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March 2nd, 2010
This afternoon, the Miami-Dade County Commission approved the Rank & File contract and the Supervisory contract today with an 11-2 vote. The only "no" votes were Commissioners Gimenez and Barreiro.
February 24, 2010
Last night the votes were counted resulting in the ratification of both the Rank and File contract, as well as the Supervisory contract.
Rank and File: 93% voted yes for the contract
Supervisory: 98% voted yes for the contract
Now, the Commission must finalize the process by ratifying both contracts. We believe the County is trying to place the items on the March 2, 2010 agenda. We will keep you updated.
Thank you to all who took the time from your schedules to have your voices heard. Stay safe.
February 11, 2010
Last night, the PBA
Board of Directors unanimously voted to bring forth the proposed contracts
for your consideration. There will be a question and answer session on
February 16, 2010, between the hours of 9 a.m. to 5 p.m. at
the PBA building, 1st floor. This will be an opportunity for all who
wish to come in and speak to us or ask questions to do so.
The ratification will
take place FEBRUARY 23, 2010, at three different locations between
the hours of 7 a.m. to 7 p.m:
SOUTH:
Command Bus at the Park and Ride, Turnpike & SW 152 St.
CENTRAL:
PBA Building, 10680 NW 25 Street, Third Floor Conference Room
NORTH:
Hotel Indigo, Miami Lakes, 7601 Miami Lakes Drive (east of the Palmetto),
Lester Collins Board Room
Below are the bullet
points and key notes for both the Rank and File and Supervisory contracts,
please read through them thoroughly.
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CBA
Rank and File
Bullet Points 2008-2011
Incorporate language to comply with current practice and Section 447,
Florida Statutes
Binding arbitration for all disciplines including termination;
incorporate civil procedure/discovery rules
Incorporate language regarding current practice and Association services
Provides that PCB Review Panels must be sworn personnel and 14 day time
frame for decisions
Department must provide entire IA file prior to interview or discipline;
probation not extended if relieved of duty with pay; ROC effect for 2
years and not for progressive discipline; if forfeit leave in lieu of appeal
can still work OT and/or off-duty; retroactive promotion if delay due to
pending investigation; ability to strike a hearing examiner; explanation of
current practice regarding pre-hearing conference, employee option to take
time in lieu of suspension, appeal of written reprimands, review of relief
of duty, DAR rebuttals
Incorporate language to match current practice and ordinances regarding
cost of representation in civil suits and criminal cases arising out of
employees’ employment
Employees must be notified if reports, records, radio communications
and/or GPS information relating to the employee is requested pursuant to
Chapter 119
Physicals every 5 years, will include an optional ultrasound;
Incorporate language regarding current practice of second opinions from
employee’s private physician on light duty and fit for duty cases. If the
private physician and the County physician disagree, both physicians will
agree to a third physician, whose opinion will be final and binding.
Five years of continuous County employment before eligible for promotion
(current employees are grand-fathered in); eliminate current Assessment
Center and develop new process; promotional vacancies will be filled within
3 pay periods, effective to 2 pay periods
Non-sworn personnel not allowed or required to secure any facility in
the absence of sworn personnel; incorporate language for OC spray and
protective vests for C&R; MDPD to provide semi-automatic weapons;
replacement weapon must be provided if involved in a shooting incident
If demoted you retain seniority
Holiday leave increase to 6 weeks/240 hours
for non-sworn personnel, (sworn is unlimited); ability to cash out holiday
leave earned for that fiscal year for all PBA bargaining unit members
PBA bargaining unit members with more than 20
years can cash out sick leave that qualifies to be converted to annual leave
for the year; funeral leave increased to 5 days; additional family members
now included; added shift differential to sick leave pay out for death or
disability retirement
Military leave extended to thirty (30) days;
accrual of holiday leave while on military leave
Funeral expenses for all PBA bargaining unit
members killed in line of duty increased to $15, 000.
Four (4) hour minimum OT for call back on day off; Four (4) hour minimum
for each consecutive court appearance scheduled three (3) hours or more
apart and more than one (1) hour prior to shift
Off-duty rates increase by $2.00; highest
rate agreed upon same for all who work it; added any sporting or
entertainment event with attendance of 35,000+ (used to be 40,000) for
supplement, which increases from $3.00 to $5.00; off-duty rate double for
holidays, Super Bowl and listed championship games; can work off-duty up to
144 hours per pay period during annual, holiday or comp leave
Comp time max increase to 200 hours for all
PBA bargaining unit members; cannot change or alter schedules to avoid
paying differentials (in addition to not being able to change schedules to
avoid overtime)
Departments will send Honor Guard to DC for
Law Enforcement Memorial Week
Keep gun upon retirement; County’s
contribution toward retiree’s health insurance continues; retirement benefit
increase to $150 per month and will include MDPD dispatchers, dispatch
supervisors and complaint officers and supervisors
County can recover erroneous overpayment
within reasonable time only after attorney and member contacted; entrance
pay increase for sworn personnel increases one step in September 2010 and
another step September 2011; merit and longevity increases suspended for
one year, automatic reinstatement; longevity bonuses suspended
for one year, automatic
reinstatement
Corrections leave rule increased from 5% to
10%
Upon ratification, 5% of
base wages to
be paid toward group health insurance; 3% wage increase July 2011
Clarifying language regarding the existing
one (1) pay step for certified divers; clarifying language regarding
existing one (1) step supplement for police sergeants, complaint supervisors
and dispatch supervisors who are field training or communications training
supervisors; MDPD dispatchers and complaint officers receive training one
(1) step supplement if train for one shift; add language regarding existing
one (1) step supplement for all C&R forensic units; one (1) step supplement
for forensic computer lab officers and sergeants; clarifying language
regarding the existing one (1) step supplement for police officers, police
sergeants, correctional officers, correctional corporals and correctional
sergeants assigned to training bureau and certified by FDLE by completing
the Instructor Technique Workshop or Curriculum Maintenance System Course
Criminalist 2 become non-job basis
Involuntary transfer reasons must be in
writing
Incorporate language regarding sexual
orientation discrimination to follow federal law
Incorporate language regarding ordinance on
the PPVP
30
days for
County to render decision on disability leave appeals
Allows for review of satisfactory evaluations
if PBA bargaining unit member can show support of such review
Labor-management meetings shall be binding
Suspend flex benefits for one year,
automatic reinstatement
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CBA
Supervisory
Bullet Points 2008-2011
Incorporate language to comply with current practice and Section 447,
Florida Statutes
Binding arbitration for all disciplines including termination;
incorporate civil procedure/discovery rules
Incorporate same language as rank and file
Incorporate language regarding current practice and Association services
Provides that PCB Review Panels must be sworn personnel and 14 day time
frame for decisions
Department must provide entire IA file prior to interview or discipline;
probation not extended if relieved of duty with pay; ROC effect for 2
years and not for progressive discipline; if forfeit leave in lieu of appeal
can still work OT and/or off-duty; retroactive promotion if delay due to
pending investigation; ability to strike a hearing examiner; explanation of
current practice regarding pre-hearing conference, employee option to take
time in lieu of suspension, appeal of written reprimands, review of relief
of duty, DAR rebuttals
Incorporate language to match current practice and ordinances regarding
cost of representation in civil suits and criminal cases arising out of
employees’ employment
Employees must be notified if reports, records, radio communications
and/or GPS information relating to the employee is requested pursuant to
Chapter 119
Physicals every 5 years, will include an optional ultrasound;
Incorporate language regarding current practice of second opinions from
employee’s private physician on light duty and fit for duty cases. If the
private physician and the County physician disagree, both physicians will
agree to a third physician, whose opinion will be final and binding.
Five years of continuous County employment before eligible for promotion
(current employees are grand-fathered in); eliminate current Assessment
Center and develop new process; promotional vacancies will be filled within
3 pay periods, effective to 2 pay periods
Non-sworn personnel not allowed or required to secure any facility in
the absence of sworn personnel; incorporate language for OC spray and
protective vests for C&R; MDPD to provide semi-automatic weapons;
replacement weapon must be provided if involved in a shooting incident
If demoted you retain seniority
Holiday leave increase to 6 weeks/240 hours
for non-sworn personnel, (sworn is unlimited); ability to cash out holiday
leave earned for that fiscal year for all PBA bargaining unit members
PBA bargaining unit members with more than 20
years can cash out sick leave that qualifies to be converted to annual leave
for the year; funeral leave increased to 5 days; additional family members
now included; added shift differential to sick leave pay out for death or
disability retirement
Military leave extended to thirty (30) days;
accrual of holiday leave while on military leave
Funeral expenses for all PBA bargaining unit
members killed in line of duty increased to $15, 000.
Police Lieutenants receive four (4) hour minimum OT for call back on day
off; Four (4) hour minimum for each consecutive court appearances scheduled
three (3) hours or more apart and more than one (1) hour prior to shift
Off-duty rates increase by $2.00; highest
rate agreed upon same for all who work it; added any sporting or
entertainment event with attendance of 35,000+ (used to be 40,000) for
supplement, which increases from $3.00 to $5.00; off-duty rate double for
holidays, Super Bowl and listed championship games; can work off-duty up to
144 hours per pay period during annual, holiday or comp leave
Comp time max increase to 200 hours for all
PBA bargaining unit members; cannot change or alter schedules to avoid
differentials (in addition to not being able to change schedules to avoid
overtime)
Departments will send Honor Guard to DC for
Law Enforcement Memorial Week
Keep gun upon retirement; County’s
contribution toward retiree’s health insurance continues; retirement benefit
increase to $150 per month
County can recover erroneous overpayment
within reasonable time only after attorney and member contacted; entrance
pay increase for sworn personnel increases one step in September 2010 and
another step September 2011; merit and longevity increases suspended for
one year, automatic reinstatement; longevity bonuses suspended for
one year, automatic reinstatement
Upon ratification 5% of base wages to
be paid toward group health insurance; 3% wage increase July 2011
Clarifying language regarding the existing
one (1) pay step for certified divers; clarifying language regarding C&R
forensic units supplement; clarifying language for police lieutenants who
are FTC and police and correctional lieutenants assigned to Basic Training
Unit.
Involuntary transfer reasons must be in
writing
Incorporate language regarding sexual
orientation discrimination to follow federal law
Incorporate language regarding ordinance on
the PPVP
30 days for County to render decision on
disability leave appeals
Allows for review of satisfactory evaluations
if PBA bargaining unit member can show support of such review
Labor-management meetings shall be binding
Suspend flex benefits for one year,
automatic reinstatement
2008-2011 Collective Bargaining Agreement
Financial Impact
-
5% contribution is tax-deferred, you gain the benefit of not paying
taxes on that amount and your base pay will not be affected for purposes
of FRS, payouts, overtime, specialty and/or premium pay, differentials
or merit or longevity increases. It is NOT retroactive!
-
Premium
pay for PBA units will NOT decrease
-
Specialty pay for PBA units
will NOT decrease
-
Differential pay for PBA units will NOT
decrease
-
Merit, longevity and flex pay for PBA bargaining members
will AUTOMATICALLY be reinstated after one year, no reopener necessary
-
County retirement supplement increases to $150
-
MDPD
dispatchers, dispatch supervisors, complaint officers and complaint
officer supervisors will begin to receive the retirement supplement
-
3% COLA July 2011
-
Step adjustment for
sworn September 2010; additional step adjustment September 2011
December 6th, 2009:
IMPASSE HEARING SCHEDULED FOR DECEMBER 8-11TH HAS BEEN POSTPONED
UNTIL FURTHER NOTICE. THANK YOU.
December 1st, 2009:
Dear members:
Thank you for your responses to our e-mail
regarding the pending collective bargaining impasse situation we are
currently in. A great deal of ideas came from your comments and we
appreciate you taking the time to share your thoughts.
As I mentioned
before, laying down to the whims of the county manager and lose benefits is
not an option. I have offered and made myself available to work with the
County Manager, even on Thanksgiving Day, in attempts to see if we could
reach some accord but he was on yet another vacation during this alleged
horrific time of crisis for the County.
Therefore, we are moving
forward and fighting on. On Tuesday, December 08, 2009, our first impasse
hearing will take place and it is open to the public. We would love to have
a strong show of support from our members and it would be good for you all
to see the process and hear the garbage the County will be saying. The
hearings are set for four consecutive days and you can come and go as you
please.
Again, the hearings are on. You are welcome to attend.
When:
Tuesday, December 8, 2009 at 10:00 AM
Wednesday, December
9, 2009 at 10:00 AM
Thursday, December 10, 2009 at 10:00 AM
Friday,
December 11, 2009 at 10:00 AM
Where: Miami-Dade County Building
111 N.W. 1st Street
18th floor, Room 18-4
Miami, Florida
November 5th, 2009:
The County Commission was finally able to reach a vote forcing
three AFSCME units to choose between a wage reduction and the equivalent
loss of holiday pay. The Commission also imposed a freeze on merit and
longevity increases, flex time, and premium pay related to their units.
As has been previously noted, no changes to our terms and
conditions of employment can occur until the County holds public impasse
hearings with our units, which cannot occur until after we first have our
Special Magistrate hearing. Whatever the County ultimately imposes would
probably not occur at least until early next year.
The Special Magistrate Impasse Hearing has been rescheduled, and will be
heard from Tuesday, December 8, 2009, through December 11, 2009, each day
scheduled to begin at 10:00 a.m. The location for the hearing has not yet
been determined, as we are attempting to agree on a suitable location that
will fit as many people as are interested in watching the hearing, as it is
open to the public. We will let you know the room location as soon as we
have it.
September 17th, 2009:
The County Commission approved a budget that still contemplates cuts to all employees. Our work begins now…be ready to stand with us when we need you.
The most important thing to note is for the time being is that YOU WILL SEE NO CHANGES. If you are due a merit or longevity step next month, you will be getting it. The County has declared an impasse against the rank and file bargaining unit, and until that process has concluded, no cuts can be made.
In a much simplified explanation, an impasse hearing must be scheduled, held, and concluded. The Special Magistrate (Judge) must then make recommendations to the County Commission, who can then impose a contract on the bargaining units. We are still at the beginning of that process, and again, no cuts can be made until the process has been completed.
Continue to check this site periodically, and when the time comes, be ready to stand with us when we call for your presence. As always, remember
"Strength in Unity."
Stay safe.
September 3rd, 2009:
The Commission voted 8-5 not to raise taxes. However, we continue to struggle to make sure we’re not a casualty of the vote.
The eight commissioners
who voted against raising taxes are:
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