Questions and Answers
What happens to the probationary period if an employee is absent for five or more work days?
How long are openings in the Division of Fire posted on the intranet?
What is the basis for the scoring system used in transfers?
In the event of military leave, how is the probationary period affected?
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Who receives the completed scorecard for all positions?
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Which positions are excluded from the transfer process?
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What factor is NOT considered in the scoring system for job openings?
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How often will the scoring system be reviewed for potential changes?
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What is the first step a Bargaining Unit member must take regarding a grievance?
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What must occur if an agreement is not reached after discussing a grievance with the Supervisor?
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How long does a Bargaining Unit member have to submit a grievance to Step 1 after knowing about the incident?
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What is the time frame for the Shift Commander/Bureau Chief to respond to a grievance submitted in Step 1?
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At which step of the grievance process do grievances regarding discipline start?
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Who receives the written grievance in Step 2 if it has not been resolved?
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What is the time frame for the Assistant Chief of Administration to respond to the grievance in Step 2?
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Which party has the right to Union representation at any step in the grievance procedure?
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What group is recognized as the sole bargaining agent for employees in the LFUCG Division of Fire and Emergency Services?
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What is the primary purpose of the agreement between LFUCG and Local 526?
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What obligation does LFUCG have if a new sworn classification is created?
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Who is recognized as the representative of LFUCG for Collective Bargaining Negotiations?
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Which ranks are specifically acknowledged within the bargaining agreement?
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What happens if LFUCG and Local 526 cannot reach agreement on a new classification?
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Which type of employee is not included in the collective bargaining agreement?
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What is the status of this agreement once it is signed by all parties?
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What percentage of the written examination is derived from textbooks approved by the Fire Chief?
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What is the minimum raw score required for a candidate to advance in the testing process?
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When are promotional testing opportunities for Lieutenants and Captains conducted?
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What action is taken if more than fifty applicants achieve a raw score of seventy percent?
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How are the written examination answer sheets scored?
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What is the procedure if there is a freeze on promotions?
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What style of test is used for practical performance examination elements?
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Who may modify the procedures if an outside agency conducts assessments?
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What method will be used by the parties to select an arbitrator from the submitted list?
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How is the order of the strikes determined?
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Who bears the cost for obtaining the list of arbitrators?
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What happens to the fees and expenses of the arbitrator if one party loses the grievance?
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Which of the following correctly states the arbitrator's authority regarding the Agreement provisions?
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If a court reporter is requested, how will the associated fees be handled?
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What should the scope of the issues to be arbitrated align with?
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What determines which party pays for non-employee witnesses during arbitration?
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Study Notes
Collective Bargaining Agreement Overview
- Agreement effective upon signature of all parties involved: LFUCG (employer) and IAFF Local 526 (union).
- Covers terms related to wages, benefits, hours, and employment conditions for firefighters, lieutenants, and captains.
Union Recognition
- LFUCG recognizes Local 526 as the exclusive bargaining agent for specified employees within the Fire Division.
- New sworn classifications will lead to discussions regarding their inclusion within the union framework within fourteen days of creation.
- Military leave will result in the extension of probationary periods equivalent to the time of deployment.
Assignments, Vacancies, and Transfers
- Job openings (excluding EMT positions) to be posted on the Fire Department intranet for seven days.
- Applications for transfers must be submitted via a specific request form and go through the chain of command.
- A scoring system considers seniority and certifications for assignments and transfers; reviewed annually by LMC.
- Written examinations comprise 50% Division policies and 50% content from three approved textbooks.
Examination and Testing Procedures
- Candidates must score at least 70% on written exams to remain eligible for further testing; if over 50 pass, only the top 50 move on.
- Promotional testing occurs biannually for Lieutenants and Captains, and annually for Majors, under specified timelines.
- Practical exams may be modified if conducted by an external agency.
Grievance Resolution Process
- Initial grievances must be submitted within 45 business days to the Shift Commander or Bureau Chief.
- Stepwise grievances escalate to higher authorities if unresolved; Local 526 is entitled to union representation.
- Arbitration conducted by named arbitrators in accordance with FMCS regulations, with costs shared between parties.
- Arbitrator's decisions are binding but cannot alter the provisions of the collective agreement.
Important Timelines
- Grievances must be acknowledged within ten business days at the initial step, and replies must be given within the same timeframe during the process.
- Promotional testing schedules are notably biannual and annually for specific ranks.
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Description
Test your knowledge on the key elements of the Collective Bargaining Agreement between the Lexington-Fayette Urban County Government and the Lexington Professional Fire Fighters. This quiz covers the essential terms, conditions, and parties involved in the agreement.