HomeMy WebLinkAboutIAFF LOCAL 437, 1993-1995
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LABOR AGREEMENT BY AND BE1WEEN
THE
CITY OF BREMERTON
and
INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS LOCAL 437
January 1, 1993 through December 31,1995
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 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
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.
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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 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.
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 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.
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ARTICLE 5. WAGES
5.1 Wage Rates: Effective January 1 1993, wages shall be paid as set forth in Appendix A.
Effective January 1 1994, the wage rates set forth in Appendix A shall be adjusted
by 90% of the Seattle CPI-W July 1993 Index with a minimum adjustment of 3%
and a maximum adjustment of 6%.
Effective January 1 1995, the wage rates set forth in Appendix A shall be adjusted
by 90% of the Seattle CPI-W July 1994 Index with a minimum adjustment of 3%
and a maximum adjustment of 6%.
A. Advancement through the wage rates from the first Rate through the final Rate 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. In the event an employee is on approved
leave of absence without pay, the employee's next wage rate advancement date will be extended by
the actual number of days the employee was absent on such leave.
B. A new employee's wage rate shall be set at the first year rate 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 rate based upon relevant years
and type of prior experience. Placement at second or third year rates shall be determined by a
review committee consisting of two (2) chief officers and one (1) Union representative.
C. 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 AJor the
duration of the assignment.
D. 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 at the rate of one and one-half times his or her hourly
rate for two (2) hours in addition to his or her regular wage rate for each shift so worked. In order
to be eligible for serving as an Acting Lieutenant, an employee must be listed on the City's current
eligible register as a candidate for promotion to Lieutenant 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 Lieutenant on duty must be regularly appointed to the position. In the
event that two Acting Lieutenants are on duty with a regular Lieutenant, the regularly appointed
Lieutenant shall be assigned to Station 1.
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ARTICLE 6. HOURS OF WORK
6.1 Normal Hours of Work: The normal hours of work for shift personnel shall be an annual
average of 52.5 hours per week during 1993. The normal hours of work for shift personnel shall
be an annual average of 51.6 hours per week during 1994. The normal hours of work for shift
personnel shall be an average of 50.65 hours per week during 1995. The normal hours of work for
non-shift personnel shall be 40 hours per week.
6.2 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 in 1993 shall be worked as one day on duty
followed by two days off duty and continuing in that pattern for a period of fourteen consecutive
on duty shifts. The next immediately scheduled shift shall be an off duty Kelly day (15th scheduled
shift). A shift assignment for an employee in 1994 shall be worked as one day on duty followed by
two days off duty and continuing in that pattern for a period of eleven consecutive on duty shifts.
The next immediately scheduled shift shall be an off duty Kelly day (12th scheduled shift). A shift
assignment for an employee in 1995 shall be worked as one day on duty followed by two days off
duty and continuing in that pattern for a period of nine consecutive on duty shifts. 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.
6.3 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 Chief shall provide fifteen (15) days notice of all such transfers.
6.4 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 between the Fire Chief and the employee are permitted. The Fire
Chief may transfer each probationary employee three 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 full months of
employment with the department may exchange full or partial shifts or full Kelly Days with another
employee of the same permanent rank when: 1) the change does not interfere with the duties and
responsibilities of the employees in their positions and 2) provided that the immediate supervisors
of such employees find that no such interference will occur as the result of a mutually agreeable
exchange. Beginning January 1, 1995, shift and/or Kelly day exchanges in excess of eight (8) per
calendar year require the prior approval of a chief officer. 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 D.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.
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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,
equipmentjSCBA 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
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: A shift employee's hourly rate shall be computed as follows: Bi-monthly
wage rate multiplied by 24 payperiods; the result shall be divided by the result of 52 weeks
multiplied by the annual average hours per week for shift employees.
A non-shift employee's hourly rate shall be computed as follows: Bi-monthly wage rate multiplied
by 24 payperiods; the result shall be divided by the result of 52 weeks multiplied by 40 average
hours per week for non-shift employees.
7.4 A. 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 hours of overtime compensation.
B. 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.
7.5 Court and/or Subpoenaed Appearances: An employee who appears in Court.in a case which
involves the City, or responds to a subpoena on behalf of the City on off duty time shall receive a
minimum of two hours of overtime compensation for such appearances.
7.6 On Call Fire Inspector: An employee who is assigned to serve as Fire Inspector On Call shall
receive eight (8) hours of compensatory time at time and one-half for each seven (7) day period
so served which compensatory time shall be taken within one month of the end of the pay period
in which it was earned. In the event that an On Call Fire Inspector is called out, the employee shall
receive a minimum of two (2) hours of overtime pay at time and time and one-half for each call
out.
7.7 Limitation of Compensatory Time: A non-shift employee may accumulate up to 240 hours and
a shift employee may accumulate up to 313.92 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.
7.8 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 1.3 =
Employee's accrued compensatory time balance. In the event an employee's normal hours of work
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are permanently changed from a shift schedule to anon-shift schedule, the employee's accrued
compensatory time hours upon the date of change shall be decreased as follows: Accrued Hours
divided by 1.3 during the calendar year 1993. Accrued hours divided by 1.29 during the calendar
year 1994. Accrued hours divided by 1.27 in 1995 and thereafter.
7.9 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 of the special skills required to provide coverage of needed services.
A maximum on duty strength of one (1) Captain, three (3) Lieutenants, three (3) Paramedics and
seven (7) Firefighters with a minimum strength of one (1) Captain/Acting Captain, two (2)
Lieutenants/Acting Lieutenants, two (2) Paramedics and six (6) Firefighters will be used as a
guideline in considering overtime assignments.
A. Call backs for overtime shall be made from the overtime call back chart. The order of call
back 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 call back 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 call back 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 call back 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.
B. 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 andlresponses 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 or shifts, each opportunity of
eighteen (18) hours or more or an accumulation of opportunities for lesser amounts totaling at
least eighteen (18) hours shall be considered as one overtime work opportunity.
C. Upon receiving an offer of overtime work, an employee may decide to refuse the first offer
or work the overtime. Each acceptance and the second refusal shall be recorded as an opportunity
to work overtime.
D. An on duty employee or an employee who passes the first offer or refuses an overtime work
opportunity which occurs during: the "employee's paid leave cycle, during a shift trade cycle, during
a Kelly Day cycle, or during an employee's scheduled education time shall not have the offer
recorded as an opportunity refused on his or her record.
E. 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 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, or on an employee's scheduled education
time.
7.10 Emergen~ Call Back: Notwithstanding the provisions of 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.
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ARTICLE 8. VACATION LEAVE
8.1 Vacation Accrual: Employees shall accrue vacation time with pay for all regular time pursuant
to the following schedule:
Period of Continuous
Full Time Employment
Date of Hire through
5 years
6th year through 10th Yr
11th through 15th Yr
16th through 20th Yr
21st year and after
Hours Accrued/
Payperiod
(Non-Shift Personnel)
Hours Accrued/
Payperiod
(Shift Personnel)
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 taken in segments of one whole hour or more. 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 be 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:
A. Each employee may select a vacation consisting of eight (8) connected shifts during 1993
plus the employee's regularly scheduled Kelly day. Each employee may select a vacation consisting
of nine (9) connected shifts plus the employee's regularly scheduled Kelly day during 1994 and
thereafter. 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.
B. Vacation selections will begin December 1st for the following calendar year and each
employee will be provided up to one shift to make his or her selections; any selection not completed
within the allotted 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.
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.
C. 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 employees through application of the
provisions of this section.
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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
o through Five (5) years
More than Five (5) years
Non-shift Personnel
Maximum Balance
160 hours
240 hours
Shift Personnel
Maximum Balance
209.40 hours
314.10 hours
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 City Council
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 who's accrued vacation
hours exceed the maximum carry over balance and 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 1.3 = Employee's
accrued vacation hours balance during 1993. Accrued Hours X 1.29 = Employee's vacation hours
balance during 1994. Accrued Hours X 1.27 = Employee's accrued vacation hours balance during
1995 and thereafter. 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/1.3 = Employee's Vacation ~alance during 1993.
Accrued Hours/1.29 = Employee's Vacation Balance during 1994. Accrued Hours/1.27 =
Employee's Vacation Balance during 1995 and thereafter.
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.
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
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.
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9.2 Floating Holiday: Each employee shall be allowed one additional holiday to be observed
by the employee on a day mutually agreeable to the employee and the Fire Chief.
9.3 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.
9.4 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.
9.5 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 holiday hours
upon the date of change shall be increased as follows: Accrued Hours X 1.3 = Employee's accrued
holiday hours during 1993. Accrued Hours X 1.29 = Employee's holiday hours during 1994.
Accrued Hours X 1.27 = Employee's accrued holiday hours during 1995 and thereafter. 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 holiday hours upon the date of change shall be decreased as
follows: Accrued Hours/1.3 = Employee's accrued holiday hours during 1993. Accrued Hours/1.29
= Employee's holiday hours during 1994. Accrued Hours/1.27 = Employee's holiday hours during
1995 and thereafter.
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 payperiod. Partial payperiods will be pro-rated to the
closest full hour. The annual accrual for shift personnel will be 5.25 hours per payperiod. Partial
payperiods will be pro-rated to the closest full hour.
10.2 Schedule Change Balance Adiustment: 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 sick
leave hours upon the date of change shall be increased as follows: Accrued Hours X 1.3 =
Employee's accru~d sick leave balance during 1993. Accrued Hours X 1.29 = Employee's accrued
sick leave balance during 1994. Accrued Hours X 1.27 - Employee's accrued sick leave balance
during 1995 and thereafter. 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 sick leave hours upon
the date of change shall be decreased as follows: Accrued Hours/1.3 = Employee's accrued sick
leave balance during 1993. Accrued Hours/1.29 = Employee's accrued sick leave balance during
1994. Accrlied Hours/1.27 = Employee's accrued sick leave balance during 1995 and thereafter.
10.3 Maximum Sick Leave Accrual: Non-shift personnel shall be able to accrue sick leave to a
maximum of 960 hours. Shift personnel shall be able to accrue sick leave to a maximum of 1440
hours. .
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lOA Sick Leave Incentive: An 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.
10.5 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:
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.
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.
10.6 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.
10.7 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:
A. The temporary disability of an employee resulting from his or her personal illness or injury.
B. Providing care for an employee's children under the age of 18 when they have a health
condition that requires supervision or treatment.
C. Attending medical, dental and/or oculist appointments as needed for preventive or
rehabilitative health care of the employee or the employee's children when such care requires
parental presence to supervise or authorize treatment.
D. Within a month of the birth or adoption of a child, an employee may use up to twenty-four
(24) hours of accrued sick leave.
E. Providing for an employee's immediate family member when the family member has a health
condition that requires the assistance of an adult caretaker until such time as other care can be
arranged. No more than forty (40) hours of sick leave can be used for this purpose per calendar
year, unless otherwise provided in this section or by law.
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10.8 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:
A. Routine Appointments: An employee who schedules a routine medical, dental or oculist
appointment shall make every reasonable 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 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.
B. Unanticipated Absence: An employee who is absent from work or 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.
C. Sick Leave during Authorized Paid Leave: An employee who becomes ill or is injured during
the employee's paid vacation or compensatory time off for accumulated overtime, 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.
10.9 Sick Leave Documentation and Approval: An employee who has been 3;bsent on sick leave
shall, within thirty-six hours after returning to work, submit such forms'. and provide such
information as are required by the Department to approve the use of sick leaye with 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.
10.10 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 days or
two shifts, the employee shall apply for disability benefits provided through LEOFF 1. 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 1. The
employee's accrued and unused sick leave hours shall not be used to extend the period of disability
beyond six months and six days or two shifts.
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10.11 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
"LEOFF 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 three (3) days of bereavement leave for
attending funerals in the State of Washington and five (5) days for out of state funerals of members
of the employee's immediate family. Immediate family shall be defined as spouse, child, stepchild,
mother, father, mother/father in-law, brother, sister, bother/sister in-law, grandparents and
grandchildren of both the employee and the employee's spouse. All time off for bereavement leave
shall be charged against an employee's vacation/holiday, sick leave or compensatory time leave
balance at the option of the employee.
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 15 working
days for a non-shift employee and 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 Emergencq' 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
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.
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 and KPS Plan B for spouses and dependents; or Group Health for Employees, spouses
and dependents. The City will pay full premiums for employees, spouses and dependents. 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.7
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13.2 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.
13.3 Disability and Life Insurance: Employees who are covered by the Washington State
.Retirement System commonly known as LEOFF II, shall enroll to receive Short Term Disability
Insurance, Long Term Disability Insurance and Life Insurance coverage through the provisions of
policies held by the City with Standard Insurance Company. The City shall pay a maximum of $20
per month per eligible and enrolled employee toward premium costs of all such insurance policies.
The remainder of all premium costs shall be borne by the enrolled employee and shall be paid to
Standard Insurance Company through payroll deductions authorized by each enrolled employee.
13.4 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 Union upon request. The City agrees that the bargaining unit's pro-rata share of any premium
rebates, interest rebates, surplus 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 or increase benefit levels.
ARTICLE 14. CWTHING 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 rlies and
regulations as are estaqlished 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:
A. Probationary Employee: An employee serving a twelve- 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.
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B. Promotional Probation: A twelve-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.
C. LEOFF I Employee: An employee who qualifies for and is a member of the Washington
State Retirement System commonly known as "LEOFF I".
D. LEOFF II Employee: An employee who qualifies for and is a member of the Washington
State Retirement System commonly known as "LEOFF II".
E. REGULAR Employee: An employee who qualifies for and is a member of the Washington
State Retirement System commonly known as PERS I or PERS II.
F. Non-shift Employee: An employee who is normally assigned to work forty (40) hours per
week Monday through Friday.
G. Shift Employee: An employee who is normally assigned to work on a 24-hour shift scheduled
basis.
H. ~: 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 seniority 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 accord 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.
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15.5 Career Counsellin~: An employee who is not selected for a promotional appointment from
an eligible register may request career development counselling 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.
15.6 Ri~ts and Privile~es: 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.
15.7 Paramedic/Firefi~ter 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.
15.8 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 ar~ in conflict with the
provisions of this subsection shall be handled in conformance with the following:
A. Maintenance of Eligible Registers: Eligible registers for Fire Lieutenant and Fire Captain
shall be maintained on a continuous basis irrespective of available vacancies.
B. Scheduling of Examinations: Whenever possible, promotional examinations for Fire
Lieutenant and Fire Captain will be conducted during the month of September in alternate years.
C. 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.
D. Criteria for Open Examinations: Examinations will be conducted as promotional within the
Fire Department unless less than three qualified applications were received in which event the
examination may be advertised as open.
E. 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.
F. Examination Scoring: Examinations shall be scored as follows: All scores on examinations
shall be rounded to the nearest one-tenth of a point.
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1. Written portion: Maximum of 50 Points
An applicant's performance on the written portion of a promotional examination
shall be scored as follows: No. 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: No. 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 point for each full twelve 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 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 70 points or more to be placed on the
eligible register for the position.
6. Posting of Eligible Register
The completed promotional register of eligible candidates shall be posted in all Fire
stations within thirty (30) days of the date upon which all portions of the
examination were completed. The register shall contain the names and total scores
of eligible candidates arrayed in order from highest total score to lowest total score.
ARTICLE 16. GRIEVANCE PROCEDURE
16.1 Definitions:
A. Grievance: A grievance is an allegation of a violation of the terms and conditions of this
agreement which is to be resolved through this Grievance Procedure.
B. 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.
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C. 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.
16.2 STEP 1: An employee who believes that the terms and conditions of 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.
16.3 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.
16.4 STEP 3: In the event that 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 Director of Personnel and the Mayor within fourteen (14) calendar days of
receipt of the Fire Chiefs written response. The Director of Personnel shall consider the grievance
and may convene a meeting with the Union representative in an attempt to resolve the grievance.
The Director of Personnel 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 Director of Personnel does not resolve the grievance at Step
3 of this procedure, the Union may request arbitration of the issue by written notification to the
Director of Personnel. The Director of Personnel and the Union shall meet within fourteen (14)
calendar days of the date upon which the Director of Personnel rendered his or her written decision
on the grievance and shall select a neutral arbitrator by mutual agreement or through a mutually
agreeable process.
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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
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
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.
ARTICLE 19. CONFLICTING PROVISIONS
In the event that any provision of this Agreement is found to be in conflict with any other
Resolution, Ordinance, Policy, Regulation or Rule of the City, the provision of this agreement shall
prevail.
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ARTICLE 20. TERM
The terms of this Agreement shall be in effect upon January 1, 1993, unless otherwise provided
within the terms of each Article, and shall remain in effect through December 31, 1995.
Negotiations for a successor agreement shall commence no later than September 16, 1995.
This agreement is hereby submitted to the Bremerton City Council for approval. Upon the approval
of the Council, this agreement shall become binding upon the City, the Union and all of the
employees in the bargaining unit covered by this agreement.
'J f}'\.d. ~ JA\.Q ./
DATED THIS - day Of~, 1993.
CITY OF BREMERTON:
.~lJJ~
Director, Personnel/Labor
Rela ions
IAFF~
aL '
President
~~~
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Vice Pr dent '
.. J .
.
ATTEST:
~::ORM:
Ian R. Sievers
City Attorney
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EFFECTIVE JANUARY 1 1993
APPENDIX A
WAGE RATES
LONGEVITY SCALE
FIRST RATE SECOND RATE THIRD RATE FOURTH RATE FIFTH RATE 5TH+1% 5TH + 2% 5TH + 3% 5TH + 4% 5TH + 5%
POSmON BASE 12MOS 12 MOS 12 MOS 12 MOS 12 MOS 6-10TH VRS 11-15VRS 16-20 VRS 21-25 VRS 26 VRS +
FIRE FIGHTER APPROX ANN 31,737 33,560 35,152 36,764 39,453 39,848 40,242 40,637 41,031 41 ,426
MONTHL V 2,645 2,797 2,929 3,064 3,288 3,321 3,354 3,386 3,419 3,452
BI-MO 1,322,37 1,398.32 1,464.66 1,531.85 1,643.88 1,660.32 1,676.76 1,693.20 1,709.64 1,726.
SHIFT HOURL V 11.63 12.29 12.88 13.47 14.45 14.60 14.74 14.89 15.03 15.1
SHIFT OVERTIME 17.44 18.44 19.31 20.20 21.68 21.89 22.11 22.33 22.54 22.76
FIRE FIGHTER APPROX ANN 33,139 34,962 36,554 38,166 40,855 41,264 41,672 42,081 42,489 42,898
Assigned to Equipment MONTHL V 2,762 2,913 3.D46 3,181 3,405 3,439 3,473 3,507 3,541 3,575
Maintenance or SCBA BI-MO 1,~0.79 1,456.73 1,523.09 1,590.27 1,702.30 1,719.32 1,736.35 1,753.37 1,770.39 1,787.42
SHIFT HOURL V 12.14 12.81 13.39 13.98 14.97 15.11 15.26 15.41 15.56 15.71
SHIFT OVERTIME 18.21 19.21 20.08 20.97 22.45 22.67 22.90 23.12 23.35 23.57
PARAMEDIC/FIRE FIGHTER APPROX ANN 34,190 36,013 37,606 39,218 41 ,907 42,326 42,745 43,164 43,583 44,002
FIRE FIGHTER MONTHL V 2,849 3,001 3,134 3,268 3,492 3,527 3,562 3,597 3,632 3,667
Assigned to Fire Prevention BI-MO 1,424.59 1,500.54 1,566.91 1,634.09 1,746.12 1,763.58 1,781.04 1,798.50 1,815.96 1 ,833.43
NON-SHIFT HOURL V 16.44 17.31 18.08 18.85 20.15 20.35 20.55 20.75 20.95 21.15
NON-SHIFT OVERTIME 24.66 25.97 27.12 28.28 30.22 30.52 30.83 31.13 31.43 31.73
SHIFT HOURL V 12.52 13.19 13.78 14.37 15.35 15.50 15.66 15.81 15.96 16.12
SHIFT OVERTIME 18.79 19.79 20.66 21.55 23.03 23.26 23.49 23.72 23.95 24.18
FIRE LIEUTENANT APPROX ANN 44,310 44,310 44,310 44,310 44,310 44,753 45,196 45,639 46,082 46,525
MONTHL V 3,692 3,692 3,692 3,692 3,692 3,729 3,766 3,803 3,840 3,877
BI-MO 1,846.23 1 ,846.23 1,846.23 1,846.23 1,846.23 1,864.69 1,883.15 1,901.62 1,920.08 1,938.54
SHIFT HOURL V 16.23 16.23 16.23 16.23 16.23 16.39 16.56 16.72 16.88 17.04
SHIFT OVERTIME 24.35 24.35 24.35 24.35 24.35 24.59 24.83 25.08 25.32 25.
DEPUTY FIRE MARSHAL APPROX ANN 47,052 47,052 47,052 47,052 47,052 47,522 47,993 48,463 48,934 49,
MEDICAL OFFICER MONTHL V 3,921 3,921 3,921 3,921 3,921 3,960 3,999 4,039 4,078 4,117
FIRE CAPTAIN BI-MO 1,960.48 1,960.48 1,960.48 1,960.48 1,960.48 1,980.08 1 ,999.69 2,019.29 2,038.90 2,058.50
NON-SHIFT HOURL V 22.62 22.62 22.62 22.62 22.62 22.85 23.07 23.30 23.53 23.75
NON-SHIFT OVERTIME 33.93 33.93 33.93 33.93 33.93 34.27 34.61 34.95 35.29 35.63
SHIFT HOURL V 17.23 17.23 17.23 17.23 17.23 17.41 17.58 17.75 17.92 18.10
SHIFT OVERTIME 25.85 25.85 25.85 25.85 25.85 26.11 26.37 26.63 26.89 27.15
FIRE PREVENTION SPECIALIST/ APPROX ANN 24,586 25,958 27,373 28,829 30,368 30,672 30,975 31,279 31,583 31,886
PUBLIC EDUCATOR APPROX MO 2,048.80 2,163.20 2,281 2,402 2,531 2,556 2,581 2,607 2,632 2,657
NON-SHIFT HOURL V 11.82 12.48 13.16 13.86 14.60 14.75 14.89 15.04 15.18 15.33
NON-SHIFT OVERTIME 17.73 18.72 19.74 20.79 21.90 22.12 22.34 22.56 22.78 23.00
AGBNDA BILL
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BREMERTON CITY COUNCIL
1. SUBJBCT:
Labor Agreement by and
b~tween the city of Bremerton and
International Association of Fire
Fighters Local 437 1993 - 1995
(Comment
FOR AGENDA OF:
ORIGINATING DEFT: Pers/Labor Relations
ORIGINATOR: C. Marshal~
DATE SUBMITTED: ~ '\
3. BXHIBITS:
City torney
ENDORSEMENT [X] INFORMATION []
MAYOR
Labor Agreement
1993 - 1995
Changes to 1991 - 1992 contract
APPROVED BY COUNCIL P IDENT FOR U I~L:
COUNCIL PRESIDENT
4. SUMMARY STATBMENT AND REQUIREMBNT FOR COUNCIL ACTION:
The attached Labor Agreement between the city and the International
Association of Fire Fighters Local 437 has been negotiated in conformance with
Council direction and covers a three-year period beginning January 1, 1993 and
ending December 31 1995. All changes made to the existing agreement are
identified in the attached Exhibit 2. Significant changes are summarized here:
Wage adjustments:
3.5% January 1 1993
90% of Seattle CPI-W July 1993 Index
Minimuml3%--Maximum 6% January 1 1994
90% of Seattle CPI-W July 1994 Index
Minimum 3%--Maximum 6% January 1 1995
Fire Prevention Specialist/Public Educator
recieves a special 5% adjustment 1/1/93 to
adjust to labor market and internal alignments
The position of 'Fire Captain was added--same wage as Medical Officer and Deputy
Fire Marshal. .
Changes to hours of work are included as follows:
Two (2) Pre-scheduled relief days (ilK-Days) are added in 1994 and
two (2) additional are added in 1995. This reduced the average shift hours worked
per week in 1993 from 52.5 to 51.6 in 1994; and 50.65 in 1995.
Vacation leave accruals were changed from an annual adjustment to one every five
years. No change to the overall benefits result and contract administration is
made more efficient and accurate.
New provisions were added to Article 15 (15.7 and 15.8) which prescribe standard
rules for Paramedic certification and promotional examination processing.
8. RECOMMENDATION:
It is recommended that the City Council approve the Labor Agreement by and
between the city of Bremerton and the International Association of Fire Fighters
Local 437 for the period January 1 1993 through December 31 1995.
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,. RESPONSIBLB O~~ICIAL:
ENFORCEMENT O~FICIAL:
BXPIRATION DATE:
REVIEW DATE:
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C. XarSha~
C. xarshaij,{Vl
December 31, 1"5
July 1"5
PULLED [] TABLED []
COUNCIL DIRECTIVE:
10. NOTICE O~ ACTION
APPR~ DISAPPROVED [] AMENDED [] DATE: -JIltU!!.2....1
i;..~ 11. AGENDA BILL NO.: <f 3 - /D7
(OVER)
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~,. CLEARANCES COMMENTS:
5. IMPACT OF NON-PASSAGE:
Negotiations with the Union will have reached impasse and unresolved issues
would be certified for binding arbitration by the state. of Washington Public
Employment Relations Commission.
\
6. IMPACT ON STAFFING. BUDGETS. FACILITIES. EQUIPMENT OR OTHER RESOURCES:
Transfer of funds from Salary Adjustment Reserv~ to the Fire Department
line item budgets as follows:
Salaries Admin
Suppression
Prevention
Emergency
Total
Benefits Admin
Suppression
. Prevention
Emergency
Total
Total Salaries and Benefits:
7. RESEARCH SOURCES:
.
CITY OF BREMERTON
FIREFIGHTERS CONTRACT INCREASE 3.50/0
BENEFITS (EXCL
BUDGETED MED, UNIFORMS NEW NEW NEW DIFF DIFF DIFF
SALARY & STANDARD INS) TOTAL SALARY BENEFITS TOTAL SALARY BENEFITS TOTAL
SUPPRESSION 1,372,549.33 72,847.59 1,445,396.92 1,420,588.56 75,397.26 1,495,985.81 48,039.23 2,549.67 50,588.89
PREVENTION 119,887.47 9,983.20 129,870.67 124,083.53 10,332.61 134,416.14 4,196.06 349;4 1 4,545.47 e
RESCUE 441,691.83 23,678.94 465,370.77 457,151.04 24,507.70 481,658.75 15,459.21 828.76 16,287.98
TOTAL 1,934,128.63 106,509.73 2,040,638;36 2,001,823.13 110,237.57 2,112,060.70 67,694.50 3,727.84 71 ,422.34
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