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R15-0061, :! 1 F 1,1,f4-TJLWC*)FUK SEPTEMBER 30, 2015,1 AUTHORIZING AND DIRECTING THE MAYOR AND CITY CLERK TO AGREEMENT;EXECUTE THE 1: PROVIDING DATE.AN EFFECTIVE • : *1111 - - • • - • - . • ilii • • t - • • execute the same. Section 1. The foregoing "WHEREAS" clauses are true and correct and hereby ratified and confirmed by the City Commission. Section 2. The City Commission of the City of Boynton Beach, Florida does hereby ratify the Agreement between the City of Boynton Beach and the International Association of Firefighters, Local 1891 for the period of October 1, 2014 through September 30, 2015, and authorizing and directing the Mayor and City Clerk to execute the Agreement, a copy of said agreement being attached hereto as Exhibit "A". Section 3. This Resolution will become effective immediately upon passage. C:\Users\pylej\AppData\Local\Microsoft\Windows\Temporary Internet Files\Content.IE5\7AH5SY76\Reno_-_IAFF_CBA_2014-15.doc PASSED AND ADOPTED this A - day o , 2015. Jan t M. Prainito, M C Clerk (Corporate Seal) � :6t I , �116 �.,, �$ 11�1 1. Mayor — Jerry Taylor Vice Mayor — Joe Casello Commissioner — David T. Merker Commissioner — Mack McCray Commissioner — Michael M. Fitzpatrick VOTE YES NO C:%Users\pylej\AppData\Local\Microsoft\Windows%Temporary Intemet Files\Content. fE5\7AH5S YMReso---LAFFCBA-2014-15. doe ! •r ! , 1 Iii 14161MA:•' , .►o Iii lvqlll��l Ratified by Union 1 Ratified by Commission 191 � IAFF CITY IAFF V- CITY(�a_ Lop A Testing Policy Page 67 F17JITYn 11,270foul Tuition Refund rrigram, / RA,16s Page 73 TABLE OF CONTENTS Article Title Page --- Preamble ... -- .......................................... 1 1 Recognition .................................................... 2 2 Discrimination ................................................ 3 3 Payroll Deduction of Dues ..................... -- ...... 4 4 Union Time Pool .............................................. 5 5 Representation of the Union ............................ 7 6 Representation of the © .............................. 8 7 Rules and Regulations .................................... 9 8 Hours of Work ................................................ 10 9 Working Conditions ........................................ 11 10 Uniforms and Safety Equipment ...................... 12 11 Physical Exams & Immunizations .................... 15 12 Group Insurance .......................................... 18 13 Operator's Insurance ...................................... 21 14 Wages ...................................................... 22 15 Overtime and Call back ................................. 24 16 Exchange Time ............................................... 26 17 Sick Leave .................................................... 28 18 Compassionate Leave ..................................... »< « Vacation ...................................................... 33 20 Personal Time .............................................. 35 21 Holidays ........................................................ 36 22 Court Time .................................................... 38 23 Working Out of Classification ....................... 40 24 Education ...................................................... 41 25 Educational Supplemental Compensation ... 43 26 Paramedic/Specialty Team Assignment Pa,.. 44 27 Licenses & Registration Fees ........................ �. 46 28 Seniority List ................................................ 7- <« Vacancies and Promotions .............................. 49 30 Bulletin Boards ............................................... 50 31 Notification and Distribution ........................ 51 32 Grievance Procedure ................................... 52 33 Prevailing Rights .......................................... 55 34 Savings Clause ............................................. 56 35 Appendices, Amendments & Additions ......... 57 36 Successors ................................................. 58 37 Compensatory Time ................................ 59 38 Management Rights ............................. -- 60 39 Supplemental Retirement Insurance......, -.. 62 40 Collateral Documents ................................ 64 41 Duration ................................................. 65 --- Signature Page ........................................ 66 IAFF V- CITY(�a_ Lop A Testing Policy Page 67 F17JITYn 11,270foul Tuition Refund rrigram, / RA,16s Page 73 IN S-,4 xmj I..n 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. 2014-2015 lAFF V�' CITY__?P_ 11114KOMIN1019 I 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. 2 2014-2015 I CITY QQ V 2014-2015 IAFF CITY I 1441 M AM M 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. 12 2014-2015 IAFF_CA--- CITY_ 92_ V ARTICLE 4 Jftlt 41VjJ1J 1&9AdA, Section 1. A. For the purpose of allowing officers of the Union or their designees to conduct union business and attend union functions, a Union Time Pool is established. Each contract year the City will credit the Union Time Pool with 240 hours of time to be used in increments of 2 hours or more. B. Between September I and September 15 of each 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 and administrative payroll, a copy of which will be provided to the Deputy Chief of Operations. Only those employees donating time shall be eligible to work in the absence of a Union Representative who is benefiting from this article. It shall be the Union's responsibility to coordinate with Management the provision of coverage and replacement of Union 61 2014-2015 IAFF—Vc:'_ CITY QQ V :01 Representatives attending an approved function. All requests to use this time are subject to daily staffing requirements and must be approved by the Shift Commander. A maximum of four (4) Union Representatives may be allowed time off and each must follow departmental procedure when applying for time off described in this article. 9 IAFF CITY—(X) V 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. 7 2014-2015 IAFF_ CITY 1 1114 2 V 114 Wj 31 1091INUMMOIDES)y 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. 0 2014-2015 IAFF\4j— C IT Y • IN•I I I q 11 1 =11111111 III ��111�1 a t &eja rp • 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. 9 2014-2015 1AFF CITY C 0:11 "SMI M 11 I., Section 1. All employees covered under this Agreement presently working a 40 -hour 11 , i 11 11 1 011 MOMM Section 2. All shift employees covered under this Agreement shall work a 48-hour workweek, i.e., one (1) shift on duty and two (2) shifts off duty with a 24 hours Kelly day off during the 21 day work schedule. The one shift on duty will be from 7:30 am — 7:30 am the following day with the exception of battalion chiefs which will be from 7am- 7am 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. W 2014-2015 I CITY— W V 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. 2014-2015 IAFF—V— CITY—I"10 V — 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) I ea. Class A tie I ea. uniform pants (Class A) I ea. Jumpsuit 3 ea. Uniform pants/shorts (Class B) (EMS pants) 3 ea. polo shirts I ea. ball cap I ea. winter jacket I ea. pair of approved black boots or safety shoes I ea. pair of dress (Class A) shoes 2 ea. shorts 12 2014-2015 IAFFCITY- OP I 3 ea. T-shirts Long -sleeve tee shirts •r shirts I ea. Last • belt with buckle Wide -brimmed hat Qpecialty 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 I 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 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 13 2014-2015 IAFF_VbJ CITY 00 U item, unless extenuating circumstances exist, The City shall notiA7 the employee of the extenuating circumstances and of the approximate time the replacement item will arrive. Section 4. The City shall arrange for the repair or replacement of an employee's uniform, work clothing, prescription optical aids, watches or dentures which become damaged or lost, through no fault of the employee, while the employee is performing firefighting/ rescue duties, responding to emergency operations or when conducting training functions scheduled by the department. The City shall be exempt from payment for those amounts that are paid by Workers' Compensation. The request for repair or replacement must be submitted within three (3) months from the date of the occurrence. Section 5. Personnel may be responsible for expenses incurred in replacing lost, misplaced or damaged safety gear and clothing due to personal negligence, or intentional misuse, subject to review and recommendation to the Fire Chief by the Labor Management Team. Section 6. All Fire Rescue Department issued uniforms and equipment will be usel' M I I b i ii, 1 6 2014-2015 IAFFCITY_ CP U Section I 0 IC 11 I tv N lei N DOE Om"FRIMIT ®R To "14 0 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. 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. 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 an employee's 'fitness for return to duty', and expenses related to a duty - 15 2014-2015 IAFF_�L CITY— CP ,HEM needed for protection from cuts or exposure to disease suffered in the line of duty. Section 3. Immunization B. Hepatitis — Type B: Members who refuse to be immunized for Hepatitis N T -A7 I TIT -1 I M4 IT M- S= this agreement as defined in N.F.P.A. 1582. Members who refuse to be immunized for Hepatitis Type A and who later contract that disease shall not be presumed to have contracted the disease while on duty. D. The City shall offer flu shots for all members as a means of protection Section 4. It shall be mandatory for the City to notify the employee when — I$ - rerlv�,�, I - Iffl1l''i in 2014-2015 1AFF—V/ C ITY— Florida Statutes, as amended from time to time, then it shall be presumed that the 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 BBFD, and will be provided every five (5) to ten (10) years. This scan is not mandatory. M 2014-2015 IAFF CITY ARTICLE 12 GROUP INSUR&NICE Section 1. A. Medical, Dental, and Vision Insurance: The cost for all medical, dental, and vision insurance premiums for eligible employees shall be borne by the City. Types of coverage currently in effect shall not be reduced during the plan year 2014-2015. 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. If the Union intends to exercise this option, the Union will provide written notice to the City Manager no later than February 15, 2015 and of each subsequent year. The City and the Union will meet within twenty (20) days of receipt of the Union's notice to bargain this section of the Article. Section 2. Life Insurance: Members of the bargaining unit shall be covered by the same iR 2014-2015 IAFF- C I TY— CP V $ 10,000 term life and accidental death policy provided by the City to all employees. Members of the bargaining unit shall also be provided with an additional $25,000 term life and accidental death policy with the premium paid by the City. 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 Responsibility. 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. Drug -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 19 2014-2015 IAFFCITY— OA V 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. W 2014-2015 IAFF CITY. W V 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 I of this Article. PAI 2014-2015 IAFF_kL CITY- Cn U ARTICLE 14 WAGES Section 1. Effective October 1, 2014, the following charts contain the current pay scales that are effective for shift and non -shift members of the Bargaining Unit. SHIFT EMPLOYEES Paramedic/Specialty Team 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 Grade Hours Week Hourly Minimum Annual Minimum Hourly Midpoint Annual Midpoint Hourly Maximum Annual Maximum Firefighter Prob. 14P 48 $17.0686 $42,603.13 Firefighter 1 14 48 $17.9220 $44,733.29 _ $22.8624 $57,064.60 $27.8029 $69,396.02 Firefighter 2 15 48 $18.8181 $46,969.95 $24.0056 $59,917.92 $29.1930 $72,965.81 Firefighter 3 18 48 $19.7589 $49,318.45 $25.2058 $62,913.64 $30.6527 $76,509.10 Lieutenant 23 48 $21.4148 $53,451.33 $29.0206 $72,435.47 $36.6265 $91,419.92 Captain 26 48 $22.4856 $56,123.90 $30.4717 $76,057.38 $38.4579 $95,990.93 Battalion Chief 28 48 $23.6098 $58,930.10. $31.9953 $79,860.23 $40.3808 $100,790.47 Paramedic/Specialty Team 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 Certification Incentive Pav 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) 22 2014-2015 I CITY Pay Grade Hours Week Hourly Minimum Annual Minimum Hourly Midpoint Annual Midpoint Hourly Maximum Annual Maximum Firefighter Prob. 14P 40 $20.4823 $42,603.13 Firefighter 1 14 40 $21.5064 $44,733.29 $27.4348 $57,064.60 $33.3634 $69,396.02 Firefighter 2 15 40 $22.5817 $46,969.95 .: $28.8067 $59,917.92 $35.0316 $72,965.81 Firefighter 3 18 40 $23.7108 $49,318.45 $30.2469 $62,913.64 .` : $36.7833 $76,509.10 Lieutenant 23 40 $25.6978 $53,451.33 $34.8248 $72,435.47 $43.9519 $91,419.92 Captain 26 40 $26.9827 $56,123.90 -: $36.5660 $76,057.38 $46.1495 $95,990.93 Battalion Chief 28 40 $28.3317 $58,930.10 $38.3943 $79,860.23 $48.4569 $100,790.47 Certification Incentive Pav 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) 22 2014-2015 I CITY Section 2. a I V,IOMUMIIIMS117MO I U 1 1 1• 1 1 1 � be provided based on performance appraisal. Employees who reach and exceed the maximum salary cap shall receive no base -wage adjustment, and will not receive a lump sum payment equal to the amount they would receive based on the criteria included herein. Lump sum payments in accordance with this section shall be considered a salary disbursement included in W-2 holdings for the purpose of pension calculations. - 6 1 23 2014-2015 IAFFCITY a V . A I Section 1. Call Back: Call back is defined as any time an employee is called into work when the employee is off duty, or when the work time is not contiguous with the employee's assigned shift. In the event of call back, the employee shall be paid for the actual time worked but not less than two (2) hours at a rate of pay one and one-half (1 1/2) times the employee's hourly rate inclusive of Certification Incentive Pay. The procedure for "Call -Back" will be in accordance with Labor/Management Team guidelines. The Chief can waive the above provisions if he/she believes the situation warrant. Section 2. Overtime: Overtime is defined as any time an employee is required to stay longer than his/her assigned 24-hour shift by his/her supervisor. Overtime shall be paid at the rate of one and one-half (1 1/2) times the employee's hourly rate inclusive of Certification Incentive Pay. Employees who are in a duty status less than ten (10) minutes either before their shift or after their shift will not be eligible for overtime pay. Employees who are in duty status for ten (10) minutes or more either before their shift or after their shift must be so only with their supervisor's approval in order to be eligible for overtime pay at the overtime rate. Section 3. Employees who are renewing certificates, or who are attending classes not required by the Chief or his/her designee, will not be compensated. 24 2014-2015 [AFF_V,--- CITY- Section 4. No employee covered by this collective bargaining agreement shall be eligible for overtime or call back following the use of more than twelve (12) hours sick leave for shift personnel or five (5) hours sick leave for staff personnel until they have returned to work for at least one full regular scheduled work day: (twenty-four [24] hours for shift personnel or ten [ 10] hours for staff personnel). 25 2014-2015 I FF CITY Section 1. A. "Aimm EXCHANGETIME • • • 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 pen -nit 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). be tentatively approved. Upon 56 days in advance of the scheduled shift exchange, the exchange will automatically receive final approval unless the employee has been notified of a necessary cancellation. Any cancellation of a shift exchange will be in writing and received by the affected employee prior to the 56 -day time frame. Section 2. For the purposes of this article, the ranks of Firefighter 1, Firefighter 2 and 26 2014-2015 IAFF__V CITY Captains and Battalion Chiefs shall • referred to as "Officers." Firefighters may • guh—m-ge time with other firefi hters the orilp excegd Wfu4-f Y. -fir 21so exchange time with Lieutenants. Officers can exchange time with each other, as r ied in departmental Standard Operating Guidelines. 27 2014-2015 IAFF_W/— CITY v rMIMM 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 I of the current year, may request to transfer, no later than April I", 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. 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 28 2014-2015 IAFF CITY 010 _q7L V may return to regular and/or light duty if they are absent and take sick leave for more than two (2) continuous full shift days. Section 5. Sharing Sick Leave A. It shall be the policy of the City to permit an employee the opportunity of donating accrued sick leave time to a designated employee whenever extraordinary circumstances require the designated employee to be absent from work for a lengthy period of time, and when the employee has exhausted all accrued sick/vacation time. B. Extraordinary circumstances shall be defined as lengthy C. When there appears to be a need to share sick leave in accordance with this Section, the Union Steward will prepare a list of bargaining unit members who are willing to contribute sick leave hours, confirmed through the Finance Department that the hours are available and submit the list to the Human Resources Office for proper charge to sick leave i7ecords. Time used will be used in the order listed on the appropriate form Mmaffmcx+ r 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 29 2014-2015 IAFF_V CITY Q9 V Section 6. Employees who call in sick, may return to work during the remainder of their shift if they feel capable of performing their work duties. An employee who returns to work after calling in sick, must use a minimum increment of 12 hours of sick leave before they may return to work. Employees who leave work during shift due to illness must remain out for the remainder of the shift. Section 7. Light Duty. Employees may return to work with a Light Duty Certificate and/or a letter completed as set forth in Section 4 of this Article from their physician, provided there is work available within the Department, and that work would comply with the doctor's requirements. Availability of light duty assignments will be determined by the Fire Chief. 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. r 111112113[ MKI�11=1 4� 30 2014-2015 IAFF— CITY 92 V illillill Jill Le1 11 MI '' I 1 1111 11 11 !!1, , • W -M V. In the case of a prolonged, serious illness of the employee or an eligible family member, an employee should apply for FMLA as provided for in City policies. 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. 31 -A — 2014-2015 IAFFCITY C�P V E 1 414 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, son-in-law, daughter- 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. 32 2014-2015 IAFF—V,/- CITY 22 1 ARTICLE 19 VACATION Section 1. The following plan outlines the vacation leave policy for both the 40 -hour employees and the Fire Rescue Department shift (48-hour) employees. Vacations will be picked on a seniority basis and can be taken in increments of 12 or 24 hours, one shift at a time. Section 2. Each employee shall earn vacation leave, accumulated in hours, for each full year of continuous service as outlined below. Employees on initial one-year probation are not eligible to take vacation for the first six months. Vacation will be accrued in accordance with the following schedule: Vacation Accrual Policy (40 -hour work -week) Years of Service Vacation Days Vacation Hours Beginningof f 21" year and thereafter 25 200 Vacation Accrual Policy (48-hour work -week) Years of Service Vacation Days Vacation Hours 33 2014-2015 IAFF CITY 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 21 day work schedule 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. 2014-2015 IAFF CITY 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 grievanqu 35 2014-2015 IAFF_I/\— CITY Onflaw9w I . C11 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 same holiday schedule as all non -shift 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: 9� 2014-2015 IAFF—%(// CITY GO V SIGNATURE NOTE: Those who do want their holiday pay deferred, hereby authorize the City to withhold their 10 paid holidays, (Labor Day the exception), until the last pay period in August , with all proper withholdings taken out. They also understand that at no time during this period under any circumstances, except if no longer covered under the bargaining unit, will they be eligible to receive any deferred monies until the last pay period in August. SIGNATURE 11 111 11 ;! IIIIII!1I ll!!!l II!!1I I M;1111 1 11 111 ll!!!!!l 11111!!1111 11,17 1 jl;�111 I liq I I � I I I III lj� III Pill III 1 111111 ll!!!l III 1111MIJ 1111 �11;ilr I'll ;I I �11; I!II if 37 2014-2015 IF CITY V aw-M-HILMN f ta in, oil Section 1. Any employee covered by this Agreement who is summoned or subpoenaed to appear in a court of law, while off duty, as a result of his/her employment as a member of the Fire Rescue Department, will be paid for his/her court time at the rate of one and one-half (1 1/2) times his/her current hourly rate, excluding travel time, provided the Fire Chief is given prior notification so that the Chief has the opportunity to schedule such appearance during regular duty hours. The employee will receive a minimum of three (3) hours pay, and the employee shall return all fees received from the Court to the City. Should such summons or subpoena require the employee to appear on a day that they are on duty, then the pay of this Section shall be waived by the employee. Section 2. Any employee covered by this Agreement who is required by a court of law to appear for jury duty during a day when they are on duty, shall return all fees received from the court to the City, excluding travel expenses. The employee shall notify the Fire Chief upon receipt of a summons for jury duty. Section 3. An employee who has been instructed to remain on standby for court appearance purposes during the employee's off-duty hours shall be paid one-half the straight time hourly rate for each hour on standby up to a maximum of eight (8) hours of standby duty in any one day. A minimum payment of one (1) hour straight time shall be paid for all standby assignments. When anemployeeis required to standby for eight (8) 38 2014-2015 IAFFI� CITY—OP U 39 2014-2015 IAFF-V---- CITY Section 1. Any employee covered by this Agreement, who is assigned the duties and/or responsibilities of a range above his/her current classification in the absence of their direct supervisor, shall be compensated for holding that higher position at a rate of pay equivalent to five percent (5%) for each rank worked out of class, except when assigned as a Lieutenant in which case the FF3 shall be compensated for holding that higher position at a rate of pay equivalent to eight percent (8%). When assigned, the employee shall accept the duties and responsibilities of the position. The internal ranking of Fire Fighter 1, 2, and 3 shall be considered as one classification (Fire Fighter) only for purposes of this Article. Section 2. Higher classification assignment shall, with the Chiefs discretion as to ability, be made on a rotating basis in order to afford all employees an equal opportunity to gain experience in the next higher position. The Chief, or designee shall make official notification to the acting party. This notification shall be logged as part of daily permanent records. Section 3. Assignments will not be changed so as to intentionally avoid payment. EN 2014-2015 IAFF—V CITY— QO V 0 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". The provisions of this article and addendum that relate to reimbursement for General Education Core Courses and Degree Program Core Courses other than those specified in the Career Ladder (Addendum "D") have been suspended since 10/01 /2011. Section 3. The City shall provide an opportunity for sending members of the Fire Rescue Department covered by this Agreement, not to exceed funds established in the City budget, to approved out-of-town training classes. A list of classes shall be posted so each employee will have the opportunity to request the class or classes of his/her choice. Those attending shall be entitled to travel pay in accordance with City policy. Section 4. Employees will be allowed to use on -duty time, without loss of vacation time, for classes necessary to remain certified in their current classification, or for classes M, 2014-2015 IAFF_ CITY 92 V 42 2014-2015 IAFF CITY I D1- I I P I 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 Florid---,,,A-,dni-Fistra1iye 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 discontinued or ad usted for any reason, the City's contribution will not change and wN 1i remain consistent with the amount provided on 10/0 1/2013, throughout the term of this 43 2014-2015 IAFF_—V,,,-- CITY q2 . ON PARAMEDIOSPECIALTY TEAM ASSIGNMENT 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 $9360.00 per year. This amount will equate to an hourly rate of $3.75 per hour ($4.50 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 purpose of pension calculations. B. An employee holding a valid and current Paramedic certificate in accordance with Florida Statutes who could perform the duties as assigned by the Fire Chief and the Medical Director, but who is inactivated, either by choice or administrative direction, as an active Paramedic and is not on assignment as a Paramedic by the Fire Chief, will no longer receive the annual Paramedic incentive pay as noted in Section I (A). Section 2. 44 - 0 rf=flz��'� 2014-2015 IAFF tb� CITY-Cio I 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 $1,872.00 per year. This amount equates to an hourly rate of $0.75 per hour $0.90 per hour for 40 - hour employees) over and above the base rate of pay, which willnotbe included in the employees maximum. This assignment pay shall be considered a salary disbursement included in W-2 holdings for the purpose of pension calculations. B. Employees who receive an unsatisfactory evaluation will be removed from the SPOPS and/or Dive Rescue Team until their evaluation is satisfactory or above. C. 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. 45 2014-2015 IAFF_V^— C ITY 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. Cis 2014-2015 IAFF—�J� CITY_ 111101111111 111 111 Ir!1llI:iII;t11 I MIFIMI M - 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 employment by the City of Boynton Beach Fire Rescue Department. If two (2) or more members are employed on the same date, the seniority standing shall be determined by the employee's Fire Rescue Department ID number. The lower the ID number, the higher the position on the seniority list. V =tc TnTol LIMM WIT L Employees who are laid -off shall have recall rights for a period of twelve (12) months and shall be recalled in the reverse order in which thez, are laid -off i e. last laid -off will be first recalled. No new employees will be hired into any classification covered by this M 2014-2015 IAFIF 04_� --- JE_ CITY collective bargaining agreement while a laid -off employee has recall rights. 48 2014-2015 lAFF CITY 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. 49 2014-2015 IAFF_kt// CITY QZ? V jaljwffw-g:�_er 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 Y 4' space is hereby approved. The Union is to supply the bulletin boards. The Union holds the City harmless for any content posted on its bulletin board. 92 2014-2015 IAFF CITY 1�0 --V— I gm• F.1 "a I gmq• •limm llmlmr• �R 1 4-8. 51 2014-2015 IAFF MZ CITY Agreement, shall be settled in the following manner: msmll_� • � � � I � , � 'Ji F ITIENNEWIF. - 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 grievant may be assisted by a union representative or counsel of 6% 2014-2015 IAFF CITY 0 6P 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 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, 53 2014-2015 IAFFV/ CITY �Ll V 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, i.e., resolution of disputes which impact upon or affect wages, hours and teens and conditions of employment. This article is not intended to provide for "interest" arbitration. 54 2014-2015 IAFF—W CITY— ARTICLE 33 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. 55 2014-2015 IAFFCITY— 00 V QUINXIM 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. 56 2014-2015 IAFF CITY WE -70 57 2014-2015 IAFF_W CITY C�3 9 ltevulsomi - 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. 58 2014-2015 IAFF—t�/ CITY— ARTICLE 37 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. When an employee earns compensatory time his/her account will be credited with the appropriate time in '/a hour increments. If an employee's compensatory time bank balance falls between ninety six (96) and one hundred twenty (120) hours, that employee will no longer be eligible to earn compensatory time (they will only be eligible to earn overtime pay) until the balance falls below ninety six (96) hours. Section 2. During the implementation for this contract year, all compensatory time earned through July 1, 2014 through September 30, 2014 must be used by September 30, 2014 or the employee will be paid any remaining balance of his/her unused compensatory time in the first full two (2) week paycheck in October. �&o 2014-2015 1AFF C I TY- • 38 MOOMLt-m' Wafm-'41 Section 1. The Union and the bargaining unit employees recognize and agree that the City has the exclusive right to manage and direct the various departments of the City. Accordingly, the powers and authority which the City has not specifically abridged, delegated, or modified by the express provisions of this Agreement are retained by the City. Therefore, the City specifically, but not by way of limitation, reserves the exclusive right to determine the mission of the City and its various departments, divisions and other units of organization. The City specifically reserves the sole and exclusive right(s) to decide the scope and method of service; to hire and/or otherwise determine the criteria and standards of selection for employment; and to fire, demote, suspend, or otherwise discipline for just cause. Any right or privilege of the City not specifically relinquished by the City in this Agreement shall remain with the City. Section 2. The City Commission has the sole authority to determine the purpose and mission of the City and the amount of budget to be adopted. Section 3. If, at the discretion of the City Manager, it is determined that civil emergency conditions exist, i.e., riot, civil disorder or natural disaster, the provisions of this Agreement may be suspended for good cause by the City Manager during the time of such emergency, provided that the Union is notified as soon as is practical and further provided that wage rates and monetary fringe benefits shall not be suspended. Section 4. The Union and the City jointly recognize the need to perform the highest quality and ME 2014-2015 1AFF CITY- CAO V 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. RE 2014-2015 IAFF �eG— CITY_ '�d Section 1. Establishment of the Boynton 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 2010. Effective October 1, 2010, the City will increase on behalf of each employee, a contribution equal to one-half (0.5%) percent of the current gross annual payroll of active department members (for an accumulative total of 3.0% 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 3. 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 4. Annual Payment of Funds In subsequent years, the annual contribution, an amount derived from the cumulative amount not paid to 62 2014-2015 1AFF V-"' CITY— (:P employee's 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 2013, and every October 1, thereafter. Accompanying the contribution, the City shall provide a list of all department members for whom payment was made. Section 5. Termination of Fund It is understood and agreed that the contribution to the Fund, as provided in this article, was negotiated and agreed to by the parties in lieu of a wage increase, and is intended to survive as long as Local 1891 is certified as the Bargaining Representative of employees employed by the Department. In the event of termination of Fund, the wage increase specified in this article shall be added to each active employee's then current base annual pay, as such base pay rate is set forth in the Collective Bargaining Agreement and the City of Boynton Beach Pay Plan at the time of termination of the Fund. Section 6. Indemnification The Union shall indemnify, and hold the City harmless against any claim, demand, suit, or liability, and for all legal costs arising in relation to the implementation, or administration, of the Fund, except to the extent that the City's acts or omissions give rise to its own liability. A 2014-2015 lAFF .,CITY—q0-- A. The collective bargaining agreement does not exist in a void, Provisions of the Personnel Policy IS I III 11111111119 9 LIFAINUTA-FATIT, owl III Ilill 171111111 111111111 Will .11111111111111021111 S, 11 I I ILI I !III li Ii I: Ili FIT that said documents are not in conflict with, and do not impact policies relied upon by the union MXME�� 2014-2015 IAFF-41�-- CITY- NN This Agreement shall be in force and effect from October 1, 2014 through September 30, 2015. Either party can provide notification to the other, no later than February 1, 2014, expressing a desire to negotiate a new agreement. Upon receipt of such notification the parties shall arrange to meet, no later than March 1, 2015, and promptly and regularly thereafter, for the purpose of negotiating a new contract, and only those items included in the notices or items disclosed at the first negotiation session shall be subject to negotiation. If all issues are not resolved by September 30, 2015, this Agreement shall remain in force and effect until all issues have been resolved in accordance with Chapter 447, Part 11, Florida Statutes, as amended from time to time, provided that all monetary benefits are subject to appropriation by the City Commission. M. 2014-2015 IAFF--VL/ CITY 9D V 5 - Agreed to this gq(6— day ofJjuGlr , 201/, by and between the respective parties through the authorized representatives of the Union and the City. BOYNTON BEACH FIGHTERS AND PARAMEDICS, IAFF, LOCAL 1891: BY: Witness President President Witness Secretary CITY OF BOYNTONBEACH �BY: V4J fitness Payor C/ / d Witness � Approv d as to Form and Correctness: Aity%nage/r—a gCitClerk CiK Attorney 2014-2015 IAFF CITY_ i fflz!.�� Post Accident Testing. If a bargaining unit member is involved in an accident in which the member was driving a City owned vehicle, and any one of the following occurs: an individual dies, an individual suffers a bodily injury and immediately receives medical treatment away from the scene of an accident, one or more vehicles incurs disabling damage as the result of the occurrence and is transported away from the scene by a tow truck or other vehicle and under any circumstances when the bargaining unit member is issued a traffic citation. Disabling damage means damage that precludes departure of any vehicle from the scene of the occurrence in its usual manner. Disabling damages includes damage to vehicles that could have been operated but would have been further damaged if so operated. Disabling damage does not include damage that could be remedied temporarily at the scene of the occurrence without special tools or parts; a 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 any k 6,11; .2 �P*.V;-24%0414-ft C 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 M. '1 2014-2015 lAFF �V CITY__$�D 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 Drug and Alcohol Testing 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. 8:00 A.M. - 12:00 P.M. Noon Saturday Laboratory performing testing is: Clinical Reference Laboratory, Lenexa, Kansas M 2014-2015 IAFF CITY— QP V Donald Bucklin, MD 28035 Ave Stanfold West Valencia, CA 91355 Phone: 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 site 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 added to this procedure in Addendum "A" of the Union Contract. M. 2014-2015 IAFF—V---/ CITY_ ADDENDUM `13' WAGES - STEP PLAN Effective October 1, 2014, the step plan is frozen. This addendum will serve as an administrative guide for promotions through the ranks. OCL 1, Annually Hourly 2013 FF Prob. Ste 1 $41,767.78 1 $16.7339 2014-2015 I F -U,,- Oct.1, Annually Hourly 2014 FF Prob. Ste 1 $42,603.13 1 $17.0686 3% Annually Hourly FFI Ste 1 $43,856.16 $17.5706 Ste 2 $46,048.97 $18.4492 Ste 3 $48,351.42 $19.3715 Ste 4 $50,768.99 $20.3401 Ste 5 $53,307.44 $21.3572 Ste 6 $55,972.82 $22.4251 Ste 7 $58,771.46 $23.5462 Ste 8 $61,710.03 $24.7236 Ste 9 $64,795.53 $25.9597 Step 10 $68,035.31 $27.2577 2014-2015 I F -U,,- Oct.1, Annually Hourly 2014 FF Prob. Ste 1 $42,603.13 1 $17.0686 3% Annually Hourly FF2 Ste 1 $46,048.97 $18.4492 Ste 2 $48,351.42 $19.3715 Ste 3 $50,768.99 $20.3401 Ste 4 $53,307.44 $21.3572 Ste 5 $55,972.82 $22.4251 Ste 6 $58,771.46 $23.5462 Ste 7 $61,710.03 $24.7236 Ste 8 $64,795.53 $25.9597 Ste 9 $68,035.31 $27.2577 Step 10 $71,437.07 $28.6206 2014-2015 I F -U,,- Oct.1, Annually Hourly 2014 FF Prob. Ste 1 $42,603.13 1 $17.0686 CITY all 2% Annually Hourly FF1 Ste 1 $44,733.29 $17.9220 Ste 2 $46,969.95 $18.8181 Ste 3 $49,318.45 $19.7589 Ste 4 $51,784.37 $20.7469 Ste 5 $54,373.59 $21.7843 Ste 6 $57,092.27 $22.8736 Ste 7 $59,946.89 $24.0171 Ste 8 $62,944.23 $25.2181 S tep 9 $66,091.44 $26.4789 Step 10 $69,396.02 $27.8029 CITY all 2% Annually Hourly FF2 Ste 1 $46,969.95 $18.8181 Ste 2 $49,318.45 $19.7589 Ste 3 $51,784.37 $20.7469 Ste 4 $54,373.59 $21.7843 Ste 5 $57,092.27 $22.8736 Ste 6 $59,946.89 $24.0171 Ste 7 $62,944.23 $25.2181 Ste 8 $66,091.44 $26.4789 Ste 9 $69,396.02 $27.8029 Step 10 $72,865.81 $29.1930 CITY all m 2014-2015 IAFF CITY 3% Annually I Hourly FF3 Ste 1 $48,351.42 $19.3715 Ste 2 $50,768.99 $20.3401 Ste 3 $53,307.44 $21.3572 Ste 4 $55,972.82 $22.4251 Ste 5 $58,771.46 $23.5462 Ste 6 $61,710.03 $24.7236 Ste 7 $64,795.53 $25.9597 Ste 8 $68,035.31 $27.2577 Ste 9 $71,437.07 $28.6206 Step 10 $75,008.93 $30.0517 m 2014-2015 IAFF CITY 3% Annually Hourly L Ste 1 $52,403.27 $20.9949 Ste 2 $55,023.43 $22.0447 Ste 3 $57,774.61 $23.1469 Ste 4 $60,663.33 $24.3042 Ste 5 $63,696.51 $25.5194 Ste 6 $66,881.33 $26.7955 Ste 7 $70,225.40 $28.1352 Ste 8 $73,736.67 $29.5419 Ste 9 $77,423.50 $31.0191 Step 10 $81,294.68 $32.5699 Step 11 $85,359.41 $34.1985 Step 12 $89,627.38 $35.9084 m 2014-2015 IAFF CITY 3% Annually Hourl Capt. Ste 1 $55,023.43 $22.0447 Ste 2 $57,774.61 $23.1469 Ste 3 $60,663.33 $24.3042 Ste 4 $63,696.51 $25.5194 Ste 5 $66,881.33 $26.7955 Ste 6 $70,225.40 $28.1352 Ste 7 $73,736.67 $29.5419 m 2014-2015 IAFF CITY 2% Annually I Hourly FF3 Ste 1 $49,318.45 $19.7589 Ste 2 $51,784.37 $20.7469 Ste 3 $54,373.59 $21.7843 Ste 4 $57,092.27 $22.8736 Ste 5 $59,946.89 $24.0171 Ste 6 $62,944.23 $25.2181 Ste 7 $66,091.44 $26.4789 Step 8 $69,396.02 $27.8029 Ste 9 $72,865.81 $29.1930 Step 10 $76,509.10 $30.6527 m 2014-2015 IAFF CITY 2% Annually I Hourly LT Ste 1 $53,451.33 $21.4148 Ste 2 $56,123.90 $22.4856 Ste 3 $58,930.10 $23.6098 Ste 4 $61,876.60 $24.7903 Ste 5 $64,970.44 $26.0298 Ste 6 $68,218.96 $27.3314 Ste 7 $71,629.91 $28.6979 Ste 8 $75,211.40 $30.1328 Ste 9 $78,971.97 $31.6394 Step 10 $82,920.57 $33.2213 Step 11 $87,066.59 $34.8824 Step 12 $91,419.92 $36.6265 m 2014-2015 IAFF CITY 2% Annually Hourly Capt. Ste 1 $56,123.90 $22.4856 Ste 2 $58,930.10 $23.6098 Ste 3 $61,876.60 $24.7903 Ste 4 $64,970.44 $26.0298 Ste 5 $68,218.96 $27.3314 Ste 6 $71,629.91 $28.6979 Ste 7 $75,211.40 $30.1328 m 2014-2015 IAFF CITY Ste 8 $77,423.50 $31.0191 Ste 9 $81,294.68 $32.5699 Step 10 $85,359.41 $34.1985 Step 11 $89,627.38 $35.9084 Step 12 $94,108.75 $37.7039 Ste 8 $78,971.97 $31.6394 3% Annually Hourly Step 10 $87,066.59 B/C Step 11 Ste 1 $57,774.61 $23.1469 Ste 2 $60,663.33 $24.3042 Ste 3 $63,696.51 $25.5194 Ste 4 $66,881.33 $26.7955 Ste 5 $70,225.40 $28.1352 Ste 6 $73,736.67 $29.5419 Ste 7 $77,423.50 $31.0191 Ste 8 $81,294.68 $32.5699 Ste 9 $85,359.41 $34.1985 Step 10 $89,627.38 $35.9084 Step it $94,108.75 $37.7039 Step 12 $98,814.18 $39.5890 Ste 8 $78,971.97 $31.6394 Ste 9 $82,920.57 $33.2213 Step 10 $87,066.59 $34.8824 Step 11 $91,419.92 $36.6265 Step 12 $95,990.93 1 $38.4579 72 2014-2015 ICITY- 2% Annually Hourly B/C Ste 1 $58,930.10 $23.6098 Ste 2 $61,876.60 $24.7903 Ste 3 $64,970.44 $26.0298 Ste 4 $68,218.96 $27.3314 Ste 5 $71,629.91 $28.6979 Ste 6 $75,211.40 $30.1328 Ste 7 $78,971.97 $31.6394 Ste 8 $82,920.57 $33.2213 Ste 9 $87,066.59 $34.8824 Step 10 $91,419.92 $36.6265 Step 11 $95,990.93 $38.4579 Step 12 $100,790.47 $40.3808 72 2014-2015 ICITY- UNION CONTRACT — ADDENDUM "C" 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 at least 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 The applications will be reviewed by the Deputy Chief 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 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 W 2014-2015 IAFF_Y--/ CITY_ 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 has made an error in their determination, he/she may ask the Fire Chief to reconsider the decision by supplying additional information as to the direct applicability of the classes to the employee's current position. The Fire Chief will then reconsider the original application with the further information. The Fire Chiefs decision is final. Any decision relating to this program is not subject to the grievance procedure. When an employee completes the approved course work, it is their responsibility to submit copies of the grades and the tuition receipt to the Deputy Chief. The reimbursement procedure will consist of the following: 100% reimbursement when a grade of "A" or "B" is earned, and 50% reimbursement when a grade of "C" is earned, plus the cost of the textbooks (workbooks not included) used for the course(s), providing a receipt is provided and the textbook is in re -usable condition. If the institution only gives credit or no credit, a credit grade will be accepted as satisfactory completion and equal to a grade of "A". It takes approximately two (2) to four (4) weeks from the Fire -Rescue Department receipt of the grades and tuition receipts before a separate check is prepared and given to the employee. Employees receiving aid, or who have a scholarship, as well as employees qualifying for benefits under the G.I. Bill or other State or Federal programs, are eligible for municipal reimbursement of only the difference (if any) between what they receive from these other sources and what is eligible for reimbursement under this program. The maximum amount of credit hours eligible for payment in a M 2014-2015 1AFF CITY—OP V 11111TS. Mae case R eM% Is' �n a private college or university, the City will pay only an amount equivalent to the current tuition M 1110111 1 1 1 1 , - 1_. • of I EiTiPLOYMENT OBLIGATION: An employee will be expected to remain with the City of Boynton each 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. 75 2014-2015 1AFF CITY_ C 0 HRHN• • �N LF OBJECTIVE: *btain additional training and education, which may improve their effectiveness, improve their 1 � ��I MET Migi III IIIII 1� 11 1 11111!1111111111�111111 I 11�1�11�1 1��I I 'T 111111111q�1111��'NT and textbook costs upon successful completion of each approved course. The reimbursement will be 100% for a grade of "A" or "B", 50% when a "C" is obtained, plus the cost of the textbooks (workbooks not included) used for the course(s), providing a receipt is provided and the textbook is in re -usable condition.. If the institute only gives credit or no credit, a credit grade will be accepted as satisfactory completion and equal to a grade of "A". ELIGIBILITY: All full-time employees of the City who by the starting date of class, have completed one (1) year of service and have received a "Satisfactory" or better Employee Performance F -valuation prior to the beginning of the course work are eligible to apply. Guidelines for establishing (a) All basic core courses as required by the college will be approved for all eligible 7M, MMM III 2014-2015 1AFF CITY_92_ (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 T. .= (d) For those employees who have been approved for a degree program, all genera' M`MHCz=,, Employees receiving financial aid or a scholarship, as well as employees Qualifying for benefits under the G.I. Bill or other State or Federal Programs are eligible for reimbursement under this program. The maximum amount of credit hours eligible for payment in a semester is twelve (12) semester hours or fifteen (15) quarter hours. The City will pay an amount equivalent to the current tuition charged by the State (public) colleges and universities. The rater's overall evaluation on the Employee Performance Evaluation conducted immediately preceding the beginning of classes must be "Satisfactory" or better for the employee to be eligible for tuition refund unless the course work for the employee receiving a less than "Satisfactory" evaluation relates to the area of weak performance. In addition, any employee placed on suspension or on restricted sick leave during a six-month period prior to the beginning of a course will not be eligible. NMI I � III I I Mffm� 11 ITTI ROWER ME, I III 1 11 1 1 11 WA 2014-2015 1AFF CITY lw 2014-2015 I CITY -9 # LAST NAME FIRST NAME INITIAL DATE DIVISIONjS'HIFT EMPLOYEE DATE OF ENTRY E= I I COURAE INFORMATION School/City, Course (Name & Number): Course (Name & Number): Course (Name & Number): EDUCATIONAL OBJECTIVE ® Non -degree 2 yr. Degree ® 4 yr. Degree FIELDTITLE OF DEGREE SOUGHT OF TerrnlYear, Credit Hours,- Credit ours;Credit Hours: Credit Hours: I Intend to remain in the employ of the Boynton Beach Pre Rescue Department for at least one (1) year following the completion of approval coursework. In the event that my employment is terminated for any reason within one (1) year of course completion, I agree to reimburse the City of Boynton Beach for tufflom" benefits applicable to courses during such period. .. _ ,_ .- _ Performance evaluation prior to submission of this application, I recommend that this applicant be approved .ortuitionf •... coursework listed DESIGNEE)FIRE�HW (OIL D. ! ! DEPARTb(ENT READ SIGNATURE W 2014-2015 IAFF CITY WAViACUTIM •1: Z2190000MIMM M-1 that the funds received must be returned in the event that this obligation is not Mel. k6TX �T- T -T �17 Tufflon Reimbursement Prggrarn, Wthout exception 9MMT�- I, M Employee Signature • M -I �Mm IMT 2014-2015 IAFF CITY -CP U 1111271111ii 1!111gr��nig I I I ! 111 1 Probationary Firefighter (FF/Prob.) [Hire date through 12 months] PREREQUISITE: -Certified Florida Firefighter -Ce,irified Florida E-Fuera y,u,%,�JJ al -Tee .4-_Q1#IRED 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. Firefichterl LFF11 PREREQUISITE: -Successful comvletion of all re -uirements for ProbationW, Firefightl -Minimum of one (1) year of service with BBFRD I REQUIRED TO BE PROMOTED TO FIREFIGHTER 2: • Certified Florida Paramedic with Dept, "Active Paramedic" status • Successful completion of FFII Performance and Written Examination2! Firefizhter2 (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 a 2014-2015 1AFF CITY V • 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) or FSCFC 703 • Successful completion of BBFRD Apparatus, Hydraulics, and Aerial Operation Perfon-nance and Written Examinations REQUIRED TO BE PROMOTED TO FIREFIGHTER 3: • Certified Florida Paramedic with Dept. "Active Paramedic" status (effective 10/0 1/06) • Successful completion of FFP 1810 Fire Service Strategy and Tactics I • Successful completion of FFP 2720 Company Officer Leadership • Successful completion of FFP 1740 Instruction and Methodology • Successful completion of FFP 2120 Building Construction for Fire Service • 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 1505 Fire Prevention Practices and FFP 1540 Private Fire Protection Systems Firefighter 3 (FF3) [Minimum requirement to serve as Acting Lieutenant] PREREQUISITE: -Successful completion of all requirements for Firefighter 11 -Must attain Operator/Engineer status as described under FF2 -Minirmim 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 10/0 1/06) (Paramedic requirement does not impact Firefighter III / EMT's promoted prior to 10/01/06 in term� of functioning as an Acting Lieutenant.) 2014-2015 IAFF_W CITY- REQUIRED TO BE PROMOTED TO LIEUTENANT: Successful completion of BBFRD Officer Candidate School which will include, but is not limited to: -Department Policies, EMS Protocols, SOG's, Rules and Regulations -Labor-Management Relationship and Collective Bargaining -The Changing Workforce and Dealing with Change -Diversity, Sexual Harassment, and Discrimination Training -Technical Report Writing and Report Quality Assurance -Performance Evaluation Training -Customer Service -Coaching, Counseling, and Disciplinary Action -Budget Analysis and Preparation NIS Compliant per department standards. Successful completion of Lieutenant promotional exam ination/assessment and appointment by the Fire Chief. Lieutenant (Lt. [Minimum requirement to serve as Acting Capt. / Battalion Chiefl PREREQUISITE: (Eligibty 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 10/0 1/06) (Paramedic requirement does not impact Lieutenant / EMT's promoted prior to 10/0 1 /06 in term,, 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 • Successful completion of BBFRD Officer Candidate School (as noted above). • Success , ful completion of FFP 2780 Fire Service Administration • Successful completion of any 2000 or 3000 Level Personal Management Course (minimum 40 hours) • NIMS Compliant per department standards. • Successful completion of Captain promotional examination / assessment and appointment by bli�,i Fire Chief. 83 2014-2015 IAFF-CITY QQ V 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 10/0 1 /06 in tenns of functioning as an Acting Battalion Chief) -Minimurn of 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. • 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 exam ination/assessment and appointment by the Fire C11, f Battalion Chief (13C) [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. -Minimurn of three (3) years as a Captain with BBFRD. 110 711 1 1,1 71 11! 1 1' � 1 1111111111 W4 IN 1 11 -1 AIII 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 6eadlines. 2014-2015 IFF JII� CITY— Q-0 it 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 any one of the top three (3) candidates for promotion to an existing vacancy. Candidates that are not selected for promotion may be provided with an interview to discuss the reason(s) for not being selected, upon request of the candidate. 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. "IM-mm'Mulm I . " . , QWM7=_ 117w1 i1wri incorporated into the collective bargaining agreement 2002-05 as Addendum I'D". (Revised * 1/17/2013 — Effective 0 1/17/2013) Fire Chief lAFF, Local 1891 Union President 2014-2015 1AFF WR Date -CITY_��Q L V ECOMMI ID16EW.Mal TO: Dean Kinser, President I.A.F.F. 1891 I lill 1'11111051�� SWBJECT: Letter of Understanding Firefighter Contract Article 38, Shift Fire Inspectors I I 111, 1 111 11.151i, 11' 111111 111 1 1111 1 11 11 11 iI I 111 11 I� 111111111 � 1111111 1 � 111 1 1 10 1, . 11 1 It is the intent to of this Letter of Understanding to clarify negotiated issues regarding contract Article 38, Shift Fire Inspectors. By virtue of this letter, and through attrition, we agree to eliminate the aforementioned article in its entirety according to the following criteria: I ) The article entitled Shift Inspectors will no longer be a part of the Collective Bargaining Agreement. 2) The existing inspector (Capt. Chris. Wandell will continue to serve as fire inspector as directed by the Fire Marshal, providing he maintains all necessary certifications. In the event it is determined that additional bargaining unit members are likewise affected, this Letter of Understanding applies to all members in a similar position. 3) The current 5% pay (based on his September 30, 1995 pay) will change to an incentive pay equal to the existing rate, (i.e. from a %-based incentive to a strict dollar figure). This incentive pay, once established, will not increase. This change will be effective upon ratification tf the 1999-2002 Agreement. 4) If, for any reason, the 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 salary of the individual is: *Chris Wandell - $676.80 wklv (5% = $33.84 M. 2014-2015 1AFF CITY4— I Kevin R. Carter, Fire Chief Date Dean Kinser, President Date m 87 2014-2015 IAFF �� CITY_��