HomeMy WebLinkAboutCity of Tamarac Resolution R-2012-139Temp. Reso. 12285
12/03/12
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CITY OF TAMARAC, FLORIDA
RESOLUTION NO. R-2012- 3 9
A RESOLUTION OF THE CITY COMMISSION OF THE CITY OF TAMARAC,
FLORIDA, APPROVING THE AGREEMENT WITH THE INTERNATIONAL
ASSOCIATION OF FIREFIGHTERS, LOCAL 3080; AUTHORIZING THE
APPROPRIATE CITY OFFICIALS TO EXECUTE AN AGREEMENT WITH THE
INTERNATIONAL ASSOCIATION OF FIREFIGHTERS, LOCAL 3080 FOR THE
PERIOD FROM OCTOBER 1, 2012 THROUGH SEPTEMBER 30, 2015;
AUTHORIZING THE PREPARATION OF AMENDMENTS TO CHAPTER 16 OF
THE CITY CODE FOR REVIEW BY THE PENSION BOARD AND APPROVAL
BY THE CITY COMMISSION; PROVIDING FOR CONFLICTS; PROVIDING
FOR SEVERABILITY; AND PROVIDING FOR AN EFFECTIVE DATE.
WHEREAS, the Agreement between the City of Tamarac and the
International Association of Firefighters (IAFF) expired September 30, 2012; and
WHEREAS, the City of Tamarac created a negotiating team to renegotiate
the Agreement; and
WHEREAS, the negotiating team consisted of Special Counsel for Labor
Robert Soloff, Director of Human Resources Maria Swanson, Fire Chief Michael
Burton, Assistant Fire Chiefs Percy Sayles and Jeff Moral, Battalion Chief Steve
Stillwell, Management and Budget Analyst Decia Smith -Burke, HR Analyst
Whitney Neff, and others; and
WHEREAS, the City of Tamarac and the IAFF have collectively bargained
in good faith and have reduced said bargaining to an Agreement attached hereto
as Exhibit A; and
Temp. Reso. 12285
12/03/12
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WHEREAS, on December 5, 2012, the employees covered by this
Agreement, ratified the Agreement; and
WHEREAS, it is the recommendation of the City Manager and the
negotiating team to approve the Agreement; and
WHEREAS, as a condition of the acceptance and ratification of the
Agreement, the City and the IAFF have agreed to make certain amendments to
Chapter 16 of the Code of the City of Tamarac (the Pension Ordinance) effective
December 12, 2012, January 1, 2013 or June 1, 2013 for different sections, as
agreed and providing for changes to the Firefighter's Pension Plan as outlined in
the attached letter attached hereto as Exhibit B; and
WHEREAS, the City Commission of the City of Tamarac, Florida, deems it
to be in the best interest of the citizens and residents of the City of Tamarac to
approve the Agreement and provide for its proper execution.
NOW, THEREFORE, BE IT RESOLVED BY THE CITY COMMISSION OF
THE CITY OF TAMARAC, FLORIDA:
SECTION 1: The foregoing "WHEREAS" clauses are hereby ratified and
confirmed as being true and correct and are hereby made a specific part of this
Resolution. All exhibits attached hereto are incorporated herein and made as
specific part of this Resolution.
Temp. Reso. 12285
12/03/12
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SECTION 2: That the City Commission approved the Agreement attached
as Exhibit A by and between the City of Tamarac and the International
Association of Firefighters, Local 3080 for the period from October 1, 2012
through September 30, 2015.
SECTION 3: That since the members of the Bargaining Unit ratified the
Agreement on December 5, 2012, the appropriate City Officials are hereby
authorized to execute said Agreement on behalf of the City of Tamarac.
SECTION 4: That the City will prepare amendments to Chapter 16 of the
Code of the City of Tamarac (the Pension Ordinance) for review by the Pension
Board and the City Commission as outlined in Exhibit B.
SECTION 5: All resolutions or parts of resolutions in conflict herewith are
hereby repealed to the extent of such conflict.
SECTION 6: If any clause, section, other part or application of this
Resolution is held by any court of competent jurisdiction to be unconstitutional or
invalid, in part or application, it shall not affect the validity of the remaining
portions or applications of this Resolution.
SECTION 7: This Resolution shall become effective immediately upon its
passage and adoption.
PASSED, ADOPTED AND
2012.
ATTEST:
PATRICIATE E , CMC
INTERIM CIT CLERK
I HEREBY CERTIFY THAT I HAVE
APPROVED THIS RESOLUTION
AS TO FORM
SA EL S. GO N
CITY ATTORNEY
Temp. Reso. 12285
12/03/12
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APPROVED this —day of
RECORD OF COMMISSION VOTE:
MAYOR TALABISCO
DIST 1: COMM. BUSHNECL
DIST 2: V/M GOMEZ
DIST 3: COMM. GLAS&ffR—v �� —
DIST 4: COMM. DRESSLER��1—
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City Proposal — December 3, 2012
EXHIBIT A
ARTICLE 1 TRIM
AGREEMENT
1.1 This Agreement is entered into by Tamarac, Florida, hereinafter referred to as the "City" and Local
3080 of the International Association of Firefighters hereinafter referred to as the "Union". It is the purpose
of this Agreement to promote harmonious relations between the City and its employees and to establish an
orderly and peaceful procedure in the settlement of differences which might arise and to provide for joint
collective bargaining in the determination of wages, hours, and other conditions of employment for
employees covered by this Agreement.
City Proposal — December 3, 2012
ARTICLE 2
RECOGNITION
2.1 The City hereby recognizes the Union as the exclusive bargaining representative for all employees in
the following appropriate unit:
INCLUDED: All full-time Firefighters, Driver/Engineers, Lieutenants, Fire Inspectors, Logistics Officer
(if certified), Captain
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City Proposal — December 3, 2012
ARTICLE 3
REOPENER CLAUSE
3.1 The term of this Agreement shall be three (3) years beginning October 1, 200912 and ending
September 30, 204215.
3.2 No other articles shall be opened for negotiations during the term of this Contract except those
mutually agreed upon by the Union and the City.
3.2 The Union and the City agree to initiate collective bargaining by July 15th in the final year of the
collective bargaining agreement.
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City Proposal — December 3, 2012
ARTICLE 4
MANAGEMENT RIGHTS
4.1 It is the right of the public employer to determine unilaterally the purpose of each of its constituent
agencies, set standards of services to be offered to the public, and exercise control and discretion over its
organization and operations. It is also the right of the public employer to direct its employees, take
disciplinary action for proper cause, and relieve its employees from duty because of lack of work or for other
legitimate reasons. However, the exercise of such rights shall not preclude employees or their
representatives from raising grievances, should decisions on the above matters have the practical
consequence of violating the terms and conditions of any collective bargaining agreement in force or any
civil or career service regulation.
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City Proposal — December 3, 2012
ARTICLE 5
GRIEVANCE PROCEDURE
5.1 In a mutual effort to provide a harmonious working relationship between the parties to this contract, it
is agreed and understood there shall be a procedure for the resolution of grievances involving the application
or interpretation of this Contract and grievances involving discharge, suspension, or disciplinary demotion or
terms and conditions of employment as provided by this Contract.
5.2 Every effort will be made by the parties to settle any grievance as expeditiously as possible. Failure
to observe the prescribed time limits by either party shall result in the grievance proceeding to the next step
of the grievance procedure with a written explanation attached. Any decision not appealed or any grievance
settled, other than one settled through binding arbitration shall not constitute a precedent for the
interpretation of this contract nor shall it be used as a basis for a future decision.
5.3 Grievances shall be presented in the following manner:
Step 1 The employee shall present the grievance to their immediate supervisor within ten (10)
calendar days of the occurrence of the event(s) which gave rise to the grievance. Such contact shall be in
writing using the "Official Grievance Form". The grievance form shall specify the exact article which has
been violated and the specific remedy requested. A Union Official may accompany an employee through
each step of the grievance procedure. The immediate supervisor shall render a decision in writing within ten
(10) calendar days and provide the written response to the g-rievant and the Union Official.
Step 2 Any grievance which is not satisfactorily settled with the immediate supervisor shall be signed
by a Union Official and forwarded to a Battalion Chief within ten (10) calendar days after the completion of
Step 1. The Battalion Chief shall render a decision in writing within ten (10) calendar days (or such longer
period as mutually agreed upon) and provide the written response to the grievant and the Union Official.
Step 3 In the event the employee is not satisfied with the disposition of the grievance in Step 2,
he/she shall have the option to appeal the disposition to the Fire Chief or his/her designee within ten (10)
calendar days after the close of Step 2. The appeal shall contain copies of all previous steps. The Fire
Chief or his/her designee shall render his/her decision within ten (10) calendar days of the filing of the appeal
(or such longer period as mutually agreed upon) and provide the written response to the grievant and the
Union Official.
Step 4 In the event Step 3 does not satisfy the employee, then an appeal may be submitted to the
City Manager or his/her designee within ten (10) calendar days after the close of Step 3. The City Manager
or his/her designee shall render a decision within twenty (20) calendar days (or such longer period as
mutually agreed upon) and provide the written response to the grievant and the Union Official.
5.4 When a grievance is general in nature or is directly between the local union and the department and
the City, then the written grievance shall be signed by a Union Official and shall be presented to the Fire
Chief or his/her designee within the time limits provided for aggrieved employees or the representative of
the local union. Thereafter, the grievance shall be processed in accordance with the procedures in Steps 3
and 4.
5.5 The parties desire to give this collective bargaining contract the maximum force and effect and do
hereby agree that this grievance procedure shall be the sole and exclusive method of resolving any dispute
concerning interpretation or application of any provision of this contract. In the event a grievance processed
through the grievance procedure has not been resolved at Step 4 above, the arbitration procedure set forth
in the Arbitration Article shall also apply, if invoked.
5.6 The union will not be required to process grievances for non -union employees
5.7 Transmission of grievance responses via facsimile requires telephonic notification prior to the
transmission, subject to the receiving party agreeing to receive the response via facsimile. The receiving
party will not unreasonably withhold agreement to the transmission of the response via facsimile.
5.8 The original submission of a grievance may not be submitted via facsimile and the original grievance
form shall continue to be the official grievance, with applicable documentation and original signatures affixed
thereon.
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OFFICIAL GRIEVANCE FORM
Before completing this form, carefully read the provision of Article 5 in the Contract.
Please type or print clearly. Use additional paper if necessary.
NAME: RANK:
STATION: SHIFT:
INDIVIDUAL ❑ CLASS ACTION ❑ (Start at Step Three)
STEP ONE
MUST BE PRESENTED TO IMMEDIATE SUPERVISOR WITHIN TEN (10) DAYS OF OCCURRENCE
SUPERVISOR MUST RESPOND WITHIN TEN (10) DAYS OF RECEIPT
Briefly Describe Situation:
Article/Section Violated:
Remedy Requested:
Supervisors Response/Explanation:
Date Received: Date Answered: Signature:
• =ACCEPTED REJECTED ❑ Signature:
STEP TWO GRIEVANCE
MUST BE PRESENTED TO BATTALION CHIEF WITHIN TEN (10) DAYS OF SUPERVISOR'S RESPONSE
BATTALION CHIEF MUST RESPOND WITHIN TEN (10) DAYS OF RECEIPT
Battalion Chiefs Response/Explanation:
Signature of Union Official If CLASS
Date Received. Date Answered: ACTION GRIEVANCE:
*:M ACCEPTED ❑ REJECTED ❑ Signature:
Page 1 of 2
OFFICIAL GRIEVANCE FORM
MUST BE PRESENTED TO THE FIRE CHIEF WITHIN TEN (10) DAYS OF BATTALION CHIEF'S RESPONSE
FIRE CHIEF MUST RESPOND WITHIN TEN (10) DAYS OF RECEIPT
Fire Chiefs Response/Explanation:
Signature of Union Official if CLASS
Date Received: Date Answered: ACTION GRIEVANCE:
• ACCEPTED ❑ REJECTED ❑ Signature:
STEP FOUR GRIEVANCE
MUST BE PRESENTED TO THE CITY MANAGER OR DESIGNEE WffHIN TEN (10) DAYS OF FIRE CHIEF'S RESPONSE
CITY MANAGER/DESIGNEE MUST RESPOND WITHIN TEN (10) DAYS OF RECEIPT
City Manager /Designee's Response/Explanation:
Signature of Union Official If CLASS
Date Received: Date Answered: ACTION GRIEVANCE:
• • ACCEPTED ❑ REJECTED ❑ Signature:
ARBITRATION
ARBITRATION MUST BE FILED WITHIN 15 DAYS OF CITY MANAGER/DESIGNEE ANSWER
Request for Arbitration submitted on :
By (Signature of Authorized Union Representative)
Date:
Arbitration Request Received on:
By (Signature of Authorized Union Representative)
Date:
Page 2 of 2
City Proposal — December 3, 2012
ARTICLE 6
ARBITRATION
6.1 In the event a grievance processed through the Grievance Procedure set forth in Article 5 has not
been resolved, the grievant may submit the grievance to arbitration within fifteen (15) administrative working
days after the City Manager or his/her designee renders a written decision on the grievance. Arbitrator may
be one impartial person mutually agreed upon by the parties. In the event parties are unable to agree upon
said arbitrator within ten (10) administrative working days, the parties shall jointly request the Federal
Mediation and Conciliation Service or American Arbitration Association to furnish a panel of seven (7)
persons resident in Florida from which each party shall have the option of alternatively striking names thus
leaving the seventh (7) which will give a neutral or impartial arbitrator.
6.2 The parties shall make their choice of the impartial arbitrator within five (5) administrative working
days after the receipt of the panel from the Federal Mediation and Conciliation Service or the American
Arbitration Association.
6.3 The City and the employee (or the Union) shall attempt to mutually agree in writing as to the
statement of the grievance to be arbitrated prior to the arbitration hearing and the arbitrator, thereafter, shall
confine his decision to the particular grievance thus specified. In the event the parties fail to agree upon the
statement of the grievance to be submitted to the arbitrator, the arbitrator will confine its consideration and
determination to the written statement of the grievance presented in Step 1 of the Grievance Procedure.
6.4 The arbitrator shall have no authority to change, amend, add to, subtract from or otherwise alter or
supplement this contract or any part thereof or amendment thereto. The arbitrator shall have no authority to
rule upon any matter which is stated in this contract not to be subject to arbitration, nor shall this Collective
Bargaining Agreement be construed by the arbitrator to supersede or be in conflict with applicable laws in
existence at the time of signing of this contract except to the extent as specifically provided herein. In the
event there is a dispute concerning whether or not there is a conflict with applicable laws, it shall be
submitted to Arbitration.
6.5 The decision of the arbitrator shall be final and binding.
6.6 Each party shall bear the expense of its own witnesses and of its representatives. The impartial
arbitrator's fee and related expenses and expense of obtaining a hearing room, if any, shall be paid by the
losing party. Any party desiring a transcript of the hearing shall bear the cost of such transcript unless both
parties mutually agree to share the cost.
6.7 For the purposes of this Article, administrative working days shall mean Monday through Friday.
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City Proposal - December 3, 2012
ARTICLE 7
CHECK -OFF
7.1 Any member of the Union who is covered by this Agreement and who has submitted a properly
executed dues deduction card in accordance with the below -prescribed format may, by request in writing,
have his/her membership dues in the Union deducted from his/her wages. Dues shall be deducted bi-
weekly and shall be transmitted to the Union within thirty (30) days. If an employee does not have a payroll
check due him/her, or if the check is not large enough to satisfy the deduction, no collection shall be made
from the employee for that month.
7.2 The City shall have neither responsibility nor liability for any monies once sent to the Union, nor shall
the City have any responsibility for the improper deduction of dues. The Union shall hold the City harmless
against any and all claims made and against any suits instituted against the City on account of this Article.
7.3 The Union shall notify the City of the amount of Union dues. Such notification will be certified to the
City in writing over the signature of an authorized officer of the Union.
7.4 It shall be the responsibility of the Union to notify the Finance Director, in writing, of any change in the
amount of dues to be deducted at least (30) days in advance of said change. Under no circumstances shall
the City be required to deduct initiation fees or Union fines, penalties or assessments from the wages of any
member.
7.5 Any member of the Union may, on thirty (30) days' notice to the City and the Union, request that the
City cease deducting from his/her wages. A Union official (President, Vice President, Secretary Treasurer,
or District Vice President) shall verify by a form to be provided in this Contract that the member has notified
the Union of the request to cease deducting dues.
7.6 A request for dues deduction must be submitted to the City on the following form:
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AUTHORIZATION FOR DEDUCTION OF IAFF DUES
I hereby authorize the City of Tamarac to deduct from my wages, bi-weekly, the current
normal IAFF dues and to transmit this amount to the Treasurer of the Local 3080, International
Association of Firefighters.
I understand that this Authorization is voluntary and that I may revoke at any time by giving
the City notice in writing.
Side —Name
form:
Date
ignature
A request to the City to cease dues deduction must be submitted to the City on the following
INSTRUCTIONS TO STOP PAYROLL DEDUCTION OF IAFF DUES
I hereby instruct the City of Tamarac to stop deducting from my wages bi-weekly the current
normal dues for Local 3080, International Association of Firefighters. I have notified Local 3080 of the
revocation.
Sim Name Date
Signature
VERIFICATION OF NOTICE TO UNION REGARDING DUES DEDUCTION
of the IAFF Local 3080 verify
that has notified the Union of his/her wages.
Signature
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Date
City Proposal — December 3, 2012
ARTICLE 8
WAGES
8.1 Firefighter, Fire Inspector, Driver Engineer, Lieutenant, Captain.
The pay plan for Firefighters, Fire Inspectors, Driver Engineers, Lieutenants and Captains is attached as
Appendix A. The pay plan incorporates the ten percent (10%) paramedic pay previously specified in Article
50 and the five percent (5%) EMT incentive pay previously specified in Article 24. Current inspectors who
are not EMTs shall be paid five percent (5%) below the hourly rate listed in the pay plan, The pay plan
includes an additional five percent (5%) adjustment in the pay rate for those employees who are
permanently assigned to a 40 hour work week.
Employees are required to meet all of the job qualifications of the particular step prior to being advanced to
the next step. Required experience will be calculated from the effective date of advancement from the prior
step.
A step increase shall become effective upon the date that all requirements have been met. C�leyees
i 4A that step; heweyeF, they shall not be
step-
8.2 Eligibility for Firefighters to move from the initial hiring step, i.e. the probationary step include: the
successful completion of probation, as determined by the Fire Chief, including Paramedic Precepting
Program, demonstrated proficiency in Fire Operations by passing Minimum Company Standards Evaluation.
, ,Until probationary Firefighter/Paramedics successfully complete the Paramedic
Precepting Program and pass all Minimum Company Standards Evaluations, as determined by the Fire
Chief, their hourly pay shall be 5% below Step 1 of the Firefighter Paramedic Pay Plan. Employees who
successfully complete the Paramedic Precepting Program and meet Minimum Company Standards within
their first year, and then successfully complete their 12-month probationary period and are recommended for
regular status in accordance with Article 29 are considered to have completed Step 1 and are eligible to
move to Step 2 in the Pay Plan on the one-year anniversary.
8.3 Eligibility for Fire Inspectors to move from the initial hiring step, i.e. the probationary step include: the
successful completion of probation, as determined by the Fire Chief and demonstrated proficiency in Fire
Operations by passing Minimum Company Standards Evaluation.
8.4 Eligibility requirements* for Firefighters and Fire Inspectors to move from one step to the next step
includes: one (1) year in the current step, and three additional (3) credits** in a Fire Science,. of EMS,
Nursing Emergency Administration and Management Public Safety Administration, or Fire Protection
Pfegfam in Ref} elest+ve course work feqW+f8MeAt6 at the National Fire Academy, the State Fire Academy,
other accredited educational institution, or training facility approved by the Fire Chief. If the course work is an
elective course it must be a viable option to fulfill a degree requirement in one of the above degrees. It is the
parties' understanding that accredited educational institutions only include colleges and universities which
are accredited by recognized, well established entities.
OR
One (1) year in the current step and one (1) additional course** in the following specific areas (for credit or
certificate): Apparatus Bpefatief►e Operator, Aerial Apparatus Operator, Incident Command, or Safety
Officer, as approved by the Fire Chief.
9F 6148 may be plarsed iR the Step 98FAFAeRSUFate With thBiF Y8aF6 of e)(PeFOSPG8, effeetive the date both the
and time in -step FeqUiFeMeAtS W6Fe both n%t-
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8.5 Eligibility requirements* for Driver/Engineer to move from one step to the next step include:
One year as Driver/Engineer in the previous step and successful completion of the educational requirements
for Firefighter Step 10 maximum step.
AN
One year as a Driver/Engineer in the previous step and three (3) additional credits** in a Fire Sewiee
Science, of EMS, Nursing, Emergency Administration and Management Public Safety Administration, Fire
Protection PfegfaFA in flee-etest+ve course work FeqUiFemeete at the National Fire Academy, the State Fire
Academy, other accredited educational institution, or training facility approved by the Fire Chief. If the course
work is an elective course it must be a viable option to fulfill a degree requirement in one of the above
degrees. It is the parties' understanding that accredited educational institutions only include colleges and
universities which are accredited by recognized, well established entities.
M
One year as a Driver/Engineer in the previous step and one (1) additional course** in the following specific
areas (for credit or certificate): Apparatus Operator Aerial Apparatus Operator Incident Command or Safety
Officer, as approved by the Fire Chief.
* Employees who have obtained a State of Florida Fire Officer 1 Certification, an Associates or Bachelor's
Degree in Fire Science, of EMS, Nursing, Emergency Administration and Management Public Safety
Administration, Fire Protection, or an equivalent number of credits necessary to meet the requirements of
Firefighter Step-a0 maximum step are deemed to have met the requirements for the eligibility requirements
as specified in 8.4 and 8.5. Otherwise, educational requirements are considered to be either three (3)
credits in a Fire Sefvice ScienceNursing Emergency Administration and Management Public Safety
Administration, Fire Protection or EMS Program in Ron elective course work dents at the National
Fire Academy, the State Fire Academy, other accredited educational institution, or training facility approved
by the Fire Chief or one (1) additional course per firefighter step and can be acquired at any time prior to the
advancement to the next step. If the course work is an elective course it must be a viable option to fulfill a
degree requirement in one of the above degrees. It is the parties' understanding that accredited educational
institutions only include colleges and universities which are accredited by recognized, well established
entities.
** Each step requires the separate completion of three (3) credits or one course that is different and in
addition to the credits or courses used to meet the requirements of a previous step. EMT or Paramedic
credits shall not be used to satisfy the non -elective course requirements. Employees must obtain a "C" or
better for non -elective course credits to be applied.
8.6 The requirements for a member to move to the rank of Lieutenant or Captain include the successful
completion of the competitive promotional process and selection by the Fire Chief. Lieutenants and
Captains are eligible for a one step increase after each year of service in the step, until reaching the
maximum step.
8.7 The educational requirements in Article 8 are the responsibility of the employee and shall not be
compensable time unless, in the sole and exclusive discretion of the Fire Chief, courses are scheduled for
on -duty training.
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8.8 Employees who were eligible for and received the 2.5% longevity adjustment in the previous contract
will continue to receive the 2.5% additional pay for the term of this contract.
8.9 A Firefighter who is promoted to Driver/Engineer or Lieutenant shall be placed at the Driver/Engineer
Step 1 or the Lieutenant Step 1, respectively, of the classification specified in Appendix A, or at the next
higher step which provides an increase of at least five (5) percent to his/her pay specified in Appendix A. A
Dever/ Engineer who is promoted to Lieutenant shall be placed at the Lieutenant Step 1 of the classification
specified in Appendix A, or at the next higher step which provides an increase of at least five (5) percent to
his/her rate of pay specified in Appendix A. A Lieutenant who is promoted to Captain shall be placed at the
Captain Step 1 of the classification specified in Appendix A, or at the next higher step which provides an
increase of at least five (5) percent to his/her rate of pay specified in Appendix A.
8.10 An employee who meets the requirements for and is promoted to any position, and subsequently does
not meet the requirements for the position will be demoted to his/her former position or the next lowest position
in which a vacancy exists and for which the employee meets the requirements, effective thirty (30) days after
the date that the employee does not meet his/her position's requirements. This thirty (30) day period will begin
after the employee returns from long-term FMLA or military leave, if applicable. An additional extension of
thirty (30) days may be requested and will be provided by the Fire Chief if the employee can show he or she is
making good faith efforts to meet the requirements. A demoted employee shall be placed at the next lower
step for the position to which they are moving in Appendix A which provides a decrease of at least five (5)
percent to his/her pay rate. In order for the demoted employee to be subsequently considered for promotion,
the demoted employee must be eligible for, take and pass the promotional exam, and be placed on the
promotional list in accordance with Article 32.
8.11 The Pay Plan effective QCA9beF1, 2 January 1, 2013 , BstebeF 1, 28January, 1. 2014, Bstebe,
-1, 2844 January 1, 2015 is specified in Appendix A.
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ARTICLE 10
OVERTIME PAY
The City and the Union agree to the following:
City Proposal — December 3, 2012
10.1 In the event that the need for overtime should occur in the Fire Rescue Department because of
vacations, sickness, or other conditions, overtime shall be paid at the rate of one -and -one-half (1-1/2)
times the regular rate of pay for hours worked in excess of the firefghter's average work week. Paid
sick leave used during the City's standard two (2) week pay period shall not count as hours worked
for purposes of calculating overtime.
10.2 Overtime is caused when one or more of these three conditions are not met:
a) All in-service vehicles must be staffed with a company officer or acting company officer from
the current promotional list.
tfaRSPOFt fRit&- The Battalion Chief or acting Battalion Chief may also assign other shift
members to Rescue Supervisor to act as a company officer. There must be two lieWtSnaets
promoted company officers on duty working in the capacity of lieuteRant company officer per
shift.
b) One Driver/Engineer on duty working in that capacity.
c) One certified paramedic who has passed paramedic preceptorship on each rescue unit.
Except as specified in this article, current overtime assignment practices will continue to the extent
that circumstances are the same. If an employee accepts an overtime assignment for less than twelve (12)
hours, then he shall not lose his position on the overtime list. He shall still be able to accept another
overtime assignment of up to twenty-four (24) hours before moving to the bottom of the overtime list.
Employees who were not contacted will not lose their positions on the list.
10.3 Except for mutuals, personnel shall not be scheduled for more than thirty-six hours of continuous on -
duty status, unless the Fire Chief or his designee specifically approves.
10,4 The Union is responsible for maintaining accurate overtime rosters for: Company Officer, Gaptain,
l_ieUt6Ra;#, Driver/Engineer, Firefighter, and Fire Inspector, until Telestaff, Executime or other City
timekeeping system is operational.
10.5 Overtime assignments will be made on a position for position basis, i.e. the same rank or those on
the promotional list or those on the acting list for the rank which caused the need for the overtime.
Employees shall work out of title as acting company officer on transport units.
10.6 Non -shift employees shall be compensated at one -and -a -half times their regular rate of pay for hours
worked (or where paid leave, except sick leave, is granted by the City) in excess of forty (40) hours during
the workweek. Paid sick leave shall not count as hours worked for purposes of calculating overtime.
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City Proposal — December 3, 2012
ARTICLE 12
BASIC WORK WEEK
12.1 The normal work week for the term of this contract shall be no more than an average of forty-eight
(48) hours.
12.2 Employees regularly scheduled to work a 24 hour shift shall do so, commencing at 0800 hours, with
48 hours of regularly scheduled time off after the completion of each shift. Those serving in the capacity of
shift supervisor may be required to work a schedule commencing at 7:30 a.m.
12.3 The normal work week for personnel not assigned to a forty eight (48) hour work week shall be forty
(40) hours.
12.4 Except for mutuals, personnel shall not be scheduled for more than thirty-six hours of continuous on -
duty status, unless the Fire Chief or his designee specifically approves.
12.5 The City will endeavor to provide as much notice as is reasonably possible prior to implementing a
change in shift or a change from shift to a 40 hour work week.
12.6 Members of the bargaining unit, whose normal work week is 48 hours and who are temporarily
assigned by the Chief to a 40 hour work week to accomplish an operational need of the department (except
light duty or remediation) which is outside of their shift and is for a period of time in excess of 40 hours will
receive an additional 5% pay over their base rate of pay for the duration of the operational assignment.
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City Proposal — December 3, 2012
ARTICLE 13
WORKING OUT OF TITLE
13.1 Except as otherwise set forth below, when an employee is assigned to work in a higher classification,
he/she shall be paid an additional one dollar and fifty cents ($1.50) per hour for the higher classification.
13.2 Members who are on current lists for positions of Driver, Lieutenant and Captain shall work out of title
in those positions, as assigned. MeFnbeF6 W119-aFS on the Resewe SupeFvtrGF list shall W9Fk out of We as
. The Battalion Chief or acting Battalion Chief may
also assign other shift members to Rescue Supervisor to act as a company officer to meet operational
needs. ,
13.3 Personnel not on a promotional list may be assigned to work out of title when an on -duty employee
takes unscheduled leave.
13.4 A shift supervisor is the Lieutenant or Captain assigned on a temporary basis to coordinate and
oversee the operation of the shift for the period assigned. An employee assigned as a Shift Supervisor will
receive additional compensation as outlined in 13.1.
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City Proposal - December 3, 2012
ARTICLE 14
VACATION
14A Personnel assigned to a 48 hour work week covered by this Contract shall accrue paid vacation time
as follows:
(a) 0 - 60 months employment: 12 hours for each completed month of service.
(b) 61 - 120 months employment: 16 hours for each completed month of service.
(c) Over 120 months employment: 18 hours for each completed month of service.
(d) Over 240 months employment: 20 hours for each completed month of service.
14.2 Personnel assigned to a 40 hour work week shall accrue paid vacation time for such periods as
follows:
(a) 0 - 60 months of employment: 8 hours for each completed month of service.
(b) 61 - 120 months of employment: 10 hours for each completed month of service.
(c) Over 120 months of employment: 12 hours for each completed month of service.
(d) Over 240 months employment: 14 hours for each completed month of service.
14.3 Vacation leave may be accumulated but not in excess of 500 hours. Vacation leave in excess of the
above amount shall be forfeited at the end of the calendar year.
14.4 Any employee who is separated from the service (resignation, death, retirement including entering
DROP, or discharge) shall be compensated in cash up to 400 hours of accrued and unused vacation time at
his/her regular rate of pay at the time of separation, provided he/she has been approved for benefits by the
City Manager.
14.5 Schedules for vacation shall be subject to the approval of the Fire Chief or his designee and shall be
based upon the needs of the Department.
14.6 Personnel assigned to a 48 hour work week shall take a minimum of 96 hours of scheduled vacation
leave each calendar year after the first year of employment. Ninety six (96). heuFs of vaeaties leaye shall be
. Failure to take vacation leave of 96
hours shall result in the unused balance (i.e. the difference between the 96 hours minus the actual hours
used) of vacation leave being forfeited at the end of the calendar year, unless the Fire Chief allows some
carry over for exceptional reasons and upon conditions designated by the Fire Chief.
14.7 All vacation leave or compensatory leave for employees who are scheduled to work 48-hour work
weeks must be taken in blocks of 12 hours, commencing either at 0800 hours or 2000 hours, or in 24 hour
blocks, commencing at 0800 hours. Vacation and compensatory leave may be approved in 4-hour blocks at
the end of the requesting employee's prior shift only if leave slots are available for the next shift. All vacation
and compensatory leave for employees who are scheduled to work a 40-hour workweek must be taken in
half-hour increments.
14.8 Requests for vacation or compensatory leave in blocks of 4 hours or 6 hours for educational purposes
may be granted, with the pre -approval of the Fire Chief.
14.9 If two or more members independently agree to any mutual exchange agreement, it must be in one
hour blocks, subject to prior approval by the Battalion Chief. Mutual exchanges shall be permitted on a
position for position basis, i.e. the same rank and between employees who are eligible and approved to work
in the same capacity. Mutual exchanges shall not incur any costs to the City. A member shall only utilize a
maximum Qf two (2) mutual exchanges in a 24 hour shift.
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City Proposal — December 3, 2012
ARTICLE 16
MEDICAL COVERAGE PROGRAM
16.1 The City shall provide group health insurance for its regular full-time employees, covered by this
Agreement, subject to the following conditions:
The City may establish, change, supplement and implement the City health insurance program, including but
not limited to changes in the Company, benefits, and all costs related thereto. The only exception to the
foregoing sentence is that if the City exercises its right to implement any such changes, it will provide
reasonable notice and discuss with the Union the explanation of changes and reasons therefore. The City
agrees that it will continue as in the past to include the Union in the selection process for any insurance
coverage contemplated by this Article.
16.2 The cost of medical benefits paid by employees during calendar year 204-0 2013 shall be as follows:
United Healtl4oa% HMO
PAID BY EMPLOYEE MONTHLY
Employee only
$ 46.22 48.38
Employee + Spouse
$ 226.36 241.14
Employee + Child(ren)
$ 48638 209.04
Family
$ 246.44 262.62
United HealthGaF POS
PAID BY EMPLOYEE MONTHLY
Employee only
$ 94.7�106.12
Employee + Spouse
$ 236.08 264.40
Employee + Child(ren)
$ 204.64 228.32
Family
$ 267.10 287.96
United Haaltl4Gafe PPO
PAID BY EMPLOYEE MONTHLY
Employee only
$ 84.34 94.46
Employee + Spouse
$ 219.16 235.38
Employee + Child(ren)
$ 482.20-204.06
Family
$ 228.88 256.34
16.3 Retirees may continue to participate under the medical insurance program provided by the City,
subject to City requirements including paying the full insurance premiums for medical insurance coverage.
16.4 In the event a member is killed in the line of duty or suffers a catastrophic injury as defined in F.S.
440.02 (2002), the City will compensate the member and/or the surviving spouse and dependent children in
accordance with F.S. 112.191.
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22 1 ( •3 y t Z
City Proposal — December 3, 2012
ARTICLE 17
SICK LEAVE
17.1 Sick leave time will be earned at the rate of twelve (12) hours for each month of service based on a
forty-eight (48) hour work week. (There will be no limit to the amount of sick leave days accumulated.)
Sick leave shall be granted for the following reasons:
A. Personal illness or physical incapacity to such an extent as to be rendered thereby unable to
perform the duties of his/her position.
B. Attendance upon members of the family within the household of the employee whose illness
requires the care of such employee.
C. Enforced quarantine when established by the Department of Health or other competent
authority for the period of such quarantine.
17.2 An employee who is absent from work due to an illness or disability may be required to submit a
physician's statement of physical illness. When deemed necessary, the Department Head may require proof
of any illness.
17.3 An employee hired prior to October 1, 1994, may receive compensation for accrued sick leave based
upon the amount accrued by the employee as of September 30, 1994. An employee whose accrued sick leave
as of September 30, 1994 is 480 hours or more, may receive compensation for accrued sick leave in excess of
288 hours anytime during his/her employment with the City, or at retirement at the following rate:
ACCUMULATED HOURS % OF BUY BACK
288 hours - 564 hours 25%
565 hours - 930 hours 50%
Over 930 hours 100%
Employees who have accumulated more than 480 hours as of September 30, 1994 may not be paid for any
accumulation beyond their accrued levels as of September 30, 1994.
17.4 Any employee of the bargaining unit who uses no sick time in any one of the four (4) quarters in the
fiscal year will receive six (6) additional hours of vacation leave for each quarter in which no sick leave is used,
as defined below:
October 1 to December 31:
January 1 to March 31;
April 1 to June 30:
July 1 to September 30.
23
If any employee uses no sick time at all during any fiscal year, he shall accumulate twelve (12)
additional hours for a total of 36 hours for the year.
17.5 All employees assigned to a forty hour work week shall accumulate sick leave at the rate of
eight (8) hours per month.
24(Z-
City Proposal — December 3, 2012
ARTICLE 18
ON-THE-JOB INJURY
18.1 Any employee who is disabled in the course of his/her tour of duty with the City of Tamarac's Fire
Rescue Department, which disability would be compensated under the Worker's Compensation Statutes shall
be compensated under the Worker's Compensation provisions, as set forth in F. S, Chapter 440, as amended.
18.2 An employee, as covered under this contract, shall be paid his/her full salary during the first average
Firefighter work week FS) during his/her absence as a result of the work related injury, to include the
time lost on the date or shift during which the injury occurred.
18.3 If an employee is unable to return to work after the first week, the City will supplement the employee's
Worker Compensation benefits so that the employee shall receive a total of eighty-five percent (85%) of his/her
gross hourly rate of pay until such a time as the employee returns to work (either full duty or light duty),
terminates, or retires, whichever occurs first. The Worker's Compensation benefit shall be paid directly to the
employee, in accordance with applicable law. The remaining portion shall be paid by the City to the employee
in compliance with applicable law.
18A Whenever an employee is injured on the job and is on disability leave and becomes physically able to
perform some useful light duty work for the City, he/she may be required to do so as a condition to receiving
the benefits specified in this Article. Light duty work shall be consistent with the employee's medical limitations
and will first be sought within the Fire Rescue Department. If it is not available in the Fire Rescue Department,
it may be provided in any other Department. All employees assigned to light duty shall normally work five (5) —
eight hour days. All outside employment by employees receiving Worker's Compensation benefits shall
require approval by the Fire Chief,
18.5 A member, during their duty period, who presents with chest pain or chest discomfort, possible cardiac
issues, respiratory issues, or in the opinion of a treating paramedic has any other potentially serious medical
emergency, will have their carbon monoxide levels assessed in the field, and recorded, as soon into the
treatment as practicable, in addition to any other assessment and treatment as defined in local medical/trauma
protocols, procedures and standard of care. In the event the member is no longer on duty, AND has responded
to an emergency incident within the prior 24 hour period, the member is authorized and encouraged to have
their carbon monoxide levels assessed in the field, or at the treatment facility, as soon into the treatment as
practicable, in addition to any other assessment and treatment as defined in local medical/trauma protocols,
procedures and standard of care.
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City Proposal — December 3, 2012
ARTICLE 19
PRESUMED COMMUNICABLE
DISEASES
19.1 Recognizing the Firefighters increased risk to communicable, deadly diseases on the job, the City
agrees to the following:
A. An employee who contracts AIDS, Hepatitis, or Cancer, will be entitled to be compensated as in
the "ON-THE-JOB INJURY", Article 18.
26 1yl) I z
CITY PROPOSAL — OCTOBER 24, 2012
ARTICLE 20 This date applies to all articles attached
WELLNESS PROGRAM
20.1 The Wellness Program will commence at 1600 hours. On Saturday and Sunday, times may vary as
directed by Battalion Chief.
20.2 The Wellness Program, medical evaluation program and physical performance program shall be
reviewed by a committee composed of two (2) representatives of the Bargaining Unit, two (2)
representatives of Administration and these four (4) shall choose a fifth member.
20.3 The committee shall make recommendations annually by March 1st with respect to the following:
a. Maintaining and replacing necessary equipment or gear including funding recommendations
for such; and
b. The Wellness Program.
20A An employee, during his/her period of employment, may be required to undergo periodic medical
examinations to determine his/her physical and mental fitness to perform his/her job.
Such periodic medical examinations shall be at the expense of the City.
20.5 Participation in the Wellness Program shall be mandatory.
20.6 All 48-hour employees, other than those medically unable to do so, shall participate in the Wellness
Program for at least (1) hour per shift. Those employees assigned to a forty (40) hour work week, other than
those medically unable to do so, shall participate in the wellness program for one (1) hour per day, two (2)
days per week,
20.7 Physical examinations shall be voluntary for members who were hired on or before February 1,
2004. Members hired on or after February 1, 2004 and members who are on the Special Operations Team
shall undergo a mandatory physical examination. Employees who undergo mandatory physical
examinations will be compensated for their time and the physical examination will be scheduled at the
discretion of the City.
20.8 For those members who undergo mandatory physical examinations, the examining physician will
initially discuss the results with the unit member and thereafter, will furnish a written confirmation to the Fire -
Rescue Chief that the unit member was examined and the unit member can or cannot perform the essential
job requirements of:
■ the member's job classification
• the Special Operations assignment.
20.9 The annual physical examination shall be performed by a Fire Rescue Physician which shall be
chosen mutually between the City and the Union.
20.10 The record of the annual physical examination shall be retained by the examining physician
20.11 The City and the Union mutually agree to strive for a healthier and safer environment for all. This
would include but not be limited to providing annual employee Fit test for HEPA and SCBA masks, having
influenza and/or other vaccines available, and providing tuberculosis screening as recommended through
national, state and local guidelines. Both ntinually pursue other items, for healthcare
(firefighters) workers.
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City Proposal — October 9, 2012
ARTICLE 21
SUBSTANCE ABUSE ARTICLE
21.1 The City and the Union recognize that employee substance and alcohol abuse may have an adverse
impact on City government, the image of City employees, and the general health, welfare and safety of the
employees and the general public at large. Therefore, the parties agree that the City of Tamarac Drug and
Alcohol Free workplace policy shall be adhered to by all members of the bargaining unit. The City has
required all non -bargaining employees to comply with the policy set forth herein. The City of Tamarac shall
have the right and authority to require employees to submit to toxicology and alcohol testing designed to
detect the presence of any controlled substance, narcotic, drug or alcohol.
21.2 It is understood and agreed that the tests conducted under this Article shall be administered in a
purely employment context only as part of the City's legitimate inquiry into the use of any controlled
substance, narcotic, drug or alcohol by its employees.
21.3 All tests shall be conducted in medical laboratories using recognized technologies. In the event an
employee's test is positive, a second test shall be conducted to verify the results. If the employee so
requests, he/she shall be given a copy of the test results after the employer has received same.
21.4 The results of such test may result in appropriate disciplinary actions, up to and including dismissal,
in accordance with the applicable provisions of the City Code, the City Personnel Rules, the City's Drug and
Alcohol Free Workplace Policy, and/or the Departmental Rules and Regulations.
21.5 The parties agree that any employee's refusal to submit to toxicology or alcohol testing in accordance
with the applicable provisions of the City Code, the City Personnel Rules, the City's Drug and Alcohol Free
Workplace Policy, and the Departmental Rules and Regulations shall be subject to disciplinary action up to
and including the termination of their employment.
21.6 The City agrees to create an Employee Assistance Program (EAP) and to fund it during the term of
this Agreement.
21.7 The Union agrees to comply with the drug and alcohol testing provisions of the Workers'
Compensation Law of Florida, as amended. The Union recognizes that the Law provides for drug testing as
a part of an examination relating to an on the job injury.
21.8 The City agrees to provide yearly briefings which will cover all aspects of the Drug and Alcohol Free
Workplace Policy and employees will be given the opportunity to ask any questions they may have
concerning the Policy, All employees covered by this agreement shall be given copies of the City of
Tamarac Drug and Alcohol Free Workplace Policy.
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City Proposal — December 3, 2012
ARTICLE 22
TIME POOL BANK
22.1 Upon Union notification to the City of an employee with a long-term illness/injury (including medically
required leave due to the employee's pregnancy), the employee will be put on a 40 hour work week during
the time period in which the employee is drawing time from the Time Pool Bank.
22.2 Said employee will use one (1) aaenth's months' time of his/her sick leave (or vacation upon
exhaustion of sick leave), and then will become eligible to draw time from the time pool, if approved by the
Union Time Pool Committee. The Time Pool will provide up to two (2) months' time per member incident
involving lonq-term illness/injury (including medically required leave due to the employee's pregnancy.)
22.3 After the two (2) months' time pool leave, the employee must use up all his/her accrued time before
being eligible for a leave of absence without pay, in accordance with Article 23, Leaves of Absence. SO&
22.4 Upon Union notification to the City of a time assessment of Union member(s), the City will begin the
necessary payroll deductions. The City will document and record the employee deduction and accumulation
of hours in the time pool. The City will forward a monthly statement to the Union.
22.5 The Union shall promulgate rules and guidelines to administer this article in compliance with all legal
requirements to ensure non-discrimination.
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City Proposal — October 9, 2012
ARTICLE 23
LEAVES OF ABSENCE
23.1 Leaves of absence without pay for a period not to exceed forty-five (45) days may be granted to an
employee with regular status for any reasonable purpose by the City Manager or his/her designee. Such
leaves may be renewed or extended for any reasonable purpose not to exceed one (1) year.
23.2 Any employee may, upon request, be granted a leave of absence without pay by the City Manager or
his/her designee for educational purposes at an accredited institution when it is related to his/her
employment. The period, not to exceed one (1) year may be renewed at the request of the employee.
23.3 Leaves of absence, with or without pay, may also be granted to employees by the City Manager or
his/her designee if it is determined that it is for educational purposes to attend conferences, seminars,
briefing sessions or other job -related activities of a similar nature which are intended to improve or upgrade
individual skill or professional ability.
23A Any employee who is a member of the National Guard or Military Reserve Forces of the United
States and who is ordered by the appropriate authorities to attend a prescribed training program or to
perform other duties, shall be granted a leave of absence with pay as provided by Florida Statutes.
23.5 Any employee who is on duly authorized paid leave of absence will continue to maintain all benefits
including seniority, and health benefits. All job -related benefits will cease when an employee's leave of
absence is in excess of thirty (30) days. Any member may elect to continue hospital and/or personal
insurance plans by personally making future payments for this coverage.
23.6 No employees shall accrue seniority, vacation or sick leave credits while on an authorized leave of
absence. Upon reinstatement, these benefits will be at the level they were at the beginning of the leave and
will accrue at the same rate as prior to the authorized leave.
23.7 The City shall comply with the Family and Medical Leave Act.
23
City Proposal — December 3, 2012
ARTICLE 24
INCENTIVES
24.1 Incentives will be paid as additional pay through the regular payroll process every two weeks as
detailed in Article 24.2.
24.2 Incentives for the following educational achievements or certifications will be paid in the regular
paycheck every two weeks.
A. Florida Fire Service Instructor I, II or III as defined in Florida Administrative Code 69A-
37.059 - $650 ($25 in the regular paycheck every two weeks). Maintenance of this
certification is the sole responsibility of the person holding the certification
B. Employees meeting the qualifications below shall receive only one of the following:
1. Associates Degree in eith9F Fire Science, EMS, Nursing, Emergency
Administration and Management Public Safety Administration or Fire
Protection eF Nursing 9F any Gernbinaties of the three - $1,560 ($60 in the
regular paycheck every two weeks).
2. Bachelor's Degree in Fire Science, Fire Administration, Fire Engineering, Fire
Protection Technology Emergency Management EMS Nursing Health Care
Administration, Industrial Safety Occupational Safety Risk Management
Human Resources Leadership and Management Professional Management
Organizational Studies Paramedic Science/Technology, Public Administration
Criminal Justice or any other similar degree program approved by the Fire
Chief
- $2,600 ($100 in the regular paycheck every two weeks).
3. There membei:s who have FeGeived the maximum allowable ($2,670) fOF OR
2010.
C. Employees achieving their educational milestone or certification shall be paid the
incentive effective the payroll period that the milestone was reached or certification
awarded.
31
D. Only those employees having degrees from accredited institutions will be eligible for
payment under 24.2 B. It is the parties' understanding that accredited educational
institutions only include colleges and universities which are accredited by recognized,
well established entitles.
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City Proposal — December 3, 2012
ARTICLE 25
EDUCATION REIMBURSEMENT PROGRAM
25.1 The City shall budget $39,000 the equivalent of 150 credit hours at the undergraduate tuition rate for
Florida Atlantic University (not to exceed $37,500) per fiscal year to reimburse employees for approved job
related courses started within that fiscal year. Funds approved for courses started in one fiscal year will be
encumbered or carried over to the next fiscal year for that purpose. Approval of courses shall come from the
Fire Chief.
25.2 An employee who wishes to obtain education reimbursement shall complete the Course/Program
Pre -Approval Form. It is the employee's responsibility to submit the completed form to their immediate
supervisor, and receive the Fire Chief s written approval, within two weeks from the start of the course.
25.3 If the employee fails to provide the required information to their immediate supervisor by the above
referenced deadline, educational tuition reimbursement may be denied.
25.4 To receive the education reimbursement payment for the approved course/training, the employee
must submit an itemized receipt of the tuition and appropriate costs, along with evidence of the satisfactory
completion of the course/training, to the City within sixty (60) days of completing the course.
25.5 The City shall reimburse employees at the per credit hour of undergraduate or graduate tuition rate
approved by the Florida Board of Regents for Florida Atlantic University, up to a fiscal year maximum of
$2,500 per employee, subject to the budgeted amount in 25.1. Reimbursable expenses within the credit
hour rate are tuition, tuition differential fees, capital improvement fees, financial aid fees, activity and service
fees, athletic fees, health fees, and technology fees. The City shall pay for the appropriate costs of the
courses, including tuition fer and lab courses and-te)dbeeks.
The City shall not pay for late registration fees, miscellaneous
supplies, travel time or travel expenses, and cost of transcripts, collection fees, e-learning fees, orientation
fees, late payment fees, ID card fees, reinstatement fees, transportation access fees out of state, or repeat
course surcharges.
25.6 Any course which results in a state certification shall not be reimbursable until state certification is
awarded.
25.7 If an employee does not pass a course with a grade of "C" or better, or withdraws from a course, the
employee shall not be eligible for the educational reimbursement.
25.8 All education reimbursements an employee receives from the City may be subject to taxation per
applicable laws and will be paid via direct deposit.
25.9 If an employee voluntarily terminates prior to two (2) years from completion of the course(s), the City
shall be reimbursed for all expenses. The City shall deduct this amount from the employee's final paycheck.
25.10 Employees shall receive educational reimbursements in accordance with this Article up to the amounts
allowed per Article 25.1 and Article 25.5
e*Gept that they exGeeded the maximum amount in Mirle 26,5, shall be eligib'O tO We Ye an additi
City Proposal — December 3, 2012
ARTICLE 26
BEREAVEMENT LEAVE
26,1 In the event of a death in the immediate family of an employee on a 48 hour work week, the
employee shall be granted up to one (1) twenty-four (24) hour shift off with pay. An additional twenty-four
(24) hour shift will be granted for an employee who travels over 250 miles to attend the service.
26.2 Immediate family shall be defined as employee's spouse, children, mother, father, sister, brother,
step parents, step grandchildren, grandmother, grandfather, father or mother-in-law, grandchildren, son or
daughter-in-law, brother or sister-in-law and; upon proof, any person in the general family whose ties would
normally be considered immediate family and living within the same household.
26.3 The City reserves the right to require documentation supporting approval of bereavement leave after
the employee returns to work.
26.4 Applications may be made to the Fire Chief and/or his/her designee for extension of bereavement
leave. The compensation for this additional leave will be paid from any accrued leave time available (sick
leave, personal leave, vacation leave), at the employee's choice.
26.5 Employees assigned to a 40 hour work week shall be granted three (3) working days of bereavement
leave with pay in the event of a death in the immediate family within the State of Florida. Five (5) working
days will be granted in the event of a death, which requires the employee to travel over 250 miles to attend
the service.
34-yI�I�L
City Proposal — December 3, 2012
ARTICLE 27
UNIFORMS
27.1 The City shall supply as needed to each member, at no cost to the member:
a. Dress Uniform:
Short sleeve and long sleeve, button shirt with Fire Rescue Patch, white for Lieutenants,
Captains, and Inspectors, blue for all others.
Dark blue pants
Black belt
Badge
Nametag
Collar Insignia, if applicable
Paramedic or EMT patch (except for long sleeve button shirt)
Daily Uniform:
Short sleeve polo type shirt, with Fire Rescue and Union embroidery in chest and TAMARAC
FIRE RESCUE on back
Dark blue pants
Black belt
Blue baseball style cap with approved Union logo
C. Work Uniform:
Blue or white short and long sleeve T-shirt with approved Union logo
Dark blue pants
Black belt
d. Turn -out Gear:
Helmet
Coat
Pants
Boots
Gloves
Hood
Suspenders
SCBA Mask
Miscellaneous:
Blue winter jacket
Grey or Blue sweatshirt with approved Union logo
Jumpsuit
Where specified above under multiple lists, one item may serve to complete more than one uniform.
Whenever possible, components shall be approved for structural firefighting under the appropriate NFPA
standard.
27.2 Any member who loses or fails to take proper care in safeguarding his/her equipment shall replace
the equipment at his/her own expense. Personal equipment damaged in the course of performing required
job duties may be considered for replacement up to an amount of $100.00 after presenting report of
breakage or damage to the Department. Personal equipment is defined as glasses, watches, knives, rescue
or fire tools, and wedding bands. All lost or misplaced City issued equipment, clothing or uniforms will be
replac the 9mplov. Nk7 P,11115
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City Proposal — October 9, 2012
ARTICLE 28
TERMINATION OF BENEFITS
28.1 Vacation time, sick leave, holiday time and overtime (compensatory time) that has been performed
and is in an accumulated status, will be compensated in accordance with applicable contract provisions by
check upon termination or entry into the DROP provided at least two weeks written notice of termination or
entry into the DROP has been provided to the City or on the next payday at the option of the employee. If
two weeks written notice has not been provided to the City, the final payment shall be processed with the
next scheduled payroll.
28.2 The City shall be entitled to withhold all or a portion of the final check pending the member's return of
all City property in his/her custody including, but not limited to, Fire Rescue Department equipment, health
insurance cards, and City identification cards.
A7
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30
City Proposal — October 9, 2012
ARTICLE 29
PROBATIONARY PERIOD/EMPLOYEE (NEW HIRE)
29.1 The probationary period for all new employees shall be one year from the date of employment as a
Firefighter. An employee shall be formally reviewed once after three months, six months and nine months
from date of hire. These reviews shall in no way affect the employee's salary, but rather shall be a means of
notifying the employee, supervisor and City Manager of the employee's progress.
29.2 At any time during the Probationary Period, the Fire Chief or City Manager may terminate the
employee. Any termination prior to expiration of the probationary period shall be final and not subject to the
Grievance Procedure and Arbitration Procedure in this Agreement.
29.3 Upon the conclusion of the Probationary Period if the Fire Chief and City Manager recommend
continuance of employment, the employee shall be given regular status.
29.4 The probationary period may be extended once for a period of up to six (6) additional months at the
sole and exclusive discretion of the Fire Chief with the approval of the City Manager or his/her designee.
29.5 Notwithstanding any provision of this Agreement, job benefits for probationary employees in the area
of leave shall be consistent with the leave provisions in this Agreement.
29.6 Probationary employees are not eligible to do mutual exchanges or use vacation leave during the first
six (6) months of their employment with the City except to attend an approved educational course.
Probationary employees will be eligible for mutual exchanges and routinely scheduled overtime after the first
six (6) months of their employment with the City, and after successful completion of the precepting program.
31
,�1-�
City Proposal — October 9, 2012
ARTICLE 30
SENIORITY
30.1 Each employee shall have seniority standing in the Fire Rescue Department equal to the employee's
total length of continuous service with the City of Tamarac Fire Rescue Department.
30.2 Seniority as defined in this article shall be used in the pick of vacations and to determine any matters
involving seniority, which are utilized in this contract.
30.3 Any "ties" identified as a result of the use of this article shall be broken by the use of the following
criteria:
1. Original Date of Employment
If the same: 2. Date employee signed the Conditional Offer of Employment
If the same: 3. Date and, if applicable, time employment application was received by Human Resources
Department
If the same: 4. Date application was signed by the employee.
30.4 The Human Resources Department annually will publish a seniority list by September Vt.
32 (�
City Proposal — October 9, 2012
ARTICLE 31
PERSONNEL REDUCTION
31.1 In the event of personnel reduction, employees shall be laid off in the inverse order of their seniority
in the Tamarac Fire Rescue Department. If more than one (1) classification is affected, an employee laid off
from a higher classification shall be given an opportunity to revert to the next lower classification, provided
that he/she is fully qualified to perform the work in that lower classification.
31.2 Employees shall be recalled from layoff in accordance with their seniority in the Tamarac Fire Rescue
Department. No new employee shall be hired as a Firefighter until all employees on layoff status in that
classification have had an opportunity to return to work; however, such employees may be required to pass
a pre -employment medical examination at time of recall. No laid off employees shall retain recall rights
beyond twelve (12) months from date of layoff.
31.3 An employee being recalled shall be notified by certified mail (return receipt) and shall have fifteen
(15) working days from the date of mailing of notice to respond affirmatively. If the City fails to receive an
affirmative response, the employee shall be removed from the recall list and the City shall have no further
obligation to the employee.
i�
33
City Proposal — December 3, 2012
ARTICLE 32
PROMOTIONAL EXAMINATIONS
32.1 Promotional examinations will be scheduled by the Director of Human Resources or designee. All
examinations shall cover matters which will test the knowledge, skills and abilities of the candidates to
efficiently and effectively perform the duties of the position to be filled.
32.2 Announcements for promotional examinations shall include eligibility requirements, application
procedure, date of examination, and a list of the source material to be used in the development of the written
examination. Announcements of promotional examinations shall be posted in eash FiFe Station made no
less than ninety (90) calendar days prior to the date of the examination. Official City of Tamarac e-mail will
meet this posting requirement.
32.3 Promotional examinations will be scheduled at least once every two (2) years or when a promotional
list is depleted. The Driver/Engineer examination will be given in 241O 2014 and every two years thereafter,
prior to June 30"'. The Lieutenants examination will be given in 2944 2013 and every two years thereafter,
prior to June 30"'. The Captain examination will be given in 2944 2013 and every two years thereafter, prior
to June 30"'.
32.4 Promotional examinations may be composed of the following components: an assessment center,
practical demonstration of skills, a written test and/or an oral review board; provided that there will at least be
a written test or a written portion of an assessment center.
32.5 All promotions shall be made by using the competitive examination process outlined in this Article.
32.6 Each component of the testing process will be valued at 100 points. Each component shall require a
passing score of 70%. The final score shall be based on the total score of all components divided by the
number of components.
32.7 The written test will be drawn from not more than four (4) recognized Fire Department texts, Tamarac
Fire Rescue Departmental Policies and Operational Guidelines and current departmental medical protocol
manuals.
32.8 The Human Resources Department will notify each candidate of his/her score and the candidate will
be provided an opportunity to review his/her examination packet and score. The Human Resources
Department's inability to contact any individual candidate will not delay or interrupt the promotional process.
Candidates will have ten (10) calendar days from the notification date to examine with Human Resources
staff their examination packet and score.
32.9 A promotional list shall be compiled from the list of employees that earn a passing score on each
component of the examination, and will be in effect until a new promotional list is posted in accordance with
this Article.
32.10 All promotions shall be made from the existing promotional lists. The Fire Chief shall have the sole
and exclusive discretion to promote any one (1) of the top three (3) candidates on a promotional list. If a
candidate is being passed over for promotion, the Fire Chief shall meet with the candidate and advise the
candidate of the reason(s) he/she is being passed over for promotion.
41
32.11 When a promotion is made from the top three (3) candidates on a promotional list, the next ranked
candidate shall be moved up on the list to provide a pool of the top three candidates from which a selection
may be made.
32.12 Candidates on a promotional list may voluntarily and permanently remove themselves from that
promotional list by submitting a written request to the Fire Chief.
32.13 If fewer than three (3) candidates are on a promotional list, for whatever reason, the Fire Chief may
at his sole and exclusive discretion, either make promotions from that promotional list or consider that
promotional list depleted and schedule a new promotional examination.
32.14 Eligibility for taking the examination for the following positions within the Bargaining Unit:
A. Driver/Engineer 3 years of service as a firefighter with Tamarac Fire Rescue and successful
completion of Apparatus Aperatie+; Operator and Aerial Apparatus Operator
courses approved by the Fire Chief,
B. Fire Lieutenant
5 years of service with Tamarac Fire Rescue, State of Florida Paramedic
Certification, and Florida Fire Officer 1 Certification.
J1
3years of service with Tamarac Fire Rescue, and State of Florida Paramedic
Certificate, and Degree in Fire Science or Fire Protection (either Associates or
Bachelors.)
OR
3 years of service with Tamarac Fire Rescue, and State of Florida Paramedic
Certificate, and Florida Fire Officer 1 Certification AND Degree in EMS, Nursing,
Emergency Administration and Management, or Public Safety Administration
(either Associates or Bachelors.)
Any person promoted to Lieutenant must possess and maintain a State of
Florida Paramedic Certificate.
.,_
ekheF a State - 0ffiG8F 1 GeFtifioatigR OF a DegFee in FiFe SeienGee
CaptainC. -aFe of sewirae with TaFAaFaG FiFe R96GHe as a LieuteRant,
._
42
3 years of service with Tamarac Fire Rescue as a Lieutenant, and State of
Florida Paramedic Certificate and Associates or Bachelors Degree in Fire
Science or Fire Protection.
OR
3 years of service with Tamarac Fire Rescue as a Lieutenant, and State of
Florida Paramedic Certificate and Florida Fire Officer 1 Certification AND
Degree in EMS Nursing Emergency Administration and Management, Public
Safety Administration or related field as approved by the Fire Chief (either
Associates or Bachelors.)
Any person promoted to Captain must possess and maintain a State of Florida
Paramedic Certificate.
32.15 Veteran's preference shall be granted in accordance with all Federal and State Statutes and
regulations.
by the +Fe Chief.
"passgraded on a
32,20 Effective January 1 2015 Lieutenant candidates will be awarded four (4) points toward their written
test score for successfully completing the Tamarac Fire Rescue Officer Development Program prior to the date
of the written test These points may be used to reach a passing score The content of the Tamarac Fire
Rescue Officer Development Proaram will be at the sole discretion of the Fire Chief: however, the Fire Chief
shall meet and confer annually with the Local regarding the program content. The program will be a blend o�
competency based education online education skills assessments and classroom training. The classroom
training component will consist of no less than 24 contact hours and no greater than 48 contact hours, and will
be comoloted off duty. No overtime or additional compensation will be paid for any off duty attendance.
32.21 Effective January 1 2015 captain candidates will be awarded four (4) points toward their written test
score for successfully completing the Tamarac Fire Rescue Captain Development Program prior to the date of
the written test These points may be used to reach a passing score The content of the Tamarac Fire Rescue
Captain Development Program will be at the sole discretion of the Fire Chief: however, the Fire Chief shall
meet and confer annually with the Local regarding the program content The program will be a blend of
43
competency based education online education skills assessments and classroom training. The classroom
training component will consist of no less than 24 contact hours and no greater than 48 contact hours, to be
completed off duty. No overtime or additional compensation will be paid for any off duty attendance.
44
City Proposal - October 9, 2012
ARTICLE 33
PROMOTIONAL PROBATION
33.1 An employee receiving a promotion from a lower to a higher position shall be placed on a six (6)
month probation period at the time of promotion. The Fire Chief or designee shall prepare an Employee
Performance Appraisal and Development Plan Form after two (2), four (4) and six (6) months and make
his/her recommendations to the City Manager or his/her designee for regular status in the position.
33.2 If at any time during the probationary period, a promoted employee does not perform satisfactorily,
he/she shall be returned to his/her original classification. In the event his original classification is occupied,
the last employee promoted to fill that classification shall be returned to his/her previous position.
33.3 The probationary period may be extended once for a period of six (6) additional months at the sole
and exclusive discretion of the Fire Chief with the approval of the City Manager or his/her designee only in
situations where the probationary employee could not be evaluated.
1�
Iry
38
tyl-3'I Z
City Proposal — October 9, 2012
ARTICLE 34
UNION BUSINESS
34.1 District Vice -President and/or designee shall be granted time off to perform their Union functions,
including attendance at arbitration hearings, conventions, conferences and seminars. The Union shall
inform the City, in writing, of the names and rank of its officers and of its negotiating team within five (5) days
after their appointment/election, Time off for Union business is subject to each of the following conditions:
(a) A written request including reason, time and location is submitted to Department Management
at least forty-eight (48) hours prior to the time -off period.
(b) Sufficient staffing is available in the regular shift to properly staff the department during the
absence of the local Union official.
(c) Employees of equal rank shall have the right to exchange shifts when the change does not
interfere with the operation of the Fire Department.
34.2 Time off as provided in this Article for local Union officials shall not exceed a combined total of twelve
(12) twenty-four (24) hour shifts being 288 hours total for the conduct of Union business in any one (1) fiscal
year.
34.3 Any Union member designated by the District Vice -President may attend Union business after
agreement in writing by the Fire Chief.
34.4 Time spent on authorized Union business or otherwise permitted under this Article, will not be
counted as hours worked for computation of overtime.
34.5 Time off as provided in this Article may be used by elected firefighter pension board trustees for
attendance at firefighter pension board meetings, and conferences or seminars approved by the firefighter
pension board. The City will provide up to two (2) twenty four hour shifts per fiscal year per elected trustee
for this purpose. The Union will provide up to two (2) twenty four hour shifts per fiscal year per elected
trustee for this purpose. Time used in each fiscal year by each elected trustee shall be divided equally
between the City and the Union.
34.6 All leave requests for Union business or leave as otherwise permitted under this Article must be
signed by the Union District Vice -President before approval.
34.7 Up to two (2) members of the negotiation team may attend collective bargaining negotiation sessions
while on duty as long as such attendance does not result in any overtime and no units are removed from
service.
39
City Proposal — October 9, 2012
ARTICLE 35
EMPLOYEE RIGHTS
35.1 Employees within the bargaining unit shall have all of the rights provided for in Florida State Statutes
including any and all administrative and judicial interpretations of said Statutes including the right to join and
participate in an employee organization, to negotiate collectively, to be represented in the determination of
grievances, and engage in activities not prohibited by law. In accordance with Florida Statute 447, it is the
intent of both parties to promote harmonious and cooperative relationships between the parties, both
collectively and individually, and to protect the public by assuring, at all times, the orderly and uninterrupted
operations and functions of the City.
40
L �i ��
City Proposal — October 9, 2012
ARTICLE 36
RULES AND REGULATIONS
36.1 The Union agrees that its members shall comply with all Fire Rescue Department Rules and
Regulations, including those relating to conduct and work performance.
36.2 A current copy of the Rules and Regulations shall be available for review in the City's Intranet.
36.3 These shall be updated annually as a minimum or as needed by the Fire Chief.
36.4 At mutually agreeable times, representatives of the Union and Management shall meet upon the
request of either party for the purpose of discussing any matter of mutual interest. The Fire Chief agrees to
advise the DVP or designee of any change in rules or regulations prior to implementation of same.
36.5 All Rules and Regulations affecting hours, wages, or working conditions, if amended, shall be subject
to collective bargaining (F.S. 447).
r
41
City Proposal - October 9, 2012
ARTICLE 37
FIREFIGHTERS BILL OF RIGHTS
37.1 The City and the Union agree to fully comply with all provisions of the "Firefighters Bill of Rights" in
accordance with Florida Statutes and a copy of those provisions shall be included in the Tamarac Fire
Rescue Department Rules and Regulations.
42
City Proposal — December 3, 2012
ARTICLE 38
DRILLS/TRAINING
38.1 The Fire Chief shall have the sole responsibility for the training of members within the Fire Rescue
Department. The Training Officer, designated by the Fire Chief, will post training, classes, and drill
schedules.
38,2 Drills and/or classes typically will be between 09:30 hours to 16:00 hours Monday through Friday, as
is currently practiced, however drills may occur from 0800 hours to 23:00 hours as special circumstances
occur.
38.3 No drills on holidays.
38.4 No more than one complete physical drill in full bunker gear per twenty-four hour tour
38.5 Physical drills at the Fire Academy will be no longer than eight (8) hours
38.6 Drills shall be suspended or modified when in the opinion of the Company Officer, after consultation
with the shift supervisor or Battalion Chief, the weather conditions pose a hazard to the well being of the
participants.
38.7 The City reserves the right to establish minimum training standards. These standards shall be
established by the Fire Chief.
38.8 Company Officers shall be assigned the responsibility of ensuring that training standards are
accomplished.
IT
v
50
City Proposal — October 9, 2012
ARTICLE 39
MAINTENANCE DAY
39.1 As a guideline for twenty-four (24) hour shift employees, the normal work day for all routine activities,
i.e., - vehicle maintenance, station maintenance, and all other similar activities - shall begin at 0800 and end
at 1600, (with the exception of training, vehicle readiness, and service readiness and/or capability).
44
City Proposal — December 3, 2012
ARTICLE 40
JOB DUTIES
40.1 It is understood by the parties that the duties enumerated in job descriptions are not always
specifically described. The City agrees that it will not require new tasks and duties to be performed which
are not inherent in the nature of the work or do not fall within the skills and other factors common to the
position.
40.2 Whenever there is proposed change in the job description of a classification or position within this
bargaining unit, the City shall discuss with Union the proposed changes. if the Union is not satisfied with the
proposed changes, it may in writing within ten (10) days of the conclusion of the discussion stated above,
request a hearing before the Director of Human Resources. This hearing shall be held at a mutually
agreeable time within thirty (30) days of the hearing request. If either party is not satisfied, the differences
shall be resolved pursuant to bargaining in accordance with F.S. 447. The City agrees not to require any
employee hired prior to October 1, 1994 to become a Paramedic, except as outlined in Article 32.
40.3 Personnel covered by this contract shall not be required to perform lawn maintenance.
52
City Proposal — October 9, 2012
ARTICLE 41
CIVIL SUITS
41.1 The City agrees to defend and hold harmless, any member covered by this Agreement, and
automatically undertakes the defense of any member employee against civil damage suits arising from
performance of duties while within the employee's scope of employment and will file proper and appropriate
counter suits.
46 V
City Proposal — October 9, 2012
ARTICLE 42
BULLETIN BOARDS
42.1 The City shall furnish one (1) bulletin board per station for the exclusive use of Local 3080,
International Association of Firefighters, for posting of bulletins, notices and other Association materials. Any
notice or item placed on the bulletin board shall bear on its face the legible designation of the District Vice
President (DVP) of Local 3080 or his designee by official seal, stamp or signature.
47
City Proposal — October 9, 2012
ARTICLE 43
WORK STOPPAGES
43.1 The Union agrees that its members will not engage in strikes, slow downs, boycotts, stoppage of
work, refusal of assignments, or any interference with efficient management and operation of the Fire
Rescue Department and the City.
43.2 It is recognized by the parties that the activities enumerated in Paragraph 1, are contrary to the laws
of the State of Florida and the City shall be entitled to seek and obtain legal and/or equitable relief in any
court of competent jurisdiction.
48
City Proposal — October 9, 2012
ARTICLE 44
SPECIAL OPERATIONS
44.1 The City has the sole and exclusive discretion to establish a Special Operations Team.
v
49
City Proposal — October 9, 2012
ARTICLE 45
NON-DISCRIMINATION
45.1 No employee covered by this Agreement will be discriminated against by the City and/or the Union
with respect to any job benefits or other conditions of employment accruing from this Agreement because of
Union membership or non -Union membership. Further, no employee covered by this Agreement will be
discriminated against by either party to this Agreement because of race, sex, national origin, color, age,
disability, marital status, political affiliation, familial status, sexual orientation or religion.
50
City Proposal — October 9, 2012
ARTICLE 46
SERVICES TO THE UNION
46.1 Upon publication, the City shall provide one copy of this Agreement to each member.
46.2 Upon publication, the City agrees to provide one (1) copy each to the Union, without charge: 1)
proposed budget, 2) final budget, 3) year-end financial statement.
SIN/51
City Proposal — October 9, 2012
ARTICLE 47
CIVIL EMERGENCY
47.1 If, a civil emergency condition is declared by the Governor including but not limited to strikes, work
stoppages, riots, civil disorders, hurricane conditions, or similar occurrences, the provisions of this
Agreement may be suspended by the City Manager or designee during the time of the declared emergency,
provided that pay, insurance and pension benefits shall not be suspended.
f
k2tit�l���lh�i'
City Proposal — October 9, 2012
ARTICLE 48
SEVERABILITY CLAUSE
48.1 Should any provision of this collective bargaining agreement, or any part thereof, be rendered or
declared invalid by reason of any existing or subsequently enacted legislation, or by any decree of a court of
competent jurisdiction, all other articles and sections of this Agreement shall remain in full force and effect
for the duration of this Agreement. The parties agree to immediately meet and confer concerning any
invalidated provision(s).
I
J'
53
City Proposal — December 3, 2012
ARTICLE 49
KELLY DAYS
49.1 This article applies only to those employees assigned to a twenty-four (24) hour shift. A twenty-one
(21) day, three (3) Platoon rotating cycle on twenty-four (24) continuous hours of duty, with one (1) normally
scheduled tour of duty (Kelly Day) off every seventh (7th) shift, shall be maintained for the term of this
agreement. Exceptions may occur during the implementation of new annual Kelly Day assignments, when
the newly assigned Kelly Day may not occur on an employee's seventh (7U') shift. No overtime will be
incurred as a result of Kelly Day changes. "Kelly Days shall be bid on the basis of seniority for each platoon
on an annual basis during Ast October of each year for the following calendar year (starting January 2n°)
Kelly Day assignments will be issued by October 30tn
49.2 After the initial selection, if it is necessary to adjust the "Kelly Day' assignments, such an adjustment
shall be made by the Battalion Chief in order to balance the number of members off on any given day. In the
event of an intra-shift balancing of personnel, the Battalion Chief shall, in his/her sole discretion, determine
the day from which the balancing shall occur. Once that day is selected, the Battalion Chief shall make a
reasonable effort to offer selection to the senior employees in the affected rank on that day. The impacted
employee will be afforded one opportunity to take any given day off (one 24-hour shift) they choose, using
their own accumulated leave, without regard to the number of leave slots available. This opportunity will
sunset at the end of six months from the date of the first new Kelly Day, or the end of the calendar year,
whichever comes later. Such opportunity would not be available on a recognized Holiday as defined in
Article 15, unless the impacted employee had that holiday as their assigned Kelly Day before the adjustment.
An employee whose Kelly Day changes as a result of their own promotion will not be eligible for this
opportunity.
49.3 The Fire Chief has the right to adjust the "Kelly Day" schedule in order to balance the rank and
number of employees off on any given day, Nothing in this Article is intended to limit the City's sole and
exclusive right to adjust the "Kelly Day" schedule in order to balance the number of employees off on any
given day.
49.4 In the event that there is a "Kelly Day" vacancy due to retirement, promotion, shift transfer,
resignation, termination or any other reason, the Battalion Chief may, at his/her sole discretion, approve an
employee's request for a one-time "Kelly Day" exchange.
49.5 In the event of a shift change, employees who have their shift changed due to the needs of the City
shall have the right to re -bid their Kelly Days within their prospective shifts. In the event that an employee
requests a change of Kelly Day or shift exchange, he or she shall not have the right to re -bid and/or
subsequently bump another employee's assigned Kelly Day or create an overtime situation that the City is
responsible for such costs. Shift transfers resulting from the promotion of an employee will not be
considered as being for the needs of the City for the employee promoted.
49.6 Any employee may mutually exchange Kelly Days with any other employee who is eligible and
approved to work in the same capacity subject to the approval of the Battalion Chief, as long as minimum
staffing levels are maintained and overtime is not incurred as a result of the mutual exchange. Kelly Day
exchanges shall not incur costs to the City. There will be no permanent exchange of Kelly Days due to
employee request after the initial annual bid.
�- �VV ---
61
1'�-1
City Proposal — October 9, 2012
ARTICLE 50
PARAMEDIC ASSIGNMENT PAY
50.1 All assigned Paramedics will be paid as paramedics as established in Article 8, Wages. Any
paramedic removed from assignment for more than 30 days will be paid as an EMT in accordance with
Article 8, Wages. For the life of this agreement, no assigned paramedic will lose their assignment and pay
unless he/she voluntarily leaves the assignment or is removed for cause.
50.2 All recertification requirements shall be the sole responsibility of the paramedic and EMT. The City
will reimburse the employee for the continuing education costs incurred, in accordance with Article 25, as
long as the employee has been pre -approved to attend the course by the Fire Chief or his/her designee.
Attendance will be during the employee's own time and will not be compensated by the City.
Tr/� , - , -
53
ARTICLE 51
TERM OF AGREEMENT
51.1 This Agreement shall be effective this 1 st day of October, 2012 and shall remain in full force and
effect until and including September 30, 2015.
DATED this j0day of , 2012.
gyp.•.ARAC
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ATTEST: _ ►- �,\5 : p _
./////qRD CC``�.
ATTEST:
wtg'j4 A, -/ l)S'
APPROVED AS TO FO Vl
SAMUEL S. REN
CITY ATTO E
CHRISTOPHER DIX , DVP
INTERNATIONAL A?KSOCIATION OF FIREFIGHTERS
LOCAL 3080
CITY OF T MARAC
BETH TALABISCO
MAYOR
Ll
This day of 201/J
BY-
MICHAEL C. CERNECH
CITY MANAGE
This / 0 day of 20113
7)
ROBERT D. SOLOFF
CHIEF NEGOTI TOR
This JWday of 201/-?
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EXHIBIT B
TR12285
Chris Dixon
Vice President
Local 3080
Tamarac, Florida
Dear Chris:
As a condition of the acceptance and ratification of the proposed collective bargaining agreement,
effective October 1, 2012, the City and the IAFF, Local 3080 agree to present and recommend to the
Firefighters' Pension Board and the City Commission, amendments to the Pension Ordinance providing
the following changes to the Firefighter's Pension Plan:
• Removal of payments for overtime earned in excess of 300 hours and payments for all leave from
the definition of "total remuneration" for pension purposes per Florida State Statute. This applies
to overtime over 300 hours that is earned and leave that is earned, on or after, the date that the
collective bargaining agreement is approved by the City Commission. &sJl ►
• Pension COLA starts the January 1" after 5 years (not 3 years) of retirement date effective June
1, 2013.
• Increase employee pension contribution to 10.5% effective January 1, 2013.
• Disability Pension Benefit — Effective January 1, 2013.
Benefit payable immediately is greater of:
• the accrued benefit, or
• 25% of average pay (as defined with changes agreed to) for non -service connected
disability after 8 years of service, or
• 42% of average pay (as defined with changes agreed to) for service connected disability.
• Vesting — 8 years for employees hired after January 1, 2013,
• Reduce interest rate paid on refund of contributions from 5% to 2.5% for time period after January
1, 2013.
The City and the IAFF, Local 3080 agree to support the use of all premium tax revenues, including any
past and future increases from the base year revenues, to offset the costs of providing pension benefits.
Sincerely,
Maria Swanson
Director of Human Resources
Cc: Michael Cernech, City Manager
Sam Goren, City Attorney
Mike Burton, Fire Chief