HomeMy WebLinkAbout5.249 Original Contract
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AGREEMENT BETWEEN
THE CITY OF PORT ANGELES
AND
INTERNATIONAL ASSOCIATION OF FIREFIGHTERS
LOCAL #656
January 1,2002 - December 31,2002
TABLE OF CONTENTS
PAGE
ARTICLE I - GENERAL PROVISIONS
Section A - Preamble
Section B - Recognition
Section C - Savings Clause
Section D - Non-Discrimination
I
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
2
3
3-4
4
4
4
4
ARTICLE III - WORKING 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 - Entry Level Interview Boards
Section I - Special Assignments
Section J - Light Duty
Section K - Temporary Re-Assignments
Section L- Weekend & After Hours Inspections
Section M - Drug and Alcohol Testing Policy
5
5
6
6
6
6
6-7
7
7
8
8
9
9-12
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
13
13
13
13
14
14
14
14
Section I - Compensatory Time
Section J - Specialist Pay
14
14-15
ARTICLE V - PAID LEAVE BENEFITS
Section A - Vacation
Section B - Holidays
Section C - Sick Leave
Section D - Family Leave
PAGE
16-1 7
17
18
19
ARTICLE VI - HEALTH BENEFITS
Section A - Medical, Dental and Vision Coverage
Section B - Crisis/Trauma Counseling
Section C -Term Life Insurance
Section D - Employee Assistance Program
Section E - WSCFF Retiree Medical Trust
20
20
20
20
20
ARTICLE VII - GRIEVANCE PROCEDURE
21- 22
ARTICLE VIII - DURATION OF AGREEMENT
23
\,
APPENDIX "A" Salary Schedule
APPENDIX "B" Medical Plan A & B Comparison Summary
AGREEMENT BETWEEN THE CITY OF PORT ANGELES
AND
INTERNATIONAL ASSOCIATION OF FIREFIGHTERS, LOCAL #656
ARTICLE I - GENERAL PROVISIONS
Section A - Preamble
Purpose: This contract entered into by the City and IAFF Local #656 has as its purpose the setting forth of the full
and entire understanding of the parties regarding the matters set forth herein, reached as the result of negotiations for
wages, hours, and other terms and conditions of employment of the employees covered by this contract.
Section B - Reco~nition
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
FirefighterlParamedic
Fire Prevention Specialist
Medical Officer
Training Officer
The Union agrees to provide the names of the Union officers and any changes to the Human Resources Manager.
Section C - Savin~s 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 thatthey 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 - Manaf:ement's Riehts
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.
Section C - In Service Trainine
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.
2
Section D - Union Security and Pavroll Deduction
1. It 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 orto 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 (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.
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 subjectto 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. The Union agrees to indemnify and hold the City harmless from any liabilitiesof
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 funds 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).
3
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 - LaborlMana!!:ement Committee
In the interest of developing mutual trust and open communications between the parties, and improve
employee/employerrelations, the parties agree to establish a Labor/Management Committee to meet attimes 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.
Section G - A!!:reement Bindin!!: on Snccessors
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.
4
ARTICLE III - WORKING CONDITIONS
Section A - Work Stopoaee
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 Work Schedule: The Floater schedule is flexible and based upon a 28-day duty cycle. During nine (9) of the
annual duty cycles, the floater shall work 9 shifts. The remaining 4 annual duty cycles, the floater shall work 10
shifts. A shift is a 24 hour period.
When shift manning is at six or seven and the floater is working, the floater will report to the Fire Marshal for other
duties. These duties will not include station maintenance. If the floater, shift captain, and Fire Marshal are in
agreement, a person other than the floater can report to the Fire Marshal for other duties. Required training shall take
priority over all other assigned duties.
Floater eligibility is as follows: Completion of the 12 month probationary period and completion of the
Driver/Operator book (total time period not to exceed 24 months).
When voluntarily accepting the floater assignment, the firefighter/paramedic shall commit to a one-year time period.
Commitments for an additional year must be made by mid-October for the upcoming year.
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.
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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 Mannin!!
The Fire Department shall maintain at all times a minimum manning of four personnel from the bargaining unit, with
one being a FirefighterlParamedic and one performing as a shift Captain.
Section D - Shift Tradin~
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 R. W.
4.96.041.
Section F - Tobacco Use
Employees hired after January 1, 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 - Promotions/Assi!!nments:
The City agrees to post all vacant positions within the department for a minimum of 30 days before manning any
personnel changes.
The City agrees to maintain a Captain level eligible list. If three or more qualified candidates remain on theactive
captains eligible list at the concl,usion of one year, the eligible list will be extended for an additional year. The eligible
list shall not exceed two years.
If fewer than three qualified candidates remain on the list, a new written examination will be given at the conclusion
of the one year term.
The parties agree that the qualifications for captain shall include a AA Degree, or equivalent number of college units
with a minimum of nine units in management or supervision. The Fire Suppression Captain, MedicalOfficer, and
Training Officer classifications will be hired from this list. The rule of three shall apply. However, the top three
paramedics on the eligible list will be certified for the Medical Officer position. The top three candidates on the
eligible list will be certified for the Suppression and the training Captains positions.
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In the event there are there three or fewer candidates who pass the written examination, the parties agree to allow a
3-person interview panel to assess each candidate for the purposes of ranking on the eligible list. Members of the
interview board shall have professional fire service credentials and shall be from outside the local area. The
assessment center will only be held when an opening is expected. The assessment center will be held no longer than
30 days after position availability, unless an extension is agreed upon by both parties. The top eight candidates
passing the written exam will advance to the assessment center. In the event ofties, Fire Department seniority will
dictate the eight eligible candidates.
The written test shall be open to all employees. Only those employees who meet the current capt~ins qualifications
for promotion at the time ofthe test shall be eligible for promotion or placement on the Acting Captain list. However,
those employees hired prior to January, 2001, who are actively working towards completing their Captains
educational requirements shall be eligible for placement on the acting captains list. Actively working towards
completing their educational requirements shall mean that the employee shall complete a minimum of 9 college
credits each calendar year.
It is the individual's responsibility to ensure that all submitted credits are recognized by an accredited college. Course
work not recognized through an accredited college will not be counted towards acting captain qualifications.
Annual verification of completion of credits will be completed by mid-January for the previous calendar year.
Employees who fail to successfully complete the on-going educational requirements either due to course failure, drop-
out, non-credit units, or insufficient number of credits, will be ineligible forany acting captain assignments for the
12 month period following the review.
The City agrees to post the reading list for the written examination three months prior to the test date. The City agrees
to maintain at least one copy of all books on the reading list at the fire station.
No Captain may transfer out oftheir position into another Captain level position. Captains must compete in the entire
examination process, including the written test, to be eligible for another Captain level position.
If there is no interest in a vacant position, the City may appoint an individual or hold an external recruitment for the
position as currently established with all wages, hours, and working conditions. The appointment shall not exceed
two years without mutual acceptance. At the conclusion of two years, if there is no objection 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.
Section H. Entry Level Examination Interview Boards:
The Union will select two employees from within the Department to serve on the entry level interview board. One
will be the rank of captain and the second will be an employee in the Department with five or more years of service.
Such appointments to the interview board shall be subject to the approval of the Department Head.
The individuals selected for the interview board will be on paid time while serving on the board. Additionally, the
City will maintain manning levels if the person selected is on duty the day of the interview.
Section I - Special Assienments
For special assignments, the City agrees to post the position(s) for a minimum of 14 calendar days prior to
appointment. Interested individuals will submit a letter of intentto the Chief or his designee. The Chief will make
the appointment at the conclusion of the posting period. Note: Special assignments may include SCBA, PMO, EMT
to paramedic certification, hose maintenance, and other related miscellaneous work assignments.
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Section J - Li~ht 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 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.
All light duty assignments shall be related to fire prevention, trammg, 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 K - Temporary Assi!!nments
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 21-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 transferring back to their original
position.
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Section L : Weekend and After Hours Inspections
The shifts will assume responsibility for routine weekend and after-hours inspections, not including inspections which
would take a unit out of service. Inspections falling between 9:00 p.m. and 7:00 a.m. will be the Fire Marshal's
responsibility.
Section M - Drue and Alcohol Testinl!
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, andarticuable 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.
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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 fortesting, 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".
Disciplinarv 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:
Drug
Amphetamines
Barbiturates
Benzodiazepines
Cannabinoids
Cocaine metabolites
Methadone
Methaqualone
Opiates (codeine)
Test Level
1000 nglml
300 ng/ml
300 nglml
100 ng/ml
300 nglml
300 nglml
300 ng/ml
300 ng/ml
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Opiates (Morphine)
Phencyclidine (PCP)
Propoxyphene
300 ng/ml
25 ng/ml
300 ng/ml
Level of the positive results for ethyl alcohol- 0.05 gr/dl
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.
· 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 GC/MS (gas chromatography/mass spectrometry) confirmatory test to be considered positive:
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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 Drug Proof 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.
-12-
ARTICLE IV - COMPENSATION
Section A - Wa!!es
Effective January 1,2002, the City agrees to an across-the-board cost ofliving adjustment (COLA) equal to 3.15%.
The salary schedule for 2002 is Appendix "A" of this agreement.
Deferred Compensation: In lieu of a long term disability plan, the City agrees to contribute an amountequal to the
actual premium paid by the employee, into each employee's deferred compensation program.
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 ofthe 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
L New employees hired by the City shall receive a full uniform as defined by the Department's current
Standard Operating Guidelines. The uniform shall include: Class B shirts (2), T-shirts (4), pants (2), belt, foul
weather jacket and boots. The new employee's boot allowance shall not exceed $200. Employees required
to attend the State Fire Academy will receive all clothing required by the Academy.
Upon completion of probation, new employees will be provided with a Class A uniform. If the employee
leaves the City prior to completing two (2) years of service, the employee will reimburse the City the cost
of the Class A uniform.
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.
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.
-13-
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 call backs 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 call backs 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 Yz 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 Yz hour.
Schedule F - Hif:her 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 Dutv
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 Assi!!nment 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.
Section I - Comnensatorv 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 - Snecialist 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
-14-
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.
-15-
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
Length 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 1 0 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.
b. Scheduling of vacation (vacation, "K" days, floating holidays) for the upcoming year will be conducted by the
second Tuesday of December. Leave requests will be picked based on 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
semor person.
At the time ofleave 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.
-16-
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 of the amount earned in a two (2) year period.
f. Personnel transferring from a 24 hour shift schedule to a 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., straighttime) upon leaving
City service; except no payment will be made for employees who terminate City service during the initial
probationary period.
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
I Floating Holiday
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.
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-halfthe 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.
-17-
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.
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. 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.
-18-
Sick leave may also be used for medical, optical, or dental appointments, and may be used in 30-minute increments.
Pavment 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 - 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.
-19-
ARTICLE VI - HEALTH BENEFITS
A. Medical. Dental and Vision Coverae:e
The City agrees to maintain the existing benefits for the duration of the contract, paid by the City. Those
areas asterisked on the benefit comparison shall remain at the Plan A level, see appendix "B". The parties
agree that any changes made by A WC to the medical plan level of benefits shall be incorporated as part of
this document. Ifthere are changes to the medical benefits the City will notify the Union.. Either party may
request impact bargaining on these changes.
Dental coverage shall be paid for by the City through the City's self-insured dental 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. CrisisITrauma Counseline
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 submitting receipts or Explanations of Benefits for charges. City liability will not include
charges in excess of usual and customary.
C. Term Life Insurance The City agrees to provide term life insurance equal to one-times the employees annual
salary, rounded to the nearestthousand, with a maximum policy of$50,000. The terms and conditions of the
life insurance policy are as listed in the plan policy provided to employees.
D. Employee Assistance Proe:ram
The City agrees to maintain an Employee Assistance Program for the duration ofthis Agreement.
~ WSCFF Retiree Medical Trust The City shall make a deduction from the employees pay check and such
contribution shall be on a pre-taxed basis from the base salary of each LEOFF II employee. The contributions
shall be payable to the Washington State Council of Firefighters Employee Benefit Trust. The contribution
rate shall be deducted from the employee's paycheck on a pre-taxed rate of$75.00 per month, or as amended
by the Board of Trustees. These contributions shall be included as salary for purposes of calculating
retirement benefits.
-20-
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 maybe 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.
Riehts 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.
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.
-21-
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.
SteD 3 - City Mana!!er
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) workingdays after receipt
of the decision of the City Manager.
SteD 4 - Hindin!! Arbitration
The Union and the City will jointly request from the American Arbitration Association a list of seven (7) arbitrators
and upon receipt ofthis 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.
-22-
ARTICLE vm - DURATION
The parties agree that the term of the Labor Contract between the City of Port Angeles and IAFF Local #656 shall
be January L 2002 throulZh December 3 L 2002.
IN WITNESS WHEREOF, we attach our signatures this I~ day of December, 2001.
~4L:~
Michael Quin~ity Manager
IAFF LOCAL #656
~d~n~~
~egotiato-;
Q.
)(cm~
~cJ~
Bob Coons, Human Resource Mgr.
Dan McKeen, Fire Chief
-23-
3.15% IAFF #656 SALARY SCHEDULE (Bi-Weekly/Monthly Rates) 11/01/2001
Effective 01-01-02 2002 13:17:54
1 2 3 4 5 6
Occupation Classification Pay Grade
Code
3000 Firefighter/EMT 1,643.49 1,72613 1,815.70 1,908.05 2,005.25 2,108.71
3561 3740 3934 4134 4345 4569
3001 Firefighter/Paramedic 2 1,761.51 1,849.04 1,939.99 2,035 81 2,136.44 2,251.73
3817 4006 4203 4411 4629 4879
3002 Fire Captain 3 2,273.95 2,31561 2,385.05
4927 5017 5168
3003 Training/Maintenance Officer 9 2,488 40 2,533 68 2,609.70
5392 5490 5654
3004 Fire Prevention Specialist I 4 1,678.11 1,760.75 1,850.32 1,942.67 2,03987 2,143.34
3636 3815 4009 4209 4420 4644
3006 Fire Prevention SpeCialist II 5 1,701.18 1,78382 1,873.39 1,965.74 2,062.94 2,166.41
3686 3865 4059 4259 4470 4694
3007 Medical Officer 6 2,273.95 2,315.61 2,385.05
4927 5017 5168
3008 ParamediC Prevention Speclahs 7 1,79613 1 ,883 66 1,974.61 2,070.43 2,171.06 2,286.35
3892 4081 4278 4486 4704 4954
3009 ParamediC Prevention Speclalls 8 1,819.20 1,906.73 1,997.68 2,093.50 2,19413 2,309.42
3942 4131 4328 4536 4754 5004
APt-'ENlJIX "A"
.
~c*
::c*
**
Medical Plan Comparison
2001
$50/individual
$ 150/family
For major medical benefits
only.
$375/person
$1, 125/family
100% for employee; annual
deductible, then 100% for
dependents
100%
100%
100%
Paid as an illness for
employee/spouse only.
100 % for 48 hours for
normal birth; up to 96 hours
for caesarean birth.
** These covered services paid at Plan A level.
APPENDIX "B"
$2,000,000
$5,000
$l00/individual
$300/family
All benefits payable after
deductible is met.
$375/person
$1, 125/family
100%, including x-ray &
lab
100%
90%
80%
Paid as an illness for
employee/spouse only.
80 % to out-of-pocket
maximum; 48 hrs for
normal birth; 96 hrs for
caesarean birth.
~J.
......
Not covered under medical
plan. Paid-in-full funding
provided by Wellness
Program.
Not covered.
Paid in full.
Paid in full.
Paid in full.
100% for employee only.
Additional coverage for
exams and materials
available through separate
vision plan.
Paid in full for employee;
major medical for
dependents-paid at 80%.
Paid in full to maximum of
30 days per condition.
Major medical:
80% to age 7.
Paid in full to $10,500 per
24-month period.
** These covered services paid at Plan A level.
Not covered under medical
plan. Paid-in-full funding
provided by Wellness
Program.
Not covered.
loo%--Physician
9O%--Facility
loo%--Physician
loo%--Physician
100% for employee only.
Additional coverage for
exams and materials
available through separate
vision plan.
80%
80 % to a maximum of 30
days per condition.
80 % to age 7; subject to
deductible.
80% to $10,500 per 24-
month period.
Managed Mental Health Managed Mental Health
** EAP Approved: 100% EAP Approved: 80%
Not EAP Approved: 60% Not EAP Approved: 60%
to 10 days to 10 days
** EAP Approved: 80% EAP Approved: 80%
Not EAP Approved: 50% Not EAP Approved: 50%
to 25 visits/year to 25 visits/year
100% to 130 visits/year 100% to 130 visits/year.
100% to $10,000 or 6 100% to $10,000 or 6
months maximum months maximum
$7 copay - brandname $7 copay - brandname
$4 copay - generic $4 copay - generic
J. Paid in full to $200,000 per 80% until maximum out-
..
organ lifetime max.. of-pocket expense, then
paid in full to $200,000
per organ.
Major med. 80% 80%
*~~
Major med. 80%
80%
First $50 paid in full, then
major med. 80%
80%
Not covered.
Not covered.
75% to $500 lifetime
maximum; prescriptions for
nicotine withdrawal covered
under drug program.
75 % to $500 lifetime
maximum; prescriptions
for nicotine withdrawal
covered under drug
program.
** These covered services paid at Plan A level.
..........
~..'l..
Requires RX, pays under
outpatient neuro/rehab
benefit
12 visits per year covered,
paid under office call
Paid the same as a MD
(Outpatient physician paid at
100%)
Paid in full up to $700 per
calendar year.
Requires RX, pays under
outpatient neuro/rehab
benefit
12 visits per year covered,
paid under office call
Paid the same as a MD
(Outpatient physician paid
at 100%)
Paid in full to $500 per
calendar year.
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 accurate information on the
conditions, exclusions, limitations and coverage of benefits.
5.~<lq
~ l'
Memorandum of Understanding
between the
City of Port Angeles
and
The International Association of Firefighters Union, Local #656.
The City and IAFF Local #656 agree to incorporate the attached amendments into the labor contract
covering the period of January 1, 2002 through December 31, 2002. The amendments change
Article V, Paid Leave Benefits, Section A, Vacation, adding language to provide for vacation shifts
for employees assigned to work a 9 hour shift and sub-section f. concerning conversion of
accumulated leave time. The second amendment modifies Article V, Paid Leave Benefits, Section
C, Sick Leave providing clarification for sick leave accrual for 24, 8, and 9 hour shifts and the
conversion process, if an employee changes from one shift to another.
The parties agree to incorporate these changes into the current labor contract.
For the City
For the Union
u~~~~
Mike Sanders, IA F #656 PresIdent
~,,:_,
Mike Qui Ity Manager
~~
Bob Coons, Human Resource Mgr.
Q~
Dan McKeen, Fire Chief
'Y-rV/(UtTl
Jamie Mason, IAFF #656 Vice-Presideiir
Date G, J I ; loa
DateJ I 102-
./
.,
ARTICLE V - P AID 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
Length 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
Vacation leave with pay will accrue to each member of the Union working an 9 - hour shift schedule (45 hour work
week) at the following rate:
Maximum
Length in Service Shifts (9 hours) Hours Accrual
1 - 5 continuous years 1 0 shifts 90 ---Dill
6 - 10 continuous years 15 shifts 135 270
11 - 15 continuous years 20 shifts 180 360
16 - 20 continuous years 25 shifts 225 450
21 continuous years 30 shifts 270 540
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.
b. Scheduling of vacation (vacation, "K" days, floating holidays) for the upcoming year will be conducted by the
second Tuesday of December. Leave requests will be picked based on 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
semor person.
At the time ofleave scheduling for the upcoming year, the Union will identify and guarantee a minimum offour 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.
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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 a 8 or 9 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.ti., 12/8 6f 8/12;
howcief, No reduction or addition shall occur in previously accumulated annual leave.
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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.
Aeemal. LEOFY I empI6)'ces shall accrue siek leave at the rate 6f 12 h6urs per ffl6ftth fur 24 h6ur shift empl6)ees
6r eight h6tlrs per m6ltth f6r empl6yees assigned t6 days.
Accrual:
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 24hours/month.
24 hour Shift Employees:
LEOFF I
LEOFF II
12 hours per month
24 hours per month
8 - Hour Shift Emolovees:
LEOFFI
LEOFF II
8 hours per month
16 hours per month
9 - Hours Shift Emplovees:
LEOFF I
LEOFF II
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9 hours oer month
Ie ~ours per month 0 '
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 or 9 -hour shift, or vice versa, shall
at the date of transfer have their sick leave accumulation adjusted to reflect the new shift. No reduction or addition
shall occur to previously accumulated leave. ' "
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