Loading...
RES 1972-80 - 00008418142 RESOLUTION NO. 80 -1972 ESTABLISHING WORKING CONDITIONS, WAGES AND HOURS FOR EMPLOYEES OF THE CITY OF FRIDLEY FIRE DEPARTMENT (FULL -TIME FIREMEN) WHEREAS, International Association of Fire Fighters Local No. 1986, as bargaining representative of the Firemen of the City of Fridley has presented to the Council of 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; NOW, THEREFORE, BE IT RESOLVED, By the City Council that the following conditions of employment for the employees of the Fridley Fire Department are adopted and placed in effect, to -wit: ARTICLE I PURPOSE Section 1. The purpose of this resolution is: a. To establish certain rules, regulations, hours, wages and other conditions of employment for employees of the Fire Department as agreed to by the City of Fridley, hereinafter called the Employer, and International Association of Fire Fighters Local No. 1986, hereinafter called the Union. b. To establish procedures for the resolution of disputes con- ' cerning the provision of this resolution and/or application. Section 2. The Mayor and City Manager are hereby authorized to enter into an agreement with the Union concerning conditions of employment for employees of the Fire Department as set forth in this resolution. ARTICLE II RECOGNITION Section 1. The Employer recognized the International Association of Fire Fighters Local No. 1986 as the exclusive representative under ifications: 1. Firemen. Section 2. Should the Bureau of Mediation Services rule that an anorooriate part of this bargaining unit_ thev contract. ARTICLE III UNION SECURITY ' Section 1. In recognition of the Union as the formal representative, the Employer shall: _ A. Deduct each payroll period and amount sufficient to provide the payment of dues established by the Union from the wages of all employees authorizing in writing such deductions, and b. Remit such deductions to the appropriate designated officer of the Union. 143 RESOLUTION NO. 80 -1972 PAGE 2 _ c. The Union may designate certain employees from the bargaining unit to act as stewards and shall inform the Employer in writing of such choice. ARTICLE IV EMPLOYER AUTHORITY Section 1. The Employer has and retains the sole right and responsibility to -. administer the Fire Department to meet the obligations established by Federal and State Law, City Charter or City Ordinances. Such right and responsibility is limited only to the extent specifically modified by this agreement. Section 2. The Employer and the Union agree that certain hours, wages and con- 3 ditions of employment are established by City Ordinance or Resolution, Management Memorandum, and Department Policy. This Agreement supplements such hours, wages, and other conditions of employment to the extent to which they are not in conflict. If in conflict, the law, ordinance, resolution, or regulation shall prevail. ARTICLE V SETTLEMENT OF DISPUTES Section 1. Grievances which arise during the period of employment of any Employee shall be handled in the following manner: Any claim of alleged violation of the provisions of this agreement, to be valid and to receive consideration, must be filed in writing by the Employee or his representative specifying the details of the alleged violation within ten (10) days after the regular pay day for the period in which the alleged violation occurred. The grievance shall be submitted to a Committee of three, made up of the Union Steward and two other persons from the employee group. This Committee will screen the grievance and attempt to determine if a grievance exists, or if the problem stems from insufficient information about a particular matter. If the Committee is unable to resolve the matter, the grievance will be forwarded to management. ARTICLE VI SENIORITY Section 1. The Employer hereby does recognize seniority rights to the extent that: a. Seniority will apply on all shift positions for the same labor category. b. Seniority will apply on vacations up to May 1st of each year. After May 1st, vacations will be on a first come, first served basis. Employee does not establish seniority rights until he shall have worked a total of six (6) months. ARTICLE VII VACATIONS Section 1. Each Employee of the City who has worked regularly for the City for a period of not less than twelve (12) successive months is entitled 144 RESOLUTION NO. 80 -1972 PAGE 3 to a vacation away from employment with pay. Vacation pay shall be computed at the regular rate of pay to which such employee id entitled. An Employee who has worked a minimum of twelve (12) months is entitled to one (1) workday of vacation for each month so worked. An Employee who has worked eighty -four consecutive months is entitled to one and one -half (1 -1/2) workdays of vacation for each month worked beginning with the eighty - fifth (85th) month of consecutive employment. An Employee who has worked one hundred eighty (180) successive months is entitled to one and two - thirds (1 -2/3) workdays of vacation for each month worked, beginning with the one hundred eighty -first (181st) month of consecutive employment. Except where otherwise provided by agreement between the City Manager and Employee, no more than twenty (20) days of vacation may be taken in any one calendar year, and the vacations, unless otherwise provided, shall be taken each year during the months of April to and including the month of August. Section 2. Employees are not authorized to carry over from one year to the next more than five (5) days of vacation over what the employee had at the end of the previous year, without express approval of his Department Head and the City Manager. Section 3. In the event a regular full time Employee quits of his employment severed for any reason whatsoever, he shall receive his earned vacation pay. ARTICLE VIII ' HOURS WORKED Section 1. The work week schedule for all employees of the Fire Department shall constitute a five day, sixty hour work week. The Department Head is responsible for scheduling and assigning the weekly work schedule. Section 2. The City claims the authority to schedule employees' work. A normal work day for employees shall be twelve hours between 8;00 p.m. and 8;00 a.m. The normal work week shall commence at 8;00 p.m. on Sunday and shall end at 8:00 a.m. on Friday. 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 8:00 p.m. to 8:00 a.m. shift. The Employer will give advance notice to the employees affected by the establishment of work days different than the normal employees' work day. 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 twelve hours; however, each employee has an obligation to work overtime if requested, unless unusual circumstances prevent him from doing so. 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. RESOLUTION NO. 80 -1972 PAGE 4 ARTICLE IX - PAY FOR FIRE CALLS Section 1. lv on all fire days off. lls before or after re 145 wi ARTICLE X EMPLOYEE EDUCATION PROGRAM Section 1. The Education Program in effect is as outlined in City of Fridley Memorandum No. 4 -1970 dated May 18, 1970. (Attached) ARTICLE XI HOLIDAYS Section 1. Holidays include New Year's Day, January 1; Washington's and Lincoln's Birthday, the third Monday in February; Memorial Day, the 1st Monday in May; Independence Day, July 4; Labor Day, the 1st Monday in September; Christopher Columbus Day, the second Monday in October; Veterans Day, the 4th Monday in October; Thanksgiving Day, the 4th Thursday in November; and Christmas Day, December 25; Provided when New Year's Day, January 1, or Independence Day, July 4, or Christmas Day, December 25, falls on a Saturday, the preceding day shall be a holiday. ARTICLE XII NORMAL SICK LEAVE Section 1. Any employee who is unable to work because of sickness or injury may obtain a leave of absence upon notice to the City. Written verifies- cation of his condition by a competent medical authority may be required. Where the condition of the employee is such.that he is unable to act for himself, the Union may apply for such leave of absence in his behalf. Failure to notify the City subjects the employee to appropriate discipline of the City. Section 2. Each employee of the City who has worked regularly for the City for a period of not less than twelve (12) successive months is entitled to sick leave away from employment with pay. Sick leave pay shall be computed at the regular rate of pay to which such employee is entitled. An employee who has worked a minimum of twelve (12) months is entitled to one (1) day of sick leave for each month worked, Cumulative to one hundred twenty (120) days of sick leave. After one hundred twenty (120) earned and unused days of sick leave have accumulated, one (1) day additional vacation shall be granted to an employee for every three (3) sick leave days earned and unused. The employees may elect after ninety (90) earned and unused days of sick leave have accumulated, to to receive one (1) day additonal vacation for every three (3) sick leave days earned and unused. Sick leave days shall not accumulate beyond one hundred twenty (120). Before any sick leave comlensation is paid, the City may request and is entitled to receive from any employee who has been absent more than three (3) days in succession, a certificate signed by a competent physician or other medical attendant certifying to the fact that the absence was in fact due to sickness and not otherwise. The City also reserves the right to have an examination made at any time of any person claiming absence by reason of sickness; such examination may be made when the City deems the same reasonably necessary to verify the sickness claimed, and may be made in behalf of the City by any competent person designated by the City. I RESOLUTION NO. 80-1972 PAGE 5 ARTICLE XIII INJURY ON JOB Section 1. Any full time City Employee who has been employed by.the City at least six (6) months, injured on his regular job, shall be entitled to full pay up to a period of ninety (90) days while he is absent from work by reason of such injury and his accrued sick leave will not be charged until after and beginning with the ninety -first (91st) day of absence from work by reason of such injury; provided, however, the amount of any compensation shall be reduced by any payment received by the injured employee from workmen's compensation insurance. An employee who claims an absence from work due to an injury sustained on his regular job is subject to an examination to be made in behalf of the City by a person competent to perform the same and as is designated by the City. ARTICLE XIV DISCHARGE"' Section 1. Except as further provided, no employee will be disciplined, suspended, or discharged without just cause. ARTICLE XV FUNERAL .PAY Section 1. Funeral leave will be granted to full:time- employeesupp_to a- maximum of three (3) days. Funeral leave if granted in case of deaths occurring in the immediate family. For this purpose, immediate family is considered to be a spouse, child, parent, grandparent, brother or sister. ARTICLE XVI JURY PAY Section 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 his regular salary of pay while in such service. ARTICLE XVII UNIFORM ALLOWANCE Section 1. The Citv shall provide a uniform clothine allowance for Firefi of One Hundred and Fifty Dollars ($150) per year as needed, wi the understanding that the One Hundred and Fifty Dollars ($150) will not be drawn in cash, but is to be used solely for the purchase of uniforms. ARTICLE XVIII HEALTH AND HOSPITAL INSURANCE Section 1. Regular full time Employees shall receive the same as other City Employees, which policy at the present time privides that the City pays for the Employee's Health and Hospital Insurance, and that the employee pays for dependent coverage. The City also provides life insurance equal to annual salary, with a maximum of Ten Thousand Dollars ($10,000). The City also provides additional AD & D insurance equal to salary, with a maximum of Ten Thousand Dollars ($10,000). Section 2. A representative from the employee group shall be included on a committee which makes recommendations on the content of specifications for any new policy. Such recommendations are subject to Council approval. RESOLUTION NO. 80 -1972 PAGE 6 Section 1. ARTICLE XIX PAY FOR INSPECTION a need from time to time fc 147 rsonnel ould the Fire Cniet elect to use one Or the P'1retighters as an inspector, the pay Snail be Four Dollars and Twenty-Five Cents ($4.25) per hour. It is understood that the rate of pay for inspection shall not be related in any way to the rate for regular or overtime pay, as shown elsewhere in this contract. There shall be no overtime Day for inspection work. The Fire Chief has the right to use volunteers as inspectors. ARTICLE XX RATES OF PAY MAYOR - ATTEST: CITY CLERK - MARVIN C. BRUNSELL Section 1. 1972 1973 First six months $ 778 $ 796 After six months 815 838 After 1 -1/2 years 853 882 After 2 -1/2 years 893 928 After 3 -1/2 years 935 977 ARTICLE XXI ADDITIONAL INCENTIVE PAY Section 1, Incentive pay will be paid over and above the base rate of pay for employees according to the following schedule, providing employees have made demonstrable progress towards improving their proficiency for their particular job title or job assignment; 1972 1973 After 5 years of service $ 23 $ 24 After 10 years of service 46 48 After 15 years of service 69 72 ARTICLE XXII Section 1. This Resolution shall be effective as of January 1, 1972, and shall remain in full force and effect until December 31, 1973. This Resolution shall be retroactive to January 1, 1972, in all respects except as herein noted. PASSED AND ADOPTED THIS 10TH DAY OF JULY, 1972, BY THE COUNC 0 THE CITY FRIDLEY, n. 4 MAYOR - ATTEST: CITY CLERK - MARVIN C. BRUNSELL 148 RESOLUTION N0. 80 -1972 - PAGE 7 The above Resolution setting forth working conditions, wages, and hours for employees employed by the City of Fridley Fire Department is acceptable to the members of the International Association of Firefighters Local 1986. i INTERNATIONAL ASSOCIATION OF INTERNATIONAL ASSOCIATION OF FIREFIGHTERS LOCAL 1986 FIREFIGHTERS LOCAL 1986 I recommend the City Council adopt the above Resolution setting forth working conditions, wages and hours for employees employed by the City of Fridley Fire Department. CITY MANAGER - GERALD R. DAVIS 143. Resolution No. 80 -1972 CITY OF FRIDLEY MEMORANDUM NO. 4 -1970 EMPLOYEE EDUCATION PROGRAM (Applies to Permanent Employees Only) A. Eligibility Requirements 1. The proposed training course must have relevance to the employee's present or anticipated career responsibilities. Attendance shall be at City approved institutions. The basis of City approval shall be accreditation of course and City need. All proposed courses must be submitted through Department Heads, with Department Heads recommendations to City Manager for final approval. 2. Financial assistance will be extended only to courses offered by accredited in- stitution. This includes vocational schools, Minnesota School of Business, correspondence courses, the University of Minnesota, Anoka - Ramsey Junior College, etc. 3. Participation in the program will be on a voluntary basis, i.e., outside normal working hours. However, in certain unusual circumstances, a Department Head may allow an employee to attend class during normal working hours. The program will not reimburse the employee for those hours of the normal working day which he is in class. However, all Department Heads have been encouraged to assist the employee in making up these hours. 4. Only full time, non- temporary employees will be eligible for the programs benefit. 5. The employee, to be eligible, need not remain for any specified period of time following the completion of the course. B. The Program's Financial Policy 1. Financial assistance will be extended to cover only the cost of the tuition, i.e., those fees which are charged for instruction and associated administra- tive expenses. Charges for books, student union membership, student health coverage and other charges for which the student receives some item or service other than actual instruction, will not be paid. 2. The City will pay fifty per cent of the cost of tuition in advance of the employee's actual participation in the course and the employee shall pay fifty_per cent of tuition costs. The employee however, upon completion of the course will be required to present to his Department Head a certification of satisfactory work. Satisfactory is defined as follows: a. In courses issuing a letter grade - a "c" or above is required. b. In courses issuing a numerical grade - a "70" percentile or above is required. c. In courses not issuing a grade, a certification from the instructor that the student satisfactorily participated in the activities of the course is required. If the employee satisfactattly completes 'the- coarse,' ^he will be reimbursed for the additional fifty per cent of tuition costs for which he had obligated himself in approved application. If the employee fails to satisfactorily complete the course, he will not be reimbursed for the fifty per cent tuition costs expended by him in taking the course. 3. The program will not reimburse the employee for the hours he spends in class- only for the tuition. 1.50 Resolution No. 80 -1972 CITY OF FRIDLEY MEMORANDUM NO. 4 -1970 Page 2 4. Expenses for which the employee is compensated under some other educational assistance program will not be covered, i.e., G.I. Bill. 5. This program will be considered activated as of January 1, 1970. , Financial assistance therefore will cover all approved courses entered after that date. C. Procedures for Applying 1. The program relies on the employee's individual initiative and therefore, the basis for extending financial assistance will primarily be on a first come, first serve basis. a. Information on courses desired shall be submitted through Department Heads to the City Manager's Office for approval. Department Heads will recommend approval of disapproval and state reasons therefor. S/ Homer. R. Ankrum Homer R. Ankrum - City Manager HRA /bg This Education Policy adopted by Council Resolution No. 101 - 1970. May 18, 1970. ,