HomeMy WebLinkAbout5.249 Original Contract
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CITY OF PORT ANGELES
321 EAST FIFTH ST , POBOX 1150 PORT ANGELES, WASHINGTON 98362
PHONE (206) 457-0411
AGREEMENT BETWEEN
THE CITY OF PORT ANGELES
AND
INTERNATIONAL ASSOCIATION OF FIREFIGHTERS
LOCAL #656
January 1, 1994 - December 31, 1995
TABLE OF CONTENTS
PAGE
ARTICLE I - GENERAL PROVISIONS
section A - Preamble. . . . . . . . . .
section B - Recognition . . . . . .
section C - Savings Clause. . . . . . .
section D - Non-Discrimination. . . . .
1
1
1
1
ARTICLE II - RIGHTS OF PARTIES
section A - Management's Rights . . . . . . . . . . . . 2
Section B - Retention of Benefits . . . . . . . 2
section C - In Service Training . . . . . . . . . . . . . . 3
section D - union Security & Payroll Deduction . . . . . . . 3
Section E - Personnel Records . . . . . . . . . . . 4
Section F - Labor-Management Committee. . . . . . . . . . . 4
section G - Agreement Binding on Successors . . . . . . 5
section H - Seniority List. . . . . . . . . . . 5
section I - Bulletin Board. . . . . . . . . . . . . 5
ARTICLE III - WORKING CONDITIONS
section A - Work Stoppage . . . . . . . . . . . . . . . 6
Section B - Work Schedule . . . . . . . . . . . . . . . 6
section C - Minimum Manning . . . . 6
Section D - Shift Trading . . . . . . . 6
section E - Response Time Requirement . . . . . . . 6
ARTICLE IV - COMPENSATION
section A - Wages . . . . . . . . . . . . . 7
1994 Salary Schedule, Addendum #1 . ... .... 7-A
1995 Salary Schedule, Addendum #2 . . . . . . 7-B
Compensation Study Procedures . . . . . . 7-C
Section B - Tuition Reimbursement . . . . . . . . . 7
section C - Uniform Maintenance Allowance . . . . . . . 7
section D - Overtime Pay. . . . . . . . . . . . . . . . . . 8
section E - Call-Back Pay . . . . . . . . . .. .... 8
Section F - Higher Class Pay.. ...... 8
section~G - Aid Car Duty. . . . . . . . . . .. .... 8
section H - Fire Prevention Assignment Pay. . . . . . . . . 9
ARTICLE V - PAID LEAVE BENEFITS
Section A - Vacation. . . . . . . . . . . . . . . . . .
section B - Holidays. . . . . . . . . . . . . .
section C - sick Leave. . . . . . . . . . . . . . . . .
section D - Family Leave. . . . . . . . . . . . . .
ARTICLE VI - HEALTH BENEFITS . . . . . . . . . . . . . . . . .. 14
PAGE
10
11
12
13
ARTICLE VII - GRIEVANCE PROCEDURE. . . . . . . . . . . . . . .. 15
ARTICLE VIII - DURATION OF AGREEMENT . . . . . . . . . . . . .. 18
AGREEMENT BETWEEN THE CITY OF PORT ANGELES
AND
INTERNATIONAL ASSOCIATION OF FIREFIGHTERS, LOCAL #656
ARTICLE I - GENERAL PROVISIONS
Section A - Preamble
This Agreement is entered into by and between the City of Port Angeles,
hereinafter referred to as the city, and Local #656, International
Association of Firefighters, hereinafter referred to as the Union.
It is the purpose of this Agreement to achieve and maintain harmonious
relationships between the City and the Union; to provide for equitable
and peaceful adjustment of differences which may arise, and to establish
wages, hours, and other conditions of employment.
Section B - Recoqnition
The City recognizes the Union as the bargaining representative for
purposes of establ ishing wages, hours, and working conditions. The
terms and conditions set forth herein shall apply to employees in the
following classifications:
Firefighter
Fire Captain
Firefighter/Paramedic
Medical Officer
The Union agrees to provide the names of the Union officers and any
changes to the Human Resources Manager.
Section C - Savinqs Clause
If any provision of this Agreement, or the application of such
provision, should be rendered or declared invalid by any court action or
by reason of any existing or subsequently enacted legislation, the
remaining parts or portions of this Agreement shall remain in full force
and effect.
In such event, the parties agree to renegotiate the invalid provision(s)
of the Agreement, which shall have no effect on the remaining provisions
of the Agreement.
Section D - Non-Discrimination
The City and the Union agree that they will not discriminate against any
employee by reason of race, creed, age, color, sex, national origin,
religion, handicapped status, marital status, or membership or non-
membership in a Union.
Whenever notations are used in the masculine gender, they are intended
to apply equally to either gender.
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ARTICLE II - RIGHTS OF PARTIES
section A - Management's Rights
The City and its management representatives shall retain all customary
rights, powers, functions, and authority normally reserved by
management, consistent with State law, local ordinances, and Department
rules and regulations, except as limited by terms of this Agreement or
applicable State or Federal laws, and shall include but not be limited
to the following:
1. Determine the mission of the city and respective Departments,
commissions, and boards.
2. Set standards of service and performance standards; establish
reasonable work rules/regulations, safety procedures, and
personnel policies and procedures.
3. Select, increase, diminish or change equipment, vehicles,
machinery, etc., including the introduction of any and all
new, improved or automated methods or equipment.
4. Assign work and establish reasonable work schedules for all
regular and overtime hours.
5. Engage in all types of personnel transactions and disciplinary
proceedings in accordance with established ordinances and
rules.
6. Effect a reduction in authorized positions because of a lack
of work, fiscal limitations, organizational changes, or other
legitimate reason.
7. Determine the number and classification of personnel.
8. Take any action necessary to carry out its mission in an
emergency.
9. Discipline and/or discharge for just cause with due process, _
in accordance with applicable local, State or Federal laws.
Section B - Retention of Benefits
The City assures the union that in placing the terms of this Agreement
into effect, the Department shall not proceed to cancel benefits or
privileges generally prevailing for employees, even though such benefits
or privileges are not itemized in this Agreement.
The Union assures the City that in placing the terms of this Agreement
into effect, Union members shall not seek to gain additional benefits
and privileges through this Article, but shall make all such items
subject to the collective bargaining process.
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All disputes between the City and the Union shall be subject to the
grievance procedure.
Section C - In Service Training
The City agrees to include in compensable hours, time spent by employees
for "in-service" medic related training and medic run reviews. Such
training shall be mandatory as assigned by the Department unless excused
because of sick leave or vacation. The City also agrees to include as
compensable hours employee staff meetings to discuss medic-related
matters. Such meetings shall be of reasonable length and authorized in
advance by a chief officer.
section D - Union Security and Payroll Deduction
1. It shall be a condition of employment that all employees
covered by this Agreement who are mempers of the Union in good
standing on the execution date of this Agreement shall remain
members in good standing. It shall also be a condition of
employment that all employees covered by this Agreement and
hired on or after its execution date shall, by the thirtieth
(30th) day following completion of the probation period,
become and remain members in good standing in the Union; or in
lieu thereof, pay each month a service charge equivalent to
Union dues, assessments, and initiation fee paid to the Union,
as a contribution toward the administration of this Agreement.
If objections to joining the Union are based on bona fide
religious tenets and the employee objects to joining the Union
because of such beliefs, the employee shall pay an amount of
money equivalent to Union dues, assessment, and initiation
fees to a non-religious charity or to another charitable
organization mutually agreed upon by the employee affected and
the Union to which the employee would otherwise pay the Union
dues, assessments and initiation fees. The employee shall
furnish written proof to the Union that such payment has been
made. If the employee and the Union do not reach agreement on
the organization, the Public Employment Relations Commission
shall designate the charitable organization.
2. The Union agrees that membership in the Union will not be
denied or terminated for any reason other than the failure of
the employee covered by this Agreement to tender the Union
dues,' assessments, and i~i tiation fees required as a condition
of membership in the Union. The parties also agree that if an
employee fails to fulfill the obligation in (1) above, the
Union shall provide the employee and the City, within thirty
(30) days, notification of the employee's failure to comply
with this section and during this period, the employee shall
make restitution in the amount which is due or the City shall
terminate employment.
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3. Pavroll Deductions. It is agreed that the City shall permit
payroll deductions for Union dues or other related deductions
properly requested through payroll deduction authorization
procedures established by the City and such deductions shall
be subject to data processing limitations. Remittance of the
total amount of all such Union-related deductions made from
employees' salaries shall be made to the Union within
procedures established by the City, normally within one week
after the City pay day. Any errors or omissions in deductions
brought to the attention of the City shall be corrected on the
following pay period.
4.
Indemnification Clause.
hold the city harmless
which may arise as a
section.
The Union agrees to indemnify and
from any liabilities of any nature
resul t of the application of this
section E - Personnel Records
The City and the Union recognize that the,employees' official personnel
file relative to any personnel actions (i.e., promotion, disciplinary
actions, performance evaluations, pay status, etc.) shall be kept and
maintained in the Human Resources Office. Departments may keep and
maintain employee personnel files but such information in the Department
files shall not be used relative to taking personnel actions that result
in information being placed in the official personnel file.
An employee may review his personnel file in the Human Resources Office
or Fire Department upon request, with reasonable notice, and may have a
copy of any information placed in the file(s).
Whenever a Department Head places information concerning the employee in
the official personnel file, a copy will be provided to the employee.
If such information is the result of disciplinary action or an
unsatisfactory performance evaluation, the employee may submit a
rebuttal which shall be made part of the employee's personnel file.
Such a response by the employee shall be submitted within thirty (30)
days of receipt of the disciplinary action or performance review and
shall be of reasonable length.
Section F - Labor/Manaqement Committee
In the interest of developing mutual trust and open communications
between the parties, and improve employee/employer relations, the
parties agree to establish a Labor/Management Committee to meet at times
mutually agreed upon.
The members of this Committee for the City shall be the city Manager,
the Human Resources Manager, the Fire Chief, or others designated by the
City Manager.
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The members of this Committee for the Union shall be the Union
President, vice-President, and one other person selected by the Union.
other persons selected by the Union who are affected by an issue under
discussion may attend; however, such attendance is permitted as long as
staffing needs are adequately met, with approval of the Fire Chief.
section G - Aqreement Bindinq on Successors
This Agreement shall be binding upon the successors and assigns of the
parties hereto, and no provisions, terms, or obligations herein
contained shall be affected, modified, altered, or changed in any
respect whatsoever by the consolidation, merger, annexation, transfer,
or assignment of either party hereto; or affected, modified, altered, or
changed in any respect whatsoever by any change of any kind of the
ownership or management of either party hereto; or by any change
geographically or otherwise in the location or place of business of
either party hereto.
section H - Seniority List
The City shall provide the Union with an updated seniority list annually
upon request. Any corrections to the seniority list shall be brought to
the attention of the Fire Chief and submitted to the Human Resources
Manager for verification. After corrections are made, the seniority
list shall be re-posted.
section I - Bulletin Board
The City agrees to provide space in the City Fire station for a Union
bulletin board, for notice of official union business. The Union shall
be responsible for maintaining the bulletin board in a neat and orderly
manner.
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ARTICLE III - WORKING CONDITIONS
section A - Work Stoppage
The Union agrees that there shall be no strikes, slowdowns, work
stoppage,Oor any interference with the efficient management of the Fire
Department.
Section B - Work Schedule
The work schequle for Fire personnel will be an average of 56 hours per
work week, less a 12-hour "Kelly Day" credited each 28-day duty cycle.
The Kelly Day may be taken as vacation in 24-hour increments, subject to
Departmental manning. Twelve hours of Kelly time may be carried over
into the next calendar year. The work schedule shall be further reduced
by a compensation method of paying for 96 hours per year at the overtime
rate, which corresponds to 7.38 hours each 28-day duty cycle. The
combination of the Kelly Day, together with this amount, subtracted from
2,912 hours per year, approximates a 51-hour work week.
Compensation for the 96 hours noted above shall be paid twice annually,
one-half the first pay check in July, the second half in December of the
calendar year. The rate of pay for the 96 hours shall be at time-and-
one-half the employee's base rate of pay.
In the event an employee is on disability leave or leave without pay for
one 28-day duty cycle or greater, the payment of the 96 hours shall be
reduced a pro-rated amount based upon the number of months on leave in
the respective half of the calendar year.
Section C - Minimum Manning
Shift minimum manning shall be three (3) Firefighters and one (1)
Firefighter/Paramedic. One of the Firefighters shall perform in the
capacity of shift captain.
Section D - Shift Tradinq
Each member of the Fire Department receiving prior written permission
from the Fire Chief or his designee shall have the privilege to exchange
shifts with other firefighters, providing no additional costs to the
City are incurred by this exchange.
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ARTICLE IV - COMPENSATION
Section A - Waqes
a) Effective January 1, 1994, 2.7% across-the-board wage increase
for classifications represented by IAFF #656. The City also
agrees to provide a $20 per month contribution for each LEOFF
II employee for the duration of the Agreement towards a
deferred compensation program offered through the City (this
benefit is in lieu of providing a LTD plan).
b) Effective January 1, 1995, 2% across-the-board salary increase
for classifications represented by IAFF #656.
In late 1994, the parties agree to conduct a total
compensation survey of mutually agreed upon cities. If the
results of the survey indicate salary adjustments are needed,
it shall be made effective January 1, 1995. If the inequity
increases are in excess of 3.0%, the amount beyond this shall
be deferred to January 1, 1996. The amount of the survey
deferred to 1996 is in addition to any cost-of-living
adjustment negotiated for that year. See Addendum #3 for
survey process and criteria.
c) See Addendum #1 for 1994 wage schedule and Addendum #2 for
1995 wage schedule.
Section B - Tuition Reimbursement
Any member covered by this Agreement is entitled to 80% reimbursement
for tuition and book costs for any course directly related to his/her
jOb, provided the member has gained the approval of the Fire Chief prior
to registration for the class of instruction. All members requesting
reimbursement for tuition and books will be expected to meet the minimum
. standards for taking the course and must complete the course with a
passing grade or certificate of course completion.
Section C - Uniform Maintenance Allowance
1. Uniform allowance provisions of the current contract shall
remain unchanged until possible pending legislation is
finalized regarding uniform requirements. At such time the
legislation is final, the parties agree to open the uniform
maintenance portion of this contract.
2. Each employee covered by this Agreement shall receive one full
seasonal uniform when hired and a uniform maintenance
allowance of $250/calendar year thereafter. Payment of the
annual uniform allowance will be made by the City prior to
January 31st of each year. Payment shall be prorated on a
monthly basis for employees working only part of the calendar
year.
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+2.7% IAFF #656 SALARY SCHEDULE (Bi-Weekly/Monthly Rates)
1994
STEP
1 2 3 4 5 6
Occupation Classification RANGE
Code
3000 Firefighter/EMT 1 ,202.67 1,263.13 1,328.68 1,396.26 1,467.38 1 ,543.10
2606 2737 2879 3025 3179 3343
3001 Firefighter/Paramedic 2 1,289.04 1,353.07 1,419.63 1,489.75 1,563.41 1,647.76
2793 2932 3076 3228 3387 3570
3002 Fire Captain 3 1,664.03 1,694.51 1,745.31
3605 3671 3782
3004 Fire Prevention Specialist I 4 1,237.29 1,297.75 1,363.30 1,430.88 1,502.00 1,577.72
2681 2812 2954 3100 3254 3418
3006 Fire Prevention Specialist II 5 1,260.36 1,320.82 1,386.37 1,453.95 1,525.07 1,600.79
2731 2862 3004 3150 3304 3468
3007 Medical Officer 6 1,664.03 1,694.51 1,745.31
3605 3671 3782
3008 Paramedic Prevention Specialist I 7 1,323.66 1,387.69 1,454.25 1,524.37 1 ,598.03 1,682.38
2868 3007 3151 3303 3462 3645
3009 Paramedic Prevention Specialist II 8 1 ,346.73 1,410.76 1,477.32 1,547.44 1,621.10 1,705.45
2918 3057 3201 3353 3512 3695
+2% IAFF #656 SALARY SCHEDULE (Bi-WeekIy/Monthly Rates)
1995
STEP
1 2 3 4 5 6
Occupation Classification RANGE
Code
3000 Firefighter/EMT 1 1,226.72 1,288.39 1,355.25 1,424.18 1,496.73 1,573.96
2658 2792 2936 3086 3243 3410
3001 Firefighter/Paramedic 2 1,314.82 1,380.13 1,448.03 1,519.54 1,594.68 1,680.72
2849 2990 3137 3292 3455 3642
3002 Fire Captain 3 1,697.31 1,728.40 1,780:22
3678 3745 3857
3004 Fire Prevention Specialist I 4 1,261.34 1,323.01 1,389.87 1,458.80 1,531.35 1,608.58
2733 2867 3011 3161 3318 3485
3006 Fire Prevention Specialist II 5 1,284.41 1,346.08 1,412.94 1,481.87 1,554.42 1,631.65
2783 2917 3061 3211 3368 3535
3007 Medical Officer 6 1,697.31 1,728.40 1,780.22
3678 3745 3857
3008 Paramedic Prevention Specialist I 7 1,349.44 1,414.75 1,482.65 1,554.16 1,629.30 1,715.34
2924 3065 3212 3367 3530 3717
3009 Paramedic Prevention Specialist II 8 1,372.51 1,437.82 1,505.72 1,577.23 1,652.37 1,738.41
2974 3115 3262 3417 3580 3767
LETTER OF UNDERSTANDING BETWEEN
THE CITY OF PORT ANGELES AND
IAFF LOCAL #656
COMPENSATION STUDY
The City of Port Angeles and IAFF #656 agree to the following procedures relative to the
compensation study referenced in the 1994 - 1996 agreement:
1. The City and the Union mutually agree to the following cities to be used in the
survey:
Centralia
Aberdeen
Mountlake Terrace
Puyallup
Mercer Island
Lynnwood
Edmonds
Olympia
Longview
Auburn
Bremerton
2. The items to be surveyed in the compensation study survey shall be total
compensation including, but not necessarily be limited to, the following:
a) Base wages, starting and top salary, with a 10 year experience firefighter
b) Scheduled hours of work
c) Net hours of work
d) Kelly days or other forms of hour reduction methods
e) Longevity pay
f) Holiday time/pay
g) Annual sick leave accrual
h) Annual vacation accrual
i) Educational incentive pay
j) Premium pay for EMT
k) Uniform allowance
1) Other forms of compensation/paid leave benefits
m) Monthly cost for health coverage, full family rate
n) Pay differential between classifications
7-C
3. The uniform shall be as set forth in the Fire Department
Operations/Procedures Manual.
4. The employee agrees to maintain and repair his uniform.
5. The City agrees to furnish required protective clothing and
safety equipment.
Section D - Overtime Pay
1. Overtime hours are those hours which the employee is
authorized to work in excess of his regularly scheduled shift,
excluding shift trading.
2. Authorized overtime hours worked shall be paid at the rate of
time-and-one-half the employee's regular rate of pay. The
calculation of the regular rate of pay for overtime purposes
shall be based upon 2,704 hours per year.
3. Overtime pay shall not be compounded with any other form of
premium pay to the employee.
4. Personnel being transferred to another shift will not be
entitled to overtime pay, provided that not more than one
transfer shall be made annually.
Section E - Call-Back Pay
An employee called back to work on other than his regularly scheduled
shift shall be compensated a minimum of two hours at the overtime rate
of pay. Hours worked beyond the two-hour minimum shall continue to be
paid at the overtime rate until relieved of duty, or until the
employee's regular shift begins, calculated to the nearest 30 minutes.
Schedule F - Higher Class Pay
When an employee is assigned to work in a higher classification for four
(4) or more consecutive hours, the employee shall be paid higher class
pay at the starting salary of the higher classification for the entire
assignment. Such pay shall be calculated to the nearest 30 minutes.
section G - Aid Car Duty
Personnel assigned to Aid Car duty shall receive an additional $7.50 per
24-hour shift. This premium pay is not eligible for Paramedics.
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section H - Fire Prevention Assiqnment~Pav
An employee assigned to the Fire Prevention Division of the Fire
Department shall receive premium pay of $75 per month. After the
employee has successfully completed 15 units of Fire Prevention courses,
including Fire Prevention, Investigation, and Plan Review, the employee
is eligible to receive an additional $50 per month (total of $125 per
month premium pay).
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ARTICLE V - PAID LEAVE BENEFITS
section A - Vacation
Vacation leave with pay will accrue to each member of the union working
a 24-hour shift schedule at the following rate:
Maximum
Lenqth in Service Shifts ( 24 hours) Hours Accrual
1 - 5 continuous years 5 shifts 120 240
6 - 10 continuous years 7.5 shifts 180 360
11 - 15 continuous years 10 shifts 240 480
16 - 20 continuous years 12.5 shifts 300 600
21 continuous years 15 shifts 360 720
Vacation leave with pay will accrue to each member of the Union working
an 8-hour shift schedule at the following rate:
Maximum
Length in Service Shifts (8 hours) Hours Accrual
1 - 5 continuous years 10 shifts 80 160
6 - 10 continuous years 15 shifts 120 240
11 - 15 continuous years 20 shifts 160 320
16 - 20 continuous years 25 shifts 200 400
21 continuous years 30 shifts 240 480
(a) Vacation will be granted only after the completion of one (1) full
year's service. Thereafter, the leave credited for any month of
service may be taken in any subsequent month; provided, however,
such leave will not interfere with work of the Department.
Application for vacation leave will be made in advance and is
subject to approval by the Department Head.
(b) No employee shall be permitted to accumulate vacation in excess of
the amount earned in a two (2) year period.
(c) Personnel transferring from a 24-hour shift schedule to an 8-hour
shift schedule, or vice versa, shall, at the date of transfer, have
their annual leave accumulation rate adjusted to reflect the new
working hours; Le., 12/8 or 8/12; however, no reduction or
addition shall occur in previously accumulated annual leave.
Payment for Unused Vacation
Employees shall be paid for unused vacation leave accrued at their base
hourly rate (i.e., straight time) upon leaving City service; except no
payment will be made for employees who terminate City service during the
initial probationary period.
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Section B - Holidavs
For the purposes of this Contract period, the parties recognize the
following holidays:
New Year's Day
Washington's Birthday
Memorial Day
Independence Day
Three (3) Floating Holidays
Labor Day
Veteran's Day
Thanksgiving Day
Christmas Day
Floating holidays for new employees shall be pro-rated, based on the
employee's hire date, as follows:
Date of Hire
Shall Receive
January through April
May through August
September through December
3 Floating Holidays
2 Floating Holidays
1 Floating Holiday
Each floating holiday shall be one 24-hour shift to be taken at the
convenience of the employee, subject to the Departmental manning
requirements. The three floating holidays are excluded from cash
payment as described below and are taken in the same manner as vacation
leave.
The named holidays above, excluding the floating holidays, shall not be
observed, but shall be paid for in cash at the individual employee's
base rate of pay. These eight holidays shall have an annual value of
106 hours for each employee on a 24-hour shift. Each individual holiday
shall be equal to 13.25 hours (106/8 holidays = 13.25 hours).
Holiday pay shall be paid, in arrears, twice annually, one-half the
amount owed (i.e., 53 hours) on the pay day after July 4th, and the
remaining half owed the last pay day of the calendar year.
Any employee absent because of illness, injury, or disability and
scheduled to work on a named holiday, shall have the value of one
holiday (13.25 hours) deducted from the amount owed for the next holiday
payment. If an employee is absent for 28 consecutive days or more, the
employee shall not receive holiday pay from the 29th day on, regardless
of whether or not he is scheduled to work the holiday.
Any employee who resigns, retires, or terminates during the year shall
have his holiday pay pro-rated for the number of holidays worked for
that calendar year. Any new employee hired shall receive holiday pay,
pro-rated for the period of the calendar year worked, calculated from
the employee's hire date.
Employees working a 45-hour work week, covered by this Agreement,
required to work a 24-hour shift on a holiday, shall receive 13.25 hours
of holiday pay for the shift.
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NOTE: The Firefighter/Paramedic assigned as a "floater" is included in
the holiday pay above for employees working a 24-hour shift.
Section C - sick Leave
sick leave is a privilege and may only be used in the event of actual
illness of the employee or family member as defined in this section.
Accrual: LEOFF I and LEOFF II employees shall accrue sick leave at
the rate of 12 hours per month for shift employees or eight hours
per month for employees assigned to Fire Prevention.
LEOFF II employees newly hired shall be granted their first year's
sick leave accrual in advance, equal to 288 hours. At the end of
the first year's employment, the employee shall continue his/her
monthly accrual rate of 24 hours/month for the remainder of the
first 3-1/2 years of employment. Upon completion of the first 3-
1/2 years of employment, the employee will revert to the 12 hours
per month of sick leave accrual rate above.
Effective with this Agreement, existing LEOFF II employees shall
continue accruing 24 hours of sick leave per month for 18 months,
or until the employee accrues a balance of 1,000 hours, whichever
comes first.
If a LEOFF II employee becomes disabled from working and the
illness or injury (by medical evidence) is for four (4) consecutive
months or longer, and during this disability the employee's sick
leave balance drops below 250 hours, the employee shall begin
accruing sick leave at the rate of 24 hours per month. This rate
will continue for a maximum of three and one-half (3-1/2) years, or
until the employee reaches a sick leave balance of 1,000 hours, at
which time he shall revert back to 12 hours per month accrual.
Maximum Accrual: The maximum accrual of sick leave for LEOFF I
employees is 1,440 hours and for LEOFF II employees 2,000 hours.
Conversion of sick Leave: Personnel transferring from a 24-hour
shift to an 8-hour shift, or vice versa, shall at the date of
transfer have their sick leave accumulation adjusted to reflect the
new shift.
Notification of sick Leave: In the event an employee is sick and
unable to report to work, the employee shall notify the Department
as soon as possible, but in no event, no later than one hour prior
to the beginning of his shift.
Documented abuse or misuse of sick leave shall result in
disciplinary action.
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Proper Use of sick Leave: Where the facts are established to the
satisfaction of the Department Head, sick leave may be used for the
following reasons, with approval of the Fire Chief:
1. Illness or injury to the employee, on or off the job.
2. Illness or injury to an immediate family member requiring the
attendance of the employee to care for the family member. For
purposes of this subsection, family members shall be defined
as spouse, children, step-children, parents, and grandparents.
3. Funeral/bereavement leave: sick leave used for funeral or
bereavement leave shall be limited to three shifts in anyone
instance unless approved by the Department Head for additional
time.
Duration of sick Leave Use: An employee requesting sick leave may
use such time for actual illness or injury as defined in this
section. If the Department Head has reasonable cause to believe
that the employee has abused or misused sick leave, the Department
Head may require a doctor's letter for verification of illness for
the employee or family member.
sick leave may also be used for medical, optical, or dental
appointments, and may be used in 30-minute increments.
Payment of Unused sick Leave (LEOFF I Members Onlv): If an
employee has ten years or more service with the City, the employee
will be paid 10% of the value of his accumulated sick leave upon
retirement (regular or disability) or death. The compensation for
payment of sick leave shall be based upon the employee's hourly
rate of pay at the time of retirement or death.
section D - Familv Leave
Pursuant to the city Personnel Policy and Procedures Manual, section
7.06, an employee is entitled to up to 12 weeks of family leave to care
for a newborn child, newly adopted child, or a child under 18 years of
age with a terminal health problem. See City Personnel Policy and
Procedures Manual, section 7, Leave of Absence, 7.06, Family Leave.
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ARTICLE VI - HEALTH BENEFITS
A. Medical, dental and vision coverage: For the 1994-95 contract
terms, the City agrees to fund the AWC Medical Plan A. Dental
coverage shall be paid for by the City through the City's
self-insurance program. Vision coverage shall be paid for by
the City and coverage shall be through the AWC Vision Service
Plan, $25 deductible option.
The City reserves the right to change insurance carriers as
long as the employee benefits are not affected. Any such
change will be coordinated with IAFF #656.
B. The City agrees to provide crisis/trauma counseling for on-
the-job incidents for employees. The crisis/trauma counseling
may be on a group or an individual basis. Requests for such
counseling shall be made to the Fire Chief.
The city further agrees to expand coverage beyond the medical
plan coverage to include coverage for out-patient
psychological services for employees up to ten (10) visits per
year. The claims would be processed through the health plan,
with unpaid charges up to the 10 visits paid for by the City.
Employees will be responsible for submi tting receipts or
Explanations of Benefits for charges. City liability will not
include charges in excess of usual and customary.
C. Employee Assistance Program - The City agrees to maintain an
Employee Assistance Program for the duration of this
Agreement.
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ARTICLE VII - GRIEVANCE PROCEDURE
A grievance is defined as a complaint by an employee concerning the
interpretation or application of this Agreement. A grievance may be
filed when an employee believes an injustice has been done because of an
unfair application of a Department rule/regulation or policy.
Disciplinary appeals are excluded from this procedure, which are subject
to the Civil Service ordinance, rules and regulations of the civil
Service commission.
For purposes of this grievance procedure, a working day is d~fined as a
calendar day, excluding Saturday, Sunday, and legal holidays.
Time Limits
Time limits are established to settle grievances quickly. Time limits
may be extended by mutual agreement of the parties. If the grievance is
not resolved with the decision rendered,it is the grievant's
responsibility to initiate action which submits the grievance to the
next step within the time period specified. Failure of the
employee/Union to submit the grievance within the time limits specified
shall terminate the grievance process and the matter shall be considered
resolved. Failure of the City to respond within time limits will allow
the grievance to automatically proceed to the next level of the
grievance procedure.
Rights and Restrictions of the Parties
1. A party to the grievance shall have the right to record a
grievance meeting at the expense of the requesting party.
2. An employee may have a representative present at all steps of
the grievance procedure.
3. Grievances of an identical nature involving an alleged
violation of the same Article, section, etc., concerning the
same subject matter may be consolidated.
Grievance Steps:
Step 1 - Union Grievance Committee
A grievance may be initiated by an employee submitting a written
grievance to the Union Grievance Committee providing:
A. The nature of the grievance;
B. Alleged violation by Contract section, Department Rule/
Regulation, POlicy, etc.; and
-15-
C. The desired resolution, together with any supporting
documentation attached to the written grievance.
The grievance must be submitted within twenty (20) working days of
the alleged violation or within twenty (20) working days of the
date the employee had knowledge of the occurrence.
~
The Union Grievance committee shall review and determine if the
grievance is justified. If, in the opinion of the Grievance
Committee, the grievance is not valid, no further action shall be
taken. If the Union Grievance Committee determines that the
grievance is valid, the Union and/or the employee may present the
grievance to the next level of the grievance procedure, the
Department Head.
step 2 - Department Head
within ten (10) working days of receipt of the grievance by the
Union Grievance Committee, the grievance shall be forwarded to the
Fire Chief who shall review the grievance and meet with the
employee and/or representative, if requested, as soon as possible
to review the matter and shall issue a written decision within five
(5) days after such a meeting. If the grievance is not resolved to
the satisfaction of the employee/Union after receipt of the
Department Head's written decision, the matter may be referred to
step 3 of the Grievance Procedure, the City Manager.
step 3 - City Manaqer
The Union has five (5) days in which to submit the written
grievance to the City Manager after receipt of the Department
Head's written decision. The City Manager will meet with the
grieved employee and representative, if requested, Department Head,
and Human Resources Manager to review the grievance and all
supporting documentation. After that meeting, the City Manager has
ten (10) working days to issue a written decision concerning the
grievance. If the decision of the City Manager does not resolve
the grievance to the satisfaction of the employee/Union, the
grievance may be submitted to the final step of the Grievance
Procedure, binding arbitration. A request for binding arbitration
must be submitted to the city Manager within ten (10) working days
after receipt of the decision of the city Manager.
step 4 - Bindinq Arbitration
The Union and the city will jointly request from the American
Arbitration Association a list of seven (7) arbitrators and upon
receipt of this list, the parties will toss a coin to see who
strikes the first name and then each shall alternately strike a
name, to arrive at an arbitrator who ,will hear the grievance.
However, the parties may mutually agree to an arbitrator without
using the above arbitration service.
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The parties agree that the grievance shall be heard, before the
arbitrator selected, at the earliest possible date. The decision
of the arbitrator shall be final and binding upon the parties.
However, the arbitrator shall not have the ability to alter or
amend any portion of the labor Agreement.
The cost of the arbitration process shall be shared equally between
the parties. Any cost or fees related to the presentation of the
case for each respective party shall be the responsibility of that
party and shall not be shared as part of the arbitrator's expenses.
The arbitrator shall issue a written decision to the parties within
thirty (30) days of the close of the hearing.
-17-
ARTICLE VIII - DURATION
The parties agree that the term of the Labor Contract between the City
of Port Angeles and IAFF Local #656 shall be January 1, 1994 through
December 31, 1995.
IN WITNESS WHEREOF, we attach our signatures this t:?Zj day of
-D e C(?~6 t,e..
1993.
~&~
Bob Coons, Human Resources Mgr.
aAF~ LOCAL
Union Negotiator,
#656
Dan McKeen
~
Keith Bogues
j~ 1(wM
Union Negotiator, Brian Wheeler
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. f~-'
5, ;;t-<j q
CITY OF PORT ANGELES
o~~
Il'y MAN,..G~
321 EAST FIFTH ST , POBOX 1150 PORT ANGELES, WASHINGTON 98362
PHONE (360) 457-0411
MEMORANDUM OF UNDERSTANDING
BETWEEN THE
CITY OF PORT ANGELES
AND
IAFF LOCAL #656
This Memorandum of Understanding is entered into as a one-year extension to the
1994-95 labor contract between the City of Port Angeles and IAFF Local #656. The parties
agree to extend the terms and conditions of the existing contract with the following changes:
1. The duration of the contract will be extended from January 1, 1996 through
December 31, 1996;
2. The City shall continue paying for maintenance of existing health benfits
through 1996;
3. The 1996 cost-of-living increase shall be 90% of the Seattle CPI-W Index,
second half (annualized, published in February). The minimum increase shall
be 2.0% and the maximum increase shall be 6.0%;
4. Uniform allowance to be re-opened and finalized by January 1, 1996.
FOR THE CITY OF PORT ANGELES:
FOR THE UNION:
d-
ram, President IAFF #656
-.- . ~ . !5
ranz, City Manager
~ ~ 51.3//7.5
Bo Coons, Human Resources Mgr.
,
Dan McKeen, IAFF #656
_t.eJ:l tS v-'
Keith Bogues, ~F #656
Port Angeles Professional Fire Fighters
INTERNA TIONAL ASSOCIATION OF FIRE FIGHTERS LOCAL 656
102 East 5th Street
Port Angeles, Washington 98362
(206) 452-8809
Keith Bogues
Local #656
May 18, 1995
Bob Coons
Human Resource Manager
Dear Bob:
The subject of contract extension was taken before the membership on May 9, 1995. The
following was passed.
Extended the current contract for one year.
Cost of Living for 1996 to be 90% of the Seattle CPl.
Minimum of 2% / Maximum of 6%.
Uniform allowance to be reopened and finalized by January 01, 1996.
Sincerely,
~es~~
MEMORANDUM
c~~
/)''y MAN~G~
May 31, 1995
TO:
Mayor Sargent and city council Members
FROM:
Bob Coons, Human Resources Manager
RE:
Extension of Labor Contract with IAFF #656
ISSUE:
Should the City Council authorize the Mayor to sign the labor
contract extension for 1996 with IAFF #656?
BACKGROUND/ANALYSIS:
The current labor contract between the city of Port Angeles and the
International Association of Firefighters Union Local #656 (IAFF
#656) is for the 1994-95 calendar years. The city and IAFF #656
have reached an agreement to extend the existing contract a third
year, to cover January 1, 1996 through December 31, 1996. Attached
is a Memorandum of Understanding to finalize this agreement.
This Memorandum of Understanding provides for maintenance of
existing benefits and a cost-of-living increase equal to 90% of the
Seattle CPI-W Index. This COLA is consistent with the negotiated
1996 wage increase in the labor contracts for other city unions.
RECOMMENDATION:
It is recommended that the City Council authorize the Mayor to sign
the attached Memorandum of Understanding to extend the labor
contract through 1996 between the City and IAFF #656.
~~
Bob Coons, Human Resources Mgr.
Attachment
cc: Jeff Abram, President, IAFF #656
City Manager
Fire Chief