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2016 Collective Labor Agreement MFDCOLLECTIVE LABOR AGREEMENT between CITY OF MERIDIAN and MERIDIAN FIREFIGHTERS I.A.F.F. LOCAL 4627 E IDIAN=- Effective e October 25, 2016 — September 30, 2018 TABLE OF CONTENTS AGREEMENT PREAMBLE................................................................... ARTICLE 1— RECOGNITION.............................................................................. ARTICLE 2 — DISCRIMINATION............................................................................................... 2 ARTICLE 3 — PREVAILING RIGHTS....................................................................... ... ............... 2 ARTICLE 4 — MANAGEMENT RIGHTS..................................................................... ... 2 ARTICLE 5 — UNION DUES, FEES and ASSESSMENT CHECK OFF ..................................... 3 ARTICLE 6 — UNION BUSINESS................................................................................................ 3 ARTICLE 7 — REDUCTIONS IN FORCE........................................................... .... 4 ARTICLE 8 — RULES and REGULATIONS................................................................... ......... 4 ARTICLE 9 — INSURANCE .......................... ....—........................................ ... .............................. 4 ARTICLE 10 —SICK LEAVE....................................................................................................... 7 ARTICLE I I — INJURY LEAVE................................................................................................... 8 ARTICLE 12 — VACATION—EMERGENCY—INCIDENTAL & HOLIDAY LEAVE ............... 9 ARTICLE 13 — RELIEF PERSONNEL....................................................................................... 12 ARTICLE 14 —VACANCIES ....................................................................................................... 13 ARTICLE 15 —PROMOTIONS ................................................................. ... ............................... 14 ARTICLE 16 — GRIEVANCE PROCEDURE.............................................................................. 15 ARTICLE 17 — NO STRIKES -- NO LOCKOUT........................................................................ 17 ARTICLE 18 — UNIFORM ALLOWANCE AND ISSUED EQUIPMENT ............................... 18 ARTICLE 19 — HOURS OF WORK AND DESIGNATED WORK HOURS ............................ 19 ARTICLE 20 — BEREAVEMENT LEAVE................................................................................. 20 ARTICLE 21— ADDITIONAL DUTY AND COMPENSATION .............................................. 20 ARTICLE 22 — WORKING OUT OF CLASSIFICATION ......................................................... 22 ARTICLE 23 — STAFFING...........................................•............................................................. 22 ARTICLE 24 — SALARIES............................................................. ........ ........ 24 ARTICLE 25 — ALCOHOL & DRUG POLICY ...................................... ..... ............................... 24 ARTICLE 26 — HEALTH AND WELLNESS ............................................... ......... ..................... 24 ARTICLE 27 — REQUEST FOR REDUCTION IN RANK ........................................................ 25 ARTICLE 28 — SAVINGS CLAUSE........................................................................................... 27 ARTICLE 29 — EFFECTIVE DATE ........................................................ .... ................................ 27 APPENDIX "A" — WAGE SCHEDULE APPENDIX "B" — DRUG & ALCOHOL POLICY APPENDIX "C" — ISSUED EQUIPMENT APPENDIX "D" — POLICY AP 205 — UNIFORM/PERSONAL APPEARANCE APPENDIX "E" — NORTHWEST FIREFIGHTERS BENEFITS TRUST PROJECTED 2017 RA'Z'ES I AGREEMENT PREAMBLE 2 The City of Meridian, hereinafter referred to as the CITY, and the Local #4627 3 International Association of Firefighters, hereinafter referred to as UNION, with the 4 Management of the Fire Department, empowered by the CITY, to the Fire Chief, hereinafter 5 referred to as DEPARTMENT; in order to increase the general efficiency within the Fire 6 Department, to maintain existing harmonious relationship between the DEPARTMENT and its 7 employees, and to promote the morale, rights, and well-being of the members of the Fire 8 Department, hereby agree as follows: 9 10 ARTICLE 1--- RECOGNITION 11 Pursuant to Title 44, Chapter 18, Section 1, Sub -section 1 (44-1801(1)) of the Idaho 12 Code the CITY recognizes the UNION as the exclusive bargaining agent for all firefighters as 13 defined by said code excluding any clerical support staff. 14 This Agreement shall apply, currently, but not be limited to the following: 15 16 1.1 Twenty -Four (24) hour per shift Suppression Firefighters of the Meridian Fire 17 Department 18 These employees currently work shifts defined by Article 19.1. The positions 19 incorporated by this Agreement are for Probationary Firefighter, Firefighter I, II, 111, Engineer, 20 Captain Suppression, and Battalion Chief. 21 22 1.2 Forty (40) Hour per week Firefighting Personnel of the Meridian Fire Department 23 These employees currently work a shift as defined in Article 19.2. The position 24 incorporated by this Agreement are Recruit Firefighter, Captain Fire Inspector, Captain 25 Training, and may include Suppression Firefighter personnel that are assigned on a temporary 26 basis for training or light duty. Temporarily assigned personnel will not be required to flex 27 their forty (40) hour per week schedule, as defined in Article 19.2, without mutual consent by 28 the individual and the department. Temporarily assigned personnel shall not have their vacation 29 or sick leave converted pursuant to Article 12. 1, but will only accrue vacation and sick leave at 30 the forty (40) hour per week employee rate during the temporary assignment. 31 32 COLLECTIVE LABOR AGREEMENT — Page I of 28 ARTICLE 2 - DISCRIMINATION 2 There shall be no discrimination against, intimidation, or harassment of any employee by either the CITY, DEPARTMENT, or UNION or any member acting on behalf of the 4 UNION, because of the employee's membership or non -membership in the UNION or by virtue 5 of his/her holding office or not holding office in the UNION. 6 The CITY and the UNION agree that neither shall discriminate against any employee or 7 prospective employee with respect to his/her compensation, terms, conditions, or privileges of 8 employment because of such employee's race, color, religion, sex, national origin, age, or other 9 factors which do not constitute a bona fide occupational requirements. It shall be the exclusive 10 responsibility of the DEPARTMENT to determine bona fide occupational requirements within 11 the meaning of this Article. 12 13 ARTICLE 3 -- PREVAILING RIGHTS 14 All rights, privileges and benefits held by the firefighters at this time which are not 15 included in this contract shall remain in force, unchanged and unaffected in any manner unless 16 agreed to and memorialized in writing by both parties to the Agreement, provided that the 17 Management of the Department may change or cancel any such right, privilege or benefit 1) 18 temporarily to accommodate an emergency situation; or 2) when shown to be a necessity for the 19 best interest of the CITY or the DEPARTMENT, provided further that any change, cancellation 20 or alteration of any such right, privilege or benefit cannot be done arbitrarily, for retaliation, for 21 the purposes of harassment, or in a manner resulting in disparate treatment, and must be with 22 just cause by Management. Any change shall be subject to the Grievance Procedure. Nothing 23 in this Article is intended to supersede the CITY's obligation to negotiate pursuant to the 24 provisions of Section 18, Title 44, Idaho Code, or to supersede any other terms or conditions of 25 this Agreement. 26 27 ARTICLE 4 — MANAGEMENT RIGHTS 28 The DEPARTMENT shall have the exclusive right to exercise the regular and 29 customary functions of management, subject to the provisions of this Agreement and consistent 30 with applicable law and regulations, including, but not limited to: Determining the 31 DEPARTMENT'S financial, budgetary, accounting and organizational policies and procedures; 32 Directing the activities and operations of the DEPARTMENT; Determining the levels of service COLLECTIVE LABOR AGREEMENT — Page 2 of 28 1 and methods of operations; To create and oversee personnel policies, rules and regulations not 2 inconsistent with any other term of this Agreement; The introduction of new equipment; The 3 right to hire, lay-off, transfer and promote; To discipline and discharge employees for cause; To 4 determine work schedules and assign work; To determine job qualifications; To take whatever 5 action may be necessary to carry out its mission. Provided that nothing in this Article shall 6 nullify: (1) Any provisions elsewhere in this agreement, or (2) The CITY's statutory obligation 7 to negotiate with the UNION Pursuant to Chapter I8, Title 44, Idaho Code. Any change or 8 cancellation of any such right or privilege that is provided within Idaho Code shall be subject to 9 the grievance procedure. 10 The terms hereof are intended to cover only minimums in wages, hours, working 11 conditions, benefits, and other terms and conditions of employment. The CITY may place 12 superior wages, hours, working conditions, benefits and other terms and conditions of 13 employment in effect and may reduce the same to the minimums herein prescribed. 14 This Article shall not preclude the UNION and the CITY from meeting during the 15 period of the contract to either (1) discuss procedures for avoiding grievances and other 16 problems, or (2) generally improving relations between the parties. 17 18 ARTICLE 5 — UNION DUES, FEES and ASSESSMENT CHECK OFF 19 The CITY agrees to deduct authorized union dues, fees and assessments in amounts 20 specified by the authorized officer of the UNION, from the pay of the UNION employees upon 21 written authorization. The CITY further agrees to transmit those amounts monthly to the 22 UNION. The UNION agrees to certify to the CITY the amount of authorized dues, fees and 23 assessments. The CITY will show deductions of dues, fees and assessments on the employee's 24 monthly check stubs. 25 26 ARTICLE 6 — UNION BUSINESS 27 Firefighters elected to UNION office shall be granted time off to attend functions, 28 conventions and seminars within the State of Idaho, provided that the Deputy Chief of 29 Operations, or the Fire Chief in his/her absence is given seventy-two (72) hours notice and 30 approves such leave. Up to three (3) members of the UNION's Contract Negotiation 31 Committee shall be allowed time off either as leave without pay or vacation time at the COLLECTIVE LABOR AGREEMENT — Page 3 of 28 1 employee's discretion, for all meetings with the CITY for contract negotiations, for union 2 conventions and for union seminars mutually set by the CITY and the UNION. 3 UNION shall be allowed to hold meetings within CITY Fire Stations. When 4 teleconferencing is available for all stations; meetings shall be held at multiple stations rather 5 than Station 1. By mutual consent a meeting may be held at one station as schedule and 6 workload allows. The CITY shall always maintain authority over the use of its stations. 7 8 ARTICLE 7 — REDUCTIONS IN FORCE 9 Reductions in force shall be established by a resolution of the City Council, If a 10 reduction in force is directed then it shall be done based upon seniority within each section 11 Twenty -Four (24) or Forty (40) hour that is to be reduced. 12 Seniority in the Meridian Fire Department is established at the time of hiring and is 13 determined by date of hire, if the same then by cumulative test scores, and if still tied then by a 14 coin toss. 15 No new employees, in either twenty-four (24) or forty (40) hour per week positions as 16 covered by this Agreement will be hired until the released members have been given the 17 opportunity to return to work. When positions become available then released personnel shall be 18 re -hired in the inverse order they were released. 19 20 ARTICLE 8 — RULES and REGULATIONS 21 The rules and regulations and policies of the DEPARTMENT relating in any way to 22 wages, hours and/or conditions of employment shall be made a part of this Agreement. The 23 rules and regulations of the DEPARTMENT as provided in Idaho Code shall be subject to 24 change by mutual consent. 25 26 ARTICLE 9 — INSURANCE 27 For Calendar year 2017, the CITY shall pay 100% of the employee premiums for 28 medical, vision, dental, EAP, life, and short & long-term disability insurance if the employee 29 qualifies for the two discounts offered by the City for participation in the Wellness Program by 30 submitting to a Biometic screening which includes a blood draw ($15 monthly discount off 31 premium) and non -tobacco user waiver ($25 monthly discount off premium). If the employee 32 does not qualify for the discount, the employee shall pay up to $40 per month for their own COLLECTIVE LABOR AGREEMENT — Page 4 of 28 I benefits. The CITY shall pay the same premium and provide identical coverage to the UNION 2 for health insurance that is given to other city employees. The coverage shall be comparable to 3 the current coverage in policies, in existence as of the effective date of this agreement. The 4 CITY will pay 75% of the same premium for the dependent medical and dental benefits in the 5 same manner that it pays for other city employees. This provision will be reviewed on an 6 annual basis after quotes for insurance are received to determine what adjustments may be 7 needed to employee contributions to the plan. However, adjustments in coverage may be 8 necessary if premiums quoted are above that amount. Any adjustments will not exceed 9 adjustments made to other city employees. The CITY reserves the right to make changes in 10 carriers, premiums and provisions of these programs when deemed necessary or advisable. 11 On January 1, 2018, the Meridian Fire Fighters will transition into the Northwest 12 Firefighters Benefits Trust (NWFFT) Medical, Vision, and Dental plans, including the plans 13 identified as the 2017 NWFFT Plan $750 and 2017 NWFFT Plan $1500. The City shall agree to 14 pay up 3% of an increase to the rates (premiums) provided and identified as 2017 NWFFT Plan 15 $7501$1500, and attached as Exhibit "E". CITY shall pay 100% of the employee premiums for 16 medical, vision, dental, EAP, life, and short & long-term disability insurance if the employee 17 qualifies for the two discounts offered by the City for participation in the wellness program by 18 submitting to a Biometric screening which includes a blood draw ($15 monthly discount off 19 premium) and non -tobacco user waiver ($25 monthly discount off premium). If the employee's 20 does not qualify for the discount the employee shall pay up to $40 per month for their benefits. 21 The CITY will pay 80% of the same premium for the dependent medical and dental benefits. 22 Each employee participating in the NWFFT medical plan shall also have a VEBA 23 account established in his or her name. The VEBA will be accessible while actively employed 24 and after separation from employment in accordance with IRS rules. The City contribution will 25 provide $75.00/month on behalf of eligible employees who choose the NWFFT plan $750, and 26 $150/month on behalf of all eligible employees who choose the NWFFT Plan $1500 for plan 27 year 2018 or the life of this Agreement. 28 Should an employee's eligible dependent status changes mid -year, the City will increase 29 the employer's contribution per the tier that the employee transitions to. Tiers and rates for the 30 tiers will be provided to the City annually in the month of August when the renewal rates are 31 finalized by NWFFT. 32 COLLECTIVE LABOR AGREEMENT -- Page 5 of 28 1 9.1 Line of Duty Death Benefit 2 If a Firefighter dies in the line of duty as determined by the United States Department of 3 Justice, in addition to other benefits that are available for a firefighter who dies in the line of 4 duty, including but not limited to the Federal Firefighter Death Relief Act, Social Security, State 5 Worker's Compensation, or the Public Employees Retirement System, the CITY agrees to pay 6 the following benefits: 7 1) Cash value of 100% of the accumulated sick leave up to a maximum of 720 hours S remaining to the survivor of the firefighter; either to the spouse, or dependent children at the 9 ,survivor's choice; paid in one lump sum to the parry or their designated trustee or 10 representative. 11 2) A CITY provided life insurance policy, at no cost to the firefighter, for both $50,000 12 tern life and $50,000 accidental death benefit. 13 14 9.2 - Post Employment Benefit 15 When a firefighter retires from active duty, by qualifying under the rules existing under 16 the Public Employee Retirement System (PERSI); by points, age, medical disability, or by any 17 method in existence at the time of retirement allowed by PERSI, the CITY agrees to pay the 18 cash value equivalent of twenty-five percent (25%) of the accumulated sick leave remaining for 19 that firefighter to them at the time of their retirement. 20 21 9.3 Voluntary Health Insurance and Benefits 22 There shall be established a Firefighter Only Retirement Health Plan between the 23 UNION and a vendor of their choosing; Washington State Council of Firefighters Medical 24 Expense Plan for Retirees (WSCFFMERP). The City shall require that all employees of the fire 25 department that are covered by the terms of this Collective Bargaining Agreement shall be 26 required to be a member of WSCFFMERP by City policy whether they are a member of the 27 UNION or not. 28 At no cost to the CITY, the CITY agrees to deduct the specified amount authorized by 29 the firefighters and transmit those amounts to WSCFFMERP monthly. The UNION will be 30 required to submit plan documents to the CITY with all the necessary information to allow the 31 CITY to accomplish the payroll deduction. The amounts will be reflected in the individual 32 UNION members monthly pay stubs. COLLECTIVE LABOR AGREEMENT — Page 6 of 28 I The deductions by the CITY have to align with the beginning of the City's pay periods 2 and payrolling system. 3 4 ARTICLE 10 — SICK LEAVE 5 Any twenty-four (24) hour shift member of the UNION incurring a non -duty sickness or 6 disability which renders them unable to perform their duties shall receive sick leave with full 7 pay within his/her accumulated sick leave time. All twenty-four (24) hour shift members shall 8 accrue fourteen (14) hours per month. The maximum time accumulated shall be 2920 hours. 9 Any forty (40) hour per week member of the UNION shall accrue eight (8) hours per 10 month with a maximum accumulation of 720 hours. The accumulated sick leave shall carry 11 over from one contract to the succeeding contract. 12 Any UNION member that transfers from a twenty-four (24) hour shift position to a forty 13 (40) hour per week position or vice versa shall have their accumulated leave adjusted by the 14 following conversion factor. 15 ® Twenty-four (24) hour shift transfer to forty (40) hour per week shift — Multiply 16 accumulated leave by .736. 17 ® Forty (40) hour per week shift transfer to twenty-four (24) hour shift — Multiply 18 accumulated leave by 1.36. 19 Any UNION member whose employment with the CITY is voluntarily separated from 20 employment, but not by PERSI retirement, shall be paid, at their regular wage rate, for 10% of 21 their accrued sick leave at the date of separation. If an employee is involuntarily terminated by 22 the CITY, excluding workforce reduction, no pay will be given. 23 Any UNION member unable to perform their duties for more than three (3) consecutive 24 shifts for twenty-four shift members and five (5) consecutive days for forty hour per week 25 members due to non -duty sickness or disability shall be required to provide medical 26 documentation from their attending physician that states that the employee is unable to perform 27 their regular duties or any limitations that may exist and the expected length of time before the 28 employee can return to full duty. Any employee may be required to provide a physician 29 certificate prior to the use of three (3) consecutive work shifts for twenty-four shift members 30 and five (5) consecutive days for forty hour per week members to ensure compliance with the 31 provisions of the Family Medical Leave Act (FMLA). An employee on medical, injury or COLLECTIVE LABOR AGREEMENT — Page 7 of 28 I incidental leave will not accrue any sick leave benefits for leave that exceed six (6) or more 2 consecutive work shifts for twenty-four hour shift members or ten (10) consecutive days for 3 forty hour per week members. 4 10.1— Donating of vacation leave and receiving paid time off for catastrophic illness or 5 injuries (FMLA Qualifying) of Firefighters or Family members 6 UNION members that suffer a catastrophic illness or injury to themselves or an 7 immediate family member shall be eligible to receive leave time from another member of the 8 UNION to cover any loss of income for the member's absence from their regularly scheduled 9 duty assignment. 10 The illness and/or injury as well as the qualifying individual must all comply with the 11 requirements of the Family Medical Leave Act and the City Policy to be able to receive this 12 paid time off. 13 UNION members may donate all of their accrued vacation hours per calendar year. The 14 receiving UNION member cannot receive more than 480 hours for forty (40) hour per week 15 Firefighting Personnel or 720 hours for 24 hour per shift Suppression Firefighters of donated 16 time per calendar year except as allowed by City Policy 4.3.1. 17 Pursuant to the City of Meridian Standard Operating Policy and Procedure No. 4.3.1 18 employees are eligible to donate accumulated vacation leave to another employee that has an 19 FMLA qualifying event. Additionally, the City currently provides Short Term and Long Term 20 disability benefits to employees. The paid time off that is necessary for an employee to 21 maintain their pay during this period shall be coordinated with that benefit so that the employee 22 does not receive an excess of their regular pay. All IRS regulations must be followed by any 23 participant in this program. 24 25 ARTICLE 11— INJURY LEAVE 26 When a firefighter is incapacitated on the job the firefighter shall be entitled to injury 27 leave with full monthly pay without reduction which includes the wage scale in APPENDIX 28 "A", during the time period in which the firefighter is unable to perform their duties, limited to 29 a maximum of twelve (12) months or until such time as the firefighter is accepted for retirement 30 by the current retirement system, whichever comes first. During the period of injury leave any 31 Worker's Compensation benefits received by the member for total or partial temporary 32 disability during the employee's injury leave with full pay shall be turned over to the CITY. All COLLECTIVE LABOR AGREEMENT — Page 8 of 28 I employees on injury leave shall be subject to an examination by a Doctor acceptable to the 2 CITY. The CITY may require recertification by a physician every thirty (3 0) days. 3 Whenever a firefighter is unable to perform their full duties as a result of a "line of duty" 4 related injury or illness, the firefighter may be required to report to work in a light duty status if 5 management determines that light duty work exists or is available at that time. Management has 6 the right to determine if light duty exists. The CITY has the right to reassess the light duty 7 position every thirty (30) days. 8 The DEPARTMENT reserves the right to re -assign work schedules as necessary when 9 assigning light duty. This right shall include, but not be limited to changing days of work, hours 10 of work, and type of work to be performed. if light duty extends beyond the current month 11 (begins in one month and extends into another), the firefighter will only accumulate leave 12 benefits at same accrual rate of a general city "forty (40) hour per week" employee until light 13 duty ends. When the firefighter returns to regular duty assignment the normal leave benefits 14 will begin to accrue immediately. If the return to duty occurs within the month then the CITY 15 will pro -rate their accrual of leave within that month between a general employee rate and the 16 firefighter rate. 17 Assigned light duty shall be strictly limited to instructions, restrictions, or limitations 18 provided by the Department's contracted physician through Emergency Responders Health 19 Clinic. Assigned light duty shall in no way endanger, aggravate or prolong the fall physical 20 and/or mental recovery of the sick/injured employee. 21 Light duty shall in no way affect the existing vacation, holiday, sick leave or other 22 benefit accrual as previously agreed to or provided for by this agreement or by past practice of 23 the management except for the exceptions as provided within this Article. 24 25 ARTICLE 12 — VACATION—EMERGENCY—INCIDENTAL & HOLIDAY LEAVE 26 12.1 Vacation Leave 27 All twenty-four (24) hour shift employees shall accrue paid vacation leave on a monthly 28 basis according the following schedule: 29 A. Zero to four (0-4) years of service 16 hours per month 30 B. Five to nine (5-9) years of service 18 hours per month 31 C. Ten to fourteen (10-14) years of service 20 hours per month 32 D. Fifteen to nineteen (15-19) years of service 22 hours per month 33 E. Twenty (20) and over years of service 24 hours per month COLLECTIVE LABOR AGREEMENT — Page 9 of 28 1 Maximum hours accrued shall be 720 hours. Any amount over the maximum will be lost. 2 All forty (40) hour per week employees shall accrue paid vacation leave on a monthly 3 basis according the following schedule: 4 A. Zero to four (0-4) years of service 10 hours per month 5 B. Five to nine (5-9) years of service 12 hours per month 6 C. Ten to fourteen. (10-14) years of service 14 hours per month 7 D. Fifteen to nineteen (15-19) years of service 16 hours per month 8 E. Twenty (20) and over years of service 18 hours per month 9 10 Maximum hours accrued shall be 250 hours. Any amount over the maximum will be 11 lost. 12 Any UNION member that transfers from a 24 hour shift position to a 40 hour per week 13 position or vice versa shall have their accumulated leave adjusted by the following conversion 14 factor. 15 « Twenty-four (24) hour shift transfer to forty (40) hour per week shift -- Multiply 16 accumulated leave by .73 6. 17 0 Forty (40) hour per week shift transfer to twenty-four (24) hour shift — Multiply 18 accumulated leave by 1.36. 19 Any firefighter, whose employment with the DEPARTMENT is discontinued, for any 20 reason, shall be paid at their wage rate, at time of separation, for all accrued and accumulated 21 vacation. 22 Vacation and Incidental Leave usage shall be governed by departmental policy. The 23 number of firefighting personnel that shall be permitted to use vacation or incidental leave per 24 shift shall be determined by the following formula: 25 The number of approved line firefighter position per shift divided by 6.5. (Example: (20 26 ff's on a shift divided by 6.5 = 3.07). 27 The minimum number of firefighters permitted to use vacation or incidental leave shall 28 not be lower than 3 per shift. The increase of an additional firefighter utilizing vacation or 29 incidental leave on a shift shall not change until the quotient of the formula meets or exceeds 30 the next whole number. As of the effective Date of this Agreement and for the purpose of this 31 calculation, the total current approved line Firefighter positions per shift is twenty (20). COLLECTIVE LABOR AGREEMENT — Page 10 of 28 1 Additional personnel may be permitted to use vacation or incidental leave if it will not 2 cause additional overtime to the DEPARTMENT and is approved by the Deputy Chief of 3 Operations or in his/her absence, the Duty Chief. 4 NOTE: Firefighters who are promoted to any non -UNION position shall retain their 5 existing accrued vacation and sick leave. The employee shall then be subject to the accrual 6 rates pursuant to City policy of eight (8) hours of sick leave monthly and vacation accruals 7 based upon years of service with the City of Meridian. Any employee that has hours in sick 8 leave or vacation leave in excess of the amount allowed by City Policy shall not accrue any 9 additional sick leave or vacation until their hours have gone below the allowed limits. 10 11 12.2 ]emergency Leave 12 In the event of an emergency, a firefighter shall be granted leave for a minimum of four 13 (4) hours and until the emergency no longer exists and the firefighter can return and perform 14 their job as required. The firefighter's station captain shall have the authority to grant the 15 immediate leave and will coordinate with the Chief or the designated Station Captain, to acquire 16 a replacement firefighter pursuant to this Agreement and Departmental policy. 17 An "Emergency" for the purposes of this clause shall be a matter that could not have 18 been anticipated or known prior to the beginning of the firefighter's shift and should in the 19 discretion of the station captain be a matter of concern of great bodily harm to the firefighter or 20 their immediate family; a matter of great property loss or damage to the firefighter and should 21 only be granted in the most extraordinary of circumstances. 22 When practical the shift Battalion Chief or in his/her absence the Duty Chief will be 23 notified of the granting of Emergency Leave, and if applicable, the possible length of said leave. 24 25 12.3 Incidental Leave 26 Incidental leave is defined as time off not previously scheduled during the vacation 27 schedule process pursuant to departmental policy. Incidental leave usage shall be governed by 28 departmental policy, but no more than three (3) firefighters shall be allowed to use incidental or 29 vacation leave per shift unless directed by a Company Officer and it will not cause any 30 additional overtime to the DEPARTMENT. 31 Incidental leave shall be granted at the discretion of the Fire Chief or the designated 32 Station Captain. COLLECTIVE LABOR AGREEMENT .... Page i I of 28 I Incidental leave may be granted at any time, up to and including the day requested, as 2 long as no more than three firefighters have been granted vacation or incidental leave on the 3 requested day. Incidental leave will be granted for a minimum four (4) hours. 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 1.2.4 Holiday Leave All firefighters shall accrue and receive eight (8) hours paid leave for each of the holidays listed below and any additional days recognized by the State of Idaho. All holiday time shall be in addition to the employee's accumulated vacation leave, and shall accrue as each holiday occurs. All twenty-four (24) shift employees shall have the holiday leave added to their vacation leave. All employees shall be entitled to ten (10) holidays per calendar year as listed below: NEW YEAR'S DAY LABOR DAY CIVIL RIGHTS DAY COLUMBUS DAY PRESIDENT'S DAY VETERAN'S DAY MEMORIAL DAY THANKSGIVING DAY INDEPENDENCE DAY CHRISTMAS DAY All forty (40) hour per week employees shall NOT receive Columbus Day as a holiday, but shall receive the day after Thanksgiving as a holiday. The forty (40) hour per week employees shall receive all the remaining holidays as listed above. If the designated holiday falls on a weekend then the member shall take the City designated day as the holiday. ARTICLE 13 — RELIEF PERSONNEL The DEPARTMENT will provide qualified relief personnel with full-time employees. Sufficient relief personnel shall be used to maintain normal coverage of each shift period of vacation, holidays, sick leave, and fire related education. Relief personnel may include current department personnel working out of classification in a higher ranked position, pursuant to this Agreement. COLLECTIVE LABOR AGREEMENT — Page 12 of 28 I ARTICLE 14 -- VACANCIES 2 Entry level firefighters shall be determined by a generally accepted standard testing 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 method within the fire service profession. Every two (2) years the DEPARTMENT shall hold a qualifying test. The purpose of the test shall be to establish a hiring list of applicants for entry level vacancies that may occur within the subsequent two (2) years. This test shall not limit the DEPARTMENT's ability to set the requirements necessary for hiring for vacancies. Any unfilled entry level position caused by termination, retirement, promotion or otherwise, except for personnel reduction as provided elsewhere in this Agreement, shall be filled from a hiring list of eligible applicants on file for that position. If there is no existing list then entry level positions will be filled after the next available testing. Vacancies must be filled after the next available testing. Vacancies must be filled no later than one (1) year from the opening. Promotions and vacancies for the position of Engineer, Captain and any other positions added to the ranks of the DEPARTMENT which pertain to shift personnel shall be filled from the current ranks of full-time personnel of the Meridian Fire Department. After the test is given and if appropriate training has been provided for the position tested and there are no successful candidates a second test will be given and if there are still no successful candidates for these positions, management has the right to hire outside of the Meridian Fire Department to fill the open position(s). The Department may have up to thirty (30) days to begin a process for an unscheduled vacancy. All promotional examinations shall be given within 90 days and filled pursuant to Article 15 of this Agreement and within a short reasonable time frame as long as there are available candidates to promote. If during the pendency of a promotional list an employee is demoted in rank as a part of a disciplinary action the employee's name shall be removed from that list for the remainder of the cycle. Employees shall not be eligible for promotion if have been disciplined which resulted in a suspension without pay within ninety (90) days of the date to be promoted. Currently a position of Training Captain is authorized, but unfilled. The position shall remain vacant by mutual agreement during the duration of this agreement. If the need arises based upon changed circumstances this position may be reinstated by mutual agreement and when that occurs the time periods for filling of the position shall follow all other vacancies within this Agreement. COLLECTIVE LABOR AGREEMENT — Page 13 of 28 I It shall be the exclusive responsibility of the DEPARTMENT to determine bona fide 2 occupational requirements within the meaning of this Article. 3 4 ARTICLE 15 — PROMOTIONS 5 Eligibility tests for promotion and newly created positions shall be based on 6 examinations given. To be considered for promotion the employee must have served one 7 continuous year in the previous position, except for Battalion Chief which the employee shall 8 have served three (3) continuous years in the previous position. All promotional lists will 9 become effective June 1" of the year that they are given and will expire on May 31" of the year 10 that the subsequent test is given. 11 Examinations will be given once every two (2) years for Engineers; and will be given in 12 the first week of May of each year. For the positions of Captain of Suppression, the 13 examination will be given every two (2) years in the first week of May. For all other 14 promotional positions identified in this Agreement, testing will be done on an as needed basis. 15 The testing for Engineers will be in odd numbered years and for Captain in even numbered 16 years, or as needed. A notice of impending promotional exam with a designated bibliography 17 and defined scoring criteria for the positions being tested shall be provided to all personnel for a 18 minimum of ninety (90) days prior to the test date. The bibliography and defined scoring 19 criteria may be available more than ninety (90) days prior to the testing, but the notice of testing 20 must allow for a minimum of ninety (90) days between the notice and the test. Notice shall be 21 provided by a department wide email to all members of the department and by the posting of 22 notices in each Fire Station and the Administrative office of the Fire Department. 23 In the event of an opening/vacancy for a position in which there are no qualified 24 candidates on the current promotion/eligibility list of that position, a special test may be given, 25 by mutual consent of both parties, to fill the vacancy/opening. 26 All examinations shall be impartial and shall relate to those matters which will test fairly 27 the candidate's ability to discharge the duties of the position to be filled. 28 It shall be the exclusive responsibility of the DEPARTMENT to determine bona fide 29 occupational requirements within the meaning of this Article. The DEPARTMENT shall be the 30 sole judge of skills, qualifications and ability. Seniority for promotions will be one (1) point per 31 year of service up to the maximum of ten (10) points. Seniority points will be added after 32 successfully passing the written examination. Promotional examinations shall consist of a COLLECTIVE LABOR AGREEMENT — Page 14 of 28 I written test, assessment center, and two oral boards. The components of the assessment center 2 shall be identified at the time of the announcement of the test. The following formulas will be 3 used to determine the candidate's final score on promotional examinations for Engineer and 4 Captain respectively: 5 6 Engineer's Exam Scoring Criteria: 7 Written test: 40% of overall score; 70% minimum passing score 8 Assessment Center: 30% of overall score; 70% minimum overall passing score for each 9 component 10 Operational Oral Board: 15% of overall score; 70% minimum passing score 11 Chief's Oral Board: 15% of overall score; 70% minimum passing score 12 13 Captain's Exam Scoring Criteria: 14 Written test: 40% of overall score; 70% minimum passing score 15 Assessment Center: 30% of overall score; 70% minimum passing score 16 Operational Oral Board: 15% of overall score; 70% minimum passing score 17 Chief's Oral Board: 15% of overall score; 70% minimum passing score 18 19 Battalion Chief's Exam Scoring Criteria: 20 Written test: 20% of overall score; 70% minimum passing score 21 Assessment Center: 50% of overall score; 70% minimum passing score 22 Operational Oral Board: 15% of overall score; 70% minimum passing score 23 Chief's Oral Board: 15% of overall score; 70% minimum passing score 24 25 Each testing cycle shall have a DEPARTMENT provided Development Program for 26 promotion prior to the testing period. 27 28 ARTICLE 16 — GRIEVANCE PROCEDURE 29 Disputes or differences arising between the DEPARTMENT and the UNION and/or 30 individual members of the Fire Department as to the meaning or application of any provision of 31 the Agreement or of the Rules and Regulations of the Fire Department (as provided in Article 32 8), relating in any way to employees' wages, hours and /or conditions of employment, shall be COLLECTIVE LABOR AGREEMENT -- Page 15 of 28 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 1s 19 20 21 22 23 24 25 26 27 28 29 30 31 settled in the manner provided herein. For the purpose of this provision, such a dispute or difference shall be referred to as a "Grievance." All timelines that are described in this Article may be adjusted by the mutual consent of the DEPARTMENT and the UNION. Any variation of the timeline shall be memorialized in writing and signed by the Chief and the UNION President or designee. Step One: Any employee who has a grievance shall notify the Union Grievance Committee in writing within fourteen (14) calendar days from the date of the grievance, or fourteen (14) calendar days from the time the employee, through reasonable diligence, should have been aware of it. The Union Grievance Committee, hereinafter referred to as UNION, shall within the next then thirty (30) calendar days after the conclusion of any fact gathering, hearing, or necessary research to determine if the grievance has merit. If in its opinion, the grievance does not have merit, no further action shall be necessary. At no point shall the process exceed thirty (30) days without the consent of both the DEPARTMENT and the UNION. Step Two: If it is the opinion of the UNION that a valid grievance exists, the UNION shall present the grievance in writing to the Fire Chief within fourteen (14) calendar days after their decision. All parties to such discussion will make a good faith effort to resolve the grievance. The Fire Chief thereafter shall give his/her reply in writing within thirty (30) calendar days from the conclusion of any fact gathering, hearing, or necessary research. At no point shall the process exceed thirty (30) days without the consent of both the DEPARTMENT and the UNION. Step Three: If the grievance has not been resolved in Step Two, the UNION shall present the grievance in writing to the CITY within fourteen (14) calendar days from the receipt of the Fire Chief's written reply. All parties to such discussion will make a good faith effort to resolve the grievance. The CITY, through the Mayor and City Council thereafter shall give its reply in writing within thirty (3 0) calendar days from the conclusion of any fact gathering, hearing, or necessary research. At no point shall the process exceed thirty (30) days without the consent of both the CITY and the UNION. Step Four: If the grievance has not been resolved at the appropriate lower Step(s), either the UNION and DEPARTMENT may within fourteen (14) calendar days refer the grievance to an Arbitrator by serving written notice upon the other. COLLECTIVE LABOR AGREEMENT — Page 16 of 28 1 The UNION and the DEPARTMENT shall both select an individual to represent their 2 interests in the grievance process. The individuals may not be members of, or employees of 3 either the UNION or the DEPARTMENT. These two individuals shall request Director of the 4 Department of Labor and Industrial Services of the State of Idaho to supply a list of seven (7) 5 proposed arbitrators, none of the seven (7) shall be individuals that have represented either the 6 UNION or the DEPARTMENT. Within five (5) calendar days after receipt of this list the 7 UNION'S representative and the DEPARTMENT'S representative shall select an Arbitrator by 8 alternately striking one (1) name at a time from the list until only one (1) name remains. The 9 party striking the first name shall be determined by a coin toss. Both parties shall accept the 10 name remaining on the list as the Lead Arbitrator. 11 The Arbitration Board shall conduct a hearing and shall render a decision in writing, 12 which shall be final and binding on both parties, subject only to the parties' right to seek 13 vacation or modification to the Arbitration Board award pursuant to the provisions of Chapter 9, 14 Title 7 Idaho Code. 15 The Arbitration Board shall have only such jurisdiction and authority to interpret and 16 apply the provisions of the Agreement as shall be necessary to the determination of the 17 arbitration issue. The Arbitration Board shall not have any power to add or subtract from, 18 modify or alter in any way, the provision of this Agreement. The cost of arbitration shall be 19 borne equally by the CITY and UNION. 20 21 ARTICLE 17 - NO STRIKES — NO LOCKOUT 22 Upon the consummation and during the term of this Agreement, no member of the Fire 23 Department covered by this Agreement shall strike or recognize a picket line of any labor 24 organization while in the performance of his/her official duties, in accordance with Idaho Code 25 Section 44-1811. 26 It is mutually agreed that there shall be no strike authorized by the UNION and no 27 lockout authorized by the CITY, except for the refusal of either party to submit to or abide by 28 the grievance procedure set forth herein. No picket line, at or around the City's property, 29 established by any other person or organization shall be sanctioned or honored during the term 30 of this Agreement. 31 COLLECTIVE LABOR AGREEMENT — Page 17 of 28 I The UNION agrees that as part of the consideration for this Agreement, it will, within 2 twenty-four (24) hours take steps to end any unauthorized work stoppages, strikes, slow -downs 3 or suspensions of work, instructing their members to work immediately. The UNION agrees 4 that it will not assist employees participating in unauthorized work stoppages, strikes, slow- s downs or suspensions of work. For purposes of this section, the term "strike" shall include a 6 cessation or stoppage of work, slow -down, sit-in and picketing of the City's premises. 7 8 ARTICLE 18 - UNIFORM ALLOWANCE AND ISSUED EQUIPMENT 9 The CITY and the UNION believe that professionalism and pride in the City and the 10 Fire Department are a significant part of a superior fire service. Both the CITY and the UNION 11 believe that the attire of the firefighter and their conformance with professional appearance 12 helps achieve the goals of a superior organization. All uniform and work attire shall be clean 13 and appropriately pressed or maintained. It shall be within the discretion of the Fire Chief or his 14 designee to determine if an article of clothing is no longer serviceable for wear on duty. 15 All employee uniforms shall meet National Fire Protection Association (N.F.P.A.) 1975 16 minimum requirements for station uniform wear. The brand, style, materials and color of 17 uniforms shall be reviewed annually by the Uniform Committee. The Committee shall be 18 comprised of two (2) UNION members and one (1) member of management designated by the 19 Fire Chief. The Committee may recommend changes, but the final decision shall be at the 20 discretion of the Fire Chief. 21 Under this article the CITY and the UNION have agreed to the specific clothing that is 22 to be purchased for Recruits and Firefighters. 23 All of the Uniform and Personal Appearance standards shall be governed by 24 APPENDIX "D". 25 26 18.1 Issued Equipment 27 The CITY agrees to provide the necessary equipment for the Twenty -Four (24) hour per 28 shift Suppression Firefighters to perform their duties. The CITY and the UNION will meet and 29 discuss what tools may be needed for each Suppression Firefighter. For the terra of this 30 Agreement the equipment is listed in APPENDIX C. Once issued the member shall be 31 responsible to maintain and keep the issued equipment. All items may be required to be 32 produced as part of an inspection. If equipment is lost or damaged, beyond use, in the course of COLLECTIVE LA80R AGREEMENT — Page 18 of 28 I duty it may be returned, if practical, to the department for replacement. If unable to be returned 2 it can still be replaced. If lost or damaged outside of duty use then the firefighter will be 3 required to replace the item at the member's expense. 4 5 ARTICLE 19 - HOURS OF WORK AND DESIGNATED WORK PERIODS 6 19.1 Twenty Four (24) hour per shift Suppression Firefighters of the Meridian Fire 7 Department 8 The designated work period for all twenty-four (24) hour shift employees covered under 9 this Agreement shall be on a twenty-four (24) day cycle with coverage at 192 hours. Under the 10 Fair Labor Standards Act (FLEA) 182 actual hours worked will be paid at the regular hourly 11 rate and ten (10) hours paid at the overtime rate if no excluded hours under the Act have been 12 taken. Overtime shall also be paid for time worked off the Firefighter's normally scheduled 13 shift, other than a "shift trade." 14 The regular work schedule for twenty-four (24) hour shift employees shall be two 15 consecutive twenty-four (24) hour shifts on duty and ninety-six (96) hours off consecutively. 16 No suppression firefighter may work more than seventy-two (72) hours consecutively without 17 specific authorization or direction by the Deputy Chief of Operations, or the Fire Chief in 18 his/her absence. A shift shall be twenty-four (24) hours of duty, starting at 0700 and ending at 19 0700. For illustrative purposes, the regular work schedule for suppression personnel is listed 20 below with an X representing an on -duty shift and an O representing and off-duty shift. 21 22 23 ►i��lZlllll�,�,ClIlIlZl� 24 19.2 Forty (40) Hour per week Firefighting Personnel of the Meridian Fire Department 25 The regular work week shall be scheduled Monday through Friday, 8:00 a.m. to 5:00 26 p.m. with a one (1) hour lunch break included. Any time worked over forty (40) hours per week 27 shall be paid at a rate of time and one-half of the employee's hourly wage to the next [/2 hour for 28 the actual hours worked. When circumstances dictate, the Chief reserves the right to flex this 29 schedule to meet the DEPARTMENT's needs. As a courtesy, the affected employee will be 30 given one (1) week's notice of the schedule change, unless the change is unforeseen. In an 31 unforeseen circumstance the Chief has the right to change the schedule to meet the need, but 32 once the circumstance is over, the schedule will be returned to normal. These positions shall COLLECTIVE LABOR AGREEMENT — Page 19 of 28 I have a regular defined on-call schedule and will be compensated pursuant to the CITY on-call 2 policy. 3 4 ARTICLE 20 -- BEREAVEMENT LEAVE 5 In the event of a death in the twenty-four (24) hour shift employee's immediate family, 6 they shall be entitled to forty-eight (48) consecutive shift hours off for bereavement leave. 7 Additional leave may be granted from sick leave, accrued vacation leave or unpaid leave of 8 absence at the discretion of the Chief or designee. 9 In the event of a death in the forty (40) hour per week employee's immediate family, 10 they shall be entitled to three (3) consecutive workdays off for bereavement leave Additional 11 leave may be granted from sick leave, accrued vacation leave or unpaid leave of absence at the 12 discretion of the Chief or designee. 13 For purposes of this article, immediate family shall be defined as current spouse, 14 children, parents, in-laws, brother, sister, grandparents, or grandchild of the employee. In-Iaws 15 are defined as a father, mother, or grandparents of current spouse, or sister and brother in-law of 16 the employee. Adopted or "step" relationships will be considered same as any other family 17 relationship. 18 19 ARTICLE 21— ADDITIONAL DUTY AND COMPENSATION 20 Any firefighter reporting for duty while off-duty shall have all of the benefits that he/she 21 would normally have while on his/her regular tour of duty. All additional compensation 22 accumulated by a firefighter shall be due and payable in their next pay period. 23 24 21.1 Definition of Overtime, Scheduled Overtime, and Compensation 25 Overtime pay shall be paid as defined by Article 19 of this agreement. Scheduled 26 overtime shall be when a firefighter is requested to return to work for any meetings, training, 27 shifts or any other reason deemed necessary by the department that is scheduled or planned. 28 Firefighters shall receive overtime pay at one and one-half times (1 1/2) his/her normal 29 rate of pay for all overtime or scheduled overtime worked. 30 31 32 COLLECTIVE LABOR AGREEMENT -- Page 20 of 28 1 21.2 Definition of Emergency Callback and Compensation 2 Emergency Callback shall be when a firefighter is requested to return to work by the 3 DEPARTMENT at a time that the firefighter was not scheduled to work to address an 4 emergency as determined by the Fire Chief. The examples of this type of Emergency Callback 5 shall be for large scale structure fires, large scale range fires, unusual natural disasters causing 6 the complete extension of the City's resources, etc. Members accepting an Emergency Callback 7 must be able to meet the response time guideline as per DEPARTMENT policy. 8 The firefighter shall receive a minimum of four (4) hours of pay, from the time they 9 receive the call, for Emergency Callback. Additional calls during that initial four (4) hours will 10 not be further compensated. Any time worked after the first four (4) hours will be compensated 11 in one-half (112) hour increments, rounded up. Any firefighter reporting for duty while off-duty 12 shall have all of the benefits that he/she would normally have while on his/her regular tour of 13 duty. All additional compensation accumulated by a firefighter shall be due and payable in their 14 next pay period, unless the compensation is to be paid by a separate public or private entity. If 15 the latter situation exists then the firefighter will be paid at the next pay period after the funds 16 are transferred to the City. The firefighter will be paid by the last pay period within 180 days of 17 the last date of service for the public or private entity whether the City has been reimbursed at 18 that time or not. 19 Firefighters shall receive overtime pay at one and one-half times (1 1/2) his/her normal 20 rate of pay for all time worked in response to Emergency Callback. 21 22 21.3 Definition of Holdover and Compensation 23 Holdover shall be when a firefighter regularly scheduled duty is extended from the end 24 of the shift by the DEPARTMENT. 25 Any time worked as holdover will be compensated in one-half (112) hour increments, 26 rounded up to the next half-hour. 27 28 21.4 Definition of Overtime for Training 29 Training that is required by the DEPARTMENT is compensable. The DEPARTMENT 30 retains the right to determine which personnel may attend training. 31 COLLECTIVE LABOR AGREEMENT — Page 21 of 28 I ARTICLE 22— WORKING OUT OF CLASSIFICATION 2 All employees of the DEPARTMENT covered by this Agreement, who have tested and 3 are qualified as to meeting the eligibility requirements set forth by this Agreement, and are on 4 the current eligibility Iist for promotion to the higher ranked position, when necessary, must 5 accept, and assume the duties of the higher ranked position when it is available. No more than 6 one person working in a higher ranked position will be allowed on a company at a time, unless 7 an extreme or emergency situation exists. 8 After the completion of the promotional exams the employee may opt to remain on the 9 eligibility list or may choose to be removed at that time. At any time during the life of the 10 eligibility list the employee may opt, at their sole discretion, to have their name removed. In 1 I either circumstance removal from the list will be final and the employee may re -test during the 12 next testing period for promotion to that grade. 13 The right to use personnel will be current full-time department personnel working out of 14 classification in a higher or lower ranked position, as set forth above. If an employee were to 15 work in a lower ranked position they would be paid at their current rate, not the lower wage. 16 Each employee assuming the higher ranked duties shall be paid at the wage scale of the higher 17 position or rank, for the time worked at that position or rank. Any time worked out of 18 classification will be compensated in one-half (112) hour increments, rounded up to the next 19 half-hour. 20 Paramedic Engineers are allowed to swing up to Captain and receive the higher wage of 21 Captain for the temporary assignment in addition to their regular paramedic pay. 22 23 ARTICLE 23— STAFFING 24 The DEPARTMENT maintains the right to assignment and staffing of stations, engines, 25 and companies. Change in assignment may be based on the following criteria; vacancy, 26 seniority, stations available, and re -assignment, but is not limited to only these specified. The 27 method of declaring a vacancy, applicability of seniority, station bidding, and re -assignment 28 shall be determined by Department policy. The Station Bid policy shall be negotiated between 29 the UNION and the DEPARTMENT as mutually determined to be needed. The 30 DEPARTMENT retains the final authority for all staffing and shift assignments. 31 Minimum Staffing at each station will be either three (3) or four (4) personnel dependent 32 on the assigned apparatus to the station. Personnel assigned to a station may be used to cross - COLLECTIVE LABOR AGREEMENT — Page 22 of 28 1 staff various types of apparatus. Brush trucks, water tenders and reserve apparatus are not 2 required to be staffed on a daily basis. Apparatus standards shall be the following: 3 Engine Companies Brush Truck Companies 4 1 Captain 1 Captain 5 1 Engineer I Engineer 6 1 Firefighter I Firefighter 7 8 Water Tender Companies Truck Companies 9 1 Captain 1 Captain 10 1 Engineer 1 Engineer 11 2 Firefighters 12 13 Command Vehicle 14 1 Battalion Chief 15 16 Any additional firefighters on staff above the minimum as listed above will be used to increase 17 the staffing of the engines/truck or staff extra apparatus as described above unless the individual 18 has applied and been accepted as part of a mentoring program pursuant to department policy. 19 Whenever circumstances exist that causes an apparatus to fall below that minimum, 20 management reserves the right to re -assign personnel (including select qualified command 21 officers at the Fire Chief's discretion), exercise "Callback", exercise "Holdover", exercise 22 "Working out of Classification", or in extreme emergency circumstances, take an apparatus out 23 of service temporarily until appropriate personnel are available. Stations or Apparatus will only 24 be taken out of service long enough to return the necessary personnel to staff them. 25 As of the effective date of this contract, the Meridian Fire Department operates five (5) 26 stations staffed by an Engine and/or Truck Company as described as above. As future stations 27 are opened, they will be staffed by at least an Engine and/or Truck Company, using this same 28 staffing configuration described above unless mutually agreed to a change by the UNION and 29 the CITY. 30 31 Advanced Life Support (ALS) Engine or Truck Companies 32 An Advanced Life Support (ALS) Engine or Truck company shall consist of a minimum 33 of one (1) licensed paramedic in the State of Maho. The Department's Medical Supervision 34 plan shall establish the appropriate number of EMS positions within the Department. The 35 licensed paramedic shall be the person primarily responsible on that Engine or Truck company 36 apparatus to provide ALS response. The Captain may be a paramedic, but is not charged with COLLECTIVE LABOR AGREEMENT — Page 23 of 28 I the primary responsibility of ALS support and therefore an additional licensed paramedic must 2 be on the apparatus for it to be considered as an ALS response. 3 4 ARTICLE 24 — SALARIES 5 Wages for all UNION members shall be as fixed and set forth in APPENDIX "A", 6 attached hereto. 7 8 ARTICLE 25 — ALCOHOL & DRUG POLICY 9 The DEPARTMENT and its UNION members agree to abide by the City of Meridian's 10 Alcohol and Drug Policy. The policy in effect at the time of the execution of this contract is 11 included in this agreement as APPENDIX "B". It is agreed that changes made to this policy, 12 shall not apply to the UNION without written consent of its members. 13 14 ARTICLE 26 — HEALTH AND WELLNESS 15 26.1 Health 16 The overall health and wellness of a firefighting force is essential to safely and 17 effective respond to and mitigate the various emergencies the Department is responsible 18 for. In that spirit, the CITY shall provide mandatory physicals to every Department employee 19 that has an obligation to respond to an incident. The City shall maintain a budget sufficient to 20 allow each employee required to respond to an incident a physical every two (2) years. 21 Employees will be placed on a rotational schedule to be determined and maintained by the 22 DEPARTMENT. 23 The physicals shall be done through the Department's contracted physician that both 24 CITY and the UNION agree upon, or his/her designee. The only medical information that the 25 CITY shall receive from the physician is a proof of attendance. All other documentation and 26 personal medical information shall be directed to the member receiving the physical and no 27 medical information shall be shared with the CITY by the physician without the individual 28 member's consent. 29 30 26.2 Fitness/Exercise 31 The DEPARTMENT and the UNION shall develop a fitness and exercise program for 32 all firefighting personnel. The program shall be based on identified best practice and shall COLLECTIVE LABOR AGREEMENT — Page 24 of 28 I include the following components: education, department standards/success factors, and 2 Department sponsored remediation if necessary. The program may be managed by a peer 3 directed program or managed through a separate vendor or both, jointly agreed upon by the 4 DEPARTMENT and the UNION, depending on the availability of funding. Participation in the 5 program shall be mandatory for all personnel that respond to emergency scenes. 6 7 ARTICLE 27 -- REQUEST FOR REDUCTION IN RANK 8 Subject to the following provisions and as set forth below, any fulltime suppression, 9 inspection, or Chief Officer Employee (Employee) of the Meridian Fire Department ("MFD") 10 may request to return to a former fulltime suppression classification of a lower rank than their 11 current classification he/she previously held within MFD or their former department. 12 Additionally, if necessitated as a disciplinary measure, the Chief may demote a member of the 13 UNION to a former position using the same process as outlined in this Article. For the purposes 14 of this Article no current member may be involuntarily demoted for the purpose of providing an 15 opening for a person requesting a return to a former position held or being demoted. 16 17 27.1 Eligibility 18 A. An Employee may request to be returned to a prior falltime suppression of a lower 19 rank than their current rank within the MFD from which he/she was promoted; 20 B. An Employee who has not previously held a fulltime suppression classification at 21 MFD may request to be moved to a lower than their current rank fulltime 22 suppression classification they held at their former department IF all of the 23 following criteria are met: 24 i. 5 years or longer with the MFD in a rank higher than the suppression 25 classification being requested. 26 ii. All MFD minimum qualifications have been met for the suppression 27 classification being requested. 28 iii. The employee making the request has completed all necessary testing and has 29 achieved a passing score for the suppression classification being requested. 30 When a Chief Officer, having special knowledge of MFD's testing process (including, 31 but not limited to, testing procedures, written and oral board questions, scenario based assessments, 32 manipulative skills etc.), the Department must hire an external panel to conduct the test. COLLECTIVE LABOR AGREEMENT — Page 25 of 28 1 27.2 Process 2 A. A vacancy must exist or be anticipated by promotion, retirement, or separation. 3 B. Any member requesting a return to a lower rank than their current classification 4 must do so in writing to the Chief or his designee. The written request must: 5 i. List the lower rank requested. 6 ii. List the date served in the former rank. 7 iii. List the preferred date to return to the lower rank. 8 C. The Chief, after consultation with Local 4627 President, shall approve or deny the 9 request to return to a former classification in writing. 10 D. The Chief or his designee may delay the return to a lower rank until there is a 11 vacancy in the requested classification. 12 E. The Chief or his designee may not lay off or demote personnel to create a vacancy 13 for a return to a former classification. But a promotion based upon an existing 14 promotional list will satisfy the creation of a vacancy. 15 F. If two (2) or more requests are made at the same time, preference will be given to 16 any Employee(s) who previously held the requested suppression classification and 17 has greater seniority in the Department. 18 G. If the vacancy is caused by a demotion due to discipline the same process shall 19 apply. 20 21 27.3 Seniority 22 When an Employee returns to a former classification, the seniority accrued in the 23 position(s) held prior to the return to former classification shall be combined with the time in 24 grade that was accrued in the former classification. (Date of Hire + Time in Grade) 25 For any employee not previously hired within a suppression classification position but 26 reassigned to a suppression classification position, he/she shall be moved to the bottom of the 27 rank seniority list for the classification being assigned to but will retain years of service since 28 date of hire as a MFD employee as it pertains to department seniority. 29 30 Examples: 31 1) A Captain of Suppression with 24 months of seniority since date of hire is promoted 32 to Division Chief of Logistics for 36 months time in grade and then returns to Captain of COLLECTIVE LABOR AGREEMENT — Page 26 of 28 1 Suppression. For purposes of Captain of Suppression seniority, the member now has 60 2 months of accrued seniority; 3 2) An Engineer with 60 months of seniority since date of hire is promoted to a Captain 4 of suppression for 12 months time in grade and then returns to Engineer. For purposes 5 of Engineer seniority, the member now has 72 months of accrued seniority. 6 7 ARTICLE 28 — SAVINGS CLAUSE 8 If any provisions of this Agreement or the application of such provision should be 9 rendered or declared invalid by any court having jurisdiction, or by reason of any existing or 10 subsequently enacted legislation, the remaining parts or portions of this Agreement shall remain 11 in full force and effect. 12 13 ARTICLE 29 — EFFECTIVE DATE 14 The Collective Labor Agreement shall become effective October 25, 2016 and remain in 15 full force and effect through September 30, 2018. 16 Additionally, this agreement may be re -opened at any time for negotiations on any 17 mutually agreed upon item(s), pursuant to the procedures set forth in Chapter 18, Title 44, Idaho 18 Code. This may include items contemplated within this agreement that may require amendment 19 or change during the course of this Agreement. 20 21 22 23 DATED AND SIGNED this day of t( ` , 2016. 24 25 26 27 28 29 13 30 31 32 33 CITY OF MERIDIAN COLLECTIVE LABOR AGREEMENT — Page 27 of 28 IAFF LOCAL 446 7, MERIDI C TER By: trik SrKitll President I APPROVED BY CITY COUNCIL this P5 day of 60fV 6el)� 2 3 ATTEST: 4 5 6 By: 7 C.Ja oles 8 City Clerk 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 COLLECTIVE LABOR AGREEMENT — Page 28 of 28 2016. APPENDIX "A" This Appendix addresses the following positions within the Meridian Fire Department: (The time periods listed below are applicable to promotions for employees hired after October 1, 2014) Recruit — Employee works 40 hour week while attending Fire Academy. Probationary Firefighter — Employee works 24 hour shift. Employee has completed the Fire Academy. Firefighter I — Employee works 24 hour shift. Employee has completed Probationary Firefighter status and promoted to Firefighter I after one (1) year of service on the anniversary of completing the Fire Academy. Firefighter II — Employee works 24 hour shift. Employee has completed two (2) years of service from the anniversary of completing the Fire Academy. Firefighter III — Employee works 24 hour shift. Employee has completed three (3) years of service from the anniversary of completing the Fire Academy. Engineer — Employee works 24 hour shift. Promotional position that requires testing. Captain of Suppression — Employee works 24 hour shift. Promotional position that requires testing. Captain Fire Inspector/'Training Captain — Employee works 40 hour work week shift. Promotional position that requires testing Battalion Chief — Employee works 24 hour shift. Promotional position that requires testing. Promotions shall take effect on the next pay period following the completion of the time of service. Employees of the Meridian Fire Department as of September 30, 2014 shall be grandfathered under the previous pay system time periods as listed below: Promotions shall take effect on the next pay period following the completion of the time of service. (Intro/Probationary — 6 months from date of hire; FFI — I year from date of hire; FFII — 2 years from date of hire; FFIII — 3 years from date of hire) Wage Scale: The wages for the regular rate of pay for all positions except the Recruit, Captain Fire Inspector & Captain Training are based upon 2920 hours worked per year. The Recruit, Captain Fire Inspector & Captain Training wage is based upon 2080 hours worked per year. The job classification and wage rates for employees covered by this Agreement shall be as follows: EFFECTIVE DATES Jab Titles 10/25/2016 (3%) 10/1/2017 (1%) Recruit Hourly $ 1.7.10 $ 17.27 Annual $ 49,940.55 $ 50,439.95 Probationary Hourly $ 17.79 $ 17.97 Annual $ 51,941.25 $ 52,460.66 Firefighter I Hourly $ 18.48 $ 18.66 Annual $ 53,945.81 $ 54,485.27 Firefighter 11 Hourly $ 21.69 $ 21.91 Annual $ 63,333.12 $ 63,966.46 Firefighter III Hourly $ 23.92 $ 24.16 Annual $ 69,841.67 $ 70,540.09 Engineer Hourly $ 25.80 $ 26.06 Annual $ 75,348.90 $ 76,102.39 Captain of Suppression Hourly $ 28.73 $ 29.01 Annual $ 83,891.36 $ 84,730.27 Captain Fire Inspector/ Captain Training Hourly $ 40.32 $ 40.73 Annual $ 83,875.50 $ 84,714.25 Battalion Chief Hourly $ 30.75 $ 31.05 Annual $ 89,776.86 $ 90,674.63 All Annual wage listed is based upon hours projected. Wages are paid on actual hours worked. Education or Certification Incentive Pa : All employees that have furthered their education or expertise, at their own expense, and have acquired the following degrees regardless of their major may apply for and receive an additional amount added to the firefighter's base rate. The additional hourly amount shall be: Education Associate's Degree: $.11 cents per hour Bachelor's Degree: $.22 cents per hour Master's Degree: $.33 cents per hour The educational degree shall be from an accredited institution of higher learning. The additional hourly amount shall be added the firefighter's base rate of pay. A firefighter shall only be entitled to one (1) education incentive pay. Pay shall be for the highest degree obtained. Certification EMT Advanced: $.22 cents per hour MFD Field Training Officer (FTO) $.75 cents per hour Paramedic Pay,All employees that are Licensed Paramedics by the State of Idaho and are operating in a paramedic role for the City of Meridian shall receive the following amount in addition to the salaries listed above: $1.65 per hour This amount shall only be available from Recruit level up to and including Captain. The additional hourly amount shall be added to the firefighter's base rate of pay. All employees that were hired as paramedics may be required to maintain their license as a continuing job requirement until they reach the Captain position. At the time of promotion to Captain the employee shall be allowed to drop their Paramedic certification. After that choice, future opportunities to drop Paramedic certification may depend on hiring opportunities for the Department. Based upon the minimum required personnel at the paramedic level, as established by the Medical Supervision Plan, any paramedic in excess of the number established is eligible to request to drop their paramedic's certification. Anyone that is granted the ability to drop their certification may be reassigned subject to the needs of the Department. The Chief may consider seniority in granting the request. The Chief shall have the sole discretion to grant this request based upon the best needs of the Department. SUBJECT: DRUG AND ALCOHOL POLICY PURPOSE: To outline the goals and objectives of the City's drug and alcohol testing program and to provide guidance to supervisors and employees concerning their responsibilities for carrying out the program. For the purpose of this policy volunteers are stated as employees. This policy applies to all regular full-time, part-time, introductory, temporary, seasonal or contract employees, volunteer firefighters, police reserve officers and all job applicants, BARGAINING UNIT EMPLOYEES (FIRE) The collective labor agreement shall govern the alcohol/drug program/policy for Fire department employees who are represented by the bargaining unit. Represented employees should refer to the labor agreement, Appendix B, SAFETY SENSITIVE POSITIONS The job functions associated with these positions directly and immediately relate to public health and safety, the protection of life, and law enforcement. Safety Sensitive positions are those that require an employee to: • Carry firearms • Have custodial responsibility for illegal drugs • Perform emergency medical, lifesaving, and/or fire suppression activities • Have supervision over children in the absence of their parents or adult guardians • Have access to homes and/or businesses in the City • Handle hazardous materials that if mishandled, place City employees and/or the general public at risk of serious injury • Work in the water and wastewater systems and their operations • Be required to maintain a Commercial Driver's License (CDL) • Operate heavy machinery Human Resources shall maintain a list of every safety sensitive position that is covered by this policy. POLICY: In recognition of the harmful effects that the use of illegal drugs and the misuse of alcohol can have on employees in the workplace, the City of Meridian has a responsibility to provide and maintain a safe, secure, productive and efficient work environment free of the use, sale or APPENDIX 8 possession of alcohol and controlled substances. The City of Meridian is committed to promoting and maintaining a drug free work environment for our employees, and members of the general public. Furthermore, the City has an obligation to protect the City's property, equipment, operations and reputation. Being under the influence of alcohol or an illegal drug or improper use of a prescription drug on the job poses serious safety and health risks to the user and to all those who work with the user. The use, sale, purchase, transfer, or possession of an illegal drug in the workplace, and the use, possession, or being under the influence of alcohol in the workplace also poses unacceptable risks for safe, healthful, and efficient operations. This Drug -Free Workplace Policy is not intended to replace or supercede testing, reporting, and procedures mandated by federal and state rules, regulations or laws that relate to the maintenance of a workplace free from alcohol and illegal drugs. The City requires compliance with this policy as a condition of employment for qualified applicants or for continued employment for all City employees and volunteers. AUTHORITY & RESPONSIBILITY: The Human Resources Director shall be charged with interpreting and administering this policy. Supervisors and department heads are responsible to ensure compliance to this policy within their areas of responsibility. PROCEDURES AND RELATED INFORMATION I. PROHIBITED ACTIVITIES A. On -Duty 1. Employees are expected to work alcohol and drug free in order to enable safe and efficient job performance. 2. The use, sale, distribution, manufacture, purchase, transfer, storage, or possession of alcohol or illegal drugs, paraphernalia or the unauthorized use of prescription drugs or any combination thereof, while on City premises, in City vehicles, while operating City equipment, at a job site during work hours or in the scope and course of City employment is strictly prohibited. Any violation of this policy is grounds for disciplinary action, up to and including termination. 3. Employees who report to work and are suspected of being under the influence of alcohol or drugs will not be allowed to drive themselves home or elsewhere. Refusal to comply with this rule may result in immediate termination. APPENDIX B 4. Department Heads will have authority to determine if the possession of alcohol, drugs or paraphernalia is within acceptable circumstances or guidelines. B. Off -Duty 1. The off-duty conduct of any employee which results in a criminal conviction for the possession, use, sale, manufacture or distribution of illegal drugs will be subject to discipline up to and including termination. 2. Employees who are acquitted will be returned to work with back pay, if applicable. 3. Any employee convicted of violating a criminal drug statute on or away from the workplace must inform the City of such conviction (including pleas of guilty and nolo contendere) within five days of the conviction. Notification must be made to the employee's supervisor or the Human Resources Director. Failure to inform the City subjects the employee to disciplinary action up to and including termination. II. MEDICATION PRESCRIBED BY PHYSICIAN A. The use of drugs/medicine prescribed by a licensed medical practitioner will be permitted provided that it will not and in fact does not affect work performance, nor will it impair the employee's ability to safely operate equipment or machinery. The City reserves the right to have a licensed medical practitioner who is familiar with the employee's medical history and assigned duties determine if use of the prescription drug will produce effects which will increase the risk of injury to the employee or others while working. If such a finding is made, the City may limit or suspend the work activity of the employee during the period that the medical practitioner advises that the employee's ability to perform his or her job safely may be adversely affected by such medication. Any employee who has been informed by his/her physician that the prescription drug could cause adverse side effects while working must inform his/her supervisor prior to using the medication on the job. B. Employees must not consume prescribed drugs more often than as prescribed by the employee's physician and they must not allow any other person to consume the prescribed drug. III. DISCIPLINE A. Any employee who possesses, distributes, sells, attempts to sell, or transfers illegal drugs on the City of Meridian's premises or while on City business will be subject to discipline up to and including termination. APPENDIX B IV APPENDIX B B. Any employee who is found to be in possession of or under the influence of alcohol in violation of this policy will be subject to discipline up to and including termination. C. Any employee who is found to be in possession of drug paraphernalia in violation of this policy will be subject to discipline up to and including termination. D. Any employee who is found through alcohol or drug testing to have in his or her body system a detectable amount of alcohol or an illegal drug as defined by this policy will be subject to discipline up to and including termination. Employees Voluntarily participating in an alcohol/drug rehabilitation program recommended by the EAP will not be subject to discipline for participation in the program. If the employee is required to participate in an alcohol and/or drug program the Employee Assistance Program will notify Human Resources when an employee has completed the rehabilitation program. Prior to returning back to work an employee must have a negative test result and after an employee returns to work, he/she will be subject to unannounced drug and alcohol testing for a period of six (6) months. A single positive test result or failure to successfully complete the recommended rehabilitation program will be grounds for disciplinary action up to and including termination. E. Any employee who refuses to submit to an alcohol or drug test under the terms of this policy will be subject to discipline up to and including termination. F. Employees who are required to participate in the City's Employee Assistance Program (EAP) will be subject to termination for the following policy violations: 1. Failure to contact the EAP within five (5) working days after notification of a positive test result. 2. Refusal or unexcused failure to participate in counseling or the EAP program. 3. Abandonment of a treatment program prior to completion and being released. EMPLOYEE ASSISTANCE PROGRAM & SELF REFERRAL A. The City recognizes that alcohol and chemical dependency are highly complex problems that can be successfully treated. Any employee needing help in dealing with these problems is encouraged to use the City's Employee Assistance Program (EAP) and the benefits available through the City's medical plan. The Human Resources Department has brochures and cards on the EAP program. B. Self Referral 1. Rehabilitation assistance in lieu of discharge may be offered: 2. Any employee, who identifies him/herself to have an alcohol or drug problem, provided that the request is made prior to violation of the City's alcohol and drug policy. Employees who self refer to the Employee Assistance Program (EAP) will not be subject to disciplinary action for voluntarily requesting help due to alcohol & drug problems. A request for rehabilitation may not be made in order to avoid the consequences of a positive alcohol or drug test result or to avoid taking an alcohol or drug test when requested to do so under the terms of this policy. 3. To an employee who obtains counseling, evaluation and rehabilitation treatment recommended through the City's Employee Assistance Program (EAP). 4. An employee who is in rehabilitation or who has completed rehabilitation will be allowed to return to work upon presentation of a written release signed by a licensed physician or recognized rehabilitation professional. An employee returning to work after treatment may return to work after taking and passing an alcohol and/or drug test. Employees who undergo a counseling or rehabilitation program will be subject to unannounced testing following completion of such a program for a period of six (6) months. 5. Employees who are referred to outpatient and/or in-patient alcohol or drug rehabilitation will be expected to do so at their own expense, (with the exception of those expenses covered by the City's health insurance program.) on their own time or during a leave of absence, covered under the Family Medical Leave Act (FMLA) or during a non -paid leave of absence approved by the City. 6. Affected employees shall, whenever possible, schedule outpatient rehabilitation treatment during times that will not conflict with the employee's work schedule, provided however, employees will be allowed to use vacation or sick leave, or unpaid leave, if outpatient rehabilitation treatment cannot be scheduled other than during their regular work schedule. C. Involuntary Referral When an employee tests positive for alcohol or drug use (or is identified as being under the influence of alcohol or drugs at work) as identified in the City's Alcohol and Drug policy the employee will be sent to the City's EAP program for assessment, and treatment planning. V. EDUCATION APPENDIX 8 A. Supervisors and other management personnel will be trained in: 1. Overall City policy; 2. Detecting the signs and behavior of employees who may be using alcohol or drugs in violation of this policy; 3. Recognizing and intervening in situations that may involve violations of this policy; 4. EAP intervention, procedures and supervisor's role; 5. Documentation of employee performance and behavior. B. Employees will be trained and informed of: 1. The health and safety dangers associated with alcohol and drug use; 2. The provisions of this policy through employee meetings and employee orientation. VI. TESTING PROCEDURES A. PRE-EMPLOYMENT TESTING 1. All applicants given a conditional offer of employment will be required to submit to testing for the presence of alcohol and illegal drugs. The offer of employment is contingent upon a negative alcohol and drug test result. A conditional offer of employment will be rescinded for any applicant who tests positive for the presence of alcohol and/or illegal drugs. 2. An applicant will be notified of the City of Meridian's alcohol and drug testing policy prior to being tested; will be informed in writing of his or her right to refuse to undergo such testing; and will be informed that the consequence of refusal is termination of the pre-employment process. 3. An applicant will be provided written notice of this policy, and by signature will be required to acknowledge receipt and understanding of the policy. B. REASONABLE BELIEF TESTING 1. An employee will be tested for alcohol and illegal drugs, or the abuse of prescription medication, when the employee manifests "reasonable belief' behavior that would endanger their well being, as well as the safety of fellow employees or the general public. The basis of suspicion of alcohol or drug abuse may be a specific, contemporaneous event, or conduct -evidencing impairment observed over a period of time. APPENDIX B 2. An employee who is tested in a "reasonable belief' situation will be put on administrative leave with pay pending receipt of written tests results and whatever inquiries may be required. 1VETOI41111110011I& 11110141 I . Any employee involved in a work-related accident will be tested for the use of alcohol and illegal drugs, as soon as possible after the accident, preferably within four (4) hours. Examples of conditions that will require an employee to take an alcohol and drug test include, but are not limited to, accidents, that result in: a. A fatality, personal injury, or injury to another person requiring transport for medical treatment away from the site of the accident; b. Damage to equipment or property owned by the City, or by a third party, that is estimated to exceed $500. c. Damage to a City vehicle that is estimated to exceed $2000. 2. An employee who is seriously injured and cannot provide a specimen for testing will be required to authorize the release of relevant hospital reports, or other documentation, that would indicate whether there were alcohol or drugs in his/her system at the time of the accident. Any employee required to be tested under this section must remain readily available for such testing and the employee may not consume any alcohol or illegal drugs. 3. If it is determined by management that an employee's accident was caused by the actions of another, and that there were no unsafe acts on the part of the employee, the City reserves the right to waive post -accident testing of the employee. Employees who are involved in a work-related accident requiring medical treatment are to immediately inform their supervisor of the accident, so that any needed alcohol or drug testing may be promptly conducted in conjunction with their medical treatment. D. RANDOM TESTING 1. Department Heads and employees in sensitive positions will be subject to random alcohol and drug testing. For purpose of this policy, a sensitive position will be defined as a position in which the duties that are performed as a regular part of the job could reasonably expect to affect health, safety and security of other City employees or the general public. 2. Sensitive positions are those that require an employee to: a. Carry firearms; b. Have custodial responsibility for illegal drugs; APPENDIX B c. Perform emergency medical, lifesaving, and/or fire suppression activities. d. Have supervision over children in the absence of their parents or adult guardians; e. Have access to homes and/or businesses in the City; f. Handle hazardous materials that if mishandled, place City employees and/or the general public at risk of serious injury. 3. The job functions associated with these positions directly and immediately relate to public health and safety, the protection of life, and law enforcement. 4. Random tests will be unannounced and occur throughout the calendar year. Random selections will be made by a scientifically valid method that will result in each employee having an equal chance of being tested each time selections are made. The Human Resources Director will notify the individual's supervisor and the individual selected for random testing on the same day the test is scheduled. The supervisor will be notified within two hours of the scheduled testing and the employee will be notified immediately preceding the scheduled testing. Upon notification, the employee shall proceed immediately to the testing site and at the City's discretion; employees may be transported or escorted to the testing site. 5. The annual number of random tests will be no more than fifteen percent (15%) of the average number of employees subject to random testing for alcohol and illegal drugs. 6. In implementing the program of random testing the City shall evaluate periodically whether the numbers of employees tested and the frequency with which those tests will be administered satisfies the City goal of achieving a drug-free work force. E. VOLUNTARY RANDOM TESTING As part of the City's alcohol and drug free workplace program, employees not in designated sensitive positions may volunteer for random testing. Employees who are interested in participating in this program should contact Human Resources to obtain a volunteer random consent form. Participation in this program is not a condition of continued employment with the City and volunteers will be subject to all provisions, conditions and procedures of the random testing policy. F. CDL TESTING In compliance with the Department of Transportation (DOT) ruling 49 CFR parts 40 and 382, pre-employment, random, reasonable belief and post accident drug and alcohol testing shall be required for employees in positions that require a Commercial Drivers License. APPENDIX B VII. DRUG /ALCOHOL SPECIMEN COLLECTION/TESTING PROCEDURES a C. APPENDIX B Specimen Collection Procedure I. When a prospective or present employee is notified that he/she is to submit to alcohol and drug testing he/she will be given instructions regarding where and when to report for tests, or at the City's discretion an employee may be transported or escorted to the place of collection. A collection specialist who has been trained in collection procedures will conduct all specimen collections. Testing will be done in accordance with approved collection procedures. 2. All specimens will be tested for the presence of alcohol and illegal drugs. All specimens tested for illegal drugs will be done by urine analysis. Alcohol testing will be done by a Breath Alcohol Technician (BAT) employed by the collection facility that is trained in operation of an evidential breath -testing device (EBT). If an individual is unable to take a breath -test due to a medical condition then a blood test will be administered. Adulteration Or Submission Of Concealed Specimen 1. If during the collection procedure, the collection monitor detects an effort by the prospective employee or an employee to adulterate or substitute a specimen, a second specimen will be requested. If a second specimen is provided, both will be tested. If the second specimen is refused, the collection monitor will inform the Human Resources Director or his/her designee that the donor refused to submit a true specimen. Such substantiated conduct will be considered equivalent to testing positive and the prospective employee will not be offered employment or a present employee will be terminated from further employment with the City. 2. In the event that a prospective or current employee submits a specimen that the laboratory later identifies as a diluted specimen, the City will advise the prospective or current employee of that finding and request that he/she submit a second specimen. Such donors will be advised by the City not to drink any fluids prior to the test. Testing and Confirmation I . The cut-off levels for all Non -Dot testing is as follows: Drug Class Screening Confirmation Amphetamine Family 1000 ng/ml 500 ng/ml Cocaine 300 ng/ml 150 ng/ml Phencyclidine (PCP) 25 ng/ml 25 ng/ml Marijuana 50 ng/ml 15 ng/ml Opiates 2000 ng/mI 26 ng/ml 2. The cut-off for alcohol concentration will be on two levels. Any employee who tests above a level of 0.02 BAC and up to 0.039 BAC may be subject to discipline, and will not be allowed to work for at least 24 hours and must have a negative test result before returning to work. Any employee who tests at or above 0.04 BAC is considered to have tested positive and is considered to be under the influence of alcohol. Positive alcohol tests resulting from the breath test will include a confirmatory breath test conducted no later than fifteen (15) minutes after the initial test; or the use of any other confirmatory test can be used that demonstrates a higher degree of reliability. 3. Any specimen that screens positive for the presence of illegal drugs will be confirmed by the Gas Chromatography/Mass Spectrometry (GC/MS) confirmation method. Any employee who tests positive for illegal drugs or prescription medication may request to obtain an independent test using the remaining portion of the urine specimen that yielded the positive result. The retest is at the applicants or employees own expense (unless those expenses are covered by the City insurance program). This request must be conveyed to the MRO within 48 hours of the employee being notified of the positive test result. 4. During the time the second test is being conducted, the pre- employment selection process for an applicant will be placed on hold. An employee already working for the City will not be allowed to work. If the retest reverses the positive result, the City shall reimburse the cost of the retest and any lost of compensation and benefits that is incurred as a result of the initial positive test results. The City will have no liability to any employee for errors or inaccurate test results. VIII. TEST RESULT NOTIFICATION A. All results received from the laboratory will be forwarded to the office of the accredited collection agency for the purpose of their providing medical review officer services. When a test shows a positive test result the employee or applicant will be contacted by the Medical Review Officer (MRO) and will be given the opportunity to provide an explanation for the positive result. The MRO may choose to conduct employee medical interviews, review employee medical history, or review any other relevant biomedical factors. After the employee has been provided an opportunity to consult with the Medical review officer and the MRO determines that the test is positive the City will be notified. The collection agency will only report results to the Human Resource Director or his/her designee. B. Any employee who is taking a prescription drug that may have been the cause of a positive test result will be asked to provide the name of the APPENDIX B medication and the identity of the prescribing physician for verification. If the MRO determines that the positive test result was due to authorized use of prescription medication, he/she will immediately report a negative finding to the Human Resource Director or his/her designee and no further action will be taken. However, if an employee cannot provide a reasonable explanation for his/her positive test result, and the Medical Review Officer (MRO) finds no reason to doubt the validity of the positive test, the Human Resources Director or his/her designee will be notified of the positive test result and disciplinary action will be taken consistent with the terms of this policy. IX. REFUSAL Any employee who refuses to be tested, or fails to provide a specimen or information as directed under the terms of this policy, will be subject to discipline up to and including termination. X. EFFECT OF TESTING POSITIVE A. Any prospective employee who tests positive for alcohol or illegal drugs will not be offered employment. Any introductory, temporary or seasonal employee who tests positive for illegal drugs or alcohol will be terminated. B. Any classified employee (as defined under the City of Meridian's employment classifications) that tests positive for alcohol or illegal drugs, will be subject to disciplinary action consistent with the terms of this policy. (Refer to the disciplinary section of this policy). XI. CONFIDENTIALITY All information relating to drug or alcohol testing or the identification of persons as users of alcohol and drugs will be protected by the City as confidential and given out on a need to know basis, unless otherwise required by law, over-riding public health and safety concerns, or authorized in writing by the person in question. XII. CONCLUSION The terms of this alcohol/drug free workplace policy are intended to achieve a work environment where employees are free from the effects of alcohol and/or drugs. Employees should be aware that the provisions of this policy may be revised when necessary. The City anticipates that by implementing an alcohol and drug free workplace policy, its employees will enjoy the benefits of working in a safer, more secure, and more productive work environment. The City also anticipates that the provisions of this policy will help maintain and promote the health, welfare and safety of the general public. APPENDIX 8 BARGAINING UNIT EMPLOYEES (FIRE) The collective labor agreement shall govern the alcohol/drug program/policy for the Fire department employees who are represented by the bargaining unit. Represented employees should refer to the labor agreement, Appendix B. 01.1411I_M-0J40 lei I IMI& A. Alcohol: means any beverage that contains ethyl alcohol (ethanol), including but not limited to beer, wine and distilled spirits. B. Applicant: Any individual tentatively selected for employment with the City. C. City premises or City facilities: for the purpose of this policy means all property of the City of Meridian including, but not limited to, the offices, facilities, land, and surrounding areas on the City's owned or leased property, parking lots, and storage areas. The term also includes the City's owned or leased vehicles and equipment wherever located. D. Drug Paraphernalia: Drug related paraphernalia is any unauthorized material or equipment or item used or designed for use in testing, packaging, storing, injecting, ingesting, inhaling, or otherwise introducing into the human body an unauthorized substance. E. Drujg testing: means a urinalysis taken for the purpose of determining whether drugs are in the person's system or any other testing the City deems appropriate and reliable. F. Employee Assistance Program (EAP): A contract -based counseling program that offers assessment, short-term counseling, and referral services to employees for a wide range of alcohol, drug, and mental health problems and monitors the progress of employees while in treatment. G. Illegal drug_ means any drag as defined by section $02 (6) of Title 21 of the United States Code which is not legally obtainable under chapter 13 of that title. Examples of illegal drugs are cannabis substances, such as marijuana and hashish, cocaine, opiates, phencyclidine (PCP), and so- called designer drugs and look-alike drugs or use of a legal drug not prescribed to the employee. H. Legal drug: means any prescribed drug or over-the-counter drug that has been legally obtained and is being used for the purpose for which prescribed or manufactured. I. Medical Review Officer: An independent licensed physician who has knowledge of substance abuse disorders and the appropriate medical APPENDIX B training to interpret and evaluated all positive test results together with an individual's medical history and any other biomedical information. J. Reasonable belief: means a belief based on objective facts sufficient to lead a prudent person to conclude that a particular employee is unable to satisfactorily perform his or her job duties due to suspected drug or alcohol impairment. K. Under the influence: means a condition in which a person is affected by a drug or by alcohol in a detectable manner. A determination of being under the influence can be established by a scientifically valid test, such as a breath test or urinalysis. APPENDIX B APPENDIX C Issued Firefighting Equipment Flashlight Streamlight Survivor LED AC Fast Charge Wire/Cable cutters Klein Tools 63050 Plier Shear Cutters, Mechanical Cutter TFT: Res-Q-Rench Folding Spanner Multi Tool Available Firefighting Equipment Ear Plugs Eye Protection Goggles/Goggle covers Safety Glasses clear or tinted Hand Protection Work Gloves APPENDIX C APPENDIX D (AP205 Uniform and Personal Appearance Policy) APPENDIX D Original Date: 5/112011 Last Modification Date: 1214/2013 A P 2 0 5 \� L Chief Mhr'k Niemeyer -ve, Local 4627 President, Grant Hamilton Policy Title: Uniform/Personal Appearance Purpose/Scope: The members of the Meridian Fire Department take pride in presenting a professional appearance to the public we serve. We recognize that the Department provides us with serviceable uniforms that are in compliance with recognized standards and best practice. This policy is meant to ensure that we, the members of the Meridian Fire Department, maintain a uniform and professional appearance at all times. Responsibility: 1. It is the responsibility of ALL members to report for duty in a clean and professional manner as outlined in this policy. 2. Company Officers are responsible to ensure that all crew members' uniforms are clean, L serviceable, ensure uniformity, and abide by this policy. 3. Company Officers will be responsible for determining the uniform of the day. 4. It is the Department's responsibility to ensure members are provided uniforms that are Q. serviceable, meet the intentions of recognized standards and/or best practice, and abide by any provisions found within the current Collective Labor Agreement with Local 4627. ot Procedure: 1. Once an employee has all required clothing as defined in Table 1 below, clothing will be replaced on an as needed basis using the "Clothing Voucher" Form AP205 and following the replacement guidelines listed in the supporting documents section of this policy. Forms will be filled out by the member making the request, and verified by his/her Division Chief. The form will then be forwarded to the Administration for processing. Clothing item (used) being replaced will be turned into the department for proper disposal CL 2. For purposes of Compensated Traininq or Department Meetings, members shall wear Class B uniforms. If training includes a physical component, members may change into a Class D uniform. E 3. When attending out of state conferences/seminars, members shall dress in a manner that represents a professional appearance and is in accordance with the National Fire Academy Dress 0 Code. The following items are considered acceptable: Collared shirts, slacks (males/females), WE dresses/skirts (females), closed toe shoes (males/females). The following items are considered not C acceptable: shorts, tank tops, flip-flops, miniskirts, jeans, t -shirts. 4. When assigned to special duties, the Deputy Chief of Operations reserves the right to set the uniform requirement for that assignment. 5. Only department issued clothing may be worn while on -duty. Department issued clothing shall not be worn off-duty, unless specifically approved. 6. All on -duty employees shall be in a Meridian Fire Department approved uniform by the start of their shift. AP -205 Uniform -Personal Appearance Page 1 of 9 7. Turn -out clothing is not to be worn in the stations or in public places (i.e., grocery store, City Hall, general stores, etc.) S. During the hours of 09:00 to 17:00, a Class B uniform shirt shall be worn over a Class D shirt when: • A scheduled inspection or scheduled public education event is performed, • Any occasion in which the employee or company will be interacting with the public and/or elected officials in a non -response manner (City Hall, grocery store, etc). • Any meeting in which the employee or company will be representing the Fire Department. • A Class D shirt may be worn at any time outside of the items above, including emergency and non -emergency responses. Groomina Standard 1. Hygiene and Personal Appearance is each member's responsibility. Failure to maintain this responsibility is a violation of this policy. 2. All members will be clean-shaven; there will be no beards of any type allowed. Fire personnel who, because of illness or injury are unable to shave facial hair, may not be assigned to a line position in Operations. Mustaches are permitted for wear provided they do not interfere with forming a seal around the S.C.B.A. facemask; this will be determined during the annual fit testing. The Fire Chief or his/her CL designee shall have the authority to have a member fit tested if the growth of a mustache provides CL reasonable concern for the safety of the individual. Sideburns will be trimmed and well groomed. They will be straight and of even width ending in a horizontal line. clean-shaven Sideburns will not extend below the lobe of the ear. 3. Firefighters will ensure their hair is neatly groomed, that the length and bulk of the hair are not excessive, and that the hair does not present a ragged, unkempt, or extreme appearance. Likewise, trendy styles that result in shaved portions of the scalp (other than the neckline) or designs cut into the hair are prohibited. Firefighters may wear braids as long as the braided style is conservative, the braids lie snug to the head, and any holding devices comply with the standards. Hair shall be contoured to the general shape of the head and not extend past the bottom edge of the shirt collar, measured while standing at attention. Hair that is longer will be pinned up or secured at all times while on duty, utilizing hairpins, barrettes or elastics of a neutral color. The hair shall not interfere with the proper wearing of uniform hats or protective equipment, or in any way create a safety hazard. Hair must never be of such a bulk or length that it will jeopardize the personal safety of a firefighter in the performance of their duty at an emergency scene. Extensions, weaves, wigs, and hairpieces are authorized only if these additions have the same general appearance as the individual's natural hair. Additionally, any wigs, extensions, hairpieces, or weaves must comply with grooming policies, and must consist completely of natural fiber, with no man-made or synthetic fibers allowed. If firefighters use dyes, tints, or bleaches, they must choose those that result in natural hair colors. Colors that detract from a professional appearance are prohibited. Firefighters should avoid using colors that result in an extreme appearance. Applied hair colors that are prohibited include, but are not limited to purple, blue, pink, green, orange, bright red, and fluorescent or neon colors. It is the responsibility of leaders to use good judgment in determining if applied colors are acceptable, based upon the overall effect on the firefighter's appearance. AP -205 Uniform -Personal Appearance Page 2 of 9 When in Class "A" uniform, the hair will not extend below the bottom edge of the front of the headgear, when worn, or below the bottom edge of the collar. Tattoos/P ierci ngs/Jewelry 1. The display of ANY unprofessional or offensive jewelry (nudity or violence, sexually explicit or vulgar art, words, phrases; profane language, symbols to incite negative reactions, initials or acronyms that represent criminal or oppressive organizations) is prohibited. The wearing of jewelry will be limited to wedding bands, watches, necklaces, and conservative "stud" earrings. 2. Under no circumstances will necklaces be permitted to extend out of the clothing. 3. While on duty members may wear up to two stud earring per ear not to exceed 2 mm. Piercing of visible body parts other than those written in this policy is prohibited. 4. It is highly recommended that wedding bands not be worn due to significant probability of bodily injury. However, the decision to wear a wedding band shall be left up to the individual member. Q� ci 5. While on duty, tattoos will only be displayed on the arms and legs while in uniform. No other visible tattoos are authorized. The display of ANY unprofessional or offensive tattoo or brand (nudity or C violence, sexually explicit or vulgar art, words, phrases; profane language, symbols to incite L negative reactions, initials or acronyms that represent criminal or oppressive organizations) regardless of its location, while members are in uniform, is prohibited. Final determination regarding the appropriateness of tattoos will be determined by the Fire Chief in conjunction with the President Q. of Local 4627. If visible tattoos are determined to be inappropriate, the employee will responsible for covering such tattoos in a reasonable manner. Q. 4C Class A uniform E Formal presentations such as promotional ceremonies, funerals, retirement ceremonies, etc. For proper Class A wearing of attire and actions performed, see "Class A Code of Conduct" near the 0 end of this policy. • Lighthouse Class A Uniform (Rank specific as described at fireuniform.com under "Department Specs" for Meridian Fire Department) • For proper placement of Meritorious Service Awards, refer to Policy AP525. Class B uniform E L • Shirts: Workrite — Navy Blue Nomex - Short Sleeve or Long Sleeve ■ Meridian Fire Department patch on left sleeve 1 inch from shoulder seam AND a reverse American Flag patch on the right sleeve 1 inch from shoulder seam ■ Class D T-shirt may be worn as an undershirt however shall not replace the wearing of a Class B shirt. • Pants: Workrite- Navy Blue Nomex Models: ■ #400 Regular Cut ■ #402 Full Cut ■ #401 Women's Cut AP -205 Uniform -Personal Appearance Page 3 of 9 Class D uniform Shirt- Navy Blue -T-Shirt (100% cotton) short or long sleeve without pocket. ■ The Rank on the Class D uniform will be identified by the following: 1. Captain 2. Engineer 3. Engineer/Paramedic 4. Firefighter 5. Firefighter/Paramedic 6. Division Chief 7. Deputy Chief 8. Fire Chief • Pants- Workrite- Navy Blue Nomex - Models: ■ #400 Regular Cut ■ #402 Full Cut • #401 Women's Cut Standard department logo for Class D and workout apparel shall consist of the IAFF logo on the left chest; the employee's rank on the right chest; the back shall consist of "Meridian Fire Department" in the approved font. Workout Apparel • Shirt- Navy Blue -T-Shirt (100% cotton) short or long sleeve without pocket. • Short- Navy Blue (100% cotton) • Sweat pants- Navy Blue (100% cotton) Miscellaneous Clothing Items • Job Shirt- Navy Blue 114 Zip Sweatshirt: Blauer- #4630X • Jacket- Blauer- #9845Z • Hats- • Navy Baseball Style (Flex -fit) • Navy Winter Stocking Cap AP -205 Uniform -Personal Appearance Page 4 of 9 L 0 0 • Belts- Black Leather Basket weave (Velcro closure) • Duty Boots- From current approved list located on the City Fire Department Intranet page: htto:/IintranetluploadedFiles/Departments/Fire/Boot%20List.pdf *Members are responsible to determine which pair of boots on the approved list will be best suited. It is the member's sole responsibility to ensure correct sizing when ordering. Any cost above the pricing for the department standard issued boot will be the sole responsibility of the employee. In the event the employee purchases a boot from an approved vendor that exceeds the amount paid for the standard issue boot ($325), the employee shall be responsible for refunding the City for the exact amount of the overage within 90 days from the time of purchase. Rules for Clothing Exchange- All Personnel Clothing Exchange Request/Authorization forms and damaged clothing will be collected by the Division Chiefs the 3rd week of the month and filled and returned by the 4th week. (some items may require a wait period for alterations or printing). Division Chiefs will collect the authorization form and the clothing item to be exchanged. Authorization Form can be found on the Intranet. Clothing history for the last two years will be examined before final approval. All clothing requests must be accompanied by a signed authorization form. All alterations that the Department pays for will be handled by the Administration Office. Any and all questions from crews will be directed to the Division Chiefs. Details for each clothing item return are outlined below. • Class A — Requires item to be returned. Items that need to be replaced must be turned in. Upgrades will be ordered for you if and when you promote. • Winter Coats- Requires item to be returned. If your coat gets damaged, we may send it in for repair, or if needed, a replacement coat will be ordered. A loaner coat may be given until you receive the new one. The Department will not pay to replace lost Winter Coats • Job Sweatshirts — Requires item to be returned. Division Chief discretion as to whether the job shirt needs to be replaced for fading, damage etc. We will have these in stock but the employee will have to wait until the name/rank can be printed on the job shirt. (this may take up to 30 days). The Department will not pay to replace lost Job Sweatshirts. • Class B shirts — Requires item to be returned. Suppression personnel can only return WorkRite shirts for replacement. • Pants — Requires item to be returned. Suppression personnel must turn in WorkRite pants in order to be issued a replacement. Only WorkRite pants will be accepted for exchange. Division Chief discretion for exchange. All pants come un -hemmed. Please note your inseam measurement on the form and your pants will be taken in to be hemmed before being issued. This could take up to 30 days. • Belts — Will be replaced if worn, they will be in stock. Division Chief will collect old/damaged belt when issuing the new one. • T-shirts - Requires item to be returned. Division Chief Discretion as to whether the t -shirt needs to be exchanged for damage, fading, etc. We will only accept. !Onion T-shirts with the current printing on the back for exchange. If you promote, new t -shirts will be ordered for you. • Sweat ants & Shorts - Requires item to be returned. Division Chief discretion for exchange. Items will be collected and disposed of by Division Chief when issuing the new item. • Hats - Requires item to be returned. Division Chief discretion for exchange. Hat's will be collected and disposed of by Division Chief when issuing the new hat. • Boots — Requires item to be returned. Division Chief discretion if boots need to be replaced or rebuilt. Department will pay to have boots rebuilt and will pay for zippers. $325 total max cost on new station boots. Employee is responsible for any amounts over $325 and must be paid at time of purchase or turn in check for overage made payable to the City of Meridian with your receipt for the boots. Please obtain the authorized boot list from the intranet before AP -205 Uniform -Personal Appearance Page 6 of 9 CD U C M L CL C. �J I. 0 L CL 1 E 0 purchasing. (Only Station Boots are handled through the clothing store. See Division Chief Welborn for Wildland boots.) • Shoes- Requires item to be returned. • Badoes, collar _brass and name plates — Requires item to be returned. These will be replaced upon returning the damaged item. Turn in to Division Chief with authorization form. Alterations What the Department will pay for: • Adding stripes/braids to Class A Uniforms • Adding or changing out Maltese Service stars on Class A Uniforms • Hemming of Nomex work pants • Reapplying patches and flags (all items come with flags and patches already applied) • Sewing on buttons What the Department will not pay for: • Alterations to adjust sizing due to weight gain/loss on any Department issued clothing (except for Class A Uniforms) • Alterations for a desired fit Class A Code of Conduct 1. Proper uniform headgear will be worn anytime a member is wearing their Class A uniform outdoors. Upon entering a building the member's cover (hat) will be removed. When in Class "A" uniform, the hair will not extend below the bottom edge of the front of the headgear, when worn, or below the bottom edge of the collar. 2. When in uniform and wearing a cover (i.e.: Class A's outdoors), the member will come to the position of attention and salute on the following occasions: • When the flag is passing in a parade, a review, or on a casket • During the ceremony of hoisting or lowering, • When the National Anthem is played, • During the Pledge of Allegiance. 3. Proper etiquette is as follows when wearing a cover: Parade/ceremony: Stand at attention when flag is in sight. When the Colors (flag) pass by, salute when it is six steps away and hold the Salute until it has passed six steps beyond. Funeral: Salute when the hearse or caisson passes, the casket is being moved, during the firing volley, when "Taps" is performed and when the casket lowers into the grave. Saluting is required unless you are a pallbearer. Hoisting/Lowering: The salute is initiated at the start of lowering and held until the flag is unsnapped from the halyard or through the last note of music, whichever is the longest. Nat'l Anthem: Individuals in uniform should face the music, or flag if one is present. Then they should stand at attention and give the military salute at the first note of the anthem and maintain that position until the last note. Pledge: Face the Flag, stand at attention, salute and begin reciting maintaining that position until completed. 4. When in uniform and NOT wearing a cover (Le.: indoors or Class B/C's) the member will come to attention (as per the above listed etiquette) but NOT salute. AP -205 Uniform -Personal Appearance Page 6 of 9 _ 5. How to: a. Come to Attention: To assume this position, bring the heels together sharply on line by moving the heel of the left foot to the heel of the right foot. The toes should be pointing out equally, forming an angle of 45 degrees. Rest the weight of the body evenly on the heels and balls of both feet. Keep the legs straight without locking the knees. Hold the body erect with the hips level, chest lifted and arched, and the shoulders square. Keep the head erect and face straight to the front with the chin drawn in so that alignment of the head and neck is vertical. Let the arms hang straight without stiffness. Curl the fingers so that the tips of the thumbs are alongside and touching the first joint of the forefingers. Keep the thumbs straight along the seams of the trouser leg with the first joint of the fingers touching the trousers. b. Salute: To salute, raise your right hand smartly until the tip of your forefinger (index finger) touches the brim of your cover, above and slightly to the right of your right eye. Keep your thumb and fingers extended and joined, palm to the left, with your hand and wrist straight. Hold your upper arm horizontal, and your forearm inclined at an angle of 45°. At the same time turn your head and eyes toward the person or flag you are saluting. Hold the salute until returned by the person, saluted, and then drop your hand smartly to your side (without smacking your side). L ***Remain silent, unless reciting the Pledge, and do not move unless otherwise directed. *** CL Other Uniform Accoutrements CL Ox Badge Mourning Sand 1. Wear a mourning band at the line -of -duty funeral of any firefighter, or member of the United States armed forces, who died in the performance of duty. 2. Wear a mourning band at the non -line -of -duty funeral of any active or retired firefighter. a th 3. Wear a mourning band on Sept 11'" -National Patriot Day, each year in remembrance LM of our fallen brothers. CL 4. Wear a mourning band at any line -of -duty memorials, such as wall or plaque "-.ft dedications. E 5. When directed by the Chief. a White Gloves: Wn To be worn when member is part of the ceremony (funeral, parade, etc) or as directed by = the Chief. Definitions: 1. "On Duly'- Any time a member is being compensated for service, a member is considered on -duty. Examples may include shift work, training, conferences, seminars, etc. 2. "Off Duty"- Any time a member is not working within any capacity for the Department. References: 1. Class A Code of Conduct (see above) 2. Policy AP525- Meritorious Service Awards 3. Form AP205 — Authorization Form AP -205 Uniform -Persona! Appearance Page 7 of 9 Forms/Supporting Documents: Issuedlrequired clothing for department suppression personnel. ® NOTE: Leather helmets are eligible to be ordered, directly through the Fire Chief via email request, after 5 years of service. If the member has received a leather helmet and subsequently promotes to Captain or Chief Officer, the Department will order a 2nd leather helmet at the member's request, provided the member reimburses the City for the difference in cost as compared to the standard issued helmet. Clothing Items for Suppression Personnel Number Required 1. Class B Shirt- Short/Long Sleeve Maximum of 5 in any combination 2. Class D T -Shirt Short/Long sleeve 8 any combination 3. Class BID Nomex Pants 4 4. Belt 1 5. Station/Duty Boots 1 6. Class B Collar Brass- set 2 7. Class A Collar Brass- set 1 B. Badge for Class A and Gass B 2 9. Class A uniform 1 10. Ball Cap 2 11. Winter Stocking Cap 2 12. Workout shorts 3 13. Workout sweats 1 14. Job Shirt 2 15. Winter Jacket 1 16. game Plates 2 17. Leather Helmet 1 after minimum 5 years of service one time Issued/required clothing for department Administrative personnel „{cont'd on next page) AP -205 Uniform -Personal Appearance Page 8 of 9 ADMINISTRATION CLOTHING ITEM Chief- Deputy Chiefs.Division Class A Uniform (sizes over 50, add'[ charge) Quant tf Required 1 required Winter Duty Coat-Navy w ith Liner - Dark Navy 1 Maximum Job Sw eatshirt Pullover 1/4 zip Black 2 Maximum Solid Black Pants 6 Pair Max in any Combination Duty Belt Velcro Basket Weave 1 3/4 Black 1 belt maximum Class B, Short Sleeve, Cotton Blend, Blauer, Patch & Mag Class B. Long Sleeve, Cotton Blend, Blauer, Patch & Flag _ Button-up, Your choice, T-Zers Polo. Your choice, T-Zers 10 total in any combination w ith at least 3 minimum Class B shirts Short Sleeve Compression T-Shirt, Admin Logo, Blauer, Black Short Sleeve Compression T-Shirt, Admin Logo, Blauer, White 10 total in any combination Maximum Sw eat Pants - Dark Gray ADMIN LOGO Jerzees 1 Maximum Gym Shorts - Durk Gray ADMIN LOGO Anvil 2 Maximum Duty Ball Cap Flex Fit PORT AUTH Black 2 Maximum Winter Stocking Cap Black 1 Maximum Shoes, Your Choice Black 1 pr Maximum Badge - Black/Red/Gold 2 Maximum Collar Brass (Red/Gold) - Set of 2, 5 bugels 2 Sets Maximum Collar Brass (Red/Gold) - Set of 2, 4 bugels 2 Sets Maximum Collar Brass (Red/Gold) - Set of 2, 3 bugels 2 Sets Maximum Name Plate Rhodium (Gold) 2 Maximum Gass A Uniform (sizes over 50, add'I charge) 1 required Winter Duty Coat-Navy with Liner- Dark Navy 1 Maximum Job Sw eatshirt Pullover 1/4 zip BLACK 2 Maximum Solid Black Pants 6 Pair Max in any Combination Duty Belt Velcro Basket Weave Black 1 3/4 1 belt maximum Class B, Short Sleeve, Cotton Blend, Blauer, Patch & Flag Class B, Long Sleeve,Cotton Blend, Blauer, Patch & Flag Button-up, Your choice, T-Zers Polo, Your choice, T-Zers 10 total in any combination w ith at least 3 minimum Class B shirts Short Sleeve Compression T-Shirt, Black, Admin Logo, Blauer Short Sleeve Compression T-Shirt, White, Admin Logo, Blauer 4 total in any combination Maximum Duty Ball Cap Flex Fit Black PORT AUTH 2 Maximum Winter Stocking Cap Black 1 Maximum Black Shoes, Your Choice 1 pr Maximum Badge - Black/Red/Silver, l=ire Inspector 2 Maximum Collar Brass (Red/Silvar) - Set of 2 2 Sets Maximum Name Pate Rhodium (Silver) Public Educatc:ir Class A Uniform (sizes over 50, add'I charge) Maximum 1 required Winter Duty Coat-Navy w ith Liner - Dark Navy 1 Maximum Job Sweatshirt Pullover 1/4 zip BLACK 2 Maximum Solid Black Pants 6 pair maximum Duty Belt Veloro Basket Weave Black 1 3/4 1 belt maximum Class B. Short Sleeve, Cotton Blend, Blauer, Patch & Flag Class B, Long Sleeve, Cotton Blend, Blauer, patch & Flag Button-up, Your choice, T-Zers _ polo, Your choice, T-Zers 10 total in any combination w ith at &east 3 minimum Gass B shirts Short Sleeve Compression T-Shirt, Black, Admin Logo, Blauer Short Sleeve Compression T-Shirt, White, Admin Logo, Blauer 4 total in any combination Maximum Duty Ball Cap Flex Fit Black PORT AUTH 2 Maximum Winter Stocking Cap Black 1 Maximum Black Shoes, Your Choice 1 pr Maximum Badge - Black/Red/Silver Public Education 2 Maximum Collar Brass (Red/Silver) - Set of 2 2 Sets Maximum Name Rate Rhodium (Silver) Button-up shirt w/logo 2 Maximum 2 Maximum Nl''oto shirt w/logo 2 Maximum Fleece Jacket w/logo 1 Maximum AP -205 Uniform -Personal Appearance Page 9 of 9 IL "-ft. 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