HomeMy WebLinkAboutAgreement_General_10/10/2019_CWACOLLECTIVE BARGAINING AGREEMENT
BETWEEN
VILLAGE OF TEQUESTA
AND
COMMUNICATIONS WORKERS OF AMERICA
October 1, 2019 - September 30, 2022
TABLE OF CONTENTS
ARTICLE NO. PAGE NO.
PREAMBLE....................................................................................................................1
ARTICLE1......................................................................................................................2
RECOGNITION....................'........................................................................................ 2
ARTICLE2...................................................................................................................... 3
REPRESENTATIVES OF PARTIES FOR BARGAINING PURPOSES ........................ 3
ARTICLE3......................................................................................................................6
MANAGEMENT RIGHTS............................................................................................. 6
ARTICLE4...................................................................................................................... 7
NON-DISCRIMINATION.............................................................................................. 7
ARTICLE5...................................................................................................................... 8
GRIEVANCE PROCEDURE........................................................................................ 8
ARTICLE6....................................................................................................................12
NOSTRIKE................................................................................................................12
ARTICLE7....................................................................................................................13
HOURS OF WORK AND OVERTIME.........................................................................13
ARTICLE8....................................................................................................................14
UNIFORMS................................................................................................................14
ARTICLE9....................................................................................................................16
WAGES......................................................................................................................16
ARTICLE10................................................................................................18
INSURANCE..............................................................................................................18
ARTICLE11..................................................................................................................20
SICKLEAVE.............................................................................................................. 20
ARTICLE12..................................................................................................................22
HOLIDAYS AND PERSONAL DAYS..........................................................................22
ARTICLE13................................................................................................................... 23
VACATIONS.............................................................................................................. 23
TABLE OF CONTENTS
ARTICLE NO. PAGE NO.
ARTICLE14..................................................................................................................25
BEREAVEMENTLEAVE............................................................................................
25
ARTICLE15..................................................................................................................26
SENIORITY................................................................................................................
26
ARTICLE16..................................................................................................................27
LAYOFFS...................................................................................................................
27
ARTICLE17..................................................................................................................29
WORKRULES...........................................................................................................
29
ARTICLE18..................................................................................................................30
SUBSTANCE ABUSE TESTING................................................................................
30
ARTICLE19..................................................................................................................32
SAFETY COMMITTEE...............................................................................................
32
ARTICLE20..................................................................................................................
33
LABOR-MANAGEMENT COMMITTEE......................................................................
33
ARTICLE21..................................................................................................................
34
PAYROLL DEDUCTION OF UNION DUES................................................................
34
ARTICLE22..................................................................................................................
36
LEAVEWITH PAY......................................................................................................
36
ARTICLE23..................................................................................................................
37
PAYBENEFITS..........................................................................................................
37
ARTICLE24..................................................................................................................39
LEAVEPOLICY..........................................................................................................
39
ARTICLE25..................................................................................................................40
APPLICABILITY OF TERMS......................................................................................
40
ARTICLE26..................................................................................................................41
CONTRACT CONSTITUTES ENTIRE AGREEMENT OF THE PARTIES ..................
41
ARTICLE27..................................................................................................................42
DURATION, MODIFICATION AND TERMINATION...................................................42
TABLE OF CONTENTS
ARTICLE NO.
PAGE NO.
EXHIBIT"A .. .................................................................................................................44
EXHIBIT"B...................................................................................................................46
PREAMBLE
This Agreement is entered into between the Village of Tequesta, Florida, ("Village"),
and the Communications Workers of America ("CWA" ).
It is the intent and purpose of this Agreement to ensure a sound and mutually beneficial
relationship between the parties and to set forth agreement between the parties
concerning wages, hours and other terms and conditions of employment.
ARTICLE 1
RECOGNITION
The Village recognizes the CWA as the exclusive bargaining representative, as defined
in Chapter 447, Florida Statutes, as amended, for employees employed in the Unit
defined by the Public Employees Relations Commission, in Certification No. 1080 as
set forth in Exhibit "A."
2
ARTICLE 2
3'
REPRESENTATIVES OF PARTIES
FOR BARGAINING PURPOSES
Section 1:
Upon request by one party, the other party shall provide, in writing, the name(s) of its
representative(s) within three (3) days of such request. Union representatives for the
purpose of this agreement are defined as the local Union President, Executive Vice -
President, Secretary, Treasurer, Village Vice -President, Village Chief Steward and
Village Steward.
Section 2:
The Union shall be permitted space on existing bulletin boards to post necessary Union
notices of a businesslike non -inflammatory nature. The Union shall supply at its own
expense a bulletin board where the Union feels existing space is inadequate, upon
receiving the prior written consent of the Village Manager, or his designee, prior to
Union placement of any such bulletin board. All notices must be approved prior to
posting by the Village Manager or his designee and signed by an elected official of the
local union.
Section 3:
With prior approval of the Village, Union Representatives who work for the Village may
be granted time off without pay for the purpose of attending to any Union
Representative activities, except in the circumstances outlined at 3a and 3b below.
Total unpaid time off shall be limited to thirty (30) working days per employee per fiscal
year, including time for negotiations.
a. In the event Management requests a meeting with a Union representative
during work hours, or the presence of a representative on a committee, the
Village will be responsible for paying the representative(s).
b. At steps one and two of the grievance hearings with Management, the
employee and one (1) union representative will be paid for attendance at
meetings occurring at a time the employee would otherwise have been
working.
Section 4: Local Union President:
The Local Union President is eligible for the benefits listed in this section.
1. Time Off For Union Activities:
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(a) With prior approval of the Village, an employee who becomes the Local
President may be granted time off without pay for the purpose of attending to
any Union representation activity.
(b) The maximum amount of time that can be taken off under this provision is one
hundred fifty (150) working days per fiscal year. The Local President is not
permitted to take an extra thirty (30) working days off without pay under Section
3.
(c) The Local President will be permitted to accrue sick and vacation leave during
the first sixty (60) days that he/she takes time off pursuant to this provision in
each fiscal year. After the Local President has taken sixty (60) days of leave
under this provision, he/she will only accrue sick and vacation leave during the
remainder of the fiscal year in those pay periods where the Local President has
been in paid status (either working days or on paid sick or vacation leave) for at
least 40 hours of the pay period.
2. Resignation
Upon a Village employee becoming Local President, he/she may elect to resign his/her
position with the Village. If and when the President elects to resign his/her position with
the Village, he/she must give a notice of at least two (2) weeks. If The Local President
who intends to resign gives the required notice, he/she will be allowed to continue those
insurance benefits available to bargaining unit employees, subject to the following:
(a) The Village will not incur any cost associated with allowing the Local President to
continue insurance coverage after his/her resignation. The Local President
and/or the Union will be responsible to pay the full cost that would normally be
paid by the Village.
(b) For Life Insurance purposes, the insurance offered will be one and one half
times the salary of the Local President that was in effect at the time of his
resignation.
(c) The Village's agreement to allow the Local President to continue insurance
coverage is contingent on the availability of . such coverage from the Village's
group insurance providers. The parties acknowledge that some group plan
insurance providers may not allow an employee who resigns his/her employment
with the Village to remain covered, or may limit the time period for which
coverage is available, or impose other restrictions. The Village is not obligated
to provide insurance coverage if the group insurance provider is unwilling to
provide such coverage to a resigned Local President.
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3. Re-employment after Resignation
A Local President who has resigned under the provisions of this section is eligible for
re-employment with the Village, under the following conditions:
(a) Time period for requesting re-employment — the Local President who has
resigned can request to be reemployed by the'Village either:
i. At any time that he/she is still the Local President, or
ii. Within ninety (90) days of vacating the position of Local President.
(b) Positions Available — The Local President is eligible to be re-employed at any
available, vacant Village position for which the Village determines that he/she
meets the minimum entrance requirements. If the Local President requests to
be placed in such a position, the Village will allow him/her to return to work in
that position at the appropriate rate of pay for that position. The Local President
will not be required to compete with other applicants to be appointed to the
position.
(c) Seniority Upon Return — When a Local President returns to Village employment
under the provision, he/she will return with the seniority that he/she had when
he/she resigned.
ARTICLE 3
MANAGEMENT RIGHTS
The Union recognizes that, except to the extent that the Village has agreed otherwise
by the express terms of this Agreement, the Village retains all the rights and authority it
has previously possessed or exercised in the delivery of services to the citizens of
Tequesta and in the organization and direction of the public employees who provide
such services.
It is the right of the Village to determine unilaterally the purpose of each of its constituent
agencies, set standards of services to be offered to the public, and exercise control and
discretion over its organization and operations. It is also the right of the public employer to
direct its employees, take disciplinary action for proper cause, and relieve its employees
from duty because of lack of work or for other legitimate reasons. However, the exercise of
such rights shall not preclude employees or their representatives from raising grievances,
should decisions on the above matters have the practical consequence of violating the
terms and conditions of any collective bargaining agreement in force or any civil or career
service regulation.
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ARTICLE 4
NON-DISCRIMINATION
The Village and the CWA specifically agree that the provisions of this Agreement,
except where expressly noted otherwise in the Agreement, shall be equally applicable
to all full-time employees covered herein without regard to membership or non-
membership in a labor organization, as provided by law.
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ARTICLE 5
GRIEVANCE PROCEDURE
Section 1:
A grievance shall be defined as a dispute over the interpretation or application of the
provisions of this Agreement and a dispute over the discipline or discharge of any unit
member covered by this Agreement.
Section 2:
Probationary employees (new employees with less than six (6) months of continuous
service) shall not have access to arbitration for discipline or discharge, but may grieve
discipline or discharge through step 2 of the grievance procedure where the Village
Manager's answer will be final.
Section 3:
If grievance matters must be attended to during normal working hours, it will be done so
as to cause a minimum of interference with production or services. At Steps One and
Two of the grievance procedures below, the aggrieved employee who filed the
grievance will be paid for attendance at grievance meetings called by the Village
occurring at a time the employee would otherwise have been working for the Village.
Section 4:
Should any grievance arise the parties shall attempt to settle such grievance promptly
through the following steps:
Step 1
The aggrieved employee and/or the Union shall present in writing the grievance to
the Department Head within fifteen (15) working days of the occurrence of the
alleged grievance or of the time the grievant knew or should reasonably have known
of the occurrence of the event leading to the grievance. The written grievance will be
submitted on an approved form and include the following information:
(a) the employee's name and signature;
(b) date of alleged incident giving rise to the'grievance;
(c) all known relevant information concerning the grievance;
(d) Article and section of the Agreement allegedly violated; and
(e) relief sought by the employee.
E
The Department Head shall investigate the grievance and respond within fifteen (15)
working days following receipt of the grievance. The Department Head or designee
shall meet with the aggrieved employee as part of his/her investigation.
At his/her discretion, the aggrieved employee may be accompanied in any grievance
proceeding by a CWA representative.
A copy of the approved form is attached hereto as Exhibit "B."
Step 2
If the grievance is unresolved after Step 1, then the aggrieved employee and/or the
Union may submit the grievance, in writing, along with the response at Step 1 to the
Village Manager, within fifteen (15) working days of the time the Step 1 response
was received. The Village Manager or designee shall meet with the aggrieved
employee as part of his/her,investigation at his/her discretion.
The Village Manager's response to the grievance shall be due in writing within
fifteen (15) working days after the meeting.
Note: Where appropriate, grievances may be submitted directly to the Village
Manager.
Step 3
Where the CWA/employee as the grievant seeks arbitration, they must notify the
Village within thirty (30) working days of the decision of the Village Manager in Step
2.
The Village Manager and the CWA shall jointly request from the Federal Mediation
and Conciliation Service a list of five (5) names of qualified arbitrators.
After receipt of such a list, within thirty (30) calendar days, representatives of the
Village and the CWA shall each alternatively strike names from the list. The party
requesting arbitration shall strike first until only one name remains on the list. The
arbitrator.whose name remains shall be selected and notified by the parties.
The decision of the arbitrator shall be final and binding on both parties, except as
provided by law pursuant to Chapter 682, Florida Statutes, or the circuit court finds
that the arbitrator's decision is clearly erroneous or in violation of public policy. In no
event shall an award be retroactive to a date more than fifteen (15) working days
prior to the date of the filing of the grievance.
Section 5:
The costs of the arbitrator shall be borne by both parties equally. Each party shall bear
the cost of its own representatives and witnesses. If a transcript of the hearing is made,
any party desiring a copy of the transcript shall pay its proportionate share.
Where the Union is not a party and does not represent the aggrieved non-member in
the arbitration proceedings, the grievant must deposit, twenty (20) days prior to the
Arbitration Hearing, in a Village escrow account, a sum equal to the estimated cost of
the compensation and expenses of the arbitrator. Each party shall bear all costs of
preparing and presenting its own case. Either party desiring a record of the proceedings
shall pay for the record and/or stenographic services. The Village will require the
grievant to make the appropriate deposit by cash, money order, or certified check, to be
held by the Village in escrow toward payment of the arbitration costs. If there is a
dispute as to the appropriate deposit, said dispute shall be submitted, in writing, to the
arbitrator for resolution prior to the hearing.
Section 6:
The arbitrator shall have no power to alter, modify, amend or subtract from the terms of
this Agreement.
Section 7:
Grievances involving or affecting more than one member of the bargaining unit may be
filed collectively by the CWA.
Section 8:
For the purpose of this Article, the term "working days" shall be interpreted as Monday
through Friday. Saturday, Sundays and days designated as holidays shall be excluded.
By mutual agreement of both parties, in writing, time frames may be extended during
any Step of the grievance process.
Section 9:
When reviewing a grievance about a performance evaluation, the arbitrator cannot re-
evaluate the employee. The arbitrator's authority is limited to a determination of
whether or not the employer has correctly followed the applicable Village procedures
related to performance evaluations. In the event that the arbitrator determines the
procedures were not correctly filed, the sole remedy available is to return the matter to
the Village for re-evaluation. In any grievance involving issues of back wages, benefits
or any other issue involving continuing money damages, the arbitrator shall not be
empowered to award damages occurring before the date the grievance was filed
retroactive to a date more than 10 (ten) working days prior to the filing of a grievance.
Section 10:
In keeping with the intention of the parties to resolve disputes in an informal manner,
prior to filing an unfair labor practice charge with the Public Employees Relations
Commission over an alleged unilateral change in wages, hours, or terms and conditions
of employment, the CWA will provide written notice to the Village Manager of the
alleged unilateral change and give the Village ten (10) working days to rescind the
alleged change or request bargaining with the Union.
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Section 11:
The Village shall notify an employee in writing of any investigation that could ultimately
result in the imposition of discipline against an employee, within ten (10) working days
of the incident that gave rise to the investigation, or management's knowledge of such
incident, whichever is later. If management fails to meet the time limits specified above,
no discipline shall be imposed on the employee for the occurrence. Where the
employee is not readily available for notice to be served in person, Management will
consider the notification delivered where it is emailed and/or sent via certified mail -to
the employee address(es) on record.
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ARTICLE 6
The CWA agrees to abide by Florida Statute 447.505. In the- event of a change in the
law, the law will supersede the Contract.
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ARTICLE 7
HOURS OF WORK AND OVERTIME
Section 1:
The normal work week shall be seven (7) days from Sunday through Saturday, and
shall consist of 40 hours for full-time employees. Plant Operators and Dispatchers may
receive a half hour meal break. Other unit members shall receive a 30-minute unpaid
meal break and may also receive a 30 minute paid meal break, if work load permits. To
the extent permitted by law, hours worked over forty (40) in any work week shall be
compensated through the use of compensatory time or overtime at the rate of one and
one half hours for all hours at the employee's option.
For the purpose of computing hours worked, sick leave, personal leave, holidays not
worked, and bereavement leave shall not be included as hours worked.
Section 2:
Hours of work will be determined by the Village. Work schedules may be adjusted to
facilitate Department needs. Except in cases of emergency, employees shall be notified
of work schedule changes, other than overtime, three (3) working days in advance of
the work schedule change.
Section 3:
Overtime assignments may be required by the Village and shall be distributed among
those employees who normally perform the work. Overtime work records shall be
maintained by each Village department and may be examined there.
Section 4
Employees may receive overtime compensation in the form of pay or compensatory
time at the employee's option. An employee may not however accumulate more than
an aggregate total of eighty (80) hours per fiscal year under this Article. Any
compensatory time earned in excess of the 80 hours during the fiscal year will be paid
out to the employee in the pay cycle in which it was earned.
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ARTICLE 8
UNIFORMS
Section 1:
The Village agrees to provide uniforms once per year for unit members that it
determines will be required to wear uniforms on -duty as follows:
Communications Officers (Dispatcher)--- Two (2) pants or one (1) pants and one `(1)
skirt to be provided at the employee's option and three (3) shirts in any combination of
long sleeve or short sleeve at the employee's option, one (1) tee shirt, and one (1) vest
to be provided at the unit member's option.
Equipment Operator -- Six (6) shirts, either tee shirts, knit shirts or regular shirts or any
combination at the sole discretion of the Village and six (6) pants, either three (3) long
pants or three (3) short pants, or, six (6) long pants at the employee's discretion.
Service Technician I & II — Six (6) shirts, either tee shirts, knit shirts or regular shirts or
any combination at the sole discretion of the Village and six (6) pants, either three (3)
long pants or three (3) short pants, or, six (6) long pants at the employee's discretion.
Park Supervisor — Six (6) shirts, either tee shirts, knit shirts or regular shirts or any
combination at the sole discretion of the Village and six (6) pants, either three (3) long
pants or three (3) short pants, or, six (6) long pants at the employee's discretion.
Plant Operator Trainee — Six (6) shirts, either tee shirts, knit shirts or regular shirts or
any combination at the sole discretion of the Village and six (6) pants, either three (3)
long pants or three (3) short pants, or, six (6) long pants at the employee's discretion.
Service Technician Trainee -- Six (6) shirts, either tee shirts, knit shirts or regular shirts
or any combination at the sole discretion of the Village and six (6) pants, either three (3)
long pants or three (3) short pants, or, six (6) long pants at the employee's discretion.
Plant Operator I & II -- Six (6) shirts, either tee shirts, knit shirts or regular shirts or any
combination at the sole discretion of the Village and six (6) pants, either three (3) long
pants or three (3) short pants, or, six (6) long pants at the employee's discretion.
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Section 2:
So long as full-time employees in the following classifications are required to wear
uniforms, they shall receive the following annual allowances:
(a) Communications Officers (Dispatcher) -- cleaning allowance of $350.00 per
year & shoe allowance of $100.00 per year
(b) Equipment Operator -- shoe allowance of $125.00 per year
(c) Service Technician I & II -- shoe allowance of $125.00 per year
(d) Park supervisor -- shoe allowance of $125.00 per year
(e) Plant Operator Trainee -- shoe allowance of $125.00 per year
(f) Service Technician Trainee -- shoe allowance of $$125.00 per year
(g) Plant Operator I & II -- shoe allowance of $125.00 per year
(h) Code Enforcement Officer — shoe allowance of $125.00 per year
Allowances shall be paid in the first pay period of the fiscal year for each contract year,
except that cleaning allowances shall be paid in one-half increments, twice per year.
Employees who are paid a cleaning allowance under this Article and who leave before
the end of the fiscal year shall have their final paycheck reduced by an amount equal to
the pro -rated share of the allowance for the remaining months of the fiscal year.
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ARTICLE 9
WAGES
Section 1:
1. All unit members (except for those on new hire probation) shall receive
performance reviews within thirty (30) days of October 1. All new hire
probationary employees shall receive a performance review within ten (10) days
after completion of their six-month probationary status. Evaluations shall be
conducted pursuant to the Village's Performance Planning and Review system.
Evaluations shall be conducted on a satisfactory/unsatisfactory basis.
2. .Effective the first payroll period in respect of the dates outlined below, unit
members will receive the following increase in base pay, which will not exceed
the maximums of the ranges outlined in the Memorandum of Understanding
(MOU) between the Village and the CWA dated June 13, 2019 (copy attached):
Table 1
October 1, 2019:
2%
April 1, 2020:
2%
October 1, 2020:
2%
April 1, 2021:
2%
October 1, 2021:
2%
April 1, 2022:
2%
In October 2020 and 2021, the minimum and maximum of the ranges for the
positions listed in the MOU, will be adjusted using the Department of Labor's
April CPI-U for All Urban Consumers 1982-84=100.
3. Unit members pay will not exceed the stated range maximums. The only
exceptions are employees currently in the Florida Retirement System (FRS)
pension plan at October 1, 2019 who are in the DROP,. and currently above the
maximum of their pay ranges. These employees will receive cash payments
equivalent to the compounded increases outlined in Table 1 of Section 1 above.
These payments will not be added to base pay.
4. Eligibility for pay increase
(a) Regular employees (those who have successfully completed their initial
probationary period) — All regular unit members who have received a
satisfactory evaluation during their most recent evaluation period shall
receive the pay increase.
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(b) New hire probationary employees — Newly hired employees who are still in
their new hire probationary employment period on the date that the pay
increase goes into effect will not receive the pay increase on that date. The
new hire probationary employee shall be given the pay increase effective on
the date that he/she satisfactorily completes the new hire probationary
period. An employee on new hire probation who receives an "unsatisfactory
evaluation" shall be terminated.
Section 2:
Any employee may appeal their performance review to their Department Head, in
writing, within fifteen (15) days of receipt of the performance review by the employee. If
the employee is not satisfied with the decision of the Department Head, the employee
may request a meeting with the Department Head to discuss the performance review.
At such meeting, the employee may be represented by one of the designated employee
Bargaining Unit Representatives, if the Unit Member is a dues paying member of the
Union, or, regardless of the Unit Member's membership in the Union, a representative
of his/her choice. The decision of the Department Head shall be completed within
fifteen (15) working days after the meeting between the employee and the Department
Head.
The appeal provisions contained herein shall not be applicable to any performance
evaluation rendered to an employee while said employee is on probationary status. An
arbitrator cannot re-evaluate an employee, but can only determine whether the
employee has been evaluated properly according to the Village procedures.
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ARTICLE 10
INSURANCE
Section 1:
For fiscal year 2019-20, the Village and the employee will be responsible for
paying the following amounts for the traditional insurance coverage:
Type of Coverage:
Total Monthly
Premium
Employer
Monthly
Contribution
Employee
Monthly
Contribution
Employee Only
$707.18
$707.18
$0.00
Employee + spouse
$1,683.08
$1,439.10
$243.98
Employee + Children
$1,301.20
$1,152.69
$148.51
Employee + Family
$2,206.39
$1,831.59
$374.80
The Village will also provide each employee with a copy of the new premiums
for fiscal years 2020-21 and 2021-22, as soon as they are confirmed and
available.
2. For fiscal years 2020-21 and 2021-22 the Village agrees to pay one hundred
percent (100%) of the employee cost of health insurance and seventy-five
percent (75%) of the cost of dependent health insurance coverage for those
Unit Members who elect such coverage. Unit Members who elect dependent
coverage will pay the remaining twenty-five percent (25%) by payroll deduction
3. The union will continue to be allowed to participate on the committee or task
force established for the purpose of selecting the Village's health insurance
provider. The CWA's participation is for meeting and conferring on this issue
with the Village, however the ultimate responsibility for selecting the provider
and the plan is retained and made by the Village.
4. In those years when a choice between a traditional health insurance plan and a
high deductible health plan (HDHP) is available, and the cost of premiums for
the HDHP plan is less than the premiums for the traditional plan, the Village will
contribute to the health savings account (HSA) of those employees who chose
the HDHP plan.
(a) The Village contribution will be calculated as outlined in the example below.
The employee and children rate will be used to determine the family
contribution.
Start with the monthly amount that the Village is paying for premiums
for participants in the traditional insurance plan.
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ii. Subtract the monthly amount that the Village is paying for premiums
for participants in the HDHP plan
iii. Round the difference to the nearest $10
EXAMPLE
Type of Coverage:
VOT Traditional Monthly
Premium Contribution
VOT HDHP Monthly
Premium Contribution
Monthly Difference
Employee Only
$682.05
$607.22
$74.83 rounded to $70
Employee + Children
$1,254.97
$1,078.52
$176.45 rounded to $180
(b) The Village contribution to the HSA will be made on a monthly basis, and is
subject to the limitation on contributions allowed by IRS for the calendar
year. If the total amount contributed to the employee's HSA by the
employee and the Village has reached the maximum allowed by the IRS for
the calendar year, the Village will not be required to make any contributions
for the remainder of the calendar year.
5. The Village agrees to pay one hundred percent (100%) of the employee cost of
dental insurance.
6. Unit Members will pay one hundred percent (100%) of the cost of dental
insurance for dependents if the Unit Member elects such coverage by payroll
deduction.
7. The Village will provide life insurance for full-time employees at one and one-
half (1'/) times their annual salary, plus an additional Five Thousand Dollars
($5,000.00), up to a maximum of $150,000.
Section 2:
It is the Village's intent that all its employees be adequately protected and insured for
health care costs and expenses. Therefore, each Unit Member must enroll in, and
continue to be enrolled during their tenure with the Village, the Village's present and
available health insurance plan and maintain full coverage for themselves at a
minimum. The Unit Members may enroll eligible dependents at their option.
Employees may however request to opt out of the Village's health insurance plan,
providing that they show proof of coverage elsewhere.
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ARTICLE 11
Section 1:
Regular employees shall accrue sick leave at the rate of 1 day (or 8 hours) of sick leave
for each month of continuous employment. Sick leave is a benefit that. protects
employees from losing wages due to illness, and is not intended to be used simply
because it is available.
Sick leave shall accrue from the initial date of full-time employment, however, any
accrued sick time used during the first six (6) months of probationary employment, shall
be reimbursed to the Village if the employee fails to successfully complete probation.
Section 2:
Maximum Sick Leave Accrual. Sick leave may be accrued to a maximum of 140 days
(1120 hours).
Sick leave shall not accrue during leaves of absence without pay or suspensions in
excess of ten (10) working days per year. When a Unit Member receives Workers'
Compensation temporary benefits and is not able to work in his/her position held
immediately prior to the commencement of payment of Workers' Compensation
temporary benefits, the employee will accrue sick leave on the same basis as if
regularly employed, but such accrual is credited to the employee only upon return to
work. If an employee separates without returning to work, no payment shall be made
for such sick and.vacation credit.
For absences of more than three (3) days, the Village requires a qualified doctor's note
indicating the illness of the Unit Member and verifying the amount of sick leave taken
was necessary based upon the Unit Member's illness. "Qualified doctor" shall be a duly
licensed doctor of medicine. The Village has the right, at its sole discretion, to verify that
Unit Members are using sick leave for the purpose for which it is provided.
Full-time Unit Members may use sick leave when ill, when the full-time Unit Member
has a doctor's appointment, but not to exceed the extent of time required to complete
such appointments, or when an immediate family member (spouse, child, or parent) is
ill, and to supplement Workers' Compensation temporary disability benefits as a result
of an on-the-job injury in an amount sufficient to equal the employee's regular rate of
pay during the period of temporary disability, provided however such supplementary
benefits shall not be paid in excess of the accrued sick leave credited to the employee.
Extended use of sick leave in excess of three (3) days to care for an immediate family
member shall be in accordance with the Family and Medical Leave Act and Village
policy.
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Family and Medical Leave Act (FMLA) shall run concurrently with employee sick leave
usage. Earned sick leave accruals must be exhausted prior to taking an unpaid medical
leave of absence.
Section 3:
Upon separation from the Village in good standing, with proper notice, or for reasons
beyond the employee's control, the employee shall be paid for his/her accrued sick
leave according to the following schedule.
YEARS OF
EMPLOYMENT
One (1) through Four (4)
Five (5) through Nine (9)
Ten (10) through Nineteen (19)
Twenty (20) or more
Section 4:
PERCENTAGE OF ACCRUAL
PAID TO EMPLOYEE
25 Percent
33 Percent
40 Percent
50 Percent
Sick Leave Buy Back. Effective October 1 of each fiscal year, any Unit Member who
has been continuously employed for at least twelve (12) months and who has an
accrued sick leave balance of 480 hours at September 30, and who has taken no more
than 40 hours of sick leave during the twelve (12) month period immediately preceding
October 1 of the preceding fiscal year, may surrender 40 hours for cash payment at one
hundred percent (100%) of their current hourly rate. Any additional eligible hours may
be redeemed at fifty percent (50%) of their current hourly rate. However, Unit Members
must have at least 360 hours of sick leave remaining after surrendering sick leave for
cash payment to be eligible to buy back sick leave under these provisions.
At the close of the fiscal year, the Village will compile a list of employees who are
eligible to convert excess sick leave to cash payment. If eligible, employees will be
notified by the Village of how many days may be converted and the date by which the
employee needs to decide. Employees will respond indicating the amount of days they
wish to convert. Payment will be made on the first payroll run in December of each
year.
21
ARTICLE 12
HOLIDAYS AND PERSONAL DAYS
Section 1:
The Village recognizes the following holidays wherein, unless required to work on that
day, Unit Members shall be given the day off and shall be paid eight (8) hours of pay at
their regular hourly rate of pay hereinafter called holiday pay: New Year's Day, Martin
Luther King, Jr. Day, President's Day, Memorial Day, Independence Day, Labor Day,
Veteran's Day, Thanksgiving Day, day after Thanksgiving, day. before Christmas Day,
Christmas Day, day before New Year's. For unit members who work on shifts, the
holiday will be observed on the actual holiday from midnight to midnight.
Full-time unit members who work on a holiday defined above, shall receive one and
one-half (1-1/2) times their base rate of pay and 8 hours of holiday pay (i.e. at their
regular rate).
For unit members who do not work shifts, in the event a holiday falls upon a Sunday,
the following Monday shall be deemed to be the legal holiday. In the event the legal
holiday falls on a Saturday, the preceding Friday shall be deemed to be the legal
holiday. Where December 24th and 25th and December 31st and January 1st fall on a
Friday/Saturday, the holiday falling on the Saturday will be observed on the Monday,
and where these dates fall on a Sunday/Monday, the Tuesday will be observed as a
holiday.
Unit Members shall only receive holiday pay when they are in pay status on the day
before and the day after the holiday.
Section 2:
Full-time Unit Members shall receive three (3) paid personal days per calendar year,
which, if not taken in time to be recorded within the final pay period during that year,
shall no longer be available to the Unit member for utilization.
22
ARTICLE 13
VACATIONS
Section 1:
Vacation leave is accrued at the following rate upon the anniversary of a full-time unit
member's date of hire as follows:
DATE OF HIRE
ANNIVERSARY
One (1) through Four (4)
Five (5) through Nine (9)
Ten (10) or more
Section 2:
ANNUAL VACATION
LEAVE ACCRUAL
80 Hours
120 Hours
160 Hours
The full-time employee shall earn vacation leave throughout the year as indicated in the
table above. An employee is eligible to take vacation leave with pay after having
successfully completed his or her initial six months' probation review.
Section 3:
a) The maximum carry-over under this Article is three hundred and twenty (320)
hours. Employees must take any leave over 320 hours prior to October 1 of each
year, or they will lose any vacation accrual in excess of the 320 hours.
b) Employees must request vacation time off in excess of one (1) working day in
writing, with a minimum of 72 hours advance notice. All employee requests for
vacation time off shall be reasonable and in accordance with that employee's
departmental policies governing vacation leave requests. The Village may not
unreasonably deny the requested time off. If the Village denies the requested
time off, resulting in the employee facing leave forfeiture at the end of the fiscal
year, he/she shall have the option to be paid the vacation hours that were denied
or arrange to have the vacation leave taken between October 1 and December
31 of the current calendar year.
Section 4:
When full-time unit members resign their position with the Village in good standing they
will be entitled to be paid for all unused vacation leave. However, no employee shall be
paid for unused vacation leave over 320 hours.
23
Section 5:
Vacation leave shall not accrue during leaves of absence without pay and suspensions
in excess of ten (10) working days per year. When a Unit Member receives Workers'
Compensation temporary benefits and is not able to work in their position held
immediately prior to the commencement of payment of Workers' Compensation
temporary benefits, the employee will accrue vacation on the same basis as if regularly
employed, but such accrual is credited to the employee only upon return to work. If an
employee separates without returning to work, no payment shall be made for such
vacation credit.
24
ARTICLE 14
BEREAVEMENT LEAVE
Regular employees shall be granted up to three (3) consecutive work days off at the
employee's discretion for death in the employee's immediate family.
The immediate family shall be construed to mean one of the following:
Spouse
Child
Parent
Sister
Brother
Grandparents
Grandchild
Domestic Partner
Spouse's Parent
Spouse's Brother
Spouse's Sister
Spouse's Child
Step -Sister
Step -Parents
Step -Brother
Step -Child
To qualify for this benefit in respect of the death of a domestic partner, the employee
must be registered with the Office of the Clerk and Comptroller of Palm Beach County,
pursuant to Palm Beach County Ordinance 2006-002, or with the County within which
the employee resides.
If additional time is necessary, the employee may request to use accrued vacation time,
compensatory time off or personal days, or the Village Manager may, at his sole
discretion, grant additional time off without pay.
25
ARTICLE 15
SENIORITY
Section 1:
Seniority for purposes of application of this Agreement is an employee's length of
continuous service with the Village, dating from his/her date of hire into a regular
position.
Section 2:
Seniority shall be used for the purpose of scheduling vacation.
Section 3:
Seniority and the employment relationship shall be broken and terminated if an
employee:
(a) quits or fails to report to work for three consecutive days without notifying
his supervisor;
(b) is discharged for just cause; or
(c) fails to report to work at the termination of a leave of absence or extension
thereof.
26
ARTICLE 16
LAYOFFS
Section 1:
The Village shall have the right to determine the means of effectuating layoffs. The
Village may impose general across-the-board layoffs, potentially affecting all members
of the Bargaining Unit equally, regardless of classification. The Village may impose
layoffs which may impact specific classifications only or other layoff formats that the
Village chooses in order to operate and manage its affairs in all respects. When in the
sole discretion of the Village layoffs will occur, they will be accomplished in the following
manner:
(1) Full-time unit members on probationary status shall be laid off first and in the
inverse order of hire (i.e. latest date of hire first); and
(2) Full-time employees, in affected classifications, will be laid off in the inverse
order of their seniority if they have equal skill, qualifications and performance
evaluations. However, employees who have greater skills, qualifications and/or
superior performance evaluations and fewer or no disciplinary actions taken
against them over the past year, may be retained over employees with greater
seniority.
(3) Bargaining unit employees currently employed in the existing positions/titles
listed in Exhibit A will retain their full-time status for the term of this agreement.
The Village also recognizes the employees' need for reassurance of job
security and will work diligently to reduce the likelihood of layoffs for the term of
this Agreement. The Village cannot guarantee the employment of any
bargaining unit employee. However, the Village will make a good faith effort
and will work diligently to avoid layoffs of bargaining unit employees during the
term of this agreement. The protection of full time status provided for in this
paragraph shall not prevent the Village from exercising its discretion to layoff
employees.
Section 2:
In the event the Village chooses to impose layoffs impacting specific classifications, the
Village recognizes the potential that unit members may be subject to layoff even though
they have a level of skill and training in excess of unaffected employees engaged in
another classification. Therefore, whenever the Village imposes any specific
classification(s) layoff(s) the following procedures shall apply:
(1) Any full-time unit member designated to be laid off shall have the right to
"bump" the least senior full-time probationary unit member in an initial
27
probationary status classification, in another job classification, provided that the
employee has a level of skill and training in excess of such employee(s) as
determined by the Department Heads and the Village Manager.
(2) In the event there are no full-time unit members in or remaining in an initial
probationary status category, the full-time unit member designated for layoff
shall have the right to "bump" or transfer the layoff to a full-time unit member
having less merit than the unit member designated for layoff. Determination of
merit will include an analysis of factors such as length of service, job
knowledge, skills and abilities,_ and the needs of the Village,. as determined by
the Department Heads and the Village Manager.
Section 3:
Laid off unit members who are qualified for an existing opening in a position of equal or
lesser status to their previously held position will be recalled for up to six (6) , months
from the time they are laid off. Laid off unit members shall be recalled on the same
basis in which they were laid off. In the event of a recall, the Village shall notify the unit
member by certified mail, return receipt, of such recall and give the unit member five (5)
days to reply. It is the responsibility of the unit member to keep his/her current address
on file with the Village. No position shall be held open for a unit member for more than
five (5) days after he/she has received the Notice of Recall.
28
I1� 11lei Il =5F]
WORK RULES
Section 1:
Each member of the bargaining unit shall be provided with a copy of the Village's
employee handbook, the department's rules and regulations, procedural manuals
formulated by the Village and a copy of this collective bargaining Agreement upon
ratification of this Agreement. All new Unit Members hired after the ratification of the
Agreement shall be provided with copies of the same by the Village.
Section 2:
Any changes of rules and regulations must be posted by the Village on all designated
bulletin boards five (5) working days prior to implementation, unless emergency
circumstances dictate the imposition of an immediate effective date for the rule change.
29
ARTICLE 18
SUBSTANCE ABUSE TESTING
Section 1:
The Village and the CWA Union recognize that substance abuse in our nation and our
community exacts staggering costs in both human and economic terms. Substance
abuse can be reasonably expected to produce impaired job performance, lost
productivity,_absenteeism, accidents, wasted materials, lowered morale,. rising health
care costs, and diminished interpersonal relationship skills. The Village and CWA Union
share a common commitment to solve this problem and to create and maintain a drug
free work place policy.
The Village and the Union agree to follow the Village of Tequesta Drug Free Policy
3.12, (revised November 13, 2008) with the inclusion of the provisions of this Article.
Section 2:
Additional Testing: In addition to the testing prescribed in the .Village's Drug Free work
place policy, additional testing will be conducted as required by applicable state or
federal laws, rules, or regulations for safety sensitive positions, as identified in Appendix
A.
Section 3:
Post -Accident Testing: If an employee is involved in an accident in which the employee
was driving, and any one of the following occurs: an individual dies, an individual suffers
a bodily injury and receives medical treatment away from the scene of an accident or
the driver is determined to be at fault for the accident by a law enforcement agency.
Section 4: -
Random Testing: Testing employees for alcohol and controlled or illicit drugs shall be
performed for safety sensitive positions. Random selection of employees will be made
by a random selection software program two (2) times per annum. Employees selected
for random testing shall be tested on the day the employee is selected on duty. If not on
duty, the employee shall be tested immediately on the employee's return to work. The
Village shall test a minimum of two (2) employees at a time.
Section 5:
The Village reserves the right to test for any other drug deemed to be illegal by any
federal, state, or local law or regulation at levels provided for by applicable law.
01
Section 6:
Reasonable suspicion testing must be authorized by one (1) Village employee of
supervisory or higher status and one (1) law enforcement officer trained in indicators of
probable alcohol and drug abuse. Supervisors with information (including through their
own observation) concerning employee drug or alcohol use in violation of this Policy are
authorized to make a determination as to whether he or she believes there is a
reasonable suspicion that the employee is using or has used drugs or alcohol in
violation of this Policy. This decision must be made by a supervisory or higher ranking
employee,..but.he or she, if not trained in indicators of probable alcohol and drug abuse,
shall consult one or more of the following employees providing they are trained in
indicators of probable alcohol and drug use: Human Resources Director, Department
Head, Safety Committee Chair, Village Attorney, or Village Manager. An order to submit
to testing may be given by the decision -maker or another appropriate supervisory
employee.
Section 7:
Employees who come forward on their own accord seeking assistance for a drug or
alcohol problem (prior to an accident which requires immediate drug testing) shall be
given a one-time opportunity to go through rehabilitation under the Village's Employee
Assistance Program without being subject to discipline. If the employee does not
successfully complete the rehabilitation, tests positive at a later date, or is under the
influence of drugs or alcohol at a later date, then the employee shall be terminated.
31
SAFETY COMMITTEE
The Safety Committee will be in accordance with the Village's Safety Committee policy
number 7.1.
32
ARTICLE 20
LABOR-MANAGEMENT COMMITTEE
Section 1:
At mutually agreeable times, representatives of the Union and Management shall meet
upon request of either party for the purpose of discussing any matter of mutual interest.
This meeting request shall be in writing and identify the questions or issues to be
discussed.
Section 2:
The purpose of this procedure is to stimulate ideas and foster good working
relationships between the union and management. These meetings are not intended to
circumvent the chain of command, but to provide the process and method to
communicate ideas, suggestions and avert possible grievances. Grievances must be
addressed through the proper procedure.
33
ARTICLE 21
PAYROLL DEDUCTION OF UNION DUES
Section 1:
The Village agrees to make payroll deductions based upon an annual calculation of
Union dues when authorized to do so by the employee on a form certified to the Village
by the Secretary -Treasurer of the Union and to pay over to the Secretary -Treasurer of
the" Union -any amounts so deducted. Annual union dues are calculated by multiplying
monthly union dues times twelve (12).
Section 2:
(a) The Village agrees that, upon receipt of an individual written request on a form
specified in Section 1 and signed by an employee covered by this Agreement,
it will deduct biweekly from such employee's wages the amount of Union dues
and initiation fees specified in such request not to exceed 1/26th of the annual
union dues. Additionally, the Village will deduct the full initiation fee, if any, from
the employee's wages in a lump sum upon the initial payroll deduction to be
implemented for Unit Members authorizing such deduction. The Village will
forward an amount equal to two (2) hours of wages per month or the amount
thereof determined by the union for each employee authorizing the same, plus
initiation fees authorized by a Unit Member, if any, to the Secretary -Treasurer
of the Union or his/her authorized agent as may be requested in writing.
(b) In general, dues deduction will be made in designated pay periods, for properly
executed dues deduction authorizations received by the appropriate Village
representative on or before the 15th day of the following month. The Village
shall assume no responsibility either to the employee or to the union for any
failure to make or for any errors made in making such deductions. The Village
will make such efforts as it deems appropriate in correcting any such errors or
omissions.
(c) An employee of the bargaining unit may submit a written request to the Village
and the Union President to revoke a dues deduction authorization which shall
be effective within thirty (30) days of receipt by the Village and the Union
President. Copies of Unit Member written requests for dues deductions and
revocations received by the Village will be supplied to the Union President.
34
Section 3:
The Village shall submit a monthly list of the names and addresses of employees in the
bargaining unit, including their Village employee identification numbers, date of hire,
date of termination, or date of transfer out of the bargaining unit for deletions and
indicating on whose behalf dues have been deducted and the amount. The payroll
deduction remittance to the Union will be made after each bi-weekly payroll run. This
list will be sent to the Secretary/Treasurer of the Union and a copy will be sent to the
CWA Local Union President.
35
ARTICLE 22
LEAVE WITH PAY
Section 1:
Attendance at Meetings: Leave with pay may be granted for Village approved
attendance at official Village or work related educational meetings, conferences or
seminars, if authorized in writing by the Department Head.
Section 2:
Jury Duty or Witness Duty: Leave with pay will be granted for jury duty, pursuant to
applicable law, upon presentation of the summons, in advance of the leave requested,
to the Department Head. Additionally, the Village will allow leave with pay for cases
where the employee witnessed incidents while on Village duty. Unit members shall
however, receive no pay for witness duty as a result of litigation or an administrative
hearing between the Village and the CWA and/or any unit employee(s). A full-time unit
member may use personal days and vacation accruals for time -off associated with such
witness duty with the prior permission of the Department Head upon presentation of a
subpoena to the Department Head.
The Village will pay the difference between the employee's regular salary and any
compensation or reimbursement the employee receives for serving on jury duty. In
order for unit members to receive their regular paycheck, checks received from the
court must be submitted to the Finance Department. Employees who are called to
testify on behalf of the Village will be given time off with pay.
Section 3:
Blood Donation: In the event the Village participates in a blood donation drive on the
Village premises, employees will be given time off, to be determined by the Village, in
order to participate in the same.
36
ARTICLE 23
PAY BENEFITS
Section 1. Recall Pay
Employees who are recalled to duty shall be compensated at a rate of 1'/2 times for the
actual hours worked, or a minimum of two (2) hours, whichever is greater.
Section 2. Standby Pay
Employees who work in a classification which requires them to be on emergency
standby and subject to call back in case of emergency will receive 7 hours pay per
week at the employees' current hourly rate of pay. If the standby assignment is on a
rotation, the amount of standby pay will be prorated. If standby assignments cease, the
amount of standby pay will be discontinued. Unit members on standby who do not
respond when called by the Village shall not be provided with standby pay for that day
and may also be subject to disciplinary action; Unit members on standby who call in
sick for regular duty shall not respond to call back on that day nor shall they receive
standby pay for that day. Unit members on standby may take home a Village vehicle in
order to respond when recalled to duty.
Section 3. Certification Pa
Employees who work for the Water Utility Department in the job classifications of
Service Technician or Plant Operator, shall receive an additional 5% pay adjustment at
their current rate of pay for receiving a B or C Drinking Water License or the Level 2 or
3 License for the Distribution System. The license must be presented to the Department
Head for the pay adjustment to be effected. The Village will pay for the cost of renewal
of said license. In the event the Water Department goes to an A status, as determined
by the Department of Environmental Protection, employees receiving an A Drinking
Water license or a Level 1 Distribution license, shall receive a 5% pay adjustment upon
presentation of the same to the Department Head. Any employee losing their license(s)
shall have the referenced pay adjustment(s) rescinded and will be subject to termination
of employment with the Village.
Employees who receive and maintain a Stormwater "B" or "C" Certification from
FWPCOA will receive an adjustment of 5% to their base pay. It is understood that
employees who obtain Stormwater Certification(s) will perform stormwater duties as
required. The Department head will approve the need for this certification.
The Village will pay for the training and testing, however if the employee fails the testing
after one attempt, any future costs will be the employee's responsibility. Any employee
who after a second attempt within an 18-month period, is not able to pass their testing
37
as a requirement of their job, will be subject to termination of employment with the
Village.
Employees who also obtain the certifications outlined below will receive an annual
payment of $650, payable on October 1 of each year, providing these certificates are
kept current. Any employee losing their certifications) shall not receive the referenced
payment. For newly attained certification, payment will be prorated to the date that the
certificate was awarded.
Accredited Backflow Prevention Assembly Tester Certification
FDEP's Stormwater, Erosion and Sedimentation Control Inspector Certification
The Department head will approve the need for these certifications.
Section 4. Emergency Status Pay
In the event of a declared emergency or hurricane, if the Village sends employees
home during an emergency situation or hurricane, those employees will receive regular
pay for that day and it will also be counted for the purpose of computing overtime.
Any employee who is called in to work or is scheduled to work during a declared
emergency or hurricane shall receive time and one half for every hour worked.
Section 5. Maximum Compensation
Employees receiving holiday pay may receive that compensation in addition to the
appropriate hourly rate for time worked.
Section 6. Leadworker Pay
A leadworker is responsible for assigning and reviewing the work of other employees in
the absence of other supervision. This is a temporary assignment and shall not include
hiring decisions, performance reviews, or disciplinary actions. An employee assigned
as a leadworker shall be paid five percent (5%) above his or her current salary.
Section 7. Working in a Higher Classification
Employees assigned to work in a higher classification for more than sixteen (16)
consecutive hours or two (2) consecutive work days in a fiscal year, shall be paid at the
minimum of the higher classification or five (5%) percent of the employee's current rate,
whichever is higher, from hour 1.
38
ARTICLE 24
LEAVE POLICY
Section 1. Uniformed Services Leave
Uniformed Services Leave is granted to regular employees to serve in the Armed
forces, Reserves, National Guard or other "uniformed services" that qualify under the
Uniformed Services Employment and Reemployment Act (USERRA).
Employees must notify their supervisor if they are a member of any of the uniformed
services outlined above. Qualified enlisted personnel are entitled to up to 240 working
hours annually of paid Uniformed Services Leave in accordance with the provisions of
Florida Statutes, Section 115.07. There is no loss of benefits or seniority while on
Military Leave. If a longer period of leave is required, the leave is unpaid but employees
still accrue vacation time and lose no seniority. Employees must present their orders
and documentation of the pay they receive, if any, from their military position.
Section 2. Administrative Leave
Administrative Leave with pay may be granted by the Village Manager for special
circumstances in accordance with Village policy.
Section 3. Family Medical Leave
Family leave is governed by the Family Medical and Leave Act and Village policy.
Employees shall use their accrued sick leave, followed by vacation and/or personal
leave for this purpose when taking family and medical leave as provided by federal law.
If accrued paid leave is exhausted the remainder of the leave shall be without pay.
Family Medical Leave shall not exceed twelve (12) weeks per rolling twelve (12) month
period.
39
ARTICLE 25
APPLICABILITY OF TERMS
Unit Members who are regular, full time Village employees shall receive the wages and
benefits provided herein. .
40
ARTICLE 26
CONTRACT CONSTITUTES ENTIRE AGREEMENT OF THE PARTIES
The parties acknowledge and agree that during the negotiations which resulted in this
Agreement, each had the unlimited right and opportunity to make demands and
proposals with respect to any subject or matter included by law within the area of
collective bargaining and that all the understandings and agreements arrived at by the
parties after the exercise of the right and opportunity are set forth in this Agreement.
This Agreement may be amended by mutual agreement of the parties but any
amendment must be in writing and signed by duly authorized representatives of the
parties before it will be effective.
41
ARTICLE 27
DURATION, MODIFICATION AND TERMINATION
The Agreement shall be effective upon ratification of the Parties, (except those Articles
which explicitly provide for a different effective date) and shall continue in full force and
effect until the thirtieth (30th) day of September 2022.
At least thirty (30) days prior to September 30, 2022, either party hereto shall notify the
other, in writing, of its intent to modify, amend, or terminate the Agreement.
Failure to notify the other party of intention to modify, amend, or terminate as
hereinabove set forth, will automatically extend the provisions and terms of this
Agreement for a period of one (1) year, and each year thereafter absent notification.
SIGNED this 1 2
ATTEST:
day of. A)ALcv" bAe!
'�c me,Lori McWilliams, McWilliams,'eMEMMc
Village Clerk
[VILLAGE SEAL]
SEAL
INCORPORATED:'
4
VILLAGE OF TEQUESTA
Je Vy
Allen
ill ge Manager
Hugh D nG�k ey
Finance Director
Director, HR & Risk Management
COMMUNICATIONS WORKERS OF
AMERICA
Jo a Rodriguez
Staff Representative
Rick Poulette
President
Vincent Chesnes
Chief Steward
APPROVED BY VILLAGE COUNCIL AT
MEETING HELD ON OCTOBER 10, 2019
:�3
EXHIBIT A
Accountant
Accounting Clerk I
Accounting Clerk II
Accounting & Utilities Clerk
Administrative Assistant I -Fire
Administrative Assistant I -Police
Administrative Assistant I -Village Clerk
Administrative Assistant I -Water Distribution
Administrative Assistant I -Water Production
Administrative Assistant II -Fire
Administrative Assistant II -Police
Administrative Assistant II -Village Clerk
Administrative Assistant II -Water Distribution
Administrative Assistant II -Water Production
Administrative Assistant/Medical Billing Coordinator
Assistant to the Village Clerk/Records Clerk
Building Inspector/Plans Examiner (Safety Sensitive)
Building Permit Coordinator/Licensing Clerk I
Building Permit Coordinator/Licensing Clerk II
Code Compliance Officer I (Safety Sensitive)
Code Compliance Officer II (Safety Sensitive)
Communications Officer I (Safety Sensitive)
Communications Officer II (Safety Sensitive)
Communications Supervisor (Safety Sensitive)
Crew Leader (Safety Sensitive)
Custodian (Safety Sensitive)
Customer Service Representative I
Customer Service Representative II
Customer Service Supervisor
Electrician I (Safety Sensitive)
Electrician II (Safety Sensitive)
Foreman (Safety Sensitive)
Information Technology Specialist
Instrumentation Technician (Safety Sensitive)
Instrumentation Technician Trainee (Safety Sensitive)
Lead Service Technician (Safety Sensitive)
Maintenance Worker kParks & Recreation (Safety Sensitive)
Maintenance Worker I -Public Works (Safety Sensitive)
Maintenance Worker II -Parks & Recreation (Safety Sensitive)
Maintenance Worker II -Public Works (Safety Sensitive)
Mechanical Technician (Safety Sensitive)
Park Supervisor (Safety Sensitive)
Police Records Clerk
44
Police Records Clerk
Service Technician I (Safety Sensitive)
Service Technician II (Safety Sensitive)
Service Technician Trainee (Safety Sensitive)
Water Plant Lead Operator (Safety Sensitive)
Water Plant Operator I (Safety Sensitive)
Water Plant Operator II (Safety Sensitive)
Water Plant Operator Trainee (Safety Sensitive)
45
EXHIBIT "B"
C.W.A./VILLAGE OF TEQUESTA GRIEVANCE FORM
Note: Before filling out this form, carefully read Article 5 of the VOT & CWA Collective
Bargaining Agreement, Grievance Procedure. Please type or print plainly.
NAME
TITLE
DEPT . TODAY'S DATE
MAILING ADDRESS
EMPLOYEE MUST PROVIDE THE FOLLOWING INFORMATION:
1) DATE OF ALLEGED INCIDENT GIVING RISE TO THIS GRIEVANCE:
2) ARTICLE AND SECTION OF THE AGREEMENT ALLEGEDLY VIOLATED
3) RELEVANT INFORMATION CONCERNING THE GRIEVANCE
RELIEF SOUGHT BY EMPLOYEE
NOTE: ATTACH ADDITIONAL SHEETS, IF NEEDED
EMPLOYEE SIGNATURE:
STEP 1-
DATE RECEIVED BY DEPARTMENT HEAD:
DEPARTMENT HEAD RESPONSE/ACTION/COMMENTS:
NOTE: ATTACH ADDITIONAL SHEETS, IF NEEDED
DATE OF DEPARTMENT HEAD RESPONSE:
DEPARTMENT HEAD SIGNATURE:
46
STEP 2 (If desired)
EMPLOYEE SIGNATURE:
DATE RECEIVED BY VILLAGE MANAGER:
1TII_IKAM: a►Ti/_1k!Fffej ;may0*42i1►r[-lia
Note: Attach additional sheets, if needed.
DATE OF VILLAGE MANAGER'S RESPONSE:
VILLAGE MANAGER'S SIGNATURE:
STEP 3 (If desired)
I AM NOT SATISFIED WITH THE STEP 2 RESPONSE AND WISH TO APPEAL THIS
GRIEVANCE TO ARBITRATION. ACCORDINGLY, THE EMPLOYEE SHALL
FORWARD THIS TO THE CWA FOR A DECISION RELATIVE TO PROCEEDING
WITH ARBITRATION.
EMPLOYEE SIGNATURE:
DATE RECEIVED BY FOP REPRESENTATIVE:
THE CWA HAS DECIDED TO APPEAL THIS MATTER TO ARBITRATION
PURSUANT TO ARTICLE 5, SECTION 5, STEP 3 OF THE COLLECTIVE
BARGAINING AGREEMENT.
CWA REPRESENTATIVE SIGNATURE
DATE
DATE RECEIVED BY VILLAGE MANAGER
47