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HomeMy WebLinkAboutR-23-11 General Employee ContractMEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF SEBASTIAN AND THE INTERNATIONAL UNION OF POLICE ASSOCIATIONS, AFL-CIO, LOCALS 6054 AND 6056 Notwithstanding the provisions of Article 20.2, Rates of Pay, the Parties to this Memorandum of Understanding ("MOU") as referenced above in the title of this MOU, as the original parties to the Collective Bargaining Agreement effective October 1, 2022 to September 30, 2025, hereby agree to amend the article below to read as follows: 20.2 For the second year of this Agreement (October 1 2023 through September 30, 2024), bargaining unit members shall receive a wage increase of either 5%, the new minimum wage per the new 2023 -2024 Position and Grade Scale, or the Years of Service Dollar Scale, shown below, whichever is the highest. Years of Service Dollar Amount Full Time Emolovees 0 Years to 1 Year 11 months $2,600 2 Years to 4 Years 11 months $3,100 5 Years to 9 Years 11 months $3,600 10+ Years $4,100 Part-time Emolovees All Years of Service $1,000 All other provisions of the original Agreement not in conflict herewith shall remain in full force and effe . NiLlholasJ. Voglio, Esq. Brian A Benton, City Manager �IA (Z3 9/mhoa3 Date Date anOF �ASTigjV HOME OF PELICAN ISLAND CITY COUNCIL AGENDA TRANSMITTAL COUNCIL MEETING DATE: September 13, 2023 AGENDA ITEM TITLE: Memorandum of Understanding (MOU) between the City of Sebastian and The International Union of Police Associations (IUPA), AFL-CIO, Locals 6054 and 6056 — Amending Article 20.2 Rates of Pay to be effective October 1, 2023. RECOMMENDATION: Move to Consider MOU between the City of Sebastian and the IUPA, Locals 6054 and 6056, Article 20.2 Rates of Pay effective second year of Bargaining Agreement (October 1, 2023 - September 30, 2024) BACKGROUND: Due to increasing the minimum wage of all Bargaining Unit Positions, City Staff needed to amend the Collective Bargaining Agreement effective October 1, 2022 to September 30, 2025. Because of the minimum wage change, members shall receive a wage increase of either 5%, the new minimum wage for the position they are currently working, or the Years of Service Dollar Scale, shown below, whichever is the highest. Years of Service Dollar Amount 0 Years to 1 Year 11 months $2,600 2 Years to 4 Years 11 months $3,100 5 Years to 9 Years 11 months $3,600 10 + Years $4,100 City Staff and the IUPA Membership have agreed to amend Article 20.2. IF AGENDA ITEM REOUIRES EXPENDITURE OF FUNDS: Total Cost: $147,162 for added wages and benefits Funds to Be Utilized: Proposed FY2023-24 Budgets will be adjusted as follows: General Fund $91,578 Stormwater Fund $23,533 Golf Course $14,484 Airport $ 2,954 Building Fund $14,613 ATTACHMENTS: 1. Memorandum of Understanding Administrative Services Departineril Review: City Attorney Review: / O Procurement Division Review, ifapplicable: 11A i City Manager Authorization: Date: RESOLUTION 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 j:r'rtCTIVE DATE. WHEREAS, the International Union of Police Association, AFL-CIO (IUPA) 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. SECTION6. SCRIVENER'SERRORS. Sections ofthis resolution may be renumbered or re -lettered and corrections of typographical errors which do not affect the intent may be 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 mption 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 14te day of June, 2023. CITY OF SEBASTIAN ATTEST: ette Williams, MMC City Clerk Fred Jones, Mayor Approved as to form and legality for reliance by the City of Sebastian only: Zrew, Interim City Attorney uocutiign tnveiope iu:assauuuuu-5L;ra-0rur-A4tr-e[aena[oruui 5/30/23 CITY OF SEBA$T� 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 DocuSign Envelope ID: 9890CDD0-5CF4-4FCF-A47F-B296A925FCD7 TMIZ OF CONTENTS ATII= TMIC g, Aeat 3 Preamble 3 1 MA Recognition 4 Position Clasaifcntion 4 Equal EmploymentOpportunity/AA 5 2 Management Rights 5 3 Bargaining Unit Representation 6 4 Dues Deduction 6 5 Rights of Employees 7 6 No Sh*e 8 7 HOurs of W%rk and Overtime 8 8 Senia*/Layof'Recall 11 9 Miscellaneous Leave 13 10 Sick Leave 17 11 Vacation Leave 20 12 Gdevence Prowedure 22 13 Holidays 24 14 Promotions, 7Yansfers and Adjustments 25 15 Group insurance 27 16 Retirement CwMbution 28 17 Performance Evaluations 29 18 Safety 31 19 Disciplinary Action 34 20 Salary 34 21 Abuse Testing 34 22 Uniforms 35 23 Education Reimbursement 35 24 on and Pay Scale 37 25 Secondary Employment 38 26 Seveability 38 27 Counseling 38 28 Term of Agreement 39 Appendix A Grievance Form 40 Appendix B-i Application for Membership Local 6054 41 Appendix B-2 Application for Membership Local 6056 42 Appendix C Classification and Pay Scale 43 2 DocuSign Envelope ID: 9890CDD0-5CF4-4FCF-A47F-B296A925FCD7 A Ste. This Collective Bargaining Agreem L% ; t C`A a"i is entered into by the City of Sebastian, Florida ('"City" or "Employees and the Insertional Union of Police Associations MA"), CerfifCation Number 2o4o and Cmtification Number 2041, and has as its propose the promotion of hmrmaaions relations t 4 , , , �;,. the City and IUPA; the establishment of an egnitable and peacefiii procedure for the resolution of dikes; and includes the agt+eemeat of the parses on the standards of wages, hams and other condiaons of employment covered hereuuder. Upon the effective date of this Asee P ont it shaU supeln b and aapplant that certain Agreement between the City and P.B.A, eacpift September 30, 2022 and any snpp sal agt+emneutts, thereto or theretmdera Throughout this gender prQnaua shall be read to include fadnim gender where appropriate. ,BLS£ Whereas, the intent and propose of this Agreement is to maintain and fodw harmonious and cooperative h bar menagmnent relations upon a oaustructive and sound fouadartioa; Whereas, fire corners;oae of this foundation is the mutual acceptance sad recognition of the rights and obligations of both parties, in order that the Joint responsibilities of the public =Moyer and public employee to , , , 640 mot the public be fidfiUW and the order and uninsemgsied Brous of be ad Whereas, the City is engaged in hmisbing essential public services vital to the health, safeh►, pmtecu tio, and comfort of the residents of Sebastian; and Whomis, both the City end its employees have a high degree of reapom1bUity to the public in so serving the public withoat in! enuptioa of these semoes; ad Whereas, since both parties recognize tide mutual responsibility, they have entered into this Agreement as an inshument and means to pemit them to fulfill said responsibility; Now thM.1.v ij in ovnsideration of the preen m and promises set forth herein and the ben Ms and advantages accruing or expected to acmes to the parties hm+eto and those covaW by this Agreement by reason thereog and said parties hereby agree as follows: DocuSign Envelope ID: 9890CDD0-5CF4-4FCF-A47F-B296A925FCD7 ARn=l MPA RICOMMON 1.1: The City recA I izes the IUPA as being certified by the International Union of Police Associations, AFL-aO and as such is the sole and exclusive bargaining agent, for those full-thne and part-time (OXIM1111dinS temPosay and seasonal oyeeli) hourly employees working within the unit, for the purpose of negotiating matters of wages, horns and other teams and-- of employment. This list of job ckasd&ations may be waded from time to tiara due to business/city standard clanges. Positions maybe removed or added. Titles maybe changed to better suit the position. This shall be at the discretion of the City. Po�fflo&Qsl cation — General Emplavm, 911 Emergency Dispatcher Environmental Planner Accomataut Facilities Foreman Acoanating Clerk I Accounting Clerk II A 1 0 a , - Assistant Airport I Iaiutielo, I (M Assistant CemONry SM*M Amdshud Golf Professiansl (PT) "Tecbnidaa(P'!') "Technical As *st Dnitd Inspector I Duslaess Tax Umw Specialist Cashier (M Chief BaMng Inspector C-riesl Assistant Clerical Assistant I (PTj Clerical Assistant II " Code Eaforeemeat Officer Chime sme Evtdwee Teehnictan (PT) Fac=esIMMart MOInftnaace Worker II Golf Course Cart Attendant (PT) HdP Desk TeWAdminis ndve Assdstant Jtmior Planner Logistics Specialist (PT) Maintenance Worker I Maiateaaace Worker H Maintenance Worker III Mee MIS Techuldon Permit Techuidw Records Specialist Records 8pec3alist II Rtioa Sn�r Specfal Events Coordinaft/iVMW III Stormwater Utility Inspector Tennis Court Attendant Trap% Techniden I Traffic Tedwitiaa II Po:iitio Clsssifl�mhm—ftnen4ftn 911 Emergency Dispatcher Sir AccreditatloSupervisor Cemetey Supervisornabn Crime Scene EMdence Supervisor Lead Mechaaic/Garage Supervisor Parks Maiateaaace Supervisor Roads Assistant Saperinteadeat DocuSign Envelope ID: 9890CDD0-5CF44FCF-A47F-B296A925FCD7 EQUAL EMPLOYMENT OPPORTUNITY/AFFIRMATIVE ACTION The City and IUPA agm to !i>Ill and unequivocal cooperation with each other in eliminating all dimiminetion and to assure all personnel programs. Policies and assignments are free fiom discriminatory prwficea The parties recogoizee that it is mutually baw iciai to resolve any problems of alleged duarimination as amicably and etivusly as possible ad agree that each shall make a good faith effort to settle such dispmtes hfftrnaalty within the Depstnent nay formal complaiat is filed. Nothing in this contrail will sqmselle the following: • The Fair Labor Standards Act • Tilde NT of the CM Rigbm Act of 1964, as amended, or by applicable state or local law; • Title I and Title V of the Americans with Disabilities Act of 1990, as amended or by applicable state or local law and the Rehabilitation Act of 1973, as amended, or by applicable state or local law • The Age Discnmination of Employment Act of 1967, as amended or by applicable state or local law; • The Equal Pay Act of 1963, as amended or by applicable state or local law; • Ti ktde H of the (emetic motion Nond6mimination Act of 2008, or by applicable state or local law; • Marital status or lawful political affiliation as pro .. under Federal Law and Florida Statutes or applicable local law. T MMAOEW T RIt uxil.xa 2.1: The management of the City and the dimecdon of the workforce are vested exclusively in the City subject to the terms of this agmemenl. Nothing in this Agreement shall affect the right of the City to determine the standards of service offered the public; to maintain the efficiency of the Cityas apeariome; to determaine the , means and personnel by which the City's operations are to be condnctod; to direst the work of its employees; to hire, promote, demote, ummsfer, assign and retain employees in positions; to suspend or discharge employees for just cause and to relieve employees from day becmm of lack of wordq or to take any action, not inconsistent with the � w 4 0, Mws INOY sions Of" A eat, no w whsmg a j to carry out the mission of the City. All matters not h„r*. w,Jy covered by the language of this agreement may be administered for its duration by the City in acoordaace with such policy or procedure as the City firm time to time may determine. DocuSign Envelope ID: 9890CDD0-5CF4-4FCF-A47F-B296A925FCD7 ARTICLE ;3 01"GARANG BOA 3.1: The City agcsce to provide suitable bulletin board space on existing or new bulletin boards in canven1MMU 1" places for posting of official RMA notices to its members and to other covered employees. lice City also agrees to allow the RNA the use of the City's e-mail for these notices. No Maus, defamatory, or otherwise objectionable material will be posted or mod. The parties agree that the usage of such bulletin boards and email s will be to promote employee - employer relations, as well as keep the members and odw covered employees iaformned of its activities. Copies of all materials, notices, or annauncernents shall be submitted to the -HR Director or designee, before they are posted. All notices shall be signed by a duly authorized 3.2: The City apes to allow die elected officers as Representatives for the General Employees and the elected officers as Representatives for the Supervisory Employees of the IUPA who are on duty at the time negotiations tape place with the City and the IUPA, time away from their regular duties/shiii assignments to ate in negotiation meetings without loss of wages or benefits as long as it does not create a manpower/shifi shortage. This will be done with the knowledge and penntssion of the Employee's Supervisor. 3.3. The City will permit the RRA to maintain an official mailbox at various work sites. The mailboxes will be provided by the RWA. Mail delivered to these mailboxes will be delivered MOPMed- • 3A: The City will show the IUPA a reasonable opportunity to mad with new en>Egloyees covered by the apument at the conclusion of new employee orientation for the purpose of briefing the employee on this Agreement and the Bargaining Unit's prop=am and benefits. hATICLEA DUES p.RDUC .(E 4.1: Upon receipt of a d#dated lawfully eX Assignment of WagesMues Deduation form. The Employer agrees to deduct the regular dies of the IUPA fromr the employees pay bi-weekly (twenty six (M times per year) basis for so long as the RMA renaim the certified batgaimng agent for the employees within the unit. Such dues will be remftd promptly to the home off= of the RTA Bargainmg Unit. Tire WPA agrees to notify the Employer, in writing, at least thirty (30) days prior to the effective date of any changes in the regular dues stcueture. 4.2: Revocation of dues will be processed d mugh the IUPA, but in the event of direct revocation, fire IUPA will be notified as soon as is practicable. All persons cxurently on dues deduction shall continue without An ffilsr authorization. 4.3: The KRA aglrees to indemnify and hold harmless the Employer, its agents, employees and officials from and agaurst any claims, demands, damages or causes of action (including, but not limited to, claims, etc., based upon clerical or accounting errors caused by negligence,) of any nature whatsoever, assorted by any person, fun or entity, based upon or related to payroll deduction of the IUPA dues. The IUPA agrees to defend, at its sole opmise, any such claims against the Employer or its agents, employees, and officials. Tire term "official" as mod herein includes elected and appointed officials. 4.4: Nothing contained herein dmU require the Employer to deduct or to otherwise be involved in the DocuSign Envelope ID: 9890CDD0-5CF4-4FCF-A47F-B296A925FCD7 collection of delinquent dues, fines, penalties, or special assomnads of ft JUPA. 4.5: An assignment of Wages/Dues deduction may be canceled by the employee upon thirty- (30) day's written notice to both the City and the IUPA. ARTICLE S RI��HTS OF EMWYERS 5.1: The City and the IUPA agree that employees the rights set hath in Section 447.301, Florida Statutes, and are entitled to exercise these rights without .; 41mint, or coercion fiom any person, including the IUPA representation in any discussion between the employee and , 7,., .* w ,tatives of the City in which the employee has reasonable grounds to fear that the interview is investigatory and may result in disciplinary action being takm against the employee. 5.2: The employee must sign all documents Q.&, Performance Reviews, Disciplinary Ammon, etc.) that are placed in the employee's g�.10M�,wiel file whether the employee agrees or disagrm with the document to signify the employee has seen and discussed said If the employee does not sign the document they will be subject to disciplinary action up to and including termination. 5.3: The City will have the employee sign for a copy 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 citizen complaint. Any such written response shall be included in the employee's personnel Me together with the letter of r+�rno�and or other document against which it is directed. To the extent permitted by law and in order to protect the privacy and promote the saft of employees, the City agrees not to directly or indirectly fimibb the news media or public with any employee's personal iaformatioa, (&, home address, date of birth, telephone number, photograph, etas.), and/or personnel records as required per Florida Statute 119 as amended without the employee's consent. 5A The IPA Locals agree not to directly or indirectly fmish the news media or the public with personnel records without the consent of the City and the employee, thus mutually agreeing to the confiaentiality of personnel records other than required by law. 5.5: The IUPA members are entitled to be rep, by the 1UPA in grievances anisingunder this Agreement. They may also bring matters of indiMdual concern not covered by this Agreement to the attention of City officials. uSign Envelope ID: 9890CDD0-5CF4-4FCF-A47F-B296A925FCD7 ARTICLE 6 NO STRM 6.1: For purposes of this Article, "sar W is defined as the concerted failure of employees to report for duty; the concerted absence of employees from their positions; the conceited 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 &II and faithfiull perfornreaoe 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 employnneat or the rights, privileges or obligations of public employment, or participating in a deliberate and concerted course of conduct which adversely affects the services of the public employer, the concerted failure of employees to report for work after the expiration of a collective bargaining agreement. 6.2: The IUPA recognizes that strikes by public employees are prohibited by Article 19 Section 69 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 RIPA recognizes that it — and all aging in concert with it -- shall be liable for the penalties set Borth in Section 447.507, Florida Statutes, in the event of a strike in violation of this Article. 6A: The RIPA agrees that there shall be no strikes in aa:ordance with Article 1, Section 6 of the Florida Constitution and Section 447.505, Florida Statu . In the event of a strike, slow up, work stoppage, or interruption due to informational pickets, WPA shall promptly and publicly disavow such unauthorized conduct and to take all affi - native action legally available to prevent or terminate any strike which occurs in contravention of this commitment. 6.5: For the purpose of this Agreement- informational pickets shall be allowed. Informational pickets sball not stop or discourage City employees from normal business. Informational pickets shall not encx mp any type 0f act that would violate local ordinances, city, state or federal law, e.g., honking of horns, etc. ARTICLE 7 HOURS OF WORK AND OVERTIME 7.1: week (a) The basic work week for regular W- ime 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 Department 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 Deparbnent 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 Deparabaneat Head or their designee. Meal breaks start from the time an employee stops work at the job site to the time they return to -1 i *rrning work. This includes any travel time. Employees will also be entitled to two (2) paid fifteen (15) minute work breaks one in the morning and one in the of mnoon. 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 DocuSign Envelope ID: 9890CDD0-5CF4-4FCF-A47F-B296A925FCD7 oII work flow nd the won of the Hwd or their desigam Employees will be paid for as eight (8) hour day. In order to be entitled to the one (1) hour unpaid lunch, the employee must have l 1, 6, L rd font and a half (4.5) hours of their shin. Hours o 1. Administrative employee's hours of work we from 8:00 aan. to 5:00 p m. 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 horns. 2. Non -administrative employee's starting and ending of shifts for each division shall be at the sole discretion of the Department Head and not by any individual employee to accommodate the w4Wd one (1) hour meal period. (e) The two firm= (15) minw. . work breaks will not be talm imsmMately before and/or immediately after the meal break, and it must be used or lost. It cannot be used to mate up for late arrival or for leaving work early or to extend the lunch break. (f) The City will make a good faith effc I to find work for employees when adverse weather conditions do not outside worL If no wok is available, employees may use accrued vacation, personal, or time, (if earneo to leave work for the remainder of the day. 7 2: C;oymapunuications Diving: (a) Unit employees shall be entitled to one (30) minute meal break and two (2) fifim (15) minute paid bid per each eight (8) hm shirt, to be taken at the discretion of their Department Head or dedgw& Hower,;, if the employee works a twelve (12) hour shi% they are entitled to one (1) thirty (30) n W .. meal break and three (3) fifteen (15) minute paid breaks. (b) The Communic -tions 'Division will be allowed to earn comp tints instead of overtime when earned as a result of their regular work schedule and comp time on be used to offset the hour shortages dwing the 40 how work week. To conclude, comp time will be approved leave and will be con —sod, time worked for overtime computation for the Coa-m-unicaiio®sDivissiaa only. (c) Any employee who works either' regularly scheduled hours or overtime hours that fall between 6 p.M. and 6 A bL shall be entitled to a shin HE, P -11 equal to five percent (5%) of dwk regnlarhourly rate of base pay for cub hour worked. (d) A 911 Dispatd-io r who is p- training will be paid an extra $3.00 per hour for all hours they are actually hAW= instruction and not on leave. (a) A 911 1 1 as required to be on -cell will be paid an extra $1.00 per hour for on -call hours, providing they are not otherwise paid call-back pay. .3. QndjW. (a) Overtime will be only when it is in the War" of the Employer and is the most practicable and economical way of meeting workloads or deadlines. (b) All amthorixed 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 dw hourly wage of the employee, or by cocnp�satory time off at the rate of one and one-half (1-W) hours for each hour worked over forty (40) Moms is any one workweek. (c) The Fair Labor Standards Act QUA) states that unless exempt, employees covered by the 9 DocuSign Envelope ID: 9890CDD0-5CF4-4FCF-A47F-B296A925FCD7 Act must receive overtime pay for homes woftd ova 40 in a wmkweok at a rate of time and onehalf their regular rates of pay. The Act does not require overtime pay for work on Saturday% Sundays, holidays, or r pdar stays of rest, =Im overtime is worked on such days. The Act applies on a workweek basis. It need not coincide with the cciandar week but may begin on any day and at any hour of the day. Different workweeks may be established for different employees or group of amployeea. (d) Brneugency closure hovers will be considered time worked for the purpose of computing overtime. (e) I. If an 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 acanted compcesettory nes tiwill be converged to the employee's hourly rate of pay at the and of each quarter and added to their firms pay check the following month. Any unused acellued compensatory time remaining will be paid out at their anTent rate of pay at the last pay period of the final year. The Police Department CommII I cation Division will be able to retain 4 hours compensatory time earned during the last pay period of each quarter as a result of the {l�o.{•nA�gi�week to compensate for their short week in die first pay period of the next i '. 3. Employees wishing to use accrued compensatory time off must follow the same ps+ocsedtues as an employee wishing to take vacation time. The employee must receive prior approval to use comp cry time oX except in entergealuay situations. The employee's Department Head shall attempt to accommodate the desires of the employee as to the time off dedred, work schedule and condWons, permitting. {t) No employee will be placed in a leave without pay status during the basic workweek in order to deprive him or her of the right to earn campensable overtime. The employee may elect to flax time within the same day or seven (7) day workwe* however it is at die sole discretion of the Depotment Head or their designee. (g) Department Head or their designee will have the right to schedule overtime based on the workload. Employees shall be required to work overtime when assigned unless excused only by the Department Head or their designee. Any employee who desires to be excused from an overtime assignment shall submit to their Department Head or their designee a written request to be excused. In the event that the � Head or their designee c a mlrot schedule a suitable overtime work force from the in 1 lAi leiment of employees who have not requested relief firm overtime, employees who have approved written relief requests on file may also be required to work overtime. (h) If an employee leaves the service of the City, he or she will be paid for all accrued compensatory time at the employee's z hourly rate of pay to a nuaximtim of one hundred twenty (120) hours. 7.4: Call-Out/Des�arlated On -Gall (a) Call -out -When an employee is called back to work after his or her normal workday, he or she shall receive a minimum of two (2) hours pay at the overtime or compensatory tune accrual rate. The maximum travel time paid is 30 minutes. (b) When an employee is assigned to attend a meeting or perform work immediately following or 10 DocuSign Envelope ID: 9890CDD0-5CF4-4FCF-A47F-B296A925FCD7 preceding hislher normal work day, the employee shall be entitled to a 'minimum of fif m (15) minutes pay at the overtime or compeansatory time accrual rate, if applicable, and shift diffemrttiai if appropriate. Hours is 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 we of pay. (c) >?esignated On -Call (Excludes Commons 911 Departnneurt) — When the Department Head or their designee desigoaltes an employee to be on call, the employee must respond within one hour except in ex#saua,-- es. The employee win receive $1.00 per hour for being on -call. The maximum travel time paid is 30 minutes. �Mrcves 8 SE TORITY ►YoFFIRRCALL .. ens. (a) City seniority is the total cumulative leasBth of --offiessuptJ regular W-time or regular part-time employment (date of hire) of an employee by the Employer, measured from She most recent date of regular employrneat by the Employer, except as provided in Seattton 8.2 below. (b) Classification seniority is the length of regular fWW= or regular part-time service by an employee in the same job alaesification. (c) City seniority which is from the date of hire shall apply for the purposes of layoff, vacation computation, service awards, or other man= based upon length of service. 8.2: accrual of sgdgft (a) Employees shall be placed in a probationary status for the &d six (6) months of employment in any job classification. Probationary employees accrue no classification seniority until they become pernzaneat regular employees, whereupon then classcatian seniority shall begin from the date of entry into the classification. An employee who has completed his or her initial probationaary period shall continue to accrue City seniority notwithstanding subsequent probationary period(s) resulting from promotion or transfer to a different job clemif cation. (b) Employees who are promoted or transfeured shall be placed in a probationary status for the first 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 retina to work. 8.3: Lm of Seniority: Employees shall lose City and classification seniority only as a result of. (a) Voluntary resignation; (b) Retirement; (d) Layoff for a period exceeding twelve months; (e) Absence from work without authorization; (fl Failure to return from military leave within the tune limit pin scunbed by law; (g) Approved leave of absence without pay of more than twelve months. 11 DocuSign Envelope ID: 9890CDD0-5CF4-4FCF-A47F-B296A925FCD7 8.4: W_o�r F jusme�Itand I MEW. (a) When work force adjustment becomes necessary due to lack of work, shortage of funds, discontinuance of operations, or the subcontracting out of City services, the Employer may lay-off employees. IUPA and the affected employees) shall be notified in writing not less than sixty 60 calendar days prior to the effective date of such by -off. (c) ff the City fails to provide the amployee(s) with a sixty- (60) day written notice of lay- oX the City will Pay the employee(s) the equivalent of twenty (20) days of pay. Such payment will be paid in two (2) bi-weekly increments. (d) The duties performed by any laid off employee may be reassigned to other employees already working who hold positions in appropriate classifications. (d) No regular fUkhne employee shall be laid -off while a probationary, part-time, or temporary employee remains employed in the saute job classification. (e) Permaneaat, regular full-time employees who receive a notice of lay-off shall have the right, in accordance with their seniority, to transfer or downgrade (commonly known as "humping") or to take the lay-off. Bumping shall only be permitted in the event of lay-off, in aflcorile= with the following procedure: (1) Management shall identify the position(s) that may be bumped within five (5) business days of the notice and explain the options to the affected employee(s). Position classifications that are available for bumping will only be for the some 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 , Lill K � I oft of that position. Affected employees shall have five (5) business days, from. the date thmek 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 ice with this article. (3) In the event that two or more affected employees have the exact same citywide seniority, the employee with the least classification seniority will be laid off first. ff both employees have equal seniority, the employee who applied for the position first will retain the position. This will be determined by the time/date stamp issued by Administrative Services on the employment application when it was first received. (4) An employee bumping to a different job classification shall be placed in a probationary period of six (6) months. M in the opinion of the City, time 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 classification which is lower than their present job classification will take a 3% per Grade not to exceed nine (9%) percent reduction in pay. In no case will the employee be paid more than the maximum rate of the lower classification. 0) Probationary employees shall have no bumping rights. An employee who is in a probationary status as of the date of notice of the lay -of& but who has previously achieved permanent status in a lower job classification, may revert to such lower cation for the purpose of exercising bumping rights. ffthe employee reverts to the lower classification, their pay is adjusted to the pay they previously held prior to the promotion. (tl) mil' paremployees may only bump other part-time employees. (h) Exempt employees cannot bump into the ' ' g unit unless they held a bargaining 12 DocuSign Envelope ID: 9890CDD0-5CF4-4FCF-A47F-B296A925FCD7 wait position witbin the past 1 year of the effective date of such layoff. (a) Recall of laid -off employees shall be made in accordance with City seniority. Initial contact shall be attempted by phone. This shall be followed by a owdW letter, return receipt requested, to the employee's last known address, to confirm the phow conversation and/or docuaneat that the recall notice has been provided. Laid -off employees who desire to be mmIled shallkeep the Employer o - ---ronsly informed of their current muffing address, or lose their recall rights. (b) Within three (3) business days aft receipt of a notice of recall, recalled employees who desire to return to work must notify the Brnployer in writing to advise that they intend to return to wow or they will lose their recall rights. Recalled employees must return to work fit for duty within tea (10) calendar days of the receipt of a recall notice, or they will lose their z=U rights. (c) Employees who are laid -off will he eligIble for recall for 1 yearn of the effadve date of such layoff for any position in the same or lower pay grade that they are qualified to perform. When an employee rem= to a position ofa. lower pay grade, he or she will take a 3% reduction in pay. In no case will the salary be higher than the maximum rate of the new job or shall any reduction result in more than a nine pervert (99A) decrease in pay. Previously canceled grout health insurance may be reinstated upon the employee's retu m to active duty consistent with the plan's requirements. In addition, any balances of accrued vacation or sick leave not p xviously paid will be reinstated and the accrual rate from the date of return to active duty will be at the accaval rate egoyed at the date they were laid off. ART.ICLR 9 MOCIgJ NEOUS LEAVE .1. ve. (a) Bereavement Leave is to provide paid time off for absences related to the death of an immediate family member. For purposes of this provision, an "employee's . .ate bmily" is defined as the employee's spouseldomestic partner, pa�eat/step parent/father- in-law/motherrin-law, child/step child, brother, sisa, grandparent/ grandparent -in-law, grandchIld, or any relative who is do®icW in the employee's household. (b) The Department Head or their designee will approve Bereavement Leave. (c) Paid Bereavement Leave will be granted according to the following scheduler (1) 3 Consecutive Days in State of Florida; (2) S Conseca Live Days out of State commensurate with scheduled shift hours (Not to exceed 40 hours); (3) Part4ime employees receive 2 consecutive work Days (based upon their scheduled work hours); (4) All Paid Bereavement Leave 1m , r be taken within 14 consecutive calendar days of the death. (d) Bereavement leave shall not be charged to vacation leave, personal leave, sick leave or to carnpensatory time. Any absence in excess of approved bereavement leave, will be charged at the employee's discretion to accrued cotory time, vacation leave, sick leave, personal leave or, if no leave is acmued, to leave without pay. (a) Within thirty (30) calendar days from the crate the employee retmw to work from such 13 DocuSign Envelope ID: 9890CDD0-5CF4-4FCF-A47F-B296A925FCD7 absestce, the employee will file a copy of the death kale of the deceased. Said death certificate will be attached to a leave request form and forwarded to the meat of Administrative Services, Human Resources for processing. Failure to produce a death certificate will result in the employee reimbursing the City for am paid leave taken under this Article. Any employee found to have falsified his or her request for Bereavement Leave -will be disciplined up to and including dismind. It is understood that umdeir certain circumstances the employee will be unable to obtain a death certificate. In this event, in lieu of a death catifcate, the employee shall subm h a newspaper account showing the death and the relationship of the deceased to the employee and/or otlw appropriate criteria as deemed appropriate by the Human Resources Director. M For non -immediate fitmily, employees have the option to use a=ued vacation leave, compensatory time or personal leave, for the attendance of funerals. Employees will supply their supervisor with written no ' 'on for this request in as timely a manner as possible. The supervisor will make every effort to comply with the provisions of this section. In the event that the employee does not have any awed vacation, compensatory, or personal leave they may request to use sick leave or leave without pay. 9.2: C (a) Any employee who is required to appear as a witness resulting from the pesformaace of his duties with the City shall be entitled to the following: (1) Regular 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 ofpay 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 wail king hours shall receive leave with pay for the hours they travel to and fim to attend court. The City of Sebastian Travel Policy will be used for travel expenses, 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 plaintiffs or defendants for other than work related reasons are not eligible for leave with pay but may request to use accrued annual leave, compensatory time or personal leave. (c) Employees who attend court on behalf of the City for only a portion of a regularly scheduled work day shall report to their supervisor when excused or released by the court. (d) An employee required to attend court while on scheduled leave is entitled to a 'minimum of throe (3) herds at one and one-half (I%) 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 such period, provided that the court appearaiace meets the uiretoaents of section (a) of this Article. (a) Employees who seek to receive leave with pay under this section shall present official notice of their subpoena to their supervisor at least twenty-four (24) hours in advance of the scheduled time, unless the employee actually receives less than twenty-four (24) hours 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. 14 DocuSign Envelope ID: 9890CDD0-5CF4-4FCF-A47F-B296A925FCD7 M Consistent with existing City policy, the employee shall remit to the City any and all compensation reoelved for court leave on behalf ofthe City, excluding payment for travel and meals. 9.3 in Ift (a) A permanatt full4ime employee shall be granted time ot% not to exceed ei&y (80) hours, at the employee's regular pay for reporting to required jury duty upon preseatatiun to the employee's supervisor of satin evidence that such jury duty is roqulred and provided the time regained for jury duty is the employee's normal workday or work sh& In order to be eligibles the employee must report at least seven (7) calendu days prior to the date of jury duty to the immediate supervisor on the payroll system with the su n wns of the need to be absent because of a jury duty requirement. (b) Any compensation received by the employee for jury duty shall be reined by the employee however, a pro rats amatmt of the jury duty pay received by d w employee will be deducted from the employee's regular pay based upon that portion of the regularly scheduled workday missed by the employee. There shall be no won for mileage pay or for the four (4) hour reporting period provided in Section (a) of this Article. An employee seeking jury duty leave must substantiate any compensation received for servlug on jury duty by submitting a copy of the check(s) received or a copy of the J,,Xs) for any cash received. (c) If an employee is released frown jury duty within four (4) bows from the tune 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 wort day or ship. 9.4: Can�enoe Leave: The City may grant conference leave with pay, together with necessary travel expenses, for employees to attend comes, schools, and similar events designed to improve their efixciency, if ooask%W to be in the City's best interest. All leave and expenses will be recommended by the Department Head and subject to approval of the City Manager. 9.5• • City agrees to grant nqaw for leave of absence for medical reasons with or without pay in accordance with the Family and Medical Leave Act (MA) and City Policy. 9.6: Huhn Lem (a) The City agrees to Vast request for leave of absence with or without pay in accordance with Florida State Statute 115.07. (b) The employee shall be required to submit an order, Battle Assemble (BA) Schedule or statement (pending orders) signed by the appropriate Commander as evidence of any such duty. Such order, BA Schedule or statement must accompany the form request for Military Leave at least two (2) weeks pricy to the date such leave is desired. 9.7: T"ve nfAbsewe (a) The decision to grant a leave with or without pay (leave of absence) is aof management distian. It shall be incembent upon each Department Head to weigh and to deimine each cese on its own wits, including time offfor IUPA business. is uocu5ign tnveiope w: 9t$auc;UUu-bU-4-41-(; --A4lf—bZ9bAylSt-UU! (b) An employee may be granted a leave of absence for a period not to exceed twelve (12) months for good and sufficient masons, which are considered to be in the best ink 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, dbe employee must exhaust all vacation leave; personal leave,, story and, if appropriate, sick leave. (2) Voluntary separation from City service, to accept employment outside of the service of the City, shall be considered an insufficient treason for approval of a request for leave of absence without pay. (3) The leave of absence may be withdrawn by the Head and City Nkmager, and the employee recalled to service if the need for the leave no longer wrists. (4) An employee requesting a leave of absence of more than three days must request Family Medical Leave Forms TAR A) for medical reasons, per FAIL A and submit a written Doctor's note to their Deparmn ant Head stating the length of time they will be absent. In addition, the employee must keep the Adminlistretive Services Departmeat, advised of big or her , w6, 1 address at all times. If a Doctors note is not submitted, the employee will be considered as on an unauthorized leave of absence and appropriate disciplinary action shall be taken. Failure to oomply with the notification requirements will result in the employee bang dropped fiom, leave of absence status, in which case he/she mast ratEua to duty or be dismissed. (5) An employee who obtains either part4ime or M-time employment elsewhere while on an authorized leave of absence is required to notify his Des artm kit Head in writing within three (3) days of the aptance 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 five Semites Department in order to facilitate the went process. (7) Faiil= by an employee to return to work at the wtpnmtion of a leave of absence shall result in immediateftmissal from employment with the City. (c) Under no circumstances shall the City provide any fiords towards the CWAM pension plan while the employee is on an unpaid leave of absence. (d) During the time the employee 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 csacation seniority is suspended until they return to regular duty. City seniority continues to accrue, providing the leave without pay does not exceed twelve months. The employee loses boor City and classifiratioa seniority afar twelve months. (e) An employee on an approved leave of absence may continue to participate in the group insurance plan, provided that all necessary payments of the total premium are made by the employee. It is the employee's responsibility to keep premium pare 6',.41. (1) The insurance premium payment must be made by the ?.nth of the preceding month in which the payment is due. If the payment is not made by the 20th of the preceding month in which it is due, coverage will be canceled as of the beginning of the delinquent period. 16 DocuSign Envelope ID: 9890CDD0-5CF4-4FCF-A47F-B296A925FCD7 (2) N coverage is canceled during an approved leave of absence, it may be reinstated upon the employee's return to active duty consistent with the plan's requirements. 9.8: Rlishft Only regular full-time and regular pad4imme employees are eligible for the miscellaneous paid leaves provided by this Article. All such bmefits are personal to the employee and shall not be transferable. .. finalI W Eligibility — Each regular full-time employee shall receive twenty (24) hours of personal leave per fiscal year. (a) Employees starting during the year will get a pro -raft portion of the personal leave hours. Those starting doing the ft three months (October — December) will receive eight (8) hours, second throe months (January — March) receive four (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 W pay period of the fiscal year. (c) Personal leave is not paid out upon separation of employment. (d) Personal leave will not be approved or paid during an employee's lest two (2) weeks of employment, except in the case of an emergency. An employee roquestiag paid personal leave will be required to furnish proof of the eme�ency or a doctor's note verifying that the employee was medically unable to report to work. Failure to provide this - - - Me on will result in no pay for the day(s) in question. ARTIcLR U SICK LEAVE 10.1: Eh *bility/A,cmW oUjSk Leavr. (a) Only regular full-tim and regular part-time employees an eligible to accrue sick leave. Regular fall -time employees will accrue sick leave at the rate of ninety -sic (96) hours per calendar year or 3.69 hours per pay period. Regular part-time employees working forty (40) hours or more per pay period wdk accrue sick leave at the rate of 1.846 home for that pay period. Sick leave will accrue bi-weekly over twenty-six (26) pay periods. (b) New employees start to earn sick leave from their date of hire. 1 Temporary and seasonal 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 accrue sick leave benefits. 3. Sick leave does not accrue while an employee is on any unpaid leave. 10.2: An= for Sick Leave: a) Any employee who is incapacitated and unable to work shall notify his/her immediate supervisor or designee within one (1) hour prior to h a&w scheduled reporting time and two (2) hours for Dispatch, except in an emergency situation. On the initial Day of being absent, the employee must call in to their Supervisor. Upon approval of the hi nntediate Supervisor, texts or email s will be accepted after the initial call. The employee shall state the nature of his&er inccpadtatiaa, its expected duration, and the wed 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) If an employee is absent from work in excess of three (3) consecutive work days dim to an illness, the member must submit a doctor's note to the Department Head, or his/her designee, 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. The 'minimum charge against the accrued sick leave balance will be in increments of fifteen (15) minutes. Fifteen (15) minutes shall be deducted from an employee's accrued leave balance for each quarter hour, or part thereof that an employee is actually absent from his/her duty station while out of work on sick leave. 10.3: LJse of Sick Leave: (a) Sick leave any be used for the following purposes: (1) Employee ill health or, (2) Medical, dental, ar optical treatment required during working hours; (3) Quarantine due to exposure to infectious disease; (4) Employee ill health while on annual leave; (5) In connection with WarkeW Compensation; (6) For death in employee% immediate faunily (including extending bereavement leave); and (i Illness of an immediate family member requiring the employee to remain at home. (8) Cannot be used for vacation. (b) Whenever it appears that a bargainiag unit member abuses sick leave, such as when a member consistesr-1 uses sick leave immediately upon its being acc ued or before ad after vacation, holidays or weeloends, the member shall be required to fiunish a doctoes note va Vying that the member was medically unable to report to work on those days. The City reserves the right to require a doctors 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 days) in question. Abuse of sick leave shall constitute grounds for disciplinary action, up to and including termination. (c) Sick leave may be used for abmm due to illness or Wry 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 tern -meted 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 fivm his/her final pay check. (e) Employees hived prior to October 1, 204 upon separation from employment in good standing (resignation or retirement with a two -week notice or medical 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 uocusign tnveiope iu: 96V000UU-be 1-4-4rc;r-A4lr-t$Z!JbA92bl-UUI • Nseparated before t-npleting the first year — 0°Yo • 1 Yeas but less than 5 Yeats coaspleted - 25°1+b • 5 Years but less than 10 Years completed - 50°Yo • 10 Years but less than 20 Yearscompleted - 75% • Over20 Years -100A (i) Employees hired on or after October 1, 2022, may accrue up to 480 hours. This is to allow for Family Medical Leave. The 480 hours are not paid out when the employee Separates from the City. (g) Sick leave will not be approved or paid dusize an employee's last two (2) weeks of employment, except in the owe of an emexgemy. An employee rttquesting paid sick leave will be required to f ndsh a doctor's note verifyiM that the employee was medically unable to report to work. Fan= to provide this documeatation will result in no pay for the day(s) in 19 uocusign tnmope iu: 989uc;uuu-5ur4-41-Ut--A4ir-bZ9bA515rc:ui .,.I. Y"TIOIVE Only regular full-time and regular part-time employees are eligible to accrue paid venation leave. Probationary employees will be allowed to use accrued vacation leave at the oval and discretion of their immediate Department Head or his/her desipa. Temporary or seasonal employees are not eligible for the a=uel of vacation leave. 11.2: ate of A (a) Vacation leave is earned on a pro -rate basis. Full-time employees will a0 a vacation leave based on their years of service with the agency. The accrual rate for regular part- time employees working forty (40) hours or more per pay period will be at onohalf the ac =d rate of a regular full-time employee with the saute number of years of service. To elariFlr the rate at which an employee accrues vacation leave the following tables will be used. A. Regular full-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 bmefts. C. Part-time employees working less than a forty- (40) haur pay period are not eligible for vacation leave benefits. A Vacation leave does not accrue while as employee is on any unpaid leave. Lea" a cruals will be adjusted on a prorated basis for any hours which are unpaid during the pay period. Mueft Hull Time Employees Bi-weekly Vacation Leave Ana of ice Aamd Rate ROUSSFawd 1 Year but less than 5 Years 3.08 hours 80 hours (10 Worldug Days) 5 Years but less than 10 Years 4.62 hours 120 hours (15 Waking Days) 10 Years but leas than 15 Years 6.15 hours 160 hours (20 Working Days) 15 Years but less than 20 Years 6.92 hours 180 hours (22.5 Working Days) 20 Years and over 7.69 hours 200 hours (25 Working Days) Table #,1 Part -Time Employees working forty (40) hours or more per pay period Bi-weekly Vacation Leave 1 mob of Sea d Accrual Rate Hours Earned 1 Year but less than 5 years 1.54 hours 40 Hours 5 Years but leas 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: Fteauest fgr Vacation Legg (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 balance 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 in ., k , ,:ants of fifteen (15) minutes. Fifteen (15) minutes shall be deducted from an employee's accrued leave balance for each quarter hoar, or part thereof that an employee is actually absent from his&w duty station. (d) Vacation leave may not be td= in advance of its approval by the Department Head. In an emergency situation accxuod vacation leave may be used only with the approval of the employee's Department Head or designee. (e) Except under unusual c es, Departrnent Heads small approve or disapprove a leave request within five (5) woarkiag days after receipt of said request. (f) Vacation leave shall not be used in advance of its being earned. 11.4: Use of Vacation Leave: (a) Vacation leave may be used for the fallowing purposes: 0) vacation; (2) Absences from duty for transaction of personal business, which cannot be cm4aded outside ofworldng hours; (3) Holidays not designated as official holidays; (4) Medical leave if sick leave balance has been exhausted; and (5) Any other absences not Covered by odsting 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 shall supply appropriate certification from a physician as to the nature and duration of the illness. (c) Employees 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 acc,um more than two (2) years' worth, of vacation leave, they will have until the last hill pay period of the fecal year to bring their time M n= down to the two (2) year nmaxinxum. If the employee does not bring the time balance down to the two (2) year maximum by the last full pay period of each fiscal year, they will faMt all hours in excess of the two (2) year maximum carryover. After the last hill 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 forwardeci to the Admi Services Deparmaent where it will be kept an 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 abift to cash out when the employee w 6!.Char. (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 reduced 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 %. 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 11.5: Seuarattion fil+ m Banglov�aa�e�nt: (a) Employees hind prior to October 1, 2022, upon separation from employment in good standing (resignation or retirement with a two -week notice or medical sepan-- with five (5) or more completed years of consecutive employment will be eligible to be paid for hisilher accrued balance of vacation leave up to a maximum of 400 hours. (b) Employees hired on or aft October 1, 2022, shall be entitled to be paid a percentage of hi&&cr accrued balance of vacation leave up to a maximum of 240 hours. The stage is as follows: • If separated before completing the first year — OVA • 1 Year but less than 5 Years completed - 25% • 5 Years but less than 10 Years completed - 50% • 10 Years but less than 20 Yearscompleted -75% • 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 fimiish proof of the eanezgency 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. ARTICLE 12 GRIEVANCE PROCED[l� 12.1: The procedure set forth in this Article shall be the exclusive method for resolving the IUPA and employee grievances. Grievances are defined as disputes coaoerning the interpretation or application by the Employer of the terms of this Agreement. Oral are not grievanle except those documented and placed in the member's personnel file. 12.2: Most grievances arise firm misunderstandings or disputes, which can be settled promptly and satishotodly on an informal basis the immediate �r level. The Employer and the RJPA asthat every effort be made by management and by the gnevant(s) to settle grievances at the lowest level possible. 12.3: fimod Provialons: 12.4: (a) All references to days in this procedure are to work days. The time limits specified in this Article may be extended by mutual agreement in writing of the parties. (b} Time is of the essence in this procedure. Although any time limit may be extended by mutual written agreement of the grievants) and the City, the failure of the grievants) 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 designee. Stec 1. Step 1 is initiated by the employee or the IUPA Representative filing with the Department Head a written grievance on the standard grievance form, attached as 22 Uocu,ign tnvelope IU: 9139Ut;UUU-be;1-4-4rc;r-A4ir--LiZ9bA92bl-(;U/ Appendix A. This must occur within ton (10) Business days of the av,o...�:"ce of the eveat(s) which gave rise to the grievance or fi om the dde on which the VWvant be== aware of the cause of the complaint. If the evenKs) a ko i. io A during the tine when the employee was on paid leave, the ten (10) Business day period shell commence running immediately upon return to duty. The Department Head shall schedule a grievance meeting with the grievant within five (S) b days of the submission of the written grievance. Within five (5) business days after the grievance meeting, the Departa�it Head shall issue a written decision m n- iag the grievance. If the grievants) is not satisfied with the Deparmsent Heach decision, or if no decision is issued within tie time allotted, the grievants) may appeal to Step 2. Step 2. Within five (5) business days following the date of the Step 1 decision or the date an which it was due, whichever is earlier, the grievant(s) or the WA Representative may file a written appeal to the HEEL Director, attaching all applicable grievance documents. A grievance meeting shall be scheduled within five (5) business days fallowing 4 io VO 41 of the Step 1 Appeal. At such meeting, the grievants) may present evidence and argument in support of the grievance. Within five (S) bum days of the grievance meeting, the HR Director shall issue a written decision concerning the grievance. Uthe grievani(s) is not satisfied with the HR Director's decision, or if no dedaaion is issued within the time s the grievants) may qqmd to Step 3. Step 3. Within five (3) business days following the date of the Step 2 decision or the date on which it was due, whichever is wHerg the grWvant(s) or the IUPA rMm may Edo a written appeal to the City Manager. The City Mom' will review all pert . 'on and may schedule a hewing including due pro,� for rants clearing bergs and issue a decision within five (5) business days of the hearing or five (5) business days of receipt of the Step 2 Appeal. If the issue Nh within the range of minor dick linty lime less than won without pay, the City decision action, re., any duscip shall be funal and I&ft ups the %per and upon life grievants). Ia all case$ cheat than mi - discipline and performance evaluations, if the gdevaat(s) is not satisfied with the Step 3 decision, the grievent(s) may invoke the arbitration procedure of Step 4. Step 4. The grievants) or the R)PA Representative may invoke arbitration by sendinng written notice to the Employer within ten (10) business days of the date the Step 3 decision was issued or the date, on which it was due, whichever is earlier. Invocation of arbitration by the grievants) will not preclude settlement of the grievance at any time prior to the issuance of an arbitrator's award. 12.5: The parties will attempt to agree upon a mutually agreeable impartial arbitrator. It however, this cannot be done within seven (7) business days following the Employees receipt of the grievants) inquest for arbitration, , 4, �,� juaves of the Employer and the grievants) shall jointly submit a amen request to the Director of the Federal Mediation and Comiliation SwAce (FMCS) for a Hot of seven (7) professional arbitrators. Upon receipt of the list, representatives of the Enployer and grievants) shall meet within ten (10) business days and, bgomiug with the gdevant(s)6 each shall altenaately suit one at a time, until only one (1) name remains on the list. The person whose name remains an the list shall be the arbitrator, and the parties shall jointly notify the arbitrator of bisiher selection. Either party may object to all names on the list, provided that objection is made prior to the I I -M -1 acean�t of the sh ihing process. H this happens, a seovnd joint request for a list will be made. 23 UocuSign Envelope IU: 989UCUUU-bC:1-4-4F(:I--A4fF-bZ9tiA92bFCU/ 12A All arbitrations arising under this Agreement shall be conducted at City fivOties within the City of Sebastian and in acommbnee with the following rules: (a) The arbitrator shall have jurisdiction and the authority to deem a grievance properly brought before him/her. (b) The arbitrator shall have no authority to change, a=4 add to, subtract from, or otherwise alter or supplement this Aglneeutent or any part thereof or any amendment thereto. (c) The arbitrator may not issue declaratory options and shall confine himselffhesself exclusively to the question, which is r.,w"Aed to him/her. The arbitrator shall not have the authority to determine any other issues not wed to him/her. (d) Except in the case of termination as disciplinary action, the arbitrator shall not substitute his/hm judgment as to the wisdom or the degree of severity of disciplinary action imposed an any employee by the Employer. The arbitrators inquiry shall be limited to whether the Employer possessed evidence of misconduct before imposing the discipline ultimately imposed. In the event of the arbitration of a grievance arising out of the discharge of an employee, the arbitrator is empowered to either sustain the discharge or, if he/she does not, he/she is empowered to reinstate the employee with or without back pay, in whole or in part, as the circumwanunt. Any award of back pay shall be reduced by any unemployment compensation or other compensation the employee may have received. (e) The fees and eat of the arbitrator will be paid by the losing party. Each party shall bear the cost of its own witnesses and 6, .,, wentatives. Any party requesting a transcript will bear its cost, unless otherwise agreed. (f) Copies of the Arbitrator's award, made in aa:ordancar with the jurisdictional authority under this Agreement, shall be fihraished to the parties within thirty (3o) days of the hearing, unless the parties mutually agree to extend the time limit, and shall be final and biuftg on both parties. ARTICLR 13 RQLWAYS 13.1: The following shall be paid holidays for all regular full-time and regular part-time employees: New Year's Day Martin Lutlier King Jr. Presideds Day Memorial Day Day Labor Day Velar=% Day Thanksgiving Day Friday after Thanksgiving Eve Day Christmas Day 13.2: Generally, when a holiday falls on Saturday, the preceding Friday will be observed as the holiday. When a holiday falls on a Sunday, the following Monday will be observed ss the holiday. However, on occasions, another day of observance may be more appropriate; in such instmwes, the City Manager will establish the date and will notify all employees in advance. For 911 Emergency Viers, 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-B298A925FCD7 13.3: No regular MI -time or part-time employee shall receive pay for a holiday unless he/she is in an active pay status or actually works biOw normal work schedule on the work day immediately preceding and the work day imm, hady following the day on which the holiday is observed. For purposes of this Article, "active pay states" also includes any approved leave with pay. 13.4: For holiday purposes, a holiday pay for regular fall -time employees is defined as the employee's normal shift (eight (8)9 ten (101 or twelve (12) hours). Holiday pay for regular part-time employees is four (4) hours. 13.5: If a full dm employee is scheduled to work on the day of a holiday they will have the option of relquesmg overtime pay for the hours worked at the time it is earned or request compensatory time in lieu of pay. The employee must notify their iocunediate SuPrVisw in writing of their option no later than the last workday before the holiday. If the option is not presented to the supervisor on or before the last workday before the holiday, overtime pay compensation will be used. EN A. Temporary and seasonal employees are not eligible for holiday leave time. B. Regular part-time employees working less than forty- (40) hauls per pay period are not eligible for holiday leave beaef ts. C. R%Ww pat -time employees not scheduled to work are not eligible for holiday leave benefits. 13.6 Regular full-time employees not scheduled to work the holiday will receive straight time pay for their normal shift. For example, if an employee is scheduled Tuesday thm Friday and the holiday falls on 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 calculation. AR CAE 14 )PRONPPQNS, IV",4joiloO AND AWSTURNIS 14.1: Any employee who Adfltls all applicable requireAaents for another classification with a higher rate of pay may be promoted to that position. Vemmda in positions above the lowest rank in any classification will be filled, as far as pmcdcable, by the pratnation of current employees. To this end, all promotional opparhmities will be posted in-house for five (5) days. Such vacancies may also be advertised to the outside but in-house employees will be interviewed first. A final decWon will be made only after any qualified r.,jm t employee applicants have been interviewed. An employee whose performance ratings were less than satisfactory is ineligible for promotion. 14.2: a) When an employee is promoted to a higher Grade position, Ndher new rate of pay shell at least be the minimum of the acting Grade applicable to the position. If the employee's cmmt salary is higher than the minimum rate for the position to which promotion is made, the employee shall receive a 6% increase in pay from his&W atasat rate of pay. Subject to the approval of the City Manager, a greater promotional increase may be recorded by the Department Head. b) When an employee is adjusted to a lower paid position (voluntail ly or through disciplinary action), he or she will take a 3% reduction in pay per grade. In no case will the salary be higher than the maximum rate of the new job or shall any reduction result in more than a nine pearent (9%) decrease in salary. 25 DocuSign Envelope ID: 9890CDD0-5CF4-4FCF-A47F-B296A925FCD7 14.3: Tice effixdw date of an employee's demotion or promoti- to a new job alas cation shell be the employee's new classification anniversary date for the purposes of classification seniority detenninatian. The employee must Sawa ninety day (90) probationary period in the new job classification. 911 Emergency Dispatchers will serve a one (1) year probationary period. If at any time during the probationary period, the employee is fomd to be unqualified for the position or went to perfinm the dirties of the new position, a transferred or promoted employee shall be returned to their former position if available at then former rate of pay. If no vacancy artists, the employee shall be laid off in accordance with the provisions of Article S. 14.4: An employee may be transferred between departments when a vacancy exists in the same classification and pay grade. Such a transfer does not affect employee's pay grade, pay rate, or anniversary date, but is subject to the following conditions: (a) The transfer must be approved by the City Manager. (b) The employee must serve a ninety day (90) probationary period in the new assigned department. 911 will save a one (1) year probation period. (c) Nat any time during the probationary period, the employee is found to be unqualified for the position or hall - mpeteat 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 aoco with the provisions of Article S. (d) When there is a critical need for an employee to work in a higher job classification, the employee will receive a 6V6 increase to their regular hourly rate of pay (or the mtaimnm of the acting Grade) for each hour of work perfonned at the higher, classification. A temporary assignment means filling --in for a vacancy or for an employee who is on vacation, ilh, has incurred a job related injury, on FAAL,Ay is training or absent finm4 work for any other legitimate reason. Temporary assignments must be for d= (3) consecutive days or more. The employee who is worldng in the temporary higher job classification will receive a 6% 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 thonemployees who can paf in 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 i for hers worked. innxent Schedcrle: 1) Maintenance Wort= I - will opMate an equipment except eammor, dozer, and long arm mower. 2) Maintenance Worker 11- will operate all equipment except for excavator and dozer. 3) Maintenance Worker III • Will operate all equipment. 26 DocuSlgn Envelope ID: 9890CDD0-5CF4-4FCF-A47F-B296A925FCD7 (fl An employee may be assigned to a supervisor or wwmpt job classification four a temporary period. The affected employee working a period of (3) three coaseautive 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 haws worked while in that temporary aiassifiration. (g) All Maintenance workers are required to maintain a valid Commercial Driver Licaem (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 Lis CDL License has six (6) months to obtain the license. If the license is not obtained within this tmnefr�srne 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 mW Maintenance worker 11 position or above and does not have his CDL License, 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 di#%ace between the base driver's license cost and the CDL License and any of the P--n— mments, which the City require;. Maintenance works without a CDL License shall not be ftible for pin m mil until they obtain their CDL License. 14.5: To promote selfaargoz+ovemeat initiatives, the City agrees to pay employees obt bft accredited certifica i , i - is their respective field a one-time incentive of $50.00 per certification. Each Cert"ed cource must be different, related to their field, paid by the employee, and taken after hours. Certification of the accredited course must be submitted to reoedve the incentive pay. The maximum payable per year is one hundred and f* ($150) dollars. All courses paid for by the City are not eligible for incentive pay. FEMA Courses are not eligible incentive pay. 14.6: Upon successful oomlpletion of a course as defiW in section 14.5 above, the employee is eligible for either the one time incentive pay of $50.00 or up to $150.00 meximum reimbursement for the course. ARTICLE 15 GROUP INSURANCE 15.1: During the team of this Agreement, all employees who participate in the gnn p 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 remainder of the pviniu m 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 preauum rate for dependent group coverage increases, the Employer agrees to notify the IUPA as soon as is practicable. The IUPA that the Employer may, at its discretion, obtain substitute insurance coverep by another plea. UocuSign Envelope IU: 989OL:UUU-bGF4-4FLF-A4fF-829UA92bi-C:U/ 15.3: Any eligible employee who elects to paxtiapate in the group fimuence depended coverage option plan will pay no more than sixty pent (601/6) of the cat of the premium. The insurance premitum may change each fiscal year based on renewal rotes. The employee shall Pay my additional Sapplemental hw=.;� that is optional coveaage 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 continw d service are eligiblin e to continue their health insurance only for a maximum of 2 yews 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 continuous service will pay no more than sixty p",.;. l (60%) of the ilnsurauce premium for single coverage. The insurance premium may change each fiscal year based on renewal rates. U the retired employee wishes to continue Dental, Vision and We hwuranc a for the 2 years, the retired employee will pay 100% of the cost. The Health Reimbursement Account (ERA) is not part of the retirement insruwce0 ART -ICU 16 gETIERNEN,a. CONTRIBIMON 16.1: Effective April 299 20010 the Employer agrees to contribute to the CWAM Negotiated Pension Plan (hereutaf%r so� i 1 Ptimes L WFiaa A to as the Plan) nine (9%) of an employee's earnings for each employee covered by this Agreement, for purposes of providing pen4:ons on , ; 6�i..4 death benefits, and other related benefits far covered employees of the Employer and other cantribtg Employers. The Plan is jointly administered by Trustees appointed in equal numbers by IUPA and Employers under an Agreement and Declaration of Tmat, and has beer► found by the internal Revenue Service to be entitled to won under the haernal Revenue Code. 16.2: Contributions shall be paid to the CWA/1TU Negotiated Pension Plan, c!o Frank M. Vaccaro dt Asso, Inc., 27 Roland Ave., Suite 200, Mourn Laurel, NY 08054-1038, no later than to I of the following month, together with reports on forms to be hmidW by the Plan or the employer's printout, if in an acceptable format. During the effective period of this Agreement, this benefit will be paid monthly over a twelve 02) month period, which will continue for the life of the Plan. 16.3: Title to all monies paid into the Plan shall be hell exclusively by the Trustees in trust for use in providing the Benefits under the Plan and paying its expenses. 16.4: The Employer shall supply to the shop steward the IUPA representative's copy of the Negotiated Pension Plan employer report forms or a cagy of the Employer's printout forms upon inquest. A. Only regular full-time employees are eligible for inclusion in the CWA/nU Negotiated Pension Plan, B. New regular full -tinge employees are eligible for entry into this Plan as of the fau day of the next full pay period following sixty- (60) days firom their date of hire. 28 DocuSign Envelope ID: 9890CDD0-5CF4-4FCF-A47F-B296A925FCD7 ART E 17 PBRMRMANCX WA►I UATIONfi, 17.1: : The purpose of the performance won program is to provide a consistent practice of ed6lialvina written goals and evaluating the performance of the employee. It is needed to help measurek improve; and reward anployee performance, to assist d.ariments and the Employer to meet their goals. 17.2: Definitiour, A. ac Perfom�anoe 'o The employee's perfor�manlce is evaluated by the supervisor no later than the first day of the month of his/her classification anniversary date each year. The period of evaluation is the period of time since the employee's last gerfonmance evaluation. B. ' P Special pea<fonmance evaluations are p"L,...ed by the supperobw any time during the yeas' for special reasons; i.e. change in pay, --- It anlift , gament, etc. 17.3: bft (a) Supervisors are to administer an employee's g-formance evaluation eanualcy and special performance evacuations more OPIM as appropriate. The performance evaluation consists of evaluating weed upon goals and objectives. The performance evaluation is to be used as a mous+ement tool to assist, motivate, and strengthen the employee. (b} Whwe three is a of opinion conownbg a performance evaluation between the supec�risor and the employee, the employee will have the opportunity to ,`�,.r., their diffe;+eaoes in willing to the supesvi�sor and the supeavisor's evaluator. N the issue has not been resolved at this level, the employee may activate the employee grievance within the timefilmes established in Article 12. (c) Employees rated unsatisfactory are not eligible for increases or promotions or transfers. (d) Employees rated unsatishetoty will be put on a 1 to 3 month's Performance Improvement Play (PM?). A monthly evaluation will be conducted. N the employee doesn't improve within the three months, the employee will receive a Seal written warning, suspension, or dismissal. (e) Employees who receive an unsatisfactory rating for two (2) consecutive annual evacuations or Special performance evaluations may be terminated from employment for cause. 17.4: Slaigment o Both the City of Sebastian and IUPA believe that the purpose of the performance evaluation system includes the fglowitg: 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 area of needed improvement; to In recommendations for improvement and establish time frames to achieve the --commended improvements; c) To failitate communication between supervisors and employees about the employee's job duties and establish 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 impr+ave�ernt. 17.S: Emnlovee Evaluations: Performance evaluations for each employee shall be submitted once each year using a City of Sebastian performance evaluation fora. Employees shall be evaluated by thew appropriate administratorlsupesvisor. Employees shall be given aminimum of three (3) workdays notice prior to the evaluation meeting. At the time of such performance evaluation, the employee's specific job duties, job description, and performance stall be reviewed by both the employee and the snpervisar to discuss patterns of for the past year and expectations or recommended plans for improvement for the upcomligg 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 subsequently if any changes are made. The employee's signature on the pe orma tee evaluation form signifies that the performance evaluation has been reviewed with the employees but does not sign* that the employee agrees with the evaluation. no employee must sign all documents (i.e., Poftmance Reviews, Disciplinary Action, etc.) that are: placed in the employee's personnel file whether the employee agrew or disagrees with the document to signify the employee has seen and &mssed said document. If the employee does not sign the document they will be subject to 'Hoary action up to and Wading t inedoo. Each employee shall have the right to see any changes, deletions, or additions to the perfocmaance evaluation made by the i>dnmediate fir, a higher supervisor, department head, or administrator. Such changes shall be diseased with the employee. Tim employee shall be provided with a copy of the completed performance evaluation once it has been signed by all parties in the chain of command. The performance evaluation shall be placed in the employee's official personnel file. Any Pace evaluations, which are not in the official file, shall not be part of the official record of the employee in considering discipline or future perfarnrance evaluations. Employees have the right to review their official personnel She upon and with proper notification. 17.6: Mary Pa iod: Each new employee shall serve a probationary period of six (6) months, which is an extension of the selection Ue probationary period is to give the employee an opportunity to demonstlrate his or her ability to perform the duties of the position. The City may extend the probationary period for up to six (6) months beyond the classification date in order to allow the employee the opporbrnity to cornett deflcienaes in his or her performance. Any absences without pay and absences covered by Worker's Compensation shall automatically extend the probationary period in accordance with Article 8. 911 Fm"6i.,xy Dispatch Technicians will serve a one (1) year probation period 30 DocuSign Envelope ID: 9890CDD0-5CF4-4FCF-A47F-B296A925FCD7 ART'I 18 S,ArA,t if 18.1: The City and IUPA agree to continue meeting with the established Joint Safety Committee to ensure contimiing, on the -job safety in the performance of gam services. The Committee shall be chaired by the Duman Resources DOS � ..b ,, or designee, and up to three (3) members will be selected by the Human Resources Director and up to three (3) members selected by WPA. 18.2: The Safety Committee shall greet regularly, as it may determine, to conaider methods of maintaining and improving job related safety. The Committee shall make recommendations by a majority vote for safety maintenance and improvement, which shall be given due c- a- idaration by the Employer. written response must be meads by the Haman Resources Director to the canmmittee within twenty calendar (20) days of receipt of any written requests made by the Safety Committee. Such re>gna will be approved by the moority vote of the Safety Committee prior to being submitted to the Eho m Resources Director. 18.3: The Employer and IUPA recogoim the mutual responsibilities of maaag and employees to a safe work place and agree to cooperate in maintaining City egnipmeaI and facilities in safe conditicles. 18A The Employer agrees to make copies of the City Safety Manual avaMle to all employees to review. 18.5: Any employee who as a result of an act or by way of their own negligmoe and/or in violation of established safety standwds and policy of the City causes d mage to, or demon 4 property of the City without substantial justification or excrose shell be sabject to prs�ssive discipline action, up to and including termination. 'orally, the employee may be liable for up to the fall cost of or repair of the damaged or destroyed property. The provision of Article 19, Section 19.1 will apply. 18.60. jLGhu": a. with the prior approval of the employee's Department Head, the City shall pay for one (1) pair safety glasses. where prescription safety giasses are needed, the employee, in conjwwtion with the aty's Vision Can Plan, shall 6. � . W'. an We amminadon not more than once every twelve (12) months. The employee shall pay the decbw6ibla to the doctor for the eye examination. The City shall pay for the cost of the first pair of safety frames and safety lenses for those employees required to wear pit esai 1tion safety glasses not to oweed Two Hundred ($200) dollars. b. The City will also pay for the replan of safety lenses due to on the job breakage or r. b ..1ption ChaII^ as needed. An incident report must accoa 1.1 P ny this reques4 which details how the breakage occurred. The report must be signed by the employee's immediate suer before being submitted. 31 UocuSign tnvelope IU: 989UL000-9(:1-4-41-L;I--A4lt--LiZ9bA925F(:Ul 18.7: XUd=9 j oMBMj'on: Any regular full-time employee who sustains a temporary diWOty as a result of and arising out Of employment by the City as provided by the Worker's Compensation Law of the State of Florida, shall, in addition to the benefits payable under the Worker's Compensation Law be entitled to the following: A. During the fist 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 indemnity 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 supplemeatai pay- b. WC Physician states Employee can perform 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 1/3 suppleal 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 win reimburse the City for the fast seven days after they receive the WC payment. B. The employee may utilize any amraed sick or other paid leave in orft to receive supplemental pay based upon his/her normal base pay reduced by Worker's Compensation indemnity payaleent umtri 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. If the employee can so longer work and continues to be on Worker's Cormpensation after the 90� day, the employee wM apply for Long Tam Disability; however, 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. (AIIIVII stands for Maximum Medical Improvement. It is defined as the point at winch an injured worker's medical condition has stabilized and farther functional is unlikely to allow the employee to meet the essential job functions, despite continued medical heart or physical rehabilitation.) D. If any employ % due to an on-the-job injury, is temporarily or partially disabled fiam performing the duties of his/her dikedfication, 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 assist, without induction 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 qualifications for the position. However, an employee shall not be permitted to continue in a light duty position after reacU* his/her maximum 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 the 'injury 32 DocuSign Envelope ID: 9890CDD0-5CF4-4FCF-A47F-B296A925FCD7 sutl'eM has been determined to have been the result of intentional self -infliction or where the &abft or illness continues as a result of the employee's failure to cooperate with medical advice or owrective therapy. G. While receiving employment connected disability benefits, an employee shall be entitled to all benefits, which hd&e would normally, receive pursuant to his&er employment with the City eicc�ept additional accruals of sick and vacation leave. IL Any covered employee receiving proceeds from a disability insuz=ce policy and Worhw's Compensation indemnity payments shall not be allowed to use paid leave, such that they receive a total amount of more than hislher normal take home pay. 18.8: Work 13ootsmhM (a) The City will provide those employees required to wear safety boots/shoes as a part of their job won Two Hundred dollars ($200) per fiscal year, payable to the employee the first full pay period in October of each year. Any employee receiving this benefit will be required to wear the safety booWshoes at all times while performing their City job faction. If an employee begins employment after the first full pay in October, the boot allowance will be prorated by $16.67 per month. Safety boots/shoes must meet the requirements as established by the department. (b) The City will also pay, prorated, for the replaceament of safety bmWahoes due to on the job damage caused as a result of an accident (up to two hundred dollars ($200). An incident report must accompany this request, which details how the damage occurred. The report must be signed by the employee's immediate supwidsor before being submitted. If the damage was a result of the will pay the full cost of the replacement and may be subject to disdplinary 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 cannot wear the safety boots/shoes due to a medical condition they will not be requhW to wear the safety boots/dwes. 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 disbursement for safetyboots/dwm 18.9: If 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 elxgense itn=red by the city for the purchase of the work boots/shoes. 33 DocuSign Envelope ID: 9890CDD0-5CF4-4FCF-A47F-B296A925FCD7 ARTICLE 19 )DOWE 'LIUMARY AMON 19.1 In the event an employee is discharged, suspended without pay, or demoted for disciPlinarY reasons, the City agrees that he shall be provided with written aotifcatioa of the action. This notification shall be hand delivered to the employee or seat by cued ma% return receipt requested, to the address in the Human Resources Department records. 19.2 Except in extraordinary circumstances, before the employee is discharged or suspended without Pay for PY ressoas, the notification described in Section 19.1 will be provided to the employee in advance of the action so as to give the affected employee an opporb><aity to prat 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 descd1W in Article 12.4. AMXLCLE20 SALARY 20.1 For the fist year of this Agreement bargaining unit members shall receive wage increases as follows: (a) From September 19, 2022 to December 31, 2022 bargaining unit members shall receive the new position grade Minimum wage based on the Compcesation Study; (b) Effective October 1, 2022 barge ling 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 (39/6) hourly increase of the employee's hourly wage. 20.2 For the second year ofthis Agmenent (October 1, 2023 through September 309 2024), bargaining unit members shall receive a wage increase of five percent (5%) of the employee's hourly wage. 20.3 For the third year of this Agreemment (October 1, 2024 through September 30, 2025), .. g unit members shall receive a wage increase of five percent (511/6) of the employee's hourly wage. ARTICLE 21 SUBSTANCE ABUSE WaSTING 21.1 The City and the IUPA agree to abide by a Drug Free Workplace as provided for in conjunction with the Federal Drug -Free Workplace Act of 1988, Regulation 28CFk Part 83; the State Drug - Free Workplace Act, Florida Statute 112.455 and 440.102; and the U.S. Department of Transportation, Office of Drug and Alcohol Policy and Compliance, Regulation 49 CFR Part 382. 21.2 An employee subject to drug testing for reasonable suspicion shall be placed on administrative leave with pay pending 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: 989UCUUU-bCF4-4FCF-A4tf-829bA92bFC:Ut N1 V W: 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 insured 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 performing his or her job Ametions. The City uniform shall not be wom at any other time or for any other reason. 22.4 Bmployees in the position of Code Enforcement Offiicer(s) and Evidence s) will be reimbursed up to $45.00 per month for regular full time employees and up to $2250 for part time employees (�. W P.s, required down otting City issued uniforrn cleaned. 22.5 The Brnployw may also provide standardised Polo shirts or othear selected articles of clothing to certain employees, as a means to ea* recognize they work for the City or for other purposes the Employer deems beneficial. As such anti" are the responsibility of the employee to maintain and are not required to be reumud to the City. Since they can also be worn off the job, they are a taxable benefit in accordance with MS Rules. ,ARTICU 23 HDUCATIPN REOP[THS.E Reiraburateat of education expenses by the City of Sebastian for approved educational or training programs will be in conformance with the following: 23.1: Eligibility for Participation in Tuition Payment Plan -- All regular firll-ime employees are eligible for patfiicipatian in the City's Tuition Payment Plan up to the limit of the fronds available for education. This program is available only to employees who have successfully completed ate -year of e�nplayment arJU%13 MW ioaery 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 full-tima employees for any eiigr'ble framing or motional program/An eligible training or educational prograrn/coarse is one that, in the judgment of the Hinman Resources Director and the City Managerr is directly related to the employee's current position or to a related bigber position, and which will improve in a current position or which constitutes preparation for promotion to related higher respo ...ell. Post graduate (ex. Master's, Doctorate, etc.) programs are not included within the tuition payment plan. 35 UocuSign Envelope IU: 989O :UUO-bGF4-4FW—A4/F--13196A92bFCU/ The Tuition Reimbursement Plan is as follows: QMde A B C P-Passing or S-Satisfactory (No grade issued) ° P' 100% 90% 75% loop/6 23.3: Application Procedure — An employee desiring to participate in the City's Tuition Payment Plan shall submit an application fifteen (15) working days in advance to thew Department Head requesting approval for Plan participation. If the Deportment Head recommends the motion program, it will be forwarded to the Human Resownes 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 `bass" in a course which i$ graded on a pass/fail basis — he/shre will submit an official copy of his/her grades along with proof of his/her payment for tuition, req*W books„ or lab foes to the Human Resomces Director. Reimbursement for tuition shall be made in accordance with City policy for reimbursements. The employee's Personnel record will be documented with his/her education achievement. Te dbooks shall become City property at the ca�letion of the course and turned over to the Human R wo i,, w A Director or his/her designee. 235: Transportation — Transportation under the Tuition Payment Plan shall be at the employee's 23.6: The renmbursemeat shall be available for a msximnm total of twenty -for (24) semesw hours or thirty-two (32) quarter hours in any one (1) fiscal year period for eligible employees pending budget an and availability of funds. The maximuaa tuition rate to be reimbursed for participating in the City's Tuition Payment Plan for collego4evel courses is that established annually by the Florida State Legislature for state supported schools. Should an employee select to attend a non -State school, he/she is responsible for the diffinm in tuition. Any employee receiving a scholarship or grant for education will not be eligiible for education r+eimbursenteat. 23.7: Service Requirement —Employees who are reimbursed for such courses (911 Dispatch Courses, College; Technical school, License of any kind, etc.), agree to remain employed by the City of Sebastian for at least three (3) years after completion of the comrse(s). Should an employee leave the City service within three years after completion of the course(s), he/she must return any payments to the City or it will be deducted Snm his/her final paycheck. 23.8: City Mandated Education Courses — If the City requires an employee to attend an educational 4 W�.r&..4i., seminar or conference, the City shall pay tuition, transportation, and meals and lodging in accordance with the City's Travel Policy. 36 UocuSlgn Envelope IU: 989UC:UUU-9i;1-4-41-C:F--A4&-13136A92bl-(;U/ AN"CLEM CATION ,M "AMxSATION PLAN W O= A►WA� 24.1 A Classification and Compensation Plan shall be used to administer the established pay rates of employees, attached as Appendix B. This shall be updated and connoted as needed by the Hmn n Resovraces Director to reflect the approved pay classifications and scale within pay classifications for all positions. Employees shall be paid in accordance with the Classification and cation Plan. The City Manager is responsible for the proper and continuous mar ft-mam of the classification and compensation plan so that it will reflect on a currot basis the being perBormed by each City employee. The Humaa des Director shell amend to the City AIlcmager and the UOIA zainistrative Servioos Director any no. amendments to the plan in the form of new classes and the abolishment of classes no lord required in the plan. Any changes made to the plan will require a study of the new or outgoing position. The Classificatic�a and Comgensatioa Plan will be reviewed annually and based on local, zegionai or in sonde can ziational information, appropriate changes is the avocations to the Classificatio® and Co�anpensatiaa Plan will be made. Human Resources Dh@cW will notify the IUPA of airy change to a job description(s). 24.2 If an employee changes job classifications, his or her job classificiion anmiversary date will *Inge, effective the date of the pronaot%n or demotion. 24.3: 9nWft W A. Pbll Time Employees hired prior to October 1, 2022 will be awarded Longevity pay according to the following schedule: (1) Employees, after having oampleted five (5) years of continuous service with the City, will receive an increase in their base pay of three percent (3%). The throe percent (3%) increase will be added to their base pay the first NU payroll period following their five year anniversary date. (2) Employees, after having campicted ten (10) years of continuous service with the City, will receive an increase in their base pay of five (5%) percent The five percent increase will be added to their base pay effective the date of their ten- (3) year anniversary date. Employees, after having completed fiitkeea (15) years of continuous service wfdi the City, will receive an inomm in thew base pay of five (5°Yo) pent. The five p � , . 6,,.i increase will be added to their base pay effective the date of their fifteen - year atniversary date. (4). Employees, after having completed twenty (20) years of coatihtuous service with the City, will receive an incream in their base pay of five (5%) percw& Mw five percent increase will be added to thenbase pay effeecdve the dateof eaty- year anniversary date. (5). Employees, aft having completed twenty-five (25) years of continuous service with the City, will receive 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 of-theirtwenty-five-year anniversary date. B. pull time employees hired on or aft October 19 2= will be awarded Longevity► pay according to the following schedule: (1) Employees, dw having completed five (5) years of coatiauous 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 percent (3%) increase will be added to their base pay the first full payroll period following their five year armiv+er$ary date. (2) Employees, after having completed ten (10) years of continuous services with the City, will receive an increase in their base pay of five (5%). The five �WU iW1(5%) inaease will be added to their base pay the first hall payroll period Mowing their ten year date. C. Said adjustments) will be based on the employee's original date of hire regardless of the broadbanding wage pesnoeatage the 11 unit member is in at the time he or she attains the required number of years. D. Employees in a part-time ortempmwy stadia at the time of their relevant anniversary date will not be eligible for longevity increases. E. Employees in a probationary or suspension status for more than 6 months due to a demotion or transfer for diecipUnary reasons shall not begin receiving longevity pay increases until they are no longer on probation or Sion. Any pay increase will not be retroactive. ARTICLE 25 SECONDARY %01MM 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 Depai'tanent 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 150. ARTICLE.26 SEVERAB03TX 26.1 If any Article of this Agmuo ,a (or any Section thereof) should be found invalid, unlawfiik or not Womble by judicial authority or by reason of any existing or onbsequentty enacted legislation, all other Articles and Sections of this shall remain in full force and effect for the duration of this Agr+eeeeat. 26.2 In the event of the invalidation of any Article or Section of this Agreement, the City and RNA agree to meet within thirty- (30) working days to discuss replacement of such Article or Section. AWME 27 COUNlSM1NG 27.1 The City will make available to the employees the services of a psychologist or qualified counselor approved by the City for the purpose of helping the employee deal with an "aftermath" of an incident that may be emotionally - i2T ing. This service will be paid for by the City. 38 DocuSign Envelope ID: 9890CDD0-5CF4.4FCF-A47F-8296A925FCD7 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 741hday of June 2023. CITY OF SEBASTIAM FLORIDA INTERNATIONAL IUPA OF POLICE ASSOCIATIONS, AFUCIO LO AQ4k6dny:& LOCAL 6054 g %{dkh(aS I U640 NiC NB2465... �r���f Chief Negotiator By: Joseph Verg and IUPA R resentative Kimbbrly Maison IUPA Representative By. Brian A. Benton Interim City M er By-.-1 A Kenneth W. Killgore CFO/Administrative SSee�rviccees' D' or By:///i Ul(.f�uG� Cynthtq R. Watson, MPAIR, PHR Hum Resources Director APPROVED AS TO FORM and CONTENT: Attest✓ _ [� By: �7 Jeanett tl tams Andrew Mai, Interim City Attorney City Cl 39 DocuSign Envelope ID: 9890CDD0-5CF4-4FCF-A47F-B296A925FCD7 APPIM,IX A, v, CE FORM (Type or PrW Clearly in Ink) NAME OF GRIEVANT: DATE GRIEVANCE OC • A. Give Article(s) and Secdons(s) of Contract which Grievant claims were violated: B. State concisely facts relied on by Grievant: C. State relief requested by Grievant: Signature of Grievant Signabw of the IUPA Shop Steward for Grievant Date Subnutted 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 1 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: (06054) --------------------------------------------------------------------------------- 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-FINAL 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: (#6056 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 Emall: _ (',6056) 42 DDAIA•FINAL 04.01.2021 DocuSign Envelope ID: 9890CDD0-5CF4-4FCF-A47F-B296A925FCD7 100 Goff Cart Attendant Tennis Court Attendant 101 CnmIng Guard 102 FKTechnician CasNer =3 PRIC01AUbUntI a s0tnionst 104 �Bmin Tax Manse Soedatist Clerical Autsisnt II Maintenance Worker- Alroort Overntinns I MaIn tmaneo Wotla:r I Permit TechNdan 1D6 Aocoun Cle71t rralAnolvst nt 'hbaiive Re pp dss 107 U'11 gClerk11 n elf Pm o Enforcement Offt ,Asi nt CeTqVy Saxton t M nlc a ma e rpart alntenenca Wo`ek-,:,r 8 alumna Teeduddaan/�jrdnlst Autstant Records $%% )ht 11 TmfBc Terhn1ran I 1D9 9�er/w Dhq e `nlztrattve /Lordnn echn!dan Plan E once plan MIS Technician TmfRc Technician II 110 Bull 1 I Cortstru octl nSoecialist, Electrical Ina Doctor F7m Inspector Maintenance Worker-AVAcrtOnewtIpm 111 Maintenance Works l Spedai Events Coonl III i6vl Accountant Data: 10/1/2022 Appendix C 100 $ 24,950.00 S 34320A0 S 43.660.00 S 12.00 S 1650 S 21.110 101 $ 26,2D8.00 S 36M&W $ 45,864.00 S 12M $ 17.33 $ 22!i3 102 $ 27,51BAO $ 37.837M $ 48,157.20 $ 13.73 $ 18-19 $ 23-6 103 $ 280432 $ 39,729.69 $ 50,565.06 $ 13.89 $ 19.10 S 24.51 104 $ 31.200.00 $ 42,900.00 $ 54,0750 5 15.00 $ 20.63 $ 26:0 106 $ 33A48.79 S 45992.08 $ 58,53538 $ 16M $ 22.11 S 28.14 107 S 35,171.7 S 48,29L69 S 6L462.15 $ 16,89 $ 2322 $ 2955 108 $ 36,87729 S $0,70627 S 64535.25 S 17.73 S 2438 $ 3L03 I 109 $ 38,72L35 S 5324LSS $ 67,762.02 S VW2 $ 25.60 $ 32SB 110 $ 40AS721 $ 55,90366 $ 71.150.12 $ 1955 5 26.68 $ 3421 111 $ 47,630.07 S 58,69&85 $ 74,707.62 S 2052 $ 28M S 35911 m DocuSign Envelope ID: 9890CDD0-5CF4-4FCF-A47F-B296A925FCD7 >x 44MO S a .� S 7gaal a S aM s "'S 97 S 47=0 ',SOX" $ St#" 's no S ssaz -s no s 41MOM s WMA s 8URAI 'S ae A s XL67 S 43M s 52mom s $ hearse s abate Sean s a an i $544" S 74KOM Mamas s rise SIM S 4M i rt i 44