HomeMy WebLinkAbout25153AGREEMENT INFORMATION
AGREEMENT NUMBER
25153
NAME/TYPE OF AGREEMENT
INTERNATIONAL ASSOCIATION OF FIREFIGHTERS, AFL-CIO
LOCAL 587
DESCRIPTION
COLLECTIVE BARGAINING AGREEMENT/OCTOBER 1, 2023 -
SEPTEMBER 30, 2026/FILE ID: 16149/R-24-0225/MATTER ID:
23-163
EFFECTIVE DATE
October 1, 2024
ATTESTED BY
TODD B. HANNON
ATTESTED DATE
7/25/2024
DATE RECEIVED FROM ISSUING
DEPT.
8/23/2024
NOTE
AGREEMENT
BETWEEN
CITY OF MIAMI, FLORIDA
AND
INTERNATIONAL ASSOCIATION OF FIREFIGHTERS, AFL-CIO
LOCAL 587
OCTOBER 1, 2023 THROUGH SEPTEMBER 30, 2026
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TABLE OF CONTENTS
ARTICLE PAGE(S)
AGREEMENT 4
RECOGNITION 1 5
NO STRIKE 2 6
UNION BUSINESS 3 7
DISCRIMINATION 4 10
PREVAILING BENEFITS 5 11
MANAGEMENT RIGHTS 6 12
UNION REPRESENTATIVES 7 14
NOTICES 8 15
SHIFT EXCHANGE 9 16
VACANCIES -- PROMOTIONS 10 17
BULLETIN BOARDS 11 21
LINE OF DUTY INJURIES 12 22
SAFETY COMMITTEE 13 27
SPECIAL MEETINGS 14 29
GRIEVANCE PROCEDURE 15 30
SAFETY SHOES 16 35
GROUP INSURANCE 17 37
WAGES 18 40
VACATION TIME 19 47
OVERTIME 20 49
CALL BACK PAY 21 51
WORKING OUT OF CLASSIFICATION 22 52
HOLIDAYS 23 53
RESERVED 24 55
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ARTICLE PAGE
FAMILY LEAVE AND LEAVES OF ABSENCE 25 56
RESERVED 26 58
BEREAVEMENT LEAVE 27 59
PHYSICAL EXAMINATIONS 28 61
LOSS OF EQUIPMENT 29 62
BLOOD DONORS 30 63
SUBSTANCE/ALCOHOL
PERSONNEL SCREENING 31 64
HOURS OF WORK 32 73
PERSONNEL ALLOCATION 33 74
EMPLOYEE RIGHT OF REPRESENTATION 34 75
RESIDENCY 35 78
SHIFT STRENGTH 36 79
STATION COMMANDERS 37 80
TOTAL AGREEMENT 38 81
REPRESENTATION OF THE CITY 39 82
REPRESENTATION OF THE UNION 40 83
AGREEMENT IN THE EVENT OF TRANSFER 41 84
SAVINGS PROVISION 42 85
PENSION 43 86
SICK TIME 44 91
TUITION REIMBURSEMENT 45 93
BARGAINING UNIT MEMBERS KILLED IN
THE LINE OF DUTY 46 96
RETIREE HEALTH PLAN 47 97
TERMINATION AND MODIFICATION 48 98
APPENDIX B
APPENDIX C
APPENDIX D
APPENDIX E
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AGREEMENT
THIS AGREEMENT is entered into by the CITY OF MIAMI, FLORIDA, a municipal
corporation, (hereinafter referred to as the "City"), and the INTERNATIONAL ASSOCIATION
OF FIREFIGHTERS, LOCAL #587, (hereinafter referred to as the "Union"). The City and the
Union shall jointly hereinafter be referred to as the Parties. It is the intention of this Agreement
to provide for wages, fringe benefits and other terms and conditions of employment. It is further
the intention of this Agreement to prevent interruption of work and interference with efficient
operation of the City of Miami and to provide for an orderly, prompt, and just manner of handling
grievances.
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ARTICLE 1
RECOGNITION
1.1. The City hereby recognizes the Union as the sole and exclusive bargaining agent
for all persons in the Fire Department within the following classifications: Firefighter, Fire
Lieutenant, Fire Captain, and Chief Fire Officer. Excluded are all other employees and
classifications, and specifically excluded are: Fire Chief, Deputy Fire Chief, Assistant Fire Chief,
and Executive Officer to Fire Chief.
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ARTICLE 2
NO STRIKE
2.1. "Strike" means the concerted failure to report for duty, the concerted absence of
employees from their positions, the concerted stoppage of work, the concerted submission of
resignations, the concerted abstinence in whole or in part by any group of employees from the
full and faithful performance of their duties of employment with the City, participation in a
deliberate and concerted course of conduct which adversely affects the services of the City, or
picketing in furtherance of a work stoppage either during the term of the Collective Bargaining
Agreement or after the expiration of a Collective Bargaining Agreement.
2.2. Neither the Union, nor any of its officers or agents, nor members covered by this
Agreement, nor any other employees covered by this Agreement, will instigate, promote,
sponsor, or engage in any strike, sympathy strike, slowdown, concerted stoppage of work,
picketing in support of a work stoppage, or any other activity which prohibits an employee from
reporting for duty.
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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 during the term of this agreement only for Union time spent directly representing
employees in the bargaining unit; including, but not limited to, collective bargaining; attendance at
conferences; and grievance and disciplinary activities. 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 by the Union President 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 time. It is
incumbent upon the Union to submit the appropriate forms. Failure to submit the appropriate forms
may result in denial of the Union pool time, as well as a delay in payment to the employee for Union
pool time.
3.3. To qualify for Union pool time, bargaining unit members must be active and current
employees (not relieved of duty for any reason that is unrelated to the performance of official Union
business) with the City._ Bargaining unit members may 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.
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3.4. Employee Organization Time Pool hours will be used on an hour for hour basis,
regardless of the hourly rate of the bargaining unit member using Time Pool time. Effective October
1, 2006, the hours used by the Employee Organization President and as of October 1, 2016, and his
designee while released from duty shall no longer be charged against the Employee Organization Time
Pool Bank. In reporting a bargaining unit member's absence as a result of utilizing the Organization
Time Pool, the daily attendance record shall reflect:
"John Doe on EUP" (Union Time Pool)
3.5. Any injury received or any accident incurred by a bargaining unit member whose time
is being paid for by the Employee Organization Time Pool, or while engaged in activities paid for by
the Employee Organization Time Pool, except the Employee Organization President and the designee
when on full-time release, shall not be considered a line -of -duty injury, nor shall such injury or accident
be considered to have been incurred in the course and scope of his employment by the City within the
meaning of Chapter 440, Florida Statutes as amended. This section shall not include benefits attainable
through F.S. 112.181.
3.6. Upon written request through channels, only the Employee Organization President and
a designee will be released for the term of this Agreement from his or her regularly assigned duties for
the City of Miami Fire Department. The terms of this Agreement for such release are only to be
implemented if the following qualifications are met by the Employee Organization:
A. The Local 587 President and a designee will reasonably be available at the Local 587
Office currently located at 2980 N.W. South River Drive, Miami, Florida, 33125, for
consultation with the Management of the City.
B. The Employee Organization President shall be the only Bargaining Unit
representative released on "EUP" time to appear before any City Board or
Commission. In the absence of the President, the President's designee may represent
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the Employee Organization; however, the designee must comply with Section 2 of
this Article.
C. The Time Pool will be charged for all hours during which the designee is off -duty
release except for absences due to use of vacation leave, compensatory leave, sick leave,
or holidays will be charged to the designee's employee leave accounts. The Employee
Organization President and designee shall not be eligible for overtime or compensatory
time, unless performing work in excess of the normal work week for the Fire
Department in his/her civil service classification.
3.7. All applicable rules, regulations, and orders shall apply to any bargaining unit member
on time pool release. Violations of the above -mentioned rules, regulations and orders shall subject the
bargaining unit member on pool time to the regular disciplinary processes currently provided for in the
Miami Fire Department.
3.8. The City reserves the right to rescind the provisions of this Article in the event any
portion of the Article is found to be illegal. Canceling the Article shall not preclude further negotiations
of future employee pool time.
3.9. Each bargaining unit member covered by this Agreement may voluntarily contribute
vacation time to the Time Pool in twelve (12)-hour increments.
3.10. Each bargaining unit member who wishes to donate time will use a time pool donation
form, which will be provided by the City. This form shall include language releasing the City from
any and all liability to pay for vacation time contributed by the bargaining unit member to the Time
Pool.
3.11. The Union will be allowed up to three (3) bargaining unit member representatives
who shall be permitted to participate in labor contract negotiation sessions while on duty with no loss
of pay or emoluments.
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ARTICLE 4
DISCRIMINATION
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
age, race, ethnicity, religion, national origin, union membership, gender, disability or sexual
orientation.
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.
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ARTICLE 5
PREVAILING BENEFITS
5.1. Job benefits heretofore authorized by the City Manager, continuously enjoyed by
all employees covered by this Agreement and not specifically provided for or abridged by this
Agreement, shall continue upon the conditions by which they had been previously granted.
Nothing in this Agreement is intended to change any local, state, or federal laws, ordinances or
regulation, unless otherwise specifically stated in this Agreement (for example, any pension
specific ordinance that may need to change as a result of changes to this Agreement).
5.2. This Agreement shall not be construed to deprive any employee of benefits or
protection granted by the laws of the State of Florida, ordinances of the City of Miami, or
resolutions of the City of Miami in effect at the time of execution of this Agreement.
5.3. The City and the Union will meet at the request of the City to negotiate any
proposed changes in those rights and benefits not specifically covered by the Agreement,
provided however no changes shall be made in the language or intent of this Agreement except
by mutual consent.
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ARTICLE 6
MANAGEMENT RIGHTS
6.1. It is understood and agreed that the City possesses the sole right to operate the Fire
Department and that all management rights are expressly reserved to the City of Miami, but that
such rights must be exercised consistent with the provisions of this Agreement. These rights
include, but are not limited to, the following: discipline or discharge for just cause; direction and
supervision of all personnel; the hiring, the assignment or transfer of employees; permanently or
temporarily layoff, or furlough because of lack of work or funds; determination of the mission
and objectives of the Fire Department; determination of the station location, methods, means,
and number of personnel needed to carry out the Fire Department's missions and objectives,
including but not limited to, the right to determine whether goods or services are to be made or
purchased; to establish, modify, combine or abolish positions; change or eliminate existing
methods of operation, equipment or facilities; establishment, implementation and maintenance
of an effective internal security and safety program; establishment of rules, regulations and rules
of conduct; introduction of new or improved methods or facilities; and scheduling of operation
and shifts.
6.2. Memorandums of Understandings ("MOUs"), grievance settlements, and other
agreements, etc.between the City and the Union shall be implemented in the following manner:
A. MOUs: an MOU may be entered into when the parties desire to modify terms and
conditions of employment or existing contract language due to reasons requiring such
modifications. MOUs may only be executed by the City Manager or his designee and the
authorized union officer and will only become effective upon ratification by the parties.
Any MOUs between the City and the Union executed on behalf of the City by any person
other than the City Manager or designee prior to the date of ratification of this Agreement
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are hereby null and void. Once both parties agree to sunset an MOU it will be placed into
the Book of Reference (BOR).
B. Letters of Reference ("LOR"): a LOR may be entered into by the City or department and
the Union for purposes of clarifying existing practices or contractual language, resolving
labor/management issues, or for such other purposes as may be agreed to by the parties;
provided they do not change terms or conditions of the CBA. Once an LOR is fully
executed, it will be placed into the BOR.
C. Book of Reference ("BOR"): The purpose of the BOR is to provide an easily accessible
resource manual for MOUs, LORs, grievance settlements, labor/management
agreements, and policies.
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ARTICLE 7
UNION REPRESENTATIVES
7.1. Representatives of the Union who are not employees of the City shall be certified
in writing to the Fire Chief. Certified representatives will be allowed to meet with individual
employees on City property during working hours to carry on normal business of the Union, if
the Fire Chief has prior knowledge of such activity and such visitation does not interfere with
efficient operations.
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ARTICLE 8
NOTICES
8.1. The City agrees to make available to the President of the Union the following
notices or bulletins: City Commission Agenda; changes or additions to the City Administrative
Policy Manual and the Personnel Policy Manual; financial and budgetary documents distributed
by the City Manager(and his/her staff) to the City Commission(and their staff), unless exempt
from disclosure by law. Such notices or bulletins will be picked up by a Union representative
at the City Manager's Office during normal work hours, or be transmitted through electronic mail
to a location designated by the Union President.
8.2. In the course of conducting business, the parties agree that the furnishing of
documents at no cost to the Union by the City is a normal practice. Public Records requests
made by the Union or their representatives exceeding one hundred (100) pages or requiring
administrative research or time, shall be furnished to the Union at a twenty percent (20%)
discount.
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ARTICLE 9
SHIFT EXCHANGE
9.1. Employees shall have the right to exchange shifts under the following
circumstances:
A. He may owe up to twelve (12) shifts at any one time including "R" days.
B. He may be owed up to twelve (12) shifts at any one time including "R"
days.
C. Employees may exchange time but in no event will an exchange of time
result in the employee working in excess of two consecutive tours of duty.
D. Trading of time must be done voluntarily by the employees.
E. The reason for the shift exchange is not related to City business.
F. The period during which time is traded and paid back does not exceed
twelve months.
G. The City incurs no overtime obligation as a result of the shift exchange.
H. 1) Exchange of time shall not occur between firefighters and officers.
2) Exchanges of time between officers within the Emergency
Response Division may occur at the same rank, at one (1) rank
below, or at one (1) rank above, the officer's rank.
3) With the restrictions set forth above, personnel assigned to
Advanced Life Support positions may exchange time with
personnel who are state certified paramedics.
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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 sixty (60) calendar days from the effective date of
the vacancy, retroactive pay shall be paid beginning sixty-one (61) 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.
10.4. Further, the Director of Human Resources will advise eligible applicants for
promotional opportunities of the general area to be reviewed for preparation prior to the exam.
10.5. The Fire Depac tiiient Book Review Committee will review and discuss books and
technical publications they deem worthy of consideration by the Human Resources Department
for testing purposes. The Human Resources Department and the Book Review Committee or its
representative shall meet and discuss the books, materials, scoring procedures, weights of books,
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etc. to be used in the promotional examinations for all positions covered by this collective
bargaining agreement. Such input from the Book Review Committee will be received and
considered by the Human Resources Department, but should not be binding on its usage by the
Human Resources Department.
10.6. All promotional registers for Lieutenant, Captain, and Chief Fire Officer shall
remain in effect for a period of two (2) years from the date the register becomes effective, unless
the register is exhausted.
10.7. 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. 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.
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10.9. Except where prevented by Federal law or Federal mandate, qualified applicants
who are State certified as a Firefighter or State certified as a Paramedic, may be given
consideration before other applicants for employment as determined by the Fire Chief.
10.10. Lieutenant candidates will be required to be a State Certified Paramedic and have
passed the Fire Department driver/engineer course for eligibility to take Promotional exams
establishing registers after October 1, 2000.
10.11. (a) The parties agree that for all Fire Promotional Exams administered after
ratification of this agreement, the City shall require any outside testing provider/vendor to allow
all testing candidates to review their full completed testing exam including any and all
information provided to or produced by assessors, except for the assessors' notes. All documents,
criteria, evaluations, comments, or feedback provided to or produced by any Oral Board
Exercise/Assessment Center Assessors, except for the assessors notes, shall be provided to
testing candidates for their review after testing scores are released. Candidates will be provided
within a reasonable period after completion of their exam, one opportunity of no less than 2 hours
to review the assessor information described above. The candidate will not be allowed to copy,
photograph, take notes or remove any of the materials during the review.
(b) The City will provide sufficient training reasonably aimed at successful
performance in the Oral Board Exercise/Assessment Center portion of the exams.
(c) The City and The Union agree to implement changes to the Oral Board
Exercise/Assessment Center portion of the Fire Captain and Chief Fire Officer Exams,
which are in the best interest of both parties. To that end, a Labor Management Fire
Promotional Exam Panel shall be established to achieve these changes.
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(d) The specifications for any Fire Promotional Exam administered after
ratification of this agreement shall be determined by a Labor Management Panel
comprised of four (4) members selected by the City and four (4) members selected by the
Union. The panel shall have access to the assistance of an independent mutually agreed
upon expert at a cost to the city not to exceed $25,000.00. This panel shall meet twelve
(12) months prior to the effective register date of the exam(s). If there is a consensus
among Panel members for the specifications of the Fire Promotional Exams, then those
specifications shall be utilized by the City Manager. If there is no consensus among Panel
members for the specifications of the Fire Promotional Exams eight (8) months prior to
the effective register date of the exam(s), then two (2) separate reports shall be submitted
to the City Manager within ten (10) business days. The City Manager shall not enter into
agreement with the Testing Vendor until he has received both reports. The City Manager's
decision with regard to the specifications is final and is not grievable.
10.12. Bargaining unit members shall have ninety (90) days from the earliest date of
access to the testing materials within which to file any challenge(s) to the promotional exam
process with the Civil Service Board, as a means of exhausting the member's administrative
remedy.
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ARTICLE 11
BULLETIN BOARDS
11.1. The City shall on the home page of the Miami Fire Department Intranet
site/application portal place a link to the IAFF Local 587 website. The website is currently
www.IAFF587.org. The link will be clearly visible and easily accessible to all bargaining unit
members. Should the website change, the City will make the change upon notice from the IAFF
Union President. IAFF Local 587 will also be permitted to send electronic notices to its members
on the City E-mail system upon approval of the Chief, whose decision is not subject to the
grievance procedure.
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ARTICLE 12
LINE OF DUTY INJURIES
12.1. The City agrees to pay all medical and hospitalization expenses incurred by any
employee covered by this Agreement who is found to have sustained a compensable line -of -duty
injury as provided for by the Worker's Compensation Law of the State of Florida, however, the
parties agree to establish a Fire Labor/Management Committee to establish policies and to
determine how to provide medical treatment and equipment, etc. medically equivalent to that
prescribed, by the most efficient and cost effective means to curtail excessive medical costs for
accepted claims in the following areas:
Health Club and Country Club memberships
Capital improvements on the home
Transportation
Medical equipment for home use
More than two (2) requests for change of physician
Should the injured bargaining unit member choose a provider for assessment and initial
treatment outside the provider network, the City does not waive its right to negotiate a fee with
the provider.
The Fire Labor/Management Committee shall consist of one member appointed by the
IAFF President, one member appointed by the Fire Chief, and one member selected by these two
(2) individuals. An individual appointed by the Director of Risk Management will serve as a
technical advisor and liaison with the medical community.
12.2. The parties agree the City will pay the state mandated workers' compensation
indemnity payments to eligible bargaining unit members as a check separate from any other
salary to which a bargaining unit member may be entitled. The bargaining unit member agrees
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to sign this workers' compensation check back to the City. The City will also issue a second
check to the employee, which will consist of an amount equal to the workers' compensation
payment and the supplementary salary as set out, and subject to the limitations below. After
those deductions with mandated preference under federal law, the City agrees to take deductions
and/or credits from this second paycheck in the following order: workers' compensation,*1
pension, health insurance, and any other deductions. The parties agree that this process is
intended to provide the employee with these paychecks without interruptions.
Should the bargaining unit member refuse to return the workers' compensation check to
the City, the City shall cease making any deductions for the employee from the second check for
pension, health insurance, etc. and the bargaining unit member shall then be completely
responsible for making those payments on his/her own, until the employee elects to participate
in the paycheck system described above in Section 12.2.
12.3. The City agrees that any employee covered under this contract who is disabled
as a result of any accident, injury or illness incurred in the line of duty shall be granted
supplementary salary subject to the following conditions: Supplementary salary will be paid in
the form of a continuation of the employee's regular paycheck of which a part thereof is Workers'
Compensation pay as provided by Resolution No. 39802. Pursuant to the above manner of
payment, the City will meet its obligations to the state and to the employee and the employee
will avoid creating a debt to the City for pension health insurance or other deductions. If the City
is unable to implement this program as set out above, the parties agree to meet to devise another
system that will accomplish the same goals.
12.4. No 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
1 Will be indicated on the check as a credit for the City and will be non-taxable.
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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 begin 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 removed from "D",
the non-"D" time will not apply to the one hundred fifty (150) day period.
12.5. It is agreed by the parties that the combination of supplementary and workers'
compensation pay shall not exceed nor be less than one hundred percent (100%) of the bargaining
unit member's weekly net base pay (excluding overtime and any pay supplements not included
in the bargaining unit member's base salary) prior to the line of duty injury, accident, or
occupational disease.
Bargaining unit members who receive supplementary and worker's compensation pay,
shall have a weekly amount of $88.95 ($177.90 biweekly) deducted from supplementary salary
while on worker's compensation. Should the bargaining unit member receive supplementary and
worker's compensation pay for less than a week, the $88.95 weekly deduction shall be prorated
as appropriate for the days the bargaining unit member was on worker's compensation. The
$88.95 weekly deduction will be deducted on a priority basis above any other deductions,
excluding withholding taxes, FICA, pension, or court ordered deductions.
12.6. If an employee remains temporarily disabled beyond the period of tirne in which
he is entitled to collect the 100% supplementary pay benefits, he shall be entitled to
supplementary pay equal to the 2/3 "D" payments pursuant to current practice.
12.7. If an employee becomes permanently and totally incapacitated from the further
performance of the duties of his classified position he shall petition the retirement board for
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retirement. The supplementary salary of the difference of 2/3 "D" as described above, shall
continue until the retirement is finally granted or denied. The section shall not be construed to
modify the employee's rights under the current pension ordinance.
12.8. At any time during his absence from duty claimed to be the result of a line of duty
injury while an employee is collecting City supplementary pay, the employee shall be required,
upon the request of the City Manager, or his designee, to submit to a physical examination by a
physician designated by the City Manager within fifteen days of the request. If such employee,
without cause, as determined by the City Manager, shall fail to submit to the examination at the.
time specified, all City supplementary salary benefits will be terminated.
12.9. The City agrees to notify and confer with the Union prior to any official action
regarding the discontinuance of any supplemental salary benefit related to a line -of -duty injury.
12.10. Any condition or impairment of health caused by Human Immunodeficiency
Virus/Acquired Immune Deficiency Syndrome (HIV/AIDS), Hepatitis, Tuberculosis, or
Meningitis shall be presumed to have been accidental and to have been suffered in the line of
duty unless the contrary can be shown by satisfactory evidence. For the term of the Agreement,
any employee covered by this Agreement who tests positive for any aforementioned conditions
or diseases shall be entitled at the City's expense to such remedial, palliative, or prophylactic
care as may be medically required. Any employee covered by this agreement who refuses to
take the pre -employment (post conditional offer of employment) medical examination and all of
its components relating to the presumptions within this article, shall not be entitled to the
presumption outlined in this section and Florida Statutes 112.18.
The presumption in favor of employees referred to in this section shall not apply to any
other contagious disease, which may be contracted by employees. Furthermore, the presumption
shall only be applicable to worker's compensation and disability pension benefit determinations.
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Nothing in this Agreement shall be construed as a waiver of the City's rights under applicable
State law.
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ARTICLE 13
SAFETY COMMITTEE
13.1. There shall be a Safety Committee in the City of Miami Fire Department, which
shall consist of nine (9) members. Four (4) members shall be appointed by the Union and four
(4) shall be appointed by the Chief of the Fire Department. The Fire Department Safety Officer
shall be appointed by the Chief Of the Fire Department as the ninth non -voting member by the
Chief of the Fire Department upon confirmation by the Union President. To take action on any
item, a minimum of six (6) members shall be present, including at least three (3) members from
the Union and three (3) members from the City. A minimum of two (2) members from the Union
and two (2) members from the City shall be present for reporting purposes.
13.2. The Safety Committee shall meet bimonthly, or more or less often by mutual
consent, and such meeting shall be scheduled at the time established by the Chief of the Fire
Department. The Chief of the Fire Department, or his designee, shall preside at all meetings.
13.3. The purpose of these meetings will be to discuss problems and objectives of
mutual concern, concerning safety and health conditions of the Fire Depat tnient, but excluding
grievances or matters, which are the subject of collective bargaining negotiations between the
parties.
13.4. Meetings shall be conducted on a semi -formal basis following an agenda which
shall include items submitted by any member of the Committee to the Chief of the Fire
Department at least five (5) working days prior to the meeting, 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.
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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.
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ARTICLE 14
SPECIAL MEETINGS
14.1. The City and the Union agree to meet and confer on matters of interest upon the
written request of either party. The written request shall state the nature of the matters to be
discussed and the reason(s) for requesting the meeting. Discussion shall be limited to matters set
forth in the request, but it is understood that these special meetings shall not be used to renegotiate
this Agreement. Special meetings shall be held within ten (10) calendar days of the receipt of
the written request and shall be held between 8:00 a.m. and 5:00 p.m. at a time designated by the
City. The Union and the City shall be represented by not more than four (4) persons each at
special meetings.
14.2. Employee representatives of the Union at special meetings will be paid by the
City for time spent in special meetings if on duty, but only for the straight time hours they would
otherwise have worked on their regular work schedule. Time spent in special meetings shall be
considered as hours worked.
14.3. No special meeting shall be held unless the Fire Chief is notified in advance and
approves the arrangements made for releasing any on -duty Firefighter who is to attend such
meeting.
14.4. The parties agree to participate in the Labor/Management process as currently
established. The Labor/Management process is an ongoing tool for addressing and solving issues
and problems concerning the Union, the Depai liiient, and the City. Issues are dealt with as they
arise and do not require the formalities of reopening negotiations. Any agreements made that
have an economic impact on the City must be approved by the City Manager or his designee. It
is agreed this process complies with and is an extension of Article 14, as the Labor/Management
process applies to collective bargaining.
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ARTICLE 15
GRIEVANCE PROCEDURE
15.1. A grievance is defined as a dispute involving the interpretation or application of
the specific provision 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 this Agreement
alleged to have been violated. Any grievance not conforming to the provisions of this paragraph
or that contains non -identification of a specific articles(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 of this
Agreement; except that a question concerning supplemental salary may properly be processed as
set forth in the Article entitled "Line of Duty Injuries."
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 Department of Human Resources, Labor Relations Division. 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 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.
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
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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 procedures:
Step 1. The aggrieved employee shall discuss the grievance with his immediate officer
within ten (10) calendar days of the occurrence, which gave, rise to the grievance. Such
discussion shall be memorialized in writing by the aggrieved employee. The Union representative
may be present to represent the employee, if the employee desires him present. The immediate
officer shall attend to the matter and/or respond to the employee within ten (10) calendar 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 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 next higher step in the Grievance Procedure.
Step 2. If the grievance has not been satisfactorily resolved at Step 1, the aggrieved
employee or employees shall meet with the Union Grievance Committee on non -City time and
non -City property and the Union Grievance Committee shall determine if a grievance exists. If
the Grievance Committee decides to advance the Grievance, a Union representative shall reduce
the grievance to writing on the standard form provided by the City for this purpose and present
such written grievance to the Fire Chief within forty (40) calendar days from the date of the Step
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1 answer was given to the grievance or the Union. The Fire Chief shall meet with the Union
representative and shall respond to the Union in writing within ten (10) calendar days from
receipt of the written grievance. Within the forty (40) calendar day time frame as outlined above,
the Union shall notify the Fire Chief in writing of the nature of the grievance; what specific
provision(s) were allegedly violated; whether the Union will advance the grievance, the grievant
must submit a written grievance to the Fire Chief within three (3) calendar days of the date on
which he was advised by the Union of its position or the grievance shall be considered
abandoned.
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 Director of Human Resources or designee within ten (10) calendar
days from the time the Step 2 response was due. The Director of Human Resources or designee
shall meet with the Union representative to hear the grievance and shall respond in writing to the
Union within fourteen (14) calendar days from the receipt of appeal.
Step 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 Director of Human
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Resources or designee no later than twenty-one (21) calendar days after the Director of Human
Resources' or designee's response is due in Step 3 of the Grievance Procedure.
15.6. 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.
15.7. The arbitration shall be conducted under the rules set forth by the American
Arbitration Association on this subject which do not conflict with the terms contained herein.
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. No Arbitrator shall have jurisdiction to arbitrate
any dispute arising under the terms of any executed settlement agreement between the
City and the Union or between the City and any bargaining unit member(s) entered into after
ratification of this Agreement, unless mutually agreed to by the parties. The parties to this
Agreement agree that the terms of any executed settlement agreement shall control the forum in
which that particular settlement agreement may be enforced.
15.8. The Arbitrator may not issue declaratory or advisory opinions and shall confine
himself exclusively to the question, which is presented to him, which question must be actual
and existing.
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15.9. It is contemplated that the City and the Union mutually agree in writing as to the
statement of the matter to be arbitrated prior to hearing. When this is done, the Arbitrator shall
confine his decision to the particular matter thus specified. When the parties are unable to agree,
the Arbitrator shall decide the issue or issues to be arbitrated.
15.10. Each party shall bear the expense of its own witnesses and of its own
representatives. The parties shall bear equally the expense of the impartial arbitrator. The party
desiring a transcript of the hearing will bear the cost of same.
15.11. Copies of the award of the arbitration made in accordance with the jurisdiction
or authority under this Agreement shall be furnished to both parties within thirty (30) calendar
days of the hearing and shall be final and binding on both parties.
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ARTICLE 16
SAFETY SHOES
16.1. The City shall, effective upon ratification of the labor agreement, reimburse
bargaining unit employees up to $200 for the purchase of an initial pair of safety shoes, 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 also
be eligible for a shoe allowance to purchase, refurbish, or resole a pair of approved uniform dress
shoes.
16.4. The shoe standard as administered in the past must be met to qualify for the
reimbursement.
16.5. Effective upon ratification, the City shall reimburse bargaining unit employees
who have successfully completed recruit training up to $500 for an initial pair of leather structural
firefighting boots. The City shall provide said reimbursement in accordance with the procedure
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set forth above for safety shoes, except that any bargaining unit member requesting the
replacement of more than one (1) pair of boots in a three (3) year period shall satisfactorily
demonstrate in writing on a form provided by the City that the replacement of boots is necessary
due to job related wear and tear or accidental destruction. The Fire Chief or designee shall have
final approval for early replacement of boots suspected of non job related wear and tear, or
damage.
16.6. Structural firefighting boots shall meet the minimum safety standard set by the
Fire Department Safety Committee, after considering all available safety standards.
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ARTICLE 17
GROUP INSURANCE
17.1. The group insurance benefits will be those as set forth in the IAFF Local 587
Health Insurance Trust Fund Plan of Benefits ("Firefighters Plan") or such successor trust.
17.2. The City agrees to pay $ 8.08 per pay period for the cost of life insurance coverage
and accidental death and dismemberment coverage currently provided by the IAFF, Local 587.
17.3. Effective January 1, 2019, the Union shall maintain its own group health, life, and
accidental death and dismemberment insurance plan. All current and future bargaining unit
members who have worked at least ninety (90) days from date of appointment, and their eligible
dependents, will no longer be covered by City -provided medical and dental benefits and will
instead be covered by the Firefighters Plan subject to the Plan's eligibility requirements as
defined in the plan document. Non -bargaining unit State certified firefighter employees in the
Fire Department have the option of coverage under the Firefighters Plan or the City -provided
plan, but not both, provided they meet the Firefighters Plan Trust's eligibility requirements as
defined in the plan document. Group health premiums will be paid by the bargaining unit
employee with pre-tax dollars.
17.4. Bargaining unit members are eligible to participate in the City's voluntary benefits
plan administered by the City.
17.5. The City's total contribution towards the cost of the Firefighters Plan for the 2019
Plan year shall be $18,007,415, equal to the total medical claims cost of health insurance for
IAFF bargaining unit members in the City's health plan for the 2017 calendar year' plus
administrative costs. The City shall make its contribution in twenty-six (26) equal, bi-weekly
installments during the Plan year. However, for the 2019 Plan year the installment schedule will
commence two (2) bi-weekly periods before the start of the 2019 Plan year.
' As reflected in the April 2018 Cigna Consultative Analytics report.
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17.6. For additional bargaining unit member participants in the Firefighters Plan, the
City shall pay an additional bi-weekly contribution to the Firefighters Plan at the rate of $567.24
per additional participant.
17.7. The City's contribution to the Firefighters Plan for succeeding plan years shall be
computed with a change factor equal to the actual cost of the City's health plan as it may be
amended for the prior year. The parties agree that the City's contribution for succeeding plan
years may increase or decrease. However, a voluntary reduction in the plan benefits by the City
will not be a basis for reducing the City's contribution to the Firefighters Plan.
17.8. The parties agree that upon a change in law requiring modification to plan benefits
the parties shall reopen this article to bargain regarding the City's contribution to the Firefighters
Plan.
17.9. Limitation on decreases in the City's contributions: The parties agree that until
the Union health trust builds an adequate initial reserve fund for the Firefighters Plan in the
amount of four million six hundred thousand dollars ($4,600,000.00), there shall be no decrease
in the City's contributions to the Firefighters Plan. The Union shall allocate all contribution
increases from the City to the reserve fund. The City shall not be the sole funding source for the
initial reserve fund, and the Union shall contribute to the reserve fund through savings and excess
premium contributions from the bargaining unit members and all other surpluses over the cost of
administering the plan. Once the initial reserve fund is met, the limitation on decreases in the
City's contributions as set forth in this paragraph shall be void, and this paragraph shall have no
further effect regardless of any subsequent decrease or decline of the balance of the reserve fund.
17.10. The City shall be provided with a copy of the Firefighters Plan summary plan
description(SPD) and the Trust Agreement, and any other information as required by law. Upon
request, the Union and its insurance plan administrator shall timely permit the City to review any
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records related to the Union's health insurance plan. Upon written request, the City shall be
provided with an accounting of the reserve fund, including cash flows, within ten (10) calendar
days.
17.11. The Union shall indemnify and hold harmless the City, its assigns, officials,
officers, directors, affiliates, attorneys and employees from and against any and all allegations,
claims, actions, grievances, suits, demands, damages, liabilities, obligations, losses, settlements,
judgments, costs and expenses(including without limitation attorneys' fees and costs), which
arise out of, relate to or result from any act or omission of the Union with relation to the
establishment, enactment, implementation, application, or administration of the Firefighters Plan.
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ARTICLE 18
WAGES
18.1. Effective the first full pay period after October 1, 2023, bargaining unit members
will adhere to the current salary schedule as set forth in the attached Appendix B. Effective the
first full pay period after October 1, 2024, bargaining unit members will adhere to the salary
schedule as set forth in the attached Appendix C. Effective the first full pay period after October
1, 2025, bargaining unit members will adhere to the salary schedule as set forth in the attached
Appendix E. Bargaining unit members that are not at their maximum step will be eligible for
step increases on their anniversary date in accordance with the time frames delineated below.
The following time frames apply to employees eligible for step increases:
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Step 8
Step 9
Step 10
Longevity Steps:
Step 11
Step 12
Step 13
Step 14
Step 15
Step 16
5% after one (1) year at Step 1
5% after one (1) year at Step 2
5% after one (1) year at Step 3
5% after one (1) year at Step 4
5% after one (1) year at Step 5
5% after one (1) year at Step 6
5% after one (1) year at Step 7
5% after one (1) year at Step 8
5% after one (1) year at Step 9
5% after one (1) year at Step 10
2.5% after two (2) years at Step 11
2.5% after two (2) years at Step 12
2.5% after two (2) years at Step 13
2.5% after two (2) years at Step 14
2.5% after two (2) years at Step 15
18.2. For all EMS Revenue collected after September 30, 2016, EMS Revenue above 3.64
million in each semi-annual period shall be split 50-50 (employee -City) for bargaining unit
members assigned to advanced life support transport units. The sharing will occur on a semi-
annual basis.
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Effective October 1, 2022, bargaining unit members who are assigned to ALS Transport positions
and members assigned to the EMS Support Division will receive a eight percent (8%) supplement
to base pay hereto referred to as ALS 1. Members assigned to ALS Non Transport positions will
receive a three percent (3%)supplement to base pay hereto referred to as ALS2. Lieutenants and
permanent Firefighters assigned to swing or unassigned in the ERD Division will receive ALS
Transport pay (ALS1).
ALS Acting Pay:
A. Members who are not regularly assigned to ALS units and who are required to
ride in an ALS Transport position shall be paid eight percent (8%) above their
hourly rate of pay(ALS8) for all hours worked in that capacity during that shift,
provided they ride in that capacity for a minimum of four (4) hours.
B. Members who are regularly assigned to ALS non -transport units and who are
required to ride in an ALS Transport position shall be paid five percent (5%)
above their hourly rate of pay(ALS5) for all hours worked in that capacity during
that shift, provided they ride in that capacity for a minimum of four (4) hours.
C. Members who are not regularly assigned to ALS units and who are required to
ride in an ALS non -transport position shall be paid three percent (3%) above their
hourly rate of pay(ALS3) for all hours worked in that capacity during that shift,
provided they ride in that capacity for a minimum of four (4) hours.
18.3. Upon promotion to a higher rank the employee shall receive a 15.763%
promotional increase in base salary. Effective October 1, 2024, upon promotion to the rank of
Lieutenant, the employee shall receive a 17.763% promotional increase in base salary. Such
increases shall result in the member receiving the salary indicated on the attached Fire Salary
Schedule for their respective rank and total years of service in the City.
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18.4. Active bargaining unit members shall receive an annual Fire Prevention pay
supplement of $1,500. 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.
18.5. Former fire bargaining unit employees who left the employ of the Fire Department
under honorable conditions and who have been approved by the Fire Chief shall be placed on a
reemployment list, provided the former firefighter is a State certified firefighter. The
reemployment list shall be considered separate from the eligibility list for new hires.
Those on the rehire list may be hired by the Fire Chief as openings occur without regard to the
eligibility list for new hires. In addition, the following shall apply:
A. In accordance with State certification requirements, eligibility shall be limited
to three (3) years following the effective date of resignation.
B. Under conditions set forth above, any former permanent fire bargaining unit
employees having one (1) to four (4) years, and eleven (11) months of
previous continuous service as a firefighter will be placed at Step 1 (48-hour
shift) of the Firefighter salary schedule. Former permanent fire bargaining
unit employees having five (5) or more years of previous continuous service
will be placed at Step 5 (48-hour shift) of the Firefighter salary schedule.
18.6. All changes in salary because of promotion, demotion, step and/or longevity
increase, etc., shall begin to accrue the effective date of the change, but actual payment for the
same shall not be made until the first full pay period following the effective date of the change.
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18.7. Bargaining unit members shall receive, in recognition of their efforts in generating
new revenue, a "revenue incentive" pay supplement of $1,500 annually.
The revenue incentive wage payment shall be segregated on the employees paycheck stub so
employees realize the pay is based upon their performance. The revenue incentive wage payment
will not be rolled into any pay supplements.
18.8. 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. This break in pay shall not be considered a break in continuous
service.
18.9. 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 (173.3) 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.
18.10. Effective the first full pay period after October 1, 2023, bargaining unit members
shall receive a State Certified Paramedic annual pay supplement in the amount of $6,000 or 15%
of base pay, whichever is higher. Effective the first full pay period after October 1, 2024,
bargaining unit members shall receive a State Certified Paramedic annual pay supplement in the
amount of $6,000 or 17% of base pay, whichever is higher. Effective the first full pay period
after October 1, 2025, bargaining unit members shall receive a State Certified Paramedic annual
pay supplement in the amount of $6,000 or 18% of base pay, whichever is higher. Paramedic
pay supplement shall be subject to pension deductions and applicable federal taxes and shall be
included in calculating an employee's overtime and average earning for pension purposes. Any
43
State Certified Paramedic who is restricted from using their Paramedic License by the Medical
Director for failure of Protocol Testing shall be subject to a reduction in Paramedic pay. The
manner and the amount of reduction shall be mutually agreed upon by the Union and the Fire
Chief, but in no case shall the parties agree to an amount less than EMT pay. Any reduction in
pay shall not occur less than six (6) months after the restriction is first applied. The parties agree
to further discuss the Protocol Testing and remediation procedures.
Effective the first full pay period after October 1,2023, bargaining unit members who are State
Certified EMT(non-paramedics) shall receive an annual pay supplement in the amount of 5% of
base pay.
18.11. Bargaining unit members shall receive a monthly educational incentive pay
supplement in accordance with Chapter 633, Florida Statutes.
18.12. Effective the first full pay period after October 1, 2016 :
A. Bargaining unit members shall receive an annual pay supplement up to $2,500 or 5% of
base pay, whichever is higher, for using the following certifications specified below. Any
increases or decreases in the number of positions that receive any of the certification
increases listed below shall be agreed upon by the Department and the Union by mutual
agreement:
• Hazardous Materials Technician assigned to the Hazardous Materials Team
• State Certified Fire Service Instructor assigned to Instructor positions
• State Certified Fire Inspector assigned to the Fire Prevention Bureau
• N.A.U.I. or P.A.D.I. Certified divers assigned to the Dive Team
• Employees assigned to the SWAT Team
• Members assigned to the Technical Rescue Team completing 120 hours of department
approved training
• Fire Air Program Coordinators assigned to coordinate and supervise the Air Program
• Air Truck Drivers assigned to the Air Program
B. Emergency Vehicle Operators — Effective October 1, 2023, bargaining unit members
assigned to the ERD Division with the regular responsibility of driving emergency
response vehicles, including the fire boat, shall receive an annual pay supplement up to
$2,500 or 2.5% of base pay, whichever is higher.
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C. Driver Engineers — Effective October 1, 2023, bargaining unit members assigned to a
suppression apparatus and successfully completed the Driver Engineer test (checkout) as
outlined in the City of Miami Fire -Rescue Operating Procedures Manual (OPM), shall
receive an annual pay supplement of 5% of base pay.
D. Bargaining unit members may be eligible to receive the following annual pay supplement
on their base rate of pay:
• Members assigned to twenty four (24) hour on -call positions shall receive 10%
on -call pay. Those positions must be mutually agreed to by the Union and the Fire
Chief. Members shall be available for call via telephone during all off -duty hours
and respond in a timely fashion within a maximum of thirty (30) minutes of being
notified
• Plans Examiners/New Construction assigned to the Fire Prevention Bureau who
are certified as State of Florida Fire Inspectors and review all building plans
within the City of Miami shall receive a 10% pay supplement
• Chief Fire Officers assigned as Battalion Commanders over all districts on their
assigned shift shall receive a 10% pay supplement
• Members assigned to work a forty (40) hour work schedule shall receive a 5%
pay supplement
• Fire Lieutenants or Fire Captains assigned to the Alarm Office as Fire Central
Information Officers on their assigned shift shall receive a 5% pay supplement
18.13. Effective October 1, 2022, bargaining unit members who are State Certified Fire
Investigators and are regularly assigned to the Fire Investigation Unit (FIU), shall receive an
annual pay supplement in the amount of 5% of base pay.
18.14. Effective October 1, 2022, bargaining unit members who are State Certified Live
Fire Training Instructors and are regularly assigned to the Training Division, shall receive an
annual pay supplement in the amount of 10% of base pay.
18.15. The Parties agree that annual pay supplements that are currently subject to pension
deductions and applicable federal taxes and that are currently included in calculating an
employee's average earnings for pension purposes shall continue to be subject to pension
deductions and applicable federal taxes and included in calculating an employee's average
earnings for pension purposes.
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18.16. EMS recertification training shall be performed Off Duty with Overtime pay in
accordance with this Agreement.
18.17. Effective the first full pay period after October 1, 2015, the bargaining unit
members identified in Appendix D who would receive a reduction to their base wages as a result
of the implementation of the cumulative changes in this Article and the change in the employee
pension contribution as set forth in Article 43 - Pension, will have their rate of pay adjusted to
offset the reduction, respectively. These members shall remain at this new pay rate until either
their next step increase or upon promotion to a higher rank which results in a higher base salary.
18.18. Effective October 1, 2023, bargaining unit members who currently have or
successfully obtain a college or university degree shall receive an annual incentive bonus as
outlined below. This incentive shall be prorated and paid on a bi-weekly basis. Bargaining unit
members shall only be credited for the single highest educational degree obtained.
• Associate Degree $1,800
• Bachelor's Degree $3,600
• Master's Degree $5,400
• Juris Doctor, Ph.D, Ed.D, M.D. $7,200
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ARTICLE 19
VACATION TIME
19.1. Base vacation hours shall be one hundred forty (140) hours (96 hours for 40-hour
employees). Longevity vacation on the sixth, seventh, eighth, ninth and tenth year of
employment will be granted at the rate of ten (10) hours per year longevity vacation. From the
eleventh year on it will be granted at the rate of five (5) hours per year. Bargaining unit member
vacation accrual per year will be capped at two hundred ninety hours (290) hours (240 for 40
hour employees). Employees who are above two hundred ninety (290) hours prior to December
31, 2015 are exempt. Employees who retire upon normal service retirement may, at their sole
discretion, make an irrevocable election in the calendar year prior to the calendar year in which
the employee severs service from the City of Miami to convert any portion of their accumulated
vacation time to sick time at the time of severance of service.*1
19.2. The following will apply to the scheduling of vacation:
A. The vacation time multiplier for scheduling vacations shall be 1.25.
B. Vacation time may not be used in place of sick time unless the member
does not have any sick time in his/her sick time balance. Vacation leave
shall be taken in increments of not less than one (1) hour.
C. The Hazardous Materials Team members shall schedule the vacation
under this agreement.
19.3. Vacation shall be taken by the second payroll period following the last payroll
period of the calendar year in which the vacation was credited. If using the second payroll period
causes administrative problems, then the parties will explore other methods of addressing this
issue. Forty (40) hour employees (or 48 hour and 52 hour employees) shall only be allowed to
1*Any vacation time balances that are converted to sick time under provisions of Article 19.1.above
shall be added over and above the 1200 hour limitations set forth in Article 44.6
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carryover five hundred (500) hours (or 600 hours) of the previous year's credited vacation. Any
excess vacation over the five hundred (500) hours (or 600 hours) automatic carryover not taken
within the payroll calendar year will be forfeited. Employees who were on disability at the time
of their scheduled vacation shall be paid for all excess vacation over five hundred (500) hours
(or 600 hours) at the employee's January 1, hourly rate of pay following the year the vacation
would have been scheduled. If an employee is unable to take a previously authorized vacation
due to cancellation by his/her Department and the vacation cannot be rescheduled within the
payroll calendar year, any hours in excess of the five hundred (500) hours (or 600 hours) which
would have been forfeited shall be paid for at the employee's January 1, hourly rate of pay
following the year the vacation was scheduled.
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ARTICLE 20
OVERTIME
20.1. All authorized hours actually work performed in excess of an employee's normal
work day and in excess of an employee's normal work week shall be considered overtime work.
Employees performing overtime work shall be paid at the rate of time and one-half at their
straight time hourly rate of pay.
20.2. Employees shall be compensated for overtime as set forth below:
A. Employees may be paid for holidays and other overtime as it occurs, or, at
their option, they may accumulate compensatory time up to a maximum
of 200 hours. Prior to November 1 of each year, the employee may elect
to be paid for the full accumulation of earned time on the last pay day in
November or carry over up to 48 hours for use during the following
calendar year. If the employee elects to carry over up to 48 hours of
compensatory leave, any additional balance shall be paid on the last pay
day in November.
B. Employees may schedule up to 48 hours of compensatory time in
conjunction with their vacations.
C. Compensatory time, which has not been previously approved, may be
taken off at the sole discretion of the Fire Chief. Denial of requests to use
unscheduled compensatory time shall not be subject to any grievance
procedure.
D. In the event, a state of emergency is declared due to an act of God and the
City Manager grants emergency leave, such leave shall not be included in
determining eligibility for overtime. The employee utilizing such leave
shall be paid straight time for those hours worked in excess of their normal
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work day or in excess of their normal work week equal to the number of
hours taken as emergency leave, before overtime shall apply. Employees
shall not be permitted to accrue compensatory time in lieu of overtime for
grant -funded positions, including overtime created by back -fill.
20.3. The parties agree that overtime hours shall not be used in the computation of
arriving at average earnings for purposes of establishing pension benefits.
20.4. The parties agree that assignments of overtime work shall rest solely with the
Department Director.
20.5. The parties agree that the assignment of overtime work is on an involuntary basis
and any employee refusing assignments of such work is subject to disciplinary action as deemed
appropriate by the Department Director.
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ARTICLE 21
CALL BACK PAY
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 vacation, compensatory leave, or leave of absence without pay.
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ARTICLE 22
WORKING OUT OF CLASSIFICATION
22.1. The City agrees that any person covered by this Agreement who is required to
accept the full responsibilities and carry out the duties of a rank above that which he normally
holds shall be paid at the hourly rate of five percent (5%) above his current rate in his regular
classification while so acting, provided he works in that capacity for a minimum of four (4) hours.
22.2. The Fire Chief or his designee may at his sole discretion select the best -qualified
employee to serve in a classification higher than the classification in which 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.
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ARTICLE 23
HOLIDAYS
23.1. The following days shall be considered holidays:
New Year's Day Columbus Day/Indigenous People' Day
Presidents' Birthday Veterans Day
Memorial Day Thanksgiving Day
Independence Day Day After Thanksgiving
Labor Day Christmas Day
Martin Luther King Day Juneteenth
23.2. Any additional holidays declared by official resolution of the City Commission
shall be added to the above list.
23.3. New Year's Day, Independence Day, Veterans Day, and Christmas will be on
January lst, July 4th, November llth, and December 25th, respectively. However, those
bargaining unit employees who work 40 hours per week will observe the above four (4) holidays
on the same dates as do the non -uniformed employees of the City.
23.4. Any employee covered by this Agreement, in pay status, at the time the holiday
occurs, shall, at his option, if assigned to a twenty-four (24) hour shift (48 or 52 hour work week),
be paid for ten (10) hours at his regular rate of pay or -receive ten (10) hours of compensatory
time, 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)
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additional hours as premium pay; 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 shall be calculated as one-half the actual amount of time worked for such
additional holiday time.
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ARTICLE 24
RESERVED
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ARTICLE 25
FAMILY LEAVE AND LEAVES OF ABSENCE
25.1. The parties to this Agreement believe that the terms and conditions set forth in
this Article meet or exceed the requirements specified within the Dade County Family Leave
ordinance and the Family and Medical Leave Act ("FMLA") of the United States. In the event
that they do not, the Dade County Family Leave ordinance and the FMLA will supersede these
terms and conditions.
25.2. Bargaining unit employees may take a leave of absence without pay not to exceed
ninety (90) calendar days during a twelve (12) month period for the birth or adoption of a child,
the serious illness of a family member or the employee's own serious illness.
25.3. Leave without pay for a seriously ill family member or serious illness of the
bargaining unit employee may be extended beyond the initially approved ninety (90) calendar
days upon approval of the City Manager or his/her designee.
25.4. Bargaining unit employees must have been employed for at least ninety (90) days
to be eligible for leave without pay as specified in Section 25.2.
25.5. Leave without pay for the birth or adoption of a child must be taken by the
bargaining unit employee within one (1) year of the birth or adoption. This leave does not have
to be consecutive, however, such leave may not be taken on a reduced leave schedule.
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.
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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) calendar 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.
25.10. Bargaining unit employees who desire to take a leave without pay for any reason
specified in this Article shall not accrue leave time. At the expiration of the leave of absence
without pay, the bargaining unit employee shall be returned to the position or equivalent position
vacated when said leave of absence without pay was granted. Leave of absence without pay
during the required probationary period shall extend the probationary period the length of time
used during said leave of absence without pay.
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ARTICLE 26
RESERVED
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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, domestic partner, children, domestic
partner's children, father-in-law, mother-in-law, domestic partner's parents, grandparents,
spouse's grandparents, domestic partner'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 five (5) 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
bereavement leave will be subject to disciplinary action up to and including dismissal.
27.2. It is understood that under certain circumstances the employee may be unable to
obtain a death certificate. In this event, in lieu of a death certificate, the employee shall submit
a notarized statement and/or a newspaper account showing the death and the relationship of the
deceased to the employee and/or other information and documentation as required by the
Department of Human Resources.
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27.3. In addition to bereavement leave, at the request of the employee, the Fire Chief or
designee may authorize the use of accrued vacation.
27.4. Employees on twenty-four (24) hour tour of duty shall be bound by the above
sections except that they may be authorized up to forty-eight (48) consecutive work hours of duty
on leave with pay.
27.5. Bereavement leave is for attending a funeral or to attend to estate issues or for
being in a state of bereavement and must be taken within 45 days of the death of the family
member. The Fire Chief at his sole discretion, can make exceptions to the 45 day limit under
truly unique circumstance, but his decision is final and cannot be appealed through the grievance
procedure or any other forum.
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ARTICLE 28
PHYSICAL EXAMINATIONS
28.1. Employees shall be required to take an annual physical examination.
28.2. The schedule set forth in Section 28.1. and the content of the present physical
examination shall continue, unless changed by mutual agreement of the parties.
28.3. The City agrees to provide physicals that are mandated by State or Federal law,
including but not limited to hazardous materials team, technical rescue team and dive team
physicals.
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ARTICLE 29
LOSS OF EQUIPMENT
29.1. A bargaining unit employee shall reimburse the City for the repair or replacement
cost of lost, stolen, or damaged City equipment when the City demonstrates that the employee's
careless and/or negligent act(s) resulted in the loss, theft, or damage.
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ARTICLE 30
BLOOD DONORS
30.1. Employees who volunteer as blood donors to contribute to a City supported Blood
Donor Organization will be authorized the absence necessary to accomplish this purpose. The
Blood Donor Organization's personnel will determine what amount of time the donor will need
from the point of donation until the City donors are released to go back to work.
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ARTICLE 31
SUBSTANCE/ALCOHOL - PERSONNEL SCREENING
31.1. In an effort to identify and eliminate on or off -duty controlled substance/alcohol
abuse, urinalysis/blood tests shall be administered as provided herein:
Employees refusing to give a testable blood/urine sample under any of the following
conditions will be dismissed.
RANDOM SUBSTANCE SCREENING
All Bargaining Unit Employees Screening:
Employees shall be subject to one(1) random substance screening per calendar year for a period
of sixty(60) days before or after the employee's employment anniversary date. No other criteria
in the section below must be met to subject the employee to random substance screening during
this period.
Criteria Based Screening:
In addition, employees who meet any of the criteria below shall be subject to random substance
screenings for a period of one hundred and eighty (180) calendar days from the date the criteria
was met. After the expiration of the one hundred and eighty (180) calendar day period, they shall
no longer be subject to random substance screening, unless they meet the criteria again in the
future. The City shall be limited to a maximum of two (2) substance screenings in each one
hundred and eighty (180) calendar day period the employee is subject to random criteria- based
substance screening using the following criteria:
A. Probationary firefighters are subject to screening until off probation.
B. Employees who are absent without leave (AWOL) twice within a one hundred and
eighty (180) calendar day period from the most recent AWOL if on a forty-eight
(48) or fifty-two (52) hour work week or three (3) times within a one hundred and
eighty (180) calendar day period if on a forty (40) hour work week.
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C. Employees reporting late (including any incidents of absence without leave) for
duty three (3) times within a one hundred and eighty (180) calendar day period if
on a forty-eight (48) or fifty-two (52) hour work week or five (5) times within a
one hundred eighty (180) calendar day period if on a forty (40) hour work week.
REASONABLE BELIEF
SUBSTANCE SCREENING CATEGORIES
A. Where a District Chief, or above has a reasonable belief based upon objective
factors that the employee has possession or is using, 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
31.2. 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
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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 controlled substance will be confirmed using the employee's separate second sample if given
or the reserved portion of the initial sample, by Gas Chromatography/Mass Spectrometry
(G.C.M.S) or better testing. Testing procedures shall be under a reliable state licensed clinic
laboratory.
31.3. The reserved portion of the first sample will be utilized for the separate second test.
Employees shall be notified of a positive result within seventy-two (72) hours from receipt of the
laboratory reports, but in no case shall this notice occur more than seven (7) business days after
the time the sample was given. Notice to the employee of the first test being positive shall be
considered to have been served upon the employee by verbal notification or by a representative
of the Department delivering a notice to the employee's last known residence as shown on the
Department's personnel database.
31.4. If an employee is ordered back to duty for testing, the provisions of Article 21
(Call Back Pay) will apply.
31.5. Where a bargaining unit member alleges that an order made under this article is
not consistent with the criteria cited herein, he/she shall comply with the order, and may
simultaneously file a protest with the communicator of the order.
31.6. Disputes arising as to whether there was reasonable belief shall be arbitrable as set
forth below under the Expedited Arbitration Rules of the American Arbitration Association. All
other issues involving grievances shall be processed as outlined within Article 15 - Grievance
Procedure.
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31.7. The employee(s) shall not be disciplined until a positive test result is
communicated to the City. However, if the employee's conduct in connection with the
substance/alcohol abuse amounts to conduct for which the City may otherwise discipline the
employee, the City may take action prior to knowing of a positive test result.
31.8. The IAFF will be advised of passed or failed tests to the extent that the releasing
of such data is not inconsistent with Federal or State laws regarding the privacy of said test or if
the individual involved does not want his test results released to the IAFF.
31.9. The following cutoff concentrations shall be applicable for determining whether
specimens are negative or positive for the following drugs or classes of drugs for the initial and
confirmatory test procedures. A positive result shall be a concentration in excess of those listed
below. For those "designer drugs" that are listed below without cut-off levels, the parties agree
to test in accordance with levels specified by Department of Human Services Federal Register,
Part III, if and when it ever becomes available.
Initial Test Level (ng/ml)
Cannabinoid (Marijuana) Metabolites 50
Cocaine Metabolites 300
Opiate Metabolites 2,000
Phencyclidine 25
Amphetamines 1,000
Methaqualone 300
Methadone 300
Propoxyphene 300
Tricyclic Antidepressants 300
Designer Drugs:
Ketamine TBD
Methylenedioxymethamphetamine (Ecstasy) 500
Cannabinoid (Marijuana) Metabolites'
Cocaine Metabolites2
Opiates
Morphine
Codeine
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GC/MS Test Level (ng/ml)
15
150
2,000
2,000
6-Acetylmorphine3 10
Phencyclidine 25
Amphetamines
Amphetamine 500
Methamphetamine4 500
Methaqualone 300
Designer Drugs:
Ketamine TBD
Methylenedioxymethamphetamine (Ecstasy) 500
1Delta-9-tetrahydrocannabinol-9-carboxylic acid
2Benxoylecgonine
3Test for 6-AM when the morphine concentration is greater than or equal to 2,000 ng/ml
4Specimen must also contain amphetamine at a concentration greater than or equal to 200ng/ml
31.10. Initial test results for alcohol will be considered positive when the individual's
blood alcohol content is 0.04 grams per dl or greater using whole blood.
31.11. Alcohol related specimens identified as positive by the initial test shall be
confirmed as positive by Gas Chromatography Volatiles Head Space Method or more reliable
testing for whole blood at 0.04 grams per dl or greater.
31.12. The cutoff concentrations referenced in this Article may be revised by mutual
agreement when changes in technology allow for reliable testing at lower concentration levels.
EXPEDITED ARBITRATION
31.13. It is anticipated as soon as possible after ratification of the labor agreement
between the City of Miami and IAFF, Local 587, the President of the Local and the City Labor
Relations Officer will pick two (2) area permanent umpires to hear employee drug grievances.
The two Umpires will alternate hearing only grievances where the Union brings a grievance and
requests expedited arbitration on behalf of a bargaining unit member and alleges a violation of
Article 31.1. A, B, or C. Said grievance will be limited to whether or not there was reasonable
68
belief based on objective factors to require the bargaining unit member to take the
Alcohol/Controlled Substance test.
Where reasonable belief exists to test an employee for drugs and/or alcoholic beverages,
the City will notify the Union regarding same and will provide the Union with the information
available to the City at that time regarding the objective factors supporting the reasonable belief.
Thereafter, the Union will have forty eight (48) hours to notify the Chief of Management Services
and the Labor Relations Division, Department of Human Resources of its intention to invoke
expedited arbitration and to confirm same to the Chief of Management Services and the Labor
Relations Division, Depai tiuent of Human Resources thereafter in writing. By the City providing
information to the Union in order that it may make its determination whether to pursue expedited
arbitration, the parties agree and acknowledge that the City is in no way waiving any of its rights,
arguments, ability to introduce new or additional evidence or defenses at arbitration, expedited
or otherwise.
Only the Union can invoke expedited arbitration under this Article. If the Union does not
invoke expedited arbitration within forty eight (48) hours of being notified by the City, expedited
arbitration shall be precluded. Further, expedited arbitration shall be precluded under any
circumstances in which an employee is arrested for a drug related crime.
31.14. Reasonable Belief Substance Screenings shall be tested even if the Union timely
invokes expedited arbitration on behalf of an employee. If the Union invokes expedited
arbitration, the results of the test will not be released by the testing company until the umpire
rules that there was reasonable belief to test the employee.
31.15. 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
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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.
31.16. 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.
31.17. 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.
REHABILITATION
31.18. In the event that the results of the urinalysis/blood test are positive, the following
criteria will apply:
A. The employee at his/her own cost shall, within seventy two (72) hours of a
positive test notification (excluding weekends and holidays), enter and remain in
a substance/alcohol program approved by the City and the Union until the
approved program administrator is able to state that he/she has successfully
completed the program, including aftercare. While in the program, the employee
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will be allowed to return to work if the program administrator approves; if not,
the employee may be suspended until the program administrator approves return
to work. Such suspension shall not exceed six months. If the employee cannot
return to their regularly assigned position after six (6) months they shall be
dismissed. If the employee does not successfully complete the program including
aftercare, he or she will be dismissed. Employees shall not be permitted to work
in combat positions until program administrators feel certain there is no possibility
they are using drugs and submit this opinion in writing to the City. If and when
the employee successfully completes the in -patient portion of the program, as
determined by the program administrator, the employee shall be allowed to return
to work.
B. Upon being notified of a positive test, the employee will be immediately relieved
of duty. If relieved of duty, the employee, if eligible, will use all of his/her earned
time, vacation time, and sick time, and then he/she will go off the payroll.
C. If the employee fails to enter, participate in and/or successfully complete any part
of the rehabilitation program, including any after -care program, the employee
shall be terminated from his/her employment with the City.
D. Effective upon ratification of the labor agreement, employees cleared to return to
work by rehabilitation administrators, shall be subject to substance screenings at
management's discretion for a period of two (2) years from the date the employee
returned to work. The City will be limited to a maximum of five (5) screenings
per twelve (12) month period. Employees tested shall be entitled to a second test
as outlined in Article 31.3. Employees who decline to offer a sample shall have
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the reserve portion of the first sample utilized as outlined in Article 31.3.
Employees who test positive to confirmatory test shall be terminated from
employment with the City.
E. Effective upon ratification of this Agreement, employees will be entitled to one
chance at a successful rehabilitation during their employment with the City.
Employees who have been through at least one (1) rehabilitation program, who
are screened shall be entitled to a separate second test as outlined in Article 31.3.
Employees whose sample tests positive on confirmatory test shall be terminated
from employment with the City.
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ARTICLE 32
HOURS OF WORK
32.1. The work week for twenty-four (24) hour shift employees shall be as follows:
twenty-four (24) hours on duty, forty-eight (48) hours off duty. A day off, now known as an
"R" day, shall be granted once every seven (7) scheduled tours. This schedule will result in a
forty-eight (48) hour work week. Any changes in this schedule shall be subject to negotiations
between the parties.
An "R" day shall be defined as a regular day off as scheduled by the Fire Chief or his
designee and must be taken on the day so designated. An employee may not have the choice to
substitute any other official accumulated time or any official time as provided by the City of
Miami unless approved by the Fire Chief or Deputy Chief.
32.2. Shift employees may work an optional fifty-two (52) hour work week as follows:
twenty-four (24) hours on duty, forty-eight (48) hours off duty, a day known as an "R" day, shall
be granted once every fourteen (14) scheduled tours. Employees working this schedule shall be
paid at the same hourly rate as they would on a forty-eight (48) work week. Time accumulations
shall be based on a forty-eight (48) hour work week. Only those volunteering for a fifty-two (52)
hour work week shall be assigned to it. The number of positions and seniority bidding will be
negotiated by the parties. Wages shall be those specified in the appropriate salary schedule
contained within this Agreement (See Appendices).
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ARTICLE 33
PERSONNEL ALLOCATION
33.1. The City agrees to provide minimum staffing for firefighting apparatus in active
service. In order to provide a minimum level of safety to personnel in the bargaining unit,
apparatus in service shall be staffed with no less than:
1). 4 persons per aerial unit
2). 4 persons per quint unit
3). 4 persons per pumper unit
4). 3 persons per rescue unit
5). 1 person per air truck
33.2. If in the future, new types of apparatus are placed in service, which are not covered
above, the City and the Union will meet to negotiate a minimum staffing level for the new types
of apparatus. If agreement is not reached within thirty (30) days, the dispute shall be submitted
to arbitration consistent with the grievance procedure contained in Article 15.
33.3. The Union agrees that this article has no effect on the City's rights under Article 6,
Management Rights, except as outlined above. Specifically, the City has the sole authority,
whether exercised or not, to determine the number and kinds of firefighting/rescue apparatus
needed to fulfill the Fire Department's mission. Such Management decision will not be grievable
or arbitrable.
33.4 The City may take minimum staffing into account when contemplating approval of Union
Pool Time.
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ARTICLE 34
EMPLOYEE RIGHT TO REPRESENTATION
34.1. Where an investigation is initiated by the Management of the City of Miami Fire
Department against an employee covered by this Agreement concerning criminal charges and
where a formal statement under oath is elicited from the accused employee, the interrogation
shall be conducted under the following conditions:
(a) The interrogation shall be conducted at a reasonable hour, preferably while
the accused is on duty, unless the seriousness of the investigation is of
such degree that an immediate action is required. If the accused is off duty
at the time of the interrogation, the accused shall be entitled to overtime.
However, if he or she is eventually found guilty of the charges through the
applicable administration processes, any overtime shall be forfeited in
addition to any penalty imposed for the violation. If it occurs while on
duty, a commanding officer or a supervisor of the accused shall be notified
of the interrogation.
(b) If the interrogation is conducted by or for the Department, it shall take
place in the Miami Fire Department building. If the interrogation is to be
conducted by or for another investigating City agency, it shall be
conducted at either the investigative agency's City office or at the Miami
Fire Department.
(c) The accused shall be informed of the rank, name, and command of the
officer in charge of the investigation, the interrogating party, and all
persons present during the interrogation. All questions directed at the
accused shall be asked by and through one interrogator at any one time.
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(d) The accused shall be informed of the nature of the investigation prior to
any interrogation, and given the names of all known complainants.
(e) Interrogations shall be for reasonable periods and shall be timed to allow
for such personal necessities and rest period as are reasonably necessary.
The accused shall not be to abusive or offensive language (f) subjectedt�e or g
threatened with transfer, dismissal, or other disciplinary actions. No
promise, reward, threat, or action shall be made as an inducement to
answering any questions.
(g) The complete interrogation including when recesses are taken shall be
recorded, and there shall be no unrecorded questions or statements.
(h) The accused shall not be obligated into giving a second statement
concerning the same facts elicited in an original interrogation. This will
not preclude an investigator from asking questions at a later time, that were
not covered by the first statement.
(i) No mechanical device, including, but not limited to, polygraph,
psychological stress evaluator, et al., shall be forced onto an accused, nor
shall disciplinary action be taken against an accused who refuses to submit
to such testing.
(j) If the accused is under arrest, or is likely to be arrested as a result of the
interrogation, he shall be fully informed of his or her legal rights prior to
any interrogation.
(k) At the request of the accused, he or she shall have the right to be
represented by counsel or any other representative of his or her choice
during the entire interrogation.
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(1) Where an attorney or employee representative is requested but cannot be
present within four (4) hours of notification, the employee shall be
required to obtain another employee representative or counsel. When an
employee representative or counsel is present, he shall be only an advisor
and shall not have the right of cross-examination.
34.2. The above shall not apply to investigations and review of infractions of non-
criminal City and Departmental Rules and Regulations provided, however, any employee
covered by this Agreement who is disciplined as the result of the alleged violation of City or
Departmental Regulations, Rules or Policies shall have the right to have Union representation
present if he or she desires it. If such meeting occurs between 9:00 a.m. and 5:00 p.m. on normal
Monday through Friday business days, the employee shall be allowed two (2) hours to have
Union representative present. If such meeting occurs at times other than, those described above,
the employee shall be allowed four (4) hours to secure Union representation. The Union
representative shall be an advisor to the employee and shall not have the right to cross-
examination.
77
ARTICLE 35
RESIDENCY
35.1 It is agreed that while residency is not a condition of employment a candidate that is
otherwise qualified may be given, at time of hire, preference for employment in order of
domicile as follows: (1) City of Miami resident, (2) Miami -Dade County resident, (3)
resident outside of Miami -Dade County.
78
ARTICLE 36
SHIFT STRENGTH
36.1. The department shall maintain a minimum of one hundred seventy one (171) uniform
personnel on duty per shift, which also includes two (2) Air Truck Drivers, EMS 1/2/3, Battalion
Commander and FCIO.
79
ARTICLE 37
STATION COMMANDERS
37.1 All Station Commanders shall receive a one percent (1%) increase in wages. Openings for
Station Commander after this Agreement becomes effective shall be filled in the following
order:
A. The senior in grade Captain assigned to the station requesting the
assignment.
B. If no requests are made, the least senior in grade Captain assigned to the
station shall be the Station Commander.
80
ARTICLE 38
TOTAL AGREEMENT
38.1. The parties agree that this Collective Bargaining Agreement represents the total agreement
during the life of this contract, and no requests shall be made to increase the cost of wages, hours,
and working conditions through the Civil Service Board, City Manager, the Mayor, or the City
Commission during the life of this Collective Bargaining Contract.
81
ARTICLE 39
REPRESENTATION OF THE CITY
39.1. The City shall be represented by the City Manager, or an individual designated in writing
to the Union by the City Manager. The City Manager shall have authority to execute an
Agreement on behalf of the City upon being directed by an official resolution of the City
Commission.
39.2. It is understood that the City representative or representatives are the official
representatives of the City for the purpose of negotiating with the Union. Negotiations entered
into with persons other than those as defined herein, regardless of their position or association
with the City, shall be deemed unauthorized and shall have no weight of authority in committing
or in any way obligating the City.
82
ARTICLE 40
REPRESENTATION OF THE UNION
40.1. The bargaining unit shall be represented by the President of the Union or by a
person or persons designated in writing to the City Manager or his designee or the Director of
Human Resources by the President of the Union. The identification of representatives shall be
made each year prior to April 1.
40.2. The President of the Union, or the person or persons designated by said President,
shall have full authority to conclude a collective bargaining agreement on behalf of the Union
subject to a majority vote of those bargaining unit members voting on the question of ratification.
40.3. It is understood that the Union representative or representatives are the official
representatives of the Union for the purpose of negotiating with the City. Such negotiations
entered into with persons other than those as defined herein, regardless of their position or
association with the Union, shall be deemed unauthorized and shall have no weight or authority
in committing or in any way obligating the Union.
40.4. It shall be the responsibility of the Union to notify the City Manager or designee
in writing of any changes in the designation of the President of the Union or of any certified
representative of the Union.
40.5. The Union President or designee shall meet with bargaining unit members during
those members' non -working time, unless expressly authorized by the Fire Chief or designee.
Such authorization by the Fire Chief or designee shall not be unreasonably withheld.
83
ARTICLE 41
AGREEMENT IN THE EVENT OF TRANSFER
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 employees guaranteed under
this Agreement shall be continued for the term of this Agreement.
84
ARTICLE 42
SAVINGS PROVISION
42.1. If this Agreement or any provision, section, subsection, sentence, clause,
phrase or word of this Agreement is declared invalid by a court of competent jurisdiction,
the remainder of the Agreement shall remain in full force and effect. The parties will
meet, promptly, to negotiate replacement language in accordance with Chapter 447, Part
II, Florida Statutes.
85
ARTICLE 43
PENSION
43.1 Pension Plan
The pension benefits and employee contributions of employees covered by this Agreement shall
remain unchanged as they presently exist as currently set forth in the City of Miami Firefighters'
and Police Officers' Retirement Trust, Section 40-191 through 40-213, Miami City Code
("FIPO") except as modified below. Bargaining unit members who were vested into their pension
benefits on or before September 26, 2010, shall have the pension benefits in accordance with the
provisions of the FIPO in effect on September 26, 2010. Those bargaining unit members will
remain eligible to participate in the Backdrop Option set forth in section 43.4, below.
Effective September 30, 2026, bargaining unit members who were vested into their pension
benefits on or before September 26, 2015, shall have the pension benefits in accordance with the
provisions of the FIPO in effect on September 26, 2010. Those bargaining unit members will
remain eligible to participate in the Backdrop Option set forth in section 43.4, below, or the
forward DROP with the option of electing up to seven (7) years, but not both.
Effective September 30, 2021, bargaining unit members who were not vested into their benefit
on or before September 26, 2010, shall have the pension benefits in accordance with the
provisions of the FIPO in effect on September 26, 2010, with a cap on benefits of one hundred
and twenty thousand dollars ($120,000.00). Those bargaining unit members will remain eligible
for the Backdrop Option set forth in section 43.4, below or effective September 30, 2026,
bargaining unit members may elect to forward DROP with the option of electing up to seven (7)
years, but not both.
86
43.2. Employee Pension Contributions
• The employee pension contribution shall be ten percent (10%) of compensation.
43.3. In the event the City decides to purse the issuance of a securitized instrument as an asset
to FIPO, the City and the Union agree to negotiate a sharing arrangement for a portion of the
savings.
43.4. BACKDROP Option
A Backdrop benefit option shall be implemented on January 1, 2013. The Backdrop option shall
replace the existing DROP program. Employees who have not attained normal retirement
eligibility as of the effective date or were not vested by October 1, 2010, and all employees hired
on or after that date, will be eligible for the Backdrop option, but will not be eligible for the
DROP. Anyone eligible for the forward DROP as of January 1, 2013, remains eligible for the
forward DROP as it presently exists and anyone eligible for the forward DROP as of January 1,
2013 or vested prior to October 1, 2010, who chooses not to enter the forward DROP remains
eligible for the Backdrop.
(a) An eligible employee who elects the Backdrop option shall receive a monthly
benefit payable on the employee's actual retirement date (date of retirement and
separation from City employment) based on the benefit the employee would have
received if he/she had left City employment and retired on an earlier date after
attaining normal retirement eligibility (the "Backdrop date"). In addition, an
eligible employee who elects the Backdrop option will receive a lump sum
payment equal to the accumulation of monthly retirement benefit payments he/she
would have received during the period following the Backdrop date through the
actual retirement date ("Backdrop period"), plus interest at the rate of 3% per year,
87
compounded annually. An eligible employee may elect a minimum Backdrop
period of 1 year and maximum Backdrop period of up to seven years. An eligible
employee who elects the Backdrop option must select the normal form of benefit
or an optional form of benefit in accordance with section 40-203(m) at the time
of electing the Backdrop option. The employee's monthly benefit as well as the
lump sum payment under the Backdrop option is based on the form of benefit
selected.
(b) Employees are eligible to elect the Backdrop option after completing one year of
creditable service following the normal retirement date. A Backdrop election must
be made within 10 years after becoming eligible for normal retirement. The
maximum Backdrop period is 7 years. Eligible employees who wish to elect the
Backdrop option must provide written notification to the Department Director and
the Department of Human Resources at least 8 months prior to the employee's
retirement date; provided a lesser notice period may be approved by the City
Manager due to special circumstances. Bargaining unit employees will be able to
revoke their Backdrop election one time, but within 1 month of their election.
However, if a bargaining unit employee is granted a lesser notice period by the
City Manager due to special circumstances, the employee will not be eligible for
the one-time Backdrop election revocation. Employees are not required to elect
the Backdrop option.
(c) All or a portion of the lump sum payment under the Backdrop option may be rolled
over to an eligible retirement plan or IRA in accordance with federal law. If the
Backdrop is ever terminated, for any reason, the rights of all persons then in the
DROP shall not be diminished or impaired. Additionally, if the back DROP is
88
ever terminated, all persons who are then eligible for a back DROP will still be
eligible for a 7 year back DROP. The Board of Trustees of FIPO shall develop
operational rules for the implementation of this provision.
43.5. The parties agree to support the change of the approved actuarial cost method from the
current aggregate method to the Entry Age Normal actuarial cost method based on reasonable
amortization periods and assumed payroll growth with an expected reduction in contribution
requirements of approximately 1.72 million dollars estimated using a 25 year amortization period
and 3% payroll growth. If legally necessary or legally required, the parties agree to jointly
petition the Circuit Court judge in the case of Gates v. City of Miami to alter the judgment
accordingly, to be effective for the plan year beginning October 1, 2012. Upon receipt of approval
from the Court, the City shall implement the change by ordinance.
43.6. Balance Transfers.
The rollover of DROP funds into the Miami Firefighters' Relief & Pension Fund (175) shall
be allowed if rollovers of this type are approved by the Miami Firefighters' Relief & Pension
Fund (175) trustee board.
43.7. Service Retirement Benefit Multiplier
Effective October 1, 2015, a firefighter member exercising any retirement on or after
October 1, 2015, shall be entitled to receive a retirement allowance equal to three percent (3%)
of the member's average final compensation multiplied by years of creditable service for the first
15 years of such creditable service and three and one-half percent (3.5%) of the member's
average final compensation multiplied by the number of years of creditable service in excess of
15 years, subject to the maximum retirement allowance contained in the retirement plan.
89
43.8. Pension Stabilization.
A. The Union and the City agree to pursue, the creation and implementation of a funding
plan for the FIPO retirement system. The goal of such funding plan is the long term
stabilization (no less than ten (10) years) of the City's general fund contribution to thirty
seven (37) % or less of pensionable payroll by September 30th of each year. If the
City's contribution is less than thirty four (34%), the excess dollars should go to fund
the pension stabilization fund until such time as the actuaries determine the Pension
Stabilization Fund is considered reasonably actuarially sound to stabilize the City's
contribution for ten (10) years.
B. In addition, the City shall establish a manner to ensure that the appropriate dedicated
funds are reserved with the intent to stabilize the City's annual pension contribution. It
is agreed that these monies will be in Trust with the sole purpose of stabilizing the
City's annual pension contributions.
90
ARTICLE 44
SICK TIME
44.1. Sick time will be granted at the rate of ten (10) hours per month for 48 and 52
hour a week employees and eight (8) hours for 40 hour a week employees. Repeated violation of
sick leave policies contained within the City's Administrative Policy Manual and/or the
Department's Operational Procedures Manual is grounds for disciplinary action, up to and
including termination, in accordance with traditional progressive discipline.
44.2. Up to forty-eight (48) hours of Sick Time (40 hours for 40-hour employees) may
be used for the illness of an employee's qualified family member. An employee's Sick time may
be used for the illness of a family member in excess of forty-eight (48) hours (40 hours for 40
hour employees) for a long term serious health condition with the recommendation of the Fire
Chief and approval of the City Manager or his designee. This is in addition to any benefits
afforded under Article 25 of this agreement.
44.3. After the accumulation of six hundred (600) hours (four hundred and eighty
(480) hours for forty (40) hour week employees) of sick leave, further accumulation shall at the
employees' option, be:
Option 1 - Added to the employees' sick time bank
Option 2 - Paid for all sick leave hours in excess of sixty (60) hours annually (forty eight
(48) hours for forty (40) hour week). Time earned for each calendar year
shall be paid the first full pay day in February.
Option 3 - Credited to an employee's vacation leave at the rate of five (5) hours vacation
leave for each ten (10) hours of sick leave earned.
91
44.4. Employees covered by this Agreement who retire after October 1, 1993 shall be
paid for one hundred percent (100%) 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.
44.5. Employees who are eligible for retirement may, at their sole discretion make an
irrevocable election in the calendar year prior 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 time of severance of service. The conversion of sick time to vacation time shall be at
the rate of one hundred percent (100%) of accumulated sick leave up to twelve hundred (1200)
hours and fifty percent (50%) of accumulated sick leave above twelve hundred (1200) hours.
44.6. Effective upon implementation of the Retiree Health Plan, employees covered
by this Agreement shall be credited for one hundred percent (100%) of accumulated sick leave
up to twelve hundred (1200) hours* 1 and fifty percent (50%) of accumulated sick leave above
twelve hundred (1200) hours at time of severance of service with the Department.* 4
* 1 & 4 Any vacation time balances that are converted to sick time under provisions of Article 19.1 shall be added
over and above the 1200 hour limitations set forth here in Article 42.6.
92
ARTICLE 45
TUITION REIMBURSEMENT
45.1. It is agreed between the parties that a tuition reimbursement program
designed to encourage bargaining unit members to improve their job performance and
increase their value to the City by pursuing courses of study related to their job duties at
Miami -Dade County, Broward County or other approved County educational institutions
shall be established. Other educational programs may be covered, provided the City and
the Union mutually agree upon the inclusion of the educational program.
45.2. Any full-time sworn, permanent bargaining unit members shall be eligible
to participate in the Tuition Reimbursement Program, so long as the member has complied
with the City's administrative procedures for participation in this program described herein.
Tuition reimbursement provided under this Article shall not be subject to budgetary
constraints.
45.3. All degree seeking course work must be taken at or from an accredited
college, university, or educational institution approved by the City Manager or the Labor
Relations Officer. Course work taken under provisions of this Article must be directly
related to the bargaining unit member's job duties and for the purpose of professional
development. Class attendance will be on the bargaining unit member's own time unless
otherwise noted in the course announcement and authorized by the City Manager or the
Labor Relations Officer. All technical and/or non -degree seeking education must be
directly related to the bargaining unit member's job duties and for the purpose of
professional development and shall be from organizations or institutes approved by the
Fire Chief or designee.
45.4. Effective upon ratification of the labor agreement reimbursement will be
limited to lab fees, books, and tuition costs up to a maximum of $7,000 in a calendar year.
93
All coursework in pursuit of a paramedic certification shall be covered by the City.
45.5. To be eligible for reimbursement, the bargaining unit member's must
successfully complete the course work and provide evidence of successful completion to
the City. Successful completion must be evidenced by a grade of "C" or better.
45.6. Procedures for reimbursement will be as follows:
A. The bargaining unit member must complete an Application for
Tuition Reimbursement form for each course provided by the
Human Resources Department.
B. The bargaining unit member must complete the application and
submit it to the Fire Chief prior to commencement of course work .
C. The Fire Chief will then review the application and if approved
forward to the Human Resources Department. Ifthe application is
disapproved, it is then returned to the bargaining unit member by the
Fire Chief.
D. The Human Resources Department has the authority to approve or
disapprove the application, and applications not approved will be
returned to the employee, with notification to the Fire Chief with the
reason for rejection noted thereon.
45.7. In the event the bargaining unit member resigns or is terminated from the
City within one (1) year following completion of the course(s) for which City funds have
been expended, the amount of tuition reimbursement paid to the bargaining unit member
will be reimbursed to the City by the bargaining unit member upon his termination from
the City through a deduction from his final paycheck.
94
45.8. Within thirty (30) business days of successful completion of the course
work (as indicated by receipt of a passing grade), the bargaining unit member must submit
his semester grade report together with the tuition fee receipt to the Fire Chief. The Fire
Chief will submit the approved application for tuition reimbursement along with the
bargaining unit member's semester grade report and tuition fee receipt to the Human Resources
Department who shall review and determine the amount eligible for reimbursement. The
Human Resources Department will then forward the determination to the Finance
Department , who shall reimburse the employee for the City's share of the tuition
reimbursement, in accordance with the determination of the Human Resources Department.
45.9. All employees covered by this Agreement who are ordered to attend off
duty courses by the Fire Department shall be paid as provided for in Article 20 - Overtime
for all time spent in attendance.
45.10. At the discretion of the Fire Chief, attendance at training courses while on
duty shall be allowed and shall be charged to S.A. time.
45.11. Those employees attending classed paid for the City shall not draw
supplemental educational benefits from any other source. Should the employee wish to
apply to receive supplemental educational benefits, i.e. GI Bill, he or she will not receive
educational payments from the City.
95
ARTICLE 46
BARGAINING UNIT MEMBERS KILLED IN THE LINE OF DUTY
46.1. Any full-time Bargaining Unit Member who is killed while in the
performance of his or her official duties or who subsequently dies from injuries within
twelve (12) months of the incident from his or her wounds shall be given a promotion to
the rank of Battalion Chief. Leave balances will be paid off at the hourly rate of the newly
promoted rank. The beneficiary of the deceased shall receive a sum of $350,000 from
the City upon said bargaining unit member's death. Application shall be made to the City
for payment of such death benefits.
96
ARTICLE 47
RETIREE HEALTH PLAN
47.1. The parties agree that the union will establish the Miami Association of Fire
Fighters IAFF Local 587 Retiree Health Plan ("RHP") consistent with current IRS Rules and
Regulations.
47.2. Eligibility for membership, taxability, funding, and administration of the RHP,
including Board of Trustees composition and investment policy will be as outlined in the RHP
Plan Document and/or Trust Agreement.
47.3. It is the intent of the parties that upon severance of service from the Department
all members will have their sick leave balances calculated at their rate of pay at time of severance
and transferred to their Individual Plan accounts.
47.4. The parties agree that any losses, charges or expenses incurred by the participant
in the RHP will be borne by the participant and shall not be made up by the City of Miami, the
IAFF or the RHP.
97
ARTICLE 48
TERMINATION AND MODIFICATION
48.1. After a majority vote of those bargaining unit members voting on the question of
ratification, and thereafter upon its ratification by an official resolution of the City Commission
ratifying the Agreement and authorizing the City Manager to sign the Agreement on behalf of
the City, then the Agreement, upon being signed by the appropriate Union representative and the
City Manager, shall become effective upon ratification by the City Commission, except where
otherwise stipulated. The term of this Agreement shall be October 1, 2023 through September
30, 2026.
48.2. On or before March 1, 2026, the Union shall notify the City in writing of its
intention to renegotiate the Agreement in force and attached thereto shall include a list of
proposals which shall inform the City of the items which they desire to negotiate, together with
specific language describing its proposals. The changes indicated in the proposals shall be
designated with a strike through of deleted language and new language will be underlined.
48.3. On or before March 1, 2026, the City shall present the Union with a list of
proposals it desires to negotiate together with specific language describing its proposals. The
changes indicated in the proposals shall be designated with a strike through of deleted language
and new language will be underlined.
48.4. Initial discussions for a successor Agreement shall thereafter and no later than
April 1, 2026, be entered into by the City and the Union.
48.5. Such discussions shall be concluded by the signing of a proposed agreement
pursuant to Florida law.
98
My
Agreed to this as day of 0 a‘-k , by and between the respective parties through
an authorized representative or representatives of the Union and by the City Manager.
99
ATTEST: INTERNATIONAL ASSOCIATION OF
FIREFIGHTE' _ A . -CI f LO '4 587
resident
ATTEST: ON THE PART OF THE CITY OF MIAMI
APPROVED AS TO FORM
AND CORRECTNESSepu
w`
CI ! ATTORNEY U 23 - t (0 3
,4419
100
INDEX
ARTICLE PAGE
AGREEMENT 4
AGREEMENT IN EVENT OF TRANSFER 41 84
BARGAINING UNIT MEMBERS KILLED IN
THE LINE OF DUTY 46 96
BEREAVEMENT LEAVE 27 59
BLOOD DONORS 30 63
BULLETIN BOARDS 11 21
CALL BACK PAY 21 51
DISCRIMINATION 4 10
EMPLOYEE RIGHT TO REPRESENTATION 34 75
FAMILY LEAVE AND LEAVES OF ABSENCE 25 56
GRIEVANCE PROCEDURE 15 30
GROUP INSURANCE 17 37
HOLIDAYS 23 53
HOURS OF WORK 32 73
LINE OF DUTY INJURIES 12 22
LOSS OF EQUIPMENT 29 62
MANAGEMENT RIGHTS 6 12
NO STRIKE 2 6
NOTICES 8 15
OVERTIME 20 49
101
ARTICLE PAGE
PENSION 43 86
PERSONNEL ALLOCATION 33 74
PHYSICAL EXAMINATIONS 28 61
PREVAILING BENEFITS 5 11
RECOGNITION 1 5
REPRESENTATION OF THE CITY 39 82
REPRESENTATION OF THE UNION 40 83
RESIDENCY 35 78
RETIREE HEALTH PLAN 47 97
SAFETY COMMITTEE 13 27
SAFETY SHOES 16 35
SAVINGS PROVISION 42 85
SHIFT EXCHANGE 9 16
SHIFT STRENGTH 36 79
SICK TIME 44 91
SPECIAL MEETINGS 14 29
STATION COMMANDERS 37 80
SUBSTANCE/ALCOHOL --
PERSONNEL SCREENING 31 64
TERMINATION AND MODIFICATION 48 98
TOTAL AGREEMENT 38 81
TUITION REIMBURSEMENT 45 93
UNION BUSINESS 3 7
UNION REPRESENTATIVES 7 14
VACANCIES -- PROMOTIONS 10 17
VACATION TIME 19 47
WAGES 18 40
WORKING OUT OF CLASSIFICATION 22 52
102
10/ 113023
-
-"
-
lob Cale
Step
26
Annual Hours
1
2
3
4
8
6
7
0
9
10
11
12
13
14
15
10
0114F8'
5306
fiYne nn Sr (Ye4rs;
Fire5lmer
80
2080
0
24..0385
1
25.2404
2
28.9024
3
27.6278
4
29,2189
5
30..8799
6
32.2119
7
33.5248
8
35.5158
9
37,2918
10
39..1562
12
40.1351
14
41.1385
16
42,1669
18
43.2211
20
44.3016
50,000.08
52,500.03
55.124..99
57,88141
60,775,31
63,814.19
67,004.91
70,355,17
73,672.86
77,566.53
81.444.90
83,481,01
85,568.08
87,707,15
99,899139
92,147.33
021486
5305
Frtenghter
96
2496
20.0321
21,0337
22.0854
23.1897
24,3491
25.5665
28,8449
28,1872
29.5965
31.0764
32.6302
33.4459
34.2821
35.1391
38,0176
36.9181
50.000.12
52,300..12
55,125.16
57,881.49
60,775,35
63.814.23
67,004,67
70.355.25
73,872.86
77,566..89
81:,444.98
83,480.97
135,568.12
87,707.19
89.899.93
92,107.58
O31AFF
5331
Frretlghler
104
2704
20.0321
21.0337
22.0854
23 1397
24.3491
25.5666
26,8449
28.1872
29.5965
31.0764
32.6302
33.4459
34,2821
35.1391
36-0176
36.9181
1118FF
5310
Fire Lieutenant
80
2080
54,166.80
27,5277
56,875.12
29.2191
59,718.92
3O.6800
62,704.95
32.2140
65,839,97
33,5247
69,132.09
35,5160
72,581361
37.2918
.218 19
39.1564
80,02894
41,1142
134,030.59
431899
88,232.06
45.3284
90,437.71
46,4616
92,698.80
47.6231
95,016.13
48..8137
97,391,59
50.0341
99.826.54
51.2849
57,881-62
60,775,73
83,814.40
67,005,12
70,355.38
73,873.28
77,56694
81,445,31
85,517.54
89.793.39
94,283.07
96,640.13
59,056.05
101,53250
104„070.93
108,672.59
128A66
5307
Fire Lieutenant
96
2496
23.1898
243493
25,5668
26.8451
28..1573
29:5987
31,0765
32.6304
34,2619
35.9750
37.7737
38.7181
39.6860
40.6782
41.0951
42.7375
57,881.74
60,77585
63,814.73
87,005,37
70,355.50
73,873.36
77,568.94
81.445 48
85,517.70
89.793.60
94,283. 16
96,640.38
99,058.28
101,532. 79
104,070.97
106,672.80
131411
5333
Fire Lieutenant
104
2704
23.1896
24.3493
25.5668
26.84.51
28.1873
29.5967
310765
32.6304
34.2619
35..9750
37.7737
38,7181
39.6860
40.6782
41,8951
42,7375
62,70522
65,840.51
69,132.63
72,509,15
76,218.46
80,029.48
84,03088
88.232.80
92,644.18
97,278.40
102,140.08
104,693.74
107,31094
109.993.85
112,743,55
115,562.20
211AFF
5311
Fire Captain
80
2080
32.2142
33.8249
35.5162
37.2970
39.1568
41.1144
43.1701
45.3286
47.5950
49,9748
52.4735
53.7854
55.1300
56.5083
57.9210
59.3890
87,005.54
70,355.79
73,873.70
77,587.36
81-645.73
85,517.95
89,79381
94,.283.49
98,,997.60
103,947.58
109,144.88
111,873,83
114,870,40
117,537,28
120,475,68
123,487.52
2214FF
5308
F+re Captain
96
2496
26.8452
28.1875
29.5968
31.0767
32:6305
34.2620
35.9751
37.7739
39.6826
41.6457
43.7280
44.8212
45.9417
47,0903
48.2675
49.47,12
67,005.62
70,358.00
73,973.61
77,567.44
81,445.73
65,517 95
89,793.85
94.283.65
98,997.85
103647.57
109,145 09
131,873.72
114,670,48
117,537,.39
120,475,68
123,487,60
23IAFF
5335
Fire Captain
104
2704
26.8452
28,1875
29.5968
31.0767
326305
34.2620
35.9751
37.7739
39.6628
41.6457
43.7280
44 8212
45.9417
47.0903
48.2675
49.4742
3144FF
5313
Chief Officer
80
2080
72,569,42
37,2921
76,2.19.00
39.1567
80,029.75
41,1145
84,031.40
43.1703
88.232.57
45.3288
92,64145
47.5952
97,276..67
49.9750
102,140.63
52.4737
107,247.67
55.0974
112,609.97
57.5523
118,243.51
60.7449
121,19652
62,2635
124,228.36
618201
127,13217
65,4156
130,515.32
67,0510
133,771324
68:7273
77,567.57
81,445.94
85,518.16
69,794.22
94,283.90
98,998.02
103.948.00
109,145.30
114,602.59
120,332.78
128,349.39
129,508.08
132,745,61
336,064.45
139,466.08
142,952.78
32110E
5309
CNet Fire Officer
96
2496
31.0788
32.6306
34,2622
35.9753
37.7740
39.8627
41.6459
1
43.7282
45 9146
48.2103
506208
518864
53.1835
54 5131
55 8759
57 2728
77,567.69
81,445.98
85,51.945
89,794.35
54,283 90
98,998.10
103,948.17
109,145.59
114,602 84
120,332.91
126,349.52
129,508.45
132,748.02
136.06470
139,466.25
142,952 91
3314F6
5337
C5ie( Fire Othcer
104
2704
31:0768
32.8306
34.2622
35.4753
37.7740
39.6627
41.6459
43.7282
45.9146
48,2103
50.6208
51,8864
53.1835
54.5131
55..8759
57.2728
84,031.67
(38,233.14
92,644.99
97,277.21
102,140.90
107.247,94
112,61051
118,241.05
124,153.08
130,360.85
136„876.64
140,300.83
143,808.18
147,403,42
151,088.43
154,565.65
)1101v> A(f IJx6-oK
01_ A\A---,0 9 Vt.
10/ /2024
lob Cade
Step
26
Annual Hours
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
rime on Step (Years)
0
1
2
3
4
5
6
7
8
9
10
12
14
16
18
10
01IAFF
5306
Firefighter
80
2080
25.2404
265024
27.8275
292189
30.6799
32.2139
33.8246
35,5158
37.2916
39.1561
41.1140
42,1418
43,1953
44.2752
45.3821
46.5167
52,500,03
55,124.99
57,881.20
60,775.31_63,814,19
67,004.91
70,355.17
73,872.86
77,566,53
81,444.69
85,517.12
87,654.94
89,846.22
92,092,4
94,394.77
46,754.74
021AFF
5305
Firefighter
96
24%
21.0337
22.0854
23.1897
74.3491
25.5666
26.8449
28,1872
29,5965
31.0764
32.6302
34.2617
35,1182
35.9962
36,8961
37.8185
38.7639
52,500.12_55,125,16
57,681.49
60,775.35
63,814.23
67,004,87
70,355,25
73,872.86
77,566.69
81,444.98
85,517,10
87,655.03
89,846.52
92,092.67_
94,394.98
96,754,69
031AFF
5331
Firefighter
104
2704
21.0337
22,054
23.1897
24,3491
25.5666
26.8449
28,1872
29.5955
31.0764
32.6302
34.2617
35.1182
35.9962
36,8961
37,8185
38.7639
56,875.12
59,718,92
62,704.95
65,839.97
69,132.09
72,588,61
76,218,19
80,028.94
84,030.59
88,732.06
92,643.64
94,959.61
97.333.72
99,767.05
102.261.22
104,817,59
111AFF
5310
Fire Lieutenant
80
2080
29,7239
31.2101
32.7706
34.4091
36.1296
37.9361
39.8329
41.8245
43.9157
46.1115
49.4111
49.6275
50.8682
52.1399
53,4434
54,7795
61,825.71
64,917,01
68,162.85
71,570.93
75,149.57
78,907.09
82,852.43
86,994.96
91,344.66
95,91I.92
100,707.57
103,225,20
105,805.86
108,450.99
111,167.27
113,441.36
121AFF
5307
Fire Lieutenant
96
2496
24,7699
26,0084
27.3388
28.6743
30.1080
31.6134
33.1940
34.8537
36.5964
38.4262
40.3476
41.3562
42.3902
43.4499
44,5362
45.6496
61,825.67
64,916.97
68,162,76
71,571.05
75,149.57
78,907.05
81,852.22
86,994.84
91,344,61
95,911,80
100,707,61
103,225.08
105,805.44
108,450.95
111,162.36
113,941.40
13UFF
5333
Fire Lieutenant
104
2704
24,7699
26.0084
27.3088
28.6743
30.1080
31.6134
33.1940
34.8537
36.5964
38.4262
40.3476
41.3562
42.3902
43.4499
44.5362
45.6496
66,977.81
70,326.11
73„843.0
77,535.31
81,412.03
85.482,63
89,756.58
94,244,40
98,956.67
103,904.44
109,059.91
111,827.16
114,623,10
117,488.53
110.425.88
123,436.52
21VA0
5311
fire Captain
80
2080
34,4093
36.1298
37.9363
39,8331
41.8247
43.9160
46.1118
48.4173
50.8382
53.3801
56.0491
57.4564
58.8866
60.3588
61.8677
63.4144
71,571.34
75,149,98
78,907,50
82,852.85
86,995.38
91,345.28
95,912,54
100,707,98
105,743.46
111.030,61
116,582.13
119,496.83
122,484.13
125,54630
128,684,82
131,901.95
221A1F
5308
Fire Captain
%
2496
28.6744
30.1081
31.6135
33.1942
34,8539
36.5966
38.4264
40.3478
42.3651
44.4834
46.7076
47.8753
49,0721
50.2990
51.5564
52.8453
71,571,30
75,149,82
78,907,30
82,852.72
86,995.33
91,345,11
95,912,29
100,708.11
105,743,29
111,030.57
116,582.17
119,496.75
122,483.96
125,546,30
128,684,77
131,951,87
23147F
5335
Fire Captain
104
2704
_ 28.6744
30.1081
31,6135
33.1942
34.8539
36.5966
38,4264
40.3478
42.3651
44,4834
46.7076
47.8753
49.0721
50.2990
51,5564
52.8453
3114FF
5313
Chief Fire Offker
80
2080
77,535,58
39.8332
81,412.30
41.8249
85,482.90
43.9161
89,757.12
46.1119
94,244,95
48,4175
98,957.21
50.8384
_
103,904.49
53.3803
109,100.45
56.0493
114,555.23
58.8518
120,283.11
61.7444
126,297.35
64.8841
129,454.81
66,5062
132,690.96
68.1688
136,008.50
69.8731
139,408.51
71.6139
142,893.69
73.4104
82,853,06
86,995.79
91,345,49
95,912.75
100,708.40
105,743.87
111,031.02
116,582,54
122,411,74
128,532.35
134,958.93
138,332.90
141,791,10
145,336,05
148,969.39
152,693.63
321AF7
5309
Chief Fire Offker
96
24%
33.1943
34.8540
36,5967
38,4266
40,3479
42.3653
44,4835
46,7077
49.0431
51.4953
54.0700
55.4218
56,8073
53.2275
59.6832
61.1753
82,852,97
86,995,58
91,345.36
95,912.79
100,708,36
105,743,79
111,030,82
116,582.42
122,411.58
128,532,27
134,958.72
138,332.81
141,791.02
145,335.84
148,%9.27
152,693,55
331AFF
5337
Chief Fire Officer
104
2704
33.1943
34,8540
36.5967
38.4266
40.3479
41.3653
44.4835
46.7077
49.0431
51.4953
54.0700
55.4218
56.8073
58.2275
59.6832
61,1753
89,757.39
94,245.22
98,957.48
103,905.53
109,100.72
114,555.77
110,283.38
126,297.62
132,61L54
139,243.29
146,205,28
149,860,55
153,606,94
157,447.16
161,383,37
165,418.01
- A-4--7I?
Attachment D
Rill NAME
EMPLOYE
E
NVMBFR
Iasi titre
Oats
100 MU
PY 2014-13
t]rt66t
Pape.
FY 201415
YFFAR 28laP
sT 2015-16
YEAR 2 Sap
Toni
Salary
increase
Year 1
84.p 0W
Psrnion
Coniribntlo
n 3%
Mahon
Tot* Satary
Playas*
minus Pension
contribution
Net Sabre
%
income
Yoor 2
Woo'
Percentage
of yqr net
betonW
Acosta. Pedro L
23710
1R8/1.991
Fire Arta 96 Hrs
92,521
53,192
91,192
671
671
(2,7951
(2.124
-2 301
2,125
Mast, Edwin A
26020
4/6/2002
Fire Ueut 96 Hrs
81,823
82,3666
6e,417
2.604
545
(2,S331
71
0 06%
1281
52%
BaM,Farmt LLCM
17163
4/1990
Fro Wu( 80 Mrs
92,519
93,194
93,194
675
675
0„.795
171
•2 29%
1
Corot 1r„ Ignatius F
2348$
3/20/1989_
Fire Captain 80 lours
107.042
107,984
107,884
842
842
(3�
(2,3942
-7 Mx
22,194
Fdbe, Seth D
16327
1/7/1965
Foe Ueut 80 Mrs
92,519
93494
93194
67S
67S
j3795)
j2,127j
•2 2996
2,121
Fero, Yatl A.
20775
1f26/1991
Fire Woo 80 Mrs
92,519
93,194
93,194
675
675
(2,795).
(2,121
-2 29%
2,121
Gomm, Oita M.
19997
,/4j1990
Fes Lieut 90 Mrs
92,519
93,194
93,194
675
675
(2,795/,
(2,1271
•2 29%
2321
Genrainz, Cabs A.
20022 .1/28/1991
Fee lieu( 60 inn
92,519
93,194
93,194
675
675
(7,795j
(2,121}
-2 29%
2,121
MehMar, Mew
26035
4/23/402
Fre (Mut 96 Sri
81,813
62,36E
641427
2,604
545
(2,533)
71
009%
1,382
56%
Irizarry, Tteiwro 1
26016
6/8/X02
Fire Captain 95 Mrs
94,665
95,351
97,735
3.070
686
(2,931L
138
019%
1,454
52%
Metnez, Edueroo
19993
9/4/1990
Fee Captain 80 Hours
107,041
107384
107,884
842
842
M,216)
(2,3941
-2 24%
1394
Menendez, Angel
2599E
9/2002
Fre Lot 96 Mn
81,823
82,36E
64,427
2,604
545
(2,533)
71
0 09%
1,211
52%
Wormed, Neal A
19602
11/78/1991
Fre Capron 96 Hrs
107,042
107,881
107,881
840
840
(3,236L
(2 396)
-2 24%
2,396
Mande, Metier 125997
411/2002
Fie lieu(80 Mrs
61,*22
82,370
84,429
2607
548
(2,533)
75
0 09%
1,280
5211
Cbtz, DM
76007
4/9/2002
Fre Wut 96 Ho
81,323
82,368
84427
2,604
545
(2,533)
71
00911
1,281
52%
Sawn.,, Fin.10 M '
16796
1/W1991
Fee Captain 52/104
115,E
116,871
128,371
910
910
(3,505)
(2,i95)
-2 20
4595
Savoy, 15'tum F
15227
1/284991
Fee UAW 96 Mrs
92.521
93,192
93,192
671
671
11,7951
(2,125}
•2 30%
2,125
Thomas, Huntley t
26006
4/9/2002
Fire Lew 80 Mrs
81.622
87,370
64429
2307
544
(203 j
75
0 09%
1,280
5714
*oh!, edroias M
26009
4/9/7002
Fie Captain 52/104
107,554
103,297
105,110
3,326
743
(3,1761
150
01511
1.575
52%
the "Year 2 Va ue may be for that part of the year prior to the anniversary date in some instances
this will ensure that no employee has a net reduction due to the increase in pension contribution
1U5
10/1/2025
lob Code
Step
26
Annual Hours
1
2
3
4
S
6
7
8
9
10
11
12
13
14
15
16
Tare on Srep (Years)
0
1
1
3
4
5
6
7
8
9
10
11
14
16
18
37
O1IAFF
5306
Firefighter
80
2080
26.1020
27.5121
28.8877
30.3321
31.8487
33.4411.
35.1132
36.8688
38.7123
40.6479
42.6803
43.7473
44,8410
45,9620
47,1111
4S 2888
54,500,16
57,17517
60,086.42
63,09O77
66,245.30
69,557.49
73,035.46
76,687.10
80,521.58
84,547.63
88,775.02
90,994.38
93,269.28
95,600.96
97,991.09
100,440.70
021AFF
5305
Firefighter
96
24%
21.8350
22.926,8
24.0731
25.2767
26.5406
27.8676
29.1610
30.7240
32.2602
33.8733
35,5669
36.4561
37,3675
38,3017
39,2592
40.2407
54,590.16
57,225,29
60,086.46
63,090,64
66,245.34
69,557,53
73,035,46
76,687.10
8 ,521.46
84,547,76
88,774.98
90,994.43
93,269.18
95,601.04
97,990.96
100,440.79
031AFF
5331
firefighter
104
2704
21.8350
22.9268
24,0731
25.2767
26,5406
27.8676
29.2610
30.7240
32,2602
33.8733
35.5669
36.4561
37.3675
38.3017
39.2592
402407
111AFF
5310
Fire lieutenant
80
2080
59,041.84
308563
61,994.07
32.3991
65,093.66
34,0191
68,348.20
35,7200
71,765.78
37.5060
75,353,99
39.3813
79,121,74
41.3504
83,077.70
43,4179
87,231.58
45,5888
91,593.40
47,8682
96,172.90
50.2617
98,577.29
515182
101,041.72
52.8062
103,567.80
54.1263
106,156.88
55.4795
108,810.85
56.8665
64,181.10
67,390.13
70,759.73
74,297.60
78,012.48
81,913,10
86,008.83
90,309,23
94,824.70
99,565.86
104,544,34
107,157.86
109,836.90
112,581.70
115,397.36
118,282.32
121076
5307
Fire Lieutenant
%
2496
25.7136
I6.9993
28,3492
29,7667
31.2550
32.8178
34.4587
36.1816
37.9907
39.8902
41.8847
42.9319
44.0052
45.1053
46.2329
47.3887
64,181,1.5
67,399.25
70,759.60
74,297.68
78,012.48
81,913,23
86,008.92
90,309.27
94,824.79
99,565.94
104,544,21
107,158.02
109,836.98
112,582.83
115,397.32
118,282.20
131A67
5313
Fire Lieutenant
104
2704
25.1136
26.9993
28.3492
29.7667
31.2550
32.8178 i
34,4587
36.1816
37.9907
39.8902
418847
42.9319
44.0052
45.1053
46,2329
47.3887
69,529.57
73,006.11
76,656.24
80,489.16
84,513.52
88,739.33
93,176.32
97,335.05
102,726.85
107,86310
113,256.23
116,087.16
118,990.06
121,964,73
125,013.76
121,139.04
211A67
5311
Fire Captain
80
2080
35.7202
37.5062
39.3815
41.3506
43.4181
45.5890
478685
50.1619
52.7750
55.4138
581844
59,6391
61,1300
62,6583
64.2247
65.11304
74,298.02
78,012.90
81,913.52
86,009.25
90,309.65
44,825.11
99,566.48
104,544.75
109,772.00
115,260.70
121,023.55
124,049.33
127,150,40
130,329.26
133,587.38
136.927.23
121076
5308
Fire Captain
96
2496
29,7668
31.2551
32.8179
34.4588
36.1817
37.9908
39.8904
41.8849
43.9791
46.1781
48.4870
49.6992
50.9416
52.2152
53,5206
54.1586
74,297.93
78,012.73
81,913.48
86,009,16
90,309.52
94,825,04
99,566.44
104,544.71
109,771,83
115,260.54
121,013.55
124,049.20
127,15023
130,329.14
133,587.42
136,927.07
1
231AFF
5335
Fire Captain
104
2704
29,7668
312551
32.8179
34.4588
36,1817
37.9908
39.8904
41.8849
43.9791
46.1781
48.4870
49.6491
50.9416
52.2152
53.5206
54.8586
313877
5313
Chief fire Officer
80
2080
80,489.43
41.3508
84,513.79
43.4183
88,739,60
45.5893
93,176.60
47.8687
97,835.32
50.2622
102,727,12
52.7753
107,863,64
55.4140
113,256.77
58,1847
118.919.49
61.0940
124,865.58
64.1487
131,108.85
673561
134,386.64
69.0400
137,746.09
70,7660
141,189,90
72.5351
144,719,70
74.3485
148,337.65
76.2072
86,009.66
9,0,310.06
94,125.74
99,566,90
104,545.38
109,772.62
115.261.12
121,024.18
127,075.52
133,42939
140,100,69
143,603.20
147,193.28
150.873,01
154,644,88
158,510.98
32146F
5309
Chief Fire Officer
%
2496
34,4589
36.1818
37.9909
39.8905
41.8850
43.9793
46.1782
48.4871
50.9115
53,4571
56,1299
57.5332
58.9715
604458
61.9569
63.5058
86,009.41
90,309.77
94,825.29
99,566.69
104,544,96
109,772.33
115,260.79
121,023.80
127,075.10
133,428.92
140,100.23
143,602.87
147,192.86
150,872.72
154,644.42
158,510.48
331AFF
5337
Chief Fire Officer
104
2704
34.4589
36.1818
37,99O9
39,8905
41,8850
43.9793
46.1782
48.4871
50.9115
53.4571
56.1299
57.5332
58.9715
60.4458
61.9569
63.5058
93,176.87
97,83559
1O2,727,39
107,863.91
113,257,04
118,920.03
124,865.85
131,109.12
117,664.70
144,548.00
151,775,25
155,569,77
159,458,44
163,445.44
167,531.46
171,719.68
7l1.10Om *E-ox
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