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R00-073RESOLUTION NO. R00- A RESOLUTION OF THE CITY COMMISSION OF THE CITY OF BOYNTON BEACH, FLORIDA, RATIFYING THE 1999-2002 COLLECTIVE BARGAINING AGREEMENT BETVVEEN THE CITY OF BOYNTON BEACH AND THE BOYNTON BEACH ASSOCIATION OF FIRE FIGHTERS, LOCAL 1891 OF THE INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS, AFL-CIO, GLO; AND PROVIDING AN EFFECTIVE DATE, WHEREAS, the City and the Boynton Beach Association of Fire Fighters, Local 1891 of the International Association of Fire Fighters, AFL-CIO, CLC have been diligently negotiating a collective bargaining agreement; and WHEREAS, the Boynton Beach Association of Fire Fighters, Local 1891 of the International Association of Fire Fighters, AFL-CIO, CLC have ratified the attached Collective Bargaining Agreement; NOW, THEREFORE, BE rr RESOLVED BY THE CI"TY COMMISSION OF THE CI'TY OF BOYNTON BEACH, FLOR/DA, THAT: Section 1. The City Commission of the City of Boynton Beach, Florida does hereby ratify the 1999-2002 Collective Bargaining Agreement between the City of Boynton Beach and the Boynton Beach Association of Fire Fighters, Local 1891 of the International Association of Fire Fighters, AFL-CIO, CLC, a copy of which is attached hereto as Exhibit "A". Section 2. This Resolution shall become effective immediately upon passage. PASSED AND ADOPTED this ~ day of June, 2000. Al'TEST: Mayor Pro Tem .'~.,~ . . Commissioner October1,1999 - September 30, 2002 COLLECTIVE BARGAINING AGREEMENT BETWEEN CITY OF BOYNTON BEACH, FLORIDA AND BOYNTON BEACH ASSOCIATION OF FIRE FIGHTERS, LOCAL 1891 OF THE INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS, AFL-CIO, CLC Ratified by Commission ~,,~ Final ~ 04/25/00 IAFF CITY~ A~icle 1 2 3 4 5 6 7 8 9 10 11 12 13 14 1{5 17 18 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 Final 04/25/00 TABLE OF CONTENTS Preamble .................................................... Recognition ....................................... ' Discrimination ................................................... Payroll Deduction of Dues .................................. Union Business ................................................. Representation of the Union .............................. Representation of the City ................................. Rules and RegulationS ....................................... Hours of Work ................................................... Working Conditions ..... , ............. : ....................... Uniforms and Safety Equipment ........................ Physical Exams & Immunizations ....................... Group Insurance/Drug-Free Workplace .............. Operator's Insurance ........................................ Wages/Salary Adjustment ............................... Overtime and Call back .................................... Exchange Time ............................................... Sick Leave ...................................................... Compassionate Leave ..................................... Vacation ......................................................... Personal Time ................................................. Holidays .......................................................... Court Time ....................................................... Working Out of Classification ........................... Education ........................................................ Educational Incentive ....................................... Medical Certification ......................................... Licenses & Registration Fees ............................ Seniority List .................................................... Vacancies and Promotions ................................ Reference Material ....................................... ,.. Bulletin Boards ................................................. Notification and Distribution ........................... Grievance Procedure ........................................ Prevailing Rights .............................................. Savings Clause ................................................ Appendices, Amendments & Additions ............... Successors ....................................................... Compensatory Time ...................................... Management Rights ...................................... Duration ......................................................... Signature Page ................................................ IAFF Paqe CITY~ 1 2 3 4 5 6 7 8 9 10 11 14 16 19 2O 28 3O 31 35 36 41 42 44 45 46 47 48 50 51 53 54 55 56 57 6O 61 62 63 64 65 67 68 PREAMBLE Section 1. This Agreement is entered into by and between the City of Boynton Beach, hereinafter referred to as the "City", and the Boynton Beach Association of Fire Fighters, Local 1891, of the International Association of Fire Fighters, hereinafter referred to as the "Union". Section 2. It is the purpose of this Agreement to achieve and maintain harmonious relations between the City and the Union; to provide for equitable and peaceful adjustment of differences which may arise and to establish proper standards of wages, hours and other conditions of employment. 99-2002 IAFF ~ CITY~ ARTICLE 1 RECOGNITION Section 1. The City hereby recognizes the Union as the sole and exclusive bargaining agent for all employees of the Fire Rescue Department except Chief of the Department, Deputy Chiefs, Battalion Chiefs, Fire Inspectors, Fire Marshal and clerical personnel. Section 2. This recognition will be for the purpose of bargaining with the City with respect to wages, hours of work, and all other terms and conditions of employment. 99-2002 IAFF~ CITY~ ARTICLE 2 DISCRIMINATION The City agrees not to discriminate against any employee for his/her activity in behalf of, or membership in, the Union. The City and Union agree that there shall be no discrimination against any employee because of race, creed, religion or sex. 99-2002 IAFF CITY ARTICLE 3 PAYROLL DEDUCTION OF DUES Section 1. The City agrees to deduct, once each pay period dues and assessments in an amount certified to be current by the Treasurer of the Union from the pay of those employees who individually request in writing that such deductions be made. The total amount of deductions shall be remitted each month, by the City to the Treasurer of the Union. This aUthorization shall remain in full force and effect during the term of this Agreement or for 30 days after notification of the revocation of this authorization by the Union Treasurer. The Union will pay for this service in the form of a lump sum payment of $100.00 per contract year. Section 2. Any employee may revoke his/her dues deduction by going to the Union Treasurer and requesting such. The Union Treasurer shall be responsible for notifying the City's Finance Department of such revocation. 99-2002 iAFF~4 CITY~ ARTICLE 4 UNION BUSINESS . Section 1. Up to two officers of the Union or their designees shall be granted time off without loss of pay to attend Union functions, not to exceed ten (10) shift days per contract year, provided it does not affect the operation of the Fire Rescue Department. Five of the ten shift days (24 hours) may be used in 2 to 12 hour increments provided the leave is approved by the Shift Commander not later than the preceding corresponding shift. 99-2002 IAFF CITY~ 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. 99-2002 IAFF 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. 99-2002 IAFF CITY~ ARTICLE 7 RULES AND REGULATIONS Section 1. The Union agrees that its members shall comply with all Fire Rescue Department rules and regulations, including those relating to conduct and work performance. Section2. The City may adopt, change and modify rules and safety regulations necessary for the safe, orderly and efficient operation of the Fire Rescue Department as provided in this Article. Section 3. A Committee on Rules and Regulations shall be established for the Fire Rescue Department. This Committee shall be comprised of six (6) members, three (3) appointed by the City and three (3) appointed by the Union. This committee shall be charged with the duty of reviewing the published . and proposed Fire Rescue Rules and Regulations and issuing advisory opinions to the Fire Chief. This Committee shall meet at least quarterly. Whenever the City changes work rules or issues new work rules, the Committee will be given at least fourteen (14) calendar days prior notice, absent any emergency, before the effective date. 99-2002 IAFF ARTICLE 8 HOURS OF WORK Section 1. All employees covered under this Agreement presently working a 40-hour workweek shall work 40 hours per week upon agreement between the Union and Fire Chief. Section 2. All shift employees covered under this Agreement shall work a 48- hour workweek, i.e., 24 hours on duty, 48 hours off duty with a 24-hour shift "Kelly Day" off duty every three (3) weeks. The twenty-four (24) hours on duty will be from 7:30 a.m. to 7:30 a.m. the following day. Section 3. It is agreed that neither the Union nor the City will propose for negotiations a reduction or increase in the 48-hour workweek for a period of time corresponding to the term of this Agreement. Section 4. Based upon the special needs of the service and the public, shift employees may, voluntarily, on a temporary basis, be assigned by the Fire Chief or his designee to a 40 hour work schedule in order to accomplish special projects or special assignments. / 99-2002 IAFF ~ CITY~ ARTICLE 9 WORKING CONDITIONS Section 1. Fire Rescue personnel may be needed at any time to fight fires and/or render emergency medical care. But, to do so effectively, they need to be constantly prepared. The safety of our citizens depends as much on the fire fighters' ability to maximize the effectiveness of their equipment, as it does on the fire fighters' willingness to risk their lives to protect the lives and property of others. They must be ready to respond immediately to an alarm. Continuous training and equipment maintenance are required to ensure that the desired optimum response effectiveness is attained. Section 2. The Union pledges to support and participate in training, equipment maintenance, fire prevention programs, emergency medical service programs, and public education programs which have as their goal the increased efficiency of the City's fire protection and emergency medical service. Section 3. The City and the Union agree that employees will not be required to perform any task not related to their normal job description, other than routine station maintenance. Routine station maintenance shall be defined as any type of maintenance that is done on a scheduled basis, such as window cleaning, kitchens, living facilities, vehicles and safety equipment. 99-2002 ARTICLE 10 UNIFORMS AND SAFETY EQUIPMENT Section 1. The City shall supply Fire Rescue Department personnel with uniforms each contract year provided through the warehouse. The issue will include - uniform shirts, uniform pants, coveralls, ball caps, T-shirts, Last Resort Belt, shorts, work jackets, job shirts, and patches as needed. Current placement of patches will apply. One (1) pair of boots or safety shoes, on an as-needed basis, .will be issued. In the event that the City changes boot/shoe vendors, department personnel will be provided with an option to purchase shoes or boots of their choice, providing that the shoes/boots comply with department safety and uniform guidelines and that a receipt be provided to reimbursement. The amount to be reimbursed will not exceed $65.00, the difference borne by the employee. Uniforms may be acquired on an "as-needed" basis through "quarter-master" system with the following being the general guidelines for quantities each fiscal year: 2 ea. 1 ea. 1 ea. 3 ea. 3, ea. 1 ea. 1 ea. 1 ea. pair of needed). 2 ea. shorts 99-2002 uniform shirts (Class A) uniform pants (Class A) coveralls Uniform pants (Class B) (EMS pants) polo shirts ball cap Lightweight waterproof shell jacket approved black boots or safety shoes IAFF~~1 CITY~ (but only when 3 ea. T-shirts 2 ea. job shirts 1 ea. Last Resort belt with buckle (but only when needed). Specialty patches as required New employees shall receive the above listed allocation. Section 2. The City shall provide members of the Technical Rescue Team the following specialized uniform components and safety equipment. A. Section 3. Department equipment Dark navy blue mil-spec BDU pants constructed from 65% polyester/35% cotton Rip-Stop material. Technical Rescue Team members will receive 2 pair of the above BDU pants and 2 pair of standard EMS pants. One 10ng sleeve extra-heavy duty Nomex jump-suit with extra velcro or zipper closing pockets, reinforced knees and elbows and reflective tape. All fire fighting safety equipment, as determined by Fire Rescue regulations shall be furnished by the City. The title to such 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 99-2002 IAFF ~ CITY~ is needed, the City shall have a maximum of four (4) weeks to replace the item, unless extenuating circumstances exist. The City shall notify the employee of the extenuating circumstances and of the approximate time the replacement item will arrive. Section 4. The City shall arrange for the repair or replacement of an employee's uniform, work clothing, prescription optical aids, watches or dentures which become damaged or lost, through no fault of the employee, while the employee is performing firefighting/ rescue duties, responding to emergency operations or when conducting training functions scheduled by the department. The City shall be exempt from payment for those amounts which are paid by Workers' Compensation. The request for repair or replacement must be submitted within three (3) months from the date of the occurrence. Section 5. Personnel may be responsible for expenses incurred in replacing lost, misplaced or damaged safety gear and clothing due to personal negligence, or intentional misuse, subject to review and recommendation to the Fire Chief by the Labor Management Team. Section 6. All Fire Rescue Department issued uniforms and equipment will be used exclusively while on duty or at scheduled departmental sanctioned events as determined by the Fire Chief. 99-2002 IAFF CITY~ ARTICLE 11 PHYSICAL EXAMS & IMMUNIZATION Section 1. The City shall provide a thorough physical examination, for each permanent member of the Fire Rescue Department. The exam will beconducted in accordance with N.F.P.A. 1582. Appointments for those examinations will be made by the Fire Rescue Department administration and will correspond with the employee's on-duty time. Section 2; The City shall provide for any immunizations or medical treatment as needed for protection from cuts or exposure to disease suffered in the line of duty. Section 3. Immunization The City shall provide an immunization schedule during the life of this Agreement for all members as a means of protection from the following: Hepatitis- (Type B) Members who refuse to be immunized for Hepatitis- Type B and who later contract that disease shall not be presumed to have contracted the disease while on duty. The City shall offer flu shots for all members as a means of protection from contracting the flu while working during flu season. 99-2002 IAFF ~ CITY~ Section 4. It shall be mandatory for the City to notify the employee when documentation exists that the employee was significantly exposed to a communicable disease in the line of duty only after such documentation is brought to the attention of the City. If an employee contracts a communicable disease as listed in Section 112.181 of the Florida Statutes, then it shall be presumed that the employee contracted that disease while on duty, except as stated in Article 11, Section 3-B. Record-keeping and notification of known exposures shall be as required by Chapter 112.181 Florida Statutes (Ch. 95-286, 1995). 99-2002 IAFF ~ CITY~ ARTICLE 12 GROUP INSURANCE Section 1. Medical Insurance: The employee cost of all insurance premiums for the City's principal medical insurance shall be borne by the City. Types of coverage currently in effect shall not be reduced. All policies shall be reviewed annually and modifications to the insurance plans may be made which benefit both the City and the employees. Section2. Life Insurance: Members of the bargaining unit shall be covered by $10,000 of group life insurance with the premium paid by the City. City also agrees to contribute for additional insurance coverage for each member of the bargaining unit, with total payment from the City not to exceed $3,600 per year. Section3. Dental Insurance: The City will pay the premium for the employees and $7.00 of the premium for family coverage. Section 4. Fiscal Responsibility. Both the City and the Union understand that the costs associated with providing additional benefits for employees has significantly increased over the past several years. It is the intent of the City and the Union to work together in order to find acceptable ways to reduce the City's expenses associated with providing additional benefits for employees. IAFF~16 CITY~ 99-2002 Section 5 A. Druq-Free Workplace. Both the City and the Union recognize that substance abuse is a wide-spread problem within our society. The Union will assist Fire Rescue Department employees in obtaining assistance and treatment, if alcohol and/or substance abuse is apparent. The Union endorses the Drug Free Workplace Policy of the City of Boynton Beach, and will cooperate fully with the City to continue with the implementation and enforcement of the policy. B.' The City and the Union agree to re-open this Section within year two of this agreement for the purpose of discussing a revised City Drug Free Workplace Policy. Section 6. The City agrees, that for a full-time firefighter who is killed in the line of duty as per F.S.S. 112.191 (2)(f) or suffers a catastrophic injury, as defined in F.S.S. 440.02(37) and provided for in F.S.S. 112.191 (2)(g), or partially or totally disabled as provided for in F.S.S. 112.18, the City shall pay the entire premium for the employer's health insurance plan for the injured employee, the injured employee's spouse, and for each dependent child of the injured employee until the child reaches the age of majority or until the end of the calendar year in which the child reaches the age of 25 if the child continues to be dependent for support, or the child is a full-time or part-time student and is dependent for support. The term "health insurance plan" does not include supplemental benefits that are not part of,the basic group health insurance plan. 99-2002 IAFF ~7 ClTY~ 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. 99-2002 IAFF CITY~ ARTICLE 13 OPERATOR'S INSURANCE Section 1. The City shall defend and hold harmless any employee covered by this Agreement, except any employee under the influence of alcohol, habit forming drugs, or malicious driving, who is sued as a result of any accident while on duty using City equipment. Section 2. The City shall not assign any voluntary off-duty services from bargaining unit employees where such service(s) will involve any direct duty related work such as firefighting or emergency medical services. This Article does not prohibit employees from volunteering their off-duty time to participate in events which have, as their ultimate goal, activities such as public education or public relations for the Fire Rescue Department, provided however that such volunteer service does not waive an employee's coverage under the provisions of Section 1 of this Article. 99-2002 IAFF 19 CITY~ ARTICLE 14 WAGES Section lA. Effective October 1, 1999, the salary ranges for the job classifications covered by this Agreement are as follows. The base salaries represented within each range are inclusive of mandatory certification as Emergency Medical Technicians (previously 5% of base). SHIFT EMPLOYEES Pay Hours Hourly Annual Hourly Annual Hourly Annual Grade Week Minimum Minimum Midpoint Midpoint Maximum Maximum FirefighterProb 14P 48 ~$11.84 $29,557 ~ $14.21 '$35,468 ~$18.21 $45,447 Firefighterl 14 48 ~$12.15 $30,337 ~ $14.58 $36,404 ~!~$18.69 $46,644 Firefighterll 15 48 ~ $12.62 $31,509 ~ $15.15 $37,811 ~ $20.51 $51,187 Firefighterlll 18 48 ~i!~$14.03 $35,025 ~ $16.84 $42,030 '~i~ $22.47 $56,086 Lieutenant 23 48 ~ $16.38 $40,893 ~ $19.66 $49,072 ~ $26.14 $65,253 Captain 26 48 ~ $17.79 $44,414 ~i $21.35 $53,297 ~ $27.92 $69,711 CERTIFICATION INCENTIVE PAY Paramedic $3.00 Over Hourly Base Rate ($7,488.00 annual rate) Technical Rescue $0.48 Over Hourly Base Rate ($1,198.08 annual rate) NON-SHIFT EMPLOYEES Pay Hours Hourly Annual Hourly Annual Hourly Annual Grade Week Minimum Minimum Midpoint Midpoint Maximum Maximum Firefighter Prob 14P 40 ~ $14.21 $29,557 ~ $17.05 $35,468 ~ $21.85 $45,447 ..... ~ $22.42 $46,644 Firefighter I 14 40 ~ $14.58 $30,337 ~i $17.50 $36,404 Firefighterll 15 40 ~$15.14 $31,'509 ~ $18.18 $37,811 ~$24.61 $51,187 Firefighterlll 18 40~ $16.84 $35,025 ~$20.21 $42,030~ $26.96 $56,086 Lieutenant 23 40 ~ $19.66 $40.893 ~ $23.59 $49,072 $31.37 $65,253 Captain 26 40 ~ $21.35 $44,414 ,,~...,~i~i $25.62 $53,297 ,~..~.~ $33.51 $69,711 Paramedic Technical Rescue CERTIFICATION INCENTIVE PAY $3.60 Over Hourly Base Rate ($7,488.00 annual rate) $0.576 Over Hourly Base Rate ((1,198.08 annual rate) NOTE: The Deputy Fire Marshal is a bargaining unit member and receives a salary commensurate to Lieutenant. ~.~ ~ ~i 99-2002 IAFF _ CITY '~ action lB. Effective October 1, 2000, the salary ranges for the job classifications covered by this ;Ireement are as follows. The base salaries represented within each range are inclusive of mandatory certification as Emergency Medical Technicians (previously 5% of base). SHIFT EMPLOYEES Pay Hours Hourly Annual Hourly Annual Hourly Annual Grade Week Minimum Minimum Midpoint Midpoint Maximum Maximum Firefighter Prob 14P 48 ~ $12.14 $30,296 ~;~ ~ ~ $14.56 $36,355 i~?~ $18.66 $46,583 Firefighterl 14 48 ~ $12.46 $31,095 ~;~.,~J~ $14.95 $37,314 $19.15 $47,810 Firefighter II 15 48 ~ $12.94 $32,297 ~ $15.53 $38,756 ~ $21.02 $52,467 Firefighter III 18 48 ~ $14.38 $35,901 ~ $17.26 $43,081 ~i $23.02 $57,448 Lieutenant 23 48 ~ $16.79 $41,915 ~ $20.15 $50,299 ~ $26.80 $66,884 Captain .26 48 ~i~$18.24 $45,524 ~ $21.89 $54,629 ~ $28.63 $71,453 CERTIFICATION INCENTIVE PAY Paramedic $3.00 Over Hourly Base Rate ($7,488.00 annual rate) Technical Rescue $0.48 Over Hourly Base Rate ($1,198.08 annual rate) NON-SHIFT EMPLOYEES Pay Hours Hourly Annual Hourly Annual Hourly Annual Grade Week Minimum Minimum Midpoint Midpoint Maximum Maximum Firefighter Prob 14P 40 ~;~$14.56 $30,296 ~i~l $17.48 $36,355 ~ $22.39 $46,583 Firefighterl 14 40 ~' $14.95 $31,095 I~ $17.94 $37,314 ~;;~ $22.98 $47,810 Firefighter II 15 40 ?~ $15.53 $32,297I~1 $18'63 $38,756 ~ $25.22 $52,467 Firefighter III 18 40 !~ $17.26 $35,901 $20.71 $43,081 !i?'~ $27.62 $57,,!,~,8 Lieutenant 23 40;~ $20.15 $41,915 t~l $24.18 $50,299 ~ $32.15 $66,884 Captain 26 40 ~ $21.89 $45,524 ~t $26.26 $54,629 ~ $34.35 $71,453 CERTIFICATION INCENTIVE PAY Paramedic Technical Rescue $3.60 Over Hourly Base Rate ($7,488.00 annual rate) $0.576 Over Hourly Base Rate ((1,198.08 annual rate) NOTE: The Deputy Fire Lieutenant. 99-2002 Marshal is a bargaining unit member and receives a salary commensurate to IAFF 21 CITY~ Section 1C. Effective October 1,2001, the salary ranges for the job classifications covered by this Agreement are as follows. The base salaries represented within each range are inclusive of mandat6~~' certification as Emergency Medical Technicians (previously 5% of base). SHIFT EMPLOYEES Pay Hours Hourly Annual Hourly Annual Hourly Annual Grade Week Minimum Minimum Midpoint Midpoint Maximum Maximum Firefighter Prob 14P 48 ;~!~ $12.44 $31,053 ~ $14.93 $37,264 ~ ?~i~i~i $19.13 $47,747 Firefighter I 14 48 1~ ~[I $12.77 $31,872 ~ $15.32 $38,246 ~i~i~!~,~ $19.63 $49,005 Firefighter II 15 48 l[I~ $13.26 $33,104 ~ $15.91 $39,725 ~ $21.55. $53,779 Firefighter III 18 48 ~-~>~ $14.74 $36,798 ~/~$17.69 $44,158 ~{;~; .... $23.59 $58,884 ~ $17.21 $42,963 ~ $20.65 $51,556 ~ $27.47 $68,556 Lieutenant 23 48 ~ Captain 26 48 .~ $18.85 $47,063~ $22.63 $56,476 ~,~' ~ $29.34 $73,239 Paramedic Technical Rescue CERTIFICATION INCENTIVE PAY $3.00 Over Hourly Base Rate ($7,488.00 annual rate) $0.48 Over Hourly Base Rate ($1,198.08 annual rate) NON-SHIFT EMPLOYEES Pay Hours Hourly Annual Hourly Annual Hourly Annual Grade Week Minimum Minimum Midpoint Midpoint Maximum Maximum FirefighterProb 14P 40 'I~ $14.93 $31,053 ~! $17.91 $37,264 ~ $22.95 $47,747 Firefighterl 14 40 ~ $15.32 $31,872 ~ $18.39 $38,246 ~ $23.56 $49,005 Firefighterll 15 40 ~/~ $15.91 $33,104 ~ $19.10 $39,725 ~ $25.85 $53,779 Firefighter III 18 40 ~ $17.69 $36,798 ~ $21.23 $44,158 ~ $28.31 $58,884 ~ $24.79 $51,556 ...... ~ Lieutenant 23 40 ~i!$20.65 $42,963 '"~ ~ $32.96 $68,556 Captain 26 40 ~ $22.63 $47,063 ~ $27.15 $56,476 ~ $35.21 $73,239 CERTIFICATION INCENTIVE PAY Paramedic Technical Rescue $3.60 Over Hourly Base Rate ($7,488.00 annual rate) $0.576 Over Hourly Base Rate ((1,198.08 annual rate) NOTE: The Deputy Fire Marshal is a bargaining unit member and receives a salary commensurate to Lieutenant._ 99-2002 IAFF 22 CITY~ Section 2. Beginning October 1, 1999, the 2.5% step plan matrix is no longer in effect. Salary adjustments, specific to performance appraisals, as identified in Section 4 (D), will be provided beyond the term of this agreement and will be considered the status quo for FY 2001/02 and all fiscal years thereafter. Upon implementation, any subsequent changes in the performance appraisal instrument will be made by the Labor-Management Team. Section 3. 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 salary adjustment in the form of a lump sum payment equal to the amount they would receive based on the criteria included herein. This lump sum payment shall be considered a salary disbursement included in W-2 holdings for the purpose of pension calculations. Section 4. (A) Effective the date of ratification of this agreement, each member of the bargaining unit will receive a three and one-half percent (3 1/2%) base pay wage adjustment, the arrearage amount calculated to anniversary date occurring between October 1, 1998 and September 30, 1999, and the arrearage amount will be payable in a lump sum the lecond 99-2002 IAFF23~ pay period following ratification. There will be no re-calculation or payment for overtime or callback retroactively. (B) (B) For the fiscal year beginning October 1, 1999, each member of the bargaining unit shall be eligible to receive a four pement (4.0%) wage adjustment into base pay on their anniversary date subject to a performance appraisal rated as "satisfactory" or better, unless the employee has reached their maximum salary cap, as noted in Section 1, the retroactive amount to be paid in a lump sum the second pay period following ratification. Employees who reach and exceed the maximum salary cap shall receive no base salary adjustment, but will receive a lump sum payment equal to the amount they would receive based on 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. There will be no re-calculation or payment for overtime or callback retroactively. (C) For the fiscal year beginning October 1,2000, each member of the bargaining unit shall be eligible to receive a four and one-half percent (4.5%) wage adjustment into base pay on their anniversary date subject to a performance appraisal rated as "satisfactory" or better, 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 salary 99-2002 IAFF24 ~// ClTY/~~ 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 VV-2 holdings for the purpose of pension calculations. The new Pay for Performance appraisal instrument will be incorporated during this period (October 1, 2001) and will be used, in part, as the reference document for future salary adjustments. (D) For the fiscal year beginning October 1,2001, each member of the bargaining unit shall be eligible to receive a two and one-half (2.5%) wage adjustment into base pay on their anniversary date, unless the employee has reached their maximum salary cap, as noted in Section 1. In addition, each member of the bargaining unit shall be eligible to receive an additional 0 to 4 percent (0 - 4%) wage adjustment into base pay on their anniversary date subject to the Pay for Performance system, 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 salary adjustment, but will receive a lump sum payment equal to the amount they would receive based on the criteria included herein. This lump sum payment shall be considered a salary disbursement included in W-2 holdings for the purpose of pension calculations. (E) In the event an employee receives a less than satisfactory performance evaluation during any annual evaluation period, that employee shall not be eligible for a wage adjustment. Instead, the employee's wage adjustment shall be delayed for a period of ninety (90) days, at which time the employee will be re-evaluated. In the event an employee receives a satisfactory or greater performance evaluation, then that employee shall be granted the wage adjustment on the first full payroll after the completion of ninety (90) days. The employee's denial of a wage adjustment shall continue in ninety (90) day increments each time an employee receives a less than satisfactory performance evaluation. (F) In the event an employee has five (5) or more occasions of use of sick leave during any annual evaluation period, that employee shall not be eligible for a wage adjustment. Instead, the employee's wage adjustment shall be delayed for a period of ninety (90) days, during which it will be determined if the employee has had more occasions of use of sick leave. In the event an employee does not have an additional occasion of use of sick leave, then that employee shall be granted the wage adjustment on the first full payroll after the completion of ninety (90) days. The employee's denial of a wage adjustment 9 9 - 2 0 0 2 IAFF C ITY~~ shall continue in ninety (90) day increments each time an employee has one or more additional occasions of use of sick leave. 99-2002 iAFF27~ CITY~ ARTICLE 15 OVERTIME AND CALL BACK Section 1. Call Back: Call back is defined as any time an employee is called into work when the employee is off duty, or when the work time is not contiguous with the employee's assigned shift. In the event of call back, the employee shall be paid for the actual time worked but not less than two (2) hours at a rate of pay one.and one-half (1 1/2) times the employee's, basic hourly rate as reflected in Article 14, WAGES, and inclusive of Certification Incentive Pay. The procedure for "Call-Back" will be in accordance with Labor/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 basic hourly rate as reflected in Article 14, WAGES,. and inclusive of Certification Incentive Pay. Employees who are in a duty status less than ten (10) minutes either before their shift or after their shift will not be eligible for overtime pay. Employees who are in duty status for ten (10) minutes or more either before their shift or after their shift must be so only with their supervisor's approval in order to be eligible for overtime pay at the overtime rate. 99-2002 / IAFF~8 CITY~ Section 3. Employees who are renewing certificates, or who are attending classes not required by the Chief or his/her designee, will not be compensated. 99-2002 iAFF~29 C!TY~ ARTICLE 16 EXCHANGE TIME Section 1. Employees covered by this Agreement may exchange their working shift or shifts and exchange their off-duty day or days with other employees. The shift officers of the employees who are exchanging time, shall not permit the exchange if it affects the normal operation of work, if call back is required, or if step-up pay is required. Exchange time shall require at least twenty-four (24) hours notice to the shift officers, except in the event of an emergency to the employee when the exchange of that employee does not affect the normal operation of that shift(s). Section 2. For the purposes of this article, the ranks of Firefighter I, Firefighter II and Firefighter III shall be referred to as "firefighters" and Lieutenants and Captains shall be referred to as "officers". Firefighters may only exchange time with other firefighters, and officers may only exchange time with other officers, with the only exception being that Firefighter IIl's may also exchange time with Lieutenants. 99-2002 CITY~ ARTICLE 17 SICK LEAVE Section 1. Any employee incurring a non-duty sickness or disability shall receive sick leave with full pay provided the employee has accumulated hours. Employees covered under this Agreement shall be allowed twelve hours of sick leave per each month of service from their first day of employment, and shall continue to do so as long as they are employed. Unlimited accumulation of sick leave is authorized. Employees who have more than two hundred forty (240) hours of sick leave as of April 1 of the current year, may request to transfer, no later than than Apri.I 1st, up to one hundred (100) sick leave hours to vacation leave hours provided that accumulated sick hours shall not drop below 240 hours as a result of the transfer. Transfer of this time will be credited to the employee's vacation bank during the month of April. Section 2. Upon termination or retirement, unused sick leave shall be compensated at the rate of one-half (1/2) the total number of hours accumulated. 99-2002 IAFF ~ CITY~ Section3. For every consecutive six-month period elapsing since the employee's last sick occurrence, shift employees shall receive 24 hours vacation time and 40-hour employees shall receive 16 hours vacation time. The employee shall be responsible for requesting within sixty (60) days of the end of the six-month period that the time be added to his/her vacation. Section 4. Employees covered under this Agreement will be required to provide a doctor's certificate which will include the date the employee was examined, the date he/she is medically cleared to return to work and under what restrictions the employee may return to regular and/or light duty if they are absent and take sick leave for more than two (2) continuous full shift days. Section 5. Sharinq Sick Leave A. It shall be the policy of the City to permit an employee the opportunity of donating accrued sick leave time to a designated employee whenever extraordinary cimumstances require the designated employee to be absent from work for a lengthy period of time, and when the employee has exhausted all accrued sick/vacation time. B. Extraordinary circumstances shall be defined as lengthy hospitalization, critical illness, or injury. 99-2002 iAFF~2 CITY~ 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 threugh the Finance Department that the hours are available and submit the list to the Human Resources Office for preper charge to sick leave records. Time used will be used in the order listed on the apprepriate form supplied by the Union Steward. Any donated sick time will not reflect as sick time taken by the employee; therefore, donated sick leave will not be counted against an employee's sick leave record. Section 6. Employees who call in sick, may return to work during remainder of their shift if they feel capable of performing, their work duties. employee who returns to work after calling in sick, must use a increment of 12 hours of sick leave before they may return to work. the An minimum Employees who leave work dudng 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 frem their physician, previded there is work available within the Department, and that work would comply with the doctor's requirements. Availability of light duty assignments will be determined by the Fire Chief. 99-2002 IAFF %~ CiTY~ Section 8. Permanent employees that have exhausted their accumulated sick leave and are still unable to return to work may draw against their annual leave account (vacation time). Such request must be made to the Fire Chief by the employee, who in turn must notify the Human Resources Director on the appropriate form. Section 9. No more than five (5) working days, or forty (40) hours, whichever is greater, in any calendar year, may be taken for forty (40) hour employees, and two (2) shift days for shift employees, as sick leave because of illness within the immediate family. In the case of a prolonged, serious illness within the family, an employee may be approved for additional family sick leave only if authorized by the Fire Chief, the Human Resources Director, and the City Manager. For the purpose of. this Section, a doctor's letter must be submitted and the "immediately family" shall consist of the employee's spouse, parents, and children only. 99-2002 IAFF CITY~ ARTICLE 18 COMPASSIONATE LEAVE In the event of the death of a family member of an employee, the employee shall be granted one (1) shift day leave on a day of the employee's choosing within two (2) weeks of the death. The employee shall be granted two (2) consecutive shift days leave on the days of the employee's choosing within two Weeks of the death, if out of state travel for interment is required. "Family member" is defined as the employee's spouse, mother, father, foster parents, mother-in-law, father- in-law, grandparents, grandchildren, brother, sister, son or daughter. Verification of the death must be supplied to the City Human Resources Office. 99-2002 IAFF ARTICLE 19 VACATION Section 1 (A)The following plans (A and B) outline the vacation leave policy for both the 40-hour employees and the Fire Rescue Department shift employees. Vacations will be picked on a seniority basis and can be taken in increments of 12 or 24 hours, one shift at a time. Plan A: The following language and schedule apply to all full time employees with an employment date prior to October 1, 1993. FULL-TIME/NON-SHIFT EMPLOYEES Each full time employee, with the exception of shift members of the Fire Rescue Department, shall eam vacation leave at the rate of one working day per month during the first year of service. Each employee shall, at the end of each year thereafter be credited with additional vacation days (accumulated in hours) for each full year of continuous service as outlined in the chart below. The number of days/hours credited per year will not increase after the 21st year of service unless the included chart is amended. Employees on initial one-year probation are not eligible to take vacation for the first six months. Vacation may be accrued in accordance with the following schedule. 99-2002 IAFF CITY Years Plan A Vacation Accrual Policy (Based on 40 hour work week) of Service Vacation Days Vacation Hours 1 year 12 96 2-3 years 15 120 4 years 16 128 5 years 17 136 6 years 18 144 7 years 19 152 8 years 20 160 9 years 21 168 10-15 years 22 176 16-20 years 24 192 21 years & after' 25 200 FULL-TIME/SHIFT EMPLOYEER For purposes of vacation leave, each shift member of the Fire Rescue Department shall receive the equivalent of six (6) shift days (144) hours) per year vacation. Each shift member of the Fire Rescue Department shall earn one (1) 24-hour shift day additional vacation for each four years of continuous service. The number of days/hours credited per year shall not increase after the 16th year of service unless amended. In computing vacation leave earned, no increments will accrue for any pay week which includes three or more days of leave of absence without pay. For uniformed members of the Fire Rescue Department no increments will accrue for any three week pay period which includes four or more days of leave of absence without pay, or the appropriate pementage of the pay period. 99-2002 IAFF~~/~ ClTY~ Employees may accrue vacation leave to a maximum of the leave earned in the most recent two employment years, and, in addition, will include hours earned as referenced in Article 17, Sick Leave, Section 3 Plan B: The following language and schedule apply to all full time employees with an employment date of October 1, 1993, and thereafter. FULL-TIME/NON-SHIFT EMPLOYEES Each full time employee with the exception of shift members of the Fire Rescue Department shall earn vacation leave at the rates shown in the schedule outlined in this section. Each employee shall at the end of each year be credited with additional vacation days (accumulated in hours) for each full year of continuous service as noted in the chart below. The number of days/hours credited per year will not increase after the 20th year of service unless the schedule is amended. Employees on their initial one-year probation are not eligible to take vacation for the first six months of employment. Vacation may be accrued in accordance with the following schedule: Plan B Vacation Accrual Policy (Based on 40 hour work week) Years of Service I year 2 years but less than 5 5 years but less than 10 10 years but less than 17 20 years and after Vacation Days Vacation Hours 6 48 12 96 15 120 17 136 20 160 99-2002 IAFF ~ CITY~ FULL-TIME/SHIFT EMPLOYEES For purposes of vacation leave, each shift member of the Fire Rescue Department shall receive the equivalent number of vacation shift days (24 hours) as outlined below. Each shift member of the Fire Rescue Department shall earn one (1) 24-hour shift day additional for each four years of continuous service. The number of days/hours credited per year shall not increase after the 16th year of service unless amended. Vacation Accrual Policy (Based on Fire Rescue Department 48 hour shift) Years of Service 1 Year 2 years but less than 5 5 years but less than 10 10 years but less th an 15 15 years and after Vacation Shift Days Vacation Hours 4 96 5 120 6 144 7 168 8 192 Employees may accrue vacation leave to a maximum of the leave earned in the most recent two employment years, and, in addition, will include hours earned as referenced in Article 17, Sick Leave, Section 3. Section 1 (B). The City and the Union agree to re-open Section 1 (A), within year two of this agreement, for the purpose of discussing the two-tier vacation accrual provision. Section 2. Effective 10/01/2001, the maximum vacation accrual time criteria will change from a calendar year (January 1, - December 31) to a fiscal year (October 1 - September 30). Previously, the contract stated: 99-2002 IAFF v CITY Vacation leave accrued during January 1 - December 31 may exceed this stated policy (two [2] year maximum accrual), however, any amount over the allowable maximum that has not been used during that period (January 1 - December 31) will be forfeited as of December 31. In order to provide a smooth transition from calendar year to fiscal employees will be given additional time to use their accrued penalty. Those employees who are over their two (2) year year, leave without maximum on December 31, 2000 may carry the overage into the year 2001 without loss of time. Employees who are still over their maximum on September 30, 2001 will forfeit the number of hours accrued over the two (2) year maximum. 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. 99-2002 ~ ~ IAFF CITY ARTICLE 20 PERSONAL TIME Section 1. Any employee covered by this Agreement shall be able to use his/her vacation time, or compensatory time in two (2) to twelve (12) hour increments, for personal reasons while on duty. Section 2. This privilege shall be available only when such use will not be detrimental to the efficient/normal operation of the Fire Rescue Department as determined by the Chief or his/her designee. Section 3. Efficient/normal operating levels shall be determined by minimum staffing as determined by the Fire Chief. Section 4. Seniority will not be a factor in granting personal time. No grievance procedures will be available to any employee regarding this Section. 99-2002 IAFF ~ CITY~ ARTICLE 21 HOLIDAYS Section 1. The following days shall be considered holidays: New Year's Day, Martin Luther King Jr. Day, Washington's Birthday, Memorial Day, Independence Day, Labor Day, Veteran's Day, Thanksgiving Day and the Friday that follows Thanksgiving, Christmas Day and Christmas Eve. 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: 99-2002 IAFF ~ CITY~ I, , hereby authorize the City to withhold my holiday pay until the last pay period in August, with all proper withholdings taken out. I understand that at no time during this period under any cimumstances, 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. 99-2002 IAFF. CITY~ ARTICLE 22 COURT TIME Section 1. Any employee covered by this Agreement who is summoned or subpoenaed to appear in a court of law, while off duty, as a result of his/her employment as a member of the Fire Rescue Department, will be paid for his/her court time at the rate of one and one-half (1 1/2) times his/her current hourly rate, excluding travel time, provided the Fire Chief is given prior notification so that the Chief has the opportunity to schedule such appearance during regular duty hours. The employee will receive a minimum of two (2) hours pay, and the employee shall retum all fees received from the Court to the City. Should such summons or subpoena require the employee to appear on a day that they are on duty, then the pay of this Section shall be waived by the employee. Section 2. Any employee covered by this Agreement who is required by a court of law to appear for jury duty during a day when they are on duty, shall return all fees received from the court to the City, excluding travel expenses. The employee shall notify the Fire Chief upon receipt of a summons for jury duty. 99-2002 IAFF ~ CITY~ ARTICLE 23 WORKING OUT OF CLASSIFICATION Section 1. Any employee covered by this Agreement, who is assigned the duties and/or responsibilities of a range above his/her current classification in the absence of their direct supervisor, shall be compensated for holding that higher position at a rate of pay equivalent to 5% for each rank worked out of class. When assigned, the employee shall accept the duties and responsibilities of the position. The internal ranking of Fire Fighter I, II, and III shall be considered as one classification (Fire Fighter) only for purposes of this Article. Pay for such an employee working out of classification will commence only upon and subsequent to the sixth (6th) occurrence (occurrence defined as a minimum of 12 hours during a shift) of such action. In the event that an employee is promoted into a higher classification and then works out of class again (in the higher class), pay for such an employee working out of classification will commence only upon and subsequent to the 6th occurrence of such action. Section 2. Higher classification assignment shall, with the Chief's discretion as to ability, be made on a rotating basis in order to afford all employees an equal opportunity to gain experience in the next higher position. The Chief, or designee shall make official notification to the acting party. This notification shall be logged as part of daily permanent records. Section 3. Assignments will not be changed so as to intentionally avoid payment. 9 9 - 2 0 0 2 IAFF CITY ARTICLE 24 EDUCATION Section 1. All employees covered by this Agreement shall be permitted to attend schools or classes while on duty, using personal time as defined in Article 20, for the purpose of obtaining the education required for advancement or the updating of skills and knowledge, provided that such leave will not reduce the manpower of any shift below acceptable limits or result in overtime, as determined by the Shift Commander. Such leave will be on a rotating basis. Section 2. The City shall pay, upon completion of classes in accordance with the Boynton Beach .Fire Rescue Department Tuition Refund Program, attached as Addendum "A". Section 3. The City shall provide an opportunity for sending members of the Fire Rescue Department covered by this Agreement, not to exceed funds established in the City budget to approved out-of-town training classes. A list of classes shall be posted so each employee will have the opportunity to request the class or classes of his/her choice. Those attending shall be entitled to travel pay in accordance with City policy. Section 4. Employees will vacation time, for classes be allowed to use on-duty time, without loss of necessary to remain classification, or for classes required by the City. 99-2002 IAF 4F~ CITY certified in their current ARTICLE 25 EDUCATIONAL INCENTIVE Fire Rescue Department Employees covered by this Agreement will be eligible for a monthly education incentive payment not to exceed the supplemental compensation limits set forth in applicable Florida Statute (currently FSS 633.382) and the corresponding regulations in the Florida Administrative Code. 99-2002 iAFF~47' CITY~ ARTICLE 26 MEDICAL CERTIFICATION Section 1. Employees holding a valid and current Paramedic certificate in accordance with the Florida Statutes and who perform active Paramedic duties as assigned by the Fire Chief and Medical Director will receive $7,488. This amount will equate to an hourly rate of $3.00 per hour over and above the base rate of pay, which will not be included in the employees maximum. Employees currently receiving over $7,488 annually for Paramedic incentive will remain at their current rate at the date of contract ratification. This assignment pay shall be considered a salary disbursement included in W-2 holdings for the purpose of pension calculations. Section 2. An employee holding a valid and current Paramedic certificate in accordance with Florida Statutes who could perform the duties as assigned by the Fire Chief and the Medical Director, but who is inactivated, either by choice or administrative direction, as an active Paramedic and is not on assignment as a Paramedic by the Fire Chief, will no longer receive the $7,488 annual Paramedic incentive pay. Section3. Both parties agree that Florida State Emergency Medical Technician certification is an inherent qualification to the job and is a job requirement. To this extent, the five percent (5%) incentive that was provided in previous contracts is no longer provid~ll personnel, upon ratification of this 99-2002 IAFF CITY agreement, will have five percent (5%) added to their base salary for the purpose of determining a new base salary that includes the previous five percent (5%) incentive. Employees whose adjusted base salary exceed the maximum base salary within their respective classification as a result of this change will be allowed to exceed the maximum in accordance with Article 14, Section 3, Wages. CITY~' 99-2002 IAFF ARTICLE 27 LICENSES & REGISTRATION FEES The City shall pay the fee for any license required by the State or City, such as EMT renewals or certificates. In the event of any changes required by law regarding driver's license requirements for firefighters, the City shall pay the initial fee only for such license changes. All subsequent renewal of such license fee shall be the responsibility of the employee. 99-2002 / IAFF 5~~ CITY~ ARTICLE 28 SENIORITY LIST Section 1. The Fire Rescue Department shall establish a seniority list and it shall be updated on January 1st of each year. Such list shall be posted thereafter on the bulletin board at each Fire Station, and shall be considered correct unless objection is raised within thirty days of the posting. After thirty days, it shall stand approved, unless documented evidence is presented to justify changes or adjustments. Section 2. Employee's seniority is established from the date of approval for employment by the City of Boynton Beach Fire Rescue Department. If two or more members are employed on the same date the seniority standing shall be determined by the original entrance test score for the Fire Rescue Department, the higher score placed higher on the list. If the test scores are the same, the date of application for employment with the Fire Rescue Department will determine the seniority status, the earlier date being placed higher on the list. Section 3. Layoffs and staffing cut-backs shall be determined by the seniority list. The lowest on the seniority list will be laid off first and so on up the list. In the event of layoffs and/or cut-backs, the City agrees to notify the union president in writing, no later than two (2) weeks prior to said action. Employees who are laid- off shall have recall rights for a period of twelve (12) months and shall be recalled in the reverse order in which they are laid-off, i.e., last laid-off will be first 99-2002 IAFF CITY. recalled. No new employees will be hired into any classification while a laid-off employee has recall rights. 99-2002 iAFF~52 CITY~ ARTICLE 29 VACANCIES AND PROMOTIONS Budgeted promotional vacancies occurring in any position within the certified bargaining unit will be filled in the following manner: 1. Posting of the vacancy; 2. Acceptance of applications; 3. Scheduling of promotional examination; 4. Establishment of an eligibility list; 5. Interview and Selection Any such vacancy shall be offered within thirty (30) days of the establishment of the appropriate eligibility list. Section 2. Effective April 1, 2001, minimum requirements for promotional opportunities will be as outlined in the "Career Ladder" (Addendum "B"). Any changes to this Career Ladder will be made by the Labor Management Team. 99-2002 IAF CITY~ ARTICLE 30 REFERENCE MATERIAL The City shall provide one copy, at each statiOn, of all reference material fOr promotional examinations at the posting of notification. This reference material shall remain in the Fire Station(s). 99-2002 IAF . CITY ARTICLE 31 BULLETIN BOARDS The City shall furnish at each fire station space for bulletin boards for the purpose of Union notices. Any notice or item placed on the bulletin board shall bear on its face the legible designation of the person responsible for placing such notice or item on the board. A 3' x 4' space is hereby approved. The Union is to supply the bulletin boards. 99-2002 IAF 5~~ C I TY~ ARTICLE 32 NOTIFICATION AND DISTRIBUTION Section 1. The Union Secretary's name shall be placed on a routing slip to receive copies of the agendas and minutes of all regular and special meetings of the City Commission. Section 2. The Union will be provided with a copy of departmental Rules and Regulations and Standard Operating Guidelines, and will be provided with updates as they become available. 99-2002 CITY~ ARTICLE 33 GRIEVANCE PROCEDURE Section 1. Grievances or disputes which may arise, including the interpretation of this Agreement, shall be settled in the following manner: Step 1. The aggrieved employee shall within ten (10) business days of the occurrence which gave rise to the grievance, submit a letter and signed petition to the Union Grievance Committee. The Union Grievance Committee shall determine if a grievance exists. If in its opinion no grievance exists, no further action is necessary. Step 2. If a gr. ievance does exist, the Committee shall within twenty (20) business days of the event giving rise to the grievance, with the physical presence of the aggrieved employee, present the grievance to the Chief or his designee for adjustment. Step 3. If the grievance has not been settled within ten (10) business days from the date of submission to the Chief or his designee, the grievance may then be submitted to the City Manager for adjustment. The City Manager, prior to making a decision on the grievance, may conduct a predetermination conference and require the grievant to submit to an inquiry regarding the substance of the grievance. The City Manager may be assisted by the City Attomey. The grievant may be assisted by a union representative or counsel of his/her choice. The inquiry by the City Manager may be tape-recorded. In the case of 99-2002 IAF CITY grievances involving disciplinary action, all matters in defense or in mitigation of the proposed disciplinary action shall be raised by the grievant. Step 4. If the grievance has not been settled by the City Manager within ten (10) business days from the date of the predetermination conference, the grievance may then be submitted to arbitration. Step 5. If the grievance has not been satisfactorily resolved within the above procedure, the Union may request a review by an impartial arbitrator, provided such request is filed in writing with the City Manager no later than ten (10) business days after the City Manager's response is due in Step 4. The parties will attempt to mUtually agree upon an arbitrator. If this cannot be done within fifteen (15) business days, an arbitrator from a list provided by the Federal Mediation and Conciliation Service shall be used. The parties agree to accept the Arbitrator's award as final and binding upon them, subject to the following: The arbitrator shall have jurisdiction and authority to decide a grievance as defined in this Agreement. The arbitrator shall have no authority to add to, subtract from, modify or alter this Agreement or any part thereof or any amendment thereto. It is contemplated that the City and the Union shall mutually agree in writing as to the statement of the matter to be arbitrated prior to the hearing, and if this is done, the arbitrator shall confine his/her decision to the particular matter thus specified. In the event of the failure of the parties to so agree on a statement of the issue to be submitted, the arbitrator will confine 99-2002 IAFF~ ClTY~ his/her consideration to the written statement of the grievance presented in Step 3 of the Grievance Procedure. Each party shall bear the expense of its witnesses and of its own representatives. The parties shall bear equally the expense of the arbitrator. The party desiring a transcript of the hearing will bear the cost. Copies of the arbitrator's award shall be furnished to both parties within thirty (30) days of the hearing. Section 2. The Union reserves the right to represent or not represent employees who are not members of the Union, as provided by law. Section 3. This article is intended to provide for "rights" arbitration, i.e., resolution of disputes which impact upon or affect wages, hours and terms and conditions of employment. This article is not intended to provide for "interest" arbitration. Section 4. "Business days" are defined as Monday through Friday, 8:00 A.M. - 5:00 P.M., excluding City holidays. 99-2002 iAFF~9 CITY~ ARTICLE 34 PREVAILING RIGHTS All job rights and benefits heretofore authorized or permitted by the City Manager or Fire Chief and continuously enjoyed by employees covered by this Agreement and not specifically provided for or abridged by this Agreement shall continue in full force and effect for the term of this Agreement. Except as specifically provided in this Agreement, this Agreement should not be construed to deprive any employee of benefits or protection granted by the Laws of the State of Florida or Ordinances and Resolutions of the City of Boynton Beach in effect at the time of the execution of this Agreement. Provided, however, nothing in this Agreement shall obligate the City to continue practices or methods which are unlawful or unsafe. 99-2002 CITY~ ARTICLE 35 SAVINGS CLAUSE If any provision of this Agreement, or the application of such provision, should be rendered or declared invalid by any court action or by reason of any existing or subsequently enacted legislation, the remaining provisions of this Agreement shall remain in full fome and effect. 99-2002 IAFF 6~~ CITY~ ARTICLE 36 APPENDICES~ AMENDMENTS AND ADDITIONS All aPpendices, amendments and additions to this Agreement shall be numbered or lettered, dated and signed by the responsible parties, and shall be subject to all other provisions of this Agreement. 99-2002 IAF 6~ CITY~ ARTICLE 37 SUCCESSORS This Agreement shall be binding upon the successors and assigns of the parties hereto, and no provisions, terms, or obligations herein contained shall be affected, modified, altered or changed in any respect whatsoever by any change of any kind in the ownership or management of either party hereto. 99-2002 iAFF~63 ARTICLE 38 COMPENSATORY TIME Section 1. Employees who participate in required educational and/or required training activities as approved by the Fire Chief or designee who are unable to attend those classes "on shift" due to scheduling difficulties, and take those classes and/or training on their off duty time, shall be eligible to receive compensatory time. Additional compensatory time can be granted for persons approved for special projects and events as directed by the Fire Chief or designee. All compensatory time will be earned at the rate of time and one half, with a cap of sixty (60) hours. 99-2002 CITY~ ARTICLE 39 MANAGEMENT RIGHTS Section 1. The Union and the bargaining unit employees recognize and agree that the City has the exclusive right to manage and direct the various departments of the City. Accordingly, the powers and authority which the City has not specifically abridged, delegated, or modified by the express provisions of this Agreement are retained by the City. Therefore, the City specifically, but not by way of limitation, reserves the exclusive right to determine the mission of the City and its various departments, divisions and other units of organization. The City specifically reserves the sole and exclusive right(s) to decide the scope and method of service; to hire and/or otherwise determine the criteria and standards of selection for employment; and to fire, demote, suspend, or otherwise discipline for just cause. Any right or privilege of the City not specifically relinquished by the City in this Agreement shall remain with the City. Section 2. The City Commission has the sole authority to determine the purpose and mission of the City and the amount of budget to be adopted. Section 3. If at the discretion of the City Manager, it is determined that civil emergency conditions exist, i.e., riot, civil disorder or natural disaster, the provisions of this Agreement may be suspended for good cause by the City Manager during the time of such emergency, provided that the Union is notified 99-2002 IAFF ~5 CITY~ as soon as is practical and further provided that wage rates and monetary fringe benefits shall not be suspended. Section 4. The Union and the City jointly recognize the need to perform the highest quality and level of fire rescue services for the citizens of, and visitors to, Boynton Beach in the most efficient manner possible, and hereby agree, in the best interest of both, that the employees of the Fire Rescue Department will be best served by attaining maximum efficiency and productivity. Therefore, the parties, hereto agree to use their best efforts to create and maintain an atmosphere in which every employee's efforts are aimed toward these objectives and will cooperate to these ends. 99-2002 IAFF ~~ CITY~ ARTICLE 40 DURATION This Agreement shall be in force and effect from October 1, 1999 through September 30, 2002. Either party can provide notification to the other, no later than March 1,2002, expressing a desire to negotiate a new agreement. Upon receipt of such notification the parties shall arrange to meet, no later than April 1, 2002, and promptly and regularly thereafter, for the purpose of negotiating a new contract, and only those items included in the notices shall be subject to negotiation. If all issues are not resolved by September 30, 2002, this Agreement shall remain in force and effect until all issues have been resolved in accordance with Chapter 447, Part II, Florida Statutes, provided that all monetary benefits are subject to appropriation by the City Commission. 99-2002 IAFF ~7 CITY~ Agreed to this r.~ r~ ~X ,,_~ ~ ~ day of , 200~, by and between the respective parties through the authorized representatives of the Union and the City. BOYNTON BEACH ASSOCIATION OF FIRE FIGHTERS, LOCAL 1891' Witness Witness BY: Secrt~t~"~ ~- Witness~ ApproFed as to Form and Correctness: City Manager BY: /,.~_.~¢/7'- City ~1 [k '?#/unlmx~,' -- C~ttorney ~ ,/ 99-2002 iAFF~8 CITY~ BOYNTON BEACH FIRE RESCUE DEPARTMENT TO: Randy Jute, President I.A.F.F. 1891 FROM: William L. Bingham, Fire Chief SUBJECT: Letter of Understanding Firefighter Contract Article 38, Shift Fire Inspectors DATE: March 20, 2000 It is the intent to of this Letter of Understanding to clarify negotiated issues regarding contract Article 38, Shift Fire Inspectors. By virtue of this letter, and through attrition, we agree to eliminate the aforementioned article in its entirety according to the following criteria: 1) The article entitled Shift Inspectors will no longer be a part of the Collective Bargaining Agreement. 2) The two existing inspectors (FFIII Chris. Wandell and Lt. Geoffrey Simpson) will continue to serve as fire inspectors as directed by the Fire Marshal, providing they maintain all necessary certifications..In the event it is determined that additional bargaining unit members are likewise affected, this Letter of Understanding applies to all members in a similar position. 3) The current 5% pay (based on their September 30, 1995 pay) will change to an incentive pay equal to the existing rate, (i.e. from a %-based incentive to a strict dollar figure). This incentive pay, once established, will not increase. This change will be effective upon ratification of the 1999-2002 Agreement. 4) If, for any reason, either inspector is no longer certified or no longer willing to serve as an inspector, his position will not be filled by another department member, nor will he be able to re-enter into the position. The September 30, 1995 salaries of the two individuals are: *Chris Wandell - $676.80 wkly (5% = $33.84 wkly; $67.68 biwly; $1,759.68 yrly) *Geoff Simpson - $806.00 wkly (5% = $40.30 wkly; $80.60 biwkly; $2,095.60 yrly) FOR THE CITY,: ~-~ J William L. Bingham, Fire ~t~ef Date FOR THE UNION: R~ndy Jut P~iden~-- Date WITNESS: ~.~ //o/oo Date UNION CONTRACT - ADDENDUM "A" BOYNTON BEACH FIRE-RESCUE DEPARTMENT TUITION REFUND PROGRAM In order to assist employees who wish to attain additional training or education, the City of Boynton Beach Fire-Rescue Department hereby establishes a Tuition Refund Program which reimburses employees a percentage of tuition and textbook costs at an accredited institution. In order to be eligible for the Tuition Refund Program, an employee must be a full-time career status employee with at least one (1) year of employment prior to the starting date of the class. The employee must submit a tuition refund application within ten (10) calendar days prior to the initiation of the class in order for reimbursement to be considered. Applications should be submitted to the Deputy Chief of Administration. The applications will be reviewed by the Deputy Chief of Administration to determine whether the course work is eligible. Under the guidelines of the Tuition Refund Program, employees may take two (2) English courses, two (2) Humanities, two (2) Social Science, and one (1) Math, as part of a General Educational Program. Additional course work will be evaluated in terms of the specific course and the individual's specific job assignments. Applicants for tuition refund should explain the connection between the course work and their job assignments. In order to assist employees to attain degrees, the Deputy Chief of Administration will review specific degree goals and determine whether the degree is in a Fire, EMS, or Administrative related field accepted by the Bureau of Fire Standards and Training (ref: F.S.S. 633.382). If the degree program is approved, specified required courses in the degree program will be eligible for tuition reimbursement. This permits employees to plan their educational program. Employees should be encouraged to apply as far in advance as possible for course work so that they can be informed of their eligibility. If an employee feels that the Deputy Chief of Administration has made an error in their determination, he/she may ask the Fire Chief to reconsider the decision by supplying additional information as to the direct applicability of the classes to the employee's current position. The Fire Chief will then reconsider the 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: 100% reimbursement when a grade of "A" or "B" is earned, and 50% reimbursement when a grade of "C' is eamed, plus the cost of the textbooks (workbooks not included) used for the course(s), providing a receipt is provided and the textbook is in re-usable condition. If the institution only gives credit or no credit, a credit grade will be accepted as satisfactory completion and equal to a grade of "A". It takes approximately two (2) to four (4) weeks from the Fire- Rescue Department receipt of the grades and tuition receipts before a separate check is prepared and given to the employee. Employees receiving aid, or who have a scholarship, as well as employees qualifying for benefits under the G.I. Bill or other State or Federal programs, are eligible for municipal reimbursement of only the difference (if any) between what' they receive from these other sources and what is eligible for reimbursement under this program. The maximum amount of credit hours eligible for payment in a semester is twelve (12) semester hours or fifteen (15) quarter hours. In the case of employee enrollment in a private college or university, the City will pay only an amount equivalent to the current tuition charged by the State (public) colleges and universities. EMPLOYMENT OBLIGATION: An employee will be expected to remain with the City of Boynton Beach Fire-Rescue Department for at least one (1) year following completion of courses for which he/she has received a refund. If the employee resigns, retires, or terminates within the one (1) year period, he/she shall reimburse the City for tuition refund benefits applicable to courses completed during this period. Reimbursements shall be payroll deducted from the employee's final paycheck. 3 TUITION REFUND PROGRAM PROGRAM RULES BOYNTON BEACH FIRE-RESCUE DEPARTMENT OBJECTIVE: To improve service to the public by promoting a program encouraging Fire-Rescue employees to obtain additional training and education, which may improve their effectiveness, improve their performance in their current position, and prepare them for increased responsibility. BENEFITS: Employees whose applications are approved will be entitled to a refund of tuition and textbook costs upon successful completion of each approved course. The reimbursement will be 100% for a grade of "A" or "B", 50% when a "C" is obtained, plus the cost of the textbooks (workbooks not included) used for the course(s), providing a receipt is provided and the textbook is in re-usable condition.. If the institute only gives credit or no credit, a credit grade will be accepted as satisfactory completion and equal to a grade of "A". ELIGIBILITY: All full-time employees of the City who by the starting date of class, have completed one (1) year of service and have received a "Satisfactory" or better Employee Performance Evaluation prior to the beginning of the course work are eligible to apply. Guidelines for establishing course work are as follows: (a) All basic core courses as required by the college will be approved for all eligible employees. (b) Life experience credit will not be approved for tuition refund. (c) Degree programs, which relate directly to the employee's current position, will be approved. Once degree approval is granted, all courses specifically required will be approved. (d) For those employees who have been approved for a degree program, all general educational courses specifically required by the school will be approved. (e) All other course work will be considered on a course-by-course determination. Employees receiving financial aid or a scholarship, as well as employees Qualifying for benefits under the G.I. Bill or other State or Federal Programs are 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 no! be eligible. The tuition refund program covers tuition and laboratory fees only. It does not cover books, registration, taxes, gas, food, or other costs. Employees should also be reminded that after having received tuition refund, that they are under a one (1) year employment obligation with the Boynton Beach Fire Rescue Department; the amount of the tuition refunded will be deducted from the employee's final paycheck. Attachment: Tuition Refund Program Application BOYNTON BEACH FIRE RESCUE DEPARTMENT SUBJECT: TUITION / EDUCATION REIMBURSEMENT CITY SERVICE OBLIGATION DATE: May 1, 1999 The intent of reimbursing an employee is to provide an incentive to seek post- hiring education and training, which subsequently improves service delivery to the public, enhances performance levels, and prepares employees for increased responsibility with the Boynton Beach Fire Rescue Department. An employee receiving remuneration in the form of tuition and all other costs associated with fire and EMS-related training and educational programs, including travel costs, agrees to a one-year employment obligation to the extent that the funds received must be retumed in the event that this obligation is not met. This city service obligation requires that an employee be expected to remain with the Boynton Beach Fire Rescue Department for at least one (1) year following completion of courses for which he/she has received a refund. If the employee resigns, retires, or terminates within the one (1) year period, he/she shall reimburse the City for all funds received applicable to courses completed during this period. Unless other financial arrangements are made, reimbursements shall be payroll deducted from the employee's final paycheck. This policy is consistent with the Boynton Beach Fire Rescue Department's Tuition Reimbursement Proqram. The undersigned Boynton Beach Fire Rescue Department employee has read and fully understands the provisions of this policy as set forth in this document without exception. Employee Name Employee Signature Date Witness (BBFRD Chief Officer) Date NOTARY: BOYNTON BEACH FIRE RESCUE DEPARTMENT TUITION REFUND PROGRAM APPLICATION LAST NAME DI¥1SION COURSE INFORMATION FIRST NAME II I SHIFT E~MPLOYEE # INITIAL DATE / / DATE OF ENTRY School/City: Term/Year: Course (Name & Number): Credit Hours: Course (Name & Number): Course (Name & Number): Credit Hours: Credit Hours: EDUCATIONAL OBJECTIVE [---'~ Non-degree yr. Degree r--~4 yr. Degree [--~ Graduate Degree TITLE OF DEGREE SOUGHT II FIELD OF SPECIALIZATION MAJOR '1 APPROVAL*: I intend to remain in the employ of the Boynton Beach Fire Rescue Department for at least one (1) year following the completion of approval coursework. In the event that my employment is 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 pedod. EMPLOYEE SIGNATURE DATE 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. FTR.E ~HIEF (OR. DESIGNEE) SIGNATUR.E DATE DISAPPROVAL Reason: DEPARTMENT HEAD SIGNATUKE DATE / / UNION CONTRACT- ADDENDUM "B" CAREER LADDER - Boynton Beach Fire Rescue Department MINIMUM REQUIREMENTS (Probationary FF through Captain) Probationary Firefi.qhter (FF/Prob.) [Hire date through 12 months] PREREQUISITE: -Certified Florida Firefighter -Certified Florida Emergency Medical Technician or Paramedic TO ADVANCE TO THE NEXT LEVEL: · Successful completion of Fire and EMS training and evaluation program · Successful completion of Fire and EMS practical ability test · Successful completion of FFI Performance and Written Examinations Firefiqhter I (FFI) PREREQUISITE: -Must meet all requirements for Probationary Firefighter -Minimum of one (1) year of service with BBFRD TO ADVANCE TO THE NEXT LEVEL: · Certified Florida Paramedic · Successful completion of Basic Trauma Life Support (BTLS) Program · Successful completion of FFII Performance and Written Examinations Firefi.qhter II (FFll) PREREQUISITE: -Must meet all requirements of Firefighter I -Minimum of three (3) years of service with BBFRD TO ADVANCE TO THE NEXT LEVEL: · Successful completion of FFP 1600 Fire Apparatus/Equipment (or equivalent) · Successful completion of FFP 1640 Fire Hydraulics (or equivalent) · Successful completion BBFRD-sanctioned Aerial Apparatus Course · Successful completion of BBFRD Apparatus, Hydraulics, and Aerial Operation Performance and Written Examinations · Successful completion of FFill Performance and Written Examinations Firefi.qhter III (FFIII) [Minimum requirement to serve as Acting Lieutenant] PREREQUISITE: -Must meet all requirements for Firefighter II -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 Firefi.qhter III (Continued) TO ADVANCE TO THE NEXT LEVEL: · Successful completion of FFP 2410 Fire Service Strategy and Tactics · Successful completion of FFP 2130 Company Officer Leadership · Successful completion of FFP 2150 Instruction and Methodology · Successful completion of FFP 2320 Building Construction for Fire Protection Lieutenant (Lt.) [Minimum requirement to serve as Acting Capt / Batt Chief] PREREQUISITE: -Must meet all requirements for Firefighter III -Minimum of six (6) years service with BBFRD. Required time will be reduced by one (1) year with an acceptable, job-related Associate or Bachelor Degree -Minimum of one (1) year as a Firefighter III -Successful completion of Lieutenant promotional examination/assessment and appointment by the Fire Chief TO ADVANCE TO THE NEXT LEVEL: Successful completion of 40-hour BBFRD Officer Candidate School which will include, but is not limited to: · Departmental Policies, EMS Protocols, Standard Operating Guidelines · Labor-Management Relationship and Collective Bargaining · Diversity, Sexual Harassment, and Discrimination Training · Technical Report Writing and Report Quality Assurance · Performance Evaluation Training · Coaching, Counseling and Disciplinary Action · Budget Analysis and Preparation · Community Relations Project Captain (Cal~t.) PREREQUISITE: -Must meet all requirements for Lieutenant -Minimum of nine (9) years service with BBFRD. Required time will be reduced by one (1) year with an acceptable, job-related Associate or Bachelor Degree -Successful completion of Captain promotional examination/assessment and appointment by the Fire Chief TO ADVANCE TO THE NEXT LEVEL: · Graduation from an accredited college or university with an Associate Degree in Fire Science, EMS, or other work-related discipline · Successful completion of FFP 2100 Fire Service Administration · Successful completion of MNA 2303 Introduction to Public Personnel Management 2 RESOLUTION NO. R00- A RESOLUTION OF THE CITY COMMISSION OF THE CITY OF BOYNTON BEACH, FLORIDA, RATIFYING THE 1999-2002 COLLECTIVE BARGAINING AGREEMENT BETWEEN THE CITY OF BOYNTON BEACH AND THE BOYNTON BEACH ASSOCIATION OF FIRE FIGHTERS, LOCAL 1891 OF THE INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS, AFL-CIO, CLC; AND PROVIDING AN EFFECTIVE DATE. WHEREAS, the City and the Boynton Beach Association of Fire Fighters, Local 1891 of the International Association of Fire Fighters, AFL-CIO, CLC have been diligently negotiating a collective bargaining agreement; and WHEREAS, the B°Ynton Beach Association of Fire Fighters, Local 1891 of the International Association of Fire Fighters, AFL-CIO, CLC have ratified the attached Collective Bargaining Agreement; NOW, THEREFORE, BE rr RESOLVED BY THE CZTY COMMISSION OF THE CZTY OF BOYNTON BEACH, FLORIDA, THAT: Section 1. The City Commission of the City of Boynton Beach, Florida does hereby ratify the 1999-2002 Collective Bargaining Agreement between the City of Boynton Beach and the Boynton Beach Association of Fire Fighters, Local 1891 of the International Association of Fire Fighters, AFL-CIO, CLC, a copy of which is attached hereto as Exhibit "A". Section 2. This Resolution shall become effective immediately upon passage. PASSED AND ADOPTED this ~ day of 3une, 2000. CI-I'Y OFpBOYNT~I/BEAC,.,I~, FLORIDA Vice Mayor Mayor Pro Tem C'6'~missioner