HomeMy WebLinkAbout2023-167AFIRST AMENDMENT TO OCTOBER 1, 2022 COLLECTIVE BARGAINING AGREEMENT
THIS FIRST AMENDMENT by and between INDIAN RIVER COUNTY BOARD OF COUNTY
COMMISSIONERS, hereinafter referred to as the "County", and the TEAMSTERS UNION LOCAL NO. 769,
hereinafter referred to as the "Union".
WHEREAS, effective October 1, 2022, the parties entered into a Collective Bargaining Agreement,
hereinafter referred to as the "Agreement", for the period October 1, 2022 through and including September
30, 2024; and,
WHEREAS, Article 33, Wages, provides for bargaining unit employees to receive general wage
increases, anniversary increases, and lump sum payments, if any, mutually agreed to by the County and the
Union.
NOW, THEREFORE, in consideration of the mutual promises contained herein, the parties agree to
amend the Agreement as follows:
1. Article 33, Wages, shall be amended asset forth in Exhibit "A".
2. The remaining terms and conditions of the Agreement shall remain in full force and effect.
IN WITNESS WHEREOF, the parties hereto have executed this First Amendment on the date below
written.
INDIAN RIVER COUNTY TEAMSTERS UNION LOCAL NO. 769
BOARD OF COUNTY COMMISSIONERS .•''�0.. Sip•
By
10 . Ear airman /tee Myers, Jr., Oisin presentative
Date Aug u August15, 2023 '`g .......... Ratified by the Union on the 9TH day of
,R COON
August 2023
John A. Tit anich, Jr., County Administrator
Approved as to form and legal sufficie
a—n�s - /;k 6e
William K. Deb al, County Attorney
Attest:
Ryan L. Butler Clerk of the Court and
Comptroller
By:
Deputy Clerk
EXHIBIT A
ARTICLE 33
WAGES
33.1 For fiscal years 2022/2023 and 2023/2024 employees will receive a 2.5%
anniversary increase, or the same increase as non-union employees under the
County Administrator's purview if greater than 2.5%, not to exceed the top of the
employee's pay range. Bargaining unit employees who are topped out in their pay
range shall receive a lump sum anniversary amount in the amount of $1300 for
FY2022/2023 and 2023/2024, (prorated for part-time employees), or the same
amount as non-union employees under the County Administrator's purview if
greater than the stated amounts not added to their base upon successful
evaluation. Employees within the established lump sum payment amount
(prorated for part-timers) of the maximum of the range shall receive an increase in
base pay up to the maximum of the range and shall receive the difference between
that amount and the established lump sum payment in a lump sum payment. Any
anniversary increases or lump sum increases after the expiration of this Agreement
shall be subject to collective bargaining.
33.2 For fiscal year 2022/2023, bargaining unit employees will receive a 6% general
wage increase effective the first full pay period in October 2022 or upon ratification
of the agreement by the parties whichever is later, or the same general wage
increase as employees under the County Administrator's purview for fiscal year
2022/2023 if greater than 6%. For fiscal year 2023/2024, effective the first full pay
period in October 2023, bargaining unit employees will receive a 6% general wage
increase or $1.25 per hour whichever is greater or the same general wage increase
as employees under the County Administrator's purview for fiscal year 2023/2024
if greater than 6%. The hourly rate of pay will be rounded and expressed as $##.##.
Any general wage increases after the expiration of this agreement shall be subject
to collective bargaining.
33.3 For the life of this Agreement the promotion probation pay increase shall be 5%.
33.4 Effective with the first full pay period in October 2022, full-time employees who
actually work established full-time shifts (8 hours, 10 hours, etc.) that start at or
after 1:00 p.m. or before 9:00 p.m. will be eligible for a 2nd shift differential at a rate
of 5% of the regular hourly rate for the shift worked. Full-time employees who
actually work established full-time shifts (8 hours, 10 hours, etc.) that start at or
after 9:00 p.m. or before 4:00 a.m. will be eligible for a 3rd shift differential at a rate
of 10% of the regular hourly rate for the shift worked. Any shift beginning between
4:00 a.m. and 1:00 p.m. is excluded from shift differential. Shift differential is
automatically added to the regular hourly rate for the purpose of computing
overtime pay. Any employees receiving shift differential, whose established shift
is outside the stated guidelines, will no longer receive it.
Exhibit A — GWI October 2023
33.5 For the life of this Agreement, if the County identifies a bonifide recruitment and
retention issue for a bargaining unit position, the parties may meet to discuss and
present practical solutions to address the concern. Nothing herein is intended to
expand the rights and privileges extended to the Union pursuant to Article 33.2 of
this Agreement with respect to wage reopening and collective bargaining process
for FY 2023/24.
33.6 The parties agree to upgrade the below classifications effective October 7, 2022
and create new position classifications as indicated below.
Utility Service Worker Progression effective October 7, 2022
Entry Level Utility Service Worker I current L10 — no change in pay grade. Upon
completion of six (6) months probationary period, the employee will receive a 5%
probation increase. Progression to Utility Service Worker II within 18 months of
hire/internal promotion is a condition of employment.
Utility Service Worker II (new position) — L11
Progression from a Utility Service Worker I to a Utility Service Worker II will
be effective with the first full pay period following meeting the eligibility
requirements. The employee will receive 5% promotion increase and be
eligible to receive a 5% promotion probation increase upon successful
completion of promotion probation.
To be eligible for the Utility Service Worker II progression, the Utility Service
Worker I must have successfully completed their initial six (6) month
probationary period and attained the following within 18 months of
hire/internal promotion date:
• Class A CDL with the following restrictions:
1) No airbrake
2) No tractor trailer
3) Automatic
• Water Distribution System Operator Class 3 license for Water
Distribution or Class C Wastewater Collection certificate for
Wastewater Collections
Current Utility Service Worker I's meeting this progression criteria for a
Utility Service Worker 11 on October 7, 2022 will be promoted and will receive
both a 5% promotion pay increase and a 5% promotion probation increase
effective October 7, 2022 after the FY2022/23 general wage increase is
provided (not to exceed the maximum of the pay grade for L11). The current
Exhibit A — GWI October 2023
Utility Crew Leaders on October 7, 2022 will not serve a new probationary
period.
Utility Service Worker III (new position) — L12
Progression from a Utility Service Worker II to Utility Service Worker III will
be effective with the first full pay period following meeting the eligibility
requirements. The eligible employee will receive a 5% pay increase or the
minimum of the pay grade whichever is greater not to exceed the maximum
of the pay grade. There is no probationary period or probationary increase
associated with movement to Utility Service Worker III. To be eligible, the
employee must be a Utility Service Worker II and have attained the
following:
Class A CDL with air brakes and tanker endorsement
Water Distribution System Operator Class 2 license for Water
Distribution or Class B Wastewater Collection certificate for
Wastewater Collections
Line Location Technician —from L11 to L12
Current Line Location Technician's will receive a 5% pay increase or the
minimum of the pay grade whichever is greater not to exceed the maximum
of the pay grade effective October 7, 2022.
Utility Crew Leader - from L12 to L13
Current Utility Crew Leaders will receive a 5% pay increase or the minimum
of the pay grade whichever is greater not to exceed the maximum of the
pay grade effective October 7, 2022. To be eligible, the employee must
have attained the following:
Class A CDL with airbrake & tanker endorsement
Water Distribution Class 2 license or Class B Wastewater
Collections certificate
FDOT Temporary Traffic Control (TTC) Intermediate Course
Completion
Current Utility Crew Leaders meeting this criteria on October 7, 2022 or
who are under written agreement to attain the licenses and certifications
as a condition of employment will receive a 5% wage increase or the
minimum of the new pay grade whichever is greater effective October
7, 2022 after the FY2022/23 general wage increase is provided. The
employees will not serve a probationary period.
Any current Utility Crew Leader who does not meet these requirement
and is not under written agreement to attain the licenses and
certifications as a condition of employment, would remain in pay grade
L12 as a Utility Service Worker III.
Exhibit A — GWI October 2023
33.7 The parties agree that beginning October 7, 2022, Beach Lifeguards and full time
Pool Lifeguards who possess EMT certification and provide proof of certification
to the County, will receive a $40 biweekly incentive. The incentive will take
effective the pay period following receipt of the certification by the Human
Resources Department. This certification must be maintained by the employee in
order to continue to receive the incentive pay.
33.8 The parties agree that beginning with the first full pay period in October 2022,
employees in the Public Works Department who possess a Commercial Driver
License (CDL) that is used in performance of County work will be eligible for the
following biweekly incentive:
• Possession of a Class B CDL with a Tanker and/or Hazmat endorsement
receive an incentive of $20 biweekly.
• Possession of a Class A CDL with a restriction of No Tractor/Trailer and no
other endorsement receive an incentive of $20 biweekly.
• Possession of a Class A CDL with a restriction of No Tractor/Trailer and
with the endorsement of Tanker and/or Hazmat receive an incentive of $30
biweekly.
• Possession of a Class A CDL without restrictions and with the endorsement
of Tanker and/or Hazmat receive and incentive of $40 biweekly.
The CDL must be maintained by the employee in order to continue to receive the
incentive pay. Loss of the license or the endorsements must be reported to the
County immediately and will result in the loss of the biweekly incentive and may
result in reassignment, transfer, demotion, or be grounds for dismissal if no
position is available. If an employee receiving the incentive moves or is promoted
to a different position, the incentive pay will cease unless the new position is
within Public Works and requires a CDL license.
Exhibit A — GWI October 2023