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HomeMy WebLinkAbout2000 Resolution No. 052RESOLUTION NO~ SERIES OF 2000 A RESOLUTION AUTHORIZING THE COLLECTM BARGAINING CONTRACT BETWEEN THE ENGLEWOOD FIREFIGHTERS LOCAL NO. 1736 AND THE CITY OP ENGLEWOOD FOR THE PERIOD OF JANUARY 1, 2001 THROUGH DECEMBER 31, 2002. WHEREAS, the Englewood City Council authorized the Collective Bargaininr Contnct between the Englewood Firefighters Local No . 1716 and the City of Englewood for the :,ean 1999 and 2000, tiy the pasaare of Resolution 107, Series of 1998; and WHEREAS, the City -of Englewood and the Englewood Firefighters Local No . 1736 entered into negotiations in May, 2000 in accordance with the Englewood City Home Rul' Charter; and WHEREAS, the members of the Englewood Firefigh~rs Local No. 1786 d\tly ratified,~ a majority of the members, the Collective Bargaining Contract; and WHEREAS, aignificant cbanres to I.be Contract are aa follow ■: (1) Employeeo COV11nd by the Contract will receive a five percent (5%) increase over the 2000 hue ware rate, efl'ec:tiva January 1, 2001 and a five percent (5%) increase over the 2001 base ware rate, effectiva Januaey 1, 2092, Wage ratea may be subject to n•gotiation for the year 2002. The pay rate for Firemedic r will be 2.5% mor,, I.ban Driver-Operator-Engineer for 2001 and 5% more for 2002. The pay rate for Firemedic II will be 2.5% more I.ban Firefighter I for 2001 and 5% more for 2002. (2) Article 8, H(l) now rsfers to "Merit Pay" and modifies the aaaignmenta eligible for such pay. (3) Article 9D , "Compensatory Time" has been deleted and I.be chanre referenced in Article 12C. (4) Article 25, "Life Insurance" was amended to reflect I.be current benefit level. (5. Articles 2, 15, 17 , 19, 21 and 28 were amended to incorporate references to the corresponding City of Englewood policies. NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF ENGLEWOOD, COLORADO. AS FOLLOWS : ~-The City Council of the City of Englewood , Colorado hereby approves I.be Collective Bargaining Contract between the Englewood Firefighters Local No . 1736 and I.be City of Englewood for the period of January 1, 2001 through December 31, 2002 , attached hereto ea Exhibit A. <,m,.,JOrl3JT ,, "Jc, .. ,!ft.:! Sm:tilm.Z, The Mayor and the City Clerk an hereby autboriud to sign and attait •the : Collective'Borplnins Contract between the Englewood Firetirhtera Local No A 736 ud the City of EncJewood, Colorado , for the years of 2001 and 2002 1 • ~ I ADOPTED AND APPROVED this 26th day of June 2000. [4QA. " A4 I ~~ ~ ODUUI Burns , MB;;' I, Loucriahia A. Ellia, City Clerk l'or the City of Engl ewood , above is a true copy of Resolution N~Seriea of 2 . Loucriabia A. ElliB r. • ' . ••• '1 'I Y.B001 V IJl COLLECTIVE BARGAlNING CONTRACT ., BETWEEN THE ENGLEWOOD FIREFIGIITERS LOCAL 1736 AND / J THE CITY OF ENGI.EWQOD FOR THE YEARS 2G!ll AND 2002 r' '_J, q 1 rw I )lJ n )lT DITliJ r A •• INDEX ••• ARTICLE RECOGNITION Page 3 ARTICLE 2 EMPLOYEE RIGHTS Page 4 ARTICLE 3 BULLETIN BOARDS Page 5 ARTICLE 4 DUES DEDUCTION Page 6 ARTICLE s RULES AND REGULATIONS Page 7 ARTICLE 6 DURATION OF CONTRACT Page 8 I 11, ARTICLE 7 HOURS OF WORK Page 9 ARTICLE 8 COMPENSATION ,., a Page 10 ARTIC,..t:; 9 OVERTIME l'age 13 AR1ICLE 10 ACTING PA Jf '1 a v,i I flT Page 15 ARTICLE II ANNUAL LEA YE Page 16 • ARTICLE 12 PERSONAL LEA YE Page 17 ARTICLE 13 DISABil.lTY -TEMPOJ{ARY Page 18 ARTICLE 14 WORKERS ' COMPENSATION Page 20 ARTICLE IS MILITARY LEA YE Page 21 ARTICLE 16 FUNERAL LEA YE Page 22 ARTICLE 17 JURY DUTY AND WITNESS SERVICE Page 23 ARTICLE 15 HOLIDAYS Page 24 ARTICLE 19 VOTING LEA YE Page 25 ARTICLE 20 TRADING TIME Page 26 ARTICLE 21 UNPAID LEA YES OF ABSENCE Page 27 • Ul.li.X (CONTINUED) AR11CLE 22 UNIFORMS Page 28 ARTICLE 23 AUTOMOBil.E ALLOWANCE Page 29 ARTICLE 24 INSURANCE Page 30 ARTICLE 25 LIFE INSURANCE Page 31 ARTICL" 26 RETIREE HEALTH INSURANCE REIMBURSEMENT Page 32 )' ARTICLE 27 LAYOFF Page 33 .J' ARTICLE 28 TUITION REIMBURSEMENT Page 34 ARTICLE 29 SETILEMENT OF DISPUTES Page 35 , ' ), ARTICLE 30 SUPPLIES I• ; P?&e 38r ARTICLE 31 DRUG TESTING AND PHYSICAL FITNESS Page 39 ARTICLE 32 DEATH AND DISABil.ITY ASSESSMENT Page 40 ARTICLE 33 MCLUSIVENESS OF CON'l'RACT rln Page 41 COLLECTIVE •BARGAINING CONTRACT BETWEEN THE ENGLEWOOD FIREFIGHTERS LOCAL #1736 AND THE CITY OF ENGLEWOOD FOR THE YEARS 2001 AND 2002 • } 'l This contract is entered into by and between !he City of Englewood (hereinafter refem:d to as the "C:ity") and !he Englewr,od Firefighters (hereinafter refem:d to as the "Union"). It is !he purpose of !his contract to achieve and maintain harmonious relations betw,,cn !he City and the Union; to provide for equitable and pcnceful adjustment of differences which may arise, and to establish proper standards of wages, hours and other conditions of employment. " Except where limited by express provisions elsewhere in !his contract, nothing in this contract shall be construed to restrict, limit, or impair, the rights, powers and authority of the City as granted to it under the laws of the State of Colorado and the City's Charter and Municipal Code . The rights , powers , and authority include, but arc not limited to, the following : A. The detennination of Fire Div ision po'icy including !he right to manage the affairs of the Fire Division in all respects . B. The right to assign working hours, including overtime . C. The right to establish, modify or change work schedules , manning of apparatus , amount of apparatus in the main or reserve fleet , etc . D. The right to direct the members of the Fire Division including the right to hire , promote , transfer or discipline or discharge for cause, any fire fighter within the Fire Division . E. The table of organizat ion of th e Fire Div is ion including the right to organize and reorganize th e Fire Division in any manner it choJres , including the size of the Fire Division and !he detennination of job classification and ranks '.Jase d upon duties assigned. F. The detennination of the safety, healf >1 aod property protection measure for the Fire Division . G. The allocation and assignment of work to all fire fighters within the Fire Division . H. The detennination of policy affecting the selection or training of firefighters. • ,:· I. The !..:heduling of operations and the detcnnin11ion of the number and duration of hours of assigned duty per week. J. The establishment, discontinuanc:e, modiliClllion and en(~ of Fire Diviaion rule.,, regulations and orders . K. ' The transfer of work from one position to another within the F'mi Oiviaion. L. Tt1e introduction of new, impro'Vell or different methods and tcduliques of operation of ihe rue Division or a chance in the eipstinc methods and techniques . M. The ph cing of service, maintenance or other work wiih outside contractors or other agencies of the City. rank . N. The d,termination of the number of ranks and the number of firelighters withi n e,,·,i 0. The determination of the amount of supervision necessary. t no u l!i.l~llJUO, ll .. JL 1 h , lint uci:,qo l' •m1u ,,?~ ,:, ARTICLE I. RECOGNITION 1 The City recognized the Union as the org11 .ization r.ertified pursuant 10 tht Charter of the City of Englewood, as the sole and excfusive collective bargaining agent for all t\111-time classified Englewood FtrefiJbters including Fucfig!Jtcr, Oriver-Opellllor-Enr-. .!er, Fi~ and LieulCll8llts, The City agrees that it will not decertify 'or ,withdraw 1-ecognitiolt of the Uniqn as a resWt of any member of the bargaining wilt serving tempbrarily in an actihg capacity in a positloli outside bf the bargaining unit 01 11 r. • 1 U •• • ARTICLE 2. EMPLOYEE RIGHTS rr, t. A. A fuli-time classified employee covered by this con1n1et shall llaie the right: I. To fonn, join, support or participate in or to refrain from forming. joining, supporting or participating in any employee organization or its lawful activities; and 2. Bargain collectively through their certified employee representative. 3. No employee shall be interfered with, restrained, coen:ed or discrimillllCd against because of the exercise of these rights nor shall the right of an individual employee to discuss employment concerns with the City be infringed upon. 4. Sec Related City Of Englewood Policies: • # 6 Equal Employment Opportunity/Harassment • #47 Violence In The Worlg,lace 4 Exhibit l Exhibit II ARTICLE 3. BULLETIN BOARDS A. 'fl\e City agrees to provide space in the fire station for Union bu,lletin boards wiiich shall~ properly ma:.,tained by the Union . They are to be used for the following notices : I. Union meetings . 2. Union elections . 3. Reports of Union committees. 4. Rulings of policies of the International Union . S. Recreational or social affairs of the Union. B. The Union agrees that there shall be no other general distribution or posting by the Unicn or employees upon City property, provided, however, the Director of Safety Services may pcnnit other marcrial not proyided (or above at his/her discretion to be posted or distributed. The material posted shall not contain anything reflecting derogatorily upon the City, any of its employees, or any other organization of City employees. The City agrees that during wodting hours on City premises and without loss of pay, Union members may be allowed to: attend Union and/or management meetings, post Union notices, solicit Union membership during employee's non-work time , and one on-duty representative will be allowed to assist an employee on grievances, or appeals, provided advance notice is given to the Director and the work lo'lll permits. 5 ••• •• • ARTICLE 4. DUES DEDUCTION A. The Cily agrees to deduct the Union dues twice each month from the pay of thOl ~ employees who individually rtquest in writing 1h11 such deductioos be made. subject to the ;miishment laws of the State of Colorado. The llllOUllls to be dcduclcd shall be catificd to the Cit; Director Fi:,ance and Administrative Services by the Treasurer of the Union. and the agrepte dco'ur.tior,s of all employees shall be remitted together with an itemized statement to the Trc :isurer by the 15th of die succeeding month , after such deductions are made. The authorization shal l be revocable during the term of the Contract, upon a thiny (30) day written notice by the emplor= to the City Director of Finance and Administrative Services. B. Deduction shall be made from only two (2) payments of wages each month, except that if wages are not paid an authorized employee on the last payday of a given month , deduction for that month will be made fror,1 any wages which may be paid to him/her on the next succeeding final monthly City payday . It is expressly understood that the City assumes no liability and shall not be liable for the collection or payment to the Union of any dues durir,g any time that an employee is not actually worlcing for the City and actually on the payroll of the City . In the event of error on the checkoff list, the City will not be responsible to make adjustments , until notified by the Tre:isurer of the Union . C. The Union shall indemnify and hold the City harmless against any and all claims, suit , orders or judgment brought or issued against the City as a result of any action taken or not taken by the City under the provision of this Article . D. Changes in the dues amount to be deducted shall be limited to two (2) changes each year and provided a thirty (30) day written notice is provided to the City Director oi Fiilance and Administrative Services . E. Should the change in the deduction amount or method require a computer programming change, the Union shall be responsible for the cost of such change or changes, at $30.00 per hour with a four (4) hour maximum . Payment from the Union shall be mac:e to the City Director of Finance and Administrative Services within ten (10) days of recdpt of billing . 6 ARTICLE 5. RULES AND REGULATIONS I( 1 ll A. Except u limiled by the cxpms terms of Ibis contract, the Gjty ~ns tho right 10 promulgall: remoaablc rules. n:gulations, policies, procedures and di!ec;lives. Sl!id rules, i,gul3!io115, policies, procedam and directi-m which me an lllJe&e(' violation of this co11.uact shall be~ to the gnevanc:e jlroa:dwe. ., . , JJ 1~ B. The Ci,y agrees to consult with the Union cooceming tho fonnylation of changes of rules and regulations. policies , procedwes and directives . J' IJ .l :J i " b 1 C ••• • ARTICLE 6. DURATION OF CONTRACT 'Jq 'll ,f ' 1'!1 ,.. '"'1 'T / A. This contract shall talce effect on January I, 2001 and shall continue in force to and including December 31, 2002, provided that either pany may reopen for negotiation Articles 8 and 24 only. by giving written notice of intent to negotiate any' or ' all of those articles prior to May 15, 200 I. Any such negotiations shall proceed as provided in the City Charter. B. This contract or any part of it, may be terminated or renegotiated at any time by mutual consent of both parties. C. If any article or section of this comnct should be held invalid by operation of law or the District Court, or if compliance with or enforcement of any article or section should be restrained by such District Court, the remainder of this contract shill remain in full force and effect, and the parties shall promptly meet and confer for the purpose of attempti ng to arrive at a mutually satisfactory replacement for such article or section . D. The parties agree and understand that provisions relating to employees covered by this contract shall in no way displace or modify present or future stallltory case law of the State of Coloradc E. The parties acknowledge that during negotiations which resulted in this contract, each had the unlimited right and opportunity to malce demands and proposals with respect to any subject or matter appropriate for meetings and to confer and have discussions and t:1at the understandings and agreements arrived at by the parties ait•• chis exercise of that right and opportunity arc set forth in this contract. ARTICLE 7. HOURS OF WORK I( A. For !hose employees assigned to shift work. the work schedule ,shall normally consist of any average of seventy-two (72) hours of wodc in nine (9) cow.ccutive days, ieocCUfrlng work cycles based on a twenty-four (24) hour altemaling basls of Berkley system. B. Employees assigned to non-shift work shall normal!:, be scheduled for an averake of at least forty (40) hours of work in seven (7) consecutive day reoccurrin& \ll(OfK cycles . nJr C. It is specifically understood an<t a!"':-cd that nothing herein shall be construed as guaranteeing employees a.minimum or awumum , . !lbcr of hours per day or per week . D. The scbhcdule may be cbanged by tbc D· ::ctor of Safety Services provided a minimum nine (9) days advlll'.ICC notice is given. W01\. schedules may be changed w'thout advance notice in the case of emergencies as determined by the Director of Safety Services. I l ,r 1 , I I 9 • • ,:..:o? ARTICLE 8. COMPENSATION ,, A. The salary schedule that becomes f;ffectivc on January I, 2001, is as follows, and reflects an iPcrease of 5.00% over the 2000 °alary sc.\ledule , except for the salaries of Firemedic I and Firemedic II which shall additionally be increased per paragraph B(2 ) of this article . Regular Straight -Premium or Time Hourly Overtime ~ 1W. M2nlhlY. A.nmll1 Firefighter (probationary) $12.0t $18.09 2927.03 3S124 .41 Firefighter m 13.73 20.60 3332 .63 · 39991.61 'l Firefighter II IS.II 22.66 3665.91 43990.9S Firefighter I 16.62 24 .93 4032 .SO 48390.03 Firemedic n 17.01 25.S2 4128.51 49S 42.17 Firemedic I 18 .71 28.07 4541.36 54496.37 Dri ·:er/Operator/ Engir,eer 18 .28 27.42 4435 .75 53229 .02 Lieuten .mt 20.:1 :J0.16 4879 .33 58S5l.95 The salary schedule that becomes effective on January I, 2002 is as follows , and reflects an increase of 5.00% over the 200 I salary schedule, except for the salaries of Firemedic I and Ftremedic II which shall additionally be increased per paragraph B(2) of this article . Regular Straight Premium or TimeHourty O ,•r:ime ..RilL ~ M2nlhlY. A.nmll1 Firefighter (probaticm ary) $12.67 19.00 3073 .39 36880.63 Firefighter m !4.42 21.63 3499 .2 7 41991.19 Firefighter II 15.86 23 .79 3849.21 46190 .49 10 Firefighter I 17.45 26 .17 4234 .13 50809.53 Firemedic II 18.29 27.43 4438.15 53257 .83 Firemedic I 20.12 30.1 8 4881.97 58583 .60 Driver-Operator- Engineer 19 .19 28 .79 4657.54 55890.47 Lieutenant 21.11 31.r,1 5123.30 61479.55 B. (I) The pay rate for Driver Operator Engineer is 10% more than Firefighter L the pay rate for Lieutenant is I 0% more than the pay for Driver-Operator-Engineer. (2) The pay rare for Firemedic I will be 2.5% more th an Driver-Operator-Engineer for 200 I and 5% more for 2002. 1'he pay rate for Firemedic II will be 2.5% more than Firefighter I for 200 t and 5% more for 2002 . (3) The base wage rate for Firefighter II is ten percent ( 10%) below the base wage rate for Firefighter I. The base wage rate for Firefighter mis ten percent (10%) below the base wage rate for Firefighter II . • (4) In no event shall an employee's base wage rate be reduced for the years 2001 and • 2002, provided that wage rates may be subject 10 negotiation for the year 2002 in accordance with Article 6.A . C. The compeo$1tion figures identified in Paragraph A above are based upon the number of regularly scheduled hours per month and per year including ovenime, and are not adjusted for the city's biweekly pay sys'.am . The methodology used in determining the hourly , prenuum/ovenime, monthly and annual compensat ion is contained in Appendix B attached C. The hourly rate set fo'1h above is the emp!oyee 's sll?ight time hourly wage rate for the purpose of computing premium/ovenu:.c cornpo:~on. The annual compensation reflected in Paragraph A abovt includes compensation for scheduled ovenime . D. In the event the seventy-two (72) hour work schedule based upon a nine (9) day reoccurring work cycle identifi ed under Section 7(k) of the Fair Labor Standards Act is adjusted or amended, hourly wage rates shall be adjusted so that the end result shall continue to reflect an annual gross compensation as identified in Paragraph A. F. In addition to their regular 11.iurly wage rate , qualified employees holding the rank of Firefighter who are assigned and authorized by the Fire Chie f to perform on a regular basis Firemedic duties shall receive a ten (10%) percent wage increase over and abo ve the affected employees ' regular hourly wage rate . II 0 • )j G. In addition to their rcgul:u-hourly wage rate, shift fire investip10rs wigned a.~d author.zed by the Director of Safety Services will receive: • $100.00 per month or iu hourly wage rate equivalent and • shall be eligible for discretionary Merit Pay of up to $600 each year, payable as set forth in Paragraph H (2). H. ()) Each employee appointed by the Director of Safety Services to 011eofthe following assignments shall be eligible for Merit Pay in an amount determined by the Director, up to a total of S 1,200.00 each year. Hazardous Materials Team Leader/Instructor ·r Technica ;ue Team Leader Safety EducJtion Team Leader or other assignments as detennincd by the Director of Safety Services after consultation with the Union. (2) Such Merit Pay shall be awan!cd in the exercise of the Director's discretion, ba.,ed upon specific performance crireria developed by the DiRctor and made available to employees. Merit Pay shall be determined and paid scrni-111nually, no later tha11 June I and December I each year . 12 ARTICLE 9. OVERTIME A. Standard Overtime. I. Upon determination that the reporting of assigned personnel to the duty shift is below the ".:ity established level, the call to off-duty personnel for overtime will be llllldc . 2. Non-exempt employees covered by this contraet working in p<.•si.ion.\ uther than their actual rank are counted in acting capacity . In the event requirements necessitate positions be filled with actual rank , personnel of said rank will he ordered in . 3. Non-exempt employees covered by this contract shall receive overtime compensation for work performed over and above the assigned work schedule. Any overtime compensarion for training shall be pursuant to the provisions of the Fair Labor Standards Act. All overtime compensation shall be calculated at time and one-half ( I 1/2) of the employee's regular wage rate . 4. The person working over<;me will be paid actual hours worked for that position which he/site fills. The method used to select Firefighters to work overtime situations will be contained in procedures published by the Director of Safety Services. The procedures will provide a fair and equitable distribution of overtime among bargaining unit employees . The procedure will contain a selection process whereby an eligible individual will not forfeit his/her position in the selection process if: less than a twelve- •• hour block of nme is worked; if the employee is sick or on annual leave ; or if this would • require the employee to work seventy-two (72) consecutive hours, or more . Refusal for sickness will be accepted only if the employee was absent the last duty day due to illness or temporary disability leave. Annual ,eave is the period of time from the end of the last day worked until the employee returns to dwy. However, if an employee is on annual leave, he/she has the option 10 work on any ~ul his/her own shift. 5. If no off-duty personnel wish to work . the Shift Commander will order in the first person he/she contacts following the normal rotation . If the overtime person is not at the assigned station by the beginning of the shift, the person helrl over from the previous shift shall be given overtime in quarter ( 1/4) hour increments . 6. If at any time during the shift the absent personnel returns 10 duty , the offi ·· ' in charge will relieve the person who came in 10 work that overtime posit ion. The pe1son working the overtime will be paid a minimum of two (2) hours worked . If more than two (2) hours are worked . his/her time will be computed 10 the nearest next half ( 1/2) hour. 7. No one other than the Director of Safety Services. the on-duty Shift Commander . or acting Shift Commander. Union representat ive. at the request of the employee. with the employee and management personnel present. shall have access 10 or review the overtime cards . An y person not following this pol icy or found tampering wi:h the file will b~ subject to disciplinary action by the Director of Safety Services. 13 • B. Emergency Overtime . J I. F.mliqln:y ~11111 ii \lefined U a IIJlllti-allDD 1\llll!ion OI W...-whete more lhan normal manning is _.!ed and must bo llllboriad by Ibo Oilector of Safety Services. 2. When non~xempt employees covered by this contraet work overtime on an emergency call back basis , that overtime shall be computed on a forty (40} hour duty week wage basi s. C. Combined overtime. I . When a non-.•. r.empt employee covered by this contract is working a standard overtime shift and -~sponds ID an emergency with other employees called in on emergency overtimt . be/&he will be compensated on the emergency overtime basis during the period ,,. ' t\lll emergency. 14 ARTICLE 10. ACl'INGPAY r The rotlowing IIC!ing •poeitions assigned and 1authorizecl by the Dim:t« of Safety Services or the Direccor's designated repmentalive will be compensated 11 full pay., The employee must be in the position three (3) COl1.!CCUtive shifts before the employee becomes eligible for acting position compensation . Such pay shall be retroactive to the first day the employee assumes responsibility of the position . ' II Acting assignments will be made according to the following procedure : ActingDO .E First Priority • Eligibility List Second Priority • Checlc-aff List Third Priority • Firefighter I Fourth Priority· F'.refighter Il Aclin&.Ll. First Priority • Eligibility List Second Priority • DOE/Firefighter I Third Priority • Firefighter Il 15 'fJI ./0 • • • ARTICLE 11 . ANNUAL LEA VE l J!1 / ,, A. schedule: Shift work employees shall be entitled to annual leave according to tho following 1-4 year.; continuous service 5-9 yenrs continuous service 10-14 years continuous service 15-19 yean continuous service 20+ years continuous serv ice Hourly Accumulation fuM2mb.. J3 hours 15 19 21 23 Hourly Annual Accumul ~:ion Total Per Pay Period Hours 6hours 6.92 8.77 9,69 10.62 156 180 228 252 276 ~ 6.5 7.5 9.5 10.5 11.5 In order to qualify for annual leave credit during the month, die employee must have worked at least one-half ( 1/2) of the worlcing days of that month excluding authorized paid leave . Annual leave shall not be granted to any employee until he/she has been in the employ of the City for at least six months. B. The maximum accumulation of annual leave shall be two (2) times the employee's normal annual leave accumulation. C. Method of Selection• The select ion for use of annual leave shall be by seniority . The first round of selection begins by those employees with greatest seniority choosing first and those with less seniority choosing last. The second round of selection will begin with those having less seniority choosing first and those with more seniority cho osing last. J . Use • The schedule for use of annual leave shall be determined by the needs of the De, ..itment. Annual leave shall be taken at a time convenient 10 anil approved by the Director of Safety Services . E. Annual Leave Pay• The rate of annual leave pay shall be the employee's regular straight time hourly rate of pay for the employee's regular job and charged on a worlcing hour basis, excluding regular days off. Annual leave shall be allowed only 10 the total hourly amount accumulated at the beg inning of the leave . F. Minimum Usage · There shall be a one (I) shift minimum use of '111nual leave time for shift workers with the following exception: If an employee covered under this cc stract has used all of the pe rs onal leave provided 10 him/her for the ye ar, the employee may use annua ' :.~ve of less than one (l ) shift as aprro ved and authorized by tr, , Director of Safety Services or the Director's designated representative . G. Annual Leave Pay Upon Separation • Any employee who is separated from tile service of the City, i.e ., retirement, termination or layoff, shall be compensated for the unused annual leave time accumulated at the time of separation . 16 ARTICLE 12. PERSONAL LEAVE 'l ''"" ' I ~ :JITSI All shift work employees covered by tlils con1111Ct 'shall be granted ninety'.six (96) hours of personal leave with pay which an employee is entitled to U3e for the following purposes: A. Employee's own illness/injury 11, B. Illness/injury of employee's family C. To attend to personal business. : hi " For any employee who has not used the ninety-six (96) hours of personal leave, the City will compensate said employee for the unused time at the employee"s regular wage Ille to be paid aa:ording to the prevailing payroll schedule. Personal leave time shall not exccc.:I ninety-six (96) hours nor shall it be accumulated or carried over from one year to the n~xt. In the event of illness/injury in which personal leave is requested, the employee shall notify his/her supervisor at lead one' (I) hour prior to the employee's scheduled reporting time. Those employees with balances in the "Compensatory Time Bank" as of January I, 2001 may exhaust their balances, but no further transfers into the banks will be allowed. II I' 1' 17 ... : •• • ARTICLE 13 . DISABILITY -lT.!MPORARY (NON JOB RELATED) • V ~ •A. Definition -Temporary disability is leave granted for non-service collllllClld injury or illness of an employee which dlsability prevents the employre from performing his/her duties as a City employee . B. Provision • During the life of this contract, the City agtees to provide temporary disability leave with pay for employees absent as a i=ilt of illness/injury at the 11111 of one hundn:d percent ( I 00'!&) of the employee's regular wage up to nine hundred sixty (960) worlci 11g hours, {one hundred twenty (120) days/forty (40) shifts.) C. Temporary disability leave shall not be accumulative except that on January I of each year, the City shall restore one hundred percent (100%) of the number of hours/days/shifts used by an employee during the preceding year up to a maximum of 480 hours , sixty (60) days or twenty (20) ~hifts. D. Utilization . I . Authorization for temporary disability leave with pay shall only Ill' granted after the first shift/day o: disability . 2. Authorization for temporary disability shall be granted for the illn ess or injury of the employee not service connected, including maternity related disability .. (See related City Of Englewood Policy # 31 "Family And Medical Leave Policy" -Exhibit ill) E. Sick Leave Option -All sick leave accrued by employees prior to January I, 1980, shall vest with the employee, and may be used in the following manner : I. After the hours/days/shifts described above have been used, unless the employee is entitled to retirement as a result of disahility . 2 . By cashing in all accrued sick leave accumulated under the previous plan upon normal retirement from the City at the rate of or.a (I) hour's pay for each two (2) hours of accrued sick leave at the employee's regular rate or one ( 1) hour's pay for each four ( 4) hours upon separation from the City . 3. By cashing in accrued sick leave under the previous plan, once each year at the conversion rate of four (4) hours sick leave for one (I) hour pay , not to exceed a conversion of more than four hundred (400) hours each year. F. Reponing of Temporary Disability -The employee or a member of the employee's household shall notify the empl oy ee's Shift Command~r at least thiny (30) minutes prior to the rmployee's scheduled reponing time . Ne temporary disability leave will be granted to an employee who fails to notify their Shift Commaader prior to the beginning of the employee's work schedule . The employee's Shift Commander may waive the reponing requirement depending upon the circumstances surrounding the temporary disability . 18 ,1, ' I , , J(I , ·111, .•. G. Verification of Disability -Per the City of Englewcod Short Term Disability Policy (#37), if abaeace from wuk is in excess of dual (3) COIIIICUlive work days/shifts, a medlCJI mleue must be provided by lbe 11111111,loyee. If the City requires the employee 10 seek a second opinion, \he City will bear the cost of the second examination . H. Abuse of Temporary Disability -Abuse of temporary disability occun whclltJll employee misrqnsents the actual rwon for requcsling temporary disability or when an e10ploycc uses lelllpol'llly disability leave for unauthorized purposes. An employee whQ ,m8"°' J · false claim for temporary disability leave shall be subject to discip li nary action or dismissal . ,.J G IL • ARTICLE 14. WORKERS' COMPENSATION A. For any wotk relmed injury/illness which CIIIIJC3 any employee to be absent from wotk, the City sball,pay employee llwber f\111 ivaaes from the lint day al hil/her abseoc:e frolll wort up tr, 111d including the 90th calendar day of such absence, less whatever sums receiveo. by the omplo)ec as disability benefits under Workers' Compensation . The Cir/ reserves the right to requite any employee on injury nr disability leave to submit to an examinations by City-appointed physicians at the City's expense ,:,r under the pn-vision of workmen's compensations or the retiremenr/pension provision as provided under State statute . B. , \I I injuries that occur during working hours shall be reported to the employee's supervisor within twenty-four (24) hours of the injury or before the employee leaves their department of employment unless circumstances beyond the control of the employee would not permit . 20 ARTICl.E 1:i . MILITARY LEA VE 'DISIClV/ • lTJl/ !O • il 'lll Miliwy Leave wm be grinted per the City of Englewood Admlnislnlive Policy #JS, "Mllilaly Leave Policy." See 1!:wibil IV . f JI 21 • • ARTICLE 16. FUNERALLBAVE Thie Diff:CfOl!bf Saflty Services lhlll pn lm¥D ,widt•pay to an employee to 111111d lbe funeral of a mnblll' of the emplo,-'s family. 'l1lo nlllliblrot days/lblftl'....-.,d sba11 be pemed by lbe cittilmstanoes of the c:.ue, but shall be • lee one ( It ~1/lhlft and ill no eWIII shall dtey exceed dtri,e •(3) iJf the employee's regularly usipcd da,slshlftlt · For Ille purpoNa of tbia leelion "employee's family" shall 111e111 die employee's sp'lllSe, llrtbo clllldltn, anndchllcnn. pmou. palplnmts, brotbas and sisters of the employee or of ihc employee's lpOllse and ocher membors ro( Ibo family at the discretion of the City . 22 ARTICLE 17. JURY DUTY A.'10 wrrNESS SERVICE Ii.eave may be,Plllllld to NI omployee for seM1II cmJu,y dutyOl'IILII wilJIOtf in~ official capacity •in 1Jbedience to la,lllbpoma or dilec:tion by lepl lllllliolity., Hwlbl ,111111 be1~ to Ille d"'fa-eac:e ~rllillber Rl'llat compellSllion and die feel ftlCei.Y!Od ,fci, jlllJ; dui, or-. a,witneu . Wbal'jle/she is 1111,poenaed as a wiblllll in pri~ liliplion•to _lellifyilllOJ ill blllblr 1offlci.i1capacity but a1 an indiYidaai, tbe time ablent by rason rbeloof lba!I be lllmn II acciwd "8¥1 or jeaye witbo,1/t pay. See 0l'! (!){ froslOWPPcl MDJjnjsqJtjw; Pqljcy Manual #34 M Juiy Duty And WIIIINI Servi~" - Exhibit V. 11 ,, , n ,11· 23 • • ARTICLE 18 . HOLIDAYS j'JfT I A. (I) Shift worlc employees covered by this conll'IICI will be eligible for seventy-two (72) hours of holiday time-off or pay . (2) The payment for holid ays will be made the first pay period in December of each year based on the employee 's regular straight time hourly wage 1'81e. Employees must notify the Depanment by October I of each year, of their intention of r=iving holidays pay in lieu of time off. (3) For employees to be eligible for holiday pa)'/time off, the employee must have worked at least one-half ( 1/2) of the scheduled hours each month excluding 3Uthoriz:ed paid leave. (4) Holiday pay for tenninating and new hire employees will be detcnnined on a monthlv pro rata basis . (Example : If an employee retires on June 30, 1989, the employee is eligil. on a monthly pro rata basis for six (6) months or one-half ( 1/2) of the seventy- two (72) hours holiday benefit.) B. Forty (40) hour employees will not be eligible to receive a holiday pay cashout, but shall receive the days off on the eleven (11) officially recognized City holidays provided the employee has actually worked or had approved paid leave on the day immediatrly prior to and following a holiday unless othtrwise approved by the Safety Director. A shift work employee who is assigned to a forty (40) hour assignment during the course of the year will be paid the pro rata holiday pay cashout at the end of that year for the period that he was on shift work . 24 ARTICLE 19. VOTING LEAVE i J liJot I :i II t'>if Voting Leav e will be granted per Th• Cjty Of Englewood Admjpjsqatiye Poljcy llio!liL Policy .. J9, wvoting Leave". See Exhibit VT. " 1 t"'T) 11 IIIIG , !1 l '"' ,, , I· ' I Jf h q. " 1· 1r ~ u II d " ' 25 ... • • ARTICLE 20. TRADING TIME Jl/1?.8,t IO VJ. J I' :.ln I '.!.,,A.'X I..L.,,,,,_' ~ "tted , ',ioecllre ano•h ••'Pbefi 8 •ter of oaual riuJt 1!llld ,m.f"ll?-.-r,-.,-fe ,~ ,, , ~, ,._, , ... n , , 1 qualifications o subsotu for them su6ject to the approval of ibeir Shift Commander'. The employee substituting shall be responsible to work the scheduled shift and any absence shall be charged against thal employee. Any request for substitutes shull be signed by both Fi~fighterS and approval of the Shift Commander shall also be in writing. B. Trading time shall be governed by the following criteria: I. The trading of time is done voluntarily by the employees participating in the trade . 2. The reason for trading time is due to the employee's desi~ or need not because of Fi~ Department operations. 3. If a trade ~t is denied by a Shift Conuru..~der. the Shift Commander shall provide a written statement to the requesting employee with the =n for denial of the request 26 ARTICLE 21 . UNPAID LEA YES OF ABSENCE !I Un!)aid l~ves of absence ~y be granted per policy ~8 OF DIE CITY (~/1fJP~ NJMINIS]'RATIVE POI.Icy MANUA!.. -~A.ID LEA VE OF ABSENCE" rr VU. )! ,, ill JI ' 1 r I 11! ARTICLE 22. UNIFORMS t I l I. ~,. , ) ". f A. (1) If an employee is required to wear a uniform and/or safety equipment, the employee shall wear Ibo uniform andlgi: 5'('~ equipmenl on!)'. a& llll!borir.ccl, Of requim! by Ibo diviaioa wlllt rul~. All employees shall maintain a~ llppFlnllla: while on duty . The employee is responsible for any damage to the unif0!].11 at,pfr/1:'f equipment by negligence or deliberate act. The City will be responsib'e for providing all unlforms and safety equipment. (2) The Division on a replacement basis will bear the cost of replacement uniforms. The r.ew replacement unifonn will meet or exceed recognized industry standards . B The Division will authorize and require specific shoes and will provide a footwear reimbursement offifty percent (SO%) of the cost of authorized footwear up to a maximum of SI 30.00 per year. C. Physical fitness swealshirts, sweatpants, and running shorts will be provided by the Fire Department for employees engaged in the Division's physical fitness program. The above clothing w1il be provided according to an as-needed basis, determined by the Director of Safety Services . D. Cleaning -The City will be responsible for providing cleaning for all uniforms and/or safety equipment. 28 21✓JIO'l.Iir.J ':S.OIT.SII ARTICLE 23 . AUTOMOBn.E All.OW ANCE A ~ghleT who 'is specifically lllllboriied by the Dih!ctor or Safety Services to operate his/her personally-owned automobile in L1lilduct of City business sh'1 1'lie paid in nlileage1in accordance with the City's vehicle mileage policy . o ,. r. 29 •• • ARTICLE 24. INSURANCE Ai MEDIC.AJ. ,., ' J'.") rl :f.)11,l.Jl' I, ' JI Jl'l'l!A rn,:,r The City will pay eighty-five (85%) ~f 1he premium cost for sinsle ancl ,dependenl coverage for medical insurance . Employe,.:5 will pay fifteen percent ( I 5%) of lhe premium cost for single and dependent coverage for rneilir.al insurance . B. DENTAL The City will pay eighty-five percent (85%) of lhe pn:mium cosl for single and dependent coverage for dental insurance . Employees will pay fifteen percent (15%) of the premium cosl for single and dependent coverage for dental insurance. C. It is understood and agreed lhal should the premium coslS for either of the City's insurances be reduced during the life of this contract, the City and employees will equally share in the premium rate reduction. D. Any dispute concerning the interpretation or application of benefilS provided under the health or dental plans shall be subject 10 lhe plan appeal process . It is expressly understood thal this article is a non-grievable item under this contract. 30 ARTICLE 25 . LIFE INSURANCE ' ~ I] Term life insurance will be provided by tM-City for amployees covered by this contract in the amount of one time his/her annual salary . The minimum benefit is $30,000 anci,tbdinaxiinum benefit is $50 ,000 . Upon retirement, the employee may convert the life insurance per the life insurance plan convenion agreement in place ll the time of his/her retimnent. ~ n, I l!,J '~~ r' I ,, ~lU< TI 1q . .,, I (] l ot 1 31 • • • • ARTICLE 26. RETIREE HEAL TH INSURANCE REIMBURSEMENT 1 l W /\ ,., ' j J. )rf ·1., iA. " The City~ to al!Qw re\i~ and l\uun: retired a cpov.#o,tl~rivilige° to the bdlth ins~cq~v,ersion p~ a~ t!m!ugb !he City,1. fl)~ emplo~,~ ~ pn Of bef.!nt>ebbcr 1 31, 1995, ~ City ~ to pay tjfty percent \5~) of the c~ of coverqe of'!, ~di insurance con. version plan t'r ottie~ plan selected by~ retiree up,to a itwtimum ~~;po ~',niqntll '~. r the cmP,loyee and 'incllljiirig !be employee's depemjents, F~r empio,reeil '~r,o ~. qn ~ ., lanlll!Y I, 1996, the City,~ to pay fifty P!lrtent (~l 'of !h9,,cost ,of cov~~ ~'.ihl;'~tli i.Glukc conversion plan or 'ot!ier plan selected by the retiree up tti a'~.imum of SIOO.OO"per lncmth. il is the intention of the City to phase <Jut this provision. ''· 32 ARTICLE 27. LA Y01"F When~ver there is lack of work, lack of funds, or ocher legi.i:..aie reasons requiring reductions in the number of e,,iployees, the ap~i1tdng authority sh\11: (\eslgnate the ~siµons ill which the layoff is 10 ~ made. Ujl<'r. such delmnlniuioo , ~ requ~ nwl\ber ,of employee! ir the alrcct,rd ~lion shall ~ placed on a lay11ff list or transferred by the appoindn1 .wlhority, each III order of hlalhe( relative length and quality of service as sliown by lb¢ personnel reconb . Emplor,ees ,on iayc)ff :!hall 1:-e recalled in the order of seniority provided that lllor.e recr,tled 'llav~ the dlimo~lriled al!/ilty '!ind same qualifications to perform the availabk'woit as de~ by the city" Arly ~loyel, in 'a l!ipt'~k, if laid off, may ti-ansfeno 'die ' pre\Sious lower 'rank. I n.e1ayoff lisl shal( ~lile aft.lHigliteen ( 13) months . 1 Jr Jr lt 1 33 • • ARTICLE 28 . rumoN REIMBURSEMENT Tuition will be reimbursed pe~ !)Olicy # 29 of Th; Cjty of Englewood Admjnjsqpgjve PoHcy MlolllL "Tijition Reimbursement". See Exhibit vm. ., , q 34 ARTICLE 29 . SETI'LEMENT OF DISPlITES JJ. II A grievance is defined as an alleged violation of a specific-provision af lhis •corifract" The employee and the Association shall be required to follow the procedure as set out below : SW If an employee is unable to settle the grievance or dispute orally and informally through his/her shift commander within five (5) worldng days of the date of the occurrence of the grievance, or the employee 's knowledge of it, the employee may , within the succeeding five (5) work days, file a written grievance with his/her supervisor. The shift commander shall attempt to adjust the matter and shall respond in writing to the employee within five (5) work days . If the ans,·,er is not satisfactory, the matter shall be presented in writing by the employee 10 the Division Chief within five (5) work days following receipt of the Shift Commander's response . The Division Chief shall respond in writing to the employee within five (5) work days. s.iw If the answer is not satisfactory, the maner shall be presented in writing by the employee to the Director of Safety Services within five (5) work days following receipt of the Division Chiefs response. • The Director of Safety Services shall respond in writing to the employee within five (5) work days. If the grievance still remains unadjusted, it shall be presented by the employee 10 the City Manager in writing within five (5) work days following receipt of the response of the Director of Safety Services. The City Manager or his/her designated representative shall respond in writing within ten ( I 0) work days . If the grievance is still unsettled, the Association , within ten ( I 0) work days after receipt of the answer by the City Manager or his/her designated representati ve, may by written notice reque st the matter be submitted to either mediation or arbitrat ion. (a) Mediation . (I) If mediation is requested , the parties will allempt to mutually agree upon a mediator. If within fi ve (5) ,fa;•s of the request for mediation the Associati on and the City cannot mutually agree on the mediator, a request will be filed with the American Arbitration Association for a panel of seven (7) mediators 10 be sent to the parties . (2 ) The mediator will be selected by a method of alternative striking of names from the panel, with the first strike determined by a co in Hip . The final name left on the panel 35 • • will be the mediator. The mediator will convene a meeting of the panics as soon as possible and attempt 10 develop a settlement of the grieva.'lce which is acceptable to both parties. Any such senlement will be in writing and will be dated and ~ ,by representatives of the Association and the City and by the mediator. The temis cifiiiy sui:h settlement will be implemt.ntcd by both panics. If a settlement is not reached duougb the mediation process, the mediator will notify both parties .in writin1 !bat the mediation process h!IS concluded. Such notice concludes the grievance proc:edw."c--' (3) The fees of the mediator shall be borne equally by the Association and the City. (!,) Arbitration. (I) If the Association requests arbitration, the parties will attempt lo choose a m•1tually agreeable arbitrator. If within five days of the request for arbitration !he Association and the City cannot mutually agree on an impartial arbitrator, a request will be filed with !he American Arbitration Association for a panel of seven arbitra1ors 10 be sent to .the panics. The arbitnlor shall be selected by a method of alternative ~trikin&ipf names from , !he panel, with the first strike determined by a coin flip . The final name left on the panel shall be the arbilnlOr. The arbitrator shall be requested 10 issue a dcci&ion within thiny (30) days after conclusion of testimony and argument . (2) Each party shall be nosponsible for compensation 10 its own representatives and witnesses. The fees of the arbitrator shall be borne equally by the Association and the City. (3) If either party desires a verbatim record of the proceedings, it may cause such a record 10 be made, provided ii pays for the record and makes a copy available lo !he arbitra10r. If the other patty wishes 10 have a copy of the transcript it shall share all costs for !he transcript Authority of Arbjtraror. The arbi1n11or shall have no power lo add 10 or subtract from or change the terms of !his Contract The wrinen decision of the arbi1rator shall be final and binding upon the parties. The arbitra10r shall limit his decision strictly 10 the grievance submilled which has been properly processed through !he grievance procedure outlined. Iiroe Limits Failure by an employee to comply with any time limitation shall constitute a settlement of !he grievance . Should the employer not respond within the prcS<"ribcd time, the grievance will automatically proceed to the next step . 36 1 1bJ/fl ,,,. lid 1!1• t ' I "~b 'll Jq,r.,114 U,1~ ,lrl1 >,(lq Grievance Optjon .A ,,.. (1 I It is agreed that should the appeal proc~.dure as provided under 138!3 of the City Charter or applicable ordinance provisions be utilized, reeoorse to the grievance procedure included in lhis Article shall be waived. "' Processing Grievanr.e During Worl; Hours Grievances may be investigated and processed by the employee during working hours within reasonab a time limits without loss of pay provided notice is given and the work load permits. The employee shall be allowed to attend hearings while on duty . Oral and Written Corrective Actjon Oral Corrective Action -Whenever grounds for corrective action exist and the supervisor determines that the incident, action or behavior of the employee is such that more severe action is not immediately necessary, the supervisor should orally cummunicute to the · employee the supervisor's observation of the problem and offer assistance in correcting the situation. When an oral corrective action is given, the supervisor should ensure that the superviSOl"s log is documented to show dale of the corrective action and the nature of the corrective action. The employee should be advised that the corrective action will be documented in the supervisor's log. Written Corrective Action --When the supervisor determines that a written corrective action is appropriate and necessary, the corrective action shall be addressed to the employee and shall include the violation; the specific behavior and the dates of the behavior (when appropriate) th st suppon the charge; the warning that continuance of this behavior will result in disciplinary action; and an offer of assistance in correcting the behavior. A signed copy of the corrective action by the supervisor shall be included in the employee's official personnel file in the Human Resources Department, and the employee shall have the opportunity to submit written comments in response to the corrective action to be included in the file. If an employ~e disagrees with the letter of corrective action, the employee, within seven (7) calendar days, may request a review of the written corrective action by the Human Resources Director . 37 • • ARTICLE 30. SUPPLIES Ji, I .I I A. The City will provide and maintain supplies and equipment for the nonnal openmon of the Fire Division. These include; I . Laundry: linens and cleaning of same. 2. All kitchen appliances and utensils, and repalr llld/or replacement of same . 3. Private phone in each Sllllion and maintenance and/or repair of scme . 4. Maintenance ofT.V.s and reconlen . ' n S. It:ms of hygiene (soap, toilet paper, etc.). A. The provisions of this Article will be under the control of the Director of Safety Services. Individual abuse to be dealt with on an individual basis. 38 ARTICLE 31. DRUG TESTING AND PHYSICAL FITNESS o :.itl: n·• 111. , ~ !J q1 nii:m b11L ;1v1 Drug testing and physical fimess are pennissive subjects of negotiations . " ,;a,,,~ ~C'• ·r '" t The City agi=s ~t with ¥,clc S of tbc Collect\ve Barpining Agreement IO consult with the Union regarding the fo~oo of any drug testing i,olicy or p~ysical fitness program. In addition, it is not the City's intention ta institute random drug testing qow cir ~n the fo,eseeab1, future. I 39 • • ARTICLE 32. DEATII ANO DISABll.ITY ASljESSMEN;I', ., J• T/lf I .l Ii ,~F.\lr firefighten hired on or after Janlllr)'. J, 1997, lho contribution required by§ 31 ,~1-811(4) .. c;.R,S., shall be UAOSsed oqµally aaainst the City and such firefiabl!ir so dial fifty pei:ccnt (~) of r!,c conqibution required by Ibo swe shill be w,aaed apim't lhe fircfighw and fifty ~I (Sex\) sl\all be uscssed against the City, -1ot n ,rrn ll .Jr 10 M 40 ARTICLE33 . EXCLUSIVENESSOFe'ONl'IOiC'l\1'· 1L F.<,.GJC,l:T'un 1:in 'f l">lT~I ... The City and Ille Union agn,e lbat Ille \&ms and provisions 1.-ein contailied t:orlilitute the entire contract between lbe ~ and s~ all previous conununicalionlli niprelelllllions~or agreements, either verbal or wriden, !ietween ilie parties widl respect to the subject ma1fed1deiii . The'Oil)' aticl<the Unior. agree that all negotiable items have been discussed during the negolialions leadlilg to!lblJ conlnlCt and, therefore, agree that negotiations will not be reopened on any item during the life of this contract, except by murual consent of the panies . IN WITNESS WHEREOF, the parties have caused this contract to be signed by their respective representatives and their signatures placed thereon, on this _ day of~ 2000 at Englewood, Colorado . ENGLEWOOD FIRE FIGHTERS LOCAL#l736 President CITY OF ENGLEWOOD Mayor Attest: City Cleric City Manager 41 • COUNCIL COMMUNICATION ~r 1 If., ~rff lo J~qrr 11 -r ro I <' 1H OAT lrJ T Date Agenda Item ' ~ - June 26, 2000 10 C ii Collectfve rgalning ,-;ireement Betweitn the City and the EFFA for 2001 and 2002 Initiated By Staff Source Human Resources Department I Sue Eaton, Director of Human Resources COUNCIL ~iOAL AND PREVIOUS COUNCIL ACTION The previous Collective Bargaining Agreement with the Englewood Fire Fighters Association was approved by Council for 1999 and 2000. RECOMMENDED ACTION Staff requests Council approval of the Collective Bargaini;ig Agreement between the Englewood Fire Fighters Association and the City of Englewood for the years 2001 and 2002. The contract covers approximately 50 employ8f,s. BACKGROUND, ANALYSIS, AND ALTERNATIVES IDENTIFIED The City of Englewood and tho Englewood Fire Fighters Association entered Into negotialioI1s In May of 2000 in accordance with the City of Englewood Charter. The members of the Englewood Fire Fighters Association duly ratified, by a majority vote, the Collective Bargaining Agreement. The significant changes to the contract are as follows: 1. Under Article 8, employees covered b\1 the Contract will receive a five percent (5%} increase over the 2000 base wage rate, effective January 1, 2001 and a five percent (5%} increase over the 2001 base wage rate, effoctive January 1, 2002. In accordance with Article 6, A, wage rates may be subject lo negotiation for the year 2002. Also under Article 8, 8(2} now reads "The pay rate for Firemedic I will be 2.5% more than Driver- Operalor-Engineer for 2001 and 5% more for 2002. The pay rate for Firemedic ;1 will be 2.5% more than Firefighter I for 2001 and 5% more for 2002. 2. Article 8, H(1} now refers to "Merit Pay" and modifies the assignments eligible for such pay. 3. Article 90, "Compensatory Time " has been deleted and the change referenced in Article 12C. 4. Article 25. "Life Insurance" was amended to reflect the current benefit level. 5. Articles 2, 15, 17, 19, 21 and 28 were amended to incorporate references to the corresponding City of Englewood policies . FINANCIAL IMPACT The Impact of the salary Increase on wages Is 11PPR11Cimat11J $132,882 for 2001 and $140 ,544 for 2002. UST OF ATTACHMENTS EFFA eon~.~lnlng Agreementfor 2001 and 29()2. o o2, t s, r "'TV ., c. n·, -I 1&0 .,. ru L t..,Q6 ...