HomeMy WebLinkAbout06-038 - Resolutions RESOLUTION NO. FD 06-038
A RESOLUTION OF THE BOARD OF DIRECTORS OF THE
RANCHO CUCAMONGA FIRE PROTECTION DISTRICT,
RANCHO CUCAMONGA, CALIFORNIA, AMENDING THE
EXISTING COMPENSATION PLAN FOR DISTRICT
EMPLOYEES AND APPROVING THE CERTAIN
MEMORANDUM OF UNDERSTANDING BETWEEN THE
DISTRICT AND SUPPORT SERVICES ASSOCIATION TO
WAGES, BENEFITS AND OTHER TERMS AND CONDITIONS
OF EMPLOYMENT FOR FISCAL YEARS 2006-2007, 2007-
2008 AND 2008-2009.
A. RECITALS.
1. Representatives of the Rancho Cucamonga Fire Protection District ("District':
hereinafter) and the Support Services Association have met and conferred
pursuant to the provisions of the Meyers-Milias-Brown Act (California
Government Code §3500, et seq.) with regard to wages, benefits and other
terms and conditions of employment.
2. Representatives of the District and Support Services Association have
agreed upon and presented to this Board a Memorandum of Understanding
pertaining to the Fire Support Association effective, July 1, 2006 specifying
the results of said meet and confer process.
3. It is necessary from time to time to review and adjust the salary and wages
specified for District personnel.
4. District desires to amend the existing compensation plan for Fire Support
Services.
5. All legal prerequisites to the adoption of this Resolution have occurred.
B. RESOLUTION.
NOW THEREFORE, the Board of Directors of the Rancho Cucamonga Fire
Protection District of the City of Rancho Cucamonga, California, does hereby find, determine
and resolve as follows:
1. In all respects, as set forth in the Recitals, Part A of this Resolution.
2. The salary ranges for the classifications specified therein, as set forth in
Exhibit "A" through Exhibit "F" attached and incorporated herein by this
reference, hereby are approved.
3. The attached Memorandum of Understanding entered into by and between
District representatives and the Support Services Association representatives
for fiscal years 2006/2007, 2007-2008 and 2008-2009 effective July 1, 2006
hereby is approved and ratified by the Board of Directors.
4. The Secretary shall certify to the adoption of this resolution.
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PASSED, APPROVED, AND ADOPTED this 2nd day of August 2006.
AYES: Alexander, Gutierrez, Michael, Spagnolo, Williams
NOES: None
ABSENT: None
ABSTAINED: None
William J. Ale nder, Pre ident
ATTEST:
kDbra J. d ms, Secretary
I, DEBRA J. ADAMS, SECRETARY of the Rancho Cucamonga Fire Protection District, do
hereby certify that the foregoing Resolution was duly passed, approved, and
adopted by the Board of Directors of the Rancho Cucamonga Fire Protection
District, at a Regular Meeting of said Board held on the 2"d day of August, 2006.
Executed this 3`d day of August 2006 at Rancho Cucamonga, California.
,fDebra J A ms, Secretary
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MEMORANDUM OF UNDERSTANDING
RANCHO CUCAMONGA FIRE PROTECTION DISTRICT
AND
FIRE SUPPORT SERVICES ASSOCIATION
2006-2009
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TABLE OF CONTENTS
Page
PREAMBLE.....................................................................................................................1
ARTICLEI RECOGNITION ....................................... .....................................................1
ARTICLEII COMPENSATION ........................................................................................1
Section1 Salary Ranges.........................................................................................1
Section2 Salary Plan ..............................................................................................2
A. Ranges..........................................................................................................2
B. Standby Pay..................................................................................................5
Section 3 Work Periods and Overtime ....................................................................6
A. Work Periods................................................................................................6
B. Work Shifts ...................................................................................................6
C. Flex Time......................................................................................................6
D. Overtime Pay................................................................................................6
E. Call Back.......................................................................................................7
F. 4/10 Schedule...............................................................................................7
Section 4 Uniform Allowance...................................................................................7
Section 5 Employee Group Insurance.....................................................................8
A. Health Insurance.-........................................................................................8
B. Dental Insurance...........................................................................................8
C. Vision Insurance ...........................................................................................8
D. Life Insurance...............................................................................................8
E. Long Term Disability.....................................................................................8
Section 6 Tuition Reimbursement ...........................................................................9
Section7 Retirement Plan.....................................................................................10
A. Benefits.......................................................................................................10
B. 2.5% at 55 Retirement Employee Contribution...........................................10
C. Conversion -Support Services ...................................................................10
Section 8 Work Related Injuries............................................................................10
Section9 Carpooling.............................................................................................11
Section10 IRS 125 Plan .......................................................................................11
Section 11 Retiree Health Savings Account..........................................................12
ARTICLEIII LEAVES.....................................................................................................12
Section1 Holidays.................................................................................................12
Section 2 Vacation Leave........................................................................ ...........13
Section3 Sick Leave.................................... ......................................................14
A. Full Time Employees ..................................................................................14
Section 4 Personal Leave......................................................................................16
Section 5 Bereavement Leave ..............................................................................17
A. 40-hour Personnel ......................................................................................17
B. Immediate family is defined as:...................................................................17
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Section 6 Compensatory Time ..............................................................................17
Section7 Military Leave..................... .......... .................................................17
Section8 Jury Duty................................................................................................18
Section 9 40 Hours of Vacation Buy-Back.............................................................19
Section 10 Civil Subpoena/Criminal Subpoena.....................................................19
A. Civil Subpoena............................................................................................19
B. Criminal Subpoena .....................................................................................19
Section 11 Leaves of Absence without Pay...........................................................20
ARTICLE IV GRIEVANCE PROCEDURE .....................................................................20
Section1 Purpose.................................................................................................20
A. Step 1...........................................................................................................22
ARTICLEVI SAFETY....................................................................................................31
Section1 Compliance............................................................................................31
Section 2 No Discrimination...................................................................................31
Section 3 Safety Equipment..................................................................................31
Section 4 Employee Responsibility........................................................................31
Section5 Smoking Policy......................................................................................32
ARTICLE VII MANAGEMENT RIGHTS.........................................................................32
Section 1 Scope of Rights.....................................................................................32
Section 2 Emergency Conditions...........................................................................33
ARTICLE VIII MAINTENANCE OF BENEFITS..............................................................33
ARTICLE IX APPROVAL BY THE BOARD OF DIRECTORS.......................................33
ARTICLE X PROVISIONS OF LAW.............................................................................33
ARTICLEXI TERM........................................................................................................34
ARTICLE XII NEGOTIATION OF SUCCESSOR MOU..........................................34
ARTICLE XIII PARITY PROVISION..................................................................34
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PREAMBLE
This Memorandum of Understanding("MOU"hereinafter)is made and entered into
by and between the Rancho Cucamonga Fire Protection District("District'hereinafter),and
the Fire Support Services Association("Association"hereinafter).The terms and conditions
contained in this MOU are applicable to all full-time employees within this unit and contain
the complete results of negotiations concerning wages, hours and other terms and
conditions of employment for said employees represented herein.
ARTICLE I RECOGNITION
Pursuant to the provisions of existing rules and regulations and applicable State law,
District hereby acknowledges Association as the exclusive recognized employee
organization for the representation unit,which includes all employees of District specified in
Exhibit A attached hereto, who are employed on a full-time basis.
One or more classifications set forth in Exhibit A have been formerly in the unit
represented by the Rancho Cucamonga Fire Protection District Fire Management
Employees Organization. It was not the intent of the District or the employees ("affected
employees") whose classifications are now within the unit represented by the Support
Services Association, that such realignment would result in a diminishing of compensation.
Therefore, to the extent, if any, that a present District employee occupying the affected
classification(s)at the time of District adoption of this MOU,and at the time of its transfer to
the Support Services Association unit, incurred a decrease in compensation as a result of
said transfer, the employee shall have said compensation restored retroactive to the pay
period during which time said benefit decreased. The benefit shall thereafter continue
prospectively unless or until modified pursuant to the meet and confer process engaged in
by representatives of the District and the Fire Support Services Association or as may be
otherwise be provided by law. This provision does not prohibit a future change in the
compensation of the affected individuals.
Eligibility for this restoration of benefit is conditioned upon the affected employees
being employed by the District on the date that the District approves the fiscal year 2004-
2006 Memorandum of Understanding. No interest shall be paid on retroactive amounts,
and no damages are to be borne by the District and none shall be sought by any affected
employee.
ARTICLE II COMPENSATION
Section 1 Salary Ranges
A. Specific salary ranges for each class are as set forth in Exhibit A through
Exhibit F attached hereto and by this reference incorporated herein.
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B. Survey Cities:
1. Association and District agree the survey cities shall be Fullerton, West
Covina, Corona, Ontario, Orange, Riverside, San Bernardino City and Upland. May Ist of
each year, a survey of the identified labor market cities will be completed, reviewed by the
Association and District,and used as the comparison basis for any negotiations regarding
market equity adjustment.
C. Effective the first payroll period commencing on or after July 1, 2006, July 1,
2007 and July 1, 2008, there shall be successive three (3%) percent unadjusted base
salary cost of living increases for unit members employed by the District on the effective
dates of the increases.
The parties further agree that subject to the implementation dates and percent
limitations described below in this paragraph,the above unadjusted base salary increases
shall be augmented by equity adjustments as follows: effective the first payroll period
commencing on or after January 1, 2007, an equity adjustment not to exceed three (3%)
percent;effective the first payroll period commencing on or after January 1,2008, an equity
adjustment not to exceed two (2%)percent; effective the first payroll period commencing
on or after January 1, 2009,.an equity adjustment not to exceed two (2%) percent. The
equity adjustments shall be based upon analysis of the following survey in paragraph B.
Accordingly,the equity increases shall be implemented as stipulated in Exhibits"A"through
"F" of Resolution No. FD-06- attached hereto and, by this reference, incorporated.
Section 2 Salary Plan
A. Ranges
The base salary ranges for all classes in the bargaining unit shall consist of ranges
having five(5)steps, labeled A through E, with approximately five percent(5%) between
each step. Placement within the range shall be in accordance with the following:
1. Salary on Appointment
New employees shall be compensated at Step"A"of the salary range to which their
class is allocated. If unusual recruitment difficulties are encountered or a candidate is
exceptionally well qualified, appointment at a higher step in the salary range may be
authorized by the Fire Chief.
2. Merit Salary Adjustments
Advancement within a salary range shall not be automatic,but shall be based upon
job performance and granted only on the recommendation of the employee's supervisor
and approval of the Fire Chief. Employees shall be considered for merit salary increases in
accordance with the following:
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a. Employees who are placed at Step A upon original employment,
reinstatement, or promotion are eligible for a merit salary review after six (6) months of
service. Subsequent merit salary review dates shall fall upon the completion of twelve(12)
month service intervals.
b. Employees who are placed at Step B or above upon original
employment, reinstatement, or promotion shall be eligible for a merit salary review after
twelve (12)months of service. Subsequent review dates shall fall upon the completion of
twelve (12) month service intervals.
c. The granting of an official leave of absence of more than thirty (30)
continuous calendar days, other than military leave, shall cause the employee's merit
salary review date to be extended the number of calendar days he or she was on leave.
d. If, in the supervisor's judgment,the employee's performance does not
justify a salary increase on the review date,the employee shall be reevaluated before the
expiration of six (6) months dating from the employee's review date. If the period of
postponement exceeds three(3)months and the employee receives a salary increase,the
employee shall be assigned a new review date based on the date the increase was
granted.
e. Authorized salary step increases shall become effective at the
beginning of the pay period nearest the employee's review date.
f. Should an employee's review date be overlooked,and upon discovery
of the error, the employee is recommended for a salary increase, the employee shall
receive a supplemental payment compensating him or her for the additional salary he or
she would have received had the increase been granted at the appropriate time.
g. The normal merit salary increase shall be one (1) step granted in
accordance with the preceding. However, to reward outstanding achievement and
performance,the Fire Chief may grant one(1)additional step increase not to exceed one
(1)step in any(6) month period.
h. In order to address a situation wherein application of this section would
result in the inequitable treatment of employees and upon the recommendation of the Fire
Chief and approval of the Board, an employee may be placed at any step in the salary
range for his or her class.
3. Salary on Promotion
An employee, who is promoted to a position in a class with a higher salary range
than the class in which he or she formerly occupied a position, shall receive the nearest
higher monthly salary in the higher salary range that would constitute a minimum five
percent(5%) salary increase over his or her base salary rate, provided that no employee
may receive a rate in excess of Step E of the promotional class. If the promotion occurs
within sixty(60)days of a scheduled merit salary review date, the employee shall receive
the merit increase (if otherwise entitled to it) and the promotional increase concurrently.
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The employee shall be given a new merit salary review date for purposes of future salary
step advancement. The new date shall be based upon the effective date of the promotion.
4. Salary on Demotion
An employee who is demoted to a position in a class with a lower salary range shall
receive a new merit salary review date based upon the effective date of the demotion and
receive a salary in accordance with the following:
a. Disciplinary demotion-any designated salary step in the lower salary
range which will result in the employee's receiving at least a five (5) percent reduction in
pay.
b. Non-disciplinary demotion - that salary step he or she would have
received in the lower class if his or her services had been continuous in said lower class.
5. Salary on Transfer
An employee who is transferred from one position to another in the same class or to
another position in a similar class having the same salary range shall receive the same
step in the salary range previously received and the merit salary review date shall not
change.
6. Salary on Position Reclassification
When an employee's position is reclassified and the employee is appointed to the
position, salary shall be determined as follows:
a. If the position is reclassified to a class with a higher salary range than
the former class, salary and merit salary review date shall be set in the same manner as if
he or she had been promoted.
b. If the salary of the employee is the same or less than the maximum of
the salary range of the new class and the salary range of the new class is the same as the
previous class, the salary and merit salary review date shall not change.
c. If the salary of the employee is greater than the maximum of the range
of the new class,the salary of the employee shall be designated as a AY-rate@ and shall
not change during continuous regular service until the maximum of the salary range to
which the class is assigned exceeds the salary of the employee.
7. Salary on Re-employment
An employee recalled after a layoff shall receive the same salary step in the range
of the class which he or she was receiving upon layoff.
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8. Salary on Rehire
Upon rehire, an employee shall be placed at such salary step as may be
recommended by the supervisor and approved by the Fire Chief. The employee's merit
salary review date shall be based on the date of rehire.
9. Acting Pay
Acting pay shall be one (1) step, approximately five percent (5%), above the
affected employee's base salary rate. To receive acting pay the employee must:
a. Be formally assigned duties appropriate to the higher class.
b. Work in the higher class at least fifteen (15) consecutive work days,
five (5) shifts for employees working twenty-four(24) hour shifts. Acting pay will be paid
beginning with the sixteenth (16th) consecutive day worked in an acting capacity, sixth
(6th) shift for employees working twenty-four(24) hours shifts.
10.Salary on Change in Range Assignment
When a class is reassigned to either a higher or lower salary range by the Board,
the salary of each incumbent in such class on the date the reassignment is effective shall
be adjusted to the step he or she was receiving in the former range.
B. Standby Pay
"Subject to the rotation provisions below,the Fire Equipment Mechanic shall,unless
relieved of such duty by a supervisor, be in a 'stand-by' status whenever not performing
duties during scheduled hours.
'Stand-by'means that a Fire Equipment Mechanics shall be required to respond to
their designated work site(s)within one(1) hour of being advised by telephone, pager, or
other means, that their services are required.
In order to provide flexibility to the affected employees in order that an individual
employee can conduct personal business other than during scheduled hours of work,the
District shall at its expense, provide each affected employee with a cell phone, pager,
and/or other means of communication whereby the necessity to respond to the work site(s)
can be communicated to the affected employee. Each affected employee shall be required
to maintain each such communication device in a functioning status, and shall carry such
device in such manner that District-initiated communications shall be received when
transmitted.
It is the goal of the District to provide for a stand-by rotation among affected
employees, resulting in a requirement that each affected employee be in a stand-by status
for not more than seven (7) consecutive calendar days without relief of such status for at
least seven (7)consecutive calendar days. However,the parties recognize that needs of
the District, injury, illness or other events may result in a District requirement that any given
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affected employee be maintained in a stand-by status for greater than a seven (7)
consecutive calendar day period of time.
Each affected employee in a designated stand-by status for seven(7)consecutive
calendar days,shall receive additional compensation in the amount of two hundred($200)
dollars for each seven (7) calendar day period of time in a stand-by mode."
Section 3 Work Periods and Overtime
A. Work Periods
The work period for forty(40)hour personnel is seven(7)days with overtime being
time worked in excess of forty (40) hours in the work period.
B. Work Shifts
1. All twenty-four (24) hour work shifts begin at 0800 and end at 0800 the
following day, twenty-four(24) hours thereafter.
2. Ten (10) hour work shifts begin at 0700 and end at 1800.
C. Flex Time
1. The work schedules of employees assigned to other than fire suppression
are subject to change depending on needs of the service or desires of the concerned
employee(s). (See item 3.)
2. The District shall not change work schedules when the sole purpose of
the change is to avoid payment of time and one-half(1.5) for overtime. This however, is
not to be interpreted as preventing a schedule change upon the mutual agreement of the
District and affected employee.
3. Employees may request schedule changes to address personal interests.
Whenever possible such requests will be accommodated,provided however,that needs of
the service as determined by the District will take precedence over employee preferences.
4. The District will not effect schedule changes but for good and sufficient
cause. .
D. Overtime Pay
1. The rate of pay for overtime hours worked shall beat the rate of time and
one-half(1.5)the regular rate of pay, for those employees eligible for overtime.
2. For purposes of computing overtime pay under the Fair Labor Standards
Act, military leave shall be the only leave of absence not considered hours worked.
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3. For the purpose of this section,work time shall not include traveling to or
from the normal work site.
4. All non-exempt full-time employees who are called back to work from off-
duty as a result of an emergency, shall be paid at the rate of time and one-half for any
hours worked,with a minimum of two(2)hours pay for each emergency recall. Employees
required to work more than fifteen (15) minutes shall be compensated for a minimum of
one (1) hour; any time worked over one (1) hour will be paid in one-half hour increments.
(Fifteen (15) minutes work shall constitute one-half hour.) For purposes of this section,
work time shall not include time spent in traveling to and from the work site.
5. Employees required (held over) to work more than fifteen (15) minutes
overtime shall be compensated for a minimum of one (1) hour. Any overtime worked in
excess of one(1)hour will be paid in half hour increments. Provisions shall be made for an
equitable distribution of overtime, consistent with efficient operations of the District.
E. Call Back
"A 'call back' occurs when following the employee having left the work site for at
least one (1) hour after conclusion of the employee's scheduled hours of work, the
employee is then advised by District management that he/she shall return to the work site.
In such case of a 'call back', the affected employee (including those who are
formally on stand-by such as Fire Equipment Mechanic shall be compensated in an
amount not less than two (2) hours at 1.5 times the employee's unadjusted base rate of
pay,or the actual number of hours for which services are performed(also at the rate of 1.5
times the employee's unadjusted base rate of pay), whichever amount is greater.
Computation of premium hours worked shall commence upon the employee commencing
travel to the work site and shall conclude upon termination of the call back assignment.
F. 4/10 Schedule
With the 4/10 implementation, employees who experience hardship due to child
care issues, may request alteration of their schedule by taking a one-half hour lunch and
arriving at work one-half hour late or leaving work one-half hour early.
Section 4 Uniform Allowance
A. The District shall provide three (3) sets of work uniforms for each employee
who is required to wear a uniform prior to his or her starting date. Uniformed members
must buy their own Class A uniforms at the completion of probation.
B. The Districtwill provide for the purchase of uniform articles as specified in the
Districts rules and regulations, to a maximum of$500.00 per eligible employee per year.
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Section 6 Employee Group Insurance
District agrees to provide group insurance plans in accordance with the following:
A. Health Insurance
1. District will provide medical insurance through the State of California
Public Employee's Medical and Hospital Care Program.
2. District provides fully paid employee and family health insurance for all full
time continuous and retired employees who were hired before November 17, 1994.
3. District will provide fully paid employee and family health insurance for all
full-time continuous employees hired after November 17, 1994, at the lowest, fully paid
insurance plan which is made available to affected employees and which is offered by the
Public Employees Medical and Hospital Care Program.
4. All full time continuous employees hired after November 17, 1994, shall
be responsible for paying their premiums for medical insurance through the State of
California, Public Employees Medical and Hospital Care Program, upon their retirement.
5. Cash compensation in lieu of medical benefits in the amount of$200.00
for single employees or $300.00 for employees' dependents, may be provided to those
employees that can verify that their spouse and/or family can provide full health insurance.
Selection of compensation shall be at the employee's discretion. The employee may
reenter the District's health plan at any time.
B. Dental Insurance
District shall continue to provide fully paid employee and family dental insurance
plan for all full-time continuous employees.
C. Vision Insurance
District shall provide fully paid vision care coverage for all full time continuous
employees with a maximum monthly payment of not to exceed $22.25.
D. Life Insurance
Full time unit employees shall be provided a term life insurance policy of$50,000,
paid by District.
E. Long Term Disability
District agrees to provide to unit members a long term disability insurance plan
provided by Standard Insurance Company, containing the features described in the
proposal to District attached hereto as Exhibit B, effective the first day of the first full pay
period commencing after February 5, 1997. District further agrees to provide to each unit
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member the cash value thereof(approximately eight tenths of one percent (0.8%)) from
July 1, 1996 through the date of implementation of said long term disability plan.
Section 6 Tuition Reimbursement
Effective July 1, 2001, (July 1 through and including the following June 30)
reimbursements by the District of he following enumerated college and/or university course
expenses shall not exceed two thousand three hundred dollars ($2,300.00) during any
fiscal year.
Eligibility for said reimbursement in an amount not to exceed $2,300.00 in any one
fiscal year, shall be contingent upon a determination by the Fire Chief or his designee that
all of the following conditions precedents exist:
1. Expenses shall be incurred as regards coursework undertaken at a
college or university that is licensed/accredited by the State of California.
2. The applicant for reimbursement shall present to the Fire Chief of his
designee documentation prepared by the accredited/licensed college or university which
evidences the applicant's receipt of a grade of"C"or better(or a"pass"in a pass/fail class)
as regards each class for which reimbursement is sought. (Where an employee is
simultaneously enrolled in multiple approved classes and does not receive a"C"or"pass"
in any one or more of such classes, the amount of expenses subject to District
reimbursement shall be reduced and/or as appropriate, pro-rated to reflect no
reimbursement being made for expenses related to classes where the minimal grade was
not received.
3. Eligibility for reimbursement for said expenses shall be confined to either:
1) those courses that in and of themselves consist of curriculum which is predominantly
related to the development of skills reasonably anticipated by the District to enhance the
applicant's job performance(by means of a non-inclusive example only, art classes would
not qualify for reimbursement, or 2)where the employee has declared a major which is job
related as set forth in Section 3(1), to those classes which must be completed as a
condition precedent to successful completion of the course of study in the selected major.
4. Eligibility for reimbursement upon completion of coursework shall be
predicated upon the Fire Chief or his designee making a written determination prior to the
affected employee's enrollment in the course(s)for which reimbursement is later sought,
that the coursework is offered by an accredited college or university and that the above-
described job nexus does exist. The determination of the Fire Chief or his designee in
such regards, shall be final.
The costs which shall be subject to reimbursement are limited to the following: 1)
tuition, 2) books, 3) supplies, 4) parking and 5) laboratory. In addition to all other
conditions precedent to reimbursement set forth in this section, prior to reimbursement
being approved, written receipts shall be provided to the Fire Chief or designee and shall
evidence each expenditure for which reimbursement is sought.
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Section 7 Retirement Plan
A. Benefits
District is enrolled in the State of California Public Employee's Retirement System.
All benefits provided District employees under the Districts Plan are paid by the District.
Present benefits for affected employees include the following:
Sec. 20042 One Year Highest Compensation
Sec. 20691 Employer Payment of Member Contributions
Sec. 20636 (c) (4) Reporting of Employer-Paid Member Contribution
(EPMC) as Special Compensation
Sec. 20965 Credit for Unused Sick Leave
Sec. 21354.4 "2.5% @ 55" Formula (Local Miscellaneous Members)
Sec. 21362.2 "3% @ 50" Full Formula (Safety)
Sec. 21574 1959 Survivor Benefit, Fourth Level
(non-safety) Supplemental Benefit through PARS Phase II Retirement
System
B. 2.5% at 55 Retirement Employee Contribution
The Fire District agrees to provide the employee's contribution for the 2.5% at 55
PERS retirement benefit effective December 1, 2002.
C. Conversion -Support Services
In the last year of employment before retirement, employees are eligible to convert
District's contribution on behalf of the employee's account, to salary. The employee is
responsible to pay the employee's portion of the PERS contribution through a payroll
deduction. Additionally, the contribution made on behalf of the employee for health
benefits may be converted to salary. It will be the employee's responsibility to pay to
District the cost of the employee health coverage through payroll deduction,as long as it is
allowed by PERS.
Section 8 Work Related Injuries
All management and non-management, non-safety and safety District employees
are entitled to full salary and benefits when they sustain an on4he-job work related injury
for up to one(1)year. (See: California Labor Code Section 4850 for provisions.) Although
Section 4850 covers only safety personnel, District is extending this same benefit to non-
safety employees. Temporary disability payments received during any injury period shall
be returned to District. Notwithstanding the foregoing, non-safety Association members
shall not be entitled to the presumptions pertaining to injuries set forth in said Labor Code
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provisions, it being the express intent of the parties thatthe Section 4850 benefitprovided
hereunder applies only to the provision of full salary and benefits for up to one (1)year.
Section 9 Carpooling
Those employees participating in a carpool going to and coming from their
residence and work site shall not be in receipt of a reduced workday. Rather, those
employees participating in a "carpool' shall be accorded the following benefit:
Eligible carpool employees shall be regular, full-time employees who voluntarily
participate in and file a "ride share application agreement."
Eligibility for ride share-related benefits is conditioned upon:
1. Each affected regular, full time employee shall ride share with another
person(s) in a car or vanpool.
2. In the alternative, each affected regular, full time employee shall drive to and
from work other than in an automobile. For example, such transportation may include a
bicycle, public transportation, walking.
3. Eligibility for ride share benefits shall be conditioned upon 1) the regular, full
time employee so participating 60% of the total work days during a given month, 2) ride
sharing for at least 60%of the commute distance,and 3)ride sharing between the hours of
6 and 10 a.m., Monday through Thursday.
Individuals meeting the above qualifications shall earn $2 for every day that the
employee ride shares, paid at the end of each quarter. Further, the City is desirous of
devising some type of"drawing"to provide a singular person on a monthly basis with an
item of value in recognition of ride sharing.
Section 10 IRS 125 Plan
A. City shall implement authorized pre-tax payroll deduction of out-of-pocket
medical contribution premiums. Said pre-tax payroll deduction shall only be used for
the purpose of paying the difference between the amount of District funded premiums
for District-provided health insurance plans, and the amount of out-of-pocket premium
payments borne by the employee regarding District-provided plans.
B. The City agrees to provide technical assistance (such as automatic payroll
deduction, etc.) in the event employees decide to expand this benefit from a"premium
only plan"to a "flexible spending account" provided that those participating pay all costs
incurred in expanding and maintaining this program.
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Section 11 Retiree Health Savings Account
During the term of this contract the Association may elect to implement a
voluntary form of"Retiree Health Savings Account." The District agrees to take all action
reasonably necessary to assist the Association with implementing such account including,
but not limited to, establishing appropriate payroll deductions.
ARTICLE III LEAVES
Section 1 Holidays
A. Holidays are those days which District designates as observed holidays.
Holiday leave is a right, earned as a condition of employment, to a leave of absence with
pay. The holidays designated by District are as follows:
40 Hour Personnel
(1) January 1 .....................New Years Day
(2) January........................Martin Luther King's Birthday(3rd Monday)
(3) February.......................President's Day(3rd Monday)
(4) May..............................Memorial Day(last Monday)
(5) July 4............................Independence Day
(6) September...................Labor Day (1st Monday)
(7) November 11 ...............Veterans Day
(8) November....................Thanksgiving (4th Thursday)
(9) November....................The day following Thanksgiving
(10) December 24 ...............The day preceding Christmas
(11) December 25...............Christmas
(12) Three(3)discretionary (floating)days may be taken by an employee at his or
her convenience, subject to approval by the supervisor. The thirty(30)hours for the three
(3) Floating holidays shall be credited to the employee at the start of pay period No. 1 of
each calendar year.
Whenever a holiday falls on a Sunday, the following Monday shall be observed as a
holiday. Whenever a holiday falls on a Friday or Saturday, the preceding Thursday shall
be observed as the holiday.
B. Employees shall accrue holiday time as follows:
Type of Personnel Per Holiday Annually Maximum Accrual
40 Hour Personnel 10 hours 140 hrs. 180 hours
C. No District employee will be allowed to exceed the maximum accrual at any
time. As excess holiday time is earned, it must either be taken as time off or be paid for by
District.
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D. Effective pay period No. 1 of each year (which normally occurs mid to late
December of each year), holiday time shall be accrued by the employees within the pay
period in which it occurs.
1. District will buyback all or part of accrued holiday time at the then current
hourly rate, if a request is made(in writing) by November 30th specifying holiday balance
and exercising the option to sell back.
2. Holidays may be used as scheduled time off with the approval of the
supervisor.
E. District employees will be advised, in writing,within the pay period prior to the
time that maximum holiday accrual is reached or that they are approaching their maximum
accrual.
F. Any employee who is on vacation or sick leave when a holiday occurs will not
have that holiday charged against his or her vacation or sick leave.
G. Forty (40) hour personnel who obtain prior approval from their immediate
supervisor to work a holiday will be allowed to bank that holiday at straight time. If a 40-
hour employee who is eligible to receive overtime compensation is recalled to work on a
holiday,that holiday will be banked at time and a half(1.5)for the number of hours actually
worked that day.
Section 2 Vacation Leave
A. Vacation leave is a right to a leave of absence with pay. It is earned as a
condition of employment.
B. Effective July 1, 2006, all full-time employees shall, with continuous service,
accrue working days of vacation monthly,according to the following schedule:
40 hour Personnel
Years of Annual Maximum Pay Period
Completed Service Accrual Accrual Accrual Rates
30 days-3 years 85.72 hours 192.0 3.297
4-7 years 128.57 hours 272.0 4.945
8-10 years 171.43 hours 353.0 6.593
11-14 years 188.58 hours 353.0 7.253
15-19 years 201.15 hours 353.0 7.737
20-24 years 213.72 hours 353.0 8.22
25+years 222.29 hours 353.0 8.550
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C. Effective July 1, 2008, all full-time employees shall, with continuous service,
accrue working days of vacation monthly according to the following schedule:
40 hour personnel
Years of Annual Maximum Pay Period
Completed Service Accrual Accrual Accrual Rates
30 days-3 years 85.72 hours 192.0 3.297
4-7 years 128.57 hours 272.0 4.945
8-10 years 171.43 hours 353.0 6.593
11-14 years 188.58 hours 353.0 7.253
15-19 years 205.72 hours 353.0 7.912
20-24 years 222.86 hours 353.0 8.572
25+ years 240.00 hours 353.0 9.231
D. An employee who, as of July 1 of any given year, has completed 10, 20 or 25
years of service shall receive a onetime credit of 10 hours, if a 40 hour employee. The
employee shall,beginning the 11th,21 stand 25th year, accrue vacation at the appropriate
pay period accrual rate.
E. The District will notify employees, in writing, within the pay period prior to the
time that maximum vacation accrual will be reached that the accrual is approaching that
maximum. The employee will then be required to(1)schedule time off or, (2) receive pay
in lieu of time off so as to not exceed the maximum accrual.
F. Any full-time employee who is about to terminate employment and has earned
vacation time to his or her credit, shall be paid for such vacation time on the effective date
of such termination. When separation is caused by death of an employee, payment shall
be made to the estate of such employee.
Section 3 Sick Leave
Sick leave is the authorized absence from duty of an employee because of physical
or mental illness,injury, pregnancy, confirmed exposure to a serious contagious disease,
or for a medical, optical, or dental appointment.
A. Full Time Employees
1. Sick leave is that amount of leave designated by District.
2. All employees shall be entitled to sick leave as follows:
Personnel Monthly Annual Accrual Max. Accrual
40 hr Personnel 10 hours 120 hours No limit
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3. Sick leave with pay may be used for:
a. Any bona fide illness or injury.
b. Quarantine due to exposure to contagious disease.
c. Any treatment or examination included to, but not limited to, medical,
dental, eye, or psychiatric examinations.
d. Not more than twelve (12) days for 40-hour employees of sick leave
each calendar year in case an employee's presence is required elsewhere because of
sickness, disability, or child birth of a member of his/her immediate family, as defined in
District Personnel Rules.
B. No employee shall be entitled to sick leave with pay while absentfrom duty for
the following causes:
1. Disability arising from sickness or injury purposely self-inflicted or caused
by his or her own willful misconduct.
2. Sickness or disability sustained while on leave of absence.
C. Sick leave shall not be used in lieu of or in addition to vacation.
D. The Fire Chief reserves the right to require evidence in the form of a
physician's certificate whenever an employee is absent and requests sick leave for the
period of absence, excepting personal leave (see Section 5).
E. Any employee absent from work due to illness or accident, may at the
discretion of the Fire Chief, be required to submit to a physical examination before
returning to active duty. Such physical examination shall be performed by a physician
specified by District and shall be at District expense.
F. Termination of an employee's continuous service, except by reason of
retirement or lay-off for lack of work or funds shall abrogate all sick leave and no payment
will be made by the District for sick leave accrued to the time of such termination
regardless of whether or not such employee subsequently reenters District service.
G. Any employee incurring a serious injury or illness while on paid vacation leave
may have those days of illness changed to sick leave with pay and vacation days restored
accordingly, provided the employee has sufficient sick leave accrued and the period of
illness is certified by a written doctor's statement.
H. Employees with ten (10) or more years of service shall be eligible to convert
unused sick leave to vacation in accordance with the following:
1. Employees who, in the preceding calendar year, accrued 90 to 124
unused hours of sick leave earned in that preceding calendar year, may exercise the option
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of having one-half(2)of that unused sick leave accrued in the preceding year converted to
vacation leave and the remainder carried over as accrued sick leave.
2. Employees who accrued 60 to 90 unused hours of sick leave earned in
the preceding calendar year may exercise the option of having one-fourth (1/4) of the
unused sick leave accrued in the preceding calendar year converted to vacation leave and
the remainder carried over as accrued sick leave.
3. Any employee who.qualifies to convert sick leave to vacation leave must
submit a written request to the District on or before January 15th of the year in which the
conversion is to be made.
I. Upon the service retirement of an employee,the employee will have the option
of selling back to the District up to one-half of his total accumulated unused sick leave at
his then current hourly rate, or the employee may apply his unused accumulated sick leave
toward service time for retirement, in accordance with the Public Employees' Retirement
Law, California Government Code Section 20862.8. Sick leave bought back by the District
may not be applied for service credit, but the sick leave remaining after the"buy-back"may
be credited as service time in accordance with the above-mentioned law.
Section 4 Personal Leave
A. The employee shall be granted one (1)day paid personal leave to attend the
funeral of a close relative not in the employee's immediate family.
B. An employee required to appear before a court for other than subpoenas due
to actions as a District employee or jury duty will receive the necessary time as paid
personal leave, providing:
1. He or she notifies his or her supervisor or Duty Chief in advance, with
adequate time remaining so that a relief may be obtained.
2. The employee must return to duty within a reasonable time after the
appearance.
C. Personal leave will be charged against any time the employee has accrued,
such as sick leave, vacation, and compensatory time, at the employee's option.
D. Employees can use up to twenty(20) hours of accrued sick leave as personal
leave. This twenty(20) hours can be used incrementally(i.e., 1 hour, 2 hour)throughout
the fiscal year. Use of this time is for emergency situations requiring the employee's
attention and needs to be cleared with their supervisor when using this time.
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Section 5 Bereavement Leave
A. 40-hour Personnel
In the event of a death in the employee's immediate family,the employee shall be
granted three (3) days paid bereavement leave. A maximum of five (5) days paid
bereavement leave shall be granted if there is a death in the immediate family outside the
state boundaries.
B. Immediate family is defined as:
Spouse, children, stepchildren, stepfather, stepmother, parents, brother, sister,
grandfather, grandmother, grandchild, and the employee's mother-in law,father-in-law or
grandparents-in law.
Section 6 Compensatory Time
A. FLSA exempt Management employees may earn compensatory time on a
basis of 1 hour worked equals 1 hour of compensatory time. Compensatory time will not
be granted for attendance at any regularly scheduled meetings of the Board of Directors,or
any District Committee nor will compensatory time be granted for additional working time
beyond the normal working day necessary for efficient and effective department
operations, or to maintain good public relations. Any such time shall be considered a part
of the normal duties of the position.
B. Compensatory time may be earned for required attendance at special meetings
of the Board of Directors and District Committees, except when such meetings are held in
lieu of a regularly scheduled meeting or when such meetings are called and/or scheduled
as part of the annual budget preparation process and annual audit.
C. Compensatory time may also be earned for special and/or unusual work
situation not provided for in the preceding paragraphs.
D. The earning and accrual of compensatory time requires the approval of the
employee's supervisor.
Section 7 Military Leave
A. Every employee who is a member of a state or federal reserve military unit
shall be entitled to be absent from service with Distnctwhile engaged in the performance of
ordered military duty and while going to or returning from such duty in accordance with the
laws of the State of California or federal government.
B. Employees are entitled to thirty (30) days paid military leave in any one fiscal
year, provided they have been employed by the District for one(1)year prior to this leave.
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Any employee with less than one (1) years', service must use accrued annual leave or
compensatory time if he or she wishes to receive normal pay.
C. Employees who are called or volunteer for service with the armed forces of the
United States shall be entitled to reinstatement to their former positions. Upon application
for reinstatement,the individual must display a certificate showing service was other than
dishonorable. However, any individual possessing right of reinstatement automatically
forfeits these rights upon voluntary enlistment for a second term.
D. Any employee returning from service with the armed forces shall be entitled to
such length of service seniority as would have been credited to them had they remained for
that period of time with the District.
E. An employee who was in a probationary period at the time of military leave
shall, upon return, complete the remaining portion of the probationary period according to
the then present rules.
F. An employee promoted to fill a vacancy created by a person serving in the
armed forces shall hold such position subject to the return of the veteran. The employee
affected by the return shall be restored to his or her former position or one of a similar
nature while the returning employee resumes the position he or she previously held.
Section 8 Jury Duty
A. Any member of Districtwho is called or required to serve as a trialjuror may be
absent from duty with District during the period of such service or while necessarily being
present in court as a result of such call. Such member on jury duty will continue to receive
normal pay, provided he or she:
1. Notifies his or her supervisor, in advance,with adequate time remaining
so that a relief may be obtained.
2. Returned to duty within a reasonable time after being released with a
signed certificate of service from the court stipulating the hours of service and release time.
This certificate may be obtained by asking the court secretary or bailiff. The employee
then forwards it to his or her supervisor.
3. Pay received for service while absent from District must be turned over to
District, however, pay received while off duty may be kept by the employee.
4. All personnel called forjury duty must abide by all of the above rules and
must return to work if dismissed before the end of their regular work shift.
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Section 9 40 Hours of Vacation Buv-Back
The Fire District agrees to buy back up to the value of 40 hours of vacation leave
annually in November. Employees must maintain a minimum of 80 hours of accrued
vacation subsequent to any payment of vacation buy-back time. Employees who wish to
buy back vacation must request payment and are eligible for 40 hours plus one (10) hour
day. The vacation buy-back payment will be made in the first non-payroll week annually in
November. Payment request must be submitted in writing one week prior to the payment
date.
Section 10 Civil Subpoena/Criminal Subpoena
A. Civil Subpoena
When members of District have been served a civil subpoena to appear in court as
a witness due to actions as a District employee,the following procedure shall be followed:
1. Personnel will be paid at their regular hourly rate while they are in court.
2. District transportation will be provided when available. If the employee
uses his or her own transportation,he or she will be reimbursed by District at the prevailing
mileage rate.
3. If the employee is required to appear in a court that is outside the Rancho
Cucamonga Fire Protection District and this appearance requires the employee to buy a
meal and/or lodging, he or she will be reimbursed.
If an extended appearance in court is necessary where lodging and meals would be
required, authorization shall be obtained from the Fire Chief.
B. Criminal Subpoena
1. Pursuant to California Penal Code ' 1326 et. seq., if an employee is
served with a criminal subpoena,the employee will be paid at the regular hourly rate while
in court.
2. District transportation will be provided when available. If the employee
uses their own transportation,they will be reimbursed by District at the prevailing mileage
rate.
3. If the employee is required to appear in court outside the Rancho
Cucamonga Fire Protection District and this appearance requires the employee to buy a
meal, he or she will be reimbursed. If an extended appearance in court is necessary where
lodging and meals would be required, authorization shall be obtained from the Fire Chief.
4. A criminal subpoena need not have a court stamp affixed.
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Section 11 Leaves of Absence without Pay
A. Upon the written request of the employee, a leave of absence may be granted
for a period not to exceed thirty(30)days by the Fire Chief, or a period not to exceed one
(1)year by the Board of Directors.
B. Failure of the employee to return to his or her employment upon the
termination of an authorized leave of absence shall constitute a separation from service of
that employee.
C. Leave of absence without pay granted by the Board shall not be construed as a
break in service or employment. During these periods, vacation, holiday, or sick leave
credits shall not accrue. An employee reinstated after a leave of absence without pay shall
receive the same step in the salary range received when he or she began the leave of
absence. Time spent on such leave without pay shall not count toward service for
increases within the salary range. For purposes of this section, the employee's merit
increase eligibility date shall be adjusted to the date of reinstatement.
D. An employee on an approved leave of absence without pay may continue
medical insurance.coverage by paying the full cost to District, in advance,for each month,
or portion thereof, of which he or she is absent.
ARTICLE IV GRIEVANCE PROCEDURE
Section 1. Purpose
This article is intended to provide a fair and orderly procedure for the resolution of
employee grievances.A grievance is a claimed violation,misinterpretation,misapplication,
or noncompliance with existing District codes, resolutions, written rules, policies,
procedures, orders, and regulations, or this document. This grievance procedure shall
not apply to disciplinary matters or to reviews of performance evaluation reports or
to discharge of probationary employees. Disciplinary matters include all warnings,
written reprimands, suspensions, reductions in pay which are not the result of
transfer or reassignment, demotions, dismissal or any other action which consists
of a taking of property as said term is defined by the courts in the disciplinary
context (Reassignments and/or transfers that result in a loss of compensation shall
not be deemed to be disciplinary actions.)
Section 2. Obiectives
The grievance procedure is established to accomplish the following
objectives:
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A. To settle disagreements at the employee-supervisor level, informally if
possible.
B. To provide an orderly procedure to handle grievances.
C. To resolve grievances as quickly as possible.
D. To correct, if possible, the cause of grievances to prevent future similar
complaints.
E. To provide for a two-way system of communication by making it possible
for levels of supervision to address problems, complaints, and questions raised by
employees.
F. To reduce the number of grievances by allowing them to be expressed
and thereby adjusted and eliminated.
G. To promote harmonious relations generally among employees,their
supervisors and the administrative staff.
H. To assure fair and equitable treatment of all employees.
Section 3. General Provisions
A. Preparation of a grievance will be accomplished in such a manner and at
a time that will not interfere with normally required work procedures.
B. The Board of Directors or its individual members shall not be approached
by employees or their representatives at any time that the grievance is being
processed.
C. Failure of the grievant to comply with time limitations specified in the
grievance procedure shall constitute a withdrawal of the grievance, except upon a
showing of good cause for such failure. Failure of District supervisory or administrative
staff to comply with specified time limitations shall permit the grievant to proceed to the
next step in the procedure. EXCEPTION: Notwithstanding the above, an extension of
time is permitted with the mutual consent of both parties.
D. In the event a grievant elects to represent himself or herself or is
represented by counsel other than that provided by the employee organization, the
employee organization shall be apprised of the nature and resolution of the grievance if
the issues involved are within the scope of said organization's representation rights.
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E. If an individual named in a cispute is unavailable within the time period
specified in these procedures, time limitaiions can be extended by mutual agreement of
the representatives of the respective parlies.
F. Any period of time specified in this rule for the giving of notice or taking of
any action exclude weekends and holidays.
G. Unless otherwise specifically provided for herein, the term "days"shall
mean business days of the District's Administrative offices.
H. An arbitrator shall not have authority to determine if a matter is within the
definition of a "grievance' and/or is timely filed or otherwise administratively prosecuted
on a timely basis.
Section 4. Informal Grievance Procedure
Most problems or complaints can be settled if the employee will promptly,
informally and amicably discuss them with his or her immediate supervisor. Such an
initial discussion shall precede any use of the formal grievance procedure. If the
immediate supervisor fails to reply to the employee within ten (10) days, or the
employee is not satisfied with the decision, the employee may utilize the Formal
Grievance Procedure. Although invocation of the Informal Grievance Procedure does
not mandate submission of the grievance in writing, the immediate supervisor shall
document the substance of the informal grievance meeting. Failure by the employee to
advise the immediate supervisor of the grievable problem or complaint within seven (7)
days of the date that the employee knew or should reasonably have known of the
existence of the problem or complaint, shall constitute a waiver by the employee of the
ability to utilize the grievance procedure.
Section 5. Formal Grievance Procedure
A. Step
The employee and/or representative shall present the grievance, in
writing and signed, to his or her immediate supervisor within fifteen (15) twenty
(20)days of the date that the employee knew or reasonably should have known
of the events giving rise to the grievance. An official grievance form must be
used stating names, dates, times, place, and nature of grievance, explaining how
the grievance fits within the definition of"grievance" as set forth in § 1, above.
The employee's supervisor shall attempt to resolve the grievance with the
employee and shall submit his or her decision in writing to the employee within
ten (10) days after receipt of the gr ievance. The employee shall have the right to
appeal the decision of the supervisor to the Fire Chief.
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B. Step 11
1. If the grievance is not resolved to the satisfaction of the employee,
the grievant has seven (7) days following receipt of the written response from his
or her supervisor to file a written appeal to the Fire Chief or designated
representative.
2. Written appeal to the Fire Chief or designated representative shall
consist of the statement of the grievance and shall include a statement by the
grievant's representative setting forth the reasons why the response of the
employee's supervisor did not satisfactorily resolve the grievance and an
indication of the action desired by the grievant. The written appeal shall explain
why the grievance fits within the definition of"grievance"as set forth in § 1,
above.
3. After submission of the written appeal,the Fire Chief or designee shall
reply within three (3) days, in writing, to the grievant regarding the grievance. In
event of rejection, reasons for so doing will be included in the response.
C. Step III
1. If the grievance is not resolved to the satisfaction of the employee,
the grievant has seven (7) days following receipt of the written response from the
Fire Chief or designee to file a written appeal to the Chief Executive Officer
(CEO) of the District. The CEO may designate a representative to act in his or
her stead.
2. Written appeal to the CEO or designated representative shall
consist of the statement of the grievance and shall include a statement by the
grievant's representative setting forth the reasons why the response of the Fire
Chief or designee did not satisfactorily resolve the grievance, and an indication
of the action desired by the grievant. The written appeal shall explain why the
grievance fits within the definition of"grievance" as set forth in § 1 above.
3. After submission of the written appeal, the CEO or designee shall
reply in writing within fifteen (15) days, to the grievant regarding the grievance.
The reasons for the decision will be included in the response.
4. Section 1 PURPOSE defines a grievance as a claimed violation,
misinterpretation, misapplication or noncompliance with existing District codes,
resolutions,written rules, policies, procedures, orders and regulations, or this
document. The decision by the CEO or designee shall address whether or not
the complaint of the employee is grievable pursuant to the grievance definition
set forth in § 1 above and/or is timely filed or otherwise administratively
prosecuted in a timely basis. In the event that the CEO or designee determines
that the employee's complaint is not defined by§ 1 above as a grievance,and/or
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is not timely filed or otherwise administratively prosecuted in a timely basis, the
CEO or designee shall advise the employee that the complaint is not grievable
and the grievance shall proceed no further unless or until on application by the
employee, a judgment is entered at the trial court level, indicative of the
complaint being jurisdictionally grievable pursuant to the definitions set forth in §
1 above and/or pursuant to requirements of timeliness.
D. Step IV
1. If a grievance is not resolved by the CEO or designee and is
deemed "grievable" pursuant to these rules and regulations, (a defined grievance
and/or timely) then within seven (7) days of service by the CEO.or designee of a
grievance decision, the employee may further appeal the matter by filing with the
office of the CEO or his designee a written appeal to binding arbitration. Said
appeal shall be timely only if it is received in the office of the CEO or designee
not later than seven (7) days after service of the grievable decision by the CEO
or designee.
2. The employee's appeal shall state with specificity the identification
of the District Codes, resolutions, written rules or regulations or sections of this
document which is claimed to have been violated. The appeal shall additionally
state with specificity all allegations of facts upon which the grievance is based,
and the specific relief sought.
3. Within ten (10) days after receipt of a valid appeal, the CEO or his
designee shall request of the California State Conciliation and Mediation Service,
that it submit a list of seven (7) arbitrators for hearing of the grievance. The CEO
or designee shall direct that a copy of the list of arbitrators be sent to the
employee and to the CEO or designee, as well.
4. Absent mutual selection of an arbitrator from either the submitted
list or otherwise, the arbitrator shall be chosen by an initial flip of the coin, with
the prevailing employee or CEO/designee having the option of making the first
strike or directing that the opposing party make the first strike. Following
alternate striking, the one remaining arbitration candidate shall be deemed the
appointed arbitrator.
5. The arbitrator shall conduct the hearing at a time and place
mutually agreed upon by the parties.
6. The hearing shall be memorialized by use of a certified shorthand
reporter. The shorthand reporter shall be selected by the employee.
7. All fees and expenses of the arbitrator shall be bome equally by the
parties.
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i3. All fees and expenses related to the securing of a representative
and/or legal counsel, the preparation of transcripts, witness fees and other
expenses attendant to the presentation of evidence, shall be borne by the parry
at whose direction said expense is incurred.
g. The per diem fee of the shorthand reporter shall be borne equally
by the parties. The cost of transcription shall be borne by the party ordering the
transcript.
10. Neither the Federal or California State Rules of Evidence shall be
binding upon evidentiary issues at the hearing. However, such authorities may
be considered by the arbitrator in rendering evidentiary rulings. Further,the
California Administrative Procedure Act shall specifically be of no application to
the hearing process.
11. Although the Rules of Evidence shall not be strictly adhered to,
hearsay that would be inadmissible in a civil or criminal proceeding cannot in and
of itself support a finding by the arbitrator without corroboration. In general, the
arbitrator shall admit evidence which is of such reliability that reasonable persons
rely upon it in the conduct of serious matters such as the hearing.
12. The burdens of proof and production of evidence shall be borne by
the employee and shall be by a preponderance of the evidence.
13. Not later than ten (10) days prior to the date of commencement of
the hearing, the parties shall exchange lists of witnesses each intends to call at
the hearing, and a list of documents it intends to introduce at the hearing. Said
documents shall be attached to the notifications provided for herein, and the
notifications shall actually be in receipt of the opposing party on or before the
tenth (10th)day prior to commencement of the hearing. Failure to comply with
said requirements shall result in exclusion of witness testimony and/or rejection
of exhibits not designated in the submissions.
14. The arbitrator shall be empowered to issue subpoenas for the
production of persons and documents. The arbitrator shall designate the
subpoena form to be utilized in such case. The California Code of Civil
Procedure, the Evidence Code and other applicable statutes shall apply to the
validity and processing of subpoenas and to the method of service of the same.
15. Not later than thirty (30) days after closure of the record, the
arbitrator shall render a binding opinion regarding the issues at dispute, and shall
submit the binding opinion to the employee, to the Fire Chief and to the Chief
Executive Officer of the District.
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16. The conduct of the arbitration proceedings shall be governed by
this MOU, and not by CCP § 1280 et seq.
ARTICLE V DISCIPLINARY APPEAL
Section 1. Purpose
This article is intended to provide a fair, orderly, and due process
compliant procedure whereby employees can seek review of disciplinary actions.
Disciplinary actions shall be defined as: 1)oral warning, 2) written reprimand, 3)
suspension without pay, 4) reduction in pay which is not the result of transfer or
reassignment, 5) demotion, 6) dismissal. Transfers or reassignments resulting in
a reduction in bonus or related compensation shall not be considered disciplinary
action and shall not be action subject to review pursuant to either this MOU or
any other District rules, policies and regulations. Further, oral warnings and
written reprimands shall not be subject to appeal beyond the level of the Fire
Chief or designee as set forth below. Performance evaluation reports and/or the
discharge of probationary employees shall not be subject to review pursuant to
this Article.
Section 2. General Provisions
A. Preparation of an appeal will be accomplished in such a manner
and at a time that will not interfere with normally required work procedures.
B. The Board of Directors or its individual members shall not be
approached by employees or their representatives at any time that the appeal is
being processed.
C. Failure of the appellant to comply with time limitations specified in
the appeal procedure shall constitute a withdrawal of the appeal, except upon a
showing of good cause for such failure. Failure of District supervisory or
administrative staff to comply with specified time limitations shall permit the
appellant to proceed to the next step in the procedure. EXCEPTION:
Notwithstanding the above, an extension of time is permitted with the mutual
consent of both parties.
D. Any period of time specified in this rule for the giving of notice or
taking of any action excludes weekends and holidays.
E. Unless otherwise specifically provided for herein, the term "days"
shall mean business days of the District's Administrative offices.
F. Neither a hearing officer nor the CEO shall have authority to
determine if a matter is within the definition of a disciplinable appeal and/or is
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timely filed or otherwise administratively prosecuted in a timely manner.
Section 3. Pre-Disciplinary Notice
A. In those instances where a supervisor intends that a disciplinary
action consisting of the loss of property (suspension, reduction, demotion or
dismissal), the supervisor intending to issue said recommendation shall provide
the affected employee with a written notice prior to imposition of any such
disciplinary action. Said written notice shall at a minimum, consist of the
following:
1. A statement of the disciplinary action that is being
proposed.
2. The proposed date of imposition of said action.
3. A statement of the basis for said proposed action.
4. The Notice shall include as attachments, the materials upon
which the proposed action is based (with the exception of
the employee's personnel file, which need not be attached
to the Notice).
5. A statement of the method for participating in a pre-
disciplinary review of the proposed action.
B. At the discretion of the Fire Chief, a Notice of Intended Disciplinary
Action can be issued by either the Chief or his designee.
C. Not later than five (5) days after being served with the Notice of
Intended Disciplinary Action, the employee shall serve the Fire Chief or designee
with a written request to convene such a meeting. The pre-disciplinary review
meeting shall be conducted not later than five (5) days thereafter.
The employee has the option of waiving participation in a pre-
disciplinary review meeting, and instead may respond to the Notice of Intended
Disciplinary Action in writing. If the employee so elects, the employee's
substantive written response to the Notice of Intended Disciplinary Action shall
be served upon the Fire Chief or designee within five (5) days of service of the
Notice of Intended Disciplinary Action.
D. The pre-disciplinary review meeting shall be a non-evidentiary,
informal meeting conducted pursuant to the principles in Skelly v. State
Personnel Board. There shall be no subpoena power as regards said pre-
disciplinary review meeting and there shall be no examination of witnesses.
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Rather, the purpose of the meeting is for the subject employee to provide the
Fire Chief or designee with an informal rebuttal to the findings and conclusions
set forth by the Fire Chief or designee.
E. If the employee does not elect to participate in a pre-disciplinary
review meeting, then the Fire Chief or designee shall issue a Notice of
Disciplinary Determination based upon a review of the Notice of Intended
Disciplinary Action and the materials incorporated therein.
F. Regardless of whether or not the Notice Intended Disciplinary
Action is issued by the Chief or a designee, the Chief shall preside over any
timely requested pre-disciplinary review proceeding and shall issue a
determination either rejecting, modifying or sustaining the nature of the proposed
action. However, the pre-disciplinary review proceeding shall not result in an
increase in the severity of the proposed action without an amended Notice of
Intended Action being first drafted and served and which so reflects the Fire
Chief's recommendation.
G. The Fire Chief shall cause the Notice of his post-review
determination to be served upon the employee and/or the employee's
representative.
H. The decision by the Fire Chief or designee shall address whether
or not the appeal of the employee is appealable pursuant to the definition set
forth in § 1 above and/or is timely filed or otherwise administratively prosecuted
in a timely manner. In the event that the Fire Chief or designee determines that
the employee's appeal is not defined as such by§ 1 above and/or is not timely
filed or otherwise administratively prosecuted in a timely manner, the Fire Chief
or designee shall advise the employee that the matter is not appealable and the
appeal shall proceed no further unless or until on application by the employee, a
judgment is entered at the trial court level, indicative of the matter being
jurisdictionally appealable pursuant to the definitions set forth in § 1 above
and/or pursuant to requirements of timeliness.
Section 4. Hearing Officer Appeal
A. This Step III shall only be applicable to an appeal of disciplinary
actions consisting of a deprivation of property(suspension, reduction, demotion
or dismissal).
B. If an appeal is not resolved by the Fire Chief following a pre-
disciplinary review meeting, then within seven (7) days of service by the Fire
Chief or designee of his decision,the employee may further appeal the matter by
filing with the office of the Fire Chief or his designee a written appeal to an
advisory hearing officer. Said appeal shall be timely only if it is received in the
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office of the Fire Chief or designee not later than seven (7) days after service of
the appealable decision by the Fire Chief or designee.
C. The employee's appeal shall state with specificity all allegations of
facts and law upon which the appeal is based, and the specific relief sought.
D. Within ten (10)days after receipt of a valid appeal, the Fire Chief or
his designee shall request of the California State Conciliation and Mediation
Service, that it submit a list of seven (7) hearing officers for hearing of the
appeal. The Fire Chief or designee shall direct that a copy of the list of hearing
officers be sent to the employee and to the Fire Chief or designee, as well.
E. Absent mutual selection of a hearing officer from either the
submitted list or otherwise, the hearing officer shall be chosen by an initial flip of
the coin, with the prevailing employee or Fire Chief/designee having the option of
making the first strike or directing that the opposing party make the first strike.
Following alternate striking, the one remaining hearing officer candidate shall be
deemed the appointed hearing officer.
F. The hearing officer shall conduct the hearing at a time and place
mutually agreed upon by the parties.
G. The hearing shall be memorialized by use of a certified shorthand
reporter. The shorthand reporter shall be selected by the employee.
H. All fees and expenses of the hearing officer shall be borne equally
by the parties.
I. All fees and expenses related to the securing of a representative
and/or legal counsel, the preparation of transcripts, witness fees and other
expenses attendant to the presentation of evidence, shall be borne by the party
at whose direction said expense is incurred.
J. The per diem fee of the shorthand reporter shall be borne equally
by the parties. The cost of transcription shall be borne by the party ordering the
transcript.
K. Neither the Federal or California State Rules of Evidence shall be
binding upon evidentiary issues at the hearing. However, such authorities may
be considered by the hearing officer in rendering evidentiary rulings. Further, the
California Administrative Procedure Act shall specifically be of no application to
the hearing process. Additionally, the Fire Chief or designee shall be specifically
authorized to call the employee or any other individual as a witness during his
case in chief or otherwise as the Fire Chief or designee may deem appropriate.
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L. Although the Rules of Evidence shall not be strictly adhered to,
hearsay that would be inadmissible in a civil or criminal proceeding cannot in and
of itself support a finding by the hearing officer without corroboration. In general,
the hearing officer shall admit evidence which is of such reliability that
reasonable persons rely upon it in the conduct of serious matters such as the
hearing.
M. The burdens of proof and production of evidence shall be borne by
the Fire Chief. The standard of proof shall be by a preponderance of the
evidence.
N. Not later than ten (10) days prior to the date of commencementof
the hearing, the parties shall exchange lists of witnesses each intends to call at
the hearing, and a list of documents it intends to introduce at the hearing. Said
documents shall be attached to the notifications provided for herein, and the
notifications shall actually be in receipt of the opposing party on or before the
tenth (10th) day prior to commencement of the hearing. Failure to comply with
said requirements shall result in exclusion of witness testimony and/or rejection
of exhibits not designated in the submissions.
O. The hearing officer shall be empowered to issue subpoenas for
the production of persons and documents. The hearing officer shall designate
the subpoena form to be utilized in such case. The California Code of Civil
Procedure, the Evidence Code and other applicable statutes shall apply to the
validity and processing of subpoenas and to the method of service of the same.
P. Not later than thirty (30)days after closure of the record,the
hearing officer shall render a written advisory opinion regarding the issues at
dispute, and shall submit the advisory opinion to the employee, to the Fire Chief
and to the Chief Executive Officer of the District.
Section 5. CEO Decision
A. Within thirty (30) days after receipt of the hearing officer's decision,
the Chief Executive Officer shall advise the parties in writing pursuant to
paragraph 4, below, of whether or not the hearing officer's recommendation is
adopted. If adopted, the Chief Executive Officer need not review transcripts of
the proceedings. If the Chief Executive Officer adopts the hearing officer's
recommendation, then it shall be considered a final determination.
l3. In the event that the Chief Executive Officer determines that the
hearing officer's recommendation may be subject to rejection or modification, the
Chief Executive Officer shall within thirty (30) days of receipt of the appeal so
notify the parties and shall order a transcript of the proceedings before the
hearing officer with copies to the employee and the Fire Chief. In such case, the
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cost of producing the transcript of the proceedings shall be borne equally by the
parties. Within thirty (30) days of service of the transcript, the employee and the
Fire Chief may submit to the Chief Executive Officer, a written memorandum of
points and authorities in support of their respective positions.
C. Within thirty (30)days of receipt of the legal briefs, the Chief
Executive Officer shall render a final determination either sustaining, modifying
or rejecting the hearing officer's recommendation. The Chief Executive Officer's
decision shall be submitted to the parties in writing and shall be final upon
service being made by mail.
D. Allowable judicial review of the Chief Executive Officer's decision
shall be sought within the time constraints of CCP § 1094.6 (mandating that a
petition for peremptory writ of mandate shall be filed not later than the ninetieth
day following the date on which the Chief Executive Officer's decision is mailed
by first-class mail, postage pre-paid, including a copy of the affidavit or certificate
of mailing).
ARTICLE VI SAFETY
Section 1 Compliance
District and employees in Association shall conform to and comply with all health,
safety, and sanitation requirements imposed by District, state or federal law or regulations
adopted understate or federal law.
Section 2 No Discrimination
No employee shall be in any way discriminated against as a result of reporting any
condition believed to be a violation of 1 of this Article V.
Section 3 Safety Equipment
Should the employment duties of an employee in the unit, in the estimation of
OSHA, require use of any equipment or gear to ensure the safety of the employee or
others, District agrees to furnish such equipment or gear.
Section 4 Employee Responsibility
In the course of performing their normally assigned work,employees will be alert to
observe unsafe practices,equipment,and conditions; as well as environmental conditions
in their immediate area which represent health hazards and will report such conditions to
their immediate supervisor. All employees shall make certain that all power machinery is
equipped with safety devices properly installed and in working condition and that co-
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workers use utmost care in the handling of tools and equipment. Employees shall report all
accidents immediately to their immediate supervisors. Reports shall be submitted on forms
provided by District.
Section 5 Smoking Policv
Members of Association agree to accept and comply with the Districts Smoking
Policy as written and approved by the Fire Chief in effect on July 1, 1996.
ARTICLE VII MANAGEMENT RIGHTS
Section 1 Scope of Rights
It is understood and agreed that District possesses the sole right and authority to
operate and direct the employees of District in all aspects, except as modified in this
Memorandum of Understanding. These rights include, but are not limited to:
A. The right to determine its mission, policies, and standards of service to be
provided to the public;
B. To plan, direct, control, and determine the operations or services to be
conducted by,employees of District;
C. To determine the methods, means, and number of personnel needed to carry
out District's mission;
D. To direct the working forces;
E. To hire, assign, or transfer employees within District,
F. To promote, suspend, discipline, or discharge employees;
G. To layoff or relieve employees due to lack of work or funds or for other
legitimate reasons, (Any provision within this MOU, City rules or regulations or any other
policy or procedure promulgated by the City or any Department of the City which prohibits
the imposition of layoffs, is deemed null and void);
H. To make, publish, and enforce rules and regulations;
I. To introduce new or improved methods, equipment, or facilities;
J. To contract out for goods and services;
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K. To take any and all actions as may be necessary to carry out the mission of
District in situations of civil emergency as may be declared by the Board of Directors or Fire
Chief;
L. To schedule and assign work;
M. To establish work and productivity standards.
Section 2 Emergency Conditions
If in the sole discretion of the Board of Directors or Fire Chief it is determined that
extreme civil emergency conditions exist, including, but not limited to, riots, civil disorders,
earthquakes, floods, or other similar catastrophes, the provisions of this MOU may be
suspended during the time of the declared emergency, provided that wage rates and
monetary fringe benefits shall not be suspended.
ARTICLE Vlll MAINTENANCE OF BENEFITS
All wages, hours and terms and conditions of employment specifically provided for in
this memorandum of understanding,shall remain in full force and effect during the term of
the MOU, unless modified pursuant to written agreement of the parties.
ARTICLE IX APPROVAL BY THE BOARD OF DIRECTORS
This MOU is subject to approval by the Board of Directors of District. The parties
hereto agree to perform whatever acts are necessary both jointly and separately to urge
the Board to approve and enforce this MOU in its entirety. Following approval of this MOU
by the Board, its terms and conditions shall be implemented by appropriate ordinance,
resolution, or other lawful action.
ARTICLE X PROVISIONS OF LAW
It is understood and agreed that this MOU and employees are subject to all current
and future applicable Federal and State laws and regulations and the current provisions of
District law. If any part or provisions of this MOU is in conflict or inconsistent with such
applicable provisions of those Federal,State, or District enactments or is otherwise held to
be invalid or unenforceable by any court of competent jurisdiction, such part or provision
shall be suspended and superseded by such applicable law or regulations, and the
remainder of this MOU shall not be affected thereby. If any substantive part or provision of
this MOU is suspended or superseded,the parties agree to re-open negotiations regarding
the suspended or superseded part or provisions with the understanding that the total
compensation to employees under this MOU shall not be reduced or increased as result of
this Article.
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District and Association recognize that under this MOU and in personnel matters not
covered in this contract, the current District Personnel Rules as amended and effective
shall apply. The Personnel Rules applicable to the Association shall not be changed for
the duration of this Agreement.
ARTICLE XI TERM
The term of this MOU shall commence on July 1,2006 and will continue for a three
year period, ending on June 30, 2009.
ARTICLE XII NEGOTIATION OF SUCCESSOR MOU
The parties agree that negotiation of a successor to this MOU shall commence not
later than six(6)months prior to the MOU expiration date. It is further agreed that in order
to facilitate the parties'goal of expeditiously completing the meet and confer process on or
before June 30, 2009, the parties shall exchange written meet and confer proposals not
later than December I, 2008.
ARTICLE XIII PARITY PROVISION
If during the term of this MOU, the City/District initially negotiates and provides an
increase in base salary to the unit(s) represented by any other City/District recognized
employee organization(s),said increase shall not apply to base salary increases which are
the result of a state or court mandate(s) or settlement agreements which apply to specific
units other than that represented by the Association.
Dated 7� �i�!)IQ Dated__71/1-7f 1106
r
Associ tion Distrito
Ke lel naldson Pamela Easter
/Rep ntative Assistant City Mnager
Michelle Devoux . George Rivera
Representative Administrative Services Manager
Approved by action of the Board of Directors the_day of 2006.
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SALARY SCHEDULE AS OF JULY 1, 2006
Adopted at the Fire Board meeting for
Support Services Association personnel
A B C D E
COMMUNICATIONS TECHNICIAN 22.98 24.13 25.34 26.61 27.94 Hourly
1,838.62 1,930.55 2,027.07 2,128.43 2,234.85 Bi-Weekly
3,983.67 4,182.85 4,391.99 4,611.59 4,842.17 Monthly
EMERGENCY MEDICAL SERVICES 33.83 35.52 37.30 39.16 41.12 Hourly
ADMINISTRATOR 2,706.26 2,841.57 2,983.65 3,132.83 3,289.48 Bi-Weekly
5,863.56 6,156.74 6,464.58 6,787.81 7,127.20 Monthly
FIRE EQUIPMENT MECHANIC 21.89 22.98 24.13 25.34 26.61 Hourly
1,751.06 1,838.62 1,930.55 2,027.07 2,128.43 Bi-Weekly
3,793.97 3,983.67 4,182.85 4,391.99 4,611.59 Monthly
FIRE INFORMATION SYSTEMS 20.55 21.58 22.66 23.79 24.98 Hourly
TECHNICIAN 1,644.20 1,726.41 1,812.73 1,903.37 1,998.54 Bi-Weekly
3,562.44 3,740.56 3,927.59 4,123.97 4,330.17 Monthly
FIRE PREVENTION ASSISTANT 9.65 10.13 10.64 11.17 11.73 Hourly
TEMPORARY/PART-TIME 771.90 810.50 851.02 893.57 938.25 Bi-Weekly
1,672.45 1,756.07 1,843.88 1,936.07 2,032.88 Monthly
FIRE PREVENTION SPECIALIST 21.67 22.76 23.89 25.09 26.34 Hourly
INSPECTION I 1,733.83 1,820.52 1,911.54 2,007.12 2,107.48 Bi-Weekly
3,756.62 3,944.46 4,141.68 4,348.76 4,566.20 Monthly
FIRE PREVENTION SPECIALIST 23.89 25.09 26.34 27.66 29.04 Hourly
INSPECTION II 1,911.54 2,007.12 2,107.48 2,212.85 2,323.49 Bi-Weekly
4,141.67 4,348.76 4,566.20 4,794.51 5,034.23 Monthly
FIRE PREVENTION SPECIALIST 22.76 23.90 25.09 26.35 27.66 Hourly
PUBLIC EDUCATION 1,820.68 1,911.71 2,007.29 2,107.66 2,213.04 Bi-Weekly
3,944.80 4,142.04 4,349.14 4,566.59 4,794.92 Monthly
MAINTENANCE OFFICER 32.92 34.56 36.29 38.10 40.01 Hourly
2,633.21 2,764.87 2,903.12 3,048.27 3,200.69 Bi-Weekly
5,705.29 5,990.56 6,290.08 6,604.59 6,934.82 Monthly
MANAGEMENT ANALYST II 28.31 29.72 31.21 32.77 34.41 Hourly
2,264.62 2,37785 2,496.75 2,621.58 2,752.66 Bi-Weekly
4,906.68 5,152.02 5,409.62 5,680.10 5,964.10 Monthly
OFFICE SPECIALIST 1 13.22 13.88 14.57 15.30 16.06 Hourly
1,057.24 1,110.10 1,165.61 1,223.89 1,285.08 Bi-Weekly
2,290.69 2,405.23 2,525.49 2,651.76 2,784.35 Monthly
OFFICE SPECIALIST II 14.53 15.26 16.02 16.82 17.67 Hourly
1,162.66 1,220.79 1,281.83 1,345.92 1,413.22 Bi-Weekly
2,519.09 2,645.05 2,777.30 2,916.16 3,061.97 Monthly
PLANS EXAMINER - FIRE 30.24 31.75 33.34 35.00 36.75 Hourly
2,418.91 2,539.86 2,666.85 2,800.19 2,940.20 Bi-Weekly
5,240.98 5,503.03 5,778.18 6,067.09 6,370.44 Monthly
SECRETARY 16.56 17.39 18.26 19.17 20.13 Hourly
1,324.63 1,390.86 1460.41 1,533.43 1,610.10 Bi-Weekly
2,870.03 3,013.54 3,164.21 3,322.42 3,488.54 Monthly
SENIOR ADMINISTRATIVE 22.05 23.17 24.32 25.54 26.81 Hourly
SECRETARY 1,764.31 1,852.52 1,945.14 2,042.41 2,144.53 Bi-Weekly
3,822.6667 4,013.80 4,214.49 4,425.21 4,646.47 Monthly
EXHIBIT "A"
Resolution No. FD 06-038
Page 41 of 45
SALARY SCHEDULE AS OF JANUARY 1 , 2007
Adopted at the Fire Board meeting for
Support Services Association personnel
A B C D E
COMMUNICATIONS TECHNICIAN 22.98 24.13 25.34 26.61 27.94 Hourly
1,838.62 1,930.55 2,027.07 2,128.43 2,234.85 Bi-Weekly
3,983.67 4,182.85 4,391.99 4,611.59 4,842.17 Monthly
EMERGENCY MEDICAL SERVICES 34.84 36.59 38.41 40.34 42.35 Hourly
ADMINISTRATOR 2,787.45 2,926.82 3,073.16 3,226.82 3,388.16 Bi-Weekly
6,039.47 6,341.44 6,658.51 6,991.44 7,341.01 Monthly
FIRE EQUIPMENT MECHANIC 21.89 22.98 24.13 25.34 26.61 Hourly
1,751.06 1,838.62 1,930.55 2,027.07 2,128.43 Bi-Weekly
3,793.97 3,983.67 4,182.85 4,391.99 4,611.59 Monthly
FIRE INFORMATION SYSTEMS 21.17 22.23 23.34 24.51 25.73 Hourly
TECHNICIAN 1,693.53 1,778.21 1,867.12 1,960.47 2,058.50 Bi-Weekly
3,669.31 3,852.78 4,045.42 4,247.69 4,460.07 Monthly
FIRE PREVENTION ASSISTANT 9.65 10.13 10.64 11.17 11.73 Hourly
TEMPORARY/PART-TIME 771.90 810.50 851.02 893.57 938.25 Bi-Weekly
1,672.45 1,756.07 1,843.88 1,936.07 2,032.88 Monthly
FIRE PREVENTION SPECIALIST 22.32 23,44 24.61 25.84 27.13 Hourly
INSPECTION 1 1,785.84 1,875.13 1,968.89 2,067.33 2,170.70 Bi-Weekly
3,869.32 4,062.79 4,265.93 4,479.23 4,703.19 Monthly
FIRE PREVENTION SPECIALIST 24.61 25.84 27.13 28.49 29.91 Hourly
INSPECTION II - 1,968.89 2,067.33 2,170.70 2,279.23 2,393.20 Bi-Weekly
4,265.92 4,479.22 4,703.18 4,938.34 5,185.26 Monthly
FIRE PREVENTION SPECIALIST 23.44 24.61 25.84 27.14 26.49 Hourly
PUBLIC EDUCATION 1,875.30 1,969.06 2,067.51 2,170.89 2,27943 Bi-Weekly
4,063.14 4,266.30 4.479.61 4,703.59 4,936.77 Monthly
MAINTENANCE OFFICER 32.92 34.56 36.29 38.10 40.01 Hourly
2,633.21 2,764.87 2,903.12 3,048.27 3,200.69 Bi-Weekly
5,705.29 5,990.56 6,290.08 6,604,59 6,934.82 Monthly
MANAGEMENT ANALYST 11 29.16 30.61 32.15 33.75 35.44 Hourly
2,332.56 2,449.19 2,571.65 2,700.23 2,835.24 Bi-Weekly
5,053.88 5,306.58 5,571.91 5,850.50 6,143.03 Monthly
OFFICE SPECIALIST 1 13.81 14.50 15.22 15.98 16.78 Hourly
1,104.57 1,159.80 1,217.79 1,278.68 1,342.62 Bi-Weekly
2,393.24 2,512.91 2,638.55 2,770.48 2,909.00 Monthly
OFFICE SPECIALIST II 15.25 16.02 16.82 17.66 18.54 Hourly
1,220.38 1,28140 1,34547 1,412.75 1,483.38 8i-Weekly
2,644.16 2,776.37 2,915.19 3,060.95 3,214.00 Monthly
PLANS EXAMINER-FIRE 30.24 31.75 33.34 35.00 36.75 Hourly
2,418.91 2,539.86 2,666.85 2,800.19 2,940.20 Bi-Weekly
5,240.98 5,503.03 5,778.18 6,067.09 6,370.44 Monthly
SECRETARY 17.46 18.33 19.25 20.21 21.22 Hourly
1,396.57 1,466.40 1,539.72 1,616.70 1,697.54 Bi-Weekly
3,025.90 3,177.19 3,336.05 3.502.85 3,678.00 Monthly
SENIOR ADMINISTRATIVE 22A0 23.53 24.70 2594 27.23 Hourly
SECRETARY 1,791.85 1,881.44 1,975.50 2,074.29 2,178.00 Bi-Weekly
3,882.34 4.076.45 4,280.28 4.494.29 4,719.00 Monthly
EXHIBIT "B"
Resolution No. FD 06-038
Page 42 of 45
SALARY SCHEDULE AS OF JULY 1, 2007
Adopted at the Fire Board meeting for
Support Services Association personnel
A B C D E
COMMUNICATIONS TECHNICIAN 23.67 24.86 26.10 27.40 28.77 Hourly
1,893.77 1,988.46 2,087.88 2,192.28 2,301.89 Bi-Weekly
4,103.18 4,308.34 4,523.74 4,749.93 4,98744 Monthly
EMERGENCY MEDICAL SERVICES 35.89 37.68 39.57 41.55 43.62 Hourly
ADMINISTRATOR 2,871.07 3,01462 3.165.36 3,323.62 3,489.80 Bi-Weekly
6,220.65 6,531.69 6,858.27 7,201.18 7,561.24 Monthly
FIRE EQUIPMENT MECHANIC 22.54 23.67 24.86 26.10 27.40 Hourly
1,803.59 1,893.77 1,988.46 2,087.89 2,192.28 Bi-Weekly
3,907.79 4,103.18 4,308.34 4,523.76 4,749.95 Monthly
FIRE INFORMATION SYSTEMS 21.80 22.89 24.04 25.24 26.50 Hourly
TECHNICIAN 1,744.34 1,831.55 1,923.13 2,019.29 2,120.25 Bi-Weekly
3,779.39 3,968.36 4,166.78 4,375.12 4,593.88 Monthly
FIRE PREVENTION ASSISTANT 9.94 10.44 10.96 11.50 12.08 Hourly
TEMPORARY/PART-TIME 795.06 834.81 876.55 920.38 966.40 Bi-Weekly
1,722.62 1,808.76 1,899.19 1,994.15 2,093.86 Monthly
FIRE PREVENTION SPECIALIST 22.99 24.14 25.35 26.62 27.95 Hourly
INSPECTION 1 - 1,839.42 1,931.38 2,027.96 2,129.35 2,235.82 Bi-Weekly
3,985.40 4,184.66 4,393.91 4,613.60 4,844.28 Monthly
FIRE PREVENTION SPECIALIST 25.35 26.62 27.95 29.35 30.81 Hourly
INSPECTION II 2,027.95 2,129.35 2.235.82 2,347.62 2,464.99 Bi-Weekly
4,393.90 4,613.60 4,844.28 5,086.50 5,340.82 Monthly
FIRE PREVENTION SPECIALIST 24.14 25.35 26.62 27.95 29.35 Hourly
PUBLIC EDUCATION 1,931.55 2,028.13 2,129.54 2,236.02 2,347.81 Bi-Weekly
4,185.03 4,394.29 4,614.00 4,844.70 5,086.93 Monthly
MAINTENANCE OFFICER 33.90 35.60 37.38 39.25 41.21 Hourly
2,712.21 2,847.82 2,990.21 3,139.72 3,296.71 Bi-Weekly
5,876.45 6,170.27 6478.79 6,802.73 7,142.87 Monthly
MANAGEMENT ANALYST 11 30.04 31.54 33.12 3477 36.51 Hourly
2403.18 2,523.34 2,649.50 2,781.98 2,921.08 Bi-Weekly
5,206.88 5,467.23 5,740.58 6,027.62 6,329.00 Monthly
OFFICE SPECIALIST 1 14.22 14.94 15.68 16.47 1729 Hourly
1,137.99 1,194.89 1,254.63 1,317.36 1,383.23 Bi-Weekly
2,465.64 2,588.92 2,718.37 2,854.29 2,997.00 Monthly
OFFICE SPECIALIST II 15.72 16.51 17.33 18.20 19.11 Hourly
1,257.59 1,320.48 1,386.50 1,455.82 1,528.62 Bi-Weekly
2,724.78 2,861.03 3,004.08 3,154.29 3,312.00 Monthly
PLANS EXAMINER-FIRE 31.14 32.70 34.34 36.05 37.86 Hourly
2,491.48 2,616.05 2,746.86 2,884.20 3,028.40 Bi-Weekly
5,396.21 5,668.12 5,951.52 6,249.10 6,561.54 Monthly
SECRETARY 17.98 18.88 19.83 2082. 21.86 Hourly
1,438.72 1,510.65 1,586.19 1,665.50 1,74877 43i-Weekly
3,117.22 3,273.08 3436.74 3,508.57 3789.00 Monthly
SENIOR ADMINISTRATIVE 23.08 24.24 25.45 26.72 28.05 Hourly
SECRETARY 1,846.14 1,938.45 2,035.37 2,137.14 2,244.00 Si-Weekly
3,999.98 4,199.98 4,409.98 4,6304; 4,86200 Monthly
EXHIBIT "C"
Resolution No. FD 06-038
Page 43 of 45
SALARY SCHEDULE AS OF JANUARY 1 , 2008
Adopted at the Fire Board meeting for
Support Services Association personnel
A B C D E
COMMUNICATIONS TECHNICIAN 23.67 24.86 26.10 2T40 28.77 Hourly
1,893.77 1,988.47 2,087.89 2,192.26 2,301.90 Bi-Weekly
4,103.18 4,308.35 4,523.75 4,749.94 4,98745 Monthly
EMERGENCY MEDICAL SERVICES 36.42 38.24 40.15 42.16 44.26 Hourly
ADMINISTRATOR 2,913.28 3,058.94 3,211.89 3,372.48 3,541.10 Bi-Weekly
6,312.10 6,627.70 6,959.09 7,307.04 7,672.39 Monthly
FIRE EQUIPMENT MECHANIC 22.54 23.67 24.86 26.10 27.40 Hourly
1,803.59 1,893.77 1,98846 2,087.89 2,192.28 Bi-Weekly
3,907.79 4,103.18 4,308.34 4,523.76 4,749.95 Monthly
FIRE INFORMATION SYSTEMS 22.24 23.35 24.52 25.75 27.03 Hourly
TECHNICIAN 1,779.22 1,868.18 1,961.59 2,059.67 2,162.66 Bi-Weekly
3,854.98 4,047.73 4,250.12 4,462.62 4,685.75 Monthly
FIRE PREVENTION ASSISTANT 9.94 10.44 10.96 11.50 12.08 Hourly
TEMPORARY/PART-TIME 795.06 834.81 876.55 920.38 966.40 Bi-Weekly
1,722.62 1,808.76 1,899.19 1,994.15 2,093.86 Monthly
FIRE PREVENTION SPECIALIST 23.45 24.63 25.86 27.15 28.51 Hourly
INSPECTION 1 1,876.21 1,970.01 2,068.52 2,171.94 2,280.54 Bi-Weekly
4,065.11 4,268.36 4,481.78 4,705.87 4,941.17 Monthly
FIRE PREVENTION SPECIALIST 25.86 27.15 28.51 29.93 31.43 Hourly
INSPECTION II 2,068.51 2,171.94 2,280.54 2,394.57 2,514.29 Bi-Weekly
4,481.78 4,705.87 4,941.16 5,188.23 5,447.63 Monthly
FIRE PREVENTION SPECIALIST 24.63 25.86 27.15 28.51 29.93 Hourly
PUBLIC EDUCATION 1,970.19 2,068.69 2,172.13 2,280.74 2,394.77 Bi-Weekly
4,268.73 4,482.17 4,706.28 4,941.59 5,188.66 Monthly
MAINTENANCE OFFICER 33.90 35.60 37.38 39.25 41.21 Hourly
2,712.21 2,847.82 2.990.21 3,139.72 3,296.71 Bi-Weekly
5,876.45 6,170.27 6,478.79 6,802.73 7,142.87 Monthly
MANAGEMENT ANALYST II 30.65 32.18 33.79 35.48 37.25 Hourly
2,451.78 2,574.37 2703.08 2,838.24 2,980.16 Bi-Weekly
5,312.19 5,577.80 5,856.68 6,149.53 6,457.00 Monthly
OFFICE SPECIALIST 1 14.51 15.24 16.00 16.80 17.64 Hourly
1,161.15 1,219.21 1,280.17 1,344.18 1,411.39 Bi-Weekly
2,515.83 2,641.62 2,773.70 2,912.38 3,058.00 Monthly
OFFICE SPECIALIST II 16.03 16.83 17.68 18.56 19.49 Hourly
1,282.66 1,346.79 1,414.13 1,484.84 1,559.08 Bi-Weekly
2,779.09 2,918.05 3,063.95 3,217.15 3,378.00 Monthly
PLANS EXAMINER-FIRE 31.14 32.70 34.34 36.05 37.86 Hourly
2,491.48 2,616.05 2,746.86 2,884.20 3,028.40 Bi-Weekly
5,398.21 5,668.12 5,951.52 6,249.10 6,561.54 Monthly
SECRETARY 18.34 1916 20.23 21.24 22.30 Hourly
1,467.57 1,540.95 1,618.00 1,698.90 1,783.65 Bi-Weekly
3,179.74 3,338.73 3,505.67 3,680.95 3,865.00 Monthly
SENIOR ADMINISTRATIVE 23.54 24.73 25.96 2226 28.62 Hourly
SECRETARY 1,883.35 1,977.52 2.076.39 2,180.22 2,289.23 Bi-Weekly
4,080.60 4,284.63 4A98.86 4,723.81 4,960.00 Monthly
EXHIBIT "D"
Resolution No. FD 06-038
Page 44 of 45
SALARY SCHEDULE AS OF JULY 1, 2008
Adopted at the Fire Board meeting for
Support Services Association personnel
A B C D E
COMMUNICATIONS TECHNICIAN 24.38 25.60 26.88 28.23 29.64 Hourly
1,950.59 2,048.12 2,150.52 2,258.05 2,370.96 Bi-Weekly
4,226.27 4,437.60 4,659.47 4,892.44 5,137.07 Monthly
EMERGENCY MEDICAL SERVICES 37.51 39.38 41.35 43.42 45.59 Hourly
ADMINISTRATOR '.000.67 3,150.71 3,308.24 3,473.65 3,647.34 Bi-Weekly
6.501.46 6,826.53 7,167.86 7,526.25 7,902.56 Monthly
FIRE EQUIPMENT MECHANIC 23.22 24.38 25.60 26.88 28.23 Hourly
1,857.70 1,950.59 2,048.12 2,150.53 2,258.05 Bi-Weekly
4,025.02 4,226.27 4,437.59 4,659.47 4,89245 Monthly
FIRE INFORMATION SYSTEMS 22.91 24.05 25.26 26.52 27.84 Hourly
TECHNICIAN 1,832.60 1,924.23 2,020.44 2,121.46 2,227.54 Bi-Weekly
3,970.63 4,169.16 4,377.62 4,596.50 4,826.33 Monthly
FIRE PREVENTION ASSISTANT 10.24 10.75 11.29 11.85 12.44 Hourly
TEMPORARY/PART-TIME 818.91 859.85 902.85 947.99 995.39 Bi-Weekly
1,774.30 1,863.02 1,956.17 2,053.98 2,156.68 Monthly
FIRE PREVENTION SPECIALIST 24.16 25.36 26.63 27.96 29.36 Hourly
INSPECTION 1 1.932.49 2,029.11 2,130.57 2,237.10 2,348.96 Bi-Weekly
4,187.06 4,396.41 4,616.24 4,847.05 5,08940 Monthly
FIRE PREVENTION SPECIALIST 26.63 27.96 29.36 30.83 32.37 Hourly
INSPECTION II 2,130.57 2,237.10 2,348.95 2,466.41 2,589.72 Bi-Weekly
4,616.23 4,847.05 5,089.40 5,343.88 5,611.06 Monthly
FIRE PREVENTION SPECIALIST 25.37 26.63 27.97 29.36 30.83 Hourly
PUBLIC EDUCATION 2,029.29 2,130.76 2,237.29 2,349.16 2,466.61 Bi-Weekly
4,396.80 4,616.64 4,847.47 5,089.84 5,344.32 Monthly
MAINTENANCE OFFICER 34.92 36.67 38.50 40.42 42.45 Hourly
2,793.57 2,933.25 3,079.92 3,233.91 3,395.61 Bi-Weekly
6.052.74 6,355.38 6,673.15 7,006.81 7,357.16 Monthly
MANAGEMENT ANALYST II 31.56 33.14 34.80 36.54 38.37 Hourly
2,525.07 2,651.32 2,783.88 2,923.08 3,069.23 Bi-Weekly
5470.98 5,744.52 6,031.74 6,333.34 6,650.00 Monthly
OFFICE SPECIALIST 1 14.95 15.69 16A8 1230 -18.17 Hourly
1,195.70 1,255.49 1,318.26 1,384.18 1,453.39 Bi-Weekly
2,590.69 2,720.23 2,856.24 2,999.05 3,149.00 Monthly
OFFICE SPECIALIST 11 16.52 17.34 18.21 19.12 20.08 Hourly
1,321.39 1,387.46 1,456.83 1,529.67 1,606.16 Bi-Weekly
2,863.01 3,006.16 3.156 47 3,314.29 3,480.00 Monthly
PLANS EXAMINER -FIRE 32.06 33.68 35.37 37.13 38.99 Hourly
2,566.22 2,694.54 2,829.26 2,970.73 3,119.26 Bi-Weekly
5.560.15 5,838.16 6,130.07 6,436.57 6,758.39 Monthly
SECRETARY 18.90 19.84 20.83 21.87 22.97 Hourly
1,511.62 1,587.20 1,666.56 1,749.89 1,837.38 Bi-Weekly
3,275.18 3,438.93 3,610.88 3,79142 3,981.00 Monthly
SENIOR ADMINISTRATIVE 24.25 25.47 26.74 26.08 29.48 Hourly
SECRETARY :.939.93 2,036.93 2.138.77 2.245.72 2,358.00 Bi-Weekly
4.203.19 4413.35 4.634.02 4,865.72 5,109.00 Monthly
EXHIBIT "E"
Resolution No. FD 06-038
Page 45 of 45
SALARY SCHEDULE AS OF JANUARY 1 , 2009
Adopted at the Fire Board meeting for
Support Services Association personnel
A B C D E
COMMUNICATIONS TECHNICIAN 24.38 25.60 26.88 28.23 29.64 Hourly
1,950.59 2,048.12 2,150.52 2,258.05 2,370.96 Bi-Weekly
4,226.27 4,437.60 4,659.47 4,892.44 5,137.07 Monthly
EMERGENCY MEDICAL SERVICES 37.51 39.38 41.35 43.42 45.59 Hourly
ADMINISTRATOR 3,000.67 3,150.71 3,308.24 3,473.65 3,647.34 Bi-Weekly
6,501.46 6,826.53 7,167.86 7,526.25 7,902.56 Monthly
FIRE EQUIPMENT MECHANIC 23.22 24.38 25.60 26.88 28.23 Hourly
1,857.70 1,950.59 2,048.12 2,150.53 2,258.05 Bi-Weekly
4,025.02 4,226.27 4,437.59 4,659.47 4,892.45 Monthly
FIRE INFORMATION SYSTEMS 23.14 24.29 25.51 26.78 28.12 Hourly
TECHNICIAN 1,850.93 1,943.47 2,040.64 2,142.68 2,249.81 Bi-Weekly
4,010.34 4,210.85 4,421.40 4,642.47 4,874.59 Monthly
FIRE PREVENTION ASSISTANT 10.24 10.75 11.29 11.85 12.44 Hourly
TEMPORARY/PART-TIME 818.91 859.85 902.85 947.99 995.39 Bi-Weekly
1,774.30 1,863.02 1,956.17 2,053.98 2,156.68 Monthly
FIRE PREVENTION SPECIALIST 24.49 25.72 27.00 28.35 29.77 Hourly
INSPECTION 1 1,959.35 2,057.32 2,160.19 2,268.20 2,381.61 Bi-Weekly
4,245.26 4,457.52 4,68040 4,914.42 5,160.15 Monthly
FIRE PREVENTION SPECIALIST 27.00 28.35 29.77 31.26 32.82 Hourly
INSPECTION 11 2,160.18 2,268.19 2,381.60 2,500.69 2,625.72 Bi-Weekly
4,680.40 4,914.42 5,160.14 5,418.16 5,689.06 Monthly
FIRE PREVENTION SPECIALIST 25.72 27.00 28.35 29.77 31.26 Hourly
PUBLIC EDUCATION 2,057.50 2,160.37 2,268.39 2,381.81 2,500.90 Bi-Weekly
4,457.91 4,680.81 4,914.85 5,160.59 5,418.61 Monthly
MAINTENANCE OFFICER 34.92 35.67 38.50 40.42 42.45 Hourly
2,793.57 2,933.25 3,079.92 3,233.91 3,395.61 Bi-Weekly
6,052.74 6,355.38 6,673.15 7,006.81 7,357.16 Monthly
MANAGEMENT ANALYST II 32.04 33.64 35.33 37.09 38.95 Hourly
2,563.42 2,691.59 2,826.16 2,967.47 3,115.85 Bi-Weekly
5,554.07 5,831.77 6,123.35 6,429.53 6,751.00 Monthly
OFFICE SPECIALIST 1 15.25 16.01 16.81 17.65 18.54 Hourly
1,220.01 1,281.01 1,345.06 1,412.31 1,482.93 Bi-Weekly
2,643.35 2,775.51 2,914.29 3,060.00 3,213.00 Monthly
OFFICE SPECIALIST 11 16.85 17.69 18.58 19.51 20A8 Hourly
1,347.97 1,415.36 1486.13 1,560.44 1,638.46 Bi-Weekly
2,920.59 3,066.62 3,219.95 3,380.95 3,550.00 Monthly
PLANS EXAMINER-FIRE 32.08 33.68 35.37 37.13 38.99 Hourly
2,586.22 2,694.54 2,829.26 2,970.73 3,119.26 Bi-Weekly
5,560.15 5,838.16 6,130.07 6,436.57 6758.39 Monthly
SECRETARY 19.09 20.04 21.04 22.09 23.20 Hourly
1,526.81 1,603.15 1,683.31 1,767.47 1,855.85 Bi-Weekly
3,308.09 3,473.50 3,647.17 3,829.53 4,021.00 Monthly
SENIOR ADMINISTRATIVE 24.49 25.73 27.01 28.36 - 29.77 Hourly
SECRETARY 1,959.30 2,057.26 2,160.12 2,268.13 2,3381.54 Bi-Weekly
4,245.15 4457.40 4,680.27 4,914.29 5,160.00 Monthly
EXH+BIT "F"