R02-216RESOLUTION NO. R02- o~
A RESOLUTION OF THE CITY COMMISSION OF THE CITY
OF BOYNTON BEACH, FLORIDA, RATIFYING THE 2002-2005
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 IT RESOLVED BY THE CITY COMMISSION OF THE
CITY OF BOYNTON BEACH, FLORIDA, THAT:
Section 1. The City Commission of the City of Boynton Beach, Florida does hereby
ratify the 2002-2005 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, a copy of which is attached hereto and made a part hereof.
Section 2. This Resolution shall become effective immediately upon passage.
PASSED AND ADOPTED this I'"~ day of December, 2002.
CITY OF BOYNTON BEACH, FLORIDA
Co ' ' on~//~
~/~~~-O Commissioner
II ~' o'..gbw"~2'2'. *' ~
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October1,2002- September 30, 2005
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
Ratified by Commission I~/1-//~),~,
Final
11/21/02 I AFF ~-~ CI TY
Article
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TABLE OF CONTENTS
Title Page
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 ................................... 28
Exchange Time ............................................... 29
Sick Leave .................................................... 30
Compassionate Leave .................................... 34
Vacation ......................................................... 35
Personal Time ................................................. 38
Holidays .......................................................... 39
Court Time ..................................................... 41
Working Out of Classification .......................... 43
Education ...................................................... 44
Educational Incentive ...................................... 45
Medical Certification ....................................... 46
Licenses & Registration 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
Duration ...................................................... 64
Signature Page ............................................ 65
ADDENDA
ADDENDUM "A"
Post Accident
Drug and Alcohol
Testing Policy
Page 66
ADDENDUM "B"
Salary-Oct 1,2002
Page 70
ADDENDUM "C"
2002-2005
Wage adjustment
Page 72
ADDENDUM "D"
Tuition Refund
Program/Rules
Page 75
ADDENDUM "E"
Career Ladder and
Promotional Criteria
Page 83
Final
11/21/02
IAFF ~'--- CITY
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 which may arise and to establish proper
standards of wages, hours and other conditions of employment.
2002-2005 IAFF
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.
ARTICLE 2
DISCRIMINATION
The City agrees not to discriminate against any employee for his/her activity on
behalf of, or membership in, the Union.
3
2002 -2005 IAFF CITY
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.
2002-2005 IAFF
4
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 no later
than the preceding corresponding shift.
Section 2. 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, banked, and distributed 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 replacement of Union Representatives attending an approved
5
2002-2005 IAFF
function.
Section 3. All requests to use this time are subject to daily staffing
requirements and must be approved by the Shift Commander not later than the
preceding corresponding shift. As identified in Section 1, 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.
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.
2002-2005 IAFF
7
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.
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.
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 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.
10
2002-2005 IAFF ~ CITY ~
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.
2002-2005 IAFF
11
CITY
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, 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
and one pair of dress 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
2 ea.
1 ea.
1 ea.
1 ea.
3 ea.
3 ea.
1 ea.
1 ea.
1 ea.
1 ea.
year:
2002-2005
uniform shirts (Class A)
Class A tie.
uniform pants (Class A)
coveralls
Uniform pants/shorts (Class B) (EMS pants)
polo shirts
ball cap
Lightweight waterproof shell jacket
pair of approved black boots or safety shoes
pair of dress (Class A) shoes
CITY
2 ea. shorts
3 ea. T-shirts
2 ea. job shirts
1 ea. Last Resort belt with buckle
Specialty patches as required
2002-2005
13
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
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 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.
2002-2005 IAFF
14
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
A. 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)
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. The City shall offer flu shots for all members as a means of
protection from contracting the flu while working during flu season.
15
2002-2005 IAFF . CITY
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).
2002-2005 IAFF
16
ARTICLE 12
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 redU'ced. 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 acc'idental 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.
17
2002-2005 IA'FF CITY
Section3. 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 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.
Section 5
A.~. Drug-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 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
18
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.
19
2002-2005
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.
2O
2002-2005
IAFF \'~"~ CITY
&
ARTICLE 14
WAGES
Section lA. Effective October 1, 2002, 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 $13.3780 $33,391.43
Firefighterl 14 48 $14.0469 $35,061.00 $17.9190 $44,726.06 :i~'~ $21.7913 $54,391.12
Firefighter II 15 48 $14.7492 $36,814.05 $18.8149 $46,962.36 $22.8809 $57,110.67
Firefighter III 18 48 $15.4867 $38,654.75 $19.7558 $49,310.48 $24.0249 $59,966.21
Lieutenant 23 48 $16.7845 $41,894.03 $22.7457 $56,773.51 :. $28.7071 $71,653.00
Captain 26 48 $17.6237 $43,988.73 $23.8830 $59,612.19 $30.1425 $75,235.65
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 Hourly Annual Hourly Annual
Grade Week Minimum Minimum Midpoint Midpoint Maximum Maximum
Firefi~lhter Prob 14P 40 $16.0535 $33,391.43
Firefighterl 14 40 $16.8562 $35,061.00 $21.5029 $44,726.06 $26.1495 $54,391.12
Firefi~hterll 15 40 $17.6990 $36,814.05 $22.5780 $46,962.36 $27.4570 $57,110.67
Firefighterlll 18 40 $18.5840 $38,654.75 i~ $23.7069 $49,310.48 $28.8299 $59,966.21
Lieutenant 23 40 $20.1413 $41.894.03 $27.2949 $56,773.51 Ii;
~ii::i $34.4485 $71,653.00
Captain 26 40 $21.1484 $43,988.73 $28.6597 $59,612.19 $34.2479 $75,235.65
Paramedic
Technical Rescue
CERTIFICATION INCENTIVE PAY
$3.60 Over Hourly Base Rate ($7,488.00 annual rate)
$0.576 Over Hourly Base Rate ((1,1 98.08 annual rate)
NOTE: The Deputy Fire Marshal is a bargaining unit member and receives a salary commensurate to
Lieutenant.
2002-2005 IAFF
21
Section lB. Effective October 1,2003, 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 $13.7793 $34,393.17
Firefighterl 14 48 $14.4683 $36,112.83 ,;~**, $18.4566 $46,067.84 $22.4451 $56,022.85
F irefighterll 15 48 ~!i~l $15.1917 $37,918.47 ,$19.3794 $48,371.23 $23.5673 $58,823.99
Firefighterlll 18 48 $15.9513 $39,814.40 $20.3484 $50,780.79 ~i $24.7457 $61,765.19
Lieutenant 23 48 iii. l i'll $17'2280 $43,150.85 $23.4281 $58,476.72 ~
Captain 26 48 $18.1524 $45,308.39 ~.,~ $29.5683 $73,802.59
$24.5995 $61,400.55 $31.0468 $77,402.72
Paramedic $3.00
Technical Rescue $0.48
CERTIFICATION INCENTIVE PAY
Over Hourly Base Rate ($7,488.00 annual rate)
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 $16.5351 $34,393.17
Firefighter I 14 40 ;:iii
$17.3619 $36,112.83 $22.1480 $46,067.84 $26.9340 $56,022.85
Firefighterll 15 40 $18.2300 $37,918.47 $23.2553 $48.371.23 -;;ii $28.2807 $58,823.99
Firefighterlll 18 40 $19.1415 $39,814.40 $24.4181 $50,789.79 $29.6948 $61,765.19
Lieutenant 23 40 $20.7456 $43,150.85 $28.1138 $58,476.72 ~ $35.4820 $73,802.59
Captain 26 40 $21.7828 $45,308.39
$29.5194 $61,400.55 $37.1609 $77,492.72
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 bargaining unit member and receives a salary commensurate t~
Lieutenant.
2002-2005 IAFF
22
CITY ,
Section 1C. Effective October 1,2004, 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 $14.1927 $35,424.97
Firefighterl 14 48 i'~{I' $14.9023 $37,196.21 $19.0103 $47,449.87 $23.1184 $57,703.54
Firefighterll 15 48i!~i' $15.6474 $39,056.03 $19.9548 $49,807.37 $24.2743 $60,588.71
Firefighterlll 18 48 $16.4298 $41,008.83 $20.9589 $52,313.49 $25.4880 $63,618.15
Lieutenant 23 48 $17.8066 $44,445.37 ~-~
ii~$24.1310 $60,231.02 $30.4554 $76,016.67
Captain 26 48 $18.6970 $46,667.64
$25.3375 $63,242.57 $31.9782 $79,817.50
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 Hourly Annual Hourly Annual
Grade Week Minimum Minimum Midpoint Midpoint Maximum Maximum
Firefighter Prob 14P 40 $17.0312 $35,424.97
Firefighterl 14 40 '! $17.8827 $37,196.21 $22.8124 $47,449.87 !~,ii $27.7420 $57,703.54
Firefighterll 15 40 is;:': $18.7769 $39,056.03 $23.9458 $49,807.37 ~
...... $29.1147 $60,588.71
Firefighterlll 18 40 $19.7157 $41,008.83 $25.1507 $52,313.49 $30.5856 $63,618.15
Lieutenant 23 40 $21.3679 $44,445.37 $28.9572 $60,231.02 ~t~!$36.5464 $76,016.67
_r...(':antain 26 40
=~, $22.4363 $46,667.64 $30.4050 $63,242.57 $38.3737 $79,817.50
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 bargaining unit member and receives a salary commensurate to
Lieutenant.
2002-2005 IAFF
23
Section 2.
On October 1,2002, in order to place members of the bargaining unit
appropriately in their pay range based on years of service, the table in
Addendum "B" will be used. On October 1,2003 and October 1, 2004 each
member of the bargaining unit shall receive a wage adjustment consistent with
the increase in pay ranges identified in Section I(A, B, and C).
Effective April 1,2003 (or as indicated below), April 1,2004, and April 1,2005,
a wage adjustment of up to 5% will be provided based on performance
appraisal.
Employees whose anniversaries fall between October 1,2002 and March 31,
2003, shall be eligible to receive, on their anniversary, the initial wage
adjustment up to five-percent (5%) into base-pay based on their annual
performance evaluation, unless the employee has reached their maximum
salary cap, as noted in Section 1. Employees whose anniversaries fall
between April 1,2003 and September 30, 2003 shall be eligible to receive on
April 1,2003 a wage adjustment up to five-percent (5%) into base-pay based
on their annual performance evaluation, 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
2002-2005
24
salary disbursement included in W-2 holdings for the purpose of pension
calculations.
The table in Addendum "C" 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
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
2002 -2005
CITY ,~,~,~
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
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.
2002 -2005
26
Section 6.
In order to make the transition to comply with the citywide policy of a common
employee evaluation date (April 1), the following adjustment will be made:
(A) Employees with evaluations due between October 1,2002 and March 31,
2003 will have their evaluations completed and processed as scheduled
and will receive a wage adjustment assuming satisfactory (or above)
performance. The requirement to complete specific annual personal goals
will be waived. On April 1 ,2003 new goals will be established for the
subsequent year. The next annual evaluation will be due on March 31,
2004.
(B) Employees with evaluations due between April 1,2003 and September
30, 2003 will have their evaluations completed no later than March 31,
2003, and will receive a wage adjustment assuming satisfactory (or above)
performance. The requirement to complete specific annual personal goals
will be waived. On April 1, 2003 new goals will be established for the
subsequent year. The next annual evaluation will be due on March 31,
2004.
2002-2005
27
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 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 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.
28
2002-2005 IAFF
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 1, Firefighter
21 and Firefighter 3 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 3's may also exchange time with
Lieutenants.
2002-2005 IAFF
29
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 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.
2002-2005 IAFF
30
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. 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.
2002 -2005 IAFF
31
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. 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.
2002 -2005
32
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.
2002-2005 IAFF
33
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, foster child, mother-in-
law, father-in-law, brother-in-law, sister-in-law, grandparents, spouses'
grandparents grandchildren, brother, sister, son or daughter. Verification of the
death must be supplied to the City Human Resources Office.
34
% ~-
2002-2005 IAFF ~Q~ CITY
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 Vacation Days Vacation Houm
DOE until
Be_cllnnlna
Be.q~nmn,q
ae_cilnnlnq
ae.qlnnln~
Beg~nmng
Be~mmna
First Anniversary 12 96
of 2nd year until Fourth Anniversary 15 120
of 5th year until Eiqhth Anniversary 18 144
of 9m year until Eleventh Anniversary 20 160
of 12TM year until Fifteenth Anniversary 22 176
of 16TM year until Twentieth Anniversary 24
of 21st year and thereafter
192
25 200
Vacation Accrual Policy (48-hour work-week)
Years of Service
DOE until First Anniversary
BeRinnin.q of 2nd year until Fourth Anniversary
BeRinnin,q of 5t~ Year until Eighth Anniversary
Beginning of 9t Year until Eleventh AnniverSary
Beginning of 12t' year until Fifteenth Anniversary
BeRinnin.q of 16t~ year and after
Vacation Days Vacation Hours
5 120
6 144
7 168
8 197
9 216
10 240
2002-2005 IAFF
35
CITY~~
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.
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. Effective 01/01/2003, the policy and procedure for yearly selecting
vacation time will change from a calendar year to a fiscal year. For a one-time -
only circumstance, vacation selections will be made from January 1,2003
through September 30, 2003. Subsequently, following this transition period, the
following procedure and new time period for scheduling vacation choices will be
formatted to a fiscal year- October 1st through September 30th. 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 after September 30, 2003
may carry the overage into the year 2004 without loss of time. Employees who
are still over their maximum after September 30, 2004 will forfeit the number of
hours accrued over the allowable maximum.
Section 4. For special "one time" kind of events, employees will be allowed to
36
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 5. Personnel requesting vacation time on the same day will not be
approved if the issuing of the vacation time results in call back.
2002-2005 IAFF
37
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.
38
2002-2005 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. 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:
39
2002-2005 IAFF ~-~ CITY
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.
2002-2005 IAFF
40
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 any one day. A minimum payment of one
('1) hour straight time shall be paid for all standby assignments. When an
2002-2005
41
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.
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.
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.
Higher classification assignment shall, with the Chief's discretion as
2002-2005 IAFF
43
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 "D"
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.
2002-2005 IAFF
44
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.
2002-2005 IAFF
45
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 shall
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.
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.
2002-2005
46
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.
2002-2005 IAFF
47
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 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 (~2) months and shall be
recalled in the reverse order in which they are laid-off, i.e., last laid-off will be first
2002 -2005
48
recalled. No new employees will be hired into any classification while a laid-off
employee has recall rights.
49
2002-2005 IAFF ~'~--~ CITY ~~,,
ARTICLE 29
VACANCIES AND PROMOTIONS
Section 1. Budgeted promotional vacancies occurring in any
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.
position
within
Section 2. Minimum requirements for promotional opportunities and the
promotional process are as outlined in the "Career Ladder" (Addendum "E").
Any changes to this Career Ladder will be made by the Labor Management
Team.
2002-2005 IAFF
5O
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 "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.
51
2002-2005 IAFF ~''~ 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.
2002-2005 IAFF
52
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.
2002-2005 IAFF
53
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 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
54
IAFF ~
2002-2005
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
agree on a statement of the issue to be submitted, the arbitrator will confine
2002 -2005
55
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.
2002-2005 IAFF
56
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.
57
2002-2005 IAFF ~-~ 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.
2002 -2005 IAFF
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.
2002-2005 IAFF
59
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.
2002-2005 IAFF
6oj
CITY~,~
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 sixty (60) hours.
2002 -2005 IAFF
61
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
62
IAFF ~ --
2002-2005
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.
2002-2005 IAFF
63
ARTICLE 40
DURATION
This Agreement shall be in force and effect from October 1,2002 through
September 30, 2005. Either party can provide notification to the other, no later
than March 1,2005, expressing a desire to negotiate a new agreement. Upon
receipt of such notification the parties shall arrange to meet, no later than April 1,
2005, 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, 2005, 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.
2002-2005 IAFF
Agreed to this
l'7 ~ day of~~b.~ ,200~. , by and
between the respective parties through the authorized representatives of the
Union and the City.
BOYNTON BEACH FIGHTERS AND
PARAMEDICS, IAFF, LOCAL 1891'
Witness
~ Presiden_J,J~'
Secretary
Witness
iV yo/
Approve~as Form and Correctness:
City ~an'~er
2002-2005
65
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 any one 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 fiat 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
2002 -2005
66
IAFF ~
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 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.
67
2002-2005 IAFF ~ CITY
UNION CONTRACT - ADDENDUM "A (continued)
Post Accident Druq and Alcohol Testinq Procedure
1. Employee or supervisor will contact CorVel 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:
Pinecrest Outpatient Center
15340 Jog Road
Delray Beach, FL 33413
Hours of Operation: 8:00 a.m. - 5:30 p.m., Monday through Friday
5. Laboratory performing testing is:
Quest Diagnostic Labs
Leesburg, FL
6. Medical Review Officer is:
Darrin Fry, MD
15340 Jog Road
Delray Beach, FL 33413
2002-2005 IAFF
CITY
7. Alternate collection site is:
Family Medicine Center
9776 S. Military Trail
Boynton Beach, FL
Hours of Operation: 9:00 a.m. - 5:00 p.m. Saturday and Sunday
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.
2002-2005 IAFF
69
CITY
Addendum "B"
BASE HOURLY Step Effctv. BASE HOURLY
EMPLOYEE HIRE DATE Years of Service CLASS SALARY(Prior to October 1, SALARY Effctv.
10/112002) 2002 101112002
KEISTER,R 6/14/1979 23.5 Capt $28.8435 step 12.5 $30.1425
WlTT, J 4/6/1987 15.6 Capt/PM $23.1331 step 8.5 $24.7983
QUINN,K 3/29/1984 18.7 CaptJPM $26.8309 step 10.5 $27.3401
LANDRESS,M 10/5/1998 4.1 40HR EMS C. $21.5524 step2.5 $22.2058
GARNSEY, B 12/11/1997 4.9 40HR ICC $23.9306 step 4.5 $24.4819
KOLESAR, E 10/15/2001 1.1 FF Prob. $11.8417 step 1.0 $13.3780
GARGIULO, J 3/5/2001 1.7 FF1 $12.9312 step 2.1 $14.7492
MARTIN, J 3/5/2001 1.7 FF1 $12.9312 step 2.1 $14.7492
MOHORN, P 3/5/2001 1.7 FF1 $12.9312 step 2.1 $14.7492
RAYBUCK, J 3/5/2001 1.7 FF1 $12.9312 step 2.1 $14.7492
REDDOCH, K 3/5/2001 1.7 FF1 $12.9312 step 2.1 $14.7492
REYES, M 3/5/2001 1.7 FF1 $12.9312 step 2.1 $14.7492
WANDELL, E 3/5/2001 1.7 FF1 $12.9312 step 2.1 $14.7492
TUREY, A 1/29/2001 1.8 FF1 $12.9312 step 2.1 $14.7492
MACALPINE, C 11/6/2000 2.0 FF1 $12.7446 step 2.1 $14.7492
FERNANDEZ,A 6/5/2000 2.5 FF1 $13.7079 step 2.1 $14.7492
PERRON, C 3/5/2001 1.7 FFI/PM $12.9312 step 2.1 $14.7492
BRANT, J 3/5/2001 1.7 FFI/PM $12.9312 step 2.1 $14.7492
SMITH, D 3/5/2001 1.7 FFI/PM $12.9312 step 2.1 $14.7492
DRUMM,W 6/5/2000 2.5 FFI/PM $13.7079 step 2.1 $14.7492
DeFILIPPIS,A 1/10/2000 2.9 FFI/PM $13.7079 step 2.1 $14.7492
MC MATH,S 12/11/1997 4.9 FF2 $14.1867 step 3.2 $16.2610
LEGETTE,S 6/12/1997 5.4 FF2 $14.1366 step 3.2 $16.2610
KINBACHER,J 1/3/1991 11.9 FF2 $17.1011 step 5.2 $17.9278
GALARNEAU,R 8/9/1999 3.3 FF2/PM $13.5131 step 3.2' $16.2610
TRACY,B 8/9/1999 3.3 FF2/PM $13.5131 step 3.2 $16.2610
AARON,S 8/9/1999 3.3 FF2/PM $14.3915 step 3.2 $16.2610
BESOSA,M 3/15/1999 3.7 FF2/PM $14.8273 step 3.2 $16.2610
CARR,J 3/15/1999 3.7 FF2/PM $14.9691 step 3.2 $16.2610
DEMARCO,R 12/7/1998 4.0 FF2/PM $14.8251 step 3.2 $16.2610
NARDI,J 10/5/1998 4.1 FF2/PM $14.9669 step 3.2 $16.2610
BRESCIA,B 6/15/1998 4.4 FF2/PM $14.5414 step 3.2 $16.2610
MUNNILAL,N 6/15/1998 4.4 FF2/PM $14.1867 step 3.2 $16.2610
ALTMAN, R 12/11/1997 4.9 FF2/PM $14.1867 step 3.2 $16.2610
BRANT,D 12/11/1997 4.9 FF2/PM $14.1867 step 3.2 $16.2610
GREGOREK,M 12/11/1997 4.9 FF2/PM $14.8251 step 3.2 $16.2610
KILCOOLEY, J 12/11/1997 4.9 FF2/PM $14.1867 step 3.2 $16.2610
TAMIHI,C 12/11/1997 4.9 FF2/PM $14.1867 step 3.2 $16.2610
CLEMONS,L 6/20/1996 6.4 FF2/PM $15.7696 step 4.2 $17.0741
NANCE,R 9/14/1995 7.2 FF2/PM $16.7720 step 4.2 $17.0741
GARClA,L 2/25/1993 9.7 FF2/PM $16.4901 step 5.2 $17.9278
REHR,E 1/3/1991 11.9 FF2/PM $16.4940 step 5.2 $17.9278
HAGG,D 1/26/1995 7.8 FF2/PM/OE $16.0081 step 4.2 $17.0741
JULIA,J 10/29/1992 10.1 FF2/PM/OE $15.7749 step 5.2 $17.9278:
2002-2005
Addendum "B"
BAIER,R 1/3/1991 11.9 FF2/PM/OE $16.9064 step5.2 $17.9278
LEAMON,E 7/9/1985 17.4 FF2/PM/OE $20.0968 step 9.2 $21.7913
REHR,R 1/31/1991 11.8 FF3 $18.2082 Step 5.3 $18.8242
TEMPERELLI,M 1/3/1991 11.9 FF3 $18.2082 Step 5.3 $18.8242
JUTE,R 1/8/1987 15.9 FF3 $20.4133 Step 7.3 $20.7536
Woznick, M 5/1/1986 16.6 FF3 $21.6464 Step 8.3 $21.7913
LIMAURO,R 11/24/1985 17.0 FF3 $22.7472 Step 9.3 $22.8809
REITZ,T 7/10/1985 17.4 FF3 $22.5317 Step 9.3 $22.8809
^NDERSON,R 1/27/1983 19.8 FF3 $22.7722 Step 9.3 $22.8809
NEWELL,D 7/16/1981 21.4 FF3 $23.9225 Step 10.3 $24.0249
KIRCHEN,A 8/30/1979 23.2 FF3 $23.5913 Step 10.3 $24.0249
LEDERHANDLER,L 12/11/1997 4.9 FF3/PM $15.7154 Step 3.3 $17.0741
KEELER,M 8/1/1996 6.3' FF3/PM $15.6949 step 4.3 $17.9278
COUTSOUVANOS,N 6/20/1996 6.4 FF3/PM $17.0572 Step 4.3 $17.9278
HENKLE,M 6/20/1996 6.4 FF3/PM $16.7151 Step 4.3 $17.9278
KRUSE,R 9/14/1995 7.2 FF3/PM $16.1447' step 4.3 $17.9278
NEWMAN,A 1/3/1991 11.9 FF3/PM $18.2082 Step 5.3 $18.8242
CROFT,R 1/8/1987 15.9 FF3/PM $20.4767 Step 7.3 $20.7536
EBERLY, D 1/8/1987 15.9 FF3/PM $20.0804 Step 7.3 $20.7536
FLUSHING,D 4/10/1981 21.6 FF3/PM $24.1178 step 10.3 $24.1178
HAGG, J. 2/13/1980 22.8 FF3/PM $23.5900 Step 10.3 $24.0249
WANDELL,C 10/29/1992 10.1 LT $22.9441 Step 7.4 $22.4928
ABEL,B 1/3/1991 11.9 LT $18.7765 step 5.4 $20.4016
HERNANDEZ,D 1/3/1991 11.9 LT $18.9493 step 5.4 $20.4016
MARTIN,P 1/3/1991 11.9 LT $19.1306 step 5.4 $20.4016
HENDERSON,L 2/4/1988 14.8 LT $20.6087 step 6.4 $21.4217
ESTEVES,E 5/1/1986 16.6 LT $22.7473 step 8.4 $23.6174
:SIMPSON,G 7/26/1985 17.3 LT $25.3437 step 9.4 $24.7983
IWOJCIECHOWSKI,S 1/27/1983 19.8 LT $25.1057 step 10.4 $26.0382
KINSER,D 12/27/1993 8.9 LT/PM $18.2602 step 5.4 $20.4016
MURPHY,T 1/31/1991 11.8 LT/PM $19.1029 step 5.4 $20.4016
FITZPATRICK, M 1/3/1991 11.9 LT/PM $18.9493 step 5.4 $20.4016
REYES, C 1/3/1991 11.9 LT/PM $19.1183 step 5.4 $20.4016
RUDY, R 1/3/1991 11.9 LT/PM $19.3141 step 5.4 $20.4016
HERRMANN, E 2/4/1988 14.8 LT/PM $20.9798 step 6.4 $21.4217
THYNG,B 2/4/1988 14.8 Lt/PM $20.4562 step 6.4 $21.4217
PLAYNE,M 1/2/1983 19.9 LT/PM $24.5769 step 10.4 $26.0382
OXENDINE,P 6/12/1979 23.5 LT/PM $27.4700 step 12.4 $28.7071
2002-2oo5
0
0
0
0
0
0
O0
0
0
0
~0~0~0
0
0
I
0
0
0
0
0
UNION CONTRACT - ADDENDUM "D"
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
?5
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 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
2002-2005
76
IAFF ~'-' CITY ~
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.
77
2002-2005 IAFF ~-~ CITY
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
2002-2005
78
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
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
2002-2005
79
IAFF ~ CITY ~
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 Department; the amount of the tuition refunded will
be deducted from the employee's final paycheck.
Attachment: Tuition Refund Program Application
2002-2005 IAFF
8O
CITY
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 policy is consistent with the Boynton Beach Fire Rescue Depertment's
Tuition Reimbursement Proqram.
The undersigned Boynton Beech Fire Rescue Department employee has read
and fully understands the provisions of this policy as set forth in this. document
without exception.
Employee Name
Employee Signature
Date
Date
Witness (BBFRD Chief Officer)
NOTARY:
2002-2005
IAFF
81
BOYNTON BEACH FIRE RESCUE DEPARTMENT
TUITION REFUND PROGRAM APPLICATION
LAST NAME
DIVISION
I
COURSE INFORMATION
FIRST NAME
SHIFT
INITIAL DATE ...
~MPLOYEE # DATE OF ENTRY
School/City:
Course (Name & Number):
Course (Name & Number):...
Course (Name & Number):
[] Non<legme
EDUCATIONAL OBJECTIVE
[] 2 yr, Degree [] 4 yr, Degree
TITLE OF DEGREE SOUGHT
FIELD OF SPECIALIZATION
APPROVAL
Term/Yea~
Credit Hours:
Credit Hours:
Credit Hours:
[] Graduate Degree
MAJOR
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 terminated for any
reason within one (1) year of course completion, I agree to reimburse the City of Boynton Beach for tuition.-"
benefits applicable to courses during such period.
E~APLOYE~ SIONATURB DAT~
I certify that the above named employee has received a "Satisfactory" or better score on his/her most recent
performance evaluation prior to submlssion of this application, I recommend that this applicant be approved
for tuition refund for the coursework listed above,
FIR.E CHIEF (OR DESIGNEE) SIGNATURE DATE
DISAPPROVAL
Reason:
DEPARTMENT HJF. AD SIGNATURE DATE
2002-2005 IAFF
82
CITY
UNION CONTRACT - ADDENDUM "E"
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 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.
Firefi.qhter 1 (FF1)
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
· Successful completion of FFII Performance and Written Examinations
Firefi.qhter 2 (FF2)
PREREQUISITE:
-Must meet all requirements of Firefighter 1
-Minimum of three (3) years of service with BBFRD
TO ATTAIN FFII/OPERATOR ENGINEER STATUS:
· 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 (40 hour
min.)
2002 -2005 IAFF
83
· Successful completion of BBFRD Apparatus, Hydraulics, and Aerial
Operation Performance and Written Examinations
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 FFP2320 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
Firefi,qhter 3 (FF3) [Minimum requirement to serve as Acting Lieutenant]
PREREQUISITE:
-Must meet all requirements for Firefighter II
-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
TO ADVANCE TO THE NEXT LEVEL:
· 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)
-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
TO ADVANCE TO THE NEXT LEVEL: · Successful completion of FFP 2100 Fire Service Administration
· Successful completion of MNA 2303 Introduction to Public Personnel
Management
84
2002-2005 IAFF ~---~ CITY ',~!~
· Successful completion of 40-hour BBFRD Officer Candidate School which
will include, but 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
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
-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.
PROMOTIONAL PROCESS (For Lieutenant and Captain)
Bo
2002-2005
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.
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.
The Fire Chief has the option to select any one 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.
Any employee who successfully passes a promotional examination
shall have a credit for continuous service added to their final score
85
IAFF ~'" CITY
which shall be computed as follows: One-fourth (1/4) point shall be
added for each full year of uninterrupted service.
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)
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 "E".
Fire Chief
IAFF, LO~~ Pres~'dent
86
2002-2005 IAFF t~-~ CITY
BOYNTON BEACH FIRE RESCUE DEPARTMENT
TO: Randy Jute, President
I.A.F.F. 1891
FROM: William L. Bingham, Fire Chief
SUBJECT: Letter of Understanding
Firefighter Contract A~ticle 38, Shift Fire Inspectors
DATE: November 21, 2002 ~
It is the intent to of this Letter of Understanding to clarify negotiated issues regarding previous
contract Article 38, Shift Fire Inspecte'.r,s. B.y virtue of this letter, and through attrition, we agreed 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 insp~cters (Lt. 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.
3) The previous 5% incentive pay (based on their September 30, 1995 pay) was
changed to an incentive pay .e, qual to the then-existing rate, (i.e. from a %-based
incentive to a strict dollar figure)..This incentive pay, once established, will not increase.
This change was effective up.on r. atification of the 1999-2002 Agreement, and will be in
effect until they respectively either leave the service of the Department or fail to renew
the requisite inspector certification.
4) If, for any reason, either i.~spector 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 t. he 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% =~ $4.0.30 wkly; $80.60 biwkly; $2,095.60 yrly)
W~NESS: /~
Date
Date