Boca Raton Firefighters Agreement 2023-2026

• This is an agreement between the City of Boca Raton and the Firefighters of Boca Raton Local 1560, IAFF, INC.
• The agreement is effective from October 1, 2023, through September 30, 2026.

Table of Contents Overview

• This document outlines various articles related to the employment and working conditions of firefighters in Boca Raton.
• It includes recognition of the union, management rights, non-discrimination policies, and prohibitions of strikes.
• Also defines details about dues check-off, probationary employees, city/departmental documents, and union bulletin boards.
• There are procedures for grievances, arbitration, and employee reduction.
• Seniority lists, performance evaluations, and promotion practices are addressed.
• Terms for dual employment, disability leave, sick leave, and annual leave are also listed
• Holiday, funeral, and jury leave information
• Details about union time pool and exchanging time
• Clauses covering overtime and call back procedures.
• The document lists standards for work classifications, court and standby time, and uniform maintenance.
• Provisions are made for tuition reimbursement, medical insurance, and substance abuse policies.
• Diseases/immunizations, pension, and death benefits are enumerated.
• Information about reassignments, wages, continuous service pay, and civil suits is available.
• Expectations for working conditions, training, and tour of duty are set.
• The agreement covers physical fitness, tobacco use, retiree health insurance, and take-home vehicles.
• It also includes the full agreement duration and appendices.

Preamble

• Harmonious and cooperative relationships between the City and its employees should be promoted.
• Declared public policy is expressed in Part II, Chapter 447, Florida Statutes. Sets forth the intentions of the agreement regarding matters within the scope of negotiations.

Article 1 - Recognition

Firefighter Candidate, Firefighter, Fire Prevention Officer, Firefighter/Driver, Fire Inspector, Lieutenant, Senior Fire Inspector, Captain, EMS Captain, Battalion Chief, and Division Chief are represented by the Union.

• Civilian SCBA Technician are specifically excluded, along with all managerial and confidential employees as determined by the Florida Public Employees Relations Commission.
• This representation entails collective bargaining regarding wages, hours, terms, and conditions of employment.
• The City and the Union will print their own copies of the Agreement using the same draft.
• The City will maintain the most current version of the Agreement on its internet and intranet sites.

Article 2 - Management Rights

• The City retains exclusive rights to manage and direct its departments.
• Rights not specifically abridged, delegated, or modified by this Agreement remain with the City.
• City Manager can suspend agreement provisions during civil emergencies like riots or natural disasters.
• The Union is to be notified promptly in such events.
• Wage rates and monetary fringe benefits will not be suspended during emergencies.

Article 3 - Non-Discrimination

• The City and Union will not engage in any discriminatory activity prohibited by law. Claims of discrimination/retaliation aren't subject to this Agreement's grievance or arbitration procedures.
• Review will only be subject to the review method prescribed by law or by rules having the force and effect of law.
• All references in this Agreement reflect the gender diversity of the City.

Article 4 - Prohibition of Strikes

• No employee, union, officer, or agent may instigate, promote, sponsor, or engage in any strike, slow down, or concerted work stoppage.
• Employees violating this may be discharged or otherwise disciplined.
• If a strike occurs, The Union must take direct and immediate action to cease activities.
• Individuals or entities violating this article are liable for damages suffered by the City or other parties.

Article 5 - Dues Check-Off

• The City will deduct Union dues and uniform assessments from employees' wages upon written authorization.
• Sums will be made available to the Union along with a list of individuals who have paid and the amount each paid.
• Payroll deduction authorization must be voluntary and can be canceled with thirty days written notice.
• Forms for authorization/cancellation will be agreed upon by both parties and provided by the Union Secretary/Treasurer.
• Fees shall be authorized, levied, and certified according to the Union's Constitution and By-Laws.
• The City will honor certifications by the Union Secretary/Treasurer regarding deduction amounts/legality of Union dues.
• The Union Secretary/Treasurer or designee shall receive payments at the City Finance Office during regular hours.

Article 6 - Probationary Employees

• New employees remain in probationary status for 365 calendar days.
• Probationary employees have economic benefits and access to grievance procedures involving pay and working conditions.
• The contract doesn't provide job protection rights to probationary employees
• Leave without pay, light duty, disability, or military leave for 30+ days, doesn't count toward probationary status fulfillment.

Article 7 - City and Departmental Documents

• Employees get electronic/hard copies of documents at each station.
• City Personnel Rules and Regulations, Department Rules and Regulations, Department TAPIRS, Department S.O.P.'s, and Department Medical Protocols are among such documents.
• The City will notify the Union/employee when documents are available electronically.
• Changes to these documents will be communicated to the union.

Article 8 - Bulletin Boards

• The union can maintain one bulletin board (4' x 4') in each Fire Station and one in the Fire and Life Safety Division.
• Bulletin board locations must be acceptable to the Fire Chief and Union President.
• Bulletin boards are for official Union business notices only. Copies of postings need to be provided to the Fire Chief, or designee, before posting.
• Notices must not be inflammatory, defamatory, and/or inciteful and comply with laws/rules.
• Notices must be dated and bear the signature of the Union President or designee.
• The City can remove materials violating this Article.

Article 9 - Grievance Procedure

• It applies to disputes between the City and employees (or groups) sharing a grievance.
• It involves interpreting or applying a specific provision of this Agreement and disputes involving disciplinary actions.
• Grievances appealing a termination decision by the City Manager go directly to arbitration (Union's discretion) or the Civil Service Board (employee's discretion), not through the standard 5-step procedure.
• Notifications to appeal must be written within 30 calendar days after receiving the City Manager's decision.

Article 10 - Arbitration

• If a grievance isn't resolved through the procedure, the Union president or designee may refer it to arbitration by notifying the City Manager in writing.
• Pertaining to discipline, only suspensions, involuntary demotions (excluding promoted employees during probation), or discharge of employment can be referred to arbitration.
• On all other disciplinary matters, the decision of the City Manager is final.
• The City Manager must be notified in writing within 30 calendar days after receipt of their decision.

Article 11 - Reduction of Employees

• When a position is vacated, discontinued, or abolished due to lack of work/funds/material ban/change in position duties, or departmental organization the City Manager will notify the Human Resources Director and Fire Chief. Written notice will then be posted byThe City on the Union bulletin board in each fire station.
• Layoffs are selected within a classification.Permanent classified service employees will be laid off only if no non-permanent classified employees can serve in the class. The order of layoff among non-permanent status employees is discretionary with the City Manager. Employees with permanent classified service status are ranked on a layoff list based on total service credits, with one point per month of continuous City employment, including authorized absences with pay.
• No credits are awarded for periods with unsatisfactory performance evaluations.
• Should employees have the same number of service credits, layoff is determined by: longest service in the class, veteran’s preference, and then The City Manager's discretion. Employees laid off from higher-than-entry-level roles can exercise displacement rights to the next lower classification previously held.
• Displaced wage compensation will be at their current level unless the employee's current wage level exceeds the maximum established for the lower classification.
• The City Manager, after HR director reccomendation, will notify employees of the layoff. Layoff notification, shall indicate when layoff becomes effective and when possible, must precede the actual date by two weeks.
• No new employees can be hired into a classification while an employee is laid off and has recall rights. Laid off employees have recall rights to their classification for one and one-half years from the layoff date, provided they are physically qualified to perform all assigned duties.
• Being physically qualified is determined by a City physician. "Recall" = notifying a laid-off employee to return to work by registered mail to their last address listed withThe City and a copy sent to the Union.

Article 12 - Seniority Lists

• The Fire Department establishes seniority lists, revised yearly on October 1, available electronically.
• Employees have 30 calendar days to make updates to the lists.
• Seniority is determined according to the date of employment. Those with authorized leave without pay or disability pay over 30 days have merit review dates advanced.

Article 13 - Performance Evaluation

• Employees are evaluated yearly using the City of Boca Raton Personnel Rules and Regulations and the current online evaluation system.
• Evaluations are done by the supervisor whenever feasible under whom an employee worked a majority of the rating period.
• There are performance-based evaluation instruments, with categories : Significantly Exceeds Expectations, Exceeds Expectations, Meet Expectations, and Requires Improvement.
• Individual performance evaluations are not subject to the Grievance Procedure in this Agreement but are subject to the grievance procedure provided in the Personnel Rules and Regulations of the City, if the evaluation is based on factors other than performance.
• Cities will provide training for supervisors who are assigned the responsibility of rating subordinates.

Article 14 - Promotion Practices

• Promotions within the bargaining unit use a weighted competitive process.
• Firefighter/Driver promotions weighting: 40% written exam, 60% practical exam.
• A minimum score of 65% must be achieved on the written exam. A score of 65% or greater must be achieved on the practical exam to proceed in the promotional process.
• Lieutenant, Fire Captain, Fire Prevention Officer, Senior Fire Inspector, EMS Captain, and Division Chief/Battalion Chief: 60% written exam, 40% oral interview.
• The candidate, if applicable, will be required to do an Assessment Center, then: 50% written Exam, 50% Assessment Center.
• In this methodology, a score of 65% needs to be achieved on all promotion processes.
• All oral interviews must be conducted by non-City personnel (employed by Florida fire departments), with one exception as to not-fire service management person who may participate on the orals board.
• Seniority points based on applicant's employment (minimum required), up to 3 points maximum, prorated accordingly, (1/2 of 1 pt per year of seniority; 0.04167 points per month), in addition to written exam scores. There is an additional, maximum limit of 3 points that can be added onto an applicant's score if various certifications or educational degress are completed.
• Paramedic-specific certifications and the amount of educational credit points: .5 for associates degree, 1.0 for bachelors. Lieutenants- 1.0 for bachelors or, Florida State Certified Fire Inspector: .5 , Fire Officer 1 (1.5), Hazmat Tech: .5
• Captains: Fire and Life Safety Education: .5, FLUSAR VMR Tech 1: .5, Instructor 1: .5, Fire Officer 1: 1.5, Associate's: .5, Bachelor's: 1.0
• BC or DC- State Certified Fire or Safety Officer .5 , bachelors 1.0 if you were to work in HIC classification, total promotion score will be adjusted upwards eligibility to act in higher classificaction- beign active on a current step up list 0.5 for each full year of eligibility and .0.4167 points for each full month points shall be carried out five decimal points
• If you exceed the number of points (9) that the promotional score may adjust upward for educational certificates, senioritiy points, etc, the number will diminish.
• The passing score is 70% and will be carried out by five decimal points
• There must be a valid Flordia state Paramemdicc liscence. If the liscence is suspended by the state, then the employee will have forfeitture of this pay

Article 15 - Dual Employment

• Employment engaged with City of Boca Raton in exchange for compensation, and outside city government.
• Employment is prohobitied during city hours with the exception of activities not involved in comflict or interest with state stature.
• Prior to performing duties and engaging in dual employment, employees must seek the approval of the Fire Chief and City Manager designee. Reports shall specify the organization where the dual employment will be performed
• Approval of employment is within City's parameters, but shall not be arbitrarily withheld and shall be transmitted in writing within seven (7) calendar days of the request.
• Reserve military duty is exempt from this pllicy, and is not considered as dual employment

Article 16 - Disability Leave

If an employee s/he cannot accept other work offered by The City, shall be entitled to disability leave at the employee's regular rate of pay (18) for a maximum of eighteen months

• If employee is reassigned, the temporary disability shall only be considered as a temporary reassignment with full retention of rights and benefits under this Agreement, and shall not be considered a reclassification for purposes of pension accrual
• Any Workers' Compensation, Social Security payments already received will be deducted from the pay
• Employees get paid disability leave do not accrue sick and annual leaves
• Physical fitness must be exhibited should the employee seek to return after physical examination after 365 consecutive days have elapsed.
• Pay is prohibited if disability is self inflicted, and or where the employee fails to provide the city with required disability and leave tracking. Incase of city and physician disagreement, decision shall be binding. worker comp, ss, etc will be reimburse the amounts during under this article employees must activey seek pemsion as for for said benefits, cannot delay canceling, or not do appts hr director of theys designee will assist
• Any deduction from monthlyy benefit to add up 100% from other plan benefit, disability. "gross monthly" is salary last paid escalated quarterly 6 months withput reoccurence, can be treated as new injury 18-month disability city requiree a fit for duty 90 interval terminated within 24 months rehired

Article 17 - Sick Leave

• Sick leave shall be only used with illness, injury, or quarantine within the immediate family in section 10.
• Fire chief to grant sick leave with any disability.
• Notification of Sick Lead with explanation and number shall be no less than before one hour, otherwise notice is in writing.
• Voicemail is not sufficient when applying and communicating to Fire Chief. Employees shall earn 8.42 hours of sick leave per calendar month (101 hours per calendar year) from the date of employment for full time employees. 8 hours for 40 hour employees
• Should an employee been in paid status for three fourths of the employee's work hours. No sick leave can be feigned according to a doctor selected by city, caused by interperance, continues from failure, a second job. Union and staff corporate for maintences of absenteeism to riduuce use

Article 18 - Annual Leave

• Schedule with annual leave with platoon strength Post seniority on hire date Annual with Fire Chief on periods three quaters of employee assignent hours accordinnce of the scheduele: 40 hours= fulls year ,98 withing 5 ands

annual cannot taken during probationary period 40 hours amll ammount vacattion preference with seniority in department number of vacatiin slot all personnel one shift-5 employees alllows = but fire cheif has descrecion as a result

Article 19 - Holidays

• Legal holidays are observed for the following dates for forty (40) hour employees: New Year's Day: Jan 1, MLK Birthday: the 3rd Monday in January.
• Presidents day: 3rd monday in Feburary, Memorial Day Last monday in May Juneteeth: June 19, July 4, Labor Day: 1st monday in Septmeber, Columbus Day: 2nd monday in Oct, Veterans Day: November 11, christmas day: December 25, 3 floating holidays An employee may be granted if it does not cause overtime which is requested at the Fire Chiefs descrecretion All identify leave of use

Article 20 - Funeral Leave

• The mother, father, foster parent, stepparent, legal guardian,brother, sister, husband, wife, son, daughter, foster child, stepchild, grandparent, spouse's grandparent, grandchild, mother-in-law, father-in-law, son-in-law, daughter-in-law, brother-in-law, sister-in-law of an employee, or domestic partner of an employee to not exceed 3 calendar days.
• Extra 2 days allowed after the employee must seek to continue working upon death
• The employee would normally be should work,

Article 21 - Jury leave

An employee should be placed on jury duty, leave with pay for what duties are required, and time to and from. The employees shall resume duties while complete.

Article 22 - Union Time Pool

A pool of time should be called the union and the employee can constiute compensatory time or leade Union business will be appointed and approved by Union presidnt or designees. A repllcement must be provided with similar rank Request must be writing in advance , or orally Causing an employee to not miss schedule shall be up to pay

Article 23 - Exchange Of Time

• Rank must be exchannged with another employee Another employee must with all to the position to with exchange. Fire chefi mus approve Less 15% is exchanged in 72 hours System must be notified in advanced under approval for 72 windows training cannot be used if essential with fire cheif or vacation used in association no inefficiency over time, compensation, the rrelease shall submit

Article 24 - Overtime

• Working as extra shift will be time and half.
• Employees are entitled to to this one time a quater, If the emplyotees are at the bottom regradless in total Classification will offer the assignment will the class Wellness and fair distribution is continued Anytime work and shift under period

Article 25 - Call Back

• An employee will be called back after relieved to be time of the over rate but will receive the minimum at 3

Article 26 - Work In Higher Classification

• Employee by The Chief to work will increase pay as such

Article 27 - court Time

Compensation should be 3 at time the half for out normal. All overtime is the work week Employees may submit fees

Article 28- Uniform Maintenance allowance

• 25 for all the uniform additional 5 for llienns reimbursement is semi annually- 4 and 10, eqiip, is replaced by the employee expense the city will reimburse 144 for shoe - ast 2412 and 2413

Article 29 - Reimbrusement tuitution

12 monuth is eligiable for tuition reimurssment secondary school are credit from fire college, or courses from educational programs or cheif to designees the comurse should be needed of perform and help with career goal approbal for entry and progrtam cant deny if completion and funds an employee may apply c - 50 b - 75 a -100 if passed at course or in florida standard

all assistanct with 60 days reimbursement terminaed then have toui return for deduction

Article 30 - Medica Insurance

• Baragaing unit shall covered froem local firefightets Boca trust. Union pla nshall offe The people shall continule wit benficiates and benefits. Local 1560 shall establish its bargaining unit with a voluntary assocation to benefir form full partian payments or benefits section must be with date with all required benfits 3% to monthly earnigs for agreement on such

Article 31- Substannc abouse

Any substance with out perscription which means in flordia, should use with precription and shall shall the impairment of duets greater then 0.04

Article 32 - Diseases And Immunization

The city Tuberculosis with hepatiti yearly for all

Article 33 - Pension

• Increase will be with those September emplyed. If cancer, then they

Article 34 - Death Benefits

$25K is emoyees covered The city for the line as so The emploeye would have with receiving terminal To exceed 10k

Article 35 - Reassignment

Paramedic duties with fire Chief not exceed at 90 cakknder procedudre

Article 36 -Wages

Continues to recve annuals as such, otherwise, they should be evaluated. Paramediitc- 17% EMT Certification is 3 perscent current training is 6 months unless trainied

Article 37 - Continuous Service Pay

As the day

Article 38 - Civil Suittdss

If action is filed in scope city will do in counter Claims The city shall indmnify a jugemennt

Article 39 - Working Conditions

The Deparment maintaine and safe life

Article 40 -Training

Comp time city allottueds discretion

• equip, training, at fire cheifs

Article 41 - Tours of Duty

With assignments to city staff

Article 42 - Entire Agreement

• All previous records, agreements, are cancelled and suceeds

Article 43 - Savings Clause

• The Agreement is in force and effect

Article 44 - Physical Fitness

• Standards need to at least City physician of fat muscle. will tell as a result

Article 45 - Non-Use Of Tobaccco

If hired after tobaccos products will reuslt on job lose with out dueies

Article 46 - All About Standoff

Article 47 - Retirees Health Insurancea

To estbalizs as such

Article 48 - - All Abouut Home Cars

• No take without the chefi

Article 49 - Durations

The aggrment from octo - sep with 3 period shall be maded and notified wit hall 0 or annuvasyt