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Home My WebLink AboutIAFF LOCAL 437, 1999-2001 . . HUMAN RESOURCES DEPARTMENT. Charlotte Belmore Barbara Forbes Jim Meith 239 4th Street. Bremerton, WA 98337. (360) 478-5846 . FAX (360) 478-5161 JOB LINE (360) 478-5241 . E-MAIL: humanresources@ci.bremerton.wa.us LETTER OF UNDERSTANDING This Letter of Understanding is agreed to pursuant to Article 22.2 of the Labor Agreement between the City of Bremerton and the International Association of Fire Fighters Local 437. ARTICLE 6 IS HEREBY AMENDED AS FOLLOWS: 6.1 NORMAL HOURS OF WORK: Tho normal hours ofvlOrk for shift porsonnol shall bo on aT/orago of 50.65 hours por wook. Pursuant to section 207(1<:) of the FLSA, the work period for shift personnel is 27 days. This work period cycle will commence May 1, 1999. All shift personnel that have been employed for at least two years as of May 1, 1999 will be credited with 24 hours of compensatory time, provided it does not exceed 314 hours accumulated compensatorY~ time. All time abovt;l 314 hours will be paid at the employee's hourly rate. Those with less than two years will have the time pro-rated. The normal hours of work for non-shift personnel will be 40 hours per week. 6.3 SHIFT WORK SCHEDULES, add: Effective January 1,2000, Kelly Days will be every ninth scheduled shift. All other provisions of the Labor Agreement apply in all respects. FOR THE CITY: FOR THE INTERNATIONAL ASSOCIATION OF.FIRE FIGHTERS LOCAL #437 1M EITH Human Resources Manager ~/fft~ PATRICK M. McGANNE President AL~~DU~~ Fire Chief ~. TODD D. THORSEN Vice President . . HUMAN RESOURCES DEPARTMENT Charlotte Belmore Barbara Forbes Jim Meith 239 4th Street. Bremerton, WA 98337. (360) 478-5846 . FAX (360) 478-5161 JOB LINE (360) 478-5241 . E-MAIL: humanresources@ci.bremerton.wa.us LETTER OF UNDERSTANDING This Letter of Understanding is agreed to pursuant to Article 22.2 of the Labor Agreement between the City ofBremerton and the International Association of Fire Fighters Local 437. The following is hereby added to the Agreement by and between the City of Bremerton and the International Association of Fire Fighters, Local 437. 15.8.7 Promotions from Fire Fighter to Paramedic/Fire Fighter: A Fire Fighter may be promoted to ParamedicIFire Fighter under the following conditions: 1. The employee must successfully complete a Paramedic training program approved by the Fire Chief. 2. The employee must have a Fire Fighter/Paramedic Certificate issued by the Kit~ap County Medical Program Director. 3. The Fire Chief must approve the promotion. The promotion will take effect on the first day of the pay period after meeting the above conditions. For promotions after May 1, 1999, the employee's step increase date will be changed to the effective date of the promotion. All other provisions of the Labor Agreement apply in all respects. FOR THE CITY: FOR THE INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS LOCAL #437 ~~Ak~ )--- PATRICK M. McGANNEY~ President (L~ / - ALLISON DUKE II Fire Chief TODD D. THORSEN Vice President . . AGREEMENT BY AND BETWEEN CITY OF BREMERTON O~ ..' . . .". ~ ~ . ,.. .. .. ~ ~ .. ... ~ ~ ~~~. . . INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS lOCAL 437 JANUARY 1,1999 THROUGH DECEMBER 31,2001 . . TABLE OF CONTENTS TO THE COLLECTIVE BARGAINING AGREEMENT BY AND BETWEEN CITY OF BREMERTON J AND INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS LOCAL 437 JANUARY 1,1999 THROUGH DECEMBER 31,2001 PREAMBLE..... ... ........ ..... ....... ......... ............. ............. ....... ..... ......... ........ ...... ...... ..................................... .... 3 ARTICLE 1 NON-DISCRIMINATION ........................................................................................ 3 ARTICLE 2 RECOGNITION........................................... ..,................................ ......... ................ 3 , ARTICLE 3 UNION DUES................................................ ................................. ................ ......... 3 ARTICLE 4 UNION ACCESS.....~......................... ......... ... .............. ... ... ............. ....... ..... ............. 4 ARTICLE 5 WAGES........................................... ........................................................................ 5 ARTICLE 6 HOURS OF WORK............. ......... ..... ............ .............. .............. ........ ..... ........... ...... 6 ARTICLE 7 OVERTIME.................................................................................................... ......... 8 ARTICLE 8 VACATION LEAVE............................................................................................... 10 ARTICLE 9 HOLIDAyS.............. .....-...................... ...................................................... ............. 12 ARTICLE 10 SICK LEA VEAND INDUSTRIAL DiSABILITy..................................................... 12 ARTICLE 11 OTHER LEAVE..................................................................................................... 15 ARTICLE 12 RETIREMENT BENEFITS...... ....... ............:.............................................. ............ 16 ARTICLE 13 I NSU RANCE BEN EFITS ...................................................................................... 16 ARTICLE 14 CLOTHING AND UNIFORM CLEANING ALLOWANCE ..................................... 17 ARTICLE 15 PERSONNEL PRACTICES ....................................................................,.............. 17 ARTICLE 16 GRI EV ANCE PROCEDURE........................................................... ..... .......~......... 21 ARTICLE 17 SEVERABILITy............................................................................. ........................ 22 ARTICLE 18 ENTIRE AGREEMENT........................................ .,................................................ 22 ARTICLE 19 CON FLlCTING PROViSiONS.............................................................................. 23 ARTICLE 20 DRUG FREE WORKPLACE ................................................................................23 ARTICLE 21 DEFERRED COMPENSATION.. ........... ............. ....... ............... ............................ 27 ARTICLE 22 LABOR MANAGEMENT COMMITTEE ................................................................ 27 ARTICLE 23 TEMPORARY FIREFIGHTER PROGRAM ....................;..................................... 28 ARTICLE 24 PHYSICAL FITNESS PROGRAM ........................................................................28 ARTICLE 25 TOBACCO FREE WORK PLACE ...:....................................:............................... 28 ARTICLE 26 DISCIPLINARY ACTION ..................................................................................... 28 ARTICLE 27 TERM..................,........................................... ............................. ............. ............. 28 APPEN D IX A............................................................................................................................................ 29 COLLECTIVE BARGAINING AGREEMENT CITY OF BREMERTON / IAFF LOCAL 437 March 25, 1999 PAGE 2 . . LABOR AGREEMENT BY AND BETWEEN THE CITY OF BREMERTON AND INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS LOCAL 437 JANUARY 1,1999 THROUGH DECEMBER 31,2001 PREAMBLE This Agreement is made and entered into pursuant to the provisions of RCW Chapter 41.56 by and between the City of Bremerton, a municipal corporation of the State of Washington, hereinafter known as the "City", and the International Association of Fire Fighters, Local No. 437, hereinafter known as the "Union" for the purpose of setting forth the wages, hours and working conditions which shall be in effect during the term of this agreement for employees included in the bargaining unit described in Article 2 below. ARTICLE 1 NON-DISCRIMINATION 1.1 NON-DISCRIMINATORY ApPLICATION: The provisions of this Agreement shall be applied equally to all employees in the bargaining unit without discrimination as to age, sex, marital status, race, color, creed, religion, national origin, political affiliation; or mental, physical or sensory handicap, unless based upon a bona fide occupational qualification. 1.2 DISCRIMINATION ALLEGATIONS: An employee who believes that he or she has been the subject of unlawful discrimination prohibited in Section 1.1 above shall seek relief through the appropriate local, state, or federal agency charged with investigating such matters and shall not process such complaints through the Grievance Procedure of this Agreement. 1.3 NON-DISCRIMINATION - UNION ACTIVITY: The provisions of this Agreement shall be applied equally to all employees in the bargaining unit without discrimination as to Union affiliation or activity or lack thereof. The City and the Union shall each be responsible for complying with this provision. An employee who believes that he or she has been subject to discriminatory treatment prohibited by this provision may process such an allegation through the Grievance Procedure of this Agreement. ARTICLE 2 RECOGNITION 2.1 The City recognizes the Union as the sole and exclusive bargaining representative for the purpose of negotiations concerning wages, hours and working conditions for all employees in classifications set forth in Appendix A and such classifications as may be added to the bargaining unit during the term of this Agreement. ARTICLE 3 UNION DUES 3.1 DUES DEDUCTIONS: The City will deduct monthly Union dues and initiation fees uniformly required of membership from the pay of those employees who provide written authorization to COLLECTIVE BARGAINING AGREEMENT CITY OF BREMERTON / IAFF LOCAL 437 March 25, 1999 PAGE 3 . . the City to make such deductions. The City will transmit the total amount of deductions to the Treasurer of the Union. 3.2 DURATION OF AUTHORIZATION: Written employee authorizations will remain in effect during the term of this Agreement unless an employee revokes authorization by providing written notice to the City. The City will notify the Union of all revoked authorizations received by the City. 3.3 EQUIVALENT DUES PAYMENT: An employee who revokes his or her written authorization to deduct dues or who refuses to join the Union shall contribute an amount equivalent to regular Union' dues and initiation fees to a non-religious charity or to a religious organization mutually agreed to by the Union and the employee. The employee shall provide written evidence to the Union that such contributions have been made. 3.4 INDEMNIFICATION: The Union shall indemnify and hold the City harmless from any and all liability resulting from the administration of this Article. ARTICLE 4 UNION ACCESS 4.1 CONDUCT OF UNION BUSINESS: Union business, such as handling grievances and other legitimate routine matters, may be conducted on Fire Department premises, provided that such business does not interfere with Fire Department operations and is authorized by the Fire Chief. Scheduled Union meetings may be held in Fire Department facilities provided that such meetings do not interfere with Fire Department emergency operations. 4.2 UNION REPRESENTATIVES: The Union shall provide written notice to the City of the names of the officials authorized to represent the Union immediately upon their election or appointment The City will provide reasonable access to City premises to such authorized representatives for the purpose of handling grievances and other legitimate Union business, provided that such access does not interfere with the work and duties of Union employee representatives or of other on- duty employees. 4.3 UNION REPRESENTATIVES RELEASE TIME: The fire chief or designee shall grant the three primary officers time off with pay not to exceed 72 hours each, annually for the following meetings and conferences: WSCFF Legislative WSCFF Spring Education Seminar WSCFF Annual Convention IAFF Bi-annual Conference (President only) 4.4 UNION BULLETIN BOARDS: The City will permit the Union to place one (1) bulletin board for Union use at a designated location at each fire station. No materials shall be posted except notices of meetings and elections, results of elections, changes in Union bylaws, notices of employee social occasions and similar Union notices, letters, and memoranda. The City shall provide a designated, mutually agreeable accessible and convenient location for ,installation of bulletin boards at each fire station. The Union will purchase uniform, jointly specified bulletin boards for each station. The bulletin boards will be for the exclusive use of the union. Only those items speCifically approved by the union will be posted. COLLECTIVE BARGAINING AGREEMENT CITY OF BREMERTON / IAFF LOCAL 437 March 25, 1999 PAGE 4 . . ARTICLE 5 WAGES 5.1 Wages shall be as stated in Appendix A, which reflects an increase of 3.25% over 1998 wages. Advancement through the wage rates from the First Step through the Final Step of the longevity scale will occur upon completion of the prescribed number of full year(s) of continuous employment since the employee's last wage placement, provided, the City may withhold a step increase for work performance that does not "meet expectations". A step increase can be withheld for a maximum of six months, during which time the employee will receive monthly evaluations. The denial of a step increase is subject to the grievance procedure. In the event an employee is on approved leave of absence without pay, the employee's next wage step advancement date will be extended by the actual number of days the employee was absent on such leave. 5.1.1 A new employee's wage rate shall be set at the first year step except that a new employee who has prior paid work experience as a full time Firefighter or Firefighter/Paramedic in a fire service which operates a full time emergency fire/medical response service using paid employees, may have his or her wage rate set at the second year or third year step based upon relevant years and type of prior experience. Placement at second or third year steps shall be determined by a review committee consisting of two (2) chief officers and one (1) Union representative. 5.1 :1.1 A Fire Fighter Paramedic with no experience shall be set at the first year step. A Fire Fighter Paramedic with one (1) year minimum paid fire experience shall be set at second year step, with their 3rd year step in six (6) months at the discretion of the Fire Chief. 5.1.1.2 A Firefighter/EMT with no experience shall b~ set at the first year step. A Fire Fighter/EMT with one (1) year paid experience shall be set at second year step, with 3rd step in six months at the discretion of the Fire Chief. 5.1.1.3 Any variation from the above will be subject to the review committee per the Labor Agreement Article 5.1.1. 5.1.2 FIRE PREVENTION: An employee who is assigned to perform fire prevention work shall be compensated at the Firefighter/Fire Prevention base wage rate prescribed in Appendix A for the duration of the assignment. 5.1.3 EQUIPMENT OR SELF-CONTAINED BREATHING ApPARATUS (SCBA) MAINTENANCE: An employee who is assigned to perform either equipment maintenance work or SCBA maintenance work shall be compensated at the 'Firefighter/Equipment Maintenance base wage rate prescribed in Appendix A for the duration of the assignment. 5.2 ACTING OFFICERS: An employee who serves as an Acting Officer for a twenty-four (24) hour shift or the majority thereof shall be compensated as per section 5.2.1 In order to be eligible for serving as an Acting Officer, an employee must be listed on the City's current appropriate eligible register and must volunteer for the assignment. The use of Acting Officers will not be used as a permanent alternative for hiring a full complement of officers. At least one officer on duty must be regularly appointed to the position. In the event that two (2) acting Lieutenants are on duty with a regular Lieutenant, the regularly appointed Lieutenant shall be assigned to COLLECTIVE BARGAINING AGREEMENT CITY OF BREMERTON IIAFF LOCAL 437 March 25, 1999 PAGE 5 . . Station 1. In the event that there is not a current register, the previous register will be used to determine eligibility. Under no circumstances will an expired register be used for promotions. 5.2.1 Acting Officers Compensation: o through 1 hour After 1 through 4 hours After 4 through 12 hours After 12 through 24 hours No Compensation 1 hour of overtime 2 hours of overtime 2.5 Hours of overtime 5.3 In the event an employee is assigned to the Washington State Fire Service Training Center to be an instructor, the following provisions shall apply for the term of the assignment: 5.3.1 The employee who is at' the rank of Firefighter, Firefighter/Maintenance and/or Firefighter/Paramedic, shall have their compensation increased to Lieutenant. 5.3.2 If the employe~ is at the rank of Lieutenant, shall have their compensation increased to Captain. 5.3.3 If the employee is at the rank of Captain, Captain Medical Officer and/or Captain Fire Marshal, their compensation shall not be increased.. 5.4 Effective January 1 2000, the wage rates set forth in Appendix A shall be adjusted by 90% of the Seattle Tacoma Bremerton CPI-W June 1998 :- June 1999 Index with a minimum adjustment of 3% and a maximum adjustment of 6%. Should the CPI increase beyond 8%. or decrease below 1 %, then either party may open wages for renegotiations. 5.5 Effective January 1 2001, the wage rates set forth in Appendix A shall be adjusted by 90% of the Seattle Tacoma Bremerton CPI-W June 1999 - June 2000 Index with a minimum adjustment of 3% and a maximum adjustment of 6%. Should the CPI increase beyond 8% or decrease below 1 %, then either party may open wages for renegotiations. 5.6 Effective 1-1-00 a sixth step will be added to Appendix "A" for Fire Fighter/Paramedic. To be eligible for this step the employee must have completed ten years continuous service as a Fire Fighter/Paramedic with the City. The sixth step will be two and one half percent (2.5%) above the fifth step. 5.7 Employees hired after the effective date of this agreement, will utilize automatic deposit of their paychecks. ARTICLE 6 HOURS OF WORK 6.1 NORMAL HOURS OF WORK: The normal hours of work for shift personnel shall be an average of 50.65 hours per week. 6.2 The normal hours of work for non-shift personnel shall be 40 hours per week. COLLECTIVE BARGAINING AGREEMENT CITY OF BREMERTON IIAFF LOCAL 437 March 25, 1999 PAGE 6 . . 6.3 SHIFT WORK SCHEDULES: On or about January 1, shift personnel shall be assigned to one of three shifts: A B or C. A shift assignment for an employee shall be worked as one (1) day on duty followed by two (2) days off duty and continuing in that pattern for a period of nine (9) consecutive on-duty shifts; provided this shall not apply to shift transfers. The next immediately scheduled shift shall be an off-duty Kelly day (10th scheduled shift). Shift hours begin at 0800 hours and conclude at 0800 hours each day. Non-shift personnel shall normally be scheduled to work Monday through Friday during such hours as are assigned by the Fire Chief. 6.4 BEGINNING OF YEAR TRANSFERS: The Fire Chief may transfer as many employees as the Chief deems appropriate from one shift or non-shift assignment to another at the beginning of each . calendar year. The Chiefshall provide fifteen (15) days notice of all such transfers. 6.4.1 MID-YEAR TRANSFERS: During the calendar year, the Fire Chief may transfer each non- probationary employee once from one shift or non-shift assignment to another as a permanent assignment or may transfer each non-probationary employee once on a temporary basis to another shift or non-shift assignment and subsequently return the employee to his or her original assignment. The Fire Chief shall provide reasonable prior notice to a transferred employee, provided that emergency transfers shall be accomplished with such prior notice as is feasible under the circumstances. An unlimited number of mid-year transfers of non-probationary employees which are mutually agreed-to in writing between the Fire Chief and the employee are permitted. The Fire Chief may transfer each probationary employee an unlimited number of times from one shift or non-shift assignment to.another during the period of probation. 6.5 SHIFT AND/OR KELLY DAY EXCHANGES: An employee who has completed six (6) full months of employment with the Department may exchange full or partial shifts or full Kelly Days with another employee of the same permanentrank when: 6.5.1 the change does not interfere with the duties and responsibilities of the employees in their positions, and 6.5.2 provided that the immediate supervisors of such employees find that no such interference will occur as the result of a mutually agreeable exchange. 6.5.3 Shift and/or Kelly Day exchanges in excess of twelve (12) per calendar year require the prior approval of the Fire Chief or designee. The Fire Chief may overrule the findings of immediate supervisors in the event that the Department's service or training needs require specific employees to be on duty during their assigned shifts. Full Kelly Day exchanges may be granted to employees of unequal permanent rank who have obtained the prior approval of the Fire Chief or the Chiefs designee. Shift exchanges shall be considered as substitutions under FLSA 29 U.S.C. 207 (p), and the City shall have no obligation to keep records of such exchanges nor to revise hours of work to reflect the substitutions. 6.5.4 In the event an employee is unable to work a shift exchange for any reason (Le., sick leave, emergency leave, bereavement leave,jury duty, witness and military duty leave), the employee shall be responsible to "pay back" the time within ninety (90) days. COLLECTIVE BARGAINING AGREEMENT CITY OF BREMERTON IIAFF LOCAL 437 March 25, 1999 PAGE 7 . . ARTICLE 7 OVERTIME 7.1 . OVERTIME DEFINED: Overtime is all required and authorized work performed in excess of an employee's normal work schedule. .Overtime includes required training, instruction, equipmenVSCBA repair, callback and other such work which is required and authorized by the City and is performed during an employee's normally scheduled off-duty time. 7.2 OVERTIME COMPENSATION: Overtime work shall be compensated at the rate of one-and-one-half (1-1/2) times an employee's hourly rate in cash or in compensatory time. The form of overtime compensation shall be at the election of the employee unless otherwise expressly provided by the terms of this Article. 7.3 HOURLY RATE DEFINED - SHIFT: A shift employee's hourly rate shall be computed as follows: Semi-monthly wage rate mUltiplied by twenty-four (24) pay periods. The result shall be divided by the result of fifty-two (52) weeks multiplied by the annual average hours per week for shift employees. 7.4 HOURLY RATE DEFINED - NON SHIFT: A non-shift employee's hourly rate shall be computed as follows: Semi-monthly wage rate multiplied by twenty-four (24) pay periods. The result shall be divided by the result of fifty-two (52) weeks multiplied by forty (40) average hours per week for non-shift employees. 7.5 CALL BACK OVERTIME: In the event an employee who has left the workplace is called back to duty for a period of time which is less than two (2) hours, the employee shall receive a minimum of two (2) hours of overtime compensation. After contact, if the employee is unable to report to work within sixty (60) minutes their position on the callback list shall be passed over without being charged an overtime opportunity. 7.5.1 In the event an employee is held over after the expiration of his or her normal duty shift, the employee shall be compensated at the overtime rate for time held over. 7.6 COURT AND/OR SUBPOENAED ApPEARANCES: An employee who appears in Court in a case which involves the City, or responds to a subpoel!a on behalf of the City on off-duty time shall receive a minimum of two (2) hours of overtime compensation for such appearances. 7.7 ON CALL FIRE INSPECTOR/DUTY CHIEF: An employee who is assigned to serve as Fire Inspector/Duty Chief On Call shall receive eight (8) hours of compensatory time at time-and- one-half for each seven (7) day period so served. Such compensatory time shall be taken . within one (1) month of the end of the pay period in which it was earned. In the event that an On Call Fire Inspector/Duty Chief is called out, the employee shall receive a minimum of two (2) hours of overtime pay at time-and-one-half for each call out. 7.8 LIMITATION OF COMPENSATORY TIME: A non-shift employee may accumulate up to two hundred forty (240) hours, and a shift employee may accumulate up to three hundred fourteen (314) hours of compensatory time. Compensatory time shall be taken by mutual agreement of the employee and the Fire Chief. An employee may request the Fire Chief to approve cash payment for accumulated compensatory time. Upon receipt of such approval, compensatory time shall be paid out at the employee's hourly rate for each hour of compensatory time converted to cash. . COLLECTIVE BARGAINING AGREEMENT CITY OF BREMERTON IIAFF LOCAL 437 April 5, 1999 PAGE 8 . . 7.9 SCHEDULE CHANGE BALANCE ADJUSTMENT: In the event an employee's normal hours of work are permanently changed from a non-shift to a shift schedule, the employee's accrued compensatory time hours upon the'date of change shall be increased as follows: Accrued Hours X 1.5 = Employee's accrued compensatory time balance. In the event an employee's normal hours of work are permanently changed from a shift schedule to a non-shift schedule, the employee's accrued compensatory time hours upon the date of change $hall be decreased as follows: Accrued hours divided by 1.5. 7.10 OVERTIME WORK ASSIGNMENTS: Overtime work will be assigned to employees on the basis of the Fire Service and Emergency Medical Service needs. Overtime will be offered to employees by classification or by possession ofthe special skills required to provide coverage of needed services. A minimum strength of three (3) officers/acting officers, two (2) Paramedics and six (6) Firefighters will be used asa guideline in considering overtime assignments. 7.10.1 Callbacks for overtime shall be made from the overtime callback chart. The order of callback shall begin with the employee who holds the same rank as is needed to maintain minimum on- duty strength and who has been presented with the least number of opportunities to work overtime and shall proceed through the callback chart on that basis until an employee holding the appropriate rank agrees to work. In the event no employee of the same rank is available to work, the order of callback shall proceed to the employee who has been presented with the least number of opportunities to work overtime, regardless of rank, and shall proceed through , the callback chart on that basis until an employee agrees to work or is ordered to work in accord with the provisions of this section. In the event that two or more employees have had an equal number of opportunities to work overtime, the most senior employee shall be called first. 7.10.2 Upon personally contacting an employee with an offer of overtime work, the contact shall be . noted on the overtime card file, which shall be used to maintain records of calls made and responses received. An employee who refuses an offer of overtime work shall have his or her record reflect the fact that an overtime opportunity was presented and refused by the employee. In the event an employee is presented with an opportunity to work overtime for a partial shift, each opportunity of fifteen consecutive (15) hours shall be considered an overtime work opportunity. Upon contacting an employee with an offer of overtime work, the contact shall be noted on the overtime card file, which shall be used to maintain records of calls made and responses received. An employee who refuses an offer of overtime work shall have his or her record reflect the fact that an overtime opportunity was presented and refused by the employee. 7.10.3 Upon receiving an offer of overtime work, an employee may decide to refuse the first offeror work the overtime. Each acceptance and the second refusal shall be recorded as an opportunity to work overtime. One (1) pass per twenty four (24) hour period. 7.10.4 An on-duty employee or an employee who refuses an overtime work opportunity which occurs during: the employee's paid leave cycle, during a shift trade cycle, during a Kelly Day cycle, Labor Conferences/Negotiations for the Union Executive Board or during an employee's scheduled education time shall not have the offer recorded as an opportunity refused on his or her record. 7.10.5 In the event that no employee accepts an offer to work overtime after completing one full rotation through the overtime chart, the first employee contacted on the second time. through the rotation COLLECTIVE BARGAINING AGREEMENT CITY OF BREMERTON IIAFF LOCAL 437 March 25, 1999 PAGE 9 . . shall be ordered to work the overtime provided that such an employee is not on a paid leave cycle, on a shift trade cycle, on a Kelly Day cycle, Labor Conferences/Negotiations for the Union Executive Board or on an employee's scheduled education time. 7.10.6 Overtime on Christmas day shall not be counted as an overtime opportunity. All other overtime provisions shall apply. 7.11 EMERGENCY CALL BACK: Notwithstanding the provisions of Section 7.9 above, the Fire Chief or the Chiefs designee may order personnel back to work. for the purpose of responding to emergencies in such numbers and by using such methods as the Chief or the Chiefs designee deems appropriate to the circumstances. ARTICLE 8 VACATION LEAVE 8.1 VACATION ACCRUAL: Employees shall accrue vacation time with pay for all regular time pursuant to the following schedule: . Full Time Emplovment Hours Accrued/ Pay Period (Non-Shift Personnel) Hours Accrued/ Pay Period (Shift Personnel) Date of Hire through 5 years 6th year through 10th Yr 11 th through 15th Yr 16th through 20th Yr 21 st year and after 4.333 hours . 5.666 hours 7.333 hours 8.600 hours 8.666 hours 6.066 hours 7.933 hours 10.266 hours 12.040 hours 12.133 hours 8.2 VACATION ELIGIBILITY: An employee becomes eligible to take accrued vacation time upon completion of six (6) months of continuous employment. In the event an employee resigns or is discharged prior to the completion of six (6) full months of employment, any accrued vacation shall be forfeited. Vacation time must be fully accrued prior to the time an employee takes any vacation time off. . 8.3 VACATION SCHEDULING: Annual vacation leave shall ~e authorized by the Fire Chief or the Chiefs designee. Non-shift personnel shall schedule vacation leave by mutual agreement of the employee and the Fire Chief or the Chiefs designee. Shift employees shall select their vacation choices by seniority within shift assignment and through application of the following rules: 8.3.1 A scheduled vacation shall be taken in a minimum of eight (8) hour blocks. "Same day" vacation requests shall be taken in a minimum of one (1) hour increments. Full shift shall have priority on same day vacation. 8.3.2 Each employee may select a vacation consisting of nine (9) connected twenty-four (24) hour shifts plus the employee's regularly scheduled Kelly Day. Two vacation slots and unused Kelly Days shall be available for pre-selection for each day of the year from which selections can be made. In order to get an additional Kelly Day scheduled in connection with a vacation period, an employee must arrange a mutually agreeable shift trade with another employee. Same day selection of vacation slots will not be available if the shift is at a minimum. COLLECTIVE BARGAINING AGREEMENT CITY OF BREMERTON / IAFF LOCAL 437 March 25, 1999 PAGE 10 . . 8.3.3 Vacation selections will begin December 1 st for the following calendar year, and each on duty employee will be provided up to one (1) shift to make his or her selections. Any selection not completed within the ailotted time shall constitute a pass. Vacation selections shall continue through seniority rotation until all employees have selected all shifts they intend to take during the next calendar year, but in no event later than March 31st. An employee may request vacation time during the calendar year, providing a vacation slot(s) is available and providing that the shift is not at a minimum on a same day selection. 8.3.4 In the event a vacation selection which has been made and approved is subsequently canceled by an employee, the vacation selection so canceled shall be made available for selection to other employees as soon as feasible and providing that the shift is not at a minimum on a same day selection. The canceled vacation slot shall be selected by lot one shift at a time. 8.4 MAXIMUM VACATION ACCRUAL: The maximum number of vacation accrual hours that any employee shall be allowed to carry forward from one calendar year to the next is as follows: Years of Continuous Employment Non-shift Personnel Maximum Balance Shift personnel Maximum Balance o through Five (5) years More than Five (5) years 160 hours 240 hours 210 hours 315 hours 8.4.1 In the event an employee has been prohibited from taking sufficient vacation time to reduce his or her vacation balance to the maximum allowable carryover at the end of a calendar year, the excess hours shall be paid out in cash at the employee's straight time hourly rate, unless the Mayor approves an extension of the time period beyond the end of the calendar year during which the employee must take all vacation hours which exceed the maximum allowable carryover. An employee who fails to request scheduled vacation time during the year and whose accrued vacation hours exceed the maximum carryover balance at the end of the calendar year shall forfeit such excess vacation hours. 8.5 SCHEDULE CHANGE BALANCE ADJUSTMENT: In the event an employee's normal hours of work are permanently changed from a non-shift schedule to a shift schedule, the employee's accrued vacation hours upon the date of change shall be increased as follows: Accrued Hours X 1.5 = Employee's accrued vacation hours balance. In the event an employee's normal hours of work are permanently changed from a shift schedule to a non-shift schedule, the employee's vacation hours upon the date of change shall be decreased as follows: Accrued Hours/1.5 = Employee's Vacation Balance. 8.6 VACATION BUY-BACK: Upon the approval of the Fire Chief, an employee may receive cash compensation at the employee's straight time hourly rate for any accrued and unused vacation time. 8.7. VACATION PAy-OUT: Upon the retirement or termination of an employee who has served six (6) continuous full months of employment or more, or upon the date of an employee's disability retirement, the accrued vacation hours of such an employee will be paid to the employee in a cash lump sum payment. COLLECTIVE BARGAINING AGREEMENT CITY OF BREMERTON IIAFF LOCAL 437 March 25, 1999 PAGE 11 . . ARTICLE 9 HOLIDAYS 9.1 HOLIDAYS OBSERVED: The following holidays shall be observed by the City: New Year's Day Martin Luther King's Birthday President's Day Memorial Day Independence Day Labor Day Veteran's Day Thanksgiving Day Day after Thanksgiving Christmas 9.1.1 In addition, any other holiday proclaimed by the federal or state government, provided that the City takes official action to have such holiday also observed by the City. 9.1.2 FLOATING HOLIDAY: Each employee shall be allowed one additional holiday to be observed by the employee onaday mutually agreeable to the employee and the Fire Chief. 9.1.3 HOLIDAY COMPENSATION FOR NON-SHIFT PERSONNEL: Non-shift personnel shall receive eight (8) hours of time off with pay for each holiday observed by the City and for a floating holiday of each employee's choice. If a holiday observed by the City falls on a Saturday, the holiday will be observed on the preceding Friday. If a holiday falls on a Sunday, the holiday will be observed on the following Monday. 9.1.4 HOLIDAY COMPENSATION FOR SHIFT PERSONNEL: Shift personnel shall receive 3.666 hours added to their vacation leave accrual rate per pay period in lieu of all holidays. Accumulation and taking time off in lieu of holidays shall be accomplished in accordance with vacation leave provisions. set forth .in Article 8. In lieu of extra compensation for working New Years, Memorial Day, Independence Day, Labor Day, Thanksgiving and Christmas the following will apply: The City will pay 24 hours of straight time pay: at 4th step Fire Fighter rate .in 1999; at 5th step Fire Fighter rate in 2000 and 2001; so long as the employee is on the payroll on 10/31 of the year and has been working in a 24 hour shift position for 6 months during that calendar year. The 24 hours' pay will be included in the 11/7 paycheck each year. 9.1.5 SCHEDULE CHANGE BALANCE ADJUSTMENT: In the event an employee's normal hours of work are permanently changed from a non-shift schedule to a shift schedule, the employee's accrued vacation hours upon the date of change shall be increased as follows: Accrued Hours X 1.5 = Employee's accrued vacation hours balance. In the event an employee's normal hours of work are permanently changed from a shift'schedule to a non-shift schedule, the employee's vacation hours upon the date of change shall be decreased as follows: Accrued Hours/1.5 = Employee's Vacation Balance. ARTICLE 10 SICK LEAVE AND INDUSTRIAL DISABILITY 10.1 SICK LEAVE ACCRUAL: Non-shift employees shall accrue sick leave time with pay at the rate of four (4) hours for each regularly scheduled pay period. Partial pay periods will be pro-rated to the closest full hour. The annual accrual for shift personnel will be five and one-quarter (5.25) hours per pay period. Partial pay periods will be pro-rated to the closest full hour. 10.2 Shared Vacation/Compensatory Leave - Shared leave permits employees, at no additional cost to the City other than the costs of administering the program, to aid a fellow employee who is COLLECTIVE BARGAINING AGREEMENT CITY OF BREMERTON IIAFF LOCAL 437 March 25, 1999 PAGE 12 . . suffering from an extraordinary or severe illness, injury, impairment, physical or mental condition which has caused or is likely to cause the employee to take leave without payor to terminate his or her employment prior to a determination that the .affected employee is not expected to recover to an extent that will enable the employee to resume his or her normal duties or the duties of another position with the City or another employer. 10.3 Eligibility - An employee who (1) is suffering from an illness or injury causing his or her extended absence from work, and (2) who has depleted or will shortly deplete his or her total available accrued compensatory time and paid vacation, sick and floating holiday leave, may request shared vacation/compensatory leave donations. 10.4 Criteria for Approval - A request for shared vacation/compensatory leave donations is to be submitted to the requesting employee's Department Head accompanied with medical documentation verifying the medical condition requiring the need for leave and the time period during which the employee can reasonably be expected to be absent from work due to the condition. Upon verifying that the requesting employee meets all of the eligibility requirements above and upon determining that the medical documentation received provides appropriate verification of the medical condition and time period involved, the Department Head will recommend the employee's request for shared vacation leave donations be approved by the Mayor. The Mayor will review the request to assure that all of the requirements set forth in this subsection have been met and, if so, will approve the employee's request for vacation/compensatory leave donations. 10.5 Conditions of Donation - An employee who desires to donate accrued vacation/compensatory leave to a donee employee will do so voluntarily. Donations will be made in one hour increments. The employee who donates vacation/compensatory leave will fill out the form relinquishing his or her vested right to the donated leave as prescribed by the City and submit the form to his or her DepartmentHead. Upon approval of his or her Department Head, the donated vacation/compensatory leave will be transferred to the donee employee's vacation/compensatory leave balance with the next payroll report. Once so transferred, the donated vacation/compensatory leave becomes a vested right of the employee to whom it was donated and will not revert back to the donor employee under any circumstance. 10.6 Use of Donated Leave -' An employee who has received donated shared vacation/compensatory leave will be able to use the leave in the same manner as if he or she had personally accrued the leave provided that the use of or payment for the leave is in conformance with the provisions of this Article. 10.7 SCHEDULE CHANGE BALANCE ADJUSTMENT: In the event an employee's. normal hours of work are permanently changed from a non-shift schedule to a shift schedule, the employee's accrued vacation hours upon the date of change shall be increased as follows: Accrued Hours X 1.5 = Employee's accrued vacation hours balance. In the event an employee's normal hours of work are permanently changed from a shift schedule, to a non-shift schedule, the employee's vacation hours upon the date of change shall be decreased as follows: Accrued Hours/1.5 = Employee's Vacation Balance. 10.8 MAXIMUM SICK LEAVE ACCRUAL: Non-shift personnel shall be able to accrue sick leave to a maximum of nine hundred sixty (960) hours. Shift personnel shall be able to accrue sick leave to a maximum of fourteen hundred forty (1440) hours. COLLECTIVE BARGAINING AGREEMENT CITY OF BREMERTON IIAFF LOCAL 437 March 25, 1999 PAGE 13 . . 10.9 SICK LEAVE INCENTIVE: Any non-shift employee who has more than five (5) years of continuous full time paid employment with the City and who takes thirty-two (32) hours or less of sick leave in the calendar year following the fifth year of employment and any subsequent calendar year, shall have eight (8) hours added to his or her vacation leave balance at the beginning of the following calendar year. A shift employee who has more than five (5) years of continuous full time paid employment with the City and who takes 44.8 hours or less of sick leave in the calendar year following the fifth year of employment and any subsequent calendar year, shall have 11.2 hours added to his or her vacation leave balance at the beginning of the following calendar year. 10.10 SICK LEAVE RETIREMENT PAYMENT: An employee who retires from City service on a service or disability retirement shall be provided a Sick Leave Retirement Payment as follows: 10.10.1 NON-SHIFT PERSONNEL: Thirty-five percent (35%) of the employee's accrued and unused sick leave hours to a maximum of 35% of 960 hours (a maximum total of 336 hours) will be paid to the employee at the employee's regular hourly wage rate in effect at the time of retirement. 10.10.2 SHIFT PERSONNEL: Thirty-five percent (35%) of the employee's accrued and unused sick leave hours to a maximum of 35% of 1440 hours (a maximum total of 504 hours) will be paid to the employee at the employee's regular hourly wage rate in effect at the time of retirement. 1 0.11 PAYMENT OF SICK LEAVE UPON DEATH: In the event of the death of an employee, the employee's estate shall be paid for the total accrued and unused sick leave hours at the employee's regular hourly wage rate in effect at the time of death up to a maximum of 960 hours for a non-:shift employee or a maximum of 1440 hours for a shift employee. 10.12 SICK LEAVE USE:: Sick leave must be accrued prior to use by an employee. Sick leave shall be made available to each employee up to the amount of each employee's accrued sick leave balance and shall be used in increments of no less than one-half hour to cover an employee's absence from his or her regularly scheduled work hours due to: 10.12.1 The temporary disability of an employee resulting from his or her personal illness or injury. 10.12.2 Eligibility shall be governed by the provisions set forth in Federal or State laws, as currently written or hereinafter amended. 10.13 NOTIFICATION OF SICK LEAVE USE: An employee who is absent or expects to be absent from work due to causes specified in 10.7 above, shall provide notification as follows: 10.13.1 ROUTINE ApPOINTMENTS: An employee who schedules a routine medical, dental or oculist appointment shall make every reason~ble effort to schedule such an appointment at a time which will cause the least interference with the employee's work hours and duties. The employee shall give at least twenty-four (24) hours prior notice of the date and time of the appointment to his or her immediate supervisor. An employee's immediate supervisor may request that the employee reschedule routine appointments when, in the judgment ,of the supervisor, the scheduled absence of the employee would unduly interfere with the operations of the Department. An immediate supervisor shall not unreasonably deny an employee sick leave with pay for routine medical, dental or oculist appointments. COLLECTIVE BARGAINING AGREEMENT CITY OF BREMERTON / IAFF LOCAL 437 March 25; 1999 PAGE 14 . . 1 0.13.2 UNANTICIPATED ABSENCE:: An employee who is absent from work or who will be unable to report to work as scheduled due to personal illness or injury, or for other causes specified in 10.7 above, shall promptly notify the Department by telephone or otherwise by 0700 of the day of his or her on duty shift, and must make contact with on duty personnel. 10.13.3 SICK LEAVE DURING AUTHORIZED PAID LEAVE:: An employee who becomes ill or is injured during the employee's paid vacation or compensatory time off may request the conversion of such paid leave to sick leave with pay by promptly notifying the Department of the illness or injury at the time of the, illness or injury or as soon as is reasonably feasible and providing such information as is required by the Department to verify the appropriateness of such a conversion. 10.14 SICK LEAVE DOCUMENTATION AND ApPROVAL: An employee who has been absent on sick leave shall, within thirty-six (36) hours after returning to work, submit such forms and provide such information as required by the Department to approve the use of sick leavewith pay for the absence. The Department may require an employee to demonstrate that he or she has sought treatment, taken appropriate precautions or otherwise effected measures to correct the condition causing the employee's absence. Such demonstrations may take the form of personal statements of the employee, medical examinations or certifications of appropriate professionals as to the nature of the illness and/or injury of the employee, the employee's child and/or family member, or other methods appropriate to the circumstances. The Department may require an employee to provide certification by a professional physician that the employee is sufficiently recovered as to be able to return to work without posing a health hazard to himself or herself or to other members of the workforce. Sick leave must be approved by the Department prior to payment. The Department shall not unreasonably withhold approval of sick leave with pay from employees. 10.15 INDUSTRIAL DISABILITY AND LIMITATION OF SICK LEAVE USE FOR LEOFF I EMPLOYEES: An employee who qualifies for and is included in the Washington State Retirement System commonly referred to as "LEOFF I", shall have his or her use of sick leave with pay limited to six days for a non-shift employee or two shifts for a shift employee of sick leave with pay for each personal or work-related sick leave absence. In the event the employee's absence extends beyond six (6) days or tWo (2) shifts, the employee shall apply for disability benefits provided through LEOFF I. In the event the employee's disability extends beyond a period of six (6) full months and six (6) days or two (2) shifts, the employee shall apply for disability retirement benefits provided through LEOFF I. The employee's accrued and unused sick leave hours shall not be used to extend the period of disability beyond six (6) months and six days (6) or two (2) shifts. 10.16 INDUSTRIAL DISABILITY LEAVE FOR LEOFF II AND REGULAR EMPLOYEES: ,An employee who qualifies for and is included in the Washington State Retirement System commonly referred to as "L!=OFF II", and a regular employee who incurs a work-related illness or injury shall be provided with such compensation as is made available through Workers' Compensation benefits as provided by Washington State Law. ARTICLE 11 OTHER LEAVE 11.1 BEREAVEMENT LEAVE:' An employee will be granted up to 24 hours of bereavement leave annually for attending funerals in the State of Washington and up to forty (40) hours annually COLLECTIVE BARGAINING AGREEMENT CITY OF BREMERTON / IAFF LOCAL 437 March 25, 1999 PAGE 15 . . for out. of state funerals of members of the employee's immediate family. All time off for bereavement in excess of 24 hours shall be charged against an employee's vacation/holiday, sick leave or compensatory time leave balance at the option of the employee. 11.1.1 Immediate family shall be defined as spouse, child, mother, father, mother/father in-law, brother, sister, bother/sister in-law, grandparents and grandchildren, step relations as described herein of both the employee and the employee's spouse. 11.2 JURY DUTY, WITNESS AND MILITARY DUTY LEAVE: An employee shall be granted leave of absence with pay for the purpose of reporting to jury duty or if subpoenaed as a witness in a case involving the City. Any juror or witness fees received by the employee for the performance of such duties shall be. assigned to the City. A leave of absence with pay for a period not to exceed fifteen (15) working days for a non-shift employee and twenty-one (21) calendar days for a shift employee will be granted to an employee for the purpose of attending training as a member of the organized military reserves of the United States or of the State of Washington. 11.3 EMERGENCY LEAVE: In the event of an unforeseen emergency which requires the absence of an employee such as the illness, injury or death of a member of an employee's immediate family, the employee shall notify his or her immediate supervisor as soon as possible of the required absence. Such emergency leave shall be charged to an employee's unused vacation/holiday or compensatory time leave balance. ARTICLE 12 RETIREMENT BENEFITS 12.1 Each employee shall be enrolled in the Washington State Retirement system for which he or she qualifies. Only for the purposes of federal income taxation, the gross income of each . employee shall be reduced by the amount of employee contributions to the respective retirement system, which is picked up by the City. When an employee covered by this agreement is assigned to day shift he/she will be assigned back to shift just prior to retiring or going on disability. The employee will maintain the same pay classification. ARTICLE 13 INSURANCE BENEFITS 13.1 ,MEDICAL INSURANCE: The City shall make medical insurance coverage available to employees and their dependents and provide for payment of insurance premiums as follows: KPS Plan A for Employees KPS Plan B for spouses and dependents; Group Health for Employees, spouses and dependents. or equivalent or better coverage 13.2 Co-pay amounts paid by employees for treatment received by employees shall be reimbursed to the employee. Co-pay amounts paid by employees for treatment received by spouses and dependents shall be paid by the employee. Employee's premium is paid in full by the City. Employee contribution toward dependent coverage will be thre~ dollars fifty cents ($3.50) per month per dependent to a maximum of ten dollars and fifty cents ($10.50) per month for full family coverage. COLLECTIVE BARGAINING AGREEMENT CITY OF BREMERTON IIAFF LOCAL 437 March 25, 1999 PAGE 16 . . 13.3 DENTAL INSURANCE: The City shall make the same level of benefits as are provided through Washington Dental Service Plan A dental insurance coverage available to employees and their dependents and provide for full payment of insurance premiums. All Co-pay amounts for all services received shall be paid by the employee. 13.4 DISABILITY AND LIFE INSURANCE: Effective April 1 , 1999, employees will receive $25.00 per month in lieu of any City contributions toward the cost of premiums .for Short Time Disability, Long Term Disability and Life Insurance coverage. 13.5 INSURANCE RESERVES, REBATES AND SURPLUSES: The City shall require the KPS medical plan provider to provide a structured accounting to the City at least annually. Such accounting shall include plan utilizations, all reserve accounts maintained for the plan, interest earned on reserves, administration costs and coinsurance (pooling) costs. This accounting shall be made available to the Association upon request. The City agrees that premium rebates, reserve account rebates or any other monetary returns to the employer from the insurance providers, together with subsequent interest earnings thereon shall be used exclusively to defray the costs of premium increases in the plan, and increase benefit levels, or other health related purposes determined appropriate by the Insurance Benefits Committee. Premium increases shall be any increase over the 1994 levels. The Insurance Benefits Committee shall be comprised off the following members: Mayor or designee, Human Resources Manager or designee, Administrative Services Director or designee, one employee selected by the non-represented management and professional employees, and one individual selected by each of the recognized unions. The committee shall elect a chair and any other officers it deems appropriate. ARTICLE 14 CLOTHING AND UNIFORM CLEANING ALLOWANCE 14.1 PURCHASE OF UNIFORMS: The City shall purchase new and replacement uniforms required by Fire Department regulations for each employee. Employees shall abide by such rules and regulations as are established by the Department in selecting and obtaining their uniforms. All uniforms paid for by the Fire Department remain the property of the City. 14.2 UNIFORM CLEANING ALLOWANCE: Each employee required to wear a uniform pursuant to Fire Department regulations shall receive a uniform cleaning allowance of two hundred fifty ($250) dollars per year for uniform maintenance. The allowance shall be paid during the month of January. An employee hired subsequent to the first of the year shall receive a pro-rata cleaning allowance payment. In the event that the City secures a cleaning contract with an independent cleaning company, no uniform allowance will be paid to employees. ARTICLE 15 PERSONNEL PRACTICES 15.1 DEFINITIONS: For the purpose of interpreting the provisions of this Agreement, the following definitions shall apply: 15.1.1 PROBATIONARY EMPLOYEE: An employee serving a 12-month period commencing upon the initial date of hire as a permanent employee during which the employee may be discharged at the sole discretion of the City, consistent with applicable Civil Service Rules and Regulations and without recourse to the grievance procedure. COLLECTIVE BARGAINING AGREEMENT CITY OF BREMERTON / IAFF LOCAL 437 March 25, 1999 PAGE 17 . . 15.1.2.' PROMOTIONAL PROBATION: A 12-month period commencing upon the initial date of a permanent promotional appointment during which a promoted employee who is unable to perform the duties of the higher level position shall be returned to his or her previous classification at the time of appointment at the sole discretion of the City, consistent with applicable Civil Service Rules and Regulations and without recourse to the grievance procedure. 15.1.3 LEOFF I EMPLOYEE: An employee who qualifies for and is a member of the Washington State Retirement System commonly known as "LEOFF I". 15.1.4 LEOFF II EMPLOYEE: An employee who qualifies for and is a member of the Washington State Retirement System commonly known as "LEOFF II". 15.1.5 NON-SHIFT EMPLOYEE: An employee who is normally assigned to work forty (40) hours per week Monday through Friday. 15.1.6 SHIFT EMPLOYEE: An employee who is normally assigned to work on a 24-hour shift scheduled basis. 15.1.7 CYCLE: The consecutive calendar day period during which an employee is not scheduled to be on duty as the result of an assigned work schedule including a scheduled Kelly Day, approved paid leave and/or shift trade. . 15.2 SENIORITY LIST: The Fire Department shall establish a seniOfity list of all employees in the bargaining unit and shall update the list on January 1 of each year. The list shall be posted on bulletin boards in all stations. All longevity wage placements and vacation selections shall be governed by the current seniority list. Any objections to the list as posted shall be reported to the Fire Department administration and such corrections as are appropriate shall be made and a corrected list shall be re-posted at all stations. 15.3 REDUCTIONS AND VACANCIES: All personnel reductions and filling of vacancies shall be handled in accordance with existing Civil Service Rules and Regulations and shall not be subject to the grievance procedure. 15.4 PROBATIONARY EVALUATIONS: A written monthly evaluation shall be given to each employee new to the Department during his or her probationary period. The evaluation will be used to show an employee's progress and/or areas of deficiency in performing job functions. At a minimum, quarterly written evaluations will be given to promotional probationers. An employee shall be provided a reasonable time to correct deficiencies prior to termination of an original probationer, or reduction of a promotional probationer. A promotional probationer who is removed for inability to perform shall have displacement rights under Civil Service Layoff and Reduction rules; provided, however, the promotional probationer shall have the right to return to his or her former class regardless of whether a vacancy exists. Provided further, however, nothing in this section shall prohibit the City from terminating or demoting a promotional probationary employee for good cause in conformance with Civil Service Rules. 15.5 CAREER COUNSELING: An employee who is not selected for a promotional appointment from an eligible register may request career development counseling from the appointing 'authority for the purpose of recommending steps the employee may take to improve his or her qualifications and skills for future promotional opportunities. COLLECTIVE BARGAINING AGREEMENT CITY OF BREMERTON I.IAFF LOCAL 437 March 25, 1999 PAGE 18 . . 15.6 15.7 15.7.1 15.8 15.8.1 15.8.2 15.8.3 15.8.4 15.8.5 RIGHTS AND PRIVILEGES: All current policies and practices concerning computation and payment of pay, allowances and benefits; or the application of contract provisions enumerated herein shall continue in force and effect during the life of this Agreement. Should the City wish to make any change with respect to such practices during the life of this Agreement, it shall first notify the Union of the desired change and afford the Union an opportunity to meet and discuss such change. PARAMEDiC/FIREFIGHTER CERTIFICATION REQUIREMENT: An employee who is hired as a Paramedic/Firefighter shall be required to maintain his or her Paramedic Certification as a condition of employment. Upon' completion of six (6) full years of employment as a Paramedic/Firefighter, an employee becomes eligible for transfer to a vacant Firefighter position. Upon completion of five (5) full years of employment as a Paramedic/Firefighter, an employee may present the Fire Chief with a request to be transferred from a Paramedic/Firefighter position to a vacant Firefighter position at the earliest opportunity. The Fire Chief will approve Paramedic/Firefighter requests to transfer to vacant Firefighter positions on the basis of seniority of continuous service with the Bremerton Fire Department among all requesting Paramedic/Firefighters. An employee transferred to a vacant Firefighter position shall have his or her salary rate set at a Firefighter wage rate as of the effective date of the transfer. TRANSITION TO PARAMEDIC - A non-probationary firefighter who transitions to firefighter- paramedic shall remain in the firefighter-:paramedic classification for not less than four (4) years, except for promotional opportunities. Should an employee Ibose their certification, they shall be returned to the firefighter classification. PROMOTIONAL EXAMINATIONS: The Civil Service Rules shall apply to the conduct of promotional examinations in all respects excepting that any portion of such Rules which are in conflict with the p'rovisions of this subsection shall be handled in conformance with the following: MAINTENANCE OF ELIGIBLE REGISTERS:. Eligible registers for Fire Lieutenant and Fire Captain shall be maintained on a continuous basis irrespective of available vacancies. The written portion of the promotional examinations for Fire Lieutenant and Fire Captain will be given between September 26th and October 5th in alternate years. A list of reading material will be issued six (6) months prior to the written examination. The Department will supply one (1) set of listed reading material per fire station. Such reading material will remain at the station. The Department will not be responsible for loss of the reading material. EXAMINATION ANNOUNCEMENTS: Within five (5) calendar days of the request, the Fire Chief shall post in each station one copy of each request to Civil Service for creation of a promotional eligible list. CRITERIA FOR OPEN EXAMINATIONS: Examinations will be conducted as promotional within the Fire Department unless less .thanthree (3) qualified applications were received in which event the examination may be advertised as open. CRITERIA FOR EXAMINATION CONTENT: Examinations shall include a written and oral portion and shall test for only the knowledge and abilities which are included in current classification specifications for the position being tested. PAGE 19 COLLECTIVE BARGAINING AGREEMENT CITY OF BREMERTON IIAFF LOCAL 437 March 25, 1999 . . 15.8.6 EXAMINATION SCORING: Examinations shall be scored as follows: All scores on examinations shall be rounded to the nearest one-tenth of a point. 1. Written portion: Maximum of 50 Points An applicant's performance on the written portion of a promotional examination shall be scored as follows: Number of questions answered correctly divided by the total number of questions asked = percentage of correct answers. The maximum of 50 Points shall be multiplied by the percentage of correct answers and the result shall be the number of points the applicant earned on the written portion of the examination. 2. Oral portion: Maximum of 50 Points An applicant's performance on the oral portion of a promotional examination shall include the oral panel's evaluation of an applicant's training and education achievements along with the panel's rating on performance in the oral and shall be scored as follows: Number of points received divided by the total number of points available = percentage of total oral points. The maximum of 50 Points shall be multiplied by the percentage of total oral points and the result shall be the number of points the applicant earned on the oral portion of the examination. 3. Experience Rating: Maximum of 10 Points Each applicant shall receive .5 (1/2) point for each full twelve (12) months of service with the Bremerton Fire Department upon the date the written examination is conducted to a maximum of 10 points. Periods of employment which are less than twelve (12) full months shall not be used in computing the experience rating. 4. Total Score An applicant's total score shall be the sum of the points received on the written, oral and experience components of the examination. 5. Minimum Score An applicant must achieve a total score of seventy (70) points or more to be placed on the eligible register for the position. 6. All offers, acceptances and declinations of employment for promotional positions only shall be made in writing. 7. During the life of this agreement the parties shall meet in a labor management forum to discuss the above language covering promotions. 15.9 Newly appointed Lieutenants shall: 1. Complete Fire Command Administration core curriculum or equivalent within thirty (30) months of appointment to the rank of lieutenant, 2. or complete an officer development program as determined by the joint labor management committee. COLLECTIVE BARGAINING AGREEMENT CITY OF BREMERTON / IAFF LOCAL 437 April 5, 1999 PAGE 20 . . ARTICLE 16 16.1 16.1.1 16.1.2 16.1.3 16.2 16.3 16.4 Exceptions shall be referred to the Labor Management Committee. The Employer shall reimburse the employee for tuition, books and lab fees. All materials purchased by the employer shall remain the property of the employer The employer shall make a reasonable effort to provide employees with time off work to attend classes. GRIEVANCE PROCEDURE DEFINITIONS: GRIEVANCE: A grievance is an allegation of a violation of the express terms and conditions of this Agreement which is to be resolved through this Grievance Procedure. CIVIL SERVICE ApPEAL: An appeal is an allegation of a violation of the Civil Service Rules which is to be resolved through the Civil Service Appeals procedure and is not resolvable through this Grievance Procedure. UNFAIR LABOR PRACTiCE: An Unfair Labor Practice charge is an allegation of a violation of the Washington State statutes governing public employment labor relations which is to be resolved through the Public Employment Relations Commission's rules and regulations and is not resolvable through this Grievance Procedure. STEP 1: An employee who believes that the terms and conditions qf this Agreement have been violated shall first discuss the action giving rise to the belief with his or her immediate supervisor within fourteen (14) calendar days of the date the action took place or within fourteen (14) days of the date upon which the employee could reasonably have been expected to know of such action. The employee shall have the right to be assisted by an authorized Union representative during this discussion. STEP 2: In the event that the employee's immediate supervisor does not resolve the grievance to the satisfaction of the employee at Step 1 of this procedure, the employee shall reduce the grievance to writing and shall state: the section (or sections) of this Agreement which is alleged to have been violated; an explanation of the grievance in detail, including dates, actions and such other information necessary to a full investigation of the facts and circumstances giving rise to the grievance; and the remedy sought. The employee shall have the right to be assisted by an authorized Union representative in reducing his or her grievance to writing. The employee shall present the written grievance to the immediate supervisor's immediate superior and/or the Fire Chief, whichever is appropriate, within fourteen (14) calendar days of the date the employee met with the employee's immediate supervisor. The supervisor's immediate superior and/or the Fire Chief, whichever is appropriate, shall meet with the employee and the employee's Union Representative within fourteen (14) calendar days after receipt of the written grievance for the purpose of considering the matter. The immediate superior and/or Fire Chief, as appropriate, shall reduce his or her decision to writing and shall transmit the decision to the employee with a copy to the Union representative within fourteen (14) calendar days of meeting with the employee and the Union representative. STEP 3: In the evenUhat the immediate superior and/or Fire Chief does not resolve the grievance to the satisfaction of the employee at Step 2 of this procedure, the Union shall, on behalf of the employee, transmit a copy of the original grievance along with a copy of the Fire Chiefs written response to the Human Resources Manager and the Mayor within fourteen (14) PAGE 21 COLLECTIVE BARGAINING AGREEMENT CITY OF BREMERTON IIAFF LOCAL 437 March 25, 1999 . . calendar days of receipt of the Fire Chiefs written response. The Human Resources Manager shall consider the grievance and may convene a meeting with the Union representative in an attempt to resolve the grievance. The Human Resources Manager shall reduce his or her decision to writing within fourteen (14) calendar days of receipt of the grievance and transmit the decision to the Union. 16.5 STEP 4: In the event that the Human Resources Manager does not resolve the grievance at Step 3 of this procedure, the Union'may request arbitration of the issue by written notification to the Human Resources Manager. The Human Resources Manager and the Union shall meet within fourteen (14) calendar days of the date upon which the Human Resources Manager rendered his or her written decision on the grievance and shall select a neutral arbitrator by mutual agreement or through a mutually agreeable process. 16.6 POWERS AND DUTIES OF THE ARBITRATOR: It shall be the duty of the arbitrator to conduct a hearing on the issue or issues submitted by the parties for decision. The hearing shall be kept informal and private. The arbitrator shall interpret the provisions of this Agreement as they apply to the issue or issues submitted for decision and shall 'not add to, subtract from nor in any way otherwise alter nor recommend the alteration of the terms and conditions of the agreement in deciding the matter. As soon as is practicable after conducting the hearing, the arbitrator shall render a written decision which shall be binding upon the parties. 16.7 COSTS OF ARBITRATION: The expenses of the neutral arbitrator shall be borne equally by the parties. Each party shall singly bear all costs related to preparing and presenting its own case before the arbitrator, including costs of witnesses. The party desiring a record of the proceedings shall bear the cost of obtaining such record. 16.8 TIME LIMITS: Time limits established in this procedure shall be strictly adhered to but may be waived by mutual agreement of the Union and the City. All procedures contained herein shall be complied with as expeditiously as practicable. ARTICLE 17 SEVERABILITY 17.1 In the event that any provision of this Agreement is held invalid by operation of law or by any tribunal of competent jurisdiction, or if compliance with or enforcement of any Article should be restrained by such tribunal pending a final determination as to its validity, the remaining provisions of this Agreement shall not be held invalid and shall remain in full force and effect. The Union and the City shall immediately meet and attempt to renegotiate any provision found invalid. ARTICLE 18 ENTIRE AGREEMENT 18.1 The Union and the City acknowledge that each has had the unlimited right and opportunity to make proposals with respect to any matter deemed a proper subject for collective bargaining. The results of the exercise of that right are set forth in this Agreement. Therefore, the City and the Union each voluntarily and unqualifiedly agree to waive the right to oblige the other party to bargain with respect to any subject or matter not specifically covered by the Articles of this Agreement during the term of this Agreement, except as mutually agreed upon. ' COLLECTIVE BARGAINING AGREEMENT CITY OF BREMERTON IIAFF LOCAL 437 March 25, 1999 PAGE 22 . . ARTICLE 19 CONFLICTING PROVISIONS 19.1 In the event that any provisian af this Agreement is faund to. be in canflict with any ather resalutian, ardinance, palicy, regulatian ar rule af the City, the provisian af this Agreement shall prevail. ARTICLE 20 DRUG FREE WORKPLACE 20.1 The maintenance af a drug-free wark place is essential to. the safety and welfare af City emplayees and the citizens af Bremertan. The fallawing provisians shall apply to. emplayees cave red by this Agreement. 20.2 The unlawful manufacturing distributing, dispensing, processing ar using a cantrolled substance ar alcahal in the wark place is prohibited. Reparting to. wark under the influence af a cantralled substance ar alcahal is prahibited. 20.3 As a canditian af emplayment, all emplayees must natify the Fire Chief ar designee af any criminal drug statute canvictian far a vialatian accurring in the wark place no. later than five (5) days after such a canvictian. 20.4 It is the respansibility af every emplayee to. be aware af the abave pravisians and to. abide by them. Failure to. abserve these provisians cauld result in immediate disciplinary actian against the emplayee, up to. and including terminatian. The emplayee may be required to. participate satisfactarily in an alcahalar drug abuse assistance ar rehabilitatian program. 20.5 All emplayees will be fully infarmed af the drug and alcahal-testing article. Emplayees will be provided with infarmatian cancerning the impact af the use af alcahal and drugs an jab performance. Supervisars will receive training in recagnitian af signs and symptams af substance abuse. In additian, the City will infarm the emplayees an haw the tests are canducted, what the test can determine and the cansequence af testing pasitive far drug use. All newly hired emplayees will be provided with this infarmatian an their initial date af hire, ar as saan thereafter as passible. No. emplayee will be tested befare this infarmatian is provided to. him. An emplayee may valuntarily enter rehabilitatian withaut a requirement ar priar testing. Emplayees who. valuntarily came farward and ask far assistance to. deal with a drug ar alcahal problem will nat be disciplined by the City far daing sa. No. disciplinary actian will be taken against an emplayee unless he/she refuses the appartunity far rehabilitatian, fails to. camplete a rehabilitatian program successfully, ar again tests pasitive far drugs within two. (2) years af campleting an appropriate rehabilitatian program, ar as atherwise provided in this article. 20.5.1 Drugs will be defined as narcatics, depressants, stimulants, hallucinagens, cannabis and alcahal, ar substances whase disseminatian is regulated by law ar this article. With respect to. aver-the-caunter drugs and/ar drugs that require a prescriptian ar ather written approval from a licensed officer ar dentist far their use, it is the respansibility af the emplayee to. review cautianary warnings far patential side effects and inquire af the issuing medical COLLECTIVE BARGAINING AGREEMENT CITY OF BREMERTON / IAFF LOCAL 437 March 25, 1999 PAGE 23 . . authority as to the potential impact of the drug to impair one's ability to work safely and . effectively. Each employee is expected to inform his supervisor of such circumstances if there is reasonable cause to believe there will be impairment. 20.5.2 Employees will not be subjected to random medical testing involving urine or blood analysis or other similar or related tests for the purpose of discovering possible drug or alcohol abuse. However, if objective evidence exists establishing reasonable cause to believe an employee's work performance is impaired due to drug or alcohol abuse, the City will require the employee to undergo a medical test consistent with the conditions as set forth in this article. Indications . of impaired behavior or a substance abuse problem will include, but are not limited to, the odor of alcohol on the breath, dilated or constricted pupils, accident pattern, abnormal behavior or performance for that specific employee. 20.5.3 The collection of the samples will be performed by Occupational Medicine Associates of Kitsap (OMAK) or, if unavailable a laboratory and/or by a health care professional qualified and authorized to administer and determine the meaning of any test results. The laboratory performing the test will be one that is certified by the National Institute of Drug Abuse (NIDA). The laboratory used will also be one whose procedures are periodically tested by NIDA where they analyze unknown samples sent to an independent party. The results of employee tests will be made available to the designated Medical Review Officer. Collection of blood or urine samples will be conducted in a manner, which provides the highest degree of security for the sample and free from adulteration. Recognized strict chain of custody procedures must be followed for all samples as set by NIDA. Blood or urine samples will be submitted per NIDA standards. Employees have the right to seek consultation with Union or legal counsel representative prior to submission of the sample, provided it does not unduly delay the process. Employees will not be witnessed while submitting a urine specimen. Prior to submitting a urine or blood sample, the employee will be required to sign a consent and release form. An employee who refuses to submit to discovery testing will be subject to disciplinary action up to and including discharge for the purpose of administering this article. The employee will not consume any food or liquids until after the sample is taken. All samples must be stored in a scientifically acceptable preserved manner consistent with NIDA standards. 20.5.4 The laboratory will test for only the substances and within the limits as follows for the initial and confirmation test as provided within NIDA standards. The initial test will use an immunoassay, which meets the requirements of the Food and Drug Administration for commercial distribution. The following initial cutoff levels will be used when screening specimens to determine whether they are negative for those five drugs or classes of drugs: INITIAL TESTING Marijuana metabolites 100 ng/ml Cocaine metabolites 300 Opiates metabolites (1) 300 ng/ml COLLECTIVE BARGAINING AGREEMENT CITY OF BREMERTON IIAFF LOCAL 437 March 25, 1999 PAGE 24 . . Phencyclidine Amphetamines 25 1,000 ng/ml (1) If immunoassay is specific for free morphine, the initial test level is 25 ng/ml. If initial testing results are negative, testing will be discontinued. Specimens identified as positive on the initial test will be confirmed using gas chromatography/mass spectrometry (GC/MS) techniques at the following listed cutoff values. CONFIRMATORY TESTING Marijuana metabolites (1) 16 ng/ml Cocaine metabolites (2) 150 ng/ml Opiates Morphine 300 ng/ml Codeine 300 ng/ml Phencyclidine 25 ng/ml Amphetamine 500 ng/ml Methamphetamine 500 ng/ml 1. Delta-9-tetrahydrocannabinol-9-carboxylic acid 2. Benzoylecgonine If confirmatory testing results are negative, all samples will be destroyed and records of the testing expunged from the employee's file. 20.5.5 Reporting for work with any measurable amount of alcohol in the bloodstream (Le. a blood alcohol level of .04 or higher) will be a basis for disciplinary action. A blood alcohol test will be performed by a qualified laboratory to determine the amount of alcohol in. the bloodstream. If such alcohol testing results are negative, all samples will be destroyed and records of the testing expunged from the employee's file, 20.5.6 The Medical Review Officer will be employed by the collection facility and must be a licensed physician with knowledge of substance abuse disorders. The Medical Review Officer will be familiar with the characteristics of tests (sensitivity, specificity, and predictive value), the laboratories running the tests and the medical conditions and work exposures of the employees. The role of the Medical Review Officer will be to review and interpret the positive test results. He or she must examine alternate medical explanations for any positive test results. This action will inClude conducting a medical interview with the affected employee, review of the employee's medical history and review of any other relevant biomedical factors. The Medical Review Officer must review all medical records made available by the tested employee when a confirmed positive test could have resulted from legally prescribed medication. 20.5.7 The laboratory will advise only the employee and the Medical Review Officer of any positive results. The results of a positive drug or alcohol test can only be released to designated Human Resources staff by the Medical Review Officer once he or she has completed her or his review and analysis of the laboratory's test. COLLECTIVE BARGAINING AGREEMENT CITY OF BREMERTON IIAFF LOCAL 437 March 25, 1999 PAGE 25 . . 20.5.8 The City will pay for all costs involving drug and alcohol testing as well as the expenses involved of the Medical Review Officer. The City will also reimburse each employee for his or her time and expenses including travel incurred involving the testing procedure only. 20.5.9 The parties recognize that an employee has the obligation not to place him/herself in a situation where the ability to perform his/her job is impaired by drugs or alcohol. In the event and employee fails to fulfill his/her obligations, it is the responsibility of the City to remove such employee from the work environment to prevent the endangerment of the employee, fellow employees and/or the public. Any regular employee who tests positive for drugs may be subject to disciplinary action up to and including termination, depending upon the circumstances of the situation. Circumstances that would warrant termination include incidents where the employee's impairment resulted in loss of life, serious injury to self or others, or the serious loss or damage of property. In cases where discipline is not warranted, the employee involved who tests positive for drugs or alcohol may be placed in a rehabilitation status where the employee may utilize accrued paid accrued paid leave or donated leave. In this case the employee will be evaluated by a licensed drug/alcohol evaluator, not employed by the City. Participation by the employee in the approved treatment program is mandatory. Once the intensive part of the program has been completed, the employee may be returned to his/her regular duty assignment, but only with a written release from the Medical Review Officer. Employees who complete a rehabilitation program may be re-tested randomly a maximum of four (4) a year for the following two years. 20.5.10 Employees who enter and successfully complete a rehabilitation program on their own initiative may not be subject to re-testing, except as provided in this article. The treatment and rehabilitation will paid for by the city to the extent coverage is provided by the employee's insurance program. Employees will be allowed to use their accrued, earned and donated leave for the necessary time off involved in the rehabilitation program. Upon completion of the program the employee will be subject to one (1) random test during the following year. Periodic progress reports from the attending heath care practitioner will be provided to the City stating the prognosis of the employee's return to his regular duty assignment. If an employee tests positive during the two year period following the rehabilitation program, the employee will be re-evaluated by a licensed drug or alcohol counselor to determine if the employee requires additional counseling and/or treatment. The employee will be solely responsible for any costs not covered insurance, which arise from this additional counseling or treatment 20.5.11 Once an employee successfully completes rehabilitation, they will be returned to their regular duty assignment. 20.5.12 A regular employee has the right to challenge the results of the drug or alcohol tests and any discipline imposed in the same manner that he/she may grieve or appeal any other City action. 20.5.13 The parties recognize that during the life of this Agreement, there may be improvements in the technology of the testing procedure, which provide more accurate testing. In that event, the COLLECTIVE BARGAINING AGREEMENT CITY OF BREMERTON IIAFF LOCAL 437 March 25, 1999 PAGE 26 . . parties will bargain in good faith whether to amend this procedure to include such improvements. If the parties are unable to agree on the amendments they will be submitted to impasse procedures as outlined in RCW 41.56. 20.5.14 This Article is in no way intended to supersede or waive any constitutional or other rights that the employee may be entitled to or legal obligations that the City may have under federal, state or local statutes. 20.5.15 The City reserves the right to require a drug/alcohol test of all applicants seeking to be hired or transferred into the bargaining unit. 20.5.16 The drug-testing program was solely initiated at the request of the City. The Union will be held harmless and indemnified, including the cost for attorney's fees, for the violation of any employee's rights by the City arising from the administration of this testing process. 20.6 The City is committed to supporting employees undergoing treatment and rehabilitation for alcohol or other chemical dependency. The City will provide information to employees on available drug/alcohol abuse assistance or rehabilitation programs. 20.7 The confidentiality of all complaints and reported violations of the provisions of this policy will be strictly maintained, except as required by public disclosure laws or court orders. ARTICLE 21 DEFERRED COMPENSATION 21.1 The Employer shall match the payroll deduction of any written request by an employee covered by this Agreement, in an amount not to exceed one hundred ten dollars $110.00) per month. Effective January 1, 2000 and January 1, 2001, the amount will be increased by the same percentage as the wage increase. ARTICLE 22 LABOR MANAGEMENT COMMITTEE 22.1 LABOR MANAGEMENT: The Employer and the Union agree that a need exists for closer cooperation between labor and management. To accomplish this objective, the Employer and the Union agree that no more than three (3) duly authorized representatives of the Union shall function as one-half (1/2) of a Labor-Management Committee, the other half being no more than three (3) certain representatives of the Employer named for that purpose. The committee shall meet at least once every three (3) months for the purpose of discussing and facilitating the resolution of all problems which may arise between the parties. The Employer shall provide a draft of the minutes of the meeting to the Union's committee within (2) two weeks of the meeting. At the committee's discretion, additional meetings may be held. The committee shall be chaired by a member elected by the committee. 22.2 Should the Union and Employer mutually agree to change, add, or delete any provision of this Agreement, policies, rules or other matters, such change shall be set forth in writing. COLLECTIVE BARGAINING AGREEMENT CITY OF BREMERTON / IAFF LOCAL 437 April 5, 1999 PAGE 27 . . ARTICLE 23 TEMPORARY FIREFIGHTER PROGRAM 23.1 During the term of this agreement the Employer may implement a "temporary" firefighter program. Prior to implementation the employer will meet with the Union to negotiate the impact on employees of such a program. - ARTICLE 24 PHYSICAL FITNESS PROGRAM 24.1 The Union and the Employer shall work cooperatively in the Joint Labor Management Committee to develop a physical fitness program within the first year of the agreement. ARTICLE 25 TOBACCO FREE WORK PLACE 25.1 As a condition of employment, all employees hired after the effective date of this agreement shall not use any tobacco products while on duty. ARTICLE 26 DISCIPLINARY ACTION 26.1 Disciplinary action, as defined by the Civil Service rules as now stated of hereinafter amended, may be taken against any non probationary employee for just cause. An employee who is the subject of a disciplinary action must elect to follow the appeal procedures in the Civil Service Rules, or the grievance procedure. The employee selection of one procedure shall preclude the use of the other. ARTICLE 27 TERM AI' on Duke III Fire Chief ~o:'~~ Todd Thorsen > Vice,' sident COLLECTIVE BARGAINING AGREEMENT CITY OF BREMERTON IIAFF LOCAL 437 March 25, 1999 PAGE 28 . . ~;:o~o lenna anca . City Attorney COLLECTIVE BARGAINING AGREEMENT CITY OF BREMERTON IIAFF LOCAL 437 March 25, 1999 PAGE 29 PER LABOR CONTRACT, 1-1-88 RATES ADJUSTED BY 3.26% Per Labor Contract, Ave Shift HrsIWk 60.85 Hr. EFFECTIVE JANUARY 1, 1999 APPENDIX A LONGEVITY SCALE FIRST STEP SECOND STEP THIRD STEP FOURTH STEP FIFTH STEP 5TH + 1% 6TH + 2% 5TH + 3% 6TH + 4% 6TH + 6% POSITION BASE 12MOS 12 MOS 12 MOS 12 MOS 12MOS 1l.10TH YRS 11.15 YRS 18-20 YRS 21.25 YRS 26YRS+ FIRE FIGHTER APPROX ANN 36,m 38,896 44,082 46,675 51,861 52,380 52,899 53,417 53,936 54,454 MONTHLY 3,025 3,241 3,673 3,890 4,322 4,365 4,05 4,451 4,495 4,538 SEMI-MO 1,512.62 1,620.66 1 ,836.75 1,944.79 2,1 ED.89 2,182.50 2,204.11 2,225.72 2,247.32 2,268.93 SHIFT HOURLy 13.78 14.n 16.74 17.72 19.69 19.89 20.08 20.28 20.48 20.68 SHIFT OVERTIME 20.68 22.15 25.11 26.58 29.54 29.83 30.13 30.42 30.72 31.01 FIRE FIGHTER APPROX ANN 36,567 39,179 44,402 47,014 52,239 54,470 56,010 56,549 56,osa 56,627 Assigned to Equipment MONTHLy 3,147 3,370 3,820 4,045 4,494 4,539 4,584 4,629 4,674 4,719 Maintenance or SCBA SEMI-MO 1,573.42 1 ,666.08 1,910.13 2,022.73 2,247.12 2,269.59 2,292.07 2,314.53 2,337.01 2,359.48 SHIFT HOURLY 13.88 14.88 16.86 17.85 19.83 20.68 20.89 21.00 21.30 21.50 SHIFT OVERTIME 20.83 22.31 25.29 26.78 29.75 31.02 31.33 31.64 31.94 32.25 PARAMEDIC/FIRE FIGHTER APPROX ANN 39,933 42,796 48,494 51-,344 57,045 57,615 58,186 58,756 59,327 59,897 FIRE FIGHTER MONTHLY 3,328 '3,566 4,041 4,279 4,754 4,801.27 4,848.81 4,896.35 4,943.88 4,991.42 Assigned to Fire Prevention SEMI-MO 1,663.87 1,783.13 2,020.60 2,139.34 2,376.87 2,400.63 ..2,424.40 2,448.17 2,471.94 2,495.71 NON-SHIFT HOURLy 19.20 20.57 23.31 24.68 27.43 27.70 27.97 28.25 28.52 28.80 NON-SHIFT OVERTIME 28.80 :30.86 34.97 37.03 41.14 41.56 41.96 42.37 42.78 43.19 SHIFT HOURLY 15.16 16.25 18.41 1 ~.4El 21.66 21.88 22.00 22.31 22.53 22.74 SHIFT OVERTIME 22.74 24.37 27.62 29.24 32.49 32.81 33.14 33.46 33.79 34.11 FIRE LIEUTENANT APPROX ANN 59,641 59,645 59,645 59,645 59,645 60,242 ED,838 61 ,435 62,031 62,628 MONT!'lLY 4,970 4,970 4,970 4,970 4,970 5,020 5,070 5,120 5,169 5,219 SEMI-MO 2,485.02 2,485.02 2,485.02 2,485.02 2,485.02 2.509.87 2,534.72 2,559.57 2,584.42 2,fUj.27 SHIFT HOURLY 22.64 22.65 22.65 22.66 22.66 22.S7 23.10 23.33 23.55 23.78 SHIFT OVERTIME 33.97 33.97 33.97 33.97 33.97 34.31 34.65 34.99 35.33 35.67 FIRE CAPTAIN APPROX ANN 62,233 62,235 62,235 62,235 62,235 62,857 63,480 64,102 64,724 65,347 FIRE CAPTAIN - DEPUTY FIRE MARSHAL MONTHLY 5,186 5,186 5,186 5,186 5,186 5,238 5,290 5,342 5,394 5,446 FIRE CAPTAIN. MEDICAL OFFICER SEMI-MO 2,593.06 2,593.06 2,593.06 2,593.06 2,593.06 2,618.99 2,644.92 2,670.85 2,696.79 2,722.71 NON-SHIFT HOURLY 29.92 29.92 29.92 29.92 29.92 30.22 30.52 30.82 31.12 31 .42 NON-SHIFT OVERTIME 44.88 44.88 44.88 44.88 44.88 46.33 46.78 46.23 46.68 47.13 SHIFT HOURLY 23.63 23.63 23.63 23.63 23.63 23.87 24.10 24.34 24.57 24.81 SHIFT OVERTIME 35.44 35.44 35.44 35.44 35.44 35.80 36.15 36.51 36.86 37.22 . . ".. r,' . AGENDA BILL . BREMERTON CITY COUNCIL 1. SUBJECT: Labor Agreement By and Between the City ofBremerton and the IAFF Local Union No. 437 FOR AGENDA OF: March 17,1999 ORIGINATING DEPT: Human Resources ORIGINATOR: Jim Meith, Human Resources Manager DATE SUBMITTED: March 11, 1999 2. CLEARANCES: (Comment on back if necessary) 3. EXHIBITS: Labor Agreement /\ I .' .......... Glenna Malanca,City Attorney."'.. l../7 / .., ,,1 Rich Hanna, City Treasurer CILPRESID~N~TIAL: COUNCIL PRESIDENT .~~ ENDORSEMEN1)Om'ORMATION [] MAYOR~ J. ~ 4. SUMMARY STATEMENT AND REQUIREMENT FOR COUNCIL ACTION: Pursuant to RCW 41.56, negotiations have concluded between representatives of the City and the International Association of Fire Fighters Local 437 resulting in the attached Labor Agreement. These negotiations have been discussed with Council in executive session. This Labor Agreement replaces the current one, ~vhich expired December 31,1998. The new Labor Agreement's term is January 1,1999 through December 31,2001. It has beep. ratified by the Union's membership. Council approval is required to implement the new agreement. 8. RECOMMENDATION: Approve the Labor Agreement By and Between the City ofBremerton and the International Association of Fire Fighters Local 437 January 1, 1999 through December 31,2001 and make the necessary change in the 1999/2000 Budget Book. 9. RESPONSIBLE OFFICIAL: Jim Meith ENFORCEMENT OFFICIAL: Jim Meith EXPIRATION DATE: 12/31/01 REVIEW" DATE: 8/01/01 10. NOTICE OF ACTION PULLED [] TABLED [] APPROVED ['DISAPPROVED [] AMENDED [] DATE: COUNCIL DIRECTIVE: 51-3 s. (V{,fJ/ f{ ~ ~ M.Vf ~ o-U J 5 ) . 0fj o/-n ~) H f<., II. AGENDA BILL NO.:q '\ - 0 i\ 'I O~) RI~(OVER) W:~ " 2: CLEARANCE COMMENT. . . (3~ ~ ,{ ~l"~"~' {~fll C[LI\ ~ =, \ \ ~ l \ l, .(' xC' k&'~ bLJ5" \-- ~ ~~ ed \ <91\..."" '\'t ,q; {(\ i \ \ " be ';1i !{ r1,f . ((f_.,,f/ (~f L " I?'/!, C {{'(1C "S,d- (US Irk. .0<, c kf (('1'1 h t f () tp !- IJiI~cl'~__ . 0 'f J. _ ~/{)/~q. / 5. IMPACT OF NON-PASSAGE: Non-passage could result in continued negotiations, a declaration of impasse, and arbitration. 6. IMP ACT ON STAFFING. BUDGETS. FACILITIES. EQUIPMENT OR OTHER RESOURCES: The maximum cost of implementation is estimated at $125,831 (One Hundred Twenty-Five Thousand Eight Hundred and Thirty-One Dollars). Adequate funds will be made available in the 199912000 budget. 7. RESEARCH SOURCES: