| | | | | | | | CITY OF OAKLAND PARK, FLORIDA
CITY COMMISSION AGENDA ITEM REPORT
AGENDA ITEM NO. 8 | | MEETING DATE: 10/7/2020 |
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| | | | | | | | | PREPARED BY: | Lori I Day, Director Human Resources & Administrative Services | DEPARTMENT HEAD APPROVAL: | HUMAN RESOURCES |
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| | | | | | | | | SUBJECT: Resolution Approving the Collective Bargaining Agreement between the City of Oakland Park and Federation of Public Employees (FOPE) for the period from October 1, 2019 to September 30, 2021 |
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| | | | | | | | | 1. | BACKGROUND/HISTORY
| | | Issue statement: The contract for the Federation of Public Employees (FOPE) expired on September 30, 2019 and is currently in "holdover" status while the parties have engaged in the impasse process. The parties continued to negotiate during this process and recently reached agreement on a new contract. To become effective, the contract must be ratified by both the City and members of FOPE. FOPE members voted to ratify the agreement on September 15, 2020.
Recommended Action: The City Commission adopt a Resolution that approves the Collective Bargaining Agreement between the City and FOPE.
The City and FOPE have negotiated a new contract for the time period of October 1, 2019 through September 30, 2021. FOPE held a ratification vote for its members on September 15, 2020, at which time the contract was ratified by the members. The contract must now be approved by the City Commission.
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| | | | | | | | | 2. | CURRENT ACTIVITY
| | | Significant changes to the prior contract include:
Wages - Article 24
- A 3% wage increase retroactive to the first full pay period in October 2019;
- A 3% wage increase the first full pay period of October 2020;
- 3% lump sum payments both years for employees that are at the top of their pay ranges, and;
- A "Me, Too" provision providing for parity with the American Federation of State County and Municipal Employees' (AFSCME) clerical bargaining unit.
It is important to note that pursuant to a "Me, Too" clause in AFSCME's collective bargaining agreement providing parity with FOPE, their "topped out" members will be entitled to the same 3% lump sum payments retroactively in year one and prospectively for year two. Likewise, in keeping with the Commission's policy on parity for all employees, a separate agenda item will be brought forward awarding the same "topped out" pay to non-bargaining unit employees. Increases for Fire Rescue (IAFF) employees continue to be the subject of ongoing negotiations and impasse proceedings.
Paid Time Off (PTO) Payout Upon Separation From Service - Article 15
Upon separation from service, employees shall receive a payout for 50% of accrued PTO hours to a maximum of 300 hours. This will result in a payout of 30 additional hours for employees that have reached their maximum accrual compared to the current level of payout.
This enhanced benefit has already been granted to AFSCME members, non-classified employees and Civil Service employees. This change will bring FOPE members in line with the payout provided to these other groups. IAFF bargaining unit members have completely different leave accrual and payout policies so this change would not impact them.
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| | | | | | | | | 3. | FINANCIAL IMPACT
| | | The costs associated with the new contract can be accommodated within the FY 2020 budget. The costs for the second year of the contract can be accommodated within the FY 2021 budget.
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| | | | | | | | | 4. | RECOMMENDATION
| | | The City Commission adopt a resolution ratifying and approving the Collective Bargaining Agreement between the City and FOPE. |
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