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HomeMy WebLinkAboutR-02-0345J-02-273 3/19/02 C7 RESOLUTION NO. • 02- 345 A RESOLUTION OF THE MIAMI CITY COMMISSION, WITH ATTACHMENT(S), AUTHORIZING THE CITY MANAGER TO ENTER INTO A COLLECTIVE BARGAINING AGREEMENT, IN SUBSTANTIALLY THE ATTACHED FORM, BETWEEN THE CITY OF MIAMI AND THE EMPLOYEE ORGANIZATION KNOWN AS THE INTERNATIONAL ASSOCIATION OF FIREFIGHTERS, AFL -CTO, LOCAL NO. 587, FOR THE PERIOD OF OCTOBER 1, 2001 THROUGH SEPTEMBER 30, 2004. BE IT RESOLVED BY THE COMMISSION OF THE CITY OF MIAMI, FLORIDA: Section 1. The City Manager is authorizedl�to enter into a Collective Bargaining Agreement, in substantially the attached form, between the City of Miami and the employee organization known as the International Association of Firefighters, AFL-CIO, Local No. 587, for the period of October 1, 2001 through September 30, 2004. i The herein authorization is further subject to compliance with all requirements that may be imposed by the City Attorney, including but not limited to those prescribed by applicable City Charter and Code provisions. TTAIf, 10"I J E`6'4 " „v C 0 ry'' ,,„, P° I i,4 4” CITY C OMgU MEEMING 6V MAP 2 7 2002 02- 0 0 Section 2. This Resolution shall become effective immediately upon its adoption and signature of the Mayor Y PASSED AND ADOPTED this 27th day of March 2002. MANUEL A. DIAZ, MAYOR ATTEST: �. PRISCILLA A. THOMP AN CITY CLERK APPROV,Z'A//O FORM AND CORRECTNESS : kfDRO VILARELLO C Y ATTORNEY W6116:tr:13SS If the Mayor does not sign this Resolution, it shall become effective at the end of ten calendar days from the date it was passed and adopted. If the Mayor vetoes this Resolution, it shall become effective immediately upon override of the veto by the City Commission. Page 2 of 2 �I „ ry 1 Fi 0 City of Miami Computation of Impact of Union Negotiations • Fiscal Fiscal Fiscal 2002 2003 2004 Recurring Costs and Savings Salary adjustments - Includes additional Firefighters in 03 and 04 due to increase in base number per contract - 9,008,559 9,997,163 11,268,193 Plus Items Fire ALS Assignment - 1% - 1011/02 139,506 144,565 148,902 Paramedic Assignment - 1% - 10!1102 209,258 216,848 223,354 Paramedic Assignment - 1% - 1011103 75,935 - 223,959 Special Teams Assignment -.5% - effective ???? 52,740 54,653 56,292 Technical Rescue Teams - 1.5% - 10/1101 38,279 39,667 40,857 Technical Rescue Teams - 2% - Upon ratification 27,033 54,065 55,687 Air Truck Coordinator -5% - Upon ratification 1,469 2,938 3,026 Add Medicare 6,790 7,435 10,905 Tata! Fire Plus Items 475,075 520,172 762,983 Plus items Police Motor Cycle Assignment - $50 per month - Effective?? 8,400 8,400 8,400 Instructors Assigned to Training - 2% - Effective ??? 12,942 13,411 13,813 Senior Uniform Patrol Sergeant - 5% - 1011102 75,935 78,689 81,049 Crisis Intervention Team - 2.5% - effective ??? 77,387 80,194 82,600 Add Medicare 2,533 2,620 2,695 Total Police Plus Items 177,196 183,314 188,557 Plus Items AFSCME Communication Operators - 5% - upon ratification 14,916 29.832 30,727 Fire Garage Mechanics - 1% for every 2 licenses - 6,909 7,160 7,375 Add Medicare and Social Security 1,670 2,830 2,915 Total AFSCME Pius Items 23,495 39,822 41,017 Total Tuition 98,400 98,400 98,400 Subtotal salary and plus item adjustments related to Union Contracts 3,684,324 10,740,470 12,260,751 Increase in City contribution to FOP Health Trust 500,000 500,000 _ 500_000_ Safety, Shoes Fire - From $75 to $100 15,200 15,200 15,200 General Employees - From $50 to $75 6,250 6,250 6,250 Total safety shoes 21,450 21,450 21,450 Tuition Increase - From $600 to 51000 Fire 10,400 10,400 10,400 Police 6,400 6,400 6,400 General Employees 80,000 80,000 80,000 Sanitation Employees 1,600 1,600 1,600 Total Tuition 98,400 98,400 98,400 Subtotal - Increases in salaries and benefits 4,304,174 11,360,320 12,880,601 Impact of Wage, Plus Item and Longevity an Pension Contribution 2,000,000 2,000,000 Savings resulting from increases in employee share of insurance premiums. 1,200,000 1200,000 1,200,1300 Subtotal, net Increase In annual recurring cotta, excluding 3,104,174 12,160,320 13,680,601 NonrecurringCasts and Savings Police car purchases forecast over (under) requirement (3,424,000) _(1,760,000) _ __ 4,288,000 _ Total Costs (Savings) per year (319,826) 10,400,320 17,968,601 Q2- 345 0. Forecasted Surplus (Deficit) Surplus (Deficit) per 5 -year Plan Adjust for police car purchases forecast over (under) requirement Adjust for added firelrescua and other budget changes -2002 only 0 4,045,626 1,325,756 (3,193,520) (3,424,000) (1.760,000) 4,286,000 (1,300,000) Adiusted Surplus (Deficit) {678 174) (434,244) 1,094,480 Total (costs) Savings per year factoring union negotiations - 319,626 (10,400,320) (17,966,601) 121 Parkin Surcha a Ad'ustment 10,600,000 13.000,000 13,200,000 Adjusted Surplus (Deficit) projection 10,241,652 2,168,436 (3,674,121) Open Issues Additional pension funding over forecast Possible additional revenues from communications tax Possible additional tax revenues - 1 mill = about $14 million Forecast at growth of 4-5% year-to-year Additional surplus items from 2002 Need to evaluate on-going pension accruals Need to budget for on-going maintenance Note for 2005 and 2006 Forecast deficit, excluding surcharge $12.0 million and $17.4 million 13,000,000 7?? 02- 345 ro 0 Clean -Up AGREEMENT BETWEEN CITY OF MLSOM, FLORIDA AND INTERNATIONAL ASSOCIATION OF FIREFIGHTERS, AFL-CIO LOCAL 587 OCTOBER 1, 1998 2001 THROUGH SEPTEMBER S0, 2001 2004 02-- 345 0 0 TABLE OF CONTENTS -I- City. Union Q2 -r 345 ARTICLE PAGE ADDENDUM NLJMBER I ........................................ 84 AGREEMENT............................................................. 1 AGREEMENT IN EVENT OF TRANSFER .............. 41 68 APPENDIXA.:............................................................. 85 APPENDIXB.............................................................. 86 APPENDIXC............................................................... 87 BARGAINING UNIT MEMBERS KILLED IN THE LINE OF DUTY .............................................. 46 81 BLOODDONORS ....................................................... 30 49 BULLETIN BOARDS ................................................. 11 12 CALL BACK PAY ....................... DEATH IN FAMILY ................................................... 27 47 DISCRIMINATION.................................................... 4 5 EARNED PERSONAL LEAVE (FH TIME) ............ 24 40 EDUCATION.............................................................. 26 44 EMPLOYEE RIGHT TO REPRESENTATION......... 34 61 FAMILY LEAVE AND LEAVES OF ABSENCE ...... 25 42 GRIEVANCE PROCEDURE ...................................... 15 19 GROUP INSURANCE ................................................ 17 26 HOLIDAYS/VACTION/SICK TIME .......................... 23 36 HOURSOF WORK ..................................................... 32 58 LINE OF DUTY INJURIES ....................................... 12 13 LOSS OF EQUIPMENT ............................................. 29 49 MANAGEMENT RIGHTS .......................................... 6 7 NOSTRIKE................................................................ 2 1 NOTICES.................................................................... 8 8 -I- City. Union Q2 -r 345 ARTICLE PAGE OVERTIME................................................................. 20 33 PARITY....................................................................... 19 33 PENSION.................................................................... 43 69 PERSONNEL ALLOCATION .................................... 33 60 PHYSICAL EXAMINATIONS ................................... 28 48 PREVAILING BENEFITS ......................................... 5 6 RECOGNITION.......................................................... 1 1 REPRESENTATION OF THE CITY ......................... 39 67 REPRESENTATION OF THE UNION ..................... 40 67 RESIDENCY............................................................... 35 64 REVENUE INCENTIVE PAY ................................... 44 78 SAFETY COMMITTEE .............................................. 13 17 SAFETY SHOES ........................................................ 16 25 SAVINGS PROVISION .............................................. 42 68 SHIFT EXCHANGE ................................................... 9 8 SHIFT STRENGTH .................................................... 36 64 SPECIAL MEETINGS ............................................... 14 18 STATION COMMANDERS ....................................... 37 66 SUBSTANCE/ALCOHOL -- PERSONNEL SCREENING ............................... 31 49 TERMINATION AND MODIFICATION .................. 47 81 TOTAL AGREEMENT ......................................:........ 38 66 TUITION REIMBURSEMENT .................................. 45 78 UNION BUSINESS .................................................... 3 2 UNION REPRESENTATIVES .................................. 7 7 VACANCIES -- PROMOTIONS ................................. 10 10 WAGES....................................................................... 18 28 WORKING OUT OF CLASSIFICATION .................. 22 36 -II- City Union 02— 3 4 5 City Proposal No Change 6/30/01 Agreed � AGREE x THIS AGREEMENT is entered into by the CITY OF MIAMI, FLORIDA, a 3 municipal corporation, hereinafter referred to as the City, and the 4 INTERNATIONAL ASSOCIATION OF FIREFIGHTERS, LOCAL #587, hereinafter 5 referred to as the Union. It is the intention of this Agreement to provide for wages, b fringe benefits and other terms and --conditions of employment. It is further the 7 intention of this Agreement to prevent interruption of work and interference with s efficient operation of the City of Miami and to provide for an orderly, prompt and 9 just manner of handling grievances. i City Unran Date `� /d G 4'1RiveUe%MoR_RELATIONkSHAREDIAAA Union conhacMFIREV*F • FkW . Marked 0I.W.dw 02- 345 • City Proposal 6/13101 Agreed Z ARTICLE 1 2 RECOGII MON 3 1.1. The City hereby recognizes the Union as the sole and exclusive 4 bargaining agent for all persons in the Fire Department within the following 5 classifications: Firefighter, Fire Lieutenant, Fire Captain, and Chief Fire Officer. 6 Excluded are all other employees and classifications, and specifically excluded are: 7 Fire Chief, Deputy Fire Chief, Assistant Fire Chief, reefer ef TmWiag, Ghie f of s Fire Preventien, Chief of Reseue, Battalien Chief-, and Executive Assistant to Fire 9 Chief. 2 City Union Date �� -L -- Z'`Riven WoUBOR..RELATIONSLSHAREDLAAA Umar CommasTIREVAFF • Final . Marked 41-04.doa 02— 3 4 5 . ity Package Proposal No Change 7/30/01 Agreed 1 ARTICLE 2 NO STRM 3 2.1. "Strike" means the concerted failure to report for duty, the concerted 4 absence of employees from their positions, the concerted stoppage of work, the 5 concerted submission of resignations, the concerted abstinence in whole or in part 6 by any group of employees from the full and faithful performance of their duties of 7 employment with the City, participation in a deliberate and concerted course of 8 conduct which adversely affects the services of the City, or picketing in furtherance 9 of a work stoppage either during the term of the Collective Bargaining Agreement 10 or after the expiration of a Collective Bargaining Agreement. 11 2.2. Neither the Union, nor any of its officers or agents, nor members 12 covered by this Agreement, nor any other employees covered by this Agreement, will 13 instigate, promote, sponsor, or engage in any strike, sympathy strike, slowdown, 14 concerted stoppage of work, picketing in support of a work stoppage, or any other 15 activity which prohibits an employee from reporting for duty. 16 17 18 19 20 21 -3� City_ Union Date Z:(Riverside%LABOR-RELATIONSLSHAREDWVA Union CordraMIFIREUAFF- F'mal- Marked 01-o4.doc 02- 345 1 2 3 4 5 6 7 s 9 IO 11 12 i3 14 S Coity & Union Proposal No Change 3115102 ARTICLE 3 UNION BUSINESS An employee organization time pool is hereby authorized subject to the following: 3.1. The City agrees to establish a one time pool bank of six thousand (6,000) hours per fiscal year to be used in accordance with the provisions of this Article and during the term of this Agreement. All unused hours will be carried over to the following fiscal year. 3.2. For each bargaining unit member, except the Employee Organization President and designee on full time release, who is authorized to use time from the time pool, the President or his designee shall fill out the appropriate form as provided by the City. This form shall be processed through channels of the bargaining unit member who is to use the pool time. The form will be processed as soon as possible and when possible will be in the office of the Fire Chief seven (7) calendar days prior to the time the employee has been authorized to use the pool 15 time. 16 17 18 19 20 3.3. Bargaining unit members shall be released from duty on pool time only if the needs of the service permit, but such release shall not be unreasonably denied. If because of the needs of the service a bargaining unit member cannot be released at the time desired, the Employee Organization may request an alternate bargaining unit member be released from duty during the desired time. City_ Unio Date Vz S ;�6�. ZARhrersidsUABOR_RELATIONSLAA SHAREDIAUnion ConlrachOAREUAFF • F'maf - Marked 01.04.doc 02 "" 34b �ity & Union Proposal No Change 3/15/02 1 3.4. Employee Organization Time Pool hours will be used on an hour for 2 hour basis, regardless of the hourly rate of the bargaining- unit member using Time 3 Pool time. In reporting a bargaining unit member's absence as a result of utilizing 4 the Organization Time Pool, the daily attendance record shall reflect: 5 "John Doe on EUP" (Union Time Pool) 6 3.5. Any injury received or -any accident incurred by a bargaining unit 7 member whose time is being paid for by the Employee Organization Time Pool, or 8 while engaged in activities paid for by the Employee Organization Time Pool, except 9 the Employee Organization President and the designee when on full-time release, 10 shall not be considered a line -of -duty injury, nor shall such injury or accident be 11. considered to have been incurred in the course and scope of his employment by the 12 City within the meaning of Chapter 440, Florida Statutes as amended. This section 13 shall not include benefits attainable through F.S. 112.181. 14 3.6. Upon written request through channels, only the Employee 15 Organization President and a designee will be released for the term of this 16, Agreement from his or her regularly assigned duties for the City of Miami Fire 17 Department. The terms of this Agreement for such release are only to be 18 implemented if the following qualifications are met by the Employee Organization: 19 A) The Local 587 President and a designee .will reasonably be available 20 at the Local 587 Office currently located at 2980 N.W. South River City.. Unio `J Date ! G Z:IRWrsideLASOR_RELATIONSLSHAREOb1AAUnion ContractMRREVAFF-RW-Maftd01-W.doe , 3 City & Union Proposal No Change 3115102 1 Drive, Miami, Florida, 33125, for consultation with the Management 2 of the City. 3 B) The Employee Organization President shall be the only Bargaining a Unit representative released on "EUP" time to appear before any City 5 Board or Commission. In the absence of the President, the 6 President's designee may represent the Employee Organization; 7 however, the designee must comply with Section 2 of this Article. 8 C) The Time Pool will be charged for all hours during which the 9 Employee Organization President and the designee is off-duty release 10 except that absence due to use of vacation leave, compensatory leave, 11 sick leave, or holidays will be charged to the President's and the 12 designee's employee leave accounts. The Employee Organization 13 President and designee shall not be eligible for overtime or 14 compensatory time, unless performing work in excess of the normal 15 work week for the Fire Department in his/her civil service 16 classification. 17 3.7. All applicable rules, regulations and orders shall apply to any 18 bargaining unit member on time pool release. Violations of the above-mentioned 19 rules, regulations and orders shall subject the bargaining unit member on pool time 20 to the regular disciplinary processes currently provided for in the Miami Fire 21 Department. city -A ) _„_ Union Date VZ Z:IRiversldeVMOR_REtA7fONSLSHARED3 W Union ContracWRREVAFF -Final -Marked 01-04.doc n- 3415 0 ty & Union. Proposal No Change 3115102 1 3.8. The City reserves the right to rescind the provisions of this Article in 2 the event any portion of the Article is found to be illegal. Canceling the Article shall 3 not preclude further negotiations of future employee pool time. 4. 3.9. Each bargaining unit member covered by this Agreement may 5 voluntarily contribute vacation time to the Time Pool in 12 -hour increments. 6 3.10. Each bargaining unit member who wishes to donate time will use a 7 time pool donation form which, will be provided by the City. This form shall include s language releasing the City from any and all liability to pay for vacation time 9 contributed by the bargaining unit member to the Time Pool. 10 3.11. The Union will be allowed up to three (3) bargaining unit member 11 representatives who shall be permitted to participate in labor contract negotiation 12 sessions while on duty with no loss of pay or emoluments. 13 -7- city Unionr Dare Z:1Rly MdelLAHoR_RELATIQN5L5NAREM" Union ConftCW%FIREVAFF - Fine! -!Marked 01-N.&X 0 2 345 1 2 3 4 s 6 7 s 9 10 11 12 13 14 15 16 17 . • City Proposal 7/30/01 Agreed ARTICLE 4 DISCREMEE TATION 4.1. No employee covered by this Agreement will be discriminated against with regard to any job benefits or other conditions of employment accruing from this Agreement because of Sge• race, ethnicity er-eed, religion,, national origin, union membership or sex. 4.2. All references in this Agreement to employees of the male gender are used for convenience only and shall be construed to include both male and female employees. 4.3. The Ueien agrees to suppept the City's 8 City • - Union Date Z. Z:1RWrsidO ABOR_RELATIONSLSHAREQWIA Union ContracWARBAFF - Final - Masked 01-04.doc 0 .ity Package Proposal No Change 7/30/01 Agreed 1 ARTICLE 5 2 PREVAILI11iG SENEFiTS 3 5.1. Job benefits heretofore authorized by the City Manager, continuously 4 enjoyed by all employees covered by this Agreement and not specifically provided for s or abridged by this Agreement, shall continue upon the conditions by which they 6 had been previously granted. 7 5.2. This Agreement shall not be construed to deprive any employee of s benefits or protection granted by the laws of the State of Florida, ordinances of the 9 City of Miami, or resolutions of the City of Miami in effect at the time of execution 10 of this Agreement. 11 5.3. The City and the Union will meet at the request of the City to 12 negotiate any proposed changes in those rights and benefits not specifically covered 13 by the Agreement, provided however no changes shall be made in the language or 14 intent of this Agreement except by mutual consent. 15 5.4. However, nothing in this Article shall prevent the City from 16 implementing the terms of the current Consent Decree or any future legal mandates 17 placed upon the City by applicable laws. is -9 City Union Z.SRWrsldGUSOR_RELATiONSLSHARED%MA Unca► ConlractslFIREVAFF - Final -Marked 01.04.doc Date _ 02- 345 . City Package Proposal No Change 7130101 1 ARTICLE 6 z MANAGEMENT RIGHTS 3 6.1. It is understood and agreed that the City possesses the sole right to 4 operate the Fire Department and that all management rights are expressly s reserved to the City of Miami, but that such rights must be exercised consistent 6 with the provisions of this Agreement. These rights include, but are not limited to, 7 the following: discipline or discharge for just cause; direction and supervision of all s personnel; the hiring, the assignment or transfer of employees; determination of the s mission and objectives of the Fire Department; determination of the methods, io means, and number of personnel needed to carry out the Fire Department's ii missions and objectives; introduction of new or improved methods or facilities; and 12 scheduling of operation and shifts. 13 - ld City Union�Z- Z:IRiversidelLABOR_RELATIONSLSi1ARED\w Union OonoachAFIREUAFF - Final- Masked 01.04.dw 02- 345 City Proposal No Change 6113101 Agreed ARTICLE 7 UNION REPRESENTATIVES 3 7.1. Representatives of the Union who are not employees of the City shall a be certified in writing to the City Manager. Certified representatives may be 5 allowed to meet with individual employees on City property during working hours to 6 carry on normal business of the Union, if the'Fire Chief has prior knowledge -of such 7 activity and such visitation does not interfere with efficient operations. -11- city Union Date Z:lRWrsideL 480ii RELATIONSLSHAREDIAAA Union ContraCftMRVWF - Fuel - Marked of w.doo 02- 345 *City & Union Proposal No Change 3115102 1 ARTICLE 8 z NOTICES 3 8.1. The City agrees to make available to the President of the Union the 4 following notices or bulletins: City Commission Agenda; changes or additions to the 5 City Administrative Policy Manual and the Personnel Policy Manual; Budget 6 Estimate as distributed by the City Manager to the City Commission which shall 7 include the Fire Department estimate. Such notices or bulletins will be picked up s by a Union representative at the Labor Relations Office during normal work hours, 9 or be transmitted through the interoffice mail to a location designated by the Union io President. City Union .Z.(RivemWG\1.A90R_RELATIONSLSHAREDIAAA Union ConuactsTIREYAFF - Final - Marked 01-04.doc n 2, .... 3 4 5 Date �aZ i �ity Package Praposal No Change 7/30/01 Agreed ARTICLE 9 2 SHIFT EXCHANGE 3 9.1. Employees shall have the right to exchange shifts under the following 4 circumstances: 5 A) He may owe up to eight (8) shifts at any one time including "R" 6 days. 7 B) He may be owed up to eight (8) shifts at any one time including 8 "R" days. 9 C) Employees may exchange time but in no event will an exchange 10 of time result in the employee working in excess of two 11 consecutive tours of duty. 12 D) Trading of time must be done voluntarily by the employees. 13 E) The -reason for the shift exchange is not related to City business. 14 F) The period during which time is traded and paid back does not is exceed twelve months. 16 G) The City incurs no overtime obligation as a result of the shift 17 exchange. -I3 city Union Date Z IRiversidelLABOMELATIONSUM11EDWIA Union CoMmcMFjj;& FF - Final - Ia►m o,.W.doc 02— 345 s . City Package Proposal No Change 7130101 Agreed H) 1) Exchange of time shall not occur between firefighters and 2 officers. 3 2) Exchanges of time between officers within the Emergency 4 Response Division may occur at the same rank, at one (1) 5 rank below, or at one (1) rank above, the officer's rank. b 3) With the restrictions set forth above, personnel assigned 7 to Advanced Life Support positions may exchange time s with personnel who are state certified paramedics. 0 -1 City '_ Union Date Z.1RWrWokL WOR_RELATIONSLSHARED% W Union ContracMPREJAFF - Final - Masked 01.0 Am 02— 3 4 5 2 3 4 s 6 7 s 9 to 11 12 13 14 is 16 17 18 19 0 Vty & Union Proposal 3115102 ARTICLE 10 VACANCIES - PROMOTIONS 10.1: When a classified permanent promotional vacancy occurs in any position it shall be filled within a reasonable period of time after the official severance of the vacating Fire Department member. Filling of all vacancies shall be in accordance with the Civil Service Rules and Regulations, so long as they are not inconsistent with provisions of this Agreement. All vacancies shall be filled from the promotional register in effect at the time the vacancy occurs. If a promotional register is not in effect, vacancies will be filled from the next promotional register. Promotions will be to the effective date of vacancy for the classified position. For pay purposes, if the City fails to promote within thirty (30) calendar days from the effective date of the vacancy, retroactive pay shall be'paid beginning thirty one (31) days from the effective date of the vacancy. 10,2. 'This provision shall not apply when a freeze is declared by the City Manager or the position is abolished. Once a freeze is lifted, vacancies shall be filled as outlined in 10.1. 10.3. The Department of Human Resources will keep the members of the bargaining unit covered by this Agreement advised as to promotional opportunities to positions within Article 1- Recognition. city Union Date Z:1RNOrsid$"MR-REI.ATIONS� SHAREDAM Union conlmdOIR.EWF - Final - Masked of-w.doc 02- 345 • City & Union Proposal 3116102 1 10.4. Further, the Human Resources Department Director will advise 2 eligible applicants for promotional opportunities of the general area to be reviewed 3 for preparation prior to the exam. 4 10.5. The Fire Department Book Review Committee will review and discuss 5 books and technical publications they deem worthy of consideration by the Human 6 Resources Department for testing purposes. The Human Resources Department 7 and the Book Review Committee or its representative shall meet and discuss the 8 books, materials, scoring procedures, weights of books, etc. to be used in the 9 promotional examinations for all positions covered by this collective bargaining to agreement. Such input from the Book Review Committee will be received and 11 considered by the Human Resources Department, but should not be binding on its 12 usage by the Human Resources Department. 13 10.6. All promotional registers for Lieutenant, Captain and Chief Fire Officer 14 shall remain in effect for a period of two (2) years from the date the register becomes 15 16 17 18 19 20 effective, unless the register is exhausted. 10.7. It is the intent of the 12arties that not withstaLidi:ng any Civil Service Rule, those em to ees thlit would have been promoted hiad the DROP Plan not been extended from 36 to 48 months shall be proMgted. -16 City Union Date Z:1RiversidgtMOR_RELAT10NS1_5HAREDIAAA Union ContractsnAEUAFF - Final -%larked 01.N.doc � � 5 0 0 ty & Union Proposal 2115102 1 The contractual rovisions concern. remotions gh_a—IL_bA adhered to during he 2 term of thiis agreement with the following, exceptions: 4 1. It is agreed that the ectuivalent am unt of promotions, that would have 5 occurred had the DROP Plan not been extended will be Rromoted from 6 the promotional lists in effect at the of ratification of this ageemen.t. 8 2. If the ARRmanate number, as outlined in #1 above is not promoted before 9 the scheduled expiration of the current list the lists shall be extended 10 only until the aRprolDriate nuMber of Rositions are RroMoted. 11 12 3. If any R_romotional list is extended as the result of this provisign. then the 13 subse uent re 'ster shallbe effective 30 days after the a iration of the 14 extended list. 15 16 4. Any Pra otional vacancy,, created, prior to the Scheduled expiration of the 17 mrrent lists as a result of newly created.,„positions or the,. severance of 18 service of anv member that is not RgrtidRghng inAe DROPt the 19 tijne of t e rafifimt_ign gf this amement o the 20 current list. -17 -� City Union zmiver,sido'LA80R_RELATIONSLSHARE Mm Union ConfnactslFIREVAFF - Final . MaWad 01.04 doc Date -`� Z- Q2- 345 1 2 3 4 5 6 7 9 10 11 12 13 14 15 16 17 18 19 • City & Union Proposal 3115102 44.4. 10.8. Promotional examinations for classified bargaining unit positions shall be given as soon as possible after the expiration of the previous promotional register for the classified position. The cutoff date to determine seniority and eligibility for the examination will be the first day the examination is administered provided the examination is administered within thirty (30) days of the expiration of the previous promotional register. If the examination is administered later than thirty (30) days from the expiration of the previous promotional register, the cutoff date for seniority and eligibility shall be thirty (30) days from the expiration date of the previous promotional register. The effective date for new promotional registers will be thirty (30) calendar days from the expiration date of the previous promotional register for the classified position, regardless of when the test was given. 10.8- 10.9. Promotional registers for Lieutenant, Captain and Chief Fire Officer shall have ties broken using seniority credit that was not previously used in calculating the seniority score for the exam. If a tie still exists, it shall be broken in favor of the highest ranking Firefighter on the Department seniority list for the Lieutenants' register, or the highest ranking Officer on the appropriate seniority in grade list for the Captains' or Chief Fire Officers' register. City � Union Z.%RivemWelLMOFI—RELATIONSLSHAREDIW Union ContractSWIREUAFF • Final - Marked 41-04.doc Date 02 3a) Wity & Union Proposal 3115102 1 494-. 10.10. Except where prevented by Federal law or Federal mandate, 2 qualified applicants who are State certified as a Firefighter or State certified as a 3 Paramedic, may be given consideration before other applicants for employment as 4 determined by the Fire Chief. 5 io.10. 10.11. Lieutenant candidates will be required to be a State Certified 6 Paramedic and have passed the Fixe Department driver/engineer course for 7 eligibility to take Promotional exams establishing registers after October 1, 2000. - Z9 City _ - Union Date Z:%RimrsidelLAWR_RELATMSL5HMEDIAAA Union QMftcWMRVWF - Final - Maftd 01.0 doc 02— 2" 345 1 2 3 4 s 6 s 9 10 11 12 13 *City Paekage Proposal No Change 7/30/01 Agreed ARTICLE 11 BULLETIN BOARDS 11.1. The City shall furnish at each Fire station, Fire Prevention Bureau, Fire College, Fire Central Information Office, Headquarters Building, Fire Shop and Fire Chiefs Office and any other location mutually agreed upon by the parties, space for bulletin boards for the purpose of Union notices. Any notice 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. 11.2. Notices shall not contain anything reflecting adversely on the City or any of its officers and no material, notices or announcements, which violate the provisions of this Article, shall be posted. 11.3. Notices posted must be dated and bear the signature of the Union President or his authorized representative. -18 city �,� Union Date ZARWersideWIBOR_REi-ATIONSLSHAREENAAA Union Confac bWREUAFF - RMI • Marked 01.Kdx O e 3 45 MY Proposal 3115102 1 ARTICLE 12 2 OF DU'T Y' INgR.IES 3 12.1. The City agrees to pay all medical and hospitalization expenses 4 incurred by any employee covered by this Agreement who is found to have sustained s a compensable line -of -duty injury as provided for by the Worker's Compensation 6 Law of the State of Florida, however the Rarties allee to establish a Police/Fire 7 abor/Mana ement Committee to establish olicies and to determine how to rovide s medical treatment and eQUiRment, etc. medically a uivalent to that rescribed b 9 the most efficient and cost effective means to curtail excessive medical costs for 10 accepted claims in the followin areas: 1 Health Club and Country Club memberships 12 Capital improvemgnts on the home 13 Transportation 14 Medical etc uipment for hgme use 1$ DA Police/Fire Lahar/Managment QQMmLtke shall consig.ofLone-member 16 ARRointed by both the 1MF ancLFQP Pr si e s one w&m.1mr amointed bv both 17 the Fire and Qbigf of lie d Me member selected by these Lou 18 indiiddualu. Aumdividual, Mginted by the pirector of e e e 19 a a t c 'c 1 advisor -and liaison MdLh thg medial COMM=ity. City Union Z"AWrs'dGWtMOR RELATIONSi.SHARED\AM Unkm ConftcMFIREVAFF • Fuel - Maftd of-w.doc 02- 2 3 5 City Proposal 3116102 z 12.2. Effective as soon as administrativel feasible after ratification the 3 parties allee the City will -pay the state mandated workers' com ensation 4 indemnitY Rayments to eligible barg—aining unitmembers as a check se arate from 5 an other salg= to which a bar ainin unit member mLiy bee titled. The 6 bargaining unit member agrees _to . sign__ this workers' compensation check back to 7 the City. The City will also issue a second check to the em to ee which will consist s of an amount a ual to the workers' com ensation jRayment and the su lementa 9 salaa as set out and subject to the limitations bel w. After those deductions with 10 mandated reference under federal law the Cit a ees to take deductions and/or 11 credits from this second Raycheck in the followin order: workers' com ensation 12 be indicated on the checke ension health insurance, and 13 any other deductions. The parties agLee that this Rrocess is in ended to pLo3dde the 14 em to ee with these Raychecks without interruptions. 15 Should the bargaining unit member refuse to re urn the workers' 16 c m ensation check to the City. the City shall cease Mg1ding any deductions for the 17 emRIOy ge from the second check for Rension. health insurance etc. and the 18 bargaining, . unit member shall then be completely responsible for making - ose 19 jpayMnts on higLber o until the @=Iovee_gIedg to RarticiRate in the a h c 20 stem &lcribed above in Section 12.2. City Union Date A�dn— ZM!versideWlBOR_RE ATIONSLSHAREDIAAA Unan Contract HRSA" - Rai - Maftd 01 -",dm 02-- 345 City Proposal 3/15/02 1 12.E 3. The City agrees that any employee covered under this contract who is 2 disabled as a result of any accident, injury or illness incurred in the line of duty 3 shall be granted supplementary salary sub ect tothe following conditions: 4 Sp_RRlementary sola will be Raid in thg_foM of a continuation of the em to ee's 5 re lar Dayaheck of which a part thereof is Workers' Compensation pAya as provided 6 by Resolution No. 39802; _ Pursuant -to the abovemanner of payment the City will 7 meet its obligations to the state and to the emplo, eve and the employee will avoid 8 creatinst a debt to the City for pensiQn health insurance or other deductions. If the 9 City is unable to im lement this program as set out above the Rarties avee to meet 10 to devise another system that will accomplish the same goals. 11 12 13 14 15 16 17 18 19 7.2.4. nNo supplementary salary will be paid to anyone injured while performing an act intended to injure or hurt one's self or another. Supplementary salary shall only be granted for a period of one hundred and fifty (150) consecutive days from date of injury. Said supplementary salary may be extended up to an additional sixty (60) consecutive days for serious injuries upon approval of the City Manager and the Fire Chief. The one hundred fifty (150) days be g b�' when the employee is actually placed on "D". While the employee is on "D", such time will be calculated consecutively including days off, "R" days, etc. If the employee is City Union z:wRkOP 8LAaoFLFIEt IONSLSHAREWA Union conaaftNREuaFF - Anel • parked 01-04.doc Date '�7 02- 345 • City Proposal 311.5102 1 removed from "D", the non -"D" time will not apply to the one hundred fifty (150) day 2 period. 3 12.5. E—iffeetive the fir -at f44 pay peFied following r-atifieatien ef the 14@-r- 4 eent&aet i It is agreed by the parties that the reeeipt combination of supplementalra 5 and workers' compensation pay shall not exceed nor be less than (100%) of the 6 bargaining unit member's weekly net base pay (excluding overtime and any pay 7 supplements not included in the bargaining unit member's base salary) prior to the s line of duty injury, accident, or occupational disease. 9 Bargaining unit members who receive supplementalra and worker's 10 * compensation pay, shall have a weekly amount of $80.08 $88.95 ($160 $177.90 11 biweekly) deducted from supplementalr� salary while on worker's compensation. 12 Should the bargaining unit member receive supplementalra and worker's 13 compensation pay for less than a week, the $80.90 $88.95 weekly deduction shall 14 be prorated as appropriate for the days the bargaining unit member was on worker's 15 compensation. The $50.00 $88.95 weekly deduction will be deducted on a priority 16 basis above any other deductions, excluding withholding taxes, FICA, pension or 17 court ordered deductions. Te the extent that the bargmining unit membe4 wee .A•. lTl�l•s �1'_f �1,�1!YS'1 Sim �.TTTi�l Y�STlZ7Ll TT 4�1i1!! !1�T�-1�1�. 1f -Y City Union Date ab J fit, Z:IRiverskdelLABOR_RELATIONSI_SHAREDUTAA Union ContractsTIREVAFF • Final - Marked 01.04.dx 02- 345 city proposa 3/15/02 2 Sta4ua - 3 12.6. If an em to ee remains tem Ean disable&bUon the riod of time 4 . in which he is entitled to collect the 100% saRlementary ipaybenefits he shall be s entitled to siMplementarY Rayegual to the 213 "D" payments pursuant to current 6 practice. 7 12.7. If an em Io ee becomes D rmanently and totgllv incapacitated from s the further perfbrmance of the duties of his classified -Position he shall Rgtition the 9 retirement board for retirement. The spMlementary salary of the difference of 2/3 10 "D" as described above, shall continue,. until the retirement is finally granted or 11 denied. The section shall not be construed to modify the em Io ee's rihts under 12 the current RensioLi ordinance. 13 12.8. At @ny time during his absence from duty claimed to be the result of a 14 line of duty Wury while an employee is collecting, City supplementary pay, the 15 employee shall ,be required. upon the request of the City Manager his designee, , -or 16 to submit to a physicial examinatt n by a physician desigmted by the CityMj„ager 17 within fifteen dUs of the request. If such eM-1Uee without cause, as determi- 'ned 18 he City Manager, shall fail to submit to the examination Att the time specified. 19 all City smplement= sa efit e . City � Unio8�—) Date _u// CO '-z-- ' Z'1RhMmWeUMR_RELATIONSLSHAREMM Union C *actgSFtEUAFF- Find -14fNW 01.04 dw O - 345 • • City Proposal 3/15102 4the supplementapy salapy, as pr-ffided by 6312.4. In- the event that h6gati-ema- is fikedd by an employee fellewing his Fetum 9 eampeasable aeeident, it is agreed between the paAier, that the pr-evieusly deseAhed 10 11 of paymil deduetims, 13 employee, then the supplemental salary ar. pmvide4-by 17 . lia the event an cri:p:vTa,-vuccaca- the -prwGace vr-azr-atwr rsc. J to zxrve,�n 18 a eestFavemy w4th repFeseatatives ef the Glaims DMaien of the Gity ef Nami, {+ - - 1. - a City Union Date 10 Z.lRivemW@U OR_RELATIONSLSHAREDWAA Union ConaacW FIRVAFF • Final • Marked 01.04.doa 02— 345 • . City Proposal 3/16/02 1 12.6 2. The City agrees to notify and confer with the Union prior to any 2 official action regarding the discontinuance of any supplemental salary benefit 3 related to a line -of -duty injury. 4 12.E Q Any condition or impairment of health caused by Acquired s immunity Deficiency Syndrome (AIDS), Hepatitis, Pulmonary Tuberculosis, or 6 Meningococcal Meningitis shall be presumed to have been accidental and to have 7 been suffered in the line of duty unless the contrary be shown by satisfactory s evidence. Any employee covered by this agreement who refuses to take the pre- y employment (post conditional offer of employment) medical examination and all of 10its components relating to the presumptions within this article, shall not be entitled 11 to the presumption outlined in this section and Florida Statutes 112.18. 12 The presumption in favor of employees referred to in this section 13 shall not apply to any other contagious diseases, which may be contracted by 14 employees. Furthermore, the presumption shall only be applicable to worker's 15 compensation and disability pension benefit determinations. Nothing in this 16 Agreement shall be construed as a waiver of the City's rights under applicable State 17 law. 18 City Unio4g) Z-1Rive(*OILA80R_RELAi10NSLSH6REOIAAA Union ContraCMRREVAFF - Final -!Narked 01-04.ft Date /a^ 02- 345 . • City Package Proposal No Change 7130/01 Agreed 1 ARTICLE 13 2 SAFETY CON NTME 3 13.1. There shall be a Safety Committee in the City of Miami Fire 4 Department which shall consist of nine (9) members. Four (4) members shall be 5 appointed by the Union and four (4) shall be appointed by the Chief of the Fire 6 Department. A member from the Risk Management Department shall be appointed 7 as the ninth non-voting member by the Chief of the Fire Department upon s confirmation by the Union President. The ninth non-voting member may be 9 replaced upon a 50% vote of the voting members of the Safety Committee. 10 13.2. The Safety Committee shall meet bimonthly, or more or less often by 11 mutual consent, and such meeting shall be scheduled at the time established by the 12 Chief of the Fire Department. The Chief of the Fire Department, or his designee, 13 shall preside at all meetings. 14 13.3. The purpose of these meetings will be to discuss problems and is objectives of mutual concern, concerning safety and health conditions of the Fire 16 Department, but excluding grievances or matters which are the subject of collective 17 bargaining negotiations between the parties. 18 13.4. Meetings shall be conducted on a semi -formal basis following an 19 agenda which shall include items submitted by any member of the Committee to the 20 Chief of the Fire Department at least five (5) working days prior to the meeting, City UnionDate*LQ /-C-� Z 1Riverside%MOR_RELATIONS�aHAREDIAAA Union Gantractff-IREY*FMatrkad01.04.doc 4 1 2 3 4 5 6 s 9 10 . Wity Package Proposal No Change 7/80/01 Agreed together with such information as may be helpful in preparing a meaningful meeting agenda program. The agenda shall be provided to each member of the Committee. The Chief of the Fire Department shall arrange for minutes to be taken of each meeting, and for distribution of copies to each member of the Committee. Recommendations of the Committee may be sent to the City Manager or his designee if requested by a member of the Committee. 13.5. Agended issues and subsequent discussions on the subject of safety and health shall not limit or preclude the right of the Union to seek enforcement of safety requirements under the Occupational Safety and Health Act, if applicable. City �- Union Date ZARiversidAMR_RELATIONSLSNAREDIAM Union ConftchORV AIT - Raw. a 01-wft 2- 345 • Union Proposal 07/09/01 Agreed 1 ARTICLE 14 2 SPECIAL MEETINGS 3 14.1. The City and the Union agree to meet and confer on matters of interest 4 upon the written request of either party. The written request shall state the nature 5 of the matters to be discussed and the reason(s) for requesting the meeting. 6 Discussion shall be limited to matters set forth in the request, but it is understood 7 that these special meetings shall not be used to renegotiate this Agreement. Special 8 meetings shall be held within ten (10) calendar days of the receipt of the written 9 request and shall be held between 8:00 a.m. and 5:00 p.m. at a time designated by 10 the City. The Union andthe City shall be represented by not more than four (4) 11 persons each at special meetings. 12 14.2. Employee representatives of the Union at special meetings will be paid 13 by the City for time spent in special meetings if on duty, but only for the straight 14 time hours they would otherwise have worked on their regular work schedule. For 15 the purpose of computing overtime, time spent in special meetings shall be 16 considered as hours worked to the extent of the regular work schedule hours which 17 they otherwise would have worked. 18 14.3. No special meeting shall be held unless the Fire Chief is notified in 19 advance and approves the arrangements made for releasing any on -duty Firefighter 20 who is to attend such meeting. City Union Z:1RiversideUMOR_RELATIONSLSHARFOWAA union Contrads+IRBAFF - 01-04.doc Date �GZ �-� 341 }I . Union Proposal 07109101 Agreed 1 14.4. The parties agree to participate in the Labor/Management process as 2 currently established. The Labor/Management process is an ongoing tool for 3 addressing and solving issues and problems concerning the Union, the Department 4 and the City. Issues are dealt with as they arise and do not require the formalities 5 of reopening negotiations. Any agreements made that have an economic impact on 6 the City must be approved by the City Manager or his designee. it. is agreed this 7 process complies with and is an extension of Article 14, as the Labor/Management 8 process applies to collective bargaining. C -3 - D City Union f 4 Z'UiinersldsUWR_RF1ATIONSLSHAREDAAA Union CoMracWRREUAFF. Final • Marked 01.04*c Date �! z 4J 1 2 3 4 5 6 7 s 9 10 11 12 13 14 15 16 17 18 19 • iCity & Union Proposal 3115142 ARTICLE 15 GRIEVANCE PROCEDURE 1.5.1. A grievance is defined as a dispute involving the interpretation or application of the specific provisions of this Agreement, except as exclusions are noted in other articles of this Agreement. 15.2. A grievance shall refer .to the specific provision or provisions of the Agreement alleged to have been violated. Any grievance not conforming to the provisions of this paragraph or that contains non -identification of a specific article(s) of this agreement shall be denied and not eligible to advance through the steps of the Grievance Procedure including arbitration. Grievances involving Workers' Compensation are not subject to the grievance procedure this Agreement, except that a question concerning supplemental salary may properly be processed as set forth in the Article entitled "Line of Duty Injuries." Friday, . eReept fbF personnel assigned te —A tweaty feep (24) heup shift, in whieh City.. _ Unio t Date Z:IRiversideW#90R_AELATIONSL.SHAREDAAA !inion Connc%TIRBAFF - F=1- MAW 01-04.dx 02— 3 5 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 • 0ity & Union Proposal 3115102 4:4. 15-3: All employees covered by this Agreement shall be required to make a written Election of Remedy prior to filing any grievance at Step 2 or higher steps or initiating action for redress in any other forum. Such choice of remedy will be made in writing on the Election of Remedy form available at the Office of Labor Relations. Any employee electing a remedy other than this grievance procedure shall be denied the use of the Grievance Procedure_ for the resolution of this specific grievance. The Union and its members agree that the an appeal to any other forum to resolve an issue that would otherwise be subject to this grievance procedure under this Agreement would preclude the use of said Grievance Procedure to resolve such alleged grievable issues. 45-.& 15.4. Nothing in this Article shall prevent the Union from appearing before the City Commission or other City boards on matters concerning the terms and conditions of employment or on any matter affecting the welfare of its members, and such shall not be considered as an election of remedy under this Article. However, such appearance by the Union shall not be in violation of Florida Statutes, Chapter 447.501 (2), (a), (b), (c). 15.5• Grievances shall be processed in accordance with the following procedure: city _ Union = Date -z:wi"rsideU.MR_A5 ArrONS'-SWMXAM unim contwWOREWF - Ft1- Mencd o3 -WAN 02— 345 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 • • City & Union Proposal 3115102 Step 1. The aggrieved employee shall discuss the grievance with his immediate officer within seven (7) calendar days of the occurrence which gave rise to the grievance. The Union representative may be present to represent the employee, if the employee desires him present. The immediate officer shall attempt to the matter and/or respond to the employee within seven (7) calendar five (5) we .:..,. days. Where a grievance is general in nature in that it applies to a number of employees having the same issue to be decided, or if the grievance is directly between the Union and the City, it shall be presented directly at Step 3 of the Grievance Procedure, within the time limits provided for the submission of a grievance in Step 1 and Step 2 and signed by the aggrieved employees or the Union representative on their behalf. The Election of Remedy form as provided in Section 44.4. 15.3. of this article shall be completed and attached to grievances presented directly at Step 3. All grievances must be processed within the time limits herein provided unless extended by mutual agreement in writing. Any grievance not processed by the Union in accordance with the time limits provided in each step of the Article shall be considered conclusively abandoned. Any grievance not processed by the City within the time limits provided herein shall be automatically advanced to the next higher step in the Grievance Procedure. City �_ Unio�5-) Dotes�� Z:1RiversideUBOR_RELATIONSLSHAREDIAAA Union ContraCtB+IRMAFF - FOW • Marked 01-N-doc 0 345 • Oly & Union Proposal 3/15/02 1 Sip 2. If the Grievance has not been satisfactorily resolved at Step I, 2 the aggrieved employee or employees shall meet with the Union Grievance 3 Committee on non -City time and non -City property and the Union Grievance 4 Committee shall determine if a grievance exists. If the Grievance Committee s decides to advance the Grievance, a Union representative shall reduce the 6 grievance to writing on the _ standard form provided -by the City for this 7 purpose and present such written grievance to the Fire Chief within forty (40) s calendar days from the date the Step i answer was given to the grievant or 9 the Union. The Fire Chief shall meet with the Union representative and to shall respond to the Union in writing within seven calendar &e (5) 11 wepWag days from receipt of the written grievance. Within the forty (40) 12 calendar day time frame as outlined above, the Union shall notify the Fire 13 Chief in writing of the nature of the grievance; what specific provision(s) were 14 allegedly violated; whether the Union will advance the grievance; and the 15 date on which the grievant was advised of the Committee's decision. if the 16 Union decides not to advance the grievance, the grievant must submit a 17 written grievance to the Fire Chief within three (3) calendar days of the date 18 on which he was advised by the Union of its position or the grievance shall be 19 considered abandoned. -33 091— 345 Cit]' �— Union Z,1Riv rOOLIBOF�LRELATIONS -SHARED" Union ConncMHARAFF. Foal. Marked 41.04AM 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 . .City & Union Proposal 3115102 The parties agree, however, that nothing in this section shall be construed to prevent a member of the bargaining unit from presenting his grievance to the public employer and have such grievance adjusted without the intervention of the Union Representative, if the adjustment is not inconsistent with the terms of the Collective Bargaining Agreement then in effect. The Union Representative will be given a- reasonable opportunity to be present at any meeting between the grievant and the City representatives for the resolution of said grievance. All of the above must be consistent with the time frames described in the various steps of the Grievance Procedure as outlined herein. Step 3. If the Grievance has not been satisfactorily resolved at Step 2, the Union may present a written appeal to the Labor Relations Officer within ten 10 calendar days from the, time the Step 2 response was due. The Labor Relations Officer shall meet with the Union representative to hear the grievance and shall respond in writing to the Union within to ( n) - eF44ag fourteen (14) calendar days from the receipt of appeal. to 4. If the Grievance has not been satisfactorily resolved at the Step 3 level of the Grievance Procedure, the Union or an individual bargaining unit grievant may request a review by an impartial arbitrator provided such request is filed in writing with the Labor Relations Officer no -3 City Union Date OZ� F Final iyl Z:1RrversadeWlBOR_RELATIONSLSHAREDL4AA Union ContraaslFiR611AF - ariced 41-04.doc 02— 41 1 2 3 4 5 6 7 8' 9 10 11 12 13 14 15 16 17 18 19 20 • eFity & Union Proposal 3115/02 later than eg tw nt .-one 21 calendar days after the Labor Relations Officer's response is due in Step 3 of the Grievance Procedure. 15.7. The parties to this Agreement will attempt to mutually agree upon an independent Arbitrator. If the parties fail to select an arbitrator, either the Federal Mediation and Conciliation Service or the American Arbitration Association shall be requested for a panel or panels to be submitted. If the parties cannot agree they will alternate between the two (2). The cost of said panel(s) shall be shared equally by the parties. 15.8. The arbitration shall be conducted under the rules set forth by the American Arbitration Association on this subject except that Rules 1, 2, 3, 4, 5, 6, 7(b), 8, 9, 12, 14, 15, 16, 21, 25, 42, and 43 shall not be applicable or utilized by the Arbitrator. 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 change, amend, add to, subtract from or otherwise alter or supplement this Agreement or any part thereof or any amendment thereto. The Arbitrator shall have no authority to consider or rule upon any matter which is stated in this Agreement not to be subject to arbitration or which is not a grievance as defined in this Agreement, or which is not specifically covered by this Agreement; nor shall this Collective Bargaining Agreement be construed by an arbitrator to supersede applicable laws in existence at the time of signing this Agreement. -35 City Union Date 5 34 ZAR[vensidel MOR—RE1A7fONSLSHARSDAm Union Cont etWIRENAFF - Final - Marked 01-04.dw • • City & Union proposal 3/15102 1 15.9. The Arbitrator may not issue declaratory or advisory opinions and 2 shall confine himself exclusively to the question which is presented to him, which 3 question must be actual and existing. 4 15.10. It is contemplated that the City and the Union mutually agree in s writing as to the statement of the matter to be arbitrated prior to hearing. When 6 this is done, the Arbitrator shall confine his decision to the particular matter thus 7 specified. When the parties are unable to agree, the Arbitrator shall decide the s issue or issues to be arbitrated. 9 15.11. Each party shall bear the expense of its own witnesses and of its own 10 representatives. The parties shall bear equally the expense of the impartial 11 arbitrator. The party desiring a transcript of the hearing will bear the cost of 12 same. 13 15.12. Copies of the award of the arbitration made in accordance with the 14 jurisdiction or authority under this Agreement shall be furnished to both parties 15 within thirty (30) calendar days of the hearing and shall be final and binding on 16 both parties. 17 -36 City 'c Union � Date _��Z Z:1Riverridel MOR RELA7iONkSHAREDWW Union Connct T-1REMFF- Final - Marked 01-04.doc 02 � "" � "' 1 2 3 4 5 6 7 8 9 10 11' 12 13 14 15 16 17 is 19 20 ARTICLE 16 ETY sHOEs Ocity & Union Proposal 3115102 16.1. The City shall, effective ' upon ratification of the labor agreement, reimburse bargaining unit employees up to $ 100 for the purchase of an initial pair of safety shoes, ep the replacement of same due to job related wear and tear or accidental destruction or at the employee's discretion, the refurbishment or resoling of same. To receive this allowance, the employee will present the purchased, refurbished or resoled shoes and the bill of sale to a management representative. Safety shoes paid for by the City shall only be worn when on Fire Department business, including reporting to and from work. 16.2. The Chief of the Fire Department or his designee shall determine when, in his judgment, a pair of safety shoes shall be issued as replacement. Safety shoes shall be issued on the basis of need and not on an automatic basis. Any bargaining unit member requesting the replacement of more than one (1) pair of safety shoes during a calendar year shall satisfactorily demonstrate in writing on a form provided by the City that the replacement of said safety shoe is necessary due to job related wear and tear or accidental destruction. 16.3. Employees who work in positions in which safety shoes are not required shall a o Rot be eligible for a shoe allowance— ko parchilse, refUrbigh gr rejole A nalk Qrovuniform&=s-shoes. - 37 City.&C� Union (S) ;:-IRiversOeUSOArRELATIONSLSHAREDWhA Union conrracWAReMFF • Final • Marked of o4.dx Date 02- 345 • • City & Union Proposal 3115102 16.4. The shoe standard as administered in the past must be met to qualify 2 for the reimbursement. �:� ctry Union Date r�Z- Z.'XRiverside%LABOR_REIAT[QNS1_SHARED\W Union Connas RREIiAFF - Final • Maftd 01-N.dac 02--- 345 Spity & Union Proposal 5115102 1 ARTICLE 17 2 GROUP _INSURANCE 3 17.1. The City agrees to pay $5.26 per pay period for the cost of life 4 insurance coverage and accidental death and dismemberment coverage currently 5 provided by the IAFF, Local 587. 6 7 empleyee health- eevepage (medieal) or- $7-7.59 per- p" pepied toward t4he east of 8 9 plan 10 , 11 plan shall eeak4bute $5.23 pefied tewa3pd th,6 eest of -empleyee health 12 w -- of fiffaily-ee-ver-age. 13 14Dental, the empleyee to will eenti-nue p" the pefit&I 15 17,2. Grou.R health remiums will be j2aid by the bargaining unit em 1 ee 16 with re -tax dollars. Effective the first full RaY Reriod following ratification of the 17 labor agrtement bargaining unit emRloyees who elect the Dual Choice Point of 18 Service Medica ision „he la th plan shall contribute $17.00 bi-weekly,. ward 19 single health coverage and $90.90 bi-weekly toward familyhealth _ coverer 20 Effective the first full - Ray perigd following the da-ks indicatedlow b 21 unit em o ees who lect the Dual Choice (Point of Stodee) MedicaMsion 22 health plans all c ntrib to bi-weekly toward their health cg_verage Al dicated. 23 SiAgIc Coverae .�,._. F-amilv Coverage 24 Jauuary 1. 2003: $18.ZQ_bi-m%ek1v $ 99.00 bi weekly 25 Janu 1 2 4: $20.57 bi-we-ejd $108.20 bi-w1kekly city Union Date 3 Z:1RiversidOUBOR_RELATIONSI_SHARE©W1A Union ComactMFIREUAFF -Final - 6AwW 01.04.dw 02- 145 City & Union Proposal 3115102 2 17.3. Effective the first full Pa eriod following ratification of the labor 3 agreement bargaining, unit em to ees electing the CilZs HMO MedicalNision 4 health Rlan shall contribute 6.50 bi-weekl toward single- health coverage and 5 44.00 bi-weeklytoward faMil-y health coverage. Effective the first full Ray period 6 following the dates indicated below bargaining unit em to ees who elect the Cit s 7 HMO Medical/Vision health plan shall contribute bi-wegkly toward their health 8 coverage as indicated 9 Single Coverage Family Coverage 10 Januga 1,2003: $7.15 bi-weekly $48.40 bi-weekly 11 January 1,2004: $7.87 bi-weeklx $53.24 bi-weekly 12 1.7.4. Effective the first full pay period following- ratification of the labor 13 agreement bargaining unit em to ees electing the Cit s DuW Choice Point of 14 Service Medical/Vision/Dental health plan shall contribute $23.12 bi-weekly 15 toward single health coverage and $105.32 bi-weeklytoward family health 16 coverage, Effective the first full Ray period following ratification of the labor 17 a eement any increases in dental remiums will be added to the em la ee 18 premium payment as follows:_ on an annual basis if there is to be an. increase in 19 dental2remiums the City shall notify the Union by October .15th Any_ dental 20 premium increases shall be effective on the subsequent January 1st. Employees 21 retain thea tion to a t out of dental coveragre. 22 17.5. Effective the first full pay Reriod following ratification of the labor 23 agreement bargaining unit employees electing the City's HMO 24 MedigSMisi2DLDentaI health plan shall contribute 12.62 bi-weekly toward 25 single health coverage and 169.32 bi-weeklytoward -family health coverage, 26 Effective the first f ll pay 1?eriod following ratification of the labor a eem nt City) Union Dare sr�i�'- Z:1RiversidelLABOR RELATIONSI_SHARED%M Union Contra=IFIREUAFF • FMI - Marked 01.U.doc 02— .1 4 1 2 3 4 5 6 • JeCity & Union Proposal 3/15/02 increases in dental. Rmmiums will be added to the em2lovee Rr mium ayment. EmplQvees retain the option to opt out of dental coverage Effective July 1 2002, baM—aining unit employee's co- a s for health coveraze shall be -as specified below: '1 t Pharmacy Generi rand : L10/$10 7 Office Visit Co a 10 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 Duan Choice (Point of Service) $19A/2Q 17.6. Effective thirtyL0�_days fol owing. ratification of the labor agreement, the infertility rider will no longer be in effect. Upon ratification no new claims will be paid. 17.7. In accordance with current Rractice. when employees choose to be covered under City Dental, the em to ee will continue to jDay the Dental preMium. 17.48. Plan design and all plan benefits shall be those outlined within the employees benefits handbook and shall not be changed without mutual agreement of the City and the Union. 17.49. A standing committee will be created called the Health Insurance Committee. It shall be made up of five (5) City of Miami employees, one member appointed by the IAFF, one member appointed by AFSCME, two members appointed by the City Manager and one picked by mutual agreement of the ]AFF, AFSCME and the City Manager. The Group Benefits Administrator shall serve as a technical advisor to the committee, but will not be a member nor have a vote. M -41 City Union - Date , 345 Z:IRiversideUBOR-RELATIBNSLSHARED1AAA Union Contmc sTIROAFF •Proal • Marked 01-o4.doc City & Union Proposal 8115102 1 The committee shall meet monthly or as needed to review employee 2 complaints, suggestions, etc. The committee shall have the authority by majority 3 vote, to remedy situations concerning claims, so long as the decision does not change 4 the current benefits. The committee may make recommendations on benefit 5 changes that would save the plan(s) money, to the City and the Union for 6 immediate consideration of the parties. 7 The committee is intended to reduce the need for the grievance s procedure and to suggest new ideas in providing a better and more efficient health 9 insurance system. The parties agree, however, that employees bringing complaints to to the committee shall be entitled to use the grievance procedure if the committee's 11 remedy, if any, is not satisfactory to the employee. 12 13 4 - City�-- Union ?Date �a ZARiversideV ASOR_REl.ATiOW-SHAREDVAM Union ContradsTiREWF . Fina! • Marked 01.04.dor City Proposal 3115102 I ARTICLE is 2 MAGES 3 1.8.1. Effective the first full RAy iperiod followin the dates indicated below, 4 bargaining unit em to ees will receive an across-the-board wage increase which has 5 been based on increases in the U.S. Consumer Price Index for All -Wages Earners 6 10 11 12 13 14 15 16 17 is 19 20 2I 22 23 24 CPI -W from the third guarter of 1999 to the third quarter of 2000 for the Aril 2002 wage increase from the third guafter of 2000 to the third guarter of 2001 for the October 2002 wage increaseplus one Rercentage point more for each wage increase as a means of recaRturing Rast wage increases which have been below the CPI -W. Based on this formula the wage increases have been calculated as follows: CPI -W Catch -Up Total April 1. 2002 3.5% plus_ _ _ 1%_ w 4.6% October 1. 2002 2.6% plus 1%_ _ = 3.6% Effective the first full Ray Reriod following the dates indic ted below, bargainine unit employees will receive an across-the-board wage increase as follows: October 1. 2003 2% April 1. 2004 2% -4 City Union — n��2 ZlRiversldeL4BOR_RELATiONSLSHAREDWW Union ContracMFIREUAFF- Final- Marked 01-04.doc Dare 3 / G Z- 02- 02 - 345 i City proposal 3115102 i 2 3 4 18.2. Those employees hired after September 27, 1993, who are not rehired 5 firefighters as outlined in this Article, shall be hired at 10% below Step 1 and shall 6 remain at 10% below the Step 1 rate for a period of six (6) months. Upon completion 7 of the six (6) month period, the Firefighter/probationary employee shall be paid as s reflected in Step 1 of the appropriate appendix, whichever is applicable. 9 18.3. A sixteen (16) and twenty one (21) year longevity half step of 2.5 10 percent each, will be implemented effective the first full pay period following 11 October 1, 1994. The sixteen (16) and twenty one (21) year longevity will be 12 granted in the same manner as the ten (10), fifteen (15) and twenty (20) year 13 longevity steps. Effective the first full pay_period following ratification of the labor 14 agreement the twent =one 21 ear lang0jly steR shall be increased by two and 15 o e half 2 %% percept and a new longlyitt - 22 years 16 of seMjce at two and gne half (2 1percent shall be established. 17 18.4. In lieu of an across-the-board pay raise for fiscal year 1993-94, and 18 continuing thereafter, employees shall upon retirement (all kinds, including 19 vesting), receive a retroactive salary increase of five percent (5%) for the employee's 20 last or highest one (1) year's salary. -a City Zt) Union Date Z—_ Z: AWTSideW►B0R RELATi0N9% SHAREDWA Union Conh—gAFIREUAFF • F - ma! - Alarked Ot-04.doc 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 City Proposal 3115102 The five percent (5%) salary increase shall be reflected in the hourly pay rate for the purpose of calculating leave balance payoffs. The five percent (5%) salary increase shall not be applicable to overtime. 18.5. Effective the first full pay period following October 1, 1993, active bargaining unit members shall receive Fire Prevention pay in the amount of $76.92 biweekly. Fire Prevention pay shall be subject to pension deductions and applicable federal taxes and shall be included in calculating an employee's average earnings for pension purposes. All hours of leave of absence without pay shall be deducted from the Fire Prevention payment on the basis of $.96 per hour for forty (40) hour employees, 04 peF :. .. _f'_,. i-ty two (42) L ouf a ploy esu $.80 per hour for forty eight (48) hour G employees and $.74 per hour for fifty two (52) hour employees. 18.6. Effective the first full pay period following October 3, 1993, the EMT pay supplement and any pay supplements not equivalent to a five percent (5%) pay step shall be paid to the eligible employees as a separate pay item. 18.7. Effective September 27, 1993, any City of Miami employee, unless a former fire bargaining unit employee as specified in Section 18.8., that transfers or is hired as a firefighter into the Fire Department as a uniformed bargaining unit - 46 City Z2:J Union ZARiversidoUSDR_RELATIONS\-SHARED1AAA Union contractsTIRBAFF- Final - Marked ai-04.doc Date 02-e 1,345 . City Proposal 3115102 1 employee shall, be placed .at the firefighter wage rate as specified above in Section 2 1.8.2. 3 18.8. Former fire bargaining unit employees who left the employ of the Fire 4 Department under honorable conditions and who have been approved by the Fire 5 Chief shall be placed on a reemployment list, provided the former firefighter is a 6 State certified firefighter. The reemployment list shall be considered separate from 7 the .eligibility list for new hires. . s Those on the rehire list may be hired by the Fire Chief as openings occur 9 without regard to the eligibility list for new hires. In addition the following shall 10 apply: 11 A) In accordance with State certification requirements, eligibility shall 12 be limited to three (3) years following the effective date of 13 resignation. 14 B) Under conditions set forth above, any. former permanent fire 15 bargaining unit employees having one (1) to four (4) years, and 16 eleven (11) months of previous continuous service as a firefighter 17 will be placed at Step 1 of Salary Range 24 (48 hour shift) of the 18 Firefighter classification. Former permanent fire bargaining unit 19 employees having five (5) or more. years of previous continuous 20 service will be placed at Step 3 of Salary Range 24 (48 hour shift) of 21 the Firefighter classification. 47 City ... Union Q Date Z:1RiVOMWeUB()R_RELATIONSi-SHARE'MWAA Units ConfiMCbl RREUAFF • Final - Ma*o oi.%.ft .m 345 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 City Proposal 3115102 18,9. Leaves of absence without pay or suspension of any duration shall cause the effective date of the longevity and anniversary date to be deferred by the same number of calendar days embraced by said leave. 18.10. Any bargaining unit employee upon normal retirement from City service, or separating under honorable conditions, who has served for a period of twenty five (25) years or more, shall be granted, at the time of his/her normal retirement or honorable separation, one hundred seventy three and three tenths (178.3) hours of pay if on a forty (40) hour work week and two hundred eight (208) hours of pay if on a forty eight (48) hour work week. 18.11. As part and in consideration of benefits provided in this Agreement to the Union and the Union's representation that they will be able to generate additional revenue to fund this labor agreement and in consideration of the Union's good faith effort to cooperate with the City in the funding of the Agreement, the City has made good faith representations to the Union that it will be able to fund this Agreement. The City hereby knowingly, intelligently and unequivocally waives its right not to fund any year of this Agreement. The only exception to this waiver is in the case of a "true fiscal emergency," which is unanticipated at this time. -48� City- -- Union Z.\RiversideWlBOS_AELATIONSI SHAREUOAA Union ContraeisTIRE1IAFF - RW - Ma*ed 01.04 -doe Date 'off 0i- 345 • City Proposal 3115102 1 In order for the City to establish a "true fiscal emergency" so as to lawfully 2 not, fund any year or years of this Agreement, the City must demonstrate that there 3 is no other reasonable alternative means of appropriating monies to fund the 4 Agreement for that year or years. 5 Not with standing any other article of this Collective Bargaining Agreement, 6 the City hereby specifically agrees that any disputes concerning the application or 7 interpretation of the funding of the contract will be resolved through the grievance s arbitration procedure of this Agreement. 9 If an arbitrator determines that the City has breached its funding 10' requirements under this Agreement, the parties jointly confer upon the arbitrator 11 jurisdiction to order the City to appropriate the necessary monies to fund the 12 Agreement. This also applies to any enforcement proceeding under Chapter 682, 13 Florida Statutes. 14 This article applies to any status quo period following the expiration of this 15 contract. - 49 City ! Union Date 3 /•� ZiRivenWOL ASOF RELA t 4 5 - 7 QNSIw3HARt:DV1l1A Union Condadall+IREUAFF • Fpiel-lulariaed O144.doc City & Union Proposal No Change 3116102 1 ARTICLE -19 2 RARITY 3 19.1. The monthly rates paid employees covered by this Agreement shall be 4 not less than the monthly rates paid comparable ranks of the Miami Police s Department. The comparable ranks are as follows: 6 Firefighter Police Officer 7 Fire Lieutenant Police Sergeant s Fire Captain Police Lieutenant 9 Chief Fire Officer Police Captain 10 39.2. It is clearly understood that parity extends only to wages between the 11 foregoing classifications of employment and that wages are those that are identified 12 by the official City of Miami Pay Plan. It is further agreed and understood that 13 parity exists exclusively with wages and does not include other terms and conditions 14 of employment. - -SO- Ciry �— Union Date � QZ-- Z:1RlversidoUSOFLRFI.ATEONSLSHARMMM Union coftftO IFIREVAFF - Finat - Marked Ol-N-010C 345 Spity & Union Proposal No Change 5/15102 1 ARTICLE 20 2 UVEA 3 20.1. All authorized hours actually work performed in excess of an 4 employee's normal work day and in excess of an employee's normal work week shall 5 be considered overtime work. Employees performing overtime work shall be paid at b the rate of time and one-half at -their straight time hourly rate of pay. 7 20.2. Employees shall be compensated for overtime as set forth below: 8 a) Employees may be paid for holidays and other overtime as it 9 occurs or, at their option, they may accumulate compensatory 10 time up to a maximum of 200 hours., Prior to November 1 of 11 each year, the employee may elect to be paid for the full 12 accumulation of earned time on the last pay day in November or 13 carry over up to 48 hours for use during the following calendar 14 year. If the employee elects to carry over up to 48 hours of 15 compensatory leave,. any additional balance shall be paid on the 16 last pay day in November. 17 b) Employees may schedule up to 48 hours of compensatory time in 18 conjunction with their vacations. 19 c) Compensatory time which has not been previously approved 20 may be taken off at the sole discretion of the Fire Chief. Denial 21 of requests to use unscheduled compensatory time shall not be 22 subject to any grievance procedure. -51 - City Union Date � Z:1RivemldoL4EQR_RELATIONSLSHARED%M Union ConftCWFIRMff - Final - Marked 01.04AW 02— 345 City & Union Proposal No Change 3115102 1 d) In the event a state of emergency is declared due to an act of 2 God and the City Manager grants emergency leave, such leave 3 shall not be included in determining eligibility for overtime. The 4 employee utilizing such leave shall be paid straight time for 5 those hours worked in excess of their normal work day or in 6 excess of their normal work week equal to the number of hours taken as emergency leave, before overtime shall apply. 8 20.3. The parties agree that overtime hours shall not be used in the 9 computation of arriving at average earnings for purposes of establishing pension 10 benefits. 11 20.4. The parties agree that assignments of overtime work shall rest solely 12 with the Department Head. 13 20.5. The parties agree that the assignment of overtime work is on an 14 involuntary basis and any employee refusing assignments of such work is subject to 15 disciplinary action as deemed appropriate by the Department Director. -52 (�g) City Union Date a--- 3 4 5 Z.IRivarslde\LABOR_RELATION51..5liARED1AAA Union ConaachAFIREVAFF . Final - Marked 61.04.doc "` 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 iOw & Union Proposal No Change 3/15/02 ARTICLE 21 CALL BACK TAY 21.1. All employees covered by the terms of this Agreement who are called back to work while off duty shall be paid at least three (3) hours minimum, plus one (1) hour's travel time, at the employee's overtime rate provided by Article 20. 21.2. Any employee covered by this Agreement who is summoned to appear as a witness, while off duty as a result of his direct employment as a member of the Miami Fire Department, will be paid four (4) hours minimum at one and one-half times his current hourly rate, excluding travel time, for all such time, provided that the Fire Chief is given prior notification so that he is given an opportunity to schedule such appearance during regular duty hours. In consideration of receiving overtime pay, the employee shall promptly assign to the City any witness or deposition fees received, and mileage allowance, if any. This Article shall not apply in legal disputes where one member of the bargaining unit sues another member of the bargaining unit covered by this Agreement. 21.3. Attendance in court in response to a legal order or subpoena to appear and testify in private litigation, not in connection to an employee's official duty, but as an individual, shall be taken as EPL, vacation, compensatory leave, or leave of absence without pay. -D City Union Z-kRWrsWOL4 OR-RE'LAT1ON LSHARE=m union contmcalFjRRW • FkW • MWW 01.04.ax Date l OL 02- 345 Wity & Union proposal No Change 3115102 1 ARTICLE 22 2 WORKING OUT OF CLASSIFICATION 3 22.1. The City agrees that any person covered by this Agreement who is 4 required to accept the full responsibilities and carry out the duties of a rank above 5 that which he normally holds shall be paid at the hourly rate of one (1) step above 5 his current rate in his regular classification while so acting, provided he works in 7 that capacity for a minimum of four (4) hours. s 22.2. The Fire Chief or his designee may at his sole discretion select the best 9 qualified employee to serve in a classification higher than the classification in which 10 11 12 he has Civil Service status. The employee will serve in this capacity for such periods of time as best suits the needs of the Fire Department as determined by the Fire Chief or his designee. -54 City Union Date Z:1RWmideL4BOR_REL.A710NSLSHAREOVWAUnion ContrapsTIREVAFF- Final -Marked0f-N.doc 02- 2 345 ARTICLE 23 2 HOLIDAYSIVACA ON /SIGH TiME 3 4 HOLIDAYS: s 6 23.1. The following days shalI-.be considered holidays: 7 New Year's Day Columbus Day 8 Washington's Birthday Veterans Day 9 Memorial Day . Thanksgiving Day City proposal 3115102 i0 Independence Day Day After Thanksgiving i1 Labor Day Christmas Day 12 Martin Luther King's Birthday 13 23.2. Any additional holidays declared by official resolution of the City 14 Commission shall be added to the above list. 15' 23.3. New Year's Day, Independence Day, Veterans Day, and Christmas will 16 be on January 1st, July 4th, November 11th, and December 25th, respectively. 17 However, those bargaining unit employees who work 40 hours per week will observe 18 the above four (4) holidays on the same dates as do the non -uniformed employees of t9 the City. 20 23.4. Any employee covered by this Agreement, in pay status, at the time 21 the holiday occurs, shall, at his option, if assigned to a twenty-four (24) hour shift 22 (48 or 52 hour work week), be paid for ten (10) hours at his regular rate of pay or l - 11(!&)City -.S - —) Union Date 4/-07-- Z:1Riverside\LABOR_REEATIONS'\,SHAREDUTAA Union cOnhacx RREVAFF • final- Marked Oi m.dx 02- 345 1 2 3 4 5 6 7 s 9 10 11 12 13 14 15 16 17 18 19 • City Proposal 3115102 receive ten (10) hours of compensatory time, if or if assigned to a forty (40) hour work week be paid for eight (8) hours of compensatory time or be paid eight (8) hours at his regular rate of pay. 23.5. It is agreed and understood that premium pay for work performed on a holiday shall be calculated as one-half of the actual time worked. An employee who works an eight (8) hour shift on which the holiday occurs, shall receive four (4) additional hours as premium pay; an employee who works a sixteen (16) hour shift on a given holiday shall receive eight (8) additional hours as premium pay; if assigned to a ten anEl a haif (10.5) hour- shift en whieh the heliday aeeur-s, sh and all employees whether they are off or on duty on the day on which the holiday occurs shall receive ten (10) hours for the holiday. The ten (10) hours, plus the premium pay as defined above is payable in cash or earned time at the employee's option according to the following: Any additional holiday time declared by the City shall be considered under the holiday option of cash or earned time for the actual amount of time so declared as holiday; premium pay - 56�City %C Union Z:1Rnrerside1LA80A RELATIONStSNAREDIAAA Union Contracxs\FIREIIAFF - Final - Marked 01.04.doc Date Z__ 02- 345 City Proposal 3115102 I shall be calculated as one-half the actual amount of time worked 2 for such additional holiday. time. 3 a VACATION: 5 23.6. Effective JpInu= 2003 base vacation hours shall be one hundred fo 6 140 hours 96 hours for 40 hour em Io ees . Longevity vacation on the sixth, 7 seventh, eighth, ninth and tenth year of employment will be granted at the rate of s ten (10) hours per year longevity vacation. From the eleventh year on it will be 9 granted at the rate of five (5) hours per year, and sick time will be granted at the 10 rate of ten (10) hours per month. l Employees who retire upon normal service 1I retirement lRiiip of AA nr Arr,� 4- 4-Ift-4— —1,..2,..._.L:— 12 election in the calendar year Rrior to the calendar year in which the em Io ee severs 13 service from the City of Miami to convert any Rortion of their accumul ed vacs 'on 14 time to sick time at the -time of severance of service.' 15 16 23.7. The following changes to the vacation schedule will apply: 17 a) The vacation time multiplier for scheduling vacations shall be 18 changed to 34 1.2.5• At the end of 2003 the vacation mu-Ijiplier 19 s alI be rvyiewed. -57� City Union Date / Z.tiR"rsidslLQOR_RELATION51_SHAREDtAAA Union conoraclsTIREUAFF • Finai • Marked 01�X.doc . City Proposal 3/15/02 t b) Vacation time m not be used in place of sick time unless the 2 member does not have _Any sick time in his/her sick time 3 balance Base vacation leave shay be credited based on 4 actual service in the previous calendar year. Vacation leave s shall be taken in increments of not less than one (1) hour. b)cj The Hazardous Materials Team members shall schedule the 7 vacation under this agreement. 8 23.498. Vacation shall be taken by the second payroll period 9 following the last payroll period of the calendar year in which the vacation was 10 credited. If using the second Rayroll Reriod causes administrative 12roblems then 11 the arties will -explore other methods of addressing this issue. 12 pew -emsdate fer ea1-ead -year- !997; r^~„^r3;-4, 199:;Forty (40) hour aad 13 f fty twe (42) heaF- employees (or 48 hour and 52 hour employees) shall only be 14 allowed to carryover ene two hundred (419 2DO) hours (or 489 240 hours) of the 15 previous year's credited vacation. Any excess vacation over the erre two hundred 16 (4b9 20Q) hours (or 489 240 hours) automatic carryover not taken within the payroll 17 calendar year will be forfeited. Employees who were an disability at the time of 18 their scheduled vacation shall be paid for all excess vacation over one two hundred 19 (459 2 00) hours (or 449 240 hours) at the employee's January 1, hourly rate of pay 20 following the year the vacation would have been scheduled. If an employee is 21 unable to take a previously authorized vacation due to cancellation by his/her - 58 City Union Date --3 4 5 Z.\RivertidoY-ABOR_AE! ATIONM3HAREDWW Union ContteGsTIRRAFF - Final - Marked 01-M.doe . City prop."d 3115102 1 Department and the vacation cannot be rescheduled within the payroll calendar 2 year, any hours in excess of the e" two hundred (440 2�Q) hours (or -140 240 hours.) 3 which would have been forfeited shall be paid for at the employee's January 1, 4 hourly rate of pay following the year the vacation was scheduled. 5 6 SICK LEAVE: 23. U.R to fort -ei ht 48 hours of Sick Rime40 hours for 40 hour 8 em la ees may be used for the illness of an em to ee's gualified family member. 9 An em to ee's Sick time may be used for the illness of a family member in excess of 10 fort -ei ht 48 hours 40 hours for 40 hour em to ees for a long term serious 11 health condition with the recommendation of the Fire Chief and approval of the Cit 12 Manager or his designee. This is in addition to any benefits afforded under Article 13 25 of this agreement - 14 eemen 14 23.$10. After the accumulation of six hundred (600) hours (four hundred is and eighty (480) hours for forty (40) hour week employees) of sick leave, further 16 accumulation shall at the employees option, be: i7 Option 1- Added to the employees sick time bank 18 Option 2 - Paid for all sick leave hours in excess of sixty (60) hours annually 19 (forty eight (48) hours for forty (40) hour week). Time earned for 20 each calendar year shall be paid the first full pay day in February. 5 ON Union Z.1Rlver$Well.ABOR_RELATIONSLSHAREDW1A Union Con IAIRWF - Final - Ma*w 01-04,j c Dote �s �,� 02 345 • City Proposal 3115102 1 Option 3 - Credited to an employee's vacation leave at the rate of five (5) 2 hours vacation leave for each ten (10) hours of sick leave earned. 3 23.911. Employees covered by this Agreement who retire after October 4 5 6 7 s 9 10 11 12 13 14 15 16 17 18 19 20 1, 1993 shall be paid for one hundred percent (100%x) of accumulated sick leave up to twelve—hundred (1200) hours and fifty percent (50%) of accumulated sick leave above twelve hundred (1200) hours. Employees whose sick leave payoff was limited to fourteen hundred and forty (1440) hours shall have the option of keeping the fourteen hundred and forty (1440) hours limit or selecting the twelve hundred (1200) hours limit with payout at one hundred percent (100%) and fifty percent (50%) of accumulated sick leave above twelve hundred (1200) hours. Employees working less than forty-eight (48) hours per week shall have their sick leave converted accordingly. 23.12. Effective January 2003 employees who are eligible for retirement may, at their sole discretion make an irrevocable election in the calendar yearprior to the calendar year in which the employee severs service with the City of Miami to convert any portion of their accumulated sick time to 'vacation time at the tires_ of severance of service The conversion of sick time to vacation time shill be at t e rate of one hundred_ percent (100%) of accumulated sick leave u] to twelve -hundred U2QM hours and fifty perce t (50%) of accumulated sick leave above twelve hundred (1200) hours. City .. Union Z,\RiversideL4BOR_RELATEONSt_SHARED%AAA Union ContractAFlRBAFF - Final - Marked 07.04.dw Date 3 /5 Z 02- 345 City Prnposal 3115102 23.13 Effective u o im le a tation of the R�tirPe Health Pl em to ees 2 covered by this eeme t shall be credits far one hundred rcent 10090 of 3 accumulated sick.lLave mR to elve-hundred 1.200 hours* and fift Rgrcent 0% of accumulated gick leave above twelve hundred 1200 hours at time of severance of 5 service with the De artment. 6 7 9 10 11 12 13 14 15 16 17 I8 19 20 21 22 23 * AnMacldm tial baluces that aM Myerted to sick time -under Drongdwrs - it . ! ! R- _ ?SD City ,_ Union Date Z:1Riverside%LABOR_RELATIONSLSMAREMW Union ConnCMFiREVAFP - Final -Marked 01-N.dM0 45 L� • City & Union Proposal 8115/02 1 ARTICLE 24 2 EARNED PERSONAL LEAVE OATING HOLIDAY TIME 3 24.1. Effective upon ratification of the labor agreement, it is agreed that the 4 bargaining unit members who have six (6) consecutive months or more of 5 satisfactory service shall be entitled to twenty (20) hours earned personal leave off 6 each calendar year if assigned to a 24-hour shift or sixteen (16) hours if assigned to 7 a 40 -hour week (17.5 heufr, if assigned . The earned personal s leave hours may not be taken in less than one (1) hour increments. The earned 9 personal leave hours shall be mutually agreed upon by the employee and his 10 District Chief/Rescue Battalion Captain if on a 24-hour shift or Division Chief if on 11 a 40 -hour week consistent with the needs of the Fire Department. The earned 12 personal leave hours off shall not be accrued; they must be used by the employee 13 during the calendar year or be forfeited. The earned personal leave hours off are 14 not subject to being converted to cash during the employee's employment with the 15 City. There shall be no liability to pay any overtime under this Article unless the 16 employee is qualified to receive overtime as specified under Article 20 - Overtime. 17 24.2. Earned personal leave must be requested at least one (1) ' duty day is prior to the date the earned personal leave is to be used, or it will be denied unless 19 all apparatus are staffed and there are extra personnel on duty. This will not apply 20 in the case of an employee who is on duty, requesting leave from duty due to an 21 emergency. Employees who are on duty granted emergency leave from duty shall - 63 City Union Date Z:IRiversideWIBOR-RELATIONSLSi1AREVOM Unlon OmtraMOREUAFF - Final • Marked 01-%.dw 0 345 45 1 2 3 4 S 6 s 9 • *ity & Union Proposal 3/15/02 be charged earned personal leave time that is unscheduled in the employees time bank, prior to being granted other types of time off. 24.3. Slots available for earned personal leave shall be limited to the scheduled vacation slots on the heaviest vacation day on each respective shift, unless exceeded with the permission of the Fire Chief. 24.4 Effective Janugry 1 2003 earned personal leave shall no longer be credited to barg-aining unit members and shall cease as available leave time. Note: earned personal leave inco orated into vacation leave). C=ry Union Date a~Z Z.IRiversidO LABOR—RELAFIONSLSi1AREDWW Union Cont OMFIREWF • FMW • Marked Df -08.&x 02— 34C • City Proposal No Change 7/34/01 Agreed 1 ARTICLE 25 2 FAMILY LFAVE AND LEAVES OF ABSENCE 3 25.1. The parties to this agreement believe that the terms and conditions set 4 forth in this article meet or exceed . the requirements specified within the Dade s County Family Leave ordinance and the Family Leave Act of the United States. In 6 the event that they do not, the Dade County Family Leave ordinance and the 7 Family Leave Act will supersede these terms and conditions. s 25.2. Bargaining unit employees may take a leave of absence without pay 9 not to exceed ninety (90) days during a twelve (12) month period for the birth or 10 adoption of a child, the serious illness of a family member or the employee's own 11 serious illness. 12 25.3. Leave without pay for a seriously ill family member or serious illness 13 of the bargaining unit employee may be extended beyond the initially approved 14 ninety (90) days upon approval of the City Manager or his/her designee. 15 25.4. Bargaining unit employees must have been employed for at least 16 ninety (90) days to be eligible for leave without pay as specified in Section 25.2. 17 25.5. Leave without pay for the birth or adoption of a child must be taken by 18 the bargaining unit employee within one (1) year of the birth or adoption. This 19 leave does not have to be consecutive, however, such leave may not be taken on a 20 reduced leave schedule. - 65 City4� Union Date G Z--- Z.IAiversideV.ABQR_RELATIOMSLSHARE)IOM Union ContmotffiREUFF • Finer Maftd 01.04.dw 02— 345 1 2 3 4 5 6 7 8 9 10 II 12 13 14 15 16 17 18 19 20 • City Proposal No Change 7/30/01 Agreed 25.6. Leave without pay for a seriously ill family member or because of a serious illness of the bargaining unit employee may be taken intermittently or on a reduced leave schedule when medically necessary. 25.7. Upon approval of the Fire Chief, and the City Manager or his/her designee, a leave without pay may be granted, for the purpose of entering a course of training or study calculated to improve the quality of the employee's service to the City through course work directly related to the employee's job, for a period not to exceed six (6) months. The request for leave without pay may be extended for an additional six (6) months upon approval of the Fire Chief and the City Manager or his/her designee. Employees requesting said leave of absence shall be required to submit evidence of registration upon entering each quarter/semester of school. 25.8. A leave of absence without pay may be granted, for a good reason other than mentioned herein, for a period not to exceed ninety (90) days. Approval of said leave is at the sole discretion of the City Manager or his/her designee. 25.9. Bargaining unit employees who desire to take a leave without pay for any reason specified in this Article (excluding serious health condition) must exhaust all their vacation leave balances prior to taking a leave without pay. A request for leave without pay for a serious health condition as provided under the Family and Medical Leave Act shall require the bargaining unit employee to use all sick and vacation leave balances prior to taking leave without pay. City Union Dare �Y Z:1R V&MWeUWR_REUnONSLSHARWM Union OWMc nREVAFF - FmI - Marked 01-o4.doc 02— 345 City Proposal No Change 7/30/01 Agreed ! 25.10. Bargaining unit employees who desire to take a leave without pay for 2 any reason specified in this Article shall not accrue leave time. At the expiration of 3 the leave of absence without pay, the bargaining unit employee shall be returned to a the position or equivalent position vacated when said leave of absence without pay 5 was granted. Leave of absence without pay during the required probationary period 6 shall extend the probationary period 'the lengthy of time used during said leave of 7 absence without pay. - 67 City --_ Union Date Z:IRiversideWh8OR_RELATIONSLSHAREDVM Union ConftclslFIREVAFF - Final - Marked 01-0 &c 02— 2— 345 0 ARTICLE 26 Way & Union Proposal 3116'102 2 EDUCATION 3 26.1. All employees covered by this Agreement, who are ordered to attend 4 off-duty courses by the Fire Department shall be paid as provided for in Article 20 - 5 Overtime for all time spent in attendance. 6 26.2. The City agrees to pay full tuition for all courses required for an 7 Associate Degree in Fire Service Administration and/or Fire Science Technology s provided that prior approval is obtained from the Chief of the Fire Department and 9 provided that the employee receives a grade of "C" or better. 10 Employees who fail to satisfactorily complete said training courses in which 11 they enrolled, shall reimburse the City for tuition advanced in their behalf. 12 26.3. At the discretion of the Fire Chief, attendance at training courses while 13 on duty shall be allowed and shall be charged to S.A. time. 14 26.4. Those employees attending classes paid for by the City shall not draw 15 supplemental educational benefits from any other source. Should the employee 16 wish to apply to receive supplemental educational benefits, i.e., GI Bill, he or she 17 will not receive educational payments from the City. 18 26.5. Bargaining unit members shall have their base salary increased if 19 certified as specified below by the percentages listed. New employees hired after 20 ratification of the labor agreement will not be eligible for the EMT or Paramedic City Union Z:1Rive►sidelLAeOR_RELATIONS�SHAREDIAAA UnIon CMVactAFfRE*JAFF • FWW - Abd*d 01.04.doc Date 02 �. 345 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 3; • i City & Union Proposal 3115102 Certification pay as outlined in this article until completion of the first six (6) months of employment. State Certified EMT (non Paramedics) - 1.5% State Certified Paramedic - 5.0% Effective the first full pay period following October 1. 2002, €fig t-atifieatie-la- OF Jaber—affeement State Certified Paramedics shall receive an additional two erre and a half percent 2.5% mak) separate pay supplement. Effective the first full pay i)eriod in October 1 2003 the State Certified Paramedics additional separate pay supplement shall be increased_ to three _and a half Rercent (3.5%). 26.6. Effective the first full pay period following October 1, 1993, employees who are State Certified Paramedics or State certified EMT's permanently bid into Advanced Life Support positions on ALS apparatus (Rescue or Paramedic pumpers), will have their base pay increased five percent (5%) for Rescue assignment pay. Effective the first full Ray period following October 1. 2002, emRloyees receiving Rescue assignment pay shall receive_a separate _pay supplement of one percent (I%). Lieutenant's assigned to swing or unassigned in the Emergency Response Division (ERD) will receive the Rescue assignment pay. - 69gCity Union Z.1Riverside\LABOR_RELATIONS�-SHAREOWIA Union CantaclsWIRRAFF. Final • Marked 01.04.doe Date-���-C�� p2,- 345 0 erity & Union Proposal 5/15/02 1 26.7... The City agrees that any person covered by this Agreement who is 2 required to ride in an ALS position who is not receiving ALS assignment pay (all 3 positions on Rescues, Vis, and ALS positions on paramedic Fire apparatus) shall 4 be paid. at one (1) step above their current hourly rate for all hours worked, provided 5 they ride in that capacity for a minimum of four (4) hours. Effeetiv.-upen 6 ratifiefttien of the laber agreeme Pprobationary Fire Fighters will not be entitled 7 to receive ALS Acting Pay. 8 26.8 Effective the first full pay period following ratification of the labor 9 agreement 9etebej.; 1993, employees shall receive an additional increase for using Io certifications specified below by percentages listed. Effective October 1, 1995, any 11 increases or decreases in the number of positions that receive any of the 12 certification increases listed below shall be agreed upon by the Department and the 13 Union by mutual agreement. 14 Hazardous Materials Technician assigned to the 15 Hazardous Materials Team......... 4.4% 2% 16 State Certified Fixe Service Instructor assigned to 17 Instructor positions ................................ .....,, % 2% 18 19 State Certified Fire Inspector assigned to the Fire 20 Prevention Bureau .................................... ... 3-9b 2% 21 22 N.A.W. or P.A.D.I. certified divers assigned to 23 the Dive Team ...................................... 24 25 Employees assigned to the SWAT Team............ .................14% 2% City. Union Date �^ Z.1RivGrsideU.ASOR„AELATIONSLSHARED"AUnimCWh CWFIREVAFF-Final-Maftd01-N.ft 02— 345 Wity & Union Proposal 5115102 1 Effective October 1 2001 m tubers assigned to the 2 Technical Rescue Team, com&leti, - 120 _ hours of 3 department a roved trainin . 1.5% a Effective the _ first full pay period following ratification 5 members assigned to the Technical Rescue Team 6 completing 120 hours of department approved training. 2% 7 s -71 City Union Date ��---- Z:IRiversidell MOR_RELATIONSLSHAREOIAAA Union ContmcbMREMFF - Foul • Mafta 01-N.doc 02— S 41 1 2 3 4 5 6 7 s 9 10 11 12 13 14 15 16 17 18 19 20 • • City Proposal 8/14/01 Agreed ARTICLE 27 BEREAVEMENT LEAVE 27.1. Any employee covered by this Agreement may, in the case of death in the immediate family, be authorized up to a maximum of forty (40) hours of paid leave ) for any death of a member of the employee's immediate family. Said paid leave days shall be taken consecutively by the employee excluding normal days off and holidays. The immediate family is defined as father, mother, sister, brother, husband, wife, children, father-in-law, mother-in-law, grandparents, spouse's grandparents, stepfather and/or stepmother if they have raised the employee from infancy regardless of place of residence, and may include any other person who was an actual member of the employee's household for ten (10) or more years immediately prior to their death. Within thirty (30) calendar days from the date the employee returns from bereavement leave , the employee shall, upon request, file a copy of the death certificate of the` deceased family member. Said death certificate must be attached to a form approved by the Office of Labor Relations and submitted to the Human Resources Department. Failure to produce the death certificate will result in the employee reimbursing the City for any days taken under this Article. Any employee found to have falsified his application for b srqavement leavey will be subject to disciplinary action up to and including dismissal. -72 02- 345 city �c „_ Union Date ���Z� Z:1RhremkbL 480R_RELATIONSLSHAREDMA Union ConhactiARREYAFF • Final - Marked 01.04.doc • City Proposal 8114/41 Agreed 1 27.2. It is understood that under certain circumstances the employee will be 2 unable to obtain a death certificate. In this event, in lieu of a death certificate, the 3 employee shall submit a newspaper account showing the death and the relationship a of the deceased to the employee and/or other appropriate criteria as deemed 5 appropriate by the Office of Labor Relations. 6 27.3. In addition to bereavement leave. Aat the request of the employee, 7 the Department Director may authorize the use of accrued vacation or 8 compensatory leave. 9 27.4. Employees on twenty-four hour tour of duty shall be bound by the to above Sections except that they shall be authorized up to forty-eight 48 two (2) 11 consecutive work houxs terms of duty on leave with pay. 12 -73 City Union Union Date Z:IRiversidel MOR_RELATIONS\-sHAREDIAAA Union ContmoMFIREUAFF - Final - Marked 01-N-doc 02-- 345 �City & Union Pin osal No Change 2115/02 1 ARTICLE 28 2 PHYSICAL EXAMINATIONS a 28.1. Employees shall be required to take a physical examination as follows: 4 a) , Employees forty (40) years of age or older - one per year 5 b) Employees thirty (30) years of age or older - one every other year 6 c) Employees under thirty (30) years of age - one every three years 7 28.2. The schedule set forth in Section 28.1. and the content of the present 8 physical examination shall continue, unless changed by mutual agreement of the 9 parties. 10 28.3. The City agrees to provide physicals that are mandated by State or 11 Federal law, including but not limited to hazardous materials team and dive team 12 physicals. 13 14 02-- 345 _ ,Q City �` Union Date Z:Uaiverslde1LABOR RELATIONSLSHARED" Union Conh8Ct MREUAFF • Final - Marked 01-04.dx City Package Proposal No Change 7/50/01 Agreed 1 ARTICLE 29 2 LOSS OF E UIPMENT 3 29.1. A bargaining unit employee shall reimburse the City for the repair or 4 replacement cost of lost, stolen, or damaged City equipment when the City s demonstrates that the employee's careless and/or negligent act(s) resulted in the 6 loss, theft, or damage. s 75 r City . _ Union Date0 � 345 Z:1Riverside1LA80R_RELATIONSI_SHARED\W Union OontracMFIREVAFF - Fina! - Marked 01.04.doc �� J SCity Package Proposal No Change 7/30/01 Agreed I ARTICLE 30 2 B OOD DONORS 3 30.1. Employees who volunteer as blood donors to contribute to a City 4 supported Blood Donor Organization will be authorized the absence necessary to s accomplish this purpose. The Blood Donor Organization's personnel will determine 6 what amount of time the donor will need from the point of donation till the City s 4 donors are released to go back to work. 02- 345 -76 City Union!��) Date ZARivemWeLASOR_RELATION&1_SHARED1AAH Union ContracMFIREVAFF• Final • Marked 01-04.ft City & Union Proposal 3/x5142 ARTICLE 31 2 SUBSTANCE/ALCOHOL - PERSONNEL SCREE G 3 31.1. In an effort to identify and eliminate on or off-duty controlled 4 substance/alcohol abuse, urinalysis/blood tests shall be administered as provided 5 herein: 6 Employees refusing to give a blood/urine sample under any of the following 7 conditions will be dismissed. Employees will be advised of their contractual rights s relative to expedited arbitration. 9 RANDOM SUBSTANCE SCREENING 10 Employees meeting any of the criteria below shall be subject to random substance 11 screening. Employees who meet any of the criteria below shall be subject to random 12 substance screenings for a period of one hundred and eighty (180) calendar days 13 from the date the criteria was met. After the period of one hundred and eighty (180) 14 calendar days, if and when employees meeting criterion 1 have accumulated above 15 one hundred and fifty (150) hours of sick leave and employees meeting criterion 3 or 16 4 have not been late or absent without leave (AWOL) for a one hundred and eighty 17 (180) calendar day period, they shall no longer be subject to random substance 18 screening, unless they meet the criteria again in the future. The City shall be 19 limited to a maximum of two (2) substance screenings in each one hundred and 20 eighty (180) calendar day period the employee is under random substance 21 screening. -77 Ciry _ Union Date 7 1415 7'0;bere;eio4Id n.0 MCI gwAoan, a b n'!nirr PIP 5'A C. r;ra!-&Ao•traA!1I.11A ,1w. 0 City & Union Proposal 3/15102 � RANDOM SCREENING POOL CRITERIA 2 1) Probationary firefighters are subject to screening until off probation, 3 2) Employees assigned to a forty eight (48) or fifty two (52) hour work week 4 with less than one hundred and fifty (350) hours of sick leave 5 accumulation. Employees assigned to a forty (40) er r= -Ay #we (`) hour 6 week with less than one hundred and twenty (120) hours of sick leave 7 accumulation. s 3) Employees who are absent without leave (AWOL) twice within a one 9 hundred and eighty (380) calendar day period from the most recent AWOL 10 if on a forty eight (48) or fifty two (52) hour work week or three (3) times 11 within a one hundred and eighty (180) calendar day period if on a forty 12 (40) or- fogy -twee -(42) hour work week. 13 4) Employees reporting late (including any incidents of absence without 14 leave) for duty three (3) times within a one hundred and eighty (180) 15 calendar day period if on a forty eight (48) or fifty two (52) hour work 16 week or five (5) times within a one hundred eighty (180) calendar day 17 period if on a forty (40) ep hour work week. 18 REASONABLE BETJE `Wil!r 20 A) Where a District Chief, or above, has a reasonable belief based upon 21 objective factors that the employee has possession or is using, -�� 02- 345 City Univn Dare 4� 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 City & Union Proposal 3115102 dispensing or selling any illegal drug or controlled substance which is not prescribed by a licensed physician. B) Following any vehicular accident occurring on -duty, on an off-duty detail, traveling to or from same, involving employee(s) where a District Chief, or above has a reasonable belief based upon objective factors that the involved employee(s) may be under the influence of alcohol or may have been using, possessing, dispensing or selling controlled substance, unlawful, mind -altering, or non -physician prescribed drugs. C) Where a District Chief, or above has a reasonable belief based upon objective factors that the employee is under the influence of alcohol on -duty, or on an off-duty detail, or traveling to or from same, or while covered for portal to portal pay for workers' compensation. SUBSTANCE SCREENING PROCEDURES 81.2. Employees shall give either a blood sample, for suspected alcohol use or a urine sample for suspected substance abuse as determined by the City at either a hospital or accredited testing lab, as chosen by the City. The hospital or accredited testing lab shall include sufficient safeguards to ensure that a proper chain of custody is enforced. When a sample is taken under any of the above circumstances, a portion of the first sample shall be retained. All positive tests for a - 79 City Union Date azk2 ­ 345 0 City & Union Proposal 5/15/02 1 controlled substance will be confirmed using the employee's separate second sample 2 if given or the reserved portion of the initial sample, by Gas ChromatographylMass 3 Spectrometry (G.C.M.S) or better testing. Testing procedures shall be under a 4 reliable state licensed clinic laboratory. 5 31.3. Should the employee wish to give a separate second sample it shall be 6 performed at either a hospital or accredited testing labor_ atorv. as chosen by the 7 City, within four (4) hours from the time of giving the initial sample. In the event 8 an employee declines to offer a second sample for the separate second test, or is 9 unable to give a second sample within the four (4) hour time period, the reserved 10 portion of the first sample will be utilized. Employees shall be notified of a positive 1 t result within twelve (12) hours from receipt of the laboratory reports, but in no case 12 shall this notice occur more than 36 hours after the time a the sample was given. 13 Notice to the employee of the first test being positive shall be considered to have 14 been served upon the employee by verbal notification or by a representative of the 15 Department delivering a notice to the employee's last known residence as shown on 16 the Department's personnel roster. 17 31.4. If an employee is ordered back to duty for testing, the provisions of 18 Article 21 (Call Back Pay) will apply. 19 31.5. Where a bargaining unit member alleges that an order made under 20 this article is not consistent with the criteria cited herein, he/she shall comply with 02- 345 -so City :22�_ Union . Dare -r. �•.......:�.�: -1 — a� n.i.• .,u �:-r�n� 4 4 e ::.:-., r+.,,,..nrNek RIQCl6CC. Cill. IRo-Loh PIJ)A A., • • city & Union Proposal 3115!02 i the order, and may simultaneously file a protest with the communicator of the 2 order. 3 31.6. Disputes arising as to whether there was reasonable belief shall be a arbitrable under the Expedited Arbitration Rules of the American Arbitration 5 Association. All other issues involving grievances shall be processed as outlined 6 within Article 15 - Grievance Procedure. 7 31.7. The employee(s) shall not be disciplined until a positive test result is s communicated to the City. However, if the employee's conduct in connection with 9 the substance/alcohol abuse amounts to conduct for which the City may otherwise 10 discipline the employee, the City may take action prior to knowing of a positive test 11 result. 12 31.8. The IAFF will be advised of passed or failed tests to the extent that 13 the releasing of such data is not inconsistent with Federal or State laws regarding 14 the privacy of said test or if the individual involved does not want his test results 15 released to the IAFF. 16 31.9. The following cutoff concentrations shall be applicable for 17 determining whether specimens are negative or positive for the following drugs or 18 classes of drugs for the initial or confirmatory test procedures. A positive result 19 shall be a concentration in excess of those listed below. 20 City Union Dare 3 �— ® 5 i Ocity & Union Proposal 3115102 I ' 2 Initi 11 Test Level n ml 3 Cannabinoid (Marijuana) 80 4 Cocaine 100 S Opiates 300 6 Phencyclidine 25 7 Amphetamines 800 8 Methaqualone 100 9 Methadone 300 10 Propoxyphone 300 11 Tricyclic Antidepressants 300 12 EXPEDITED ARBITRATION 13 31.10. It is anticipated as soon as possible after ratification of the labor 14 agreement between the City of Miami and IAFF, Local 587, the President of the 1s Local and the City Labor Relations Officer will pick two (2) area permanent umpires 16 to hear employee drug grievances. The two Umpires will alternate hearing only 17 grievances where the bargaining unit member alleges a violation of Article 31.1. A, 18 B or C. Saidgrievance will be limited to whether or not there was reasonable belief 19 based on objective factors to require the grievant to take the Alcohol/Controlled 20 Substance test. 21 31.11. Reasonable Belief Substance Screenings shall not be tested if the 22 employee grieves the test under expedited arbitration until the umpire rules that 23 there was reasonable belief to test the employee. -sz * 02- 34 City �_ Union Date VRiverside!LAe0R RELATIONS SHAREMAAA Union Contracts1FlRE%IAFF -Final -Marked 01.04.doc 1 2 3 4 5 6 s 9 10 11 12 13 14 15 16 17 18 19 City & Union Proposal 3115102 31.12. The cost of the Umpire's decision will be borne by the employer if the umpire rules there was not reasonable belief to require the employee to take the test. If the umpire rules there was reasonable belief to require the employee to take the test, the Union will pay the cost of the umpire if the Union processed the grievance. If the grievant processed the grievance on. his/her behalf, he/she will pay the cost of the Umpire. 31.13. It is anticipated that an expedited hearing would be held before the Umpire under the American Arbitration Association rules of expedited arbitration and no post hearing briefs would be filed. The drug grievance will be submitted directly to arbitration and will be heard no later than five (5) calendar days after the employee was required to take the Alcohol/Controlled Substance test. The Umpire will rule at the close of the hearing and an oral response from the umpire will be sufficient to settle the grievance. 31.14. The two Umpires shall serve from year to year and shall be appointed by a letter jointly signed by the Union President and the Labor Relations Officer. Should either the City or the Union wish to drop an Umpire the Umpire shall be notified and the parties shall agree on a replacement. If they are unable to agree, each party will put two (2) names into a hat and the name drawn will be the replacement for one (1) year. $34 City;_ Union Date ZARiverside`LA80R RELATION51 SHARED�AAA Union Con"CtslFIRSAFF - Final . Marked 01-04.doc O City & Union Proposal 3/15/02 1 31.15. If the bargaining unit member . remains. silent and/or does not 2 indicate that he/she desires the test results in accordance with Article 31.3, it shall 3 be presumed that he/she has elected to go to expedited arbitration. a 31.16. If the employee grieves the test, said grievance must be in writing 5 and submitted by fax or hard copy to -the Labor Relations Office on the same day as 6 the test or no later than the next regularly scheduled work day of the Labor 7 Relations Officer. The test sample willbe thrown out, if the Umpire rules there was 8 no reasonable belief to test the employee. If the umpire rules there was reasonable 9 belief to test the employee, the test sample(s) shall be tested and the results io released as outlined in this article. 11 REHABILITATION 12 31.17. In the event that the results of the urinalysis/blood test are positive, 13 the following criteria will apply: 14 A) The employee at his/her own cost shall, within seventy two (72) hours 15 of a positive test notification (excluding weekends and holidays), enter 16 and remain in a substance/alcohol program approved by the City and 17 the Union until the approved program administrator is able to state 18 that he/she has successfully completed the program, including 19 aftercare. While in the program, the employee will be allowed to 20 return to work if the program administrator approves; if not, the _8_ 02- 3,45 City Union Date Z:kRiverside�LABOR_ RELATiONSt_5HARED AAA Union ContracteFIFiS AFF - Final • Marked Of-44,doc • City & Union ,proposal 3115102 1 employee may be suspended until the program administrator approves 2 return to work. Such suspension shall not exceed six months. If the 3 employee can not return to their regularly assigned position after six a (6) months they shall be dismissed. If the employee does not s successfully complete the program including aftercare, he or she will be 6 dismissed. Employees shall not be permitted to work in combat 7 positions until program administrators feel certain there is no 8 possibility they are using drugs and submit this opinion in writing to 9 the City. If and when the employee successfully completes the in - 10 patient portion of the program, as determined by the program 1 administrator, the employee shall be allowed to return to work. 12 B) Upon being notified of a positive test, the employee will be immediately 13 relieved of duty. If relieved of duty, the employee, if eligible, will use 14 all of his/her earned time, vacation time, and sick time, and then 15 he/she will go off the payroll. 16 C) If the employee fails to enter, participate in and/or successfully 17 complete any part of the rehabilitation program, including any after - 18 care program, the employee shall be terminated from his/her 19 employment with the City. -81 City Union —5 Date a�45 Z7kPiverside1ABOR_RE! ATjONS,_SHARED�AAA Union ContraCtS\FIRRAFF • Final • Marked 01.04.doc �)� s City & Union Proposal 3115102 1 D) Effective upon ratification of the labor agreement, employees cleared to 2 return to work by rehabilitation administrators, shall be subject to 3 substance screenings at, management's discretion for a period of two (2) 4 years from the date the employee returned to work. The City will be 5 limited to a minimum of three (3) and a maximum of five (5) screenings 6 per twelve (12) month period. Employees tested shall be entitled to a 7 second test as outlined in Article 31.3. Employees who decline to offer 8 a sample shall have the reserve portion of the first sample utilized as 9 outlined in Article 31.3. Employees who test positive to confirmatory 10 test shall be terminated from employment with the City. 11 E. Effective upon ratification of this Agreement, employees will be 12 entitled to one chance at a successful rehabilitation during their 13 employment with the City. Employees who have been through at least 14 one (1) rehabilitation program, who are screened shall be entitled to a 15 separate second test as outlined in Article 31.3. Employees whose 16 sample tests positive on confirmatory test shall be terminated from 17 employment with the City. !s 19 20 21 02- 345 - 86 City �_ Union Date �.�p:r rn...:.lrtrl Apr.G ^^• ATrlAnIC• C:.ADMInk A IA •I..Inn n„w..�...n; C14C16 CC. Fnal.AA—L—I R7.M 9— City & Union Proposal 3116142 I ARTICLE 82 2 HOURS OF KO - 3 32.1. The work week for 24 hour shift employees shall be as follows: 24 4 hours on duty, 48 hours off duty. A day off, now known as an "R" day, shall be 5 granted once every seven (7) scheduled tours. This schedule will e€€eet result in a 6 48 hour work week. Any changes in this schedule shall be subject to negotiations 7 between the parties. s 33:2: An "R" day shall be defined as a regular day off as scheduled by the 9 Fire Chief or his designee and must be taken on the day so designated. An 10 employee may not have the choice to substitute any other official accumulated time 11 or any official time as provided by the City of Miami unless approved by the Fire 12 Chief or Deputy Chief. 13 32.2. 33:3: Qhe first full 'l ig-Oeteber1, 1995; Shift 14 employees may work an optional fifty two (52) hour work week 15 as follows: twenty four (24) hours on duty, forty eight (48) hours off duty, a day is known as an "R" day, shall be granted once every fourteen (14) scheduled tours. 17 . Employees working this 18 schedule shall be paid at the same hourly rate as they would on a forty eight (48) 19 work week. Time accumulations shall be based on a forty eight (48) hour work 20 week. Only those volunteering for a fifty two (52) hour work week shall be assigned 21 to it. The number of positions and seniority bidding will be negotiated by the -S City Union 6)Date / ~ d 4-02— 345 Z3R1ver91de1ABOR RELATIONS SHARELIIAAA Union ContractsNFIRE' IAFF - Final . Marked 01-n4 +nr r� • City & Union Proposal 3116/02 1 parties. Wages shall be those specified in the appropriate salary schedule contained 2 within this Agreement (See Appendices). 3 32,13, 32.-4: Effective October 1 2001. the -first Ail! pay a=' owing 4 Getebep 1--199;, the forty --two 42 hour workweek will be eliminated. a new --_OF S week shall be established fe- - JiWai:tAd-numbeF of pepsenne! staffing emerge 6 8 9 10 11 Aff eaffiees). Per-sennel will bid for- these peeit4eas, %ith the . Med bidder 12 13 As, the least Beftiff qualified peFseaftel may be Q68igned-. 14 • - 88 City --C� nr Union Z:IRlversidelLA8OR RELATIONS SHAREDIAAA Union ContmesTIRSIAFF- Final - Marked 01-N.doe Date 02 - Date 2 345 0 1 2 • City & Union Proposal Clean Up 3115102 ARTICLE 33 PERSONNEL ALLOCATION 3 33.1. The City agrees to provide minimum staffing for firefighting apparatus 4 in active service. In order to provide. a minimum level of safety to personnel in the 5 bargaining unit, apparatus in service shall be staffed with no less than: 6 1). 4 persons per aerial unit 7 2). 4 persons per quint unit 8 3). 4 persons per pumper unit 9 4). 3 persons per rescue unit 10 5). 2—p per- squad 't 11 6 5). 1 person per air truck 12 33.2. If, in the future, new types of apparatus are placed in service, which 13 are not covered above, the City and the Union will meet to negotiate a minimum 14 staffing level for the new types of apparatus. If agreement is not reached within 15 thirty (30) days, the dispute shall be submitted to arbitration consistent with the 16 grievance procedure contained in Article 15. 17 33.3. The Union agrees that this article has no effect on the City's rights 18 under Article 6, Management Rights, except as outlined above. Specifically, the 19 City has the sole authority, whether exercised or not, to determine the number and 20 kinds of firefighting/rescue apparatus needed to fulfill the Fire Department's 21 mission. Such Management decision will not be grievable or arbitrable. 22 23 -89- 02- 345 City _ Un ion ` '" Date 7-%QivarR1,4a%1 Agan Rpt ATIOpJC1 Csd APFr)'AAA -..mien nee P,1?:WF1RF'1 ;:P - Finat - Marked 01.04.doc 0 • City Proposal No Change 8/14/01 Agreed 1 ARTICLE 34 2 EMPL YEE RIGHT TO REPRESENTATION 3 34.1. Where an investigation is initiated by the Management of the City of 4 Miami Fire Department against an employee covered by this Agreement concerning 5 criminal charges and where a formal statement under oath is elicited from the 6 accused employee, the interrogation shall be conducted- under the following 7 conditions: 8 (a) The interrogation shall be conducted at a reasonable hour, 9 preferably while the accused is on duty, unless the seriousness of 10 the investigation is of such degree that an immediate action is 11 required. If the accused is off duty at the time of the 12 interrogation, the accused shall be entitled to overtime. 13 However, if he or she is eventually found guilty of the charges 14 through the applicable administration processes, any overtime 15 shall be forfeited in addition to any penalty unposed for the 16 violation. If it occurs while on duty, a commanding officer or a 17 supervisor of the accused shall be notified of the interrogation. 18 (b) If the interrogation is conducted by or for the Department, it 19 shall take place in the Miami Fire Department building. If the 20 interrogation is to be conducted by or for another investigating -! City �_ Union V Date z'`"�fk 't,_ () 2 *,14 5ZARiversidMLABOR_ REIATIONSI SHAREDWA Union ContraeteFIFISOF .Final -Marked 01.04,doc �_ i � City Proposal No Change 8/14/01 Agreed 1 City agency, it shall be conducted at either the investigative 2 agency's City office or at the Miami Fire Department. 3 (c) The accused shall- be informed of the rank, name and command 4 of the officer in charge of the investigation, the interrogating 5 party and all persons present during the interrogation. All 6 questions directed at the accused shall be asked by and through 7 one interrogator at any one time. s (d) The accused shall be informed of the nature of the investigation 9 prior to any interrogation, and given the names of all known 10 complainants. 11 (e) Interrogations shall be for reasonable periods and shall be timed 12 to allow for such personal necessities and rest period as are 13 reasonably necessary. 14 (f) The accused shall not be subjected to abusive or offensive 15 language or threatened with transfer, dismissal or other 16 disciplinary actions. No promise, reward or threat . or action 17 shall be made as an inducement to answering any questions. 18 (g) The complete interrogation including when recesses are taken 19 shall be recorded, and there shall be no unrecorded questions or 20 statements. -9 i City Union Date _=7 - .145 ZARiverside1ABOR RELATIONS\ SHAREDUTAA Union Con"C&,FIRE!IAFF - Final -Marked Dt-Od doc City proposal . No Change 8114/01 Agreed 1 (h) The accused shall ' not be obligated into giving a second 2 statement concerning the same facts elicited in an original 3 interrogation. This will not preclude an investigator from 4 asking questions at a later time, that were not covered by the 5 first statement. 6 (i) No mechanical device, including, but not limited to, polygraph, 7 psychological stress evaluator, et al., shall be forced onto an 8 accused, nor shall disciplinary action be taken against an 9 accused who refuses to submit to such testing. 10 {j) If the, accused is under arrest, or is likely to be arrested as a 11 result of the interrogation, he shall be fully informed of his or 12 her legal rights prior to any interrogation. 13 (k) At the request of the accused, he or she shall have the right to be 14 represented by counsel or any other representative of his or her 15 choice during the entire interrogation. 16 (1) Where an attorney or employee representative is requested but 17 cannot be present within four (4) hours of notification, the 18 employee shall be required to obtain another employee i9 representative or counsel. When an employee representative or 20 counsel is present, he shall be only an advisor and shall not have 21 the right of cross examination. -9 02- 345 City .s�. Unionr Date Z:%gWrsldaUSOR_RELATIONSI_ SHARE©1AAA Un(an Contract WIAVAFF -Final - Marked 01.04.doc • • City Proposal No Change 8114101 Agreed 1 34.2 The above shall not apply to investigations and review of infractions of 2 non -criminal City and Departmental Rules and Regulations provided, however, any 3 employee covered by this Agreement -who is disciplined as the result of the alleged 4 violation of City or Departmental Regulations, Rules or Policies shall have the right 5 to have Union representation present if he or she desires it. If such meeting occurs 6 between 9:00 a.m. and 5:00 p.m. on normal Monday through Friday business days 7 the employee shall be allowed two (2) hours to have Union representative present. s If such meeting occurs at times other than those described above, the employee 9 shall be allowed four (4) hours to secure Union representation. The Union 10 representative shall be an advisor to the employee and shall not have the right to 11 cross examination. 12 - 93 (�9) City Union Date / CI e 3,45 Z ARiverside\LABOR RELATIONS\ SHARED%AAA Union ContractffIREVAFF - Final - Marked 01-04.dnn Union Proposal No Change 7/09101 Agreed I ARTICLE 35 z RESID NCY 3 35.1. It is agreedthat while 'residency is not a condition of employment a 4 candidate that is otherwise equally qualified will be given, at time of hire, s preference for employment in order of domicile as follows: (1) City of Miami 6 resident, (2) Dade County resident, (3) resident outside of Dade County. 94 City-�c.� Union 6�) Z IRiversMaUBOR_RELATIONkSHAREDUW Union ConhactsTIREMAFF -Fina! - Marked 01-04.doc 02- 345 Date City Proposal 3/15/02 1 ARTICLE 36 2 SHIFT STRENGTH 3 36.1. Effective u on ratification of the labor alleernent the de artment shah 4 maintain a minimum of 135 uniform personnel on duty per shift. The City groes to s 6 7 8 n—e-lud in r shall be fi4y funded for- eaeh of the fiseal years. Of thase-m-m 9 , 1Q 11 12 , if there are any vaeaneies 13 > termination, qeit, 14 15($62,000) oil 16 an annual basis per vaeaney. This meiiey &heA4 be eeeaunted -&-;*- ka A- budget line 17 eiifitled "salafy „ u „ shall be used te pay peFseams- e 1- a- A- 18 19 , ineFeased we'. 20 21 r. -956 02-- 3 0 City �. Union V Date ?— Z��Riv@,AelLASOR RRATIONS'� SHARSDIAAA Union ContraCWF1RDIAFF - Final • Marked 01.04.dor. City Proposal 3116/02 1 2 3 > > 4 �hufidfed &Rd tw8fitY (120),.the e9ist feF the emess-persenne! (there over- the 120) will 5 Set be Pa4d &efa the "WaFy mseFves" line of the bedget-. 5 36-8. StaF6Hg GetebeF 1, 1995, the 12im Qjef shall see that & mefithly pepept 7 gII u 'es used, >eveFtime 10 . 11 12 aesumulate dwing the life of this Apeemest and sh&U not be shaped with the 13 14 -96- 02-- 345 atY.�_ Union Date 3 � Z:IRNerside'I.ABOR_REI.ATIONS1 SHARED%AAA Union ContractslFIAVAFF - Final - Marked 01-04.doc City & Union Proposal No Change 3115102 i ARTICLE 37 2 STATION COMMANDERS 3 37.1. All Station Commanders shall receive a one percent (1%) increase in 4 wages. Openings for Station Commander after this Agreement becomes effective s shall be filled in the following order: _ 6 A) The senior in grade Captain assigned to the station requesting the 7 assignment. s B) If no requests are made, the least senior in grade Captain assigned to 9 the station shall be the Station Commander. 10 02.- 345 -9 City Union Date _' Z Z:1RiversidoUBOR_RELATIONSI_SWARED\W Union ContractslFIRRAFF . Final • Marked 01-04.doc City Package Proposal No Change 7/30/01 Agreed I ARTICLE 38 TQTAL AGREEMENT 3 38.1. The parties agree that this Collective Bargaining Agreement a represents the total agreement during the life of this contract, and no requests shall s be made to increase the cost of wages, hours and working conditions through the 6 Civil Service Board, City Manager, the Mayor, or the City Commission during the 7 life of this Collective Bargaining Contract. 8 -98 City �` Union Z:1RiversidelLABOR_RELATION81_SHAREDVM Union ContractslFIRVAFF - Final - Marked 01-04.dne 02— 30 Date --_ Union. proposal No Change 7109101 Agreed 1 ARTICLE 39 2 REPRESENTATION OF THE CITY 3 39.1. The City shall be represented by the City Manager, or an individual a designated in writing to the Union by the City Manager. The City Manager shall 5 have authority to execute an Agreement on behalf of the City upon being directed 6 by an official resolution of the City Commission. 7 39.2. It is understood that the City representative or representatives are the s official representatives of the City for the purpose of negotiating with the Union. 9 Negotiations entered into with persons other than those as defined herein, 10 regardless of their position or association with the City, shall be deemed 1 i unauthorized and shall have no weight of authority in committing or in any way 12 obligating the City. 13 -99 AP City �,�.-� Union Date �; U� _ ' 45 Z:tiRiverside\LABOR_RELATIONS1_SHAREI31AAA Union Contracts\FIREVAFF • Final -Marked 0144.doc Union. Proposal No Change 7109101 Agreed 1 ARTICLE 40 2 REPRES ATION OF THE ON 3 40.1. The bargaining unit shall be represented by the President of the 4 Union or by a person or persons designated in writing to the City Manager or s his designee by the President of the Union. The identification of 6 representatives shall be made each year prior to April 1. 7 40.2. The President of the Union, or the person or persons designated s by said President, shall have full authority to conclude a collective bargaining 9 agreement on behalf of the Union subject to a majority vote of those 10 bargaining unit members voting on the question of ratification. 1 40.3. It is understood that the Union representative or representatives 12 are the official representatives of the Union for the purpose of negotiating 13 with the City. Such negotiations entered into with persons other than those 14 as defined herein, regardless of their position or association with the Union, 15 shall be deemed unauthorized and shall have no weight or authority in 16 committing or in any way obligating the Union. 17 40.4 It shall be the responsibility of the Union to notify the City 18 Manager or designee in writing of any changes in the designation of the 19 President of the Union or of any certified representative of the Union. 02— 345 -100- city .s.� Union Date / � Z Z;hRiversideUBOR_RELATIONS -SHAREDV,AA Union ConfragslFIREVAFF- Final- Markedol-ocdoc i • City & Union Proposal No Change 5/15102 1 ARTICLE 41 a AGREEMENT IN THE EVENT OF TRANSFE19 3 41.1. The City agrees that in the event of a transfer of the Fire Department or its functions to Miami -Dade County, all the rights and benefits of the transferred s employees guaranteed under this Agreement shall be. continued for the term of this 6 Agreement. 7 -aoi- o�,- 345 City , _ Union Date r ZWvers1de1LASOR RELATIONSSHAREDIAAA Unian Contracts\FIRMIAFF •Final - Marked 01.04.doc • LJ Union Proposal 8/14/01 Agreed 1 ARTICLE 42 2 SA GS FRU SION 3 42.1. If this Agreement or any provision, section, subsection, sentence, a clause, phrase or word of this Agreement is declared invalid by a court of competent s jurisdiction, the remainder of the Agreement shall remain in fizll force and effect. 6 The parties will meet, promptly, to negotiate replacement language in accordance 7 with Chapter 447, Part H, Florida Statutes. s . 9 10 Ae& 11 -1a City Union ZAversidelABOR PRATT)% SHAREDAAA Union COMMCWFIRMIAFF - Final - Marked 01.04.doc Date 02— 345 • 1 2 3 ARTICLE 43 PENSION 0 City Proposal 3115/42 4 43.1. Employee pension contributions 5 A. Effective the first full pay period following October 1, 1999, employee 6 contributions will be reduced to seven percent (7%). 7 B. In future years, employee contributions to fund pension benefits shall s be seven percent (7%) or equal to the City's contribution, whichever is 9 less. io 43.2. Individual Contribution Accounts (ICA's) 11 A. Should the employee contribution be less than seven percent (7%), the 12 difference between the seven percent (7%) and the actual contribution 13 shall be deducted from the employee's paycheck and placed into an 14 individual` contribution account, as part of the FIPO Trust. Individual 15 contribution accounts shall be established as allowed by the IRS Code. 15 Only if it is found that the IRS Code does not allow for an individual 17 account, the reduction in contribution shall be reflected in the 18 employee's paycheck. 19 1. Earnings: Interest on ICA's shall be determined in the same 20 manner as the COLA transfer methodology. Interest shall be 345 City Union Date 3111AL— City Proposal 3115102 credited periodically to the ICA's as determined by the FIPO 2 Board's actuary, but not less than once a year. 3 2. Disbursements: Employee contributions and earnings in ICA's 4 shall be deemed one hundred percent (100%) vested upon 5 deposit. Upon the employee's separation, ICA balances shall be 6 disbursed as provided under the IRS Code. Disbursement of 7 ICA funds may only occur upon. separation or as mandated $ under the IRS Code. 9 43.3. Eligibility Rule of 64 - Effective upon ratification an employee may elect 10 service retirement on the basis of his or her combined age and creditable service 11 equaling sixty-four (64), provided the employee has reached minimum vesting 12 requirements. 13 43.4. Employees eligible for service retirement under Section 40-203 of the Miami 14 City Code shall be entitled to: 15 A. Retirement Allowance. 16 1. Effective October 1, 1998, an employee shall be entitled to 17 receive a retirement allowance equal to three percent (3%), is times years of creditable service of the employee's average final 19 compensation for the first fifteen (15) years of service and 3.5% 20 for each year of service in excess of 15 years of service. -�4 02- 345 Cityi Union Date 4 J 7•1Rntn,o;,iei horto t c, �rtnnrc• csanoen� =rper AcC. r;-1 4.414, n. • 0 City Proposal 3115102 1 2. Upon ratification of the labor agreement employee retirement 2 allowances shall not exceed one hundred percent (100%) of the 3 employee's final' average compensation with the following 4 exceptions; 5 a) Employees, whose retirement allowances, prior to October 6 1, 3998, who had already earned one hundred percent 7 (100%) or greater of the employee's average final 8 compensation shall continue to accrue pension benefits as 9 outlined under 43.4, A 1. 10 b) Effective upon ratification, employees whose retirement 11 allowance exceeds one hundred percent (100%) of their 12 average final compensation as of October 1, 1998, due to 13 the multiplier change, shall be capped at the new 14 percentage. 15 43.5. Deferred Retirement Option Plan (DROP) - The DROP of the Retirement 16 System shall consist of a Forward DROP and Benefit Actuarially Calculated DROP 17 (BACDROP). 18 19 09- 145 - firy[ Union Date City Proposal 3/15/02 1 GENERAL, PROVISIONS 2 A. Eligibility 3 1. Any firefighter who has reached age fifty (50) with ten (10) years 4 of creditable service, or who has attained a combination of age 5 plus years of creditable service equal to sixty four (64), shall be 6 eligible to participate in the DROP. 7 B. Election to participate 8 1. Upon election of participation in the DROP, by using forms and 9 procedures as prescribed by the Board of Trustees, a firefighter's 10 creditable service, accrued benefits, and compensation 11 calculation shall be frozen and shall be based on the single 12 highest year preceding participation in the DROP, as the basis 13 of calculating the DROP payment. Upon commencement of 14 participation in the DROP, the employee contribution and the 15 City contribution to the Retirement System for that employee 16 shall cease, as the employee will be earning no further service 17 credit. The employee shall not acquire additional pension credit 18 for the purposes of the pension plan but may continue City 19 employment for up to a maximum of psi f4Yg1 20 months. 02- 345 -105 - Ckv Union Date City Proposal 3115102 1 C. Maximum participation 2 1.. The maximum period of participation in the DROP, is 3 f6j±y eight_ _C48months. Once the maximum participation 4 has been achieved, the bargaining unit member must terminate s employment., except that those bargaining unit members who 6 are in the DROP as of the ratification of the agreement covering 7 the period of October 1, 2001 through -September 30, 2004 will s be allowed to extend their DROP to a maximum of 48 months. 9 D. Creation of individual account 10 1.. For each person electing participation in the DROP, an 11 individual account shall be created. 12 E. Earnings on DROP account 13 1. The Board of Trustees of the Retirement System shall establish, 14 by administrative rule, a series of investment vehicles which 15 may be chosen by participants in the DROP. Any losses 16 incurred on account of the option selected by the participant 17 shall not be made up by the City of Miami or the FIPO trust 18 fund, but any such loss shall be borne by the participant only. 19 Upon participation in the DROP, the member shall make a 20 selection of the earnings program on forms provided by the -106. 345 City_ Union Date V�� City Proposal 3115102 1 board. All interest shall be credited to the employee's DROP 2 account. 3 F. Distribution of DROP_ benefits 4 1. Upon conclusion of a period of participation in the DROP not to 5 exceed the maximum -set forth in Section 4�.5. C, the member 6 shall terminate employment. Upon termination of employment, 7 a member may receive payment from the DROP account in the 8 following manner: 9 a) Lump sum distribution; 10 b) Periodic payments; 11 c) An annuity; 12 d) Rollover of the balance to another qualified retirement 13 plan, 14 2. A member may defer payment until the latest date authorized 15 by Section 401(a)(9) of the Internal Revenue Code. 16 G. Disability or Death during DROP participation 17 1. Disability - A DROP participant shall not be entitled to receive 18 an ordinary or service disability retirement. 19 2. Death - In the case of the death of a DROP participant, there 20 shall be no accidental death benefit for pension purposes. 02- 345 -107 City C� Union Date City Proposal 5115102 1 This article shall not effect any other death or disability benefits 2 provided to a firefighter under federal law, state law, City ordinance, 3 or this .Agreement. 4 H. COLA participation 5 1. Eligibility for payments for cost of living adjustment (COLA) 6 shall not commence until a member has actually separated from 7 employment with the City. COLA service years shall be based 8 upon creditable years of service in calculating the employee's 9 pension. For the purpose of complying with Section H(3)(m) of 10 the Amended Final Judgment in Gates, the employee's "Date of 11 Retirement" shall be the date of actual termination of 12 employment as a firefighter with the City of Miami and not the 13 date of election to DROP. 14 1. Any employee who enters into a DROP agreement shall be bound by 15 the terms and conditions of that said agreement- except ass a 'fled 16 under a tion 43.5. Q. above. 17 1s 43.6. FORWARD DROP 19 A. The date of entry into the FORWARD DROP shall be the beginning of 20 a pay period. Payment shall be made by the retirement system into -1os� 02— 345 City �^ Union Date *,�&— ' City Proposal 3115102 1 the employee's DROP account in an amount equal to the regular 2 monthly retirement benefit which the member would have received 3 had the member separated from service and commenced the receipt of 4 benefits from the system. The amount of the monthly benefit shall be 5 determined based on the creditable service, average final 6 compensation, and retirement option selected in accordance with 7 Section 40-203(m) of the Miami City Code. Upon conclusion of a period 8 of participation in the DROP not to exceed the maximum set forth in 9 Section 45.3 C, the member shall terminate employment with the City 10 of Miami. 1 i B. Election of a FORWARD Drop Program precludes participation in a 12 BACDROP Program. 13 14 43-7. BACDROP 15 A. Eligibility: Effective upon ratification of the labor agreement an 16 employee may elect to BACDROP to a date no further back than the 17 date of their retirement eligibility date. The BACDROP period must 18 be in 12 month increments, beginning at the start of a pay period, not 19 to exceed Sfi Ad months. Participation in the BACDROP does not 20. preclude participation in the FORWARD Drop program. 02- 345 -109 Cuy Union Date Z_ C • City Proposal 3116102 1 B. The benefits for purpose of the BACDROP will then be actuarially 2 calculated to be the equivalent to the benefit earned at the date of 3 retirement. Said calculation will consist of the present value of 4 benefits being equal to the actuarially reduced benefit, plus a lump 5 sum with interest, as determined by the Pension Board's actuary. 6 Employee contributions will not be returned for the period of time 7 covered by the BACDROP Program. 8 C. Lump Sum. The lump sum as calculated by the Board's actuary will be 9 based on the assumed investment return of the fiend without discount 10 for mortality and deposited into the newly created DROP account. 11 43.6. 43.8. investment Expenses: Effective as of the actuarial valuation for 12 October 1, 1998, the investment return assumption shall be net of any investment 13 expense assumption. 14 437 43.9. Leave Balance Payoff Options. Employees electing to retire may select 15 one of the two following leave balance payoff options: 16 A. Payment of leave balances upon retirement as currently specified 17 under the labor agreement and/or leave payoff practices. 18 B. The City shall fund up to a maximum of three (3) whole creditable 19 service years for the employee based upon the value of the employee's -1 P2- 345 City �_ Union Date -( r ,�,. � ,1np . r,aP, P�„prroe , �.. ..., n..........•a �'CC�iA=� _ .. �nl. k;­V6.+n,.n. A... • s City Proposal 3115102 1 available leave balance at time of retirement less required withholding 2 taxes at present value as actuarially determined for each individual 3 employee. , a Eemployees may also purchase the Femaindef ef three (3) whole s creditablea 'ce years. by payment of cash to the Pension Trust or a 6 tax qualified transfer of funds from a members 457 Deferred 7 Com ensation Plan at prgsent value as actuarially determined for jh 8 individual a to ee. In no case shall a member purchase more than 9 three f3} years of service throueh any combination of the above 10. provisions. The hourly rate for calculation of the leave balances shall 11 be as specified under the labor agreement and or leave payoff practices. 12 The purchase of service years under this option may not be utilized for 13 service/Rule of 64 retirement eligibility. I'—in the h.4.-__ the la 15 16 43.10 Funding of Pension. 17 1.Normal Cost: 18 a. IQ reg . _to Normal Cost calculation, if theCitv's 19 actuu ry and the F.IPO bogrd's actuary, cannot a_ 20 to the, Normal Costs as outlined in Gatates within 90 - 111 City , _ Union -.. �:. ..,.:a., - - «�..� .�� ., r:.•yCr1i19a���...n A..-�._..,..CIfl�IACC. Gina# -1 � 02-- 345 Date -� 2r • 1 E 3 City proposal 3115102 days of the first submission of actuarial calculations the hall select an Inde endentActua . b. If the parties are unable to select an Independent 4 Actuary within 45 days, either party shall have the 5 right to have the American Academy of Actuaries 6 appoint one. If any actuM selected is unacce table 7 to both parties due to excessive expense, conflict, or g other good cause the above time frames shall be 9 extended by 45 days to accommodate the selection of 10 another actuary. 11 C. It is the intent of the parties to resolve normal. cost 12 issues within 9 months of the first actuarial 13 submission The parties agree, the actuary ma 14 allow either partes for good cause to extender 15 another 90 days. 16 17 18 02-- 345 112 reg3) City Union Date —44&Z— :3nn o^,!+�n>•C� Cuh'-7Cnv. .�,,, nnlr?r.h`CfP�lA V;—I-11ar�6r�^�.nl +nr City & Union Proposal No Change 3115102 1 ARTICLE 44 2 REVENUE INCENTIVE PAY 3 4 44.1. Effective the first full pay period following January 1, 1999, bargaining 5 unit member's, shall receive, in recognition of their efforts in generating new 6 revenue, a "revenue incentive" wage payment of three and seven tenths (3.7%) 7 percent. 8 The revenue incentive wage payment shall be segregated on the employees 9 paycheck stub so employees realize the pay is based upon their performance. The io revenue incentive wage payment will not be rolled into any pay supplements. 11 -114 eg) Cih' Union Date Z"F'WrSWO 420FLREU17IoNS1_5HARFDIW Union Cont OWTIREVAFF • Final - Marked 01-04.doe City & Union Proposal 3115142 1 ARTICLE 45 2 TUITION R,EEM13 ISEME 3 45.3. It is agreed between the parties that, effective upon ratification of the 4 labor agreement, a tuition reimbursement program designed to encourage s bargaining unit members to improve their job performance and increase their value 6 to the City by pursuing courses of study related to their job duties at Miami -Dade 7 County, Broward County or other approved County educational institutions shall be s established. Other educational programs may be covered, provided the City and the 9 Union mutually agree upon the inclusion of the educational program. 10 45.2. Any full-time sworn, permanent bargaining unit members shall be 11 eligible to participate in the Tuition Reimbursement Program. Tuition 12 reimbursement provided under this Article shall not be subject to budgetary 13 constraints. 14 45.3. All course work must be taken at or from an accredited college, 15 university or educational institution approved by the City Manager or the Labor 16 Relations Officer. Course work taken under provisions of this Article must be 17 directly related to the bargaining unit member's job duties. Class attendance will 18 be on the bargaining unit member's own time unless otherwise noted in the course 19 announcement and authorized by the City Manager or the Labor Relations Officer. 20 45.4. Effective upon ratification of the labor agreement reimbursement will 21 be limited to lab fees, books and to straight tuition costs up to a maximum of 115-a2_. 345 City .� Union Date a,za 7 Rn�arc�r+oU, AF(1G qCi 9T!(?i•?S} CI-IA17C'}tiG?A I jr�, f � trar!gT1PP,IAFF . Final • Markari nl-PA Awe City & Union Proposal 3115102 1 $6AA.9A $1000 in a calendar year. $eeakeels, and a#ne Ur 2 The reimbursement 3 limitations specified in this Article do not apply to the educational reimbursement 4 specified in Article 26- Education. s 45.6. To be eligible for reimbursement, the bargaining unit member's must 6 successfully complete the course work and provide evidence of successful completion 7 to the City. Successful completion must be evidenced by a grade of "Crr or better. 8 45.6. Procedures for reimbursement will be as follows: 9 A. The bargaining unit member must obtain three (3) copies of the 10 Application for Tuition Reimbursement form for each course 11 from his department or the Human Resources Department. 12 B. The bargaining unit member must complete the application in 13 triplicate and submit it to the Fire Chief prior to registration at 14 the education institution. 15 C. The Fire Chief will then review the application and if approved 16 forward the original and one copy to the Human Resources 17 Department. If the application is disapproved, it is then 18 returned to the bargaining unit member by the Fire Chief. 19 D. The Human Resources Department has the authority to approve 20 or disapprove the'application, and applications not approved will -116- city .� Union PDate ' ° 5 ZAAiverside`LABOR_ RELATIONS. SHAREDiAAA Union CantradsTIRVAFF • Final . Marked 01-04.doc • • City & Union Proposal 3115102 1 be returned to the Fire Chief with the reason for rejection noted 2 thereon. 3 45.7. in the event the bargaining unit member resigns or is terminated from 4 the City within one (1) year following; completion of the course(s) for which City 5 funds have been expended, the amount of tuition reimbursement paid to the 6 bargaining unit member will be reimbursed to the City by the bargaining unit 7 member upon his termination from the City through a deduction from his final 8 paycheck. 9 45.8. Upon completion of the course work, the bargaining unit member must 10 submit his semester grade report together with the tuition fee receipt to the Fire 11 Chief. The Fire Chief will submit the approved application for tuition 12 reimbursement along with the bargaining unit member's semester grade report to 13 the Finance Department who shall then reimburse the bargaining unit member for 14 the City's share of the tuition reimbursement. The Fire Chief will advise the 15 Human Resources Department of the employee's satisfactory completion of the 16 course. 17 -117 00, City 2 . Union Date 46r1-- 7`PiVPr9'rdP't APOM AE! AT1O^IS' SHA McOkLAA �Jninn n,fra^tc`FTPPJAFF • Fin»I . MArkarl r7t•na am S City & Union Proposal No Change 3115102 I ARTICLE 46 z BARGAINING UNIT MEMBERS KILLED IN THE LINE OF DUTY 3 46.1. Effective October 1, 1998, any full -tune Bargaining Unit Member who 4 is killed while in the performance of his or her official duties or who subsequently s dies from injuries within 12 months of the incident from his or her wounds shall be 6 given a promotion to the rank of Battalion Chief Leave balances will be paid off at 7 the hourly rate of the newly promoted rank. The beneficiary of the deceased shall 8 receive a sum of $100,000 from the City of Miami upon said employee's death. 9 Application shall be made to the Human Resources Department for payment of such 10 death benefits. li -118 02- City ._.�L Union 5 Date �� � z:1RhrersidetMOR_REI.ATIONSLN $HAREDIAAA Union ContrartslFIRE1IAFF-Final - Marked 01.04.doe Ocity & Union Proposal 3115102 1 NEW ARTICLE 47 2 RETIREE HEALTH PLAN 3 4 47.1. The Rarties agree that the union will establish the Miami Association 6 of Fire Fighters IAFF-Local 587 Retiree Health Plan "RHP" consistent with 7 current IRS Rules and Regulations. s 9 47.2. Eligibility for memb§jgbjp,-taxabi1ity. membership,-taxability.funding and administration of 10 the RHP including Board of Trustees com osition and investment poligy will be as 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 outlined in. the RHP Plan Document _and/or Trust AMreement. which shall be established no later than Janua 2 03. Prior to janualy 1 2003 the arties agree to modify the existing Leave Balance Transfer Agreement between the IAFF FOP and City of Miami in order to Rrovide for sick balance transfer. 47.3. The RHP will establish individual accounts for each member in the RHP. 47.4. Effective January 1. 2003, or as soon thereafter as possible. it is the intent of the parties that a on severance of service from the -Department all members will have their sick leave balances calculated at their rate of pay at time of severa ced transferred to their Plan accounts. 47_5 The vgrties agree that any losses, -chglrges or expenses incurred bv_b-e participant in the RHP will be home by the Rartip'pant and shall not be made upby the City of Miami the IAFF or the RHP. `�•� -119 City Union _ Date Z.lRiverside\LA80R_RELA7i0NS�-SHARED44AA Union ContraatsTiRejAFF - Final - Marked 01-04.doc kity & Union Proposal 3115102 I ARTICLE 4.7 48 2 TERN[INAT—ION-AM MODIFICATION 3 47-4- 48.1. After a majority vote of those bargaining unit members voting on 4 the question of ratification, and thereafter upon its ratification by an official 5 resolution of the City Commission ratifying the Agreement and authorizing the City 6 Manager to sign the Agreement on behalf of the City, then the Agreement, upon 7 being signed by the appropriate Union representative and the City Manager, shall s become effective October 1, 4Q" 2-01, except where otherwise stipulated. This 9 Agreement shall continue in force until September 30, 2894 2004. Io 47-&, 48.2. On or before May 1, 2NI 2004 the Union shall notify the City in II writing of its intention to renegotiate the Agreement in force and attached thereto 12 shall include a list of proposals which shall inform the City of the items which they 13 desire to negotiate, together with specific language describing its proposals. The 14 changes indicated in the proposals shall be designated with a strike through of 15 deleted language and new language will be underlined. 16 4 4 ; On or before May 1, 20 2004. the City shall present the Union 17 with a list of proposals it desires to negotiate together with specific language 18 describing its proposals. The changes indicated in the proposals shall be designated 19 with a strike through of deleted language and new language will be underlined. r -I2 .:'amity Urian Z:I91rersideWl6oR_RELATIONS\_SHAREDNA Union GbntractsTIREVAFF- Final - Marked 01.04,doe Date 2- 345 City & Union Proposal 3116102 1 4-.4: 48.4. Initial discussions shall thereafter and no later than June 1, " 2 2004, be entered into by the City and the Union. 3 47-A- 48.5. Such discussions shall be concluded by the signing of a proposed 4 agreement pursuant to Florida law. 5 Agreed to this day of , 449 2002, by and 6 between the respective parties through an authorized representative or 7 representatives of the Union and by the City Manager - 8 9 10 11 12 13 ATTEST: INTERNATIONAL ASSOCIATION OF 14 FIREFIGHTERS, AFL-CIO, LOCAL 587 15 16 17 18 I9 President -12 4�) City G) Union Date��- '" 3 4 5 Z.IRiversidMLABOR—RELATIONSLSWARED\AM Union ConVactAFIRSAFF - Final - Marked 01.04.doc 1 2 ATTEST: 3 a 5 6 r. S 9 10 11 12 13 14 CITY CLERK 15 16 17 APPROVED AS TO FORM - 18 AND CORRECTNESS 19 20 21 CITY ATTORNEY City & Union Proposal 3/15/02 ON THE PART OF THE CITY OF MIAMI, MIAMI, FLORIDA City Manager •12 . City Union Date Q 2 Z w ed ABBR RELATIONSI SHARED1AAA Union ContracWIRE11AFF -Final - Marked 01.04.doc City Proposal Delete 6/07/01 Agreed K3 4 , the -1—ate-m—stienal Asseeiatien of 7 , 10 11 12 13 14 1 1 SON fiRVIM mTrf.9 123 P A 345 City Union Date .~ Z:1Riverside\LABOR RELA710NS1_SHAREDWW Union ContractfflRSIAFF • Final • Marked 01.04.doc CITY OF MIAMI, FLORIDA 3 INTER -OFFICE MEMORANDUM TO: The Honorable Mayor and DATE: March 20, 2002 FILE: Members of the City Commission susJECT : Resolution Ratifying Labor Agreement between City of Miami and IAFF FROM: i nez REFERENCES: City Manage ENCLOSURES: RECOMMENDATION It is recommended that the City Commission authorize the City Manager to enter into a collective bargaining agreement between the City of Miami and the International Association of Firefighters (IAFF) for the period October 1, 2001 through September 30, 2004, per the attached Resolution. BACKGROUND In April of 2001, the City and the IAFF began negotiations for a new labor agreement to replace the one expiring on September 30, 2001. On March 14, 2002 the City and the IAFF reached agreement on a successor labor agreement for the period of October 1, 2001 through September 30, 2004. Changes to the three-year labor agreement provide for the following: Across the Board Increases: April 1, 2002: October 1, 2002: October 1, 2003: April 1, 2004: LonevAy Increases: 4.5% (includes 1% catch-up) 3.6% (includes 1% catch-up) 2% Of 21 Years of Service: 2'/2% increase to 5% 22 Years of Service: 21/2% (new longevity step) CAMy Documents12001 NegotiationsUAFF-CAG-MayorCComm-CoverMemo.doe • Pay Supplements: ALS Assignment: PaY Su lements continued.• Paramedic Assignment: Special Teams: Technical Rescue Teams: Air Truck Coordinator: Safetv Shoes: • 1% (effective October 2002) 1% (effective October 2002) 1% (effective October 2003) '/a% increase 1.5% (retroactive to October 1, 2001) 2% (effective upon ratification) 5% (effective upon ratification) Increase from $75 to $100 annually Tuition Reimbursement: Increased from $600 to $1000 annually Group Insurance: Employee premiums increased by 20% upon ratification, 10% in January 2003, and 10% in January 2004, as well as an increase in employees co - pays resulting in a savings to the City of $99,052 annually. The City and the IAFF also agreed to the establishment of a labor/management committee to determine how to provide medical treatment and equipment to curtail excessive .medical costs in certain areas, and to modify the method of providing supplementary pay to employees injured in the line of duty thus reducing administrative costs to the City. Other items agreed to by the City and the IAFF include extending the DROP program to 48 months effective upon ratification of the labor agreement, providing the option to establish a Post Retirement Health Plan, allowing for the use of deferred compensation monies to buy up to three years of service time at present value as actuarially determined, deleting language requiring the City to fund vacancies and language changes to other areas of the labor agreement providing the City greater flexibility to manage. A cost summary of the changes to the 1AFF labor agreement is attached for your review. CAG/RSW/rsw C.Wy Documents12001 NegotiationSUAFF-CAG-MeyorCC=m-COverMemo.doc 02- 345 A5 IAFF Local 587 - Fire 2001-2Q04 IAFFLocal 587 - Fire(2001-2004)..Additional WAGES 4.5% April 1, 2002 New Costs FY 2002 FY 2003 $ 742,573 FY 2004 3.6% October 1, 2002 2.0% 10103 PLUS 2.0% 4104 $ 1,241,582 $ 718,173 LONGEVITY INCREASES 2.5% 0 21 Years (to 5%) 2.5% @ 22 Years (New) $ $ 144,519 219,939 $ $ 4,646 5,165 $ $ 3,351 6,206 PAY SUPPLEMENTS 1% -ALS Assign. (1011102) 1 % - Paramedic Assign. (10102 & 10103) 112%- Special Teams 5% - Air Truck Coordinator Technical Rescue Team 1.5% - 10101 PLUS .5% - 4/02 $ $ $ $ $ 31,397 57,408 31,280 1,180 25,104 $ $ $ $ $ 146,011 220,797 7,909 110 1,849 $ $ $ $ $ 36,458 229,717 9,143 127 2,138 SAFETY SHOES $100 Annually ($25 increase) $ 15,200 $ 15,200 $ 15,200 TUITION REIMBURSE ENT $1000 Annually ($400 increase) $ 10,400 $ 10,400 $ 10,400 GROUP INSURANCE Increase in employee co -pays $ (43,978) $ 175,909) $ 175,909.00 Increase in employee premiums (20% - 02, 10% - 03, 10% - 04) $ 72,384 $ 99,052 $ 99,052 TOTALS $ 1,162,638 $ 1,378,708 $ 755,952 02-- 145 LBFi -312012002 10 IAFF Local 587 - Fire 200 - 0 „ 2 L R - S/20/2002 02-