2020-2023 Collective Bargaining Agreement for Columbus Fire Fighters Union Local #67 PDF

COLLECTIVE BARGAINING Between CITY OF COLUMBUS And COLUMBUS FIRE FIGHTERS UNION LOCAL #67 I.A.F.F. A.F.L. C.I.O. C.L.C. November 1, 2020 October 31, 2023 ARTICLE 1 PREAMBLE .............................................................................................. 1 ARTICLE 2 - RECOGNITION...

COLLECTIVE BARGAINING Between CITY OF COLUMBUS And COLUMBUS FIRE FIGHTERS UNION LOCAL #67 I.A.F.F. A.F.L. C.I.O. C.L.C. November 1, 2020 October 31, 2023 ARTICLE 1 PREAMBLE .............................................................................................. 1 ARTICLE 2 - RECOGNITION AND REPRESENTATION............................................... 1 SECTION 2.1. SECTION 2.2. SECTION 2.3. SECTION 2.4. SECTION 2.5. SECTION 2.6. ARTICLE 3 RECOGNITION. ........................................................................................ 1 TIME TO PERFORM UNION FUNCTIONS...................................................... 1 LOCAL UNION REPRESENTATIVE. ............................................................. 1 USE OF INTRA-DEPARTMENTAL MAILS. ..................................................... 2 TIME ALLOWED FOR UNION FUNCTIONS. ................................................... 2 OAPFF OFFICER.................................................................................... 2 DEFINITIONS ........................................................................................... 2 ARTICLE 4 - DUES/PAYROLL DEDUCTIONS .............................................................. 6 SECTION 4.1. DUES DEDUCTION. .................................................................................. 6 SECTION 4.2. OTHER PAYROLL DEDUCTIONS................................................................. 7 SECTION 4.3. INDEMNIFICATION. ................................................................................... 7 ARTICLE 5 - NON-DISCRIMINATION............................................................................ 7 SECTION 5.1. NON-DISCRIMINATION. ............................................................................ 7 SECTION 5.2. COMPLAINTS. ......................................................................................... 8 ARTICLE 6 - MID-TERM BARGAINING......................................................................... 8 ARTICLE 7 - MANAGEMENT RIGHTS .......................................................................... 9 SECTION 7.1. STATEMENT OF RIGHTS. .......................................................................... 9 SECTION 7.2. CONTRACTING OUT/CIVILIANIZATION. ..................................................... 10 ARTICLE 8 SAFETY.................................................................................................. 10 SECTION 8.1. SECTION 8.2. SECTION 8.3. SECTION 8.4. INJURY REPORTS. ................................................................................. 10 RECOGNITION. ...................................................................................... 10 NO SMOKING POLICY. ........................................................................... 10 HEALTH AND SAFETY COMMITTEE. ......................................................... 11 ARTICLE 9 - GRIEVANCE PROCEDURE ................................................................... 11 SECTION 9.1. PREAMBLE. .......................................................................................... 11 SECTION 9.2. GRIEVANCE PROCEDURE. ...................................................................... 11 ARTICLE 10 - DISCIPLINE AND TREATMENT ........................................................... 14 SECTION 10.1. SECTION 10.2. SECTION 10.3. SECTION 10.4. SECTION 10.5. SECTION 10.6. SECTION 10.7. SECTION 10.8. JUST CAUSE. ...................................................................................... 14 EMPLOYEE COPIES. ............................................................................ 14 STAY OF DISCIPLINE. ........................................................................... 14 ACTIONS NOT GRIEVABLE. ................................................................... 14 UNION REPRESENTATION..................................................................... 14 COMPLAINTS. ..................................................................................... 15 CITY INITIATION................................................................................... 15 INACCURATE DOCUMENTS. .................................................................. 15 ARTICLE 11 - NO STRIKE, NO LOCKOUT ................................................................. 16 SECTION 11.1. NO STRIKE. ........................................................................................ 16 SECTION 11.2. NO LOCKOUT. ..................................................................................... 16 ARTICLE 12 - WAGES, PENSION AND HOURS OF WORK ...................................... 17 SECTION 12.1. FIRE PAY PLAN.................................................................................... 17 SECTION 12.2. TRANSPORT AND PARAMEDIC DIFFERENTIALS. ....................................... 19 SECTION 12.3. FORTY (40) HOUR WORKWEEK STIPEND. .............................................. 22 SECTION 12.4. PAY PERIOD. ....................................................................................... 22 SECTION 12.5. TITLES USED AND PAY RANGES APPLIED TO CLASSES............................ 22 SECTION 12.6. COMPLETE ALPHABETICAL LISTING OF FIRE UNIFORM CLASSIFICATIONS...22 SECTION 12.7. STEP INCREASES AND SALARY ADJUSTMENTS........................................ 23 ARTICLE 13 - OVERTIME, CALL-BACK TIME, HOLIDAY ELIGIBILITY .................... 24 SECTION 13.1. SECTION 13.2. SECTION 13.3. SECTION 13.4. SECTION 13.5. SECTION 13.6. ELIGIBILITY AND CALL-BACK TIME......................................................... 24 OVERTIME ELIGIBILITY AND PAY. .......................................................... 24 HOLIDAY ELIGIBILITY AND PAY.............................................................. 26 OVERTIME AND HOLIDAY PAYMENT....................................................... 27 HOLIDAY CREDIT NON-ELIGIBILITY. ...................................................... 27 NO PYRAMIDING. ................................................................................ 27 ARTICLE 14 - WORKING OUT OF CLASS ................................................................. 28 SECTION 14.1. SECTION 14.2. SECTION 14.3. SECTION 14.4. WORKING OUT OF CLASS ELIGIBILITY. .................................................. 28 WORKING OUT OF CLASS SELECTION. .................................................. 28 PROFICIENCY...................................................................................... 30 NON-UTILIZATION................................................................................ 30 ARTICLE 15 - UNION OFFICIALS ROSTER ............................................................... 30 SECTION 15.1. SECTION 15.2. SECTION 15.3. SECTION 15.4. UNION ROSTER................................................................................... 30 UNION RECOGNIZED............................................................................ 30 UNION NOTIFICATION. ......................................................................... 30 TELEPHONE EXTENSION. ..................................................................... 30 ARTICLE 16 - SERVICE CREDIT AND PROFESSIONAL TIME ................................. 31 SECTION 16.1. PAYMENT COMPUTATION. .................................................................... 31 SECTION 16.2. PROFESSIONAL TIME. .......................................................................... 32 ARTICLE 17 - TUITION REIMBURSEMENT................................................................ 32 SECTION 17.1. ELIGIBILITY. ........................................................................................ 32 SECTION 17.2. INELIGIBILITY. ..................................................................................... 35 ARTICLE 18 INSURANCE ........................................................................................ 35 SECTION 18.1. SECTION 18.2. SECTION 18.3. SECTION 18.4. SECTION 18.5. SECTION 18.6. SECTION 18.7. INSURANCE PROGRAM......................................................................... 35 EMPLOYEE BENEFIT BOOKLET. ............................................................ 35 LIABILITY COVERAGE. .......................................................................... 35 LIFE INSURANCE. ................................................................................ 35 COST CONTAINMENT. .......................................................................... 35 DENTAL.............................................................................................. 42 VISION. .............................................................................................. 42 SECTION 18.8. PREMIUM CONTRIBUTIONS................................................................... 43 SECTION 18.9. PRE-TAX BENEFITS. ............................................................................ 44 SECTION 18.10.HIGH DEDUCTIBLE HEALTH PLAN/HEALTH SAVINGS ACCOUNT. ............... 44 SECTION 18.11.COST CONTAINMENT ENHANCEMENT. .................................................. 45 ARTICLE 19 - MAINTENANCE ALLOWANCE AND TURNOUT GEAR ..................... 46 SECTION 19.1. SECTION 19.2. SECTION 19.3. SECTION 19.4. SECTION 19.5. SECTION 19.6. SECTION 19.7. SECTION 19.8. INITIAL UNIFORM ALLOWANCE. ............................................................. 46 UNIFORM REPLACEMENT. .................................................................... 46 REQUIRED UNIFORMS.......................................................................... 46 TURNOUT GEAR. ................................................................................. 46 MAINTENANCE ALLOWANCE. ................................................................ 46 WASHERS AND DRYERS....................................................................... 47 RETENTION OF BADGE, HELMET & WEAPON UPON RETIREMENT.. 7 SECURITY........................................................................................... 47 ARTICLE 20 - VACATION LEAVE ............................................................................... 48 SECTION 20.1. VACATION LEAVE. ................................................................................ 48 SECTION 20.2. OTHER VACATION LEAVE PROVISIONS. .................................................. 51 SECTION 20.3. SCHEDULING OF VACATIONS................................................................. 52 SECTION 20.4. VACATION CANCELLATION. ................................................................... 53 SECTION 20.5. INSTANT VACATION. ............................................................................. 54 ARTICLE 21 HOLIDAYS ........................................................................................... 54 SECTION 21.1. HOLIDAYS........................................................................................... 54 SECTION 21.2. HOLIDAYS CELEBRATED. ..................................................................... 54 ARTICLE 22 TRANSFERS ........................................................................................ 55 SECTION 22.1. SECTION 22.2. SECTION 22.3. SECTION 22.4. SECTION 22.5. ARTICLE 23 VACANCY ANNOUNCEMENT.................................................................. 55 NOTICE OF SCHEDULE CHANGE. .......................................................... 55 PERMANENT TRANSFERS. .................................................................... 55 ADMINISTRATION. ................................................................................ 56 PRIORITY FOR VACANT POSITION. ........................................................ 58 PROMOTIONS ..................................................................................... 58 SECTION 23.1. SECTION 23.2. SECTION 23.3. SECTION 23.4. SECTION 23.5. REQUIREMENTS FOR ADMINISTERING COMPETITIVE EXAMINATIONS. ....... 58 JOINT COMMITTEE............................................................................... 58 UNION CONSULTATION. ....................................................................... 59 GRIEVANCES. ..................................................................................... 59 MISCELLANEOUS. ................................................................................ 61 ARTICLE 24 - INJURY LEAVE..................................................................................... 62 SECTION 24.1. SECTION 24.2. SECTION 24.3. SECTION 24.4. SECTION 24.5. REPORT OF INJURY. ............................................................................ 62 REQUIREMENTS FOR RECEIVING INJURY LEAVE. .................................... 63 DECISION PENDING. ............................................................................ 65 TIME OFF FOR EXAMINATIONS. ............................................................. 65 PROGRAM ADMINISTRATION................................................................. 65 ARTICLE 25 - LABOR RELATIONS MEETINGS......................................................... 66 SECTION 25.1. MUTUAL INTEREST. ............................................................................. 66 SECTION 25.2. FORMAT. ............................................................................................ 66 ARTICLE 26 - SPECIAL LEAVE WITH PAY................................................................ 67 SECTION 26.1. MILITARY LEAVE. ................................................................................ 67 SECTION 26.2. MILITARY LEAVES IN EXCESS OF TWENTY-TWO (22) DAYS FOR FORTY (40) HOUR EMPLOYEES. ................................................................................................... 67 SECTION 26.3. MILITARY LEAVES IN EXCESS OF TWENTY-TWO (22) DAYS FOR THREE (3) PLATOON EMPLOYEES. .............................................................................................. 67 SECTION 26.4. REEMPLOYMENT. ................................................................................ 68 SECTION 26.5. JURY DUTY LEAVE. ............................................................................. 69 SECTION 26.6. EXAMINATION LEAVE. .......................................................................... 69 SECTION 26.7. WITNESS DUTY. .................................................................................. 69 SECTION 26.8. PAYMENT FOR WITNESS SERVICE. ....................................................... 70 SECTION 26.9. BETTY BRZEZINSKI LIVING ORGAN DONOR LEAVE.................................. 70 ARTICLE 27 - SICK LEAVE ......................................................................................... 70 SECTION 27.1. SICK LEAVE ACCRUAL. ........................................................................ 70 SECTION 27.2. ACCUMULATION AND PAYMENT OF SICK LEAVE...................................... 71 SECTION 27.3. SEPARATION PAYMENT. ....................................................................... 72 SECTION 27.4. USE OF SICK LEAVE. ........................................................................... 72 SECTION 27.5. LIMITATIONS ON THE USE OF SICK LEAVE. ............................................. 74 SECTION 27.6. EVIDENCE REQUIRED. ......................................................................... 74 SECTION 27.7. SICK LEAVE CHARGED......................................................................... 74 SECTION 27.8. PAYMENT UPON DEATH. ...................................................................... 74 SECTION 27.9. ACCRUAL ELIGIBILITY. ......................................................................... 75 SECTION 27.10. SICK LEAVE UPON APPOINTMENT. ...................................................... 75 SECTION 27.11. ADVANCEMENT OF SICK LEAVE. ......................................................... 75 ARTICLE 28 SENIORITY .......................................................................................... 76 SECTION 28.1. SECTION 28.2. SECTION 28.3. SECTION 28.4. DEFINITION. ........................................................................................ 76 RANK SENIORITY. ............................................................................... 76 BREAK IN SENIORITY. .......................................................................... 76 SENIORITY LIST. ................................................................................. 76 ARTICLE 29 - UNPAID LEAVES OF ABSENCE ......................................................... 77 SECTION 29.1. SECTION 29.2. SECTION 29.3. SECTION 29.4. ARTICLE 30 FAMILY MEDICAL LEAVE ACT (FMLA) LEAVE......................................... 77 UNPAID DISABILITY LEAVE. .................................................................. 82 ACCRUAL OF SENIORITY/CONTINUOUS SERVICE. ................................... 83 CONTINUATION OF INSURANCE BENEFITS. ............................................. 83 TRADES ............................................................................................... 83 SECTION 30.1. SECTION 30.2. SECTION 30.3. SECTION 30.4. SECTION 30.5. TRADES APPROVAL. ............................................................................ 83 REQUESTS FOR TRADES...................................................................... 83 TRADES DENIAL. ................................................................................. 83 KELLY DAY. ........................................................................................ 84 EIGHT (8) HOUR ASSIGNMENTS............................................................ 84 SECTION 30.6. EMPLOYEE RESPONSIBILITY. ................................................................ 84 SECTION 30.7. TIME TRADE DENIAL. .......................................................................... 84 ARTICLE 31 LAYOFFS ............................................................................................. 84 SECTION 31.1. LAYOFFS. ........................................................................................... 84 ARTICLE 32 - EMPLOYEE ALCOHOL AND DRUG TESTING ................................... 85 SECTION 32.1. STATEMENT OF POLICY. ...................................................................... 85 SECTION 32.2. TESTING INFORMATION. ....................................................................... 85 SECTION 32.3. PROHIBITIONS..................................................................................... 85 SECTION 32.4. DRUG AND ALCOHOL TESTING PERMITTED. ........................................... 86 SECTION 32.5. ORDER TO SUBMIT TO TESTING............................................................ 86 SECTION 32.6. TEST TO BE CONDUCTED. .................................................................... 87 SECTION 32.7. DRUG TESTING STANDARDS (HHS STANDARDS). .................................. 89 SECTION 32.8. DISCIPLINARY ACTION. ........................................................................ 91 SECTION 32.9. RIGHT OF APPEAL. .............................................................................. 92 SECTION 32.10. EMPLOYEE ASSISTANCE PROGRAM. ................................................. 92 SECTION 32.11. TREATMENT. ..................................................................................... 92 SECTION 32.12. DUTY ASSIGNMENT AFTER TREATMENT. .............................................. 93 SECTION 32.13. UNION HELD HARMLESS. .................................................................... 93 SECTION 32.14. CHANGES IN TESTING PROCEDURES. .................................................. 93 SECTION 32.15. CONFLICT WITH OTHER LAWS. ........................................................... 93 SECTION 32.16. DEFINITIONS. ..................................................................................... 93 ARTICLE 33 - INCLEMENT WEATHER ....................................................................... 94 SECTION 33.1. INCLEMENT WEATHER. ........................................................................ 94 ARTICLE 34 SEPARABILITY.................................................................................... 94 SECTION 34.1. SEPARABILITY. .................................................................................... 94 ARTICLE 35 - JOB DUTIES ......................................................................................... 95 SECTION 35.1. JOB DUTIES. ....................................................................................... 95 SECTION 35.2. PROPOSED CHANGES.......................................................................... 95 SECTION 35.3. BUILDING REPAIRS. ............................................................................. 95 ARTICLE 36 - TOUR OF DUTY AND HOURS OF WORK ........................................... 95 SECTION 36.1. FORTY (40) HOUR WORKWEEK. ........................................................... 95 SECTION 36.2. CANINE HANDLERS. ............................................................................ 95 SECTION 36.3. THREE (3)-PLATOON SYSTEM WORKWEEK............................................ 96 SECTION 36.4. KELLY DAY DEFINITION........................................................................ 96 SECTION 36.5. KELLY DAY DRAW. .............................................................................. 96 SECTION 36.6. KELLY DAY SCHEDULING. .................................................................... 96 SECTION 36.7. HOURS OF OPERATION FOR BATTALION CHIEF AND DEPUTY CHIEF. ........ 97 SECTION 36.8. HOURS OF OPERATION FOR FIREFIGHTERS, LIEUTENANTS, CAPTAINS AND EMS SUPERVISORS AND FIRE ALARM OFFICE ............................................................. 97 SECTION 36.9. MEAL PERIODS. .................................................................................. 98 SECTION 36.10.HOURS OF OPERATION FOR FORTY (40)-HOUR EMPLOYEES. ................. 98 SECTION 36.11.LEAP YEAR. ....................................................................................... 98 SECTION 36.12.FOUR (4) TEN (10) SCHEDULE............................................................. 98 ARTICLE 37 - INTERNAL INVESTIGATION PROCEDURES ..................................... 98 SECTION 37.1. SCOPE. .............................................................................................. 98 SECTION 37.2. RIGHT TO REPRESENTATION. ............................................................... 99 SECTION 37.3. DISCLOSURE. ..................................................................................... 99 SECTION 37.4. SUPERVISORY ACTION......................................................................... 99 SECTION 37.5. INVESTIGATION QUESTIONING. ........................................................... 100 SECTION 37.6. LEGAL RIGHTS. ................................................................................. 100 SECTION 37.7. CONDUCT OF INTERVIEW. .................................................................. 100 SECTION 37.8. RECORD OF INTERVIEWS. .................................................................. 100 SECTION 37.9. INSUBORDINATION. ............................................................................ 101 SECTION 37.10. EVIDENCE OF ADMISSIBILITY. ............................................................ 101 SECTION 37.11. WRITTEN REPORTS.......................................................................... 101 SECTION 37.12. ACCESS OF RECORD. ....................................................................... 101 SECTION 37.13. INVESTIGATION OUTCOME. ............................................................... 101 SECTION 37.14. VIOLATION....................................................................................... 101 SECTION 37.15. EXTERNAL INVESTIGATION PROCEDURES........................................... 101 ARTICLE 38 - PHYSICAL HEALTH AND FITNESS .................................................. 102 SECTION 38.1. SCOPE. ............................................................................................ 102 SECTION 38.2. INITIAL HEALTH AND PHYSICAL EXAMINATION (HPE). ........................... 102 SECTION 38.3. SCHEDULED HEALTH AND PHYSICAL EXAMINATION (HPE).................... 102 SECTION 38.4. MEDICAL DEFERRALS. ....................................................................... 103 SECTION 38.5. BODY COMPOSITION ANALYSIS. ......................................................... 103 SECTION 38.6. PHYSICAL FITNESS TEST. .................................................................. 103 SECTION 38.7. PHYSICAL FITNESS TRAINING PROGRAM (PFTP). ................................ 105 SECTION 38.8. WELLNESS PROGRAMS...................................................................... 105 SECTION 38.9. COMMITTEE. .................................................................................... 105 SECTION 38.10. PROGRAM CHANGES. ...................................................................... 105 APPENDIX A - HEALTH AND PHYSICAL EXAMINATION ....................................... 106 APPENDIX B - COMPREHENSIVE FITNESS EVALUATION ................................... 107 APPENDIX C - BODY COMPOSITION ANALYSIS ................................................... 108 APPENDIX D - BODY COMPOSITION PROGRAM................................................... 109 APPENDIX E - PHYSICAL FITNESS TEST ............................................................... 110 APPENDIX F - PHYSICAL FITNESS TRAINING PROGRAM ................................... 112 APPENDIX G - INCENTIVE PROGRAM .................................................................... 113 CHART A - BODY COMPOSITION STANDARDS..................................................... 115 CHART B - CARDIORESPIRATORY ENDURANCE ................................................. 115 CHART C - FLEXIBILITY ........................................................................................... 116 CHART D - UPPER BODY STRENGTH ..................................................................... 116 CHART E - LOWER BODY STRENGTH .................................................................... 117 CHART F - ABDOMINAL STRENGTH AND MUSCLE ENDURANCE ...................... 117 ARTICLE 39 TIME DONATION PROGRAM ........................................................... 118 SECTION 39.1. PURPOSE. ........................................................................................ 118 SECTION 39.2. CONDITIONS. .................................................................................... 118 SECTION 39.3. EMPLOYEES DONATING VACATION TIME.............................................. 118 ARTICLE 40 - DURATION OF CONTRACT ............................................................... 119 SECTION 40.1. CONTRACT DURATION. ...................................................................... 119 SECTION 40.2. SUCCESSOR CONTRACT. ................................................................... 119 APPENDIX A SIDE LETTERS ................................................................................. 122 APPENDIX B MEMORANDA OF UNDERSTANDING ............................................ 127 APPENDIX C - FORMS .............................................................................................. 141 ARTICLE 1 PREAMBLE This Contract is made between the City of Columbus, hereinafter referred to as the "City" or the "Employer", and Local No. 67 of the International Association of Fire Fighters, hereinafter referred to as the "Union" or the "IAFF". This Contract shall be subject to all applicable laws. ARTICLE 2 - RECOGNITION AND REPRESENTATION Section 2.1. Recognition. The City hereby recognizes the Union as the sole and exclusive representative for the purpose of collective bargaining for all uniformed employees of the Division of Fire excluding the Fire Chief and the Fire Assistant Chiefs. Section 2.2. Time to Perform Union Functions. Time to perform Union functions will be allowed for duly elected officers, and the Stewards of the Union. During their terms of office, the duly elected officers, and Stewards of the Union will receive their full pay, benefits, department and/or rank seniority, or service to attend to the business of the Union. Additionally, Union Stewards will be permitted to investigate and process grievances and to attend stewards' meetings on working time, but without loss of pay, benefits, department and/or rank seniority or service, but such release from duty shall not require overtime personnel to be called in for duty. The President of the Local Union shall be assigned to a non-platoon assignment if he/she requests such assignment. Section 2.3. Local Union Representative. The President of the Local Union may designate two employees of the bargaining unit who shall be released from his/her normal duties without loss of pay or benefits to handle Union business. The President of the Local Union shall advise the Chief of the Local Union Representatives duties and the scope of his/her authority on behalf of the Local Union. Each January 1st, the vacation credit of each employee of the bargaining unit shall be reduced by two (2) hours of vacation time, to provide for this release. The City shall place all time donated by employees, and a City donation of all time necessary to release the Local Union Representatives for a total of four thousand one hundred and sixty (4,160) hours each year in a time bank. The time bank shall be used by the designated Local Union Representatives or the alternate, if the designated Local Union Representatives are absent or unavailable, at no more than forty (40) hours per week. 1 Section 2.4. Use of Intra-Departmental Mails. The Local shall be permitted to utilize the intra-departmental mail boxes for the purpose of providing information pertaining to Local Union business or representation to employees. The Local agrees that the use of the mail boxes will be reasonable and limited to providing information that is necessary for the normal conduct of Local Union business or representation. The Local agrees not to use intra-departmental mail systems for mass mailings. All mail placed into the mail boxes by the Local shall be the property of the employees to whom it is addressed and such mail shall not be subject to the City's review. Section 2.5. Time Allowed for Union Functions. The Union shall be authorized an aggregate of one hundred twenty-eight (128) workdays over a two-year period, beginning with even-numbered years, for use by Union officials to use to attend Union functions such as conventions, educational meetings, or conferences. This paid time off is in addition to the time referenced in Section 2.2, above. The Union President's leave shall be excluded from the one hundred twenty-eight (128) day aggregate. Section 2.6. OAPFF Officer. The City agrees to release a member of the bargaining unit from duty who is elected as an officer of the Ohio Association of Professional Firefighters (OAPFF) without loss of pay or benefits to the extent reasonably necessary in order for such employee to carry out his/her official duties as an OAPFF officer. Such employee shall return to his/her assigned positions for the day during that portion of the shift when he/she is not required to be away for his/her duties as an officer of the OAPFF. This paid leave may continue so long as the employee continues as an OAPFF officer and is a member of the bargaining unit. Such OAPFF officer may be required to drop or forego any of the activities allowed by this section, upon the direction of the Appointing Authority, for the purpose of assisting in emergency response work, and to attend all Division required training sessions applicable to the employee's position. ARTICLE 3 DEFINITIONS Appointing Authority - Director of Public Safety. Appointment - The designation of a person, by due authority, to become an employee in the position, and his/her induction into employment in such position. Calendar Month - From the first day to and including the last day of any one of the twelve (12) calendar months. 2 Calendar Week - Seven (7) consecutive calendar days starting at 00:00 on Sunday and ending at 23:59 on Saturday. Class - A group of positions with the same descriptive title having similar duties and responsibilities and requiring similar qualifications and which can be distinguished from other groups of positions. Classified Service - All positions and employment not specifically included by provisions of the City Charter as being in the unclassified service. Compensatory Time - Time off with pay for authorized overtime worked, in lieu of salary and wages, calculated in accordance with Article 13 of this Contract. Continuous Service - An employee's length of service in the full-time employment of the City uninterrupted by resignation, retirement, discharge for cause, or a layoff of more than three hundred sixty-five (365) days. Resignation to immediately accept another position in the employment of the City shall not be considered an interruption in continuous service. If an employee retires as a result of a permanent disability and subsequently returns to employment in the bargaining unit, the employee shall not be considered to have had a break in continuous service. However, the period during which the employee was retired shall not be counted in the calculation of continuous service. This definition of continuous service shall not apply to employees on board as of May 31, 1987 who, prior to such date, enjoyed multiple periods of continuous service with the City interrupted by events which would constitute a break in service under this definition. In such cases, all service in the full-time employment with the City shall continue to count in the calculation of the employee's continuous service. Days - Any reference to "days", unless otherwise specified, refers to calendar days. Demotion - A change of an employee from a position of one class to a position of a different class having a lower maximum rate of pay. Eligible List - A list of names of persons who have been found qualified through suitable tests for reinstatement or employment. Employee/Employees - As used in this Contract means any member of the bargaining unit. Extended Illness scheduled to work, including the day on which the holiday is celebrated, of sick leave for those assigned to a three (3)-platoon system workweek; and three (3) or more consecutive days on which the employee is scheduled to work, including the day on which the holiday is celebrated, of sick leave for those assigned to a forty (40) hour workweek. 3 Full-Time Status - Employment which requires active service to be performed in accordance with an established scheduled working time, such schedule to be based upon not less than eighty (80) hours per fourteen (14) consecutive calendar days. Gender - Every pronoun includes corresponding pronouns of different genders or numbers or both, to the extent the context permits. Immediate Family - Includes spouse, domestic partner provided the terms of Ordinance No. 1077-2010, as amended, are met, son, daughter, brother, sister, parent, grandparent, grandchild, niece, nephew, father or mother-in-law, son or daughter-in-law, brother or sister-in-law, grandparent-in-law, stepmother or father, stepbrother or sister, stepson or daughter, half-brother or sister, and legal guardian or other person who stands in the place of a parent. [Note: This definition does not apply to the Family and Medical Leave Act.] Journeyman Firefighter - A journeyman firefighter is an employee who has: (1) Successfully completed the recruit training program; (2) Successfully completed EMT-B training and obtains and maintains full EMT-B state certification; (3) Obtained certification as a fire safety inspector; (4) Successfully completed all written and practical evaluations of their proficiency as a firefighter sufficient to qualify for Firefighter II certification as defined by the Division in accordance with the joint union, administration committee regarding the Journeyman Firefighter program or the Journeyman Firefighter Committee (JFFC); and (5) Completed three (3) years from date of appointment. As a condition of continued employment, employees must satisfy the above listed requirements for Journeyman Firefighter within three (3) years from their date of hire or they may be terminated. It is understood that the City's right to insist upon completion of the above requirements within the time frames referenced is dependent upon the City providing the necessary training within the time frames necessary to permit satisfaction of such requirements. Kelly Day - A continuous twenty-four (24) hour period of time off duty for those employees working the three (3) platoon system to bring the workweek to an average forty-eight (48) hours during the twenty-one (21) day cycle which has been established by the Division of Fire. Original Appointment - Initial appointment of a person to a position in the City service, or appointment after service has been interrupted by resignation, retirement, or discharge. Overtime - Time during which an employee is on duty, working for the City of Columbus in excess of regularly scheduled work hours as calculated in Article 13. Overtime applies 4 only to that time authorized to be worked by the Appointing Authority in accordance with the provisions of this Contract. Paid Status - Shall include compensation received for work performed and when on authorized leave with pay. Pay Period - A two (2) week period beginning at 08:00 on a Sunday and ending on the second Sunday thereafter at 07:59. Pay Plan - A schedule of compensation rates established for the classes of positions in the Division of Fire. Pay Range - The minimum and maximum pay rates, together with the intermediate rates, if any, established for a class. Pay Step - Each of the regular increments in a pay range. Permanent Status - The rights and privileges granted to an employee who has been appointed to a classified position after certification from an eligible list or as otherwise provided by the City Charter, and completion of the probationary employment period. Position - Any office, employment or job calling for the performance of certain duties and the exercise of certain responsibilities by one individual. A position may be vacant, occupied part-time or occupied full-time. Promotion - A change from a position in one class to a position in a different class having a higher maximum rate of pay. Provisional Appointment - Appointment of an individual possessing the minimum qualifications for the position involved, in the absence of, and pending the establishment of an eligible list. Reappointment - An appointment from an eligible list of a person whose name has been restored to said list, said person previously having permanent status and separated from the City in good standing. Reemployment - Return to duty of a person who is laid off due to lack of work or lack of funds. Resignation - The voluntary termination of employment by an employee. Seniority Departmental Seniority - The employee's total length of employment since his/her most recent date of appointment or reappointment to a position within the bargaining unit. Employees within a recruit class are assigned initial departmental 5 seniority in order of their overall performance on Fire Fighter I and II tests taken during recruit class training or other criteria agreed to by the parties. Rank Seniority - The length of an employee's service within his/her rank. The rank seniority of an employee demoted for disciplinary reasons will begin the effective date of the demotion, but will not include any time previously spent in the rank to which the employee is being demoted. Service Credit Year - The service credit year shall commence with the beginning date of the 26th pay period of each fiscal year and shall end as of the last day of the 25th pay period of the following fiscal year. Transfer - The movement of an employee from his/her current job assignment to a vacant job assignment. Unit - One of the three 24-hour shifts on the three (3) platoon system. Workday - An eight (8) hour shift for those employees working a forty (40) hour week and a twenty-four (24) hour shift for those employees working the three (3)-platoon system. ARTICLE 4 - DUES/PAYROLL DEDUCTIONS Section 4.1. Dues Deduction. The City agrees to deduct Union membership dues in the amount certified by the Union to the City once each pay period from the pay of any employee requesting same. If a dues deduction is desired, the employee shall sign a payroll deduction form which shall be furnished by the Union and presented to the appropriate payroll clerk. The City agrees to furnish to the Secretary-Treasurer of the Union, once each calendar pay period, a warrant in the aggregate amount of the deductions made for the calendar month, together with a listing of the employees for whom dues deductions were made and a listing of any change in deduction from the previous month. Dues shall be withheld and remitted to the Secretary-Treasurer of the Union unless or until such time as the City receives a notice of revocation of dues checkoff from an employee, or notice of an employee's death, transfer from covered employment, termination of covered employment, or when there are insufficient funds available in the employee's earnings after withholding all other legal and required deductions. Information concerning dues not deducted under this Article shall be forwarded to the Treasurer of the Union, and this action will discharge the City's only responsibility with regard to such cases; there will be no retroactive deduction of such dues from future earnings. Deductions shall cease at such time as a strike or work stoppage occurs in violation of Article 11 (No Strike, No Lockout). 6 The actual dues amount to be deducted shall be certified to the City by the SecretaryTreasurer of the Union, and shall be based on a uniform amount for each employee in order to ease the City's burden of administering this provision. The Union will give the City forty-five (45) days' notice of any such change in the amount of dues to be deducted. Section 4.2. Other Payroll Deductions. In addition to the above, the City will deduct from an employee's payroll check, upon authorization by the employee, amounts payable to causes or organizations selected by the Union. At any one time, no more than ten (10) such causes or organizations may be identified by the Union as authorized to benefit from such payroll deductions unless otherwise authorized by the City in its sole discretion. The Union will notify the City of the causes and organizations to be so authorized. Payroll deductions shall be governed by the ability of the City Auditor's payroll system to handle same. Section 4.3. Indemnification. The Union shall indemnify, defend and hold harmless the City and its officials, representatives and agents against any and all claims, demands, suits or other forms of liability (monetary or otherwise) and for all legal costs that shall arise out of or by reason of action taken or not taken by the City in complying with the provisions of this Article. If an improper deduction is made, the Union shall refund directly to the employee any such amount. ARTICLE 5 - NON-DISCRIMINATION Section 5.1. Non-Discrimination. Both the City and the Union desire a workplace that is free from all forms of illegal discrimination. The parties agree to comply with all applicable local, state or federal antidiscrimination laws. It is recognized, however, that in determining whether such discrimination has occurred, and/or in determining the type of accommodation, if any, which might be required in order to satisfy the applicable statutory obligation, the provisions of this Contract are relevant considerations. Employees are encouraged to resolve informally any disagreement concerning any interpretation and application of this Section 5.1 as it relates to alleged discrimination by the City through discussions with Union representatives and the City of Columbus. The Union has the right to offer programs of its own exclusively to its members. If an informal resolution of an employee's claim under this Article 5 is reached, or if the claim is settled in the grievance procedure, or if an arbitration award is rendered in the case, and if the employee also pursues the claim of discrimination before local, state, or federal agencies or courts, any relief obtained by the employee under this Contract shall be rescinded and shall not continue to be performed or provided to the extent that the results achieved by the employee in local, state, or federal forums is either inconsistent 7 with the result achieved under this Contract or cumulative and redundant of the result achieved under this Contract. Section 5.2. Complaints. If an employee files a formal charge with the Ohio Civil Rights Commission and/or the Equal Employment Opportunity Commission alleging facts which would constitute a violation of the rights protected in this Article, and the Ohio Civil Rights Commission and/or Equal Employment Opportunity Commission has jurisdiction, the employee filing such charge shall thereby forfeit his/her right to process a grievance under Article 9 of this Contract in pursuit of the rights protected by this Article. Nothing in this provision ARTICLE 6 - MID-TERM BARGAINING (A) This Contract concludes collective bargaining between the parties for its term as to any condition of employment specifically covered by the express provisions of this Contract, and both parties waive their right to bargain for the term of this Contract as to such conditions of employment. As to such conditions of employment, this Contract supersedes and cancels all prior practices and agreements, whether written or oral, unless expressly stated in this Contract. (B) As to any conditions of employment which constitute a mandatory subject of bargaining and which are not covered by an express provision of this Contract, the Union shall retain its right to bargain during the term of this Contract in the event the City wishes to make any change in such conditions of employment. If the City desires to make such a change during the term of this Contract, it shall first provide the Union with written notice of the proposed change. The Union's bargaining rights shall be implemented according to the following procedure as to proposed changes: (1) If the Union wishes to exercise its bargaining rights as to the decision and/or effects of the proposed change, it must notify the City in writing within seven (7) days of its receipt of the City's notice. Bargaining as to the decision and/or its effects shall commence within seven (7) days of the Union's notice to the City or at such other times as may be mutually agreed by the parties. Such bargaining shall continue for a period of thirty (30) days from the date of the Union's notice to the City or longer if mutually agreed or for a shorter period if an agreement or an impasse is reached in a lesser period of time. (2) If the parties are unable to reach agreement regarding the City's proposed change, the City may submit the issues in dispute to a final offer settlement procedure that is fully set forth in this paragraph (B)(2) and (B)(3). Upon request by the City, the parties shall jointly request from the Federal Mediation and Conciliation Service (FMCS) a list of seven (7) arbitrators 8 and the parties shall select a single arbitrator from the list by alternate striking of names to serve as the conciliator. A coin toss shall determine the party with the right to strike first. Except as specifically modified in Paragraphs (B)(2) and (B)(3) of this Article, the guidelines contained in ORC 4117.14(G), as it existed at the time of signing this Contract, shall apply to the final offer settlement procedure. (3) Within fourteen (14) calendar days of receipt of the conciliator's decision, the City shall either (a) implement the modifications in the condition(s) of employment in accordance with the conciliator's decision, or (b) abandon the proposed change in condition(s) of employment and maintain the status quo. (C) If the City inadvertently fails to notify the Union of a change that gives rise to bargaining rights, the Union's obligation to request bargaining under the time frames established in Paragraph (B)(1) of this Article does not begin until the Union is notified of the change or until the Union obtained knowledge of the change. (D) The parties agree to be preliminarily bound by the decision of the conciliator for purposes of determining mid-term bargaining obligations as set forth in this Article, but such decision shall not be binding on the parties or on a fact-finder or conciliator in connection with negotiations, fact-finding or conciliation over a successor Contract as provided in Article 40. ARTICLE 7 - MANAGEMENT RIGHTS Section 7.1. Statement of Rights. The City retains the right: (A) to direct the work of personnel; (B) to determine the mission of the Fire Division and the personnel, methods, means, and procedures necessary to most efficiently fulfill that mission; (C) to determine the size and composition of the workforce; (D) to suspend, discipline, or discharge employees for just cause (probationary employees without cause); (E) to relieve employees from duties because of lack of work, lack of funds, or in order to maintain the most efficient operation possible; 9 (F) to take actions as may be necessary to carry out the mission of the Fire Division in emergencies; (G) to hire, schedule, promote, demote, transfer, evaluate, and assign employees; (H) to recruit, select, and determine the qualifications and characteristics of employees; (I) to schedule or not schedule overtime as required in the manner most advantageous to the City and consistent with the requirements of efficient operations; (J) to train or re-train employees as appropriate; (K) to make and enforce reasonable rules and regulations, the reasonableness of which is subject to grievance. Section 7.2. Contracting Out/Civilianization. The City agrees to not contract out any fire prevention, emergency medical services, fire suppression services or emergency dispatching duties performed by the bargaining unit. The City further agrees to not civilianize any fire prevention, emergency medical services, or fire suppression services. ARTICLE 8 SAFETY Section 8.1. Injury Reports. The Union shall be given a copy of all injury reports. The Union shall also be given a copy of the injured medical records if the employee authorizes the release of such medical records. Section 8.2. Recognition. The City recognizes its obligation to maintain a safe working environment. Safety rules and programs shall be consistent with accepted industry standards insofar as budget constraints and available staffing permit. The Union may raise disputes as to compliance with this provision under Article 9, Grievance Procedure. Section 8.3. No Smoking Policy. Smoking shall be prohibited in all City vehicles, in all City facilities and on City property pursuant to Division Directives. 10 Section 8.4. Health and Safety Committee. The Union w Committee. Should the Division have a need to convene an injury/death investigation committee, the City agrees to have equitable union participation on this Committee. ARTICLE 9 - GRIEVANCE PROCEDURE Section 9.1. Preamble. This procedure is in no way designed as a vehicle for any employee to refuse orders or to fail to carry out assigned jobs, but rather to define said employee's right to redress said orders or job assignments. Section 9.2. Grievance Procedure. It is the Division of Fire's well-established policy that any discharge, demotion, suspension, removal or other disciplinary measure shall only be for just cause. All other treatment of an employee, including assignment and transfer, shall be reasonable, fair and non-discriminatory in nature. To insure that uniformed employees of the Division of Fire are aware of their rights, and to establish a uniform policy for processing of employee grievances, the following procedures shall apply: (A) Definition. A grievance is any unresolved question or dispute regarding terms and/or conditions of employment. If an employee appeals a disciplinary action to the Civil Service Commission, and it is determined that the Commission has jurisdiction, his/her right to process a grievance concerning that disciplinary action is terminated. (B) Procedures. A grievance may be initiated by any employee or the President of Local No. 67, IAFF, or his/her designee, on behalf of bargaining unit members. The grievance must be presented within thirty (30) days of the date on which the grievant became aware or should have become aware (but in no event to exceed forty-five (45) days of the occurrence unless concealed) of the occurrence or it will be considered not to have existed. (C) A grievance may be initiated at any Step of this Grievance Procedure if the Fire Chief and the Union President mutually agree, in writing, to waive prior steps. (D) The time limits prescribed in the following steps in this Article may be extended at any time by mutual consent of the parties. Mutual consent may be indicated in writing and signed by both parties. It is understood and intended that these time limits will be adhered to by both parties unless so extended, and each party recognizes that its failure to meet such time limits, 11 should such failure become a pattern, may justify an arbitrator in treating such time limits as only directive in a subsequent proceeding where the other party has failed to meet a time limit. Furthermore, failure to answer a grievance at any step within the prescribed time limits shall be considered a denial of the grievance and it shall automatically proceed to the next step. (This automatic appeal shall not be used as an excuse not to answer a grievance.) Step 1. A grievance may be submitted in writing on the designated grievance form to the Chief of the Division of Fire. Upon receipt of the grievance, the Chief or his/her designee shall, within six (6) days, meet with the employee and/or the President of the Union or his/her designee in an attempt to resolve the grievance. Within six (6) days of such meeting, the Chief shall deliver his/her answer, in writing, to the employee and/or the President of the Union or his/her designated representative. Step 2. If the answer in Step 1 is not satisfactory to the Union, the grievance may be presented to the Public Safety Director within twenty (20) days. Upon receipt of the grievance, the Public Safety Director or his/her designee shall, within twenty (20) days, meet with the employee and/or the President of the Union or his/her designee in an attempt to resolve the grievance. Within twenty (20) days of such meeting, the Public Safety Director or his/her designee shall deliver the answer, in writing, to the employee and the President of the Union or the designated representative. With respect to disciplinary matters, once an employee has had a predisciplinary hearing before the Public Safety Director or designee, and once the Public Safety Director or designee has made a decision on the discipline, an employee who wishes to contest such discipline shall make a binding election to have such discipline reviewed either by the Civil Service Commission or under the grievance procedure of this Contract. If the employee elects to have the discipline reviewed under the grievance procedure, the matter shall proceed directly to Step 3, with the thirty (30) day deadline for filing at Step 3 commencing on the date that the Public Safety Director's or designee's decision on the disciplinary action is received and dated by the employee. A copy will be contemporaneously sent to the Union. Step 3. If the answer in Step 2 is not satisfactory to the Union, the grievance may be submitted to arbitration. (1) Any grievance which is not resolved through the grievance procedure may be submitted to arbitration upon the request of the Union; such request to be made, in writing, to the City within thirty (30) days of the Union's receipt of the City's answer to Step 2 of the above grievance procedure. 12 (2) Simultaneously with the submission of the request for arbitration to the City, the Union shall request that the Federal Mediation and Conciliation Service submit a panel of seven (7) names to the Union and the City, from which a single arbitrator shall be selected. Each party shall have the right to reject an entire panel once per year. Upon receipt of that panel, the parties will meet within five (5) days to select the arbitrator by alternately striking names from such panel until one name remains, that person to be appointed as arbitrator for purposes of the specific grievance involved. The first party to strike a name in the selection process shall be determined by a flip of a coin. (3) The arbitrator, in rendering the decision, shall state which provisions, if any, of the Contract were violated; the arbitrator shall have no power to add to or subtract from, or modify any terms of this Contract. (4) All proceedings under this Article shall commence and be carried to a conclusion as expeditiously as possible, subject to the availability of the arbitrator and the parties' representatives and witnesses. (5) Each party shall bear the expense of preparing and presenting its own case. The compensation and expenses of the arbitrator, hearing room expense (if any), the costs of a reporter and transcript (if mutually requested), and the incidental expenses of arbitration mutually agreed to in advance, shall be borne by the losing party of such arbitration. The arbitrator shall identify the losing party. (6) The decision of the arbitrator shall be final and binding upon the parties hereto. The decision shall be rendered within thirty (30) days following close of hearing. Where post-hearing briefs are filed, the hearing shall be considered closed upon the arbitrator's receipt of such briefs. (7) More than one grievance may be submitted to the same arbitrator at a time only if both parties mutually agree to do so in writing. (E) Union stewards and Grievance Committee members will be permitted reasonable time to investigate and process grievances without the loss of pay, benefits, seniority or service with priority over all non-emergency services. The investigation and processing of grievances shall be done at times so as to minimize interference with assigned duties and training. (F) No member of the bargaining unit shall have authority to settle a grievance without the subsequent written acceptance of same by the Director of the Department of Public Safety or his/her designee. No action, statement, 13 agreement, settlement, or representation made by any member of the bargaining unit regarding the City's rights or obligations under this Contract shall be considered to be authorized by or binding upon the City unless and until the Director of the Department of Public Safety or his/her designee has agreed thereto in writing. No grievance settlement requiring the payment of money outside of routine payroll operations shall be considered to be authorized by or binding upon the City unless the settlement is authorized ARTICLE 10 - DISCIPLINE AND TREATMENT Section 10.1. Just Cause. Any discharge, demotion, suspension, removal, or other disciplinary measure shall be only for just cause. Additionally, all other treatment of an employee, including assignment and transfer, shall be reasonable, fair and non-discriminatory in nature. Section 10.2. Employee Copies. The Union and the employee will receive a copy of all memoranda sent to the Fire Chief and/or appearing