HomeMy WebLinkAbout06-049 - Resolutions RESOLUTION NO. FD 06-049
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 FIRE
MANAGEMENT EMPLOYEES BARGAINING GROUP FOR
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 Fire Management Employees Bargaining Group("Fire MEG'
hereinafter) 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 the Fire MEG have agreed upon and
presented to this Board a Memorandum of Understanding pertaining to the Fire
Management Employee Bargaining Group, 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 District personnel.
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 Recitals, Part A, of this Resolution.
2. The salary ranges for the classifications, 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 fire MEG representatives for fiscal year 2006/2007,
2007/2008 and 2008/2009 effective July 1, 2006 hereby is approved and ratified
by the Board of Directors.
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4. The Secretary shall certify to the adoption of this Resolution.
PASSED, APPROVED, AND ADOPTED this 18`" day of October 2006.
AYES: Alexander, Gutierrez, Michael, Spagnolo, Williams
NOES: None
ABSENT: None
ABSTAINED: None
c /
William J. Alexa der, Presid nt
ATTEST:
I
Kath n L. Skott, Secretary
I, KATHRYN L. SCOTT, 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 181" day of October, 2006.
Executed this 19`" day of October 2006 at Rancho Cucamonga, California.
Kat ryn L. Scott, Secretary
Resolution No. FD 06-049
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MEMORANDUM OF UNDERSTANDING
RANCHO CUCAMONGA FIRE PROTECTION DISTRICT
AND
RANCHO CUCAMONGA FIRE PROTECTION DISTRICT FIRE MANAGEMENT
EMPLOYEES BARGAINING GROUP
2006-2009
Resolution No. FD 06-049
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TABLE OF CONTENTS
Page
PREAMBLE.....................................................................................................................1
ARTICLEI RECOGNITION .............................................................................................1
ARTICLE II COMPENSATION ........................................................................................1
§ 1 Salary Ranges...................................................................................................1
§ 2 Salary Plan........................................................................................................2
A. Salary Adjustment.........................................................................................2
B. Salary Ranges ..............................................................................................2
D. Deferred Compensation ................................................................................5
§ 3 Work Periods and Overtime ..............................................................................5
A. Work Periods................................................................................................5
B. Work Shifts...................................................................................................6
C. Flex Time......................................................................................................6
D. 4/10 Schedule...............................................................................................6
E. Overtime Pay................................................................................................6
F. Call Back.......................................................................................................7
§ 4 Uniform Allowance ............................................................................................7
§ 5 Employee Group Insurance...............................................................................7
A. Health Insurance...........................................................................................7
B. Dental Insurance...........................................................................................8
C. Vision Insurance...........................................................................................8
D. Life Insurance...............................................................................................8
§ 6 Tuition Reimbursement.....................................................................................9
§ 7 Retirement Plan...............................................................................................10
A. Benefits.......................................................................................................10
§ 8 Work Related Injuries........................................................................................8
§ 9 Carpooling.........................................................................................................8
§ 10 IRS 125 Plan .................................................................................................11
§ 11 Retiree Health Savings Account/Trust...........................................................11
ARTICLEIII LEAVES ..............................................................................:.....................11
§ 1 Holidays...........................................................................................................11
§ 2 Vacation Leave..................................................................................................8
§ 3 Sick Leave.......................................................................................................14
A. Full-time Employees ...................................................................................14
§ 4 Conversion Factor.............................................................................................8
§ 5 Personal Leave ...............................................................................................17
§ 6 Bereavement Leave ........................................................................................17
A. 40-hour Personnel ......................................................................................17
B. Shift Personnel ...........................................................................................18
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C. Immediate family is defined as: ..................................................................18
§ 7 Compensatory Time........................................................................................18
§ 8 Administrative Leave.......................................................................................18
§ 9 Military Leave ..................................................................................................19
§ 10 Jury Duty .......................................................................................................19
§ 11 Civil Subpoena/Criminal Subpoena...............................................................20
B. Criminal Subpoena .....................................................................................20
§ 12 Leaves of Absence without Pay ....................................................................21
ARTICLE IV GRIEVANCE PROCEDURE.....................................................................21
§ 1 Purpose...........................................................................................................21
A. Step I ..........................................................................................................23
ARTICLE V DISCIPLINARY APPEAL...........................................................................27
§ 1 Purpose...........................................................................................................27
§ 2 General Provisions..........................................................................................27
§ 3 Pre-Disciplinary Notice....................................................................................27
§ 4 Hearing Officer Appeal....................................................................................29
§ 5 CEO Decision..................................................................................................31
ARTICLE VI SAFETY....................................................................................................32
§ 1 Compliance .....................................................................................................32
§ 2 No Discrimination ............................................................................................32
§ 3 Safety Equipment............................................................................................32
§ 4 Employee Responsibility .................................................................................32
§ 5 Smoking Policy................................................................................................32
ARTICLE VII MANAGEMENT RIGHTS.........................................................................33
§ 1 Scope of Rights...............................................................................................33
§ 2 Emergency Conditions ....................................................................................33
ARTICLE VIII MAINTENANCE OF BENEFITS .............................................................34
ARTICLE IX APPROVAL BY THE BOARD OF DIRECTORS.......................................34
ARTICLE X PROVISIONS OF LAW..............................................................................34
ARTICLEXI TERM........................................................................................................34
ARTICLE XII NEGOTIATION OF SUCCESSOR MOU .................................................35
ARTICLE XIII PARITY PROVISION..................................................................35
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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("Districf' here inafter), and
the Rancho Cucamonga Fire Protection District Fire Management Employees Bargaining
Group ("Fire MEG" 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
A. Pursuant to the provisions of existing rules and regulations and applicable
State law, District hereby acknowledges Fire MEG as the exclusive recognized employee
organization for the representation unit, which includes all management employees of
District (excluding the Fire Chief), who are employed on a full-time basis. The classes
represented include Fire Deputy Chief and Fire Battalion Chief.
B. Fire MEG does not represent the classification of Fire Chief. However, all
rights and benefits contained in this Memorandum of Understanding shall be extended to
the Fire Chief to preclude the necessity for a separate agreement between the Fire Chief
and the Fire District.
ARTICLE II COMPENSATION
§ 1 Salary Ranges
A. The Fire MEG agrees to contribute out of their cost of living adjustment,
contributions to their salary and benefits.
B. Survey Cities: Fire MEG and District agree that the survey cities shall be the
cities of West Covina, Corona, Ontario, Orange, Riverside, San Bernardino City, Pasadena
and Chino Valley Fire District. May 1st of each year, a survey of the identified labor
market cities will be completed, reviewed by Fire MEG and District, and used as the
comparison basis for any negotiations regarding market equity adjustment and cost of
living adjustment.
C. During the term of this MOU, the salary ranges shall be those as set forth in
Exhibit A through Exhibit F, attached hereto and by this reference incorporated herein.
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§ 2 Salary Plan
A. Salary Adjustment
1. Effective the first payroll period commencing on or after October
7, 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.
2. 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 survey in Section 1,
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 herein.
B. Salary Ranges
The base salary for the Fire Chief and Deputy Fire Chief shall consist of ranges
having six (6) steps, labeled A through F, with approximately five percent (5%) between
each step. The base salary for Battalion Chiefs 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:
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.
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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 the employee 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, if the employee is recommended for a salary
increase, the employee shall receive a supplemental payment compensating
him or her for the additional salary the employee 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.
In. 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 "Y-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.
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7. Salary on Re-employment
An employee recalled after a layoff shall receive the same salary step in the range
of the class at which he or she was receiving upon layoff.
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) hour 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.
D. Deferred Compensation
A District-paid contribution to Deferred Compensation Plan shall be provided as
a percentage of monthly base salary as follows:
Fire Chief 6%
Deputy Fire Chief 4%
Battalion Chief/Training Officer(40-hr personnel) 4%
Battalion Chief (shift, 56-hr personnel) 2%
§ 3 Work Periods and Overtime
A. Work Periods
The work period for shift personnel is fourteen (14) days. Overtime is paid for time
worked in excess of one hundred twelve (112) hours in the period. The work period for
forty (40) hour personnel is seven (7) days. Overtime is paid for time worked in excess of
forty (40) hours in the period.
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B. Work Shifts
1. All twenty-four (24) hour work shifts begin at 0800 and end
at 0800 the following day.
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 District or
the 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 the needs of the District, 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.
5. Management employees shall be allowed to work a flexible
work week upon the approval of their supervisor.
D. 4110 Schedule
With the 4/10 implementation, employees who experience hardship due to child
care issues, may request alteration of their schedule by taking a 1/2 hour lunch and arriving
at work 1/2 hour late or leaving work 1/2 hour early. Additionally, employees who carpool
at least 60% of the pay period and 60% of the distance into their normally assigned
workplace are eligible to leave 1/2 hour early from work or arrive 1/2 hour late.
E. Overtime Pay
1. The rate of pay for overtime hours worked shall be at the
rate of time and one-half (1.5) the regular rate of pay, for those employees
eligible for overtime.
2. Wages: The Battalion Chief in Training and suppression
Battalion Chiefs will be paid overtime at the fifty-six (56) hour rate for any
overtime worked, at time and one-half (1.5) rate of pay.
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3. 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.
4. For the purpose of this section, work time shall not include
traveling to or from the normal work site.
5. 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.) Time spent in traveling to
and from the work site shall be compensated in accordance with FLSA.
6. 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.
F. Call Back
A minimum of two (2) hours of work time will be credited to an employee who
responds to a District call to come to work during off-duty hours. This section is not to be
interpreted as requiring said minimum in the event of an extended work day or when the
employee begins his or her regular work shift before the normal starting time.
§ 4 Uniform Allowance
A. The District will provide three (3) sets of work uniforms for each employee who
is required to wear a uniform prior to his or her starting date. Suppression members must
buy their own Class A uniforms at the completion of probation.
B. The District will provide for the purchase of uniform articles as specified in the
District's rules and regulations, to a maximum of $500.00 per employee per year.
§ 5 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.
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2. District will provide 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, who want to maintain medical insurance through the State of
California, Public Employees Medical and Hospital Care Program, upon their
retirement, shall be responsible for paying their own premiums.
5. Upon the written request of the employee, along with
verification that their spouse and/or family can provide full health insurance,
cash compensation in lieu of medical benefits in the amount of$200.00 for
single employees or $300.00 for employees for dependents, may be
provided to the employee. 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 provide fully paid employee and family dental insurance plan for all full-
time continuous employees.
C. Vision Insurance
The District shall continue to provide vision care coverage for all full time continuous
employees with a maximum payment of not to exceed $22.25 a month. Employees agree
to contribute 0.02% of their salary adjustment to fund their contribution of $2.00 a month
for vision insurance. The above amount of$22.25 includes the employees' contribution.
The employee shall pay the cost of vision insurance in excess of$22.25.
In the event that vision insurance premiums exceed $22.25 during the term of the
contract, the District shall provide advanced notice to the representatives, if possible, at
least thirty (30) days.
D. Life Insurance
District shall provide a fully paid $50,000 life insurance policy for all Fire MEG
members.
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§ 6 Tuition Reimbursement
College Tuition Program for Fire MEG.
A. The District agrees to reimburse Fire MEG employees to recover all associated
costs of accelerated degree programs to the same degree that traditional degree costs are
recovered, recognizing that the "per quarter' costs of an accelerated degree program are
higher due to the compression of educational objectives. A cap of$3,000 per fiscal year
will be applied initially and adjusted as necessary to reflect actual costs compared to the
California State University system. The intent is to provide reimbursement for all
associated costs of a degree program, regardless of how long or how short the period over
which the degree program is administered. It is also the intent to use the California State
University system as the cost comparison basis for any limiting of the tuition amount. For
comparison purposes, it is agreed that the California State University at Cal Poly Pomona,
Fullerton and San Bernardino will be the "survey" Universities.
1. Associated costs;
a. Tuition based on units.
b. Books.
c. Parking.
d. Miscellaneous/labs, tapes, etc.
2. Approval for reimbursement must be obtained by the Fire
Chief or designee prior to taking the course. Approval is for applicability of
the course to an appropriate degree program for the employee's fire service
career.
B. Employee shall achieve a "C" or better grade to be eligible for reimbursement.
Employee shall submit all receipts for the class upon completion, unless other
arrangements are made.
C. For reimbursement of costs at an accredited college other than a Cal State
Program;
1. The District will pay an average per unit cost for each
accredited unit, employee to pay the remainder of the cost.
2. Reimbursement of costs maybe initiated prior to completion
of the class if a deferred payment contract with the college is achieved.
3. Employee must successfully complete the course or shall
reimburse all associated costs back to the District.
4. The Fire Chief may choose to establish an individualized
payment schedule for each employee, based upon a college accredited
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program. However, all costs will be tied to the average of a Cal State
program at the "survey" Universities.
§ 7 Retirement Plan
A. Benefits
1. District contracts with the State of California Public
Employee's Retirement System to provide retirement benefits to eligible
employees. All costs of benefits provided to employees under the District's
CalPERS contract are paid by the District. Present benefits provided through
CalPERS include the following:
§21574 ...................1959 Survivor Benefits, Fourth level
§21362.2 ................3% at 50 Full Formula
§21354.4 ................2.5% @ 55 Local Misc. Members (effective 7/1/97)
§20862.8 ................Credit for Unused Sick Leave
§20615 ...................Payment of Normal Member Contributions
§20024.2 ................One Year Highest Compensation
2. The following benefit is available to safety personnel at employee cost:
§20930.3 .......Military Service as Public Service
§ 8 Work Related Injuries
Employees are entitled to full salary and benefits for up to one (1) year, when they
sustain an on-the-job work related injury. (See: California Labor Code § 4850 for
provisions.) Although §4850 covers only safety personnel, District is extending this same
benefit to all employees. Temporary disability payments received during any injury period
shall be returned to District. Notwithstanding the foregoing, non-safety members shall not
be entitled to the presumptions pertaining to injuries set forth in said Labor Code
provisions, it being the express intent of the parties that the § 4850 benefit provided
hereunder applies only to the provision of full salary and benefits for up to one (1) year.
§ 9 Carpooling
Those employees participating in a carpool during 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:
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1. Each affected regular and full time employee shall ride share with another
person(s) in a car or vanpool.
2. In the alternative, each affected regular and 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 and
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.
§ 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 District 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.
§11 Retiree Health Savings Account/Trust
During the term of this contract, the Fire MEG may elect to implement an
individual, voluntary form of Trust or Retiree Health Savings Account. The District agrees
to take all action reasonably necessary to assist the Fire MEG with implementing such
account or trust, including, but not limited to, establishing appropriate payroll deductions.
ARTICLE III LEAVES
§ 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
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January 1...................New Years Day
January......................Martin Luther King's Birthday (3rd Monday)
February....................President's Day (3rd Monday)
May............................Memorial Day (last Monday)
July 4.........................Independence Day
September.................Labor Day (1 st Monday)
November 11 .............Veterans Day
November..................Thanksgiving (4th Thursday)
November..................The day following Thanksgiving
December 24.............The day preceding Christmas
December 25.............Christmas
Three (3) additional discretionary (floating) days may be taken by an employee at
their 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.
56 Hour Personnel
January 1...................New Years Day
January 18.................Martin Luther King's Birthday
February 12 ...............Lincoln's Birthday
February 22 ..............Washington's Birthday
May............................Memorial Day (last Monday)
July 4.........................Independence Day
September.................Labor Day (1st Monday)
September 9..............Admissions Day
October 12.................Columbus Day
November 11 .............Veterans Day
November..................Thanksgiving (4th Thursday)
November..................The day following Thanksgiving
December 24.............The day preceding Christmas
December 25.............Christmas
B. Employees shall accrue holiday time as follows:
Type of Personnel Per Holiday Annually Maximum Accrual
Shift Personnel 12 hours 168 hrs. 216 hours
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. 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.
E. 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.
F. District will buy back 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.
G. Holidays may be used as scheduled time off with the approval of the
supervisor.
H. 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.
I. 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.
§ 2 Vacation Leave
A. Vacation leave is a right to a leave of absence with pay. It is earned as a
condition of employment.
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
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Shift Personnel
Years of Annual Maximum Pay Period
Completed Service Accrual Accrual Accrual Rates
30 days-3 years 120 hrs /.5 shifts 288.0 4.615
4-7 years 180 hrs / 7.5 shifts 408.0 6.923
8-10 years 240 hrs / 10 shifts 528.0 9.231
11-14 years 264 hrs / 11 shifts 528.0 10.154
15-19 years 288 hrs / 12 shifts 528.0 11.077
20-24 years 312 hrs / 13 shifts 528.0 12.002
25+ years 336 hrs / 14 shifts 528.0 12.923
B. 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 24 hours of vacation, if a shift employee;
or receive 10 hours, if a 40 hour employee.
C. 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.
D. 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.
E. For vacation accrual purposes only, safety personnel hired priorto July 1, 1996
are allowed to include prior years of all fire service employment.
§ 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. All employees shall be accruing sick leave as follows:
Personnel Monthly Annual Accrual Max. Accrual
40 hr Personnel 10 hours 120 hours No limit
Shift Personnel 12 hours (1/2 shift) 144 hours (6 shifts) No limit
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2. 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 including, but not limited
to, medical, dental, eye, or psychiatric examinations.
d. Not more than twelve (12) days for 40-hour employees
or six (6) shifts for shift personnel, 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 absent from 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. Except as specified in "G" below, 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 § 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:
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. 1. Shift employees who in the preceding calendar year have
accrued 108 to 144 (90 to 120 for 40-hour week employees) unused hours of
sick leave earned in that preceding calendar year, may exercise the option of
having one-half(1/2) 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 have accrued 72 to 108 (60 to 90 for 40-
hour week employees) 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 retirement of an employee, the employee will have the option of
selling back to the District up to one-half of the total accumulated unused sick leave at his
or her then current hourly rate, or the employee may apply unused accumulated sick leave
toward service credit for retirement, in accordance with the Public Employees' Retirement
Law, California Government Code § 20862.8. Sick leave bought back by.the District may
not be applied to service credit, but the sick leave remaining after the buy back may be
credited as service time in accordance with the above-noted law.
§ 4 Conversion Factor
The factor used to convert the accruals for forty (40) hour per week employees to
fifty-six (56) hour per week employees will be:
Vacation, holiday, and sick leave:
Work Week Basis
Vacation 40 Hour 56 Hour Conversion Factor
30 days-3 years 85.72 120 1.5
4-7 years 128.57 180 1.5
8-10 years 171.43 240 1.5
11 - 19 years 188.58 264 1.57
20-24 years 196.58 288 1.57
25+ years 204.58 312 1.57
Holiday 140 168 1.5
Sick 120 144 1.5
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(40 to 56) EXAMPLE (8-10 year employee)
Employee Benefits
Vacation = 100 hours
Holiday = 72 hours
Sick = 300 hours
472 total hours x 1.5 (factor) = 708 hours total
Note: If an employee goes from a 56 to 40 hours basis, the conversion will be the
reciprocal of 1.5 or .667.
§ 5 Personal Leave
A. The employee shall be granted one (1) day paid personal leave, in addition to
the normal leave accrual, to attend the funeral of a 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 with adequate
advance notice so that a relief may be obtained.
2. The employee must return to work within a reasonable time
after the appearance.
C. Personal leave will be charged against any leave account in which the
employee has accrued an appropriate balance, such as sick leave, vacation, or
compensatory time. It is the employee's option which account is to be charged.
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, 1/2 hour)throughout
the fiscal year. Use of this time is for emergency situations requiring the employee's
attention and requires prior approval by their supervisor.
§ 6 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, in addition to the normal leave accrual. A
maximum of five (5)days paid bereavement leave, in addition to the normal leave accrual,
shall be granted if there is a death in the immediate family outside the state boundaries.
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B. Shift Personnel
In the event of a death in the employee's immediate family, the employee shall be
granted two (2) shifts paid bereavement leave, in addition to the normal leave accrual. A
maximum of three (3) shifts paid bereavement leave, in addition to the normal leave
accrual, shall be granted if there is a death in the immediate family outside the state
boundaries and the employee attends the services.
C. Immediate family is defined as:
Spouse, children, stepchildren, parents, stepfather, stepmother, brother, sister, .
grandfather, grandmother, grandchild, and the employee's mother-in law, father-in-law or
grandparents-in law.
§ 7 Compensatory Time
A. FLSA-exempt employees may earn compensatory time, on a basis of 1 hour
worked equals 1 hour of compensatory time, as follows:
1. 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.
2. For special and/or unusual work situation not provided for in
the preceding paragraphs.
B. 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.
C. The earning and accrual of compensatory time requires the prior approval of
the employee's supervisor.
§ 8 Administrative Leave
Administrative Leave: The following classifications shall earn Administrative Leave
annually as follows:
Battalion Chief...................................75 hours
Deputy Fire Chief...............................75 hours
Fire Chief...........................................100 hours
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Unused administrative leave, to a maximum of forty (40) hours at the end of the
calendar year may be sold back to District at the employee's then current hourly rate.
Administrative leave shall not be carried over beyond the year in which it was earned.
§ 9 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 District while 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.
Any employee with less than one (1) year of 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 active 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 rules in effect at the start of military leave.
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 when the returning employee resumes the position he or she previously held.
§ 10 Jury Du
Any member of the District who is called or required to serve as a trial juror may be
absent from duty with the 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:
A. Notifies his or her supervisor in advance, with adequate time remaining so that
a relief may be obtained.
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B. Returned to work 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.
C. Pay received for service while absent from the District must be surrendered to
the District; however, pay received while off duty may be kept by the employee.
D. 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.
§ 11 Civil Subpoena/Criminal Subpoena
A. Civil Subpoena
1. When members of the 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:
a. Personnel will be paid at their regular hourly rate while
they are in court.
b. District transportation will be provided when available. If
the employee uses his or her own transportation, he or she will be
reimbursed by the District at the prevailing mileage rate.
c. 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
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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.
§ 12 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 by
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 or for the purposes of seniority. 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
§ 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.)
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§ 2. Objectives
The grievance procedure is established to accomplish the following objectives:
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.
§ 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
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issues involved are within the scope of said organization's representation rights.
E. If an individual named in a dispute is unavailable within the time period
specified in these procedures, time limitations can be extended by mutual
agreement of the representatives of the respective parties.
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.
§ 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 orcomplaint
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.
§ 5. Formal Grievance Procedure
A. Step I
The employee and/or representative shall present the grievance, in writing and
signed, to his or her immediate supervisor within fifteen (15) 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 grievance. The
employee shall have the right to appeal the decision of the supervisor to the Fire
Chief.
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B. Step II
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 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
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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 borne equally by the
parties.
8. 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
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whose direction said expense is incurred.
9. 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.
16. The conduct of the arbitration proceedings shall be governed by this
MOU, and not by CCP § 1280 et seq.
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ARTICLE V DISCIPLINARY APPEAL
§ 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.
§ 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 timely filed or otherwise
administratively prosecuted in a timely manner.
§ 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
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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. 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
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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.
§ 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 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
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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.
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 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.
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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.
§ 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.
B. 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 officerwith copies to the employee
and the Fire Chief. In such case, the 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).
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ARTICLE VI SAFETY
§ 1 Compliance
District and employees shall conform to and comply with all health, safety, and
sanitation requirements imposed by District, state or federal law or regulations adopted
under state or federal law.
§ 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 VI.
§ 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 insure the safety of the employee or
others, District agrees to furnish such equipment or gear.
§ 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-
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.
§ 5 Smoking Policy
Employees have agreed to accept and abide by the District "Smoking Policy", as
written and approved by the Chief in effect on July 1, 1996.
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ARTICLE VII MANAGEMENT RIGHTS
§ 6 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;
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.
§ 7 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
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suspended during the time of the declared emergency, provided that wage rates and
monetary fringe benefits shall not be suspended.
ARTICLE VIII MAINTENANCE OF BENEFITS
All benefits enjoyed by the employees at the present time, which are not included in
nor specifically changed by this MOU, shall remain in full force and effect; provided,
however, that upon the mutual agreement of the parties, the meet and confer process may
be initiated to address proposed changes. This Article shall not be interpreted as affecting
any other rights or obligations the respective parties have under § 3500, et seq., of the
California Government Code.
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
A. 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.
B. The District and Fire MEG 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 Fire MEG shall not be changed for
the duration of this MOU.
ARTICLE XI TERM
The term of this MOU shall commence on July 1, 2006 and will continue for a period
thereafter, ending on June 30, 2009.
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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 1, 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 also be made applicable to the unit
represented by the Association. This Article 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
_il— � Dated
lfJ 47
Fire ME Distric
i e Bell, DepuN Fire Chief Jack Lam, ty Hager
7-ri Curatalo, Battalion f George S. Rivera,
Administrative Services Manager
Approved by action of the Board of Directors the day of W2006.
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SALARY SCHEDULE AS OF October 7, 2006
Adopted at the October 18, 2006 Fire Board meeting for
Fire Management personnel
A B C D E F
SAFETY
FIRE CHIEF 60.05 63.06 66.21 69.52 73.00 76.65 Hourly
4,804.38 5,044.59 5,296.82 5,561.67 5,839.75 6,131.74 Bi-Weekly
10,409.48 10,929.96 11,476.45 12,050.28 12,652.79 13,285.43 Monthly
FIRE DEPUTY CHIEF 52.24 54.86 57.60 60.48 63.50 66.68 Hourly
4,179.54 4,388.52 4,607.95 4,838.34 5,080.26 5,334.28 Bi-Weekly
9,055.68 9,508.46 9,983.89 10,483.07 11,007.24 11,557.61 Monthly
FIRE BATTALION CHIEF 33.51 35.19 36.94 38.79 40.73 N/A
(56 Hour Workweek) 3,753.09 3,940.74 4,137.76 4,344.67 4,561.90
8,131.69 8,538.28 8,965.19 9,413.45 9,884.12
FIRE BATTALION CHIEF 46.91 49.26 51.72 54.31 57.02 N/A
(40 Hour Workweek) 3,753.09 3,940.74 4,137.78 4,344.67 4,551.90
8,131.69 8,538.28 8,965.19 9,413.45 9,BB4.12
EXHIBIT "A"
Resolution No. FD 06-049
Page 42 of 46
SALARY SCHEDULE AS OF JANUARY 1 , 2007
Adopted at the October 18, 2006 Fire Board meeting for
Fire Management personnel
A B C D E F
SAFETY
FIRE CHIEF 61.86 64.95 68.20 71.61 75.19 78.95 Hourly
4,948.51 5,195.93 5,455.73 5,728.52 6,014.94 6,315.69 Bi-Weekly
10,721.77 11,257.85 11,820.75 12,411.78 13,032.37 13,683.99 Monthly
FIRE DEPUTY CHIEF 53.81 56.50 59.33 62.29 65.41 68.68 Hourly
4,304.93 4,520.18 4,746.19 4,983.49 5,232.67 5,494.31 Bi-Weekly
9,327.35 9,793.72 10,283.40 10,797.56 11,337.45 11,904.33 Monthly
FIRE BATTALION CHIEF 34.52 36.24 36.05 39.96 41.95 . N/A
(56 Hour Workweek) 3,865.68 4,058.96 4,261.91 4,475.01 4,698.76
8,375.64 8,794.42 9,234.14 9,695.85 10,180.64
FIRE BATTALION CHIEF 48.32 50.74 53.27 55.94 58.73 N/A
(40 Hour Workweek) 3,865.68 4,058.96 4,261.91 4,475.01 4,698.76
8,375.64 8,794.42 9,234.14 9,695.85 10,180.64
EXHIBIT"B"
Resolution No. FD 06-049
Page 43 of 46
SALARY SCHEDULE AS OF JULY 1 , 2007
Adopted at the October 18, 2006 Fire Board meeting for
Fire Management personnel
A B C D E F
SAFETY
FIRE CHIEF 63.71 66.90 70.24 73.75 77.44 81.31 Hourly
5,096.96 5,351.81 5,619.40 5,900.37 6,195.39 6,505.16 Bi-Weekly
11,043.42 11,595.59 12,175.37 12,784.14 13,423.34 14,094.51 Monthly
FIRE DEPUTY CHIEF 55.43 58.20 61.11 64.16 67.37 .70.74 Hourly
4,434.08 4,655.78 4,888.57 5,133.00 5,389.65 5,659.14 Bi-Weekly
9,607.17 10,087.53 10,591.91 11,121.49 11,677.58 12,261.46 Monthly
FIRE BATTALION CHIEF 35.55 37.33 39.19 41.15 43.21 N/A
(56 Hour Workweek) 3,981.65 4,180.73 4,389.77 4,609.26 4,839.72
8,626.91 9,058.26 9,511.17 9,986.73 10,486.06
FIRE BATTALION CHIEF 49.77 52.26 54.87 57.62 60.50 N/A
(40 Hour Workweek) 3,981.65 4,180.73 4,389.77 4,609.26 4,839.72
8,626.91 9,058.26 9,511.17 9,986.73 10,486.06
EXHIBIT "C"
Resolution No. FD 06-049
Page 44 of 46
SALARY SCHEDULE AS OF JANUARY 1 , 2008
Adopted at the October 18. 2006 Fire Board meeting for
Fire Management personnel
A B C D E F
SAFETY
FIRE CHIEF 64.99 68.24 71.65 75.23 78.99 82.94 Hourly
5,198.90 5,458.85 5,731.79 6,018.38 6,319.30 6,635.26 Bi-Weekly
11,264.29 11,827.50 12,418.88 13,039.82 13,691.81 14,376.40 Monthly
FIRE DEPUTY CHIEF 56.53 59.36 62.33 65.45 68.72 72.15 Hourly
4,522.76 4,748.90 4,986.34 5,235.66 5,497.44 5,772.32 Bi-Weekly
9,799.31 10,289.28 10,803.74 11,343.92 11,911.13 12,506.69 Monthly
FIRE BATTALION CHIEF 35.90 37.69 39.58 41.56 43.64 N/A
(56 Hour Workweek) 4,020.67 4,221.70 4,432.79 4,654.43 4,887.15
8,711.45 9,147.03 9,604.38 10,084.60 10,588.83
FIRE BATTALION CHIEF 50.26 52.77 55.41 58.18 61.09 N/A
(40 Hour Workweek) 4,020.67 4,221.70 4,432.79 4,654.43 4,887.15
8,711.45 9,147.03 9,604.38 10,084.60 10,588.83
EXHIBIT "D"
Resolution No. FD 06-049
Page 45 of 46
SALARY SCHEDULE AS OF JULY 11 2008
Adopted at the October 18, 2006 Fire Board meeting for
Fire Management personnel
A B C D E F
SAFETY
FIRE CHIEF 66.94 70.28 73.80 77.49 81.36 85.43 Hourly
5,354.87 5,622.61 5,903.74 6,198.93 6,508.88 6,834.32 Bi-Weekly
11,602.22 12,182.33 12,791.44 13,431.01 14,102.57 14,807.69 Monthly
FIRE DEPUTY CHIEF 58.23 61.14 64.20 67.41 70.78 74.32 Hourly
4,658.44 4,891.37 5,135.93 5,392.73 5,662.37 5,945.49 Bi-Weekly
10,093.29 10,597.96 11,127.86 11,684.24 12,268.46 12,881.89 Monthly
FIRE BATTALION CHIEF 36.98 38.82 40.77 42.80 44.94 N/A
(56 Hour Workweek) 4,141.29 4,348.36 4,565.77 4,794.06 5,033.77
8,972.80 9,421.44 9,892.51 10,387.14 10,906.49
FIRE BATTALION CHIEF 51.77 54.35 57.07 59.93 62.92 N/A
(40 Hour Workweek) 4,141.29 4,348.36 4,565.77 4,794.06 5,033.77
8,972.80 9,421.44 9,892.51 10,387.14 10,906.49
EXHIBIT "E'l
Resolution No. FD 06-049
Page 46 of 46
SALARY SCHEDULE AS OF JANUARY 1 , 2009
Adopted at the October 18, 2006 Fire Board meeting for
Fire Management personnel
A B C D E F
SAFETY
FIRE CHIEF 68.94 72.39 76.01 79.81 83.80 87.99 Hourly
5,515.51 5,791.29 6,080.86 6,384.90 6,704.14 7,039.35 Bi-Weekly
11,950.28 12,547.80 13,175.19 13,833.95 14,525.64 15,251.92 Monthly
FIRE DEPUTY CHIEF 59.40 62.36 65.48 68.76 72.20 75.80 Hourly
4,751.61 4,989.19 5,238.65 5,500.58 5,775.61 6,064.40 Bi-Weekly
10,295.16 10,809.92 11,350.41 11,917.92 12,513.83 13,139.53 Monthly
FIRE BATTALION CHIEF 36.98 38.82 40.77 42.80 44.94 N/A
(56 Hour Workweek) 4,141.29 4,348.36 4,565.77 4,794.06 5,033.77
8,972.80 9,421.44 9,892.51 10,387.14 10,906.49
FIRE BATTALION CHIEF 51.77 54.35 57.07 59.93 62.92 N/A
(40 Hour Workweek) 4,141.29 4,348.36 4,565.77 4,794.06 5,033.77
8,972.80 9,421.44 9,892.51 10,387.14 10,906.49
EXHIBIT 7'