IAFF Firefighters - Captains Agreement 2024-2027 PDF

IAFF FIREFIGHTERS - CAPTAINS AGREEMENT BETWEEN THE CITY OF JACKSONVILLE AND THE INTERNATIONAL ASSOCIATION OF FIREFIGHTERS LOCAL 122 (FIRE FIGHTERS, FIRE ENGINEERS, FIRE LIEUTENANTS & FIRE CAPTAINS...

IAFF FIREFIGHTERS - CAPTAINS AGREEMENT BETWEEN THE CITY OF JACKSONVILLE AND THE INTERNATIONAL ASSOCIATION OF FIREFIGHTERS LOCAL 122 (FIRE FIGHTERS, FIRE ENGINEERS, FIRE LIEUTENANTS & FIRE CAPTAINS) OCTOBER 1, 2024 THROUGH SEPTEMBER 30, 2027 IAFF FIREFIGHTERS - CAPTAINS  IAFF FIREFIGHTERS - CAPTAINS TABLE OF CONTENTS ARTICLE PAGE PREAMBLE...................................................................................................................... 4 ARTICLE 1: UNION RECOGNITION............................................................................... 4 ARTICLE 2: UNION SECURITY AND CHECK OFF........................................................... 5 ARTICLE 3: UNION ACTIVITIES....................................................................................... 6 ARTICLE 4: BULLETIN BOARDS & ELECTRONIC COMMUNICATIONS.......................... 7 ARTICLE 5: MANAGEMENT SECURITY.......................................................................... 8 ARTICLE 6: SAVINGS CLAUSE....................................................................................... 9 ARTICLE 7: MANAGEMENT RIGHTS.............................................................................. 9 ARTICLE 8: STAFFING..................................................................................................... 9 ARTICLE 9: WORK RULES............................................................................................. 10 ARTICLE 10: SPECIAL MEETINGS................................................................................. 11 ARTICLE 11: HOURS OF WORK AND OVERTIME PAYMENT....................................... 11 ARTICLE 12: WAGES.................................................................................................... 15 ARTICLE 13: PROMOTIONS......................................................................................... 22 ARTICLE 14: EMPLOYEE BENEFITS............................................................................... 26 ARTICLE 15: UNIFORMS AND EQUIPMENT................................................................. 29 ARTICLE 16: SAFETY AND HEALTH.............................................................................. 30 ARTICLE 17: INJURY IN LINE OF DUTY......................................................................... 32 ARTICLE 18: HOLIDAYS............................................................................................... 34 ARTICLE 19: FLORIDA RETIREMENT SYSTEM (FRS)....................................................... 37 ARTICLE 20: PERSONAL LEAVE (PLAN P)................................................................... 37 ARTICLE 21: BEREAVEMENT LEAVE............................................................................ 41 ARTICLE 22: MILITARY LEAVE...................................................................................... 42 ARTICLE 23: ALCOHOL AND DRUG ABUSE............................................................... 43 ARTICLE 24: EMPLOYEE ASSISTANCE PROGRAM...................................................... 47 ARTICLE 25: DISCHARGE AND DISCIPLINE................................................................ 48 ARTICLE 26: GRIEVANCE PROCEDURE...................................................................... 50 ARTICLE 27: SEVERABILITY........................................................................................... 54 ARTICLE 28: ENTIRE AGREEMENT................................................................................ 55 ARTICLE 29: DURATION OF AGREEMENT................................................................... 55 SCHEDULE A................................................................................................................. 56 SCHEDULE B................................................................................................................. 58 SCHEDULE C................................................................................................................. 60 SCHEDULE D................................................................................................................. 61 INDEX............................................................................................................................ 62  IAFF FIREFIGHTERS - CAPTAINS PREAMBLE This Agreement is entered into between the City of Jacksonville (the Employer) and Local 122 of the International Association of Fire Fighters, (the Union). The parties entered into this Agreement: 1) to assure sound and mutually beneficial working and economic relationships between the parties; 2) to provide an orderly and peaceful means of resolving any misunderstanding or difference which may arise; and 3) to establish rates of pay, hours, and terms and conditions of employment. No individual arrangement that is contrary to the terms of this Agreement shall be enforceable. The City of Jacksonville is engaged in furnishing essential public services which vitally affect the health, safety, comfort, and general well-being of the public. Therefore, both parties recognize the need for continuous and reliable service to the public. ARTICLE 1: UNION RECOGNITION 1.1 The City of Jacksonville recognizes the Union as the exclusive collective bargaining representative for those Fire Fighters that the Union is authorized to represent for the purpose of bargaining collectively concerning wages, rates of pay, and other terms and conditions of employment, unless the Public Employees Relations Commission revokes the Union’s certification pursuant to a vote of a majority of the bargaining unit employees. 1.2 “Employee” is defined as any full-time, classified member of the Jacksonville Fire and Rescue Department, as listed in Section 1.3, who is employed to engage in prevention or suppression of fires, emergency medical services, and other related duties. 1.3 The bargaining unit is comprised of all employees of the Jacksonville Fire and Rescue Department in the following classifications: FIRE FIGHTER ENGINEER LIEUTENANT CAPTAIN Additional class titles created pursuant to the Civil Service and Personnel Rules and Regulations which entail duties that are now being performed by employees covered by this Agreement shall be included in the bargaining unit. 1.4 The Union President or his/her alternate will be the official spokesman for the Union in any matters pertaining to this Agreement. The alternate shall be selected from one of the Officers listed below, and in the order listed: 4  IAFF FIREFIGHTERS - CAPTAINS BUSINESS AGENT FIRST VICE-PRESIDENT SECOND VICE-PRESIDENT SECRETARY-TREASURER In the event none of the designated alternates will be available, the Union President may appoint a designee to act in this capacity and shall notify the Fire Chief and Director of Employee Services of said appointment in writing. A written list of the officers of the IAFF shall be furnished to the Fire Chief and the Director of Employee Services as soon as practicable after their selection. ARTICLE 2: UNION SECURITY AND CHECK OFF 2.1 The Employer will, within thirty (30) days after ratification of this Agreement, provide an electronic copy of this Agreement at each work location. 2.2 Upon receipt of a written authorization from an employee, the Employer will deduct from the employee's pay the amount the employee owes the Union for dues and uniform assessments. This provision will provide for twenty-six (26) deductions per year. The Employer will remit the amount deducted to the Union within fifteen (15) days. The Union will certify changes in the Union membership dues rate by notifying the Employer in writing at least thirty (30) days in advance of the effective date of such change. The Union's certification shall include the signature of the authorized officer or officers of the Union. The Employer will assess a charge not to exceed eight (8) cents per deduction in each payroll period where such dues or uniform assessments are collected. The Employer's remittance will be deemed correct if the Union does not notify the Employer within two (2) calendar weeks after a remittance is received that the Union believes the remittance is incorrect and the reason for that belief. 2.3 No deduction shall be made from the pay of any employee for any payroll period in which the employee's net earnings for that payroll period are less than the amount of dues to be deducted. The Employer will not be responsible for refunds to the employee if the employee has duplicated a check-off deduction by direct payment to the Union. An employee may revoke his/her authorization for dues deduction by giving the Union and the Employer notice in writing thirty (30) days in advance. 2.4 The Union will indemnify, defend, and hold the Employer harmless against any claim made and against any suit instituted against the Employer on account of any deduction for Union dues. 5  IAFF FIREFIGHTERS - CAPTAINS 2.5 All Union activities are protected to the extent they are authorized by law or by this Agreement. Duly authorized representatives of the Union have the right to present the view of Union members. 2.6..... All employees covered by this Agreement shall be governed by the applicable Civil Service and Personnel Rules and Regulations and Fire and Rescue Department Rules and Regulations. Any recommended changes in the Civil Service and Personnel Rules and Regulations which affect the employees in this unit will be presented in writing to the Union President a reasonable time before the meeting at which the change/s will be discussed. Likewise, any changes to the Jacksonville Fire and Rescue Department’s rules and regulations proposed by the Union which affect the employees in this unit will be presented in writing to the Fire Chief by the President of the Union within a reasonable time before the meeting at which the change(s) will be discussed. ARTICLE 3: UNION ACTIVITIES 3.1 Employees shall have the right to form, join, and participate in or to refrain from joining or participating in the Union. Employees shall have the right to engage in concerted activities not prohibited by law, for the purpose of collective bargaining or other mutual aid or protection. Employees shall also have the right to refrain from engaging in such activities. 3.2 Employees may donate to the Union pool annual leave, holiday, or other leave time, in increments of three (3) hours toward a pool of time which may be drawn upon at the discretion of the Union. The Director or his/her designee must approve when an employee requests more than seven hundred twenty (720) hours of donated leave for other than sick leave in a calendar year. 3.3 The Employer will allocate a bank of 9,000 hours per fiscal year, to be shared by the Rank & File and District Chiefs bargaining units, to be used for official Union business. Hours not used during the fiscal year can be carried over to the next fiscal year up to 500 hours. 3.4 The pool time provided for in Section 3.3 may be used in the conduct of Union business or related activities but shall not be used for political activities or personal/sick leave. Charges against the pool time shall only be made when approved by the President, Business Agent, First Vice President, Secretary-Treasurer, or another official authorized in writing by the President for that purpose. No more than two (2) employees are allowed to use pool time for any one (1) occasion at any one (1) time. When there is a request to use pool time by more than two (2) employees for the same time period, the employees involved shall submit appropriate leave forms at least twenty-four (24) hours in advance of the use of pool time. No more than two (2) employees from the same 6  IAFF FIREFIGHTERS - CAPTAINS company can use pool time at the same time. Employees who request to use pool time must state the reason they are applying for use of Union pool time. The Director/Fire Chief or designee of the Fire and Rescue Department must approve the use of pool time when more than five (5) employees request it for the same time. 3.5 Up to five (5) officers or other representatives of the Union may take reasonable time off during working hours without loss of pay to negotiate with the Employer. Union representatives requesting time off with pay to negotiate must obtain the approval of the Director/Fire Chief, or designee. 3.6 The Union President, Business Agent, First Vice President, Second Vice President, Secretary-Treasurer, or another official authorized in writing by the President will be granted reasonable time off to process grievances upon approval by the Director/Fire Chief or designee provided that the employee's absence will not adversely affect the operation and staffing of the Department. 3.7 The Union may schedule meetings that are pertinent to the Union or Fire and Rescue Department business on Fire and Rescue Department property provided that the meetings are not disruptive of the duties of the employees or the efficient operation of the Department. The Union must obtain permission for such meetings in advance from the Director/Fire Chief or designee. This section shall not be construed to allow regularly scheduled Union meetings on Fire and Rescue Department property. 3.8 There shall be no discrimination against or intimidation of any employee because of the employee's membership or lack of membership in the Union or by virtue of his/her holding office or not holding office in the Union, except that the certified bargaining agent shall not be required to process grievances for employees who are not members of the organization. 3.9 Up to four (4) officers or other representative of the Union may take reasonable time off during working hours without loss of pay to attend JPOFFHIT and/or PFPF meetings. The Fire Chief or designee will be given advance notice of the scheduled meetings and must authorize attendance prior to the meeting. ARTICLE 4: BULLETIN BOARDS & ELECTRONIC COMMUNICATIONS 4.1 The Employer will allow the Union partial use of bulletin board space in the various work locations. 4.2 In the alternative, the Union shall have the right at its own expense to place a Union bulletin board, not to exceed four (4) feet by three (3) feet, in available space in the watch room or kitchen area of each station. 7  IAFF FIREFIGHTERS - CAPTAINS 4.3 The bulletin board, the City electronic communication systems (e.g., email) or the Data Dispatch System (DDS) may be used only for the following Union purposes: Notice of Union Meetings Union Bulletins Reports of Union Committees Rulings and Policies of the Union Recreational and Social Affairs of the Union Actions of Public Bodies Notice of Elections of Union Officials 4.4 No material, notices, or announcements shall be posted or sent by the Union, or its representatives, which contain anything adversely reflecting upon the City of Jacksonville, it’s Independent Agencies, its employees, or any labor organization among its employees. Any proven violation of this section by the Union shall entitle the Employer to cancel immediately the provisions of this Article and remove that bulletin board or the partial use thereof. ARTICLE 5: MANAGEMENT SECURITY 5.1 The Union and its officers, agents and members agree that they shall have no right to promote, sponsor, or engage in any work stoppage, work slow- down, or strike. Management shall have the right to discharge or otherwise discipline any or all employees who violate the provisions of this section. The only question that may be raised in any proceeding (grievance, judicial or otherwise) contesting such action, is whether the provision prohibiting a work stoppage, work slow-down, or strike, was violated by the employee to be discharged or otherwise disciplined. 5.2 All employees shall faithfully perform their duties. 5.3 The Employer and the Union agree that the basic intent of this Agreement is to provide a fair day's work in return for a fair day's pay and to provide conditions of employment suitable to maintain a competent work force. The Employer and the Union affirm their joint opposition to any discriminatory practices in connection with employment, promotion, or training, remembering that the public interest requires the full utilization of the employee's skill and ability without regard to race, color, creed, national origin, or sex. 5.4 The Employer and Union agree to take all actions necessary to comply with the Americans with Disabilities Act of 1990 as Amended. 8  IAFF FIREFIGHTERS - CAPTAINS ARTICLE 6: SAVINGS CLAUSE Management retains all rights it had prior to the signing of this Agreement except as such rights are specifically relinquished or abridged in this Agreement. All privileges, benefits, and rights enjoyed by employees in this bargaining unit, which are not specifically provided for or abridged in this Agreement, are hereby protected by this Agreement. ARTICLE 7: MANAGEMENT RIGHTS 7.1 The Employer has the right to unilaterally determine the purpose of each of its constituent agencies, to set standards of service to be offered to the public, and to exercise control and discretion over its organization and operations. The Employer also has the right to direct its employees, take disciplinary action for proper cause, to relieve its employees from duty because of lack of work or for other legitimate reasons, and determine the methods, means, and personnel by which the Employer's operations are to be conducted; provided, however, that the exercise of such rights shall not preclude employees or their representatives from raising grievances, should the practical consequences of a decision on these matters violate this Agreement. 7.2 It is understood by both parties to this Agreement that every incidental duty connected with operations enumerated in job descriptions is not always specifically described, and that employees may be required to perform duties not within their job descriptions if the work is similar, related, or a logical assignment to the position within the Fire and Rescue Department. ARTICLE 8: STAFFING 8.1 The assigned personnel strength of all activities of the Fire and Rescue Department will be at the discretion of the Director/Fire Chief. 8.2 An employee covered by this Agreement assigned to a station may substitute for an employee in the same or another station, provided that the substitution is approved by both the officer in charge of the Company where the duty will be performed and by the District/Battalion Chief. 8.3 An employee covered by this Agreement may be daily reassigned to perform the duties of another assignment within one (1) rank, but remaining within the same division (regardless of location), for budgetary or operational needs provided the employee is fully qualified to perform all necessary duties and responsibilities of said assignment. Such assignments shall only be at the express authorization of the Director/Fire 9  IAFF FIREFIGHTERS - CAPTAINS Chief or his/her designee. Employees involved shall not lose their promoted rank or associated compensation due to the daily reassignment. 8.4 Whenever it is determined that Civil Emergency conditions exist, including riots, civil disorders, hurricane conditions, or similar catastrophes, or when such conditions can reasonably be determined to be imminent, excluding the normal operational requirements of major civic/sporting events , the staffing and notification provisions of this Agreement may be suspended by the Mayor during the time of the declared emergency provided that wage rates and monetary fringe benefits shall not be suspended. 1 8.5 When conditions exist that are non-declared emergencies, the Director/Fire Chief may recall off-duty personnel based on the event and needs; provided all personnel working and called in receive associated wage rates and monetary fringe benefits along with Emergency Comp Leave. Examples for recall may include large active shooter events, large terrorism events, extreme weather conditions such as snow or tornados, and other no-notice events. This provision is to allow surge-staffing for appropriate emergency response and adequate relief if needed, but is not to be used for daily staffing shortages, sporting events, or the like. This recall will last for the length of the emergency as deemed by the Director/Fire Chief. Normal work hours, schedules, and compensation will be restored thereafter. ARTICLE 9: WORK RULES 9.1 All work rules, regulations, and guidelines shall be in writing. 9.2 Work rules, regulations, and guidelines in effect on the effective date of this Agreement shall remain in force and effect until repealed or amended by the Director/Fire Chief pursuant to this Article. 9.3 Work rules, regulations, and guidelines formulated or amended after the effective date of this Agreement shall not be formally adopted or amended by the Director/Fire Chief until the Director/Fire Chief has first provided a copy of such proposed rule, regulation or guideline or amendment thereto to the Union and given the Union a reasonable opportunity to provide written or oral comments or to meet and discuss the proposed rule, regulation, or guideline or amendment thereto. 9.4 Work rules, regulations, or guidelines or amendments thereto may be drafted by the Director/Fire Chief or a member of his/her administrative or 1 The parties have agreed to this provision so that in anticipation of a specific emergency, and for the duration of emergency conditions, JFRD can deploy staff to prepare, respond and recover from the emergency and its aftermath without having to follow nominal notification and similar administrative procedures. This provision does not change the parties’ obligation to observe all terms of the agreement outside of the emergency period. 10  IAFF FIREFIGHTERS - CAPTAINS managerial staff. Such work rules, regulations, guidelines or amendments thereto shall be formally adopted or amended by the Director/Fire Chief in accordance with Section 9.3. 9.5 In the event the Director/Fire Chief convenes a committee comprised of Fire Department employees for the purpose of creating or recommending changes to work rules, regulations, or guidelines or for the purpose of considering proposed rules, regulations, or guidelines drafted by the Director/Fire Chief or a member of his/her administrative or managerial staff, the Union President or designee shall be a member of that committee. Participation by the Union President or designee on such a committee shall satisfy the requirements of Section 9.3. 9.6 All individual work location rules (such as apparatus day, window day, starting time, etc.) will be as uniform as possible. Individual work location rules shall be adopted by Station Management and are excluded from the requirements for adoption of work rules, regulations, or guidelines set forth in Sections 9.2 through 9.5. ARTICLE 10: SPECIAL MEETINGS The Employer and the Union agree to meet and confer on matters of interest upon the written request of either party. The written request shall state the nature of the matters to be discussed and the reason(s) for requesting the meeting. Discussion shall be limited to matters set forth in the request or other subjects mutually agreed to, but these special meetings shall not be used to renegotiate this Agreement. Such special meetings shall be held within five (5) calendar days of the receipt of the written request, and at a time and place mutually agreeable to the parties. ARTICLE 11: HOURS OF WORK AND OVERTIME PAYMENT 11.1 All staffing requirements shall be determined by the Director/Fire Chief or his/her designee. 11.2 Employees shall normally be scheduled to work one of the following schedules: Work Work Period Cycle Hours Days 40 7 Beginning Saturday - Ending Friday 42 14 12-hour workdays 56 27 24 hours on duty; 48 hours off-duty 11  IAFF FIREFIGHTERS - CAPTAINS 11.3 A. At his/her sole discretion, the Director may establish two 56-hour Relief Shifts which shall be scheduled as follows: (1) RELIEF SHIFT “D” Days Work Cycle Days Hours Friday Sunday 27 24-hour shift Additional shifts chosen by employee to total average 56 hours per week (2) RELIEF SHIFT “E” Days Work Cycle Days Hours Saturday Monday 27 24-hour shift Additional shifts chosen by employee to total average 56 hours per week B. In the event fewer than nine (9) shifts are scheduled within any 27- day cycle, the employee must work additional 24-hour shifts to reach a total of nine. The employee will select these shifts so long as they are within the 27-day cycle. C. Assignments to Shifts “D” and “E” will be voluntary on a first-come, first-served basis. Employees in the rank of Firefighter, Engineer, Lieutenant and Captain who have a minimum of twelve (12) months service beyond the completion of probation will be eligible to volunteer for Shifts “D” and “E.” In the event that there are more volunteers than available shift assignments, volunteers shall be assigned in seniority order, with the remaining volunteers placed on a waiting list in order of seniority. In the event there are insufficient volunteers who meet the experience criteria, the Director may, at his/her discretion, waive this criteria. D. Employees who volunteered and were assigned to Shifts “D” and “E” who request to be transferred to another shift, i.e., Shifts “A,” “B,” or “C,” shall be reassigned within 30 days of their request. E. JFRD will establish the maximum number of “D” and “E” shift employees who can be on personal leave on the Saturday or Sunday shift of their work schedule. The number will be comparable 12  IAFF FIREFIGHTERS - CAPTAINS to the same percentage of employees who can be off on the “A”, “B” and “C” shifts. F Employees on the “D” or “E” shift will be able to sign up for voluntary overtime by being placed on either the “A”, “B” or “C” shift list of overtime volunteers. If a “D” or “E” shift employee is at the top of the list on a day when on duty, the employee will remain at the top of the list until called on a day not on duty. 11.4 A. Employees who work a forty (40) hour work schedule shall be compensated at time and one-half (1-1/2) for hours worked in excess of forty (40) per work week. B. Employees on a fifty-six (56) hour schedule shall receive extra compensation at the rate of one-half (1/2) their regular rate of pay for normally scheduled hours worked in excess of two hundred four (204) hours during the twenty-seven-day work period. Hours worked in excess of normal scheduled duty days paid at time and one-half (1-1/2) the regular rate of pay. For purposes of this subsection, the term "hours worked" shall only include, in addition to regular duty hours, paid active-duty military leave, paid military leave for training, Union pool time, and LOA (swap time). C. Any employee as assigned by the appropriate Division Chief to take a specialized fire service-related class (USAR, HazMat, etc.) that encompasses off duty time shall be compensated with compensatory time at time and one-half (1-1/2) for hours attended during off-duty hours. This compensatory time shall not be provided for classes attended outside of Duval County unless approved by the appropriate Division Chief. 11.5 No employee may authorize overtime for him/herself but shall be entitled to receive overtime as appropriately authorized by his/her supervisor. 11.6 It is the responsibility of the Employer to distribute the opportunity for overtime work as equally as possible among the employees after employees have completed their seven (7) month probationary exam. Prior to completing the seven (7) month probationary exam, employees will not be eligible to work any overtime. This does not preclude the Director/Fire Chief from authorizing such overtime during times of disaster or other emerging needs. 11.7 An employee who has left his/her normal place of work and is called back for overtime work shall be paid for a minimum of two and one-half (2-1/2) hours at time and one-half his/her hourly rate of pay for such overtime work. 13  IAFF FIREFIGHTERS - CAPTAINS 11.8 The regular rate of pay for overtime purposes shall include the employee's base salary, longevity or service increases, shift differential, out of classification or special assignment pay, and supplemental or incentive pay for special certification or completion of college course work. Employee awards or bonuses for attendance or job performance are also included in the regular rate of pay, when such awards or bonuses are required to be included in the regular rate by Fair Labor Standards Act Regulations. The regular rate of pay for overtime purposes shall not include allowances or reimbursements. 11.9 Any employee required to work in excess of his/her normal tour of duty as a result of his/her relief being late shall be paid a minimum of one (1) hour at overtime rates. Any employee required to work in excess of his/her normal tour of duty as a result of a run extending beyond his/her regular work time shall be paid at overtime rates for the actual time worked, unless such time exceeds thirty (30) minutes. If an employee is required to work more than thirty (30) minutes, the employee shall be paid a minimum of two (2) hours at overtime rates. 11.10 Any employee subpoenaed for Fire and Rescue Department related legal matters while off duty will be paid at the rate of time and one-half (1-1/2) for hours served. A minimum of two (2) hours at the rate of time and one- half (1-l/2) will be paid, plus one hour travel time at time and one half (1- 1/2). Documentation must be provided. 11.11 Overtime pay and comp time for training (11.4C) shall not be duplicated. 11.12 A. An employee who is assigned the responsibility for the maintenance and care of the arson canine on weekends (Saturday and Sunday) will be compensated at the rate of four (4) hours of overtime for performing that weekend duty. The employee will be compensated at a rate of time and one-half for two hours of work on Saturday and time and one-half for two hours of work on Sunday. B. Fifty-six (56) hour a week employees who are assigned the responsibility for the maintenance and care of USAR canines while off-duty will be compensated for two (2) hours for each off-duty shift. Compensation shall be at the regular straight-time rate unless the employee works in excess of two hundred four (204) hours in the twenty-seven (27) consecutive day work period provided for in Section 11.4(B). A forty (40) hour a week employee who is assigned responsibility for maintenance and care of a USAR canine shall be compensated in accordance with Section 11.12 (A). 11.13 Emergency Mobilization Portal to Portal Pay Any employee working during an emergency mobilization requiring overnight travel lodging for which the City will be reimbursed by the 14  IAFF FIREFIGHTERS - CAPTAINS State or Federal Government, or any other outside agency or agencies shall be compensated at their normal rate of pay during the mobilization. Employees shall be paid from portal to portal, meaning they will be compensated from the time of departure from the Jacksonville Fire & Rescue Department up until the Employee(s) return from the mobilization and release from duty by Jacksonville Fire Department. Employees who have leave scheduled during mobilization may have those hours re-credited to their bank of available hours. ARTICLE 12: WAGES 12.1 A. All employees shall be compensated in accordance with the pay plan attached hereto and made a part hereof, referred to as Schedules A through D and the same shall constitute the pay plan for employees covered by this Agreement. B. Each employee shall progress in the pay plan as follows: (1) An employee who has completed the time requirements in his/her respective step of the pay plan, and is eligible for a one (1) step upward movement in the pay plan shall receive the next higher rate of compensation. This progression in the pay plan shall be determined by his/her anniversary date within the Fire and Rescue Department. All employees not eligible for movement in the pay plan shall remain in their present step until eligible. (2) For advancement through the steps of a pay grade to which an employee has been assigned, the employee's step increase shall be automatic, beginning with the first pay period following completion of the required time of service after his/her date of employment in the Fire and Rescue Department, if the following conditions are met (conditions only refer to new Firefighter recruits): (a) The employee is in good health and physical condition and capable of performing the duties required of the job classification. (b) The employee's performance in the job is satisfactory for the period required prior to the advancement to the next step. 15  IAFF FIREFIGHTERS - CAPTAINS (c) If the performance of the employee is not satisfactory, or his/her health is such he/she cannot perform his/her duties, the step increase may be delayed for a period of six (6) months at which time his or her performance will be reevaluated. If his/her performance has not increased substantially, the delay can be extended for another six (6) months for another evaluation. This process will be repeated until the employee's performance improves to the required standard. On the job injury will not be a satisfactory reason to preclude advancement. (d) The employee will be advised in writing as to the reason his/her step increase was denied; and if the employee does not agree, he/she may use the grievance procedure, beginning at Step II. (e) Employees who are eligible to advance in the steps shall have their time of service calculated from the time they entered on duty as a fire fighter with the City of Jacksonville or as adjusted by any leave without pay. (f) Requirements for advancement within the pay grades of the pay plan as specified in the above procedures shall require continuous, satisfactory service with the Fire and Rescue Department. (g) This pay plan is designed to provide the career employee with the opportunity to advance in pay and remain as a qualified fire fighter or fire officer. C. (1) Fire employees on special assignment shall receive a nine percent (9%) salary increase only while placed on special assignment. Special assignment means those extraordinary duties and responsibilities that are a logical function of the Fire and Rescue Department. These extraordinary duties and responsibilities may be determined by the Director/Fire Chief., and employees may be placed in the special assignment step by the Director/Fire Chief. (2) Employees will receive a salary adjustment of one percent (1%) above their base pay and special assignment pay of nine (9%) while on permanent assignment to a forty (40) hour per week assignment as approved in accordance with 12.1(c) (1). This does not apply to all assigned to 40-hour schedules. 16  IAFF FIREFIGHTERS - CAPTAINS (3) A 15% base pay differential shall be maintained between the ranks of firefighter and fire engineer. A 15% base pay differential shall be maintained between the ranks of fire engineer and lieutenant. A 15% base pay differential shall be maintained between the ranks of lieutenant and captain. D. Wages: Wages will be adjusted according to the following timetable - as being reflected in Schedules A-D of this agreement: (1) There will be a twelve percent (12%) wage increase effective October 1, 2024. (2) There will be a five percent (5%) wage increase effective October 1, 2025. (3) There will be a five percent (5%) wage increase effective October 1, 2026. *Wage increase will be effective on the first day of the new pay period. E. The parties agree to form a task force with representatives of the Union, appointed by the Union president, and representatives of the City appointed by the Mayor, including individuals from within the Jacksonville Fire and Rescue Department, to address ways to enhance the Jacksonville Fire and Rescue Departments’ performance. The Director of Fire Rescue/Fire Chief shall chair the task force which shall be composed of an equal number of representatives from both parties. 12.2 Any employee performing the duties of any classification above his/her permanent classification and assigned to that higher classification for one hour or more by the Fire and Rescue Department shall receive pay at the rate of that higher classification for time worked in that higher classification. For 56-hour personnel, the senior Lieutenant of a company shall not be deemed to have worked above his/her classification until the assigned company Captain has been absent three (3) consecutive tours of duty. For 40-hour personnel working in Fire Prevention, the senior Engineer or Lieutenant shall not be deemed to have worked above his/her classification until the assigned supervisor has been absent for at least 4 consecutive hours. 17  IAFF FIREFIGHTERS - CAPTAINS 12.3 During a Firefighter recruit’s first year of service, their performance/service will be evaluated. Their evaluation for satisfactory service shall be standard and in writing throughout the Fire and Rescue Department with each activity using the same accepted evaluation form and procedure. Any employee who is dissatisfied with his/her evaluation may follow the Grievance Procedure set forth in Article 25. 12.4 Pay Incentive for College Credit. A. Each employee in the bargaining unit who has successfully completed at least thirty (30) semester hours toward an Associate of Arts or Associate of Science degree shall receive a one hundred dollar ($100.00) per month pay differential. B. Any pay increment received by an employee after having acquired the initial thirty (30) hours under this college pay incentive plan shall apply only so long as the employee receiving the pay increment continues his/her educational program without any break in enrollments, except for summer sessions. This provision for a continued educational program shall be inapplicable once the employee has acquired the Associate of Arts or Associate of Science degree. The only exception granted shall be for sickness or accidental injury, and only then after asking and receiving exception for such existing condition from a committee to be selected by the Director of Employee Services and composed of the Director/Fire Chief, the JFRD Chief of Training and one (1) representative from Local 122. Employees shall provide program enrollment documentation to Employee Services each semester (not including the summer session) to continue receiving pay incentive. C. Each employee in the bargaining unit who possesses an Associate of Arts or Associate of Science degree shall receive a two hundred ten dollar ($210.00) per month pay differential. D. Each employee in the bargaining unit who possesses a Bachelor of Arts or Bachelor of Science degree shall receive a three-hundred ten dollar ($310.00) per month pay differential. E. Each employee in the bargaining unit who possesses a Master’s degree shall receive a four-hundred ten dollar ($410.00) per month pay differential. F. All college credits or semester hours toward an Associate, Bachelor, or Master of Arts, or Associate, Bachelor, or Master of Science degree shall be from a college or university accredited by the 18  IAFF FIREFIGHTERS - CAPTAINS Southern Association of Secondary Schools and Colleges or equivalent. G. No employee shall receive pay incentive for college credit under the provisions of more than one subsection of this section. 12.5 Pay Incentive for Emergency Medical Technician and Paramedic Certification A. All employees of the bargaining unit who are, or who become, state-certified paramedics, shall receive six hundred dollars ($600.00) per month incentive pay. State-certified paramedics who are assigned to the Rescue Division shall receive an additional one hundred fifty dollars ($150.00) per month incentive pay for a monthly total of seven hundred fifty dollars ($750.00) B. All employees assigned to fire fighter classifications who are, or who become state certified Emergency Medical Technicians (E.M.T.), shall receive two hundred fifty dollars ($250.00) per month incentive pay. State certified Emergency Medical Technicians (E.M.T.) who are assigned to the Rescue Division shall receive an additional fifty dollars ($50.00) per month incentive pay for a monthly total of three hundred dollars ($300.00). C. Loss of E.M.T. or Paramedic certification or loss of privileges under the license of the Medical Director shall result in immediate termination of this incentive pay. Loss of the E.M.T. certification by a Firefighter may also lead to termination of employment. D. No employee shall receive pay incentive under the provisions of subsections (A) and (B) of this section at the same time. 12.6 Pay Incentive for State Certified Municipal Fire Inspectors All personnel permanently assigned to the Fire Prevention Division who are State Certified Municipal Fire Inspectors will receive one hundred twenty- five dollars ($125.00) per month incentive pay. State Certified Municipal Fire Inspectors will receive fifty dollars ($50.00) per month incentive pay. 12.7 Pay Incentive for Hazardous Materials Team All personnel permanently assigned to the Hazardous Materials Team will receive one hundred twenty-five dollars ($125.00) per month incentive pay. Both HAZMAT team employees and non-HAZMAT team employees who have been state certified as a Certified Hazardous Materials Technician will receive a fifty dollar ($50) per month incentive pay. 19  IAFF FIREFIGHTERS - CAPTAINS 12.8 Pay Incentive for Special Operations Team All personnel permanently assigned to the Special Operations Team will receive one hundred twenty-five dollars ($125.00) per month incentive pay. Special Operations team employees and non-Special Operations team employees who are certified in the (5) USAR disciplines (Rope Tech, Confined Space Tech, Machinery Vehicle Extrication Tech, Trench Tech and Structural Collapse Tech) will receive a fifty dollar ($50) per month incentive pay. 12.9 Pay for Certification and Education A. All personnel who obtain a NFPA compliant, State of Florida, or JFRD Fire or Rescue Officer I certification will receive fifty dollars ($50.00) per month incentive pay. B. All personnel who obtain a NFPA compliant, State of Florida, or JFRD Fire or Rescue Officer II certification will receive one hundred dollars ($100.00) per month incentive pay. C. All personnel who obtain a NFPA compliant, State of Florida, or JFRD Fire or Rescue Officer III certification will receive one hundred fifty dollars ($150.00) per month incentive pay. D. Employees will receive incentive pay under this subsection at the highest obtained level of certification. 12.10 Pay for Critical Care Paramedic All personnel permanently assigned to the Certified Critical Care Paramedic Team will receive four hundred dollars ($400.00) per month incentive pay. Certified Critical Care Paramedic employees not assigned to the Critical Care Paramedic Team will receive a two hundred dollar ($200) per month incentive pay. 12.11 Pay Incentive for Aircraft Rescue and Fire Fighting All personnel permanently assigned to an Aircraft Rescue and Fire Fighting (ARFF) station will receive one hundred twenty-five dollars ($125.00) per month incentive pay. Employees who obtain NFPA 1003 certification will receive fifty dollars ($50.00) per month incentive pay. 12.12 Pay Incentive for Marine Division 20  IAFF FIREFIGHTERS - CAPTAINS All personnel permanently assigned to a Marine Division Station will receive one hundred twenty-five dollars ($125.00) per month incentive pay. Employees who meet the minimum qualifications (JFRD Deck Hand Certification, JFRD Swim Test, JFRD Safe Boating Course, R.H.I.B. class, JFRD Deck Hand Task Book, and U. S. Coast Guard OUPV Six Pack license) will receive fifty dollars ($50.00) per month incentive pay. 12.13 Pay incentive for physical fitness Employees in the bargaining unit may, on a voluntary basis, seek to become eligible for a physical fitness supplement. An employee who seeks the physical fitness supplement must qualify annually. The annual period for the purposes of this article shall be from October 1st through September 30th. Qualifying will occur during the month of September each year. A minimum of two days will be scheduled for each shift so that qualifying can take place for employees while on duty. Additional qualifying days may be scheduled at management’s discretion. An employee may only attempt to qualify once per year. An employee who qualifies by passing either a 1.5 mile running test or a 3 mile walking test shall receive a physical fitness incentive supplement of twenty ($20) dollars per pay period in accordance with the following chart: MAXIMUM RUNNING (1.5 mi) TIME IN MINUTES Age and time limits Under 30 30-39 40-49 50+ 12:00 13:00 14:00 14:30 MAXIMUM WALKING (3 mi) TIME IN MINUTES Age and time limits Under 30 30-39 40-49 50+ 38:30 40:00 42:00 45:00 The Training Division of JFRD will be responsible for administering the qualifying test provided for in this section. 12.14 All certifications listed must be maintained in good status in order to receive incentive pay. 21  IAFF FIREFIGHTERS - CAPTAINS 12.15 Permanent assignment pay incentives cannot be duplicated. ARTICLE 13: PROMOTIONS 13.1 All promotional examinations shall be assembled, written, and solely administered by an outside testing service. Every reasonable effort will be made to maintain the integrity of examinations for the same promotional position administered subsequent to the original examination, within the life of a certified promotional list. 13.2 The passing grade for all promotional examinations shall be seventy percent (70%), except that when the Director of Employee Services certifies that the seventy percent (70%) passing score results in an adverse impact (as defined by the Federal Uniform Guidelines on Employee Selection Procedures) on any federally protected class, a new validated pass score shall be established using psychometrically sound procedures that are in accordance with the Federal Guidelines on Employee Selection Procedures. 13.3 The following seniority credit shall be added to all passing scores for the ranks of Engineer, Lieutenant, and Captain: A. One-half (1/2) point shall be added for each year of continuous service in the Fire and Rescue Department, up to a maximum of five (5) points. B. An additional one-half (1/2) point shall be added for each continuous year in the class or position immediately below the class for which the promotional exam is given, up to a maximum of five (5) points. (1) Provided, however, no such credit will be given when a promotional examination is held for any class of employment which is directly above the entrance level. (2) The entrance level shall be construed as the lowest entrance level at which the employees or any portion thereof participating in such promotional examination entered the service of the Fire and Rescue Department. (3) An officer in one occupational activity who takes a promotional examination for Lieutenant in a different occupational activity shall be credited with one-half point seniority credit for each year of continuous service as an engineer prior to his/her initial appointment as a Lieutenant in calculating his/her rank on the Lieutenant Eligibility List in the new occupational activity. 22  IAFF FIREFIGHTERS - CAPTAINS Any employee who voluntarily demotes back to the rank of Engineer for the sole purpose of reassignment to another activity, shall maintain the seniority points accrued prior to their initial appointment to Lieutenant. (4) When two (2) or more employees have the same promotion date, the employee listed higher on the certified promotional list shall be deemed senior. (5) Provisional appointments shall be filled from the last certified promotional list for the open position by seniority on that list. 13.4 All persons with a passing score shall be ranked by resulting numerical score, with the person attaining the highest score ranked first. The top name of the list shall be certified first. 13.5 The life of a promotional list shall be two (2) years. 13.6 Any person may be removed from the promotional list after three (3) offers of a probationary appointment have been declined. 13.7 In the absence of a certified promotional list, there shall be no more than six (6) months between the date of the first opening and the next examination for these positions. There shall be no more than 30 days between the announcement of an examination and the administration of the examination (the 30 day requirement can be waived by mutual agreement). 13.8 The parties agree that it is in the best interest of all to reduce undue delay between the administration of a promotional examination and the publication of the certified promotional list. The Employer will notify the Union when the period will exceed 45 days and provide and estimated publication date. 13.9 Line of Promotion is as follows: From Fire Fighter to Engineer to Lieutenant to Captain. 13.10 Standard external reading lists for promotional examinations shall be established for all promotional classifications within the Jacksonville Fire and Rescue Department. JFRD will furnish all station/work location libraries with copies of reading list books and materials. These materials will be maintained by the station/work location head who will be responsible for establishing a check-out system to account for materials and provide for equal access to them. These reading lists will be certified annually on January 1, by a committee consisting of, Director/Fire Chief (or designee), Union President (or designee) and JFRD Chief of Training. Each promotional classification shall have specific reading material assigned 23  IAFF FIREFIGHTERS - CAPTAINS from the overall reading list. Amendments and/or changes cannot impact tests with established exam dates. 13.11 The City and the exam consultant will score standardized exam sheets at the exam administration site, and provide raw scores to examinees subject to the following: A. Raw scores do not include points added for seniority or for military service where applicable and therefore may not accurately reflect an examinees’ ranking on the final list. B. Raw scores do not include the result of exam protest committee determinations, if any, and therefore may not accurately reflect an examinee’s ranking on the final list. C. Technology used to score standardized exam sheets is affected by the quality of markings made on the exam papers. Erasures, ambiguous markings, and extraneous marking on exam sheets may adversely affect the ability to provide immediate scores. In such cases, hand scoring may be required which can delay delivery of results to examinees. D. The ability to score exam sheets at the exam site is dependent upon the availability of operational equipment. Delays in providing scores to examinees can result from equipment malfunctions or breakdowns. 13.12 The following shall apply for demotion or reversion in rank caused by a reduction-in-workforce or a shortage of funds: A. The last candidate promoted from an internal eligibility list shall be the first to receive a demotion/reversion in rank. If there is more than one member that must be demoted/reversed in rank, the order shall continue from the last candidate promoted to the first candidate promoted. B. When a vacancy occurs in a position/rank from which members have been demoted/reversed in rank, promotion to said vacant position/rank shall be made from the list of members demoted/reversed in rank with the last member demoted/reversed in rank promoted first, regardless of the expiration date of the internal eligibility list from which said members were originally promoted. 13.13 Professional Growth and Development The parties agree that professional growth and development is critical to maintaining and improving world class fire rescue operations. The parties 24  IAFF FIREFIGHTERS - CAPTAINS further agree that implementing fair and consistent eligibility standards for promotion is a priority. To this end, the parties agree to establish the following eligibility standards for promotional examinations: A. Engineer (1) Twelve (12) months in the rank (as identified by date on informational bulletin) of a Firefighter prior to exam date for the promotional exam. Only probationary and permanent time accounts for time in grade. Time served out of class or as provisional prior to becoming probationary in the eligible class does not count towards the time requirement. All eligibility certifications must be submitted to the TA by the end of the application period. (2) FFP-1302 Apparatus Operations or Florida Certified Pump Operator. (3) FSFC-703 Aerial Operations or Florida Aerial Operations. B. Lieutenant (1) Twelve (12) months in the rank (as identified by date on informational bulletin) of an Engineer prior to exam date for the promotional exam. Only probationary and permanent time accounts for time in grade. Time served out of class or as provisional prior to becoming probationary in the eligible class does not count towards the time requirement. All eligibility certifications must be submitted to the TA by the end of the application period. (2) State of Florida Municipal Fire Inspector I (Prevention Division). Must be current and maintained. (3) State of Florida Paramedic Certification (Suppression and Rescue Divisions). Must be current and maintained. (4) NIMS ICS-100. (5) NIMS ICS-200. (6) JFRD Fire Officer I (to be closed to new applicants after 01/01/2019), NFPA 1021 Fire Officer I compliant certification or State of Florida Fire Officer I, or A.S./B.S. in Fire Science, or A.S./B.S. in EMS Management. 25  IAFF FIREFIGHTERS - CAPTAINS C. Captain (1) Twelve (12) months in the rank (as identified by date on informational bulletin) of a Lieutenant prior to exam date for the promotional exam. Only probationary and permanent time accounts for time in grade. Time served out of class or as provisional prior to becoming probationary in the eligible class does not count towards the time requirement. All eligibility certifications must be submitted to the TA by the end of the application period. (2) State of Florida Municipal Fire Inspector I (Prevention Division). Must be current and maintained. (3) State of Florida Paramedic Certification (Suppression and Rescue Divisions). Must be current and maintained. (4) NIMS ICS-100. (5) NIMS ICS-200. (6) NIMS ICS-300. (7) State of Florida or NFPA Incident Safety Officer. (8) JFRD Fire Officer II (Suppression and Prevention Divisions;, or JFRD Rescue Officer II (Rescue Division;), NFPA 1021 Fire Officer II compliant certification or State of Florida Fire Officer II, or an Associate’s Degree or higher from a regionally or nationally accredited institution. ARTICLE 14: EMPLOYEE BENEFITS 14.1 A. The Employer shall repair or replace an employee's prescription eyeglasses, contact lenses, cell phone and personal watches when all of the following conditions are met: (1) the item was damaged or lost as a result of the employee's performance of his/her duties; (2) the damage or loss was not a result of the employee's own negligence, or failure to use proper protective equipment; (3) the employee immediately reports the damage or loss to the person in charge at the emergency or work location, in writing within twenty-four (24) hours after the occurrence of 26  IAFF FIREFIGHTERS - CAPTAINS the damage or loss, on a form provided for this purpose; and (4) the person in charge at the emergency or work location certifies in writing that the damage or loss occurred as a result of the employee's performance of his/her duties, and that the employee is entitled to repair or replacement of the item under the provisions of this section. B. When the conditions of Section 14.2(A) are met, the Employer shall either repair or replace the prescription eyeglasses, contact lenses, cell phone, or personal watch, whichever results in a lower cost to the Employer. C. The Employer shall not be required to repair or replace jewelry (other than the employee's personal watch), or other electronic devices. D. In no event shall the Employer be required to pay more than three hundred dollars ($300.00) toward the repair or replacement of any item that is covered by this section, no more than one hundred fifty dollars ($150.00) toward repair or replacement of an employee’s cell phone, and no more than two hundred dollars ($200.00) toward the repair or replacement of the employee’s personal watch. 14.2 Employees who are required to use a private vehicle in the performance of their duties shall be reimbursed for the use of that private vehicle at the rate provided by ordinance. Employees shall submit quarterly requests for reimbursement for mileage payments and tolls. The Employer will reimburse the employee for these expenses within thirty (30) days after submission of the request for reimbursement. 14.3 Employees will only be reimbursed when they use their private vehicle in the performance of their duties. They will not be reimbursed for their commutes to and from work. However, if an employee is required to report to a station other than his/her regular workstation, and they drive there in their personal vehicle, they shall be paid a twelve ($12.00) dollar transfer payment. If the employee is transferred to a different apparatus in the same location/building, they are not eligible for the transfer payment. This payment will be made for the first transfer to each different station. Payment will not be made for subsequent consecutive transfers to the same work location, providing the employee has been advised of subsequent consecutive transfers. Employees shall receive transfer payments within thirty (30) days of the request for such payment. 14.4 Each employee assigned to a shift schedule who is on duty on the day of any regular, general, or special election in their county of residence, may be permitted to take one (1) hour leave with pay for the purpose of casting his/her ballot, provided all of the following requirements are met: 27  IAFF FIREFIGHTERS - CAPTAINS A. the employee is a registered voter in their county of residence; B. the employee's supervisor approves the leave (which approval shall not be unreasonably withheld); and C. allowing the leave will not adversely affect the staffing requirements of the Fire and Rescue Department. 14.5 In the event of an employee's death, the Employer will pay all accrued overtime, vacation leave, holiday leave, emergency compensatory leave, comp leave for training and other terminal leave benefits to which the employee is entitled. Payment will be made in accordance with the employee's will. If there is no will then payment will be made in the following sequence: A. To the wife or husband; B. To any child or children over the age of eighteen (18); C. To the designated guardian if the child or children are under the age of eighteen (18); D. The father or mother; E. To the designated administrator of the deceased employee's estate. 14.6 The Employer will provide contributions to the Unions health plan at the rate of; FY25 - $605 per covered employee per month FY26 - $605 per covered employee per month FY27 - $665 per covered employee per month This offer is contingent upon the Union having the option to re-enter the Employer’s health plans at a future date. 14.7 The Employer agrees to provide a payroll deduction process that is available to employees in the bargaining unit for various employee plans. These plans shall be administered by an "Agent of Record", which "Agent of Record" shall be designated by the Union. The Employer will assess a charge not to exceed eight cents per deduction per payroll. The Union will indemnify, defend, and hold the Employer harmless, against any claim made and against any suit instituted against the Employer on account of any deduction made pursuant to this section. 28  IAFF FIREFIGHTERS - CAPTAINS 14.8 The Employer agrees to pay a premium of exactly ten dollars ($10.00) per month, per employee covered by this Agreement for the purpose of providing partial payment of a comprehensive dental health plan for the employees and their dependents. 14.9 The Employer shall, at no expense to the employee, secure and provide group term life insurance coverage in the amount of one times annual salary, with double indemnity clause for accidental death and dismemberment for those employees covered by this Agreement. It shall further provide for the employee, at his/her option to purchase group term insurance, at the expense of the employee, under the same policy, for either one or two times annual salary, with a double indemnity clause for accidental death or dismemberment. Benefits may be reduced at age seventy (70) to sixty five percent (65%) of benefits under policy. 14.10 Parental Leave Plan The City and the Union recognize the importance of our employee’s families and the value of time during the birth or adoption of a child. In this spirit, the City will offer a Parental Leave Plan consisting of paid time off following the birth or adoption of a child. The City will establish policies and procedures for administering the Parental Leave Plan as outlined in applicable ES Directives. The City will annually review the Parental Leave ES Directive for potential benefit enhancements in alignment with current business practices and municipal government benefit levels. 14.11 If an employee is injured in the line of duty and as a result of that injury is approved for a disability pension/retirement, the employer will pay a percentage of the employee’s premium in accordance with 14.6 above of either the City’s or the IAFF’s health insurance plan consistent with the plan in which the Union participates that year. This benefit will be available for a maximum of 5 years after the disability pension/retirement begins. If an employee, who is eligible for normal retirement is injured in the line of duty and as a result of that injury can no longer work, the employer will pay a percentage of the employee’s premium in accordance with 14.6 above of either the City or IAFF’s health insurance plan consistent with the plan in which the Union participates that year. This benefit will be available for a maximum of 5 years after the forced retirement. ARTICLE 15: UNIFORMS AND EQUIPMENT 15.1 The Employer shall furnish new employees the entire initial uniform and turnout gear, as set forth by the Fire and Rescue Department Rules and 29  IAFF FIREFIGHTERS - CAPTAINS Regulations, Standard Operating Procedures and Standard Administrative Procedures. The issuance, use and appearance of uniforms, turnout gear, personal linen and firefighting safety equipment shall be governed by Fire and Rescue Department Regulations. Employer shall attempt to reduce the employee’s exposure to PFAS by utilizing reduced PFAS issued uniforms and turnout gear, as recommended by NFPA standards. 15.2 In subsequent years after initial employment, the Employer shall issue uniforms consistent with JFRD uniform issuance procedures. 15.3 Firefighting safety equipment issuance (turnout gear, helmet, breathing equipment, boots, etc.) shall not be subject to the provisions of Section 15.2 above. It shall be furnished by the Employer subject to the Fire and Rescue Department regulations governing same. If, for any reason, the Employer cannot provide firefighting safety equipment as indicated above, the employee shall not be considered as staffing for the day or days he/she is without this equipment and shall not suffer loss of pay or benefits. The Employer shall retain ownership of the firefighting safety equipment. 15.4 Upon his/her time service retirement, an employee who has been issued a helmet and turnout gear shall be entitled to the oldest set without charge. ARTICLE 16: SAFETY AND HEALTH 16.1 A. The Employer strives to provide a safe and healthy work environment for employees by minimizing exposure to known risks and by providing employees with the tools, equipment, protective devices, and training needed to perform their jobs safely. B. Employees have the obligation to maintain themselves in a state of physical and mental preparedness to discharge the rigors of the job; to participate in training sufficient to maintain currency; to properly utilize tools, equipment, and protective devices and to use proper procedures including universal precautions, so as to perform their duties safely. C. It is not the Employer's policy to expose employees to unnecessary hazards in the course of their employment nor to compensate employees for exposing themselves to risks and hazards due to unsafe work practices. Similarly, the Employer has a joint interest with employees in minimizing both the personal injury and harm and the expense that results from accidental injury in the course and scope of employment. The best way to accomplish this is through a mutual commitment to a safe work environment characterized by consistent adherence to safe work practices. 30  IAFF FIREFIGHTERS - CAPTAINS 16.2 The parties mutually agree to the following in proactive furtherance of that commitment: A. The Employer will comply with all applicable federal, state, and local laws and regulations related to safety, health, sanitation, and working conditions. B. The Employer will designate a Health and Safety Officer in accordance with standards established in National Fire Protection Association (NFPA) Standards (1500, 1521, et al). The Health and Safety Officer may make written recommendations to the Director/Fire Chief on matters relating to health and safety and safety equipment, and shall provide copies of the recommendations to the IAFF. Such recommendations may provide the basis for improvements in safety practices, procedures, and equipment. C. The Fire Rescue Department will establish an internal occupational safety committee to which the Union will appoint three (3) members from the Firefighters-Captains bargaining unit and a member from the Fire Chiefs bargaining unit. The Union will notify the Employer of their assigned representatives, including any changes during the life of this Agreement. With prior notice to all members, the Safety Committee shall meet from time to time to research, develop and make recommendations to reduce and eliminate the most frequent and costly occupational injuries and to study and review matters relating to health and safety equipment. Committee recommendations shall be furnished in writing to the Director/Fire Chief and to the IAFF. Such recommendations may provide the basis for improvements in safety practices, procedures, and equipment. D. The Fire Rescue Department will provide protective devices, wearing apparel, and other equipment to protect employees from injury. A second turn-out coat, a second pair of turn-out pants and suspenders, a second pair of turn-out gloves, and a second hood for each member shall be provided by the Employer to each member for the purpose of minimizing exposure to contaminated protective equipment. E. The Fire Rescue Department will provide, on a voluntary basis, at no charge to the employee, inoculations for prevention of Hepatitis A, Hepatitis B, Tetanus, Tuberculosis, COVID and seasonal flu. The Fire Rescue Department will also provide, on a voluntary basis, at no charge to the employee, blood tests (Complete Blood Count (CBC) and Heavy Metal blood tests for HazMat team Members). 31  IAFF FIREFIGHTERS - CAPTAINS F. In accordance with the Department's Rules and Regulations, Standard Administrative Procedures (SAP's), and Standard Operating Guidelines (SOG's), employees will properly use protective devices, apparel, and equipment provided to them. Failure to do so will be grounds for discipline. G. Employees will maintain a level of health and fitness that will enable them to safely perform the essential requirements of their duties in the fire services. H. The Employer will provide an annual physical screening for all employees. The findings shall be provided to the employee only. 16.3 The Employer will implement an incentive program to recognize and reward reductions in lost time injury accidents, workers' compensation expenses, and other appropriate measures of increased safety and reductions in injuries and costs resulting from job-related accidents. Employee participation in such program shall be mandatory. ARTICLE 17: INJURY IN LINE OF DUTY 17.1 In addition to benefits payable under the Workers' Compensation Law of the State of Florida, the Employer shall provide the following benefits to an employee who sustains a temporary disability as a result of accidental injury in the course and scope of employment. A. The City will make a supplemental payment in an amount equal to the difference between his/her net take-home pay and the Workers' Compensation payable for up to the first twenty (20) working days of such temporary disability as certified by the Employer's Workers' Compensation physician. Provided, however, that in no event shall any employee realize more than his/her net after-tax take-home pay as a result of receiving both Workers’ Compensation and supplemental benefit. B. Thereafter, the Director of Fire Rescue/Fire Chief may, in his/her sole discretion (which discretion shall not be subject to contest or arbitration), continue the supplemental pay by incremental periods of up to twenty (20) working days. The extension of supplemental payments by the Director shall be based on criteria developed by the Director. The development of criteria to be used in determining whether there is to be an extension of supplemental payments shall be at the sole discretion of the Director and shall not be subject to contest or arbitration. C. If an employee is eligible for monetary benefits under Workers’ Compensation, with consent of the employee, or if the employee is 32  IAFF FIREFIGHTERS - CAPTAINS incapacitated, with the consent of a person legally entitled to make financial decisions on the employees behalf, normal payroll deductions will continue from workers’ compensation benefits to avoid interrupting employer provided benefits such as pension and healthcare. 17.2 Any supplemental payments received under this Article shall be discontinued upon the earliest date that one of the following events occurs: A. When the employee has been denied an extension of supplemental payments by the Director; B. When the employee has received supplemental payments for twenty-four (24) weeks; C. When the Employer's Workers' Compensation physician makes a medical determination that the employee can return to full duty or a limited duty assignment; or D. When the Employer's Workers' Compensation physician makes a medical determination that the employee will not be able to return to full duty. 17.3 Following discontinuation of supplemental pay, the employee shall be compensated in accordance with applicable provisions of the Workers' Compensation Laws of the State of Florida, and/or by his/her applicable pension and/or leave benefits. The Employer (Director/Fire Chief or his/her designee) in its sole discretion, which discretion cannot be changed or modified by an arbitrator, may provide a defined extension to the twenty- four (24) week period, not to exceed twenty (20) days for each extension. 17.4 An employee injured in the course and scope of employment shall be examined routinely by the Employer's Workers' Compensation physician who shall make a determination as to whether the employee is able to return to a limited duty assignment or to full duty. In the event of a disagreement between the employee's personal physician and the Employer's Workers' Compensation physician, the disagreement shall be resolved in accordance with applicable provisions of the Workers' Compensation Laws of the State of Florida. Such resolution shall be final and binding, and not subject to arbitration under the Agreement. 17.5 An employee who is injured in the line of duty, for administrative and reporting purposes, shall be assigned to a five (5) day, forty (40) hour schedule effective 8:00 a.m. on the first Saturday following the date of the injury. The employee shall report to the JFRD Health and Safety Officer Monday through Friday 8:00 am to 5:00 pm, while in a limited duty status. This schedule shall continue during any limited duty assignment and until 33  IAFF FIREFIGHTERS - CAPTAINS the Employer's Workers' Compensation physician has released the employee to return to full duty. 17.6 The Director of Employee Services, in consultation with the Director of Fire Rescue/Fire Chief, may temporarily reassign an employee who is temporarily partially disabled from performing the duties of his/her classification due to an on-the-job injury to other duties which he/she is qualified to perform, upon a determination by the Employer's Workers' Compensation physician that the employee has not yet reached Maximum Medical Improvement but is able to return to a limited duty assignment. Such temporary assignment shall be without reduction in pay or benefits in accordance with the Civil Service and Personnel Rules and Regulations and other applicable laws and regulations. 17.7 Employees shall participate in safety programs, contests and incentive programs that return workers’ compensation cost savings to those sites with improvements in accident rate experience. 17.8 Workers' Compensation benefits other than Supplemental Pay shall be subject to and governed by the provisions of Chapter 440, Florida Statutes. ARTICLE 18: HOLIDAYS 18.1 A. The Fire and Rescue Department shall observe 2 the following days as legal holidays established by applicable Council ordinances: Date Event November 11th Veterans' Day Fourth Thursday in November Thanksgiving Friday after Thanksgiving December 24th Christmas Eve December 25th Christmas Day January 1st New Year's Day Third Monday in January Martin Luther King Day Third Monday in February Presidents' Day Last Monday in May Memorial Day June 19 Juneteenth July 4th Independence Day First Monday in September Labor Day September 11th Patriot Day Any day declared a holiday by Ordinance of the Council or 2Forthe purpose of this Article, "observe" means that the employee will report for duty if scheduled for duty on such holiday and will thereafter be compensated for having worked a holiday as is provided in this Article. 34  IAFF FIREFIGHTERS - CAPTAINS Proclamation of the Mayor. B. (1) The holiday shall commence at the designated hour on the date of the holiday and shall continue for twenty-four (24) uninterrupted hours for all shift employees. Type of Employee Hour of Commencement 56 hour shift employee 0800 12 hour shift employee 0001 (Communication Center) 40 hour employees 0800 (2) All other employees not defined as shift employees shall take holiday time at the dates and the hours that the City of Jacksonville observes the holidays designated in Section 18.1(A). 18.2 A. In lieu of the holidays designated in Section 18.1(A), employees assigned to a forty-two (42) hour work week shall be credited on January 1 of each year with thirteen (13) eight (8) hour days as holiday leave. B. In lieu of the holidays designated in Section 18.1(A), employees assigned to a fifty-six (56) hour work week shall be credited on January 1 of each year with thirteen (13) twelve (12) hour shifts as holiday leave. 18.3 Upon submission of sufficient requests, the Director/Fire Chief or his designee shall daily approve leave consisting of any combination of Holiday (Article 18) and Annual (Articles 19 & 20) leave which when combined totals no less than nine percent (9%) of assigned daily field operations staff for the duration of this Agreement. Requests for leave in excess of eight percent (8%) of assigned daily field operations staff shall only be denied (but not retracted) for budgetary or operational impacts, e.g., overtime or required company training. 18.4 In the event of transfer within the Fire and Rescue Department, charges for holiday time shall be based on the activity to which the employee is assigned when the holiday is taken. 18.5 Holiday leave for employees assigned to the forty-two (42) or fifty-six (56) hour work weeks shall be taken subject to application to and the approval of the appropriate Division Chief. 18.6 When a non-shift employee assigned to a forty (40) hour work week is required to work on a day that is designated a holiday under Section 35  IAFF FIREFIGHTERS - CAPTAINS 18.1(A), he/she shall be: (a) compensated at time and one half for all hours worked on the holiday in addition to eight (8) hours paid holiday. 18.7 When any Prevention Division (Arson Investigation) employee assigned to a forty-two (42) hour work week is required to work on a day that is designated a holiday under Section 18.1(A), he/she shall be compensated at the Holiday Premium Rate for each of the first four (4) hours that he/she works during the eight hour period from 1400 until 2200 hours. 18.8 When any employee assigned to a fifty-six (56) hour workweek is required to work on a day that is designated a holiday under Section 18.1(A), he/she shall be compensated at the Holiday Premium Rate for each hour that he/she works during the twelve hour period from 0800 until 2000 hours. 18.9 "Holiday Premium Rate" shall mean one-half (1/2) times the employee's regular rate of pay. 18.10 Should an employee be transferred from a fifty-six (56) hour work week to a forty (40) hour work week, any hours of accrued holiday leave shall be computed by multiplying by the conversion factor.667 (8/12). If the employee is transferred from a forty (40) hour work week to a fifty-six (56) hour work week, any hours of accrued holiday leave shall be computed by multiplying by the conversion factor 1.5 (12/8). 18.11 Sale of Holiday Leave Credits A. An employee who does not use all of the holiday leave accrued during the year may be paid for all or part of the difference, on a percentage basis, between the amount of holiday leave accrued and the amount of holiday leave used for that year on an hour-for- hour basis. B. To receive such payment, the employee must make an irrevocable election of the percentage to be sold. This election must be made prior to the start of the year in which the holiday leave is accrued. Employees may access the Resource Management System for thirty (30) calendar days prior to the established deadline for making the election. C. Payments will be made on the second pay period in January in the year following the year in which the holiday leave was accrued at the employee’s current regular rate of pay. D. Employees otherwise eligible for this option who do not elect to sell a percentage of holiday leave by the deadline, or who are hired subsequent to the deadline in the year, will not be permitted to sell any holiday leave. Holiday leave not paid to the employee will be 36  IAFF FIREFIGHTERS - CAPTAINS transferred to the employee’s annual leave account on a day-for- day basis. 18.12 When an employee who has been assigned to a forty-two (42) or a fifty-six (56) hour work week leaves the employment of the Employer, the Employer may recover, from any monies owed to the employee, an amount equal to the difference between: A. The value of the holiday leave used by the employee during the year, determined according to the employee's regular rate of pay; and B. Holiday leave credited to the employee in excess of what the employee would have been entitled to for that portion of the year on a pro rata basis. ARTICLE 19: FLORIDA RETIREMENT SYSTEM (FRS) Effective no later than September 30, 2027, IAFF Local 122 will enter the Florida Retirement System for all new employees and current employees will have the option to participate pursuant to Florida Statute. ARTICLE 20: PERSONAL LEAVE (PLAN P) 20.1 This Article shall apply to all permanent, probationary and provisional employees employed on or after July 31, 1989. 20.2 Method of Earning and Accruing Personal Leave: A. Employees shall accrue personal leave with pay for straight time hours worked in accordance with the following schedule: Years of Service Days Accrued Per Year 0 months through 4 years 20 5 years through 9 years 23 10 years through 14 years 26 15 years through 19 years 29 20 years through 24 years 32 25 years or more 35 The rate of accrual shall change to the higher rate on the date of the employment anniversary. Employees shall accrue and be charged for actual hours used in accordance with the following schedule: 56 hour shift employees one (1) day equals 11.2 hours for 37  IAFF FIREFIGHTERS - CAPTAINS accrual, usage and payoff 3 40 hour shift employees one (1) day equals 8 hours For all other personnel one (1) day equals 8 hours B. Employees shall earn leave time based on time actually worked and time on approved leave with pay. C. Personal leave will be credited to the employee at the rate stated in Section 20.2(A) on a bi-weekly basis. The leave shall be credited on the last day of the pay period. D. The rate of accrual shall change to the higher rate at the start of the pay period in which the anniversary date of employment occurs. E. Should an employee be transferred from a fifty-six (56) hour work week to a forty (40) hour work week, any hours of accrued personal leave shall be computed by multiplying by the conversion factor.71429 (40/56). If the employee is transferred from a forty (40) hour work week to a fifty-six (56) hour work week, any hours of accrued personal leave shall be computed by multiplying by the conversion factor 1.4 (56/40). 20.3 Personal leave shall accrue to a maximum of seventy-five (75) days. At the end of the fiscal year, an employee with accrued and unuse