HomeMy WebLinkAboutIAFF LOCAL 437, 2009 - 2011 This Memorandum of Understanding (M O U.) is agreed upon pursuant to Article 20 2 of
the Collective Bargaining Agreement (C B A ) between the City of Bremerton (City) and
the International Association of Fire Fighters Local #437 (Union)
15.21 Any member adversely affected (displaced or reduced in rank) by the exercise of
reduction provisions outlined in the civil service rules will retain their eligibility
for their presently appointed rank and title without being required to reapply or
reengage in the promotional examination process for their formerly /previously
held position
1522 In the event that a reduction in force results in the need for a redistribution of
employees from superior ranks to lesser ranks, such reductions in ranks shall be
accomplished by reducing in rank those employees with the least tenure in the
affected rank counting from the employee's date of promotion
1523 The Human Resources Manager shall prepare and maintain a list, known as a
"Reemployment List ", of all persons who are reduced in rank or laid off, by rank
or classification In the event that vacancies occur within the Department while
persons remain on the Reemployment List, the order of recall shall be determined
by reference to the Reemployment List. The Reemployment List shall be used to
offer employment opportunities that may become available by seniority to all
persons who have been reduced or laid off, before any employees are promoted
from one rank to another or any persons are hired to become new employees of
the Fire Department No person shall be hired or promoted into any rank or
classification until the Reemployment List has been exhausted.
This agreement is entered into on 21 December 2011
Rob Ashmore, President Allison Duke III Fire Chief
I A F F. Loc 437
Brian Viergutz, 1 e- President Bec y Hasart
I A F F Local 437 Director of Financial Services
Pa ent, Mayor
MEMORANDUM OF UNDERSTANDING
This Memorandum of Understanding is agreed to pursuant to Article 20 2 of the
Collective Bargaining Agreement (C B A) between the City of Bremerton ( "City ") and
the International Association of Fire Fighters (I A F F ), Local #437 ( "Union ") The
purpose of this agreement is to set forth the parties' knowledge and comprehension
regarding expected actions each will take to address the budget constraints facing the
City
The parties acknowledge that the Bremerton Fire Department and the IAFF have
cooperated in the past to help address the City's budget issues as evidenced by the
following
Duration, Conditions - The parties intend this agreement to remain mutually enforceable
until such time as this agreement is terminated or until midnight 31 December 2011
The Parties further agree that this Agreement is non - precedent - setting due to the unique
nature of the circumstances surrounding this agreement, and shall not be deemed to bind
any party to take similar action in any subsequent matter
Termination - This Agreement shall remain in force until terminated by written
instrument upon mutual consent This Agreement may be immediately terminated for
cause by a Party if the other Party substantially fails to perform through no fault of the
terminating Party, and the non - performing Party does not commence correction of the
failure of performance within thirty (30) days of the terminating Party's sending notice to
the non - performing Party Upon termination of this Agreement, the former terms and
conditions of the current (1 January 2009 — 31 December 2011) collective bargaining
agreement between the City and the IAFF shall be reinstated as amended prior to this
agreement
Enforceability - This agreement shall be enforceable through the grievance procedure in
the C B A
Further Agreement:
• The City agrees to fill the position of Medical Officer as soon as is practical
• The Union agrees that the Medical Officer position shall be filled (after a
competitive process pursuant to Civil Service) by allowing a current employee
within the City of Bremerton Fire Department to be assigned the duties of
Medical Officer
• The person assigned the duties of Medical Officer shall be compensated
according the IAFF CBA as amended by this MOU
■ The Union agrees to change the pay rate for the Medical Officer to 130% of a
top step Fire Fighter from 133%
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■ The parties acknowledge that the Bremerton Fire Department's authorized
positions shall be as identified in Attachment A
All other provisions of the Collective Bargaining Agreement apply in all respects
This Agreement is effective as of _ March 2011
Rob Ashmore, President Allison buke III
I A F F Local 437 Fire Chief
&41
Brian Viergutz, ice - President ent,
I A F F Local 437 Oy l o r
Attachment A
Agreed
Function/Department 2011 2011
Fire Department
Fire Chief 1 00 100
Assistant Fire Chief 1 00 100
Battalion Chief 300 300
Battalion Chief Trammg 100 100
Fire Captain 300 300
Fire Captain - Deputy Fire Marshal 100 100
Fire Captain - Medical Officer (130 %) - 100
Firefighter/Fire Prevention 1 00 100
Fire Lieutenant Training - -
Fire Lieutenant 1000 900
Firefighter 1400 1500
Firefighter /SCBA 300 300
Firefighter/Equipment Maintenance 300 300
Paramedic/Firefighter 1500 1400
Office Assistant Sr Spec 100 100
Office Assistant II
Total Fire Department 5700 5700
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MEMORANDUM OF UNDERSTANDING
This Memorandum of Understanding (M 0 U) is agreed upon pursuant to Article 20 2 of the Collective
Bargaining Agreement (C B A) between the City of Bremerton (City) and the International Association of
Fire Fighters Local #437 (Union)
In recognition of the City's ongoing financial predicament the Union will
-agree to donate back to the City the 2% 2011 COLA for each bargaining unit member (reference
C B A Article 5 3) through 31 December 2011 and
-agree to a 144�o base wage donation to the City, for each bargairnng un�t member, through 31
December 2011
These fmanaal concessions will be in addition to removal of the Training Lieutenant position from the
Fire Department budget in 2011 The Union expects to meet with the City, no later than 1 June 2011, to
discuss the unfilled Medical Officer position which was included in the F�re Department budget for 2011,
but not yet funded
Our current C B A expires on 31 December 2011 This third consecut�ve finanaal concession will
terminate with the culmination of the C B A if both the Union and the City negotiate a new
memorandum of understanding regardmg financial concessions, it is agreed that these concessions
would terminate effective with the adoption of a new M O U
The Union will continue to work with the City regarding revenue enhancements and department
effic�encies as we have discussed in our two previous meetings
This agreement is entered into on 31 December 2010
��
Rob Ashmore, Pres�dent Allison Duke III, F e Chief
I A F F Local 437
��
Brian Viergutz, Vice-President B cky Ha rt
I A F F Local 437 Director of Financial Services
�
Patt nt, Mayor
MEMORANDUM OF UNDERSTANDING
This Memorandum of Understanding is agreed to pursuant to Article 20.2 of the
Collective Bargaining Agreement (C.B.A.) between the City of Bremerton ("City") and
the International Association of Fire Fighters (I.A.F.F.), Local #437 ("Union"). The
purpose of this agreement is to set forth the parties' knowledge and comprehension
_ - regarding expected actions each will take to address the budget constraints facing the
City.
The parties acknowledge that the Bremerton Fire Department and the IAFF have
cooperated in the past to help address the City's budget issues as evidenced by the
following:
■ additional money collected from passage of the most recent Emergency
Medical Services (E.M.S.) Levy did not result in a increase to the Fire
Department budget;
■ there was not an overall increase in the number of personnel for the
Bremerton Fire Department as was contingent upon passage of the E.M.S.
Levy and advertised to Bremerton voters;
■ elimination of one Fire Prevention position in 2009;
■ removal of the fire boat from service due to lack of dedicated funding and
_ despite a voter approved Public Safety bond in 2002;
■ 2% wage concession from all bargaining unit members in 2009;
■ elimination of one Department Secretary position in 2009.
Duration, Conditions - The parties intend this agreement to remain mutually enforceable
until such time as this agreement is terminated or until midnight 31 December 2010.
The parties will jointly prepare and issue a press release regarding this agreement.
,� The City agrees that if there is any redistributed workload to Union members as a result
i of current IAFF positions being eliminated that the City will abide by its obligations to
bargain as established by law.
The Parties further agree that this Agreement is non-precedent-setting due to the unique
nature of the circumstances surrounding this agreement, and shall not be deemed to bind
, any party to take similar action in any subsequent matter.
� Termination - This Agreement shall remain in force until terminated by written
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� instrument upon mutual consent. This Agreement may be immediately terminated for
i cause by a Party if the other Party substantially fails to perform through no fault of the
terminating Party, and the non-performing Party does not commence correction of the
! failure of performance within thirty (30) days of the terminating Party's sending notice to
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the non-performing Party. Upon termination of this Ageement, the former terms and
conditions of the current (1 January 2009 — 31 December 2011) collective bargaining
agreement between the City and the IAFF shall be reinstated as amended prior to this
agreement.
Enforceability - This agreement shall be enforceable through the grievance procedure in
the C.B.A. This agreement shall be renegotiated upon the occurrence of any one of the
following events:
■ the City proposes to eliminate any additional positions or funding from the
Fire Department in 2010;
■ The City does not impose budget cuts as reflected in the 2010 Revenue
Budget document presented to the Union on June 8, 2010.
■ Any General Fund tax revenue, including utility use taxes, exceeding the
projected General Fund tax revenue in the revised 2010 forecast is not used to
increase Fund #001, or General Fund balance to reach the City's targeted
General Fund balance of 5% upwards to 8.5%, which maintains the City's
Moody's A-1 rating
o the City will meet with the Union prior to the allocation any such
additional monies;
■ the City shall fail to issue monthly budget updates to the Union for the
remainder of 2010;
■ the City fails to engage in required good faith impact bargaining {R.C.W.
41.56.140(4)}.
In Exchange for the above agreements, the Union agrees to:
■ The Union agrees to forgo the contractually negotiated Holiday Pay
(Reference: C.B.A. Article 9.6) for all shift bargaining unit employees for the
remainder of 2010. The City recognizes this concession as a$40,500 savings
from the Fire Department budget. The Holiday pay will be given back to the
city as a donation so as not to affect Final Average Salary figures or matching
funds for Deferred Compensation plans;
, ■ The Union agrees to forgo the contractually negotiated 24 hours of straight
j time (Reference C.B.A. Article 9.7) for all shift bargaining unit employees for
� the remainder of 2010. The City recognizes this concession as a$40,500
savings from the Fire Department budget. The Straight time pay in Lieu of an
hours reduction will be given back to the city as a donation so as not to affect
Final Average Salary figures or matching funds for Deferred Compensation
plans; �
■ The Union agrees to a 1.4% base wage reduction for each shift bargaining unit
member starting 1 July 2010. The City recognizes this concession as a
$35,000 savings to the Fire Department budget. These wage concessions can
be accomplished through donation back to the city through a payroll
deduction or a straight wage reduction at the employee's choice;
■'The Union agrees to a 5% base wage reduction for all non-shift members of
the bargaining unit. The city recognizes this concession as an $8,040 savings
from the Fire Department Budget. These wage concessions can be
accomplished through donation back to the city through a payroll deduction or
a straight wage reduction through payroll at the employee's choice. It is
understood that this wage concession, if done through a donation back to the
city, shall not affect the Final Average Salary Figures or matching funds for
Deferred Compensation plans;
■ The Union agrees to hold the positions of Medical Officer and Battalion Chief
of Training in abeyance unti131 December 2010 as a means to save the City
an additional $58,000 in fiscal year 2010. This savings is above and beyond
the requested 2010 savings equivalent to 5% of salary of keeping one or both
of these positions vacant for an extended period of time. However, in light of
the fact that there is a current LOU addressing these positions and the need to
address what happens to these positions in 2011, the City agrees to negotiate
the impact of the loss of these two positions should the City determine that the
positions need to be removed from the budget.
All other provisions of the Collective Bargaining Agreement apply in all respects.
This Agreement is effective as of 1 July 2010.
ob Ashmore, President Allison Du e III
I.A.F.F. Loca1437 Fire Chief
1�� ,�� �
Brian Viergutz, i-President Pa ent,
I.A.F.F. Loca1437 M r
MEMORANDUM OF UNDERSTANDING
This Memorandum of Understanding, making Article 5.13 consistent with recently
enacted revisions resulting from creation of the new positions of Fire Station
Captain and Fire Battalion Chief, is agreed to pursuant to Article 20.2 of the
Collective Bargaining Agreement between the City of Bremerton Fire Department
(Management) and the International Association of Fire Fighters Local #437
(Union).
5.13 ACTING OFFICERS: An employee who serves as an Acting Officer
during a twenty -four (24) hour shift shall be compensated as outlined in
section 5.14 below. In order to be eligible to serve as an Acting
Lieutenant, an employee must be on the City's current Lieutenant
promotional register and agree to work the assignment. In order to be
eligible to serve as an Acting Fire Battalion Chief an employee must
be on the City's current promotional register for Fire Battalion Chief
and agree to work the ass ignmant,,The use of Acting Officers will not be
used as permanent alteptive to, complement of officers. All
other acting provisions aft ly. /5
There will be no Ming Station Captain as a deed upon in our joint
Labor Management Corp.mittee meeting" -held 16 April 2010.
This letter of understands , g ma" be:.modified an For re .. ®ked by either party with
thirty (30) days written note,ry "l
This agreement entered into 201 Z
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�e J' — — 0�_
ob Ashmore, President Allison Duke III, ire Chief
I.A.F.F. Local 437
Brian Viergutz, ce- resident
I.A. F. F. Local 437
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THE OTY OF s OPPO RTUNITY
BREMERTON FIRE DEPARTMENT
Allison Duke iii, Fire Chief
Al.duke&l.bremerton.wams Phone: 360 478 -5381
Fa:x 360 - 478 -5397
911 Park Avenue
MEMORANDUM OF UNDERSTANDING
This Memorandum of Understanding is agreed to pursuant to Article 20.2 of the January
1, 2009 through December 31, 2011 Collective Bargaining Agreement (C.B.A.) between
the City of Bremerton (City) and the International Association of Fire Fighters Local #437
(Union).
Recognizing that a written promotional examination has not yet been drafted and agreed
upon in time for the identified February 18 to February 28 2010 test cycle as specified
under Article 16, section 16.3 of the current C.B.A., it is mutually agreed that there will
be no written test for the upcoming March 1 st 2010 Shift - Battalion Chief promotions. The
• parties further recognize that the duties, roles and reponsibilities of the current Shift -Fire
Captain are likely to be substantially equivalent to those to be performed by the
proposed Shift - Battalion Chief position. Therefore, they agree that the incumbent Shift -
Fire Captains, by virtue of having functioned in a role analogous to the proposed Shift -
Battalion Chief position, may be promoted, without the necessity of participating in a
promotional testing process, when this new position becomes effective as of March 1,
2010.
Although the parties recognize that a written test has not yet been created, they fully
anticipate that a written test will be prepared for the next promotional test cycle in 2011
(to coincide with the Lieutenant's test; pursuant to Article 16, subsection 16.3 of the
C.B.A.).
This letter of understanding may be modified and or revoked by either party with thirty
(30) days written notice.
All other provisions of the CBA apply in all respects.
•
• Page 2 February 8, 2010
This agreement entered into on February 8, 2010.
A obAsmore, President Allison Duke III Fire Chief
I.A.F.F. Local 437
Brian Viergutz 0 Carol Conley
V.P. I.A.F.F. Local 437 Human Resources Man
•
MEMORANDUM OF UNDERSTANDING
This Memorandum of Understanding is agreed to pursuant to Article 20.2 of the
Collective Bargaining Agreement between the City of Bremerton (City) and the
International Association of Fire Fighters Local #437 (Union).
In consideration of budget constraints and to preserve current Department operations
the Union agrees to amend the following staffing requirements specified in Article
7.11.2 of our current (1 January 2009 — 31 December 2011) Collective Bargaining
Agreement until 1 March 2010:
• defer implementation of three (3) Battalion Chief (B.C.) and three (3) Station
Captain promotional positions
• replace three (3) existing Lieutenant positions with three (3) newly promoted
Station Captains
• revise minimum staffing requir ents to twelv , 2) consisting of one (1) B.C. or
acting B.C., three (3) comp Q ers (Cap �, L utenant/Acting Lieutenant)
and three (3) Paramedics �oo
o With the South Kits e F&R) ont ct, minimum staffing shall
be thirteen (13) co on���C. t' 3(three) company officers
(Captain, Lieute Lieu and �kir P amedics
• and modify language ing �to `of nev� po iti� s as related in the
Memorandum of UncF� ndi g d i t � � a in icated below:
o The City agree �hir g o() w�r in u it positions, to
establish and maintai cre mic�imu staffing, no later than
necessary to accommodate eg�ration and participation, if necessary, in
the March 2010 Bates Tech�i� �ege Recruit Fire Academy. The
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Union agrees to delay hiring of�i�ree (3) additional approved positions until
1 January 2011.
STAFFING CHART (Effective March 10, 2010)
SH I FT DAYS
3 Battalion Chiefs 1 Training Battalion Chief
3 Station Captains 1 Medical Officer (Captain)
9 Lieutenants . 1 Fire Marshal (Captain)
15 Paramedics 1 Firefighter/Fire Prevention
15 Firefighters 1 Training Lieutenant
3 Firefighter/ S.C.B.A.
3 Firefighter/ Equipment Maintenance
This agreement entered into on 23 November 2009.
. .
Todd D. Thorsen All Ison Duke III, Fire Chief
President I.A.F.F. Local 437 �
���� — . �� _ �
7T �
Rob Ashmore Carol Conley
V.P. I.A.F.F. Local 437 Human Resource Director
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COLLECTIVE BARGAINING AGREEMENT
BY AND BETWEEN
CITY OF BREMERTON
AND
INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS
LOCAL No. 437
IC\
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January 1,2009 through December 31, 2011
COLLECTIVE BARGAINING AGREEMENT
BY AND BETWEEN
CITY OF BREMERTON
AND
INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS LOCAL 437
January 1,2009 through December 31,2011
PREAMBLE
This Agreement is made and entered into pursuant to the provisions of RCW Chapter 41.56 by and
between the City of Bremerton, a municipal corporation of the State of Washington, hereinafter known as
the "City", and the International Association of Fire Fighters Local No. 437, hereinafter known as the
"Union" for the purpose of setting forth the wages, hours and working conditions which shall be in effect
during the term of this agreement for employees included in the bargaining unit described in Article 2
below.
ARTICLE 1
NON-DISCRIMINATION
1.1 NON-DISCRIMINATORY APPLICATION: The prOVISIons of this Agreement shall be
applied equally to all employees in the bargaining unit without discrimination as to age, sex, marital
status, race, color, creed, religion, national origin, political affiliation, sexual orientation, mental, physical
or sensory disability, unless based upon a bona fide occupational qualification.
1.2 DISCRIMINATION ALLEGATIONS: An employee who believes that he or she has been the
subject of unlawful discrimination prohibited in Section 1.1. above shall seek relief through the
appropriate local, state, or federal agency charged with investigating such matters, and shall not process
such complaints through the Grievance Procedure of this Agreement.
1.3 NON-DISCRIMINATION - UNION ACTIVITY: The provisions of the 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 the
Agreement.
ARTICLE 2
RECOGNITION
2.1 The City recognizes the Union as the sole and exclusive bargaining representative for the purpose
of negotiations concerning wages, hours and working conditions for all employees in classifications set
forth in Appendix A, and such classification as may be added to the bargaining unit during the term of
this Agreement by mutual agreement of both parties or by official action of the Public Employee
Relations Commission if mutual agreement cannot be reached.
ARTICLE 3
UNION DUES
COLLECTIVE BARGAINING AGREEMENT
BY AND BETWEEN THE CITY OF BREMERTON and IAFF LOCAL 437
January 1,2009 to December 31, 2011
Page 3 of38
3.1 DUES DEDUCTIONS: The City will deduct monthly Union dues and initiation fees uniformly
required of membership from the payor those employees who provide written authorization to the City to
make such deductions. The City further agrees to make deductions for special union assessments one (1)
time per calendar year from bargaining unit members at no cost to the union for administering such
assessment. 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 thirty (30) days
written notice to the City and the Union.
3.3 EQUIVALENT DUES PAYMENT: An employee who revokes his or her written authorization
to deduct dues or who refuses to join the Union shall contribute an amount equivalent to regular Union
dues and initiation fees to a non-religious charity or to a religious organization mutually agreed to by the
Union and the employee. The employee shall provide written evidence to the Union that such
contributions have been made.
3.4 INDEMNIFICATION: The Union shall indemnifY and hold the City harmless from any and all
liability resulting from the administration of this Article.
ARTICLE 4
UNION ACCESS
4.1 CONDUCT OF UNION BUSINESS: Union business, such as handling grievances and other
legitimate routine matters, may be conducted on Fire Department premises, provided that such business
does not interfere with Fire Department operations and is authorized by the Fire Chief. Scheduled Union
meetings may be held in Fire Department facilities provided that such meetings do not interfere with Fire
Department operations. .
4.2 UNION REPRESENTATIVES: The Union shall provide written notice to the City of the
names of the officials authorized to represent the Union immediately upon their election or appointment.
The City will provide reasonable access to City premises to such authorized representatives for the
purpose of handling grievances and other legitimate Union business, provided that such access does not
interfere with the work and duties of Union employee representatives or other on-duty employees.
4.3. UNION REPRESENTATIVES RELEASE TIME: The Fire Chief or designee shall grant the
six (6) primary Union officers time off with pay pursuant to Section 4.2, not to exceed 216 hours total for
all six (6) officers annually, for all scheduled meetings including but not limited to the following:
WSCFF Legislative
WSCFF Spring Education Seminar
WSCFF Annual Convention
IAFF Bi-annual Conference (President or designee)
4.3.1 UNION LEAVE BANK: Each member of the bargaining unit shall be assessed five (5)
hours of compensatory leave (exempt or non-exempt) or accrued annual vacation leave
on March 151 of each calendar year for the purpose of establishing and maintaining a
union leave bank. The union leave bank may be used by any member of the bargaining
unit with prior written approval of the Union President, Vice President or their specified
COLLECTIVE BARGAINING AGREEMENT
BY AND BETWEEN THE CITY OF BREMERTON and IAFF LOCAL 437
January 1, 2009 to December 31, 2011
Page 4 of38
designee. The category of leave donated will be at the discretion of each member. This
union leave bank may be used for any activity consistent with the lawful purposes of the
Ulllon.
. Union leave must be approved by the President, Vice President, or in their
absence, a specified designee;
. Union leave may be used in any increment;
. Union leave must be applied for 14 hours in advance of the leave taking place;
. Union leave will be charged at straight time;
. Union leave will be guaranteed, even if it is not otherwise eligible, under Articles
8.3,8.5 or 8.7 ofthis agreement
The City shall produce a statement of all union leave expended upon request.
4.4. UNION BULLETIN BOARDS: The City will permit the Union to place one (1) bulletin board
for Union use at a designated location at each fire station. No materials shall be posted except
notices of meetings and elections, results of elections, changes in Union bylaws, notices of
employee social occasions and similar Union notices, letters, and memoranda. The City shall
provide a designated, mutually agreeable accessible and convenient location for installation of
bulletin boards at each fire station. The Union will purchase uniform, jointly specified bulletin
boards for each station. The bulletin boards will be for the exclusive use of the Union. Only
those items specifically approved by the Union will be posted.
ARTICLE 5
WAGES
5.1 Effective January 1, 2009, wages shall be as identified in Appendix A, which reflects an increase
of five percent (5%).
5.2 Effective January 1,2010, wages shall be as identified in Appendix A, which reflects an increase
based upon 100% of the Seattle/Tacoma/Bremerton CPI-W from June 2008 to June 2009, with a
minimum of 2% and maximum of 5%.
5.3 Effective January 1, 2011, wages shall be as identified in Appendix A, which reflects an increase
based upon 100% of the Seattle/Tacoma/Bremerton CPI-W from June 2009 to June 2010, with a
minimum of 2% and a maximum of 5%.
5.4 The CPI-W is applied to semi-monthly Firefighter pay at 100% (step 5). Step percentage and
differential pay rates are calculated from said Firefighter 100% rate after annual CPI-W is applied. CPI-
W will be calculated out to three (3) decimal places. Longevity pay rates are calculated from the base
differential rate at 100%. Published hourly wages are estimates and actuals may vary (due to penny
rounding) and will be calculated by the City payroll software system.
COLLECTIVE BARGAINING AGREEMENT
BY AND BETWEEN THE CITY OF BREMERTON and IAFF LOCAL 437
January 1,2009 to December 31,2011
Page 5 of38
5.4 PAY DIFFERENTIALS:
Pa Differential
Firefighter @ Step 1
Firefighter @ Step 2
Firefighter @ Step 3
Firefighter @ Step 4
Firefighter @ Step 5
FF Mechanic or SCBA
Firefighter Paramedic
FF IParamedic Continuous 10+ yrs
FF/Fire Prevention
Lieutenant
Captain ~ Station
Captain - Shift
Fire Marshal
Medical Officer
Battalion Chief - Training
Battalion Chief - Shift
Effective 1-1-2009
Shift Non-Shift
70%
75%
85%
90%
100%
104%
112.5%
115%
Effective 7-1-2009
Shift Non-Shift
70%
75%
85%
90%
100%
104%
112.5%
115%
115%
115% 121% 115%
124%
130%
130%
133%
136%
115%
121%
130%
133%
142%
Appendix "A" for Firefighter/Paramedic includes a sixth (6th) step. To be eligible for this step the
employee must have completed ten (10) years continuous service as a Firefighter/Paramedic with
the City. The sixth step will be set at one hundred fifteen percent (115%) of top Step Firefighter
5.5 The longevity schedule for members of the bargaining unit shall be as follows:
Completion of 5 years in service
Completion of 10 years in service
Completion of 15 years in service
Completion of 20 years in service
Completion of 25 years in service
Completion of 30 years in service
1.25%
2.5%
3.75%
5%
6.5%
8%
5.6 All LEOFF 1 employees that hold the rank of Lieutenant or Captain with 30 years and one (1)
month or more of service with the Bremerton Fire Department shall receive an additional 12% added to
their longevity for the 30 day period immediately following the date the Agreement is ratified by all
parties.
5.7 Advancement through the pay rates from the First Step through the Final Step or the pay range
will occur upon completion of the prescribed number of full year( s) of continuous employment since the
employee's last pay placement, provided, however that the employee's overall rating on his/her annual
evaluation "Meets Expectations" or "Exceeds Expectations". The City may withhold a step increase for
work performance that does not "meet expectations:'. A step increase mav be withheld for a maximum of
twelve (12) months, during which time the employee will receive monthly evaluations. The employee's
COLLECTIVE BARGAINING AGREEMENT
BY AND BETWEEN THE CITY OF BREMERTON and IAFF LOCAL 437
January 1,2009 to December 3 1,2011
Page 60f38
immediate supervisor will notifY the employee in writing of expected failure to meet expectations at least
thirty (30) days prior to the due date of the work performance evaluation. If such notice is not provided
the step increase will not be withheld. The withholding of a step increase will not change the employee's
current anniversary step date for pay purposes. In the event that the employee "meets expectations" at
one of the monthly evaluations during the subsequent 12 months, they will receive a step increase
effective as of the due date of that monthly evaluation. It shall be understood that the increase will not be
applied retroactively to the month(s) in which the employee received a rating below "meets expectations".
The denial of a step increase is subject to the grievance procedure. In the event an employee is on
approved leave of absence without pay, the employee's next wage step increase advancement date will be
extended by the actual number of days the employee was absent on such leave.
5.8 A new employee shall be hired at the first year step, however, 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 be hired at the second year or
third year step based upon relevant years and type of prior experience. Placement at second or third year
steps shall be determined by a review committee consisting of the Fire Chief, Assistant Chief, and one (1)
Union representative.
5.9 A Firefighter/Paramedic with no experience shall be hired at the first year step. A
Firefighter/Paramedic with one (1) year minimum paid fire experience shall be hired at the second year
step, with their third year step in six (6) months, solely at the discretion of the Fire Chief.
5.10 A Firefighter/EMT with no experience shall be hired at the first step year. A Firefighter/EMT
with one (1) year paid fire experience shall be hired at second year step, with their third year step in six
(6) months solely at the discretion of the Fire Chief. Any variation from the above will require approval
by the review committee as outlined in section 5.6 ofthis Article.
\
5.11 FIRE PREVENTION: An employee who is assigned to perform fire prevention work as a
Deputy Fire Marshal shall be compensated at the Firefighter/Fire Prevention pay rate listed in Appendix
A for the duration of the assignment.
5.12 EQUIPMENT MAINTENANCE OR SELF-CONTAINED BREATHING APPARATUS
(SCBA) MAINTENANCE: An employee who is assigned to perform either equipment maintenance
work or SCBA maintenance work shall be compensated at the Firefighter/Equipment Maintenance pay
rate listed in Appendix A for the duration of the assignment.
5.13 ACTING OFFICERS: An employee who serves as an Acting Officer during a twenty-four (24)
hour shift shall be compensated as outlined in section 5.14 below. In order to be eligible to serve as an
Acting Lieutenant, an employee must be on the City's current promotional register and agree to work the
assignment. In order to be eligible to serve as an Acting Captain, an employee must be on the City's
current promotional register for Captain and agree to work the assignment. The use of Acting Officers
will not be used as permanent alternative to hiring a full complement of officers. When the position of
Battalion Chief is put into place, the first opportunity to act as a Battalion Chief will go to the station
Captain. If the Station Captain does not agree to work the assignment, then the opportunity will be
offered to those employees on the current Captain's list. All other acting provisions apply.
COLLECTIVE BARGAINING AGREEMENT
BY AND BETWEEN THE CITY OF BREMERTON and IAFF LOCAL 437
January 1,2009 to December 31, 2011
Page 7 of38
5.14 Acting Officers Compensation:
o through 1 hour
After 1 hour through 4 hours
After 4 hours through 12
After 12 through 24 hours
No Compensation
1 hour of overtime
2 hours of overtime
2.5 hours of overtime
In no case shall there be more than 2.5 hours of overtime per Acting Officer position. In the
event of a split between two (2) employees, the maximum overtime paid shall be three and one-
half (3 .5) hours.
5.15 All newly hired employees will utilize automatic deposit of their paychecks during their term of
employment with the City.
5.16 DEFERRED COMPENSATION
5.16.1 The City shall match the payroll deduction of any written request by an employee
covered by this Agreement in an amount not to exceed four percent (4%) of salary.
5.16.2 LEOFF I bargaining unit members who have completed 25 or more years of service with
the City will no longer be required to make a matching contribution, and may elect to have all or
part of the City's maximum contribution converted into longevity in lieu of Deferred
Compensation.
5.16.3 LEOFF II bargaining unit members who are a minimum of 45 years of age and have
completed 15 or more years of service with the City will no longer be required to make a
matching contribution, and may elect to have all or part of the City's maximum contribution
converted into longevity in lieu of Deferred Compensation.
5.16.4 CONVERSION TO LONGEVITY: Employees may elect, by notifYing the City in
writing on an annual basis, that they wish to convert all or a portion of the City's contribution to
their deferred compensation to longevity. Such conversion shall only be permitted in one-half
percent (1/2%) increments. Once an employee has selected to make the conversion from deferred
compensation to longevity, they will not be permitted to make any changes whatsoever to the
percentage converted, for a fulll2-month period.
ARTICLE 6
HOURS OF WORK
6.1 NORMAL HOURS OF WORK-SHIFT PERSONNEL: Pursuant to Section 207(k) of the
FLSA, the work period for shift personnel is 27 days, which is equivalent to 204 hours. The normal work
hours for shift personnel shall be an average of 49.39 hours per week for an average yearly total of2,568
hours.
6.2 NORMAL HOURS OF WORK - NON-SHIFT PERSONNEL: The normal hours of work for
non-shift personnel shall be 40 hours per week. Non-shift personnel shall normally be scheduled to work
Monday through Friday during such hours as are assigned by the Fire Chief.
COLLECTIVE BARGAINING AGREEMENT
BY AND BETWEEN THE CITY OF BREMERTON and IAFF LOCAL 437
January 1,2009 to December 31, 2011
Page 8 of38
6.3 SHIFT WORK SCHEDULES: On or about January 1 st of each year, the Fire Chief shall assign
shift personnel to one of three shifts: A, B, C; A shift assignment for an employee shall be worked as one
(1) day (24 hours) on duty followed by two (2) days (48 hours) off duty, and continuing in that pattern for
a period of seven (7) consecutive on-duty shifts; provided this shall not apply to shift transfers. The next
immediately scheduled shift shall be an off-duty Kelly day 8th scheduled shift. Shift hours begin at 0800
hours and conclude at 0800 hours each day.
6.4 BEGINNING OF YEAR TRANSFERS: The Fire Chief may transfer as many employees as
the Chief deems appropriate from one shift or non-shift assignment to another at the beginning of each
calendar year. The Chief shall provide fifteen (15) days notice of all such transfers.
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 in writing between the Fire
Chief and the employee are permitted. The Fire Chief may transfer each probationary employee an
unlimited number of times from one shift or non-shift assignment to another during the period of
probation.
6.6 SHIFT AND/OR KELLY DAY EXCHANGES: An employee who has completed twelve
(12) 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 provided that: The change does not interfere
with the duties and responsibilities in their positions. Shift and or Kelly Day exchanges shall be
considered as substitutions under FLSA 29 D.S.C. 207 (p), and the City shall have no obligation to keep
records of such exchanges or to revise the hours of work to reflect the exchanges. Shift and lor Kelly Day
exchange documentation must be submitted at least 14 hours prior to the shift being exchanged.
6.6.1 SHIFT AND/OR KELL Y DAY EXCHANGE APPROVAL - The immediate
supervisor of the employee initiating the trade must sign the shift exchange form, thus indicating no
interference is expected as a result of the Shift/Kelly Day exchange. The Fire Chief may overrule the
immediate supervisor when in his/her opinion, the needs of the department will be negatively affected by
the exchange.
6.6.2 Personnel may have early relief up to two (2) hours before the end of their shift. . No shift
exchange documentation shall be required for an employee being appropriately relieved within
two (2) hours of the end of their shift. Verbal communication with the immediate supervisor is
required for accountability purposes.
6.6.3 Shift and/or Kelly Day exchanges in excess of twelve (12) per calendar year require the
prior approval of the Fire Chief or designee. The employee initiating a Shift and/or Kelly Day
trade shall have the trade counted towards his/her annual limit of twelve (12). (See 6.6.1)
6.6.4 Out of Rank Shift and/or Kelly Day Exchanges - Out of rank Shift and/or Full Kelly
Day exchanges shall be allowed provided employees have obtained prior written approval of their
COLLECTIVE BARGAINING AGREEMENT
BY AND BETWEEN THE CITY OF BREMER TON and IAFF LOCAL 437
January 1, 2009 to December 31, 2011
Page 9 of 38
immediate supervisor and the Shift Captain. Such exchanges shall not impact the department
financially.
6.6.5 Shift Exchange Pay Back - In the event an employee is unable to work a shift exchange
for any reason (i.e., sick leave, emergency leave, bereavement leave, jury duty, witness and
military duty leave), the employee shall be responsible to "pay back" the time to the City within
ninety (90) days. If the employee's absence results in the City having to pay overtime, the
employee will be required to pay back the time at the rate of 1.5 hours for each hour owed to be
deducted from the most appropriate type of leave bank accrual corresponding to the absence. If
an employee's absence does not result in the City paying overtime, then the employee will be
permitted to pay back the time on an hour-for-hour basis to be deducted from the most
appropriate type of leave bank accrual corresponding to the absence. This "pay back" program
will be evaluated in one (1) year, and the Chief reserves the right to discontinue use of
appropriate leave if it negatively impacts the department.
6.6.6 Multiple Party Exchanges - Full shift exchanges, partial shift exchanges and Full Kelly
Day exchanges may be entered into by multiple parties and are subject to all the provisions of
Article 6. If the Fire Chief has to become involved with Multiple party exchange disputes this
section will be removed.
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,
equipment/SCBA 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. For the purposes
of this Article, Acting Officer compensation hours will be included.
7.2 OVERTIME COMPENSATION: Overtime shall be compensated at the rate of one-
and-one-half (1-112) times an employees hourly rate in cash or in compensatory time. The form
of overtime compensation shall be at the choice of the employee unless otherwise expressly
provided by the terms of this Article.
7.3 HOURLY RATE DEFINED - SHIFT EMPLOYEE: A shift employee's hourly rate shall be
computed as follows: Semi-monthly wage rate multiplied by twenty-four (24) pay periods. The result
shall be divided by 2,568 hours of work for shift employees.
7.4 HOURLY RATE DEFINED - NON-SHIFT EMPLOYEE: A non-shift employee's hourly
rate shall be computed as follows: Semi-monthly wage rate multiplied by twenty-four (24) pay periods.
The result shall be divided by 2,080 hours for non-shift employees.
7.5 CALL BACK OVERTIME: In the event an employee who has left the work place is called
back to duty for a period of time which is less than two (2) hours, the employee shall receive a minimum
of two (2) hours of overtime compensation.
COLLECTIVE BARGAINING AGREEMENT
BY AND BETWEEN THE CITY OF BREMERTON and IAFF LOCAL 437
January 1, 2009 to December 31, 2011
Pagel0of38
7.6 HOLD OVER AFTER NORMAL DUTY SHIFT: In the event an employee is held over after
the expiration of his/her normal duty shift, the employee shall be compensated at the overtime rate for the
actual time held over.
7.7 COURT AND/OR SUBPOENAED APPEARANCES: An employee who responds to a
subpoena or appears in Court in a case on behalf of the City on off-duty time shall be paid at his or her
overtime rate for all hours related to such appearances. The two (2) hour minimum referenced in
subsection 7.5 above shall apply to court or subpoenaed appearances.
7.8 ON CALL FIRE INSPECTOR/DUTY CHIEF: An employee who is assigned to serve as On
Call Fire Inspector/Duty Chief shall receive five (5) hours of overtime and five (5) hours of compensatory
time at time-and-one-half for each seven (7) day period so served. The Shift Captain! Acting Captain shall
be eligible to be Acting Duty Chief during special circumstances. The Captain! Acting Captain who
fulfills the Duty Chief responsibilities shall be compensated per Article 5, subsection 5.14.1 of this
agreement.
7.9 LIMITATION OF COMPENSATORY TIME: A non-shift employee may accumulate up to
two hundred nine (209) hours, and a shift employee may accumulate up to two hundred seventy-five
(275) hours of compensatory time. Compensatory time shall be granted unless it is unduly disruptive. 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 requested to be converted to cash.
7.10 COMPENSATORY TIME USAGE: An employee desiring to utilize accrued compensatory
time shall be required to complete and file a Leave Request form requesting Compensatory leave with the
Shift Captain or Acting Captain not less than one hundred twenty hours (120) prior to the requested
date(s) of usage, except for holidays. Employees desiring to use compensatory time on a city observed
holiday shall submit a Leave Request not more than fifteen (15) shifts in advance of the holiday request.
On the fifth (5th) shift prior to the holiday, a lottery will be held among the employees who have
submitted a Leave Request for usage of compensatory time for the holiday. It shall be understood that no
more than a full 24 hours aggregate of compensatory leave shall be permitted per shift, regardless of the
number of employees taking time that shift. Compensatory time shall be taken in a minimum of an eight
(8) hour block for the first eight (8) hours of compensatory time scheduled; thereafter, it shall be taken in
minimum increments of one-half (1/2) hour. (EXAMPLE: One (1) employee taking comp time for full
24 hour shift, would count the same as 3 employees, each taking off 8 hours the same shift). Usage of
compens~tory time beyond the 24 hours aggregate described above may be granted to other bargaining
unit employees on the same day, unless it would cause overtime. The parties agree that there will be no
forced overtime in order to provide shift coverage due to use of compensatory leave. Except for holidays,
should more than one employee request the same time off, the employee whose form was submitted first
will be granted the compensatory time off.
If a member has a vacation slot selected for vacation, the member may use his/her Exempt Compensatory
time in this situation. This scenario would not affect the shift with regard to using compensatory time.
7.11 OVERTIME WORK ASSIGNMENTS: Overtime work will be assigned to employees on the
basis of the Fire Service and Emergency Medical Service needs.
COLLECTIVE BARGAINING AGREEMENT
BY AND BETWEEN THE CITY OF BREMERTON and IAFF LOCAL 437
January I, 2009 to December 3 I, 20 I 1
Page II of38
For the purposes of hiring for overtime, the following staffing levels shall be maintained as a minimum:
One (1 ) Captain/Acting Captain, two (2) Lieutenants/Acting Lieutenants and two (2) Paramedics with a
total of eleven (11) on duty each day as a minimum. '
7.11.1 MINIMUM STAFFING DURING THE CONTRACT RESPONSE AGREEMENT
WITH SOUTH KITSAP FIRE & RESCUE (Boundary drop): While the S.K.F.R. contract is in effect,
a minimum staffing level of 12 will be maintained; this shall include a minimum of three (3)
officers/acting officers, three (3) paramedics and six (6) fire fighters.
7.11.2 Minimum Staffing as of July 1 2009 will be (12): one B/C or acting B/C (3) company
officers(Captain, Lieutenants/Acting lieutenants) or, (3) Paramedics for a total of (12) on duty each day.
With the SKFR contract min. staffing shall be 13: one B/C or acting B/C (3) company officers (Capt./
,Lieutenants/Acting lieutenants) or, (3) Paramedics for a total of 13 on duty each day.
7.12 CALLBACK PROCEDURE:
7.12.1 Using the monthly staffing calendar, confirm the status (on-duty, off-duty, vacation, K-
day, educational leave, administrative leave, sick leave, disabilities, etc.) of all shift members.
Specifically note the number of officers (Captain/Acting Captain, Lt./Acting Lt.), paramedics and
firefighters scheduled to work.
7.12.2 Using the minimum staffing recommendations found in 7.11 above, identifY what positions
are needed to fulfill minimum staffing levels.
7.12.3 Using the overtime roster, identifY the employee having worked the fewest number of
overtime hours and determine if they are available and eligible to fill the needed overtime
position. In the event that two (2) or more members have an equal number of cumulative
overtime hours, relative seniority position shall determine the order of eligibility.
7.12.4 The Captain/Acting Captain shall personally contact an employee with an offer of overtime
work, and the contact shall be noted on the overtime card file, which shall be used to
maintain records of calls made and responses received.
7.12.5 If overtime is needed for an officer position, and if the officer is the individual with the
lowest number of hours, hire the officer. If it is not an officer, use acting officers from the
shift and hire the employee with the least number of overtime hours that maintains
minimum staffing identified in section 7.11 above.
7.12.6 The Captain/Acting Captain has the authority to move or reassign personnel from station to
station when needed to balance the experience levels between stations. This shall include
moving regularly appointed officers in lieu of using acting officers.
7.12.7 Overtime duration in length of less than three (3) hours shall be assigned at the discretion
of the Captain or Acting Captain.
7.12.8 New employees shall complete one (1) year of employment with the department before
their name is added to the overtime roster. The newly eligible employee shall be placed on
COLLECTIVE BARGAINING AGREEMENT
BY AND BETWEEN THE CITY OF BREMERTON and IAFF LOCAL 437
January I, 2009 to December 3 I, 2011
Page 12 of38
the overtime roster according to the following formula (# of eligible employees X 0.75=
relative position on the overtime roster).
7.12.9 In the event no one accepts the overtime assignment, the Captain/Acting Captain shall
"force hire" whoever has the least number of overtime hours and is eligible to fill the
position from the employees currently on duty. In the case where no on-duty personnel are
eligible to be force hired, the Captain! Acting Captain shall revert back to the overtime
roster and begin with the employee having the fewest overtime hours who is eligible to fill
the position. Employees may only be force-hired one (1) rank below their current rank.
Employees that are forced in shall have the option of not counting any or all forced
overtime hours on the overtime roster. Employees that are forced in can find eligible
- employees to fill their position. Employees on their paid leave cycle, during shift
trade/standby cycle, during a Kelly day cycle, Labor Conference/Negotiations for the
Union Executive Board or on an employee's scheduled educational leave time are not
eligible to be force hired.
7.13 CALLBACK RECORDKEEPING: All overtime hours compensated with overtime payor
compensatory time shall be entered on the overtime roster except for employees forced in and those
working Christmas, and Union officials performing Union functions in which they can only receive FLSA
"Exempt Compensatory" time. All overtime slips for shift personnel shall be routed through the Captains
office and placed on the daily and overtime rosters. The overtime list will be reset on January 1 st of each
calendar year.
7.14 CHRISTMAS OVERTIME: Christmas overtime rules shall be applied as above except those
eligible to fill the position shall be offered the opportunity to work the overtime prior to force hiring
someone to work on Christmas Day. The employee shall have the option of counting or not counting the
overtime hours on the overtime roster. All other overtime provisions shall apply.
7.15 EMERGENCY CALL BACK: During times of natural or man-made disasters or emergencies,
the Department may feel the necessity that additional personnel are needed. In this event, the Department
will activate an "Emergency Call-Back" of personnel. All leaves and time off may be canceled by this
type of event that requires mandatory reporting for duty.
ARTICLE 8
VACATION LEAVE
8.1 VACATION ACCRUAL: Employee shall accrue vacation l~eave with pay for all regular hours
worked pursuant to the following schedule:
NON-SHIFT EMPLOYEES
SHIFT EMPLOYEES
Years of VL Hrs Annual Holidays Total VL Hrs Annual Holidays Total
Service Earned per Accrual Earned earned per Accrual Earned
pay pay
Non-shift Shift
emDloyees employees
Hire - 5 yrs. 4.3 75 hrs 105 hours 88 hours 192 hours 6.099 hours 146 hours 88 hours 234 hours
6lll _ 10th yr. 5.666 hrs 136 hours 88 hours 224 hours 7.933 hours 190 hours 88 hours 278 hours
Ill_15tllyr. 7.333 hrs 176 hours 88 hours 264 hours 10.266 hours 246 hours 88 hours 334 hours
16th-20lll yr. 8.600 hrs 206 hours 88 hours 294 hours 12.040 hours 289 hours 88 hours 377 hours
2lstyrsor> 8.917 hrs. 214 hours 88 hours 302 hours 13.000 hours 312 hours 88 hours 400 hours
COLLECTIVE BARGAINING AGREEMENT
BY AND BETWEEN THE CITY OF BREMERTON and IAFF LOCAL 437
January 1,2009 to December 31,2011
Page 13 of38
8.2 VACATION ELIGIBILITY: An employee becomes eligible to take accrued vacation leave
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 month of employment, any accrued vacation leave shall
be forfeited. Vacation leave must be fully accrued prior to the time an employee utilizes any vacation
leave. Hours earned during a pay period are not available to use until the following pay period.
8.3 VACATION SCHEDULING: Annual vacation leave shall be authorized by the Fire Chief or
the Chiefs designee. Non-shift personnel shall schedule vacation leave by mutual agreement of the
employee and the Fire Chief or the Chiefs designee. Shift employees shall select their vacation choices
by seniority within shift assignment and through application of the following rules:
8.4 MINIMUM VACATION LEAVE REQUEST - SCHEDULED VACATION: Scheduled
vacation leave shall be taken in a minimum of an eight (8) hour block for the first eight (8) hours of
vacation leave scheduled; thereafter, it shall be taken in minimum increments of one-half (1/2) hour.
8.5 MINIMUM VACATION REQUESTS - SAME DAY REQUESTS: After the 1st hour, "Same
day" vacation leave shall be recorded as actual time taken. Full shift requests shall have priority over
partial shift requests for on same day vacation leave. Same day requests for vacation leave will not be
granted if the shift is at a minimum staffing level.
8.6 VACATION LEAVE SELECTION: Each employee may select vacation leave consisting of
nine (9) connected twenty-four (24) hour shifts plus the employee's regularly scheduled Kelly Day. Two
(2) vacation slots and unused Kelly Days shall be available for pre-selection for each day of the year from
which selections can be made. A lottery shall be held in order to allow employees to compete for the
unused Kelly Days. It shall be understood that employees who receive an unused Kelly Day via lottery,
shall lose the Kelly Day in the event that is subsequently becomes filled due to a new hire or promotion.
8.7 TIMING OF VACATION LEAVE SELECTION: Vacation selections will begin December
1 st by seniority, for the following calendar year. Upon being personally contacted, the employee will be
provided up to twenty-four (24) hours to make his/her selection. Any selection not completed within the
allotted time shall constitute a pass. Vacation selections shall continue through seniority rotation until all
employees have selected all shifts they intend to take during the next calendar year, but in no event later
than March 31 st. After March 31 st of any year, an employee may request vacation leave at any time
during the balance of the calendar year, however, approval shall be subject to whether or not the shift is at
minimum staffing on a same day selection.
8.8 CANCELLATION OF VACATION SELECTION BY AN EMPLOYEE: In the event a
vacation selection which has been made and approved is subsequently canceled by an employee, the
vacation selection so canceled shall be made available for selection to other employees as soon as
feasible, provided however that the shift is not at a minimum on a same day selection. The vacation must
be canceled by the employee not less than 70 hours prior to the start of the scheduled vacation leave. The
canceledc vacation slot shall be selected by lottery only if both the vacation slots are taken, from the
employees on the same shift.
8.9. MAXIMUM VACATION LEAVE ACCRUAL: The maximum accrual of vacation leave that
any employee shall be allowed to carry forward from one calendar year to the next is as follows:
Years of
Non-shift Personnel
Shift Personnel
COLLECTIVE BARGAINING AGREEMENT
BY AND BETWEEN THE CITY OF BREMERTON and IAFF LOCAL 437
January I, 2009 to December 31, 2011
Page 14 of38
Continuous Employment
Maximum Balance
Maximum Balance
o through Five (5) years
More than Five (5) years
160 hours
240 hours
210 hours
315 hours
8.10 VACATION LEAVE BALANCE GREATER THAN MAXIMUM ALLOWABLE: 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, any hours in excess of 36
hours shall be paid out in cash at the employee's straight time hourly rate the last pay in January.
Employees will be required to submit a written request to the Fire Chief for vacation payout specifying
the reason(s) for which they have been unable to take vacation leave in order to reduce their balance to
the maximum allowable carryover. An employee whose accrued vacation leave exceeds the maximum
carryover balance plus 36 hours at the end of the calendar year because he/she failed to timely request
vacation leave, or waited until October 15t or later to request adequate vacation leave to reduce his/her
balance to the maximum allowable, shall have any excess leave scheduled by the Chief or his/her
designee with 72 hours advance notice, within the months of January, February or March of the following
calendar year.
8.11 SCHEDULE CHANGE BALANCE ADJUSTMENT:
8.11.1 NON-SHIFT TO SHIFT: In the event an employee's normal hours of work are
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 1.313 = Employee's
accrued vacation hours balance.
8.11.2 SHIFT TO NON-SHIFT: In the event an employee's normal hours of work are
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 X 0.762 = Employee's Vacation
Balance.
8.12 VACATION BUY-BACK: Upon the approval of the Fire Chief, al1 employee may receive cash
compensation at the employee's straight time hourly rate for any accrued and unused vacation time.
Requests for payment shall be made in writing to the Fire Chief during the 15t half of each year (January
1st through June 30th), and will be paid out equally (divide the numbers of hour by the number of
employees that put in for payout) by July 22nd..
8.13 VACATION PAY-OUT: Upon the retirement or termination of an employee who has served
six (6) continuous full months or employment or more, or upon the date of an employee's disability
retirement, the accrued vacation leave of such 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
Labor Day
Veteran's Day
Thanksgiving Day
COLLECTIVE BARGAINING AGREEMENT
BY AND BETWEEN THE CITY OF BREMERTON and IAFF LOCAL 437
January I, 2009 to December 31, 2011
Page 15 of38
)
Memorial Day
Independence Day
Day After Thanksgiving
Christmas
9.2 OTHER HOLIDAYS: 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.
9.3 FLOATING HOLIDAY: Each employee shall be allowed one (1) additional holiday to be
observed by the employee on a day mutually agreeable to the employee and the Fire Chief.
9.4 HOLIDAY COMPENSATION - 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 for 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.
9.5 HOLIDAY COMPENSATION - SHIFT PERSONNEL: Shift personnel shall receive 3.666
hours added to their vacation leave accrual rate per pay period in lieu of all holidays. Accumulation and
taking time off in lieu of holidays shall be accomplished in accordance with the vacation leave provisions
set forth in Article 8.
9.6 In lieu of additional compensation for those employees scheduled to work on New Year's Day,
Memorial Day, Independence Day, Labor Day, Thanksgiving and Christmas, the following will apply:
The City will pay 24 hours of straight time at the employee's current pay band as listed in Appendix A;
provided that the employee is on the payroll on 10/31 of the year, and has been working a 24 hour shift
position for six (6) months during that calendar year. The 24 hours' pay will be included in the first pay
check in November each year. New employees attending the Fire Academy shall be considered shift
employees for this benefit.
9.7 The City will pay all shift bargaining unit members an additional 24 hours of straight time at the
employee's current pay band as listed in Appendix A the 1st pay check in December, in lieu of a
reduction in hours, subject to the same terms and conditions as outlined in section 9.6.
ARTICLE 10 SICK LEAVE AND INDUSTRIAL DISABILITY
10.1 SICK LEAVE ACCRUAL:
10.1.1 NON-SIDFT EMPLOYEES: Non-shift employees shall accrue sick leave time with
pay at the rate of four (4) hours for each regularly scheduled pay period. Partial pay periods will
be pro-rated to the closest full hour.
10.1.2 SHIFT EMPLOYEES: The annual accrual for shift personnel will be eight (8) hours
per pay period. New employees shall earn 10 hours per pay period for the first five (5) years of
employment as long as they are assigned to shift work. Should a shift employee be transferred to
a non-shift position at any time during their first five years of employment, then the employee
will accrue sick leave pursuant to Section 10.1.1. Partial pay periods will be pro-rated to the
closest full hour.
10.2 DONATIONS OF VACATION LEAVE: Donations of vacation leave permit employees to aid
any City employee who is suffering from an extraordinary or severe illness, injury, impairment, physical
COLLECTIVE BARGAINING AGREEMENT
BY AND BETWEEN THE qTY OF BREMERTON and IAFF LOCAL 437
January I, 2009 to December 31, 2011
Page 16 of38
or mental condition, or whose spouse or minor children (under the age of 18) are suffering from a life-
threatening injury or illness, or in the event of their death, which has caused or is likely to cause the
employee to take leave without payor to terminate his or her employment prior to a determination that the
affected employee is not expected to recover to an extent that will enable the employee to resume his or
her normal duties or the duties or another position with the City or another employer.
10.2.1 ELIGIBILITY: An employees who (1) is suffering from an illness or injury causing his
or her extended leave absence from work, or whose spouse or minor children (under the age of
18) are suffering from a life threatening injury or illness, or in the event of their death, and (2)
who has depleted or will shortly deplete his or her total available accrued vacation, sick and
floating holiday leave, may request donations of vacation leave.
10.2.2 CRITERIA FOR APPROVAL: A request for donations of vacation leave shall be
submitted to the requesting employee's Department Head accompanied by medical
documentation verifYing the medical condition requiring the need for leave, and the time period
during which the employee can reasonably be expected to be absent from work due to the
condition. Upon verifYing that the requesting employee meets all of the eligibility requirements
above and upon determining that the medical documentation received provides appropriate
verification of the medical condition and time period involved, the Department Head will
recommend the employee's request for donations of vacation leave be approved by the Mayor.
The Mayor will review the request to assure that all of the requirements set forth in this
subsection have been met, if so, shall approve the employee's request for donations of vacation
leave.
10.2.3 NOTIFICATION: Upon approval by the Mayor, all City employees shall be notified of
the approved request for donation of leave.
10.2.4 CONDITIONS OF DONATION: An employee who has been employed for at least six
(6) months who desires to donate accrued vacation leave to a requesting employee will do so as a
free and voluntary act and no duress or coercion shall be placed upon an employee to make such
donation of his/her accrued vacation leave. Employees who are utilizing donated leave to cover
their own absences may not donate leave to another employee until such time as they have
returned to their normal schedule, and any excess donations made to them have been returned
pursuant to 10.2.6 below. An employee who desires to donate vacation leave shall complete a
Donation of Vacation Leave Form and submit it to his/her Department Head. The donated
vacation leave will be transferred to the requesting employee's sick leave balance with the next
payroll report. Forms will be date stamped and all time donated shall be in full hour increments
and shall be credited to the employee on an hour-for-hour basis. A monthly update of the
condition of the employee by the attending primary medical doctor shall be required and
furnished to the Department Head.
10.2.4.1 LEAVE ACCRUED FROM DONATED LEAVE: Any leave accrued
will be used first each pay period before the balance is deducted from the donated
leave.
10.2.5 USE OF DONATED VACATION LEAVE: An employee who has received donated
vacation leave will be able to use the sick leave in the same manner as if he or she had personally
COLLECTIvE BARGAINING AGREEMENT
BY AND BETWEEN THE CITY OF BREMERTON and IAFF LOCAL 437
January 1, 2009 to December 31, 2011
Page 17 of38
accrued the leave, provided that the use of the sick leave is in conformance with the provisions of
this Article.
10.2.6 RETURN OF EXCESS LEAVE DONATIONS: In the event of excess donations
received but not used due to early recovery, resignation, retirement or death, all donations
received but not utilized shall be returned to the donating employee(s) based on the proportion of
hours that employee donated in relation to the total hours donated by all employees (e.g. an
employee who donates 50 hours of 450 hours total donated shall be credited with 50/450ths of the
hours not utilized). Such returned leave shall be reflected in the appropriate leave balance as
soon as possible. Time donated for this purpose will not be considered as time used during the
donor's performance rating period.
10.3 MAXIMUM SICK LEAVE ACCRUAL:
10.3.1 NON-SIDFT EMPLOYEES: Non-shift personnel shall be allowed to accrue sick leave
up to a maximum of nine hundred and sixty (960) hours.
10.3.2 SHIFT EMPLOYEES: Shift personnel shall be allowed to accrue sick leave up to a
maximum of fourteen hundred and forty (1440) hours.
10.4 SICK LEAVE INCENTIVE:
10.4.1 NON-SHIFT PERSONNEL: Any non-probationary employee covered under this
Agreement who does not utilize his/her sick leave benefit from January 15t through June 30th in a
calendar year shall have their vacation leave balance credited with (8) additional hours on the pay
period ending July 315\ and, any non-probationary employee who does not utilize his/her sick
leave benefit from July 15t through December 31 5t shall have their vacation leave balance credited
with eight (8) additional hours on the pay period ending January 31.
10.4.2 SHIFT EMPLOYEE: Any non-probationary shift employee covered under this
Agreement who does not utilize his/her sick leave benefit from January 15t through June 30th in a
calendar year shall have their vacation leave balance credited with eleven point two (11.2)
additional hours on the pay period ending July 315\ and, any non-probationary shift employee
who does not utilize his/her sick leave benefit from July 15t through December 31st shall have
their vacation leave balance credited with eleven point two (11.2) additional hours on the pay
period ending January 31 st.
10.5 SICK LEAVE RETIREMENT PAYMENT: An employee who retires from City service on a
service or disability retirement shall be provided a Sick Leave Retirement Payment as follows:
10.5.1 NON-SHIFT PERSONNEL: Thirty-five percent (35%) of the employee's accrued and
unused sick leave hours to a maximum of35% of960 hours (a maximum total of336 hours) will
be paid to the employee at the employee's regular hourly wage rate in effect at the time of
retirement.
10.5.2 SHIFT PERSONNEL: Thirty-five (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.
COLLECTIVE BARGAINING AGREEMENT
BY AND BETWEEN THE CITY OF BREMERTON and IAFF LOCAL 437
January 1,2009 to December 31, 2011
Page 18 of38
10.5.3 The City agrees to allow LEOFF II members of the bargaining unit to participate in the
Washington State Council of Fire Fighters Medical Expense Reimbursement Plan (WSCFF
MERP) and contribute $45.00 per month through a payroll deduction the first (15t) paycheck of
each month.
10.5.3.1 Upon the retirement of a LEOFF II bargaining unit employee, the City
shall remit the following to the WSCFF MERP on behalf of the employee:
. Sick leave cash out contributions for LEOFF II bargaining unit members
who retire shall be established pursuant to the IAFF Local 437's
Constitution and Bylaws. On or before December 15th of each year it shall
be the IAFF's responsibility to notify the City, in writing, of any changes
to its Constitution and Bylaws regarding the required employee
contribution.
10.5.4 This provision shall not apply to any LEOFF I bargaining unit members and will only
apply to eligible LEOFF II members. The WSCFF MERP plan is established in accordance with
applicable federal and state regulations. The $45.00 deduction shall be made on a pre-tax basis
on behalf of the employee to the WSCFF MERP. The monies contributed to the plan shall only
be used for retiree health insurance premiums or health care expenses. These contributions shall
be included as part of salary for the purpose of calculating retirement benefits. The City will
contribute $30.00 per month to the WSCFF MERP for each eligible LEOFF II bargaining unit
member, and the employee shall contribute $45.00 for a total of $75.00.
10.6 PAYMENT OF SICK LEAVE UPON DEATH: In the event of the death of an employee, the
employee's estate shall be paid for the total accrued and unused sick leave hours at the employee's
regular hourly wage rate in effect at the time of death up to a maximum of 960 hours for a non-shift
employee, or a maximum of 1440 hours for a shift employee.
10.7 SICK LEAVE USE: Sick leave must be accrued prior to use by an employee. Hours earned
during a pay period are not available for use until the following pay period. 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 (1/2) hour to cover an employee's absence from his/her
regularly scheduled work hours due to:
10.7.1 The temporary disability of an employee resulting from his or her personal illness or
lllJUry.
10.7.2 Providing care for: a) a child of the employee under the age of 18 when they have a
health condition that requires supervision or treatment; or b) a spouse, parent, parent-in-law or
grandparent of the employee who has a serious health condition or an emergency condition.
10.7.3 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.
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BY AND BETWEJ;:N THE CITY OF BREMERTON and IAFF LOCAL 437
January 1,2009 to December 31,2011
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10.7.4 Upon the birth or adoption of a child, an employee may use accrued sick leave and/or
vacation leave pursuant to FMLA.
10.7.5 Providing care for an employee's immediate family member as provided for in Section
10.7.2, when the family member has a health condition that requires the assistance of an adult
caretaker until such time as other care can be arranged.
10.7.6 The employee has the ability to select the type ofleave to be utilized except for themself
and family members with medical conditions that qualifY for FMLA, which will be charged
against available sick leave except for the birth or adoption of a child upon which vacation leave
may be used.
10.7.7 The temporary disability of an employee resulting from hislher personal illness or
injury or for their children under 18 who have health conditions requiring supervision or
treatment pursuant to WAC 296-30, or for immediate family members pursuant to FMLA.
10.7.8 Eligibility shall be governed by the provisions set forth in Federal or State laws, as
currently written or hereinafter amended.
10.8 NOTIFICATION OF SICK LEAVE USE: An employee who is absent or expects to be absent
from work due to causes specified in 10.7.1 above, shall provide notification to the Department as
follows:
10.8.1 ROUTINE APPOINTMENTS:
10.8.1.1 ANTICIPATED ABSENCE: An employee who schedules a routine
medical, dental or oculist appointment shall make every reasonable effort to
schedule such an appointment on their off duty days. The employee shall give at
least seventy-two (72) hours prior notice of the date and time of the appointment
to his or her immediate supervisor. An employee's immediate supervisor may
request that the employee reschedule routine appointments when, in the judgment
of the supervisor, the scheduled absence of the employee would unduly interfere
with the operations of the Department. An immediate supervisor shall not
unreasonably deny an employee sick leave with pay for routine medical, dental
or oculist appointments.
10.8.1.2 UNANTICIPATED ABSENCE: An employee who is absent from
work or who will be unable to report to work as scheduled due to personal illness
or injury, or for other causes specified in 10.7 above, shall promptly notifY the
Department by telephone or otherwise by 0700 of the day of his/her on-duty
shift, and must make contact with on-duty personnel.
10.8.1.3 SICK LEAVE DURING AUTHORIZED PAID LEAVE: An
employee who becomes ill or is injured during the employee's paid vacation or
compensatory time off may request tlie conversion of such paid leave to sick
leave with pay by promptly notifYing the Department of the illness or injury at
the time of the illness or injury, or as soon as is reasonably feasible and providing
such information as is required by the Department to verifY the appropriateness
of such a conversion.
COLLECTIVE BARGAINING AGREEMENT
BY AND BETWEEN THE CITY OF BREMERTON and IAFF LOCAL 437
January 1, 2009 to December 31, 2011
Page 20 of38
10.9 SICK LEAVE DOCUMENTATION AND APPROVAL: An employee who has been absent
or on sick leave shall, during his/her first shift back to work, be required to submit such forms and
provide such information as 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 as to the nature of the illness and/or
injury of the employee, the employee's child and/or nature of the illness and/or injury of the employee,
the employee's child and/or family member, or other methods appropriate to the circumstances. The
Department may require an employee to provide a Fitness for Duty certification by a professional
physician that the employee is sufficiently recovered as to be able to return to work without posing a
health hazard to himself or herself or to other members of the workforce. Sick leave must be approved by
the Department prior to payment. The Department shall not unreasonably withhold approval of sick leave
with pay from employees.
10.10 INDUSTRIAL DISABILITY AND LIMITATION OF SICK LEAVE USE FOR LEOFF I
EMPLOYEES: An employee who qualifies for and is included in the Washington State Retirement
System commonly referred to as "LEOFF I", shall have his or her use of sick leave with pay limited to six
(6) days for a non-shift employee, or two (2) shifts for a shift employee of sick leave with pay for each
personal or work-related sick leave absence. In the event the employee's absence extends beyond six (6)
days, or two (2) shifts, the employee shall apply for disability benefits provided through LEOFF I. In the
event of the employee's disability extends beyond a period of six (6) full months and six (6) days or two
(2) shifts, the employees shall apply for disability retirement benefits provided through LEOFF I. The
employee's accrued and unused sick leave hours shall not be used to extend the period of disability
beyond six (6) months and six (6) days or two (2) shifts.
10.11 INDUSTRIAL DISABILITY LEAVE FOR LEOFF II AND REGULAR EMPLOYEES: A
regular 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 benefits as provided by
Washington State Law.
ARTICLE 11
OTHER LEAVE
11.1 BEREAVEMENT LEAVE: An employee will be granted up to 48 hours of bereavement leave
annually for attending funerals in the state of Washington, but no more than 24 hours per occurrence, and
up to forty-eight (48) hours annually for attending out-of-state funerals for members of the employee's
immediate family. All time off for bereavement leave in excess of 48 hours shall be charged against an
employee's vacation/holiday, sick leave ,or compensatory time leave balance at the option of the
employee.
11.1.1 Immediate family shall be defined as spouse, child, mother, father, mother/father-in-Iaw,
brother, sister, brother/sister-in-Iaw, grandparents and grandchildren, step relations as described
herein of both the employee and the employee's spouse.
11.2 JURY DUTY AND WITNESS DUTY: An employee shall be granted leave of absence with
pay for the purpose of reporting to jury duty or serving as a witness in a case relating to their job with the
COLLECTiVE BARGAINING AGREEMENT
BY AND BETWEEN THE CITY OF BREMERTON and IAFF LOCAL 437
January I, 2009 to December 31, 2011
Page 21 of38
City, except in those instances where the employee is taking action against the City. Any juror or witness
fees received by the employee for the performance of such duties shall be assigned to the City.
11.2.1 CITY NOTIFICATION: Employee shall be required to notifY the City immediately
upon receipt of written notification from the Court that they must report for Jury Duty or serve as
a Witness as the result of a case related to his or her employment, by submitting a Leave Request
form with a copy of the Jury Duty/Witness Notice attached. Upon telephone confirmation by the
Court to report, the employee shall immediately notifY the on-duty supervisor.
11.3 MILITARY DUTY LEAVE: An employee who presents official orders requiring his/her
attendance for a period of training or other active duty as a member of the United States Armed Forces or
the State National Guard shall be entitled to military leave with no loss of pay for a period not to exceed
twenty-one (21) work days for non-shift employees, or thirty-one (31) calendar days for shift employees,
annually. Authorized leave of absence for additional or longer periods of time for assignment to duty
functions shall be without pay and shall be granted by the City. A non-shift employee receiving up to
fifteen (15) work days or shift employee receiving up to 21 calendar days of training or serving an active
duty shall receive their regular pay and the amount received from the Federal or State government.
During periods of military conflict, employees are entitled up to fifteen (15) days of unpaid leave or
twenty-one (21) calendar days for shift employees, before their spouse is deployed or while their spouse
is on leave from deployment.
11.4 EMERGENCY LEAVE: In the event of an unforeseen emergency or extenuating
circumstances, which requires the absence of an employee such as closed roads/passes, airports and to
extend Bereavement leave, the employee shall notifY his or her immediate supervisor as soon as possible.
At the employee's discretion, such emergency leave shall be charged to unused vacationlholiday or
compensatory leave balance and the employee will document on a Leave Slip the reason for the absence.
11.5 ADMINISTRATIVE LEAVE: Any bargaining unit employee may be placed on Administrative
Leave (leave with pay) for reasons in the best interest of the City and/or employee (e.g. to diffuse a work-
related or personal problem that has the potential for escalation if left unchecked, and/or has a negative
effect on department/division operations, an no other solution is available. The City may require an
employee on Administrative Leave to be available during his/her normal work schedule.
11.6 DOMESTIC VIOLENCE LEAVE - Pursuant to State Law, Domestic Violence Leave provides
additional leave rights to employees who are victims of domestic violence, sexual assault, or stalking, or
who are family members of victims. It entitles employees to take leave to receive medical treatment,
attend legal proceedings, or address safety concerns arising out of domestic violence, sexual assault, or
stalking as outlined in City Human Resources Policy 3-20-19.
ARTICLE 12
RETIREMENT BENEFITS
12.1 Each employee shall be enrolled in the Washington State Retirement system for which he or she
qualifies. Only for the purposes of federal income taxation, the gross income of each employee shall be
reduced by the amount of the employee contributions to respective retirement system, which is picked up
by the City. When an employee covered by this agreement is assigned to day shift he/she will be assigned
back to shift just prior to retiring of going on disability. The employee will maintain the same pay
classification.
COLLECTIVE BARGAINING AGREEMENT
BY AND BETWEEN THE CITY OF BREMERTON and IAFF LOCAL 437
January 1,2009 to December 31,2011
Page 22 of38
ARTICLE 13
INSURANCE BENEFITS
13.1 MEDICAL INSURANCE: The City shall make medical insurance coverage available to
employees and their dependents and provide for payment of insurance premiums as
follows:
KPS Plan A for Employees
KPS Plan B for spouses and dependents;
Group Health for Employees, spouses and dependents;
or equivalent or better coverage
13.2 Co-Pay amounts paid by employees for treatment received by employees shall be reimbursed to
the employee. Co-Pay amounts paid by employees for treatment received by spouses and
dependents shall be paid by the employee. Employee's premium is paid in full by the City. A
joint labor/management committee shall be created to foster better communications between the
parties related to plan coverage and payment of "co-pays." The Employer and the Union shall
each appoint two representatives for a total of four to review disputed medical insurance claims.
In making judgments regarding a claim, the Committee shall consider the following in continuing
the "status quo" with regard to payment of "co-pays":
. Past practice for payment of claims;
. LEOFF I coverage practices
. A case-by-case analysis as to the worthiness of the claim.
If the Committee is unable to reach agreement, the dispute may be submitted to a neutral third party. Said
party will be selected by the Union and the Employer by each submitting three names, (local persons in
the community), and finally selected by alternative striking of the names until a final person is selected. A
coin toss shall determine who strikes first.
The Union retains the right to process grievances related to Article 13.2 as provided in the grievance
procedure of the Labor Agreement.
13.2.2 The City shall pay 100% of employee coverage under KPS Plan A and Group Health and
90% of the cost of the premium for KPS Plan "B" or Group Health for spouse and/or dependents
coverage.
Due to continuing significant premium increases for Health Insurance coverage, the City will be working
with the Group Insurance Selection Committee to address cost containment measures for coverages and
employee contributions.
13.3 DENTAL INSURANCE: The City shall make the same level of benefits as are provided
through Washington Dental Service Plan F 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.
COLLECTIVE BARGAINING AGREEMENT
BY AND BETWEEN THE CITY OF BREMERTON and IAFF LOCAL 437
January 1,2009 to December 31, 2011
Page 23 of38
13.4 DISABILITY AND LIFE INSURANCE: LEOFF II: Employees will receive $35.00 per month
in lieu of any City contributions toward the cost of premiums for Short Term Disability, Long Term
Disability, and Life Insurance coverage.
13.5 INSURANCE RESERVES, REBATES AND SURPLUSES: the City shall require the KPS
medical plan provider to provide a structured accounting to the City as least annually. Such accounting
shall include plan utilizations, all reserve accounts maintained for the plan, interest earned on reserves,
administration costs and coinsurance (pooling) costs. This accounting shall be made available to the
Association upon request. The City agrees that premium rebates, reserve account rebates or any other
monetary returns to the employer from the insurance providers, together with subsequent interest earnings
thereon shall be used exclusively to defray the costs of premium increases in the plan, and increase
benefit levels, or other health related purposes determined appropriate by the Insurance Benefits
Committee shall be comprised off the following members: Mayor or designee, one employee selected by
the non-represented management and professional employees, and one individual selected by each of the
recognized unions. The committee shall elect a chair and any other officers it deems appropriate.
13.6 The City will work with the Insurance Selection committee to bring about a reduction III
premiums through plan redesign and/or implementation of a cafeteria plan
ARTICLE 14
CLOTHING AND UNIFORM CLEANING ALLOWANCE
14.1 PURCHASE OF UNIFORMS: The City shall purchase new and replacement uniforms
required by the Fire Department regulations for each employee. Employees shall abide by such rules and
regulations as are established by the Department in selecting and obtaining their uniforms. All uniforms
paid for by the Fire Department remain the property of the City.
14.2 UNIFORM CLEANING ALLOWANCE: Each employee who is required to wear a uniform
pursuant to Fire Department regulations shall receive a uniform cleaning allowance of two hundred fifty
dollars ($250.00) per year for uniform maintenance. The allowance shall be paid on the second pay day
in February. An employee hired subsequent to the first of the year shall receive a pro-rata cleaning
allowance payment. In the event that the City secures a cleaning contract with an independent cleaning
company, no uniform allowance will be paid to employees.
ARTICLE 15
PERSONNEL PRACTICES
15.1 DEFINITIONS: For the purpose of interpreting the provisions of this Agreement, the following
definitions shall apply:
15.1.1 PROBATIONARY EMPLOYEE: An employee serving a 12-month period
commencing upon the initial date of hire as a permanent employee during which the employee
may be discharged at the sole discretion of the City, consistent with applicable Civil Service
Rules and Regulations and without recourse to the grievance procedure. Should an employee be
absent from work for more than forty-five (45) consecutive days due to an illness/injury or
FMLA leave, then the employee's probationary period shall be extended by an equal amount of
time. Such extension of time shall also include all periods of light duty wherein the employee is
unable to perform all of the essential duties of the job.
COLLECTIVE BARGAINING AGREEMENT
BY AND BETWEEN THE CITY OF BREMERTON and IAFF LOCAL 437
January 1,2009 to December 31, 201 I
Page 24 of38
15.1.2 PROMOTIONAL PROBATION: A 12-month probationary period commencing upon
the initial date of a regular promotional appointment. A promoted employee who is unable to
perform the duties of the higher level position to which they have been promoted during the
probationary period, shall be returned to his/her previous classification held at the time of
promotional appointment at the sole discretion of the City, consistent with applicable Civil
Service Rules and Regulations, and without recourse to the grievance procedure. Should an
employee be absent from work for more than one hundred and eighty (180) consecutive days due
to an illness/injury or FMLA leave, then the employee's probationary period shall be extended by
an equal amount of time. Such time shall include all periods of light duty wherein the employee
is unable to perform all of the essential duties of the job.
15.1.3 LEOFF I EMPLOYEE: An employee who qualifies for and IS a member of the
Washington State Retirement System commonly known as "LEOFF I".
15.1.4 LEOFF II EMPLOYEE: An employee who qualifies for and is a member of the
Washington State Retirement System commonly known as "LEOFF II".
15.1.5 NON-SHIFT EMPLOYEE: An employee who is normally assigned to work forty (40)
hours per week within a Monday through Friday workweek.
15.1.6 SHIFT EMPLOYEE: An employee who is normally assigned to work on a 24-hour
shift scheduled basis.
15.1.7 CYCLE: The consecutive calendar day period during which an employee is not
scheduled to be on duty as the result of an assigned work schedule including a scheduled Kelly
Day, approved paid leave and/or shift trade.
15.1.8 SENIORITY: The Fire Department shall establish a seniority list of all employees in the
bargaining unit and shall update the list on January 1 of each year. The list shall be posted on
bulletin boards in all stations. All longevity wage placements and vacation selections shall be
governed by the current seniority list. Any objections to the list as posted shall be reported to the
Fire Department administration and such corrections as are appropriate shall be made and a
corrected list shall be re-posted at all stations.
15.2 REDUCTIONS AND VACANCIES: All reductions in force and filling of Civil Service
vacancies (those requiring Civil Service testing) shall be handled in accordance with existing Civil
Service Rules and Regulations and shall not be 'subject to the grievance procedure.
15.3 EVALUATIONS:
15.3.1 NEW EMPLOYEES: Written monthly evaluations shall be completed on each new
employee hired by the Department during his/her probationary period. The purpose of the
evaluation will be to identifY an employee's progress and/or areas of deficiency in performing job
functions.
15.3.2 PROMOTED EMPLOYEES: Employees on promotional probation will be evaluated
quarterly. An employee on promotional probation shall be provided not less than thirty (30) days
written notice to correct deficiencies prior to reducing him/her to their previous classification. An
COLLECTIVE BARGAINING AGREEMENT
BY AND BETWEEN THE CITY OF BREMERTON and IAFF LOCAL 437
January 1, 2009 to December 31, 2011
Page 25 of38
employee on promotional probation who is demoted due to his/her inability to perform the
essential duties and functions of the position, shall have displacement rights under Civil Service
Layoff and Reduction rules; provided, however, the employee shall have the right to return to
his/her former class regardless of whether or nor a vacancy exists. Provided further, however,
nothing in this section prohibits the City from terminating or demoting an employee on
promotional probation for good cause in conformance with Civil Service Rules.
15.4 CAREER COUNSELING: An employee who is not selected for a promotional appointment
from an eligible register may request career development counseling from the appointing authority for the
purpose of their recommending steps the employee may take to improve his/her qualifications and skills
for future promotional opportunities.
15.5 RIGHTS AND PRIVILEGES: All current policies and practices concerning computation and
payment of pay, allowances and benefits; or the application of contract provisions enumerated herein
shall continue in force and effect during the life of this Agreement. Should the City wish to make any
change with respect to such practices during the life of this Agreement, it shall first notify the Union of
the desired change and afford the Union an opportunity to meet and discuss such change.
15.6 PARAMEDIC/FIREFIGHTER CERTIFICATION REQUIREMENT: An employee who is
hired as a Paramedic/Firefighter shall be required to maintain his/her Paramedic Certification as a
condition of continued employment. Upon completion of six (6) full years of employment as a
Paramedic/Firefighter, except for promotions and special assignments in which the six (6) year
requirement shall not apply, an employee shall become eligible for transfer to a vacant Firefighter
position. Upon completion of five (5) full years of employment as a Paramedic/Firefighter, an employee
may present the Fire Chief with a request to be transferred from a Paramedic/Firefighter position to a
vacant Firefighter position at the earliest opportunity. The Fire Chief shall approve Paramedic/Firefighter
requests to transfer vacant Firefighter positions on the basis of seniority of continuous service with the
Bremerton Fire Department among all requesting Paramedic/Firefighters. An employee transferred to a
vacant Firefighter position shall have his/her pay rate set at a Firefighter pay rate as of the effective date
of the transfer. This section shall not apply to Special Assignments to Equipment Maintenance, SCBA,
Fire Prevention or any other Special Assignments that may be added from time to time at the Chiefs sole
discretion based upon the needs of the department.
15.7 PARAMEDIC PAY/STEP INCREASES: A Fire fighter who tranSItIons to Fire
Fighter/Paramedic during his/her first five (5) years of employment with the Bremerton Fire Department
shall be eligible to receive annual step increases based on the employee's anniversary date as a Fire
fighter. The transitional employee shall be eligible for Fire Fighter/Paramedic wages when authorized by
the Medical Program Director to practice as a solo Paramedic.
ARTICLE 16 PROMOTIONAL EXAMS
16.1 PROMOTIONAL EXAMINATIONS: The Civil Service Rules shall apply to the
conduct of promotional examinations in all respects and shall be administered under the control of the
Civil Service Officer, including the posting of the examination announcement and bibliography, the
determination as to whether or not an employee is qualified to participate in the examination process, and
the acceptance of applications on or before the posted closing date, Any portion of such Rules which are
in conflict with the provisions of this subsection shall be handled in conformance with the following
sections.
COLLECTIVE BARGAINING AGREEMENT
BY AND BETWEEN THE CITY OF BREMERTON and IAFF LOCAL 437
January 1,2009 to December 31, 201 1
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16.2 MAINTENANCE OF ELIGIBLE REGISTERS: Eligible registers for Fire Lieutenant, Fire
Captain, and Battalion Chief shall be maintained by the Civil Service Officer on a continuous basis
irrespective of available vacancies. Testing for the positions of Medical Officer and Fire Marshall shall
be conducted only when a position becomes available.
16.3 WRITTEN PROMOTIONAL EXAM/BIBLIOGRAPHY: The written portion of the
promotional examinations for Fire Lieutenant and Fire Captain will be given between February 18th and
February 28th in odd/even years. Effective January 1,2010, the written test must contain Bremerton Fire
Department SOP/SOG and the current Collective Bargaining Unit Agreement between the City and IAFF
Local 437. If the written test cannot be drafted and agreed upon in Joint Labor Management, there will be
no written test. The DepaQ:ment will supply one (1) set of reading material as listed on the bibliography
per fire station. Such reading material will remain at the station. In the event that a grievance is filed
prior to any portion of examination(s) regarding a non-Civil Service issue, then the Civil Service Officer
may postpone the testing until such time as the grievance has been resolved.
16.4 CRITERIA FOR OPEN EXAMINATIONS: Open promotional examinations will only be
administered to qualified bargaining unit members who have submitted the required application
paperwork on or before the posted closing date. However, when less than three (3) applications are
received from qualified bargaining unit members, the examination may be announced and administered to
external candidates as well.
16.5 Effective January 1,2010, the following eligibility criteria shall apply:
16.5.1 Eligibility to take Lieutenant's examination - Firefighters must have completed five (5)
.. years with the Bremerton Fire Department and successfully completed Incident Safety Officer
training as of February 5ID of the calendar year in order to be eligible to take the Lieutenant's
examination.
16.5.2 Eligibility to take Captain's examination - A Lieutenant must have completed 4 years
as a Lieutenant with the Bremerton Fire Department and successfully completed Incident Safety
Officer training and Instructor I as of February 5th of the calendar year in order to be eligible to
take the Captain's examination.
16.5 CRITERIA FOR EXAMINATION CONTENT: Promotional examinations shall include a
written and oral portion, and shall test for only the knowledge and abilities, which are included in the
current classification specifications for the position being tested.
16.6 EXAMINATION SCORING: Examinations shall be scored as follows: (All scores on
examinations shall be rounded to the nearest one-tenth of a point.)
16.6.1 Written portion: Maximum of 50 Points
An applicant's performance on the written portion of a promotional examination shall be scored
as follows: Number of questions answered correctly divided by the total number of questions
asked = percentage of correct answers. The maximum of.50 Points shall be multiplied by the
percentage of correct answers and the result shall be the number of points the applicant earned on
the written portion of the examination
16.6.2 Oral portion: Maximum of 50 Points
COLLECTIVE BARGAINING AGREEMENT
BY AND BETWEEN THE CITY OF BREMERTON and IAFF LOCAL 437
January 1,2009 to December 31,2011
Page 27 of38
An applicant's performance on the oral portion of a promotional examination shall include the
oral panel's evaluation of an applicant's training and educational achievements along with the
panel's rating on the applicant's performance in the oral portion, which shall be scored as
follows: Number of points received divided by the total number of points available = percentage
of total oral points. The maximum of 50 Points shall be multiplied by the percentage of total oral
points and the result shall be the number of points the applicant earned on the oral portion of the
examination.
16.6.3 ExperiencelRating: Maximum of 10 Points
I ,
Each applicant shall receive .5 (1/2) point for each full twelve (12) months of employment with
the Bremerton Fire Department based upon the date the written examination is conducted, up to a
maximum of 10 points. Periods of employment which are less than twelve (12) full months, shall
not be credited in computing the experience rating.
The following changes are effective January 1,2010:
16.6.4 Written portion: Maximum of 40 Points
An applicant's performance on the written portion of a promotional examination shall be scored
as follows: Number of questions answered correctly divided by the total number of questions
asked = percentage of correct answers. The maximum of 40 Points shall be multiplied by the
percentage of correct answers and the result shall be the number of points the applicant earned on
the written portion of the examination.
16.6.5 Oral portion: Maximum of 60 Points
An applicant's performance on the oral portion of a promotional examination shall include the
oral panel's evaluation of an applicant's training and educational achievements along with the
panel's rating on the applicant's performance in the oral portion, which shall be scored as
follows: Number of points received divided by the total number of points available = percentage
of total oral points. The maximum of 60 Points shall be multiplied by the percentage of total oral
points and the result shall be the number of points the applicant earned on the oral portion of the
examination.
16.6.6 Experience Rating: Maximum of5 Points
Each applicant shall receive .5 (1/2) point for each full two (2) years of employment with the
Bremerton Fire Department based upon the date the written examination is conducted, up to a
maximum of five (5) points. These points will only be added for those candidates that attain an
overall score of 70% or greater.
16.6.7 Weighting of Written/Oral examinations:
Written examination 40%
Oral examination 60%
16.6.8 Oral Examination - The Oral exam will include the following items:
. Personnel problem or citizen complaint
. Tactical problem pertinent to the position being tested for
. Oral and written resume
COLLECTIVE BARGAINING AGREEMENT
BY AND BETWEEN THE CITY OF BREMERTON and IAFF LOCAL 437
January I, 2009 to December 31, 20 II
Page 28 of38
16.6.9 Total Score
An applicant's total score shall be the sum of the points received on the written, oral and
experience components of the examination.
16.6.10 Minimum Score
An applicant rpust achieve a total score of seventy percent (70%) or more to be placed on the
eligible register for the position.
16.5.11 Minimum Score -Effective January 1,2010, an applicant must achieve a total score of
seventy percent (70%) or more on each portion of the exam in order to be placed on the eligible
register for the position.
16.7 All offers, acceptances and declinations of employment for promotional positions only shall be
made in writing.
16.8 During the life of this Agreement, the parties shall meet in a labor management forum to discuss
the above language covering promotions.
16.9 PROMOTIONS FROM FIRE FIGHTER TO P ARAMEDIC/FIREFIGHTER: A
Firefighter may be promoted to Paramedic/Firefighter (PM/FF) under the following conditions:
16.9.1 The Employee must successfully complete a Paramedic training program approved by the
Fire Chief.
16.9.2 The employees must have a Paramedic/Firefighter certificate issued by the Kitsap County
Medical Program Director.
16.9.3 The Fire Chief must approve the promotion.
16.9.4 The promotion shall take effect on the first day of the pay period after satisfYing the
above conditions. For promotions to PM/FF, the employee's step ,increase date will be changed
to the effective date of the promotion.
16.9.5 TRANSITION TO PARAMEDIC: A non-probationary Firefighter who transitions to
Firefighter/Paramedic shall remain in the Firefighter/Paramedic classification for not less than
four (4) years, except for promotional opportunities and/or assignments. Should an employee fail
to retain his/her Paramedic certification, they shall be downgraded to the Firefighter
classification.
16.10 Newly appointed Lieutenants and Captains shall:
16.10.1 Complete Fire Command Administration core curriculum or equivalent within thirty (30)
months of appointment to the rank of Lieutenant or Captain, or
16.10.2 Complete an officer development program as determined by the Joint Labor
Management Committee.
COLLECTIVE BARGAINING AGREEMENT
BY AND BETWEEN THE CITY OF BREMERTON and IAFF LOCAL 437
January 1,2009 to December 31, 20II
Page 29 of38
16.10.3 Exceptions shall be referred to the Join Labor Management Committee. The City shall
reimburse the employee for tuition, books and lab fees. All materials purchased by the City shall
remain the property of the City. The City shall make a reasonable effort to provide employees
with time off work to attend classes.
ARTICLE 17 GRIEVANCE PROCEDURE
17.1 GRIEVANCE: A grievance is an alleged violation of the express terms and conditions
of this Agreement which is to be resolved through this Grievance Procedure. The purpose
of this article is to provide an orderly process for the'resolution of such grievances.
17.2 UNFAIR LABOR PRACTICE: An Unfair Labor Practice charge is an alleged
violation of the Washington State statutes governing public employment labor relations, which is
to be resolved through the Public Employment Relation Commission's (PERC) rules and
regulations and is not resolvable through the Grievance Procedure.
17.3 MEMBER RIGHTS/UNION RIGHTS: Individual members shall have the right to
present their grievance to the employer with or without intervention from the union. All
adjustments and or remedies must be consistent with the terms of this agreement. The union shall
be allowed to be present at all grievance proceedings. The union has the right, in its own capacity
to act as the aggrieved party. Only the union's executive board shall have the right to request
grievance arbitration as identified in step four of this grievance process.
17.4 GRIEVANCE PROCESS:
STEP 1: A member who believes that the terms and conditions of this Agreement have been
violated shall first discuss the action giving rise to the belief with his or her immediate supervisor
within fourteen (14) calendar days of the date upon which the member could reasonably have
been expected to know of such action. The member shall advise the supervisor the section (or
sections) of this Agreement which is alleged to have been violated, an explanation of the
grievance, and the remedy sought. The member shall have the right to be assisted by an
authorized Union representative if so requested, during this discussion. In all cases, the member
shall notifY the union in writing of the alleged grievance as well as the time, date and location of
any and all grievance proceedings.
STEP 2: In the event that the member's immediate supervisor does not resdlve the grievance to
the satisfaction of the member at Step 1 of this procedure, the member 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 member shall have the right to be assisted by an
authorized Union representative in reducing his or her grievance to writing. The member shall
present the written grievance to the immediate supervisor's Captain, Assistant Chief, or the Fire
Chief, whichever is appropriate, within fourteen (14) calendar days of the date of the member met
with his/her immediate supervisor. The Captain, Assistant Chief, or the Fire Chief, whichever is
appropriate, shall meet with the member and the member's Union representative within fourteen
COLLECTIVE BARGAINING AGREEMENT
BY AND BETWEEN THE CITY OF BREMERTON and IAFF LOCAL 437
January 1,2009 to December 31, 2011
Page 30 of38
(14) calendar days after the receipt of the written grievance for the purpose of considering the
matter. The Captain, Assistant Chief or Fire Chief, as appropriate, shall reduce his/her decision
to writing and shall transmit the decision to the member and to one of the principal officers in
person, by regular mail, certified mail and email, with a copy to the Union representative within
fourteen (14) calendar days of meeting with the employee and the Union representative. The
grievance will automatically advance to the next step in the process if the City's representative
does not respond within the required time limits.
STEP 3: In the event that the Captain, Assistant Chief, or Fire Chief, as appropriate, does not
resolve the grievance to the satisfaction of the member at Step 2 of this procedure, the Union
shall, on behalf of the member, transmit a copy of the original grievance along with a copy of the
Fire Chiefs written response to the Human Resources Manager and the Mayor within fourteen
(14) calendar days of receipt of the Fire Chiefs written response. The Human Resources
Manager shall consider the grievance and may convene a meeting with the appropriate member of
the Union executive board in an attempt to resolve the grievance. The Human Resources
Manager shall reduce his or her decision to writing within fourteen (14) calendar days of receipt
of the grievance and transmit the decision to the Union.
STEP 4: In the event that the Human Resources Manager does not resolve the grievance at Step
3 of this procedure, the Union may request arbitration of the issue by written notification to the
Human Resources Manager. The Human Resources Manager and the Union shall meet within
fourteen (14) calendar days of the date upon which the Human Resources Manager rendered his
or her written decision on the grievance and shall select a neutral arbitrator by mutual agreement
or request a panel of nine (9) arbitrators from PERC.
17.5 GRIEVANCES FOR SUSPENSION AND/OR DISCHARGE: In the case of
suspension and/or discharge, Step One (1) of the grievance procedure shall be waived and the
grievance shall proceed to Step Two (2) with the Fire Chief.
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 or in any other way alter or 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 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.
COLLECTIVE BARGAINING AGREEMENT
BY AND BETWEEN THE CITY OF BREMERTON and IAFF LOCAL 437
January 1,2009 to December 31, 201 I
Page31of38
ARTICLE 18
REGIONAL FIRE AUTHORITY
In the event that the Bremerton Fire Department enters into a Regional Fire Authority (RFA) i.e. West
Sound Fire and Rescue, the positions of Fire Marshall and Medical Officer shall be upgraded to the rank
of Battalion Chief immediately prior to the Bremerton Fire Department's merger/into the RF A.
ARTICLE 19
DRUG FREE WORKPLACE
19.1 The maintenance of a drug-free work place is essential to the safety and welfare of City
employees and the citizens of Bremerton. The following provisions shall apply to employees covered by
this Agreement.
19.2 The unlawful manufacturing, distributing, dispensing, processing, or using of a controlled
substance of alcohol in the work place is prohibited. Reporting to work under the influence of a
controlled substance or alcohol is prohibited.
!
19.3 As a condition of employment, all employees must notity the Fire Chief or designee of any
criminal drug statute conviction for a violation occurring in the work place no later than five (5) days after
such a conviction.
19.4 It is the responsibility of every employee to be aware of the above provisions and to abide by
them. Failure to observe these provisions could result in immediate disciplinary action against the
employee, up to and including termination. The employee may be required to participate satisfactorily in
an alcohol or drug abuse assistance or rehabilitation program.
19.5 All employees will be fully informed of the drug and alcohol-testing article. Employees will be
provided with information concerning the impact of the use of alcohol and drugs on job performance.
Supervisors will receive training in recognition of signs and systems of substance abuse. In addition, the
City will inform the employees on how the tests are conducted, what the test can determine and the
consequence of testing positive for drug use. All newly hired employees will be provided with this
information on their initial date of hire, or as soon thereafter as possible. No employee will be tested
before this information is provided to him. An employee may voluntarily enter rehabilitation without a
requirement or prior testing. Employees who voluntarily come forward and ask for assistance to deal
with a drug or alcohol problem will not be disciplined by the City for doing so. No disciplinary action
will be taken against an employee unless he/she refuses the opportunity for rehabilitation, fails to
complete a rehabilitation program successfully, or again tests positive for drugs within two (2) years of
completing an appropriate rehabilitation program, or as otherwise provided in this article.
19.5.1 Drugs will be defined as narcotics, depressants, stimulants, hallucinogens, cannabis and
alcohol, or substances whose dissemination is regulated by law or this article. With respect to
over-the-counter drugs and/or drugs that require a prescription or other written approval from a
licensed officer or dentist of their use, it is the responsibility of the employee to review cautionary
warnings for potential side effects and inquire of the issuing medical authority as to the potential
impact of the drug to impair one's ability to work safely and effectively. Each employee is
expected to inform his supervisor of such circumstances if there is reasonable cause to believe
there will be impairment.
COLLECTIVE BARGAINING AGREEMENT
BY AND BETWEEN THE CITY OF BREMERTON and IAFF LOCAL 437
January 1,2009 to December 31, 2011
Page 32 of38
19.5.2 Employees will not be subjected to random medical testing involving urine or blood
analysis or other similar or related tests for the purpose of discovering possible drug or alcohol
abuse. However, if objective evidence exists establishing reasonable cause to believe an
employee's work performance is impaired due to drug or alcohol abuse, the City will require the
employee to undergo a medical test consistent with the conditions as set forth in this article.
Indications of impaired behavior or a substance abuse problem will include, but are not limited to,
the odor of alcohol on the breath, dilated or constricted pupils, accident pattern, abnormal
behavior or performance for that specific employee.
19.5.3 The collection of the samples will be performed by a laboratory and/or by a health care
professional qualified to administer and determine the meaning of any test results. The laboratory
performing the test will be one that is certified by the National Institute of Drug Abuse (NIDA).
The laboratory used will also be one whose procedures are periodically tested by NIDA where
they analyze unknown samples sent to an independent party. The results of employee tests will
be made available to the designated Medical Review Officer. The employee will not consume
any food or liquids until after the sample is taken.
19.5.4 Collection of blood or urine samples will be conducted in a manner, which provides the
highest degree of security for the sample and free from adulteration. Recognized strict chain of
custody procedures must be followed for all samples as set by NIDA.
19.5.5 Blood or urine samples will be submitted per NIDA standards. Employees have the right
to seek consultation with Union or legal counsel representative prior to submission of the sample,
provided it does not unduly delay the process. Employees will not be witnessed while submitting
. .
a unne specImen.
19.5.6 Prior to submitting a urine or blood sample, the employee will be required to sign a
consent and release form. An employee who refuses to submit to discovery testing will be
subject to disciplinary action up to and including discharge for the purpose of administering this
article.
19.5.7 All samples must be stored in a scientifically acceptable preserved manner consistent
with NIDA standards.
19.5.8 The laboratory will test for only the substance and within the limits as follows for the
initial and confirmation test as provided within NIDA standards. The initial test will use an
immunoassay, which meets the requirements of the Food and Drug Administration for
commercial distribution. The following initial cutoff levels will be used when screening
specimens to determine whether they are negative for those five drugs or classes of drugs:
INITIAL TESTING
Marijuana metabolites 100 nglml
Cocaine metabolites 300
Opiates metabolites (1) 300 nglml
Phencyclidine 25
Amphetamines 1,000 nglml
COLLECTIVE BARGAINING AGREEMENT
BY AND BETWEEN THE CITY OF BREMERTON and IAFF LOCAL 437
January 1,2009 to December 31, 2011
Page 33 of38
CONFIRMATORY TESTING
Marijuana metabolites (1) 16 ng/ml
Cocaine metabolites (2) 150 ng/ml
Opiates
Morphine 300 ng/ml
Phencyclidine 25ng/ml
Amphetamine 500 ng/ml
Methamphetamine 500 ng/ml
De lta-9- tetrahydrocannabino l-9carboxy lic acid
If confirmatory testing results are negative, all samples will be destroyed and records of the
testing expunged from the employee's file.
19.5.9 . Reporting for work with any measurable amount of alcohol in the bloodstream (i.e. a
blood alcohol level of .04 or higher) will be a basis for disciplinary action. A blood alcohol test
will be performed by a qualified laboratory to determine the amount of alcohol in the
bloodstream.
If such alcohol testing results are negative, all samples will be destroyed and records of the
testing expunged from the employee's file.
19.5.10 The Medical Review Officer will be employed by the collection facility and must be a
licensed physician with knowledge of substance abuse disorders. The Medical Officer will be
familiar with the characteristics of tests (sensitivity, specificity, and predictive value), the
laboratories running the tests and the medical conditions and work exposure of the employees.
The role of the Medical Review Officer will be to review and interpret the positive test results.
He or she must examine alternate medical explanations for any positive test results. This action
will include conducting a medical interview with the affected employee, review of the
employee's medical history and review of any other relevant biomedical factors. The Medical
Review Officer must review all medical records made available to the tested employee when a
confirmed positive test could have resulted from legally prescribed medication.
19.5.11 The laboratory will advise only the employee and the Medical Review Officer of any
positive results. The results of a positive drug or alcohol test can only be released to designated
Human Resources staff by the Medical Review Officer once he or she has completed her or his
review and analysis of the laboratory's test.
19.5.12 The parties recognize that an employee has the obligation not to place him/herself in a
situation where the ability to perform his/her job is impaired by drugs or alcohol. In the event an
employee fails to fulfill his/her obligations, it is the responsibility of the City to remove such
employee from the work environment to prevent the endangerment of the employee, fellow
employees and/or the public.
19.5.13 The parties recognize that an employee has the obligation not to place him/herself in a
situation where the ability to perform his/her job is impaired by drugs or alcohol. In the event an
employee fails to fulfill his/her obligations, it is the responsibility of the City to remove such
COLLECTIvE BARGAINING AGREEMENT
BY AND BETWEEN THE CITY OF BREMERTON and IAFF LOCAL 437
January 1,2009 to December 31, 2011
Page 34 of38
employee from the work environment to prevent the endangerment of the employee, fellow
employees and/or the public.
Any regular employee who tests positive for drugs may be subject to disciplinary action up to and
including termination, depending upon the circumstances of the situation. Circumstances that
would warrant termination include incidents where the employee's impairment resulted in loss of
life, serious i~ury to self or others, or the serious loss or damage of property.
In cases where discipline is not warranted, the employee involved who tests positive for drugs or
alcohol may be placed in a rehabilitation status where the employee may utilize accrued paid
leave or donated leave. In this case the employee will be evaluated by a licensed drug/alcohol
evaluator, nor employed by the City. Participation by the employee in the approved treatment
program is mandatory. Once the intensive part of the program has been completed, the employee
may be returned to his/her regular duty assignment, but only with a written release from the
Medical Review Officer. Employees who complete a rehabilitation program may be re-tested
randomly a maximum of four (4) times a year for the following two (2) years.
19.5.14 Employees who enter and successfully complete a rehabilitation program on their own
initiative may not be subjected to re-testing, except as provided in this section. The treatment
and rehabilitation will be paid for by the City only to the extent that coverage may be provided by \
the employee's medical insurance program through the City. Employees will be allowed to use
their accrued, earned and donated leave for the necessary time off involved in the rehabilitation
program. Upon completion of the program, the employee will be subject to one (1) random test
during the following twelve (12) months.
19.5.15 Periodic progress reports from the attending health care practitioner will be provided to
the City stating the prognosis of when the employees should be able to return to his/her regular
duty assignment.
19.5.16 If an employee tests positive during the two (2) year period f~llowing the rehabilitation
program, the employee will be re-evaluated by a licensed drug or alcohol counselor to determine
if the employee requires additional counseling and/or treatment. The employee will be solely
responsible for any costs not covered by insurance, which arise from this additional counseling or
treatment. This section does not apply to employees in rehabilitation programs pursuant to
Section 20.5.10.
19.5.17 Once an employee successfully completes rehabilitation, he or she will be returned to
his/her regular duty assignment. /
19.5.18 A regular employee has the right to challenge the results of the drug or alcohol tests and
any discipline imposed in the same manner that he/she may grieve or appeal any other City
action.
19.5.19 The parties recognize that during the life of this Agreement, there may be improvements
in the technology of the testing procedure, which provide more accurate testing. In that event, the
parties will bargain in good faith whether to amend this procedure to include such improvements.
If the parties are unable to agree on the amendments they will be\submitted to impasse procedures
as outlined in RCW 41.56.
COLLECTIVE BARGAINING AGREEMENT
BY AND BETWEEN THE CITY OF BREMERTON and IAFF LOCAL 437
January 1,2009 to December 31,2011
Page 35 of38
19.5.20 This Article is in no way intended to supersede or waive any constitutional or other
rights that the employee may be entitled to or legal obligations that the City may have under
federal, state or local statutes.
19.5.21 The drug-testing program was solely initiated at the request of the City. The Union will
be held harmless and indemnified, including the cost of attorney's fees, for the violation of any
employee's rights by the City arising from the administration of this testing process.
19.5.22 The City is committed to supporting employees undergoing treatment and rehabilitation
for alcohol or other chemical dependency. The City will provide information to employees on
available drug/alcohol abuse assistance or rehabilitation programs.
19.5.23 The confidentiality of all complaints and reported violations of the provisions of this
policy will be strictly maintained, except as required by public disclosure laws or court orders.
ARTICLE 20
LABOR MANAGEMENT COMMITTEE
20.1 LABOR MANAGEMENT: The Employer and the Union agree that a need exists for closer
cooperation between labor and management. To accomplish this objective, the Employer and the Union
agree that no more than three (3) duly authorized representatives of the Union shall function as one-half
(1/2) of a Labor-Management Committee, the other half being no more than (3) certain representative of
the Employer named for that purpose. The Committee shall meet as necessary or at the request of either
party for the purpose of discussing and facilitating the resolution of all problems which may arise.
20.2. MEMORANDUMS OF UNDERSTANDING (MOUS) - Memorandums of Understanding
signed and enacted during the term of this Agreement will be signed and distributed to both parties. An
original and electronic copy will be retained by the Human Resources Manager until such time the
language becomes incorporated into a successor agreement.
20.3 MULTIJURISDICTIONAL TRAINING: In the event that multi-jurisdictional training is
scheduled on a Saturday, the Chief or Assistant Chief shall, as soon as practicable 1) communication to
the Union in writing, a non-arbitrary necessity for the training and 2) communicate to the Union, in
writing, a non-arbitrary necessity for the training on a Saturday (as opposed to any other day).
20.3.1 The determination of the department on items 1) and 2) above shall be subject to
the grievance procedure of the CBA
20.3.2 While such multi-jurisdictional training may increase the productivity hours for that
event, it is not the intent of this agreement to increase productivity hours as a matter of general
policy.
ARTICLE 21
PHYSICAL FITNESS PROGRAM
21.1 The Union and the City will continue to develop and refine the physical fitness program for the
Bremerton Fire Department. They will work toward full implementation of the IAFF/IAFC Wellness and
Fitness Initiative.
COLLECTIVE BARGAINING AGREEMENT
BY AND BETWEEN THE CITY OF BREMERTON and IAFF LOCAL 437
January I, 2009 to December 31, 2011
Page 36 of38
21.2 The City will continue to provide yearly fitness assessments for those employees who choose to
participate. The fitness assessments shall be administered by current Peer Fitness Trainers or an outside
agency.
21.3 In trying to work towards implementation of the Wellness and Fitness Initiative, the City will
provide for the continuing education of the current Peer Fitness Trainers. The City will also work
towards certifying three (3) additional Peer Fitness Trainers. (Goal of 6 PFTs).
21.4 Employees shall normally be granted from 10:30 am to 12:00 Noon to participate in their
physical fitness program, shower, and be ready for duty. In the event an employee's fitness routine is
interrupted by an emergency response or training scheduled in advance, an employee's immediate
supervisor shall have the discretion to allow the employee to complete their fitness routine before 5:00
pm. The Chief reserves the right to revert back to a 4:00 pm start time for physical fitness as outlined in
the SOP if the Chief determines that the 10:30 am to 12 Noon period is not operating in the best interests
of the department. If the Chief exercises this discretion, the subject will be discussed in Labor
Management.
21.5 Designated physical fitness time shall be subject to re-evaluation during the Labor
Management meetings.
ARTICLE 22
TOBACCO FREE WORK PLACE
22.1 As a condition of employment, all employees hired after the effective date of this agreement shall
not use any tobacco products while on duty.
ARTICLE 23
DISCIPLINARY ACTION
23.1 Disciplinary action, as defined by the Civil Service Rules as now stated or as hereinafter
amended, may be taken against any non-probationary employee for just cause. An employee, who is the
subject of a disciplinary action, must elect to follow the appeal procedures either in the Civil Service
Rules, or grievance procedure. The employee selection of one procedure shall preclude the use of the
other.
ARTICLE 24
SEVERABILITY
24.1 In the event that any provision of this Agreement is held invalid by operation of law or by any
tribunal of competent jurisdiction, or if compliance with or enforcement of any Article should be
restrained by such tribunal pending a final determination as to its validity, the remaining provisions of this
Agreement shall not be held invalid and shall remain in full force and effect. The Union and the City
shall immediately meet and attempt to renegotiate any provision found invalid.
ARTICLE 25
ENTIRE AGREEMENT
25.1 The Union and the City acknowledge that each has had the unlimited right and opportunity to
make proposals with respect to any matter deemed a proper subject for collective bargaining. The results
of the exercise of that right are set forth in this Agreement. Therefore, the City and the Union each
voluntarily and unqualifiedly agree to waive the right to oblige the other party to bargain with respect to
COLLECTIVE BARGAINING AGREEMENT
BY AND BETWEEN THE CITY OF BREMERTON and IAFF LOCAL 437
January 1, 2009 to December 31, 2011
Page 37 of38
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 26
TERM
26.1 The terms of this Agreement shall be in effect upon January 1, 2009, unless otherwise provided
within the terms of each Article, and shall remain in effect through December 31, 2011. Negotiations for
a successor agreement shall commence no later than August 1, 2011. 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 ~day of 9'-~1.nLi 1 --.,2009.
CITY OF BREMERTON:
7;J
Todd Thorsen
President
~szi: ~
Carol S. Conley
Human Resources Manager
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Rob Ashmore
Vice P ident
Doug Baier
Secretary- Treasurer
ATTEST:
APPROVED AS TO FORM:
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- . ~er Lubovi;h ~-
City Attorney
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, ~arol Etgell 7
7) City Clerk
COLLECTIVE BARGAINING AGREEMENT
BY AND BETWEEN THE CITY OF BREMERTON and IAFF LOCAL 437
January 1, 2009 to December 31,2011
Page 38 of38
IAFF PAY RATES
Detail
Effective 1-1-2009 thru 6-30-2009
5.00% CPI
Class Code/
Schedule AVeJage Shift Hours/Year: 2,568 Shift Hours Per Week: 49.39
70% 75%, 85% 90% 100% Step 5 Step 5 Step 5 Step 5 Step 5 Step 5
2502/FF9 Firefighter Step 1 Step 2 Step 3 Step 4 Step 5 +1.25% +2.5% +3.75% +5tJ/o +6.5% +8%,
Annual 52,403 52 56,146.80 63,632.88 67,375.92 74,862.24 75,798.00 76,733.76 77,669.52 78,605.28 79,728.24 80,851.20
Monthly 4,366.96 4,678.90 5,302.74 5,614.66 6,238.52 6,316.50 6,394.48 6,472.46 6,550.44 6,644.02 6,737.60
SeJui-Month1y 2,183.48 2,339.45 2,651.37 2,807.33 3,119.26 3,158.25 3,197.24 3,236.23 3,275.22 3,322.01 3,368.80
Non-Shift Hourly 25.19 26.99 30.59 32.39 35.99 36.44 36.89 37.34 3779 38.33 38.87
Non-Shift Overtime 37.79 40.49 45.89 48.59 53.99 54.66 55.34 5601 56.69 57.50 58.31
Shift/Hourly 20.41 21.86 24.78 26.24 29.15 2952 29.88 30.25 30.61 31.05 31.48
Shift/OvertIme 30.61 32.80 37.17 39.36 43.73 44.27 44.82 45.37 45.91 46.57 47.23
SeJui- Mo DefComp 87.34 93.58 106.05 112.29 124.77 126.33 127.89 129.45 131.01 132.88 134.75
Step 5 Step 5 Step 5 Step 5 Step 5 StepS
2506/FE9 Firefighter (Equip Maint) Step I Step 2 Step 3 Step 4 Step 5 +1.25%, +2.5% +3.75% +5% +6.5% +80/0
2507/FS9 Firefighter (SCBA) Annual 54,499.68 58,392.48 66,178.32 70,071.12 77 ,856. 72 78,829.92 79,803.12 80,776.32 81,749.52 82,917.36 84,085.20
Monthly 4,54164 4,866.04 5,514.86 5,839.26 6,488.06 6,569.16 6,650.26 6,731.36 6,812.46 6,909.78 7,007.10
SemI-Monthly 2,270.82 2,433.02 2,757.43 2,919.63 3,244.03 3,284 58 3,325.13 3,365.68 3,406.23 3,454.89 3,503.55
Non-Shift Hourly 26.20 28.07 31.82 33.69 37.43 37.90 38.37 38.83 39.30 39.86 40.43
Non-Shift Ovell11ue 39.30 42.11 47.73 50.54 56.15 56.85 57.56 58.25 58.95 59.79 60.65
Shift/How'ly 21.22 22.74 25.77 27.29 30.32 30.70 31.08 31.45 31.83 32.29 32.74
Shift/Overtime 31.83 34.11 3866 40.93 45.48 46.05 46.61 47.18 4775 48.43 49.12
104% Semi-Mo DefComp 90.83 9732 110.30 116.79 129.76 131.38 133.01 134.63 136.25 138.20 140.14
StepS Step 5 Step 5 Step 5 Step 5 Step 5
2505/FP9 Firefighter Paramedic Step 1 Step 2 Step 3 Step 4 Step 5 +1.25% +2.5% +3.75% +5% +6.5% +8Otlu
Annual 58,954.08 63,165.12 71,586.96 75,798.00 84,220.08 85,272.72 86,325.60 87,378.24 88,431.12 89,694.48 90,957.60
Monthly 4,912.84 5,263.76 5,965.58 6,316.50 7,018.34 7,106.06 7,193.80 7,281.52 7,369.26 7,474.54 7,579.80
Semi-Monthly 2,456.42 2,631.88 2,982.79 3,158.25 3,509.17 3,553.03 3,596.90 3,640.76 3,684.63 3,737.27 3,78990
Non-Shift Hourly 28.34 30.37 34.42 3644 40.49 41.00 41.50 42.01 42.51 43.12 43.73
Non-Shift OvertIme 42.51 45.56 51.63 54.66 60.74 61.50 62.25 63.02 63.77 6468 65.60
Shift/Hourly 22.96 24.60 27.88 29.52 32.80 3321 33.62 34.03 34.44 34.93 35.42
Shift/Ovellime 34.44 36.90 41.81 44.27 49.19 49.81 50.42 51.04 51.65 52.39 53.13
112.5% Semi-Mo Def Comp 98.26 105.28 119.31 126.33 140.37 142.12 143.88 145.63 147.39 149.49 151.60
Step 6 Step 6 Step 6 Step 6 Step 6 Step 6
2509/CP9 Firefigher Paramedic Continuous 10+ Yrs Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 +1.25% +2.5% +3.75% +5.0% +6.5% +8%
Annual N/A N/A N/A N/A N/A 86,091.60 87,167.76 88,243.92 89,320.08 90,396.24 91,687.44 92,978.88
Monthly N/A N/A N/A N/A N/A 7,174.30 7,263.98 7,353.66 7,443.34 7,533.02 7,640.62 7,748.24
Semi-Monthly N/A N/A N/A N/A N/A 3,587.15 3,631.99 3,676.83 3,721.67 3,766.51 3,820.31 3,874.12
Non-Shift Hourly N/A N/A N/A N/A N/A 41.39 41.91 42.42 42.94 43.46 44.08 44.70
Non-Sll1ft Overtime N/A N/A N/A N/A N/A 62.09 62.87 63.63 64.41 65.19 66.12 67.05
Shift/Hourly N/A N/A N/A N/A N/A 33.52 33.94 34.36 34.78 35.20 35.70 3621
Shift/Ovellime N/A N/A N/A N/A N/A 50.29 50.92 51.54 52.17 52.80 53.56 54.31
115% Semi-Mo DefComp N/A N/A N/A N/A N/A 143.49 145.28 147.07 148.87 150.66 152.81 154.96
Step 5 StepS StepS StepS Step 5 Step 5
FCP FF Fire Prevention (Non-Shift) Step 1 Step 2 Step 3 Step 4 Step 5 + 1.25% +2.5% +3.75% +50/0 +6.5% +8%
FL9 Lieutenant (Shift) Annual N/A N/A N/A N/A 86,091.60 87,167.76 88,243.92 89,320.08 90,396.24 91,687.44 92,978.88
Monthly N/A N/A N/A N/A 7,174.30 7,263.98 7,353 66 7,443.34 7,533.02 7,640.62 7,748.24
SeJui-Monthly N/A N/A N/A N/A 3,587.15 3,631.99 3,676.83 3,721.67 3,766.51 3,820.31 3,874.12
Non-Shift Hourly N/A N/A N/A N/A 41.39 41.91 42.42 42.94 43.46 44.08 44.70
Non-Shift Ovellime N/A N/A N/A N/A 62.09 62.87 63.63 64.41 65.19 66.12 67.05
Shift/Hourly N/A N/A N/A N/A 33.52 33.94 34.36 34.78 35.20 35.70 3621
Shift/Overtime N/A N/A N/A N/A 50.29 50.92 51.54 52.17 52.80 53.56 54.31
115%, SeJui-Mo DefComp N/A N/A N/A N/A 143.49 145.28 147.D7 148.87 150.66 152.81 154.96
--' JAFF PAY RATES
Detail ~
Effective 1-1-2009 t/1;U 6-30-2009
5.00% CPI
CIa.. Code!
Schedule Average Shift Hours/Year: 2,568 Shift Hours Per Week: 49.39
Step 5 Step 5 StepS Step 5 . Step 5 Step 5
FDL Lieutenant (Non-Shift) Step 1 Step 2 Step 3 Step 4 Step 5 +1.25% +2.5% +3.75% +50/0 +6.5% +8%
Annual N/A N/A N/A N/A 90,583.20 91,715.52 92,84784 93,980.16 95,112.48 96,471.12 97,829.76
Monthly N/A N/A N/A N/A 7,548.60 7,642.96 7,737.32 7,831.68 7,926.04 8,039-26 8,152.48
Semi-Monthly N/A N/A N/A N/A 3,774.30 3,821.48 3,868.66 3,915.84 3,963.02 4,019.63 4,076.24
Non-Shift Homly N/A N/A N/A N/A 43.55 4409 44.64 45.18 45.73 46.38 47.03
Non-Shift Overtime N/A N/A N/A N/A 65.33 66.14 66.96 67.77 68.60 69.57 70.55
Shift/Hourly N/A N/A NlA N/A 35.27 35.71 36.16 36.60 37.04 37.57 38.10
Shift/Overtime N/A N/A N/A N/A 52.91 53.57 54.23 - 54.89 55.56 56.35 57.14
121% Senll-Mo DefComp N/A N/A N/A N/A 150.97 152.86 154.75 156.63 158.52 160.79 163.05
Step 5 Step 5 Step 5 Step 5 Step 5 Step 5
FC9 Fire Captain (Shift) Step 1 Stell 2 Step 3 Step 4 Step 5 +1.25% +2.5% +3.75% +5% +6.5% +80,10
FMD Fire Marshal (Non-Shift) Annual N/A N/A N/A N/A 97,320.96 98,537.52 99,754.08 100,97040 102,186.96 103,646.88 105,106.56
Monthly N/A N/A N/A N/A 8,110.08 8,211.46 8,312.84 8,414.20 8,515.58 8,637.24 8,758.88
Semi-Monthly N/A N/A N/A N/A 4,055.04 4,105.73 4,156.42 4,207.10 4,257.79 4,318.62 4,379.44
Non-Shift Hourly N/A N/A N/A N/A 46.79 47.37 4796 48.54 4913 49.83 50.53
Non-Shift OVeItime N/A N/A N/A N/A 7019 71.06 71.94 72.81 7370 74.75 75.80
Shift/Hourly N/A N/A NlA N/A 37.90 38.37 38.85 3932 39.79 40.36 40.93
Shift/Overtime N/A N/A NlA N/A 56.85 57.56 58.27 5898 59.69 60.54 61.39
130% Seml-Mo DefComp N/A N/A N/A N/A 162.20 16423 166.26 168.28 170.31 172.74 175.18
Stell 5 Step 5 Step 5 Step 5 Step 5 Step 5
FM9 Medical Officer (Non-Shift) Step 1 Stell 2 Step 3 Step 4 Step 5 +1.25(~ +2.5% +3.75% +5% +6.5% +8%
Annual N/A N/A N/A N/A 99,566.88 100,811.52 102,056.16 103,300.56 104,545.20 106,038.72 107,532.24
Monthly N/A N/A N/A N/A 8,297.24 8,400.96 8,504.68 8,608.38 8,712.10 8,836.56 8,961.02
Semi-Monthly N/A N/A NlA N/A 4,148.62 4,200.48 4,252.34 4,304.19 4,356.05 4,418.28 4,480.51
Non-ShIft Hourly N/A N/A N/A N/A 47.87 48.47 49.07 49.66 50.26 50.98 51.70
Non-Shift Overtime N/A N/A N/A N/A 71.81 72.71 73.61 74.49 75.39 76.47 77.55
Shift/Hourly N/A N/A N/A N/A 38.77 39.26 39.74 40.23 40.71 41.29 41.87
Shift/Overtime N/A N/A N/A N/A 58.16 58.89 59.61 60.34 61.07 61.94 62.81
133l}{) Seml-Mo DefComp N/A N/A N/A N/A 165.94 168.02 170.09 172.17 17424 176 73 179.22
Stell 5 Step 5 Step 5 Step 5 Step 5 Step 5
FB9 Battalion Chief - Training (Non-Shift) Step 1 Step 2 Step 3 Step 4 Step 5 +1.25% +2.5% +3.75% +5% +6.5% +8%
Annual N/A N/A N/A N/A 10 1,812.56 103,085.28 104,357.76 105,630.48 106,903.20 108,430.32 109,957.68
Monthly N/A N/A N/A N/A- 8,484.38 8,590.44 8,696.48 8,802.54 8,908.60 9,035.86 9,163.14
Semi-Monthly N/A N/A N/A N/A 4,242.19 4,295.22 4,348.24 4,401.27 4,454 30 4,517.93 4,581.57
Non-Shift Hourly N/A N/A N/A N/A 48.95 49.56 50.17 50.78 51.40 52.13 52.86
Non-Shift Overtime N/A N/A N/A N/A 73.43 74.34 75.26 7617 77.10 78.20 79.29
Shift/Hourly N/A N/A N/A N/A 39.65 40.14 40.64 41.13 41.63 42.22 42.82
Shift/Overtime N/A N/A N/A N/A 59.4 7 60.21 60.96 61.70 6244 63.34 64.23
136% SeIni-Mo DefComp N/A N/A N/A N/A 16969 171.81 173.93 176.05 178.17 180.72 183.26
CPI-W applied to semi-monthly Firefighter pay at 100% (step 5). Step percentage and differential pay rates are calculated from said Firefighter 100% rate after annual CPI-W IS applied. CPI-W will be calculated out to three decimal places. Longevity
pay rates are calculated from the base differential rate at 100%. Published hourly wages are estimates and actuals may vary (due to penny rounding) and Will be calculated by City payroll software system.