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Home My WebLink About5.249 Original Contract 5. ~</Cf ~ORTANGELES WASHINGTON CITY COUNCIL MEMO u. s. A. DATE: September 21, 1999 To: MA YOR BRAUN AND CITY COUNCIL Bob Coons, Human Resource Manager {}tA ~ FROM: SUBJECT: IAFF #656 Labor Contract for 1999-2001 Summary: The City and the International Association of Firefighters, Local 656 have reached agreement for a new labor contract for the period of January 1, 1999 thru December 31, 2001. The City Council is requested to approve the labor contract and authorize the Mayor to sign the agreement. A copy of the proposed contract is attached. Recommendation: It is recommended that the City Council approve the labor contract between the City and the IAFF #656 covering the contract period of January 1, 1999 thru December 31, 2001 and authorize the Mayor to sign the agreement and making the wage increase retroactive to January iI, 1999. Background / Analysis: The City of Port Angeles and the International Association of Firefighters, Local #656 (IAFF) have negotiationed a new labor contract. The prior agreement expired December 31, 1998. The bargaining unit consists of 20 employees in the Fire Department in the classes of Firefighter, Paramedic, Fire Captain, Medical Officer, and Training Officer. The Union has ratified the new contract and it is now presented to the City Council for your consideration. The financial terms of the contract include a wage increase for 1999 equal to 4.43%. The second year of the agreement has a wage increase equal to 2.7% in January and 2% in July of 2000. The third year wage increases will be equal to 90% of the Seattle-Bremerton Consumer Price Index (CPI). The agreement includes maintenance of current health benefits paid for by the City for the life of the contract. The parties also reached agreement on several contract language issues including a drug testing policy, call back, temporary reassignments, light duty policy, promotional testing procedures, and productivity issues. The fiscal impact for the 1999 wage increase for the 20 employees in the bargaining unit is $53,183. Please note that a separate salary ordinance to enact the wage increase is not necessary as the salary schedule is part of the attached labor contract. Attaclmlent: Labor Contract cc: Mike Sanders, President, IAFF #656 G \EXCHANGE\CNCLPKT\COUNCIL WPT 5.e<<I'1 AGREEMENT BETWEEN THE CITY OF PORT ANGELES AND INTERNATIONAL ASSOCIATION OF FIREFIGHTERS LOCAL #656 January 1, 1999 - December 31, 2001 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 Section B - Retention of Benefits Section C - In-Service Training Section D - Union Security & Payroll Deduction Section E - Personnel Records Section F - Labor-Management Committee Section G - Agreement Binding on Successors Section H - Seniority List Section I - Bulletin Board 2 2 3 3 4 4 5 5 5 ARTICLE III - WORIGNG CONDITIONS Section A - Work Stoppage Section B - Work Schedule Section C - Minimum Manning Section D - Shift Trading Section E - Indemnification of Employees Section F - Tobacco Use Section G - Promotions/Assignments Section H - Light Duty Section I - Temporary Re-Assignments Section J - Drug and Alcohol Testing Policy 6 6 7 7 7 7 7 8 9 9 ARTICLE IV - COMPENSATION Section A - Wages Section B - Tuition Reimbursement Section C - Uniform Maintenance Allowance Section D, - Overtime Pay Section E - Call-Back Pay Section F - Higher Class Pay Section G - Aid Car Duty Section H - Fire Prevention Assignment Pay Section I - Compensatory Time Section J - Specialist Pay 14 14 14 IS IS IS IS 15 16 16 PAGE ARTICLE V - PAID LEAVE BENEFITS Section A - Vacation Section B - Holidays Section C - Sick Leave Section D - Family Leave 17 18 19 20 ARTICLE VI - HEALTH BENEFITS Section A - Medical, Dental and Vision Coverage Section B - Crisis/Trauma Counseling Section C - Employee Assistance Program 21 21 21 ARTICLE VII - GRIEVANCE PROCEDURE 22 ARTICLE VIII - DURATION OF AGREEMENT 24 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 - Recognition The City ,recognizes the Union as the bargaining representative for purposes of establishing 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 Fire Prevention Specialist Medical Officer The Union agrees to provide the names of the Union officers and any changes to the Human Resources Manager. Section C - Savings Clause If any provision of this Agreement, or the application of such provision, should be rendered or declared invalid by any court action or by reason of any existing or subsequently enacted legislation, the remaining 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. 1 ARTICLE II - RIGHTS OF PARTIES Section A . Mana&ement's Ri&hts 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. All disputes between the City and the Union shall be subject to the grievance procedure. 2 ARTICLE II - RIGHTS OF PARTIES (Con't) 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. I t shall be a condition of employment that all employees covered by this Agreement who are members 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 of their employment, 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 initiation fees required as a condition of membership in the Union. The parties also agree that if an employee fails to fulfill the obligation in (I) 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. 3. Payroll 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. 3 ARTICLE II - RIGHTS OF PARTIES (Con't) 4. Indemnification Clause. The Union agrees to indemnify and hold the City harmless from any liabilities of any nature which may arise as a result of the application of this Section. 5. Temporary employees covered by this Agreement shall contribute an amount equal to Union dues, assessments and initiation fees on a monthly basis. The contribution shall be made by the employee to the Union through payroll deduction, with the Union contributing the ftmds to one of the following charities: Northwest Bum Foundation; Muscular Dystrophy Association; or a local charity selected by Local #656. 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 it shall be dated and signed by the employee and 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/Management 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. 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. 4 ARTICLE II - RIGHTS OF PARTIES (Con't) Section G - Agreement Binding 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 shaJ) 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. 5 ARTICLE III - WORKING CONDITIONS Section A - Work Stoppage The Union agrees that there shall be no strikes, slowdowns, work stoppage, or any interference with the efficient management of the Fire Department. Section B - Work Schedule Shift Personnel: The work schedule for 24-hour shift 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. Personnel transferring from a 24-hour shift schedule to an 8-hour shift schedule shall have their annual bank of Kelly time reduced 12 hours for each 28-day cycle contained in the remainder of the year. If the person has used more Kelly time than accrued, at the employee's discretion, vacation or floating holiday time will be deducted accordingly. Upon transferring, the City agrees to honor all previously scheduled leave for such employee under the same conditions and manner as originally scheduled. The daily work hours assigned shall be maintained as authorized in the Port Angeles Fire Department Operational Guidelines manual upon execution of this Agreement. 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. Floater Position: The floater position shall have a flexible schedule consisting of a combination of 24-hour shifts and 9-hour days, as outlined in Appendix C - Floater Shift Matrix. The Floater schedule shall be posted 45 days in advance and is only subject to change with a minimum 30 day notice. A minimum 30 day notice of cancellation is required for leave, which involves floater scheduling. In the event a 30 day notice is not given, the individual will be required to take the requested leave as previously scheduled. The Floater shall be entitled to receive 96 hours of compensation under the shift personnel language above, but not Kelly days. 6 - --'...- ARTICLE III - WORKING CONDITIONS (Con't) Fire Prevention Specialist: The work week for personnel assigned to Fire Prevention shall be a 40 hour work week, with 8 hour work days. Changes to the work schedule shall be posted 30 days in advance. Training Officer: The work week for the Training Officer shall be a 45-hour work week which includes night drills and meetings relating to training or equipment maintenance. The Fire Chief will set the assignment schedule with 30 days notice of any changes. Lunch hour will be considered time off for purposes of scheduling and call-back. Required evening drills and meetings will be a 2-hour minimum for purposes of hours scheduled. Section C - Minimum Manning The Fire Department shall maintain at all times a minimum manning of four personnel from the bargaining unit, with one being a Firefighter/Paramedic and one performing as a shift Captain. Section D - Shift Trading 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. Section E - Indemnification of Employees The City shall indemnify employees as authorized in the Port Angeles Municipal Code, Chapter 2.64, and State RCW 4.96.041. Section F - Tobacco Use Employees hired after January I, 1986 shall not habitually smoke tobacco on or off the job as a condition of employment. If any of these members subsequently begin habitual smoking tobacco, they will be required to participate in a tobacco cessation program, mutually agreed upon, and paid for by the City. The smoking cessation program will be a one-time offer and must be successfully completed in 6 months or less. If the member continues to habitually smoke tobacco on or off duty, they will be subject to discipline procedures up to and including termination. This policy does not apply to the use of smokeless tobacco. Section G - Promotion! Assignments The City agrees to post all vacant positions within the department for a minimum of 30 days before making any personnel changes. 7 ARTICLE III - WORKING CONDITIONS (Con't) The City agrees to hold a written test for Captain every two years and maintain an eligibility list. The parties agree that by the testing date in the year 2000, educational requirements for captain shall include an AA degree or equivalent number of college units, with a minimum of nine units in Management or Supervision. The Fire Suppression, Medical Officer, and Training Officer classifications will be hired from this list. The rule of three shall apply. However, the top three paramedics on the eligibility list will be . certified for the Medical Officer position, the top three candidates on the list will be certified for the Fire Suppression and Training Officer position. The assessment center portion of the examination will only be held when an opening is expected. The top eight candidates passing the written exam will advance in the assessment center process. In the event of ties, department seniority will dictate the eight eligible candidates. The assessment process will be held no longer than 30 days following the written exam. The written test shall be open to all employees; however, the only employees who meet the current criterion for promotion at the time of the test shall be eligible for promotion or placement on the Acting Captain list. The City agrees to post the reading list for written promotional examinations three months prior to the test date. The City agrees to maintain, at the Fire Station, at least one copy of all books on the reading list. No Captain level positions have the right to transfer out of their position into another Captain level position without maintaining their eligibility on the current promotional list. All promotional candidates must compete in the entire examination process. In the event there are three or fewer candidates who pass a promotional written examination, the parties agree to allow a 3-person interview panel to assess each candidate for the purposes of ranking upon the eligibility list. Members of the interview board shall have professional fire service credentials and shall be from outside the local area. If there is no expressed interest in a vacant position, the City may appoint an individual or hold an outside competitive exam for the position as currently established with all wages, hours and working conditions. The appointment shall not exceed a two-year limit without mutual acceptance. At the conclusion of two years, if there is no objections from other interested bargaining unit personnel, the person shall have the option to remain in the position. At the conclusion of two years, the person shall be re-assigned to their previously held position. Section H - Light Duty LEOFF II employees on disability or extended sick leave for greater than six consecutive shifts which precludes them from performing their regularly assigned duties, shall be guaranteed light duty work 8 ARTICLE III - WORKING CONDITIONS (Con't) assignments. Before being assigned to light duty, an employee shall be medically released for such light duty assignment by their licensed medical doctor. A Fire Administrator shall furnish the employee's medical doctor with a list of duties, work schedule, and physical limitations involved with light duty assignment. Light duty assignment shall only be assigned for an employee who can work four consecutive hours or more each day. Light duty assignments shall not exceed 5 days per week. A1llight duty assignments shall be related to fire prevention, training, and/or minor maintenance on equipment/apparatus. Light duty personnel will not perform station/facility maintenance duties. An employee may exercise their option to utilize paid leave in lieu of light duty assignments, up to a maximum of 45 calendar days for the initial period of disability. After such 45 days, the employee must report for light duty assignments as approved by the physician. LEOFF I employees are exempt from these light duty provisions. Section I - Temporary Assignments The Parties enter into this agreement in order to address reassignment of employees, which fall outside the scope of regularly scheduled shift rotation. The Union recognizes the City's right to make shift assignments. In the event the City plans to reassign an individual from one shift to another, the City agrees to provide a minimum 2 I-day notice to the employee, except in an emergency where such notice is not reasonably possible. Re-assignment of an individual shall not exceed one time per 12-month period. The written notice from the City to the Union and the employee will indicate the employee(s) affected, describe the reason for the proposed change, and the anticipated duration of the assignment. Duration of re-assignments will not exceed 4 months in length. In making shift changes for individual employees, the City will take into consideration previously scheduled leave and attempt to minimize any disruptions to the employee. Upon making a re-assignment, the City agrees to honor and accept all previously scheduled leave in the same conditions and manner as originally scheduled. If an employee being re-assigned has incurred documented costs for non-refundable travel plans (i.e., airline tickets, lodging, and other similar expenses), the City agrees to fully reimburse the employee for these expenses. In the event that a re-assigned employee is scheduled to work more shifts within the calendar year than they would have if no transfer had occurred, the additional shifts shall be compensated at the overtime rate of pay for that employee. Compensation for these added hours worked will be completed upon transfering back to their original position. 9 - ~- - - -~..- ARTICLE III . WORKING CONDITIONS (Con't) Section J - Drug- and Alcohol Testing- Purpose: The City recognizes that employees that have used alcohol and drugs may be able to be rehabilitated to return as productive employees. To this end, the City establishes a policy that alcohol and drug usage is a treatable condition. We value our employees and therefore will provide a one-chance option for rehabilitation if an employee tests positive for alcohol or drugs. However, if the severity of the incident warrants termination in the sole judgment of the City, we reserve the right to discharge an employee from City employment without offering a rehabilitation program. Policy: Reporting to work under the influence of alcohol and/or illegal drugs, or the use, sale, or possession by an employee of illegal drugs is strictly prohibited and may result in disciplinary action, including immediate termination. For the purpose of this policy, substances that require a prescription or other written approval from a licensed physician or dentist for their use shall also be included when used other than as prescribed. Each employee must advise the employer if they are using prescriptions or other over-the-counter drugs they know, or reasonably should know, may impair their ability to perform job functions and/or operate machinery such as automobiles. Under appropriate circumstances, the employer may request the employee provide written medical authorization to perform various essential job functions from a physician while using such drugs: A voluntary request by an employee for assistance with his/her alcohol or drug abuse problem will remain confidential and shall not be used as the basis for a last chance agreement or disciplinary action, provided that the request for assistance is initiated prior to being identified as impaired through the procedures herein. Where a supervisory employee has a reasonable suspicion to believe an employee is under the influence of alcohol or illegal drugs or is using illegal drugs, the employee in question will be asked to submit to discovery testing including breath tests, urinalysis and/or a blood screen to identify any involvement with alcohol or illegal drugs. Reasonable suspicion shall be based on specific, contemporaneous, and articulable observations concerning the appearance, behavior, speech, or body odors of the employee. Possession of alcohol or a controlled substance while on duty is a prohibited behavior and will, at a minimum, result in reasonable suspicion testing. An employee who refuses to submit to discovery testing for alcohol and/or illegal drugs shall be conclusively presumed to be under the influence of alcohol or an illegal drug for the purpose of administering this article. Refusal to submit to a City-ordered alcohol or drug test or refusal to sign the required test forms, shall constitute as the same as falsifying, tampering, obstructing the testing process, or contaminating the sample and shall result in termination, without a last chance process for rehabilitation or treatment. If the results of the drug or alcohol tests are positive, and support a conclusion that the employee used an illegal drug or alcohol, or reported to work while under the influence of drugs or alcohol, the employee may be subject to discipline including immediate discharge. 10 ARTICLE III - WORKING CONDITIONS (Con't) Reporting and Verification of Test Results: The reporting and verification of positive test results shall be in accordance with the City's Commercial Driver's License testing policy, Section 6, except for Sections 6.2.5 and 6.3.4. Section 6.2.5 shall read "The Program Manager will report verified positive results to the Department Head". Section 6.3.4 shall read "If the split specimen is unavailable or inadequate for testing, the Medical Review Officer (MRO) shall cancel the test and report the cancellation and reasons therefore to the City Program Manager and the affected employee". Disciplinary Procedures: In the event of a positive drug or alcohol test, the City shall evaluate the circumstances related to the incident and impose disciplinary measures, up to and including termination. Any employee who refuses to submit to a City-ordered controlled substance test will be subject to immediate discharge. If an employee tests positive for drugs or alcohol and has not previously gone through a rehabilitation program, the City will provide a one chance option for rehabilitation, unless in the judgment of the City the circumstances warrant immediate discharge. Any rehabilitation program costs will be as provided through the City's medical plan. Any costs beyond the medical plan coverage shall be the sole responsibility of the employee. Upon successful completion of the rehabilitation program, the employee may return to work after a drug test to determine that the employee is drug free. Thereafter, the Substance Abuse Professional (SAP) may conduct a random drug test on the employee at any time for the next year from the date of returning to work. In the event one of the random tests are positive, the employee will be terminated. Random tests will be conducted in accordance with this policy. Any employee that completes a rehabilitation program to retain their employment with the City will also sign a last chance agreement, as provided by the City. The employee and the affected union representative will sign the agreement. Failure of the employee to sign the agreement will result in discharge. The last chance agreement shall include a waiver of any appeal procedures to the labor contract or Civil Service should the employee violate the agreement and/or fail a drug test. The last chance agreement shall be consistent with this policy. Definitions: For the purpose of administering this article, the following definition of terms is provided: Reasonable Suspicion - Reasonable suspicion is based on specific objective facts and reasonable inferences from those facts in the light of experience, that discovery testing will produce evidence of illegal drug or improper alcohol use by that particular employee. Under the Influence - The following cut-off levels shall be used for the initial screening of specimens to determine whether they are negative for these drugs or classes of drugs: 11 ARTICLE III - WORKING CONDITIONS (Con't) Drug Amphetamines Barbiturates Benzodiazepines Cannabinoids Cocaine metabolites Methadone Methaqualone Opiates (codeine) Opiates (Morphine) Phencyclidine (PCP) Propoxyphene Test Level 1000 ng/ml 300 ng/ml 300 ng/ml 100 ng/ml 300 ng/ml 300 ng/ml 300 ng/ml 300 ng/ml 300 ng/ml 25 ng/ml 300 ng/ml Level of the positive results for ethyl alcohol - 0.05 grid! Illegal Drugs - are defined as all forms of narcotics, depressants stimulants, hallucinogens and cannabis which sale, purchase, transfer, or unauthorized use or possession is prohibited by law. Over-the-Counter Drugs - are those which are generally available without a prescription and are limited to those drugs which are capable of impairing the judgment of an employee to safely perform the employee's duties. Prescription Drugs - are defined as those drugs which are used in the course of medical treatment and have been prescribed and authorized for use by a licensed practitioner/physician or dentist. Supervisory Employee - is defined as a departmental chief officer. Procedures: If an employee is required to submit to a drug test, the following procedures shall be followed: · The employer shall pay the cost of testing, unless otherwise noted in this policy. · The employee shall be given an opportunity to confer with a union representative if one is readily available and the employee has requested a representative. · The employee shall be given an opportunity to explain to the MRO the reasons for the employee's condition, such as reaction to a prescribed drug, fatigue, exposure to toxic substances, or any other reasons known to the employee. · The employer may request urine and/or blood samples. · Urine and blood samples shall be collected at a local laboratory, hospital, or medical facility, on City time. The employer shall transport the employee to the collection site. The employer and/or union representative may be allowed to accompany the employee to the collection site. · If an employee is relieved from duty while awaiting the test results, they will be placed on paid administrative leave. 12 --- ..- ARTICLE III - WORKING CONDITIONS (Con't) · The duration of a rehabilitation program, as recommended by the SAP, shall not be grounds for dismissal. · All specimen containers and vials and bags used to transport the specimen shall be sealed to safeguard their integrity and proper chain-of-custody procedures shall be followed. · The testing of the samples shall be performed only by a laboratory and by a physician or health care professional qualified and authorized to administer and determine the meaning of any test results. The laboratory performing the test shall be one that is certified by the National Institute of Drug Abuse (NIDA). · If a specimen tests positive in an immunoassay screen test, the results must be confirmed by a gas chromatography/mass spectrometry test. The specimen must show positive results at/within the following limits on the GClMS (gas chromatography/mass spectrometry) confirmatory test to be considered positive: If immunoassay is specific for free morphine, the initial test level is 25 ng/ml. Confirmatory Test: Marijuana metabolites Cocaine metabolites Opiates: Morphine Codeine Phencyclidine Amphetamines: Amphetamine Methamphetamine Limit 15 ng/ml 150 ng/ml 300 ng/ml 300 ng/ml 25 ng/ml 500 ng/ml 500 ng/ml · The City shall notify the employee and the union of their option to requisition a sample of the specimen and to send it to the laboratory chosen by the employee or union for testing. The cost of this test will be paid by the union or the employee. Failure to exercise this option may not be considered as evidence in an arbitration or other proceeding concerning the drug test or it's consequences. · The employee and the union shall be informed of the results of all tests and provided with all documentation regarding the tests as soon as the test results are available. The parties agree to use the Medical Review Officer (MRO) in the Virginia Mason DrugProof facility to review all confirmed positive test results and communicate those results to the employer. The MRO shall have the responsibility to determine when an individual has failed a drug test in accordance with the standard enumerated herein. 13 ARTICLE IV - COMPENSATION Section A - Wages Effective 01/01/99, the City agrees to grant a pay increase of 4.43% for all classifications represented by IAFF #656. Effective 01/01/2000, the City agrees to an across-the-board cost of living increase equal to 2.7% (90% of the 1999 mid-year Seattle-Bremerton CPI-W Index). Additionally, wages will be increased 2.0% effective 07/01/2000. Effective 01/01/2001, the City agrees to an across-the-board cost of living increase equal to 90% of the mid-year 2000 Seattle-Bremerton CPI-W Index. The minimum increase will be 2% and the maximum 6%. Deferred Compensation: In lieu of a long term disability plan, the City agrees to contribute an amount equal to the actual premium paid by the employee, into each employee's deferred comp program. The salary schedules for 1999 and 2000 are in Appendix <<A" of this agreement. 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. New employees hired by the City will receive a full uniform, including 2 pants and 2 shirts for their first year of employment. 2. The City shall provide a uniform maintenance allowance (excluding newly hired employees covered above) of $400 per calendar year. Employees shall purchase uniform items and provide a copy of the receipt to the Fire Department for reimbursement. The City shall provide a balance for an employee on the amount of the uniform allowance used, upon request. 3. The uniform shall be as set forth in the Fire Department Operations/Procedures Manual, as an attachment to this Agreement. 4. The employee agrees to maintain and repair his uniform. 5. The City agrees to furnish required protective clothing and safety equipment. 14 ARTICLE IV - COMPENSATION (Con't) 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. 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. Provided, however, the two-hour minimum shall not apply to callbacks within less than two hours of the start of the employee's regularly scheduled shift or time contiguous to the end of a regularly scheduled shift. Compensation for callbacks with less than 2 hours before the assigned shift shall be paid at a minimum of 1 hour at the overtime rate of pay. Compensation for contiguous hours at the conclusion of the shift shall be paid at the overtime rate of pay for actual hours worked, rounded to the nearest 1/2 hour. Hours worked beyond the 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 1/2 hour. 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. Section H - Fire Prevention Assignment Pay 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 obtained their IFCI Fire Inspection Certification, the employee shall receive an additional $50 per month (total of $125 per month premium pay). The City shall assist the employee in obtaining the IFCI certification within the first six (6) months of having been placed in the Fire Prevention Division. 15 -- ---...- ARTICLE IV - COMPENSATION (Con't) Section I - Compensatory Time - Non Shift Personnel Only Compensatory time may be granted in lieu of overtime. Compensatory time may be accrued up to 80 hours for day personnel. The employee shall have the option of overtime or compensatory time. Compensatory time will be given at the rate of time-and-one-half. Section J - Specialist Pay Firefighters and Paramedics who meet the criteria for Specialist pay are eligible to receive $22 a month for each of the following certifications: · Rope Rescue Systems I · Trench and Evacuation Collapse Rescue · Confined Space Rescue · Hazardous Materials Criteria: Firefighters shall meet the Washington State Performance Qualifications at the technical level for each area of technical or hazardous materials. In addition, Firefighters shall participate in training and response on the Special Operations Team. 70% attendance of the monthly Special Operations drills are required and will be monitored on a six-month basis. Failure to meet minimum required annual drills will constitute a loss of Specialist pay and will begin again once the employee meets the qualifications and required training over the next six month review period. Off-duty personnel who attend authorized Special Operations training will receive overtime or comp time as outlined in Article IV of the union contract. 16 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: Length in Service Shifts (24 hours) Hours Maximum Accrual 1 - 5 continuous years 6 - 10 continuous years 11 - 15 continuous years 16 - 20 continuous years 21 continuous years 5 shifts 7.5 shifts 10 shifts 12.5 shifts 15 shifts 120 180 240 300 360 240 360 480 600 720 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; i.e., 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. 17 ARTICLE V - PAID LEAVE BENEFITS (Con't) Section B - Holidays 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. NOTE: The Firefighter/Paramedic assigned as a "floater" is included in the holiday pay above for employees working a 24-hour shift. 18 ARTICLE V -PAID LEAVE BENEFITS (Con't) 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 employees shall accrue sick leave at the rate of 12 hours per month for 24-hour shift employees or eight hours per month for employees assigned to days. LEOFF II employees newly hired shall be granted their first years' 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 of 24 hours/month. 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. 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. FuneraVbereavement 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. 19 ARTICLE V - PAID LEAVE BENEFITS (Con't) Payment of Unused Sick Leave (LEOFF I Members Only): 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 - Family 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. 20 ARTICLE VI - HEALTH BENEFITS A. Medical. Dental and Vision Coverage: For the 1999-2001 contract term, the City agrees to fund the A WC Medical Plan "B". The City agrees to reimburse employees for certain co-payments to make Plan "B" equal to Plan "A" coverage as identified in Appendix "B" to this Agreement. Reimbursement of these co-pays shall be by procedures established by the City. 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 A WC 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. Crisis/Trauma Counseling: 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, wit.l1. unpaid charges up to the 10 visits paid for by the City. Employees will be responsible for submitting 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. 21 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 defined 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 C. The desired resolution, together with any supporting documentation attached to the written grievance. 22 ~ - -- -- ..- ARTICLE VII - GRIEVANCE PROCEDURES (Con't) 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 fOIWarded 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 Manager 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. Mer 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 axbitration. 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 - Binding 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. 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. 23 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 I, 1999 through December 31, 2001. IN WITNESS WHEREOF, we attach our signatures this ~ day of September, 1999. CITY OF PORT ANGELES IAFF LOCAL #656 ~ rl C?~ Gary; Brau~, ~ayor ~ ;f2~ ~ Michael Quinn:'City Manager \~~ Mike Sanders, Union Negotiator ~;J:S~egotiator ~~ Bob Coons, Human Resource Mgr. B~/J(jJ~ Brian Wheeler, Union Negotiator ~..~ ruce Becke, e Chief 24 Appendix "A" 4.430.. IAFF #656 SALARY SCHEDULE (Bi-WeeklylMonthly Rates) 09/03/99 Effective 01..(J1~9 1999 11:42:20 2 3 4 5 6 Occupation Classification Pay Grade Code 3000 Flrefighter/EMT 1,469.42 1,543 30 1 ,623 39 1,705 95 1,79285 1 ,885.37 3184 3344 3517 3696 3885 4085 3001 Flrefighter/Paramedlc 2 1,574.95 1,653.18 1,734.51 1,82018 1,910.17 2,013.23 3412 3582 3758 3944 4139 4362 3002 Fire CaptaIn 3 2,033.11 2,070.36 2,132.43 4405 4486 4620 3003 Training/Maintenance Officer 9 2,224 84 2,265 33 2,333.29 4820 4908 5055 3004 FIre Prevention Specialist I 4 1,504.04 1,577.92 1,658.01 1,740.57 1,827.47 1,919.99 3259 3419 3592 3771 3960 4160 3006 Fire Prevention SpecIalist II 5 1,527.11 1 ,BOO 99 1,681.08 1 ,763.64 1,850.54 1 ,943.06 3309 3469 3642 3821 4010 4210 3007 Medical Officer 6 2,033 11 2,070.36 2,132.43 4405 4486 4620 3008 ParamediC Prevention SpeCialist I 7 1 ,609.57 1,687 80 1,76913 1,854.80 1,944 79 2,047.85 3487 3657 3833 4019 4214 4437 3009 ParamediC Prevention Specialist II 8 1,632.64 1,710.87 1,792.20 1,877 87 1,967.86 2,070.92 3537 3707 3883 4069 4264 4487 Appendix "A" 2.70% IAFF #656 SALARY SCHEDULE (Bi-WeeklylMonthly Rates) 09/03/99 Effective 01-01-00 2000 12:04:16 2 3 4 5 6 Occupation Classification Pay Grade Code 3000 Flreflghter/EMT 1,509.09 1 ,584.97 1,667.22 1,752.01 1,841.26 1 ,936.27 3270 3434 3612 3796 3989 4195 3001 Firefighter/Paramedic 2 1,617 47 1,697.82 1,781.34 1,869 32 1,961 74 2,067.59 3505 3679 3860 4050 4250 4480 3002 Fire Captain 3 2,088 00 2,12626 2,190.01 4524 4607 4745 3003 Training/Maintenance Officer 9 2,284.91 2,326.49 2,396.29 4951 5041 5192 3004 Fire Prevention Specialist I 4 1 ,543 71 1,619.59 1,701.84 1,786 63 1,875.88 1,970.89 3345 3509 3687 3871 4064 4270 3006 Fire Prevention Specialist II 5 1,566.78 1,642 66 1,72491 1,809.70 1 ,898.95 1,993.96 3395 3559 3737 3921 4114 4320 3007 Medical Officer 6 2,088.00 2,126.26 2,190.01 4524 4607 4745 3008 Paramedic Prevention Specialist I 7 1,652 09 1,73244 1,81596 1 ,903.94 1 ,996.36 2,102.21 3580 3754 3935 4125 4325 4555 3009 Paramedic Prevention Specialist II 8 1,67516 1,755.51 1,839.03 1,927.01 2,019.43 2,125.28 3630 3804 3985 4175 4375 4605 Association of Washington Cities Employee Benefit Trust Appendix "B" 1997 Medical Plan Comparison , J , IlL " I Annual Deductible Max. Annual Out.of.Pocket Exp./lndividual * Hospital Outpatient Inpatient Maternity Care : * Newborn Care Physical Therapy (Outpatient) * Inpatient Rehabilitative Services ' Neurodevelopmental Therapy : Chemical Dependency . AWClWPS Plan A AWClWPS Plan B $1,000,000 $1,000,000 $5,000 $5,000 $SO/individual; $lS0/family For major medical benefits only. S lOa/individual; $300/family All benefits payable after deductible is met. $42S/person; $l,27S/family $47S/person; $ 1 ,42S/family 100% for employee; annual deductible, then tOO%for dependents. 100% 100% Including x-ray and lab. 100% 100% 100% 90% 80% Paid as an illness for employee/spouse only. Paid as an illness for employee/spouse only. 100% for 48 hours for normal birth; up to 96 hours for ceasarean birth. 80% to out-of-pocket max.; 48 hours for normal birth; 96 hours for ceasarean birth. Paid in full for employee; 80% for dependents. 80% Paid in full to max. of 30 days per condit' 80% to a max. of 30 days per dl..mL. ".:.~. 80% to age 7; subject to deductible. 80% to age 7; subject to deductible. Paid in full to $5,000 per 24-month period; $ 1 0,000 lifetime max. 80% to $5,000 per 24-month period; $10,000 lifetime max. . 1 I , ) :1. . I I, * AWOWPS Plan A Not covered under medical plan. Paid-in-full funding provided by Wellness Program. Not covered Paid in full. Subject to deductible for spouse. Paid in full. Subject to deductible for spouse. Paid in full for employee only. Additional coverage for exams and materials available through separate vision plan. 100% for employee; 100% to $10,000 lifetime maximum for dependents. 50% to $l,OOO/year. I AWOWPS Plan B Not covered under medical plan. Paid in full fUAEliFlg prQ"ided by ,^,~lIness..&ogJ:aOL Not covered 100%-Physician 90%-Facility 100%-Physician 100% for employee only. Additional coverage for exams and materials available through separate vision plan. 80% for employee; 80% to $10,000 lifetime maximum for dependents. 50% to $l,OOO/year. Home Health Care ' 100% to 130 visits/year. 100% to 130 visits/year. Hospice Care i 100% to $10,000 or 6 months max. 100% to $10,000 or 6 months max. Prescription Drugs I $7 copay-brandname; $4 copay-generic. J $7 copay-brandname; $4 copay-generic. * 80% until max. out-of-pocket expense, then paid in full to $200,000 per organ. I Organ Transplants . Paid in full to $200,000 per organ lifetime max. ~ Chiropractic , * $20Icall; 20 calls per year; $100 for x-rays. 80% 80% First $50 paid in full, then 80%. Not covered. 75% to $500 lifetime max.; prescriptions for nicotine withdrawal covered under drug program (90 day limit). Paid in full to $200 per calendar year 80% 80% 80% Not covered. . 75% to $500 lifetime max.; prescriptions for nicotine withdrawal covered under drug program (90 day limit). NOTE: This -Medical Plan Comparison- is presented in summary form and should be used for general purposes only. Please consult the contracts for complete and accu. rate information on the conditions. exclusions. IImltatlone and rnv..r.... h....fite APPENDIX C - FLOATER SLIDING SHIFT MATRIX Refer to the sliding scale below to determine the correct proportion of 24-hour shifts to 9-hour work days in the event that the maximum allowable 24-hour shifts are not worked. 24-HOUR SHIFfS 9-HOUR WORK DAYS HRS./28 DAY CYCLE 0 20 180 1 17 177 2 15 183 3 13 189 4 12 204 5 10 210 6 7 207 7 4 204 8 2 210 9 0 216 Appendix "D" 1997-98 FIRE DEPARTMENT REORGANIZATION DUE TO ELIMINATION OF THE ASSISTANT CHIEF POSITION Reorganization Items: Shift manning to remain with six personnel. Provide a 45-hour Training Officer through the elimination of the current Fire Prevention Specialist (see job description). The Training Officer will not participate in routine fire prevention duties. However, incidental duties may be assigned. When the shift manning is above four personnel, a firefighter wil be assigned to Fire Prevention during the hours of I to 4:30 PM, Monday through Friday. For major Fire Prevention events which require scheduling prior to 12:00 PM, the firefighter assigned to prevention could be assigned to the morning with 30 days notice. A "probationary" firefighter will not be assigned to Fire Prevention. This does not apply to a second year "driver/operator" program. ~lajor events such as Sparky Week would be assigned to a shift for pre-event administration. The shifts will assume responsibilities of routine weekend and after-hour inspections, not including inspections which would take a unit out of service. Inspections falling between 9 PM and 7 AM will be the Fire Marshal's responsibility. Training Officer: \Vage: For initial appointment, the Training Officer shall start at second step, and upon completion of probation, shall receive top step of the Training Officer classification. An individual who is currently receiving third step Captain pay shall start at top step Training Officer classification. The Training Officer is responsible to attend training council meetings and scheduled \'olunteer drills. excluding EMS drills and Volunteer Association meetings. -...; - - - -. ~ Fire Department Reorganization Page -2- Testing: The Training Officer position will be a promotional, test,ed Captain-level position filled from within Local #656. The educational requirements of an AA Degree will not apply to this current testing process for Fire Captain or persons appointed off the eligible list. The promotional examination list will be used to fill vacancies for Shift Captain and Medical Officer, in addition to the Training Officer. Note: the Training Officer does not have the right to transfer out of the administrative position to a shift Captain without first competing or maintaining their eligibility on the current promotional exam list. Changes in the Prevention Program: Level 4 inspections will be conducted every other year, decreasing the annual Level 4 inspections by one-half. Approximately six Level 4 inspections will be given monthly to each shift in addition to the current 15 inspections. Building surveys will be reduced by one-half, requiring a building survey to be completed by each shift. every other month. ~~J- Bruce Becker, Fire Chief FIRE1HTERS UNION #656: ,/ /f cY- Dave Chastain, PreSident, IAFF #656 LMJ~ C &: -1J<->y Local #656 Union 0 lcial FOR THE CIIT: ~~ Bob ~oons, Human Resources Mgr. " / ~, .... " . I L -L' Jeff/Pomeranz, ,~-lc - L( l Date Date ~/;'r/?? 5.b)<lQ Memorandum of Understanding Between The City of Port Angeles and IAFF Local #656 This Memorandum of Understanding is an addendum to the labor contract between the City and the Union concerning the composition of the interview board for entry level civil service examinations in the Fire Department and working conditions for individuals serving on the interview board. Entry Level Examinations Interview Boards: 1. The Union will select an employee of the department to serve on the entry level interview board who will be the rank of captain or an employee in the department with ten or more years of service. Such appointment to the interview board shall be subject to the agreement of the Chief Examiner. 2. The individual selected for the interview board will be on paid time while serving on the board. Additionally, the City will maintain minimum manning levels if the person selected is on duty the day of the interview process. For the City: ~.~ Mike Quinn, ity Manager ~~ Bob Coons, Human Resource Mgr. ~c~~dief Date:~/9~ ~ M- Mike Sanders, Pr sident IAFF #656 r Ke~~~1t1AFF#~6 Date: II -10 - Cf9 o ~ ~ ~ ~ORTANGELES WAS H I N G TON. U. S. A. FIRE DEPARTMENT DATE: October 13, 1999 TO: Mike Sanders, President Local 656 Bruce Becker, Fire Chief ,..,~ . FROM: RE: WISHA Respiratory Medical Evaluations Mike, In response to our meeting regarding the application of the WISHA Respiratory Medical Evaluations for respirator users, the following was resolved. The parties agree to utilize the services of Dr.. Robert L. Scott ~ PHL.CP for this program. In the event a different PHLCP will be utilized, the parties agree to meet and dISCUSS the selection of new program physician. Employees shall have the option to see their personal physician for a second opinion should a health problem be diagnosed by the PHLCP. In such an event, the costs for the second opinion shall be covered by the City. Further medical costs related to the diagnosed condition will be processed as an L&I claim, if job related. If the health condition is not job related or denied by L&I, the medical costs for treatment will be submitted by the employee or his physician through the City's medical plan. Questionnaires shall be given to each employee with a postage paid envelope directly to the PHLCP. Employees shall be responsible to submit this information prior to November I, 1999. Questionnaire, evaluation, and medical follow-up shall be scheduled during that employees regular shift assignment. BB!cw Approved L~"J~~ Mike Sanders, President, Local 656 ie I ~ \ ( q y Date Approved (", I) ~W _ C/ Bruce ~ker, Fire Chief IO_l-'"L.J'j Date ~/ 5. C:;<lq .. The following represents language to modify Article V, Sections A and B, of the current Firefighters labor agreement: Article V, Section A - Vacation (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. l I", ! , (b) Scheduling of leave (vacation, K-day, floating holiday) for the upcoming year will be conducted by the second Tuesday of December. Leave requests will be picked upon department seniority. Each member may take up to a maximum of nine consecutive shifts off per pick, after such time the bid for vacation will rotate to the next senior person. At the time of leave scheduling for the upcoming year the Union will identify and guarantee a minimum of four time periods (ABC, BCA, CBA) in which no leave will be granted. These "blocked periods" will be exclusively used as dedicated training days to address state mandated training requirements. Forty-five days shall be provided between the scheduled leave request to the first blocked training period. Aside from the "blocked periods", leave requests conducted by the second Tuesday of December shall be guaranteed provided that established department manning levels are maintained, with utilization of the floater. When the Department wishes to establish additional dedicated training in which no leave will be granted, the Department shall identify the day(s) and place them on the leave calendar 45 days in advance. Previously approved leave will not be rescinded to accommodate additional dedicated training. To decrease the likelihood of interruptions during the dedicated training periods, the City agrees to provide first out EMS coverage by either using daytime employees when available, or two off duty employees. EMS coverage assignments shall be filled in the same manner as overtime shift assignments. (c) Unscheduled leave will be requested in advance and is subject to approval by the Department head, provided the unscheduled leave request will not interfere with the work of the department. (d) Previously approved leave may only be rescinded in the event of a catastrophic emergency. (e) No employee shall be permitted to accumulate vacation in excess ofthe amount earned in a two (2) year period. - (f) 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 ~ .j reflect the new working hours; i.e., 12/8 or 8/12; however, no reduction or addition shall occur in previously accumulated annual leave. Article V, Section B - Holidays. Change the current language to the following: \ Each floating holiday shall be one 24-hour shift to be taken as vacation, subject to department manning requirements. The three floating holidays are excluded from cash payment as described below and are taken in the same manner as vacation leave. FOR THE CITY: FIREFIGHTERS UNION #656: Qt, (l".Q,.oc~.... ~ Mike Sanders, PreSl ent, IAFF #656 Daniel McKeen, Acting Fire Chief ~~ Bob Coons, Human Resources Manager ~~,,"E#656 --- ~(j2.~' Mike Quinn, cttY Manager ( I! 0 I 0 D f Date / - 1/- t!JO Date \ All other language contained within Section B to remain. .. s. c:< </q Memorandum of Understanding Between The City of Port Angeles and IAFF Local 656 This memorandum of Understanding is an addendum to the labor contract and shall replace Article III - Working Conditions. Section G - Promotions. Article III - Working Conditions (con't) Section G - Promotions/Assignments The City agrees to post all vacant positions within the department for a minimum of 30 days before making any personnel changes. The City agrees to hold a vv'fitten test for Captain evel); 1'v','O years and maintain an cligibility list. The parties agree that by the testing date in the year 2000, educational requirements for captain shall include an AA degree or (qui-ialent fitlfilber of college units, with a minimum of nine units in Management or Superiision.:t.rr~:;Gity ~gre~~s~to maintail),a: Captain level ,~:igibiJJ!Y list~If three or is:,~~~ ~..w.......v ,~v ^~_ v ~~;; v~ ~ ~ore q~~ll!~~ can~,i4ates reU}~tHJ)on tn:~;i~j~~,~aptaiQj~~!igLl:i~~ty list ,at tl\~~1'mc~l!]ion of one year, the eti:giQ~1it~}ist will J~;~<fxtefiaed,rq,f"~,,acrdi1t~~1~~i:,~l:re' eligibilitY:li~~ sh~Jl~'hbt e~eeed t~~'years. I'f fewer than tl\ree quali:ti~cl candidates remain on the list, a new witten exatninatiOn willel:5errgiven ~ M -'V 0 ^v:fJf", '-, v;;;'~~ V^~ V~ ~m v at t>>~ conclusioll~J;the one ye~r t~nn. ,~ "" )6%L_, , """ The partie~,;1igree that;tlie qualificati~~~Jor captain s~a!{iii~~Jude an AA degree"or eq\li~alent nuw.~~I of college units with a minimum Of,mne units in;M:anagement or Supervision. The Fire Suppression, '",",?v > , , "".;fU-,~' ^ v%...%f,M, ",,:1 Medical Officer, and Training Officer classifications will be hired from this list. The rule of three shall apply. However, the top three paramedics on the eligibility list will be certified for the Medical Officer i?:o,:s,itiop:aJJj~ top three candidates on the eligibiF~ list will be certified for the Fire Suppression and tIle' Training Officer position {:,~ptai~s,positi6If~. In the event there are three or fewer candidates who pass a promotional the written examination, the parties agree to allow a 3-person interview panel to assess each candidate for the purposes of ranking upon the eligibility list. Members of the interview board shall have professional fire service credentials and shall be from outside the local area. The assessment center portion ofthe examination will only be held when an opening is expected. The assessment centel' process will be held no longer than 30 days follo'vying the v,'fitten exam after pos,ltion availability Auless an,~~tefl,~j~~m~is,agreed"upd,n,bx J1oJli;p:arties. The top eight candidates ~} ''<~ VVV=MV==m"V~~^~~~~~ -.., ,,< passing the written exam will advance in to the assessment center proccss. In the event of ties, iji~~ Department dcpartment seniority will dictate the eight eligible candidates. The written test shall be open to all employees. hO'viefer, the only O!1I>:::;:,!ho,~ employees who meet the current Captains qualifications criterion for promotion at the time of the test shall be eligible for <(' '" , promotion or placement on the Acting Captain list. I1~)Vever'l:those J~mplbyees~'hired prior to q~"" ,~,~" :J anuary,,, 2QQJ~' who ~m~actively working, ~oWards"i'P~1t1I?leting,~lJ~irs~~a~!ains eduG~!iQR~l requi:r0~ents shall be eljgible for pl~geIE,ent on the acting captains'!ist. A~!iv,S!'5:"wO!~~:n~(~owards completing their educationaLrequjr~@efffs shall :mean that Jh~ employee sl}all ~Ji!mI?rete"~i(minimum ">^"'"~ ~)9 ,jkk ;j/ ~~ ~ ,J UfW k<,~>~ v 1.-lJ <-, 'V"'~ v,; ,i.~~ '" ~N ~~ 6:l!(nine,colleg~=credirs each calendar year." It is the~jh,!ividual's'Ar~sponsibilitx,,~o, ensure that all subrpj~ted c~~tlits0we recfl~nized~15:~l;ian ~ccredite~':l~leg~. Course work ,!1~t:!ecggn,i;?;ed through an 'accreditf!,~;,col~~e' wilhlilot be:~,~Wted to>y~ actingTcapl~n qu~,Ws~y~ns~ AR!1~(il~verifig~l!on on~,~mpletion of credits wi1l\li;~~T~9,mE~!~1l915y mic!tJan}!~ fgr;the preVi'0us calentl~~~E!l Emj5l~~~s who fail t~~~ccessfullY}~omplete'the'0n-gol~~ educational' reqUirements either dueRm~ourse:,rfa:ilure, tlrop-Olitt;4iofl-credit units, or insufficient numo:er oF';'credits, will be >< > ,>,~, ~JYA~"~' > J'!.-5~~~~ -' ',"';,i, ~:\;~~~'> ...tit^;<' ~~..4', ineligiblelr~0r,any ~~t~,Fg captain ~"~~S:~nts for th~,~elve monthperiotiQllq~g,ll1:e tevie~z' The City agrees to post the reading list for the written promotional examinations three months prior to the test date. The City agrees to maintain, at the Fire Station, at least one copy of all books on the reading list. No Captain level positions have the right to transfer out of their position into another Captain level position without maintaining their eligibility on the current promotional list. All promotional candidates must compete in the entire examination process. If there is no cxprcsscd interest in a vacant position, the City may appoint an individual or hold an exJ~rnal re.fJ:Liitmefit outsidc competitive exam for the position as currently established with all ,!('~....>,,/ wages, hours and working conditions. The appointment shall not exceed a 1'.-.'0 rCM limit~tw6 year~ without mutual acceptance. At the conclusion of two years, if there is no objections from other interested bargaining unit personnel, the person shall have the option to remain in the position. At the conclusion of two years, the person shall be reassigned to their previously held position. For the City: ~.~,- Mike Quinn, lty Manager For the Union: Q ~~ C-._~ - Mike Sanders, President IAFF #656 C ~~iM~ oons, Human Resources ~.. Dan McKeen, Fire Chief !Jk161 Date S/,BloI - , Date