Miami-Dade County Water And Sewer Department And
BLS Contract CollectionTitle: Miami-Dade County Water and Sewer Department and Miami-Dade Waterand Sewer Department Employees, American Federation of State, County andMunicipal Employees (AFSCME), AFL-CIO, Local 121 (2002)K#: 820806This contract is provided by the Martin P. Catherwood Library, ILR School,Cornell University. The information provided is for noncommercial educational use only.Some variations from the original paper document may have occurred during thedigitization process, and some appendices or tables may be absent. Subsequentchanges, revisions, and corrections may apply to this document.The complete metadata for each collective bargaining agreement can be found at /1/For a glossary of the elements see - /2/For additional research information and assistance, please visit the Research page ofthe Catherwood website - http://www.ilr.cornell.edu/library/research/For additional information on the ILR School - http://www.ilr.cornell.edu/For more information about the BLS Contract Collection, cts/Or contact us:Catherwood Library, Ives Hall, Cornell University, Ithaca, NY 14853607-254-5370 ilrref@cornell.edu
8208061350 workersCOLLECTIVE BARGAINING AGREEMENTBETWEENMIAMI-DADE COUNTY,THE MIAMI-DADE WATER AND SEWER DEPARTMENT,ANDAMERICAN FEDERATION OF STATE, COUNTY,AND MUNICIPAL EMPLOYEES, A.F.L. - C.I.O.,MIAMI-DADE WATER AND SEWER EMPLOYEES LOCAL 121OCTOBER 1, 2002 - SEPTEMBER 30, 2005
TABLE OF CONTENTSTITLEAGREEMENTBARGAINING UNITNON-DISCRIMINATIONCHECK OFFGRIEVANCE PROCEDUREARBITRATIONCLASSIFICATION APPEALJOB DESCRIPTIONLABOR-MANAGEMENT CONFERENCESUNION STEWARDS ANDREPRESENTATIVESATTENDANCE AT MEETINGSBULLETIN BOARDSSTRIKES AND LOCKOUTSHOURS OF WORKOVERTIME COMPENSATIONCALL-BACKTOOL ALLOWANCEHOLIDAYSHOLIDAY LEAVEPRODUCTIVITYMANAGEMENT RIGHTS AND SCOPEOF THIS AGREEMENTNIGHT SHIFT PAY DIFFERENTIALSPECIAL WAGE PROVISIONSLAYOFFSACTING APPOINTMENTSTRAINING PROGRAMSBACK PAYWAGESTRADES PROFICIENCY ALLOWANCEGROUP HEALTH INSURANCEPROBATIONARY PERIODS WITHINTHE BARGAINING UNITPROMOTIONS WITHIN THEBARGAINING UNITBLOOD BANK AND DONORSSERVICES TO THE UNIONSICK LEAVEANNUAL LEAVEDISABILITY LEAVEDISCIPLINARY ACTIONPREVAILING BENEFITSAPPLICABILITY OF AGREEMENTSEVERABILITY CLAUSESAFETY AND HEALTH
TABLE OF CONTENTSARTICLE NO. *4344454647TITLEPAGE NO.TOXICOLOGY AND ALCOHOL TESTINGPHYSICAL EXAMINATIONSPERFORMANCE EVALUATION AND APPEALSSENIORITYTERM OF AGREEMENT AND REOPENINGEXHIBIT 1 -,CLASSIFICATIONS INBARGAINING UNITSIGNATURE PAGE55565759606264
ARTICLE 1AGREEMENTThis Agreement is made and entered into on the first day ofOctober, 2002 by and between Miami-Dade County, the Miami-DadeWater and Sewer Department (hereinafter referred to as theCounty) and the American Federation of State, County, andMunicipal Employees, AFL-CIO, Miami-Dade Water and SewerDepartment Employees Local 121 (hereinafter referred to as theUnion).Said Agreement to be effective on the above dateprovided that it has been ratified by the Union and by theMiami-Dade Water and Sewer Department and the Board of CountyCommissioners of Miami-Dade County, Florida.All new or amendedprovisions contained in this Agreement shall be effective uponratification unless a different effective date is specificallyprovided for in the affected Article.It is the intention of this Agreement to provide forsalaries, fringe benefits, and other terms and conditions ofemployment where not otherwise provided for by Statute,Ordinance, Resolution, Administrative Order or Personnel Rules.It is further the intention of this Agreement to promoteharmonious relations between the County, the Department and theUnion, and to provide for an orderly and just manner of handlinggrievances.1
Upon ratification, the provisions of this Agreement willsupersede Personnel Rules or Administrative Orders and otherRules and Regulations in conflict herewith.ARTICLE 21.BARGAINING UNITThe County recognizes the Union as the exclusive collectivebargaining representative of the following defined employeesas stated in P.E.R.C. Case No. 8H-RA-762-0071, CertificationNo. 373.Included:All full time and regular part-time personnelemployed by Miami-Dade County and the Miami-DadeWater and Sewer Department in job classificationsspecifically defined in Exhibit 1.(Attachedhereto and made a part hereof by reference).Excluded:All professional, supervisory, managerial andconfidential personnel employed by Miami-DadeCounty and the Miami-Dade Water and SewerDepartment and all temporary, seasonal, substituteand emergency personnel employed by Miami-DadeCounty and the Miami-Dade Water and SewerDepartment and all other employees.2
Definitions:Regular part time means those individuals who work20 hours or more per week for at least six (6)months per year.Temporary and substitute personnel means thoseindividuals who work less than four (4)consecutive months in any twelve (12) monthperiod.Seasonal and emergency personnel as defined inMiami-Dade County Personnel Rules, Chapter III,Section 8 (B) and (C) .2.Probationary, non-permanent, exempt, and regular part-timeemployees covered by this Agreement shall continue to begoverned in all respects, by the Code of Miami-Dade County,Florida, Personnel Rules, Pay Plan and other regulations ine\ffect prior to the execution of this Agreement' and thereshall be no change in any of the wages, benefits, hours, orterms and conditions of employment of such employees as aresult of this Agreement unless such changes arespecifically stated in this Agreement with reference to suchemployees.3.It is agreed that if and when new position classificationsare created by action of the Board of County Commissionersand the Miami-Dade Water and Sewer Department, the question3
of inclusion or exclusion within the Bargaining Unit shallbe determined by reference to and comparability with theabove Certificate of Recognition.If a dispute arises itwill be settled in accordance with the state law.ARTICLE 3NONDISCRIMINATIONIt is agreed that there shall be no discrimination againstany employee, covered under this Agreement, by the Union, theDepartment or the County because of race, color, sex, creed,national origin, age, political affiliation, religion, maritalstatus, membership in the Union, or for engaging in any lawfulUnion activities.This Article is intended solely to comply with Federal,State and local regulations concerning the criteria enumeratedabove and shall have no reference to any pending dispute betweenthe Department, the County and the Union or employees previouslyemployed by any municipality or privately owned utility.ARTICLE 4CHECK OFFUpon receipt of written authorization from an employee, theCounty agrees to deduct the regular Union dues of such employeesfrom his bi-weekly pay and remit such deduction to the Union4
within ten (10) days of the date of deduction.The Union willnotify the County, in writing, at least thirty (30) days prior toany change in the amount of the regular dues deduction.Anemployee may, upon thirty (30) days written notice to the County .and the Union, revoke his dues deduction authorization, and theCounty thereupon shall cease to make such deduction.The Union agrees to indemnify and hold the County harmlessagainst any and all claims, suits, orders, or judgements broughtor issued against the County as a result of any action taken ornot taken by the County under the provisions of this Article.It is agreed and understood that the County, through itsManager, Department Director, Division Directors, supervisoryemployees, and those employees not included in this bargainingunit will take no action to either encourage or discouragemembership in the Union.ARTICLE 51.GRIEVANCE PROCEDUREIn a mutual effort to provide harmonious working relationsbetween the parties of this Agreement, it is agreed to andunderstood by both parties that the following shall be thesole procedure for the resolution of grievances arisingbetween the parties.5
A "Grievance" shall be defined as any dispute that anemployee or the Union may have arising out of theinterpretation or application of the terms of thisAgreement.A class grievance shall be defined as anydispute which concerns two or more employees within thebargaining unit. Class grievances must name all employees orclassifications covered in a grievance.Class grievances,at the option of the Union, may be submitted at Step 2 or 3and no more than three (3) employees plus a Union staffrepresentative may meet with the intermediate supervisor ordivision head.Each grievance when filed shall state withparticularity the alleged violation of the contract claimed,the date upon which the violation occurred, the facts ofsuch violation, the Article of the contract violated and theremedy sought by the Union.Dismissals, demotions, suspensions, reductions in pay,reprimands, position classifications, classification appeal,performance evaluation appeals, disability determinations,job descriptions, formal counselings and similar matters,for which other appellate procedures are provided in theCode of Miami-Dade County, Florida, and/or County PersonnelRules or other provisions of this Agreement are not subjectto review as grievances.Grievances shall be processed in accordance with thefollowing procedures:6r
Step 1:The aggrieved employee, with the Union Steward, if theemployee so desires, shall discuss the grievance withthe immediate supervisor within seven (7) calendar days .of the occurrence or knowledge giving rise to thegrievance.Step 2:If after discussion with the immediate supervisor thegrievance has not been resolved, the grievance shall beoffered, in writing, and shall be forwarded,immediately, to the intermediate supervisor.Theintermediate supervisor's response shall be submitted,in writing, to the Union within fourteen (14) calendardays.Step 3:If the grievance has not been satisfactorilyresolved in Step 2, the Union Steward and/or theaggrieved employee and the Union Representative mayappeal the grievance to the Head of the Divisionconcerned, within seven (7) calendar days after theintermediate supervisor's response is due.The Head ofthe Division shall respond, in writing, within seven(7) calendar days.Step 4:If the grievance has not been satisfactorily resolvedin Step 3 hereof, the Union Steward and/or theaggrieved employee may present the written appeal to7f
the Director of the Department within seven (7) .calendar days.The Director of the Department shallrespond in writing, within seven (7) calendar days.If a grievance is not processed by the Union and/or theaggrieved employee within the time limits provided for inSteps 3 and 4 the grievance shall be considered dropped withprejudice.This shall not bar the refiling of a grievanceshould the grieved incident reoccur.If the County fails toprocess a grievance within the time limits provided, thegrievance shall automatically proceed to the next step.Either party shall be permitted one (1) extension of time atany step as a matter of right, not to exceed the timeprovided above for each step.Provided that the other partymust be notified of the requested extension prior to theexpiration of the original time period.The parties acknowledge that, as a principle of interpretation, employees are obligated to work as directedwhile grievances are pending.All responses required in Steps 2, 3, 4, above, shall bedirected to the Union, with a copy furnished to theaggrieved employee.In class grievances copies will bedirected only at the Union.8
8.This grievance procedure shall suffice as the requirementfor establishment of a plan for resolving employeegrievances and complaints, as required in Section 2-42 (18)of the Code of Miami-Dade County, Florida and as required byFlorida Statutes 447.401.ARTICLE 61.ARBITRATIONIf the grievance has not been satisfactorily resolvedwithin the grievance procedure, the Union may request areview by an impartial arbitrator provided such request isfiled in writing with the Director of Labor Management holater than fifteen (15) calendar days after the DepartmentDirector's response is due in Step 4 of the grievanceprocedure.2.The Parties to this Agreement will attempt to mutually agreeupon an independent arbitrator within ten (10) calendar daysof receipt of Union request for arbitration.If this cannotbe done, a panel or panels will be immediately requestedfrom the American Arbitration Association and selection ofan arbitrator will be made within fifteen (15) calendar daysof receipt thereof.3.The arbitration shall be conducted under the rules set forthin this Agreement and, where not in conflict with this9
Agreement, under the rules of the American ArbitrationAssociation.Subject to the following, the arbitrator shallhave jurisdiction and authority to decide a grievance asdefined and submitted in this Agreement.The arbitratorshall have no authority to change, amend, add to, subtractfrom, ignore, modify, nullify or otherwise alter orsupplement this Agreement or any part thereof of anyamendment thereto.The arbitrator shall have no authorityto consider or rule upon any matter which is stated in thisAgreement not to be subject to arbitration or which is not agrievance as defined in this Agreement, or which is notcovered by this Agreement, nor shall this CollectiveBargaining Agreement be construed by an arbitrator tosupersede any applicable laws.4.The arbitrator may not issue declaratory or advisoryopinions and shall confine himself exclusively to thequestion which is presented to him, which question must be- actual and existing.5.The County and the Union shall attempt to mutually agree inwriting as to the statement of the matter to be arbitratedthirty (30) days after the request for arbitration issubmitted.If in the event the parties cannot agree to thestatement of issues to be submitted, then a writtenstatement of the issues to be decided shall be presented to10
the arbitrator by each party and exchanged between theparties fourteen (14) days prior to the Arbitration Hearing.6.At the request of either party there shall be a certifiedcourt reporter at the hearing.The parties shall bearequally the expenses and fees of the court reporter, thearbitrator and all other expenses connected with a hearing.Each party shall bear the expenses of its own witnesses,representatives, attorneys and all other individualexpenses.Employees required to testify will be madeavailable, however, whenever possible, they shall besummoned to testify in such a manner as to minimize timelost from work-Employees who have completed their testimony shall return towork unless they are the grievant or are directly requiredto assist the principal Union Representative in the conductof the case.In class grievances, the class shall berepresented by the Union President or his designee.Theintent of the parties is to minimize time lost from work.7.The award of the arbitrator shall be final and binding whenmade in accordance with the jurisdiction and authority ofthis Agreement.The arbitrator shall make his award withinthirty (3-0) days of the close of - the hearing and shallpromptly furnish copies to both parties.11
8-Matters, excluded from the Grievance Procedure under Article5, Section 3, and matters covered under Article 7 #Classification Appeal, and Article 8, Job Descriptions,shall be excluded from Arbitration.ARTICLE 71.CLASSIFICATION APPEALWhenever an employee has reason to believe that he/she ismisclassified, he/she may apply for a review of theirclassification, in writing, to their immediate supervisor.2.Such request, including a job description prepared by theemployee and commented upon by the Department, shall beforwarded to the Personnel Services Division of the EmployeeRelations Department by the employee's department withinfifteen (15) calendar days of receipt of request.3.Within thirty (30) calendar days of such receipt for requestof reclassification, the Personnel Services Division shallrender a decision,4.Whenever the Employee Relations Director determines that anemployee is misclassified, the employee shall always beplaced in a current, appropriate classification, unless theEmployee Relations Director determined that there is noexisting appropriate classification.12In such cases the
Employee Relations Director shall establish theclassification, job description and pay range, which shallbe maintained during the term of this Agreement.5.If the employee is not satisfied with the decision, he may,within ten (10) calendar days, request a hearing by theEmployee Relations Director.At the hearing, the employeemay be accompanied by a representative of his choosing andmay produce any documents and evidence to support his claimfor reclassification.The Employee Relations Director willexplain the basis for the decision in the event the requestis denied.The Employee Relations Director shall hold suchhearing within thirty (30) calendar days of the request.The Employee Relations Director's decision shall be final,subject to review by the County Manager.In the event the request for reclassification is upheld, theemployee shall receive compensation beginning with the payperiod that the original request was denied.ARTICLE 81.JOB DESCRIPTIONEmployees covered by this Agreement shall not generally berequired to work out of classification when personnel are13
available except under emergency conditions as declared bythe County Manager or his authorized representative.2.It is understood by the parties, that the duties enumeratedin job descriptions are not always specifically describedand are to be construed liberally.In addition, employeesshall perform related work as required.3.Whenever there is a proposed change in job description ortitle of class within this Bargaining Unit, the County shalldiscuss with the Union the proposed change in jobdescription.The Union shall receive a copy of the currentjob description and the proposed job description.4.If the Union is not satisfied with the proposed change, itmay, in writing, within five (5) calendar days of theconclusion of the discussion stated in paragraph 3 above,request a hearing before the Employee Relations Director.This hearing shall be held at a mutually agreeable time,within thirty (30) calendar days.The Employee Relations Director's decision shall be final,subject to review by the County Manager.14
ARTICLE 9LABOR-MANAGEMENT CONFERENCESDepartment Management and the Union agree to meet andconfer on matters of interest on a monthly basis or upon thewritten request of either party.The written request shall statethe nature of the matters to be discussed and the reason(s) forrequesting the meeting.Discussion shall be limited to mattersset forth in the request, but it is understood that these specialmeetings shall not be used to renegotiate this Agreement.Suchspecial conferences shall be held within ten (10) calendar daysafter receipt of written request and at a time and place mutuallyagreeable to both parties.The Union or the Department shallhave the right/ at these special meetings, to bring up othermatters for discussion by mutual consent of both parties.The Union shall be represented by the President and one (1)employee representative from each major division of theDepartment not to exceed ten (10) employees.Names ofrepresentatives shall be certified to the Miami-Dade Water andSewer Director and the Director of the Office of Labor Managementof Miami-Dade County.Performance Based Compensation Projects - The Union and theCounty agree to work cooperatively to develop and implementperformance based compensation projects involving bargaining unitclassifications.These performance based compensation projectsshall be joint ventures, representing a collaborative effort15
between the County and the Union, to effect meaningfulperformance basedproductivity gains, that are designed toenhance the effectiveness and efficiency of the Department.Either party shall have the right, at any time during theterm of this agreement, to reopen the agreement with respect toPerformance Based Compensation Projects.The parties agree thatthey cannot unilaterally implement changes which would conflictwith the terms of this collective bargaining agreement.EFFICIENT DELIVERY OF QUALITY SERVICESMiami-Dade County and employees shall fully cooperate in theefficient and effective delivery of quality services.Employees are encouraged to report suggestions of costsavings or methods of increasing efficiency and purchasing newequipment to the Department Labor-Management Committee.In order to eliminate fear of employees cooperating inimproved efficiency, it is understood and agreed the County willendeavor to offer comparable employment to any qualified employeedisplaced as a result of this program.16f
ARTICLE 101.UNION STEWARDS AND REPRESENTATIVESThe Union shall have the right to select employees fromwithin the unit to act as Union Stewards.The names of the'employees selected as stewards shall be certified by theUnion, in writing, to the Water and Sewer DepartmentDirector and the Director of Labor Management.2.It is agreed to and understood by the parties to thisAgreement that Union Stewards may, without loss of pay, withprior approval of their supervisor, process grievances. Thesupervisor's approval will not be unreasonably withheld.3.It is further agreed that the Union may appoint twenty (20)Union Stewards within the bargaining unit as defined.4.It is agreed to and understood by the Union that Stewardsshall process grievances in such a manner as to not disruptnormal County and Department activities, work production anservices.This provision shall also be extended toRepresentatives of the Union who are not employees of theCounty, and who have been certified in writing to theDirector of Labor Management.ARTICLE 111.- ATTENDANCE AT MEETINGS-The President, Vice President and three (3) officers or17
other representatives of the Union shall be allowed time offwithout loss of pay from their regular employment, whennecessary, to negotiate with the County regarding terms andconditions of employment.These employees shall bedesignated in writing to the Department Director and theDirector of Labor Management. The Union shall givereasonable notice to the employee's supervisor.Three (3) representatives of the Union shall be authorizedtime off without loss of pay to attend any of the followingconventions:An International Convention of AFSCMEwhich is held every second year;State Convention of AFSCME Council79 which is held once a year.State AFL-CIO Convention which is held once ayear.The maximum number of days allowed per convention per personshall be:Five (5) days to attend the InternationalConvention of AFSCME, three (3) days to attend the StateConvention of AFSCME Council 79 and four (4) days for theState AEL-CIO Convention.These employees shall bedesignated in writing to the Department Director. The Unionshall give reasonable notice to the employee's supervisors.18
3.Time off with pay shall be permitted to the Union President(or their designee) to attend any County Commission orDepartment meetings concerning Union affairs,ARTICLE 12BULLETIN BOARDSThe Department will provide for the Union's use a bulletinboard in each Water and Sewer Department building in which theUnion has members working.Such bulletin board shall be sharedby the Union with other Employee Organizations having similarbulletin board privileges.Any notice or item placed on thebulletin board shall bear on its face the legible designation ofthe person responsible for placing such notice or item on thebulletin board.Notices placed on a bulletin board shall belimited to announcements of Union meetings, elections, and socialor recreational events.ARTICLE 13STRIKES AND LOCKOUTSThere will be no strike, work stoppages, sick outs,picketing while working, slowdowns or other concerted failure orrefusal to perform assigned work by the employees or the Unionand there will be no lockouts by the County or the Department forthe duration of this Agreement.The Union guarantees to support19r
the County and the Department fully maintaining operations inevery way,Any employee who participates in or promotes a strike, workstoppage, slowdown, sick out, or concerted failure or refusal toperform assigned work or who participates in or promotes a picketline while working may be discharged or otherwise disciplined bythe County or the Department. It is recognized by the parties that the County and theDepartment are responsible for and engaged in activities whichare the basis of the health and welfare of our citizens and thatany violation of this Article would give rise to irreparabledamage to the County, the Department and to the public at large.Accordingly, it is understood and agreed that in the event of anyviolation of this Article, the County or the Department shall beentitled to seek and obtain immediate injunctive relief and allother relief as provided by law.Provided however, in any actionbrought by the County, it is agreed that the Union shall not beresponsible for any act alleged to constitute a breach of thisArticle if the Union did not instigate or support such action.In the event of a strike, work stoppage or interference with theoperation and accomplishment of the mission of the Water andSewer Department, the President of the Union shall promptly andpublicly order the employees to return to work and attempt tobring about a resumption of normal operations.20r
ARTICLE 141.HOURS OF WORKThis article is to be construed only as a basis fordetermination of overtime and shall not be construedas a guarantee of work per day or per week noris it limitation upon the Department's right to reducethe employee's hours of work.2.The standard work week commences at 12:01 a.m. on Mondayand ends at 12:00 a.m. midnight the following Sunday.3.The standard number of working hours during any standardwork week will normally be forty (40) hours unless otherwisespecified in the Pay Plan for County Service.4.The County and the Department shall make a reasonable effortto rotate schedules within assigned shifts to distributeweekend assignments equally.5.Work schedules will not be altered by changing the number ofhours per day or days per week solely to avoid the paymentof overtime.21
ARTICLE 15 1.OVERTIME COMPENSATIONAll work authorized to be performed by non-job basisemployees in excess forty (40) hours of work per work weekshall be considered overtime work.Additionally, all workauthorized to be performed by non-job basis employees inexcess of the normal work day, as determined by theDepartment, shall be considered overtime work.2.Employees performing overtime work shall be paid time andone-half at their regular hourly rate of pay.3.Time off with pay on a County recognized holiday shall beconsidered as time worked.This shall not apply to a Countyrecognized Holiday which is not worked and falls on anemployee's regularly scheduled day off, in this case theemployee shall receive eight (8) hours Holiday Leave.Holiday Leave will be counted as time worked for the purposeof calculating the payment of overtime.4.Employees required to work three (3) hours immediatelybefore or two (2) hours immediately beyond their normal workshift shall receive a one-half (1/2) hour paid mealallowance at the applicable rate of pay.5.Overtime shall not be paid more than once for the same hoursworked.22f
6-The parties agree that overtime hours shall be used in thecomputation of arriving at average earnings for purposes ofestablishing pension benefits.7.The parties agree that assignments and authorization ofovertime work shall rest solely with the Department Directoror his designated representatives.Giving consideration tothe organizational subdivisions of the Departmentassignments and shifts, and the ability to perform the work,the Department shall distribute overtime work amongemployees as equally as practicable.8.Overtime earned shall be reflected on the pay stub.9.This Article is intended to be construed only as a basis forcalculation of overtime and shall not be construed as aguarantee of hours of work per day or per week.10.Job basis employees shall not be eligible for overtimecompensation.ARTICLE 161.CALL-BACKEmployees called back to work shall be guaranteed atleastfour (4) hours pay provided such work does not immediately23
precede or immediately extend the employee's regularlyassigned work shift and is not scheduled twenty-four (24)hours or more in advance*Such employees may be required towork at least four (4) hours. Employees scheduled forovertime work twenty-four (24) hours or more in advance oron their days off shall not be entitled to the minimum four(4) hour pay guarantee-Such employees will receive theappropriate rate of pay for only actual hours worked with nominimum guarantee.2.An employee required to work four (4) or more consecutivehours immediately preceding his regularly assigned workshift will be allowed one (1) hour off without pay.oneThis(1) hour off without pay, if requested, shall be takenat the beginning of the employee's regularly assigned workshift.This provision shall only apply to employees calledback to work.ARTICLE 171.TOOL ALLOWANCEEmployees in the position classifications of Plant DieselMechanic,Plant Electrician, Plant Mechanic, Water andSewer Utility Equipment Mechanic, Water and SewerElectrician, Water and Sewer Machinist, Water and SewerAutomotive Mechanic, Water and Sewer Treatment PlantInstrument Technician, Water and Sewer RefrigerationMechanic, Water and Sewer Maintenance Mechanic, Water and24r
Sewer Structural Maintenance Worker who are required by theWater and Sewer Department to provide their ownhand tools and in accordance with required tool lists,established and maintained by the Department, for eachclassification, will receive 435*00 net per year as atotal
miami-dade county, the miami-dade water and sewer department, and american federation of state, county, and municipal employees, a.f.l. - c.i.o., miami-dade water and sewer employees local 121 october 1, 2002 - september 30, 2005
Miami-Dade County Public Schools 6841-Shenandoah Middle G6-8 3 240 137 213 251755 1185 20% 88.9 0.1 Miami-Dade County Public Schools 5003-South Dade Middle G6-8 3 240 147 210 251755 1324 18% 87.6 0.1 Miami-Dade County Public Schools 6881-South Miami M
1) The State of Florida Construction Industry Licensing Board, pursuant to the provisions of Section 489.115 of the Florida Statutes; or 2) The Miami-Dade County Construction Trades Qualifying Board, pursuant to the provisions of Section 10-3 (a) of the Miami-Dade County Code. Holders of Miami-Dade County Certificates
The Miami-Dade Aviation Department (MDAD) operates the Miami-Dade County Airport System which consists of Miami International Airport (the Airport or MIA) and four general aviation (GA) and training airports: Miami-Opa locka Executive Airport (OPF), Miami Executive Airport (TMB), Miami Homestead General Aviation Airport (X51), and Dade-Collier .
tic Violence Tax is collected throughout Miami-Dade County with the exception of facilities in the cities of Miami Beach, Surfside and Bal Harbour. Eighty- ive per-cent (85%) of the tax receipts goes to the Miami-Dade County Homeless Trust, and ifteen percent (15%) goes to Miami-Dade County for domestic violence centers.
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Introduction, Description Logics Petr K remen petr.kremen@fel.cvut.cz October 5, 2015 Petr K remen petr.kremen@fel.cvut.cz Introduction, Description Logics October 5, 2015 1 / 118. Our plan 1 Course Information 2 Towards Description Logics 3 Logics 4 Semantic Networks and Frames 5 Towards Description Logics 6 ALCLanguage Petr K remen petr.kremen@fel.cvut.cz Introduction, Description Logics .
