Ord No 35-19-23484 ,
ORDINANCE NO. 3 5 -19 - 2 3 4 8
An Ordinance amending the South Miami Pension Plan to implement the Collective
Bargaining Agreements between the City of South Miami and AFSCME, AFL-CIO and
City Employees Local 3294; by amending Section 16-12, "Definitions"; and amending
Section 16-14, "Pension benefits and retirement date"; Providing for a Cost of Living
Adjustment for General Employees.
WHEREAS, the City of South Miami and the American Federation of State, County and
Municipal Employees, AFL-CIO and City Employees Local 3294, (hereinafter "Unions"), have
entered into new Collective Bargaining Agreements ("Agreements"); and
WHEREAS, the purpose and intent of the Agreements is to provide a Supplemental Benefit
(i.e. Cost of Living Adjustment) based upon the entire accrued benefit, with a limit of 3% based off of
the Consumer Price Index for First Tier Member, Second Tier Member and AMSC Member general
employees; and
WHEREAS, Florida law requires that if any provision of a collective bargaining agreement is
in conflict with any ordinance over which the chief executive officer has no amendatory power, the
chief executive officer shall submit to the appropriate governmental body having amendatory power a
proposed amendment to such ordinance; and
WHEREAS, the City Commission has received and reviewed an actuarial impact statement
related to such amendments; and
WHEREAS, the City Commission wishes to change the terms of the South Miami Pension
Plan to effectuate the changes called for in the Agreement; and
WHEREAS, the City Commission deems it to be in the public interest to provide these
changes to the South Miami Pension Plan;
NOW, THEREFORE, BE IT HEREBY ORDAINED BY THE MAYOR AND
CITY COMMISSION OF THE CITY OF SOUTH MIAMI, FLORIDA, THAT:
Section 1. The foregoing recitals are hereby ratified and incorporated by reference as if fully
set forth herein and as the legislative intent of this Ordinance.
Section 2: Chapter 16, Article II, of the City of South Miami Code of Ordinances is hereby
amended by amending Sec. 16-12, "Definitions" as follows:
First Tier Member shall mean general employees who were hired on or before
September 30, 2011, who were participating in the South Miami Pension Plan as of
September 30, 2011 and who did not elect to discontinue membership in the South Miami
Pension Plan thereafter.
Page 1 of 4
Ord. Not & 35-,19-2348
Full-time employee shall mean an employee who works over thirty-two (32) hours
a week or more on a continuing basis and is eligible to receive all benefits.
Supplemental benefit shall mean a variable benefit reflecting changes in the cost
of living determined from the Consumer Price Index. , W-hieh may beeeme payable en
Oeteber- 1, 1970, and eivep.,A O.Pt.0beff 1 ther-eafter- for- the ensuing 12 month period to
Section 3: That Chapter 16, Article II, of the City of South Miami Code of Ordinances is
hereby amended by amending Sec. 16-14, "Pension benefits and retirement date" as follows:
(b) Amount of pension. The yearly amount of pension payable to a participant on the first day
of the month coincident with or next following the participant's retirement date shall be an
amount equal to the participant's number of completed years of credited service multiplied by a
percentage of final average compensation as stated herein.
(4) Supplemental benefit. A supplemental benefit for Police officers, First Tier
Members, Second Tier Members and AMSC Members if any-, is payable, determined on
each valuation date which occurs after the participant's normal retirement date. The
supplemental benefit shall be equal to (1) an amount determined at the first applicable
valuation date by multiplying the yearly amount of basic benefit by the percentage, if
any, by which the current index exceeds the base index and (2) an amount determined at
each subsequent valuation date, where the current index exceeds the prior index, or where
the prior index exceeds the current index, by reducing such sum by the product of such
sum and the percentage by which the prior index exceeds the current index; provided,
however, that in no event shall the supplemental benefit payable at any time be greater
than the excess of (1) the basic benefit increased at three (3) percent compounded
annually from the initial valuation date applicable to the participant over (2) the basic
benefit. In no event shall the supplemental benefit be reduced below zero so as to affect
the amount of basic benefit. Supplemental benefits shall commence or be adjusted as of
each October 1 and shall continue thereafter for the following eleven (11) months. For
First Tier Members, Second Tier Members and AMSC Members who retired or entered
the DROP prior to October 1, 2019, the Supplemental Benefit is not provided on the
portion of the benefit accrued after September 30, 2011 including increases in the accrued
benefit due to increases in final averagecompensation. Eff-ee ;�z-v a Getebe r ' 2011,+t,o
supplemefital benefit Cost of Living Adjustment (GOL.A.). �fbr.- geaifi-e.mal em...Pleyees (eligible
Page 2 of 4
Ord. No.* 35-1#9-2348
4 t!�
(c) Early retirement.
(1) A police officer participant may elect an early retirement date which may
be the first day of any calendar month coincident with, or subsequent to
the participant's fiftieth birthday and completion of fifteen (15) years of
credited service. The pension benefits payable to any such participant on
early retirement date shall be equal to an actuarial equivalent, determined
in accordance with the table below, to the amount of pension to which is
entitled up to early retirement date in accordance with subsection (b).
Table —Police officer participant —
Percentages for early retirement date
Years prior to normal
retirement date
Percentage
1
97
2
94
3
91
4
88
5
85
Age on normal retirement date shall be age nearest birthday. Years prior to
normal retirement date shall mean years and completed months from early retirement
date to normal retirement date. Allowance for such months shall be made by interpolating
in this table.
MR . W.M. W 001 To '19,42 00,911 IT 11111 . IM, I . 142 WIT I WN V T W. r 11
. I'M. IN I OR , V I W. i I a' I -, I I -. 'T 19 11111 'M�"
(d) Late retirement. A participant, with the written consent of his employer, may elect
a later retirement date which may be the first day of any calendar month after normal
Page 3 of 4
Ord. NE. 35�19-2348
retirement date. If the participant's contributions shall terminate on late retirement,
benefits shall be based on annual earnings and credited service to late retirement date.
t
Section 4. Conforming language or technical scrivener -type corrections may be made by the
City Attorney for any conforming amendments to be incorporated into the final product for signature.
Section 5. Codification. The provisions of this ordinance shall become and be made part of
the Code of Ordinances of the City of South Miami as amended; that the sections of this ordinance
may be renumbered or re -lettered to accomplish such intention; and that the word "ordinance" may be
changed to "section" or other appropriate word.
Section 6. Severability. If any section, clause, sentence, or phrase of this ordinance is for any
reason held invalid or unconstitutional by a court of competent jurisdiction, this holding shall not affect
the validity of the remaining portions of this ordinance.
Section 7. Ordinances in Conflict. All ordinances or parts of ordinances and all section and
parts of sections of ordinances in direct conflict herewith are hereby repealed.
Section 8. Effective Date. This ordinance shall become effective upon enactment.
PASSED AND ENACTED this 5t' day of November, 2019.
ATTEST: APPR VED:
i,
CITY LERK 0 MAY R
IS` Reading: 10/15/19
2"d Reading: 11/5/19
READ AND AP OVED TO FORM:
Section 4. Conforming language or technical scrivener -type corrections may be made by the
City Attorney for any conforming amendments to be incorporated into the final product for signature.
Section 5. Codification. The provisions of this ordinance shall become and be made part of
the Code of Ordinances of the City of South Miami as amended; that the sections of this ordinance
may be renumbered or re -lettered to accomplish such intention; and that the word "ordinance" may be
changed to "section" or other appropriate word.
Section 6. Severability. If any section, clause, sentence, or phrase of this ordinance is for any
reason held invalid or unconstitutional by a court of competent jurisdiction, this holding shall not affect
the validity of the remaining portions of this ordinance.
Section 7. Ordinances in Conflict. All ordinances or parts of ordinances and all section and
parts of sections of ordinances in direct conflict herewith are hereby repealed.
Section 8. Effective Date. This ordinance shall become effective upon enactment.
PASSED AND ENACTED this 5t' day of November, 2019.
ATTEST: APPR VED:
i,
CITY LERK 0 MAY R
IS` Reading: 10/15/19
2"d Reading: 11/5/19
READ AND AP OVED TO FORM:
COMMISSION VOTE:
5-0
LANGUAG GALIT
Mayor Stoddard:
Yea
EXE HEREOF
Vice Mayor Harris:
Yea
Commissioner Welsh:
Yea
Commissioner Liebman:
Yea
ciTY,K7MPf4E)7 i
Commissioner Gil:
Yea
Page 4 of 4
Agenda Item No:9.
City Commission Agenda Item Report
Meeting Date: November 5, 2019
Submitted by: Michelle Caloca
Submitting Department: Finance Department
Item Type: Ordinance
Agenda Section:
Subject:
An Ordinance amending the South Miami Pension Plan to implement the Collective Bargaining Agreements
between the City of South Miami and AFSCME, AFL-CIO and City Employees Local 3294; by amending Section
16-12, "Definitions"; and amending Section 16-14, "Pension benefits and retirement date";and Providing for a
Cost of Living Adjustment for General Employees. 3/5 (City Manager -Finance Dept.)
Suggested Action:
Attachments:
Memo - Ordinance Pension Supplemental Benefit (COLA) FINAL.docx
South Miami Ordinance Amending Supplemental BenefitCOLA FINAL2.docx
Reso 123-19-15395 - Fully Executed AFSCME Agreement 2019-2022.pdf
Summary of Retirement Plan Costs as of October 1, 2018- Actuarial Valuation Funding Ratio Info.pdf
COLA Projection Study (30 Years).pdf
Actuarial Impact Statement- Supplemental Benefit.pdf
MDBR Ad.pdf
South Miami
THE CITY OF PLEASANT LIVING
CITY OF SOUTH MIAMI
OFFICE OF THE CITY MANAGER
INTER -OFFICE MEMORANDUM
To: The Honorable Mayor, Vice Mayor and Members of the City Commission
From: Steven Alexander, City Manager
Date: October 15, 2019
Request: An Ordinance amending the South Miami Pension Plan to implement the
Collective Bargaining Agreements between the City of South Miami and
AFSCME, AFL-CIO and City Employees Local 3294; by amending Section 16-
12, "Definitions"; and amending Section 16-14, "Pension benefits and
retirement date"; Providing for a Cost of Living Adjustment for General
Employees.
Background
The proposed Ordinance enacts changes necessary to bring the City into compliance with the
newly executed Collective Bargaining Agreement between the City of South Miami and the
American Federation of State, County and Municipal Employees, AFL-CIO, City Employees Local
3294 (AFSCME) (Resolution 123-19-15395).
In an effort to successfully negotiate a fair contract, which helps continue to keep employee
moral high, while maintaining the financial success the City, allowing for the reduction of the
City's millage rate, Management agreed to recommend the reinstatement of the Cost of Living
(COLA) pension benefit instead of the merit raise proposal.
Currently, all Police members, regardless of the date they joined service with the City, receive
the COLA pension benefit for the duration of their retirement. Non -Police employees, including
members who are in the City of South Miami Pension Plan, and were hired prior to October 1,
2011, receive a COLA pension benefit for their service prior to October 1, 2011. Employees hired
after October 1, 2011 do not receive any COLA pension benefit at all.
Simply put, as of today's date, there are some employees who will receive a full COLA pension
benefit upon retirement, some who will receive a partial COLA pension benefit upon retirement,
and some will not receive the benefit at all. Employees without a COLA benefit in retirement will
not have a retirement program that will keep pace with inflation and their future expenses even
though others working in the same job will. This is an unfair economic segregation of our
employees on completely a random basis.
Inflation causes cost -of -living expenses to increase. As the price of everyday items such as food,
housing, gas, clothing, and utilities rises, retirees must spend more of their fixed income. To
remain in a consistent financial situation, employee retirement amounts must go up as living
expenses go up. The main reason to provide a COLA to retirees in their pension is to keep the
retirees' benefit reasonable compared to living expenses.
The average normal retirement benefit for employees currently in the City's Pension Plan is
approximately $27,326 annually. Based on that annual average amount and a hypothetical
inflation rate of a modest 1.80%, the $27,326 is going to be reduced to $24,994, a reduction of
$2,332 in 5-years, and over a 10-year period the same initial $27,326 is going to be reduced to
$22,861, a reduction of $4,465 over that period. By providing all employees with the negotiated
COLA pension benefit, employees earned annual pension benefit after retirement will be closer
to the cost of inflation, hence allowing them to continue recieving an amount similar to the
benefit earned while employed with the City.
Currently Effect of Proposal
Average Normal Retirement Benefit
Amount (per year) $27,326 $27,326
Value of Retirement Benefit at Year
$24,994 $27,326
5(per year):
Value of Retirement Benefit at Year
$22,861 $27,326
10(per year):
The first column shows the effect of inflation as it reduces the yearly benefit while the proposed
benefit stays abreast of inflation somewhat and is obviously better for the employee.
Based on the City's October 1, 2018 Actuarial Valuation report provided by the City's Pension
Plan Actuary, the City of South Miami Pension Plan is currently 110% funded. This means that
the Pension Plan is very strong and is in possession of 10% more funds than is necessary to fund
its financial obligation to retired employees. Attached is the Summary of Retirement Plan Costs
as of October 1, 2018.
Proposed Ordinance
The proposed change reinstates the COLA pension benefit once provided by the City for all
employees. For Members who retired or entered the DROP prior to October 1, 2019, the COLA
pension benefit is not provided on the portion of the benefit accrued after September 30, 2011
including increases in the accrued benefit due to increases in final average compensation,
therefore, in this sense the program is not retroactive.
Financial Impact of Proposed Ordinance
The City Administration, over the past few years, have made certain pension revisions which will
provide an estimated savings to the City totaling over $519,692, over the next 5-years. Together
over the next 5-years, the 2016 pension revision that was approved by the City Commission will
provide an estimated $442,520 savings and the most recent revision in 2019 which provides for
an annual window, during the enrollment period, for employees to join the City's pension plan is
estimated to provide a $77,172 savings.
It is our intent to continue to keep our employees motivated with a high moral and pride in
working for the City of South Miami. Therefore, the City Management negotiated the 3
reinstatement of the supplemental benefit for their pension benefits, as all employees previously
were entitled to prior to October 1, 2011, at an estimated cost of $109,000 per year or $593,000
over the next five years. This figure is significantly below the rejected merit raise proposal from
just one of the employment groups within the City.
Recommendation
Approve the attached Ordinance that enacts changes necessary to bring the City fully in
compliance with Resolution 123-19-15395, which approved the Collective Bargaining Agreement
(CBA) beginning June 22, 2019 through June 21, 2022 between the American Federation of State,
County and Municipal Employees, AFL-CIO, City Employees Local 3294 and the City of South
Miami, and provides the same benefits to all retirees within the City's program with the intent to
fairly and equally continue meeting the City's personnel objectives.
Attachments
— Proposed Ordinance
— Resolution 123-19-15395 Approving the American Federation of State, County and
Municipal Employees, AFL-CIO, City Employees Local 3294, CBA
— Summary of Retirement Plan Costs as of October 1, 2018
— GRS 30-year Projection Study
4
RESOLUTION NO. 1 23-1 9-1 5395
A Resolution ratifying the three-year Collective Bargaining Agreement from June 22, 2019
to June 21, 2022 between the American Federation of State, County, and Municipal
Employees (AFSCME), Local 3294 and the City of South Miami, and authorizing its execution
by the City Manager.
WHEREAS, the Mayor and City Commission of the City of South Miami seek to provide the highest
levels of services for the citizens, residents, businesses, and visitors of the City of South Miami; and
WHEREAS, a Collective Bargaining Agreement with the American Federation of State, County, and
Municipal Employees ("AFSCME"), Local 3294, is an integral component of this effort; and
WHEREAS, the City Administration and the AFSCME have successfully concluded negotiations on
a new three-year contract upon execution, which achieves these objectives; and
WHEREAS, AFSCME ratified the proposed agreement.
NOW, THEREFORE, BE IT RESOLVED BY THE MAYOR AND CITY COMMISSION OF THE CITY OF
SOUTH MIAMI, FLORIDA:
Section 1: The Mayor and City Commission approve the Collective Bargaining Agreement for June
22, 2019 to June 21, 2022, between the American Federation of State, County, and Municipal Employees
(AFSCME), Local 3294 and the City of South Miami, and authorizes the City Manager to execute the
agreement.
Section 2. Severability. If any section clause, sentence, or phrase of this resolution is for any
reason held invalid or unconstitutional by a court of competent jurisdiction, the holding shall not affect
the validity of the remaining portions of this resolution.
Section 3. Effective Date. This resolution shall become effective immediately upon adoption.
PASSED AND ADOPTED this 151 day of October, 2019.
ATTEST: APPROVED:
L PCL /
CITY CLE C MAYO
READ AND APPROVED AS TO FORM
LANGUAGE, EXECUTION AND
Commission Vote:
5-0
Mayor Stoddard:
Yea
Vice Mayor Harris:
Yea
Commissioner Gil:
Yea
Commissioner Liebman:
Yea
Commissioner Welsh:
Yea
kl
South�`miami
THE CITY OF PLEASANT LIVING
AGREEMENT BETWEEN
CITY OF SOUTH MIAMI
AND
AFSCME
AGREEMENT FOR FISCAL YEARS
June 22, 2019 to June 21, 2022
Of
Table of Contents
), 0 0
South
THE CITY OF PLEASANT LIVING
............................................................................................................................................... . .............................. I
ARTICLE1 AGREEMENT.........................................................................................................................................4
ARTICLE RECOGNITION.....................................................................................................................................4
ARTICLE 3 MANAGEMENT RIGHTS.........................................................................»._..........................................4
ARTICLE NON-DISCRIMINATION........................................................................................................................5
ARTICLE 5 NO STRIKES OR LOCKOUTS...................................................................................................................6
ARTICLE 6 DUES CHECK-OFF.................................................................................................................................6
ARTICLE 7 UNION STEWARD.................................................................................................................................7
ARTICLE 8 MAINTENANCE OF DISCIPLINE.............................................................................................................7
ARTICLE 9 GRIEVANCE AND ARBITRATION PROCEDURE.......................................................................................8
ARTICLE10 SICK LEAVE.......................................................................................................................................I I
ARTICLE11 ANNUAL LEAVE................................................................................................................................11
ARTICLE12 FUNERAL LEAVE............................................................................................................................... 12
ARTICLE 13 HOLIDAYS..........................................................................................................................................12
ARTICLE 14 HEALTH INSURANCE.........................................................................................................................13
ARTICLE 15 HEALTH AND SAFETY........................................................................................................................ 13
Page 2 of 27
11
ARTICLE 16 UNIFORMS AND SAFETY EQUIPMENT..............................................................................................14
ARTICLE17 WAGES........................................................................................................ .............................14
ARTICLE 18 LONGEVITY BONUS...........................................................................................................................15
ARTICLE 19 PERFORMANCE EVALUATION..........................................................................................................15
ARTICLE 20 CLASSIFICATION APPEAL..................................................................................................................16
ARTICLE 21 SERVICES TO THE UNION.................................................................................................................16
ARTICLE22 CALL BACK........................................................................................................................................17
ARTICLE23 SEVERABILITY CLAUSE......................................................................................................................17
ARTICLE 24 PERSONNEL RULES AND REGULATIONS...........................................................................................17
ARTICLE 25 COMPLETE AGREEMENT AND WAIVER OF BARGAINING................................................................17
ARTICLE 26 PROHIBITION AGAINST REOPENING OF NEGOTIATIONS.................................................................18
ARTICLE 27 RULES AND REGULATIONS...............................................................................................................18
ARTICLE 28 EMPLOYEE AND UNION COOPERATION..........................................................................................18
ARTICLE 29 VEHICLE AND EQUIPMENT ABUSE...................................................................................................19
ARTICLE 30 OFF DUTY EMPLOYMENT.................................................................................................................20
ARTICLE 31 DRUG AND ALCOHOL TESTING........................................................................................................20
ARTICLE32 COURT TIME................................................................ ...........................21
..........................................
ARTICLE33 LAYOFF AND RECALL........................................................................................................................21
ARTICLE 34 REPRESENTATION DURING NEGOTIATIONS....................................................................................22
ARTICLE35 EMERGENCIES..................................................................................................................................22
ARTICLE 36 LABOR-MANAGEMENT COMMITTEE...............................................................................................23
ARTICLE 37 RETIREMENT BENEFITS.....................................................................................................................23
ARTICLE 38 WORK IN HIGHER CLASSIFICATION.................................................................................................26
ARTICLE39 RELEASE TIME...................................................................................................................................26
ARTICLE 40 TERM OF AGREEMENT....................................................................................................................26
Page 3 of 27
12
ARTICLE 1 AGREEMENT
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 3294, 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 and
Regulations. 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 and 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 shall supersede Personnel Rules, Administrative Orders, and/or other
rules and regulations in conflict herewith. All references to "employee" and all pronouns in this
Agreement are intended to refer to both genders.
ARTICLE 2 RECOGNITION
The City hereby recognizes the Union as the exclusive bargaining representative of all
regular, full time 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, building maintenance workers and supervisors,
maintenance mechanics and supervisors, carpenters, 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.
ARTICLE 3 MANAGEMENT RIGHTS
Section 1: The Union recognizes that the City Manager (hereinafter referred to as
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 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 the current
Personnel Rules and Regulations.
Section 2: These rights and powers include, but are not limited to the authority to:
a. , determine the missions and objectives of the City;
Page 4 of 27
13
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;
d. discipline or discharge employees for cause;
e. schedule operations and shifts;
f. introduce new or improved methods, operations and facilities;
g. 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, eF curtail or discontinue temporarily or
permanently, in whole or in part, operations whenever in the sole discretion
of Management, good business judgment makes such action advisable;
k. contract or subcontract any existing or future work;
I. the Management will make every effort to notify the Union of the
contracting out or privatization of service involving classes within the
bargaining unit within 45 days before Management decides to contract out
or privatize services
M. reduce, assign, or cease any existing job authorized in the City's approved
budget, including those covered in the current Personnel Manual
n. determine whether and to what extent the work required in its operation
shall be performed by the employees covered by this Agreement.
o. have the sole discretion to determine the plan design for all medical and
dental coverage that benefits employees covered under this Agreement.
Management agrees to consider the recommendations of the Employees'
Benefits Committee as may be established by the City Manager. The Union
shall be entitled to have one seat on any such Employee Benefits Committee,
said representative to be appointed by the Local's President.
ARTICLE 4 NON-DISCRIMINATION
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, sexual orientation, membership in the Union, or non -membership in the Union.
The parties further agree that the City may take any and all action in order to fully comply with the
Americans with Disabilities Act.
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
Page S of 27
14
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 NO STRIKES OR LOCKOUTS
Section 1: There will be no strikes, work stoppages, picketing, slowdowns, boycotts, or
concerted failure, or refusal to perform assigned work while working or while in City uniforms, 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 that are the basis of the health and welfare of the citizens of the City 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 Union within thirty (30) days from
the date of deduction. The Union will notify the City in writing thirty (30) days prior to any change
in the regular Union dues structure.
Section 2: An employee may revoke his/her Union dues deduction in accordance
with Section 447.303 Florida Statutes.
Section 3: The Union agrees to indemnify and hold the City and any of its agents or
Commission members harmless 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 Agreement.
Page 6 of 27
15
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 Steward
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 and understood by the Union that the Union Steward, or his/ her alternate, (hereinafter
collectively referred to as "the Union Steward") shall process grievances and conduct his/her other
Union 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 date that 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 Management layoff, discharge, or discriminate against a
Union Steward for action taken in the performance of his/her duty as a Steward.
ARTICLE 8 MAINTENANCE OF DISCIPLINE
Section 1: The parties understand and agree that the maintenance of discipline is
necessary to insure the efficient and safe operation of the City. Therefore, the City reserves the
right to impose disciplinary actions (penalties) for work deficiencies and/or the failure to meet
established standards of conduct. Disciplinary actions shall be taken in the most timely, judicious
and consistent manner possible. The City will utilize the progressive discipline policy as set forth
in the Personnel Manual, which shall take precedence in such matters.
Section 2: 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 notified by his/her supervisor
of said violation as soon as practicable or upon the conclusion of the investigation if one is being
conducted. Every effort shall be made to have an informal discussion with the employee prior to
the issuance of any disciplinary action.
Page 7 of 27
16
Section 3: There shall be no Performance Report, Evaluation Statement, or Reprimand
placed in an employee's personnel folder unless the employee has been given a copy prior to or at
the same time that it is placed in the file.
Section 4: 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 5: An employee may choose to appeal a disciplinary action, which has no loss of
time, to the City Manager. An appeal to the City Manager must be done in writing within three
business days from the time the disciplinary notice is issued to the employee. The appeal must
present the facts dealing with the specific circumstance and explain why the City Manager should
reconsider the discipline. The City Manager's decision is final and the employee does not have the
right to appeal or grieve once this appeal process is selected. Alternatively, the employee may
choose to appeal a disciplinary action through the grievance process as specified in Article (9) of
this Agreement. The employee can only select one of the two procedures specified in this section.
ARTICLE 9 GRIEVANCE AND ARBITRATION PROCEDURE
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 and the abandonment shall
not be the subject of arbitration. 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 steps:
1. The employee shall first take up his/her grievance with his immediate supervisor,
who is not a member of the Bargaining Unit, within ten (10) business 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 may involve the employee's union
representative 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 deliver to the employee's Department Director by
any means that provides some evidence of its delivery, such as e-mail or facsimile transmission,
and if delivery is by hand, it shall be signed by the Department Director solely to establish date of
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receipt.. Such grievance shall be presented to the Department Director within three business days
from the immediate supervisor's decision being made under step 1 of this section, but in any event,
the grievance shall be delivered to the Department Director no later than 21 days of the occurrence
of the event(s) which gave rise to the grievance. The Department Director shall, within ten (10)
business days after presentation of the grievance (or such longer period of time as is mutually
agreed upon in writing and signed by both the employee (or employee union representative) and
the Department Director), render his decision on the grievance in writing and deliver it to the
employee, or the employee union representative, by any means that provides some evidence of
its delivery, such as e-mail or facsimile transmission.
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 Director's decision to the City Manager,
or his designee, within ten (10) business days of the issuance of the Department Director'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 and deliver to the City Manager by any means that provides
some evidence of its delivery, such as e-mail or facsimile transmission receipt, and if delivery is by
hand, it shall be signed by the Department Director solely to establish date of receipt. The
employee may also opt to have the employee's union representative to request that the
Department Director's decision be reversed or modified. The City Manager, or his designee, shall
within ten (10) business days of the appeal (or some longer period as is mutually agreed upon in
writing and signed by both the employee (or employee union representative) and the Department
Director)) render his decision in writing, and deliver a copy to the employee and to the employee's
union organization or representative, both of which shall be deliver by any means that provides
some evidence of its delivery, such as e-mail or facsimile transmission and if delivery is by hand, it
shall be signed by the recipient solely to establish date of receipt.
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's(s) union
organization and the City, such grievance shall be presented in writing directly to the Department
Head within ten (10) business days. of the occurrence of the event (s) which gave rise to the
grievance. The grievance shall specify the names of the employees desiring to grieve. The class
action grievance must be signed by the aggrieved employees or the President or representative of
the employee union organization. Thereafter, the grievance shall be processed in accordance with
the procedures set forth in Step (2) and Step (3), including the requirements for delivery of
grievances/appeals and employer decisions.
5. 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) business 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
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parties shall jointly request the Federal Mediation Conciliation Service (FMCS) to furnish five(5)
names from which each party shall have the option of striking two (2) names in alternating fashion,
thus leaving the final arbitrator who shall hear the arbitration in accordance with the FMCS rules
of procedure.
6. 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 nor to interpret any provision that is clear
or unambiguous. 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.
7. 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 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.
8. 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.
9. The initial selection process for choosing an impartial arbitrator shall commence
within ten (10) business days after the receipt of the panel from the Federal Mediation Conciliation
Service and each party shall have three business days to strike a member of the panel. 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.
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10. No probationary employee shall be entitled to utilize the grievance/arbitration
procedure herein on any matter involving discharge, suspension, demotion or other disciplinary
action.
ARTICLE 10 SICK LEAVE
Section 1: Sick leave is a benefit 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 2: Effective October 1, 1995, employees will be allowed to accrue sick leave in
excess of the 600 hours cap. All sick leave will be governed by Section 4 of this Article.
Section 3: 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 40 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 during that year.
Section 4: Employees hired prior to October 1, 1995, who voluntarily terminate
employment from the City, shall receive payment for 100% of leave deposited in their sick bank,
up to 600 hours. Employees hired on or after October 1, 1995 who, upon voluntary termination
from the City, have a minimum of 300 hours of leave deposited in their sick leave bank, shall be
entitled to a termination payout of 150 sick leave hours. Employees hired on or after October 1,
1995 with less than 300 hours of sick leave will not be entitled to a sick leave payout upon
termination.
ARTICLE 11 ANNUAL LEAVE
Section 1: Employees shall earn 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
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Amount of Vacation Leave
12 working days
15 working days
18 working days
21 working days
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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.
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 employment with the city will be paid pro-rata at the employee's 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 12 FUNERAL LEAVE
1. Employees covered by this Agreement shall be entitled to funeral leave with pay up to a
maximum of four (4) work days in the event of a death in the employee's immediate family.
Two (2) additional days of leave may be granted if travel is out of state.
2. The immediate family shall be defined as wife or husband, domestic partner, grandparents,
parents, children, step children, grandchildren, step grandchildren, brothers, step brothers,
sisters, step sisters, father-in-law, mothers-in-law, brother-in-law and sister-in-law.
3. Proof of death in the immediate family in the form of a 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.
ARTICLE 13 HOLIDAYS
The paid holidays listed below shall be granted under the following conditions:
1) January 1
2) 3rd Monday of January
3) 3rd Monday of February
4) 4th Monday of May
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New Year's Day
Martin Luther King's Birthday
President's Day
Memorial Day
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5) July 4 Independence Day
6)1st Monday of September Labor Day
7) 2"d Monday of October Columbus Day Holiday
8) November 11 Veteran's Day
9) Last Thursday in November Thanksgiving Day
10) Friday after Thanksgiving
11) % day December 24 Christmas Eve
12) December 25 Christmas Day
When a holiday falls 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/her 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 two days off, with pay, as floating holidays 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.
ARTICLE 14 HEALTH INSURANCE
The City agrees to pay for HMO health insurance for all employees covered by this agreement.
Employees wanting the optional POS or PPO health insurance will pay the difference between the
two plans. The City will provide levels of dental coverage, as well as life and disability insurance.
The employee agrees to pay for 100 % of dependent coverage for health and dental insurance. The
City has the right to change the plan designs as a management right.
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 that all employees
observe the safety rules and procedures established by the City. 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.
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Section 2: Safe Driving Awards. Any employee covered by this Agreement who drives or
operates motor equipment twenty-five percent of the time or greater in the performance of their
duties shall be eligible to receive a safe driving certificate and a $250 bonus in December if the
employee has not had a 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
is provided to the employee and after the employee has signed the report. Neither the City, Union,
nor any individual employee covered under this Agreement may refuse to report an injury nor
prevent, hinder or otherwise discourage an employee from reporting an injury. Failure to promptly
report a work -related accident or injury shall result in disciplinary action.
ARTICLE 16 UNIFORMS AND SAFETY EQUIPMENT
Section 1: Safety Equipment. Employees of the Public Works Department shall be issued
two (2) pairs of safety shoes per employee for use at work each year. In addition to safety steel
toe shoes, the following safety equipment shall also be used by unit employees as applicable: 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 Director. Employees are 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 six (6) pair of pants and twelve (12) work
shirts, per person each year.
Section 3: Gloves: Each employee shall receive two (2) pairs of gloves per year. In extreme
circumstances, the Director will determine if the employee requires an additional pair during the
year.
Section 4: The City shall issue to each employee covered by this Agreements a jacket of
sufficient quality to meet the safety and/or uniform needs of the Department. Furthermore, safety
shoes will be replaced as necessary to maintain safety standards of the Department.
ARTICLE 17 WAGES
t. Effective October 1, 2016, and each year thereafter, bargaining unit members shall receive a
cost of living increase, based on the Consumer Price Index - All Urban Consumers 12-Month
Percent Change for the Miami -Ft. Lauderdale FL area (CPI) which shall have the effect of
increasing the pay for each employee, unless the CPI is zero or is negative, which shall then have
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no decreasing effect on the employee's pay unless the CPI for the previous year or an average
of the last 2 years exceeded 3%. The CPI increase shall never exceed 3% each year
ARTICLE 18 LONGEVITY BONUS
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%
longevity bonus will be compounded (Longevity 2). After 20 years of continuous satisfactory full-
time service an additional 3% longevity bonus 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 `Agreement shall receive an additional longevity bonus, which is 3% of their salary
compounded (Longevity 4).
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). All newly hired employees will have a one-year probationary
period. 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 any increases. Any employee
receiving an overall evaluation of improvement needed or unsatisfactory shall be reevaluated
within no more than ninety (90) days from the first evaluation. The anniversary date for future
evaluations shall continue being the employee's anniversary hired, or rehired, date.
In the event that the employee remains unsatisfactory after the second evaluation, the
City Manager may take such further action, as he deems appropriate to improve the performance
and a third reevaluation shall be conducted within no more than ninety (90) days from the issuance
of the second evaluation.
If the employee remains unsatisfactory after the third evaluation, the City Manager may
terminate the employee.
In the event that an employee is dissatisfied with a less than satisfactory evaluation, the
employee may, within five (5) working days of receiving his evaluation, file a written appeal to the
City Manager or his/her designee. The City Manager or his/her designee shall hold a meeting with
the employee and a Union representative if desired and shall thereafter issue his/her decision. The
City Manager's decision regarding the contents of the performance evaluation and the employee's
employment status shall be final and binding and shall not be subject to review, grievance, or any
legal action within a court of competent authority.
All newly hired employees will be given an interim evaluation after six (6) months.
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ARTICLE 20 CLASSIFICATION APPEAL
Section 1: Whenever an employee has reason to believe that he/she is misclassified,
he/she may apply for a review of his/her classification by submitting such a request in writing to
his/her Department Director. The request shall include proposed job description. Within 20
calendar days of receipt of the request, the Department Director shall forward the request, with
any comments that the Department Director wishes to make, to the City Manager.
Section 2: Within 30 days of receipt of the request for reclassification, the City Manager
or his/her designee, 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.
Section 3: If the City Manager or designee determines that an employee is misclassified,
the employee shall be placed in a current appropriate classification (as determined by the City
Manager or designee), unless the City Manager or designee determines that there is no existing
appropriate classification. In such cases, the City Manager may recommend to the City Commission
that a new classification, job description, and pay range be adopted. Failure of the City Commission
to approve the City Manager's recommendation shall not bind the City to any further action. 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 or designee's decision.
Section 4: The City Manager's or designee's decision regarding the classification
determination shall be final and is not grievable.
Section 5: Employees may not submit a request for reclassification more than once every
twelve (12) months.
ARTICLE 21 SERVICES TO THE UNION
Section 1: The City agrees to furnish the Union, once a year, one copy of the following
regarding employees in the bargaining unit, provided the employee delivers to the City a written
consent to the dissemination of the information described in section La., below, to the Union:
a) A list of their names, addresses, classifications, and social security numbers; and
b) A list of employees by occupation.
Section 2: The City will furnish 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
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of communicating with the general public. The Department Director must first approve anything
that the Union wishes to post on the bulletin board.
Section 3: During group orientations of new employees within the AFSCME bargaining unit, the
Union shall be given an opportunity, in the presence of the Personnel Manager, and if available the
applicable Department Director, to introduce (or have introduced) one of its Local Representatives
who may speak briefly to describe the Union, participation in negotiations and general interest in
representing employees.
ARTICLE 22 CALL BACK
Employees called back to work after one hour from their normal tour of duty shall be
guaranteed a minimum of - four (4) hours pay, which shall be considered hours worked for the
purpose of determining overtime compensation, provided such work does not immediately
precede or immediately extend the employees regularly assigned work shift.
ARTICLE 23 SEVERABILITY CLAUSE
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, and parts thereof,
of this Agreement shall remain in full force and effect for the duration of this Agreement.
ARTICLE 24 PERSONNEL RULES AND REGULATIONS
The Personnel Rules and Regulations of the City of South Miami as published in the City's Personnel
Manual also known as the Employee Policies and Procedures Manual are hereby incorporated into
this Agreement in its entirety.
ARTICLE 25 COMPLETE AGREEMENT AND WAIVER OF BARGAINING
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 prevail.
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ARTICLE 26 PROHIBITION AGAINST REOPENING OF NEGOTIATIONS
Except as specifically provided herein, neither party hereto shall be permitted to reopen
or renegotiate this Agreement or any part of this Agreement unless the City declares a state of
financial urgency. 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.
ARTICLE 27 RULES AND REGULATIONS
Section 1: It is agreed and understood that the City has Rules and Regulations governing
employment. Said Rules and Regulations shall be formulated, amended, revised and implemented
in the sole and exclusive discretion of Management, provided, however, that said new, amended,
revised, and implemented rules or regulations will be neither arbitrary nor capricious.
Section 2: The 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 effective 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 Management. 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 revised rule or regulation will not be
delayed by the impact bargaining.
ARTICLE 28 EMPLOYEE AND UNION COOPERATION
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.
1. Accretion:
The employer shall notify the Union within fifteen (15) days of its decision to implement any new job
classifications that possess job duties similar in nature to those performed by employees in the
bargaining unit. If the new classification is a successor title to a classification covered by this
Agreement and the job duties are not significantly altered or changed, the new classification shall
automatically become part of the bargaining unit and subject to the terms of this Agreement. If a
new classification contains a significant part of the work now being done by any of the classifications
covered by this Agreement, or whose duties are similar to other bargaining unit employees, the new
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classification shall automatically become a part of the bargaining unit and subject to the terms of this
Agreement. If the City believes that the new classification does not share duties that are similar to
those currently held by a classification in the bargaining unit, the City shall so advise the Union. If
the Union disagrees with the City's position as to the new classification, the parties shall jointly
petition PERC for a determination as to whether the position belongs in the Unit. Until such time as
PERC determines the position belongs in the unit, the position shall not be covered by the
Agreement.
2. Information Provided to the Union:
The Employer shall provide, upon written request of the Union, for each employee in the
bargaining unit represented by the Union, in Excel format:
1. Name
2. Home address
3. Home phone number
4. Department
S. Position Classification
6. Starting Date
7. Hourly wage
The Union may present a written request for employee information twice every calendar year.
3. PEOPLE Deduction:
The Employer agrees to deduct from the wages of any employee who is a member of the Union a
PEOPLE deduction as provided for in a written authorization. Such authorization must be executed
by the employee and may be revoked by the employee at any time by giving written notice to both
the employer and the Union. The Employer agrees to remit any deductions made pursuant to this
provision promptly to the Union together with an itemized statement showing the name of each
employee from whose pay such deductions have been made and the amount deducted during the
period covered by the remittance.
ARTICLE 29 VEHICLE AND EQUIPMENT ABUSE
If an employee abuses vehicles or equipment, the employee will be subject to discipline
in accordance with the Discipline policy set forth in the Employee Policies and Procedures Manual
(Personnel Manual).
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ARTICLE 30 OFF DUTY EMPLOYMENT
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.
ARTICLE 31 DRUG AND ALCOHOL TESTING
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.
Section 2: Using, selling, possessing or being under the influence of drugs or controlled
substances while at work is prohibited. Employees are further prohibited from consuming alcohol
and drugs (other than drugs/narcotics prescribed by a Florida licensed doctor) while on duty and/or
abusing alcohol and/or 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 intoxilyzer, when it has a reasonable suspicion that an employee is under the influence of
or using alcohol or drugs (other than drugs/narcotics prescribed by a Florida licensed doctor)
and/or when an employee is involved in an accident (i.e., automobile or an incident that causes
injury to persons or property damage).
Section 4: All bargaining unit employees covered by this Agreement have agreed to submit
to random drug/alcohol tests. Employees will be selected at random and without prior notification
for alcohol and drug testing. Random drug/alcohol testing may occur not more than twice per
employee per year.
Section 5: The parties agree that an employee's 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.
Section 6: At the conclusion of the drug and/or 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.
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Section 7: It is further understood and agreed that all issues pertaining to Drug and Alcohol Testing
shall be governed by City of South Miami Drug and Alcohol Free Workplace Policy and Personnel
Rules and Regulations set forth in the Employee Policies and Procedures Manual.
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 orfederal
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 Personnel
Office.
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 allocated 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: 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 covered under this Agreement shall be laid off by job classification and, within each
classification, by City employment seniority. However, no regular full-time employee shall be
separated from his/her classification while there are emergency, provisional, probationary, part-
time, or temporary employees in the classification In which the layoff(s) is occurring and who have
not been laid off.
Section 4: Any employee covered by this Agreement who is affected by a layoff may be
considered to displace any employee with less City employment 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 the Personnel Manager 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 made in the sole discretion of the
City Manager and/or the Personnel Manager 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.
Page 21 of 27
30
Section 5:* Employees who have been laid off will have the recall rights for a period of time
not to exceed twenty-four (24) months to the position they held when they were laid off or into a
lower rated classification covered by this Agreement, provided that the employee is immediately
qualified to perform the necessary services under the employee classification or in the lower rated
classification, should the position become available. All employees who are recalled shall be
required to pass a physical examination and a drug test prior to being authorized to return to work.
Section 6. 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. Thereafter, 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.
ARTICLE 34 REPRESENTATION DURING NEGOTIATIONS
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 work
hours. Such pay shall not exceed twenty (20) hours in each fiscal year.
ARTICLE 35 EMERGENCIES
Section 1: The City Manager shall have the right, 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.
Page 22 of 27
31
Section 3: Disputes concerning the Agreement arising during the declared emergency shall
not be subject to the grievance and arbitration procedure except disputes concerning salary and
wages.
ARTICLE 36 LABOR-MANAGEMENT COMMITTEE
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.
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 not to exceed two
(2) hours.
ARTICLE 37 RETIREMENT BENEFITS
Section 1. The City shall provide the employees hired on or after October 1, 2016, with two
retirement plan options: Option 1: South Miami Pension Plan - Second -Tier Membership and Option
2: Deferred Contribution Plan.
(a) Option 1: Second -Tier member in the South Miami Pension Plan shall contain the following
essential provisions:
1. An irrevocable election to participate
2. Full vesting upon completion of ten (10) years of credited service.
3. Future service benefit multiplier of 1.60%.
4. Final Average Compensation must be based on the average of the highest eight (8)
years of compensation.
5. Normal Retirement Date must be the earlier of (a) age 65 and completion of ten (10)
years of credited service; or (b) completion of thirty-three (33) years of credited
service.
6. The employee contribution must be three percent (3%) of compensation.
Page 23 of 27
'kN
7. Members shall receive supplemental benefit similar to a Cost of Living Adjustment
(COLA) which is an adjustment based on the change in the average Consumer Price Index (CPI)
measured as of September 1 each year, up to a maximum annual increase of no more than 3%,
compounded annually from the normal retirement date. In case of a negative CPI, the benefit can
adjust down provided that a member will never receive less than the monthly benefit amount
calculated at retirement.
(b) Option 2: Defined Contribution Plan shall contain the following essential provisions:
1. An irrevocable election to participate.
2. Employees are required to contribute 3% of compensation.
3. City will contribute 7% of compensation.
4. Employees will be fully vested after one year of service.
All new employees and employees hired by the City of South Miami on or after October 1, 2016,
must make an election to participate in either Option 1: Second -Tier member in the South Miami
Pension Plan, or Option 2: The Defined Contribution Plan.
Section 2: The City shall hold, on an annual basis, an open enrollment period for the Second
Tier membership in the South Miami Pension Plan during which time any employee who is currently
a member of the City of South Miami Defined Contribution Plan shall be given an opportunity to
make an irrevocable election to join the South Miami Pension Plan, as a Second -Tier member by
opting -out of the Defined Contribution Plan.
All AFSCME bargaining unit members who make the irrevocable election to join the South Miami
Pension Plan, as a Second -Tier member, will be given an opportunity to buy-back any and all years
of service, up -to the number of years they have worked at the City at any time while employed at
the City in a position eligible for participation as a Second -Tier member in the South Miami Pension
Plan. Employees must pay the full actuarial cost of the service they buy back, as calculated by the
South Miami Pension Plan's actuary, and such buy-back will be at the employee's sole expense.
Section 3: A First -Tier member in the South Miami Pension Plan is defined as an employee
who became a member of the South Miami Pension Plan prior to October 1, 2011. The following is a
list of the historical changes in the South Miami Pension Plan that apply to First -Tier Members:
(a) Effective October 1, 1995, the benefit accrual rate (multiplier) shall be increased from 1.6
to 1.8 %.
(b) Effective October 1, 1996, the benefit accrual rate (multiplier) shall be increased from 1.8
to 2.0 % (historical data).
Page 24 of 27
0C3
(c) Effective October 1, 1997, the benefit accrual rate (multiplier) shall be increased from 2.0
to 2.25% (historical data).
(d) Effective October 1,1998, the benefit accrual rate (multiplier) shall be increased from 2.25
to 2.5% (historical data).
(e) Effective October 1, 1999, the benefit accrual rate (multiplier) shall be increased from 2.5
to 2.75% (historical data).
(f) Effective October 1, 2011, the benefit accrual rate (multiplier) shall be reduced from 2.75%
to 2.25%
Section 4: The following pension provisions are applicable to all covered First -Tier members
in the South Miami Pensions Plan:
(a) The definition of Final Monthly Compensation (FMC) for future benefit accruals is
the average of the final sixty (60) months of basic compensation but not less than current Final
Monthly Compensation as of September 30, 2011. Basic compensation excludes commissions,
overtime pay, bonuses and any other forms of additional compensation outside of base wages.
(b) The current accrued benefits of First -Tier members are frozen and payable under
the current terms of the Plan at the currently defined normal retirement date which is the attainment
of age fifty-five (55) and completion of ten (10) years of credited service. Existing employees will
continue to be eligible to retire at the age of 55 and obtain their respective full pension benefits
accumulated up -to the date of the newly approved pension Ordinance revising the normal
retirement age as set forth below. Future benefit accruals, including increases due to increases in
FMC, will be payable at the proposed new normal retirement date — the later of attainment of age
sixty (60) and completion of ten (10) years of credited service.
(c) Members receive supplemental benefit similar to a Cost of Living Adjustment (COLA)
which is an adjustment based on the change in the average Consumer Price Index (CPI) measured as
of September 1 each year, up to a maximum annual increase of no more than 3%, compounded
annually from the normal retirement date. In case of a negative CPI, the benefit can adjust down
provided that a member will never receive less than the monthly benefit amount calculated for the
retirement year.
(d) The employee contribution for employees who are participating in the South Miami
Pension Plan as a First -Tier member will be capped at 10% of compensation.
Section 5: Union employees who are eligible to retire with full benefits, as provided for in
Chapter 16, Article 11 of the City of South Miami Code of Ordinances, without penalty will be allowed
to enter the City's 5-Year Deferred Retirement Option Program (DROP). The member's DROP account
Page 25 of 27
34
shall be credited with interest in an amount equal to fifty (50) percent of the net (gross return minus
investment expense) yearly interest earned by the retirement system for the preceding fiscal year,
up to a maximum of five (5) percent. if the net yearly Interest earned by the retirement system is
zero (0) percent or less, the member's DROP account will not be credited with interest, nor will it be
debited with any investment losses.
ARTICLE 38 WORK IN HIGHER CLASSIFICATION
An employee who is authorized by the Department Head to temporarily assume the duties
of a higher pay status classification will receive a five percent (5%) increase of the base for the
actual time worked in the higher classification.
ARTICLE 39 RELEASE TIME
The President of the Local shall be granted 8 hours full release time once every 3 months from his or
her regular scheduled work week with full pay, in order to conduct Union business.
ARTICLE 40 TERM OF AGREEMENT
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 June 21, 2022.
AGREEMENT signed this _ day of 2o19.
CITY OF H MIAMI
v:: M Date:
Stir lexander, City Manager
Approve;; zs to form:
By: -- Date:
October 3 2019
Thomas F. Pepe, Esq.
City Attorney
Page 26 of 27
35
American Federation of State, Cbunty and Municipal Employees
AM EB CAN PBXPA-nON OFSTATF.
ODUNTYANDMUNIQPALEm Y�
LOC4L329
Date:
eTbndolph BAWI?resident
AP9CMEIn-FbuseO)unsel Date: lS
Page 27 of 27
36
Table I
(Cont'd)
Summate of Retirement Plan Costs as of October 1, 2018
All Participants
Cost % of
Data Payroll
A. Participant Data Summary
1. Active employees 107 N/A
2. Terminated vested 9 N/A
3. Receiving benefits 48 N/A
4. Annual payroll of active employees $ 6,675,196 100.0%
B. Total Normal Costs
1. Age retirement benefits
$ 661,676
9.9%
2. Termination benefits
136,634
2.0%
3. Death benefits
7,261
0.1%
4. Disability benefits
36,993
0.6%
5. Estimated administrative expenses
139,324
2.1%
6. Total annual normal costs
$ 981,888
14.7%
C. Total Actuarial Accrued Liability
1.
Age retirement benefits active employees
$
17,041,813
255.3%
2.
Termination benefits active employees
757,122
11.3%
3.
Death benefits active employees
69,498
1.0%
4.
Disability benefits active employees
498,344
7.5%
5.
Retired or terminated vested participants
receiving benefits
19,210,022
287.8%
6.
Terminated vested participants entitled to
future benefits
1,266,989
19.0%
7.
Deceased participants whose beneficiaries
are receiving benefits
176,438
2.6%
8.
Disabled participants receiving benefits
0
0.0%
9.
Miscellaneous liability
149,378
2.2%
10.
Total actuarial accrued liability
$
39,169,604
586.8%
D. Market Value of Assets (Table V)
$
43,219,378
647.5%
E. Smoothed Value of Assets (Table V)
$
41,264,634
618.2%
F. Unfunded Actuarial Accrued Liability (C. - E.)
$
(2,095,030)
(31.4%)
37
South Miami Pension Plan 17
Retirement
R Consulting
September 30, 2019
Mr. Alfred Riverol
Finance Director
City Hall, 1" Floor
6130 Sunset Drive
South Miami, Florida 33143
P:954.527.1616 I F:954.525.0083 1 www.gmconsulting.com
Re: Actuarial Projection Study
South Miami Pension Plan — General Employees (Tiers 1 and 2) and AMSC Members
Dear Alfred:
As requested, we are pleased to enclose our Actuarial Projection Study including thirty (30) year
projections beginning October 1, 2018 for General Employees (Tiers 1 and 2) and AMSC members of
the South Miami Pension Plan illustrating the financial impact of the current and proposed
provisions.
Census data and financial information is reported as of October 1, 2018.
If you should have any question concerning the above or if we may be of further assistance with this
matter, please do not hesitate to contact us.
Sincerest regards,
Jennifer M. Borregard, E.A., M.A.A.A., F.C.A.
Consultant and Actuary
Enclosures
Shelly L. Jones, A.S.A, E.A., M.A.A.A., F.C.A.
Consultant and Actuary
South Miami Pension Plan
Actuarial Projection Study For General Employees (Tiers 1
and 2) and Administration Management Service Class
(AMSC) Employees as of October 1, 2018
Prepared: September 30, 2019
,G R.S
.m
Q
w
Retirement
Consulting
TABLE OF CONTENTS
Page
I. Executive Summary..........................................................................................................1
II. Projection Results
.................... 4
III. Outline of Principal Provisions of the Retirement Plan...................................................6
IV. Actuarial Assumptions and Cast Methods.....................................................................12
V. Glossary..........................................................................................................................17
41
QwRetirement
C nsulting
EXECUTIVE SUMMARY
As requested, we have completed thirty (30) year projections illustrating the financial impact of proposed
changes to the benefit provisions of the South Miami Pension Plan (Plan) for General Employees (Tiers 1
and 2) and Administration Management Service Class (AMSC) Employees.
Backaround
Currently, the Plan does not provide a cost of living supplemental benefit for Tier 2 General Employees and
AMSC Employees. Currently, the Plan provides a cost of living supplemental benefit based on the consumer
price index, limited to 3.0%, upon retirement on the accrued benefit as of September 30, 2011 for Tier 1
General Employees.
Proposed Changes
We understand the City is interested in an analysis of providing a cost of living supplemental benefit based
upon the consumer price index, limited to 3.0%, upon retirement on the entire accrued benefit for General
Employees (Tiers 1 and 2) and AMSC Employees.
Results
The following table shows the current City cost over the next five (5), ten (10) and thirty (30) years for the
baseline (current plan) and for the proposed benefit changes described above both as a dollar amount and
as a percentage of projected covered payroll, respectively.
Summary of Costs ($1,000s)
Current Plan
COLA for Future Retirees
Increase /
Amount
Amount
(Decrease)
Next Year
- Projected Payroll
$3,620
$3,620
$0
- City Cost $
$287
$396
$109
- City Cost %
7.9%
11.0%
3.0%
Next 5 Years
- Projected Payroll
$18,829
$18,829
$0
- City Cost$
$1,553
$2,146
$593
- City Cost %
8.2%
11.4%
3.1%
Next 10 Years
- Projected Payroll
$40,632
$40,632
$0
- City Cost $
$3,437
$4,760
$1,322
- City Cost %
8.5%
11.7%
3.3%
Next 30 Years
- Projected Payroll
$165,699
$165,699
$0
- City Cost $
$14,157
$19,799
$5,642
- City Cost %
8.5%
11.9%
3.4%
42
Q
W
Retirement South Miami Pension Plan
Consulting
Actuarial Assumptions and Methods, Plan Provisions, Financial Data and Member Census Data
Actuarial assumptions and methods, Plan provisions, financial data and member census data employed for
purposes of our Actuarial Projection Study are the same actuarial assumptions and methods, Plan
provisions, financial data and member census data utilized for the October 1, 2018 Actuarial Impact
Statement dated June 14, 2019 unless otherwise specified herein.
The Plan provisions are the same as outlined in the October 1, 2018 Actuarial Impact Statement with the
following revision:
• A cost of living supplemental benefit based upon the consumer price index, limited to 3.0%, is
provided upon retirement on the entire accrued benefit for General Employees (Tiers 1 and 2) and
AMSC employees.
The following projection assumptions have been included:
• Two (2) AMSC employees transferred from City's DC plan are added to the Study.
• General Tier 2 and AMSC employees are assumed to be hired each year at a rate sufficient to
maintain a constant active headcount — stationary population. New General Tier 2 and AMSC
employees are assumed to have the same average demographic characteristics (age, gender, salary
— adjusted each year for inflation) as those employees hired for General Tier 2 and AMSC
employees over the past five years, respectively.
• Expenses paid by the City are assumed to be 0.4% of the projected market value of assets during
the projection period.
• Projections are deterministic — throughout the projection period experience is expected to match
the assumptions — including a 7.375% annual market value investment return for fiscal year ended
September 30, 2019 and thereafter.
Other Considerations
Under Governmental Accounting Standards Board (GASB) Statement Number 68, we understand the cost of
benefit changes must be recognized immediately in pension expense (accounting not funding). Therefore,
pension expense is expected to increase the first year and then is expected to return to lower levels in fiscal
years following initial recognition of the benefit change.
This Actuarial Projection Study is intended to describe the estimated future financial effects of the
proposed benefit changes on the Plan and is not intended as a recommendation in favor of the change nor
in opposition to the change.
These calculations are based upon assumptions regarding future events. However, the Plan's long term
costs will be determined by actual future events, which may differ materially from the assumptions made.
If you have reason to believe the assumptions used are unreasonable, the Plan provisions are incorrectly
described or referenced, important Plan provisions relevant to this Actuarial Projection Study are not
described or that conditions have changed since the calculations were made, you should contact the
undersigned prior to relying on information in this Actuarial Projection Study. If you have reason to believe 43
GRc Retirement South Miami Pension Plan 2
J Consulting
that the information provided in this Actuarial Projection Study is inaccurate, or is in any way incomplete,
or if you need further information in order to make an informed decision on the subject matter of this
report, please contact the undersigned prior to making such decision.
If all actuarial assumptions are met and if all future minimum required contributions are paid, Plan assets
will be sufficient to pay all Plan benefits, future contributions are expected to remain relatively stable as a
percent of payroll and the funded status is expected to improve.
Future actuarial measurements may differ significantly from the current measurements presented in this
report due to such factors as the following: Plan experience differing from that anticipated by the economic
or demographic assumptions; changes in economic or demographic assumptions; increases or decreases
expected as part of the natural operation of the methodology used for these measurements (such as the
end of an amortization period or additional cost or contribution requirements based on the Plan's funded
status); and changes in Plan provisions or applicable law. Due to the limited scope of the actuary's
assignment, the actuary did not perform an analysis of the potential range of such future measurements.
This report should not be relied on for any purpose other than the purpose described in the primary
communication. Determinations of the financial results associated with the benefits described in this
report in a manner other than the intended purpose may produce significantly different results.
This report has been prepared by actuaries who have substantial experience valuing public employee
retirement systems. To the best of our knowledge the information contained in this report is accurate and
fairly presents the actuarial position of the Plan as of the valuation date. All calculations have been made in
conformity with generally accepted actuarial principles and practices, with the Actuarial Standards of
Practice issued by the Actuarial Standards Board and with applicable statutes.
The signing actuaries are independent of the Plan sponsor.
The undersigned are Members of the American Academy of Actuaries and meet the Qualification Standards
of the American Academy of Actuaries to render the actuarial opinion contained herein.
If you should have any question concerning the above or if we may be of further assistance with this
matter, please do not hesitate to contact us.
Sincerest regards,
0
Jennifer M. Borregard, E.A., M.A.A.A., F.C.A.
Consultant and Actuary
' &dL& 0 ,
Shelly L. Jones, A.S.A., M.A.A.A., E.A., F.C.A.
Consultant and Actuary
CC!
eti Rrement South Miami Pension Plan
G R SRetirement
Consulting
PROJECTION RESULTS
The Plan provides a cost of living supplemental benefit based upon the consumer price index, limited to
3.0%, on entire accrued benefits for General Employees (Tiers 1 and 2) and AMSC Employees. The change
applies to all future retirees.
The following Table shows projected covered payroll, comparison of projected City cost and Unfunded
Actuarial Accrued Liabilities (UAAL) under the baseline forecast versus the Study - ($1,000s).
Current Plan
COLA for Future Retirees
Increase/
Cumulative
Increase/
Fiscal
Projected
Projected
Projected
(Decrease)
Inc./(Dec)
(Decrease)
Year
Annual
Net City Cost
Net City Cost
in Net
in Net
in
End
Payroll
Amount
%of Pay
UAAL
Amount
%of Pay
UAAL
City Cost
City Cost
UAAL
2020
3,620
287
7.9%
(2,112)
396
11.0%
(868)
109
109
1,245
2021
3,656
303
8.3%
(2,698)
416
11.4%
(1,398)
114
223
1,301
2022
3,730
308
8.2%
(3,228)
426
11.4%
(1,868)
118
341
1,360
2023
3,953
321
&3%
(3,620)
444
11.5%
(2,196)
123
464
1,424
2024
3,971
334
8.491
(3,949)
463
11.7%
(2,456)
129
593
1,494
2025
4,132
351
8.5%
(4,306)
486
11.8%
(2,739)
135
728
1,567
2026
4,253
362
8.5%
(4,694)
503
11.8%
(3,048)
140
868
1,646
2027
4,380
375
8.6%
(51116)
521
11.9%
(3,386)
146
1,014
1,730
2028
4,443
390
8.8%
(5,576)
541
12.2%
(3,758)
151
1,165
1,818
2029
4,595
406
8.89,
(6,078)
564
12.3%
(4,167)
157
1,322
1,911
2030
4,716
421
8.9%
(6,622)
584
12.4%
(4,613)
163
1,486
2,009
2031
4,888
436
8.9%
(7,214)
605
12.4%
(5,100)
170
1,655
2,113
2032
5,051
447
&8%
(7,853)
622
12.3%
(5,629)
175
1,830
2,224
2033
5,137
464
9.0%
(8,547)
646
12.6%
(6,208)
181
2,012
2,340
2034
5,292
476
9.0%
(91299)
663
12.5%
(6,836)
187
2,199
2,463
2035
5,437
494
9.1%
(10,111)
689
12.7%
(7,519)
194
2,394
2,592
2036
5,629
509
9.094
(10,992)
710
12.6%
(8,263)
202
2,595
2,729
2037
5,743
521
9.1%
(11,943)
729
12.7%
(9,069)
208
2,803
2,874
2038
5,880
539
9.2%
(12,970)
754
12.8%
(9,943)
215
3,019
3,027
2039
6,028
552
9.2%
(14,076)
774
12.8%
(10,898)
222
3,241
3,188
2040
6,200
564
9.1%
(15,269)
793
12.8%
(11,909)
229
3,469
3,359
2041
6,369
581
9.1%
(16,551)
818
128%
(13,011)
237
3,706
3,540
2042
6,622
578
&7%
(17,929)
824
12.4%
(14,198)
247
3,953
3,731
2043
6,797
595
&8%
(19,387)
850
12.5%
(15,452)
255
4,208
3,935
2044
6,987
548
7.8%
(20,953)
767
11.0%
(16,802)
219
4,427
4,151
2045
7,197
565
7.8%
(22,578)
792
11.0%
(18,154)
227
4,654
4,425
2046
7,423
583
7.9%
(24,323)
818
11-0%
(19,605)
235
4,899
4,718
2047
7,656
600
7.8%
(26,196)
842
11.0%
(21,166)
243
5,132
5,031
2048
7,881
617
7.8%
(28,210)
868
1L0%
(22,844)
251
5,383
5,365
2049
8,132
630
7.7%
(30,369)
889
10.9%
(24,646)
259
5,642
5,723
SYear
18,829
1,553
8.2%
2,146
11.4%
593
Total
10 Year
40632
3,437
8.5%
4,760
11.7%
2,322
Total
30year
165,699
14,157
8.5%
19,799
11.9%
5,642
Total
45
G RS Retirement South Miami Pension Plan 4
4Consulting
14.0%
12.0%
10.0%
8.0%
6.0%
4.0%
2.0%
0.0%
Projected City Contribution as of % of Payroll
General Employees (Tiers 1 and 2) and AMSC Employees
.y'a ,fib ,h�o '�°' t25 P�` b5 No NA N% ao'
,LO .LO .tiO ,tiO ,tiO ,tiO ,LO ,yO ,tiO ,tiO ,LO ,yO ,tiO ,yO 1p ,tiO ,tiO ,tiO .tiO ,yO .1O ,LO ,LO ,tiO .tiO .tiO .yO ,tiO .tO ,yO
0 Current Plan COLA Study
Ell
Qwsuftig a e South Miami Pension Plan 5
OUTLINE OF PRINCIPAL PROVISIONS OF THE PLAN
PRIOR TO ANY PROPOSED CHANGES INCLUDED IN THIS STUDY
A. Effective Date:
October 1,1965. Most recently amended by Ordinance 23-19-2336 adopted June 18, 2019.
B. Eligibility Requirements:
1. General Employees
Tier 1:
Regular full-time employee hired before October 1, 2011 is eligible to enter the Plan following the
completion of six months of Credited Service and attainment of age 20.
Tier 2:
Regular full-time employee hired on or after October 1, 2011 and not participating in the Plan as of
October 1, 2016 who elects tojoin orfails to make any election within ninety (90) days from September
20, 2016 is eligible to enterthe Plan as a Tier 2 employee as of October 1, 2016.
Regular full-time employee hired on or after October 1, 2016 who elects to join or fails to make any
election within ninety (90) daysfrom date of hire is eligible to enterthe Plan as a Tier 2 employee as of
theirdate of hire.
Any regular full-time employee who previously entered into the Defined Contribution (DC) Plan may
opt -out of the DC Plan and elect to join the Plan as a Tier 2 member or as their respective classification
at the time they elect tojoin the Plan during an annual open enrollment period.
2. Police Officers
Regular full-time Police Officer is eligible to enterthe Plan as of date of employment.
3. Administration Management Service Class (AMSC)
Employees of the City with the following positions who do not elect to participate in a defined
contribution Plan of the City:
City Manager
City Attorney
City Clerk
Assistant/ Deputy City Manager
Finance Director/ Chief Financial Officer
Chief of Police
Planning and Zoning Director
Building Director
Director of Public Works
Chief Administrative Officer (currently Finance Office Man:
Chief Procurement Officer (currently Purchasing Manager)
Parks and Recreation Director
Assistant Director of Parks and Recreation
Community Redevelopment Agency Director
Personnel Manager
Project Manager
Special Assistant to the Manager
Superintendent of Maintenance
tvRetirement South Miami Pension Plan 6
Consulting
47
C. Credited Service:
1. General Employees and AMSC
Continuous employment. Credited service shall exclude continuous employment prior to Plan
participation as follows: (1) If employed prior to October 1, 1973, credited service shall exclude the
first two years of continuous employment and any additional year of continuous employment prior
to attainment of age 25. (2) If employed on or after October 1, 1973, credited service shall exclude
the first six (6) months of continuous employment and continuous employment priorto age 20.
Credited service for Tier 2 employees and AMSC will be continuous employment from the date of
hire for all purposes except for benefit accruals which will be from the later of date of Plan entry
election date or date of hire.
2. Police Officers
Continuous employment. For Police Officers who did not participate when first eligible for the Plan,
Credited Service shall exclude continuous employment prior to Plan participation as follows: (1) If
employed prior to October 1, 1973, Credited Service shall exclude the first two years of continuous
employment and any additional year of continuous employment priorto attainment of age 25. (2) If
employed on or after October 1, 1973, Credited Service shall exclude the first six (6) months of
continuous employment and continuous employment priorto age 20.
D. Final Monthly Compensation (FMC):
Final Average Compensation is 1/36th of the final 36 consecutive months of compensation. For Police
Officers, not less than 1/5th of the highest five (5) years out of the last (10) ten years of compensation.
Compensation shall mean regular wages and salaries, excluding bonuses, vacation, sick leave and other
additional compensation.
Effective October 1, 2011, Final Average Compensation for General Employees is 1/60th of the final 60
consecutive months of basic compensation, provided it is not less than the Final Average Compensation
as of September30, 2011 based on the definition above. Basic compensation shall mean base wages and
salaries, excluding commissions, overtime pay, bonuses and any other forms of additional compensation
earned outside of base wages.
Effective October 1, 2011, Final Average Compensation for members covered under the Police Officers
aid Sergeants collective bargaining agreement is the best five (5) years of basic compensation, provided
it is not less than the Final Average Compensation as of September 30, 2011 based on the definition
above. Basic compensation shall mean base wages and salaries, including up to 300 hours of overtime in
a fiscal year and excluding payments for accrued unused sick or annual leave, extra duty or special detail
work, shift differential, assignment pay, bonuses and any other forms of additional compensation
earned outside of base wages.
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�p [� Retirement South Miami Pension Plan
R S Consulting
D. Final Monthly Compensation (FMC) (cont'd):
Effective October 1, 2016, Final Average Compensation for members covered under the Miami -Dade
County Police Benevolent Association Upper -Collective Bargainning Union (Lieutenants & Captains)
collective bargaining agreement is the best five (5) years of basic compensation, provided it is not less
than the Final Average Compensation as of September 30, 2016 based on the definition above. Basic
compensation shall mean base wages and salaries, including up to 300 hours of overtime in a fiscal year
and excluding payments for accrued unused sick or annual leave, extra duty or special detail work, shift
differential, assignment pay, bonuses and any otherforms of additional compensation earned outside of
base wages.
Final Average Compenation for Tier 2 General Employees and AMSC shall be the average of the highest
eight (8) years of credit service.
E. Normal Retirement:
1. Eligibility:
a. General Employees: Attainment of age 55 and completion of ten (10) years of Credited Service
for benefits accrued as of September 30, 2011.
Attainment of age 60 and completion of ten (10) years of Credited Service
for benefits accrued after September 30, 2011, including increases in the
accrued benefit as of September 30, 2011 due to increases in the Final
Average Compensation.
Attainment of age 65 and completion of ten (10) years of Credited Service
or completion of thirty-three (33) years of Credited Service regardless of
age for Tier 2 General Employees.
b. Police Officers: Attainment of age 60 and completion of ten (10) years of Credited Service
or completion of twenty-five (25) years of Credited Service regardless of
age.
c. AMSC: Attainment of age 60 and completion of five (5) years of Credited Service or
completion of thirty-three (33) years of Credited Service regardless of age.
2. Benefit:
The monthly Plan benefit is the product of:
a. FMC,
b. Credited Service duringthe appropriate period and
c. The appropriate benefit percentage
The appropriate benefit percentages are:
a. General Employees For Credited Service Percentage
Through September 30, 1999 2.50%
October 1, 1999 through September 30, 2011 2.75%
October 1, 2011 and thereafter 2.25% 49
QwRetirement South Miami Pension Plan 8
Con,uiting
E. Normal Retirement (cont'd):
2. Benefit:
b. Police Officers
For Credited Service
Through September 30, 1995
October 1, 1995 through September 30,1996
October 1, 1996through September30,1997
October 1, 1997 through September 30, 2001
October 1, 2001through September 30, 2002
Octoberl, 2002through September 30, 2003
October 1, 2003 and thereafter
Percentage
2.00%
2.25%
2.50%
2.75%
2.80%
2.90%
3.00%
c. General Employees (Tier 2) For Credited Service Percentage
October 1, 2016 and thereafter 1.60916
d. AMSC For Credited Service Percentage
October 1, 2016 and thereafter
F. Supplemental Benefit:
3.00%
A cost -of -living supplemental benefit based upon the consumer price index is provided upon retirement.
The annual increase is limited to 3%.
For General Employees the cost -of -living supplemental benefit is only provided on the accrued benefit as
orf September 30, 2011and does not apply to increases in this accrued benefit due to increases in the Final
Average Compensation.
No cost -of -living supplemental benefit is provided forTier2 General Employees.
No cost -of -living supplemental benefit is provided for AMSC for benefit accruals on or after October 1,
2011.
G. Early Retirement:
1. Eligibility:
a. Police Officers: Attainmentof age 50 and completion of 15years of Credited Service.
b. AMSC: Attainmentof age 55 and completion of 10years of Credited Service.
2. Benefit:
a. Police Officers: Accrued benefit based upon FMC and Credited Service as of Early
Retirement Date, reduced 3% for each year that the benefit
commencement date precedes Normal Retirement.
4/► RC Retirement South Miami Pension Plan 9
67 J Consulting
50
G. Early Retirement (cont'd):
2. Benefit:
b. AMSC: Accrued benefit based upon FMC and Credited Service as of Early Retirement Date,
reduced 1/15 for each of the first five years and 1/30 for the next five years that the
benefit commencement date precedes Normal Retirement.
H. Delayed Retirement:
1. Eligibility: Retirement subsequent to Normal Retirement Date.
2. Benefit: Accrued benefit based upon FMC and Credited Service as of Delayed Retirement
Date.
Disability Retirement:
1. Eligibility: Totally and permanently disabled for a six month period while actively employed.
2. Benefit: Accrued benefit based upon FMC and Credited Service as of date of disability,
actuarially reduced as for Early Retirement for early commencement.
1. Pre -Retirement Death Benefit:
The beneficiary shall receive the member's accumulated Employee Contributions.
K. Benefit Upon Termination of Service:
1. Benefit payable at Normal Retirement equal to the greater of:
a. Accrued benefit based upon FMC and Credited Service as of date of termination times the
vesting percentage shown below, or
b. Benefit which can be supported by the accumulated Member Contributions with interest
to Normal Retirement Date.
No supplemental benefit shall be payable to vested terminees.
2. Vesting Schedule:
All employees except AMSC:
Years of
Vesting
Credited Service
Percentage
Less than 10
0%
10 or more years
100%
51
QwRetirement South Miami Pension Plan 10
Consulting
K. Benefit Upon Termination of Service (cont'd):
AMSC:
Years of
Vesting
Credited Service
Percentage
Less than 5
0°%
5 or more years
100%
AMSC members who have completed three (3) years of continuous Credited Service as of
the effective date of this Ordinance date are 100%/o vested.
3. Refund Option:
A terminated member may elect to receive a refund of Accumulated Contributions without
interest in lieu of receiving any other Plan benefits.
L Member Contributions:
Members contribute 7.0•OA (3.0%% for Tier 2 General Employees and 7.5% for Police Officers) of
member's basic annual compensation.
Should the City contribution for General Employees be actuarially determined to exceed 7.0%/6,
not including expenses, both the City and the General Employees (other than Tier 2 General
Employees and AMSC) will share equally in the amount in excess of 7.0%%. General Employees
(other than Tier 2 General Employees and AMSC) Contributions are capped at 109/o of basic annual
compensation as of October 1, 2016.
Should the City contribution for Police Officers be actuarially determined to exceed 7.50/6, not
including expenses, both the City and the Police Officers will share equally in the amount in
excess of 7.5% but not more than 12.0%.
M. Normal Form of Retirement Income:
The normal form of payment shall be a life annuity with a guarantee of a refund of accumulated
Employee Contributions.
N. Changes Since Previous Actuarial Impact Statement:
None.
52
V
Retirement South Miami Pension Plan 11 Consulting
ACTUARIAL ASSUMPTIONS AND METHODS
PRIOR TO ANY PROPOSED CHANGES INCLUDED IN THIS STUDY
A. Mortality
General Employees including AMSC Mortality Assumptions:
For healthy male participants during employment, RP 2000 Combined Male Healthy Participant
Mortality Table, with 50% White Collar/ 50% Blue Collar Adjustment and fully generational mortality
improvements projected to each future decrement date with Scale BB. For healthy female
participants during employment, RP 2000 Combined Female Healthy Participant Mortality Table, with
White Collar Adjustment and fully generational mortality improvements projected to each future
decrement date with Scale BB.
For healthy male participants post employment, RP 2000 Annuitant Male Mortality Table, with 50%
White Collar / 50% Blue Collar Adjustment and fully generational mortality improvements projected
to each future decrement date with Scale BB. For healthy female participants post employment, RP
2000 Annuitant Female Mortality Table, with White Collar Adjustment and fully generational
mortality improvements projected to each future decrement date with Scale BB.
For disabled male participants, RP 2000 Disabled Male Mortality Table, setback four years, without
projected mortality improvements. For disabled female participants, RP 2000 Disabled Female
Mortality Table, set forward two years, without projected mortality improvements.
Pre -retirement
Post -retirement
Sample
Future Life
Future Life
Ages
Expectancy (Years)
Expectancy (Years)
(2018)
Male Female
Male Female
55
30.53 33.57
30.10 33.34
60
25.60 28.54
25.44 28.44
62
23.70 26.58
23.60 26.52
Pre -retirement
Post -retirement
Sample
Future Life
Future Life
Ages
Expectancy (Years)
—Expectancy (Years)
(2038)
Male Female
Male Female
55
32.67 35.41
32.26 35.21
60
27.78 30.38
27.63 30.30
62
25.87 28.40
25.78 28.35
53
tvRetirement South Miami Pension Plan 12
copwmi�g
A. Mortality (cont'd)
Police Officer Mortality Assumptions:
For healthy participants during employment, RP-2000 Combined Healthy Participant Mortality Tables,
separate rates for males and females, with 90% Blue Collar Adjustment/ 10% White Collar Adjustment
and fully generational mortality improvements projected to each future decrement date with Scale BB.
For healthy participants post employment, RP-2000 Annuitant Mortality Tables, separate rates for
males and females, with 90% Blue Collar Adjustment / 10% White Collar Adjustment and fully
generational mortality improvements projected to each future decrement date with Scale BB.
For disabled male participants, 600A RP 2000 Disabled Male Mortality Table setback four years / 40•1/o RP
2000Annuitant Male Mortality Table, with White Collar Adjustment and no setback, without projected
mortality improvements. For disabled female particpants, 60% RP 2000 Disabled Female Mortality
Table set forward two years / 40% RP 2000 Annuitant Female Mortality Table, with White Collar
Adjustment, without projected mortality improvements.
Pre -retirement
Post -retirement
Sample
Future Life
Future Life
Ages
Expectancy(Years)
Expectancy (Years)
(2018)
Male Female
Male Female
55
29.84 32.60
29.33 32.40
60
24.96 27.56
24.76 27.41
62
23.09 25.59
22.97 25.49
Pre -retirement
Post -retirement
Sample
Future Life
Future Life
Ages
Expectancy (Years)
Expectancy (Years)
(2038)
Male Female
Male Female
55
32.06 34.54
31.57 34.36
60
27.21 29.49
27.03 29.36
62
25.34 27.51
25.23 27.42
54
QVRetirement South Miami Pension Plan 13
Consulting
B. Investment Return to be Earned by Fund
7.375% (net of investment expenses), compounded annually- includes inflation at 2.75%.
C. Allowances for Expenses or Contingencies
Actual expenses paid in previous year.
D. Employee Withdrawal Rates
Withdrawal rates for males and for females were used in accordance with the following illustrative
example based upon number of years of service:
Withdrawal Rates
Per 100 Employees
Service
Police General/AMSC
1-2
12.00 20.00
3-6
8.00 9.25
7 -10
8.00 5.00
11 &Over
3.50 5.00
E. Disability Rates
1985 Disability Study, Class 1 with separate rates for fe males.
F. Marital Assumptions
100% of active members are assumed to be married. Where applicable, females are assumed to
be three years youngerthan their male spouses.
G. Salary Increase Factors
Current salary is assumed to increase in accordance with the following table based upon number
of years of service - includes wage inflation of 3.25%.
Service
Police
General/AMSC
0-9
5.25%
5.25%
10 - 14
3.75%
4.75%
15- 19
3.75%
4.25%
20&over
3.75%
3.75%
55
QwRetirement South Miami Pension Plan 14
Consulting
H. Increase in Covered Payroll
4.0% peryear, limited to average annual increase over most recent ten years (1.4%) but not less than 0.0%
for Police Officers. No increase in covered payroll is assumed for General Employees including AMISC.
I. Retirement Rates
Rates of Early Retirement for Police Officers were used in accordance with the following table.
Years Preceding
Normal Retirement Police
1-6 5%
7-10 10%
Rates of Normal Retirement were used in accordance with the following tables
Age
Police
General*
AMSC**
55 - 59
N/A
10°0
10°0
60-61
25%
10'0
25%
62 - 64
40%
25%
35%
65-66
1000/
25%
35%
67 & above
1000/0
100%
100'0
Service Police
25years 1000/D
' Rates are 25% for Tier 2 members for each year upon meeting 33 years of service until 100% at age 67.
Includes Early Retirement. Rates are 25% below the age of 62 and 35% between the ages of 62 and 66
upon meeting 33years of service until 100%at age 67.
General Employees who retire prior to age sixty (60) but after attainment of ten (10) years of Credited
Service (55 & 10) are assumed to receive an actuarially reduced benefit payable immediately upon
retirement.
J. Cost of Living Increases
F uture cost of living increases for General Employees (otherthan Tier 2 General Employees and AMISC) and
Police Officers are assumed to be 3.0% perannum.
K. Valuation of Assets
The method used for determining the smoothed value of assets phases in the deviation between the
expected and actual return on assets at the rate of 20% per year. The smoothed value of assets will be
further adjusted to the extent necessary to fall within the corridor whose lower limit is 800A of the fair
market value of Plan assets and whose upper limit is 120% of the fair market value of Plan assets.
4w+ �C Retirement South Miami Pension Plan 15
ri J Consulting
L. Cost Methods
Normal Retirement, Termination, Disability and Pre -Retirement Death Benefit:
Entry -Age -Actuarial Cost Method
Under this method the normal cost for each active employee is the amount which is calculated to
be a level percentage of pay that would be required annually from his date of hire to his
retirement age to fund his estimated benefits, assuming the Plan had always been in effect. The
normal cost for the Plan is the sum of the individual normal costs for all active employees. The
actuarial accrued liability as of any valuation date for each active employee or inactive employee
who is eligible to receive benefits under the Plan is the excess of the actuarial present value of
estimated future benefits overthe actuarial present value of current and future normal costs. The
unfunded actuarial accrued liability as of any valuation date is the excess of the actuarial accrued
liability overthe smoothed value of assets of the Plan.
M. Changes Since Previous Actuarial Valuation
None.
57
CWRetirement South Miami Pension Plan 16
Consulting
GLOSSARY
Actuarial Accrued Liability. The difference between the Actuarial Present Value of Future Benefits,
and the Actuarial Present Value of Future Normal Costs.
Actuarial Assumptions. Assumptions about future plan experience that affect costs or liabilities, such
as: mortality, withdrawal, disablement, and retirement; future increases in salary; future rates of
investment earnings; future investment and administrative expenses; characteristics of members not
specified in the data, such as marital status; characteristics of future members; future elections made
by members and other items.
Actuarial Cost Method. Actuarial Cost Method A procedure for allocating the Actuarial Present Value
of Future Benefits between the Actuarial Present Value of Future Normal Costs and the Actuarial
Accrued Liability.
Actuarial Equivalent. Of equal Actuarial Present Value, determined as of a given date and based on a
given set of Actuarial Assumptions.
Actuarial Present Value of Future Benefits. The Actuarial Present Value of amounts which are
exoected to be paid at various future times to active members, retired members, beneficiaries receiving
benefits and inactive, non -retired members entitled to either a refund or a future retirement benefit.
Expressed another way, it is the value that would have to be invested on the valuation date so that the
amount invested plus investment earnings would provide sufficient assets to pay all projected benefits
and expenses when due.
Actuarial Valuation. The determination, as of a valuation date, of the Normal Cost, Actuarial Accrued
Liability, Actuarial Value of Assets, and related Actuarial Present Values for a plan. An Actuarial
Valuation for a governmental retirement system typically also includes calculations of items needed for
compliance with GASB No. 67.
Actuarial Value of Assets. The value of the assets as of a given date, used by the actuary for valuation
purposes. This may be the market or fair value of plan assets or a smoothed value in order to reduce
the year-to-year volatility of calculated results, such as the funded ratio and the actuarially required
contribution.
Amortization Method. A method for determining the Amortization Payment. The most common
methods used are level dollar and level percentage of payroll. Under the Level Dollar method, the
Amortization Payment is one of a stream of payments, all equal, whose Actuarial Present Value is equal
to the UAAL. Under the Level Percentage of Pay method, the Amortization Payment is one of a stream of
increasing payments, whose Actuarial Present Value is equal to the UAAL. Underthe Level Percentage
of Pay method, the stream of payments increases at the rate at which total covered payroll of all active
members is assumed to increase.
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Retirement South Miami Pension Plan 17
Consulting
Amortization Payment. That portion of the plan contribution which is designed to pay interest
on and to amortize the Unfunded Actuarial Accrued Liability.
Amortization Period. The period used in calculating the Amortization Payment.
Annual Required Contribution. The employer's periodic required contributions, expressed as a
dollar amount or a percentage of covered plan compensation. The annual required contribution
consists of the Employer Normal Cost and Amortization Payment plus interest adjustment.
Closed Amortization Period. A specific number of years that is reduced by one each year, and
declines to zero with the passage of time. For example if the amortization period is initially set at
30 years, it is 29 years at the end of one year, 28 years at the end of two years, etc.
Employer Normal Cost. The portion of the Normal Cost to be paid by the employer. This is equal
to the Normal Cost less expected member contributions.
Equivalent Single Amortization Period. For plans that do not establish separate amortization
bases (separate components of the UAAL), this is the same as the Amortization Period. For plans
that do establish separate amortization bases, this is the period over which the UAAL would be
amortized if all amortization bases were combined upon the current UAAL payment.
Experience Gain/Loss. A measure of the difference between actual experience and that
expected based upon a set of Actuarial Assumptions, during the period between two actuarial
valuations. To the extent that actual experience differs from that assumed, Unfunded Actuarial
Accrued Liabilities emerge which may be larger or smaller than projected. Gains are due to
favorable experience, e.g., the assets earn more than projected, salaries do not increase as fast
as assumed, members retire later than assumed, etc. Favorable experience means actual results
produce actuarial liabilities not as large as projected by the actuarial assumptions. Losses are
the result of unfavorable experience, i.e., actual results that produce Unfunded Actuarial Accrued
Liabilities which are larger than projected.
Funded Ratio. The ratio of the Actuarial Value of Assets to the Actuarial Accrued Liability.
GASB. Governmental Accounting Standards Board.
Wel
Retirement South Miami Pension Plan 18
tv
comiting
GASS No. 67 and GASB No. 68. These are the governmental accounting standards that set the
accounting rules for public retirement plans and the employers that sponsor or contribute to
them. Statement No. 67 sets the accounting rules for the plans themselves, while Statement No.
68 sets the accounting rules for the employers that sponsor or contribute to public retirement
p?a ns.
Normal Cost. The annual cost assigned, under the Actuarial Cost Method, to the current plan
yea r.
Open Amortization Period. An open amortization period is one which is used to determine the
Amortization Payment but which does not change overtime. In other words, if the initial period is
set as 30 years, the same 30-year period is used in determining the Amortization Period each
year. In theory, if an Open Amortization Period is used to amortize the Unfunded Actuarial
Accrued Liability, the UAAL will never completely disappear, but will become smaller each year,
either as a dollar amount or in relation to covered payroll.
Unfunded Actuarial Accrued Liability. The difference between the Actuarial Accrued Liability
and Actuarial Value of Assets.
Valuation Date. The date as of which the Actuarial Present Value of Future Benefits are
determined. The benefits expected to be paid in the future are discounted to this date.
[*Q
Retirement South Miami Pension Plan 19
4tG R S Consulting
G R S Retirement
Consulting
October 24, 2019
Ms. Edemir K. Estrada
Pension Administrator
Gabriel, Roeder, Smith & Company
One East Broward Blvd.
Suite 505
Fort Lauderdale, Florida 33301-1804
Re: South Miami Pension Plan
Actuarial Impact Statement
Dear Edemir:
P:954.527.1616 1 F:954.525.0083 I www.grsconsulting.com
As requested, we are pleased to enclose twelve (12) copies of our Actuarial Impact
Statement as of October 1, 2018 for filing the proposed Ordinance under the South Miami
Pension Plan (Plan) with the State of Florida (copy enclosed) prior to second reading.
Background —Currently, the Plan provides:
➢ No cost -of -living supplemental benefit for Tier 2 General Employees and
Administration Management Service Class (AMSC) Employees.
➢ A cost -of -living supplemental benefit based upon the consumer price index, limited
to 3%, upon retirement on the accrued benefit as of September 30, 2011 for Tier 1
General Employees.
➢ A cost -of -living supplemental benefit based upon the consumer price index, limited
to 3%, upon retirement on the entire accrued benefit for Police Officers.
Proposed Ordinance —The proposed Ordinance provides:
➢ A cost -of -living supplemental benefit based upon the consumer price index, limited
to 3%, upon retirement on the entire accrued benefit for General Employees (Tier 1
and 2), AMSC Employees and Police Officers.
➢ For Tier 1 General Employees who retired or entered the DROP prior to October 1,
2019, no cost -of -living supplemental benefit is provided on the portion of the
benefit accrued after September 30, 2011 including increases in the accrued benefit
due to increases in final average compensation. For Tier 2 General Employees and
AMSC Employees who retired or entered the DROP prior to October 1, 2019, no
cost -of -living supplemental benefit is provided.
Ms. Edemir K. Estrada
October 24, 2019
Page Two
Cost —The total impact of the proposed Ordinance results in an expected increase in the
first year Net City Annual Required Contribution of $105,123.
Filing Requirements— We have prepared the Actuarial Impact Statement for filing with the
State of Florida. Please note that this Statement must be signed and dated on behalf of the
Board of Trustees. Copies of the Ordinance upon passage at first reading along with the
signed and dated Actuarial Impact Statement are generally required to be filed with the
State at the following address:
Mr. Douglas E. Beckendorf, A.S.A.
Bureau of Local Retirement Services
Division of Retirement
Building 8
Post Office Box 9000
Tallahassee, Florida 32315-9000
We understand the State requires funding any increases in costs no later than the fiscal
year next following the effective date of the Ordinance.
Please forward a copy of the Ordinance upon passage at second reading to update our files.
Actuarial assumptions and methods, Plan provisions, financial data and member census
data —The actuarial assumptions and methods, financial data and member census data
employed for purposes of our Actuarial Impact Statement are the same actuarial
assumptions and methods, financial data and member census data utilized for the October
1, 2018 Actuarial Impact Statement dated June 14, 2019.
The Plan provisions employed for purposes of our Actuarial Impact Statement are the same
Plan provisions utilized in the October 1, 2018 Actuarial Impact Statement dated June 14,
2019 with the exception of the proposed changes described above.
Other Considerations— Under Governmental Accounting Standards Board (GASB)
Statement Number 68, we understand the full cost of benefit changes must be recognized
immediately in pension expense (accounting not funding).
This Actuarial Impact Statement is intended to describe the estimated future financial
effects of the proposed benefit changes on the Plan and is not intended as a
recommendation in favor of the benefit changes nor in opposition to the benefit changes.
If all actuarial assumptions are met and if all current and future minimum required
contributions are paid, Plan assets will be sufficient to pay all Plan benefits, future
Retirement
Consulting
62
GRS
Ms. Edemir K. Estrada
October 24, 2019
Page Three
contributions are expected to remain relatively stable as a percent of payroll and the funded
status is expected to improve. Plan minimum required contributions are determined in
compliance with the requirements of the Florida Protection of Public Employee Retirement
Benefits Act and Police Officers Retirement Chapter 185 with normal cost determined as a
level percent of covered payroll and a level percent amortization payment using an initial
amortization period of 25 years.
The Unfunded Actuarial Accrued Liability (UAAL) may not be appropriate for assessing the
sufficiency of Plan assets to meet the estimated cost of settling benefit obligations but may
be appropriate for assessing the need for or the amount of future contributions. The UAAL
would be different if it reflected the market value of assets rather than the smoothed value
of assets.
These calculations are based upon assumptions regarding future events. However, the
Plan's long term costs will be determined by actual future events, which may differ
materially from the assumptions made. These calculations are also based upon present and
proposed Plan provisions that are outlined or referenced in this Actuarial Impact Statement.
If you have reason to believe the assumptions used are unreasonable, the Plan provisions
are incorrectly described or referenced, important Plan provisions relevant to this Actuarial
Impact Statement are not described or that conditions have changed since the calculations
were made, you should contact the undersigned prior to relying on information in this
Actuarial Impact Statement.
If you have reason to believe that the information provided in this Actuarial Impact
Statement is inaccurate, or is in any way incomplete, or if you need further information in
order to make an informed decision on the subject matter of this report, please contact the
undersigned prior to making such decision.
Future actuarial measurements may differ significantly from the current measurements
presented in this report due to such factors as the following: Plan experience differing from
that anticipated by the economic or demographic assumptions; changes in economic or
demographic assumptions; increases or decreases expected as part of the natural operation
of the methodology used for these measurements (such as the end of an amortization
period) and changes in Plan provisions or applicable law. Due to the limited scope of our
assignment, we did not perform an analysis of the potential range of such future
measurements.
This Actuarial Impact Statement should not be relied upon for any purpose other than the
purpose described in the primary communication. Determinations of the financial results
associated with the benefits described in this report in a manner other than the intended
purpose may produce significantly different results.
Retirement
Consulting 63
Ms. Edemir K. Estrada
October 24, 2019
Page Four
This Actuarial Impact Statement has been prepared by actuaries who have substantial
experience valuing public employee retirement systems. To the best of our knowledge the
information contained in this report is accurate and fairly presents the actuarial position of
the Plan as of the valuation date. All calculations have been made in conformity with
generally accepted actuarial principles and practices, with the Actuarial Standards of
Practice issued by the Actuarial Standards Board and with applicable statutes.
GRS
This Actuarial Impact Statement may be provided to parties other than the Board only in its
entirety and only with the permission of an approved representative of the Board.
The signing actuaries are independent of the Plan sponsor.
The undersigned are Members of the American Academy of Actuaries and meet the
Qualification Standards of the American Academy of Actuaries to render the actuarial
opinion contained herein.
If you should have any question concerning the above or if we may be of further assistance
with this matter, please do not hesitate to contact us.
Sincerest regards,
gn"& -
Shelly L. Jones, ASA, EA, MAAA, FCA
Consultant and Actuary
Enclosures
cc: Mr. Alfredo Riverol
Jennifer M. Borregard, EA, MAAA, FCA
Consultant and Actuary
Retirement
Consulting
64
1
ORDINANCE NO.
2 An Ordinance amending the South Miami Pension Plan to implement the Collective
3 Bargaining Agreements between the City of South Miami and AFSCME, AFL-CIO and
4 City Employees Local 3294; by amending Section 16-12, "Definitions"; and amending
5 Section 16-14, "Pension benefits and retirement date"; Providing for a Cost of Living
6 Adjustment for General Employees.
7 WHEREAS, the City of South Miami and the American Federation of State, County and
8 Municipal Employees, AFL-CIO and City Employees Local 3294, (hereinafter "Unions"), have
9 entered into new Collective Bargaining Agreements ("Agreements"); and
10 WHEREAS, the purpose and intent of the Agreements is to provide a Supplemental Benefit
11 (i.e. Cost of Living Adjustment) based upon the entire accrued benefit, with a limit of 3% based off of
12 the Consumer Price Index for First Tier Member, Second Tier Member and AMSC Member general
13 employees; and
14 WHEREAS, Florida law requires that if any provision of a collective bargaining agreement is
15 in conflict with any ordinance over which the chief executive officer has no amendatory power, the
16 chief executive officer shall submit to the appropriate governmental body having amendatory power a
17 proposed amendment to such ordinance; and
18 WHEREAS, the City Commission has received and reviewed an actuarial impact statement
19 related to such amendments; and
20 WHEREAS, the City Commission wishes to change the terms of the South Miami Pension
21 Plan to effectuate the changes called for in the Agreement; and
22 WHEREAS, the City Commission deems it to be in the public interest to provide these
23 changes to the South Miami Pension Plan;
24 NOW, THEREFORE, BE IT HEREBY ORDAINED BY THE MAYOR AND
25 CITY COMMISSION OF THE CITY OF SOUTH MIAMI, FLORIDA, THAT:
26 Section 1. The foregoing recitals are hereby ratified and incorporated by reference as if fully
27 set forth herein and as the legislative intent of this Ordinance.
28 Section 2: Chapter 16, Article II, of the City of South Miami Code of Ordinances is hereby
29 amended by amending Sec. 16-12, "Definitions" as follows:
30
31 First Tier Member shall mean general employees who were hired on or before
32 September 30, 2011, who were participating in the South Miami Pension Plan as of
33 September 30, 2011 and who did not elect to discontinue membership in the South Miami
34 Pension Plan thereafter.
65
35 Full-time employee shall mean an employee who works over thirty-two (32) hours
36 a week or more on a continuing basis and is eligible to receive all benefits.
37
38 Supplemental benefit shall mean a variable benefit reflecting changes in the cost
39 of living determined from the Consumer Price Index. , whieh may beeeme payable en
40 ,
41 .
42
43 Section 3: That Chapter 16, Article I1, of the City of South Miami Code of Ordinances is
44 hereby amended by amending Sec. 16-14, "Pension benefits and retirement date" as follows:
45 (b) Amount of pension. The yearly amount of pension payable to a participant on the first day
46 of the month coincident with or next following the participant's retirement date shall be an
47 amount equal to the participant's number of completed years of credited service multiplied by a
48 percentage of final average compensation as stated herein.
49
50 (4) Supplemental benefit. A supplemental benefit for Police officers, First Tier
51 Members, Second Tier Members and AMSC Members if any, is payable, determined on
52 each valuation date which occurs after the participant's normal retirement date. The
53 supplemental benefit shall be equal to (1) an amount determined at the first applicable
54 valuation date by multiplying the yearly amount of basic benefit by the percentage, if
55 any, by which the current index exceeds the base index and (2) an amount determined at
56 each subsequent valuation date, where the current index exceeds the prior index, or where
57 the prior index exceeds the current index, by reducing such sum by the product of such
58 sum and the percentage by which the prior index exceeds the current index; provided,
59 however, that in no event shall the supplemental benefit payable at any time be greater
60 than the excess of (1) the basic benefit increased at three (3) percent compounded
61 annually from the initial valuation date applicable to the participant over (2) the basic
62 benefit. In no event shall the supplemental benefit be reduced below zero so as to affect
63 the amount of basic benefit. Supplemental benefits shall commence or be adjusted as of
64 each October 1 and shall continue thereafter for the following eleven (11) months. For
65 First Tier Members, Second Tier Members and AMSC Members who retired or entered
66 the DROP prior to October 1, 2019, the Supplemental Benefit is not provided on the
67 portion of the benefit accrued after September 30, 2011 including increases in the accrued
68 benefit due to increases in final averse compensation. E ee i06teber 1, 2011,
69 supplemental benefit Cest ef Living Adjustment (COLA) fers geaeFal empleyees (eligible
70
71 in the eaffent aeemed befiefit due to inemases in final aver -age eempefisatien. General
72
73 30, 2011. Seeend fier- members shall net be eligible fer- the supplemental benefit eest ef.
74 Hiving adjustment *
75 ,
76 ***
77 (c) Early retirement.
78
(1) A police officer participant may elect an early retirement date which may
79
be the first day of any calendar month coincident with, or subsequent to
80
the participant's fiftieth birthday and completion of fifteen (15) years of
81
credited service. The pension benefits payable to any such participant on
82
early retirement date shall be equal to an actuarial equivalent, determined
83
in accordance with the table below, to the amount of pension to which is
84
entitled up to early retirement date in accordance with subsection (b).
85
86
87
Table —Police officer participant —
Percentages for early retirement date
Years prior to normal
retirement date
Percentage
1
97
2
94
3
91
4
88
5
85
88 Age on normal retirement date shall be age nearest birthday. Years prior to
89 normal retirement date shall mean years and completed months from early retirement
90 date to normal retirement date. Allowance for such months shall be made by interpolating
91 in this table.
92
'
93
94
95 (d) Late retirement. A participant, with the written consent of his employer, may elect
96 a later retirement date which may be the first day of any calendar month after normal
97 retirement date. If the participant's contributions shall terminate on late retirement,
98 benefits shall be based on annual earnings and credited service to late retirement date. 67
00 paFtieipant Fetiring en or after OcAeber 1, 1970,
102 14(b)(2),based en the basie beffl-eflit aetually being paid; pFeVided, however-, that the f4r-qt
...,.,.... FOR ,,..,._....,,...._..,,..,... . ............
..._.._................__....
104
105 ***
106 Section 4. Conforming language or technical scrivener -type corrections may be made by the
107 City Attorney for any conforming amendments to be incorporated into the final product for signature.
108 Section 5. Codification. The provisions of this ordinance shall become and be made part of
109 the Code of Ordinances of the City of South Miami as amended; that the sections of this ordinance
110 may be renumbered or re -lettered to accomplish such intention; and that the word 'ordinance" may be
111 changed to "section" or other appropriate word.
112 Section 6. Severability. If any section, clause, sentence, or phrase of this ordinance is for any
113 reason held invalid or unconstitutional by a court of competent jurisdiction, this holding shall not affect
114 the validity of the remaining portions of this ordinance.
115 Section 7. Ordinances in Conflict. All ordinances or parts of ordinances and all section and
116 parts of sections of ordinances in direct conflict herewith are hereby repealed.
117 Section 8. Effective Date. This ordinance shall become effective upon enactment.
118 PASSED AND ENACTED this _ day of
119
120 ATTEST:
121
122
123
CITY CLERK
124
14 Reading
125
2 m Reading
126 READ AND APPROVED AS TO FORM:
127 LANGUAGE, LEGALITY AND
128 EXECUTION THEREOF
129
130
131 CITY ATTORNEY
2019.
APPROVED:
MAYOR
COMMISSION VOTE:
Mayor Stoddard:
Vice Mayor Harris:
Commissioner Welsh:
Commissioner Liebman:
Commissioner Gil:
Actuarial Impact Statement as of October 1, 2018
A. Description of Proposed Amendment
Supplemental Benefit
A cost -of -living supplemental benefit based upon the consumer price index, limited to 3%, is provided upon
retirement on the entire accrued benefit for General Employees (Tier 1 and 2), AMSC Employees and Police
Officers.
No cost -of -living supplemental benefit is provided on the portion of the benefit accrued after September 30,
2011 for Tier 1 General Employees who retired or entered the DROP prior to October 1, 2019.
No cost -of -living supplemental benefit is provided for Tier 2 General Employees and AMSC members who
retired or entered the DROP prior to October 1, 2019.
B. An estimate of the cost implementing this amendment (see attachment)
C. In my opinion, the proposed changes are in compliance with Part VII, Chapter 112, Florida Statutes and Section
14, Article X of the Statement Constitution.
Chairman, Pension Board
Date
Actuarial Impact Statement as of October 1, 2018
(All Participants)
A. Participant Data
1. Active participants
2. Retired participants and beneficiaries
receiving benefits
3. Disabled participants receiving benefits
4. Terminated vested participants
S. Annual payroll of active participants
6. Expected payroll of active employees for the
following year
7. Ann ual benefits payable to those currently
receiving benefits
B. Assets
1. Market Value of Assets
2. Smoothed Value of Assets
C. Liabilities
1. Actuarial present value of future expected benefit
payments for active members
a. Retirement benefits
b. Vesting benefits
c. Death benefits
d. Disability benefits
e. Refunds
f. Total
2. Actuarial present value of future expected benefit
payments for terminated vested members
3. Actuarial present value of future expected benefit
payments for members currently receiving benefits
a. Service retired
b. Disability retired
c. Beneficiaries
d. Miscellaneous
e. Total
Prior AIS
Actuarial Impact
Valuation
Dated
June 14, 2019
Statement
10/01/2018
10/01/2018
10/01/2018
107
119
119
48
48
48
0
0
0
9
9
9
$
6,675,196
$
7,421,302
$
7,421,302
$
6,721,049
$
7,467,155
$
7,467,155
$
1,530,667
$
1,530,667
$
1,530,667
$
43,219,378
$
43,219,378
$
43,219,378
$
41,264,634
$
41,264,634
$
41,264,634
$
21,342,077
$
21,716,062
$
23,198,664
1,461,043
1,686,264
1,686,264
109,769
111,228
111,228
718,464
741,694
794,384
283,544
280,107
280,107
$
23,914,897
$
24,535,355
$
26,070,647
$
1,266,989
$
1,266,989
$
1,266,989
$ 19,210,022 $ 19,210,022 $ 19,210,022
0 0 0
176,438 176,438 176,438
149,378 149,378 149,378
$ 19,535,838 $ 19,535,838 $ 19,535,838
Zh
South Miami Pension Plan 1
Actuarial Impact Statement as of October 1, 2018
4. Total actuarial present value of future
expected benefit payments
S. Actuarial accrued liabilities
6. Unfunded actuarial accrued liabilities
D. Statement of Accumulated Plan Benefits
1. Actuarial present value of accumulated
vested benefits
a. Participants currently receiving benefits
b. Other participants
c. Total
2. Actuarial present value of accumulated non -
vested Plan benefits
3. Total actuarial present value of accumulated
Plan benefits
E. Pension Cost
1. Total normal cost (including expenses)
2. Payment required to amortize unfunded liability
3. Interest adjustment
4. Total preliminary required contribution
5. Total required contribution
6. Item 5 as a percentage of payroll
7. Estimated member contributions
8. Item 7 as a percentage of payroll
9. Estimated State contributions
10. Item 9 as a percentage of payroll
11. Net amount payable by City
12. Item 11 as a percentage of payroll
(All Participants)
Valuation
10/01/2018
Prior AIS
Dated June 14, 2019
10/01/2018
$ 44,717,724 $
$ 39,169,604 $
$ (2,095,030) $
45,338,182 $
39,390,620 $
(1,874,014) $
Actuarial Impact
Statement
10/01/2018
46,873,474
40,608,737
(655,897)
$
19,386,460
$
19,386,460
$
19,386,460
12,223,902
12,223,902
12,737,307
$
31,610,362
$
31,610,362
$
32,123,767
3,134,126
3,134,126
3,235,636
$
34,744,488
$
34,744,488
$
35,359,403
$
981,888
$
1,038,501
$
1,095,295
(193,875)
(175,611)
(74,952)
28,696
31,358
36,156
$
816,709
$
894,248
$
1,056,499
$
1,066,311
$
1,143,996
$
1,249,119
16.0%
15.4%
16.8%
$
439,175
$
480,067
$
480,067
6.5%2
6.4%2
6.4%2
$
37,780
$
37,780
$
37,780
0.6% 2
0.5% 2
0.5% 2
$
597,995
$
634,788
$
739,911
8.9% 2
8.5% 2
9.9% 2
2 Percent of expected 2019-2020 covered payroll ($6,721,049)
2 Percent of expected 2019-2020 covered payroll ($7,467,155)
71
South Miami Pension Plan 2
Actuarial Impact Statement as of October 1 2018
(All Participants)
F. Disclosure of Following Items:
1. Actuarial present value of future salaries- attained age $
2. Actuarial present value of future employee contributions
-attained age $
3. Actuarial present value of future contributions
from other sources
4. Amount of active members' accumulated contributions $
5. Actuarial present value of future salaries and
future benefits at entry age
6. Actuarial present value of future employee
contributions at entry age
Valuation
10/01/2018
Prior AIS Actuarial Impact
Dated June 14, 2019 Statement
10/01/2018 10/01/2018
45,957,035 $ 51,272,977 $ 51,272,977
2,896,466 $ 3,164,343 $ 3,164,343
N/A N/A N/A
5,431,831 $ 5,431,831 $ 5,431,831
N/A N/A N/A
N/A N/A N/A
72
GRS �'� '
South Miami Pension Plan 3
Actuarial Imoact Statement as of October 1. 2018
Unfunded Actuarial
Current Unfunded
Amortization
Remaining Funding
Accrued Liabilities
Liabilities
Payment
Period
General Employees Tier 1
10/01/2015
Combined Bases *
$ (1,166,604)
$ (117,886)
16 years
10/01/2016
Actuarial Loss/(Gain)
(413,545)
(35,269)
23 years
10/01/2016
Assumption Change
426,727
36,393
23 years
10/O1/2017
Actuarial Loss / (Gain)
(280,976)
(23,571)
24 years
10/O1/2018
Actuarial Loss / (Gain)
(1,290,160)
(106,612)
25 years
10/01/2018
Plan Amendment -June 14, 2019
0
0
25 years
10/01/2018
Plan Amendment - COLA
662,333
54,732
25 years
TOTAL
$ (2,062,225)
$ (192,213)
General Emplovees Tier 2
10/01/2017
Initial Base $
61,121 $
5,213
23 years
10/O1/2018
Actuarial Loss / (Gain)
19,733
1,631
25 years
10/O1/2018
Plan Amendment -June 14, 2019
0
0
25 years
10/O1/2018
Plan Amendment - COLA
73,756
6,095
25 years
TOTAL $
154,610 $
12,939
AMSC
10/O1/2017
Combined Bases * $
187,758 $
16,013
23 years
10/01/2018
Actuarial Loss / (Gain)
487,112
40,252
25 years
10/O1/2018
Plan Amendment -June 14, 2019
221,016
18,264
25 years
10/O1/2018
Plan Amendment - COLA
482,028
39,832
25 years
TOTAL $
1,377,914 $
114,361
10/O1/2018 Combined Bases *
10/01/2018 Actuarial Loss / (Gain)
Police Officers
$ (126,196) $
0
TOTAL $ (126,196) $
* Combined per Internal Revenue Code Regulation 1.412(b)-1
(10,039)
0
(10,039)
21 years
25 years
This actuarial valuation and/or cost determination was prepared and completed by us or under our direct supervision,
and we acknowledge responsibility for the results. To the best of our knowledge, the results are complete and
accurate, and in our opinion, the techniques and assumptions used are reasonable and meet the requirements and
intent of Part VII, Chapter 112, Florida Statutes. Based upon our understanding of the Plan, there is no benefit or
expense to be provided by the Plan and/or paid from the Plan's assets for which liabilities or current costs have not
been established or other wise provided for in the valuation. All known events or trends which may require material
increase in Plan costs or required contribution rates have been taken into account in the valuation.
/7� �vrlA � 4V"--daAo(-
Shelly L. Jones, A.S.A., E.A. Jennifer M. Borregard, E.A.
Enrollment Number: 17-08646 Enrollment Number:17-07624
Dated: October 24, 2019
VB3
South Miami Pension Plan 4
Outline of Principal Provisions of the Retirement Plan
A. Effective Date:
October 1, 1965. Most recently amended by Ordinance 23-19-2336 adopted June 18, 2019.
B. Eligibility Requirements:
1. General Employees
Tier 1:
Regular full-time employee hired before October 1, 2011 is eligible to enter the Plan following the completion of
six months of Credited Service and attainment of age 20.
Tier 2•
Regular full-time employee hired on or after October 1, 2011 and not participating in the Plan as of October 1,
2016 who elects to join or fails to make any election within ninety (90) days from September 20, 2016 is eligible
to enter the Plan as a Tier 2 employee as of October 1, 2016.
Regular full-time employee hired on or after October 1, 2016 who elects to join or fails to make any election
within ninety (90) days from date of hire is eligible to enter the Plan as a Tier 2 employee as of their date of hire.
Any regular full-time employee who previously entered into the Defined Contribution (DC) Plan may opt -out of
the DC Plan and elect to join the Plan as a Tier 2 member or as their respective classification at the time they
elect to join the Plan during an annual open enrollment period.
2. Police Officers
Regular full-time Police Officer is eligible to enter the Plan as of date of employment.
3. Administration Management Service Class (AMSC)
Employees of the City with the following positions who do not elect to participate in a defined contribution Plan
of the City:
City Manager
City Attorney
City Clerk
Assistant / Deputy City Manager
Finance Director / Chief Financial Officer
Chief of Police
Planning and Zoning Director
Building Director
Director of Public Works
Chief Administrative Officer (currently Finance Office Manager)
Chief Procurement Officer (currently Purchasing Manager)
Parks and Recreation Director
Assistant Director of Parks and Recreation
Community Redevelopment Agency Director
Personnel Manager
Project Manager
Special Assistant to the Manager
Superintendent of Maintenance
74
South Miami Pension Plan 5
Outline of Principal Provisions of the Retirement Plan
C. Credited Service:
1. General Employees and AMSC
Continuous employment. Credited service shall exclude continuous employment prior to Plan participation
as follows: (1) If employed prior to October 1, 1973, credited service shall exclude the first two years of
continuous employment and any additional year of continuous employment prior to attainment of age 25.
(2) If employed on or after October 1, 1973, credited service shall exclude the first six (6) months of
continuous employment and continuous employment prior to age 20.
Credited service for Tier 2 employees and AMSC will be continuous employment from the date of hire for all
purposes except for benefit accruals which will be from the later of date of Plan entry election date or date of
hire.
2. Police Officers
Continuous employment. For Police Officers who did not participate when first eligible for the Plan, Credited
Service shall exclude continuous employment prior to Plan participation as follows: (1) If employed prior to
October 1, 1973, Credited Service shall exclude the first two years of continuous employment and any
additional year of continuous employment prior to attainment of age 25. (2) If employed on or after
October 1, 1973, Credited Service shall exclude the first six (6) months of continuous employment and
continuous employment prior to age 20.
D. Final Monthly Compensation (FMC):
Final Average Compensation is 1/36th of the final 36 consecutive months of compensation. For Police Officers,
not less than 1/5th of the highest five (5) years out of the last (10) ten years of compensation. Compensation
shall mean regular wages and salaries, excluding bonuses, vacation, sick leave and other additional
compensation.
Effective October 1, 2011, Final Average Compensation for General Employees is 1/60th of the final 60
consecutive months of basic compensation, provided it is not less than the Final Average Compensation as of
September 30, 2011 based on the definition above. Basic compensation shall mean base wages and salaries,
excluding commissions, overtime pay, bonuses and any other forms of additional compensation earned outside
of base wages.
Effective October 1, 2011, Final Average Compensation for members covered under the Police Officers and
Sergeants collective bargaining agreement is the best five (5) years of basic compensation, provided it is not less
than the Final Average Compensation as of September 30, 2011 based on the definition above. Basic
compensation shall mean base wages and salaries, including up to 300 hours of overtime in a fiscal year and
excluding payments for accrued unused sick or annual leave, extra duty or special detail work, shift differential,
assignment pay, bonuses and any other forms of additional compensation earned outside of base wages.
75
South Miami Pension Plan 6
Outline of Principal Provisions of the Retirement Plan
D. Final Monthly Compensation (FMCI (cont'd):
Effective October 1, 2016, Final Average Compensation for members covered under the Miami -Dade County
Police Benevolent Association Upper -Collective Bargaining Union (Lieutenants & Captains) collective bargaining
agreement is the best five (5) years of basic compensation, provided it is not less than the Final Average
Compensation as of September 30, 2016 based on the definition above. Basic compensation shall mean base
wages and salaries, including up to 300 hours of overtime in a fiscal year and excluding payments for accrued
unused sick or annual leave, extra duty or special detail work, shift differential, assignment pay, bonuses and
any other forms of additional compensation earned outside of base wages.
Final Average Compensation for Tier 2 General Employees and AMSC shall be the average of the highest eight
48) years of credit service.
E. Normal Retirement:
1. Eligibility:
a. General Employees:
b. Police Officers:
c. AMSC:
2. Benefit:
Attainment of age 55 and completion of ten (10) years of Credited Service for
benefits accrued as of September 30, 2011.
Attainment of age 60 and completion of ten (10) years of Credited Service for
benefits accrued after September 30, 2011, including increases in the accrued
benefit as of September 30, 2011 due to increases in the Final Average
Compensation.
Attainment of age 65 and completion of ten (10) years of Credited Service or
completion of thirty-three (33) years of Credited Service regardless of age for
Tier 2 General Employees.
Attainment of age 60 and completion of ten (10) years of Credited Service or
completion of twenty-five (25) years of Credited Service regardless of age.
Attainment of age 60 and completion of five (5) years of Credited Service or
completion of thirty-three (33) years of Credited Service regardless of age.
The monthly Plan benefit is the product of:
a. FMC,
b. Credited Service during the appropriate period and
c. The appropriate benefit percentage
The appropriate benefit percentages are:
a. General Employees
For Credited Service
Through September 30, 1999
October 1, 1999 through September 30, 2011
October 1, 2011 and thereafter
Percentage
2.50%
2.75%
2.25%
al
South Miami Pension Plan 7
Outline of Principal Provisions of the Retirement Plan
E. Normal Retirement (cont'd):
2. Benefit:
b. Police Officers
c. General Employees (Tier 2)
d. AMSC
F. Supplemental Benefit:
For Credited Service Percentage
Through September 30, 1995
2.00%
October 1, 1995 through September 30, 1996
2.25%
October 1, 1996 through September 30, 1997
2.50%
October 1, 1997 through September 30, 2001
2.75%
October 1, 2001 through September 30, 2002
2.80%
October 1, 2002 through September 30, 2003
2.90%
October 1, 2003 and thereafter
3.00%
For Credited Service Percentage
October 1, 2016 and thereafter 1.60%
For Credited Service Percentage
October 1, 2016 and thereafter 3.00%
A cost -of -living supplemental benefit based upon the consumer price index is provided upon retirement. The
annual increase is limited to 3%.
No cost -of -living supplemental benefit is provided for Tier 2 General Employees and AMSC members who retired
or entered the DROP prior to October 1, 2019. No cost -of -living supplemental benefit is provided on the portion
of the benefit accrued after September 30, 2011 for Tier 1 General Employees who retired or entered the DROP
prior to October 1, 2019.
G. Early Retirement:
1. Eligibility:
a. Police Officers:
b. AMSC:
2. Benefit:
a. Police Officers:
Attainment of age 50 and completion of 15 years of Credited Service.
Attainment of age 55 and completion of 10 years of Credited Service.
Accrued benefit based upon FMC and Credited Service as of Early
Retirement Date, reduced 3% for each year that the benefit
commencement date precedes Normal Retirement.
77
South Miami Pension Plan 8
Outline of Principal Provisions of the Retirement Plan
G. Early Retirement (cont'd):
2. Benefit:
b. AMSC: Accrued benefit based upon FMC and Credited Service as of Early Retirement Date,
reduced 1/15 for each of the first five years and 1/30 for the next five years that the
benefit commencement date precedes Normal Retirement.
H. Delayed Retirement:
1. Eligibility: Retirement subsequent to Normal Retirement Date.
2. Benefit: Accrued benefit based upon FMC and Credited Service as of Delayed Retirement Date.
I. Disability Retirement:
1. Eligibility: Totally and permanently disabled for a six month period while actively employed.
2. Benefit: Accrued benefit based upon FMC and Credited Service as of date of disability, actuarially
reduced as for Early Retirement for early commencement.
J. Pre -Retirement Death Benefit:
The beneficiary shall receive the member's accumulated Employee Contributions.
K. Benefit Upon Termination of Service:
1. Benefit payable at Normal Retirement equal to the greater of:
a. Accrued benefit based upon FMC and Credited Service as of date of termination times the
vesting percentage shown below, or
b. Benefit which can be supported by the accumulated Member Contributions with interest to
Normal Retirement Date.
No supplemental benefit shall be payable to vested terminees.
2. Vesting Schedule:
All employees except AMSC:
Years of
Credited Service
Less than 10
10 or more years
Vesting
Percentage
0%
100%
a]
South Miami Pension Plan 9
Outline of Principal Provisions of the Retirement Plan
K. Benefit Upon Termination of Service (cont'd):
AMSC:
Years of
Vesting
Credited Service
Percentage
Less than 5
0%
5 or more years
100%
AMSC members who have completed three (3) years of continuous Credited Service as of the
effective date of this Ordinance date are 100%vested.
3. Refund Option:
A terminated member may elect to receive a refund of Accumulated Contributions without interest
in lieu of receiving any other Plan benefits.
L. Member Contributions:
Members contribute 7.0% (3.0% for Tier 2 General Employees and 7.5% for Police Officers) of member's
basic annual compensation.
Should the City contribution for General Employees be actuarially determined to exceed 7.0%, not
including expenses, both the City and the General Employees (other than Tier 2 General Employees and
AMSC) will share equally in the amount in excess of 7.0%. General Employees (other than Tier 2 General
Employees and AMSC) Contributions are capped at 10% of basic annual compensation as of October 1,
2016.
Should the City contribution for Police Officers be actuarially determined to exceed 7.5%, not including
expenses, both the City and the Police Officers will share equally in the amount in excess of 7.5% but not
more than 12.0%.
M. Normal Form of Retirement Income:
The normal form of payment shall be a life annuity with a guarantee of a refund of accumulated
Employee Contributions.
79
South Miami Pension Plan 10
Outline of Principal Provisions of the Retirement Plan
N. Deferred Retirement Option Plan (DROP)
1. Eligibility: Attainment of normal retirement date.
2. The maximum period of participation in the DROP is sixty (60) months.
3. A member's account in the DROP shall be credited monthly with interest in an amount equal to 50% of
the net (gross return minus investment expense) yearly interest earned by the Plan for the preceding
fiscal year, up to a maximum of 5% and a minimum of 0%.
4. No payment may be made from the DROP until the member actually separates from service with the
City. The DROP account balance may be distributed in a lump sum, periodic payments, an annuity or a
combination thereof.
0. Changes Since Previous Actuarial Impact Statement:
Supplemental Benefit was:
A cost -of -living supplemental benefit based upon the consumer price index is provided upon retirement.
The annual increase is limited to 3%.
For General Employees the cost -of -living supplemental benefit is only provided on the accrued benefit as
of September 30, 2011 and does not apply to increases in this accrued benefit due to increases in the Final
Average Compensation.
No cost -of -living supplemental benefit is provided for Tier 2 General Employees.
No cost -of -living supplemental benefit is provided for AMSC for benefit accruals on or after October 1,
2011.
m
South Miami Pension Plan 11
Actuarial Assumptions and Methods
Used in the Valuation
A. Mortality
General Employees including AMSC Mortality Assumptions:
For healthy male participants during employment, RP 2000 Combined Male Healthy Participant Mortality
Table, with 50% White Collar / 50% Blue Collar Adjustment and fully generational mortality improvements
projected to each future decrement date with Scale BB. For healthy female participants during employment,
RP 2000 Combined Female Healthy Participant Mortality Table, with White Collar Adjustment and fully
generational mortality improvements projected to each future decrement date with Scale BB.
For healthy male participants post employment, RP 2000 Annuitant Male Mortality Table, with 50% White
Collar / 50% Blue Collar Adjustment and fully generational mortality improvements projected to each future
decrement date with Scale BB. For healthy female participants post employment, RP 2000 Annuitant Female
Mortality Table, with White Collar Adjustment and fully generational mortality improvements projected to
each future decrement date with Scale BB.
For disabled male participants, RP 2000 Disabled Male Mortality Table, setback four years, without projected
mortality improvements. For disabled female participants, RP 2000 Disabled Female Mortality Table, set
forward two years, without projected mortality improvements.
Sample
Ages
(2018)
55
60
62
Sample
Ages
(2038)
Pre -retirement
Future Life
Expectancy (Years)
Male Female
30.53
33.57
25.60
28.54
23.70
26.58
Pre -retirement
Future Life
Expectancy (Years)
Male Female
Post -retirement
Future Life
Expectancy (Years)
Male Female
30.10 33.34
25.44 28.44
23.60 26.52
Post -retirement
Future Life
Expectancy (Years)
Male Female
55
32.67
35.41
32.26
35.21
60
27.78
30.38
27.63
30.30
62
25.87
28.40
25.78
28.35
9E
South Miami Pension Plan 12
Actuarial Assumptions and Methods
Used in the Valuation
A. Mortality (cont'd)
Police Officer Mortality Assumptions:
For healthy participants during employment, RP-2000 Combined Healthy Participant Mortality Tables, separate
rates for males and females, with 90% Blue Collar Adjustment / 10% White Collar Adjustment and fully
generational mortality improvements projected to each future decrement date with Scale BB.
For healthy participants post employment, RP-2000 Annuitant Mortality Tables, separate rates for males and
females, with 90% Blue Collar Adjustment / 10% White Collar Adjustment and fully generational mortality
improvements projected to each future decrement date with Scale BB.
For disabled male participants, 60% RP 2000 Disabled Male Mortality Table setback four years / 40% RP 2000
Annuitant Male Mortality Table, with White Collar Adjustment and no setback, without projected mortality
improvements. For disabled female participants, 60% RP 2000 Disabled Female Mortality Table set forward
two years / 40% RP 2000 Annuitant Female Mortality Table, with White Collar Adjustment, without projected
mortality improvements.
Sample
Ages
(2018)
55
60
62
Sample
Ages
(2038)
55
60
62
Pre -retirement
Future Life
Expectancy (Years)
Male Female
29.84 32.60
24.96 27.56
23.09 25.59
Pre -retirement
Future Life
Expectancy (Years)
Male Female
Post -retirement
Future Life
Expectancy (Years)
Male Female
29.33 32.40
24.76 27.41
22.97 25.49
Post -retirement
Future Life
Expectancy (Years)
Male Female
32.06
34.54
31.57
34.36
27.21
29.49
27.03
29.36
25.34
27.51
25.23
27.42
0
South Miami Pension Plan 13
Actuarial Assumptions and Methods
Used in the Valuation
B. Investment Return to be Earned by Fund
7.375% (net of investment expenses), compounded annually - includes inflation at 2.75%.
C. Allowances for Expenses or Contingencies
Actual expenses paid in previous year.
D. Employee Withdrawal Rates
Withdrawal rates for males and for females were used in accordance with the following illustrative
example based upon number of years of service:
Withdrawal Rates
Per 100 Employees
Service
Police General / AMSC
1-2
12.00 20.00
3-6
8.00 9.25
7 -10
8.00 5.00
11 & Over
3.50 5.00
E. Disability Rates
1985 Disability Study, Class 1 with separate rates for females.
F. Marital Assumptions
100% of active members are assumed to be married. Where applicable, females are assumed to be three
years younger than their male spouses.
G. Salary Increase Factors
Current salary is assumed to increase in accordance with the following table based upon number of years
of service - includes wage inflation of 3.25%.
Service
Police
General /AMSC
0-9
5.25%
5.25%
10 - 14
3.75%
4.75%
15 -19
3.75%
4.25%
20 & over
3.75%
3.75%
m
South Miami Pension Plan 14
Actuarial Assumptions and Methods
Used in the Valuation
H. Increase in Covered Payroll
4.0% per year, limited to average annual increase over most recent ten years (1.4%) but not less than 0.0% for
Police Officers. No increase in covered payroll is assumed for General Employees including AMSC.
I. Retirement Rates
Rates of Early Retirement for Police Officers were used in accordance with the following table.
Years Preceding
Normal Retirement Police
1-6 5%
7-10 10%
R.--tes of Normal Retirement were used in accordance with the following tables.
Age
Police
General *
AMSC **
55-59
N/A
10%
10%
60-61
25%
10%
25%
62-64
40%
25%
35%
65 - 66
100%
25%
35%
67 & above
100%
100%
100%
Service Police
25 years 100%
' Rates are 25% for Tier 2 members for each year upon meeting 33 years of service until 100% at age 67.
Includes Early Retirement. Rates are 25% below the age of 62 and 35% between the ages of 62 and 66 upon
meeting 33 years of service until 100% at age 67.
General Employees who retire prior to age sixty (60) but after attainment of ten (10) years of Credited Service (55
& 10) are assumed to receive an actuarially reduced benefit payable immediately upon retirement.
J. Cost of Living Increases
Future cost of living increases for General Employees (including Tier 1 and Tier 2 General Employees), AMSC and
Police Officers are assumed to be 3.0% per annum.
K. Valuation of Assets
T ie method used for determining the smoothed value of assets phases in the deviation between the expected and
a :tual return on assets at the rate of 20% per year. The smoothed value of assets will be further adjusted to the
ecent necessary to fall within the corridor whose lower limit is 80% of the fair market value of Plan assets and
whose upper limit is 120% of the fair market value of Plan assets.
84
South Miami Pension Plan 15
Actuarial Assumptions and Methods
Used in the Valuation
L. Cost Methods
Normal Retirement, Termination. Disabilitv and Pre -Retirement Death Benefit:
Entry -Age -Actuarial Cost Method
Under this method the normal cost for each active employee is the amount which is calculated to be a
level percentage of pay that would be required annually from his date of hire to his retirement age to
fund his estimated benefits, assuming the Plan had always been in effect. The normal cost for the Plan is
the sum of the individual normal costs for all active employees. The actuarial accrued liability as of any
valuation date for each active employee or inactive employee who is eligible to receive benefits under the
Plan is the excess of the actuarial present value of estimated future benefits over the actuarial present
value of current and future normal costs. The unfunded actuarial accrued liability as of any valuation date
is the excess of the actuarial accrued liability over the smoothed value of assets of the Plan.
M. Changes Since Previous Actuarial Impact Statement
Cost of Living Increases were:
Future cost of living increases for General Employees (other than Tier 2 General Employees) and Police
Officers are assumed to be 3.0% per annum.
South Miami Pension Plan 16
MIAMI DAILY BUSINESS REVIEW
Published Daily except Seturtlay. Sunday and
Legal Holidays
Miami, Miami -Dade County. Florida
STATE OF FLORIDA
COUNTY OF MIAMI-DADE:
Before the undersigned authority personally appeared
GUILLERMO GARCIA, who on oath says that he or she Is the
DIRECTOR OF OPERATIONS, Legal Notices of the Miami Daily
Business Review fik/a Miami Review, a daily (except
Saturday, Sunday and Legal Holidays) newspaper,
published at Miami in Miami -Dade County, Florida; that the
attached copy of advertisement. being a Legal Advertisement
of Notice in the matter of
CITY OF SOUTH MIAMI - PUBLIC HEARINGS- NOV, 5, 2D19
in the XXXX Court,
was published in said newspaper in the issues of
1012512019
Afflant further says that the said Miami Daily Business
Review is a newspaper published at Miami, in said Miami -Dade
County, Florida and that the said newspaper has heretofore
been continuously published in said Miami -Dade County. Florida
each day (except Saturday, Sunday and Legal Holidays) and
has been entered as second class mail matter at me post
office in Miami in said Miami -Dade County, Florida, for a period
of one year next preceding the first publication of the attached
copy of advertisement; and affiant further says that he or she
has neither paid not promised any person, firm or corporation
any discount, rebate, commission or refund for the purpose of
securing this advertisement for publication in the said
GUILLERMO GARCIA personalty known to me
MA
9m:J
121171r 2,2021ainNwrente BO UW019
SOUTy
Of $s
i 7
F 3
92�
1 mc92 7 ry
P
O¢1O
CITY OF SOUTH MIAMI
NOTICE OF PUBLIC HEARINGS
NOTICE IS HEREBY given that the City Commission of the City of South Miami,
Florida wili conduct puhfic Hearing(s) at its regular Ciry Commission meeting
Scheduled for Tuesday, November S. 2019, beginning at 7:00 p.m., in the City
Commission Chambers, 6130 Sunset Drive, to consider the following Nem(s):
'A Resolution of the City of South Miami, Florida. placing a question on
the ballot for Tuesday, Febmary 11, 2020, City General Elections, to
amend the City Charter, Article IV, SECTION 4, Subsection E relating tc
Audits, to Increase the maximum term of the contract between the City
and the City Auditor.
A Resolution relating to a Variance application to increase the maximum
building coverage requirement, to increase the maximum impervious
Coverage requirement, to reduce the minimum side street setback requ'uemant,
to reduce the minimum cumulative yard setback requirement, to reduce
the minimum setback requirement for concrete slabs, and to increase
the physical bartier height limit for a single-family residential building
located at 5800-5820 SW 87 Street.
An Ordinance amending the South Miami Pension Plan to Implement
the Collective Bargaining Agreement Between the City of South Miami
and AFSCME. AFL-CIO and City Employees Local 3294; by Amending
Section 16.12. 'Definitions'; and Amending Section 16-14,'Pension benefits
and retirement date'; Providing for a Cost of Living Adjustment for
General Employees; Providing for Sevembility; Providing for Inclusion
in the Cade; Providing for a Repealer, and Providing foran Effective Date.
An Ordinance amending the following sections of the Land Development
Code: Section 20-2.3 Definitions, Section 20-3.3(D) Permitted Use
Schedule, Section 20-3.4 Special use conditions, and Section 20-7.12
permitted and Special Uses and Parking Requirements; all concerning
uses that include Beauty/Barber Shop, Personal Skills instruction Studio,
Photographic Studio and Physical Fitness Facility.
An Ordinance granting a franchise to Luis Jimenez to Install a sculpture on
City land.
An Ordinance granting a franchise to Dr. Santiago Medina to install a
sculpture on City land.
An Ordinance granting a franchise to Carlos Silva to install a sculpture
on City land.
ALL interested parries are invited to attend and will be heard.
For further information, please contact the City Clerk's Office at:
305-663-6340.
Nkenga A. Payne, CIVIC
City Clerk
Pursuant to Florida Statutes 286.0105, the City hereby advises the public
that 8 a person decides to appeal any decision made by this Board, Agency
or Commission with respect to any matter considered at its meeting or
hearing, he or she will need a record of the proceedings, and that for such
purpose, affected person may need to ensure that a verbatim record of the
proceedings is made which record includes the testimony and evidence
upon which the appeal is to be based.
10/25 19-181/0000434287M
24SE
NEIGHBORS
�a'
iunrav
Jf �
Y
CITY OF SOUTH MIANII
NOTICE OF PUBLIC HEARINGS
NO*nCE IS HEREBY given that the City Commission of the City of South Miami,
Florida will conduct Public Hearing(s) at its regular City Commission meeting
scheduled for Tuesday, November 5, 2019, beginning at 7:00 p.m., in the City
Commission Chambers, 6130 Sunset Drive, to consider the following item(s):
A Resolution of the City of South Miami, Florida, placing a question on the
ballot for Tuesday, February 11, 2020, City General Elections, to amend the City
Charter, Article IV, SECTION 4, Subsection E miming to Audits, to increase the
maximum term of the contract between the City and the City Auditor.
A Resolution relating to a Variance application to increase the maximum
building coverage requirement, to increase the maximum impervious coverage
requirement, to reduce the minimum side street setback requirement, W reduce
the minimum cumulative yard setback requirement, to reduce the minimum
setback requirement for concrete slabs, and of increase the physical barrier height
limit fora single-family residential building located at 5800-5820 SW 87 Street -
An Ordinance amending the South Miami Pension Plan in Implement the
Collective Bargaining Agreement Between the City of South Miami and
AFSCME, AFL-CIO and City Employees Local 3294; by Amending Section
16-12, "Definitions"; and Amending Section 16-14. "Pension benefits and
retirement date"; Providingfora CostoflivingAdjustmentforGencmi Employees;
Providing for Sevembility, Providing for Inclusion in the Code; Providing for a
RcDcaicr, and Providing for an Effective Date.
An Ordinance amending the following sections of the land Development Code:
Section 20-2.3 Definitions, Section 20-3.30 Permitted Use Schedule. Section
20-3A Special use conditions, and Section 20-7.12 Permitted and Special Uses
and Parking Requirements; all concerning uses that include Beauty/Barber Shop,
Personal Skills Instruction Studio, Photographic Studio and Physical Fitness
Facility.
V An Ordinance gaming a franchise in Luis Jimenez to install a sculpture on City land
An Ordinance granting a franchise to Dr. Santiago Medina to install a sculpture
on City land.
An Ordinanec granting a franchise to Carlos Silva m install a sculpture on City land -
ALL interested parties am invited to attend and will be heard.
For further information, please contact the City Clones Office at 305-663-6340.
Nkenga A Payne, CMC
City Clerk
Pursuant to Florida Statures 286.0103. me City hereby advises tic public that if a person clacidcs to
appal any decision made by iris Bound, Agenry or Commission with respect M any matter considered
at its mttdrg or hearing he or she will need a record of me proceedings, and slut for such pumose,
aliened person may need in ensure that a verbatim record of the proceedings is made which moral
includes the testimony and evidence upon which the appeal is W be based
SUNDAY OCTOBER 272019
MIAMINERALD.COM
PUBLIC HEARING
State Road (SR) 826IPalmeho Expressway Express Lanes
Project Development and Environment (PDBE) Study
From US 1/SR 51 Dixie Highway to SR 8361Dolphin Expressway
Miami -Dade County, Florida
Financial Project Identification Number: 432639.1.22.02
Efficient Transportation Decision Making (ETDM) Number: 14308
The Florida Department of Transportation (FDOT), District Su, will conduct a public hearing for
proposed improvements to SR 626IPalmeflo Expressway Express Lanes train US 11SR 51Daie Highway
to SR 63(iftlpNn Expressway h MiamiDade County. The hearing wil be held on Thursday, November 7,
2019, at the West Dade Regional Library, Auditorium 1, loafed at9445 Coral Way, Mimi, Florda 33165
from 5:30 p.m. to 7:30 p.m. This hearing will begin as an open house, with a formal presentation starting
at 6 P.M. followed by a pudic comment period. The study evaluated corridor improvements that wil add
highway and interchange capacity with the implementation of an express lane system ant interchange
improvements.
This pubic heating is being conducted to give interested persons 0w opportunity to expos tlok views
concerning as location, conaptal design, and social, ecotomc, and environmental effects of the proposed
improvements. Draft project documents wi0 be available for public review from October 17. 2019 and
November 7, 2019 at South Miami Branch Library, 6000 Sunset Drive. South Miami, FL 33143: FOOT
District Six Headquarters. 10DO NW Ill Avenue, Miami, FL 33172; West Dade Regional Library, 9445Coral
Way, Miami, FL 33165 and on the p ip eetwebsde, www fdobniamidade.amn826expressswth.
Persons wshng to submit statements, in place
of or in addition to and stamnmk, match an at
the heanrg or by sending them b Raul Ouirkla
1DOD NW 111 Avena, Miami. FL 33172 or at
raul.qumtela@tlotstale.fl.us. All statements
postmarked on or offers November 17, 2019 cull
became part of public record.
The envchrmenlal review, csnsuBatsan, and
after actions requved by applicable federal
environmental laws for thus prefect are being, or
have been, alledout byFOOT pursuant to 23
U.S.0 § 327 and a Memorandum of
Understanding dated December 14, 2016 and
executed by the Federal Highway Administrator
(FHWA)amdFDOT
Public participation at this meeting is solicited
without regard to mass, cola. national origin,
age, sex, religion, olsabldly or family status.
Pursuant to the pmvisiaas of the Americans
with Disabilities Act, any person requiring
special accommodations to palicipale in this
taring is asked to advise the agency of least
7days before the hearing by Collecting: Hong
Benitez al f305) 470-5219 coin writing: FOOT,
1000 NW Ill Assume, Miami, FL 33172.
email. hong.benilfz@dca sh re.B.us. if youam
hearing or speech impaired, please contact
the aaencv airw the Florida RitSenxe. I /
9558771[WDI an