HomeMy WebLinkAbout2022 - 2025 Collective Bargaining Agreement 6054 & 6056RESOLUTION NO. R-23-11
A RESOLUTION OF THE CITY OF SEBASTIAN, INDIAN RIVER
COUNTY, FLORIDA, DULY RATIFYING A THREE YEAR CONTRACT
FOR ALL FULL-TIME AND PART-TIME GENERAL EMPLOYEES AND
SUPERVISORS (EXCLUDING TEMPORARY AND SEASONAL
EMPLOYEES) HOURLY EMPLOYEES BETWEEN THE INTERNATIONAL
UNION OF POLICE ASSOCIATIONS, AFL-CIO (IUPA) LOCAL 6054 AND
LOCAL 6056 AND THE CITY OF SEBASTIAN FOR THE PERIOD
OCTOBER 1, 2022 THROUGH SEPTEMBER 30, 2025; AUTHORIZING THE
CITY MANAGER TO NOTIFY ALL PARTIES OF THE CITY'S
RATIFICATION AND CAUSE SAID THREE YEAR CONTRACT TO BE
PUT INTO EFFECT; PROVIDING FOR REPEAL OF RESOLUTIONS OR
PARTS OF RESOLUTIONS IN CONFLICT HEREWITH; PROVIDING FOR
SEVERABILITY; PROVIDING FOR SCRIVENER'S ERRORS; AND
PROVIDING FOR AN EFFECTIVE DATE.
WHEREAS, the International Union of Police Association, AFL-CIO (PUPA) is certified by
the Florida Public Employees Relations Commission as the Bargaining Unit for certain employees of
the City of Sebastian; and
WHEREAS, the City of Sebastian has negotiated in good faith a Collective Bargaining .
Agreement with the IUPA for general employees and supervisors for the period October 1, 2022
through September 30, 2025; and
WHEREAS, Thirty-eight (38) of the full-time and part-time employees covered by the said
Collective Bargaining Agreement have voted, with thirty (30) of those employees voting to accept
same.
NOW THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY
OF SEBASTIAN, INDIAN RIVER COUNTY, AS FOLLOWS:
SECTION 1. The negotiated Collective Bargaining Agreement is hereby ratified.
SECTION 2. The City Manager is authorized to notify all parties of this ratification and to
cause said Collective Bargaining Agreement to be put into effect.
SECTION 3. CONFLICT. All resolutions or parts of resolutions in conflict herewith are
hereby repealed.
SECTION 4. SCRIVENER'S ERRORS.
SECTION 5. PROVIDING FOR SEVERABILITY. In the event a court of competent
jurisdiction shall hold or determine that any part of this Resolution is invalid or unconstitutional, the
remainder of the Resolution shall not be affected and it shall be presumed that the City Council of the
City of Sebastian did not intend to enact such invalid or unconstitutional provision. It shall further be
assumed that the City Council would have enacted the remainder of this Resolution without said
invalid or unconstitutional provision, thereby causing said remainder to remain in full force and
effect.
SECTION & SCRIVENER'S ERRORS. Sections of this resolution maybe renumbered or
re -lettered and corrections of typographical errors which do not affect the intent maybe authorized by
the City Manager, or the City Manager's designee, without need of further action of the City Council
by filing a corrected copy of same with the City Clerk.
SECTION. EFFECTIVE DATE. This resolution shall take effect immediately upon its
adoption.
The foregoing Resolution was moved for adoption by Council Member Dodd.
The motion was seconded by Vice Mayor Nunn and upon put to a vote, the vote was
as follows: Mayor Fred Jones aye
Vice Mayor Chris Nunn aye
Council Member Kelly Dixon aye
Council Member Ed Dodd aye
Council Member Bob McPartlan aye
The Mayor thereupon declared this Resolution, as modified upon reconsideration, duly
passed, and adopted this 10 day of June, 2023.
ATTEST:
jarn
City Clerk
CITY OF SEBASTIAN
Fred Jones, Mayor
Approved as to form and legality for
reliance by the City of Sebastian only:
Zai, Interim City Attorney
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1 5/30/23 1
CITY OF
SE
- fGl
HOME OF PELICAN ISLAND
COLLECTIVE BARGAINING AGREEMENT
BETWEEN THE
CITY OF SEBASTIAN
and
INTERNATIONAL UNION OF POLICE ASSOCIATIONS
AFL-CIO
LOCAL 6054 & LOCAL 6056
October 1, 2022 — September 30, 2025
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TMIA OF CONT.T M
TI=
R
Ag =Mwt
3
Preamble
3
1
IUPA Recognition
4
Position CbsOcafinn
4
Equal Bmpioymeot Opporb n*/AA
5
2
Management Rights
5
3
Bing Unit Repmea°n
6
4
Dues Deduction
6
5
Rights of Employees
6
No Strike
8
8
7
Hours of Work and Overtone
8
g
Sede ty/Layomecali
11
9
Misoellsaeous Leave
13
10
Sick Leave
17
11
Vacation Leave
20
12
Grievance Procedure
22
13
Holidays
24
14
Promotions, l'awnfers and Adjustmmts
25
15
Group Insurance
27
16
Reheat Contribution
28
17
Perfa Evaluations
29
18
Safety
31
19
Disciplinary Action
34
20
Salary
34
21
Substance Abuse Testing
34
22
Unifornn 1
35
23
EducationReimburse nest
35
24
Classificgtioa and Pay Scale
37
25
Secondary Etuployment
38
26
Sevai tbility
38
27
Colmseling
38
28
Tema of Agreement
39
Appendix A
Grievance Form
40
Appendix 13-1
Application for Membership Laca16054
41
Appendix B-2
Application far Membership Local 6056
42
Appendix C
Cias M M -1d n a and Pay Scale
43
2
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AG��NT
Se ion 1 'This Collective Bargaining Agreement I"Ag ") is Pftf"od into by the City of
Sebest an, Florida or ` ftployW) and tlm Iat -ti , nal Union of Police
Associations MA"?, Cgoe , ntioa Number 2M Sad Certification Number 20419 and
has as its purpose the promo! of hataaotnons relations between the City and IUPA; the
establishment of an equitable and peaceful p medure for the resolution of duos;
and includes the an Pen of the parties on the standards of wages, hoots and other
conditions of employment oover+ed he endear.
Section 2 Upon the effective date of this A$t+eemeat it shall supersede and supplant that certain
Agx+eement between the City and P.S.A. September 30, 2022 and any
snpptal agreeaments, thereto or finder.
Se ACM 3 Tlu+oughout this Apr 23, P 0 , : # masc irm gender pima= shall be head to ituclude fadnim
gender where appropriate.
PREAMLE
Whereas, the intent and pupose of this Agr a � ,o,,,11 is to maintain and fWther harmonious and
cooperative labor management relation upon a oonatructive and sound foundation;
Whereas, the coruerstoae of tins foundation is the manual acoeptaace and recognition of the rights
and oblig:utions of both parties, in order that the joint responsibilities of the public employer and public
employee to represent the public be fulfilled and the order and uninterrupted functions of gov°-ntneat be
am
Whereas, the City is eaagagod in fimmidft P%w-"O-AI public services vital to the health, safetys
protection, and comfort of the residents of Sebastian; and
Where, both the City and its employees have a high degree of respanst'biliity to the public in so
serving the public withoutinterruption of three services; and
Whereas, since both parties recognize this mutual responsr'br'liry, they, have entered into this
Agra" -,a-# as an inshvment and means to peaalnit theme to fulfill said responsibdity;
Now therefore, in consid tion of the premises and promises set forth herein and the benefits and
advantages accruing or expected to accrue to the parties hereto and those coverod by this Agr4aa.ffila"* by
reason thereof; and said parties hereby agree as follows:
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'ARTIME 1
IUPA RECOG NON
l.l: The City recognizes the RMA as beiag certified by the Intesrnational Union of Police
Associations, and as such is the sole and exclusive bargaining agent, for those full-tiw
aid Part4ime (Mduding and ' umeond P1oY )howly employees working within
the unit, for the purpose of negotiating matters of wages, hours and other tam and P nditioas of
eoyment. This list of job classifications may be amended fram time to time due to
Poshions maybe removed or 9 ,A aA T1 w maybe changed to
better suit the position. This shall be at the won of the City.
Position cation — General FMnlovM
911 Emergency Dfspalcher Environmental Planner
Acoawatant FeeMes Foreman
Accounting Clerk I
Acecanting Clerk II
Administradn Assbtant
Airport Maintenance I (M
Amistant CAnlgftq 4'exbon
Assistant Golf Profes and MI)
AV Teehnian(P1)
AV Technical Analyst (PT)
Building Inspector I
Business Tax'w A -,r-e Spedalist
Cashier (PI)
Chief Swmng Inspector
ClerLeal Asslstnt
Clerical Assistant I (PI)
Clerical Asslstaat II (P'!')
Code Rnforcement Oiler
Crime Analyst
Crime Scene wee Teclmldan (psi
FacMdesr (A4ort Msiatmence Worker II
Golf Coarse Cart Attendant (PT)
Help Desk TaWAdministradve AwI tent
Junior Planner
Logistics SpeddIst (PI)
Maintenance Worker I
Mab enan' we Worker 11
Main#enance Worker III
Mechanle
MIS Technician
Permit Teehnldan
Records Spedsllst
Records Specialist n
Recreation Supervisor
Spedd Events C.00rdinator/MW III
Stormwater Ud ty Ynspeder
Tench Coact Attendant
TralBe Techntdan I
T raRlc Technician II
Pasdtlon Caesdfteatin>4—Snneors
911 Emergency Dispatcher Supervisor
Aceredltatlonffieoords S—
remetery Supervisor/Se don
Crime Scene Evidence Supervisor
Lead Mechanfc/Garage Supervisor
Parks Maintenance Supervisor
Roads Assistant Superi>ntteadeni
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EQUAL EMPLOYMENT OPPORTUNM/AFTMMATM ACTION
The City and "A agme to full and unequivocal cooperation with each other in eliminating all
dismrimimdon and to assuz+e all personnel programs. Policies and assignments are free fim
discriminatory practices.
The parties recognize that it is mutually benef vial to resolve any problem of alleged discrimination as
amicably and expedrtiazrsly as possible and agree that each shell make a good faith effort to settle such
disp iafortnally within the any forn d complaint is Sled.
Nothing in this contact will supersede the following:
• The Fair Labor Sbmdu& Act
• Title VH of the Civil Rights Ant of 1964, as amended, or by applicable state or local law;
• Title I and We V of the Amedcans 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 1%7, 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 H of the Genetic b>tfonnation Nondiscrimination Act of 2008, or by applicable state
or local law;
• Marital status or lawful political affiliation as prohibited under Federal Law and Florida
Ste or applicable local law.
ARTICLU
MANAG NT Mixim l i,.
2.1: The managearent of the City and the dhadon of the workforce are vested exclusively in the City
subject to the terms of this aft. Nothing in this Agreement shall affect the right of the City
to determine tine standards of service offend the public; to maintain the efficiency of the City's
operations; to determine the , arsons and personnel by which the City's operations are to
be conducted; to dirrx the worm of its employees; to him promote, demote,14MM er, assign and
retain employees is positions; to discipline, suspend or discharge employees for just cause and to
MUM employees fioom day because of lack of work; or to take any action, not inconsistent with
the �w :,., provisions of this Ag�+eement, necessary to cant' out the mission of the City. All
matters not covered by the language of this agreement may be administered for its
daration by the City in acoonlanre with such policy or procedure as the City firma time to time
MAY determine.
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rA►RTICI.E 3
MR G.A&MG UW— L1.11111TIN BO,®RD
3.1: The City agrees to provide suitable bulletin board space on existing or new bulletin boards in
oonv+enieat places for posting of official IUPA notices to its members and to other covered
employees. The City also agrees to allow the IUPA the use of the City's e-mail for these notices.
No scurrilous, defamatory, or otherwise objectionable material will be posted or wed. The
parties agree that the usage of such bulletin boards and emails will be to promote employee -
employer relations, as well as keep the members and odw covered employees iafommed of its
activities. Copies of all materials, notices, or announ mans shall be submitted to the -HR
Director or designee, before they are posted. All notices shall be signed by a duly authorised
IUPA representative.
3.2: The City agrees to allow the elected officers as R.epreseatatives for the General Employees and
the elected officers as RepreP Mmutives for the Supervisory Employees of the IUPA who are on
duty at the time negotiations take place with the City and the WA, time away from their regular
duties/shifi assignments to participate in negotiation meetings without loss of wages or benefits as
long as it does not create a me werlshifi shortage. This will be done with the knowledge and
permission ofthe Employee's Supervisor.
3.3. The City will permit the WA to maintain an official mailbox at various work sites. The
mailboxes will be pwvkled by the IUPA. Mail delivered to these mailboxes will be delivered
U001plened- •
3.4: The City will allow the IUPA a reasonable oppoft ! R to mod with new employees covered by
the agreement at the conclusion of new employee orientation for the purpose of briefing the
employee on" Agreement and the Bargaining Unit's programs and benefits.
ARTICLE 4
DUES DEDIJM., . Q&
4.1: Upon receipt of a sipu WW lawfully mouted Assignment of WagmMues Deduction form. The
Employer agrees to deduct the regular dues of the IUPA from the employee's pay bi-weekly
(twenty six (26) times basis for so as the R PA ruins the certified
agent liar the to within the unit. Such will be g
employees remitted promptly t4 the home office
of the IUPA BarBarniog Unit. lire IUPA agrees to notify the Employer, in writing, at least thirty
(30) days prior to the eve date of any changes in the regular dues struct=.
4.2: Revocation of dues will be posed through the IUPA, but in the event of direct revocation, the
IUPA will be notified as soon as is practicable. All persons currently on dues deduction shall
continue without further authorization.
4.3: The IUPA agrees to indemnify and hold harmless the Employer, its agents, employees and
officials firm and against any claims, demands, damages or causes of action (including, but not
limited to, claims, etc., based upon clerical or accounting cum caused by negligence,) of any
nature whatsoever, asserted by any person, Elan or entity, based upon or related to payroll
deduction of the IUPA dues. The IUPA agrees to defend, at its sole expense, any such claims
against the Employer or its agents, employees, and officials. The term "official" as used herein
includes elected and appointed officials.
4A: Nothing contained herein shall require the Employer to deduct or to otherwise be involved in the
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collection of delinquent dues, fines, ire'^ ° ���, or special �*� of the IU1'A.
4.5: An assig<unent of wasmQues deduction may be by the employee upon thirty (30)
day's written notice to both the City and the R)PA.
A PTIr,I 1? 5
RIGHTS OF ENXPwl ►wv.v
5.1: The City and the IPA agree that employees possess the rights set forth in Section 447301,
Florida Statutes, and are entitled to exercise these rights without iatier ence, r MC*_ "'°° t, or
coercion from any person, including the RNA in any discussion between the
employee and repremtatives of the City in which the employee has ressonab'im grounds to fear
that the interview is investigatory and may result in disciplinary ac&m being talon against the
employee.
5.2: The employee must sign all dominants (Len Perfamu me Reviews, Disciplinary Action, etc.) that
are placed in the employee's p-*sonnel file wheher the employee agrees or disagrees with the
doM** * * to signify the employee boom and (A-rill11'spa said domma t. If the mployree does
not sign the document they will be subject to disciplirarry action up to and eluding to minatian.
5.3: The City will have the employee sign for a cagy of any adverse action document to be placed in
an employee's personnel files prior to the document being placed into the files. Employees shall
have the right to file a written response to any letter of reprimand or other document that is placed
in the employee's personnel file as a result of supervisory action or eRow•R Da. complaint. Any such
written response shall be included in the employee's personnel file together with the letter of
reprimand or other document against which it is directed. To the extent pa fitted by law and in
order to protect the privacy and promote the safety► of employees, the City agrees not to directly
or indirectly fiw9sh the news media or public with any employee's personal . 'on, (M,
home address, date of birth, telephone number, photograph, etc.), and/or personnel records as
required per Florida Statute 119 as amended wiffiM the employee's
5A The IPA Locals agree not to directly or indira^*ly furnish the news media or the public with
personnel records without the --«"qbant of the City and the employee, thus mutually agreeing to the
�%Mn$dentiality of personnel records other than required by law.
5.5: The IUPA members are entitled to be represented by the RIPA in grievances anisiag under this
Agreement. They may also bring matter of individual concern not covered by this Agrto
the attention of City officials.
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,AMCLE 6
NO STRM
6.1: For purposes of this Article, "stripe" is defined as the concerted failure of employees to report for
duty; the concerted absence of employees from their positions; the concerted stoppage of work by
employees; the concerted submission of resignations by employees; the concerted abstinence in
whole or in part by any group of employees from the fill 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 employes; the concerted faihne of employees to
report for work alter the expiration of a collective
6.2: The IUPA recognizes that strikes by public employees are prohibited by Article I. Section 6, of
the Florida Constitution and Section 447.505, Florida Statutes. IUPA 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 evert of a strike in violation of this Article.
6A: The IUPA agrees that there shall be no strAes in accordance with Article 1, Section 6 of the
Florida Co�iutio I and Section 447.5059 Florida Statues. In the event of a strike, slow up, work
stoppage, or interrupt€on due to informational pickets, IUPA shall promptly and publicly disavow
such u uthorized conduct and to tape all aflinnative action legally available to prevent or
terminate any strike which occurs in contravention of this commitment.
6.5: For the purpose of this Asm meat, informational pickets shall be allowed. Informatioasl pickets
shall not stop or discourage City employees 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
ROUILS OF WORK AND OVERTEM
7.1: )Basic work Week:
(a) The basic work weep for nepW fall -time employees 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 )apartment Head to meet particular
requirements of an individual department.
(b) The basic workweek for regular part-time employees shall consist of those hours they are
required to work by their Department Head or his designee.
(c) Meal periods shall not be considered time worked.
(d) Employees 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 desism. Meal breaks start fiom the time an employee stops
work at the job site to the time they return to performing work. This includes any travel
time. Fmzployees will also be entitled to two (2) paid fiftcen (15) minute work breaks one
in the morning and one in the afternoon. Breaks shall be taken at the job site or work area
and does not permit travel. Breaks may not be at a set standard time. They will be based
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on work flow and the discretion of the Department Had or their designee. Employees
will be paid for an eight (8) hour day. In order to be entitled to the one (1) hour unpaid
lunch, the employee must have worked f m and a half (4.5) hours of their shift.
Hours of O_ ration
1. Administrative employee's hours of work are from 8:00 a.m. to 5:00 pm.
Monday through Friday. At the discretion of the employee's supervisor the hours
of work may be changed as long as the hours worked total 8 hours.
2. Non -administrative employee's starting and ending of shifts for each division
OW be at the sole discretion of the Department Head and not by any individual
emSuloyee to "^ominodate the unpaid one (1) hour meal period.
(e) The two fifteen (15) minute work breaks will not be Wm immtediateiy before and/or
immediately aftear the meal bre X and it must be used or lost. It cannot be used to make
up for late arrival or for leaving work early or to intend the lunch break.
(f) The City will make a good faith effort to find work for employees when adveme weather
conditio! � , (* do not permit outside work. If no wok is available, employees may use
9 ft-ved vacation, personal, or compensatory time, Cif earned} to leave work for the
remaindw ofthe day.
7.2: 4 tions DMsdow.
(a) Unit employees shall be entitled to one (30) minute and break and two (2) fifteen (15)
minute paid breaks per each eight (8) hour shrft, to be taken at the discretion. of their
Department Head or designee. However, if the employee works a twelve (12) hour shift,
they are entitled to one (1) thirty (30) minute meal break and three (3) fiRinO'n (15) minute
paid bseelm.
(b) The Communications Division will be allowed to earn comp time instead of overtime
when P"*ned as a result of their regular work t- A a z 1a and camp time can be used to
of%t the hour shortages during the 40 hour work week. To conclude, comp time will be
approved leave and will be ooasidered time worked for overtime computation for the
Communications Division only.
(c) Any employee who works either regularly scheduled hours or overtime hours that hU
between 6 P.M. and 6 A.M. shall be entitled to a shift difi* =dal equal to five percent
(5%) of timir regular hourly rate ofbase pay for each hour worked.
(d) A 911 Dispatcher who is performing training will be paid an extra $3.00 per hour for all
they hours are actually providing in-house instruction and not on leave.
(e) A 911 Dispstclrordesignated as required to be on -call will be paid an extra $1.00 per
hour for on -call hours, providing they are not otherwise paid caU-back pay.
7.3: Overtime:
(a) Overtime will be sudtarized only when it is in the interest of the Bamployer and is the
most practicable and economical way of meeting workloads or deadlillres
(b) All authorized and approved time worked in excess of forty (40) hours in any one
workweek is considered overtime worked and shall be either paid at the rate of one and
one-half (1 %) times the hourly wage of the employee, or by comtpensaL time off at the
rate of one and one-half (1-W) hours for each how worked over forty (40) hours in any
one workweek.
(c) The Fair Labor Standards Act QUA) states that unless exempt, employees covered by the
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Act must receive overtime pay for hours worked over 40 in a workweek at a rate of time
and one4Wf their regular rates of pay. The Act does not require overtime pay for work
on Sau days, Sundays, holidays, or regular days of rest, unless overtime is worked on
such days. The Act applies on a workweek basis. It need not coincide with the calendar
week but may begin on any day and at any h> m of the day. Different workweeks maybe
established for different employees or group of employees.
(d) Emergency closure hours will be considered time worked for the purpose of computing
overtime.
(e) I. Han employee 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 accrued oomgensatory time will be convected to the employee's �..nreaut
hourly rate of pay at the end of each quarter and added to their fist pay check the
following month. Any unused acmed compensatory time remaining will be paid out
at their current rate of pay at the last pay period of the fiscal year.
The Police Department Communication Division will be able to retain 4 hours
compensatory time earned during the last pay period of each gnarta as a result of the
Lang week to compeosstie for their short week in the first pay period of the nod
quarter•
3. Employees wishing to use accrued compensatory time off must follow the same
proceduu+es as an employee wishing to take vacation time. The employee must receive
prior approval to use compensatory time of& except in emergency situations. The
employee's Department Head shall anompt to acxxmimodatae the desim of the
employee as to the time off desired, work schedule and conditions ping.
{fl No employee wM be placed in a leave without pay status during the basic workweek in
order to deprive him or her of the right to earn compensable overtime. The employee may
clod to flex time within the some day or seven (7) day wo9rkwo* however it is at the
sole discretion of the Department Had or their designee.
(g) Department Head or their designee will have the right to schedule, overtime based on the
workload. Employees shell be required to work overtime when assigned unless owmd
only by the Depsnmrent Had or their &%*a . Any employee who desires to be
excused from an overtime assignment shall submit to their Department Had or th*
designee a written request to be excused. In the event that the Departraert Head or their
designee cannot schedule a suitable overtime work force from the compleameni of
employees who have not requested relief from overtime, employees who have approved
written relief requests on file may also be required to work ova
(h) If an employee leaves the service of the City, he or she will be paid for all accrued
comgeosatary time at the employee's .Aw.,.r i�a hourly rate of pay to a maximum of one
hundred twenty (120) hours.
7.4: UVWMMOnaW On -Call
(a) Call -out -When an employee is oiled back to work after his or her normal workday, he or
she shall receive a minimum of two (2) hours pay at the ovwae or compensatory time
actual rate. The maxinmrm travel time paid is 30 minutes.
(b) When an employee is assigned to attend a meeting or perform work immediately following or
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Preceding his/her normal workday, the employee shall be em ', ,Ill v l to a MMUMMOf fineen,
(15) minutes pay at the overtime or campeasatoary time accrual rate, if applicable, and shift
401fFWW ial 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 (1 %) the employee's regular
hourly rate of pay.
(c) Designated On -Cali (Excludes Communlostions 911 Department) — When the Department
Head or their designee Ites an employee to be on call, the employee must respond
within one hour except in e l sating es. The employee will receive S1.00 per
hour for being on -call. The maximum travel time paid is 30 motes
,A►PT IC'r s? 8
SENII3ILUVALA►YOF, '/RECALL
8.1: Defiunitinm:
(a) City seniority is the total cumulative length of uninterrupted regular ii MMO or regular
part-time employment (date of hire) of an employee by the Employer, measured from the
most recent date of regular empioyrneat by the Employer, except as provided in Section
8.2 below.
(b) rlassification seniority is the length of regular ftiiWm or regular part-time service by an
employee in the same job
(c) City seniority which is from the date of him shall apply for the purposes of layoff,
vacation computation, service awards, or odder matter based upon length of service.
8.2: ,A,cmuel of Seniority.
(a) Employees shall be placed in a probationary stadl4s for the Srst six (6) months of
employment in any job employees acme no e-A*;--P*acation
seniority until they become permanent regular employees, wheVupoa their classification
seniority span begin fiaom the date of entry into the classifc atio" An employee who has
completed his or her initial probationaryy period shall continue to accrue City seniority
notwithstanding subsequent probatitonary periods) resulting from promotion or transfer to
a PON16 +eat job classification.
(b) Employees who are promoted or transferred stallbe placed in a prQbatiomsry status for the
fast ninety (90) days.
(c) Any employee 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's rP Irn to work.
8.3: tAMM of Senioritw.
Employees shall lose City and c',QrTR -ation seniority only as a result of.
(a) Vohmtary resignation;
(b) Retirement;
(a) 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
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DocuSign Envelope ID: 9890CDD0-5CF4-4FCF-A47F-B296A925FCD7
8.4: WMk Fore Adiustmeot ad Uv-off.
(a) When work foroe adjustment b.anecessary due to lack of work, shortage of fonds,
#V^oatinuaace of operations, or the subcontracting out of City services, the Employer
may lay-off employees. WPA and the affected employee(s) shall be notified in writing
not less than sixty 60 days prior to the effective date of such lay-off.
(c) If the City fails to provide the employee(s) with a sixty- (60) day written notice of lay-
off, the City will pay the employees) the equivalent of twenty (20) days of pay. Such
Payment wM be paid is two (2) bi-weekly incmmeats.
(d) The duties perforated by any laid off employee may be reassigned to other employees
already working who hold positions in appropriate classifications.
(d) No regular full-time employee shall be laid -off while a probationary, part-time, or
temporary employee remains employed in the same job classification.
regular full-tnre employees who rooeive a notice of lay-off shall have the
right, in accordance with their seniority, to transfer or downgrade (commonly ]mown 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)
b.•ii„grpip days of the notice and explain the options to the affected employee(s).
Position Alassifications that are available for bumping will only be for the same grade
or less than the employee's current position. The employee must possess the
minimum qualifications for that position, and have greater City seniority than the
present mopant of that position. Affected, , employees shall have five (5) b..o;"o"v
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 employee may then proceed himself in accordance
with this article.
(3) In the event that two or more affected employees have the and same citywide
seniority, the employee with the least classification seniority will be laid off first. N
both employees have equal seniority, the employee who applied for the position fust
will retain the position. This will be determined by the time/date stamp ',Mr. , a a by
Administrative Services on the employment app . 'oa when it was final received.
(4) An employee bumping to a different job 4*m;4;,,.#:on shall be placed in a
probationary period of six (6) months. X in the opinion of the City, the employee
cannot satisfactorily perform the duties of the position to which the member has
bumped, the employee will be laid off without further bumping rights.
(5) An employee bumping to a job which is lower than their present job
r-low,9*'on will take a 3% per Grade not to mead nine (90A) percent reduction in
pay. In no case wfil the employee be paid more than the maximum rate of the lower
classification.
(M Probationary employees shall have no bumping rights. An employee 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 clooc;4,"tion, may revert to such lower
classification for the purpose of exercising bumping rights. If the employee reverts to the
lower 4aQ49oation, their pay is adjusted to the pay they previously held prior to the
promotion.
(g) Regalm part-time employees may only bump other part-tim employees.
(h) Exempt employees cannot bump into the bargaining unit unless they held a bargaining
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DocuSign Envelope ID: 9890CDD0-5CF4-4FCF-A47F-B296A925FCD7
unit position within the past 1 year of the effective date of sack layoff.
8.5: R►eaall:
(a) Recall of laid -off employees shall be made in 4I °°PITdance with City seniority. Initial
contact shall be meted by phone. This shall be followed by a certified letter, return
receipt requested, to the employee's last known address, to confirm the phone
conversation and/or document that the recall notice has been provided. Laid -off
employees who desire to be recalled shall keep the Employer continuously inf rmed of
their current mailing address, or lose their recall rights.
(b) Within three (3) business days alter receipt of a notice of recall, r employees 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 employees must return to
work fit for duty within ten (10) calendar days of the reoelpt of a recall notice„ or they
will lose their recall rights.
(c) Employees who are laid -off will be eligible for recall for 1 year of the effective date of
such layoff for any position in the saute or lower pay grade that they are qu M,3-,' to
perform. When an employee returns to a position of a lower pay grade, he or she will take
a 3% r &melon 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 pit in pay.
Previously ceacelod group health ins mmoe may be reinstated upon the employee's return
to active duty m ndstent with the plan's requrr°r-Oe. In addition, any bales of
accrued vacation or sick leave not previously paid will be reinstated and the annual rate
from the date of inet m to active duty will be at the accrual rate egoyed at the date they
were laid off.
APTIf'" r IR 9
MLSCi+� US LLAVE
9.1: Remavement Leave:
(s) Bereavem+ent Leave is to provide paid time off for related to the death of an
immediate family member. For pmpores of this provision, an "employee's immediate
Slimily" is defin as the employee's spouseldomestic partner, pareat/step pareut/fathea-
in-law/nmthes6in-law, child/step, child, broth, sides, gran 1011 F -in-law,
grrindchild, or any relative who is domiciled in the employee's household.
(b) The Department Heed or their designee will approve Bereavement Leave.
(c) Paid Bereavement Leave will be glmated according to the following qTr w
(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 employees receive 2 consecutive work Days (based upon their
T -hednled work hour*
(4) All Paid Ber+eavemmt: Leave mast be taken within 14 —Pwa^tr m e4&*dar
days of the death.
(d) Bereavement leave shall not be charged to vacation leave, personal leave, sick leave or to
compensatory time. Any absence in excess of approved baeavenment leave, will be
charged at the employee'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)'a*dar days from the date the employee returns to work from such
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DocuSign Envelope ID: 9890CDD0-5CF4-4FCF-A47F-B296A925FCD7
absence, the employee will file a copy of the death skate of the deceased. Said death
certificate willbe attached to a leave request form and forwarded to the Department of
Administrative Services, Human Resources for processing. Fafiiue to produce a death
certif irate will resalt in the employee reimbnisiag the City for any paid leave Wm wader
this Article. Any employee fond to have falsified his or her inquest for Bereavement
Leave -will be disciplined up to and includiasdismissid. It is understood that under
certain 4-umstances the employee will be unabl,Q to obtain a death certificate. In this
event, in lieu of a death cerOA-0p., the employee shall submit a newspaper accom
showing the oath and the relationship of the deceased to the employee and/or other
appropriate critetia as deemed appropriate by the Human Resources Director.
(1) For aoa-imm i'' 4 famiily, employees have the option to use accrued vacation leave,
compensatory time or personal leave, for the attendance of funerals. Employees will
supply, their supervisor with written notification for this request in as timely a manner as
passible. The supervisor will make every effort to comply with tha provisions of tins
section. In the event that the employee does not have any accused vacation,
compensatory, orperlmd leave they racy request to use sick leave or leave without pay.
9.2: Court Leave
{a) Any employee who is required to appear as a witness resulting from the performance of
No duties with the City shall be entitled to the following:
(1) RWlar Pay, if called to testify during regularly scheduled hours;
(2) A 'minimum of three (3) hours at one and one-half (1%) times the employee's base
rate of pay ifcalled to testify outside the employee's regularhours of work;
(3) In such cases, the employee will be required to assign the witness fee to the City.
Employees attending court on behalf of the City, or any other public jurisdiction
during their normal working hours shall receive leave with pay for the hours they
travel to and firm to attend court. The City of Sebastian Travel Policy will be used
for travel aTenses, excluding jury duty.
(b) All employees subpoenaed to attend court on behalf of the City are eligible for leave with
pay. Those employees who become p ' Wife or el-Acedants 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 who attend court on behalf of the City for only a portion of a regularly
scheduled work day shall report to their supervisor when P-m-W1"ad or by the
court. -
(d) An employee required to attend court while on scheduled leave is entitled to a mmixnum
of thll+ee (3) hours at one and one-half (1 %) times the employee'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 sceh period, provided that the court appearance
meets the requirements of section (a) of this Article.
(e) Employees who seek to receive leave with pay under this section shall presets official
notice of their st&poena to their at least twenty-four (24) hows in advance of
the scheduled time, unless the employee actually receives less than twaaty-four (24)
ham advance notice. Employees who are required to be absent for Court Leave shall
submit official documentation to their supervisor showing all days or hours of court leave
upon return to work.
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DocuSign Envelope ID: 9890CDD0-5CF4-4FCF-A47F-B296A925FCD7
0) Consistcet with existing City policy, the employee 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 Duty
(a) A perma,eat fullrtime employee shall be granted thne og not to exceed eighty (80)
ho ucs, at the employee's regular pay for reporting to nquhW juzy duty upon presentation
to the employee's supervisor of e: evioOm"a that such jury dirty is required and
provided the time required for jury duty is the employee's normal workday or work shin.
In order to be eligible, the employee must report at least seveo (7) calendar days prior to
the date of jury duty to the on the payroll system with the suamsons
of the need to be absent because of a jury duty require*
(b) Any aampemsation received by the employee for jury duty shall be reined by the
employee however, a pro rate of the jury dirty pay received by the employee will
be dWkwW from, the employee's regular pay based upon that portion of the regularly
scheduled workday missed by the employee. There shall be no dice for mileage
pay or for the four (4) holm reporting period provided in Section (a) of this Article. An
employee seeft jury duty leave must substantiate any ea on received for
serving on jury duty by submitting a copy of the ohe*s) received or a copy of the
receipt(s) for any cash received.
(c) If an employee is released from jury duty within four (4) hours from the time required to
report for such jury duty, the employee shall be required to report for duty on that date,
provided that it is the employee's regular work day or shin.
9.4: Conference Inive:
The City may grant conference leave with pay, together with necessary travel vgxm es, for
employees to attend conferences, schools, and similar events designed to improve their
efficiency, if considered to be in the CWs, best interest. All leave and expenses will be
recommended by the Department Head and subject to approval of the City Manager.
9.5: MedicFA brave:
City agrees to grant re pw for leave of for medical reasons with or without pay in
scx�ardence with the Family and Medical Leave Act (FlVILA) and City Policy.
9.6: Mirmiry Imve
(a) The City agrees to grant requert for leave of % a, with or without pay in accordance
with Florida State Statute 115.07.
(b) iu employee shall be required to submit an order, Battle Assemble (BA) Schedule or
41 mt (pending orders) signed by the appropriate rommander as evidence of any
such duty. Such order, BA vehedule or statelt mart accompany the form request for
B61hoy Leave at least two (2) weeks prior to the date such leave is
9.7: T mve cif Abmnw
(a) The �AaMs*fln to grant a have with or without pay (leave of *&A' j--) is a matter of
management disaretian. It shall be incumb � � s upon each Department Head to weigh and
to ,', mine each can on its own merits, including time off for IUPA business.
15
uocubign tnvetope iu: y89uc;uuu-5c;1-4-41-U--A4f1--bZV6AVZbt-Uur
(b) An employee 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 is 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 employee must exhaust all vacation leave, personal leave, compen$atory 84 if
qn"%PVIMte, sick leave.
(2) Voluntary separation from City services to accept employment outside of the service
of the City, shall be considered an insuffciertt reason for approval of a request for
Ism of absence without pay.
(3) The leave of absence may be withdrawn by the Department Head and City Manager,
and the employee recalled to service if the need for the leave no longer adsts.
(4) An employee requesting a leave of absence of more than three days must request
Family Medal Leave Forms (FMLA) for medical reasons, per FUM and submit a
written Doctos's note to their Department Head stating the length of time they will be
absent. In addition, the employee must keep the Administrative Services Department
advised of his or her current address at all times. If a Doctors now is not submitted,
the employee will be considered as on an unauthorised leave of absence and
appropriate discipiiflary action shall be taken. Fagure to comply with the notiScau—
requirements will result in the employee being dropped from leave of absence status,
in which case he/she must return to duty or be dismissed.
(5) An employee who obtains either part-time or M-ttime employment elsewhere whfie
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 from City employment.
(6) At least two (2) weeks prior to the expiration of the leave of absence, the employee
must contact the Administrative Services Department in order to facilitate the
reinstatement process.
(7) Failure by an employee to return to work at the expiration of a leave of absence shall
result in immediate dismissal feom employment with the City.
(c) Under no circumstances shall the City provide any funds towards the CWAM U pension
plan while the employee is on an unpaid leave of absence.
(d) During the time the employes is on leave without pay, the employee will not accrue sick
or vacation leave, unless the employee is on leave in accordance with FMLA. Accrual of
classification seniority is suspended until they return to regular duty. City seniority
continues to snare, providing the leave without pay does not exceed twelve months. The
employee loses both City and classification seniority after twelve months.
(e) An employee on an approved have of absence may continue to participate in the group
insurance plan, provided that all necessary payments of the total premium are made by
the employee. It is the employee's responsibility to keep premium payments 4 .L
(1) The insurance premium payment must be made by the 20 h of the preceding month in
which the payment is due. If the payment is not made by the 201h of the preceding
month in which it is due, coverage will be canceled as of the beginning of the
delinquent period.
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DocuSign Envelope ID: 9890CDD0-5CF4-4FCF-A47F-B296A925FCD7
(2) N coverage is canceled during an approved leave of it may be reinstated
upon the employee's rP 1 ffrn to active duty Aonsistent with the pi n's mquircW"10"_ts
9.8: Fl im'bility:
Only regular W-dme and regular part-time employees are eligible for the miscellaneous paid
leaves provided by this Article. All snob benefits are personal to the employee and shall not be
transferable.
9.9: Pal Leave
Eligibility — Each regular AM -time employee shall receive twenty (24) hours of personal leave per
fiscal year.
(a) Employees starting during the year will get a pro -Hate portion of the personal leave hours.
Those starting during the first three months (October— fiber) will receive eight (8)
hours, second throe months (Januruy — March) receive Am (4) hours, and those starting
in the third three months (Apt — June) receive two (2) hours.
(b) Personal leave must be used by the last full pay period of the fiscal year.
(c) Personal leave is not paid out upon separation of employment.
(d) PpmW leave will not be approved or paid during an employee's last two (2) weeks of
employment, except in the case of an cY. An employee requesting paid personal
leave will be required to furnish proof of the emergency or a docWs note verifying that
the employee was medically unable to report to work. Failure to provide this
documentation will result in no pay for the days) in question.
"TiCLE 1.0
UCK L"VE
10.1: Eti>sc'brlitu/Accrual of Sick Leave:
(a) Only regular full -Crane and regular parti-time employees are eligible to accrue sick leave.
Regular fall -time employees will a=ue sick leave at the rate of ninety -sic (96) hours per
calendar year or 3.69 hours per pay period. Regular part-time emptoyeea working forty (40)
hours or more per pay period will accrue sick leave at the nm1.846 hours for that pay
period. Sick leave will accrue bi-weekly over twenty-six (26) pay periods.
(b) New employees start to east sick leave Dom their date of hire.
Rtl l"ObilitvA
1 Temporary and i O v Anal employees are not eligible for sick leave benefits.
2. Part-time employees working less than a forty (40) hour pay period are not eligible to
acmue sick leave benefits.
I Sick leave does not accrue while an employee is on any unpaid leave.
10.2: ReVrftt for 9fr* Lave;
a) Any employee who is incapacitated and unable to work shall notify his/her imrm,
supervisor or designee within one (1) hour prior to hbA= scheduled reporting time and
two (2) hours for Dispatck except in an emergency situlati-.r On the initial Day of being
atr a-t, the employee must call in to their Supervisor. Upon approval of the immediate
Supervisory, texts or email s will be accepted after the initial call. The employee shall state
the nature of his/her incapacitation, its expected duration, and the expected period of
17
DocuSign Envelope ID: 9890CDD0-5CF4-4FCF-A47F-B296A925FCD7
absence. The employee shall repeat this procedure each day he/she is unable to report for
work, unless excused by the Department Head.
(b) N an employee is absent from work in excess of three (3) consecutive work days due to
an Musk sk the member must submit a doctofs note to the Department Head, or his/her
designeei attesting to the employees ability to return to work with or without restrictions.
If an employee is to be absent more than 3 days, Human Resources must be contacted to
obtain Family Medical Leave Forms.
Tlm minimum charge against the accrued sick leave balance will be in of
Sf%en (15) minutes Irdhm (15) minutes shall be deducted from an employee's accrued
leave balance for each quarter hour, or part thereof that an employee is actually absent
from hislher 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) Employee ill health or;
(2) Medical, dental, or optical treatment required during working hours;
(3) Quarantine due to exposure to infectious
(4) Employee ill health while on annual leave;
(5) In connection with workeW Compensation;
(6) For death in employee's immediate family (including extending bereavement
leave); and
(7) of an immediate family member requiring the employee to remain at
home.
(8) Cannot be used for vacation.
{b) whenever it appears that a bargaining unit meanbow abuses sick leave, such as when a
member ns stentty uses sick leave immediately upon its being accrued or before and
aft vacation, holidays or wP��1% the member shall be required to furnish a docWs
note verifying that the member was medically unable to report to work on those days.
The City reserves the right to require a doctor's note provided that the employee has been
notified of being placed on sick leave abuse status. Failure to provide such notice will
result in no pay for the holiday and the day(s) in qr*cbsti ,,, 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 illno-or or igjury sustained while engaged in
outside employment, provided the employee is not being compensated for the same time
by the other employer.
(d) Employees may not use sick leave during their first sixty (60) days of employment. If an
employee 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) Employees hired prior to October 1, 2022, upon separation from employment in good
standing {resignation or retirement with a two -week notice or medi,"' separation) will be
eligible to be paid for his/her accrued balance of sick leave up to a maximum of 600
hours at the following percentages:
18
uocwsign tnvetflpe iU: Ut$UUt:000-bUt-4-41-U:--A4/f-13Z!JbAUZbl-UU!
• If separated before coampleting the fast year— 0%
• 1 Year but less than 5 Years completed - 25%
• 5 Years but less than 10 Years cotnpleied - 50%
• 10 Years but less than 20 Years - 75%
• Over 20 Yews - IOOPA
(i Employees lured on or after Octobw 1, 2M may acatue up to 480 kours. This is to allow
for Family Medical Leave. The 480 hours ate not paid out when die employee separates fiam
the City.
(g) Sick leave will not be approved or paid during an employee's last two (2) weeks of
employment, except in the ease of an en egMcy. An employee rem paid sick leave
will be required to fwaish a doctor's note verifying that the employee was medically unable
to report to work. Failore to provide this station will resalt in no pay for the day(s) in
19
Uocusign tnvelope IU: 989U(:UUU-5C:1-4-41-Ul--A4/F--b29bA9Zb-UU/
VACATION ,MA►VE
11.1: FABAdft
Only regular W- ime and regular part-time employees are eligible to accrue paid vacation leave.
Probationary employees will be allowed to use accrued vacation leave at the approval ad
discretion of their immediate Department Head or hialher designee. Temporary or seasonal
employees are not eligible for the accrual of vacation leave.
11.2: Rate of Accmial:
(a) Vacation leave is earned on a pro -rate basis. Full-time employees will accrue vacation
leave based on their years of service with the agency. The ac ud rate for regular part-
time employees working forty (40) hours or more per pay period will be at one-half the
accrual rate of a regular full-time employee with the same number of years of service. To
claft the rate at which an employee accrues vacation leave the following tables will be
used.
EHAft
A. Regular &U-time employees and regular part-time employees working forty (40) hours or
more per pay period are eligible.
B. Temporary and seasonal employees are not eligible for vacation leave benefits.
C. Part -tune employees working less than a forty (40) hour pay period are not eligible for
vacation leave benefits.
D. Vacation leave does not accrue while an employee is on any unpaid leave. Leave accruals
will be adjusted on a prorated basis for any home which are unpaid during the pay period.
Tab.
Full Time Employees
Bi-weekly Vacation Leave
JMMhqf service, AccrualHgmp Earned
5 Years
1 Year but less than3.08 hours 80 hours (10 Working Days)
5 Years but less than 10 Years 4.62 hours 120 hours (15 Wmidag Days)
10 Years but leas than 15 Years 6.15 hours 160 hours (20 Waiting 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 Wwft Days)
TAbLe 12
Part -Time Employees working forty (40) hours or more per pay period
Bi-weekly
Vacation Leave
Immkof 3WWQR
cmmal_
Rate
Hc=FW=A
1 Year but less than 5 years
1.54
hours
40 Hours
5 Years but less than 10 Years
2.31
hours
60 Hours
10 Years but less than 20Years
3.07
hours
80 Hours
20 Years and over
3.85
hours
100 Hours
11.3: Rgagg Vacatio,yg
(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 employee has no accrued balamce
of vacation leave.
20
DocuSign Envelope ID: 9890CDD0-5CF4-4FCF-A47F-B296A925FCD7
(c) The minimum charge against the accrued vacation leave balance will be in indents of
fifteen (15) minutes. Fifteen (15) minutes shall be deducted atom an employee's accrued
leave balance for each quarter hour, or part thereof that an employee is actually absent
from his&er 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
employee's Department Head or A
(a) Except under unusual circumstances, Department Heads shall approve or disapprove It
leave request within five (5) working days afterrec* of said request.
(f) Vacation leave shah not be usW 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) Holidays not - Rooted as official holidays;
(4) Medical leave if sick leave balance has bees eac>urusted; and
(5) Any odd absences not covered by existing leave provisions, at the
discretion of the Employer.
(b) Any employee who becomes sick while on vacation leave may substitute accrued sick
leave for vacation leave for the period of the illness. The employee shell supply
appropriate certification firm a physician as to the nature and duration of the illness.
(c) Bmployees 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 employee accrues
more than two (2) years' worth of vacation leave, they will have until the iast firll pay
period of the find year to bring their time balances down to the two (2) year maximum
If the employee does not bring the time balao,^e down to the two (2) year maximum by
the last full pay period of each fiscal year, they will forfeit all hours in row -mom of the two
(2) year maximum oanyover. After the last full pay period of the fiscal year, vacation
leave will go back to the maximum accrued. Proper documentation signed by the
employee's Department Head will be forwarded to the Administrative gervioes
Department where it will be kept on file indicating the reasons for not granting the
requested leave
(d) Vacation Leave Cash -in - Employees will not have the option of cashing in vacation but
will have the ability to cash out when the employee retires.
(e) When an employee is on an approved vacation leave and is called in to work during their
normally scheduled working hours, their leave banks will only be r " , ° - a A by the number
of hours they were off work. The employee's rate of pay for hours worked will be the
overtime rate of I K. If the employee works beyond their normally scheduled hours, then
overtime provisions will apply for those hours.
21
DocuSign Envelope ID: 9890CDD0-5CF4-4FCF-A47F-B296A925FCD7
I IS: Separation from
(a) Employees hired prior to October 1, 2022, upon ,v&2-,w.Jion from employment in good standing
(resignation or retirement with a two -week notice or medical sepaaca6; with five (5) or more
completed years of consecutive emplo maent will be eligible to be paid for Mailer accrued
balm of vacation leave up to a maximum of 400 hours.
(b) Employees hired on or after October 1, 2022, shall be entitled to be paid a percentage of his/her
accrued balance of vamition leave up to a maximum of 240 hours. The percentage bag follows:
• N,.v4 arated before completing the first year — 0%
• 1 Year but less than 5 Years completed - 25%
• S Years but less than 10 Years completed - So%
• 10 Years but less than 20 Years completed -7S%
• Over 20 Years -100%
(c) Vacation leave will not be approved or paid during an employee's last two (2) weeks of
employment, except in the case of an emergency. An employee requesting paid vacation leave
will be required to firm h proof of the emergency or a doctor's note verifying that the employee
was medically unable to report to work. Failure to provide this documentation will result in no
pay for the day(s) in question.
ATxCLIF.M
GRIEVANCE PROCROURr
12.1: The procedure set forth in this Article shall be the exclusive method for resolving the IUPA and
employee grievances. Gdevanoes are defined as disputes coaoeruiag the interpretation or
application by the Employer of the terms of this Agreement. Oral reprimands are not gdevable
except those documented and placed in the member's personnel file.
12.2: Most grievances arise fim misunderatandings or disputes, which can be settled promptly and
satisf8ctorily on an informal basis at the iammediate supervisor level. The Employer and the
RWA agree that every effort will be made by management ad by the grievants) to settle
grievances at the lowest WWI possible.
EP 7 . ::.t1. Ui.M0..:-1"7.
(a) All references to days in this procedure are to work days. The time limits specified in
this Article my be extended by mutual aunt in writing of the parties.
(b} Tmne 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.
(c) Request to bypass any steps will be in writing and must be approved by the City Manager
or his designeL
12A •
Stesn 1. Step I is initiated by the employee or the RIPA Representative filing with the
Department Head a written grievance on the standard grievance form, attached as
22
Uocusign tnvelope lU: U89UU000-bt;1-4-41-LF--A4/t--bZ9bA92bt-C:U!
Append0 A. This most occur within ten (10) Bum days of the of the
event(s) which Sm rise to the Scievan+ce or fiiom the date on which the gdevant became
aware of the cause of the complaint. If the event(s) occurred during the time when the
employee was on paid leave, the ten (10) day period shall camtneace running
immediately upon return to duty. The Department Head shall �-nhedule a grievance
meeting with the grievant within five (5) business days of the submission of the written
grievance. Within five (5) days after the grievance meeting, the Dot
Head shall issue a written decision concerning the grievance. If the grievants) is not
satisfied with the DepartaQent Head's decision, or if no decision is lv,pued within the time
allotted, the grievant(s) may appeal to Step 2.
Step 2. Within fM (5) business days following the date of the step 1 pie'" l4i^il or the date on
which it was due, whichever is earlier, the Srievant(s) or the RMA Rep, eve may
file a written appeal to the HR Director, attaching all applicable grievance documents. A
grievance meets shall be led five (5) business days fallowing receipt of
the Step 1 Appeal. At such meati0ft- the grlev (8 may present eV, 1 :� and argument
in mWort of the grievance. Within five (5) business days of the grievance meeting, the
HR Director shall issue a written decision conc:eruinm the grievance. If the grievu9s) is
not satisfied with the IHL Director's ria�f �� i, or if no decision is issued within the time
allotted, the g kwnt(s) may appeal to Step 3.
Step 3. Within five (5) V, - 1,941, days following the date of the Step 2 decision or the date on
which it was due, whichever is earlier, the gde,vant(s) or the IUPA Representative may
iliG
file a written appeal to the City City Manager pertinent
' • '"N7Rq� will review all
information and may 'r 411 4 "°t' a hearinshchuling due process for dame elpolg hamings
and issue a A—ision within five (5) days of the hearing or five days
of receipt of the Step 2 Appeal. If the issue falls within the range of minor disciplinary
action, i.e., any di • ' less than sa p+'..,v; ^n without pay, the City ManavA e,4 - ^ � 0
shall be final and binding upon the EW,, ►er and upon the MUvant(s). In all uses afire'
than mb, discipline and performance evahatia ^ if the gdevant(s) is not m ,rdl� with
the Step 3 decision, the gdevent(s) may invoke the arbitration irk of Step 4.
Step 4. The grievants) or the RTA Representative may invoke arbitration by sending written
notice to the Employer within ten (10) business days of the date the Step 3 -A was
issued or the date, on which it was due, whichever is earlier. Invocation of arbitration by
the grievants) will not preclude settlement of the grievance at any titre prior to the
of an arbitrator's award.
12.5: The parties will attempt to agree upon a mutually ag<+eeable impartial arbitrator. It however, this
cannot be done within seven (7) bm,c-4"a" days following the Employer's receipt of the grievants)
request for repre e" "ves of the Employer and the grievant(s) Shaul jointly submit a
vvritben request to the Director of the Federal and Conciliation Samoa (FMCS) for a
list of seven (7) professional arbitrators. Upon receipt of the list, rep eseatetives of the Employer
and grievants) shall meet within ten (10) business days and, bgAnning with the gdeva nt(s), each
shall altar"4*-a'y stn'lce, one at a time, until only one (1) natne 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.
23
UocuSign I=nvelope IU: 9890:UUU-5C:1-4-41-(;t--A4/F-k3Z9bA92bK;U!
12.6: All arbitrations arising under this Agreement shall be conducted at City &&ties 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
brougbt before himiher.
(b) The arbitrator shall have no authority to c bmm amend, add to, subtract fi an, or
otherwise alter or supplement this Agr+eement or any part thereof or any amendment
thereto.
(c) The arbitrator may not issue declaratory options and shall confine himselflbmself
exclusively to the question, which is ra' W i0 led to lum&w. The arbitrator shall not have
the authority to determine any other issues not submitted to him/lrer.
(d) Except in the case of termination as disciplinary action, the arbitrator shall not substitute
his/her judgment as to the wisdom or the degm of severity of disciplinary action
imposed on any employee by the Employer. The arbitrator's inquiry shall be limited to
whether the Employer possessed evidence of miscondaci before imposing the discipline
ultimately imposed. In the event of the arbitration of a grievance arising out of the
discharge of an employee, the arbitrator is empowered to either sustain the discharp or,
if helshe does not, he/she is empowered to reinstate the employee with or without back
pay, in whole or in part, as the ciraunstances warrant. Any award of back pay shall be
reduced by unemployment compensao
tin or other motion the employee may
have
(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 Ow WOW.,fim. Any party requesting a transcript
will bear its cost, unless otherwise agreed.
(t) Copiesoff the Arbitrator's award, made in accordance with the jurisdictional authority
unft d
Agr+eevsent, shall be furnished to the parties within thirty (30) days of the
hearing, unless the parties mutually agree to addend the time limit, and shall be Emal and
binding on both parties.
ARTICLE 1
NQUR YS
13.1: The following shall be paid holidays for all regular full-time and regular part-time employees:
New Year's Day
Martin Luther King Jr.
President's Day
Memorial Day
Indence Day
Labor Day
Veterants Day
Thanksgiving Day
Friday after Thanksgiving
Christmas Eve Day
Christmas Day
13.2: Generally, when a holiday fella 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 instane s,
the City Manager will establish the date and will notify all employees in advance. For 911
Emergency Dispatchers, Holidays will be observed on the actual Holiday. For Golf Course and
Tennis Attendants, Holidays will be observed on the actual Holiday.
24
DocuSign Envelope ID: 9890CDD0-5CF4-4FCF-A47F-B296A925FCD7
133: No regular full-time or part-time employee 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 Clay on which the holiday is observed. For
purposes of this Article, "active pay status" also includes any approved leave with pay.
13.4: For holiday purposes, a holiday pay for regular WI -time employees is dG&ed as the mnployee's
nomal shift (eight (8), ter (10), or twelve (12) hours). Holiday pay for regular part tilot:e
employees is four (4) hours.
13.5: If a full time employee 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 ' or request compensatory
time in lieu of pay. The employee must notify their immediate supennrisor in writing of their
option no later n the last workday. before the holiday. N the option is not PrI . .- • � �' to the
tha
supervisor on or before the last wdWay before the holiday, overtime pay c nllpensation will be
used.
P iim_ ilility:
A. Trary and seasonal employees are not eligible for holiday leave time.
B. Regular part-time employees worldng less than forty- (40) hours per pay period are not
eligible for holiday leave benefits.
C. Regular parkime employees not scheduled to work are not eligible for holiday leave
benefits.
13.6 Regular full-time employees ant scheduled to work the holiday will receive straight time pay for
their normal shift. For amp* if an employee is scheduled Tuesday thru Friday and the holiday
fells an a Monday, the employee 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 catculatian.
ARTICLE 14
PROMOTIONS, TR A►NAND ADJUSTWOOM
14.1: Any employee who fulfills all applicable requirements for anot;-,w* 4*vv;f;�^ation with a higher
rate of pay may be promoted to that go$itian. Vacancies in positions above the lowest rank in any
ca.Pr-PW-,-v"fln will be filled, as far as practicable, by the promotion of cun+ent employees. To this
end,all
pi+onactional opportunities will be posted in-house for five ( days. Such vo^4M^��. may
also be advertised to the outside but in-house employees will be interviewed first. A final Ao�:�^*
will be made only after any qualified current employee applicants have been interviewed. An
employee whose performance ratings were less ineligible for promotion.
14.2: a) When an employee is promoted to a higher Cnade posftion, his/her new rate of pay shall
at least be the minimum of the acting Omde applicable to the position. If the employee's
clur+ent salary is higher than the uninimum rate for the position to which promotion is
made, the employee shall receive a 60A in pay from bb&er current rate ofpay.
Subject to the approval of the City Manager', a greater promotional increase may be
ro^-mmended by the Department Head.
b) When an employee is adjusted to a lower paid position (voluntarily or through
diecipHoW action), he or she will take a 30A 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 (99A) decrease in salary.
25
DocuSign Envelope ID: 9890CDD0-5CF4-4FCF-A47F-B296A925FCD7
14.3: The effective date of an employee's demotion or promotion to a new job classification shall be
the employee's new classific;atiaa anniversary date for the purposes of classification seniority
domination. The employee must soma ninety day (90) probationary period in the new job
classification. 911 will sere a one (1) year probationary period. If at
any time during the probionary period, the employee is found to be unqualified for the position
or incompetent to perform the duties of the new position, a ttansfettred or promoted employee
shall be returned to their former position if available at their former rate of pay. if no vacancy
exists, the employee shall be laid off in accordance with the provisions of Article 8.
14.4: An employee may be transferred between departments when a vacancy exists in the same
ch-R.Offimalkon and grade. Such, er does not affect mployee's pay grade, pay rate, or
versary dates wing conditions.
(a) The trwsfer must be approved by the City Manager.
(b) The employee must serve a ninety day (90) probationary period in the new assigned
department. 911 Ihnergency Dispatchers will serve a one (1) year probation period.
(c) If at any time; during the prperiod, the employee is found to be wed 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 B.
(d) When there is a critical need for an employee to work in a higher job classification, the
employee will reedw a 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 clation. A
tamporaury assignment means filling -in for a vacancy or for an employee who is on
vacation, ill, has insured a job related injury, on MA,, in training or absent fram work
for any other legitimate reason. Temporary assignments must be for three (3)
consecutive days or more. The employee who is working in the temporary higher job
classiftc;ation will receive a 64% increase in pay for all time worked while in that
temporary classification.
(e) There may be a need for an employee 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 employees who can perform the duties of the position. If no one
volunteers, management has the right to mandate an employee to work out -of -class even
if the work is overtime. An employee working in such a capacity will receive a 60A
increase for hours worked.
1) Maintieaance Worker I - Will operate all equipment eauapt excavator, dozer,
and long arm mower.
2) Maintenance Worker H - Will operate an equipment except for excavator and
dozer.
3) Maintenance Worker III - Will operate all equipment.
26
Docuftn Envelope ID: 9890CDD0-5CF4-4FCF-A47F-B296A925FCD7
(fl An employee may be assigned to a supervisor or exempt job for a
temporary period. The affected aVloyee workbag a period of (3) three coEnsecative
workdays or more shall receive up to a sic percent (6%) increase to their regular hourly
rate of pay. The employee will be entitled to receive the salary ins for all homrs
worked while in that temporary classification.
(g) All Maintenance Workers are requbW to maintain a valid Commercial Drivw License
(CDL) Class B and are responsible for paying the cost of the renewal of their own
driver's license. A newly hired Maintenance Worker who does not have his CDL License
has six (6) months to obtain the license. If the license is not obtained within this
1"' A a no but he/she has documentation to prove he/she was not able to practice will
have an additional three months of probation to obtain the license. However, if he/she
has had ample time to practice and fails to obtain his/her license, he/she shall lose his/her
position. If a Maintenance Worker I hired prior to October 1, 2016 applies for any
Maintenance Worker 11 position or above and does not have his CDL Licease, he or she
has 6 months to obtain the license. If the license is not obtained, they will be returned to
the Maintenance Worker I position and forfeit any increase. After submittal of the
document, the City will reimburse the employee the dike between the base drives
license cost and the CDL Llamas and any of the eadorts6 which the City.
Maintienance Walkers without a CDL Licsrnse shall not be eligible for promotion until
they obtain their CDL License.
14.5: To promote self-improvement initiatives, the City agrees to pay employees obtaining accredited
certifications in their respective field a one-6m motive of $50.00 per certification. Each
Certified course must be difi rent, related to their field, paid by the employee, and false aft
haws. Certification of the accredited course mug be admitted to receive the iruamtive pay. The
maximum payable per year is one hundred and fifty ($150) dollars.
All courses paid for by the City, are not eligible for incentive pay. FEMA Courms are not eligible
incentive pay.
14.6: Upon successful completion of a course as defined in section 14.5 above, the employee 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 terra of this Agreement, all employees who participate in the group insurance
coverage will pay no less than twenty-five dollars ($25.00) per month towards the premium for
group medical insurance coverage. The City agrees to pay the wmahWer of the premium to
provide individual group insurance coverage to eligible employees. The employee cost may
change based on the annual renewal rates.
15.2: In the event that the premium rate for dent group insurance coverage uureases, the
Employer apm to notify the IUPA as soon as is practicable. Tire IUPA agrees that the
Employer may, at its discretion, obtain substitute imsull moe coverage by another plan.
F
Uocusign tnvelope IU: 9t$90L;UUO-9C:1-4-41-(:F-A4tF-bZ9bA925FC:Ut
15.3: Any eligible employee 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 premiuun. The insurance
premium may change each fiscal year based on renewal rotes. The employee ,:hall Pay any
additional supplemental iasm . -V, - that is optional coverage to the employee.
15.4: N the group medical insurance is declined, the employee will receive $150.00 per month ($75
paid twice a month).
15.5: Employees who retire or leave the City with twenty (20) years or more of continued service we
eligible to continue dm* health insunoance 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
employee who has 20 years of cor;Utinuous service will pay no more than sbdy p>rreemt (600A) of
the imsmmce premium for single coverage. The insurance premium may change each fiscal year
based on renewal rates. If the retired employee wishes to continue Dental, Vision and Life
Insurance for the 2 years, the retired employee will pay 100% of the cost. The Health
Reimbursement Account (ERA) is not part of the retirernant i0
ARTICLE 16
TfRE a CONTRER TON
16.1: Effective April 29, 20010 the Employer agrees to contribute to the CWAMU Negotiated Pension
Plan (hereinafter sometimes referred to as the Plan) nine (9%) of an employee's earnings for each
employee covered by this Agreemeni, for Purposes of Providing Pensions on rat, death
benefits, and other related benefits for covered employees of the Employer and other coag
Bmloym. The Plan is jointly administered by Trustees appointed in equal mmabers by IUPA
and Employers under an Agreement and Declaration of Trull, and has been found by the internal
Revenue Service to be entitled to exemption underthe Internal Revenue Code.
16.2: Contrilmtions shall be paid to the CWAM Negotiated Pension Plan,
Assn. Inc., 27 Roland Ave., Suite 200, Mount Laurel, M 08054-1038, no later than the I of the
following month, together with reports on forms to be fiir ddwd by the Plan or the employer's
I, intout, 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: We 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.
16A 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.
ELieih0ity:
A. Only regular full-time employees are eligible for inclusion in the CWA/1TU Negotiated
Pension Plan,
B. New regular full -tune employees are eligible for entry into this Plan as of the first day of
the next firll pay period following sixty- (60) days fiom their date of hire.
28
DocuSign Envelope ID: 9890CDD0-5CF4-4FCF-A47F-B296A925FCD7
AMMR 17
PEIMR►MANCE W 6 * XT 6'I< ANISI
17.1: Pumose:
The purpose of the performance evaluation program is to provide a consistent practice of
P*tablishing writtea goats and evaluating the performance of the employee. It is needed to help
memae, as reward employee perfmance, to assist departments and the Employer to
and than goals.
17.2: Ilefiatio�als:
A. .Amml Poxformaum Evdation. The employee's performance is evaluated by the
saperrnisor no later than the font day of to month of his/her cl4mv,-A-adon anniversary
date each year. The period of evaluation is the period of time since the employee's last
perfeimm a evaluation.
B. Saeil ,Perfr ence Evalueflon. Special performance evaluations are perfonaed by the
supervisor any time during the year for special reasons; i.e. change in pay, promotion,
r a-: Am iEMMW4 etc.
17.3: PoWir.
(a) Supervisors are to adminan employee's perforn�mce evaluation annually and special
perforw.pq •,y evaluations more o!%n, 88 appraptiate. The performance evaluation consists of
evaluating previously agreed upon goals and objectives. The performance evaluation is to be
used as a maneg, I I R I tool to assist, motivate, and ad-eagdien the employee.
(b) Where there is a of opinion consul bg a performance evaluation between the
supervisor and the employee, the employee will have the opportunity to express their
diffier , ^00 in writing to ft supavisor and the supervisor's evaluator. If the issue has not
been resolved at this levA the employee may activate the employee grievance
within the dmefilames established is Article 12.
(c) Employees rated unsatisfactory are not eligible for increases or promotions or tramsfers.
(d) Employees rated unsatisfactory will be put on a 1 to 3 month's Performance hnprovetnent
Plan (PEP). A monthly evaluation will be conducted. If the employee doesn't itt�prove .
the three months, the employee will, receive a final written warning, suspension, or dismissal.
(e) Employees who receive an umsatisf OWY rating for two (2) consecutive annual evaluations or
special performance evaluations may be terminated from employment for canes.
17A. Statement of Philosoahm
Both the City of and IUPA believe that the pmpose of the performance evaluation
systthe following:
a) To clarify both management's goals for the position and the employee's goals;
b) To monitor the employee's achievements and to review areas of needed improvement; to
tasks reootnmendations for iaaproverment and establish time frames to achieve the
recommended improvements;
c) To facilitate communication between supervisors and employees about the employee's
job duties and 419h a framework for open, constructive feedback;
29
DocuSign Envelope ID: 9890CDD0-5CF4-4FCF-A47F-B296A925FCD7
d) To encourage and develop time line plans for employee development, growth. and
17.5: Eamlovee Evalulatiom:
Performance evaluations for each employee shall be submitted once each year using a City of
Sebastian performancs3 evaluation farm. Employees shall be evaluated by their appropriate
admini�rator/aupervisor0 Eaployees shall be given a minimum of three (3) workdays notice prior
to the evaluation meeting. At the time of such performance evaluation, the employee's specific
job &- a4i job description, and performance shall be reviewed by both the employee and the
supervisor to discuss patterns of performance for the past year and expectations or recommended
plans for improvement for the upcoming year. Each employee has the right to add written
comments regarding the performance evaluation on the performance evaluation form, at the time
of any review, and sabsequently if any changes are made. The employee's signature on the
performance evaluation form signifies that the performance evaluation has been reviewed with
the employee, but does not signify that the employee agrees with the evaluation.
The employee must sign aU dorumeats (Le., Performance Reviews, r4sciplinary Action, etc.) that
are placed in the employee's personnel file whether the employee agrees or disagrees with the
document to signify the employee has seen and discussed said document. If the employee does
not sign the document they will be subject to 'unary action up to and including fi�mination.
Each employee shall have the right to see any changes, deletions, or additions to the performance
evaluation made by the immediate supervisor, a higher -', had, or
for Such changes shall be discussed with to employee. The employee shill be
provided with a copy of the completed performance evah mflon once it has been signed by all
parties in the chain of command. The perfor,1111, r'', % 3, evaluation shall be placed in the employee's
official personnel file. Any perfonmancm evaluations, which are not in the official file, shall not
be part of the official record of the employee in considering discipline or future performance
evaluations. Employees have the right to review their official personnel file upon and with proper
no�'I',Mvv" ^gin.
17.6: Probationary Period:
Each new employee shall serve a probationary period of six (f) months, which is an extension of
the selection The probationary period is to give the employee an opporivaity to
d �batz two his or her ability to perform the duties of the position. The City may extend the
Pro ovary period for up to six (6) ma beyond the classification date in order to allow the
employee the opportunity to corroct deficiencies in his or her performance. Any abe—�-"
without pay and absences covered by Worker's Compensation shall automatically extend the
Probationary period in accordance with Article B. 911 EmeaEency Dispatch Tr, ' "m will
serve a one (1) you probation period.
30
DocuSign Envelope ID: 9890CDD0-5CF4-4FCF-A47F-B296A925FCD7
ARTICU 18
SAFETY
18.1: The City and IUPA agree to continue meeting with the established Joint Safety Committee to
ensure continuing, on-the-job safety in the p�r� of public services. The Committee shall
be chaired by the Human Resowy es Director, or dam, and up to throe (3) members will be
selected by the Human Resources Director and up to three (3) membeae selected by IUPA.
18.2: The Safety rommittaQ shall meet regularly, as it may r8 stermine, to Ponsider methods of
maintaining and improving job rehod safety. The Committee shall in I*^ommendations by a
majority vote for safety mainteoawe and improv t, which shall be given due coosi - i I i i ion
by the Employer. Written, response must be made by the Human Resourm Director to the
committee within twenty P"llandar (20) days of receipt of any written requests made by the Safety
Committee. Such requests will be approved by the majority vote of the Safely Committee prior
to being submitted to the Human Resources Director.
18.3: The Employer and IUPA recognize the mutual respo®sibilities of manag m-m- + and employees to
promote a safe work place and agree oiaaperat+e in mairrtauting City equipment end feaili I° in
safe conditions.
18.4: The Employer agrees to make copies of the City Safety Manual evadable to all employees to
review.
18.5: Any employee who as a result of an act or by way of their own negligence and/or in violation of
safety Ptmxdards and policy of the City em-,pav damage to, or destruction 4 property
of the City without substantial jueon or w=w shall be subject to progressive discipline
action, up to and including **m- inati .. y, the employee maybe liable for up to the
full cost of replaemnent or repair of the damaged or destroyed property. The provision of Article
19, Section 19.1 will apply.
18.6: Safety Glasses:
s. With the prior approval of the employee's Department Head, the City shall pay for one
(1) pair safety glasses. Where prescription safety glasses are needed, the employee, in
conjunction with the CWs Vision Care Plan, shall receive an eye examination not more
than once every twelve (12) months The employee shall pay the deductz'ble to the doctor
for the eye The City shall pay for the em of the first pane of safety ficames
and safety lenses for those employees required to wear tian safety g'_It lwglav not to
exceed Two hundred MM) dollars.
b. The City will also pay for the rep] -ie of safety lenses due to on the job breakage or
prescrlption changes, as needed. An incident report must accompany this request, which
details how the breakage =UrM . The report must be signed by the employee's
immediate supervisor before being submitted.
31
UocuSign tnvelope IU: 9139UC:UUU-b(;F4-4F(;F-A4tF--b29bA915FLUt
18.7: , '.CgMgmsatto ;;
Any regular full-time employee 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 Workers Compensation Law be
entitled to the following:
A. During the first eighty (80) working days of such disability, the employee shall receive net
supplemental injury pay based upon his/her normal base pay reduced by the Worker's
Compensation indeaannity, payment. The supplemental pay will be based on the following:
a. WC Physician states Employee unable to work or City cannot provide limited duty
work -- City will pay full 1/3 of supplemental pay-
b. WC Physician states Employee can perform Limited duty but Employee's second
opinion states Employee cannot work, Employee pays 1/3 of Supplement.
c. City provides limited duty work but Employee declines, City does not pay the 15
supplemental pay. Employee will pay the 1/3 supplemental pay.
In the event the employee is absent for the first seven (7) days of a work injury, the employee will
reimburse the City for the fast seven days after they receive the WC payment.
B. The employee may utilize any accrued sick or other paid leave in order to receive supplemental
pay based upon bislher 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 employee for a period not to exceed one
year.
C. Nthe employee can no longer work and continues to be on Worker's Compensation after the 90e
day, the employee will apply for Long Term Disability; ver howe, the employee will not be
medically terminated until the physician states there is a permanent impairment remaining after
the employee (claimant) has reached Maximum Medical Improvement rating or one year as stated
in section 18.7B. (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
unli!Wy to allow the employee to meet the essential ,job functions, despite continued medical
treatment or physical rehabilitation.)
D. If any employee, due to an on-the-job injury, is tranporarily or partially disabled from p�forrning
the duties of his/her classification, but is determined to be able to perform light duty by a
physician designated by the City, the employee 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 employee's
qualificetions for the position. However, an employee shall not be permitted to continue in a light
duty position after reaching his/her meximum medical improvement or for a period that exceeds
one year.
E. Any employee 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 employee's condition and fitness for full or partial return to duty.
F. No employee will be entitled to the supplemental injury pay described herein if thergjury
32
DocuSign Envelope ID: 9890CDD0-5CF4-4FCF-A47F-B296A925FCD7
snil'ered has been de! -- hied to have been, the result of intentional self -infliction or where the
disabft or illness coal as a result of the employee's failure to cooperate with medical
advice or oonective therapy.
G. whale receiving employment connected disability benefits, an employee shall be entitled to all
banefits, which hd ohe would normalUy, receive pw uant to his/her ealploymerat with the City
except additional accruals of sick and vacation leave.
H. Any covered employee receiving pray, .ds from a disability insurance policy and worker's
Compensation S- --ity payments "not be allowed to use paid leave, such that they receive a
total amount ofmore than Wher normal talcs home pay.
18.8: ,Mark BooWS oh -.
(a) The City will provide those employees required to wear safety booWshoes as a part of their
job Rme ion Two Hundred dollars ($200) per fiscal year, payable to the employee the final
full pay period in October of each year. Any employee receiving this benefit will be required
to wear the safety boaWshces at all times while performing their City job Auctions. Nan
employee begins employment after the first fall pay in October, the boot allowance will be
pwrated by $16.67 per month. Safety boots/shoes must meet the requirements as established
by the deparbnent0
(b) The City will also pay, prorat A for the replacement of safety bcots/shoes due to on the job
damage caused as a result of an accident (up to two hundred dollars ($?AO). An incident
report must as-mpany this request, which details how the damage aoci n i 'The report
must be signed by the employee's immediate sapervisor before being submitted. If the
damage was a result of the employee's negligMce, the employee will pay the fall cost of the
reply and may be sabjec t to disciplinary actions as stated in section 18.5 of this
Article.
(c) If the employee provides medical documentation signed by an attending physician stating that
they coat weer the safety boots/shoes due to a medical condition they will not be required
to wear the safety boots/shoes. The employee 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 disbursemeart
for aft boots/dwes.
18.9: N the employee 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 employee's last pay
check which will reflect the actual expense incurred by the city for the purchase of the work
boots/oboes.
33
DocuSign Envelope ID: 9890CDD0-5CF4-4FCF-A47F-B296A925FCD7
ARTICLE 19
DISC.11PLINARX ACTION
19.1 In the event an employee is discharged, suspended without pay, or demoted for discipHnW
reasons, the City agrees that he shall be provided with written notifcat{oa of the action. This
notification shall be hand delivered to the employee or sent by certified mail, return receipt
roquest0d, to the address in the Hunan Resources Departzneat records.
19.2 Except in extraordinary cir MWances, before the employee is e4;vcharged or suspended without
Pay for hnary reasons, the notif cation described in Section 19.1 will be provided to the
employee in advance of the action so as to give the aimed employee an oppOramity to present
his position.
19.3 No employee shall be disciplined except for just cause.
19.4 No discipline, except termination, shall become effective until such time that the employee 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 Agre-rnar' bargaining unit members shall receive wage increases as
follows:
(a) From September 19, 2022 to fiber 31, 2022 bargaining unit members" receive the
new position Smde minimum wage based on the Compensation Study;
(b) Effective October 1, 2022 bargaining unit members shall receive a wage increase based upon
the Compensation Study and provide compensation for employees at or over the midpoint of
their grade, receive a three percent (3%) hourly increase; of the employee's hourly wage.
20.2 For the second year of ft Agreement (October 1, 2023 through S;_1;l her 30, 2024� bargaining
unit members shallreceive a wage ='* ^^tea of five percent (S°Yo) of the employee's hourly wage.
20.3 For the 9M year of this Agreement (October 1, 2024 through September 30, 2M)i bargaining
Wait members shall receive a wage increase of five pereed (S%) of the employee's hourly wage.
ARTICLE 21
SUBSTANCE ABUSE TESTING
21.1 The City and the RMA agree to abide by a Drug Free Workplace as provided for in conjunction
with the Federal Drug -Free Workplace Act of 1988, Regulation 28CFR, Part 93; the State Drug -
Free Workplace Act, Florida Sum 112.455 and 440.102; and the U.S. Department of
Transportation, Office of Drug and Alcohol Policy and Compliaucati Regulation 49 CFR Part 382.
21.2 An employee subject to drug testing for reasonable suspicion shall be placed on administrative
leave with pay pelsding the laboratory results of the test.
21.3 Employees agree to follow the City of Sebastian's Drug and Alcohol Testing policy.
34
UocuSign Envelope IU: 989UGUUU-5(;F4-4F(;F-A4/F-1329UA915F (;Ut
' N �
22.1: The City shall provide and maintain uniforms to all employees 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 employee paying for the actual cost incurred by the city
for the purchase of said uniforms.
22.3: Any employee assigned a uniform will be required to wear the uniform at all times while
per%rming his or her job functions. The City uniform shall not be wom at any other time or for
any other reason.
22A Employees in the position of Code Enforcement Officer(s) and Evidence Techoician(s) will be
reimbursed up to $45.00 per month for regular M time employees and up to $22.50 for part time
employees (receipts requireddoauoaeuting City issued cleaned.
22.5 The Employer may also provide standardized polo shirts or other' selected articles of clothing to
certain employees, as a means to easily recognize they work for the City or for other purposes the
Employer deems beneficial. As such articles are the ility of the employee to maintain
and are not required to be reftma d to the City. Since they can also be worn off die job, they are a
taxable benefit in ac;cordaace with IRS Rules.
ARTI= 23
RDUCATIQN . .
Reiuiburs- went of education expenses by the City of Sebastian for approved educational or training
programs will be in conformance with the following:
23.1: Eligt'bility for Participation in Tuition Payment Plan — All regular hill-ime employees are
eligible for paifiicipation in the aws Tuition Payment Plan up to the limit of the funds
available for education. This program is available only to employees who have successfirity
completed one-year of employment orprcbationary 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
by regular full4ime employees for any eligible training or educational prograrrJcoui'se. 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 employee's current position
or to a related higher position, and which will improve performance in a current position or
which constitutes preparation for promotion to related higher responsli 'es. Post graduate
(ex. Master's, Doctorate, etc.) programs are not included within the tuition payment plan.
35
UocuSign tnvelope IU: 989UC:UUU-5C:F4-4F(;F-A4tF-k3196A92bF(:U/
The Tuition Rsimburnent Plan is as follows:
Grade
A
8
C
P-Passing or S-Sati factory (No grade issued)
% Paid
100%
900A
75%
100%
23.3: Application Procedure — An employee desuing to partiapate in the City's Tuition Payment
Plan shall submit an application fifteen (15) working days in advance to their Departarent Head
requesting approval for Plan participation. if the Department Head recommends the education
proz=4 it will be forwarded to the Human R+esouroes Director and City Manager for final
approval.
23.4: Course Completion — If the employee achieves a grade of "C" or better in a course which is
graded -- or if the employee 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 Hunan R- otrces Director. Reimbursement for
tuition shall be made in aocor, -1ance with City policy for rdmb eats. The employee's
personnel record will be docmmentie I with his/her education anKlsievement. 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 employee's
expense-
23A. The reimbwsenuenI shall be available for a maximum total of twenty -for (24) semester hours or
ti t -two (32) quarter hours in any one (1) fiscal year period for eligible employees pending
budget at 'on and availability of funds. The maximum tuition rate to be reimbursed for
participating in the City's Tuition Payment Plan for coIlep4evel courses is that established
anally by the Florida State Legislature for state supported schools. Should an employee
select to attend a non -State school, he/she is for the difNtem in tuition. Any
employee receiving a scholarship or grant for education will not be eligible for education
reimLt...oement.
23.7: Service Requirement —Employees who are reimbursed for such courses (9l l Dispatch Courses,
College; Technical school, License of any kind, eta.), agree to remain employed by the City of
Sebastian for at least three (3) years after completion of the cow*s). Should an employee
leave the City service within three years after completir - of the cou*s), be/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 an employee 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.
36
Uocusign tnvelope IU: 9BUU(:UUU-9c;1-4-41-Lh-A4l1--13196A92bl-UU!
ARTICLI 24
CLASSuWATION AND COMPRNSATION .PLAN
LONGS TX AWARD
24.1 A O4��A",-U and Compensation Plan shall be used to administer the established pay mW of
employees, attached as Appendix B. This shall be updated alai corrected as needed by the Ehmxm
R�eaources Director to reflect the approved pay and scale within pay elor4fl dow
for all positions. Employees shall be paid in accordance with the Classification and Compensation
Plan. The City Manager is responsible for the proper and continuous mainteaatece of the
and compesnsation plan so that it will reflect on a m twat basis the duties being
performed by each City employee. 7lte Human Resources Director shall recommend to the City
Manager and the MO/Administrative Services Director any necessary amendments to the plan in
the form of new P-loorma and the abolishment of classes no longer required in the plan. Any
Amps made to the plan will require a study of the new or outgoing position. The r odfication
and Compensation Plan will be reviewed annually and based on local, regional or in same cases
Dad ^ nal information, appropriate changes in the silocations to the Classification and
Compensation Plan will be made. Human Resounxs Director will notify the IUPA of any change
tc a job an(s).
24.2 If an employee changes job classifications, his or her job eoiassification anniversary date wM
change, effective the date of the promotion or demotion.
24.3: T mgevkv Pav:
A. Full lime Employees hired prior to October 1, 2022 will be awarded Longevity pay
according to the following schedule:
(1) Employees, after having completed five (5) years of continuous service with the
City, wM receive an increase in their base pay of three percent (3%). The three
percent (3%) increase will be added to their base pay the fld fill payroll period
following their five year date.
(2) Employees, after having completed ten (10) years of contiauous service with the
City, will receive an increase in their base pay of five (5%) percent. 7U five
perm increase wM be added to their base pay eftfive the date of their ten-
year anniversary date.
(3) Employees, after having completed W (15) years of continuous service with
the City, will receive an increaw in their base pay of five (5016) patent. The fm
Percent War will be added to their base pay effective the date of their fiReen-
yearanniversarydate.
(4). Employees, after having completed twenty (20) years of continuous service with
the City, will receive an increase in their base pay of five (5%) perch.. The five
percent iamase will be added to thmrbase pay effective the date ofth* twenty-
year anni - --my, date.
(5). Employees, after having completed twenty-five (25) years of continuous service
with the City, will rmeive an increase in their base pay of seven and one-half
(7.5%) percent. The seven and one-half percent increase will be added to their
base pay effective the date oftheir twenty -fie -year anniversary date.
B. Fill time employees hired on or after October 1, 2022 will be awarded Irongevity pay
according to the following schedule:
(1) Employees, after having cfive (5) years of c-ntinuous service with the
37
DocuSign Envelope ID: 9890CDD0-5CF4-4FCF-A47F-B296A925FCD7
City, will receive an increase in their base pay of three percent (3%). The three
perwW (3%) increase will be added to their base pay the first full payroll period
following their five year anniversary date.
(2) Employees, after having completed ten (10) yam of continuous services with the
City, will receive an inorsse in their base pay of five percent (5%). The five
percent (5%) increase will be added to their base pay the first fhfl payroll period
following their ten year anniversary date.
C. Said at#, Iment(s) will be bared on the employee's original date of hire regardless of the
brea ding wage percentage the bargaining unit member is in at the time he or she
attains the required number of years.
D. Employees in a part-ime or temporary status at the time of their relevant anniversary date
will not be eliSM for longevity increases.
E. Employees in a probationary or suspension status for more than 6 months due to a
demotion or tr4*vfw foot 'unary reasons shall not begin mailving longevity pay
increases until they are no 1onW on probation or suspension. Any pay increase will not
be retroactive.
ARTICLE 25
SECCINDARY EIff— LOYMENT
25.1 Outside Employment shall be controlled by the City's Standard Operating Procedures —
Secondary Employment. All Police Department Employees will also follow the Police
Departatent 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 156.
,ARTICLE 26
SEVERARXLITX
26.1 If any Article of this Agent (or any Section thereof) should be found invalid, unlawful, or not
enforcable by Judi,-W authority or by reason of any existing or subsequently enacted 'on,
all other Articles and Sections of this Agreement shall remain in full Some and effect for the
duration of this Agmam0. 0',.
26.2 In the event of the invalidation of any Article or Section of this Aft, the City and "A
agree to meet within thirty' (30) worift days to disarms rep l t of such Article or Section.
ARTICLE 27
COUNSELING
27.1 The City will make available to the employees the Services of a psychologist or qualifia a
counselor approved by the City for the purpose of helping the employee deal with an "aftermath"
of an incident that may be emotionally diSbarbing. This service will be paid for by the City.
38
DocuSign Envelope ID: 9690CDD0-5CF4-4FCF-A47F-B296A925FCD7
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, 2025.
In witness whereof, the parties hereto have entered into this Agreement on this 14thday of
June 2023.
CITY OF SEBASTIAN. FLORIDA
INTERNATIONAL IUPA OF POLICE
ASSOCIATIONS, AFUCIO
LO ,{ 4kdbY:& LOCAL 6054
B4 h{d.GW J. U60
Nic 9IN"IB2465..
Chief Negotiator
By.
Jose.4eVergaaud
IUPAyRee resentative
By: ,)/ M (11 Y7YA
Kimbbrly Maison
"A Representative
By: / —
Brian A. Benson
Interim City Manger
Kenneth W. Killgore
CFO///Admi�n�isttrrative Services' D' or
By:/ i/k7G'U0.�
Cynt R. Watson, MPAIR, PHR
Hum Resources Director
APPROVED A�ST,�O,yFORM
,and CONTENT:
Attest+. /YLC (�t e C� By:
Jeanett illiams Andrew Mai, Interim City Attorney
City Cl
39
DocuSign Envelope ID: 9890CD00-5CF4-4FCF-A47F-B29BA925FCD7
pm".WA
G UWANCR IM M
('Type or Print Clearly in Ink)
NAME OF GRIEVANT:
DATE GRIEVANCE OCCURRED:
A. Give Article(s) and Sections(s) of Conftd which Grievant claims were violated:
B. State concisely facts relied on by Criemt:
C. State relief requested by Grievant:
Signature of Grievant
Signature of the IUPA Shop Steward for Criamt
Date Submitted
40
DocuSign Envelope ID: 9890CDD0-5CF4-4FCF-A47F-B296A925FCD7
Appendix B-1
AUTHORIZATION TO DEDUCT DUES
INTERNATIONAL UNION OF POLICE ASSOCIATIONS
TO/EMPLOYER: I City of Sebastian Employees Association Local 6054
I hereby assign to the International Union of Police Associations, from any wages earned or to be
earned by me as your employee, my periodic dues in such amounts as are now or hereafter established
by the International Union of Police Associations. I authorize and direct you to deduct and withhold such
amounts from my salary and to remit the same to said International Union of Police Associations. I hereby
waive all rights and claims to said monies deducted and transmitted in accordance with this authorization,
and release my employer and all its officers from any liability therefore.
This assignment, authorization and direction shall be revocable any time upon thirty (30) days
prior written notification to my employer and the International Union of Police Associations.
Name of Employee (Print):
Signature of Employee:
Employee Number:
Date Signed: _ (96054)
MEMBERSHIP APPLICATION
Local Name: City of Sebastian Employees Association Local 6054
I, the undersigned, do hereby apply for membership in the International Union of Police
Associations.
Name of Employee (Print):
Signature of Employee:
Position:
Date Signed:
Address:
City, State, Zip:
Contact Phone Number:
Personal Email:
(06054)
41 DDMA•F1NAL 04.01.2021
DocuSign Envelope ID: 9890CDD0-5CF44FCF-A47F-B296A925FCD7
Appendix B-2
AUTHORIZATION TO DEDUCT DUES
INTERNATIONAL UNION OF POLICE ASSOCIATIONS
TO/EMPLOYER: I City of Sebastian Employees Association Local 6056
I hereby assign to the International Union of Police Associations, from any wages earned or to be
earned by me as your employee, my periodic dues In such amounts as are now or hereafter established
by the International Union of Police Associations. I authorize and direct you to deduct and withhold such
amounts from my salary and to remit the same to said International Union of Police Associations. I hereby
waive all rights and claims to said monies deducted and transmitted in accordance with this authorization,
and release my employer and all its officers from any liability therefore.
This assignment, authorization and direction shall be revocable any time upon thirty (30) days
prior written notification to my employer and the International Union of Police Associations.
Name of Employee (Print):
Signature of Employee:
Employee Number:
Date Signed: (#6058
MEMBERSHIP APPLICATION
Local Name: City of Sebastian Employees Association Local 6056
I, the undersigned, do hereby apply for membership in the International Union of Police
Associations.
Name of Employee (Print):
Signature of Employee:
Position:
Date Signed:
Address:
City, State, Zip:
Contact Phone Number:
Personal Email:
(16056)
42
DDAIA-FINAL 04.01.2021
DocuSign Envelope ID: 9890CDD0-5CF4-4FCF-A47F-B296A925FCD7
Positions and Grades Date: 1D/1/2022 Appendbc C
100 100 5 24560.00 5 34,320.00 S 43.68D.00 5 32AD S 1650 $ 21M
Golf CartAttendant
tennis Court Attendant
SDl 101 $ 26IMM $ 36,036A0 $ 45,864D0 $ 12.60 $ 1733 5 M;3
Crossing Guard
102 la $ 27SSBA0 $ 37,837.80 $ 48,157.20 $ 1323 5 IE.19 $ 23N.6
9 rr}udtlan
Cashier
103 103 5 28,89432 $ 39,729.69 $ 50,565.06 S 13.89 $ 1910 $ 24_ 1
rWJ Aukiant I
gauze $peda0st
104 104 $ 31AW.00 $ 42,900A0 S 54.69750 $ 1SA0 $ 2ob3 $ 26.?D
Buslneu Tex Ilcense Soedallst
Cladml Aulstant II
Maintenance, Worker - Airport Operations I
�Maimananco Wodmr I
PartNt TerhNclan
IN 106 5 33A48.79 $ 45.992.08 S 5853538 5 16M $ 22.11 5 28.14
�4COVt1 - CL-A
Asshiant
4V nkel AnNvsj
ascents � o((rtt( �
107 107 S 35.121.7 $ 4B,291S9 $ 61,462.15 $ 16.8.9 $ 2322 $ 2955 J
dark 0
tst �ni aft Pro
o atcetnent off%
Im 108 $ 36,87-7.29 $ 50,70517 S 6453525 5 17.73 5 2438 $ 31.03
F)PirtantCerSexton
cot M nk
Fe os remon
H ciTeduddMa�l� rKa rlAtslsLtm
Me nterance
Records SQQpdalfst 11
Tmffic7edWcian I
109 109 $ 38,721.15 $ 53,241.5E $ 67,762-02 $ 1BZZ $ 25.60 $ 32SB
911 DIS"or
Adm=/Zordnx Technician
Planner
le
onco Technician
MI5 Technician
Traffic Technician 11 _
310 11D 5 40,65721 5 55,9W.65 5 71,IS0.12 S 1955 S 26.8E S 3421
C=r11 S2,,.t
Electrical Imparter
Ma mm= Werkcr-birDort Ooeratlom III
Maintenance Worker III
Special Everts Coord/MW III
III ill S 4Z,690A7 S 58,698.85 $ 74.707.62 S 2052 S Is 77 S 3592
Accountant
43
DocuSign Envelope ID: 9890CDD0-5CF4-4FCF-A47F-B296A925FCD7
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