HomeMy WebLinkAbout2018-070-Agreement COA and Ashland Firefighters Association
AGREEMENT BETWEEN
THE CITY OF ASHLAND, OREGON
and
ASHLAND FIREFIGHTER'S ASSOCIATION
LOCAL #1269
INTERNATIONAL ASSOCIATION OF FIREFIGHTERS
July 1, 2018 - June 30, 2022
TABLE OF CONTENTS
PREAMBLE 6
SCOPE OF AGREEMENT 6
ARTICLE I - RECOGNITION AND NONDISCRIMINATION: 6
Section 1. Recognition 6
Section 2. No Discrimination 6
ARTICLE 11 - UNION SECURITY AND CHECKOFF: 7
Section 1. Union Security 7
Section 2. Check Off 7
Section 3. Indemnification 7
ARTICLE III - MANAGEMENT RIGHTS 8
ARTICLE IV - STRIKE PROHIBITION: 8
Section 1 8
Section 2 9
Section 3 9
ARTICLE V - HOLIDAYS: 9
Section 1. Recognized Holidays 9
Section 2. Holiday Compensation 9
ARTICLE VI - VACATIONS: 10
Section 1. Eligibility 10
Section 2. Continuous Service 10
Section 3. Accrual Limitations 10
Section 4. Scheduling 11
Section 5. Payment on Termination 11
ARTICLE VII - HOURS OF WORK 11
Section 1. Work Schedules 11
Section 2. Shift Transfers 12
ARTICLE VIII - SICK LEAVE: 12
Section 1. Accumulation 12
Section 2. Utilization for Illness or Injury 12
Section 3. Integration with Worker's Compensation 12
Section 4. Sick Leave Without Pay 13
Section 5. Pay for Unused Sick Leave 13
Section 6. Termination 14
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ARTICLE IX - FUNERAL LEAVE: 14
Section 1. Funeral Leave 14
ARTICLE X - OTHER LEAVES OF ABSENCE: 14
Section 1. Leave of Absence Without Pay 14
Section 2. Jury Duty 14
Section 3. Appearances 14
Section 4. Required Court Appearances 15
Section 5. Election Day 15
Section 6. Union Business 15
Section 7. Educational Leave 15
Section 8. Military Leave 16
Section 9. Failure to Return from Leave 16
ARTICLE XI - COMPENSATION:. 16
Section 1. Pay Schedule 16
Section 2. Pay Periods 17
Section 3. Overtime 17
Section 4. EMT Certification 18
Section 5. Working Out of Classification 19
Section 6. Educational Expense Reimbursement 19
Section 7. Mileage 19
Section 8. Haz Mat Team 19
Section 9. Field Training Paramedic Program 20
Section 10. Educational Incentives 20
Section 11. Voluntary Fitness Incentive 20
ARTICLE XII - DISCIPLINE AND DISCHARGE: 20
Section 1 20
Section 2 21
Section 3 21
Section 4 21
Section 5 21
Section 6 21
Section 7 22
ARTICLE XIII - SETTLEMENT OF DISPUTES: 22
Section 1. Grievance and Arbitration Procedure 22
Section 2. Stewards 23
ARTICLE XIV - SENIORITY: 23
Section 1. Seniority 23
Section 2. Suspension of Seniority 24
Section 3. Termination of Seniority 24
Section 4. Probationary Period 24
Section 5. Layoff and Recall 25
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ARTICLE XV - PROMOTIONS: 25
Section 1. Testing 25
Section 2. Eligibility 25
Section 3. Procedure 26
Section 3.1 Promotional Process 26
Section 3.2 Promotional Process Summary 26
Section 4. Credit for Seniority 26
Section 5. Promotional List 26.
Section 6. Appointment 26
Section 7. Promotional Probationary Period 27
ARTICLE XVI - GENERAL PROVISIONS: 27
Section 1. Bulletin Boards 27
Section 2. New Hire Meeting 27
Section 3. Visits by Union Representatives 27
Section 4. Solicitation 28
Section 5. Existing Conditions 28
Section 6. Rules 28
Section 7. Other Employment 28
Section 8. Supervisory Employees 28
Section 9. Uniforms, Protective Clothing and Devices 28
Section 10. Position Classification 29
Section 11. Personnel Files 29
Section 12. Trade Time 29
Section 13. Temporary Employees 29
ARTICLE XVII - HEALTH AND WELFARE AND RETIREMENT: 30
Section 1. Health and Welfare 30
Section 3. Retirement 30
Section 4. Deferred Compensation 30
ARTICLE XVIII -WORKERS' COMPENSATION: 31
Section 1. Workers' Compensation 31
Section 2. Supplementary Payment 31
ARTICLE XIX - LIABILITY INSURANCE: 31
ARTICLE XX - SAVINGS CLAUSE AND FUNDING: 31
Section 1. Savings Clause 31
Section 2. Funding 31
ARTICLE XXI - TERMINATION AND REOPENING: 32
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APPENDIX "A" - CLASSIFICATIONS WITHIN THE BARGAINING UNIT 33
APPENDIX "B" - SALARY SCHEDULE 34
APPENDIX "C" - HEALTH AND WELFARE BENEFITS 39
APPENDIX "D" - EDUCATIONAL INCENTIVE PROGRAM 40
APPENDIX "E" - VOLUNTARY FITNESS INCENTIVE PROGRAM 41
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PREAMBLE
This Agreement is entered into by the City of Ashland, Oregon, hereinafter referred to as the
City, and the Ashland Firefighters Association Local #1269, International Association of
Firefighters,- hereinafter collectively referred to as the Union. Unless indicated otherwise,
references to the "City" shall include the Mayor and City Council or their designee(s) as the
officials directly responsible for the operation of the department(s) covered by this Agreement.
The purpose of this Agreement is to set'forth the full and complete agreement between the
parties on matters pertaining to rates of pay, hours of work and other conditions of
employment.
SCOPE OF AGREEMENT
This Agreement shall apply to those employees of the Ashland Fire and Rescue
Department, Ashland, Oregon, as listed in Appendix "A" but excluding volunteer firefighters,
part time employees, seasonal and temporary employees'.
Where the term "employee" is used, it shall mean regular employees or probationary
employees within the bargaining unit, as the same are defined in Article XIV of this
Agreement.
"Part time employee" shall mean persons working a fraction of the normal working week or
shift, but normally following a predetermined pattern of working hours.
"Seasonal employee" shall mean persons working for summer employment, not exceeding
four (4) consecutive months.
"Temporary employee" shall mean persons appointed for a limited period of time, not to
exceed one (1) year, e.g. college "sleepers", or student firefighters.
ARTICLE I - RECOGNITION AND NON-DISCRIMINATION
Section 1. Recognition.
The City recognizes the Union as the sole and exclusive bargaining agent for the purposes
of establishing rates of pay, hours of work and other conditions of employment for all
employees in the bargaining unit described immediately above.
Section 2. No Discrimination.
The provisions of this Agreement shall be applied equally to all employees in the bargaining
unit without discrimination as to race, religion, creed, color, sex, age or national origin,
sexual orientation, marital status, mental or physical disability or other protected status,
unless based upon a bona fide occupational qualification in accordance with applicable law.
The Union shall share equally with the City the responsibility for applying the provisions of
this Section. All references to employees in this Agreement designate both sexes, and
whenever the male gender is used, it shall be construed to include the male and female
employees.
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Employees shall have the right to form, join, and participate in the activities of the Union or
any other labor organization, or to refrain from any or all such activities, and there shall be
no discrimination by either the City or the Union by reason of the exercise of such right,
except as specifically provided in this Agreement. Nothing in this Agreement shall be
construed as precluding or limiting the right of an individual employee to represent himself
in individual personal matters.
ARTICLE II - UNION SECURITY AND CHECKOFF
Section 1. Union Security. -
The terms of this Agreement apply equally to all employees in the bargaining unit. Any
bargaining unit employee may authorize the City to deduct from his/her pay the amount of
membership dues charge by.the union. This authorization must be in writing and forwarded
to the payroll office. Among other things, membership dues pay for services provided by
the union.
Any bargaining unit employee who does not want to be a member of the union, but who
nonetheless wants to pay for services provide by the union, has the option to pay voluntary
fair share fees, in an amount equal to membership dues. Any member of the bargaining unit
may authorize the City to deduct from his/her pay voluntary fair fees in an amount equal to
union dues charged.
Section 2.' Check Off.
Upon receipt of a lawfully executed authorization from an employee, the City agrees to
deduct the regular initiation fee and regular dues uniformly required of members of the
Union, and remit such deduction within fifteen (15) days after the conclusion of the regularly
scheduled fourteen (14) day pay period, to the official designated by the Union in writing to
receive deductions. The Union will notify the City in writing of the exact amount.of such
initiation fee and regular membership dues to be deducted. Authorization by the employee
shall be on forms approved by the City and may be revoked by the employee upon written
request. Upon written notification by the Union of a check off error, the City will make
adjustments within sixty (60) days following such notification.
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Section 3. Indemnification.
The Union agrees to indemnify and hold the City harmless against any and all claims,
orders or judgment brought or issued against the City as a result of any action taken or not
taken by the City under the provisions of Article ll, Section 2.
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ARTICLE III - MANAGEMENT RIGHTS
Union recognizes that it is the prerogative of the City to operate and manage its affairs in all
respects in accordance with its responsibilities. The powers or authority which City has not
expressly abridged, delegated or modified by this Agreement are retained by the City. It is
understood and agreed that the City possesses the sole and exclusive right to operate the
City through its City Administrator and department heads, but such rights must be exercised
consistent with the other provisions of this Agreement. Those rights include, but are not
limited to, the following:
1. To determine the mission of its constituent departments, commissions and boards.
2. To set standards of services.
3. To direct its employees.
4. To discipline or discharge regular employees for just cause and probationary
employees at its discretion.
5. To relieve its employees from duty because of lack of work, finances or other
legitimate reasons.
6. To maintain the efficiency of governmental operations.
7. To determine the methods, means and personnel by which government operations
are to be conducted.
8. To determine the content of job classifications.
9. To take all necessary action to carry out its mission in emergencies; and
10. To exercise complete control and discretion over its organization and the technology
of performing its work.
ARTICLE IV - STRIKE PROHIBITION
Section 1.
The Union and its members, as individuals or as a group, will not initiate, cause, permit or
participate or join in any authorized strike, work stoppage, or slowdown, picketing, or any
other restriction of work at any location in the City. Employees in the bargaining unit, while
acting in the course of their employment, shall not honor any picket line established in the
City by the Union or by any other labor organization when called upon to cross picket line in
the line of duty. Disciplinary action, including discharge may be taken by the City against
any employee or employees engaged in a violation of this Article. Such disciplinary action
may be undertaken selectively at the option of the City and shall not preclude of restrict
recourse to any other remedies, including an action for damages which may be available to
the City.
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Section 2.
In the event of an unauthorized strike, work stoppage, slowdown, picketing, observance of a
picket line, or other restriction of work in any form, either on the basis of individual choice or
collective employee conduct, the Union will, immediately upon notification, attempt to
secure an immediate and orderly return to work. This obligation and the obligations set forth
in Section 1 above shall not be affected or limited by the subject matter involved in the
dispute giving rise to the stoppage or by whether such matter is or is not subject to the
grievance and arbitration provision of this Agreement.
Section 3.
The City agrees not to engage in a lockout of any Union member of the Ashland Fire
Department as a consequence of a dispute arising during the period of this Agreement.
ARTICLE V - HOLIDAYS
Section 1. Recognized Holidays.
The following shall be recognized as holidays:
New Year's Day (January 1)
Martin Luther King Jr. Birthday (3rd Mon. in Jan.)
Washington's Birthday (3rd Mon. in Feb.)
Memorial Day (Last Mon. In May)
Independence Day (July 4)
Labor Day (1 st Mon. in Sept.)
Veterans Day (November 11)
Thanksgiving Day (4th Thurs. in Nov.)
Day after Thanksgiving (Friday)
Christmas Day (December 25)
Any day declared to be a holiday by the President, Governor or Mayor.
Whenever a holiday shall fall on Sunday, the succeeding Monday shall be observed as the
holiday. Whenever a holiday shall fall on Saturday, the preceding Friday shall be observed
as the holiday. If an employee is on authorized vacation, sick leave, or other leave with pay
when a holiday occurs, such holiday shall not be charged against such leave.
Section 2. Holiday Compensation.
All regular employees shall receive in addition to their regular pay, eleven and two-tenths
(11.2) hours pay for each of the holidays in the fiscal year as listed above at their regular
straight time rate of pay. The additional compensation shall be paid on the first regular
payday in December.
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In the event an employee leaves the City's employment before the end of the fiscal year for
which holiday pay is granted, eleven and two-tenths (11.2) hours pay shall be deducted
from his/her final paycheck for each holiday which has not yet occurred.
Personnel on a forty (40) hour workweek shall receive all recognized holidays off.
ARTICLE VI - VACATIONS
Section 1. Eligibility.
An employee shall be eligible to take accrued vacation time off with pay after one (1) full year
of continuous service with the City. Vacation time off with pay shall be accrued on a monthly
basis in accordance with the following schedule:
• Employees with less than four (4) full years of continuous service shall accrue
fourteen (14) hours of vacation credit for each full calendar month worked.
• Employees with more than four (4), but less than nine full years of continuous
service, shall accrue eighteen (18) hours of vacation credit for each full calendar
month worked.
• Employees with more than nine (9), but less than fourteen (14) full years of
continuous service, shall accrue-twenty-two (22) hours of vacation credit for each full
calendar month worked.
• Employees with more than fourteen (14), but less than nineteen (19) full years of
continuous service, shall accrue twenty-six (26) hours of vacation credit for each full
calendar month worked.
• Employees with more than nineteen (19), but less than twenty-four (24) full years of
continuous service, shall accrue twenty-eight (28) hours of vacation credit for each
full calendar month worked.
• Employees with more than twenty-four (24) full years of continuous service shall
accrue thirty (30) hours of vacation credit for each full calendar month worked.
Section 2. Continuous Service.
Continuous service, for the purpose of accumulating vacation leave credit, shall be based on
the time spent by an employee in active employment or on paid leave. Time spent on leaves
which are not paid by the City will not be counted as a part of continuous service for accrual
purposes, but employees returning from such leaves and from layoff status shall be entitled
to credit for service prior to the leave.
Section 3. Accrual Limitations.
Accumulation of vacation time off with pay is limited to twenty-four (24) months of accrued
vacation credit at the applicable rate. The City shall establish a procedure to notify an
employee thirty (30) days in advance of impending loss of accrued vacation time. Any
employee who is about to lose vacation credit because of accrual limitations may, by
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notifying his supervisor fifteen (15) days in advance, absent himself/herself to prevent such
loss. Such action taken by the employee shall not constitute a basis for disciplinary action,
or loss of pay. To prevent loss of accrued vacation, employees must take leave in
increments of no less than twenty-four (24) hours (one shift). If an employee does not take.
his or her accrued vacation leave after proper notification by the City, such vacation credit
shall be deemed forfeited, unless the failure to take vacation is caused by the City's
insistence that the employee be at work during a scheduled vacation period.
Section 4. Scheduling.
Vacation times shall be scheduled by the City based on its judgment as to the needs of
efficient operations and the availability of vacation relief. Subject to the foregoing,
employees shall have the right to be granted vacation time off in accordance with the
following: Employees shall be permitted to request vacation time off either on a split or an
entire basis. Vacation shall be selected on the basis of seniority; provided, however,
employees will be permitted to exercise their right to select vacations by seniority only once
annually. The vacation schedule shall be posted annually as of November 1 st and
employees shall exercise their choice by bidding in seniority. There may be up to a total of
two (2) employees on vacation or compensatory time off at any given time. The list shall be
closed as of December 1st and subsequent changes shall be made only by mutual consent
of the parties. Scheduling of vacation periods, to the extent consistent with operation
requirements of the City and vacation credits of the employee, shall be in units of not less
than one shift (24 hours), and may be scheduled at any time. Vacation or comp time
requests that occur within 48 hours (short notice) of an employee's regularly scheduled shift
shall only be granted if the request does not incur any overtime for the City.
Section 5. Payment on Termination.
In the event of death, termination or other separation of employment of an employee during
the initial twelve (12) months of his employment, vacation is not considered earned and no
payment in lieu of vacation shall be made. In the event of death, retirement, termination or
other separation of employment after an employee has served for twelve (12) continuous
months, and is otherwise eligible for vacation credits, the employee shall be entitled to
payment for accrued vacation leave at the rate as of the date of eligibility. In the event of
death, earned but unused vacation leave shall be paid in the same manner as salary to the
the deceased employee's spouse.
ARTICLE VII - HOURS OF WORK
Section 1. Work Schedules.
Shift employees will be assigned to work regular shifts consisting of a 48/96 schedule,
totaling a maximum of 106 straight-hours over a (14) day cycle. Consistent with operating
requirements, shift employees shall be scheduled to work on regular work shifts, during this
fourteen (14) day cycle and each shift shall have regular starting and quitting times.
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Work schedules showing the employee's shifts, workdays and hours shall be posted on
Department bulletin boards for thirty (30) days prior to their effective date. Except for
emergency situations and for the,duration of the emergency, changes in work schedules
shall be posted seven (7) days prior to the effective date of the change.
Employees on a forty (40) hour workweek shall be scheduled to work forty (40) hours within
each seven (7) day period beginning on Monday at 8:00 a.m. and ending the following
Monday at 8:00 a.m.
Section 2. Shift Transfers.
(a) No regular employee shall suffer a loss of pay, due to a lesser number of scheduled
hours of work as a result of an involuntary transfer from one shift to another shift.
(b) In the event the City determines a shift trade is necessary and there is no business or
operational purpose articulated for the transfer, the City will provide 14 days' notice
prior to the effective date of change. In such situations, the City will first ask for
volunteers; if no one volunteers; the transfer will be made based on positional
seniority.
ARTICLE VIII - SICK LEAVE
Section 1. Accumulation.
Sick leave shall be earned by regular and probationary shift employees at the rate of sixteen
(16) hours for each calendar month of service. Sick leave may be accumulated to a total of
twelve hundred and forty-eight (1,248) hours and must be taken for purposes specified in
Section 2 below, as a condition to any sick leave payment. Personnel regularly assigned to
a forty (40) hour work week shall accumulate eight (8) hours for each calendar month of
service to a maximum of seven hundred twenty (720) hours.
Section 2. Utilization for Illness or Injury.
Employees may utilize their allowance for sick leave when unable to perform their work
duties by reason of illness or injury. A maximum of forty-eight (48) hours sick leave per
calendar year may also be used when the employee's absence is needed to care for an ill
or injured immediate family member as defined by the Oregon Family Leave Act. In such
event, the employee shall notify their immediate supervisor of absence due to illness or
injury, and the nature and expected length of the absence as soon as possible prior to the
beginning of his scheduled regular work shift, unless unable to do so because of the serious
nature of injury or illness. A physician's statement of the nature and identity of the illness,
the need for the employee's absence and the estimated duration of the absence may be
required at the option of the City, for absences of over two shifts (two work days for forty
hour personnel) prior to payment of any sick leave benefits and/or prior to allowing the
employee to return to work. If the Fire Chief has reason to believe sick leave is being
abused, a physician's statement may be required as a prerequisite to payment of sick leave
for one shift (two work days for forty hour personnel), provided the employee has been
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advised in advance of this requirement. In the event of the latter requirement, the City shall
bear the cost of sending the employee to a physician designated by the City or to a
physician mutually agreed upon by the employee and the City. In emergency cases,
employees may be granted sick leave for doctor or dental appointments, if approved by the
Fire Chief.
Section 3. Integration with Worker's Compensation.
When an injury occurs in the course of employment, the City's obligation to pay under this
sick leave article is limited to the difference between any payment received for time loss
benefits under Worker's Compensation laws and the employee's regular pay. In such
instances, one third (1/3) charges will be made against acerued sick leave.
Section 4. Sick Leave Without Pay.
Upon application by the employee, sick leave without pay may be granted by the City for the
remaining period of disability after accrued sick leave has been exhausted. The City may
require that the employee.submit a certification from a physician periodically during the
period of such disability, and before returning to work. After accrued sick leave has been
exhausted, an employee may elect to use accrued vacation and/or compensatory leave for
sick leave. The City shall notify an employee approximately 30 calendar days before paid ,
sick leave is exhausted. An employee must file a written request for sick leave without pay
to the Fire Chief, fourteen (14) calendar days before paid leave is exhausted, otherwise he
shall be considered as having resigned his position with the City.
Section 5. Pay for Unused Sick Leave.
Members of the bargaining unit may elect to receive 1/3 of their unused annual sick leave
accrual (maximum of 64 hours) in the form of a cash contribution into their deferred
compensation accounts on the first payroll in December. If deferred compensation is not
elected as an option, the unused portion of sick leave will be added to cumulative sick leave
balance. Employees who use 48 hours or less sick leave per year will be entitled to
the maximum payout of 64 hours.
Examples of how payment for unused sick leave will be calculated:
Annual Accrual: 192 192 192 192
Sick leave hours used during the year: 100 30 10 52
All employees are entitled to use up to 48 48 48 48 '
48 hours without impacting their sick
leave incentive under Oregon Sick
Leave Law.
Hours used up to 481year are added 192-100 = 92 + 48 192-30 = 162 + 30 192-10 = 192-52 = 140 + 48
back for the purpose of = 140 /3 = 46.67 = 192 /3 = 64 182 + 10 = = 188 /3 = 62.67
calculating the sick leave incentive. 192 /3 = 64
Calculation:
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Balance that can be cashed out (Max 46.67 64 - 64 62.67
64 hours):
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Section 6. Termination.
Sick leave is provided by the City in the nature of insurance against loss of income due to
the illness or injury. No compensation for accrued sick leave shall be provided for any
employee upon his death or termination or other separation of employment for whatever
reason, except as provided in ARTICLE XVII, Section 2. Sick leave shall not accrue during
any period of leave of absence without pay.
ARTICLE IX - FUNERAL LEAVE
Section 1. Funeral Leave.
An employee shall be granted two (2) working shifts (two work days for forty hour
personnel) funeral leave with regular pay in the event of death in the immediate family of the
employee. The immediate family shall be defined as spouse, parents, grandparents,
children, brothers and sisters of the employee and the parents, children, brothers, sisters
and grandparents of the employee's spouse. The employee will be paid his regular hourly
rate for any such days of excused absence which occur only during his assigned workweek.
Leave with pay of up to four (4) hours may be granted when an employee serves as a
pallbearer, irrespective of whether the deceased is an immediate family member.
ARTICLE X - OTHER LEAVES OF ABSENCE
Section 1. Leaves of Absence Without Pay.
Leaves of absence without pay, not to exceed one (1) year, may be granted upon
establishment of reasonable justification and where the Fire Chief or his designee has
determined that the operation of the Department will not be negatively impacted by the
temporary absence of the employee. Requests for such leaves must be in writing, and
submitted to the Fire Chief or his designee thirty (30) days prior to the requested leave date.
Section 2. Jury Duty.
Employees shall be granted leave with pay for service upon a jury, provided, however, that
the regular pay of such an employee for the period of absence shall be reduced by the
amount of money received by him for such jury service. Upon being excused from jury
service for any day, an employee shall immediately contact his supervisor for assignment
for the remainder of his or her regular workday.
Section 3. Appearances.
Leave with pay shall be granted for an appearance before a court, legislative committee,
judicial or quasi-judicial body as a witness in response to a subpoena or other direction by
proper authority; provided, however, that the regular pay of such employee shall be reduced
by an amount equal to any compensation he may receive as witness fees.
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Section 4. Required Court Appearances.
Leaves of absence with pay shall be granted for attendance in court in connection with an
employee's officially assigned duties, including the time required for travel to the court and
return to the employee's headquarters. The regular overtime rate, if applicable, shall apply
to employees who are off duty, provided that any compensation he may receive as witness
fees shall be paid over to the City.
Section 5. Election Day.
Employees shall be granted two (2) hours to vote on any election day only if, due to
scheduling of work, they would not otherwise be able to vote.
Section 6. Union Business.
Employees elected to any legitimate full time paid Union office which takes them from their
employment with the City, shall upon written request of the Union and the employee, be
granted a leave of absence of up to one (1) year without pay, renewable upon application.
Employees selected by the Union to attend conventions and related union activities shall,
upon written request of the Union and the employee, be granted a leave of absence of up to
thirty (30) days without pay.
Employees selected by the Union to attend collective bargaining sessions between the
Union and the City shall not suffer a loss of pay or benefits as a result of attendance at such
meetings. However, all efforts shall be made to schedule such meetings so as not to affect
the staffing or operation of the Department. Not more than three (3) members shall be
allowed this time off for any one meeting.
During collective bargaining sessions, bargaining team members may trade time without the
application of ARTICLE XVI, Section 11, parts (d) and (e), and further without any records
being kept by the City as to trade time debts between employees during such sessions.
Section 7. Educational Leave.
After completing one (1) year of continuous service, an employee, upon written request,
may be granted a leave of absence without pay by the City for the purpose of upgrading
his/her professional ability through enrollment in education courses directly related to
employment at an accredited school or course of study. The period of such leave of
absence shall not exceed one (1) year, but may be renewed or extended upon request of
the employee and approval by the Fire Chief or his designee. One year leaves of absence,
with requested extensions, for educational purposes may not be provided more than once in
any three (3) year period. Replacements shall be considered temporary employees.
Employees shall also be granted time off with pay for educational purposes, for reasonable
lengths of time, to attend conferences, seminars, briefing sessions, training programs, and
other programs of a similar nature that are intended to improve or upgrade the employee's
skill and professional ability, when ordered or approved by the Fire Chief or his designee.
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Section 8. Military Leave.
Military leave shall be granted in accordance with state and federal law. The City shall
recognize the military year October 1 to September 30 for all employees.
Section 9. Failure to Return from Leave.
Any employee who is granted a leave of absence and who fails to return to work at the
expiration of said leave of absence, shall be considered as having resigned his position with
the City, and his position shall be declared vacated; except and unless the employee, prior
to the expiration of his leave of absence, has requested an extension and furnished
evidence that he is unable to work by reason of sickness, physical disability, injury or other
legitimate reason beyond his control.
ARTICLE XI - COMPENSATION
Section 1. Pay Schedule.
Employees shall be compensated in accordance with the pay schedules attached to this
Agreement and marked Appendix "B" which is hereby incorporated into and made a part of
this Agreement.
Engineer, Captain, and Battalion Chief pay will be calculated based upon Top Step Firefighter
EMT-Basic pay. Appendix "B" will reflect the following:
(a) Engineers will receive an additional:
3% for the first year (Step 1)
6% for the second year (Step 2)
9% thereafter (Top Step)
(b) Captains will receive an additional:
12% for the first year (Step 1)
15% for the second year (Step 2)
18% thereafter (Top Step)
(c) Battalion Chiefs will receive an additional:
21 % for the first year (Step 1)
24% for the second year (Step 2)
27% thereafter (Top Step)
When any position not listed on the pay schedule is established, the City shall designate a
job classification and pay rate for the position. The Union shall be notified and the pay rate
established by the City shall be considered tentative until the Union has been afforded the
opportunity to meet and discuss the matter. If the Union does not agree that the
classification or pay rate is proper, the Union may submit the issue as a grievance
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according to the grievance procedure or pursue dispute resolution procedures pursuant to
ORS as appropriate.
Section 2. Pay Periods.
Employees shall be paid every other Friday. Pay periods shall be for 14 days beginning at
12:01 AM on Saturday and ending on the 14° day (Friday) at 11:59 PM. Pay days shall be
on the Friday following the close of each pay period.
a) Due to three shifts, regular hours are estimated: 106 hours is the average for a 14-
day period.
b) Due to three shifts, FLSA hours are estimated: 6 hours is the average for a 14-day
pay period.
c) All other hours, such as premium pay (overtime, outclass, call backs) are based on
actual hours worked and paid accordingly.
d) Any leave, such as Vacation, Holiday, Sick or Comp Time, that is used during the
14-day period reduces the average hours paid.
Section 3. Overtime.
(a) The City has the right to assign overtime work as required in a manner most
advantageous to the City and consistent with the requirements of municipal service
and the public interest. Except as provided in Article XVI, Section 1,1, shift employees
shall be compensated at the rate of one and one-half times their regular rate for work
performed outside their regularly scheduled straight-time shifts of 106 hours during a
fourteen (14) day cycle as set forth in ARTICLE VII, Section 1. Forty (40) hour
personnel shall be compensated at overtime rates for all hours worked in excess of
forty (40) hours within each workweek as defined in ARTICLE VII Section 1.
For shift employees, overtime may result from scheduled overtime, as well as
callbacks and hold-overs as follows:
Call-Back Overtime. Employees called back to work shall receive overtime pay with
a guaranteed minimum of one (1) hour at double time for the work for which they are
called back. All additional hours worked and annexed to the one (1) hour callback shall
be paid at the overtime rate of time-and-one-half (1-1/2) the regular rate of pay until
the beginning of the employee's regular scheduled work shift.
Scheduled Overtime. Scheduled overtime is defined as required overtime work for
which the employee received notification no less than ten (10) hours prior to the
reporting time specified, and shall be compensated at one and one-half (1-1/2) times
his regular rate of pay. Scheduled overtime also includes work performed in excess
of 106 hours in a fourteen (14) day cycle that is scheduled by the Department. Such
time worked shall also be compensated at one-and-one-half (1-1/2) times an
employee's regular rate.
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Hold-Over Overtime. Holdover overtime is defined as required overtime work for
which an employee is required to remain at work beyond his regular work shift or
workday and shall be compensated at one and one-half (1-1/2) times the employee's
pay. In no event shall overtime compensation be received twice for the same hours
worked.
(b) Compensation for authorized overtime shall be paid in the form of pay at the applicable
rate or banked as compensatory time off. All overtime shall be recorded by the
employee and must be approved by the Fire Chief or designated supervisor.
(c) . For purposes of the Company overtime under the Federal Fair Labor Standards Act
and state statute only, authorized leave with pay shall be considered hours worked.
(d) Overtime may be taken in the form of compensatory time off in lieu of paid
compensation. Such time off shall be approved by the Fire Chief and shall not be
unreasonably withheld. The Fire Chief may withhold approval when the complement
of employees has been temporarily reduced due to scheduled vacations, or other
previously approved leaves for other employees on that'shift. There may be up to a
total of two (2) employees on compensatory time off or vacation, at any given time.
Permission for such time off must be requested from the affected shift's Battalion Chief
at least forty-eight (48) hours in advance of the time off. Such time off must be taken
in increments of not less than two (2) hours, and shall not interfere with the operations
of the Fire Department. Provided, however, that the compensatory time off may not be
taken by virtue of hours worked in excess of 53 and less than 57 in a work week. The
maximum compensation time that may be accrued is 112 hours (80 hours for 40hour
employees).
Section 4. EMT Certification.
The City and the Union recognize the need to have highly trained employees to operate the
City's rescue equipment and to respond to medical emergencies. To this end, the City and
the Union agree as follows:
Emergency Medical Technician-B (EMT-B) certification shall be the mandatory minimum level
of certification required for all positions in the bargaining unit.
(a) The employee shall be responsible for continuing to maintain the required level of EMT
certification as a condition of continued employment.
(b) The City will pay expenses associated with mandatory EMT re-certifications and other
mandatory certifications. Such expenses may include transportation and travel costs,
application and test fees, registration fees, etc. The City will decide how many
employees will be involved at any one time due to budgeting and staffing
requirements.
(c) Except as otherwise provided in this Agreement, certified Emergency Medical
Technicians (EMT's), shall be compensated as follows:
EMT'P' 8.75% of Top Step Firefighter EMT-Basic pay
EMT'P' 10.25% of Top Step Firefighter EMT-Basic pay
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EMT 'P' 11.75% of Top Step Firefighter EMT-Basic pay
All the above amounts shall be incorporated into the base wage schedule set forth in
Appendix "B". If any individuals achieve a higher level of certification, the City will
pay the premium pay for the higher level.
Section 5. "Working Out of Classification."
When an employee is required to work in a higher job classification for at least two (2) hours
or more, he/she shall receive the pay rate for the higher classification for time worked in a
higher classification until the return to their previous job classification. If an employee takes
vacation, sick leave or other paid time off while working in a higher classification and returns
to the higher classification, he/she shall be paid their regular position's salary rate for such
vacation and sick-leave. The Fire Chief may assign an employee to acting in assignments.
Subject to the foregoing, the rate of pay shall be the entry level salary established for the
higher position or the next level salary if the entry level salary is less than the rate of pay
earned in the lower classification.
Section 6. Educational Expense Reimbursement.
The City shall pay the cost of books and tuition for successfully completed, job-related
courses which have been approved in advance by the Fire Chief. In the event that an
employee leaves City service sooner than two years after completion of the course(s), the
amount paid by the City will be deducted from the employee's final paycheck to the extent
the deduction does not reduce the employee's wages below legal minimums. If the
deduction is not sufficient to fully reimburse the City, the employee shall be responsible to
make a direct payment in the amount of the differential.
Section 7. Mileage.
Employees required to report for special duty at any location outside of the City or required
to transfer mid-shift to a location other than their normal reporting station and who are
required to use their personal vehicle for transportation to such location shall be
compensated for the extra distance driven at the rate established by the City. The mileage
for outside of city locations will be the lesser of actual miles traveled or the distance from
City Hall to the location of the special duty. Personal vehicle use will only be allowed if a
department vehicle is not available. Such mileage reimbursement shall be made from petty
cash pursuant to standard petty cash reimbursement forms to be submitted for the subject
month no later than the first working day of the following month.
Section 8. Haz Mat Team.
Should the City participate in the regional haz-mat program, each member of the Haz-Mat
Team who maintains membership status on the response team, shall be compensated as
follows:
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(a) Each team member shall be paid an incentive of $504.00 per year for maintaining
their required membership status. Payment shall be $42.00/month added to regular
pay for the year in which the member serves on the Haz Mat Team.
(b) Team members shall receive time and one-half their regular pay when involved in a
state approved Hazardous Materials Team Activity, or off-duty training required by
the Fire Chief.
(c) Team members shall receive double their regular pay when activated for response to
a Hazardous Materials incident (2-hour minimum).
(d) Team members shall receive an annual baseline physical, paid for by the City, to
maintain their membership on the regional team.
Section 9. Field Training Paramedic Program.
Should the City participate in a Field Training Paramedic (FTP) Program, each member
assigned by the department as an FTP will receive $16 per shift (24-hour period) to the
evaluating preceptor.
Section 10. Educational Incentive Program.
Effective July 1, 2017, employees may receive additional compensation for formal education
or education attained through achieving DPSST Certifications by rank. Education
incentives cannot be combined, and shall not exceed 3%. Program details are contained in
Appendix "E".
Formal Education Incentive DPSST Certification (by rank)
Bachelor's Degree, 2% DPSST Tier I, 2%
Masters' Degree, 3% DPSST Tier 2, 3%
Section 11. Physical Fitness Incentive Program.
Effective July 1, 2019, employees may receive additional compensation for completing the
Voluntary Physical Fitness Exam as described in,Appendix "E."
ARTICLE XII - DISCIPLINE AND DISCHARGE
Section 1.
No regular employee as defined in ARTICLE XIV, Section 4, may be disciplined except for
just cause and after due process. Disciplinary action may be imposed upon any employee for
failing to fulfill his or her responsibilities as an employee. Conduct reflecting discredit upon
the City or Department or which is a direct hindrance to the effective performance of City
functions shall be considered just cause for disciplinary action. Such cause may also include
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misconduct, inefficiency, incompetence, insubordination, misfeasance, malfeasance, the
willful violation of Department rules or for political activities. forbidden by law.
Section 2.
Discipline for just cause may include the following:
1. Verbal reprimand;
2. Written reprimand;
3. Suspension;
4. Demotion;
5. Discharge.
Section 3.
An employee may be suspended from employment, with or without pay, while charges
against the employee are investigated. Such a suspension may be for no more than five (5)
working days, unless mutually extended by the parties. If the employee is cleared
completely of the charges, the affected employee will be immediately reinstated without loss
of'pay or benefits. If the charges are upheld, the suspension or any part of it may be
determined to be part of the discipline, effective as of the date of suspension.
Verbal reprimands shall be identified as such in advance, shall not be grievable, and any
reference to a verbal reprimand shall be retained in an employee's file for no more than two
years after it occurs.
Section 4.
In the event of an offense of such serious nature that immediate disciplinary action is
required, the employee may be suspended immediately from employment until such
charges are investigated and a decision made to continue or terminate the employee. If the
employee is cleared completely of the charges, the affected employee will be immediately
reinstated without loss of pay or other benefits. If charges are upheld, the termination date
will be the date of suspension.
Section 5.
In any case of suspension, a written notice of the charges against the employee, and
grounds for suspension shall be supplied to the Union and affected employee. Any
disciplinary action that is protested, shall be protested only as grievance through the regular
grievance procedure.
Section 6.
Two (2) years from the date a written reprimand is issued it shall be removed from
personnel records provided no other infractions have occurred concerning the same matter.
Section 7.
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An employee having less.than twelve (12) months continuous service shall serve at the
discretion of the City.
ARTICLE XIII - SETTLEMENT OF DISPUTES
Section 1. Grievance and Arbitration Procedure.
Any grievance or dispute which may arise between the parties concerning the application,
meaning or interpretation of this Agreement shall be settled in the following manner, provided
however, the time limits can be extended by mutual consent of the parties. Once a grievance
has been filed in writing it.may not be changed except as to facts.
STEP I (Informal). The affected employee shall discuss the problem with the Fire Chief or
his designee within seven (7) business days of its occurrence. The discussion shall
include factual details of the incident, the section of this Agreement allegedly violated
and the specific remedy requested. The City shall have the seven (7) business days
to attempt to resolve the matter and shall answer the employee either verbally or in
writing. If the problem is not resolved within the seven (7) business days, it may
proceed as a grievance to the second step.
STEP II. If the problem has not been settled between the affected employee and the Fire
Chief or his designee, it may be presented as a grievance in writing by the Union
representative to the Fire Chief within seven (7) business days after the response
specified in Step I is due. The written notice shall include details of the grievance, the
section of this Agreement allegedly violated and the specific remedy requested. The
Fire Chief shall respond to the Union representative in writing within seven (7)
business days after receipt of the grievance.
STEP III. If the grievance still remains unadjusted, it may be presented by the Union to the
City Administrator or his designee(s) within seven (7) business days after the response
specified in STEP II is due. The City Administrator or his designee(s) shall respond in
writing to the Union within seven (7) business days.
STEP IV. If the grievance is still unsettled, either party may, within ten (10) calendar days
after the reply of the City Administrator is due, by written notice to the other, request
arbitration of the dispute under STEP V.
STEP V. If the grievance is still unsettled, either party may within ten (10) calendar days of
the decision of the City Administrator or his designee, under STEP IV, have the right
to have the matter arbitrated by a third party jointly agreed upon by the City and the
Union. If the parties are unable to agree upon an arbitrator, the American Arbitration
Association or the Oregon Employment Relations Board shall be requested to submit,
a list of five names of Oregon and/or Washington arbitrators. Both the City and the
Union shall have the right to strike two names from the list. The party requesting
arbitration shall strike the first name and the other party shall then strike one name.
The process shall be repeated and the remaining person shall be the arbitrator. The
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City and the Union shall meet in a' prehearing conference and shall prepare a
submission agreement regarding the specific issue(s) in dispute. The designated
arbitrator shall hear both parties as soon as possible on the disputed matter and shall
render a decision within thirty (30) calendar days which shall be final and binding on
the parties and the employee.
The arbitrator shall have no right to amend, modify, nullify, ignore or add provisions to
the Agreement, and shall be limited to consideration of the particular issue(s)
presented to him. His decision shall be based solely upon his interpretation of the
meaning and application of the Agreement. Expenses for the arbitrator shall be borne
equally by the City and the Union, however each party shall be responsible for
compensating its own representatives and witnesses. If either party desires a verbatim
recording of the proceeding, it may cause such record to be made, provided it pays for
the record. If the other party desires a copy, both parties shall jointly share the cost of
the transcript and all copies. If any grievance is not presented or forwarded by the
employee or Union within the time limits specified above, such grievance shall be
deemed waived.
Section 2. Stewards.
Employees selected by the Union to act as Union representatives shall be known as
"stewards" and shall not exceed three (3) in number. The names of the employees selected
as stewards and the names of local Union representatives, state council or international
representatives who may represent employees, shall be certified in writing to the City by the
Union. Duties required by the Union of stewards, excepting attendance at meetings with
supervisory personnel and aggrieved employees arising out of a grievance already initiated
by an employee under Section 1 above, shall not interfere with their or other employees'
regular work assignments as employees of the City: On-the-job contacts between stewards
and an aggrieved employee shall be made so as not to interfere with or disrupt regular Fire
Department operations and with the consent of the Fire Chief or his designee. Requests for
such contacts shall not be unreasonably denied, but shall be limited to a total of no more than
six (6) hours per month. Union stewards shall not solicit, or "shop" for grievances while on
duty. Time allowed to be authorized for contacts between stewards and an aggrieved
employee under this Article shall be used to solve problems, not to encourage them. Stewards
shall make every effort to attempt to make contacts during their off duty hours.
ARTICLE XIV SENIORITY
Section 1. Seniority.
Seniority shall bean employee's length of continuous service with the bargaining unit,
dating from his last date of hire and shall apply by job classification in the matter of layoff
and recall. In the event of a layoff, such a laid off employee may exercise his seniority to
bump into a lower job classification within the Department, provided he is qualified to
perform the work. To prevent unnecessary disruption and delays, employees must exercise
their bumping rights in writing within fourteen (14) calendar days of receipt of notice of
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layoff. Recall from layoff shall be in the reverse order of seniority, provided the recalled
employee is qualified to perform the work.
Seniority shall continue to accrue during:
a) Authorized sick leave or disability leave up to ninety (90) calendar days;
b) Vacation leave;
c) Educational leave approved by the City;
d) Military leave as specified in ARTICLE X Section 8;
e) Funeral leave;
f) Jury duty;
g) Promotion to a. supervisory position outside of the bargaining unit for six (6)
months;
Section 2. Suspension of Seniority.
Seniority shall be retained, but shall not continue to accrue during:
(a) Authorized sick leave or disability leave in excess of ninety (90) days;
(b) Educational leave requested by the employee;
(c) Military leave in accordance with law;
(d) Election to a full time paid Union office up to one (1) year, renewable upon
application; and
(e) Other authorized leaves'of absence of up to one (1) year.
Section 3. Termination of Seniority.
Seniority and the employment relationship shall be broken or terminated if an employee: (1)
Quits; (2) Is discharged for just cause; (3) Is absent from work without notification to the Fire
Chief or his designee, by the beginning of his next regularly scheduled work shift; (4) Is laid
off and fails to report to work within five (5) days after being recalled; (5) Is laid off- from
work for any reason for 24 months or for a period of time equal to his seniority, whichever is
shorter; (6) Fails to report for work after the termination of a leave of absence; (7) If while
on a leave of absence for personal health reasons accepts other employment without
permission, or (8) Retires.
Section 4. Probationary Period.
The probationary period is an integral part of the employee selection process and provides
the City with the opportunity to upgrade and improve the Department by observing a new
employee's work, training, aiding new employees in adjustment to their position, and by
providing an opportunity to reject any employee whose work performance fails to meet
required work standards. Every new employee hired into the bargaining unit shall serve a
probationary period of twelve (12) full months, after which they shall be considered a regular
employee and granted seniority retroactively to the last date of hire. The Union recognizes
the right of the City to terminate probationary employees for any reason and to exercise all
rights not specifically modified by this Agreement with respect to such employees.
Termination of a probationary employee shall not be subject to the grievance procedure
under ARTICLE XIII.
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Section 5. Layoff and Recall
Recall from layoff exceeding three (3) shifts shall be by certified letter sent to the employee
at their last known address furnished to the City by an employee. The City may also use
any means to return an employee sooner. The City may require the successful completion
of a medical-examination as a prerequisite to returning an employee to work following a
layoff, at City expense.
ARTICLE XV - PROMOTIONS
Section 1. Testing.
No employee shall be promoted from one rank to another without first having passed a
promotion examination. Promotion examinations shall be based upon ascertained merit and
standing upon examination. Promotional opportunities shall be posted for at least sixty (60)
calendar days prior to the beginning of the testing procedure. In the event that a change in
staffing dictates noticing of less than sixty (60) days, the Fire Chief will contact the
Association President and discuss the reasons for providing less than sixty (60) calendar
days. Whenever a promotional examination is given, the notice announcing such
examination shall state: the passing score on all parts of the examination; the relative
weight of each part of the examination and the length of time the eligibility list established by
the examination process will be effective.
Section 2. Eligibility.
It shall be a prerequisite that any applicant for examination for a position or classification
above that of firefighter in the bargaining unit shall have had service for at least two (2)
years for Engineer, and three (3) years for Captain, and five (5) years for Battalion Chief in
the Fire Department of the City of Ashland. In addition, applicants cannot be eligible to test.
for a position unless they have passed and are in good standing on the promotion list for the
position directly below the position for which they are testing for.
Promotional vacancies for classifications listed in Appendix "A" may be filled from outside
the Ashland Fire Department only in the event of the following:
(a) If, after posting a promotional opportunity in accordance with Section 1 of this
Article, the City receives no notices of intent to participate as outlined in
Section 3 of this Article;
(b) If it is found for Engineer that, after testing in accordance with the terms of
this Article, no one within the bargaining unit is deemed qualified for the
position by virtue of test scores.
(c) If it is found for Captain that, after testing in accordance with the terms of this
Article, there are not at least three (3) employees within the bargaining unit
deemed qualified for the position by virtue of test scores.
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(d) If it is found that for Battalion Chief, after testing in accordance with the terms
of this article, there are not at least two (2) employees with the bargaining unit
deemed qualified for the position by virtue of test scores.
Section 3. Procedure.
Employees,must submit in writing to the Fire Chief or his or her designee, their intent to
participate in the testing procedure not later than ten (10) calendar days prior to the test
date. The content of the examination shall be limited to measuring of skill, technical.
knowledge and level of self-development attained for the classification sought by applicants.
When examinations are given, the examination board will be made up of panelists from
outside the Ashland Fire Department. Two Chief Officers from the Department will provide
comments on the accuracy of applicant statements.
3.1 Promotional Process
Candidates will be provided with advanced notice of the grading & scoring criteria
which will be used in the assessment process.
3.2 Promotional Process Summary
Each candidate who participates in a promotional process for a position covered by
this agreement shall be provided with a promotional process summary which will
include constructive feedback from the panelists involved.
Section 4. Credit for Seniority.
In the event two (2) or more applicants are equally qualified by virtue of identical test scores,
seniority shall govern placement on the promotional list.
Section 5. Promotional List.
Promotional lists shall be established from test scores, with number one on the list being
that employee who had the best or top overall score. The list will serve to advise each
applicant of his standing relative to the outcome of the testing procedure.
Section 6. Appointment.
When the City desires to fill a vacancy, it shall choose the candidate with the highest overall
score on the eligibility list, unless the Fire Chief determines that such individual is not the
most qualified and puts his reasons for such a determination in writing.
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Section 7. Promotional. Probationary Period.
Regular employees promoted into a higher classification shall serve a promotional
probationary period of twelve (12) full months. The Union also recognizes the right of the
employer to demote an employee on promotional probationary status to his previous
position. Demotion of an employee on promotional probationary status shall not be subject
to the grievance procedure under ARTICLE XIII. Such demotion shall not be considered a
disciplinary action. The reasons for demotion shall be supplied in writing to the demoted
employee within 48 hours after the demotion.
ARTICLE XVI - GENERAL PROVISIONS
Section 1. Bulletin Boards.
The City agrees to furnish and maintain a suitable bulletin board in a convenient place in the
work or assembly area to be used by the Union. The Union shall limit its posting of Union
notices and bulletins to such bulletin board, which shall be used only for the following Union
notices and bulletins:
(a) Recreational and social affairs of the Union
(b) Union meetings
(c) Union elections
(d) Reports of Union committees
(e) Rulings or policies of the International Union
In addition, the Union may post one IAFF sign, and may use the dayroom for Union
meetings, provided they first secure permission from the Captain.
Section 2. New Hire Meeting.
The City agrees to schedule one hour during a newly hired employee's first full 40-hour
work week a meeting with the union president and/or designee. For the purpose of
discussing union membership and any other union business deemed necessary.
Section 3. Visits by Union Representatives.
The City agrees that accredited representatives of the International Association of
Firefighters and the Oregon State Firefighters Council, upon reasonable and proper
introduction, may have reasonable access to the premises of the City at any time during
working hours for the purposes of assisting in the administration of this Agreement, if they
first obtain permission to do so from the Fire Chief or his designated representative.
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Section 4. Solicitation.
The Union agrees that its members will not solicit membership in the Union or otherwise
carry on Union activities during working hours, except as specifically provided in this
Agreement.
Section 5. Existing Conditions.
It is understood and agreed that there exists within the Fire Department certain established
working conditions which constitute employment relations under ORS 243.650 through
243.782 which shall continue in effect for the term of this Agreement, unless or until
changed by mutual agreement of the parties, or by the City in accord with its prerogatives
stated elsewhere in this Agreement, or as required by appropriate State or Federal laws,
orders or regulations. In case of changes other than by mutual agreement, the Union shall
be notified as soon as practicable of a change or proposed change.
Section 6. Rules.
It is jointly recognized that the City must retain broad authority to fulfill and implement their
responsibilities and may do so by written work rules, existing or future. It is agreed,
however, that no work rule will be promulgated or implemented which is inconsistent with a
specific provision of this Agreement.
Section 7. Other Employment.
Prior to accepting outside employment, an employee shall first discuss the matter with the
Fire Chief. Acceptance or continuance of regular outside employment by an employee shall
be subject to the following criteria:
(a) The need for mentally and physically alert public safety employees.
(b) Insulating employees from potential conflict of interest situations.
(c) Maintaining efficiency unimpaired by other employment, recognizing the
nature of the job requiring firefighters to be available for emergency duty
twenty-four (24) hours a day.
Section 8. Supervisory Employees.
It is understood that supervisory employees not covered under this Agreement shall not
perform work within the jurisdiction of the Union except in the case of an emergency, or for
purposes of instruction or training, or where the complement of regular employees is
temporarily reduced by reason of absence of any employee due to illness or other legitimate
reason, or where the work load is temporarily increased.
Section 9. Uniforms, Protective Clothing and Devices.
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If an employee is required to wear a uniform, protective clothing or use any type of
protective device, such articles shall be provided by the City. Lost protective clothing or
devices, or damage to protective clothing or devices due to negligence, shall be reimbursed
to the City by the employee. Failure of an employee to wear required uniforms, protective
clothing, or use protective devices as prescribed by the City shall be cause for disciplinary
action as set forth in ARTICLE XII. Loss or damage to personal items owned by the
employee shall be the responsibility of the employee.
Section 10. Position Classification.
The general classifications of labor which shall be recognized throughout this Agreement
shall be those set forth in Appendix "A".
Section 11. Personnel Files.
Employees shall have the right to:
a Inspect their official personnel records kept in the office of the Personnel
Director on a quarterly basis.
(b) Acknowledge the placement of new materials in their files.
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(c) Challenge or reply to materials which the employee believes to be obsolete or
otherwise inappropriate for evaluation, promotion, or retention.
Section 12. Trade Time.
The City shall allow time trades provided that:
(a) Such trades are applied for using department approved (staffing program's)
electronic form;
(b) Permission is granted by the affected shifts' supervisor prior to the time to be
traded. Such permission shall not be unreasonably denied;
(c) The City shall not be liable for payback of time traded or overtime worked as
.a result of such trades;
(d) Trades shall not interfere with the operations of the Fire Department. This
section shall be interpreted to include protection of paramedic staff.
Scheduled trade. paybacks shall not be satisfied through the use of V/L, C/L
or other leave, only hours worked
(e) Trades shall occur only between employees of the same job classification, or
between equally qualified employees according to the Fire Engineers' and
Captains' and Battalion Chiefs' promotional eligibility list.
Section 13. Temporary Employees.
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Temporary positions will be allowed in the bargaining unit under the following conditions:
a) Temporary positions can only be filled by active Ashland Firefighter Association
members that are in good standing.
b) Persons placed into temporary positions will remain an active Ashland Firefighter
Association member and continue to pay dues accordingly.
c) Temporary positions will have a clear ending date up to a maximum of three (3)
months.
d) Temporary employees are only allowed to fill the last position they held in the
bargaining unit.
e) Upon appointing a temporary position, the City of Ashland will provide the Ashland
firefighters Association with a letter stating the temporary employee's position and
the duration of the temporary assignment (end date).
ARTICLE XVII - HEALTH AND WELFARE AND RETIREMENT
Section 1. Health and Welfare. The Employee Health Benefits Advisory Committee
including one (1) representative of the Ashland Firefighters Association shall meet at least
(2) times per year for the purpose of reviewing program performance and providing
feedback to the City Administration/HR on benefit programs.
Health benefits and other insurance will be provided to the IAFF represented employees
under the same conditions and restrictions as provided to all other. City employees.
Adjustments to the health benefits plan may be made by the City.
Section 2. Retirement.
The City agrees to maintain its existing Retirement Plan, subject to the terms and provisions
thereof, as it applies to regular employees in the bargaining unit. Upon retirement, one-half
of accumulated sick leave will be applied to retirement as set forth in ORS 238.350. The
City will also assume or pay the employee's contributions required by ORS for all
employees included under this Agreement at a uniform rate of six (6) percent.
Section 3. Deferred Compensation.
The City agrees to contribute $15.00 per month in matching funds per member enrolled in a
City deferred compensation program (currently ICMA or AETNA). This program is at the
option of the member and contingent upon a minimum $15.00 per month contribution paid
by the member. In addition, as an incentive to amend language regarding the provision of
health insurance benefits to make clear the City has agreed to provide a health insurance
package and not specific individual benefits, the City agrees to contribute $25.00 per month
to an eligible deferred compensation program for each member of the bargaining group.
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ARTICLE XVIII -WORKERS' COMPENSATION
Section 1. Workers' Compensation.
All employees will be insured under the provisions of the Oregon State Workers'
Compensation Act for injuries received while at work for the City.
Section 2. Supplementary Payment.
Compensation paid by the City for a period of sick leave also covered by worker's
compensation shall be equal to the difference between the workers' compensation pay for
lost time and the employee's regular pay rate, as described in ARTICLE VIII, Section 4.
ARTICLE XIX - LIABILITY INSURANCE
The City shall purchase liability insurance as set forth in ORS 30.270 and containing such
terms and conditions as are necessary for the protection of all employees covered by this
Agreement against claims against them incurred in or arising out of the performance of their
official duties. The premiums for such insurance shall be paid by the City.
ARTICLE XX - SAVINGS CLAUSE AND FUNDING
Section 1. Savings Clause.
Should any article, section, or portion thereof, of this Agreement be subsequently declared
by the proper legislative or judicial authority to be unlawful or unenforceable, or not in
accordance with applicable statutes or ordinances, all other provisions of this Agreement
shall remain in full force and effect for the duration of this Agreement.
Section 2. Funding.
The parties recognize that revenue needed to fund the wages and benefits provided by the
Agreement must be approved annually by established budget procedures and in certain
circumstances by vote of the citizens of the City. The City shall not reduce the wages and
benefits specified in this Agreement because of budgetary limitations, but cannot and does
not guarantee any level of employment in the bargaining unit covered by this Agreement.
The City agrees to include in its annual budget request amounts sufficient to fund the wages
and benefits provided by this Agreement, but makes no guarantee as to passage of such
budget requests or voter approval thereof.
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ARTICLE XXI - TERMINATION AND REOPENING
This Agreement shall be effective as of the 1 st day of July, 2018 or upon execution,
whichever is later, and shall remain in full force and effect until the 30th day of June, 2022,
and shall terminate all prior agreements and practices, and concludes all collective
bargaining during the term of this Agreement. This Agreement nullifies and supersedes all
previous documents including Letters of Understanding between the parties unless such
documents are specifically reinstated for the duration of this Agreement.
It shall be automatically renewed from year to year thereafter unless either party shall notify
the other in writing not sooner than one hundred eighty (180) days nor less than ninety (90)
days prior to the expiration or subsequent anniversary date that it wishes to modify this
Agreement for any reason. Such notification shall include the substance of the modification
and the language with which such desired modifications are to be expressed. In the event
notice to modify is given, those provisions not reopened shall automatically renew. In the
event that such notice is given, negotiations shall begin not later than thirty (30) days after
said notice, unless otherwise mutually agreed. This Agreement shall remain in full force and
effect during the period of negotiation.
ASHLAND FIREFIGHTERS
ASSOCIATION INTERNATIONAL
ASSOCIATION OF FIREFIGHTERS, CITY OF ASHLAND, OREGON
LOCAL #1269
B~. y:
B
Association 7President ity Administrator
f
By: By:
Association Vice-President ayor
Date: Date: 7, 00
32
APPENDIX "A"
CLASSIFICATIONS WITHIN THE BARGAINING UNIT
Firefighter
Fire Engineer
Fire Captain
Battalion Chief
33
APPENDIX "B"
SALARY SCHEDULE
The City agrees to increase wages by 2% July 1, 2018, for all positions in the bargaining unit
retroactively, and implement a control year for the Voluntary Fitness Incentive Program
outlined in Appendix "E". Both parties agree to the adjustments made to Appendix "D"
Educational Incentive Program for any members pursuing DPSST Certification after July 1,
2018.
The City agrees to increase wages 2% July 1, 2019, for all positions in the bargaining and
implement a Voluntary Fitness Incentive Program as outlined in Appendix "F.
The City agrees to increase wages 2% July 1, 2020, for all positions in the bargaining and
implement a Voluntary Fitness Incentive Program as outlined in Appendix "F".
The City agrees to increase wages 2% July 1, 2021, for all positions in the bargaining and
implement a Voluntary Fitness Incentive Program as outlined in Appendix "F.
A detailed explanation of how incentives are calculated follows the Salary Schedule.
34
APPENDIX B - Salary Schedule
1 2% Wage Increase 2% Wage Increase 2% Wage Increase 2% Wage Increase 2% Tier 1 3% Tier 2
EMT "I" Incentive (3%)
added to Top Step Basic 0.7748 0.7903 0.8061 0.8222 0.5165 _ 0.7748
EMT "P" Incentive Mo.
(11.75%) added to Top Conv Top Step FF * .02 Top Step FF * .03
7/1/2018 7/1/2019 7/1/2020 7/1/2021 242.66 7/1/2018 7/1/2018
HOUR MONTH HOUR MONTH HOUR MONTH HOUR MONTH Hour Month Hour Month
EMT "B"
First 6 Months $20.4418 $4,960 $20.8506 $5,060 $21.2676 $5,161 $21.6930 $5,264 $20.9583 $5,086 $21.2166 $5,148
Next 6 Months $21.5037 $5,218 $21.9337 $5,322 $22.3724 $5,429 $22.8199 $5,537 $22.0202 $5,343 $22.2785 $5,406
Next 12 Months $22.6225 $5,490 $23.0750 $5,599 $23.5365 $5,711 $24.0072 $5,826 $23.1391 $5,615 $23.3973 $5,678
Next 12 Months $23.6844 $5,747 $24.1581 $5,862 $24.6412 $5,979 $25.1341 $6,099 $24.2009 $5,873 $24.4592 $5,935
Next 12 Months $24.7843 $6,014 $25.2800 $6,134 $25.7856 $6,257 $26.3013 $6,382 $25.3008 $6,140 $25.5591 $6,202
Rate Thereafter $25.8272 $6,267 $26.3438 $6,393 $26.8706 $6,520 $27.4080 $6,651 $26.3438 $6,393 $26.6020 $6,455
EMT "I"
First 6 Months $21.2166 $5,148 $21.6409 $5,251 $22.0738 $5,356 $22.5152 $5,464
Next 6 Months $22.2785 $5,406 $22.7241 $5,514 $23.1785 $5,625 $23.6421 $5,737
Next 12 Months $23.3973 $5,678 $23.8653 $5,791 $24.3426 $5,907 $24.8294 $6,025
Next 12 Months $24.4592 $5,935 $24.9484 $6,054 $25.4474 $6,175 $25.9563 $6,299
Next 12 Months $25.5591 $6,202 $26.0703 1 $6,326 $26.5917 $6,453 $27.1235 $6,582
Rate Thereafter $26.6020 $6,455 $27.1341 $6,584 $27.6768 $6,716 $28.2303 $6,850
EMT "P" 703
First 6 Months $23.4765 $5,697 $23.9460 $5,811 $24.4249 $5,927 $24.9134 $6,045 $23.9930 $5,822 $24.2513 $5,885
Next 6 Months $24.5384 $5,954 $25.0291 $6,074 $25.5297 $6,195 $26.0403 $6,319 $25.0549 $6,080 $25.3132 $6,142
Next 12 Months $25.6572 $6,226 $26.1704 $6,350 $26.6938 $6,478 $27.2276 $6,607 $26.1738 $6,351 $26.4320 $6,414
Next 12 Months $26.7191 $6,484 $27.2535 $6,613 $27.7985 $6,746 $28.3545 $6,881 $27.2356 $6,609 $27.4939 $6,672
Next 12 Months $27.8190 $6,751 28.3754 $6,886 $28.9429 $7,023 $29.5217 $7,164 $28.3355 $6,876 $28.5938 $6,939
Rate Thereafter $28.8619 $7,004F$29.43911 $7,144r$30.02791 $7,2871$30,6285 $7,432 $29.3785 $7,129 $29.6367 $7,192
i
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2% Wage Increase 2% Wage Increase 2% Wage Increase 2% Wage Increase
7/1/2018 7/1/2019 7/1/2020 7/1/2021
HOUR MONTH HOUR MONTH HOUR MONTH HOUR MONTH
EMT "B"
First 12 Months $26.6020 $6,455 $27.1341 $6,584 $27.6768 $6,716 $28.2303 $6,850 $27.1186 $6,581 $27.3768 $6,643
Second 12 Months $27.3768 $6,643 $27.9244 $6,776 $28.4829 $6,912 $29.0525 $7,050 $27.8934 $6,769 $28.1517 $6,831
Rate Thereafter $28.1517 $6,831 $28.7147 $6,968 $29.2890 $7,107 $29.8748 $7,249 $28.6682 $6,957 $28.9265 $7,019
EMT "I"
First 12 Months $27.3768 $6,643 $27.9244 $6,776 $28.4829 $6,912 $29.0525 $7,050
Second 12 Months $28.1517 $6,831 $28.7147 $6,968 $29.2890 $7,107 $29.8748 $7,249
Rate Thereafter $28.9265 $7,019 $29.5050 $7,160 $30.0951 $7,303 $30.6970 $7,449
EMT "P" 706
First 12 Months $29.6367 $7,192 $30.2295 $7,335 $30.8341 $7,482 $31.4507 $7,632 $30.1533 $7,317 $30.4115 $7,380
Second 12 Months $30.4115 $7,380 $31.0198 $7,527 $31.6402 $7,678 $32.2730 $7,831 $30.9281 $7,505 $31.1864 $7,568
Rate Thereafter $31.1864 $7,568 $31.8101 $7,719 $32.4463 $7,873 $33.0952 $8,031 $31.7029 $7,693 $31.9612 $7,756
HOUR MONTH HOUR MONTH HOUR MONTH HOUR MONTH
EMT "B"
First 12 Months $28.9265 $7,019 $29.5050 $7,160 $30.0951 $7,303 $30.6970 $7,449 $29.4430 $7,145 $29.7013 $7,207
Second 12 Months $29.7013 $7,207 $30.2953 $7,351 $30.9012 $7,498 $31.5193 $7,648 $30.2178 $7,333 $30.4761 $7,395
Rate Thereafter $30.4761 $7,395 $31.0856 $7,543 $31.7073 $7,694 $32.3415 $7,848 $30.9927 $7,521 $31.2509 $7,583
EMT "I"
First 12 Months $29.7013 $7,207 $30.2953 $7,351 $30.9012 $7,498 $31.5193 $7,648
Second 12 Months $30.4761 $7,395 $31.0856 $7,543 $31.7073 $7,694 $32.3415 $7,848
Rate Thereafter $31.2509 $7,583 $31.8759 $7,735 $32.5135 $7,890 $33.1637 $8,048
EMT "P" 709
First 12 Months $31.9612 $7,756 $32.6004 $7,911 $33.2524 $8,069 $33.9175 $8,230 $32.4777 $7,881 $32.7360 $7,944
Second 12 Months $32.7360 $7,944 $33.3907 $8,103 $34.0585 $8,265 $34.7397 $8,430 $33.2525 $8,069 $33.5108 $8,132
Rate Thereafter $33.5108 $8,132 $34.1810 $8,294 $34.8646 $8,460$35.5619 $8,629 $34.0274 $8,257 $34.2856 $8,320
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2% Wage Increase 2% Wage Increase 2% Wage Increase 2% Wage Increase
7/1/2018 7/1/2019 7/1/2020 7/1/2021
HOUR MONTH HOUR MONTH HOUR MONTH HOUR MONTH
~ EMT "B"
First 12 Months $31.2509 $7,583 $31.8759 $7,735 $32.5135 $7,890 $33.1637 $8,048 $31.7675 $7,709 $32.0257 $7,771
Second 12 Months $32.0257 $7,771 $32.6663 $7,927 $33.3196 $8,085 $33.9860 $8,247 $32.5423 $7,897 $32.8006 $7,959
Rate Thereafter $32.8006 $7,959 $33.4566 $8,119 $34.1257 $8,281 $34.8082 $8,447 $33.3171 $8,085 $33.5754 $8,147
EMT "I"
First 12 Months $32.0257 $7,771 $32.6663 $7,927 $33.3196 $8,085 $33.9860 $8,247
Second 12 Months $32.8006 $7,959 $33.4566 $8,119 $34.1257 $8,281 $34.8082 $8,447
Rate Thereafter $33.5754 $8,147 $34.2469 $8,310 $34.9318 $8,4771$35.6305 $8,646
EMT "P" 712
First 12 Months $34.2856 $8,320 $34.9713 $8,486 $35.6708 $8,656 $36.3842 $8,829 $34.8022 $8,445 $35.0604 $8,508
Second 12 Months $35.0604 $8,508 $35.7617 $8,678 $36.4769 $8,851 $37.2064 $9,029 $35.5770 $8,633 $35.8353 $8,696
Rate Thereafter $35.8353 $8,696 $36.5520 $8,870 $37.2830 $9,047 $38.0287 $9,228 $36.3518 $8,821 $36.6101 $8,884
DPSST (2%) (3%) (2%) (3%) (2%) (3%) (2%) (3%)
Cert Tier 1 Tier 2 Tier 1 Tier 2 Tier 1 Tier 2 Tier 1 Tier 2 I- F
(Add to
base pay) 0.5165 0.7748 0.5269 0.7903 0.5374 0.8061 0.5482 0.8222
OR
Education BA MA BA MA BA MA BA MA
Incentives Degree Degree Degree Degree Degree Degree Degree Degree
(Add to
base pay) 0.5165 0.7748 $0.5269 0.7903 $0.5374 0.8061 0.5482 0.8222
AND
1% 1% 1% 1%
(Add [o
base pay) 0.2583 0.2634 0.2687 0.2741
This shall serve as a Memo of Understanding between the City of Ashland and the Ashland Firefighters Association
regarding clarification on calculating and building the fire salary schedule. Including, calculating and applying incentive
pays and COLAs.
THE FIREFIGHTER EMT "B" (FF EMT B) IS THE BASELINE PAY RANGE FOR ALL PAY RANGES
AND BUILDING CERTIFICATION PAYS.
EMT "I" Certification Pay - A determined percentage multiplied by the top step of the FF EMT B hourly rate of a
given year. This Calculation is then used as an "add on" to each of the EMT "I "rates in each position classification
when calculating hourly rates in the salary schedule. This calculation is listed on the side of the salary schedule.
Example: 2011 rate 3% of FF EMT B = $21.6173 x 3% _ $.6485 EMT I Certification Rate
EMT "P" Certification Pay - A determined percentage multiplied by the top step of the FF EMT B hourly rate of a
given year. This Calculation is then used as an "add on" to each of the EMT "P" rates in each position classification
when calculating hourly rates in the salary schedule. This calculation is listed on the side of the salary schedule.
Example: 2011 rate 7.25% of FF EMT B = $21.6173 x 7.25% = $1.5673 EMT P Certification Rate
FIREFIGHTER EMT "B" - (FIT EMT B)- Take the current rates and steps then multiply the COLA (if any) to
each of them in the FIREFIGHTER EMT "B" range. This will establish the baseline for the new range for all
groups. Top Step FIREFIGHTER EMT "B" is used in all classifications.
Example: 2014 Top Step FIREFIGHTER EMT B Rate = FF EMT B $22.7112 x 3% _ $23.3925
FIREFIGHTER EMT "I" - Using the FF EMT B pay schedule take each step and add the EMT "I"
Certification Pay to each step. Example: 2014 Top Step FIREFIGHTER EMT 1 Rate with EMT I Certification =
FIREFIGHTER EMT B 523.3925 + EMT 1 Certification Pay $0.6485 = $24.0410
III
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FIREFIGHTER EMT "P" - Using the FF EMT B pay schedule take each step and add the EMT "P" Certification
Pay to each step. Example: 2014 Top Step FIREFIGHTER EMT P Rate with EMT P
Certification = FIREFIGHTER EMT B $23.3925 + EMT P Certification Pay $2.7486 = $26.1411
ENGINEER EMT "B" - Using top step FF EMT B pay schedule multiply 3% to step 1, Using top step FF EMT B
pay schedule multiply 6% to step 2, Using top step FF EMT B pay schedule multiply 9% to step 3. Example: 2014
Top Step Engineer EMT B Rate = IF EMT B $23.3925 x 9% _ $25.4978
ENGINEER EMT "I" - Using the scale from the ENGINEER EMT B and add the EMT "P" Certification pay to
each step. Example: 2014 Top Step ENGINEER EMT I Rate with EMT I Certification = ENGINEER EMT B
$25.4978 + EMT I Certification Pay $0.6485 = $26.1463
ENGINEER EMT "P" - Using the scale from the ENGINEER EMT B and add the EMT "P" Certification pay to
each step. Example: 2014 Top Step ENGINEER EMT P Rate with EMT P Certification = ENGINEER EMT B
$25.4978 + EMT P Certification Pay $2.7486 = $28.2464
CAPTAIN EMT "B"- Using top step FF EMT B pay schedule multiply 12% to step 1, Using top step FF EMT B
pay schedule multiply 15% to step 2, Using top step FF EMT B pay schedule multiply 18% to step 3. Example.
2014 Top Step CAPTAIN EMT B Rate = FF EMT B $23.3925 x 18% _ $27.6032
CAPTAIN EMT "I"- Using the scale from the CAPTAIN EMT B and add the EMT "P" Certification pay to each
step. Example: 2014 Top Step CAPTAIN EMT I Rate with EMT I Certification = CAPTAIN EMT B $27.6032 +
EMT I Certification Pay $0.6485 = $28.2517
CAPTAIN EMT "P"- Using the scale from the CAPTAIN EMT B and add the EMT "P" Certification pay to each
step. Example: 2014 Top Step CAPTAIN EMT P Rate with EMT P Certification = CAPTAIN EMT B $27.6032 +
EMT P Certification Pay $2.7486 - $30.3518
BATTALION CHIEF EMT "B"- Using top step FF EMT B pay schedule multiply 21% to step 1, Using top step
FF EMT B pay schedule multiply 24% to step 2, Using top step FF EMT B pay schedule multiply 27% to step 3.
Example: 2014 Top Step BATTALION CHIEF EMT B Rate = FF EMT B $23.3925 x 27% _ $29.7085
BATTALION CHIEF EMT "P"- Using the scale from the BATTALION CHIEF EMT B and add the EMT
"P" Certification pay to each step. Example: 2014 Top Step BATTALION CHIEF EMT I Rate with EMT I
Certification= BATTALION CHIEF EMT B $29.7085 + EMT I Certification Pay $0.6485 = $30.3570
BATTALION CHIEF EMT "P"- Using the scale from the BATTALION CHIEF EMT B and add the EMT
"P" Certification pay to each step. Example: 2014 Top Step BATTALION CHIEF EMT P Rate with EMT P
Certification = BATTALION CHIEF EMT B $29.7085 + EMT P Certification Pay $2.7486 = $32.4571
CALCULATING MONTHLY - For fire staff that follows the firefighter salary schedule, use 242.66 hours. This is
based on the hours worked under FLSA. For example: In 2014 a top step Firefighter EMT B hourly rate was
$23.3925, so monthly would calculate to: $23.3925 x 242.66 = $5676.42 or $5676
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APPENDIX "C"
HEALTH AND WELFARE BENEFITS
Section 1. Health and Welfare. The City agrees to pay ninety-five percent (95%) of the
premium for employee and/or family coverage through the term of this agreement for the
following health and welfare plans. The employee agrees to pay five percent (5%) of the
premium, to be deducted from the employee's check through regular payroll deductions. The
parties recognize this agreement is to provide the insurance plans. Plan benefits are subject
to annual adjustments. Nothing in this agreement shall be deemed a limitation on the annual
plan benefit adjustments.
Retired employees shall be allowed to participate in the existing insurance plan at their own
expense to the extent required by state or federal law. The City shall also make available to
employees an optional choice to participate in a Flexible Spending Account Program (pretax
health premium and health and dependent care expense reimbursement).
Health Insurance - Employee and family coverage. CIS Regence Ashland
Grandfathered PPO Plan - $300 Deductible, 109,o130% Coinsurance
Dental Insurance - Employee and family coverage. CIS Incentive Dental Plan III or
Willamette Dental Option.
Vision Insurance - Employee and family coverage. CIS Vision
Medical benefits, including vision and dental will continue within the current plan equivalent
for the first 3 years of the contract, July 1, 2018 through June 30, 2021. During year 3 of
this agreement, the Association and the City agree to bargain in good faith changes to the
medical benefits that will be implemented July 1, 2021.
Mercy Flights' Insurance - Family coverage.
City paid reimbursement for programs contained in the City's Wellness Program.
Other benefit levels and maximum premium payments by the City shall be as
follows:
State mandated Life Insurance $10,000 in life coverage (duty connected only)
Standard Life Insurance $1,000 in coverage
Standard Dependent Life Insurance $1,000/ dependent
Salary Continuation Plan (LTD) 66.67%, Up to $2,000/month
Physical Fitness Reimbursement: 50% of membership cost up to a maximum of
$120 per year.
Athletic Shoe Reimbursement: The City will continue to reimburse employees for
the cost of athletic shoes for work, up to a maximum of $100. All requests will be
submitted to payroll and will be processed as a taxable benefit.
The City will contribute an amount equivalent to 2% of earnings into an HRA-VEBA
account for the employee and his/her eligible dependents to use for eligible
healthcare expenses.
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APPENDIX "D" EDUCATIONAL
INCENTIVE PROGRAM
Education: Compensation:
Bachelor's Degree 2% Master's Degree 3%
OR
DPSST Tier 1 2%
DPSST Tier 2 3%
Members may only earn one incentive in their permanently assigned rank and may not earn incentives for
ranks above or below their current permanently assigned rank. If the member is assigned as FPOC they
will continue to earn the incentives they've achieved for their current permanently assigned rank, not the
FPOC position.
RANK DPSST CERTIFICATIONS TO QUALIFY FOR INCENTIVE * Revised 7/1/2018
DPSST NFPA Firefighter I
Tier 1 DPPST Technical Rescuer
DPSST Company Level Inspector
Firefighter DPSST Wildland Firefighter Type 2
Tier 2 DPPST Wildland Firefighter Type 1
Tier 1 DPSST NFPA Firefighter II
DPSST NFPA Fire Instructor I
Engineer DPSST NFPA Rope Rescue
Tier 2 DPSST NFPA Apparatus Equipped with Fire Pump
DPSST Interface/WiIdland Engine Boss
Tier 1 DPSST NFPA Confined Space Rescue
Captain DPSST NFPA Fire Officer I
Tier 2 DPSST Trench Rescue
DPSST NFPA Fire Officer II
Battalion Chief Tier 1 DPSST NFPA Fire Instructor II
Fire Officer III
Tier 2 RVFCA IMT Strike Team/Task Force Leader
Effective July 1, 2018 any member not previously receiving DPSST certification pay must obtain the
required courses as listed above.
Existing members already receiving DPSST Certification pay under the previous contract incentive
structure will be grandfathered into the new contract. DPSST incentive pay will remain in-place during the
term of this contract for those grandfathered members, unless or until, they pursue a higher level of
certification under the new incentive structure as stated above.
40
APPENDIX "E"
VOLUNTARY FITNESS INCENTIVE PROGRAM
2018 - 2019 - Control Year. Any employee who qualifies during the control year will be eligible for
his/her first Fitness Incentive July-1, 2019. Fitness Incentives will remain in-place from July 1 to June
30th of the following year and expire unless the employee successfully passes the physical agility
test with a passing score each year.
2019 - 2020 - Incentive pay of 1 % (based off top step fire fighter pay) will be added to the
employee's compensation.
2020 - 2021 Incentive pay of 1 % (based off top step fire fighter pay) will be added to the
employee's compensation. The same amount will be contributed to a 401(a) account for any
members who qualify for the Fitness incentive in the prior year by passing with a time less than 10
minutes.
2021 - 2022 Incentive pay of I% (based off top step fire fighter pay) will be added to the
employee's compensation. The same amount will be contributed to a 401(a) account for any
members who qualify for the Fitness incentive in the prior year by passing with a time less than 10
minutes. '
Program Details:
A minimum of three attempts will be set-up by the program coordinator throughout the fiscal
year. One hour of comp time will be given for each attempt. Once a candidate passes, no
comp time will be allowed for additional attempts during the fiscal year. A candidate may
substitute a CPAT test at their own cost and produce a validated card in lieu of participating in
the department physical agility test. A candidate may retake the test after failing during the next
established testing date in order to pass the physical agility test.
Candidates must pass the physical agility test once during the fiscal year to receive the incentive
the following July 1s'. All incentive pay becomes effective July 1st the following year regardless
of when the candidate achieved a passing score.
Voluntary Fitness incentive:
Wearing department approved workout clothing, candidate wears turnout jacket and don SCBA.
(The candidate will not at any time hook into the SCBA).
Time Starts:
1. Hose stair climb - Candidate will shoulder a rolled 50'section of 3" and climb
stairs at SOU Stadium or equivalent. Once at the top, the roll of 3" will be laid
down at specified location and the event will end. (Steps can be skipped on the
way up).
2. Hose Hoist -A 50' rolled 3" at end of rope will be set at ground level. Candidate
will hand over hand pull the rolled 3" up the side of the stadium and over the
railing. Event stops when the hose is laid down at specified location and
candidate descends the stairs using every stair.
41
3. Sled - Candidate will use a sledgehammer to strike the sled and push it required
distance down the track. Event stops when sled reaches required distance.
4. Attack hose advance - Candidate will hold nozzle of a charged 1.75' pre-
connect and advance it 100' where a cone must be sprayed with water. Event
ends when cone is sprayed.
5. Dummy Drag - dummy is to be pulled approximately 150' (width of SOU stadium
or equivalent) by candidate. Event ends when dummy is drug across the finish
line.
Time Ends. * All 5 events must be completed in less than 10 minutes to be eligible for incentive
pay.
II
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