one (1) year requirement and achieved a Satisfactory or better Annual Performance Appraisal.
Certain Certifications require continued educational units; therefore, if the certification expires and
the requirements are not met, the incentive pay will be discontinued. However, if all requirements
were met and a new Certificate is submitted, the incentive pay will continue.
Certifications eligible for payment include, but are not limited to the following:
(a) ASE Automotive/Med./Heavy Truck certifications - $50 per certificatioh, capped at $150
per year. Auto technicians that obtain a Master's Technician designation will be eligible
for $500 annually. (Must receive a Satisfactory Performance review on 6-month
evaluation before receiving incentive pay.)
(b) Pfe f ssional :., n .marl oe......_,.es $120 .teems.... (Must be employed one , e.,_ be f pe
50
(a) Genification in Residential and Gomm ......:.J 1..,.. set:.- $50...._..e_N 4: . Gapped
apped a
(d) Insecticide spray license (one per department/division) - $120 annually. (Must r�eceeiivea
Satisfactory Performance review on 6-month evaluation before receiving incentive pay.)
(e) A...., outs. Degree fiam e aecFedited eallege $600 ...tally, limited to an n) pe
oriehele is d...._ee has been attained the $60A :e e_.r aed in lieu ,.o.�.e
$ 1.200 annually. (Must be emple yed one . eaf befe_„ _e. eivi.., inee...:..e pa
m Bachelor'sDegree tam an . seredited sellege $i 200 .....tuall.t ..,. lipaited to tits (1) _
rose._t be employed one ..,..,_ bef _� _,.....:..
a
Other certifications may be submitted for consideration for incentive money. Upon approval of
the Department Head, Human Resources Director, and the City Manager, a dollar value
consistent with the above scale will be established. The supervisor must be receiving Satisfactory
Evaluations or better to receive incentive pay.
FEMA courses are not eligible for incentive pay.
14.6. Upon successful completion of a course as defined in section 14.5 above, the supervisor is
eligible for either the one-time incentive pay of $50.00 or up to $150.00 maximum reimbursement for the
course.
ARTICLE 15
GROUP INSURANCE
15.1: During the term of this Agreement, all supervisors who participate in the group insurance coverage
will pay twenty-five dollars ($25.00) per month towards the premium for group medical insurance
coverage. The City agrees to pay the remainder of the premium to provide individual group
insurance coverage to eligible supervisors.
15.2: In the event that the premium rate for dependent group insurance coverage increases, the Employer
30
agrees to notify IUPA-as soon as is practicable. IUPA agrees that the Employer may, at its
discretion, obtain substitute insurance coverage by another plan.
15.3: Any eligible empleyee supervisor who elects to participate in the group insurance dependent
coverage option plan will pay no more than sixty percent (60%) of the cost of the premium. The
insurance premium may change each fiscal year based on renewal rates. The supervisor shall pay
any additional supplemental insurance that is optional coverage to the supervisor.
15.4: If the group medical insurance is declined, the empleyee supervisor will receive $200 $150 AO per
month ($100 $7S paid twice a month).
15.5: Supervisors who retire or leave the City with twenty (20) years or more of continued service are
eligible to continue their health insurance only for a maximum of 2 years and the City will pay no
less than forty (40%) of the costs of single group medical coverage. This means the retired
supervisor who has 20 years of continuous service will pay no more than sixty percent (60%) of
the insurance premium for single coverage. The insurance premium may change each fiscal year
based on renewal rates. If the retired supervisor wishes to continue Dental, Vision and Life
Insurance for the 2 years, the retired supervisor will pay 100% of the cost. The Health
ReiinbuFsemeat Savings Account (u� (HSA)is not part of the retirement insurance.
ARTICLE 16
RETIREMENT CONTRIBUTION
16.1: Effective April 29, 2001, the Employer agrees to contribute to the CWA/ITU Negotiated Pension
Plan (hereinafter sometimes referred to as the Plan) nine (9%) of an employee's a supervisor's
earnings for each empleyee supervisor covered by this Agreement, for purposes of providing
pensions on retirement, death benefits, and other related benefits for covered supervisors of the
Employer and other contributing Employers. The Plan is jointly administered by Trustees appointed
in equal numbers by the Union and Employers under an Agreement and Declaration of Trust, and
has been found by the Internal Revenue Service to be entitled to exemption under the Internal
Revenue Code.
16.2: Contributions shall be paid to the CWA/ITU Negotiated Pension Plan, c/o Frank M. Vaccaro &
Asso, Inc., 27 Roland Ave Suite 200, Mount Laurel, NJ 08054-1038, no later than the 151 of the
following month, together with reports on forms to be furnished by the Plan or the employer's
printout, if in an acceptable format. During the effective period of this Agreement, this benefit will
be paid monthly over a twelve (12) month period, which will continue for the life of the Plan.
16.3: Title to all monies paid into the Plan shall be held exclusively by the Trustees in trust for use in
providing the Benefits under the Plan and paying its expenses.
16.4: The Employer shall supply to the shop steward the IUPA representative's copy of the Negotiated
Pension Plan Employer report forms or a copy of the Employer's printout forms upon request.
Eligibility:
A. Only regular full-time supervisors are eligible for inclusion in the CWA/ITU Negotiated
31
Pension Plan.
B. New regular full-time supervisors are eligible for entry into this Plan as of the first day of
the next full pay period following sixty- (60) days from their date of hire.
ARTICLE 17
PERFORMANCE EVALUATIONS
17.1: Purpose:
The purpose of the performance evaluation program is to provide a consistent practice of
establishing written goals and evaluating the performance of the empleyee.supervisor. It is needed
to help measure, improve, and reward supervisor performance, to assist departments and the
Employer to meet their goals.
17.2: Definitions:
A. Annual Performance Evaluation. The segentisef's supervisor's performance is evaluated
by the snpewiser department head no later than the first day of the month of his/her
classification anniversary date each year. The period of evaluation is the period of time
since the supervisor's last performance evaluation.
B. Snecial Performance Evaluation. Special performance evaluations are performed by the
supervisor any time during the year for special reasons; i.e. change in pay, promotion,
transfer, reassignment, etc.
17.3: Policy:
(a) Supen isers Department Heads are to administer ae eaapleyee a supervisor's performance
evaluation annually and special performance evaluations more often, as appropriate. The
performance evaluation consists of evaluating previously agreed upon goals and objectives.
The performance evaluation is to be used as a management tool to assist, motivate, and
strengthen the supervisor.
(b) Where there is a difference of opinion concerning a performance evaluation between the
superviser Department head and the employee supervisor, the empleyee supervisor will have
the opportunity to express their differences in writing to the sepen,iser department head and
the supervisor's evaluator. If the issue has not been resolved at this level, the employee
supervisor may activate the empleyes supervisor grievance procedure within the timeframes
established in Article 12.
(c) Supervisors rated unsatisfactory are not eligible for - increases or promotions or transfers.
(d) Supervisors rated unsatisfactory will be put on a 1 to 3 month's Performance Improvement
Plan (PIP). A monthly evaluation will be conducted. If the supervisor doesn't improve within
the three months, the empleyee supervisor will receive a final written warning, suspension, or
dismissal.
(e) Supervisors who receive an unsatisfactory rating for two (2) consecutive annual evaluations or
special performance evaluations may be terminated from employment for cause.
32
17.4: Statement of Philosoohv:
Both the City of Sebastian and IUPA believe that the purpose of the performance evaluation system
includes the following:
a) to clarify both management's goals for the position and the supervisor's goals;
b) to monitor the empleyee-s supervisor's achievements and to review areas of needed
improvement; to make recommendations for improvement and establish time frames to achieve
the recommended improvements.
c) to facilitate communication between department heads and supervisors about the empleyee-s
supervisor's job duties and establish a framework for open, constructive feedback;
d) to encourage and develop time line plans for empleyee supervisor development, growth and
improvement.
17.5: Employee Supervisor Evaluations:
Performance evaluations for each supervisor shall be submitted once each year using a City of
Sebastian performance evaluation form. Supervisors shall be evaluated by their appropriate
department head. Supervisors shall be given a minimum of three (3) workdays notice prior to the
evaluation meeting. At the time of such performance evaluation, the sugerNiser's specific job
duties, job description, and performance shall be reviewed by both the supervisor and the ster isei:
department head to discuss patterns of performance for the past year and expectations or
recommended plans for improvement for the upcoming year. Each supervisor has the right to add
written comments regarding the performance evaluation on the performance evaluation form, at the
time of any review, and subsequently if any changes are made. The supervisor's signature on the
performance evaluation form signifies that the performance evaluation has been reviewed with the
supervisor, but does not signify that the supervisor agrees with the evaluation.
The supervisor must sign all documents (i.e., Performance Reviews, Disciplinary Action, etc.) that
are placed in the supervisor's personnel file whether the supervisor agrees or disagrees with the
document to signify the supervisor has seen and discussed said document. If the supervisor does
not sign the document they will be subject to disciplinary action up to and including termination.
Each supervisor shall have the right to see any changes, deletions, or additions to the performance
evaluation made by the immediate supervisor, an assistant superintendent, superintendent,
department head, or administrator. Such changes shall be discussed with the supervisor. The
supervisor shall be provided with a copy of the completed performance evaluation once it has been
signed by all parties in the chain of command. The performance evaluation shall be placed in the
supervisor's official personnel file. Any performance evaluations, which are not in the official file,
shall not be part of the official record of the supervisor in considering discipline or future
performance evaluations. Supervisors have the right to review their official personnel file upon and
with proper notification.
17.6: Probationary Period:
Each new supervisor shall serve a probationary period of six (6) months, which is an extension of
33
the selection procedure. The probationary period is to give the supervisor an opportunity to
demonstrate his or her ability to perform the duties of the position. The City may extend the
probationary period for up to six (6) months beyond the classification date in order to allow the
supervisor the opportunity to correct deficiencies in his or her performance. Any absences without
pay and absences covered by Worker's Compensation shall automatically extend the probationary
period in accordance with Article 8. 91' ea.pNs,pa:'' me,.,..,.:aas-..11 ,._.,... ,..�
ARTICLE 18
SAFETY
18.1: The City and RTPA agree to continue meeting with the established Joint Safety Committee to ensure
continuing, on-the-job safety in the performance of public services. The Committee shall be chaired
by the Human Resources Director, or designee, and up to three (3) members will be selected by the
Human Resources Director and up to three (3) members selected by IUPA.
18.2: The Safety Committee shall meet regularly, as it may determine, to consider methods of
maintaining and improving job related safety. The Committee shall make recommendations by a
majority vote for safety maintenance and improvement, which shall be given due consideration by
the Employer. Written response must be made by the Human Resources Director to the committee
within twenty calendar (20) days of receipt of any written requests made by the Safety Committee.
Such requests will be approved by the majority vote of the Safety Committee prior to being
submitted to the Human Resources Director.
18.3: The Employer and IUPA recognize the mutual responsibilities of management and supervisors to
promote a safe work place and agree to cooperate in maintaining City equipment and facilities in
safe conditions.
18.4: The Employer agrees to make copies of the City Safety Manual available to all supervisors to
review.
18.5: Any supervisor who as a result of an act or by way of their own negligence and/or in violation of
established safety standards and policy of the City causes damage to, or destruction of, property of
the City without substantial justification or excuse shall be subject to progressive discipline action,
up to and including termination. Additionally, the supervisor may be liable for up to the full cost
of replacement or repair of the damaged or destroyed property. The provision of Article 19, Section
19.1 will apply.
18.6: Safety Glasses:
a. With the prior approval of the supervisor's Department Head, the City shall pay for one (1)
pair safety glasses. Where prescription safety glasses are needed, the supervisor, in
conjunction with the City's Vision Care Plan, shall receive an eye examination not more
than once every twelve (12) months. The supervisor shall pay the deductible to the doctor
for the eye examination. The City shall pay for the cost of the first pair of safety frames
and safety lenses for those supervisors required to wear prescription safety glasses not to
34
exceed one hundred ($200) dollars.
b. The City will also pay for the replacement of safety lenses due to on the job breakage or
prescription changes, as needed. An incident report must accompany this request, which
details how the breakage occurred. The report must be signed by the supervisor's
immediate supervisor before being submitted.
18.7: Workers' Compensation:
Any regular full-time supervisor who sustains a temporary disability as a result of and arising out
of employment by the City as provided by the Worker's Compensation Law of the State of Florida,
shall, in addition to the benefits payable under the Worker's Compensation Law be entitled to the
following:
A. During the first eighty (80) working days of such disability, the supervisor shall receive net
supplemental injury pay based upon his/her normal base pay reduced by the Worker's
Compensation indemnity payment. The supplemental pay will be based on the following:
a. WC Physician states the Supervisor is unable to work or City cannot provide limited
duty work — City will pay full 1/3 of supplemental pay.
b. WC Physician states Supervisor can perform Limited duty but Supervisor's second
opinion states Supervisor cannot work, Supervisor pays 1/3 of Supplement.
c. City provides limited duty work but Supervisor declines, City does not pay the 1/3
supplemental pay. Supervisor will pay the 1/3 supplemental pay.
In the event the supervisor is absent for the fast seven (7) days of a work injury, the supervisor will
reimburse the City for the first seven days after they receive the WC payment.
B. The supervisor may utilize any accrued sick or other paid leave in order to receive supplemental
pay based upon his/her normal base pay reduced by Worker's Compensation indemnity payment
until such sick or other paid leave is exhausted. Upon exhaustion of all paid leave, the City may,
at its discretion, grant an unpaid leave of absence to the supervisor for a period not to exceed one
year.
C. If the supervisor can no longer work and continues to be on Worker's Compensation after the 90'
day, the supervisor will apply for Long Term Disability; however, the supervisor will not be
medically terminated until the physician states there is a permanent impairment remaining after the
supervisor (claimant) has reached Maximum Medical Improvement rating or one year as stated in
section 18.713. (MMI stands for Maximum Medical Improvement. It is defined as the point at
which an injured worker's medical condition has stabilized and further functional improvement is
unlikely to allow the supervisor to meet the essential job functions, despite continued medical
treatment or physical rehabilitation.)
D. If any supervisor, due to an on-the-job injury, is temporarily or partially disabled from performing
the duties of his/her classification, but is determined to be able to perform light duty by a physician
35
designated by the City, the supervisor may be required to perform such duty or lose the
supplemental injury pay. Assignment to light duty shall be considered a temporary assignment,
without reduction in pay. Such a reassignment shall be to other duties commensurate with medical
and mental fitness, subject to availability of suitable work, and the supervisor's qualifications for
the position. However, a supervisor shall not be permitted to continue in a light duty position after
reaching his/her maximum medical improvement or for a period that exceeds one year.
E. Any supervisor who suffers an employment connected injury may be required by the City to be
examined every twenty (20) working days by a medical doctor, specified and provided by the City,
who shall determine the supervisor's condition and fitness for full or partial return to duty.
F. No supervisor will be entitled to the supplemental injury pay described herein if the injury suffered
has been determined to have been the result of intentional self -infliction or where the disability or
illness continues as a result of the supervisor's failure to cooperate with medical advice or
corrective therapy.
G. While receiving employment connected disability benefits, a supervisor shall be entitled to all
benefits, which he/she would normally, receive pursuant to his/her employment with the City
except additional accruals of sick and vacation leave.
H. Any covered supervisor receiving proceeds from a disability insurance policy and Worker's
Compensation indemnity payments shall not be allowed to use paid leave, such that they receive a
total amount of more than his/her normal take home pay.
18.8: Work Boots/Shoes:
(a) The City will provide those supervisors required to wear safety boots/shoes as a part of their
job function Two hundred dollars ($200) per fiscal year, payable to the supervisor the fast full
pay period in October of each year. Any supervisor receiving this benefit will be required to
wear the safety boots/shoes at all times while performing their City job functions. If an
supervisor begins employment after the first full pay in October, the boot allowance will be
prorated by $16.67 per month. Safety boots/shoes must meet the requirements as established
by the department.
(b) The City will also pay for the replacement of safety boots/shoes due to on the job damage
caused as a result of an accident.(Up to Two Hundred dollars ($200). An incident report must
accompany this request, which details how the damage occurred. The report must be signed by
the supervisor's immediate rupefN,iseF department head before being submitted. If the damage
was a result of the supervisor's negligence, the supervisor will pay the full cost of the
replacement and may be subject to disciplinary actions as stated in section 18.5 of this Article.
(c) If the supervisor provides medical documentation signed by an attending physician stating that
they cannot wear the safety boots/shoes due to a medical condition they will not be required to
wear the safety boots/shoes. The supervisor will also be exempt from the benefit provision as
stated in section 18.8 (a) of this Article and will not receive the $200 annual disbursement for
safety boots/shoes.
36
18.9: If the supervisor does not complete the six (6) month probationary period for any reason, the
amount reimbursed for the work boots/shoes shall be deducted from the supervisor's last pay check
which will reflect the actual expense incurred by the city for the purchase of the work boots/shoes.
ARTICLE 19
DISCIPLINARY ACTION
19.1 In the event a supervisor is discharged, suspended without pay, or demoted for disciplinary reasons,
the City agrees that he shall be provided with written notification of the action. This notification
shall be hand delivered to the supervisor or sent by certified mail, return receipt requested, to the
address in the City Administrative Services Department records.
19.2 Except in extraordinary circumstances, before the supervisor is discharged or suspended without
pay for disciplinary reasons, the notification described in Section 19.1 will be provided to the
supervisor in advance of the action so as to give the affected supervisor an opportunity to present
his position.
19.3 No supervisor shall be disciplined except for just cause.
19.4 No discipline, except termination, shall become effective until such time that the supervisor has
exhausted the appeal process or until such time for an appeal has expired, as described in Article
12.4.
ARTICLE 20
SALARY
20.1 For the first year of this Agreement (October 1, 2025 through September 30, 2026) bargaining unit
members shall receive a wage increase of no less than ° three (3) percent of
the supervisor's hourly wage.
20.2 For the second year of this Agreement (October 1, 2026 through September 30, 2027) bargaining
unit members shall receive a wage increase of no less than ° three (3)
percent of the supervisor's hourly wage
20.3 For the third year of this Agreement (October 1, 2027 through September 30, 2028) bargaining
unit members shall receive a wage increase of no less than three (3)
percent of the supervisor's hourly wage.
ARTICLE 21
SUBSTANCE ABUSE TESTING
21.1 The City and IUPA agree to abide by a Drug Free Workplace as provided for in conjunction with
the Federal Drug -Free Workplace Act of 1998, Regulation 28CRFR, Part 83: the State Drug Free
Workplace Act, Florida Statue 112.455 and 440.102: and the U.S. Department of Transportation,
Office of Drug and Alcohol Policy and Compliance, Regulation 49 CFR Part 382.
kin
21.2 A supervisor subject to drug testing for reasonable suspicion shall be placed on administrative leave
with pay pending the laboratory results of the test.
21.3 Supervisors agree to follow the City of Sebastian's Drug and Alcohol Testing policy.
ARTICLE 22
UNIFORMS
22.1: The City shall provide and maintain uniforms to all supervisors who are required to wear them.
22.2: All issued uniforms and equipment must be returned to the City. Failure to return issued uniforms
and equipment will result in the supervisor paying for the actual cost incurred by the city for the
purchase of said uniforms.
22.3: Any supervisor assigned a uniform will be required to wear the uniform at all times while
performing his or her job functions. The City uniform shall not be worn at any other time or for
any other reason.
22.4 c.._,....,ise_s in t1 pesifien of n_a_ Pnfereemefit ^f _. m) � P tZzaee �r..ehaieiaH(s) will be
reimbufsed Y te 00 Yer month fer regular
22.5 The Employer may also provide standardized polo shirts or other selected articles of clothing to
certain supervisors, as a means to easily recognize they work for the City or for other purposes the
Employer deems beneficial. As such articles are the responsibility of the supervisor to maintain and
are not required to be returned to the City. Since they can also be worn off the j ob, they are a taxable
benefit in accordance with IRS Rules.
ARTICLE 23
EDUCATION REIMBURSEMENT
Reimbursement of education expenses by the City of Sebastian for approved educational or training
programs will be in conformance with the following:
23.1: Eligibility for Participation in Tuition Payment Plan — All regular full-time supervisors are
eligible for participation in the City's Tuition Payment Plan up to the limit of the funds available
for education. This program is available only to supervisors who have successfully completed
one-year of employment or probationary period.
23.2: Tuition Payment Plan — The City of Sebastian will, upon approval of the City Manager and the
Human Resources Director, pay a percentage of the tuition based on the course grade achieved
of regular full-time supervisors for any eligible training or educational program/course. An
eligible training or educational program/course is one that, in the judgment of the Human
Resources Director and the City Manager is directly related to the supervisor's current position
or to a related higher position, and which will improve performance in a current position or which
38
constitutes preparation for promotion to related higher responsibilities. Post graduate (ex.
Master's, Doctorate, etc.) programs are not included within the tuition payment plan.
The Tuition Reimbursement Plan is as follows:
Grade
% Paid
A
100%
B
90%
C
75%
P-Passing or S-Satisfactory (No grade issued) 100%
23.3: Application Procedure —A supervisor desiring to participate in the City's Tuition Payment Plan
shall submit an application fifteen (15) working days in advance to their Department Head
requesting approval for Plan participation. If the Department Head recommends the education
program, it will be forwarded to the Human Resources Director and City Manager for final
approval.
23.4: Course Completion — If the supervisor achieves a grade of "C" or better in a course which is
graded -- or if the supervisor receives a "pass" in a course which is graded on a pass/fail basis —
he/she will submit an official copy of his/her grades along with proof of his/her payment for
tuition, required books, or lab fees to the Human Resources Director. Reimbursement for tuition
shall be made in accordance with City policy for reimbursements. The supervisor's personnel
record will be documented with his/her education achievement. Textbooks shall become City
property at the completion of the course and turned over to the Human Resources Director or
his/her designee.
23.5: Transportation — Transportation under the Tuition Payment Plan shall be at the supervisor's
expense.
23.6: The reimbursement shall be available for a maximum total of twenty -for (24) semester hours or
thirty-two (32) quarter hours in any -one (1) fiscal year period for eligible supervisors pending
budget authorization and availability of funds. The maximum tuition rate to be reimbursed for
participating in the City's Tuition Payment Plan for college -level courses is that established
annually by the State Legislature for state supported schools. Should ea a supervisor select to
attend a non -State school, he/she is responsible for the difference in tuition. Any supervisor
receiving a scholarship or grant for education will not be eligible for education reimbursement.
23.7: Service Requirement — Supervisors who are reimbursed for such courses, agree to remain
employed by the City of Sebastian for at least two (2) years after completion of the course(s).
Should a supervisor leave the City service within two years after completion of the course(s),
he/she must return any payments to the City or it will be deducted from his/her final paycheck.
23.8: City Mandated Education Courses — If the City requires a supervisor to attend an educational
course, seminar or conference, the City shall pay tuition, transportation, and meals and lodging
in accordance with the City's Travel Policy.
ARTICLE 24
CLASSIFICATION AND COMPENSATION PLAN
LONGEVITY AWARD
k%
24.1 A Classification and Compensation Plan shall be used to administer the established pay rates of
supervisors, attached as Appendix B. This shall be updated and corrected as needed by the Human
Resources Director to reflect the approved pay classifications and scale within pay classifications
for all positions. Supervisors shall be paid in accordance with the Classification and Compensation
Plan. The City Manager is responsible for the proper and continuous maintenance of the
classification and compensation plan so that it will reflect on a current basis the duties being
performed by each City supervisor. The Human Resources Director shall recommend to the City
Manager and the CFO/Administrative Services Director any necessary amendments to the plan in
the form of new classes and the abolishment of classes no longer required in the plan. Any changes
made to the plan will require a study of the new or outgoing position. The Classification and
Compensation Plan will be reviewed annually and based on local, regional or in some cases national
information, appropriate changes in the allocations to the Classification and Compensation Plan
will be made. Human Resources Director will notify rUPA of any change to a job description(s).
24.2 If a supervisor changes job classifications, his or her job classification anniversary date will change,
effective the date of the promotion or demotion.
24.3: Loneevity Pav: Longevity pay will be awarded according to the following:
A. Full Time Supervisors hired prior to October 1, 2022-will be awarded Longevity pay
according to the following schedule:
1. Supervisors, after having completed five (5) years of continuous service with
the City, will receive an increase in their base payoff five (57%) three (3%)
The five -three percent (5%)-(3%)-increase will be added to their base pay the
first full payroll period following their five-year anniversary date.
2. Supervisors, after having completed ten (10) years of continuous service with
the City, will receive an increase in their base pay of seven and one-half (7.5%)
five (5%) percent. The seven and ene half five (5) percent increase will be
added to their base pay effective the date of their ten-year anniversary date.
3. Supervisors, after having completed fifteen (15) years of continuous service
with the City, will receive an increase in their base pay of see and one ha.'
(7.51%) five (5%)-percent. The seven and one half five (5) percent increase
will be added to their base pay effective the date of their fifteen -year
anniversary date.
4. Supervisors, after having completed twenty (20) years of continuous service
with the City, will receive an increase in their base pay of !an (10%) five (5%)
percent. The tea -five percent increase will be added to their base pay effective
the date of their twenty-year anniversary date.
5. Supervisors, after having completed twenty-five (25) years of continuous
service with the City, will receive an increase in their base pay of ten (101%)
seven and one-half (7.5%) percent. The tee (10) seven and one-half (7.5)
percent increase will be added to their base pay effective the date of their
twenty -five-year anniversary date.
B. Full time supervisors hired on or after October 1, 2022(5) will be awarded Longevity pay
according to the following schedule:
i. Supervisors, after having completed five (5) years of continuous service with
the City, will receive an increase in their base pay of three percent (3%). The
40
three percent (3%) increase will be added to their base pay the first full payroll
period following their five year anniversary date.
ii. Supervisors, after having completed ten (10) years of continuous services with
the City, will receive an increase in their base pay of five percent (5%). The
five percent (5%) increase will be added to their base pay the first full payroll
period following their ten year anniversary date.
C. Said adjustment(s) will be based on the supervisor's original full-time date of hire
regardless of the broad banding wage percentage the bargaining unit member is in at the
time he or she attains the required number of years.
D.
will net be eligible for l,..,gevity increase.. Longevity is a benefit and takes effect when
an employee becomes tbll time. Part-time or temporary status does not count towards
Longevity.
E. Supervisors in a probationary or suspension status for more than 6 months due to a
demotion or transfer for disciplinary reasons shall not begin receiving longevity pay
increases until they are no longer on probation or suspension. Any pay increase will not
be retroactive.
ARTICLE 25
SECONDARY EMPLOYMENT
25.1 Outside Employment shall be controlled by the City's Standard Operating Procedures —
Secondary Employment. All Police Department Supervisors will also follow the Police
Department Standard Operating Procedures (SOPs).
No City Uniform shall be worn or any City equipment used.
All Outside Employment must be approved annually. Forms must be submitted by January 15"i.
ARTICIeE 26
SEVERABILITY
26.1 If any Article of this Agreement (or any Section thereof) should be found invalid, unlawful, or not
enforceable by judicial authority or by reason of any existing or subsequently enacted legislation,
all other Articles and Sections of this Agreement shall remain in full force and effect for the
duration of this Agreement.
26.2 In the event of the invalidation of any Article or Section of this Agreement, the City and IUPA
agree to meet within thirty- (30) working days to discuss replacement of such Article or Section.
ARTICLE 27
COUNSELING
27.1 The City will make available to the supervisors the services of a psychologist or qualified counselor
approved by the City for the purpose of helping the supervisor deal with an "aftermath" of an
41
L
incident that may be emotionally disturbing. This service will be paid for by the City.
ARTICLE 28
TERM OF AGREEMENT
This Agreement shall become effective upon the date of ratification by the parties and shall remain in full
force and effect until 12:00 midnight on September 30, 20258.
In witness whereof, the parties hereto have entered into this Agreement on this _day of
, 20258.
INTERNATIONAL UNION OF
POLICE ASSOCIATIONS. AFL-CIO, LOCAL 605
Niehdvr 7. ` gghl, Cgq.
Chief Negotiate
David Greene
IUPA Representative
ATTEST:
Jeanette Williams
City Clerk
42
CITY OF SEBASTIAN. FLORIDA
Brian Benton,
City Manager
Kena7L• R'. Killgc. 3i4ie Steivat#
CFO!Aivuai.Nsdir. & EaB,iees Difeetai
Cynthia Watson, MPAIR, PHR
Human Resources Director
APPROVED AS TO FORM:
James Stekes Jennifer Cockcroft
City Attorney
APPENDIX A
GRIEVANCE FORM
(Type or Print Clearly in Ink)
NAME OF GRIEVANT:
DATE GRIEVANCE OCCURRED:
A. Give Article(s) and Sections(s) of Contract which Grievant claims were violated:
B. State concisely facts relied on by Grievant:
C. State relief requested by Grievant:
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Signature of Grievant
Signature of Union Representative
for Grievant
Date Submitted