THE FINANCE AND ADMINISTRATIVE SERVICES DEPARTMENT AND THE HUMAN RESOURCES DIVISION RECOMMEND APPROVAL OF THE ABOVE MOTION.
The Federation of Public Employees (AFL-CIO), Supervisory Unit, represents a bargaining unit of approximately 10 employees within the Port Everglades Department. The previous Collective Bargaining Agreement (Agreement) for this unit expired on September 30, 2017. Negotiations for a successor agreement have resulted in a new three-year Agreement.
Exhibit 3 summarizes the changes to the Agreement. Specifically, for Fiscal Year 2017/2018, the Agreement provides a 3% base salary increase (within the salary range) for eligible bargaining unit employees, effective October 8, 2017. In addition, effective April 8, 2018, eligible bargaining unit employees, who have five or more years of continuous service experience in their current County job classifications and who are below the 25th percentile of their pay grade, shall have their salary adjusted upward to the 25th percentile of their pay grade. The Agreement further provides the County Administrator the authority to adjust the pay grades upward based on market review outside of the bargaining process.
For Fiscal Year 2018/2019, effective October 7, 2018, eligible bargaining unit employees will receive a 2% base salary increase (within salary range). Effective April 7, 2019, eligible bargaining unit employees, who have three or more years of continuous service experience in their current County job classifications and who are below the 25th percentile of their pay grade, shall have their salary adjusted upward to the 25th percentile of their pay grade.
For Fiscal Year 2019/2020, the Agreement provides a wage reopener clause and the ability for each party to open any three additional articles. These proposed increases are consistent with the increases recently approved by the Board for other bargaining units for the next three years and for the unrepresented employees for Fiscal Year 2017/2018.
In addition, there are a variety of administrative and operational changes in the Agreement, including: the inclusion of a Standby provision in order to provide coverage for services during off-duty hours; Incentive Pay Supplements for receipt and maintenance of certain skill-based licenses/certificates in the same manner as eligible employees under their supervision; an increase in the timeframe to use prior disciplinary action to support subsequent disciplines from 18 months to 20 months. The Agreement also includes changes to the promotional increase language to be consistent with the County’s compensation methodology, clarification of the Holiday and Annual Leave article provisions, and inclusion of preference for Veterans in the Reduction in Force provisions.
The Agreement was successfully ratified by the Union on March 21, 2018, and is presented with staff’s recommendation for approval by the Board. |