10-99 - 09-30-02 AFL-CIO FF October1,1999 - September 30, 2002
COLLECTIVE BARGAINING AGREEMENT
BETWEEN
CITY OF BOYNTON BEACH, FLORIDA
AND
BOYNTON BEACH ASSOCIATION OF FIRE FIGHTERS, LOCAL 1891
OF THE
INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS, AFL-CIO, CLC
Ratified by Union_ -'~
Ratified by Commission ~.~z'~'
Final ~
04/25/00 IAFF CITY~
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TABLE OF CONTENTS
Preamble ....................................................
Recognition ......................................................
Discrimination ...................................................
Payroll Deduction of Dues ..................................
Union Business .................................................
Representation of the Union ..............................
Representation of the City .................................
Rules and Regulations ......................................
Hours of Work ...................................................
Working Conditions ...........................................
Uniforms and Safety Equipment ........................
Physical Exams & Immunizations .......................
Group Insurance/Drug-Free Workplace ......
Operator's Insurance .........................
Wages/Salary Adjustment ......... '.'...
Overtime and Call back..
Exchange Time ..........................................
Sick Leave ....
Compassionate Leave ...............................
Vacation .......
Personal Time ...........................
Holidays ...................
Court Time ...........
Working Out of Classification .......
Education ............................................
Educational Incentive ....................................
Medical Certification .......................
Licenses & Registration Fees .....................
Seniority List .........................................
Vacancies and Promotions ......
Reference Material..
Bulletin Boards .....
Notification and Distribution.
Grievance Procedure ..............................
PreVailing Rights .........
Savings Clause ..............................
Appendices, Amendments & Additions .........
SucCessors ..................................
ComPensatory Time .....
Management Rights.
Duration .................................................
Signature Page ............
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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 Association
of Fire Fighters, 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 which 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 Inspectors, Fire Marshal
and clerical personnel. ..
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 in
behalf of, or membership in, the Union. The City and Union agree that there
shall be no discrimination against any employee because of race, creed, religion
or sex.
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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 going to the
Union Treasurer and requesting such. The Union Treasurer shall be responsible
for notifying the City's Finance Department of such revocation.
99-2002 IAFF '~4 CITY ~
ARTICLE 4
UNION BUSINESS
Section 1. 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 not
later than the preceding corresponding shift.
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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 days prior notice, absent any emergency, before the
effective date.
99-2002 IAFF
ARTICLE 8
HOURS OF WORK
Section 1. All employees covered under this Agreement presently working a
40-hour workweek shall work 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 shift
"Kelly Day" off duty every three (3) weeks. 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 each contract year provided through the warehouse. The issue will
include - uniform shirts, uniform pants, coveralls, 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, on an as-needed
basis, will be issued. In the event that the City changes boot/shoe vendors,
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 to reimbursement. The
amount to be reimbursed will not exceed $65.00, 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:
99-2002
2 ea. uniform shirts (Class A)
I ea. uniform pants (Class A)
1 ea. coveralls
3 ea. Uniform pants (Class B) (EMS pants)
3 ea. polo shirts
I ea. ball cap
1 ea. Lightweight waterproof shell jacket
I ea. pair of approved black boots
needed).
2 ea. shorts ~
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or safety shoes (but only when
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3 ea. T-shirts
2 ea. job shirts
1 ea. Last Resort belt with buckle (but only when needed).
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
Section 3.
Department
equipment shall remain
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.
One long sleeve extra-heavy duty Nomex jump-suit with extra
velcro or zipper closing pockets, reinforced knees and elbows and
reflective tape.
All fire fighting safety equipment, as determined by Fire Rescue
regulations shall be furnished by the City. The title to such
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
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 departm.ent
The City shall be exempt from payment for those amounts which 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. 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.
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
The City shall provide an immunization schedule during the life of
this Agreement for all members as a means of protection from the
following:
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.
The City shall offer flu shots for all members as a means of
protection from contracting the flu while working during flu season.
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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-B.
Record-keeping and notification of known exposures shall be as required by
Chapter 112.181 Florida Statutes (Ch. 95-286, 1995).
99-2002 IAFF
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ARTICLE 12
GROUP INSURANCE
Section 1. 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.
Section2. Life Insurance: Members of the bargaining unit shall be
covered by $10,000 of group life insurance with the premium paid by the City.
i City also agrees to contribute for additional insurance coverage for each member
i of the bargaining unit, with total payment from the City not to exceed $3,600 per
!year.
~Section3. Dental Insurance: The City will pay the premium for the
! employees and $7.00 of the premium for family coverage.
i Section 4. Fiscal Responsibility. Both the City and the Union understand that the
costs associated with providing additional benefits for employees has
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.
99-2002
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Section 5
A. Druq-Free Workplace. Both the City and the Union recognize that substance
abuse is a wide-spread problem within our society. The Union will assist Fire
Rescue Department employees in obtaining assistance and treatment, if alcohol
and/or substance abuse is 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 City and the Union agree to re-open this Section within year two of
this agreement for the purpose of discussing a revised City Drug Free Workplace
Policy.
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
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 o,~/the basic group health insurance plan.
99-2002 IAFF CITY
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.
99-2002 IAFF
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ARTICLE 14
WAGES
Section lA. Effective October 1, 1999, the salary ranges for the job classifications covered by
thi!s Agreement are as follows. The base salaries represented within each range are inclusive of
mandatory certification as Emergency Medical Technicians (previously 5% of base).
SHIFT EMPLOYEES
Pay Hours Hourly Annual Hourly Annual Hourly Annual
Grade Week Minimum Minimum Midpoint Midpoint Maximum Maximum
,i~$11.84 $29,557 ~ $14.21 '$35,468 ;~i~:i~ $18.21 $45,447
FirefighteProb 14P 48 '~
Firefighte: I 14 48
..~ $12.15 $30,337 ~ $14.58 $36,404 ~!;~.~ $18.69 $46,644 I
Firefighte~ II 15 48 !~;~i~ $12.62 $31,509 $15,15 $37,811 ~!~$20.51 $51,187
Firefighte~ III 18 48 i.~i~! $14.03 $35,025 $16.84 $42,030 '?~iii? $22.47 $56,086
Lieutenant 23 48 ~i $16.38 $40,893 ~ $19.66 $49,072
...... .~,~, $26.14 $65,253
Captaini 26 48 ;!iii $17.79 $44,414 ~ $21.35 $53,297
~ $27.92 $69,711
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
Firefighter!Prob 14P 40 ~,,i~;! $14.21 $29,557~';%;; $17.05 $35,468 ~i~%~' $21.85 $45,447
Firefighter I 14 40 ~;~$14.58 $30,337 ~;~
~ ~ $17.50 $36,404 ~
~ $22.42 $46,644
Firefighterlll 15 40 -~ $15.14 $31,509~ $18.18 $37,811 ~ $24.61 $51,187
Firefighter III ~
18 40 ~;~$16.84 $35,025 $20.21 $42,030 ~'~
~ $26.96 $56,086
Lieutenant 23 40 ~:~
~ $19.66 $40.893 $23.59 $49,072 ~
:~':: ~ $31.37 $65,253
Captain ' ~
~ 26 40 ~ $21.35 $44,414 $25.62 $53,297 '~
~:~;'~ $33.51 $69,711
Paramedic
Technical R{
NOTE: The
Lieut,
;scue
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)
)eputy Fire Marshal is a bargaining unit member and receives a salary commensurate to
,nant. ~X,~ ~
99-2002 IAFF _ CITY
Section lB. Effective October 1,2000, the salary ranges for the job classifications covered by this
Agreement are as follows. The base salaries represented within each range are inclusive of mandatory
certification as Emergency Medical Technicians (previously 5% of base).
SHIFT EMPLOYEES
Pay Hours Hourly Annual Hourly Annual Hourly Annual
Grade Week Minimum Minimum Midpoint Midpoint Maximum Maximum
F~rehghterlProb 14P 48 '~;~!i $12.14 $30,296 ~ $14.56 $36,355 :~.{i. $18.66 $46,583
Firefighteril 14 48 li~i.:" $12.46 $31,095 !ii~ $14.95 $37,314 $19.15 $47,810
Firefighter II 15 48 i~i;ii $12.94 $32,297
~-~ $15.53 $38,756 $21.02 $52,467
Firefighterllll 18 48 ii~i~; $14.38 $35,901
'.~'~'~ $17.26 $43,081 i~!:i!i $23.02 $57,448
Lieutenan~ 23 48 ~?~:
, i~:i~ $16.79 $41,915 ~ $20.15 $50,299 ii!!ii $26.80 $66,884
Captaini 26 48 i~"~ii! $18.24 $45,524 ~;'~,~ $21.89 $54,629 i!;!,~!i $28.63 $71,453
Paramedic I
Technical R 9scue
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 Hourly Annual Hourly Annual
Grade Week Minimum Minimum Midpoint Midpoint Maximum Maximum
Firefighter Prob 14P 40 ii,tall%.~ $14.56 $30,296
~,=~.~.~ $17.48 $36,355 ~ $22.39 $46,583
Firefighterl 14 40 ~i~'~ $14.95 $31,095 ~.~$17.94 $37,314 ~: $22.98 $47,810
Firefighter II 15 40 ~ $15.53 $32,297 ~ii$18.63 $38,756 ~ $25.22 $52,467
Firefighter III 18 40 ~ $17.26 $35,901 ~i!$20.71 $43,081
......... ~ ~ ~ ~ ~ $27.62 $57,448
Lieutenan'~ 23 40 ~ $20.15 $41,915 ,,~$24.18 $50,299 ~i;i~-~ii'i~ $32.15 $66,884
Captain 26 40 ~ $21.89 $45,524 ~ $26.26 .$54,629
~, ~ $34.35 $71,453
CERTIFICATION INCENTIVE PAY
Paramedic
Technical Rescue
$3.60 Over Hourly Base Rate ($7,488.00 annual rate)
$0.576 Over Hourly Base Rate ((1,198.08 annual rate)
NOTE: The Deputy Fire Marshal is a
Lieutenant.
99-2002
bargaining unit
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member and receives a salary commensurate to
21
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Section 1C. Effective October 1,2001, the salary ranges for the job classifications covered by this
Agreement are as follows. The base salaries represented within each range are inclusive of mandatory
certificatiOn as Emergency Medical Technicians (previously 5% of base).
SHIFT EMPLOYEES
Pay Hours Hourly Annual Hourly Annual Hourly Annual
Grade Week Minimum Minimum Midpoint Midpoint Maximum Maximum
FirefighteriProb 14P 48
~,,.~ $12.44 $31,053 ~i $14.93 $37,264 ~i:: $19.13 $47,747
Firefighter I 14 48 ~:~.~ii
, $12.77 $31,872 $15.32 $38,246 ~"~$19.63 $49,005
Firefighter iii 15 48
~ $13.26 $33,104
~;~ $15.91 $39,725
~:;~i~i~.: $21.55 $53,779
Firefighter III 18 48 ~ $14.74 $36,798
~ $17.69 $44,158
~:~,~,~ $23.59 $58,884
Lieutenant~ 23 48 ~=~'~:~=~ $17.21 $42,963 ~;~ $20.65 $51,556 ,~,~ $27.47 $68,556
Captain ' 26 48 ~ $18.85 $47,063 ~
$22.63 $56,476
,~: ~ $29.34 $73,239
i CERTIFICATION INCENTIVE PAY
Paramedic ~ $3.00 Over Hourly Base Rate ($7,488.00 annual rate)
Technical R~scue $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
Firefighterprob 14P 40 ~ $14.93 $31,053 i~i~!~ $17.91 $37,264
~ $22.95 $47,747
Firefighter I 14 40 ~ $15.32 $31,872 ~i~ii~ $18.39 $38,246
~ ~i $23.56 $49,005
Firefighter I 15 40 ~i $15.91 $33,104 ~i~ $19.10 $39,725 .~,., $25.85 $53,779
Firefighter III 18 40 ~ $17'69 $36,798
~ $21.23 $44,158 ~.~,~ $28.31 $58,884
LieutenantI 23 40 ~ $20.65 $42,963 ~'~ '
~,~ $24.79 $51,556 ~ $32.96 $68,556
Captain 26 40 ~ $22.63 $47,063 ~ $27.15 $56,476
· 7q o'~a
CERTIFICATION INCENTIVE PAY
Paramedic $3.60 Over Hourly Base Rate ($7,488.00 annual rate)
Technical R(~,scue $0.576 Over Hourly Base Rate ((1,198.08 annual rate)
NOTE: The Deputy Fire Marshal is a bargaining unit member and receives a salary commensurate to
· i
L~eute!nant_.
99-2002 IAFF
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Section 2.
Beginning October 1, 1999, the 2.5% step plan matrix is no longer in effect.
SalarY adjustments, specific to performance appraisals, as identified in Section
4 (D), will be provided beyond the term of this agreement and will be
considered the status quo for FY 2001/02 and all fiscal years thereafter. Upon
implementation, any subsequent changes in the performance appraisal
inst'ument will be made by the Labor-Management Team.
Section 3.
Em )loyees at, or above, the maximum of their respective range, upon
ratification of this agreement and with consideration to Article 26, Section 3,
Me(lical Certification, will remain at their current salarY, and will receive a salarY
adjLlstment in the form of a lump sum payment equal to the amount they would
rec~:ive based on the criteria included herein. This lump sum payment shall be
con sidered a salarY disbursement included in W-2 holdings for the purpose of
pen sion calculations.
Section 4.
(A Effective the date of ratification of this agreement, each member of the
barl;laining unit will receive a three and one-half percent (3 1/2%) base pay
wa¢~e adjustment, the arrearage amount calculated to anniversary date
occ ~rring between October 1, 1998 and September 30, 1999, and the
arrEarage amount will be payable in a lump sum the ~jecond pay period
/
follOwing ratification. There will be no re-calculation or payment for overtime or
callback retroactively.
(B)
bar,
ad jr
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',B) For the fiscal year beginning October 1, 1999, each member of the
;laining unit shall be eligible to receive a four percent (4.0%) wage
Jstment into base pay on their anniversary date subject to a performance
raisal rated as "satisfactory" or better, unless the employee has reached
their maximum salary cap, as noted in Section 1, the retroactive amouht to be
pakt in a lump sum the second pay period following ratification. F:mployees
wh9 reach and exceed the maximum salary cap shall receive no base salary
adiUstment,~ 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
purl
ove
(c)
)ose of pension calculations. There will be no re-calculation or payment for
rtime or callback retroactively,
For the fiscal year beginning October 1,2000, each member of the
bargaining unit shall be eligible to receive a four and one-half percent (4.5%)
wage adjustment into base pay on their anniversary date subject to a
pefl
has
rea~
ormance appraisal rated as "satisfactory" or better, unless the employee
reached their maximum salary cap, as noted in Section 1. Employees who
,'h and exceed the maximum salary cap shall receive no base salary
9 9 - 2 0 0 2 IAFF CITY t~- ~.~~
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.
The new Pay for Performance appraisal instrument will be incorporated during
thisi period (October 1, 2001) and will be used, in part, as the reference
doc~ument for future salary adjustments.
(D)
bar
adjl
rea
me~
per
sue
For the fiscal year beginning October 1, 2001, each member of the
~laining unit shall be eligible to receive a two and one-half (2.5%) wage
Jstment into base pay on their anniversary date, unless the employee has
.'hed their maximum salary cap, as noted in Section 1. In addition, each
'nber of the bargaining unit shall be eligible to receive an additional 0 to 4
:ent (0 - 4%) wage adjustment into base pay on their anniversary date
eot to the Pay for Performance system, unless the employee has reached
theiJr maximum salary cap, as noted in Section 1. Employees who reach and
exceed the maximum salary cap shall receive no base salary adjustment, but
will receive a lump sum payment equal to the amount they would receive based
on ~he criteria included herein. This lump sum payment shall be considered a
sal~
Lry disbursement included in W-2 holdings for the purpose of pension
/
99-2002 IAFF CITY,
calculations.
(E) 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
performance evaluation, then that employee shall be granted the wage
adiCstment on the first full payroll after the completion of ninety (90) days. The
eml~loyee's denial of a wage adiustment shall continue in ninety (90) day
increments each time an employee receives a less than satisfactory
performance evaluation.
(F) 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 adiustment 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
emOloyee does not have an additional occasion of use of sick leave, then that
employee shall be granted the wage adiustment on the first full payroll after the
completion of ninety (90) days. The employee's denial of a wage adiustment
99-2002 IAFF 6~ CITY
shall continue in ninety (90) day increments each time an employee has one or
more additional occasions of use of sick leave.
99-2002
iAFF27~
CITY~
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 basic hourly rate
as reflected in Article 14, WAGES, and inclusive of Certification Incentive Pay.
The procedure for "Call-Back" will be in accordance with Labor/Manage.ment
Team guidelines. The Chief can waive the above provisions if he/she believes
the situation warrants.
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 basic hourly rate as reflected in Article 14, WAGES, and 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.
99-2002
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.
99-2002
IAFF~29
CITY~
ARTICLE 16
EXCHANGE TIME
Section 1. 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 officers, 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).
Section 2. For the purposes of this article, the ranks of Firefighter I, Firefighter II
and Firefighter III shall be referred to as "firefighters" and Lieutenants and
Captains shall be referred to as "officers". Firefighters may only exchange time
with other firefighters, and officers may only exchange time with other officers,
with the only exception being that Firefighter II1% may also exchange time with
Lieutenants.
99-2002
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 than April 1st, 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.
99-2002 IAFF
~ CITY~
Section3. 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 that the time 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 retum 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. Sharing 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.
99-2002
iAFF~2
Section 6.
remainder of their shift if they feel capable of performing their work duties.
employee who returns to work after calling in sick, must use
increment of 12 hours of sick leave before they may return to work.
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.
Any donated sick time will not reflect as sick time taken by the
employee; therefore, donated sick leave will not be counted aga. inst
an employee's sick leave record.
Employees who call in sick, may return to work during the
An
a minimum
Employees who leave work during shift due to illness must remain out for the
remainder of the shift.
Section 7. Light Duty. 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.
99-2002 ~AFF
~ CITY~
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 "immediately
family" shall consist of the employee's spouse, parents, and children only.
99-2002 IAFF
~ CITY~
ARTICLE 18
COMPASSIONATE LEAVE
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, foster parents, mother-in-law, father-
in-law, grandparents, grandchildren, brother, sister, son-or daughter. Verification
of the death must be supplied to the City Human Resources Office.
99-2002 IAFF
CITY~
ARTICLE 19
VACATION
Section 1 (A)The following plans (A and B) outline the vacation leave policy for
both the 40-hour employees and the Fire Rescue Department shift 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.
Plan A: The following language and schedule apply to all full time
employees with an employment date prior to October 1, 1993.
FULL-TIME/NON-SHIFT EMPLOYEES
Each full time employee, with the exception of shift members of the Fire Rescue
Department, shall earn vacation leave at the rate of one working day per month
during the first year of service. Each employee shall, at the end of each year
thereafter be credited with additional vacation days (accumulated in hours) for
each full year of continuous service as outlined in the chart below. The number
of days/hours credited per year will not increase after the 21st year of service
unless the included chart is amended. Employees on initial one-year probation
are not eligible to take vacation for the first six months. Vacation may be
accrued in accordance with the following schedule.
99-2002 IAFF
\~ CITY~
Years
Plan A
Vacation Accrual Policy
(Based on 40 hour work week)
of Service Vacation Days Vacation Hours
1 year 12 96
2-3 years 15 120
4 years 16 128
5 years 17 136
6 years 18 144
7 years 19 152
8 years 20 160
9 years 21 168
10-15 years 22 176
16-20 years 24 192
21 years & after 25 200
FULL-TIME/SHIFT EMPLOYEES
For purposes of vacation leave, each shift member of the Fire Rescue
Department shall receive the equivalent of six (6) shift days (144) hours) per year
vacation. Each shift member of the Fire Rescue Department shall earn one (1)
24-hour shift day additional vacation for each four years of continuous service.
The number of days/hours credited per year shall not increase after the 16th
year of service unless amended.
In computing vacation leave earned, no increments will accrue for any pay week
which 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 which includes four or more days of leave of absence
without pay, or the appropriate percentage of the pay period.
9 9 - 2 0 0 2 IAFF CITY
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
Plan B: The following language and schedule apply to all full time employees
with an employment date of October 1, 1993, and thereafter.
FULL-TIME/NON-SHIFT EMPLOYEES
Each full time employee with the exception of shift members of the Fire Rescue
Department shall earn vacation leave at the rates shown in the schedule outlined
in this section. Each employee shall at the end of each year be credited with
additional vacation days (accumulated in hours) for each full year of continuous
service as noted in the chart below. The number of days/hours credited per year
will not increase after the 20th year of service unless the schedule is amended.
Employees on their initial one-year probation are not eligible to take vacation for
the first six months of employment.
Vacation may be accrued in accordance with the following schedule:
Plan B
Vacation Accrual Policy
(Based on 40 hour work week)
Years of Service
1 year
2 years but less than 5
5 years but less than 10
10 years but less than 17
20 years and after
Vacation Days
Vacation Hours
6 48
12 96
15 120
17 136
20 160
99-2002
iAFF
~~ CITY~
FULL-TIME/SHIFT EMPLOYEER
For purposes of vacation leave, each shift member of the Fire Rescue
Department shall receive the equivalent number of vacation shift days (24 hours)
as outlined below. Each shift member of the Fire Rescue Departme,nt shall earn
one (1) 24-hour shift day additional for each four years of continuous service.
The number of days/hours credited per year shall not increase after the 16th
year of service unless amended.
Vacation Accrual Policy
(Based on Fire Rescue Department 48 hour shift)
Years of Service
1 Year
2 years but less than 5
5 years but less than 10
10 years but less than 15
15 years and after
Vacation Shift Days
Vacation Hours
4 96
5 120
6 144
7 168
8 192
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 1 (B). The City and the Union agree to re-open Section 1 (A), within
year two of this agreement, for the purpose of discussing the two-tier vacation
accrual provision.
Section 2. Effective 10/01/2001, the maximum vacation accrual time criteria will
change from a calendar year (January 1, - December 31) to a fiscal year
(October 1 - September 30). Previously, the contract stated:
99-2002 IAFF
CITY~
Vacation leave accrued during January 1 - December 31 may exceed this
stated policy (two [2] year maximum accrual), however, any amount over
the allowable maximum that has not been used during that period
(January I - December 31) will be forfeited as of December 31.
In order to provide a smooth transition from calendar year to fiscal year,
employees will be given additional time to use their accrued leave without
penalty. Those employees who are over their two (2) year maximum on
December 31, 2000 may carry the overage into the year 2001 without loss of
time. Employees who are still over their maximum on September 30, 2001 will
forfeit the number of hours accrued over the two (2) year maximum.
i Section 3. For special "one time" kind of events, employees will be allowed to
i.
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.
99-2002 IAFF ~ CITY~~'~
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.
99-2002 IAFF
CITY~
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.
declared by the City shall be added to the above list.
Any additional holidays
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:
99-2002 IAFF
/Ci TY~
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 l 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.
99-2002 ~AFF
CITY~
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 two (2) 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.
99-2002 IAFF
~ CITY~
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 5% for each rank worked out of class.
When assigned, the employee shall accept the duties and responsibilities of the
position. The internal ranking of Fire Fighter I, II, and III shall be considered as
one classification (Fire Fighter) only for purposes of this Article. Pay for such an
employee working out of classification will commence only upon and subsequent
to the sixth (6th) occurrence (occurrence defined as a minimum of 12 hours
during a shift) of such action. In the event that an employee is promoted into a
higher classification and then works out of class again (in the higher class), pay
for such an employee working out of classification will commence only upon and
subsequent to the 6th occurrence of such action.
Section 2. Higher classification assignment shall, with the Chief's 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.
99-2002 IAFF ~CITY /~~~
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 "A".
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.
99-2002 IAF CITY_~r -/~
ARTICLE 25
EDUCATIONAL INCENTIVE
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.
99-2002
iAFF~4~
CITY~
ARTICLE 26
MEDICAL CERTIFICATION
Section 1. 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. 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 annually for Paramedic incentive will remain at
their current rate at the date of contract ratification. This assignment pay ~hall
be considered a salary disbursement included in W-2 holdings for the purpose of
pension calculations.
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
a Paramedic by the Fire Chief, will no longer receive the $7,488 annual
Paramedic incentive pay.
Section3. 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 no longer provided.~ll personnel, upon ratification of this
99- 2 002 ~AFF CITY
agreement, will have five percent (5%) added to their base salary for the purpose
of determining a new base salary that includes the previous five percent (5%)
incentive. Employees whose adjusted base salary exceed the maximum base
salary within their respective classification as a result of this change will be
allowed to exceed the maximum in accordance with Article 14, Section 3,
Wages.
99-2002 IAFF
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.
99-2002
IAF 50F~~
CITY~
ARTICLE 28
SENIORITY LIST
Section 1. The Fire Rescue Department shall establish a seniority list and it
shall be updated on January 1st 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.
date of application for employment with
If the test scores are the same, the
the Fire Rescue Department will
determine the seniority status, the earlier date being placed higher on the list.
Section 3. Layoffs and staffing cut-backs 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 cut-backs, 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
99-2002 IAFF CITY
recalled. No new employees will be hired into any classification while a laid-off
employee has recall rights.
99-2002
iAFF~52
CITY~
ARTICLE 29
VACANCIES AND PROMOTION~
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. Effective April 1, 2001, minimum requirements for promotional
opportunities will be as outlined in the "Career Ladder" (Addendum "B"). Any
changes to this Career Ladder will be made by the Labor Management Team.
99-2002
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CITY~
ARTICLE 30
REFERENCE MATERIAL
The City shall provide one copy, at each station, of all reference material for
promotional examinations at the posting of notification. This reference material
shall remain in the Fire Station(s).
99-2002
IAF 5F~~
CITY~
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.
99.2002
IAF 5F~
CITY~
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.
99-2002
IAF 5F~
ARTICLE 33
GRIEVANCE PROCEDURE
Section 1. Grievances or disputes which 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 Attomey. The
grievant may be assisted by a union representative or counsel of his/her choice.
i~The inquiry by the City Manager may be tape-recorded. In the case of
i 99-2002 IAFF CITY
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
i'
i agree on a statement of the issue to be submitted, the arbitrator will confine
99-2002 ~AF CITY
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.
99-2002
9
IAFF~
CITY~
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.
99-2002
CITY~
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,
99-2002
iAFF~
CITY~~4~~
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.
99-2002
IAF 6~
CITY~
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.
99-2002
iAFF~63
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 eamed at the rate of time and one half,
with a cap of sixty (60) hours,
99-2002
CITY~
ARTICLE 39
MANAGEMENT RIGHTS
Section 1. The Union and the bargaining unit employees recognize and agree
that 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
99-2002 IAFF ~5 CITY~
as soon as is practical and further provided that wage rates 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.
99-2002 IAFF
~~ CITY~
ARTICLE 40
DURATION
This Agreement shall be in force and effect from October 1, 1999 through
September 30, 2002. Either party can provide notification to the other, no later..
than March 1,2002, expressing a desire to negotiate a new agreement. Upon
receipt of such notification the parties shall arrange to meet, no later than April 1,
2002, 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, 2002, 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.
99-2002 IAFF
~~7 CITY~
Agreed to this ~ ~ ~-/~ day of ~"'C//')~
,200_..q~_.O_, by and
between the respective parties through the authorized representatives of the
Union and the City.
BOYNTON BEACH ASSOCIATION OF
FIRE FIGHTERS, LOCAL 1891:
Witness
Witness
BY:
Secrt~t~
Witness~
Appr, ed as to Form and Correctness:
City Manager
99-2002
~AFF~8
CITY~
TO:
BOYNTON BEACH FIRE RESCUE DEPARTMENT
Randy Jute, President
I.A.F.F. 1891
FROM:
SUBJECT:
DATE:
William L. Bingham, Fire Chief
Letter of Understanding
Firefighter Contract Article 38, Shift Fire Inspectors
March 20, 2000
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, (i.e. 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 THE CITY: /
L. Bingham, Fire ~fi~ef
f OR THE UNION: f'",
~ndy dut P~iden~'--
WITNESS:
Date
Date
Date
UNION CONTRACT - ADDENDUM "A"
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 which 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 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 odginal
application with the further information. The Fire Chief's 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.I.
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
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.
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.
(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.I. Bill or other State or Federal Programs are
91igible for reimbursement under this program. The maximum amount of credit
3ours eligible for payment in a semester is twelve (12) semester hours or fifteen
115) quarter hours, The City will pay an amount equivalent to the current tuition
;harged by the State (public) colleges and universities.
The rater's overall evaluation on the Employee Performance Evaluation
:onducted immediately preceding the beginning of classes must be "Satisfactory"
(~r better for the employee to be eligible for tuition refund unless the course work
fbr the employee receiving a less than "Satisfactory" evaluation relates to the
~rea of weak performance. In addition, any employee placed on suspension or
5
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 and laboratory fees only. It does
not cover books, 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 Department; the amount of the tuition refunded will
be deducted from the employee's final paycheck.
Attachment: Tuition Refund Program Application
6
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 returned 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 policy is consistent with the Boynton Beach Fire Rescue Department's
Tuition Reimbursement Proqram.
The undersigned Boynton Beach Fire Rescue Department employee has read
and fully understands the provisions of this policy as set forth in this document.
without exception.
Employee Name
Em ployee Signature
Date
Witness (BBFRD Chief Officer)
Date
NOTARY:
BOYNTON BEACH FIRE RESCUE DEPARTMENT
TUITION REFUND PROGRAM APPLICATION
LAST NAME
DIVISION
I, I
COURSE INFORMATION
School/City:
FIRST NAME INITIAL
Course (Name & Number):
Course (Name & Number):
Course (Name & NUmber):
SHIFT EMPLOYEE #
DATE
! !
DATE OF ENTRY
Term/Year:
Credit Hours:
Credit Hours:
Credit Hours:
EDUCATIONAL OBJECTIVE
~ No~-degree ~
TITLE OF DEGREE SOUGHT
APPROVAL
2 yr. Degree r--] 4 yr. Degree
FIELD OF SPECIALIZATION
II
r----~ Graduate Degree
MAJOR
I intend to
following
reason wit
benefits a
remain in the employ of the Boynton Beach Fire Rescue Department for at least one (1) year
le completion of approval coursework. In the event that my employment is terminated for any
~in one (1) year of course completion, I agree to reimburse the City of Boynton Beach for tuition
31icable to courses during such pedod.
EMPLOY'E] SIGNATURE
DATE
I/ /
I certify that the above named employee has received a "Satisfactory" or better score on his/her most recent
performan(F:e evaluation prior to submission of this application. I recommend that this applicant be approved
for tu, ition r~efund for the coursework listed above.
FIRE CHIEF[ (OR DESIGNEE) SIGNATURE DATE
DISAppROVAL
Reason:
DEPARTMENT HEAD SIGNATURE DATE
·
UNION CONTRACT - ADDENDUM "B"
CAREER LADDER - Boynton Beach Fire Rescue Department
MINIMUM REQUIREMENTS (Probationary FF through Captain)
Probationary Firefi.qhter (FF/Prob.) [Hire date through 12 months]
PREREQUISITE:
-Certified Florida Firefighter
-Certified Florida Emergency Medical Technician or Paramedic
~TO ADVANCE TO THE NEXT LEVEL:
,. Successful completion of Fire and EMS training and evaluation program
· Successful completion of Fire and EMS practical ability test
Successful completion of FFI Performance and Written Examinations
i Firefi.qhter I (FFI)
PREREQUISITE:
,-Must meet all requirements for Probationary Firefighter
!-Minimum of one (1) year of service with BBFRD
TO ADVANCE TO THE NEXT LEVEL:
Certified Florida Paramedic
io Successful completion of Basic Trauma Life Support (BTLS) Program
Successful completion of FFII Performance and Written Examinations
Firefi.qhter II (FFII)
PREREQUISITE:
-Must meet all requirements of Firefighter I
-Minimum of three (3) years of service with BBFRD
TO ADVANCE TO THE NEXT LEVEL:
Successful completion of FFP 1600 Fire Apparatus/Equipment (or equivalent)
Successful completion of FFP 1640 Fire Hydraulics (or equivalent)
Successful completion BBFRD-sanctioned Aerial Apparatus Course
Successful completion of BBFRD Apparatus, Hydraulics, and Aerial Operation
Performance and Written Examinations
Successful completion of FFill Performance and Written Examinations
irefi.qhter III (FFIII) [Minimum requirement to serve as Acting Lieutenant]
=REREQUISITE:
Must meet all requirements for Firefighter II
Minimum of five (5) years service with BBFRD. Required time will be reduced by one (1)
~ear with an acceptable, job-related Associate or Bachelor Degree
Firefi.qhter Iil (Continued)
TO ADVANCE TO THE NEXT LEVEL:
· 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
Lieutenant (Lt.) [Minimum requirement to serve as Acting Capt /Batt Chief]
PREREQUISITE:
-Must meet all requirements for Firefighter III
-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
-Minimum of one (1) year as a Firefighter III
-Successful completion of Lieutenant promotional examination/assessment and
appointment by the Fire Chief
TO ADVANCE TO THE NEXT LEVEL:
Successful completion of 40-hour BBFRD Officer Candidate School which will include,
is not limited to:
· Departmental Policies, EMS Protocols, Standard Operating Guidelines
· Labor-Management Relationship and Collective Bargaining
· Diversity, Sexual Harassment, and Discrimination Training
· Technical Report Writing and Report Quality Assurance
· Performance Evaluation Training
· Coaching, Counseling and Disciplinary Action
· Budget Analysis and Preparation
· Community Relations Project
Captain (Capt.)
:'REREQUISITE:
· Must meet all requirements for Lieutenant
· 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
,Successful completion of Captain promotional examination/assessment and
appointment by the Fire Chief
FO ADVANCE TO THE NEXT LEVEL:
Graduation from an accredited college or university with an Associate Degree in Fire
Science, EMS, or other work-related discipline
Successful completion of FFP 2100 Fire Service Administration
Successful completion of MNA 2303 Introduction to Public Personnel Management
2
RESOLUTION NO. R00-
A RESOLUTION OF THE CITY COMMISSION OF THE CITY OF
BOYNTON BEACH, FLORIDA, RATIFYING THE 1999-2002
COLLECTIVE BARGAINING AGREEMENT BETWEEN THE CITY
OF BOYNTON BEACH AND THE BOYNTON BEACH
ASSOCIATION OF FIRE FIGHTERS, LOCAL 1891 OF THE
INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS, AFL-CIO,
CLC; AND PROVIDING AN EFFECTIVE DATE.
WHEREAS, the City and the Boynton Beach Association of Fire Fighters, Local 1891
of the International Association of Fire Fighters, AFL-CIO, CLC have been diligently
negotiating a collective bargaining agreement; and
WHEREAS, the Boynton Beach Association of Fire Fighters, Local 1891 of the
International Association of Fire Fighters, AFL-CIO, CLC have ratified the attached Collective
Bargaining Agreement;
NOW, THEREFORE, BE z'r RESOLVED BY THE CZTY COMMISSION OF THE
cTrY OF BOYNTON BEACH, FLORZDA, THAT:
Section 1. The City Commission of the City of Boynton Beach, Florida does
hereby ratify the 1999-2002 Collective Bargaining Agreement between the City of Boynton
Beach and the Boynton Beach Association of Fire Fighters, Local 1891 of the InternaUonal
Association of Fire Fighters, AFL-CIO, CLC, a copy of which is attached hereto as Exhibit "A".
Section 2. This Resolution shall become effective immediately upon passage.
PASSED AND ADOPTED this ~/~ day of 3une, 2000.
A~E~:
Vice Mayor
Mayor Pro Tem _~
C'a'~missioner
ZV-CONSENT AGENDA
ITEM C.2
CITY OF BOYNTON BEACH
AGENDA ITEM REQUEST FORlv
Requested City Commission
Meetin~ Dates
[] M~ch 21, 2000
[] Ap~l 4, 2000
[] April lB, 2000
Date Final Form Must be Turned
in to City Clerk's Office
March 8, 2000 (5:00 p.m.)
March 22, 2000 (5:00 p.m.)
April 5, 2000 (5:00 p.m.)
Requested City Commission
Meeting Dates
[] May 16, 2000
[] June 6, 2000
[] June 20, 2000
Date Final Form Must be Turned
in to City Clerk's Office
May 3, 2000 (5:00 p.m.)
May 17, 2000 (5:00 p.m.)
June 7, 2000 (5:00 p.m.)
[] Ma
NATU
AGEN
RECO
Associ:
EXPL,
'2,2000
April 19, 2000 (5:00 p.m.)
[] July 5, 2000
June 21, 2000 (5:00 p.m.)
RE OF
DA ITEM
[] Administrative [] Development Plans
[] Consent Agenda [] New Business
[] Public Hearing [] Legal
[] Bids [] Unfinished Business
[] Announcement [] Presentation
MMENDATION: Ratification of Collective Bargaining Agreement between the City and Boynton Beach
ttion of Fire Fighters, IAFF Local 1891.
kNATION: This is a three year agreement effective October 1, 1999 through September 30, 2002.
PROGRAM IMPACT: The Program Impact was outlined during and Executive Session on March 29, 2000.
FISC/~L IMPACT: The fiscal impact was discussed during and Executive Session on March 29, 2000.
ALTE
S:XBUI]
?,NATIVES: Do not ratify this agreement.
Department Head's ~namre
Department Name
.F~TINXFORMS~AGENDA ITEM REQUEST FORM.DOC
' C:~t~mager's Signature
City Attorney / Finance ! Human Resources
COMMISSION
JUN 6
APPROVAL