HomeMy WebLinkAbout2013 Resolution No. 045• RES LUTI ON , 0 t/'?
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ER IES OF 20 I J
lli'SOl .l ff!ON ,\UT HOKl 7 1N G TII E CO !.LECT!VF. 13 /\1( ,A IN IJ\'G AGREE M E T
BETWEEN THE l:NG LEW OOD r-tllHIGIIT ERS I (:('Al. NO, 1736 AND THE c r r Y OF
f:NGLEWOO F()R IW '. YE,<\.RS 20 1'1 ,.Nn 20 15.
WI lEREAS. ~,c C1t) Cou ncil c,r thc C'11 y of Eng lc\\oo d, Co lora d<J a utt on ,cd " o::ccnvc
R11r g,.,11ing A •ri;c rn en l w11 h the Englew ood h rc fi ghteis Loc nl No . 1736 (Ef'FAJ fo r the years
20 1: nnd 20 1 , hy the:. pass age o r Re~ol u11 011 No. 74 . ~c n t•,;; of 20 11, and
WH E!ll:AS. In ~\J y f 20 I 3 En~lc wuuu rii c fi~htc:, I oc.,1 o 1736 pro pos ed c<i endi:,g th e
tcrmc-. of th eir ClITT C'll! .W I ~-2U I J con1rac1 rath ci than ncgoua ti.ng new tt:nn!:I, ri rn l
WIIF RF/\ , 1hr memhrrs nf 1he Eng lewoo d Firefi gh ters l.o c:11 o. 17 f, clu ly r:H1fi ed , ·y a
mnJorr y of th e mcmb L•r;, the pro po,L·<l Coll ('r t1 v1· R:i rg~1 ni11 g Aen.'Cmc nt fo r the year ~ 20 1 ➔
tl11 \,ug.l 1 ~01 5. amt
WHER.EA S, the s1g111 hc,nt pr0\1s1 ons en the Con tmct. arc as foll ows .
No men , pa y wi ll be pai d 11120 14 nr 20 15
• No ho:1day lc,,vc ::.ash-o ut wall l,c paiJ in 20 14 or 20 15. I lowcvc~. ::mployec s will be.·
paid O\ crt une ti 1hcy ne t nll y wor k on J C11v hol iday ri nd un us~d hul1di1 ) lc a\'c (u p IO 96
hours) will be con vert ed 10 co mµcn s:itur) tim e.
Wage s will be mcrc,scd by I 5% n Janua ry 1.10 14
• \Vag cs will be mcrc:1 scd by the "mar kc!'' amou111 dc temuncd by 1hc 20 14 :,.ala ,~ su1 vcy
on Ja.,u ary I. 20 I 5.
N W,TI-I EREFORl',Bl:ITRESOL ED BY !I-I E l'IT\'COLI N1'li (I J·TH i'f:IT\'O F
EN<i L EW OD, ClJ LO KA DO, .<\S l'O LL OW S:
Scc uill!J.. TI ,c Cuy C un c,1 of tl,e C 11 y o l l,nglcw oa d, Colora rlo hcrd,y app rove s 1hc
Coll ecti ve Oarpa irung Ag,ccrn ~nt bi;:1wcc n the Eng h:wood Fircfi ~htcrs Locnl No. 173 6 an d the
C11 y of Eng lewood fo r 1hc Y c.rs 20 14 an d 20 I', anad,cd her< tn as Exl11 bi1 A.
Scc twn 2 The Mayor nnd th e it y 'le;k arc he reby m1tho11zcd to ~ign :rnJ ttllc!>I 1'1 c
C l lcc 11vc Dnr g:unin g A grct.·mcnt between the CnLtl ewooJ Fuclidn1,;1~ Loc;1J N o. 17]6 ancl the
Ci1y o f l;nglcwood. Col mndu . fo , Ili c yca,s 201 4 111 11 1 20 1 S.
ADO l'T l:D /\ND Al'l'ROVEI
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'OLL EC TlV!: BARG'\J.NING CONTR.ACT
BETWEE N
T i ll E GLEWOOD FlREFIGI ITERS LOCA L 17 36 • AND
T HE Cm' OF EN GLEWOOD
FOR TH E YF.A RS 20 14 and 20 15
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rNDEX • ART ICLE RE COGNJTIO Pa ge 3
ART I L E EMPLOYE · RIGHTS Pn ge ~
/\RTlf:I .F 13ULLET IN 130ARDS P"ge 5
ARTI C LE DUES DEDUCT ION r .i ge (i
AR TI CLE 5 RULES Al\'D I\EGUL/\TI ONS Pngc 7
AR'J'ICU! & U U R AT ION OF CON'J'RJ\C'I Page 8
i\lH IC:1 I· Hntm ,o FWOl(K Page Q
A l1TIC U , 8 COMPE NS ATION Page I 0
ARTICLE 9 OVER r!M E Pn£C 12
AR TICL · 10 AC.T ING l'/\Y l'nge 14
1\lfflCLE I I ANN lJ AL LF.AVF Pngc I 'i • ART I LE 12 PER SON AL LE A VE Page 16
ART ICLE 13 SH O RT T ERM DI SABILITY STD Prtgc I 7
AKTI 'LE 14 \VUllKERS ' COMl'EN SA 'l'IUN !'age I ')
AR T I CL E 15 M I LITAR Y I.EAVE Pngc 20
ARTIC LE 16 FUNER AL Ll,AVE Pag e 2 1
ARTICL E I 7 JURY DUTY AN D WITNESS SERVI CE Pag e 22
A lffl 'Lio I ~ I-I OLI U AYS Pag e 23
ARTIC:LF. 19 VOTING L EA VE Pa ge 25
ART! 'LE 20 TRAD ING TIME Pa ge 26
ARTICLE 2 1 UNPAID LEAVES OF A BSENCE Pa ge 27 •
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(CONTINUED)
ART ICLE 22 lJNIFORMS Page 28
ART ICLE 23 MrLEAGE REIMBVRS El\1ENT Page 29
ART ICLE 24 ll\S URANCE Page 30
ART ICLE 25 LIFE INSURANCE Page 3 I
ART ICLE 26 IU:T lREE HF.f\LTH INS URANCE REIMBURSE M E T Page 2
ART IC Lt 27 LAYOFF Page 33
AR TI C LE 2R T IITTION R F-.IMBURSEMENT/DEGR.EE ACHlEVEMENT
RECOG~IT ION Page 34
AR TIC LE 29 SE TTLEMEN T OF DISPUTES Page 35
• ART IC LE 30 SUP PLlES Page 38
ART IC LE 31 DRUG TE STfNG AND PHYS ICAL FIT NESS !'age 39
AR TICLE ,, a~ DEA Tl I AND DISABIT..ITY ASSESSMENT Page 40
ART IC LE 33 EXCLUSIVENESS OF CONTRACT Page 41
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CO LLECTTVE BAR GA IN ING
CON TRACT BETW EEN
T l-I E ENG L EWOO D FIR.EF IGI-IT ER. LO AL #1 '3 ,i
A ND THE
c r ,Y OF ENG L EWOOD
FO R THE YEAR.S 20(,\ a ncl 2015
Th is contrac t 1s ente red mto by and between th e C it y of Englewood (hcremat\errelcrred to as
th e "Ci ty") t11ld the En glewood Firefighters (hereinafter referred to n. the "Union").
It is the purpose oftlus l.:0 11l rn ct to ,1chicvc an<l 111a1nt ui 1 h~rmo rn ous ,dntions hctwct.:n the
City a11 d rl 1t: Uni u11; to pru vidt.: fu r equita ble and pca 1.:c:i'ul atlju~1.J11 t;11I o f diffcrcnc.:t: wlud1 muy t.1n~t:.
and to c1 1ah li ·h pmpcr s ta nd ards o f wag,cs, hnurs and o ther c:nr.ditin ns of c m p ln)o ncnt
Ex cept where limi ted by cxpr es~ pro visions elsewhere in this co ntract, nothing in thi s
con tract sha ll be co nstru1.:d to rest net, limit , or imp :lir, the ri ghtr., pow t.::-s an d uu th orily of t he City as
grn !llcd to it under the lnws of th e Un it ed Sta tes, th e State o f Co lorado and th e City's Chancr and
Munici pal Code. T he rights, powe rs, ;u,d author it y incl ude, but are not limited to, t;,e fo ll owin g:
A . The clc tcnm natio n ofFi re Dc panmc nq m li cy in c\urlin g th c righ t to ntan agc the a ffairs
of th e Fire De partment in all res pects
B. T he ri~t t a~~ign workin g hou rs , in cludi ng ove rtim e
C. The ri gh lo establish , m odify or c hange work schedu les. mann ing of apparatus,
umuu11 t o f a pparat us i11 Ilic 11m i11 or n:st.:r vc fl eet. etc.
D . The right to direct th e members of th e Fire Depart m ent in c lud ing th e rig ht to hire,
pronlC'H:, tra nsfe r or di sc ip li ne or disc harg e lor ca use. any fir el ig.htc r w1tlu n the Fm: Departm ent.
E. The t b le of organi zati on of the Fire Dcpnrtmcn t includ ing the ri ght to organ:zc and
re organi ze the f'ire Department in any manner II chooses. includ in g the size o f lt e Fire Dep artment
,mU lh c dt.:tt:n11 i1mtiu11 uf jub das~ific.t tiu n und rank s ha st:11 up u11 <lu ti .;s assigncL .
F. The determinati on o f th e safety , healt h and property protecti o n me as ure fo r U1e Fire
Dcpiu1m c nl.
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u. TI1e aJl ocmi n and as signmcnl uf wurk lo all fii efi glne ,s witl1j11 the Fl, De partm ent.
H . The de 1crmination of po hey affec cmg the selecti on or trauung o f fircfighlers.
I. 17,e sc hedu ling of nperdri ons and the clc 1ermina1i on of the nu mber and duration of hours
of as sign ed duty per week .
J . The estabhshmc nl, di sco nt inuan ce , modification and en fo rcemen t of Fire Dep3rtmcnt
rules, regul ati ons an d unkrs.
K. The tran sfer o f wc,rk from one pnsiti n to an o the r within the l'ire Dc pamncnt.
L. The ir.troduccin n of new . imp roved or d1ffcrcnl mclhod s and techn iqu es o f opcralion of
the Fire Dep artmcn l or n change in the exiscing method s and tech niques.
M. The pla c ing of s ervice, main ~cna.n cc o r other work w ith o ut s id e contrac tors or o tht·r
age ncies oft l,c Ci ty.
N. The dctcmu na t,on ofth c nwnbc r ofranks and the number offirefig!Hcr,, witJ,in each nwk.
0. T he determination of tl1e amount of sup ervi s ion necessari .
A RTI CL E I. RECOG NITION
Th e City recogni zed th e Uni on as th e organizution ce rt ifie d pu m mnt to the Ch arter o f th e City of
En glewood, as the sole nnd exc lusive co llect ive bargainin g age nt for all fu ll -time class ified Englewood
Fi re fi ghte rs in cl udi ng Firefi ghter, Driv cr-O pcrntor-En ginecr, Fi rcmed i c nnd Lieut en ants ·11,e City agrees
tha t it wi ll not decert ify or with dra w recogniti on of the Un ion as a res ult of any mcmh cr of the
bnrgn in i ng unit serv in g tc1n pomrily m 11n uctini; c.:ur,acity in a po mli on mll :;id c of the burgai11i11g uni t.
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• ARTICLE 2. EMPL OYEE RI ,HT S
Sec A.rticlc X'V, "En!,llcwuuu E111 ployec Relati ons a:1d Cruec, Se rvice Sys tem Act -I 98 I " of th e Hom e
Ruic Charter of tJ1c City of Englewood . Ex.hi bit I.
Se c r la ted City O f Englewood Policies:
• Fi 6 ·qua! Emplu y11,cn t Op pu 11u11 ,t/H wa,,s 11 1c11t
• 1147 v ,olcn ce In The Wor~']llacc
Exhibit U
Ex.hib11 I □
ARTI CLI: 3. BU L L ET IN BOARD S/UN IO I ACT I V IT Y
i\. 11 ,c City a~rct.:S to p,uvi,lc s pace in th e fir e station for Union bull eti n boards that shali be
prop erly mainta ine d l,y lhc Uni o 11 . The y arc to be use d fo r th e fo ll ow in g notices:
I . Union mcc~i11 g"i.
2. Union cl ccliu11 s.
3. Rcp uns o f ·,li on l.:Oll lll llllC'CS .
1I. Ru l in1.:s u f po\idt:s oftlu.: lntcmut iu1w.l L 11 ~m.
5. Re creat io na l or social art'ui, s uf th e Uniu n
R. The Union agrees thm ther e shall be m, ot her gc11c1•I J istribu tion or postin g by the Union
or l'111ploycc s npn n City property, provi ded, how ever, \he Fire Chief ,na y pcrnlll other mal cnal not
pruv 1Clcd fnr ah ovc at hiSJher cl iscrction to be pos ted or cl i,iri hutctl. T he mat cnal pu stcd shall not co n1 a111
nn ytl11 nc rcfl cc 11nf; dcmgmo ri ly up on th e C it y, w1y or it s cmpil1yc1;;s , or any oth t:1 organiz mio11 of Ci ty
cmpl u '""' T he City agrees that dunng wnrk ,n g ho urs nn Ci ty lllL1 nis cs m,J without loss o f pay, Un ion
in ~mb cn: ma y he all owed 10 : nll cnci U nio n :m<l /o r m;-in :i gemcm mee ting s, pusl ll11 iu11 nuli ccs, suli it
Urno11 111 c1n bers hi p du ri ng c·m plnyce ·~ n11n-work lime, an d oncorH lu ty rcp rc.:scn ta1 1,·t..: will l>t: all owt..:c.l lu
ass:s t an c.:m r loy ee on gri cv :mr cs , or npp c·1ls, prnv ici cd advan ce notice 1s g·iv\!n 10 the Cl1i cf :u,d thi; wu1k
lo ad pcnnit s. T he C it y shall prov1<lt: rc.:lief tf\r 1J nion n~go tia tors wh o ar t: un cl ut y du1 111 g ~ch cdul cd
ncgo t1 at:n g sess ions.
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/\RTI LE 4 . DUES DED L'CT l ()N
A. The City ngrc es to deduct the Uuion due s from ench hi-weekly pa ycheck of those
cmpluyees who indiV1dual ly request in writing that such deducti ons be ma de, subject to th e g;i mishment
laws of th e State of Colorado . The am ount s to be deducted shall be certified 10 the City D irec tor c,f
Human Reso urc es by the Treas ure r o f tltc Un.ion, and thc aggrcgn tcdeductio n s of all employees sh all be
remitted together with an itemiLed su11c,11 c111 to the Trcasu1 er by th e 15th o f the succeedin g month , after
suc h deduettons are made . The authorizauon shall be revocabk du11ng the tcnn of the Contrac t, upo n a
thirty (30) d ay wrillen noti ce by th e employee to U1 c Ci ty .Director or Hu 111a11 Rc:;uw ccs .
B. It is ex pressly understood that the C ity as sumes no li ability and sh all not b e liabl e for the
collcctio11 o r paymmt to the U,~on o f an y dues uri ng any tim e that an employee is not actua ll y working
for ti C ity and actually on the pavroll of the C it y. In the event of error on the checkotl li st, the C tt)' will
no t be rcspr,n sihl e to make adj us tments, until noufied by th e Treasu:er of the Uni on.
C . The Uni on shall ind emmfy and h nld th e C ity harmle ss ag ain s t an y an d di claims, suit ,
orders or j udgment brought or issued ogam st the Ci ty as a res11lt o f any aclton tak en or not taken b y the
Cit y und er the provi sion o f th.i s A rticl e.
D . Changes in the dues amount 10 be deducted sh all be limited 10 t wo (2) changes e ac h year
and provided a thiny (3 0) day w1ittc11 no ti ce is provi ded to th e Ci ty Di rector of Human Resourc e s .
E. Saould th e change m th e deduction amount or me th od requ ire a com puter programming
change, th e Uruon shall be respo nsib le fo r the cost o f such change or d 1mges, al ~30 .00 p er hour w ith u
fou r (4) hour maxim um . Payment lrom the nion shall he made to the Ciry Direc tor u f f'i11ancc and
Administra ti ve Services within teo (10) da ys ofrcce1pt of billing .
A IU ICU : 5 R ULES AND REG ULATIO NS
A . Ex ce pt as limned by th e c:,prcss terms o f tin s contruct, th e City rctam; the nght to
pro mul ~alc reaso nnb !e rules, regu lntio ns,·tx>licics, proce du res nnd direct ives . Snid m ies , rcgu lat10n s,
p o li cies, proc edures ,md direc tiv es wl 11 ch are an nll cgcd v 1o lauo11 of thi s contract s hal I be s uhJ c ct 10 th e
gnc van c~ procedu re.
l:l . · • 'J'hc City agrees to consult w ith the Uni on concerning the io nnulat1 on of c hanges o f
ru le s ,m re gulations, po li cies , procedu res and direc tives.
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• ART I LE 6. DURA TION OF CO NTlv \ 'T
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A . Thi s co ntrac t shall take effec t o u h nuury I , 20 14 and shall ct1 ntin11 r in fo rce 10 a nd
inc lu Ji ng D cccmbc-r 31,2 0 15
13 . T h.i s co ntra ct, or ;my par1 of it. •n ay be 1cn111 rnucd or rcm:g1.,liutcJ ut a11y ti 111c by 111utuul
co u,ent of both pani cs.
C . If uny ar1 1c le or sc,·ti rin nfthi . ro11 trnc 1 shou ld be h~ld in vali d by opcra tiCl n oflu " or the
Distric t Co un, or i f comp lian ce with or cuforcemen l of any ankle o r s,·,·1 io n sho uld he rcsirai necl hy
s uch Distri ct Co w I, the rcm aic,d er o f thi s co ntract shall rcm nin in full fo rce llnd effect, and th e partic,;
shall pro mpt ly mee.1 and co n fe r fo r the µurp u,c of all c111 p1 iJ 1g lo am vc at a rn unrnll y su 1isfuc1 ory
rcplacemc □I for su h articl e or sec ti on.
D. T he pan ics agree and und er stand th at pro vcs ions relatin g to empl oyees covered by thi s
c nlr uc t shall in no way dis place or modi fy pre sen t or f11t11 n: s111111 1ory case law of the tmc of Co lora do.
E. T he pai1i es ac know ledge that duci ng ncgobuli ns whi ch res ult ed in thi s co n trac e, eac h had
tl1 e unhmc tcd ri1¥1t and oppnnuni ty 10 ma.k c dcnuu1ds and p1 upo ,als will, rc~p c~t to ru,y s ubje ct or mutte r
appro?riatc for mectmgs a nd to co n fer anti 1,~ve d1sc uss 1on s and that tl 1c unde rs tandi ngs an d agrct:tueut ,
arrived at by the partie s after thi s exerc ise of th at ri ght and oppo rrunr ty :uc set fonh in th is co nt ra ct.
ARTICLE 7. HOU RS OF WORK
,\. Fo rt hose empl oyee s nss igncd lo ohifl wurk lhc worl: sc hedu le SI , 111 norm:1ll y co nsist or
nny nvernge o f r.eve n1y tw o (7:?) hou r~ fwor k in ni ne '}) co n!:ccl.!ti\'c t.la y!:, reth~curri ng work cycle s
ho sed on u twcnt y-li,ur (24) ho ur 11 lt cm utinH bu sis of Be rk ley s yi:lcm .
0 . Emp lo yees ass i1 ;11cd Lo 11011 -sh ifl work sl111ll nonnn ll y he schedu led fo, an average of ut
le., I for ty (40) ha m s uf wo1h 111 sev c11 (7) cv nsccc t1vt <l a;, rcoccurr i11 g wnrk cyc!cs
C. It is ~pc d lica ll y und erstood a11J agreed th 31 nothi11g hcrei .'. sha ll ,be const ru ed a
i;uarantccing emp loyee s a 111 i11i111 u111 01 111u x111nn1111ll!:1h cr uf hu w·~ pc 1 du y u1 per week .
ri . Thr. sc:heclul e ma y hll ch anec:tl hy the Fire l11 cf pro vide d., mi11i mum
11i11c (C/) dny s arlvnncc noti ce is e iv cn. Wnrk sc hed ule s rnay he chm1ged wi thout aclvance nnti ce in th e
ri\sc o f ,"\1n crc~nc1es ns d 1cm1in crl by the P1rc ('hicf.
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• ARTI 'LE 8. C MPE S/\'f'Jn}J
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/\. Through Dccco1ber 31 , 2013, the rate sc hedule 1s as shown bel ow .
Firc:1 g:ll cr (probauo na ry)
Fi rc:igh tc r Ill
Firc:ig.'i lcr II
Fi refig;1 1cr I
Firciigh tc1 ITI/Paramedi c
Fir cfign lcr H/Pararnedic
Firefigh ter 1/Puramc di c
nnvcr/Opcra1or/E r1ginccr
Dn1 •1:r1Opcra 1nr/F nginccr/Param c<lic
Lieut enant
'lcgular Strai ght
Time
l lour ly I ate
S l 7}1
S19.68
$21.65
S23 . I
$22 .63
S24 .S9
S27 .38
$26 .19
$27 . 0
S28 81
ll. ·n ,e sc hedul e in" A" J:>0 vc will be adjust ed o n January I, 2014 to refl ect a 1.5% in crease
o , :r th e 20 IJ rate.
C. Th e lin:tlizcd 20 14 sc hedule m::mi oned m "B." above will be adjusted on January I, 20 15
to reflect tl 1c 2015 "1mrkct meJian " as cl e1cm1in ed br tl,e 20 14 'alarySurvcv. ·n1 e "rnarlll!t median"
w,11 he ha.std upon t.he 20 14 median ""ge of the top grade Fire fig hte rs at: Auro r.:i, Boulde r, Dcnvec,
Littl eto n, So uth Metro , We st .lvbro and Westminster. The survey will be co nd ucted in the 4<1, qu.,ner o f
20 14 bphe Hum.i n Rc so un:c s Dcp:trtmc nt, v.i th th e co ncum:n cc of the EFFA Tbe Gryand th e
£Ff-A wil! 111cc1 l,y Nuvcnillc 1 l, 20 ] 4 tu appn,,c tl 1r surve y ""J fi11.ui :,,: ,hr revised saL11y 1.1blt fo r
20 15.
D . The pa y r:e tts 1rlen 11tied Ill !:.ccuon A . arc calculaled lo provide I 0% sc paratto n between
e ach rnnk fr om Firefight er Ill thro ugh th e ran k of I icutcna nl. The benchm ark !or th is ca lcula11 00 1s
Fi rcfigh tc,-1.
FIRF MF.DI C:S
2.
Ln addi1i on 10 th eir regula r hour ly wa ec r:-nc, qw1 li ficd em ployees hold ing a rank o f
Firefighter (FH, FFII , FF[rl) who are ass igned and auth orized by 1h · Fire ,hief to
pcrfo nn on a regular has is Firemedi c du1ie s shall n:ceivc :i 15%, wage iucrc1 L<;C over and
ab ove th e nffcc tcd c·m ploy e~s• hourl y ra lc. whicn shall be con s id ered pens ionab le wag~s.
111 uJdi 1i u11 I ll 1h c i1 1cg ulur hourl y wni;c rntc , qualified empl oyee s ho ldin g the pos iti on o f
Dn vcr-Opcra tor-E11gi1u::c;;r (D-0-E) wli u nmin tu l.n a cu11 cn t para m:;dic ccrt iUca tion
IU
(EMT-P) shal l rece ive a 5% wage iu crc•sc u vc, und above the aITc~tcd em ployees ' •
reg ul ar hourly ra te, wh ich sha ll be co ns idered pcn sio nn h lc wagc.1 /\n y D O E who is
EMT-r cert ifi ed ru,d i nssigncd as a Firem edi c ,:hall rccei\'c an hourly rate for acru al
ho ur s worked co mm ens urate with the posit inn of l-ir cmedi c I
l::: 1· c·. nw 1h,,ct nlngy 11 i::cr. in dctcnn ini n , th ~ ht,ur ly, pn.:mium/cvcrumc urnl ai u1md
co mr:~n :;:nio n ir. contained in l\ppcn dix A .
F. 111 addi ti o n to thei r rcg 11l ur ho uri) wa ge rate , nh ifl fire in vcr.t:ga to r!i as!-1g:1cd ::md
mn l1o rizcd b y the Fir e h tcfwi ll 1cccivc :
$.41 per hour 1,w h1 ch shall he cons idered pens ionable wages) and
• s ha ll be eli gible for di scret io nary vlcn t l'ay u f u p tu $600 ~ ,cl , ycur, pu yu ulc us se t fonh in
Para grn ph G (1): except th at thi , Meri t l'ay will not be paid ir. 20 14 nr 20 15 .
G. (I) Ea ch em pl oyee appo int ed by th e Fire Chief tu one o ftl,c fo ll owin gnss 1gnm cnts shall
he eligible fo r Meri t l'ay i11 a n amo unt dctc11 11 111rd hy tl w r:l 11 ef, 11p to a tn t;tl of~ 1.200.00
cnch yea r:
Haza rdo us Materi als Tea m Lcadcr/l nstru:tur. Tccl111ic11 l Re sc ue Tc111 11 Leader.
Safe ty Educa tiu11 Tc.111 1 Lculcr, Chi ld Passcnge rSufo tyTeam Lc.;ader : Fire \11 v~1i gation
Tea m Leader, I lonor G uard T eam Lead ct , SW /\T Meclic Team Leadcc, Wil d Lm1d Fi re
Tctlt1"1 Lc1dcr 1 harnctcrizatton Tc arn Le ader or oth er ass ignment s a~ ti d c nn incd · y the
Fire Chi ef after eo:i sultnti on with the Uni on.
(2) Such Merit l'ny shall he nwa rdctl in th e exe rcise f th e Ciders fonct iun, ba sct.l upon •
speci fi c pcrfonnancc 1:ritcriu dc \'duped l,y tlt c Chie f and made ""ailab lc to employees .
Merit Pay sha ll be detennincd and pnid semi-an nu all y, no ln\cr than J une I and
Dcccmhcr I each ycn r .
(3) No Merit Pay as set fo rth 111 thi s parni;ra ph (1 will h e pai r! in 20 14 or2 0 15 .
I I •
• ARTICLE 9 . OVERTrME
•
•
A. Standard Ovcnimc.
I. Upon de1enninatio n that the reporting of ass igned perso nnel to the du1y shit\ is
below the C ity estab lis hed level, llie call to off-duty personnel for o,,cnimc will b e made.
2. ~on-exempt e mp lo yees co vered by thi s co ntract wo rking in po si tic,n s other than
their actua l rank are co unted in ac ting ca pac ity. In the event requirements ncccss 1t at c
po siti ons be fi l led wi th ac tu al rnnk, perso nn el of said rank wi ll be orde red in.
3. ;\'on-exemp t emp lo yees covered by tlus contract s ha ll receive ovcmmc
com pensati o n fo r work perform ed over and above the assigned work schedule . Any
overtime com pensation fo rtr2 1rnng sha ll he purs uant 10 the provision s o l'llic Fmr Labor
Standards Act. All ovL,.,,imc compensation shall be calc ul ated at tune and one-half(I 1/,)
o f th e em pl oyee's regular wage ra :e, or acting w age: ra te, whic hever is h.ighc:r
4 . The m ethod used to sdcr: Firefigh ter, to work ovcnimc situ ations will be
co nta ined in procedures pubh sh::c by the F1re Chief. T h e proced ur es w ill proVJdc a fair
and eq uit ab le di strib u tion of overti me Hm ong bargainin g unit empl oyees. Ti ie proced ure
will co ntain a se lection pr ccss whc i eby an eligib le indi,i dual will not forfeit his/h er
position in the se lection process if: less than a twel ve-h o ur block of time is work ed; if
the employee is sick or on annua l leave ; or if thi s wou ld rO<J u irc th e cmpluycc to work
seventy-two (72 ) consecutive hnurs, or more. Refus al for sic kness will be accepted 0nly
if the employee wes absen t th e las t d uty day du e to illness or s hort term di sab ility leave.
Annual leave is th e period of1i.me from the end of the last day worked until th e employee
re turns 10 duty. Ho weve r, if an employe e is on annual leave, h e/s h e has the option lo
work on any bu t hi s/her own shit\. The on-duty Sh.ift Couuuandcr 0 1 a1.;1uii; Sui t\
Comm ander ma y co ntact an empl yee no earlier than seventy-two (72 ) i:ours prior to the
ov ertime ho urs tha t are needed to be filled. [n the event th at the Shift CommandL'f o r
acting Shi ft C ommander is unable to conta ct th e employee who is up n ex t for overtim e
then he/sh e must wai t unti l tw elv e ( 12) hours prior to the ov ertim e shift to consider the
employee a 'no co ntact ' and move to co ntact the oex t el igible overtime employ""·
Add it ionally, in the event that the employee is contacted and accepts the overtime ,
his/her aame c ard will he moved at once.
5. If no ofl~dury personn el wis h 10 wJrk, 1bc Shit\ Conunnn dcrwil l o rd er in th e fir st
person he/she cont acts fol lowi ng the normai rotation. !ft~. ovenirnc person is n ot at the
assigned s tation by th e beginnin g of the shift. the person '.reld over from the previ o us sh.i ll
shall be given o vert ime in ~11 ar1er (¼) hour incremeot s .
6. Lfai any time during th e shin Lh e "b sc nt p~-rsunncl returns to duty, t!J e offi cer in
charge wi ll rcliev the person "ho came m to wor k th at ovcHimc pos1t 1o n. The person
working 1h e ovcnime wi ll be paid a minim um of two (2) hours worked. [f m ore ll1an two
(2 ) h ours are worked, his/her time will be computed 10 the neares t oex t half(½) ho ur.
12
7. No 011 c oth er 1hnn the Fi re Chief, Lh e on du ly Shift Co mm anclc r, (•r a•.:-, ... .; Shi ft •
Crnn mundcr, Unio n rcp rc.sc n1 :11 ivc , at the reques t of the empl oyee, wuh tl1 •employee :tn d
manag em ent perso nne l prt.">S ent, sh all hnvc access to or revie w the overtim e n:cords . Any
person not fo ll ow ing thi s pu hcy or fo und 1am!Jc nn g with th e fi le will be subjc'C I to
disc iplin ary ac ti on by the Fir e Ch ief.
B. Emcrg!!ncy Overtim e,
I . Emerge ncy ove rtim e 1s defi ned as a mult i-nlarm sirun tion or di!-astt~r wh ere more
th an norma l mannin g 1s rt'IJ1 11 re d anrl musi he n11t horize,l hy the Fi re Chier
2 Wh en non-exe mpt empl oyees cove red by this com ra ct work overt ime on an
emcr gcncy .c:,II hack b~s 1s, thut ov ert ime shall be comput ed o n a fi rt)' (40) hour tiJ ty
week wage bas is.
C. Co mbin ed Overt im e.
l . ~~hi.:11 u 11 u 1I-1,;xc111 p 1 l.:t up)\Jycc cov c1cd by this co11t1act Is workmg ..i standa rd
ovcni111c; sh.i n mi d rcspo11d s to an em ergen cy wit h othe r .em ployees ca l le d in (,n
c111crgc1 1cy ovc1 ti1n c, lH.:/shc .wi ll be compc:nsated on the emcrgcn cy uvcrt imc b~s is drning
the pe riod of tha t emergency .
t l
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• ARTICL E I 0. ACTLNG I'/\ Y
•
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The fo ll owi ng ac ting po siti ons as signed lilld autho ti 1.Cd by th e fi re Chi ef or lh e Chi efs
cl es ik'11 ated re pri,sc nt nti ve will h~ comp ensated m full pny . The em ployee becomes eligible ~ r ac ting
pcsiti on compensati on immedi ate ly upon ass umpti on of respon sibi li ty of the-positi on.
Arttng a,,si g111nc 11t, ,,. 111 be mad e a.:co rdm g to the fo ll ow,ng procedure :
First Pno rir y -El igib ility List
Seco nd l'norit y • Pc rso r11wl w,rh DOI' Check Off I .ist
Third Priorit y -Di screti on of Shift Co mmander
First Pno n ry • Ehg,brlit y Lis t
Seco nd l'riuri ty -Person nel wit h Lt. he ck Off Lis t
Tnird Prinrity • Di sc reti on of Shift Co mmw1dcr
14
ART IC LE 11 . AN NU AL LEAVE
A . Shi f\ work em ploye es shall be entitl ed to annual leav e acco rding to th e fo ll owi ng
sc hedu le :
Hour ly.: ll ourl y
Accum ul at ion Ac cumu lat ion .'\nnual Total
Per Moqt h 1:~[~:.iJ'Y!!riUl! t lou1:s Shifts
0 -4 yea rs cvnli11u uu s servic e 13 bo uts G houis !Su 6 5
(th ro ugh 48 mo nths)
5 -9 yea rs c o ntinuow: •;crv ice I i 6.92 1~0 7.5
l 0-1 ,1 ye ar s co ntrno ous sc1v icc 19 8.7 i 7.28 9.5
1 ::;.\tiycars co 11t 111 t1 11sscrv 1ce 21 9 69 ,2 IU 5
20-24 years co nti nuous servi ce 23 10.62 2 76 11 5
2 5+ ye.u-s cont i nu ous ~crv icc 25 I 1.54 300 12.5
/\nnu nl leave shal l not be g,a nt cd to nny employee until he/s he has bee n in th e emp loy of the Cit y
for at li.:w:t !:ix Hi(.Hlth t~.
H I he m:1x i 11111111 :1<:r.11 m11 la11nn Ll f :m111 111I l~f1vr !-ha ll he two (7.) 111 es !he c·rnp lo yr·c's n nn al
annua l lea\':::. ~1c<..:u 111 u\ati c111 .
C. \ii cLl1 ocl cifSclcc1io 11 -The scl cct1011 fur us.,; of annua l h.:ti vc s hall he hy i;1;;11 io1i1y . 71tt:
•
fir . I ro un d o f selecti on bcg :11 5 hy th ose empl oyees with grca lcst <:.cnion ty clioos 1ng fi rst and those with
less se ni or ity choo sin g l:!s l. TI·,t.: second rouncl ur sclcc til1n will bce:,i11 wi th th o~c hu\'ing less scn ior i1y
c hoosing ll rst. and th<1 sc with more s eniori ty choosin g last •
1,. Use -The schedu le fo r n.sc of annual leav e shall h e cl cte rminccl hy the neccl s of ,he
Depart ment . Annua l leave sha ll be ta ken at n tim e conve ni ent 10 and app rove d by the Fi re Chief. When
an r,;rn JJ luyc.::~ ha s scli ~lluh.:J ,u111u ul h.:nvt: tl11ou gl 1 th e 11or111 al 111c lliud ur st.:lt:i.:Liu11 aml is subs1..:4u r.;11 tl)'
tr an s f on-cd to another shi ft , the City shall accomm odate sa id empl oyee's miginal an nu al leave select ion
when not to d o so wou ld res ult in fm an ciol loss du e I cnncc llnti on of trave l urr nngc mcnts.
E. Ann ua l Le ave Pay -The rat e ol' annual leave pay sh all be th e employee's regu lar s1raight
tim e hn11 rl y r:i tc of pny fo r th e em pl oyee's regul ar joh ancl charged on a working hou r hns is, <!X t ludmg
regul ar day s off Annual lea ve shall be all owed only to the to tal hourly amou nt accumulltcd up to an ti
durin g the pa y pt:r iod in whi ch th e k uv c is lakcn .
F. Mmim um LJ gagc -There shall be a one ( I) shift mi ni mum use of annu al leave tim e f'or
s hi ft workers wi th th e fo llowin g exceptio n: If 11t1 em plo yee covered un der th is co ntru ct hll!l used all o f
th e persona l lca,•c prov ided to him/h er fo r the year , th e emp loyee ma y use annua l leav e of less than one
(I) shi It as approved and autho ri zed by th e Fire Cl11 el 0 r the t.:hie t's des ignated repr esentn t1vc.
G. Annua l Le ave Pay Upo n Sc1iaratio n -Any empl oyee who is se parated from the servi ce of
th e C it y, i.e ., retiremen t, t<:m1inati o11 (1f c111 vl oy cc has oompl etcJ 6 mo nth s of conti nu ous serv ice with
tl1 c City) or layo ff, shall be co mpensated for U1c unused an nu al leave time accumul ated at the time u f
separat ion . ln th e case of U1 c dea th o f a fir e figh ter (on or off duty), th e benefi ciary will be co mp :nsated
for the unu sed annu al le av e tim e ncc urnu lutcd at th e time of death.
15 •
• AR TICLE 12. PERSON AL LEAVE
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•
All sh ift w rk c:mp loyee s co vered by thi s con trac t shall be b'T"nt cd nm cty-six (96) ho urs o f
pcrs u11 al lea ve with pa y which an tmployc c is entitled 10 u, c fo r the fo ll ow in g pur po ses :
A. Em ployee 's own ill ne ss/injury
B llln e!S s/injury ofcm pl oyee 's fami ly
C. To uttend to personal business.
Fo r any em pl oyee who h;,.s n01 us ed th e ninct y•si.~ (96) hu urs uf pcrsom,J lea ve, Ll,c Ci ty will
co mpe nsate said em pl oyee fo r the unu sed 11mc at the empl oyee's regu lar wa ge rate to be paid accordi ng
to th e pr evai ling payroll schedule. Personal lea ve tim e shal l 001 exc eed ni nety-si x (96) hour.; nor shal l it
be accuru ul a1ccl or c:,irri cd over fro m o ne year lo the next. ln the event of illness/inju ry in whi ch personal
leav e is requ es ted , the emp loyee shall noti fy his /her supervisor at le:t.sr o ne (I ) hour r rinr 10 lh c
empl oyee's sc hed uled rep ort in g tim e.
A shi ft work employee who is assign ed 10 a fo rty (40) hour e.ss igrn11c nt d urin g tli e cu u,sc uftbc
year wi ll be pa id th ~ pro rata hour s tor tr.e peri od th at he/sh e was on shi ft work.
Pers nal leave· shall he pro rn r.cd fo r employees beg inn in g and termin atin g employm ent witl1 th e
City durin g the ·ovcmber l -Oc 10ber I time period . ln th e cas e of 1hc death o f a fi re fight er (nn or o ff
du ry), the ben e fi ciary will be co mpcnsntcd fo r th e unused pro mill h ur,; accumulated at th e ti me of
death .
16
AR T ICLE 13 . SHORT TERM D IS Al3lllTY (STD )
A. Definition -Short term di sa bil ity is leave granted fo r no n-service connected inj ury or illn ess
o f a n cmpl oy,,c whi c h di sabilit prevents th e employee fr o m pcrfo nmng hi s/her duucs as a City
elllp loyc e.
[), Pro visi on -I urini~ the life of th is co nlra ct, th e Cit y agrees to provide sit on tern, disab 1lity
le ave with p a y for e mployees absent as II res ult o f illness/inju ry !II th e rn tc o f o uc hundre d percent
(100%) of the employee's re gu lar wage up to nin e hundred sixty (960) working hours, {one hun dred
twenty (120) days 'fort) /40) s hifls ]
C. ,Shon term disability leave sh all not be accumulati ve except tl 1at on January I o f each year,
the C ity shal l restore one hundred percen t (100%) o f th e num ber .of hours/dny:1 /s hif\s used by on
employee du n ng the preceding year up t a ma ximum of 480 hours, si.ty (60) days or twenty (20)
s hif\s.
D. l_j t ili znt ,on.
I . Au thorizati on for s hort te n11 di sabilit y leave wi th pay ,:h all o nly be gra ntc!l :if\c r
he fir s t s hi ft/da y o f ,foabi li:y.
•
2. Authorizatio n for short tem1 di sabi lity shall be 1,>ran tcd for tho illn c,:r, o r inj ury o f
th e employee not s ervi ce co nneeled, incl udin g ma te mi ty related di sabil ity. (Sec related
City O f En gle wood Po li cy II 31 "Fam ily And Medic a l Le :1ve Po li cy" Ex hihi l IV) •
E. S ick leave O pti on -All s ick le ave accrued by cmµloyees prior to Ja nul1)' I . 1980, shall
vcs 1 wi th the emp loyee, :md ma y he used in th e follow inll manner :
I. A fter the hours.'dnys.'s hifl s described ab o,e have bet:n used, unless th e em pl oyee
is enti tled to retirement as a re sult of di sa bi lity.
2. By cashing in all accrued sick lea ve ac cu mulated under th e previo us plan upon
nonnn l rcti rc m cn1 fro m the City at tl1c rate o f one ( I} hour's pay for eac h t .v o (2) hours of
accrued s ick leave at the employee's regu L,r rate or one (I) ho ur's pay fo r eac h fo ur (t.)
ho ur s upo n separa tion from the Cit-y.
3. By cash in~ in accrued sick lcJ vc w1d cr lhc pre vious plan , oncl! ea ch yea :-at the
co nversion rat e of four (4) hours sick leave fo r J ne (1) ho ur pay , not to exceed a
co nverzio n o f more th an fo ur hundred (1100) hOlm; eac h yea r.
r-. Reporting o f Short T erm Di sabilit y The empl oyee or a member o f the e m plo yee's
ho us ehold s hall noti fy th e empl oyee's S hift Co mm ander at leas t thirt y (30) minutes prior lo the
em pl oyee's s c hed uled re-porting tune. The emplo yee's Shi ft Co mmander m ay wJi ,e the reportin g
r equ irem ent depending upon the circums tan ces su rroundtn g the sho rt term di s abili ty
17 •
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•
G. Verifi cauo n of Di sabi li ty -lf absenc · from work is three('.:) co nsecuLive work days/shifts
or more, a med,cal rclc1c1c mu st be provi ded by Lh c c1npl0 ycc . If th e Cit y req uires th e emplo yee to seek a
second opinion , th e City will bear th e cos t of Lhc second examinat ion.
11. :\busc •uf Shu n Term Disa bility -Abuse of sho11 tem , disab ili ty occurs when an
emp loyee misrep resents th e actual reaso n for re questing sho11 term disa bility o r when an emplo yee us es
5hort 1cnn di sabiliry lea ve fo r unau1hon zed purp oses. An em plo yee who mak e; a false claim fo r sho rt
term disa bility leav e shall be subje ct to disc iplin ary actio n. up 10 and inclu di ng terminatio n .
A RTI \.L.E 14 . WORKE RS ' r.OM PEN ATIOt\
A r-nr 11ny wn r rclsi ed injury/illn ess which causes any employee to be absent fro m work ,
the C ity s hnll pny c mployec his/t,cr fu ll wages fr om th e first rtayofhi s/her ab sence fro m work up 10 w1tl
,nc ludin!) the 9U th ca le ndar d ay , f .s uch ab sence, less .wh atever s ums re ceived hy .the e mployee as
di sab ility.ben efits und er Worker;' Com pe nsat ion . Tiw•ri y reserves the righ t to requi re a ny e mplo yee
on mjury or dis ability leave lo submit to nn exam inatio n by City-appoint ed ph ys ic ian s nt the City's
expense or wider th e provision of worker;' co mpensat ions r th e rct iremcnt /pcni;;iC'll provi sio n ;_t~
prov ided under Stat e stat ute .
ll . Al I 111Jun es hat occur du r:ng workrng hou rs sha ll he re p oncd t th e empl<'>cc',
s up erv isor w 11 h111 twenty-fo u r (l 4) hours of the mJuryor before th e e mpl oyee leaves their dcparrmc11 1 0 f
e111 ployrn cnt un le ss circ um stances beyond th e co ntrol of thr em ploy ee would no t pt:rrni t.
IY
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• A RTICLE l 5. MILIT ARY LEA V E
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•
Military Leave w ill be granted per the City of Enelcwood Admini s trutivc Policv M un un l, ri35
"Military Leave Policy'' -Exhibit V .
ART ICLE 16 . FUNERAL LE ,\VE
The F ire Chi ef sha ll b'T:t nt lea ve with pay 10 an empl oyee to ull end th e fun eral ofa member of the
emp loyee's fam ily . Ti1c num ber o f da ys/shifts granted sha ll be go vern ed by the circwnslances o f -the
c ase, but 111 n o eve nt shall th ey exceed three (3) o f th e empln)ee's regularly assigned days/shifts . For
the purposes of 1h1s secti o n '1cmpl o ycc's fa111i1 y11 s hall mea n the empl oyee's s po use, or lh c ch ildren,
grandch ild ren, parents, grandp ar ent s , bro th ers und mtcrs of th e employee or o f th e employee's spouse.
At ll,e cli '-c rn f 10n of the Fire Chief or dcs1gncc, :1nn1111\ lcri vc or perso n.i i lc;-ivc may· c util12i.;d to ntt cnd
the fun era l of peo ple th at arc 110 1 in cl nrlcrl in the lis t nbcw c I.cave fo r th,~ purpose may be i.;ran tt;rl
out si de o f 1h e nnn al lc,ivr polir.i es of th e F1re Oc p:ll"tnh~nt
2 1
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•
•
• AR TI C LE \? .l l JRYD UTYAND \\TTNESSSERV IC E
•
•
Lc11vc ma y be gran ted to an emp loyee fo r se rving on jury duty or as a witn ess m hi s/h er offi cio \
capaci ty in obc<licn cc 10 a subpoena 01 dire ction by legal nulh ori ty. Hc,shc slrn.1 1 be en tit led tr, the
differen ce between his/her regul ar co mpensa tion and Ute fees rcc c,vcd ru, jury dut y 01 a.s a wi 111ess .
When he/she is s ubpo en aed as a wi tness tn pnvalc liti gation to tes tify , not in his/her ollicia l capaciryb ut
as an individual, the ti me absent by reason the reof shall ~e taken as ac crned leave or leave wi thou t pay .
See City OfEng lewnocl AdmmistratJ vc Pol icy Man ual. #3 4 "Jury Du ly A11d Witness Scnoce" -Ex.hibit
VI.
22
ART ICLE I 8. II OLIDA YS
A. (I) Shi ft work e mployee,. cove red by thi s com ract wil l beclig,ble for eighty
(80) hour s ofholidny ti me -o ff or pay.
(2) The payment fo r holid ays will be mndc m No ,·embcr of each year bnsc d on th e
emp loyee's regular struight lime hour ly wage rate . Emp loye es must nollly th e
Departm ent by Octobe r I of each ye.nr, of th eir i111enti on o f receivin g ho lid ay pay 111 lieu
of 11 111c off
(1) Holid ay pay for tcim in ntin g and new hi re em plo yees will be clc ,crmi ned on a
mon thly pro rata basis. (Exampl e: If an employee re tir es on Apri l 30, th<.:
emp loyee is eligib le on a momhl y pro raia ba sis for six (6) mon ths 01 ll nc-hal f'
(\/,) of th e ci [:i11y (SO) hours lmliday bc nd it.) In the ca s e of the death of a fi1 c
Ii~1tcr (011 ur o ff duty ), the ln:ncfi cinry wi ll be comp ensa ted fo r th e pro raw.
u11u s..:d liulida y lc:avi..: ti111 c: accurn ulmcd nt the time vf deat h.
U. fo rty (40) hou r empioyec,. will not be c\ig ih lc to receive n holidn y pay cas hout, but shn \l
rece ive th e d uys off on the twdvc (I 2) o f't icwlly rcco gni t cd Ci 1y ho lida y,: prov id ed th e empl yee has
il Ctu ully work ed or had appro·.,c d paid leave on the day irnrn cd ,a1c ly pnor to and fo \h)wing" ho\id Jy
un less oth erwi se ap proved by th e Fir e Chief. A sh ift work emplo)'ce wh o ,s assigned to J f' rty (40)
hour a!;s ign rnent during lhe cou rse of the }'C ar wi ll be pa id the pro ra l a holid ay pay c:i.s hout :n Nove mbe r
fo r th e pt.!r iod that he wit~ on shi n work.
•
However, lo r th e duration oi th e 2014-20 15 t"o ll cr.ti v,• hnrgai nin n ni:rrcmr.nt th is nni r lc ~h:i ll h" •
admm1s tcrcd as fo ll o ws:
A. (I) Shift work employees crwcrccl by th is contrac t will be ch gi bic forninc ty-six (96 )
ho urs of holid ay ti me -o ff.
(2 ) For any em ployee whu hds no t use d th e nin ety-si, (96 ) \,ou ,~ uf ho li day ti111 c off
by the cm\ o r October or each vcar . 1h c unu sed hours will be co nve ned 1: I to th e
e;nployce's com pcnsatory t ime bank .
('I) \ lo\i day hours for tenn inutin g an d new hi re cmplu yccs w ill be dctcnn,ncd on o
mo nthly pro rn tn bns is. (Exn mp le: lf nn emplo yee ret ires on Apri l 30, th e
cmp lo;cc i, eli gib le on o monthl y pro rota basis for s ,x (6) months or one -half
(1/,) of the nin ety ;ix (96) hours hol ida y benefi t.)
B. Any ,;hifl fircfi&!1te r who is requ ired to nc tually wo rk on an o fficia l Cit y hol ida y shall be
puid n holiday premiu m in addi tion to his /he r regul nr hour ly ra te of com pensati on. Such holiday
premiu m sha ll be one halr(.5) the [irctightcr 's regu lar hourly ratcol'pay, and shall be paid fo r each hour
ucruall y worked between 12:0 1 AM and 12 :00 midn ight on a l'ny hohd ay .
23 •
• TI1e followi ng days sha ll be cnn s id crcd offi cia l hohd nys by th e Ci1 y.
I . New Ye'" ·s Da y: Jan uary I .
2. Marrin Luther K.ing Da y: the thi rd M u ml ay in Ja nuary.
3. Preside nt's Da y: th e third M o nday m February.
Memorial Day: 1hc las t Monday in May.
S Ind ependen ce Day: July 4 .
6 Labor Day: th e fir.a Monday in Sc-p lcmbcr.
7 Vc tcrnn 's Day: November 11 .
8. Thanksgi vmg Day : the fo urth Thursd ay in N ove mbe r.
9 Fo unh Frida y of November fo ll ow inµ TI1 anksgivi ng Day.
I O Chri stmas Eve· December 24 .
I I. Clni s1 m r~, Dny . December 25 .
12. l\'ew Year's E,e Day . De e mb:r J I.
•
• 24
A R l'I C LE 19 VU'l'IN li U :AV c
Vo trn g Le av e wi ll be granted pe r th e Ci ty O f Englewo9cl Acim inimativc Polrcv Mn nua l, #19
··vo1111g Leave' -E:xhr b rt VII
25
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• ART ICLE ~O . T RAD I>iG T IM E
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A. Em pl oyees m ay be p ennitte-0 to secure another Firefighter of equal rnnk nnd q ua lifi cations
tn s ubstitt11 c fo rthem s u bject to the approva l of their Shi ll Commander. The employee s ubsti tuting shall
be responsible to work ti1e scheduled s hi ft and any absence sh all be charged agains t that em ployee. Any
req uest fo r s ub s tiru tc s shall be s igned by both Firefighters and appro val of th e S hift Corrunander sh,J.!I
also be in writing.
B. T radi n g time shall be governed b y th e fo ll owing criteria :
I . The trad ing o f nmc is do ne vo lun tarily by th e emp loyees parti ci pa ti ng in the
trade .
2 . Th e reason fo r tradi ng time is due to th e e m pl oyee's des ire ornecd no; beca us e o f
Fire Department operations.
3. If a trade requ es t is d e ni ed by a Shi ft Comman der, the Shift o mmander s ha ll
prov ide a wri ucn stalL:mt:11t tu the n:c.iuc::sliu g cm pluycc witJ 1 Liu: rt:~011 fUr dc::uial uft.ht::
requ es t.
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ARTICL E 2 1 UN PA fD L EA VES OF ;\BSEN CE
Lin paid leaves of ab sence may be gra nted per th e Cit y Of Eng lewoo d Ad min,str:11iv c Poli cy Manu al, #38
·'Unpaid Leave of Ab sence•· -Ex hi bit VII !.
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• AR I \C LE 22 . UN IF ORMS
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A. (I) lf an employee is requir ed 10 wear a uniform and /o r safety eq uipment, the
Lmployec shaU wear th e w 1i form aod/orsaferyequipment only as authorized or required
by th e Depattmen work ru les. All employees shall maintain a pre sentable nppea,:wcc
whi le on duty. The emp loyee is re spon s ib le fo r an y dama~c to the uni fo n □ or safely
equipment by negligence or deliberate ac t. ·1 he City will be re s ponsib le for providing all
unifom1 s and ,c;:1fety equ ipm ent.
(2) Th e Dc part111 e11 t n a rcp laccmeo t basis will bear th e cost of replace ment
umfomt s. The new rcr,iacemcn t unifonn wil l mee t or ex cee d Natiomtl Fire Protecti o n
Assoc iati on (NFPA) standards.
B 711c Dep artmen t will authori ze tmd requ ire specifi c shoe5 311d wi ll provide a footwear
reimburs ement of fi ftypc rce nt (50%) of tb e w sl uL,uU,on~cd fu otwcar up 10 a 111axi111u111 of$ 130 .00 per
year.
C . l'hys:ca l fitne ss s weatshirt s , swea tpan ts , and runn ing short s will h e provi d ed by the Fire
Dcarlmcnt fu1 c111pl oyees engaged in the Dcpurtmcnt's ph ysical iiu1css program. The nno ve c lo th in g
will be provided acco rding to an as -needed bas is, detcm1in cd by the Fire Chi ef.
D. Cleaning -TI1c <"'ity will he re spnnsihle for pro\"idiJ1g cleaning for all unifom1 s and/o r
safety cq uipP1cnt.
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Al<T IC L !:o L \ M I U .AUE IU ,IMllUK '1:.MF T
A Fire fi ctucr wh o is $pCc1fi call y aut hmi zed by the Fire Ch,cf to pcrat c his/her r crs una ll yownc<l
aut omobile in conduct o fCiry bus incss shall he paid mileage in accordan ce with thcQ]yo 1;n.&lcwuoc\
Administrative Po li cy Manna!, /149, .. Travel ":
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• ARTICLE 24. [NSlJR.AN E
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A. MED IC/\L
The City will pay ni nety percent (90%) of th e premium cost fo r single coverage fo r
medi cal insunmcc . Emp lClyec s will pay ten percem ( I 0%) of the premium cost fo r sin gle
co,·erage fo r th e m edicaJ insuran ce plan de s ignated as the basic City plan .
The City wi ll payci~ht y-five percent (8 5%) of the prcmiwn c:o st fo r "emp loyee plus o11 e"
covera ge fo r med ical insurance . Emp loyees will pa fiftee n percent (T5 %) oftli e premi um co st
fo r "employee plus one " cu vcragc for th e medi cal ins uran ce plan des ignate d as the b,Ls ic C ity
plan
Th e City wi ll pay eight y perce nt (80%) of the premium cost for "famil y" cov erage fo r
medi cal in surance . Emp loyees will pay twenty percen t (20 %) ofU1e premium co st fo r "fami ly"
cove rage fo r the medical i11 s uran ce plan de signated as the bas ic Ci ty plan .
lf'thc City o:fcrs un y op tional medi cal in suran ce plun (s), the em pl oyee will pa y th e difference
be tween the Cit y's onuibution describ ed abo ve and th e pr emium cost of th e o pti onal plan
d 1u scn.
13 . DE . 'TAL
TI1e Ci ty will pay nine ty percent (90%) of the premium cost fo r su.1gle coverage fo r dent al
msur anc c em pl oyee s will pa y en percen t ( I 0%) of the premiu :n co st for s in gle coverage fo r
den tal insura n e.
·11,c 1ty will pay ci gbty-fivc percent \85 %) o f the premium cost for ·'employee pl us one"
co vc mgc fo r den tal U1S urnnce . Em pl oyee s will pa y fift een perceot(l 5%) oftr..: premium co st fo r
'·empl oy ee plus o ne" co verage fo r dental iu su ra.nce.
Th e City will pn y ei gh ty perce nt (80%) of' the premi um cost for "fam il y'' co verage fo r
den tal ins uran ce. Emp loy,·e will pa y tweury percent (2 0%) of the premi um cos t fo r "fami ly"
cove rag e fo r dc:uta l i.n :;uran ce .
C. lt 1:,, undcrs1no cl rmcl ngrc,:d thnt sho uld th e prem ium co sts fm either oftbc City's
in su rances be re du ce d durin g :he li fe of th is contra ct. th e City an d emp loye es will equa ll y share
in the prL'111iu1111utc 1cJuct iu 11.
D. /\ny di s pute concern ing th e in tcrprctan on or ap pli cati on of benefi ts provid ed wi der the bea.lth
or dent al pla ns s hall be subj ec t to the plan a pp ea l process. It is express ly understood that thi s
ant clc 1s a non-gnevJb le ll em under thi s co ntrac t.
E. 111 the e vent that a mc,nbcr of't he bar gainin g uni t is killed i11 the lin e o f duty , th e City shall
pny SO% of the cos t o f CO BRA co verage (med ical and dental fo r the s urviving s pouse and
depend en, chil dren . The remain ing 50 % of th e cos t of COBRA cov erage sha ll be borne by the
1101 011 .
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AIH I L E '.!5 I.Jr-E I N SI Jl(/\N('E
T enn life in s uruncc will he Jlrll\'Hlcd b) ih t'1 1y fvr em ployee s covered by thi s co ntra ct in the
umount or on e tim e his,11cr 11n 11 u11 I bn s suln ry Upon rcti rr menr, he em ployee ma y conve n the hfr
insura nce p1,;r the li fe 111 sunm cc plru1 convcr ~10n 11~cc111 on1 in plllcc 3t Lhc tim e ,,fhi s/hcr reti re ment.
Wh en ~ mc mhcr ufth · h1u ·g11 111111 g 111111 i,i ~ii led in l:Je line of du ty or dies fro m inj uri es susta111cd
in 1hc line o f'clul \'. the ·,1y shu ll puy !he c st (I f 1e11r.01rnh lc fonc rn i ex pen ses i11 ct11T ed by the su1v 1vurs up
to a maximum or'1 c1 th usund dnllnrs (110 ,000 1. l'l,is 11 111t1t111l ~ha ll be offset hy any ol hcr pa )on cnt s
prov id ed hy Colorad o \Vor kcrs ' Co m1 cn!-i ullnn ,0 1 nny OLhc r in :;urancc ag ency or or •~1.ni za tion .
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• ARTI CLE 26 . R.ETmE E HEAL Tl I IN SURANCF l'"E lMBUR SE MENT
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The C1ry at,'Tcc s lo all ow re tirees arnJ future I ctiJccs a conversion pri vi lege to the health
tnSUJ ancc convers ion plan avai lable throu gh the City . fo , em pl oyee, wli u rcorctl un u, b durc .
December 31 , 1995. th e City agrees to pay fifty percent (50%) of the cost of coverage of th e he a lth
insur:incc conversion plan or oth er pl an se lected by the retiree up to a ma.~imum of $75.00 per m onth
for the emp loyee and including the emp loyee's dcpt11dent s. For empl oyees who re ured on or after
Jan uary I . 1996 , th e City agrees to pa y fifty percent (50%) of the ost of coverage of th e health
insuran ce co nversio n plan or oth er plan se lected by the reti ree up to a maximum of$ I 00.0 0 per
mn n1h .
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AR TI CLE ~7 . LAY OFF
Whcucvcr tl1 ore is Jue l. or work . luck of fund s, or 01h cr lcgi urnmc rc11so ns rcq :.i iri ng red uc ti ons in
1hc number u f·err1pluyc'CS, th e up111•i11 ti11 g auth ori ty shall des igna te th e pos i1 io ns in which th e Inyo ff is to
be m ndc . Upon .;uch dck:rn1 i11 ati un , th e re qu ired numb er of empl oye es in u,e affecte d pos i11011 shnl l be
J)l accd on u layo l'fli st 01 tru 11sfc1 rcd l,v 1h c np1>o i111in g auth ority, cor.h in ord er ofh,slhcr relative le ngth
and qualit y o f scr-v1c c as show n l,y the pe,sonncl reco rd s. Emp loye";; on lnyo ffshall be rcc ullcd in th e
orde r uf sc11 iu nty provided that 1h i•,,e , ccn ll cd hnv c the dcmons trat od ub ilit y nnd su me,qu oli ficatio ns to
;>c rfonn the u vai lalil c w<1rk ns ,\e1,.;ru 1;a cd·by th e Cit y. Any employee in a hi gher rn nk , if laid off, may
11a ns fe 1 to ,1,., p1cv inu s low e, rnn k 'I he layo ff I isl :hall te nn inat c a fl cr ci gh1 ee n (18) month s .
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• ARTICLE 28 . T U ITION IU.L\1!3 URSEM ENT!DEG REE ACH IEVEMEJ\T RE OGN ITION
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Tuil ion will he 1c imbu rscd pc:r e c City of Engl ewood Admirn stroti vc Poli cy Monunl. 112 9
... I uition Rci rnb urs"111 "11L'Dcgrcc Achic vc111c 11 t Recog niti on" -Ex hibi t D< .
ART ICLE 29. SETfLEMENT OF DISPUTES
A g1 iec:vuuce is cl e fi 11 eJ us w, ullc~cd vi olat ion of a s pecific provi~i n of th is co,,tra et. 111e
e mployee a11 d the Assoc iat ion shall be required to fo ll ow th e procedure ns se t ou1 hc lo w:
I fan 1.::111 pl uyc..:l' is unabl e lo sctt ic the b'11 cv 111 , · ,w d1~ru 1;orall y and in fom :nHy through hi~/her
:,hifl c0 11u1 w 1ulc1 w1 tlii 11 fi ve (5) bus rn css da ys o f lhu da t.c or tii c occurren ce o f the gri cvn 11 cc 1 r the
c111p luyc c's k.11 uwkdgc of it , the emp loye e mny, i1 ni 11 t.hc . uccccd in g fi"c l 5) hu:;i ncss ,\ays, fil e u
w rillcn g1 icvn nr;c with hts/hcr sup ervi so r. Th e shift .,,)m,ru11 1dcr ,;hn ll ottr:rnpt to adj ust th e m nlt cr :111d
::c.ha ll 1cspu11t.l m w 11ti ng 10 1he emp loye e within f. •c '5 l-i 11 ·h c!is dn ys
St<;p 2
I f tli i; ans wer is not s111i sfnc 1ory 1 th e matt er sh11 II be pre!>c nt cd 11\ wri :n 1g hy th e CnlJ'l oycc to the
l'ire Chi e f wit htn fi ve (5) bu sin ess day s fo ll owi ng 1cc ei pt o f the Shi ft Co m in 11nrl cr '1 res ponse. n ,c Fi re
C hi cfs La l l :-e.s poml in wri tin,,; tr, the c1np loyc c withi n fi ve (5) homnc:;•; da y.;,
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I f the uns wc r is not smisfuch>r)\ th e mnt lcr :,l rnll be pre!ie nted in w ritin g, hy th e em pl oyee to L½c
Fire Chief nnu th e l lumnn Re sources Direc tor wi thin five (5) huai ne, s do ys fol lowing rece ipt o f the Fir e
... hict':, respo nse . Th e Pir c Chi ef on d th e Hum an Rc;,ource!I Director \ 111! nl cct, i1 wcu 1iga tt.:, and di s uss
th e 1;ri ev a11 cc . The Fir e Chie f shnll res pond i11 W' ,ting lo th e em ployee withi n fi ve (5 ) bu sin ess d ays. •
fug,_ 4
If the gn vancc sti ll rem ain s unud1ustcd, it shn ; he pr sented by lhc emplo yee t<l the City
Man ager in wri ting w1thm liv e (5) hu smcss days fo ll owin g rece ipt o f th e rcsponse of the Fire Chief. ·11,c
Cit y Mun :i gcr or his/her des ignat ed rep rese ntati ve shall respo nd in writ ing wi thin ten(! 0) bus in es s day s.
If th e i;ricv :ui cc is still un so1 tlcd, the Asso;iat io n, withi n ten (10) busine ss days afte r receipt of
the answer by 1i 1c Cit y 1'.1 nnagc r o r hislhcr dcs1gnm ed re r,re 5cnt ative, may by written not ice rl!t1uc st the
m att er be ubmitt cd to ei ther m cd in t ion or arbi trJt ion .
(a) Mediati on.
(I ) If mcdiati o 11 is requ es ted, the pnn ies wi ll attempt to murun lly agre e upon o
111t:dialcir . If wit hin liv e (S) cla ys of the requ est fo r med iati on th e Ass ociatio n :mJ the Ci ty cann ot
mutuall y agree on the media tor, a req ue st will be filed with th e Ameri can J\rbi tration As soc iation fo r a
pan el of sev e n (7) med iators to be se nt to the ponies.
(2) Th e med iator will be sc lcc tccl by u me thod o f altcm uti ve stri ki ng of names fro m
th e. pa n"I, wi th the fi rs t stnkc determ ined by n coin fl ip. ·n,c linitl nnmc lell on the p:uic l will be th e
111cd ia to1. 17 ,e mcd iawrwill con vene n mee ting of the pnrti cs nssoo n ns po ss iolcand attcmpl lo devel op
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a settlement nf thc grie vance which is acceptable to both pa rtie s . An · s uch settl ement will be in wnung
and wil l be da ted and sig-: byrep res L'Tl tat 1vcs of the Assoc iati on and th e City and b)' th e med iator. n,e
tcnnsofnny such scttlcm,.n t will be im ple mented by both parti es . !fa se tt I em m t is 1101 reached thro ugh
the med ia tion process, th e med iator will noti fy both partie s in wri tini; that the meciiation proee s b:lS
con clu ded. Such notice concludes th e 1Yic,·d11 cc procedure .
( I The fees of t he media tor sh all be bo rn e cqwilly by the Ass ociatio n and tbe City .
(b ) Arbi trati on .
(!) If the Assoc iati on rcqu csLs nrbi tru tio n , th e part ies will at1 empt to choose a
mutua ll y agreeabl e arb it ra tor. If withi,: fi ve days o f the req ue st for ar bitratio n the
Ass oc iation ,tn d the C ity cannot mutually agree on an imparti al irbitratur, a rc4ues\ will
be fi led with th e Am encan Arb icra tion Asso cia1t on fo r a pan el of seven arb itrators to b e
sent to th e pa rt ie s. 171c arbitrator shall be sele cted by a m eth od of alt ernative striking o f
name s from the panel , wi th th e fi rst stri kcdete1111in ed by a co in ll ip. The final name-le ft
on the panel shull be the arbitrator. Th e arbi tra tor shall be req uested to iss ue a ci ecision
wi th in thirty (30) Jays uf\er c onclus ion of tes timony and argu ment. ..
(2) r 1ch party s h all be responsih le for co mpensat ion to its own representat ives and
W!ln cs. es. The fees o ,'the arbi1rawr shal l be borne eq ually by th e Assoc1a h o n and the
City.
(3) l f either part y de. ires a verb atim record of the proceedings, it ma y cause s uch a
record to be matk , prov ide d it pays for th e re co rd and mokcs n co py uv.ai labl e .to th e
arbitrato r. If the other party wishes ,10 have a copy of the tnmscrip t ii shall s hare all costs
fo r the transcript.
l\utho ri ty o f Ar bitrat or.
The a.rb itrnl ur shall ha vc no power to add to or subtrac t from or ehnnge the terms of thi s Contract.
The wntten dec ision of the arbitrator shall be fina l and binding upu u th e part ies . Th e arb itrator shcll
!unit hi s deci sion scri ctl y to the grievan ce s ubm itt ed which has been properly processed th rough the
gri cvnn ce proc ed ure ..... Hli ned.
Tim e Limib';
rm lure by an cmplovce to co mpl y with att y ti 111 , li111i lslion ,hall cons titu te a settl ement of th e
gri evance Sho uld the em pl oy er no t res pond w1tl1in th e prcscnbed lime, the grievance \\~II aummati c:tl ly
pro ceed t~ the nex t step .
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Ciri e va11 :e C 1t1on
· It is agreed that should the appeal procedure as prov1dt:d under 138:3 o f Lhe Cil y Charter or
nppli coh le City policy prnvis inns he util i1:ed, re cou rse to the i,'licvanoc proccdur~ included in th is Article
sha ll he waiver!.
f>r ncr~c;c:.in11 Grievnn cc Ouri n , Work Hn urs
Ci,iev:i.ncf!.~ may he invec:.ti gn ted and pro cessed hy th e cm loycc durin g working hou rs within
rc:.1 c:.n nah le 1i rn c lim it~ w ithout lC'lss nf pay pro\'1cled noti ce is give n and the work load pc nnit s. Th e
employee <h a ll he 2ll owcrl to att end h e:nini;s whil e on du ty .
nr:11 nnd Written Correctiv e A ct i rn1
.Ora l Corrective Acti on --\Vhenever grnunrl s fnr co rrective aclinn cx ii;t an,t 1hc su pervi sor
d ctcrm m ·s that the incid ent , action or behiwior of the em plC1yce is such th at more ~cv ~rc act ion 1s not
inm1ed in tc ly necessary, th e supervi~o r houlct ,orn lly t.omm uni cn lc to 1l 1c em p loyee th e '>llpcrvi so r's
o b scrvnti on of the prob lem nml offe:-n,sistn ncc in co rrcc1me 1hc s irnati on ., \V hcn nn or:d cn rrcc t1vc
ac tion is given, th e superviso r sho li)d ens:11re thm th e ~11pervisor c:: Inn, ic:: r1 ncumentec1 tn shfl \V dare n th e
co1rec1i ve a cti on anti th e n.lturc o f 1hc co rrecti.vc.ac1inn . T he.employee shn ulc\ he ncl vi,cd th:ll th e
correr.ti ve ac ti on w ill be docum ented in th e supervi sor's -lo g .
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\Vr itten Co rrecti ve A ction --\1/hen tlmsuocrv isor determi es 1h a1 n wri11 cn co rrcc iivc'. ac 1io 11 is
appropriat e and necess ary, the. corrective act ion·sh;1ll he addres sed lo th e employee anrl sha ll i,.dud e the
v i lat ion , he spe ifi c beliavior an d Lhe dales of th e beha\'ior (whe n a pp ro pri ate) th at sup pon th e ch2 rge; •
the warn in g that continuance o f this behavior wi ll res ult in d isc ip linary action ; an d an offer nf assistan ce
in co rrecti n g the chavior.
A s igned co p y a l th e co rrcc11 vc acti on by the supervi so r s h all be in c luri cd 111 the empl oyee's
of't icial perso nnel tile in the Human Reso urce s L>cpanmcnt, :,nc the emp loyee shall have ~,c opportunity
to s ubmi t wri tten comments m res ponse to the correcti ve ac1i on to be incl uded in th e fi le.
If an employee disagrees with the letier of co rrective action , U1 e employee, w1thm seven (7)
calendar days 1 may request a revi ew of th e written co m!c tivc acu on by th e Human Resources Director .
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• ARTICL E 30. SU PPLIES
A. ·n,e C it y will provide w,d maintain suppl ies and equipme:n for the no rm al operation of
th o Fi re Department. These inclu de: ·
I . : undry: linens and clcJning of same.
2. A ll i(,1chcn a~,~;iancc s and uten s ils , and repai r and/or r epla cement of s umc.
J . Priv at e p~;i np in each : .ati nn and maintenan ce and/or repair o f same .
4. Mai •1,c:niu1ce ofT. \'.sand reco rders.
5 It em •, {" ri e nc (soa p, toilet paper, c lc .).
A. ·p-• 1•·,w1,:••, .,.s c,fth t5 Articl e wi ll be und er the co ntrol ufthc Fire Chie f. ludiv itl u>ll ubusc
to be dea it with on an ind,vidual b s is .
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AW:"!C J.E J I . D RUG TES T I NG AND P!-I YS ICAL FIT ES .
1 lnic 1cs 1m c anrt physic:11 li 1ness nre pcnni ssi vc suhjcclS or ncgoti 1,tio ns .
The Ci 1y agrees rons1s te11t w1th Articl e S of 1hr l'nll cr.11 ,c Hargm nincAgrccmc11t In co n~ult with
th e Uni on rcgu rdin gthc fo nnnt ion of an y dru g tcsti nd iJol.cy'or pl:ys 1cal titncss probrrn m. In achil 11nn , 11
is 110 1 th e C it y's int em i~n io ima itut c rand om d~ig tc.l·tif !1 ~.ow or in th e rO'rcs ccablc fu ture .
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ART ICLE 32. n AT H ANO DI SA.BILITY AS SESSME\IT
For lir, fighters hi red on or uHc r Jun uury I , I 99i, the co ntrib uti on req uired by§ 3 1-3 1-8 1 I ( 4),
C.R.S., shall be asscsscd •e4 uall y aga inst the C it and such firc fightc1 Sil th at fifi y pc, cent (50%) . r ,'1 ~
co ntribu ti on req uir ed by the st ate sha ll be assess ed against the tlrctig),t": and fifty p~-rccnt (50 %) shn ll :,~
as sess ed again st tl1e Ci•, .
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RT ICLE 33. EXC LU SI VENE SS O F CONTRA CT
rhc C:11 y all( 1he Un inn agree 1h :1t th e tL.11 11s and prov i:-:iotH he rein cu nta111cd cons li tut c the; c11l i1 e
co11trac1 bet w ee n th e p:m 1r-s :i nd sup ers ede nll prnv im 1c:: com munica tio ns1 rc;;,rcs entuti ons or JgreemL'Tl l~.
e ith er vc.;rhal or wri u cn, betwee n the parties with rcq,r.;c t lo thc Sl birct rmll'c r hc rr 111 T hr C it y :met the
U11 io11 U.!:;f cc tha t 111 ncgotin bl c i te m s h ave bc<:n dis cussed d unn g the ncgo 11 ::.l ns lc :i<h ng 1.0 tll •-; LCml :-:H't
nn I, therefore, agree th ni ncgm iati o ns will not he reopen ed 01 1 :111 y item du~i11 g the li fe o f thi s co n:r,1ct ,
cx t.:cµ1 hy 11 1u 1urli oma:nt 11 i" the pm1,es.
IN W ITN ESS WH [RF.O F. th e poni es h1tl'l' caused 1h1s <:<11 1trn c110 ~c s ign ed uy lhci, , cs pcc1 ivc
r cp rr-1.:c nt a1 1v1 •i;; anrt th eir ~i 1nat urc i:. placed thc rt-o n, on thi s ___ tfa) of Jure. 70 11 al E:1!;kW11lll.l ,
Co lorado .
ENGLEW OOD Fl.RE l·IGll,'ERS
I.OCA L 11 17J G
CIT Y OF ENGI .FWO OI)
~1:--____._ r
A ttcr.t :
C11yC lcrl:-1,o u cris r.i a A. Ell is
Cit y Man:1ger -Ga y S c ars
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C om11utnt1ou of F'irc fl g bt cr Puy
Th re e shift s (& B and CJ P. ovid c)65 da ys of fi!lc \._JV~rng~. i4 hours a da y fo r a 10 1al of 8760 hours per vcar.
87 60 hours JM year 11 shins -2920 bo urs per shift per )"'..;,r.
J(,5 days per yeru / 9 doy cycle, -/4 0.55 9 doy sh:fu; per year .
2.920 hours pc: ~h 1n pc1 ycai / 40 55 9-<l.i } \:v.;lcs pct year =-72 hours per s hift
FLS ,\ Jaw states lha t b8 hours m a 9-<ia y cycle fo r fu efighter s ,re to be pa,d at strni~h t tim e and a ll
ex::es~ hours aclU ::illy wmkcrl in a 9-d::iy cycl e nre to :>e pa id at tim e and one-half. E11 glc wood
jirefish u:rs .ire schc1du led to work 72 ho"rs in a 9-day cycle.
rbe C ity pays str uig ht lime 10 a ll fire fi g ht ers for th e flrst ti~ hours o f l h etr n~~lgned 72 hour work
sc hed ule c,·cry 9-d11 y cycle. Hours worked benveen 68 and 72 in th e assigned work s ch edule arc
paid 11t lh t• pre mium role (1irnc and one-hnlf.) Jf uµp roi•ed li!u vc is used durin g th e 9.,/uy n •cle ,
rh O.'-C l1011rs arc deducted /mm th e ;;i h ours u,o : ,vpemium p ay is 11 or pnid iftk e total l,o un· naunlly
wn rl,:c d dru p bdrJ H' 68 .
r:rct:v nuN: 111 add:ll Dfl , th e UV pt1 \IS lim e ,ind or.e•haff fo r hours over (In d abOVl' the (l,\"J IJ_;II('" work
schedule hours ,n r. 9-day C)1c:le reg rdless of any approv ed , paid /{'ave us d d uri ng th e 9 day c:vcle
Per 9 -duy c)'clC pu~ cn lcu lntion (u si n g ho urly rn lr fo r 2002 Fire fi ghter ()
Regu lar ho crs .,2 (straight time)
Premium hour s 4 (ha lf-lime po rtic o ofumc an d on e-ha lf (hours x huu ,l y ,a· .. 5))
72 hours@ / 7 4 5 =
4 ho urs@ / 7 45 x .5 =
11 56.40
--3.!.!!JJ.
I ]9 } .30 (74 ho ,m pay (72 + (4 x .5)) fo r 72 ho 11 rs worked)
The a bo ve metho d or l..'.a lcul :i ti on p ro \id::5 th e same re sults as Lhc meth od stat e m l-LSA as follo ws:
Regu lar hour s 68 (stra igh t time)
Prem ium hours d (time an d on c.•-b alf (hour !-x bo•1rly rn tc x 1 ~))
68 hours@ 17.45 =
4 hours@ /7.,15 x I
All c mocnsati on i!'-h,1,~cd u on th e ho ur lv tc.
1186.60
1;1~.1u
I 19 1 JO (7 4 hoi,rs pnv (68 I (4 x I 5)) fo r 71 ho urs
,,orked)
Annual ra te = huur ly rJtc x 2920 bours .
Monthly rate = (hourl y rate x 2920 hours)il 2.
Hi-week ly ·o!e = (hn urly rm c x 292 0 hou rsl/26 .
• Jt was reque sted b)' Llic EFFA duriug 20 12-201 3 ucgo-jaJ uu .::, lhat 1l11: Cit y iu vcstigltc a change 10 be in g
pa id an annu al s:i lar:. 'lb c C1:y ha, agn:cd to tbe rcquc s: and will mee t peri od icall y wi th lh l.' EF F.!\
regarding its progress .
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COUNCIi. COMMUNI CATION
Da t e Agenda Item Subjc<1
l u ne 17,20 13 C n ll P<lh1 Ri'HflJining
1 1 IV A g rccrre111 B~t"1ecn th e City J nd
1h e EF, A for 20 I 4•2015
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lniti,1 tcd Hy
Hum;1n Kr -.·11 ,rrh D~p,nvne "1t
I Staff So urce
Sue Eat o n , D u ect , of Human Res ources
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COUNCIL GOAL A 'ID PH E\I IOlJ . Cr1UNrlL ACT ION
Th pr evious Coll cctivt: B.11g ,1i1 nng A 11 i=ll 1t::!111 vv 11 !t 1l1t.: [nglewv.Jd I ire r 1~ht e rs Associ au on (EFrA) was
J p p,oved b y Coun c l n r 2012-2013 ,n August , W 11 .
RECOMM[NDCD ACfl r IN
51afi requests Council approval 01 th e <::o llcc 11 ve IJa rsam rng Agr eern enl beM •ee n 1he Englewood Fire
Fieh1er< Assnm 1inn an rl 1hc C i ty o f Eng l ewood for 1he ve ars 201 4 and 20 15. The on1rac1 cove rs
appro-.:i1n;11 cl•,1 -1 7 e m plO)'CCs .
BACKC. RO ND, ANA I.YSI S, AND ALTE RNATI VES IDENTIFIED
·-
In Ma}', ~013, the Englewood Fi fe Fi gh 1ers Assoc ia tion ::iroposed th nt rat her tha n e nier int n '1Pgnt i;n inn s
w ith the City, tl·a t City Cuurn . .1 I Lu 11 sidt::!1 ~i11 1µly x tending the te ,ms o f th en 20 1 ::!-2 0 13 Collective
Ba r gaining r\gree 111 cnl. City Cou :1c1 l ag reed w it h th e r proposa l on May _Q 1
h, 2013 and the member!> uf t!il:!
Engl ewoo d Fire F1gr 1 rs A ssocialio n du ly ra 1i fi ed, b \' a ma jority vole, Jh e Collectrv c Ba rg ainin g Agreement.
ThP ,ignificar;t changes to th e con tr ac1 are as fo llows:
1. The contrac: is two ye ar s ir1 d1ira li':m
No me r11 ~J \' w ill be paid Ir ~O 14 o r 20 15
J. No hol iday leav c ash•o ut w ill be ::,;ud 1n 20 14 or 201 5. H o wever, e m ployees w ill b e paid overtim e
1f th ev 2c Iuall y \.vo rk o n a Cay h o liday an d u nused ho lid ay i edv~ (uµ tu 96 h o ur s) w ill be converted
lo conipens:1 tory lim e.
•· Va ge s wr ll be ,nrreased by 1.5% on January I , 20 I 4.
5. agt:!> w ill bl:! ii1 u t:..t!>~d by 1be "marke :" amo un t d e1e r1 .11ned by th e 20 14 sa lJ ry s urvey o n Janu.1ry
I. 201~ .
FIN/\NCl/\1 IMl'/\CT
The c Sl of th e c h anso;!s to lh e gone,,11 fund for h ;-1s e w.1g es ,rn d w .igc ;1s!ioci.1 1cd b enefi t!> (pensi on and
M e di a re ) fo r 2 0 1 ti will b e appro'<11n a1cly s•.r.,,J 12 . Th e co111 1m,i ng !i ,w ,ngs gPnc r,11c-d by the bc-nc f11
rev isio ns nego t ia t ed in :? 11 (eli 1rnn.11io 11 o· ,,an cb y le.w e c.is hout .:i nd m c rh pay ) wi ll bt' a pp10'<1111 ;11c h
ss · ,2 4 fl'J r a 10 1.,I cos t o f $4800. Th e cos t u 11 hc cha g~!: for :?Ol S c:mno l he q u;-i nu fh.:cl unt il the
com pl e:io ll t th ~0 1£ fl 1.:i r ket Sut \ley . T H~ $53,2311 s.wi nr,~ wrll con 1tn uc for :!0 15 .
U Sl l J~ A l 11\C I-IM~NI S
1:F FA Coll c n 1v f' f ,u g;i 1n 1111; A gr Pr1 11 f 1nt for 20 1 :1-:!(J I
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