Resolution - 2005-67•
RESOLUTION NO.2005-67
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF WEST
COVINA, CALIFORNIA, ADOPTING THE PROPOSED
MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY AND
THE WEST COVINA FIREFIGHTER'S ASSOCIATION; AMENDING
RESOLUTION NUMBERS 2004-72 AND 7223 RELATING TO
COMPENSATION AND CLASSIFICATION OF POSITIONS AS
AMENDED, AND FIXING COMPENSATION AND BENEFITS FOR
CLASSES REPRESENTED BY THE FIREFIGHTER'S ASSOCIATION
WHEREAS, the City of West Covina has met and conferred with the West Covina
Firefighter's Association (FFA); and
WHEREAS, the City and the FFA have agreed upon certain changes to salary, benefits,
and terms and conditions of employment in agreed upon Memorandum of Understanding
(MOU), as outlined in Attachment A; and
WHEREAS, the MOU has been referred to the City Council.
NOW, THEREFORE, the City Council of the City of West Covina does hereby resolve
as follows:
SECTION 1. Term: Memorandum of Understanding is for a three (3) year term, and
shall remain in full force and effect through midnight, June 30, 2007.
SECTION 2. Salary: Effective the first day of the pay period beginning on or after July
1, 2004, a 4% salary increase for the members of the Firefighter's Association; effective the first
day of the pay period beginning on or after July 1, 2005, a 2.5% salary increase; effective the
first day of the pay period beginning on or after January 1, 2007, a 2.5% salary increase.
SECTION 3. Medical Insurance Cap: Effective July 1, 2004, the maximum monthly
amount unit employees may choose to use towards the City's payment for medical premiums,
deferred compensation, or cash out in lieu of only medical premiums shall be capped at $600 per
month. Any cost paid by the City above the $600 cap can only be used for monthly medical
premiums. Unit employees who received payments in excess of $600 medical cap on and after
July 1, 2004 shall have monies repaid to the City by having them deducted from any retroactive
payments the City owes these unit employees as a result of entering into this MOU. The monies
received by the City as a result of the medical cap will be placed in the City's General Fund and
used for all purposes by the City.
SECTION 4. Medical: Kaiser Full Family Premium (Employee plus 2) to be
maintained, as per current MOU.
SECTION 5. Longevity: Effective July 1, 2004 all sworn fire personnel covered by
this agreement and in recognition of continuous sworn service with the City of West Covina, the
City shall provide additional compensation for years of service as follows:
a. 10 years of service: 2% of base salary
b. 15 years of service: 3% of base salary
C. 20 years of service: 4.5% of base salary
d. 25 years of service: 7% of base salary
SECTION 6. Retiree Medical: Effective January 1, 2006, the City shall increase the
amount contributed towards the payment of health insurance premiums for eligible retirees from
$400 per month to $475 per month. Effective January 1, 2007, an additional $75 per month will
be provided, bringing the total to $550 per month for eligible retirees.
Resolution No. 2005-67
November 1, 2005
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SECTION 7. Vacation Accrual: Effective July 1, 2005, eligible unit employees shall
earn and accumulate to a maximum vacation leave paid at the fifty-six (56) hourly rate as
follows:
Months of Service
Hours Accumulated
Per Pay Period
Hours Accumulated
Per Month
Maximum
Accruals
1-60*
4.62
10.00
360
61-108
6.93
15.00
420
109-120
7.38
16.00
432
121-132
7.85
17.00
444
133-144
8.31
18.00
456
145-156
8.77
19.00
468
157-167
9.23
20.00
480
168-179
9.69
21.00
480
180-191
10.15
22.00
480
192+
10.62
23.00
480
*At the completion of 60 months, add 60 hours of vacation leave.
SECTION 8. Compensatory Time: Effective the first day of the pay period beginning
on or after January 1, 2006, unit employees may elect to receive compensatory time off in lieu of
pay for overtime hours worked.
a. Employees may elect to receive part compensatory time off and part overtime pay
for overtime hours worked. Such compensatory time off shall be credited to the
employee's account on a time and one-half basis; i.e, one and one-half hours for
each overtime hour worked.
b. A maximum of 75 shifts (1,800 hours) department -wide will be available to all
unit employees to be taken as compensatory time during each calendar year.
Taking compensatory time in lieu of pay for overtime hours worked will be on a
first come first serve basis until the 75 shifts (1,800 hours) for the calendar year
has been exhausted. For purposes of this section the calendar year will begin on
the first day of the first pay period beginning on or after January 1 of each year.
C. Unit employees working overtime hours that were created as a result of another
unit employee utilizing compensatory time off shall not receive compensatory
time off in lieu of pay for those overtime hours worked.
d. Unit employees may accumulate up to a total of seventy-two (72) compensatory
hours.
e. Once compensatory time off is selected and approved by management, the
employee may not request cash payment for these hours. Upon separation of
employment, the employee shall be paid for accumulated compensatory time.
£ Accumulated compensatory time may be utilized as paid leave on a straight time
hour for hour basis at the mutual convenience of management and employees. All
compensatory time utilized as paid leave by an employee shall be debited from
their accrued compensatory time bank.
g. All current rules covering the use of vacation time will also apply to the use of
compensatory time. It will be the responsibility of the person requesting
compensatory time off in lieu of pay for overtime hours worked to inform the
Station 2 Captain when accepting the overtime position that the employee is
electing to receive compensatory time off in lieu of pay.
SECTION 9. Trial Period- 48/96 Work Schedule: Effective the beginning of the
work schedule starting with the 24 day cycle on December 26, 2005, the work schedule for shift
fire personnel will be converted from 3/4 shift to a 48/96 work schedule for a twelve (12) month
trial period commencing on January 13, 2006.
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Resolution No. 2005-67
November 1, 2005
SECTION 10. That Resolution No 2004-72 relating to the minimum staffing policy and
the operation of an ambulance service as amended in the Memorandum of Understanding
between the City of West Covina and the West Covina Firefighter's Association, I.A. F. F.,
Local 3226, covering the period of July 1, 2001 to June 20, 2004 is hereby repealed and amended
by this Resolution.
• SECTION 11. That the remaining provisions of Resolution No. 7223, as amended, shall
remain in full force and effect until amended as repealed by Resolution of the City Council.
SECTION 12. The City Clerk shall certify to the adoption of this Resolution.
APPROVED and ADOPTED on this I't day of November 2005.
Mayor Shelley Sanderson
ATTEST:
I, LAURIE CARRICO, CITY CLERK of the City of West Covina, California, do hereby certify
that the foregoing resolution was duly adopted by the City Council of the City of West Covina,
California, at a regular meeting thereof held on the I" day of November 2005, by the following
vote of the City Council:
AYES:
Herfert, Hernandez, Miller, Wong,
NOES:
None
ABSENT:
None
ABSTAIN:
None
APPROVED AS TO FORM
City Attomey Arnold varez-Glasman
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MEMORANDUM OF UNDERSTANDING
BETWEEN
REPRESENTATIVES OF
MANAGEMENT FOR THE CITY OF WEST COVINA
AND
WEST COVINA FIREFIGHTERS' ASSOCIATION, I.A.F.F.,
LOCAL 3226
JULY 19 2004 THROUGH JUNE 309 2007
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PAGE
SECTION 1.
RECOGNITION/REPRESENTATION UNIT .......................................................
1
SECTION 2.
SCOPE AND PREVAILING RIGHTS....................................................................
1
SECTION 3.
TERM OF MEMORANDUM OF UNDERSTANDING ........................................
2
SECTION 4.
STATE AND FEDERAL OBLIGATIONS, SEPARABILITY ...........................
3
SECTION 5.
SALARY ADJUSTMENTS.......................................................................................
3
SECTION 6.
FLSA CREDIT...........................................................................................................
4
SECTION7.
RETIREMENT..........................................................................................................4
SECTION 8.
MEDICAL AND DENTAL INSURANCE...............................................................
5
SECTION 9.
RETIREE HEALTH BENEFIT - CITY'S MONTHLY ......................................
6
CONTRIBUTION
SECTION 10.
RETIREE LIFE INSURANCE.................................................................................
6
SECTION 11.
PERS EMPLOYEE'S CONTRIBUTION - PAID BY CITY ................................
6
SECTION 12.
UNIFORM ALLOWANCE......................................................................................
7
SECTION13.
LONGEVITY.............................................................................................................7
SECTION 14.
EDUCATIONAL INCENTIVE................................................................................
7
SECTION 15.
BILINGUAL SKILLS PAY......................................................................................
8
SECTION 16.
MILEAGE AND EXPENSE REIMBURSEMENT ................................................
9
SECTION 17.
MINIMUM STAFFING POLICY............................................................................
9
SECTION 18.
ACTING TEMPORARY AND RANK FOR RANK COVERAGE ......................
9
SECTION19.
JURY DUTY...............................................................................................................
9
SECTION 20.
USE OF FACILITIES............................................................................................... 9
SECTION21.
SICK LEAVE...........................................................................................................
10
SECTION 22.
BEREAVEMENT LEAVE......................................................................................
11
SECTION23.
HOLIDAYS..............................................................................................................11
SECTION 24.
MINIMUM CALLBACK........................................................................................
11
SECTION 25.
REQUIRED HOLD OVER AND CALLBACK ....................................................
12
SECTION 26.
EDUCATIONAL LEAVE.......................................................................................
12
SECTION 27.
TRANSFER AND BID SYSTEM...........................................................................
13
SECTION 28.
VACATION POLICY.............................................................................................
14
SECTION 29.
OVERTIME POLICY.............................................................................................
16
SECTION 30.
COMPENSATORY TIME......................................................................................
21
SECTION 31.
GRIEVANCE PROCEDURE.................................................................................
22
SECTION 32.
HAIR STANDARDS................................................................................................
22
SECTION 33.
PAYROLL DEDUCTIONS....................................................................................
23
SECTION 34.
LAYOFF POLICY AND PROCEDURE...............................................................
23
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SECTION 35. DISABILITY DISCRIMINATION........................................................................
23
SECTION 36. MISCELLANEOUS LEAVES OF ABSENCE .....................................................
23
SECTION 37. SAFETY EQUIPMENT..........................................................................................
24
SECTION 38. NOTICE OF FUTURE MEET AND CONFER ....................................................
24
SECTION 39. CRITERIA FOR TIAL PERIOD 48/96 WORK SCHEDULE ............................
24
AGREEMENTPAGE...........................................................................................................................
25
APPENDIX A-1 FIREFIGHTER'S ASSOCIATION POSITIONS ................................................
29
APPENDIX A-2 FIREFIGHTER'S ASSOCIATION SALARY RANGES ....................................
30
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MEMORANDUM OF UNDERSTANDING
BETWEEN THE REPRESENTATIVES OF
MANAGEMENT FOR THE CITY OF WEST COVINA
AND WEST COVINA FIREFIGHTERS' ASSOCIATION
LOCAL #3226, I.A.F.F., AFL-CIO-CLC
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In the interest of maintaining harmonious and stable relationships between the City of
West Covina (hereinafter City) and employees represented by the West Covina Firefighters'
Association, (hereinafter referred to as the "Association"), representatives of management for the
City and representatives of the Association have met and conferred in good faith regarding
wages, hours, fringe benefits, and other terms and conditions of employment for employees
represented by the Association.
The representatives have reached an understanding as to recommendations to be made to
the City Council for the City of West Covina and have agreed that the parties hereto will jointly
urge said Council to adopt one or more resolutions which will provide for the changes in wages,
hours, fringe benefits, and other terms and conditions of employment contained in these joint
recommendations.
1► 14 DIUt ► �►
The City hereby recognizes the West Covina Firefighters' Association Local #3226,
I.A.F.F., for the term of the Memorandum of Understanding, notwithstanding any ordinance,
resolution, rule, or regulation to the contrary as the majority representative of the employees in
the bargaining unit which consists of Firefighters, Firefighter/Paramedics, Engineers, and
Captains, subject to the right of an employee to represent himself/herself. The recognition
requirements of Rule XVI, Section 16.3 of the Personnel Rules, City of West Covina, are waived
for the term of this Memorandum. It is further agreed that during the term of this Memorandum
of Understanding, no class will be removed from the bargaining unit except upon mutual
agreement of the City and Association.
SECTION 2. SCOPE, AND PREVAILING RIGHTS
• It is the intent and purpose of this Memorandum to assure sound and mutually beneficial
working and economic relations between the parties hereto, to provide an orderly and peaceful
means of resolving any misunderstanding or difference, which may arise, and to set forth herein
the basic agreement between the parties concerning wage, hours and other terms and working
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conditions of employment.
A. F.mp lloXce and Employer Right
The parties hereto agree that except as stated herein, this agreement does not in
any manner abridge, modify or restrict the rights and prerogatives of the employees and
the City as set forth in the West Covina Municipal Code. It is understood that these rights
and prerogatives of the City include but are not limited to determinations as to levels of
service, manning requirements, work schedules, overtime assignments and approval,
number and location of work stations, nature of work performed, contracting for any
work for operations, employee performance standards, including but not limited to quality
and quantity standards and reasonable work and safety rules and regulations in order to
maintain the efficiency and economy desirable in the performance of city services. It is
further agreed that the City agrees to meet and confer with the Association regarding the
impact of such management decisions on matters within the scope of representation.
B. Maintenance of Renefitc
All rights and privileges and working conditions within the scope of
representation in effect at the time of the signing of the agreement and not changed
herein, in addition to all rights, privileges and working conditions provided for in the
current Memorandum of Understanding, shall remain in full force and effect during the
term of this agreement unless changed subsequent to completion of required meet and
confer process.
C. Contrarting
Should the City consider contracting out any bargaining unit work, it shall notify.
the Association of its intent for such work and meet and confer in good faith prior to the
implementation if it impacts wages, benefits or conditions of employment. Absent such
impacts, management shall be provided discretion in entering into agreements with other
agencies.
SECTION 3. TERM OF MEMORANDUM OF UNDERSTANDING
This Memorandum of Understanding shall remain in full force and effect from the date of
approval by the City Council through midnight June 30, 2007. Terms and conditions of the
Memorandum of Understanding shall continue, unless changed, by completion of the meet and
confer process.
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SECTION 4. STATE AND FEDERAL OBLIGATIONS, SEPARABILITY
A. State and Federal Ohligatinns
This Memorandum shall not in any way interfere with the obligation of the
parties hereto to comply with State and Federal law or any rule, legislation,
regulation or order issued by such government authority pertaining to matters
covered herein.
B. Separ
If any provision of this Memorandum or the application of this
Memorandum should be rendered or declared invalid by any court action or by
reason of any existing, pending, or subsequently enacted legislation, the remaining
parts or portions of this Memorandum shall remain in full force and effect, and the
parties shall meet and confer with regard to replacement or modification of the
invalidated portions and the impact of the invalidation on the bargaining unit.
SECTION 5. SALARY ADJUSTMENTS
A. Preamble
In an effort to achieve salaries, which are competitive in the market, the
City and the Association agree to work cooperatively to determine sources of
additional revenue, areas of cost savings, and new methods of providing quality
services to the community. Participation by the employees shall play a significant
role in achieving departmental goals and maintaining a high level of productivity.
B. Salary Increase— july 1, 2004
Effective the first day of the pay period beginning on or after July 1, 2004,
all classifications in the unit shall receive a four percent (4%) salary increase
above their classifications' current assigned salary range, which was in effect in
the salary range scheduled on June 30, 2004. This increase will be paid
retroactively, as soon as possible after full execution and adoption of this
Memorandum of Understanding by the City Council.
C. Salary Increase —.Inly 1, 2005
Effective the first day of the pay period beginning on or after July 1, 2005,
all classifications in the unit shall receive a two -and -one-half percent (2.5%)
salary increase above their classifications' current assigned salary range, which
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was in effect in the salary range scheduled on June 30, 2005. This increase will
be paid retroactively, as soon as possible after full execution and adoption of this
Memorandum of Understanding by the City Council.
D. Salary Increase—.iamiary 1, 2007
Effective the first day of the pay period beginning on or after January 1,
2007, all classifications in the unit shall receive two -and -one-half percent (2.5%)
salary increase above their classifications' current assigned salary range, which
was in effect in the salary range scheduled on June 30, 2006.
SECTION 6. ELSA CREDIT
When an employee represented by the Association, during said employee's regular
working hours, is engaged in jury duty (up to seven work days), special assignment and/or level I
and level H training, the hours worked shall be considered as compensatory time worked under
the Fair Labor and Standards Act. Special Assignments shall be those that benefit the
department and/or the City and are authorized by the Fire Chief and shall include, but not be
limited to, the following:
A. Puhlic F.dncation
B. Committee Assignments
C. Video Team
D. Negotiations
SECTION 7. RETIREMENT
Public Emnlnyees Retirement System - The City's contract with the State of California
Public Employees' Retirement System shall provide the following:
A. Increased level of 1959 survivors benefit. (Section 21382.2) Effective as
soon as administratively practical, the City shall implement Section 21574
(Fourth Level of 1959 Survivor Benefits) for fire members.
B. Credit for unused sick leave. (Section 20862.8)
C. Three percent (3%) at age fifty (50) formula. (Section 21363.121252.01)
D. One-half (1/2) pay continuance. (Section 21263) (Post Retirement
Survivor)
E. One year final Compensation. (Section 21367.53)
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F. Retiree death benefit $600 dollars. (Section 21367.53)
G. PERS member contribution. The City shall pay the normal members
contribution (9% of salary) required under the Public Employee's Retirement
System.
H. Military service credit as public service. (Section 20930.3)
I. Continuation of Pre -Retirement Death Benefits After Remarriage Of
Survivor. (Section 21551)
J. Pre -Retirement Optional Settlement 2 Death Benefit. (Section 21548)
SECTION 8. MEDICAL AND DENTAL INSURANCE
A. CiLX's Monthly Medical Insurance Preminm Contribution
The City shall contribute an amount equal to the Kaiser Full Family monthly
premium rate to offset the unit employee cost of medical (health) insurance premiums
for eligible employees.
B. Employees Monthly Medical Insurance Premiums Contribution
The difference of any medical insurance plan premium rates, which are higher
than the Kaiser Full Family rate, shall be paid by any unit employee who is enrolled in
a medical insurance plan, which is higher than the Kaiser full family.
C. Medical insurance Can
a. Effective July 1, 2004, the maximum monthly amount unit employees
may choose to use towards the City's payment for: medical premiums,
deferred compensation, or cash out in lieu of only medical premiums shall
be capped at six hundred dollars ($600) per month. Any cost paid by the
City above the six hundred dollars ($600) cap can only be used for
monthly medical premiums.
b. Unit employees who received payment in excess of six hundred dollars
($600) medical cap on and after July 1, 2004, shall have monies repaid to
the City by having them deducted from any retroactive payments the City
• owes these unit employees as a result of entering into this MOU. The
monies received by the City as a result of the medical cap will be placed in
the City's General Fund and used for all purposes by the City
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D. Dental insurance
The City shall provide up to a maximum of $30 per month for the cost of dental
insurance for unit employees and their qualified dependents.
SECTION 9. RETIREE HEALTH BENEFIT — CITY'S MONTHLY
A. City Contribution Amonnt
1. The City shall contribute towards the payment of health insurance
premiums, for eligible retirees four hundred dollars ($400) per month.
2. Effective January 1, 2006, the City will increase the monthly
amount paid to four hundred and seventy five dollars ($475) per month
for each eligible retiree.
3. Effective January 1, 2007, the City will increase the monthly
amount paid to five hundred and fifty dollars ($550) per month for
each eligible retire.
4. These changes will be effective through enacting a resolution
pursuant to the Public Employees Retirement System (PERS)
requirements and procedures.
5. It is understood that the contributions hereinabove set forth are
due and payable to defer the cost of retired members' health insurance
premiums. If a retired member should select an insurance carrier other
than a carrier selected by the City, the contributions shall be made to
the employee upon proof of the selected insurance carrier's premium.
SECTION 10 RETIREE LIFE INSURANCE
The City shall authorize the classes represented by the Association, who retire after
July 1, 2001 to purchase life insurance through the City's plan, if permissible. The City shall
contribute up to sixty-six dollars ($66) per year to offset the premium for the minimum ten
thousand dollar ($10,000) policy for each such employee for the remainder of their retirement.
SECTION 11. PF.RS F.MPLOVEF.'S CONTRIBUTION — PAID RV CITY
A. Added to Rase Salary Reported to PFRS
1. There shall be added to each unit employee's base taxable
compensation paid by the City on behalf of unit employee, an amount
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known as the member's contribution reportable to the Public Employees
Retirement System.
2. This amount shall constitute the entire member's contribution that is
required to be made under the System as determined below.
The taxable base pay shall be inflated by 9% via the following
method:
a. Base pay divided by .91 times 9% equals employee contribution.
b. Example: $1,000 divided by .91 = $1,098.90 x 9%= $98.90
(employee's contribution paid by the City). Known as the "West
Covina Plan", this is to say the taxable base is .91 % of the total.
3. This Section is not intended to, nor will it change, the City's
Contribution on behalf of unit members to PERS and/or the City's past
practice in the manner in which this benefit is paid or calculated.
SECTION 12. UNIFORM ALI-OWANCF,
The City shall provide a uniform allowance of $550 per year to each employee. Each
new employee shall be provided two (2) pairs of pants made from Nomex material.
SECTION 13. LONGEVITY
Effective July 1, 2004 all sworn fire personnel covered by this agreement and in
recognition of continuous sworn service with the City of West Covina, the City shall provide
additional compensation for years of service as follows:
10 years of service: 2% of base salary
15 years of service: 3% of base salary
20 years of service: 4.5% of base salary
25 years of service: 7% of base salary
SECTION 14. EDUCATIONAL INCENTIVE
Employees represented by the Association shall be eligible for the following educational
incentives in the month following the month in which the degree is obtained or for those
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employees who are currently receiving educational incentive pay, in the month that this new
educational incentive program becomes effective:
Associate of Arts Degree or equivalent (60 semester or 90 quarter units):
Firefighter $135per month
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Fire Engineer $145 per month
Fire Captain $168 per month
Associate of Arts Degree or equivalent plus State Firefighter H Certificate:
Firefighter $270 per month
Fire Engineer $290 per month
Fire Captain $335 per month
Bachelor's Degree:
Firefighter
Fire Engineer
Fire Captain
$235 per month
$245 per month
$268 per month
Bachelor's Degree plus State Firefighter 11 Certificate:
Firefighter $370 per month
Fire Engineer $390 per month
Fire Captain $435 per month
Master's Degree:
Firefighter $335 per month
Fire Engineer $345 per month
Fire Captain $368 per month
Master's Degree plus State Firefighter II Certificate:
Firefighter $470 per month
Fire Engineer $490 per month
Fire Captain $535 per month
In order for an employee to be eligible for an educational incentive pay increase for their
Bachelor's or Master's Degree, said degree must be from an accredited institution and be in a
field that supports the employee's job related responsibilities or has value to the organization
(Department and/or City). An employee's Associates of Arts Degrees or equivalent college units
will qualify the employee for educational incentive pay if the degree or college units are meeting
general education requirements, support job related responsibilities or have value to the
organization. Employees currently receiving educational pay for their degrees will continue to
receive educational incentive pay under the new educational incentive pay program, subject only
to proof that their degree is from an accredited institution.
SECTION 15. BILINGUAL SKILLS PAY
Employees with bilingual skills shall receive one hundred dollars ($100) per month
provided they possess and are using a language skill necessary for effective communication
within the community, are assigned by the Fire Chief and have been certified by Personnel
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Services. The Fire Chief shall determine the language skills necessary to effectively conduct fire
business and activities with the citizens of the community, subject to approval of the City
Manager. Personnel Services shall; certify, through testing, that the employee has a basic
fundamental conversational skill level. Only one (1) allowance will be paid to an employee
regardless of the number of certified languages.
SECTION 16. MILEAGE AND EXPENSE REIMBURSEMENT
The City shall reimburse for mileage and expenses incurred during the course of City
business consistent with the provisions of the City-wide Travel and Expense Reimbursement
Policy. The mileage reimbursement rate shall be the rate set forth by the IRS.
SECTION 17. MiNiMiiM STAFFING POLICY
The City will maintain a minimum staffing of Companies and Units as follows:
A. Three -person engine companies (1 Captain, 1 Engineer, 1 Firefighter/
Paramedic)
B. One (1) four -person truck company (1 Captain, 1 Engineer, 1 Firefighter
and 1 Firefighter/Paramedic or 1 Captain, I Engineer, and 2
Firefighter/Paramedics). The City reserves the right to change the herein
minimum staffing level as set forth in this subsection `B".
C. Three (3) two -person paramedic rescue ambulances (2 Firefighters/
Paramedics).
SECTION 18. ACTING TEMPORARY AND RANK FOR RANK COVERAGE
Acting temporary and rank for rank coverage provisions shall be used only in the event of
short time, temporary absences, i.e. Company Officer training meetings.
SECTION 19..iiJRY DIiTY
Personnel Rules Section 10.27, Jury, Witness leave shall be changed according to the
following: Number 3: The City will grant an employee required to serve on jury duty or to
report for examination to serve on jury duty one time for a maximum of 160 hours paid leave for
such purposes during any three consecutive years of employment. All fees received by the
employee for jury duty, exclusive of mileage, shall be remitted to the City.
SECTION 20. iiSE OF FACILITIES
Official Association meetings involving Association members may be held in City
facilities upon prior approval of City management and the meetings shall be private.
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SECTION 21. SICK LEAVE
Use of leave for reasons of illness or injury shall be administered in accordance with City
Personnel Rule X, Section 10.21, except as noted by exception as follows:
A. Allowance/Accmmnlation
Fire Department employees working on the platoon system shall accrue
sick leave under the same conditions as general City employees and at the same
rate using the 1:1.5 ratio factors.
B. Sick heave Notification
Employees shall make notification to the appropriate on duty Captain
between 1700 hours and 0700 hours prior to a scheduled shift day. Sick leave call
in before 1700 hours on a day prior to an employee's scheduled work day must be
made by the employee by telephone to the on -duty Assistant Fire Chief. When
calling in sick, call your station first. If your station is not in quarters then call
Station 2.
Co Physician Documentation
In the Fire Department, the Department Head may require evidence in the
form of a physician's certificate or written statement, as to the adequacy of the
reason for any Fire employee's absence of three (3) or more consecutive shifts for
which sick leave was requested. A failure to supply or provide said certificate
shall be ground for denial of sick leave pay and the imposition of such disciplinary
action as may be deemed appropriate.
Proof of medical treatment may be required after absence due to illness or
injury for periods extending two consecutive shifts or more. If documentation is
to be required it will be requested before or during the time of the second normal
shift day that the employee would have been working. If absence has been due to
an off duty injury that prohibits return to full duty, the City reserves the right to
require an evaluation by the City's occupational physician at City expense.
D. Sick Leave Recnneration
Sick leave is provided for the purpose of recuperating from illness or
injury. Participation in other work or recreational activities in not considered
appropriate use of sick leave time. Employees may be contacted at any time while
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on sick leave to secure an update on health status unless on extended sick leave or
where regular contact is deemed impractical or unnecessary due to physician
documentation.
E. immediate Family
No more than three shifts for fire platoon employees of sick leave within
any calendar year may be granted to an employee for the care or attendance upon
members of his/her immediate family, and not more than three shifts for fire
platoon employees of sick leave within any calendar year may be granted to an
employee for each absence due to death of his/her immediate family. The phrase
"immediate family" is construed to mean the husband, wife, parent, brother, sister,
child, and a grandparent or grandchild, if residing within the home or within the
same place of residence of the officer or employee.
F. Sick Leave on Terminatinn
Employees upon termination of continuous service, other than by
discharge, shall be paid for 50 percent of all sick leave accrued between 480 hours
and 1200 hours. The maximum total payoff would be the equivalent of 360 hours
at full pay.
SECTION 22. BEREAVEMENT LEAVE
The bereavement leave section of the Personnel Rules, as these rules relate to fire unit
members, shall be amended according to the following: Three shifts of said leave per
occurrence will be available to a fire platoon shift employee in the event of the death of said
employee's grandparent, parent, spouse, in-laws, child, stepchild, grandchild, brother, or
sister. If additional bereavement leave is necessary, a department head must approve it. This
leave is supplemental to the current sick leave program.
SECTION 23. HOLIDAYS
Holidays shall be granted on the basis of one holiday (12 hours) per month with no
specific date designated to all classifications represented by this Memorandum. If an employee
terminates prior to the effective date of the traditional holiday, the holiday pay will be deducted •
from the final check.
SECTION 24. MINIMUM CALLBACK
Approved overtime for Fire Department employees entitled to it shall include only hours
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worked when employees are requested or required to return to work by their department from off
duty, provided however, that such employees shall receive a minimum of three hours pay for
hours worked of three hours or less.
SECTION 25. REQUIRED HOLD OVER AND CALLBACK
The City reaffirms its right to require - on a mandatory basis - the hold over of employees
or to the calling of employees back to work during their off -duty time when conditions
necessitate, as determined by the Department Head.
SECTION 26. RDUC ATIONAL LEAVE
When assigned by the Fire Chief, employees may be granted leave with pay for
educational purposes to attend conferences, seminars, briefing sessions or other functions of a
similar nature that are intended to improve, maintain or upgrade the individual's skills and
professional ability.
Training activities are to be organized in the following categories for the purpose of
administration and Compensation:
LEVEL
Activities that the Department requires individuals to attend and are necessary for the
employee to do his/her job.
The Department will pay registration, per diem, mileage, lodging, and coverage for the
individual's position consistent with the appropriate City policy. Overtime will be paid if the
individual is off duty while attending. If the individual is on duty they shall return to scheduled
duty after the activity is over. When individuals attend multi -day programs that are out of the
local area they will be covered on scheduled workdays and given overtime for the amount of
actual hours conducting Department related activities. One 24 hour shift of work missed equals
two nine (9) hour days of training.
LEVEL H
Activities either published by the Department or those that are initiated by the employee
without being suggested by the Department.
Attendance requires approval of the Fire Chief. Administered the same as Level I with
the exception that the individual will not receive overtime pay and if related to Association
business only coverage is provided.
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LEVEL III
Classes and work -related seminars that the individual requests and college -level courses
that the individual attends.
The Department will reimburse tuition or registration fees similar to those for the Tuition
Reimbursement Program in the case of classes or seminars that are not eligible for
reimbursement under the City's Tuition Reimbursement Program with the approval of the Fire
Chief.
SECTION 27. TRANSFER AND RID SYSTEM
Introdnetinn: The following Transfer and Bid System program will remain in effect
during the term of this MOU. If problems occur during the term of the MOU, the City and the
Association will meet to look at alternative approaches to resolve those problems. If the
problems cannot be worked out to the satisfaction of both parties, the City will revert back to its
previously effective Transfer and Rotation programs.
A. There shall be two types of transfers:
1. Employee Requested
2. City Initiated
B. Open Position Transfer:
I. When a station assignment has been vacated it may be filled through the
open position transfer process, which takes into consideration employee
requests.
2. Notice of vacancies shall be posted on City bulletin boards.
3. Any employee desiring to fill a vacant position must submit a request, in
writing, to the City within seven (7) calendar days of posting of the notice.
4. If more than one employee requests to be transferred to an open position,
seniority in rank shall be considered.
5. The City shall have the prerogative to grant or deny a request for transfer.
6. The transfer request will be approved or denied, in writing, within fourteen
(14) calendar days of posting.
C. Mutual Agreement Transfers:
1. Employees of equal rank may request transfers.
2. Requests for transfers shall be submitted, in writing, through regular
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channels to the City.
3. The City may either grant or deny the request for transfer.
4. The request, approved or disapproved, shall be returned to the employee
within fourteen (14) calendar days of receipt of the request.
D. Annual Bid System:
1. Station assignments shall be open for bid according to the following:
a. All classes shall have the option of bidding for transfer to be
effective in January of each year.
b. Fire Captains shall have the opportunity to bid for transfer each
year.
C. Fire Engineers shall have the opportunity to bid for transfer each
year.
d. Firefighters and Paramedics shall have the opportunity to bid for
transfer each year.
2. All transfer requests shall be processed in accordance with the following
provisions:
a. All transfer requests shall be submitted to the City no later than
1700 hours on December 1 st of the year preceding the actual
transfer.
b. If more than one employee bids to the same station, assignment
and seniority in rank shall be considered.
3. The approval or denial of a request for transfer shall not be subject to the
grievance or appeal process.
E. City -Initiated Transfers:
The City reserves the right to initiate transfer of personnel to meet the needs of the
organization, taking into consideration concerns of employees.
F. The decision to transfer, or the denial of a request to transfer, pursuant to all
categories of transfer mentioned herein shall not be subject to the grievance
procedure or appeal process.
SECTION 28. VACATION POLICY
A. Vacation time shall be taken in 24 hour periods, except for one 24 hour
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0
period that may be taken in four (4) to twelve (12) hour increments, per calendar
year utilizing the following procedure:
1. The person requesting the time must find their own relief.
2. The date and time desired off must be posted on E-mail or notified by
telephone so that each of the other shifts will have worked at least one full
24 hour shift.
3. Persons wanting to work the hours shall respond by E-mail or personal
contact to the person requesting the time off.
4. There shall be a record kept of the hours taken off in four (4) to twelve
(12) hour increments and the hours of the people who worked the
overtime.
5. The person with the lowest hours will have the option of working the
overtime hours, in the case of a tie it will go to the person with the highest
semonty.
6. It is the responsibility of the person taking the time off to determine who
has the lowest hours.
7. Once the person agrees to work the overtime hours and the hours are
logged in Telestaff (if the overtime is 12 hours or greater), the person is
responsible to work the time.
8. The person taking the time off is responsible for notifying their Captain of
the requested time so it can be logged on Telestaff.
9. The hours are logged at the time of notification of the overtime, not at the
time of the actual OT.
10. Hours shall be zeroed out at the end of every year.
11. With an Assistant Fire Chiefs approval, an employee may call for a
vacation day between 1800 hours the day before and 0700 hours the day of
said vacation.
B. Eligible unit employees shall earn and accumulate to a maximum vacation
leave paid at the fifty-six (56) hourly rate as follows.
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Months of
Service
Hours
Accumulated Per
Pay Period
Hours
Accumulated Per
Month
Maximum
Accruals
1 - 60*
4.62
10.00
360
61 - 108
6.93
15.00
420
109 - 120
7.38
16.00
432
121 - 132
7.85
17.00
444
133 - 144
8.31
18.00
456
145 - 156
8.77
19.00
468
157 +
9.23
20.00
480
At the completion of 60 months, add 60 hours of vacation leave.
Effective July 1, 2005, eligible unit employees shall earn and accumulate to a
maximum vacation leave paid at the fifty-six (56) hourly rate as follows:
Months of
Service
Hours
Accumulated Per
Pay Period
Hours
Accumulated Per
Month
Maximum .
Accruals
1 - 60*
4.62
10.00
360
61 - 108
6.93
15.00
420
109 - 120
7.38
16.00
432
121 - 132
7.85
17.00
444
133 -144
8.31
18.00
456
145 - 156
8.77
19.00
468
157 -167
1 9.23
20.00
480
168 -179
9.69
21.00
480
180 - 191
10.15
22.00
1 480
192+
10.62
23.00
1 480
At the completion of 60 months, add 60 hours of vacation leave.
C. Banked Vacation- Banked vacation shall not exceed 480 hours.
Vacation days cannot be canceled after 1800 hours the day before.
Limitations on the number of people allowed off on vacation per shift:
3 Captains.
3 Engineers.
1 Firefighter and 3 Firefighter/Paramedics or
4 Firefighter/ Paramedics.
SECTION 29. OVERTIME POLICY
A. Sign Up Overtime
Overtime shall be handled by Station 2 Captains. To be eligible for overtime,
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the employee must be on Telestaff before 1800 hours the day before the overtime.
Calls will go by the lowest hours. If there is a tie on the lowest hours of
people that have signed up, the person with the most seniority in rank shall be called
first. Coverage shall always be rank for rank.
When placing calls for overtime, if the first phone call is not answered, a
second call will be made to verify that the correct number was called.
By signing your name on the Telestaff, you must be home or at a fire station
on that day between the hours of 0700.hours and 0800 hours to be called if needed.
An employee can take their name off Telestaff before 1800 hours the day before.
An employee can sign-up after 1800 hours the day before and add their name,
but they will be called last, if needed, regardless of their hours. If more than one
person calls after 1800 hours to add their name on the overtime list, they will be
added as calls are received.
The phone call to fill the vacancy may be made the night before, however, if
the person with the lowest hours is not contacted the caller must wait until 0700 hours
the next morning and call again.
B. Mandatory (Overtime
Station 2 Captains will use Telestaff to fill mandatory overtime.
The list will start from the lowest hours to the highest hours from the master list
in the book. The phone call may be made the. night before, however, if the person
with the lowest hours is not contacted the caller must wait until 0700 hours the next
morning and call again.
Twenty-four hours will be charged to anyone not answering their phone
between 0700 hours and 0800 hours regardless if they have signed up or not.
Employees have the right to turn down a mandatory call back on the first phone
call, however they must stay by their phone if requested by the Captain in case a
member agreeing to work cannot be found. Twenty-four hours will be charged to
anyone that turns down the first mandatory call unless it is a 72. If everyone turns
down the mandatory overtime the first time, it goes back to the person with the lowest
hours. This person shall be charged an additional 24 hours and will be required to
work. This person may elect to find a replacement for his mandatory if he does not
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want to work. A short period of time, 15 minutes or more at the discretion of the
Captain, may be granted to find a replacement. If a replacement is found, he will still
be charged the additional 24 hours. The replacement who actually works will also be
charged 24 hours unless he was already charged 24 hours on the first round of calls
for his mandatory position.
Persons called after 0800 hours for mandatory overtime may turn down the
overtime without being charged hours, however, they must remain by their phone, if
so asked, until the position is filled.
When a person has been force -hired (actually forced to work on the second round
of calls) his name shall be placed on a force -hired list of persons that have been force
hired. After his name is on the list, a person is not subject to being forced to work
another mandatory until everyone of his rank has been force hired, unless it is
impossible to contact any other member. A person whose name is on the force hired
list will still be called on the first round of calls for future force hires and if he turns
the time down he will be charged red hours, but not be forced to work.
The force -hired list shall be kept in chronological order. The first person to be
force -hired shall be placed first on the list and all subsequent force -hires shall be
listed in order below him. In the event that a position must be filled and no person
not on the force -hired list can be contacted, the position will be filled by the first
person on the force -hired list that can be contacted. That person forced hired again
shall be entered again on the force -hired list. That person shall not be forced to work
another force -hire until all members of that rank have worked a second force -hire.
This procedure will repeat for subsequent force -hires. He will still be called on the
first round of calls and will have red hours added to his total if he turns the hours
down.
On December 31 at 1800 hours the current force -(tired list will be thrown out
and a new force -hired list for the upcoming year will be established. There will be no
isExceptions
from the previous year's list.
Exceptions to the Mandatory Pnliry - Employees on vacation or trade of shifts shall
not be forced to work mandatory overtime. No member shall be contacted for
mandatory overtime if on IOD, bereavement leave, or extended sick leave
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(extended sick leave is three shifts or more, with a doctor's note).
An employee may be force hired into a 72 hours, however, that employee will
only be charged 24 hours and not 48 hours. If the force hire is a 72 hour tour, it may
be turned down on the first call without any hours being charged, however, if it comes
back to that employee because he has the lowest hours, he will be charged 24 hours,
not 48 hours, and will be required to work.
An Emergency Recall Overtime List shall be kept at Fire Station 2, and with
Assistant Fire Chiefs and Dispatch. The Emergency Recall List shall be a Fire
Department roster with personnel listed according to distance (actual mileage) from
private residence to the City of West Covina, starting with the closest member first. The
Emergency Recall Roster may be used by the Assistant Fire Chief or designee when time
is of the essence in filling positions. The Roster is only to be used when staffing falls
below three engines and one squad for extended periods of time.
D. General Rules
Under this system an employee can work 72 hours but anyone working more than
72 hours needs permission from the Assistant Fire Chief. Twelve to 24 hours will be
added to the master list. Anything less than 12 hours will not be added to the master list.
On a full shift call back an employee will be charged 24 hours regardless of the
number of hours actually worked. On a call back of any hours less than a full shift the
employee will be charged the actual hours worked rounded to the nearest hour.
On March 31 at 1800 hours of each year the hours on the master list for sign up
overtime shall be zeroed out.
An employee may not remove their name from the sign up list if it is after 1800
hours the day before the potential vacancy.
Exception: If an employee becomes ill and calls the Station 2 Captain before they are
called for overtime they can take their name off the list with no penalty. If the employee
• is called for overtime and they have not notified Station 2 that they are ill, they will be
charged 24 hours.
Probationary firefighters shall be eligible for overtime after completion of 6
months probation. When they come into the overtime system on their first opportunity
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they shall be averaged in. If a person comes into the system after their first opportunity
they are assigned the highest hours for their rank.
On promotion, employees in the overtime system shall carry their overtime hours
with them.
Employees can remove their name from the overtime system, however they shall
remain eligible for the force hire list.
If too many people in any rank remove their name from the system this option
may be re-evaluated by the Association and staff.
Christmas, Christmas Eve and Thanksgiving may be taken as a vacation if
available and you find your own relief ahead of time. The hours are charged on the sign up
list after 1800 hours the night before the holiday.
Employees may not sign up for an overtime shift the day following a shift taken
off due to personal illness.
If a member is to leave the overtime system they may not rejoin the overtime
system for three months. Upon their return they shall be given the highest hours of their
rank plus one hour.
If a member cancels a scheduled vacation or trade during a period that their rank
was force -hired, they shall receive all appropriate red hours.
96 hours can only be worked if the last shift is call back or a sign up shift, or the
employee has at least 24 hours of vacation accumulated. The 96 must be approved or
denied either the evening immediately before or the actual morning before the start of the
96.
E. Holdover and Short Term Overtime
When an employee places their name on the sign up list for overtime they place
themselves available for any time that may need to be covered that day regardless of the
number of hours.
F. Coverage For 1 - 4 Hmirs
If coverage is needed from I - 4 hours the Captain calling shall ask the employee
of proper rank where the vacancy occurs if they want to hold over. If that person will not,
then the Captain shall ask other employees of the proper rank on duty if they will hold
over starting with the station number after the station with the vacancy. Example: If the
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vacancy is at Station 2 and the employee at Station 2 does not want the holdover overtime .
then the Captain shall call Station 3 and continue through the stations until they find
someone willing to work it.
If no one is available for holdover, then the Captain shall go to the sign up list. If
the employee with the lowest hours on the sign up list does not want the 1 - 4 hours
overtime they can turn it down on the first call. If no one else on the sign up list wants
the overtime they must work it.
MIRM17M. RIM
If the Department needs an employee to work overtime for anything over four
hours and less than twelve hours, the sign up list shall be used. Hours worked less than
12 shall not be added to the master list. If 12 or more hours are worked, the hours shall
be added to the master list.
If the employee with the lowest hours on the sign up list does not want the
overtime over four hours and less than 12 hours they can turn it down on the first call, but
if no one else on the sign up list wants the overtime they shall work it.
If an employee signs up for overtime, they must be available to work the entire 24
hours.
SECTION 30. COMPENSATORY TIME.
A. Effective the first day of the pay period beginning on or after January 1, 2006, unit
employees may elect to receive compensatory time off in lieu of pay for overtime
hours worked. Employees may elect to receive part compensatory time off and
part overtime pay for overtime hours worked. Such compensatory time off shall
be credited to the employee's account on a time and one-half basis; i.e. one and
one-half hours for each overtime hour worked
B. A maximum of 75 shifts (1,800 hours) department -wide will be available to all
unit employees to be taken as compensatory time during each calendar year.
Taking compensatory time in lieu of pay for overtime hours worked will be on a
• first come first serve basis until the 75 shifts (1,800 hours) for the calendar year
has been exhausted. For purposes of this section the calendar year will begin on
the first day of the first pay period beginning on or after January 1 of each year.
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C. Unit employees working overtime hours that were created as a result of another
unit employee utilizing compensatory time off shall not receive Compensatory
time off in lieu of pay for those overtime hours worked.
D. Unit employees may accumulate up to a total of seventy two (72) compensatory
hours.
E. Once compensatory time off is selected and approved by management, the
employee may not request cash payment for these hours. Upon separation of
employment, the employee shall be paid for accumulated compensatory time.
F. Accumulated compensatory time may be utilized as paid leave on a straight time
hour for hour basis at the mutual convenience of management and employees. All
compensatory time utilized as paid leave by an employee shall be debited from
their accrued compensatory time bank.
G. All current rules covering the use of vacation time will also apply to the use of
compensatory time. It will be the responsibility of the person requesting
compensatory time off in lieu of pay for overtime hours worked to inform the
Station 2 Captain when accepting the overtime position that the employee is
electing to receive compensatory time off in lieu of pay.
SECTION 31. GRIEVANCE PROCEDURE
Refer to Personnel Rule XV, Grievance and Complaint Procedure.
SECTION 32. HAIR STANDARDS
The facial hair of any employee shall not be of such length or style as to inhibit the safe or
effective use of masks, headgear, self-contained breathing apparatus or safety equipment, no shall
the length or style of the hair of the head extend below the bottom of the uniform collar while the
employee is in "parade rest' position. Fire Department management may require personnel to
don the above equipment in order to determine compliance with these standards. Any grievance
regarding compliance with these grooming standards shall be submitted for decision by a
committee consisting of one representative of the Association, one representative of management
and a third person selected by the first two. In the event said representatives are unable to
mutually agree upon a third member, said person shall be selected from a panel of five (5) names
to be requested from the State Conciliation Service.
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SECTION 33. PAYROLi, DEDiICTiONS
It is mutually agreed that the City will, during the term of this agreement, deduct monies
and remit to the Association as authorized by employee payroll deduction authorization in the
same manner as in effect prior to the effective date of this agreement.
SECTION 34. i.AYOFF POLICY AND PROCEDi1RE
Refer to Personnel Rule XI, Layoff/Reemplo3m,ent.
SECTION 35. DISABILITY DiSCRiMiNATiON
A. The City's policy shall be to make such efforts as are consistent with
federal and state laws to place physically or mentally disabled employees in such
positions that can be made available in the City service where their disabilities
will not affect the performance of their duties. This policy will extend to all
terms, conditions and privileges of employment.
The Americans With Disabilities Act (ADA) requires accommodation for
individuals on a case -by -case basis. Prior to accommodation for individuals on a
case -by -case basis. Prior to the City providing an accommodation, which would
be contrary to negotiated agreements, the City shall provide written notice of
intent to disregard provisions and shall meet and confer over options prior to
implementation.
The City has a legal obligation to meet with individual employees as
necessary to discuss possible accommodation before any adjustments are made to
working conditions. The Association shall be notified prior to the implementation
of proposed accommodations by the City, which affects an employee or group of
employees within their respective bargaining unit. Accommodations provided to
an individual protected by the ADA shall not establish a past practice, nor shall it
be cited or used as evidence of past practice in any grievance process.
B. No employee shall hold any position in a class where such individual
poses a risk to the health or safety of the individual or others.
SECTION 36. MiSCELi,ANEOiiS i,EAVES OF ABSENCE
In conformance with Resolution 1277 and Rule X of the Personnel Rules and Regulations
of the City of West Covina, upon the written request of an employee stating the reasons
therefore, leaves of absence with or without pay up to a maximum of one year may be granted for
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such purposes as to attend school, handle personal business, if temporarily incapacitated or for
some other satisfactory reason. The granting of a leave of absence entitles an employee to return
to his classification before or at the expiration of his leave of absence. Therefore, a leave of
absence shall be granted only to an employee who intends to return to his classification with the
City.
SECTION 37. SAFETY EQUIPMENT
The City agrees to furnish or otherwise provide all safety equipment for each fire safety
employee as may be required by law, judicial mandate, or administrative regulation.
SECTION 38. NOTICE OF FUTURE MEET AND CONFER
If the Association desires to meet and confer with representatives of the City of West
Covina concerning improvements or changes in wages, hours, or other conditions of employment
for the employee members represented by the Association, which would take effect on or after
July 1, 2007, the Association shall serve upon the City Manager a written request to meet and
confer no later than February 1, 2007.
SECTION 39. CRITERIA FOR TRIAL PERIOD FOR 48196WORK SCHEDULE
The City and the Association have agreed that beginning with the work schedule starting
with the 24 day cycle on December 26, 2005, the work schedule for shift fire personnel will be
converted from 3/4shift to a 48/96 work schedule for a twelve (12) month trial period
commencing on January 13, 2006, in accordance with the terms and conditions of Exhibit A,
Criteria for Trial Period for the 48/96 work schedule.
The terms and conditions set forth in Exhibit A, Criteria for Trial Period for 48/96, are expressly
incorporated into this MOU by reference.
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WEST COVINA FIREFIGHTERS'
ASSOCIATION LOCAL #3226
IAFF, AFL-CIO, CLC
DATE
Scott MacMaster, Fire Captain
Chief Negotiator
Todd Smith, Fire Captain,
President
Greg Layton, Fire Captain
Bob Russell, Fire Captain
Adam Berger, Firefighter/Paramedic
Paul Krueger, Firefighter/Paramedic
CITY OF WEST COVINA
DATE
Artie A. Fields, Assistant City Manager and
Interim Human Resources Director -
Chief Negotiator
Charles H. Goldstein, Attorney at Law,
Co -Chief Negotiator
Thomas Bachman, Finance Director
Jerald J. Johnson, Assistant Fire Chief
Traci Bailey -Hudson, Human Resources
Analyst II
IN WITNF.SC WHEREOF_ the parties herein have caused this Agreement to be executed this
Day of 2005.
City Attorney
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Criteria for Trial Period 48/96-work schedule
The City Council Agrees to a 12-mouth trial 48/96-work schedule with the following conditions:
Section 1: Policy
1. It shall be the policy of the West Covina Fire Department to periodically review the Fire
Department's work schedule to evaluate its effectiveness. The 48/96-work schedule is such an
endeavor and would impact the following positions: Assistant Fire Chief, Fire Captain, Fire
Engineer, Firefighter/Paramedic, and Firefighter.
2. Proponents of the 48/96-work schedule believe that the Fire Department's efficiency and
communication would not be compromised and may be enhanced. The schedule also decreases
the amount of commuting time and may enhance the City's ability to retain valued employees,
and to aid in recruiting purposes.
Section II: Procedures:
1. The evaluation of the 48/96-work schedule will be based on a 12-month trial period.
2. The 48/96-work schedule is a three -platoon system in which employees work two consecutive
twenty-four hour shifts for a total of forty-eight hours, and have ninety—six consecutive hours
off.
A typical work schedule is as follows: X= work day, and 0=day off:
XXOOOOXXOOOOXXO000 and so on.
3. The 48 hour cycle is in reality two (2) 24-hour shifts, sick leave and annual leave will be used
in 24-hour increments (i.e., to take off one cycle will take two (2) 24-hour shifts).
4. Equipment checks (Vehicles and Paramedic) will continue to be done on a daily basis (twice
per work cycle).
5. Day 2 of the cycle is the same as day one, out of bed by 0700 hours and properly groomed by
0800 hours.
6. Overtime will be in accordance with existing MOU procedures.
• 7. During the changeover to anew schedule or if the schedule should revert back, the department
shall not incur any overtime expenditures.
8. In the event one shift is scheduled to work both December 241h and December 251h of the same
year, the shift assigned to work on December 23' will be reassigned to work December 24`h.
The shift originally scheduled to work on December 241h will be reassigned to work December
23`d.
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Section III: Review Period
1. If during the trial period, the City Manager, Fire Chief and/or the Fire Association perceive the
schedule is creating any negative impact, the schedule shall automatically revert back to the
previous 56-hour work schedule, 27-day work cycle. Ex. XOXOX0000
2. Prior to schedule implementation date, a review committee, comprised of both management
and labor representatives, shall be selected to meet quarterly to review the status of the 48/96-
work schedule.
3. Within a 90-day period following the 12-month trial period, the 48/96 Work Schedule will
continue and the following shall occur:
a. The Review Committee shall present a report to the City Manager regarding the
impact of the 48/96-work schedule.
i.
Average sick leave usage hours used by all Fire unit employees on the
48/96-work schedule within a 12-month period must remain below the
average identified in the 2003 sick leave report (to be determined by the
City Manager);
ii.
Total operational costs in a 12-month period will not exceed the FY 2004-
05 budgeted operational costs;
iii.
Significant Emergency medical services quality control indicators will not
exceed the 2004 annual audited period, i.e. field treatment protocol,
documentation completeness, vital sign indicators, and/or appropriate
medication therapy indicators;
iv.
Total number of worker's compensation claims in a 12-month period will
not exceed the 2004 calendar year claims;
v.
Anecdotal information from a number of jurisdictions that have adopted
the 48/96-work schedule have repeatedly raised the concerns of employee
fatigue as a result of working two consecutive 24-hour shifts. As a result,
the City has developed a Fatigue Policy to ensure that firefighters are
functioning at a level suitable for responding to medical emergencies.
(See Attachment 3);
vi.
Minimum staffing levels will be maintained at all times;
vii.
Total disability retirements in the 12-month trial period shall not exceed
the number of disability retirements in the 2004 calendar year;
viii.
Total safety violations in the 12-month trial period shall not exceed the
number of safety violations in the 2004 calendar year; and
• ix.
Total number of disciplinary actions against firefighters in a 12-month
period shall not exceed the number of disciplinary action in the 2004
calendar year.
b. The City Manager shall present the findings of the report to the WCFA for
comment;
i;l
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•
c. The WCFA shall have the right to submit their comments as an attachment to the
City Manager's report for presentation to the City Council; and
d. The City Manager shall present a recommendation to the City Council to continue
or discontinue the 48/96-work schedule and the City Council shall decide to
continue or discontinue the 48/96 work schedule.
4. If the City Council should approve extending the 48/96-work schedule for a second year after
the completion of the 12-month trial period, the 48/96-work schedule will be evaluated at the
end of the second year and will be evaluated based on the same criteria as the initial 12 month
period criteria.
Section VI: Work Cycle - Fair Labor Standards Act (FLSA)
The revised work cycle will be in accordance with applicable FLSA provisions and will be
negotiated as part of a comprehensive MOU.
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•
APPENDIX "A-1"
CITY OF WEST COVINA
FIREFIGHTER'S ASSOCIATION POSITIONS
(4 Classifications)
The following are those classifications which have been recognized by the City to be assigned to
the Firefighter's Association.
JOB TTTT.FS/CT.ASSTF1CAT10NS
Firefighter
Firefighter Paramedic
Fire Engineer
Fire Captain
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APPENDIX "A-2"
CITY OF WEST COVINA
FIREFIGHTERS ASSOCIATION
I.A.F.F., LOCAL 3226
SALARY RANGES
Effective the first day of the pay period beginning on or after
Job Title
Pay Range
Step
1/1/2004
7/1/2004
(4%)
7/1/2005
(2.5%)
1/1/2007
(2.5%)
Firefighter
FR010
1
$ 4,262
$ 4,432
$ 4,543
$ 4,657
2
$ 4,475
$ 4,654
$ 4,770
$ 4,890
3
$ 4,699
$ 4,887
$ 5,009
$ 5,134
4
$ 4,934
$ 5,131
$ 5,259
$ 5,391
5
$ 5,180
$ 5,388
$ 5,522
$ 5,660
Firefighter Paramedic
FR020
1
$ 4,967
$ 5,166
$ 5,295
$ 5,427
2
$ 5,215
$ 5,424
$ 5,560
$ 5,699
3
$ 5,476
$ 5,695
$ 5,838
$ 5,983
4
$ 5,749
$ 5,980
$ 6,129
$ 6,283
5
$ 6,037
$ 6,279
$ 6,436
$ 6,597
Fire Engineer
FR020
1
$ 4,967
$ 5,166
$ 5,295
$ 5,427
2
$ 5,215
$ 5,424
$ 5,560
$ 5,699
3
$ 5,476
$ 5,695
$ 5,838
$ 5,983
4
$ 5,749
$ 5,980
$ 6,129
$ 6,283
5
$ 6,037
$ 6,279
$ 6,436
$ 6,597
Fire Captain
FR030
1
$ 5,808
$ 6,040
$ 6,191
$ 6,346
2
$ 6,099
$ 6,342
$ 6,501
$ ,,663
3
$ 6,403
$ 6,659
$ 6,826
$ 6,997
4
$ 6,724
$ 6,992
$ 7,167
$ 7,346
5
$ 7,060
$ 7,342
$ 7,526
$ 7,714
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