1. CBA Part 2

Work Shifts and Policies for Fire Department Employees

• Normal working tour for 48-hour shift employees is 24 hours on duty and 48 hours off duty, with a workweek of 48 hours computed over a 21-day cycle.
• The 7th shift in the 21-day cycle shall be a 24-hour work tour scheduled off (Kelly day) to maintain an average workweek of 48 hours.
• Employees can opt-out of Kelly day once, and continue to work a 56-hour workweek, but cannot opt back in for the duration of the agreement.
• For new hire probationary employees, the normal working tour is 24 hours on duty and 48 hours off duty, with an average workweek of 56 hours per week.
• The work period consists of 14 days, and the pay period is also 14 days, with scheduled hours averaging to equal 112 hours.
• Employees receive one and one-half times their hourly rate of pay for hours worked exceeding an average of 106 hours in a 14-day period.
• The starting time for shift change is 0800 hours, with a 21-day notice given prior to any change.
• Employees may be reassigned to different shifts to meet operational needs, with a 21-day notice given prior to such change.
• All new hires undergo a 4-week orientation program before being assigned to duty, which may be modified as per the Fire Chief's determination.
• Non-shift employees hired after the agreement work 40 hours per week, with scheduling and days determined by the Fire Chief and have an unpaid half-hour lunch break.
• Shift employees cannot work more than 48 consecutive hours, including overtime, but excluding mutuals, out-of-town emergencies, and natural disasters.
• Employees must report to work at the designated time, and failure to do so may result in oral or written reprimand, suspension, or administrative action up to and including discharge.

Work Shifts and Policies for Fire Department Employees

• Normal working tour for 48-hour shift employees is 24 hours on duty and 48 hours off duty, with a workweek of 48 hours computed over a 21-day cycle.
• The 7th shift in the 21-day cycle shall be a 24-hour work tour scheduled off (Kelly day) to maintain an average workweek of 48 hours.
• Employees can opt-out of Kelly day once, and continue to work a 56-hour workweek, but cannot opt back in for the duration of the agreement.
• For new hire probationary employees, the normal working tour is 24 hours on duty and 48 hours off duty, with an average workweek of 56 hours per week.
• The work period consists of 14 days, and the pay period is also 14 days, with scheduled hours averaging to equal 112 hours.
• Employees receive one and one-half times their hourly rate of pay for hours worked exceeding an average of 106 hours in a 14-day period.
• The starting time for shift change is 0800 hours, with a 21-day notice given prior to any change.
• Employees may be reassigned to different shifts to meet operational needs, with a 21-day notice given prior to such change.
• All new hires undergo a 4-week orientation program before being assigned to duty, which may be modified as per the Fire Chief's determination.
• Non-shift employees hired after the agreement work 40 hours per week, with scheduling and days determined by the Fire Chief and have an unpaid half-hour lunch break.
• Shift employees cannot work more than 48 consecutive hours, including overtime, but excluding mutuals, out-of-town emergencies, and natural disasters.
• Employees must report to work at the designated time, and failure to do so may result in oral or written reprimand, suspension, or administrative action up to and including discharge.

Promotion Policy for District Employees in Lehigh Acres Fire Control and Rescue District

• The policy gives preference to qualified district employees over outside applicants for promotional opportunities.
• The promotional opportunities, testing components, and weighting of the promotional process shall be posted for ten calendar days prior to the closing of the opportunity.
• The district agrees to maintain promotional eligibility lists for the ranks of Field Training Officer (FTO), Engineer, and Lieutenant.
• The eligibility list will be maintained for one year from certification and will not exceed two years from the original certification of the list.
• The district reserves the right to hire an outside applicant for any position if no employee applicant possesses the necessary qualifications, credentials, and skills for the position.
• The district is responsible for designing, developing, and administering all testing procedures, and the Union DVP or his designee will be provided an overview of the test components and weighting of the promotional process for review and comment.
• Points will be awarded to the final passing overall score total not to exceed five extra points.
• The district shall post notice no less than forty-five calendar days prior to the start of a promotional process, including the projected dates for each portion of the process and all source materials to be utilized.
• Promotion to the ranks of FTO, Engineer, and Lieutenant will be from the appropriate eligibility lists.
• The Fire Chief will utilize a strict Rule-of-3 selection process for the positions of Lieutenant, Engineer, and FTO.
• Employees who have employment histories or who are involved in criminal activities shall be excluded from promotion for a specific time period.
• The district agrees to ensure a challenge process will be established prior to the administration of any promotional examination.

Promotion Policy for District Employees in Lehigh Acres Fire Control and Rescue District

• The policy gives preference to qualified district employees over outside applicants for promotional opportunities.
• The promotional opportunities, testing components, and weighting of the promotional process shall be posted for ten calendar days prior to the closing of the opportunity.
• The district agrees to maintain promotional eligibility lists for the ranks of Field Training Officer (FTO), Engineer, and Lieutenant.
• The eligibility list will be maintained for one year from certification and will not exceed two years from the original certification of the list.
• The district reserves the right to hire an outside applicant for any position if no employee applicant possesses the necessary qualifications, credentials, and skills for the position.
• The district is responsible for designing, developing, and administering all testing procedures, and the Union DVP or his designee will be provided an overview of the test components and weighting of the promotional process for review and comment.
• Points will be awarded to the final passing overall score total not to exceed five extra points.
• The district shall post notice no less than forty-five calendar days prior to the start of a promotional process, including the projected dates for each portion of the process and all source materials to be utilized.
• Promotion to the ranks of FTO, Engineer, and Lieutenant will be from the appropriate eligibility lists.
• The Fire Chief will utilize a strict Rule-of-3 selection process for the positions of Lieutenant, Engineer, and FTO.
• Employees who have employment histories or who are involved in criminal activities shall be excluded from promotion for a specific time period.
• The district agrees to ensure a challenge process will be established prior to the administration of any promotional examination.

Promotion Policy for District Employees in Lehigh Acres Fire Control and Rescue District

• The policy gives preference to qualified district employees over outside applicants for promotional opportunities.
• The promotional opportunities, testing components, and weighting of the promotional process shall be posted for ten calendar days prior to the closing of the opportunity.
• The district agrees to maintain promotional eligibility lists for the ranks of Field Training Officer (FTO), Engineer, and Lieutenant.
• The eligibility list will be maintained for one year from certification and will not exceed two years from the original certification of the list.
• The district reserves the right to hire an outside applicant for any position if no employee applicant possesses the necessary qualifications, credentials, and skills for the position.
• The district is responsible for designing, developing, and administering all testing procedures, and the Union DVP or his designee will be provided an overview of the test components and weighting of the promotional process for review and comment.
• Points will be awarded to the final passing overall score total not to exceed five extra points.
• The district shall post notice no less than forty-five calendar days prior to the start of a promotional process, including the projected dates for each portion of the process and all source materials to be utilized.
• Promotion to the ranks of FTO, Engineer, and Lieutenant will be from the appropriate eligibility lists.
• The Fire Chief will utilize a strict Rule-of-3 selection process for the positions of Lieutenant, Engineer, and FTO.
• Employees who have employment histories or who are involved in criminal activities shall be excluded from promotion for a specific time period.
• The district agrees to ensure a challenge process will be established prior to the administration of any promotional examination.

Test your knowledge of overtime regulations for shift employees with this quiz! Specifically, this quiz will cover the rules surrounding overtime pay for working 36 or 48 consecutive hours. Brush up on the details and make sure you understand the requirements for paying employees fairly. Keywords: overtime, regulations, shift employees, 36-hour, 48-hour.