R05-152
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RESOLUTION R05- J5J...
A RESOLUTION OF THE CITY COMMISSION OF
THE CITY OF BOYNTON BEACH, FLORIDA,
RATIFYING THE AGREEMENT BETWEEN THE
CITY OF BOYNTON BEACH, FLORIDA AND THE
INTERNATIONAL ASSOCIATION OF
FIREFIGHTERS, LOCAL 1891 FOR THE PERIOD
OF OCTOBER 1, 2005 THROUGH SEPTEMBER 30,
2008, AND AUTHORIZING AND DIRECTING THE
MAYOR AND CITY CLERK TO EXECUTE THE
AGREEMENT; AND PROVIDING AN EFFECTIVE
DATE.
WHEREAS, the City of Boynton Beach and the International Association of
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Firefighters, Local 1891 have successfully concluded negotiations for a three (3) year
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contract; and
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WHEREAS, the Agreement was ratified by the Bargaining Unit of the Union;
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and
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WHEREAS, the City Commission of the City of Boynton Beach deems it to be in
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the best interests of the residents and citizens of the City to ratify the Agreement and
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execute the same; and
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NOW, THEREFORE, BE IT RESOLVED BY THE CITY COMMISSION
OF THE CITY OF BOYNTON BEACH, FLORIDA, THAT:
Section 1.
The foregoing "WHEREAS" clauses are true and correct and hereby
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ratified and confirmed by the City Commission.
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Section 2.
The City Commission of the City of Boynton Beach, Florida does
30 hereby ratify the Agreement between the City of Boynton Beach and the International
31 Association of Firefighters, Local 1891 for the period of October 1, 2005 through
32 September 30, 2008, and authorizing and directing the Mayor and City Clerk to execute
S:\CA\RESO\Agreements\CBA Ratifications\IAH 05-08.doc
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the Agreement, a copy of said agreement being attached hereto as Exhibit" A".
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Section 3.
This Resolution will become effective immediately upon passage.
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PASSED AND ADOPTED this t;lo day of September, 2005.
CITY OF BOYNTON BEACH, FLORIDA
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ATTEST:
S:\CA\RESO\Agreements\CBA Ratifications\!AFF OS-08.doc
K05-15~
Exh j 6 j r \' A 'f
October1, 2005 - September 30, 2008
COLLECTIVE BARGAINING AGREEMENT
BETWEEN
CITY OF BOYNTON BEACH, FLORIDA
AND
BOYNTON BEACH FIRE FIGHTERS AND PARAMEDICS, IAFF LOCAL 1891
OF THE
INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS, AFL-CIO, CLC
Ratified by Union
9~)5 ~
Ratified by Commission
Final
10/01/05
IAFF 'v<-
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Article
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Final
10/01/05
TABLE OF CONTENTS
Title PaQe
Preamble... ... ... ... '" ... '" ... ... ... ... '" ... '" ... .... 1
Recognition.................................................... 2
Discrimination................................................ 3
Payroll Deduction of Dues............................... 4
Union Business............................................... 5
Representation of the Union............................ 7
Representation of the City.............................. 8
Rules and Regulations.................................... 9
Hours of Work................................................ 10
Working Conditions............................. '" ... ..... 11
Uniforms and Safety Equipment...................... 12
Physical Exams & Immunizations.................... 15
Group Insurance/Drug-Free Workplace............ 17
Operator's Insurance...................................... 20
Wages... ... ...... ... ...... ... .................... ... ....... 21
Overtime and Call back............................ ..... 27
Exchange Time.................................. ... ... ... .... 28
Sick Leave.................................... . . . . . . . . . . . . . . . . 30
Compassionate Leave..................................... 34
Vacation...................................................... 35
Personal Time.............................................. 37
Holidays........................................................ 38
Court Time.................................................... 40
Working Out of Classification................. ... ... 42
Education...................................................... 43
Educational Incentive.......................... ... ... ... ...44
Medical Certification.......................... ... ... ... ....45
Licenses & Reg istration Fees.......................... 47
Seniority List................................................ 48
Vacancies and Promotions.............................. 50
Longevity............... ................................... 51
Bulletin Boards............................................... 52
Notification and Distribution........................ 53
Grievance Procedure................................... 54
Prevailing Rights.......................................... 57
Savings Clause.................................... ... ... '" 58
Appendices, Amendments & Additions......... 59
Successors................................................. 60
Compensatory Time... ... ,.. '" ... ... ...... '" ..... 61
Management Rights... ... ... ... ... ... ... ... '" .., ... 62
Supplemental Retirement Insurance........... 64
Duration 66
Signature Page.......................................... 67
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ADDENDA
ADDENDUM "A"
Post Accident
Drug and Alcohol
Testing Policy
Page 68
ADDENDUM "B"
Wages-2005-08
Page 71
ADDENDUM "c"
Tuition Refund
Program / Rules
Page 74
ADDENDUM "0"
Career Ladder and
Promotional Criteria
Page 82
PREAMBLE
Section 1. This Agreement is entered into by and between the City of Boynton
Beach, hereinafter referred to as the "City", and the Boynton Beach Fire Fighters
and Paramedics, IAFF Local 1891 , of the International Association of Fire
Fighters, hereinafter referred to as the "Union".
Section 2. It is the purpose of this Agreement to achieve and maintain
harmonious relations between the City and the Union; to provide for equitable
and peaceful adjustment of differences that may arise and to establish proper
standards of wages, hours and other conditions of employment.
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ARTICLE 1
RECOGNITION
Section 1. The City hereby recognizes the Union as the sole and exclusive
bargaining agent for all employees of the Fire Rescue Department except Chief
of the Department, Deputy Chiefs, Battalion Chiefs*, Fire Marshal, Assistant Fire
Marshal, Fire Inspectors, Staff Members hired under personal appointment
contracts, and clerical personnel.
*A Effective 10/01/07, rank of Battalion Chief will be recognized and covered
by this collective bargaining agreement, pending unit clarification from the Public
Employee Relations Commission (PERC).
Section 2. This recognition will be for the purpose of bargaining with the City
with respect to wages, hours of work, and all other terms and conditions of
employment.
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ARTICLE 2
DISCRIMINATION
The City agrees not to discriminate against any employee for his/her activity on
behalf of, or membership in, the Union.
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ARTICLE 3
PAYROLL DEDUCTION OF DUES
Section 1. The City agrees to deduct, once each pay period, dues and
assessments in an amount certified to be current by the Treasurer of the Union
from the pay of those employees who individually request in writing that such
deductions be made. The total amount of deductions shall be remitted each
month, by the City to the Treasurer of the Union. This authorization shall remain
in full force and effect during the term of this Agreement or for 30 days after
notification of the revocation of this authorization by the Union Treasurer. The
Union will pay for this service in the form of a lump sum payment of $100.00 per
contract year.
Section 2. Any employee may revoke his/her dues deduction by forwarding
their intentions to the Union Treasurer in writing. The Union Treasurer shall be
responsible for notifying the City's Finance Department of such revocation.
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ARTICLE 4
UNION BUSINESS
Section 1. UNION BUSINESS
Up to two officers of the Union or their designees shall be granted time off
without loss of pay to attend Union functions, not to exceed ten (10) shift days
per contract year, provided it does not affect the operation of the Fire Rescue
Department. Five of the ten shift days (24 hours) may be used in 2 to 12 hour
increments, provided the leave is approved by the Shift Commander.
Section 2. UNION TIME POOL
A. Between March 1 and March 15, 2003 and between September 1 and
September 15 of each subsequent year, bargaining unit members shall be
permitted to donate hours of accrued vacation or comp time to be banked and
subsequently used to permit designated union representatives to attend Union
functions. Donations to this Union Time Bank shall be made by any bargaining
unit member on a voluntary basis and on a designated submittal form. All
donated time will be calculated and banked on an hour-to-hour basis. An
accurate list of those employees donating to this time bank shall be maintained
by the Union, a copy of which will be provided to the Deputy Chief of Operations.
Only those employees donating time shall be eligible to work in the_absence of a
Union Representative who is benefiting from this article. It shall be the Union's
responsibility to coordinate with Management the provision of coverage and
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replacement of Union Representatives attending an approved}unction.
B. All requests to use this time are subject to daily staffing requirements and
must be approved by the Shift Commander. Up to two Union Representatives
may be allowed time off and each must follow departmental procedure when
applying for time off described in this section.
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ARTICLE 5
REPRESENTATION OF THE UNION
The membership of the Union shall be represented by the President of the Union
or by a person or persons designated in writing to the City Manager by the
President of the Union. The identification of representatives shall be made each
year prior to April 1. The President of the Union, or the person or persons
designated by said President shall have full authority to conclude a collective
bargaining agreement on behalf of the Union subject to a majority vote of those
bargaining unit members voting on the question of ratification. It is understood
that the Union representative or representatives are the official representatives of
the Union for the purpose of negotiating with the City. Such negotiations entered
into with persons other than those as defined herein, regardless of their position
of association with the union, shall be deemed unauthorized, and shall have no
weight or authority in committing or in any way obligating the Union. It shall be
the responsibility of the Union to notify the City Manager in writing of any change
in the designation of the President or any certified representative of the Union.
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ARTICLE 6
REPRESENTATION OF THE CITY
The City shall be represented by the City Manager or a person or persons
designated in writing to the Union by the City Manager. The person designated
shall have full authority to negotiate an agreement on behalf of the City. It is
understood that the City representative or representatives are the official
representatives of the City for the purpose of negotiating with the Union.
Negotiations entered into with persons other than those as defined herein,
regardless of their position or association with the City, shall be deemed
unauthorized and shall have no authority or weight in committing or in any way
obligating the City.
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ARTICLE 7
RULES AND REGULATIONS
Section 1. The Union agrees that its members shall comply with all Fire
Rescue Department rules and regulations, including those relating to conduct
and work performance.
Section 2. The City may adopt, change and modify rules and safety
regulations necessary for the safe, orderly and efficient operation of the Fire
Rescue Department as provided in this Article.
Section 3. A Committee on Rules and Regulations shall be established for the
Fire Rescue Department. This Committee shall be comprised of six (6)
members, three (3) appointed by the City and three (3) appointed by the Union.
This committee shall be charged with the duty of reviewing the published and
proposed Fire Rescue Rules and Regulations and issuing advisory opinions to
the Fire Chief. This Committee shall meet at least quarterly. Whenever the City
changes work rules or issues new work rules, the Committee will be given at
least fourteen (14) calendar day's prior notice, absent any emergency, before the
effective date.
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ARTICLE 8
HOURS OF WORK
Section 1. All employees covered under this Agreement presently working a
40-hour workweek shall be scheduled 40 hours per week upon agreement
between the Union and Fire Chief.
Section 2. All shift employees covered under this Agreement shall work a 48-
hour workweek, i.e., 24 hours on duty, 48 hours off duty with a 24-hour "Kelly
Day" off duty during the 21-day work schedule. The twenty-four (24) hours on
duty will be from 7:30 a.m. to 7:30 a.m. the following day.
Section 3. It is agreed that neither the Union nor the City will propose for
negotiations a reduction or increase in the 48-hour workweek for a period of time
corresponding to the term of this Agreement.
Section 4. Based upon the special needs of the service and the public, shift
employees may, voluntarily, on a temporary basis, be assigned by the Fire Chief
or his designee to a 40-hour work schedule in order to accomplish special
projects or special assignments.
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ARTICLE 9
WORKING CONDITIONS
Section 1. Fire Rescue personnel may be needed at any time to fight fires
and/or render emergency medical care. But, to do so effectively, they need to be
constantly prepared. The safety of our citizens depends as much on the fire
fighters' ability to maximize the effectiveness of their equipment, as it does on
the fire fighters' willingness to risk their lives to protect the lives and property of
others. They must be ready to respond immediately to an alarm. Continuous
training and equipment maintenance are required to ensure that the desired
optimum response effectiveness is attained.
Section 2. The Union pledges to support and participate in training, equipment
maintenance, fire prevention programs, emergency medical service programs,
and public education programs which have as their goal the increased efficiency
of the City's fire protection and emergency medical service.
Section 3. The City and the Union agree that employees will not be required to
perform any task not related to their normal job description, other than routine
station maintenance. Routine station maintenance shall be defined as any type
of maintenance that is done on a scheduled basis, such as window cleaning,
kitchens, living facilities, vehicles and safety equipment.
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ARTICLE 10
UNIFORMS AND SAFETY EQUIPMENT
Section 1. The City shall supply Fire Rescue Department personnel with
uniforms, on an as-needed basis, provided through the warehouse. The issue
will include - uniform shirts, uniform pants/shorts, jumpsuit, ball caps, T-shirts,
Last Resort Belt, shorts, work jackets, job shirts, and patches as needed.
Current placement of patches will apply. One (1) pair of boots or safety shoes
and one pair of dress shoes, on an as-needed basis, will be issued. Department
personnel will be provided with an option to purchase shoes or boots of their
choice, providing that the shoes/boots comply with department safety and
uniform guidelines and that a receipt be provided for reimbursement. The
amount to be reimbursed will not exceed $125.00, the difference borne by the
employee.
Uniforms may be acquired on an "as-needed" basis through "quarter-master"
system with the following being the general guidelines for quantities each fiscal
year:
2 ea. uniform shirts (Class A)
1 ea. Class A tie
1 ea. uniform pants (Class A)
1 ea. Jumpsuit
3 ea. Uniform pants/shorts (Class B) (EMS pants)
3 ea. polo shirts
1 ea. ball cap
1 ea. Lightweight waterproof shell jacket
1 ea. pair of approved black boots or safety shoes
1 ea. pair of dress (Class A) shoes
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2 ea. shorts
3 ea. T-shirts
2 ea. Long-sleeve tee shirts
1 ea. job shirts
1 ea. Last Resort belt with buckle
Wide-brimmed hat
Specialty patches as required
New employees shall receive the above listed allocation.
Section 2. The City shall provide members of the Technical Rescue Team the
following specialized uniform components and safety equipment.
A. Dark navy blue mil-spec BDU pants constructed from 65%
polyester/35% cotton Rip-Stop material. Technical Rescue Team
members will receive 2 pair of the above BDU pants and 2 pair of
standard EMS pants.
B. One long sleeve extra-heavy duty Nomex jump suit with extra
velcro or zipper closing pockets, reinforced knees and elbows and
reflective tape.
Section 3. All fire fighting safety equipment, as determined by Fire Rescue
Department regulations shall be furnished by the City. The title to such
equipment shall remain with the City. If standards of fire fighting safety
equipment change, upon replacement of existing equipment, the replacement
equipment will be National Fire Protection Association (NFPA) recommended. If
the Fire Fighter needs a replacement of fire fighting safety equipment, he/she
shall submit such request in writing through the chain of command. The Fire
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Rescue Department Safety Officer shall make a determination as to the
appropriateness of such replacement. Once it is determined that a replacement
is needed, the City shall have a maximum of four (4) weeks to replace the item,
unless extenuating circumstances exist. The City shall notify the employee of
the extenuating circumstances and of the approximate time the replacement item
will arrive.
Section 4. The City shall arrange for the repair or replacement of an
employee's uniform, work clothing, prescription optical aids, watches or dentures
which become damaged or lost, through no fault of the employee, while the
employee is performing firefighting/ rescue duties, responding to emergency
operations or when conducting training functions scheduled by the department.
The City shall be exempt from payment for those amounts that are paid by
Workers' Compensation. The request for repair or replacement must be
submitted within three (3) months from the date of the occurrence.
Section 5. Personnel may be responsible for expenses incurred in replacing
lost, misplaced or damaged safety gear and clothing due to personal negligence,
or intentional misuse, subject to review and recommendation to the Fire Chief by
the Labor Management Team.
Section 6. All Fire Rescue Department issued uniforms and equipment will be
used exclusively while on duty or at scheduled departmental sanctioned events
as determined by the Fire Chief.
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ARTICLE 11
PHYSICAL EXAMS & IMMUNIZATION
Section 1
A. The City shall provide a thorough physical examination, for each
permanent member of the Fire Rescue Department. The exam will be conducted
in accordance with N.F.P.A. 1582. Appointments for those examinations will be
made by the Fire Rescue Department administration and will correspond with the
employee's on-duty time.
B. It is the responsibility of the employee to ensure that the physical exam,
as noted in Section 'A", and all necessary follow-up testing be completed in a
timely manner, as scheduled. Failure to do so, due to the importance of
certification of fitness for duty, will result in the employee being placed in an
unpaid leave status until such time as the full exam process is completed.
Employees will be given opportunities to schedule appointments and/or
associated medical tests while on duty.
Section 2. The City shall provide for any immunizations or medical treatment
as needed for protection from cuts or exposure to disease suffered in the line of
duty.
Section 3. Immunization
A. The City shall provide an immunization schedule during the life of
this Agreement for all members as a means of protection from the
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following:
B. Hepatitis - Type B: Members who refuse to be immunized for
Hepatitis Type B and who later contract that disease shall not be
presumed to have contracted the disease while on duty.
C. Hepatitis - Type A: Offered to members of specialized teams
involved with a high risk of exposure (i.e. Dive Rescue, USAR,
Confined Space), as defined in N.F.P.A. 1582.
Members who refuse to be immunized for Hepatitis Type A and
who later contract that disease shall not be presumed to have
contracted the disease while on duty.
D. The City shall offer flu shots for all members as a means of
protection from contracting the flu while working during flu season.
Section 4. It shall be mandatory for the City to notify the employee when
documentation exists that the employee was significantly exposed to a
communicable disease in the line of duty only after such documentation is
brought to the attention of the City. If an employee contracts a communicable
disease as listed in Section 112.181 of the Florida Statutes, then it shall be
presumed that the employee contracted that disease while on duty, except as
stated in Article 11, Section 3-A and 3-B.
Record keeping and notification of known exposures shall be as required by
Chapter 112.181 Florida Statutes (Ch. 95-286,1995).
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GROUP INSURANCE
Section 1.
A. Medical Insurance: The employee cost of all insurance premiums for the
City's principal medical insurance shall be borne by the City. Types of coverage
currently in effect shall not be reduced. All policies shall be reviewed annually
and modifications to the insurance plans may be made which benefit both the
City and the employees.
B. If the Union determines that it can provide more economical coverage
than the City's principal medical insurance, the union may bargain for a dollar
amount per bargaining unit member to be applied to insurance secured through
the Union. The City agrees to re-open this section for negotiations at the
discretion of the Union during the term of this contract. The Union will provide a
minimum of thirty (30) days notice if it intends to exercise its right to re-open this
section for negotiation.
Section 2. Life Insurance: Members of the bargaining unit shall be covered by
the same $10,000 term life and accidental death policy provided by the City to all
employees. Members of the bargaining unit shall also be provided with an
additional $25,000 term life and accidental death policy with the premium paid by
the City.
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Section 3. Dental Insurance: The City will pay the premium for the
employees and $7.00 per month of the premium for dependent family coverage.
Section 4. Fiscal Responsibilitv. Both the City and the Union understand that the
costs associated with providing additional benefits for employees have
significantly increased over the past several years. It is the intent of the City and
the Union to work together in order to find acceptable ways to reduce the City's
expenses associated with providing additional benefits for employees.
Section 5
A. DruQ-Free Workplace. Both the City and the Union recognize that
substance abuse is a widespread problem within our society. The Union will
assist Fire Rescue Department employees in obtaining assistance and
treatment, if alcohol and/or substance abuse are apparent. The Union endorses
the Drug Free Workplace Policy of the City of Boynton Beach, and will cooperate
fully with the City to continue with the implementation and enforcement of the
policy.
B. The policy and procedures for Post Accident Drug and Alcohol testing is in
effect and outlined in the attached Addendum "A".
Section 6. The City agrees, that for a full-time firefighter who is killed in the
line of duty as per F.S.S. 112.191 (2)(f) or suffers a catastrophic injury, as
defined in F.S.S. 440.02(37) and provided for in F.S.S. 112.191 (2)(g), or
partially or totally disabled as provided for in F.S.S. 112.18, the City shall pay the
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entire premium for the employer's health insurance plan for the injured
employee, the injured employee's spouse, and for each dependent child of the
injured employee until the child reaches the age of majority or until the end of the
calendar year in which the child reaches the age of 25 if the child continues to be
dependent for support, or the child is a full-time or part-time student and is
dependent for support. The term "health insurance plan" does not include
supplemental benefits that are not part of the basic group health insurance plan.
If the injured employee subsequently dies, the employer shall continue to pay
the entire health insurance premium for the surviving spouse until remarried, and
for the dependent children under the conditions outlined in this paragraph.
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ARTICLE 13
OPERATOR'S INSURANCE
Section 1. The City shall defend and hold harmless any employee covered by
this Agreement, except any employee under the influence of alcohol, habit
forming drugs, or malicious driving, who is sued as a result of any accident while
on duty using City equipment.
Section 2. The City shall not assign any voluntary off-duty services from
bargaining unit employees where such service(s) will involve any direct duty
related work such as firefighting or emergency medical services. This Article
does not prohibit employees from volunteering their off-duty time to participate in
events which have, as their ultimate goal, activities such as public education or
public relations for the Fire Rescue Department, provided however that such
volunteer service does not waive an employee's coverage under the provisions
of Section 1 of this Article.
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ARTICLE 14
WAGES
Section 1 A. Effective October 1, 2005, the salary ranges for the job classifications covered by
this Agreement are as follows.
SHIFT EMPLOYEES
Pay Hours Hourly Annual Hourly Annual Hourly Annual
Grade Week Minimum Minimum Midpoint Midpoint Maximum Maximum
Firefighter Prob 14P 48 $14.7330 $36,771.96
Firefi hter 1 14 48 $15.4690 $38,610.56 $19.7540 $49,304.11 $23.9980 $59,897.65
Firefi hter 2 15 48 $16.2430 $40,541.09 $20.7020 $51,671.81 $25.1980 $62,892.53
Firefi hter 3 18 48 $17.0550 $42,568.14 $21.7560 $54,302.65 $26.4580 $66,037.16
Lieutenant 23 48 $18.4840 $46,135.35 $25.0490 $62,521.23 $31.6140 $78,907.11
Ca tain 26 48 $19.4080 $48,442.12 $26.3010 $65,647.29 $33.1940 $82,852.47
Battalion Chief 28 48 $20.3790 $50,864.23 $27,6160 $68,929.66 $34.8540 $86,995.09
Paramedic
Technical Rescue
CERTIFICATION INCENTIVE PAY
$3.00 Over Hourly Base Rate ($7,488.00 annual rate)
$0.48 Over Hourly Base Rate ($1,198.08 annual rate)
NON-SHIFT EMPLOYEES
Pay Hours Hourly Annual
Grade Week Minimum Minimum
Hourly Annual
Midpoint Midpoint
Hourly Annual
Maximum Maximum
FirefiQhter Prob 14P 40 .' $17.6790 $36,771.96 <'
Firefiqhter 1 14 40 ,'.. $18.5630 $38,610.56 $23.7040 $49,304.11 $28.7970 $59,897.65
Firefighter 2 15 40 i. $19.4910 $40,541.09 $24.8430 $51,671.81 .........'",... $30.2400 $62,892.53
Firefiqhter 3 18 40 $20.4660 $42,568.14 .,...'......,. $26.1070 $54,302.65 $31.7490 $66,037.16
Lieutenant 23 40 $22. 181 0 $46,135.35 $30.0590 $62,521.23 " $37.9370 $78,907.11
Captain 26 40 $23.2900 $48,442.12 " $31.5620 $65,647.29 ....... $39.8330 $82,852.47
Battalion Chief 28 40 $24.4540 $50,864.23 .'. $33.1400 $68,929.66 ...' $41.8250 $86,995.09
Paramedic
Technical Rescue
CERTIFICATION INCENTIVE PAY
$3.60 Over Hourly Base Rate ($7,488.00 annual rate)
$0.576 Over Hourly Base Rate ((1,198.08 annual rate)
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Section 1 B. Effective October 1, 2006, the salary ranges for the job classifications covered by this
Agreement are as follows.
SHIFT EMPLOYEES
Pay Hours Hourly Annual Hourly Annual Hourly Annual
Grade Week Minimum Minimum Midpoint Midpoint Maximum Maximum
Firefi hter Prob 14P 48 $15.3000 $38,186.96
Firefi hter 1 14 48 $16.0650 $40,096.31 $20.4930 $51,149.43 $24.9210 $62,202.54
Firefi hter 2 15 48 $16.8680 $42,101.13 $21.5180 $53,706.90 $26.1670 $65,312.66
Firefi hter 3 18 48 $17.7110 $44,206.18 $22.5930 $56,392.22 $27.4760 $68,578.30
Lieutenant 23 48 $19.1950 $47,910.66 $26.0130 $64,927.08 $32.8300 $81,943.49
Ca tain 26 48 $20.1550 $50,306.19 $27.3130 $68,173.10 $34.4720 $86,040.66
Battalion Chief 28 48 $21.1630 $52,821.50 $28.6790 $71,582.10 $36.1950 $90.342.69
CERTIFICATION INCENTIVE PAY
Paramedic $3.00 Over Hourly Base Rate ($7,488.00 annual rate)
Technical Rescue $0.48 Over Hourly Base Rate ($1,198.08 annual rate)
NON-SHIFT EMPLOYEES
Pay Hours Hourly Annual Hourly Annual Hourly Annual
Grade Week Minimum Minimum Midpoint Midpoint Maximum Maximum
Firefi hter Prob 14P 40 $18.3600 $38,186.96
Firefi hter 1 14 40 $19.2770 $40,096.31 $24.5910 $51,149.43 $29.9050 $62,202.54
Firefi hter 2 15 40 $20.2410 $42,101.13 $25.5530 $53,706.90 $31.4010 $65,312.66
Firefi hter 3 18 40 $21.2530 $44,206.18 $27.1120 $56,392.22 $32.9710 $68,578.30
Lieutenant 23 40 $23.1340 $47,910.66 $31.2150 $64,927.08 $39.3960 $81,943.49
Ca tain 26 40 $24.1860 $50,306.19 $32.7760 $68,173.10 $41.3660 $86,040.66
Battalion Chief 28 40 $25.3950 $52,821.50 $34.4150 $71,582.10 $43.4340 $90.342.69
CERTIFICATION INCENTIVE PAY
Paramedic $3.60 Over Hourly Base Rate ($7,488.00 annual rate)
Technical Rescue $0.576 Over Hourly Base Rate ((1,198.08 annual rate)
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Section 1 C. Effective October 1, 2007, the salary ranges for the job classifications covered by this
Agreement are as follows.
SHIFT EMPLOYEES
Pay Hours Hourly Annual Hourly Annual Hourly Annual
Grade Week Minimum Minimum Midpoint Midpoint Maximum Maximum
Firefi hter Prob 14P 48 $16.0070 $39,951.96
Firefi hter 1 14 48 $16.8070 $41,949.56 $21.4440 $53,513.55 $26.0730 $65,077.54
Firefi hter 2 15 48 $17.6470 $44,047.04 $22.5120 $56,189.23 $27.3770 i $68,331.41
Firefi hter 3 18 48 $18.5300 $46,249.39 $23.6380 $58,998.85 $28.7460 $71,747.98
Lieutenant 23 48 $20.0830 $50,125.09 $27.2150 $67,928.41 $34.3480 $85,730.91
Ca tain 26 48 $21.0870 $52,631.34 $28.5760 $71,324.40 $36.0650 $90,017.46
Battalion Chief 28 48 $22.1410 $55,262.91 $30.0050 $74,890.62 $37.8680 $94,518.33
CERTIFICATION INCENTIVE PAY
Paramedic $3.25 Over Hourly Base Rate ($8,112.00 annual rate)
Technical Rescue $0.48 Over Hourly Base Rate ($1,198.08 annual rate)
NON-SHIFT EMPLOYEES
Pay Hours Hourly Annual Hourly Annual Hourly Annual
Grade Week Minimum Minimum Midpoint Midpoint Maximum Maximum
Firefi hter Prob 14P 40 $19.2080 $39,951.96
Firefi hter 1 14 40 $20.1680 $41,949.56 $25.7280 $53,513.55 $31.2880 $65,077.54
Firefi hter 2 15 40 $21.1770 $44,047.04 $27.0140 $56,189.23 $32.8520 $68,331.41
Firefi hter 3 18 40 $22.2360 $46,249.39 $28.3650 $58,998.85 $34.4950 $71,747.98
Lieutenant 23 40 $24.0990 $50,125.09 $32.6580 $67,928.41 $41.2170 $85,730.91
Ca tain 26 40 $25.3040 $52,631.34 $34.2910 $71,324.40 $43.2780 $90,017.46
Battalion Chief 28 40 $26.5690 $55,262.91 $36.0060 $74,890.62 $45.4420 $94,518.33
CERTIFICATION INCENTIVE PAY
Paramedic $3.90 Over Hourly Base Rate ($8,112.00 annual rate)
Technical Rescue $0.576 Over Hourly Base Rate ((1,198.08 annual rate)
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Section 2.
A. Effective October 1,2005, October 1,2006 and October 1,2007 each
member of the bargaining unit shall receive a wage adjustment consistent with
the increase in pay ranges identified in Section 1 (A, B, and C).
B. Effective April 1 , 2006, April 1 , 2007, and April 1 , 2008, a wage
adjustment of up to 5% will be provided based on performance appraisal,
unless the employee has reached their maximum salary cap, as noted in
Section 1. Employees who reach and exceed the maximum salary cap shall
receive no base-wage adjustment, but will receive a lump sum payment equal
to the amount they would receive based on the criteria included herein. This
lump sum payment shall be considered a_salary disbursement included in W-2
holdings for the purpose of pension calculations.
C. The table in Addendum liB" will be used as an administrative guide to
wage adjustments and wage increases at annual evaluations and/or
promotions through the ranks.
Section 3.
A. In the event an employee receives a less than satisfactory performance
evaluation during any annual evaluation period, that employee shall not be
eligible for a wage adjustment. Instead, the employee's wage adjustment shall
be delayed for a period of ninety (90) days, at which time the employee will be
re-evaluated. In the event an employee receives a satisfactory or greater
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performance evaluation, then that employee shall be granted the wage
adjustment on the first full payroll after the completion of ninety (90) days. The
employee's denial of a wage adjustment shall continue in ninety (90) day
increments each time an employee receives a less than satisfactory
performance evaluation.
B. In the event an employee has five (5) or more occasions of use of sick
leave during any annual evaluation period, that employee shall not be eligible
for a wage adjustment. Instead, the employee's wage adjustment shall be
delayed for a period of ninety (90) days, during which it will be determined if the
employee has had more occasions of use of sick leave. In the event an
employee does not have an additional occasion of use of sick leave, then that
employee shall be granted the wage adjustment on the first full payroll after the
completion of ninety (90) days. The employee's denial of a wage adjustment
shall continue in ninety (90) day increments each time an employee has one or
more additional occasions of use of sick leave.
Section 4
Employees at, or above, the maximum of their respective range, upon
ratification of this agreement and with consideration to Article 26, Section 3,
Medical Certification, will remain at their current salary, and will receive a wage
adjustment in the form of a lump sum payment equal to the amount they would
receive based on the criteria included herein. This lump sum payment shall be
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considered a salary disbursement included in W-2 holdings for the purpose of
pension calculations.
Section 5.
Any changes in the performance appraisal instrument will be made by the
Labor Management Team.
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ARTICLE 15
OVERTIME AND CALL BACK
Section 1. Call Back: Call back is defined as any time an employee is
called into work when the employee is off duty, or when the work time is not
contiguous with the employee's assigned shift. In the event of call back, the
employee shall be paid for the actual time worked but not less than two (2) hours
at a rate of pay one and one-half (1 1/2) times the employee's hourly rate
inclusive of Certification Incentive Pay. The procedure for "Call-Back" will be in
accordance with Labor/Management Team guidelines. The Chief can waive the
above provisions if he/she believes the situation warrant.
Section 2. Overtime: Overtime is defined as any time an employee is
required to stay longer than his/her assigned 24-hour shift by his/her supervisor.
Overtime shall be paid at the rate of one and one-half (1 1/2) times the
employee's hourly rate inclusive of Certification Incentive Pay. Employees who
are in a duty status less than ten (10) minutes either before their shift or after
their shift will not be eligible for overtime pay. Employees who are in duty status
for ten (10) minutes or more either before their shift or after their shift must be so
only with their supervisor's approval in order to be eligible for overtime pay at the
overtime rate.
Section 3. Employees who are renewing certificates, or who are attending
classes not required by the Chief or his/her designee, will not be compensated.
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ARTICLE 16
EXCHANGE TIME
Section 1.
A. Employees covered by this Agreement may exchange their working
shift or shifts and exchange their off-duty day or days with other
employees. The shift officers of the employees who are exchanging
time, shall not permit the exchange if it affects the normal operation of
work, if call back is required, or if step-up pay is required. Exchange
time shall require at least twenty-four (24) hours notice to the Shift
Commander except in the event of an emergency to the employee
when the exchange of that employee does not affect the normal
operation of that shift(s).
B. Shift exchanges submitted prior to eight weeks (56 days) in advance
will be tentatively approved. Upon 56 days in advance of the
scheduled shift exchange, the exchange will automatically receive final
approval unless the employee has been notified of a necessary
cancellation. Any cancellation of a shift exchange will be in writing and
received by the affected employee prior to the 56-day time frame.
Section 2. For the purposes of this article, the ranks of Firefighter 1, Firefighter 2
and Firefighter 3 shall be referred to as "Firefighters" and Lieutenants and
Captains shall be referred to as "Officers". Firefighters may only exchange time
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with other firefighters, and officers may only exchange time with other officers,
with the only exception being that Firefighter 3's may also exchange time with
Lieutenants.
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ARTICLE 17
SICK LEAVE
Section 1. Any employee incurring a non-duty sickness or disability shall
receive sick leave with full pay provided the employee has accumulated hours.
Employees covered under this Agreement shall be allowed twelve hours of sick
leave per each month of service from their first day of employment, and shall
continue to do so as long as they are employed. Unlimited accumulation of sick
leave is authorized. Employees who have more than two hundred forty (240)
hours of sick leave as of April 1 of the current year, may request to transfer, no
later than April 1 S\ up to one hundred (100) sick leave hours to vacation leave
hours provided that accumulated sick hours shall not drop below 240 hours as a
result of the transfer. Transfer of this time will be credited to the employee's
vacation bank during the month of April.
Section 2. Upon termination or retirement, unused sick leave shall be
compensated at the rate of one-half (1/2) the total number of hours accumulated.
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Section 3. For every consecutive six-month period elapsing since the
employee's last sick occurrence, shift employees shall receive 24 hours vacation
time and 40-hour employees shall receive 16 hours vacation time. The
employee shall be responsible for requesting within sixty (60) days of the end of
the six-month period so that the time can be added to his/her vacation.
Section 4. Employees covered under this Agreement will be required to
provide a doctor's certificate which will include the date the employee was
examined, the date he/she is medically cleared to return to work and under what
restrictions the employee may return to regular and/or light duty if they are
absent and take sick leave for more than two (2) continuous full shift days.
Section 5. SharinQ Sick Leave
A. It shall be the policy of the City to permit an employee the
opportunity of donating accrued sick leave time to a designated
employee whenever extraordinary circumstances require the
designated employee to be absent from work for a lengthy period
of time, and when the employee has exhausted all accrued
sick/vacation time.
B. Extraordinary circumstances shall be defined as lengthy
hospitalization, critical illness, or injury.
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C. When there appears to be a need to share sick leave in
accordance with this Section, the Union Steward will prepare a list
of bargaining unit members who are willing to contribute sick leave
hours, confirmed through the Finance Department that the hours
are available and submit the list to the Human Resources Office for
proper charge to sick leave records. Time used will be used in the
order listed on the appropriate form supplied by the Union Steward.
D. Any donated sick time will not reflect as sick time taken by the
employee; therefore, donated sick leave will not be counted against
an employee's sick leave record.
Section 6. Employees who call in sick, may return to work during the
remainder of their shift if they feel capable of performing their work duties. An
employee who returns to work after calling in sick, must use a minimum
increment of 12 hours of sick leave before they may return to work.
Employees who leave work during shift due to illness must remain out for the
remainder of the shift.
Section 7. LiQht Dutv. Employees may return to work with a Light Duty
Certificate and/or a letter completed as set forth in Section 4 of this Article from
their physician, provided there is work available within the Department, and that
work would comply with the doctor's requirements. Availability of light duty
assignments will be determined by the Fire Chief.
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Section 8. Permanent employees that have exhausted their accumulated sick
leave and are still unable to return to work may draw against their annual leave
account (vacation time). Such request must be made to the Fire Chief by the
employee, who in turn must notify the Human Resources Director on the
appropriate form.
Section 9. No more than five (5) working days, or forty (40) hours, whichever
is greater, in any calendar year, may be taken for forty (40) hour employees, and
two (2) shift days for shift employees, as sick leave because of illness within the
immediate family. In the case of a prolonged, serious illness within the family, an
employee may be approved for additional family sick leave only if authorized by
the Fire Chief, the Human Resources Director, and the City Manager. For the
purpose of this Section, a doctor's letter must be submitted and the "immediate
family" shall consist of the employee's spouse, parents, children, or any family
member residing with the employee for which the employee is the primary care
giver. Employees requesting this family sick provision for other than the
immediate family shall provide Administration with verifiable proof of primary care
giver status prior to the use of this provision.
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ARTICLE 18
COMPASSIONATE LEAVE
Section 1. In the event of the death of a family member of an employee, the
employee shall be granted one (1) shift day leave on a day of the employee's
choosing within two (2) weeks of the death. The employee shall be granted two
(2) consecutive shift days leave on the days of the employee's choosing within
two weeks of the death, if out of state travel for interment is required. "Family
member" is defined as the employee's spouse, mother, father, stepfather,
stepmother, foster parents, foster child, stepchild, mother-in-law, father-in-law,
brother-in-law, sister-in-law, grandparents, spouse's grandparents,
grandchildren, brother, sister, son or daughter. Verification of the death must be
supplied to the City Human Resources Office.
Section 2. Employees benefiting from this article are responsible for providing a
verifiable written notice of death (i.e. obituary or copy of death certificate), to the
fire department payroll clerk, within 30 business days of the last date of
compassionate leave. Failure to do so will result in the rescission of previously
paid leave, providing due process is followed with regard to disciplinary action.:.
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ARTICLE 19
VACATION
Section 1. The following plan outlines the vacation leave policy for both the
40-hour employees and the Fire Rescue Department shift (48-hour) employees.
Vacations will be picked on a seniority basis and can be taken in increments of
12 or 24 hours, one shift at a time.
Section 2.
Each employee shall earn vacation leave, accumulated in hours,
for each full year of continuous service as outlined below. Employees on initial
one-year probation are not eligible to take vacation for the first six months.
Vacation will be accrued in accordance with the following schedule:
Vacation Accrual Policy (40-hour work-week)
Years of Service
DOE until First Anniversary
BeQinninQ of 2nd year until Fourth Anniversary
BeQinninQ of 5th year until EiQhth Anniversary
BeQinning of 9th ~ear until Eleventh Anniversary
BeQinninq of 1 i year until Fifteenth Anniversary
BeQinninQ of 16th year until Twentieth Anniversary
BeQinninQ of 21 5t year and thereafter
Vacation Days
12
15
18
20
22
24
25
Vacation Accrual Policy (48-hour work-week)
Years of Service
DOE until First Anniversary
BeQinninQ of 2nd year until Fourth Anniversary
BeginninQ of 5th year until Eighth Anniversary
BeginninQ of 9th ~ear until Eleventh Anniversary
BeQinninQ of 1 i year until Fifteenth Anniversary
BeginninQ of 16th year and after
Vacation Days
5
6
7
8
9
10
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Vacation Hours
96
120
144
160
176
192
200
Vacation Hours
120
144
168
192
216
240
In computing vacation leave earned, no increments will accrue for any pay week
that includes three or more days of leave of absence without pay. For uniformed
members of the Fire Rescue Department no increments will accrue for any three-
week pay period that includes four or more days of leave of absence without pay.
Employees may accrue vacation leave to a maximum of the leave earned in the
most recent two employment years, and, in addition, will include hours earned as
referenced in Article 17, Sick Leave, Section 3.
Section 3. For special "one time" kind of events, employees will be allowed to
accumulate more than two years earned accrued vacation with the prior approval
of the Chief. Such approval must be received at a time prior to the two (2) year
maximum accrual that is equal to the extra accrual that is requested. Maximum
accrual will be limited to three (3) years earned vacation. Example: An employee
may accrue 12 shift days in two years. The employee requests two additional
days beyond the maximum. The employee must submit his/her request for the
two additional days four months prior to his/her 12-shift day maximum for
approval to extend the 12 days to 14.
Section 4. Personnel requesting vacation time on the same day will not be
approved if the issuing of the vacation time results in call back.
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ARTICLE 20
PERSONAL TIME
Section 1. Any employee covered by this Agreement shall be able to use
his/her vacation time, or compensatory time in two (2) to twelve (12) hour
increments, for personal reasons while on duty.
Section 2. This privilege shall be available only when such use will not be
detrimental to the efficient/normal operation of the Fire Rescue Department as
determined by the Chief or his/her designee.
Section 3. Efficient/normal operating levels shall be determined by minimum
staffing as determined by the Fire Chief.
Section 4. Seniority will not be a factor in granting personal time. No
grievance procedures will be available to any employee regarding this Section.
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ARTICLE 21
HOLIDAYS
Section 1. The following days shall be considered holidays: New Year's Day,
Martin Luther King Jr. Day, Washington's Birthday, Memorial Day, Independence
Day, Labor Day, Veteran's Day, Thanksgiving Day and the Friday that follows
Thanksgiving, Christmas Day and Christmas Eve. Any additional holidays
declared by the City shall be added to the above list. Any employee covered by
this Agreement, in pay status, at the time the holiday occurs, if assigned to a 24-
hour shift, shall receive 12-hours pay for each holiday. Forty-hour employees will
follow the holiday schedule for all non-union employees.
Section 2. If an employee covered by this Agreement wishes, the employee
may receive the above (Section 1) holiday pay, (with the exception of Labor Day
which will be paid as a regular holiday), at straight time in one lump sum on the
last pay period in August of each year. The individual employee will sign and
have in the Finance Department, the first week of the current contract, a form as
follows:
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I, , hereby authorize the City to withhold
my holiday pay until the last pay period in August, with all proper
withholdings taken out. I understand that at no time during this
period under any circumstances, except if I am no longer covered
under the bargaining unit, will I request my monies until the last
week of August.
Newly hired employees to the Fire Rescue Department shall have one week
from date of employment to sign up for the holiday pay option. The holiday pay
will be based on the number of holidays remaining in the contract year.
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ARTICLE 22
COURT TIME
Section 1. Any employee covered by this Agreement who is summoned or
subpoenaed to appear in a court of law, while off duty, as a result of his/her
employment as a member of the Fire Rescue Department, will be paid for his/her
court time at the rate of one and one-half (1 1/2) times his/her current hourly
rate, excluding travel time, provided the Fire Chief is given prior notification so
that the Chief has the opportunity to schedule such appearance during regular
duty hours. The employee will receive a minimum of three (3) hours pay, and
the employee shall return all fees received from the Court to the City. Should
such summons or subpoena require the employee to appear on a day that they
are on duty, then the pay of this Section shall be waived by the employee.
Section 2. Any employee covered by this Agreement who is required by a
court of law to appear for jury duty during a day when they are on duty, shall
return all fees received from the court to the City, excluding travel expenses.
The employee shall notify the Fire Chief upon receipt of a summons for jury duty.
Section 3. An employee who has been instructed to remain on standby for
court appearance purposes during the employee's off-duty hours shall be paid
one-half the straight time hourly rate for each hour on standby up to a maximum
of eight (8) hours of standby duty in anyone day. A minimum payment of one
(1) hour straight time shall be paid for all standby assignments. When an
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employee is required to standby for eight (8) hours, the employee shall receive
four (4) hours plus one (1) additional hour at straight time. If an employee does
go to court he will be paid for the court time indicated in Section 1 and not
receive any standby time pay.
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ARTICLE 23
WORKING OUT OF CLASSIFICATION
Section 1. Any employee covered by this Agreement, who is assigned the
duties and/or responsibilities of a range above his/her current classification in the
absence of their direct supervisor, shall be compensated for holding that higher
position at a rate of pay equivalent to five percent (5%) for each rank worked out
of class, except when assigned as a Lieutenant in which case the FF3 shall be
compensated for holding that higher position at a rate of pay equivalent to eight
percent (8%). When assigned, the employee shall accept the duties and
responsibilities of the position. The internal ranking of Fire Fighter 1, 2, and 3
shall be considered as one classification (Fire Fighter) only for purposes of this
Article.
Section 2. Higher classification assignment shall, with the Chiefs discretion as
to ability, be made on a rotating basis in order to afford all employees an equal
opportunity to gain experience in the next higher position. The Chief, or
designee shall make official notification to the acting party. This notification shall
be logged as part of daily permanent records.
Section 3. Assignments will not be changed so as to intentionally avoid payment.
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ARTICLE 24
EDUCATION
Section 1. All employees covered by this Agreement shall be permitted to
attend schools or classes while on duty, using personal time as defined in Article
20, for the purpose of obtaining the education required for advancement or the
updating of skills and knowledge, provided that such leave will not reduce the
manpower of any shift below acceptable limits or result in overtime, as
determined by the Shift Commander. Such leave will be on a rotating basis.
Section 2. The City shall pay, upon completion of classes, in accordance with
the Boynton Beach Fire Rescue Department Tuition Refund Program, attached
as Addendum "C".
Section 3. The City shall provide an opportunity for sending members of the
Fire Rescue Department covered by this Agreement, not to exceed funds
established in the City budget, to approved out-of-town training classes. A list of
classes shall be posted so each employee will have the opportunity to request
the class or classes of his/her choice. Those attending shall be entitled to travel
pay in accordance with City policy.
Section 4. Employees will be allowed to use on-duty time, without loss of
vacation time, for classes necessary to remain certified in their current
classification, or for classes required by the City.
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ARTICLE 25
EDUCATIONAL INCENTIVE
Section 1. Fire Rescue Department Employees covered by this Agreement
will be eligible for a monthly education incentive payment not to exceed the
supplemental compensation limits set forth in applicable Florida Statute
(currently FSS 633.382) and the corresponding regulations in the Florida
Administrative Code.
Section 2. Effective 10/01/07, the City will match the incentive payment as
currently provided in Section 1.
Section 3. Effective 10/01/07, in the event that the incentive payment, as
referenced in Section 1, is discontinued or adjusted for any reason, the City's
contribution will not change and will remain consistent with the amount originally
provided on 1 % 1/07.
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ARTICLE 26
MEDICAL CERTIFICATION
Section 1.
A. Employees holding a valid and current Paramedic certificate in
accordance with the Florida Statutes and who perform active Paramedic
duties as assigned by the Fire Chief and Medical Director will receive
$7,488.00 per year. This amount will equate to an hourly rate of $3.00 per
hour over and above the base rate of pay, which will not be included in the
employees maximum. Employees currently receiving over $7,488.00
annually for Paramedic incentive will remain at their current rate at the
date of contract ratification. This assignment pay shall be considered a
salary disbursement included in W-2 holdings for the purpose of pension
calculations.
B. Effective October 1, 2007, the amount noted above ($7,488.00) will
increase to $8,112.00 or $3.25 per hour, under the same conditions as
noted in Section 1.
Section 2. An employee holding a valid and current Paramedic certificate in
accordance with Florida Statutes who could perform the duties as assigned by
the Fire Chief and the Medical Director, but who is inactivated, either by choice
or administrative direction, as an active Paramedic and is not on assignment as
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a Paramedic by the Fire Chief, will no longer receive the annual Paramedic
incentive pay as noted in Section 1 (A) and (B).
Section 3. Both parties agree that Florida State Emergency Medical
Technician certification is an inherent qualification to the job and is a job
requirement. To this extent, the five percent (5%) incentive that was provided in
previous contracts is incorporated into base salary.
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ARTICLE 27
LICENSES & REGISTRATION FEES
The City shall pay the fee for any license required by the State or City, such as
EMT renewals or certificates. In the event of any changes required by law
regarding driver's license requirements for firefighters, the City shall pay the
initial fee only for such license changes. All subsequent renewal of such license
fee shall be the responsibility of the employee.
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ARTICLE 28
SENIORITY LIST
Section 1. The Fire Rescue Department shall establish a seniority list and it
shall be updated on January 1 st of each year. Such list shall be posted
thereafter on the bulletin board at each Fire Station, and shall be considered
correct unless objection is raised within thirty days of the posting. After thirty
days, it shall stand approved, unless documented evidence is presented to justify
changes or adjustments.
Section 2. Employee's seniority is established from the date of approval for
employment by the City of Boynton Beach Fire Rescue Department. If two or
more members are employed on the same date the seniority standing shall be
determined by the original entrance test score for the Fire Rescue Department,
the higher score placed higher on the list. If the test scores are the same, the
date of application for employment with the Fire Rescue Department will
determine the seniority status, the earlier date being placed higher on the list.
Section 3. Layoffs and staffing cutbacks shall be determined by the seniority
list. The lowest on the seniority list will be laid off first and so on up the list. In the
event of layoffs and/or cutbacks, the City agrees to notify the union president in
writing, no later than two (2) weeks prior to said action. Employees who are laid-
off shall have recall rights for a period of twelve (12) months and shall be
recalled in the reverse order in which they are laid-off, i.e., last laid-off will be first
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recalled. No new employees will be hired into any classification while a laid-off
employee has recall rights.
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ARTICLE 29
VACANCIES AND PROMOTIONS
Section 1. Budgeted promotional vacancies occurring in any position within
the certified bargaining unit will be filled in the following manner:
1. Posting of the vacancy;
2. Acceptance of applications;
3. Scheduling of promotional examination;
4. Establishment of an eligibility list;
5. Interview and Selection.
Any such vacancy shall be offered within thirty (30) days of the
establishment of the appropriate eligibility list.
Section 2. Minimum requirements for promotional opportunities and the
promotional process are as outlined in the "Career Ladder" (Addendum "0").
Any changes to this Career Ladder will be made by the Labor Management
Team.
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ARTICLE 30
LONGEVITY
Section 1. In order to provide benefit incentives to long-term employees,
giving recognition for continuous and meritorious service, longevity benefits are
available as outlined below. Employees eligible are those who:
a) have been employed with the City on a regular full-time and
continuous basis for a minimum of five (5) years, and
b) have an overall II Meets Standards" or above rating on the previous
employee evaluation.
Employees will receive a cash Lump Sum Bonus as follows:
On the employee's fifth (5th) anniversary a lump sum payment of $500.00.
On the employee's tenth (10th) anniversary a lump sum payment of $1,000.00
On the employee's fifteenth (15th) anniversary a lump sum payment of $1,500.00
On the employee's twentieth (20th) anniversary a lump sum payment of $2,000.00
Section 2. Any pay earned for Longevity Benefits is subject to required federal
deductions.
Section 3. Benefits shall not be paid beyond termination payouts. Employees
who terminate from City employment prior to their anniversary date will not be
entitled to Section 1 benefits.
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ARTICLE 31
BULLETIN BOARDS
The City shall furnish at each fire station space for bulletin boards for the
purpose of Union notices. Any notice or item placed on the bulletin board shall
bear on its face the legible designation of the person responsible for placing
such notice or item on the board. A 3' x 4' space is hereby approved. The Union
is to supply the bulletin boards.
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ARTICLE 32
NOTIFICATION AND DISTRIBUTION
Section 1. The Union Secretary's name shall be placed on a routing slip to
receive copies of the agendas and minutes of all regular and special meetings of
the City Commission.
Section 2. The Union will be provided with a copy of departmental Rules and
Regulations and Standard Operating Guidelines, and will be provided with
updates as they become available.
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ARTICLE 33
G~EVANCEPROCEDURE
Section 1. Grievances or disputes that may arise, including the interpretation
of this Agreement, shall be settled in the following manner:
Step 1. The aggrieved employee shall within ten (10) business days of the
occurrence which gave rise to the grievance, submit a letter and signed petition
to the Union Grievance Committee. The Union Grievance Committee shall
determine if a grievance exists. If in its opinion no grievance exists, no further
action is necessary.
Step 2. If a grievance does exist, the Committee shall within twenty (20)
business days of the event giving rise to the grievance, with the physical
presence of the aggrieved employee, present the grievance to the Chief or his
designee for adjustment.
Step 3. If the grievance has not been settled within ten (10) business days
from the date of submission to the Chief or his designee, the grievance may then
be submitted to the City Manager for adjustment. The City Manager, prior to
making a decision on the grievance, may conduct a predetermination conference
and require the grievant to submit to an inquiry regarding the substance of the
grievance. The City Manager may be assisted by the City Attorney. The
grievant may be assisted by a union representative or counsel of his/her choice.
The inquiry by the City Manager may be tape-recorded. In the case of
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grievances involving disciplinary action, all matters in defense or in mitigation of
the proposed disciplinary action shall be raised by the grievant.
Step 4.
If the grievance has not been settled by the City Manager within ten
(10) business days from the date of the predetermination conference, the
grievance may then be submitted to arbitration.
Step 5.
If the grievance has not been satisfactorily resolved within the
above procedure, the Union may request a review by an impartial arbitrator,
provided such request is filed in writing with the City Manager no later than ten
(10) business days after the City Manager's response is due in Step 4. The
parties will attempt to mutually agree upon an arbitrator. If this cannot be done
within fifteen (15) business days, an arbitrator from a list provided by the Federal
Mediation and Conciliation Service shall be used. The parties agree to accept
the Arbitrator's award as final and binding upon them, subject to the following:
The arbitrator shall have jurisdiction and authority to decide a grievance as
defined in this Agreement. The arbitrator shall have no authority to add to,
subtract from, modify or alter this Agreement or any part thereof or any
amendment thereto. It is contemplated that the City and the Union shall mutually
agree in writing as to the statement of the matter to be arbitrated prior to the
hearing, and if this is done, the arbitrator shall confine his/her decision to the
particular matter thus specified. In the event of the failure of the parties to so
agree on a statement of the issue to be submitted, the arbitrator will confine
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~
CITY iYJ1
IAFF
his/her consideration to the written statement of the grievance presented in Step
3 of the Grievance Procedure. Each party shall bear the expense of its
witnesses and of its own representatives. The parties shall bear equally the
expense of the arbitrator. The party desiring a transcript of the hearing will bear
the cost. Copies of the arbitrator's award shall be furnished to both parties within
thirty (30) days of the hearing.
Section 2. The Union reserves the right to represent or not represent
employees who are not members of the Union, as provided by law.
Section 3. This article is intended to provide for "rights" arbitration, i.e.,
resolution of disputes which impact upon or affect wages, hours and terms and
conditions of employment. This article is not intended to provide for "interest"
arbitration.
Section 4. "Business days" are defined as Monday through Friday, 8:00 A.M. -
5:00 P.M., excluding City holidays.
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ARTICLE 34
PREVAILING RIGHTS
All job rights and benefits heretofore authorized or permitted by the City Manager
or Fire Chief and continuously enjoyed by employees covered by this Agreement
and not specifically provided for or abridged by this Agreement shall continue in
full force and effect for the term of this Agreement. Except as specifically
provided in this Agreement, this Agreement should not be construed to deprive
any employee of benefits or protection granted by the Laws of the State of
Florida or Ordinances and Resolutions of the City of Boynton Beach in effect at
the time of the execution of this Agreement. Provided, however, nothing in this
Agreement shall obligate the City to continue practices or methods which are
unlawful or unsafe.
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ARTICLE 35
SAVINGS CLAUSE
If any provision of this Agreement, or the application of such provision, should be
rendered or declared invalid by any court action or by reason of any existing or
subsequently enacted legislation, the remaining provisions of this Agreement
shall remain in full force and effect.
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C'TYd
ARTICLE 36
APPENDICES, AMENDMENTS AND ADDITIONS
All appendices, amendments and additions to this Agreement shall be numbered
or lettered, dated and signed by the responsible parties, and shall be subject to
all other provisions of this Agreement.
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~
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IAFF
ARTICLE 37
SUCCESSORS
This Agreement shall be binding upon the successors and assigns of the parties
hereto, and no provisions, terms, or obligations herein contained shall be
affected, modified, altered or changed in any respect whatsoever by any change
of any kind in the ownership or management of either party hereto.
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ARTICLE 38
COMPENSATORY TIME
Section 1. Employees who participate in required educational and/or required training
activities as approved by the Fire Chief or designee who are unable to attend those classes
"on shift" due to scheduling difficulties, and take those classes and/or training on their off duty
time, shall be eligible to receive compensatory time. Additional compensatory time can be
granted for persons approved for special projects and events as directed by the Fire Chief or
designee. All compensatory time will be earned at the rate of time and one half, with a cap of
ninety-six (96) hours.
Section 2. When an employee reaches 72 hours in his/her account, the following will occur.
From the date of the event or project that caused the employee to reach their maximum
hours, said employee must schedule and take a compensatory time leave day. In the event
the employee fails to schedule and take a 24 hour comp time leave day during that 90 day
period, the first available date after the ninety days will be assigned by fire administration as a
mandatory 24 hour comp time leave day. During this referenced gO-day period of time the
employee will be allowed to continue accruing comp time. Should the employee accrue an
additional 24 hours or more during this 90 day period, that employee will begin new 90 day
cycle that will require the use another 24 hour shift leave_day. This process will continue as
long as that employee maintains 72 hours or more in the comp time account after taking their
mandatory comp time leave day.
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ARTICLE 39
MANAGEMENT RIGHTS
Section 1. The Union and the bargaining unit employees recognize and agreeJhat the City
has the exclusive right to manage and direct the various departments of the City. Accordingly,
the powers and authority which the City has not specifically abridged, delegated, or modified
by the express provisions of this Agreement are retained by the City.
Therefore, the City specifically, but not by way of limitation, reserves the exclusive right to
determine the mission of the City and its various departments, divisions and other units of
organization. The City specifically reserves the sole and exclusive right(s) to decide the scope
and method of service; to hire and/or otherwise determine the criteria and standards of
selection for employment; and to fire, demote, suspend, or otherwise discipline for just cause.
Any right or privilege of the City not specifically relinquished by the City in this Agreement shall
remain with the City.
Section 2. The City Commission has the sole authority to determine the purpose and
mission of the City and the amount of budget to be adopted.
Section 3. If at the discretion of the City Manager, it is determined that civil emergency
conditions exist, i.e., riot, civil disorder or natural disaster, the provisions of this Agreement
may be suspended for good cause by the City Manager during the time of such emergency,
provided that the Union is notified as soon as is practical and further provided that wage rates
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and monetary fringe benefits shall not be suspended.
Section 4. The Union and the City jointly recognize the need to perform the highest quality
and level of fire rescue services for the citizens of, and visitors to, Boynton Beach in the most
efficient manner possible, and hereby agree, in the best interest of both, that the employees of
the Fire Rescue Department will be best served by attaining maximum efficiency and
productivity. Therefore, the parties hereto agree to use their best efforts to create and maintain
an atmosphere in which every employee's efforts are aimed toward these objectives and will
cooperate to these ends.
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ARTICLE 40
SUPPLEMENTAL RETIREMENT INSURANCE
Section 1.
Establishment of the Boynton Beach Firefiohters Retirement Insurance Fund
Local 1891 shall establish its own retiree insurance benefit fund (hereinafter referred to as lithe Fund")
to provide full or partial health and welfare insurance premiums on behalf of employees of Boynton
Beach Fire Rescue (The Department) who retiree on or after October 1, 2005, and meet certain other
established eligibility requirements. Any and all eligibility requirements and benefits provided will be
determined solely by the board of Trustees of the Boynton Beach Firefighters Retirement Insurance
Fund. All employees covered by this agreement shall be eligible to participate in the Fund as are non-
covered members who participate in the Firefighter's Pension Plan.
Section 2.
City Contribution of Funds 2005.
On October 1, 2005 the City will make, on behalf of
each employee, a contribution equal to one (1 %) percent of the current gross annual payroll of active
department members. The base pay rate is set forth in the Collective Bargaining Agreement between
Local 1891 and the City of Boynton Beach and in the Boynton Beach Pay Plan at the time the
contribution is made.
Section 3.
City Contribution of Funds 2006. Effective October 1, 2006, the City will increase the
contribution from 1 % to 2%, effectively representing a one percent (1 %) contribution from year one
(10/01/2005), with the addition of one percent (1 %) for year two (10/1/06). In subsequent years,
throughout the term of this contract, the City will contribute an amount derived from the cumulative
amount not paid to employees during years one and two (Approximately 2% of salary).
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Section 4.
Annual Payment of Funds
In subsequent years, the annual contribution, an amount derived from the cumulative amount not paid
to employees during years one and two shall be remitted to the Fund by October 15, and every
October 15th thereafter, provided that the department has received a written invoice for said benefits.
Failure to submit a written invoice shall not bar the Union from receipt of said funds, but shall allow the
City thirty (30) days to provide the funds, which shall be retroactive. The City shall pay the annual
contribution on behalf of each employee in pay status on October 1 2005, and every October 1,
thereafter. Accompanying the contribution, the City shall provide a list of all department members for
whom payment was made.
Section 5. Termination of Fund
It is understood and agreed that the contribution to the Fund, as provided in this article, was negotiated
and agreed to by the parties in lieu of a wage increase, and is intended to survive as long as Local
1891 is certified as the Bargaining Representative of employees employed by the Department. In the
event of termination of Fund, the wage increase specified in this article shall be added to each
employee's then current base annual pay, as such base pay rate is set forth in the Collective
Bargaining Agreement and the City of Boynton Beach Pay Plan at the time of termination of the Fund.
Section 6. Indemnification
The Union shall indemnify, and hold the City harmless against any claim, demand, suit, or liability, and
for all legal costs arising in relation to the implementation, or administration, of the Fund, except to the
extent that the City's acts or omissions give rise to its own liability.
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td
ARTICLE 41
DURATION
This Agreement shall be in force and effect from October 1, 2005through September 30, 2008.
Either party can provide notification to the other, no later than March 1, 2008, expressing a
desire to negotiate a new agreement. Upon receipt of such notification the parties shall
arrange to meet, no later than April 1, 2008, and promptly and regularly thereafter, for the
purpose of negotiating a new contract, and only those items included in the notices shall be
subject to negotiation. If all issues are not resolved by September 30, 2008, this Agreement
shall remain in force and effect until all issues have been resolved in accordance with Chapter
447, Part II, Florida Statutes, provided that all monetary benefits are subject to appropriation
by the City Commission.
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Agreed to this
ao
day of
SePT eV'(\ ~ e ...-
, 2005, by and between the
respective parties through the authorized representatives of the Union and the City.
.~6-tU~ f}(. }Jl.tl~
Witness
_:;'~dV- ro-t/4t I
Witness
~. ~.~
.,~ ~
Witness
~~~'/
Witness
Approved's to Form and Correctness:
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BOYNTON BEACH FIGHTERS AND PARAMEDICS,
IAFF, LOCAL 1891:
By~K
President --.
-~ ~"'CIV~
~cretary "
~T_1n. p~
Cit Clerk
t2Q~ '?\&~
lMity Attorney
CITY~
UNION CONTRACT - ADDENDUM "A"
POST ACCIDENT DRUG AND ALCOHOL TESTING POLICY
Post Accident Testing. If a bargaining unit member is involved in an accident in which the
member was driving a City owned vehicle, and anyone of the following occurs: an individual
dies, an individual suffers a bodily injury and immediately receives medical treatment away
from the scene of an accident, one or more vehicles incurs disabling damage as the result of
the occurrence and is transported away from the scene by a tow truck or other vehicle and
under any circumstances when the bargaining unit member is issued a traffic citation.
Disabling damage means damage that precludes departure of any vehicle from the scene of
the occurrence in its usual manner. Disabling damages includes damage to vehicles that could
have been operated but would have been further damaged if so operated. Disabling damage
does not include damage that could be remedied temporarily at the scene of the occurrence
without special tools or parts; a flat tire with no spare available, minor scrapes/scratches to the
exterior of the vehicle; or damage or headlights, taillights, turn signals, horns or windshield
wipers that make them inoperative.
An order to submit to post accident testing can be made by a Battalion Chief (Shift
Commander) or by an Acting Shift Commander. Any bargaining unit member ordered for a
post accident drug test may, at the member's option be accompanied to the testing by a Union
Representative. The Union Representative shall act as a quiet observer to the testing
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2005-2008
procedure and shall not interfere with the testing procedures or direct questions or comments
to the testing personnel.
Refusal to submit to an order for post accident drug testing, or intentionally delaying a post
accident drug test can result in termination, however, nothing herein shall abrogate a
bargaining unit member's right to challenge the results of the drug test.
Accident DruQ and Alcohol TestinQ Procedure
1. Employee or supervisor will contact Risk Management to report the incident as outlined in
APM 12.01.02.
2. Notification will include identification of employee as driver in a motor vehicle accident
requiring drug and alcohol testing.
3. Supervisor and employee will proceed to primary or alternate collection site for mandatory
testing, following initial medical evaluation and treatment for any injuries sustained.
4. Primary collection site for drug and alcohol testing is:
Urgi-Med Walk-In Center
950 SE Fifth Avenue
Delray Beach, FL 33483
Hours of Operation: 8:30 a.m. - 6:30 p.m., Mon. through Fri.
9:00a.m. - 3:00p.m. Sat. and 10:00a.m. - 3:00p.m. Sun.
5. Laboratory performing testing is:
Lab One, Lenexa, Kansas
6. Medical Review Officer is:
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IAFF ~ CITY tJ1;f
Seth Portnoy, MD
950 SE Fifth Avenue
Delray Beach, FL 33483
7. Alternate collection site is:
U.S. Health Works
1786 NW 2nd Avenue
Boca Raton, FL 33432
Hours of Operation: 8:00 a.m. - 8:00 p.m. Mon. - Fri.
9:00a.m. - 3:00p.m. Sat. and 9:00a.m. - 2:00p.m. Sun.
8. If a motor vehicle accident occurs, and injuries are sustained, when neither primary nor
alternate side is available, the employee and supervisor will make an appointment and
report to the primary or alternate side as soon as the site is open or available, following
medical evaluation and treatment for injuries sustained.
9. Failure to report for mandatory testing may result in loss or reduction in workers'
compensation benefits and disciplinary action.
The designated doctors, labs, MRO and collection sites may change from time to time. The
Risk Management Department will notify the Fire Rescue Department of possible new
contacts. The Fire Rescue Department Labor Management Team will approve any changes in
designated doctors, labs, MRO's, and collection sites. Changes will be added to this procedure
in Addendum "C" of the Union Contract.
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WAGES - ADDENDUM liB"
10/1/05 Annually Hourly 10/1/06 Annually Hourly 10/1/07 Annually Hourly
FF Prob. FF Prob. FF Prob.
step 1 $36,771.96 $14.7324 step 1 $ 38,186.96 $15.1743 step 1 $ 39,951.96 $15.6296
3.80% 3.8480% 4.6220%
$ 1,347.00 $ 1,415.00 $ 1,765.00
10/1/05 Annually Hourly 10/1/06 Annually Hourly 10/1/07 Annually Hourly
FF1 FF1 FF1
step 1 38,610.56 $15.4690 step 1 40,096.31 $15.9330 step 1 41,949.56 $16.4110
step 2 $40,541.09 $16.2424 step 2 $ 42,101.13 $16.8674 step 2 $ 44,047.04 $17.6471
step 3 $42,568.14 $17.0545 step 3 $ 44,206.18 $17.7108 step 3 $ 46,249.39 $18.5294
step 4 $44,696.55 $17.9073 step 4 $ 46,416.49 $18.5964 step 4 $ 48,561.86 $19.4559
step 5 $46,931.38 $18.8026 step 5 $ 48,737.32 $19.5262 step 5 $ 50,989.95 $20.4287
step 6 $49,277.95 $19.7428 step 6 $ 51,174.18 $20.5025 step 6 $ 53,539.45 $21.4501
step 7 $51,741.84 $20.7299 step 7 $ 53,732.89 $21.5276 step 7 $ 56,216.42 $22.5226
step 8 $54,328.94 $21.7664 step 8 $ 56,419.53 $22.6040 step 8 $ 59,027.24 $23.6487
step 9 $57,045.38 $22.8547 step 9 $ 59,240.51 $23.7342 step 9 $ 61,978.61 $24.8312
step 10 $59,897.65 $23.9975 step 10 $ 62,202.54 $24.9209 Step 10 $ 65,077.54 $26.0727
10/1/05 Annually Hourly 10/1/06 Annually Hourly 10/1/07 Annually Hourly
FF2 FF2 FF2
step 1 $40,541.09 $16.2424 step 1 $ 42,101.13 $16.8674 step 1 $ 44,047.04 $17.6471
step 2 $42,568.14 $17.0545 step 2 $ 44,206.18 $17.7108 step 2 $ 46,249.39 $18.5294
step 3 $44,696.55 $17.9073 step 3 $ 46,416.49 $18.5964 step 3 $ 48,561.86 $19.4559
step 4 $46,931.38 $18.8026 step 4 $ 48,737.32 $19.5262 step 4 $ 50,989.95 $20.4287
step 5 $49,277.95 $19.7428 step 5 $ 51,174.18 $20.5025 step 5 $ 53,539.45 $21.4501
step 6 $51,741.84 $20.7299 step 6 $ 53,732.89 $21.5276 step 6 $ 56,216.42 $22.5226
step 7 $54,328.94 $21.7664 step 7 $ 56,419.53 $22.6040 step 7 $ 59,027.24 $23.6487
step 8 $57,045.38 $22.8547 step 8 $ 59,240.51 $23.7342 step 8 $ 61,978.61 $24.8312
step 9 $59,897.65 $23.9975 step 9 $ 62,202.54 $24.9209 step 9 $ 65,077.54 $26.0727
Step 10 $62,892.53 $25.1973 step 10 $ 65,312.66 $26.1669 step 10 $ 68,331.41 $27.3764
Annually
Hourly
10/1/06
Annually
71
Hourly
10/1/07
Annually
Hourly
2005-2008
IAFF \)L
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10/1/05
FF3 FF3 FF3
step 1 $42,568.14 $17.0545 step 1 $ 44,206.18 $17.7108 step 1 $ 46,249.39 $18.5294
step 2 $44,696.55 $17.9073 step 2 $ 46,416.49 $18.5964 step 2 $ 48,561.86 $19.4559
step 3 $46,931.38 $18.8026 step 3 $ 48,737.32 $19.5262 step 3 $ 50,989.95 $20.4287
step 4 $49,277.95 $19.7428 step 4 $ 51,174.18 $20.5025 step 4 $ 53,539.45 $21.4501
step 5 $51,741.84 $20.7299 step 5 $ 53,732.89 $21.5276 step 5 $ 56,216.42 $22.5226
step 6 $54,328.94 $21.7664 step 6 $ 56,419.53 $22.6040 step 6 $ 59,027.24 $23.6487
step 7 $57,045.38 $22.8547 step 7 $ 59,240.51 $23.7342 step 7 $ 61,978.61 $24.8312
step 8 $59,897.65 $23.9975 step 8 $ 62,202.54 $24.9209 step 8 $ 65,077.54 $26.0727
step 9 $62,892.53 $25.1973 step 9 $ 65,312.66 $26.1669 step 9 $ 68,331.41 $27.3764
step 10 $66,037.16 $26.4572 step 10 $ 68,578.30 $27.4753 step 10 $ 71,747.98 $28.7452
10/1/05 Annually Hourly 10/1/06 Annually Hourly 10/1/07 Annually Hourly
LT LT LT
step 1 $46,135.35 $18.4837 step 1 $ 47,910.66 $19.1950 step 1 $ 50,125.09 $20.0822
step 2 $48,442.12 $19.4079 step 2 $ 50,306.19 $20.1547 step 2 $ 52,631.34 $21.0863
step 3 $50,864.23 $20.3783 step 3 $ 52,821.50 $21.1625 step 3 $ 55,262.91 $22.1406
step 4 $53,407.44 $21.3972 step 4 $ 55,462.58 $22.2206 step 4 $ 58,026.06 $23.2476
step 5 $56,077.81 $22.4671 step 5 $ 58,235.71 $23.3316 step 5 $ 60,927.36 $24.4100
step 6 $58,881.70 $23.5904 step 6 $ 61,147.49 $24.4982 step 6 $ 63,973.73 $25.6305
step 7 $61,825.79 $24.7699 step 7 $ 64,204.87 $25.7231 step 7 $ 67,172.41 $26.9120
step 8 $64,917.07 $26.0084 step 8 $ 67,415.11 $27.0093 step 8 $ 70,531.03 $28.2576
step 9 $68,162.93 $27.3089 step 9 $ 70,785.87 $28.3597 step 9 $ 74,057.59 $29.6705
step 10 $71,571.07 $28.6743 step 10 $ 74,325.16 $29.7777 step 10 $ 77,760.46 $31.1540
step 11 $75,149.63 $30.1080 step 11 $ 78,041.42 $31.2666 step 11 $ 81,648.49 $32.7117
step 12 $78,907.11 $31.6134 step 12 $ 81,943.49 $32.8299 step 12 $ 85,730.91 $34.3473
Annually
Hourly
10/1/06
Annually
Hourly
10/1/07
Annually
Hourly
2005-2008
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10/1/05
Capt. Capt. Capt.
step 1 $48,442.12 $19.4079 step 1 $ 50,306.19 $20.1547 step 1 $ 52,631.34 $21.0863
step 2 $50,864.23 $20.3783 step 2 $ 52,821.50 $21.1625 step 2 $ 55,262.91 $22.1406
step 3 $53,407.44 $21.3972 step 3 $ 55,462.58 $22.2206 step 3 $ 58,026.06 $23.2476
step 4 $56,077.81 $22.4671 step 4 $ 58,235.71 $23.3316 step 4 $ 60,927.36 $24.4100
step 5 $58,881.70 $23.5904 step 5 $ 61,147.49 $24.4982 step 5 $ 63,973.73 $25.6305
step 6 $61,825.79 $24.7699 step 6 $ 64,204.87 $25.7231 step 6 $ 67,172.41 $26.9120
step 7 $64,917.07 $26.0084 step 7 $ 67,415.11 $27.0093 step 7 $ 70,531.03 $28.2576
step 8 $68,162.93 $27.3089 step 8 $ 70,785.87 $28.3597 step 8 $ 74,057.59 $29.6705
step 9 $71,571.07 $28.6743 step 9 $ 74,325.16 $29.7777 step 9 $ 77,760.46 $31.1540
step 10 $75,149.63 $30.1080 step 10 $ 78,041.42 $31.2666 step 10 $ 81,648.49 $32.7117
step 11 $78,907.11 $31.6134 step 11 $ 81,943.49 $32.8299 step 11 $ 85,730.91 $34.3473
step 12 $82,852.47 $33.1941 step 12 $ 86,040.66 $34.4714 step 12 $ 90,017.46 $36.0647
10/1/05 Annually Hourly 10/1/06 Annually Hourly 1011/07 Annually Hourly
BIC BIC BIC
step 1 $50,864.23 $20.3783 step 1 $ 52,821.50 $21.1625 step 1 $ 55,262.91 $22.1406
step 2 $53,407.44 $21.3972 step 2 $ 55,462.58 $22.2206 step 2 $ 58,026.06 $23.2476
step 3 $56,077.81 $22.4671 step 3 $ 58,235.71 $23.3316 step 3 $ 60,927.36 $24.4100
step 4 $58,881.70 $23.5904 step 4 $ 61,147.49 $24.4982 step 4 $ 63,973.73 $25.6305
step 5 $61,825.79 $24.7699 step 5 $ 64,204.87 $25.7231 step 5 $ 67,172.41 $26.9120
step 6 $64,917.07 $26.0084 step 6 $ 67,415.11 $27.0093 step 6 $ 70,531.03 $28.2576
step 7 $68,162.93 $27.3089 step 7 $ 70,785.87 $28.3597 step 7 $ 74,057.59 $29.6705
step 8 $71,571.07 $28.6743 step 8 $ 74,325.16 $29.7777 step 8 $ 77,760.46 $31.1540
step 9 $75,149.63 $30.1080 step 9 $ 78,041.42 $31.2666 step 9 $ 81,648.49 $32.7117
step 10 $78,907.11 $31.6134 step 10 $ 81,943.49 $32.8299 step 10 $ 85,730.91 $34.3473
step 11 $82,852.47 $33.1941 step 11 $ 86,040.66 $34.4714 step 11 $ 90,017.46 $36.0647
step 12 $86,995.09 $34.8538 step 12 $ 90,342.69 $36.1950 step 12 $ 94,518.33 $37.8679
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UNION CONTRACT - ADDENDUM "C"
BOYNTON BEACH FIRE-RESCUE DEPARTMENT
TUITION REFUND PROGRAM
In order to assist employees who wish to attain additional training or education, the City
of Boynton Beach Fire-Rescue Department hereby establishes a Tuition Refund Program that
reimburses employees a percentage of tuition and textbook costs at an accredited institution.
In order to be eligible for the Tuition Refund Program, an employee must be a full-time career
status employee with at least one (1) year of employment prior to the starting date of the class.
The employee must submit a tuition refund application within ten (10) calendar days prior to
the initiation of the class in order for reimbursement to be considered. Applications should be
submitted to the Deputy Chief of Administration.
The applications will be reviewed by the Deputy Chief of Administration to determine
whether the course work is eligible. Under the guidelines of the Tuition Refund Program,
employees may take two (2) English courses, two (2) Humanities, two (2) Social Science, and
one (1) Math, as part of a General Educational Program. Additional course work will be
evaluated in terms of the specific course and the individual's specific job assignments.
Applicants for tuition refund should explain the connection between the course work and their
job assignments. In order to assist employees to attain degrees, the Deputy Chief of
Administration will review specific degree goals and determine whether the degree is in a Fire,
EMS, or Administrative related field accepted by the Bureau of Fire Standards and Training
(ref: F.S.S. 633.382).
If the degree program is approved, specified required courses in the
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degree program will be eligible for tuition reimbursement. This permits employees to plan their
educational program.
Employees should be encouraged to apply as far in advance as possible for course
work so that they can be informed of their eligibility. If an employee feels that the Deputy
Chief of Administration has made an error in their determination, he/she may ask the Fire
Chief to reconsider the decision by supplying additional information as to the direct
applicability of the classes to the employee's current position. The Fire Chief will then
reconsider the original application with the further information. The Fire Chiefs decision is
final. Any decision relating to this program is not subject to the grievance procedure.
When an employee completes the approved course work, it is their responsibility to
submit copies of the grades and the tuition receipt to the Deputy Chief of Administration. The
reimbursement procedure will consist of the following: 100% reimbursement when a grade of
"A" or "B" is earned, and 50% reimbursement when a grade of "C" is earned, plus the cost of
the textbooks (workbooks not included) used for the course(s), providing a receipt is provided
and the textbook is in re-usable condition. If the institution only gives credit or no credit, a
credit grade will be accepted as satisfactory completion and equal to a grade of "A". It takes
approximately two (2) to four (4) weeks from the Fire-Rescue Department receipt of the grades
and tuition receipts before a separate check is prepared and given to the employee.
Employees receiving aid, or who have a scholarship, as well as employees qualifying for
benefits under the G.!. Bill or other State or Federal programs, are eligible for municipal
reimbursement of only the difference (if any) between what they receive from these other
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sources and what is eligible for reimbursement under this program. The maximum amount of
credit hours eligible for payment in a semester is twelve (12) semester hours or fifteen (15)
quarter hours. In the case of employee enrollment in a private college or university, the City
will pay only an amount equivalent to the current tuition charged by the State (public) colleges
and universities.
EMPLOYMENT OBLIGATION: An employee will be expected to remain with the City of
Boynton Beach Fire-Rescue Department for at least one (1) year following completion of
courses for which he/she has received a refund. If the employee resigns, retires, or
terminates within the one (1) year period, he/she shall reimburse the City for tuition refund
benefits applicable to courses completed during this period. Reimbursements shall be payroll
deducted from the employee's final paycheck.
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IAFF
TUITION REFUND PROGRAM
PROGRAM RULES
BOYNTON BEACH FIRE-RESCUE DEPARTMENT
OBJECTIVE:
To improve service to the public by promoting a program encouraging Fire-Rescue
employees to obtain additional training and education, which may improve their effectiveness,
improve their performance in their current position, and prepare them for increased
responsibility.
BENEFITS: Employees whose applications are approved will be entitled to a refund of
tuition and textbook costs upon successful completion of each approved course. The
reimbursement will be 100% for a grade of "A" or "B", 50% when a "C" is obtained, plus the
cost of the textbooks (workbooks not included) used for the course(s), providing a receipt is
provided and the textbook is in re-usable condition.. If the institute only gives credit or no
credit, a credit grade will be accepted as satisfactory completion and equal to a grade of "A".
ELIGIBILITY: All full-time employees of the City who by the starting date of class, have
completed one (1) year of service and have received a "Satisfactory" or better Employee
Performance Evaluation prior to the beginning of the course work are eligible to apply.
Guidelines for establishing course work are as follows:
(a) All basic core courses as required by the college will be approved for all eligible
employees.
(b) Life experience credit will not be approved for tuition refund.
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(c) Degree programs, which relate directly to the employee's current position, will be
approved. Once degree approval is granted, all courses specifically required will
be approved.
(d) For those employees who have been approved for a degree program, all general
educational courses specifically required by the school will be approved.
(e) All other course work will be considered on a course-by-course determination.
Employees receiving financial aid or a scholarship, as well as employees
Qualifying for benefits under the G.!. Bill or other State or Federal Programs are eligible for
reimbursement under this program. The maximum amount of credit hours eligible for payment
in a semester is twelve (12) semester hours or fifteen (15) quarter hours. The City will pay an
amount equivalent to the current tuition charged by the State (public) colleges and universities.
The rater's overall evaluation on the Employee Performance Evaluation conducted
immediately preceding the beginning of classes must be "Satisfactory" or better for the
employee to be eligible for tuition refund unless the course work for the employee receiving a
less than "Satisfactory" evaluation relates to the area of weak performance. In addition, any
employee placed on suspension or on restricted sick leave during a six-month period prior to
the beginning of a course will not be eligible.
The tuition refund program covers tuition, books and laboratory fees only. It does not
cover registration, taxes, gas, food, or other costs.
Employees should also be reminded that after having received tuition refund, that they
are under a one (1) year employment obligation with the Boynton Beach Fire Rescue
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Department; the amount of the tuition refunded will be deducted from the employee's final
paycheck.
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BOYNTON BEACH FIRE RESCUE DEPARTMENT
TUITION REFUND PROGRAM APPLICATION
LAST NAME
I
FIRST NAME
II
INITIAL DATE
IDI
EMPLOYEE # DATE OF ENTRY
I I
DIVISION
I
SHIFT
I
COURSE INFORMATION
SchooVClty:
TermlYear:
Course (Name & Number):
Course (Name & Number):
Course (Name & Number):
Credit Hours:
Cre~i! Hours:
Credit Hours:
EDUCATIONAL OBJECTIVE
o Non-degree
o 2 yr. Degree
o Graduate Degree
o 4 yr. Degree
TITLE OF DEGREE SOUGHT
FIELD OF SPECIALIZATION
MAJOR
II
II
APPROVAL:
I intend to remain In the employ of the Boynton Beach Fire Rescue Department for at least one (1) year
following the completion of approval coursework. In the event that my employment is tenninated for any
reason within one (1) year of course completion, I agree to reImburse the City of Boynton Beach for tultJon-
benefits applicable to courses during such period.
EMPLOYEE SIGNATURE DATE
II I I
I certify that the above named employee has received a "Satisfactory" or better score on his/her most recent
perfonnance evaluation prior to submIssion of this application. I recommend that this applicant be approved
for tuition refund for the coursework listed above.
.
FIRE CHIEF (OR DESIGNEE) SIGNATURE DATE
I II I I
DISAPPROVAL
Reason:
DEPARTMENT HEAD SIGNATURE
DATE
II I I
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BOYNTON BEACH FIRE RESCUE DEPARTMENT
SUBJECT: TUITION / EDUCATION REIMBURSEMENT
CITY SERVICE OBLIGATION
DATE:
May 1, 1999
The intent of reimbursing an employee is to provide an Incentive to seek post-
hiring education and training, which subsequently Improves service delivery to
the public, enhances performance levels, and prepares employees for increased
responsibility with the Boynton Beach Fire Rescue Department.
An employee receiving remuneration in the form of tuition and all other costs
associated with fire and EMS-related training and educational programs,
Including travel costs, agrees to a one-year employment obligation to the extent
that the funds received must be retumed In the event that this obligation is not
met.
This city service obligation requires that an employee be expected to remain with
the Boynton Beach Fire Rescue Department for at least one (1) year following
completion of courses for which he/she has received a refund. If the employee
resigns, retires, or terminates within the one (1) year period, he/she shall
reimburse the City for all funds received applicable to courses completed during
this period. Unless other financIal arrangements are made, reimbursements shall
be payroll deducted from the employee's final paycheck.
,
This polley is consistent with the Boynton Beach Fire Rescue Department's
Tuition Reimbursement Proaram.
l
I
l
The undersigned Boynton Beach Fire Rescue Department employee has read
and fully understands the provisions of this polley as set forth in this document
without exception.
~
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Employee Name
Employee Signature
Date
Witness (BBFRD Chief Officer)
Date
,
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NOTARY:
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UNION CONTRACT - ADDENDUM "0"
CAREER LADDER - Bovnton Beach Fire Rescue Department
MINIMUM REQUIREMENTS (Probationary FF through Captain)
Probationary Firefiahter (FF/Prob.) [Hire date through 12 months]
PREREQUISITE:
-Certified Florida Firefighter
-Certified Florida Emergency Medical Technician or Paramedic
REQUIRED TO BE PROMOTED TO FIREFIGHTER 1:
. Successful completion of the Probationary Firefighter Manual ("Green Book")
. Successful completion of FFI Performance and Written Examinations
. Successful completion of the annual evaluation process for Probationary Firefighters and
appointment by the Fire Chief.
Firefiahter1 (FF1)
PREREQUISITE:
-Successful completion of all requirements for Probationary Firefighter
-Minimum of one (1) year of service with BBFRD
REQUIRED TO BE PROMOTED TO FIREFIGHTER 2:
. Certified Florida Paramedic with Dept. "Active Paramedic" status
. Successful completion of FFII Performance and Written Examinations
Firefiahter II (FF2)
PREREQUISITE:
-Successful completion of all requirements for Firefighter I
-Minimum of three (3) years of service with BBFRD
-Certified Florida Paramedic with Dept. "Active Paramedic" status
TO ATTAIN FFII/ OPERATOR ENGINEER STATUS:
. Successful completion of FFP 1302 Fire Apparatus Operator (or equivalent)
. Successful completion of FFP 1301 Fire Service Hydraulics (or equivalent)
. Successful completion of BBFRD-sanctioned Aerial Apparatus Course (40-hour minimum)
. Successful completion of BBFRD Apparatus, Hydraulics, and Aerial Operation
Performance and Written Examinations
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REQUIRED TO BE PROMOTED TO FIREFIGHTER 3:
. Certified Florida Paramedic with Dept. "Active Paramedic" status (effective 10/01/06)
. Successful completion of FFP 2410 Fire Service Strategy and Tactics
. Successful completion of FFP 2130 Company Officer Leadership
. Successful completion of FFP 2150 Instruction and Methodology
. Successful completion of FFP 2320 Building Construction for Fire Protection
. Complete a Pre-Incident Plan on a City Target Hazard (to be pre-approved)
. Complete Fire Inspection / Prevention Packet with a BBFRD Asst. Fire Marshal or
Complete FFP 1200 Fire Prevention Practices and FFP 1620 Private Fire Protection
Systems
Firefiahter III (FFIII) [Minimum requirement to serve as Acting Lieutenant]
PREREQUISITE:
-Successful completion of all requirements for Firefighter II
-Certified Florida Paramedic with Dept. "Active Paramedic" status (effective 10/01/06)
-Must attain Operator/Engineer status as described under FF2
-Minimum of five (5) years service with BBFRD. Required time will be reduced by one (1) year
with an acceptable, job-related Associate or Bachelor Degree
REQUIRED TO BE PROMOTED TO LIEUTENANT:
. Successful completion of BBFRD Officer Candidate School which will include, but is not
limited to:
-Department Policies, EMS Protocols, SOG's, Rules and Regulations
-Labor-Management Relationship and Collective Bargaining
-The Changing Workforce and Dealing with Change
-Diversity, Sexual Harassment, and Discrimination Training
-Technical Report Writing and Report Quality Assurance
-Performance Evaluation Training
-Customer Service
-Coaching, Counseling, and Disciplinary Action
-Budget Analysis and Preparation
. Successful completion of Lieutenant promotional examination/assessment and
appointment by the Fire Chief.
Lieutenant (Lt.) [Minimum requirement to serve as Acting Capt / Battalion Chief]
PREREQUISITE: (Eligibility criteria necessary to sit for the Lt. Promotional Exam)
-Successful completion of all requirements for Firefighter '"
-Minimum one (1) year as a FF3 with BBFRD
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-Minimum of six (6) years service with BBFRD. Required time will be reduced by one (1) year
with an acceptable, job-related Associate or Bachelor Degree
-Certified Florida Paramedic with Dept. "Active Paramedic" status (effective 10/01/06)
Promotion is based on successful completion of Lieutenant promotional examination /
assessment and appointment by the Fire Chief.
REQUIRED TO BE PROMOTED TO CAPTAIN:
. Successful completion of BBFRD Officer Candidate School (as noted above).
. Successful completion of FFP 2100 Fire Service Administration
. Successful completion of MNA 2303 Introduction to Public Personnel Management
. Successful completion of Captain promotional examination / assessment and
appointment by the Fire Chief.
Captain (Capt.)
PREREQUISITE: [Minimum criteria necessary to sit for the Captain Promotional Exam]
-Must meet all requirements for Lieutenant
-Certified Florida Paramedic with Dept. "Active Paramedic" status (effective 10/01/06)
-Minimum of nine (9) years service with BBFRD. Required time will be reduced by one (1) year
with an acceptable, job-related Associate or Bachelor Degree
-Minimum of one (1) year as a Lieutenant with BBFRD
Promotion is based on successful completion of Captain promotional examination /
assessment process and appointment by the Fire Chief.
PROMOTIONAL CRITERIA (For Lieutenant and Captain)
A. Posting for a position will include date, time, and location of the exam, reference
materials, exam and methodology. This announcement will be posted at least sixty
(60) days prior to the test date and will include all necessary information relating to
the application process and deadlines.
B. Establishment of an eligibility list, to include time duration that the list is in effect. An
eligibility list will be in effect for a period of two (2) years unless adjusted by mutual
agreement.
C. The Fire Chief has the option to select anyone of the top three (3) candidates for
promotion to an existing vacancy. Candidates that are not selected for promotion
may be provided with an interview to discuss the reason(s) for not being selected,
upon request of the candidate.
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D. Any employee who successfully passes a promotional examination shall have a
credit for continuous service added to their final score which shall be computed as
follows: One-fourth (1/4) point shall be added for each full year of uninterrupted
service.
E. The City shall provide one copy, at each station, of all reference material for
promotional examinations at the posting of notification. The reference material shall
remain in the Fire Station(s)
F. Any such vacancy shall be offered within thirty (30) days of the establishment of the
appropriate eligibility list.
The Boynton Beach Fire Rescue labor Management Team hereby approves this Career
ladder incorporated into the collective bargaining agreement 2002-05 as Addendum
"0" .
Fire Chief
Date
IAFF, Local 1891 Union President
Date
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BOYNTON BEACH FIRE RESCUE DEPARTMENT
TO:
Dean Kinser, President
I.A.F.F. 1891
FROM:
William L. Bingham, Fire Chief
SUBJECT:
Letter of Understanding
Firefighter Contract Article 38, Shift Fire Inspectors
DATE:
March 20, 2000 (Revised 9/01/05)
It is the intent to of this Letter of Understanding to clarify negotiated issues regarding contract
Article 38, Shift Fire Inspectors. By virtue of this letter, and through attrition, we agree to eliminate
the aforementioned article in its entirety according to the following criteria:
1) The article entitled Shift Inspectors will no longer be a part of the Collective
Bargaining Agreement.
2) The two existing inspectors (FFIII Chris. Wandell and Lt. Geoffrey Simpson) will
continue to serve as fire inspectors as directed by the Fire Marshal, providing they
maintain all necessary certifications. In the event it is determined that additional
bargaining unit members are likewise affected, this Letter of Understanding applies to all
members in a similar position.
3) The current 5% pay (based on their September 30, 1995 pay) will change to an
incentive pay equal to the existing rate, (Le. from a %-based incentive to a strict dollar
figure). This incentive pay, once established, will not increase. This change will be
effective upon ratification of the 1999-2002 Agreement.
4) If, for any reason, either inspector is no longer certified or no longer willing to
serve as an inspector, his position will not be filled by another department member, nor
will he be able to re-enter into the position.
The September 30, 1995 salaries of the two individuals are:
*Chris Wandell - $676.80 wkly (5% = $33.84 wkly; $67.68 biwly; $1,759.68 yrly)
*Geoff Simpson - $806.00 wkly (5% = $40.30 wkly; $80.60 biwkly; $2,095.60 yrly)
FOR ~CITY:
/~~
William L. Bi ham, Fire Chief
1/ (JloS-
Date
FOR~_
Dean Kinser, President
7/!o~
Date
Date
CITY CLERK'S OFFICE
MEMORANDUM
TO:
Dean Kinser
President, Local 1891
FROM:
Janet M. Prainito, CMC
City Clerk
DATE:
September 26, 2005
RE:
BOYNTON BEACH FIRE FIGHTERS & PARAMEDICS, LOCAL 1891 - COLLECTIVE
BARGAINING AGREEMENT
Attached for your information and files is a copy of Resolution No. R05-152 that was adopted
on September 20, 2005 by the City Commission. Also included is a copy of the Collective
Bargaining Agreement.
If you have any questions, please no not hesitate to contact me.
~m.~
Attachment
S:\CC\WP\AFTER COMMISSION\Other Transmittal Letters After Commission\2005\Dean Kinser - IAFF Bargaining Agreement - R05-152.doc
Q
Boynton Beach Fire Fighters and Paramedics
Local 1891
International Association of Fire Fighters affiliated with AFL-CIO-CLC
Friday, September 16, 2005
To:
William Bingham, Fire Chief
From:
Dean Kinser, Union President Local 1891
Subject:
Contract Ratification
This letter is for the purpose of official notification of actions taken by the
Boynton Beach Firefighter Union with regards to union business conducted
concerning the subject of ratifying the proposed collective bargaining
agreement 2005 - 2008 between the City Of Boynton Beach and Local
1891. Per contract article 5, Representation of the Union, the proposed
contract was submitted to the members of local 1891 and was voted on, the
terms and conditions of the proposed contract was ratified by majority vote
and accepted by the members of local 1891. Your attention in conveying this
information to the appropriate individual or office is greatly appreciated and
if there is any additional information needed please feel free to contact me at
your earliest convenience.
Dean Kinser, President Local 1891
~~~--,
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