1999 Collective Labor Agreement with Local #2311 International Association of Fire Fighters for Meridian Fire
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COLLECTIVE LABOR AGREEMENT
AGREEMENT
The City of Meridian hereinafter referred to as the DEPARTMENT, and Local
#2311 International Association of Fire Fighters, hereinafter referred to as UNION, in
order to increase general efficiency in the Fire Department, to maintain existing
harmonious relationship between the Fire Department and its employees, and to promote
the morale, rights and well-being ofthe members of the Fire Department, hereby agree as
follows:
ARTICLE 1 - RECOGNITION
Pursuant to Title 44, Chapter 18, Idaho Code, the DEPARTMENT recognizes the
UNION as the exclusive bargaining agent for all full time paid employees ofthe Fire
Department except management personnel and volunteers.
ARTICLE 2 - DISCRIMINATION
There shall be no discrimination against, intimidation or harassment of any
employee by either the DEPARTMENT, EMPLOYEE, the 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 DEPARTMENT 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 or other factors which do not constitute bona fide occupational
requirements. It shall be the exclusive responsibility of the DEPARTMENT to determine
bona fide occupational requirements within the meaning of this Article.
ARTICLE 3 - PREVAILING RIGHTS
All rights, privileges, and benefits held by the firefighters at the present time
which are not included in this contract shall remain in force unless change is agreed to by
both parties. The Fire Chief may change or cancel any such right, privilege or benefit
when he/she deems it in the best interest of the Fire Department. Any change or
cancellation of any right, privilege or benefit that is done for harassment, retaliation,
without just cause or applied unfairly shall be subject to the grievance procedure.
ARTICLE 4 - UNION DUES, FEES and ASSESSMENT CHECK OFF
The EMPLOYER agrees to deduct authorized union dues, fees and assessments in
amounts specified by the authorized officer of the UNION, from the pay ofthe
bargaining unit employees upon written authorization. The EMPLOYER further agrees
to transmit those amounts monthly to the UNION. The UNION agrees to certify to the
EMPLOYER the amount of authorized dues, fees and assessments.
ARTICLE 5 - UNION BUSINESS
Firefighters elected to Union office shall be granted time off to attend functions,
conventions and seminars within the State ofIdaho, provided that the Fire Chief is given
seventy-two (72) hours notice and approves such leave. Up to three (3) members of the
Union's Contract Negotiation Committee shall be allowed time off either with leave
Agreement- 1
COLLECTIVE LABOR AGREEMENT
without payor vacation time at the employee's discretion, for all meetings with the
DEPARTMENT for contract negotiations, for union conventions and for union seminars
mutually set by the DEPARTMENT and the UNION.
ARTICLE 6 - PERSONNEL REDUCTION OR RESTRUCTURING
In case of personnel reduction, the member with the least seniority shall be
released first. No new employees will be hired until the furloughed members have been
given the opportunity to return to work.
If at any point a restructuring causes a decrease in an employee's rank as justified
due to Fire Department adjustments, that person will assume the next available opening
in that rank.
Seniority being considered: skills, qualifications and abilities are the determining
factors. The DEPARTMENT shall be the sole judge of skills, qualifications and ability.
ARTICLE 7 - RULES and REGULATIONS
The rules and regulations and policies of the DEPARTMENT as provided in
Idaho Code relating in any way to wages, hours and/or other terms and conditions of
employment shall be made a part of this agreement. The rules and regulations of the
DEPARTMENT as provided in Idaho Code shall be subject to change by mutual consent.
ARTICLE 8 - INSURANCE
During the term of this Agreement, the DEPARTMENT shall pay 100% of the
employee premiums for policies of health and accident, workman's compensation, dental,
life, and long term disability insurance. The DEPARTMENT shall provide coverage to
firefighters that is equal to or greater than that coverage in policies in existence as of the
effective date of this Agreement. The Firefighter will pay the dependent premium for the
family medical and dental plan that is in existence at the time of the signing ofthis
contract throughout the term of this contract. The City reserves the right to make changes
in carriers, premiums and prClvisions of these programs when deemed necessary or
advisable.
ARTICLE 9 - SICK LEAVE
Any employee incurring a non-duty sickness or disability which renders him/her
unable to perform hislher duties shall receive sick leave with full pay within hislher
accumulated sick leave time. Suppression employees shall accrue ten (10) hours per
month beginning October 1, 1999. The maximum time accumulated shall be 2920 hours.
Any employee whose employment with the DEPARTMENT is discontinued shall
be paid at his/her regular wage rate for 15% ofhislher accrued sick leave.
Any employee unable to perform his/her duties for more than three (3)
consecutive shifts due to non-duty sickness or disability shall be required to provide
medical documentation from hislher attending physician.
Forty (40) hour employees shall accrue six (6) hours per month. The maximum
time accumulated shall be 1040 hours.
Agreement- 2
COLLECTIVE LABOR AGREEMENT
ARTICLE 10 - INJURY LEAVE
Whenever an employee is incapacitated on the job, he/she shall be entitled to
injury leave with full pay which includes the wage scale in APPENDIX A, during the
period in which he/she is unable to perform his/her duties or until such time as he/she has
been accepted for retirement by the current retirement system. The period of injury leave
is limited to a maximum of twelve (12) months and any Worker's Compensation benefits
received by the member for total or partial temporary disability during the employee's
injury leave with full pay shall be tumed over to the DEPARTMENT. All employees on
injury leave shall be subject to an examination by a Doctor acceptable to the
DEPARTMENT.
Whenever a full-time employee is unable to perform hislher FULL DUTIES as a
result of a "LINE OF DUTY" injury or illness, he/she may be required to report to work
in a LIGHT DUTY status if management determines that light duty work exists or is
available at that time. Management has the right to determine if light duty work exists.
Assigned LIGHT DUTY shall be strictly limited to instructions provided by the
sick/injured employee's medical doctor regarding hislher physical and/or mental status.
He/she must provide a doctor's release to the Chief or hislher designee stating what
functions he/she 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.
ARTICLE 11 - VACATION
1. All twenty four (24) hour shift employees covered by the terms ofthis
Agreement shall accrue paid vacation leave on a monthly basis according to the
following schedule:
10/1/1999
a. Zero to two (0-2) years of service
b. Three to nine (3-9) years of service
c. Ten to fourteen (10-14) years of service
d. Fifteen (15) and up years of service
6 hours/month
10 hours/month
14 hours/month
18 hours/month
10/1/2000
a. Zero to two (0-2) years of service
b. Three to nine (3-9) years of service
c. Ten to fourteen (10-14) years of service
d. Fifteen (15) and up years of service
8 hours/month
12 hours/month
16 hours/month
20 hours/month
Maximum hours accrued shall be 432. Any amount over the maximum
will be lost.
Agreement- 3
COLLECTIVE LABOR AGREEMENT
2. All eight (8) hour per day/forty (40) hour week employees covered by the terms
ofthis Agreement shall accrue paid vacation leave on a monthly basis according to the
following schedule:
10/1/1999
a. Zero to two (0-2) years of service
b. Three to nine (3-9) years of service
c. Ten to fourteen (10-14) years of service
d. Fifteen (15) and up years of service
3.33 hours/month
6.66 hours/month
10 hours/month
14 hours/month
10/1/2000
a. Zero to two (0-2) years of service
b. Three to nine (3-9) years of service
c. Ten to fourteen (10-14) years of service
d. Fifteen (15) and up years of service
6 hours/month
8 hours/month
10 hours/month
14 hours/month
Maximum hours accrued shall be 250. Any amount over the maximum will be lost.
Vacation will accrue, but may not be taken during an employee's first year of
employment. Any employee whose employment with the DEPARTMENT is
discontinued for any reason shall be paid at his/her regular wage rate for all accrued and
accumulated vacation.
Employees shall be entitled to bid for vacation leave according to seniority. The
DEPARTMENT shall determine the vacation schedule, taking into consideration
seniority and the desires of employees. The vacation list will be circulated beginning
September I, and seniority considerations shall prevail until December 3151 of each year.
INCIDENTAL LEAVE
Incidental leave is defined as vacation leave not previously scheduled during
yearly vacation scheduling planning.
Incidental leave may be granted at the sole discretion of the management of the
DEPARTMENT and must be taken in not less than four (4) hour increments.
HOLIDAYS
All employees shall accrue and receive eight (8) hours paid leave for each of the
holidays listed below. All holiday time shall be in addition to the employee's vacation
leave, and shall accrue as each holiday occurs. All 24 hour shift employees shall have the
holiday leave added to their vacation leave. All employees shall be entitled to ten (10)
holidays per year as listed below:
NEW YEAR'S DAY
PRESIDENT'S DAY
VETERAN'S DAY
INDEPENDENCE DAY
MEMORIAL DAY
LABOR DAY
COLUMBUS DAY
THANKSGIVING DAY
CHRISTMAS DAY
CIVIL RIGHTS DAY
Agreement- 4
COLLECTIVE LABOR AGREEMENT
ARTICLE 12 - RELIEF PERSONNEL
The DEPARTMENT will provide qualified relief personnel with full-time
employees Monday through Friday, if possible. On call personnel will be used first
choice on weekends, if possible. Sufficient relief personnel shall be used to maintain
normal coverage of each shift period of vacation, holidays, sick leave and fire related
education.
ARTICLE 13 - VACANCIES
Any unfilled position cause by termination, retirement, promotion or otherwise,
except for personnel reduction as provided elsewhere in this Agreement, shall be filled
from a hiring list of eligible applicants on file for that position. Promotions and vacancies
for the position of Driver, Captain and any other positions added to the ranks of the
DEPARTMENT which pertain to shift personnel shall be filled from the current ranks of
the full-time personnel of the Meridian Fire Department. All promotional examinations
shall be given and vacancies filled within 60 days. Vacancies for the position of entry
level firefighter shall be filled from the hiring list.
It shall be the exclusive responsibility of the DEPARTMENT to determine bona
fide occupational requirements within the meaning of this Article and maintain a hiring
list to be renewed every two (2) years.
ARTICLE 14 - PROMOTIONS
Eligibility tests for promotion and newly created positions shall be based on
examinations given. To be considered for promotion the employee must have served one
continuous year in the previous position.
Examinations will be given once a year for all positions up to and including
Driver; and will be given in the month of April each year. For the positions of Officers,
the examination will be given every two (2) years during the month of April.
In the event of an opening/vacancy for a position in which there are no qualified
candidates on the current promotion/eligibility list of that position, a special test may be
given, by mutual consent of both parties to fill the vacancy/opening.
All examinations shall be impartial and shall relate to those matters which will
test fairly the candidate's ability to discharge the duties ofthe position to be filled.
It shall be the exclusive responsibility of the DEPARTMENT to determine bona
fide occupational requirements within the meaning of this Article. The DEPARTMENT
shall be the sole judge of skills, qualifications and ability. Seniority for promotions will
be one-half (1/2) point per year of service up to a maximum often (10) points.
Promotional examinations shall consist of a written test and assessment center. A
minimum of70% will be required to pass each portion of the promotional examination.
Seniority points will be added after successfully passing the examination. The following
formula will be used to determine the candidate's final score on promotional
examinations.
Agreement- 5
COLLECTIVE LABOR AGREEMENT
Example:
+
/2=
+
81.0% Written Examination
75.0% Assessment Center
78.0%
4.0 Seniority Points (8 years service)
82.0 Final Score
ARTICLE 15 - GRIEVANCE PROCEDURE
Disputes or differences arising between the DEPARTMENT and the UNION
and/or individual members of the Fire Department as to the meaning or application of any
provision ofthis Agreement or of the Rules and Regulations of the Fire Department (as
provided in article 7), relating in any way to employees' wages, hours and/or other terms
and conditions of employment, shall be settled in the manner provided herein. For the
purpose of this provision, such a dispute or difference shall be referred to as a
"Grievance."
Step One: Any employee who has a grievance shall notify the Union Grievance
Committee in writing within ten (10) business days from the date of the grievance, or ten
(10) business days from the time the employee, through reasonable diligence, should
have been aware of it. The Union Grievance Committee, hereinafter referred to as
UNION, shall within the next ten (10) business days determine if the grievance has merit.
If in its opinion, the grievance does not have merit, no further action shall be necessary.
Step Two: If it is the opinion ofthe UNION that a valid grievance exists, the
UNION shall present the grievance in writing to the Fire Chief within ten (10) business
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
ten (10) business days.
Step Three: If the grievance has not been resolved in Step Two, the UNION shall
present the grievance in writing to the DEPARTMENT within ten (10) business days
from the receipt of the Fire Chief's written reply. All parties to such discussion will make
a good faith effort to resolve the grievance. The DEPARTMENT thereafter shall give its
reply in writing within ten (10) business days.
Step Four: If the grievance has not been resolved at the appropriate lower Step(s),
either the UNION or DEPARTMENT may within ten (10) business days refer the
grievance to an Arbitrator by serving written notice upon the other.
The UNION and the DEPARTMENT shall request the Federal Mediation and
Conciliation Service to supply a list of seven (7) proposed arbitrators. Within five (5)
business days after receipt of this list the UNION and the DEPARTMENT shall select an
Arbitrator by alternately striking one (1) name at a time from the list until only one (1)
name remains. The party striking the first name shall be determined by a coin toss. The
name remaining on the list shall be accepted by both parties as the Arbitrator.
The Arbitrator shall conduct a hearing and shall render a decision in writing,
which shall be final and binding on both parties, subject only to the parties' right to seek
vacation or modification to the Arbitrator's award pursuant to the provisions of Chapter
9, Title 7 Idaho Code.
The Arbitrator shall have only such jurisdiction and authority to interpret and
apply the provisions of this Agreement as shall be necessary to the determination of the
arbitration issue. The Arbitrator shall not have any power to add or subtract from,
Agreement- 6
COLLECTIVE LABOR AGREEMENT
modify or alter in any way, the provisions of this Agreement. The cost of arbitration
shall be borne equally by the DEPARTMENT and UNION.
ARTICLE 16 -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 organization while in the performance of his /her official duties, in accordance with
Idaho Code Section 44-1811.
It is mutually agreed that there shall be no strike authorized by the UNION and no
lockout authorized by the EMPLOYER, except for the refusal of either party to submit to
or abide by the grievance procedure set forth herein. No picket line, at or around the
City's property, established by any other person or organization shall be sanctioned or
honored during the term of this Agreement.
The UNION agrees that as part of the consideration for this Agreement, it will,
within twenty-four (24) hours take steps to end any unauthorized work stoppages, strikes,
slow-downs or suspensions of work, instructing their members to work immediately. The
UNION agrees that it will not assist employees participating in unauthorized work
stoppages, strikes, slow-downs or suspensions of work. For purposes of this section, the
term "strike" shall include a cessation or stoppage of work, slow-down, sit-in and
picketing of the City's premises.
ARTICLE 17 - UNIFORM ALLOWANCE
All suppression employees uniforms shall meet National Fire Protection
Association (N.F.P.A.) 1975 minimum requirements for station uniform wear. The brand,
style, materials and color of uniforms shall be designated by the Fire Chief.
Under this article the DEPARTMENT shall provide each suppression employee
$600.00 credit per fiscal year for the purchase of station uniform wear. For a introductory
firefighter, the DEPARTMENT shall provide the proper station uniform, meeting the
N.F.P.A. 1975 standards, for the first year of service, or $800.00 credit. On the
firefighter's anniversary date, ofthe first year of service, the firefighter shall receive
$50.00 credit for each month between the anniversary date and the DEPARTMENT'S
fiscal year end.
Non suppression employees shall receive $600.00 credit for their clothing
allotment per fiscal year.
ARTICLE 18 - HOURS OF WORK AND DESIGNATED WORK PERIODS
The designated work period for all Fire Department personnel covered under this
Agreement shall be on a twenty-seven (27) day cycle with coverage at 216 hours. Under
the Fair Labor Standards Act (FLSA) 204 actual hours worked will be paid at the regular
hourly rate and 12 hours paid at the overtime rate if no excluded hours under the act has
been taken.
The regular work schedule for suppression personnel shall be three (3) shifts on
duty every other day and then four (4) days off. A shift shall be twenty-four (24) hours
of duty, starting at 0700. For illustration purposes, the regular work schedule for
suppression personnel is listed below with an X representing an on-duty shift and a Y
representing an off-duty shift.
Agreement- 7
COLLECTIVE LABOR AGREEMENT
XYXYXYYYY
The regular work schedule for non-suppression personnel shall be forty (40) hours
per week. Hours of work are from 0800 to 1200 and from 1300 to 1700 Monday through
Friday.
ARTICLE 19 - BEREAVEMENT LEAVE
In the event of a death in the employee's immediate family, he/she shall be
entitled to up to 24 hours leave of absence. Leave may be granted from accrued vacation
leave or unpaid leave of absence. Sick leave may also be granted at the discretion ofthe
Fire Chief or his/her designee.
The immediate family shall be deemed as spouse, child (which shall include a
step-child, foster child or legally adopted child), mother, father, brother, sister,
grandparent or grandchild.
ARTICLE 20 - CALL BACK
Any employee reporting for duty while off-duty shall have all of the benefits that
he/she would normally have while on hislher regular tour of duty.
Employees shall receive overtime pay at one and one-half (1 1/2) times his/her
normal rate of pay for all overtime worked. There shall be a minimum of one (1) hour
pay for all call back, overtime, or incidents work. Additional calls during the initial 60
minutes of each call back, overtime, or incident worked will not be further compensated.
Any time worked after the first hour will be compensated at one-half (1/2) hour
increments, rounded up to the next half-hour. All overtime accumulated by an employee
shall be due and payable on their next pay period.
ARTICLE 21 - WORKING OUT OF CLASSIFICATION
All employees of the DEPARTMENT covered by this Agreement and who are
certified as meeting the eligibility requirements shall, when circumstances warrant,
accept and assume the duties of the position or rank above that which he/she normally
holds. Each employee assuming the higher duties or rank shall be paid at the wage scale
of the higher position or rank, for time worked at the higher position or rank, utilizing the
same 60 minute minimum standards set forth in CALL BACK.
ARTICLE 22 - EFFECTIVE DATE
This Collective Labor Agreement shall become effective October 1, 1999, and
remain in full force and effect until September 30, 2001.
This Agreement may be reopened at any time for negotiations on any mutually
agreed item(s), pursuant to the procedures set forth in Chapter 18, Title 44, Idaho Code.
ARTICLE 23 - SAVINGS CLAUSE
If any provisions of this Agreement or the application of such provision should be
rendered or declared invalid by any court having jurisdiction, or by reason of any existing
or subsequently enacted legislation, the remaining parts or portions of this Agreement
shall remain in full force and effect.
Agreement- 8
COLLECTIVE LABOR AGREEMENT
ARTICLE 24 - STAFFING
Sufficient employees shall be maintained on duty and available for response to
alarms. Sufficient employees shall be on duty and available to provide a minimum of one
firefighter, one driver, and one officer per station with a minimum of three (3) firefighters
responding to fire related calls.
If sufficient employees are not available to meet the minimum staffing
requirements, firefighters shall be retained or recalled as per the RELIEF PERSONNEL
article in this Agreement. Units shall not be placed out of service for reasons of
insufficient personnel.
ARTICLE25-SALARIES
Wages for all employees of the Fire Department shall be as fixed and set forth in
APPENDIX A, attached hereto.
ARTICLE 26 - MANAGEMENT RIGHTS
The DEPARTMENT shall have the exclusive right to exercise the regular and
customary functions of management, subject to the provisions of this Agreement and
consistent with applicable law and regulations, including, but not limited to: Directing the
activities of the DEPARTMENT; Determining the levels of service and methods of
operations; 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 take whatever action may be necessary to carry out its mission in
emergency situations. Nothing in this clause shall have the effect of nullifying any
provisions elsewhere in this Agreement.
The terms hereof are intended to cover only minimums in wages, hours, working
conditions, benefits, and other terms and conditions of employment. The City may place
superior wages, hours, working conditions, benefits and other terms and conditions of
employment in effect and may reduce the same to the minimums herein prescribed.
ARTICLE 27 - ORDER OF AUTHORITY
The order of authority within the DEPARTMENT is as follows:
Fire Chief
Captains and Fire Marshall
Drivers
Firefighters
Agreement- 9
COLLECTIVE LABOR AGREEMENT
DATEANDSIGNEDthis ;;¿c¡f! daYOf~.u ~ ,1999.
IAFF LOCAL #2311
By: ~~ ~
Reggie ards
President
By:
Agreement- 10
APPENDIX A
Wage Scale- The job classification and wage rates for the employees covered by this Agreement
shall be as follows:
EFFECTIVE DATES
Job Titles 10/1/99 10/1/2000
Introductory Employee
(1" year) $27,000 $29,430
Firefighter I $28,023 $30,080
Firefighter II $30,776 $33,956
Firefighter III $32,552 $35,972
Driver $34,604 $37,539
Captain $40,469 $43,946
Fire Marshall $43,786 $47,727
The wage rates above include Longevity and Educational differential pay.
NOTE: To be promoted the employee must have served one (I) continuous year in the previous
position, as per Article 14-PROMOTIONS
MEMORANDUM OF UNDERSTANDING
This Memorandum of Understanding (MOD) is entered into this ;;;.yTt- day of
~~.k..... , 1999 by and between the City of Meridian referred to as the
DE ~TMENT and the InternatIOnal AssociatIOn ofFue FIghters, Local #2311 herem after
referred to as the Union.
The DEPARTMENT and the Union agree as follows:
1.
The DEPARTMENT will contract and pay for cleaning services of station uniforms to
prevent cross contamination with their families/clothes due to blood, body fluids and
airborne pathogens that were picked up on the uniform, whether seen or unseen. If there
was not contamination the employees will launder their own uniforms or utilize cleaning
services arranged for by the DEPARTMENT at the employee's expense. This paragraph
shall remain in effect until the new fire station and equipment is available.
2.
The DEPARTMENT and the Union agree to negotiate a drug/alcohol policy during the
Collective Labor Agreement contract period that runs from 10/1/99 -9/30/2001.
The MOU shall remain in effect for the duration of the time periods listed under #1 & #2.
INTERNATIONAL ASSOCIATION
OF FIRE FIGHTERS, LOCAL 2311
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COLLECTIVE LABOR AGREEMENT
AGREEMENT
The City of Meridian hereinafterreferred to as the DEPARTMENT, and Local
#2311 International Association of Fire Fighters, hereinafter referred to as UNION, in
order to increase general efficiency in the Fire Department, to maintain existing
harmonious relationship between the Fire Department and its employees, and to promote
the morale, rights and well-being ofthe members of the Fire Department, hereby agree as
follows:
ARTICLE 1- RECOGNITION
Pursuant to Title 44, Chapter 18, Idaho Code, the DEPARTMENT recognizes the
UNION as the exclusive bargaining agent for all full time paid employees of the Fire
Department except management persolU1el and volunteers.
ARTICLE 2 - DISCRIMINATION
There shall be no discrimination against, intimidation or harassment of any
employee by either the DEPARTMENT, EMPLOYEE, the UNION or any member
acting on behalf ofthe 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 DEPARTMENT 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 or other factors which do not constitute bona fide occupational
requirements. It shall be the exclusive responsibility ofthe DEPARTMENT to determine
bona fide occupational requirements within the meaning of this Article.
ARTICLE 3 - PREVAILING RIGHTS
All rights, privileges, and benefits held by the firefighters at the present time
which are not included in this contract shall remain in force unless change is agreed to by
both parties. The Fire Chief may cha,nge or cancel any such right, privilege or benefit
when he/she deems it in the best interest of the Fire Department. Any change or
cancellation of any right, privilege or benefit that is done for harassment, retaliation,
without just cause or applied unfairly shall be subject to the grievance procedure.
ARTICLE 4 - UNION DUES, FEES and ASSESSMENT CHECK OFF
The EMPLOYER agrees to deduct authorized union dues, fees and assessments in
amounts specified by the authorized officer of the UNION, from the pay of the
bargaining unit employees upon written authorization. The EMPLOYER further agrees
to transmit those amounts monthly to the UNION. The UNION agrees to certify to the
EMPLOYER the amount of authorized dues, fees and assessments.
ARTICLE 5 - UNION BUSINESS
Firefighters elected to Union office shall be granted time off to attend functions,
conventions and seminars within the State ofIdaho, provided that the Fire Chief is given
seventy-two (72) hours notice and approves such leave. Up to three (3) members of the
Union's Contract Negotiation Committee shall be allowed time off either with leave
Agreement- 1
COLLECTIVE LABOR AGREEMENT
without payor vacation time at the employee's discretion, for all meetings with the
DEP AR TMENT for contract negotiations, for union conventions and for union seminars
mutually set by the DEPARTMENT and the UNION.
ARTICLE 6 - PERSONNEL REDUCTION OR RESTRUCTURING
In case of persolU1el reduction, the member with the least seniority shall be
released first. No new employees will be hired until the furloughed members have been
given the opportunity to return to work.
If at any point a restructuring causes a decrease in an employee1s rank as justified
due to Fire Department adjustments, that person will assume the next available opening
in that rank.
Seniority being considered: skills, qualifications and abilities are the determining
factors. The DEPARTMENT shall be the sole judge of skills, qualifications and ability.
ARTICLE 7 - RULES and REGULATIONS
The rules and regulations and policies of the DEPARTMENT as provided in
Idaho Code relating in any way to wages, hours and/or other terms and conditions of
employment shall be made a part of this agreement. The rules and regulations of the
DEPARTMENT as provided in Idaho Code shall be subject to change by mutual consent.
ARTICLE 8 - INSURANCE
During the term of this Agreement, the DEPARTMENT shall pay 100% ofthe
employee premiums for policies of health and accident, workman's compensation, dental,
life, and long term disability insurance. The DEPARTMENT shall provide coverage to
firefighters that is equal to or greater than that coverage in policies in existence as ofthe
effective date of this Agreement. The Firefighter will pay the dependent premium for the
family medical and dental plan that is in existence at the time of the signing ofthis
contract throughout the term of this contract. The City reserves the right to make changes
in carriers, premiums and pro.visions of these programs when deemed necessary or
advisable. ' .
ARTICLE 9 - SICK LEAVE
Any employee incurring a non-duty sickness or disability which renders him/her
unable to perform his/her duties shall receive sick leave with full pay within hislher
accumulated sick leave time. Suppression employees shall accrue ten (10) hours per
month beginning October 1, 1999. The maximum time accumulated shall be 2920 hours.
Any employee whose employment with the DEPARTMENT is discontinued shall
be paid at hislher regular wage rate for 15% of his /her accrued sick leave.
Any employee unable to perform hislher duties for more than three (3)
consecutive shifts due to non-duty sickness or disability shall be required to provide
medical documentation from hislher attending physician.
Forty (40) hour employees shall accrue six (6) hours per month. The maximum
time accumulated shall be 1040 hours.
Agreement- 2
COLLECTIVE LABOR AGREEMENT
ARTICLE 10 - INJURY LEAVE
Whenever an employee is incapacitated on the job, he/she shall be entitled to
injury leave with full pay which includes the wage scale in APPENDIX A, during the
period in which he/she is unable to perform his/her duties or until such time as he/she has
been accepted for retirement by the current retirement system. The period of injury leave
is limited to a maximum of twelve (12) months and any Worker's Compensation benefits
received by the member for total or partial temporary disability during the employee1s
injury leave with full pay shall be turned over to the DEPARTMENT. All employees on
injury leave shall be subject to an examination by a Doctor acceptable to the
DEPARTMENT.
Whenever a full-time employee is unable to perform hislher FULL DUTIES as a
result of a llLINE OF DUTY" injury or illness, he/she may be required to report to work
in a LIGHT DUTY status if management determines that light duty work exists or is
available at that time. Management has the right to determine if light duty work exists,
Assigned LIGHT DUTY shall be strictly limited to instructions provided by the
sick/injured employee's medical doctor regarding hislher physical and/or mental status.
He/she must provide a doctor1s release to the Chief or hislher designee stating what
functions he/she 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
ARTICLE 11 - VACATION
1. All twenty four (24) hour shift employees covered by the terms of this
Agreement shall accrue paid vacation leave on a monthly basis according to the
following schedule: .
1011/1999
a. Zero to two (0-2) years of service
b. Three to nine (3-9) years of service
c. Ten to fourteen (10-14) years of service
d. Fifteen (15) and up years of service
6 hours/month
10 hours/month
14 hours/month
18 hours/month
10/112000
a. Zero to two (0-2) years of service
b. Three to nine (3-9) years of service
c. Ten to fourteen (10-14) years of service
d. Fifteen (15) and up years of service
8 hours/month
12 hours/month
16 hours/month
20 hours/month
Maximum hourS- accrued shall be 432. Any amount over the maximum
will be lost.
Agreement- 3
COLLECTIVE LABOR AGREEMENT
2. All eight (8) hour per day/forty (40) hour week employees covered by the terms
of this Agreement shall accrue paid vacation leave on a monthly basis according to the
following schedule:
10/1/1999
a. Zero to two (0-2) years of service
b. Three to nine (3-9) years of service
c. Ten to fourteen (10-14) years of service
d. Fifteen (15) and up years of service
3.33 hours/month
6.66 hours/month
10 hours/month
14 hours/month
10/1/2000
a. Zero to two (0-2) years of service
b. Three to nine (3-9) years of service
c. Ten to fourteen (10-14) years of service
d. Fifteen (15) and up years of service
6 hours/month
8 hours/month
10 hours/month
14 hours/month
Maximum hours accrued shall be 250. Any amount over the maximum will be lost.
Vacation will accrue, but may not be taken during an employee's first year of
employment. Any employee whose employment with the DEPARTMENT is
discontinued for any reason shall be paid at his/her regular wage rate for all accrued and
accumulated vacation.
Employees shall be entitled to bid for vacation leave according to seniority. The
DEPARTMENT shall determine the vacation schedule, taking into consideration
seniority and the desires of employees. The vacation list will be circulated beginning
September 1, and seniority considerations shall prevail until December 31 st of each year.
INCIDENTAL LEAVE
Incidental leave is defined as vacation leave not previously scheduled during
yearly vacation scheduling plarinlng,
Incidental leave may be granted at the sole discretion of the management of the
DEP ARTMENT and must be taken in not less than four (4) hour increments.
HOLIDAYS
All employees shall accrue and receive eight (S) hours paid leave for each of the
holidays listed below. All holiday time shall be in addition to the employee's vacation
leave, and shall accrue as each holiday occurs. All 24 hour shift employees shall have the
holiday leave added to their vacation leave. All employees shall be entitled to ten (10)
holidays per year as listed below:
NEW YEAR'S DAY
PRESIDENrS DAY
VETERAN'S DAY
INDEPENDENCE DAY.
MEMORIAL DAY
LABOR DAY
COLUMBUS DAY
THANKSGIVING DAY
CHRISTMAS DAY
CIVIL RIGHTS DAY
Agreement- 4
COLLECTIVE LABOR AGREEMENT
ARTICLE 12 - RELIEF PERSONNEL
The DEPARTMENT will provide qualified reliefpersolU1el with full-time
employees Monday through Friday, if possible. On call personnel will be used first
choice on weekends, if possible. Sufficient relief personnel shall be used to maintain
normal coverage of each shift period of vacation, holidays, sick leave and fire related
education.
ARTICLE 13 - VACANCIES
Any unfilled position cause by termination, retirement, promotion or otherwise,
except for personnel reduction as provided elsewhere in this Agreement, shall be filled
from a hiring list of eligible applicants on file for that position. Promotions and vacancies
for the position of Driver, Captain and any other positions added to the ranks of the
DEPARTMENT which pertain to shift persolU1el shall be filled from the current ranks of
the full-time personnel ofthe Meridian Fire Department. All promotional examinations
shall be given and vacancies filled within 60 days. Vacancies for the position of entry
level firefighter shall be filled from the hiring list.
It shall be the exclusive responsibility of the DEPARTMENT to determine bona
fide occupational requirements within the meaning-of this Article and maintain a hiring
list to be renewed every two (2) years.
ARTICLE 14 - PROlVIOTIONS
Eligibility tests for promotion and newly created positions shall be based on
examinations given. To be considered for promotion the employee must have served one
continuous year in the previous position.
Examinations will be given once a year for all positions up to and including
Driver; and will be given in the month of April each year. For the positions of Officers,
the examination will be given every two (2) years during the month of April.
In the event of an opening/vacancy for a position in which there are no qualified
candidates on the current promotion/eligibility list of that position, a special test may be
given, by mutual consent of both parties to fill the vacancy/opening.
All examinations shall be impartial and shall relate to those matters which will
test fairly the candidate's ability to discharge the duties of the position to be filled.
It shall be the exclusive responsibility of the DEPARTMENT to determine bona
fide occupational requirements within the meaning of this Article. The DEPARTMENT
shall be the sole judge of skills, qualifications and ability. Seniority for promotions will
be one-half (1!2) point per year of service up to a maximum often (10) points.
Promotional examinations shall consist of a written test and assessment center. A
minimum of70% will be required to pass each portion ofthe promotional examination.
Seniority points will be added after successfully passing the examination. The following
formula will be used to determine the candidate's final score on promotional
examinations.
Agreement- 5
COLLECTIVE LABOR AGREEMENT
Example:
+
/2=
+
81.0% Written Examination
75.0% Assessment Center
78.0%
4.0 Seniority Points (8 years service)
82.0 Final Score
ARTICLE IS-GRIEVANCE PROCEDURE
Disputes or differences arising between the DEPARTMENT and the UNION
and/or individual members of the Fire Department as to the meaning or application of any
provision of this Agreement or of the Rules and Regulations of the Fire Department (as
provided in article 7), relating in any way to employees' wages, hours and/or other terms
and conditions of employment, shall be settled in the malU1er provided herein. For the
purpose ofthis provision, such a dispute or difference shall be referred to as a
n Grievance. It
Step One: Any employee who has a grievance shall notify the Union Grievance
Committee in writing within ten (10) business days from the date of the grievance, or ten
(10) business days from the time the employee, through reasonable diligence, should
have been aware of it. The Union Grievance Committee, hereinafter referred to as
UNION, shall within the next ten (10) business days determine if the grievance has merit.
If in its opinion, the grievance does not have merit, no further action shall be necessary.
Step Two: If it is the opinion ofthe UNION that a valid grievance exists, the
UNION shall present the grievance in writing to the Fire Chief within ten (10) business
days after their decision. All parties to such discussion will make a good faith effort to
resolve the grievance. The Fire Chiefthereafter shall give his/her reply in writing within
ten (10) business days.
Step Three: If the grievance has not been resolved in Step Two, the UNION shall
present the grievance in writing to the DEPARTMENT within ten (10) business days
from the receipt of the Fire Chiefs written reply. All parties to such discussion will make
a good faith effort to resolve the grievance. The DEPARTMENT thereafter shall give its
reply in writing within ten (IO)'busilless days.
Step Four: Ifthe grievance has not been resolved at the appropriate lower Step(s),
either the UNION or DEPARTMENT may within ten (10) business days refer the
grievance to an Arbitrator by serving written notice upon the other.
The UNION and the DEPARTMENT shall request the Federal Mediation and
Conciliation Service to supply a list of seven (7) proposed arbitrators. Within five (5)
business days after receipt of this list the UNION and the DEPARTMENT shall select an
Arbitrator by alternately striking one (1) name at a time from the list until only one (1)
name remains. The party striking the first name shall be determined by a coin toss. The
name remaining on the list shall be accepted by both parties as the Arbitrator.
The Arbitrator shall conduct a hearing and shall render a decision in writing,
which shall be final and binding on both parties, subject only to the parties' right to seek
vacation or modification to the Arbitrator's award pursuant to the provisions of Chapter
9, Title 7 Idaho Code.
The Arbitrator shall'have only such jurisdiction and authority to interpret and
apply the provisions of this Agreement as shall be necessary to the determination of the
arbitration issue. The Arbitrator shall not have any power to add or subtract from,
Agreement~ 6
COLLECTIVE LABOR AGREEMENT
modify or alter in any way, the provisions of this Agreement. The cost of arbitration
shall be borne equally by the DEPARTMENT and UNION.
ARTICLE 16 -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 organization while in the performance of his /her official duties, in accordance with
Idaho Code Section 44-1811.
It is mutually agreed that there shall be no strike authorized by the UNION and no
lockout authorized by the EMPLOYER, except for the refusal of either party to submit to
or abide by the grievance procedure set forth herein. No picket line, at or around the
City's property, established by any other person or organization shall be sanctioned or
honored during the term of this Agreement.
The UNION agrees that as part of the consideration for this Agreement, it will,
within twenty-four (24) hours take steps to end any unauthorized work stoppages, strikes,
slow-downs or suspensions of work, instructing their members to work immediately. The
UNION agrees that it will not assist employees participating in unauthorized work
stoppages, strikes, slow-downs or suspensions of work. For purposes of this section, the
term "strike" shall include a cessation or stoppage of work, slow-down, sit-in and
picketing ofthe City's premises.
ARTICLE 17 - UNIFORlVI ALLOWANCE
All suppression employees uniforms shall meet National Fire Protection
Association (N.F.P.A.) 1975 minimum requirements for station uniform wear. The brand,
style, materials and color of uniforms shall be designated by the Fire Chief.
Under this article the DEPARTMENT shall provide each suppression employee
$600.00 credit per fiscal year for the purchase of station uniform wear. For a introductory
firefighter, the DEPARTMENT shall provide the proper station uniform, meeting the
N.F.P.A. 1975 standards, for the first year of service, or $800.00 credit. On the
firefighter's a1U1iversary date, of the. first year of service, the firefighter shall receive
$50.00 credit for each month between the anniversary date and the DEPARTMENT'S
fiscal year end.
Non suppression employees shall receive $600.00 credit for their clothing
allotment per fiscal year.
ARTICLE 18 - HOURS OF WORK AND DESIGNATED WORK PERIODS
The designated work period for all Fire Department personnel covered under this
Agreement shall be on a twenty-seven (27) day cycle with coverage at 216 hours. Under
the Fair Labor Standards Act (FLSA) 204 actual hours worked will be paid at the regular
hourly rate and 12 hours paid at the overtime rate ifno excluded hours under the act has
been taken.
The regular work schedule for suppression personnel shall be three (3) shifts on
duty every other day and then four (4) days off. A shift shall be twenty-four (24) hours
of duty, starting at 0700. For illustration purposes, the regular work schedule for
suppression personnel is listed below with an X representing an on-duty shift and a Y
representing an off-duty shift.
Agreement- 7
COLLECTIVE LABOR AGREEMENT
XYXYXYYYY
The regular work schedule for non-suppression personnel shall be forty (40) hours
per week. Hours of work are from OSOO to 1200 and from 1300 to 1700 Monday through
Friday.
ARTICLE 19 - BEREAVEMENT LEAVE
In the event of a death in the employee's immediate family, he/she shall be
entitled to up to 24 hours leave of absence. Leave may be granted from accrued vacation
leave or unpaid leave of absence. Sick leave may also be granted at the discretion of the
Fire Chief or his/her designee.
The immediate family shall be defined as spouse, child (which shall include a
step-child, foster child or legally adopted child), mother, father, brother, sister,
grandparent or grandchild.
ARTICLE 20 - CALL BACK
Any employee reporting for duty while off-duty shall have all ofthe benefits that
he/she would normally have while on his/her regular tour of duty.
Employees shall receive overtime pay at one and one-half (1 1/2) times hislher
normal rate of pay for all overtime worked. There shall be a minimum of one (1) hour
pay for all call back, overtime, or incidents work. Additional calls during the initial 60
minutes of each call back, overtime, or incident worked will not be further compensated.
Any time worked after the first hour will be compensated at one-half (112) hour
increments, rounded up to the next half-hour. All overtime accumulated by an employee
shall be due and payable on their next pay period.
ARTICLE 21 - WORKING OUT OF CLASSIFICATION
All employees of the DEPARTMENT covered by this Agreement and who are
certified as meeting the eligibility requirements shall, when circumstances warrant,
accept and assume the duties of the position or rank above that which he/she normally
holds. Each employee assuming the. higher duties or rank shall be paid at the wage scale
of the higher position or rank, for time worked at the higher position or rank, utilizing the
same 60 minute minimum standards set forth in CALL BACK
ARTICLE 22 - EFFECTIVE DATE
This Collective Labor Agreement shall become effective October 1, 1999, and
remain in full force and effect until September 30,2001.
This Agreement may be reopened at any time for negotiations on any mutually
agreed item(s), pursuant to the procedures set forth in Chapter IS, Title 44, Idaho Code.
ARTICLE 23 - SA VINGS CLAUSE
If any provisions of this Agreement or the application of such provision should be
rendered or declared invalid by any court having jurisdiction, or by reason of any existing
or subsequently enacted legislation, the remaining parts or portions of this Agreement
shall remain in full force and effect. .
Agreement- 8
COLLECTIVE LABOR AGREEMENT
ARTICLE 24 - STAFFING
Sufficient employees shall be maintained on duty and available for response to
alarms. Sufficient employees shall be on duty and available to provide a minimum of one
firefighter, one driver, and one officer per station with a minimum ofthree (3) firefighters
responding to fire related calls.
If sufficient employees are not available to meet the minimum staffing
requirements, firefighters shall be retained or recalled as per the RELIEF PERSONNEL
article in this Agreement. Units shall not be placed out of service for reasons of
insufficient personnel.
ARTICLE 25-SALARIES
Wages for all employees of the Fire Department shall be as fixed and set forth in
APPENDIX A, attached hereto.
ARTICLE 26 - MANAGEMENT RIGHTS
The DEPARTMENT shall have the exclusive right to exercise the regular and
customary functions of management, subject to the provisions of this Agreement and
consistent with applicable law and regulations, including, but not limited to: Directing the
activities of the DEPARTMENT; Determining the levels of service and methods of
operations; 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 take whatever action may be necessary to carry out its mission in
emergency situations. Nothing in this clause shall have the effect of nullifying any
provisions elsewhere in this Agreement.
The terms hereof are intended to cover only minimums in wages, hours, working
conditions, benefits, and other terms and conditions of employment. The City may place
superior wages, hours, working conditions, benefits and other terms and conditions of
employment in effect and may reduce the same to the minimums herein prescribed.
ARTICLE 27 - ORDER OF AUTHORITY
The order of authority within the DEPARTMENT is as follows:
Fire Chief
Captains and Fire Marshall
Drivers
Firefighters
Agreement- 9
COLLECTIVE LABOR AGREEMENT
DATE AND SIGNED this ;;J. '/ 'Ii day of ~~.< ~ , 1999.
/!) ] ATTEST:
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ATTEST:
By:
illiam G. Berg, Jr.
City Clerk
Agreement- 10
IAFF LOCAL #2311
By: 'Hq~CV 9l2w(}~
ReggIe ards
President
By: J~ 1ft c.-~
Sam McEvoy
Secretary
APPENDIX A
Wage Scale- The job classification and wage rates for the employees covered by this Agreement
shall be as follows:
EFFECTIVE DATES
Job Titles 10/1199 10/112000
Introductory Employee
(1 st year) $27,000 $29,430
Firefighter I $28,023 $30,080
Firefighter II $30,776 $33,956
Firefighter III $32,552 $35,972
Driver $34,604 $37,539
Captain $40,469 $43,946
Fire Marshall $43,786 $47,727
The wage rates above include Longevity and Educational differential pay.
NOTE: To be promoted the employee must have served one (1) continuous year in the previous
position, as per Article 14-PROMOTlONS
MEMORANDUM OF UNDERSTANDING
This Memorandum of Understanding (MOD) is entered into this ;;21 It- day of
~~~~ ,1999 by and between the City of Meridian referred to as the
DE ~TMENT and the InternatlOnal AssociatlOn of FIre FIghters, Local #2311 herem after
referred to as the Union.
The DEPARTMENT and the Union agree as follows:
1. The DEPARTMENT will contract and pay for cleaning services of station uniforms to
prevent cross contamination with their families/clothes due to blood, body fluids and
airborne pathogens that were picked up on the uniform, whether seen or unseen. If there
was not contamination the employees will launder their own uniforms or utilize cleaning
services arranged for by the DEPARTMENT at the employee's expense. This paragraph
shall remain in effect until the new fire station and equipment is available.
2. The DEPARTMENT and the Union agree to negotiate a drug/alcohol policy during the
Collective Labor Agreement contract period that runs from 1011/99 -9/3012001.
The MOU shall remain in effect for the duration of the time periods listed under #1 & #2.
INTERNATIONAL ASSOCIATION
OF FIRE FIGHTERS, LOCAL 2311
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