Res. No. 189-01-11337RESOLUTION NO. 189-01-11337
OF
3294; REFERRED TO THE 11 11
2002/2003 AND 2003/2004 FISCAL YEARS PROVIDING
WHEREAS, the City Manager and the AFSCME, have reached a Three Year Collective
Bargaining Agreement (2001 -2004) fiscal years; and
WHEREAS, the agreement was ratified by the union rank and file on September 13, 2001;
and
WHEREAS, the agreement provides that:
a) All bargaining unit employees who are employed in positions covered by the unit
on the date of this agreement is approved by the City Commission shall receive a
four percent (4 %) wage increase effective October 1, 2001 for the 2001/2001
fiscal year.
b) All bargaining unit employees who are employed in positions covered by the unit
on the date of this agreement is approved by the City Commission shall receive a
three and one -half percent (3.5 1/o) wage increase effective October 1, 2002 for the
2002/2003 fiscal year.
c) All bargaining unit employees who are employed in positions covered by the unit
on the date of this agreement is approved by the City Commission shall receive a
three and one -half percent (3.5 %) wage increase effective October 1, 2003 for the
2003/2004 fiscal year.
d) The Pension multiplier shall be increased to two and one -half percent (2.5 %)
effective October 1, 2002, for all bargaining unit members, as part of General
Employees Pension Plan improvement, from their Pension participation date
through September 30, 1997.
e) The employee contribution shall be increased to seven (7 1/o) percent, effective
October 1, 2001, for all bargaining unit members, as part of the General
Employees Pension Plan improvement.
f) Effective October 1, 2001, all bargaining unit employees who are employed in
positions covered by the unit on the date of this agreement is approved by the City
Commission shall be eligible to receive Presidents day as a paid holiday.
Res. Noe 189-01-11337
g) Effective October 1, 2001, all bargaining unit employees who are employed in
positions covered by the unit on the date of this agreement is approved by the City
Commission shall be eligible to receive an additional day for funeral leave when
funeral is out of the state.
h) Effective October 1, 2001, in the interest of public confidence, there needs to exist
a management right to submit employees at random and without prior notification
for alcohol and drug testing. Random drug test may occur not more than twice per
employee per year.
i) Effective October 1, 2001, all bargaining unit employees who are employed in
positions covered by the unit on the date of this agreement is approved by the City
Commission and have attained a sick leave balance in excess of 288 hours shall be
eligible on their first anniversary date following the accumulation to convert up to
32 hours of their annual unused sick leave balance to vacation leave.
j} Effective October 1, 2001, all bargaining unit employees who are employed in
positions covered by the unit on the date of this agreement is approved by the City
Commission shall be eligible to receive an additional day off for not using sick
leave during that calendar year.
k) Effective October 1, 2001, mechanics will be eligible to receive the same credited
hours on holiday days as sanitation workers provided that they work continuously
with no lunch or breaks.
1) Effective October 1, 2001, all bargaining unit employees who are employed in
positions covered by the unit on the date of this agreement is approved by the City
Commission and have completed 25 years of continuous service with the City,
shall receive additional longevity step, which is 3% of their salary compounded.
m) Effective October 1, 2001, code enforcement officers will be included in the
AFSCME bargaining unit contract provided there are no restrictions on flexible
work schedules.
NOW THEREFORE BE IT RESOLVED BY THE MAYOR AND CITY
COMMISSION OF • FLORIDA,
Section 1. The City Manager is hereby authorized to implement the amendments to the agreement
on behalf of the City of South Miami.
Res. No. 189-01-11337
Section 2. That this resolution shall take effect immediately upon approval.
PASSED AND ADOPTED this 4th
ATTEST:
Lai V I
CITY ATTORNEY
dayofDecembe5r
001.
COMMISSION VOTE: 5-0
Mayor Robaina: Yea
Vice Mayor Feliu: Yea
Commissioner Bethel: Yea
Commissioner Russell: Yea
Commissioner Wiscombe: Yea
TO: Mayor and City Commission DATE: November 29, 2001
FROM: Charles D. Scurr, City Oan6ger Re: Agenda Item
AFSCME Collective Bargaining
Agreement
1110W
The American Federation of State, County and Municipal Employees (AFSCME) is the
designated union representing certain classifications of general employees. Employees
include most public works employees and the landscape division of the parks department.
The existing collective bargaining agreement with AFSCME, also referred to as the
"contract ", expired September 30, 2001. Approximately a year ago the parties
commenced negotiations on a new three-year contract.
The contract seeks to deal with the areas of major concern to AFSCME and the City. In
addition to negotiating an annual Cost of Living Adjustment (COLA), the parties also
sought to make necessary improvements to the pension system. It was recognized that
pension issues could only be addressed in the context of a multi-year agreement. Major
pension improvements would be part of the overall economics of the agreement and the
expenses would be home equitably by the parties.
Economic and Pension Issues
The agreed economic and pension package includes the following:
A
The parties understand the importance of maintaining the highest level of public
confidence in the City and it's employees. In addition to the current contract provisions
the parties have agreed to the addition of up to two (2) random drug tests per year.
The parties have also agreed to the addition of Presidents Day, the 3,d Monday in
February, as an Official Holiday.
Other Provisions
The contract also includes a number of other provisions dealing with administrative items
such as sick leave policy. Of particular note are three new items:
Effective October 1, 2001, all bargaining unit employees who are employed in
positions covered by the unit on the date of this agreement is approved by the
City Commission shall be eligible to receive an additional day off for not using
sick leave during that calendar year.
fa Effective October 1, 2001, all bargaining unit employees who are employed in
positions covered by the unit on the date of this agreement is approved by the
City Commission and have completed 25 years of continuous service with the
City, shall receive additional longevity step, which is 3% of their salary
compounded.
Is Effective October 1, 2001, code enforcement officers will be included in the
AFSCME bargaining unit contract provided there are no restrictions on flexible
work schedules.
Employee
Pension
Effective
COLA
Metro Pension
Contribution
Date
Varies
2.25%
5.00%
10/01/01
4.0%
2.25%
7.00%
10/01/02
3.5%
2.50%
7.00%
10/01/03
3.5%
2.50%
7.00%
A
The parties understand the importance of maintaining the highest level of public
confidence in the City and it's employees. In addition to the current contract provisions
the parties have agreed to the addition of up to two (2) random drug tests per year.
The parties have also agreed to the addition of Presidents Day, the 3,d Monday in
February, as an Official Holiday.
Other Provisions
The contract also includes a number of other provisions dealing with administrative items
such as sick leave policy. Of particular note are three new items:
Effective October 1, 2001, all bargaining unit employees who are employed in
positions covered by the unit on the date of this agreement is approved by the
City Commission shall be eligible to receive an additional day off for not using
sick leave during that calendar year.
fa Effective October 1, 2001, all bargaining unit employees who are employed in
positions covered by the unit on the date of this agreement is approved by the
City Commission and have completed 25 years of continuous service with the
City, shall receive additional longevity step, which is 3% of their salary
compounded.
Is Effective October 1, 2001, code enforcement officers will be included in the
AFSCME bargaining unit contract provided there are no restrictions on flexible
work schedules.
The contract was ratified by the vote of the bargaining unit.
Approval is recommended.
i
I l I� <� \
4
ARTICLE
PACE (S)
LAGREEMENT
......... ......... ........ ................ - ...........
..................... 4
2.
RECOGNITION .... ---- ... - ...... ......... __- .............
..................... 4
3.
MANAGEMENT RIGHTS ....... .................................. I -- ... ......
........ --1 ..... 14-5
4.
NON - DISCRIMINATION .................. ........... .............. ........ ........
- .... --- ... --5-6
5.
NO STRIKES OR LOCKOUTS ......... .......... --- ........
............. -.6
6.
DUES CHECK- OFF ...... -- ... ---- ........ ...... ...... ---
......... ....... -... . . 6-7
7.
UNION STEWARD ....................... ................ -- ...................
- ... ........ ......... -.7
8.
TASK ASSIGNMENT.. ............... ....... ........
--- ......... 7-8
9.
MAII\TIENANCE OF DISCIPLINE... ................ ...........
...... ............. . 8
10.
GRIEVANCE AND ARBITRATION PROCEDURE. ...............................
...... 9-11
11.
SICK LEAVE ....... ................................. ..........
.......... 11-12
12.
ANNUAL LEAVE ..................................... - ........................
......... ....... . 12-13
12A, FUNERAL LEAVE- ................ ...... ..................... -- .....................
... - 13
13.
HOLIDAYS. . .... ....... ---- ....... .................... ..................... ...........
-- ...... .... 14
14.
HEALTH INSURANCE.... ............ ......... ................... ......................
.......... 15
15.
HEALTI-I AND SAFETY ......... .................. ..... - ...... ....... ..............
........... -- ... 15
16,
UNIFORMS AND SAFETY EQUIPMENT ......................... ...............................
15-16
17.
WAGES... ..... "... I .--- ............ I ....... ...... ....... - ....................
- ........... -- 16
18.
LONGEVITY BONUS ... . ......... ......... ......... .............. ...............
......... ...... 16
19,
PERFORMANCE EVALUATION... ...... .............
-- .... ... - ........... 17
20.
CLASSIFICATION APPEAL.. ............. ........... ............. .......
--- ...................... 17
21.
SERVICES TO THE UNION .............. ........... ............ --- ............
- ....... ...... - 18
22.
CALLBACK. ....... .............. .................... -- ... .............. -- ...
- .... ........... - ..... 18
21
SEVERABILITY CLAUSE ............. --- ................ - .......... -- .........................
- ..... 19
24.
PERSONNEL RULES AND REGULATIONS .......................... ...............................
19
25.
COMPLETE AGREEMENT AND WAIVER OF BARGAINING ......
-- ... ---- ....... 19
26,
PROHIBITION AGAINST REOPENING OF NEGOTIATIONS ..............................
19
0
27.
RULES AND REGULATIONS ................ ........... _ ................... ...... ............... ...........
_ 20
28,
EMPLOYEE AND UNION COOPERATION ... ............. __ .... ........................ ........
20
29.
VEHICLE AND EQUIPMENT ADUSE........................................... ...............................
20
30.
OFF DUTY EMPLOYMENT ..... ................................ _ .... ......... __ ...... .................
21
31.
DRUG AND ALCOHOL TESTING... .................. ___ ...................... ....... .............
21-22
32,
COURT TINIE., . ... ....... _ .................. _ ...... .......................... ........... ...... ......
__22
33.
LAYOFF AND RECALL.. .......... _ ............. ...... .............. ........................ ......
_ 22-23
34.
REPRESENTATION DURING NEGOTIATIONS ........................... ...............................
23
35.
EMERGENCIES ............. ............ ...... _ ............ ....... .......... .......... ....... ................
24
36.
LABOR-MANAGEMENT COMMITTEE ............. ___ ....... ...... _ ..... ... __ .......
...... 24
37.
PENSION BENEFITS ................................... ...... .................... ............................
25-26
38.
WORK IN HIGHER CLASSIFICATION ....................... ...... .................. __ .... -
_ . 26
39.
TERM OF AGREEMENT AND REOPENING ........ .... __ ............. . ... ........ * .....
* 27
40,
APPENDIX ......... .............. ....... __ .......... ...................... - .......... ........ ___ ........ ..........
28
Section 1: This Agreement is entered into by the City of South Miami, hereinafter referred to as the
City, and the American Federation of State, County and Municipal Employees, AFL-CIO, City Employees
Local ' )294, hereinafter referred to as the Union.
Section 2: It is the purpose and intention of this Agreement to provide for salaries, fringe benefits
and other terms and conditions of employment except as otherwise provided by Constitution, Statute,
Charter, Ordinance, Administrative Order or Personnel Rules. It is further the intention of this Agreement
to prevent interruption of work and interference with the efficient operation of the City of South Miami mid
to provide an orderly, prompt, peaceful and equitable procedure for the resolution of grievances and the
promotion of harmonious relations between the City of South Miami and the Union.
Upon ratification, the provisions of this Agreement will supersede Personnel Rules, or Administrative
Orders, and/or other rules and regulations in conflict herewith.
ARTICLE 2
6RAlaw"
The. City hereby recognizes the union as the exclusive bargaining representative of all regular, full
tune employees employed as equipment operators, laborers, sanitation engineers and supervisors, custodial
workers, parks and grounds workers and supervisors, maintenance workers and supervisors, paint and
body workers, recreation workers and supervisors, building maintenance workers and supervisors,
maintenance mechanics and super-visors, carpenters, and motor equipment operators and code enforcement
officers employed by the City of South Miami, but excluding all secretarial employees, professional
employees, managerial employees, and confidential employees.
Section 1: '17he Union recognizes that management possesses the sole right, duty and responsibility
to operate and manage the City and direct the work force-, and the rights, authority, and discretion which
the City deems necessary to carry out its responsibilities and missions shall be exercised consistently with
these terms. Any term and condition of employment other than wages and benefits not specifically
4
established or modified by this Agreement shall remain solely with the discretion of the employer to modify,
establish or eliminate, provided such are exercised consistently with the provisions of Prevailing Benefits,
as provided in the current Personnel Rules and Regulations, adopted September 6, 1977.
Section 2: These rights and powers include, but are not limited to the authority to:
a. determine the Missions and objectives of the City;
b. determine the methods, means and number of personnel needed to carry out
departmental responsibilities;
c. direct the work of the employees, determine the amount and type of work needed,
and in accordance with such determination relieve from duty because of lack of
funds or lack of work;
i d. discipline or discharge employees for cause;
e. schedule operations and shifts;
f. introduce new or improved methods, operations and facilities;
9. hire, examine, classify, promote, train, transfer and assign employees-,
h. schedule and assign overtime work as required;
i. determine the utilization of technology;
j- merge, consolidate, expand, or curtail or discontinue temporarily or permanently,
in whole or in part, operations whenever in the sole discretion of the City, makes
in good business judgment such curtailment or discontinuance advisable;
k. contract or subcontract any existing or future work;
1. reduce, assign, or cease any existing Job covered in the current Personnel Rules
and Regulations;
IM determine whether and to what extent the wQrk required in its operation shall be
performed by the employees covered by this Agreement.
rye
lem,
Section 1: It is agreed that there shall be no discrimination against any employee covered by this
Agreement, by either the Union or the City because of race, color, sex, age, national origin, religion,
disability, membership in the Union, or non-membership in the Union. The parties ftirther agree that the
City may take any and all action in order to fully comply with the Americans with Disabilities Act.
9
Section 2: All employees covered by this Agreement shall have the right to join the Union as well
as the right not to join the Union. Neither the Union nor its members or agents shall interfere with, restrain,
or coerce employees into membership in the Union. The Union and the City shall not discriminate against
any employee because of that employee's membership or lack of membership in the Union or by virtue of
the employee holding office or not holding office in the Union.
ARTICLE 5
Section 1: There will be no strikes, work stoppages, picketing while working or while in City
uniforms, slowdowns, boycotts, or concerted failure, or refusal to perform assigned work by the employees
covered under this Agreement for any reason whatsoever, and there will be no lockout by the City for the
duration of this Agreement. The Union supports the City fully in maintaining efficient operations.
Section 2: It is recognized by the parties that the City is responsible for and engaged in activities
which are the basis of the health and welfare of the citizens of the Citv and that any violation of this Article
would give rise to irreparable damage to the City and the public at large. Accordingly, it is understood and
agreed that in the event of any violation of this Article, the City shall be entitled to seek and obtain
immediate injunctive relief.
Section 3: Informational picketing is that picketing permitted solely for the purpose of conveying to
the general public the Unions position in the labor dispute.
Section 4: In the event of a strike, work stoppage or interference with the operation and/or
accomplishment of the mission of the City, the Union shall promptly and publicly order the employees to
return to work and attempt to bring about a prompt resumption of normal operations.
ARTICLE 6
DUES CHECK-OFF
Section 1: Upon receipt of a lawfully executed written authorization from an employee, the City
agrees to deduct the regular Union dues of such employee from his regular pay and remit such deduction to
the duly elected Treasurer of the UIII'on within thirty (30) days from the date of deduction. The Union will
notify City in writing thirty (30) days prior to any change in the regular Union dues structure.
oti -y the Ci
Section 2: An employee may revoke his/her Union dues deduction in accordance with Florida Law
44-7.303.
6
Section 3: The Union agrees to indemnify and hold the City and any of its agents or Commission
members ham-Jess against any and all claims, suits, orders or judgments brought or issued against the City
as a result of any action taken or not taken by the City under the provisions of this Article.
ARTICLE 7
UNION STEWARD
Section 1: The Union has the right to select an employee from within the Bargaining Unit, as herein
defined, to act as Union Steward. The name of the Union Steward and alternate designee shall be certified,
in writing, to the City Manager by the Union. It is agreed and understood by the parties to this Agreement,
that the Union Steward may, without loss of pay, with prior approval of his supervisor, process grievances.
The supervisor's approval shall not be unreasonably withheld. It is agreed to and understood by the parties
to this Agreement that there shall not be more than one (1) Steward and one (1) Alternate Steward within
the Bargaining Unit, as herein defined. It is agreed to and'understood by the Union that the Union Steward
shall process grievances and conduct his/her other duties in such a manner that does not disrupt normal
City activities, work production and services.
Section 2: Every effort will be made, by both the City of South Miami and the Union, to allow the
Union Steward to investigate grievances as rapidly as possible, preferably on the same date as the
grievance becomes known, and within at least twenty-four (24) hours. The investigation of a pending
grievance or personal contact of the employee during work time by the Union Steward shall not be done
without first receiving prior approval from both employees' supervisors- Approval shall not be
unreasonably withheld.
Section 3: In no event shall the department layoff, discharge, or discriminate against a Steward for
action taken in the performance of his/her duty as a Steward.
ARTICLE 8
TASK ASSIGNMENT
Residential garbage crews, commercial garbage crews, and trash crews are currently working on
the task assignment system. The City, however, reserves the right to change such crews to a nontask
assignment system and/or to alter, modify or otherwise change the hours of work, schedules, routes, and
duties of employees working under the task assignment system. Employees on task assignment (except
commercial crews) shall accrue sick and vacation leave at 8 hours per day and, when using sick and
vacation leave, shall be charged with 8 hours per day.
7
The City shall give the Union at least two weeks notice of its decision to change crews to a non-
task assignment system and/or to alter, modify or otherwise change the hours of work, schedules, routes
and duties of employees working under the task assignment system. The Union shall then have the night to
immediately request impact bargaining.
Section 1: Whenever it is alleged that an employee has violated any rule, regulation or policy, or
upon the discovery of the violation, the employee shall be *immediately notified by his/her supervisor of said
violation. Every effort shall be made to have an informal discussion with the employee prior to the issuance
of any disciplinary action.
Section 2: There shall be no Performance Report, Evaluation Statement, or Reprimand placed in an
employees personnel folder unless the employee has been given a copy at the same time it is placed U'l the
file.
Section 3: All matters concerning discharge and discipline are to be resolved only in accordance
with the procedures set forth below. It is specifically agreed and understood that probationary employees
shall have no right to challenge disciplinary action.
Section 4: Employees desirous of contesting disciplinary action may appeal such action through the
Rules and Regulations of the Personnel Board. Alternatively, the employee may choose to appeal the
discipline as provided in Section Five (5) , only one (1) procedure is applicable. If within five (5) working
days of receiving the discipline the employee does not notify the City Manager in writing that the employee
is choosing the grievance procedure, then the Personnel Board procedure will be used.
Section 5: If the grievance procedure is chosen, the grievance steps contained in Article X shall
utilized first. The employee organization may then appeal any decision of the City Manager by submitting
a written request to arbitrate within five (5) working days after receipt of the City Manager's NNTitten
decision.
H-1
Section 1: In a mutual effort to provide a harmonious working relationship between the parties to
this Agreement, it is agreed and understood that there shall be a procedure for the resolution of grievances
between the parties and that such procedure shall cover grievances 'involving the application or
interpretation of this Agreement.
Section 2: Every effort will be made by the parties to settle any grievance as expeditiously as
possible. Should the grieving party fail to observe the time limits as set out in the steps of this Article,
his/her grievance shall be considered conclusively abandoned. Any grievance not answered by management
within the prescribed time limits shall automatically advance to the next higher step.
-Section 3: Grievances shall be presented in the following manner:
1. The employee shall first take up his/her grievance with his immediate supervisor (i.e.,
supervisor excluded from the Bargaining Unit) within five (5) days of the occurrence of the event(s)which
gave rise to the grievance. This first step (between the employee and his immediate supervisor) shall be on
an informal and oral basis, and shall not involve the Employee Organization or any other representative of
the employee;
2. Any grievance, which cannot be satisfactorily settled with the immediate supervisor, shall be
reduced to writing by the employee and shall next be taken up with his Department Head. Such grievance
shall be presented to the Department Head, in writing, within five (5) days of the deadline, date for the
completion of step 1. The Department Head shall, within seven (7) days after presentation of the grievance
(or such longer period of time as is mutually agreed upon), render his decision on the grievance in writing;
3. In the event the employee is not satisfied with the disposition of the grievance in step 2, he
shall have the right to appeal the Department Head's decision to the City Manager, or his designee, within
seven (7) days of the issuance of the Department Head's decision. Such appeal must be accompanied by
the filing of a copy of the original written grievance together with a letter signed by the employee. The
employee may also opt to have the representative of the Employee organization to request that the
Department Head's decision be reversed or modified. The City Manager, or his designee, shall within ten
(10) days of the appeal (or some longer period as is mutually agreed upon) render his decision in writing
decision
with a copy to the Employee Organization.
9
4-: Where a grievance is general in nature in that it applies to a number of employees rather
than a single employee, or if the grievance is directly between the Employee Organization and the City,
such grievance shall be presented m writing directly to the Department Head within ten (10) days of the
occurrence of the event (s) which gave rise to the grievance. The grievance shall be signed by the aggrieved
employees or the President or representative of the Employee Organization. Thereafter, the grievance shall
be processed in accordance with the procedures set forth in step 2 and step 3,
5: Gn*evances or complaints involving discharge, suspension, demotion or other disciplinary
action invoked by the City, shall be appealable only through the procedures set forth in the Maintenance of
Discipline Article LX.
6: In the event a grievance processed through the grievance procedure has not been resolved
at step 3, either party may request that the grievance be submitted to arbitration within fifteen (15) days
after the City Manager, or his designee, renders a written decision on the grievance. The arbitrator shall be
any impartial person mutually agreed upon by and between the parties. However, in the event the parties
are unable to agree upon said impartial arbitrator, the parties shall jointly request the American Arbitration
Association to -famish a panel of five (5) names from which each party shall have the option of striking two
(2) names in alternating fashion, thus leaving the fifth (5th) which will give a neutral or impartial
arbitrator.
7: The City and the employee (or the Employee organization) shall mutually agree in writing
as to the statement of the grievance to be arbitrated prior to the arbitration hearing, and the arbitrator,
thereafter, shall confine his decision to the particular grievance thus specified. In the event the parties fall
to agree on the statement of the grievance to be submitted to the arbitrator, the arbitrator will confine his
consideration and determination to the written statement of the grievance presented in step 2 of the
grievance procedure. The arbitrator shall have no authority to change, amend, add to, subtract from, or
otherwise alter or supplement this Agreement, or any part thereof or amendment thereto. The arbitrator
shall have no authority to consider or rule upon any matter which is stated in this Agreement not to be
subject to arbitration or which is not a grievance as defined in this Agreement, nor shall this collective
bargaining agreement be construed by the arbitrator to supersede applicable laws in existence at the time of
signing of this Agreement, except to the extent as specifically provided herein.
8: Consistent with the provision of the Florida Public Employees Relations Act, Chapter
447, et seg., it is mutually acknowledged and agreed that this collective bargaining agreement shall be
administered within the amounts appropriated by the City Commission for funding of the collective
bargaining agreement. Accordingly, and not withstanding any other provisions of this collective bargaining
10
agreement, the arbitrator shall have no authority, power, or jurisdiction to construe any provisions of law,
statute, ordinance, resolution, rule or regulation, or provision of this collective bargaining agreement to
result 'in, obligate, or cause the City to have to bear any expense, debt, cost or liability except for the
expense of arbitration, by both parties, and the economic benefits provided by this Agreement, which result
directly or indirectly, in the City exceeding the amounts appropriated and approved by the City
Commission for the funding of this collective bargaining agreement as agreed upon by the parties. Any
such award, which contravenes or is not in compliance with the provisions of this paragraph, shall be null
and void.
9: Each party shall bear the expense of its own witness (es) and of its own representatives
for the purpose of the arbitration hearing. The impartial arbitrator's fee and related expenses and expenses
of obtaining a hearing room, if any, shall be equally divided between the parties. Any party desiring a
transcript of the hearing shall bear the cost of such transcript unless both parties mutually agree to share
said cost.
IQ: The parties shall make their choice of the impartial arbitrator within five (5) days after
the receipt of the panel from the American Arbitration Association. Copies of the arbitrator's award made
in accordance with the jurisdiction and authority under this Agreement shall be furnished to both parties
within thirty (30) days of the close of the arbitration hearing. The arbitrator's award shall be final and
binding on the parties.
11: No probationary employee shall be entitled to utilize the Personnel Board (or the
grievance/arbitration procedure herein) on any matter involving discharge, suspension, demotion or other
disciplinary action.
ARTICLE I1
SICK LEAVE
Section 1: The City agrees to institute a sick leave reimbursement plan, which would reimburse
employees for unused sick leave when they retire or resign, in accordance with the following schedule:
Date of hire to five (5) years of service .................. .............................0%
Five (5) years to ten (10) years of service .............. ............................25%
Ten (10) years to fifteen (15) years of service ....... ............................50%
Fifteen (15) to twenty (20) years of service.. .......... ...... ....... 75%,
11
Over twenty (20) years of service ......................... ...........................100%
Section 2: Sick leave is a protection to be used by employees when needed for illness. Sick leave is
not a benefit to be used at the employee's discretion as though it were annual leave; rather, sick leave is a
privilege, which shall be allowed only in a case of illness. The employee must specifically request sick
leave-use.
Section 3: Current employees will be eligible to receive the sick, leave payout, with the existing cap
of 600 hours, for the term of this Agreement. Employees who are hired on or after October 1, 1995, will
not be eligible to receive any sick leave payout.
Section 4: Effective October 1, 1995, employees will be allowed to accrue sick leave in excess of
` the 600 hours cap. Nevertheless, the sick leave payout will be governed by section 3 of this Article.
Section 5: All current employees, as of October , 1, 1995, will retain current payout provision
upon termination of employment and will have no cap on sick accrual. All employees hired after October
1, 1995, shall receive no sick leave payout upon termination, but will have a "no-cap" maximum on sick
leave accrual. All employees who have attained a sick leave balance of a minimum, of 36 days (288 hours)
shall be eligible on their first anniversary date following that accumulation to convert up to 32 hours of
their annual unused sick leave balance in excess of 288 hours to vacation leave. An employee who uses in
excess of 32 hours of sick leave during a one-year period will not be eligible for this benefit.
Section 6: Effective October 1, 2001, employees covered under this Agreement shall be eligible to receive
an additional day off for not using sick leave during that calendar year.
ARTICLE 12
ANNUAL LEAVE
Section 1: Employees shall cam and receive annual leave at their respective classified rate of pay in
accordance with the following schedule:
Years of Uninterrupted Service
One to five years inclusive
Six to fourteen years inclusive
Fifteen to nineteen years inclusive
Twenty years and over
Amount of Vacation Leave
12 working days
15 working days
18 working days
21 working days
Section 2: No vacation pay shall be allowed until an employee has worked at least one (1) continuous
12 month period. At the end of the 12-month period, the employee shall be entitled to twelve (12) working days.
12
Section 3: It shall be mandatory for each employee to use all earned vacation time each year, on or
before his next anniversary date. Everything over that will be cancelled. Under exceptional circumstances
and upon written request within the year in which the vacation is due, and with the approval of the City
manager, vacation time may be extended for one year only.
Section 4: Vacation leave may be taken to the extent that it is earned by an employee, only with the
prior approval of the department head, upon written application by the employee in advance, and at the
convenience of the City.
Section 5: Any earned and credited vacation leave to the credit of an employee when terminating
emplo3,ment with the city will be paid pro-rata at the employees current rate of pay with the last paycheck
received.
Section 6: Any employee covered by this Agreement who has over twenty years of uninterrupted
service shall accumulate one additional day of annual leave per year of service.
ARTICLE 12A
1. Employees covered by this Agreement shall be entitled to funeral leave with pay up to a maximum of
three (3) work days in the event of a death in the employee's family. One additional day of leave may be
granted if travel is out of state.
2. The immediate family shall be defined as wife or husband, grandparents, parents, children,
grandchildren, brothers, sisters, father-in-law, mother-in-laws, brother-in-law and sister-in•law.
.)
I . Proof of death in the immediate family in the form of death certificate or public obituary must be
provided to the City Manager or their designee before compensation is approved.
4. Funeral leave shall not be charged to sick leave or annual leave.
13
ARTICLE 13
HOLIDAYS
Paid Holidays are:
January I
New Year's Day
3rd Monday in January
Martin Luther King Day
3" Monday in February
Presidents Day
May 30
Memorial Day
July 4
independence Day
I st Monday in September
Labor Day
November I I
Veteran's Day
Last Thursday in November
Thanksgiving Day
The Friday following Thanksgiving Day
1/2 December 24
Christmas Eve
December 25
Christmas
Birthday
After one year of service
Floating holiday
After one year of service
When a holiday ffills on a regularly assigned day off for an employee, such employee shall be
compensated by another day off.
When a holiday falls on a Sunday, the following Monday shall be observed and when it falls on a
Saturday, the proceeding Friday shall be observed.
Each employee shall be entitled to a day off, with pay, for his birthday each year, following one
year of continuous employment. The day off is to be taken within a reasonable time and will be determined
by the supervisor and employee. Approval/denial of the requested day off shall not he made in an arbitrary
and capricious manner.
Each employee shall be entitled to a day off, with pay, as a floating holiday each year, following
one year of continuous employment. The supervisor must approve the day off.
In order to be eligible for holiday pay, the employee must work the scheduled workday before and
the scheduled workday after the holiday.
14
ARTICLE 14
HEALTHINSURANCE
The City agrees to provide health and life insurance for all employees covered by this Agreement
for the duration of this Agreement. The City also agrees to pay a portion of the premium per employee,
per month toward dental coverage. Employees shall cover the cost of dependent coverage.
ARTICLE 15
HEALTH AND SAFETY
Section 1: The parties agree that it is in the best interests of the City and its employees to provide
safe and sanitary working conditions. The City and the Union insist on the observation of safe rules and
safe procedures by employees. Failure of employees to comply may result in disciplinary action. If an
employee believes he is being required to work under life threatening unsafe conditions or in a situation
where a serious safety violation exists, he shall immediately notify his supervisor who will investigate the
condition and take appropriate action, if necessary.
Section 2: Safe Driving ANvards. Any employee covered by this Agreement who drives or
operates motor equipment fifty percent of the time in the performance of their duties shall be eligible to
receive a safe driving certificate and a $25 bonus in December if the following criteria is met: Must have no
preventable accidents/violations or chargeable accidents within that calendar year. Employees shall be held
accountable for accidents that are found to be preventable. The City Manager or designee shall determine
whether accidents were preventable.
Section 3: An employee shall receive a copy of the on the Job Injury Report after the report has
been read to the employee and after the employee has signed the re-port. Neither the City, Union nor any
individual employee refuse to report an injury nor dissuade an, employee from reporting an injury.
Section 1: Safety Equipment. Employees of the Public Works Department shall be issued two (2)
pairs of safety shoes per man for use at work each year. In addition to safety shoes, the following safety
equipment shall also be used by unit employees: safety gloves, eye goggles, safety vests, life vests (boat),
hard hats, safety harnesses, and safety belts (vehicle). Employees who sign for and receive safety
equipment shall use it in a safe manner, as directed by the Public Works Director. Employees are
15
responsible for using safety equipment properly. If an injury occurs because an employee did not use
safety equipment properly, the employee may be disciplined.
Section 2: Uniforms: Each employee shall receive four (4) pair of pants, ten (10) work shirts, per
person each year.
Section 3: Gloves: Each employee shall receive two (2) pairs of gloves per year. In extreme
circumstances, the Public Works Director will determine if the employee requires an additional pair during
the year.
Section 3: The City shall issue a jacket of quality comparable to that used by the Police
Department to each employee covered by this Agreement. Furthermore, safety shoes will be replaced as
necessary to maintain safety standards of the Department.
ARTICLE 17
WAGES
All bargai ning unit employees who are employed in positions covered by the unit on the date this
Agreement is ratified by the City Commission shall receive the following:
M The following Compensation matrix is agreed (effective 2001-2004)::
Year
COLA
Retro Pension
Employee
Pension Contribution
10/01/01
4.0%
2.25 %
7,00%
10/01/02
3.5%
2.50%
7.00%
10/01/031
3.5%
2.50%
7 00%
NJ a M.
ILI'
Employees covered by this Agreement with 10 years of continuous satisfactory full time service
shall receive a longevity bonus of 3% of the employee's base salary on their anniversary date (Longevity
1). After 15 years of continuous satisfactory full time service an additional 3% will be compounded
(Longevity 2), After 20 years of continuous satisfactory full time service an additional 3% will be
compounded (Longevity 3). After 25 years of continuous service with the City, all bargaining unit
employees who are employed in positions covered by this unit shall receive an additional longevity step,
which is 3% of their salary compounded (Longevity 4).
lint
ARTICLE 19
PERFORMANCE EVALUATION
During the term of this Agreement, all employees shall be evaluated on their anniversary date (or
as close thereto as possible). It is understood and agreed that no employee covered hereunder shall receive
a merit wage adjustment, which would bring him above the top of the salary range in his/her job
classification. Should an employee covered hereunder reach the top of the salary range in his job
classification, he shall be "red - lined" and shall not be eligible for a merit 'increase. All employees who are
eligible to receive a merit increase (i.e., who are not at the top step of their classification) and who receive a
satisfactory (or above) evaluation on their anniversary date shall receive a merit increase of five percent
(one-step). Any employee receiving an overall evaluation of improvement needed or unsatisfactory shall
not, at that time, receive a merit increase. Said employee shall be reevaluated within no more than ninety
(90) days from the first evaluation. If the employee is found to be satisfactory at that time, the employee
shall receive the merit *increase as of the date of the second evaluation. The anniversary date for future
evaluations shall be changed to the date of the second evaluation. In the event that the employee remains
unsatisfactory after the second evaluation, thp City Manager may take such further action, as it deems
appropriate to improve the evaluation. In the event that an employee is dissatisfied with a below
satisfactory evaluation, the employee may, within five (5) working days of receiving his evaluation, file a
written appeal to the City Manager. The City Manager shall hold a meeting with the employee and a union
representative if desired and shall thereafter issue his decision, The City Manager's decision shall be final
and binding and shall not be subject to review.
ARTICLE 20
CLASSIFICATION APPEAL
Section 1: Whenever an employee has reason to believe that he/she is rnisclassified, he/she ma,y
apply for a review of his/her classification by submitting such a request in writing to his/her department
head. The request shall include proposed job description. Within 20 calendar days of receipt of the
request, the department head shall forward the request, with any comments that the department head wishes
to make, to the City Manager.
Section 2: Within 30 days of receipt of the request for reclassification, the City Manager shall
meet with the employee (and, if the employee requests, a representative of his/her choosing). At the
meeting, the employee may produce any documents to support his/her request for reclassification. Within
30 calendar days of such meeting, the City Manager shall render his decision in writing.
17
Section 3: If the City Manager determines that an employee is misclassified, the employee shall
be placed in a current appropriate classification (as determined by the City Manager), unless the City
Manager determines that there is no existing appropriate classification. In such cases, the City Manager
shall recommend to the City Commissibn that a new classification, job description, and pay range be
adopted. In the event that a request for reclassification is granted, the employee shall receive the new
compensation beginning with the date of the City Manager's decision.
Section 4: The City Manager's decision shall be final and is not grievable.
Section 5: Employees may not submit a request for reclassification more than once every twelve
(12) months.
Section 1: The City agrees to furnish the Union, once a year, one copy of the following regarding
employees in the bargaining unit:
a) Names, addresses, classifications, and social security numbers; and
b) List of employees by occupation.
Section 2: The City will ftirmish the Union with sufficient bulletin board space for up to four (4)
Union notices, size 8-1/2 X 14 at the following two (2) locations: Public Works and the employee lounge.
It is intended for the purpose of interpretation that the bulletin boards shall be provided primarily for
employee information and internal communications and not for the primary purpose of communicating with
the general public. The Public Works Director must first approve anything that the Union wishes to post
on the bulletin board.
Employees called back to work shall be guaranteed at least three (3) hours pay, which shall be
considered hours worked for the purpose of determining overtime compensation, providing such work does
not,immediately precede or immediately extend the employees regularly assigned work shift.
1114.
"M W'j,
Should any provision of this collective bargaining agreement, or any part thereof be rendered or
declared invalid by reason of any existing or subsequently enacted legislation, or by any decree of a court
of competent jurisdiction, all other Articles and Sections of this Agreement shall remain in full force and
effect for the duration of this Agreement.
ARTICLE 24
The Personnel Rules and Regulations of the City of South Miami as published in the City's Handbook
dated and revised September 6, 1977 are hereby incorporated into this contract in its entirety.
ARTICLE 25
Section 1: It is agreed and understood that this Agreement constitutes the complete understanding
between the parties, concluding all collective bargaining during its term, except as may otherwise be
specifically provided herein. The entire Agreement may be reopened for negotiations in the event any
portion of it is not approved by the City Commission of South Miami, or funds are not available for its
implementation.
Section 2: It is understood and agreed that if any part of this Agreement is in conflict with
mandatory Federal or State Laws or mandatory provisions of the City Charter or Ordinances, such parts
shall be re-negotiated and the appropriate mandatory provisions shall pre
Except as specifically provided herein, neither party hereto shall be permitted to reopen or
renegotiate this Agreement or any part of this Agreement. This Agreement contains the entire agreement
of the parties on all matters relative to wages, hours, working conditions, and all other matters, which have
been, or could have been negotiated by and between the parties prior to the execution of this Agreement.
ILI
ARTICLE 27
RULES AND REGULATIONS
.Section 1: It is agreed and understood that the City has Rules and Regulations governing
employinent. Said Rules and Regulations shall be formulated, arnended, revised and implemented in the
sole and exclusive discretion of the City, provided, however, that said new, amended, revised, and
implemented rules or regulations will be neither arbitrary nor capricious.
Section 2: -'Me City shall provide a copy of any new rule or regulation, as well as any
amendment or revision to a rule or regulation to the Union. Said rules or regulations will be provided
prior to their of date, if possible. As provided in Section 1, the Rules and Regulations will be
formulated, amended, revised and implemented in the sole and exclusive discretion of the City. However,
the Union may submit a written request to bargain over the impact of the new and/or revised rule or
regulation within fourteen (14) calendar days from receipt of the rule or regulation. The City agrees that
it will immediately participate in requested impact bargaining, provided that the effective date of the
arid/or revised rule or regulation will not be delayed until after the complication of impact bargaining. ,
ARTICLE 28
The Union agrees that it and all of the members of the bargaining unit will, at all times, work in
the best interests of the City and further, will perform efficient work and put forth their best efforts toward
obtaining lowest possible operating costs to protect the properties and serve the best interests of the City
and its residents.
ARTICLE 29
VEHICLE AND EQUIPMENT ABUSE
If an employee abuses vehicles or equipment, the employee will be subject to discipline ill
accordance with the Discipline policy.
20
ARTICLE 30
Employees shall be permitted to work off duty jobs with the prior approval of the City Manager.
Off duty jobs that have hours that conflict with the employee's regular shift, that present conflicts of
interest, etc. shall not be approved. However, approval of off -duty employment shall not be unreasonably
withheld.
Section 1: The City and the Union recognize that employee substance and alcohol abuse has an
� adverse impact on City government, the image of City employees, the general health, welfare and safety of
employees, and to the general public at large. Therefore, it is in the best interest of the parties to negotiate
over the subject of drug and alcohol testing.
Section 2: Using, selling, possessing or being under the influence of drugs or controlled
substances while at work is prohibited. Employees are farther prohibited from consuming alcohol and
drugs on duty and/or abusing alcohol and drugs off duty to the extent that such use and/or abuse tends to
have an effect upon the performance of their job functions.
Section 3: The City may require any employee to submit to a blood analysis, urine analysis,
and/or intoxalyzer, when it has a reasonable suspicion that an employee is under the influence of or using
alcohol. drugs or narcotics and/or when an employee is involved in an accident (i.e., automobile or other
injury).
Section 4: hi the event a urine specimen is tested as positive pursuant to the guidelines set forth
in Appendix A (as may be amended by the Department of Health and Human Services), a portion of that
sample shall be subjected to a gas chronograph/mass spectrophometry (GC/MS) test. If the GCIMS
confirmation test is also positive, the employee may request a portion of the urine sample to be supplied to
a qualified laboratory for independent analysis, the cost of which will be paid by the employee.
Section 5: At the conclusion of the drug and alcohol testing, the City may take whatever action,
if any, it deems appropriate. In the event that said action is in the -form of discipline, the employee may
grieve said disciplinary action through the contractual grievance/arbitration procedure.
Section 6: The parties agree that an employees refusal to submit to drug or alcohol testing in
accordance with the provision of this Article may result in disciplinary action being taken against the
employee up to and including dismissal,
21
Section 7: Effective October 1, 2001, all bargaining unit employees covered by this Agreement have
agreed to submit to random drug tests. Employees will be selected at random and without prior notification
for alcohol and drug testing. Random drug testing may occur not more than twice per employee per year.
ARTICLE 32
COURT TIME
Any employee who is subpoenaed to testify at a court trial in a matter arising out of the
performance of his/her official job duties, or who is required to serve on a State of Florida or federal court
jury, will be paid his/her straight time rate for each scheduled work day lost, minus any compensation
received from the court or witness fees. Employees released by the court shall report back to work, unless
they are relieved within two (2) hours of the end of the employee's shift. Upon return to work, employees
shall furnish evidence of time release to the Finance Department,
ARTICLE 33
LAYOFF AND RECALL
Section 1: A layoff shall be deemed to have occurred when the City, within its sole discretion,
announces that it is laying off employees for lack of work, or lack of funds.
Section 2: The City agrees to notify the Union of the names of employees being laid-off at the
same time notice is provided to the affected employees or immediately thereafter.
.Section 3: Employees to be laid off shall be given at least fourteen (14) calendar days notice of
the layoff, or shall be given wages in lieu of notice, or a combination thereof.
Section 4: The City Manager or his designee shall designate the job classifications in which the
layoffs shall occur and the number of employees within each classification to be laid off. Employees shall
be laid off by job classification and, within each classification, by bargaining unit seniority. However, no
regular employee shall be separated from his/her classification while there are emergency, provisional,
probationary, or temporary employees in the classification in which the layoff(s) is occurring.
Section .j: Any employee covered by this Agreement who is affected by a layoff shall have the
right to displace any employee with less bargaining unit seniority in any lower rated classification covered
by this Agreement, provided that said employee is immediately qualified to perform the necessary services
to be performed in that lower rated classification, The City manager and/or Department Director shall
determine lower rated classifications and whether the affected employee is immediately qualified to perform
the necessary services to be performed in that lower rated classification. Such determinations shall be
22
made in the sole discretion of the City Manager and/or Department Director and shall be final and binding.
When an employee elects to "bump" into a lower rated classification, said employee will be paid the rate of
pay of that lower rated classification.
Section 6: Employees who have been laid off will have the recall rights specified in this section
for a period of time not to exceed twelve (12) months.
(A) Employees shall be recalled according to bargaining unit seniority into the
classification from which the employee was laid off or into a lower rated classification covered by this
Agreement, provided that the employee is immediately qualified to perforni the necessary services to be
performed in the employees classification or in the lower rated classification. Determinations as to lower
rated classifications and qualifications to perform necessary services shall be made in the same manner as
set forth in section 5 (above). All employees who are recalled shall be required to pass a physical
examination and a drug test.
(B) Employees on layoff shall be responsible to keep on file with the City Manager's
office the employee's current address. If an employee on layoff fails to keep his/her current address on file
as provided herein, the employee shall forfeit all recall rights. Employees entitled to recall shall be notified
of a vacancy by certified mail not less than seven (7) calendar days prior to the date the employee is to
report to work. A copy of the recall notice shall be sent to the Union. A recalled employee shall be
considered to have voluntarily resigned if he/she fails to accept employment within fourteen (14) calendar
days after the notification is mailed by the City or fails to report to work as instructed. Tbereafter, the
provisions of this Agreement notwithstanding, the City will owe no further obligation to the employee.
Section 7: An employee on layoff status does not accrue seniority but does retain his/her
accumulated seniority until recall. If recalled, the employee again begins to accrue seniority.
Section 1: The bargaining team for each party shall consist of not more than four (4) persons,
The Union will furnish the City with a written list of its bargaining team prior to the first negotiation
meeting.
Section 2: Prior to the first negotiation meeting, the Union shall designate up to two (2) unit
employees who will be paid their regular rate of pay for attending negotiations during Avork hours. Such
pay shall not exceed twenty (20) hours Hil each fiscal year.
NX
EMERGENCIES
Section 1: The City Manager shall have the night, in his sole and exclusive discretion, to
determine if and to what extent an emergency situation exists with respect to 'City property and/or to the
citizens of the City. Immediately after making such determination, the City Manager's office shall notify
the Union of the decision, and, to the extent possible, the length of time the emergency condition is expected
to continue.
Section 2: During the declared emergency, all provisions of this Agreement may be suspended.
Any provision so suspended will be reinstated upon order of the City Manager after the emergency has
ended.
Section 3: Disputes concerning the Agreement arising during ring the declared emergency shall not be
subject to the grievance and arbitration procedure except disputes concerning salary and -wages.
There shall be a Labor-Management Committee consisting of no more than two management
representatives designated by the City Manager and no more than two bargaining unit employees appointed
by the President of the Union. The Labor-Management Committee shall meet as mutually agreed upon by
the participants, but not less than quarterly.
The sole function of the Committee shall be to discuss general matters pertaining to employee
relations (e.g., safety issues). Thus, the parties agree that the purpose of the Committee shall not be to
discuss grievances or matters which have been the subject of collective bargaining. Each bargaining unit
Committee member shall be paid his or her regular salary for attendance at Committee meetings during the
bargaining unit member's regular work hours.
24
ARTICLE 37
PENSION BENEFITS
Section 1. The parties will form a joint Pension Committee to study the current pension plan for
bargaining unit employees and to suggest amendments, if any, to the City Commission for consideration
regarding changes to said plan. The parties may appoint up to three members each to the Committee;
however, one of the City's members shall be the City Manager and one of the Union's members shall be the
Staff Representative from AFSCME Florida Council 79. If the parties are not able to reach agreement on
recommendations to the City Commission, both sides of the Committee may issue separate
recommendations. The recommendations are not biding on the City Commission. Each bargaining unit
Committee member shall be paid his or her regular salary for attendance at Committee meetings during the
bargaining unit member's regular work hours.
Section 2: The following changes in the pension are as follows:
a. Effective October 1, 1995, the benefit accrual rate (multiplier) shall be increased from 1.6 to
b. Effective October 1, 1996, the benefit accrual rate (multiplier) shall be increased from 1.8 to
2.0%.
c. Effective October 1, 1997, the benefit accrual rate (multiplier) shall be increased from 2.0 to
2.25%.
d. Effective October 1, 1998, the benefit accrual rate (multiplier) shall be increased from 2.25
to 2.5%.
e. Effective October 1, 1999, the benefit accrual rate (multiplier) shall be increased from 2.5 to
2.75%.
Section 3: All bargaining unit employees who are employed in positions covered by the unit on
the date of this agreement shall receive the following pension plan 'improvements:
a. The pension multiplier shall be increased to 2.125 % effective October 1, 2000, for all
bargaining unit members, as part of pension plan improvements, from their pension
participation date through September 30, 1996.
b- The pension multiplier shall be increased to 2.250 % effective October 1, 2001, for all
bargaining unit members as part of pension plan improvements, from their participation date
through September 30, 1997.
M
c. The pension multiplier shall be increased to 2.50 % effective October 1, 2001, for all
bargaining unit members as part of the pension plan improvements, from their participation
date through September 30, 1998.
ARTICLE 38
An employee who is authorized by the Department Head to temporarily assume the duties of 'a
higher pay status classification for three (3) consecutive work days will receive the pay rate of the lowest
step of the higher classification or a one (1) step increase (whichever is higher) for all consecutive hours
worked in the higher classification after the above-referenced three (3) consecutive work days,
26
ARTICLE 39
TERM OF AGREEMENT AND REOPENING
Section 1: This Agreement, having been ratified by the City Commission of the City of South
Miami and Local 3294, American Federation of State, County, and Municipal Employees, AFL-CIO, shall
be operative and effective as of its date of execution, and shall continue until September 30, 2004.
Section 2: Either party may require, by written notice to the other, between April 1st and not later
than June 1st discussions concerning modifications of this Agreement on non-financial issues, one issue
chosen by the Union, and one issue chosen by the City. If neither party shall submit such written notice
during the 'indicated period, this Agreement shall automatically be renewed, in its entirety, for the following
fiscal year thereafter.
AMERICAN FEDERATION OF STATE,
COUNTY AND MUNICIPAL EMPLOYEES
LOCAL 3294
In
Staff Representative
Date
an
President
Date
day of 7 2001.
19
0
Mayor
Date
LM
Date
City Manager
APPENDIX A
Initial test level (ng/nil)
Marijuanametabolites ......................... ........................................................... 1O0
Cocainemetabolites .......................................... ...................... ..................... 30O
Opiate metabolites ................ ---.................................................... 300 1/
Phencyclidine ------------------------------'25
` Amphetamines ------------------------1,OOU
D 25umn-difbuoomoasmay specific for free
Marijuana Confirmatory test level (ng/ml)
----------------------'-----15
Cocainemotabolitoa2/ ..................................................................................... 5O
Opiates:
Morphine. ............. ................................................................................ ....... 300
Codeine....................... ............................. ................................ — ......... ...... 30O
-___'____ ............... ............... ............ ........ ---.................. ................ __
:
Amphetamines-
Amphetamine -----'--------------------------'580
Methamphetamie ------------------------------500
D acid.
=____y_-g___.
These test levels are subject hm change hvthe Department of Health and Homan Services um advances 'in
technology or other considerations warrant identification of these substance at other concetrations.
28