RES 1991-57 - 0000369679
',w_.
Resowncin Appiwim AND AunnRiziNa SIGNna AN
AGRMMENr ESnUMISHING VORKIM CONDITIONS, •I C I' N U
HOURS OF ENPLOYEES OF I' CrfY OF FRIDLEY FIRE
EEPARM4ENr FM Y.I' YEAR
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 employees 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 22ND DAY OF
JULY, 1991.
WILLIAM J. - MAYOR
ATPFST:
-�
SHIRLEY A. IYWALA - CITY kIERK
J
LABOR AGREEMENT
BETWEEN THE
CITY of FRMM
AND THE
nNUMTI@NAL ASSOCIATIOM OF
FIREFIGHTERS LOCAL NO. 1986
1991
87
LOCAL NO. 1986 CSIPRAQF FOR 1991
'FABLE OF O0NFENFB
a?
1; t�7� • er.•aau���n
II
RECOGNITION
III
DEFINITIONS
IV
EMPLOYER SECURITY
V
EMPLOYER AUTHORITY
VI
UNION SECURITY
VII
EMPLOYEE RIGHTS — GRIEVANCE PROCEDURE
VIII
SAVINGS CLAUSE
IX
SENIORITY
X
DISCIPLINE
XI
WORK SCHEDULES
XII
ANNUAL LEAVE
IIIII
SHORT TERM DISABILX Y
XLV
PAY FOR CALL BACK AND DFnW
XV
EMPLOYEE EDUCATION PROGRAMS
XVI
HOLIDAYS
XVII
PROBATIONARY PERIODS
XVIII
FUNERAL, PAY
XIX
JURY PAY
XX
UNIFORM ALLOWANCE
XXI
INSURANCE
XXII
RATES OF PAY
XXLII
ADDITIONAL INCENTIVE PAY
XXLV
COLLEGE CREDITS
mKXV
SEVERANCE PAY .
XXVII
WAIVER
DURATION
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1
3
3
3
4
7
7
8
8
9
10
11
12
13
13
13
14
14
14
14
14
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L*F
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LABOR AGRE139W
CITY 1
BETWEEN
OF FRIDLEY
AND
ARTICLE I PURPOSE OF AGREMNEVr
This AGREEMENT is entered into as of July 22, 1991 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 E+fPIDYER 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
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 Emp1 yee
A member of the exclusively recognized bargaining unit.
3.4 Department
The City of Fridley Fire Department.
1
3.5 EMlover
The City of Fridley.
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 Overt ime
Work performed at the express authorization of the EMPLOYER in excess 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 SCSMOIF.D SHIFT during which the employee remains
on continual duty and is responsible for assigned duties.
3.11 Lunch Break
A period during the SC HM= SHIFT during which the employee remains on
continual duty and is responsible for assigned duties.
3.12 Strike
Concerted action in failing to report for duty, the willful absence from
one's position, the stoppage of work, slowdown, or abstinence in whole
or in part from the full, faithful and proper performance of the duties
of employment for the purposes of inducing, influencing or coercing a
change in the conditions or compensation or the rights, privileges or
obligations of employment.
3.13 Base Rate of Pay
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.
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a
3.15 Severance Pay
' Payment made to an employee upon honorable separation of employment.
3.16 sala
A fixed payment at regular intervals for services as set forth and agreed
to in this contract.
3.17 (sensation
Salary reduced by those amounts as required by law and/or authorized by
the employee.
The UNION agrees that during the life of this AGREEMERr 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 personnel, 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 AGREEME34T.
5.2 Any term and condition of employment not specifically established or
modified by this AGREEMTP shall remain solely within the discretion of
the EMPLOYER to modify, establish, or eliminate.
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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.
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ARTICLE V17 IMP OTES PF40CEDUIE
' 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 P12TdM'I'AT= 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 the AGREEMENT.
7.3 Processincr 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
accmiplished during normal working hours only when consistent with such
EMPLOYEE duties and responsibilities. The aggrieved EMPLOYEE and a UNION
REPRESENMTIVE 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
Step 1.
An EMPIDYEE claiming a violation concerning the interpretation 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 receipt. 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 AGREQMERr allegedly violated, the remedy
requested, and shall be appealed to Step 2 within ten (10) calendar days
after the EMPIOYER- 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.
sten 2.
' If appealed, the written grievanoe 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 will be
considered waived.
1
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 Authority
a. The arbitrator shall have no right to amend, modify, nullify, ignore,
add to, or subtract from the terms and conditions of the 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 inconsistent 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.
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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 EMPIDYERIS last answer.
If the EMPLOYER does not answer a grievance or an appeal thereof the 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 Remedy
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.
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 coipetent 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 AGR MMU shall
continue in full force and effect. The voided provision may be renegotiated at
the written request of either party.
ARTICLE IS SENIORITY
9.1 Seniority shall be determined by the employee's length of continuous
employment with the Fire Department and posted in an appropriate location.
Seniority rosters may be maintained by the FIRE CHIEF on the basis of time
in grade and time within specific classifications.
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9.2 During the probationary period, a mealy hired or rehired effplcyee 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 frm 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.
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 became 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.
11.1 The normal work schedule for the employees of the Fire Department shall
consist of a fifty (50) hour work week including hours worked on assigned
shifts, holidays, and authorized leave time.
The Department Head is responsible for scheduling and assigning the weekly
work schedule.
11.2 The City claims the authority to schedule employee's duty 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 nine (9) hours between 7:00 A.M. Monday and 4:00 P.M. Friday.
:'
11.3 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.
11.4 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 of 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 frcan doing so.
11.5 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.
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.
' Because of changes in average hours per week and because of the relative
adjustment of hourly wage rates, annual leave accumulations shall be
recalculated as of the day prior to the effective date of this contract.
Total hours accumulated annual leave shall be divided by 11.33 and
multiplied by 10.00 to calculate each E PLOYEE's adjusted annual leave
accumulation. Henceforward EMPIAYEES shall accumulate and use annual leave
based on ten (10.00) hour days.
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 consecutive 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.
I
MAVA
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 the city will have the opportunity to exchange up
to five (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 accru ed but
unused vacation plus accrued but unused sick leave converted according to
the formula above.
If upon conversion to the annual leave plan an employee's aeration 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 the City, an employee will have the
opportunity to exchange up to five (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 Meted 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;
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provided, however, that the mount of any compensation shall be reduced
' by any payment received by the disabled employee from workers' compensation
insurance, Public &ployees Security disability insurance. Payment of
short term disability benefit by the City to an employee shall not exceed
ninety (9o) 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) 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 riot 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 coverage under short term disability for that same
injury.
I 13.4 If any employee's non causally 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 workers' compensation provisions.
13.6 When an employee exceeds the 110 working days disability and commences to
draw on annual leave, the employee shall again accrue benefits in
accordance with accepted City policy.
ARTICLE XIV PAY FUR CALL BACK AM 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.
14.2 Tb 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
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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.
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 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. Upon successful completion of the course an employee
will be required to pent a certification of 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 satisfactorily complete the course, the City will not
reimburse the remaining 50 %.
15.4 The program will not reimburse the employee for hours spent in class, only
for the tuition.
15.5 Expenses for which the employee is coupensated under some other educational
or assistance program, such as the GI bill, will not be covered.
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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 PROBATIOMRY 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 = 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.
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 $375.00 for 1991.
I 21.1 The EMPLOYER will contribute up to a maximum of $255.00 per month per
employee for group life and health insurance including dependent coverage
for calendar year 1991.
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21.2 Effective January 1, 1988 each employee may use up to fifteen dollars 94
($15.00) per month of health insurance dollars in 21.1 for group dental
insurance offered through the City.
21.3 Individual employees may provide for an increased EMPLOYER contribution
for insurance over that amount stipulated in 21.1 by lowering their
compensation from the rates stipulated in Articles XXII, =II, and XXIV
to provide for the employee's health insurance and dental insurance,
including dependent coverage, and life insurance.
ARTICLE XXII RATES OF PAY
22.1 The rates of pay, not including incentive pay, for hours worked in 1991
prior to the effective date of this AGREEMENT shall be increased by four
percent (4.0 %) over the rates of pay effective in 1990.
22.2 Firefighters 1991
First six months $11.3312 per hour
After six months $11.8977 per hour
After 1 1/2 years $12.4926 per hour
After 2 1/2 years $13.1172 per hour
After 3 1/2 years $13.7731 per hour
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 enployees
I have made demonstratable progress towards inpnwing their proficiency for
their particular job title or job assignment.
After 5 years of service $24
After 10 years of service $48
After 15 years of service $72
'� •� •� 7H M' 71�
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 educational 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
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pay tuition for causes that the Employee 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 E1rployee 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.
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 the AGREQMERT, are hereby superseded.
26.2 The parties mutually acknowledge that during the negotiations which
resulted in this AGREE =, each had to 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
AGREEMEZU for the stipulated duration of the AGREEMENT. The EMPLOYER and
the UNION each voluntarily and unqualifiedly waives the riot 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 in this AGREE14=
or with respect to any term or condition of employment not specifically
referred to or covered by the AGREEMENP, 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.
ARTICLE XXVII DURATION
This AGREEMERT shall be effective as of August 3, 1991, except as herein noted,
and shall remain in full force and effect until the thirty -first day of December,
1991. In witness whereof, the parties hereto have executed this AGREEMENT on
this 22nd day of July, 1991.
CITY OF FRIDIEY
LS/ Facsimile
MAYOR - WILLIAM J. NEE
Ls/ Facsimile
' CITY MANAGER - WILLIAM W. EAIW
14
iE
FOR nM MMZ ONAL ASSOCIATICK OF
' FIF3EFIGRTERS LOCAL NO. 1986
/s/ Facsimile
HOWARD H. SIMONSON
/s/ Facsimile
GARY E. LAR.SON
/s/ Facsimile
KEVIN J. SFAN,SON
I hereby reconmend to the City Council anarov l
of this agreement.
sl Facsimile
WILLIAM C. HUNT - ASSISTANr TO THE CITY MANAGER
U Facsimile
CHARLES J. MCKUSICK - CHIEF, FIRE DEPARDUM
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