Fire Prevention On-Call Policies Quiz

Fire Prevention employees who are scheduled to be on call outside regular work hours receive one hour of straight-time pay for each day they are on call.

The assignment of on-call personnel should be fair and distributed in a way that doesn't unfairly burden any individual. The city can adjust scheduling based on operational needs.

The Fire Chief or their designee has the authority to decide who is assigned on-call duty.

Employees called back to work for non-emergency activities like meetings or training receive at least two hours of overtime pay. Exceptions apply if the time overlaps with their regular shift or if the call-back is to fix their own error.

The city should try to schedule meetings and training during regular work hours whenever possible. They can't call back employees for unfair reasons or to harass them.

When training overlaps with Kelly Days, the City provides an additional 24 hours off.

If an employee is scheduled to work on a Wednesday while on training, they get Sunday and Saturday off.

The City encourages equal access to training but operational requirements of the department must be met.

All training openings are posted 20 calendar days before registration.

The Chief selects employees for required courses, and the City covers tuition.

The Chief selects half of the employees for non-required courses based on seniority and the other half based on their criteria.

Employees attending non-required courses must remain certified and employed for four years after the course, or reimburse the City.

The City pays for tuition and transportation for approved continuing education courses.

If the grievance is not resolved in Step 2, the Union can appeal to Step 3 by submitting a written request to the Human Resources Director within five calendar days after the City's response.

The Human Resource Director will discuss the grievance with a Union representative within five calendar days after the appeal is submitted.

If a resolution is not reached during the discussion, the HR Director will provide a written decision to the Union within five calendar days after the meeting.

If the grievance remains unresolved after Step 3, the Union has the option to appeal to Step 4, which involves binding arbitration.

The Union must refer the grievance to binding arbitration within fourteen calendar days of receiving the Step 3 decision.

The Union and the City will attempt to mutually agree upon an arbitrator within seven calendar days.

If the parties cannot agree upon an arbitrator, they will jointly request a panel of seven arbitrators from the Federal Mediation and Conciliation Service.

The parties can strike three names from the panel, and the remaining person becomes the arbitrator.

When a firefighter temporarily fills a vacant lieutenant position due to injury, illness, or another emergency.

The maximum number of firefighters allowed to "act up" on any shift.

The maximum number of 'acting up' firefighters permitted in officer positions.

Situations that justify the use of 'acting up', beyond injury or illness.

The allowed uses of acting officers.

Days designated as holidays for employees working 40-hour weeks. These employees receive paid leave on these days.

The prohibition on replacing or delaying the normal promotion process with acting officers.

The rule of not using acting officers to create a permanent need for the acting position.

If a holiday falls on a Sunday, the following Monday will be observed as the holiday. If it falls on a Saturday, the preceding Friday will be observed.

Employees working 40-hour weeks are eligible for holiday pay if they work their full regular schedule the day before and after the holiday, unless on approved leave or other excused absence.

The restriction on using acting officers if it causes overtime in firefighting roles.

Employees working 40-hour shifts are granted three personal days, while 24-hour suppression shift employees get one.

40-hour shift employees can use floating holidays at their discretion, with supervisor approval. These days should not be taken the day before or after a holiday falling on a Monday or Friday.

24-hour shift employees select floating holidays after their annual vacation selection. Requests must be made two shift days prior to the desired date.

Requests for floating holidays are considered on a first-come, first-served basis, if operational requirements allow. The Fire Chief or designee cannot unreasonably deny requests.

These days provide employees with flexibility to take time off for personal reasons, beyond regular holidays.

The City will pay half the tuition for job-related undergraduate courses at accredited institutions.

Employees must give a 10-day notice before canceling a course or they'll have to reimburse the City.

If an employee leaves the City's employment, they must reimburse the City for tuition costs within two years.

The City pays full tuition for courses it requires employees to attend.

Employees must give at least 45 days' notice to their shift commander before enrolling in any job-related course.

Employees must complete a Request for Enrollment form and a Tuition Refund Request form before enrolling in a course.

Employees can apply for scholarships from the Illinois Fire Chiefs Association to help with tuition costs.

New employees will be informed about the tuition reimbursement policy during their orientation.