RES-9388 MOU Fire Management AssociationRESOLUTION NO. 9388
A
RESOLUTION OF THE CITY COUNCIL OF THE CITY
OF ORANGE REPEALING RESOLUTION NO.8922
IMPLEMENTING THE MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF ORANGE
AND THE ORANGE FIRE MANAGEMENT
ASSOCIATION CONCERNING WAGES,
HOURS, AND OTHER CONDITIONS OF EMPLOYMENT
FOR THE PERIOD OF MARCH 1,2001,
THROUGH AND INCLUDING FEBRUARY 29,2004.
WHEREAS,
the City of Orange (hereafter "CITY") and the Orange City Fire Management Association (
hereafter "Association") have met and conferred in accordance with the requirements of the Meyers-
Milias-Brown Act;
and WHIEREAS, the CITY and the Association have reached agreement on wages, hours, and
other conditions of employment for the period of March 1,2001 through February 29, 2004 and have
repealed Resolution No. 8922 and amendments thereto for said employees as more particularly set forth in
the Memorandum of Understanding attached thereto;
and WHEREAS, on November 28, 2000, the City Council of the City of Orange adopted
Resolution No. 9359, a Resolution of the City Council of the City of Orange Establishing a Letter of
Understanding Between the City of Orange and the Orange Fire Management Association Effective March 1,
2001 through February 29, 2004;
and WHEREAS, the City and the Association agreed to incorporate the provisions contained in
the Letter of Understanding noted above into a new Memorandum of Understanding once both parties
had an opportunity to review and concur on any and all language changes included in the new
Memorandum of
Understanding;NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Orange that
the attachedme:morandum of Understanding is approved and incorporated by reference as Exhibit "A",
as fully set forth
herein.ADOPTED this 13th day of March,
2001.
M;!jl;hy e City of Orange
ATTEST:
CAA.bA~~~
Cassandra J. Cat art, City Clerk of the City of Orange
I
hereby certify that the foregoing Resolution was duly and regularly adopted by the City Council of
the City of Orange at a regular meeting thereof held on the13th day of March , 2001 by the following vote:
AYES:
NOES:
ABSENT:
ABSTAIN:
COUNCILMEMBERS:
COUNCILMEMBERS:
COUNCILMEMBERS:
COUNCILMEMBERS:
SLATER,
ALVAREZ, MAYOR MURPHY, COONTZ NONE
NONE
NONE
City
Clerk of the City of Orange ii
Exhibit" A"
MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY of ORANGE AND THE
ORANGE FIRE MANAGEMENT ASSOCIATION
MARCH 1, 2001 THROUGH FEBRUARY 29, 2004
MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF ORANGE AND THE
ORANGE FIRE MANAGEMENT ASSOCIATION
TABLE OF CONTENTS
Article Page
Number Title of Article Number
I Recognition I
II Non-Discrimination
1 III Salaries (Basic Compensation Plan, Merit
Advancements,Promotion, Probationary Period, Assignment Pay)
I IV Work Week - Work Schedule 4
V Overtime, Call Back Pay, Shift Exchange 5
VI Insurance Programs 7
VII Educational Reimbursement, Professional Development, and 8
Incentive Programs
VIII Uniforms 10
IX Holidays 10
X Vacation 11
XI Other Leaves of Absence (Leave without Pay, Jury Duty, 12
Military Leave, Sick Leave, Bereavement Leave, Industrial
Illness or Injury)
XII Retirement 17
XIII Travel Expense Allowed 18
XIV Safety Standards 19
XV No Strike - No Lockout 21
Article Page
Number Title of Article Number
XVI City Rights 21
XVII
Discipline & Discharge: Rules & Regulations 23 XVIII
Probationary Period (New Employees) 23 XIX
Payroll Deductions 23 XX
Grievance - Procedure 24 XXI Scope
and Application 25 XXII Term
of Memorandum of Understanding 25 XXIII Waiver
of Bargaining During Term of Agreement 26 XXIV Ratification
and Execution 26 Appendix "A"
Monthly Salary Ranges 27 Appendix "B"
Vacation Benefits - Schedule 1 28 Appendix "B" Vacation
Benefits - Schedule 2 29 ii
Article I
RECOGNITION
SECTION 1.1. Pursuant to the provisions of the Employer-Employee Relations Resolution
No.3611 of the City of Orange, the City of Orange (hereinafter called the "City"), for the purpose
of meeting its obligations under the Meyers-Milias-Brown Act (government Code
Section 3500 et.seq.), Employee Relations Resolution No. 3611 and this Agreement, has
recognized the Orange City Fire Management Association (hereinafter called the "Association")
as the majority representative of the management employee classifications of the Fire Department as
set forth
in Appendix "
A".
Article II NON-DISCRIMINATION SECTION 2.1. The parties mutually recognize and agree to protect the
rights of all employees hereby to join and/or participate in protected Association activities or to
refrain from joining or participating in protected activities in accordance
with the Employer-Employee Relations Resolution and Government
Code Section 3500 et. seq.SECTION 2.2. The City and the Association agree that they
shall not discriminate against any employ(:e because of race, color, sex, age, national origin,
political or religious opinions or affiliations. The City and the Association shall reopen any provision
of this Agreement for the purpose of complying with any order of a federal or state
agency or court of competent jurisdiction requiring a modification or change in any provision
or provisions of this Agreement in compliance with
state or federal anti-discrimination laws.SECTION 2.3. Throughout this Memorandum of
Understanding the masculine gender shall be used, it shall
be understood
to
include feminine gender.Article III SALARIES SECTION 3.1. BASIC COMPENSATION PLAN.
A Schedule of job classifications together with salary rate ranges is set forth in Appendix "A" and
attached hereto. Said salary
rates
SECTION 3.2. HOURLY RATE.
A.
Suppression Personnel. For all employees who have a weekly work schedule of 55.9 hours,
the equivalent hourly rate of pay shall be the monthly rate times 12 divided by 2906
armual hours.B.
All Other Personnel. For all employees who have a regular weekly work schedule of 40
hours, the equivalent hourly rate of pay shall be the montWy rate times 12 divided by
2080 armual hours.SECTION
3.3. BEGINNING RATES. The Personnel Director shall start new Battalion Chiefs at "
C" Step, with a minimum 1 year review to "D" Step, 1 year review to "E" Step, and 1 year review
to "F" Step. However, on the request of the Fire Chief under whom the employee will serve,
and with authorization of the Personnel Director, such employee, upon appointment to a Battalion
Chief position, may be placed in Step "D", "E" or "F", depending upon the employee's qualifications.
A.
Temporary Promotion to Fire Battalion Chief. Employees appointed to a temporary Fire
Battalion Chief position shall receive beginning rates as described in Section 3.3 above.
SECTION
3.4. SERVICE. The word service, as used in this Agreement, shall be defined to mean
continuous, full-time service in his present classification, service in a higher classification,
or service in a classification allocated to the same salary range and having generally similar
duties and requirements. A lapse of service by any employee for a period of time longer than
thirty (30) calendar days by reason of resignation or discharge, shall serve to eliminate the
accumulated length of service of such employees for the purpose of this Agreement. Such
employees re-entering the service of the City, shall be considered as a new employee, except
that he may be re-employed within one (1) calendar year and placed in the same salary step
in the appropriate compensation range as he was at the time of the termination
of employment.SECTION 3.5. ADVANCEMENT WITHIN SCHEDULE. The following
regulations shall govern salary advancements
within
ranges:A. Merit Advancements. An employee shall be considered for advancement through
the salary ranges upon completion of the minimum length of service as specified
in Section 3.5 (C.3)
below.B. Advancement through the salary range may be granted only for
continuous,meritorious and efficient service, and continued improvement by the employee in
the effective performance of his
duties.
C. A merit increase shall become effective on the first day of the pay period following
completion of the length of service required for such advancement. Such merit
advancement shall require the following:
I) The Fire Chief shall file with the Personnel Director a Personnel
Action Form and a completed Performance Evaluation form
recommending the granting or denial of the merit increase and
supporting such recommendation with specific reasons therefore. A
disapproval from the Personnel Director, together with the reasons
therefore, shall be returned to the Fire Chief.
2) The recommendation of the Fire Chief and the approval of the
Personnel Director shall be forwarded to the Payroll Division of the
Finance Department for change of payroll status.
3) Advancement through the pay range step "C" through step "F" shall
occur in yearly increments.
D. Special Merit Advancement. When an employee demonstrates exceptional ability and
proficiency in the performance of his duties, the Fire Chief may recommend to the
Personnel Director that said employee be advanced to a higher pay step without
regard to the minimum length of service provisions contained in this Agreement. The
Personnel Director may, on the basis of the Fire Chiefs recommendation, approve
and effect such an advancement.
E. Length of Service Required When Advancement is Denied. When an employee has
not been approved for advancement to the higher salary step, he may be reconsidered
for such advancement at any subsequent time. This reconsideration shall follow the
same steps and shall be subject to the same action as provided in the above paragraph
of this section.
SECTION 3.6. PROMOTION AND PROBATIONARY PERIOD.
A. ~. When an employee is promoted to a position in a higher classification, he may
be assigned to Step "A" in the appropriate range for the higher classification;
provided, however, that if such employee is already being paid at a rate equal to or
higher than Step "A", he may be placed in that appropriate salary range as will grant
him an increase of at least one (1) salary step. At the discretion of the Fire Chief and
the Personnel Director, an employee may be granted a two or three salary step
increase upon promotion.
B. Probationary Period. An employee who is promoted to a class shall serve a
probationary period during which he shall have an opportunity to demonstrate
suitability for the job. The probationary period shall be twenty-six (26) pay
periods from the date of promotion or date of hire for lateral appointments. For good
cause,
with
the approval of the Personnel Director, the Fire Chief may extend such probationary
period up to an additional six months. The employee shall attain regular status
in the class upon successful completion of the probationary period. An employee
who does not satisfy the standards of the class during the probationary period,
shall be notified, in writing. Such notice, if the employee has achieved regular status,
shall include the reasons for such action. If regular status to the class is not achieved,
such employee shall be demoted to the appropriate step in his former classification
unless the reasons warrant termination from City employment.C.
Probationary Period for Temporary Fire Battalion Chief. The probationary period for employees
appointed to the position of Temporary Fire Battalion Chief shall be twenty
six (26) pay periods from the date of the temporary promotion. If there is a break
in serving as a Temporary Fire Battalion Chief which is more than twenty six 26)
pay periods from the date of the temporary promotion, than the probationary period
starts over. If there is a break in serving as a Temporary Fire Battalion Chief which
is less than twenty six (26) pay periods from the date of the temporary promotion,
than all time served during the probationary period will count toward the probationary
period.SECTION
3.7. DEMOTION. If, pursuant to the provisions of this Memorandum of Understanding,
an employee is demoted to a position in a lower classification, the new salary rate
shall be fixed in the appropriate salary range for the lower classification, in accordance with the
following provisions:1)
Salary rates shall be reduced by at least one (1) step, and 2)
The new salary rate must be within the salary range for the classification
to which demoted.SECTION
3.8. ASSIGNMENT PAY. Fire Battalion Chiefs assigned as Division Chiefs by the Fire
Chief to the Operations and Support Services Divisions, shall receive a twelve (12%)percent
salary increase over the base pay of the Battalion Chief position. Fire Battalion Chiefs assigned
to Training shall receive a nine (9%) percent salary increase above the Fire Battalion Chiefs
base pay. All special assignments shall be made or revoked at the discretion of the Fire Chief.
Article
IV
WORK WEEK -
WORK SCHEDULE SECTION 4.1.
SUPPRESSION PERSONNEL. Fire suppression personnel will work an average work week
of 55.9 hours.4
SECTION 4.2. ALL OTHER PERSONNEL. The regular work week for all other personnel
shall continue to consist of 40 hours, four (4), ten (10) hour days.
SECTION 4.3. For fire suppression personnel, the current three (3) platoon work schedule
consisting of twenty-four (24) hour shifts commencing at 7:00 a.m. shall continue in effect.
SECTION 4.4. The work cycle for sworn Fire Department suppression personnel will be nine
9) days within a twenty seven (27) day work period.
Article V
OVERTIME, CALL BACK PAY, SHIFT EXCHANGE
COMPENSATORY OVERTIME
SECTION 5.1. Compensatory time shall be paid as follows:
A. For fire suppression employees having an average work week of 55.9 hours,
compensatory time shall accumulate at a rate of one (1) hour compensatory time for
each one (1) hour of overtime actually worked in excess of the employee's regularly
scheduled working hours for a pay period.
lB. For employees having an average work week of forty (40) hours, compensatory time
shall be accumulated at the rate of one (I) hour of compensatory time for each one (1)
hour of overtime actually worked during the employee's regular work week.
C. Only time actually worked shall count in the computation of overtime, except for call
back in accordance with this Article.
D. Compensatory time for overtime will be accumulated in one-half (1/2)
hour increments. Where an employee works less than one-half (1/2) hour per
day of overtime, the employee shall not receive compensatory time for overtime
ofless than one-half (1/2) hour per day work. In order to be entitled to
compensatory time, such compensatory time must be authorized by the Fire Chief
or authorized agent.Effective January 1, 2001, all compensatory time, except
holiday compensatory time,shall be subject to a 240 hour cap at any given time. Any
compensatory time accrued over 240 hours shall be automatically paid in the following
pay period. Accumulated compensatory time not taken off in the calendar year in which it was
earned may be carried over to the next year up to a maximum of eighty (80)
hours. Any accumulated compensatory time carried over to a succeeding calendar year must be
used during the calendar year or it shall be automatically paid on the first pay period
of the
new
E. Upon promotion to Battalion Chief, the City shall pay 100% of all prior
compensatory time earned at the Fire Captain salary rate for the individual promoted.
SECTION
5.2. PAYMENT UPON TERMINATION. Employees shall be entitled to receive payment
for all accumulated compensatory time upon their termination.SECTION
5.3. USAGE OF COMPENSATORY TIME PREVIOUSLY EARNED.Accumulated
compensatory time off may be taken by an employee upon reasonable notice and prior
approval of the Fire Chief.SECTION
5.4. In any instance involving use of a fraction of a day's compensatory time, the minimum
charge to the employee's compensatory time account shall be one-half (Y:z) hour.
SECTION 5.5. OVERTIME (PAID OVERTIME). Compensatory time shall be paid at the
regular rate of payor equal time off, when authorized by the Fire Chief or authorized agent.
A. Overtime shall be paid at the regular rate of pay and paid during the pay period in
which it was earned. For personnel having an average work week of 55.9 hours,
premium" pay shall be calculated at one-half (1/2) the employee's regular rate of
pay for actual hours worked in excess of 204 hours during a 27 day work cycle.
Hours eligible for "premium" pay shall equal regular hours, plus overtime hours
worked,minus leave time (sick leave, vacation, compensatory time off), minus
204.Premium" pay shall be paid in the pay period following the end of the 27 day
cycle.Compensatory time may be accrued in lieu of receiving pay for those hours eligible
for premium"
pay.B. For personnel having an average work week of forty (40) hours, "premium" pay
shall be calculated at one-half (1/2) the employee's regular rate of pay for the
actual hours worked in excess of forty (40) hours in a 7 day work week. Hours
eligible for premium" pay shall equal regular hours plus overtime hours worked
minus leave time (sick leave, vacation, compensatory time off), minus forty (40). "
Premium" pay shall be paid in the pay period in which it was earned. Compensatory time
may be accrued in lieu of receiving pay for those hours eligible for "
premium"
pay.SECTION 5.6. Nothing herein is intended to limit or restrict the authority of the City to
require any employee to perform overtime
work.SECTION 5.7. CALL BACK
PAY.A. When a fire suppression employee is required to report back to work after
completing a normal work shift, and having left City premises and/or work locations, the
fire suppression employee shall receive a minimum of 2.8 hours of compensatory time
as call back pay. Forty (40) hour personnel will receive two (2) hours minimum
as compensatory time for call back pay. Call back compensatory time shall be paid
at
straight time rate of payor equal time off, when authorized by the Fire Chief or
authorized agent.
B. During times of disaster, when so proclaimed by the Mayor of the City, overtime for
all fire personnel shall be computed as though the fire personnel worked a forty (40)
hour week.
SECTION 5.8. SHIFT EXCHANGE.
A. Employees shall have the right to exchange shifts when the change does not interfere
with the operation of the Fire Department, except in the case of emergency. No
obligation shall accrue to the City as a result of the operation ofthis provision.
lB. It shall be the responsibility of the individual who has agreed to work to report for
duty or, if unable to report for duty, make arrangements for his replacement. In the
event he is unable to find a replacement, the City may hire an overtime replacement
and charge the vacation or compensatory time of the individual who was unable to
report for duty.
Article VI
INSURANCE PROGRAMS
SECTION 6.1. HEALTH INSURANCE.
A. The City shall contract with PERS (Public Employees' Retirement System) to make
available those health insurance benefits provided under the Public Employees'
Medical and Hospital Care Act (PEMHCA).
B. Except as provided in Section C. Flexible Benefits Plan, the City shall contribute
toward the payment of premiums under the PERS Health Benefits Plan on behalf of
each eligible active employee, and to the extent required by law, each eligible retiree
armuitant ofPERS, an equal contribution of$16.00 per month.
C. Flexible Benefits Plan. Effective March I, 2001, the City shall contribute $624.00
per month for active employees towards the Flexible Benefits Plan to provide funds
for optional dental plans, vision plans, health plans, or miscellaneous pay. The City's
payment toward the Flexible Benefit Plan is exclusive of the $16.00 payment in
SectionB.
D. Any amounts in excess of the amounts designated in Section B and C necessary to
maintain benefits under any benefits plan selected by the employee shall be borne
solely by the employee.
7
E.
An employee carmot be enrolled in the PERS Health Benefits Plan if a spouse is enrolled
in the same agency or enrolled in an agency with PERS health, unless the employee (
or the spouse) is emolled without being covered as a family member.Additionally,
an employee may choose to not be enrolled in the Health Benefits Plan.If
an employee chooses not to be enrolled in a health plan, the employee must provide proof,
as determined by the Personnel Director, that comparable medical insurance is in
full force and effect. Based upon determination that insurance is in full force and effect,
eligible employees shall receive the monthly contribution as described in section
C above toward the Flexible Benefits Plan. In the event the employee loses eligibility (
with documentation), the employee may enroll in the PERS Health Benefits
Plan pursuant to their rules and regulations.SECTION
6.2. LIFE INSURANCE. The City shall contribute the full premium towards a 23,
000 life insurance benefit. The City shall have the right to change life insurance carriers and administer
the life insurance benefits provided herein.SECTION
6.3. DISABILITY INSURANCE. The City shall provide a long term disability plan
wilh a maximum long term disability benefit of $5,000 per month.Article
VII EDUCATIONAL
REIMBURSEMENT, PROFESSIONAL DEVELOPMENT AND INCENTIVE
PROGRAMS SECTION
7.1. The City will reimburse employees for the cost of tuition and textbooks required for
approved community college and college courses. An approved course is one designed to directly
improve the knowledge of the employee relative to his specific job and must be approved
by the Fire Chief and the Personnel Director prior to registration. Reimbursement will be
based upon the final grade received according to the following schedule:GRADE
A
B
C
DorF
REIMBURSEMENT
100%
75%
50%
0-
SECTION
7.
2. Educational reimbursement payments to an employee shall not exceed $1,200 in one (1)
fiscal year. The employee must still be employed by the City when the course is completed.A.
Professional
Development. The City agrees to allow reimbursement to employees of up to $
500 of the $1,200 allotted per fiscal year for activities which aid in their professional development.
Reimbursable activities include the following:1) Attendance
at job-related professional conferences and seminars;8
2) Payment of membership dues m community and professional
organizations;
3) Purchase of job-related professional journals, books, and
other written materials which further their knowledge and improve
their effectiveness in their
duties.lB. Participation and/or purchase must be approved in advance by the department
head and the Personnel
Director.C. The above modifications are made to recognize and encourage staff to
pursue educational and public relations oriented activities beyond those normally
budgeted for them by their departments and in which they are directed to participate.
Approved activities are those which may be expected to further their knowledge of their
jobs and the Orange community and which contribute to their improved
effectiveness.Individual departments may continue to budget funds for staff attendance
at professional conferences and seminars for payment of professional membership
dues and for the purchase of books, journals, and related written materials which
enhance the staffs
knowledge.SECTION 7.3. EDUCATIONAL INCENTIVE PROGRAM. Effective September 25,
1988,the City agrees to establish the following educational incentive program payable on a
monthly basis for safety employees in the bargaining
unit.AA Degree $
80 AA Degree (plus 30 college level units)* $
120 IBA Degree $
160 MA Degree $
220 At least one-half of the "college level" units are to be job related or required for
a
Bachelors Degree.
Article
VIII UNIFORMS SECTION 8.1. The City of Orange shall purchase uniforms for all regular
uniformed members of the Fire Department. All uniforms thus purchased shall remain the property of the
City
of Orange.A. Effective February 27, 2000, total expenditures for the Fire Department
shall not exceed $380 per year per
uniformed
SECTION 8.2. All protective clothing or protective devices required of employees in the
perform.ance oftheir duties shall be furnished without cost to the employees by the Employer.
Article IX HOLIDAYS
SECTION
9.1. Fire Department employees shall have the following paid holidays m accordance
with this Article:1)
January 1 (New Year's Day)2)
The third Monday in February (President's Day)3)
The last Monday in May (Memorial Day)4)
July 4 (Independence Day)5)
The first Monday in September (Labor Day)6)
November 11 (Veteran's Day)7)
Fourth Thursday in November (Thanksgiving Day)8)
Fourth Friday in November (Day after Thanksgiving)9)
One-half day before Christmas (Christmas Eve) -regular
employees receive 5 hours, suppression employees receive 6 hours)10)
December 25 (Christmas Day)11)
A total of two (2) Floating Holidays SECTION
9.2.A.
Fire suppression employees who work an average work week of 55.9 hours, shall receive
holiday pay in lieu of holiday time off or the equivalent in vacation time pursuant
to policies established by the Fire Department and the Association.lB.
One working day equals twelve (12) hours for suppression personnel.C.
Fire employees who have a regular forty (40) hour work week, shall receive. Ten 10)
hours off with pay for such holidays.SECTION
9.
3. For those employees whose regular work week is forty hours, in the event any of the
above holidays, except one-half day before Christmas, fall on a Sunday, the following Monday
will be taken in lieu of the holiday. When any of the above holidays fall on a Saturday,except <
me-half day before Christmas, the preceding Friday will be deemed a holiday. If the day
before Christmas falls on a Saturday or Sunday, forty (40) hour personnel shall receive an
additional one-half
day.SECTION9.4. Should an employee whose regular work week is forty (40) hours be required
to work on a holiday, the employee shall receive holiday pay and straight time pay for all
hours
worked on the holiday or the equivalent time off as compensatory time. Work on a holiday must
be approved by the Fire Chief. Employees shall receive no other compensation for working a
holiday.
SECTION 9.5. Should one of the holidays listed above fall during the employee's vacation
period, the employee shall receive holiday pay and no charge shall be made against the
employee's accumulated vacation.
SECTION 9.6. For employees having an average work week of forty (40) hours, the two (2)
floating holidays shall be taken at the convenience of the City with approval of the Fire Chief or
his dull' authorized agent. The floating holidays are not accumulative and shall be forfeited
should they not be taken during the year they are earned. For purposes of this benefit, said
employee's armiversary year runs January I through December 31. Employees under this section
who terminate their employment with the City prior to using their floating holidays shall receive
cash reimbursement for said time.
Article X
VACATION
SECTION 10.1. Fire Department Management employees shall be entitled to vacations as
follows (see Appendix "B", Vacation Benefits for detail)
1) SCHEDULE 1: For Battalion Chiefs who work an average 55.9
hour work week.
2) SCHEDULE 2: For Battalion Chiefs who work a regular forty (40)
hour work week.
SECTION 10.2. Vacation shall be taken at the convenience of the City with the approval of the
Fire Chief. Where possible, such vacation should be taken armually and not accumulated from
year to year. Vacation days not in excess of the equivalent number of days earned in the
immediately preceding twenty-four (24) month period may be accumulated with the
permission of the Fire Chief and the Personnel Director. Employees shall not accumulate vacation in
excess of the e,quivalent number of days earned in the immediately preceding twenty-four (
24) month period. Such excess not taken by the employee, shall be
automatically paid.SECTION 10.3. An employee may convert up to fifty percent (50%) of his
current armual vacation accrual into pay in lieu of time off with pay. An employee requesting such
a conversion must meet the eligibility requirements as set forth in Section 10.1 and may only convert
once in each
calendar year.SECTION 10.4. Employees who terminate their employment with the City shall be
paid for accrued vacation, if any, and the prorated portion of their final accrual. Prorated
vacation
be on the basis of one-twelfth (1/12) of the employee's armual vacation pay for each full
month of
service.Article XI
OTHER LEAVES OF ABSENCE
SECTION 11.1. LEAVE OF ABSENCE WITHOUT PAY. For all regular employees as
described herein, the following Leave Without Pay procedure shall apply:
A. After all available leave benefits, including vacation, compensatory time, and other
leave benefits have been completely used, a regular employee, not under suspension,
may make written application to the department head for leave without pay. No such
leave will be considered absent a written application from the employee requesting
leave.
B. If the department head and the Personnel Director agree that such leave is merited and
in the interest of the City, leave may be granted for a period not to exceed six (6)
months following the date of expiration of all other allowable leave benefits.
C. No employment or fringe benefits such as sick leave, vacation, health insurance,
retirement, or any other benefits shall accrue to any employee on leave of absence
without pay except as denoted under the City's Family Care and Medical Leave
provisions. During such leave in excess of five working days, no seniority shall be
accumulated.
D.
Subject to and consistent with the conditions of the group health, life or disability plan,
coverage may be continued during a leave, provided direct payment of the total premium
by the employee is made through and as prescribed by the Payroll Division of
the City. The City will pay up to six months of the Flexible Benefit Plan contribution
for employees who are on long term disability leave.E.
At the end of such leave, if the employee desires additional leave, written application must
be made through the department head to the Personnel Director at least ten (10)days
before the end of the six (6) month period, stating the reasons why the additional leave
is required and why it would be in the best interests of the City to grant such leave
of absence. If such additional leave is merited and would still preserve the best interests
of the City, he may approve such extension of the leave of absence for a period
up to but not to exceed an additional six months.F.
If the employee does not return to work prior to or at the end of such leave of absence or
extension of leave of absence, the City shall consider that the employee has terminated
his employment with the City.12
G. An employee on leave of absence must give the City at least seven days' written
notice of his intent to return to work prior to returning to work.
H. Any employee who engages in outside employment during said leave of absence
without prior notification and approval of the Personnel Director and department head
may be subject to termination.
T. Any employee who falsifies the reason for the request for said leave of absence may
be terminated for falsifying a request for leave of absence or extension thereof.
T. Such leave shall be granted on the same basis for pregnancy, childbirth, and other
medically related conditions, except that such an employee shall retain her seniority
rights.
K. Forms setting forth the benefits available or such other pertinent information shall be
maintained for distribution in the Personnel Services Department.
SECTION 11.2. PERSONAL NECESSITY LEAVE. Employees may be allowed up to one
1) working day per month without pay for personal business with approval of the Fire Chief.
Employees shall accrue no employment benefits for any personal necessity leave in excess of one
1) day per month.
SECTION 11.3. JURY DUTY. When required to serve on a jury while on duty, employees
shall have time off for a period of actual service required on the jury. Employees shall receive
their regular pay while serving on jury duty during their regular working hours, provided all jury
fees paid to the individual employee, less automobile expenses allowed, are turned over to the
City. If an off-duty employee is called as a witness on behalf of the City, he shall
receive overtime pay. Any witness fees that accrue to the employee for his witness services for the
City shall be turned over to the
City.SECTION 11.4. MILITARY LEAVE OF ABSENCE. If an employee is required to
take military training two weeks each year, he shall be entitled to military leave of absence under
the provisions of State law, found in Section 395-395.02 of the Military and
Veterans Code.SECTION 11.5. SICK LEAVE. Sick leave with pay shall be allowed,
credited, and accumulated in accordance with
the
following:A. For employees who work an average of 55.9 hours, twelve (12) hours of sick
leave will accrue for each month of continuous service after December,
1973.lB. For employees who work a regular forty (40) hour week, eight (8) hours of sick
leave will be accrued for each month of continuous service after January 1,
1953.
C. For employees who work an average 55.9 hour work week, sick leave will be charged
at the rate of one (1) shift, twenty-four (24) hours for each work shift an employee
is
absent.D. For employees working a regular forty (40) hour week, sick leave will be charged at
the rate of one (1) day, ten (10) hours for each working day an employee is absent.
SECTION 11.6. SICK LEAVE USAGE. Any employee eligible for sick leave with pay shall
be granted such leave for the following reasons:
A. Personal illness or physical incapacity resulting from causes beyond the employee's
control, including pregnancy, childbirth and other medically related conditions.
B. Medical and dental office appointments during working hours, when authorized by
the Fire Chief.
C. Employees working a regular forty (40) hour week may charge 48 hours per calendar
year to sick leave for reasons of family illness. Employees who work an average 55.9
hour week may charge 72 hours per calendar year to sick leave for reasons of family
illness.
D. Bereavement Leave. The death or critical illness where death appears to be imminent
of a member of the employee's immediate family. "Immediate family" is used in this
Agreement as limited to any relation by blood, marriage, or adoption, who is a
member of the employee's household, under the same roof, and any parent, substitute
parent, parent-in-law, spouse, child, brother, or sister of the ernployee,
regardless of residence. Days of absence due to bereavement leave shall not exceed
four (4)working days per calendar year for forty (40) hour personnel or three (
3) twenty-four 24) hour shifts per calendar year for 55.9 hour personnel, and shall
be deducted from the employee's accumulated sick leave. An employee on
bereavement leave shall inform his immediate supervisor of that fact, and the reasons therefor,
as soon as possible. Failure to do so within a reasonable period of time may be
cause for denial of sick leave with pay for the period of absence. The City may require
proof of the relationship as a condition to payment of sick leave with pay
for
bereavement leave.E. Sick leave may be applied only to absence caused by illness or
injury (including industrial illness or injury as set forth in Section 11.7) of an employee and
may not extend to absence caused by illness or injury of a member of the employee'
s family,except as set forth in (C) and (D) above. In any instance involving use of a
fraction of a day's sick leave, the minimum charged to the employee's sick leave account
shall beone-half (Y:z) hour, while additional actual absence ofover one-half (Y:
z) hour shall be charged to the nearest full hour. The Fire Chief shall be
responsible for control of abuse of sick leave privileges if such absence exceeds four (4)
working days for 40 hour work week personnel or three (3) twenty-four (
24) hour shifts for suppression personnel. An employee may be required, as a condition
to
to furnish a certificate of illness issued by a licensed physician or nurse, or other
satisfactory evidence of illness, in writing, on a form supplied for this purpose.
F. The Association shall cooperate with the Fire Chief in reducing and curbing sick
leave usage.
G. Retirement. Upon retiring from City service and entering the Public Employee's
Retirement System, an employee shall receive no pay for the first sixty (60) days of
accrued sick leave; shall receive twenty-five percent (25%) pay for the next thirty (
30)days of accrued sick leave after the first sixty (60) days, and he shall receive
fifty percent (50%) of the accrued sick leave for all accrued sick leave after said thirty (
30)day
period.H. Upon the death of an employee while employed by the City, one hundred (
100%)percent of all accrued sick leave benefits shall be paid to the beneficiary of
the deceased employee. Payment will be made when proper authorization is
received from the estate of the decedent
employee.SECTION 11.7. INDUSTRIAL ILLNESS OR INJURY. An employee who is temporarily
or perman,ently disabled, as a result of injury or illness arising out of and in the course of his
duties pursuant to the Workers' Compensation Laws of the State of California shall be
granted Industrial Leave pursuant to the
following:A. A Leave of Absence without loss of salary, in lieu of temporary disability
payments,which would be payable under the Workers' Compensation Laws) for the period
of such disability, but not exceeding one year, or until such earlier date as
such employee is retired on permanent disability pension, in accordance with Labor
Code 4850 or as otherwise provided by the State
Legislature.lB. A Leave of Absence, beyond one year, as approved by the Fire Department and
City Manager, until, (1) such employee is retired on permanent disability pension; (2)
such employee returns to work; or (3) it is determined that such employee's disability
will preclude him from returning to work to perform his regular work duties. Such
leave will be granted for not more than six (6) month intervals. Such employee may
utilize accumulated sick leave benefits, either during such leave or upon termination of
such leave ifhe has not returned to
work.C. Total consecutive time for industrial leave for anyone industrial injury or illness
shall not extend beyond twenty-four (24) consecutive months, unless such
leave is extended by the Fire Chief and the
City Manager.D. Each employee who receives a work-related permanent
disability retirement pursuant to the Public Employees' Retirement System shall be paid
all accumulated unused sick leave benefits, and is entitled to have such date of retirement
delayed by a crediting of their accumulated sick leave in accordance
with
E.
Ernployees who have not previously submitted notification of Election of Personal Physician
are required to use only physicians and medical facilities approved by the City
during the first (30) days after an occupational injury or illness is reported. After the
first thirty (30) day period, an employee may change to a physician specified by him
provided that the physician has the expertise to treat the injury or illness and agrees
to provide timely reports to the City. However, if an employee has notified the City
in writing, prior to the date of injury that he has a personal physician, the employee
shall have the right to be treated by such physician from the date of injury providing
that:1)
The physician has previously directed the medical treatment of the employee.
2)
The physician retains the medical records and history of the employee.
An
employee may request one (1) change of physician during the first thirty (30) days after the injury
or illness is reported.Article
XII RETIREMENT
SECTION
12.1. The City shall continue its present participation in the California Public Employees'
Retirement System. This participation shall include, but not be limited to:A.
One (1) year Final Compensation (Government Code Section 20024.2).lB.
The City will authorize P.E.R.S. to modify on or before July I, 1991, the current 1959 Survivor
Benefit from the Improved Level to the "Best of Three" or Third Level option.
The City will pay the premium to provide employees covered under this agreement
with the Third Level of 1959 Survivor Benefits.C.
The
employees' base pay, as set forth in Exhibit "A" does not include that portion of the employees'
Public Employees' Retirement Systern contribution paid by the City.The City
will pay 100% of the employees' total contribution.D. The
City's report to the Public Employees' Retirement System will show this amount as the
employees' contribution, and will include it as part of the employee's compensation.E.
The
employee will be provided with a biweekly paystub showing the amount of contribution as
deferred.16
F. As authorized by the Internal Revenue Service and from the California Franchise Tax
Board, that portion of the employees' Public Employees' Retirement System
contribution paid for by the City will be treated as deferred income.
SECTION 12.2. The City shall contract with PERS to provide the members of the Association
the 2% at age 50 retirement formula, as set forth in Section 21252.01 of the California
Government Code. Effective May 20, 2001, the City agrees to pay the increased cost for the
PERS 3% @ 50 benefit program, as set forth in Section 21362.2 of the California Government
Code, with a cap of7.0% for all sworn employees. Any employer cost greater than 7.0% shall be
equally borne by the City and employees. The Association agrees to have employees pay 50% of
any cost for this benefit over 7.0% when such cost exceeds 7.0%.
SECTION 12.3. The City will discontinue any practice of allowing employees to pay their own
PERS contribution during the last year of employment. The City's practice will be for the City to
pay the employee's contribution to PERS.
SECTION 12.4. Part-time temporary employees not covered under the Public
Employees'Retirement System shall participate in a defined contribution retirement plan in lieu of
social security contributions. The City shall contribute 3.75% of the employee's eligible
earnings toward the retirement plan. Employees shall contribute 3.75% of his eligible earnings toward
the retirement
plan.Article
XIII TRAVEL EXPENSE
ALLOWED SECTION 13.1. AUTOMOBILE ALLOWANCE. Expense claims for the use of
private automobiles must be submitted to. Accounts Payable for reimbursement with department
head signature. Such use, if approved, will be reimbursed according to IRS
regulations.SECTION 13.2. OUT OF CITY TRAVEL. If the estimated expense of contemplated
travel out of the City is too great to expect the employee to finance the trip and be reimbursed upon
his return, the City Manager may authorize advance payment of the estimated amount of the
travel expense: to the
employee.SECTION 13.3. Tourist class airplane passage will be considered standard for
out-
of-towntravel.SECTION 13.4. Use of personal cars for out-of-town trips, within
the State, may be approved by the City Manager when use of commercial transportation is not
available or practical. If an employ<ee prefers to use his personal car, he may be reimbursed the amount
of the cost of the commercial transportation. A flat rate according to IRS regulations may
be approved for use of personal cars when
City
SECTION 13.5. Air, rail, or public transportation used, expense for local transportation such as
taxi cabs and bus fare, will be allowed whenever such transportation is necessary for conduct of
City business. In addition, the following expenses and charges will be allowed, whenever
necessary, for the conduct of City business:
A.
Expense will be allowed for adequate lodging. Hotel accommodations shall be appropriate
to the purpose ofthe trip.B.
Telephone and telegraph charges will be allowed for official calls and telegrams.C.
Expenses for meals will be reimbursed according to the Finance Department's Administrative
Policy.Article
XIV SAFETY
STANDARDS SECTION
14.1. The City shall abide by all applicable federal and state statutes, and local ordinances
relating to health and safety.SECTION
14.2. HEALTH FITNESS STANDARDS. In an effort to improve and maintain the
physical and mental well being of all fire safety personnel, and to reduce the frequency and intensity
of work related injuries and illness, the Association and the City agree to the following Health
Fitness Standards:A.
WeightIBody Fat: Employees shall maintain their weight/body fat within established standards
based upon their age, height and bone structure, as established by recognized
medical authority.B.
Smoking: As a condition of employment, new employees shall refrain from smoking on
duty.1)
Existing employees will be encouraged to become non-smokers; be
provided with information and/or training to assist such effort and,
the City may provide medical assistance as required.
2)
Designated smoking/non-smoking regulations and areas will be
established in all Fire Department buildings.
C. Physical Fitness: The City shall allow and encourage employees to participate in
recognized physical fitness programs while on duty before 0830 and after 1700 which
shall not conflict with the Department's ability to provide services or previously
scheduled activities. The physical fitness programs presently recognized are:
1) "Good Health Through Physical Fitness", L.A. City Fire Dept.
18
2) Structured aerobic programs
3) Individual progressive conditioning programs that improve strength,
stamina and flexibility, and arc non-sporting events in nature (i.
e.,basketball, volleyball), may be
approved.D. Evaluations: Employees shall be evaluated quarterly by their supervisor or
the Department Medical Officer in the areas
of:I) Weightlbody
fat 2) Resting heart
rate 3) Blood
pressure 4) Exercise heart rate (Karch level) as described in the Good
Health Through Physical Fitness
manual The above will be recorded and forwarded to the Department Medical Officer for file
and evaluation. Personnel unable to maintain their weightlbody fat will be placed on a
weight control program administered by the Department Medical Officer, which consists
of:1) Three (3) month weight reduction of at least two (2) pounds
per
month 2) Monthly progress reports until they reach their maximum
allowed weightlbody
fat 3) Monitored for three (3) months to ensure weight is
maintained Personnd not maintaining their proper weightlbody fat or progress towards their allowed
weight may be placed on a progressive program that
includes:1) Mandatory physical fitness
program 2)
Counseling E.
Responsibilities:1) The City shall continue to provide physical exams for all
department safety employees as previously
established 2) The department shall designate a "Medical Officer" to
coordinate,maintain records and establish
compliance
3) The department shall provide the following at each station:
Exercise mats, 3' x 6' outdoor carpet Bench
step for exercise and evaluation Skip rope
Weight scale Article
XV NO STRIKE -
NO LOCKOUT
SECTION 15.1. ASSOCIATION PROHIBITED
CONDUCT. The Association, its officers,agents, representatives and/or members
agree that during the term of this agreement, they will not cause or condone any
strike, walkout, slowdown, or any other concerted job action by withholding or refusing to perform
services. A violation of this section by any employee shall constitute just cause for discharge
pursuant to Article XVII.SECTION 15.2. CITY PROHIBITED
CONDUCT. The City agrees that it shall not lockout its employees during the term
of this Agreement. The term "lockout" is hereby defined so as not to include the discharge, suspension,
termination, layoff, failure to recall or failure to return to work ofthe employees ofthe City
in the exercise of its rights as set forth in any of the provisions of this Agreement or applicable
ordinance or law.SECTION 15.3. ASSOCIATION RESPONSIBILITY.
In the event that the Association, its officers. agents, representatives, or members
engage in any of the conduct prohibited in Section 15.1 above, the Association
shall immediately instruct any persons engaging in such conduct that their conduct is in violation
of this Memorandum of Understanding, and request that all such persons immediately cease engaging in
conduct prohibited in Section 15.1 above, and return towork.If the Association acts
in
good faith to meet its responsibilities as set forth above, the Association, its officers, agents, representatives
and its members shall not be liable for damages for prohibited conduct engaged in
by employees who are covered by this Agreement in violation of Section 15.1.SECTION
15.4. The City
shall have the right to bring suit for damages and/or equitable relief in the Courts for breach ofthis
Article.20
Article XVI
CITY RIGHTS
SECTION 16.1. The City reserves, retains, and is vested with, solely and exclusively, all rights
of Management which have not been abridged by specific provision(s) of this Memorandum of
Understanding or by law to manage the City, as such rights existed prior to the execution of this
Memor2mdum of Understanding. The sole and exclusive rights of Management, as they are not
abridged by this Agreement or by law, shall include the following rights:
A. To manage the City generally and to determine the issues of policy.
B. To determine the necessity and organization of any service or activity provided by
law as conducted by the City.
C. To determine the nature, merit, and technology of services to be provided to the
public.
D. Methods of financing.
E. Types of equipment or technology to be used.
F. To determine and/or change the location of facilities, through which the City
operations are to be conducted.
G. To determine types of operations, processes and materials to be used in carrying out
City functions.
H. To assign work to and schedule employees in accordance with the terms of this
Agreement.
I. To relieve employees from duties for lack of work or similar non-disciplinary
reasons subject to negotiations as required by
law.J. To discharge, or otherwise discipline the employees for just cause, subject
to procedural due process pursuant and provisions of Article
XVII.K. To determine new job classifications as a result of a new operation subject
to negotiations as required by
law.L. To hire, transfer, promote and demote employees for non-disciplinary
reasons in accordance with this Memorandum
of Understanding.M. To determine standards for selection, and training and promotion
of employees pursuant to current
City
To continue current Fire Department policy with respect to the establishment of
performance standards.
O. To promulgate reasonable rules and regulations to maintain order and safety in the City
which are not in contravention with this Agreement.P.
To take any and all necessary action to carry the mission of the Agency in emergencies
as set forth in Article XXI, Section 21.4 Emergency Waiver Provision.Q.
To continue those mutual response pact(s) outside the corporate limits of the City that are
currently in effect and to subcontract and enter into agreements with other cities for
the purpose of providing a multi-purpose training facility and communications
centers.
SECTION 16.2. Except in emergencies, or where the City is required to make changes in its
operations because of the requirements of law, whenever the contemplated exercise of
Manag<:ment's rights shall impact on a significant number of employees of the bargaining unit,
the City agrees to meet and confer in good faith with representatives of the Association regarding
the impact of the contemplated exercise of such rights prior to exercising such rights, unless the
matter ofthe exercise of such rights is provided for in this Memorandum of Understanding.
Article XVII
DISCIPLINE AND DISCHARGE: RULES AND REGULATIONS
SECTION 17.1. The City shall have the right to discipline (up to and including suspension of
employees) and discharge regular employees for "just cause".
SECTION 17.2. Probationary employees shall not be disciplined up to and including discharge
for reasons which are arbitrary, and/or capricious, and/or invidiously discriminatory.
Article XVIII
PROBATIONARY
PERIOD (NEW EMPLOYEES)SECTION
18.1. The probationary period for new employees shall be for a period of one (I)year (
26 pay periods from date of hire) in order to demonstrate suitability for the job.SECTION
18.2. For good cause, with the approval ofthe Personnel Director the Fire Chief may extend
such probationary period.22
Artic1eXIX
PAYROLL DEDUCTIONS
SECTION 19.1. The City shall continue its present policy of payroll deductions on a bi-
weekly basis in the amount certified as authorized in writing by individual
employees.SECTION 19.2. The Employee agrees to hold the City harmless and indemnify the City
against any clairns, causes of actions, lawsuits arising out of the deductions or transmittal of such
funds.The Employee shall notify the City within ten (10) calendar days of any discrepancy(
s)concerning other payroll deductions pursuant to this Article. If the Employee does not notify
the City of any discrepancy within ten (10) calendar days, the City shall be relieved of any
asserted
discreplmcy.
Artic1eXX GRIEVANCE - PROCEDURE
SECTION 20.1. GRIEVANCE DEFINED. A grievance shall be defined and limited to a
dispute or controversy between an employee, or a group of employees and the City regarding the
application or interpretation of this Memorandum of Understanding, City Personnel policies,
and/or departmental rules, regulations or practices.
SECTION 20.2. PROCEDURAL DUE PROCESS. Concerning pre-disciplinary matters,
the grievanc;e procedure shall not act as a substitute for procedural due process rights for
individual
employees.SECTION 20.3. APPLICATION OF PROCEDURE. All grievances shall be adjusted
in accordance with the procedure set forth in this Article and shall constitute the exclusive
means and pro,;edure for the settlement and disposition of all grievances. An employee may process
his own grievance provided that any of the grievance is not inconsistent with the terms of
this Memonmdum of Understanding, and a representative has been given an opportunity to be
present at all grievance proceedings, including adjustment of the grievance. The grieving party
must state in writing the remedy sought to resolve the
grievance.SECTION 20.4. TIMELY FILING AND PROCESSING OF GRIEVANCES.
Any grievance not filed within the time limit set forth herein shall be barred and waived.
Any grievance not timely processed through the next step of the grievance procedure shall
be considered resolved in accordance with the prior answer of the
City.
SECTION 20.5. STEPS OF GRIEVANCE PROCEDURE.
A. Step I. A grievance must be filed, in writing, with the Fire Chief or his designee
within twenty (20) calendar days after the grievant knew, or in the exercise of
23
reasonable diligence should have known, of the event giving rise to the grievance.
Within ten (10) calendar days of receipt of the grievance, a Department designee shall
meet with the grievant and his representative and submit a written response thereto.
B. Step II. If grievant is not satisfied with the decision of the Fire Chief or his designee,or
ifhe has not received a written decision within the time specified, the grievant may file
a written appeal with the City Manager or his designee within ten (10) calendar days
of the answer or such time when the answer was due. Within five (5) calendar days
of receipt of written appeal, the City Manager, or his designee(s), shall meet with
the grievant and his representative, and shall submit a written response thereto within
ten (10) calendar days of receipt ofthe written appeal.Article
XXI SCOPE
AND APPLICATION SECTION
21.1. SOLE AND ENTIRE AGREEMENT. It is the Intent of the parties hereto that
this Memorandum of Understanding shall supersede all prior memorandums or understanding
or contrary City contracts and when approved by the City Council shall govern the entire
rdationship between the parties.SECTION
21.2. This Agreement is subject to amendment only by subsequent written agreem'~
nt between, and executed by, the parties hereto.SECTION
21.3. REPARABILITY PROVISION. If any provision of this Agreement, or the application
of such provision, should be rendered or declared invalid by any court action or by reason
of any existing or subsequently-enacted legislation, the remaining parts or portions of the
Agreement shall remain in full force and effect.
SECTION
21.4. EMERGENCY WAIVER PROVISIONS. In the event of circumstances beyond
the control of the City, such as acts of God, fire, flood, insurrection, civil disorder,national
emergency, or similar circumstances, provisions of this Memorandum of Understanding or
the Personnel Rules or Regulations of the City, which restrict the City's ability to respond to these
emergencies, shall be suspended for the duration of such emergency. After the emergency is
declared over, this Memorandum of Understanding will be reinstated immediately. The Association
shall have the right to meet and confer with the City regarding the impact on employees
of the suspension of the provision in the Memorandum of Understanding during the course
of the emergency.24
Article )LXII
TERM OF MEMORANDUM OF UNDERSTANDING
SECTION 22.1. TERM OF AGREEMENT. The ternl of this Memorandum of Understanding
shall commence on March I, 2001 and shall continue in effect to and including February 29,
2004.
Article XXIII
WAIVER OF BARGAINING DURING TERM OF AGREEMENT
SECTION 23.1. During the term of this Memorandum of Understanding, the parties mutually
agree that they will not seek to negotiate or bargain with regard to wages, hours and terms and
conditions of employment, whether or not covered by the Memorandum or in the negotiations
leading thereto, and irrespective of whether or not such matters were discussed or were even
within the contemplation of the parties hereto during the negotiations leading to this
Mernorandum. Regardless of the waiver contained in this Article, the parties may, however, by
mutual agreement, in writing, agree to meet and confer about any matter during the term of this
Memorandum.
Article XXIV
RATIFICATION AND EXECUTION
The City and the Association acknowledge that this Memorandum of Understanding shall not be
in full force and effect until ratified by the Association and adopted by the City Council of the
City of Orange. Subject to the foregoing, this Memorandum of Understanding is hereby
executed by the authorized representatives of the City and the Association and entered into this
13th day f March, 2001.
ORANGE CITY FIRE MANAGEMENT
ASSOCIATION
h/
B~' 1 /
t t,/~// /1/&' /:;
I v /
By:_
1/,---.. ,-cj7! Z/,
25
APPENDIX "A"
ORANGE
FIRE MANAGEMENT ASSOCIATION MONTHLY
SALARY RANGES EFFECTIVE
FEBRUARY 25, 2001 Three
Percent (3.0%) Salary Increase)NEW
STEP STEP STEP STEP STEP STEP Classification
Title RANGE A B C D E F Fire
Battalion Chief 569 6091 6402 6728 7072 7432 7811 EFFECTIVE
FEBRUARY 24, 2002 Three
Percent (3.0%) Salary Increase)NEW
STEP STEP STEP STEP STEP STEP Classification
Title RANGE A B C D E F Fire
Battalion Chief 575 6276 6596 6933 7286 7658 8049 EFFECTIVE
FEBRUARY 23, 2003 Three
and One-Half Percent (3.5%) Salary Increase)
NEW STEP STEP STEP STEP STEP STEP
Classification Title RANGE A B C D E F
Fire
Battalion Chief 582 6499 6831 7179 7545 7930 8335 26
APPENDIX "B"
VACATION BENEFITS
SCHEDULE 1
Fire Baualion Chiefs who work fire suppression shall accrue vacation on the following basis:
ACCRUAL RATE 12.56 HOURS = 1 DAY
Years of Hours per Days per Shifts
Service Year Year Per Year
1 138.0 11.00 5.75
2 141.3 11.25 5.88
3 157.0 12.50 6.54
4 172.7 13.75 7.20
5 188.0 15.00 7.83
6 194.3 15.50 8.10
7 200.6 16.00 8.36
8 206.9 16.50 8.62
9 213.2 17.00 8.88
10 219.5 17.50 9.15
11 225.8 18.00 9.41
12 232.1 18.50 9.67
13 238.4 19.00 9.93
14 244.7 19.50 10.20
15 251.0 20.00 10.46
16 257.3 20.50 10.72
17 263.6 21.00 10.98
18 269.9 2l.50 11.25
19 276.2 22.00 11.51
20 282.5 22.50 11.77
21 288.8 23.00 12.03
22 295.1 23.50 12.30
23 301.4 24.00 12.56
24 307.7 24.50 12.82
25 314.0 25.00 13.08
26 320.3 25.50 13.35
27 326.6 26.00 13.61
28 332.9 26.50 13.87
29 339.2 27.00 14.13
30 345.5 27.50 14.40
Except, however, if the fire suppression hours should drop below 55.9 hours per week, vacation
accrual shall be subject to meet and confer.
27
APPENDIX liB"
VACATION BENEFITS
SCHEDULE 2
Fire
Battalion Chiefs who work a regular work week of 40 hours shall accrue vacation on the following
basis:Years
of Approx. Workdays Hours Per Workdays Service
Per Month Month Per Year 1
0.917 7.33311.00 2
0.938 7.500 11.253
1.042 8.334 12.50 4
1.1469.167 13.75 5
1.250 10.000 15.00 6
1.292 10.33415.50 7
1.33310.667 16.00 8
1.37511.000 16.50 9
1.417 11.33417.00 10
1.458 11.667 17.50 11
1.500 12.000 18.00 12
1.54212.33418.5013
1.58312.667 19.00 14
1.625 13.000 19.50 15
1.667 13.33420.00 16
1.70813.667 20.50 17
1.75014.000 21.00 18
1.792 14.334 21.50 19
1.833 14.667 22.00 20
1.875 15.000 22.50 21
1.917 15.33423.00 22
1.958 15.667 23.50 23
2.000 16.000 24.00 24
2.042 16.33424.50 25
2.
083 16.667 25.00 26 2.
125 17.000 25.50 27 2.
167 17.334 26.00 28 2.
208 17.667 26.50 29 2.
250 18.000 27.00 30 2.
292 18.334 27.50 28