HomeMy WebLinkAbout2008 Resolution No. 065• RESOLUT ION NO . _i(.§_
SER IES OF 2008
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A RESOLUT ION AUTI IOR IZING THE CO LL EC TIVE BAR GA INING CONTRACT
BETWEEN THE ENGLEWOOD FIREF IGHT ERS LOCAL NO . 173 6 AND THE CITY OF
ENGLEWOOD FOR THE YEARS 2009 , 20 10 AND 201 I.
WHEREAS . 1he Englewood i1y Co uncil aulh orized an amcndmcnl lo Artic le 8, of the
Co ll ecti ve Barga ining Co n1rac1 be1wee n 1he Englewood Firefighlc rs Loca l No . 1736 and the Cily
of Engl ewood fo r Ja nuary I. 2005 1hrough Dece mber 31, 2006 , by !h e passage of Rcso lu 1ion No .
34, Series of 2006; and
WHEREAS, th e Engl ewood Ci1 y Co uncil a• .lh ori zed !h e Co ll eclive Bargainin g Co ntrac l
be 1ween the Englewood Firefighters Local No . 1736 and th e Cit y of Englewood fo r 1he years
2005 through 2006 , by !h e passage of Resolulion No . 78, Series of 2004 ; and
WHEREAS , the Englewood Ci1y Co uncil aulhorized !he r.o lleclive Bargaining Co ntracl
betw een th e Englewood Fi re fig ht ers Local No . 1736 and !he Cily of Engl ewood for th e years
2003 nnd 2004, by the passage of Resolu1i on 2 i, Series of 2002; a,1d
WHEREAS , the Englewood Ci1 y Co un cil autho ri zed !he Collec1ive Bargaining Con tracl
between th e Englewood Fi refi ghters Loca l No . 1736 and th e Cily of Englewood for the years
2001 and 2002, by the passage of Resolu 1ion 52, Seri es of 2000; and
WHEREAS , th e Englewood Ci1 y Co un cil aulhorized !he Co ll ecli ve Bargaining Conlrncl
between the Eng lewood Firefighters Loca l No . 1736 and the Cil y of Englew ood for !he years
1999 and 2000, by the passage of Resolu1ion 107 , Series of 1998 ; and
WHEREAS , !he City of Engl ewood and th e Englewood Firefighlers Local No . 1736 enlered
into ncgotia1ions in May, 2008 in accordance wilh !he F.nglewood Cil y Home Rul e Cha rt er; and
WHEREAS, !h e members of the Eng lewood Fi refigh lers Loca l No . 1736 dul y ratifi ed, by a
majority of the memb ers, !h e Co ll ec1ive Bargaining Contract; and
WHEREAS , changes to the Co ntrnct arc ns fo ll ows:
(I) A market adj uSlmenl , based on !h e sa lary survey to be conducted in !h e th ird
quarter of 2008 will be made on January I, 2009.
(2) A market adju s1men1 , ba sed on !h e sa lary survey 10 be co nduc!cd in !h e third
qu art er of2009 wi ll be made on Jan uary I, 20 10 .
(3) A market adjuslmenl , based on !he sa lary survey 10 be cond ucled in !he third
quancr of20 10 will be made or.January I, 201 I.
(4) The maxi mum life insurance ben efit will be increased from $50,000 to one lime the
empl oyee's sa lary .
(5) The Ci ly will add one shift 10 an nual leave fo r employees wilh 25 years of service .
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NOW , THEREFORE , BE IT RESOLVE D BY THE CITY COUNC IL OF TH E CIT Y OF
ENG LEWOO D, COLORADO , AS FOLLOWS :
Sectio n I . The Cit y Co un ci l of th e Ci ty of Eng lewood, Co lorado hereby ap prove s the
Co ll ective Bargaining Contract betw ee n the EnglcwoG<! Fi refight ers Local No . 1736 and the Ci ty
ofEnglewood fo nhe Years 2009, 2010 and 2011, att ac hed hereto os Ex hibit A.
Secti on 2. The Mayor and the City Clerk are hereb y authorized to sign and attest th e
Co llective Bargaini ng Co ntra ct between the Englewood Firefight ers Loca l No . 1736 and the City
of Englewood, Co lorado, for the years 2009, 2010 and 20 11.
ADOPTED AND APPROVED this 7th da y of Jul y, 200 8 .
I, Loucrishia A. Ellis , City Clerk for the City of Englewood,
above is a true copy of Resoluti on No. fi, Series of 2 08.
orado, hereby certify the _,
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CO LLECTIVE BARGAINING CONTRACT
BETWEEN
THE E}JGLEWOOD FIREFIGHTERS LOCAL I 736 • AND
TH E CITY OF ENGLEWOOD
FOR THE YEARS 2009 , 2010 . and 201 I
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INDEX • ARTI CLE RECO GNITIO Pa ge 3
ARTICLE 2 EMPLOYEE RIGHTS P~ge 4
ARTICLE BULLETIN BOARDS Pa ge 5
ARTICLE 4 DUES DEDUCTIO N Pa~•~
ARTICLE 5 RULES AND REGULAT IONS Page 7
ARTICLE 6 DURATION OF CONTRACT Page 8
ARTICLE 7 HOURS OF WORK Page 9
ARTICLE 8 COMPENSATION Page 10
ARTICLE 9 OVERTIME Page 12
ARTICLE 10 ACTING PAY Pag e 14
• ARTICLE II ANNUAL LEA VE Page 15
ARTICLE 12 PERSO AL LEA VE Page 16
ART ICLE 13 SHORT TERM DISABILITY -STD Page 17
ART ICLE 14 WORKERS ' COMPENSAT ION Page 19
ARTICLE I 5 MILITARY LEA VE Page 20
ARTICLE 16 FUNERAL LEA VE Page 21
ART ICLE 17 JURY DUTY AND WITNESS SERVICE Page 22
ARTICLE 18 HOLIDAYS Page 23
ART ICI E 19 VOT ING LEA VE Page 24
ARTICLE 20 TRADING TIME Page 25
ART ICLE 21 UNPAID LEAVES OF ABSENCE Page 26
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I I D E X
(CO 1Tl NUE D) •
ART ICLE 22 UNlF ORMS Page 27
ARTI CLE ,, _, MILEAGE REIMBURSEMENT Page 28
Ak['JCLE 24 INSU RA NCE Page 29
ART ICLE 25 LIF E TNS URANCE Page 30
ART ICLE 26 RETIREE HEAL TH INSURANCE REIMB URSEMENT Page 3 I
ART ICLE 27 LAYOFF Page 32
ARTICLE 28 TUITION REIMB URSEMENT/DEGREE ACH IEVEM ENT
RECOGNITION Page 33
AR TICLE 29 SETTl .EMENT OF DISP UTES Page 34
ART ICLE 30 SUPPLIES Page 37
ART ICLE 31 DRUG TESTING AND PHYS ICAL FITNESS Pa~e 38 • ART ICLE 32 DEA TH AND DISABILITY ASSESS~IE NT Page 39
ART ICLE 33 EXCLUS IVENESS OF CON TRA CT Page 40
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COLLEC TIV E BARGA ! ING
CO 'TRA CT BETWEEN
TH E ENGLEWOOD FIREFIGHTER S LOCAL #1736
AND THE
CITY OF ENG LEW OO D
FOR TH E YEARS 2009. 20 10 and 20 1 I
Th.is contrac t is ent ered int o by and between th e Ci ty of Englewood (herei nafter refe rred 10 as
the "Cit y") and the Engle wood Firefighters (he re inafter referre d to as th e "U nion ").
It is th e purpo se of thi s co ntract to achieve and mai ntai n harmoni ous relations between th e
City and the Unio n; to provi de fo r equit able and peacefu l adju stm ent of differences which may arise ,
nnd to es tab li sh proper standards of wages , hours and other co nditi ons of empl o;ment.
Except where lim ited by express provi sions el sewhere in tl-.is contract. nothing in thi s
contr?·· ·',all be con stru ed to restrict , limit , or impa ir . the right s, power, and authority of the City as
gran tL it und er the laws of the United State s, th e State of Co lorado and th e City's Chaner and
Muni cipal Co de. The right s. powe rs. and au thority includ e. but are not limit ed to. th e followin g:
A. The dc1cnninati o·· of Fire Depanm ent policy inclu din g the right to manage the affa irs
of th e Fire Depanm ent in all re~• acts.
B. Th e ri ght to ass ign working hours. includin g ove nim c.
C. Th e right 10 es tabli sh. moJ,fy or chan ge work sc hed ule s. mannin g of apparatu s.
amo unt of apparatus in th e main or rese rve neet. etc .
D. TI1e ri ght to direc t the members of th e Fire Depanme nt includin~ th e right to hire.
prom ote. tran sfe r or discipline or di scharge for cause. any firefig ht er within the Fire Depanment.
E. Th e tabl e of orga ni zat io n of th e Fire Depai1m ent includin g th e ri ght to organi ze and
reorg ani ze th e Fire Depanmen t in an y manner it chooses . in clu din g th e size of the Fire Department
and th e de1 em1ination of job cl assi ficati on and rank s ba se d upon dutie s assigned .
F. The detennin atio n of the safet y. hea lth and propen y pro tecti on me as ure for the Fire
Depa rtment.
G. The allocNi on a1.u as signr,1cnt of work to all firefighter s within th e Fire Department.
H. The det enninat ion of policy affectin g the selection or trainin g of firefigh1er s.
I. The schedulin g of operatio ns and the detennination of the number and duration ol no·•rs
of ass igned duty per week .
J. The establi shment. discontinuance. mod ific ati on and enforceme nt of Fire Depanment
rule s. reg ulati ons and orders.
K. The tra nsfer of work fr om one po sition to another within th e Fire Depanme nt.
L. The introduction of new , improved or different methods and technique s of operation of
the Fire Depanment or a change in the existing methods and technique s.
M. The placing of se rvice , maintenance or (other work with outside contract<'rs or other
agencies of the Cil)•.
N. The detennination of the number of ranks and th e number of firefighter •1 within ea r.h rank.
0. The detem1ination of the amount of supervi sion neces sary .
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• ARTI CLE I . RECOGN ITI ON
Th e City recogn ized th e Uni on as the organi zati on cenifi ed pur suant to the Chanerofthe City of
Englewoo d. as th e so le and exclu sive coll ec ti ve bargainin g age nt fo r all full -tim e cla ss ifi ed Englewoo d
Firefi ghters in cludin g Firefi ghter. Dri ve r-Operat or-Engin ee r. Firemedic and Lieut enant s. TI,e Cit y agrees
th at it will not dec eni fy or withdraw recogniti on of the Union as a re sult of any memb er of th e
bargaining unit se rYin g temporarily in an actin g capacity in a pos iti on out sid e of th e bargainin g unit .
ART ICLE 2. EMPLOY EE RI GHT S
See Anicle XV. ··Englewood Empl oyee Rel atio ns and Ca re er Service Sys tem Act -198 1 ·· of the Hom e
Rule Charter of the City of Englewo od. Exhib it I.
See related City Of Englewood Policie s:
• # 6 Eq ual Employment Oppo rtunity/Harass ment
• #47 Violence In The Workp lace
Exhib it II
Exhibit Ill
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ART ICL E 3. BULLETIN BOARD S/LI ION ACT IVITY
A. The Cit y agree s to pro rid e spac e in the fire s1a1ion for Union bulletin board s tha t shall he
proper ly mai nt ained by th e Uni on. They arc to be used for th e fo ll owing notice s:
I . Uni on mee tin us .
2. Uni on elec ti o~s.
3. Report s of Union committees .
4. Ruling s of policie s of the Int erna ti onal Union .
5. Recrea ti onal or social affairs of the Unio n.
B. The Uni on agree s th at there shall be no oth er ge neral distribution or posting by th e Uni on
or em pl oyees upon City property , provided. however. th e Fire Chief ma y pennit oth er material not
prov ided fo r above at hi s/he r di sc ret ion to be pos ted or di stributed . The material posted shall not contain
an ythin g refl ectin g derogatoril y upon the City. an y of its employees. or any other organ iza ti on of City
employees . The City agrees that durin g workin g hours on City premises and witho ut loss of pay, U:1ion
members may be all owed to: anend Unio n and/or management mee tings, post Uni on notices , so licit
Uni on membership durin g empl oyee's non-wo rk time , and one on-duty represe ntati ve wi ll be allowed to
assis t an employee on grie vances. or appeals. provided advance notice is give n to th e Chi ef and the work
load pem1its. The City sha ll provide reli ef fo r Unio n negotiators who are on duty dur ing sc hedul ed
negotiating sessio ns .
ARTICLE 4. DUES DEDUCT IO
A. The City agrees 10 ded uct th e Unio n dues fro m eac h bi -week ly paych eck of th ose
employe es wh o in dividuall y requ est in writin g th at suc h ded uct ions be made. subject 10 the garnishm ent
laws of th e Sta te of Co lora do. The amou nt s 10 be ded ucted shall be ccn i1;cd 10 th e Cirv Di recto r of
Hum an Resou rces by th e Trca surerof th c Uni on. and th e agg regate ded ucti ons of all empl oyees shall be
re miued toge th er wit h an it emized state ment to th e Treas ure r by th e I 5th of th e succeedin g month . after
such ded uct ions are made. Th e auth oriza ti on sltall be revocab le during the tenn of th e Co ntrac t. upo n a
thiny (30) day wr itte n not ice by th e empl oyee 10 th e City Directo r of Hum an Reso urces .
B. It is ex press ly un ders tood th at th e City ass umes no li ability and shall not be li abl e fo r th e
co ll ec tio n or payment 10 th e Uni on of any dues durin g any tim e th at an emp loyee is not actuall y worki ng
forth e City and ac tu all y on the payroll of th e City . In the eve nt of erro r on the checko ff li st, th e City wi ll
not be res ponsibl e to make adj ustm ents. unt il notifi ed by th e Treas urer of th e Uni on.
C. The Union shall ind emni fy and hold th e Ci ty harml ess aga in st an y and all cl aim s. suit,
orders or judgment bro ught or iss ued aga in st th e City as a res ult of any acti on tak en or not take n by th e
City un der th e pro vision of thi s Anicl e.
D. Changes in the due s amount 10 he ded uct ed shall be lim it ed to two (2) changes eac h yea r
and prov id ed a thi ny (30) day written noti ce is prov ided 10 th e City Director of Hum an Reso urces .
E. Should the chan ge in the dedu ct ion amount or meth od req uire a co mpute r prog ramm ing
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change. th e Uni on shall be respo nsible fo rthe cost of such change or change s. at $30 .00 per hour with a
fo ur (4) hour max imum . Payme nt fro m th e Uni on shall be made 10 th e City Direc tor of Fin ance and
Admini str ati ve Services with in t~n (10) days of receipt of billin g. •
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A RTI CLE 5. R LE AND REGL"LA TI ON
A. Exce pt as limit ed by th e express tcnns of th is co ntra ct. the City reta in s th e right to
pro mul gat e reaso nabl e rul es. re gul at ions. poli cies . proce dur es and dir ec tives . Sa id rul es. reg ul ations.
po li cies. proce dures and direc ti ves whi ch arc an all eged violati on of thi s co nt rac t shall be subjec t 10 th e
gr ieva nce procedure.
B. Th e City agrees to co nsult with th e Uni on co ncernin g th e fonnul ati on of changes of
ru les nnd reg ul ati ons. polici es. proce dures and dir ec ti ves .
ARTICLE 6. DURA TI O.' OF CONT RAC T
A. This contra ct shall take efTcct on Janu ar" I. 1009 and shall con :inu e in fo rce to and
including December 3 1. 20 11. ·
8 . Thi s contract. or any pan of it. may be tennin ated or reneg otiated at any time by mutual
co nse nt of both panics .
C. If any anicle or sect ion of this cont ra ct should be held invalid by operatio n of law orthe
Di strict Court. or if compliance with or enforcement of any article or sectio n should be restrained by
such Di stri ct Coun . the remainder of thi s contract shall remain in full force and effect. and th e ;:~rties
shall promptl y meet and confer for the purpose of anempting to arrive at a mutually sa tisfactory
replacement for such anicle or sec ti on.
D. The panies agree and und erstand that provisions relating to employees cov ered by this
contract sha ll in no way di splace or modify pre sen t or future statutory case law of the State of Colorado .
E. The panics acknowledge that during negotiation s which resulted in thi s contract, each had
the unlimited right and opponunit)• to make demand s and propo sa ls with respect to an)' subject or maner
appropria te for meetings and to confer and have discu ss ions and that th e understandi ngs and agreements
arrived at by the panies after thi s exerc ise of that ri ght and opponunity are set fonh in this contract.
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· ART I LE 7. HO URS F WORK
A. For th ose empl oyees assigned to shift work. the work sc hedul e shall non nall y con sist of
an y a, erage of sev ent y-two (72) h0urs of work in nin e (9) con sec uti ve day s. re occ urring work cycle s
based on a twenty-four (2 4) hour alt ernati ng ba sis of Berkle y sys tem .
B. Emp loyees ass igned to non-shift work sha ll nonna ll y be schedu led for an average of at
le as t forty (40) hours of work in se \'en (7) consecuthe day reoccurring work cyc!es .
C. It is speci fic all y und ers too d and agreed that nNh ing here in shall be co nstru ed a~
guaran teeing empl oyees a minimum or maximum numbe r of hou,s per day or per week.
D. The sched ule may be chan ge d by the Fire Chi ef provided a minimum
ni ne (9) da ys ad\'ance notice 1s given. Work schedu les may be changed without advance notice in th e
ca se of emer ge ncies as deten11ined hy th e Fire Chi ef .
AR TI CLE 8. COM PENSAT ION
A . Th ro ugh Dece mber 3 1. 2008. th e rat e sched ule is as shown be low.
Firefi ghter (probati onary )
Firefi ghter III
Firefighter II
Firefighter I
Firemedic Ill
Firem edic II
Firemedic I
Driver/Operator/Engin ee r
Driver/Operator/Engin ee r/Param edi c
Lieut enant
Re gul ar Strai ght
Time
Hourl y Rate
$15.9
$18 .11
$19.92
$2 1.92
$2 0.82
$2 2.97
$25.28
$2 4.09
$25 .29
$26.52
B. ·n,c sc hedule in "A." ab01·c \\'ill be ad juster! m J anuary I, 2009 to refle ct the 2009
"market median " as determined b)1 the 2008 Salary urYc y. ·nlc "ma rkc1 median" will be ba sed up on
the 2009 medi an wage o f the to p gra dr Firefi ghte rs at: Auro r:i, Bould er, Denver, Littl eto n, So uth
Metro , \~est Metro and W1cstmin stcr . The sun,cr will be condu cted in the 41h qu arter of 2008 by th e
Human Re sources Department, with the conc urrence o f the EFF.•\. The Ciry and he E FFA will meet
by Nm·ember I. 2008 to appr01•c the survey and fm ali zc the rev ised sal ary table fo r 2009.
C. The finalized 2009 sc hedule mentio ned in "B." ab o ve will be ad1usrcd o n J anuary I , 2010
10 refle ct the 20 10 "matk ct med ia n" as dct cm1incd by the 2009 Salary Sun·cy. Tht: "market median "
\\'ill be ba se<l 1p o n the 20 IO median wage of the 1op grad e Firefighters at : 11 urora , Bould er, Dem•cr,
Ltttlcr on, So uth rvlccro, \Xlcsr Meleo an i \Xl estmin stc r. The surv ey will be condu ,~tcd in the 4 ih qu art er o f
2009 by the Human Rc soucccs Department , wit h the concurren ce of the EF FA. ·11,c Cir y an d th e
EFF:I \\'ill mee1 by No,•cmber I , 2009 to app1 ove the survey and finali ze th e rc,·ised sal ary tab le fo r
20 10.
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D . 111c fi naliz ed 20 I :1 sc hedule menti oned in ''C" abm·c will be :i clju !-tcd on Jrinuary I. ::!0 11
,v rc:flc ct die 20 1 I ·'mnr kct m cdi:m" as dc1cnnmcd hr the 20 10 Snl :try Sur,..c ~·-Th e ·•m:i rkct mcdi:rn ''
will be b:15(.:d upo n the 20 11 median wa ge o f 1hc top gr:1dc Fircfi ghrcr s :11 : Auror a, Boulder De nver,
Lit dclOn , So uth Mcrro, \X 'cs1 \lcuo and \X 'cs1mi11 s1cr . ~l11c surYcy will be cu nd uc 1cd in the: 4th qu:mcr of
::!0 10 by rhc Hum an Reso urc es Dcpartmc,"lt , wi1h 1hc concurrence o f the E FF:\. ~nH.: City and EFFA
will meet by 1'm·cmbcr I. 20 10 to nppro,·c the surYcy and fi nalize the revi sed sah1ry table for ::!01 I.
E. The pay rates identified in Section A. are calculated to pro\'ide I 0% separa tion between
each rank from Firefigh ter Ill throug h th e rank of Lie,itcnant. The benchmark for thi s calculation is
Firefighter I.
FIREMEDICS
I. In add iti on to their re gu lar hou rl y wage rate. qualified employees holdi ng a rank of
Fi refi ght er (FF I. FF II. FFIII) who are ass igne d and authorized by the Fire Chief to
perfonn e n a reg ular basis Firemedic duti es shall receive a 15% wage inc re ase ove r and
above th e affected emp loyees· hourly rate. which shall be considered pensionable wages.
2. In additio n to their rr.gul ar hourl y wage rate , qualified employees holdin g the posi tion of
Driver-Operato r-Engineer (D-O-E) who maintain a curre nt paramedic cenification
(E MT-P) shall re ce ive a 5% wage increase over and above the affec ted employee s·
re gular hourly rat e. which shall be considered pensi ona bl e wa ge s. Any D-O-E who is
EM T-P ce nifi ed and is assigned as a Firemedic shal l recei ve an hourly rat e for actual
hours worked co mmen surate with th e pos iti on of Fire• lie I.
E. The meth odol ogy used in detennining the h, "t). premium /ove nime and annua l
compensation is co nt aine d in Appendix A.
F. In addition to their regular hourl y wage rate. shift fire investiga tors assigned and
au th ori zed by th e Fire Chief will receive :
• $.4 1 pe r hour (which shall be co nsidered pensionable wages) and
• sha ll be elig ibl e for discre ti onary Merit Pay of up to $600 each year. payab le as se t fonh in
Paragraph G (2).
G. (I) Eac h employee appointed by the Fire Chief to one of th e following assignments shall
be eligib le for Merit Pay in an amount determined by th e Chief. up to a total of$ J .200 .00
each ve ar:
Haza~dous Materials Team Leader/Instructor. Technical Rescue Team _eader,
Safety Education Team Leader. Child Passenger Safety Team Leader. I ,re Inve stigation
Tean1 Leader . Honor Guard Team Leader. SWAT Medic Team Lcadet, Wi ld Land Fi re
Team Leader , Characteri za ti on Team Leader or other as signments as detem1ined by th e
Fire Chief after con sultation wi th the Unio n.
(2) Such Merit Pa y sha ll be awarded in th e exercise of the Ch ief, -,;scretion. based up on
specific perfom1ance criteria developed by th e Chi ef and mad e available to employees.
Merit Pay shall be detcn11ined and paid semi-annually . no later than June I and
December I each year.
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ART ICLE 9. OVERT IME
A . Sta nd ard O,·cnime .
I . Upon detenninati on th at th e reponing of assig ned pe rso nn el to the duty shift is
below th e Cit y estab li shed leve l. the ca ll to off-dut y personn el for ove nim e will be made.
2. No n-exe mpt emp loyees cove red by thi s contract wo rkin g in po sition s other than
th ei r ac tu al ra nk are cou nt ed in ac tin g capac ity. In th e eve nt requirement s necess itat e
po sition s be filled with ac tu al rank . personnel of said rank wi ll be ordered in .
3. No n-exempt emplo yee s covered by thi s contrac t shall recei ve oveni me
co mpen sa ti on for work perfonned ove r and above the assig ned work sch edule . An y
oveni me co mpen sation fo r train ing shall be pursuant to the prov isions o f the Fair Labor
Stand ard s Act. All ovenime compensation shall be calculated at time and one-half(l 1/,)
of th e employee ·s re gular wage rate . or acting wage rate. whichever is hi gher .
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4. The meth od used to se lect Fi refighter s to work ovenime si tuati ons will be
contained in proc edure s published by the Fire Chi ef. The proce dure s will pro vide a fair
and eq uitab le dist ribution of oven ime among bargaining unit employees. Th e procedure
will contain a selec tion pro cess whereby an eligible individual will not forfeit hi s/he r
pos ition in the se lec tion process if: le ss than a twelve-hour block of tim e is worked: if
th e emplo yee is sick or on annual le ave; or if thi s would require the employee to work
seve nt y-two (72) co nsecutive hours. or more . Refusa l for sickne ss will be acce pt ed onl y
if th e empl oyee was abse nt the last duty day du e to illn ess or shon term di sa bility leave.
Annual lea ve is th e period of time from the end of the last day worked until the employee •
return s to dut y. Howeve r. if an employee is on annu al le ave . he/she has the option to
work on an y but hi s/her own shift. TI1 e on-duty Shift Co mmander or acting Shift
Co mm ander may co ntact an emplo yee no ea rlier than sevent y-two (72) hours prior to the
ove nim e hours that are neede d to be filled. In the eve nt th at th e Shift Co mmander or
ac tin g Shift Co mm ander is un ab le to contact the employee who is up next for oveni me
then he/she mu st wait until tw elve (12) hours prior to th ~ overtime shift to co nsider the
emp loyee a 'no contact' and move to contact the ne~t eli gi ble ove nime empl oyee .
Additionally. in the event that the employee is cont ,.cted and accepts th e ovenime .
his/her name card will be moved at once .
5. If no off-dut y perso nnel wis h to work. the Shift Co mmand er will order in the first
perso n he/she contact s fo ll owi ng the normal rotati on. If the overtime perso n is not at the
ass igned station by th e beginning of the shift. the person held over from th e pre viou s shift
sha ll be giv en ovenime in quaner (¼) hour in crem ents.
6. If at any tim e durin g the shift th e abse nt per so nnel return s to dut y. th e offi ce r in
charge will relieve th e perso n who ·:ame in to work that ovenim e po siti on. The perso n
working th e ov enimc will be paid a minimum of two (2) hours worked . If more th an two
(2) hour s are worked. hi s/her tim e will be co mput ed to the nearest next half (½) hour .
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B.
7. No one oth er th an th e Fire Chief'. th e on-dut)' hift Co mm and er. or actin g Shi ft
Co mm and er. Union represent ative . at th e requ es t of the empl oye e. with th e empl oyee and
manage ment per so nn el prese nt . shall hav e acce ss to or re\'ie w th e o,·ertim e record s. Any
perso n not foll owin g this policy or fo und tampering with the fil e will be suhj cc t to
di sc ip linary action by the Fire Chi ef.
Emerge ncy Overtim e.
I . Emergenc y ov ertime is defin ed as a multi-alarm situati on or di sas ter wh~re more
than nonna l mannin~ is required and must be auth orized by the Fire Chief
2. When non-exempt emplo yee s co vered by thi s contract work overtim e on an
em ergenc y call back ba sis. that ov ertime shall be compu ted on a fort), (40) hour dut y
week wage ba sis.
C. Combined Overtime .
I . When a non-exempt empl oyee covered by this contract is working a standard
overtime shift and respond s to an emergency with other employee s called in on
emergency overtime . he/she will be co mpensated on the emergency overtime basi s during
the ,eriod of that emergen cy .
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ART ICLE 10 . ACT ING PAY
Th e fo ll owi ng ac tin g pos iti ons ass ig,1ed and auth or ized by th e Fire Chie f or th e Chi efs
des ignated repre sentative will be co mp ensa ted at :ull pay . The empl oy ee bec omes eli gib le fo r ac ti r.~
po siti on compensation imm edia tely up on as sump tit•n of res ponsibilit y of th e pos iti on.
Acti ng ass ignm ent s will be made acco rding to th e fo ll owi ng procedure :
Ac ting u .O.E.
First Pri rity -Eligibility Li st
Second Prioritv -Pe rso nnel with DOE Check Off Li st
Thi rd Pri ori ty -Discretion of Shift Co mmand er
Ac ting Lieutenant
First Pri ority -Eli gibility Li st
Second Priority -Perso nnel with Lt. Check Off Li st
Third Pri ority -Di sc reti on of Shift Commander
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ART ICLE 11 . ANNUAL LEA VE
A .
schedu le:
Shift work emplo yees shall be entitled to annu al leave acco rdin g to ,, ... , 1o;,~w111g
Hourl y Hou rl y
Accum ul ati on Acc umul a1 , ,I Annual To tal
Per Month Per Pav Pe ri od Hours Shi fts
0 -4 ,·ea rs co nt inu ous sc n ·icl! I 3 hours 6 hours 156 6.5
(thr ough 48 mont hs)
5-9 yea rs continu ous se rvice I 5 6.91 180 7.5
I 0-14 vea rs contin uous se rvic e 19 8.77 21 8 9.5
15-19 years co ntinu o us service 21 9.69 252 10 .5
20-24 vc ars continuous serv ice ,, _., 10.62 276 11.5
25 + y~a rs co ntinuou s se rvi ce 25 11.54 300 12.5
An nual lea,·e shall not be granted to any employee until he/she has bee n in th e empl oy of th e City
fo r at least six month s.
B. The maximum accumulation of annual leave shall be two (2) tim es the employee's nonnal
annua l leav e accumu lation.
C. Method of Selec tion -The se le ction for use of annual leave shall be by se niority. The
first round of se lection begins by th ose emplo ye es with greatest se ni orit y choosing fir st and those with
le ss se ni ority choos ing last. The second round of selecti on will beg in with those havin g le ss seniority
choosing fir st and th ose with more seniority choos in g la st.
D. Use -The sc hedule for use of anual lea ve shall be detennined by the need s of th e
Depa rtm ent. Annual leave shall be taken at a tim e co~venient to and approved by th e Fire Chief. Wh en
an empl oyee has sc hedul ed annual leave throu gh th e nonnal meth od of se lection and is sub se quentl y
tran sferre d to anothe r shifi. the Cit y shall accommodate sa id employees original annual leave selecti on
when not to do so would re sult in financial loss du e to cance llat ion of travel arrangement s.
E. Annual Leav e Pay· The rate of annual le ave pay shall be the employe e's regular strai ght
time hourl y rat e of pa y for the empl oyee's regular job and charged on a workin g hour ba sis. excluding
regular day s off. Ann ual le ave shall be allowed onl y to the total hourl y amount accumula ted up to and
durin g the pay period in which the leave is take n.
F. Minimum Us age -There sha ll be a one (I) shift minimum use of anPual le ave tim e for
shi ft workers with th e fo ll owing exception: If an employee cove red under thi s co ntract ha s use d all of
th e per sonal leave pro vid ed to him/her fo r the year . th e employee ma y use annual leav e ofless than one
(I) shi ft as approved and au th ori ze d by the Fire Ch ief or th e Chiefs des ignated repre se nt ati ve.
G. Annua l Leave Pay Upo n Se parati on -Any emp lo yee who is se parated fro m the se rvi ce of
th e City . i.e .. retirement. tem1ination (if employee has completed 6 month s of co ntinuous se rvic e with
the City) or laynff. shall be compen sat ed for th e unused annual lea ve time accumu lat ed at th e tim e of
se parati on.
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ARTI CLE 12. PER ONAL LEA VE
All shift work em pl oyees covered by th is contrac t shall be gra nted ninety-six (96) hours of
personal lea\'e with pay whi ch an emp loyee is enti tled to use fo r the fo ll owi ng purp oses :
A. Emp loyee's own illness /injury
B. Illn es s/inj ury of empl oyee ·s family
C. To anend to pe rso nal busine ss.
For any empl oyee who has not use d th e nin ety -six (96) hours of persona l leave, the City will
co mpensa te sa id employee for th e unu se d tim e at the emplo yee's regul ar wa ge rate to be paid accord in g
to th e pre\'ai lin g pa yroll schedul e. Perso nal le ave tim e shall not exceed ninety-six (96) hours nor shall it
be accumulat ed or carried ove r from one year to the nex t. In th e eve nt of illne ss/injury in which personal
leave is requested. th e emplo yee shall noti fy hi s/her supervisor at least one (I) hour prim to the
empl t. :e's sc heduled reportin g time .
A shi fl work employee who is as signed to a forty (40) hour ass ignment during th e course of th e
year will be paid the pro rnta hour s for the period th at he/she wa s on shift work.
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· ARTICL E 13. SHORT TERM DI SAB ILIT Y (S TD )
A. Defi niti on -Shon te mt disab ility is lea ve gra nt ed fo r non-service connec ted inj ury or illn ess
of an empl oyee whic h di sabi lity preve nt s the employee fr om perfo nni ng !u s/her dut ies as a Ci ty
em pl oyee .
B. Prov ision • Durin g the li fe of th is contrac t. the Cit y agrees to prov ide shon tenn di sa bili ty
leave with pay fo r employee s absent as a result of illn ess/inj ury at th e rat e of one hundred pe rc ent
(100%) of the employee's re gul ar wa ge up to ni ne hun dred sixty (960) work in g hour s. {on e hu ndred
twe nty (120) day s/fony (40) shi fts .}
C. Shon te rm di sa bility leave shall not be acc umul ative exce pt th at on Janu ary I of eac h year.
th e Ci ty shall restore one hundred perce nt (100 %) of th e numb er of hours/da ys/shift s used by an
employee durin g the prece di ng )°Car up to a max imum of 480 hours, six ty (60) days or twe nty (20)
shifts.
D. Util iza tion.
E.
I. Auth orization fo r shon term di sabili ty leave with pa y shall onl y be granted af1er
the fir st shi ft/day of di sabili ty .
2. Auth ori za ti on for sho n tern, di sabili ty shall be gran ted fo r th e illne ss or injury of
th e emplo yee not service co nn ec ted, in cludi ng materni ty related disa bil ity. (See related
Cit y Of Englewood Poli cy # 31 "Family An d Medica l Leave Po lic y" -Ex hibit IV)
Sick Leave Opt io n -All sick leave acc ru ed by empl oyee s pri or to Ja nuary I . 1980 . shall
ve st with the empl oyee . and may be used in th e fo ll owin g manner :
I . Afte r th e ho urs/days/shift s de scribe d above have been use d. unl ess th e empl oyee
is entitl ed to retirement as a res ult of di sa bili ty .
2. By cas hing in all ac crued sick leave accumul ated und er the pre vious plan upon
norm al retirement fr om th e City at th e rate of one (I) hour's pay fo r eac h two (2) hours of
acc ru ed sick leave at th e empl oyee's reg ul ar rate or one (I) hour's pay fo r each fo ur (4 )
hours upon se para ti on fr om the City .
3. By cas hin g in acc ru ed sick leave und er the previo us plan, once eac h year at th e
co nve rsion ra te of fo ur (4) hours sick leave fo r one (I) hour pay, not to excee d a
co nve rsion of more th an four hund red ( 400) hours eac h year.
F. Reponin g of Shon Tern, Di sabil ity -Th e empl oyee or a membe r of th e emp loyee's
hous ehold sha ll notify th e employee's Shi ft Comm ander at least th iny (30 ) minut es pri or to th e
empl oyee's sc hedu led repo nin g time. The empl oyee's Shi ft Co mmand er may waive th e repon in g
requirement depend ing upon th e circumstance s surr oundi ng the shon term di sab ili ty .
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G. Verifica ti on of Di sa bility-If absence from wor~ is three (3) consecutive work day s/shi fts
or more. a medical rele ase mu st be provided by the emp loyee . If the City require s the empl oyee to seek a
seco nd opinion. th e Ci ty will ~ear th e cos t of th e seco nd exa min ation .
H. Abuse of Short Tenn Disability -Ab use of short term di sa bility occ ur s when an
emp loyee mi sre pre se nt s th e actua l reason fo r reque sting short tenn disability or when an emp loyee uses
short te nn di sa bility leave for unauthorized purposes . An empl oyee who mak es a fa lse claim fo r short
tenn di sab ility leave shall be suhj ect to di sc iplin ary ac ti on. up to a11d including tennination .
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Alff! LE 14 . WORK ERS ' COM PENSA TI ON
A. Fo r any work relat ed injury/illn ess whi ch ca uses any employee 10 be abse m fro m wo rk .
the Cit y shall pay empl oyee hi s/her full wage s fr om th e fi rst day of hi s/he r absence fr om work up 10 and
in cludin g th e 90th calend ar day of such abse nce . less what e\'e r sum s rece ived by th e empl oyee as
disabi lity benefit s under Worker s· Co mpensa ti on. Th e Cit y rese rve s th e right 10 require an y employee
on inju ry or dis ability leave 10 submit 10 an· exan1 inat ion by Ci ty-appoint ed phvsici ans at the City's
expense or und er th e prov ision of worker s· co mpen sati ons or th e retirement/pension prov ision as
provi ded und er State statut e.
B. All inju ries th at occ ur du rin g workin g hour s shall be repon ed 10 th e emplo ye e's
sup erviso r within twenty-four (2 4) hours of the injury or befo re the empl oye e leaves th eir dep artment of
empl oyment unle ss circum stanc es beyo nd the control of th e employee would not penuit.
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ART ICLE 15. MILIT ARY LEA VE
Mi li1 ary Leave will t,c gran1ed per 1he Ci1,· of Englewood Adm ini s1rmi ve ~ lic v Man ual. #35
"Mi lita ry Leave Poli cy" -Ex hib it V.
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ART ICLE 16. FU 1ERA L LEA VE
The Fi re Chi ef shall grant lea ve with pay to an emp loyee to attend th e fu nera l ofa membe r of th e
empl oyee 's famil y. f1 1e number of day s/shili s gra nt ed shall be governed by th e ci rcum stance s of th e
case. but in no event shall the y exceed three (3) of the empl oyees reg ul arl y ass igned da ys /shift s. for
the purpo ses of thi s sec ti on "e mpl oyee's fami ly" shall mea n th e employee's spou se. or th e children.
grandc hildren . paren ts . grandparent s. brothers and sisters of the empl oyee or of the emp loyee 's spouse.
At the di sc re tion of the Fi re Chief or de sign ee , ann ual leave or personal leave may be utilized to att end
th e fun era l of peop le th at ru~ not includ ed in th e li st above . Leave fo r th is purpos e ma y be granted
out sid e of the nonnal leave po li cies of th e Fire Departme nt.
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ART ICLE 17. JURY DUTY AND WITNESS SERVICE
Lea\'e ma y be gran ted to an employee for se rving on jury dut y or as a witne ss in hi s/her omcial
capacity in obedience to a subpoena or directio~ by lega l auth or ity. He/she sha ll be en titled to the
dilTerence between hi s/her regu lar compensation and th e fees received fo r jury duty or as a witn ess.
When he/she is subp oe naed as a witne ss in private litig ati on to testi fy. not in his/he r omc i.1I capacity but
as an indi\'idual. the tim e ab sent by reason thereof shall be take n as accrued leave or leave without pay .
See Citv OfEnQ )ewood Admi ni strati ve Polic, Manual. #3 4 "J ury Duty And Witness s,~· ce " -Exhibit
VI.
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ARTICLE 18 . HOLIDAYS
A. (I} Shift work empl oyee s covered by 1hi s co mroc will be eligible for eighl )' (80)
hours of holida y 1ime-ofT or pay .
(2) The paymen1 for holiday s will be made in Ncv.:mr er of each year based on !he
employe e's regular s1raigl11 lime hourl y wage ra1e . e mployees mus! no1ify 1he
Depanmen1 by October I of each year. of their in1en1ion of receiving holiday pay in lieu
of lime ofT.
(3) Holida y pay for lenniMting and new hire employee s wi ll be detennin ed on a
monthly pro rala basis. (Examp le: If nn employee re ,i re s on Apri l 30. the
emp loyee is eli gible on a monthly pro rata basis for six (6) months or one-half
(½) of the eighty (80) ho urs holid ay benefit.)
B. Fony (40) hour emp loyees will not be eli gib le to receive a holiday pay cashout. but shall
receive the days off on the twelve (12) offic ially recognized City holidays provided the empl oyee has
ac:ua ll y worked or had approved paid leave on the day immediately prior to and following a holiday
unle ss otherwise approved by the Fire Chi ef. A shift work employee who is assigned 10 a fony ( 40)
hour assignment during the course of the year will be paid th e pro rata holiday pay cashou1 in "Jovember
for the period that he was on shift work .
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ART ICLE 19. VOTING L E.\\/E
Vot in g Lem ·e will he gl'.t ntcd per the Ci tv Of Enclewood Ad mini strative Poiic,· Manual. #3 9 •
·'Vo tin g Le a\"c ·· -Ex hi bit VII
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\RTI CLE 20 . TRADING TIM E
A. Empl oyees ma y be pe nn ined to sec ure another Fi refighter of equa l rank and qu alifications
to sub stitute for them subject to th e approva l of th eir Shift Co mm and er. The employee sub stitutin g shall
be res pon sible to work th e sc hedul ed shift and any absence shall be charged again st that emp loyee. Any
request for sub stitutes shall be signed by bot h Fi refig ht ers and approva l of th e Shift Co mmander shall
also be in writing .
B. Tradin g tim e shall be gove rn ed by th e fo llowing crit er ia:
1. The tra ding of time is done vo lunt ar il y by th e empl oyees pa rti cipatin g in th e
tra de .
2. The reaso n for tradin g tim e is du e to th e employee's desire or need not beca use of
Fire Departm ent operation s.
3. lf a trad e reque st is denied by a Shift Commander , the Shift Co mmander shall
provide a written statement to the req ues ting empl oyee with th e reason for deni al of th e
request.
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ARTI CL E 21. UN PAID LEA VES OF ,\B SENCE
Unpaid lea ,·es of a bsen ce may be gran1 ed per th e Cit,· Of Enclcwoo d Admini strati,·e Poli cv Manual. #38
" np aid Leav e of Ab se nce'' -Ex hi bi t VIII.
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ART ICLE 22 . UN IFORMS
A . (I) If an empl oyee is req uired to wear a uni fo nn and /or sa fety eq uipm ent. the
empl oyee shall wear the unifonn and/or sui"c ty eq uipme nt onl y as auth orize d or required
by th e Department work mi es . All employees shall maintair a prese nt able appearance
while on dut y. The empl oyee is respo nsibl e for any damage to the uni fo nn or sa fet y
eq uipment by negli ge nce or deliberate act. The City will be responsib le for providing all
un ifo nn s and safe ty equipm ent.
(2 ) 1be Depa rtm ent on a rep lace ment ba sis wi ll bear tlte cost of rep lace ment
unifom1 s. The new replacement uni fo m1 will mee t or excee d Nat ional Fire Prote ction
Associa ti on (NFPA) standard s.
B The Departm ent will authori ze and req uire specifi c shoes and will provide a foo twea r
reimbur se ment offifl), percent (50%) of th e co st ofauthori zed footwear up to a max imum of$ I 30.00 per
yea r.
C. Phy sica l fitn ess swe ats hirts. sweat pant s. and mnning short s will be pro vided by th e Fi re
Departm en t fo r em plo yees engaged in the Departm ent 's phys ic al fitn ess program . The above clothin g
will be pro•dded acco rdin g to an as-needed ba sis. dete m1ined by the Fire Chief.
D. Cle aning -TI1e City will be re sponsibl e fo r pro vi din g cleaning for all uni fo m1 s and/o r
safety eq ui pment.
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ARTICLE 13 . MIL EAGE RE IMBURSEMENT
A Firefig hter who is speci ficall y authorized by th e Fire Chi ef to opera te hi s/he r persona ll y 0\\11 Cd
aut omob il e in co nduct of Cit y bus in ess shall be paid mil eage in acc ord ance with th e CitvofEng lewood
Admini~trnth·c Po li cy Manua l. #49. ''Trav el".
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ART ICLE 2-1 . INS RA. CE
A. MEDI CAL
The Ci ty will pay nin ety pe rce nt (9O"to) of th e premium cos t fo r sin gle coverage for
medi ca l in suran ce. Empl oye es wi ll pa y ten pe rce nt ( I 0%) of th e premium cos t fo r sin gle
co verage for medi ca l in surance .
Th , ·~it y will pay eighty-fi ve perce nt (85 %) of th e premium cos t fo r "employee plus one''
coverage ft r,,1ed ical in suran ce. Empl oyees will pay fift ee n percent (15%) of the premium cost
for "cmp lO) "1.: plus one" covera ge fo r medical in suran ce .
Tiie City will pa y eighty percent (80 %) of the premium cos t for '·fa mi ly" cove rage for
medi ca l insuran ce. Employees wi ll pa y twenty perce nt (20%) of th e premium cos t for "family ''
CO\'erage for med ic al insurance .
B. DENTA L
The City will pay ninety percent (90 %) of the premium co st fo r si ngle coverage for den tal
in suran ce. Emplo yees will pay ten percent (10%) of th e pre mium co st for si ngle coverage fo r
dental insurance.
Th e City will pa y eighty-five percent (85%) of th e premium cost for "empluyee plus one''
coverage fo r dental in sura nce . Emp loyee s will pay fifteen perce nt (15%) of th e premium co st fo r
"employee plus one'' coverage fo r dental in suran ce .
Th e City will pay eigh ty pe rc ent (80%) of the premium cos t for '·fa mil y'' coverage for
denta l in suranc e. Emplo yees will pay twenty percent (20%) of the premium cost for •'famil y"
cove rage for dental insu ra nce .
C. It is understood and agree d that should the prem ium cos ts for either of th e City's
in surance s be reduced during the li fe of thi s contract. th e City and empl oyees will eq uall y share
in th e premium rat ~ reduction .
D. Any di spute concerning the interpretati on or applicati on of bene fit s provided und er th e health
or dental pl ans sha ll be subj ec t to th e pl an ap pea l process . It is expre ss ly und erstood that thi s
article is a non -grieva bl e item under thi s contract.
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ARTI CLE ~5 . LIFE I. 'SU RANC E
Tenn li fe in surance will be provided by th e City for employees cove red by thi s co ntract in the
amount of one tim e hi sn1er annual base sa lary. Upon retirement . the employee ma y conven the life
in surance per the life in surance plan conversion agreement in pl3ce at the time of hi s/her retirement.
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ARTICLE 26 . RET IR EE HEAL TI-I I SU RAN CE REIMBURSEMENT
The Cit y agrees to allow retirees and future retirees a co nve rsio n pri\"ilege to the healt h
insura nce conversion plan ava il ab le through th e City. For employees who retired on or before
Dece mb er 3 1. 1995 . th e City ag rees to pay fifty percent (5 0%) of th e cost of cove rage of th e hea lth
insurati..:e com·ersion plan or other plan selec ted by th e retiree up to a maximum of$75 .00 per month
for th e emp loyee and includin g th e employee's dependents . For employees who retired on or after
January I. 1996. th e City agrees to pay fift y percen t (5 0%) of th e cost of coverage of the health
in surance conversion pl an or other plan se lccteo by the retiree up to a maxi mum of$100 .00 per month .
It is th e intention of th e City to phase ou t thi s pro vision
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ARTICLE 27 . LAYOFF
Whc nel'er th ere is lack of wo rk . lack of fund s. or ot her leg itir.ia te reaso ns req ui ring red uct ions in
th e numb er of employe es. the appointi ng auth ority shall designate the po sition s in which the layoff is to
be made . Upon such determinat io n. the req uired number of employe es in th e affected pos iti on shall be
place d on a layoff list or transferred by the appointing authority. each in orde r of hi s/he r relative len gth
an d quality of se rvice as shown by the perso nnel record s. Emp loyees on la yo ff shall be rec all ed in th e
order of se ni orit y provided that th ose recalled have the demonstrated ability and same qualific ation s to
perfonn th e avai lable wo rk as dctennin ed by th e City . Any empl oyee in a high er rank. if laid off. ma y
tran sfer to th e pre vio us lower rank . The layoff li st shall tenninate afte r eighte en (18) month s.
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ART ICLE 28 . TUITION RE IM BURSEMENT/DEGREE AC HI EVEMENT RECOGNITION
Tuition wi ll be rei mbursed per the Cit v of Engl ewoo d Adm in is trntiv e Policv Manual. #29
''Tuit io n Reim bursement/Degree Ac hi evement Recognition " -Ex hib it IX .
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ART ICLE ]9. SETTLHI EN T OF DISP UTES
A gr ievance is defined a~ an all eged viol ati on of a speci fic pro,·ision of thi s co nt rac t. The
empl oyee and th e Assoc iation shall be req uired to follow th e procedure as se t out be low:
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If an employee is unable to se ttle th e grievance or dispute orall y and infonn ally through hi s/her
shift commander within five (5) business days of th e date of th e oc currence of the grievance . or the
employee's knowledge of ii . the employee may. within the suc cee ding five (5) business days. fil e a
wrinen grievance with hi s/he r supervi sor. The shift commander shall attempt to adjust th e matter and
shall re spond in writing to th e employee within five (5) business days.
Step 2
If the answer is not satisfactory . the matt er sha ll be presented in writing by the employee to the
Fire Chief within five (5) business day s fo ll owing receipt of the Shift Commander's resp onse . The Fire
Chief shall respond in writing to the emp loyee within fi ve (5) busin ess days.
Step 3
If the answer is not satisfactory . the matter shall be pre se nted in writing by the employee to the
Fire Chief and the Human Resources Director within five (5) busines s days following receipt of the Fire
Chiefs re spo nse . The Fire Chief and the Human Re so urces Director will meet. investigate , and discuss
the grievance. The Fire Chief shall respond in writin g to the emplo yee within five (5) bu sine ss days .
If the grievance still remain s un adju sted. it shall be presented by the employee to the City
Manager in writing within five (5) bu sines s day s following receipt of the respon se of the Fire Chief. The
City Manager or hi s/he r des ignated repre sen tative shall re spond in writing within ten (I 0) business days.
Step 5
If the grievance is still unsettled. the Association , with in ten (10) bu sin ess days afte r receipt of
the answer by the City Manager or his/her designated repre se ntati ve. may by wrille n notice request the
matter be submitted to either mediation or arbitration.
(a) Mediation .
(I) If med iation is requested, the parties will attempt to mutuall y agree upon a
mediator. If within five (5) days of the request fo r mediation the Associat ion and the City cannot
mutually agree on the mediat or, a re.qu es t will be filed with the American Arbitration Associa ti on for a
pane l of seve n (7) mediator s to be se nt to the parties.
(2 ) TI1e med iator will be selected by a method of alternative striking of names from
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th e pane l. with th e ri rst strike de tennincd by a co in flip . The foial 11am, ;.,ft on the panel wi ll be th e
medi ator. The mediator wi ll co nvene a mee ting of th e pani cs as so on as po!, .,b \e an d att empt to deve lop
a se ttlem ent of the gr ieva nce which is ac cept ab le to bo th panic s. Any such ,e11\c ment will be in writin g
and will be dated and signed by repr esentative s of th e Assoc iati on and th e C'it: an d by the medi ator. The
ten ns of any such settlem ent will be impl ement ed by both parti es. If a se tt\eir.~nt is not reac hed th rough
th e med iati on proc ess. th e mediat or will no tify both panics in \\Titin g th at th e medi ation process has
co nclude d. Suc h notic e conclu des th e grievance procedure.
(3) The fees of th e medi ator shall be bome equall y by the Associat ion and th e City.
(b) Arbit ratio n.
(\) If the Associa tion reques ts arb it ra ti on . th e panic s will att empt to choo se a
mutually agreeable arbitrator. If within five days of th e request for arbitration th e
Asso ciation snd the City cannot mutuall y agre e on an imp ani al arbitrator , a req uest will
be filed witn tb1, American Arbitration Associati on fo r a panel of seven ar bitrators to be
se nt to rho par.ie s. The arbitrator shall be selected by a method of alternative strikin g of
n".!",1e s from th e panel. with the fir st strike determined by a co in flip . The final nam e left
0 11 th e panel shall be th e arbitrator . The arbitrator shall be req ue sted to iss ue a deci sion
within thiny (30) days afte r conclu sion of test im ony and arg um ent.
(2) Eac h pany shall be respo nsibl e fo r co mp ensati on to it s own repre se ntati ves and
wi tn esses . The fees of the arbitrat or shall be born e equa ll y by the Association and the
Cit y .
(3) If either party des ire s a w rbatim record of th e proceeding s. it may cau se such a
rec ord to be made . provided it pays for the reco rd and make s a copy av ailable to the
arbi trator . If the oth er party wi shes to have a copy of th e transcript it shall share all costs
for the transcript.
Auth ori tv of Arbitrat or.
The arbitrator sha ll have no power to add to or su btra ct from or change the tenns of thi s Contract.
The \\Titten decision of the arbitrato r shall be final an d binding upon the partie s. The arbitrator shall
limit hi s deci sion strictl y to the grieva nc e submitted which has bee n properly process ed through the
gr ieva nce procedure ou tlin ed.
Time Limit s
Failure by an em pl oyee to co mpl y with any time limit ati on shall con stitute a sett lement of the
grievance . Sh ould the empl oyer not re spond within th e pre sc ribed tim e, the grievan ce will aut omati ca ll y
proceed to th e nex t step.
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Grienmce Op tion
h is ag reed thm sho uld the appea l procedure as pro,·ided under 138:3 of the City Charter or
app li cab le City policy provi sion s be utili zed. reco urse to th e gr ievanc e procedure included in thi s Arti cle
shall be waive d.
Proc essi n~ Grieva nce Durin~ Work Hours
Gr ievances may be investigated and pro cesse d by th e employee durin g working ho ur s within
reaso nab le time limi ts with ou t loss of pay provid ed notice is given and the work load pcnnits . The
emplo yee shall be all owed to anend hearing s while on duty .
Oral and Wrinen Co rrective Act ion
Oral Co rrecti ve Action •· Whenever grounds for corrective action exist and the supervisor
detem1incs that the incident. action or behavior of th e employee is such that more seve re action is not
immediatel y nece SSW)'. the supervi sor should orally communicate to the employee the supervi sor's
observation of th e prot-lem and offer assistance in correcting the situation . When an oral corrective
action is given. the supervi sor should ensure that the supervi sor's log is documented to show date of th e
corrective action and the nature of the corrective action . Th e employee should be advised that the
corrective action will be documented in the supervi sor's log.
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Written Corrective Action --When the supervi sor detennines that a written correct ive action is
appropriate and necessary , the corrective action sha ll be addre ssed to the employee and shall include the
violati on: th e specific behavior and the dat es of th e beh avior (when appropriate) that support th e charge:
th e warning that continuance of thi s behavior will result in di scip linary action : and an offer of assistance •
in co rrec tin g th e behavior.
A signed copy of the corrective action by the supervi so r sha ll be included in th e employee's
official personnel file in the Human Resources Department. and the employee shall have the opportunity
to sub mit written comments in res pon se to the corrective action to be included in the file .
If an employee disagrees with the letter of correc ti ve action . the employee , within se ven (7)
calendar days. may reque st a review of the wrinen corrective ac ti on by the Human Re so urce s Director.
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· ARTICLE 30 . S PPLJ::S
A. The Ci ty will pro,·idc and maintain supplie s and equipment for th e nom1al operation of
th e Fire Depanment . These include :
I . Laundry : linens and cleaning of same .
2. All kitchen appliances and ut ensil s. and repair and/o r replac ement of sa me.
3. Private phone in eac h statio n and maint enance and/or repair of sa me.
4. Ma inten ance ofT.V .s and reco rders .
5. Items of hygiene (soap. toi let paper. etc.).
A. The provisions of this An icle will be under the control of the Fire Chi ef. Individual abuse
to be dealt with on an individual basis .
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ART ICLE 31. DR UG TEST ING A . 1D PI-IYS I AL 17 1TNESS
Dru g testin g and physical fitne ss arc penni ss ive subject s of nego ti atio ns.
The City agrees co nsistent with A11icl e 5 of th e Co ll ec ti ve Barga ining Agree men t to co nsult with
th e Uni on rega rding the fon nati on of any drng tes tin g policy or phy sica l fi tness prog ram. In add iti on . it
is not th e City's intention to in stitute random dm g te stin g now or in th e fo re seeab le future .
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ART ICLE 32 . DEAT H AN D DI AB ILI TY ASSE SMENT
Fo r fir efighters hir ed on or aft er Ja nu al)' I. I 997. the co ntri buti on requi red by § 31-3 1-8 I I (4).
C.R.S .. shall be as ses sed equ all y aga in st th e City :md such fi re fi ght er so th at fift y perce nt (50%) of th e
co ntr ibut ion req uired by the state sha ll be asse ss ed aga in st th e fir efig ht erand fifl}· pe rce nt (50%) shall be
ass essed aga in st th e Ci ty .
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ARTICLE 33. EXC L SIVENESS OF CONT RA CT
Th e City and th e Uni on agree that th e tenn s and pro visions herein co ntain ed constitute th e entire
contract between the panies and supersede all previo us co mmunicati ons, representati ons or agree ments ,
either verbal or written , between the panies with respect to the subject matter herein . The City and th e
Uni on agree that all negotiable items have been di sc ussed during the negotiations lead ing to thi s co ntract
and , therefore , agree that negotiation s will not be reopened on any item during the life of this contract,
except by mutu al consent of the pani es.
IN WITNESS WHEREOF , the partie s have caused thi s contract to be signed by their re spective
repre sentatives and their sign atures placed thereon , on this __ day of July, 2008 at Englewood,
Colorado .
ENGLEWOOD FIRE FIGHTERS
LOCAL #I736
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CITY OF ENGLEWOOD
Mayo r
Attest :
Ci ty Clerk
City Manager
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Appendix A
Computation of Flreflghter Pay
Three shifts CA B and Cl provjde 365 days of fire coverage 24 hours a day for a total of 8760 hours per year.
8760 hours per year/ 3 shifts= 2920 hours per shift per year.
365 days per year 19-day cycles= 40.55 9-<lay shift s per year.
2920 hours per shift per year / 40 .55 9-day cycles .per year= 72 hours per shift
FLSA law states that 68 hours in a 9-day cycle for firefighters are to be paid at straight time and all
excess hours actually worked in a 9-day cycle arc to be paid at time and one-half. Englewood
firefighters are scheduled to work 72 hours in a 9-day cycle.
Tbe City pay, rtnlgbt time to all flreflgbten for !be flnt 68 boun of their anlgned 72 hour work
1chedule enry 9-day cycle_ Houn worked between 68 aud 72 la the a11l1ned work 1cbedule are
paid at !be premium rate (time aud one-balf.) If appraved leave Is used during tlr• 9-d,,y cycle,
tlrose hours are deducud /ram tire 71 hours and premium pay is not pa/4 If tire tol41 hours actva/Jy
wor/ce4 drop below 68.
EXCEPTION: In addition , the City pays lime and one-half/or hours over and above the assigHed
work schedule hours in a 9-day cycie regardless of any appraved, paid leave used during the 9-day
cycle. ,,.
Per 9-cby cycle pay calculation (u1ln1 hourly rate for 2002 Flreflabter I)
72 {straight time) Regular hours
Premium hours 4 (half-time portion of time and nne-half(hours x hourly rate x .S))
72 hours@ 17.45 =
4 hours@ 17.45 x .5 =
1256.40
_li.2Q
1291 .30 (74 hours pay (72 + (4 x .5))/or 72 hours worked)
The above method of calculation provides the same results as the method stated in FLSA as follows :
68 (straight time) Rcgul• · ours
Premium hours 4 (time and one-half (hours x hourly rate x 1.5))
68 hours@ 17.45 =
4 hours @ 17.45 x 1 .5 =
AH compensation i• based upon the hourly rate .
1186.60
-1.M2JJ.
1291.30 (74 hours pay (68 + (4 x /.5))/or 72 hours
worked)
Annual rate • hourly rate x 2920 hours.
Monthly rate • (hourly rate x 2920 ho !'S)/12.
Bi-weekly rate• (hourly rate x 2920 ho )/26 .
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COUNCIL COMMUNICATION
Dat e: Agend a Item : Subjecl :
July 7, 2008 11 Ci Coll ecti ve Barga in ing Agreem en t Between th e City
and the EFF A fo r 2009-2011
Initiated By: I Staff Source :
H uman Re sou rces D epa rtm ent Sue Ea ton, D irec tor of H uman Resources
COUNCIL GOAL AND PREVIOUS COUNCIL ACTION
Th e previous Coll ecti ve Ba rga in ing Agree ment w ith th e Engl ew , Fi re Fight ers Asso ciati o n was
app roved by Counci l for 2007 an d 2008.
RECOMMENDED ACTION
Sta ff requ es ts that Co uncil adopt a Resolution app ro ving the Coll ective Bargai n ing Agreerr,c,.,\
between th e Engl ewood Fire Fighters As sociation and th e City of Englewood for th e yea rs 2009,
20 1 0 and 20 11 . Th e co ntract covers approximately 45 empl oy ee s .
BACKGROUND, ANALYSIS, AND ALTERNATIVES IDENTIFIED
Th e Ci ty of Engl ewood and th e tnglewood Fir e Fighters Associ ation ent ered into negoti ,•1on., ,~
M ay of 2008 in accord an ce w ith th e Ci ty of Er.glewood Ch arter. Th e members of th e Englewood
Fire Fighters Associa tion duly ra tifi ed, by a majority vote, the Collective Ba rgain ing Agreement.
Th e significa nt ch anges to th e co ntrac t ar e as foll ows:
1. A market adj ustm en t, base d o n th e sala ry survey to b e condu cted in th e third qu arter of
2008, w ill be mad e o n January 1, 2009 .
2. A market adjustm en t, based o n the sala ry survey to be co ndu cted in th e third qu arte r of
2009 will be made on Janu ary 1, 2010 .
3. A mark et adju stm en t, b ase d o n th e sa lary su rvey to be con ducted in th e third q ua rt er of
20 10 w ill b e mad e o n January 1, 20 11 .
4 . Th e maxi mum life insurance b enefit w ill b e increase d fr om $5 0,000 to one tim es th e
empl oyee 's sa lary.
5. Th e City w ill add o n e shift of ann ual leave for empl oyees with 25 years of serv ice.
flNANCIAL IMPACT
The fi nancial im pact of th e above change s can not be full y quantifi ed until th e co mpl etio n of th e
sa lary . .irv eys me ntio neJ in #1, #2 and #3. Th e rang e fo r 2009 w ill b e $1 3 1, 22 5 to $172 ,553 .
LIST OF ATT ACHMENT<
Resol ution
EFFA Coll ec ti ve Bargain in g Agree m ent fo r 2009, 20 10 an d 20 1 t .