R08-116
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RESOLUTION R08- " ~
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A RESOLUTION OF THE CITY COMMISSION OF
THE CITY OF BOYNTON BEACH, FLORIDA,
RATIFYING THE AGREEMENT BETWEEN THE
CITY OF BOYNTON BEACH, FLORIDA AND THE
INTERNATIONAL ASSOCIATION OF
FIREFIGHTERS, LOCAL 1891 FOR THE PERIOD
OF OCTOBER 1,2008 THROUGH SEPTEMBER 30,
2011, AND AUTHORIZING AND DIRECTING THE
MAYOR AND CITY CLERK TO EXECUTE THE
AGREEMENT; AND PROVIDING AN EFFECTIVE
DATE.
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WHEREAS, the City of Boynton Beach and the International Association of
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Firefighters, Local 1891 have successfully concluded negotiations for a three (3) year
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contract; and
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WHEREAS, the Agreement was ratified by the Bargaining Unit of the Union;
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and
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WHEREAS, the City Commission of the City of Boynton Beach deems it to be in
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the best interests of the residents and citizens of the City to ratify the Agreement and
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execute the same; and
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NOW, THEREFORE, BE IT RESOLVED BY THE CITY COMMISSION
OF THE CITY OF BOYNTON BEACH, FLORIDA, THAT:
Section 1.
The foregoing "WHEREAS" clauses are true and correct and hereby
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ratified and confirmed by the City Commission.
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Section 2.
The City Commission of the City of Boynton Beach, Florida does
30 hereby ratify the Agreement between the City of Boynton Beach and the International
31 Association of Firefighters, Local 1891 for the period of October 1, 2008 through
32 September 30, 2011, and authorizing and directing the Mayor and City Clerk to execute
S:\CA\RESO\AgreementS\CBA RatificationS.IAFF OS-II.doc
the Agreement, a copy of said agreement being attached hereto as Exhibit "A".
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Section 3.
This Resolution will become effective immediately upon passage.
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PASSED AND ADOPTED this 7 day of October, 2008.
CH, FLORIDA
CO. m. m., I,. s~.jo. n.er - .Ronald W. eilan:.~. .~'
~ ,I .
?~P~~~~z<52 ~
Commissi<~ger - ~oodrow L. Hap
~".~/~~~,_. /~-_.
Comlnissioner - Marlene Ross
S:\CA \RESO\AgreementS\CBA RatificationS.IAFF OS-II.doc
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ROB-IlCo
October 1, 2008 - September 30, 2011
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 Oi7 -,!Jcl.- {J8
Ratified by Commission f CJ .~ 0 7 ~- Oe
IAFF~
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Article
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TABLE OF CONTENTS
Title Paoe
Prea m ble . . . . . .. . . . . . . . . . . . .. . . .. . . . . . . . . .. . . . . . . . . . . . . . . .. . .. . II 1
Recognition............................................................. 2
Discrimination.................................. . . . . . . . . . . . ... . . . . 3
Payroll Deduction of Dues.................... .... ... .. U. 4
Un io n 8 U 5 i n e 55 a . II . II II .. . . .. . . . . . . . . . . . .. . . . . . .. . . .. .. . . .. . . .. . . .. .. . . .. . . 5
Representation of the Union.............................. 7
Representation of the City......................... ...... 8
Rules and Regulations...................................... 9
Hours of Work..................................... .. .. . .. .. .. .. .. . . .. . . . .. 1 0
Working Conditions............................................. 11
Uniforms and Safety Equipment...................... 12
Physical Exams & Immunizations.................... 16
Group Insurance/Drug-Free Workplace........... 20
Operator's Insurance................................................... 23
Wages.. .. . . . . . . . .. . . . .. . . . . . .. . .. .. . . . . ... ... . . . . . . .. .. . . . . . . .. .. . . . . It . It 24
Overtime and Call back................................... 31
Exchange Time...................................................... 33
Sick Leave.......................................... . .. . . . . . . .. .. . . . . .' 35
Compassionate Leave............. u........... ... . . ...... . ... 39
Va ca tio n . .. . . . . .. . . .. . . . " . . .. . . .. .. .. .. . . . . . .. . II . II . . .. .. .. . .. . . .. .. .. .. . .. " . .. . . . . 40
Personal Time..."............................"............................. 42
Ho I id ays. . . . . . .. .. . . .. .. . .. . . .. .. . . .. . " .. " . ... .. . . . . .. . . II .. . . .. . . .. .. . .. . . . . . . .... 43
Co u rt Tim e. .. . . .. .. .. .. . . . .. .. . . . .. II .. . . .. . . . .. .. . . . .. .. .. .. .. .. . . . . . .. .. . " .. .. . " .. .... 45
Working Out of Classification. ....u......."............ 47
Ed u ca lio n . . .. .. . . . . . .. .. . . . .. . . " It . .. .. .. . . .. .. .. .. . . . . .. .. .. . .. . . .. " .. . .. .. .. .. . . . .... 48
Educational Incentive................................. II . .. . . " ... . . . .. .. .50
Certification I ncentive Pay..................... H . . . .. .. . . ... 51
Licenses & Registration Fees.................."............. 54
San iority List........"................."."..... . .. . . . . . . .. .. . . . .. . . .. 55
Vacancies and Promotions............................... 57
Longevity. .. . .. . . . . . . . . . .. .. . .... ".. " . . .. .... ... .. . .. . .. .. . .. . . . .. .. .. .. . .. . . . .. . 58
Bulletin Boards.........................."............."..."............ 60
Notification and Distribution.........................." 61
G ri e van ce P ra ced u re " .. . II . . . . .. .. . . .. . . .. .. .. . .. .. .. .. . . .. . .. .. .. .. .. . . . . 62
Prevailing Rights.............................."................ 65
Savings Clause.................."................................ . .. . . . .... 66
Appendices, Amendments & Additions........... 67
S u cce s so rs . . .. . . . . . .. . . .. . . . . . . . . .. . . . . . . " .. . . . . . .. .. . .. .. . .. . . . . .. .. " . . 68
Compensatory Time............................................ 69
Management Rights.... . . . . . .. . . . . . . .. . .. . . . " . .. .. .. . . . .. .. .. . . 71
Supplemental Retirement Insurance..... .... .. ... .... 73
Collateral Documents.......................................... 76
Du ratio n . . .. . . " . . . . . . .. . " . . .. . .. .. . . . . . . .. . .. .. .. . .. . " .. .. . .. . . . .. . .. .. .. .. . 77
Signatu re Page......."........"............ _ . . .. .. . . .. . . . .. .. . . . 78
IAFF~ CITY~
ADDENDA
ADDENDUM "AJI
Post Accident
Drug and Alcohol
Testing Policy
Page 71
ADDENDUM "B"
W ages-2008-11
Page 83
ADDENDUM "e"
Tuition Refund
Program I Rules
Page 86
ADDENDUM "0"
Career Ladder and
Promotional Criteria'
Page 94
PREAMBLE
Section 1. This Agreement is entered into by and between the City of Boynton
Beach, hereinafter referred to as the "City", and the Boynton Beach Fire Fighters
and Paramedics, IAFF Local 1891 , of the International Association of Fire
Fighters, hereinafter referred to as the "Union".
Section 2. It is the purpose of this Agreement to achieve and maintain
harmonious relations between the City and the Union; to provide for equitable
and peaceful adjustment of differences that may arise and to establish proper
standards of wages, hours and other conditions of employment.
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ARTICLE 1
RECOGNITION
Section 1. The City hereby recognizes the Union as the sole and exclusive
bargaining agent for all employees of the Fire Rescue Department except Chief
of the Department, Deputy Chiefs, Fire Marshal, Assistant Fire Marshal, Fire
Protection Engineers, Fire Inspectors, Staff Members hired under personal
appointment contracts, and clerical personnel.
Section 2. This recognition will be for the purpose of bargaining with the City
with respect to wages, hours of work, and all other terms and conditions of
employment.
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ARTICLE 2
DISCRIMINATION
The City agrees not to discriminate against any employee for his/her activity on
behalf of, or membership in, the Union.
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ARTICLE 3
PAYROLL DEDUCTION OF DUES
Section 1. The City agrees to deduct, once each pay period, dues and
assessments in an amount certified to be current by the Treasurer of the Union
from the pay of those employees who individually request in writing that such
deductions be made. The total amount of deductions shall be remitted each
month, by the City to the Treasurer of the Union. This authorization shall remain
in full force and effect during the term of this Agreement or for 30 days after
notification of the revocation of this authorization by the Union Treasurer. The
Union will pay for this service in the form of a lump sum payment of $100.00 per
contract year.
Section 2. Any employee may revoke his/her dues deduction by forwarding
their intentions to the Union Treasurer in writing. The Union Treasurer shall be
responsible for notifying the City's Finance Department of such revocation.
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ARTICLE 4
UNION BUSINESS
Section 1. UNION BUSINESS
Up to two officers of the Union or their designees shall be granted time off
without loss of pay to attend Union functions, not to exceed ten (10) shift days
per contract year, provided it does not affect the operation of the Fire Rescue
Department. Five of the ten shift days (24 hours) may be used in 2 to 12 hour
increments, provided the leave is approved by the Shift Commander.
Section 2. UNION TIME POOL
A. Between September 1 and September 15 of each subsequent year,
bargaining unit members shall be permitted to donate hours of accrued vacation
or comp time to be banked and subsequently used to permit designated union
representatives to attend Union functions. Donations to this Union Time Bank
shall be made by any bargaining unit member on a voluntary basis and on a
designated submittal form. All donated time will be calculated and banked on an
hour-to-hour basis. An accurate list of those employees donating to this time
bank shall be maintained by the Union, a copy of which will be provided to the
Deputy Chief of Operations. Only those employees donating time shall be
eligible to work in the absence of a Union Representative who is benefiting from
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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 function.
B. All requests to use this time are subject to daily staffing requirements and
must be approved by the Shift Commander. Up to two Union Representatives
may be allowed time off and each must follow departmental procedure when
applying for time off described in this section.
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ARTICLE 5
REPRESENTATION OF THE UNION
The membership of the Union shall be represented by the President of the Union
or by a person or persons designated in writing to the City Manager by the
President of the Union. The identification of representatives shall be made each
year prior to April 1. The President of the Union, or the person or persons
designated by said President shall have full authority to conclude a collective
bargaining agreement on behalf of the Union subject to a majority vote of those
bargaining unit members voting on the question of ratification. It is understood
that the Union representative or representatives are the official representatives of
the Union for the purpose of negotiating with the City. Such negotiations entered
into with persons other than those as defined herein, regardless of their position
of association with the union, shall be deemed unauthorized, and shall have no
weight or authority in committing or in any way obligating the Union. It shall be
the responsibility of the Union to notify the City Manager in writing of any change
in the designation of the President or any certified representative of the Union.
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ARTICLE 6
REPRESENTATION OF THE CITY
The City shall be represented by the City Manager or a person or persons
designated in writing to the Union by the City Manager. The person designated
shall have full authority to negotiate an agreement on behalf of the City. It is
understood that the City representative or representatives are the official
representatives of the City for the purpose of negotiating with the Union.
Negotiations entered into with persons other than those as defined herein,
regardless of their position or association with the City, shall be deemed
unauthorized and shall have no authority or weight in committing or in any way
obligating the City.
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ARTICLE 7
RULES AND REGULATIONS
Section 1. The Union agrees that its members shall comply with all Fire
Rescue Department rules and regulations, including those relating to conduct
and work performance.
Section 2. The City may adopt, change and modify rules and safety
regulations necessary for the safe, orderly and efficient operation of the Fire
Rescue Department as provided in this Article.
Section 3. A Committee on Rules and Regulations shall be established for the
Fire Rescue Department. This Committee shall be comprised of six (6)
members, three (3) appointed by the City and three (3) will be from the Union
Executive Board. This committee shall be charged with the duty of reviewing the
published and proposed Fire Rescue Rules and Regulations and issuing
advisory opinions to the Fire Chief. This Committee shall meet at least quarterly.
Whenever the City changes work rules or issues new work rules, the Committee
will be given at least fourteen (14) calendar day's prior notice, absent any
emergency, before the effective date.
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ARTICLE 8
HOURS OF WORK
Section 1. All employees covered under this Agreement presently working a
40-hour workweek shall be scheduled 40 hours per week upon agreement
between the Union and Fire Chief.
Section 2. All shift employees covered under this Agreement shall work a 48-
hour workweek, Le., 24 hours on duty, 48 hours off duty with a 24-hour "Kelly
Day" off duty during the 21-day work schedule. The twenty-four (24) hours on
duty will be from 7:30 a.m. to 7:30 a.m. the following day.
Section 3. It is agreed that neither the Union nor the City will propose for
negotiations a reduction or increase in the 48-hour workweek for a period of time
corresponding to the term of this Agreement.
Section 4. Based upon the special needs of the service and the public, shift
employees may, voluntarily, on a temporary basis, be assigned by the Fire Chief
or his designee to a 40-hour work schedule in order to accomplish special
projects or special assignments.
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ARTICLE 9
WORKING CONDITIONS
Section 1. Fire Rescue personnel may be needed at any time to fight fires
and/or render emergency medical care. But, to do so effectively, they need to be
constantly prepared. The safety of our citizens depends as much on the fire
fighters' ability to maximize the effectiveness of their equipment, as it does on
the fire fighters' willingness to risk their lives to protect the lives and property of
others. They must be ready to respond immediately to an alarm. Continuous
training and equipment maintenance are required to ensure that the desired
optimum response effectiveness is attained.
Section 2. The Union pledges to support and participate in training, equipment
maintenance, fire prevention programs, emergency medical service programs,
and public education programs which have as their goal the increased efficiency
of the City's fire protection and emergency medical service.
Section 3. The City and the Union agree that employees will not be required to
perform any task not related to their normal job description, other than routine
station maintenance. Routine station maintenance shall be defined as any type
of maintenance that is done on a scheduled basis, such as window cleaning,
kitchens, living facilities, vehicles and safety equipment.
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ARTICLE 10
UNIFORMS AND SAFETY EQUIPMENT
Section 1. The City shall supply Fire Rescue Department personnel with
uniforms, on an as-needed basis, provided through the warehouse. The issue
will include - uniform shirts, uniform pants/shorts, jumpsuit, ball caps, T-shirts,
Last Resort Belt, shorts, work jackets, job shirts, and patches as needed.
Current placement of patches will apply. One (1) pair of boots or safety shoes
and one pair of dress shoes, on an as-needed basis, will be issued. Department
personnel will be provided with an option to purchase shoes or boots of their
choice, providing that the shoes/boots comply with department safety and
uniform guidelines and that a receipt be provided for reimbursement. The
amount to be reimbursed will not exceed $125.00, the difference borne by the
employee.
Uniforms may be acquired on an "as-needed" basis through "quarter-master"
system with the following being the general guidelines for quantities each fiscal
year:
2 ea. uniform shirts (Class A)
1 ea. Class A tie
1 ea. uniform pants (Class A)
1 ea. Jumpsuit
3 ea. Uniform pants/shorts (Class B) (EMS pants)
3 ea. polo shirts
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1 ea. ball cap
1 ea. Lightweight waterproof shell jacket
1 ea. pair of approved black boots or safety shoes
1 ea. pair of dress (Class A) shoes
2 ea. shorts
3 ea. T-shirts
2 ea. Long-sleeve tee shirts
1 ea. job shirts
1 ea. Last Resort belt with buckle
Wide-brimmed hat
Specialty patches as required
New employees shall receive the above listed allocation.
Section 2. The city shall provide members of the Technical Rescue and Dive
Teams with any specialized uniform(s) and safety equipment items needed to
perform the functions of those respective teams as agreed to by the
department's Labor/Management Team. These uniform and safety equipment
items will be issued in addition to the normal complement of standard uniform
and safety equipment items listed in Section 1 of this Article.
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
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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 that are paid by
Workers' Compensation. The request for repair or replacement must be
submitted within three (3) months from the date of the occurrence.
Section 5. Personnel may be responsible for expenses incurred in replacing
lost, misplaced or damaged safety gear and clothing due to personal negligence,
or intentional misuse, subject to review and recommendation to the Fire Chief by
the Labor Management Team.
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Section 6. All Fire Rescue Department issued uniforms and equipment will be
used exclusively while on duty or at scheduled departmental sanctioned events
as determined by the Fire Chief.
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ARTICLE 11
PHYSICAL EXAMS & IMMUNIZATION
Section 1
A. The City shall provide a thorough physical examination, for each
permanent member of the Fire Rescue Department. The exam will be conducted
in accordance with the most current edition of N.F.P.A. 1582 as approved by the
Labor Management Team. Appointments for those examinations will be made
by the Fire Rescue Department administration and will correspond with the
employee's on-duty time.
B. It is the responsibility of the employee to ensure that the physical exam,
as noted in Section 'A", and all necessary follow-up testing be completed in a
timely manner, as scheduled. Failure to do so, due to the importance of
certification of fitness for duty, will result in the employee being placed in an
unpaid leave status until such time as the full exam process is completed.
Employees will be given opportunities to schedule appointments and/or
associated medical tests while on duty.
C. Pursuant to the Florida Worker's Compensation Act, F.S. 440, as
amended from time to time, and the Firefighters Heart and Lung Bill, F.S.
112.18, as amended from time to time, expenses related to diagnostic testing for
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an employee's 'fitness for return to duty', and expenses related to a duty-
connected injury or illness will be the responsibility of the City.
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.
A.
B.
C.
D.
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Immunization
The City shall provide an immunization schedule during the life of
this Agreement for all members as a means of protection from the
following:
Hepatitis - Type B: Members who refuse to be immunized for
Hepatitis Type B and who later contract that disease shall not be
presumed to have contracted the disease while on duty.
Hepatitis - Type A: Offered to members of specialized teams
involved with a high risk of exposure (i.e. Dive Rescue, USAR,
Confined Space), as defined in N.F.P.A. 1582.
Members who refuse to be immunized for Hepatitis Type A and
who later contract that disease shall not be presumed to have
contracted the disease while on duty.
The City shall offer flu shots for all members as a means of
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protection from contracting the flu while working during flu season.
Section 4. It shall be mandatory for the City to notify the employee when
documentation exists that the employee was significantly exposed to a
communicable disease in the line of duty only after such documentation is
brought to the attention of the City. If an employee contracts a communicable
disease as listed in Section 112.181 of the Florida Statutes, as amended from
time to time, then it shall be presumed that the employee contracted that disease
while on duty, except as stated in Article 11, Section 3-8 and 3-C.
Record keeping and notification of known exposures shall be as required by
Chapter 112.181 Florida Statutes, as amended from time to time.
Section 5. In the interest of encouraging the concept of preventative medicine
and physical fitness, the city agrees to provide full body scanning to union
personnel as identified herein. In order to control cost, these scans will be
offered after five (5) years of employment with BBFRD, and will be provided
every five (5) to ten (10) years. This scan is not mandatory. This program will
become effective on October 1,2009 and the Labor Management Team will use
the first year of implementation as trial period in terms of scheduling, cost, and
other impact. Effective October 1 , 2010, an Addendum to this contract will
clearly delineate this program and will also allow the Labor Management Team
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to make necessary adjustments to ensure that this program meets its objectives
and has a positive impact on the physical well-being of the members.
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ARTICLE 12
GROUP INSURANCE
Section 1.
A. Medical Insurance: The cost for all medical insurance premiums for
eligible employees shall be borne by the City. Types of coverage currently in
effect shall not be reduced.
All policies shall be reviewed annually and modifications to the insurance plans
may be made which benefit both the City and the union. The City will provide a
minimum of thirty (30) days notice if it intends to exercise its right to re-open this
section for negotiation.
B. If the Union determines that it can provide more economical coverage
than the City's principal medical insurance, the union may bargain for a dollar
amount per bargaining unit member to be applied to insurance secured through
the Union. The City agrees to re-open this section for negotiations at the
discretion of the Union during the term of this contract. The Union will provide a
minimum of thirty (30) days notice if it intends to exercise its right to re-open this
section for negotiation.
Section 2. Life Insurance: Members of the bargaining unit shall be covered by
the same $10,000 term life and accidental death policy provided by the City to all
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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.
Section 3. Dental Insurance: The City will pay the premium for the
employees and $7.00 per month of the premium for dependent family coverage.
Section 4. Fiscal Responsibilitv. Both the City and the Union understand that the
costs associated with providing additional benefits for employees have
significantly increased over the past several years. It is the intent of the City and
the Union to work together in order to find acceptable ways to reduce the City's
expenses associated with providing additional benefits for employees.
Section 5
A. Drua-Free Workplace. Both the City and the Union recognize that
substance abuse is a widespread problem within our society. The Union will
assist Fire Rescue Department employees in obtaining assistance and
treatment, if alcohol and/or substance abuse are apparent. The Union endorses
the Drug Free Workplace Policy of the City of Boynton Beach, and will cooperate
fully with the City to continue with the implementation and enforcement of the
policy.
B. The policy and procedures for Post Accident Drug and Alcohol testing is in
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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), as amended from time to time, or
suffers a catastrophic injury, as defined in F.S.S. 440.02(37), as amended from
time to time, and provided for in F .S.S. 112.191 (2)(g), as amended from time to
time, or partially or totally disabled as provided for in F .S.S. 112.18, as amended
from time to time, the City shall pay the entire premium for the employer's health
insurance plan for the injured employee, the injured employee's spouse, and for
each dependent child of the injured employee until the child reaches the age of
majority or until the end of the calendar year in which the child reaches the age
of 25 if the child continues to be dependent for support, or the child is a full-time
or part-time student and is dependent for support. The term "health insurance
plan" does not include supplemental benefits that are not part of the basic group
health insurance plan. If the injured employee subsequently dies, the employer
shall continue to pay the entire health insurance premium for the surviving
spouse until remarried, and for the dependent children under the conditions
outlined in this paragraph.
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ARTICLE 13
OPERATOR'S INSURANCE
Section 1. The City shall defend and hold harmless any employee covered by
this Agreement, except any employee under the influence of alcohol, habit
forming drugs, or malicious driving, who is sued as a result of any accident while
on duty using City equipment.
Section 2. The City shall not assign any voluntary off-duty services from
bargaining unit employees where such service(s) will involve any direct duty
related work such as firefighting or emergency medical services. This Article
does not prohibit employees from volunteering their off-duty time to participate in
events which have, as their ultimate goal, activities such as public education or
public relations for the Fire Rescue Department, provided however that such
volunteer service does not waive an employee's coverage under the provisions
of Section 1 of this Article.
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ARTICLE 14
WAGES
Section 1 A. Effective October 1, 2008, the salary ranges for the job classifications covered by thi~
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 $16.2465 $40,551.24
Firefi hter 1 14 48 $17.0588 $42,578.80 $21.7613 $54,316.20 $26.4638 $66,053.64
Firefi hter 2 15 48 $17.9118 $44,707.74 $22.8494 $57,032.10 $27.7870 $69,356.35
Firefi hter 3 18 48 $18.8073 $46,943.13 $23.9918 $59,883.53 $29.1764 $72,824.29
Lieutenant 23 48 $20.3834 $50,876.96 $27.6229 $68,946.76 $34.8625 $87,016.80
Ca tain 26 48 $21.4026 $53,420.81 $29.0041 $72,394.23 $36.6057 $91,367.83
Battalion Chief 28 48 $22.4727 $56,091.85 $30,4543 $76,013.93 $38.4359 $95,936.01
CERTIFICATION INCENTIVE PAY
Paramedic $3.25 Over Hourly Base Rate ($8,112.00 annual rate)
Technical Rescue $0.48 Over Hourly Base Rate ($1,198.08 annual rate)
NON-SHIFT EMPLOYEES
Pay Hours Hourly Annual Hourly Annual Hourly Annual
Grade Week Minimum Minimum Midpoint Midpoint Maximum Maximum
Firefi hter Prob 14P 40 $19.4958 $40,551.24
Firefi hter 1 14 40 $20.4706 $42,578.80 $26.1135 $54,316.20 $31.7565 $66,053.64
Firefi hter 2 15 40 $21.4941 $44,707.74 $27.4193 $57,032.10 $33.3444 $69,356.35
Firefi hter 3 18 40 $22.5688 $46,943.13 $28.7901 $59,883.53 $35.0117 $72,824.29
Lieutenant 23 40 $24.4601 $50,876.96 $33.1475 $68,946.76 $41.8350 $87,016.80
Ca tain 26 40 $25.6831 $53,420.81 $34.8049 $72,394.23 $43.9268 $91,367.83
Battalion Chief 28 40 $26.9672 $56,091.85 $36.5451 $76,013.93 $46.1231 $95,936.01
Paramedic
Technical Rescue
CERTIFICATION INCENTIVE PAY
$3.90 Over Hourly Base Rate ($8,112.00 annual rate)
$0.576 Over Hourly Base Rate ((1,198.08 annual rate)
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Section 1 B. Effective October 1, 2009, 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
14P 48 $16.6527 $41,565.02
14 48 $17.4853 $43,643.27 $22.3053 $55,674.15 $27.1254 $67,705.04
15 48 $18.3595 $45,825.43 $23.4206 $58,457.86 $28.4817 $71,090.29
18 48 $19.2775 $48, 116.71 $24.5956 $61,390.75 $29.9058 $74,664.80
23 48 $20.8930 $52,148.89 $28.3135 $70,670.59 $35.7341 $89,192.29
26 48 $21.9376 $54,756.33 $29.7292 $74,204.12 $37.5208 $93,651.91
28 48 $23.0345 $57,494.15 $31.2157 $77,914.32 $39.3968 $98.334.50
CERTIFICATION INCENTIVE PAY
Paramedic $3.25 Over Hourly Base Rate ($8,112.00 annual rate)
$3.75 Over Hourly Base Rate ($9,360.00 annual rate) effective 4/01/10 per Article 26
Technical Rescue $0.48 Over Hourly Base Rate ($1,198.08 annual rate)
$0.75 Over Hourly Base Rate ($1,872 annual rate) effective 4/01/10 per Article 26
NON-SHIFT EMPLOYEES
Pay Hours Hourly Annual Hourly Annual Hourly Annual
Grade Week Minimum Minimum Midpoint Midpoint Maximum Maximum
Firefi hter Prob 14P 40 $19.9832 $41,565.02
Firefi hter 1 14 40 $20.9823 $43,643.27 $26.7664 $55,674.15 $32.5505 $67,705.04
Firefi hter 2 15 40 $22.0314 $45,825.43 $28.1047 $58,457.86 $34.1780 $71,090.29
Firefi hter 3 18 40 $23.1330 $48,116.71 $29.5148 $61,390.75 $35.8965 $74,664.80
Lieutenant 23 40 $25.0716 $52,148.89 $33.9762 $70,670.59 $42.8809 $89,192.29
Ca tain 26 40 $26.3251 $54,756.33 $35.6750 $74,204.12 $45.0249 $93,651.91
Battalion Chief 28 40 $27.6414 $57,494.15 $37.4588 $77,914.32 $47.2762 $98.334.50
CERTIFICATION INCENTIVE PAY
Paramedic $3.90 Over Hourly Base Rate ($8,112.00 annual rate)
$4.50 Over Hourly Base Rate ($9,360.00 annual rate) effective 4/01/10 per Article 26
Technical Rescue $0.576 Over Hourly Base Rate ((1,198.08 annual rate)
$0.90 Over Hourly Base Rate ($1,872 annual rate) effective 4/01/10 per Article 26
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Section 1 C. Effective October 1, 2010, the salary ranges for the job classifications covered by
this Agreement are as follows.
SHIFT EMPLOYEES
Pay Hours Hourly Annual Hourly Annual Hourly Annual
Grade Week Minimum Minimum Midpoint Midpoint Maximum Maximum
Firefi hter Prob 14P 48 $17.0690 $42,604.15
Firefi hter 1 14 48 $17.9224 $44,734.35 $22.8930 $57,066.00 $27.8036 $69,397.66
Fireti hter 2 15 48 $18.8185 $46,971.07 $24.0041 $59,914.31 $29.1937 $72,867.55
Firefi hter 3 18 48 $19.7595 $49,319.62 $25.2064 $62,915.27 $30.6534 $76,510.92
Lieutenant 23 48 $21.4153 $53,452.61 $29.0214 $72,437.35 $36.6274 $91,422.10
Ca tain 26 48 $22.4861 $56,125.24 $30.4724 $76,059.22 $38.4588 $95,993.21
Battalion Chief 28 48 $23.6104 $58,931.50 $31.9959 $79,861.80 $40.3818 $100,792.10
CERTIFICATION INCENTIVE PAY
Paramedic $3.75 Over Hourly Base Rate ($9,360.00 annual rate)
Technical Rescue $0.75 Over Hourly Base Rate ($1,872.00 annual rate)
NON-SHIFT EMPLOYEES
Pay Hours Hourly Annual Hourly Annual Hourly Annual
Grade Week Minimum Minimum Midpoint Midpoint Maximum Maximum
Firefi hter Prob 14P 40 $20.4828 $42,604.15
Firefi hter 1 14 40 $21.5069 $44,734.35 $27.4356 $57,066.00 $33.3643 $69,397.66
Fireti hter 2 15 40 $22.5822 $46,971.07 $28.8049 $59,914.31 $35.0325 $72,867.55
Fireti hter 3 18 40 $23.7113 $49,319.62 $30.2477 $62,915.27 $36.7841 $76,510.92
Lieutenant 23 40 $25.6984 $53,452.61 $34.8256 $72,437.35 $43.9529 $91,422.10
Ca tain 26 40 $26.9833 $56,125.24 $36.5669 $76,059.22 $46.1506 $95,993.21
Battalion Chief 28 40 $28.3324 $58,931.50 $38.3951 $79,861.80 $48.4577 $100,792.10
CERTIFICATION INCENTIVE PAY
Paramedic $4.50 Over Hourly Base Rate ($9,360.00 annual rate)
Technical Rescue $0.90 Over Hourly Base Rate ($1,872.00 annual rate)
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CITY I#Jt/
A. Effective October 1,2008, October 1,2009 and October 1,2010, each
member of the bargaining unit shall receive a wage adjustment consistent with
the increase in pay ranges identified in Section 1 (A, B, and C).
B. In the event of State Legislative enactment that significantly impacts the
economic revenue of the City of Boynton Beach or a City budget proposal in
which the City is presented with economic hardship during the final two years
of this contract (October 1, 2009 through September 30, 2011), and provides
documentation to the union addressing the possible elimination of currently
employed bargaining unit positions, this section may, at the written request of
the City, be reopened for negotiation. The City will provide a minimum of thirty
(30) days notice if it intends to exercise its right to re-open this section for
negotiation. Section 2B becomes null and void on September 30, 2011.
C. Effective April 1 , 2009, April 1 , 2010, and April 1 , 2011 , a wage
adjustment of up to 50/0 will be provided based on performance appraisal
unless the employee has reached their maximum salary cap, as noted in
Section 1. Employees who reach and exceed the maximum salary cap shall
receive no base-wage adjustment, but will receive a lump sum payment equal
to the amount they would receive based on the criteria included herein. This
lump sum payment shall be considered a salary disbursement included in W-2
2008-2011
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holdings for the purpose of pension calculations.
D. The table in Addendum "B" 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 retroactive to the date of the completion of the 90-day period. 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. Any employee that receives two (2) or more
consecutive wage deferrals, after the initial deferral based on the April 1
evaluation, shall not receive the annual wage adjustment for the previous
evaluation year.
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B. In the event an employee has five (5) or more occasions of use of sick
leave during any annual evaluation period, which also constitutes a less than
satisfactory evaluation, that employee shall not be eligible for a wage
adjustment. Instead, the employee's wage adjustment shall be delayed for a
period of ninety (90) days, during which it will be determined if the employee
has had more occasions of use of sick leave. In the event an employee does
not have an additional occasion of use of sick leave, then that employee shall
be granted the wage adjustment retroactive to the date of the completion of the
90-day period. 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. Any employee that receives two (2) or more
consecutive wage deferrals, after the initial deferral based on the April 1
evaluation, shall not receive the annual wage adjustment for the previous
evaluation year.
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
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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.
2008-2011
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ARTICLE 15
OVERTIME AND CALL BACK
Section 1. Call Sack: 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.
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Section 3. Employees who are renewing certificates, or who are attending
classes not required by the Chief or his/her designee, will not be compensated.
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ARTICLE 16
EXCHANGE TIME
Section 1.
A. Employees covered by this Agreement may exchange their working
shift or shifts and exchange their off-duty day or days with other
employees. The shift officers of the employees who are exchanging
time, shall not permit the exchange if it affects the normal operation of
work, if call back is required, or if step-up pay is required. Exchange
time shall require at least twenty-four (24) hours notice to the Shift
Commander except in the event of an emergency to the employee
when the exchange of that employee does not affect the normal
operation of that shift(s).
B. Shift exchanges submitted prior to eight weeks (56 days) in advance
will be tentatively approved. Upon 56 days in advance of the
scheduled shift exchange, the exchange will automatically receive final
approval unless the employee has been notified of a necessary
cancellation. Any cancellation of a shift exchange will be in writing and
received by the affected employee prior to the 56-day time frame.
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Section 2. For the purposes of this article, the ranks of Firefighter 1, Firefighter 2
and Firefighter 3 shall be referred to as "Firefighters"; and Lieutenants,
Captains and Battalion Chiefs shall be referred to as "Officers". Firefighters may
only exchange time with other firefighters, the only exception being that
Firefighter 3's may also exchange time with Lieutenants. Officers can exchange
time with each other, as identified in departmental Standard Operating
Guidelines.
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ARTICLE 17
SICK LEAVE
Section 1. Any employee incurring a non-duty sickness or disability shall
receive sick leave with full pay provided the employee has accumulated hours.
Employees covered under this Agreement shall be allowed twelve hours of sick
leave per each month of service from their first day of employment, and shall
continue to do so as long as they are employed. Unlimited accumulation of sick
leave is authorized. Employees who have more than two hundred forty (240)
hours of sick leave as of April 1 of the current year, may request to transfer, no
later than April 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.
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Section 3. For every consecutive six-month period elapsing since the
employee's last sick occurrence, shift employees shall receive 24 hours vacation
time and 40-hour employees shall receive 16 hours vacation time.
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. Sharino 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.
C. When there appears to be a need to share sick leave in
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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. Liaht Dutv. Employees may return to work with a Light Duty
Certificate and/or a letter completed as set forth in Section 4 of this Article from
their physician, provided there is work available within the Department, and that
work would comply with the doctor's requirements. Availability of light duty
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assignments will be determined by the Fire Chief.
Section 8. Permanent employees that have exhausted their accumulated sick
leave and are still unable to return to work may draw against their annual leave
account (vacation time). Such request must be made to the Fire Chief by the
employee, who in turn must notify the Human Resources Director on the
appropriate form.
Section 9. No more than five (5) working days, or forty (40) hours, whichever
is greater, in any calendar year, may be taken for forty (40) hour employees, and
two (2) shift days for shift employees, as sick leave because of illness within the
immediate family. In the case of a prolonged, serious illness within the family, an
employee may be approved for additional family sick leave only if authorized by
the Fire Chief, the Human Resources Director, and the City Manager. For the
purpose of this Section, a doctor's letter must be submitted and the "immediate
family" shall consist of the employee's spouse, parents, children, or any family
member residing with the employee for which the employee is the primary care
giver. Employees requesting this family sick provision for other than the
immediate family shall provide Administration with verifiable proof of primary care
giver status prior to the use of this provision.
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ARTICLE 18
COMPASSIONATE LEAVE
Section 1. In the event of the death of a family member of an employee, the
employee shall be granted one (1) shift day leave on a day of the employee's
choosing within two (2) weeks of the death. The employee shall be granted two
(2) consecutive shift days leave on the days of the employee's choosing within
two weeks of the death, if out of state travel for interment is required. "Family
member" is defined as the employee's spouse, mother, father, stepfather,
stepmother, foster parents, foster child, stepchild, mother-in-law, father-in-law,
brother-in-law, sister-in-law, grandparents, spouse's grandparents,
grandchildren, brother, sister, son or daughter. Verification of the death must be
supplied to the City Human Resources Office.
Section 2. Employees benefiting from this article are responsible for providing a
verifiable written notice of death (i.e. obituary or copy of death certificate), to the
fire department payroll clerk, within 30 business days of the last date of
compassionate leave. Failure to do so will result in the rescission of previously
paid leave, providing due process is followed with regard to disciplinary action.
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ARTICLE 19
VACATION
Section 1. The following plan outlines the vacation leave policy for both the
40-hour employees and the Fire Rescue Department shift (48-hour) employees.
Vacations will be picked on a seniority basis and can be taken in increments of
12 or 24 hours, one shift at a time.
Section 2.
Each employee shall earn vacation leave, accumulated in hours,
for each full year of continuous service as outlined below. Employees on initial
one-year probation are not eligible to take vacation for the first six months.
Vacation will be accrued in accordance with the following schedule:
Vacation Accrual Policy (40-hour work-week)
Years of Service
DOE until First Anniversarv
Beainnina of 2na year until Fourth Anniversarv
Beainnina of 5m year until Eiahth Anniversarv
BeQinning of gIll ~ear until Eleventh Anniversarv
Beginnina of 121 year until Fifteenth Anniversarv
Beainnina of 16m year until Twentieth Anniversarv
Beainnina of 21 S1 year and thereafter
Vacation Davs
12
15
18
20
22
24
25
Vacation Hours
96
120
144
160
176
192
200
Vacation Accrual Policy (48-hour work-week)
Years of Service
DOE until First Anniversarv
Beainnina of 2na year until Fourth Anniversarv
Beainnina of 51n year until Eiahth Anniversarv
Beginnina of gIll ~ear until Eleventh Anniversarv
Beainnina of 121 year until Fifteenth Anniversarv
Beginnina of 161n year and after
Vacation Davs Vacation Hours
5 120
6 144
7 168
8 192
9 216
10 240
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(;Jlf
In computing vacation leave earned, no increments will accrue for any pay week
that includes three or more days of leave of absence without pay. For uniformed
members of the Fire Rescue Department no increments will accrue for any three-
week pay period that includes four or more days of leave of absence without pay.
Employees may accrue vacation leave to a maximum of the leave earned in the
most recent two employment years, and, in addition, will include hours earned as
referenced in Article 17, Sick Leave, Section 3.
Section 3. For special "one time" kind of events, employees will be allowed to
accumulate more than two years earned accrued vacation with the prior approval
of the Chief. Such approval must be received at a time prior to the two (2) year
maximum accrual that is equal to the extra accrual that is requested. Maximum
accrual will be limited to three (3) years earned vacation. Example: An employee
may accrue 12 shift days in two years. The employee requests two additional
days beyond the maximum. The employee must submit his/her request for the
two additional days four months prior to his/her 12-shift day maximum for
approval to extend the 12 days to 14.
Section 4. Personnel requesting vacation time on the same day will not be
approved if the issuing of the vacation time results in call back.
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ARTICLE 20
PERSONAL TIME
Section 1. Any employee covered by this Agreement shall be able to use
his/her vacation time, or compensatory time at a minimum of two (2) hours and
at a maximum of twelve (12) hours, providing that hours are not fractionalized
for personal reasons while on duty.
Section 2. This privilege shall be available only when such use will not be
detrimental to the efficient/normal operation of the Fire Rescue Department as
determined by the Chief or his/her designee.
Section 3. Efficient/normal operating levels shall be determined by minimum
staffing as determined by the Fire Chief.
Section 4. Seniority will not be a factor in granting personal time. No
grievance procedures will be available to any employee regarding this Section.
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ARTICLE 21
HOLIDAYS
Section 1. The following days shall be considered holidays: New Year's Day,
Martin Luther King Jr. Day, Washington's Birthday, Memorial Day, Independence
Day, Labor Day, Veteran's Day, Thanksgiving Day and the Friday that follows
Thanksgiving, Christmas Day and Christmas Eve. Any additional holidays
declared by the City shall be added to the above list. Any employee covered by
this Agreement, in pay status, at the time the holiday occurs, if assigned to a 24-
hour shift, shall receive 12-hours pay for each holiday. Forty-hour employees will
follow the holiday schedule for all non-union employees.
Section 2. If an employee covered by this Agreement wishes, the employee
may receive the above (Section 1) holiday pay, (with the exception of Labor Day
which will be paid as a regular holiday), at straight time in one lump sum on the
last pay period in August of each year. The individual employee will sign and
have in the Finance Department, the first week of the current contract, a form as
follows:
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I, , hereby authorize the City to withhold
my holiday pay until the last pay period in August, with all proper
withholdings taken out. I understand that at no time during this
period under any circumstances, except if I am no longer covered
under the bargaining unit, will I request my monies until the last
week of August.
Newly hired employees to the Fire Rescue Department shall have one week
from date of employment to sign up for the holiday pay option. The holiday pay
will be based on the number of holidays remaining in the contract year.
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ARTICLE 22
COURT TIME
Section 1. Any employee covered by this Agreement who is summoned or
subpoenaed to appear in a court of law, while off duty, as a result of his/her
employment as a member of the Fire Rescue Department, will be paid for his/her
court time at the rate of one and one-half (1 1/2) times his/her current hourly
rate, excluding travel time, provided the Fire Chief is given prior notification so
that the Chief has the opportunity to schedule such appearance during regular
duty hours. The employee will receive a minimum of three (3) hours pay, and
the employee shall return all fees received from the Court to the City. Should
such summons or subpoena require the employee to appear on a day that they
are on duty, then the pay of this Section shall be waived by the employee.
Section 2. Any employee covered by this Agreement who is required by a
court of law to appear for jury duty during a day when they are on duty, shall
return all fees received from the court to the City, excluding travel expenses.
The employee shall notify the Fire Chief upon receipt of a summons for jury duty.
Section 3. An employee who has been instructed to remain on standby for
court appearance purposes during the employee's off-duty hours shall be paid
one-half the straight time hourly rate for each hour on standby up to a maximum
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of eight (8) hours of standby duty in anyone day. A minimum payment of one
(1) hour straight time shall be paid for all standby assignments. When an
employee is required to standby for eight (8) hours, the employee shall receive
four (4) hours plus one (1) additional hour at straight time. If an employee does
go to court he will be paid for the court time indicated in Section 1 and not
receive any standby time pay.
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ARTICLE 23
WORKING OUT OF CLASSIFICATION
Section 1. Any employee covered by this Agreement, who is assigned the
duties and/or responsibilities of a range above his/her current classification in the
absence of their direct supervisor, shall be compensated for holding that higher
position at a rate of pay equivalent to five percent (5010) 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 (80/0). When assigned, the employee shall accept the duties and
responsibilities of the position. The internal ranking of Fire Fighter 1, 2, and 3
shall be considered as one classification (Fire Fighter) only for purposes of this
Article.
Section 2. Higher classification assignment shall, with the Chiefs discretion as
to ability, be made on a rotating basis in order to afford all employees an equal
opportunity to gain experience in the next higher position. The Chief, or
designee shall make official notification to the acting party. This notification shall
be logged as part of daily permanent records.
Section 3. Assignments will not be changed so as to intentionally avoid payment.
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ARTICLE 24
EDUCA TION
Section 1. All employees covered by this Agreement shall be permitted to
attend schools or classes while on duty, using personal time as defined in Article
20, for the purpose of obtaining the education required for advancement or the
updating of skills and knowledge, provided that such leave will not reduce the
manpower of any shift below acceptable limits or result in overtime, as
determined by the Shift Commander. Such leave will be on a rotating basis.
Section 2. The City shall pay, upon completion of classes, in accordance with
the Boynton Beach Fire Rescue Department Tuition Refund Program, attached
as Addendum "C".
Section 3. The City shall provide an opportunity for sending members of the
Fire Rescue Department covered by this Agreement, not to exceed funds
established in the City budget, to approved out-of-town training classes. A list of
classes shall be posted so each employee will have the opportunity to request
the class or classes of his/her choice. Those attending shall be entitled to travel
pay in accordance with City policy.
Section 4. Employees will be allowed to use on-duty time, without loss of
vacation time, for classes necessary to remain certified in their current
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classification, or for classes required by the City.
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ARTICLE 25
EDUCATIONAL INCENTIVE
Section 1. Fire Rescue Department Employees covered by this Agreement
will be eligible for a monthly education incentive payment not to exceed the
supplemental compensation limits set forth in applicable Florida Statute, FSS
633.382, as amended from time to time, and the corresponding regulations in the
Florida Administrative Code.
Section 2. The City will match the incentive payment as provided in Section 1.
Section 3. In the event that the incentive payment, as referenced in Section 1,
is discontinued or adjusted for any reason, the City's contribution will not change
and will remain consistent with the amount provided on 10/01/08, throughout the
term of this contract.
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ARTICLE 26
CERTIFICATION INCENTIVE PAY
Section 1.
A. Employees holding a valid and current Paramedic certificate in
accordance with the Florida Statutes and who perform active Paramedic
duties as assigned by the Fire Chief and Medical Director will receive
$8,112.00 per year. This amount will equate to an hourly rate of $3.25 per
hour ($3.90 per hour for 40-hour employees), over and above the base
rate of pay, which will not be included in the employees maximum.
Employees currently receiving over $8112.00 annually for Paramedic
incentive will remain at their current rate at the date of contract ratification.
This assignment pay shall be considered a salary disbursement included
in W-2 holdings for the purpose of pension calculations.
B. Effective April 1 , 2010, the amount noted above ($8112.00) will increase
to $9360 or $3.75 per hour ($4.50 per hour for 40-hour employees), under
the same conditions as noted in Section 1A.
C. An employee holding a valid and current Paramedic certificate in
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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 annual Paramedic incentive pay as noted in
Section 1 (A) and (B).
D. 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 (50/0) incentive that was provided in
previous contracts is incorporated into base salary.
Section 2.
A. Employees selected to serve on the Special Operations (SPOPS) Team,
inclusive of the Dive Rescue Team members, in accordance with criteria
set forth by the Department and who perform SPOPS and Dive Rescue
duties as assigned by the Fire Chief will receive $1,198.08 per year. This
amount equates to an hourly rate of $0.48 per hour ($.576 per hour for
40-hour employees) over and above the base rate of pay, which will_not
be included in the employees maximum. This assignment pay shall be
considered a salary disbursement included in W-2 holdings for the
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purpose of pension calculations.
B. Effective April 1 , 2010, the amount noted above ($1,198.08) will increase
to $1,872.00 or $0.75 per hour ($0.90 per hour for 40-hour employees),
under the same conditions as noted in Section 2A.
C. Employees who receive an unsatisfactory evaluation will be removed from
the SPOPS and/or Dive Rescue Team until their evaluation is satisfactory
or above.
D. An employee who is serving as an active member of the SPOPS and Dive
Rescue Team, but who is inactivated, either by choice or administrative
direction, as an active member of the SPOPS Team and is not on
assignment as a team member will no longer receive the incentive as
noted in Section 2A and 2B.
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ARTICLE 27
LICENSES & REGISTRATION FEES
The City shall pay the fee for any license required by the State or City, such as
EMT renewals or certificates. In the event of any changes required by law
regarding driver's license requirements for firefighters, the City shall pay the
initial fee only for such license changes. All subsequent renewal of such license
fee shall be the responsibility of the employee.
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ARTICLE 28
SENIORITY LIST
Section 1. The Fire Rescue Department shall establish a seniority list and it
shall be updated on January 1 st of each year. Such list shall be posted
thereafter on the bulletin board at each Fire Station, and shall be considered
correct unless objection is raised within thirty days of the posting. After thirty
days, it shall stand approved, unless documented evidence is presented to justify
changes or adjustments.
Section 2. Employee's seniority is established from the date of approval for
employment by the City of Boynton Beach Fire Rescue Department. If two or
more members are employed on the same date the seniority standing shall be
determined by the original entrance test score for the Fire Rescue Department,
the higher score placed higher on the list. If the test scores are the same, the
date of application for employment with the Fire Rescue Department will
determine the seniority status, the earlier date being placed higher on the list.
Section 3. Layoffs and staffing cutbacks shall be determined by the seniority
list. The lowest on the seniority list will be laid off first and so on up the list. In the
event of layoffs and/or cutbacks, the City agrees to notify the union president in
writing, no later than two (2) weeks prior to said action. Employees who are laid-
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off shall have recall rights for a period of twelve (12) months and shall be
recalled in the reverse order in which they are laid-off, Le., last laid-off will be first
recalled. No new employees will be hired into any classification while a laid-off
employee has recall rights.
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ARTICLE 29
VACANCIES AND PROMOTIONS
Section 1. Budgeted promotional vacancies occurring in any position within
the certified bargaining unit will be filled in the following manner:
1. Posting of the vacancy;
2. Acceptance of applications;
3. Scheduling of promotional examination;
4. Establishment of an eligibility list;
5. Interview and Selection.
Any such vacancy shall be offered within thirty (30) days of the
establishment of the appropriate eligibility list.
Section 2. Minimum requirements for promotional opportunities and the
promotional process are as outlined in the "Career Ladder" (Addendum "D").
Any changes to this Career Ladder will be made by the Labor Management
Team.
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ARTICLE 30
LONGEVITY
Section 1. In order to provide benefit incentives to long-term employees,
giving recognition for continuous and meritorious service, longevity benefits are
available as outlined below. Employees eligible are those who:
a) have been employed with the City on a regular full-time and
continuous basis for a minimum of five (5) years, and
b) have an overall "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
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entitled to Section 1 benefits.
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ARTICLE 31
BULLETIN BOARDS
The City shall furnish at each fire station space for bulletin boards for the
purpose of Union notices. Any notice or item placed on the bulletin board shall
bear on its face the legible designation of the person responsible for placing
such notice or item on the board. A 3' x 4' space is hereby approved. The Union
is to supply the bulletin boards.
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ARTICLE 32
NOTIFICATION AND DISTRIBUTION
Section 1. The Union Secretary's name shall be placed on a routing slip to
receive copies of the agendas and minutes of all regular and special meetings of
the City Commission.
Section 2. The Union will be provided with a copy of departmental Rules and
Regulations and Standard Operating Guidelines, and will be provided with
updates as they become available.
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ARTICLE 33
GRIEVANCE PROCEDURE
Section 1. Grievances or disputes that may arise, including the interpretation
of this Agreement, shall be settled in the following manner:
Step 1. The aggrieved employee shall within ten (10) business days of the
occurrence which gave rise to the grievance, submit a letter and signed petition
to the Union Grievance Committee, which is made up of the Union Executive
Board. 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
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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
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
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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
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, Le.,
resolution of disputes which impact upon or affect wages, hours and terms and
conditions of employment. This article is not intended to provide for "interest"
arbitration.
Section 4. "Business days" are defined as Monday through Friday, 8:00 A.M. -
5:00 P.M., excluding City holidays.
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ARTICLE 34
PREVAILING RIGHTS
All job rights and benefits heretofore authorized or permitted by the City Manager
or Fire Chief and continuously enjoyed by employees covered by this Agreement
and not specifically provided for or abridged by this Agreement shall continue in
full force and effect for the term of this Agreement. Except as specifically
provided in this Agreement, this Agreement should not be construed to deprive
any employee of benefits or protection granted by the Laws of the State of
Florida or Ordinances and Resolutions of the City of Boynton Beach in effect at
the time of the execution of this Agreement. Provided, however, nothing in this
Agreement shall obligate the City to continue practices or methods which are
unlawful or unsafe.
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ARTICLE 35
SAVINGS CLAUSE
If any provision of this Agreement, or the application of such provision, should be
rendered or declared invalid by any court action or by reason of any existing or
subsequently enacted legislation, the remaining provisions of this Agreement
shall remain in full force and effect.
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ARTICLE 36
APPENDICES, AMENDMENTS AND ADDITIONS
All appendices, amendments and additions to this Agreement shall be numbered
or lettered, dated and signed by the responsible parties, and shall be subject to
all other provisions of this Agreement.
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ARTICLE 37
SUCCESSORS
This Agreement shall be binding upon the successors and assigns of the parties
hereto, and no provisions, terms, or obligations herein contained shall be
affected, modified, altered or changed in any respect whatsoever by any change
of any kind in the ownership or management of either party hereto.
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ARTICLE 38
COMPENSATORY TIME
Section 1. Employees who participate in required educational and/or required training
activities as approved by the Fire Chief or designee who are unable to attend those classes
"on shift" due to scheduling difficulties, and take those classes and/or training on their off duty
time, shall be eligible to receive compensatory time. Additional compensatory time can be
granted for persons approved for special projects and events as directed by the Fire Chief or
designee. All compensatory time will be earned at the rate of time and one half, with a cap of
one hundred twenty (120) hours.
Section 2. When an employee reaches 96 hours in his/her account, the following will occur:
From the date of the event or project that caused the employee to reach their maximum
hours, said employee must schedule and take a compensatory time leave day. In the event
the employee fails to schedule and take a 24-hour comp time leave day during that 90 day
period, the first available date after the ninety days will be assigned by fire administration as a
mandatory 24 hour comp time leave day. During this referenced 90-day period of time the
employee will be allowed to continue accruing comp time. Should the employee accrue an
additional 24 hours or more during this 90 day period, that employee will begin new 90 day
cycle that will require the use another 24 hour shift leave day. This process will continue as
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long as that employee maintains 96 hours or more in the comp time account after taking their
mandatory comp time leave day.
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ARTICLE 39
MANAGEMENT RIGHTS
Section 1. The Union and the bargaining unit employees recognize and 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, Le., riot, civil disorder or natural disaster, the provisions of this Agreement
may be suspended for good cause by the City Manager during the time of such emergency,
provided that the Union is notified as soon as is practical and further provided that wage rates
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and monetary fringe benefits shall not be suspended.
Section 4. The Union and the City jointly recognize the need to perform the highest quality
and level of fire rescue services for the citizens of, and visitors to, Boynton Beach in the most
efficient manner possible, and hereby agree, in the best interest of both, that the employees of
the Fire Rescue Department will be best served by attaining maximum efficiency and
productivity. Therefore, the parties hereto agree to use their best efforts to create and maintain
an atmosphere in which every employee's efforts are aimed toward these objectives and will
cooperate to these ends.
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ARTICLE 40
SUPPLEMENTAL RETIREMENT INSURANCE
Section 1. Establishment of the Bovnton Beach Firefighters Retirement Insurance Fund
Local 1891 shall establish its own retiree insurance benefit fund (hereinafter referred to as "the
Fund") to provide full or partial health and welfare insurance premiums on behalf of employees
of Boynton Beach Fire Rescue (The Department) who retire on or after October 1, 2005, and
meet certain other established eligibility requirements. Any and all eligibility requirements and
benefits provided will be determined solely by the board of Trustees of the Boynton Beach
Firefighters Retirement Insurance Fund. All employees covered by this agreement shall be
eligible to participate in the Fund as are non-covered members who participate in the
Firefighter's Pension Plan.
Section 2. City Contribution of Funds 2009. On October 1, 2009 the City will increase, on
behalf of each employee, a contribution equal to one-half (0.50/0) percent of the current gross
annual payroll of active department members (for an accumulative total of 2.5010 per year).
The base pay rate is set forth in the Collective Bargaining Agreement between Local 1891 and
the City of Boynton Beach and in the Boynton Beach Pay Plan at the time the contribution is
made.
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Section 3. City Contribution of Funds 2010. Effective October 1, 2010, the City will increase
on behalf of each employee, a contribution equal to one-half (40.5%) percent of the current
gross annual payroll of active department members (for an accumulative total of 3.00/0 per
year). The base pay rate is set forth in the Collective Bargaining Agreement between Local
1891 and the City of Boynton Beach and in the Boynton Beach Pay Plan at the time the
contribution is made.
Section 4. In subsequent years, throughout the term of this contract, the City will contribute
an amount derived from the cumulative amount not paid to employees from the inception of
the Fund on October 1, 2005.
Section 5. Annual Payment of Funds
In subsequent years, the annual contribution, an amount derived from the cumulative amount
not paid to employees shall be remitted to the Fund by October 15, and every October 15th
thereafter, provided that the department has received a written invoice for said benefits.
Failure to submit a written invoice shall not bar the Union from receipt of said funds, but shall
allow the City thirty (30) days to provide the funds, which shall be retroactive. The City shall
pay the annual contribution on behalf of each employee in pay status on October 1 2008, and
every October 1, thereafter. Accompanying the contribution, the City shall provide a list of all
department members for whom payment was made.
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Section 6. Termination of Fund
It is understood and agreed that the contribution to the Fund, as provided in this article, was
negotiated and agreed to by the parties in lieu of a wage increase, and is intended to survive
as long as Local 1891 is certified as the Bargaining Representative of employees employed by
the Department. In the event of termination of Fund, the wage increase specified in this article
shall be added to each employee's then current base annual pay, as such base pay rate is set
forth in the Collective Bargaining Agreement and the City of Boynton Beach Pay Plan at the
time of termination of the Fund.
Section 7. Indemnification
The Union shall indemnify, and hold the City harmless against any claim, demand, suit, or
liability, and for all legal costs arising in relation to the implementation, or administration, of the
Fund, except to the extent that the City's acts or omissions give rise to its own liability.
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ARTICLE 41
COLLATERAL DOCUMENTS
A. The collective bargaining agreement does not exist in a void. Provisions of the
Personnel Policy Manual (PPM), the Administrative Policy Manual (APM), Department
Rules and Regulations, and other policies established by resolution or ordinance
(collectively referred to as collateral documents), may be applicable to bargaining unit
members unless the terms of said collateral documents conflict with the terms of a
specified article in this agreement, in which case the terms of this Agreement shall
prevail. Specific applicable collateral documents will be discussed and approved by the
Labor Management Team.
B. The City will provide draft revisions of collateral documents to the union for review to
ensure that said documents are not in conflict with, and do not impact policies relied
upon by the union and absent in this agreement.
C. Nothing herein shall be interpreted to preclude the right of the Union or City to impact
bargain, subject to applicable law.
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ARTICLE 42
DURATION
This Agreement shall be in force and effect from October 1, 2008 through September 30,
2011. Either party can provide notification to the other, no later than March 1, 2011,
expressing a desire to negotiate a new agreement. Upon receipt of such notification the
parties shall arrange to meet, no later than April 1, 2011, 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, 2011,
this Agreement shall remain in force and effect until all issues have been resolved in
accordance with Chapter 447, Part II, Florida Statutes, as amended from time to time,
provided that all monetary benefits are subject to appropriation by the City Commission.
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Agreed to this
8
day of
OC-TC be{
, 2008, by and between the
respective parties through the authorized representatives of the Union and the City.
Witness
Witness
~~ ~Wn~
itness ()
,)f;.fl-J ~ :j( 10 :)./ wr;(
Witness !
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BOYNTON BEACH FIGHTERS AND PARAMEDICS,
IAFF, LOCAL 1891:
BY:
~.
President
Secretary
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UNION CONTRACT - ADDENDUM "A"
POST ACCIDENT DRUG AND ALCOHOL TESTING POLICY
Post Accident Testing. If a bargaining unit member is involved in an accident in which the
member was driving a City owned vehicle, and anyone of the following occurs: an individual
dies, an individual suffers a bodily injury and immediately receives medical treatment away
from the scene of an accident, one or more vehicles incurs disabling damage as the result of
the occurrence and is transported away from the scene by a tow truck or other vehicle and
under any circumstances when the bargaining unit member is issued a traffic citation.
Disabling damage means damage that precludes departure of any vehicle from the scene of
the occurrence in its usual manner. Disabling damages includes damage to vehicles that could
have been operated but would have been further damaged if so operated. Disabling damage
does not include damage that could be remedied temporarily at the scene of the occurrence
without special tools or parts; a flat tire with no spare available, minor scrapes/scratches to the
exterior of the vehicle; or damage or headlights, taillights, turn signals, horns or windshield
wipers that make them inoperative.
An order to submit to post accident testing can be made by a Battalion Chief (Shift
Commander) or by an Acting Shift Commander. Any bargaining unit member ordered for a
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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.
Accident Druo and Alcohol Testino Procedure
Employee or supervisor will contact Risk Management to report the incident as outlined in
APM 12.01.02.
Notification will include identification of employee as driver in a motor vehicle accident
requiring drug and alcohol testing.
Supervisor and employee will proceed to primary or alternate collection site for mandatory
testing, following initial medical evaluation and treatment for any injuries sustained.
Primary collection site for drug and alcohol testing is:
U.S. Healthworks
1786 NW 2nd Avenue
Boca Raton FL 33432 Phone 561-368-6920
Hours of Operation: 8:00 a.m. - 6:00 p.m., Mon. through Fri.
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8:00AM - 12 Noon
Saturday
Laboratory performing testing is:
Clinical Reference Laboratory, Lenexa, Kansas
Medical Review Officer is:
Donald Bucklin, MD
2111 East Highland, #B245
Phoenix, AZ 85016 1-800-340-3810
After Hours post-accident testing is done on-site by contacting Mobile Drug Testing
Experts of FL, Inc at 1-877-256-4021
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.
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
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added to this procedure in Addendum "A" of the Union Contract.
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ADDENDUM '8' WAGES - STEP PLAN
10/1/2008 Annually Hourly 10/1/2009 Annually Hourly 10/1/2010 Annually Hou rly
FF Prob. 39951.96 FF Prob. 40551.24 FF Prob. 41565.02
step 1 $ 40,551.24 $16.2465 step 1 $ 41,565.02 $16.6527 step 1 $ 42,604.15 $17.0690
1 .50000/0 2.50000/0 2.50000/0
$599.2794 $1,013.7810 $1,039.1255
10/1/2008 Annually Hourly 10/1/2009 Annually Hourly 10/1/2010 Annually Hourly
FF1 FF1 FF1
step 1 $42,578.80 $17.0588 step 1 $43,643.27 $17.4853 step 1 $44,734.35 $17.9224
step 2 $ 44,707.74 $17.9118 step 2 $45,825.43 $18.3595 step 2 $46,971.07 $18.8185
step 3 $ 46,943.13 $18.8073 step 3 $48,116.71 $19.2775 step 3 $49,319.62 $19.7595
step 4 $ 49,290.28 $19.7477 step 4 $50,522.54 $20.2414 step 4 $51,785.61 $20.7474
step 5 $ 51,754.80 $20.7351 step 5 $53,048.67 $21.2535 step 5 $54,374.89 $21.7848
step 6 $ 54,342.54 $21.7719 step 6 $55,701.10 $22.3161 step 6 $57,093.63 $22.8741
step 7 $ 57,059.67 $22.8604 step 7 $58,486.16 $23.4320 step 7 $59,948.31 $24.0178
step 8 $ 59,912.65 $24.0035 step 8 $61 ,41 0.47 $24.6036 step 8 $62,945.73 $25.2186
step 9 $ 62,908.28 $25.2036 step 9 $64,480.99 $25.8337 step 9 $66,093.01 $26.4796
step 1 0 $ 66,053.70 $26.4638 step 1 0 $67,705.04 $27.1254 step 10 $69,397.66 $27.8036
10/1/2008 Annually Hourly 10/1/2009 Annually Hourly 10/1/2010 Annually Hourly
FF2 FF2 FF2
step 1 $ 44,707.74 $17.9118 step 1 $ 45,825.43 $18.3595 step 1 $ 46,971.07 $18.8185
step 2 $ 46,943.13 $18.8073 step 2 $ 48, 116.71 $19.2775 step 2 $ 49,319.62 $19.7595
step 3 $ 49,290.28 $19.7477 step 3 $ 50,522.54 $20.2414 step 3 $ 51,785.61 $20.7474
step 4 $ 51,754.80 $20.7351 step 4 $ 53,048.67 $21.2535 step 4 $ 54,374.89 $21.7848
step 5 $ 54,342.54 $21.7719 step 5 $ 55,701.10 $22.3161 step 5 $ 57,093.63 $22.8741
step 6 $ 57,059.67 $22.8604 step 6 $ 58,486.16 $23.4320 step 6 $ 59,948.31 $24.0178
step 7 $ 59,912.65 $24.0035 step 7 $ 61,410.47 $24.6036 step 7 $ 62,945.73 $25.2186
step 8 $ 62,908.28 $25.2036 step 8 $ 64,480.99 $25.8337 step 8 $ 66,093.01 $26.4796
step 9 $ 66,053.70 $26.4638 step 9 $ 67,705.04 $27.1254 step 9 $ 69,397.66 $27.8036
step 10 $ 69,356.38 $27.7870 step 10 $ 71,090.29 $28.4817 step 1 0 $ 72,867.55 $29.1937
1 0/1/2008 Annually Hourly 1 0/1/2009 Annually Hou rly 10/1/2010 Annually Hourly
FF3 FF3 FF3
step 1 $ 46,943.13 $18.8073 step 1 $ 48, 116.71 $19.2775 step 1 $ 49,319.62 $19.7595
step 2 $ 49,290.28 $19.7477 step 2 $ 50,522.54 $20.2414 step 2 $ 51,785.61 $20.7474
step 3 $ 51,754.80 $20.7351 step 3 $ 53,048.67 $21 .2535 step 3 $ 54,374.89 $21.7848
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step 4 $ 54,342.54 $21.7719 step 4 $ 55,701.10 $22.3161 step 4 $ 57,093.63 $22.8741
step 5 $ 57,059.67 $22.8604 step 5 $ 58,486.16 $23.4320 step 5 $ 59,948.31 $24.0178
step 6 $ 59,912.65 $24.0035 step 6 $ 61,410.47 $24.6036 step 6 $ 62,945.73 $25.2186
step 7 $ 62,908.28 $25.2036 step 7 $ 64,480.99 $25.8337 step 7 $ 66,093.01 $26.4796
step 8 $ 66,053.70 $26.4638 step 8 $ 67,705.04 $27.1254 step 8 $ 69,397.66 $27.8036
step 9 $ 69,356.38 $27.7870 step 9 $ 71,090.29 $28.4817 step 9 $ 72,867.55 $29.1937
step 10 $ 72,824.20 $29.1764 step 1 0 $ 74,644.80 $29.9058 step 1 0 $ 76,510.92 $30.6534
10/1/2008 Annually Hourly 10/1/2009 Annually Hourly 10/1/2010 Annually Hourly
LT LT LT
$
step 1 $ 50,876.96 $20.3834 step 1 $ 52,148.89 $20.8930 step 1 53,452.61 $21.4153
step 2 $ 53,420.81 $21.4026 step 2 $ 54,756.33 $21.9376 step 2 $ 56,125.24 $22.4861
step 3 $ 56,091.85 $22.4727 step 3 $ 57,494.15 $23.0345 step 3 $ 58,931.50 $23.6104
step 4 $ 58,896.44 $23.5963 step 4 $ 60,368.86 $24.1862 step 4 $ 61,878.08 $24.7909
step 5 $ 61,841.27 $24.7761 step 5 $ 63,387.30 $25.3956 step 5 $ 64,971.98 $26.0304
step 6 $ 64,933.33 $26.0150 step 6 $ 66,556.66 $26.6653 step 6 $ 68,220.58 $27.3320
step 7 $ 68,180.00 $27.3157 step 7 $ 69,884.50 $27.9986 step 7 $ 71,631.61 $28.6986
step 8 $ 71,589.00 $28.6815 step 8 $ 73,378.72 $29.3985 step 8 $ 75,213.19 $30.1335
step 9 $ 75,168.45 $30.1156 step 9 $ 77,047.66 $30.8685 step 9 $ 78,973.85 $31.6402
step 10 $ 78,926.87 $31.6213 step 10 $ 80,900.04 $32.4119 step 10 $ 82,922.54 $33.2222
step 11 $ 82,873.21 $33.2024 step 11 $ 84,945.04 $34.0325 step 11 $ 87,068.67 $34.8833
step 12 $ 87,016.87 $34.8625 step 12 $ 89,192.29 $35.7341 step 12 $ 91,422.10 $36.6274
10/1/2008 Annually Hourly 10/1/2009 Annually Hourly 10/1/2010 Annually Hourly
Capt. Capt. Capt.
step 1 $ 53,420.81 $21.4026 step 1 $ 54,756.33 $21.9376 step 1 $ 56,125.24 $22.4861
step 2 $ 56,091.85 $22.4727 step 2 $ 57,494.15 $23.0345 step 2 $ 58,931.50 $23.6104
step 3 $ 58,896.44 $23.5963 step 3 $ 60,368.86 $24.1862 step 3 $ 61,878.08 $24.7909
step 4 $ 61,841.27 $24.7761 step 4 $ 63,387.30 $25.3956 step 4 $ 64,971.98 $26.0304
step 5 $ 64,933.33 $26.0150 step 5 $ 66,556.66 $26.6653 step 5 $ 68,220.58 $27.3320
step 6 $ 68,180.00 $27.3157 step 6 $ 69,884.50 $27.9986 step 6 $ 71,631.61 $28.6986
step 7 $ 71,589.00 $28.6815 step 7 $ 73,378.72 $29.3985 step 7 $ 75,213.19 $30.1335
step 8 $ 75,168.45 $30.1156 step 8 $ 77,047.66 $30.8685 step 8 $ 78,973.85 $31.6402
step 9 $ 78,926.87 $31.6213 step 9 $ 80,900.04 $32.4119 step 9 $ 82,922.54 $33.2222
step 10 $ 82,873.21 $33.2024 step 10 $ 84,945.04 $34.0325 step 10 $ 87,068.67 $34.8833
step 11 $ 87,016.87 $34.8625 step 11 $ 89,192.29 $35.7341 step 11 $ 91,422.10 $36.6274
step 12 $ 91,367.72 $36.6057 step 12 $ 93,651.91 $37.5208 step 12 $ 95,993.21 $38.4588
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10/1/2008 Annually Hourly 1011/2009 Annually Hourly 10/1/2010 Annually Hourly
BIC BIC BIC
step 1 $ 56,091.85 $22.4727 step 1 $ 57,494.15 $23.0345 step 1 $ 58,931.50 $23.6104
step 2 $ 58,896.44 $23.5963 step 2 $ 60,368.86 $24.1862 step 2 $ 61,878.08 $24.7909
step 3 $ 61,841.27 $24.7761 step 3 $ 63,387.30 $25.3956 step 3 $ 64,971.98 $26.0304
step 4 $ 64,933.33 $26.0150 step 4 $ 66,556.66 $26.6653 step 4 $ 68,220.58 $27.3320
step 5 $ 68,180.00 $27.3157 step 5 $ 69,884.50 $27.9986 step 5 $ 71,631.61 $28.6986
step 6 $ 71 ,589.00 $28.6815 step 6 $ 73,378.72 $29.3985 step 6 $ 75,213.19 $30.1335
step 7 $ 75,168.45 $30. 1156 step 7 $ 77,047.66 $30.8685 step 7 $ 78,973.85 $31.6402
step 8 $ 78,926.87 $31.6213 step 8 $ 80,900.04 $32.4119 step 8 $ 82,922.54 $33.2222
step 9 $ 82,873.21 $33.2024 step 9 $ 84,945.04 $34.0325 step 9 $ 87,068.67 $34.8833
step 10 $ 87,016.87 $34.8625 step 1 0 $ 89,192.29 $35.7341 step 10 $ 91,422.10 $36.6274
step 11 $ 91,367.72 $36.6057 step 11 $ 93,651.91 $37.5208 step 11 $ 95,993.21 $38.4588
step 12 $ 95,936.10 $38.4359 step 12 $ 98,334.50 $39.3968 step 12 $ 100,792.87 $40.3818
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UNION CONTRACT - ADDENDUM "Cn
BOYNTON BEACH FIRE-RESCUE DEPARTMENT
TUITION REFUND PROGRAM
In order to assist employees who wish to attain additional training or education, the City
of Boynton Beach Fire-Rescue Department hereby establishes a Tuition Refund Program that
reimburses employees a percentage of tuition and textbook costs at an accredited institution,
as approved by the U.S. Department of Education, Office of Postsecondary Education. In
order to be eligible for the Tuition Refund Program, an employee must be a full-time career
status employee with at least one (1) year of employment prior to the starting date of the class.
The employee must submit a tuition refund application within ten (10) calendar days prior to
the initiation of the class in order for reimbursement to be considered. Applications should be
submitted to the Deputy Chief of Administration.
The applications will be reviewed by the Deputy Chief of Administration to determine
whether the course work is eligible. Under the guidelines of the Tuition Refund Program,
employees may take two (2) English courses, two (2) Humanities, two (2) Social Science, and
one (1) Math, as part of a General Educational Program. Additional course work will be
evaluated in terms of the specific course and the individual's specific job assignments.
Applicants for tuition refund should explain the connection between the course work and their
job assignments. In order to assist employees to attain degrees, the Deputy Chief of
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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, as amended from time to time). 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 Chief's decision is
final. Any decision relating to this program is not subject to the grievance procedure.
When an employee completes the approved course work, it is their responsibility to
submit copies of the grades and the tuition receipt to the Deputy Chief of Administration. The
reimbursement procedure will consist of the following: 1000/0 reimbursement when a grade of
"A" or "8" is earned, and 500/0 reimbursement when a grade of "C" is earned, plus the cost of
the textbooks (workbooks not included) used for the course(s), providing a receipt is provided
and the textbook is in re-usable condition. If the institution only gives credit or no credit, a
credit grade will be accepted as satisfactory completion and equal to a grade of "A". It takes
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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.1. 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.
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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 1000/0 for a grade of "A" or "8", 500/0 when a "C" is obtained, plus the
cost of the textbooks (workbooks not included) used for the course(s), providing a receipt is
provided and the textbook is in re-usable condition.. If the institute only gives credit or no
credit, a credit grade will be accepted as satisfactory completion and equal to a grade of "A".
ELIGIBILITY: All full-time employees of the City who by the starting date of class, have
completed one (1) year of service and have received a "Satisfactory" or better Employee
Performance Evaluation prior to the beginning of the course work are eligible to apply.
Guidelines for establishing course work are as follows:
(a) All basic core courses as required by the college will be approved for all eligible
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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.!. Bill or other State or Federal Programs are eligible for
reimbursement under this program. The maximum amount of credit hours eligible for payment
in a semester is twelve (12) semester hours or fifteen (15) quarter hours. The City will pay an
amount equivalent to the current tuition charged by the State (public) colleges and universities.
The rater's overall evaluation on the Employee Performance Evaluation conducted
immediately preceding the beginning of classes must be "Satisfactory" or better for the
employee to be eligible for tuition refund unless the course work for the employee receiving a
less than "Satisfactory" evaluation relates to the area of weak performance. In addition, any
employee placed on suspension or on restricted sick leave during a six-month period prior to
the beginning of a course will not be eligible.
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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.
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BOYNTON BEACH FIRE RESCUE DEPARTMENT
TUITION REFUND PROGRAM APPLICATION
LAST NAME
I
FIRST NAME
II
INITIAL DATE
ID I
EMPLOYEE # DATE OF ENTRY
I I
DIVISION
I
SHIFT
I
COURSE INFORMATION
SchooVCity:
Course (Name & Number):
Course (Name & Number):
Course (Name & Number):
TermlYear:
Credit Hours:
Cre~i~ Hours:
Credit Hours:
eDUCATIONAL OBJECTIVE
D Non-degree
D 2 yr. Degree
D 4 yr. Degree
D Graduate Degree
TITLE OF DEGREE SOUGHT
FIELD OF SPECIALIZATION
MAJOR
II
II
APPROVAL';
I intend to remain in the employ of the Boynton Beach Fire Rescue Department for at Jeast 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.
ElV1PLOYEE SIGNATURE DATE
II I I
I certify that the above named employee has received a "Satisfactory" or better score on his/her most recent
performance evaluation prior to submission of this application. I recommend that this applicant be approved
for tuition refund for the coursework listed above.
FlRECHmF (ORDBSIGNEE) SIGNATURE DATE
I II I I
DISAPPROVAL
Reason;
DEP ARTMENT HEAD SIONA TURE DATE
II / /
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BOYNTON BEACH FIRE RESCUE DEPARTMENT
SUBJECT: TUITION / EDUCATION REIMBURSEMENT
CITY SERVICE OBLIGATION
DATE:
May 1, 1999
The intent of reimbursing an employee is to provide an incentive to seek post-
hiring education and training, which subsequently Improves service delivery to
the public, enhances performance levels, and prepares employees for increased
responsibility with the Boynton Beach Fire Rescue Departm'ent.
An employee receiving remuneration In the form of tuition and all other costs
associated with fire and EMS-related training and educational programs,
including travel costs, agrees to a one-year employment obligation to the extent
that the funds received must be returned in the event that this obligation Is not
met.
This city service obligation requires that an employee be expected to remain with
the Boynton Beach Fire Rescue Department for at least one (1) year following
completion of courses for which he/she has received a refund. If the employee
resigns, retires, or terminates within the one (1) year period, he/she shall
reimburse the City for all funds received applicable to courses completed during
this period. Unless other financial arrangements are made, reimbursements shall
be payroll deducted from the employee's final paycheck.
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This policy is consistent with the Boynton Beach Fire Rescue Department's
Tuition Reimbursement Proaram.
The undersigned Boynton Beach Fire Rescue Department employee has read
and fully understands the provisions of this policy as set forth in this document
without exception.
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Employee Name
Employee Signature
Date
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Witness (BBFRD Chief Officer)
NOTARY:
Date
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UNION CONTRACT - ADDENDUM "0"
CAREER LADDER - Bovnton Beach Fire Rescue Department
MINIMUM REQUIREMENTS (Probationary FF through Battalion Chief)
Probationary Firefiahter (FF/Prob.) [Hire date through 12 months]
PREREQUISITE:
-Certified Florida Firefighter
-Certified Florida Emergency Medical Technician or Paramedic
REQUIRED TO BE PROMOTED TO FIREFIGHTER 1:
. Successful completion of the Probationary Firefighter Manual ("Green Book")
. Successful completion of FFI Performance and Written Examinations
. Successful completion of the annual evaluation process for Probationary Firefighters and
appointment by the Fire Chief.
Firefiahter1 (FF1)
PREREQUISITE:
-Successful completion of all requirements for Probationary Firefighter
-Minimum of one (1) year of service with BBFRD
REQUIRED TO BE PROMOTED TO FIREFIGHTER 2:
. Certified Florida Paramedic with Dept. "Active Paramedic" status
. Successful completion of FFII Performance and Written Examinations
Firefiahter2 (FF2)
PREREQUISITE:
-Successful completion of all requirements for Firefighter I
-Minimum of three (3) years of service with BBFRD
-Certified Florida Paramedic with Dept. "Active Paramedic" status
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TO ATTAIN FFII/ OPERATOR ENGINEER STATUS:
. Successful completion of FFP 1302 Fire Apparatus Operator (or equivalent)
. Successful completion of FFP 1301 Fire Service Hydraulics (or equivalent)
. Successful completion of BBFRD-sanctioned Aerial Apparatus Course (40-hour minimum)
. Successful completion of BBFRD Apparatus, Hydraulics, and Aerial Operation
Performance and Written Examinations
REQUIRED TO BE PROMOTED TO FIREFIGHTER 3:
. Certified Florida Paramedic with Dept. "Active Paramedic" status (effective 10/01/06)
. Successful completion of FFP 2410 Fire Service Strategy and Tactics
. Successful completion of FFP 2130 Company Officer Leadership
. Successful completion of FFP 2150 Instruction and Methodology
. Successful completion of FFP 2320 Building Construction for Fire Protection
. Complete a Pre-Incident Plan on a City Target Hazard (to be pre-approved)
. Complete Fire Inspection / Prevention Packet with a BBFRD Asst. Fire Marshal or
Complete FFP 1200 Fire Prevention Practices and FFP 1620 Private Fire Protection
Systems
Firefiahter 3 (FF3) [Minimum requirement to serve as Acting Lieutenant]
PREREQUISITE:
-Successful completion of 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
-Certified Florida Paramedic with Dept. "Active Paramedic" status (effective 10/01/06)
(Paramedic requirement does not impact Firefighter III/ EMT's promoted prior to 1 % 1/06
in terms of functioning as an Acting Lieutenant.)
REQUIRED TO BE PROMOTED TO LIEUTENANT:
. Successful completion of BBFRD Officer Candidate School which will include, but is not
limited to:
-Department Policies, EMS Protocols, SOG's, Rules and Regulations
-Labor-Management Relationship and Collective Bargaining
-The Changing Workforce and Dealing with Change
-Diversity, Sexual Harassment, and Discrimination Training
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-Technical Report Writing and Report Quality Assurance
-Performance Evaluation Training
-Customer Service
-Coaching, Counseling, and Disciplinary Action
-Budget Analysis and Preparation
. NIMS Compliant per department standards.
. Successful completion of Lieutenant promotional examination/assessment and
appointment by the Fire Chief.
Lieutenant (Lt.) [Minimum requirement to serve as Acting Capt / Battalion Chief]
PREREQUISITE: (Eligibility criteria necessary to sit for the Lt. Promotional Exam)
-Successful completion of all requirements for Firefighter III
-Certified Florida Paramedic with Dept. "Active Paramedic" status (effective 10/01/06)
(Paramedic requirement does not impact Lieutenant / EMT's promoted prior to 10/01/06
in terms of functioning as an Acting Captain)
-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 one (1) year as a FF3 with BBFRD
Promotion is based on successful completion of Lieutenant promotional examination /
assessment, and appointment by the Fire Chief.
REQUIRED TO BE PROMOTED TO CAPTAIN:
. Successful completion of BBFRD Officer Candidate School (as noted above).
. Successful completion of FFP 2100 Fire Service Administration
. Successful completion of MNA 2303 Introduction to Public Personnel Management.
. NIMS Compliant per department standards.
. Successful completion of Captain promotional examination / assessment and
appointment by the Fire Chief.
Captain (Capt.)
PREREQUISITE: [Minimum criteria necessary to sit for the Captain Promotional Exam]
-Must meet all requirements for Lieutenant
-Certified Florida Paramedic with Dept. "Active Paramedic" status (effective 10/01/06)
(Paramedic requirement does not impact Captain / EMT's promoted prior to 10/01/06 in
terms of functioning as an Acting Battalion Chief)
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-Minimum of nine (9) years service with BBFRD. Required time will be reduced by one (1) year
with an acceptable, job-related Associate or Bachelor Degree
-Minimum of one (1) year as a Lieutenant with BBFRD
Promotion is based on successful completion of Captain promotional examination /
assessment process and appointment by the Fire Chief.
REQUIRED TO BE PROMOTED TO BATTALION CHIEF:
. Successful completion of BBFRD Officer Candidate School (as noted above).
. Completion of certified Incident Command Course.
. NIMS Compliant per department standards.
. Completion of Human Resource Course (3000 level minimum).
. Successful completion of Battalion Chief promotional examination/assessment and
. appointment by the Fire Chief.
Battalion Chief (BC) [Shift Commander]
PREREQUISITE: [Minimum criteria necessary to sit for the Battalion Chief Promotional
Examination]
-Must meet all requirements for Captain.
-Certified Florida Paramedic with Dept. "Active Paramedic" status.
-Minimum of twelve (12) years service with BBFRD. Required time will be reduced by one (1)
year with an acceptable, job-related Bachelor Degree.
-Minimum of three (3) years as a Captain with BBFRD.
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PROMOTIONAL CRITERIA (For Lieutenant, Captain and Battalion Chief)
A. Posting for a position will include date, time, and location of the exam, reference
materials, exam and methodology. This announcement will be posted at least sixty
(60) days prior to the test date and will include all necessary information relating to
the application process and deadlines.
B. Establishment of an eligibility list, to include time duration that the list is in effect. An
eligibility list will be in effect for a period of two (2) years unless adjusted by mutual
agreement.
C. The Fire Chief has the option to select anyone of the top three (3) candidates for
promotion to an existing vacancy. Candidates that are not selected for promotion
may be provided with an interview to discuss the reason(s) for not being selected,
upon request of the candidate.
D. Any employee who successfully passes a promotional examination shall have a
credit for continuous service added to their final score which shall be computed as
follows: One-fourth (1/4) point shall be added for each full year of uninterrupted
service.
E. The City shall provide one copy, at each station, of all reference material for
promotional examinations at the posting of notification. The reference material shall
remain in the Fire Station(s)
F. Any such vacancy shall be offered within thirty (30) days of the establishment of the
appropriate eligibility list.
The Boynton Beach Fire Rescue Labor Management Team hereby approves this Career
Ladder incorporated into the collective bargaining agreement 2002-05 as Addendum
"0". (Re ised 7/26/ - Effective 1 % 1/08)
/ ~ / / / oB
Date
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IAFF, Local 1891 Union President
,o7'/OK
Date t
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BOYNTON BEACH FIRE RESCUE DEPARTMENT
TO:
Dean Kinser, President
I.A.F.F. 1891
FROM:
William L. Bingham, Fire Chief
SUBJECT:
Letter of Understanding
Firefighter Contract Article 38, Shift Fire Insoectors
DATE:
March 20,2000 (Revised 10/01/08)
It is the intent to of this Letter of Understanding to clarify negotiated issues regarding contract
Article 38, Shift Fire Insoectors. By virtue of this letter, and through attrition, we agree to eliminate
the aforementioned article in its entirety according to the following criteria:
1) The article entitled Shift Insoectors will no longer be a part of the Collective
Bargaining Agreement.
2) The two existing inspectors (FFIII Chris. Wandell and Lt. Geoffrey Simpson) will
continue to serve as fire inspectors as directed by the Fire Marshal, providing they
maintain all necessary certifications. I n the event it is determined that additional
bargaining unit members are likewise affected, this Letter of Understanding applies to all
members in a similar position.
3) The current 50/0 pay (based on their September 30, 1995 pay) will change to an
incentive pay equal to the existing rate, (Le. from a %-based incentive to a strict dollar
figure). This incentive pay, once established, will not increase. This change will be
effective upon ratification of the 1999-2002 Agreement.
4) If, for any reason, either inspector is no longer certified or no longer willing to
serve as an inspector, his position will not be filled by another department member, nor
will he be able to re-enter into the position.
The September 30, 1995 salaries of the two individuals are:
*Chris Wandell - $676.80 wkly (50/0 = $33.84 wkly; $67.68 biwly; $1,759.68 yrly)
*Geoff Simpson - $806.00 wkly (50/0 = $40.30 wkly; $80.60 biwkly; $2,095.60 yrly)
FOR THE
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Date
FOR TH~
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Dean Kinser, Presl ent
1/)-,;g
Date
CITY CLERK'S OFFICE
MEMORANDUM
TO:
James Cherof
City Attorney
DATE:
Janet M. Prainito
City Clerk
October 9, 2008
FROM:
RE:
Agreement Approved by City Commission on October 7, 2Q08lie
;(J")
Attached is the agreement that was approved by the City Commission at their regular meeting held
on October 7, 2008. Please review, sign and return to me for further processing. Thank you.
NO. OF
RESOLUTION # DOCUMENTS DESCRIPTION
R08-116 1 Collective Bargaining Agreement
Between the City of Boynton Beach and
Boynton Beach Fire Fighters and
Paramedics, IAFF Local 1891
S:\CC\WP\AFTER COMMISSION\City Attorney Transmittals\Year 2008\09-18-08.doc
CITY CLERK'S OFFICE
MEMORANDUM
TO:
FROM:
Kurt Bressner
City Manager
Janet M. Prainito ~
City Clerk U \
October 13, 2008
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RE:
Agreement Approved by City Commission on October 7,2008.
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DATE:
Attached is the agreement that was approved by the City Commission at their regular meeting held
on October 7, 2008. Please review, sign and return to me for further processing. Thank you.
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NO. OF
RESOLUTION # DOCUMENTS DESCRIPTION
R08-116 1 Collective Bargaining Agreement
Between the City of Boynton Beach and
Boynton Beach Fire Fighters and
Paramedics, IAFF Local 1891
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S:\CC\WP\AFTER COMMISSION\City Manager Transmittals\2008\09-18-0a.doc