HomeMy WebLinkAbout2017-074 r
COLLECTIVE BARGAINING AGREEMENT
BETWEEN
INDIAN RIVER COUNTY
FIREFIGHTERS/PARAMEDICS ASSOCIATION,
LOCAL 2201, I.A.F.F.
AND
INDIAN RIVER COUNTY EMERGENCY SERVICES DISTRICT
OCTOBER 1, 2016 - SEPTEMBER 30, 2019
TABLE OF CONTENTS
Page
ARTICLE1 AGREEMENT.............................................................................................1
ARTICLE 2 RECOGNITION..........................................................................................2
ARTICLE 3 MAINTENANCE OF STANDARDS.........................................................3
ARTICLE 4 CONTRACT APPLICATION.....................................................................4
ARTICLE 5 SEPARABILITY.........................................................................................5
ARTICLE 6 UNION ACTIVITY................................................................................. 6-7
ARTICLE 7 PAYROLL DEDUCTION OF DUES.........................................................8
ARTICLE 8 BULLETIN BOARDS.................................................................................9
ARTICLE 9 RULES AND REGULATIONS.......................................................... 10-11
ARTICLE 10 MANAGEMENT RIGHTS................................................................. 12-13
ARTICLE 11 NO STRIKE CLAUSE........................................................................ 14-15
ARTICLE 12 GRIEVANCE PROCEDURE.............................................................. 16-18
ARTICLE 13 ARBITRATION.................................................................................. 19-20
ARTICLE 14 UNIFORMS AND EQUIPMENT.......................................................21-22
ARTICLE 15 SAFETY AND HEALTH....................................................................23-24
ARTICLE16 HOURS...................................................................:............................ 25-26
ARTICLE17 STAFFING ................................................................................................27
ARTICLE 18 VACANCIES AND PROMOTIONS.................................................. 28-32
ARTICLE 19 SHIFT EXCHANGE ........................................................................... 33-35
ARTICLE 20 SUBSTITUTE EMPLOYMENT...............................................................36
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TABLE OF CONTENTS (CONTINUED)
Page
ARTICLE 21 WORKING OUT OF CLASSIFICATION ...............................................37
ARTICLE22 TRANSFERS.............................................................................................38
ARTICLE 23 PERSONNEL REDUCTION....................................................................39
ARTICLE 24 BEREAVEMENT LEAVE........................................................................40
ARTICLE25 HOLIDAYS...............................................................................................41
ARTICLE 26 MEDICAL LEAVE AND DISABILITY LEAVE..............................42-46
ARTICLE 27 INSURANCE BENEFITS.........................................................................47
ARTICLE 28 ANNUAL LEAVE ..............................................................................48-49
ARTICLE 29 LEAVE OF ABSENCE WITHOUT PAY ................................................50
ARTICLE 30 COURT DUTY.................................................................................... 51-52
ARTICLE31 OVERTIME......................................................................................... 53-56
ARTICLE 32 MILEAGE ALLOWANCE.................:....................................................57
ARTICLE 33 INCENTIVE PAY .............................................................................. 58-60
ARTICLE34 SALARIES .......................................................................................... 61-62
ARTICLE 35 DOCUMENTS...........................................................................................64
ARTICLE 36 EQUAL EMPLOYMENT POLICIES.......................................................65
ARTICLE 37 DURATION AND RENEWAL ................................................................66
SIGNATUREPAGE .....................................................................................................................67
ATTACHMENT A - DRUG FREE WORKPLACE............................................................... 68-83
ATTACHMENT B —PAY TABLES ...................................................................................... 84-91
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ARTICLE 1
AGREEMENT
1.01 This agreement is entered into between the Indian River County Emergency Services
District, hereinafter referred to as the Employer, the County, the Fire District, the District,
the Fire Department or the Department;and the Indian River County Firefighters/Paramedics
Association, Local 2201, I.A.F.F., hereinafter referred to as the bargaining unit or Union.
1.02 The parties realize that Indian River County has the responsibility of administering the
Emergency Services District.
1.03 Whenever an action is required to be performed by any particular person, by virtue of that
person's office, that action may be performed by a properly authorized deputy or designee.
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1.04 Whenever the words "he", "him", or "his" are used the words shall be interpreted as
including the words "she", "her", or"hers".
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ARTICLE 2
RECOGNITION
2.01 Pursuant to Chapter 447,Florida Statutes,the County recognizes the Union as the exclusive
bargaining agent for all employees of the County in the following classifications: Firefighter
Trainee, Firefighter, Firefighter EMT, Driver/Engineer, Inspector, Training Officer, Fire
Investigator, Lieutenant, Captain, Captain Fire-Medic, EMS Field Supervisor, Lieutenant
Fire-Medic, Engineer Fire-Medic, Senior Fire-Medic, Lead Fire-Medic, Fire-Medic,
Paramedic I,Paramedic II,Captain Fire Investigator-Medic,Captain Fire Inspector-Medic,
Lieutenant Fire Inspector-Medic, Fire Inspector-Medic, Fire Rescue Training & Safety
Captain, EMS QA & Training Captain, Fire Captain, Fire Lieutenant, and Captain Fire
Investigator.
2.02 The Union and the County reserves the right to file with P.E.R.C. for a clarification of the
bargaining unit at any time.
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ARTICLE 3
MAINTENANCE OF STANDARDS
3.01 The employer will not unilaterally change,except as allowed herein or by the Florida Public
Employees Relations Act, employees' wages, hours, or working conditions established by
this Agreement or working conditions known to management which existed prior to this
Agreement.
3.02 Article 3.01 notwithstanding,the provisions of this Agreement and/or pre-existing working
conditions,other than monetary provisions,may be temporarily suspended in response to the
formal declaration of a federal, state or local emergency or natural disaster.
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ARTICLE 4
CONTRACT APPLICATION
4.01 This contract and its interpretation, application, enforcement, and performance shall in all
respects be governed by the laws of the State of Florida, ordinances and resolutions of the
District and the Department of Emergency Services regulations.
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ARTICLE 5
SEPARABILITY
5.01 The parties hereto agree that should any article, section or paragraph of this agreement be
declared by a court of competent and final jurisdiction in the premises to be unlawful,
invalid, ineffective or unenforceable, said article, section or paragraph shall not affect the
validity and enforceability of any other article, section or paragraph hereof, and the
remainder of this agreement shall remain in full force and effect. In the event any article,
section or paragraph of the agreement is lawfully declared invalid, the Employer and the
Union shall meet immediately to negotiate a replacement article.
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ARTICLE 6
UNION ACTIVITY
6.01 The Employer and the Union acknowledge that the right of employees to work shall not be
deprived or abridged on account of membership, non-membership, participation, or non-
participation in any Union or organization.
6.02 The Union President or Secretary, or alternate shall be allowed up to three(3) weeks' time
off to attend a union seminar, conference or convention. The time off shall be without pay
and shall be considered leave of absence unless a standby arrangement has been provided.
6.03 The Fair Chairman or designee shall be allowed up to fourteen(14)calendar days off during
the Fire Fighters' County Fair. Such time off shall be authorized at the discretion of the
Emergency Services Director. The time off shall be without pay and shall be considered
leave of absence unless a standby arrangement has been provided. Such leave will be
considered as time worked for the purpose of seniority accrual and other-fringe benefits.
6.04 Up to four (4) members of the Union's Negotiations Team shall be allowed time off with
pay,but without overtime,for all scheduled bargaining meetings between the Union and the
Employer. The Union President will advise the County of the designated negotiating team
by February 1 of the year the contract expires. Such time off will only be allowed when
working hours of the Employee conflict with
bargaining unit negotiations. The four 4
members of the Union's Negotiations Team who were allowed time off with pay shall return
to duty immediately upon the conclusion of all bargaining meetings.
6.05 By mutual agreement of the Employer and the Union, there is hereby established a Joint
Labor-Management Committee, which shall consist of not more than two (2) members
designated by the Union and two (2) members designated by the Emergency Services
Director. The Union Committee membership shall consist of persons from within the
position classification covered by this agreement, and the management membership shall
consist of persons within the Department,but outside the bargaining unit as herein defined.
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Nothing herein requires-the attendance of the Director of Emergency Services or the Union
President at any Labor-Management Committee meeting.
6.06 This Labor-Management Committee shall meet if mutually agreed to by both parties, and
such meetings may be held during working hours as scheduled by the Emergency Services
Director.
6.07 The purpose of these meetings will be to discuss the problems and objectives of mutual
concern, but in no way shall involve specific grievances filed or contemplated or matters
which have been the subject of current collective bargaining issues between the parties.
6.08 An agenda, listing the items for discussion,will be forwarded by the party requesting such
meeting to the other party no later than three (3) days prior to the meeting.
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ARTICLE 7
PAYROLL DEDUCTION OF DUES
7.01 The Employer agrees to deduct the prescribed dues and assessments from earnings of those
employees who have signed individual notarized authorization cards for deduction of said
dues and assessments. Said authorization cards shall be periodically certified to be current
by the Union. The Employer shall remit said collections monthly to the duly designated
officer of the Union.
7.02 The Union shall indemnify, exonerate, and save harmless the Employer from any claims
and/or judgments against the Employer and/or Union based upon any check-off of union
dues, fees, or assessments. The Employer shall give written notice to the Union by
registered mail addressed to the President of the local of any claim, action, suit, or
proceeding brought by an employee,person,firm,or corporation against the Employer based
in whole or in part on any check-off of union dues, fees or assessments. The Union shall
defend the said claim, action, suit, or proceeding at its own cost and without expense to the
Employer,even if such claim, suit,action,or proceeding is false,groundless,or fraudulent.
7.03 An employee transferred to a classification not in the bargaining unit,or whose employment
is terminated, shall cease to be subject to check-off deduction beginning with the month in
which such change in employee status occurs.
7.04 The Employer shall not be required to collect union dues in arrears. Any change in dues
made by the Union will become effective after a thirty(30)day written notice by the Union
to the Employer.
7.05 The an Employer shall have the right to withhold or all amounts collected under this article
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of the contract to satisfy any amounts owing to the Employer by the Union for violation of
this agreement,as determined by a court,arbitrator,or other entity of competent jurisdiction.
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ARTICLE 8
BULLETIN BOARDS
8.01 The Union may have a bulletin board in each Emergency Services station for the posting of
notices.
8.02 All materials placed upon the bulletin board by the Union will be on official IAFF letterhead
and signed by the Union President or his designee. The Emergency Services Director or his
designee shall be furnished with a copy of any material to be posted prior to posting.
8.03 Under no circumstances shall the Union post any notice containing material of a political
nature or material tending to directly or indirectly disparage or demean the County or any of
its elected or appointed officials or employees.
8.04 Material placed upon the bulletin board which fails to comply with,or violates,the foregoing
may be immediately removed by the County,and the employee who placed the material may
be subject to disciplinary action.
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ARTICLE 9
RULES AND REGULATIONS
9.01 Employees shall observe the District Personnel Rules and Regulations and Standard
Operating Procedures and amendments thereto, except that the disciplinary action appeals
procedures contained in Sections 18.04 C(2)-(4)and 18.05,third paragraph forward,of the
District Personnel Rules and Regulations shall not apply to bargaining unit employees.
Failure of employees to comply with these rules and procedures may result in disciplinary
actions pursuant to the above cited rules and regulations.
9.02 The Employer has the right to reprimand, discharge or otherwise discipline employees for
just cause.
9.03 Should the Employer exercise its right to amend or modify the Department Personnel Rules
and Regulations or Standard Operating Procedures, a courtesy copy of any such new (or
amended)rule,regulation,policy, or procedure shall be mailed or delivered to the Union at
least ten (10) business days prior to implementation. Nothing herein shall restrict the
Employer from implementing any new (or amended) rule,regulation, policy, or procedure
prior to the expiration of ten(10)business days if operational necessity requires such earlier
implementation. The union shall have the right to bargain over the negotiable impacts of the
exercise of the employer's rights prior to implementation in accordance with applicable law.
9.04 It shall be the Employer's and Union's duty to see that all bargaining unit members are
issued a current set of the applicable Rules and Regulations and Standard Operating
Procedures and future amendments. Copies of additional sets will be at the expense of the
employee requesting them.
9.05 Bargaining unit employees shall immediately notify the Emergency Services Director when
an information has been filed by a prosecuting official against him/her,when indicted by a
Grand Jury, or when arrested, for any offense or violation of law. The Emergency Services
Director shall determine if it is in the best interests of the County to:
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1) Retain the employee in his/her regular position; and/or
2) Assign the employee to other duties or another position until such time as
any charges are disposed of by trial,acquittal,dismissal,conviction,or other
judicial action; and/or
3) Place the employee on leave without pay until such time as any charges are
disposed of by trial,acquittal,dismissal,conviction,or other judicial action;
and/or
4) Initiate disciplinary action up to and including termination.
In the event that the employee is retained pending the resolution of the p
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charges, leads
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nolo contendere or guilty, or is found guilty of any job related offense or any offense that
would adversely impact the County or the employment status of the employee, or which
would cause the County to be held in disrepute, the employee shall be terminated from
employment.
In the event that the employee is retained pending the resolution of the charges and is
acquitted of all charges, or the indictment is dismissed for insufficient evidence, the
Emergency Services Director shall retain the option to initiate or continue an investigation of
possible administrative violations in accordance with established policy or practice. The
initiation or continuation of an investigation and disciplinary process under this paragraph
shall be limited to any conduct related to the criminal case that is either not charged or
dismissed pursuant to plea agreement.
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ARTICLE 10
MANAGEMENT RIGHTS
10.1 Except as specifically restricted by the provisions of this Agreement, the County reserves
and retains all rights, powers, prerogatives and authority customarily exercised by
Management.
10.2 Except as specifically restricted by the provisions of this Agreement,the County has the sole
and exclusive right to manage and direct any and all of its operations. Accordingly, the
County specifically, but not by way of limitation, reserves the sole and exclusive right to:
A. Exercise complete and unhampered control to manage, direct, and totally
supervise all employees of the County;
B. Decide the scope of service to be performed, the method of service, and the
assignment of work;
C. Determine the size and composition of the workforce;
D. Determine the services to be provided to the public, and the maintenance
procedures,materials,facilities,and equipment to be used,and introduce new
or improved services, maintenance procedures, materials, facilities, and
equipment;
E. Hire and/or otherwise determine the criteria and standards of selection for
employment;
F. Determine the number, classification, grade, and types of positions;
G. Fire,demote,suspend,or otherwise discipline bargaining unit employees;set
minimum performance standards for service to be offered to the public, and
set procedures and standards to evaluate the employees'job performance;
H. Change,modify or alter the composition and size of the workforce,including
the right to relieve employees from duty due to lack of work or lack of
funding or any other business and/or operational reason, and recall
employees;
I. Determine the allocation and content of job classifications (including
qualifications and certifications)and determine all training parameters for all
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bargaining unit positions, including persons to be trained and extent and
frequency of training;
J. Determine whether and to what extent the work required in its operation shall
be performed by employees covered hereunder;
K. Modify operations, duties, tasks, and/or responsibilities, temporarily or
permanently,in whole or in part,due to operational requirements;determine
the number, location, and operation of all divisions and all other
organizational units;
L. Establish, amend, revise and implement any program, policy and/or
procedure, provided that such are not contrary to applicable law;
M. Merge, consolidate, expand, curtail, transfer, or discontinue operations,
temporarily or permanently, in whole or in part, whenever in the County's
discretion business and/or operational reasons make such curtailment or
discontinuance advisable;
N. Contract and/or subcontract any existing or future work;
O. Create, expand, reduce, alter, combine, assign, or cease any job;
P. Control the use of equipment and property of the County and determine the
number and classification of employees assigned to any shift, station, or
piece of equipment;
Q. Exercise such other management rights as set forth in Chapter 447, Florida
Statutes, and/or as determined by the state or local Public Employees
Relations Commission or the courts.
10.3 The above rights of the County are not all-inclusive but indicate the type of matters or rights
which belong to and are inherent in the County in its general capacity as management. Any
of the rights,powers,and authority that the County had prior to entering into this Collective
Bargaining Agreement are retained by the County unless otherwise restricted by a specific
provision of this Agreement. If the County fails to exercise any one or more of the above
functions from time to time, this will not be deemed a waiver of the County's right to
exercise any or all of such functions. Past practices of the District or Department relating to
operations shall not be considered for the purpose of the specific and express limitations on
management which are contained in this Agreement.
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10.4 Nothing herein shall be deemed a waiver of the Union's right to impact bargain if, and to
the extent, such right exists under applicable law.
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ARTICLE 11
NO STRIKE CLAUSE
11.01 The Union agrees that there shall be no strike or strikes, slowdowns, or work stoppage,
picketing in furtherance of any work stoppage,any cessation of work of any kind or degree,
curtailment of work, or restriction of performance of duties, or any other interference or
stoppage, total or partial, for any reason, which may include but not be limited to alleged
violations of this agreement by the Employer. The Union will not authorize, approve,
finance, aid, or condone any strike, work stoppage or picketing in furtherance of any work
stoppage, by its members or employees it represents on employer or customer facilities or
premises in respect to any controversy, disputes or grievances, and the Union will take
immediate steps to end any work stoppages, strikes, slowdowns, or suspensions of work.
11.02 This article shall apply whether the particular matter arises from or outside of this contract.
The application of the article shall not be governed or condoned either in whole or in part
with the basis of the strike,work stoppage,slowdown,etc.or whether it may be arbitrated or
not.
11.03 In case of violation of this article by an employee acting in the Union's behalf,the Employer
shall have the right to:
A. Discharge not only the instigators of the strike,but the participants as well,or
any of them,at the discretion of the Employer. Allowing employees to work
or return to work shall not be considered condonation of their activity in
violation of the article.
B. Refuse to bargain until the violation(s) cease.
C. Obtain an injunction in the State Court restraining the employees and/or the
Union from striking and work stoppage,picketing in furtherance of any work
stoppage, or any other violation of this article without removal of the
complaint to Federal Court; or
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D. Hold the Union liable for damages resulting here from,including the costs of
suits, attorney's fees for litigation and negotiations, settlements, security
costs, and other costs directly or indirectly attributable to such violation as
determined by the P.E.R.C., Circuit or District Court, in determining the
amount of damages to be awarded, if any, the Commission or trier of fact
shall take into consideration any action or inaction by the public employer
that provoked or tended to provoke the strike by the public employees.
11.04 It is further agreed that the providing of fire protection services by the Employer is extremely
vital to the health,welfare,and safety of the citizens of the District and any interference with
such services is in violation of this article and would constitute a threat of imminent danger
to said citizens and possible irreparable harm. The parties agree that should the Union, its
members, persons acting in the Union's behalf, agents, employees, representatives, or
officers acting in the Union's behalf violate this article not to strike,which would also violate
the Constitution of the State of Florida and the Florida Statutes,or picket in furtherance of a
work stoppage or violate this clause in any other manner, and said action would cause the
District irreparable injury or damage, and the Employer shall have the right to seek
injunctive relief pursuant to Chapter 447, Florida Statutes.
11.05 Employees who refuse to perform the regular duties of their job because of strike,boycott,or
picket line in furtherance of any work stoppage, upon the Employer's premises, or at any
other place, shall be in violation of this article and subject to layoff or discharge at the
discretion of the Employer. Such action shall be a violation of this article, regardless of
which labor organization is conducting the strike,work stoppage,picketing or labor dispute.
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ARTICLE 12
GRIEVANCE
GRIEVANCE PROCEDURE
12.01 A"grievance"is a claimed violation of this agreement,including but not limited to the claim
that a discharge or other disciplinary action violated a specific provision of this agreement.
No grievance will or need be entertained or processed unless presented in the manner
described herein, and unless filed in a manner provided herein within the time limit
prescribed herein. A grievance may be filed by a bargaining unit employee or by the union.
In either case, the procedure to be followed will be the same. Grievances regarding
disciplinary actions shall be initially filed at Step 2. The grievant and management may
mutually agree to waive any step.
12.02 Rules of Grievance Processing—It is agreed that:
A. The time limit at any stage of the grievance procedure may be extended by
written mutual agreement of the parties involved in that step.
B. A grievance presented at Step 1 and above shall be dated and signed by the
grievant. A decision rendered shall be written to the grievant,with a copy to
the union if it is not the grievant, and shall be dated and signed by the
County's representative at that step.
C. When a written grievance is presented, the County's representative shall
return a dated and signed copy of it at that particular step.
D. A grievance not advanced to the higher step within the time limit provided
herein shall be deemed permanently withdrawn and as having been settled on
the basis of the County's decision most recently given. Failure on the part of
the County's representative to answer within the time limit set forth in any
step will entitle the grievant to proceed to the next step.
E. A written grievance must set forth the following:
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1. A complete statement of the grievance and the facts upon which it is
based;
2. The section or sections of this agreement claimed to have been violated;
and
3. The remedy or correction requested.
F. The Union will be notified of any grievances filed by its bargaining unit
employees.
Bargaining unit employees cannot use the District's or County's grievance or appeal
procedures for any claims falling within the definition of a grievance herein.
STEPS FOR GRIEVANCE PROCESSING
If a grievance arises,the grievant must meet with and discuss the grievance with the Battalion Chief
in charge of the shift within ten working days of the event giving rise to the grievance. If the
grievant does not have a Battalion Chief, then the grievant is to proceed to Step 1. If the grievant
does not have an Assistant Chief,then the grievant is to proceed to Step 2 within 10 working days of
the event giving rise to the grievance. In the event the issue in dispute cannot be resolved between
the supervisor and the grievant,the grievance shall be presented in writing by the grievant at Step 1
(or applicable Step as outlined above)of the grievance procedure within five working days from the
date of the supervisory meeting. Such written grievance must indicate that the matter had been
reviewed with the immediate supervisor.
Step 1: The grievant shall present the written grievance to the Assistant Chief. The Assistant Chief
shall meet with the grievant, which a union steward or a union representative may
accompany if the union is not the grievant. The Assistant Chief shall reach a decision and
communicate it in writing to the grievant with a copy to the union if it is not the grievant
within ten working days from the date the grievance was presented to him. If the
grievance is not satisfactorily resolved,the grievant may forward the grievance to Step 2.
Step 2: The grievant shall present the written grievance within five working days from the date of
the decision at Step 1 to the Emergency Services Director. The Emergency Services
Director shall meet with the grievant,which a union steward or a union representative may
accompany if the union is not the grievant. The Emergency Services Director shall reach a
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decision and communicate it in writing to the grievant with a copy to the union if it is not
the grievant within ten working days from the date the grievance was presented to him. If
the grievance is not satisfactorily resolved,the grievant may forward the grievance to Step
3.
Step 3: The grievant shall present the written grievance within five working days from the date of
the decision at Step 2 to the County Administrator or his designee. The County
Administrator(or his designee who is authorized to resolve the issue) shall meet with the
grievant,which a union steward or a union representative may accompany if the union is
not the grievant. The County Administrator shall reach a decision and communicate it in
writing to the grievant with a copy to the union if it is not the grievant within ten working
days from the date the grievance was presented to him. If the grievance is not
satisfactorily resolved, the Union and only the Union except as provided by law may
forward the grievance to arbitration.
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ARTICLE 13
ARBITRATION
13.01 In the event that the grievance is not settled at Step 3 within the time allowed,it may then be
submitted to arbitration. Submission to arbitration must be made within ten days of the time
that the Step 3 decision was rendered;provided,however,this period may be extended upon
the mutual agreement of both parties. If the parties fail to agree to the appointment of an
arbitrator, the party requesting arbitration shall apply to the Federal Mediation and
Conciliation Service for a list of seven arbitrators who reside in Florida. The party
requesting arbitration shall strike the first name from the list,and the parties shall thereafter
alternate in the striking of names. The parry requesting arbitration shall notify the last
remaining person on the list of his/her selection as the arbitrator in the case. Hearings before
the arbitrator shall be conducted in accordance with the rules of the Federal Mediation and
Conciliation Service. Testimony shall be given under oath.
13.02 As promptly as possible after the arbitrator has been selected,the arbitrator shall conduct a
hearing between the parties and consider the grievance. The decision of the arbitrator will be
served upon the union and the County in writing. It shall be the obligation of the arbitrator
to make a best effort to rule within 30 calendar days after the hearing and receipt of post-
hearing briefs. The expenses of the arbitration, including the fee and expense of the
arbitrator, shall be paid by the losing parry. Any party desiring a transcript of the hearing
shall bear the cost of such transcript unless the parties mutually agree to share the cost. Each
party shall bear the expense of its own witnesses and of its own representatives for purposes
of the arbitration hearing. The arbitrator's decision shall be final and binding on the parties
subject to any review allowed by law.
13.03 The arbitrator will be confined to the written grievance presented in Step 1 of the procedure.
Additionally the arbitrator shall have no authority to change,amend,add to, subtract from,
or otherwise alter or supplement this agreement. The arbitrator shall have no authority to
consider or rule upon any matter which is not subject to arbitration or which is not a
grievance as defined in this agreement; and may not interpret this agreement in a manner
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inconsistent with the County's management rights. This Agreement may not be construed by
the arbitrator to supersede applicable state or federal laws,except to the extent as specifically
provided herein.
13.04 The arbitrator may not issue declaratory opinions and shall be confined exclusively to-the
question that is presented, which question must be actual and existing. In any arbitration
decision resulting in a retroactive adjustment, such adjustment shall be limited to ten
calendar days prior to the date of the filing of the grievance. In any arbitration decision
resulting in back pay to an aggrieved employee, such back pay shall be offset by interim
earnings, including unemployment compensation.
13.05 The Union and only the Union shall have the exclusive right to proceed to arbitration on
behalf of the bargaining unit members except where the Union refuses to represent an
employee as a result of the employee not being a member of the Union.
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ARTICLE 14
UNIFORMS AND EQUIPMENT
14.01 The Employer will allocate sufficient funds to provide an initial allotment,and replacement
in accordance with Article 14.02, for trousers (style to be determined by management),
shirts,t-shirts,short-sleeve and long-sleeve polo shirts,shoes,hats,job shirts,jumpsuits,cap,
badge and name plate. The Employer also will provide protective clothing and devices;
bunker coat and bunker pants made of Nomex or similar material, boots, helmets, shatter-
resistant face shield,gloves,safety glasses for welding and metal cutting,two(2)protective
hoods and any other safety equipment deemed necessary by management.
14.02 Uniforms and protective clothing shall be worn, and devices used, in accordance with
District rules and this Agreement. The aforementioned items shall be replaced upon being
lost,or becoming worn or damaged as determined by management. Replacement items will
be ordered within seven (7) business days of being reported lost by the employee or
identified by management as worn or damaged,unless purchasing requirements necessitate
additional time constraints, in which case the items will be ordered as soon as reasonably
possible. All items to be replaced must be returned to the Department before new items will
be issued. Employees shall be responsible for the replacement cost for any lost items, or
items damaged through the employee's negligence. Whenever practical,replacement will be
made on the said employee's scheduled shift.
14.03 The Employer,upon request,will provide bed linens,consisting of pillow cases,fitted sheets
and flat sheets. Such linens shall be replaced on an annual basis.
14.04 For Fire/Rescue personnel, the following station/work uniform policy will apply:
A. Class B dress shirts will be worn when relieving personnel at the stations as well as
any planned out-of-station activity, i.e., in-service inspections, public assembly,
running errands, or when station tours are scheduled.
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B. Light gray polo shirts (poly/cotton blend) will be worn around the station during
vehicle and equipment checks, in-station projects, cleaning,and also on emergency
calls that arise during the duty day.
C. Department T-shirts will be worn during any physical fitness training or training
requiring physical exertion.
D. When necessary,the station officer will have the discretion to alter the application of
Sections A,B,and C above for unusual circumstances or occasion, and only for the
duration of such circumstances or occasion.
14.05 The District agrees to reimburse the full cost for eye glasses and contact lenses not to exceed
Two Hundred Dollars($200.00)and up to One Hundred Dollars($100.00)for wrist watches,
damaged in the line of duty, provided that the damage was not caused by negligence, and
that adequate proof of such damage, the circumstances of the event, and proof of original
purchase price are presented to the appropriate supervisor and approved by the Emergency
Services Director.
14.06 The Employer shall provide and maintain a heavy-duty washer for the purpose of laundering
turnout gear at eight (8) current stations and all new permanent stations opened after the
effective date of this Agreement.
14.07 The Employer shall provide storage facilities at each new permanent station opened after the
effective date of this Agreement, and storage bins at Stations 6, 8, and 10, to house the
protective clothing of firefighters assigned to that station without exposure to diesel exhaust.
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ARTICLE 15
SAFETY AND HEALTH
15.01 The County and the Union agree to cooperate to the fullest extent in the promotion of safe
work practices as outlined by policies and procedures set forth by the Indian River County
Administration and the Emergency Services Personnel Rules and Regulations.
15.02 The County agrees to provide safety equipment.The County agrees to continue maintaining
maintenance logs and other records and to perform tests to ensure that presently used
vehicles are operationally safe.
15.03 A workplace safety committee comprising of three Union representatives and three County
representatives will meet quarterly and conduct its affairs in accordance with Florida Statute
633.810, its implementing regulations, and/or any amendments. The workplace safety
committee may also meet upon mutual agreement or in the event of an employee death or
injury in the line of duty. The committee may make recommendations regarding behavioral
and mental health. Nothing in this article shall preclude the County's Human Resources
Director, Risk Manager or designees from attending the Safety Committee meetings.
15.04 The County agrees to comply with Section 112.18, Florida Statutes (Special provisions
relative to disability) and Section 112.181, Florida Statutes (1997) (special provisions
relative to certain communicable diseases)and 29 CFR 1910.134(OSHA standard for SCBA
mask fit testing).
15.05 The Union and the County agree to the concept of a smoke-free fire service,as supported by
the Professional Firefighters of Florida. Towards that end there shall be no smoking or use
of tobacco products allowed in any area of the fire stations and/or vehicles. Additionally,all
bargaining unit employees hired after October 1, 2000, shall abstain,both on and off duty,
from the use of tobacco products.
15.06 The Employer and the Union agree to adhere to the Emergency Medical Services protocol as
set forth by the medical director.
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15.07 The County shall provide immunizations for all employees who request to be immunized at
the approval of the Medical Director and Emergency Services Director as follows: Tetanus
(every ten (10) years), and Hepatitis - (Type A and B) (every five (5) years). The County
shall provide testing for tuberculosis each year, and Hepatitis C once as a baseline and after^
each potential exposure.
15.08 The Employer agrees to provide as a minimum an annual physical for each employee. This
physical shall include the same testing as is done for newly-hired employees, except that
chest x-rays need not be given more than every three (3)years. The results of the physical
shall be provided to the employee, Medical Director, Emergency Services Director or his
designee, and Human Resources Director, but shall otherwise be confidential to the extent
permitted by law.
15.09 The County and the Union agree to the Drug-Free Workplace Program attached as
Attachment A.
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ARTICLE 16
HOURS
16.01 A. Non-shift employees shall normally be assigned to a 37 /2 hour work week and shall
be paid time-and-one-half for all hours worked in excess of 40 hours in their work
week. Shift employees shall be assigned to a schedule of 24 hours on duty followed
by 48 hours off duty, and shall be paid time-and-one-half for all hours worked in
excess of 212 hours in their 28-day FLSA work period. Overtime shall be calculated
in accordance with current practice.
B. Non-fire certified ALS shift employees shall be assigned to a schedule of 24 hours
on duty followed by 48 hours off duty, and shall be paid time and one half for all
hours worked in excess of 40 hours in their 7 day work period.
C. As non-firefighter certified ALS employees become firefighter certified,they will be
placed on the 28-day FLSA work period in accordance with 16.01 A. and their pay
will be converted to the appropriate pay scale in Article 34, effective the first day of
the next 28-day cycle. If the employee starts working as a dual certified employee
prior to the next 28-day cycle, then the County will pay them $25. Additionally,
those employees will be eligible for"Kelly Days" as outlined in 16.02. The Kelly
Day may be authorized during the cycle at the time of promotion at the discretion of
management. If the Department is unable to authorize the Kelly day,the employee
will receive 12 hours of leave placed in their vacation bank.
16.02 All FLSA 207(k) exempt shift employees will be granted three (3) "Kelly Days" to be
scheduled in such a way that one (1) "Kelly Day" is allowed each four (4) months of the
fiscal year. Kelly days shall be selected during the month of September of each year with
the new selections becoming effective October 1St of each year. Once a selected Kelly day
becomes effective it may not be cancelled. Such time off shall be scheduled. Employees on
light duty,while assigned to an administrative shift(i.e.,37.5 hours,Monday-Friday),shall
not be permitted to reschedule their Kelly Days except when it falls on Saturday or Sunday,
in which case it will be taken on the next scheduled work day. While on light duty, 8 hours
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of leave shall continue to be charged for full day absences and hour for hour for partial day
absences.
16.03 Overtime payment shall be made in the first paycheck after the conclusion of the 28- day
cycle for shift employees.
16.04 The parties recognize that the employees covered by this agreement are essential to the
successful operations of County facilities and services during a declared emergency. As
such,the parties agree that as a condition of these employees' employment with Indian River
County, they must be available and able to report to work and perform assigned duties as
directed by management during a declared emergency. The failure to report to worl�and/or
perform assigned duties as directed by management during a declared emergency will be
cause for termination of employment with Indian River County. The Emergency Services
Director or his designee may allow exceptions to this requirement for extraordinary
circumstances at his discretion.
16.05 The County shall indemnify,exonerate,and save harmless the Union from any claims and/or
judgments against the Employer and/or Union based upon the application of the FLSA
207(k) exemption. The Employer shall give written notice to the Union by registered mail
addressed to the President of the local of any claim,action,suit,or proceeding brought by an
employee,person,firm,or corporation against the Employer based in whole or in part based
upon the application of the FLSA 207(k) exemption. The County shall defend the said
claim,action,suit,or proceeding against the County or against the Union at its own cost and
without expense to the Union.
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a
ARTICLE 17
STAFFING
17.01 The Employer will maintain what it determines to be a safe and effective number of
personnel at each station and sub-station during each shift. The Employer agrees with the
Union that having three firefighters on an engine would be preferable to having two
firefighters on an engine. The Employer will consider this fact when setting staffing levels.
The Employer also agrees that no station will be reduced to under what it determines to be
minimum staffing for more than four(4) hours per shift.
17.02 The County may allow eight(8)employees off on approved leave per shift. Approved leave
shall be defined as Annual Leave, PT day (if any), or Kelly days. Up to two of the eight
employees granted leave may be on Kelly days per shift. Kelly days shall be selected first.
Any additional employee leave may be granted only with special approval of the Emergency
Services Director.
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ARTICLE 18
VACANCIES AND PROMOTIONS
18.01 The decision whether or not to fill a bargaining unit vacancy shall be within the sole
discretion of the Emergency Services Director. Should the Director decide to fill the
vacancy,the filling of the vacancy shall be in accordance with the District Personnel Rules
and Regulations, except as modified herein.
18.02 Promotional examinations for bargaining unit positions shall be held during the month of
September.
18.03 The Promotion Board shall be composed of the Assistant Chief,three (3)Battalion Chiefs,
three(3)Captains, and one(1)member of the Union or his designee who will be elected by
the bargaining unit. The Promotion Board shall rank all of the candidates,and shall forward
the entire list of ranked candidates to the Emergency Services Director. The rankings shall
be determined based upon a point system formulated in Article/Section 18.08 and 18.09. In
order to be eligible, a candidate for the rank of Driver shall have at least three (3) years of
service with the Department and a candidate for the rank of Lieutenant shall have at least
three (3) years of service as a Driver with the Department. The Emergency Services
Director shall select from the top three candidates the individual he believes, in his
discretion, is most qualified for the position. Once the selection is made, the list shall
automatically reset to advance the next highest-ranked candidate to the top three. In the
event there are fewer than three employees on the promotional list, or the list is exhausted,
the Emergency Services Director shall have the authority to appoint an employee who is not
on the promotional list that the Emergency Services Director believes, in his discretion, is
most qualified for the position; provided that the employee selected must be qualified to
work out-of-classification for the position. In appointing an employee who is not on the list,
the Emergency Services Director shall consider the employee's job performance,
disciplinary actions, college degrees,additional training courses, certifications, leadership,
attitude, attendance, and seniority. No appointed employee shall be forced to accept a
promotion.
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18.04 Each employee covered hereunder shall annually receive a written evaluation assessing his
performance of the essential functions of the employee's job. The appraisal form shall be
developed by the Employer with input from the Union.
18.05 Newly hired employees shall serve an initial probationary period of one year. Newly hired
employees who do not possess paramedic certification are required to attain the paramedic
certification within the initial twelve (12) month probationary period and will serve an
additional probationary period not to exceed twelve (12) month from the date of receiving
paramedic certification. Within the second twelve(12)period,the employee will be required
to successfully complete the required tests to obtain Medical Director approval to be released
from probationary status.,Newly hired probationary employees may be dismissed at any
time at the discretion of the County and are not entitled to use the grievance/arbitration
procedures relating to their discipline or discharge, and are not entitled to payments of sick
leave or vacation leave at time of termination. -
18.06 Employees who are promoted shall serve a promotion trial period of six months. If an
employee who is serving a trial period incurred as a result of a promotion is found to be
unqualified to perform the duties of the higher position, a good faith effort will be made to
return the employee to the position and status held immediately prior to the promotion. If
the employee's former position is filled, the employee may be. transferred to a vacant
position for which the employee qualifies. If no vacancy exists for which the employee is
qualified, the employee will be placed in a lay-off status with recall rights.
18.07 Upon successful completion of their trial period,Fire Inspectors who have at least 5 years of
experience with Indian River County Emergency Services will be promoted to Lieutenant
Fire Inspector.
18.08 The following promotional process shall be followed:
RAW SCORES:
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EXAM SCORES TOTAL SCORE (300 Points max)
Multiple choice written test 100 Points max
Practical scenario test 200 Points max
TOTAL MAXIMUM RAW SCORE 300 Points
The written test will be 100 multiple choice questions scored at 1 point each. The exam will be
taken from job specific areas for each rank. Maximum score for written exam is 100 points. An
employee who does not score a 70%(or greater)on the written exam will not be eligible to take the
practical scenario test and will not be considered for the promotion. Additionally,an employee that
does not score a 70% (or greater) will be excluded from working out of rank until the employee
completes remedial training and is approved by the Emergency Services Director or his designee.
For Officers, the practical test will be comprised of scenario based situations that will test the
applicant's oral and reasoning skills, as well as their incident management capability. For
Driver/Engineers,the practical test will be comprised of two scenario based situations(driving and
pumping) that will test the applicant's oral and reasoning skills, as well as their incident
management capability. As in the past,they will need to recall and verbalize their instructions based
on the SOP'S, meeting prescribed benchmarks, as well as using their common sense and job
experience. Outside evaluators from other Fire Departments will evaluate and grade each applicant
unless otherwise agreed upon. Maximum score for the practical test is 200 points. An employee
who does not score a 70% (or greater)on any portion of the practical test will not be considered for
the promotion. Additionally, an employee that does not score a 70% (or greater) on any portion of
the practical test will be excluded from working out of rank until the employee successfully
completes remedial training and is approved by the Emergency Services Director or his designee.
18.09—Once the top 3 candidates are determined based upon their raw scores(written and practical
scenario test),the Promotional Board will issue additional points based upon departmental service as
outlined below. Additionally, the Promotional Board will consider the following factors: job
performance evaluations, disciplinary actions, working out of classification, college degrees,
additional training courses,and certifications in ranking the top 3 candidates. The Promotion Board
will review the college degrees,additional training courses,and certifications to determine whether
31
consideration will be given. Additionally, the Emergency Services Director reserves the right to
interview the top 3 candidates.
NOTE: Ties based upon raw scores will be broken by applying years of service points for
Driver/Engineer promotions and by years of service and years of rank points for Officer promotions.
In the event there is still a tie, the Promotional Board will consider the resumes of the tied
employees.
DEPARTMENTAL SERVICE (25/50 Points max)
Total years of service completed; credit is 1 point per full year. Total years in rank completed;
credit is 1 point per full year. For promotion from Firefighter to Driver/Engineer,only total years of
service points will be credited. For promotion from Driver/Engineer to Lieutenant,additional years
in rank points will be credited for time in Driver/Engineer rank. For promotion from Lieutenant to
Captain,additional years in rank points will be credited for time served as a Lieutenant. Maximum
score for Service is 25 points for Driver/Engineer promotional testing and 50 points for Officer
promotional testing.
OTHER FACTORS TO BE CONSIDERED BY THE PROMOTION BOARD—NO
POINT VALUES GIVEN:
COLLEGE DEGREES
BS OR BA department related
AS OR AA department related
BS OR BA in non-department related
AS OR AA in non-department related
CERTIFICATIONS
An approved and accredited department related certification requires an examination or review
to obtain.
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Certifications that will automatically be approved will be listed by the Training Division. Any
additional certifications may be approved or rejected by the educational committee in the future,and
added or subtracted from the list as necessary.
EDUCATIONAL COURSES
Any documented courses given by colleges, Fire/EMS or public safety agencies, or private
companies that are job related and approved by the promotional board.
All employees shall have a folder created in their training file to maintain the documentation of each
employee's education. The Training Division shall review all education courses/certifications to be
used for consideration before the promotional board meets.
It is the responsibility of each employee to present current educational documents for their resume.
If the documentation is not there, it shall not be considered.
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ARTICLE 19
SHIFT EXCHANGE
19.01 Effective the beginning of the first pay period after Union ratification and County approval
of this Agreement,employees may exchange shifts up to a maximum of twelve(12)shifts or
partial shifts of four(4)hours or more and six(6)partial shifts less than four(4)hours each
fiscal year when the change does not interfere with the operations of the Fire Department,
and when prior approval is granted at the discretion of the Emergency Services Director or
his designee. Each shift or partial shift exchange shall be considered an occurrence. Shift or
partial shift exchanges are limited to no more than 3 occurrences consecutively regardless of
the fiscal year they would occur. Any leave contemplated under this Agreement taken
between shift exchanges shall be considered an occurrence towards the 3 consecutive limit,
but not towards the fiscal year total, under this section. Chit forms or any other method
authorized by the Emergency Services Director shall be used for this purpose.
19.01.1 The Emergency Services Director may provide a carve out for education.
19.01.2 The Firefighter Fair Chairman may assign up to seventy (70) full or partial
standby arrangements
19.01.3 The Union President may assign up to seventy (70) full or partial standby
arrangements.
19.01.4 Standby arrangements under Sections 19.01.2 and 19.01.3 are subject to the
limitations in Section 19.02; provided, however, that an employee of equal
classification who has equal or higher qualifications shall be permitted to
work the standby arrangement.
19.01.5 Standby arrangements under Section 19.01.3 of this Agreement shall only be
used for the following:
A. Executive Board Meetings (limited to Local 2201's four principal
officers and Local 2201's shift stewards).
B. General Union Meetings noticed to Local 2201's members.
C. CBA negotiations with the District/Indian River County, including
impasse hearings.
34
D. Grievance step meetings and arbitration hearing under the CBA.
E. Public meetings of the Indian River County Board of County
Commissioners (limited to Local 2201's four principal officers).
F. Conferences, conventions, and seminars relating to union activity.
G. Charitable community events and fundraisers organized by or for the
benefit of a bona fide Section 501(c)(3) non-profit organization,
excluding any and all forms of political activity.
H. Meetings with Local 2201's attorneys regarding District/Indian River
County union matters.
I. Florida PERC proceedings in which Local 2201 is a party.
19.01.6 The seventy(70)full or partial standby arrangements referenced in Sections
19.01.2 and 19.01.3 of this Agreement,are the maximum number allowed per
fiscal year, and any unused standby arrangements shall not be rolled over to
the following fiscal year.
19.02 The exchanging employees shall both be of equal classification, including out-of-rank
eligible. Employees of equal rank and who possess either solo paramedic or ALS lead
qualifications may exchange shifts.Deviations from this provision may only be approved by
the Emergency Services Director or his designee in his sole discretion. Any such approval
shall be on a case by case basis and shall not establish a past practice when considering
future requests.
19.03 The submitted request for a shift exchange shall indicate the shift date that each employee
will work for each other, and the dates shall be within the same fiscal year unless a longer
period is approved by the Emergency Services Director or his designee. Failure to provide
this information will result in the shift exchange being immediately disqualified for
consideration.
19.04 An employee who fails to work the shift exchange as indicated on the submitted request shall
be disqualified from consideration for future shift exchanges for a period of 12 months
35
unless the circumstances for not working meet the approval of the Emergency Services
Director.
19.05 Sick leave will be charged to the employee who agreed to work the shift if the employee who
agreed to work the shift calls in sick.
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ARTICLE 20
SUBSTITUTE EMPLOYMENT
20.01 The Employer agrees not to use,assignor detail members of the bargaining unit as substitute
employees to perform non-firefighting duties except where lives or property are in imminent
danger.
20.02 Furthermore, the Employer agrees to use members of the Vero Beach Volunteer Fire
Department as supplements to the Department only and will not replace a professional
firefighter with a volunteer firefighter.
20.03 Bargaining unit employees shall inform the Emergency Services Director,in writing,of any
outside employment. Outside employment which interferes,or is incompatible,with County
employment may be denied. No outside employment shall be performed less than eight(8)
hours prior to the start of an employee's assigned shift.
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ARTICLE 21
WORKING OUT OF CLASSIFICATION
21.01 An employee required to work temporarily at a rank higher shall receive $30.00 per day
($60.00 per shift)for the period of time the employee actually works(excluding any periods
of leave)worked out of classification. Solo Paramedic and ALS lead are not classifications.
To qualify for working out of classification pay, the employee must work in a higher
classification for a minimum of eleven(11)consecutive hours. On-duty qualified employees
whose name appears on the eligibility list(where one exists) for promotion to the next rank
shall be chosen first to work out of classification. Employees having completed six (6)
months of their promotional trial period may work out of classification if qualified by the
Training Department.
21.02 Employees will be required to work out of classification if qualified when directed by the
department.
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ARTICLE 22
TRANSFERS
22.01 Employees may be allowed, at Departments discretion, to transfer between combat, fire
prevention, and training, rank to rank, if a vacancy exists, provided the employee has the
minimum qualifications for the position. In such a case, the employee shall be paid at the
same pay step in the day shift pay plan commensurate with the position to which the
employee has been transferred.
22.02 Bargaining unit employees may be transferred, at the Department's discretion, to any fire
rescue position and/or shift within the Department. In such a case, the employee shall be
paid at the same pay step in the applicable pay plan commensurate with the position to which
the employee has been transferred. The union shall have the right to bargain over the
economic impacts of the exercise of the Department's discretion in accordance with
applicable law.
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ARTICLE 23
PERSONNEL REDUCTION
23.01 If a personnel reduction is necessary,the Employer shall determine the number of employees
and jobs affected in the bargaining unit and retain employees on the basis of job
qualifications, length of uninterrupted services as a full-time employee(seniority), and job
performance. Other factors being equal in the Emergency Services Director's judgment,
seniority,as defined above,shall prevail. Laid-off employees will be recalled within two(2)
years of the employee's lay-off date before new employees are hired for future vacancies in
the Fire Department, however, the laid-off employee must meet, as a minimum, the basic
qualifications(i.e.,Fire Standards Certification is current,EMT is active,and/or Paramedic
License is active) they held at the time of their separation. Recalled single-role employees
will not be required to enter into an employment agreement to become dual certified if
recalled within the two-year period.
23.02 Laid-off employees shall retain seniority in the Fire Department for a period of two(2)years
after lay-off.
23.03 An employee shall lose seniority if the employee voluntarily quits or is discharged for cause,
immediately upon the employee's last day in a work status. An employee shall be considered
a voluntary quit if the employee is absent three (3) consecutive duty shifts without prior
approval from, or notification to, the Emergency Services Director or his or her designee.
40
ARTICLE 24
I
BEREAVEMENT LEAVE
24.01 Regular full time bargaining unit employees covered by this agreement shall be granted up to
two shifts of leave with pay for death in their immediate family without charge to medical
leave, annual leave, holiday time, or other accumulated time, subject to the terms of the
applicable District Rules and Regulations. At the discretion of the Emergency Services
Director or his designee, employees may split up the two shifts of leave with pay.
24.02 For the purpose of this article, the immediate family shall consist of Spouse, Children and
Step-Children,Parents and Step-Parents,Grandmother,Grandfather,Grandchildren,Brother,
Sister, Mother-in-Law, Father-in-Law, Son-in-Law, Daughter-in-Law, Sister-in-Law,
Brother-in-Law, Grandmother-in-Law, Grandfather-in-Law, Step-brother, Step-sister, or
Legal Guardian of the bargaining unit employee.
24.03 Employees shall be required to provide documentation within 90 days supporting their
request for bereavement leave.
41
ARTICLE 25
HOLIDAYS
The County recognizes the following holidays and any other days authorized by the Board of
County Commissioners under the auspices of the Indian River County Administrative
Policy.
1. New Year's Day
2. Martin Luther King, Jr. Day
3. Good Friday
4. Memorial Day
5. Independence Day
6. Labor Day
7. Veteran's Day
8. Thanksgiving Day
9. Friday after Thanksgiving Day
10. Last working day before Christmas
11. Christmas Day
25.02 Non-shift employees shall be given time,off with pay for the above holidays on the County
observed day. If a non-shift employee works the holiday, the employee shall be paid the
overtime rate at time and one-half for the time worked.
25.03 Shift employees not required to work on a holiday will receive twelve(12)hours pay at their
regular rate for the pay period within which each holiday falls. Shift employees who are
required to work on a holiday shall receive twelve (12) hours of overtime pay, as holiday
pay, in addition to their twenty-four(24) hours of regular pay.
25.04 An employee must be on active pay status, or approved leave on the regularly scheduled
working day immediately prior to a holiday and the regularly scheduled working day
immediately following a holiday in order to qualify for the holiday time.
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ARTICLE 26
MEDICAL LEAVE AND DISABILITY LEAVE
26.01 ELIGIBILITY
A. Full-time permanent non-shift employees earn medical leave at the rate of one (1)
work day per month starting the first full month of employment. Shift employees
shall accrue medical leave at the rate of one day(12 hours)per month. For purposes
of computation,one full 24-hour shift will be equal to two(2) 12-hour medical leave
days.
B. Medical leave may be taken as earned during the employee's probationary period.
C. Frequent claiming of benefits under this rule will constitute grounds for the
assumption by the Emergency Services Director that the physical condition of the
employee is below the standard necessary for the proper performance of duties.
Likewise,evidence of malingering or the abuse of this benefit will constitute grounds
for prompt dismissal or disciplinary action by the Emergency Services Director.
Employees suspected of abusing leave will be placed on notice and will be required
to submit a doctor's note upon their return to work. Abuse of leave shall be defined
as three occurrences in a 90 day period. For shift employees, each shift or partial
shift that the employee is absent shall be an"occurrence."
26.02 EARNING OF MEDICAL LEAVE
An employee on medical leave for more than fifteen(15)consecutive working days shall not
accrue medical leave for that period of time.
26.03 ACCRUAL
A. For employees hired before the beginning of the first pay period after Union
ratification and County approval of this Agreement, medical leave may be
accumulated for a total of no more than one hundred (100) days at the employee's
anniversary date.
43
B. For employees hired on or after the beginning of the first pay period after Union
ratification and County approval of this Agreement,medical leave shall not exceed
fifty(50) days at any time.
26.04 USE OF MEDICAL LEAVE
MEDICAL LEAVE MAY BE GRANTED FOR THE FOLLOWING PURPOSES:
- A. Personal injury, pregnancy or illness not connected with work.
B. Medical, dental, optical or chiropractic examination or treatment. (Refer to
"D" for members of employee's family.)
C. Exposure to a contagious disease which would endanger others.
D. Illness of a member of the employee's immediate family who lives
permanently in the same domicile which requires the personal care and
attention of the employee. No more than five(5)working days a year may be
taken for this purpose without approval of the Director of Emergency
p g Y
Services (see definition of immediate family in Article 24).
E. Events in accordance with the Family and Medical Leave Act of 1993.
26.05 REQUEST FOR LEAVE
A. To receive compensation while absent on medical leave, the employee shall notify
the employee's immediate supervisor or Emergency Services Director prior to or as
soon as possible after time set for beginning the daily duties. An employee in a unit
operating on a twenty-four (24) hour basis must notify the department within the
time limit established by the Director of Emergency Services.
B. Medical leave used adjacent to any other approved leave will not be authorized
unless the employee submits medical certification at least 24 hours prior to reporting
for work.
C. Use of medical leave in the last 30 days of employment with the County shall not be
permitted unless approved by the Emergency Services Director or his designee.
D. Any request for scheduled medical leave authorized under Article 26.04(B)shall be
requested 72 hours in advance.
44
26.06 CHARGING LEAVE
A. For shift employees,medical leave time shall be charged to the employee in 24-hour
increments unless the employee has requested approval 72 hours in advance and
received approval from the Emergency Services Director or his designee to useless
than 24 hours.
B. For shift employees who have received approval for less than 24-hour increments,
medical leave will be charged in not less than one(1)hour minimum period for time
less than one (1) day.
C. Employees who are unable to complete their shift due to illness shall provide medical
certification at least 24 hours prior to reporting back to work or the absence will be
considered unapproved.
D. For non-shift employees,medical leave time shall be charged to the employee on an
hour for hour basis for approved absences. No more than one absence per work day
may be charged.
26.07 RETURNING FROM MEDICAL LEAVE
A. Employees on medical leave for 21 calendar days or more shall provide medical
certification stating they are fit for duty at least 24 hours prior to reporting for work.
26.08 SPECIAL CONSIDERATION FOR PRUDENT USE OF MEDICAL LEAVE
Medical leave accumulated in excess of one hundred (100) days prior to the employee's
anniversary date shall be compensated by paying the employee by the middle of the month
following the month in which the employee's anniversary date occurs for such excess leave
at the employee's regular hourly straight time pay.
26.09 MEDICAL LEAVE PAYMENT UPON SEPARATION FROM SERVICE
A. Employees hired on or after the beginning of the first pay period after Union
ratification and County approval of this Agreement,and who have ten or more years
service with the County at the time of separation,shall receive 100%of the base rate
of pay for one-half of all unused medical leave,up to a maximum of twenty-five(25)
days, upon retirement or death.
45
B. Employees hired prior to the beginning of the first pay period after Union ratification
and County approval of this Agreement shall receive 100%of the base rate of pay for
all unused medical leave, up to a maximum of one hundred (100) days, upon
retirement in accordance with existing retirement plans or death.
26.10 Disability leave with pay shall be provided by the Employer on the following basis:
A. The disability resulted from an injury or an illness sustained directly in the
performance of the employee's work, as provided in the State Workers'
Compensation Act.
B. If incapacitated for his or her regular position, the employee may be given other
duties with the Fire Service for the period of recuperation,provided the employee's
medical condition permits. Unwillingness to accept such an assignment as directed
by the Director of Emergency Services will make the employee ineligible for
disability leave during the time involved.
C. A physician selected by the County may be used to determine the physical ability of
the employee to continue on disability leave or to return to work.
D. Except as may be modified by Article 26.11, if the disability leave is approved, the
first seven (7) days of the leave will be charged to the employee's medical leave or
the annual leave account. After the first seven(7)days,the employee will be entitled
to normal Workers' Compensation only, unless the employee elects to supplement
such Workers'Compensation benefits with any accrued medical or annual leave he
or she may have. In no case shall the employee's total compensation from county
pay and Workers' Compensation exceed his or her normal compensation.
E. No new medical leave shall be accumulated during the period an employee is off the
job due to injury.
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F. At any time during the period of disability,any case may,upon request,be reviewed
by an authorized County physician who shall provide the Director of Emergency
Services with an assessment on the likelihood of the employee returning to work.
26.11 In the event of a combat injury,generally defined as occurring from the point of alarm to the
return to station, an employee will be paid an amount equal to the employee's normal
earnings by use of District funds or a combination of District funds and Workers'
Compensation without charge to the employee's medical or annual leave. This coverage will
be extended to other hazardous activities, if approved by the Director of Emergency
Services, after a request for approval of such paid disability has been made by the union
president. The Director's approval shall not be unreasonably withheld.
26.12 Bargaining unit employees shall not be entitled to light or restricted duty for non-duty related
illness, injury, or condition (such as pregnancy), except as required by applicable law.
26.13 Bargaining unit employees shall be eligible for Family and Medical Leave, in accordance
with, and under the terms of, the Family and Medical Leave Act of 1993 (FMLA). FMLA
leave shall run concurrently with all other paid and unpaid leave for FMLA-qualifying
absences,and all absences from work for FMLA-qualifying reasons,whether paid or unpaid,
will be charged against the employees' FMLA leave allotment. Employees on Family and
Medical Leave are required to use all paid leaves before going on leave without pay.
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ARTICLE 27
INSURANCE BENEFITS
27.01 The County shall provide insurance for all bargaining unit employees and their dependents in
the same manner as the County's general non-bargaining unit employees, including the
retiree health insurance subsidy, hospitalization, and medical insurance.
27.02 The County shall maintain in full force and effect,and pay all premiums for,a life insurance
policy on the life of each employee, payable to a beneficiary designated by the respective
insured employee. Such life insurance policy shall be based on an amount equal to the
employee's annual salary to the nearest high thousand as of the month following the payroll
change.
27.03 Separation shall be effective as of the date of death. All compensation and benefits due to
the employee as of the effective date of separation shall be paid to the beneficiary,surviving
spouse, or estate of the employee as determined by law or by executed forms in the
employee's personnel folder.
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ARTICLE 28
ANNUAL LEAVE
28.01 Employees in the bargaining unit shall be entitled to accrue paid annual leave on the
following basis:
1. Eleven (11) working days vacation for shift employees and ten (10) working days
vacation for non-shift employees shall be earned each year for the first five(5)years
of continuous employment commencing with the anniversary date.
2. Sixteen (16) working days vacation for shift employees and fifteen (15) working
days vacation for non-shift employees shall be earned at the start of the sixth year of
continuous employment through the end of the tenth year of continuous employment.
3. For each additional year of continuous employment, employees hired prior to the
beginning of the first pay period after Union ratification and County approval of this
Agreement shall earn an additional day of vacation up to a maximum of twenty-one
(21) days per year for shift employees and twenty (20) days per year for non-shift
employees:
CONTINUOUS EMPLOYMENT ANNUAL DAYS EARNED
SHIFT NON-SHIFT
11 YEARS 17 DAYS 16 DAYS
12 YEARS 18 DAYS 17 DAYS
13 YEARS 19 DAYS 18 DAYS
14 YEARS 20 DAYS 19 DAYS
15 YEARS 21 DAYS 20 DAYS
28.02 For employees hired prior to the beginning of the first pay period after Union ratification and
County approval of this Agreement, forty-two (42) days may be carried over from year to
year; and for employees hired on or after the beginning of the first pay period after Union
ratification and County approval of this Agreement, thirty (30) days may be carried over
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from year to year; however, an employee shall not be allowed more than thirty (30) days
annual leave in a one-half(1/2) year period.
28.03 For employees hired prior to the beginning of the first pay period after Union ratification and
County approval of this Agreement, employer rules and regulations will apply regarding
notification and/or pay for annual leave earned above 500 hours. Employees retiring after
entering the DROP will be eligible to receive up to 300 hours of leave upon separation.
Employees hired on or after the beginning of the first pay period after Union ratification and
County approval of this Agreement will be eligible to receive payment for accrued annual
leave up to 500 hours,or the maximum hours allowed by the Florida Division of Retirement
at the time, whichever is less, in total.
28.04 Employees with the most time in total service years will be given preference when granting
annual leave,during the seniority months(November,February,May,August). Bargaining
unit employees may cancel annual leave that has been approved through the Seniority Month
selection process either during the Seniority Month in which it is granted, or at any time up
to six (6) weeks prior to the date that the annual leave is to be taken, whichever is greater.
Annual leave that has been approved through the Seniority Month selection process may not
be cancelled other than as provided in Article 28.04, except as authorized in writing by the
Emergency Services Director, or designee, in his sole discretion. The Emergency Services
Director's decision to authorize or not authorize the cancellation of annual leave shall not be
grievable. Notwithstanding their ability to cancel annual leave as provided in Article 28.04,
bargaining unit employees who use the Seniority Month selection process shall continue to
be required to use a minimum of two consecutive shifts of annual leave.
28.05 Non-shift employees shall receive one(1)personal day to be used within each calendar year
in accordance with the vacation policy.
28.06 Non-shift employees shall be allowed to utilize annual leave in one (1) hour increments.
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ARTICLE 29
LEAVE OF ABSENCE WITHOUT PAY
29.01 The decision to grant leave without pay (leave of absence) is a matter of administrative
discretion. It shall be incumbent upon the Emergency Services Director to weigh and
determine each case on its own merit. Any leave of absence for a period of thirty(30)days
or more must have the approval of the Emergency Services Director. Any appointment
made to a position vacated by an employee on leave without pay shall be conditional upon
the return of the employee on leave.
29.02 Any employee granted a leave of absence shall contact the Emergency Services Director at
least two (2) weeks prior to the expiration of the approved leave in order to facilitate the
reinstatement process.
29.03 Failure to return to work at the expiration of the approved leave shall be considered as a
resignation.
29.04 No medical leave or annual leave will be earned by an employee for the time that the
employee is on leave without pay.
29.05 Leave without pay shall not constitute a break in service, but time off will not be credited
toward retirement.
29.06 Fringe benefits can be continued at the expense of the an on employee leave of absence
Y
over thirty (30) days.
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ARTICLE 30
COURT DUTY
30.01 COURT LEAVE
A. Employees attending court as a witness on behalf of a public jurisdiction or
for jury duty during their normal working hours shall receive full pay equal
to their normal work schedule for the hours they attend court.This time shall
be
charged as paid court leave. Remuneration paid by the court shall be turned
over to the Employer.
B. All permanent full-time employees subpoenaed to attend court on behalf of
the Employer are eligible for paid court leave. Any remuneration paid by a
third party in conjunction with such appearance shall be turned over to the
Employer.
C. Those employees who become witnesses, plaintiffs, or defendants in the
matters unrelated to the Employer are not eligible for paid court leave.
Employees who are parties against the County in any proceeding, or who
appear without subpoena as witnesses for a party against the County in any
proceeding are not eligible for paid court'leave.
D. Nonexempt employees who attend court representing the Employer on their
day off will be compensated in accordance with the overtime provision.
However, every attempt should be made not to schedule a court appearance
on the employee's day off.
E. Employees who attend court for only a portion of a regularly scheduled work
day are required to report to their supervisor within a reasonable period of
time of being excused or released (other than for the night) by court. The
failure to so report will be cause for disciplinary action,including termination
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of employment. Employees released for the night who are required to report
back to the court following day shall not be required to return to work.
F. Employees who attend court on behalf of the County, while on scheduled
vacation,may be allowed to take additional leave with pay for the court time.
G. In the event a holiday occurs during the period of an employee's jury duty,he
or she shall receive pay for the holiday.
H. All court attendance must be verified before an employee shall be
compensated. Monies received from court appearances will be turned over to
the Employer.
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ARTICLE 31
OVERTIME
31.01 DISTRIBUTION OF OVERTIME
All overtime will be distributed equally by classification to the best ability of the supervisor
in charge, except where operational needs dictate otherwise, using a computer-generated
overtime list or graphical presentation posted daily in real time by the supervisor in charge as
a guide for such distribution. In compiling the posted overtime list,the following conditions
will be adhered to:
A. All assigned overtime hours worked b the employee will be included in
g Y
totals shown on the above posted list.
B. When an employee enters a new classification,the employee will be placed
on the overtime list at the highest overtime of the classification entered.
C. If an employee refuses overtime which the Employer gets someone else to
perform,the overtime will be charged against the employee who refused. If
an employee is in line for an overtime assignment because of the position on
the overtime list, the employee will not be charged as having refused the
assignment if the employee cannot be contacted.
D. If an employee is on approved leave, other than Kelly Day, they will not be
offered overtime. This is not to be interpreted as meaning that an employee
is not subject to call-back while on approved leave. For distribution of
overtime purposes an employee shall be considered on approved leave from
the time the employee finishes work on the last scheduled work day before
going on vacation until the employee's scheduled starting time on the first
scheduled work day after the employee's vacation.
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E. At the end of the payroll period nearest the end of each fiscal year, the
accumulated overtime of the lowest employee, in each classification
(excluding employees who are ineligible for overtime) shall be deducted
from the overtime standings of all others in the classification at that location.
F. It is expressly understood that reliable, prompt service is a priority
responsibility to the public we serve. It is expected that all employees will
respond when an emergency or bona fide need exists. The failure to so
respond, except as covered in (D) above, will be cause for disciplinary
action, including termination of employment.
31.02 PROPER FILLING OF AND DISTRIBUTION OF OVERTIME
A. All call-out overtime will be filled by the off going shift. Prearranged overtime
shall be offered to employees with the lowest hours of that classification. The
Captain shall attempt contact with up to three employees with the lowest hours in
that classification. If unable to contact and/or secure consent to accept
assignment to prearranged overtime hours, the Captain may hold over other
qualified employees.
B. Overtime will be called within the classification creating the overtime first. Solo
Paramedic and ALS lead are not classifications. If all employees within that rank
refuse then only those employees one classification below who can work out of
rank will be called. If those employees refuse,then the employee with the lowest
number of occurrences as reflected on the mandatory overtime list within the
original classification causing the overtime and not on approved leave will be
assigned the overtime in a mandatory status.
C. At the beginning of the first pay period after ratification of this Agreement by
both parties,mandatory overtime lists will be established for each bargaining unit
classification based upon inverse seniority(from least senior employee to most
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senior employee) within the classification. When employees are promoted to a
classification,they shall be placed into the list based on their date of hire. Each
mandatory overtime assignment worked in the amount of 12 or more continuous
hours shall be counted as an occurrence. After each occurrence, the employee
shall be moved to the bottom of the list. If an employee is ineligible to work the
mandatory overtime assignment, they will not be charged an occurrence.
Employees who, for 30 consecutive calendar days or longer, are on workers
compensation leave, workers compensation/medical light duty assignments,
FMLA,or sick leave will have mandatory overtime occurrences credited to them
as their names come up within the rotation so that they are not required to work
multiple mandatory overtime assignments when they return to full duty.
D. The Emergency Services Director may authorize a special event assignment
when needed under special circumstances. The staffing of these events will be
handled as outlined in Article 31. Mandatory overtime assignments pursuant to
this subsection (D) shall be considered an occurrence of mandatory overtime
regardless of the number of hours.
31.03 CALL-OUT AND PREARRANGED OVERTIME
A. When an employee is required to report for work at a time other than the
employee's regular work schedule, it shall be considered:
1. A call-out,if the employee has less than twelve(12)hours'notice by
the Emergency Services Director or authorized representative; or
2. Prearranged overtime if the employee has twelve(12)hours'or more
notice.
B. On a call-out, the employee shall be paid a minimum of three (3) hours at ,
time and one-half as time actually worked, except that if the employee is
called out before the employee's regular starting time and works through the
employee's regular work period, then only time actually worked shall be
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allowed. Time shall start at time of initial contact(unless the employee fails
to report to work within a reasonable period of time after contact,whereupon
time shall start at a reasonable period of time before appearing at work) for
purposes of computing time worked and/or paid and shall end upon sign-off
at work headquarters.
C. In the case of prearranged overtime,the employee shall be paid a minimum
of four(4)hours at time and one-half as hours worked(except in the case of
meetings,two (2)hours),except if the employee is required to report before
the employee's regular starting time and works through the employee's
regular work period or is required to continue after the employee's regular
quitting time, then only time actually worked or spent in meetings shall be
allowed.Pay under this paragraph cannot be converted to compensatory time.
D. No employee will be called back to work during the employee's vacation
period, unless an extreme emergency has been declared.
1. An employee's vacation period will begin on the instant the employee
finishes the last hour of regularly scheduled work.
2. An employee's vacation period will end on the first hour of the
employee's scheduled return to work date.
3. In the event an employee is called back from vacation out of town,
the District will assume all costs involved in transporting the
employee to and from the vacation site.
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ARTICLE 32
MILEAGE ALLOWANCE
32.01 Employees temporarily assigned from one station to another station necessitating travel
between stations will be compensated at the County's reimbursement rate if the employee
chooses to use the employee's personal vehicle. Employees who choose this option must
comply with the minimum county insurance requirements. If the employee chooses not to
use the employee's own personal vehicle, it shall be the responsibility of the District to
provide transportation between stations and back.
32.02 Application for mileage reimbursement and/or travel must be made within thirty (30)
calendar days of the reimbursable travel. No mileage reimbursement will be paid in the
absence of a timely request.
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ARTICLE 33
INCENTIVE PAY
33.01 An employee of the District who has successfully completed a certified diver's course and
self paid the expenses shall be given a pay increase of twelve dollars ($12.00) bi-weekly.
33.02 An employee of the District who has successfully completed a certified Smoke Diver's
Course and self paid the expenses shall be given a pay increase of twelve dollars($12.00)bi-
weekly.
33.03 A. An employee of the District who has completed a total of eighty (80) hours in
courses approved by the Educational Committee will receive a pay increase of ten
dollars ($10.00)bi-weekly. The courses for which the employee seeks educational
incentive pay must be approved by the Educational Committee prior to enrollment.
There will be a maximum of four(4) eighty hour blocks per employee.
B. The hours involved in the Fire Fighters State Minimum Standards Basic Recruit
Training are excluded from this agreement.
C. The Educational Committee will consist of the Fire Chief Deputy Fire Chief and two
p
(2) members of the bargaining unit. Should the vote of the Committee end in a tie,
the Fire Chief shall be given another vote to break the tie. This committee will
establish criteria for sections 33.08 and 33.09.
33.04 All personnel that are certified in Heavy Rescue as of 09/30/85 will continue to receive
twelve dollars ($12.00) bi-weekly for that certification.
33.05 The incentives offered in this article(from 33.01 through 33.04) shall be available only for
employees who have qualified for the particular incentives by March 24, 1994.
33.06 An employee who is qualified and certified as a Paramedic may assume the duties of the
E.M.S. Coordinator or Training Officer and shall receive a pay increase of sixty dollars
59
($60.00) bi-weekly. There will be a maximum of six (6) E.M.S. Coordinators or Training
Officers in the department.
33.07 Four (4) Special Operations F.T.O.s per shift, total of 12 slots, shall receive sixty dollars
($60.00) biweekly. FTO assignment shall be made by management on a fiscal year basis.
Employees who are not selected to retain FTO status will not be eligible to continue to
receive the biweekly incentive.
33.08 Sixty(60) Special Operations (Technician Level)per shift consisting of 10 High Angle, 10
ARFF,20 Haz Mat,20 Rescue Diver,for a total of 180 slots,shall receive thirty-five dollars
($35.00) biweekly, so long as they maintain their certifications. Only one incentive per
person.
33.09 Non-shift employees shall be eligible for one(1)pay increase of twenty-one dollars($21.00)
biweekly.(maximum of six individuals)when they become certified in one of the following
areas:
State of Florida Instructor II or III
State of Florida Inspector II or NFPA Certified Inspector I
State of Florida Investigator 11 or IAAI Certified Investigator
NFPA Certified Fire Plan Examiner I or NFA Plan Review for Inspectors
33.10 Effective October 1,2016,there will be no more Solo Paramedic incentive slots created and
Solo Paramedic incentive slots that are vacated will not be filled. Individuals currently
filling a Solo Paramedic incentive slot and receiving Solo Paramedic incentive will be
grandfathered in and continue to receive the Solo Paramedic incentive pay and be eligible to
progress in accordance with the grandfathered schedule below.
Months of Service Non 7(k) Exem_pt 7(k) Exempt
o 0-36 months $10.80/day $12/day
o 37—72 months $15.12/day $16.80/day
o Over 72 months $19.44/day $21.60/day
The amount of additional pay for grandfather Solo Paramedic status shall be paid bi-weekly
as long as the employee maintains their solo paramedic status.
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33.11 When needed to staff ALS stations and/or apparatus, the County may assign qualified
individuals to work as the ALS lead. One ALS lead will be assigned per ALS apparatus.
Qualified individuals are those individuals who are grandfathered in and receiving Solo
Paramedic incentive and those individuals who are approved by the Medical Director.
Individuals serving as the ALS lead, who are not already receiving Solo Paramedic
incentive, shall be paid a $1.00 per hour incentive pay for each hour working as the ALS
lead in FYI 6/17, $1.25 per hour incentive pay for each hour working as the ALS lead in FY
17/18,and$1.50 per hour incentive pay for each hour working as the ALS lead in FYI 8/19.
The ALS lead is an assignment not a classification. Assignment is made in the sole
discretion of management and is not subject to equal distribution among eligible individuals.
If qualified by the Medical Director, the employee may not reject the assignment.
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ARTICLE 34
SALARIES
34.1 Upon receiving Firefighter certification, Paramedic I will be placed in the Dual
Certified pay scale, effective the first day of the next 28-day cycle. Upon becoming
Firefighter certified ALS personnel will be converted using a 52.5%rate. They will be
placed in the step plan based on their years of service. In the event that the
converted pay rate is higher than the step they are placed in,their pay will remain at the
converted rate until such time that the range or their subsequent step increase is greater
than the converted rate of pay.
New hires who possess only firefighter certification and do not possess paramedic
certification will be hired in at$2,000 below the entry level for a dual certified positions
and will be required to become dual certified within 12 months of hire. Upon
attainment of dual certification,their pay will be increased to the entry level rate for a
dual certified position.
34.2 Bargaining unit employees will be provided wages as follows:
A. For Fiscal Year 2016-17, effective October 14,2016,which is the first full pay period
in October, all bargaining unit employees shall receive a 3% general wage increase
(except single certified probationary employees whose pay shall be adjusted to remain
at$2,000 below the entry level for a dual certified position). The general wage increase
will adjust the minimum and maximum of the respective pay plan.
B. For Fiscal Years 2017-18 and 2018-19,the parties mutually agree to reopen this section
and collectively bargain future general wage increases and pay scale adjustments for the
remainder of the term of this Agreement. Such negotiations shall commence on or before
June 15'h of each year,unless the parties mutually agree to a later date.
C. Effective the first full pay period of April 2017, April 2018, and April 2019 all non-
topped out bargaining unit employees, except new hires who have not attained dual
certification, will proceed to the next step of their respective pay plan. Topped-out
62
employees shall receive a$1,000 lump sum payment not added to their base pay to be
paid in the first full pay period of April 2017. Topped-out employees shall receive a
$1,000 lump sum payment not added to their base pay to be paid in the first full pay
period of April 2018.Topped-out employees shall receive a$1,200 lump sum payment
not added to their base pay to be paid in the first full pay period of April 2019. New
hire employees, who have not attained paramedic certification as of the first full pay
period in April 2017,will not advance to the next step of their respective pay plan until
paramedic certification is attained (not to exceed 12 months from date of hire). This
new hire provision will also extend to new hires in April 2018 and April 2019 who have
not attained paramedic certification as of the first full pay period in April of each year.
Upon attainment of paramedic certification, their pay will be increased to the entry
level rate for a dual certified position and the employee will receive the step increase
effective the first full pay period following attainment of the paramedic certification.
D. Step moves,cost-of-living increases, general wage increases,pay scale adjustments or
lump sum payments, if any, after September 30, 2019 shall be established through
collective bargaining for a successor Agreement.
E. In the event of promotion,the employee shall move to the same step of the pay plan for
the higher rank on the first day of the pay period nearest to the date of promotion.In the
event the same step of the pay plan does not exist for the higher rank, the
employee shall move to the lowest step of the higher rank and shall not be eligible to
receive the first subsequent step increase provided in 34.2 C.
34.3 The County shall indemnify,exonerate,and save harmless the Union from any claims
and/or judgments against the Employer and/or Union based upon the application of the
FLSA 207(k) exemption. The Employer shall give written notice to the Union by
registered mail addressed to the President of the local of any claim, action, suit, or
proceeding brought by an employee,person,firm,or corporation against the Employer
based in whole or in part based upon the application of the FLSA 207(k)exemption. The
County shall defend the said claim, action, suit, or proceeding against the County or
against the Union at its own cost and without expense to the Union.
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34.4 Employees who retire under regular FRS guidelines after the termination date of this
agreement but prior to the ratification of a new agreement will be eligible for
retroactive payments calculated in the same manner as other bargaining unit
employees.
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II
ARTICLE 35
DOCUMENTS
35.01 The Employer agrees to provide one(1) copy of each of the following documents to the
Union without charge:
A. Proposed budget,and final budget for the County. Budget changes and amendments
for the department.
B. Year end financial statement for the Department.
C. Administrative orders,regulations and personnel policies relating to bargaining unit
employees.
D. Revisions to the Department Rules and Regulations Manual and Department
Standard Operating Procedures.
35.02 The employer agrees to provide a copy of the Department Rules and Regulations and
Department Standard Operating Procedures, with all revisions thereto, to each station.
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ARTICLE 36
EQUAL EMPLOYMENT POLICIES
36.01 It is the continuing policy of the District to promote the concepts of equal opportunity for
all of its employees and applicants for employment.
36.02 The District will continue to recruit,hire,train,and promote,on merit principles,persons
in all job classifications without regard to race, color, religion, sex or national origin,
except where sex is a bona fide occupational qualification.
36.03 Decisions on employment will be based on the principles of equal employment
opportunity.
36.04 All personnel actions such as compensation, benefits, transfers, layoffs, return from
layoffs, sponsored training, education, social and recreational programs, will be
administered without regard to race, color, religion, sex or national origin.
66
ARTICLE 37
DURATION AND RENEWAL
37.01 This Agreement shall be in full force and effect from the date of ratification by both
parties to September 30,2019. This Agreement shall continue in effect from year-to-year
thereafter unless amended or terminated in the manner hereinafter provided. Either parry
desiring to amend or terminate this contract shall notify the other party in writing by
February 1 of the year in which the contract expires.
37.02 If the parties do not reach agreement by contract expiration, the existing terms and
conditions shall continue until a new Agreement is reached or the impasse is resolved.
37.03 The Employer shall not reduce the staff levels as they existed upon the signing of this
agreement,with the exception that staff levels may be reduced only as a result of attrition
and the Employer will not institute layoffs in the event it limits its fire fighting activities.
37.04 The Employer agrees that its operations, or any part thereof, shall not be merged,
assigned or otherwise transferred without first securing the agreement of the new
employer to assume the Employer's obligations under this Agreement.
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SIGNATURE PAGE
INDIAN RIVER COUNTY FIREFIGHTERS/ INDIAN RIVER COUNTY
PARAMEDICS ASSOCIATION, EMERGENCY SERVICES DISTRICT
LOCAL 2201, I.A.F.F.
d 6' 44--- � p,
G, -
Pre identirman, Joseph E. Flescher
Negotiating Committee Member Yard of County Commissioners
Negoti 'ng Committee Member Jason BUown Administrator
ATTEST. effrey R. Smith, 9kerk of
C rt and C of r
BY* _
Negotiating Committee Member r:gpifty Clerk
Negotiating Committee Member
DATE S/,9,1/ r/ DATE May 16, 2017
Ratified by the Union on the
�l day of , 2017
Confirmed by:
John O'Connor
President
68
Attachment A
Indian River County, Florida
Emergency Services District
Sixty(60)Day Notice of
Drug-Free Workplace Program
For Local 2201,IAFF Collective Bargaining Unit Employees
The District is committed to maintain a safe,healthy,and productive work environment for its employees;to provide
professional services for its citizens; to maintain the integrity and security of its equipment and workplace; and to
perform all these functions in a fashion consistent with the interests and concerns of the community.
The District believes that there is potential for serious consequences to your employment security,and our business,due
to drug and alcohol use and/or abuse by employees,which has been shown to increase safety risks and absenteeism while
decreasing productivity and quality.
Pursuant to the District's philosophy and goals,it is codifying a Drug-Free Workplace Program to ensure that we will
have a drug-free workplace.This program is intended to satisfy the Drug-Free Workplace Program requirements set forth
in 440.102,Florida Statutes,and Rule 59A,Florida Administrative Code.
It is the policy of the District that unlawful possession, use,being under the influence, consumption, sale,purchase,
distribution,dispensation,or manufacture by any employee of alcohol or any illegal drugs or illegally obtained drugs in
the workplace,on District premises,or within its facilities,in the conduct of District-related work off District premises,
or when operating District vehicles on or off duty is strictly prohibited and will be grounds for immediate termination.
Nor will the District permit any employee to report to work or to perform his or her duties while taking prescription or
non-prescription medication which adversely affects the person's ability to safely and effectively perform his or her job
duties.Employees are required to notify supervisors of all such medication use.It is a condition of employment to abide
by the terms of this policy.
In furtherance of its Drug-Free Workplace Policy, the District will institute drug and alcohol testing procedures
beginning October 1, 1998.Under this testing program,special-risk and safety-sensitive candidates for employment,as
well as current employees under certain limited circumstances(i.e.,for cause,fitness for duty and post accident),will be
subject to alcohol and drug testing.A complete copy of the District's Drug-Free Workplace Program will be provided to
each employee and applicant in advance of the program's commencement date.
It is the District's desire that individuals voluntarily address and resolve any drug and alcohol-related problems on a
confidential basis. Should an employee realize that he or she has developed a dependence on drugs, alcohol, or any
controlled substance,he or she is advised to seek rehabilitation voluntarily(without disciplinary penalty),prior to any
management action.
In order to provide an effective means of helping employees deal with drug/alcohol use and/or abuse,which may be
interfering with their job performance, the District has an Employee Assistance-Program (EAP) provider, Health
Advocate (EAP), which offers employees and their families substance abuse treatment and rehabilitation services.
Information on these services is available from the District at 567-8000,extension 225 at the Director's Office,Fire Chief
at 562-2028,or the EMS Chief at 567-3160.
We would like to have the opportunity to answer any questions anyone might have prior to the effective date of the
program. If you would like to discuss the policy (on a confidential basis), please contact the-Emergency Services
Director,or his or her designee,at any time.
69
We do appreciate your work on behalf of the District and ask your assistance in keeping the work ac ree of alcohol
and drug-related problems.
Ja on B own,County Administrator
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Policy Statement
To ensure a workplace free from the influence of illegal drugs and alcohol abuse,the following revised policy has been
established.As in the past,the policy applies to all employees,supervisors,and managers.Any violation of the Policy
will result in discipline,up to and including termination of employment.
The District is committed to providing a safe work environment for employees,guests,community,and the public.The
abuse of alcohol and drugs is a national problem which impairs the safety and health of employees,promotes crime,and
harms the community.In order to maintain the highest standards of morale,productivity and safety in its operations,the
District has previously implemented a drug and alcohol free workplace policy.With the cooperation and assistance of its
employees,the District will continue its program designed to provide a safe workplace environment free from drugs and
alcohol use and/or abuse.
The District recognizes that alcohol and drug dependency require medical supervision and treatment if there is to be
successful rehabilitation.The District's desire and intent is to encourage any employee with alcohol or drug dependency
to enter,voluntarily, a drug or alcohol rehabilitation program. It is the responsibility of each employee to initiate and
obtain assistance before any difficulties with drugs or alcohol affects his or her work.Accordingly-
This policy satisfies the requirements of the Florida Drug-Free Workplace Program,as provided in Section 440. 101,et
sec., Florida Statutes. This Drug-Free Workplace Policy and Work Rules require all employees to be free from the
influence of drugs and alcohol while working or while in District property. The use,possession, sale,distribution, or
manufacture of any drugs,and/or the unauthorized possession and/or use of alcohol,while working or while on District
property,is prohibited.
All special risk and safety sensitivejob applicants will be tested for drugs prior to being employed.All employees will be
subject to drug and alcohol testing upon reasonable suspicion,as defined herein,and as a follow-up to release from a
rehabilitation program.All employees are encouraged to be aware of the effects of,and to advise their supervisor when
taking,prescription medication which may affect their performance at work.
71
Rules on Drugs and Alcohol
Employees of the District are hereby notified that it is a condition of employment for each employee to
refrain from reporting to work or working with the presence of drugs or alcohol in his or her body.
It is not the intent of the District to intrude into the private lives of its employees.However,the effect of drug and alcohol E
use,abuse,and/or dependency on safety,work quality,increased medical expenses,and lost productivity requires that
this policy be implemented.The following rules apply under the District policy:
1.0 Pre-Employment Conditions
1.1 The following pre-employment conditions are established to determine the suitability of
employees to work for the District.
1.2 All job applicants must submit to a drug test prior to starting employment in that position.
Any job offer which a job applicant may receive from the District is contingent upon the
applicant successfully completing the drug test.
1.3 Any job applicant who refuses to submit to drug testing as part of the pre-employment
testing process will be refused employment.Any job applicant who tests positive for drugs
will be refused employment at that time.Confidentiality will be maintained pursuant to this
Policy.
1.4 The District will not discriminate against an applicant for employment because of the
applicant's past addiction to drugs or alcohol.It is the current use/abuse of drugs or alcohol
that will not be tolerated.
2.0 Conditions of Continuing Employment
2.1 Each employee will receive a copy of the Drug-Free Workplace Policy and must abide by the
Policy. The rules contained in the Policy are to be considered conditions of continuing
employment and are to be consistently followed. Any violation of these conditions of
continuing employment will result in disciplinary action,up to and including termination of
employment.
3.0 Prohibition of Possession etc.
3.1 The unlawful manufacture,distribution,dispensation,possess,sale,or use of any drug or un
prescribed, controlled substances and/or unauthorized possession or usage of alcohol by
employees while working or when on any District property, including parking lots, are
strictly prohibited.
4.0 Prohibition of Drug or Alcohol Use
41 All employees are prohibited from being at work or on District property,including parking
lots, with the presence of any drug or its metabolite, as set forth herein, in the employee's
body. Any employee who has a confirmed positive test of a drug or its metabolite at the
levels defined herein will be presumed to be under the influence of a drug and in violation of
District Policy.
4.2 All employees are prohibited from being at work or on District property,including parking
lots,with the presence of alcohol,as set forth herein,in the employee's body.Any employee
who has a confirmed positive test of alcohol at the levels defined herein will be presumed to
be under the influence of alcohol and in violation of District Policy.
72
I�
5.0 Requirements to Report Medication Use
5.1 The District does not prohibit the use of a drug(prescribed medication)which has a currently
accepted medical use,provided:
(a)The drug is prescribed or authorized for an employee by a licensed practitioner; and
(b) The use of the drug at the prescribed or authorized level is consistent with the safe
performance of the employee's duties;and
(c)The drug is used at the dosage prescribed or authorized.
5.2 Employees are encouraged to notify their immediate supervisor when reporting for work or
during the course of a work shift if the use of any prescription or non-prescnption medication
may adversely affect his or her ability to satisfactorily and safely perform his normal job
duties(e.g.,including but not limited to drowsiness).Employees in safety sensitive or special
risk positions are required to provide their supervisor with such information.
6.0 Employee Drug and Alcohol Testing
6 1 Employees will be required to submit to drug and/or alcohol testing upon reasonable
suspicion as defined in this Policy and after release from a drug or alcohol rehabilitation
program unless the employee voluntarily entered the program. If follow up testing is
required,it must be conducted at least once a year for a 2-year period after completion of the
program.Advance notice of a follow up testing date must not be given to the employee to be
tested.
6.2 Confidentiality will be maintained at all times to the extent permitted by law
7.0 Employee Drug or Alcohol-Related Criminal Charges or Arrests
7.1 Employees are required to notify the District of any criminal drug statute-related criminal
charge of arrest no later than five(5) days after such charge has been filed. Employees in
positions which require driving a District vehicle on District business must notify Personnel
of any drug or alcohol-related arrest(e.g.,including but not limited to Driving While Under
the Influence)on the next workday.
7.2 The District will take appropriate action with respect to an employee who is so charged,
which action may include transfer to a non safety sensitive or non special risk position in
alcohol-related cases or discipline in cases related to illegal drugs.
7.3 Employees are required to notify the Emergency Services Director,or his or her designee,of
the outcome of all criminal drug statutes or alcohol-related criminal charges no later than five
(5)days after any change in status of such charges.This includes notification of a conviction,
a plea of guilty,an adjudication of guilty,a plea of nolo contendere,adjudication withheld,
an acquittal,or a dismissal of the charges.
7.4 The District will take appropriate disciplinary action against such employee within thirty(30)
days of receiving notice of the outcome or any change in the status of such criminal drug
statutes or alcohol-related charges.
73
8.0 Rehabilitation Procedures
8.1 An employee who is experiencing problems as a result of drug and/or alcohol abuse should
contact the Emergency Services Director, or his or her designee, for referral for treatment
and/or counseling.This discussion will be kept confidential.Supervisory personnel may be
notified when treatment or rehabilitation will require absence from work.
9.0 Employee Education and Referral Program
9.1 It is the responsibility of each employee to seek assistance before drugs and alcohol use or
abuse leads to disciplinary problems.Employees who may require assistance for substance
dependency and related program are encouraged to seek assistance and information from the
Emergency Services Director,or his or her designee.
9.2 Once a violation of this Policy occurs, subsequent use of a counseling or rehabilitation
program on a voluntary basis will not affect the determination of appropriate disciplinary
action.
9.3 An employee's decision to seek assistance or referral from the Emergency Services Director,
or his or her designee,prior to an incident warranting disciplinary action will not be used as
the basis for disciplinary action or in any disciplinary proceeding.
9.4 The District has no interest in restricting social drinking outside of working hours and no
intent to intrude upon private or personal lives of employees.The District is concerned only
when the employee's health,job performance,and safety conditions are adversely affected.
9.5 Upon successful completion of a drug treatment program an employee may be released to
resume work but will be subject to drug testing as provided for in Section 6. 1.
9.6 An employee's participation in an alcohol or drug treatment program will not be made part of
any personnel records and will remain confidential except to the extent necessary to comply
with this Policy and to the extent permitted by law. Medical and insurance records,if any,
will be preserved in the same confidential manner as all other medical records. Treatment
recommendation records and compliance records will be maintained by the Emergency
Services Director,or his or her designee.
10 OEmployee Education Information
101 The following crisis information centers will provide information regarding employee
assistance programs(EAP)and local alcohol and drug rehabilitation programs available to
employees:
Health Advocate(EAP)
877-240-6863
www.Health Advocate.com/members
Substance Abuse Council
1507 2011'Street
Vero Beach,FL 32960
770-4811
Center for Emotional and Behavioral Health at Indian River Memorial Hospital
1190 37th Street
Vero Beach,FL 32960
563-4666
74
Community Oriented Police Enforcement(COPE)
4055 41st Avenue
Vero Beach,FL 32960
569-6700
C.O.R.E.Program
1422 Old Dixie Highway
Vero Beach,FL 32960
567-1282
Drugs Are Not the Answer(DANTA,Inc.)
4145 28th Avenue
Gifford,FL 32967
770-4663
Family Center of Vero Beach
1845 14th Avenue
Vero Beach,FL 32960
778-5523
Mental Health Association of Indian River and St. Lucie Counties
2525 St.Lucie Avenue
Vero Beach,FL 32960
569-9788
Support Groups
Alcoholics Anonymous(AA) 562-1114
Al-Anon 562-1114
Alateen 562-1114
Adult Children of Alcoholics 567-2253
Narcotics Anonymous 1-800-281-9889
Cocaine Anonymous 1-800-877-7675
National Hotline Numbers
Alcohol and Drug Referral Hotline 1-800-252-6454
Child's Help,National Child Abuse Hotline 1-800-422-4453
National AIDS Hotline 1-800-342-2437
National Cocaine Hotline 1-800-262-2463
National Hepatitis Hotline 1-800-223-0179
National Runaway Switchboard and Suicide Hotline 1-800-621-4000
National Sexually Transmitted Diseases Hotline 1-800-227-8922
Suicide and Rape 24-Hour Emergency Services 1-800-333-4444
75
l
National Assistance Groups
Alcoholics Anonymous 1-800-344-2666
Food and Drug Administration 1-301-443-1240
Mothers Against Drunk Driving(MADD) 1-800-438-6233
Narcotics Anonymous 1-800-281-9889
National Association for Children of Alcoholics 1-714-499-3889
National Association of Anorexia Nervosa and Associated Disorders 1-312-831-3438
National Council of Child Abuse and Family Violence 1-800-222-2000
National Institute of Drug Abuse,Drug Information,Treatment 1-800-662-4357
Parents Anonymous National Office 1-800-421-0353
Tough Love 1-800-333-1069
10.3 Employees may obtain further information
regarding available drug and alcohol assistance and
rehabilitation programs by contacting the Emergency Services Director,or his or her designee.
11.0 Management's Responsibilities
11.1 District Officers,Managers,and Supervisors(hereafter collectively referred to as"supervisors")are
responsible for implementing the drug and alcohol free workplace Policy.It is the responsibility of
supervisors to observe the behavior of employees on the job as a precaution against unstable or
unreliable behavior which could threaten the safety and well-being of employees or the public.
11.2 The Emergency Services Director,or his or her designee,is responsible for maintaining a safe work
environment by determining each employee's fitness for duty.
11.3 In the event the Emergency Services Director,or his or her designee,has a reasonable suspicion(as
defined in this Policy)that an employee may be affected by drugs or alcohol or has otherwise violated
this Policy,the employee must be sent for drug testing.This testing will not take place until reasonable
suspicion is determined to be present by the Director, or his or her designee, and a corroborating
witness. The Director, or the highest ranking witness, shall promptly detail in writing the
circumstances which formed the basis of the determination that reasonable suspicion exists to warrant
the testing.A copy of this documentation shall be given to the employee prior to testing.
I 1 4 In all cases when an employee is being removed from duty for drug testing,the supervisor must notify
his superior
12.0 Employee's Responsibilities
12.1 It is each employee's responsibility to be fit for duty when reporting for work and to inform his or her
supervisor if he or she is under the influence of prescription medication which may affect job
performance or safety.
12.2 In the event an employee observes behavior which raises a doubt as to the ability of a co-worker to
work in a safe and reliable manner,the employee should report this behavior to his/her supervisor.
12.3 Employees who voluntarily or, as a condition of continued employment, enter a drug or alcohol
treatment and/or rehabilitation program must participate and complete recommended treatment.Any
employee who enters a drug or alcohol treatment and/or rehabilitation program will be responsible for
payment for the treatment and/or program to the extent not covered by medical insurance provided by
the Employer.If the employee fails to comply with the treatment and/or program,the employee will be
subject to discipline,up to and including termination of employment.
12.4 Reserved
76
13.0 Employee Education
13.1 Employees and supervisors will be required to participate in a drug-free awareness program on an
annual basis.The program will inform employees about the following:
(a) The legal,social,physical,and emotional consequences of the use,misuse,and/or abuse of
drugs or alcohol;
(b) The District's commitment to maintain a drug-free workplace;
(c) Available drug counseling,rehabilitation,and employee assistance programs;
(d) Assistance in identifying personal and emotional problems which may result in the misuse of
alcohol or drugs;and
(e) The penalties which may be imposed by the District on employees for drug abuse violations
occurring in the workplace.
14.0 Rights Under Collective Bargaining Agreements
14.1 Employees who are covered under any collective bargaining agreement between the District and any
certified labor organization will have the right to file a grievance regarding discipline imposed by the
District as a result of a violation of this Policy if said grievance is permitted to be filed pursuant to the
collective bargaining agreement and have the right to appeal to the Public Employees Relations
Commission or applicable court.
15.0 Testing Pursuant to the Drug-Free Workplace Policy
15.1 Types of Testing:In order to maintain a drug or alcohol free work environment and in accordance with
Florida's Drug-Free Workplace Program,Section 440. 101,et seq.,Florida Statutes,as amended,and
applicable administrative regulations,the District will test for the presence of drugs and/or alcohol in
the following circumstances:
15.2 Pre-employment: All fob applicants who have been offered a position of employment in a safety-
sensitive or special-risk positions must submit to a drug and/or alcohol test before beginning
employment or work with the District.
15.3 Reasonable Suspicion: Employees who are determined to be under reasonable suspicion of drug or
alcohol use(as defined in this policy)will be required to submit to a drug and/or alcohol test.
15.4 Reserved
15.5 Follow up:All employees who have entered an employee assistance program(EAP)or rehabilitation
program for drug and/or alcohol abuse must take drug and/or alcohol tests as identified in Section 9.5.
This requirement may be waived in the sole discretion of the District when an employee voluntarily
enters a drug treatment program before disciplinary action has been taken.
15.6 Post Accident or Injury: All employees who are involved in an accident or injury to an employee
which requires medical treatment occurring while at work which was caused,or contributed to,by the
employee, the employee must take a drug and/or alcohol test after administration of emergency
medical treatment.If it cannot be determined who was driving the District vehicle at the time of the
accident, then anyone who was in the vehicle during the applicable time period will be required to
submit to testing.
15.7 Random Testing for Safety-Sensitive or Special-Risk Employees: Safety-sensitive and special-nsk
employees are subject to random testing such that the District will administer the same number of tests
each fiscal year as there are members in the Collective Bargaining units or agreements. Random
testing shall be conducted via an unbiased selection procedure,as agreed upon by the parties.
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16.0 Consequences of Refusing a Drug Test
16.1 An employee who refuses to submit to a drug test will be subject to discipline,up to and including
termination of employment. An employee who provides a diluted sample may,depending upon the
circumstances,be deemed to have refused to submit to the drug test.
16.2 A job applicant who refuses to submit to a drug test will not be hired.
17.0 Actions Following Positive Confirmed Test:
17.1 An employee who tests positive on a confirmation test will be immediately suspended without pay,
and subject to discipline, up to and including termination. If the problem is correctable, the
Emergency Services Director, at his discretion, may allow the employee an opportunity for
rehabilitation through a last-chance agreement. Any such last-chance agreement shall include a
provision for random drug testing for two(2)years from the date of the agreement, and successful
completion of any treatment program recommended by a healthcare professional. The employee shall
be responsible,through his insurance or otherwise,for the cost of the random testing and treatment
program. Under no circumstances shall an employee be allowed to return to work prior to receiving a
negative test result.
17.2 Refusal of a last chance agreement:If an employee is offered an opportunity to enter into a last-chance
agreement and refuses to do so,the employee will be immediately terminated.
17.3 Treatment program requirements: Employees who have been provided with an opportunity to enter
into a treatment and/or rehabilitation program as part of a last-chance agreement must meet all
requirements of that program including any required aftercare. Failure to follow or complete the
treatment and/or rehabilitation program or a subsequent positive confirmed drug test will result in
immediate termination of employment.
17.4 The employee or job applicant who receives a positive confirmed test result may contest or explain the
result to the Medical Review Officer(MRO) within five (5) working days after receiving written
notification of the test result. If an employee's or job applicant's explanation or challenge is
unsatisfactory to the MRO,the MRO shall report a positive test result back to the employer.The drug
test result may be contested pursuant to law or to rules adopted by the ARCA.
18.0 Reporting of Use of Medication: Employees and fob applicants may confidentially report the use of
prescription or non-prescription medication to the MRO through the Emergency Services Director,or Ins or her
designee,both before and after having a drug test.
19.0 Notice of Common Medications:A list of the most common medications by brand name or common name,as
applicable, as well as chemical name,which may alter or affect a drug test, is attached. Employees and fob
applicants should review this list prior to submitting to a drug test.
20.0 Medication Information:An employee or job applicant may consult with the Employer's MRO or the testing
laboratory for technical information regarding prescription and non-prescription medication.
78
21.0 Drugs to be Tested
21.1 Drug testing may be required for any or all of the following drugs:
1. Alcohol,including distilled spirits,wine,beer,and intoxicating liquors;
2. Amphetamines;
3. Cannabinoids;
4. Cocaine;
5. Phencyclidine(PCP);
6. Hallucinogens,as approved by the'Florida Administrative Code;
7. Methaqualone;
8. Opiates;
9. Barbiturates;
10. Benzodiazepines;
11. Synthetic narcotics(Methadone and Propoxyphene);
12. (intentionally left blank)
13. A metabolite of any of the substances listed herein.
21.2 Drug cut off levels--Initial Drug Test:All levels equal to or exceeding the following shall be reported
as positive:
Alcohol 0.05 gl/dl%
Amphetamines 1,000 ng/ml
Cannabinoids 50 ng/ml
Cocaine 300 ng/ml
Phencyclidine 25 ng/ml
Methaqualone 300 ng/ml
Opiates 300 ng/ml
Barbiturates 300 ng/ml
Benzodiazepines 300 ng/ml
Synthetic Narcotics300 ng/ml
Methadone 300 ng/ml
Propoxyphene 300 ng/ml
21.3 Drug cut off levels--Confirmation Drug Test:All levels equal to or exceeding the following shall be
reported as positive:
Alcohol 0.05 gl/dl%*
Amphetamines 500 ng/ml
Cannabinoids 15 ng/ml
Cocaine 150 ng/ml
Phencyclidme 25 ng/ml
Methaqualone 150 ng/ml
Opiates 300 ng/ml
Barbiturates 150 ng/ml
Benzodiazepines 150 ng/ml
Synthetic Narcotics 150 ng/ml
Methadone 150 ng/ml
Propoxyphene 150 ng/ml
*Testing laboratories will report all quantitative alcohol test results above 0.05 %to the MRO who will be
responsible for reporting results to the Employer.Percent by weight of alcohol in blood is based upon grams of
alcohol per 100 milliliters of blood.
22.0 Reasonable Suspicion Drug Testing
79
22.1 Employees will be required to submit to drug and/or alcohol testing when the Emergency Services
Director,or his or her designee,has"reasonable suspicion"as defined in this Policy,to believe that an
employee is using or has used drugs or alcohol in violation of this Policy. The supervisor will
document the circumstances which formed his or her determination.A copy of this documentation will
be given to the employee prior to testing.
23.0 Confidentiality and Records Maintenance
i
23.1 Confidentiality of records concerning drug testing pursuant to the Drug Free Workplace Policy will be
maintained by the District in accordance with Florida law. All information, records, and drug test
results in the possession of the District,laboratories,employee assistance programs(EAP),and drug
and alcohol rehabilitation programs will be kept confidential. No such program's information or
records will be released unless written consent,signed by an employee or job applicant,is provided or
unless disclosure of such information or records is compelled by court order. The District may also
disclose such information when relevant in any civil,disciplinary,or administrative hearing if required
or compelled.The District will maintain records concerning drug testing separate and apart from a job
applicant or employee's personnel file.
24.0 Challenge of Test Results of Drug Test Under Florida Law
24.1 An employee or job applicant who receives a positive confirmed test result may challenge the result by
requesting retesting at the employee's expense.
25.0 Medical Review Officer's Responsibilities for Testing Under Florida Law
25.1 The Medical Review Officer(MRO)shall fully comply with all of the requirements set forth in Rule
59A-24.008 Florida Administrative Code,as it may from time to time be amended.The MRO shall be
a licensed physician who has knowledge of substance abuse disorders,laboratory testing procedures,
chain of custody collection procedures,and medical use of prescription drugs and pharmacology and
toxicology of illicit drugs.
80
Indian River County Emergency Services District
Over-the-Counter and Prescription Drugs Which Could Alter
Or Affect the Outcome of a Drug Test
Alcohol
All liquid medications containing ethyl alcohol(ethanol). Please read the label for alcohol content. As an example,
Vick's NyQuil is 25%(50 proof)ethyl alcohol,Comtrex is 20%(40 proof),Contact Severe Cold Formula Night Strength
is 25%(50 proof),and Listerine is 26.9%(54 proof).
Amphetamines
Obetrol,Biphetamine,Desoxyn,Dexedrine,Didrex
Cannabinoids
Marinol(Dronabinol,THC)
Cocaine
Cocaine HCL topical solution(Roxanne)
Phencyclidine
Not legal by prescription
Methaqualone
Not legal by prescription
Opiates
,Paregoric,Parepectolin,Donnagel PG,Morphine,Tylenol with Codeine,Empirm with Codeine,APAP with Codeine,
Aspirin with Codeine, Robitussin AC, Guiatuss AC, Novahistine DH, Novahistine Expectorant, Dilaudid
(Hydromorphone),M-S Contin and Roxanol(morphine sulfate),Percodan,Vicodin,etc.
Barbiturates
Phenobarbital,Tuinal,Amytal,Nembutal, Seconal,Lotusate,Fiorinal,Fioricet,Esgic,Butisol,Mebaral,Butabarbital,
Butabital,Phrenilin,Triad,etc.
Benzodiazepines
Ativan,Azene,Clonopin,Dalmane,Diazepam,Librium,Xanax,Serax,Tranxene,Valium,Verstran,Halcion,Paxipam,
Restoril,Centrax
Methadone
Dolophine,Methadose
Propoxyphene
Darvocet,Darvon N,Dolene,etc.
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Indian River County Emergency Services District
List of Drugs by Trade or Common Name
Drugs Trade or Common Names
Narcotics
Opium Dover's Powder,Paregoric,Parepectolm
Morphone Morphine,Pectoral Syrup
Codeine Tylenol with Codeine,Empirin Compound with Codeine,Robitussin A-C
Heroin Diacetylmorphone,Horse, Smack
Hydromorphine Dilaudid
Meperidine (Pethidine)Demerol,Mepergan
Methadone Dolophine,Methadone,Methadose
Other Narcotics LAAM, Lentine, Numorphan, Percodan, Tussionex, Fentanyl, Darvon, Talwin,
Lomotil
Depressants
Chloral Hydrate Noctec, Somnos
Barbiturates Phenobarbital,Tuinal,Amytal,Nembutal, Seconal,Lotusate
Benzodiazepines Ativan,Azene,Clonopin,Dalmane,Diazepam,Librium,Xanax,Serax,Tranxene,
Valium,Verstran,Halcion,Paxipam,Restoril
Methaqualone Quaalude
Glutethimide Doriden
Other Depressants Equanil,Miltown,Noludar,Pacidyl,Valmid
Stimulants
Cocaine Coke,Flake, Snow,Crack
Amphetamines Biphetamine,Delcobese,Desoxyn,Dexedrine,Mediatric
Phenmetrazine Preludin
Methylphenidate Ritalin
Other Stimulants Adipex, Bacarate, Cylert, Didrex, Ionamin,Plegine, Pre-Sate, Sanorex, Tenuate,
Tepanil,Voranil
Hallucinogens
LSD Acid,Microdot
Mescaline and Peyote Mesc,Buttons,Cactus
Amphetamine Variants 2,5-DMA,PMA, STP,MDA,MDMA,TMA,DOM,DOB
Phencyclidine PDP,Angel Dust,Hog
Phencyclidine Analogs PCE,PCP,TCP
Other Hallucinogens Bufotenine,Ibogaine,DMT,DET,Psilocybin
Cannabis
Marijuana Pot,Acapulco Gold,Grass,Reefer, Smsemilla,Thai Sticks
Tetrahydrocannabinol THC
Hashish Hash
Hashish Oil Hash Oil
82
Definitions
1. Alcohol means ethyl alcohol(ethanol)and includes a distilled spirit,wine,a malt beverage or an intoxicating
liquor. For purposes of this policy,alcohol is considered to be a drug. Thus,any reference to drugs and/or drug
testing includes alcohol and/or alcohol testing.
2. Drugs means alcohol,an amphetamine,a cannabinoid,cocaine,phencyclidine(PCP),a hallucinogen(as earlier
identified in Section 21.1),methaqualone,an opiate,a barbiturate,a benzodiazepine,a synthetic narcotic,or a
metabolite of any of the substances listed in this policy. An employer may test an individual for any or all of
such drugs.
3. Job Applicant means a person who has applied for special-risk -
pp p pp spe al sk or safety sensitive position with the
Employer.
4. Employee means an individual who works for the Employer on a full-time or part-time basis and receives
salary,wages,or compensation.
5. Drug Test.
a. "Drug test"means any chemical,biological,or physical instrumental analysis administered by a laboratory
certified by the United States Department of Health and Human Services(HHS)or licensed by the Agency
for Health Care Administration(AHCA),for the purpose of determining the presence or absence of a drug
or its metabolites.
b. Drug testing may require the collection of blood,urine,breath,or saliva of an employee or job applicant.
The Employer has the right to use more accurate,scientifically accepted methods which may be approved
in the future by the FDA or AHCA as such technology becomes available in a cost-effective method.
c. "Initial drug test"means a sensitive,rapid, and reliable procedure to identify negative and presumptive
positive specimens,using an immunoassay procedure or an equivalent, or a more accurate scientifically
accepted method approved by the FDA or AHCA as such more accurate technology becomes available in a
cost-effective form.
d. "Chain of custody"refers to the methodology of tracking specified materials or substances for the purpose
of maintaining control and accountability from initial collection to final disposition for all such materials or
substances and providing accountability at each stage in handling, testing, and storing specimens and
reporting test results.
e. "Confirmation test"means a second analytical procedure used to identify the presence of a specific drug or
metabolite in a specimen,which test must be different in scientific principle from that of the initial test
procedure and must be capable of providing requisite specificity, sensitivity,and quantitative accuracy
6. Positive Confirmed Test or Confirmation Test means a second analytical procedure which confirms a
positive result from an initial drug test in accordance with with the Florida Drug-Free Workplace.
7. Medical Review Officer(MRO)means a licensed physician who has knowledge of substance abuse disorders,
laboratory testing procedures and chain of custody collection procedures,who is responsible for receiving and
reviewing all positive confirmed test results,and who is responsible for contacting all individuals who tested
positive in a confirmation test to inquire about possible medications which could have caused a positive result
in accordance with Rule 59A-24 008,FAC.
8. Prescription or Non-Prescription Medication means a medication obtained pursuant to a prescription as
defined by Section 893.02,FS,or a medication that is authorized pursuant to federal or state law for general
distribution and use without a prescription in the treatment of human diseases,ailments or injuries.
9. Reasonable Suspicion Drug Testing means drug testing based on a belief that an employee is using or has
used drugs in violation of this policy drawn from specific objective and articulable facts and reasonable
inferences drawn from those facts in light of experience. Among other things,such facts and inferences may be
based upon.
83
a. Observable phenomena while at work,such as direct observation of drug use or the physical symptoms
or manifestations of being under the influence of a drug.
b. Abnormal conduct or erratic behavior while at work or a significant deterioration in work
performance.
C. A report of drug use,provided by a reliable and credible source.
d. Evidence that an individual has tampered with drug test during his employment with the current
employer.
e. Information that an employee has caused,or contributed to,an accident while at work.
f. Evidence that an employee has used,possessed,sold,solicited,or transferred drugs while working or
while on the employer's premises or while operating the employer's vehicle,machinery,or equipment.
10. Safety-Sensitive Position means, with respect to a public employer, a position in which a drug impairment
constitutes an immediate and direct threat to public health or safety, such as a position that requires the
employee to carry a firearm, perform life-threatening procedures, work with confidential information or
documents pertaining to criminal investigations, or work with controlled substances; a position subject to s.
110.1127; or a position in which a momentary lapse in attention could result in injury or death to another
person,such as driving a vehicle or operating equipment or heavy machinery.
11. Special-Risk Position means, with respect to a public employer, a position that is required to be filled by a
person who is certified under Chapter 633 or Chapter 943
12. Specimen means urine,blood or saliva,or a product of the human body capable of revealing the presence of
drugs or their metabolites,as approved by the FDA or the AHCA.
13. Emergency Services Director's designee means the Fire or EMS Chief is designated to act on behalf of the
Emergency Services Director as relates to the Drug-Free Workplace Program,to the extent authorized by the
Director.
84
1
111�10 M.
Wk Pff
04/21/2017 15:30 TRAIN DATABASE Apr 16 2017 P 1
GRADE/ HRS/ HRS/ DAYS/ HRS/ DAYS/ USE
EFF. DATE GROUP/BU RANK DESCRIPTION PAY BASIS FREQUENCY CALC PERIODS DAY PERIOD PERIOD YEAR YEAR PCT
10/14/2016 F FIREFIGHTE DF03 FIRE-MEDIC B BIWEEKLY B BIWEEKLY 21 26.0000 12 00 112 00 10 00 2912.00 260.00 N
Change was made by 3.0000%
No Dollar amount used.
STEP/LEVEL PERCENT HOURLY PATE DAILY RATE PERIOD SALARY ANNUAL SALARY
00 0 0000 .0000 0 0000 0 00 0.00
01 0 0000 14.5844 163 3450 1,633.45 42,469.70
02 0 0000 14 9164 167 0640 1,670.64 43,436.64
03 0 0000 1S 2485 170.7830 1,707.83 44,403.58
04 0 0000 15.5974 174.6910 1,746 91 45,419 66
_ - _- -~ ''.~ ^'~ '''~ 1'785 '' ,.'.'~ '4
o« o 0000 zs 3127 182 moo 1,827.02 m'soz su �
07 o 0000 zo 6791 186 0000 1,868.06 xo'soo.so
on 0.0000 17.0637 191 zoo 1.911.13 «y'soo.m
oy 0.0000 17.4482 zys ozoo z'oso uo 50,809.20
m o 0000 17.8520 199 9420 1'e9.42 51,984.92
11 o ouoo 18 2557 zo« *e40 2'044 o« 53.160 a«
12 0.0000 18.6796 zoo uoo u'oyu 12 54'39s zz
13 o 0000 zy.1037 213.9610 z'oy 61 ss'ozo oo
14 o 0000 19 s000 zzo o«m 2.189.47 56,926.22
15 o 0000 19 oo«z 223 9340 2.23*.34 58,222.84
za o 0000 zo oozr zzo 1710 2,291 71 e.so« ox
17 u 0000 zo ozpz 234 0000 2'344 os so'y«s ss
m/z r FIREFIGHTE orow ENG noozC a BIWEEKLY o orwooxLx 21 26.0000 o oo 112 oo zo no zyzz ou z«u oo m
Change was made uv a 0000*
No Dollar amount used.
STEP/LEVEL PERCENT HOURLY RATE DAILY RATE PERIOD SALARY ANNUAL SALARY
oo o n000 0000 0.0000 o oo o oo
oz o 0000 0000 o 0000 0.00 o oo
oz o 0000 0000 o 0000 o oo o oo
03 0.0000 16.6545 186 5300 z'uos 30 48,497.80
o* n 0000 zr 0324 190.7630 1'907.63 *y'soo zx
os o 0000 17.4113 195.6060 1'950 oo 50'701 ss
oe o 0000 17 8145 199 szzo 1'995 zz 51.875.72
07 o 0000 18 2175 204 0360 z.o«o 36 sz'oox 36
oo o 0000 zu 6405 uou rr«o z'our 74 s4'281 z* �
oo u 0000 zo 0636 213 szuo 2.135 zu 55'513 12 �
� 10 u 0000 19.507e zzu «oso 2.184.85 56'806.10 �
� 11 0.0000 19.9517 aoa 4590 2,234.59 so'000.s« �
12 0.0000 zo *182 228.6840 z'zuo u« 59'457 84
13 o 0000 xu 8846 zzz 0000 2'339 oo 60.816.08
14 0.0000 21 3744 zay 3930 2'393 93 oz'z«z 18
zs 0.0000 zz ooxz zo« oroo 2'448 ro 63'668 zo
zo o 000n ee 3784 uso ssuo z.soo zo «s'zos.xn
17 n ouoo zz uyur zso 3980 z'sos.eo «e'eea.«o
CA
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04/21/2017 15:30 TRAIN DATABASE Apr 16 2017 P 2
stacyf (SALARY TABLES Ipmgrstep
GRADE/ HRS/ HRS/ DAYS/ HRS/ DAYS/ USE
EFF. DATE GROUP/BU RANK DESCRIPTION PAY BASIS FREQUENCY CALC PERIODS DAY PERIOD PERIOD YEAR YEAR PCT
10/14/2016 F FIREFIGHTE DF05 INSP/TO/INVEST B BIWEEKLY B BIWEEKLY 21 26.0000 12.00 112 00 10 00 2912.00 260 00 N
Change was made by 3 00001
No Dollar amount used
STEP/LEVEL PERCENT HOURLY RATE DAILY RATE PERIOD SALARY ANNUAL SALARY
00 0.0000 0000 0 0000 0.00 0.00
01 0 0000 .0000 0.0000 0.00 0 00
02 0 0000 .0000 0.0000 0.00 0 00
03 0 0000 .0000 0 0000 0 00 0 00
04 0.0000 0000 0 0000 0 00 0.00
05 0 0000 18 2175 204 0360 2,040.36 53,049 36
06 0 0000 18 6405 208 7740 2,087 74 54,281 24
07 0 0000 19 0636 213 5120 2,135 12 55,513.12
O8 0 0000 19 5076 218 4850 2,184.85 56,806.10
09 0.0000 19.9517 223.4590 2,234.59 58,099 34
10 0.0000 20.4182 228 6840 2,286 84 59,457.84
11 0 0000 20 8846 233 9080 2,339.08 60,816.08
12 0.0000 21 3744 239 3930 2,393 93 62,242 18
13 0 0000 21.8641 244 8780 2,448 78 63,668 28
14 0 0000 22 3783 250 6370 2,506 37 65,165.62
15 0 0000 22 8926 256 3970 2,563.97 66,663.22
16 0.0000 23.4325 262 4440 2,624 44 68,235 44
17 0 0000 23.9724 268.4910 2,684.91 69,807.66
10/14/2016 F FIREFIGHTE DF06 LT FIRE-MEDIC B BIWEEKLY B BIWEEKLY 21 26 0000 12 00 112.00 10 00 2912.00 260.00 N
Change was made by 3 0000.
No Dollar amount used.
STEP/LEVEL PERCENT HOURLY RATE DAILY RATE -PERIOD SALARY ANNUAL SALARY
00 0 0000 .0000 0 0000 0 00 0 00
O1 0 0000 0000 0 0000 0 00 0 00
02 0 0000 0000 0 0000 0 00 0.00
03 0.0000 .0000 0 0000 0.00 0.00
04 0 0000 .0000 0 0000 0.00 0 00
OS 0 0000 19 0636 213 5120 2,135 12 55,513 12
06 0.0000 19.5076 218 4850 2,184 85 56,806.10
07 0.0000 19.9517 223 4590 2,234.59 58,099 34
08 0 0000 20 4182 228 6840 2,286 84 59,457 84
09 0.0000 20 8846 233 9080 2,339 08 60,816 08
10 0.0000 21.3744 239 3930 2,393.93 62,242 18
11 0 0000 21.8641 244 8780 2,448.78 63,668.28
12 0.0000 22 3784 250 6380 2,506.38 65,165.88
13 0 0000 22.8927 256 3980 2,563 98 66,663.48
14 0 0000 23 4325 262 4440 2,624.44 68,235.44
15 0.0000 23 9724 268 4910 2,684 91 69,807 66
16 0.0000 24.5394 274.8410 2,748 41 71,458.66
17 0 0000 25-1065 281 1930 2,811.93 73,110.18
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__
04/21/2017 15:30 (TRAIN DATABASE Apr 16 2017 P 3
stacyf SALARY TABLES Ipmgrstep
GRADE/ HRS/ HRS/ DAYS/ HRS/ DAYS/ USE
EFF. DATE GROUP/BU RANK DESCRIPTION PAY BASIS FREQUENCY CALC PERIODS DAY PERIOD PERIOD YEAR YEAR PCT
10/14/2016 F FIREFIGHTE DF07 LT ADMINISTRAT B BIWEEKLY B BIWEEKLY 21 26.0000 7.50 75.00 10 00 1950.00 260 00 N
Change was made by 3.0000%
No Dollar amount used
STEP/LEVEL PERCENT HOURLY RATE DAILY RATE PERIOD SALARY ANNUAL SALARY
00 0 0000 .0000 0.0000 0.00 0 00
O1 0 0000 0000 0 0000 0 00 0.00
02 0.0000 0000 0 0000 0.00 0 00
03 0.0000 .0000 0 0000 0.00 0 00
04 0 0000 0000 0.0000 0 00 0.00
05 0 0000 29 7945 223 4590 2,234 59 58,099 34
06 0 0000 30.4912 228 6840 2,286.84 59,457 84
07 0 0000 31.1877 233.9080 2,339.08 60,816 08
08 0.0000 31 9191 239.3930 2,393 93 62,242.18
09 0.0000 32.6504 244 8780 2,448.78 63,668.28
10 0 0000 33 4184 250 6380 2,506 38 65,165.88
11 0 0000 34 1864 256.3980 2,563 98 66,663 48
12 0.0000 34.9927 262 4450 2,624 45 68,235 70
13 0 0000 35.7989 268 4920 2,684.92 69,807 92
14 0 0000 36.6456 274 8420 2,748.42 71,458.92
15 0.0000 37.4924 281 1930 2,811 93 73,110 18
16 0.0000 38 3813 287.8600 2,878 60 74,843 60
17 0 0000 39 2705 294.5290 2,945 29 76,577 54
10/14/2016 F FIREFIGHTE DF08 CAPT FIRE-MEDIC B BIWEEKLY B BIWEEKLY 21 26 0000 12 00 112.00 10 00 2912.00 260.00 N
Change was made by 3.0000%
No Dollar amount used.
STEP/LEVEL PERCENT HOURLY RATE DAILY RATE PERIOD SALARY ANNUAL SALARY
00 0 0000 0000 0.0000 0.00 0.00
O1 0 0000 .0000 0 0000 0 00 0.00
02 0.0000 0000 0 0000 0.00 0.00
03 0 0000 0000 0 0000 0.00 0.00
04 0.0000 .0000 0.0000 0 00 0 00
05 0 0000 .0000 0 0000 0.00 0 00
06 0 0000 0000 0 0000 0.00 0.00
07 0.0000 21.8641 244 8780 2,448.78 63,668.28
08 0.0000 22 3784 250 6380 2,506.38 65,165 88
09 0 0000 22 8928 256 3990 2,563 99 66,663.74
10 0 0000 23.4326 262.4450 2,624 45 68,235.70
11 0 0000 23.9724 268 4910 2,684.91 69,807 66
12 0 0000 24.5394 274 8410 2,748.41 71,458.66
13 0.0000 25 1065 281 1930 2,811 93 73,110.18
14 0 0000 25 7017 287 8590 2,878.59 74,843 34
15 0 0000 26.2970 294.5260 2,945 26 76,576.76
16 0 0000 26.9220 301.5260 3,015.26 78,396 76
17 0 0000 27 5470 308 5260 3,085.26 80,216 76
qw
04/21/2017 1s.3o |roAzm oArAoAoo An= ze uoo |p 4
"tacyf �auzAar ruBLou �n=g=aten
GRADE/ ona/ 000/ DAYS/ ooa/ DAYS/ USE
orr' oAzo onooe/oo RANK 000cazprzom PAY aAoza raEuoomrr cALc vnaz000 DAY pouzoo poazmo YEAR YEAR per
10/14/2016 r FzaEFzGerE oF94 cAer AomzmzoTRA. a BIWEEKLY a uzwoEnLs 21 za u000 7.50 rs oo zo oo zysu ou 260.00 N
Change was made by 3.0000%
No Dollar amount used
orEe/LonoL PERCENT oonaLY RATE DAILY PATE PEnzoo SALARY xmmnAL oALxax
oo o uuoo 000u o oouo o ou o uo
01 o ouon n000 n oouo o oo o un
02 0.0000 «»«» «.»»»» 0.00 ».»»
oz o 0000 .0000 u 0000 o oo o un
04 » «»»» »»»» «.»»»» » «» » »»
os 0.0000 oono 0.0000 o uo o oo
oa u ouoo onon o oouo o oo o on
ur o ouoo 34 zoos zso zyyo 2'563 sy aa'aos.r«
oo o ouou a«.yyzr zoe 4450 2,624.45 68.235.70
oy o ouon 35.7988 asu 4910 a'au« 91 69.807 sa
10 o n000 ze 6456 274.8420 2'748.42 71'*58.92
11 u oonu 37 «ozs 281 1920 2'811 yz 73.109 yz
zz n 000u 38.3813 287 oaoo 2'878 «o 74'843 «o
13 0.0000 ze 2703 294.5270 2'94s zr 76'577oz
z« o 000u uo 2037 »oz saoo 3.015 zo 78.397 ze
is 0.0000 «z zarz soo szno 3'085 uu 80.217 au
za 0.0000 «z 1171 31s 8780 3,158.78 ox'zzo za
17 o uono 43.0971 323 2280 3'232 za 84.039 zu
10/14/e016 F rzuEFruxTE X03 rzoEFzGorEa B BIWEEKLY B BzwEcnLs zz 26.0000 12 ou 112 oo 10 oo 2912 no zou nu m
Change was made by s n000a
No Dollar amount used
STEP/LEVEL poacoNT H000Lx RATE DAILY uxrE PEozoo SALARY ANNUAL SucAux
oo o ouoo .uoou n 0000 o oo o oo
01 o ouoo 0000 o ouoo 0.00 0.00
02 » »»»» »»»» » »»»» » »» » ««
03 o oono 0000 0.0000 o oo o oo
oo 0.0000 ouoo n ouoo 0.00 0.00
os o u000 uuou 0.0000 o ou o oo
ox o 0000 0000 o u000 0.00 o on
ur 0.0000 0000 u u000 o oo 0.00
no o 000u 0000 o 0000 o nn o oo
os 0.0000 onun n 0000 0.00 0.00
10 u nouo onoo n nnou o oo o oo
11 0.0000 uoou n u000 0.00 u oo
zz 0.0000 0000 o 0000 0.00 0.00
13 0.0000 .ouoo o ouoo o oo o uu
14 o ouou nouu o u000 0.00 0.00
is 0.0000 18.7950 210 5040 2,105 o« S4,731 o«
16 o oono 19.2537 21S.6410 2'156 41 s«'oao.aa
17 o 000n 19.7122 220 7770 u'zor rr 57'402.02
~~
07 Mv
04/21/2017 15:30 TRAIN DATABASE Apr 16 2017 P 5
GRADE/ HRS/ HRS/ DAYS/ HRS/ DAYS/ USE
EFF. DATE GROUP/BU RANIC DESCRIPTION PAY BASIS FREQUENCY CALC PERIODS DAY PERIOD PERIOD YEAR YEAR PCT
10/14/2016 F FIREFIGHTE X03Z FIREFIGHTER B BIWEEKLY B BIWEEKLY 21 26 0000 12 00 112 00 10.00 2912.00 260 00 N
Change was made by 3.0000-*.
No Dollar amount used
STEP/LEVEL PERCENT HOURLY RATE DAILY RATE PERIOD SALARY ANNUAL SALARY
00 0.0000 .0000 0 0000 0 00 0.00
01 0.0000 .0000 0 0000 0.00 0 00
02 -0 0000 .0000 0 0000 0.00 0 00
03 0 0000 0000 0 0000 0 00 0.00
04 0.0000 0000 0.0000 0 00 0.00
05 0 0000 0000 0 0000 0.00 0.00
06 0 0000 0000 0 0000 0.00 0 00
07 0 0000 0000 0.0000 0 00 0 00
08 0 0000 0000 0 0000 0.00 0.00
09 0.0000 .0000 0 0000 0.00 0 00
10 0 0000 .0000 0 0000 0.00 0 00
11 0 0000 0000 0 0000 0.00 0.00
12 0 0000 0000 0 0000 0.00 0.00
13 0 0000 0000 0 0000 0.00 0 00
14 0 0000 0000 0 0000 0.00 0.00
is 0 0000 0000 0.0000 0 00 0.00
16 0 0000 0000 0 0000 0.00 0.00
17 0 0000 19.0785 213 6790 2,136 79 55,556 54
10/14/2016 F FIREFIGHTE X04 DRIVER/ENGINEER B BIWEEKLY B BIWEEKLY 21 26 0000 12.00 112 00 10.00 2912.00 260 00 N
Change was made by 3 00001
No Dollar amount used.
STEP/LEVEL PERCENT HOURLY PATE DAILY RATE PERIOD SALARY ANNUAL SALARY
00 0.0000 .0000 0 0000 0.00 0.00
01 0 0000 .0000 0 0000 0 00, 0.00
02 0 0000 0000 0 0000 0.00 0 00
03 0.0000 0000 0 0000 0.00 0 00
04 0 0000 0000 0.0000 0 00 0.00
os 0.0000 000n o 0000 0.00 0.00
o« o oouo oouo n 0000 0.00 o oo
or o 0000 ouoo 0.0000 o oo 0.00
oa 0.0000 u000 o uuoo 0.00 0.00
oo 0.0000 0000 n 0000 0.00 o oo
m 0.0000 ouoo o 000u n ou 0.00
11 o 0000 0000 0.0000 0.00 0.00
zz 0.0000 oono o 0000 0.00 o oo
13 u uoon 000u 0.0000 0.00 o oo
14 0.0000 ouon o unuo 0.00 0.00
15 0.0000 zo «zpo 231 0540 2'310.54 60'074.04
16 u ouoo 21 1342 236 mzo 2,367.03 61'542 m
o 0.0000 21.6388 242 ssso 2'423 ss 63,012.30
-8
1. 71-7
Of
ffi
....... --------
04/21/2017 15:30 TRAIN DATABASE Apr 16 2017 P 6
stacyf ISALARY TABLES 1pmgrstep
GRADE/ HRS/ HRS/ DAYS/ HRS/ DAYS/ USE
EFF. DATE GROUP/BU RANK DESCRIPTION PAY BASIS FREQUENCY CALC PERIODS DAY PERIOD PERIOD YEAR YEAR PCT
10/14/2016 F FIREFIGHTE XOS INSP/TO/INVEST B BIWEEKLY B BIWEEKLY 21 26 0000 7 50 75 00 10 00 1950 00 280.00 N
Change was made by 3.0000%
No Dollar amount used.
STEP/LEVEL PERCENT HOURLY RATE DAILY RATE PERIOD SALARY ANNUAL SALARY
00 0 0000 0000 0 0000 0.00 0 00
01 0 0000 .0000 0 0000 0.00 0 00
02 0.0000 .0000 0 0000 0.00 0 00
03 0.0000 0000 0.0000 0 00 0.00
04 0.0000 0000 0 0000 0.00 0 00
05 0.0000 .0000 0 0000 0.00 0.00
06 0.0000 0000 0.0000 0 00 0.00
07 0.0000 0000 0 0000 0.00 0.00
08 0.0000 0000 0 0000 0.00 0 00
09 0.0000 0000 0.0000 0 00 0 00
10 0 0000 0000 0 0000 0 00 0.00
11 0.0000 .0000 0 0000 0.00 0 00
12 0.0000 .0000 0 0000 0.00 0 00
13 0 0000 0000 0.0000 0 00 0.00
14 0 0000 0000 0 0000 0 00 0.00
15 0 0000 32.3140 225 0439 2,423.55 63,012.30
16 0.0000 33.1051 230, 5531 2,482.88 64,554.88
17 0 0000 33 8960 236 0614 2,542 20 66,097 20
10/14/2016 F FIREFIGHTE X06 LIEUTENANT B BIWEEKLY B BIWEEKLY 21 26.0000 12.00 112 00 10.00 2912.00 260 00 N
Change was made by 3 0000%
No Dollar amount used
STEP/LEVEL PERCENT HOURLY RATE DAILY RATE PERIOD SALARY ANNUAL SALARY
00 0 0000 0000 0.0000 0.00 0 00
01 0 0000 0000 0 0000 0 00 0 00
02 0.0000 .0000 0 0000 0.00 0.00
03 0.0000 .0000 0.0000 0.00 0 00
04 0 0000 0000 0 0000 0 00 0 00
05 0.0000 .0000 0.0000 0.00 0 00
06 0 0000 .0000 0 OOOD 0.00 0.00
07 0.0000 0000 0 0000 0 00 0 00
08 0 0000 0000 0 DOOO 0 00 0 00
09 0.0000 .0000 0.0000 0.00 0.00
10 0.0000 0000 0 0000 0 00 0.00
11 0 0000 .0000 0 0000 0 00 0 00
12 0.0000 .0000 0.0000 0.00 0.00
13 0,0000 .0000 0 0000 0 00 0.00
14 0.0000 .0000 0 0000 0.00 0 00
15 0.0000 22.6984 254.2220 2,542.22 66,097.72
16 0.0000 23.2546 260 4510 2,604.51 67,717.26
17 0 0000 23.8108 266 6810 2,666 81 69,337.06
_
45 NFRM--37,
04/21/2017 15:30 TRAIN DATABASE Apr 16 2017 P 7
GRADE/ HRS/ HRS/ DAYS/ HRS/ DAYS/ USE
EFF. DATE GROUP/BU RANT DESCRIPTION PAY BASIS FREQUENCY CALC PERIODS DAY PERIOD PERIOD YEAR YEAR PCT
10/14/2016 F FIREFIGHTE X07 LT ADMINISTRATO B BIWEEKLY B BIWEEKLY 21 26.0000 7.50 7S 00 10.00 1950 00 280 00 N
Change was made by 3.0000*-.
No Dollar amount used
STEP/LEVEL PERCENT HOURLY RATE DAILY RATE PERIOD SALARY ANNUAL SALARY
00 0 0000 0000 0.0000 0.00 0 00
01 0.0000 0000 0 0000 0.00 0.00
03 0 0000 0000 0.0000 0.00 0 00
04 0.0000 0000 0 0000 0.00 0.00
06 0 0000 0000 0 0000 0.00 0 00
07 0.0000 .0000 0 0000 0.00 0 00
09 0.0000 0000 0 0000 0 00 0 00
11 0 0000 0000 0.0000 0 00 0 00
12 0.0000 .0000 0 0000 0.00 0 00
13 0 0000 .0000 0 0000 0.00 0 00
14 0 0000 0000 0.0000 0 00 0.00
is 0 0000 35.5576 247 6333 2,666 82 69,337 32
16 0 0000 36 4299 253 7080 2,732.24 71,038 24
17 0 0000 37 3023 259.7836 2,797 67 72,739.42
10/14/2016 F FIREFIGHTE X08 CAPTAIN B BIWEEKLY B BIWEEKLY 21 26 0000 12 00 112.00 10 00 2912.00 260 00 N
Change was made by 3.00009.
No Dollar amount used.
STEP/LEVEL PERCENT HOURLY RATE DAILY RATE PERIOD SALARY ANNUAL SALARY
00 0.0000 0000 0,0000 0 00 0.00
01 0 0000 .0000 0 0000 0.00 0.00
02 0 0000 0000 0 0000 0.00 0 00
03 0 0000 0000 0 0000 0 00 0.00
04 0 0000 .0000 0 0000 0.00 0.00
05 0.0000 0000 0.0000 0 00 0 00
06 0 0000 .0000 0 0000 0 00 0.00
07 0.0000 .0000 0 0000 0.00 0 00
08 0 0000 0000 0.0000 0 00 0.00
09 0 0000 .0000 0 0000 0 00 0.00
10 0.0000 0000 0.0000 0.00 0.00
11 0 0000 .0000 0.0000 0 00 0 00
12 n ouoo 0000 o 0000 o no o oo �
13 n 000u 0000 0.0000 0.00 0.00 �
� 14 o ouno .0000 o ouoo n uo o on
�
is 0.0000 24.978* ury 7640 2'797.64 72,738.64
�a o 000u us 5923 zae 6340 2,866.34 74,524 84
o
� 0.0000 26.2054 293 5010 2,935 01 76,310.26
. �
V11-
ERR
04/21/2017 zs.3o |roAzm DATABASE Apr 16 zoo |p o
atacrf �aAzAor zuBLou �nmg=aten
onAoo/ 000/ auo/ DAYS/ oaa/ DAYS/ USE
onr. ouro onoUp/on nAmo 000cazrTzom PAY aAazo ra000Emrr cALc poaz000 DAY pouzno poozoo YEAR YEAR PCT
10/14/2016 F rzaEFzooTE xuo CAPTAIN <AoMzm> B BIWEEKLY B BIWEEKLY uz 26.0000 r su rs oo 10.00 1950.00 260.00 m
Change was made by s 0000v
No Dollar amount used
STEP/LEVEL PERCENT nooaLx RATE DAILY RATE nEazoo oxLoRx ANNUAL SALARY
on o 0000 onoo 0.0000 n oo 0.00
oz u ooun nnoo o 000u o oo o nu
02 « 000n .uouu o 0000 o oo o ou
oz un000 u000 u 0000 0.00 . o oo
o« o,uuoo .unoo 0.0000 o un 0.00
os o onoo .0000 n oono u oo 0.00
us oouoo u000 o 0000 0.00 o oo
or o.000u nnoo o u000 0.00 o uo
»« » »«»« .»»»« «.»»»» » »» ».»»
oy o uuoo onoo u 0000 o ou o oo
10 u onoo oouo ounoo 0.00 0.00
11 o 000u 0000 o.0000 o oo 0.00
zz 0.0000 .ouoo o 0000 o ou 0.00
13 o nnnn 000u o 0000 oou o oo
14 o n000 nouo o 0000 o oo o,uo
is u 0000 391337 293 5030 u'ozs us 76.310.78
zo o u000 40 0953 zoo rzso 3,007 zs 78'18s yo
17 o onoo 41 usao »ur 9270 3.079 27 80'061 oz
10/14/2016 F FzREFzoerE z01 PARAMEDIC z e HOURLY B BIWEEKLY uz zs oouo n oo oo oo 10.00 2080.00 280.00 m
Change was made by s u000v
No Dollar amount used.
STEP/LEVEL ooncEmr omoaLr PATE DAILY RATE PERIOD aALnax ANNUAL SALARY
ou u ouoo 0000 o onou 0.00 0.00
oz o0000 000u 0.0000 o no o uo
uu o oono oouu o oouu o uu o oo
oa o onoo .000u 0.0000 0.00 o oo
04 vvvvv ovvv o vvvv 0.00 o oo �
us o '0000 zo ��oo zzz �zsr � azs zo 34,19S zo
�
oe u 0000 1e.4400 122 1257 z'zzs.zo 34'195 zo
or o onoo zs 4400 zuz zzsr 1,315.20 34'1*5.20 �
oo u 0000 16.4400 122 1257 1'31s zo 34.195.20 �
oo 0.0000 16.4400 122 1257 1'31s zu 34,195.20 �
zn o nono 17 zuuo 128.2171 1,380.80 as ouo ou
� ' � �
11 o oouo 17.2600 128.2171 1,380.80 ss'000.00
12 o 0000 17.2600 12e 2171 1.380 on 35,900 au
13 u nouu 17 uaoo 128 2171 1.380 uo zs'eou.uo
m 0.0000 17 uuoo 128.2171 1'380 uo ss'ouo.00
15 0.0000 18.1300 134 oaoo z'«sn 40 sr'ou «o
�
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END or oEponr - Generated by Stacy Faulkner °°