Contract Outline PDF

Contract ======== Article 15 Disciplinary Action and Discharge - Any employee who is subject of an investigation shall be notified in writing within 10 business days of the incident which prompted the investigation. - Investigation must be completed within 9 months after the 10...

Contract ======== Article 15 Disciplinary Action and Discharge - Any employee who is subject of an investigation shall be notified in writing within 10 business days of the incident which prompted the investigation. - Investigation must be completed within 9 months after the 10 business days following the notice of the investigatory action or management's knowledge of such incident. (includes any supervisor who under the disciplinary policy may take action without approval of a higher ranking officer or manager). - After completion of the investigation, management has 45 days to provide proposed discipline to the employee. - Failure by management to meet either of the two time frames results in extinguish and forever barring disciplinary action based on alleged violations or offenses by the employee related to the matter subject to s showing of good cause. - Time frames can be tolled when related to a criminal investigation of the employee, change in investigator (one time), military leave, workers comp leave, acts of god, or when employee is away from work on extended leave pursuant article 45. - Number of days remaining when tolled will remain once tolling period ends ie 30 days before, 30 days once resumed. - Failure of management to inform the employee of impending discipline or discharge within stimulated time may be a factor in any just cause determination by an arbitrator. - Effective date of discipline shall be the date an employee signs written communication acknowledging notification of the disciplinary action and/or suspension. - Nothing placed in personnel file or any permanent file until grievance completed... grievance procedure is instituted over discipline. - During promotional process, interview board will not receive... disciplinary material in personnel file older than 2 years or reprimands or counseling more than 1 year. - Until completion of Step 3 grievance, discharge shall be considered... suspension without pay. Article 17 Performance Review - A grievance may be filed for an employee's performance rating but may only go to arbitration if... involves a rating unacceptable or need improvement of a permanent employee. - Employee's promoted within \_\_\_ weeks of their effective anniversary or effective date of last promotion will receive the nest step increase... 2 weeks. - Employee's receiving a rate of unacceptable or needs improvement on annual review, will have effective step increase rescinded and shall reimburse the department over the same time frame it was received. - Employees must work at least [6 months] out of each year to have performance review accurately rated. - Less than 6 months will not be rated and therefor, ineligible for annual step raises. - When return to work in that rating period, at least [4 months and receive an acceptable], shall receive annual step raise [retroactive back to return to work]. - Probationary employees receive evals at the end of recruit academy, 6 months, 8 months and 11 months. - This article can be amended by mutual written agreement between Fire Rescue Administrator and the Union President. Article 28 Vacations - 48 hour work week: - 1 yr: 5 shifts, 2-6yrs: 6 shifts, 6 yrs: 6.5 shifts, 7 years: 7 shifts, 8 years 7.5 shifts, 9 yrs: 8 shifts, 10 plus: 8.5 shifts. - All others 1yr-13days, 2-6yrs-15 days, 6 yrs-16 days, 7 yrs-17 days, 8 yrs-18days, 9 yrs-19 days 10 plus 20 days. - If out of pay status, hours accumulated are prorated. - If out more than half of the pay period, no accruals for that pay period. - On leave due to job related disability shall only accrue vacation for the first 30 days and then no further accrual. - Vacations scheduled first Kelly cycle that starts after 12/31 until 1 year later for Kelly cycle including 12 /31. - Vacation formula: total number of battalion personnel (BP) times 12, divided by number of shifts within vacation cycle that year excluding kelly days. Rounded to the nearest whole number from.5 up. - EMS and BC no less than 2 vacation slots. - Fire Rescue Administrator and Union President will determine calculation for 42 hour work week. - Annual vacation number per battalion decided in October of each year. - Battalions with 1-4 stations including special ops: 1 of each rank with paramedic and EMT separate for all battalions. - Battalions with 5-11 stations (not including special ops): 2 of each rank - Battalions 12 or more: 3 of each rank. - BC, EMS and Special Ops Captains shall pick on a department wide-basis. - If on leave or temp assignment, rounds 1-3 vacation are frozen for that employee and remain part of vacation count. - Vacation rounds are open for a 14 day period. - First round: minimum 4 (Kelly can be included) and no more than 10 shifts including Kelly days. - Probation employee's, limitation of 4 or more days does not apply. - Day's personnel no more than 20 days in a row. - Deputy Chief may approve vacation longer than the above maximum and shall not be reasonably denied. - Approved first round vacations may only be cancelled by the appropriate deputy chief. - Second round: Minimum of 3 or more consecutive shifts including Kelly day. - Probation employee's, limitation of 3 or more days does not apply. - Third round: first come first serve on designated shift day, if two entries for same day given to senior member. - FOO does Battalion Chiefs and BC does their battalion. - If submitted within 7 days of the request it shall be denied if overtime would be created. - Once approved, management cannot rescind unless major emergency (earthquake, tropical storm, hurricane, or civil unrest). - Cancelling vacation must be done before 19 hours of time of leave, including kelly days. - All others must do so at least 3 business days from the start of the leave period. - Requests and cancellations with less notice must be granted at the discretion of the District Chief, with no request being unreasonably denied. - Emergency Leave: subject to approval of DC or on-call DC in quarter hour increments. - If qualified under sick leave usage charged sick leave, if not then charged reserve vacation or finally vacation. - Vacation time taken in a minimum of 2 hours and then hour for hour their after. - AOA not counted against vacation schedule. - 40 hour member's vacation started on 1/1. - Excess vacation carried over with sweeps occurring on 4/15 of each years for hours in excess of 500 to union time pool. - Max vacation payout cap is 792.16. - 40 hour max payout is 660.16 - 42 hour employee max is 693.17 - Each employee who notifies the department, prior to March 1st of a givenyear that they are entering the D.R.O.P. or retiring during the next twelve(12) months, shall be exempt from the vacation cap and sweep on April15th of that year to facilitate the maximum vacation buyout prior toentering the D.R.O.P. or retiring. - If said employee does not enter the D.R.O.P. or retire during the year, they shall have their vacation time swept retroactively at the value it exceeded the cap at the time of the previous April 15th sweep that they elected to bypass. - Employees may only effectively bypass the April 15th sweep once - Retiring employees with unused vacation time may request, at time ofseparation, that the remainder of their vacation leave balance bedonated to the Benevolent Fund - Transfers: Demoted, promoted or new class- have to choose whatever vacation is available. - County Choice for transfer: vacation is rolled over to new assignment. Article 45 section 6 - Can have detrimental effect on the daily operation of Fire Rescue including the workload of other fire rescue employee's... Sick Leave Use. - Sick leave article is intended as a comprehensive approach to minimize the use of sick leave to only those bona fide circumstances provided in section D. - At the time of new allotment, unused sick leave can be placed in reserve vacation bank not to exceed the annual allotment. - Not payable among separation of the county. - In the event of a duty related death, benefits will be paid out from employees Reserve Vacation Bank at an hour-to-hour basis at the employee's hourly rate. - Sick leave bank starts again 11/1 with each employee receiving 120 hours for next 12 months. - November 2026 allotment shall be 112.5 hours and then 105 hours for all future allotments. - 40 hour employees remain with 100 hours and 42 hour employee's 105 hours. - Employees on a leave of absence without pay shall have the sick allotment prorated to which they are entitled. - Employees may use their reserve vacation banks to supplement an individual, short-term absence beyond the 120 hour allotment, until the bank is depleted. - Employee's main vacation account should not be used to supplement this type of absence unless, Fire Rescue Administrator signs a waiver and the provision is granted. - Extended leave defined as a single sick leave occurrence lasting longer than the number of hours in an employee's annual allotment. - Special risk employees at 121, 113 or 106 consecutive hours through 3 months from the date of injury or illness, employee's receive 85% of salary. - 3 months -12 months: 65%. - 12-18 months no sick leave compensation during which to return to work. - All other employee's start with the first consecutive hour over annual allotment. - Up to 3 months 85%. - 3-9 months 65%. - Max of 9 months to return to work and not awarded sick leave compensation exceeding 9 months. - Vacation or reserve vacation can be used to supplement any uncompensated portion of leave. - Employees on extended leave at new sick allotment must pay out 48 hours of 120 allotment. - Special risk no more than 18 months, apparatus tech no more than 12 months, all others 9 months. - Return to work for minimum 6 months for new extended leave to be started. - Within 6 months, continuation and percentages form the last leave combining time. - Probationary employee's prorated to rest of year after 6 months. - Employee's leaving fire rescue in pay status, payout on pro-rata basis not including reserve vacation bank. - Requesting extended leave first get from treating physician a written assessment of what work restrictions and how long they are anticipated to last. - If more than 30 days, must get an updated assessment from treating physician every 30 days. - Reviewed by the Fire Rescue Administrator and FD Physician or EAP coordinator, whichever is appropriate. - May contact the employee or physician for verification. - Fire Rescue Administrator may request employee get a fitness for duty exam from a physician selected and paid for by the department at any time an employee is on extended leave. - It determined the employee is misrepresented on extended leave reasoning, Administrator may cancel extended leave and employee subject to discipline. - Sick leave awarded hour for hour for following reasons: - Incapacitation due to illness or injury. - Jeopardizes health of co-workers (contagious) - Prescribed medical treatment falls on duty days. - Care of an immediate family member not capable of caring for themselves and resides in same home with no one else able to provide care. - 65% following ½ sick leave allotment given 11/1 - Limited to 6 months in 18 month period. - Shall not engage in off duty employment. - Hospitalization of family member. - 65% following ½ sick leave allotment given 11/1 - Limited to 6 months in 15 month period. - Shall not engage in off duty employment. - Medical, dental or optical exam or treatment (for 40 hour personnel only). - Baby bonding (maternity/ paternity) 100% of pay for 6 weeks or 65% for up to 3 months with ½ sick leave allotment. - Pregnancy: documented high risk may apply for extended leave which is terminated upon birth of baby with baby bonding following immediately after. - 3 week extension in writing to Fire Rescue Administrator by using either vacation or going into out of pay status. - Fire Rescue Administrator has final approval and no subject to grievance. - Medically unable to return as a result of complications, may start extended leave in accordance with this article. - Employees may elect to use vacation time in lieu of baby bonding, provided that such leave may not exceed 6 weeks. - Disincentives if 5 or more sick leave occurrences in 12 months: - 5^th^: loss of early release - 6^th^: loss of OT, loss of bid rights, loss of step-up privileges. - 7^th^: Special performance evaluation. - 8^th^: loss of bid assignment and pay correspondence to bid. - 9^th^: loss of promotional ability. - 10^th^ 24-hour suspension. - Communication center 8 occurrences in 12 months. - Non-operational personnel 10 occurrences in 12 months. - All disincentives for a specific occurrence shall remain in effect until occurrence for which the disincentives were imposed drop off. - Occurrence defined as working less than ½ the hours of normal shift, with partials being accumulated until 12 hours and count as one occurrence. - Employee's responsibility to call out 30 minutes prior to shift start via approved staffing program or notifying FOO. - May return to work at any time after calling out sick once per shift, notifying foo for return to work to receive station assignment. - If opinion of immediate supervisor determined too ill/injured to work, recommendation made to Supervisory Bargaining Unit Employee (ie District Chief) and/or any Non-Bargaining Unit Supervisor to send employee home with pay. - Employee charged sick leave unless returns to work with a note from a medical provider indicating the employee is fit for duty. - If does not return, charged sick leave, if no sick leave, out of pay status. - Upon returning to work, must submit electronic employee leave request form with affidavit signifying proper use of sick leave to immediate supervisor. - Sick leave not consistent with this policy will be denied and subject to disciplinary guidelines. - Wellness steering committee serves as Fire Rescue Sick Leave Board. - Responsible for monitoring sick leave use and identifying county wide trends and patterns of sick leave use, including use of extended leave.