HomeMy WebLinkAboutLocal 316 Fire Fighters CntINDEX
ARTICLE
PAGE
I
Recognition of Representation
4
II
Management Rights
4
III
Probationary and Employment Status
4
IV
Normal Work Week, Normal Work Day, Normal Work
Schedule
5
V
Pay Policy
5-6
Compensatory Time
6
VI
Call In Time and Off Duty Time
6
VI I
Overtime
6-8
Recording of Total Overtime Hours Worked
8
VIII
Seniority
9
IX
Move -up Language.
9-10
X
Insurance —
Medical Benefits Plan
10-11
Life Insurance
11
Income Continuation Insurance
11
XI
Section 125 Plan
11
XII
Retirement
12
XIII
Authorized Absence
Vacation
12-13
Sick Leave
14-15
Funeral Leave
15
Holiday Leave
16-17
Temporary Military Leave
16
Leave of Absence Without Pay
16
Authorized Absence With Pay
16
XIV
Rules and Regulations
16-17
2
XV
Negotiations .
17
XVI
Conduct of Business
17
XVII
Present Benefits
17
XXIII
Evaluation Report
18
XIX
Promotional Procedure
18
XX
Retention of Rights .
18
XXI
Union Bulletin Board
18
XXII
Reopener
19
XXIII
Termination of Employment
19
XXIV
Grievance Procedures
19-20
XXV
Disciplinary Action
20
XXVI
Uniforms
21-22
XXVII
Light Duty
22
XXVIII
Agency Shop
23-24
XXIX
Wages and Fringe Benefits.
24
Duration
24
EXHIBIT A - Wages and Fringe Benefits
25-27
Longevity
25-27
Classification Pay
25-27
Ambulance Pay
25-27
4.1
ARTICLE I
RECOGNITION OF REPRESENTATION
The City of Oshkosh (hereinafter "Employer" or "City") recognizes Local 316, IAFF (hereafter
"Union") as the exclusive collective bargaining representative for the purpose of conferences
and negotiations with the employer, or its lawfully authorized representatives, on questions of
wages, hours and conditions of employment for the unit of representation consisting of all
employees of the employer employed in the Fire Department, excluding only the ranks of
Assistant Chief/Battalion Chief, and Chief.
ARTICLE H
MANAGEMENT RIGHTS
The City possesses the sole right to operate City government and all management rights
repose in it, but such rights must be exercised consistently with the other provisions of this
agreement.
The powers, rights and/or authority herein claimed by the City are not to be exercised in a
manner that will undermine the Union or as an attempt to evade the provisions of this
agreement or to violate the spirit, intent or purposes of this agreement.
ARTICLE III
PROBATIONARY AND EMPLOYMENT STATUS
Upon successful completion of the prescribed probationary period the employee shall be
classified as a permanent employee, and shall be entitled to the rights outlined in this
agreement.
Proper records indicating the status of each employee shall be completed at the end of the
prescribed probationary period and a copy of such record shall be provided the employee.
Upon completion of one year service in the Fire Department, an employee shall be classified
as a permanent employee and shall be entitled to the rights outlined in this agreement. During
the first year of service, an employee shall be considered on probation and may be terminated
for any reason. It is understood between the union and the City that all firefighters hired after
1-1-81 shall be required to complete paramedic training, not contingent on their probation
status.
ll
ARTICLE IV
NORMAL WORK WEEK - NORMAL WORK DAY - NORMAL WORK SCHEDULE
The average normal work week for the Fire Department shall be fifty-six (56) hours to be
worked on a three (3) platoon system, utilizing a duty system of twenty-four (24) hours on duty
starting at 7:00 a.m. and a forty- eight (48) hours off duty, with the exception of the following
classifications:
A. Lieutenant of Instruction
B. Lieutenant of Inspection
The work week for the following classifications shall be forty (40) hours to be worked in four (4)
consecutive ten (10) hour days, from 7:00 a.m. to 5:00 p.m. either Monday, Tuesday,
Wednesday, Thursday or Tuesday, Wednesday, Thursday, Friday:
A. Lieutenant of Instruction
B. Lieutenant of Inspection
In some cases an individual will voluntarily work an extra 24 hour shift and then take 3 days in
a row off instead of time and one half. (Platoon transfer.)
The words platoon transfer in the above sentence shall mean a transfer of a permanent nature,
not a temporary transfer. A permanent transfer shall consist of no less than five (5) work days.
Transfers of any nature shall not be used to circumvent compensatory time and one-half. Any
employee who volunteers to attend schools during his off duty time will receive expenses that
will cover meals, lodging, mileage and registration fee if approved by the administration. No
other compensation for off duty time involved will be paid.
ARTICLE V
A. PAY POLICY
The Employer shall have all payroll checks available in the fire house at 1:00 p.m. on every
other Friday. Paydays will be bi-weekly with a one (1) week hold back. In the event such days
are legal holidays, checks will be issued on the day preceding.
Employees shall be compensated within the pay ranges set forth in the classification and pay
plan of the Employer and in accordance with the rules for administration included therein.
Attached as an appendix to this agreement are the job classifications and pay schedules. The
hourly rate will be computed as follows:
bi-weekly rate + longevity
112
5
The Employer shall determine the table of organization or position count, that is, the number
of employees to be assigned to any job classification and the job classification needed to
operate the Employer's facilities. The Union shall be notified of any change in the Table of
Organization.
Effective as soon as administratively feasible after the contract is settled, all employees shall
participate in the direct deposit payroll system.
B. COMPENSATORY TIME
Compensatory time to be granted at the rate of time and one-half for all time over the normal
work week. All compensatory time will be recorded and may be used for any number of hours
upon request of the employee, with the approval of the department head. Employees may
maintain a compensatory balance of no more than ninety-six (96) hours.
Unused balances of compensatory time shall be paid at the rate of pay in effect at the time it
was earned. Checks shall be issued the last pay check in December.
ARTICLE VI
CALL IN TIME & OFF DUTY TIME
All scheduled overtime shall be worked at the rate of time and one-half with a guaranteed three
(3) hour minimum. The City must give no less than twelve (12) hours advance notice to an
employee when canceling his/her previously scheduled overtime. In the event the City's notice
is less than twelve (12) hours, the employee shall be granted the three (3) hour minimum pay
at time and one-half. In the event an employee is required to work unscheduled overtime,
he\she shall be compensated at the rate of time and one-half plus an additional three (3) hours
pay at straight time. An employee who works overtime as a continuation of straight time will
be paid for such time at time and one-half but will not receive the three hours call in time. An
employee requested to stay in the following day of his\her normal tour is paid time and one-half
for hours worked. Scheduled time shall be defined as time scheduled at least twenty-four (24)
hours in advance. This provision shall not prevail in the event of a platoon transfer. Personnel
scheduled to attend schools, conferences, or other functional activities during off duty time
receive time and one half for time involved.
Off duty time shall be defined as the forty-eight (48) hours off period following the twenty-four
(24) hour work period, also vacation time, and any time off due to compensatory time.
ARTICLE VII
A. OVERTIME
When a situation occurs which necessitates the hiring of overtime, whether "ofr' duty personnel
are called in or "on" duty personnel work as a continuation of shift, to work hours in excess of
a normal work day or work week, the following rules will apply:
0
1. All overtime, except FLSA overtime, shall be recorded for all personnel at the
direction of the Fire Chief or his designee. Overtime for all personnel shall be recorded.
2. Overtime for line personnel will be for the position vacant. An exception is if a
Captain or Paramedic is needed to fill a vacancy then the vacancy will be filled by moving
personnel on duty into the position if possible and then hiring from the officers category to
replace the Captain or hiring from the Fire Fighter list to replace the Fire Fighter/Paramedic.
3. Overtime shall be awarded by the 'lowest total number of hours worked seniority
system". Seniority is defined as the number of years an individual has been a member of the
Oshkosh Fire Department.
4. When a position vacancy occurs or overtime is necessary as an extension of a
normal work day, the individual who is qualified with the lowest total number of overtime hours
worked with the most seniority in the appropriate category will have the first opportunity to
accept the overtime. If the first individual does not work, the next individual with the next lowest
total number of overtime hours worked and most seniority will be called and so on until the
overtime assignment is filled.
5. An exception to number 4 is when a senior person is on duty the preceding day. If
an individual qualifies for the vacant position and has the lowest total number of hours worked,
the person will be offered the overtime assignment if the individual does not pass over three
senior off duty personnel.
6. An except to number 4 is when overtime is necessitated for an individual who has
special expertise. In this case, the Fire Chief or his designee may bypass the procedure in
number 4, and award overtime for direct use of the individuals special expertise only and not
to bypass the selection process in number 4 above.
7. An exception to number 4 is in times of genuine emergency and overtime is
necessary for public safety, the Fire Chief or his designee may bypass the selection process
in number 4 and call in for duty any firefighter he chooses for the duration of the emergency
only.
8. When an Officer cannot be hired to replace an Officer, the Equipment Operator with
the lowest total of overtime hours worked and most seniority and is qualified will be contacted
next, and so on until the overtime assignment is filled. The same procedure will apply to fill the
position of Equipment Operator.
9. An individual has the right to turn down any overtime assignment, except, if a position
must be filled and no one else has been found to take the assignment. Then, the individual
who has the least time in the position must accept the overtime assignment at the discretion
of the Fire Chief.
7
10. Overtime will be compensated at the rate of 1 1/2 times the individuals normal
hourly rate for the classification in which the individual performs. If the individual elects to take
comp time, he/she will receive 1 1/2 times the number of hours worked.
11. Overtime records will be maintained on a daily basis by the Fire Chiefs designee
and an overtime status report provided periodically.
12. In the event an error is made, the person working the overtime shall be paid and the
individual passed by shall be given the first opportunity for the next overtime only, in his catego-
ry. When an opportunity for an overtime assignment cannot be offered by the end of the year,
the person passed by shall be paid.
B. RECORDING OF TOTAL OVERTIME HOURS WORKED
1. The overtime lists will be by job category; officer, equipment operator and firefighter.
Within each category, the employee with the most seniority as a member of the Oshkosh Fire
Department will be first.
2. The overtime list will be continued at the end of the year. In the event the list will
start over, the City shall be notified in writing two weeks before the effective date.
3. An individual may notify the Fire Chief in writing if he\she does not wish to participate
in overtime and then the individual will not be included. The individual will be reinstated on the
overtime list upon written notification of the Fire Chief and then the individual will be assigned
a number of hours worked equal to the individual in the same category with the highest number
of hours worked.
4. If an individual is promoted, he\she will be placed in the new category and assigned
the same number of hours worked from his\her previous category.
5. When overtime is worked, the total number of overtime hours will be accumulated
and will be recorded on the overtime list.
6. Overtime accepted in advance of performance will be recorded as worked when the
assignment is accepted.
7. Personnel on sick leave, medical, family, funeral and emergency leave will not be
eligible for overtime.
8. New hires will be given a "total number of hours worked" equal to the total of the
individual with the highest total in the firefighter category.
9. When an individual changes jobs and work schedules from a 40 hour to a 56 hour
work week, he/she will be given a "total number of hours worked" equal to the total of the
individual with the highest total in the 56 hour category.
ARTICLE VIII
SENIORITY
The Employer agrees to the seniority principle
Seniority shall be established for each employee and shall consist of the total calendar time
elapsed since the date of his/her employment. Seniority for employees hired on the same day
will be determined by position on the hiring list. Seniority rights terminate upon discharge
determined after appellate rights have been consummated, or upon resignation of the
employee.
ARTICLE /X
MOVE UP LANGUAGE
When more personnel are on duty than are necessary to minimally man fire department
apparatus and there are qualified personnel on duty to fill vacant positions, the following rules
will apply. Otherwise, if overtime is necessary, hiring will be by overtime policy.
When it becomes necessary to fill the position of Officer of a fire apparatus due to absence,
the Equipment Operator permanently assigned to the fire apparatus with the vacancy will fill
the vacant position of Officer. The most senior Firefighter permanently assigned to the fire
apparatus shall fill the position of Equipment Operator.
When it becomes necessary to fill the position of Equipment Operator due to the assigned
Equipment Operator moving to acting Officer or absence, the most senior Firefighter
permanently assigned to the fire apparatus with the vacancy will fill the Equipment Operator
position.
When it becomes necessary to fill the position of Officer or Equipment Operator and the
assigned Equipment Operator or senior Firefighter is not on duty due to a trade, the person
who is working for the assigned personnel shall fill the vacant position on the fire apparatus if
qualified.
A Firefighter -Paramedic, when not assigned to a rescue unit, will be permanently assigned to
a fire apparatus. He\she shall fill vacant Equipment Operator positions on that fire apparatus
or other apparatus if he/she is the most senior Firefighter assigned to that fire apparatus and
is qualified for the vacant position.
The Duty Chiefs shall have the right to assign any Equipment Operator or Firefighter to act as
driver of Command 15. If a Firefighter fills this position, he/she must be compensated at the
Equipment Operator rate of pay.
The availability of "extra" personnel to fill vacant positions shall be the only exception to the
above rules.
9
An "extra" Officer may fill an Officer position which is vacant on another fire apparatus or bump
a more junior Officer.
An "extra" Equipment Operator may fill an Equipment Operator position which is vacant on
another fire apparatus.
An "extra" Equipment Operator may fill an Officer position which is vacant on another fire
apparatus only if the permanently assigned Equipment Operator is not available or if an
individual working for the assigned Equipment Operator is not qualified.
An "extra" Firefighter may fill a vacant Equipment Operator position only if the permanently
assigned Firefighter is unqualified or absent.
("Extra" is a term for personnel who are available for duty due to being in excess of the
minimum number of personnel needed to man fire department apparatus. This includes
scheduled personnel overages or those personnel overages resulting from the shutting down
of a fire apparatus.)
ARTICLE X
INSURANCE:
A. Medical Benefits Plans
Medical Benefits Plan:
The Employer shall provide health coverage equal to a level of benefits available to employees
under the City of Oshkosh Medical Benefit Plan Master Plan Document(s) effective January
1, 2004. The Employer agrees not to reduce the benefits during the life of the contract.
Changes in the participation of health care providers listed on any preferred provider list shall
not be viewed as a reduction in benefits.
[NOTE: This paragraph is effective from 1/1/04 through 4/30104 at which time it will be deleted from
the contract. The City will continue to provide a PPO. The plan will have a $250.00 (single) and $500.00
(dual and family) deductible. Employees will pay 3% up to a monthly maximum of single - $15.00; dual
- $30.00 and family - $45.00 towards the cost of the single, dual or family plan premium equivalent.]
Effective May 1, 2004, the City will implement a dual choice health plan: a PPO and an EPO.
Employee contributions for PPO.
Effective May 1, 2004, employees will contribute 4% up to a maximum of $20 per month toward
single; $35 per month towards dual and $50 per month towards the family premium equivalent.
Effective January 1, 2005, employees will contribute 5% up to a maximum of $25 per month
toward single; $40 per month towards dual and $55 per month towards the family premium
equivalent.
Effective January 1, 2006, employees will contribute 5% up to a maximum of $30 per month
toward single; $45 per month towards dual and $60 per month towards the family premium
equivalent.
10
Employee contributions for EPO.
Effective May 1, 2004, employees will contribute 3% up to a maximum of $15 per month toward
single; $25 per month towards dual and $30 per month towards the family premium equivalent.
Effective January 1, 2005, employees will contribute 4% up to a maximum of $20 per month
toward single; $35 per month towards dual and $50 per month towards the family premium
equivalent.
Effective January 1, 2006, employees will contribute 4% up to a maximum of $20 per month
toward single; $40 per month towards dual and $50 per month towards the family premium
equivalent.
The City may, from time to time, change the medical benefit plan administrators, or PPO
provider, if it elects to do so. At least 30 days advance notice of any change in the medical
benefit plan administrator, PPO provider or method of funding shall be provided to the Union.
Whenever the City is considering any of these changes, the Union may provide input into the
decision. This input is limited to advisory only and will not affect the City's responsibility to
select a provider or administrator.
[NOTE: The Union has been provided a copy of the Master Plan Document(s) noted above.]
B. Life Insurance:
The Employer shall pay 100% of the premium of the State's Group Basic Life Insurance Policy.
Other amounts of coverage for the employee, and spousal and dependent coverage shall be
available to the employee at his/her own expense.
C. Income Continuation Insurance
The City shall participate in the State's Group Income Continuation Insurance Program. The
City will pay its employer's share. Employee participation in the State's Group Income
Continuation Insurance Program shall be voluntary.
[NOTE: Participant cost is based on the previous year's average monthly earnings and the
employee selected elimination period of 30, 60, 90, 120 or 180 calendar days. At the 180 day
elimination period, the participant shall have no cost to participate in the program. This plan
is dependent upon all City unions agreeing to same and meeting eligibility requirements.]
ARTICLE XI
SECTION 125 PLAN
The City shall select the administrator and offer a Section 125 Plan as allowed by law. Prior
to adoption the Union shall have the opportunity to provide input regarding the terms of the
plan. Employees will be allowed to contribute premium contributions, unreimbursed medical
expenses, and dependent care expenses into the plan subject to the plan's rules and
regulations.
11
ARTICLE Xll
RETIREMENT
In addition to the Statutory requirements the Employer shall pay to the Retirement Fund up to
eight percent (8%) of the employee's gross wages.
ARTICLE Xlll
AUTHORIZED ABSENCE
A. Vacation
Each employee with more than one (1) calendar year of continuous service shall be granted
14 work days of vacation leave. Each employee with more than five (5) years of consecutive
calendar service shall be granted 18 work days of vacation leave. Each employee with more
than seven (7) years of consecutive calendar service shall be granted 20 work days of vacation
leave. Each employee with more than fifteen (15) years of consecutive calendar service shall
be granted 27 work days of vacation. Each employee with more than twenty (20) years of
consecutive calendar service shall be granted 31 work days of vacation.
B. Vacation--56 Hour Employees: Each employee with more than one (1) calendar year
of continuous service shall be granted six (6) work days of vacation leave. Each employee with
more than five (5) years of consecutive calendar service shall be granted eight (8) work days
of vacation leave. Each employee with more than seven (7) years of consecutive calendar
service shall be granted nine (9) work days of vacation leave. Each employee with more than
fifteen (15) years of consecutive calendar service shall be granted twelve (12) work days of
vacation. Each employee with more than twenty (20) years of consecutive calendar service
shall be granted fifteen (15) work days of vacation. Each employee (40 hour and 56 hours)
with less than a full calendar year of service in the calendar year preceding shall be granted
a vacation in the succeeding year on a prorated basis equal to the percentage of the year
worked as bears to the prescribed vacation period. Those employees in transitional years shall
earn their vacation for that year on a prorated basis.
Vacations shall be chosen as per Article Vill of the Agreement in accordance with the
following:
1. Employees shall choose vacations by seniority.
2. [NOTE: This paragraph is effective from 111/04 through 4/30/04 at which time it will
be deleted from the contract. Unless the City determines that its staffing needs allow for larger
numbers of employees to be on vacation time, no more than a total of four (4) employees per
shift shall be on vacation during prime time, during October, and during the non -prime time
weeks of November. Prime time shall be defined as June, July, August, the last two (2) weeks
in November and the last two (2) weeks of December. Unless the City determines its staffing
needs allow for larger number of employees to be on vacation, no more than a total of three
(3) employees per shift shall be on vacation out of prime time.]
12
2. Effective 01-01-2005: Unless the City determines that its staffing needs allow for
larger numbers of employees to be on vacation time, no more than a total of four (4)
employees per shift shall be on vacation. During the months of January and February,
employees assigned to the Training Division, Inspections Division or attending the National Fire
Academy shall count only as the fourth vacation slot.
3. Unless the City determines its staffing needs allow for larger numbers of employees
on vacation, no more than two (2) employees per company per shift shall be allowed on
vacation at the same time provided safety is not adversely affected.
4. Vacations chosen during prime time shall be limited to five (5) consecutive work days
for 56 hour employees. Prime time shall be defined as June, July, August, the last two weeks
of November and the last two weeks of December. Employees participating in the second
round may use up to an equal number of vacation days needed to complete a prime -time or
out of prime -time vacation slot. The balance of their vacation days shall then be picked during
the third round. Employees with more than five (5) days of vacation coming may take one
five-day pick in prime time and the remainder of the vacation as one pick. An employee with
more than ten (10) days vacation may take his/her second pick using all of his/her remaining
vacation days if he so desires as long as the second pick is out of prime time.
5. The vacation period shall run from January 1 st through December 31 st of each year.
6. The City agrees to the selection of vacations during October and November and the
establishment of a final vacation schedule by the 1 st of January of each year.
7. Transfers within the Fire Department made after the vacation schedule has been
established will have no effect on the vacation schedule except in cases of promotion,
demotion, or other emergency situations which may require transfers.
8. Employees must give no less than twenty-four (24) hours advance notice when
canceling previously scheduled time off for personal holiday and compensatory time if the City
incurs overtime in scheduling a replacement employee. In the event the City does not incur
overtime in scheduling a replacement employee, then a cancellation notice of less than twenty-
four (24) hours shall be at the discretion of the Duty Chief.
9. Employees must give no less than twenty-four (24) hours advance notice when
canceling previously scheduled vacation. Cancellation of the previously scheduled vacation
day must be immediately accompanied by a move to an alternate date.
10. On separation, employees shall be paid all vacation due in proportion to the time
worked. In the event of separation prior to completion of one (1) year of service, no terminal
vacation shall be paid.
13
C. Sick Leave
All employees shall be entitled to sick leave credits on the following basis
All regular full time or probationary employees of the Employer shall accumulate sick leave with
pay at the rate of one (1) working day each month of service, an unlimited accumulation of sick
leave.
An employee may use sick leave with pay for absence necessitated by injury or illness, or
exposure to contagious disease when confirmed by a physician, however, routine doctor and
dental exams including eye exams shall be scheduled on off duty time. In order to qualify for
sick leave payment, an employee must:
Notify the Duty Chief at least 1/2 hour before the duty day begins by calling
236-5240 or other number as assigned by the Chief.
2. Inform the Duty Chief on his condition if the absence is more than one working
day.
3. Submit a doctor's certificate if absent more than two work days (three (3) days
for 40 hour employees) indicating the illness or injury, condition of the employee,
the anticipated period of time the employee is to be absent, the projected return
to duty date or date of the next scheduled appointment. An updated certificate
shall be submitted after each appointment.
4. Inform the Personnel Chief of his/her condition on a weekly basis or other
prearranged schedule if an illness or injury should require an extended sick leave
period.
5. Fill out an "Application for Sick Leave and Emergency Leave" form and submit
it to the Duty Chief. The Duty Chief shall approve or deny the request.
It is recognized that the serious injury or illness of the spouse or child of the employee may
adversely effect the ability of the employee to perform his duties efficiently and may necessitate
the use of sick leave. The use of sick leave for family illness or injury shall be allowed up to a
24 hour period. For special or unusual circumstances, prior permission shall be obtained if the
absence is expected beyond the 24 hour period. The employee shall submit an "Application
for Sick Leave or Emergency Leave" including which family member, date of illness or injury,
the attending doctor and be prepared to give other information upon request. Any leave
granted for reasons listed in this subsection shall be subject to the general sick leave
provisions with approval of the Fire Chief.
If an individual is injured or incapacitated before his/her vacation commences, he/she may be
placed on sick leave and the unused vacation would be rescheduled at the discretion of the
department. The intent of the provision is that no vacation shall be permitted to accumulate
from one year to the next unless, in the sole opinion of the Chief, special circumstances
warrant the carrying over of said vacation into the next year. In such instances, the Chief shall
14
inform the Personnel Office in writing of the circumstances and request a waiver of the policy.
In no cases shall this extension be granted beyond April 30 of the following year.
In addition to the employee's right to accumulate sick leave without limitation, unused
accumulated sick leave up to 100 days shall be paid at 45% the employee's rate in effect at the
time of death, disability or separation for those employees who retire on an immediate annuity
under the WRS. For purposes of computing the daily rate of pay for 40 hour employees it will
be computed as a 56 hour employee. Maximum is 45 work days.
As another option, an employee may request to have up to the total sick leave payout amount
placed in his/her 457 account at separation. An employee who will attain 50 years of age in
any given year, may elect to deposit payment for up to 45% of 800 hours of accumulated sick
leave into his/her 457 account, for up to three years, or a total of 45% of 2400 hours. In this
case, the actual payment made shall be at the employee's rate in effect when each payment
is made. The amount of hours "cashed in" each year shall be deducted from the employee's
balance of unused sick leave, and will also diminish the separation payment available by the
total amount cashed in. These options are only available to those employees who meet all
rules, regulations, and requirements of the plan administrator.
Upon written election by the employee filed with the Director of Administration an employee
injured while on duty and otherwise covered under the provisions of the Workers'
Compensation Act, may use accumulated sick leave so as to draw as paid sick leave an
amount which equals the difference between the regular salary and Workers' Compensation
weekly benefits and such sick leave accumulations charged with 1/3 of a day for each such
day; in the case of members of the police and fire departments for the first year of injury. See
4:08 of this code.
D. Funeral Leave
In the case of death in the immediate family of a regular employee (parents, children, spouse,
father-in-law, mother-in-law, brother, sister, brother-in-law, sister-in-law, step -child,
step-parents, grandchildren, grandparents, son-in-law, daughter-in-law, half-brother, half-sister
or guardian) the employee will be paid for the scheduled time lost from the day of death up to
and including the calendar day after the funeral, not to exceed three (3) scheduled work days
for 40 hour employees (two days for other employees) at his or her regular straight time, hourly
rate.
No funeral leave will be paid to any employee while on sick leave or any leave of absence. In
the event the employee is called off from duty because of death of an above relative, that duty
day shall not be counted as part of this provision.
E. Holiday Leave
Lieutenant Inspector, and Lieutenant Instructor, shall sometime between the dates of
December 1 st and November 30th, receive ten (10) working days off with pay for the following
holidays: New Year's Day, Good Friday, Memorial Day, Independence Day, Labor Day,
Thanksgiving Day, Christmas Eve, Christmas Day, and two floating holidays which shall be
earned at the rate of 2110 day for each month worked but not to exceed two days. All other
employees shall receive six (6) working days off with pay in lieu of the holidays listed above or
at their option, forfeit the time off and receive six (6) days pay at the employees current base
15
rate. Employees who wish payment in lieu of holidays must notify the Department of
Administration by September of the year in which the holidays are earned. Payment will be due
the first paycheck in November.
All other employees with the exception of Lieutenant Inspector and Lieutenant Instructor, shall
receive one combination holiday as time off. Effective 01-01-2006, after 25 years of service,
all other employees with the exception of Lieutenant Inspector and Lieutenant Instructor, shall
receive an additional eight (8) hours combination holiday as time off. This combination holiday
time shall follow the same rules for scheduling as paid holidays. If combination holiday time
cannot be scheduled due to staffing constraints, it shall be paid out in straight time as outlined
in Article XIII (Holiday Pay).
Employees in the following classifications of: Lieutenant Inspector, Lieutenant Instructor, shall
receive their regular scheduled pay for the above mentioned holidays not worked. When any
of the above mentioned holidays fall on a Sunday, the following Monday shall be deemed a
holiday. When any of the above mentioned holidays fall on a Saturday, the previous Friday
shall be deemed a holiday. When any of the above mentioned holidays fall on a weekday on
which the employee is not scheduled to work, the closest workday shall be deemed a holiday.
Floating holidays shall be subject to the department work schedule and staffing requirements.
F. Temporary Military Leave
Employees who are members of the National Guard or Military reserve shall be granted
temporary military leave for annual tour of duty without pay; or vacation time may be applied
at discretion of employee.
G. Leave of Absence Without Pay
Requests for leave of absence without pay for justifiable reasons will be granted for reasonable
periods of time by the employer except that no employees shall be granted a leave of absence
in order to seek other employment.
Leave to attend conferences, or special association meetings shall be considered one form of
leave within the meaning of the section.
H. Authorized Absence With Pay
It is agreed that official delegates (not to exceed 4) together with State Officers/Executive
Board Members (not to exceed 2), shall be granted leaves to attend the state conventions, with
pay, and one member to attend I.A.F.F. National Convention, and two delegates to attend
School for Workers.
All leaves under this section shall be subject to the staffing requirements of the Department.
ARTICLE XIV
RULES AND REGULATIONS
The Employer may adopt and publish rules which may be amended from time to time,
provided, however, that such rules and regulations shall be first submitted to the Union for its
information prior to the effective date.
16
This article in no way will affect the rules and regulations falling under the jurisdiction of the
Police and Fire Commission as set forth in state statutes. The Employer agrees that any rules
or regulations pertaining to wages, hours, conditions of employment whether now in force or
hereafter adopted shall be voided by this agreement.
ARTICLE XV
NEGOTIATIONS
Negotiations shall proceed in the following manner: the party requesting negotiations shall
notify the other parties in writing of its request not earlier than the 1 st day of May nor later than
June 1 st. An initial meeting of the parties shall be called by the 1 st day of August. The party
upon whom such request is made shall have the opportunity to study such request and make
an offer or counter offer to the other party within fifteen (15) days thereafter.
The parties hereto agree that time spent in the conduct of grievances and negotiations shall
not result in reduction of the employee's wages nor in the payment by the employer of overtime
or compensatory time.
The Employer agrees not to enter into any other agreement, written or verbal, with the
employees individually or collectively.
ARTICLE XVI
CONDUCT OF BUSINESS
The Union agrees to conduct its business off the job as much as possible. This article shall
not operate as to prevent authorized Union personnel from the proper conduct of any grievance
in accordance with the procedure outlined in this Agreement.
Representatives of the Union having business with the officers or individual members of the
Union may confer with such officers or members during the course of the work day for a
reasonable time, provided, that permission is first obtained from the Duty Chief in charge of
such officers or members, which consent shall not be unreasonably withheld.
ARTICLE XVII
PRESENT BENEFITS
The parties agree to maintain the present level of benefits and policies that primarily relate to
mandatory subjects of bargaining, not specifically referred to in this agreement. This provision
is expressly limited to mandatory subjects of bargaining.
The parties agree that stand-by time activities will be governed by the terms of Policy 116,
dated November 22, 2000.
17
ARTICLE "M
EVALUATION REPORT
Copies of evaluation report for all employees shall be made in triplicate, one copy to be
delivered to the employee, one copy filed in the Personnel Office in City Hall and one copy filed
in the Office of the Chief of the Department. At the time of delivery to the employee the report
shall be in final form as filed in the other two offices.
ARTICLE XIX
PROMOTIONAL PROCEDURE
Promotion to the ranks of Equipment Operator and Fire Lieutenant shall be made by the Fire
Chief, subject to the approval of the Police and Fire Commission, in order of the most senior
qualified candidate from the promotion list. Every candidate receiving a promotion shall be
subject to completion of a successful one-year probationary period in the promoted rank.
During probation, an employee will be formally evaluated every three (3) months or more
frequently if necessary. An employee shall be notified of a deficiency(ies) and a specific
procedure(s) to correct the deficiency(ies). An employee may be returned to his/her former
position at his/her former rate of pay in the event the employee does not correct the
deficiency(ies) identified.
Qualifications for staff positions, including the promotional criteria and composite score
necessary for promotion, shall be established by the Fire Chief. Promotions to all other
positions shall be made by the Fire Chief.
ARTICLE XX
RETENTION OF RIGHTS
Each party to this agreement expressly retains all rights possessed by it or them under
Wisconsin or Federal Laws, regulations or statutes. In the event that any clause, provisions
or portions of this agreement is held invalid or inoperative such invalidity or inoperativeness
shall not affect other clauses, provisions or portions of this agreement. The parties hereby
declare their intent that all clauses, provisions and portions of this agreement are severable.
If said invalidity arises through conflict with a specific statute, then the statute shall govern that
portion of the agreement which is in conflict, and negotiations shall be instituted to adjust the
invalidated clause.
ARTICLE XXI
UNION BULLETIN BOARD
The Union is hereby granted permission to post notices, announcements, and other legitimate
materials on the bulletin boards of the engine houses.
M
ARTICLE XXII
If, during the course of the contract year, any article of this agreement may be opened for
negotiations by mutual consent of both parties to this agreement, negotiations under this article
shall be restricted to that article stated in the request for discussion.
ARTICLE XXIII
TERMINATION OF EMPLOYMENT
The Employer shall pay all monies due employees upon the termination of employment and
shall furnish such employees with a statement of employment if requested to do so by such
employee.
ARTICLE XXIV
GRIEVANCE PROCEDURES
The word "grievance" as used in this agreement is any dispute which involves the
interpretation, application of, or compliance with the provisions of this agreement or past
practices primarily related to wages, hours, and/or conditions of employment or impact which
primarily relate to wages, hours, and working conditions resulting from the City's administration
of past practices.
Both the Union and the City recognize that a grievance should be settled promptly and at the
earliest possible stage and the grievance must be initiated within five (5) days of the incident
or within five (5) days of the time the aggrieved should have had knowledge of the incident.
STEP 1. The aggrieved employee shall present the grievance orally to a steward. The
steward and/or the aggrieved shall attempt to resolve the grievance with the
immediate supervisor, who may call other supervisors into the discussion.
STEP 2. If the grievance is not resolved at the first step, it shall be presented in writing to
the department head, within seven (7) days (excluding Saturday, Sunday and
Holidays) and a copy sent to the personnel office. The department head shall,
within 3 days hold an informal meeting with the aggrieved and the union
representatives to discuss the grievance. The department head shall then within
seven (7) days, (excluding Saturdays, Sundays, and Holidays) furnish the
aggrieved and the Union a written answer to the grievance. A copy of the written
answer will be also sent to the personnel office.
STEP 3. If the grievance is not resolved at the second step, it shall be presented by letter
to the City Manager, within seven (7) days (excluding Saturday, Sunday, and
Holidays). The City Manager, or designee, will within 7 days (excluding
Saturdays, Sundays, and Holidays) hold or have held an informal meeting with
the aggrieved and Union representatives for discussion of the grievance. The
ial
City Manager shall then, within 3 days (excluding Saturdays, Sundays, and
Holidays) furnish the Union and aggrieved with a written answer to the grievance.
STEP 4. If the grievance is not resolved within Step 3, it shall be submitted to arbitration,
within seven (7) days, (excluding Saturday, Sunday, and Holidays). Upon receipt
of notice of arbitration, the party initiating the arbitration shall present in writing
to the Wisconsin Employment Relations Commission the grievance and a
request for a list of 5 arbitrators to be submitted to both parties. The parties shall
within 5 days of receipt of list meet for the purpose of selecting arbitrator each
parry in turn striking a name from the list until one name remains. The last name
shall become the arbitrator. The decision of the arbitrator shall be final and
binding and he shall have no right to amend, modify, ignore or add to the
provisions of this agreement. Expenses for the arbitrator services and the
proceedings shall be borne equally by the Employer and the Union. However,
each party shall be responsible for compensating its own representatives and
witnesses. For City purposes the arbitration procedures shall follow that outlined
in State Statutes.
All grievances and solutions shall be made in writing and a copy presented to the personnel
office.
Any employee may process a grievance as above outlined, but the Union shall have the right
to be present and act in support of its position in the matter of the grievance.
If the time limits stipulated in their respective steps are not met, the grievance shall
automatically progress to the next higher step.
ARTICLE XXV
DISCIPLINARY ACTION
The progression of disciplinary action shall be oral reprimand or written reprimand. A union
steward or official will be present with the employee at the time an oral or written reprimand,
suspension, or dismissal is registered with the employee. The Union agrees to have a steward
or acting steward on each platoon shift.
The employee and Union shall be furnished a copy of any written notice of reprimand or
suspension. A written reprimand sustained in the grievance procedure or not contested shall
be recorded.
Any employee shall have the right to the presence of a steward when work performance or
conduct or other matter affecting his/her status as an employee are the subject of discussion
for the record.
Any suspension, demotion, or dismissal is under the jurisdiction of the Police and Fire
Commission as governed by the State Statute.
20
ARTICLE)OM
UNIFORMS
The City shall provide all required clothing and operate a clothing commissary in accordance
with the memorandum of understanding signed by both parties and incorporated by reference
herein. The City agrees to provide a maintenance allowance of $65.00 per year payable in
January. In the event an employee has worked less than 12 months in the preceding calendar
year the amount shall be prorated. In addition, the City shall provide all turnout gear.
The Union agrees that it is the right of the Chief to determine the type and style of uniform to
be worn by the personnel.
Clothing inventory will consist of NFPA 1975 compliant items:
Trousers Ball cap
Shirts - Long or short sleeves Three Seasons coat
Shoes black -safety Sweatshirt
Belt - black leather Blue undershirt
Other clothing items such as socks, undergarments (except T-shirts) shall be provided by the
employee and be 100% cotton.
Inventory items will consist of the following quantities:
3- trousers
4- shirts, long or short sleeve, any combination
1 pr. -shoes/black - safety toe, same style, oxford or lace style boot
1- black belt/silver buckle
1- ball cap - present style
1- Three Seasons coat
1- sweatshirt
5- undershirt - dark blue - 100% cotton, City of Oshkosh logo
Clothing style and clothing material will be selected by the City with input from the Union.
All accessories to uniform, such as patches, name tags, badges, would be provided by City.
Patch will be sewn on at City expense.
Any alteration expenses at issue will be at City expense.
All presently used 'Three Seasons' coats would continue to be used and replaced as needed.
All presently used ball caps would continue to be used and replaced as needed.
All new employees would receive a complete clothing inventory as presently issued. New
employees would not receive an initial clothing allowance.
Discussion will be implemented with the Union if changes are anticipated in the style, color or
quantity of inventory.
W1
Surveyed items would be replaced as necessary, considering a reasonable time for sizing and
delivery.
All clothing items would be returned to the City upon employment termination/retirement, etc.
Non -returned items would be charged against the employee's termination pay at replacement
value.
The dress uniform (cap, trousers, and blouse) will no longer be required to be maintained by
the employee. The employee has the option to maintain his/her uniform. The City will maintain
an inventory of uniforms. Uniforms will be checked out as needed and returned. Member will
provide white shirt and black shoes when dress uniform is worn.
Any items required by the City will be purchased by the City.
ARTICLE XXVII
LIGHT DUTY
Employees who are recuperating from an "on-the-job" injury shall return to perform light duty
work consistent with their abilities as determined by the employee's physician. The type of
work shall be consistent with the duties and responsibilities of the employee's job description.
The employee shall, upon request, fumish the employer with a physician's statement specifying
the type of work the employee may be assigned. The statement shall specify medically
necessary restrictions, if any.
The Employer may establish a work schedule which is consistent with Article IV and the
employee shall receive the benefits of that work schedule. The employee shall be allowed paid
time off for doctor visits, tests, therapy, or other medical treatment, for the treatment of the
employee's injury if the time needed cannot be arranged during off -duty hours.
An employee shall be allowed to alter his work days within the work week by substituting a
nonscheduled day (Monday through Friday for 40 hour workers) for a scheduled day, with the
approval of the Duty Chief.
An employee working light duty shall be allowed the use of sick leave consistent with Article
XIII.
The employee working light duty shall receive the wage rate equal with the employee's wage
rate before being assigned light duty. If the employee performs in a higher pay classification,
the employee shall be paid at the higher pay rate.
If a 56 hour employee performs light duty on a 40 hour work week, the following considerations
shall be in effect:
The employee shall continue to accrue benefits (sick leave, vacation, and paid holidays)
at the 56 hour rate as if the employee had not had his work week changed. Time taken
shall also be charged at the 56 hour rate. The employee's work day shall include: a
minimum of two paid 15 minute breaks, one in the morning and one in the afternoon;
and a 30 minute paid lunch break.
22
ARTICLE XXVIII
AGENCY SHOP
The Union, as the exclusive representative of all the employees in the bargaining unit, will
represent all such employees, union and non -union, fairly and equally, and all employees in
the unit will be required to pay, as provided in this article, their proportionate share of the costs
of representation by the union. No employee shall be required to join the union, but
membership in the union shall be made available to all employees who apply consistent with
the union constitution and by-laws. No employee shall be denied union membership because
of race, creed, color or sex.
The Employer agrees that it will deduct from the monthly earnings of all employees in the
collective bargaining unit the monthly dues certified by the Union as the current dues uniformly
required of all members, and pay said amount to the treasurer of the Union on or before the
end of the month in which such deduction was made.
In the event an employee chooses not to become a member of the Union, that employee shall
be required to contribute to the union the fair share of the cost of representation by the Union
and as certified to the City by the Union. Non-member employees required to make said
payment to the Union shall pay through the employer who shall deduct the fair share amount
from the wages of said non-members at the same time, and in the same manner, as for those
employees holding Union membership.
In the event an employee chooses not to become a member of the Union, the Union agrees
to certify to the City only such fair share costs as are allowed by law, and further agrees to
abide by the decisions of the Wisconsin Employment Relations Commission and/or courts of
competent jurisdiction in this regard. The Union agrees to inform the City of any change in the
amount of fair share costs.
In the event an employee or employees choose not to become a member of the Union, the
Union shall provide employees who are not members of the Union with an internal mechanism
within the Union which is consistent with the requirements of State and Federal law, and which
will allow those employees to challenge the fair share amount certified by the Union as the cost
of representation and to receive, where appropriate, a rebate of any monies to which they are
entitled. To the extent required by State or Federal law, the Union will place in an interest -
bearing escrow account any disputed fair share amounts.
The Union does hereby indemnify and save the City harmless against any and all claims,
demands, suits, or other forms of liability including court costs that shall arise out of or by
reason of action taken, or not taken, by the City, which City action or non -action is in
compliance with this agreement, and in reliance on any lists or certificates which have been
furnished to the City pursuant to this Article, provided that the defense of any such claims,
demands, suits, or other forms of liability shall be under the control of the Union and its
attorneys. However, nothing in this section shall be interpreted to preclude the City from
participating in any legal proceedings challenging the application or interpretation of this article
through representatives of its own choosing and at its own expense.
23
Changes in the amount of dues to be deducted shall be certified by the Union 30 days before
the effective date of the change.
As to the probationary employees, such deduction shall be made from their first appropriate
paycheck.
ARTICLE XXIX
WAGES AND FRINGE BENEFITS
Wages reflected on attached salary schedule marked Exhibit A.
DURATION
This Agreement shall be effective on January 1, 2004 and shall remain in full force and
effect until and including December 31, 2006 and shall be automatically renewed from
year to year unless negotiations are instituted by August 1, 2006, AND THE FIRST DAY OF
AUGUST of any subsequent effective year of this agreement.
IN WITNESS HEREOF, the parties hereto have executed this Agreement on this
�/ul day of 61 u�a� 2004.
BY:
CITY OF OSHKOSH
Richard A. Wollangk,
City Manager
Pamela R. Ubrig, lit Clerk
I hereby certify that the necessary provisions
have been made to pay the liability which will
accrue under this contract. /p
.ilAwlrt.c g %
City Comptroller
pprov d:
A�
Warren P. Kraft, City A o ey
INTERNATIONAL ASSOCIATION OF FIRE
316, OSHKOSH
6 President
MEMO.
24
CLASS
Fire Captain
Fire Lieutenant
Fire Lieutenant Instr.
Fire Lieutenant Inspector
EXHIBIT A
WAGES AND FRINGE BENEFITS
EFFECTIVE PAY PERIOD 1, 2004 (2.25%)
RNG RATE
4 Biw. 2,158.46
Mo. 4,676.66
3 Biw. 2,075.44
Mo. 4,496.79
Fire Equipment Operator 2
Firefighter 1
A B
Biw. 1349.17 1444.18
Mo. 2923.20 3129.06
'Official Rates are Bi-weekly rates.
Biw. 1,995.61
Mo. 4,323.82
RATE - See A thru G below.
C D E F G
1539.10 1634.06 1729.05 1823.98 1918.86
3334.72 3540.46 3746.28 3951.96 4157.53
I. Lon evi : - Effective 1/1/04 thru 4/30/04 --
AIL employees covered under this contract shall be covered by the following longevity provision:
$ 2.77 Bi-Weekly after 5 years of service `
$ 5.54 Bi-Weekly after 10 years of service.
$ 9.23 Bi-Weekly after 15 years of service.
$12.92 Bi-Weekly after 20 years of service.
'No employee shall receive longevity pay at five (5) years of service unless he/she is receiving it as of the date the Agreement
is ratified by the City.
Effective May 1, 2004, all employees under this contract shall be covered by the following longevity provision:
$2.77 bi-weekly after 5 years of service"
$19.23 bi-weekly after 10 years of service
$28.85 bi-weekly after 15 years of service
$38.46 bi-weekly after 20 years of service
"No employee shall receive longevity pay at five (5) years of service unless he/she is receiving it as of the date the Agreement
is ratified by the City.
11. Classification Pay:
Personnel assigned to the next higher classification in the table of organization for a period of time equal to one full working
day shall be compensated at the rate of pay in effect for the classification to which he/she is assigned at a step which is higher
than his/her primary classification. Captains serving as Duty Chief shall receive $35.00 per day.
Ill. Paramedic Pay & EMT Pay:
Employees who are required to maintain a Paramedic license shall receive a 4.0% premium in addition to their normal rate.
Senior qualified paramedics below the rank of Lieutenant shall be given first option to bid for assignment to a cross staffed unit.
The City shall make such assignments within six (6) weeks of a vacancy on a cross -staffed unit. The City reserves the right to
determine the specific cross -staff unit to which a senior paramedic shall be assigned. This language shall not prevent the City
from staffing cross -staffed units with employees of specialized skills where required. Employees who are required to maintain any
level of an Emergency Medical Technician license, under the level of Paramedic, shall receive a 1.1 % premium in addition to their
normal rate of pay.
Please note that the above provision is not intended to restrict the City's ability to staff a specialized cross -staffed unit. The
provision does require the City to make cross -staff unit assignments by seniority unless it shows that the most senior
paramedic(s) does not possess the specialized skills the City requires on a particular cross staff unit. If there is such a
showing, the provision would require the City to assign the most senior paramedic with the specialized skills to the cross -staff
unit. Any disputes regarding the above provision would be subject to the grievance process.
25
EXHIBIT A
WAGES AND FRINGE BENEFITS
EFFECTIVE PAY PERIOD 1, 2005(2.5%)
CLASS
RNG
RATE
Fire Captain
4
Biw.
2212.42
Mo.
4793.58
Fire Lieutenant
3
Biw.
2127.33
Fire Lieutenant Instr.
Mo.
4609.22
Fire Lieutenant Inspector
Fire Equipment Operator
2
Biw.
2045.50
Mo.
4431.92
Firefighter 1 RATE - See A thru G below.
A B C D E F G
Biw. 1382.90 1480.28 1577.58 1674.91 1772.28 1869.58 1966.83
Mo. 2996.28 3207.27 3418.09 3628.97 3839.94 4050.76 4261.47
*Official Rates are Bi-weekly rates.
I. Longevity:
All employees covered under this contract shall be covered by the following longevity provision
Employees who have attained five (5) and over years of service shall receive $72.02 payable the first pay period of
the calendar year. No employee shall receive longevity pay at five (5) years unless he/she is receiving it as of the date
the Agreement is ratified by the City.
Employees who have attained 10-14 years of employment shall receive $500.00 payable the first pay period of the
calendar year. Employees who have attained 15-19 years of employment shall receive $750.00 payable the first pay
period of the calendar year. Employees who have attained 20 and over years of employment shall receive $1,000.00
payable the first pay period of the calendar year. Those employees reaching their 10th, 15th and 20th year of service
shall earn their longevity for that year on a prorated basis.
II. Classification Pay:
Personnel assigned to the next higher classification in the table of organization for a period of time equal to one full
working day shall be compensated at the rate of pay in effect for the classification to which he/she is assigned at a
step which is higher than his/her primary classification. Captains serving as Duty Chief shall receive $35.00 per day.
III. Paramedic Pay & EMT Pav:
Employees who are required to maintain a Paramedic license shall receive a 4.0% premium in addition to their normal
rate. Senior qualified paramedics below the rank of Lieutenant shall be given first option to bid for assignment to a
cross staffed unit. The City shall make such assignments within six (6) weeks of a vacancy on a cross -staffed unit.
The City reserves the right to determine the specific cross -staff unit to which a senior paramedic shall be language
shall not prevent the City from staffing cross -staffed units with employees of specialized skills where required.
Employees who are required to maintain any level of an Emergency Medical Technician license, under the level of
Paramedic, shall receive a 1.1 % premium in addition to their normal rate of pay.
Please note that the above provision is not intended to restrict the City's ability to staff a specialized cross -staffed unit.
The provision does require the City to make cross -staff unit assignments by seniority unless it shows that the most
senior paramedic(s) does not possess the specialized skills the City requires on a particular cross staff unit. If there
is such a showing, the provision would require the City to assign the most senior paramedic with the specialized skills
to the cross -staff unit. Any disputes regarding the above provision would be subject to the grievance process.
26
EXHIBIT A
WAGES AND FRINGE BENEFITS
EFFECTIVE PAY PERIOD 1, 2006(2.75%)
CLASS
RING
RATE
Fire Captain
4
Biw.
2273.26
Mo.
4925.40
Fire Lieutenant
3
Biw.
2185.83
Fire Lieutenant Instr.
Mo.
4735.97
Fire Lieutenant Inspector
Fire Equipment Operator
2
Biw.
2101.75
Mo.
4553.79
Firefighter 1 RATE - See A thru G below.
A B C D E F G
Biw. 1420.93 1520.99 1620.96 1720.97 1821.02 1920.99 2020.92
Mo. 3078.68 3295.48 3512.08 3728.77 3945.54 4162.15 4378.66
'Official Rates are Bi-weekly rates.
I. Lonaevity:
All employees covered under this contract shall be covered by the following longevity provision
Employees who have attained five (5) and over years of service shall receive $72.02 payable the first pay period of
the calendar year. No employee shall receive longevity pay at five (5) years unless he/she is receiving it as of the date
the Agreement is ratified by the City.
Employees who have attained 10-14 years of employment shall receive $500.00 payable the first pay period of the
calendar year. Employees who have attained 15-19 years of employment shall receive $750.00 payable the first pay
period of the calendar year. Employees who have attained 20 and over years of employment shall receive $1,000.00
payable the first pay period of the calendar year. Those employees reaching their 10th, 15th and 20th year of service
shall earn their longevity for that year on a prorated basis.
IL Classification Pav:
Personnel assigned to the next higher classification in the table of organization for a period of time equal to one full
working day shall be compensated at the rate of pay in effect for the classification to which he/she is assigned at a
step which is higher than his/her primary classification. Captains serving as Duty Chief shall receive $35.00 per day.
III. Paramedic Pay & EMT Pav:
Employees who are required to maintain a Paramedic license shall receive a 4.0% premium in addition to their normal
rate. Senior qualified paramedics below the rank of Lieutenant shall be given first option to bid for assignment to a
cross staffed unit. The City shall make such assignments within six (6) weeks of a vacancy on a cross -staffed unit.
The City reserves the right to determine the specific cross -staff unit to which a senior paramedic shall be assigned.
This language shall not prevent the City from staffing cross -staffed units with employees of specialized skills where
required. Employees who are required to maintain any level of an Emergency Medical Technician license, under the
level of Paramedic, shall receive a 1.1 % premium in addition to their normal rate of pay.
Please note that the above provision is not intended to restrict the City's ability to staff a specialized cross -staffed unit.
The provision does require the City to make cross -staff unit assignments by seniority unless it shows that the most
senior paramedic(s) does not possess the specialized skills the City requires on a particular cross staff unit. If there
is such a showing, the provision would require the City to assign the most senior paramedic with the specialized skills
to the cross -staff unit. Any disputes regarding the above provision would be subject to the grievance process.
`ad