HomeMy WebLinkAboutDocumentation_Special Meeting_Tab 06_09/16/2010 \ �
� � VILLAGE OF TEQUESTA
AGENDA ITEM TRANSMITTAL FORM
1. VILLAGE COUNCIL MEETING:
Meeting Date: Meeting Type: Special Ordinance #: N/A
September 16, 2010
Consent Agenda: No Resolution #: Glick here ta er�ter texfi.
Originating Department: Human Resources
2. AGENDA ITEM TITLE:
Approve the ratified CWA Union three (3) year contract for the period 2010/2013
3. BUDGET / FINANCIAL IMPACT:
Account #: Various Accounts Amount of this item: Click here to enter text.
Current Budgeted Amount Available: Amount Remaining after item:
�l� Cfick here to enter text.
Budget Transfer Required: Choose an Appropriate Fund Balance: Choose an item.
item.
4. EXECUTIVE SUMMARY OF MAJOR ISSUES:
Consideration and approval of CWA 2010-2013 contract.
5. APPROVALS:
,
Dept. Head: Finance Director:
Attorney: (for legal sufficiency) �� /,�' ¢���/ Yes [!�]' No ❑
Village Manager:
• SUBMIT FOR COUNCIL DISCUSSION: ❑
• APPROVE ITEM: ❑
• DENY ITEM: �
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Memo
To: Michael R Couzzo, Jr., Village Manager I I
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From: Merlene Reid, HR Manager
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Date. September 15, 2010
Re: 2010-2013 CWA Contract
The Village held its final bargaining session with the CWA on Tuesday, July 6 and
on September 14 the members ratified the Contract.
Attached are copies of the following documents:
1. The Tentatively Agreed Upon Contract that were initialed by you and CWA
Union Staff Representative, Gary McCallister
2. 2 copies of the Final Contract for execution
3. The CWA's ratification confirmation notice dated 9/15/2010.
Human Resources is recommending the approval of this contract which will run for
three years, with annual reopeners on the Medical Insurance.
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Reid, Merlene
From: Richard Poulette [rickpoulette@aol.com]
Sent: Wednesday, September 15, 2010 1:48 PM
To: Reid, Merlene
Cc: Mark Merlucci; Gary McAllister
Subject: VOT Contract Ratified
Merlene,
I
Please be advised, on September 14, 2010, a ratification vote was held for the 2010-2013 '
Village of Tequesta Collective Bargaining Agreement. I am pleased to tell you that the CWA
Bargaining Unit ratified the Contract and the Health and Dental Insurance. ',
I would like to thank the Village Bargaining Team, Merlene Reid and Mike Couzzo for working
with us to come to this Agreement. Please let me know when the Council has ratified it.
If you have any questions, please do not hesitate to contact me.
Richard Poulette, President
CWA Local 3181
561-640-5559
Fax: 561-640-9099
rickpoulette(�aol.com
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Reid, Merlene
From: Lucille Turner [LETurner@carson-adkinslaw.com]
Sent: Wednesday, September 15, 2010 2:00 PM
To: Reid, Merlene
Cc: LACarson
Subject: RE: 9/16/2010 AGENDA ITEM: CWA 2010-2013 CONTRACT
Merlene — �
I
We have reviewed the contract (including the tentatively agreed changes, as shown in the document that you �
provided). We have reviewed and discussed the impact of the proposed changes during the course of negotiations. We
don't have any new comments. We understand that the terms of the contract are acceptable to Village management.
Therefore, we agree that the contract should be presented to the Commission for review and ratification.
Lucy Turner
Lucille E. Turner 850-894-1009
Carson & Adkins 800-342-2685
2930 Wellington Circle, Suite 201 FAX 850-894-1677
Tallahassee, FL 32309 LETurner@carson-adkinslaw.com
This transmission is intended to be delivered only to the named addressee(s) and may contain information that is confidential,
proprietary, attorney work-product, or attorney-client privileged. If this transmission is received by anyone other than the named
addressee(s), the recipient should immediately notify the sender by e-mail or telephone at (850) 894-1009 and obtain instructions as to
the disposal of the transmitted material.
From: Reid, Merlene [mailto:mreid@tequesta.org]
Sent: Wednesday, September 15, 2010 9:52 AM
To: Forsythe, Jody
Cc: McWilliams, Lori; Gload, Michelle; LACarson; Lucille Turner; Couzzo, Michael
Subject: 9/16/2010 AGENDA ITEM: CWA 2010-2013 CONTRACT
Jody,
The Village Manager has asked that the above-named item be added to the Agenda for tomorrow's special meeting. A
copy of the paperwork is attached and the original has been forwarded to your department for approval. Also attached
is a list of the employees to assist with verification of the salaries budgeted.
Leonard/Lucy — You reviewed previous drafts, however your comments are being requested for the final document for
submission to Council. Thanks
Merlene
Merlene Reid, M.S., SPHR
Human Resources Director
Village of Tequesta
345 Tepuesta Drive
' Tequesta, FL 33469-3062
Tel: (561) 768-0415
Fax: (561) 768-0697
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AGREEMENT
BETWEEN
VILLAGE OF TEQUESTA
AND
COMMUNICATIONS WORKERS OF AMERICA
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COILECTIVE BARGAINING AGREEMENT
,
October 1, �-2010 - September 30, �2043
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� TABLE OF CONTENTS
ARTICLE NO. PAGE NO .
PREAMRLE .....................................................................................................................1
ARTICLE ......................................................................................................................2
RECOGNITION............................................................................................................2
ARTICLE2 ......................................................................................................................3
REPRESENTATIVES OF PARTIES .............................................................................3
FOR BARGAINING PURPOSES
ARTICLE 3
......................................................................................................................4
MANAGEMENT RIGHTS...... ........................................................................................4
ARTICLE ......................................................................................................................5
NON -DISCRIMINATION ...............................................................................................5
ARTICLE5 ......................................................................................................................6
GRIEVANCEPROCEDURE .........................................................................................6
� ARTICLE 6
......................................................................................................................9
NOSTRIKE ...................................................................................................................9
ARTICLE ....................................................................................................................10
HOURS OF WORKAND OVERTlME .........................................................................10
ARTICLE8 ....................................................................................................................11
UNIFORMS.................................................................................................................11
ARTICLE9 ....................................................................................................................t3
WAGES ............................................................................•----....._...............................13
ARTICLE10 ..................................................................................................................14
INSURANCE...............................................................................................................14
'' ARTICLE '! 1 ..................................................................................................................15
SICKLEAVE ...............................................................................................................95
ARTICLE12 ........................................................... . ...................................................17
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HOLIDAYS AND PERSONAL DAYS ..........................................................................17 �
ARTICLE .................................................................................. ............................18
� VACATIONS ........................................................................... ....................................18
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• TABLE OF CONTENTS
ARTICLE NO. PACE NO .
ARTICLE ..................................................................................................................20
BEREAVEMENTLEAVE ............................................................................................20
ARTICLE15 ..................................................................................................................21
SENIOR(TY ................................................................................................................21
ARTICLE16 ..................................................................................................................22
LAYOFFS ...................................................................................................................22
ARTICLE ..................................................................................................................24
WORKRULES ......................................................................................................�•---.24
ARTICLE18 ..................................................................................................................25
DRUG -TESTING ........................................................................................................25
ARTICLE19 ......... ....................................................................................................27
SAFETY COMMITTEE ...............................................................................................27
ARTICLE ..................................................................................................................28
� LABOR-MANAGEMENT COMMITTEE ......................................................................28
ARTICLE21 ..................................................................................................................29
PAYROLL DEDUCTION OF UNION DUES ................................................................29
ARTICLE ..................................................................................................................31
LEAVEWITH PAY ......................................................................................................31
ARTICLE23 ..................................................................................................................32
PAYBENEFITS ..........................................................................................................32
� ARTICLE 24 ..................................................................................................................34
LEAVEPOLICY ..........................................................................................................34
ARTICLE25 ..................................................................................................................35
APPLICABILITY OF TERMS .......................................................................................35
ARTICLE26 ................................................................................:.................................36
CONTRACT CONSTITUTES ENTIRE AGREEMENT OF THE PARTIES ..................36
ARTICLE ..................................................................................................................37
DURATION, MODIFICATION AND TERMINATION ...................................................37
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� TABLE OF CQNTENTS
ARTICLE NO. PAGE NO .
EXHIBIT ...................................................................................... .... ...
. . .................38
EXHIBIT .................................................................................. .. .
. ... .........................40
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� PREAMBLE
This Agreement is entered into befinreen 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.
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, ARTICLE 1
RECOGNITION
The Village recognizes the CWA as the exclusive bargaining representative, as defined
in Chapter 447, Florida Statutes, as amended, for employees empioyet! in the Unit
defined by the Public Emp{oyees Re{ations Commission, in Certification No. 1080 as
set forth in Exhibit "A."
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. ARTICLE 2
REPRESENTATIVES OF PARTIES
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
pasting 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 withouf pay for the purpose of attending to any Union
Representative activities. Total time off shall be limited to thirty (30) working days per
employee per fiscal year, including time for negotiations.
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• ARTICLE 3
MANAGEMENT RIGHTS
Subject to the specific provisions of this Agreement, the parties agree that the Village I
has and wiil continue to retain the right to operate and manage its affairs in all respects;
and the powers or authority which the Village has not officially abridged, delegated, or
modified by the express provisions of this Agreement are retained by the Village.
The rights of the Village through i#s management officials shall include, but shaff not be
iimited to, the right to determine the organization of Village government; to determine
the purpose for each of its constituent departments; to alter or amend work rules or
regu4ations; to make and enforce productivity or efficiency standards; to aiter ar amend
hours-of-work or work schedules; to exercise controf and discretion over the
organization and eff+ciency of operations of the Village; to set standards for service to
be offered to the public; to direct the employees of the Village, including the right to
assign work and overtime; to hire, examine, classify, promote, train, transfer, schedule
and assign; to suspend, demote, discharge, or take othec discipfinary action against
ernployees for just cause; to increase, reduce, change, contract, modify or alter the
composition and size of the work force, including the right ta relieve employees from
. duties because of lack of work or funds or other legitimate reasans; to contract or
� subcontract future or existing work; to determine the Iocations, methods, means and
personnel by which operations are to be conducted, including the right to determine
whether goods or services are to be made or purchased; to establish, modify, combine
or aboliSh positions; to establish, change or eliminate existing methads of oper.ation,
equipment or facilities, and to establish, implement and maintain an effective internal
security program. The Village has the authority to determine its purpose and mission
and to prepare and submit budgets. �
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� ARTICLE 4
NON-DISCRIMINATION
The Village and the CWA specifically agree that the provisions of this Agteement,
excep# where ex�ressly noted othennrise in the Agreement, shall be equaNy appficabfe
to ail full-time empioyees covered herein without regard to membership or non-
rnembership in a labor organization, as provided by law.
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� ARTICLE 5
GRIEVANCE PROCEDURE
Section 1: I
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 one (1) year of continuous
service) shall not have access to the grievance procedure to challenge discipline or
discharge.
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. ViAage
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 vio{ated; and
(e) relief sought by the employee.
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� The Department Head shali investigate the grievance and respond within fifteen
(15) working days following receipt of the grievance. The Department Head or
designee shail meet with the aggrieved employee as part of his/her investigation.
At hisJher discretion, the aggrieved employee may be accompanied in any �
grievance proceeding by a CWA representative.
A copy af the approved form is attached hereto as Exhibit "B."
Steq 2
If the grievance is unresofved 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 shaU meet with the
aggrieved emptoyee 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 directfy to the Viliage
� Manager.
Stet� 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 �ointly request from the Federa!
Mediation and Conciliation Service a list of five (5) names of qualified arbitrators.
After receipt of such a list, 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 fist. 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.
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S Section 5:
The costs of the arbitrator shall be borne by both parties equaily. Each party shall bea�
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.
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
fifed cofiectivety 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 sha11 be excluded.
By mutua{ 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-
evafuate the employee. The arbitrator's authority is limited to a determination of
whether flr not the employer has correctfy followed the appiicabie Vilfage procedures
related to performance evaluations. In the event that the arbitrator determines the
procedures were not correctly filed, the sofe remedy avaitabie is to return the ma�ter 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 shalt not be
empowered to award damages occcsrring 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 fi(ing 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 g+ve the Village ten (1 Q) working days to rescind the
alleged change or request bargaining with the Union.
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� ARTICLE 6 i
NO STRIKE
The CWA agrees to abide by Florida Statute 447.505. In the event of a change in the
law, the law wil! supersede the Contract.
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i 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 emp{oyee'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:
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Hours of work will be determined by the Viliage. 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 the Village Payroll Supervisor and may be examined there.
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� ARTICLE 8
UNIFORMS
Section 1:
The Village agrees to provide uniforms once per year for unit members that it
determines wili 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 aption and three (3)
shirts in any combination of long steeve or short sleeve at the empfoyee's
option, one (1) tee shirt, and one (1) vest to be provided at the unit
member's option.
�, Equipment 4perator -- Six (6) shirts, either tee shirts, knit shirts oc regutar
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
panfs at the employee's discretion.
Service Technician I 8 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 Foreman -- Six (6) shirts, either tee shirts, knit shi�ts 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.
Pfant 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)
{ong pants or three (3) short pants, or, six (6) long pants at the empfoyee's discretion. �
Service Technician Trainee -- Six (6) shirts, either tee shirts, knit shirts or regular shirts
or any combination at the sole ciiscretion of the Viiiage 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& li -- Six (6) shirts, either tee shirts, knit shirts or regufar shirEs or any
combination at the sole discretion of the Vil{age and six (6) pants, either three {3} tong
pants or three (3) sho�t 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 atlowance of $75.00 per year
(b) Equipment Operator -- shoe allowance of $100.00 per year
(c) Senrice Technician 1& I! -- shoe ailowance of $100.00 per year
(d) Park Foreman -- shoe allowance of $100.00 per year
(e) Plant Operator Trainee -- shoe aiiowance of100.00 per year
(fl Service Technician Trainee -- shoe aliowance of $100.Q0 per year
(g) Plant Operator { 8� I{ -- shoe ailowance of $100.Q0 per year
(h} Deputy Bui{ding Official -- shoe allowance of $100.00 per year
Allowances shall be paid in the "
A�ee�iaa�-aA�i�-first pay period of fhe fiscal year for ti�a���ea�h contract
year�, except that cleaning allowances shaN be paid in one-haff inctements, twice per
year.
Employees who are paid a cleaning atlowance 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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w ARTICLE 9
WAGES
Section 1:
1. All unit members (except for those on new hire probation) shall receive
pertormance reviews within thirty (34) days of Oetober 1. All new hire
probationary employees sha!! 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
Pianning and Review system. Evaluations shall be conducted on a
satisfactory/unsatisfactory basis.
2. There wiil be no wage iacreases for fisca! year 2Q�10-2011. Effective
�ctober 1, 2011 and Ocxaber 9, 2012, unit members wiil receive a
three (3%) percent pay increase. � ' `
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�-»���, A11 s+�--unit members who recelve a"sat�efactory"
evaluation (except for those on new hire probation) shali receive said pay
increase: ° =�'�
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3. Any unit member not on new hire probation who receives an
"unsatisfactory" evaluation shall not be entitled to any salary increase. An
employee on new hire probation who receives an "unsatisfactory I
evaluation" sha(I 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 pertormance revi�w.
At such meeting, the empfoyee may be represented by one ofi 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 hislher choice. The decision of the Depa�tment Head shalf be compteted within
fifteen (15) working days after the meeting between the employee and the Department
Head.
The appeal provisions contained herein shaA not be applicabte to any performance
evaivation rendered to an employee while said employee +s on probationary status. An
� arbitrator cannot re-evaluate an employee, but can only determir+e whether the
employee has been evaluated properly according to the Village procedures.
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ARTICLE 10
iNSURANCE
Section 1:
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1. For fiscal year 201Q-2011, tha�e Viltage agrees to pay one hundred
percent (100%) of the employee cost of heaith insurance. Effective
October 1, ZQ11, empfoyees with single heaith insurance co�erage
shall pay fiiventy flve ($25.OQ) doliara perpay �rioc! (twenty #our pay
periods "pe� year� for'health inau�ance coverage.
2. �'or f�scal year 201Q-2Q11, the�#a Village agrees to pay seventy five
percent (75%) of the cost of �a�e�aF-dependent health insurance
coverage for those Unit Members who elect such coverage. Unit Members
who elect coverage will pay the remaining twenty five percent (25%) by
�.
payroll dedu�tion. E1�fective Octofa�er 1, 2011, em,ployees w[th
dependent hestth insurance coverage sha!! pay iwenty five (35°I4y
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percent of the pcemium fo� such coverage plus aR additional' tit�y
{�Sa:QO� dollars per pey period (twenty fouc pay periods per year�.
� The Vitlage �hafl be responsible for #he remainder o# the heal#h
insurance premium. �
(a) The Village agrees ta pay one hundred percent (100%) of the
employee cost of dental insurance. .
(b) 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.
3. The Village will provide tife insurance for full-time empioyees at one and
one-half (1'/2) times their annual salary, plus an additional Five Thousand
Dollars ($5,000.00}, up to a maximum of $150,000.
This article will be reopened annualiy for renegotiation upon written notice by either
party.
Section 2:
It is the Village's intent that a!I its employees be adequately protected and insured for
health care costs and expenses. Therefore, each Unit Member must enroll in, and
continue to be enroUed during their te�ure with the Village, the Vi{lage's present and
. available health insurance plan and maintain full coverage for themselves at a
minirnum. The Unit Members may enroll eligible dependants at theis option.
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� ARTICLE 11
SICK LEAVE
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
empioyees from losing wages due to illness, and is not intended to be used simply
because it is available.
Sick Isave as�a�(-shail � accrue from the initial date of fuil-time �+fe
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' mployment, ' : '
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�wt��t�s however, an accrued sick time used duri�g the first six t6j �
months of probationary employment, shaii be reimbursed to the Viltage if the
employ�e fRils to succeasfully 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 bene�ts 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 wili 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 quaiified 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 iflness. "Qualified doctor" shalf be a duly
licensed doctor of inedicine. The Vil{age has the right, at its sole discretion, to verify that
Unit Members are usir►g sick leave for the purpose for which it is provided.
Full-time Unit Members may use sick leave when i{!, when the ful{-time Unit AAember
has a doctor's appointment, but not to exceed the extent of time required to comptete
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 su�cient to equa! 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 emptoyee.
Extended use of sick ieave in excess of three (3) days to care for an immediate famity
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member shall ' ' ' `
#�ea�be in accordance with the Family and Med�aa! Leavs Act and Yilfage polic�.
Family and Medical Leave Act (FMLA) shall run concurrently with employee sick leave
usag . 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 hislher accrued sick
leave according to the following scheduie.
YEARS OF PERCENTAGE OF ACCRUAL
EMPLOYMENT PAID TO EMPLOYEE
One (1) through Four {4) 25 Percent
Five (5) through Nine (9) 33 Percent
Ten (1Q) through Nineteen (19) 40 Percent
Twenty (20) or more 50 Percent
� Sec„ tion 4:
Sick Leave Bu Back. Effective December 9 of each fiscaf 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, and who has taken no more than 40 hours of ,
sick leave during the twelve (12) month period immediately preceding ���a� �
�-September 30 of �-the preced�ng fiscal year, may surrender 40 hours for cash
payrnent at one hundred percent (100%) of their current hour{y rate. Any additional
eligible hours may be redeemed at ftfty percent (50°!0) of their cuRent hourly rate.
However, Unit Members must have at least 360 hours of sick leave remaining after
surrendering sick leave for cash payment to be etigible to buy back sick leave under
these provisians.
At the close of the fiscal year, the Village will compite a list of employees who are
eligible to convert excess sick leave to cash payment. If eligible, empioyees will be
notified by the Village of how many days may be converted and the date by which the
, employee needs to decide. Employees wili respond indica#ing the amount of days they �
wish to convert.
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, ARTICLE 12
HOLIDAYS AND PERSUNAI, 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 shalt be paid eight (8) hours of pay at
their regular hourly rate of pay hereinafte� caUed holiday pay: New Year's Day, Martin
Luther King, Jr. Day, President's Day, Memorial Day, lndependence Day, Labor Day,
Veteran's Day, Thanksgiving Day, day after Thanksgiving, day before Christmas Day,
Christmas Day, day before New Year's.
Full-time unit members who work on a holiday defined above, shall receive one and
one-half (1-112) times their base rate of pay and 8 hours of holiday pay (i.e. at their
regular rate).
1n the event a holiday falls upon a Sunday, the following Monday shall be deemed to be
the legaf holiday. In the event the legal holiday falls on a Saturday, the preceding
Friday shall be deemed to be the legal holiday. Where December 24� and 25 and
December 31 and January 7 fall on a Saturday/Sunday, the holidays will be observed
� on the foifowing Monday and Tuesday. Where these dates fall on a FridaylSaturday,
the hoiiday 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 hofiday 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 caiendar year,
which, if not taken in time to be recnrded within the final pay period during that year,
shall no longer be available to the Unit member for utilization.
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� ARTICLE 13
VACATIONS
Section 1:
Vacation leave is accrued at the following rate upon the anniversary of a ful!-time unit
member's date of hire as follows:
DATE OF HIRE ANNUAL VACATION
ANNIVERSARY LEAVE ACCRUAL
One (1) through Four (4) 80 Hours
Five {5) through Nine (9) 120 Hours
Ten (10) or more 160 Hours
Section 2:
The fuii-time empioyee shall earn vacation leave throughout the year. An employee is
eligible for vacation teave with pay after having successfully completed his or her initial
six months probation review. Full time employees with less than one (1) year of
� employment with the Village, who have successfully completed their probationary
period, shaN accrue vacation leave at the same rate as an employee that has achieved
a one (1) year anniversary of employment with the Vil{age as indicated in the table
above. Vacation hours are accrued on a semi-annuai basis during the initial probation
review period (lump sum), and wiil continue to be earned throughout regular
employment, credited at 1/26 of the employee's annual allotment each pay period.
Section 3: .
The maximum carry-over under this Articfe is three hundred and fin►enty (320) hours.
Employees who have completed one (1) year of service must use eighty (80) hours of
vacation time per f+scal year to be entitfed to carry-over 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. Where employees with 1 or more years of service,
do not use a minimum of 80 hours of vacation per fiscal yeai, atl accrued time not
eligible for rollover, will be forfeited. Employees must reGuest al! vacation time off in
writing. All employee requests for vacation time off shall be reasonab4e and in
accordance with that employee's departmental policies governing vacation leave
requests. The Village may not unreasonably deny the �equested time off. If the Vil{age
�a�a��denies the requested time off, resuifi�g in the employee #acing Isave
forfeiture at the end of the fiscal year, he/she sha{I have the option to be paid the
vacation ` hours that were ��s�� denied ��ta�eor
� arrange to have the vacation leave taken between October 1 and December 31 of
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� the current calendar year.
Section 4:
When fuU-time unit members resign their position with the Village in good standing they '�
wi11 be entitled to pay for ali unused vacation leave. However, no employee shall be '
paid for unused vacation leave over 320 hours.
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 abie to work in their position held
immediately prior to the commencement of payment of Workers' Compensation
temporary benefits, the employee wi!{ accrue vacation on the same basis as if regulariy
employed, but such accrual is credited to the employee only upon return to work. If an
employee separates without returning to work, no payment sha{f be made for such
vacation credit.
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� ARTICLE 14
I
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 Spouse's Parent
Child Spouse's Brother I
Parent Spouse's Sister
Sister Spouse's Child
Brother Step-Sister
Grandparents Step-Parents
Grandchild Step-Brother
Domestic Partner Step-Child
To qualify for this benefit in respect of the death of a domestic partner, the employee
must be registered with the O�ce of the Clerk and Comptroller of Palm Beach County,
pursuant to Palm Beach County Ordinance 2006-002.
• 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.
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� ARTICLE 15
SENIORIT1f �
Section 1:
Seniority for purposes of application of this Agreement is an employee's iength of
continuous service with the Viflage, dating from his/her date of hire into a regular
position.
Sec#ion 2:
Seniority shall be used for the purpose of scheduling vacation.
Section 3:
. Seniorify and the employment relationship shal{ be broken and terminated if an
employee:
(a) quits or fails to report to work fo� three consecutive days without notifying
his supervisor;
� {b) is discharged for just cause; or
(c) fai(s to report to work at the termina#ion of a{eave of absence or extension
Thereof.;-�
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� ARTICLE 16 i
LAYOFFS I I
Section 1:
The Village shall have the right to determine the means of effeetuating layoffs. The
Village may impose general across-the-board layoffs, potentially affecting a(I members
of the Bargaining Unit equally, regardless of classification. The Viliage 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 I
inverse order of their seniority if they have equal skill, qualifications and
performance evaluations, HQwev�r, '{�--��employees who �have
greater skills, qualifications and/or superio� pecformance evalua#ions �i�d ,
� fewer or no disciplinary actio�s taken agal�st tHem aver the past
year, may be retained over a�.employees with greater seniority.
(3) There will be no tayoffs during fiscal year 2��6�2041. Bargaining unit
employ�es currently empioyed in the exjsting positions/titl�s li$ted
�n Exhibit A will r�tain t��ei� full-time status for #he duratian oF ttiis
a8reement The V�Il�ige also reccgnfzes the �mployees' nead for
reassu��nce o# jab security and will wack difigently to ceduce the
titc'slihood of layoffs for ths rremafn�er ef tfiis 3 year Agreemen� ln
the �vertt ttiat the l/illage alecfs to lay off vmployees covere►d by this
agceement in 2q11�2a13, tMen Section 2 of Article 9(1Mages� wili be
reopened far negatiations; however, neither the protection of full
time status provi+ded i.n this paragraph nor the reopener wilt prevent
the Yiltage from proeeeding wi#h the impending layoff.
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:
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� (1) Any full-time unit member designated to be laid off shali have the right to
"bump" the least senior full-time probationary unit member in an initial
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 ta a full-time
unit member having less merit than the unit member designated for layoff.
, .
' ` . , . . _ Determj�ation af inerit
wiU �nclude ar� analysis of Factors such �s �length �el=���as� 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 ualified for an existin o enin in a osition of e ual
q g p g p q 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 unif
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 Recalt.
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! ARTICLE 17
WORK RULES
Section 1: '
Each member of the bargaining unit shall be provided with a copy of the Yitiage's
employee handbook, the department's rules and regulations, procedural manuais
formulated by the Village and a copy of this collective bargaining Agreement upon
� ratification of this Agreement. AI! new Unit Members hired after the ratification of the
Agreement shall be provided with copies of the same by the Vi{lage.
Section 2•
Any changes of rules and regulat+ons misst be posted by the Village on all designated
bulletin boards th�ee (3) working days prior to implementation, unless emergency
circumstances dictate the imposition of an immediate effective date for the rule change.
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� ARTICLE 18
DRUG-TESTING .
Section 1 •
The parties agree to implement the �ilage's Drug Free Workplace Policy 3.12.
Section 2:
The authority to order an applicant or employee to submit to drug or alcohol testing
pursuant to the Village's Policy is vested in the Village and its officials acting in the
interests of the Vi(lage. Authority to test is subject to the following guidelines:
(1) All job applicants will be subject to testing without the necessity of �
particular authorization from any ViNage official or representative.
(2) Drug testing which is conducted pursuant to a routine fitness for duty
examination does not require particular authorization from any designated
Village official beyond that required for the examination itself. �
(3) Reasonable suspicion testing must be authorized by a Village employee
� af supervisory or higher status in the Village organization. Supervisors
with information (including through their own observation} concerning
employee drug or alcohoi 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 may consult one or
more of the following: Muman Resources Direct�r., 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.
�4� � . _
, ollow-up testing may be authorized by a
supervisor or higher ranking employee.
Section 3:
Employees who come forward on their own accord seeking assistance for a drug or
alcohol problem (prior to an acc�dent which requirea immediate drug testin�) 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 successfufly complete the rehabilitation, tests positive at a later date, or is under the
, influence of drugs or alcohol at a later date, then the emp{oyee shall be
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ARTICLE 19
SAFETY COMMITTEE
The Safety Committee will be in accordance with the Village's Safety Committee policy
number 7.1.
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! 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 mutua! interest.
This meeting request shal{ be in writing and identify the questions or issues to be
discussed. �
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Section 2:
The purpose of this procedure is to stimulate ideas and foster good working
relationships between #he union and management. These meetings are not intended to
circumvent the chain of command, but d�--to provide the process and method to
communicate ideas, suggestions and avert possible grievances. Grievances must be
addressed through the proper procedure.
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� ARTlCLE 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 da 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 wilf 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
deduet 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 �y�-an
amount equal to finro (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 o# 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 carrecting any such errors or omissions.
(c) An emptoyee of the bargaining unit may submit a written request to the
Village payroll supervisor and the Union President to revoke a dues
deduction authorization which shall be effective within thirty (30) days of
receipt by the Village Payroll Supervisor and the Union President. Copies
of Unit Member written requests for dues deductions revocations received
by the Village payroll supervisor will be supplied to the Union President.
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� Section 3:
The Village shall submit a monthly list of the names and addresses �t��f-seaia���t�
�b�of employees in the bargaining unit, er�pl��e�-on whose behalf dues have
been deducted, including fiheir ViAage employee identification� numbers, s+a�ier��
�, �-date of hire, e��a�+#�e� -date of termination, or date of transfer out of the
bargaining unit for deietions. The payrotl deduction remittance to the Union will be
made ' ' ` ' : after each bi-weekly
payro!! run.
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! ARTICLE 22
LEAVE WITH PAY
Section 1:
Attendance at Meetings; Leave with pay may be granted for Village approved
attendance at afficial Village or work related educationai 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. Unit members shall 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 empfoyee's regular salary and any
compensatian or reimbursement the employee receives for senring 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 p�emises, employees will be given time off, to be determined by the Village, in
order to participa#e in the same.
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� ARTICLE 23
PAY BENEFITS
Sectfon 1. Recall Pav
Employees who are recalled to duty shall be compensated at a rate of 1'l: --� times for
the actual hours worked, or a minimum of two (2) hours, whichever is greater,
Section 2. Standbv Pav
Employees who work in a classification which requires them to be on emergency
standby (Plant Operator Trainee, Plant Operator I& II, Service Technician Trainee and
Service Technician I 8 Il) and subject to call back in case of emergency will receive 4
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 must take
� home a Village vehicle in order to respond when recalled to duty.
Section 3. Certification Pav
Employees who work for the Water Department in the job classifications of Service
Technician and Plant Operator shall receive an additional 5% pay adjustment at their
current rate of pay for receiving a B or C License upon presentation of the same to the
Department Head. 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 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 are
subject to demotion and termination of employment with the Village. Employees who
receive and maintain a Stormwater "B" or "C" Certification wiN receive an adjustment of
5% to their base pay. It is understood that empfoyees who obtain Stormwater
Certification(s) will perform stormwater duties as required. The Village will pay for the
cost of renewal of water licenses. �
Section 4. Emers�encv Status Pav
In #he 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.
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� 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 warked.
Section 5. Maximum Comaensation
Employees receiving holiday pay may receive that compensation in addition to the
appropriate hourly rate for time worked. �
Section 6. Leadworker Pav
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 and will
only be paid this differentiaf after working a minimum of forty (40) hours as a leadworker
each fiscal year.
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. ARTICLE 24
LEAVE POLICY
Section 1. WI��:Uniformed Services Leave
A��Iii�+--Uniformed Services Leave is granted to regular empioyees to serve in the
Armed forces, Reserves, �t�e-t��a�e-•National Guard or �-�ae
�d-�--���-�sesother "uni#ormed �ervicea" that qualify under the Unifor�ned
�e�rvices Emplayme�t and Reempioyment Act (USERRA). �
Employees must notify their supervisor if they are a member o# any of the Ai�t#�e�a� !
- uniformed services outlined abov�. �ie���#iaeFs
a�Quali#ied enlisted personnel `. ., " :' are entitled to up to ,
17 working days annually of ��µUnifprmed: Senrices Leave. There is no loss of !
benefits or seniority while on Military Leave. If military pay is less than the employee's I
Village saiary, the Village will make up the difference, for up to 'i7 days. If a{onger �I
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 L�ave
Administrative Leave with pay may be granted by the Village Manager for special
circumstances in accordance with Villa$e policy.
Section 3. Familv Medical Leave
Family leave �y-:faN-+��is governed by the Family Medical and Leave Act and
Y[Ilage �o.tiey. Employees shall use their accrued sick leave, followed by vacation
�;-andfor 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
_ ` ' rollfng twelve (12) month period.
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� ARTIC�E 25
APPLICABILITY OF TERMS
Unit Members who are regular, full time Village employees shall receive the wages and
benefits provided herein.
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� 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 wi#h 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.
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� ARTICLE 27
DURATION, MODIFICATION AND TERMINATION
The Agreement shaH 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 �81-�?2093.
At least thirty (30) days prior to September 30, �$2013, 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 day of , ;�#{�$2Q10.
ATTEST: VlLLAGE OF TEQUESTA
� Lori McWilliams, CMC Michael Couzzo I
Village Clerk Village Manager
COMMUNICATIONS WORKERS OF
AMERICA
[VILLAGE SEALj �y�� � / ,� G �� A ����
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Gary McCaNister
Staff Representative
Rick Poulette
President
APPROVED BY VILLAGE COUNCIL AT
MEETING HELD ON d�",� ','��98
AUGUST 5, 2010
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� EXHIBIT "A"
Acaountant
Accounting Clerk t and il
Accreditation AssistanflRecords SpecialisUCommunications O�cer
Administrakive Assistant �
Medical BiCling Co�rdinato�
Adntinistra#ive Assistant, Wafer
Administrative 3ecretary, Communi#y Devetopment
As$istant to Viltage Cterk/Records Cierk
8uilding.Inspector/Pta�s Examin�r
Building Permit Coordinator/Licensing Clerl�
GlerklSecretary
Code Compitance O�cer
Co�nmunications :Offi�er �
Communications .Supervisor, Palice ,
C�ew Leade�, F�ub�ics Works ;
Cu�tamer Ssrvic�e Representative t and Il
Gustomer Service Sup�rvisor �
Equipment Q�er�tor
Fiefd Te�hnic3an
� Ins#rumen#at�on Technician
tala�orer
Main#snance WorkQr i and II
Park Supenrisor
Police-Record8 G{erk
Service Technician I and iF
Serv[ce Technician Trainee
Water Plant Operator i and
Water Piant Operator Trainee
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EXHIBIT "B"
C.W.A.NILLAGE 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 plainiy.
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 ,
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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 SfGNATURE:
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STEP 2 (If desired)
EMPLOYEE SIGNATURE:
DATE RECEIVED BY VILLAGE MANAGER:
VILLAGE MANAGER'S RESPONSE:
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 T(� 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 ARTlCLE 5, SECTION 5, STEP 3 �F THE COLLECTIVE
BARGAINING AGREEMENT.
CWA REPRESENTATIVE SIGNATURE
DATE
DATE RECEIVED BY VILLAGE MANAGER
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