RES-8922 MOU Orange Fire Management Association effective 3_1_98 to 2_28_01RESOLUTION NO. 8922
A
RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ORANGE
ADOPTING RESOLUTION NO. 8922 AND REPEALING RESOLUTION
NO. 8904 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, 1998,THROUGH
AND INCLUDING FEBRUARY 28, 2001.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 WHEREAS, the CITY and the Association have reached agreement on wages,
hours,and other conditions of employment for the period of March 1, 1998 through February
28,2001, and have repealed Resolution No. 8666 and amendments thereto for said employees
as more particularly set forth in the Memorandum of Understanding attached
hereto.NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Orange
that the attached memorandum of Understanding is approved and incorporated by reference
as Exhibit "A", as fully set forth
herein.ADOPTED this 28th day of April
1998.
ATTEST:City Clerk
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 the ...2.8.tll day of
April , 1998 by the following vote:
AYES:
NOES
ABSENT:
ABSTAIN:
COUNCILMEMBERS:
COUNCILMEMBERS:
COUNCILMEMBERS:
COUNCILMEMBERS:
Lkti/<<-
fi/~~City
Clerk of th ity of Orange MURPHY,
SLATER, COONTZ, SPURGEON, ALVAREZ NONE
NONE
NONE
MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF ORANGE AND THE
ORANGE FIRE MANAGEMENT
ASSOCIATION
MARCH 1, 1998 - FEBRUARY 28, 2001
TABLE OE CONTEfflS
Recognition
Page No.
1
Article No..Title of Article
II Non-Discrimination
1 III Salaries, Merit Advancements, Promotion,
Probationary Period, Assignment
Pay
1 IV Work Week - Work Schedule 5
V Overtime, Call Back Pay, Shift Exchange 5
VI Insurance Programs 8
VII Educational Reimbursement, Professional Development
and Incentive Program
9
VIII Uniforms 10
IX Holidays 11
X Vacation 12
XI Other Leaves of Absence, Jury Duty, Sick Leave, Industrial 13
Illness and Injury
XII Retirement 17
XIII Travel Expense Allowed 18
XIV Safety Standards 19
XV No Strike - No Lockout 21 XVI
City Rights 22 XVII
Discipline & Discharge: Rules & Regulations 23 XVIII
Probationary Period (New Employees) 24 XIX
Payroll Deductions 24 XX
Grievance - Procedure 24
Article N2... Title of Article Page No.
XXI Scope and Application 25
XXII Term of Memorandum of Understanding 26
XXIII Waiver of Bargaining During Term of Agreement 26
XXIV Ratification and Execution 27
Appendix "A" Monthly Salary Ranges 28
Appendix "8" Vacation Benefits - Schedule 1 29 Appendix "
B" Vacation Benefits - Schedule 2 30 ii
ARTICLE I
RECOGNITION
S..
E.CTION 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
CodeSection 3500 et. seq.SE...CTION 2.2. The City and the Association agree
that they shall not discriminate against any employee because of race, color, sex,
age, national origin, political or reli~lious 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 annual 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 monthly
rate times 12 divided by 2080 annual hours.
SECTION 3.3. Beginning Rates. The Personnel Director shall start new Battalion
Chiefs at "C" Step, with a minimum 6 month review to "D" Step, 6 month review to "E"
Step, and 6 month 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 (
A.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
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:
1) The Fire Chief shall file with the Personnel Director a
Personnel Action Form recommending the granting or denial
of the merit increase and supporting such recommendation
with specific reasons therefor. Any disapproval of the request
shall be returned to the Fire Chief with a statement of the
reasons for disapproval of the request.
2) The recommendation of the Fire Chief and the approval of the
Personnel Director shall be forwarded to the Finance Director
for change of payroll status.
3) Advancement through the pay range step "D" through step "F"
shall occur in 6 month increments.
D. Special Merit Advancement. In such cases as may occur wherein an
employee shall demonstrate 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 a 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. Salary. 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.
3
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 permanent 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 permanent status,
shall include the reasons for such action. If permanent 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.s.E.CTION 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 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.SE.
CTION4.2. All Other Personnel. The regular work week for all other personnel shall continue
to consist of 40 hours, four (4), ten (10) hour days.SE.
CTION4.3. 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.
SE.CTION 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
CQMPENSATORY 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.
B. For employees having an average work week of forty (40) hours,
compensatory time shall be accumulated at the rate of one (1) 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.
5
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 of less 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. 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
newcalendaryear.s..E.CTION 5.2. Payment upon Termination. Employees shall be
entitled to receive payment for all accumulated compensatory time
upontheirtermination.s..E.CTION 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
theFireChief.s..E.CTION 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:.) 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
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.SE.GTION 5.6. Nothing herein is intended to limit or restrict the authority of the City
to require any employee to perform overtime
work.s.E.CTION 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.s.E.CTION 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 of this
provision.B. 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
s.E,CTION 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 annuitant of PERS, an equal contribution of $16.00
per month.
C. Flexible Benefits Plan. Effective March 1, 1998, the City shall contribute
560 per month for active employees towards the Flexible Benefits Plan to
provide funds for optional dental plans, vision plans, health plans, or
miscellaneous pay. Effective March 1, 1999, the City shall increase the
contribute from $560 per month to $600 per month. The City's payment
toward the Flexible Benefit Plan is exclusive of the $16.00 payment in Section
6.
D. Any amounts in excess of the amounts designated in Section Band C
necessary to maintain benefits under any benefits plan selected by the
employee shall be borne solely by the employee.
E. An employee cannot 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 enrolled 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.
8
S,E.CTION 6.2. Life Insurance. The City shall provide a term life insurance plan for
employees in the sum of $23,000. The City shall contribute $0.36 for family coverage
per month per employee toward life insurance coverage.
s.E.CTION 6.3. Disability Insurance. The City shall provide a long term disability plan
with 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
D or F
REIMBURSEMENT
100%
75%
50%
0-
SECTION 7.2. Effective March 1, 1998, educational reimbursement payments to an
employee shall not exceed $1,000 in one (1) fiscal year. Effective March 1, 2000,
educational reimbursement payments 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 $1,000/$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;2) Payment of membership dues in 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
B. 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 ad 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
BA Degree $160
MA Degree $220
At least one-half of the "college level" units are to be job related or required for
a Bachelor's
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 March 1, 1998, total expenditures for the Fire Department shall
not exceed $350 per year per uniformed officer; effective February 28,1999,
total expenditures for the Fire Department shall not exceed $365 per year
per uniformed officer; effective February 27, 2000, total expenditures for the
Fire Department shall not exceed $380 per year per uniformed
officer;SECTION 8.2. All protective clothing or protective devices required of employees in
the performance of their duties shall be furnished without cost to the employees by
the
Employer.
ARTICLE IX
HOLIDAYS
s..E...CTION 9.1. Fire Department employees shall have the following paid holidays in
accordance with this Article:
1) January 1
2) The third Monday in February
3) The last Monday in May
4) July4
5) The first Monday in September
6) November 11
7) Thanksgiving Day
8) Day after Thanksgiving
9) 1/2 day before Christmas-
regular employees receive 5 hours, suppression employees receive 6 hours)
10) Christmas Day
11) 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.
B. 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 one-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-halfday.SECTION 9.4. 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
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 duly 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 anniversary year runs January 1 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 annually
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 equivalent number of
days earned in the immediately preceding twenty-four (24) month period. Such
excess not taken by the employee, shall be
automaticallypaid.s..E.CTION 10.3. An employee may convert up to fifty percent (50%) of
his current annual 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 shall be on the basis of one-twelfth (1/12) of the employee'
s annual vacation pay for each full
month
ARTICLE XI
OTHER LEAVES OF ABSENCE
s..E.CTION 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. 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 leave benefits. 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
otherwise provided below. During such leave in excess of five working days,
no seniority shall be accumulated. Such leave shall be granted on the same
basis for pregnancy, child-birth and other medically related conditions,
expect that such an employee shall retain her seniority rights. 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 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 a long term disability
leave.B. At the end of such leave, if the employee desires additional leave,
written application must be made to the Personnel Director stating the reasons
why the additional leave is required and why it should be in the best interest of
the City to grant same. If in the Personnel Director's opinion such
additional leave is merited, and would still preserve the best interest of the City, he
may approve same for a period not to exceed an additional six (6) months. At
the end of that time, employment shall be terminated. 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.C. An employee on leave of absence must give the City at least seven (7)
days'written notice of his intent to return to
work.D. Any employee who engages in outside employment during said leave
of absence without prior notification and approval of the Personnel Director
and the Fire Chief shall be subject to termination. Any employee who falsifies
the
reason for request for said leave of absence may be terminated for falsifying
a request for leave of absence or extension thereof.
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.SECTION11.4. 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.B. 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
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 one ten (10)
hour day per calendar year to sick leave for reasons of family illness.
Employees who work an average 55.9 hour week may charge one twelve
12) hour shift 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 employee, 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 be
one-half (Yo) hour,while additional actual absence of over one-half (Yo)
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 receiving sick leave pay, 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
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 Iniury. An employee who is temporarily
or permanently disabled, as a result of injury or illness arising out of and in the course
of his duties pursuant to the Worker's 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 Worker's 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.B. 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 if he 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 are entitled to have
such date of retirement delayed by a crediting of their accumulated sick
leave in accordance with
State
E. Employees 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).
B. The City will authorize P.E.R.S. to modify on or before July 1, 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 System 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.
17
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.
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-
town travel.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 employee 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
cars
TION 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 of the 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
s.E.CTION 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. Weight/Body 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.
2) Structured aerobic programs
3) Individual progressive conditioning programs that improve
strength, stamina and flexibility, and are 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:1) Weight/body
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 weight/body 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 weight/body
fat 3) Monitored for three (3) months to ensure weight is
maintained Personnel not maintaining their proper weight/body fat or progress towards
their allowed weight may be placed on a progressive program that
includes:1) Mandatory physical fitness
program
2) Counseling
3) Progressive disciplinary action, for just cause in accordance
with the terms and conditions of the Memorandum of
Understanding
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
s..E.CTION 15.1.
Association ProhibitedConduct. 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
of the employees of the 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 SeGtion 15.1 above, and
return to work.21
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 of this Article.
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 Memorandum 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
policy.N. 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, Section21.4 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 Management'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 of the 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
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 (1) 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 of the Personnel Director the Fire
Chief may extend such probationary period.
ARTICLE XIX
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.
s..E.CTION 19.2. The Employee agrees to hold the City harmless and indemnify the City
against any claims, 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 discrepancy.
ARTICLE XX
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
grievance procedure shall not act as a substitute for procedural due process rights for
individual employees.
24
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 procedure 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 Memorandum 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.
TION 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
timHly 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 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 if he 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 of the 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 relationship between the parties.
SECTION 21.2. This Agreement is subject to amendment only by subsequent written
agreement between, and executed by, the parties hereto.
25
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.CTION 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.ARTICLE
XXII TERM OF MEMORANDUM OF
UNDERSTANDING SECTION 22.1. Term of Agreement. The term of this Memorandum of
Understanding shall commence on March 1, 1998 and shall continue in effect to and
including February 28,
2001.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 Memorandum. 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 _ day of _,1998.
ORANGE CITY FIRE MANAGEMENT
ASSOCIATION
By: :euv '.~
By: .;;J,-J fA) l)...v~
2t'
By:
By:
By:
By:
27
FIRE MANAGEMENT ASSOCIATION
MONTHLY SALARY RANGES
THREE PERCENT (3%) SALARY INCREASE EFFECTIVE 06/21/98
CLASSIFICATION RANGE STEP A STEP B STEP C STEP 0 STEP ESTEP F
Battalion Chief 551 5568 5852 6151 6464 6794 7141
THREE PERCENT (3%) SALARY INCREASE EFFECTIVE 06/20/99
CLASSIFICATION RANGE STEP A STEP B STEP C STEP 0 STEP ESTEP F
Battalion Chief 557 $5737 $6030 $6338 $6661 $7000 $7357
JHREE PERCENT (3%) SALARY INCREASE EFFECTIVE 06/18/2000
CLASSIFICATION RANGE STEP A STEP B STEP C STEP 0 STEP ESTEP F
Battalion Chief 563 $5912 $6213 $6530 $6863 $7213 $7581
28
VACATION BENEFITS
SCHEDULE 1
Fire Battalion 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
ice 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 21.50 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.
29
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
ice Per Month Month Per Year
1 0.917 7.333 11.00
2 0.938 7.500 11.25
3 1.042 8.334 12.50
4 1.146 9.167 13.75
5 1.250 10.000 15.00
6 1.292 10.334 15.50
7 1.333 10.667 16.00
8 1.375 11.000 16.50
9 1.417 11.334 17.00
10 1.458 11.667 17.50
11 1.500 12.000 18.00
12 1.542 12.334 18.50
13 1.583 12.667 19.00
14 1.625 13.000 19.50
15 1.667 13.334 20.00
16 1.708 13.667 20.50
17 1.750 14.000 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 15.334 23.00
22 1.958 15.667 23.50
23 2.000 16.000 24.00
24 2.042 16.334 24.50
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
30