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HomeMy WebLinkAboutIAFF LOCAL 437, 2022-2024CITY Of BREMERTON DocuSign Envelope ID: E370307C-DB07-440E-915A-9CA1AACB614E DocuSign Envelope ID: E370307C-DB07-440E-915A-9CA1AACB614E DocuSign Envelope ID: E370307C-DB07-440E-915A-9CA1AACB614E DocuSign Envelope ID: E370307C-DB07-440E-915A-9CA1AACB614E ARTICLE3 UNION DUES 3 .1 DUES DEDUCTIONS: The City will deduct monthly Union dues and initiation fees from the pay of those employees covered by this Agreement. Where laws require written authorization of the employee, the same shall be furnished in the form required by payroll. No deduction shall be made which is prohibited by applicable law. The City fmiher 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 Union monthly. The union shall refund to the City any amounts paid to it in error upon written notification from the City. 3.2 DURATION OF AUTHORIZATION: Written employee authorizations will remain in effect during the term of this Agreement unless an employee revokes authorization by providing written notice to the City and/or the Union. 3.4 INDEMNIFICATION: The Union shall indemnify, defend, and hold the City harmless from any and all liability, claims, and suits initiated against the City resulting from the administration of this Article. 3.5 UNION NOTIFICATION: Within thitiy (30) days or as soon as possible from the date of hire of a new eligible employee, the City shall forward to the Union the name, address, and telephone number of the new employee. The City shall promptly notify the Union of any Union employee leaving its employment. ARTICLE4 UNION ACCESS 4.1 CONDUCT OF UNION BUSINESS: Union business, such as handling grievances and other legitimate routine matters, may be conducted on Fire Depaiiment 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 Depaiiment 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, subject to the conditions of Article 4.1, 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: A Union member in the bargaining unit will be granted leave time while attending Union associated conventions, seminars, meetings, provided ( 1)he or she notifies the Chief or his/her designee in writing at least forty-eight ( 48) hours prior tothe time off, (2) the Fire Chief or his/her designee determines it has sufficient employees availableto staff the department during this time off, and (3) an employee called in to replace another employee, who is off on Union business, will receive straight time and/or overtime pay as requiredby this agreement. A Union member who has been granted leave to attend Union business mayuse any accumulated compensatory or annual leave in his/her bank for this time off. BY AND BETWEEN THE CITY OF BREMERTON and IAFF LOCAL 437 January I, 2022 to December 31, 2024 Page 4 of 43 DocuSign Envelope ID: E370307C-DB07-440E-915A-9CA1AACB614E 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 1st of each calendar year for the purpose of establishing and maintaining a union leave bank. The leave shall be deducted automatically from the employee's vacation 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 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 union. •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 for the first two employees that theUnion has utilizing union leave or time and one-half for any over two that cause overtime.•Union leave will be guaranteed, even if it is not otherwise eligible, under Articles8.3, 8.5 or 8.7 of this 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, 2022, wages shall be as identified in Appendix A, which reflects an increase of 5% over 2021 rates. 5.2 Effective January 1, 2023, wages shall be as identified in Appendix A, which reflects an increase of 100% Seattle/Tacoma/Bellevue CPI-W June to June (Min. 2.0-Max 4.0) over 2022 rates. 5 .3 Effective January 1, 2024, wages shall be as identified in Appendix A, which reflects an increase 100% Seattle/Tacoma/Bellevue CPI-W June to June (Min. 2.0 -Max 4.0) over 2023 rates. 5.4 When applicable, 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 BARGAINING BY AND BETWEEN THE CITY OF BREMERTON and IAFF LOCAL 437 January I, 2022 to December 31, 2024 Page 5 of 43 DocuSign Envelope ID: E370307C-DB07-440E-915A-9CA1AACB614E actuals may vary (due to penny rounding) and will be calculated by the City payroll software system. 5.5 PAY DIFFERENTIALS: Pav Differential Paramedic Trainee Firefighter @ Step 1 Firefighter @ Step 2 Firefighter @ Step 3 Firefighter @ Step 4 Firefighter @ Step 5 Firefighter/Ladder Truck & Rescue Boat Operator FF Mechanic or SCBA Firefighter Paramedic FF/Paramedic Continuous 10+ yrs FF/Fire Prevention Lieutenant Captain -Station Fire Marshal Medical Officer -Captain Battalion Chief -Training Battalion Chief -Shift Shift 60% 70% 75% 85% 90% 100% 102% 104% 112.5% 115% - 115% 124% - 124% - 136% Non-Shift I -I -I -I -I -I I -I -I -I 115% I 121%I -I 130%I 130%l 142% - Appendix "A" for Firefighter/Paramedic includes a sixth (61h) 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 5.6 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. 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 may be withheld for a maximum of twelve (12) months, during which time the employee will receive monthly evaluations. The employee's 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 COLLECTIVE BARGAINING AGREEMENT BY AND BETWEEN THE CITY OF BREMERTON and IAFF LOCAL 437 January I, 2022 to December 31, 2024 Page 6 of 43 DocuSign Envelope ID: E370307C-DB07-440E-915A-9CA1AACB614E DocuSign Envelope ID: E370307C-DB07-440E-915A-9CA1AACB614E 5.14 Acting Officers/Lieutenant/PM Compensation: 0 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 ove1iime 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 five-point five percent (5.5%) of salary. 5.16.2 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. 5.16.3 CONVERSION TO LONGEVITY: Employees may elect, by notifying the City in writing, that they wish to conve1i all or a po1iion of the City's contribution to their deferred compensation to longevity. Such conversion shall only be permitted in quarter percent (1/4%) 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 conveiied, for a full 12-month period. 5 .17 EDUCATION INCENTIVE: Eligible employees shall be entitled to receive, in addition to their monthly salary, Education Incentive as follows: •1 % of base pay per month for Associates Degree•2% of base pay per month for Bachelor's Degree Degrees shall be documented through official transcripts from accredited colleges or universities. Educational Incentive pay shall not be cumulative, and it shall be the responsibility of the employee requesting educational incentive pay to provide the City with certified transcripts of his/her hours earned and/or degree(s) awarded. Educational Incentive shall be paid to the employee beginning the next pay period following receipt of the documentation and shall not be retroactive. BY AND BETWEEN THE CITY OF BREMERTON and IAFF LOCAL 437 Januaiy I, 2022 to December 31, 2024 Page 8 of 43 DocuSign Envelope ID: E370307C-DB07-440E-915A-9CA1AACB614E Employees in probationary status shall not be eligible for educational incentive pay. 5.18 LADDER TRUCK & RESCUE BOAT OPERATOR PAY: There shall be nine (9) Fire Department employees assigned to operate the ladder truck and the rescue boat. The employees assigned to operate the ladder truck and rescue boat shall have 2% added to the base wages as listed at the Operators pay rate listed in Appendix A for the duration of the assignment. 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 of 2,568 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. Employees may work an alternate work schedule with mutual agreement between the employee and the Fire Chief. 6.3 SHIFT WORK SCHEDULES: Pursuant to section 201 (k) ofFSLA, the City of Bremerton and the Union have established a twenty-seven (27) day work period for shift personnel, 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 of 2568 hours. On or about January 1st 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 follows: •One (1) shift (24 hours)on duty followed by three (3) shifts (72 hours)off duty.•Two (2) shifts (48hours) on duty followed by three (3) shifts (72 hours)off duty.•This pattern shall repeat itself throughout the calendar year. Every eighth (8th)scheduled shift (24 hours) shall be off-duty Kelly day.•Shift hours begin at 0800 and end at 0800 hours each day. 6.3 .1 Employees who are in a leave without pay status for an entire pay period are not entitled to receive pay for Kelly days during that pay period. 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 non­probationary 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 BY AND BETWEEN THE CITY OF BREMERTON and IAFF LOCAL 437 January I, 2022 to December 31, 2024 Page 9 of 43 DocuSign Envelope ID: E370307C-DB07-440E-915A-9CA1AACB614E DocuSign Envelope ID: E370307C-DB07-440E-915A-9CA1AACB614E DocuSign Envelope ID: E370307C-DB07-440E-915A-9CA1AACB614E DocuSign Envelope ID: E370307C-DB07-440E-915A-9CA1AACB614E DocuSign Envelope ID: E370307C-DB07-440E-915A-9CA1AACB614E DocuSign Envelope ID: E370307C-DB07-440E-915A-9CA1AACB614E 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 employees employees Hire-5 yrs. 4.375 hrs 105 hours 96 hours 201 hours 6.099 hours 146 hours 96 hours 242 hours 6th_ 10th yr. 11th_ 15t11 yr. 16th-20th vr. 2151 yrs or> 6.166 hrs 7.333 hrs 8.600 hrs 8.917 hrs. 148 hours 96 hours 176 hours 96 ours 206 hours 96 hours 214 hours 96 hours 244 hours 8.416 hours 202 hours 96 hours 298 hours 272 hours 10.266 hours 246 hours 96 hours 342 hours 302 hours 12.040 hours 289 hours 96 hours 385 hours 310 hours 13. 000 hours 312 hours 96 hours 408 hours 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 pm1ial shift requests for same day vacation leave. All on-duty personnel will be notified prior to granting same day vacation. Employees at or above the maximum vacation balance will have first priority. If multiple employees have the maximum vacation hours, all shall be selected by lottery. If no members are at the maximum hours, all shall be selected by lottery. The Fire Chief can deny requests for same day vacation for the following reasons: •When the shift is at a minimum staffing level;•FGS training, Tech Rescue training, Rescue Swimmer training, Quarterly MCO's, and any other training that the union and employer mutually agree to add to this list;•For City events including but not limited to Brewfest, Armed Forces Parade, BridgeBlast, the Blackberry Festival, and any other events that the union and the employermutually agree to add to this list;•For days that consistently require heavy staffing including but not limited to July 4°1,New Year's Eve, and any other days that the union and the employer mutually agree toadd to this list; and•for severe weather events. BY AND BETWEEN THE CITY OF BREMERTON and IAFF LOCAL 437 January I, 2022 to December 3 I, 2024 Page 15 of43 DocuSign Envelope ID: E370307C-DB07-440E-915A-9CA1AACB614E DocuSign Envelope ID: E370307C-DB07-440E-915A-9CA1AACB614E in January. Employees will be required to submit a written request to the Fire Chief for vacation pay out 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 1st 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-SIDFT TO SIDFT: 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-SIDFT: 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, an 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 1st half of each year (January pt through June 3ot11), and will be paid out equally (divide the numbers of hours by thenumber of employees that put in for pay out) on the pay period ending July 15th. 8.13 VACATION PAY-OUT: Upon the retirement or termination of an employee who has served six (6)continuous full months of employment or more, or upon the date of an employee's disabilityretirement, the accrued vacation leave of such employee will be paid to the employee in a cash lump sum payment. Employees will not be able to cash out more than the max allowable carryoverfrom the previous year plus what was earned in the current calendar year. 8.14 Employees on leave without pay status for an entire pay period shall not accrue vacation leave. ARTICLE9 HOLIDAYS 9 .1 HOLIDAYS OBSERVED: The following holidays shall be observed by the City: New Year's Day Martin Luther King's Birthday President's Day Memorial Day Juneteenth Independence Day Labor Day Veteran's Day Thanksgiving Day Day After Thanksgiving Christmas BY AND BETWEEN THE CITY OF BREMERTON and IAFF LOCAL 437 January I, 2022 to December 31, 2024 Page 17 of43 DocuSign Envelope ID: E370307C-DB07-440E-915A-9CA1AACB614E 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 non-shift 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-SIDFT 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 4 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 10/3 1 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 paid on the pay period ending October 31st 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 paid on the pay period ending November 3ot11,in lieu of a reduction in hours, subject to the same terms and conditions as outlined in section 9.6. ARTICLE 10 SICK LEA VE AND INDUSTRIAL DISABILITY 10.1 SICKLEAVE ACCRUAL: 10.1.1 NON-SHIFT EMPLOYEES' COLLECTIVELY BARGAINED ACCRUAL: Non-shift employees shall accrue sick leave time with pay at the rate of 2.1667 hours for each regularly scheduled pay period. The max annual accrual of collectively bargained sick leave is 52.0008. 10.1.2 NON-SHIFT EMPLOYEES' ACCRUAL REQUIRED BY WASHINGTON STATE PAID SICK LEAVE LAW: Non-shift employees shall accrue sick leave time with pay at the rate of 1.8333 hours for each regularly scheduled pay period. The max annual accrual of Washington state paid sick leave is 43.9992. 10.1.3 SHIFT EMPLOYEES' COLLECTIVELY BARGAINED ACCRUAL: The annual accrual for shift personnel will be 5.3250 hours per pay period. New COLLECTIVE BARGAINING AGREEMENT BY AND BETWEEN THE CITY OF BREMERTON and IAFF LOCAL 437 January 1, 2022 to December 31, 2024 Page 18 of 43 DocuSign Envelope ID: E370307C-DB07-440E-915A-9CA1AACB614E DocuSign Envelope ID: E370307C-DB07-440E-915A-9CA1AACB614E 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 employeeto make such donation of his/her accrued vacation leave. Employees who are utilizingdonated 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 madeto them have been returned pursuant to 10.2.6 below. An employee who desires to donatevacation 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 requestingemployee's sick leave balance with the next payroll report. Forms will be date stampedand all time donated shall be in full hour increments and shall be credited to the employeeon 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. I 0.2.4.1 LEA VE ACCRUED FROM DONATED LEA VE: 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 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 LEA VE CARRY OVER (COLLECTIVELY BARGAINED): 10.3 .1 NON-SHIFT EMPLOYEES: Non-shift personnel shall be allowed to carry over sick leave up to a maximum of one thousand one hundred twenty-six ( 1126) hours. 10.3.2 SHIFT EMPLOYEES: Shift personnel shall be allowed to carry over sick leave up to a maximum of thirteen hundred and ninety (1390) hours. 10.4 MAXIMUM SICK LEAVE CARRY OVER (WASHINGTON STATE PAID SICK LEAVE LAW) BY AND BETWEEN THE CITY OF BREMERTON and IAFF LOCAL 437 January I, 2022 to December 31, 2024 Page 20 of 43 DocuSign Envelope ID: E370307C-DB07-440E-915A-9CA1AACB614E DocuSign Envelope ID: E370307C-DB07-440E-915A-9CA1AACB614E paid to the employee at the employee's regular hourly wage rate in effect at the time of retirement. 10.6.3 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 $75.00 per month through a payroll deduction the first (Pt) paycheck of each month. 10.6.3 .1 Upon the retirement of a LEO FF 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 memberswho retire shall be established pursuant to the IAFF Local 43 7 's Constitutionand Bylaws. On or before December 15th of each year it shall be the IAFF'sresponsibility to notify the City, in writing, of any changes to its Constitutionand Bylaws regarding the required employee contribution. 10.6.4 The WSCFF MERP plan is established in accordance with applicable federal and state regulations. The $75.00 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. Effective 01/01/2023 -These contributions shall be included as part of salary for the purpose of calculating retirement benefits. The City will contribute $55.00 per month to the WSCFF MERP for each eligible LEOFF II bargaining unit member, and the employee shall contribute $75.00 for a total of $130.00. 10.7 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 1166 hours for a non­shift employee, or a maximum of 1440 hours for a shift employee. 10.8 SICK LEA VE 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: 10.8.1 Sick leave shall be governed by the provisions set forth in Federal or State laws, as currently written or hereafter amended. 10.8.2 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. BARGAINING BY AND BETWEEN THE CITY OF BREMERTON and IAFF LOCAL 437 Januaiy I, 2022 to December 31, 2024 Page 22 of 43 DocuSign Envelope ID: E370307C-DB07-440E-915A-9CA1AACB614E DocuSign Envelope ID: E370307C-DB07-440E-915A-9CA1AACB614E 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. 10.11 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 "LEO FF II', and who incurs a work-related illness or injury shall be allowed to use accrued sick leave to supplement Workers' Compensation benefits so as to provide the same gross base pay he or she would have received for full time, active service. In no event will the combination of Workers' Compensation and employee sick leave exceed 100% of an employee's regular rate of pay at any time of the disability period. 10.12 SEQUENCING OF LEAVES: The use of vacation leave, compensatory time, and leave without pay, for purposes other than qualifying use under the Washington Family Care Act, is subject to approval by management. However, unless otherwise required by law, forms ofleave shall be used and exhausted in the following sequence: a.Sick leave for qualifying incidents until it is exhausted.b.Vacation leave, floating holiday, and/or compensatory time sequenced at the employee's option, until they are exhausted.c.Any donated leave, if available, until it is exhausted, thend.Leave without pay. 10.13 Employees on leave without pay status for an entire pay period shall not accrue sick leave. ARTICLE 11 OTHER LEAVE 11.1 BEREAVEMENT LEA VE: An employee will be granted up to 48 hours of bereavement leave annually for grieving the loss of an immediate family member or 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-law, brother, sister, brother/sister-in-law, 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 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 BY AND BETWEEN THE CITY OF BREMERTON and IAFF LOCAL 437 Januaiy I, 2022 to December 31, 2024 Page 24 of 43 DocuSign Envelope ID: E370307C-DB07-440E-915A-9CA1AACB614E DocuSign Envelope ID: E370307C-DB07-440E-915A-9CA1AACB614E DocuSign Envelope ID: E370307C-DB07-440E-915A-9CA1AACB614E Employee only coverage ($2,700 annually) $1,350.00 paid on the pay period ending January 15th and $1350.00 paid on the pay period ending July 15°1. Employee and dependents ($4,700.00 annually) $2,350.00 paid on the pay period ending January 15th and $2,350.00 paid on the pay period ending July 15th. Contributions for newly hired or employees who separate from City service mid-year shall have their contributions prorated and the amount owed back to the City shall be deducted from their final paycheck. The Third Party Administrator (TPA) for the Health Reimbursement Arrangement (HRA) -debit card shall be Peak 1 Administration. The HRA may be used for all IRS allowable expenses and shall contain the following elements: •Individual account funds shall roll over accumulated amounts and shall include asurvivorship option. •Employees separating from the Agency shall continue to have access to their HRAbalance (until depleted). The City's "Premium Holiday" savings (medical), if applicable, shall be split evenly between the City and the Union the Union's share shall be divided equally among all and deposited into each employee's HRA account. 12.10 ADDITIONAL COST: Parties agree to negotiate any additional fees or costs that are not articulated in this agreement. 12.11 INSURANCE OPT OUT: An employee who waives the right to obtain medical insurance coverage through the City and who provides proof of creditable coverage through his/her spouse or other source shall be entitled to receive a stipend of two hundred and fifty dollars ($250.00) per month, payable in the amount of one hundred twenty five dollars ($125.00) per pay as permitted and subject to all State and Federal laws and restrictions Employees shall be required to notify Human Resources, in writing, during open emollment, of their desire to waive medical coverage, or at any time during the year if a qualifying event occurs which would change their status ( e.g. marriage, divorce, spouse loss of job or medical coverage). ARTICLE 13 CLOTHING AND UNIFORM CLEANING ALLOWANCE 13.1 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. 13.2 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 BY AND BETWEEN THE CITY OF BREMERTON and IAFF LOCAL 437 January I, 2022 to December 31, 2024 Page 27 of 43 DocuSign Envelope ID: E370307C-DB07-440E-915A-9CA1AACB614E DocuSign Envelope ID: E370307C-DB07-440E-915A-9CA1AACB614E 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. 14.1.8 COLLECTIVELY BARGAINED SICK LEA VE: Collectively bargained sick leave is a separate leave bank from Washington State required sick leave accruals. It is sick leave accrual that is above and beyond that which is required by the Washington State Paid Sick Leave Law. The employer/employee restrictions that apply to Washington State Paid Sick Leave Law do not apply to this leave bank unless otherwise required by law. 14.2 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. 14.2.1 Any member adversely affected ( displaced or reduced in rank) by the exercise of reductions outlined in 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. 14.2.2 In the event that a reduction in force results in the need for a redistribution of employees from superior ranks to lesser ranks, such reduction 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. 14.2.3 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 Depatiment 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 Depa1iment. No person shall be hired or promoted into any rank or classification until the Reemployment List has been exhausted. 14.3 EVALUATIONS: 14.3.1 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. 14.3 .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 employee on promotional probation who is demoted due to his/herinability to perform the essential duties and functions of the position, shall havedisplacement rights under Civil Service Layoff and Reduction rules; provided, however, BY AND BETWEEN THE CITY OF BREMERTON and IAFF LOCAL 437 Janumy I, 2022 to December 31, 2024 Page 29 of 43 DocuSign Envelope ID: E370307C-DB07-440E-915A-9CA1AACB614E DocuSign Envelope ID: E370307C-DB07-440E-915A-9CA1AACB614E 14.6.5 14.6.6 14.6.7 14.6.8 The probationary period for a Firefighter/Paramedic Trainee will be up to 15 months from date of hire to include the entry level trainee time frame. To be eligible for the trainee program the incumbent must meet the requirements of an "Entry-Level" Firefighter/Paramedic as listed in the current Classification Specification. The incumbent must successfully obtain the required Knowledge, Skills, and Abilities listed in the Classification Specification for a "Trained" Firefighter/Paramedic to be eligible to pass the probationary period. Trainees are not part of minimum staffing. 14.7 PARAMEDIC PAY/STEP INCREASES: A Fire fighter who trans1t1ons to Fire Fighter/Paramedic during his/her first five (5) years of employment with the Breme1ion 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. 14.8 PARAMEDIC CERTIFICATION PAY FOR LIEUTENTNAT: This is to address Lieutenants who wish to maintain their Paramedic Certifications. 14.8.1 Lieutenant/Paramedics shall be compensated per A1iicle 5.14. Employees in this roll prior to Janumy 1, 2022 will receive 5% Lieutenant Paramedic premium rather than being paid per A1iicle 5 .14, provided they maintain a Paramedic certification. 14.8.2 The City will pay for the maintenance of their Washington State Paramedic Certification. 14.8.3 Lieutenant/Paramedics will be allowed up to 12 shifts per calendar year in which the Fire Department can utilize them for Medic Unit Staffing. 14.8.4 There can be up to three Lieutenant/Paramedics at a time and these positions will be appointed by the Fire Chief. 14.8.5 Both pmiies reserve the right to cancel this program with a minimum of thiliy-day notice. 14.8.6 Personnel appointed to the position of Lieutenant/Paramedic shall be allowed to work overtime shifts as Paramedics. Overtime shifts shall not count as pmi of the 12-shift maximum provision. 14.8.8 The City agrees that hiring and staffing full time Paramedic/Firefighters is the priority averse to Lieutenant Paramedics supplanting ALS staffing. BY AND BETWEEN THE CITY OF BREMERTON and IAFF LOCAL 437 January I, 2022 to December 31, 2024 Page 31 of 43 DocuSign Envelope ID: E370307C-DB07-440E-915A-9CA1AACB614E 14.9 Employees are expected to maintain their required EMS Certification. Employees who fail to complete the training required to maintain their certification, and lose it, will be placed on unpaid administrative leave until they are recertified. ARTICLE 15 PROMOTIONAL EXAMS 15.1 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. 15.2 MAINTENANCE OF ELIGIBLE REGISTERS: Eligible registers for Fire Lieutenant, Fire Station Captain, and Fire 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. 15 .3 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. 15.4 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. In the event that a grievanceis filed prior to any portion of the examination(s) regarding a non-Civil Service issue, thenthe Civil Service Officer may postpone the testing until such time as the grievance has beenresolved. 15 .5 If a minimum of three (3) names, depending on the register used, are not available for ce1iification at the time the Department Head makes a request for certification in accordance with Civil service Rules 11.03 and 11.05, he/she may request in writing to the Civil Service Officer the creation of a new eligible register. 15 .5 .1 Eligibility to take Lieutenant's examination Firefighters must have completed five (5) years with the Bremerton Fire Department, or four ( 4) years with the Bremerton Fire Department if hired as an experienced (lateral-entry) firefighter, and successfully completed Incident Safety Officer and Fire Instructor I training as of the posted closing date in order to be eligible to take the Lieutenant's examination. BY AND BETWEEN THE CITY OF BREMERTON and IAFF LOCAL 437 January I, 2022 to December 31, 2024 Page 32 of 43 DocuSign Envelope ID: E370307C-DB07-440E-915A-9CA1AACB614E 15 .5 .2 Eligibility to take Fire Station Captain's examination -An applicant must have completed one (1) year as a Fire Lieutenant with the Bremerton Fire Depaiiment and successfully completed Incident Safety Officer training and Fire Instructor I as of the posted closing date in order to be eligible to take the Fire Station Captain's examination. 15 .5 .3 Eligibility to take Fire Battalion Chief's examination -A Company Officer must have completed four (4) years as a company officer with the Breme1ion Fire Depaiiment and have successfully completed Incident Safety Officer training and Fire Instructor I as of the posted closing date in order to be eligible to take the Fire Battalion Chiefs examination. 15.6 CRITERIA FOR EXAMINATION CONTENT: Promotional examinations shall be conducted as an Assessment Center, with evaluators under the direction of Civil Service. Promotional exams shall contain independent sections testing the following content, each wmih the corresponding number of points, to total a possible score of 100. •Personnel issue or citizen complaint (up to 20 points)•Tactical scenario pertinent to the position (up to 50 points)•Oral interview and written resume review (up to 30 points) 15.7 EXAMINATION SCORING: An applicant's performance on the promotional examination shall be scored as follows: 15.7.1 Experience Rating: Maximum of Five (5) Points -Each applicant shall receive 0.5 (1/2) point for each full two (2) years of employment with the Breme1ion Fire Depaiiment, based upon the date the examination is announced, up to a maximum of five (5) points. These points will only be added for those candidates that attain an overall score of seventy percent (70%) or greater. 15. 7 .2 Total Score -An applicant's total score shall be the sum of points earned fromeach section of the assessment center plus their experience points. 15.7.3 Minimum Score -An applicant must achieve a total score of seventy percent (70%) or more to be placed on the eligible register for the position. 15. 7.4 All offers, acceptances and declinations of employment for promotional positionsshall only be made in writing. 15.7.5 During the life of this Agreement, the parties shall meet in a labor management forum to discuss the above language covering promotions. 15.8 PROMOTIONS FROM FIREFIGHTER TO PARAMEDIC/FIREFIGHTER: A Firefighter may be promoted to Paramedic/Firefighter (P.M./F.F.) under the following conditions: 15.8.1 The Employee must successfully complete a Paramedic training program approved by the Fire Chief. BY AND BETWEEN THE CITY OF BREMERTON and IAFF LOCAL 437 January I, 2022 to December 31, 2024 Page 33 of 43 DocuSign Envelope ID: E370307C-DB07-440E-915A-9CA1AACB614E 15.8.2 The employees must have a Paramedic/Firefighter certificate issued by the Kitsap County Medical Program Director. 15.8.3 The Fire Chief must approve the promotion. 15.8.4 The promotion shall take effect on the first day of the pay period after satisfying the above conditions. For promotions to P.M. /F.F., the employee's step increase date will be changed to the effective date of the promotion. 15.9 TRANSITION TO PARAMEDIC: A non-probationary Firefighter who transitions to Firefighter/Paramedic shall remain in the Firefighter/Paramedic classification for no 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. ARTICLE 16 GRIEVANCE PROCEDURE: 16.1 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 aiiicle is to provide an orderly process for the resolution of such grievances. 16.2 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. 16.3 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. 16.4 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. BY AND BETWEEN THE CITY OF BREMERTON and IAFF LOCAL 437 January I, 2022 to December 31, 2024 Page 34 of 43 DocuSign Envelope ID: E370307C-DB07-440E-915A-9CA1AACB614E DocuSign Envelope ID: E370307C-DB07-440E-915A-9CA1AACB614E DocuSign Envelope ID: E370307C-DB07-440E-915A-9CA1AACB614E DocuSign Envelope ID: E370307C-DB07-440E-915A-9CA1AACB614E 18.5.7 All samples must be stored in a scientifically acceptable preserved manner consistent with SAMHSA standards. 18.5.8 The laboratory will test for only the substance and within the limits as follows for the initial and confirmation test as provided within SAMHSA 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: (a)The laboratory must use the cutoff concentrations displayed in the following table forinitial and confirmatory drug tests. All cutoff concentrations are expressed in nanograms per milliliter (ng/mL). Initial test analyte Initial test cutoff Confirmatory test Confirmato1y test concentration analyte cutoff concentration Marijuana metabolites 50 ng/mL THCA 1 15 ng/mL Cocaine metabolites 150 ng/mL Benzoylecgonine 100 ng/mL Opiate metabolites Codeine/Morphine 2000 ng/mL Codeine 2000 ng/mL Morphine 2000 ng/mL 6-Acetylmorphine 10 ng/mL 6-Acetylmorphine 10 ng/mL Phencvclidine 25 ng/mL Phencvclidine 25 ng/mL Amphetamines 3 AMP/MAMP4 500ng/mL Amphetamine 250 ng/mL Methamphetamine 5 250 ng/mL MDMA6 500 ng/mL MDMA 250 ng/mL MDA7 250 ng/mL MDEA8 250 ng/mL 1 = Delta-9-tetrahydrocannabinal-9-carboxylic acid (THCA). 2 = Morphine is the target analyte for codeine/morphine testing. 3 Either a single initial test kit or multiple initial test kits may be used provided the single test kit detects each target analyte independently at the specific cutoff. 4 = Methamphetamine is the target analyte for amphetamine/methamphetamine testing. 5 = To be reported positive for methamphetamine, a specimen must also contain amphetamine at a concentration equal to or greater than 100 ng/mL. 6 = Methylenedioxymethamphetamine (MDMA). 7 = Methylenedioxyamphetamine (MDA). 8 = Methylenedioxymethamphetamines (MDEA). (b)On an initial drug test, you must rep01i a result below the cutoff concentration asnegative. If the result is at or above the cutoff concentration, you must conduct a confirmation test.( c)On a confirmation drug test, you must report a result below the cutoff concentrationas negative and a result at or above the cutoff concentration as confirmed positive.(d)You must report quantitative values for morphine and codeine at 15,000 ng/mL orabove. If confirmatory testing results are negative, all samples will be destroyed, and records of the testing expunged from the employee's file. BY AND BETWEEN THE CITY OF BREMERTON and IAFF LOCAL 437 J anuaiy 1, 2022 to December 31, 2024 Page 38 of 43 DocuSign Envelope ID: E370307C-DB07-440E-915A-9CA1AACB614E DocuSign Envelope ID: E370307C-DB07-440E-915A-9CA1AACB614E DocuSign Envelope ID: E370307C-DB07-440E-915A-9CA1AACB614E DocuSign Envelope ID: E370307C-DB07-440E-915A-9CA1AACB614E DocuSign Envelope ID: E370307C-DB07-440E-915A-9CA1AACB614E DocuSign Envelope ID: E370307C-DB07-440E-915A-9CA1AACB614E April22 APPENDIX A -IAFF SALARY SCHEDULE Detail Effective 1-1-22 to 12-31-22 5% General Waee Adjustment withs.so•;. Deferred Comp Schedule Average Shift Hours/Year: 2,568 Shift Hours Per Week: 49.39 Step I Step 2 Step3 Step4 Step 5 I Steps I Steps Steps Step 5 Steps Step 5 70%. 75°/ct 85% 90% 100% +1.25% +2.5% +3.75% +5% +6.5% +8% I Ffl Firefighter I 12 Months 12 Months 12 Months 12 Months 12 Months 6th Yr 11th Yr 16th Yr 21st Yr 26th Yr 31st Yr Annual· 69.405.12 74.362.56 84.277.44 89.235.121 99.150.00 100,389.36 101.628.72 102.868.08. 104.107.44 ! 105.594.72 107.082.00. Monthly, 5.783.76 6.196.88 7.023.12 7.436.26 8.262.50 8.365.78 8.469.06 8,572.34 8.675.62 8.799.56 8.923.50 I Semi-Monthly 2,891.88 3,098.44 3.511.56 3.718.13 4;ui:2s 4.182.89 4.234.53. 4.286.17 4.337.81 4.399.78 4.461.75. Non-Shift Hourly 33.37 35.75 40.52 42.90 47.67 48.26 48.861 49.461 50.05 50.77 5148( I Non-Shift Overtime 50.06 53.63 60.78 64.35 71.51 72.39 73.29 74.19 75.08 76.16 77.22 I Shift/Hourly 27.03 28.96 32.82 34.75 38.61 39.09 39.58 40.06 40.54 41.12 41.70· ! Shift/Overtime 40.54 43.44 49.23 52.12 57.91 58.64 59.36 60.09 60.81 61.68 62.55 I Semi-Mo Def Comp 159.05 170.41 193.14 204.50 227.22 230.06 232.90 235. 74 238.58 241.99 245.40 Step I Step 2 Step3 Step 4 Step 5 Step 5 Step 5 Step 5 Steps Steps Steps I 70% 75% 85% 90% 100% +1.2So/o +2.5% +3.75% +5% +6.5% +8% ,!!!...._.Firefighter Paramedic Trainee 12 Months 12 Months 12 Months 12 Months 12 Months 6th Yr 11th Yr 16th Yr 21st Yr 26th Yr 31st Yr (Non-Shift) I Annual 70.272.58 I Monthly 5.856.05 I ' I i I Semi-Monthly 2,928.02 I I I I I I I I Non-Shift Hourly 33.78 I I I I I I I I Non-Shift Overtime 50.67 I ' ' I I I I Shift/Hourly 27.36 I I !I I ' Shift/Overtime 41.05 I I i I I ! i I 900/o of FF Paramedic (step l) Semi-Mo Def Comp 161.04 I I I I I Step I Step 2 Step3 I Step 4 Step 5 Steps Steps Steps Step 5 Steps Steps I 70% 75% 85% 90% 100% +1.2s01o +2.So/o +3.75% +5% +6.5% +s•1o FBI Firefighter/Ladder Truck & I 12 Months 12 Months 12 Months 12 Months 12 Months 6th Yr 11th Yr 16th Yr 21st Yr 26th Yr 31st Yr Rescue Boat Operator ! Annuail 70.793.28 75.849.84' 85.963.20. 91.019.76 101.133 12' I 02.397.20. 103.661.52 104,925.60 106,189.68 107.706.72 109.223.76 Monthly 5.899.44 6.320.82 7.163.60 7.584.98 8.427.76 8.533.10 8,638.46. 8.743.80 8.849.14 8.975.56 9.101.98 I Semi-Monthly 2.949.72 3.160.41 3.581.80 3.792.49 4,213.88 4.266.55 4,319.23 4.371.90 4.424.57 4.487.78 4,550.99 I Non-Shift Hourly, 34.04 36.47 41.33 43.76 48.62 49.23. 49.84 50.45 51.05. 51.78 52.51 I Non-Shift Overtime 51.06 54.71 62.00· 65.64. 72.93. 73.85 74.76 75.68. 76.58 77.67 78.77 Shift/Hourly 27.57 29.54 33.47 35.44 39.38 39.87 40.37 40.86 41.35 41.94 42.53 Shift/Overtime 41.35 44.30 50.21 53.17 59.071 59.81 60.55. 61.29 62.03 62.91" 63.80 102% Semi-Mo Def Comp 162.23 173.82 197.00 208.59 231.76 234.66 237.56 240.45" 243.35. 246.83 250.30 Step I Step 2 Step3 Step 4 Steps Step 5 Step 5 Steps Steps Step 5 Steps 70% 75% 85% 90% 100% +l.25% +2.5% +3.75% +5% +6.5% +8o/o .!!!__ Firefighter· E�p Maint. I 12 Months 12 Months 12 Months 12 Months 12 Months 6th Yr 11th Yr 16th Yr 21st Yr 26th Yr 31st Yr FSI Firefighter -SCBA I Annual 72,181.20 77.337.12 87.648.72 92,804.40 103.116.00 104.405.04 105,693.84 106.982.88. 108.271.92 109.818.48 111,365.28: Monthly 6.015.10 6.444.76 7.304.06 7,733.70 8,593.00 8.700.42 8.807.82 8.915.24 9.022.66 9.151.54. 9.280.44' 'I Semi-Monthly. 3.007.55 3.222.38 3.652.03 3.866.85 4,296.50, 4.350.21 4.403.91 4,457.62 4.511.33 4.575. 77 4.640.22 I I Non-Shift Hourly 34.70 37.18 42.14 44.62 49.581 50.19 50.81 51.43 52.051 52.80' 53.54 I I Non-Shift Overtime I 52 05: 55.77 63.21 66.93 74.37 75.29 76.22. 77.15 78.08 79.20 80.31 I Shift/Hourly 28.11 30.12 34.13 36.14 40.15 40.66 41.16 41.66 42.16. 42.76 43.37 Shift/Overtime 42.16 45.17 51.20 54.21 60.23 60.98 61.74. 62.49 63.24 64.15 65.05 104•;. Semi-Mo Def Comp 165.42 177.23 200.86 212.68 236.31 239.26 242.22 245.17 248.12 251.67 255.21 Step I Step 2 Step3 Step 4 Step 5 Steps Steps I Steps I Step 5 Step 5 Step 5 70% 75% 85% 90% 100% +l.25% +2.5% +3.75% +5% +6.5% +8% I FRI Firefighter· Eguie Maint & Rescue 12 Months 12 Months 12 Months 12 Months 12 Months 6th Yr 11th Yr 16th Yr 21st Yr 26th Yr I 31st Yr Boat Operator Annual I 73.569.36 78.824.40 89.334.24 94.589.28 105.099.121 106,412.88 107.726.64 109.040.40. 110,354.16 111.930.48 113.507.04: Monthly 6. 130.78 6.568.70 7.444.52 7.882.44 8.758.26 8.867.74 8.977.22 9.086.70 9,196.18 9.327.54 9.458.92 I I Semi-Monthly 3.065.39. 3,284.35 3,722.261 3.941.22 4,379.13 4.433.87 4,488.61 4.543.35 4.598.09 4.663.77 4,729.46' I Non-Shift Hourly 35.371 37.90 42.95 45.48 50.53 51.16 51.79 52.42 53.05 53.81 i 54.57 I I Non-Shift Overtime 53.06 56.85 64.43. 68.22 75.80 76.74 77.69 78.63 79.58. 80.72, 81.86 I Shift/Hourly 28.65 30.69 '. 34.791 36.83. 40.93 41.44 41.95 42.46 42.97 43.59 44.20 I Shift/Overtime 42.97 46.041 52.18 55.25 61.39 62.16 62.92 63.69 64.46 65.38[ 66.30 J06•/o I I Semi-Mo Def Comp 168.60[ 180.64J 204.721 216.77 240.85 243.86 246.87 249.88 252.891 256.51J 260.12 DocuSign Envelope ID: E370307C-DB07-440E-915A-9CA1AACB614E APPENDIX A -IAFF SALARY SCHEDULE Detail Effective 1-1-22 to 12-31-22 5% General Wage Adjustment with 5.50°/. Deferred Comp Schedule Average Shift Hours/Year: 2,568 Shift Hours Per Week: 49.39 Step I Step 2 Step 3 1 Step 4 Step 5 Step 5 Step 5 Step 5 Step 5 I Step 5 Step 5 70% 7So/o 85°/o I 90% 100% +1.25% +2.5% +3.75% +5% +6.5% +8% PMI Firefighter Paramedic I 12 Months 12 Months 12 Months 12 Months 12 Months 6th Yr 11th Yr 16th Yr 21st Yr 26th Yr 31st Yr · Annual 78.080.64 83.658.00 94,812.24 100,389.36 · 111.543.84 112.938.24 114,332.40 115.726.80 117.120.96 118.794.24 120.467.28 _! Monthl)" 6.506. 72 6.971.50 7.901.02 8,365.78 9,295.32 9,411.52 9.527.70, 9.643.90 9.760.08 9.899.52 · 10,038.94 I Semi-Monthl)". 3.253.36 3.485.75 3.950.51 4,182.89. 4,647.66. 4,705.76 4.763.85 4,821.95 4,880.04 4.949.76 5.019.47 I Non-Shift Houri)". 37.54. 40.22 45.58 48.26 53.63 54.30: 54.97 55.64 56.31. 57.11 57.92 I Non-Shift Overtime 56.31 60.33 68.37. 72.39 80.45 81.45 82.46 83.46 84.47 85.67 86.88 Shift/Hourli 30.41 32.58 36.92. 39.09. 43.44 43.98. 44.52 45.06. 45.61, 46.26 46.91 Shift/Overtime 45.61 48.87 55.38 58.64. 65.15. 65.97 66.78 67.60. 68.41. 69.39. 70.37 � Semi-MoDefComp' 178.93 191.72 217.28 230.06 255.62' 258.82' 262.01 265.21' 268.40 272.24' 276.07 PRI Firefi.g_hter Paramedic -& Rescue Boat 0.e_erator I -I -2 -3 -4 -5 -5 -5 -5 -5 -5 -5 70% 75% 85%» 90% 100% +1.25% +2.5% +3.75% +5% +6.5% +8% 12 Months 12 Months 12 Months 12 Months 12 Months 6th Yr I Ith Yr 16th Yr 21st Yr 26th Yr 31st Yr Annuar 79,468.80 85.145.04 96,497.76 102,174.00. 113.526.72. 114.945.84 116,364.96 117,784.08 119.202.96, 120,906.00 122,608.80 Monthlt. 6.622.40 7.095.42 8.041.48 8.514.501 9.460.56: 9,578.82 9.697.08 9,815.34. 9.933.58 10,075.50 10.217.40 Semi-Monthlx_ _______ 3_,311.20, 3,547.71 4.020.74 4.257.25, 4,730.28. 4.789.41 4.848.54 4,907.67' 4,966.79 5.037.75 5,108.70 Non-Shift Hourli 38.21 40.94 46.39 49.12 54.58 55.26. 55.94 56.63 57.31 58.13 58.95 Non-Shift Overtime 57.32 61.41 69.59. 73.68 81.87 82.89 83.91 84.95 85.97. 87.20. 88.43 1--Shift/Hourly 30.95 33.16 37.58. 39.79: 44.21 44.76. 45.31 45.87 46.42 47.08 47.74 Shift/Overtime 46.42 49.73 56.37 59.68 66.31 67.14 67.97 68.80 69.63 70.62 71.62 ====I 114.5% CPI FirefiJ;_her Paramedic Continuous 10+ Yrs I I 11s•/. FPI Deputy Fire Marshall (Non-Shift) FLI Lieutenant (Shift) Semi-MoDefComp 182.12 195.12 221.14 234.15 260.17 263.42 266.67 269.92 273.17 277.08 280.98 � Step 5 Step 5 Step 5 Step 5 Step 5 -Step 5 +8% 31st Yr Annual Monthlt Semi-Monthl)" Non-Shift Houri)" Non-Shift Overtime Shift/Houri)" Shift/Overtime Semi-Mo Def Comp Stei> I I Stei>_2 Stei> 3 NIA I NIA NIA NIA I NIA NIA NIA NIA I NIA NIA NIA I NIA NIA NIA I NIA NIA NIA NIA NIA NIA NIA NIA NIA NIA I I Step_ 4 NIA NIA NIA NIA NIA NIA NIA NIA Step 6 +1.25% +2.5%» +3.75% +5°/o +6.5% Step_ S 10+ Yrs 6th Yr 11th Yr 16th Yr 21st Yr 26th Yr NIA 114.022.56; 115,447.92 116,873.04. 118,298.40. 119,723.76. 121,434.00 NIA 9,501.88. 9,620.66 9,739.42 9,858.20. 9.976.98 10.119.50 NIA I 4,750.94 4,810.33 4,869.71, 4.929.10 4.988.49 5,059.75 NIA I 54.82 55.50 56.19. 56.87 57.56 58.38 NIA I 82.23 83.25 84.29. 85.31 86.34 87.57 NIA 44.401 44.96 45.51: 46.07 46.62 47.29 NIA 66.60 67.43 68.27 69 10 69.93 70.93 NIA I 261.30 264.57 267.83 27LIO 274.37 278.29 Step 5 Step 5 Step 5 Step 5 Step 5 Step 5 Step 5 100% +1.25% +2.5% +3.75% +5% +6.5% +8% Step I Step 2 _I Step 3 ' __ S__t<,p 4 12 Months 6th Yr 11th Yr 16th Yr 21st Yr 26th Yr 31st Yr Annual' NIA NIA I NIA 102,620.40, 114,022.56 115,447.92; 116.873.04 118,298.40 119.723.76 121,434.00 123.144.48 123.144.48 10.262.04 5.131.02 59.20 88.80 47.95 71.93 282.21 FPI Fireligher Fire Prev (Non-Shift) Monthly NIA I NIA I NIA 8,551.70 9.501.88 9.620.66 9,739.42 9,858.20 9.976.98 10,119.50 10.262.04 I I Semi-Monthly NIA I NIA I NIA 4,275.85 4,750.94. 4.810.33, 4,869.71 4,929.10. 4,988.49. 5,059.75 5.131.02 ' NIA I NIA I NIA , 49.34T 54.82: 55.50· 56.19, 56.87 57 561 58.38 59.20 1 Non-Shift Overtime' NIA I NIA I NIA 1 74.01 82.23 83.25: 84.29' 85.3 t' 86.34. 87.571 88.801 Shift/Hourly NIA j NIA I NIA I 39.96 44.401 44.96 45.51 46.07, 46.62: 47.29. 47.95 I NIA NIA I 59.94' 66.60: 67.43 68.27 69.101 69.93. 70.93 71.93 i115% [ Semi-Mo Def Comp I NIA I NIA NIA f 235.17 261.30 264.57 267.83 271.10 274.37 · 278.29 282.21 I � I I Steps Steps I Steps I Steps Steps Steps Step 6 +1.25% +2.5°/ct +3.75% +5% +6.5% +8% !Fireligher Paramedic Continuous Io+ Yrs I Ste I Step 2 Step 3 Ste 4 Step 5 . to+ Yrs 6th Yr 11th Yr 16th Yr 21st Yr 26th Yr 31st Yr I CPB with Ladder Truck& Boat Operator ____ Annual I NIA , NIA NIA I NIA NIA I 116.005.44 � 117,455.52, 118.905.60, 120,355.68 :_ _121,80�}§_ ____ _1�3.545.76[ 125.285.76 I I I I Monthly· NIA I _NIA__ _J__ NIA ___ L_ _ NIA I_ NIA I 9,667.12J 9.787 96 ___ 9.908.80J _____ _!Q.029.64! 10,150.48; 10,295.48 10.440.48 Semi-Monthl.tl__NIJ\ j NIA j NIA j NIA f NIA --r· --4,833.56( 4,893.98 4,954.40' 5,014.82; 5,075.24, 5.147.74 5.220.24 Non-ShiftHourlyj NIA I NIA I NIA j NIA I NIA f --55.77( 56.471 57.171 57.861 58.56l 59.40i 60.23 Non-Shift Overtime NIA I NIA I NIA I NIA I NIA I 83.66. 84.71 85.761 86.791 87.84 89.10· 90.35 Shift/Hourl_tl_ NIA I NIA I NIA I NIA I NIA I 45.171 45.74' 46.30[ ____ 46.87_.1_ ______ 42,_4il 48.111 48.79 Shift/Overtime! NIA I NIA L NIA T NIA -T--�N/A--� --67�761 -_686tl --�--62,45( 70.30( 71151 72 161 73.18 DocuSign Envelope ID: E370307C-DB07-440E-915A-9CA1AACB614E Schedule Average Shift Hours/Year: 2,568 Shift Hours Per Week: 49.39 APPENDIX A -IAFF SALARY SCHEDULE Detail Effective 1-1-22 to 12-31-22 5% General Wage Adjustment with 5.50°!. Deferred Comp 117% I Semi-MoDefComp NIA NIA NIA NIA I NIA I 265.85 269.17 272.49 275.821 279.14 283.13 287.11 I I I Step 5 Step 5 Step 5 Step 5 Step 5 Step 5 Step 5 100% +1.25% +2.5% +3.75% +So/o +6.5% +8% LPI Lieutenant (Shift) Step I Step 2 Step 3 Step 4 12 Months 6th Yr I Ith Yr 16th Yr 21st Yr 26th Yr 31st Yr (With Paramed ic Certificati on) I Annual NIA I NIA !NIA 107.082.00 I 118.980.00: 120.467.28' 121.954.56 123.441.84 124.929.12 126.713.76 128.498.40. I Monthly NIA I NIA NIA 8,923.50 9,915.001 10.038.94 10.162.88 10.286.82 10.410.76 10.559.48 10.708.20 j I Semi-Monthly NIA I NIA NIA 4.461.75: 4,957.50. 5.019.47 5.081.44 5.143.41 5.205.381 5.279.74'. 5.354.10 ! I Non-Shift Hourly NIA I NIA NIA 51.48 57.20. 57.92 58.63 59.35: 60.06 60.92, 61.78 I I Non-Shift Overtime NIA I NIA NIA 77.22 85.80 86.88 87.95 89.03 90.09 91.38 92.67 1 Shift/Hourlyj NIA NIA NIA 41.70 46.33 46.91 47.49 48.07 48.65 49.34 50.04 -Shift/Overtime NIA NIA NIA 62.55 69.50 70.37 71.24 72.10 72.97, 74.02 75.061 120% Semi-Mo Def Comp NIA NIA NIA 245.40 272.66 276.07 279.48 282.89 286.30 290.39 294.48 I 100% +1.25% +2.5% +3.75% +5% +6.5% +8% I I Step 5 Step 5 Step 5 Step 5 Step 5 Step 5 Step 5 L Tl Lieutenant (Non-Shift) Step I Step 2 I Step 3 Step 4 12 Months 6th Yr I Ith Yr 16th Yr 21st Yr 26th Yr 31st Yr Annual NIA NIA J NIA J NIA 119.971.44 121.471.20. 122.970.72 124.470.48 125.970.00 127.769.52 129.569.04 Monthly NIA ! NIA I NIA NIA 1 9,997.62 10.122.60 10.247.56 10.372.54_ 10.497.50_ 10,647.46 10.797.42_ I Semi-Monthly, NIA I NIA I NIA NIA I 4,998.81' 5.061.30 5.123.78 5,186 21· 5.248.75 5.323.73 5.398.71 · 1 Non-Shift Hourly NIA I NIA I NIA NIA I 57.68. 58.40 59.12 59.8( 60.56 61.43 62.29 < I Non-Shift Overtime NIA I NIA I NIA NIA I 86.52 87.60 88.68 89.76 90.84 92.15 93.44 Shift/Hourly NIA I NIA I NIA NIA I 46.72 I 47.30 47.89 48.47 49.05 49.75 50.46[ I Shift/Overtime NIA I NIA I NIA I NIA 70.08 70.95; 71.83 · 72. 70 73.581 74.63 1 75.68. 121% I Semi-Mo Def Comp NIA I NIA I NIA I NIA I 274.93 278.37 281.81 285.24 288.68 292.81 296.93 I 100% +1.2s% +2.so/o +3.75% +s% +6.so/o +8% I I I Step 5 Step 5 Step 5 Step 5 Step 5 Step 5 Step 5 MCI Medical Officer-Captain (Shift) Step I Stee..!_l�e1._I�� 12 Months 6th Yr I Ith Yr 16th Yr 21st Yr 26th Yr 31st Yr FCS Fire Ca ptain (Shift) Annual NIA I NIA NIA I NIA 122.946.00 124.482.72 126.019.68 127.556.40 129.093.36 130.937.52 132.781.68 Monthly· NIA I NIA NIA I NIA 10.245.50. 10.373.56 10.501.64 10.629.70: 10.757.78 10.911.46 11.065.14 I Semi-Monthly NIA I NIA NIA I NIA I 5,122.75 5.186.78 5.250.82 5.314.85 _ 5,378.89 5.455.73. 5.532.57 I Non-Shift Hourly1 NIA NIA NIA I NIA 59.11 59.85 60.59 61.33 62.06 62.95 63.84. I I Non-Shift Overtime NIA NIA NIA I NIA !88.67 89.78; 90.89 92.00 93.09; 94.43, 95.76, I Shift/Hourly NIA NIA NIA I NIA 1 47.881 48.47 49.07. 49.67. 50.27 50.99 51.71 -Shift/Overtime NIA NIA I NIA NIA I 71.81 72.71 73.61 74.51, 75.41 76.48 77.56 124% Semi-Mo Def Comp NIA NIA I NIA NIA I 281.75 285.27 288.80 292.32 295.84 300.07 ----304-.2-9--------1 I I I Step 5 Step 5 Step 5 Step 5 Step 5 Step 5 Step 5 I 100% +1.25% +2.5% +3.7So/o +5% +6.5% +8% FM I Fire Ma rsh al Captain (Non-Shift) Step I Step 2 Step 3 I Step 4 12 Months 6th Yr I Ith Yr 16th Yr 21st Yr 26th Yr 31st Yr MOI Medical Officer-Cpt (Non-Shift) Annual NIA I NIA I NIA NIA 128.895.12 130.506.24 132.117.60 133.728.72. 135,339.84 _ 137.273.28 139.206.72. Monthly NIA I NIA I NIA NIA I: 10.741.261. 10,875.52 11.009.80. 11.144.06 11.278.32 11.439.44 11.600.56 · 1 Semi-Monthly NIA I NIA I NIA NIA • 5,370.63 _ 5.437 76' 5,504.90 5,572.03 _ 5,639.16 5.719.72 5.800.28 I Non-Shift Hourly NIA I NIA I NIA NIA 61.97, 62.741 63.52 64.29 65.07 66.00, 66.93. I Non-Shift Overtime NIA I NIA I NIA NIA I 92.96, 94.11 95.28 96.44 97.61 99.00 100.40 I Shift/Hourly NIA I NIA I NIA I NIA I 50.19. 50.82: 51.45 52.08 52.701 53.46 54.21 Shift/Overtime NIA I NIA I NIA I NIA I 75.29 76.23 77.17 78.11 79.05 80.18 81.31 130% Semi-MoDefComp NIA NIA I NIA I NIA I 295.381 299.081 302.77! 306.46 310.151 314.581 319.02 I I I I I Step 5 Step 5 Step 5 Step 5 Step 5 Step 5 Step 5 I 100% +l.25% +2.5% +3.75% +5% +6.5% +8% BCI 1Battalion Chief(Shift) . Step I Step2 Step3 Step4 12Months I 6th Yr 11th Yr 16th Yr 21st Yr 26th Yr 31st Yr I Annual] NIA I NIA , NIA I NIA I 134.844.00' 136.529.52, 138.215.04 !39,900.56j 141.586.32 143.608.80 145.631.521 : Monthly! NIA NIA I NIA I NIA I 11,237.00 11.377.46 11.517.921 11.658.381 11.798.86 11.967.401 12.135.96_ Semi-Monthly' NIA NIA I NIA I NIA I 5,618.50 5,688.731 5.758.961 5.829.19 5.899.431 5,983.701 6,067.98. Non-Shift HourlyJ NIA NIA I NIA I NIA I 64.83 65.64 66.45 67.26) 68.01; 69.04 70.02\ Non-ShiftOvertimel NIA I NIA f NIA I NIA j 97.25 98.461 99.681 100.89' 102.111 103.561 105.031 I Shift/Hourly NIA I NIA I NIA I NIA I 52.51 53.171 53.821 54.481 55.131 55.921 56.71 I DocuSign Envelope ID: E370307C-DB07-440E-915A-9CA1AACB614E APPENDIX A -IAFF SALARY SCHEDULE Detail Effective 1-1-22 to 12-31-22 5% General Wage Adjustment with 5.50% DeJerred Comp Schedule Average Shift Hours/Year. 2,568 Shift Hours Per Week: 49.39 Shift/Overtime NIA NIA NIA NIA 78.76 79.75 80.73 81.72 82.70 83.88 85.071 1360/e Semi-Mo Def Comp NIA NIA NIA NIA 309.021 312.881 316.741 320.61 324.47 329.JO 333.74 Steps Step 5 Step 5 Step 5 Step 5 Step 5 Step 5 100% +1.25% +2.So/o +3.75% -+5% +6.5% +8% BNI Battalion Chief -Training (Non-Shift) Step I I Step 2 I Step3 Step4 I 12 Months 6th Yr 11th Yr 16th Yr 21st Yr 26th Yr 31st Yr Annual NIA I NIA I NIA NIA I 140,793.12 142,553.04. 144,312.96 146,072.88 147,832.80 149,944.56 152,056.56 Monthly! NIA I NIA I NIA NIA I I 1,732.76 I 1,879.42! 12,026.08 12,172.74 12,319.40 12,495.38 12,671.38 I 5,866.381 I Semi-Monthly NIA I NIA I NIA NIA I 5,939.71 6,013.04 6,086.37 6.159.70. 6,247.69 6,335.69 I Non-Shift Hourly'. NIA I NIA I NIA NIA I 67.69 68.54 69.38 70.23 71.07. 72.09 73.10 I Non-Shift Overtime NIA I NIA I NIA NIA I 101.54. 102.81 104.07 105.35 106.61. 108. 14 109.65 ' Shift/Hourly NIA I NIA I NIA NIA I 54.83 55.5J I 56.20 56.88 57.57 58.39 59.21 Shift/Overtime NIA NIA NIA NIA 82.24 83.27 84.29 85.32 86.35 87.58 88.82 142•1. Semi-Mo Def Comp NIA NIA NIA NIA 322.65 326.68. 330. 72 334.75 338.78 343.62 348.46 General Wage Adjustment 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 General Wage Adjustment is applied. General Wage Adjustment 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. DocuSign Envelope ID: E370307C-DB07-440E-915A-9CA1AACB614E