2014 Collective Labor Agreement with IAFF Local 4627 for Meridian FirefightersCOLLECTIVE LABOR
AGREEMENT
between
CITY OF MERIDIAN
and
MERIDIAN FIREFIGHTERS
I.A.F.F. LOCAL 4627
�irE IDR
Effective
October
October 1, 2014 - September 30, 2016
TABLE OF CONTENTS
AGREEMENT PREAMBLE..........................................................................................................1
ARTICLE 1 —
RECOGNITION......................................................................................................1
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........................................................................................................6
ARTICLE 11
— INJURY LEAVE....................................................................................................8
ARTICLE 12
— VACATION—EMERGENCY—INCIDENTIAL & HOLIDAY LEAVE ...............9
ARTICLE 13
— RELIEF PERSONNEL........................................................................................12
ARTICLE 14
— VACANCIES.......................................................................................................12
ARTICLE 15
— PROMOTIONS...................................................................................................13
ARTICLE 16
— GRIEVANCE PROCEDURE..............................................................................15
ARTICLE 17
— NO STRIKES — NO LOCKOUT........................................................................17
ARTICLE 18
— UNIFORM ALLOWANCE AND ISSUED EQUIPMENT................................17
ARTICLE 19
— HOURS OF WORK AND DESIGNATED WORK HOURS .............................18
ARTICLE 20
— BEREAVEMENT LEAVE.................................................................................19
ARTICLE 21
— ADDITIONAL DUTY AND COMPENSATION..............................................20
ARTICLE 22
— WORKING OUT OF CLASSIFICATION.........................................................21
ARTICLE 23
— STAFFING..........................................................................................................22
ARTICLE 24
— SALARIES ..........................................................................................................23
ARTICLE 25
— ALCOHOL & DRUG POLICY..........................................................................23
ARTICLE 26
— HEALTH AND WELLNESS..............................................................................23
ARTICLE 27
— REQUEST FOR REDUCTION IN RANK..........................................................24
ARTICLE 28
— SAVINGS CLAUSE...........................................................................................26
ARTICLE 29
— EFFECTIVE DATE............................................................................................26
APPENDIX "N'—
WAGE SCHEDULE
APPENDIX `B" — DRUG & ALCOHOL POLICY
APPENDIX "C"
— ISSUED EQUIPMENT
APPENDIX "D" — POLICY AP 205 — UNIFORM/PERSONAL APPEARANCE
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, III, Engineer,
20 Captain of 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, Training
25 Captain, 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 27
ARTICLE 2 - DISCRIMINATION
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
UNION, because of the employee's membership or non -membership in the UNION or by virtue
of his/her holding office or not holding office in the UNION.
The CITY and the UNION agree that neither shall discriminate against any employee or
prospective employee with respect to his/her compensation, terms, conditions, or privileges of
employment because of such employee's race, color, religion, sex, national origin, age, or other
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 27
and methods of operations; To create and oversee personnel policies, rules and regulations not
inconsistent with any other term of this Agreement; The introduction of new equipment; The
right to hire, lay-off, transfer and promote; To discipline and discharge employees for cause; To
determine work schedules and assign work; To determine job qualifications; To take whatever
action may be necessary to carry out its mission. Provided that nothing in this Article shall
nullify: (1) Any provisions elsewhere in this agreement, or (2) The CITY's statutory obligation
to negotiate with the UNION Pursuant to Chapter 18, Title 44, Idaho Code. Any change or
cancellation of any such right or privilege that is provided within Idaho Code shall be subject to
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 Fire Chief is given
29 seventy-two (72) hours notice and approves such leave. Up to three (3) members of the
30 UNION's Contract Negotiation Committee shall be allowed time off either as leave without pay
31 or vacation time at the employee's discretion, for all meetings with the CITY for contract
COLLECTIVE LABOR AGREEMENT — Page 3 of 27
negotiations, for union conventions and for union seminars mutually set by the CITY and the
UNION.
UNION shall be allowed to hold meetings within CITY Fire Stations. When
teleconferencing is available for all stations; meetings shall be held at multiple stations rather
than Station 1. By mutual consent a meeting may be held at one station as schedule and
workload allows. The CITY shall always maintain authority over the use of its stations.
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 During the term of this Agreement, the CITY shall pay 100% of the employee premiums
28 for health, worker's compensation, dental, life, and short & long-term disability insurance. The
29 CITY shall pay the same premium and provide identical coverage to the UNION for health
30 insurance that is given to other city employees. The coverage shall be comparable to the current
31 coverage in policies, in existence as of the effective date of this agreement. The CITY will pay
32 80% of the same premium for the family health and dental in the same manner that it pays for
COLLECTIVE LABOR AGREEMENT — Page 4 of 27
other city employees. This provision will be reviewed on an annual basis after quotes for
insurance are received to determine what adjustments may be needed to employee contributions
to the plan. The CITY further agrees to cover increases in premiums for employees up to 3%
not to exceed $15.00 per month or $180 per year. However, adjustments in coverage may be
necessary if premiums quoted are above that amount. Any adjustments will not exceed
adjustments made to other city employees. The CITY reserves the right to make changes in
carriers, premiums and provisions of these programs when deemed necessary or advisable. The
City of Meridian agrees to establish an insurance review committee that will review the
employee's insurance coverage on an annual basis and make recommendations to the City
10 Council. The UNION will be given a position for a representative on the committee with the
11 understanding that this member does not have bargaining power for the UNION.
12
13 9.1 Line of Duty Death Benefit
14 If a Firefighter dies in the line of duty as determined by the United States Department of
15 Justice, in addition to other benefits that are available for a firefighter who dies in the line of
16 duty, including but not limited to the Federal Firefighter Death Relief Act, Social Security, State
17 Worker's Compensation, or the Public Employees Retirement System, the CITY agrees to pay
18 the following benefits:
19 1) Cash value of 100% of the accumulated sick leave up to a maximum of 720 hours
20 remaining to the survivor of the firefighter; either to the spouse, or dependent children at the
21 survivor's choice; paid in one lump sum to the party or their designated trustee or
22 representative.
23 2) A CITY provided life insurance policy, at no cost to the firefighter, for both $50,000
24 term life and $50,000 accidental death benefit.
25
26 9.2 - Post Employment Benefit
27 When a firefighter retires from active duty, by qualifying under the rules existing under
28 the Public Employee Retirement System (PERSI); by points, age, medical disability, or by any
29 method in existence at the time of retirement allowed by PERSI, the CITY agrees to pay the
30 cash value equivalent of twenty-five percent (25%) of the accumulated sick leave remaining for
31 that firefighter to them at the time of their retirement.
COLLECTIVE LABOR AGREEMENT — Page 5 of 27
The CITY will make all reasonable efforts during the term of this agreement to create a
citywide post employment health benefit for all employees that may be considered by the
UNION. In the event a program is created and approved by the CITY the UNION will have the
option to re -open this agreement and substitute the citywide program in lieu of this Program in
Article 9.2 without penalty.
9.3 Voluntary Health Insurance and Benefits
There shall be established a Firefighter Only Retirement Health Plan between the
UNION and a vendor of their choosing; Washington State Council of Firefighters Medical
10 Expense Plan for Retirees (WSCFFMERP). The City shall require that all employees of the fire
11 department that are covered by the terms of this Collective Bargaining Agreement shall be
12 required to be a member of WSCFFMERP by City policy whether they are a member of the
13 UNION or not.
14 At no cost to the CITY, the CITY agrees to deduct the specified amount authorized by
15 the firefighters and transmit those amounts to WSCFFMERP monthly. The UNION will be
16 required to submit plan documents to the CITY with all the necessary information to allow the
17 CITY to accomplish the payroll deduction. The amounts will be reflected in the individual
18 UNION members monthly pay stubs.
19 The deductions by the CITY have to align with the beginning of the City's pay periods
20 and payrolling system.
21
22 ARTICLE 10 — SICK LEAVE
23 Any twenty-four (24) hour shift member of the UNION incurring a non -duty sickness or
24 disability which renders them unable to perform their duties shall receive sick leave with full
25 pay within his/her accumulated sick leave time. All twenty-four (24) hour shift members shall
26 accrue fourteen (14) hours per month. The maximum time accumulated shall be 2920 hours.
27 Any forty (40) hour per week member of the UNION shall accrue eight (8) hours per
28 month with a maximum accumulation of 720 hours. The accumulated sick leave shall carry
29 over from one contract to the succeeding contract.
30 Any UNION member that transfers from a twenty-four (24) hour shift position to a forty
31 (40) hour per week position or vice versa shall have their accumulated leave adjusted by the
32 following conversion factor.
(OLLEcTIVE LABOR AGREEMENT — Page 6 of 27
• Twenty-four (24) hour shift transfer to forty (40) hour per week shift — Multiply
accumulated leave by .736.
• Forty (40) hour per week shift transfer to twenty-four (24) hour shift — Multiply
accumulated leave by 1.36.
Any UNION member whose employment with the CITY is voluntarily separated from
employment, but not by PERSI retirement, shall be paid, at their regular wage rate, for 10% of
their accrued sick leave at the date of separation. If an employee is involuntarily terminated by
the CITY, excluding workforce reduction, no pay will be given.
Any UNION member unable to perform their duties for more than three (3) consecutive
10 shifts for twenty-four shift members and five (5) consecutive days for forty hour per week
11 members due to non -duty sickness or disability shall be required to provide medical
12 documentation from their attending physician that states that the employee is unable to perform
13 their regular duties or any limitations that may exist and the expected length of time before the
14 employee can return to full duty. Any employee may be required to provide a physician
15 certificate prior to the use of three (3) consecutive work shifts for twenty-four shift members
16 and five (5) consecutive days for forty hour per week members to ensure compliance with the
17 provisions of the Family Medical Leave Act (FMLA). An employee on medical, injury or
18 incidental leave will not accrue any sick leave benefits for leave that exceed six (6) or more
19 consecutive work shifts for twenty-four hour shift members or ten (10) consecutive days for
20 forty hour per week members.
21
22 10.1— Donating of vacation leave and receiving paid time off for catastrophic illness or
23 injuries (FMLA Qualifying) of Firefighters or Family members
24 UNION members that suffer a catastrophic illness or injury to themselves or an
25 immediate family member shall be eligible to receive leave time from another member of the
26 UNION to cover any loss of income for the member's absence from their regularly scheduled
27 duty assignment.
28 The illness and/or injury as well as the qualifying individual must all comply with the
29 requirements of the Family Medical Leave Act and the City Policy to be able to receive this
30 paid time off.
COLLECTIVE LABOR AGREEMENT — Page 7 of 27
UNION members may donate all of their accrued vacation hours per calendar year. The
receiving UNION member cannot receive more than 480 hours for forty (40) hour per week
Firefighting Personnel or 720 hours for 24 hour per shift Suppression Firefighters of donated
time per calendar year except as allowed by City Policy 4.3.1.
Pursuant to the City of Meridian Standard Operating Policy and Procedure No. 4.3.1
employees are eligible to donate accumulated vacation leave to another employee that has an
FMLA qualifying event. Additionally, the City currently provides Short Term and Long Term
disability benefits to employees. The paid time off that is necessary for an employee to
maintain their pay during this period shall be coordinated with that benefit so that the employee
10 does not receive an excess of their regular pay. All IRS regulations must be followed by any
11 participant in this program.
12
13 ARTICLE 11— INJURY LEAVE
14 When a firefighter is incapacitated on the job the firefighter shall be entitled to injury
15 leave with full monthly pay without reduction which includes the wage scale in APPENDIX
16 "A", during the time period in which the firefighter is unable to perform their duties or until
17 such time as the firefighter is accepted for retirement by the current retirement system. The
18 period of injury leave is limited to a maximum of twelve (12) months and any Worker's
19 Compensation benefits received by the member for total or partial temporary disability during
20 the employee's injury leave with full pay shall be turned over to the CITY. All employees on
21 injury leave shall be subject to an examination by a Doctor acceptable to the CITY. The CITY
22 may require recertification by a physician every thirty (30) days.
23 Whenever a firefighter is unable to perform their full duties as a result of a "line of duty"
24 injury or illness, the firefighter may be required to report to work in a light duty status if
25 management determines that light duty work exists or is available at that time. Management has
26 the right to determine if light duty exists. The CITY has the right to reassess the light duty
27 position every thirty (30) days.
28 The DEPARTMENT reserves the right to re -assign work schedules as necessary when
29 assigning light duty. This right shall include, but not be limited to changing days of work, hours
30 of work, and type of work to be performed. If light duty extends beyond the current month
31 (begins in one month and extends into another), the firefighter will only accumulate leave
32 benefits at same accrual rate of a general city "forty (40) hour per week" employee until light
COLLECTIVE LABOR AGREEMENT — Page 8 of 27
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
duty ends. When the firefighter returns to regular duty assignment the normal leave benefits
will begin to accrue immediately. If the return to duty occurs within the month then the CITY
will pro -rate their accrual of leave within that month between a general employee rate and the
firefighter rate.
Assigned light duty shall be strictly limited to instructions, restrictions, or limitations
provided by the sick or injured employee's medical doctor regarding their physical or mental
status. The firefighter must provide a Doctor's release to the Fire Chief or designee stating
what limitations or functions the firefighter is able to perform and for how long (hours per day
or per shift, days or shifts per month, etc.)
Assigned light duty shall in no way endanger, aggravate or prolong the full physical
and/or mental recovery of the sick/injured employee.
Light duty shall in no way affect the existing vacation, holiday, sick leave or other
benefit accrual as previously agreed to or provided for by this agreement or by past practice of
the management except for the exceptions as provided within this Article.
16 ARTICLE 12 — VACATION—EMERGENCY—INCIDENTAL & HOLIDAY LEAVE
17
18
19
20
21
22
23
24
25
26
27
12.1 Vacation Leave
All twenty-four (24) hour shift employees shall accrue paid vacation leave on monthly
basis according the following schedule:
28 lost.
29
30
31
32
33
34
35
A.
Zero to four (0-4) years of service
16 hours per month
B.
Five to nine (5-9) years of service
18 hours per month
C.
Ten to fourteen (10-14) years of service
20 hours per month
D.
Fifteen to nineteen (15-19) years of service
22 hours per month
E.
Twenty (20) and over years of service
24 hours per month
Maximum hours accrued shall be 720 hours. Any amount over the maximum will be
All forty (40) hour per week employees shall accrue paid vacation leave on monthly
basis according the following schedule:
A.
Zero to four (0-4) years of service
10 hours per month
B.
Five to nine (5-9) years of service
12 hours per month
C.
Ten to fourteen (10-14) years of service
14 hours per month
D.
Fifteen to nineteen (15-19) years of service
16 hours per month
E.
Twenty (20) and over years of service
18 hours per month
COLLECTIVE LABOR AGREEMENT — Page 9 of 27
Maximum hours accrued shall be 250 hours. Any amount over the maximum will be
lost.
Any UNION member that transfers from a 24 hour shift position to a 40 hour per week
position or vice versa shall have their accumulated leave adjusted by the following conversion
factor.
• Twenty-four (24) hour shift transfer to forty (40) hour per week shift — Multiply
accumulated leave by .736.
• Forty (40) hour per week shift transfer to twenty-four (24) hour shift — Multiply
accumulated leave by 1.36.
10 Any firefighter, whose employment with the DEPARTMENT is discontinued, for any
11 reason, shall be paid at their wage rate, at time of separation, for all accrued and accumulated
12 vacation.
13 Vacation usage shall be governed by departmental policy. The number of firefighting
14 personnel that that shall be permitted to use vacation or incidental leave per shift shall be
15 determined by the following formula:
16 The number of approved line firefighter position per shift divided by 6.5. (Example: (20
17 ff's on a shift divided by 6.5 = 3.07).
18 The minimum number of firefighters permitted to use vacation or incidental leave shall
19 not be lower than 3 per shift. The increase of an additional firefighter utilizing vacation or
20 incidental leave on a shift shall not change until the quotient of the formula meets or exceeds
21 the next whole number. As of the effective Date of this Agreement and for the purpose of this
22 calculation, the total current approved line Firefighter positions per shift is twenty (20).
23 Additional personnel may be permitted to use vacation or incidental leave if it will not
24 cause additional overtime to the DEPARTMENT and is approved by the Battalion Chief.
25 NOTE: Firefighters who are promoted to any non -UNION position shall retain their
26 existing accrued vacation and sick leave. The employee shall then be subject to the accrual
27 rates pursuant to City policy of eight (8) hours of sick leave monthly and vacation accruals
28 based upon years of service with the City of Meridian. Any employee that has hours in sick
29 leave or vacation leave in excess of the amount allowed by City Policy shall not accrue any
30 additional sick leave or vacation until their hours have gone below the allowed limits.
31
COLLECTIVE LABOR AGREEMENT — Page 10 of 27
12.2 Emergency Leave
In the event of an emergency, a firefighter shall be granted leave for a minimum of four
(4) hours and until the emergency no longer exists and the firefighter can return and perform
their job as required. The firefighter's station captain shall have the authority to grant the
immediate leave and will coordinate with the Battalion Chief to acquire a replacement
firefighter pursuant to this Agreement and Departmental policy.
An "Emergency" for the purposes of this clause shall be a matter that could not have
been anticipated or known prior to the beginning of the firefighter's shift and should in the
discretion of the station captain be a matter of concern of great bodily harm to the firefighter or
10 their immediate family; a matter of great property loss or damage to the firefighter and should
1 1 only be granted in the most extraordinary of circumstances.
12 When practical the Fire Chief will be notified of the granting of Emergency Leave, and
13 if applicable, the possible length of said leave.
14
15 12.3 Incidental Leave
16 Incidental leave is defined as time off not previously scheduled during the vacation
17 schedule process pursuant to departmental policy. Incidental leave usage shall be governed by
18 departmental policy, but no more than three (3) firefighters shall be allowed to use incidental or
19 vacation leave per shift unless directed by a Battalion Chief and it will not cause any additional
20 overtime to the DEPARTMENT.
21 Incidental leave may be granted at any time, up to and including the day requested, as
22 long as no more than three firefighters have been granted vacation or incidental leave on the
23 requested day. Incidental leave will be granted for a minimum four (4) hours.
24
25 12.4 Holiday Leave
26 All firefighters shall accrue and receive eight (8) hours paid leave for each of the
27 holidays listed below and any additional days recognized by the State of Idaho. All holiday
28 time shall be in addition to the employee's accumulated vacation leave, and shall accrue as each
29 holiday occurs. All twenty-four (24) shift employees shall have the holiday leave added to their
30 vacation leave. All employees shall be entitled to ten (10) holidays per calendar year as listed
31 below:
32
COLLECTIVE LABOR AGREEMENT — Page II of 27
I NEW YEAR'S DAY
LABOR DAY
2 CIVIL RIGHTS DAY
COLUMBUS DAY
3 PRESIDENT'S DAY
VETERAN'S DAY
4 MEMORIAL DAY
THANKSGIVING DAY
5 INDEPENDENCE DAY
CHRISTMAS DAY
6 All forty (40) hour per week employees shall NOT receive Columbus Day as a holiday, but
7 shall receive the day after Thanksgiving as a holiday. The forty (40) hour per week employees
8 shall receive all the remaining holidays as listed above. If the designated holiday falls on a
9 weekend then the member shall take the City designated day as the holiday.
10
11 ARTICLE 13 — RELIEF PERSONNEL
12 The DEPARTMENT will provide qualified relief personnel with full-time employees.
13 Sufficient relief personnel shall be used to maintain normal coverage of each shift period of
14 vacation, holidays, sick leave, and fire related education. Relief personnel may include current
15 department personnel working out of classification in a higher ranked position, pursuant to this
16 Agreement.
17
18 ARTICLE 14 — VACANCIES
19 Entry level firefighters shall be determined by a generally accepted standard testing
20 method within the fire service profession. Every two (2) years the DEPARTMENT shall hold a
21 qualifying test. The purpose of the test shall be to establish a hiring list of applicants for entry
22 level vacancies that may occur within the subsequent two (2) years. This test shall not limit the
23 DEPARTMENT's ability to set the requirements necessary for hiring for vacancies.
24 Any unfilled entry level position caused by termination, retirement, promotion or
25 otherwise, except for personnel reduction as provided elsewhere in this Agreement, shall be
26 filled from a hiring list of eligible applicants on file for that position. If there is no existing list
27 then entry level positions will be filled after the next available testing. Vacancies must be filled
28 after the next available testing. Vacancies must be filled no later than one (1) year from the
29 opening.
30 Promotions and vacancies for the position of Engineer, Captain and any other positions
31 added to the ranks of the DEPARTMENT which pertain to shift personnel shall be filled from
32 the current ranks of full-time personnel of the Meridian Fire Department. After the test is given
33 and if appropriate training has been provided for the position tested and there are no successful
COLLECTIVE LABOR AGREEMENT — Page 12 of 27
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
10 in a suspension without pay within ninety (90) days of the date to be promoted.
11 Currently a position of Training Captain is authorized, but unfilled. The position shall
12 remain vacant by mutual agreement during the duration of this agreement. If the need arises
13 based upon changed circumstances this position may be reinstated by mutual agreement and
14 when that occurs the time periods for filling of the position shall follow all other vacancies
15 within this Agreement.
16 It shall be the exclusive responsibility of the DEPARTMENT to determine bona fide
17 occupational requirements within the meaning of this Article.
18
19 ARTICLE 15 — PROMOTIONS
20 Eligibility tests for promotion and newly created positions shall be based on
21 examinations given. To be considered for promotion the employee must have served one
22 continuous year in the previous position, except for Battalion Chief which the employee shall
23 have served three (3) continuous years in the previous position. All promotional lists will
24 become effective June I't of the year that they are given and will expire on May 31s` of the year
25 that the subsequent test is given.
26 Examinations will be given once every two (2) years for Engineers; and will be given in
27 the first week of May of each year. For the positions of Captain of Suppression, the
28 examination will be given every two (2) years in the first week of May. For all other
29 promotional positions identified in this Agreement, testing will be done on an as needed basis.
30 The testing for Engineers will be in odd numbered years and for Captain in even numbered
31 years, or as needed. Upon enactment of this Agreement (2014-2016) the current list for
32 Engineers shall not expire until 2016 and the members on the current list shall maintain a
COLLECTIVE LABOR AGREEMENT — Page 13 of 27
priority over members that test for Engineer in 2015 until their list has expired. A member may
be on both lists simultaneously. The current Captain's list will be extended to 2016.
A notice of impending promotional exam with a designated bibliography and defined
scoring criteria for the positions being tested shall be provided to all personnel for a minimum
of ninety (90) days prior to the test date. The bibliography and defined scoring criteria may be
available more than ninety (90) days prior to the testing, but the notice of testing must allow for
a minimum of ninety (90) days between the notice and the test. Notice shall be provided by a
department wide email to all members of the department and by the posting of notices in each
Fire Station and the Administrative office of the Fire Department.
10 In the event of an opening/vacancy for a position in which there are no qualified
11 candidates on the current promotion/eligibility list of that position, a special test may be given,
12 by mutual consent of both parties, to fill the vacancy/opening.
13 All examinations shall be impartial and shall relate to those matters which will test fairly
14 the candidate's ability to discharge the duties of the position to be filled.
15 It shall be the exclusive responsibility of the DEPARTMENT to determine bona fide
16 occupational requirements within the meaning of this Article. The DEPARTMENT shall be the
17 sole judge of skills, qualifications and ability. Seniority for promotions will be one (1) point per
18 year of service up to the maximum of ten (10) points. Seniority points will be added after
19 successfully passing the written examination. Promotional examinations shall consist of a
20 written test, assessment center, and two oral boards. The components of the assessment center
21 shall be identified at the time of the announcement of the test. The following formulas will be
22 used to determine the candidate's final score on promotional examinations for Engineer and
23 Captain respectively:
24
25 Engineer's Exam Scoring Criteria:
26 Written test: 40% of overall score; 70% minimum passing score
27 Assessment Center: 30% of overall score; 70% minimum overall passing score for each
28 component
29 Operational Oral Board: 15% of overall score; 70% minimum passing score
30 Chief's Oral Board: 15% of overall score; 70% minimum passing score
31
32
COLLECTIVE LABOR AGREEMENT — Page 14 of 27
Captain's Exam Scoring Criteria:
Written test: 40% of overall score; 70% minimum passing score
Assessment Center: 30% of overall score; 70% minimum passing score
Operational Oral Board: 15% of overall score; 70% minimum passing score
Chief's Oral Board: 15% of overall score; 70% minimum passing score
Battalion Chiefs Exam Scoring Criteria:
Written test: 20% of overall score; 70% minimum passing score
Assessment Center: 50% of overall score; 70% minimum passing score
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 Each testing cycle shall have a DEPARTMENT provided Development Program for
13 promotion prior to the testing period.
14
15 ARTICLE 16 — GRIEVANCE PROCEDURE
16 Disputes or differences arising between the DEPARTMENT and the UNION and/or
17 individual members of the Fire Department as to the meaning or application of any provision of
18 the Agreement or of the Rules and Regulations of the Fire Department (as provided in Article
19 8), relating in any way to employees' wages, hours and /or conditions of employment, shall be
20 settled in the manner provided herein. For the purpose of this provision, such a dispute or
21 difference shall be referred to as a "Grievance." All timelines that are described in this Article
22 may be adjusted by the mutual consent of the DEPARTMENT and the UNION. Any variation
23 of the timeline shall be memorialized in writing and signed by the Chief and the UNION
24 President or designee.
25 Step One: Any employee who has a grievance shall notify the Union Grievance
26 Committee in writing within fourteen (14) calendar days from the date of the grievance, or
27 fourteen (14) calendar days from the time the employee, through reasonable diligence, should
28 have been aware of it. The Union Grievance Committee, hereinafter referred to as UNION,
29 shall within the next then thirty (30) calendar days after the conclusion of any fact gathering,
30 hearing, or necessary research to determine if the grievance has merit. If in its opinion, the
31 grievance does not have merit, no further action shall be necessary. At no point shall the process
32 exceed thirty (30) days without the consent of both the DEPARTMENT and the UNION.
COLLECTIVE LABOR AGREEMENT — Page 15 of 27
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
10 of the Fire Chief's written reply. All parties to such discussion will make a good faith effort to
11 resolve the grievance. The CITY, through the Mayor and City Council thereafter shall give its
12 reply in writing within thirty (30) calendar days from the conclusion of any fact gathering,
13 hearing, or necessary research. At no point shall the process exceed thirty (30) days without the
14 consent of both the CITY and the UNION.
15 Step Four: If the grievance has not been resolved at the appropriate lower Step(s),
16 either the UNION and DEPARTMENT may within fourteen (14) calendar days refer the
17 grievance to an Arbitrator by serving written notice upon the other.
18 The UNION and the DEPARTMENT shall both select an individual to represent their
19 interests in the grievance process. The individuals may not be members of, or employees of
20 either the UNION or the DEPARTMENT. These two individuals shall request Director of the
21 Department of Labor and Industrial Services of the State of Idaho to supply a list of seven (7)
22 proposed arbitrators, none of the seven (7) shall be individuals that have represented either the
23 UNION or the DEPARTMENT. Within five (5) calendar days after receipt of this list the
24 UNION'S representative and the DEPARTMENT'S representative shall select an Arbitrator by
25 alternately striking one (1) name at a time from the list until only one (1) name remains. The
26 party striking the first name shall be determined by a coin toss. Both parties shall accept the
27 name remaining on the list as the Lead Arbitrator.
28 The Arbitration Board shall conduct a hearing and shall render a decision in writing,
29 which shall be final and binding on both parties, subject only to the parties' right to seek
30 vacation or modification to the Arbitration Board award pursuant to the provisions of Chapter 9,
31 Title 7 Idaho Code.
COLLECTIVE LABOR AGREEMENT — Page 16 of 27
The Arbitration Board shall have only such jurisdiction and authority to interpret and
apply the provisions of the Agreement as shall be necessary to the determination of the
arbitration issue. The Arbitration Board shall not have any power to add or subtract from,
modify or alter in any way, the provision of this Agreement. The cost of arbitration shall be
borne equally by the CITY and UNION.
ARTICLE 17 - NO STRIKES — NO LOCKOUT
Upon the consummation and during the term of this Agreement, no member of the Fire
Department covered by this Agreement shall strike or recognize a picket line of any labor
10 organization while in the performance of his/her official duties, in accordance with Idaho Code
11 Section 44-1811.
12 It is mutually agreed that there shall be no strike authorized by the UNION and no
13 lockout authorized by the CITY, except for the refusal of either party to submit to or abide by
14 the grievance procedure set forth herein. No picket line, at or around the City's property,
15 established by any other person or organization shall be sanctioned or honored during the term
16 of this Agreement.
17 The UNION agrees that as part of the consideration for this Agreement, it will, within
18 twenty-four (24) hours take steps to end any unauthorized work stoppages, strikes, slow -downs
19 or suspensions of work, instructing their members to work immediately. The UNION agrees
20 that it will not assist employees participating in unauthorized work stoppages, strikes, slow -
21 downs or suspensions of work. For purposes of this section, the term "strike" shall include a
22 cessation or stoppage of work, slow -down, sit-in and picketing of the City's premises.
23
24 ARTICLE 18 - UNIFORM ALLOWANCE AND ISSUED EQUIPMENT
25 The CITY and the UNION believe that professionalism and pride in the City and the
26 Fire Department are a significant part of a superior fire service. Both the CITY and the UNION
27 believe that the attire of the firefighter and their conformance with professional appearance
28 helps achieve the goals of a superior organization. All uniform and work attire shall be clean
29 and appropriately pressed or maintained. It shall be within the discretion of the Fire Chief or his
30 designee to determine if an article of clothing is no longer serviceable for wear on duty.
31 All employee uniforms shall meet National Fire Protection Association (N.F.P.A.) 1975
32 minimum requirements for station uniform wear. The brand, style, materials and color of
COLLECTIVE LABOR AGREEMENT — Page 17 of 27
I uniforms shall be reviewed annually by the Uniform Committee. The Committee shall be
2 comprised of two (2) UNION members and one (1) member of management designated by the
3 Fire Chief. The Committee may recommend changes, but the final decision shall be at the
4 discretion of the Fire Chief.
5 Under this article the CITY and the UNION have agreed to the specific clothing that is
6 to be purchased for Recruits and Firefighters.
7 All of the Uniform and Personal Appearance standards shall be governed by
8 APPENDIX "D".
9
10 18.1 Issued Equipment
11 The CITY agrees to provide the necessary equipment for the Twenty -Four (24) hour per
12 shift Suppression Firefighters to perform their duties. The CITY and the UNION will meet and
13 discuss what tools may be needed for each Suppression Firefighter. For the term of this
14 Agreement the equipment is listed in APPENDIX "C". Once issued the member shall be
15 responsible to maintain and keep the issued equipment. All items may be required to be
16 produced as part of an inspection. If equipment is lost or damaged, beyond use, in the course of
17 duty it may be returned, if practical, to the department for replacement. If unable to be returned
18 it can still be replaced. If lost or damaged outside of duty use then the firefighter will be
19 required to replace the item at the member's expense.
20
21 ARTICLE 19 - HOURS OF WORK AND DESIGNATED WORK PERIODS
22 19.1 Twenty Four (24) hour per shift Suppression Firefighters of the Meridian Fire
23 Department
24 The designated work period for all twenty-four (24) hour shift employees covered under
25 this Agreement shall be on a twenty-four (24) day cycle with coverage at 192 hours. Under the
26 Fair Labor Standards Act (FLSA) 182 actual hours worked will be paid at the regular hourly
27 rate and ten (10) hours paid at the overtime rate if no excluded hours under the Act have been
28 taken. Overtime shall also be paid for time worked off the Firefighter's normally scheduled
29 shift, other than a "shift trade."
30 The regular work schedule for twenty-four (24) hour shift employees shall be two
31 consecutive twenty-four (24) hour shifts on duty and ninety-six (96) hours off consecutively.
32 No suppression firefighter may work more than seventy-two (72) hours consecutively without
COLLECTIVE LABOR AGREEMENT — Page 18 of 27
I specific authorization or direction by the Deputy Chief of Operations, or the Fire Chief in
2 his/her absence. A shift shall be twenty-four (24) hours of duty, starting at 0700 and ending at
3 0700. For illustrative purposes, the regular work schedule for suppression personnel is listed
4 below with an X representing an on -duty shift and an O representing and off-duty shift.
5
n.
7
XXOOOOXXOOOO
8 19.2 Forty (40) Hour per week Firefighting Personnel of the Meridian Fire Department
9 The regular work week shall be scheduled Monday through Friday, 8:00 a.m. to 5:00
10 p.m. with a one (1) hour lunch break included. Any time worked over forty (40) hours per week
11 shall be paid at a rate of time and one-half of the employee's hourly wage to the next 1/2 hour for
12 the actual hours worked. When circumstances dictate, the Chief reserves the right to flex this
13 schedule to meet the DEPARTMENT'S needs. As a courtesy, the affected employee will be
14 given one (1) week's notice of the schedule change, unless the change is unforeseen. In an
15 unforeseen circumstance the Chief has the right to change the schedule to meet the need, but
16 once the circumstance is over, the schedule will be returned to normal. These positions shall
17 have a regular defined on-call schedule and will be compensated pursuant to the CITY on-call
18 policy.
19
20 ARTICLE 20 — BEREAVEMENT LEAVE
21 In the event of a death in the twenty-four (24) hour shift employee's immediate family,
22 they shall be entitled to forty-eight (48) consecutive shift hours off for bereavement leave.
23 Additional leave may be granted from sick leave, accrued vacation leave or unpaid leave of
24 absence at the discretion of the Chief or designee.
25 In the event of a death in the forty (40) hour per week employee's immediate family,
26 they shall be entitled to three (3) consecutive workdays off for bereavement leave Additional
27 leave may be granted from sick leave, accrued vacation leave or unpaid leave of absence at the
28 discretion of the Chief or designee.
29 For purposes of this article, immediate family shall be defined as current spouse,
30 children, parents, in-laws, brother, sister, grandparents, or grandchild of the employee. In-laws
31 are defined as a father, mother, or grandparents of current spouse, or sister and brother in-law of
(OLLEcTIVE LABOR AGREEMENT — Page 19 of 27
the employee. Adopted or "step" relationships will be considered same as any other family
relationship.
ARTICLE 21— ADDITIONAL DUTY AND COMPENSATION
Any firefighter reporting for duty while off-duty shall have all of the benefits that he/she
would normally have while on his/her regular tour of duty. All additional compensation
accumulated by a firefighter shall be due and payable in their next pay period.
9 21.1 Definition of Overtime, Scheduled Overtime, and Compensation
10 Overtime pay shall be paid as defined by Article 19 of this agreement. Scheduled
11 overtime shall be when a firefighter is requested to return to work for any meetings, training,
12 shifts or any other reason deemed necessary by the department that is scheduled or planned.
13 Firefighters shall receive overtime pay at one and one-half times (1 1/2) his/her normal
14 rate of pay for all overtime or scheduled overtime worked.
15
16 21.2 Definition of Emergency Callback and Compensation
17 Emergency Callback shall be when a firefighter is requested to return to work by the
18 DEPARTMENT at a time that the firefighter was not scheduled to work to address an
19 emergency as determined by the Fire Chief. The examples of this type of Emergency Callback
20 shall be for large scale structure fires, large scale range fires, unusual natural disasters causing
21 the complete extension of the City's resources, etc. Members accepting an Emergency Callback
22 must be able to meet the response time guideline as per DEPARTMENT policy.
23 The firefighter shall receive a minimum of four (4) hours of pay, from the time they
24 receive the call, for Emergency Callback. Additional calls during that initial four (4) hours will
25 not be further compensated. Any time worked after the first four (4) hours will be compensated
26 in one-half (1/2) hour increments, rounded up. Any firefighter reporting for duty while off-duty
27 shall have all of the benefits that he/she would normally have while on his/her regular tour of
28 duty. All additional compensation accumulated by a firefighter shall be due and payable in their
29 next pay period, unless the compensation is to be paid by a separate public or private entity. If
30 the latter situation exists then the firefighter will be paid at the next pay period after the funds
31 are transferred to the City. The firefighter will be paid by the last pay period within 180 days of
COLLECTIVE LABOR AGREEMENT — Page 20 of 27
the last date of service for the public or private entity whether the City has been reimbursed at
that time or not.
Firefighters shall receive overtime pay at one and one-half times (1 1/2) his/her normal
rate of pay for all time worked in response to Emergency Callback.
21.3 Definition of Holdover and Compensation
Holdover shall be when a firefighter regularly scheduled duty is extended from the end
of the shift by the DEPARTMENT.
Any time worked as holdover will be compensated in one-half (1/2) hour increments,
10 rounded up to the next half-hour.
11
12 21.4 Definition of Overtime for Training
13 Training that is required by the DEPARTMENT is compensable. The DEPARTMENT
14 retains the right to determine which personnel may attend training.
15
16 ARTICLE 22— WORKING OUT OF CLASSIFICATION
17 All employees of the DEPARTMENT covered by this Agreement, who have tested and
18 are qualified as to meeting the eligibility requirements set forth by this Agreement, and are on
19 the current eligibility list for promotion to the higher ranked position, when necessary, must
20 accept, and assume the duties of the higher ranked position when it is available. No more than
21 one person working in a higher ranked position will be allowed on a company at a time, unless
22 an extreme or emergency situation exists.
23 After the completion of the promotional exams the employee may opt to remain on the
24 eligibility list or may choose to be removed at that time. At any time during the life of the
25 eligibility list the employee may opt, at their sole discretion, to have their name removed. In
26 either circumstance removal from the list will be final and the employee may re -test during the
27 next testing period for promotion to that grade.
28 The right to use personnel will be current full-time department personnel working out of
29 classification in a higher or lower ranked position, as set forth above. If an employee were to
30 work in a lower ranked position they would be paid at their current rate, not the lower wage.
31 Each employee assuming the higher ranked duties shall be paid at the wage scale of the higher
32 position or rank, for the time worked at that position or rank. Any time worked out of
(OLLEcTIVE LABOR AGREEMENT — Page 21 of 27
I classification will be compensated in one-half (1/2) hour increments, rounded up to the next
2 half-hour.
3 Paramedic Engineers are allowed to swing up to Captain and receive the higher wage of
4 Captain for the temporary assignment in addition to their regular paramedic pay.
5
6 ARTICLE 23— STAFFING
7 The DEPARTMENT maintains the right to assignment and staffing of stations, engines,
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and companies. Change in assignment may be based on the following criteria; vacancy,
seniority, stations available, and re -assignment, but is not limited to only these specified. The
method of declaring a vacancy, applicability of seniority, station bidding, and re -assignment
shall be determined by Department policy. The Station Bid policy shall be negotiated between
the UNION and the DEPARTMENT as mutually determined to be needed. The
DEPARTMENT retains the final authority for all staffing and shift assignments.
Minimum Staffing at each station will be either three (3) or four (4) personnel dependent
on the assigned apparatus to the station. Personnel assigned to a station may be used to cross -
staff various types of apparatus. Brush trucks, water tenders and reserve apparatus are not
required to be staffed on a daily basis. Apparatus standards shall be the following:
Engine Companies
1 Captain
1 Engineer
1 Firefighter
Water Tender Companies
1 Captain
1 Engineer
Command Vehicle
1 Battalion Chief
Brush Truck Companies
1 Captain
1 Engineer
1 Firefighter
Truck Companies
1 Captain
1 Engineer
2 Firefighters
Any additional firefighters on staff above the minimum as listed above will be used to increase
the staffing of the engines/truck or staff extra apparatus as described above unless the individual
has applied and been accepted as part of a mentoring program pursuant to department policy.
Whenever circumstances exist that causes an apparatus to fall below that minimum,
management reserves the right to re -assign personnel (including select qualified command
officers at the Fire Chief's discretion), exercise "Callback", exercise "Holdover", exercise
COLLECTIVE LABOR AGREEMENT — Page 22 of 27
I "Working out of Classification", or in extreme emergency circumstances, take an apparatus out
2 of service temporarily until appropriate personnel are available. Stations or Apparatus will only
3 be taken out of service long enough to return the necessary personnel to staff them.
4 As of the effective date of this contract, the Meridian Fire Department operates five (5)
5 stations staffed by an Engine and/or Truck Company as described as above. As future stations
6 are opened, they will be staffed by at least an Engine and/or Truck Company, using this same
7 staffing configuration described above unless mutually agreed to a change by the UNION and
8 the CITY.
9
10 Advanced Life Support (ALS) Engine or Truck Companies
11 An Advanced Life Support (ALS) Engine or Truck company shall consist of a minimum
12 of one (1) licensed paramedic in the State of Idaho. The Department's Medical Supervision
13 plan shall establish the appropriate number of EMS positions within the Department. The
14 licensed paramedic shall be the person primarily responsible on that Engine or Truck company
15 apparatus to provide ALS response. The Captain may be a paramedic, but is not charged with
16 the primary responsibility of ALS support and therefore an additional licensed paramedic must
17 be on the apparatus for it to be considered as an ALS response.
18
19 ARTICLE 24 — SALARIES
20 Wages for all UNION members shall be as fixed and set forth in APPENDIX "A",
21 attached hereto.
22
23 ARTICLE 25 — ALCOHOL & DRUG POLICY
24 The DEPARTMENT and its UNION members agree to abide by the City of Meridian's
25 Alcohol and Drug Policy. The policy in effect at the time of the execution of this contract is
26 included in this agreement as APPENDIX `B". It is agreed that changes made to this policy,
27 shall not apply to the UNION without written consent of its members.
28
29 ARTICLE 26 — HEALTH AND WELLNESS
30 26.1 Health
31 CITY shall provide mandatory physicals, as the department budget allows. The City
32 shall maintain a budget sufficient to allow each UNION member a physical every three years.
COLLECTIVE LABOR AGREEMENT — Page 23 of 27
Members will be placed on a rotational schedule to be determined and maintained by the
DEPARTMENT.
The physicals shall be done through a physician that both CITY and the UNION agree
upon. The only medical information that the CITY shall receive from the physician is a proof
of attendance. All other documentation and personal medical information shall be directed to
the member receiving the physical and no medical information shall be shared with the CITY
by the physician without the individual member's consent.
26.2 Fitness
10 The DEPARTMENT and the UNION shall develop a fitness program for all
11 firefighting personnel. The program shall be based on identified best practice and shall include
12 the following components: education, department standards/success factors, and Department
13 sponsored remediation if necessary. The program may be managed by a peer directed program
14 or managed through a separate vendor or both, jointly agreed upon by the DEPARTMENT and
15 the UNION, depending on the availability of funding. Participation in the program shall be
16 mandatory for all personnel that respond to emergency scenes.
17
18 ARTICLE 27 — REQUEST FOR REDUCTION IN RANK
19 Subject to the following provisions and as set forth below, any fulltime suppression,
20 inspection, or Chief Officer Employee (Employee) of the Meridian Fire Department ("MFD")
21 may request to return to a former fulltime suppression classification of a lower rank than their
22 current classification he/she previously held within MFD or their former department.
23 Additionally, if necessitated as a disciplinary measure, the Chief may demote a member of the
24 UNION to a former position using the same process as outlined in this Article. For the purposes
25 of this Article no current member may be involuntarily demoted for the purpose of providing an
26 opening for a person requesting a return to a former position held or being demoted.
27
28 27.1 Eligibility
29 A. An Employee may request to be returned to a prior fulltime suppression of a lower
30 rank than their current rank within the MFD from which he/she was promoted;
31 B. An Employee who has not previously held a fulltime suppression classification at
32 MID may request to be moved to a lower than their current rank fulltime
COLLECTIVE LABOR AGREEMENT — Page 24 of 27
I suppression classification they held at their former department IF all of the
2 following criteria are met:
3 i. 5 years or longer with the MFD in a rank higher than the suppression
4 classification being requested.
5 ii. All MFD minimum qualifications have been met for the suppression
6 classification being requested.
7 iii. The employee making the request has completed all necessary testing and has
8 achieved a passing score for the suppression classification being requested.
9 When a Chief Officer, having special knowledge of MFD's testing process (including,
10 but not limited to, testing procedures, written and oral board questions, scenario based
11 assessments, manipulative skills etc.), the Department must hire an external panel to conduct the
12 test.
13
14 27.2 Process
15
A.
A vacancy must exist or be anticipated by promotion, retirement, or separation.
16
B.
Any member requesting a return to a lower rank than their current classification
17
must do so in writing to the Chief or his designee. The written request must:
18
i. List the lower rank requested.
19
ii. List the date served in the former rank.
20
iii. List the preferred date to return to the lower rank.
21
C.
The Chief, after consultation with Local 4627 President, shall approve or deny the
22
request to return to a former classification in writing.
23
D.
The Chief or his designee may delay the return to a lower rank until there is a
24
vacancy in the requested classification.
25
E.
The Chief or his designee may not lay off or demote personnel to create a vacancy
26
for a return to a former classification. But a promotion based upon an existing
27
promotional list will satisfy the creation of a vacancy.
28
F.
If two (2) or more requests are made at the same time, preference will be given to
29
any Employee(s) who previously held the requested suppression classification and
30
has greater seniority in the Department.
31
G.
If the vacancy is caused by a demotion due to discipline the same process shall
32
apply.
COLLECTIVE LABOR AGREEMENT — Page 25 of 27
27.3 Seniority
When an Employee returns to a former classification, the seniority accrued in the
position(s) held prior to the return to former classification shall be combined with the time in
grade that was accrued in the former classification. (Date of Hire + Time in Grade)
For any employee not previously hired within a suppression classification position but
reassigned to a suppression classification position, he/she shall be moved to the bottom of the
rank seniority list for the classification being assigned to but will retain years of service since
date of hire as a MFD employee as it pertains to department seniority.
10 Examples:
11 1) A Captain of Suppression with 24 months of seniority since date of hire is promoted
12 to Division Chief of Logistics for 36 months time in grade and then returns to Captain of
13 Suppression. For purposes of Captain of Suppression seniority, the member now has 60
14 months of accrued seniority;
15 2) An Engineer with 60 months of seniority since date of hire is promoted to a Captain
16 of suppression for 12 months time in grade and then returns to Engineer. For purposes
17 of Engineer seniority, the member now has 72 months of accrued seniority.
18
19 ARTICLE 28 — SAVINGS CLAUSE
20 If any provisions of this Agreement or the application of such provision should be
21 rendered or declared invalid by any court having jurisdiction, or by reason of any existing or
22 subsequently enacted legislation, the remaining parts or portions of this Agreement shall remain
23 in full force and effect.
24
25 ARTICLE 29 — EFFECTIVE DATE
26 The Collective Labor Agreement shall become effective October 1, 2014 and remain in
27 full force and effect through September 30, 2016.
28 Additionally, this agreement may be re -opened at any time for negotiations on any
29 mutually agreed upon item(s), pursuant to the procedures set forth in Chapter 18, Title 44, Idaho
30 Code. This may include items contemplated within this agreement that may require amendment
31 or change during the course of this Agreement.
32
COLLECTIVE LABOR AGREEMENT — Page 26 of 27
1
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3
APPROVED AND RATIFIED by IAFF LOCAL #4627, MERIDIAN CHAPTER this
day of QCT� f , 2014.
9 CITY OF MERIDIAN
10
12 By. Tm
13 May= �C e-� D V �U3
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APPROVED BY CITY COUNCIL this day of O 2014.
ATTEST:
Un
J aycee'R. Hol City of w
City Clerk IE1Dl$ IA-NIf-
SEAL
e P R E
COLLECTIVE LABOR AGREEMENT — Page 27 of 27
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 —1 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.
APPENDIX A
The job classification and wage rates for employees covered by this Agreement shall be
as follows:
EFFECTIVE DATES
Job Titles
10/1/2014 (2%)
10/1/2015 (2%)
Recruit
$16.28 hourly
$16.60 hourly
$47,535.26 annually
$48,485.97 annually
Probationary
$16.93 hourly
$17.27 hourly
$49,435.60 annually
$50,428.40 annually
Firefighter I
$17.58 hourly
$17.94 hourly
$51,347.62 annually
$52,374.57 annually
Firefighter fl
$20.64 hourly
$21.06 hourly
$60,282.82 annually
$61,488.47 annually
Firefighter III
$22.77 hourly
$23.22 hourly
$66,477.89 annually
$67,807.45 annually
Engineer
$24.56 hourly
$25.05 hourly
$71,719.87 annually
$73,154.27 annually
Captain of Suppression
$27.35 hourly
$27.89 hourly
$79,850.90 annually
$81,447.92 annually
Captain Fire Inspector/
$38.38 hourly
$39.15 hourly
Captain Training
$79,835.81 annually
$81,432.52 annually
Battalion Chief
$29.27 hourly
$29.85 hourly
$85,468.40 annually
$87,162.00 annually
All Annual wage listed is based upon hours projected. Wages are paid on actual hours worked.
Education or Certification Incentive Pay: 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:
Bachelor's Degree:
Master's Degree:
$.11 cents per hour
$.22 cents per hour
$.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
APPENDIX A
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.
APPENDIX A
APPENDIX'S"
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 B
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.
FAZI01RDIAMYDI1710D:1)90F.V4011AI
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.
11. 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
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:
I. 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.
IV. 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.
APPENDIX B
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 B
A. Supervisors and other management personnel will be trained in:
I. 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:
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
I. 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
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.
C. POST- ACCIDENT TESTING
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
I. 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
I�
C.
APPENDIX B
Specimen Collection Procedure
1. 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
1. The cut-off levels for all Non -Dot testing is as follows:
Drug Class
Screenine
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/ml
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 B
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.
XIII. DEFINITIONS
A. Alcohol: means any beverage that contains ethyl alcohol (ethanol),
including but not limited to beer, wine and distilled spirits.
B. Annlicant: 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. Drugtesting: 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. Ille ag 1 drub means any drug as defined by section 802 (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.
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
Original Date: 5/1/2011
Last Modification Date: 9/25/2014
Fire Chief
Local 4627 President, Erik Smith
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,
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
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.
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 Battalion 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.
2. For purposes of Compensated Training or Department Meetings, members shall wear Class B
uniforms. If training includes a physical component, members may change into a Class D uniform.
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
Code. The following items are considered acceptable: Collared shirts, slacks (males/females),
dresses/skirts (females), closed toe shoes (males/females). The following items are considered Il4t
acceptable: shorts, tank tops, flip-flops, miniskirts, jeans, t -shirts.
APPENDIX D
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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 maybe 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.
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.)
8. 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
designee shall have the authority to have a member fit tested if the growth of a mustache provides
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
clean-shaven horizontal line. 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.
APPENDIX D
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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.
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/Pie rci 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.
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2. Under no circumstances will necklaces be permitted to extend out of the clothing.
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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
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injury. However, the decision to wear a wedding band shall be left up to the individual member.
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5. While on duty, tattoos will only be displayed on the arms and legs while in uniform. No other visible
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tattoos are authorized. The display of ANY unprofessional or offensive tattoo or brand (nudity or
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violence, sexually explicit or vulgar art, words, phrases; profane language, symbols to incite
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negative reactions, initials or acronyms that represent criminal or oppressive organizations)
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regardless of its location, while members are in uniform, is prohibited. Final determination regarding
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the appropriateness of tattoos will be determined by the Fire Chief in conjunction with the President
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of Local 4627. If visible tattoos are determined to be inappropriate, the employee will responsible
for covering such tattoos in a reasonable manner.
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Class A uniform
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Formal presentations such as promotional ceremonies, funerals, retirement ceremonies, etc. For
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proper Class A wearing of attire and actions performed, see "Class A Code of Conduct' near the
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end of this policy.
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• 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
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.
APPENDIX D
• Pants: Workrite- Navy Blue Nomex
- Models:
• #400 Regular Cut
• #402 Full Cut
• #401 Women's Cut
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. Battalion 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)
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Miscellaneous Clothing Items
• Job Shirt- Navy Blue 1/4 Zip Sweatshirt: Blauer- #4630X
• Jacket- Blauer- #9845Z
• Navy Baseball Style (Flex -fit)
• Navy Winter Stocking Cap
• ice- Black Leather Basket weave (Velcro closure)
• Duty Boots- From current approved list located on the City Fire Department Intranet
page: htto:Hintranet/uploadedFiles/Departments/Fire/Boot%20List.o ff
*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 10 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 Battalion
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). Battalion 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 Battalion 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 maybe given until
you receive the new one. The Department will not pay to replace lost Winter Coats
• Job Sweatshirts — Requires item to be returned. Battalion 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.
Battalion 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. Battalion Chief will collect old/damaged
belt when issuing the new one.
• T --shirts — Requires item to be returned. Battalion Chief Discretion as to whether the t -shirt
needs to be exchanged for damage, fading, etc. We will only accept Union T-shirts with
the current printing on the back for exchange. If you promote, new t -shirts will be ordered
for you.
• Swea pants & Shorts - Requires item to be returned. Battalion Chief discretion for
exchange. Items will be collected and disposed of by Battalion Chief when issuing the new
item.
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Hats - Requires item to be returned. Battalion Chief discretion for exchange. Hat's will be
collected and disposed of by Battalion Chief when issuing the new hat.
Boots — Requires item to be returned. Battalion 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 purchasing. (Only Station Boots are handled through the clothing store. See
Battalion Chief Welborn for Wildland boots.)
Shoes- Requires item to be returned.
Badges, collar brass and name plates — Requires item to be returned. These will be
replaced upon returning the damaged item. Turn in to Battalion 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.
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Pledae: Face the Flag, stand at attention, salute and begin reciting maintaining that
position until completed.
4. When in uniform and NOT wearing a cover (i.e.: indoors or Class B/C's) the member will
come to attention (as per the above listed etiquette) but NOT salute.
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.
Other Uniform Accoutrements
b. Salute: To salute, raise your right hand smartly until the tip of your forefinger (index
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finger) touches the brim of your cover, above and slightly to the right of your right
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eye. Keep your thumb and fingers extended and joined, palm to the left, with your
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hand and wrist straight. Hold your upper arm horizontal, and your forearm inclined at
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an angle of 452. At the same time turn your head and eyes toward the person or flag
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you are saluting. Hold the salute until returned by the person, saluted, and then drop
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your hand smartly to your side (without smacking your side).
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3. Wear a mourning band on Sept 11M -National Patriot Day, each year in remembrance
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***Remain silent, unless reciting the Pledge, and do not move unless otherwise
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directed. ***
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Other Uniform Accoutrements
Badge Mourning Band
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1. Wear a mourning band at the line -of -duty funeral of any firefighter, or member of the
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United States armed forces, who died in the performance of duty.
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2. Wear a mourning band at the non -line -of -duty funeral of any active or retired firefighter.
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3. Wear a mourning band on Sept 11M -National Patriot Day, each year in remembrance
of our fallen brothers.
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4. Wear a mourning band at any line -of -duty memorials, such as wall or plaque
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dedications.
5. When directed by the Chief.
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White Gloves:
To be worn when member is part of the ceremony (funeral, parade, etc) or as directed by
the Chief.
Definitions:
1. "On Duty"- Anytime 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'- Anytime a member is not working within any capacity for the Department.
APPENDIX D
References:
Forms/Supporting Documents:
• 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
the public we serve. We recognize that the Department provides us with serviceable uniforms that are
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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 B/D 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
8. Badge for Class A and Class 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. Name Plates
2
17. Leather Helmet
1 after minimum 5 years of service one time
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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
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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
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ADMINISTRATION
CLOTHING ITEM
Chief_ Chief,Deputy Chiefs,Chiefs
Quantity Required
Class A Uniform (sizes over 50, add'I charge)
1 required
Winter Duty Coat-Navy w ith Liner - Dark Navy
1 Maximum
Job Sw eats M1irt Pullover 1/4 zip Black
2 Maximum
Solid Black Pants
6 Pair Max in any
Combination
Duty Belt Velcro Basket Weave 1 W4 Black
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
1 belt maximum
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
Sweat Pants - Dark Gray ADMIN LOGO Jerzees
1 Maximum
Gym Shorts - Dark Gray ADMIN LOGO Anvil
2 Maximum
Duty Ball Cap Flex Fit FORT AUTFI Black
2 Maximum
Winter Stocking Cap Black
1 Maximum
Shoes, Your Choice Black
1 pr Maximum
Badge - BIac WRed/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 Rate Rhodium (Gold)
2 Maximum
Fire Inspector
Class A Uniform (sizes over 50, add'I charge)
1 required
Winter Duty Coat-Navy with Liner - Dark Navy
1 Maximum
Job Sweatshirt 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§0 1 belt maximum
Class B, Short Sleeve, Cotton Blend, Blauer, Patch & Flag
Class B, Long Sleeve, Cotton Blend, Blauer, Patch & Rag
Button-up, Your choice, T-Zers
Polo, Your choice, T-Zers
1 O total at t l any combination w ith
least 3 minimum
pass 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 FORT AUTFI
2 Maximum
Winter Stocking Cap Black
1 Maximum
Black Shoes, Your Choice
1 pr Maximum
Badge - BIac WRed/Silver, Fre Inspector
2 Maximum
Collar Brass (Red/Silver) - Set of 2
2 Sets Maximum
Name Rate R1hodium Silver
2 Maximum
Public Educator
Class A Uniform (sizes over 50, add'I charge)
1 required
Winter Duty CoaLlMavy with Liner - Dark Navy
1 Maximum
Job Sw eats M1irt Pullover 1/4 zip BLACK
2 Maximum
Solid Black Pants
6 pair maximum
Duty Belt Velcro Basket Weave Black 1 3/4
1 belt max imam
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 r
shirt. r
Gass B shi
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 FORT AUTFI
2 Maximum
Winter Stocking Cap Black
1 Maximum
Black Shoes, Your Choice
1 pr Maximum
Badge - BIac WRed/Silver Public Education
2 Maximum
Collar Brass (Red/Silver) - Set of 2
2 Sets Maximum
Name Rate Rhodium (Silver)
2 Maximum
Administrative Assistants
Button-up shirt w /logo
2 Maximum
Polo shirt w/logo
2 Maximum
Fleece Jacket w/logo
1 Maximum
APPENDIX D
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