It is the purpose of this Agreement to promote and provide for harmonious relations, cooperation and understanding between the city of Miami, the Sheriff and the employees all stakeholders involved in law enforcement. In addition, this agreement is designed to provide an orderly and equitable means of resolving any misunderstanding or differences which may arise out of through the daily work activities of law enforcement within the city of Miami. This agreement is also designed and to create an understanding of all parties involved. This ultimately will allow all stakeholders to reach a result based on good faith negotiations.
Collective Bargaining
It is the purpose of this Agreement to promote and provide for harmonious relations, cooperation and understanding between the city of Miami, the Sheriff and the employees all stakeholders involved in law enforcement. In addition, this agreement is designed to provide an orderly and equitable means of resolving any misunderstanding or differences which may arise out of through the daily work activities of law enforcement within the city of Miami. This agreement is also designed and to create an understanding of all parties involved. This ultimately will allow all stakeholders to reach a result based on good faith negotiations. The topic of this agreement with is that of wages, hours, and other terms and conditions of employment within the city of Miami. It is agreed that the delivery of municipal services in the most efficient, effective, and courteous manner is of paramount importance to the city of Miami and its constituents. Such achievement is recognized to be a mutual obligation of the parties to this agreement within their respective roles and responsibilities (Buidens, 1981).
OBJECTIVE OF THE CITY
It is the intent of the all involved parties that the provisions of this agreement shall become binding on January 1, 2015. It is the intent of the Mayor and the Board of Supervisors acting on behalf of the city of Miami to agree to wages, hours, and other terms and conditions of employment. This power is within the mayor's jurisdictional powers and authority. These roles are defined within the state law of Florida. In addition, this agreement shall be binding to all employees within the law enforcement division of Miami, Florida (Liontos, 1987).
EMPLOYEE REPRESENTATIVES
The Association may select up to 10 employees for purposes of meeting and conferring with the city on matters within the scope of their representation. This will allow ample ability for employee representation regarding contentious issues pressing law enforcement in the city of Miami, Florida. If a situation should arise where the association believes that more than ten employee members should be present at such meetings, and the city disagrees, the Association shall take the matter up with the Employee Relations Director. The director will have the authority to properly assess the matter regarding representation. After a decision is made, the parties shall attempt to reach agreement as to how many employees shall be authorized to participate in the particular meeting (DeGennaro, 1986)
In addition, the city and the association recognize that the city is required to comply with the Florida Fair Employment and Housing Act, Title VII of the 1964 Civil Rights Act. The city and association must also comply with the Civil Rights Act of 1991, the Americans with Disabilities Act, the Age Discrimination in Employment Act of 1963, and other applicable federal, state and local statutes prohibiting discrimination, harassment and retaliation. The city and the association agree that, not bargaining unit member employed by the city shall in any way be discriminated or retaliated against, or harassed another member. In addition, all stakeholders agree that this document shall be interpreted, administered and applied in a manner consistent with all applicable state, federal and local statutes. The city and the association further agree that no bargaining unit member shall be discriminated against because of Association activity.
In the event more than one administrative remedy may be available within the City and County governmental system of Miami, the association shall elect the best option that benefits all stakeholders involved. An individual employee may exercise whatever right he or she may have under the law (Huber, 1987).
WAGES
Represented employees within the Miami Law Enforcement Department will receive the following base wage increases:
Effective January 1, 2015: 2%
Effective January 4, 2016: 1%
Effective June 19, 2016: 1%
Market Wage Adjustments
Effective January 1st of next year of the Agreement, all covered employees shall receive a market wage adjustment as set forth below. The salary survey shall be completed no later than May 15 of each year of the Agreement for a market wage adjustment effective June 25 of each year of the Agreement. The rates reported for the counties listed above shall be those known and officially authorized for payment as of May 15 and to be in effect in those counties on or before June 25 of each year of the Agreement. If rates are not known and authorized by May 15 for June 25, the rates reported shall be those in effect on May 15 of each calendar year of the Agreement. Authorized rates to be surveyed are those contained in resolutions, ordinances, charters or memoranda of understanding. For memoranda of understanding or other authorizing salary instruments that provide for CPI adjustments, the minimum adjustment, if provided, shall be utilized as the rate (Herman, 1985)
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