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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,...
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…
References:
1) Buidens, Wayne, and others. "Collective Gaining: A Bargaining Alternative." Phi Delta Kappan63 (1981): 244-245.
2) DeGennaro, William, and Kay Michelfeld. "Joint Committees Take the Rancor out of Bargaining with Our Teachers." The American School Board Journal 173 (1986): 38-39.
3) Herman, Jerry J. "With Collaborative Bargaining, You Work with the Union -- Not Against It." The American School Board Journal 172 (1985): 41-42, 47.
4) Huber, Joe; and Jay Hennies. "Fix on These Five Guiding Lights, and Emerge from the Bargaining Fog." The American School Board Journal 174 (1987): 31.
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