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HomeMy WebLinkAboutIAFF LOCAL 437, 1990 e e LABOR AGREEMENT BY AND BETWEEN THE CITY OF BREMERTON and INTERNATIONAL FIRE FIGHTERS LOCAL 437 . January 1 1990 through December 31 1990 . -J.. ARTICLE e e LABOR AGREEMENT BY AND BETWEEN THE CITY OF BREMERTON and INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS LOCAL 437 January 1 1990 through December 31 1990 TABLE OF CONTENTS PAGE NO. 1 1 PREAMBLE 2 NON-DISCRIMINATION 2.1 Non~Discirminatory Application 2.2 Discrimination Allegations 2.3 Non-Discrimination - Union Activity 3 2 RECOGNITION 4 UNION DUES 4.1 Dues Deductions 4.2 Duration of Authorization 4.3 Equivalent Dues PaYment 5 UNION ACCESS 5.1 Conduct of Union Business 5.2 Union Representatives 5.3 Union Bulletin Boards 3 6 WAGES 6.1 Wage Rates 6.2 Act-i:ng Lieutena-nt. 7 4 HOURS OF WORK 7.1 Normal Hours of Work 7.2 FLSA Work Period 7.3 Work Schedules 7.4 Beginning of Year Transfers 7.5 Mid-Year Transfers 7.6 Shift Exchanges 5 8 OVERTIME 8.1 Overtime Defined 8.2 Overtime compensation 8.3 Hourly Rate Defined 8.4 Minimum Overtime 8.5 Court and/or Subpoenaed Appearances 8.6 On Call Fire Inspector 8.7 Limitation of Compensatory Time 8.8 Schedule Change Balance Adjustment 8.9 Overtime Work Assignments 8.10 Emergency Call Back 6 i ARTICLE 10 e e PAGE NO. 9 VACATION LEAVE 9.1 Vacation Accrual 9.2 Vacation Eligibility 9.3 Vacation Scheduling 9.4 Maximum Vacation Accrual 9.5 Schedule Change Balance Adjustment 9.6 Vacation Buy-back 9.7 Vacation Pay-out 7 8 9 HOLIDAYS 10.1 Holidays Observed 10.2 Floating Holiday 10.3 Holiday compensation for Non-Shift Personnel 10.4 Holiday Compensation for Shift Personnel 10.5 Schedule Change Balance Adjustment 10 11 SICK LEAVE AND INDUSTRIAL DISABILITY 11.1 sick Leave Accrual 11.2 Schedule Change Balance Adjustment 11.3 Maximum sick Leave Accrual 11 11.4 sick Leave Incentive 11.5 sick Leave Retirement Payment 11.6 Payment of sick Leave Upon Death 11.7 sick Leave Use 11. 8 Notification of sick Leave Use 12 11. 9 sick Leave Documentation and Approval 11.10 Industriai Disability and Limiation of sick 13 Leave Use for LEOFF I Employees 11. 11 Industrial Disability Leave for LEOFF II Employees 11. 12 Disability Leave Supplement for LEOFF II Employees 11.13 Industrial Disability Leave for Regular 14 Employees 11.14 Alternative Work Assignments for Employees on Industrial Disability 13 BENEFITS 12 OTHER. 12.1 12.2 12.3 LEAVE Bereavement Leave Jury Duty, .witness Emergency Leave and Military Duty Leave 15 RETIREMENT BENEFITS' T 14 INSURANCE BENEFITS 14.1 Medical Insurance 14.2 Dental Insurance 14.3 Disability and Life Insurance 14.4 Insurance Reserves, Rebates and Surpluses 16 ii ARTICLE 15 16 e ii e CLOTHING. AND UNIFORM CLEANING ALLOWANCE 15.1 Purchase of Uniforms 15.2 Uniform Cleaning Allowance PERSONNEL PRACTICES 16.1 Definitions 16.2 seniority List 16.3 Promotions and Vacancies 16.4 Probationary Evaluations 16.5 Career Counselling 16.6 Rights and Privileges GRIEVANCE PROCEDURE 17.1 Definitions 17.2 Step 1 17.3 Step 2 17.4 Step 3 17.5 Step 4 17.6 Powers and Duties of the Arbitrator 17.7 Costs of Arbitration 17.8 Time Limits 17 18 SEVERABILITY 19 ENTIRE AGREEMEN~ 20 CONFLICTING PROVISIONS 21 TERM APPENDIX A WAGE RATES iii PAGE NO. APPENDIX 16 17 18 19 20 21 e e LABOR AGREEMENT BY AND BETWEEN THE CITY OF BREMER TON and INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS LOCAL 437 January 1, 1990 through December 31, 1990 ARTICLE 1. 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 Firefighters~-- 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 2. NON-DISCRIMINATION 2.1 Non-Discriminatorv 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 occupati~nal qualification. 2.2 Discrimination Alleqations: An employee who believes that he or she has been the subject of unlawful discrimination prohibited in 2.1 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. 2.3 Non-Discrimination - Union Activitv: 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. e e ARTICLE 3. 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 unit during the term of this Agreement. ARTICLE 4. UNION DUES 4.1 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. 4.2 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. 4.3 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 agre~d to by the Union and the employee. The employee shall provide written evidence to the Union that such contributions have been made. ARTICLE 5. UNION ACCESS 5.1 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. 5.2 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 wi th the work and duties of Union employee representatives or of other on-duty employees. - 2 - e e 5.3 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 sociai occasions and similar Union notices, letters, and memoranda. ARTICLE 6 - WAGES 6.1 Waqe Rates: Wages shall be paid as set forth in Appendix A. 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 ext~nded 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. 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. Equipment 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. -3- e e 6.2 Actinq 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 7 - HOURS OF WORK 7.1 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. 7.2 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. 7.3 Work Schedules: On or about January 1, shift personnel shall be assigned to one of three shifts: A, B, or IC. 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. 7.4 Beqinninq 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. -4- e e 7.5 Mid-Year Transfers: During the calendar year, the Fire Chief may transfer each nonprobationary employee once from one shift or non-shift assignment to another as a permanent assignment or may transfer each nonprobationary 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 nonprobationary 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. 7.6 Shift Exchanqes: Employees may exchange full or partial shifts when the change does not interfere with the duties and responsibilities of the employees in their positions and provided that the immediate supervisors of such employees find that no such interference will occur as the result of a mutually agreeable shift exchange. The Fire Chief may overrule such a finding by the immediate supervisors in the event that the department's service or training needs require specific employees to be on duty during their assigned shifts. ARTICLE 8 - OVERTIME 8.1 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 ci ty and is performed during an employee's normally scheduled off duty time. 8.2 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. 8.3 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 - 5 - e e 8.4 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. 8.5 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. 8.6 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. In the event that a recognized holiday occurs during an On Call assignment period, the employee shall receive an additional two (2) hours of compensatory time at time and one-half for each holiday On Call assignment. 8.7 Limitation of .Compensatorv 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. 8.8 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 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 8.9 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 needed services. A maximum on duty strength of four (4) Lieutenants and three (3) Paramedics with a minimum strength of three (3) Lieutenants/Acting Lieutenants and two (2) Paramedics will be used as a guideline. - 6 - e e 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 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 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. 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. 8.10 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 9 - VACATION LEAVE 9.1 Vacation Accrual: Employees shall accrue vacation time with pay for all regularly scheduled work time including paid leave time pursuant to the following schedule: - 7 - e e Period of continuous Full Time Emplovment Hours Accrued/Year (Non-Shift Personnel) Hours Accrued/Year (Shift Personnel) 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 9.2 Vacation Eliqibilitv: 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. 9.3 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: 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 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. 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. C. In the event a vacation selection which has been made and approved is subsequently cancelled by an employee, the vacation selection so cancelled shall be made available for selection to other employees as soon as feasible. The cancelled vacation slot shall be selected by employees through application of the provisions of this section. - 8 - e e 9.4 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 carryover balance and the end of the calendar year shall forfeit such excess vacation hours. 9.5 Schedule Chanqe Balance Ad4 ustment: 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 9.6 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. 9.7 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 10 - HOLIDAYS 10.1 Holidays Observed: The following holidays shall be observed by the City: New Year's Day Martin Luther King's Birthday President's Day Memorial Day Independence Day Labor Day Veteran's Day Thanksgiving Day Day after Thanksgiving Christmas - 9 - e e In addition, any other holiday legally proclaimed by the Federal or state government, provided that the City takes official action to have such holiday also observed by the City. 10.2 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. 10.3 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. 10.4 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. 10.5 Schedule Chanqe Balance Ad-;ustment: In the event an employee's normal hours of work are permanently changed from a non- shift to a shift scheule, 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 11 - SICK LEAVE AND INDUSTRIAL DISABILITY 11.1 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. 11.2 Schedule Chanqe Balance Ad-;ustment: 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 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 leaye balance. 1.4 - 10 - e e 11.3 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 1260 hours. 11.4 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 ~ollowing 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. 11.5 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 1260 hours (a maximum total of 441 hours) will be paid to the employee at the employee's regular'hourly wage rate in effect at the time of retirement. 11.6 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 1260 hours for a shift employee. 11.7 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. - 11 - e e c. Attending medical, dental and/or oculist appointment~ 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. 11.8 Notification of sick Leave Use: An employee who is absent or expects to be absent from work due to causes specified in 11.7 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 11.7 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. 11.9 sick Leave Documentation and Approval: 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. - 12 - e e 11.10 Industrial Disabilitv and Limitation of sick Leave Use for LEOFF I Emplovees: 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. 11.11 Industrial Disabili tv Leave for LEOFF II Emplovees: 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 time-loss benefits. 11.12 Disabili tv Leave Supplement for LEOFF II Emplovees: 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 securi ty 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. - 13 - e e 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. 11.13 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 that Worker's Compensation paYments are not subject to federal or social security 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. 11.14 Alternative Work Assiqnments for Employees on Industrial Disability: 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 12 - OTHER LEAVE 12.1 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. - 14 - e e 12.2 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. 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. 12.3 Emerqency 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 13 - 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 14 - INSURANCE BENEFITS 14.1 Medical Insurance: The City shall make medi~al insurance coverage available to employees and their dependents and provide for payment of insurance premiums as follows: Mo Premium Amount Paid bY city Mo Premium Amount Paid by Employee Plan Co-Pays Paid Member 12Y Monthly Premium Amount Kitsap Physicians' Service - Plan A LEOFF I Employee LEOFF II Employee 153.29 153.29 -0- City City 112.69 112.69 -0- Kitsap Physicians' Service - REGULAR and Dependents Employee 98.14 Spouse 109.64 1st Dependent 52.20 2nd+Dependent(s) 41.67 Plan B 98.14 109.64 52.20 41. 67 -0- -0- -0- -0- Employee Employee Employee Employee - 15 - e e GROUP HEALTH LEOFFI Employee 131.68 Employee 102.14 Spouse 102.14 1st Dependent 52.25 2nd+ Dependent(s) 52.25 131.68 102.14 102.14 52.25 52.25 -0- -0- -0- -0- -0- Employee Employee Employee Employee Employee 14.2 Dental Insurance: The City shall make the Washington Dental Service Plan A dental insurance coverage available to employees and their dependents and provide for paYment of insurance premiums as follows: The City shall pay $21.80 per month for employee only dental insurance coverage; $41.25 per month for employee plus one dependent dental insurance coverage; and $65.80 per month for employee plus two or more dependents coverage. 14.3 Disabilitv 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 $17 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. 14..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 above the 1990 premium levels. ARTICLE 15 - CLOTHING AND UNIFORM CLEANING ALLOWANCE 15.1 Purchase of Uniforms: The City shall purchase new and replacement uniforms required by Fire Department regulations for each employee. Employees shall abide by such rules and regulations as are established by the Department in selecting and obtaining their uniforms. All uniforms paid for by the Fire Department remain the property of the city. -16- e e 15.2 Uniform Cleaninq 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 16 - PERSONNEL PRACTICES 16.1 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. 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 Em?loyee: An employee who is normally assigned to work an average of 52.32 hours per week on a 24-hour shift scheduled basis. H. Cycle: The consecutive calendar day period during which an employee is not scheduled to be on duty as the result of an assigned work schedule including a scheduled Kelly Day, approved paid leave and/or shift trade. -17- e e 16.2 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 reposted at all stations. 16.3 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. 16.4 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 conform~nce with civil Service Rules. 16.5 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. 16.6 Riqhts 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 City wish to make any change with respect to such pact ices 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 17 - GRIEVANCE PROCEDURE 17.1 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. -18- e e 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 PFocedure. 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. 17.2 STEP 1: An employee who believes that the terms and conditions of this agree~ent 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 th~is discussion. , 17.3 STEP 2: In the event that the Deputy Chief does not resolve the grievance to the sat~sfaction 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 tq 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 re<;::eipt of the wri tten grievance . for the 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 Qays of meeting with the employee and the Union representative. 17.4 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 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. -19- e e 17.5 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. 17.6 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. 17.7 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. 17.8 Time Limits: Time l~mits 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 18 - 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. -20- e e ARTICLE 19 - 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, exccept as mutually agreed upon. ARTICLE 20 - 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 21 - TERM The terms of this Agreement shall be in effect upon January 1 1990 and shall remain in effect through December 31 1990. Negotiations for a 1991 agreement shall commence no later than September 16 1990. This agreement is hereby ~ubmitted to the Bremerton City council for approval. Upon the approval of the Council, this agreement shall become binding upon the ci ty , the Union and all of the employees in the bargaining unit covered by this agreement. DATED THIS 8 ~ day of CITY OF BREMERTON: &lltAL fh~tUL Personnel Director '/?1 0- IA , 1990 - ATTEST: ~~~A -,_ ~c o. Kathleen McCluskey City Clerk Ian R. Sievers City Attorney -21- AFPUmIX A 'WAC,E RATES EFI'ElITVE JANUARY 1 1990 IalGE'tTIY SCALE FIRST RATE ,SD:CM) RATE nmID RATE FOORTH RATE FIFI'H RATE : 5TIi + 1% 5'rn + 2% 5TIi + 3% 5TIi + 4% 5TIi + 5% POSrrIOO BASE 12 K>S 12 K>S 12 l'DS 12 K)S 12 IDS : 6-10'1'R YRS 11-15TIi YRS 16-2C1l'H YRS 21-25'IH YRS 26 YRS + Firefighter APPROX ANN 27,162.24 28,722.12 30,085.08 31,465.20 . 33,766.20 : 34,103.86 34,441.52 34,779.19 35,116.85 35,454~51 !DlmLY 2,263.52 2,393.51 2,507.09 2,622.10 2,813.85 : 2,841.99 2,870.13 2,898.27 2,926.40 2,9S4~54 IWRLY 9.98 10.56 11.06 11.57 12.41 : ' 12.54 12.66 12.78 12.91 '. ~.03 ovmmtE 14.98 15.84 16.59 17.35 18.62 : 18.80 18.99 . 19.18 19.36 .~19~55 Firefighter/ APPROX ANN 28,362.24 29,922.12 31,285.08 32,665.20 34,966.20 : 35,315.86 35,665~52 36,015.19 36,364.85 .37, 659 ~51 Equipnent tomn,y 2,363.52 2,493.51 2,607.09 2,722.10 2,913.85 : 2,942.99 2,972.13 3,001.27 3,030.40 3,138.29 Maintenance H:X!RLY 10.42 11. 00 11. 50 12.01 12.85 : 12.98 13.11 13.24 13.37 13.84 ov.mmtE 15.64 16.50 17.25 18.01 19.28 : 19.47 19.66 19.86 20.05 20.76 Firefighter/ APPROX ANN 29,262.24 30,822.12 32,185.08 33,565.20 35,866.20 : 36,224.86 36,583.52 36,942.19 37,300.85 37,659.51 Fire Prevention l'Dmn..Y 2,438.52 2,568.51 2,682.09 2,797.10 2,988.85 : 3,018.74 3,048.63 3,078.52 3,108.40 3,138.29 IDJRLY 10.76 11. 33 11. 83 12.34 13.18 : 13.31 13.45 13 . 58 13.71 13.84 - ovmrJME 16.13 16.99 17.74 18.51 19.77 : 19.97 20.17 20.37 20.57 20.76 Firefighter/ APPROX lINN 29,262.24 30,822.12 32,185.08 33,565.20 35,866.20 : 36,224.86 36,583.52 36,942.19 37,300.85 37,659.51 Fire Preventioo IDmn.,y 2,438.52 . 2,568.51 2,682.09 2,797.10 2,988.85 : 3,018.74 3,048.63 3,078.52 3,108.40 3,138.29 (40 HR WRK WK) IKlJRLY 14.07 14.82 15.47 16.14 17.24 : 17.42 17.59 17.76 17.93 18.11 ovmrrME 21.10 22.23 23 . 21 24.21 25.87 : 26.12 26.38 26.64 26.90 27.16 Firefighter/ APPROX ANN 29,082.24 30,642.12 32,005.08 33,385.20 35,686.20 : 36,043.06 36,399.92 36,756.79 37,113.65 37,470.51 Paramedic lUm!Ly 2,423.52 2,553.51 2,667.09 2,782.10 2,973.85 : 3,003.59 3,033.33 3,063.07 3,092.80 3,122.54 Ha.lRLy 10.69 11. 26 11. 76 12.27 13.12 : 13.25 13.38 13.51 13.64 13.77 ovmrrME 16.03 16.89 17.65 18.41 19.68 : 19.87 20.07 20.27 20.46 20.66 Medical Officer APPROX ANN 40,269.35 40,269.35 40,269.35 40,269.35 40,269.35 : 40,672.04 41,074.73 41,477.43 41,880.12 42,282.82 M:Nni[,y 3,355.78 3,355.78 3,355.78 3,355.78 3,355.78 : 3,389.34 3,422.89 3,456.45 3,490.01 3,523.57 lOJRLY 14.80 14.80 14.80 14.80 14.80 : 14.95 15.10 15.25 15.39 15.54 ovmrrME 22.20 22.20 22.20 22.20 22.20 : 22.42 22.65 22.87 23.09 23.31 e Lieutenant APPROX ANN 37,922.88 37,922.88 37,922.88 37,922.88 37,922.88 : 38,302.11 38,681. 34 39,060.57 39,439.80 39,819.02 M::M'HLY 3,160.24 3,160.24 3,160.24 3,160.24 3,160.24 : 3,191.84 3,223.44 3,255.05 3,286.65 3,318.25 Ha.lRLY 13 . 94 13.94 13.94 13.94 13.94 : 14.08 14.22 14.36 14.50 14.64 0VER1'D1E 20.91 20.91 20.91 20.91 20.91 : 21.12 21.33 21. 54 21. 74 21. 95 Lieutenant/ APPROX ANN 39,842.88 39,842.88 39,842.88 39,842.88 39,842.88 : 40,241.31 40,639.74 41,038.17 41,436.60 41,835.02 Paramedic H:Nnn.Y 3,320.24 3,320.24 3,320.24 3,320.24 3,320.24 : 3,353.44 3,386.64 3,419.85 3,453.05 3,486.25 IDJRLY 14.64 14.64 14.64 14.64 14.64 : 14.79 14.94 15.08 15.23 15.38 0VDmME 21. 97 21. 97 21. 97 21. 97 21. 97 : 22.19 22.41 22.63 22.85 23.07 Fire Prevention APPROX ANN 20,062.73 21,199.63 22,336.40 23,540.33 24,810.79 : 25,058.89 25,307.00 25,555.11 25,803.22 26,051.33 Specialist APPROX M:) 1,671.89 1,766.64 1,861.37 1,961.69 2,'067.57 : 2,088.24 2,108.92 2,129.59 2,150.27 2,170.94 (40 HR WRK WK) lDJRLy 9.65 10.19 10.74 11.32 11. 93 : 12.05 12.17 12.29 12.41 12.52 OVOOIME 14.47 15.29 16.11 16.98 17.89 : 18.07 18.25 18.43 18.61 18.79 e AGENDA BILL e '3 O~\~ BREMERTON CITY COUNCIL 1. SUBJECT: Labor Agreement by and between The City of Bremerton and The International Association of Firefighters Local 437 FOR AGENDA OF: May 9, 1990 ORIGINATING DEPT: f~~sonnel/Labor Relations ORIGINATOR:~roline Marshall DATE SUBMITTED: May 3, 1990 ~ES: (Comment on back if necessary) ~ Dir. Administrative Services City Attorney .. ~/ Fire ENDORSEME I>J INFO 3. EXHIBITS: Labor Agreement APPROVED BY COUNCIL PRESIDENT FOR SUBMITTAL MAYOR COUNCIL PRESIDENT ,~ /d~ 4. SUMMARY STATEMENT AND REQUIREMENT FOR COUNCIL ACTION: The attached one~year Labor Agreement sets forth the wages, hours and other terms and conditions of employment for employees included in the bargaining unit covered by the agreement for the period January 1, 1990 through December 31, 1990. The agreement has been negotiated in conformance with Council direction and provides for a 5% salary adjustment effective January 1, 1990 and 1990 Health and Dental benefits consistent with City policy. Special premiums have been eliminated and converted to base wages to be paid for the duration of the period an employee is assigned by the Fire Chief to perform specific work. Uniform cleaning allowance for newly hired employees will be pro-rated for the first year of employment. 8. RECOMMENDATION: \ It is recommended that the City Council approve the Labor Agreement and authorize the Mayor to execute the Agreement. 9. RESPONSIBLE OFFICIAL: Caroline Marshal~~ ENFORCEMENT OFFICIAL: Caroline Marshal~~ EXPIRATION DATE: 12/31/90 REVIEW DATE: 09/16/90 PULLED [] TABLED [] 10. NOTICE OF ACTION APPRO~SAPPROVED [] AMENDED [] .DATE: A 13 qO - I Dip ,,~ ~~ ~~ ~ ~\~~ MAY 9 1990 ~~ ~~ ~ ~.s\..~~ ~'. \;4",,~ ":' ~':l Gk.J.c.. ~'^- :&\' J.9. \,>,...~~ C- "lx:~t--'" ~~ ~ .'-. '('">0_ ~_ ~ COUNCIL DIRECTIVE: