HomeMy WebLinkAbout17-003 - Resolutions RESOLUTION NO. FD17-003
A RESOLUTION OF THE BOARD OF DIRECTORS OF THE
RANCHO CUCAMONGA FIRE PROTECTION DISTRICT
APPROVING THE MEMORANDUM OF UNDERSTANDING
BETWEEN THE DISTRICT AND FIRE SUPPORT SERVICES
ASSOCIATION RELATIVE TO WAGES, BENEFITS AND OTHER
TERMS AND CONDITIONS OF EMPLOYMENT FOR FISCAL
YEARS 2017-2018 AND 2018-2019
WHEREAS, Representatives of the Rancho Cucamonga Fire Protection District (District)
and the Fire Support Services Association (FSSA) 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; and
WHEREAS, Representatives of the District and the FSSA have agreed upon and present
to this Board a Memorandum of Understanding pertaining to the FSSA effective, July 1, 2017
specifying the results of said meet and confer process; and
WHEREAS, All legal prerequisites to the adoption of this Resolution have occurred.
NOW, THEREFORE, THE BOARD OF DIRECTORS OF THE RANCHO CUCAMONGA
FIRE PROTECTION DISTRICT OF THE CITY OF RANCHO CUCAMONGA, HEREBY
RESOLVES, that in all respects, as set forth in the recitals of this Resolution, the attached
Memorandum of Understanding entered into by and between District representatives and the
FSSA for the period July 1, 2017 through June 30, 2019 effective July 1, 2017 is hereby approved
and ratified by the Board of Directors, and the Secretary shall certify to the adoption of this
resolution.
PASSED, APPROVED AND ADOPTED this 21st day of June, 2017.
L. Denn ichael Pr sident
ATTEST:
Janice C. Reynolds, Secretary
I, JANICE C. REYNOLDS, 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 21st day of June 2017.
AYES: Alexander, Michael, Spagnolo, Williams
NOES: None
ABSENT: Kennedy
ABSTAINED: None
Executed this 22nd day of June, 2017, at Rancho Cucamonga, California.
(-)cme.t,-
Janice C. Reynolds, Secretary
1 �
MEMORANDUM OF UNDERSTANDING
RANCHO CUCAMONGA FIRE PROTECTION DISTRICT
AND
FIRE SUPPORT SERVICES ASSOCIATION
2017-2019
TABLE OF CONTENTS
Page
PREAMBLE .............................................................................................................................. 1
ARTICLE I RECOGNITION............................................................................................. 1
ARTICLE II COMPENSATION ........................................................................................ 1
§ 1 Salary Ranges .............................................................................................. 1
A. Survey Cities........................................................................................................ 1
§ 2 Salary Plan...........................................................................................................1
A. Cost of LivingAdiustment ............................................................................. 1
B. Ranges..................................................................................................................1
C. On-Call Pa v..................................................................................................4
D. Bi-Lingual Pay ..............................................................................................5
§ 3 Work Periods and Overtime.............................................................................5
A. Work Periods ...............................................................................................5
B. Work Shifts ...................................................................................................5
C. Flex Time......................................................................................................5
D. Overtime Pay................................................................................................6
E. Call Back.......................................................................................................6
F. 4/10 Schedule...............................................................................................6
§ 4 Uniform Allowance........................................................................................ 6
§5 Employee Group Insurance .......................................................................... 7
A. Health Insurance ............................................................................................. 7
B. Dental Insurance...........................................................................................7
C. Vision Insurance ..........................................................................................8
D. Life Insurance ...............................................................................................8
E. Long Term Disability.....................................................................................8
§6 Tuition Reimbursement................................................................................. 8
§ 7 Retirement Plan................................................................................................... 9
A. Benefits.........................................................................................................9
§ 8 Work Related Injuries ..................................................................................11
§9 Carpooling ............................................................................................... 11
§ 10 IRS 125 Plan .............................................................................................12
§ 11 Voluntary Employee Benefit Association .......................................................12
ARTICLEIII LEAVES..................................................................................................12
§ 1 Holidays ...................................................................................................12
§2 Holiday Facility Closure................................................................................13
§ 3 Vacation Leave............................................................................................13
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§ 4 Sick Leave .................................................................................................. 14
A. Full Time Emoloyees.................................................................................. 14
§ 5 Personal Leave ........................................................................................... 16
§ 6 Bereavement Leave .................................................................................... 16
A. 40-hour Personnel ...................................................................................... 16
§ 7 Compensatory Time .................................................................................... 17
§ 8 MilitaryLeave.............................................................................................. 17
§ 9 Jury Duty..................................................................................................... 18
§ 10 40 Hours of Vacation Buy-Back ................................................................. 18
§11 Civil Subpoena/Criminal Subpoena ............................................................ 18
A. Civil Subpoena............................................................................................ 18
B. Criminal Subpoena...................................................................................... 19
§ 12 Leaves of Absence without Pay ................................................................. 19
§ 13 Natal and Adoption Leaves........................................................................ 19
A. Natal and Adoption Leave without Pay....................................................... 19
B. Natal and Adoption Leave with Pay ............................................................20
§ 14 Management Leave...................................................................................20
§ 15 Deferred Compensation .............................................................................20
ARTICLE IV GRIEVANCE PROCEDURE .....................................................................20
§ 1 Purpose ...................................................................................................20
§ 2 Objectives....................................................................................................20
§ 3 General Provisions.......................................................................................21
§4 Informal Grievance Procedure......................................................................21
§5 Formal Grievance Procedure .......................................................................22
A. Step I ............................................................................................... 22
B. Step II .........................................................................................................22
C. Step III .....................................................................................................22
D. Step N..................................................................................................23
ARTICLE V DISCIPLINARY APPEAL............................................................................24
§ 1 Purpose .......................................................................................................24
§ 2 General Provisions.......................................................................................25
§ 3 Pre-Disci plinary Notice.................................................................................25
§ 4 Hearing Off icerAppeal .................................................................................26
§ 5 CEO Decision ..............................................................................................28
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ARTICLEVI SAFETY ................................................................................................... 29
§ 1 Compliance................................................................................................29
§ 2 No Discrimination.......................................................................................29
§ 3 Safety Equipment ..........................................................................................29
§ 4 Employee Responsibility .......................................................................... 29
§ 5 Smoking Policy ......................................................................................... 29
ARTICLE VII MANAGEMENT RIGHTS .......................................................................29
§ 1 Scope of Rights......................................................................................... 29
§ 2 Emergency Conditions.............................................................................. 30
ARTICLE VIII EMPLOYEE RIGHTS.............................................................................30
§ 1 Scope of Rights..............................................................................................30
ARTICLE IX MAINTENANCE OF BENEFITS...............................................................31
ARTICLE X APPROVAL BY THE BOARD OF DIRECTORS........................................ 31
ARTICLE XI PROVISIONS OF LAW.............................................................................31
ARTICLEXII TERM....................................................................................................... 31
ARTICLE XIII NEGOTIATION OF SUCCESSOR MOU ................................................31
Fire Support MOU 2017-2019.doc
PREAMBLE
This Memorandum of Understanding ("MOU" hereinafter) is made and entered into
by and betweenthe Rancho Cucamonga Fire Protection District("District"hereinafter),and
the Fire Support Services Association ("Association"hereinafter).Theterms 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
Pursuantto the provisions of existing rules and regulations and applicable State law,
District hereby acknowledges Association as the exclusive recognized employee
organization forthe representation unit,which includes all employees of District specified in
Exhibit A attached hereto, who are employed on a full-time basis.
ARTICLE II COMPENSATION
§ 1 Salary Ranges
A. Survey Cities
1. Association and District agree the survey cities shall be Pasadena, West
Covina, Corona, Ontario, Riverside, San Bernardino City and Chino Valley Fire. Inthe year
prior to MOU expiration, a survey of the identified labor market cities will be completed,
reviewed by the Association and District, and used as the comparison basis for any
negotiations regarding market equity adjustment. The Association and District will work
together to identify benchmark classifications will be surveyed, recognizing that not all
Association classifications will be surveyed.
§ 2 Salary Plan
A. Cost of Living Adjustment
Effective the first full pay period in July of 2017 and July of 2018, all bargaining
unit members shall receive a two (2%) percent cost of living salary adjustment.
B. Ranges
The base salary rangesforall classes inthe bargaining unit shall consist of
ranges having six (6) steps, labeled A through F, with approximately five percent (5%)
between each step. Advancement between steps requires a satisfactory or higher annual
performance evaluation. However, no employee shall receive more than one step
increase in a 12-month period unless granted for outstanding achievement pursuantto
Section2(G)below.Placementwithinthe range shall be in accordance withthefollowing:
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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 beautomatic, butshall be
based uponjob 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 thefollowing:
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 consideration for merit salary adjustments shall be on a 12 month
consecutive basis from the date of last merit salary adjustment.
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
six (6) months of service. Subsequent consideration for merit salary adjustments shall be
on a 12 month consecutive basis from the date of last merit salary adjustment.
C. The granting of an official leave of absence of more than thirty
(30) continuous calendar days, other than military leave, shall cause the employee's merit
salary review date to be extended the number of calendar days he or she was on leave.
d. If, in the supervisor's judgment, the employee's performance does
notjustify a salary increase on the review date, the employee shall be reevaluated before
the expiration of six (6) months dating from the employee's review date. If the period of
postponement exceeds three (3) months and the employee receives a salary increase, the
employee shall be assigned a new review date based on the date the increase was
granted.
e. Authorized salary step increases shall become effective at the
beginning of the pay period nearest the employee's review date.
f. Should an employee's review date be overlooked, and upon
discovery of the error, the employee is recommended for a salary increase, the employee
shall receivea supplemental payment compensating himor herforthe additional salary he or
she would have received had the increase been granted at the appropriate time.
g. The normal merit salary increase shall be one (1)step granted in
accordance with the preceding. However, to reward outstanding achievement and
performance, the Fire Chief may grant one (1) additional step increase not to exceed one
(1) step in any six (6) month period.
h. In order to address a situation wherein application of this section
would result in the inequitable treatment of employees and upon the recommendation of
the Fire Chief and approval of the Board, an employee may be placed at any step in the
salary range for his or her class.
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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 F 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. 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 percent (5%) 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 whois 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.
7. Salary on Re-employment
An employee recalled after a layoff shall receivethe same salary step
in the range of the class which he or she was receiving upon layoff.
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8. Salary on Rehire
Upon rehire, an employee shall be placed at such salary step as may
be recommended bythe supervisor and approved bythe 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. When the work schedule or assigned
duties are extremely different, the Fire Chief may approve acting paywhich is greaterthan
5%. 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.
C. In any instance where it is reasonably anticipated at the
commencement of the acting assignment that the assignment is likely to extend beyond
fifteen (15) consecutive work days orfive (5) shifts, the describedfive percent (5%) acting
pay shall commence being earned from the first day/shift of the acting assignment.
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.
C. On-Call Pay
"Subject to the rotation provisions below,the Fire Equipment Mechanic and
Fire Shop Supervisor shall, unless relieved of such duty by a supervisor, be in an 'on-call'
status whenever not performing duties during scheduled hours.
'On-call' means that Fire Equipment Mechanics and Fire Shop Supervisor
shall be required to respond to their designated work site(s) within one (1) hour of being
advised by telephone, pager, or other means, that their services are required. The parties
agree and acknowledge that the restrictions placed upon employee(s) placed into an on-
call status are not unduly restrictive and therefore, do not constitute hours worked for the
purposes of FLSA or District-defined overtime computations.
In order to provide flexibility to the affected employees in order that an
individual employee can conduct personal business other than during scheduled hours of
work, the District shall at its expense, provide each affected employee with a cell phone,
pager, and/or other means of communication whereby the necessity to respond tothework
site(s) can be communicated to the affected employee. Each affected employee shall be
required to maintain such communication device in a functioning status, and shall carry
such device in such manner that District-initiated communications shall be received when
transmitted.
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It is the goal of the District to provide for an on-call rotation among affected
employees, resulting in a requirement that each affected employee be in an on-call status
for not more than seven (7) consecutive calendar days without relief of such status for at
least seven (7) consecutive calendar days. However, the parties recognize that needs of
the District, injury, illness or other events may result in a District requirementthat any given
affected employee be maintained in an on-call status for greater than a seven (7)
consecutive calendar day period of time.
Each affected employee in a designated on-call status for seven (7)
consecutive calendar days, shall receive additional compensation in the amount of two
hundred seventy five ($275) dollars for each seven (7) calendar day period of time in an
on-call mode.
D. Bi-Linoual Pay
Employees who qualify for bi-lingual paywill be provided said pay at$50.00
per month. Eligibility exams will be provided and administered by the Human Resources
Department. Bi-lingual pay applies to the top 5 recognized languages from the most recent
Census.
§ 3 Work Periods and Overtime
A. Work Periods
The work period for forty (40) hour personnel is seven (7) days with
overtime being time worked in excess of forty (40) hours in the work period.
B. Work Shifts
1. Ten (10) hour work shifts begin at 0700 and end at 1800.
C. Flex Time
1. The work schedules of employees assigned to other than fire
suppression are subject to change depending on needs of the service or desires of the
concerned employee(s) (see item 3).
2. The Districtshall notchangework scheduleswhen the sole purposeof
the change is to avoid payment of time and one-half (1.5) for overtime. This however, is
not to be interpreted as preventing a schedule change upon the mutual agreement of the
District and affected employee.
3. Employees may request schedule changes to address personal
interests. Whenever possible such requests will be accommodated, provided however,
that needs of the service as determined bythe District will take precedence over employee
preferences.
4. The District will not affect schedule changes but for good and sufficient
cause.
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D. 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. 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.
3. Forthe purpose ofthis section, work time shall not include traveling to
or from the normal work site.
4. All non-exempt full-time employees who are called back to work from
off-duty as a result of an emergency, shall be paid at the rate of time and one-half for any
hours worked, with a minimum of two (2) hours pay for each emergency recall. Employees
required to work more than fifteen (15) minutes shall be compensated for a minimum of
one (1) hour; any time worked over one (1) hour will be paid in one-half hour increments
(fifteen (15) minutes work shall constitute one-half hour). For purposes of this section,
work time shall not include time spent in traveling to and from the work site.
5. Employees required (held over)towork morethan fifteen (15) minutes
overtime shall be compensated for a minimum of one (1) hour. Any overtime worked in
excess of one (1) hour will be paid in half hour increments. Provisions shall be made for an
equitable distribution of overtime, consistent with efficient operations of the District.
E. Call Back
A 'call back' occurs when following the employee having left the work site
for at least one (1) hour after conclusion of the employee's scheduled hours of work, the
employee is then advised by District management that he/she shall return tothe work site.
In such case of a 'call back', the affected employee (including those who
are formally on on-call such as Fire Equipment Mechanic shall be compensated in an
amount not less than two (2) hours at 1.5 times the employee's unadjusted base rate of
pay, orthe actual number of hours forwhich services are performed (also atthe rate of 1.5
times the employee's unadjusted base rate of pay), whichever amount is greater.
Computation of premium hours worked shall commence upon the employee commencing
travel to the work site and shall conclude upon termination of the call back assignment.
F. 4/10 Schedule
Wth the 4/10 implementation, employees who experience hardshipdueto
child care issues, may request alteration of their schedule by taking a one-half hour lunch
and arriving at work one-half hour late or leaving work one-half hour early.
§4 Uniform Allowance
A. The District shall provide four (4) sets of work uniforms for each employee
who is required to wear a uniform prior to his or her starting date. Uniformed members
must buy their own formal or semi-formal uniforms, as specified in District policy, at the
completion of probation. The value of these initial uniforms provided hall be reported to
CaIPERS as compensation in accordance with applicable CalPERS requirements.
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B. The District will provide for the purchase of uniform articles as specified in
the District's rules and regulations, to a maximum of $1,000 per eligible employee per
year. Uniform allowance shall be paid out on the first full pay period of the fiscal year.
§5 Employee Grout) Insurance
District agrees to provide group insurance plans in accordance with the
following:
A. Health Insurance
1. District will provide medical insurance through the State of California
Public Employee's Medical and Hospital Care Program.
2. District provides fully paid employee and family health insurancefor all
full time continuous and retired employees who were hired before November 17, 1994.
3. Districtwill providefully paid employee andfamily health insurancefor
all full-time continuous employees hired after November 17, 1994,atthe lowest,fully paid
insurance plan which is made availableto affected employees and which isoffered bythe
Public Employees Medical and Hospital Care Program.As of March 5, 2014,the parties
understand that PEMHCA is addressing the implications of the Affordable Care Act, and as
a result may begin to offer a low-cost health insurance plan with reduced benefits to
enrollees. The parties agree to reopen this provision of the MOU for discussion if in any
given year PEM HCA's ratefor its lowest cost,fully paid insurance plan has a premiumthat
is at least 15% less than the lowest cost plan offered in the prior calendar year.A failure to
agree upon the resolution of this issue shall not be subject to resolution byfact finding or
any other impasse resolution procedure.
4. All full time continuous employees hired after November 17, 1994,
shall be responsible for paying their premiums for medical insurance through the State of
California, Public Employees Medical and Hospital Care Program, upon their retirement.
5. Cash compensation in lieu of medical benefits in the amount of
$200.00 for single employees or $300.00 for employees' dependents, may be provided to
those employees that can verify that their spouse and/or family can provide full health
insurance. Selection of compensation shall be at the employee's discretion. The
employee may reenter the District's health plan at any time.
6. Affordable Care Act (ACA) Reopener. The District may reopen
negotiations on the issue of health insurance benefits to address changes to or the elimination
of the ACA and in order to avoid penalties or taxes under the ACA or other statutory scheme
that may result from an interpretation of the ACA or other statutory scheme by the Internal
Revenue Service or other federal agency (including, but not limited to, a revenue ruling,
regulation or other guidance) or state agency, or a ruling by a court of competent jurisdiction.
These negotiations will not result in a reduction in the amount the District provides for
employee health coverage.
B. Dental Insurance
District shall continue to provide fully paid employee and family dental
insurance plan for all full-time continuous employees.
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C. Vision Insurance
District shall continue to provide fully paid employee and family dental
insurance plan for all full-time continuous employees.
D. Long Term Disability
District agrees to provide to unit members a long term disability insurance
plan provided by the same carrier utilized by the City of Rancho Cucamonga for its
employees.
§6 Tuition Reimbursement
Reimbursements by the District of the following enumerated college and/or
university course expenses shall not exceed two thousand three hundred dollars
($2,300.00) during any fiscal year.
Eligibilityfor said reimbursement in an amount notto exceed $2,300.00 in any
onefiscal year, shall be contingent upon a determination bythe Fire Chief or his designee
that all of the following conditions precedents exist:
1. Expenses shall be incurred as regards coursework undertaken at:
a. A college or university that is licensed/accredited by the State of
California.
b. Certification Tracks authorized and approved by the California State
Fire Marshal, i.e. Fire Instructor(alltracks), Fire Investigator(alltracks), Fire Marshal, Fire
Mechanic (all tracks), Fire Prevention Officer, Fire Protection Specialist, Plans Examiner
and Public Education Officer I.
C. California Fire Chiefs Association Professional Recognition and Career
Development Guide Level One and Level Two.
d. International Code Council classes
e. Microsoft Office Specialist certification
2. The applicant for reimbursement shall present to the Fire Chief or his
designee documentation prepared by the accredited/licensed college or university which
evidences the applicant's receiptofagrade of"C"or better(ora"pass"ina pass/fail class)
as regards each class for which reimbursement is sought. Where an employee is
simultaneously enrolled in multipleapprovedclasses and does not receive a"C"or"pass"
in any one or more of such classes, the amount of expenses subject to District
reimbursement shall be reduced and/or as appropriate, pro-rated to reflect no
reimbursement being made for expenses related to classes where the minimal grade was
not received.
3. Eligibility for reimbursement for said expenses shall be confined to either:
1.) those courses that in and of themselves consist of curriculum which is predominantly
related to the development of skills reasonably anticipated by the District to enhancethe
applicant'sjob performance (by means of a non-inclusive example only, art classes would
not qualify for reimbursement); or 2.) where the employee has declared a major which is
job related as set forth in Section 3(1), to those classes which must be completed as a
condition precedent to successful completion of the course of study inthe selected major.
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4. Eligibility for reimbursement upon completion of coursework shall be
predicated upon the Fire Chief or his designee making a written determination priorto the
affected employee's enrollment in the course(s) for which reimbursement is later sought, that
the coursework is offered by an accredited college or university and that the above-described
job nexus does exist. The determination of the Fire Chief or his designee in such regards,
shall be final.
The costs which shall be subject to reimbursement are limited to the following:
1) tuition, 2) books, 3) supplies, 4) parking and 5) laboratory. In addition to all other conditions
precedent to reimbursement set forth in this section, prior to reimbursement being approved,
written receipts shall be provided to the Fire Chief or designee and shall evidence each
expenditure for which reimbursement is sought.
§ 7 Retirement Plan
A. Benefits
District is enrolled in the State of California Public Employee's Retirement
System. Benefits are summarized below:
1. Employees hired prior to July 9, 2011:
§ 21354.4 2.5% at 55 Full Formula
§ 21574 4th Level 1959 Survivor
§20042 1 Year Final Compensation
The District pays and reports 8% normal CalPERS member contributions by
resolution. The District has adopted a resolution providing that all CalPERS contributions shall
be deducted on a pre-tax basis.
Beginning July 1, 2017, employees hired prior to July 9, 2011, will contribute
toward the employer share of CaIPERS, in addition to the three percentage point (3%)
contribution by resolution, in accordance with the following schedule:
• Effective July 1, 2017: 1% of pay toward employer share, for a total of 4% of pay
toward employer share.
- Effective July 1 , 2018: An additional 1%of pay toward employer contribution, for
a total of 5% of pay toward employer share.
The District has adopted a resolution providing that all employee CalPERS
contributions to the employer share pursuant to this section shall be deducted on a pre-tax
basis. Additional benefits for affected employees include the following:
Sec. 20691 Employer Payment of Member Contributions (based on hire
date)
• Sec. 20636 (c) (4) Reporting of Employer-Paid Member Contribution
(EPMC) as Special Compensation
• Sec. 20965 Credit for Unused Sick Leave
2. Employees hired on or after July 9 2011 and through December 31
2012 and Classic PERS members as defined by PERS who are hired on or
after January 1, 2013:
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§21354 2% at 55 Full Formula
§21574 41h Level 1959Survivor
§20037 3 Year Final Compensation
District pays and reports 6% normal PERS member contributions;employee
pays 1% of the member contribution and 2% of the employer share by resolution. The
District has adopted a resolution providing that all employee CalPERS contributions shall
be deducted on a pre-tax basis per IRC 414(h)(2).
In addition to the member contribution of 1% and employer share of 2% in
accordance with the preceding paragraph, beginning July 1,2017,employees hired on July
9, 2011 and through December 31, 2012, as well as Classic PERS members who are hired
on or after January 1, 2013, will contribute toward the employer share of CalPERS in
accordance with the following schedule:
Effective July 1, 2017: 1% of pay toward employer share, for a total of 3% of
pay toward employer share and 1% of member contribution.
Effective July 1, 2018: An additional 1% of pay toward employer contribution,
for a total of 4% pay toward employer share and 1% of member contribution.
The District will adopt a resolution providing that all employee CaIPERS
contributions to the employer share pursuant to this section shall be deducted on a pre-tax
basis.
Additional benefits for affected employees include the following:
• Sec. 20691 Employer Payment of Member Contributions (based on hiredate)
Sec. 20636(c)(4) Reporting of Employer-Paid Member Contribution(EPMC)
as Special Compensation
Sec. 20965 Credit for Unused Sick Leave
3. Employees who are New PERS Members, as defined by PERS
who are hired on or after January 1. 2013:
Employees are classified as New Members of PERS when they meet the
definition of a "new member" for purposes of retirement pension benefits pursuant to the
Public Employees Pension Reform Act of 2013. Generally, this includes employees that
were hired into a regular position on or after January 1, 2013 or former PERS members
who have more than a six-month break in service. CalPERS ultimately determines who is
new member in compliance with the law.
Employees who are classified as New Members shall beeligibleforthe 2%at
62 Formula, 3 year final compensation average.
The employee contribution for new members shall be one-half the normal
cost, as determined by CalPERS. As of the effective date of this MOLJ, the required
employee contribution for new members is 6.5% of reportable compensation. This amount
will be adjusted periodically by CalPERS, and the District employee contribution adjusted
accordingly per state statute.
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Fire Support MOU 2017-2019
The District has adopted a resolution providing that all employee
CalPERS contributions shall be deducted on a pre-tax basis per IRC 414(h)(2).
4. PARS
The Supplemental Benefit through PARS Phase II Retirement System is
provided to all employees hired by December 31, 2012. In addition, the Fire District has
adopted the PARS Retirement Enhancement Plan generally described as 0.5% (one-half
percent) at 55 or at 60, depending upon the employee's hire date, for all miscellaneous
employees hired on or prior to December 31 , 2012. To be eligible, employees must be at
least age 56, have ten (10) years of full-time continuous service and retire from the District.
This benefit will be paid to qualified retirees in addition to any CalPERS benefits to which they
are entitled.
§8 Work Related Injuries
Any employee within the bargaining unit covered herein who is receiving
disability payments under the "Workers Compensation Act of California" for on-the-job injuries
sustained while engaged in the performance of duties of any such District position, shall
receive from the District during the first three months of such disability absence, payments in
an amount equal to the difference between the disability payments received under Workers
Compensation Act and the employee's full salary. Such payments by the District should be
made without any deduction from accrued sick leave benefits. The District's obligation for
such payments shall commence on the first (1st) day of such disability absence. In the event
the employee's disability absence should exceed three months, an employee shall be allowed
to supplement the Workers Compensation benefit received under State law with available
accrued sick leave, accrued vacation leave, accrued compensatory time. The total number of
leave hours, along with the Workers Compensation benefit, shall not exceed the employee's
base pay for each day of the leave. For this purpose, accrued leave hours can only be used
in one-hour increments.
§9 Carpooling
Those employees participating in a carpool going to and coming from their
residence and work site shall not be in receipt of a reduced workday. Rather, those
employees participating in a "carpool" shall be afforded the following benefit:
Eligible carpool employees shall be regular, full-time employees who voluntarily
participate in and file a "ride share application agreement."
Eligibility for ride share-related benefits is conditioned upon:
1. Each affected regular, full time employee shall ride share with another
person(s) in a car or vanpool.
2. In the alternative, each affected regular, full time employee shall drive to and
from work otherthan in an automobile. Forexample,such transportation may include a bicycle,
public transportation, walking.
3. Eligibility for ride share benefits shall be conditioned upon 1.) the regular, full
time employee so participating 60%of the total work days during a given month, 2.) ride sharing
for at least 60% of the commute distance, and 3.) ride sharing between the hours of 6 and 10
a.m., Monday through Thursday.
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Individuals meeting the above qualifications shall earn $2.60 for everyday
that the employee ride shares, paid at the end of each quarter.
§ 10 IRS 125 PLAN
The District has established a Section 125 flexible spending account plan
managed by a third party administrator that is open to voluntary participation of members in
the bargaining unit. The City agrees to pick up all administrative fees associated with
maintaining this program for bargaining unit members (including but not limited to debit card
fees).
§11 Voluntary EmnloyeeBenefitAssociation
The District has established a Voluntary Employee Benefit Association
(VEBA) through the California Government Voluntary Employee Benefit Association to
assist employees with planning for future health care expenses. Employees are allowed
a one time election to opt into the plan. Represented employees shall be eligible to
participate in the plan according to the schedule to be established as an addendum to this
MOU.
Contributions to the Plan shall be made as District contributions through
a salary reduction arrangement. All contributions made on behalf of employees
through such salary reduction arrangement are made on a pre-tax basis in
accordance with IRS provisions. No employer contributions are to be made to the
Plan. At the discretion of the Fire Support Services Association, employee contributions
may be amended once per year provided that such amendment is permitted by IRS
regulations and in conformity with the Plan Document.
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
July 4 ........................... Independence Day
September ...................Labor Day (1st Monday)
November 11 ...............Veterans Day
November ....................Thanksgiving (4th Thursday)
November ....................The day following Thanksgiving
December 24 ...............The day preceding Christmas
December 25 ...............Christmas
January 1..................... New Years Day
January ........................ Martin Luther King's Birthday (3rd Monday)
February ......................President's Day (3rd Monday)
May ..............................Memorial Day (last Monday)
Three (3) discretionary (floating) days may betaken by an employee at his or
her convenience, subject to approval by the supervisor. The thirty (30) hours for the three
(3) floating holidays shall be credited to the employee at the start of pay period No. 1 of
each fiscal year.
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Whenever a holiday falls on a Sunday,the following Monday shall be observed
as a holiday. Whenever a holiday falls on a Friday or Saturday, the preceding Thursday
shall be observed as the holiday.
B. Employees shall accrue holiday time as follows:
Type of Per Maximum
Accrual Holiday Annually Personnel
40 Hour Personnel 10 Hours 140 Hours 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 betaken as time off or be paid for by
District.
D. Effective pay period No. 1 of each fiscal year, holiday time shall be accrued
by the employees within the pay period in which it occurs.
1. 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.
2. Holidays may be used as scheduled time off with the approval of the
supervisor.
E. District employees will be advised, in writing, within the pay period prior to
the time that maximum holiday accrual is reached or that they are approaching their
maximum accrual.
F. Any employee who is on vacation or sick leave when a holiday occurswill
not have that holiday charged against his or her vacation or sick leave.
G. Employees who are assigned to work on a holiday are eligible for pay at
time and one-half for working that day. This time and one-half may be taken as
compensation or put in a compensatory time off bank. Compensation shall be determined
by adding the employee's normal work schedule hours times the base rate of pay
compensation for the holiday, plus compensation at time and one-half for hours actually
worked. Payment at time and one-half abrogates the employee's right to that holiday.
Exempt employees shall only be permitted to bank the holiday at time and one-half.
§2 Holiday Facility Closure
City and some Fire District facilities will observe a holiday closure beginning
Monday, December 25, 2017, through Monday, January 1, 2018. In future years, certain
City facilities may close in conjunction with the Christmas and New Year's holidays.
Closure dates for City and some Fire District facilities shall be determined by the City in order
to balance the impact on public services. During a holiday closure, affected represented
employees may take paid leave from holiday, management leave, and compensatory time
or vacation accruals or they may be reassigned to a facility that will remain open during
the closure.
§ 3 Vacation Leave
A. Vacation leave is a right to a leave of absence with pay. It is earned as a
condition of employment.
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B. 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 400 6.593
11-14years 188.58 hours 400 7.253
15-19years 205.72 hours 400 7.912
20-24 years 222.86 hours 400 8.572
25+ years 240.00 hours 400 9.231
C. An employee who, as of July 1 of any given year, has completed 10, 15,20
or 25 years of service shall receive a onetime credit of 10 hours, if a 40 hour employee.
The employee shall, beginning the 11th, 16th, 2151 and 25th year, accrue vacation at the
appropriate pay period accrual rate.
D. 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.
E. 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.
§ 4 Sick Leave
Sick leave shall be used in case of a bona fide illness of the employee upon
approval and for necessary medical appointments. Sick leave may also be used for
sickness, disability, pregnancy, childbirth, serious illness or emergency of his or her child,
parent, spouse, or registered domestic partner, grandparent, grandchild and sibling, or
any other member of the employee's immediate family as defined in the District Personnel
Rules, who is incapacitated, and/or requires the service of a physician, and when the
presence of the employee is required. At the conclusion of the need for time off to care
for a family member, said employee shall return to work as soon as possible. The
employee must give the immediate supervisor or Fire Chief reasonable advance written
or oral notice. If the need for sick leave is not foreseeable, the employee shall provide
written or oral notice of the need for the leave as soon as practicable. If the employee is
required to be absent on sick leave for more than one day, the employee must keep the
immediate supervisor informed each day as to the date the employee expects to return
to work and the purpose of the leave. Failure to request sick leave as required by this
provision without good reason, may result in the employee being treated as absent
without leave. The maximum number of hours that may be used for sickness, disability,
serious illness or emergency of his or her child, parent, spouse, or registered domestic
partner, grandparent, grandchild, and sibling is equal to the employee's annual accrual.
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A. Full Time Employees
1. Sick leave is that amount of leave designated by District.
2. All employees shall be entitled to sick leave as follows:
Annual Max.
Personnel Monthly Accrual Accrual
40 hr Personnel 10 hours 120 hours No limit
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. Sick leave shall not be used in lieu of or in addition to vacation.
D. Employees must provide a physician's certification for any sick leave absence
that occurs after the employee has used 40 hours, or four days, whichever is greater, that
involves the illness of the employee or family member. This requirement does not pertain to
Personal Leave (see § 5)
E. The Fire Chief may require medical certification that the employee is capable of
and released to return to the performance of all duties of his/her position.
F. In case of voluntary or involuntary termination of an employee's continuous
service, except by reason of retirement or lay-off for lack of work or funds shall result in abrogation
of all sick leave and no payment will be made by the District for sick leave accrued to the time of
such termination regardless of whether or not such employee subsequently reenters District
service.
G. Any employee incurring a serious injury or illness while on paid vacation leave
may have those days of illness changed to sick leave with pay and vacation days restored
accordingly, provided the employee has sufficient sick leave accrued and the period of illness is
certified by a written doctor's statement.
H. Employees with ten (10) or more years of service shall be eligible to convert
unused sick leave to vacation in accordance with the following:
1. Employees who, in the preceding calendar year, accrued 90 to 120 unused
hours of sick leave earned inthat preceding calendar year, may exercise the option of having one-
half (1/2) of that unused sick leave accrued inthe preceding year converted to vacation leave and
the remainder carried over as accrued sick leave.
2. Employeeswho accrued 60to 90 unused hours of sick Ieaveearned 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.
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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 inwhich
the conversion is to be made.
I. Upon the retirement of an employee, the employee may elect from one or
more of the following options:
• Sell back up to fifty per cent (50%) of his/her accumulated unused
sick leave at the employee's regular hourly rate of pay at retirement.
Designate accumulated unused sick leave for CalPERS service
credit per Government Code Section 20965.
Apply the cash value of up to one hundred per cent (100°/x) of
accumulated unused sick leave to the employee's VEBA account (if. enrolled), at the
employee's regular hourly rate of pay, as permitted by the VEBA plan.
§5 Personal Leave
A. The employee shall be granted one (1) day paid personal leave to attend
the funeral of a close relative not in the employee's immediate family.
B. An employee required to appear before a court for other than subpoenas
due to actions as a District employee or jury duty will receive the necessary time as paid
personal leave, providing:
1, He or she notifies his or her supervisor or Duty Chief in advance, with
adequate time remaining so that a relief may be obtained.
2. The employee must return to duty within a reasonable time afterthe
appearance.
C. Personal leave will be charged against any timethe employee has accrued,
such as sick leave, vacation, and compensatory time, at the employee's option.
D. Employees can use up to twenty (20) hours of accrued sick leave as
personal leave. This twenty (20) hours can be used incrementally (i.e., 1 hour, 2 hour)
throughout the fiscal year. Use of this time is for emergency situations requiring the
employee's attention and needs to be cleared with their supervisor when using thistime.
§ 6 Bereavement Leave
A. 40-hour Personnel
In the event of a death in the employee's immediate family, theemployee
shall be granted five (5) days paid bereavement leave. Immediate family is defined as:
Spouse, registered domestic partner, parents, grandparents, children,
grandchildren, brother, sister, stepparents, stepchildren, step grandchildren, and the
employee's mother-in law,father-in- law, grandparents-in law, brother-in-law, sister-in-law,
or a blood relative residing withthe employee.
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§ 7 Compensatory Time
A. FLSA exempt Management employees may earn compensatory time on a
basis of one (1) hour worked equals one (1) hour of compensatory time. Compensatory
timewill not be granted for attendance at any regularly scheduled meetings ofthe Board of
Directors, or any District Committee nor will compensatory time be granted for additional
working time beyond the normal working day necessary for efficient and effective
department operations, or to maintain good public relations. Any such time shall be
considered a part of the normal duties of the position.
B. Compensatory time may be earned for required attendance at special
meetings of the Board of Directors and District Committees, except when such meetings
are held in lieu of a regularly scheduled meeting or when such meetings are called and/or
scheduled as part of the annual budget preparation process and annual audit.
C. Compensatory time may also be earned for special and/or unusual work
situation not provided for in the preceding paragraphs.
D. The earning and accrual of compensatory time requiresthe approval ofthe
employee's supervisor.
§ 8 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 Districtwhile 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 service with the armed forces of
the United States shall be entitled to reinstatement to their former positions. Upon
application for reinstatement, the individual must display a certificate showing service was
other than dishonorable. However, any individual possessing right of reinstatement
automatically forfeits these rights upon voluntary enlistment for a second term.
D. Any employee returning from service with the armed forces shall be entitled
to such length of service seniority as would have been credited to them had they remained
for that period of time with the District.
E. An employee who was in a probationary period at the time of military leave
shall, upon return, complete the remaining portion of the probationary period according to
the then present rules.
F. An employee promoted to fill a vacancy created by a person serving in the
armed forces shall hold such position subject to the return of the veteran. Theemployee
affected by the return shall be restored to his or her former position or one of a similar
nature while the returning employee resumes the position he or she previously held.
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§ 9 Jury Duty
A. Any member of District who is called or required to serve as atrial juror may
be absent from duty with District during the period of such service or while necessarily
being present in court as a result of such call. Such member on jury duty will continueto
receive normal pay, provided he or she:
1. Notifies his or her supervisor, in advance, with adequate time
remaining so that a relief may be obtained.
2. Returned to duty within a reasonable time after being released with a
signed certificate of service from the court stipulatingthe hours of service and release time.
This certificate may be obtained by asking the court secretary or bailiff. The employee
then forwards it to his or her supervisor.
3. Pay received for servicewhile absentfrom Districtmust beturned over
to District; however, pay received while off duty may be kept by the employee.
4. All personnel called for jury duty must abide by all of the above rules
and must return to work if dismissed before the end of their regular work shift.
§10 HoursofVacation Buy-Back
Each fiscal year, at the employee's written request, the District will "buyback"
the total cash value of up to 100 hours of previous earned vacation leave. This buy back
shall occur twice annually in a fiscal year, in November and April. Employees must
maintain a minimum of 40 hours of accrued vacation subsequent to any payment of vacation
buyback time.
§11 Civil Subpoena/Criminal Subpoena
A. CivilSubooena
When members of District have been served a civil subpoena to appear in
court as a witness due to actions as a District employee, the following procedure shall be
followed:
1. Personnel will be paid at their regular hourly rate while they are in
court.
2. District transportation will be provided when available. If the employee
uses his or her own transportation, he or she will be reimbursed by District at the prevailing
mileage rate.
3. If the employee is required to appear in a court that is outside the
Rancho Cucamonga Fire Protection District and this appearance requiresthe employeeto
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.
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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 atthe regular hourly ratewhile
in court.
2. Districttransportation will be provided when available. If theemployee
uses their own transportation, they will be reimbursed by District at the prevailing mileage
rate.
3. If the employee is required to appear in court outside the Rancho
Cucamonga Fire Protection District and this appearance requires the employee to buy a
meal, he or she will be reimbursed. If an extended appearance in court is necessary where
lodging and meals would be required, authorization shall be obtained from the Fire Chief.
4. A criminal subpoena need not have a court stamp affixed.
§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 of
that employee.
C. Leave of absence without pay granted by the Board shall not be construed
as a break in service or employment. During these periods, vacation, holiday, orsick leave
credits shall not accrue. An employee reinstated after a leave of absence without pay shall
receive the same step in the salary range received when he or she began the leave of
absence. Time spent on such leave without pay shall not count toward service for
increases within the salary range. For purposes of this section, the employee's merit
increase eligibility date shall be adjusted to the date of reinstatement.
D. An employee on an approved leave of absence without pay may continue
medical insurance coverage by paying the full cost to District, in advance, for each month,
or portion thereof, of which he or she is absent.
§13 Natal and Adoption Leave
A. Natal and Adoption Leave without Pay
The District shall provide employees up to four months natal and adoption
leave for the birth or adoption of a child; such leave shall be pursuant to the provisions of
the California Pregnancy Disability Act ("PDA"; California Government Code section
12945), if applicable. The District's PDA policy is incorporated herein by reference.
Employees on this leave of absence without pay beyond the four-month period will be
responsible for the payment of medical, dental and optical premiums to keepthe coverage
in force during the leave of absence.
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B. Natal and Adoption Leave with Pav
Employees are granted up to 2 days natal and adoption leave with pay for
the birth or adoption of a child. Any paid time required beyond this initial 2 days mustbe
charged to sick leave, vacation, compensatory or floating holiday time.
§ 14 Management Leave
Exempt classifications shall be provided management leave inthe amount of
fifty (50) hours per fiscal year, which shall be credited to the employee at the start of pay
period No. 1 of each fiscal year. Unused management leave in an amount not toexceed
forty (40) hours, may be converted to cash at the employees then existing hourly rate,
during the last payroll period commencing in June of each fiscal year. Management leave
not utilized nor cashed out, shall not be carried over to any subsequent fiscalyears.
§15 Deferred Compensation
A. Exempt classifications shall receive two (2) percent of monthly
unadjusted base salary as a deferred compensation contribution to be paid by the District.
B. Effective the first full pay period in July of 2017, the City will match up to
$25 per pay period per employee for employees who contribute up to $25 into deferred
compensation through payroll deductions.
ARTICLE IV GRIEVANCE PROCEDURE
§ 1 Purpose
This article is intended to provide afair and orderly procedureforthe 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 mattersinclude all warnings,
written reprimands, suspensions, reductions in pay which are not the result of transfer or
reassignment, demotions, dismissal or any other actionwhich 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 ofcompensation shall not be
deemed to be disciplinary actions.)
§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 providefor a two-way system of communication by making itpossiblefor
levels of supervision to address problems, complaints,and questions raised by employees.
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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 awithdrawal 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 ifthe
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 istimely 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 bythe employee to advise the immediate supervisor of
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the grievable problem or complaint within seven (7) days of the date that the employee
knew or should reasonably have known of the existence of the problem or complaint, shall
constitute a waiver by the employee of the ability to utilize the grievance procedure.
§5 Formal Grievance Procedure
A. Step I
The employee and/or representative shall presentthe grievance, inwriting
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 howthe grievancefits 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 inwriting 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.
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 ofthewritten appeal, the Fire Chief ordesignee 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. Ifthe grievance is not resolved to the satisfaction ofthe 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 thewritten appeal,the CEO ordesignee 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.
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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, orthis 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 notgrievable and the grievance shall
proceed no further unless or until on application bythe 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 N
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 bythe CEO or designee of a grievance decision, the employee
mayfurther appeal the matter byfiling 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
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attendant to the presentation of evidence, shall be borne by the party at 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 bythe
employee and shall be by a preponderance of the evidence.
13. Not laterthan ten (10) days priorto 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 (loth) day priorto commencement of
the hearing. Failure to comply with said requirements shall result in exclusion ofwitness
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 bythis
MOU, and not by CCP § 1280 et seq.
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 subject to review
pursuant to either this MOU or any other District rules, policies and regulations. Further,
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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 besubject 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 inthe
procedure. EXCEPTION: Notwithstanding the above, an extension oftime is permittedwith
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
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
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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 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, modifyingor
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 Chiefs 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 OfficerAupeal
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
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Chief or his designee a written appeal to an advisory hearing officer. Said appeal shall be
timely only if it is received inthe office of the Fire Chief or designee not laterthan seven (7)
days after service of the appealable decision by the Fire Chief or designee.
C. The employee's appeal shall state with specificity all allegations of facts and
law upon which the appeal is based, and the specific relief sought.
D. Within ten (10) days after receipt of a valid appeal, the Fire Chief or his
designee shall request of the California State Conciliation and Mediation Service, that it
submit a list of seven (7) hearing officers for hearing of the appeal. The Fire Chief or
designee shall direct that a copy of the list of hearing officers be sent to the employee and
to the Fire Chief or designee, as well.
E. Absent mutual selection of a hearing officer from either the submitted list or
otherwise, the hearing officer shall be chosen by an initial flip of the coin,with the prevailing
employee or Fire Chief/designee having the option of making the first strike or directing that
the opposing party make the first strike. Following alternate striking, the one remaining
hearing officer candidate shall be deemed the appointed hearing officer.
F. The hearing officer shall conduct the hearing at a time and place mutually
agreed upon by the parties.
G. The hearing shall be memorialized by use of a certified shorthand reporter.
The shorthand reporter shall be selected by the employee.
H. All fees and expenses of the hearing officer shall be borne equally by the
parties.
I. All fees and expenses related to the securing of a representative and/or
legal counsel, the preparation of transcripts,witness fees and other expenses attendant to
the presentation of evidence, shall be borne by the party at whose direction said expense
is incurred.
J. The per diem fee of the shorthand reporter shall be borne equally by the
parties. The cost of transcription shall be borne by the party ordering the transcript.
K. Neither the Federal or California State Rules of Evidence shall be binding
upon evidentiary issues at the hearing. However, such authorities may be considered by
the hearing officer in rendering evidentiary rulings. Further, the California Administrative
Procedure Act shall specifically be of no application to the hearing process. Additionally,
the Fire Chief or designee shall be specifically authorized to call the employee or any other
individual as a witness during his case in chief or otherwise as the Fire Chief or designee
may deem appropriate.
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 bythe Fire
Chief. The standard of proof shall be by a preponderance of the evidence.
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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 ofwitness
testimony and/or rejection of exhibits not designated in the submissions.
0. 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 submitthe
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 inwriting pursuantto 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 maybe subject to rejection or modification, the Chief Executive
Officer shall within thirty (30) days of receipt of the appeal so notify the parties and shall
order a transcript of the proceedings before the hearing officer with copies to the employee
and the Fire Chief. In such case, the cost of producing the transcript of the proceedings
shall be borne equally bythe parties.Within thirty(30)daysofservice ofthetranscript,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. Allowablejudicial 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 laterthan 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 in Association 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 anyway discriminated against as a result of reporting
any condition believed to be a violation of 1 of this Article V.
§ 3 Safely Equipment
Should the employment duties of an employee in the unit, in the estimation of
OSHA, require use of any equipment or gear to ensure the safety of the employee or
others, District agrees to furnish such equipment or gear.
§4 EmoloveeResponsibility
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
Members of Association agree to accept and comply with the District's Smoking
Policy as written and approved by the Fire Chief.
ARTICLE VII MANAGEMENT RIGHTS
§ 1 Scope of Rights
It is understood and agreed that District possesses the sole right and authority
to operate and direct the employees of District in all aspects, except as modified in this
Memorandum of Understanding. These rights include, but are not limited to:
A. The right to determine its mission, policies, and standards of service to be
provided to the public;
B. To plan, direct, control, and determine the operations or services to be
conducted by employees of District,-
C.
istrict;C. To determine the methods, means, and number of personnel needed to
carry out District's mission;
D. To direct the working forces;
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E. To hire, assign, or transfer employees within District,-
F.
istrict,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 maybe 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; and,
M. To establish work and productivity standards.
§2 Emergency Conditions
If in the sole discretion of the Board of Directors or Fire Chief it is
determined that extreme civil emergency conditions exist, including, but not limited
to, riots, civil disorders, earthquakes, floods, or other similar catastrophes, the
provisions of this MOU may be suspended during the time of the declared emergency,
provided that wage rates and monetary fringe benefits shall not be suspended.
ARTICLE VIII EMPLOYEE RIGHTS
§ 1 Scone of Rights
All employees shall have the following rights which may be exercised in
accordance with State Law, applicable ordinances, rules and regulations:
(a) The right to form, join and participate in the activities of employee
organizations of their own choosing for the purpose of representation on all matters
of employer-employee relations.
(b) The right to be free from interference, intimidation, restraint,
coercion, discrimination, or reprisal on the part of an appointing authority, supervisor,
other employees, or employee organizations as a result of their exercise of rights
granted inthis Article.
The provisions of Section 3500 et seq. of the Government Code
are herby incorporated as such provisions may applyto employees within the Support
Services Association.
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Fire Support MOU 2017-2018
ARTICLE IX MAINTENANCE OF BENEFITS
All wages, hours and terms and conditions of employment specifically provided for
in this memorandum of understanding, shall remain in full force and effect during the term of
the MOU, unless modified pursuant to written agreement of the parties.
ARTICLE X 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 bothjointly 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 XI PROVISIONS OF LAW
It is understood and agreed that this MOU and employees are subject to all
current and future applicable Federal and State laws and regulations and the current
provisions of District law. If any part or provisions of this MOU is in conflict or inconsistent with
such applicable provisions of those Federal, State, or District enactments or is otherwise
held to be invalid or unenforceable by any court of competent jurisdiction, such part or
provision shall be suspended and superseded by such applicable law or regulations, and
the remainder of this MOU shall not be affected thereby. If any substantive part or provision
of this MOU is suspended or superseded, the parties agree to re-open negotiations regarding
the suspended or superseded part or provisions with the understanding that the total
compensation to employees under this MOU shall not be reduced or increased as result of
this Article.
District and Association recognize that under this MOU and in personnel matters
not covered in this contract, the current District Personnel Rules as amended and effective
shall apply. The Personnel Rules applicable to the Association shall not be changed for the
duration of this Agreement.
ARTICLE XII TERM
The term of this MOU shall commence on July 1,2017 and will continue for a two
year period, ending on June 30, 2019.
ARTICLE XIII NEGOTIATION OF SUCCESSOR MOU
The parties agree that negotiation of a successor tothis MOU shall commence not
later September 1, 2018.
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Fire Support MOU 2017-2018
EXHIBIT A
FIRE SUPPORT SERVICES
Communications Technician
Emergency Management Coordinator
Emergency Medical Services Administrator
Fire Equipment Apprentice Mechanic
Fire Equipment Lead Mechanic
Fire Equipment Mechanic
Fire Information Systems Technician
Fire Prevention Specialist Inspection I
Fire Prevention Specialist Inspection II
Fire Prevention Supervisor
Fire Shop Supervisor
Maintenance Officer
Management Aide
Management Analyst I
Management Analyst II
Management Analyst III
Office Services Clerk
Office Specialist I
Office Specialist II
Plans Examiner - Fire
Public Education Specialist
Secretary
Senior Administrative Secretary
Fire Clerk
Fire Prevention Technician
Quality Improvement Specialist
Emergency Medical Services Quality Improvement Nurse
32
Association District
Date Date
Kel ey D aldson Robert Neiuber
Management Analyst I Human Resources Director
an a Jenifer Phillips
Fire Preven ion Supervisor Human Resources Manager
Caroline Cruz-Contreras
Senior Accountant
Lucy Alvarez-Nunez
Management Analyst I
Approved by action of the Board of Directors the day of 2017
36
Fire Support MOU 2017-2019
Association District
c
Date Date
5; �-,
Kelley Donaldson Johnillison
Management Analyst I City Manager
Shane Adams Robert Neiuber
Fire Prevention Supervisor Human Resources Director
Jn illi
H Resources Manager
Lucy Adv rez-Nunez
Management Analyst 1
&? cej2�
Caroline Cruz-C treras
Senior Accountant
Approved by action of the Board of Directors the day of 2017
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Fire Support MOU 2017-2019