HomeMy WebLinkAbout1985 Resolution No. 043I R[SOLUT IOH HO .,_/ 3
S[Rl[S or 1905
ft RCSOL IITIOH APPROUIHG A COLL[CTlU[ OHRGAIHIHG AGR[CM[HT UV AHO
O[TU[r.H TH[ CJlV or [HGL [UOOO . COLOP.no □• AHO TH [ CHGL[UOOIJ rIR[
rIGIIT [R ASSDCIATIOH. [rr[CTJU[ J AHUARV 1 • 198G TflROUGH O[C[MBrn
3 1 . 1907.
UH[R[AS. 0 11 agt ·ct!Mcnl dct lcd Oc tober 'i . 1905 Uy ,:mJ
Uetucen the C1ly of Englewood and [nglcuuod fire fighter
Assoc1oljon ha~ been c~eculcd Uy re~rcscnlal1uc s of cacf1 of the
parli r.::;; and
UH[R [AS. s aid lcn~ut1v e agrecncnt u es du l y r o tified
by a n ajor 1ty of lhc nenb crs of [ngleuood r1rc Fighter
A~s uc1al1on; and
UH(~CAS . Section 3 -5 -6(0). d 5 ancnded. rcquireG
that th e ag rccncnl be approved and rat ified bv the C1lv Council.
HOU . IH[R[r □R[. O[ 11 R[S OLU [D BV TH[ CllV COUHCIL or TH[ CITY or
CHGLCWOOO. COLORADO;
Sr.r:t.100 1.
Thal the agreencnl dated October 1 . 1985 by and
Uclu cc n lhc Cjly of Engl e wood . Colorado~ and the [noleuood r1re
f1ghlc r n ~s ucio lion ,. effec tiv e .1i:::in u,:wv 1, 1 906 through Oc ccMbc.r
3 1 . 1YU 7 a copy of wh ich i :;; alluchct.J hc rc lu and n adc o µ.:u -l
h e r eo f. be and th e saMC is f1crcby a pp1-ovcd.
Section 2,
Thal the Mayor of lt1 c City of [ngl~~uod, Colorado.
1 5 hereb y a uthorized and d1rcclcd lu c>cculiuc the collccliuc
b.:1rga1 ni no ag rc e Ment be luccn lh c Ci tv _,f [ngl 1.:wooU and [ngl cuoud
r11-c fi ghter n ssocialion dat t:d Oc lobr1-1 ~ 1905, and lhc 011-cclor
uf r1no ncc, C)( offi c io City Clc,-k-1'1-.__13::;un!r . 5 hi::i ll o tlc ~l lhc
SUMl'.
Se ct) on 3 .
That the Mayor of lhc City of [nglcuood i s hcrel.Jy
oulho~~zcd ont.J directed lo cxcculc tl1 c 1906 -61 contract betwe e n
lhc Cily or [nglcwood and the Cnol c wood r1re f .i gh:..cr Ha:.o cia tion
dat,-d th e __ th d oy of ---------• 1905 un d the Oli-c1:tor
or r111 o nc c , CY. off1cio [tl',' [lcrk-l r co!i ur<~r . s ha ll altc:;t the
Page lYo
P.c:,oluli on
Al 1[5 1:
HOIIP!EO 111!0 OPPRO U[U tlno-1±.b...day of
I '105 .
J, Gd r Y ~-H1ubcc ex uff1ciu City Clcrk -lrc~surer
o f lhr Ci t.y of [ny l c yo o<l, Co lorado. h ereby ccr li f y tho l the obout:
.-:u1d fn..-. . .:q1J in9 l S .. , tr·tu.:. ilccurntc • .:,nJ r.unplc l c c.;upy of a
~c:,ulut 1 ~11 tlu . _ _!f_j__, Serie ~ of l'JO!J.
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IIGREEME:NT BETWEEN
THE ENGLMlOD FIRE FI GHTf.RS LOCAL 11736
AND THE
CITY OF ENGLEWJO!J
This agreenent i s entered into by and between the City of Englewood (herein-
after r eferred to as the "City") and t h.: Englewood Fi r e Fighters (h ereinafter
referred to as the "Union").
It is the purpose of this ag r eenenL to achieve and maintain hamonious r e -
lations betwee n the City and the Union; to provide for equi·cable and peaceful
adjusbnent of differences wh ich may arise , and to es t a blish prorer standards of
wag es , hours and other conditions of anployrnent.
Except where limited by e xpr ~ss provisions elsewhe re in this agreenent,
noth ing in this ag reenent shall be construed to restr ict , limit, or impair, the
rights , [:>Owers and authority of the City as granted to it under the laws of the
Slate of Colorado and the City 's Charte r arid Municipal Code. Th e rights, powers,
and author ity include , but are not lim i ted to the fo llowing :
A. Th e determination of ~'i re Depa rbne nt pol icy including the right to
manage the a ffairs of the Fire o,,parblle nt in all respects.
B. The right to assign wo rking hour s , includ i ng overtime .
C . The right t o establish , modify or change work schedules , ma nn ing of
apparatu s , amo unt of appara tus i n ':he main or reserve flee t, etc .
D. Th e right to direc t the manbers o [ the Fire Deparbllent including the
right to hire , praoote , transfer or di sc ipline or discharge for cause, any f ire
fighte r with i n the Fi r e Deparbllent.
E . To., tabl e of organi zat ion o[ the Fi r e Department i ncluding the right to
or ga nize and r eorganize the fire Oeparbnent in any man ner it chooses , including
t he size of the Fire Depa,tme nt and the determination of job classif ication and
r anks based upon duti e s a ss igned .
F . 'l'h e determination of th e s.:i f ety , nea l th and property protect ion measures
for t he Fire De pa rtme nt .
G. Th e al loc;;ition and assignme nt of work to all fire fighters within the
Fi r e De parbne nt.
IL 'l'h e de t ermi nat i on of policy a ffect ing the s e l ection or training of fire
fiqhte r s .
I. Th <e schedu ling of operations and the dete~i nat l"on of the n~r and
du ration of hours o f assigned d uty per week .
J. The establism,e nt, di scon tinuance , modi f ication and e nfor cenent of
Fi r e Depa rtment rules , regulations and orders.
K. Th e transfer of work from one position to another wi t hin the Fire
De partme nt-.
r,. Th e intr od uct ion of new , i mproved or d i ffe rent irethod s and techniques
of operation of the Fire Depa rtme nt or a change in the existing irethcxls a nd
techniques .
M. Th e plac ing o f service , maintenance or othe r work with outs i de contrac-
tors or other agendes o f t he City .
N. 1'he determinat ion of the nunber of r a nks and the nunber of fire figh ter s
within each r ank .
o . Th e de t e rmi na tion of th e amount of supervision necessary .
IIR'r!C LE 1. ROCOG NI'r!ON
The City r ecognizes the u ion as the o r ganization cer tified by the career
Ser v i ce Board of the City of Englewood, as the sole and e xclus ive collective
bar gaini ng agent fo r a ll full-time c l ass ified Englewood Fi re Fight e rs inc luding
Fi re Fighte r , Dr iver-Ope rator-Engi neer , and Li eutenant. Exc l uded are Battalion
Chief , captain , and all othe rs as de t e t1nined by the Caree r Se r vice Boa rd .
IIR'r !CLE 2 . EMPLOYEE RIGHTS
1\. 1\ f ull-time class i f i ed emp l oyee ~overed by this agreanent s hall have
the right :
1 . To Cor m, jo in , suppo rt or participate in or to re frain fran forming
joi ning , supporti ng or participating i n a ny employee organi zat ion or its
law ful activities ; and
2 . B,:,ryain collectively throll(Jh thei r ce r ti[ied empl oy ee re presentat i ve .
3. No employee s hall be interfer ed with , res trai ned , coerced or
d i scriminated against because ot the exerci se of these rights nor shall
the r ight of an individual anployee to discus~ ,>11p loyment co ncerns with
the City be i nfri nged upon .
II R'l'ICLE 3 . BULLE'l' I N l.l0/\11DS
11. The City agrees to provide spac,-in tr,e fire staLon for Uni on bulletin
boa rds wh ich sha ll be ptO[X!tly mai ntainCG I / the Uni on . !'!11'j1 a re to be used for
t he followi•J notices:
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1. Union rreetings .
2 . Union e l ect ions.
J . Reports of Union cam,i ttees .
4. Rulings or policies of the International Union.
5. Recreational or social affairs of the Union.
B . 'rhe Un ion agrees that there shall be no other general distribution or
posting by the Un ion o r anployees upon City property provided, however, t.oe Chief
may permi t other mat e rial not prov ided for above at h is di scr et ion to be posted
or distributed . Th e mate ri a l posted shall not conta in anything reeecting
d e rogator i ly upo11 the Ci ty , any of its arployees, or a ny other organization of
City arployecs . Th e Ci ty ag rees that during work ing ho.Jes on City premises dnd
withou t l oss of pay , Union members may be allowed to: attc,nd Union and/or manage-
m2nt meet ings , post Union notices , solicit Union membership during employ.ae 's
non -work time , and one on -<luty r e presentative will be allowed to assist an employee
o:, gri eva nces , or appeals , provided advance not ice is given to t he Chie.!" and the
work l oad permits.
ARTICLE 4 . DU l·:S Dl'DUCT IO N
/\, The City agrees t o ded uct the Union dues t wice each mon ',h f rom the
ply of t hose employees who individua lly request in wri t ing that sucn deductions
be, made , subject to the ga rn i shne nt laws of the State of Colorado . Th e amounts
to be deducted shall be certifiecl to the City Fi na nce Director by the Treasurer
o : t he Un ion , and the aggregat e de<.luct1ons of a ll a nployees shall be remitted
together ·•ith an iteuized stat ar,~nt to t he Treasure r by the 15th of the s ucceeding
mon th, after such deduc ti ons are made . Th e a uthorization s ha ll :o,:, r evokabl e during
t '1e term of the /\greanent, upon a thirty (JO ) day writte n notice by the aivloyee
t o the Cit" Fina nce Director.
Il. Deduction shall be made from only two (2) payments of wages each month ,
excent thut i ( wages arc not pa id a n au thorized anp l oyee on the l a s t pay-day of
a g iven month , deduction (or. thut month will be made frcm a ny wages whk·h may be
p.o id to him /her on the next succe eding final ,oo nthl) City payday . It is expr ess ly
u:1dcr s tood that the City assumes no liability and shall not be lia ble for the
c o l l cct ion or p.Jym c nt Lo t he Un ion o f any dues durin9 any tune t hat an anploy0e
i., not actually working (or U1e City a nd act ually on the pay roll o f the City.
In the event o( e r ror on the checkoff l is'·, the City wi 11 nut be responsible
to mak e adj u s tme nts , until notified by thte Treasurer of the Un ion.
c . Th e Union shall indemnif:y and hold the City harm l e ss against a ny
a:"'ld all claims, s uits , orders or judgments brought or issued aga ins..: the City
a s a res ul t of any action take n or not taken by the City under the provision of
t :1 i s /l r t i clc .
o . Cha nges in the dues umo un to be deducted shall be limited to two (2 )
c hanges each year and provided a t.1irty (JO) day written notice is provi•1ed
t :,c City Finance O i rec t o r .
E. Should the change in the deduction amount or method require a ccnpu t er
p ~~rJIITTlin,J d 1r1nqo , t he Union shall be r espon s ibl e for t hat cost of such change
o changes , Qt :)J0 .00 per hou r with a (our (~) hou r maxi mun. Payme nt from the
U:1 ion sha ll be n,1dc to the Ci ty Fina nce Di r ector within ten (10) d~vs of receipt
o · b t 11 ll1<J .
IIR'l'ICLE 5 . RULES AND Rl:Xil.JLATIONS
I\. Except as limited by the e xpress tenns of th i s agreement, the Ci ty
r e tains the right to prarulgate reasonable rules , regu l ations , policies , procedures
and d irect ives . Said rules , r egulations , policie s , p r ocedures and d i rectives which
are a n ci l l,'<]"-1 violation of this agreemen t s hall be subject to the gr ievance pro-
ced ure .
fl. Tlw ci t y agrees to consult with the Union concerning the foJ'.llllla l ion
of chc1n(J e:; or n 1l l's ,1nd regulations, policie s, procedures arxl directives.
I\R'rI CL f r,. DURI\TION OF 1,GREEMENT
ii. '!'hi s ag i:ernie nt s hall take e ffect on January l , 198G and shall cont i nue
in force t o and i nc ludi ng DecaTiber jl, 1987 , with the e xce ption of a wage re-opener
for l9R7. N"Jotiat ions fo r the wa ge r eopene r for 1987 sha ll ccmne,1ce on or before
Mi,y 15 , 19 86 .rncl conclude on or be fo r e July 1 , 1986. The m,nillUIT\ wage increase
for 1987 s hall be fou r (4 t ) pe r cent.
B. Thi s agreeme nt or any part of i t, may be termina t r-.d or renegotiated
at any time by mutua l consent of both parties .
c. 1f any a rticle or s ection of this agreement should be held i nvalid by
o pe r a tion o f law or t he District Court, o r if conpl iance wi t h or enforcarent of
any article or secti on s hould be restra ined by such Di s trict Court , the remainder
of this agr eeme nt sha ll r a nain in ful l [orce a nd effect , and the part ies shall
pro,rptly meet a nd c on fe r [or the pur p<.se of attempt ing to a rrive a t a f[lJtually
sat is factory r ep l aceme nt fo r such article or section.
D. Th e pa r ties ag ree and understa nd that prov i s i ons re lating to arployees
c ove r ed by this agreement s ha ll in no wa y displace or modi fy pr e s e nt or future
s t at ory or case l aw o[ the Sta t e of Co lorado.
E. The parties ack nowl edge t ha t during nego tiations wh i ch resulted in t hi s
ag r eeme nt , each had t he unlimi t ed righ t a nd oppo rtunity t o nuke dema nds and
p ro posals wi th r espec L t o any s ub ject or matte r appropri dt e [or meet ing s and to
c onfe r and have di scuss i ons and t hat the unde r s tandings and agreement s arrived
at by t he parties a[ter th is e xe r cise of tha t righ t and op po r tun ity ar e set forth
in t hi s agreane nt.
/\R'r!CLE 7 . HOUl1S Ot' w:J RK
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11. r:or those ei1ployees assig ned to sh i ft wor k, t he wor k schedule s hall I
norma l ly consist o( un .:ivcrac3e of seven t y-two (72) hou rs o( work in nine (9)
com:ecu tive days , reoccu rring work cyc l es based on a twe nty-(our (2 4) h our a lte rnati~
basis or flerkl ey systan .
fl . !)rq_:)l o _ acs ass ignc-d t o non -shi[t wor k sh all Mrma lly be scheduled for
an average of at least for t y (40) hours o[ wo r k in seven (7) consecu tive day
reoccurring work cycles .
C . It is s pec i [ i ca l l y understood a nd ag r eed t hat noth ing he rein s hall be
conGtrued us guurantccing anployccs a mi n imum or maximum nun~r o f hour s pe r day
o r pe r week .
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D. The work schedule may be changed by the Fire Chief provided a ml ninun
nine (9) da ys advance notice is given. WOrk schedules may be changed without
a dvance notice in the case of eme rge ncie s as determined by the F i re Chief.
ARTICLE 8. COMPENSATION
Tl. fllt>loyees covered by t h i s agreenent shall receive conpensation as pro-
v ided in the following table.
T II BL E l
Re gula r
Stra ight PreniLITI
Time Hourl·t or Over-
Rate• time Ra t e * ~nthly* Annual*
Fire fi ghter ( p rooo ti ona ry) $ 6.80 $10 .20 $1 ,7 00 $20,400
Firef ig hter 1st Class 7 .84 11. 76 1,960 23,520
r'i ref ighter 2nd Cl ass 8.63 12.94 2 ,157 25,884
Fi re fi ghte r 3rd Class 9.4 9 14 .23 2 ,373 28,476
Dr i vet/Operat or/Engineer 10 .43 15 .65 2,609 31 ,308
Li eute na nt 11.48 17.22 2,870 34,440
*N o t e : Th e COO\)ensation figure s ide ntif i ed in Table l above are based upon
the nw,be r o f r egula rly scheduled hours per month and per year including
ove rt ime , a 11d are not adjusted for bec ause o f t he City 's biweekly pay
sys ten. '!'he methodo logy used in determ i ning the hourly, preni\Jll/overt ime ,
monthly a nd a nnual coopensation i s c ontai ned in Appendix A attached .
13. Th e hourly r a t e set (or t h a bove i s the 81\)loyee ' s straight time hourly
wag e r ate for t he pu r pose of computing pr aniU11 /overtime c oope ns ation . 1'he annual
CO!l\)e nsat i on reflected i n Tabl e 1 above includes c ooq:,ensation for scheduled ove r-
t ime .
C . In t he e ve n t t h<e s e ve nl y-two (72) hou r wo rk scheduled based upon a
n ine (9 ) day reoccur r ing wo rk cycle identified unde r Section 7 (k ) ol the Fai r
Labor Standa rds l\ct is ad jus t ed or amended , t he hou rly wage r a te identif i ed in
Table l sha ll be ad jus t ed s o t h;;t the e nd result shall continue t o wflect an
ann u11l g ross coopensu t ion as identified in Table 1 .
o . Ef(ective January 1, 198 6 , in add it ion to t heir t egu l a r hou rly wage rnte ,
q ualified at>p l oy ces ho lding the ra nk o[ f i ref i ghte r wh o ace assigned and a u thvti zc.d
by th,:, Fire Ch ief to perform on a regular basis Fire Medic: duties s ha ll r e c e i ve
a seven ancl one-half (7 l/2%) percent wage i nc r ase over and above their r egular
hou r l y wage rate ,
E. Effec t i ve J a nu ary 1 , 1987 , i n addit i on t o the ir r egula r hou rly wage
rnte , quali f i ecl a11p l oyccs holJ ing the r a nk of fi r ef i ghte r who are assigned and
aut·horized by t he f ire Chi er to per[orm on a regular basis Fire Med ic duties s ha ll
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receive an additional two and on<>--half (2 1/2\) percent for a total o f ten (10\)
percent wage increose over and above the effected enployees regular hourly wage
rate.
F . In addi t :onal to their regular hourly wage rate qualified enployees
holding the ranks of Driver/Operator/Engineer or Lieutenant who are assigned and I
authorize<) by the Fi re Chief to perform on a reg ular basis Fire Medic duties shall
receive an additional $100 .00 per month or its hourly wage rate equivalent . It
is unde rstood and agreed by both parties that the adcli tional ca,pensation provided
und e r th is article for Driver/Operator/Engineer and Li eutenant shall be discontinued
at thr-e xpiration of this cont ract.
G. In additional to thei r regular hourly wage r ate , shift fire investigators
assigned and authori zed by the Fire Chi e f will receive $100.00 per IOOnth or its
hourly wa ge rate equivalent .
ARTI CLE 9 • OVERTIME
I\. Stand ard Ove rtime.
1. Upon determination that the repo rting number of assigned personnel
to the duty shi f t i s below the City establishe.l level, the call to off-
duty personnel for over time will be made .
2. Non-exenpt enployees covered by this agreerent working in positions
o ther tha n t hei r actual rank are counted in acting capacity . In the
e vent requiraoonts necessitate positions be filled with actual rank,
personne l o( said actual rank will be ordered in .
). Non-exempt 0Tf-l loyees cove red by this ag r earent shall receive over-
time coopensation for work performed over and a bove the assigned work
per iod . Overtime ;,ay shall be calculated at time and one-half (1 1/2)
the a~loycc ' s regular hourly wag e rate .
4. M indiv idual card fi l e , (or each of l>,e c a tegories shall be
main t ained (or the purpos e of ove r t i me reca l l. Th e files will initally
be s et up on the basi s of sen i o r ity and the n will be used in a rotation
basi s . Th•o p,,rson wor ki ng overtime will be paid actua l hours worked
for that posit ion whi ch he (ills . Regular ove rti,re ca rds will not be
moved unt il a block o( twe lve (12) hours or more i s either worked or
t e f:u scd . The card will not be moved for tefusal if the atVloyee is
s i ck or on ,:mmw l leave , or if this would requ ire the aoployee to work
seventy-two {72) conse cuti ve hours , o r more . Rc(usal [or sickness will
be acceptcJ only i ( the anployee was absent the las t duty day du e to
illness or tanporary disabili ty l e ave. Annu a l l e ave i s the period of
time from the end of the l asl duty day worked until the atVloyee ,~turns
to duty. llowevcr , i f a n anployee i s on a nnual l e ave , he has the option
to wo rk on a ny bu t ' · s c,.,n shift .
s. Sh i f t c omnandcrs will call the first person e ligible and if una b l e
to contact , he will continue U,1 ,1 , 1h the norn1cJl rotation until saneone
i s contacted . rr no o(f~uty ;, ,,,11ncl wish to wo rk, he will order in
the f ir st pe rson he contacts [ol I •·,v11vJ the nornl...11 rotation. I f the
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B.
overtime person is not at the assigned s t ation by 0700, the person
going off duty will autanatically be given one (l) hour overtime, mininun,
and thereafte r in half (l/2) h our increrents.
6 . If at any time during the shift the absent personnel returns to duty,
the officer in charge wi ll r e lieve t he person working that overtime
position . Th e person working the overtime will be pai d a minim.ml of
two (2) h ou rs worked. If mor e than two (2) hours are worked, his time
will be cmput ed to the near est next half (l/2) hour.
7 . No one other than the Fi re Chief, the on-duty Battalion Chief, or
act ing Battalion Chief , Un i on r epresentative , at the request of the
€11ployee , with the mployee and managrnent personnel present shall have
access to or review the overtime carris . Any person not following this
policy or found tampering with the f.i l e will be s ubject t o d isciplinary
act ion by the Fi r e Chief.
Errerg ency Overtime .
l. 0rerge ncy overtime i s defined as a nulti-alarm situation or disaster
wher e more than normal man ni ng is r u i red and nust b€ authorized by the
Fi re Chi e f.
2 . Wh en non-exempt anployees covered by this agreement work overtime
on an emergency call back basis, t hat ove rt ime shall be c011puted on
a forty (40) hour duty week wage basis .
c . Combination Ov ertime.
1. Whe n a non -exempt empl oyee covered by this agreerent is working a
standard overtime sh ift and r esponds to an eme rgency with other arployees
called on emerg e ncy ove r time , he will be corrpensated on the emer gency
overtime bas i s during the period of that emergency .
ARTICL E 10 . I\CTING PIIY
A. 1111 act i ng positions a ssigned and authoriz,?d by the Fire Chief or the
Chi ef 's des ignated representat i ve wi l l be compensat e<l ~t ful l pay. The employee
nust be in the position five (5 ) c onsecutive s hifts be[ore s aid emp l oyee becanes
e ligible for acting posit i on r.ompensation. Such pay shall be retroactive to the
f irs t day said anployee a ssunes r espons ibility of the position.
B. Effec tive J a nury 1 , 1987 , the enployee nust be in tha position four (4)
cons.-,c;utiv e shi[t s beforn sa id ,sroployee becomes e ligible for acting position
coopensat i on . s uch pay s hall be r e troactive t o the fi rst day said employee
assl?Ties re sponsibility o ( the po s iti on.
IIRTI<:LE 11. IINNUIIL LE/IVE
I\, Sh i ft wo r k enployces shall be e ntitled t o seve n a nd one-half (7 1/2)
shif ts of unnual l eave each year . Annua l l eave fo r said emp l oyees having less
than t e n (1 0) yea r s o[ cont inuous ser v ice shall acrunulate at the r ate of fifteen
(15 ) h ours for each month o[ active ser v i ce and the maxi mum accumulation shall be
fi(teen (15) s hifts. In order to qualify for annual leave credit during the
month, the erop l oyee nust have worked at least one-half (l/2) of the working days
of t hat mo nth excluding a u t horized paid l eave . lifte r t e n (10) years of continuous
service , shift work atployees shdll receive nine ard one -half (9 1/2) shifts of
leave for each year . Annual leave sha ll accunu late at the rate of nineteen (19)
hours of a nnual l eave per month of active service with a maxir,un accumulation of
annu al l eave to be nine t een (19) shifts.
Il. 1111 er,ployees cove r ed by this agreement wh o ace a ss igned to non-shift
work s hall be entitled to fifteen (15) d ays of annual leave each yea r . llnnu al
leave s hall accunulate mo nthly at the rate of one ard one -fourth (1 1/4) days
per month of active service . In order to q ua lify for annual leave credit during
the month , the erop l oyee nust have worked at least one-half (1 /2) of the work i ng
days of t.hat month exc l uding authori zed paid l eave. llnnual l eave shall not be
gra nted to any empl oyee un ti l he has been in the eroploy of the City for at least
one (1 ) year unless othe rwise a uthorized by the Chief. Fo r those employees having
l ess than ten (10) years of continuous ser vice , the maxinum accunulation of annual
leave shall be thirty (30) days . llfter t e n (1 0) years of continuous ser•,ice,
non-s h ift wo r k anployees s hall be e nti t led to e ighteen (1 8) days of annual leave
e ach year. Annu a l l eave shall accunu la t e at t he r ate of one ard one-half (1 1/2)
days of a nnual 1eave per month of active service . Said maximum accumulation shall I
be forty (40 ) days.
C. Accumulati on of annua l leave shall ne ither be ac•thorized nor carputed
for any pu r pose after the maxinun accum ulat i ons of sa id · :ve have been reached .
EITt)loy ees shall not lose accumulated l eave afte r t he max _,C1LU11 has been reachoo , if
lhe anployec has t<:.X]u i..;s ted use of l eave prior to ma.ximum uccunulation and has been
denied use o( leave .
o . Method of Selection. The sel ect i on for use of annu a l l eave shall be by
seniority . The first round of selection beg ins by t hose 011p loyees with greatest
seni ority choosing first and those wi th l esser s e ni ority c hoosing las t. Th e
s econd round of selection will beg in with those having less seniority choosing
first and those wilh more sen iori ty choosing last .
E . Use. Th e schedu le for use of annu al l eave shall be determi ned by the
needs of the depilrtme nt . l\nnu a l l eave shall be t aken <1 t .:i time convenient to
a nd approved by th0 Fi re Chief.
I'. lln nua l Leave Pay. The rate of ann ua l l eave pay shall be the eroployee 's
r egular s trai~ht time hourly rate of pay for tt1e enployec 's r egular job a rY.l charged
on a wocking hour bas i s , e xcluding r egu l ar clays off. Mnua l l eave shall be a llowed
only to t he total hour l y amount accumul ated at t he be<]inning o f the leave, as
ve rified und uuthori led by t\1 e fire Chic[. E.'mployecs may receive t hei r annua l
leave pay , prov i ded the employee makes a written reques t to their s upervisor a nd
approved by the Ftre Ch ief f i (tecn (15) cal e ndar days prior to the start of thei r
annutll l euve .
c. Minimum u,;age. Th e re .s hall be a one (l) shift minimum use of annu al
l eave time for shift work e rs wi. .. 11 the fo llowing e xcep ti on : lf an employee
covered under thi s agreement has used all of the personal leave provided t o him
for t'.1e year , the aup l uyee may use .:rnnual l e ave o f less tha n one (1) shift as
approved and uuthor ized by the Fire Ch i e f or the Chief 's des ig nated r epr esentative .
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u. llnnual [.eave Pay Upon Separation. An y mployee who is separated fran
t he s e rvice of the Ci ty, i.e., r etirment , termination or layoff , shall be cai.-
pensated for t he, unu s ed annua l l eave time acCl.lll\l l ated at the time of separation.
I\RT !Cl.E 12 , PEl1SONI\L l.EI\V E
Effective J a nuary l, 1986, all s hift work "'1'(l l oyees cove red by this agreece nt
shall be gra nted nine ty-six (96) hou r s of personal l e ave wi th pay which an errplO)'ee
is e ntitled t o use for t he following purpose s :
I\. Time los t as a r e s ult of illness/injury to t he enployee or the errployee' s
intrediate fam ily .
B. l\tte nd personal bu s iness .
c . Leisure time .
For any anployet< who ha s not used the ninety-six (96) hours of personal leave ,
the <'.i ty will coopensate s aid enployee for the unu sed time at the E51l'loyee ' s
regu·.ar wag e rate to be paid ti,~ fir s t pay period i n DeCEJTiber of each year .
Pe r s on a l l eave time s hall not e xc eed n inet y-six (96) hours nor shall it be
accunulatcd or carried ove r from one year to t he next. In the event of illness/
injury i n wh i ch pe r s onal l eave i s r equested , the enploy,ee shall notify their
supervisor a t l e ast one (l) h our priot to thei r scheduled r epo r ting time. One
personal leave day shall be gu aranteed per shi f t.
I\RT!Cl.E 13 . D!SIID I UTY -TE1-11'ORARY (NON JOB RE [.IITED )
I\. Def inition -Tenvorary disability is l eave granted fo r non-service
connected i n jury or illness o f an anployee whi ch disability p r events the mployee
from performi ng hi s/her du tie s as a City arployee.
B . Pr ov is ion -Du ring t he life of t h is ag r eerent, the City ag rees to provide
t empo r ary dis.tb i l ity l eave with pay for anp loyees a bsent as a result of illness/
injur y a t the r ate o [ one hundred pe r cent (100%) o f the emp loyee 's regular wage
up t o one hur<lred t we nty (120) calend a r days/forty (40) shi f t s .
c . ·."empo rary disa bilit y l e ave s hall not be accunulative except that on
J a nuar y l of each ye~r, the City shall res tore one hund r ed per ce nt (100 %) of
the nU11be r of d ays/s h if ts us ed by an anployee du ri ng the precedi ng yea r up to a
maximum o [ s i ,ty (60) days or t we nty (2 0) s h ift s .
o . Util iza ti on .
1. Author izat ion [or t anpo r a r y d i sab ility l eave with pay s hall only be
grnn ted after the f irs t shif:t /day o[ disa bili ty .
2. Authori za ti on fo r t emporar.y di sabili t y s hall onl y be grant ed for the
follow i ng reasons :
(a ) Illne s s or in ju ry o f the enployee no t f.c r v i ce connected, i nclud
ma t e rn i ly .
Pa<_te 10
E. Sick Loeave Option -All sick leave accrued by eiployees prior to January 1,
1980 s hall vest with the anployee , and may be used i n tho fo llowiog manner:
l. After the one huoo red twenty (120) days/forty (40) shifts as
descr ibed above have been used , unless the eiployee is entitled for
retiranent as a r esult of disability .
2 . By cashing i n all accrued sir:k leave aCC\ll\Ula t ed und e r the prev ious
plan upo n norma l retirement fran the City a t the rate of one (1) hour's
pay for each t wo (2) hours o f accrued sick l eave at the anployee' s regular
rate or on e (1) hour 's pay for each four (4) hours upon separation fran
the City .
3 . By cashing in accrued sick leave under the previous plan, once each
yea r at the convers ion r ate of four (4) hours sick l eave fer one (1)
hour pay , not t o e xceed a convers i on of more than fo ur hundred (400)
hours each year .
F. Reporting of 1'emporary Disabili ty -The anployee or a member of the
erpl oyee ' s hou sehold s hall notify t he 011ploy ee ' s s upervisor at l e ast thirty (30)
mi nu tes prior t o t he employee 's scheduled r eporting time . No t011porary disabili ty
l eave will be granted to a n 011pl oyee who fails to notify their superv isor prior to
the beginni ng of the anp l oyee 's work schedule .
G. Verif ica tion of Di sabil ity -/In atteoo ing phy sician's statenent will no t
be necessary unle s s r equired by the Fire Chief. IE the Chief r equ i res the eiployee
t o see a 91 1ysi c i an , the Ci ty will pD,y t he cos t of s uch examina tion and /or office
v i s it .
H. Abuse of Temp orary Disability -ll buse o( t011p0rary disability occur s
when an arpl oyee misre presents the actual reason for reque sting t011porary d i sabili t y
or when a n emp l oyee uses tarpora ry disability leave for una uthorized purposes.
An anployee wh o makes a false claim for tenpo r ary disability l eave sha ll be s ub j ect
t o disciplinary acti on or disni ssa l.
II RT I CL E 14 . DlSIIOILITY -ON-TUl'r-JO\J INJURY
r,,. For any on-the-job injury which causes a ny 011ploy ee to be abse nt fran
wo rk as a resull of such i nj ury , the City sha ll pay to such 011ployee his full
wages Er an t he f irst day o f l1i s absence (ran wor k up t o a nd including the 90th
calend .:i:-day or: such ab:3e ncc , l ess wh ateve r SllllS rece i ved by the anployee as
d i sabi li t y be ncf its u11(lc r wo rkme n 's compens ation. •rh e City reserves the right
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to r equ ire any e ll p l oy ee on in ju r y or d i sability l eav e to s ubmi t to an exami nation(s) I
by City-appo in ted physic i a n(s ) at the City 's e xpense o r unde r t he provi s ion of
workman 's c ompe ns at ion or the ret irement/pension prov i s i on as pr ovided und e r
S t ate s t a tute .
B. 1111 in j u ries t ha t occur during wo rking hour s s ha ll be r e porte.-d to the
empl oyee 's s uper visor within tw..nt y-four (24) hours of t he i nj ury or befo r e the
employee leaves their depa rtme nt of 011p l oyme nt unless citc ll11stances beyooo the
cont ra l of ~he a nploy..:e wo uld no t peLmi t .
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,\RT ICLE ~5 . MILI TARY LFJ\VE
II . lln y permanent or probationar y emp l oyee who e nli s ts or is induc ted into
t he military , naval , air or other amed s e r ves of t he United States i n t i me of
wa r shall be e ntitled to a l eave of nbse nce without pay for the d urat ion of such
war or until hono rably d i scha rged , whicheve r =•s f i r s t, and for one (1) year
the r...:-a ( t e r.
D. /\n y emp l oyee who s hall be a IT01lbe r of t he Na tional Gua rd or any other
conl)one nt o f t he mili tar y forces of the St ate , now or he r ea fte r organized or
c ons t i t u ted unde r t he St a t e or fede r a l l aw, s ha ll be entitled t o a l eave of
abse nce f r om h i s anp lo~ent without l oss of pay, s e niority, status, eff iciency
rati n<J , vaca ti on, s ick l eave or o the r bene fit s fo r a ll t he time when he is engaged
wi th such organi za tion or corrpone nt in t ra i ning or active s ervice o rde red or
a uthor ize J by pr ope r autho ri ty pu rsuant t o l aw, whether for Stat e or federal
purpos,,s , b ut not e xceed ing fi f t een (1 5) days i n a ny cal endar year, Su ch leave
sha ll be a llowed in cas e t he r equ ired mi lita ry ser vi ce is s atisfac t ori ly perforn-ed,
whi ch s ha ll be p r c s um,d unless the cont r a ry i s establi s hed ,
C. Such l e ave sha ll not be allowed unles s the enployee r e turns to his
public posit i on irrlT'E<li a tely upo n be i ng r e lieved from s uch mi lita ry s er v ice and
not late r t ha n the ex pi r a t ion of the time he r e in limi ted for s uch l eave , unless
he is prPv ented from so r eturn i ng by phys ica l or me ntal d isabil i t y or other cause
not due t ,, h i s own fault or i s requ i r ed by proper author i ties to continue in
such mi li ta ry s ervi ce beyond t he time here i n limited for such leave.
D. Sub ject to prov i sion II, B and C a bove , the City s ha ll provide full pay
t o a n OTIP loyee g r a nted milita ry l eave , l ess wh a tever compe nsation t he enpl oyee
iroy have rece i ved by t he militar y for such serv ice .
ARTI CLE 16 . FUN ERAL LEIIV E
1'he appointing authority may gra nt l eave with pay to an emp loyee t o att end
the (unc r a l o ( a iranbcr c,( t he anployec ' s Cami ly . Th e nun be r of days g ranted
shall be gove rned by the c ircuTis t ances o f the c a s e , but in no event shall t hey
exceed t hree (3 ) of t he anpl oyee ' s reg ularly ass ig ned s hi fts . Fo r the pu r po s es
of th is s ection , 11 emp l oy ee 1 s (ami l y" s ha l l mean t he anp l oyee 's s pouse , or the
ch ildre n , g randch ildren , pa re nts , grand par e nt s , brothe rs and s ist e r s of the
empl oyee or o f t he .aTi ployee ' s spou se a nd othe r membe rs o f t he f amily at the
<.li s cre tion o f t he City .
ARTI CLE 17 . JURY DUTY /IND WI TN ESS SEENICI::
Leave ma y be q r anted t o a n OTip loyee [or scr v inq on j u ry du ty or as a witne s s
i n h is o (f ic i nl capt.1 c ity i n obed i e nce t o a s ub ()Oe na or di rection by legal aut hor i t y .
l i e s h3ll be e ntitled to t he di ([e r ence between t h i s r egu l J r compe ns a t ion and the
f ees rece ived tor j ury duty or as a wi t ness . Wh e n he i s s ubpoe naed as a wi t ness
i n private li t igat ion t o t es ti f y , no t i n hi s of fici a l capac ity bu t as an individual ,
t he time absent by reasons the r e of sha ll be take n as a nnu al le,i ve or l eave without
pay .
IIR'l'ICLE 18. VO'l'ING Lr::IIVE
1111 anployees will be allowed a r easonable time o ff as authorized by the
Fl re Chief without loss of pay to vote. This time will be used by the mployee
only to vote.
IIR'l'IC.'LE 19. TR/\D!NG TIME
II . E)rployees may be permitted to secure a nothe r Fire Fighter of equal rank
and qualifications to s ubstitute for than subject to approval of their supervisor .
The E!f{lloyee substituting shall be rescxmsible to work the scheduled shift and any
,.:,sence shall be charged against that enployee . llny request for substi tutes
shall be signed by beth ~'ire Fighters aro approval of the s upervisor shall also
be in writing .
B. ·rrading time shall be governed by the following criteria:
1. Th e trading of time i s done vo luntarily by the anployees partici-
pating in t he trade .
2. The reason for trading time is due to the employee's desi r e or
need not because of Fire De partment operations.
3 . II record is maintained by the Department of all time traded by
rni:iloyees .
4. The pe riod during which time is traded and pa id back does not
e xceed twelve (1 2) months .
II RT!CLE 20. LEIIVE WITHOUT PIIY
Eligibili ty
PerrMnent a11ployees may be granted a l eave of abse nce without pay for reasons
of education which is allied to the duties of the City , settlerent of an estate,
child care , s e rious illness of a member of lhe emp loyee 's family , but shall not
be used for the purpose of obtai ning e 11ploi,rnent elsewhere. Leave 1,1ithout pay
sha ll not exceed s i x (6) months of any year but may be ex t e nded upon request for
an udditiona l six (6) mo nths . Th e total leave time shall not exceed one (1) year.
Upon r e t urn [rom ilpproved l eave , the anployee will be res tored to their former
position if avnilablc or to a pos ition c OO'\)arable for which t he anployee i s
qualified. During periods of unpaid leave , e11p loyees sha ll not conti nu e to accrue
serv i ce c i:ed it or be e 1 ig i ble fo r any City benef its .
Application for Leave
II r eq uest for a l eave of absence without pay shall be submitted in writing
by the eTipl oy,ee to the Fi re Ch i e f. Th e reques t sha ll ind icate the r e ason the
l eave o[ abse nce i s bei ng r eque sted and the approx imate l e ng th of lea ve t ime
reques ted .
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Conside r ation of Leave Request
The Fire Chief may g rant or deny leave requests, taking into consideration
the department's work force, work load and the errployee' s request.
Failure to Return
Unless unusual cirC\.11\stances exist , an erployee who fails to return by the
date of leave expiration shall be considered to have voluntarily resigned fran
the service of the City.
ARTICLE 21. UN I FORM.S
A. If an etq?loyee is required to wear a uniform and/or safety equii;xnent,
the E!l'{)loye e s hall wear the uniform and/or safety equip;nent only as authorized or
required by the department work rules . All etq?loyees s hall maintain a presentable
appea rance while on duty. The B11ployee is responsible for any damage to the
uni form or safety equip;nent by negligence or deliberate act. The City will be
respons ible for providing a ll uni forms and safety equip;nent.
B. The City will provide fifty percent (50%) of the cost of authori ze<]
foo twear up to $60 .00 per year.
C. Cleaning -The City will be responsible for providing cleaning for all
uni f:orms and/or safety equip;nent.
D. Phy s ical fitness sweat shirts and pants will be provided by the Fire
::l epa rtment for employees e ngaged in the Depar tme nt's physical fitness program.
Th e empl oyee i s responsible for any damage to or loss of the sweatshirt and pants
by necJligence or del i berote act.
IIRT!CLE 22 . IIUTOMOBILE /\LLCA-1/\NCE
II Fi re Fighte r who is specif ically authorized by the Ch ief to operate his
personally-owned au tomobile in conduct of City business shall be paid in mile age
in accordance with the City 's vehicle mile age policy .
ARTICLE 23. !NSUR/\NC E -EMPL~YEES/RE'rlREES
II. During the life of th is agreement , the City will provide $142 .4 2 taward
the preniun cost for dependent c overage and $43.95 fe r single coverage for the
Ci ty Hea lth Ins ura nce plan or other plans which ma y be selected hy the City as a
substitute for the City Health Plan for cc1ch single and depende nt policyholder.
The City a nd the cnployees agree to share equally all docunellted premiun rate
increases during the li (c o( this agreanent.
B. Any dispute concerrinq the i nterp.:etation or appli cat ion of benefits
provided under the Hea lth Insurance Plan s hall be subject to the di s pute reso:ution
procedure only . (It is expr ess !·; unde r s tood tha t this llrticle is a non-grievable
i tern und e r this agrec.'lllC nt.)
Page 14
C. Th e City ex pressly agrees it shall insure required preniuns are and
have been paid to insure the level of benefits maintaining the usual, customary
and reasonabl e rates charged by hospitals and physicians in the "Denver Metro"
a r ea , based upon the current Colorado Relative Value Study,
D. It is understood and ag r eed that should the prenil.111 costs for the City's
health insurance be reduced during the life of this contract, that the City and
efl\)l oyees will equa lly share in the preniun rate reduction.
Example: If praniun rates are reduced five percent (5%), the at{)loyees
prenil.111 contribution shall a l so be reduced five percent (5%).
I\RTICLE 24. DENT/IL INSURIINCE
11 . During the life of this agrearent , the City shall pay $30.14 toward the
preniun cost for dependent coverage and $9. 76 for single cove rage for the City
Dental Insura nce Plan o r othe r plan selected by the City as a substitute for the
City Health Plan for each single and dependent policyholder. The City and the
employees agr~>e to share equally all docunented prenil.111 rate increases during the
1 i fe of this ag reenent .
B. The City express l y agrees i t shall insure requi red prenil.1115 are
a nd have been paid to insure the l evel of benefits maintaining the us ual customary
and r easonab l e rates charged by hospitals and physicians in the "Denver-Metro"
area , based upo n current Co l orado Relative Value Study.
c . llny dispute concerning the i nte r pr etation or application of benefits
under the Den tal Plan shall be s ubject to t he dispute resolution procedure only.
(It i s expressly und e r ~::ood that this llrt i c l e is a non-<Jri evable iten under
th i s agreeme nt.)
D. I t is under stood and agreed tha t s hould the preniun cos t s (or the City's
dental insurance be reduced durinq the l ife of t h is contcr,~t, that the City and
employees will equally s hare in the preniun rate reducti •.>n.
Example: J( praniLlll r ates are r educed five percent (Si), the employees
praniun contr ibu tion shul l ulso be reduced (ivc percent (5 %).
I\RTIC[,E 25. urn INSUH/INCE
Tetm lifo i.,1sur a nce wi ll be provided by the City for anployees covered by
th is agreenent of $30 ,000 for each anployee. Upon ret.i rarent the employee may
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convert the life insurance amount that is in effect at the time of retiranent I
uµ to $20,000 if the rn,ployee has not reached age 65. Fran age 65 to age 70,
the conversion privi cege woul d be reduced by 40L The maximum conversion privilege
would then be $18,000 .
/\RT I CLE 26 . RET!REMENT llllNEFIT5
A. Rctirenent benefits and contribution leve ls will continue as pr ovided
und e r Ci ty P lan and State Statute .
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B. The City agrees to allow ret irees ard future retirees a conversion
privilege to t he health insurance conversion plan available through the City.
The City also ag r ees to pay fifty percent (50%) of the cost of coverage of the
conve r sion pl a n or other plan selected by the retir ee up to a maxinun of $75.00
per month .
IIRTICLE 27. LIIYOFF
Whenever ther e is lack of work, lack of furds, or other legitimate reasons
requiring r eductions in the nunber of e1'flloyees, the appointing authority shall
designate the pos itions in which the l ayo ff is to be made . Upon such determi-
nation, the required nunber o f enployees i n the affected pos iti on shall be pl aced
on a layoff list or transferr ed by the appointing authority , each in order of h is
relative length ard quality of s e r v ice as shown by the personnel records. Fnpl oyees
on layoff shall be r ecalled in the order o f seniority provided that those recalled
h ave the danonstrated ability ard same qualifications to perform the available
wo rk as dete rmined by the City. l\ny enployee in a higher r a nk, if laid off,
may transfe r to the previous lower rank . Th e layoff list shall terminate after
eighteen (18) months.
I\RTICLE 28 . TUITION REFUND
Upon recomnerdation of t he Pi re Chief ard af t e r prior a pprova l of the
Ent>loyee Relations Departmen t, the City of Eng lewood shall r eimbu r se a i:ermanent,
full-time Pi re Fight e r upon successful completion of an approved course or
cour ses in educat i on or vocational training at an accred i ted col l ege or un ivers ity .
The c-ou rse or trai ning lllJ St be related to the work ard be designed to improve
competence i n the job, as determi ned by the City, ard be of va lue to the Fire
Fi ghter 's service to the City . This shall include all tuition , an<l required
texts . Re funds will be at the publi c institut i on r ate .
ARTICLE 29 . PROBI\T!ON
I\. The probat ionary period for all newly a ppo i nted enployees shall not
be less t han twe l ve (12) months from the date o( hire . llf t er corrpletion of the
probationary pe ri od , the enp l oyee shall be e l igible for perma ne nt status whe n
authorized by the City Manage r.
B. 11 promoted enployee cover ed by this l\greeroent shall ser ve a twelve (12)
month proba t ionary period in the new [X>S ition provided, ho.,,e ve r, that after having
satisfactorily served in sai d new posit ion for a period of ot least ;,ix (6) months ,
Lh e Fire Chief may r ecoomend perma nent s t atus in the new position for the anployee
pr ior to the expira t ion of the t we lve (12) mont h period. Should the City Ma nager
approv~ perman en t status for the anp loyee pr ior to the e xpiration of the twelve
(12) month probati onary period, t he enployee sha ll be con s idered to ha ve perma nent
status .
C. lln y perma ne nt enployee in the class ified service upon being promo t ed to
a new position in the Ca r eer Se r vice Systen shall have probationary status as set
out above i n any position to which he wa s p romot ed , but shall reta in perma nent
status in his previous classification and may transfe r back or be returned to tha t
pre viou s posi tion at any time du r ing the probationary pe riod at the discretion of
Page 16
the City Manager and/or the employee . Sh ou ld the City Manager return the ,rployee
t o his/her prev ious position, the employee shall be infomed of the reasor.s for
the r e turn.
D. Ell\)loyees r e hired a s provi ded under the provisions of the City 's aaninis-
t r ative procedure s wi th l ess than one (1) ye ar of s e paration fran the Ci ty s hall I
be subject to a pr obat i ona r y per i od. Th e de partment head with the approva l of the
appointing authority may modify or wa i ve t he probat iona ry pe riod.
ARTI CLE 30. SETTLEMENT OF DISPUTES
II grie va nce i s de fined as an a lleged violation of a spec if ic provision of
t h is ag r eenent . The em ployee a nd the As sociation sha ll be requ i r ed to follow the
procedure as set ou t belo~:
If the employee is unable to settle t he grievance or di s pute orally and
i nformally t hrough his/he r inrred i ate s u pervisor within five (5) work days of the
date o f the occurrence of t he g rie va nce , or t he employee 's knowledge of it, the
errp l oyee ma y , within t he succeeding five (5 ) work days , f ile a wr i tten gr ievance
with his/he r superv i sor . Th e super visor sha ll a t temp t to adjus t the matter and
shall respond in writing to the emp l oyee within five (5) wor k days .
If the a nswe r is no t s at i sfactory , the mat ter sha ll be pr esent ed in writing
by the employee to the F i re Chie f wi thin five (5) work days fo llowing r ece i pt of
the supervisor 's r esponse . The Fi r e Ch ief shall respond in writi ng to the employee
within five (5) work days .
If the grievance still remains unadjusted , it shall be prese nted by the
employee to the City Manag e r in writing withi n five (5) wurk days follow i ng r ecei p t
o( the r esponse of the Fire Chief. The City Manager or hi s/her designated rep r e -
sentative shall r espond in writ i ng withi n ten (10) work days .
If the grievance is sti ll unsettled, the l\ssociation , within ten (10) ·.ork
days .,fter receipt o f the a nswer by the City Ma nager or h i s/her des i gnated r epr e -
sentative , may by writte n notice request the matter be heard by the Caree r Se r vice
noard . The Career Service Board o r its designated hea r ing officer shall be r e-I
quested to issue a decision within thi r ty (30) days afte r conclus ion of testimony
and argument. Each party shall be respcnsible for cooq_:,ensation to its own repr e -
sentatives and witnesses . If either par ty desi res a verbatim record of the
proceedings , it may cause such a record to be mad e , provided it pays for the
record and makes copies avai l abl e withou t char ge to the other party a nd to t he
Career Service Board or its designated h earing o((icer. Failure by a n employee
to COO{l ly with any Li me l imitation shall constitute a settlencnt o[ the grievance .
sr,ould the employer not respond within t he prescribed time , the griev.ince will
a u omatically proceed to the next s t ep .
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l\uthori ty of career Service Board
The career Ser vice Board or its designated hearing officer shall have no
authority to add to or subtract from or change the terms of this Agreement. The
written decision of the Board or its designated hearing officer shall be final
and binding upon the parties. The Board or its designated hearing officer shall
limit its decision strictly to the grievance sut:mitted which has been properly
processed through the grievance procedure outlined .
Grievance Option
It i s ag reed that should t he appeal procedure as provided under 138:4 of the
City Ch arter or applicable ordinance provisions be utilized, recourse to the
g ri evance procedure included in this llrticle shall be waived .
Processing Grievance During working Hours
Gri evances may be investigated and processed by the employee during working
h ou rs within r easonabl e t ime limits without loss of pay provided notice is given
a nd the work l oad permits . Th e employee s ha ll be allowed to attend hearings while
on duty.
I\RTICLE 31. SUPPLIES
I\. Th e City will prov ide and maintain supplies and equipnent for the normal
operati on of the Fire Department. These include:
l. Laund ry: linens and cleaning of same .
2 . /Ill kitchen a ppli ances and utensils , a nd r epa ir and/or replacarent of
same .
3 . Private phone in each station and mai ntenance a nd/or r epa ir of same .
4 . Mainte nance of T.V.'s and r ecor ders .
5 . Items of hygiene (soa p, to i l e t paper, e tc.).
B. Th e provis i ons of this article will be under the control of the Fire
Ch ief. Indiv idua l abuse t o be dea lt with on a n ind iv i dua l basis .
I\RTICL E 3 2 . E:XCLUSIVENESS OF I\GREEMENT .
Th e Ci ty and the Assoc i ation ag r ee tha t the terms and provis i ons herein
con ta ined cons t i t u t e the e ntire agreeme nt between the part i es and supercede all
pre:-v i ous ccmnunica tions , re pr es en tations or agr eanents , either ve rbal or wri tten ,
b etween the pa r t i es with respect to t he sub ject matte r herein. The Ci ty and the
l\ssoc i a t ion "g r ee t h at a ll neg ot i able i t erns hav e been discussed during the
negot i a tions l e ad ing tt' t his ag reeme nt and , the re fore , agree that negotiations
will no t be reopened on a ny item dur i ng t he li[e of thi s ug r eeme nt , exce pt by
mu t ual a')teeme nt of: the pu rtie s.
Paqe 18
IN WITNF.SS \'MERl!XlF , the parties have caused this agreement to be signed by
their respective representatives, and their signatures pl aced thereon, on this
~day of O e.,~6'1L , 1985, at Englewood, Colorado.
ENGLm:JOIJ FIRE FIG,lTERS LOCAL 11736 CI'l'Y OF ENGLMJOO I
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PATAICKllNNANE
AHO ASSOCIATES
~u;iust l, 1985
11r , Gary Higbee
Finance Manager
City of Erqlewood
3400 South Elati Street
En,lewood , Cblorado 80110
Dear Mr. Higbee:
I have """' analy zed the iss ues pertaining to the application of the Fair
la tor Standards Act to the cx:mpensation of Erqlewood firefighters . 'lhis
l etter reports my analysis a nd recarnendations.
My analysis starts with the premise that the City of Erqlewood wi shes to
canply with ooth the le tter and the s pirit of the Fair I.aror Standards Act .
'lt,i s cai re across clearly in our conversations and the infol'.ll'ation yo u shared
with me. In fact , I 5ee the City taking a proactive approach to canpliance
t n the canpensation of firefighters. You are not being fo rced but rather are
taking a ction ca yo ur a.,n to e nsure: ccmplia nce .
':he current ni na day , 72 hour f irefighter shift cycle exposes the City to
i iabi lity for ove r time can;,ensatio n. Secti o n 7 (k l of the FLS/1 and the
,,ccanoanying CX'r, rule <48 re<l. ~eg. 40, 519, 9/8/831 cle arly necessitate
ove rtime oonpensat i on for hour& in exaass of 68 duri ng a nine day "'°rk
p:,r iod . To confoan with the law , the City must e ithe r re<luce the hours
.orhad duri ng a shift cycle or oay overti.Jre canpensation .
1hc first ootion "°uld require r ~ducing the numbe , of oours -.orked in a nine
day cycle to 68 or the implem,,..ntatio n of an entir e ly new shift cycle ~ohich
,.o uld eliminate overt i me oours. Thi s "'°uld have the effect o f reducing total
oours wor ked by an individual fi re fighter . Presl!nably , annual canpensation
l or each f irefighter ~ould ba proporti ona t e ly reduced . 'Ibi s change appears
l ikely to be d i ~rupti ve and cumbernane. '!he c urrent shift cycle appears to
;.ork well and chan,ing it ,aaems a bad strategy .
1111 N OR'fH CEDARBROO~· ROAD BOULDER, CO LORADO 80302 (303) 449-199l
Page 2 of 4
Le tter to C-ary Hig bee
City o f Englewood
Dated 7/22/85
n1e r e fore , the City needs to deal dir ectly with its liability for overti.Jre
canpensation . The language o f the FLSA s ugg e sts a natural irechanisn. In
Jel i nea ting oertain exclusio ns fron an emp loyee 's "regular rate•, Section 7
(;a ) inclwes : "Extra ccrnpensation pr ovi ded by a premiun rate paid for oertain
'10urs workted by the emp l oyee in uny day or work\,eek beeause s uch hours are
'lours worked i n exc:ess of e i g ht in a day or in exoess of the llllXimun worlaoieek
a pplicable to s uch empl oyee unde r s ubsection (a) ••• "(29 u.s .c. Sec. 207(e).
Section 7(h) t:1en notes tJ1at: "0<tra canpe,nsation paid as described in
;,a ragr aphs 15 ), (6), and (7) of subsecL ion Ce) shall ba creditabl,., ta.lard
:>ve rti.ire conpensation 1x,yable pursuant to this section" (29 u.s.c. Sec.
207Ch)l.
Gi ven these statutory provi sions , i t appears that the Ci t y can discharge its
responsibility for overti.Jre ccrnpen sation by taking three s teps :
1. Identifyi ng a suff i c ient nunber of
\t.Otking hour s as "premi. un hours"
2 . Co11pensati.19 these hours at a rate equal
to one and one -half tirres the f iref ighte r's
"regular" ho urly r ate
3 . I nc lu:ling tJ1e specif i c ation of premiun
ho urs , reg ular rate and premiun rate in
the labor agreement wi th the firelighters .
Identif i c a tio n of premi un hour s i s straightforwa rd . Durirg each nine-<lay
work pe r iod , 68 hours m,y l egally be treat ed as regular ho urs . 1he ranaining
:our should ba i denti f i ed as "premi un ho urs ". Si nce there are 40.55 (365/9)
wor k pe riods per year, th i s i dent i fies 162 . 2 ( 40 . 55 x 4) ,i r a niun l10urz per
1ear. The f i gures below SIJlTilari ze tJ1is breakdown of a firef i ghter's hours.
ile:Jula r hours
?remi un ho urs
fata l ho urs
Per work per iod
68
4
72
Per yea r
27 57. 4
162 .2
2919. 6
A p·.a11 iun ho ur will be :xmpensated at a rate equal to 1.5 t irres the r a te for
" recJular oour. I n other wo r d s , one regular ho ur equals one ccrnpensable hour
·.,11il c one p remiun l10ur equa l s 1.5 canpensable 11,,urs . 1he bre a kdawn of a
:i refighter 's conpensable l10ur s i s thus a s follows .
Conpensa ble hours -rcqular
CCJ•pensable hours -prcm: · m
CCJTipensable hours -total
r-1:,r wo rk period
68
6
74
Per year
2757 .4
243.3
3000. 7
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Page 3 of 4
Le tter to Mr . Gary Higbee
Ci ty of Englewood
0.ted 7/22/85
For a f ixed aMual salary l e vel , th e rates for CClllJE!OBable tours, preniun
ho ur s a nd reg ular hours are easily deril.ed . '!he canpensable rate which
corr esponds to an annual salary ::,f $27452 i s $9.15 ($27452/3000.7). Since
each regul ar hour is ""rth one ccmpensa ble hour, the regular hourly rate i s
$9 .15 . Since each premi un hour i s ""rth 1. 5 ccmpensable hours, the premi un
:,ourly rate is $13 . 72 . The~ hourly ra tes are sunnarized bel™.
Reg ular hour
Premi un hour
COnpe nsa ble hou r
Hourly rat e
$ 9.15
$13. 72
$ 9.15
These ho urly ra tes can be applied to the breakdcMn of ""rking hours shewn
above to obta in a breakd™n of ccmpensation. This i s shown below.
,leg ular ho ur cnnpensatio n
?remiun ho ur ronpensatio n
Total hour cnnpensation
!'er work peri od
$622 .20
54.88
$677 .08
Pe r y -.ar
$25230 .21
2225. 38
$27455.59
'l:lt e that the total of $274 55 .59 i s s lighuy different fran $274 52 because of
ro undi ng error.
I n s umnary , the labor agr eere11t betwee n the Ci t y of Englewood and the
:i r ef i ghte r s ""uld specify aMual canpensation for 2757 . 4 reg ular hours at a
ceg ular hourly ra te of $9 .15 a nd 16 2 .2 p r emi un oours a t a pr emiun lnurly r a te
o f $13 . 72 . The ac t ual payrre nt o f a nnual canpensation i s undis t .,rbed by this
;}f)'"'roach s i nce "TI1e /\ct does no t r equ i re 011pl oyers to conpensate emp loyees on
m ho urly rate ba s i s; the ir earn ings ITllY be de termi ned on a pi ece-rate ,
.;a l a r y , canniss ion, or other ba sis ... " (29 C.F.R. Sec . 77 8 .109>.
One final fo ct ""r th noti ng i s t hat ann ual canpensati ->n of $274 52 fo r a total
o f 29 19 .6 ho urs actually ""rked cor responds to an "effect i ve " hourly rate of
S9 .40. 1h i s figure ITllY be use ful i n areas s uch a s ben efits cal cu lation,
sal ary ronpa rabi lity a na l ys i s , and r, . 1t<c?d 1T11t t ers .
Page 4 o f 4
Letter to Gary Higbee
City of Erqlewood
cated 7/22/85
t relieve the approach outlired is sound, defe ns ible , ard clear. I hope Jr'OU
and the City of Erglewood find it useful .
'!hank you for the opportunity to once again t:e of ass i s tance.
Sinc~r e l y
Allan L. Service , Ph .D.
Senior Partner
ALS :pn
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