RES 1989-84 - 00004285158
SIGNING
AGRMMU ESLMUZMEENG WCRKM CONDITICNS,
MNS OF EM310YEES OF 1 CITY OF • u r
WHEREAS, the International Association of Firefighters Local No. 1986, as
bargaining representative for the Firefighters of the City of Fridley Fire
Department, has presented to the City of Fridley various requests relating to
the working conditions, wages and hours of mployees of the Fire Department of
the City of Fridley; and
WHEREAS, the City of Fridley has presented various offers to the Union and to
the employees relating to working conditions, wages and hours of employees of
the Fire Department of the City of Fridley; and
WHEREAS, representatives of the Union and the City have met and negotiated
regarding the requests of the Union and the City; and
WHEREAS, agreement has now been reached between representatives of the two
parties on the proposed changes to the existing agreement between the City and
the Union.
NOW, THEREFORE, BE IT RESOLVED by the City of Fridley that such agreement is
hereby ratified and that the Mayor and the City Manager are hereby authorized
to execute the attached Agreement relating to working conditions, wages and
' hours of Firefighters of the City of Fridley Fire Department.
PASSED AND ADOPTED BY THE CITY COUNCIL OF THE CITY OF FRIDLEY THIS 2ND DAY OF
OCTOBER, 1989
-Wd
ATTEST: WILLIAM J. NEE -CYM
i
'� � � ' p �i
u Ti' y a-
LABOR AGREEMENT
BETWEEN THE
CITY OF FRIDLEY
AND THE
INTERNATIONAL ASSOCIATION OF
'
FIREFIGHTERS LOCAL NO. 1986
1989 -1990
M LOCAL NO. 1986 CONTRACT FOR 1989 AND 1990 160
TABLE OF CONTENTS
ARTICLE
PAGE
I
PURPOSE OF AGREEMENT . . . . . . . . . .
. . . . 1
II
RECOGNITION . . . . . . . . . . . . . . . . .
. . . . 1
III
DEFINITIONS . . . . . . . . . . . . . . . . .
. . . . 1
IV
EMPLOYER SECURITY . . . . . . . . . . . . . .
. . . . 3
V
EMPLOYER AUTHORITY . . . . . . . . . . . . .
. . . . 3
VI
UNION SECURITY . . . . . . . . . . . . . . .
. . . . 3
VII
EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE. . . .
. . . . 4
VIII
SAVINGS CLAUSE . . . . . . . . . . . . . . .
. . . . 6
IX
SENIORITY . . . . . . . . . . . . . . . . . .
. . . . 6
X
DISCIPLINE . . . . . . . . . . . . . . . . .
. . . . 7
XI
WORK SCHEDULES . . . . . . . . . . . . . . .
. . . . 7
XII
ANNUAL LEAVE . . . . . . . . . . . . . . . .
. . . . 8
XIII
SHORT TERM DISABILITY* . . . .
. 9
XIV
PAY FOR CALL BACK AND DRILLS : : : : : : :
: . 10
XV
EMPLOYEE EDUCATION PROGRAM . . . . . . . . .
. . . . 11
XVI
HOLIDAYS . . . . . . . . . . . . . . . . . .
. . . . 12
XVII
PROBATIONARY PERIODS . . . . . . . . . . . .
. . . . 12
XVIII
FUNERAL PAY. . . . . . . . . . . . . .
. . . . 12
XIX
JURY PAY . . . . . . . . . . . . . . . . . .
. . . . 12
XX
UNIFORM ALLOWANCE . . . . . . . . . . . . . .
. . . . 13
XXI
INSURANCE . . . . . . . . . . . . . . . . . .
. . . . 13
XXII
RATES OF PAY . . . . . . . . . . . . . . . .
. . . . 13
XXIII
ADDITIONAL INCENTIVE PAY . . . . . . . . . .
. . . . 13
XXIV
COLLEGE CREDITS . . . . . . . . . . . . . . .
. . . . 14
XXV
SEVERANCE PAY . . . . . . . . . . . . . . . .
. . . . 14
'
XXVI
WAIVER . . . . . . . . . . . . . . . . . . .
. . . . 14
XXVII
DURATION . . . . . . . . . . . . . . . . . .
. . . . 15
161
LABOR AGREEMENT
BETWEEN
' CITY OF FRIDLEY
AND
INTERNATIONAL ASSOCIATION OF
FIREFIGHTERS LOCAL NO. 1986
ARTICLE I PURPOSE OF AGREEMENT
This AGREEMENT is entered into as of October 2, 1989 between the
CITY OF FRIDLEY, hereinafter called the EMPLOYER, and the
INTERNATIONAL ASSOCIATION OF FIREFIGHTERS LOCAL NO. 1986,
hereinafter called the UNION.
It is the intent and purpose of the AGREEMENT to:
1.1 Establish procedures for the resolution of disputes concerning
this AGREEMENT'S interpretation and /or application; and
1.2 Place in written form the parties' agreement upon terms and
conditions of employment for the duration of this AGREEMENT.
ARTICLE II RECOGNITION
The EMPLOYER recognizes the UNION as the exclusive representative,
under Minnesota Statutes, Section 179.71, Subdivision 3, for all
personnel in the following job classifications:
1. Firefighters
2. Fire Captain
ARTICLE III DEFINITIONS
3.1 Union
The International Association of Firefighters Local No. 1986.
3.2 Union Member
A member of the International Association of Firefighters
Local No. 1986.
3.3 Employee
A member of the exclusively recognized bargaining unit.
3.4 Department
The City of Fridley Fire Department
' 3.5 Employer
The City of Fridley
1
162
3.6 Chief
The Chief of the Fire Department of the City of Fridley.
3.7 Union Officer
Officer elected or appointed by the International Association
of Firefighters Local No. 1986.
3.8 Overtime
Work performed at the express authorization of the EMPLOYER
in access of the number of hours in a work period specified
by the Federal Fair Labor Standards Act.
3.9 Scheduled Shift
A consecutive work period including two rest breaks and a
lunch break.
3.10 Rest Breaks
Two periods during the SCHEDULED SHIFT during which the
employee remains on continual duty and is responsible for
assigned duties.
3.11 Lunch Break
A period during the SCHEDULED SHIFT during which the employee
remains on continual duty and is responsible for assigned
' duties.
3.12 Strike
Concerted action in failing
absence from one's position,
or abstinence in whole or in
proper performance of the
purposes of inducing, influe
conditions or compensation
obligations of employment.
3.13 Base Rate of Pay
to report for duty, the willful
the stoppage of work, slow -down,
part from the full, faithful and
duties of employment for the
ncing or coercing a change in the
or the rights, privileges or
The Employee's hourly rate of pay exclusive of longevity or
any other special allowance.
3.14 Compensatory Time
Time off during the employee's regularly scheduled work
schedule equal in time to 1.5 times overtime worked.
3.15 Severance Pay
Payment made to an employee upon honorable separation of
' employment.
ra
163
3.16 Salary
A fixed payment at regular intervals for services as set forth
and agreed to in this contract.
' 3.17 Compensation
Salary reduced by those amounts as required by law and /or
authorized by the employee.
ARTICLE IV EMPLOYER SECURITY
The UNION agrees that during the life of this AGREEMENT it will not
cause, encourage, participate in or support any strike, slow -down
or other interruption of or interferences with the normal functions
of the EMPLOYER.
5.1 The EMPLOYER retains the full and unrestricted right to
operate and manage all manpower, facilities, and equipment;
to establish functions and programs; to set and amend budgets;
to determine the utilization of technology; to establish and
modify the organizational structure; to select, direct, and
determine the number of personnel; to establish work
schedules, and to perform any inherent managerial function not
specifically limited by this AGREEMENT.
5.2 Any term and condition of employment not specifically
established or modified by this AGREEMENT shall remain solely
' within the discretion of the EMPLOYER to modify, establish,
or eliminate.
ARTICLE VI UNION SECURITY
6.1 The EMPLOYER shall deduct from the wages of employees who
authorize such a deduction in writing an amount necessary to
cover monthly UNION dues. Such monies shall be remitted as
directed by the UNION.
6.2 The UNION may designate employees from the bargaining unit to
act as a steward and an alternate and shall inform the
EMPLOYER in writing of such choice and changes in the position
of steward and /or alternate.
6.3 The EMPLOYER shall make space available on the employee
bulletin board for posting UNION notice(s) and
announcement(s).
6.4 The UNION agrees to indemnify and hold the EMPLOYER harmless
against any and all claims, suits, orders, or judgments
brought or issued against the EMPLOYER as a result of any
action taken or not taken by the EMPLOYER under the provisions
of this Article.
K,
ARTICLE VII EMPLOYEE RIGHTS- GRIEVANCE PROCEDURE
7.1 Definition of a Grievance
A grievance is defined as a dispute or disagreement as to the
' interpretation or application of the specific terms and
conditions of this AGREEMENT.
7.2 Union Representatives
The EMPLOYER will recognize REPRESENTATIVES designated by the
UNION as the grievance representatives of the bargaining unit
having the duties and responsibilities established by this
Article. The UNION shall notify the EMPLOYER in writing of
the names of such UNION REPRESENTATIVES and of their
successors when so designated as provided by Section 6.2 of
this AGREEMENT.
7.3 Processina of a Grievance
It is recognized and accepted by the UNION and the EMPLOYER
that the processing of grievances as hereinafter provided is
limited by the job duties and responsibilities of the
EMPLOYEES and shall therefore be accomplished during normal
working hours only when consistent with such EMPLOYEE duties
and responsibilities. The aggrieved EMPLOYEE and a UNION
REPRESENTATIVE shall be allowed a reasonable amount of time
without loss in pay when a grievance is investigated and
presented to the EMPLOYER during normal working hours provided
that the EMPLOYEE and the UNION REPRESENTATIVE have notified
and received the approval of the designated supervisor who has
determined that such absence is reasonable and would not be
detrimental to the work programs of the EMPLOYER.
7.4 Procedure
Grievances, as defined by Section 7.1, shall be resolved in
conformance with the following procedure:
Step 1.
An EMPLOYEE claiming a violation concerning the interpretation
164
or application of this AGREEMENT shall, within twenty -one (21)
calendar days after such alleged violation has occurred,
present such grievance to the EMPLOYEE'S supervisor as
designated by the EMPLOYER. The EMPLOYER - designated
representative will discuss and give an answer to such Step
1 grievance within ten (10) calendar days after receipts. A
grievance not resolved in Step 1 and appealed to Step 2 shall
be placed in writing setting forth the nature of the
grievance, the facts on which it is based, the provision or
provisions of the AGREEMENT allegedly violated, the remedy
requested, and shall be appealed to Step 2 within ten (10)
calendar days after the EMPLOYER- designated representative's
final answer in Step 1. Any grievance not appealed in writing
'
to Step 2 by the Union within ten (10) calendar days shall be
considered waived.
164
Step 2.
If appealed, the written grievance shall be presented by the
UNION and discussed with the EMPLOYER- designated Step 2
' representative. The EMPLOYER- designated representative shall
give the UNION the EMPLOYER'S Step 2 answer in writing within
ten (10) calendar days after receipt of such Step 2 grievance.
A grievance not resolved in Step 2 may be appealed to Step 3
within ten (10) calendar days following the EMPLOYER -
designated representative's final Step 2 answer. Any
grievance not appealed in writing to Step 3 by the UNION
within ten (10) calendar days shall be considered waived.
Step 3.
If appealed, the written grievance shall be presented by the
UNION and discussed with the EMPLOYER- designated Step 3
representative. The EMPLOYER - designated representative shall
give the UNION the EMPLOYER'S answer in writing within ten
(10) calendar days after receipt of such Step 3 grievance.
A grievance not resolved in Step 3 may be appealed to Step 4
within ten (10) calendar days following the EMPLOYER -
designated representative's final answer in Step 3. Any
grievance not appealed in writing to Step 4 by the UNION
within ten (10) calendar days shall be considered waived.
Step 4.
A grievance unresolved in Step 3 and appealed to Step 4 by the
UNION shall be submitted to arbitration subject to the
provisions of the Public Employment Labor Relations Act of
1971. The selection of an arbitrator shall be made in
accordance with the "Rules Governing the Arbitration of
Grievances" as established by the Public Employment Labor
Relations Board.
7.5 Arbitrator's Authorit
a. The arbitrator shall have no right to amend, modify,
nullify, ignore, add to, or subtract from the terms and
conditions of this AGREEMENT. The arbitrator shall
consider and decide only the specific issue(s) submitted
in writing by the EMPLOYER and the UNION, and shall have
no authority to make a decision on any other issue not
so submitted.
b. The arbitrator shall be without power to make decisions
contrary to, or in consistent with, or modifying or
varying in any way the application of laws, rules,or
regulations having the force and effect of law. The
arbitrator's decision shall be submitted in writing
within thirty (30) days following close of the hearing
or the submission of briefs by the parties, whichever be
later, unless the parties agree to an extension. The
decision shall be binding on both the EMPLOYER and the
UNION and shall be based solely on the arbitrator's
interpretation or application of the express terms of
this AGREEMENT and to the facts of the grievance
presented.
5
165
C. The fees and expenses for the arbitrator's services and
proceedings shall be borne equally by the EMPLOYER and
the UNION provided that each party shall be responsible
for compensating its own representatives and witnesses.
If either party desires a verbatim record of the
' proceedings, it may cause such a record to be made,
providing it pays for the record. If both parties desire
a verbatim record of the proceedings the cost shall be
shared equally.
7.6 Waiver
If a grievance is not presented within the time limits set
forth above, it shall be considered "waived ". If a grievance
is not appealed to the next step within the specified time
limit or any agreed extension thereof, it shall be considered
settled on the basis of the EMPLOYER'S last answer. If the
EMPLOYER does not answer a grievance or an appeal thereof
within the specified time limits, the UNION may elect to treat
the grievance as denied at that step and immediately appeal
the grievance to the next step. The time limit in each step
may be extended by mutual written agreement of the EMPLOYER
and the UNION in each step.
7.7 Choice of Remed
If, as a result of the written EMPLOYER response in Step 3,
the grievance remains unresolved, and if the grievance
involves the suspension, demotion, or discharge of an employee
who has completed the required probationary period, the
grievance may be appealed either to Step 4 of Article VII or
a procedure such as: Civil Service, Veteran's Preference, or
Fair Employment. If appealed to any procedure other than Step
4 of Article VII, the grievance is not subject to the
arbitration procedure as provided in Step 4 of Article VII.
The aggrieved employee shall indicate in writing which
procedure is to be utilized (Step 4 of Article VII or another
appeal procedure) and shall sign a statement to the effect
that the choice of any other hearing precludes the aggrieved
employee from making a subsequent appeal through Step 4 of
Article VII.
ARTICLE VIII SAVINGS CLAUSE
This AGREEMENT is subject to the laws of the United States, the
State of Minnesota and the City of Fridley. In the event any
provision of this AGREEMENT shall be held to be contrary to law by
a court of competent jurisdiction from whose final judgment or
decree no appeal has been taken within the time provided, such
provisions shall be voided. All other provisions of the AGREEMENT
shall continue in full force and effect. The voided provision may
be renegotiated at the written request of either party.
ARTICLE IX SENIORITY
9.1 Seniority shall be determined by the employee's length of
' continuous employment with the Fire Department and posted in
6
166
167
an appropriate location. seniority rosters may be maintained
by he FIRE CHIEF on the basis of time in grade and time within
specific classifications.
' 9.2 During the probationary period, a newly hired or rehired
employee may be discharged at the sole discretion of the
EMPLOYER. During the probationary period a promoted or
reassigned employee may be replaced in the employee's previous
position at the sole discretion of the EMPLOYER.
9.3 A reduction of work force will be accomplished on the basis
of seniority. Employees shall be recalled from layoff on the
basis of seniority. An employee on layoff shall have an
opportunity to return to work within two years of the time of
that layoff before any new employee is hired.
9.4 Vacation periods to a maximum of two (2) weeks shall be
selected on the basis of seniority until May 1st of each
calendar year.
ARTICLE X DISCIPLINE
10.1 The EMPLOYER will discipline employees for just cause and
disciplinary action may be in one or more of the following
forms:
a. oral reprimand;
b. written reprimand;
C. suspension;
d, demotion; or
e. discharge.
10.2 Suspensions, demotions and discharges will be written form.
10.3 Written reprimands, notices of suspension, and notices of
discharge which are to become part of an employee's personnel
file shall be read and acknowledged by signature of the
employee. Employees will receive a copy of such reprimands
and /or notices.
10.4 Employees may examine their own individual personnel files at
reasonable times under the direct supervision of the EMPLOYER.
ARTICLE XI WORK SCHEDULES
11.1 The normal work schedule for the employees of the Fire
Department shall consist of a 56.67 hour work week.
a. hours worked on assigned shifts;
b. holidays;
C. authorized leave time.
The Department Head is responsible for scheduling and
assigning the weekly work schedule.
' 11.2 Employees of the Fire Department shall be paid 11.00 hours per
three week work period at the overtime rate for hours actually
worked on assigned shifts, holidays taken, or authorized leave
time taken.
7
11.3 The city claims the authority to schedule employee's duty i68
schedule. A normal work schedule for the employees will be
a combination of shifts comprised of twelve (12) hours between
8:00 P.M. Sunday and 8:00 A.M. Friday and ten (10) hours
between 7:00 A.M. Monday and 5:00 P.M. Friday.
11.4 It is recognized by the parties that service to the public may
require the establishment of regular shifts for some employees
on a daily, weekly, seasonal, or annual basis, other than the
regularly scheduled hours. The employer will give advance
notice to the employees affected by the establishment of work
days different than the normal employee's work day.
11.5 In the event that work is required because of unusual
circumstances such as (but not limited to) fire, flood, snow,
sleet, breakdown of municipal equipment or facilities, no
advance notice to the employees need be given. It is not
required that an employee working other than the normal
workday be scheduled to work more than the scheduled hours;
however, each employee has an obligation to work overtime if
requested, unless unusual circumstances prevent the employee
from doing so.
11.6 It is also recognized by the parties that service to the
public may require the establishment of regular work weeks
that schedule work on Saturdays and /or Sundays. Employees who
are regularly scheduled to be on duty Saturday and /or Sunday
will be granted two consecutive days off in lieu of Saturday
and /or Sunday.
ARTICLE XII ANNUAL LEAVE
12.1 Each employee shall be entitled to annual leave away from
employment with pay. Annual leave pay shall be computed at
the regular rate of pay to which such an employee is entitled.
12.2 A beginning employee shall accrue annual leave at the rate of
eighteen (18) days per year for the first seven (7) years (84
successive months).
An employee who has worked seven (7) years (84 successive
months) shall accrue annual leave at the rate of twenty -four
(24) days per year, beginning with the eighty -fifth (85th)
month of successive employment. An employee who has worked
fifteen (15) years (180 successive months) shall accrue annual
leave at the rate of twenty -six (26) days per year, beginning
with the one hundred eighty -first (181st) month of consecutive
employment.
12.3 For an employee hired on or after January 1, 1984:
The maximum total accumulation of annual leave at the end of
any given year shall be thirty (30) days.
Once a year, at a time designated by the City, an employee who
has completed seven (7) years of service with the City will
have the opportunity to exchange up to three (3) days of
accumulated annual leave for cash. At the same time, an
employee who has completed fifteen (15) years of service with 69
the city will have the opportunity to exchange up to 5 days
of accumulated annual leave for cash.
' 12.4 For an employee hired prior to January 1, 1984:
Vacation accrued but unused as of December 31, 1983 shall be
converted to annual leave at the rate of one (1) day of annual
leave for one (1) day of vacation. Accrued but unused sick
leave as of December 31, 1983 shall be converted to annual
leave according to the following schedule:
a. 1st 45 days @ 1 day of annual leave for 1 day of sick
leave
b. 2nd 45 days @ 1 day of annual leave for 2 days of sick
leave
C. Remainder @ 1 day of annual leave for 3 days of sick
leave
The total amount of annual leave credited to the employee's
balance as of January 1, 1984 shall be equal to accrued but
unused vacation plus accrued but unused sick leave converted
according to the formula above.
In addition, once a year at a time designated by the City, an
employee with an accumulation of annual leave in excess of
thirty (30) days will have the opportunity to exchange up to
five (5) days of annual leave for cash. Such an exchange
shall reduce the maximum total accumulation (cap) of an
employee by an equal amount.
12.5 Upon separation from employment with the City, an employee
will be paid one (1) day's salary for each day of accrued
annual leave remaining in the employee's balance.
ARTICLE XIII SHORT TERM DISABILITY
13.1 Each employee who has successfully completed the employee's
probationary period shall be eligible for short term
disability benefit. Such an employee shall be entitled to
full pay commencing on the twenty -first (21st) consecutive
working day on which the employee is absent due to a
physician- certified illness or injury, whether on or off the
job, and continuing until the employee returns to work able
to carry out the full duties and responsibilities of the
employee's position or through the one hundred and tenth
(110th) working day of absence, whichever occurs first;
provided, however, that the amount of any compensation shall
If upon conversion to the annual leave plan an
employee's
accumulation of annual leave exceeds
thirty (30)
days, that
amount shall be the maximum total accumulation (cap) for that
employee at the end of any subsequent
year.
Once a year, at a time designated by
will have the opportunity to exchange
the City,
up to five
an employee
(5) days of
'
accumulated annual leave for cash.
In addition, once a year at a time designated by the City, an
employee with an accumulation of annual leave in excess of
thirty (30) days will have the opportunity to exchange up to
five (5) days of annual leave for cash. Such an exchange
shall reduce the maximum total accumulation (cap) of an
employee by an equal amount.
12.5 Upon separation from employment with the City, an employee
will be paid one (1) day's salary for each day of accrued
annual leave remaining in the employee's balance.
ARTICLE XIII SHORT TERM DISABILITY
13.1 Each employee who has successfully completed the employee's
probationary period shall be eligible for short term
disability benefit. Such an employee shall be entitled to
full pay commencing on the twenty -first (21st) consecutive
working day on which the employee is absent due to a
physician- certified illness or injury, whether on or off the
job, and continuing until the employee returns to work able
to carry out the full duties and responsibilities of the
employee's position or through the one hundred and tenth
(110th) working day of absence, whichever occurs first;
provided, however, that the amount of any compensation shall
370
be reduced by any payment received by the disabled employee
from workers' compensation insurance, Public Employees
Retirement Association disability insurance, or Social
Security disability insurance. Payment of short term
' disability benefit by the City to an employee shall not exceed
ninety (90) working days for any single illness or injury,
regardless of the number and spacing of episodes. The annual
leave balance of an employee receiving short term disability
benefits shall not be reduced, nor shall such employee accrue
annual leave during that period.
13.2 Before any short term disability payments are made by the City
to an employee, the City may request and is entitled to
receive from any employee who has been absent more than twenty
(20) working days in succession a certificate signed by a
competent physician or other medical attendant certifying to
the fact that the entire absence was, in fact, due to the
illness or injury and not otherwise. The City also reserves
the right to have an examination made at any time of any
employee claiming payment under the short term disability
benefit. Such examination may be made on behalf of the City
by any competent person designated by the City when the City
deems the same to be reasonably necessary to verify the
illness or injury claimed.
13.3
If an employee hired before January 1, 1984 has received
payments under the injury -on -duty provisions of previous
contracts, the number of days for which payment was received
will be deducted from the number of days of eligibility for
'
13.4
coverage under short term disability for that same injury.
If any employee's non casually related injury or illness
exceeds 110 working days, the employee shall be entitled to
draw from the employee's remaining annual leave.
13.5
If an employee's causally related illness or injury exceeds
110 working days, the employee may draw from the employee's
remaining annual leave in addition to those benefits to which
the employee receives in accordance with the workman's
compensation provisions.
13.6
When an employee exceeds the 110 working days disability and
commences to draw on annual leave, he shall again accrue
benefits in accordance with accepted City policy.
ARTICLE XIV PAY FOR CALL BACK AND DRILLS
14.1 A firefighter responding to a fire call before or after
regularly scheduled work hours or on a day off shall be
compensated in an amount equal to a minimum of one (1) hour
at one and one half (1 1/2) times the hourly rate calculated
in accordance with the provisions of the federal Fair Labor
Standards Act. If the fire call lasts for more than one (1)
hour the firefighter shall be compensated at the above rate
' of pay for each additional fifteen (15) minute period or
fraction thereof.
10
171
14.2 To calculate the time worked on call back, time shall be
considered to have started at the time of the alarm as
recorded and shall end when the officer in charge has
terminated said alarm. In the event of a simultaneous or
' subsequent alarm occurring prior to the termination of the
alarm for which the firefighter was called back, the
firefighter's time worked shall be calculated as continuous
from the time of the first alarm until the officer in charge
has terminated all alarms.
14.3 Employees who participate in drills before or after regularly
scheduled work hours or on a day off shall be compensated at
the overtime rate of pay for their respective classifications.
ARTICLE XV EMPLOYEE EDUCATION PROGRAMS
15.1 The City will pay certain expenses for certain education
courses based on the following criteria.
a. The training course must have relevance to the
Employee's present or anticipated career
responsibilities. Attendance shall be at a City
approved institution. The course must be approved
by the Department Head.
b. Financial assistance will be extended only to
courses offered by an accredited institution. This
includes vocational schools, Minnesota School of
Business, etc.
' 15.2 Employee Education Programs Financial Policy
Financial assistance will be extended to cover only the cost
of tuition. Charges for books, student union membership,
student health coverage and other charges for which the
student receives some item or services other than actual
instruction will not be paid. The City will pay 50% of the
cost of tuition in advance of the employee's actual
participation in the course and the employee shall pay 50% of
the cost. Upon successful completion of the course an
employee will be required to present a certification of
satisfactory work to the department head. Satisfactory work
is defined as follows:
a. In courses issuing a letter grade, a C or above is
required.
b. In courses issuing a numerical grade, 70% or above is
required.
C. In courses not issuing a grade, a certification from the
institution that the student satisfactorily participated
in the activities of the courses is required.
15.3 If the employee satisfactorily completes the course, the
' employee will be reimbursed for the additional 50% of the
tuition cost incurred. If the employee fails to
11
satisfactorily complete the course, the City will not
reimburse the remaining 50 %.
15.4 The program will not reimburse the employee for the hours he
' spends in class, only for the tuition.
15.5 Expenses for which the employee is compensated under some
other educational or assistance program, such as the GI bill,
will not be covered.
n
15.6 The City will not pay tuition or other costs for those courses
which are used to make the employee eligible for additional
salary.
ARTICLE XVI HOLIDAYS
16.1 Holidays include New Year's Day, January 1; Martin Luther King
Day, the third Monday in January; Washington and Lincoln's
Birthday, the third Monday in February; Memorial Day, the last
Monday in May; Independence Day, July 4; Labor Day, the first
Monday in September; Veteran's Day, November 11; Thanksgiving
Day, the fourth Thursday in November; and Christmas Day,
December 25; provided, When New Year's Day, January 1; or
Independence Day, July 4; or Veteran's Day, November 11; or
Christmas Day, December 25; falls on Sunday the following day
shall be a holiday, and provided, when New Year's Day, January
1; or Independence Day, July 4; or Veteran's Day, November 11;
or Christmas Day, December 25; falls on Saturday, the
preceding day shall be a holiday.
16.2 In addition to the holidays listed above, employees covered
by this contract shall be entitled to two (2) additional paid
holidays designated by the City Council for a total of eleven
(11) paid holidays per year.
ARTICLE XVII PROBATIONARY PERIODS
17.1 All newly hired or rehired employees will serve a twelve (12)
month probationary period.
ARTICLE XVIII FUNERAL PAY
18.1 In case of death occurring in the immediate family of an
employee, such an employee may be excused from work for up to
three days with additional time off granted by the City
Manager if additional time is needed. This time off shall not
subject the employee to loss of pay. For this purpose,
members of the immediate family of the employee are considered
to be the following; spouse, child (natural or adopted) ,
parent, grandparent, brother, sister, mother -in -law or father -
in -law.
ARTICLE XIX JURY PAY
19.1 It shall be understood and agreed that the City shall pay all
regular full time employees serving on any jury the difference
in salary between jury pay and the employee's regular salary
or pay while in such service.
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ARTICLE XX UNIFORM ALLOWANCE
20.1 The City shall provide a uniform clothing allowance for Fire
Fighters, said allowance to be paid in cash in January of each
year. The allowance shall be $325.00 for 1989 and $375.00 for
1990.
ARTICLE XXI INSURANCE
21.1 The EMPLOYER will contribute up to a maximum of $210.00 per
month per employee for group life and health insurance
including dependent coverage for calendar year 1989.
21.2 For calendar year 1990 the EMPLOYER will contribute up to a
maximum amount equal to that paid by the EMPLOYER to non-
union, non - administrative employees of the City of Fridley for
group life and health insurance including dependent coverage.
21.3 Effective January 1, 1988 each employee may use up to fifteen
dollars ($15.00) per month of health insurance dollars in 21.1
and 21.2 for group dental insurance offered through the City.
21.4 Individual employees may provide for an increased EMPLOYER
contribution for insurance over that amount stipulated in 21.1
and 21.2 by lowering their compensation from the rates
stipulated in Articles XXII, XXIII, and XXIV to provide for
an increased EMPLOYER contribution which will fully pay for
the employee's health insurance and dental insurance,
including dependent coverage, and life insurance.
ARTICLE XXII RATES OF PAY
22.1 Firefighters 1989 1990
First
six months
$ 9.0081
per
hour
$ 9.4585
per
hour
After
six months
$ 9.4584
per
hour
$ 9.9313
per
hour
After
1 1/2 years
$ 9.9314
per
hour
$10.4280
per
hour
After
2 1/2 years
$10.4279
per
hour
$10.9493
per
hour
After
3 1/2 years
$10.9492
per
hour
$11.4967
per
hour
22.2 Fire Captain
$11.6611
per
hour
$12.2442
per
hour
ARTICLE XXIII ADDITIONAL INCENTIVE PAY
23.1 Incentive pay will be paid over and above the standard base
rate or going rate for Employees hired prior to January 1,
1974 according to the following schedule, provided employees
have made demonstratable progress towards improving their
proficiency for their particular job title or job assignment.
After 5 years of service
After 10 years of service
After 15 years of service
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$24
$48
$72
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ARTICLE XXIV COLLEGE CREDITS
24.1 For Firefighters hired after January 1, 1974 the City will
pay for education credits earned at an accredited institution
' of higher learning at the rate of $.40 per quarter credit
starting with the ninety -first (91st) quarter credit up to a
maximum of one hundred eighty (180) credits or a maximum of
$36.00 per month. All courses taken must be approved by the
Employer. No Firefighter hired after January 1, 1974 will be
eligible for payments under ARTICLE XXIII. No Firefighter
will draw both additional incentive pay under ARTICLE XXIV,
and pay for education credit. Employees will not be eligible
for education credits during their twelve (12) month
probationary period. A determination of the number of credits
an employee is eligible for will be made on December 1 of the
previous year. Credits earned during the year will not be
counted until the succeeding year. The City will not pay
tuition for courses that the Employer will later be paid for
as noted above.
ARTICLE XXV SEVERANCE PAY
25.1 For all employees hired prior to January 1, 1978, the
severance pay policy shall be as follows:
Any Employee with forty -eight (48) or more consecutive months
of employment will receive severance pay in cash based on one -
and- one -half (1 1/2) days for each twelve (12) consecutive
months worked, but not to exceed thirty (30) days of the same.
' ARTICLE XXVI WAIVER
26.1 Any and all prior agreements, resolutions, practices,
policies, rules and regulations regarding terms and conditions
of employment, to the extent inconsistent with the provisions
of this AGREEMENT, are hereby superseded.
26.2 The parties mutually acknowledge that during the negotiations
which resulted in this AGREEMENT, each had the unlimited right
and opportunity to make demands and proposals with respect to
any term or condition of employment not removed by law from
bargaining. All agreements and understandings arrived at by
the parties are set forth in writing in this AGREEMENT for the
stipulated duration of this AGREEMENT. The EMPLOYER and the
UNION each voluntarily and unqualifiedly waives the right to
meet and negotiate regarding any and all terms and conditions
of employment referred to or covered in this AGREEMENT or with
respect to any term or condition of employment not
specifically referred to or covered by this AGREEMENT, even
though such terms or conditions may not have been within the
knowledge or contemplation of either or both of the parties
at the time this contract was negotiated or executed.
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ARTICLE XXVII DURATION
This AGREEMENT shall be effective as of January 1, 1989, except as
herein noted, and shall remain in full force and effect until the
' thirty -first day of December, 1990. In witness whereof, the
parties hereto have executed this AGREEMENT on this 2nd day of
October, 1989.
CITY OF FRIDLEY
MAYOR - WILLIAM J.NEE
CITY MANAGER - WILLIAM W. BURNS
FOR THE INTERNATIONAL ASSOCIATION OF
FIREFIGHTERS LOCAL NO. 1986
HOWARD H. SIMONSON
GARY E. LARSON
DENNIS M. OTTEM
I hereby recommend to the City Council approval
of this agreement.
WILLIAM C. HUNT - ASSISTANT TO THE CITY MANAGER
ROBERT D. ALDRICH - CHIEF, FIRE DEPARTMENT
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