Collective Labor Agreement Meridian Firefighters I.A.F.F Local 4627 COLLECTIVE LABOR
AGREEMENT
between
CITY OF MERIDIAN
and
MERIDIAN FIREFIGHTERS
I.A.F.F. LOCAL 4627
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Effective
October 1, 2023 — September 30, 2026
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 ..............................................................................5
ARTICLE 8—CITY AND DEPARTMENT POLICIES AND PROCEDURES..........................5
ARTICLE 9—INSURANCE..................................................................................................6
ARTICLE 10— SICK LEAVE................................................................................................8
ARTICLE 11 —INJURY LEAVE/WORKERS' COMPENSATION LEAVE....................10
ARTICLE 12—VACATION—EMERGENCY,WELLNESS& HOLIDAY LEAVE................12
ARTICLE 13—RELIEF PERSONNEL ................................................................................15
ARTICLE 14—VACANCIES...............................................................................................16
ARTICLE 15—PROMOTIONAL TESTING ........................................................................17
ARTICLE 16— GRIEVANCE PROCEDURE........................................................................19
ARTICLE 17—NO STRIKES—NO LOCKOUT ..................................................................22
ARTICLE 18—UNIFORM ALLOWANCE AND ISSUED EQUIPMENT .............................23
ARTICLE 19—HOURS OF WORK AND DESIGNATED WORK HOURS ..........................23
ARTICLE 20—BEREAVEMENT LEAVE...........................................................................25
ARTICLE 21 —ADDITIONAL DUTY AND COMPENSATION...........................................25
ARTICLE 22—WORKING OUT OF CLASSIFICATION .....................................................27
ARTICLE23— STAFFING .................................................................................................28
ARTICLE 24— COMPENSATION ......................................................................................30
ARTICLE 25—ALCOHOL&DRUG POLICY ....................................................................30
ARTICLE 26—HEALTH AND WELLNESS .......................................................................30
ARTICLE 27—REQUEST FOR REDUCTION IN RANK ....................................................31
ARTICLE 28—DISCIPLINE AND DISCHARGE ................................................................32
ARTICLE 29— SAVINGS CLAUSE ....................................................................................33
ARTICLE 30—EFFECTIVE DATE .....................................................................................34
APPENDIX "A"—Compensation Schedule
APPENDIX "B"—Drug and Alcohol Policy
APPENDIX "C"—Reserved
APPENDIX "D"—CITY's Contribution for 2023 and 2024 medical,dental,vision,and post-employment
health
APPENDIX "E"—Step Plan Progression Details
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 employees of the Fire
8 Department, hereby agree as follows:
9 ARTICLE 1 —RECOGNITION
10 Pursuant to Title 44, Chapter 18, Section 1, Sub-section 1 (44-1801(l)) of the Idaho
11 Code the CITY recognizes the UNION as the exclusive bargaining agent for all firefighters as
12 defined by said code excluding any clerical support staff, Fire Chief, Deputy Chief or Division
13 Chief. The bargaining unit specifically includes and this Agreement shall apply to, but not
14 be limited to, the following positions:
15 1.1 Twenty-Four (24) hour per shift Suppression Firefighters of the Meridian Fire
16 Department
17 These employees work shifts as defined by Article 19.1. The positions incorporated by
18 this Agreement are for Probationary Firefighter, Firefighter, Engineer, Captain-Suppression,
19 and Battalion Chief.
20 1.2 Forty (40) Hour per week Firefighting Personnel of the Meridian Fire Department
21 These employees work a shift as defined in Article 19.2. The positions incorporated by
22 this Agreement are Recruit Firefighter, Captain-Fire Inspector, Captain-Training, Captain-
23 Emergency Medical Services (Captain-EMS), Captain-Logistics, and may include Suppression
24 Firefighter personnel that are assigned on a temporary basis for training, administrative
25 assignment, or light duty. Temporarily assigned personnel will not be required to flex their
26 forty(40)hour per week schedule, as defined in Article 19.2, without mutual consent by the
27 individual and the DEPARTMENT. Temporarily assigned personnel shall not have their
28 vacation or sick leave converted pursuant to Article 12.1, but will only accrue vacation and
29 sick leave at the forty(40)hour per week employee rate during the temporary assignment, in
30 accordance with Article 11.2.
31 1.3 New Positions
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I In the event the DEPARTMENT intends to create a new position not referenced above,
2 the DEPARTMENT will provide advance notice to the UNION and meet upon request to
3 discuss whether the new position is appropriate to be included in the bargaining unit. The
4 Parties will also meet and confer regarding testing for any newly created bargaining unit
5 positions.
6 ARTICLE 2 -DISCRIMINATION
7 There shall be no discrimination against, intimidation, or harassment of any employee
8 by either the CITY, DEPARTMENT, or UNION or any employee acting on behalf of the
9 UNION,because of the employee's membership or non-membership in the UNION or by
10 virtue of his/her holding office or not holding office in the UNION.
11 The CITY and the UNION agree that neither shall discriminate against or harass any
12 employee or prospective employee with respect to his/her compensation, terms, conditions, or
13 privileges of employment because of such employee's race, color, religion, sex,national
14 origin, age, gender identity, gender expression, sexual orientation, or other factors which do
15 not constitute bona fide occupational requirements. It shall be the exclusive responsibility of
16 the DEPARTMENT to determine bona fide occupational requirements within the meaning of
17 this Article.
18 ARTICLE 3 —PREVAILING RIGHTS
19 All rights, privileges and benefits held by the firefighters at this time which are not
20 included in this contract shall remain in force, unchanged and unaffected in any manner unless
21 agreed to and memorialized in writing by both parties to the Agreement,provided that the
22 DEPARTMENT may change or cancel any such right,privilege or benefit 1)temporarily to
23 accommodate an emergency situation; or 2)when shown to be a necessity for the best interest
24 of the CITY or the DEPARTMENT, provided further that any change, cancellation or
25 alteration of any such right, privilege or benefit cannot be done arbitrarily, for retaliation, for
26 the purposes of harassment, or in a manner resulting in disparate treatment, and must be with
27 just cause by the CITY or DEPARTMENT. Any change shall be subject to the Grievance
28 Procedure. Nothing in this Article is intended to supersede the CITY's obligation to negotiate
29 pursuant to the provisions of Section 18, Title 44, Idaho Code, or to supersede any other terms
30 or conditions of this Agreement.
31 ARTICLE 4—MANAGEMENT RIGHTS
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I The DEPARTMENT shall have the exclusive right to exercise the regular and
2 customary functions of management, subject to the provisions of this Agreement and
3 consistent with applicable law and regulations, including, but not limited to: Determining the
4 DEPARTMENTS financial, budgetary, accounting and procurement policies and procedures;
5 Directing the activities and operations of the DEPARTMENT;Determining the levels of
6 service and methods of operations; To create and oversee Department policies, Standard
7 Operating Guidelines (SOG's), and Emergency Operating Guidelines (EOG's)not inconsistent
8 with any other terms of this Agreement. The introduction of new equipment; The right to hire,
9 lay-off, transfer and promote; To discipline and discharge employees for cause; To determine
10 work schedules and assign work; To determine job qualifications and training requirements; To
11 take whatever action may be necessary to carry out its mission. Provided that nothing in this
12 Article shall nullify: (1)Any provisions elsewhere in this agreement, or(2) The CITY's
13 statutory obligation to negotiate with the UNION Pursuant to Chapter 18, Title 44, Idaho Code.
14 Any change or cancellation of any such right or privilege that is provided within Idaho Code
15 shall be subject to the grievance procedure.
16 The terms hereof are intended to cover only minimums in wages, hours, working
17 conditions, benefits, and other terms and conditions of employment. The CITY may place
18 temporary superior wages, hours, working conditions, benefits and other terms and conditions
19 of employment in effect and may reduce the same to the minimums herein prescribed.
20 This Article shall not preclude the UNION and the CITY from meeting during the
21 period of the contract to either(1) discuss procedures for avoiding grievances and other
22 problems, or(2) generally improving relations between the parties.
23 ARTICLE 5—UNION DUES, FEES and ASSESSMENT CHECK OFF
24 The CITY agrees to deduct authorized union dues, fees and assessments in amounts
25 specified by the authorized officer of the UNION,from the pay of the UNION employees upon
26 written authorization. The CITY further agrees to transmit those amounts monthly to the
27 UNION. The UNION agrees to certify to the CITY the amount of authorized dues, fees and
28 assessments. The CITY will show deductions of dues, fees and assessments on the employee's
29 monthly check stubs.
30 ARTICLE 6—UNION BUSINESS
31 6.1 —Union Officer Leave and Use of Fire Stations
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I Firefighters elected to UNION office shall be granted time off to attend IAFF or PFFI
2 functions, conventions, and seminars, provided that the Deputy Chief of Operations, or the Fire
3 Chief in his/her absence is given seventy-two (72)hours' notice and approves such leave and
4 the request does not incur overtime upon the Department. This can be accomplished by the
5 employee utilizing trades with other employees, utilizing vacation time pursuant to Article 12,
6 or utilizing the Union Time Bank(UTB). UNION shall be allowed to hold meetings within
7 CITY Fire Stations. By mutual consent, a meeting may be held at one station as schedule and
8 workload allows. The CITY shall always maintain authority over the use of its stations.
9 6.2—Union Time Bank
10 All bargaining unit members, upon approval by an elected UNION officer, shall have
11 access to draw from the UTB for: meeting and conferring, representing members, negotiations,
12 administrative meetings, any requested representation, and any other legitimate UNION
13 business. The UNION shall provide verification, upon request, that any member withdrawing
14 from the UTB was on UNION business.
15 6.3—Union Time Bank Use
16 Use of UTB will not result in reduction of an employee's salary or benefits. UTB
17 hours shall not count as hours worked. Upon the approval of the UNION as provided for in
18 Section 6.2, requests for UTB use shall be directed for approval to the Operations Chief and
19 then to the on-duty Battalion Chief, or the person in charge of DEPARTMENT scheduling and
20 staffing. There will be a maximum of 576 donated hours in the UTB at any time. Up to one
21 (1) bargaining unit member can utilize UTB per shift, providing the use of UTB shall not incur
22 mandatory overtime or return to duty. Use of UTB will not impact the number of employees
23 allowed off per day as defined in ARTICLE 12.1.
24 6.4—Union Time Bank Funding
25 Members of the UNION may voluntarily donate accrued vacation leave to the UTB.
26 The method of donating and accounting for the leave shall be done through the CITY'S
27 process as follows: beginning in November 2023 (utilizing October 31, 2023 vacation
28 balances), then on an annual basis during the vacation incentive program election thereafter, a
29 bargaining unit member who has vacation leave accrued in excess of fifty percent (50%) of the
30 maximum vacation accrual based off their March 31 balance, may elect to transfer accrued
31 vacation hours to the UTB in accordance with this Section. For 24-hour shift employees, any
32 amount in excess of 307 hours may be transferred; for 40-hour employees, any amount in
Collective Labor Agreement Effective October I, 2023 — September 30, 2026 — Page 4 of 34
I excess of 216 hours may be transferred. Following the process as established by the CITY, the
2 transferred hours will be directed into the UTB. Once donated, the hours will not be
3 transferred back to the donating employee or paid out as compensation to anyone other than
4 through the use of the time. Upon resignation or retirement from the department, a UNION
5 employee may donate any amount of their remaining Vacation hours to the UTB prior to
6 receiving a payout.
7 ARTICLE 7—REDUCTIONS IN FORCE
8 Reductions in force shall be established by a resolution of the City Council. If a
9 reduction in force is directed then it shall be done based upon seniority within each section
10 Twenty-Four(24) or Forty (40) hour that is to be reduced.
11 Seniority in the Meridian Fire Department is established at the time of hiring and is
12 determined by date of hire, if the same then by cumulative test scores, and if still tied then by a
13 coin toss.
14 No new employees, in either twenty-four(24) or forty (40)hour per week positions as
15 covered by this Agreement will be hired until the released employees have been given the
16 opportunity to return to work. When positions become available then released personnel shall
17 be re-hired in the inverse order they were released.
18 ARTICLE 8—CITY AND DEPARTMENT POLICIES AND PROCEDURES
19 The policies and procedures of the CITY and DEPARTMENT relating in any way to
20 wages, hours and/or conditions of employment pursuant to Chapter 18, Title 44, Idaho Code
21 shall be made a part of this Agreement. When considering the prevailing order of preference
22 of applicable laws and policies the parties shall all be bound by the following hierarchy:
23 1) All laws; Federal, State, and City;
24 2) The Collective Bargaining Agreement between the parties;
25 3) DEPARTMENT policy;
26 4) CITY Policy.
27 It shall be the responsibility of the UNION to notify the CITY, through the Fire Chief,
28 regarding any CITY or DEPARTMENT policy or procedure that in the opinion of the UNION
29 requires bargaining as defined in Chapter 18, Title 44. If the CITY or DEPARTMENT is
30 considering revising an existing policy or procedure or creating a new policy or procedure,
31 then the following shall occur:
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1 1) The CITY, through the City Attorney or Human Resources Director, or the
2 DEPARTMENT, through the Fire Chief or the Deputy Chief, will notify the UNION in writing
3 of the addition and/or change that is being considered to a policy or procedure;
4 2) The UNION may provide written comment for consideration prior to the policy or
5 procedure being adopted;
6 3) The CITY or DEPARTMENT may consider and accept or reject the UNION's
7 recommendation;
8 4) The CITY or DEPARTMENT will notify the UNION with the final proposed policy
9 or procedure;
10 5)From the date of the notice the UNION has 30 calendar days to file a written
11 objection with the CITY or DEPARTMENT and request negotiation of the policy or
12 procedure;
13 6) The parties may negotiate and any conclusion that is reached shall be memorialized
14 in a memorandum of understanding (MOU)with the UNION; or
15 7)If the UNION determines that the proposed change does not fall under Section 6,
16 above, the CITY or DEPARTMENT shall meet and discuss upon request to collaborate on the
17 policy or procedure.
18 8)If no objection is filed the policy or procedure shall be effective for the UNION.
19 ARTICLE 9—INSURANCE
20 The CITY shall pay the equivalent cost of medical/dental/vison coverage for bargaining
21 unit members as it does for all other City employees. This amount may be applied to medical,
22 dental, vision, or post-employment health benefits by the UNION through their own provider.
23 For 2023 and 2024, it shall be pursuant to APPENDIX"D"as attached to this Agreement. The
24 rates for future years will be amended by reference with a new schedule in APPENDIX "D"
25 after rates are established. The UNION shall be responsible to provide all the necessary
26 information to the CITY to transmit the payments to the UNION's provider(s). Employees
27 with a NWFFT VEBA account will be able to access those VEBA funds while actively
28 employed and after separation from employment in accordance with IRS rules.
29 The DEPARTMENT will make a good faith effort to start Recruit Academies as close
30 to the end of a calendar month as possible to limit the number of days a new hire will work
31 before being eligible for benefits under this Article. Should an employee's eligible dependent
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I status change mid-year, the CITY will increase or decrease the employer's contribution per the
2 tier that the employee transitions to based upon a qualifying event.
3 In addition, the CITY shall also pay 100%of the employee premiums for EAP, life and
4 short &long-term disability insurance.
5 9.1 Line of Duty Death Benefit
6 If a Firefighter dies in the line of duty as determined by the United States Department
7 of Justice, in addition to other benefits that are available for a firefighter who dies in the line of
8 duty, including but not limited to the Federal Firefighter Death Relief Act, Social Security,
9 State Worker's Compensation, or the Public Employees Retirement System, the CITY agrees
10 to pay the following benefits:
11 1) Cash value of 100%of the accumulated sick leave up to a maximum of 720 hours
12 remaining to the survivor of the firefighter; either to the spouse, or dependent children at the
13 survivor's choice; paid in one lump sum to the party or their designated trustee or
14 representative.
15 2)A CITY-provided life insurance policy, at no cost to the firefighter, for both $50,000
16 term life and $50,000 accidental death benefit.
17 9.2—Post-Employment Benefit
18 When a firefighter retires from active duty,by qualifying under the rules existing under
19 the Public Employee Retirement System (PERSI);by points, age, medical disability, or by any
20 method in existence at the time of retirement allowed by PERSI, the CITY agrees to pay the
21 cash value equivalent of twenty-five percent (25%)of the accumulated sick leave remaining
22 for that firefighter to them at the time of their retirement.
23 9.3 Voluntary Health Insurance and Benefits and Medical Expense Reimbursement
24 Program (MERP)
25 There shall be established a Firefighter-Only Retirement Health Plan between the
26 UNION and a vendor of their choosing;Washington State Council of Firefighters Medical
27 Expense Plan for Retirees (WSCFFMERP). The CITY shall require that all bargaining unit
28 members be required to be a member of WSCFFMERP.
29 At no cost to the CITY, the CITY agrees to deduct the specified amount authorized by
30 the firefighters and transmit those amounts to WSCFFMERP monthly. The UNION will be
31 required to submit plan documents to the CITY with all the necessary information to allow the
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I CITY to accomplish the payroll deduction. The amounts will be reflected in the individual
2 UNION members monthly pay stubs.
3 The deductions by the CITY have to align with the beginning of the CITY's pay
4 periods and payrolling system.
5 ARTICLE 10— SICK LEAVE
6 Any twenty-four(24)hour shift employee of the bargaining unit incurring a non-duty
7 sickness or disability which renders them unable to perform their duties shall receive sick leave
8 with full pay within his/her accumulated sick leave time. All twenty-four(24)hour shift
9 employees shall accrue twenty-four(24)hours per month. The maximum time accumulated
10 shall be 1152 hours. The accumulated sick leave shall carry over from one contract to the
11 succeeding contract.
12 Any forty (40)hour per week employee of the bargaining unit shall accrue eight (8)
13 hours per month with a maximum accumulation of 720 hours. The accumulated sick leave
14 shall carry over from one contract to the succeeding contract.
15 Any bargaining unit employee that transfers from a twenty-four(24)hour shift position
16 to a forty (40)hour per week position or vice versa shall have their accumulated leave adjusted
17 by the following conversion factor.
18 • Twenty-four(24) hour shift transfer to forty (40)hour per week shift—Multiply
19 accumulated leave by .625
20 • Forty(40)hour per week shift transfer to twenty-four(24)hour shift—Multiply
21 accumulated leave by 1.60
22 Any bargaining unit employee, whose employment with the CITY is voluntarily
23 separated from employment, but not by PERSI retirement, shall be paid, at their regular wage
24 rate, for 10% of their accrued sick leave at the date of separation. If an employee is
25 involuntarily terminated by the CITY, excluding workforce reduction, no pay will be given.
26 Any bargaining unit employee unable to perform their duties for more than four(4)
27 consecutive shifts for twenty-four(24)hour shift employees and three (3) consecutive days for
28 forty hour per week employees due to non-duty sickness or disability may be required to
29 provide medical documentation from their attending physician that states that the employee is
30 unable to perform their regular duties.
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I If the Family Medical Leave Act (FMLA) is going to be needed or invoked for an
2 employee, they must follow all regulatory requirements. The employee should contact the City
3 Human Resources Department to assure compliance.
4 An employee on unpaid personal leave will not accrue any sick leave benefits for leave
5 that exceeds six(6) or more consecutive work shifts for twenty-four-hour shift employees or
6 ten (10)consecutive days for forty hour per week employees, except where otherwise required
7 by law.
8 If the CITY offers a Buy Back or any other incentive program related to accrued sick
9 leave to any City employee, the same terms will be offered to the UNION.
10 10.1 Donating of Vacation Leave and Receiving Paid Time Off for Catastrophic Illness or
11 Injuries (FMLA Qualifying) of Firefighters or Family employees
12 Bargaining unit members that suffer a catastrophic illness or injury to themselves or an
13 immediate family member shall be eligible to receive leave time from another employee to
14 cover any loss of income for the employee's absence from their regularly scheduled duty
15 assignment.
16 The illness and/or injury as well as the qualifying individual must all comply with the
17 requirements of City Policy 4.2.1 to be able to receive this paid time off. The qualifying event
18 will be defined by the FMLA Regulatory Guidelines other than the time period of eligibility
19 service requirement.
20 Bargaining unit members may donate all of their accrued vacation hours per calendar
21 year. The receiving employee may not receive more than 480 hours for forty (40)hour per
22 week employees or 720 hours for 24-hour shift employees of donated time per calendar year
23 except as allowed by City Policy 4.2.1. Pursuant to the City of Meridian Standard Operating
24 Policy and Procedure No. 4.2.1, employees are eligible to donate accumulated vacation leave
25 to another employee that has a qualifying need and has exhausted all of their available sick and
26 vacation leave.
27 Additionally, the CITY provides Short Term and Long Term disability benefits to
28 employees. The paid time off that is necessary for an employee to maintain their pay and
29 PERSI eligibility during this period shall be coordinated with that benefit so that the employee
30 does not receive an excess of their regular pay. After the CITY receives notice from the
31 employee regarding an extended use of vacation or sick leave, the CITY will provide notice to
32 an employee of their option to supplement Short Term and Long Term disability benefit(s) and
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I details regarding the amount of supplementation necessary to maintain PERSI credits. All IRS
2 regulations must be followed by any participant in this program.
3 10.2 Paid Parental Leave
4 The CITY will provide a maximum of two-hundred and forty (240)consecutive
5 scheduled work hours of paid parental leave, regardless of gender of the bargaining unit
6 member, upon meeting the following eligibility conditions: the bargaining unit member is
7 classified as Regular Full Time and the bargaining unit member is eligible for Family and
8 Medical Leave (FMLA)by being in a pay status for least 1,250 hours in the previous 12
9 months. This benefit is available to bargaining unit members who become parents via birth or
10 adoption. Eligibility begins the date the child is born or placed via adoption.
11 ARTICLE 11 —INJURY LEAVE/WORKERS' COMPENSATION LEAVE
12 11.1 Workers' Compensation Leave
13 When a firefighter is injured or becomes ill on the job, the firefighter shall be entitled to
14 injury leave with full monthly pay without reduction which includes the wage scale in
15 APPENDIX "A," during the time period in which the firefighter is unable to perform their
16 duties as defined within his/her job description, limited to a maximum of twelve (12)months
17 or until such time as the firefighter is accepted for retirement by the current retirement system,
18 whichever comes first. If a claim is denied for workers' compensation coverage by the State
19 Insurance Fund, the time previously coded as workers' compensation from the date of the
20 injury or illness will be converted to sick leave, other available leave accruals, or leave without
21 pay. After twelve (12) consecutive months a firefighter is on workers' compensation leave the
22 DEPARTMENT and the employee shall address each situation on a case by case basis
23 considering all factors involved i.e., the State Insurance Fund, the employee's physician's
24 diagnosis for recovery, the employee's active participation in healing, and any other relevant
25 factor. During the period of injury leave any workers' compensation benefits received by the
26 employee for total or partial temporary disability during the employee's injury leave with full
27 pay shall be turned over to the CITY. All employees on injury leave shall be subject to an
28 examination by a Doctor acceptable to the CITY. The CITY may require recertification by a
29 physician every thirty (30) days at the CITY's expense.
30 11.2 Light Duty
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I The DEPARTMENT has the right to determine if light duty exists. Light duty will be
2 made available on an equitable basis. The DEPARTMENT has the right to reassess the light
3 duty position every thirty(30) days.
4 The DEPARTMENT reserves the right to re-assign work schedules as necessary when
5 assigning light duty. This right shall include,but not be limited to changing days of work,
6 hours of work, and type of work to be performed. If light duty is scheduled to be thirty (30)
7 days or less, leave accruals will remain at the twenty-four(24)hour shift firefighter rate. If
8 light duty extends beyond thirty (30) days and past the first day of the next calendar month, the
9 firefighter will begin accumulating leave benefits at same accrual rate of a bargaining unit forty
10 (40) hour per week employee until light duty ends. When the firefighter returns to regular duty
11 assignment or light duty otherwise ends the normal leave benefits will begin to accrue
12 immediately. When the return to duty or end of light duty occurs, the bargaining unit member
13 will accrue at their normal accrual rate,retroactive to the first day of the calendar month.
14 Assigned light duty shall in no way endanger, aggravate or prolong the full physical
15 and/or mental recovery of the employee.
16 Light duty shall in no way affect the existing vacation, holiday, sick leave or other
17 benefit accrual as previously agreed to or provided for by this agreement or by past practice of
18 the management except for the exceptions as provided within this Article.
19 11.2.1 Whenever a firefighter is unable to perform their full duties as a result of a work-
20 related injury or illness, the firefighter may be required to report to work in a light duty
21 status if the DEPARTMENT determines that light duty work exists or is available at
22 that time. Assigned light duty for a work-related injury or illness shall be strictly
23 limited to instructions, restrictions, or limitations provided by the DEPARTMENT's
24 contracted physician, the Emergency Responders Health Clinic.
25 11.2.2 Light duty may be available for non-work-related injury or illness. Bargaining
26 unit members may request temporary light duty as a result of their inability to perform
27 the essential functions of their job, including due to pregnancy or off-the-job illness,
28 injury or medical condition. Assigned light duty instructions, restrictions, or limitations
29 and return to work for non-work-related reasons, including pregnancy or off-the-job
30 illness, injury, or medical condition will be determined by the bargaining unit
31 member's health care provider.
Collective Labor Agreement Effective October I, 2023 — September 30, 2026 — Page I I of 34
I ARTICLE 12—VACATION—EMERGENCY—WELLNESS &HOLIDAY LEAVE
2 12.1 Vacation Leave
3 All twenty-four(24)hour shift employees shall accrue paid vacation leave on a
4 monthly basis according to the table below. Maximum hours accrued shall be 614 hours.
5 Once the employee reaches the maximum accrued hours they will no longer accumulate any
6 leave until the hours fall below the maximum accrual.
Vacation (24 Hour Shift)
Min. Max. Hours per Max. Conversion
Years Years Month Accrual Factor
0 2 24.00 614.00 0.625
3 4 26.00 614.00 0.625
5 6 28.00 614.00 0.625
7 8 30.00 614.00 0.625
9 10 32.00 614.00 0.625
11 12 34.00 614.00 0.625
13 14 36.00 614.00 0.625
15 16 38.00 614.00 0.625
17 18 40.00 614.00 0.625
19 20 42.00 614.00 0.625
21 22 44.00 614.00 0.625
23 24 46.00 614.00 0.625
25+ 48.00 614.00 0.625
7 All forty (40)hour per week employees shall accrue paid vacation leave on a monthly
8 basis according to the table below. Maximum hours accrued shall be 432 hours. Once the
9 employee reaches the maximum accrued hours they will no longer accumulate any leave until
10 the hours fall below the maximum accrual.
Vacation (40 Hour Shift)
Min. Max. Hours per
Years Years Month
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0 2 12.00
3 4 12.50
5 6 13.00
7 8 13.50
9 10 14.00
11 12 14.50
13 14 15.00
15 16 15.50
17 18 16.00
19 20 16.50
21 22 17.00
23 24 17.50
25+ 18.00
1 Any bargaining unit employee that transfers from a 24-hour shift position to a 40-hour
2 per week position or vice versa shall have their accumulated leave adjusted by the following
3 conversion factor.
4 • Twenty-four(24) hour shift transfer to forty(40)hour per week shift—Multiply
5 accumulated leave by .625
6 • Forty (40)hour per week shift transfer to twenty-four(24) hour shift—Multiply
7 accumulated leave by 1.60
8 Any firefighter, whose employment with the DEPARTMENT is discontinued, for any
9 reason, shall be paid at their wage rate, at time of separation, for all accrued and accumulated
10 vacation.
11 Vacation Leave usage shall be governed by departmental policy. Vacation leave may
12 be granted at any time,up to and including the day requested, as long as no more than three
13 firefighters have been granted vacation leave on the requested day. If the formula listed below
14 changes the number of allowed firefighters to be take vacation on a given day then the higher
15 number shall control. Vacation leave will be granted for a minimum four(4)hours.
16 The number of 24-hour shift personnel that shall be permitted to use vacation leave per
17 shift shall be determined by the following formula:
18 The number of budgeted positions per shift (to include firefighters, engineers, captains,
19 and battalion chiefs) divided by 6.5. (Example: 20 ff's on a shift divided by 6.5 = 3.07).
Collective Labor Agreement Effective October I, 2023 — September 30, 2026 — Page 13 of 34
I Newly budgeted positions which have been approved by the City but not yet filled, or
2 are filled with a Recruit, shall be excluded from this calculation.
3 The minimum number of firefighters permitted to use vacation leave shall not be lower
4 than five (5)per shift. The increase of an additional firefighter utilizing vacation leave on a
5 shift shall not change until the quotient of the formula meets or exceeds the next whole
6 number.
7 Additional personnel may be permitted to use vacation leave if it will not cause
8 additional overtime to the DEPARTMENT and is approved by the Battalion Chief.
9 NOTE: Firefighters who are promoted to any non-represented position shall have their
10 existing vacation and sick leave balances converted using the formula above. The employee
11 shall then be subject to the accrual rates pursuant to City policy of eight (8)hours of sick leave
12 monthly and vacation accruals based upon years of service with the City of Meridian.
13 12.2 Emergency Leave
14 In the event of an emergency, a firefighter shall be granted leave for a minimum of four
15 (4) hours and until the emergency no longer exists and the firefighter can return and perform
16 their job as required. The employee's Station Captain shall have the authority to grant the
17 immediate leave and will contact the Battalion Chief as soon as practical to acquire a
18 replacement pursuant to this Agreement and Departmental policy.
19 An"Emergency" for the purposes of this clause shall be a matter that could not have
20 been anticipated or known prior to the beginning of the employee's shift and should in the
21 discretion of the Station Captain be a matter of concern of great bodily harm to the employee
22 or their immediate family; a matter of great property loss or damage to the employee and
23 should only be granted in the most extraordinary of circumstances.
24 12.3 Wellness Leave
25 Wellness Leave is an incentive offered by the City of Meridian to all of its employees.
26 An employee receiving a wellness leave incentive, pursuant to City policy shall be allowed to
27 submit for the day off under the DEPARTMENT's Vacation Leave policy.
28 12.4 Holiday Leave
29 All twenty-four(24)hour shift employees shall accrue and receive eight (8) hours paid
30 leave for each of the holidays listed below and any additional days recognized by the State of
31 Idaho on the pay period that coincides with the holiday. All holiday time shall be in addition
32 to the employee's accumulated vacation leave, and shall accrue as each holiday occurs. All
Collective Labor Agreement Effective October I, 2023 — September 30, 2026 — Page 14 of 34
I twenty-four(24)hour shift employees shall have the holiday leave added to their vacation
2 leave. All employees shall be entitled to eleven (11)holidays per calendar year as listed
3 below:
4 NEW YEAR'S DAY LABOR DAY
5 CIVIL RIGHTS DAY COLUMBUS DAY
6 PRESIDENT'S DAY VETERAN'S DAY
7 MEMORIAL DAY THANKSGIVING DAY
8 JUNETEENTH CHRISTMAS DAY
9 INDEPENDENCE DAY
10
11 All forty (40)hour per week employees shall NOT receive Columbus Day as a holiday,
12 but shall receive the day after Thanksgiving as a holiday. The forty(40)hour per week
13 employees will not be scheduled to work on all the remaining holidays as listed above. If the
14 designated holiday falls on a weekend then the employee shall take the CITY designated day
15 as the holiday. In the event the holiday falls on a weekday in which the employee is not
16 normally scheduled to work as a result of a 4-10 schedule, the employee shall receive ten (10)
17 hours of holiday pay.
18 12.5 Vacation Incentive Program
19 Each year, a bargaining unit member who has vacation leave accrued in excess of fifty
20 percent (50%) of the maximum vacation accrual based off their March 31 balance,may elect to
21 rollover accrued vacation hours and transfer the converted amount to deferred compensation in
22 accordance with this Section. For 24-hour shift employees, any amount in excess of 307 hours
23 may be transferred; for 40-hour employees, any amount in excess of 216 hours may be
24 transferred. Following the process as established by the CITY, the converted amounts can be
25 directed into a deferred compensation account: PERSI Choice 401(k)or State 457 (b). Hours
26 will be compensated on a 1:1 basis at the bargaining unit member's regular rate as of the date
27 of payment.
28 ARTICLE 13 —RELIEF PERSONNEL
29 The DEPARTMENT will provide qualified relief personnel with full-time employees.
30 Sufficient relief personnel shall be used to maintain normal coverage of each shift period of
31 vacation, holidays, sick leave, and fire related education. Relief personnel may include current
32 department personnel working out of classification in a higher ranked position, pursuant to this
33 Agreement.
Collective Labor Agreement Effective October I, 2023 — September 30, 2026 — Page I S of 34
I ARTICLE 14 -VACANCIES
2 14.1 —Entry Level Vacancies
3 Entry level or lateral firefighters shall be determined by a generally accepted standard
4 testing method within the fire service profession. The purpose of the test shall be to establish a
5 hiring list of applicants for firefighter vacancies that may occur. This test shall not limit the
6 DEPARTMENT's ability to set the requirements necessary for hiring for vacancies.
7 Any unfilled firefighter position caused by termination, retirement, promotion or
8 otherwise, except for personnel reduction as provided elsewhere in this Agreement, shall be
9 filled as soon as possible from a hiring list of eligible applicants on file for that position. When
10 a list exists, offers will be made within thirty(30) days of the vacancy and filled within thirty
11 (30) days of acceptance of a job offer. If there is no existing list, then entry level positions will
12 be filled after the next available testing. Vacancies must be filled no later than one (1)year
13 from the opening. The final decision regarding the hiring of entry level or lateral firefighter
14 candidates shall be at the discretion of the Fire Chief.
15 14.2 Vacancies Above Entry Level
16 Any unfilled firefighter position caused by termination, retirement, promotion or
17 otherwise, except for personnel reduction as provided elsewhere in this Agreement, shall be
18 filled from a hiring list of eligible applicants. The DEPARTMENT shall make every effort to
19 fill vacancies for the position of Engineer, Captain, Battalion Chief, and any newly created
20 bargaining unit position from the current ranks of full-time personnel of the
21 DEPARTMENT. In the event a vacancy occurs and a list exists, the vacancy will be filled
22 within thirty (30) calendar days. In the event a vacancy occurs six (6) or more months prior to
23 the next annual promotional test and no list exists, within thirty (30) calendar days the
24 DEPARTMENT will begin a mid-cycle promotional testing process. A promotional list will
25 be created from which the vacancy/vacancies will be filled within thirty (30) days. If a mid-
26 cycle test is given and there are not enough successful candidate(s)to fill the
27 vacancy/vacancies, a second mid-cycle test will be given within thirty (30) calendar days of
28 completion of the first test for those candidates unsuccessful on the first test who had passing
29 scores on the interview(s) and failed no more than one (1) component. Unsuccessful
30 candidates eligible for retesting will be tested only on the component(s) failed in the first mid-
31 cycle test. If a second test is given and there are still not enough successful candidate(s)to fill
32 the vacancy/vacancies, or in the event there are no applicants for the first test, the
Collective Labor Agreement Effective October I, 2023 — September 30, 2026 — Page 16 of 34
I DEPARTMENT has the right to hire outside of the Meridian Fire Department to fill the vacant
2 position(s). The DEPARTMENT will give notice to the UNION prior to posting a lateral
3 position for vacancies above entry and meet and confer upon request to address the testing
4 process for the position(s). Successful candidates on the primary mid-cycle test will be placed
5 on the promotional list in order of test scores. Those candidates who are successful on a mid-
6 cycle retest, if necessary, will be addended to the bottom of any existing list in order of test
7 scores.
8 It shall be the exclusive responsibility of the DEPARTMENT to determine bona fide
9 occupational requirements within the meaning of this Article.
10 ARTICLE 15—PROMOTIONAL TESTING
11 Eligibility tests for promotion shall be given at least on an annual basis. To be
12 considered for promotion to Engineer the employee must have advanced to at least the rank of
13 Firefighter Step 3, to be considered for promotion to Captain the employee must hold the rank
14 of Engineer, and to be considered for promotion to Battalion Chief the employee must hold the
15 rank of Captain for a minimum of three (3)years. The employee must complete a Department
16 sponsored development program for the position being tested for(Engineer Development
17 Program, Officer Development Program, or Chief Officer Development Program).
18 All promotional lists will become effective no later than the 21 st of the month following
19 the completion of the test being given and will not have an expiration date. Subsequent lists,
20 including those resulting from mid-cycle tests, will be added in order of test scores below the
21 existing list. Any bargaining unit member on a promotional list may turn down a promotion
22 and remain on the list without losing position on the list.
23 Examinations will be given a minimum of every year for Engineers, Captain-
24 Suppression and Battalion Chief. For all other promotional positions identified in this
25 Agreement, testing will be done on an as needed basis. A notice of impending promotional
26 exam with a designated bibliography and defined scoring criteria for the position(s)being
27 tested shall be provided to all personnel for a minimum of ninety (90) days prior to the test
28 date. Notice shall be provided by a department wide email to all employees of the department
29 and by the posting of notices in each Fire Station and the Administrative office of the Fire
30 Department.
31 All examinations shall be impartial and shall relate to those matters which will test
32 fairly the candidate's ability to discharge the duties of the position to be filled. It shall be the
Collective Labor Agreement Effective October I, 2023 — September 30, 2026 — Page 17 of 34
I exclusive responsibility of the DEPARTMENT to determine bona fide occupational
2 requirements within the meaning of this Article. The DEPARTMENT shall be the sole judge
3 of skills, qualifications and ability. Seniority for promotions will be one (1)point per year of
4 service in the department, up to the maximum of ten(10)points. Seniority points will be
5 added after successful completion of the examination. Promotional examinations shall consist
6 of a written test, assessment center, and oral board(s). In the event of a tie after seniority
7 points are added and scoring to the hundredth decimal place is not determinative, the
8 bargaining unit member higher on the DEPARTMENT seniority list will be ranked higher on
9 the promotional list. The components of the assessment center shall be identified at the time of
10 the announcement of the test. The following formulas will be used to determine the
11 candidate's final score on promotional examinations for Engineer, Captain and Battalion Chief
12 respectively:
13 Engineer's Exam Scoring Criteria:
14 Written test: 20% of overall score; 75%minimum passing score
15 Assessment Center: 50% of overall score; 70%minimum passing score on every component
16 Operational Oral Board: 30%of overall score; 70%minimum passing score
17 Captain's Exam (Suppression, Training, and Inspector) Scoring Criteria:
18 Written test: 20% of overall score; 75%minimum passing score
19 Assessment Center: 50% of overall score; 70%minimum passing score on every component
20 Operational Oral Board: 15%of overall score; 70%minimum passing score
21 Chief's Oral Board: 15% of overall score; 70% minimum passing score
22 Battalion Chief's Exam Scoring Criteria:
23 Written test: 20%of overall score; 75%minimum passing score
24 Assessment Center: 50% of overall score; 70%minimum passing score on every component
25 Operational Oral Board: 15%of overall score; 70%minimum passing score
26 Chief's Oral Board: 15% of overall score; 70% minimum passing score
27 Within thirty (30) calendar days after an annual test is given, those candidates
28 unsuccessful on the annual test who had passing scores on the interview(s) and failed no more
29 than one (1) component will be eligible to retest. Unsuccessful candidates eligible for retesting
30 will be tested only on the component(s) failed in the annual test and, if successful, will be
31 added to the bottom on the existing list in order of test score.
Collective Labor Agreement Effective October I, 2023 — September 30, 2026 — Page 18 of 34
I The DEPARTMENT shall offer position-specific development programs (Engineer
2 Development Program, Officer Development Program, and Chief Officer Development
3 Program) annually. It shall be the employee's responsibility to attend when the opportunity is
4 offered.
5 ARTICLE 16—GRIEVANCE PROCEDURE
6 16.1 —Grievances and Arbitration Process
7 Intent
8 It is the declared objective of the parties to encourage prompt and informal resolution
9 of bargaining unit member and UNION complaints as they arise and to provide recourse to
10 orderly procedures for the satisfactory adjustments of complaints. With regard to the
11 Grievance Article only, working days will mean the days of the week, Monday through Friday,
12 excluding Saturdays, Sundays and Holidays.
13 Election of Procedure
14 Nothing in this grievance procedure prevents any bargaining unit member or the
15 UNION and their Supervisor and/or Chief Officer from resolving any grievable incident prior
16 to the filing of a grievance. The bargaining unit member or the UNION may select this
17 grievance procedure as evidenced by the filing of written notice of intent to grieve.
18 Grievance Procedure
19 The following procedures will apply to grievances filed under this procedure:
20 A. A grievance is defined as a complaint by one (1)or more members of the UNION,
21 involving the interpretation or application of this AGREEMENT or written policies and
22 rules of the DEPARTMENT and/or CITY, or disciplinary action.
23 B. Written grievances shall contain the following information:
24 i. A written statement of the specific provisions of this AGREEMENT or other
25 policies or rules alleged to have been violated, misapplied or misinterpreted.
26 ii. A statement of facts as to the manner in which the provision is purported to have
27 been violated, misapplied or misinterpreted.
28 iii. The date or dates on which the violation(s)occurred.
29 iv. The date the grievance was filed.
30 v. The specific remedy or adjustment sought.
31 Strict technical compliance with the terms of this Section is not required to preserve the
32 arbitrability or grievability of the grievance.
Collective Labor Agreement Effective October I, 2023 — September 30, 2026 — Page 19 of 34
I C. The written response by the DEPARTMENT and/or CITY shall contain the following:
2 i. Affirmation or denial of the facts upon which the grievance is based.
3
4 ii. An analysis of the alleged violation, misinterpretation or misapplication of the
5 AGREEMENT.
6
7 iii. The remedy or adjustment, if any,proposed by the DEPARTMENT and/or CITY.
8
9 Strict technical compliance with the terms of this Section is not required to
10 preserve the arbitrability or grievability of the grievance.
11 D. Grievances must be filed with the UNION within fourteen (14)working days after the
12 event giving rise to the grievance. To comply, a Grievance Fact Sheet must be filled
13 out by the grievant and turned into a member of the Grievance Committee. Within
14 five (5) working days after receiving the grievance, the UNION shall notify the Fire
15 Chief of the grievance and provide general information of the grievance to allow the
16 CITY to investigate the grievance for the purposes of providing a timely response
17 should the grievance be found meritorious and pursued by the UNION.
18 E. The UNION shall file its written findings for any grievance it supports with the Fire
19 Chief no later than fourteen(14)working days after receiving the Grievance Fact
20 Sheet with the exception of grievances arising from terminations, demotions or
21 suspensions without pay which are referenced in Article 16.2, Section B. Termination,
22 Demotion and Suspension without Pay.
23 F. The DEPARTMENT shall provide a written response to be filed no later than ten(10)
24 working days after receiving the filed grievance. Within ten(10)working days after
25 the UNION's receipt of the DEPARTMENT'S written response, representatives of the
26 UNION Grievance Committee and the DEPARTMENT, shall meet and attempt to
27 resolve the grievance.
28 G. If the grievance is not resolved as outlined in Article 16.1, Subsection F, and the
29 UNION, with or without the complaining employee, wishes to continue the grievance,
30 the UNION may file a notice of arbitration with the Meridian City Attorney, within
31 thirty (30)working days after receipt of the Fire Chief's written response as outlined
32 in this section, or, if the Fire Chief failed to respond, within forty (40)working days of
33 the UNION's filing of its written findings with the DEPARTMENT.
34 Arbitration Procedure
Collective Labor Agreement Effective October I, 2023 — September 30, 2026 — Page 20 of 34
I A. At the time of filing the notice of arbitration, an Arbitration Panel shall be selected no
2 later than thirty (30) calendar days from the notice of filing. The Arbitration Panel
3 members shall not be a current or past elected official or employee of the CITY. The
4 CITY and the UNION shall each select an arbitrator to represent their interests in the
5 arbitration. The Arbitration Panel shall consist of 3 total members.
6 B. If a third member of the Arbitration Panel cannot be agreed upon, the parties shall,
7 within twenty (20) calendar days after the notice of arbitration is filed, the UNION or
8 CITY may request a list of nine (9) arbitrators located in Region 1 (Pacific Northwest)
9 with public safety industry specialization from the Federal Mediation and Conciliation
10 Service (FMCS) from which one will be selected. The method of selection shall be by
11 alternate striking of names on the list until only one (1) name remains. Striking shall be
12 conducted no later than ten(10) calendar days after receipt of the list. The one (1)
13 remaining shall be the selected third member, and Lead Arbitrator. The party who
14 strikes the first name shall be determined by the flip of a coin. Written notice of the
15 appointment of the selected Lead Arbitrator shall be signed by both parties and mailed
16 to said arbitrator within five (5)working days after the selection.
17 C. Upon the appointment of the Lead Arbitrator, as provided above, said Arbitration Panel
18 shall hold an arbitration hearing as soon as practicable at the time and place mutually
19 selected by the parties. The parties will make every effort to schedule the hearing as
20 soon as practicable based on the availability of the Lead Arbitrator. If the Lead
21 Arbitrator is not available for the hearing within sixty (60) calendar days after
22 accepting the appointment, the parties may mutually agree to select a new Lead
23 Arbitrator with earlier availability. The hearing shall be conducted pursuant to the
24 provisions of Chapter 9, Title 7, Idaho Code and the terms and conditions of this
25 AGREEMENT.
26 D. The Arbitration Panel shall conduct a hearing and shall render a decision in writing,
27 which shall be final and binding on both parties, subject only to the parties ' right to
28 seek vacation or modification to the Arbitration Panel award pursuant to the
29 provisions of Chapter 9, Title 7 Idaho Code. The Arbitration Panel shall have only
30 such jurisdiction and authority to interpret and apply the provisions of the Agreement
31 as shall be necessary to the determination of the arbitration issue. The Arbitration
Collective Labor Agreement Effective October I, 2023 — September 30, 2026 — Page 21 of 34
I Panel shall not have any power to add or subtract from, modify or alter in any way,
2 the provisions of this Agreement.
3 E. The cost of the Lead Arbitrator shall be borne equally between the UNION and the
4 CITY. Each party shall bear the costs of their Arbitration Panel member and the costs
5 of presenting their own case.
6 16.2 -Termination, Demotion and Suspension Without Pay
7 A. The CITY and UNION agree it is in the best interests of all parties to expedite
8 grievances arising from disciplinary action which results in termination of employment,
9 demotion, or suspension without pay. Therefore, grievances that the UNION finds
10 meritorious shall be filed in writing with the DEPARTMENT within thirty (30)
11 calendar days after discipline is issued. The DEPARTMENT will respond in writing
12 within ten(10) calendar days of the date the grievance is filed.
13 B. When the DEPARTMENT terminates an employee, such termination shall be effective
14 upon the date the termination is issued. All other provisions of Section A shall apply to
15 these grievances in regards to due process and the procedure for contesting the action.
16 ARTICLE 17 -NO STRIKES—NO LOCKOUT
17 Upon the consummation and during the term of this Agreement, no employee of the
18 Fire Department covered by this Agreement shall strike or recognize a picket line of any labor
19 organization while in the performance of his/her official duties,in accordance with Idaho Code
20 Section 44-1811.
21 It is mutually agreed that there shall be no strike authorized by the UNION and no
22 lockout authorized by the CITY, except for the refusal of either party to submit to or abide by
23 the grievance procedure set forth herein. No picket line, at or around the City's property,
24 established by any other person or organization shall be sanctioned or honored during the term
25 of this Agreement.
26 The UNION agrees that as part of the consideration for this Agreement, it will, within
27 twenty-four(24)hours take steps to end any unauthorized work stoppages, strikes, slow-downs
28 or suspensions of work, instructing their members to work immediately. The UNION agrees
29 that it will not assist employees participating in unauthorized work stoppages, strikes, slow-
30 downs or suspensions of work. For purposes of this section, the term"strike" shall include a
31 cessation or stoppage of work, slow-down, sit-in and picketing of the City's premises.
Collective Labor Agreement Effective October I, 2023 — September 30, 2026 — Page 22 of 34
I ARTICLE 18 -UNIFORM ALLOWANCE AND ISSUED EQUIPMENT
2 The CITY and the UNION believe that professionalism and pride in the City and the
3 Fire Department are a significant part of a superior fire service. Both the CITY and the
4 UNION believe that the attire of the firefighter and their conformance with professional
5 appearance helps achieve the goals of a superior organization. All uniform and work attire
6 shall be clean and appropriately pressed or maintained. It shall be within the discretion of the
7 Fire Chief or his designee to determine if an article of clothing is no longer serviceable for
8 wear on duty. The DEPARTMENT shall maintain an inventory of clothing suitable for
9 replacement of worn items.
10 All employee uniforms shall meet National Fire Protection Association (N.F.P.A.) 1975
11 minimum requirements for station uniform wear. The brand, style, materials and color of
12 uniforms shall be reviewed annually by the Uniform Committee. The Committee shall be
13 comprised of two (2)UNION employees and one (1) employee of management designated by
14 the Fire Chief. The Committee may recommend changes, but the final decision shall be at the
15 discretion of the Fire Chief.
16 The CITY agrees to provide the necessary equipment for bargaining unit members to
17 perform their duties.
18 All of the Uniform, Personal Appearance standards, and Issued Equipment shall be
19 governed by mutually agreed DEPARTMENT Policy.
20 ARTICLE 19—HOURS OF WORK AND DESIGNATED WORK PERIODS
21 19.1 Twenty-Four(24)Hour Per Shift Suppression Firefighters of the Meridian Fire
22 Department
23 The designated work period for all twenty-four(24)hour shift employees covered
24 under this Agreement shall be on a twenty-four(24) day cycle with coverage at 192 hours.
25 Under the Fair Labor Standards Act (FLSA), 182 actual hours worked (as defined by FLSA)
26 will be paid at the regular hourly rate and at least ten (10)hours paid at the overtime rate of one
27 and one-half of the employee's regular rate if no excluded hours under the Act have been
28 taken, other than a"shift trade." An employee will receive overtime when they exceed the
29 "hours worked," as defined by FLSA in the 24-day work cycle of 182 hours.
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 be required to work more than ninety-six (96) hours
Collective Labor Agreement Effective October I, 2023 — September 30, 2026 — Page 23 of 34
I consecutively. A suppression firefighter may not work more than ninety-six(96) hours
2 consecutively without requesting and receiving specific authorization by the Shift Battalion
3 Chief(or the Deputy Chief of Operations or their designee if the Shift Battalion Chief is the
4 member requesting). A shift shall be twenty-four(24)hours of duty, starting at 0700 and
5 ending at 0700. For illustrative purposes, the regular work schedule for suppression personnel
6 is listed below with an X representing an on-duty shift and an O representing and off-duty
7 shift.
8 XXOOOOXXOOOO
9 19.2 Forty (40) Hour Per Week Firefighting Personnel of the Meridian Fire Department
10 The regular work week shall be forty hours (40) per week and shall be Monday through
11 Friday, 8:00 a.m. to 5:00 p.m. with a one (1) hour lunch break included or as four(4)days per
12 week for a ten(10) hour a day shift at the DEPARTMENT's discretion. Any time worked over
13 forty(40)hours per week shall be paid at an overtime rate of one and one-half of the
14 employee's regular rate to the next 1/2 hour for the actual hours worked. When circumstances
15 dictate, the Chief reserves the right to flex this schedule to meet the DEPARTMENT's needs.
16 As a courtesy, the affected employee will be given one (1) weeks' notice of the schedule
17 change, unless the change is unforeseen. In an unforeseen circumstance the Chief has the right
18 to change the schedule to meet the need, but once the circumstance is over, the schedule will
19 be returned to normal.
20 19.3 On Call Pay for Forty (40) Per Week Firefighting Personnel of the Meridian Fire
21 Department
22 The CITY recognizes these positions may require the employee to be "on call" for a
23 period of time as determined by the DEPARTMENT, or voluntarily be "on call" based on the
24 employee's availability for after-hours response. Examples include, but may not be limited to,
25 filling the roles of Fire Investigator or Safety Officer. If the employee is "on call" in either
26 circumstance, the CITY agrees to compensate the employee in the following manner:
27 • Regularly scheduled work day -2 hours per day
28 • Regularly scheduled day off-4 hours per day
29 • Holidays -4 hours per recognized holiday per Article 12.4
Collective Labor Agreement Effective October I, 2023 — September 30, 2026 — Page 24 of 34
I Forty (40)hour employees called back to work during a required "on call" period by
2 the DEPARTMENT shall be paid at one and one-half their regular rate for all hours worked.
3 For all other voluntary"on call," the employee shall be paid consistent with Article 19.2.
4 ARTICLE 20—BEREAVEMENT LEAVE
5 In the event of a death in the twenty-four(24)hour shift employee's immediate family,
6 they shall be entitled to forty-eight (48)consecutive shift hours off for bereavement leave.
7 Additional leave may be granted from sick leave, accrued vacation leave or unpaid leave of
8 absence at the discretion of the Fire Chief or Deputy Chief of Operations in his/her absence.
9 In the event of a death in the forty(40)hour per week employee's immediate family,
10 they shall be entitled to three (3) consecutive workdays off for bereavement leave. Additional
11 leave may be granted from sick leave, accrued vacation leave or unpaid leave of absence at the
12 discretion of the Fire Chief or Deputy Chief of Operations in his/her absence.
13 For purposes of this article, immediate family shall be defined as current spouse,
14 children,parents, in-laws, brother, sister, grandparents, or grandchild of the employee or a
15 member of the employee's household residing there at the time of their death whether related
16 to the employee or not. In-laws are defined as a father, mother, or grandparents of current
17 spouse, or sister and brother in-law of the employee. Adopted, foster or"step"relationships
18 will be considered same as any other family relationship.
19 ARTICLE 21 —ADDITIONAL DUTY AND COMPENSATION
20 Any firefighter reporting for duty while off-duty shall have all of the benefits that
21 he/she would normally have while on his/her regular tour of duty. All additional compensation
22 accumulated by a firefighter shall be due and payable in their next pay period.
23 21.1 Definition of Overtime, Scheduled Overtime and Compensation
24 Overtime pay shall be paid as defined by Article 19 of this agreement. However, when
25 a bargaining unit member is required to return to work for any off-duty meetings (including
26 committee work where bargaining unit member(s) and the DEPARTMENT participate jointly
27 that is required by the Chief or by Department Policy), required off-duty training, or any other
28 reason deemed necessary and required by the DEPARTMENT that is scheduled or planned,
29 hours will be compensated at a rate of one and one-half times the employee's regular rate of
30 pay regardless of hours worked in the FLSA work period.
31 21.2 Definition of Emergency Callback and Compensation
Collective Labor Agreement Effective October I, 2023 — September 30, 2026 — Page 2S of 34
I Emergency Callback shall be when a firefighter is requested to return to work by the
2 DEPARTMENT at a time that the firefighter was not scheduled to work to address an
3 emergency as determined by the Fire Chief. The examples of this type of Emergency Callback
4 shall be for large scale structure fires, large scale range fires, unusual natural disasters causing
5 the complete extension of the City's resources, etc. Employees accepting an Emergency
6 Callback must be able to meet the response time guideline as per DEPARTMENT policy,
7 AP300— Staffing and Callback.
8 The firefighter shall receive a minimum of four(4)hours of pay, from the time they
9 accept the Emergency Callback. Any time worked after the first four(4)hours will be
10 compensated in one-half(1/2) hour increments, rounded up. Any firefighter reporting for duty
11 while off-duty shall have all of the benefits that he/she would normally have while on his/her
12 regular tour of duty.
13 Firefighters shall receive overtime pay at one and one-half times (1-1/2) his/her normal
14 rate of pay for all time worked in response to Emergency Callback.
15 21.3 Definition of Mandatory Holdover or Mandatory Return to Duty to Fill Shift
16 Vacancy and Compensation
17 Mandatory Holdover shall be when an employee's regularly scheduled duty is extended
18 from the end of the shift by the DEPARTMENT as described in DEPARTMENT Policy, AP
19 300— Staffing and Callback.
20 Mandatory Return to Duty to Fill Shift Vacancy shall be when an employee is ordered
21 to return to duty to fill a shift vacancy as described in DEPARTMENT Policy, AP 300
22 Staffing and Callback.
23 Any time worked in either circumstance will be compensated in one-half (1/2) hour
24 increments, rounded up to the next half-hour.
25 Employees will be compensated at a rate one and one-half times the employee's regular
26 rate of pay for all instances even if the employee has not exceeded the 182 hours pursuant to
27 FLSA as described in Article 19 for that work cycle.
28 21.4 Definition of Overtime for Training
29 Training that is required by the DEPARTMENT off duty is compensable at a rate of
30 one and one-half times the employee's regular rate of pay, in accordance with Article 21.1. A
31 bargaining unit member's time during the DEPARTMENT's Engineer Development Program
32 is considered required training under this Article. When requested training is approved by the
Collective Labor Agreement Effective October I, 2023 — September 30, 2026 — Page 26 of 34
I DEPARTMENT, such approval will outline whether requested training hours will be
2 compensable and, if so, hours will be paid at the appropriate rate in accordance with Article 19.
3 The DEPARTMENT retains the right to determine which personnel may attend training.
4 21.5 Subpoenaed and Court Appearances
5 A bargaining unit member who is under subpoena for any appearance (e.g., preliminary
6 hearing,jury trial, deposition, etc.) for a job-related matter and appears on the bargaining unit
7 member's time off, the time shall be considered overtime and shall be paid for in the following
8 manner:
9 1) The actual time taken for the court appearance, or a minimum of three (3)hours,
10 whichever is greater.
11 2) If the subpoena is canceled less than forty-eight (48)hours prior to the hearing, the
12 bargaining unit member shall receive two (2)hours of overtime.
13 3) If the bargaining unit member is required to be on "standby" on their time off and be
14 prepared to respond to testify in court, the member will be paid overtime for those
15 standby hours.
16 4) DEPARTMENT or CITY directed appearances for preparation for depositions during
17 regular shifts will be paid at the bargaining unit member's appropriate rate.
18 ARTICLE 22 —WORKING OUT OF CLASSIFICATION
19 Any bargaining unit member covered by this Agreement, who is placed on the
20 promotional list after successfully completing the promotional exam process, shall be required
21 to assume the duties of that higher ranked position when necessary on the bargaining unit
22 member's shift. These employees are also eligible to work overtime on a different shift in the
23 higher ranked position.
24 If an employee were to work in a lower ranked position they would be paid at their
25 current rate, not the lower wage. The utilization of working out of class employees will be at
26 the discretion of the Battalion Chief.
27 Task books, as part of the promotional exam process, shall be requested through the
28 Deputy Chief of Operations. The employee must meet the pre-requisites before a task book
29 will be issued.
30 After successful completion of the promotional exam process, an employee will have
31 the appropriate certification pay added to their base wage as found in APPENDIX "A."
Collective Labor Agreement Effective October I, 2023 — September 30, 2026 — Page 27 of 34
I At any time, an employee may opt out, at their sole discretion, to have their name
2 removed from the promotional list.
3 22.1 Working Out of Class Temporary Promotions
4 In the event of a known absence at a suppression rank that will exist for a period of 90
5 calendar days or greater, a current working out of class eligible employee will be temporarily
6 promoted to the known vacant position. A temporary promotional opportunity will be offered
7 to eligible employees in order of the promotional list. The CITY will provide notice in writing
8 to the employee identifying the start date for the temporary promotion. When an employee
9 temporarily promoted is then permanently promoted to the position, either continuously or
10 with no more than ninety (90) days of any continuous break in service from that position, the
11 initial date of temporary promotion will be the employee's promotion/anniversary date.
12 See Memorandum of Understanding—Temporary Promotions During 20212023 CLA.
13 ARTICLE 23—STAFFING
14 The DEPARTMENT maintains the right to assignment and staffing of stations,
15 engines, and companies. Change in assignment may be based on the following criteria:
16 vacancy, seniority, stations available, and re-assignment, but is not limited to only these
17 specified. The method of declaring a vacancy, applicability of seniority, station bidding, and
18 re-assignment shall be determined by Department policy. The Vacancies and Shift Transfers
19 policy shall be negotiated between the UNION and the DEPARTMENT as mutually
20 determined to be needed. The DEPARTMENT retains the final authority for all staffing and
21 shift assignments.
22 Minimum Staffing at each station will be either three (3) or four(4)personnel
23 dependent on the assigned apparatus to the station. Personnel assigned to a station may be
24 used to cross-staff various types of apparatus. Brush trucks, water tenders and reserve
25 apparatus are not required to be staffed on a daily basis. Apparatus standards shall be the
26 following:
27 Engine Companies Brush Truck Companies
28 1 Captain 1 Captain
29 1 Engineer 1 Engineer
30 1 Firefighter 1 Firefighter
31
32
33
Collective Labor Agreement Effective October I, 2023 — September 30, 2026 — Page 28 of 34
I Water Tender Companies Truck Companies
2 1 Captain 1 Captain
3 1 Engineer 1 Engineer
4 2 Firefighters
5 Command Vehicle
6 1 Battalion Chief
7 Any additional firefighters on staff above the minimum as listed above will be used to increase
8 the staffing of the engines/truck or staff extra apparatus as described above unless the
9 individual is participating in the DEPARTMENT promotional mentoring program.
10 In the limited circumstance where the Truck is temporarily out-of-service for
11 maintenance or repair, the DEPARTMENT may put an Engine in service which will be staffed
12 with the minimum staffing of a Truck Company. The apparatus may be referred to as a
13 "Rescue"for dispatch purposes.
14 Whenever circumstances exist that causes an apparatus to fall below that minimum, the
15 DEPARTMENT reserves the right to re-assign personnel, exercise "Callback," exercise
16 "Holdover," exercise "Working out of Classification," or in extreme emergency circumstances,
17 take an apparatus out of service temporarily until appropriate personnel are available. Stations
18 or Apparatus will only be taken out of service long enough to return the necessary personnel to
19 staff them.
20 As of the effective date of this contract,the Meridian Fire Department operates eight
21 (8) stations staffed by an Engine and/or Truck Company as described as above. As future
22 stations are opened, they will be staffed by at least an Engine and/or Truck Company, using
23 this same staffing configuration described above unless mutually agreed to a change by the
24 UNION and the CITY.
25 The CITY agrees to maintain its commitment to pursue a staffing model which
26 provides for effective and efficient organization and deployment of fire suppression operations
27 to protect the safety and health of citizens and fire department employees. However, this is not
28 intended to bind the CITY to expend funds on this matter.
29 Advanced Life Support(ALS)Engine or Truck Companies
30 An Advanced Life Support (ALS)Engine or Truck company shall consist of a
31 minimum of one (1) licensed paramedic in the State of Idaho. The DEPARTMENT shall
32 establish the appropriate number of EMS positions within the DEPARTMENT. The licensed
Collective Labor Agreement Effective October I, 2023 — September 30, 2026 — Page 29 of 34
I paramedic shall be the person primarily responsible on that Engine or Truck company
2 apparatus to provide ALS response. The DEPARTMENT will attempt to maintain ALS
3 staffing with Firefighter/Paramedics and/or Engineer/Paramedics, however, the Captain may
4 temporarily be the Primary Paramedic on an Engine or Truck, if staffing or other situations
5 arise that have caused a shortage of Paramedics for the shift. For the purposes of this section,
6 "temporarily" shall be defined as a period of thirty(30) calendar days or less.
7 ARTICLE 24—COMPENSATION
8 All Compensation for all UNION employees shall be as fixed and set forth in
9 APPENDIX "A" attached hereto.
10 ARTICLE 25—ALCOHOL & DRUG POLICY
11 The DEPARTMENT and its UNION members agree to abide by the City of Meridian's
12 Alcohol and Drug Policy. The policy in effect at the time of the execution of this contract is
13 included in this agreement as APPENDIX `B." It is agreed that changes made to this policy
14 shall not apply to the UNION without written consent of its members.
15 ARTICLE 26—HEALTH AND WELLNESS
16 26.1 Health
17 The overall health and wellness of a firefighting force is essential to safely and
18 effectively respond to and mitigate the various emergencies the Department is responsible for.
19 In that spirit, the CITY shall provide mandatory physicals to every Department employee that
20 has an obligation to respond to an incident. The City shall maintain a budget sufficient to
21 allow each employee required to respond to an incident a physical every two (2)years.
22 Employees will be placed on a rotational schedule to be determined and maintained by the
23 DEPARTMENT.
24 The physicals shall be done through the Department's contracted physician, Emergency
25 Responders Health Clinic, that both CITY and the UNION agree upon or his/her designee.
26 The only medical information that the DEPARTMENT shall receive from the physician is a
27 proof of attendance and that the employee completed the required components of the exam.
28 All other documentation and personal medical information shall be directed to the employee
29 receiving the physical and no medical information shall be shared with the CITY by the
30 physician without the individual employee's consent. The CITY agrees to pay for the
31 employee's time for any off-duty appointments within the meaning of this Article, to include
32 the actual time spent at the Clinic for the physical and one (1)hour for lab testing prior to the
Collective Labor Agreement Effective October I, 2023 — September 30, 2026 — Page 30 of 34
I physical. An employee will submit hours under this Article to the Shift Battalion Chief. All
2 time paid under this Article will be treated as hours worked.
3 26.2 Fitness/Exercise
4 The DEPARTMENT and the UNION have developed and adopted a fitness and
5 exercise program for all firefighting personnel. Participation in the program shall be
6 mandatory for all employees that respond to emergency scenes.
7 ARTICLE 27—REQUEST FOR REDUCTION IN RANK
8 27.1.1 Subject to the following provisions and as set forth below, any fulltime bargaining unit
9 member or Chief Officer Employee (Employee) of the DEPARTMENT may request to return
10 to a former fulltime suppression classification of a lower rank than their current classification
11 which he/she previously held within the DEPARTMENT. Additionally, if necessitated as a
12 disciplinary measure, the Chief may demote an employee of the UNION to a former position
13 using the same process as outlined in this Article. No current employee may be involuntarily
14 demoted for the purpose of providing an opening for a person requesting a return to a former
15 position held or being demoted.
16 27.1.2 Eligibility and Process
17 An Employee who meets the requirements above may request a reduction in rank in
18 accordance with the following:
19 A. A vacancy must exist or be anticipated by promotion, retirement, or separation.
20 B. Any employee requesting a return to a lower rank than their current classification
21 must do so in writing to the Chief or his designee. The written request must:
22 i. List the lower rank requested.
23 ii. List the date served in the former rank.
24 iii. List the preferred date to return to the lower rank.
25 C. The Chief, after consultation with Local 4627 President, shall approve or deny the
26 request to return to a former classification in writing.
27 D. The Chief or his designee may delay the return to a lower rank until there is a
28 vacancy in the requested classification.
29 E. The Chief or his designee may not lay off or demote personnel to create a vacancy
30 for a return to a former classification. But a promotion based upon an existing
31 promotional list will satisfy the creation of a vacancy.
32 F. If two (2) or more requests are made at the same time, preference will be given to
Collective Labor Agreement Effective October I, 2023 — September 30, 2026 — Page 31 of 34
I any Employee(s) who previously held the requested suppression classification and
2 has greater seniority in the DEPARTMENT.
3 G. If the vacancy is caused by a demotion due to discipline the same process shall
4 apply-
5 27.3 Seniority
6 When an Employee returns to a former classification, the seniority accrued in the
7 position(s) held prior to the return to former classification shall be combined with the time in
8 grade that was accrued in the former classification. (Date of Hire+ Time in Grade)
9 Examples:
10 1)A Captain of Suppression with 24 months of seniority since date of hire is promoted
11 to Division Chief of Logistics for 36 months' time in grade and then returns to Captain
12 of Suppression. For purposes of Captain of Suppression seniority, the employee now
13 has 60 months of accrued seniority;
14 2)An Engineer with 60 months of seniority since date of hire is promoted to a Captain
15 of suppression for 12 months' time in grade and then returns to Engineer. For purposes
16 of Engineer seniority, the employee now has 72 months of accrued seniority.
17 ARTICLE 28—DISCIPLINE AND DISCHARGE
18 28.1 Standard
19 No bargaining unit member who has completed the initial employment
20 probationary period with the CITY shall be subject to discipline or discharge without just
21 cause. Unless otherwise warranted by circumstances, discipline normally shall be
22 progressive. Coaching and counseling may be utilized to assist bargaining unit members
23 in being successful. These documents are not discipline; however, the CITY reserves the
24 right to the use of such documentation to refute a claim that the bargaining unit member
25 did not have knowledge of a policy, rule, or procedure.
26 28.2 Due Process
27 Upon request of the bargaining unit member, the CITY shall allow the bargaining unit
28 member an opportunity to consult with a UNION representative prior to an investigatory
29 interview and to have a UNION representative present during interviews or other disciplinary
30 meetings with management representatives. This section shall not apply to any meeting with a
31 bargaining unit member in the normal course of business, coaching and counseling, instruction,
32 or other routine contact with a supervisor where discipline is not contemplated.
Collective Labor Agreement Effective October I, 2023 — September 30, 2026 — Page 32 of 34
I In the event the CITY believes a bargaining unit member may be subject to
2 discipline greater than a written reprimand, the following process shall be followed:
3 A. the employee shall be notified of the allegations that may subject the
4 employee to discipline;
5 B. the employee shall be notified of the maximum level of discipline being considered;
6 C. the employee will be given an opportunity to respond to the allegations in
7 person or in writing at an informal Loudermill/due process hearing;
8 D. the employee is entitled to be accompanied by a UNION representative(s)
9 at the hearing.
10 If the CITY determines there is just cause for discipline, the CITY shall provide
11 the bargaining unit member, with a copy to the UNION, with written notice of the
12 disciplinary action.
13 28.3 Prior Discipline
14 Documentation of discipline shall be placed in the bargaining unit member's
15 personnel file. After the timeframes indicated below, the discipline cannot be relied upon as
16 the basis for progressive disciplinary action should another separate dissimilar incident occur
17 warranting discipline:
18 • Written warning: 1 year
19 • Written reprimand: 2 years
20 • Suspension: 3 years
21 • Demotion: 5 years
22 No information that reflects critically upon a bargaining unit member shall be placed in
23 a personnel file without the review and signature of the bargaining unit member. The
24 bargaining unit member's signature confirms only discussion and presentation of the document
25 to the bargaining unit member and does not indicate agreement or disagreement.
26 No documentation regarding unfounded complaints shall be placed in a bargaining unit
27 member's personnel file, used in reviews for promotion, referred to in written performance
28 evaluations, nor relied upon as a basis for discipline or future disciplines.
29 ARTICLE 29— SAVINGS CLAUSE
30 If any provisions of this Agreement or the application of such provision should be
31 rendered or declared invalid by any court having jurisdiction, or by reason of any existing or
Collective Labor Agreement Effective October I, 2023 — September 30, 2026 — Page 33 of 34
1 subsequently enacted legislation, the remaining parts or portions of this Agreement shall
2 remain in full force and effect .
3 ARTICLE 30 — EFFECTIVE DATE
4 The Collective Labor Agreement shall be effective on October 1 , 2023 and remain in
5 full force and effect through September 30 , 2026 . During the period of time the parties are
6 negotiating a successor agreement, the parties may mutually agree to extend negotiations
7 beyond the statutorily contemplated time period and may mutually agree to extend the terms of
8 the Agreement beyond the expiration date .
9 Additionally, this Agreement may be reopened at any time for negotiations on any
10 mutually agreed upon item(s) , pursuant to the procedures set forth in Chapter 18 , Title 44 ,
11 Idaho Code . This may include items contemplated within this Agreement that may require
12 amendment or change during the course of this Agreement .
13
DATED AND SIGNED this ay of S? P.111 pC'� , 2023 .
CITY OF MERIDIAN IAFF LOCAL #4627 ,
MERIDIAN CHAPTE
By : By :
hnberyf. Nimison Derek Nelson
May r President
APPROVED BY CITY COUNCIL this day of , 2023IF
ATTEST �Qoa*zED AU(G; ..
By : _ 01V of
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C is s n, ty er � o � « o
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Collective Labor Agreement Effective October I , 2023 — September 30 , 2026 — Page 34 of 34
APPENDIX "A"
COMPENSATION SCHEDULE
This APPENDIX addresses the following positions within the Meridian Fire Department:
Recruit —Employee works 40-hour week while attending Fire Academy.
Probationary Firefighter—Employee works 24-hour shift. Employee has completed the Fire
Academy or hired as an entry-level lateral.
Firefighter —Employee works 24-hour shift. Employee has completed Probationary
Firefighter status.
Engineer—Employee works 24-hour shift. Promotional position that requires testing.
Captain of Suppression—Employee works 24-hour shift. Promotional position that requires
testing.
40-hour Captain (including: Fire Inspector, Training, Logistics, and EMS)—Employee
works 40-hour work week shift. Promotional position that requires testing.
Battalion Chief—Employee works 24-hour shift. Promotional position that requires testing.
Wage Scale: The wages for the regular rate of pay for all positions except the Recruit and 40-
hour positions are based upon 2920 hours worked per year. The Recruit and 40-hour position
wages are based upon 2080 hours worked per year.
The job classification and wage rates for employees covered by this Agreement shall be as
follows:
EFFECTIVE OCTOBER 1, 2023
APPENDIX A
10/1/2023
Classification Step 1 Step 2 Step 3 Step 4 Step 5 Step 6
Firefighter* $23.93 $25.84 $27.91 $29.30 $29.89 $30.49
Engineer $30.72 $31.33 $31.97 $32.60 $33.26 $33.92
Captain of Suppression $35.14 $35.84 $36.57 $37.30 $38.05 $38.80
40-Hour Captain** $51.81 $52.84 $53.90 $54.97 $56.08 $57.20
Battalion Chief $39.12 $39.91 $40.70 $41.52 $42.35 $43.20
10/1/2024
Classification Step 1 Step 2 Step 3 Step 4 Step 5 Step 6
Firefighter* $24.65 $26.62 $28.75 $30.18 $30.79 $31.40
Engineer $31.65 $32.27 $32.93 $33.58 $34.25 $34.94
Captain of Suppression $36.20 $36.92 $37.66 $38.42 $39.19 $39.97
40-Hour Captain** $53.36 $54.42 $55.52 $56.62 $57.76 $58.92
Battalion Chief $40.29 $41.11 $41.92 $42.76 $43.62 $44.50
10/1/2025
Classification Step I Step 2 Step 3 Step 4 Step 5 Step 6
Firefighter* $25.39 $27.42 $29.61 $31.09 $31.71 $32.34
Engineer $32.60 $33.24 $33.91 $34.59 $35.28 $35.99
Captain of Suppression $37.28 $38.03 $38.79 $39.57 $40.36 $41.17
40-Hour Captain** $54.97 $56.06 $57.18 $58.32 $59.50 $60.68
Battalion Chief $41.50 $42.34 $43.18 $44.04 $44.93 $45.83
*Note: The wage listed for Firefighter Step I will be converted for Recruit Firefighters based
on a 2080 schedule.
**Note: This position is converted based on a 2080 schedule and has an additional 5%
increase more than Suppression Captain.
1. WAGE ADJUSTMENTS
On October 1, 2023, the wages in the pay scale for all classifications covered by this
agreement shall be increased by thirteen percent (13%), which is incorporated into the
adjusted pay scale above.
On October 1, 2024, wages for all classifications covered by this agreement shall be
increased by three percent (3%).
On October 1, 2025, wages for all classifications covered by this agreement shall be
increased by three percent (3%).
2. PLACEMENT AND MOVEMENT ON WAGE SCALE
APPENDIX A
Firefighter Step Movement: Recruit and Probationary Firefighters will be placed on
Firefighter Step 1 upon hire. Recruit and entry-level lateral firefighters' hire date will
serve as their anniversary date. All Firefighters will advance to the next step annually
based on their anniversary dates and the Step Plan Progression in Appendix "E."
See Memorandum of Understanding—Implementation of Elimination of Recruit and
Probationary Firefighter Pay Step for initial implementation during 2023-2026 CLA.
Other Rank Step Movement: Bargaining unit members in all other ranks (besides
firefighter)will receive a one-step increase after twelve (12)months in their step and
annually thereafter in accordance with the Step Plan Progression in Appendix"E."
Step Placement and Step Movement Upon Promotion: Bargaining unit members
who are promoted to any position within the bargaining unit will be moved to a step at
a higher wage than they were receiving at the lower rank to include Working Out of
Class pay. However, all Captains of Suppression promoting to a 40-hour Captain
position will be placed in the same step in the new rank and will maintain their existing
anniversary date. The bargaining unit member shall be eligible for a one-step increase
after twelve (12)months in their promoted classification and annually thereafter in
accordance with the Step Plan Progression in Appendix "E."
See Memorandum of Understanding=Implementation of Step Placement and Step
Movement Upon Promotion for initial implementation during 2023-2026 CLA.
Promotional pay increases shall be effective no later than the date the employee
assumes the duties of the higher classification. Pay increases associated with step
movement shall be effective on the employee's anniversary date.
Lateral Hires: Lateral hires will be placed in Step 1 of the rank being hired into.
Lateral hires will advance to the next step annually based on their hire date and the Step
Plan Progression in Appendix "E."
3. LONGEVITY AND INCENTIVES
Longevity Pay: In addition to base pay, 40-hour and 56-hour bargaining unit members
that have been continuously employed by the Meridian Fire Department shall receive
longevity pay as follows. The longevity pay recognizes the increasing proficiency
which accrues with increased years of service and is effective the first full payroll
period following the qualified anniversary from date of hire with the Meridian Fire
Department. On October 1, 2023, longevity pay shall be increased by thirteen percent
(13%). The additional hourly amount shall be based upon the tables below.
24 Hour FTE 40 Hour FTE
5 Years $0.73 $1.03
10 Years $1.48 $2.08
15 Years $2.21 $3.11
20 Years $2.95 $4.14
APPENDIX A
Years of service for longevity purposes will pause due to separation and will continue
upon subsequent rehire.
Deferred Compensation: The CITY will continue to match a bargaining unit
member's contributions to their PERSI Choice 401(k) or State 457(b)Plan account to a
maximum of two (2%) of the bargaining unit member's gross wages for each pay
period. Bargaining unit members will direct requests for deferred compensation to
Human Resources in accordance with CITY policy.
Working Out of Class Pay: All members who have successfully completed the
requirements under Article 22 will receive an additional
$1.00 per hour to their base rate of pay
The pay shall remain as long as the member maintains their eligibility under Article 22.
Education, Certification, and Other Incentive Pay: All bargaining unit employees
that have furthered their education or expertise and have acquired the following degrees
regardless of their major may apply for and receive an additional education incentive
added to the bargaining unit member's base rate of pay. On October 1, 2023,
education, certification, and other incentive pay shall be increased by thirteen percent
(13%). The additional hourly amount shall be based upon the table below.
The educational degree shall be from an accredited College or University. The
additional hourly amount shall be added to the bargaining unit member's base rate of
pay. A bargaining unit member shall only be entitled to one (1) education incentive
pay. Pay shall be for the highest degree obtained.
Bargaining unit employees shall have the following incentives added to their base rate
of pay in the amount provided in the table below:
• Field Training Officer(FTO)—there will be at least one (1) EMS FTO and at
least one (1) Fire FTO assigned per shift. All bargaining unit members assigned
as an FTO, including on a temporary basis, will receive the differential below.
• EMT—Advanced —bargaining unit members who are not paramedics and are
licensed by the State of Idaho as an EMT Advanced will receive the incentive
below.
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
additional hourly amount which shall be based upon the table below.
This amount shall only be available from Recruit level up to and including Battalion
Chief. 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 Battalion Chief 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
APPENDIX A
may depend on hiring opportunities for the Department. Based upon the minimum
required personnel at the paramedic level, as established by the Department Policy, 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.
Incentive Pay item FTE Type Rate
Associates Degree 24 Hr FTE $ 0.17
40 Hr FTE $ 0.24
Bachelor's Degree 24 Hr FTE $ 0.28
40 Hr FTE $ 0.39
Master's Degree 24 Hr FTE $ 0.45
40 Hr FTE $ 0.63
EMT Advanced 24 Hr FTE $ 0.42
40 Hr FTE $ 0.59
MFD Field Training
Officer 24 Hr FTE $ 1.05
40 Hr FTE $ 1.47
Paramedic Pay 24 Hr FTE $ 2.53
40 Hr FTE $ 3.55
APPENDIX A
APPENDIX "B"
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 EMPLOYEE(FIRE)
The collective labor agreement shall govern the alcohol/drag 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 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
APPENDIX B
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 supersede testing,
reporting, and procedures mandated by federal and state rules, regulations or laws
that relate to the maintenance of a workplace free from alcohol and illegal drugs.
The City requires compliance with this policy as a condition of employment for
qualified applicants or for continued employment for all City employees and
volunteers.
AUTHORITY& RESPONSIBILITY: The Human Resources Director shall be charged with
interpreting and administering this policy. Supervisors and department heads are
responsible to ensure compliance to this policy within their areas of
responsibility.
PROCEDURES AND RELATED INFORMATION
I. PROHIBITED ACTIVITIES
A. On-Duty
1. Employees are expected to work alcohol and drug free in order to enable
safe and efficient job performance.
2. The use, sale, distribution, manufacture, purchase, transfer, storage, or
possession of alcohol or illegal drugs,paraphernalia or the unauthorized
use of prescription drugs or any combination thereof, while on City
premises, in City vehicles, while operating City equipment, at a job site
during work hours or in the scope and course of City employment is
strictly prohibited.Any violation of this policy is grounds for disciplinary
action,up to and including termination.
3. Employees who report to work and are suspected of being under the
influence of alcohol or drugs will not be allowed to drive themselves
home or elsewhere. Refusal to comply with this rule may result in
immediate termination.
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
APPENDIX B
1. The off-duty conduct of any employee which results in a criminal
conviction for the possession, use, sale, manufacture or distribution of
illegal drugs will be subject to discipline up to and including termination.
2. Employees who are acquitted will be returned to work with back pay, if
applicable.
3. Any employee convicted of violating a criminal drug statute on or away
from the workplace must inform the City of such conviction (including
pleas of guilty and nolo contendere) within five days of the conviction.
Notification must be made to the employee's supervisor or the Human
Resources Director. Failure to inform the City subjects the employee to
disciplinary action up to and including termination.
II. MEDICATION PRESCRIBED BY PHYSICIAN
A. The use of drugs/medicine prescribed by a licensed medical practitioner will be
permitted provided that it will not and in fact does not affect work performance,
nor will it impair the employee's ability to safely operate equipment or
machinery. The City reserves the right to have a licensed medical practitioner
who is familiar with the employee's medical history and assigned duties
determine if use of the prescription drug will produce effects which will increase
the risk of injury to the employee or others while working. If such a finding is
made,the City may limit or suspend the work activity of the employee during the
period that the medical practitioner advises that the employee's ability to perform
his or her job safely may be adversely affected by such medication. Any
employee who has been informed by his/her physician that the prescription drug
could cause adverse side effects while working must inform his/her supervisor
prior to using the medication on the job.
B. Employees must not consume prescribed drugs more often than as prescribed by
the employee's physician and they must not allow any other person to consume
the prescribed drug.
III. DISCIPLINE
A. Any employee who possesses, distributes, sells, attempts to sell, or transfers
illegal drugs on the City of Meridian's premises or while on City business will be
subject to discipline up to and including termination.
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.
APPENDIX B
D. Any employee who is found through alcohol or drug testing to have in his or her
body system a detectable amount of alcohol or an illegal drug as defined by this
policy will be subject to discipline up to and including termination. Employees
voluntarily participating in an alcohol/drug rehabilitation program recommended
by the EAP will not be subject to discipline for participation in the program. If
the employee is required to participate in an alcohol and/or drug program the
Employee Assistance Program will notify Human Resources when an employee
has completed the rehabilitation program. Prior to returning back to work an
employee must have a negative test result and after an employee returns to work,
he/she will be subject to unannounced drug and alcohol testing for a period of six
(6) months. A single positive test result or failure to successfully complete the
recommended rehabilitation program will be grounds for disciplinary action up
to and including termination.
E. Any employee who refuses to submit to an alcohol or drug test under the terms
of this policy will be subject to discipline up to and including termination.
F. Employees who are required to participate in the City's Employee Assistance
Program (EAP)will be subject to termination for the following policy violations:
1. Failure to contact the EAP within five(5) working days after notification
of a positive test result.
2. Refusal or unexcused failure to participate in counseling or the EAP
program.
3. Abandonment of a treatment program prior to completion and being
released.
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.
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.
APPENDIX B
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
A. Supervisors and other DEPARTMENT personnel will be trained in:
1. Overall City policy;
2. Detecting the signs and behavior of employees who may be using
alcohol or drugs in violation of this policy;
3. Recognizing and intervening in situations that may involve violations of
this policy;
4. EAP intervention,procedures and supervisor's role;
5. Documentation of employee performance and behavior.
B. Employees will be trained and informed of:
1. The health and safety dangers associated with alcohol and drug use;
APPENDIX B
2. The provisions of this policy through employee meetings and employee
orientation.
VI. TESTING PROCEDURES
A. PRE-EMPLOYMENT TESTING
1. All applicants given a conditional offer of employment will be required
to submit to testing for the presence of alcohol and illegal drugs. The
offer of employment is contingent upon a negative alcohol and drug test
result. A conditional offer of employment will be rescinded for any
applicant who tests positive for the presence of alcohol and/or illegal
drugs.
2. An applicant will be notified of the City of Meridian's alcohol and drug
testing policy prior to being tested;will be informed in writing of his or
her right to refuse to undergo such testing; and will be informed that the
consequence of refusal is termination of the pre-employment process.
3. An applicant will be provided written notice of this policy, and by
signature will be required to acknowledge receipt and understanding of
the policy.
B. REASONABLE BELIEF TESTING
1. An employee will be tested for alcohol and illegal drugs, or the abuse of
prescription medication, when the employee manifests "reasonable belief'
behavior that would endanger their well-being, as well as the safety of
fellow employees or the general public. The basis of suspicion of alcohol or
drug abuse may be a specific, contemporaneous event, or conduct-
evidencing impairment observed over a period of time.
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
1. 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.
APPENDIX B
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 the DEPARTMENT that an employee's accident
was caused by the actions of another, and that there were no unsafe acts
on the part of the employee, the City reserves the right to waive post-
accident testing of the employee. Employees who are involved in a
work-related accident requiring medical treatment are to immediately
inform their supervisor of the accident, so that any needed alcohol or
drug testing may be promptly conducted in conjunction with their
medical treatment.
D. RANDOM TESTING
1. Department Heads and employees in sensitive positions will be subject to
random alcohol and drug testing. For purpose of this policy, a sensitive
position will be defined as a position in which the duties that are
performed as a regular part of the job could reasonably expect to affect
health, safety and security of other City employees or the general public.
2. Sensitive positions are those that require an employee to:
a. Carry firearms;
b. Have custodial responsibility for illegal drugs;
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
APPENDIX B
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 Driver's License.
VII. DRUG/ALCOHOL SPECIMEN COLLECTIONJESTING PROCEDURES
A. 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.
B. 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
APPENDIX B
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.
C. Testing and Confirmation
1. The cut-off levels for all Non-Dot testing is as follows:
Drug Class Screening Confirmation
Amphetamine Family 1000 ng/ml 500 ng/ml
Cocaine 300 ng/ml 150 ng/ml
Phencyclidine (PCP) 25 ng/ml 25 ng/ml
Marijuana 50 ng/ml 15 ng/ml
Opiates 2000 ng/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
APPENDIX B
reverses the positive result, the City shall reimburse the cost of the retest
and any loss of compensation and benefits that are 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 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).
APPENDIX B
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.
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: any beverage that contains ethyl alcohol (ethanol), including but not
limited to beer, wine and distilled spirits.
B. Applicant: any individual tentatively selected for employment with the City.
C. City premises or City facilities: for the purpose of this policy means all property
of the City of Meridian including, but not limited to, the offices, facilities, land,
and surrounding areas on the City's owned or leased property, parking lots, and
storage areas. The term also includes the City's owned or leased vehicles and
equipment wherever located.
D. Drug Paraphernalia: drug related paraphernalia is any unauthorized material or
equipment or item used or designed for use in testing, packaging, storing,
injecting, ingesting, inhaling, or otherwise introducing into the human body an
unauthorized substance.
E. Drugtesting:esting: 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.
APPENDIX B
G. Illegal drug: 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: 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 training to interpret and
evaluated all positive test results together with an individual's medical history
and any other biomedical information.
J. Reasonable belief: 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: 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"
RESERVED FOR FUTURE USE
APPENDIX
APPENDIX "D"
CITY's Contribution for 2023
Medical, Dental, Vision, and Post-Employment Health
Medical Vision Dental* Total
Employee Only $716.67 $10.73 $49.40 $776.80
Employee/Spouse $1,396.01 $15.89 $89.20 $1,501.10
Employee/Child $989.51 $16.16 $72.72 $1,078.39
Employee/Children $1,148.70 $16.16 $90.64 $1,264.08
Employee/Spouse/Child $1,647.74 $24.741 $112.40 $1,784.88
Employee/Family $1,647.74 $24.741 $130.12 $1,802.60
Data reflects the City Costs associated to each benefit
Data obtained from the 2023 Benefits rate sheet
*Willamette Dental rates
CITY's Contribution for 2024
Medical, Dental, Vision, and Post-Employment Health
Medical Vision Dental* Total
Employee Only $745.34 $11.63 $51.35 $808.32
Employee/Spouse $1,451.86 $17.21 $92.67 $1,561.74
Employee/Child $1 029.10 $17.21 $75.55 $1 121.86
Employee/Children $1,194.65 $17.51 $94.19 $1,306.35
Employee/Spouse/Child $1 713.66 $26.80 $116.79 $1 857.25
Employee/Family $1,713.66 $26.80 $135.19 $1,875.65
Data reflects the City Costs associated to each benefit
Data obtained from the 2024 Benefits rate sheet
*Willamette Dental rates
APPENDIX D
APPENDIX E
Step Plan Progression Details
A bargaining unit member that has completed one year of service in their prior step and
the applicable requirements below will be advanced to the next step in their classification,
unless pursuant to an exception or exemption, in accordance with this Appendix"E."
ISO Tracker Training Hours
For the purposes of step plan progression, the ISO training hours requirement will be
163 hours of qualifying training. Any required Target Solutions-based ISO training hours will
be made available on January 1 of each year. No bargaining unit members' ISO training hours
requirement will be changed mid-year, including in circumstances of promotion, for the
purposes of advancing within the step plan.
Firefighter:
FF Step 1 to FF Step 2 -
• For new hires and entry-level lateral hires, 1 year of service from date of hire; and
• Successful completion of probationary firefighter testing.
FF Step 2 to FF Step 3 -
• Completion of required components of prior biennial physical, if applicable.
FF Step 3 to FF Step 4 -
• Completion of required components of prior biennial physical, if applicable; and
• Completion of DEPARTMENT's current or prior Engineer Development Program.
FF Step 4 through 6 Step Advancement -
• Completion of required components of prior biennial physical, if applicable; and
• Completion of prior calendar year ISO tracker training hours.
Engineer:
Engineer Step Advancement -
• Completion of required components of prior biennial physical, if applicable;
• Completion of prior calendar year ISO tracker training hours; and
• Completion of annual(based on bargaining unit member's anniversary date)Engineer
driver recertification.
Captain of Suppression:
Captain Step Advancement -
• Completion of required components of prior biennial physical, if applicable;
• Completion of prior calendar year ISO tracker training hours; and
• Maintain Blue Card certification.
40-HOUR CAPTAINS
- Captain of Inspection Step Advancement -
o Completion of required components of prior biennial physical, if applicable;
o Maintain Inspector and Investigator certifications; and
o Maintain Blue Card certification.
APPENDIX E
- Captain of Training, Captain of EMS and Captain of Logistics Step Advancement -
o Completion of required components of prior biennial physical, if applicable;
and
o Maintain Blue Card certification.
Battalion Chief:
Battalion Chief Step Advancement -
• Completion of required components of prior biennial physical, if applicable; and
• Maintain Blue Card certification.
EXCEPTIONS/EXEMPTIONS
In case of Workers' Compensation leave, FMLA, military leave, any other statutory or
protected leave, light duty, ADA accommodation(s), or any other reasonable scenario outside
the bargaining unit members' control that may affect or has impacted completion of the
requirements above, the following shall apply:
• If the CITY or the bargaining unit member believes that the bargaining unit member
will not meet the requirements for step advancement, the CITY, UNION, and
bargaining unit member will meet to seek agreement upon a plan (e.g. grace period,
proration, etc.) for a reasonable opportunity for the bargaining unit member to meet
the requirements.
• Exceptions/exemptions under this section will be equitably applied.
• Employees are eligible for step increases that would have been received if the
employee did not have statutory or protected leave, light duty, and/or ADA
accommodation(s) which impacted the completion of applicable requirements,
effective on or retroactive to their anniversary date.
A bargaining unit member's anniversary date will not be changed because they did not
complete all requirements to advance to their next step.
APPENDIX E
MEMORANDUM OF UNDERSTANDING
This Memorandum of Understanding ("MOU") is entered into this 17th day of October
2023, by and between Meridian Firefighters IAFF Local 4627 ("Union") and the City of
Meridian("City"), collectively the "Parties." The City and Union mutually agree to the
following provisions related to implementation of certain provisions of the 2023-2026 successor
Collective Labor Agreement ("CLA"):
I. Article 22—Temporary Promotions During 2021-2023 CLA
Any bargaining unit member who was temporarily promoted and subsequently permanently
promoted to the position while the 2021-2023 CLA was in effect will have their initial date
of temporary promotion treated as their promotion/anniversary date.
II. Implementation of Elimination of Recruit and Probationary Firefighter Pay Step
In order to effectuate the removal of Recruit/Probationary pay step 1, all bargaining unit
members in the Recruit/Probationary pay step I on October 1, 2023 will be moved to
Firefighter Step I*, effective that date. Entry-level laterals will maintain their hire date as
their anniversary date. Beginning on October 1, 2023, all non-lateral, entry-level bargaining
unit members (i.e. Recruits or Probationary Firefighters)will have their hire date treated as
their anniversary date.
*However, in order to prevent inequities related to the implementation of this provision, on
October 1, 2023, Brennan Maloney and Nefatly Lupercio will be moved to Firefighter Step 2
and will maintain their anniversary date.
III. Implementation of Step Placement and Step Movement Upon Promotion
The Parties' have agreed to new language in the 2023-2026 CLA governing step placement
and step movement upon promotion. In order to prevent the new language from creating pay
inequities for bargaining unit members who promoted while the 2021-2023 Collective Labor
Agreement was in effect, on October 1, 2023, all bargaining unit members who promoted
during the term of the 2021-2023 CLA to step I of a higher classification will be treated as
though the new Step Placement and Step Movement Upon Promotion language in Appendix
A was in effect at the time of the promotion.
For example, a Firefighter Step 6 earning Work Out of Class who was promoted to Engineer
Step 1 on April 4, 2023,will be placed on Engineer Step 3 effective October 1, 2023, and
will maintain their April 4, 2023 anniversary date.
This MOU is effective upon execution of the 2023-2026 CLA.
This MOU will expire automatically on the expiration date of the 2023-2026 CLA, unless the
Parties mutually agree otherwise.
APPROVED:
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Derek Nelson, President Date
Meridian Firefighters I.A.F.F. Local 4627
PASSED by the City Council of the City of Meridian, Idaho, this 1 7th day of
October , 2023.
APPROVED by the Mayor of the City of Meridian, Idaho, this 17t h day of
October , 2023.
APPROVED: ATTE
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