Fort Worth Firefighters Agreement

• The document is a collective bargaining agreement between the City of Fort Worth and the Fort Worth Professional Firefighters Association, IAFF Local 440
• The agreement's effective date is October 26, 2022
• The agreement expires on September 30, 2026,
• Contract No. 58396 is associated with the agreement.

Definitions

• "Agreement" means the Collective Bargaining Agreement between the City of Fort Worth and the Fort Worth Professional Firefighters Association, IAFF Local 440
• "Anniversary Date" means the civil service date of commission as a firefighter
• "Association" means the Fort Worth Professional Firefighters Association, IAFF Local 440
• "Backfill" means to fill a temporary staffing vacancy with vacation relief personnel or overtime
• "Bargaining Unit" includes full-time, permanent, paid members of the Fort Worth Fire Department, hired in substantial compliance with TLGC Chapter 143, but excludes the Chief, non-certified employees, retirees, and firefighter trainees
• "Base Pay" is a firefighter's base salary at step level, excluding additional special pays
• "Business Day" is Monday through Friday, 8:00 a.m. to 5:00 p.m., excluding days City Hall is closed
• "Calendar Day" includes weekends and holidays
• "City" means the City of Fort Worth, Texas
• "City Manager" is the City Manager of the City of Fort Worth.
• "Commission" means the Fire Fighters' and Police Officers' Civil Service Commission of the City of Fort Worth
• "Commission Date” or “Date of Commission" is the date a person takes the oath of service in the Department
• "Company" means a department apparatus and crew responding to emergencies.
• "Date of Hire” or “Hire Date” means the date a firefighter trainee first attends Department orientation and training
• "Executive Board of Directors" or "Executive Board" means the members of the Association who are duly elected or appointed as members of the Executive Board of Directors
• “Fire Chief” or “Chief” means the Fire Chief of the Fort Worth Fire Department
• "Fire Chief’s designee" refers to the Chief or an individual designated to act on their behalf
• “Fire Department” or “Department” means the City of Fort Worth Fire Department
• "Fire Fighter" means any full-time, permanent, paid member of the FWFD hired in substantial compliance with TLGC Chapter 143
• "Fire Fighter Trainee” or “Trainee" means an applicant certified/accepted for employment to attend the Department’s training academy and must successfully complete the academy requirements
• "Formal Administrative Investigation" means an investigation initiated/conducted by the Fire Chief or officers specifically assigned.
• "Hours Worked" includes all time an employee must be on duty at the employer’s premises or workplace; firefighters in Suppression have a 106-hour/14-day cycle standard
• "Local Government Code Ch. 143” or “Chapter 143" refers to parts of the Fire Fighter and Police Officer Civil Service Act (Texas Local Government Code Chapter 143) applicable to the city
• "Local Government Code Ch. 174” or “Chapter 174” is the Fire and Police Employee Relations Act, Texas Local Government Code Chapter 174
• "Party" or "Parties” means the City of Fort Worth or the Fort Worth Professional Firefighters Association, IAFF Local 440, or both when used collectively
• “Personnel Rules and Regulations” or “PRRs” means the City's written policies applicable to fire fighters, as authorized under Chapter 2 of the Code of the City of Fort Worth, Article V, entitled "Human Resources," by Ordinance No. 11921, effective February 1, 1999, as amended from time to time
• "Preempt" means supersede
• "Preliminary Investigation" includes meetings, interviews, questions, and discussions that could lead to a Formal Administrative Investigation, but conducted by fire fighter officers
• "Probationary Fire Fighter” means a fire fighter who has successfully completed the department's training academy and is still in his or her probationary period
• "Regular Rate" means the meaning established by the Fair Labor Standards Act, 29 USCA § 201 et seq
• "Shift" is a 24-hour shift in the Operations Division from 8:00 a.m. to 8:00 a.m., unless specified
• "Staff Fire Fighter” or “Staff Personnel” means a fire fighter assigned to a 40-hour work week
• “Stanine” means nine evenly distributed groups of candidates who pass an exam
• "Suppression Fire Fighter” or “Suppression Personnel” means a fire fighter assigned to a 56-hour workweek
• "TLGC" is the Texas Local Government Code.

Article 1: Intent and Purpose

• It is the intent to maintain harmonious relations, establish benefits/pay rates/hours, and provide for orderly grievance adjustments
• This agreement supersedes/preempts conflicting provisions in TLGC Chapter 143 or other statutes/orders/ordinances/rules, as authorized by Section 174.006 of the TLGC

Article 2: Recognition

• The City recognizes Fort Worth Professional Firefighters Association, IAFF Local 440, as the sole/exclusive bargaining agent for fire fighters defined in the agreement.

Article 3: Non-Discrimination

• Neither party can discriminate based on membership/non-membership in the Association.
• The City cannot discriminate against an Association member carrying out Association duties.
• The Association must fairly represent all firefighters under Chapter 174, TLGC in negotiation, administration, and enforcement
• This Agreement does not impose greater obligations on non-members than those imposed by law.

Article 4: Management Rights

• The City exclusively manages the Department, subject to state/federal laws and the agreement's terms
• These rights include directing work, determining classified positions, hiring/promoting/demoting, disciplining, maintaining efficiency, relieving duties, using the Department in emergencies, determining methods/personnel/deployment, and determining personnel assignments
• Civilians cannot perform duties restricted under TLGC Chapter 143, except in positions such as fiscal management, personnel support, clerical support, etc.
• The City retains all rights/authority enforced by law through the City Manager/Chief, unless specified otherwise.

Article 5: Maintenance of Standards

• All economic benefits, privileges, and working conditions remain unchanged during the agreement, except as noted in Section 2
• "Written City or Department policy" includes City Ordinances, PRRs, SOPs, IOCs, Information Bulletins, Fire Department Rules/Regulations, and memos from the Chief or assistants
• The City can unilaterally change management rights policies without the Association's consent.
• Policies concerning economic benefits, privileges, and working conditions can be amended with the mutual consent of both parties.
• Amendments or implementation must be written and signed by the Chief (for operations) or the City Manager (for funding), and the Association President
• Revisions to firefighter PRRs must clarify organization/structure, not change economic benefits or working conditions and follow the set approval process
• Departmental SOPs, Bulletins, and Rules/Regulations must be posted on the Department's Intranet Site, including a separate section for Written City/Departmental policy
• The City isn't required to send copies any proposed/enacted Civil Service Commission rule changes to Commissioners, the Fire Chief or branch fire stations, but must email all Department members
• Preempts TLGC 143.008(e)(1) and (3)
• Pension changes cannot abrogate or supersede Fort Worth Code Chapter 2.5 or Texas Revised Civil Statutes Article 6243i, while the City is required to give advance notice to the Association
• The City must provide 180 days' notice before reducing pension benefits for firefighters, and the City Manager will seek input from affected groups during those 180 days
• The City has neither bargained over pension benefits nor has this language been included as a bargaining item in the CBA
• Specified sections pertaining to pension benefits and related contributions do not apply to firefighter
• Disputes go through judicial action, not grievance provisions

Article 6: Association Business Leave

• The City allocates 1684 equivalent work-time hours annually for agreed Association Business Leave (“ABL”)
• Up to 425 unused ABL hours from each calendar year can carry over and must be used by the end of the next payroll year
• ABL is charged at a 1:1 ratio based on the firefighter's work schedule leave accrual (1 hour contributed per 1 hour used)
• The Chief can order the Association President or any firefighters to work during an emergency, ABL counts as hours worked for calculating overtime
• ABL hours can be used for representing members in disciplinary hearings or grievance meetings, administering agreement terms, attending Executive Board/Association meetings, and for an Association negotiating team member preparing/attending collective bargaining negotiating sessions with the City, as long as the membe is scheduled to work
• All Association Business Leave must be posted on Telestaff
• The Association must notify the Chief of the names/changes to board of directors within 30 calendar days of agreement execution
• These board members are permitted to attend various Association meetings, without requiring the Chief to backfill these positions, provided any such meetings could be on work time
• A firefighter eligible to use ABL hours can elect to exchange time in lieu of using ABL hours, documented and compliant, with SOP S 1302 R4
• The Association President will be placed in non-exempt staff position on a 40-hour/week schedule during their presidency
• This gives latitude to handle duties while retaining employment privileges and while the Fire Chief retains the right to duty assignment for protection needs of Fort Worth citizens during emergencies, except in the case of a special event
• The Association President can mitigate grievances at all informal and formal levels, speak/vist with Association members, tour fire facilities, review existing equipment, and participate in discussions affecting work life/health/well-being of Association members
• The President suffers no loss of benefits during their special assignment but is entitled to all certification/incentive pays
• Upon term expiration, the outgoing Association President will be in a relief role until they select a permanent assignment
• Allow no more than one firefighter elected as a TSAFF/IAFF union officer to be afforded rights/privileges stated in Section 4/the fire fighter must be a member in good standing
• The City releases Local 440 bargaining team members with payfor formal scheduled sessions if they work
• The Association President must provide the City with a list of up to seven (7) bargaining team members eligible for release prior to first session
• Paid release time begins at least 30 minutes prior to the session and ends no sooner than 30 minutes after the session
• This Article does not prevent the Chief allowing time for other employee associations.

Article 7: Internal Communications

• Subject to Department SOPs, rules/regulations, and the agreement, the Association can use email communications with members about general Association interests under restrictions/limitations The City will allow access to the ZZ_CFD distribution group/Association's Executive Board for meeting notices/agendas and notices advising members to visit the Association’s website
• Association Board members can utilize City email to communicate Association business among themselves, but not to advocate for/against issues, campaign for one's self/others or promulgate personal matters as Association business
• Email use should relate solely to recreational/social affairs, Association meetings/elections, committee reports, rulings/policies of state/national association, legislative enactments, and judicial decisions regarding public labor relations without political commentary
• Email communications restricted from political commentary, membership solicitations, financial contributions to any labor organization, special interest organizations, any derogatory comment that reflects negatively upon the City, its officials, employees, City employee associations or groups, or upon citizens of the City
• On a case-by-case basis the Chief may approve distribution of email communications regarding solicitations for firefighters/their families needing financial assistance.

Article 8: Payroll Deduction

• The City bi-weekly deducts an amount from each firefighters pay who has voluntarily authorized it for Association remittance
• Deduction amount authorized by the Association Board remains constant until the City receives written/electronic notice from an authorized Board member
• Association can change the deduction amount with 30 Calendar Days' notice to the City in writing
• Firefighters joining the Association after this Agreement's execution use the City's paper/electronic form to authorize the bi-weekly deduction amount
• Any bargaining unit member who wishes to voluntarily withdraw the deductions or change amount must complete paper/electronic form required by the City
• All amounts are paid to a legally designated representative of the Association by the City Finance Director, cost structure of $0.05 per deduction maintained/Finance Director has discretion establishing those charges subject to annual review and cannot to exceed $0.10 per deduction/deduction per charge no more than other employee associates.
• The Association informs the City Finance Director when authorization is received from membership via payroll by Local 440 By-Laws with assessment amount assessment specified
• The Association shall defend the City and hold the City harmless regarding any and all claims, demands suits or other forms of legal action regarding actions taken by the City in regards to the article

Article 9: Wages

• Firefighter wages follow wage rates/terms in the structured pay plan attached in Appendix A during the agreement, which are detailed for FY 2022-2023 (5% across-the-board), FY 2023-2024 (3.1% across-the-board), FY 2024-2025 (3.0% across-the-board), and FY 2025-2026 (3.0% across-the-board) plus annual step increases
• Anniversary date implementation will be across-the-board increase then step increase
• This Article preempts TLGC 143.041(b), TLGC 143.041(c), 143.042, 143.044, and 141.032.

Article 10: Overtime

• Emergency Call Back Overtime (“ECOT”) is premium pay always paid at time and ½ the regular rate when a firefighter is called back to work (declared by the Chief) and shall be eligible for ECOT and shall be paid an minimum of 4 hour OT
• Overtime hours paid as premium pay do not count for regular or voluntary overtime eligibility.
• No firefighter works more than 72 hours continuously, unless by Section 1. Forced-hire OT is ECOT pay and does count for calculating eligibility for regular or voluntary overtime
• When a firefighter volunteers in order to meet daily staff requirements not initiated during emergencies, hours past regulations schedule will be named Constant Staffing Overtime (CSOT) with FLSA compensation.
• "Apparatus" refers to Battalion Chief Vehicles, Shift Commander vehicles, Safety Officer vehicles, Engines, Quints, Ladders, AARF companies, Brush Trucks, 2-person Emergency vehicles, and HazMat Squads
• Hours worked beyond a firefighter's regulatory schedule, not described in Sections 1 and 2, are paid as regular overtime
• Regular overtime for suppression firefighters is defined as hours worked in excess of 106 hours in a 14-day pay cycle with a staff fighter in excess of 40 hours/7 day workweek
• Sick and Family leave usage does not count for overtime eligibility calculation purposes
• Vacation relief personnel usage daily must not exceed 20% of min. daily staffing requirement including all fire units, 1 shift comm., 7 batt. chiefs, 1 shift tech., 1 duty parametric and two SCBA staff or used by one on leave that isn't Department business.
• The minimum daily staffing requirement as of September 30, 2022 is 248.
• Changes to the minimum daily staffing requirement during the duration of this Agreement will alter the vacation relief staffing maximum as the 20% threshold is applied to the new minimum daily staffing number
• The vacation relief staffing percentage may be exceeded for up to ninety days for new fire station construction delays.
• The vacation relief staffing percentage may be exceeded for up to ninety days for new fire station construction delays.

Article 11: Compensatory Time Off

• the City may compensate fire fighters, if requested, with compensatory time instead of overtime, subject to the Chief's approval and City's Personnel Rules
• The use of the term "fire fighter" here does not give the right to time-and-one-half remuneration, except as provided by FLSA, 29 U.S.C. § 213 and TLGC 142.0015(e).

Article 12: Vacation and Holiday leave

• Vacation leave accrual according to the following chart.

• Vacation positions allotted can exceed that amount if authorized by Chief/designee
• Suppression slots will equal 38 per day starting October 26, 2022 (except with declared emergency)
• Starting FY 2024, the number of vacation slots will be no fewer than 40; floating days not included in this #
• Battalion Chiefs manage vacations/leave time for battalion/shift to maximize effective emergency response
• Firefighters can transfer accrued vacation leave (no other type of leave) into a non-civil service/sick or fam leave account to ensure continuing income to work or personal due to family reasons.PRRs policy for Vacation Leave Donations apply. Donated leave won't be counted among minimum usage provisions
• All holiday time is either an 8-hour day for Staff or 12-hour day for Suppression; pay at time and one-half (1 ½) is included
• Suppression collects twelve (12) for holidays is observed when an individual remains in no-pay-status
• Recognized City holidays align with 9 holidays/year, but may/not align with actual holiday itself including: New Year's Day, M. L. K. Day, Memorial Day, Juneteenth, Independence Day, Labor Day/9-11 Remembrance day, Thanksgiving Day, Day after Thxgiving and Christmas day
• Suppression/Staff required in position to work the actual holiday will receive pay/accrue for it regardless
• Firefighters get extra holiday per year: 8 hrs/year for staff, and 12 hrs/year for suppression
• Probationary firefighters can request Chiefs approval use accrued if for bereavement of a direct family member
• All can accumulate unlimited vacation or holidays as long as leave-of-use after twelve months following the date
• Upon separation, firefighters will receive payment of all vacation or holiday time unless of twelve months since hire
• Firefighters can accrue unlimited personal holiday hours also authorized by the City Administrator and this is unaffected by the time stipulations for Fire Fighters, though separation will not result in a pay-out nor is there any sell-back of it that has to be a part of the time or fifteen (15) minute intervals
• Beginning the first full calendar year after the commission date, time has to use accrued holidays from the calendar of two weeks or face vacation leave deductions equal to amount and the required calendar being the next
• If Fire Fighter not using calendar days due to injury in a year, they can petition in writing, with those findings reviewed/approved by the Chiefs Administrator.
• Unless okayed by Council, FF cannot in City's annual leave back program
• In event with leave restructure, city has to meet at Collective Bargaining to talk of such, resulting with some benefit changes that can meet at a reasonable price for that group
• Any changes done to Association have to meet approved requirements from Article 32 in this agreement.
• If the City changes/proposes to change the current leave structure, it will notify the Association
• If the Association and City reach an agreement that results from reopened Collective Bargaining negotiations, it needs to be approved by the City and the Association under Article 32 requirements
• This Article holds the terms in TGLC 142.0013 any executive/local rules done within the city for a firefighters leave.

Article 13: Working Agreement

• The City can offer Fire Fighters the option to offer accrued leave benefits (Section 4B1's limitations) who become sick/injured (non occupational) with enough eligible substitutions needed
• Must cover member for 24 months in firefighter career
• Has to be qualified to do so as per the rules in section b of the texas and cities code
• Will be a record in service city
• Cannot do any non duties outside this section
• The city can donate extra hours into the system but needs to be calculated by the firefighter personnel division .
• The association still can overrule if the shifts are uncovered.
• Substitution also contingent to the approval chief in accordance to C.ER> 552.31

Article 14: Group Health Benefits

• The Association and the City entered into agreement obligating the Association to create a Trust and Local 440 Benefit plan of recruits.Firefighters and eligible spouses and dependents
• healthcare Contract will negotiate with a majority vote to be effective Each capitalized version will follow the same meaning in the agreement along with the Healthcare Contract
• The city continues to act according to healthcare benefits in order to do so with this
• That the city is not associated with the older people in service
• The association now has the responsibility for firefighters who may retire from service after 2018
• Responsibilities to a local 440 coverage
• Active firefighters can not use the healthcare option unless the agreement is not in amended state.
• to assign benefits to a healthcare service through local trust for those mentioned prior as well to the employees and their spouse.Until medicare
• If the city decides to assign health insurance for a medicare related member, they agree not to do anything to this unless the association needs to expand a part in order to cover This section remains binging this portion of the article if is affected during the coverage of the Healthcare Trust. Both sides agree not to be held responsible for any service by the Trust but maintain their right as level of quality or amount that city uses and the Future retirees can't get city on this
• The parts agrees that this subsiding is done as a court action If fails in that

Article 15: Retiree Health Benefits

• For firefighters hired after January 1, 2009, the Association established a tax exempt IRS Compliant 501(c)(9) Voluntary Employee Beneficiary Association (VEBA)
• The $1.6 million pursuant to the 2010 Collective Bargaining Agreement has been deposited in the Association's VEBA and additional contributions will be valuated.

Article 16: Supplemental Firefighter Retirement Plan

• Can negotiate for a Supplemental Fire Fighter Retirement Plan if agreed on mutual terms to establish
• The intent to establish a defined plan for retirement needs are being done
• The City may want to consider the firefighters in the SFRP for this reason.

Article 17: Staffing Standards

• The FWFD has the authority to establish any any duty for a certain employee as deemed necessary by the Fire Chief
• The City staffing has people in the fire department that must consist of one or more of Engineer + firefighter in the fire department but may depend upon ARFF

Article 18: Procedure for Filling and Probationary Period for beginning Positions in the Fort Worth Fire Department

• The Procedures will depend on the chief + resources Department, must test at each different location but eligibility list is only given if tested once Eligibility
• Requirements will depend based on certain standards from the commission. In regards to this association assigns unpaid proctors and with passing tests can get licensed into fire protection
• 18 years is the minimum, 36 the maximum based on administrators test date selection
• Decision to make a firefighters test will be primary off their service including assessment in the Selection Process
• Chiefs make these hiring but test will designed by the applicant + eliminate less test candidate. all of these firefighters requires writing tests to assess fitness of Fire Department, and requires 70 percent is the minimum to pass
• Must contain additional points and eligibility
• five points are for veterans
• Any active or called service will be on stenine for next class once reapplication if within 180 days during application Candidates need the least assessment in the Level but divided against their qualifications for it as well
• Those with eligible spans gets more of that to continue better standards as stenines, then candidates.
• Has a review board and has to be done within 12(twelve) calendar days. The process is not different from other states, including fitness, decision and any relation skill Board then decides what to choose, can offer the opportunity but Director gets to determine One of alternate will assess the association board as well in the select process and Human departments do training if they want The process with final test can be rejected or used by a hiring process , a administrator in these processes, gets rated with the test requirements Section 7
• An eligibility that is done by the City may still remain and used if near 90 the organization session. 8,For this reason to do in person will cause issues because will the probation will extend
• After Academy ends at their next period will serve 1000shifts on equipment with commanders form. Each assessment they obtain will result it evaluation which needs recommendations but then chief is who will discipline the individual and it is a part of that program to do be re assessed. In case you do not, it all gets started all allover and the service is able to suspend if need. Section 9.
• There will be more changes down the line depending

Article 19: Appointed Positions

• People appointed as the staff are the Chief meets the specifications found in 143.014 the (E) which has all the details in these positions
• The chief has 6 chiefs organized below with Battalion chief all must meet the requirements too
• the promotions by chief can be made off discretion and have no specific point to change the staff unless if appoint by the the leader Firefighters appoint Assistant Chiefs and or equivalent level before chief has exclusive direction over this
• Can't appeal to the demotion because no right for that without grievances as well

Article 20: Secondary Employment

• Firefighters needs to do service as secondary duty outside
• And to no be conflicted what the city duty is , if firefighters wants to do all tasks that apply through this process
• Will be told the rules that must be followed by their director
• Director or his rep will allow staff to have registration for this type off the duty

Article 21: Disciplinary Procedures

• Action need to comply found within Chapter 143
• suspension duty need to first have approval or you cannot leave for maximum of 1 calendar days and for chief to need vacation
• 22 hours notice needs to taken before any thing , chiefs decision does matter and this has nothing do what so ever can with an appeal in chapter 143 section
• There cannot be taken if they were arrested for driving incidents
• Any firefighter will chose based on 13. chapter the TLGC , the test will made as in the appeal state unless is all handled
• Events that cause you could face disciplinary the person must be contacted as why for at 3 hours in advanced unless they want to interjected , and will be granted someone as its investigation 5, preliminary investigations will be to work or make the investigations There test for being and employee depends the results and needs all information sent before , or this won't allowed to give to other with assistance like this, there no right for the director in it
• Firefighters arrest then need official to state so with 48 hours, and related the what actually occurred what was sent off to the director Before it starts, they will contact Association the director decision has service and no charge can caused unless is stated

Article 22: Grievances

• A grievance includes disputes/claims/complaints involving the interpretation, application, and claimed violation of a provision in this Agreement barring disciplinary action and subject to the terms of this Article must be submitted via a form agreed by by the parts that include a brief statement of the violation(s) as remedies and their signatures Notice: All is done by confirmation to all in the emails Step 1
• One that has claims must send member of its department in 30 days as long as has of been given with any incidents or to show
• Copy will sent to administrator from association in 15 days Board
• To find a test with the results found out .with notice , and the result can occur unless they can sent it out once

Article 23: Personnel File

• A fire fighter, with or without his or her designated representative, shall be entitled to review and copy the contents of his or her department personnel folder, upon request, during normal business hours. In the event an investigation is currently in progress, materials pertaining to that investigation shall not be available until the investigation is completed. This does not authorize a fire fighter to review or copy materials deemed confidential by TLGC Section 143.089g , provided however, that if any such material from prior complaints or investigations is considered by the Chief, either as to the truth of current allegations, or the degree of punishment, such materials shall be available for review under this Article. A fire fighter must schedule a time at least 36 hours in advance with the Assistant Chief or Deputy Chief over the Office of Professional Standards or a designee, and any copying of the department personnel folder shall be onsite and at the fire fighter’s expense.

Article 24: Miscellaneous

• Station officer has authority system control.
• The association will have a voting member available to commit as well that is done by a high level executive
• **

Article 25: Chaplain Program

• 1 FF will appoint by Chief for such duties to direct chaplain, they may direct others, as well it not limited to
• May be in certain fields to help with
• The vehicles should be assigned if they need that

Article 26: Health and Safety

• All must be safety trained per what both these companies have
• all parts must follow section 3
• written complaints must be followed up in resources to get doctor in action
• All must pass the required requirements in this year or must stop the test, at this rate the government will provide for for them what it wants in guidelines set by the Association
• FireFighters cannot use the monetarily , in programs like this
• The city to allow has a weight and give training on fitness

Article 27: Promotional Examinations and Appeals

• Released promotional exam, they has 3 days, with raw scores + a list for seniority

3. Procedures and Authority

• Candidate is allowed to review and appeal
• The minimum requirement for the test can to appeal can also be done
• Review Board then has to show valid what the HR board has
• Human resources then has to review

Article 28: Sick Leave and Family Leave

• It all for firefighters sick with injuries and with family with no other occupation or burn leave time
• No to use overtime for 30 days
• 56 hours staff .96 hours in calendar
• 40 hour staff calendar has 60.
• a fire fighter for such reasons can appeal a letter to chain of command because all must make changes from the team
• Leave of Absence based in the 9 section.

Article 29: Fire Fighter Appraisals

• Graded in each semi test
• Jobs objective not use .

Article 30: Incentive Pays

• 1.1 after initial, will be award ed with degree 1.2, rewards can follow a set amount based their test
• Those that have passed the are gifted skills pay or not
• A certain degree can do basic amount in 2 months for now
• fire certification in texas give you pay
• Firefight holding rewards
• All this the will depend the certification

Article 31: Notice

• If this to a part of this , it all has had contact it unless specified but a manager or person can work too
• a must with and association President
• Contact needs the manager as well

Article 32: Successors and Assigns

• Will there be a successor, if there is those duties will continue

Article 33 Savings Clause & Amendments

1. clause

• All conditions in such cases can only happen with the proper amount and must remain good at these rules 2, Amendments , Each group here can change, with the right to hold to what the the person wishes
• . memorando
• the parties can agree at any time if Executive Board is aware from this, they agree

Article 34: Duration and Termination

A. This Agreement commences on October 26, and shall remain in full force/effect until September 30, 2026, or until a new Agreement supersedes it B. The firefighter have can not use the rights once they are out of their term.

• City continues to provide pay to the terms

A. Districts authorities can hold over if change will occur, it will no occur of these type of incident and the vote is done B. Parties can take contract of Lost budget because of paragraph A

Signatures and Approvals

• David Cooke
• Mattie Parker
• Cristopher a trou
• Micheal glyne

Collective bargaining agreement between Fort Worth and the Fort Worth Professional Firefighters Association, IAFF Local 440. The agreement is effective from October 26, 2022, to September 30, 2026, and includes definitions for terms like Agreement, Anniversary Date, and Bargaining Unit.