HomeMy WebLinkAboutIAFF LOCAL 437, 1984-1985
A G R E E MEN T
By and Between
CITY OF BREMERTON
and
INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS,
LOCAL UNION NO. 437.-------- "-
* * * * * * * * * * * *
January 1, 1984 through December 31, 1985
TABLE OF CONTENTS
ARTICLE . 'PAGE
I PREAMBLE 1
II RECOGNITION AND UNION SECURITY 1
III NONDISCRIMINATION 1
IV NEGOTIATION PROCEDURES 2
V RIGHTS AND PRIVILEGES 2
VI WAGES 2
VII HOURS OF WORK AND OVERTIME 2
VI II VACATIONS 3
IX SENIORITY LIST 4
X HOLIDA YS 4
XI CLOTHING AND UNIFORM CLEANING ALLOWANCE 5
XII LONGEVITY PAY 5
XIII SHIFT CHANGES 5
XIV GRIEVANCE PROCEDURE 5
XV EMPLOYEE MEDICAL COVERAGE AND
DEPENDENT MEDICAL GROUP INSURANCE 6
XVI GROUP DENTAL INSURANCE 7
XVII TERMINAL AND SICK LEAVE 7
XVIII LABOR MANAGEMENT MEDICAL COST
CONTAINMENT PANEL 8
XIX SEPARABIL ITY 8
XX ENTIRE AGREEMENT 8
XXI TERM OF AGREEMENT 8
AGREEMENT
By and Between
CITY OF BREMERTON
and
INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS,
LOCAL UNION NO. 437
ARTICLE I - PREAMBLE
This Agreement is between the City of Bremerton, herei na fter referred to
as the IIEmployerll, and the International Association of Fire Fighters,
Loca 1 Uni on No. 437, here; na fter referred to as the II Un ion II. The pu rpose
of the Employer and the Union in entering into this Agreement is to set
forth their entire agreement with regard to wages, hours and other terms
and conditions of employment.
ARTICLE 11- RECOGNITION AND UNION SECURITY
Se'ction 1. The Employer recognizes the Union as the sole and exclusive
barga i n1 ng representati ve for the purpose of negoti ati ons concerning wage,
hours and other terms and conditions of employment for all bargaining unit
employees described as: all Bremerton uniformed Fire Department employees
excluding the Fire Chief and the Assistant Fire Chief.
Section 2. The Employee agrees to deduct, once a month, Union dues and
i ni ti ati on fees uni formly requi red of membershi p from the pay of those
employees who request in writing that such deductions be made. The total
amount of these deductions shall be remitted by the Employer to the Treasurer
of the Union. This authorization shall remain in force during the term of
this Agreement.
ARTICLE ITI - NONDISCRIMINATION
The Employer agrees not, to unlawfully discriminate against any employee
for his activity in behalf of or membership ;n the Union. The Employer
and the Union agree that the~ shall be no discrimination against any
employee because of race, creed, color, national origin, age or sex.
P AG E 1
ARTICLE IV - NEGOTIATION PROCEDURES
The parties agree that negotiations will be conducted in accordance with
the provisions of RCW Chapter 41.56.
ARTICLE V - RIGHTS AND PRIVILEGES
All current policies and practices concerning computation and payment of pay,
allowances and benefits or the application of contract provisions enumerated
hereih shall continue in force and effect during the life tif this Agreement.
Should the Employer 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 VI - WAGES
Section 1. Wages for members of the bargaining unit are set forth in the
attached schedule designated as Appendix I~AII.
Section 2. Employees assigned as paramedics shall receive at least 50%
of the difference between the monthly base rate of pay for a Firefighter
5th year and Lieutenant for the duration of such assignment in addition
to their applicable monthly base rate of paY'. This amount shall be $141.53
in 1984 and $147.90 in 1985.
Section 3. Employees assigned to equipment maintenance or fire prevention
duties shall receive an additional $55.00 or $125.00 per month, respectively,
in addition to their regular rate of pay for the time they actually perform
those duties.
Section 4. Advancement from Firefighter I through Firefighter V will occur
in annual steps effective onfue day immediately following the employee's
anniversary date of his last wage classification placement. In the event an
employee -is on an approved leave of absence without pay, the employee's
anniversary date will be extended by the actual number of days the employee
served in the leave of absence status.
ARTICLE VII - HOURS OF WORK AND OVERTIME
Section 1. Pursuant to Ordinance No. 1813, employees covered by this
Agreement shall work such shifts as may be assigned from time to time by the
Commissioner of Public Health and Safety of his designee and shall be
subject to call in any emergency while off duty.
Section 2. The normal hours of duty for 24-hour shift personnel shall be an
annual average of 52.31 hours per week, exclusive of emergencies, through the
addition of one (1) Kelly day each 15th work shift.
PAGE 2
Section 3. In order to maintain the minimum on-duty strength as reqoired
by the Fire Department regulations, overtime shall be paid when required for
that purpose at a rate of one and one-half (1~) times the regular hourly
wage. The regular straight-time hourly wage shall be computed as follows:
Monthly salary * X 12= Straight-time
52 X 52.31 hours Hourly wage
*Monthly salary means the applicable monthly rate in Appendix "AII
including longeVity pay, paramedic pay, equipment-maintenance pay and
fire prevention pay as applicable.
Section 4. If an employee is called back to duty or held over after the
expiration of his normal duty shift in order to maintain on-duty strength,
or who makes court or other subpoenaed appearances on behalf of the Employer
while off duty, such employee shall be guaranteed at least two (2) hours
duty at the overtime rate of one and one-half (1~) times his regular hourly
wage.
Section 5. The rotation for overtime shall be maintained from the seniority
list kept by the Fire Department office. This record shall show the date of
call and response for each person called as to whether it was refused, on
duty, no answer, sickness or vacation. If an employee refuses ocertime,
he will automatically be pass'ed by until a complete cycle of the'seniority
list has been made.
Section 6. Employees assigned as Paramedics who are required to attend
training classes, on off-duty hours, to maintain proper paramedic certification
will be compensated at the rate of overtime of one and one-half (l~) times
his regular hourly wage. Attendance at said training sessions will require
advanced approval by the Chief or his designee.
ARTICLE VIII - VACATIONS
Section 1. As provided by Ordinance No. 1813 (as amended), annual
vacations with pay shall be earned by eligible employees at the rates
stated below:
Years of Continuous
Employment
1st-5th year
6th year
7th year
8th year.
9th year
10th year
11 th year
12th year
13th year
14th year
15th year
16th year
17th year and after
Days Accrued/Year
(8-hour shift personnel)
13' worki ng days
15 working days
16 worki ng days
17 worki ng days
18 working days
19 working days
20 worki ng days
21 working days
22 working days
23 working days
~4 working days
25 working days
26 work; ng days
Days Accrued/Year
(Personnel working
24-hour days)
18 calendar days
21 calendar days
22-2/5 calendar days
23-4/5 calendar days
25-1/5 calendar days
26-3/5 calendar days
28 calendar days
29-2/5 c~lendar days
30~4/5 calendar days
32-1/5 calendar days
33-3/5 calendar days
35 calendar days
36 calendar days
Section 2. Accrual of vacation shall commence from the'date of original
employment, but vacation leave shall not be available for use until after
six (6) months of continuous ,service.. U any employee res.tgns. and/Qr is
discharged before completion of the six (6) months' periOd any accrued
vacation shall be forfeited.
Section 3. Annual vacation leave shall be authorized by the Chief of the
Fire Department or his designee at such time as will least interfere with
the functions or the Fire Department but with due consideration and regard
to department seniority. Employees may be allowed to take vacation for a
period less than a full shift subject to the provisions of this section.
Any vacation time that is approved for a period less than a full shift.will
be charged against the employees vacation balance on the basis of a full
and complete hour.
ARTICLE IX - SENIORITY LIST
The Employer shall establish a seniority list of all bargaining unit personnel,
and it shall be brought up to date on January 1 of each year and immediately
posted on the bulletin board in all stations. All longevity steps and
vacation shall be assigned according to the current seniori'ty list. Any
objection to the seniority list as posted shall be reported to the administrative
officer of the Fire Department and proper corrections made, if necessary.
ARTICLE X - HOLIDAYS
Section 1. Bargaining unit employees assigned to battalions working a
twenty-four (24) hour shift shall receive eleven (11) additional calendar
days added onto their annual leave in lieu of all holidays. Accumulation
and taking time off in lieu of holidays shall be accomplished in accordance
with existing policy.
Section 2. Bargaining unit employees working an eight (81 hour day shall
receive the holiday off with pay. If the holiday falls on a Saturday, they
shall receive the preceding day off. If the holiday falls on a Sunday, they
shall receive the following day off.
Section 3. Holidays shall be as follows:
Holidays
Date Observed
1984
. Jan. 2
Feb. 13
Feb. 20
May 28
July 4
Sept. 3
Nov. 12
Nov. 22
Nov. 23
Dec. 25
1985
Jan. 1
Feb. 12
F eb. 18
May 27
July 4
Sept. 2 .
Nov. 11
Nov. 28
Nov. 29
Dec. 25
January 1
February 12
Third Monday in February
Last Monday in May
July 4
First Monday in September
November 11
Fourth Thursday in November
Fourth Friday in November
December 25
Employee's choice with approval
of the Chief of the Fire Department
or his designee.
Employees shall also receive any other legal holiday proclaimed by the Governor
and/or the Mayor of the City of Bremerton.
New Year's Day
Lincoln's Birthday
Washington's Birthday
Memorial Day
Independence Day
Labor Day
Veteran's Day
Thanksgiving Day
The day after Thanksgiving
Christmas
One Floating Holiday
PAGE 4
ARTICLE XI - CLOTHING AND UNIFORM CLEANING ALLOWANCE
Section 1. The Employer shall establish a clothing allowance fund for
the department. Each bargaining unit employee shall be granted full
expenses for uniforms that are required by department regulations.
Uniforms for all personnel will be replaced on an lias neededll basis from
the clothing allowance fund, as determined by the department administrative
office. All uniforms so purchased will remain the property of the Employer.
Section 2. Uniform sworn personnel shall receive a uniform cleani-ng
allowance of two-hundred and fifty dollars ($250.00) per year. Such
allowance shall be payable in the amount of one-hundred twenty fi ve
doll ars ($125.00) on or.before the 15th of -the month of January and one-
hundred twenty five dollars ($125.00) on or before the 15th of the month
of July.
It is further agreed between the parties that in the event the Employer
secures a cleaning contract with an independent cleaning company Section 2
of this Article will become null and void.
ARTICLE XII - LONGEVITY PAY
All bargaining unit personnel shall receive longevity pay in accordance
with the current wage and sal ary ordinance and as set forth in Appendi x IIAII.
ARTICLE XIII - SHIFT CHANGES
Employees shall be given permission to exchange shifts when the change
does not interfere with the carrying out of the duties and responsibilities
of the employee in his particular position. Such a determination shall b.e
made by the immediate superior officer of the employees concerned.
ARTICLE XIV - GRIEVANCE PROCEDURE
Secti on 1. For the purpose of thi s Agreement the term 'Igri evance II is
defined as an incorrect interpretation or application of the terms of
this Agreement. The following procedure shall apply to the resolution
of all grievances which are not otherwise resolved:
Any complaint alleging violation of Civil Service Rules will be submitted
to the Civil Service Commission for resolution. Complaints alleging
violations of Article III - Nondiscrimination shall be processed pursuant
t9 the Affirmative Action Complaint Procedure outlined in City of Bremerton
Ordinance No. 3447.
Step 1. The grievance shall be reduced to written form by the
aggrieved employee stating the section of the Agrep~ent violated
and explaining the grievance in detail. The employee shal' present
the written grievance to the Fire Department Chief or his designee
within seven (7) shift days after the occurence of the action giving
rise to the grievance. The Chief or his designee shall convene a
meeting with the Union within five (5) shift days after the receipt
of the written grievance for the purpose of resolving the matter.
The Chief or his designee shall transmit a copy of his decision
to the Union within ten (10) working days after the grievance is
first submitted to him. -
Step 2. Should the grievance remain unresolved after the Step 1
meeting, the Union shall transmit the grievance i.n writing to the
Mayor within five (5) working days after the Step 1 decision of
management is announced. The Mayor shall consider the grievance
and may convene a meeting with the Union in a further effort to
resolve the matter. The Mayor shall transmit a copy of his
decision to the Union within (10) working days after the grievance
is first submitted to him.
Step 3. Should the grievance remain unresolved after the Mayor1s
decision in Step 2, the Union may request binding arbitration of the
matter by written request to the City which shall be filed with the
Mayor within five (5) working days after the receipt of such decision.
Upon receipt by the City a written request for arbitration the City
and the Union shall attempt to agree upon an arbitrator. In the
event no agreement has been reached on the selection of an arbitrator
wi thi n ten (10) working days from the recei pt of the request for
arbitration the Federal Mediation and Conciliation Service shall be
requested to submit a list of seven (7) qualified arbitrators from
which list the arbitrator shall be selected by the parties alternately
striking one name from the list until only one name shall remain.
A hearing shall be conducted by the arbitrator as soon thereafter as
is practicable. The decision of the arbitrator shall be rendered
within thirty (30) calendar days after the close of the hearing and
such decision shall be final and binding upon all parties. Any
decision rendered shall be within the scope of this Agreement and
shall not add to or subtract from any of the terms of this Agree-
ment. In all matters submitted to arbitration each party to the
arbitration shall bear the entire cost of its own witnesses and
representatives. The cost of the arbitrator and all other mutually
incurred expenses of the arbitration shall be borne equally by the
parties.
. Section 2. Time limits referred to in this Article must be strictly
adhered to, but may be waived by mutual agreement in writing. It is
the intent of the parties that all procedures set forth herein shall
be complied with as expeditiously as practicable.
ARTICLE XV - EMPLOYEE MEDICAL COVERAGE AND
DEPENDENT MEDICAL GROUP INSURANCE
Section 1. Medical coverage for employees shall be provided in accordance
with the laws of the State of Washington.
Section 2. The Employer shall pay the full cost of the monthly premium
to provide group medical insurance coverage through the Association of
Washington Cities Group Medical Plan for dependents of full-time, active,
eligi~le employees.
PAGE 6
ARTICLE XVI - GROUP DENTAL INSURANCE
Section 1. The Employer shall pay the full cost of the monthly premium
to provide group dental insurance coverage through the Association of
Washington Cities Dental Plan for full-time, active, eligible employees.
Section 2. The Employer shall pay the full cost of the monthly premium
to provide group dental insurance coverage through the Association of
Washington Cities Group Dental Plan for dependents of full-time~ active,
eligible employees.
ARTICLE XVII - TERMINAL AND SICK LEAVE
Section 1. The City agrees to amend Ordinance No. 1813 to state that
accrued vacation leave shall be paid in lump sum upon retirement/separation.
In the event an employee has neen granted an approved disability retirement
from the Firefighter Pension Board, the Employer agrees to pay the employee
his or her total accrued vacation hours that has been accumulated as of the
effective date of the disaBility retirement. Any employee separated from
employment for cause shall forefit any such benefits.
Section 2. Upon retirement an employee shall be paid thirty-five percent
(35%) of up to one hundred and twenty C120} days of accumulated sick leave
provided that, it is expressly understood and agreed upon between the
parties that sick leave retirement payment shall not Be paid to any employee
who has or will in the future separate from City employment upon being
granted a disability retirement as provided for in Chapter 41 .26 RCW~ as amended.
I
Section 3. The established city practice governing sick 1eave accumulation
for employees assigned to twenty~four hour shifts will be administered
pursuant to the attached amendments to City Ordinance No. 1813. (Appendix B)
Section 4. Any employee, who is classified as a LEOFF II employee pursuant
to Chapter 41.26 RCW~ that incurs an injury while performing his responsi-
bilities on duty will be allowed to apply accrued sick leave pay to his
approved time-loss compensation as provided by the laws governing Workmans
Compensation time-loss benefits, provided, such payment will not exceed the
employee's regular rate of his daily wage.
The employee shall use sick leave up to the point where 48 hours of sick
leave remain. At that point the City agrees to supplement the employees
time-loss compensation such that the employee shall receive his regular
daily wage rate during the disability period~ provided that said supplement
will not exceed six (6) months in duration.
The parties agree to reopen this section for negotiations in the event the
Washington State Legislature modifies the provision of the LEOFF Act
pertaining to LEOFF employees.
PAGE 7
ARTICLE XVIII - LABOR-MANAGEMENT MEDICAL COST CONTAINMENT BLUE RIBBON PANEL
For the duration of this contract there shall be established an eight (8)
member panel to consist of 4 Union representatives and 4 Management rep-
resentatives. Representatives may be selected within or outside the City
structure in order to provide a balance of expertise and contribution. The
purpose of this panel is to meet quarterly and review, survey, discuss, and
study future possible medical care cost-containment strategies. They will
produce a report form each quarterly meeting to be distributed to both
management and membership individuals. Their efforts will be non-binding
and soley for the purpose for exploring medical care cost-containment tech-
niques beneficial to both the City and the employee.
ARTICLE XIX - SEPARABILITY
If any Article of this Agreement shall be held invalid by operation of
law or by any tribunal of competent jurisdiction, or if compliance or
enforcement of any Article should be restrained by such tribunal pending
a final determination as to its validity, the remainder of this Agreement
shall not be held invalid and will remain in full force and effect.
ARTICLE XX - ENTIRE AGREEMENT
The parties to this Agreement 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 Employer 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 specifi-
cally covered by the Articles of this Agreement during the term of this
Agreement, except as mutually agreed upon.
ARTICLE XXI -TERM OF AGREEMENT
The tenns of this Agreement shall be in effect January 1,
remain in effect up to and including December 31, 1985.
;L.jU
APPROVED AND RATIFIED BY THE CITY COUNCIL THIS
1984.
1984, and shall
day of ~
CITY OF BREMERTON:
Bq# /J~
M. . Dawkins, Mayor
INTERNATIONAL ASSOCIATION OF
FIREFIGHTERS, LOCAL UNION NO. 437:
ATTEST:
~~. D.._ ~(o..~ Q. 7
Kathleen McCluskey
City Clerk
PAGE 8
APPENDIX "A"
WAGE RATES PER MONTH
(Article VI - Wages)
Position Classification Monthly Wage Rate
1984 1985
Firefighter I (years) 1 81 7. 04 1898.80
Fi refi ghter II 1923.27 2009 .81
Firefi ghter III 2016.66 2106.79
Fi refighter IV 2110.05 2205.00
Firefighter V & Over 2266.76 2368.76
Medical Officer 2749.82 2865.69
Lieutenant 2549.82 2664.56
Deputy Fire Marshal 2749.82 2873.56
Battalion Chief 2832.86 2960.33
LONGEV ITY SCALE
Longevity pay, which is a rate of pay based on the length of service
with the Employer, shall be calculated on the individual employee1s
monthly base wage rate and shall be paid monthly in addition to base
pay as follows:
Length of Continous Service Rate Per Hour
o through 5 years continuous employment 0%
Commencing 6 years through 10 years continuous employment 1%
Commencing 11 years through 15 years continuous-employment 2%
Commencing 16 years through 20 years continuous employment 3%
Commencing 21 years and over continuous employment 4%
PAGE 9
APPENDIX B
Bremerton Municipal Code
Chapter 2.40 - Employees - Hour, Vacations, Sick Leave
Section 2.40.100 Sick Leave
Sick leave will be earned and accrued with each hour of authorized paid leave
and (recorded) regular work and will be granted with pay to all employees in
the classified civil service as follows:
(1) Annual Accrual Rate: The formula that will be used in computing sick
leave for all employees will be: Annual Sick Leave equals .0462 hours
times the employee's regular hours worked per year.
(a) For employees working a regular schedule of 2080 hours per year
sick leave will accrue at a rate of 96 hours per year.
(b) For employees working a regular schedule of 2720 hours per year
sick leave will accrue at a rate of 126 hours per year.
(c) When an employee's work schedule is changed from 2080 hours per year
to 2720 hours per year, or from 2720 hours to 2080 hours per year,
the employee's sick leave account will be increased (or decreased)
by the amount of sick leave hours the employee would have (or
would not have) accrued consistent with the appropriate work
schedule. For example, if an employee worked five years on a
2080 work schedule and was subsequently transferred to a 2720 work
schedule, the employee's sick leave account will be increased by
150 sick leave hours, conversely, the employee's sick leave account
will be decreased by 150 hours if the employee changed from a 2720
hourly work schedule to a 2080 work schedule. .
(2) Maximum Accrual Rate: Sick leave will be earned and accrued up to the
following total maximum amounts:
(a) For employees working a regular schedule of 2080 hours per year,
the total maximum sick leave accrual will be 960 hours.
\
(b) For employees working a regular schedule of 2720 hours per year,
the total maximum sick leave accrual will be 1260 hours.
(3) Sick Leave Retirement Payment: Upon retirement from the City an
employee will be entitled to be paid for accumulated sick leave as
follows:
(a) For employees working a regular schedule of 2080 hours per year a
maximum payment equalling 35% of 960 hours, or 336 hours, will be
granted.
(b) For em~loyees working a regular schedule of 2720 hours per year a
maximum payment equalling 35% of 1260 hours, or 441 hours, will be
granted.
PAGE 10
(c) Sick leave retirement payment will he based upon the employee's
regular hourly wage rate in effect at the time of retirement.
(d) In the event of the death of an employee the estate shall be paid
for the total of the employeets accumulated sick leave up to 960
hours if the employee worked a regular schedule of 2080 hours per
year or up to 1260 hours if the employee worked a regular schedule
of 2720 hours per year.
(e) To be eligible for a sick leave retirement payment the employee
must have sufficient credited service to be vested in the
appropriate retirement system at the time of employment separation.
(4) Sick Leave Conversion Formula: Sick leave hours will be converted to
vacation leave hours according to the following schedule:
(a) Employees who work a regular schedule of 2080 hours: Beginning
with the sixth year of City employment, each year in which thirty-
two hours or less sick leave is taken, eight hours shall be added
to the employee's vacation leave.
(b) Employees who work a regular schedule of 2720 hours: Beginning
with the sixth year of City employment. each year in which 44.70
hours or less sick leave is taken 7.45'hours shall be added to the
employee's vacation leave.
PAGE 11