RES 1988-60 - 00004425RESOLUTION NO. 60 - 1988
RESOLUTION APPROVING AND AUTHORIZING SIGNING THE AGREEMENT
ESTABLISHING WORKING CONDITIONS, WAGES AND HOURS OF
EMPLOYEES OF THE CITY OF FRIDLEY FIRE DEPARTMENT FOR THE
YEAR 1988
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 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 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 Council of 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 25TH DAY OF
JULY, 1988
ATTEST:
SHIRLEY A. HAAPALA - CITY CLERK
WILLIAM J. NEE - OR
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IL
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LABOR AGREEMENT
BETWEEN THE
CITY OF FRIDLEY
AND THE
nTrERNATIONAL ASSOCIATION OF
FIREFIGHTERS LOCAL NO. 1986
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ARTICLE
PAGE
I
PURPOSE OF AGREEMENT.
1
II
RECOGNITION . . . . . . . . . . . .
. . . . . 1
IIIDEFINITIONS
. . . . . . . . . . .
. . . . . . . 1
IV
EMPLOYER SECURITY . . . . . . . .
. . . . . . . 3
V
EMPLOYER AUTHORITY . . . . . . . . . .
. .
. . . . . . . . 3
VIUNION
SECURITY . . . . . . . . . . . .
. .
. . . . . . 3
VII
EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE .
. .
. . . . . . 3
VIII
SAVINGS CLAUSE . . . . . . . . . . . . .
. .
. . . . . . 6
IXSENIORITY
. . . . . . . . . . . . . .
. .
. . . . . . . . 6
XDISCIPLINE
. . . . . . . . . . . . . .
. .
. . . . . . . . 6
XI
WORK SCHEDULES . . . . . . . . . . . .
. .
. . . . . . . . 7
XIIANNUAL
LEAVE . . . . . . . . . . . .
. .
. . . . . . . . 7
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XIII
SHORT TERM DISABILITY . . . . . . . . .
. .
. . . . . . . . 9
XIV
PAY FOR CALL BACK AND DRILLS . . . .
. .
. . . . . . . . 9
XV
EMPLOYEE EDUCATION PROGRAM . . . . . .
. .
. . . . . . . .10
XVI
HOLIDAYS . . . . . . . . . . . . . .
. .
. . . . . . . .11
XVII
PROBATIONARY PERIODS . . .
. .
. . . . . . .11
XXVII
FUNERAL PAY . . . . . .
. .
. . . . . . .11
XIX
JURY PAY . . . . . . . . . . . . . . .
. .
. . . . . . . .11
XXUNIFORM
ALLCWANCE . . . . . . . . . . .
. .
. . . . . . . .11
XXI
INSURANCE . . . . . . . . . . . . . . .
. .
. . . . . . . .12
XXIIRATES
OF PAY . . . . . . . . . . . . . .
. .
. . . . . . . .12
XXVII
ADDITIONAL INCENTIVE PAY . . . . . . .
. .
. . . . . . . .12
XXIV
COLLEGE CREDITS . . . . . . . . . . . .
. .
. . . . . . . .12
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XXV
SEVERENCE PAY . . . . . . . . . . . .
. .
. . . . . . . .13
XXVI
WAIVER . . . . . . . . . . . . . . . .
. .
. . . . .13
XXVIIDURATION
. . . . . . . . . . . . . . .
. .
. . . . . . . .13
LABOR AGREEMENT
BETWEEN
CITY OF FRIDLEY
AMID
IIJPERNATIONAL ASSOCIATION OF
FIREFIGHTERS LOCAL NO. 1986
ARTICLE I PURPOSE OF AGREEMENT
This AGREEMENT is entered into as of July 25, 1988 between the CITY OF
FRIDLEY, hereinafter called the EMPLOYER, and the INTERNATIONAL ASSOCIATION OF
FIRE FIGHTERS LOCAL NO. 1986, hereinafter called the UNION.
It is the intent and purpose of the AGREEMKW to:
1.1 Establish procedures for the resolution of disputes concerning this
PGREEMENV S interpretation and/or application; and
1.2 Place in written form the parties' agreement upon terms and conditions of
emplament for the duration of this AGREEMENT.
ARTICLE II REOOT=ION
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 rhiployee
A menber of the exclusively recognized bargaining unit.
3.4 Department
The City of Fridley Fire Departtent
3.5 Employer
The City of Fridley
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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 excess of
the number of lours 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 SEED SHIFT during which the employee remains
on continual duty and is responsible for assigned duties.
3.11 Lunch Break
A period during the SQEDULED SHIFT during which the employee remains on
continual duty and is responsible for assigned duties.
3.12 Strike
Cloncerted action in failing to report for duty, the willful absence from
one's position, the stoppage of work, slaw -dawn, 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 Rnployee'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 Severence Pay
Payment made to an employee upon honorable separation of employment.
' 3.16 Salary
A fixed payment at regular intervals for services as set forth and
agreed to in this contract.
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3.17 Canpensation
Salary reduced by those amotmts 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 interference with the normal functions of the EMPLOYER.
ARTICLE V EMPLOYER AUTHORTPY
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 WREEN1EbTP.
5.2 Any term and condition of employment not specifically established or
modified by this pGREEMFTFI' shall remain solely within the discretion of
the EMPLOYER to modify, establish, or eliminate.
ARTICLE VI UNION SECURITY
6.1 The EMPLOYER shall deduct fran 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 slice available on the Employee bulletin board
for posting UNION notices) 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.
•F • I• • H' • • •••r71•
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
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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 Processing 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
acccmplished 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 Fay 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 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 of ter 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.
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
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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 Eanployment 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 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 paver 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
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. I£ 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.
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7.7 Choice of
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 frcrn 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 fran whose final judgment or decree no appeal has been taken
within the time provided, such provisions shall be voided. All other
provisions of this AGREEMEW 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 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
the Employee's 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 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.
C.
' e.
oral reprimand;
written reprimand;
suspension;
demotion; or
discharge.
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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.
::� « � .��:: •.inn;
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 The City claims the authority to schedule employee's duty schedule. A
normal work schedule for the Enplayees 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
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.
11.5 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 ANNUAL LEAVE
12.1 Each employee shall be entitled to annual leave away from employment
with gay. Annual leave pay shall be computed at the regular rate of pay
' to which such an employee is entitled.
12.2 A beginning Enplayee shall accrue annual leave at the rate of eighteen
(18) days per year for the first seven (7) years (84 successive months).
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An eMlcyee 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 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.
If upon conversion to the annual leave plan an anployee's accumulation
of annual leave exceeds thirty (30) days, that amount shall be the
maximum total accunulation (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 fran 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.
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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 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.
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.
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 rnnmber of days
of eligibility for coverage under short term disability for that same
injury.
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.
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.
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 AMID 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
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equal to a minimun 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 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 occuring prior to the termination of
the alarm for which the firefighter was called hack, 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 Employees' present
or anticipated career responsibilities. Attendance shall be at a
City approved institution. The course must be approved by the
Department Head.
I b. Financial assistance will be extended only to courses offered by an
accredited institution. This includes vocational schools,
Minnesota Sch000l 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 sane 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 fran 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 %.
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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.
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.
17.1 All newly hired or rehired employees will serve a six (6) month
probationary period.
ARTICLE XVIII FUNERAL PAY
18.1 In case of oath 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 XVIX 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 gay 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 for 1988 shall be $325.00.
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21.1 The EMPLOYER will contribute up to a maximum of $185.00 per month per
employee for group life and health insurance including dependent
coverage for calendar year 1988.
21.2 Effective January 1, 1988 each employee may use up to fifteen dollars
($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 ENTLOYER contribution
for insurances 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
iC %:
First
six months
$8.6616
per hour
After
six months
$9.0946
per hour
After
1 1/2 years
$9.5494
per hour
After
2 1/2 years
$10.0268
per hour
After
3 1/2 years
$10.5281
per hour
22.2 Fire Captain
$11.2126
per hour
ARTICLE XXIII ADDITIONAL
INCENTIVE PAY
23.1 Incentive gay will be paid over and above the standard base rate or
going rate for Anployees 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
$24
$48
$12
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 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
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courses that the Employee will later be paid for as noted above.
ARTICLE XXV SEVERENCE PAY
I 25.1 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
enployment 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 AGREEM=, 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
ENTLOYER 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.
ARTICLE XXVII DURATION
This PGREE[K]T shall be effective as of January 1, 1988, except as herein
noted, and shall remain in full force and effect until the thirty -first day of
December, 1988. In witness whereof, the parties hereto have executed this
AGREEMENT on this 25th day of July, 1988.
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QTY OF FRIDLEY
MAYOR - WILLIAM J. NEE --
CITY MANAGER - NASIM M. QURESAI
FOR THE INTERNATIONAL ASSOCIATION OF
FIREFIGHTERS LOCAL NO. 1986
HOWARD H. S12MSON
GARY E. LARSON
DENNIS M. OTTEM
I hereby reccnuend to the City Council approval
' of this agreanent.
WILLIAM C. HUNT - ASSISTANT TO THE CITY MANAGER
R. ALDRICH - CHIEF, FIRE DEPARTMENT
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