2. As a result of the reopening, Article 11 Wages, Section C shall be modified as follows effective October 1, 2016:

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1 Page 1 of 30 ADDENDUM TO THE COLLECTIVE BARGAINING AGREEMENT RESULTING FROM REOPENER BETWEEN BOARD OF COUNTY COMMISSIONERS OF BROWARD COUNTY, FLORIDA AND GOVERNMENT SUPERVISORS ASSOCIATION OF FLORIDA, LOCAL 100 BROWARD COUNTY PROFESSIONAL UNIT EFFECTIVE FY This Addendum is entered into by and between Broward County and Government Supervisors Association of Florida, Local 100 Professional Unit. For good and valuable consideration, the parties hereto agree and acknowledge as follows: 1. The parties have entered into a Collective Bargaining Agreement covering the period of October 1, 2014 through September 30, 2017 (the CBA ). Under the CBA, the parties have the right to reopen Article 11, Wages, in addition to any three (3) other articles. The parties agreed to reopen Article 11 and 27 and add two (2) letters of understanding. 2. As a result of the reopening, Article 11 Wages, Section C shall be modified as follows effective October 1, 2016: ARTICLE 11 - WAGES C. Fiscal Year 2016/2017: 1. Effective October 1, 2016, all pay range minimum and maximum rates of pay will be adjusted upward three percent (3%) as reflected in Appendix "A2" This pay range adjustment does not adjust any individual employee s salary, unless the individual employee s salary is below the new minimum rate of the pay range, wherein the employee s salary will be brought to the new minimum. Such individual salary adjustment is provided in the next paragraph. 2. For Fiscal Year 2016/2017, effective on October 9, 2016, eligible bargaining unit employees, who on their most recent annual Leadership Performance Review (LPR) or other performance based evaluation program received a rating of Meets Overall Expectations or Exceeds Overall Expectations will receive a three percent (3.0%) base salary increase (within the pay range). Those current employees recently hired and who have yet to receive their annual performance review for their current position as of October 9, 2016, shall also receive the three percent (3.0%) base salary increase (within the pay range). To be eligible, employees must be employed in a Bargaining Unit position as of the effective date (October 9, 2016), and be employed by the County as of the date of Commission approval of this Agreement. 3. Those eligible employees below the maximum of the pay range, and limited to an increase of less than three percent (3.0%) to their base hourly pay due to the maximum of the pay range, shall receive a one-time, gross lump sum amount equal to the difference between Page 1 of 4

2 Page 2 of 30 three percent (3.0%) and the percentage increase received (such gross lump sum payments shall be rounded to the nearest dollar). 4. Those eligible employees whose base hourly rate is at or above the maximum rate of their pay range as of October 8, 2016, will not be eligible for a base hourly adjustment as provided in Section C.2. above. Those employees will receive a one-time, gross lump sum amount equal to three percent (3.0%) of the employee s base annual salary. 5. Notwithstanding Section C.2. or C.3. above, employees who receive a salary adjustment as outlined in Section 1 of the Letter of Understanding (LOU) dated January 24, 2017, (FLSA), will not be eligible to receive the negotiated wage increase for FY2016/2017, if the FLSA salary adjustment amount is greater than the wage increase (3%). Employees who received a salary adjustment pursuant to the LOU and the adjustment is less than three percent (3%), will be eligible to receive the percent difference between three percent (3%) and the salary adjustment received, within the pay range. 6. Any increase or salary adjustments described in Section C is in lieu of any increases on an anniversary date for Fiscal Year 2016, except as provided in the paragraph below. 7. All current employees who on their most recent annual performance evaluation received a rating of Does Not Meet Overall Expectations will not be eligible to receive the annually determined percentage increase at this time. However, in accordance with County Policy, such employees should be placed on a formal Performance Improvement Plan with a time duration of ninety (90) days and receive a Special Performance Evaluation. At the conclusion of the Performance Improvement Plan time frame, such employees should receive a special performance evaluation, and those employees with a performance rating that at least Meets Overall Expectations will receive the three percent (3.0%) base salary increase prospectively. 8. Notwithstanding the above, if the County agrees to a non-concessionary salary/wage increase greater than three percent (3.0%) for Fiscal Year 2016/2017 with the Blue Collar, White Collar, or unrepresented employees, either party may request in writing its desire to meet to explore alternatives to the agreed upon salary/wage provisions of this Article. Any such request is an informal request that does not trigger the opening of the parties Collective Bargaining Agreement or the impasse provisions of Chapter 447, Florida Statutes. Further, the request must be received within thirty (30) days of County approval of such salary decrease/increase. E. Shift Differential - Charge Nurse Pay. In the absence of a Registered Nurse Supervisor, one (1) Registered Nurse, per scheduled shift, shall be designated as Charge Nurse. The employee designated as the Charge Nurse for that shift shall receive an additional $2.50 per hour, in addition to their regular hourly rate of pay, for each hour worked during the shift as a Charge Nurse. Page 2 of 4

3 Page 3 of As a result of the reopening, the following paragraph shall be amended to Article 27 Overtime, Section A. Section A: Overtime A. All hours authorized and worked in excess of forty (40) hours in a seven (7) days work period shall be compensated at the rate of one and one-half times the employee's regular rate of pay consistent with the provisions of the Fair Labor Standards Act (FLSA). 4. The actual amended language of the CBA reflecting the above-stated changes is attached hereto. 5. Except as expressly modified by this Addendum, all terms and conditions of the CBA remain in full force and effect. Letters of Understanding: The two letters of understanding attached hereto shall be considered part of the CBA. Description of Letter 1: January 24, Letter of Understanding documenting the mutual understanding and agreement between the County and the Government Supervisors Association regarding the implementation and adjustments related the recent the Department of Labor (DOL) Final Ruling concerning revisions to the overtime provisions in the Fair Labor Standards Act. (FLSA). As part of this agreement, the parties agree to the specific adjustments in order to remain in compliance with the FLSA and in an attempt to minimize the impacts on the employees and the County. Description of Letter 2: January 24, 2017 Letter of Understanding documenting the mutual understanding and agreement between the County and the Government Supervisor Association regarding meeting and conferring to discuss the Compensable Factors for the job classifications covered by the Supervisory and Professional bargaining units. Page 3 of 4

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5 Page 5 of 30 ARTICLE 11 WAGES A. Fiscal Year 2014/2015: 1. For Fiscal Year 2014/2015, effective on October 12, 2014, eligible bargaining unit employees, who on their most recent annual Leadership Performance Review (LPR) or other performance based evaluation program received a rating of Meets Overall Expectations or Exceeds Overall Expectations will receive a two and one half percent (2.5%) base salary increase (within the salary range). Those current employees recently hired and who have yet to receive their annual performance review for their current position as of October 12, 2014, shall also receive the two and one half percent (2.5%) base salary increase. To be eligible, employees must be employed in a Bargaining Unit position as of the effective date, and be employed by the County as of the date of Commission approval of this Agreement. 2. Those eligible employees below the maximum of the pay range, and limited to an increase of less than two and one half percent (2.5%) to their base hourly pay due to the maximum of the pay range, shall receive a one-time, gross lump sum amount equal to the difference between two and one half percent (2.5%) and the percentage increase received (such gross lump sum payments shall be rounded to the nearest dollar). 3. Those eligible employees whose base hourly rate is at or above the maximum rate of their pay range as of October 12, 2014, will not be eligible for a base hourly adjustment as provided in Section A.1. above. Those employees will receive a FY 2015, 2016, GSA-PROFESSIONAL

6 Page 6 of 30 one-time, gross lump sum amount equal to two and one half percent (2.5%) of the employee s base annual salary. 4. This increase is in lieu of any increases on anniversary date for Fiscal Year 2015, except as provided in the paragraph below. 5. All current employees who on their most recent annual performance evaluation received a rating of Does Not Meet Overall Expectations will not be eligible to receive the annually determined percentage increase at this time. However, in accordance with County Policy, such employees should be placed on a formal Performance Improvement Plan with a time duration of ninety (90) days and receive a Special Performance Evaluation. At the conclusion of the Performance Improvement Plan time frame, such employees should receive a special performance evaluation, and those employees with a performance rating that at least Meets Overall Expectations will receive the two and one half percent (2.5%) base salary increase prospectively. 6. Notwithstanding the above, in the event that the County agrees to a more combined and non-concessionary salary/wage increase greater than five percent (5%) over Fiscal Years 2014/2015 and 2015/2016 with the Blue Collar Bargaining Agreement, or unrepresented employees, either party may request in writing its desire to meet to explore alternatives to the agreed upon salary/wage provisions of this Article. Any such request is an informal request that does not trigger the opening of the parties Collective Bargaining Agreement or the impasse provisions FY 2015, 2016, a GSA-PROFESSIONAL

7 Page 7 of 30 of Chapter 447, Florida Statutes. Further, the request must be received within thirty (30) days of County approval of such salary decrease/increase. B. Fiscal Year 2015/2016: 1. For Fiscal Year 2015/2016, effective October 11, 2015, eligible bargaining unit employees, who on their most recent annual Leadership Performance Review (LPR), or other performance based evaluation program received a rating of Meets Overall Expectations or Exceeds Overall Expectations will receive a two and one half percent (2.5%) base salary increase (within the salary range). Those current employees recently hired and who have yet to receive their annual performance review for their current position as of October 11, 2015, shall also receive the two and one half percent (2.5%) base salary increase. 2. Those eligible employees below the maximum of the pay range, and limited to an increase of less than two and one half percent (2.5%) to their base hourly pay due to the maximum of the pay range, shall receive a one-time, gross lump sum amount equal to the difference between two and one half percent (2.5%) and the percentage increase received (such gross lump sum payments shall be rounded to the nearest dollar). 3. Those eligible employees whose base hourly rate is at or above the maximum rate of their pay range as of October 10, 2015 will not be eligible for a base hourly adjustment as provided in Section B.1. above. Those employees will receive a FY 2015, 2016, b GSA-PROFESSIONAL

8 Page 8 of 30 one-time, gross lump sum amount equal to two and one half percent (2.5%) of the employee s base annual salary. 4. This increase is in lieu of any increases on anniversary date for Fiscal Year 2016, except as provided in the paragraph below. 5. All current employees, who on their most recent annual performance evaluation received a rating of Does Not Meet Overall Expectations will not be eligible to receive the annually determined percentage increase at this time. However, in accordance with County Policy, such employees should be placed on a formal Performance Improvement Plan with a time duration of ninety (90) days and receive a Special Performance Evaluation. At the conclusion of the Performance Improvement Plan time frame, such employees should receive a special performance evaluation, and those employees with a performance rating that at least Meets Overall Expectations will receive the two and one half percent (2.5%) base salary increase prospectively. 6. Notwithstanding the above, in the event that the County agrees to a more combined and non-concessionary salary/wage increase greater than five percent (5%) over Fiscal Years 2014/2015 and 2015/2016 with the Blue Collar Bargaining Agreement, or unrepresented employees, either party may request in writing its desire to meet to explore alternatives to the agreed upon salary/wage provisions of this Article. Any such request is an informal request that does not trigger the opening of the parties Collective Bargaining Agreement or the impasse provisions FY 2015, 2016, c GSA-PROFESSIONAL

9 Page 9 of 30 of Chapter 447, Florida Statutes. Further, the request must be received within thirty (30) days of County approval of such salary decrease/increase. C. Fiscal Year 2016/2017: 1. Effective October 1, 2016, all pay range minimum and maximum rates of pay will be adjusted upward three percent (3%) as reflected in Appendix "A2" This pay range adjustment does not adjust any individual employee s salary, unless the individual employee s salary is below the new minimum rate of the pay range, wherein the employee s salary will be brought to the new minimum. Such individual salary adjustment is provided in the next paragraph. 2. For Fiscal Year 2016/2017, effective on October 9, 2016, eligible bargaining unit employees, who on their most recent annual Leadership Performance Review (LPR) or other performance based evaluation program received a rating of Meets Overall Expectations or Exceeds Overall Expectations will receive a three percent (3.0%) base salary increase (within the pay range). Those current employees recently hired and who have yet to receive their annual performance review for their current position as of October 9, 2016, shall also receive the three percent (3.0%) base salary increase (within the pay range). To be eligible, employees must be employed in a Bargaining Unit position as of the effective date (October 9, 2016), and be employed by the County as of the date of Commission approval of this Agreement. FY 2015, 2016, d GSA-PROFESSIONAL

10 Page 10 of Those eligible employees below the maximum of the pay range, and limited to an increase of less than three percent (3.0%) to their base hourly pay due to the maximum of the pay range, shall receive a one-time, gross lump sum amount equal to the difference between three percent (3.0%) and the percentage increase received (such gross lump sum payments shall be rounded to the nearest dollar). 4. Those eligible employees whose base hourly rate is at or above the maximum rate of their pay range as of October 8, 2016, will not be eligible for a base hourly adjustment as provided in Section C.2. above. Those employees will receive a one-time, gross lump sum amount equal to three percent (3.0%) of the employee s base annual salary. 5. Notwithstanding Section C.2. or C.3. above, employees who receive a salary adjustment as outlined in Section 1 of the Letter of Understanding (LOU) dated January 24, 2017, (FLSA), will not be eligible to receive the negotiated wage increase for FY2016/2017, if the FLSA salary adjustment amount is greater than the wage increase (3%). Employees who received a salary adjustment pursuant to the LOU and the adjustment is less than three percent (3%), will be eligible to receive the percent difference between three percent (3%) and the salary adjustment received, within the pay range. FY 2015, 2016, e GSA-PROFESSIONAL

11 Page 11 of Any increase or salary adjustments described in Section C is in lieu of any increases on an anniversary date for Fiscal Year 2016, except as provided in the paragraph below. 7. All current employees who on their most recent annual performance evaluation received a rating of Does Not Meet Overall Expectations will not be eligible to receive the annually determined percentage increase at this time. However, in accordance with County Policy, such employees should be placed on a formal Performance Improvement Plan with a time duration of ninety (90) days and receive a Special Performance Evaluation. At the conclusion of the Performance Improvement Plan time frame, such employees should receive a special performance evaluation, and those employees with a performance rating that at least Meets Overall Expectations will receive the three percent (3.0%) base salary increase prospectively. 8. Notwithstanding the above, if the County agrees to a non-concessionary salary/wage increase greater than three percent (3.0%) for Fiscal Year 2016/2017 with the Blue Collar, White Collar, or unrepresented employees, either party may request in writing its desire to meet to explore alternatives to the agreed upon salary/wage provisions of this Article. Any such request is an informal request that does not trigger the opening of the parties Collective Bargaining Agreement or the impasse provisions of Chapter 447, Florida Statutes. Further, the request must be received within thirty (30) days of County approval of such salary decrease/increase. FY 2015, 2016, f GSA-PROFESSIONAL

12 Page 12 of 30 D. Eligible Bargaining Unit members shall receive incentive pay supplements for receipt and maintenance of certain skill-based certificates and/or licenses in the same manner as eligible employees under their supervision. To be eligible, Bargaining Unit members must be in the supervisory chain of command of employees eligible for incentive pay and the certification or license must be in addition to the established minimum qualification requirements of the Bargaining Unit position. E. Shift Differential: A five percent (5%) differential pay is provided to full-time, overtime eligible, Bargaining Unit members who are regularly assigned to a work schedule in which at least seven and one half (7½) hours of scheduled work time fall between the hours of 3:00 p.m. and 8:00 a.m. In addition, full-time, overtime eligible, Bargaining Unit members regularly assigned to a weekend shift who supervise represented employees receiving a weekend shift differential shall also receive a weekend shift differential in the same manner as eligible represented employees. For Registered Nurses only: In lieu of the five percent (5%) shift differential provided above, a seven and one half percent (7.5%) differential pay shall be provided to full-time, overtime-eligible nurses who are regularly assigned to work a schedule in which at least seven and one half (7.5) hours of scheduled work time fall between the hours of 11:00 p.m. and 8:00 a.m. In the absence of a Registered Nurse Supervisor, one (1) Registered Nurse, per scheduled shift, shall be designated as Charge Nurse. The employee designated as the Charge Nurse for that shift shall receive an additional $2.50 per hour, in addition to their regular hourly rate of pay, for each hour worked during the shift as a Charge Nurse. FY 2015, 2016, g GSA-PROFESSIONAL

13 Page 13 of 30 F. Salary Adjustment Authority: The County Administrator has the authority to increase the salary of bargaining unit employees within the range of the employee s applicable salary range after the applicable agency advises the Association and offers an opportunity to meet and confer about the decision. In the event the Association disagrees with the Administrator s decision, the County may still implement the adjustment and such decision shall not be grievable. FY 2015, 2016, h GSA-PROFESSIONAL

14 Page 14 of 30 ARTICLE 27 - OVERTIME The provisions of this Article apply only to those employees of the Bargaining Unit in job classifications subject to the overtime provisions of the Fair Labor Standards Act. A. All hours authorized and worked in excess of forty (40) hours in a seven (7) days work period shall be compensated at the rate of one and one-half times the employee's regular rate of pay consistent with the provisions of the Fair Labor Standards Act (FLSA). B. Compensatory Time - Compensatory hours may be substituted for overtime due to funding considerations at management's option with concurrence of the employee. Compensatory hours are earned at the same rate as overtime, consistent with Article 4 of this Agreement. Compensatory hours and overtime cannot be earned in the same workweek. Employees may also request substitution of compensatory hours for overtime pay, subject to the operational needs of the Division. C. Hours Counted as Hours Worked - The following hours, not actually worked, shall count as hours worked for the sole purpose of computing eligibility for the overtime rate: 1. Holiday pay, as defined in Article 22, when the designated holiday is the employee's normally scheduled workday and the employee is given the day off in observance of the holiday. 2. Bereavement Leave hours as defined in Article Hours of paid Standby Duty Assignment as defined in Section I below when an employee has used authorized Sick or Annual Leave during the scheduled work week. FY 2015, 2016, GSA-PROFESSIONAL

15 Page 15 of 30 Effective the first full pay period in April (April 12, 2015), Standby Duty Assignment hours shall no longer be counted as hours worked for the computation of overtime. 4. Annual leave hours, as described in Article 21, only when such leave is prescheduled and approved prior to the employee s knowledge that overtime has been scheduled during the week the annual leave is requested/approved. D. Assignment of Prescheduled Overtime: The County agrees to prepare a seniority list for each work site within a Department/Division. The purpose of such list is to coordinate and fairly distribute prescheduled overtime. In the event that management determines it necessary to assign prescheduled overtime, the most senior qualified employee on the work site, who is in the needed classification and who normally performs the assignment or work of the type and character of the needed overtime work, will be given the opportunity to accept or reject the prescheduled overtime. That employee will thereafter be placed at the bottom of the list and shall not be offered prescheduled overtime until all qualified employees at the work site, within the same classification, who normally perform the required duties have been asked to work prescheduled overtime. In the event that all qualified employees in the affected classification, who normally performs the assignment or work of the type and character of the needed overtime work, decline to work prescheduled overtime the least senior qualified employee in the classification shall be required to perform the overtime work. However, the least senior qualified employee may be excused from being required to perform prescheduled overtime if they present an excuse acceptable to the employee's FY 2015, 2016, a GSA-PROFESSIONAL

16 Page 16 of 30 immediate supervisor. In such event, the above process shall apply to the next senior qualified employee, who shall be required to work the overtime. The affected employee(s) will be advised of prescheduled overtime as soon as practicable to allow the employee to make personal arrangements. Prescheduled overtime which is requested half way, or more, into the regularly scheduled shift for overtime needed the same day shall not cause the employee to lose their position on the overtime list whether or not the overtime is accepted. E. Assignment of Emergency Overtime: If the County needs an employee to work unscheduled overtime of an emergency nature, the County will nevertheless attempt to follow the procedure outline in Section D above where, at the sole discretion of the County, sufficient time exists to allow compliance with the procedure. However, said procedure shall not preclude the County from "holding over" employees to perform needed emergency overtime; employees held over shall retain their position on the prescheduled overtime seniority list. F. When an employee is required to report to a County-approved physician for a medical examination as a condition of employment, continued employment, promotional employment, or to determine fitness for duty, such examination will take place during the employee's normal work schedule. If the examination cannot be scheduled during the employee's normal work schedule, the employee shall be compensated at straight time or overtime rate, whichever applies. G. When an employee is scheduled to report to work on a day on which they are normally off duty and is sent home for lack of work, they shall be entitled to five (5) hours pay FY 2015, 2016, b GSA-PROFESSIONAL

17 Page 17 of 30 at straight time or overtime rate, whichever applies, as "show up" time, or actual time worked if more than five (5) hours. H. Emergency Call Out: 1. Call out pay is provided to compensate off duty employees required to return to work on an unscheduled basis after completing a regularly assigned shift. Such employees shall be paid for the actual time worked with a minimum guarantee of three (3) hours pay. Should an employee receive a further assignment(s) while on Emergency call out, and in the course of completing such additional assignment(s) works beyond three (3) hours in total, they shall be paid for the actual time worked (at the overtime rate of pay, if applicable). In the context of emergency call-out only, actual time worked starts at the time of notice and ends when the employee would reasonably be expected to return home. 2. Any employee who is: (a) required to report to work within two (2) hours of his/her regularly scheduled starting time; (b) on duty and instructed and assigned to return to work; or (c) required to continue after completion of his/her scheduled shift; shall be ineligible for the call-out pay minimum described above, but eligible for compensation for the actual hours worked (at the overtime rate, if applicable). I. Standby: 1. In order to provide coverage for services during off-duty hours, it may be necessary to assign and schedule employees to standby duty. A standby duty assignment determined and authorized by management requires an employee to be available for work due to an urgent situation during the employee's off-duty time which may include nights, FY 2015, 2016, c GSA-PROFESSIONAL

18 Page 18 of 30 weekends, or holidays. Employees shall be required to be on standby duty when assigned unless excused by their supervisor. 2. Employees assigned to standby duty by management are guaranteed two (2) hours standby duty pay at the straight-time base rate of pay for each regular work day of standby duty assigned and scheduled; and three (3) hours at the straight-time base rate for regularly scheduled days off. 3. Employees while on standby duty, when called to work will, in addition to the standby duty pay provided in paragraph "2" above, be paid as follows: For the initial call for each regular work day or regular day off of standby duty, the employee will be paid for actual time worked with a minimum guarantee of two (2) hours pay. For all other calls during standby duty, the employee will be paid for actual time worked. For pay purposes, actual time worked starts at the time of notice, and ends when he/she would reasonably be expected to return to home. The employee is expected to respond to the call in a reasonable amount of time following notice. In the event any employee who is on standby duty fails to respond to a call to work he/she will forfeit the standby duty pay and may be subject to possible disciplinary measures. 4. Where operationally feasible, as determined by management, standby duty assignments will be made on a weekly basis. J. Emergency Working Conditions: Due to conditions beyond the control of the County, including but not limited to things such as hurricanes, windstorms and tornados, if the County Administrator declares an FY 2015, 2016, d GSA-PROFESSIONAL

19 Page 19 of 30 emergency and directs the closing of normal County operations, Bargaining Unit members shall be compensated as described below: 1. Any Bargaining Unit member regularly scheduled to work during the declared emergency who is ordered by the County not to report, or to go home prior to the completion of their shift will suffer no loss of pay. Any Bargaining Unit member who is on pre-approved sick leave, annual leave, or personal day before the declared emergency will suffer no loss of pay and the applicable leave bank shall not be deducted. Such hours paid but not worked will not count as hours worked for computing premium (time and one-half) overtime eligibility. 2. Any Bargaining Unit member who is ordered, or assigned as a result of volunteering, by the County to work during the declared emergency shall be compensated at double their straight time base hourly rate for all hours actually worked. This compensation is in lieu of any other compensation. 3. Employees in the bargaining unit who are exempt from the overtime provisions of the Fair Labor Standards Act and who are ordered or assigned as a result of volunteering to work during the declared emergency shall be compensated at 1.25 times the straight time rate of pay for each hour worked during the declared emergency and 1.5 times the straight time rate of pay for hours beyond normal scheduled hours as approved by the County Administrator for significant assignments resulting from post-emergency recovery efforts. FY 2015, 2016, e GSA-PROFESSIONAL

20 APPENDIX A1 EXHIBIT 2 Page 20 of 30 BROWARD COUNTY BOARD OF COUNTY COMMISSIONERS MINIMUM AND MAXIMUM HOURLY RATES EFFECTIVE OCTOBER 1, 2012 A Living Wage Ordinance has been adopted by the Broward by the Broward County Board of County Commissioners, which provides that part-time and full-time benefit eligible County employees (under the County pay plan) shall not be paid less than $11.68 per hour effective January 1, 2015 CLASS FLSA SALARY HOURLY HOURLY ANNUAL ANNUAL CODE CLASSIFICATION TITLE CODE GRADE MINIMUM MAXIMUM MINIMUM MAXIMUM P1011 ACCOUNTANT I N P0900 $ $ $41, $61, P1012 ACCOUNTANT II E P1700 $ $ $47, $71, P1013 ACCOUNTANT III E P2350 $ $ $54, $82, P0042 ADMINISTRATIVE COORDINATOR I N P0400 $ $ $36, $56, P0043 ADMINISTRATIVE COORDINATOR II E P0900 $ $ $41, $61, P2803 * ARTS MANAGEMENT SPECIALIST I E P1100 $ $ $44, $65, P2804 * ARTS MANAGEMENT SPECIALIST II E P2000 $ $ $49, $73, P2805 * ARTS MANAGEMENT SPECIALIST III E P2450 $ $ $58, $86, P3311 ASSISTANT PLANNER E P1000 $ $ $42, $65, P2344 ASSISTANT REAL ESTATE OFFICER E P2675 $ $ $63, $94, P7808 ASSISTANT SUPERINTENDENT OF TRANSPORTATION E P1900 $ $ $48, $72, P8702 * ASSOCIATE MEDICAL EXAM E P6000 $ $ $125, $212, P3312 ASSOCIATE PLANNER E P2150 $ $ $49, $77, P1021 AUDITOR I E P1000 $ $ $42, $65, P1022 AUDITOR II E P2100 $ $ $51, $76, P9927 * AVIATION BUSINESS SPECIALIST E P1900 $ $ $48, $72, P9921 AVIATION SECURITY COMPLIANCE SPECIALIST E P0900 $ $ $41, $61, P5425 BUILDING OFFICIAL E P2825 $ $ $69, $102, P7807 BUS TRAFFIC CONTROLLER N P1500 $ $ $47, $69, P2231 BUSINESS APPLICATIONS ANALYST II E P2100 $ $ $51, $76, P2232 BUSINESS APPLICATIONS ANALYST III E P2500 $ $ $59, $88, P6333 CASE MANAGEMENT SUPERVISOR E P1400 $ $ $45, $67, P6331 CASE MANAGER I N P0300 $ $ $34, $55, P6332 CASE MANAGER II N P0900 $ $ $41, $61, P6211 CHEMIST I N P1000 $ $ $42, $65, P6212 CHEMIST II E P2225 $ $ $51, $79, P6213 CHEMIST III E P2450 $ $ $58, $86, P6602 P6603 P6605 CHILD PROTECTION TEAM CASE COORDINATOR II CHILD PROTECTION TEAM CASE COORDINATOR III CHILD PROTECTION TEAM INTAKE COORDINATOR E P1300 $ $ $44, $67, E P2100 $ $ $51, $76, E P0300 $ $ $34, $55, P6324 CHILD CARE LICENSING SPECIALIST I N P0300 $ $ $34, $55, P6325 CHILD CARE LICENSING SPECIALIST II N P0600 $ $ $37, $58, P6398 CHILD CARE QUALITY TECHNICIAN N P0750 $ $ $38, $60, P6601 CHILD PROTECTION TEAM CASE COORDINATOR I E P0800 $ $ $40, $61, FY 2015, 2016, 2017 GSA-PROFESSIONAL

21 APPENDIX A1 EXHIBIT 2 Page 21 of 30 BROWARD COUNTY BOARD OF COUNTY COMMISSIONERS MINIMUM AND MAXIMUM HOURLY RATES EFFECTIVE OCTOBER 1, 2012 A Living Wage Ordinance has been adopted by the Broward by the Broward County Board of County Commissioners, which provides that part-time and full-time benefit eligible County employees (under the County pay plan) shall not be paid less than $11.68 per hour effective January 1, 2015 CLASS FLSA SALARY HOURLY HOURLY ANNUAL ANNUAL CODE CLASSIFICATION TITLE CODE GRADE MINIMUM MAXIMUM MINIMUM MAXIMUM P6320 CHILD PROTECTION TEAM COORDINATOR E P2375 $ $ $55, $82, P5420 CODE ENFORCEMENT ADMINISTRATOR E P2175 $ $ $52, $78, P2603 COMMUNICATIONS COORDINATOR E P2500 $ $ $59, $88, P6304 COMMUNITY DEVELOPMENT SPECIALIST I N P0400 $ $ $36, $56, P6305 COMMUNITY DEVELOPMENT SPECIALIST II E P1800 $ $ $48, $71, P2001 COMMUNITY TRANSIT OFFICER E P2450 $ $ $58, $86, P2204 COMPUTER OPERATIONS ANALYST N P1600 $ $ $45, $70, P2203 COMPUTER OPERATOR III N P0650 $ $ $38, $59, P2420 CONSTRUCTION ESTIMATING AND SCHEDULING MANAGER E P2725 $ $ $65, $97, P2421 CONSTRUCTION MANAGEMENT SPECIALIST E P1400 $ $ $45, $67, P5302 CONSUMER RELATIONS ANALYST II N P0975 $ $ $41, $63, P5303 CONSUMER RELATIONS ANALYST III E P1500 $ $ $47, $69, P2354 CONTRACTS/GRANTS ADMINISTRATOR I N P0400 $ $ $36, $56, P2355 CONTRACTS/GRANTS ADMINISTRATOR II E P0900 $ $ $41, $61, P2356 CONTRACTS/GRANTS ADMINISTRATOR III E P1700 $ $ $47, $71, P6317 CRISIS INTERVENTION COUNSELOR N P0150 $ $ $32, $51, P6328 CRISIS INTERVENTION SPECIALIST E P0950 $ $ $42, $63, P6342 CRISIS INTERVENTION SUPERVISOR E P1400 $ $ $45, $67, P7473 ELEVATOR SYSTEMS SPECIALIST E P2450 $ $ $58, $86, P5105 EMERGENCY MANAGEMENT SPECIALIST I N P0900 $ $ $41, $61, P5106 EMERGENCY MANAGEMENT SPECIALIST II E P2000 $ $ $49, $73, P6256 EMS CONTRACT MONITOR E P0900 $ $ $41, $61, P3121 ENGINEER I N P1000 $ $ $42, $65, P3123 ENGINEER II E P2225 $ $ $51, $79, P3125 ENGINEER III E P2625 $ $ $62, $92, P5443 ENVIRONMENTAL COMPLIANCE OFFICER III E P2150 $ $ $49, $77, P5472 ENVIRONMENTAL LICENSING SUPERVISOR E P2225 $ $ $51, $79, P5476 ENVIRONMENTAL PERMITTING SUPERVISOR E P2450 $ $ $58, $86, P5437 ENVIRONMENTAL PROJECT COORDINATOR E P2400 $ $ $56, $84, P6318 FAMILY THERAPIST I E P0800 $ $ $40, $61, P6321 FAMILY THERAPIST II E P1300 $ $ $44, $67, P6322 FAMILY THERAPIST III E P2100 $ $ $51, $76, P2411 GFLCVB MARKETING SERVICES MANAGER E P0950 $ $ $42, $63, P2410 GFLCVB OFFICE SUPERVISOR N P0400 $ $ $36, $56, P6344 GRANTS ADMINISTRATOR E P2400 $ $ $56, $84, FY 2015, 2016, 2017 GSA-PROFESSIONAL

22 APPENDIX A1 EXHIBIT 2 Page 22 of 30 BROWARD COUNTY BOARD OF COUNTY COMMISSIONERS MINIMUM AND MAXIMUM HOURLY RATES EFFECTIVE OCTOBER 1, 2012 A Living Wage Ordinance has been adopted by the Broward by the Broward County Board of County Commissioners, which provides that part-time and full-time benefit eligible County employees (under the County pay plan) shall not be paid less than $11.68 per hour effective January 1, 2015 CLASS FLSA SALARY HOURLY HOURLY ANNUAL ANNUAL CODE CLASSIFICATION TITLE CODE GRADE MINIMUM MAXIMUM MINIMUM MAXIMUM P6343 GRANTS RESEARCH COORDINATOR E P2400 $ $ $56, $84, P2357 GRANTS RESEARCH SPECIALIST E P0900 $ $ $41, $61, P6271 P6294 HEALTH CARE QUALITY ASSURANCE SPECIALIST HOUSING PROGRAM COMPLIANCE SPECIALIST E P0950 $ $ $42, $63, N P0100 $ $ $31, $49, P6291 HOUSING PROGRAM COORDINATOR E P1800 $ $ $48, $71, P6308 HOUSING PROGRAM FINANCIAL ADVISOR N P0100 $ $ $31, $49, P6292 HOUSING PROGRAM SUPERVISOR E P2300 $ $ $54, $80, P6346 HUMAN SERVICES REGIONAL COORDINATOR E P0950 $ $ $42, $63, P3175 HYDROGEOLOGIST II E P2225 $ $ $51, $79, P3177 HYDROGEOLOGIST III E P2450 $ $ $58, $86, P2282 INFORMATION SYSTEMS ANALYST II E P2100 $ $ $51, $76, P2283 INFORMATION SYSTEMS ANALYST III E P2500 $ $ $59, $88, P2279 INFORMATION TECHNOLOGY CONTRACTS ADMINISTRATOR E P2500 $ $ $59, $88, P3161 LANDSCAPE ARCHITECT E P2400 $ $ $56, $84, P4021 LIBRARIAN I E P0950 $ $ $42, $63, P4022 LIBRARIAN II E P1500 $ $ $47, $69, P4023 LIBRARIAN III E P2100 $ $ $51, $76, P4038 LIBRARY BRANCH MANAGER I E P2100 $ $ $51, $76, P4039 LIBRARY BRANCH MANAGER II E P2350 $ $ $54, $82, P4028 LIBRARY SPECIALIST III E P1400 $ $ $45, $67, P4052 MARKETING DEVELOPMENT ASSOCIATE E P0950 $ $ $42, $63, P6254 MEDICAL TRANSPORTATION INSPECTOR N P0900 $ $ $41, $61, P6404 MOSQUITO CONTROL MANAGER E P2100 $ $ $51, $76, P5482 NATURAL RESOURCE SPECIALIST I N P1000 $ $ $42, $65, P5483 NATURAL RESOURCE SPECIALIST II E P2225 $ $ $51, $79, P5484 NATURAL RESOURCE SPECIALIST III E P2450 $ $ $58, $86, P4147 PARKS AND RECREATION MANAGER III E P2100 $ $ $51, $76, P4125 PARKS ENVIRONMENTAL SPECIALIST N P0775 $ $ $39, $60, P4121 PARKS NATURALIST I N P0400 $ $ $36, $56, P4122 PARKS NATURALIST II E P0900 $ $ $41, $61, P4126 PARKS STAFF ENVIRONMENTAL SPECIALIST E P1100 $ $ $44, $65, P6336 * PROGRAM DEVELOPMENT SPECIALIST E P1700 $ $ $47, $71, P6379 PROGRAM PERFORMANCE ANALYST E P0900 $ $ $41, $61, P3107 PROJECT MANAGER I E P2225 $ $ $51, $79, P3108 PROJECT MANAGER II E P2450 $ $ $58, $86, FY 2015, 2016, 2017 GSA-PROFESSIONAL

23 APPENDIX A1 EXHIBIT 2 Page 23 of 30 BROWARD COUNTY BOARD OF COUNTY COMMISSIONERS MINIMUM AND MAXIMUM HOURLY RATES EFFECTIVE OCTOBER 1, 2012 A Living Wage Ordinance has been adopted by the Broward by the Broward County Board of County Commissioners, which provides that part-time and full-time benefit eligible County employees (under the County pay plan) shall not be paid less than $11.68 per hour effective January 1, 2015 CLASS FLSA SALARY HOURLY HOURLY ANNUAL ANNUAL CODE CLASSIFICATION TITLE CODE GRADE MINIMUM MAXIMUM MINIMUM MAXIMUM P3109 PROJECT MANAGER III E P2725 $ $ $65, $97, P3105 * PROJECT SYSTEMS SCHEDULER E P2625 $ $ $62, $92, P2346 PROPERTY MANAGER ASSISTANT E P1400 $ $ $45, $67, P6283 PSYCHIATRIC NURSE I N P2170 $ $ $51, $76, P6284 PSYCHIATRIC NURSE II N P2500 $ $ $59, $88, P2328 PUBLIC COMMUNICATION SPECIALIST E P1500 $ $ $47, $69, P2329 PUBLIC EDUCATION COORDINATOR E P1400 $ $ $45, $67, P2326 PUBLICATIONS SPECIALIST I N P0200 $ $ $32, $51, P2327 PUBLICATIONS SPECIALIST II E P0500 $ $ $38, $56, P2371 PURCHASING AGENT I N P0925 $ $ $44, $62, P2372 PURCHASING AGENT II E P2050 $ $ $54, $75, P2373 PURCHASING AGENT III E P2380 $ $ $59, $83, P6270 * QUALITY ASSURANCE COORDINATOR E P2175 $ $ $52, $78, P2345 REAL ESTATE DUE DILIGENCE OFFICER E P2725 $ $ $65, $97, P9632 REFUGEE JOB DEVELOPER E P0400 $ $ $36, $56, P9631 REFUGEE JOB SERVICE COORDINATOR E P0900 $ $ $41, $61, P9635 REFUGEE ORIENTATION SPECIALIST E P0500 $ $ $38, $56, P9636 REFUGEE OUTREACH COORDINATOR E P0500 $ $ $38, $56, P9633 REFUGEE VOCATIONAL COUNSELOR E P0400 $ $ $36, $56, P6233 REGISTERED NURSE I N P2160 $ $ $47, $72, P6234 REGISTERED NURSE II N P2500 $ $ $59, $88, P6287 REHABILITATION THERAPIST SUPERVISOR E P0950 $ $ $42, $63, P6341 * RESOURCE DEVELOPMENT COORDINATOR E P2675 $ $ $63, $94, P2343 REVIEW APPRAISER E P1800 $ $ $48, $71, P6210 SENIOR CHEMIST E P2375 $ $ $55, $82, P2358 SENIOR GRANTS RESEARCH SPECIALIST E P1700 $ $ $47, $71, P2604 SENIOR TELECOMMUNICATIONS SYSTEMS ANALYST E P2500 $ $ $59, $88, P5429 SENIOR ZONING PLANS EXAMINER N P1700 $ $ $47, $71, P2361 SPECIAL PROJECTS COORDINATOR I N P0400 $ $ $36, $56, P2362 SPECIAL PROJECTS COORDINATOR II E P0900 $ $ $41, $61, P1031 STATISTICIAN N P0400 $ $ $36, $56, P6352 SUBSTANCE ABUSE SPECIALIST I N P0300 $ $ $34, $55, P6353 SUBSTANCE ABUSE SPECIALIST II E P0900 $ $ $41, $61, P6364 SUBSTANCE ABUSE SUPERVISOR E P1500 $ $ $47, $69, P7809 SUPERINTENDENT OF TRANSPORTATION E P2175 $ $ $52, $78, P3156 SURVEYOR AND MAPPER E P2725 $ $ $65, $97, FY 2015, 2016, 2017 GSA-PROFESSIONAL

24 APPENDIX A1 EXHIBIT 2 Page 24 of 30 BROWARD COUNTY BOARD OF COUNTY COMMISSIONERS MINIMUM AND MAXIMUM HOURLY RATES EFFECTIVE OCTOBER 1, 2012 A Living Wage Ordinance has been adopted by the Broward by the Broward County Board of County Commissioners, which provides that part-time and full-time benefit eligible County employees (under the County pay plan) shall not be paid less than $11.68 per hour effective January 1, 2015 CLASS FLSA SALARY HOURLY HOURLY ANNUAL ANNUAL CODE CLASSIFICATION TITLE CODE GRADE MINIMUM MAXIMUM MINIMUM MAXIMUM P2272 SYSTEMS NETWORK ANALYST II E P2100 $ $ $51, $76, P2273 SYSTEMS NETWORK ANALYST III E P2500 $ $ $59, $88, P2901 TECHNICAL TRAINER I E P1400 $ $ $45, $67, P2900 TECHNICAL TRAINER II E P2100 $ $ $51, $76, P2898 TECHNICAL TRAINER III E P2500 $ $ $59, $88, P6217 * TOXICOLOGIST I E P1600 $ $ $45, $70, P6218 * TOXICOLOGIST II E P2600 $ $ $59, $92, P7817 TRANSIT MAINTENANCE SUPERINTENDENT E P2400 $ $ $56, $84, P7818 TRANSIT SUPERINTENDENT - FACILITIES MAINTENANCE E P2100 $ $ $51, $76, P2307 VETERANS SERVICE OFFICER N P0900 $ $ $41, $61, P0311 WAREHOUSE MANAGER N P0975 $ $ $41, $63, P2369 WEB SITE SPECIALIST E P1300 $ $ $44, $67, FY 2015, 2016, 2017 GSA-PROFESSIONAL

25 APPENDIX A2 EXHIBIT 2 Page 25 of 30 BROWARD COUNTY BOARD OF COUNTY COMMISSIONERS MINIMUM AND MAXIMUM HOURLY RATES EFFECTIVE OCTOBER 1, 2016 A Living Wage Ordinance has been adopted by the Broward by the Broward County Board of County Commissioners, which provides that part-time and full-time benefit eligible County employees (under the County pay plan) shall not be paid less than $12.03 per hour effective January 1, CLASS FLSA SALARY HOURLY HOURLY ANNUAL ANNUAL CODE CLASSIFICATION TITLE CODE GRADE MINIMUM MAXIMUM MINIMUM MAXIMUM PA035 ACCOUNTANT E PG115 $ $ $51, $82, PA027 ACCOUNTANT, SENIOR E PG116 $ $ $55, $89, PA068 ADMINISTRATIVE ASSISTANT N PG111 $ $ $38, $62, PA059 ADMINISTRATIVE COORDINATOR N PG113 $ $ $44, $71, PA036 AIRPORT OPERATIONS AGENT, SENIOR E PG115 $ $ $51, $82, PA028 ASSISTANT SUPERINTENDENT OF TRANSPORTATION E PG116 $ $ $55, $89, PA001 ASSOCIATE MEDICAL EXAMINER E PG130 $ $ $153, $245, PA037 AUDITOR E PG115 $ $ $51, $82, PA051 BEHAVIORAL HEALTH CLINICIAN E PG114 $ $ $48, $77, PA002 BUILDING OFFICIAL E PG121 $ $ $80, $128, PA038 BUS TRAFFIC CONTROLLER N PG115 $ $ $51, $82, PA039 BUSINESS SPECIALIST E PG115 $ $ $51, $82, PA064 CASE MANAGER/COUNSELOR N PG112 $ $ $41, $66, PA041 CHEMIST E PG115 $ $ $51, $82, PA006 CHEMIST SUPERVISOR E PG118 $ $ $64, $103, PA069 CHILD CARE LICENSING SPECIALIST N PG112 $ $ $41, $66, PA029 CHILD PROTECTIVE TEAM COORDINATOR E PG116 $ $ $55, $89, PA007 COMMUNITY LIBRARY MANAGER E PG118 $ $ $64, $103, PA030 COMMUNITY TRANSIT OFFICER E PG116 $ $ $55, $89, PA003 CONSTRUCTION PROJECT MANAGER E PG119 $ $ $69, $110, PA065 CONSUMER PROTECTION INSPECTOR N PG112 $ $ $41, $66, PA060 CONSUMER RELATIONS ANALYST N PG113 $ $ $44, $71, PA042 CONTRACT/GRANT ADMINISTRATOR E PG115 $ $ $51, $82, PA008 CONTRACT/GRANT ADMINISTRATOR, SENIOR E PG118 $ $ $64, $103, PA014 ELEVATOR SYSTEMS SPECIALIST E PG117 $ $ $60, $95, PA052 EMERGENCY MANAGEMENT SPECIALIST E PG114 $ $ $48, $77, PA043 ENGINEER INTERN E PG115 $ $ $51, $82, PA015 ENVIRONMENTAL PROJECT COORDINATOR E PG117 $ $ $60, $95, PA031 GRANTS RESEARCH COORDINATOR E PG116 $ $ $55, $89, PA053 GRANTS SPECIALIST E PG114 $ $ $48, $77, PA054 PA032 HOUSING/COMMUNITY DEVELOPMENT SPECIALIST HUMAN SERVICES QUALITY ASSURANCE COORDINATOR E PG114 $ $ $48, $77, E PG116 $ $ $55, $89, PA044 HUMAN SERVICES SUPERVISOR E PG115 $ $ $51, $82, PA045 HYDROGEOLOGIST E PG115 $ $ $51, $82, PA016 INFORMATION TECHNOLOGY APPLICATIONS ANALYST E PG117 $ $ $60, $95, FY 2015, 2016, 2017 GSA-PROFESSIONAL

26 APPENDIX A2 EXHIBIT 2 Page 26 of 30 BROWARD COUNTY BOARD OF COUNTY COMMISSIONERS MINIMUM AND MAXIMUM HOURLY RATES EFFECTIVE OCTOBER 1, 2016 A Living Wage Ordinance has been adopted by the Broward by the Broward County Board of County Commissioners, which provides that part-time and full-time benefit eligible County employees (under the County pay plan) shall not be paid less than $12.03 per hour effective January 1, CLASS FLSA SALARY HOURLY HOURLY ANNUAL ANNUAL CODE CLASSIFICATION TITLE CODE GRADE MINIMUM MAXIMUM MINIMUM MAXIMUM PA017 INFORMATION TECHNOLOGY CONTRACTS ADMINISTRATOR E PG117 $ $ $60, $95, PA018 LANDSCAPE ARCHITECT E PG117 $ $ $60, $95, PA061 LIBRARIAN E PG113 $ $ $44, $71, PA046 LIBRARIAN, SENIOR E PG115 $ $ $51, $82, PA019 LIBRARIAN SUPERVISOR E PG117 $ $ $60, $95, PA062 LIBRARIAN SPECIALIST SUPERVISOR E PG113 $ $ $44, $71, PA004 LICENSED ENGINEER E PG119 $ $ $69, $110, PA066 MARKETING DEVELOPMENT ASSOCIATE N PG112 $ $ $41, $66, PA063 MEDICAL TRANSPORT INSPECTOR N PG113 $ $ $44, $71, PA020 MOSQUITO CONTROL MANAGER E PG117 $ $ $60, $95, PA055 NATURAL RESOURCES SPECIALIST N PG114 $ $ $48, $77, PA033 NATURAL RESOURCES SPECIALIST, SENIOR E PG116 $ $ $55, $89, PA047 PARKS ENVIRONMENTAL MAINTENANCE SUPERVISOR E PG115 $ $ $51, $82, PA021 PARKS MANAGER E PG117 $ $ $60, $95, PA070 PARKS NATURALIST N PG111 $ $ $38, $62, PA048 PLANNER E PG115 $ $ $51, $82, PA056 PROGRAM PERFORMANCE ANALYST E PG114 $ $ $48, $77, PA057 PUBLIC COMMUNICATIONS SPECIALIST N PG114 $ $ $48, $77, PA071 PUBLICATIONS SPECIALIST N PG111 $ $ $38, $62, PA034 PURCHASING AGENT E PG116 $ $ $55, $89, PA058 QUALITY ASSURANCE SPECIALIST N PG114 $ $ $48, $77, PA009 REAL ESTATE DUE DILIGENCE OFFICER E PG118 $ $ $64, $103, PA005 REAL ESTATE OFFICER E PG119 $ $ $69, $110, PA049 REGISTERED NURSE N PG116 $ $ $55, $89, PA010 REGISTERED NURSE SUPERVISOR N PG118 $ $ $64, $103, PA011 SUPERINTENDENT OF TRANSPORTATION E PG118 $ $ $64, $103, PA022 SURVEYOR E PG117 $ $ $60, $95, PA023 SYSTEMS ANALYST E PG117 $ $ $60, $95, PA050 SYSTEMS NETWORK ANALYST N PG115 $ $ $51, $82, PA024 SYSTEMS NETWORK ANALYST, SENIOR E PG117 $ $ $60, $95, PA025 TECHNICAL TRAINING SPECIALIST E PG117 $ $ $60, $95, PA026 TOXICOLOGIST E PG117 $ $ $60, $95, PA012 TOXICOLOGIST, SENIOR E PG118 $ $ $64, $103, PA013 TRANSIT MAINTENANCE SUPERINTENDENT E PG118 $ $ $64, $103, PA067 VETERANS SERVICES OFFICER N PG112 $ $ $41, $66, FY 2015, 2016, 2017 GSA-PROFESSIONAL