RES 1983-58 - 00005723105
RESOLUTION NO. 58 - 1983
A RESOLUTION APPROVING AND AUTHORIZING SIGNING THE
AGREEMENT EST1%BLISHING WORKING CONDITIONS, WAGES AND HOURS
OF EMPLOYEES OF THE CITY OF FRIDLEY FIRE DEPARTMENT FOR
THE YEAR 1983
' WHEREAS, the International Association of Firefighters Local No, 1986, as
bargaining representative of the Firefighters of the City of Fridley Fire
Department, 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; and
WHEREAS, the City of Fridley has presented various requests 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 the representatives of the two
parties on the proposed changes in the existing contract between the City and
the Union.
NOW, THEREFORE, BE IT RESOLUVED, that the City Council hereby approves said
Agreement and that the Mayor and the City Manager are hereby authorized to
execute the attached Agreement (Exhibit "A ") 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 207H DAY OF
JUNE, 1983 Q
WILLIAM J. - MAYOR
ATTEST:
SIDNEY W IC
- CITY CLERK
Page 2 — Resolution No. 58 - 1983
ARTICLE I - PURPOSE OF AGREEMENT
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ARTICLE II
- RECOGNITION. . . < .
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ARTICLE III
- DEFINITIONS . . . . .
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ARTICLE IV
- EMPLOYER SECURITY. .
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ARTICLE V
- EMPLOYER AUTHORITY .
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ARTICLE VI
- UNION SECURITY . . .
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ARTICLE VII
- EMPLOYEE RIGHTS - GRIEVANCE
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ARTICLE VIII
- SAVINGS CLAUSE . . .
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ARTICLE IX
- SENIORITY . . . . . .
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ARTICLE X
- DISCIPLINE . . . . .
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ARTICLE XI
- WORK SCHEDULES . . .
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ARTICLE XII
- VACATIONS. . . . . .
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ARTICLE XIII
- PAY FOR FIRE CALLS .
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ARTICLE XIV
- EMPLOYEE EDUCATION PROGRAM
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ARTICLE XV
- HOLIDAYS . . . . . .
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ARTICLE XVI
- SICK LEAVE . . . . .
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ARTICLE XVII
- INJURY ON JOB. . . ...
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ARTICLE XVIII
- PROBATIONARY PERIODS
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ARTICLE XIX
- FUNERAL PAY. . . . .
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ARTICLE XX
- JURY PAY . < . . . .
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ARTICLE XXI
- UNIFORM ALLOWANCE . .
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ARTICLE XXII
- HEALTH AND HOSPITAL
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ARTICLE XXIII
- RATES OF PAY . . . .
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ARTICLE XXIV
- ADDITIONAL INCENTIVE
PAY
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ARTICLE XXV
- COLLEGE CREDITS. . .
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Page 3 — Resolution No. 58 - 1983
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TABLE OF CONPENM (CONTINUED)
ARTICLE XXVI - SEVERANCE PAY . . . . . . . . . . . . . . . . . . . . . 12
ARTICLE XXVII - WAIVER . . . . . . . . . . . . . . . . . . . . . . . 13
ARTICLE =II - DURATION . . . . . . . . . . . . . . . . 13
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Page 4 — Resolution No. 58 - 1983
LABOR AGREEMENT
BETWEEN
CITY OF FRIDLEY
AND
IIdI'ERNATIONAL ASSOCIATION OF
FIREFIGHTFR2.S LOCAL NO. 1986
ARTICLE I PURPOSE OF AGREEMENT
This AGREEMENT is entered into as of June 20, 1983 between the CITY OF
FRIDLEY, hereinafter called the EMPLOYER, and the INTERMTIONAL ASSOCIATION OF
FIRE FIGHTERS LOCAL NJ. 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.
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Page 5 — Resolution No. 58 - 1983
3.4 Department
The City of Fridley Fire Department
3.5 Fholover
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 Overtime
Work performed at the express authorization of the FSUWYER in excess of
the employee's scheduled shift.
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
Concerted action in failing to report for duty, the willful absence from
one's position, the stoppage of work, slow -down, 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 monthly rate of pay exclusive of longevity or any other
special allowance.
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Page 6 — Resolution No. 58 - 1983
Time off during the employee's regularly scheduled work schedule equal
in time to overtime worked.
3.15 Severence Pay
Payment made to an employee upon honorable separation of employment.
ARTICLE IV HKPIAYER 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 interference 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.
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.
. WT« i Ej FoYANBER r. r.• PTU «. ...• «are..
A grievance is defined as a dispute or disagreement as to the
interpretation or application of the specific terms and conditions of
this AGREEMENT.
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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.
' 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.
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Grievances, as defined by Section 7.11 shall be resolved in conformance
with the following procedure:
An EMPLOYEE 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 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.
If appealed, the written grievance shall be presented by the UNION and
discussed with the EMPLOYER- designated Step 2 representative. The
Ha?LOYER- 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.
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Page 8 — Resolution No. 58 - 1983
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.
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
Relations Board.
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 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.
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
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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.
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 this AGREEMENT shall continue in full force and effect. The
voided provision may be renegotiated at the written request of either party.
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.
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
his previous postion 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 his 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 lst of each calendar year.
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ARTICLE X DISCIPLINE
10.1 The EMPLOYER will discipline employees for just cause and 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 in 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.
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11.1 The normal work schedule for the employees of the Fire Department shall
consist of a 56.66 hour work week. The normal work schedule for 1982
shall be 58 hours per week until 6/14/82 and 56.66 hours thereafter.
The normal work schedule for 1983 shall be 2946 hours. The 56.6 hour
work week for 1982 and 1983 does not comtemplate regularly scheduled
hours on Saturday and before 8 P.M. on Sundays.
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 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 ten (10) hours between 7:00 A.M. Monday and 5:00 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 employees'
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 or facilities, no advance notice to the employees need be
given. It is not required that an employee working other than the
Page 11 — Resolution No. 58 - 1983
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 him from 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.
' ARTICLE XII VACATIONS
12.1 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 to a
vacation away from employment with pay. Vacation 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) work day (11.3) hours of vacation for each month so worked. An
Employee who has worked eighty -four (84) consecutive months is entitled
to one and one -half (1 1/2) workdays (16.95 hours) 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
(18.75 hours) 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 vacation may be taken in any one
calendar year.
12.2 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.
12.3 In the event a regular full time Employee quits or his employment is
severed for any reason whatsoever, he shall receive his earned vacation
pay.
ARTICLE XIII PAY FOR FIRE CALLS
13.1 Pay for off duty fire calls shall be an amount equal to the current rate
being paid to paid call firefighters. This will apply on all fire calls
before or after regular working hours or on days off. Should the courts
find that the Fridley Fire Department comes under the jurisdiction of
the Federal Fair Labor Standards Act, this section of the contract shall
be null and void.
14.1 The City will pay certain expenses for certain education courses based
on the following criteria.
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Page 12 — Resolution No. 58 - 1983
a, The training course must have relevance to the Employees' 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 Sch000l of Business, etc.
14.2 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 sane item or services other
than actual instruction will not be paid. The City will pay 508 of the
cost of tuition in advance of the Employee's actual participation in the
course and the Employee shall pay 508 of the cost. Upon successful
completion of the course an employee will be required to present a
certification of satisfactory work to his 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, 708 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 as required.
14.3 If the Employee satisfactorily completes the course, he will be
reimbursed for the additional 508 of the tuition cost for which he
obligated himself in the approved application. If the employee fails to
satisfactorily complete the course, he will not be reimbursed.
14.4 The program will not reimburse the employee for the hours he spends in
class, only for the tuition.
14.5 Expenses for which the employee is compensated under some other
educational or assistance program, such as the GI bill, will not be
covered.
14.6 The City will not pay tuition or other costs for those courses which are
used to make the employee eligible for additional salary.
ARTICLE XV HOLIDAYS
15.1 Holidays include New Year's Day, January 1; 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;
Christopher Columbus Day, the second Monday in October; 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,
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Page 13 — Resolution No. 58 - 1983
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.
15.2 In addition to the holidays listed above, employees covered by this
contract shall be entitled to two additional holidays designated by the
City Council or the Department Head, for a total of eleven (11)
holidays per year.
' ARTICLE XVI SICK LEAVE
16.1 Any employee who is unable to work because of sickness or injury may
obtain a leave of absence upon notice to the City. Written verification
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 by the City.
16.2 Each employee of the City who has worked regularly for the City for a
period 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 minimmmm of twelve (12) months is entitled to
one (1) day (11.3 hrs.) 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 employee may elect, after ninety
(90) earned and unused days of sick leave have accumulated, to receive
one (1) day additional 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 compensation 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.
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17.1 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 worker's compensation insurance. An employee who claims
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Page 14 — Resolution No. 58 - 1983 11�
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.
18.1 All newly hired or rehired employees will serve a six (6) month
probationary period.
' ARTICLE XIX FUNERAL PAY
19.1 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.
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20.1 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 or pay while in such service.
21.1 The City shall provide a uniform clothing allowance for Fire Fighters of
$242 per year for the year 1982 and $263 in 1983, said allowance to be
paid in cash in January of each year.
' ARTICLE XXII HEALTH AND HOSPITAL INSURANCE
22.1 The EMPLOYER will contribute up to a maximum of $105.00 per month per
employee towards health, life and long term disability insurance during
the year 1982 and $115 per month during the year 1983.
ARTICLE XXIII RATES OF PAY
23.1 Firefighters
1982
1983
First six months
$1,632.47
per
month
$1,730.42
per month
After six months
$1,681.44
per
month
$1,782.33
per month
After 1 1/2 years
$1,808.69
per
month
$1,917.21
per month
After 2 1/2 years
$1,902.91
per
month
$2,017.08
per month
After 3 1/2 years
$2,003.27
per
month
$2,123.47
per month
23.2 Fire Captain
$2,131.76
per
month
$2,259.67
per month
Page 15 — Resolution No. 58 - 1983
oi3: \y
24.1 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.
' 26.1 For all employees hired prior to January 1, 1978, the severece pay
policy shall be as follows:
Any Employee with forty -eight (48) or more consecutive months of
employment will receive severance gay 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.
26.2 For all employees hired after January 1, 1978, the severece pay policy
shall be as follows:
An employee with forty -eight (48) or more consecutive months of
employment will receive severance gay in cash based on one and one -half
(1 1/2) days of severance pay for each twelve consecutive months worked.
The amount of severance pay due an employee shall not exceed one -third
(1/3) of their unused sick leave.
1982 & 1983
'
After 5 years of service
$24
After 10 years of service
$48
After 15 years of service
$72
ATrrrCM XXV COLLEGE CREDITS
25.1 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 XXIV.
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 six (6) 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 Employee will later be paid for
as noted above.
' 26.1 For all employees hired prior to January 1, 1978, the severece pay
policy shall be as follows:
Any Employee with forty -eight (48) or more consecutive months of
employment will receive severance gay 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.
26.2 For all employees hired after January 1, 1978, the severece pay policy
shall be as follows:
An employee with forty -eight (48) or more consecutive months of
employment will receive severance gay in cash based on one and one -half
(1 1/2) days of severance pay for each twelve consecutive months worked.
The amount of severance pay due an employee shall not exceed one -third
(1/3) of their unused sick leave.
7
Page 16 — Resolution No. 58 - 1983
120
27.1 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.
27.2 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.
This AGREEMENT shall be effective as of January 1, 1982, except as herein
noted, and shall remain in full force and effect until the thirty -first day of
December, 1983, except that wages for 1983 shall be negotiated at a later
date. In witness whereof, the parties hereto have executed this AGREEMENT on
this 20th day of June, 1983.
CITY �OF %FRID•E
MAYOR - WILLIAM .7
P 21• r• i J.i:Y
FOR THE INTERNATIONAL ASSOCIATION OF
FIREFIGHTERS LOCAL NO. 1986
fe;.?1`*11 -12
GARY E. LARSON
DENNIS M. OWEK
Page 17 — Resolution No. 58 - 1983
I hereby recommend to the City Council approval
of this agreement.
SID DIItfJC1lOR, CENMn SMVICPS