Union Contract

2016 2019
UNION
CONTRACT
COLLECTIVE BARGAINING
AGREEMENT
between The
Bonita Springs Fire Control and
Rescue District
and The Bonita Springs Professional Firefighters
Local 3444, Inc.
International Association of Firefighters
Effective October 1, 2016 through September 30, 2019
2016 2019
contents
LOCAL 3444: UNION
CONTRACT
ARTICLE 1: Preamble Page 3 ARTICLE 2: Recognition and
Bargaining Unit Page 4 ARTICLE 3: Dues Deduction Page 5
ARTICLE 4: Non-Discrimination Page 6 ARTICLE 5:
Management Rights Page 7 ARTICLE 6: Union Rights Page 8
ARTICLE 7: Union Business Page 9 ARTICLE 8: Grievance
Procedure / Arbitration Page 10 ARTICLE 9: Seniority and
Probation Page 14 ARTICLE 10: Hours of Duty Page 17
ARTICLE 11: Overtime Pay Page 18 ARTICLE 12: Shift
Exchange Page 20 ARTICLE 13: Personal Leave Page 21
ARTICLE 14: Funeral Leave Page 26 ARTICLE 15: Jury Duty
Page 27 ARTICLE 16: Bulletin Board Page 28 ARTICLE 17:
Use of Nicotine Products Page 29 ARTICLE 18: Wages Page
30 ARTICLE 19: Career Step Program Page 31 ARTICLE 20:
Outside Employment Page 36 ARTICLE 21: Strike Page 37
ARTICLE 22: Labor / Management Committee Page 38
ARTICLE 23: Union Time Pool Page 39 ARTICLE 24: Savings
Clause Page 41 ARTICLE 25: Personal Appearance Page 42
ARTICLE 26: Rules and Regulations Page 44 ARTICLE 27:
Longevity Pay Page 45 ARTICLE 28: Clothing Page 46
ARTICLE 29: Food Pick Up Page 50 ARTICLE 30: Pay
Schedule Page 51 ARTICLE 31: Pension Page 52 ARTICLE
32: Successors Page 53 ARTICLE 33: Minimum Staffing Page
54 ARTICLE 34: Visitations Page 55 ARTICLE 35: Insurance
Benefits Page 56 ARTICLE 36: Holidays Page 57
1 | Page
2016 2019
contents
LOCAL 3444: UNION
CONTRACT
ARTICLE 37: Education and Training Page 58 ARTICLE 38:
Station Facilities Page 62 ARTICLE 39: Lieutenant Promotion
Page 63 ARTICLE 40: Work Schedule Page 64 ARTICLE 41:
Phone Calls Page 65 ARTICLE 42: Physicals Page 66
ARTICLE 43: Soda Machine Page 67 ARTICLE 44: Pre-
Disciplinary Conference Page 68 ARTICLE 45: Duration of
Agreement Page 69 SIGNATURE PAGE Page 70
LOCAL 3444:
ADDENDUMS
ADDENDUM 1: Grievance Form Page 71 ADDENDUM 2:
Grievance Tracking Form Page 72 ADDENDUM 3: Non-Use of
Tobacco Products Accord Page 74 ADDENDUM 4: Wages Page
75 ADDENDUM 5: Outside Employment Notification Page 76
ADDENDUM 6: Classification Descriptions Page 77 ADDENDUM
7: State of Florida Medical Exam Form Page 189
SYMBOL KEY One or two bugles represent 56 hour
employees of the suppression division, in the Lieutenant and Battalion Chief positions.
BSFD Logo represents 40 hour employees of the civilian division, in all contracted administrative and
prevention positions.
2 | Page
2016 2019
article1
PREAMBL
E
1.1 This collective bargaining agreement, hereinafter referred to as the “Agreement” is made and entered into by
the Bonita Springs Fire Control and Rescue District, herein referred to as the “District,” and the Bonita Springs Professional
Firefighters, Local #3444, Inc., International Association of Fire Fighters, herein referred to as the "Union.”
1.2 It is the purpose of the Agreement to increase general efficiency in the District, to maintain the existing harmonious
relationship between the District and its employees, and to promote the morale, rights, and well-being of the District’s
employees in order that more efficient and progressive public service may be rendered. It is further the purpose of this
Agreement to foster safety in the work place and to provide an orderly and peaceful means of resolving differences which arise
concerning the interpretation or application of this Agreement.
3 | Page
2016 2019
article2
RECOGNITION AND BARGANIING
UNIT
2.1 Pursuant to, and in accordance with, all applicable provisions of Article 1, Section 6, of the Florida Constitution of 1968 and
the guidelines set forth in Chapter 447 Laws of Florida, the District recognizes the Union as the exclusive bargaining unit with
respect to rates of pay, wages, hours, and terms and conditions of employment.
2.2 For the purpose of this Agreement and the provisions herein contained, the bargaining unit shall consist of those
employees certified by:
• The State of Florida Public Employee Relations Commission (PERC) Certification #951, MS-92-003, dated August 25,
1992
• PERC Certification #952, UC-99-023, dated November 10, 1999
• UC-2007-010 and UC-2007-011, dated June 25, 2007
• EL-2009-022 (Relates to RC-2009-008), dated July 14, 2009
4 | Page
2016 2019
article3
DUES
DEDUCTION
3.1 Employees covered by this Agreement may authorize payroll deductions for the purpose of paying Union dues.
No authorization shall be allowed for payment of initiation fees, assessments, or fines.
3.2 The Union will initially notify the District as to the amount of dues; such notification will be certified to the
District, in writing, over the signature of an authorized officer of the Union. Changes in the Union membership dues will be
similarly certified to the District and shall be done at least one month in advance of the effective date of such change.
3.3 Dues shall be deducted as of the first two pay periods of the month, and the funds deducted shall be remitted
to the treasurer of the Union within three days of the pay period. The District will deduct a sum of $.20 per member, per
month from the dues collected to offset costs incurred in providing this service. The Union will indemnify, defend, and hold
the District harmless against any claims made, and against any suits instituted against the District on account of payroll
deduction of Union dues.
3.4 Payroll deductions shall be reversible by the employee upon notification to the District and the Union in writing. The Union
shall be notified of any revocation.
3.5 The dues deducted in one month shall apply to the following
month’s dues.
5 | Page
2016 2019
article4
NON-
DISCRIMINATION
4.1 District employees shall have the right to join the Union. There shall be no discrimination or intimidation against
any employee because of the employee’s membership or lack of membership in the Union, or because of his/her holding
office or not holding office in the Union.
4.2 Provisions of this Agreement shall be applied to all employees without discrimination due to race, creed, color, age, sex,
religion, or national/natural origin.
6 | Page
2016 2019
article5
MANAGEMENT
RIGHTS
5.1 Except as specifically abridged or modified by a provision of this Agreement, the District will continue to have,
whether exercised or not, all of the rights, powers, and authority heretofore existing, including but not limited to the following:
• Determining the standards of service to be offered by the District
• Determining the standards of selection for employment; hire, transfer, promotion, and
demotion
• Directing its employees
• Taking disciplinary action up to and including termination
• Relieving its employees from duty because of lack of work or for other legitimate
reasons
• Issuing rules and regulations
• Contracting and subcontracting all existing and future work or services excluding firefighting related
duties
• Determining the methods, means, and future work or
services
• Determining the methods, means, and personnel by which the District’s operations are to be
conducted
• Establishing, revising, or discontinuing policies, programs, and procedures to meet changing conditions and to better
serve the needs of the public
• Determining the content of job classifications
• Exercising complete control and discretion over its organization and the technology used to perform its
work
• Fulfilling all of its legal responsibilities and prerogatives that are inherent in the Fire Board and Fire Chief which cannot
be subject to any grievance or arbitration proceeding except as specifically described in this Agreement
5.2 If work rules and regulations are not uniformly applied, the Union may file a grievance in accordance with the grievance
procedure contained in this Agreement.
7 | Page
2016 2019
article6
UNION
RIGHTS
6.1 District employees, with freedom from restraint, coercion, discrimination or reprisal, shall
have the right to:

• Join the Union or not to join the Union.
• Engage in lawful concerted activities for the purpose of collective bargaining negotiations, or mutual aid for
protection
• Communicate with management regarding any view, grievance, complaint, or opinion related to the conditions
of compensation and terms of employment of public employees or their betterment.
6.2 Nothing shall abridge the right of any duly authorized representative of the Union’s to present views of the
Union to the public on issues which affect the welfare of its members, as long as it is clearly presented as the view of the
Union and not necessarily the District.
8 | Page
2016 2019
article7
UNION
BUSINESS
7.1 With the approval of the Fire Chief or designee, members of the Union may be granted time without pay to
perform Union functions.
7.2 The number of Union members permitted to perform Union functions shall be contingent on the adequacy
of District staffing as determined by the Fire Chief or designee.
7.3 The Fire Chief or designee will make arrangements for on-duty employees to attend meetings
called by the Fire Chief.
7.4 Four members of the Union shall be allowed time off for collective bargaining meetings which are mutually set by the District
and the Union.
7.5 With the approval of the Fire Chief or designee, the Union shall be permitted to use a meeting room to
conduct monthly or special Union meetings.

9 | Page
2016 2019
article8
GRIEVANCE
PROCEDURE
8.1 In a mutual effort to provide harmonious working relations between the parties to this Agreement, the District and the
Union agree that there shall be a procedure for the resolution of grievances arising from the application or interpretation of
this Agreement. Disciplinary action taken against an employee or class of employees shall be for just cause and shall be
subject to the Grievance Procedure.
8.2 Grievances shall be processed in accordance with the
following procedure:
Union Grievance
Committee
If the grievance is not resolved at Step 1, the Grievant, within fiv

answer at Step 1, shall submit the grievance in writing (on the fo
to the Union’s Grievance Committee. The Grievance Committee
Grievant no later than five working days after its receipt of the gr
Step
1
Within five working days of the event giving rise to a grievance, or within five working days of the date the
Grievant, using reasonable diligence, should have known of the event giving rise to the grievance, the Grievant
shall submit his/her grievance in writing on a Grievance Form (accompanying this Agreement as Addendum 1) to
the appropriate Officer in the Grievant’s chain-of-command, i.e., the Battalion Chief to which he/she is presently
assigned, the Division Chief/Training or the Assistant Fire Marshal In addition, the Grievant shall initiate a
Grievance Tracking Form (accompanying this AgreementStep as Addendum 2) and present the form to the
appropriate Officer at the same time as the written2grievance is presented.
If the Grievance Committee determines that a grievance exists, the Union, within 10 working days of the Grievance
the grievance, and answer the grievance
Committee’s receiptinofwriting no later than
the grievance, shallfive working
submit the grievance in writing (on the form accompanying this
rievance. At the same Agreement
time, the Officer and the Grievant
as Addendum 1) to theshall complete
appropriate the Officer in the Grievant’s chain-of-command, for example; the
Chief
acking Form pertainingDeputy
to the Step
Chief1responsible
process. for the shift to which the Grievant is presently assigned, the Assistant Chief or the Fire
omplete the appropriate
the
items
formon
to the
the Grievance
Chief Officer
Tracking
at the same
Form time
and present
as the written grievance is presented.
The Chief Officer shall consider the grievance, and answer the grievance in writing no later than five working days after the C
the grievance. At the same time, the Chief Officer and the Union shall complete the appropriate items on the Grievance Trac
the Step 2 process.
10 | Page
2016 2019 article8

GRIEVANCE PROCEDURE
Step 3
If the grievance is not resolved at Step 2, the Union, within five working days of the receipt of the Chief Officer’s answer at St
grievance in writing (on the form accompanying this Agreement as Addendum 1)) to the Fire Chief. In addition, the Union sha
appropriate items on the Grievance Tracking Form and present the form to the Fire Chief at the same time as the written grie
The Fire Chief (or his/her designee) shall consider the grievance, and answer the grievance in writing no later than five work
Chief’s receipt of the grievance. At the same time, the Fire Chief (or his/her designee) and the Union shall complete the ap
Grievance Tracking Form pertaining to the Step
Arbitration
If the grievance is not resolved at Step 3, the Union shall give no
days of the receipt of the Fire Chief’s answer at Step 3. The noti
and concurrently filed with the Federal Mediation and Conciliatio
arbitrators. In the event of a claim that a grievance is non-arbitra
the merits of the grievance.
An arbitrator shall be selected from the list of arbitrators submitted by the FMCS by the alternate striking of
names (the petitioner for arbitration striking the first name) until one name remains. However, in the event either
the District or the Union, before any striking of names occurs, feels that the list submitted by the FMCS is
unsatisfactory, said party shall have the right to request one additional list of arbitrators from the FMCS. If either
the District or the Union finds the service of FMCS unsatisfactory, upon notice to the other party, the services of
the American Arbitration Association shall be utilized in subsequent disputes.
Step 4
The arbitrator shall have no power to add to, subtract from, modify or alter the terms of the Agreement, but shall determine o
there has been a violation of the Agreement in the respect alleged in the grievance. The Management Rights listed in Article
and the prohibition of strikes contained in Article 21 of this Agreement is specifically excluded from arbitration under the prov
The decision of the arbitrator shall be based solely upon the evidence and arguments presented to the arbitrator. The Arbitra
decision no later than 30 calendar days after the conclusion of the final hearing. Copies of the findings of the arbitrator made
jurisdictional authority under the Agreement shall be final and binding upon both the District and the Union.
The arbitrator's decision shall be in writing and shall set forth the arbitrator's opinions and conclusions on the issues submitte
11 | Page
2016 2019 article8

GRIEVANCE PROCEDURE
Arbitration process, continued:
determine disputed facts upon which the application of the Agreement depend. The arbitrator, therefore, shall not
have the authority, nor shall the arbitrator consider it an arbitrator’s function, to include the decision of any issue
not submitted or to interpret or apply the Agreement as to change what can fairly be said to have been the intent of
the parties as determined by generally accepted rules of contract construction. The arbitrator shall not give any
decisions which, in practical or actual effect, modifies, revises, detracts from, or adds to any of the terms or
provisions of the Agreement. The arbitrator shall not render any decision or award, or fail to render any decision or
award, as fair or equitable or because, in the arbitrator’s opinion, it is unfair or inequitable.
Step 4
The costs for the services of the arbitrator shall be borne by the
Arbitration
desiring a transcript of the arbitration hearing shall be responsib
between the parties, which shall be interpreted and applied by the parties
as any other contract under the Laws of the State of Florida. The function
rmine disputed interpretations of terms actually found in the Agreement or to
The Union will be required to represent only employees who are members of the Union, but retains the option to represent no
8.3 The following provisions shall apply throughout this Article:
8.3a Employees may process a grievance either through the Grievance Procedure provided in District Policy 2.7 or through the Grievance
Article 8 of this Agreement. Once a grievance is filed under a certain procedure, the employee is bound by that procedure and has no righ
8.3b A probationary employee (see Section 9.5 of this Agreement) shall have the right to process a grievance through Step 2 of the Griev
contained in this Article, with the exception of wages and benefit disputes which may be taken to final arbitration.
8.3c The time limits contained in this Article may be lengthened or shortened by mutual agreement of both the District and the Union. A gr
within the time limits provided in this Article shall be deemed permanently withdrawn and settled on the last action taken by the District. A
answered within the time limits provided in this Article shall be deemed to have been answered in the negative, thereby entitling the grieva
the next step of the Grievance Procedure.
8.3d Any grievance reduced to writing shall contain the following information, which shall be included on the prescribed Grievance Form (s
explanation of the grievance and a complete statement of the facts on which it is based; the section(s) of the Agreement allegedly violated
sought.
12 | Page
2016 2019 article8

GRIEVANCE PROCEDURE
8.3e Should a representative of the District believe that he/she lacks the authority to resolve a grievance that he/she has received, that rep
provide the grievant and the Union with a written answer indicating the lack of authority.
8.3f Upon mutual agreement of both the District and the Union, expedited arbitration may be requested of the FMCS, the American Arbitra
or any individual selected by the District and the Union, whichever is applicable.
8.3g Nothing in this Article shall be in contradiction of the provisions of the Fire Fighters’ Bill of Rights (Florida Statutes Chapter 112.80- 1
13 | Page
2016 2019 article9
SENORITY AND PROBATION
9.1 Each employee will have Department Seniority equal to the employee’s total length of service with the District, dating ba
continuous employment with the District. Departmental Seniority shall be used in all determinations of scheduled leave preferences.
9.2 Each employee will have Classification Seniority in the classification equal to the employee’s total length of service with
back from the first date of continuous employment in that classification with the District.
9.3 Accrual of personal leave time, or any other benefit based upon length of service, shall be determined by those provisions
Agreement.
9.4 In the case of more than one firefighter being hired on the same date, the ranking by the Training Division after completion of the Orien
used to establish seniority.
9.5 Newly hired employees shall be considered on probation for a period of one year from the date of hire.
9.5a Promoted employees shall be considered on probation for a period of six months.
9.5b During the probationary period, the Fire Chief, in his sole discretion, will have the right to retain the employee in the designated class
employee to the classification previously held.
9.6 Seniority rights of an employee shall terminate with a:

• Voluntary termination
• Retirement
• Termination for just cause
• Layoff exceeding 24 months
• Failure to return from an authorized leave of absence within three calendar days (however, nothing contained herein restricts lesser
• Failure to report for work within 14 calendar days of the date of receipt of a recall letter
• Failure to notify the District of the intent to return to work within five calendar days of the date of receipt of a recall letter.
9.7 Due to changes in programs, lack of funds, decrease in work, or for any other legitimate reason making it necessary for th
the work force, a standard reduction in force procedure, based on seniority in department, will be followed to carry out the layoff in a fair a
9.8 The employee’s termination, based on seniority, is to be considered as a result of the reduction in force and not discipline
affect the employee’s COBRA, unemployment compensation, and other statutory rights and benefits.
14 | Page
2016 2019 article9

9.9 In the event of a reduction in force, the following procedure shall be adhered to:
9.9a In the event a reduction in force is deemed necessary, the Fire Chief shall have the latitude to lay off employees by seniority in each
necessary to provide efficient services to the District.
9.9b Employees in each classification will be rank ordered according to classification seniority with the least senior employee listed first an
select the number of employees to be laid off in each classification.
9.9c Newly hired probationary employees shall be laid off first and promotional probationary employees will be returned to their former cla
necessary.
9.9d Higher-ranking employees selected to be laid off may be entitled to bump an employee in a lower classification if the higher-ranking e
1) more departmental seniority than the employee to be bumped. 2) is qualified for the position.
3) is capable of performing the duties of the lower classification.
9.10 In the event of a recall of force, the following procedure shall be adhered to:
9.10a The Fire Chief shall have the latitude to recall employees by seniority in any classification as necessary to provide efficient services
9.10b Employees who are recalled must be currently certified to perform the duties of the job classification, as specified in the classificatio
description, to which they have been recalled.
9.10c Employees who are recalled must be physically qualified to perform the duties of the job, as specified in the classification’s descript
they have been recalled. A physical exam may be required by the District.
9.10d Employees who are recalled who are temporarily unable to accept the offer of employment due to medical reasons, as certified by a
request an extension of their recall not to exceed 30 days.
9.10e Employees separated from employment shall be granted the right of first refusal at their paygrade, or for other vacant positions in th
a lesser pay grade, provided they are qualified for the position. Right of first refusal shall be effective as of the date of layoff or reduction in
employees shall be hired until all laid off employees have had an opportunity to report to work in accordance with the loss of seniority in th
15 | Page
2016 2019 article9

9.10f After 12 months from the date of layoff or reduction in grade, the above mentioned re-employment right shall cease and those emplo
longer have the right of first refusal; those rights will be extended an additional six months upon written request from the employee.
9.10g Recall will be made by certified mail to the last address in the District’s records. Within 14 calendars days of the certified receipt dat
must signify their intention of returning to work.
16 | Page
2016 2019 article10

HOURS OF DUTY
10.1 For the purposes of this Agreement, a working day shall be from 0800 to 1700, Monday through Friday, excluding holidays recognize
Agreement.
10.2
56 hour employees shall work a three platoon, 24-hour shift.
56 hour employees shall commence work at 0700 hours and continue through to 0700 hours the following day.
40 hour personnel shall work an eight hour, five day, 40 hour work week. Work periods, other than customary work periods (08
scheduled to meet service demands as determined by the Fire Chief with prior notice.
40 hour employees shall be afforded an unpaid lunch period of one hour per work day as scheduled by the Fire Chief or design
40 hour employees shall work a weekly schedule from 0800 hours until 1700 hours from Monday through Friday. Employees w
other than 0800 hours until 1700 hours from Monday through Friday shall receive prior approval from their supervisor.
17 | Page
2016 2019 article11

OVERTIME PAY
11.1 The work period will consist of 14 days; the pay period will consist of the same 14 days. The actual scheduled hours during the 14 da
96 or 120. The actual scheduled hours during the 14 day period will be averaged to equal 112 hours.
11.2 Employees required to work beyond their scheduled work day shall be compensated for the actual time worked, rounded forward to t
11.3
Overtime shall be paid at the rate of 1.5 times an employee’s regular hourly rate for all hours worked which exceed an average
14 day period.
56 hour employees recalled to duty because of an emergency shall be paid the actual time worked, but not less than four hour
Supervisory scheduled leave (SL) hours for four or more consecutive hours shall be considered time worked when calculating
Act (FLSA) overtime. SL for any fewer hours shall not be considered as hours worked for FLSA purposes.
Suppression scheduled leave (SL) hours shall be considered time worked when calculating Fair Labor Standards Act (FLSA) o
Overtime shall be paid at the rate of 1.5 times an employee’s regular hourly rate for all hours worked over 40 hours in the seve
Monday through Sunday.
Compensatory time at the rate of 1.5 times may be given in lieu of overtime pay upon the mutual agreement of an employee an
40 hour employees recalled to duty because of an emergency shall be paid the actual time worked, but not less than two hour
11.4 Employees attending mandatory schools shall be paid for such time.
11.4a Leave time scheduled for attendance at classes in accordance with Article 37 of this Agreement will count as hours worked.
11.5 Employees who are required to attend mandatory staff meetings will be compensated for the actual time in attendance.
18 | Page
2016 2019 article11

OVERTIME PAY
11.6 In cases of extreme or pending emergency, such as hurricane, flood, riot, or other similar situations, the Fire Chief may waive the est
procedures.
11.7 If a declared emergency is reimbursable by an outside agency, employees shall be compensated from the time they receive the initia
all subsequent hours worked, and demobilization upon their return.
11.8 When emergency leave is granted while on duty, the Fire Chief or designee may delegate temporary coverage for a period of 12 hou
reduced manning strength during the balance of that shift.
11.9 A call-in list shall be established by using the seniority list. Once an employee has either worked overtime for more than six hours or
time down, that employee's name shall be moved to the bottom of the list.
19 | Page
2016 2019 article12

SHIFT EXCHANGE
12.1 Employees shall have the privilege to exchange or “swap” shifts when the exchange “does not interfere with the operation of the Dist
approved by the Fire Chief or designee before the exchange takes place.
12.1a “Does not interfere with the operation of the District” is to be defined as:
• When the swap does not result in an employee working more than two consecutive 24 hour shifts.
• When the swap does not result in the employee missing a mandatory training class unless the swap had been approved prior to the
mandatory class.
12.2 Probationary employees may be permitted to swap shifts when the exchange does not interfere with the operation of the District and
Chief or designee. This privilege may be revoked at the discretion of the Fire Chief or designee.
12.3 Both employees requesting a swap shall complete a Request for Leave Form which must be submitted to and approved or disapprov
Chief of the shift upon which the time swap will occur, no later than 12 hours prior to the day the shift swap is requested.
12.4 Emergency swap requests requested less than 12 hours in advance will need verbal approval from the on duty Battalion Chief.
12.5 The employee who is swapping in for the employee who is normally on duty shall be held responsible to report for duty.
12.6 Swaps will be permitted on a rank by rank basis. It is strongly recommended to find another employee with equal qualifications.
12.7 After the exchange has occurred, the form shall be documented and saved by following the leave process.
12.8 Employees shall not receive any monetary gain from a swap, except when using the Union Time Pool provided in Article 23 of this Ag
20 | Page
2016 2019 article13

PERSONAL LEAVE
13.1 Personal Leave will provide each employee with discretionary time off for any personal needs, including: illness, injury, or vacation, w
provide a doctor's excuse or to remain at home.
13.2 Shift employees shall accrue personal leave based on years of continuous service as follows:
First Year 16 hours per month 2 through 5 years 26 hours per month 6 through 10
years 32 hours per month 11 through 15 years 38 hours per month 16 or more years
42 hours per month
40 hour employees shall accrue personal leave based on years of continuous service as follows:
First Year 10.00 hours per month 2 through 5 years 17.14 hours per month 6 through 10
years 21.42 hours per month 11 through 15 years 25.71 hours per month 16 or more
years 28.57 hours per month
13.3 Once an employee has reached the maximum accrual, no further accrual shall be permissible until that employee has reduced their
below the allowable limits.
56 hour employees shall not accrue personal leave in excess of the stated maximum of 500 hours maximum.
40 hour employees shall not accrue personal leave in excess of the stated maximum of 336 hours maximum.
13.4 Scheduled Leave (SL) is defined as personal leave that is requested and approved 12 hours in advance.
• SL will be counted as hours worked for the purposes of FLSA overtime computation.
• Requests not submitted within the appropriate time limit may be granted if the Fire Chief or designee allows the request due to extraordi
• Prior approved SL will not be affected as a result of shift or classification changes.
16 or more years 42 hours per month
21 | Page
2016 2019 article13

PERSONAL LEAVE
13.4 continued
SL shall be requested and approved at least 12 hours in advance for 56 hour employees to be considered scheduled.
Supervisory SL must be taken for a minimum of 4 hours except in cases of approved education classes, or other extraordinary
circumstances as approved by the Fire Chief or designee for 56 hour employees.
Supervisory SL will not count towards total suppression employees that are to be allowed off per day.
SL shall be requested and approved at least 8 working hours in advance for 40 hour employees to be considered scheduled.
SL must be taken for a minimum of 2 hours except in cases of approved education classes, doctor’s appointments, or other ex
circumstances as approved by the Fire Chief or designee for 40 hour employees.
13.4a Scheduled Personal Leave “Vacation” scheduling:

• In order for seniority to apply employees will schedule vacations between October 1 st and November 30th for the following calendar ye
• Selections shall be turned in to the employee’s immediate supervisor by December 1 st of each year.
• Seniority for selecting scheduled vacations shall be based upon the employee’s date of hire and their current duty assignment.
• All personnel with 15 years of service will be eligible to select four duty days of SL.
• Senior-most personnel will have first choice of four days, followed by all others with 15 years of service.
• Once all personnel with 15 years of service have selected their four days of SL, the regular schedule leave selection process will be f
13.5 Unscheduled Leave (UL) is defined as personal leave that is not requested and approved in advance.
• UL is strongly recommended to be used only in case of illness or injury to the employee or that of the employee’s immediate family w
employee from reporting to duty as scheduled.
• UL will not be counted as hours worked for the purposes of FLSA overtime computation.
• All employees wishing to use UL must call in at least one hour prior to the start of their scheduled duty shift to advise that they will n
• Failure to call in at least one hour prior to the start of shift shall be considered Leave Without Pay (LWOP) and result in forfeiture of
shift.
SL shall be requested and approved at least 12 hours in advance for 56 hour employees to be considered scheduled.
Supression SL must be taken for a mininum of 12 hours except in cases of approved education classes, or other extraordinary circumstance
by the Fire Chief or designee for 56 hour employees.
22 | Page
2016 2019 article13
PERSONAL LEAVE
13.5 continued
13.6 Unscheduled Leave (UL) shall be categorized as “Excused” or “Unexcused” as defined below.
13.6a Excused Unscheduled Leave (ULE) is defined as either:

• Unforeseen leave which can be documented from a licensed medical practitioner. Documentation must be presented to the Chief, o
that the employee or employee’s immediate family was treated for an illness or injury within 48 hours of the duty day in question.
• Unforeseen special circumstances that have the approval of the Chief, or designee. ❖ Special note on unscheduled leave: Employe
unscheduled leave and go home while on duty for their
own illness shall remain off on unscheduled leave for the remainder of that duty shift unless approved to return to duty by a li
practitioner.
13.6b Unexcused Unscheduled Leave (ULU) is defined as any unscheduled leave that is not excused.
13.6c All UL shall be considered “Unexcused” (ULU) unless otherwise approved as “Excused” (ULE) by the Chief or designee.
Suppression employees shall make such notification to the on duty Battalion Chief or designee.
Supervisory employees shall make such notifications to the on duty Battalion Chief or designee.
40 hour employees shall make such notifications to the general mail box and to their supervisor.
23 | Page
2016 2019 article13

PERSONAL LEAVE
13.7 The penalties for employees who accrue excessive ULU, whether on regular duty or a swap is as follows:
13.8 If a permanent 56 hour employee is tardy when reporting for duty due to an unexcused absence and an off going employee of equa
considered acceptable by the Fire Chief or designee, is unwilling to voluntarily cover for the tardy employee by shift exchange the followin
shall apply to the tardy employee when the offences occur within a 12 month period:
• First offence- Oral reprimand
• Second offence- Written reprimand
• Third offence- Suspension
• Fourth offence- Termination
56 hour employees will be allowed three ULU uses per contract year without penalty.
Excess of three ULU uses per Contract Year will result in the loss of the next 11.2 hours of holiday pay per use.
All 56 hour employees, who continue to use ULU after exceeding the three uses allowed in that contract year, shall continue to
pay for each additional ULU used and will be subject to appropriate disciplinary action after exceeding the five ULU uses.
Use of ULU on a Holiday will result in the loss of the current and the next Holiday pay of 11.2 hours (22.4 hours total) of holiday
If an employee has to be held over for duty as a result of another employee calling off on ULU on a District recognized Holiday
receive the forfeited Holiday pay of the offending employee.
40 hour employees will be allowed six ULU uses per contract year without penalty.
Excess of six ULU uses per contract year will result in the loss of the next eight hours of holiday pay or eight hours of personal
All 40 hour employees, who continue to use ULU after exceeding the six uses allowed in that contract year, shall continue to fo
each additional ULU used and will be subject to appropriate disciplinary action after exceeding the eight ULU uses.
24 | Page
2016 2019 article13
PERSONAL LEAVE
13.9 In addition to the discipline outlined in Article 13.8, if a probationary employee is tardy when reporting for duty due to an unexcused a
may be subject to disciplinary action up to and including termination at the discretion of the Fire Chief or designee.
25 | Page
2016 2019 article14

FUNERAL LEAVE
14.1 Leave with pay shall be granted to employees of the District in the event of a death in the immediate family.
14.2 “Immediate family” shall be defined as spouse, children, mother, father, sister, brother, grandchildren, or grandparents of the employe
the employee’s spouse.
14.3
56 hour employees shall be granted two 24 hour shifts per death.
40 hour employees shall be granted five working days per death.
14.4 Additional time or special circumstance requests may be granted at the discretion of the Fire Chief.
14.5 Upon returning from funeral leave, the employee shall submit a Request for Leave Form.
14.6 Funeral leave will count as hours worked for FLSA calculations.
26 | Page
2016 2019 article15

JURY DUTY
15.1 Employees who are chosen for jury duty shall be paid their regular salary for those hours that are scheduled and shall be entitled to k
money received for serving on jury duty.
15.2 Employees receiving a summons for jury duty must notify their supervisor in writing as soon as possible after receiving such notice. A
make such notification will not be paid for the period of absence. A Request for Leave Form must be completed by the employee and app
or designee prior to payment for such time off.
15.3 An employee who is excused from jury duty during scheduled working hours must report to work for the remainder of the scheduled w
15.4 The Fire Chief may grant civil leave with pay for circumstances other than jury duty, such as an employee being subpoenaed to appe
scheduled work hours to testify or to give a deposition in litigation for non-job related issues.
15.5 An employee who is subpoenaed as a witness as a result of his/her work for the District shall receive his/her hourly rate for the hours
court or gives a deposition, provided that the employee remits to their supervisor any subpoena and witness fees received from the court,
Request Form.
15.5a Hours paid under this section shall be considered hours worked for the purpose of overtime calculation.
27 | Page
2016 2019 article16

BULLETIN BOARD
16.1 The District agrees to provide wall space in the day room at each fire station for the Union's bulletin board to inform its members of U
16.2 The Fire Chief shall have the authority to remove any material he determines to be offensive and will notify an E-Board Member of th
28 | Page
2016 2019 article17

USE OF NICOTINE PRODUCTS
17.1 All employees are prohibited from smoking, vaping, and using any nicotine products when a member of the general public is present.
17.2 Employees hired after December 10, 1990 are bound by the provisions of the Non-Use of Nicotine Products Accord (accompanying t
Addendum 3), which specifies that no employees are to use nicotine products on duty or off duty.
17.2a All employees are prohibited from smoking or using any nicotine or vapor products in any District buildings, facilities, or vehicles.
17.3 Employees hired after 1990, will use designated areas outside of each District building for smoking and use of nicotine or vapor prod
17.3a When using a designated area, both smokers and users of nicotine products shall carry a container for the disposal of cigarettes, to
tobacco juice. These containers are to be discarded in an appropriate receptacle upon leaving the designated area. Any employee found d
and/or spitting other than in an appropriate container will be subject to discipline.
29 | Page
2016 2019 article18

WAGES
18.1 The Collective Bargaining Agreement for all employees shall be effective for a period of three years, from 2016-2019, with the followi
• October 2016: 2% COLA increase on the first full pay period
18.2 Any employee who becomes uninsurable by the District’s liability coverage for drivers of District apparatus will have his/her pay redu
18.3 Any suppression employee hired after 2012 who has their driving privileges revoked by the District or who must be recertified to drive
have his/her pay reduced by 5% until privileges are reinstated.
18.4 Any employee assigned as an Acting Battalion Chief shall receive the hourly rate for Battalion Chief I for each hour actually worked a
Chief.
30 | Page
2016 2019 article19

CAREER STEP PROGRAM
19.1 It shall be understood that it is the employee’s responsibility:
• To initiate the career step advancement process by completing the documents listed in 19.3 below and informing their immediate su
have met all of the requirements necessary to advance from one career step to the next.
• To complete all of the necessary requirements as prescribed by this agreement prior to progressing from one career step to the next
19.2 In addition to the specific requirements for each classification, the following documents must be completed prior to progressing from
next:
• The performance standards as outlined in the NFPA Chapter applicable to their step and classification must be met. The NFPA Che
complete this objective must be obtained by the employee from their immediate supervisor.
• Copies of the certifications required for the next career step and the completed NFPA Checklist must be submitted to the employee’s
supervisor.
• A completed Career Step Form must be completed by the employee and signed by their supervisor.
19.3 Career step advancement dates are based on the latest completion date of the educational requirements, time in grade, and applicab
standards required for that grade.
19.3a Following an employee’s submission of the documentation necessary to evidence his/her attainment of the requirements of the nex
advancement dates will be effective as of the beginning of the bi-weekly payroll period.
19.4 There shall be no retroactive pay for any delayed career step pay increase unless it is determined that the delay has not been cause
19.5 Performance evaluations are not considered a requirement for career step advancement and do not necessarily coincide with career
dates.
31 | Page
2016 2019 article19

CAREER STEP PROGRAM
19.7
An employee in the Firefighter classification may advance from one step to the next higher step in his/her classification by meeting the fo
Firefighter I hired before 2012: Must be a State of Florida Minimum Standards Certified Firefighter; have fulfilled the entrance requireme
NFPA 1001, but not necessarily completed the objectives of Firefighter I. Must acquire Basic Life Support (BLS) privileges.
Firefighter I hired after 2012: Must be a State of Florida Minimum Standards Certified Firefighter, State Certified Emergency Med
Paramedic; have fulfilled the entrance requirements of Chapter 2 of NFPA 1001. Must acquire Basic Life Support (BLS) privileges.
Firefighter II hired before 2012: Must have been a Firefighter I for a minimum of one year; have completed the work processes and stud
perform at the standards for this level per Chapter 3 of NFPA 1001.
Firefighter II hired after 2012: Must have been a Firefighter I for a minimum of one year; Must be able to demonstrate the usage of all em
listed in Appendix A. Must have completed ICS 100, 200, 700, and 800.
Firefighter III hired before 2012: Must have been a Firefighter II for a minimum of one year; have completed all of the work processes an
necessary to perform at the standards for this level per Chapter 4 of NFPA 1001; have successfully completed “Fire Service Hydraulics”, “
Operations” and obtained State of Florida State Pump Operator Certification.
Firefighter III hired after 2012: Must have been a Firefighter II for a minimum of one year; have successfully completed “Fire Service Hyd
Apparatus Operations” and obtained State of Florida State Pump Operator Certification. Must have completed ICS 300 and 400.
Firefighter IV/Engineer hired before 2012: Must have been a Firefighter III for a minimum of one year; and have successfully completed
classes needed to obtain the Fire Officer I Certification.
Firefighter IV/Engineer hired after 2012: Must have been a Firefighter III for a minimum of one year; and have successfully completed a
needed to obtain Fire Officer I Certification. Must have completed the Department’s Driver Training Program.
Firefighter V/Engineer hired before 2012: Must have been a Firefighter IV for a minimum of one year; and have successfully completed
classes needed to obtain Fire Officer I Certification.
Firefighter V/Engineer hired after 2012: Must have been a Firefighter IV/Engineer for a minimum of one year; and have successfully obt
Certification. Must have attended all department offered classes for Operations Level training in Trench Rescue, High-angle Rescue, Wate
Space Rescue.
Firefighter VI /Engineer hired after 2012: Must have been a Firefighter V/Engineer for a minimum of one year and successfully complete
classes toward Fire Officer II Certification. Employees who are at this level are eligible for the Acting
32 | Page
Lieutenant incentive.
Firefighter VII /Engineer hired after 2012: Must have been a Firefighter VI/Engineer for a minimum of one year; Have obtained Fire Offic
Firefighter VIII /Engineer hired after 2012: Must have been a Firefighter VII/Engineer for a minimum of one year; and have obtained Fire
Certification. Employees who are at this step are eligible for Lieutenant promotion.
19.8
An employee in the Lieutenant classification may advance from one step to the next higher step in his/her classification by meeting the fo
Lieutenant I hired before 2012: Must have been a Firefighter V/Engineer for a minimum of one year; been promoted to the Lieutenant cl
through testing; and successfully obtained Fire Officer I certification. Must be a Florida State/National Registry Certified and credentialed P
Lieutenant I hired after 2012: Must have been a Firefighter VIII/Engineer for a minimum of one year; been promoted to the Lieutenant cla
through testing; and successfully obtained Fire Officer I certification. Must be a Florida State Certified Paramedic.
Lieutenant II hired before 2012: Must have been a Lieutenant I for a minimum of one year; have completed the work processes and stud
to perform at the standards for this level per Chapter 2 of NFPA 1021; and have obtained Fire Officer II Certification.
Lieutenant II hired after 2012: Must have been a Lieutenant I for a minimum of one year; have completed the work processes and study
perform at the standards for this level per Chapter 2 of NFPA 1021; and have obtained Fire Officer II Certification.
Lieutenant III hired before 2012: Must have been a Lieutenant II for a minimum of one year; and have obtained Fire Instructor I Certifica
Lieutenant III hired after 2012: Must have been a Lieutenant II for a minimum of one year; and have obtained Fire Instructor I Certificatio
Lieutenant IV hired before 2012: Must have been a Lieutenant III for a minimum of one year; and have taken two additional classes towa
Bachelor’s Degree, or other approved classes.
Lieutenant IV hired after 2012: Must have been a Lieutenant III for a minimum of one year; and have taken two additional classes toward
Bachelor’s Degree, or other approved classes.
Lieutenant V hired before 2012: Must have been a Lieutenant IV for a minimum of one year; have obtained Fire Instructor II Certification
the requirements of the District’s Classification Description for Battalion Chief, excluding the Bachelor’s Degree requirement.
Lieutenant V hired after 2012: Must have been a Lieutenant IV for a minimum of one year; have obtained Fire Instructor II Certification: m
the requirements of the District’s Classification Description for Battalion Chief, excluding the Bachelor’s Degree requirement.
• At this step, employees are eligible to act as a Battalion Chief by September 30, 2019.
• At this step, employees must have an Associate’s Degree in Fire Science or related field by September 30, 2019.
33 | Page
2016 2019 article19

CAREER STEP PROGRAM
19.9
Battalion Chief’s will have a three step pay schedule with one year time in grade per step as the only requirement for advancement from
As of September 30, 2019, employees wishing to be promoted to the position of Battalion Chief are required to have a Bachelor’s Degree
19.10
An employee in the Fire Inspector/Fire Certified and Fire Inspector/Non-Fire Certified classification may advance from one step to the
his/her classification by meeting the following requirements:
Fire Inspector/Fire Certified I: Must be a State of Florida Minimum Standards Certified Firefighter and a State of Florida Certified Munici
Inspector or a person who can obtain Fire Safety Inspector Certification within 12 months of placement into Fire Inspector/Fire Certified I.
Certification is not held, it must be obtained prior to the completion of the probationary period.
Fire Inspector/Non-Fire Certified I: Must be a Certified State of Florida Municipal Fire Safety Inspector or a person who can obtain Fire S
Certification within 12 months of placement into Fire Inspector I. If Fire Safety Inspector Certification is not held, it must be obtained prior t
probationary period.
Fire Inspector/Fire Certified and Fire Inspector/Non-Fire Certified II: Must have been a Fire Inspector/Fire Certified I for a minimum of
completed the work processes and study materials necessary to perform at the standards for this level per Chapter 4 (2003 Edition) of NF
successfully completed two classes needed to obtain an Associate’s Degree in Fire Science or a related field.
Fire Inspector/Fire Certified and Fire Inspector/Non-Fire Certified III: Must have been a Fire Inspector/Fire Certified II for a minimum o
successfully completed a total of four classes needed to obtain an Associate’s Degree in Fire Science or a related field.
Fire Inspector/Fire Certified and Fire Inspector/Non-Fire Certified IV: Must have been a Fire Inspector/Fire Certified III for a minimum
successfully completed a total of six classes needed to obtain an Associate’s Degree in Fire Science or a related field.
Fire Inspector/Fire Certified and Fire Inspector/Non-Fire Certified V: Must have been a Fire Inspector/Fire Certified IV for a minimum
successfully completed a total of eight classes needed to obtain an Associate’s Degree in a job-related field.
34 | Page
2016 2019 article19

CAREER STEP PROGRAM
19.11
An employee in the Plans Examiner classification may advance from one step to the next higher step in his/her classification by meeting
requirements:
Plans Examiner I: Must be a Certified State of Florida Municipal Fire Safety Inspector with a minimum of five years’ experience revi
compliance and three years’ experience as a fire inspector or a combination of education of education and experience.
Plans Examiner II: Must have been a Plans Examiner I for a minimum of one year; have completed the work processes and study materi
perform at the standards for this level per Chapter 7.2 (2003 Edition) of NFPA 1031.
Plans Examiner III: Must have been a Plans Examiner II for a minimum of one year; have completed the work processes and study mate
Plans Examiner IV: Must have been a Plans Examiner III for a minimum of one year; have completed the work processes and study mate
Plans Examiner V: Must have been a Plans Examiner IV for a minimum of one year; and have successfully completed the work processe
materials necessary to perform at the standards for this level per Chapter 8.3 (2003 Edition) of NFPA 1031.
19.12
Employees in the Clerk/Receptionist classifications may advance from one step to the next higher step (up to Step V) in their respective
meeting the following requirements: a minimum of one year in their current step and the completion of one class (approved in advance by
designee) within that same period of time.
19.13
Employees in the Administrative Assistant classifications may advance from one step to the next higher step (up to Step V) in their resp
by meeting the following requirements: a minimum of one year in their current step and the completion of two classes (approved in advanc
designee) within that same period of time.
19.14
To advance from Step I through Step III, employees in the Public Information Officer and Public Education Coordinator classification
minimum of one year in their current step and two classes (approved in advance by the Fire Chief or designee) within that same period of
Step III through Step V, employees in the Public Information Officer and Public Education Specialist classification must complete a minimu
current step and three classes (approved in advance by the Fire Chief or designee) within that same period of time.
35 | Page
2016 2019 article20

OUTSIDE EMPLOYMENT
20.1 Prior to commencing any secondary/outside employment, an employee shall notify the District by submitting an Outside Employment
(accompanying this agreement as Addendum 5).
20.2 Employees accepting secondary/outside employment acknowledge that their employment with the District is primary, and agree to im
from their secondary/outside employment in the event that such employment is found to be in violation of F.S. 112.312 on Standards and
Public Officers and Employees, or if the employment conflicts or interferes with the employee’s performance of his/her duties for the Distri
36 | Page
2016 2019 article21

STRIKES
21.1 Both the District and the Union agree to abide by Chapter 447 of the Florida Statutes, specifically sections 447.505 on public employ
from strikes on a public employer, and 447.507 on the violation of strike prohibition and penalties.
37 | Page
2016 2019 article22

LABOR / MANAGEMENT COMMITTEE
22.1 There shall be a joint Labor/Management Committee consisting of four appointed members from the Union and four appointed memb
District
22.1a The Labor/Management Committee shall meet by mutual consent. The parties are under no obligation to reach agreement. Howeve
reached may become a matter of policy, with the approval of the Fire Chief.
22.1b Any recommendation by the committee shall be presented to the Fire Chief. The Fire Chief shall notify the committee, in writing, as
the recommendations within ten working days.
22.1c No recommendation of the Labor/Management Committee shall violate the express provisions of this Agreement.
22.2 Requests for meetings or conferences may be initiated by the District or the Union. Such requests shall be made in writing.
22.2a The person requesting or arranging the conference shall arrange for mutually agreeable dates, times, and locations of meetings, an
of the subject(s) to be discussed. All meetings shall be held during working hours except under unusual circumstances.
22.2b Attendance at such meetings will be limited to a representative group directly concerned with the subject(s) of discussion.
22.3 Meetings or conferences may be held for such purposes as:

• Disseminating information.
• Submitting suggestions for improving efficiency, operation, working conditions, or employee services
• Proposing revisions of existing regulations, policies, and procedures.
• Resolving issues that affect the majority of the union members collectively.
• Avoiding future grievances.
• Promoting harmonious relations between the District and the Union.
22.3a Appeals, grievances, or problems of individual employees are not subject to discussion at such meetings.
22.4 The Labor/Management Committee shall meet on a regular basis in order to recommend a process for referencing approved recomm
Labor/Management Committee in the Agreement. Any such recommendation from the Labor/Management Committee shall be forwarded
the recommendation is approved by the Fire Chief and Union President or designee the recommendation will be added to the pertinent co
note.
38 | Page
2016 2019 article23

UNION TIME POOL
23.1 The District and the Union agree to establish a Time Pool. This Time Pool will be utilized by the Union’s members to attend Union rel
Time Pool shall be administered by the Union.
23.2
All union members in good standing who work 56-hours per week shall contribute ten hours annually from their personal leave
All Union members in good standing who work 40-hours per week shall contribute three hours annually from their personal lea
23.2a The hours donated shall be deducted from their annual earned personal leave hours, which shall be deducted by the District in the m
The donated time shall be placed in the Time Pool by the District at the individual’s hourly rate at the time donated.
23.2b The District agrees to provide the total dollar amount contributed by the employees to the Union during the month of February each
23.2c The Union will indemnify, defend, and hold the District harmless against any claims made, and against any suits instituted against th
the use of Time Pool funds.
23.3 Members requesting hours from the Time Pool must have prior approval from the Union President or designee.
23.3a Any member off duty, on Union business shall arrange that their replacement shall be of the same rank. The working member shall
of the rank he/she is replacing.
23.3b The person who agrees to work shall be paid at his/her pay rate.
23.4 The Union President or designee shall utilize the provisions under this Article for arranging time off for required Union business and h
made from the Time Pool.
23.5 Hours requested and approved by the Union President or designee shall be utilized and deducted from the Time Pool at no cost to th
23.5a Requests for Time Pool hours shall be submitted in writing three calendar days prior to the date being requested.
39 | Page
2016 2019 article23
UNION TIME POOL
23.6 Only union members in good standing who donate earned personal leave time hours and pay dues shall be eligible to request and re
Time Pool dollars, or be eligible to work any Time Pool hours in accordance with Section 23.3 of this Agreement.
23.6a In the event of any staffing shortages caused by members attending Union business, the cost of ensuing overtime shall be paid from
to the District upon the District submitting a payment request.
40 | Page
2016 2019 article24

SAVINGS CLAUSE
24.1 It is agreed that if any article, section, subsection, sentence, clause, or provision of this Agreement is held invalid by a court of compe
remainder of this Agreement shall not be affected. If such action occurs, the District and the Union will meet and attempt to negotiate a rep
invalid item.
41 | Page
2016 2019 article25

PERSONAL APPEARANCE
25.1 Employees will maintain a professional appearance, maintain personal hygiene, and present themselves professionally to the public,
nails, and facial hair style and length.
25.2 Hair must be neat, clean, evenly-trimmed, and conservatively groomed at all times. Hair length, style, and bulk must permit safe and
required to be used by the employee. Hair may be dyed, tinted, or frosted any color that could naturally occur in human hair.
25.2a
Male hairstyles shall be worn in a manner that is professional in both appearance and style as determined by the Fire Chief or
• Hair length shall not extend downward at any point over the top portion of the back collar, or protrude onto or over the ea
• Maximum extension from the scalp shall be no more than two inches.
• Ponytails or buns are not permitted.
25.2b
Female hairstyles shall be worn in a manner that is professional in both appearance and style as determined by the Fire Chief
• Female Suppression employees’ hair length shall not extend downward at any point over the top portion of the back of
onto or over the eyebrows.
• Female Suppression employees’ with longer hair may be worn in an upward sweep or bun, which conforms to the afore
requirements.
25.2c Any other hairstyle, as determined by the Fire Chief or designee, which may detract from the professional image that uniformed me
to project are not permitted; this may include hairstyles such as spiking, tiered layering, or excessive use of mousse and control products.
25.2d Employees may have sideburns that do not exceed 1” in width and not extend below the bottom of the ear lobe.
25.3 All standards and rules that pertain to personal grooming apply to all uniformed members anytime they wear a District uniform, or any
representing the District.
• Employees shall maintain a clean shaven face while on duty.
• Mustaches and facial hair are to be kempt and closely trimmed.
• No portion of the mustache shall extend 1⁄2” below the lip line of the upper lip.
• It shall not go beyond a horizontal line extending across the corners of the mouth and no more than 1⁄2” inch beyond a vertical line d
the mouth.
• Handlebar mustaches, goatees, beards, soul patches, or other eccentricities are not permitted.
• The facial hair shall not interfere with the proper seal of SCBA for personnel positions which require the apparatus.
42 | Page
2016 2019 article25

PERSONAL APPEARANCE
25.4 Employees will maintain themselves in a professional and reasonable manner with regard to personal hygiene. This is to include clea
body, hair, teeth, and breath.
25.5 Employees will maintain their finger nails in a professional and reasonable manner. Employees will keep their nails groomed to a leng
interfere with their ability to safely perform their job.
25.6 Employees will maintain their uniforms in a professional and reasonable manner. This is to include keeping shoes polished, uniforms
shirt tails tucked in, and BDU pants pocket flaps buttoned.
25.7 For the purpose of easily donning latex gloves, employees shall wear one band style ring on each hand.
25.8 For the purpose of taking blood pressures, employees shall wear a functioning wrist watch that has hour/minute/second functions, pr
type that has a second hand, and is in good working order. The watch shall be worn on the employee’s wrist for the duration of the assign
25.9 For the purpose of ensuring safety and a professional appearance, employees shall limit the amount of jewelry worn while on duty. O
one bracelet is permissible.
43 | Page
2016 2019 article26

RULES AND REGULATIONS
26.1 The Union agrees that its members shall comply with all of the provisions of this Agreement, and with the Policies and Procedures, c
descriptions, and orders of the District, unless addressed by this Agreement.
26.2 This Article shall not preclude employees from raising grievances if decisions of the matters listed in 26.1 have the practical consequ
violating the terms and conditions of this Agreement.
26.3 New employees shall receive a copy of their classification description within 15 working days of their hire date. The classification des
the classifications covered by the collective bargaining agreement shall be included as Addendum 6 of this Agreement.
44 | Page
2016 2019 article27

LONGEVITY PAY
27.1
Employees hired before 2012 shall receive longevity pay after the completion of the following years of continuous service:
5 through 9 years 2.0% of annual salary 10 through 14 years 4.0% of annual salary 15
years 6.0% of annual salary 16 years 6.5% of annual salary 17 years 7.0% of annual
salary 18 years 7.5% of annual salary 19 years 8.0% of annual salary 20 years 8.5% of
annual salary 21 years 9.0% of annual salary 22 years 9.5% of annual salary 23 or more
years 10.0% of annual salary
Suppression employees hired after 2012 shall receive longevity pay after the completion of the following years of continuous
9 through 14 years 2.5% of annual salary 15 through 20 years 5.0% of annual salary 21
or more years 8.0% of annual salary
27.2 The terms “base pay” and “straight-time pay” shall refer to the annual or hourly rates provided in Addendum 4 of this agreement.
27.3 Longevity pay shall be paid in one lump sum within the pay period of the employee's anniversary.
27.4 Longevity pay will be paid by multiplying the appropriate percentage, times the base pay (as defined in this subsection).
27.4a The base pay received from anniversary date to anniversary date, shall include:
• Regular hours worked
• Fair Labor Standards Act (FLSA) overtime
• Emergency (i.e., non-FLSA) overtime
• Personal leave
• Funeral leave
• Civil leave
27.4b The base pay received from anniversary date to anniversary date, shall exclude:
• Incentives, including payment for Associate’s and Bachelor’s Degrees
• Holiday pay
• Longevity pay
45 | Page
2016 2019 article28
CLOTHING
28.1 The District shall furnish uniforms. Uniforms shall be worn only while on duty and at District approved events.
28.1a Employees shall ensure their assigned uniforms and accessories are available, clean, and professional at all times.
28.1b Assigned uniforms and accessories should be kept in the same or similar condition as to when they were issued.
28.1c Uniform clothing items and accessories will be replaced on an as needed basis.
28.2 If uniforms or accessories are damaged during the performance of an employee’s duty, and in the absence of employee negligence,
or repair of any such items shall be incurred by the District, subject to the approval of the Fire Chief or designee.
28.3 For Supervisory personnel, the District agrees to furnish each employee with one each/pair (unless otherwise specified) of the follow
items:
1 long sleeve dress shirt 1 class A dress shirt 1 dress pant 1 class A dress coat 1 class A uniform hat 1 badge 1
nametag 1 collar brass 1 belt 1 pair district issued solid black shoes, unless otherwise purchased by the employee
❖ Special note on shoes: All 56 hour employees may purchase work boots at their expense. The work
boots must be District approved and may be worn with long work pants only. ❖ Special note on socks: Solid black 1⁄4 top soc
shoes or solid black athletic shoes
when wearing shorts.
1 pair dress shoes

3 polo shirt 3 BDU style work pants and/or BDU style work shorts
❖ Special note on pants: Supervisory employees are to wear BDU style work pants only.
2 t-shirts 1 cap (baseball) 1 work-out shorts
46 | Page
2016 2019 article28
CLOTHING
28.3 continued
1 windbreaker/rain jacket 1 rain coat 1 wild land suit 2 sets
bunker gear 1 pair structural gloves 1 structural helmet 2
structural hoods 1 pair suspenders 1 pair leather structural boots
1 bunker gear bag 1 25’ x 1” webbing 1 MMR MSA mask with
bag
28.4 For Suppression personnel, the District agrees to furnish each employee with one each/pair (unless otherwise specified) of the follo
items:
1 class A dress shirt 1 dress pant 1 class A uniform hat 1 badge 1 nametag 1 collar brass 1 belt 1 pair district
issued solid black shoes, unless otherwise purchased by the employee
boots must be District approved and may be worn with long work pants only. ❖ Special note on socks: All employees must w
socks with District issued shoes or
solid black athletic shoes when wearing shorts.
1 pair dress shoes

3 polo shirts 3 BDU style work pants and/or BDU style work shorts total 2 t-shirts 1 cap
(baseball) 1 work-out shorts 1 sweat shirt 1 windbreaker/rain jacket 1 rain coat
47 | Page
2016 2019 article28

CLOTHING
28.4 continued
1 wild land suit 2 sets bunker gear 1 pair structural gloves 1
structural helmet 2 structural hoods 1 pair suspenders 1 pair
leather structural boots
1 bunker gear bag 1 25’ x 1” webbing 1 MMR MSA mask with
bag
28.5 For 40 hour Administrative personnel, the District agrees to furnish each employee with one each/pair (unless otherwise specified)
uniform items:
5 pairs dress pants or skirts
5 dress shirts or blouses 1 sweater 1 badge ❖ Special note: Administrative Assistants will not be furnished
with a badge 1 nametag 1 collar brass 1 belt 1 work-out shorts 1 polo shirt
28.5a For 40 hour Prevention personnel, whether Fire-Certified or Non-Fire Certified, the District agrees to furnish each employee with o
otherwise specified) of the following uniform items:
6 pairs pairs of work pants
❖ Special note: Prevention employees are to wear BDU style work pants only. 6 polo shirts 2 t-shirts 1 work-out shorts
1 long sleeve dress shirt 1 dress pant 1 badge 1 nametag 1 collar brass 1 belt 1 windbreaker/rain jacket
48 | Page
2016 2019 article28

CLOTHING
28.5b For 40 hour Public Education personnel, whether Fire-Certified or Non-Fire Certified, the District agrees to furnish each employee
(unless otherwise specified) of the following uniform items:
5 pairs dress pants or skirts
5 dress shirts or blouses 1 sweater 2 pairs BDU work pants 2 polo shirts 1 badge 1 nametag 1 collar brass 1 belt 1
cap (baseball) 1 windbreaker/rain jacket 1 district issued solid black shoes, unless otherwise purchased by the
employee
boots must be District approved and may be worn with long work pants only.
28.5c For 40 hour Maintenance personnel, the District agrees to furnish each employee with one each/pair (unless otherwise specified) o
items:
6 pairs BDU work pants
2 polo shirt 6 t-shirts 1 belt 1 cap (baseball) 1 windbreaker/rain jacket 1 district issued solid black shoes, unless
otherwise purchased by the employee
boots must be District approved and may be worn with long work pants only.
28.6 The District agrees to provide each 40 hour employee, except for Fire Inspectors and Maintenance, with a $120.00 annual shoe allow
later than January 15th of each year. Employees must use this allowance to purchase black shoes appropriate for work as approved by the
designee.
28.7 Employees in the Public Education Division may wear appropriate shorts (to be provided by the employee) on such occasions for wh
has secured approval in advance of the occasion from his/her Supervisor.
49 | Page
2016 2019 article29

FOOD PICK UP
29.1 Employees shall be permitted to use a District vehicle to pick up food at a maximum of two times per day, per station.
29.1a Employees may only pick up food within the service zone of their station, unless there is no chain supermarket in the service zone.
supermarket in their service zone, employees shall be limited to the closest chain supermarket to pick up food.
29.2 On-duty employees may not leave the work premises to pick-up food without the specific approval of their immediate supervisor.
50 | Page
2016 2019 article30

PAY SCHEDULE
30.1 Employees shall be paid on a bi-weekly schedule. Pay shall be direct deposited and available to employees by Friday.
30.2
The pay period for all employees is Monday through Sunday.
51 | Page
2016 2019 article31

PENSION
31.1 The District and the Union agree that the Firefighters Retirement Pension Plan adopted May 30, 1995 and the General Retirement P
December 12, 2005, shall be incorporated herein by reference with intent to incorporate all pension documents into this agreement.
31.2 The District and the Union shall negotiate any proposed changes to the Pension Plans.
31.3 Each employee shall contribute 7.0% of his/her salary into the Pension Plan.
52 | Page
2016 2019 article32

SUCCESSORS
32.1 This Agreement shall be binding upon the successors of the District and assigns of the Union. No provisions, terms, or obligations he
affected, modified, altered, or changed in any respect whatsoever by the consolidation, merger, annexation, transfer, or assignment of eith
Union; or by any change, geographically or otherwise, in the location or place of business of either the District or the Union.
53 | Page
2016 2019 article33

MINIMUM STAFFING
33.1 The District will strive to comply with the benchmarks outlined in NFPA 1710.
33.2 If sufficient personnel are not available to meet minimum staffing requirements, fire fighters shall be retained or recalled to provide th
• 18 Florida State/Nationally Certified Firefighters, to include 1 Battalion Chief
• Upon the opening of Station 27 (Hickory Island Blvd.): minimum staffing will be 21 Florida State/Nationally Certified Firefighters, to in
Chief. These employees shall be hired no sooner than 45 days prior to the stations scheduled opening.
• Upon the opening of Station 26 (East Bonita Beach Rd.): minimum staffing will be 25 Florida State/Nationally Certified Firefighters, to
Chiefs. These employees shall be hired no sooner than 45 days prior to the stations scheduled opening.
33.3
There shall be one Battalion Chief or Acting Battalion Chief on duty unless under special circumstances (refer to Article 11.7).
The Fire Chief, Assistant Chief, and Deputy Chiefs can cover the shift for Battalion Chiefs for twelve hours or less.
54 | Page
2016 2019 article34

VISITATIONS
34.1 On-duty employees may receive visitors between the hours of 1800 and 2100 hours.
34.1a Visitors of on duty and off duty employees shall be allowed in any District building with the approval of the Officer in charge of that s
34.1b Employees who have approval for visitations shall ensure that visitors respect privacy of other employees and that they are behavin
determined by the Officer in charge of the station, while visiting the District premises.
34.1c No visitors are to be permitted in sleeping quarters/bunk rooms of District employees.
34.2 In an effort to reduce the risk of injury and liability to the District, all visitors whether family members or members of the public, shall b
times.
34.2a Visiting children or pets shall be under the direct supervision of an adult and District employee at all times while visiting the District p
34.2b Visitors shall not be permitted to stay in District facilities unsupervised when District employees are required to leave the station on
34.3 Walk-in visitors seeking directions, assistance, or information from District employees shall be treated courteously and moved to an a
providing the assistance being sought.
34.3a Visitors who request tours of the stations or apparatus shall be accompanied at all times while on premises by a District employee.
34.3b Visitors requesting any type of public education information, such as station or apparatus tours or car seat installation, should conta
Coordinator to schedule a time to receive such information and should be directed to visit headquarters at Station Four to better accommo
unless it is otherwise appropriate for the District employees to accommodate the request, as determined by the Officer in charge of that st
55 | Page
2016 2019 article35
INSURANCE BENEFITS
35.1 Employees hired prior to October 1, 2016 will continue to receive the benefits provided by the Summary Plan Description as of the la
cost to the employee: health care (including dependent coverage); HSA contribution; prescription drug benefits (including dependent cove
(including dependent coverage); dental care (including dependent coverage); short-term disability for the employee only; long-term disabil
only; and life insurance of $85,000 (Double Indemnity) and accidental death and dismemberment coverage for the employee only. In the e
costs exceed 15%, the District and the Union will negotiate the Health Plan for year 2017and 2018. This will include input and research fro
Committee.
35.2 Employees hired on or after October 1, 2016 may be required to pay some portion of their individual coverage and/or some portion o
coverage.
35.3 Effective October 1, 2016, the Retirees Insurance Trust shall provide health care benefits to all retired employees in accordance with
Trust’s Plan (VEBA).
35.4 Employees who have reached Medicare age shall apply for Medicare Parts A and B as their health care provider.
35.4a Once employees who are 65 years old have obtained Medicare, they are no longer eligible for HSA contributions according to IRS C
35.5 The District agrees to abide by the Florida Statutes as they apply to any disease for which there is a presumption that the disease wa
incurred in the line of duty.
35.6 An Insurance Committee consisting of Union and District members is authorized to shop the market prior to the expiration of the curr
contract to insure the best possible rates and coverage.
35.7 Any employee who is on workers compensation shall assign their workers compensation wages check to the District and they will rec
from the District (with no reduction in pay). When the employee is released by the physician to work light duty, and light duty is available, t
the light duty assignment.
56 | Page
2016 2019 article36

HOLIDAYS
36.1 The following holidays are those which shall be recognized and observed: New Year’s Day Labor Day Martin
Luther King Day Veterans Day Presidents Day Thanksgiving Day Friday before Easter Day after Thanksgiving
Memorial Day Christmas Day Independence Day
36.2
56 hour employees shall receive 11.2 hours of straight time pay for each holiday.
40 hour employees shall have the above holidays off with compensation at their regular rate for eight hours.
57 | Page
2016 2019 article37

EDUCATION AND TRAINING
37.1 Education or training which may be reimbursable is considered to be any class, course, seminar, or training opportunity, whether volu
of the District, in which the Fire Chief or designee considers to be directly related to an employee's current position or to the employees ad
position, which will improve performance in the employee’s current position or prepare the employee for advancement to the higher level p
employee’s chosen career ladder.
37.2 The definitions relating to this article, as explained below, shall be used in determining the qualification for reimbursement by the Dist
by the employee.
• A “voluntary class” is any class that is taken of one’s own free will.
• A “special training opportunity” is a class, seminar, or conference that is offered by the District to a limited number of employees.
• An “undergraduate course” is any course needed to obtain an Associate’s or Bachelor’s Degree.
• Reimbursable training or certificate courses are considered to be those which the Fire Chief or designee recognizes as directly re
current position or to the employees advancement to a higher position; which will improve performance in the current position or prepa
advancement to the higher level of responsibility within that employee’s chosen career ladder.
37.3 Approval of undergraduate courses will be at the discretion of the Fire Chief or designee. Employees seeking reimbursement under
first received written approval from the Fire Chief or designee prior to enrolling and/or commencing any undergraduate courses.
37.3a The District shall reimburse employees taking classes for a Bachelor’s Degree in a related field. Employees shall choose an accre
by the Florida State Fire College for qualification for reimbursement under their supplemental compensation program. The District will reim
follows: 100% for obtaining an A; 90% for obtaining a B; and 80% for obtaining a C. All reimbursements for a Bachelor’s Degree shall be l
$10,000 total.
37.3b The District shall reimburse employees taking classes for an Associate’s Degree in a related field. Employees shall choose an acc
approved by the Florida State Fire College for qualification for reimbursement under their supplemental compensation program and will on
reimbursement at a rate not to exceed $560 per class or less if the actual cost is less, unless otherwise approved by the Fire Chief or desi
37.4 Approval of training or certificate courses will be at the discretion of the Fire Chief or designee. Employees seeking reimbursement
have first received written approval from the Fire Chief or designee prior to enrolling and/or commencing any training or certificate cours
37.4a The District shall reimburse employees taking paramedic courses. Employees may choose an accredited course approved by the F
Department of Health.
58 | Page
2016 2019 article37

37.5 Employees will be reimbursed for books, book rentals, and online book codes at actual cost. Books which do not have to be
school shall become the property of the District and are intended to be kept in the District’s Library to be made available to other e
37.6 The District agrees to pay bi-weekly incentive pay, for up to a maximum of five incentives, in the indicated amounts to emp
the following applicable certification(s) unless otherwise indicated.
37.6a The training required to obtain the certifications listed in this section shall be reimbursed, and approved as scheduling perm
37.6b The list of eligible incentives includes the following certifications, unless otherwise indicated under a separate negotiated in
employee’s classification description: Florida Certified Fire Officer I (FO) $30 bi-weekly * Limited to employees hired before 2012
Florida Certified Fire Officer II (FO2) $40 bi-weekly
Florida Certified Fire Service Instructor I (FS) $15 bi-weekly
$15 bi-weekly * Limited to current recipients
Florida Certified Smoke Diver or Rapid Intervention Rescue (RIT) American Hea
* Limited to maximum number of CPR instructors allowable
CPR Instructor (CPR) $20 bi-weekly
by American Heart Association’s Training Center, Estero Fire. Hazmat Technician (HZ) $20 bi-weekly
MSA Certified Repair Technician (MSA) $20 bi-weekly * Limited to three total recipients
$75 bi-weekly
Florida Certified Emergency Medical Technician (EMT)
* Limited to employees hired before 2012 * This incentive shall not be counted in determining the maximum of five incentives per
$385 bi-weekly
Florida/National Certified & BSFCRD Credentialed Paramedics (PA)
* BSFCRD credentialed paramedic requirements include
PHTLS or equivalent, and PEPP or equivalent. * This incentive shall not be counted in determining the
$40 bi-we
maximum of five incentives per employee. Emergency Medical Services Coordinator or Field Training Officer (EMSC)
incentive shall not be counted in determining the
maximum of five incentives per employee.

Florida Certified Fire Safety Inspector II (I2) $40 bi-weekly * Fire-Certified Fire Inspectors are eligible
Acting Lieutenant (ALT) $55 bi-weekly
* Limited to 15 total recipients * A maximum of four temporary vacancies for a Lieutenant
and/or Battalion Chief total shall be filled from the employees receiving the incentive. * This incentive shall not be counted in
* Upon approval of the Fir
maximum of five incentives per employee. Associate’s Degree in related field (AS) $50 monthly
Fl
* Upon approval of the F

College’s Supplemental Compensation program Bachelor’s Degree in related field (BS) $110 monthly
the Florida State Fire
College’s Supplemental Compensation program

59 | Page
2016 2019 article37
37.7 The following special requirements are necessary for the employee to continue to receive the benefit:
37.7a Employees receiving Fire Instructor incentives shall conduct independent instruction in both classroom and the field, as well as ins
by the Training Division.
37.7b Employees receiving the CPR Instructor incentive shall teach a minimum of two classes per fiscal year (October 1 through Septem
least one class offered to the general public in Bonita Springs, as coordinated by the Public Education Coordinator. Should the employee
required number of classes, the employee shall lose the bi-weekly incentive pay. The Public Education Division and/or Training Division w
classes.
37.8 Employees attending voluntary classes locally will be reimbursed for:

• the class fee
• any books required, if not available from the District’s Library and as per policy
37.8a Employees attending voluntary classes at the Florida State Fire College will be reimbursed for:
• the class fee
• lodging, $15.00 per night, or the current Fire College dorm room rate, as approved
37.9 Employees attending special training opportunities at the Florida State Fire College with the special approval of the Fire Chief or
provided with:
• the class, seminar, or conference fee
• lodging, as approved
• food per-diem, as per policy
• transportation or mileage, as per policy
37.9a Employees attending any other special training opportunities with the special approval of the Fire Chief or designee will be provid
• the class, seminar, or conference fee
• lodging, as approved
• food per-diem, as per policy
• transportation or mileage, as per policy
37.10 If an employee voluntarily terminates employment with the District within one year after receiving a reimbursement for any classes
employee will be required to immediately refund the amount received to the District.
60 | Page
2016 2019 article37

37.10a If an employee terminates employment with the District within three years after receiving reimbursement for any course work towa
Degree under the District’s reimbursement program, described in Article 37.3a, the employee will be required to reimburse the amount rec
37.10b If the employee should fail to reimburse the District in a reasonable period of time, the District will be entitled to deduct such amou
which may be due the employee upon termination or seek other means of reimbursement.
37.11 All incentive pay provided by the District shall be included in base pay for pension only.
61 | Page
2016 2019 article38

STATION FACILITIES
38.1 The District shall supply and maintain the following at each fire station:
• Beds
• Mattress covers
• Lockers (one per person) Stove
• Washing machine and dryer (if space is available)
• Refrigerator/freezer
• Oven
• Basic pots and pans (excluding aluminum)
• Dishwasher
• Coffee maker
• Air conditioning and heating units for living, kitchen, bunk, day, bathrooms, and watch quarters
• Television (42”or larger) and VCR/DVD
• Tables and chairs - proper seating arrangements in living areas
• Janitorial and cleaning supplies (for maintaining stations)
• Kitchenware, including plates, cups, and utensils
• Microwave oven
• Station exercise/weight equipment
• Kitchenware (dishes, utensils, cups, glasses, baking and microwave ware)
• Gas grill
The District agrees to furnish the above-listed items in any additional fire stations that may be opened during this agreement.
38.2 The District shall not be required to supply food or linens.
38.3 The District will not require union personnel to perform maintenance and repairs, which would normally require a building permit to be
District. For example; construction, carpentry, electrical, air conditioning, plumbing, mechanical, etc.
62 | Page
2016 2019 article39

LIEUTENANT PROMOTION
39.1 Testing for the eligibility list for promotion to Lieutenant shall be done at least every 24 months.
39.1a The eligibility list for promotion to Lieutenant shall be in force for 24 months or until there are five or fewer names on the eligibility lis
39.2 Candidates who have previously served as an Acting Lieutenant and have voluntarily removed themselves from an Acting Lieutenan
over and go through the testing process again if they wish to get back on the Lieutenant’s eligibility list.
39.2a Employees who have been removed from the position of Acting Lieutenant by Management are not eligible to retest until they receiv
recommendation from their Battalion Chief.
39.3 All new candidates who successfully test for the eligibility list for promotion to Lieutenant must complete six months on the eligibility li
Lieutenant prior to being considered for promotion to a Lieutenants position. Should the number of eligible candidates fall below the numb
promotion, the six months referenced above shall be waived.
39.4 Previous Acting Lieutenant experience will not count to fulfill the six month period of time needed prior to being considered for promo
candidate is currently providing service as an Acting Lieutenant without any break in service either voluntary or involuntary.
39.5 Absolutely no review by a candidate of that candidate’s previous promotional exam(s) will be allowed. In accordance with the Public R
candidate may review their own previous examination; however, per this Agreement such review will disqualify that candidate from testing
39.6 At any time, the an employee’s services as an Acting Lieutenant may be rescinded along with the incentive pay for Acting Lieutenant
determined the Fire Chief or designee, with supporting documentation.
39.7 Selection for promotion shall be made from the current eligibility list as follows: One Vacancy - Select from
top three scoring candidates Two Vacancies - Select from top four scoring candidates Three Vacancies -
Select from top five scoring candidates
63 | Page
2016 2019 article40

WORK SCHEDULE
40.1 The regular work routine for shift employees shall be done between 0700 and 1700 hours with a specific period for physical fitness, a
Company Officer, unless a work assignment is deemed necessary at the discretion of the Fire Chief or designee.
40.1a Company Officers at Station 24 will arrange the work/gym schedule so that the gym will be available to 40 hour employees from 160
through Friday.
40.2 For 56 hour employees, the District agrees that a "holiday routine" shall apply on those holidays set forth in Article 36 of this Agreeme
shall be construed to mean a relaxed work schedule for the duty shift, after routine station cleaning, checking out of trucks, and other nece
completed.
40.3 For 56 hour employees, the work routine on Sundays shall be done between 0700 and 1200 hours and shall consist of a light routine
work, unless a work assignment is deemed necessary at the discretion of the Fire Chief or designee.
40.4 Daily Work Schedule:

0700 Report for duty and receive pass-on from off-going shift 0715 – 0845 Apparatus checks and morning
duties 0845 – 0900 Morning break 0900 – 1200 Work project or training 1200 – 1300 Lunch 1300 – 1545 Work project
or training 1545 – 1600 Afternoon break 1600 – 1700 Physical fitness 1700 – 0630 Emergency calls, or activities
deemed necessary per Fire Chief or designee 0630 – 0700 Wake-up, morning duties, and pass-on
40.4a Sunday Work Schedule:

0700 Report for duty and receive pass-on from off-going shift 0715 – 0845 Apparatus checks and morning duties 0845 –
0900 Morning break 0900 – 1200 Inside training (Target Solutions or Power DMS, etc.) 1200 – 1300 Lunch 1300 – 0630 Physical
fitness, emergency calls, or activities deemed necessary per Fire Chief or designee 0630 – 0700 Wake-up, morning duties, and pass-
on
40.4b Holiday Work Schedule:

0700 Report for duty and receive pass-on from off-going shift 0715 – 0845 Apparatus checks and morning duties 0845 –
0900 Morning break 0900 – 0630 Physical fitness, emergency calls, or activities deemed necessary per Fire Chief or designee 0630 –
0700 Wake-up, morning duties, and pass-on
64 | Page
2016 2019 article41
PHONE CALLS
41.1 Employees shall be permitted to receive incoming and make outgoing phone calls while on breaks, at lunch, and after 1700 hours. E
be made to schedule phone calls during these assigned periods and breaks.
41.2 On duty employees may carry personal cell phones on silent mode while in compliance with section 41.1 of this article.
41.3 The District shall have no responsibility for cell phone damage, even in the event of damage resulting from work assignments.
65 | Page
2016 2019 article42

PHYSICALS
42.1 Physicals shall be offered on an annual basis.
42.2 Any civilian employee electing to take a physical shall be required to submit to all parts of the physical.
42.3 The physical shall consist of a thorough examination and any tests necessary to complete the 2-page medical examination form of th
Bureau of Fire Standards and Training-DI4-1022 (accompanying this agreement as Addendum 7):
• 12-lead EKG
• Spirometry
• basic vision
• hearing screen
• TB skin test or Quantiferon every other year
• HIV testing
• CBC (with differential)
• Chem.21
• HDL/LDL profile
• 10-panel drug screen urinalysis
• Tetanus and Hepatitis B boosters will be administered as needed
• Chest X-rays will be administered every other year
66 | Page
2016 2019 article43

SODA MACHINE
43.1 The Union shall have the right to place a soda machine at each of the District’s fire stations for the purpose of selling soft drinks.
43.2 The machine and drinks shall be supplied by the Union.
43.3 All monies collected from these machines shall be the property of the Union.
67 | Page
2016 2019 article44

PRE-DISCIPLINARY CONFERENCE
44.1 The purpose of the pre-disciplinary conference is to provide the employee with procedural due process by allowing the employee to p
the proposed discipline should not be taken.
44.2 Prior to the interrogation of the proposed disciplinary suspension without pay, demotion, or termination, the District will provide the em
with written notice indicating the charges against the employee, the contemplated disciplinary action, and the date, time, and place of a pr
conference to be conducted by a designee of the Fire Chief who was not directly involved in the incident(s) which led to the proposed disc
the Firefighters Bill or Rights.
44.3 The pre-disciplinary conference shall be conducted informally and shall allow for employee representation either by the Union or by a
employee’s choice. Subsequent to the pre-disciplinary conference, the designee conducting the conference shall issue a written recomme
or modifying the proposed discipline. It is from this recommendation that any further appeal or grievance may be taken.
44.4 An employee may waive a pre-disciplinary conference by written notification to the Fire Chief or designee.
44.5 Absent of extremely compelling extenuating circumstances, an employee’s failure to appear at a pre-disciplinary conference will cons
employee’s waiver of the right to a pre-disciplinary conference.
44.6 In the event an employee who has been terminated and claims it was not for proper cause, such claim may be submitted as a grieva
provisions of the Grievance Procedure of this agreement.
44.7 Permanent employees will only be terminated for just cause.
44.8 In the event of the termination of any employee, the District agrees to furnish a written statement to the employee and a copy to the U
reason for the termination.
68 | Page
2016 2019 article45

DURATION OF AGREEMENT
45.1 This agreement shall be in effect as of the date of ratification by both the District and the Union, and shall remain in full force and effe
through September 30, 2019. Subsequently, it shall automatically be renewed from year to year, unless either party shall have notified the
least 120 days prior to the expiration of the agreement on the article(s) that it wishes to modify or add to the agreement.
45.2 In the event that such notice is given, negotiations shall begin on the specific items listed not later than 20 calendar days after such n
45.3 Nothing in this Agreement shall preclude the District and the Union from mutually agreeing in writing to re-open any of the provisions
Agreement.
45.3a The District and the Union acknowledge that during the negotiations which resulted in this Agreement, each had the unlimited right
make demands and proposals regarding any subject or matter not removed by law from collective bargaining, and that the understandings
arrived at by the District and the Union are set forth in this Agreement.
45.3b Therefore, the District and the Union each waive the right and agree that the other shall not be obligated to bargain collectively with
or matter not specifically referred to or covered in this Agreement.
45.3c The District agrees that it will collectively bargain with the Union over the impact of any decision that affects monetary benefits.
69 | Page

Union Contract

Uploaded by

Document Information

Original Description:

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Union Contract

Uploaded by

Copyright:

Available Formats

2016 2019

No authorization shall be allowed for payment of initiation fees, assessments, or fines.

have the right to:

perform Union functions.

of District staffing as determined by the Fire Chief or designee.

called by the Fire Chief.

conduct monthly or special Union meetings.

8.2 Grievances shall be processed in accordance with the

If the grievance is not resolved at Step 1, the Grievant, within fiv

2016 2019 article8

2016 2019 article8

8.3 The following provisions shall apply throughout this Article:

2016 2019 article8

9.6 Seniority rights of an employee shall terminate with a:

2016 2019 article9

2016 2019 article9

2016 2019 article10

56 hour employees shall work a three platoon, 24-hour shift.

2016 2019 article11

2016 2019 article11

2016 2019 article12

2016 2019 article13

2016 2019 article13

13.4a Scheduled Personal Leave “Vacation” scheduling:

13.6a Excused Unscheduled Leave (ULE) is defined as either:

2016 2019 article13

2016 2019 article14

56 hour employees shall be granted two 24 hour shifts per death.

40 hour employees shall be granted five working days per death.

2016 2019 article15

2016 2019 article16

2016 2019 article17

2016 2019 article18

2016 2019 article19

2016 2019 article19

2016 2019 article19

2016 2019 article19

2016 2019 article20

2016 2019 article21

2016 2019 article22

22.3 Meetings or conferences may be held for such purposes as:

2016 2019 article23

2016 2019 article24

2016 2019 article25

2016 2019 article25

2016 2019 article26

2016 2019 article27

1 pair dress shoes

2 t-shirts 1 cap (baseball) 1 work-out shorts

1 pair dress shoes

2016 2019 article28

2016 2019 article28

2016 2019 article29

2016 2019 article30

2016 2019 article31

2016 2019 article32

2016 2019 article33

2016 2019 article34

34.1c No visitors are to be permitted in sleeping quarters/bunk rooms of District employees.

2016 2019 article36

2016 2019 article37

2016 2019 article37