HomeMy WebLinkAboutLOCAL NO 316 IAFF/2015-2017 INDEX
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
VII 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 . . . . . . . . . 13-15
Funeral Leave . . . . . . . . 15
Holiday Leave . . . . . . . . 15-16
Temporary Military Leave . . . . . . 16
Leave of Absence Without Pay . . . . . 16
Authorized Absence With Pay . . . . . . 16
XIV Rules and Regulations . . . . . . . 16
XV Negotiations . . . . . . . . 17
XVI Conduct of Business . . . . . . . 17
2
XVII Present Benefits . . . . . . . . 17
XVIII Evaluation Report . . . . . . . 18
XIX Promotional Procedure . . . . . . . 18
XX Retention of Rights . . . . . . . 18
XXI Union Bulletin Board . . . . . . . 19
XXII Reopener . . . . . . . . . 19
XXIII Termination of Employment . . . . . . 19
XXIV Grievance Procedures . . . . . . . 19-20
XXV Disciplinary Action . . . . . . . 20-21
XXVI Uniforms . . . . . . . . . 21-22
XXVII Light Duty . . . . . . . . . 22
XXVIII Agency Shop . . . . . . . . 23
XXIX Wages and Fringe Benefits . . . . . . . 24
Duration . . . . . . . . . 24
EXHIBIT A- Wages and Fringe Benefits . . . . . 25-30
Longevity . . . . . . . . 25-29
Classification Pay . . . . . . . 25-29
Paramedic & EMT Pay . . . . . . 25-29
Transport Pay . . . . . . . 26-30
Special Teams Pay . . . . . . . 26-30
3
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.
ART/CLE ll
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 lll
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.
4
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 + lonqevitv
112
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.
5
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 VIl
A. OVERTIME
When a situation occurs which necessitates the hiring of overtime, whether"off" 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:
� 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
6
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 individual's 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 number4 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
C h ief.
10.Overtime will be compensated at the rate of 1 '/2 times the individual's normal hourly rate for the
classification in which the individual performs except for special events/contracted stand-by
services. Overtime calculation for Special Events/Contracted Stand-by Services - effective
January 1, 2013:
a. All overtime for Special Events/Contracted Stand-By Services will be calculated at the
top pay for the position assigned.
b. The hourly rate for Special Events/Contracted Stand-by Services will be computed a
follows: Biweeklv pav + lonqevitv
106
�
If the individual elects to take compensatory 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 category. 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,
they will be placed in their appropriate category(56 hours)and are assigned the same number
of hours worked from their previous category(40 hours). Any employee with five years or more
in a 40 hour work week position changing jobs and schedules to a 56 hour work week, 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. Employees going from a 56 hour to a 40 hour work week will carry
over their same number of hours worked from their previous category (56 hours).
8
ARTICLE Vlll
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 IX
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.
An "extra"Officer may fill an Officer position which is vacant on another fire apparatus or bump a more
junior Officer.
9
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
The Employer shall provide health coverage.
Health Risk Assessment (HRA): Employee participation in the City's Health Risk Assessment
(HRA) program is voluntary. To receive the preferred premium contribution rate, the employee
must participate in the HRA. Participation by the employee's spouse in the HRA is encouraged but
not required. Participation in the follow-up coaching program is recommended and is offered on a
voluntary basis.
The City reserves the right to offer an HRA and select the HRA administrator in its sole discretion.
The City shall pay for the costs to provide the HRA. In the event the City elects to discontinue the
HRA program, employees shall contribute the preferred employee health insurance rates.
The City shall not be entitled to nor shall it receive individual participant HRA reports or information.
The information received by the City concerning the HRA of participants shall be limited to an
aggregate summary report which does not include individually identifiable information.
1. EMPLOYEE CONTRIBUTIONS WITH HEALTH RISK ASSESSMENT (HRA).
Effective January 1, 2015, employees will contribute up to 12% up to a maximum of$113.18
per month towards single; $212.26 per month towards dual and $261.78 per month towards the
family premium equivalents.
Effective January 1, 2016, employees will contribute up to 12% up to a maximum of$122.24
per month towards single; $229.24 per month towards dual and $282.72 per month towards the
family premium equivalents.
lo
Effective January 1, 2017, employees will contribute up to 12% up to a maximum of$132.02
per month towards single; $247.56 per month towards dual and $305.34 per month towards the
family premium equivalents.
2. EMPLOYEE CONTRIBUTIONS WITHOUT HEALTH RISK ASSESSMENT (HRA).
Effective January 1, 2015, employees will contribute up to 15% up to a maximum of$141.48
per month towards single; $265.32 per month towards dual and $327.22 towards the family
premium equivalents.
Effective January 1, 2016, employees will contribute up to 15% up to a maximum of$152.80
per month towards single; $286.54 per month towards dual and $353.40 towards the family
premium equivalents.
Effective January 1, 2017, employees will contribute up to 15% up to a maximum of$165.02
per month towards single; $309.46 per month towards dual and $381.68 towards the family
premium equivalents.
Note: Health insurance premium contributions are actually made one month prior to the
effective dates shown.
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 5tate'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.]
ART/CLE 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
ART/CLE 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.
Effective November 1, 2012, an employee shall contribute 3.0% of his/her gross wages toward the
Wisconsin Retirement System (WRS).
Effective January 1, 2013, an employee shall contribute his/her portion of the Wisconsin Retirement
System(WRS)on the same basis as general employees as determined by the Employee Trust Funds
(ETF).
ARTICLE Xlll
AUTHORIZED ABSENCE
A. Vacation —40 Hour Emplovees:
Vacation will be earned as indicated in the followin table:
Number of Continuous Years of One(1)Year Five(5) Seven (7) Fifteen (15) Twenty(20)
Service Years Years Years Years
(Eighteen (18)
Years effective
1/1/08
40 Hour Employees 14 days 18 days 20 days 27 days 31 days vacation
vacation vacation vacation vacation
B. Vacation -- 56 Hour Emplovees:
Vacation will be earned as indicated in the followin table:
Number of Continuous Years of One(1)Year Five(5) Seven (7) Fifteen (15) Twenty(20)
Service Years Years Years Years
(Eighteen (18)
Years effective
1/1/08
56 Hour Employees 6 days 8 days 9 days 12 days 15 days vacation
vacation vacation vacation vacation
Each employee (40 hour and 56 hour) 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 VIII of the Agreement in accordance with the following:
1. Employees shall choose vacations by seniority.
12
2. 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 1st 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 promotions when/if the
subsequent transfer causes more than four employees to be on vacation, demotion, or other
emergency situations which may require transfers.
8. Employees must give no less than finrenty-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 cancelinq
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.
C. Sick Leave
All employees.shall be entitled to sick leave credits on the following basis:
13
All regular full time or probationary employees of the Empioyer 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:
1. 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 affect 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 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
14
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 inembers 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. Holidav Leave
Lieutenant Inspector, and Lieutenant Instructor, shall sometime between the dates of January 1
and December 31, 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 earn�d at the rate of 2/10
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 payment for three (3) days and three (3)working days off with pay or six(6) days' pay
at the employee's current base 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.
For those employees choosing holiday days off with pay, they shall be scheduled by June 1 st of
the year that they are assigned to be used.
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).
15
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. Temporarv Militarv 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 Pav
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 with pay to attend the state conventions, in the
even years starting in 2016 and in 2017 continuing in the odd years the Local Officers Class, and
one member to attend I.A.F.F. National Convention, and two delegates to attend Wisconsin
Affiliates Leadership Training.
All leaves under this section shall be subject to the stafifing 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.
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, and conditions of employment whether now in force or hereafter adopted
shall be voided by this agreement.
ARTICLE XV
NEGOTIATIONS
16
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 1st day of May nor later than June 1st. An
initial meeting of the parties shall be called by the 1st 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.
1�
ARTICLE XVlll
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 X/X
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. Seniority for purposes of promotion shall be based on time in
current grade. 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.
1s �
ARTICLE XXl
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.
ARTICLE XXII
REOPENER
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 XXlII
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,
19
Sundays, and Holidays)furnish the aggrieved and the Union a written answer to the griev-
ance. 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 repre-
sentatives for discussion of the grievance. The 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 party 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 orwritten 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.
20
Any suspension, demotion, or dismissal is under the jurisdiction of the Police and Fire Commission as
governed by the State Statute.
ARTICLE XXVI
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 incarporated 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 Shirts — Long or short sleeves
Three Seasons coat Sweatshirt
Shoes black— safety Belt— black leather
Other clothing items such as socks and undergarments shall be provided by the employee and be
100% cotton and compliant with Policy 1176.00.
Inventory items will consist of the following quantities:
4 - Trousers
6 - Uniform shirts/uniform t-shirts at least two of which shall be uniform shirts
1 - Pair- shoes/black - safety toe, same style, oxford or lace style boot
1 - Black belt/silver buckle
1 - Three Seasons coat
Up to 2 — uniform sweatshirt/job shirt
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 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.
21
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, furnish 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 finro 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 unitwill 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.
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.
23
ARTICLE XXIX
WAGES AND FRINGE BENEFITS
Wages reflected on attached salary schedule marked Exhibit A.
DURATION
This Agreement shall be effective on January 1, 2015 and shall remain in full force and effect until
and including December 31, 2017 and shall be automatically renewed from year to year unless
negotiations are instituted by August 1, 2017,AND THE FIRST DAY OF AUGUST of any subsequent
effective year of this agreement.
IN WITNESS WHEREOF,the parties hereto have executed this Agreement on this�_day of
� �,� , 2014.
BY:
CITY OF OSHKOSH INTERNATIONAL ASSOCIATION OF FIRE
FIGHTERS, LOC 316, OSHKOSH
� � �j�� ��
Mark A. Rohloff, City Manager Lo 316 esident
Attest: �
' cal 316 Secretary
l
e a . �, , ity Clerk
l� �: ��c��, L�j
I hereby certify that the necessary provisions Approved:
have been made to pay the liability which will
accrue under this contract.
ity Comptroller n A. Lorenson, ity Attorney
24
EXHIBIT A
WAGES AND FRINGE BENEFITS
Effective at the beginning of the pay period that includes January 1, 2015 (2.5%)
CLASS RNG RATE
Fire Captain 4 Biw. 2846.66
Mo. 6167.76
Fire Lieutenant 3 Biw. 2737.17
Fire Lieutenant Instr. Mo. 5930.54
Fire Lieutenant Inspector
Fire Equipment Operator 2 Biw. 2605.83
Mo. 5645.97
Firefighter 1 RATE-See A thru H below.
A B C D E F G H
Biw. 1673.62 1761.72 1885.78 2009.73 2133.72 2257.75 2381.70 2505.61
Mo. 3626.18 3817.06 4085.86 4354.42 4623.06 4891.79 5160.35 5428.82
Official Rates are Bi-weekly rates.
Movement on Pav Schedule
Employees hired on or before August 27,2012 shall progress from one step to the next every six(6)months based on their
anniversary date of hire.Employees hired after August 27,2012 shall progress from one step to the next every eighteen(18)
pay periods based on their anniversary date of hire.
I. Lonqevitv:
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, 15"', and 20th year of service
shall earn their longevity for that year on a prorated basis.
Employees who have attained five(5)and over years of service shall receive$72.02 payable the Frst 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(4-13-2004 City ratification date).
II. 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 Pav& 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.
* The salaries for the Captain and Lieutenant shall be increased by 1%effective pay period 1, 2011. At the same time,
the City will not require Captains and Lieutenants to maintain any level of an Emergency Medical Technician license and
25
the 1.1% premium pay associated with it shall cease.
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.
IV. Transport Pav:
Primary paramedics that transport a patient a distance of thirty(30)or more miles on a single incident shall receive an
additional stipend of$50.00.
V. Special Teams Pav:
Employees who meet department requirements and are assigned to the speciatty teams of Hazardous Materials,Dive
Rescue and Technical Rescue shall receive an annual stipend of$140 per team assignment subject to the following
conditions:
A. The City reserves the right to discontinue the stipend in the event grant money funding a team is reduced
or discontinued or for other reasons.
B. The stipend shall be paid after December 1 of each year, provided the member has participated in all
activities,completed all training and physical exam requirements, and has been an active member of the
team for the entire calendar year.
C. Members removed or who resign from a team during the calendar year or who fail to meet the
requirements for membership during the year shall not receive the stipend.
D. The City reserves the right to determine the qualifications required for each team and establish the number
of employees to be assigned to each team.
26
EXHIBIT A
WAGES AND FRINGE BENEFITS
Effective at the beginning of the pay period that includes January 1, 2016 (2.75%)
CLASS RNG RATE
Fire Captain 4 Biw. 2924.94
Mo. 6337.37
Fire Lieutenant 3 Biw. 2812.44
Fire Lieutenant Instr. Mo. 6093.62
Fire Lieutenant Inspector
Fire Equipment Operator 2 Biw. 2677.49
Mo. 5801.23
Firefighter 1 RATE-See A thru H below.
A B C D E F G H
Biw. 1719.64 1810.17 1937.64 2065.00 2192.40 2319.84 2447.20 2574.51
Mo. 3725.89 3922.04 4198.22 4474.17 475020 5026.32 530227 5578.11
Official Rates are Bi-weekly rates.
Movement on Pav Schedule
Employees hired on or before August 27,2012 shall progress from one step to the next every six(6)months based on their
anniversary date of hire.Employees hired afterAugust 27,2012 shall progress from one step to the next every eighteen(18)
pay periods based on their anniversary date of hire.
I. Longevitv:
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.
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(4-13-2004 City ratification date).
II. 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 Pav& 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.
" The salaries for the Captain and Lieutenant shall be increased by 1%effective pay period 1,2011. At the same time,
the City will not require Captains and Lieutenants to maintain any level of an Emergency Medical Technician license and
27
the 1.1% premium pay associated with it shall cease.
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.
IV. Transport Pav:
Primary paramedics that transport a patient a distance of thirty(30)or more miles on a single incident shall receive an
additional stipend of$50.00.
V. Special Teams Pav:
Employees who meet department requirements and are assigned to the specialty teams of Hazardous Materials,Dive
Rescue and Technical Rescue shall receive an annual stipend of$140 per team assignment subject to the following
conditions:
A. The City reserves the right to discontinue the stipend in the event grant money funding a team is reduced
or discontinued or for other reasons.
B. The stipend shall be paid after December 1 of each year, provided the member has participated in all
activities,completed all training and physical exam requirements, and has been an active member of the
team for the entire calendar year.
C. Members removed or who resign from a team during the calendar year or who fail to meet the
requirements for membership during the year shall not receive the stipend.
D. The City reserves the right to determine the qualifications required for each team and establish the number
of employees to be assigned to each team.
28
EXHIBIT A
WAGES AND FRINGE BENEFITS
Effective at the beginning of the pay period that includes January 1, 2017 (2.75%)
CLASS RNG RATE
Fire Captain 4 Biw. 3005.38
Mo. 6511.66
Fire Lieutenant 3 Biw. 2889.78
Fire Lieutenant Instr. Mo. 6261.19
Fire Lieutenant Inspector
Fire Equipment Operator 2 Biw. 2751.12
Mo. 5960.76
Firefighter 1 RATE-See A thru H below.
A B C D E F G H
Biw. 1766.93 1859.95 1990.93 2121.79 2252.69 2383.64 2514.50 2645.31
Mo. 3828.35 4029.89 4313.68 4597.21 4880.83 5164.55 5448.08 5731.51
Official Rates are Bi-weekly rates.
Movement on Pav Schedule
Employees hired on or before August 27,2012 shall progress from one step to the next every six(6)months based on their
anniversary date of hire. Employees hired after August 27,2012 shall progress from one step to the next every eighteen(18)
pay periods based on their anniversary date of hire.
I. LonQevitv:
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
shal�earn their longevity for that year on a prorated basis.
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(4-13-2004 City ratification date).
II. 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 Pav& 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.
" The salaries for the Captain and Lieutenant shall be increased by 1%effective pay period 1,2011. At the same time,
the City will not require Captains and Lieutenants to maintain any level of an Emergency Medical Technician license and
29
the 1.1% premium pay associated with it shall cease.
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.
IV. Transport Pav:
Primary paramedics that transport a patient a distance of thirty(30)or more miles on a single incident shall receive an
additional stipend of$50.00.
V. Special Teams Pav:
Employees who meet department requirements and are assigned to the specialty teams of Hazardous Materials, Dive
Rescue and Technical Rescue shall receive an annual stipend of$140 per team assignment subject to the following
conditions:
A. The City reserves the right to discontinue the stipend in the event grant money funding a team is reduced
or discontinued or for other reasons.
B. The stipend shall be paid after December 1 of each year, provided the member has participated in all
activities, completed all training and physical exam requirements, and has been an active member of the
team for the entire calendar year.
C. Members removed or who resign from a team during the calendar year or who fail to meet the
requirements for membership during the year shall not receive the stipend.
D. The City reserves the right to determine the qualifications required for each team and establish the number
of employees to be assigned to each team.
30