HomeMy WebLinkAboutIAFF LOCAL 437, 1991-1992
ARTICLE
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LABOR AGREEMENT BY AND BETWEEN
THE CITY OF BREMERTON
AND
INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS LOCAL 437
January 1 1991 - December 31 1992
PAGE NO.
PREAMBLE
1
1 NON-DISCRIMINATION
1.1 Non-Discriminatory Application
1.2 Discrimination Allegations '
1.3 Non-Discrimination - Union Activity
2
RECOGNITION
2
3 UNION DUES
3.1 Dues Deductions
3.2 Duration of Authorization
3.3 Equivalent Dues PaYment
4
UNION ACCESS
4.1 Conduct of Union Business
4.2 Union Representatives
4.3 Union Bulletin Boards
3
5
WAGES
5.1 Wage Rates
5.2 Acting Lieutenant
4
6
HOURS OF WORK
6.1 Normal Hours of Work
6.2 FLSA Work Period
6.3 Work Schedules
6.4 Beginning of Year Transfers
6.5 Mid-Year Transfers
6.6 Shift and/or Kelly Day Exchanges
5
7
OVERTIME
7.1 Overtime Defined
7.2 Overtime Compensation
7.3 Hourly Rate Defined
7.4 Minimum Overtime
7.5 Court and/or Subpoenaed Appearances
7.6 On Call Fire Inspector
7.7 Limitation of Compensatory Time
7.8 Schedule Change Balance Adjustment
7.9 Overtime Work Assignments
7.10 Emergency Call Back
7
8
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ARTICLE
VACATION LEAVE
8.1 Vacation Accrual
8.2 Vacation Eligibility
8.3 Vacation Scheduling
8.4 Maximum Vacation Accrual
8.5 Schedule Change Balance Adjustment
8.6 Vacation Buy-back
8.7 Vacation Pay-Out
8
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8
9
10
HOLIDAYS
9.1 Holidays Observed
9.2 Floating Holiday
9.3 Holiday Compensation for Non-Shift Personnel
9.4 Holiday Compensation for Shift Personnel
9.5 Schedule Change Balance Adjustment
10 SICK
10.1
10.2
10.3
10.4
10.5
10.6
10.7
10.8
10.9
10.10
10.11
10.12
10.13
10.14
11
OTHER
11.1
11.2
11. 3
12
11
LEAVE AND INDUSTRIAL DISABILITY
sick Leave Accrual
Schedule Change Balance Adjustment
Maximum sick Leave Accrual
sick Leave Incentive
sick Leave Retirement Payment 12
PaYment of sick Leave Upon Death
sick Leave Use
Notification of sick Leave Use
sick Leave Documentation and Approval 13
Industrial Disability and Limitation of
sick Leave Use for LEOFF I Employees
Industrial Disability Leave for LEOFF II
Employees
Disability Leave Supplement for LEOFF II
Employees 14
Industrial Disability Leave for REGULAR
Employees
Alternative Work Assignments for Employees
on Industrial Disability 15
LEAVE
Bereavement Leave
Jury Duty, witness
Emergency Leave
and Military Duty Leay~~
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RETIREMENT BENEFITS
16
13
INSURANCE BENEFITS
13.1 Medical Insurance
13.2 Dental Insurance
13.3 Disability and Life
13.4 Insurance Reserves,
Insurance
Rebates and Surpluses
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ARTICLE
14
15
16
17
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PAGE NO.
CLOTHING AND UNIFORM CLEANING ALLOWANCE
14.1 Purchase of Uniforms
14.2 Uniform Cleaning Allowance
17
PERSONNEL PRACTICES
15.1 Definitions
15.2 Seniority List
15.3 Promotions and Vacancies
15.4 Probationary Evaluations
15.5 Career Counselling
15.6 Rights and Privileges
18
19
GRIEVANCE PROCEDURE
16.1 Definitions
16.2 Step 1
16.3 Step 2
16.4 Step 3
16.5 Step 4
16.6 Powers and Duties of the Arbitrator
16.7 Costs of Arbitration
16.8 Time Limits
20
SEVERABILITY
21
18 ENTIRE AGREEMENT
19 CONFLICTING PROVISIONS
20 TERM
ENACTMENT 22
APPENDIX A WAGE RATES
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LABOR AGREEMENT BY AND BETWEEN
THE
CITY OF BREMERTON
and
INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS LOCAL 437
January 1, 1991 through December 31, 1992
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 other terms and conditions of
emploYment which shall be in effect during the term of this
agreement for employees included in the bargaining unit described
in Article 3 below.
ARTICLE 1. NON-DISCRIMINATION
1.1 Non-Discriminatorv Annlication: 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 Alleqations: 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 City's Equal Employment
Opportunity Complaint Procedure or the appropriate 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.
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ARTICLE 2. RECOGNITION
The City recognizes the Union as the sole and exclusive bargaining
representative for the purpose of negotiations concerning wages,
hours and conditions of employment for all employees in
classifications set forth in Appendix A and such classifications as
may be added to the bargaining uni t 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 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 Eauivalent Dues Pavment: 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 conductE!d 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
legi timate Union business provided that such access does not
interfere with the work and duties of Union employee
representatives or of other on-duty employees.
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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.
ARTICLE 5. WAGES
5.1 Waae Rates: Effective January 1 1991, wages shall be paid as
set forth in Appendix A. Effective January 1 1992, the wage rates
set forth in Appendix A shall be adjusted by 90% of the Seattle
CPI-W July 1991 Index with a minimum adjustment of 4% 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 se~t 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. Paramedic: An employee who is assigned to perform the
work of a Paramedic shall be compensated at the Firefighter/
Paramedic base wage rate prescribed in Appendix A for the duration
of the assignment.
D. 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.
E. Eauipment or Self-Contained Breathing Apparatus (SCBA)
Maintenance: An employee who is assigned to perform equipment
maintenance work shall be compensated at the Firefighter-Equipment
Maintenance base wage rate prescribed in Appendix A for the
duration of the assignment. An employee who is assigned to perform
Self-Contained Breathing Apparatus maintenance work shall be
compensated at the Firefighter-SCBA Maintenance base wage rate
prescribed in Appendix A for the duration of the assignment during
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1991. Effective January 1.1992, 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 Actina Lieutenant: An employee who serves as an Acting
Lieutenant 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 Lieutenants will not be used as a permanent alternative for
hiring a full complement of 12 Lieutenants. 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.
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 52.32 hours per week. The
normal hours of work for non-shift personnel shall be 40 hours per
week.
6.2 FLSA Work period: For purposes of complying with the Fair
Labor Standards Act, the work period for shift personnel shall
commence at 2000 hours on the first scheduled off duty Kelly Day
and shall conclude at 0800 hours twenty-three consecutive days
following. The work period for non-shift personnel shall commence
at 0001 hours each Sunday and conclude at 2400 hours each Saturday.
6.3 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 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). 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 Beginnina 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.
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6.5 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.
6.6 Shift and/or Kelly Day Exchanqes: 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. 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
Chief's 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.
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 wo~k 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.
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7.3 Hourly Rate Defined: A shift employee's hourly rate shall be
computed as follows:
(Monthly waqe rate) x 12 = HOURLY RATE
52 x 52.32 hours
A non-shift employee's hourly rate shall be computed as follows:
(Monthly waqe rate) x 12 = HOURLY RATE
, 52 x 40 hours
7.4 Minimum Overtime: In the event an employee is called back to
duty or held over after the expiration of his or her normal duty
shift for a period of time which is less than two (2) hours, the
employee shall receive a minimum of two hours of overtime
compensation.
7.5 Court and/or Subpoenaed Appearances: An employee who appears
in Court 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 callout.
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 Adiustment: 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 1.4 = 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
shall be decreased as follows:
Accrued Hours = Employee's accrued compensatory time balance.
1.4
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7.9 Overtime Work Assiqnments: Overtime work will be assigned to
employees on the basis of the Fire service and Medical Emergency
service needs. Overtime will be offered to employees by
classification or by possession of the special skills required to
provide coverage of ne~ded services. A maximum on duty strength of
four (4) Lieutenants, three (3) Paramedics and seven (7)
Firefighters with a minimum strength of three (3) 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 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.
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
opportuni ty to work overtime. 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.
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.
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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 Emerqencv Call Back: Notwithstanding the provisions of 8.9
above, the Fire Chief or the Chief's 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 Chief's
designee deems appropriate to the circumstances.
ARTICLE 8. VACATION LEAVE
8.1 Vacation Accrual: Employees shall accrue vacation time with
pay for all regularly scheduled work time including paid leave time
pursuant to the following schedule:
Period of continuous
Full Time Emplovment
Hours Accrued/Year
(Non-Shift Personnel)
Hours Accrued/Year
(ShiftLPersonnel)
Date of Hire through
5 years 104 hours 145.6 hours
6th year 120 hours 168 hours
7th year 128 hours 179.2 hours
8th year 136 hours 190.4 hours
9th year 144 hours 201. 6 hours
10th year 152 hours 212.8 hours
11th year 160 hours 224 hours
12th year 168 hours 235.2 hours
13th year 176 hours 246.4 hours
14th year 184 hours 257.6 hours
15th year 192 hours 268.8 hours
16th year 200 hours 280 hours
17th year and thereafter 208 hours 291. 2 hours
8.2 Vacation Eliqibility: 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 Schedulinq: Annual vacation leave shall be
authorized by the Fire Chief or the Chief's designee. Non-shift
personnel shall schedule vacation leave by mutual agreement of the
employee and the Fire Chief or the Chief's designee. Shift
employees shall select their vacation choices by seniority within
shift assignment and through application of the following rules:
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A. Each employee may select a vacation consisting of eight
(8) connected 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.
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 first selection. 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 ~election 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.
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 Emolovment
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 carryover balance and the end of the calendar
year shall forfeit such excess vacation hours.
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8.5 Schedule Chanqe 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 vacation
hours upon the date of change shall be increased as follows:
Accrued Hours X 1.4 = 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 = Employee's
1.4 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.
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.
9.2 Floatinq 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 eighty-eight (88) hours added to their annual leave
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 9.
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9.5 Schedule Chanqe Balance Adiustment: 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 1.4 = Employee's accrued holiday hours. 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 = Employee's accrued holiday hours.
1.4
ARTICLE 10. SICK LEAVE AND INDUSTRIAL DISABILITY
10.1 sick Leave Accrual: Employees shall accrue sick leave time
with pay at the rate of .046154 hours for all normal hours of work
including paid leave. The annual accrual for non-shift personnel
who normally work forty (40) hours per week, or 2080 hours per
year, will be 96 hours. The annual accrual for shift personnel who
normally work an average of 52.32 hours per week, or 2720 per year,
will be approximately 126 hours.
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 1.4 = Employee's accrued sick leave balance. In
the event an employee's normal hours of work are permanently. 3
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 = Employee's accrued sick leave balance.
1.4
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.
10.4 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.
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10.5 sick Leave Retirement Pavrnent: 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 Pavrnent 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 t
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.
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.
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B. Unanticioated 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 durinq 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 and providing
such information as is required by the department to verify the
appropriateness of such a conversion.
10.9 sick Leave Documentation and Ao~roval: An employee who has
been absent 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 leave
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, 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 Emolovees: 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 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 months and six days or
two shifts.
10.11 Industrial Disability Leave for LEOFF II Employees: An
employee who qualifies for and is included in the Washington state
Retirement System commonly referred to as "LEOFF II", and who
incurs a work-related illness or injury shall be provided with such
compensation as is made available through Workers' Compensation
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10.12 Disability Leave Supplement for LEOFF II Employees: A
disability leave supplement is the amount which, when added to the
amount payable under Worker's Compensation time-loss benefits will
result in an employee receiving the same pay he or she would have
received for full time active service, taking into account that
Workers' Compensation payments are not subject to federal or social
security taxes. The disability leave supplement shall begin on the
sixth day of absence from work caused by the injury or illness
which entitles the employee to Workers' Compensation benefits and
shall be paid as follows:
A. One-half of the amount of the supplement shall be charged
against the accrued sick leave of the employee up to the point
where 48 hours of sick leave remain. If an employee has no accrued
sick leave at the time of injury or illness which entitles him or
her to Workers' Compensation benefits, or if accrued sick leave is
exhausted to the point where only 48 hours remain during the period
of disability, the employee shall receive only that portion of
disability leave supplement prescribed by subsection (B) of this
section.
B. One-half of the amount of the supplement shall be paid by
the City for a period not to exceed six (6) months from the date of
injury or illness up to the point where only 48 hours of the
employee's sick leave remains. In the event that only 48 hours of
the employee's sick leave remains at some point during the period
of disability, the City shall pay that amount of the supplement:
which is required to make up the difference between-, the minimum-
sick leave of 48 hours and the employee's full time active pay,
(taking into account that Workers' Compensation benefits are not
subject to federal or social security taxes) for a period not to
exceed six (6) months from the date of injury or illness.
C. In no event shall the combination of Worker's
Compensation, employee sick leave or City supplement compensation
exceed the amount of an employee's regular wage rate at any time
during the disability period.
D. If an employee's accrued sick leave is exhausted during
the period of disability, the employee may, for a period of two
months following return to active service, draw prospectively upon
sick leave the employee is expected to accumulate up to a maximum
of 24 hours for a non-shift employee and 31.39 hours for a shift
employee. Any sick leave drawn prospectively shall be charged
against earned sick leave until such time as the employee has
accrued the amount needed to restore the amount used. In the event
an employee terminates active service without having restored the
sick leave drawn prospectively, the City shall deduct the actual
cost of any payments made under this subsection from compensation
payable to the employee or otherwise recover the payments.
10.13 Industrial Disability Leave for REGULAR Employees: An
employee who incurs a work-related illness or injury and who
qualifies to receive Workers' Compensation benefits shall be
allowed to use accrued sick leave to supplement the Workers'
Compensation benefits so as to provide the same pay he or she would
have received for full time active service, taking into account
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that Worker's Compensation payments are not subject to federal or
social securi ty taxes. In no event shall the combination of
Workers' Compensation and employee sick leave exceed the amount of
an employee's regular wage rate at any time of the disability
period.
10.14 Alternative Work Assiqnments for Emplovees on Industrial
Disabilitv: An employee may be assigned to perform alternative
work during the period he or she is unable to perform his or her
normal work duties due to a work-related illness or injury or may
be provided alternative employment in conformance with the
provisions of laws and regulations governing employees under LEOFF
II, and the Washington state Industrial Insurance Act and City
employment.
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 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 Militarv Dutv 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. 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 Emerqencv 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.
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ARTICLE 12. RETIREMENT BENEFITS
. I. .
Each employee shall be enrolled 1n the Wash1ngton state Ret1rement
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 contiibutions to the respective
retirement system which is picked up b~ the city.
I
I
I
ARTICLE 13. INSURANCE BENEFITS
i
13.1 Medical Insurance: The city sh~ll make medical insurance
coverage available to employees and their dependents and provide
for paYment of insurance premiums as I follows: KPS Plan A for
Employees and KPS Plan B for spouses' and dependents; or Group
Health for Employees, spouses and depertdents. The City will pay
full premiums for employees, spouses I and dependents. Co-pay
amounts paid by employees for treatment received by employees shall
be reimbursed to the employee. Co-pay I amounts paid by employees
for treatment received by spouses and dependents shall be paid by
I
the employee. !
I
,
13.2 Dental Insurance: The City shall I make t~e 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. I
I
13.3 Disabilitv and Life Insurance: E~ployees 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 $17 per month per
eligible and enrolled employee toward ipremium costs of all such
insurance pOlicies until the first of the month following approval
of this agreement, at which time 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 payrolll deductions authorized by
each enrolled employee. .
I .
13.4 Insurance Reserves. Rebates and Surpluses: The C1ty shall
require the KPS medical plan provide!7 to provide a structured
accounting to the City at least annually. Such accounting shall
include plan utilizations, all reserve ~ccounts 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. i The City agrees that the
bargaining unit's pro-rata share of any!premium rebates, interest
I
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rebates, surplus reserve account rebates or any other monetary
returns to the employer from the insurance providers together with
subsequent interest earnings thereon s~all be used exclusively to
defray the costs of premium increases i1n the plan.
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ARTICLE 14. CLOTHING AND UNIFORM CLEANING ALLOWANCE
14.1 Purchase of Uniforms: The ci ~y 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 f9r by the Fire Department
remain the property of the city. :
I
14.2 Uniform Cleaninq Allowance: Eac~ employee required to wear
a uniform pursuant to Fire Department ~egulations shall receive a
uniform cleaning allowance of two hundred fifty ($250) dollars per
year for uniform maintenance. The allqwance shall be paid during
the month of January. An employee hiredl subsequent to the first of
the year shall receive a pro-rata cleaning allowance paYment. In
. I. .
the event that the Cl.ty secures a cleanl.ng contract wl.th an
independent cleaning company, no uniform allowance will be paid to
I
employees. '
I
I
ARTICLE 15. PERSONNEL! PRACTICES
,
I
15.1 Definitions: For the purpose of interpreting the provl.sl.ons
of this agreement, the following defin~tions shall apply:
A. Probationary Employee: An ~mployee serving a twelve-
month periOd commencing upon the initial date of hire as a
permanent employee during which the em~loyee may be discharged at
the sole discretion of the City, consi~tent with applicable civil
Service Rules and Regulations and without recourse to the grievance
I
procedure. 1
B. Promotional Probation: A twel1ve-month period commencing
upon the initial date of a permanent pro~otional 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 Emplovee: An employee who qualifies for and is
a member of the Washington State Retir~ment System commonly known
as "LEOFF II" I
. I
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E. REGULAR Emnlovee: 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 Emnlovee: An employee who is normally assigned
to work forty (40) hours per week Monday through Friday.
G. Shift Emnlovee: An employee who is normally assigned to
work an average of 52.32 hours per week on a 24-hour shift
scheduled basis.
H. Cvcle: 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 Senioritv 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
reposted at all stations.
15.3 Promotions and Vacancies: All personnel reductions, filling
of vacancies and promotions shall be handled in accord with
existing civil Service Rules and Regulations and shall not be
sUbject to the grievance procedure.
15.4 Probationarv Evaluations: A written monthly evaluation shall
be given to each employee 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. 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 Counsellinq: 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.
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15.6 Rights and privileqes: 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 ci ty 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.
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.
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 the Deputy Chief assigned
to Operations or Fire Prevention, as appropriate, 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 Deputy Chief 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 rights 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 Fire Chief
within fourteen (14) calendar days of the date the employee met
with the Deputy Chief. The Fire Chief shall meet with the employee
and the employee's Union Representative within fourteen (14)
calendar days after receipt of the written grievance for the
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purpose of considering the matter. The Fire Chief 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 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
Chief's written response to the Director of Personnel and the Mayor
within fourteen (14) calendar days of receipt of the Fire Chief's
wri tten 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 wri tten
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.
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ARTICLE 17. SEVERABILITY
In the event that any prov1s1on 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.
ARTICLE 20. TERM'
The terms of this Agreement shall be in effect upon January 1,
1991, unless otherwise provided within the terms of each Article,
and shall remain in effect through December 31, 1992. Negotiations
for a 1993 agreement shall commence no later than September 16,
1992.
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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.
DATED THIS 87]:. day of ~ 1991.
CITY OF BREMERTON:
bud~llz~
Director, Personnel/Labor
Relations
~~~
Louis Men~, Mayor
~2&
. '.;'. , 6~
;J:..'fr ~r sident
(~~.~OD
secretarY-Tt~~urer
ATTEST:
TO FORM:
t-.l\ c ~
Kathleen McCluskey
City Clerk
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APPmDIX A
WAGE RATES
EFFECTIVE JANUARY 1 1991
LONGEVITY SCALE
POSITIOO
BASE
FIRST RATE SECOOD RATE THIRD RATE FOORTH RATE FrITH RATE : 5TH + 1% 5TH + 2% 5TH + 3% 5TH + 4% 5TH + 5%
12 MOS 12 MOS 12 MaS 12 MOS 12 MOS : 6-1OTH YRS 11-15TH YRS 16-2OTH YRS 21-25TH YRS 26 YRS +
---
APPROX ANN 28,928 30,589 32,041 33,510 35,961 : 36,321
MCMHLY 2,410.66 2,549.10 2,670.06 2,792.54 2,996.76 : ..3,026.74
SHIFI' HOORLY 10.63 11.24 11.78 12.32 13.22 : 13.35
OVERTll1E 15.95 16.86 17.67 '.. ..18.48 19.83 : 20.03
FIREFIGHTER
--- ---
29,528 31,189 . 32,641 .' 34,110 36,561 : ". 36,927
2,460.66 2,599.10 2,720~06 . 2,842.54' 3,046.76 : 3,077.24
10.85 11.46 12.00 ' 12.54 13.44 : 13.57
, 16.28' .17 ~19 18.00 " 18.81 ' 20.16 : 20.36
:
30,206 .. 31,867 ,.' 33,319 34;788 .. . · 37,239 : . " 37,612
'.
2,517.16> 2,655.60 2,776.56 " 2,899.04 ' 3,103.26 : ' . 3,134.30
11.10 11. 71 "12.25 12.79 13.69 : 13.82
16.65 17.57 18.38 19.19 ' 20.54 : 20.73
----
36,680
3,056.70
13 .48
20.22
37,292 '.
3,107.70
13.71
20.57
37,984 . .
3,165.34 .'
13 . 96
20.94
37,040
3,086.66
13.61
20.42
37,658 '
3,138.16
13.84
20.76
,<38,356 ....
3,196.36 :/
14.10
21.15
37,400
3,116.64
13.75
20.63
38,024 ." ". "
. 3,168.64
. . 13.98
,', 20.97
,"38;729
3,227.40
14.24
21. 36
37,759
3,146.60
13..88
20.82 '.
'38,389
3,199.10:'
. 14.11.
.21.17 "
.39,101
, .' 3,258.42
14.69 ."
22.04
FIREFIGHTER/FIRE PREVENTIOO APPRO X ANN 31,164 32,826 34,277 35,747 38,198 : 38,580 38,962 39,344 39,726 40',108
FIREFIGHTER/PARAMEDIC MONTHLY 2,597.02 2,735.46 2,856.44 2,978.92 3,183.14 : 3,214.98 3,246.80 3,278.64 3,310.46 3,342.30
Na>l":'SHIrr HOORLY 14.98 15.78 16.48 17.19 18.36 : 18.55 18.73 18.92 t~9.10 19.28
Na>l-SHIrr OVERTll1E 22.47 23.67 24.72 .25.79 27.54 : 27.83 28.10 28.38 '28.65 28.92
SHIrr HOORLY 11. 45 12.07 12.60 13.14 14.04 : 14.18 14.32 14.46 14.60 15.54
SHIFI' 0VERTll1E 17.18 18.11 18.90 19.71 21.06 : 21.27 21. 48 21.69 21. 90 23.31
------ ---- . ----- ----
_LmJmIANr APPROX ANN 40,388 40,388 40,388 40,388 40,388 : 40,792 41,196 41, 600 42,003 42,407
MCMHLY 3,365.66 3,365.66 3,365.66 3,365.66 3,365.66 : 3,399.32 3,432.98 3,466.64 3,500.28 3,533.94
SHIIT HOORLY 14.84 14.84 14.84 14.84 14.84 : 14.99 15.14 15.29 15.44 15.59
OVERTD1E 22.26 22.26 22.26 22.26 22.2'6 : 22.49 22.71 22.94 23.16 23.39
-- --- - --- ----
- . - ~'.v,,", _. .'_
DEPUTY FIRE MARSHAL .' . APPRO X ANN 42,887 42,887. . 42,887 .42(287.. 42,887 : 43,316 43,745 44,174 , 44,603 45,031 ,
, : ',: MEDICAL OFFICER MONTHLY , 3,573.92 3,573.92 . 3,573.92:" 3,573.92 3,573.92 : 3,609.66 3,645.40 3,681.14 3,116.88 3,752.62
. . Na>l-SHIIT HOORLY 20.62 20.62 . 20.62 20.62 . 20.62 : 20.82 21.03 21. 24 21.44 ' 21. 65
. OVERTll1E . 30.93 30.93 30.93 30.93 30.93 : 31.23 . 31.55 31.86 32.16 32.48
---- - . -----
. 21,367 22,578 23,788 25,070 26,424 : 26,688 26,952 . ' 27,216 , ,~. 27, 480 : ' ' 27,745
1;780.56 1,881.48 1,982.36 2,089.20 . 2,201.96 : 2,223.98 .' 2,246.00 2,268.02 . 2,290.04 .' .... 2,31~.06
".10.27: 10.85 '. 11.44 12.05 12.70 :: 12.83 12.96 13.08 13.21 13.34;
15.41 16.28 17 .16 '. 18.0? 19.05 : 19.25' . 19.44 19.62 .' '19.82 . 20.01
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AGENDA BILL
BREMERTON CITY COUNCIL
1. SUBJECT:
Labor Agreement by and
between the City of Bremerton and
International Association of Fire
Fighters Local 437 1991 - 1992
2.
(Comment on back if necessary)
~~~~..
'Fire Chief
3. EXHIBITS:
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= City Attorney
ENDORSEM~T [X] INFORMATION []
~YOR~~Mf~
FOR AGENDA OF:
ORIGINATING DEPT:
ORIGINATOR:
DATE SUBMITTED:
April 17, ~99
Pers/Labor at ions
C. Marshal
April 10, 991
Labor Agreement
1991 - 1992
APPROVED BY COUNCIL PRESIDENT FOR SUBMITTAL:
COUNCIL PRESIDENT ~ .;. ,;..1-
4. SUMMARY STATEMENT AND REQUIREMENT 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 two-year period beginning January 1,
1991 and ending December 31 1992. Changes to the existing agreement are as
follows:
PREAMBLE
ARTICLE 1.
ARTICLE 2.
ARTICLE 3.
ARTICLE 4.
ARTICLE 5.
NON-DISCRIMINATION
RECOGNITION
UNION DUES
UNION ACCESS
WAGES
6.5% January 1 1991
No Changes
No Changes
No Changes
No Changes
No Changes
Changes as follows:
90% of Seattle CPI-W July 199~ Index
Minimum 4%--Maximum 6% January 1 1992
Firefighter/Paramedic and Firefighter/Fire Prevention
salaries were equalized ($15/month added to Firefigher/Paramedic)
Three employees with specialized training in maintaining
Self-Contained Breathing Apparatus (SCBA) equipment will
be paid an additional $50/month in 1991 and will receive
the same 'pay as other equipment maintenance employees
receive in 1992 (approximately $100/month).
Lieutenant/Paramedic was eliminated and Deputy Fire Marshal
(new position added in 1990) was added.
ARTICLE 6.
HOURS OF WORK '
No changes except as follows:
Added restrictions to shift exchanges (6.6) desired by
the Fire Chief--exchanges between employees of the same
classification only unless Chief approves otherwise; newly
hired employees not eligible for six1months.
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APR 1 7 1991
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ARTICLE 7.
OVERTIME
No changes except. as follows:
Added restrictions to call backs (7.9) desired by the
Fire Chief--call back by rank needed unless same rank
not available to work overtime.
ARTICLE 8.
VACATION LEAVE
No changes except as follows:
Added restrictions to vacation scheduling (8.3) desired
by the Fire Chief--vacation days not available for same
day selection if shift is at a minimum.
ARTICLE 9.
ARTICLE 10.
HOLIDAYS No changes
SICK LEAVE AND INDUSTRIAL DISABILITY
No changes except for correction of arithmetic error
for shift employee maximum accrual from 1260 to 1440
ARTICLE 11.
ARTICLE 12.
ARTICLE 13.
OTHER LEAVE No changes
RETIREMENT BENEFITS No changes
INSURANCE BENEFITS Same Plans and premium payment arrangement
as provided in 1990 excepting City payment to LEOFF II disability
insurance incr~ased from $17 to $20 per month.
ARTICLE 14.
CLOTHING AND UNIFORM CLEANING ALLOWANCE
Same provision--City will explore obtaining cleaning
contract in 1992 and eliminate cleaning allowance payment.
ARTICLE 15. PERSONNEL PRACTICES No changes
ARTICLE 16. GRIEVANCE PROCEDURE No changes
ARTICLE 17. SEVERABILITY No changes
ARTICLE 18. ENTIRE AGREEMENT No changes
ARTICLE 19. CONFLICTING PROVISIONS No changes
ARTICLE 20. TERM January 1 1991 - December 31 1992
ENACTMENT No changes
APPENDIX A. WAGE RATES (See Article 5)
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 1991 through December 31 1992.
9. RESPONSIBLE OFFICIAL:
ENFORCEMENT OFFICIAL:
EXPIRATION DATE:
REVIEW DATE:
C. Marsha NljA
C. MarshailJ{1;(
December 31, 1992
septemer 1992
10. NOTICE OF ACTION
.
PULLED [] TABLED [] APPROVED [] DISAPPROVED [] AMENDED [] DATE:
COUNCIL DIRECTIVE:
11. AGENDA BILL NO.:
e
2 t 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 Reserve to the Fire Department
line item budgets as follows:
Salaries Admin -0-
Suppression 72,030
Prevention 4,068
Emergency 30,318
Total 106,416
Benefits Admin -0-
suppression 4,050
Prevention 394
Emergency 1,691
Total 6,135
Total Salaries and Benefits 112,551
7. RESEARCH SOURCES: