CBA Articles 1-7 pg. 1-13

Agreement Overview

• Agreement established between the City of Naperville and the Naperville Professional Firefighters Union (IAFF Local 4302).
• Aims to outline pay rates, working hours, fringe benefits, and employment conditions for covered employees.
• Focus on preventing work interruptions, enhancing labor-management relations, and ensuring efficient public services.

Recognition and Representation

• Union recognized as exclusive bargaining representative for all full-time sworn personnel ranked Fire Captain and below.
• Exclusions include higher ranks like Fire Chief and other non-sworn positions.
• Union responsible for fairly representing all employees in the bargaining unit, regardless of membership status.

Dues and Fair Share

• City will deduct Union dues from employees' paychecks who authorize it.
• Employees can revoke dues authorization at any time with written notice.
• Non-union members have the option to pay a fair share fee to the Union for collective bargaining services.
• Monthly FIREPAC deductions for participating employees will be processed similarly.

Union Bulletin Board

• City provides space for a Union bulletin board at each fire station for posting notices.
• Postings must adhere to guidelines: non-political, non-abusive, and non-discriminatory.
• Union is responsible for the material posted and ensuring it is maintained orderly.

Management Rights

• City retains rights to manage operations, including hiring, scheduling, and establishing workplace regulations.
• In civil emergency conditions, the City can temporarily suspend agreement provisions except for wage rates.

Hours of Work and Overtime

• Duty shifts of 24 hours with 48 hours off are standard for personnel assigned to shifts.
• Employees can expect variations in working hours, which require supervisor approval.
• Kelly days granted every 9th scheduled shift to balance work hours, not counted as hours worked for overtime calculation.
• Overtime calculated at 1.5 times regular hourly rate for hours worked beyond scheduled hours or 24-hour shifts.

Overtime Assignment

• Overtime categorized into shift-related, non-shift related, and emergency call-out duties.
• Mandatory overtime may be assigned based on a reverse seniority list.
• Specific exemptions for mandatory overtime apply, including personnel who have recently worked or are scheduled off.

Special Duty Overtime

• City maintains discretion in selecting employees for short-term special duty assignments, with postings made in advance when possible.
• Opportunities typically filled on a first-come, first-serve basis when advance notice allows.

In Summary

• Agreement serves as a guideline for ensuring employee rights and fair representation while establishing clear operational management for the City.
• Maintains a balance between employee welfare and the City’s administrative functionality amidst various operational scenarios.### Overtime Duty and Special Assignments
• Overtime not filled within 21 days or 7 days prior to assignment shall receive additional notification via the Overtime Group Page.
• Short notice opportunities, defined as less than 7 days, will prioritize the Overtime Group Page for callouts.
• If special duty overtime remains unfilled 24 hours post-notification, assignment will draw from the mandatory overtime holdover list.
• Employees accepting special duty overtime cannot take overlapping shift overtime during that period.

Responsibilities and Procedures

• The Union is responsible for filling Regular, Short Notice, and Emergency Shift Overtime.
• The Chief or designee must inform the Union regarding overtime needs and durations.
• The Union can modify callout procedures for different overtime types with City review.

Remedy for Overtime Opportunities

• If an employee was denied an entitled overtime opportunity, they shall receive the next available similar overtime assignment.

Special Deployment

• Temporary assignments for state mobilization allow for a different work schedule.
• Included hours cover travel and time worked, while unassigned and sleep time are excluded.
• Hours above 49.9 in a week during deployment paid at higher rates (overtime or deployment policy rate).

Emergency Holdover

• All personnel are subject to emergency holdover if ongoing emergencies or work persists.
• The Fire Chief may holdover shifts to manage these emergencies.

Call Back Pay

• Employees called outside normal hours receive pay for hours worked with a minimum of two hours’ pay.
• This provision excludes scheduled overtime situations.

Compensatory Time

• Employees can opt to bank hours as compensatory time instead of receiving cash pay.
• Restrictions apply to prevent undue disruption of Department operations.
• Compensatory time accrued at a rate of 1.5 hours per hour worked, with a limit of 108 hours in the bank.

Requesting and Utilizing Hire-Back Bank Time

• Employees must hold 1.5 times the requested time as banked time to request usage.
• Requests must be made using approved forms and can be for 12 or 24-hour increments.
• Requests are subject to a maximum of ten consecutive days off combined with other leave types.
• Requests for bank time during holidays are denied.

Unduly Disruptive Days and Overage Costs

• If a hire-back is needed to cover requested time off, there may be a reduction in hire-back bank time.
• No additional overtime costs should arise from hire-back bank usage.
• Requests to cash out any banked time must go through approved electronic procedures.
• Compensation for cashing out includes time beyond 36 hours at the year-end at current regular pay rates.

Electronic Timekeeping

• Employees must record their time by "punching" in/out, permissible up to 30 minutes before start time.
• Errors in time punches can be adjusted by company officers to ensure accuracy.
• Changes to electronic procedures involve Union consultation.

Scheduling of Leave or Work Time Trade

• Changes to leave or work schedule requests must be made via an Adjustment to Work Schedule Request form.
• Up to three change requests are permitted for each 12-hour scheduled time off.
• Intra-shift swaps for scheduled time off require approval and count toward the same shift’s time change limits.
• Inter-shift trade requests must be approved by both Shift Commanders and submitted in advance.

General Guidelines on Trades

• Substitute employees' worked hours do not increase the number of compensable hours for the original employee.
• Trade requests must be submitted in advance and can be subject to unforeseen circumstances for same-day approval.

Separation and Trade Agreements

• Employees leaving the Department must settle outstanding trade time before final compensation.
• Illness or injury affecting a trade can result in deferred payback dates up to 12 months from the initial trade.### Probationary Personnel Trading
• Probationary personnel can trade shifts with other probationary personnel right after completing their NFD orientation/training program.
• Trading shifts with non-probationary personnel is restricted for 90 days post-completion of orientation.
• Personnel have the option for one-way trades with those conducting Union business, with no expectation of the City for repayment.

48-Hour Work Rule

• Personnel cannot work over 48 consecutive hours, including scheduled shifts and trade or overtime hours.
• A minimum 12-hour break is mandatory after 48 hours of duty.
• This rule does not limit participation in non-shift activities like training, community events, meetings, and public education.
• In emergencies, personnel may be required to work beyond 48 hours with approval from the Fire Chief.

Less Than 12-Hour Work Trades

• Shift employees can voluntarily request trades of work time for less than 12 hours.
• Such trades must ensure no staffing deficits at the affected station or shift.
• Substituted hours by the trading employee do not count toward overtime compensation.
• Employees trading time must obtain approval from the Company officer and are discouraged from routine trading without Deputy Chief approval.
• Trading cannot be used to avoid tardiness.

Labor-Management Meetings

• Meetings between the City and Union representatives are encouraged for efficient management and relations.
• Requests for meetings must be made at least seven days in advance, including an agenda.
• Meetings are limited to discussing the administration of the agreement, sharing relevant information, and changes in non-mandatory topics.
• Grievances are not addressed during these meetings.
• Attendance is limited to five Union representatives and five persons designated by the Fire Chief.
• Non-working employees attending such meetings do not receive compensation from the City, and compensation is maintained for employees attending during work hours.

Recognize and representation, dues check off and fair share, union, bulletin board, management rights, hours of work in overtime, guidelines, governing trade, or leave or worktime, labor management.