HomeMy WebLinkAbout2006/01/17 - Agenda Packet - (Spec Meet. Labor Neg.)
AGENDA
CITY OF RANCHO CUCAMONGA
CITY COUNCIL
FIRE PROTECTION DISTRICT
REDEVELOPMENT AGENCY
SPECIAL MEETING
Tuesday, January 17, 2006 ~ 4:00 p.m.
Rancho Cucamonga Civic Center - Training Room
10500 Civic Center Drive ~ Rancho Cucamonga, CA 91730
A. CALL TO ORDER
1. Pledge of Allegiance
2. Roll Call:
Alexander _' Gutierrez_, Michael_, Spagnolo_, Williams_.
B. PUBLIC COMMUNICA nONS
This is the time and place for the general public to address the City Council, Fire
Protection District and Redevelopment Agency. State law prohibits the Council, District
and Agency from addressing any issue not previously included on the agenda. The
Council, District and Agency may receive testimony and set the matter for a subsequent
meeting. Comments are to be limited to five minutes per individual.
C. ITEMW OF BUSINESS
1. DISCUSSION AND CONSIDERATION OF ORGANIZATIONAL EFFECTIVENESS.
CONSENSUS BUILDING AND PRIORITIES - Dr. Bill Mathis, Facilitator
D. CLOSED SESSION
1. LABOR NEGOTIATIONS PER GOVERNMENT CODE SECTION 54957.6 TO
GIVE GEORGE RIVERA, ADMINISTRATIVE SERVICES MANAGER, PAMELA
EASTER, DEPUTY CITY MANAGER, AND LARRY TEMPLE, ADMINISTRATIVE
SERVICES DIRECTOR, DIRECTION IN REGARDS TO THE MEET AND
CONFER PROCESS - FIRE DISTRICT
E. ADJOURNMENT
I, Debra J. Adams, City Clerk of the City of Rancho Cucamonga, hereby certify that a
true, accurate copy of the foregoing agenda was posted on January 12, 2006, per
Government Code 54954.2 at 10500 Civic Center Drive, Rancho Cucamonga, California.
"
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City of Rancho Cucamonga .... 2006 Strategic Planning Retreat
III. 6 Major Areas for Strategic Initiatives:
(Not in order of priority)
A. Public Safety
B. Economic Development / Redevelopment
C. Infrastructure
D. Leisure Services / Quality of Life
E. General Plan Issues
F. Organizational Development / Health
IV. Prioritize the Areas of "A" priorities for 2006?
. List the next level priority concerns
. Jack/Staff to prepare cost estimates/strategies for presentation
Before budget preparation
. How do we present and adve'rtise our goals to the citizens and our
constituents?
v. Summary and Review
. Scheduling Goals/Strategic initiative follow-up?
. Any new strategies or ideas for serving the public in a better way
(i.e., always striving to improve) as we continue to become the Best Run
City in California
www.MathisAssociates.com
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..'.
~ 2. No Discrimination
No employee shalI be in any way discriminated against as a resuh of reporting
any condition believed to be a violation of Section I of this Article V.
~ 3. Safety Equioment
Should the employment duties of an employee in the unit, in the estimation of
OSHA, require use of any equipment or gear to insure the safety of the employee or others,
District agrees to furnish such equipment or gear.
~ 4. Emolovee Resoonsibilitv
In the course of performing their normalIy 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. Minimum Mannlne
Minimum manning will be three (3) man engines. Minimum manning on a regular
shift shalI remain at twenty-four (24) suppression personnel (including three (3) personnel on the
rescue unit) and one (1) investigator unless authorized by the District Board to reduce below the
level of twenty-four (24).
~ 6. Smokinl! Policv
Employees in Union have agreed to accept and abide by the District "Smoking
Policy," as written and approved by the Chief in effect on July I, 1996.
ARTICLE vn MANAGEMENT RIGHTS
~ 1. Scooe ofRiehts
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;
Page 29 of32
1'70'7'7/)'1 DAf\1C 1\11
C. To determine the methods, means,'and number of personnel
needed to carry out District's mission;
D. To direct the working forces;
I
E. . To hire, assign, or transfer employees within District;
F. To promote, suspend, discipline, or discharge employees;
G. To layoff or relieve employees due to lack of work or fimds or for
other legitimate reasons. (Any provision within this MOD, City rules or regulations or any other
policy or procedure promulgated by the City or any Department of the City which prohibits the
imposition oflayoffs, is deemed null and void);
. H. To make, publish, and enforce rules and regulations;
I. To introduce new or improved methods, equipment, or facilities;
1. To contract out for goods and services;
K To take any and all actions as may be necessary to carry out the
mission of District in situations of civil emergency as may be declared by the Board of Directors
or Fire Chief;
L. To schedule and assign work;
M. To establish work and productivity standards.
~ 2. Emel"l!encv Conditions
If in the sole discretion ofthe 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 MOD may be suspended
during the time of the declared emergency, provided that wage rates and monetary fringe
benefits shall not be suspended.
ARTICLE VllI 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 MOD, unless modified pursuant to written agreement of the parties.
ARTICLE IX APPROVAL BY THE BOARD OF DIRECTORS
This MOD is subject to approval by the Board of Directors of District. The parties
hereto agree to perform whatever acts are necessary both jointly and separately to urge the Board
to approve and enforce this MOD in its entirety. Following approval of this MOD by the Board,
Page 30 of32
170"1''/1'1'1 V An1'::: 1'\11
its terms and conditions shall be implemented by appropriate ordinance, resolution, or other
lawful action.
ARTICLE X PROVISIONS OF LAW
It is understood and agreed that this MOD 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 MOD is in conflict or inconsistent with such
applicable provisions ofthose 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 MOD
shall not be affected thereby. If any substantive part or provision of this MOD 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 MOD
shall not be reduced or increased as resuh of this Article.
B. The District and the Union recognize that under this MOD and in
personnel matters riot covered in this contract, the current District Personnel Rules as amended
and effective shall apply. The Personnel Rules applicable to the Union shall not be changed for
the duration of this Agreement.
ARTICLE XI TERM
The term of this MOD shall commence on July 1, 2006 and will continue for a
three-year period, ending on June 30, 2009 In the event either party hereto desires to negotiate a
successor MOD, such parties shall serve upon the other, its written request to commence
negotiations as well as any written proposal for such successor MOD. Dpon receipt of such
written proposals, negotiations shall begin no later than thirty (30) calendar days after such
receipt.
Dated c;JrJtrl. /7,. 20Gb
Union
Gt~~
JUVownsend, President
Dated '-- ) tUc- / 7 2-D <0 b
I
District
'\!a1/ ;4i/\
Jack Lam, "-
. Chief Executive Officer
"
~
Ron Seymour,
resentative
Page 31 of32
1'70'7"7(\7 PAn1( nil
SALARY SCHEDULE AS OF JULY 1, 2006
Adopted at the Jan. 17. 2006 <Fire Board meeting
A B C D E
FIRE CAPTAIN 24.31 25.53 26.80 28.14 29.55 Hourly
2,722.83 2.858.97 3,001.92 3,152.02 3,309.62 Bi-Weekly
5,899.46 6,194.44 6,504.16 6,829.37 7,170.83 Monthly
FIRE ENGINEER 20.72 21.76 22.85 23.99 25.19 Hourly
2,320.86 2,436.90 2,558.75 2,686.69 2,821.02 Bi~Weekly
5,028.53 5,279.96. 5,543.96 5,82U5 6,112.21 Monthly
FIREFIGHTER 18.11 19.02 19.97 20.97 22.01 Hourly
2,028.37 2,129.79 2,236.28 2,348.10 2,465.50 Bi-Weekly
4,394.81 4,614.55 4,845.28 5,087.54 5,341.92 Monthly
FIRE INSPECTOR 20.72 21.76 22.85 23.99 25.19 .Hourly
2,320.86 2,436.90 2,558.75 2,686.69 2,821.02 Bi-Weekly
5,028.53 5;279.96 5,543.96 5,821.15 6,112.21 Monthly
HAZARDOUS MATERIAL STIPEND (5% of Fire Enqr. Step E)
1.26 1.26 1.26 1.26 1.26 Hourly
141.05 141.05 141.05 141.05 141.05 Bi-Weekly
305.61 305.61 305.61 305.61 305.61 Monthly
PARAMEDIC STIPEND (12.13% of Fire Enqr. Step E)
3.06 3.06 3.06 3.06. 3.06 Hourly
.342.19 342.19 342.19 342.19 342.19 Bi-Weekly
741.41 741.41 741.41 741.41 741.41 Monthly
CANINE STIPEND (5% of Fire Enqr. Step El
1.26 1.26 1.26 1.26 1.26 Hourly
141.05 141.05 141.05 141.05 141.05 Bi-Weekly
305.61 305.61 305.61 305.61 305.61 Monthly
EXHIBIT" A"
SALARY SCHEDULE AS OF JANUARY 1, 2007
Adopted at the Jan. 17. 2006 Fire Board meeting
A B C D E
FIRE CAPTAIN 25.04 26.29 27.61 28.99 30.44 Hourly
2,804.51 2,944.74 3,091.98 3,246.58 3,408.90 Bi-Weekly
6,076.45 6,380.27 6,699.28 7,034.25 7,385.96 Monthly
FIRE ENGINEER 21.34 22.41 23.53 . 24.71 25.94 Hourly
2,390.49 2,510.01 2,635.51 2,767.29 2,905.65 Bi-Weekly
5,179.39 5,438.36 5,710.27 5,995.79 6,295.58 Monthly
FIREFIGHTER 18.65 19.59 20.57 21.59 22.67 Hourly
2,089.23 2,193.69 2,303.37 2,418.54 2,539.47 Bi-Weekly
4,526.66 4,752.99 4,990.64 5,240.17 5,502.18 Monthly
FIRE INSPECTOR 21.34 22.41 23.53 24.71 25.94 Hourly
2,390.49 2,510.01 2,635.51 2,767.29 2,905.65 Bi-Weekly
5,179.39 5,438.36 5,710.27 5,995.79 6,295.58 Monthly
HAZARDOUS MATERIAL STIPEND /5% of Fire Enqr. Step El
1.30
145.28
314.78
1.30
145.28
314.78
1.30
145.28
314.78
1.30
145.28
314.78
1.30 Hourly
145.28 Bi-Weekly
314.78 Monthly
PARAMEDIC STIPEND /12.13% of Fire Enqr. Step El
3.15 3.15 3.15 3.15 . 3.15 Hourly
352.46 352.46 352.46 352.46 352.46 Bi-Weekly
763.65 763.65 763.65 763.65 763.65 Monthly
CANINE STIPEND /5% of Fire Enqr. Step El
1.30 1.30 1.30 1.30 1.30 Hourly
145.28 145.28 145.28 145.28 145.28 Bi-Weekly
314.78 314.78 314.78 314.78 314.78 Monthly
EXHIBIT "B"
SALARY SCHEDULE AS OF JULY 1, 2007
Adopted at the J an. 17, 2006 Fire Board meeting
A B C D E
FIRE CAPTAIN 25.79 27.08 28.44 29.86 31.35 Hourly
2,888.65 3,033.08 3,184.74 3,343.97 3,511.17 Bi-Weekly
6,258.74 6,571.68 6,900.26 7,245.27 7,607.54 Monthly
FIRE ENGINEER 21.98 23.08 24.24 25.45 26.72 Hourly
2,462.20 2,585.31 2,714.58 2,850.31 2,992.82 Bi-Weekly
5,334.77 5,601.51 5,881.58 6,175.66 6,484.45 Monthly
FIREFIGHTER 19.21 20.17 21.18 22.24 23.35 Hourly
2,151.90 2,259.50 2,372.47 2,491.10 2,615.65 Bi-Weekly
4,662.46 4,895.58 5,140.36 5,397.38 5,667.24 Monthly
FIRE INSPECTOR 21.98 23.08 24.24 25.45 26.72 Hourly
2,462.20 2,585.31 2,714.58 2,850.31 2,992.82 Bi-Weekly
5,334.77 5,601.51 . 5,881.58 6,175.66 6,484.45 Monthly
HAZARDOUS MATERIAL STIPEND (5"10 of Fire EnClr. Step El
1.34
149.64
324.22
1.34
149.64
324.22
1.34
149.64
324.22
1.34
149.64
324.22
1 .34 Hourly
149.64 Bi-Weekly
324.22 Monthly
PARAMEDIC STIPEND (12.13"10 of Fire EnClr. Step El
3.24 3.24 3.24 3.24 3.24 Hourly
363.03 363.03 363.03 363.03 363.03 Bi-Weekly
786.56 786.56 786.56 786.56 786.56 Monthly
CANINE STIPEND (5"10 of Fire EnClr. Step El
1.34 1.34 1.34 1.34 1.34 Hourly
149.64 149.64 149.64 149.64 149.64 Bi-Weekly
324.22 324.22 324.22 324.22 324.22 Monthly
EXHIBIT "e"
SALARY SCHEDULE AS OF JANUARY 1, 2008
Adopted at the J an. 17, 2006 Fire Board meeting
A B C D E
FIRE CAPTAIN 26.31 27.62 29.00 30.45 31.98 Hourly
2,946.42 3,093.74 3,248.43 3,410.85 3,581.39 Bi-Weekly
6,383.92 6,703.11 7,038.27 7,390.18 7,759.69 Monthly
FIRE ENGINEER 22.42 23.54 24.72 25.96 27.26 Hourly
2,511.45 2,637.02 2,768.87 2,907.31 3,052.68 Bi-Weekly
5,441.46 5,713.54 5,999.21 6,299.18 6,614.13 Monthly
FIREFIGHTER 19.60 20.58 21.61 22.69 23.82 Hourly
2,194.94 2,304.69 2,419.92 2,540.92 2,667.96 Bi-Weekly
4,755.71 4,993.49 5,243.17 5,505.32 5,780.59 Monthly
FIRE INSPECTOR 22.42 23.54 24.72 25.96 27.26 Hourly.
2,511.45 2,637.02 2,768.87 2,907.31 3,052.68 Bi-Weekly
5,441.46 5,713.54 5,999.21 6,299.18 6,614.13 Monthly
HAZARDOUS MATERIAL STIPEND (5% of Fire Enqr. Step El
1.36
152.63
330.71
1.36
152.63
330.71
1.36
152.63
330.71
1.36
152.63
330.71
1 .36 Hourly
152.63 Bi-Weekly
330.71 Monthly
PARAMEDIC STIPEND'(12.13% of Fire Enqr. SteD El
3.31 3.31 3.31 3.31 . 3.31 Hourly
370.29 370.29 370.29 370.29 370.29 Bi-Weekly
802.29 802.29 802.29 802.29 802.29 Monthly
CANINE STIPEND (5% of Fire Enqr. SteD El
1.36 1.36 1.36 1.36 1.36 Hourly
152.63 152.63 152.63 152.63 152.63 Bi-Weekly
330.71 330.71 330.71 330.71 330.71 Monthly
EXHIBIT "0"
SALARY SCHEDULE AS OF JULY 1, 2008
Adopted at th'e Jan. 17, 2006 Fire Board meeting
A 8 C D E
FIRE CAPTAIN 27.10 28.45 29.87 31.37 32.94 Hourly
3,034.82 3,186.56 3,345.88 3,513.18 3,688.84 Bi-Weekly
6,575.43 6,904.20 7,249.41. 7,611.89 7,992.48 Monthly
FIRE ENGINEER 23.10 24.25 25.46 26.74 28.07 Hourly
2,586.79 2,716.13 2,851.93 2,994.53 3,144.26 Bi-Weekly
5,604;71 5,884.94 6,179.19 6,488.15 6,812.56 Monthly
FIREFIGHTER 20.19 21.19 22.25 23.37 24.54 Hourly
2,260.79 2;373.83 2,492.52 2,617.15 2,748.00 Bi-Weekly
4,898.38 5,143.30 5,400.46 . 5,670.48 5,954.01 Monthly
FIRE INSPECTOR 23,10 24.25 25.46 26.74 28.07 Hourly
2,586.79 2,716.13 2,851.93 2,994.53 3,144.26 Bi-Weekly
. 5,604.71 5,884.94 6,179.19 6,488.15 6,812.56 Monthly
HAZARDOUS MATERIAL STIPEND (5% of Fire EnQr. Step El
1.40
157.21
340.63
1.40
157.21
340.63
1.40
157.21
340.63
1.40
157.21
340.63
1.40 Hourly
157.21 Bi-Weekly
340.63 Monthly
PARAMEDIC STIPEND (12.13% of Fire EnQr. Step El
3.41 3.41 3.41 3.41 3.41 Hourly
381.40 381 .40 381 .40 381 .40 381 .40 Bi-Weekly
826.36 826.36 826.36 826.36 826.36 Monthly
CANINE STIPEND (5% of Fire EnQr. StepEI
1.40 1.40 1.40 1.40 1.40 Hourly
157.21 157.21 157.21 157.21 157.21 Bi-Weekly
340.63 340.63 340.63 340.63 340.63 Monthly.
EXHIBIT "E"
SALARY SCHEDULE AS OF JANUARY 1, 2009
Adopted at the J an. 17. 2006 Fire Board meeting
A B C D E
FIRE CAPTAIN 27.64 29.02 30.47 32.00 33.59 Hourly
3,095.51 3,250.29 3,412.80 3,583.44 3,762.61 Bi-Weekly
6,706.94 7,042.29 7,394.40 7,764.12 8,152.33 Monthly
. FIRE ENGINEER 23.56 24.74 25.97 27.27 28.64 Hourly
2,638.52 2,770.45 2,908.97 3,054.42 3,207.14 Bi-Weekly
5,716.80 6,002.64 6,302.77 6,617.91 6,948.81 Monthly
FIREFIGHTER 20.59 21.62 22.70 23.83 25.03 Hourly
2,306.00 2,421.31 2,542.37 2,669.49 2,802.96 Bi-Weekly
4,996.34 5,246.16 5,508.47 5,783.89 6,073.09 Monthly
FIRE INSPECTOR 23.56 24.74 25.97 .27.27 . 28.64 Hourly
2,638.52 . 2,770.45 2,908.97 3,054.42 .3,207.14 Bi-Weekly
5,716.80 6,002.64 6,302.77 6,617.91 6,948.81 Monthly
HAZARDOUS MATERIAL STIPEND 15% of Fire EnQr. Step El
1.43
160.36
347.44
1.43
160.36
347.44
1.43
160.36
347.44
1.43
160.36
347.44 .
1.43 Hourly
160.36 Bi-Weekly
347.44 Monthly
PARAMEDIC STIPEND 112.13% of Fire EnQr. Step El
3.47 3.47 3.47 3.47. 3.47 Hourly
389.03 389.03 389.03 389.03 389.03 Bi-Weekly
. 842.89 842.89 842.89 842.89 842.89 Monthly
CANINE STIPEND 15% of Fire EnQr. Step El
1.43 1.43 1.43 1.43 1.43 Hourly
160.36 160.36 160.36 160.36 160.36 Bi-Weekly
347.44 347.44 347.44 347.44 347.44 Monthly
EXHIBIT "F"
A. RECITALS
(i)
RESOLutiON NO. FD 06-002
A RESOLUTION OF THE BOARD OF DIRECTORS OF THE
RANCHO CUCAMONGA FIRE PROTECTION DISTRICT
AMENDING THE EXISTING COMPENSATION PLAN FOR
DISTRICT EMPLOYEES AND APPROVING THE CERTAIN
MEMORANDUM OF UNDERSTANDING BElWEEN THE
DISTRICT AND RANCHO CUCAMONGA FIREFIGHTERS LOCAL
2274 FOR WAGES. BENEFITS AND OTHER TERMS AND
CONDITIONS OF EMPLOYMENT FOR FISCAL YEAR 2005-2006.
(ii)
. Representatives of the Rancho Cucamonga Fire Protection
District ("District"hereinafter) and the Rancho Cucamonga
.. Firefighters Local 2274 have met and conferred pursuant to the
provisions of the Meyers-Milias-Brown Act (Califomia .
Government Code 93500, et seq.) with regard to wages, benefits
and other terms and conditions of employment
Representatives of the District and Rancho Cucamonga
Firefighters Local 2274 have agreed upon and presented to this
Board a Memorandum of Understanding pertaining to Local 2274
effective, July 1, 2005, specifying the results of said meet and .
confer process. .
It is necessary from time to time to review and adjust the salary
And wages specified for DistJict personnel.
District desires to amend the existing compensation plan for
District personnel.
All legal prerequisites to the adoption to the adoption of this
Resolution have occurred. .
(iil)
(iv)
(v)
B. RESOLUTION
NOW THEREFORE, the Board of Directors of the Rancho Cucamonga Fire Protection
District of the City of Rancho Cucamonga, California, does hereby find,
determine and resofve as follows:
1. In all respects, as set forth in the Recitals, Part A, of this Resolution. .
2. The salary ranges for the dassifications specified therein, as set forth in
Exhibit "A., effective July 1, 2005; attached and incorporated herein by this
reference, hereby are approved.
3. The certain Memorandum of Understanding entered into by and between
District representatives and the Rancho Cucamonga Firefighters Local 2274
representatives for fiscal years 2005/2006 effective July 1, 2005 hereby is
approved andralified by the Board of Directors.
Resolution No. FD
Page 2 of 2
4. The Secretary shall certify to the adoption of this Resolution.
PASSED, APPROVED, AND ADOPTED this_ day of
AYES:
NOES:
ABSENT:
ABSTAINED:
William J. Alexander, President
ATTEST:
Debra J. Adams, Secretary
I, DEBRA J. ADAMS, SECRETARY of the Rancho Cucamonga Fire Protection District,
do hereby certify that the foregoing Resolution was duly passed,
approved and adopted by the Board of Directors of the Rancho
Cucamonga Fire Protection District, as a Regular Meeting of said Board
held on the _ day of
Executed this _ day of
, at Rancho Cucamonga, Califomia.
Debra J. Adams, Secretary
FD OG-ljOl.
PREAMBLE .
This Memorandum of Understanding ("MOU" hereinafter) is made and entered
into by and between the Rancho Cucamonga Fire Protection District ("District" hereinafter), and
the Rancho Cucamonga Fire Fighters' Local 2274 ("Union" hereinafter). The terms and
conditions contained in this MOU are applicable to all full-time employees within this unit and
contain the complete results of negotiations concerning wages, hours and other termS and
conditions of employment for said employees represented herein.
ARTICLE I RECOGNITION
Pursuant to the provisions of existing rules and regulations and applicable State
law, District hereby acknowledges Union as the exclusive recognized employee organization for
the representation unit, which includes non-management safety employees of District, who are
employed. on a full-time basis.
ARTICLE IT COMPENSATION
~ 1. Salary Ran2es
A. The Union agrees to contribute out of their cost ofliving adjustment
contributions to the union's salary and benefits.
B. Effective the first payroll period commencing on or after July 1, 2005,
there shall be a 3% unadjusted base salary increase for unit members employed by the District on
.the date of adoption of Fire District Resolution No. FD-06-002. The retroactive part of this
unadjusted base salary increase is not based upon the rendering of services prior to adoption of
Resolution No. FD-06-002, but rather, is the reflection of the District Board of Directors'
determination as to an equitable manner by which to address this meet and confer issue.
C. Survey Cities: Union and District agree the survey cities shall be
Fullerton, West Covina, Corona, Ontario, Orange, Riverside, San Bernardino City and Upland.
May 1 st of each year, a survey of the identified labor market cities shall be completed, reviewed
by the Union and District, and used as the comparison basis for any negotiations regarding
market equity adjustment and cost ofliving adjustment. This survey shall not obligate District to
implement any salary increase(s).
~ 2. Salary Plan
A. Salary Ran2es
The base salary ranges for all classes in the bargaining units shall consist of
ranges having five (5) steps, labeled A through E, with approximately five percent (5%) between
each step. Placement within the range shall be in accordance with the following:
#162311
1~")711'1V!\n1CO~
1. Salary on Appointment
New employees shall be compensated at Step "A" of the salary
range to which their class is allocated. If unusual recruitment difficulties are encountered or a
candidate is exceptionally well qualified, appointment at a higher step in the salary range may be
authorized by the Fire Chief
2. Merit Salary Adjustments
Advancement within a salary range shall not be automatic, but
shall be based upon job performance and granted only on the recommendation of the employee's
supervisor and approval ofthe Fire Chief Employees shall be considered for merit salary
increases in accordance with the following:
a. Employees who are placed at Step A upon original
employment, reinstatement, or promotion are eligible for a merit salary review after six (6)
months of service. Subsequent merit salary review dates shall fall upon the completion of twelve
(12) month service intervals.
b. Employees who are placed at Step B or above upon original
employment, reinstatement, or promotion shall be eligible for a merit salary review after twelve
(12) months of service. Subsequent review dates shall fall upon the completion of twelve (12)
month service intervals.
c. The granting of an official leave of absence of more than
thirty (30) continuous calendar days, other than military leave, shall cause the employee's merit
salary review date to be extended the number of calendar days he or she was on leave.
d. If, in the supervisor's judgment, the employee's
performance does not justifY a salary increase on the review date, the employee shall be
reevaluated before the expiration of six (6) months dating from the employee's review date. If the
. period of postponement exceeds three (3) months and the employee receives a salary increase,
the employee shall be assigned a new review date based on the date the increase was granted.
e. Authorized salary step increases shall become effective at
the beginning of the pay period nearest the employee's review date.
f Should an employee's review date be overlooked, and upon
discovery of the error, the employee is recommended for a salary increase, the employee shall
receive a supplemental payment compensating him or her for the additional salary he or she
would have received had the increase been granted at the appropriate time.
g. The normal merit salary increase shall be one (1) step
granted in accordance with the preceding. However, to reward outstanding achievement and
performance, the Fire Chief may grant one (1) additional step increase not to exceed one (1) step
in any (6) month period.
h. In order to address a situation wherein application of this
section would result in the inequitable treatment of employees and upon the recommendation of
#162311
Page 2 of32
1""1'):117 'DA/'Ite I\tv::
the Fire Chief and approval of the Board, an employee may be placed at any step in the saiary
range for his or her class.
3. Salary on Promotion
An employee, who is promoted to a position in a class with a higher salary
range than the class in which he or she formerly occupied a position, shall receive the nearest
higher monthly salary in the higher salary range that would constitute a minimum five percent
(5%) salary increase over his or her base salary rate, provided that no employee may receive a
rate in excess of Step E of the promotional class. If the promotion occurs within sixty (60) days
of a scheduled merit salary review date, the employee shall receive the merit increase (if
otherwise entitled to it) and the promotional increase concurrently. The employee shall be given
a new merit salary review date for purposes of future salary step advancement. The new date
shall be based upon the effective date of the promotion.
4. Salary on Demotion
An employee who is demoted to a position in a class with a lower salary
range shall receive a new merit salary review date based upon the effective date of the demotion
and receive a salary in accordance with the following:
a. Disciplinary demotion - any designated salary step in the.
lower salary range which will result in the employee's receiving at least a five (5) percent
reduction in pay.
b. Non-disciplinary demotion - that salary step he or she
would have received in the lower class if his or her services had been continuous in said lower
class.
5. Salary on Transfer
An employee who is transferred from one position to another in the same .
'c1ass 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 ifhe 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
ofthe range of the new class, the salary of the employee shall be designated as a "Y-rate" and
#162311
Page 3 of32
1,/;THt':lVA{\1Cnn...
shall not change during continuous regular service until the rriaximum ofthe salary range to
which the class is assigned exceeds the salary of the employee:
7. Salary on Re-employment
An employee recalled after a layoff shall receive the same salary step in
the range of the class which he or she was receiving upon layoff.
8. Salary on Rehire
Upon rehire, an employee shall be placed at such salary step as may be
recommended by the supervisor and approved by the Fire Chief The employee's merit salary
review date shall be based on the date of rehire.
9. Acting Pay
Acting pay shall be one (1) step, approximately five percent (5%), above
the affected employee's base salary rate. To receive acting pay the employee must:
a. Be formally assigned duties appropriate to the higher class.
b. Work in the higher class at least fifteen (15) consecutive
work days, five (5) shifts for employees working twenty-four (24) hour shifts. Acting pay will be
paid beginning with the sixteenth (16th) consecutive day worked in an acting capacity, sixth
(6th) shift for employees working twenty-four (24) hours shifts.
10. Salary on Change in Range Assignment
When a class is reassigned to either a higher or lower salary range by the
Board, the salary of each incumbent in such class on the date the reassignment is effective shall
be adjusted to the step he or she was receiving in the fOm1er range.
11. Premium Pay - Haz-Mat
The number of personnel maintained on the Haz-Mat team is determined
by the needs of the District. The decision as to the number of personnel on the team is made by
the District. Personnel on the team must maintain their state certification, membership in the
West End Hazardous Assistance Team, attend reasonable training sessions deemed necessary by
the District, and agree to remain members ofthe District's Haz-Mat Team for a period of 3 years.
Training to maintain status on the team shall be at District expense. Members. who meet the
above requirements shall be compensated for their involvement by being paid a dollar amount
equal to five percent (5%) of Step E of the Fire Engineer class.
12. K-C) Stipend
The District agrees to provide a stipend that is equivalent to five percent
(5%) of Step E of the Fire Engineer class, to the Fire Inspector or the employee who is charged
with the responsibility of canine care, handling and maintenance.
#162311
Page 4 of32
1":..,711 '"l t) ",.,1< 1\(\';
13. Paramedic Compensation (pURSUANT TO APRIL 20, 2005
RESOLUTION NO. FD05-021.)
Regardless of the classification of unit members who are eligible for
paramedic compensation, said compensation shall be the equivalent of 12.13% of the unadjusted
top step base salary of the Engineer classification.
B. On CaD Pay
Employees in a classification of Fire Prevention Inspector shall receive five
percent (5%) ofE step of Fire Engineer per month as full compensation for services in an on-call
status. The requirements and conditions which attend on-call status shall be established by the
District and affected employees agree to comply with said requirements and conditions. It is
understood by the District and Union that the amount of on-call time (approximately one third
(1/3) of required monthly on-call) to be served by each employee was instrumental in aniving at
the accord noted herein.
~ 3. Work Periods and Overtime
A. Work Periods
The work period for shift personnel is fourteen (14) days. Overtime is paid for
time worked in excess of one hundred six (106) hours in the period. 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 period' ,
B. Work Shifts
1. All twenty-four (24) hour work shifts begin at 0800 and end at
0800 the following day, twenty-four (24) hours thereafter. .
2. Ten (10) hour work shifts begin at 0700 and end at 1800.
C. Flex Time
1. . The work schedules of employees assigned to other than fire
suppression are subject to change depending on needs of the service or desires of the concerned
employee(s). (See item 3.)
2. The District shall not change work schedules when the sole
purpose of the change is to avoid payment of time and one-half for overtime. This however, is
not to be interpreted as preventing a schedule change upon the mutual agreement of the District
and affected employee.
.
#162311
Page 5 of32
1O("~" '1 '0...."'1; nn,.;
3. Employees may request schedule changes to address personal
interests. Whenever possible such requests will be accommodated, provided however, that needs
ofthe service as determined by the District will take precedence over employee preferences.
4. The District will not effect schedule changes but for good and
sufficient cause.
D. Overtime Pav
I. The rate of pay for overtime hours worked shall be at the rate of
time and one-half (1.5) the regular rate of pay, for those employees eligible for overtime.
2. Wages: The Battalion Chiefin Training and suppression Battalion
Chiefs will be paid overtime at the fifty-six (56) hour rate for any overtime worked, at time and
one-half(1.5) rate of pay.
3. For purposes of computing overtime pay under the Fair Labor
Standards Act, military leave shall not be considered hours worked. Holiday, vacation, sick, and
injury leave shall be considered as hours worked for purposes of computing overtime. District
shall implement the inclusion of holiday and sick leave hereunder effective the first day of the
first full pay period commencing after February 5,1997. District further agrees to provide to
each unit member the estimated cash value thereof (three tenths of one percent (0.3%)) from July
1, 1996 through the date of implementation thereof hereunder.
4. For the purpose ofthis section, work time shall not include
traveling to or from the normal work site. .
5. All full-time employees who are called back to work from off-duty
as a resuh of an emergency, shall be paid at the rate of time and one-half fur 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.
6. Employees required (held over) to work more than fifteen (15)
minutes overtime shall be compensated for a minimum of one (1) hour. Any overtime worked in
excess of one (1) hour will be paid in half hour increments. Provisions shall be made for an .
equitable distnbution of overtime, consistent with efficient operations of the District.
7. Employees may be subject to recall to be placed on overtime to fill
vacancies created by District wide training programs of a class wide nature. Employees must
receive at least two (2) weeks notice of recall
E. Call Back
A minimum of two (2) hours of work time wiil be credited to an employee who
responds to a District call to come to work during off-duty hours. This section is not to be
#162311
Page 6 of32
1'::,}':I11 ., 'PAn1" nrv.
interpreted as requiring said minimum in the event of an extended work day or when the
employee begins his or her regular work shift before the normal starting time.
F. 4/10 Schedule
With the 4/10 implementation, employees who experience hardship due to child
.care issues, may request alteration of their schedule by taking a 1/2 hour lunch and arriving at
work 1/2 hour late or leaving work 1/2 hour early. Additionally, employees who carpool at least
60% of the pay period and 60% of the distance into their assigned workplace are eligible to leave
1/2 hour early from work or arrive 1/2 hour late. .
~ 4. Uniform Allowance
A. The District shall provide three (3) sets of work uniforms for each
employee who is required to wear a uniform prior to his or her starting date. Suppression
members must buy their own class A uniforms at the completion of probation.
B. The Fire District shall provide $500.00 annually to all safety members for
the purchase and maintenance of uniforms required in the performance of their job duties.
~ 5. Emolovee Grouo 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 shall provide fully paid employee and family health
insurance for all existing full-time continuous and retired employees as of November 17, 1994.
Such health benefits are vested for all full time continuous and retired employees as of
November 17, 1994.
3. District shall provide fully paid employee and family health
insurance for all full-time continuous employees hired after November 17, 1994~ at the lowest,
fully paid insurance plan offered by the "Public Employees Medical and Hospital Care
Program. "
Notwithstanding the above provision, the District agrees to provide the
following:
A. Effective July 1,2000: (additional $35)
(A) Up to $196.49 for employee coverage
#162311
Page 7 of32
1.0::""':111'1 DA,f'l11ii: I\IU:
(B) Up to $357.98 for employees with one dependent..
(C) Up to $454.87 for employees with two or more dependants.
B. Effective July I, 200 I, the District agrees to provide the lowest insurance plan
offered by the Public Employees Medical and Hospital Care Program, or the following
whichever is higher: (additional $35) .
(A) Up to $231.49 for employee only coverage
(B) Up to $392.98 for employees with one dependent.
(C) Up to $489.87 for employees with two or more dependents.
C. Effective July I, 2002, the District agrees to provide the lowest insurance plan
offered by the Public Employees Medical and Hospital Care Program, or the following
whichever is higher: (additional $50).
(A) Up to $281.49 for employee only coverage
(B) Up to $442.98 for employees with one dependent
(C) Up to $539.87 for employees with two or more dependents.
4. All new 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 amounts of
$200.00 for single employees or $300.00 for employee's dependents, may be provided to those
employees that can verify that their spouse and/or family can provide full health insurance. .
Selection of compensation shall be at the employee's discretion. The employee may reenter the
District's health plan at any time.
B. Dental Insurance
District shall continue to provide fully paid employee and family dental insurance
plan for all full-time continuous employees.
C. Vision Insurance
The District shall continue to provide vision care coverage for all full time
continuous employees with a maximum payment of not to exceed $22.25 a month. Employees
agree to contnbute 0.03% of their salary adjustment to fund their contnbution of$2.00 a month
for vision insurance. The above amount of $22.25 includes the employees' contribution. The
employee shall pay the cost of vision insurance in excess of $22.25.
#162311
Page 8 of32
1J;",)':I11':l'P.\I'l,,,,fll'l':;
D. Life Insurance
All full-time continuous employees shall be provided a tenn life insurance policy of $30,000,
paid by District.
~ 6. Reimbursement for Avvroved Collel!e and University Courses
Effective July 1,2001, (July I through and including the following June 30)
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.
Eligibility for said reimbursement in an amount not to exceed $2,300.00 in any
one fiscal year, shall be contingent upon a determination by the Fire Chief or his designee that all
of the following conditions precedent exist:
1. Expenses shall be incurred as regards coursework undertaken at a college
or university that is licensed/accredited by the State of California
2. The applicant for reimbursement shaU present to the Fire Chief oT his
designee documentation prepared by the accredited/licensed coUege or university which
evidences the applicant's receipt ofa grade of"C" or better (or a "pass" in a pass/fail class) as
regards each class for which reimbursement is sought. (Where an employee is simuhaneously
enrolled"in multiple approved classes and does not receive a "c" or "pass" in anyone 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 confmed to either:
1) those courses that in and of themselves consist of curriculum which is predominantly related
to the development of skills reasonably anticipated by the District to enhance the applicant's job
performance (by means ofa 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 this ~ 3(1), to those classes which must be completed as a condition precedent to successful
completion of the course of study in the selected major.
4. Eligibility for reimbursement upon completion of coursework shall be
predicated upon the Fire Chief or his designee making a written deteimination prior to the
affected employee's enrollment in the course(s) for which reimbursement is later sought, that the
coursework is offered by an accredited college or university and that the above-described job
nexus does exist. The determination of the Fire Chief or his designee in such regards, shall be
fmal.
5. 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
aU 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
#162311
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'''''1':111'2 'DAI\1.c:: 1Vl"
designee and shall evidence each expenditure for which reimbursement is sought.~7.
Retirement Plan
A. Benefits
1. District is enrolled in the State of Cali fomi a Public Employee's
Retirement System. All benefits provided District employees under the Districts Plan are paid
by the District. Present benefits for public safety employees include the following:
921362.2
921574
920615
9 20024.2
3% at 50 Full Formula
1959 Survivor Benefits, Fourth level
Payment of Normal Member Contributions
One Year Highest Compensation
2. In consideration of the "3% at 50" retirement benefit, the Union agrees the
District shall reduce the negotiated cost ofliving adjustment (COLA) by 0.56% each fiscal year
through and including June 30, 2008. In the event there is no COLA in a fiscal year, each
employee in the bargaining unit shall have 0.56% deducted from hislher salary for that fiscal
year.
B. Conversion - Union
Effective July I, 1989 employees aged 49 or over shall be pennitted to convert
member contnbutions to PERS paid by the District to salary for the purpose of establishing a
higher base salary, for the last year of a pre-determined year of retirement. The employee shall
then be responsible for paying said contributions.
C. Military Service Buv-Back
District provides for employees to buy back military service credit at the
employee's own expense pursuant to PERS regulations.
~ 8. Work Related Iniuries
All management and non-management, non-safety and safety District employees
are entitled to full salary and benefits when they sustain an on-the-job work related injury for up
to one (I) year. (See: California Labor Code 9 4850 for provisions). Although 9 4850 covers
only safety personnel, District is extending this same benefit to non-safety employees.
Temporary disability payments received during any injury period shall be returned to District.
~ 9. Carpooling
Those employees participating in a carpool during going to and corning from their
residence and work site, shall not be in receipt of a reduced workday. Rather, those employees
participating in a "carpool" shall be accorded the following benefit:
Eligible carpool employees shall be regular, full-time employees who voluntarily
participate in and file a "ride share application agreement."
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1"';'l'l11 ':l'DA(\1C no,;
Eligibility for ride share-related benefits is conditioned upon:
1. Each affected regular .and full time employee shall ride share with another
person(s) in a car or vanpool.
2. In the alternative, each affected regular and full time employee shall drive
to and from work other than in an automobile. For example, such transportation may include a
bicycle, public transportation, walking.
3. Eligtbility for ride share benefits shall be conditioned upon 1) the regular
and full time employee so participating 60% of the total work days during a given month, 2) ride
sharing for at least 60% of the commute distance, and 3) ride sharing between the hours of 6 and
lOam, Monday through Thursday. .
Individuals meeting the above quali fications shall earn $2 for every day that the
employee ride shares, paid at the end of each quarter. Further, the City is desirous of devising
some type of "draWing" to provide a singular person on a monthly basis with an item of value in
recognition of ride sharing.
~ 10. IRS 125 Plan
City shall implement authorized pre-tax payroll deduction of out-of-pocket
medical contribution premiums. Said pre-tax payroll deduction shall only be used for the
purpose of paying the difference between the arnount of District funded premiums for District-
provided health insurance plans, and the amount of out-of-pocket premium payments borne by
the employee regarding District-provided plans.
ARTICLE m LEAVES
~ 1. Holidavs
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
(I)
(2)
(3)
(4)
(5)
(6)
(7)
(8)
(9)
(10) .
(11)
#162311
Hour Personnel
January I -------------- New Years Day
January ---------------- Martin Luther King's Birthday (3rd Monday)
February--------------- President's Day (3rd Monday)
May -------------------- Memorial Day (last Monday)
July 4 -----------------Independence Day
September------------- Labor Day (1st Monday)
November 11 ------- Veterans Day
November ------------- Thanksgiving (4th Thursday)
November ------------- The day following Thanksgiving
December 24---------- The day preceding Christmas
December 25 ---------- Christmas
1.1;'1'<111 ':z O...O,C:: f\f\/:
Page 11 of32
(12) Three (3) discretionary (floating) days may be taken by an employee at his or her
convenience, subject to approval by the supervisor. The thirty (30) hours for the three (3)
floating holidays shaH be credited to the employee at the start of pay period No. 1 of each
calendar year.
Whenever a holiday falls on a Sunday, the foHowing Monday shall be observed as a holiday.
Whenever a holiday falls on a Friday or Saturday, the preceding Thursday shall be observed as
the holiday.
56 Hour Personnel
(1). January 1 -------------- New Years Day
(2) January 18-------------Martin Luther King's Birthday
(3) February 12 ---c------- Lincoln's Birthday
(4) February 22 ---------- Washington's Birthday
(5) May -------------------- Memorial' Day (last Monday)
(6) July 4 ---------------lndependence Day
(7) September ------------ Labor Day (1 st Monday)
(8) September 9-----------Admissions Day
(9) October 12 --------"-- Columbus Day
(10) November 11 --------- Veterans Day
(II) November ------------ Thanksgiving (4th Thursday)
(12) November ------------- The day following Thanksgiving
(13) December 24--------- The day preceding Christmas
(14) December 25 ---------- Christmas
B. Employees shall accrue holiday time as foHows:
Type of Personnel
Shift Personnel
40 Hour Personnel
Per Holiday
12 hours
lO hours
Annually
168 hrs
140 hrs
Maximum Accrual
216 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 be taken as time off or be paid for by
District.
D. Effective pay period No. 1 of each year (which normally occurs mid to
late December of each year), holiday time shall be accrued by the employees within the pay
period in which it occurs.
I. 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.offwith the approval of
the supervisor.
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Page 12 of32
11O:'}'H1 ':oIDA"'Cl'l(V;
E. District employees will be advised, in writing, within the pay period prior
to the time that maximum holiday accrual is reached or that they are approaching their maximum
accrual.
.F. Any employee who is on vacation or sick leave when a holiday occurs will
not have that holiday charged against his or her vacation or sick leave.
G. Forty (40) hour personnel who obtain prior approval from their immediate
supervisor.to work a holiday will be allowed to bank that holiday at straight time. If a 40-hour
employee who is eligible to receive overtime compensation is recalled to work on a holiday, that
holiday will be banked at time and a half (1.5) for the number of hours actually worked that day.
~ 2. Vacation Leave
A. Vacation leave is a right to a leave of absence with pay. It is earned as a
condition of employment. .
. . All full-time employees shall, with continuous service, accrue working days of
vacation monthly according to the following schedule:
40 hour personnel
Years of
Completed Service
1-3 years
4-7 years
8-10 years
11-14 years
15-19 years
20-24 years
25+ years
Shift Personnel
Years of
Completed Service
1-3 years
4-7 years
8-10 years
11-14 years
15-19 years
20-24 years
25+ years
#162311
l.c.,':z11 '1 DA1\1C 1\1\1(
Annual Maximum Pay Period
Accrual Accrual Accrual Rates
85.72 hours 192.0 3.297
128.57 hours 272.0 4.945
171.43 hours 353.0 6.593
188.58 hours 353.0 7.253
205.72 hours 353.0 7.912
222.86 hours 353.0 8.572
240.00 hours 353.0 9.231
Annual Maximum Pay Period
Accrual Accrual Accrual Rates
120 1rrs/5 shifts 288.0 4.615
180 1rrs/7.5 shifts 408.0 6.923
240 hrs/1 0 shifts 528.0 9.231
264 1rrs/11 shifts 528.0 10.154
288 hrs/12 shifts 528.0 11.077
312 1rrs/13 shifts 528.00 12.002
336 hrs/14 shifts 528.00 12.923
Page 13 of32
..B.An employee who, as of July 1 of any given year, has completed 10, 15,
20 or 25 years of service shan receive a onetime credit of 24 hOUTS of vacation, if a shift
employee, or 10 hOUTS, if a 40 hOUT employee. The employee shall, beginning the 11 th, 15th,
20th, and 25th year, accrue vacation at the appropriate pay period accrual rate.
C. The District wiII 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 wi\l then be required to (1) schedule time off or, (2) receive pay in lieu
of time off so as to not exceed the maximum accrual. '
D. Any full-time employee who is about to terminate employment and has
earned vacation time to his or her credit, shall be paid for such vacation time on the effective
date of such termination. When separation is caused by death of an employee, payment shall be
made to the estate of such employee.
~ 3. Sick Leave
Sick leave is the authorized absence from duty of an employee because of
physical or mental illness, injury, pregnancy, confirmed exposure to a serious contagious disease,
or for a medical, optical, or dental appointment.
A. Full-time Emolovees
1. Sick leave is that amount ofleave designated by District.
2. All employees shall be entitled to sick leave as follows:
Personnel
Monthly
Annual Accrual . Max. Accrual
40 hr Personnel
10 hOUTS
120 hOUTS No limit
Shift Personnel
12 hOUTS
(1/2 shift)
144hoUTS No limit
(6 shifts)
3. Sick leave with pay may be used for:
a . Any bona fide i1Iness or injury.
b. Quarantine due to exposure to contagious disease.
c. Any treatment or examination included to, but not limited
. to, medical, dental, eye, or psychiatric examinations. .
d. Not more than twelve (12) days for 40-hour employees or
six (6) shifts for shift personnel ofsick leave each calendar year in case an employee's presence
is required elsewhere because of sickness, disability, or child birth of a member ofhislher
immediate family, as defined in District Personnel Rules.
#162311
Page 14 of32
1O('T211 '2 '0'\1'\1< fin/;
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.
l 2. Sickness or disability sustained while on leave of absence.
C. Sick leave shall not be used in lieu of or in addition to vacation.
D. The'Fire Chief reserves the right to require evidence in the form of a
physician's certificate whenever an employee is absent and requests sick leave for the period of
absence, excepting personal leave (see Section 5).
E. Any employee absent from work due to illness or accident, may at the
discretion ofthe Fire Chief, be required to submit to a physical examination before returning to
active duty. Such physical examination shall be performed by a physician specified by District
and shall be at District expense.
F. Termination of an employee's continuous service, except by reason of
retirement or lay-off for lack of work or funds shall abrogate all sick leave and no payment will
be made by the District for sick leave accrued to the time of such termination regardless of
whether or not such employee subsequently reenters District service.
G. Any employee incurring a serious injury or illness while on paid vacation
leave may have those days of illness changed to sick leave with pay and vacation days restored
accordingly, provided the employee has sufficient sick leave accrued and the period of illness is
certified by a written doctor's statement.
H. Employees with ten (10) or more years of service shall be eligible to
convert unused sick leave to vacation in accordance with the following:
1. Shift employees who in the preceding calendar year have accrued
108 to 144 (90 to 120 for 40-hour week employees) unused hours ofsick leave earned in that'
preceding calendar year, may exercise the option of having one-half (1/2) of that unused sick
leave accrued in the preceding year converted to vacation leave and the remainder carried over as
accrued sick leave.
2. Those members of this unit who have accrued 72 to 108 (60 to 90
for 40-hour week employees) unused hours of sick leave earned in the preceding calendar year
may exercise the option of having one-fourth (1/4) of the unused sick leave accrued in the
preceding calendar year converted to vacation leave and the remainder carried over as accrued
sick leave.
3. Any employee who qualifies to convert sick leave to vacation
leave must submit a written request to the District on or before January 15th of the year in which
the conversion is to be made.
#162311
Page 15 of32
11:"')711'11)....n1c;~
I. Upon the service retirement of an employee, the employee will have the
option of selling back to the District up to one-half of the total accumulated unused sick leave at
his or her then current hourly rate, or the employee may apply unused accumulated sick leave
toward service time for retirement, in accordance with the Public Employees' Retirement Law,
California Government Code ~ 20862.8. Sick leave bought back by the District may not be
applied for service credit, but the sick leave remaining after the ''buy-back'' may be credited as
service time in accordance with the above-mentioned law.
* 4. Conversion Factor
Effective April I , 1990, the factor used to convert the accruals for forty (40) hour
per week personnel to fifty-six (56) hour per week personnel will be:
Vacation, sick leave, and holiday:
Sick
. Work Week Basis
40 Hour 56 Hour Conversion Factor
85.72 120 1.5
128.57 180 1.5
171.43 240 1.5
188.58 264 1.57
196.58 288 1.57
204.58 312 1.57
140 168 1.5
120 144 1.5
Vacation .
1-3 years
4-7 years
8-10 years
11 - 19 years
20-24 years
25+ years
Holidav
(40 to 56)
EXAMPLE (8-10 year employee)
Employee Benefits
Vacation = 100 hours
Holiday = 72 hours
Sick = 300 hours
472 total hours x 1.5 (factor) = 708 hours total
Note: If an employee goes form a 56 to 40 hours basis, the conversion will be the reciprocal of
1.5 or .667. .
* 5. Personal Leave
A. The employee shall be granted one (1) day paid personal leave to attend
the funeral of a close relative not in the employee's immediate family.
#162311
Page 16 of32
1,<("')'211'2 DAn'" 1\1\01:
B. An employee required to appear before a court for other than subpoenas
due to actions as a District employee or jury duty will receive the necessary time as paid
personal leave, providing:
1. . He or she notifies his or her supervisor or Duty Chief in advance,
with adequate time remaining so that a relief may be obtained.
2. The employee must return to duty within a reasonable time after .
. the appearance.
C. Personal leave will be charged against any time the employee has accrued,
such as sick leave, vacation, and compensatory time, at the employee's option.
D. Employees can use up to twenty (20) hours of accrued sick leave as
personal leave. This twenty (20) hours can be used incrementally (i.e., 1 hour, 1/2 hour)
throughout the fiscal year. Use of this time is for emergency situations requiring the employee's
attention and needs to be cleared with their supervisor when using this time.
~ 6. Bereavement Leave
A. 40-hour Personnel
In the event of a death in the employee's immediate family, the employee shall be
granted three (3) days paid bereavement leave. A maximum of five (5) days paid bereavement
leave shall be granted if there is a death in the irnmediate family outside the state boundaries.
B. Shift Personnel
In the event of a death in the employee's immediate family, the employee shall be
granted two (2) shifts paid bereavement leave. A rriaximum ofthree (3) shifts paid bereavement
leave shall be granted if there is a death in the immediate family outside the state boundaries and.
the employee attends the services.
C. Immediate familv is defined as:
Spouse, children, stepchildren, stepfather, stepmother, parents, brother, sister,
grandfather, grandmother, grandchild, and the employee's mother-in law, father-in-law or
grandparents-in law.
~ 7. ComDensatorv Time
A. 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.
B. Compensatory time may also be earned for special and/or unusual work
situation not provided for in the preceding paragraphs.
#162311
Page 17 of32
10(')71' 'l 'DAn1e: I\M
C. The earning and accrual of compensatory time requires the approval of the
employee's supervisor. .
~ 8. Militarv Leave
A. Every employee who is a member of a state or federal reserve military unit
shall be entitled to be absent from service with District while engaged in the performance of
ordered military duty and while going to or returning from such duty in accordance with the laws
of the State of California or federal government.
B. Employees are entitled to thirty (30) days paid military leave in anyone
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) years', service must use accrued annual leave or
compensatory time ifhe 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 ofreinstaternent 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 oftime 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 ofthe veteran. The employee affected
by the return shall be restored to his or her former position or one of a similar nature while the
returning employee resumes the position he or she previously held.
~ 9. Jurv Dutv
. Any member of District who is called or required to serve as a trial juror may be
absent from duty with District during the period of such service or while necessarily being
present in court as a resuh of such call. Such member on jury duty will continue to receive
normal pay, provided he or she:
A. Notifies his or her supervisor or Duty Chief in advance, with
adequate time remaining so that a relief may be obtained.
. B. Returned to duty within a reasonable time after being released with
a signed certificate of service from the 'court stiPulating the hours of service and release time.
#162311
Page 18 of32
1/;"'~11 'lv",nc: (1/lJC
This certificate may be obtained by asking the cowt secretary or bailiff. The employee then
forwards it to his or her supervisor or Duty Chief.
C. Pay received for service while absent from District must be turned
over to District, however, pay received while off duty may be kept by the employee.
D. 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. Civil SubDoenalCriminal SubDoena
A. Civil SubDoena
When members of District have been served a civil subpoena to appear in cowt 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.
If an extended appearance in cowt is necessary where lodging and meals
would be required, . authorization shall be obtained from the department head. .
B. Criminal SubDoena
1. Pursuant to California Penal Code ~ 1326, et. seq., if an employee
is served with a criminal subpoena, the employee will be paid at the regular hourly rate while in
cowt.
2. District transportation will be provided when available. If the
employee uses their own transportation, they will be reimbursed by District at the prevailing
mileage rate.
3. If the employee is required to appear in cowt 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 cowt is necessary where lodging and
. meals would be required, authorization shall be obtained from the department head.
4.
A criminal subpoena need not have a cowt stamp affixed
#162311
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''':;''I7111111.o.'',C no.o(
~ 11. Leaves of Absence Without Pav
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(l) year by the Board of Directors.
B. Failure of the employee to retwn to his or her employment upon the
tennination of an authorized leave of absence shall constitute a separation from service of that
employee.
C. Leave of absence without pay granted by the Board shall not be construed
as a break in service or employment. During these periods, vacation, holiday, or sick leave
credits shall not accrue. An employee reinstated after a leave of absence without pay shall
receive the same step in the salary range received when he or she began the leave of absence.
Time spent on such leave without pay shall not count toward service for increases within the
salary range. For purposes of this section, the employee's merit increase eligtbility date shall be
adjusted to the date of reinstatement.
D. An employee on an approved leave of absence without pay may continue
medical insurance coverage by paying the full cost to District, in advance, for each month, or
portion thereof, of which he or she is absent. .
ARTICLE IV GRIEVANCE PROCEDURE
~ 1. Pumose
This article is intended to provide a fair and orderly procedure for the resolution
of employee grievances involving wages, hours and terms and conditions of employment. A
grievance is a claimed violation, misinterpretation, misapplication, or noncompliance with
existing District codes, resolutions, rules, regulations, or this document. This grievance
procedure shall not apply to disciplinary matters or to reviews of performance evaluation reports
or to discharge of probationary employees. Disciplinary matters include all warnings, written
reprimands, suspensions, reductions in pay, demotions, dismissal or any other action which
consists of taking of property as said term is defined by the courts in the disciplinary context.
~ 2. Obiectives
The grievance procedure is established to accomplish the following objectives:
A
informally if possible.
To settle disagreements at the employee-supervisor level,
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.
#162311
Page 20 of32
''';'''':111 ':l VAn,.. nn,o;
E. To provide for a two-way system of connnunication by making it
possible for levels of supervision to address problems, complaints, and questions raised by
employees.
F. To reduce the number of grievances by allowing them to be
expressed and thereby adjusted and eliminated.
G. To promote harmonious relations generally among employees,
their supervisors and the administrative staff.
H. To assure fair and equitable treatment of all employees.
~ 3. General Provisions
A Preparation of a grievance will be accomplished in such a manner and at a
time that will not interfere with normally required work procedures.
B. Regarding a pending grievance, no individual.or entity acting on behalf of
the grievant shall contact any individual member of the Board of Directors, nor the Board of
Directors as an entity, verbally, in writing, andlor through any other means of verbal, written or
electronic connnunication.
C. Failure of the grievant to comply with time limitations specified in the
grievance procedure shall constitute a withdrawal of the grievance, except upon a showing of
good cause for such failure. Failure of District supervisory or administrative staff to comply with
specified time limitations shall permit the grievant to proceed to the next step in the procedure.
EXCEPTION: Notwithstanding the above, an extension oftime is permitted with the mutual
consent of both parties. Mutually agreed upon extensions of time shall be evidenced in writing.
D. In the event a grievant elects to represent himself or herself or is
represented by couosel other than that provided by the employee organization, the employee
organization shall be apprised of the nature and resolution of the grievance if the issues involved
are within the scope of said organization's.representation rights.
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 oftime specified in this rule fqr the giving of notice or taking
of any action exclude weekends and holidays. A "day" as used in this Article shall mean a
calendar day. If the last date to take action falls on a day that administrative offices are closed,
the last date for action shall be extended to the next day during which administrative offices are
opened
#162311
Page 21 of32
11:;"""'1':1 U....1\1C 1\1\1':
~ 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 three (3) days, or the employee is not satisfied with the
decision, the employee may utilize the Formal Grievance Procedure.
~ 5. Fonnal Grievance Procedure
A. SteD I
The employee andlor representative shall present the grievance, in writing and
signed, to his or her immediate supervisor within thirty (30) days of the date that cause for a
grievance arises. An official grievance form must be used stating names, dates, times, place, and
nature of grievance. The employee's supervisor shall attempt to resolve the grievance with the
employee and shall submit his or her decision in writing to the employee within ten (10) days
after receipt ofthe grievance. The employee shall have the right to appeal the decision of the
supervisor to the Fire Chief.
B. SteD n
1. If the grievance is not resolved to the satisfaction of the employee, the
grievant has ten (10) 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 ofthe employee's supervisor did not satisfactorily
resolve the grievance and an indication of the action desired by the grievant.
3. After submission of the written appeal, the Fire Chief or designee shall
reply within three (3) days, in writing, to the grievant regarding the grievance. In event of
rejection, reasons for so doing will be included in the response.
4. The decision by the Fire Chief or designee shall address whether or not the
grievance of the employee is grievable pursuant to the definition set forth in ~ I above andlor 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 grievance is not defined as such by ~ 1
above andlor 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 grievable and the
grievance shall proceed no further unless or until on application by the employee, a judgment is
entered at the trial court level, indicative of the matter being jurisdictionally grievable pursuant
to the definitions set forth in ~ I above andlor pursuant to requirements of timeliness.
#162311
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''''''':111 ':Z u"n,1;; f\lV;"
C. SteD ill
If the grievance is not settled in Step n, binding arbitration may be invoked in J
accordance with the following: '
1. The request for arbitration must be submitted within either ten (10)
days of receipt of the decision: of the Fire Chief, or of expiration of time for the Fire Chief to
render a decision.
2. A "Fact Sheet" must be submitted to the arbitrator by both parties,
stating the nature of the grievance and desired action.
3. The term "arbitrator," as used herein, shall refer to a single
arbitrator.
4. A list offive (5) arbitrators shall be requested from the California
State Conciliation Service. The hearing arbitrator shall be chosen by an initial flip of a coin, with
the winning side, Board or grievant, having the first choice of either selecting the arbitrator or
eliminating one (1) candidate. The turn shall then revert to the other side, who then can exercise
the. same option. This procedure continues until either an arbitrator is agreed upon or there is
only one (1) candidate remaining.
5. The arbitrator so selected shall hold a hearing at a time and place
convenient to the. parties involved. Statements of position may be made by the parties, and
witnesses may be called
6. The location and time of the hearing shall be mutually agreed upon
by both parties. If an agreement cannot be achieved, each party will submit their location and
time to be drawn by chance. .
7. All expenses which may be involved in the arbitration proceedings
shall be borne by the parties equally; however, expenses relating to the calling of witnesses or
the obtaining of depositions or any other similar expenses associated with such proceedings shall
be borne by the party at whose request such witnesses or depositions are required
8. Legal counsel may be obtained by either party if they so wish.
Expenses for legal counsel shall be borne by the party obtaining such counsel.
9. Failure on the part ofthe District's representative or
grievant/grievant's representative to appear in any case before an arbitrator, without good and
sufficient cause, shall result in forfeiture of the case and responsibility for payment of all costs of
arbitration borne by the party failing to appear. .
10.
District and appellant.
The decision ofthe arbitrator shall be final and binding upon
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f~'1'111"1 'DAnte:: (\IV:;
ARTICLE V DISCIl'LINARY 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: I) oral warning, 2) written reprimand, 3) suspension without pay, 4) reduction in
pay, 5) demotion, 6) dismissal. Transfers or reassignments resuhing in a reduction in bonus or
related compensation shall not be considered disciplinary action and shall not be action subject to
review pursuant to either this MOU or any other District rules, policies and regulations. Further,
oral warnings and written reprimands shall not be subject to appeal beyond the level of the Fire.
Chief or designee as set forth below. Performance evaluation reports and/or the discharge of
probationary employees shall not be subject to review pursuant to this or any 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 any individual member of the Board) shall not
be contacted by employees or their representatives at any time that the grievance appeal is being
processed. Any such contact shall result in the appeal being deemed dismissed in its entirety
with prejudice.
C. Failure of the appellant to comply with time limitations specified in the
appeal procedure shall constitute a withdrawal of the appeal, except upon a showing of good
cause for such failure. Failure of District supervisory or administrative staff to comply with
specified time limitations shall permit the appellant to proceed to the next step in the procedure.
EXCEPTION: Notwithstanding the above, an extension of time is permitted with the mutual .
consent of both parties.
D. Any period of time specified in this rule for the giving of notice or taking
of any action excludes weekends and holidays. A "day" as used in this Article shall mean a
calendar day. If the last date to take action falls on a day that administrative offices are closed,
the last date for action shall be extended to the next day during which adminiStrative offices are
opened.
E. Unless otherwise specifically provided for herein, the term "days" shall
mean business days ofthe 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. .
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1,1:;1'111'1 'D A"'" no..::
~ 3. Pre-Disciulinary Notice
A. In those instances where a supervisor intends that a disciplinary action
shall be issued consisting of the loss of property (suspension, reduction, demotion or dismissal),
the supervisor intending to issue said reconnnendation 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 ofthe 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 ofthe 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 fifteen (15) days after being served with the Notice of
Intended Disciplinary Action, the employee shall serve the Fire Chief or designee with a written
request to convene such a meeting. The pre-disciplinary review meeting shall be conducted not
later than fi fteen (15) days thereafter. .
The employee has the option of waiving participation in a pre-disciplinary review
meeting, and instead may respond to the Notice ofIntended Disciplinary Action in writing. If
the employee so elects, the employee's substantive written response to the Notice ofIntended
Disciplinary Action shall be served upon the Fire Chief or designee within fifteen (15) 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 ofIntended Disciplinary Action and the materials incorporated
therein.
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11;')'111 ';t'DAI\1C 1\/\1;
F. Regardless of whether or not the Notice Intended Disciplinary Action is
issued by the Chief or a designee, the Chief sha1l preside over any timely requested pre-
disciplinary review proceeding and shall issue a detennination either rejecting, modifYing or
sustaining the nature of the proposed action. However, the pre-disciplinary review proceeding
shaIl not result in an increase in the severity ofthe proposed action without an amended Notice
ofIntended Action being first drafted and served and which so reflects the Fire Chiefs
reconnnendation. Any amended Notice ofIntended Action as descnbed herein shaIl be based on
evidence, conduct or other infonnation separate and distinct from the materials upon which the
initial Notice ofIntended Action was based
G. The Fire Chief shall cause the Notice of his post-review detelTllination to .
be served upon the employee and/or the employee's representative.
H. The decision by the Fire Chief or designee shaIl address whether or not the
appeal of the employee is appealable pursuant to the definition set forth in 9 I 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 9 1 above
and/or is not timely filed or otherwise administratively prosecuted in a tiniely manner, the Fire
Chief or designee shaIl advise the employee that the matter is not appealable and the appeal shaIl
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 jurisdictionaIly appealable pursuant to the
definitions set forth in 9 1 above and/or pursuant to requirements of timeliness.
~ 4. Hearinl! Officer ADDeal
A. . This 9 4 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 fifteen (15) days of service by the Fire Chief or designee of his
decision, the employee may further appeal the matter by filing with the office of the Fire Chief or
his designee a written appeal to an advisory hearing officer. Said appeal shaIl be timely only if it
is received in the office of the Fire Chief or designee not later than fifteen (15) days after service
of the appealable decision by the Fire Chief or designee.
C. The employee's appeal shail state with specificity the basis upon which the
appeal is based, the specific relief sought, and the affinnative defenses to be offered, if any.
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 Ii copy ofthe list of hearing officers be sent to the employee and to the Fire Chief or
designee, as well. .
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1,t;'l'111 ':l >>"1\1" (\1\';
E. Absent mutual selection of a hearing officer from either the submitted list
or otherwise, the hearing officer shaIl be chosen by ari initial flip of the coin, with the prevailing
employee or Fire Chief/designee having the option of making the frrst strike or directing that the
opposing party make the first strike. Following alternate striking, the one remaining hearing
officer candidate shan be deemed the appointed hearing officer.
F. The hearing officer shall conduct the hearing at a time and place rnutuaIly
agreed upon by the parties.
G. The hearing shall be memorialized by use of a certified shorthand reporter.
The shorthand reporter shaIl be selected by the employee.
H. An fees and expenses of the hearing officer shall be borne equally by the
parties.
1. An fees and expenses related to the securing of a representative andlor
legal counsel, witness fees and other expenses attendant to the presentation of evidence, shan be
borne by the party at whose direction said expense is incurred.
1. The per diem fee of the shorthand reporter shaIl be borne by the District.
The cost of transcription shan be borne by the party ordering the transcript.
K. With the exception of statutory privileges, 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 shan specifically be of no
application to the hearing process. Additionany, the Fire Chief or designee shall be specificany
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. The employee may use the
fonowing subpoena power as regards City or District employees.
L. Although the Rules of Evidence shaIl 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 shaIl admit
evidence which is of such reliability that reasonable persons rely upon it in the conduct of serious
matters such as the hearing.
M. The burdens of proof and production of evidence shall be borne by the
Fire Chief. The standard ofproofshaIl be by a preponderance of the evidence.
N. Not later than ten (10) days prior to the date of commencement of the
hearing, the parties shan 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 actuany be in receipt of the opposing
party on or before the tenth (10th) day prior to commencement of the hearing. Absent a showing
of good cause, failure to comply with said requirements shaIl result in exclusion of witness
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'......'11 t '1 '&IAI'\1C I'll'/:.
testimony and/or rejection of exhibits not designated in the subinissions. Said disclosures do not
apply to rebuttal witnesses. Neither party to the proceedings shall issue threats or take other
action reasonably calculated to discourage an identified witness from either testifying or from
testifying other than consistent with the witnesses' best recollection and honest belief as to
matters within hislher knowledge. However, the act of interviewing a witness shall not in and of
itselfbe deemed violative of this section.
O. The hearing officer shall be empowered to issue subpoenas for the
production of persons and documents. The hearing officer shall designate the subpoena form to
be utilized in such case. The California Code of Civil Procedure, the Evidence Code and other
applicable statutes shall apply to the validity and processing of subpoenas and to the method of
service of the same. . .
P. Not later than thirty (30) days after closure of the record, the hearing
officer shall render a written advisory opinion regarding the issues at dispute, and shall submit
the advisory opinion to the employee, to the Fire Chief and to the Chief Executive Officer of the
District.
~ s. CEO Decision
A. Within thirty (30) days after receipt of the hearing officer's decision, the
Chief Executive Officer shall advise the parties in writing of whether or not the hearing officer's
recommendation is adopted. If adopted, the Chief Executive Officer need not review transcripts
of the proceedings. If the Chief Executive Officer adopts the hearing officer's recommendation,
then it shall be considered a final determination.
B. In the event that the Chief Executive Officer determines that the hearing
officer's recommendation may be subject to rejection or modification, the Chief Executive
Officer shall within thirty (30) days of receipt ofthe appeal so notify the parties and shall order a
transcript ofthe 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 by the parties. Within thirty (30) days of service ofthe transcript, the employee and the
Fire Chiefrnay 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 ofthe legal briefs, the Chief Executive
Officer shall render a final determination either sustaining, modifying or rejecting the hearing
officer's recommendation. The Chief Executive Officer's decision shall be submitted to the
parties in writing and shall be final upon service being made by mail.
D. Allowable judicial review bfthe Chief Executive Officer's decision shall
be sought within the time constraints of CCP ~ 1094.6 (mandating that a petition for peremptory
writ of mandate shall be filed not later than the ninetieth day following the date on which the
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1J:"'~11 ~ V Afl1J:: 1\IlJ:
Chief Executive Officer's decision is mailed by first-class mail, postage pre-paid, including a
copy of the affidavit or certificate of mailing).
ARTICLE VI SAFETY
~ 1. Comvliance
District and employees in the Association shalI conform to and comply with all
health, safety, and sanitation requirements imposed by District, state or federal law or regulations
adopted under state or federal law .
~ 2. No Discrimination
No employee shall be in any way discriminated against as a result of reporting
any condition believed to be a violation of Section I of this Article v.
~ 3. Safety EQuivment
Should the employment duties of an employee in the unit, in the estimation of
OSHA, require use of any equipment or gear to insure the safety of the employee or others,
District agrees to furnish such equipment or gear.
~ 4. Emvlovee Resvonsibllitv
In the course of performing their normalIy assigned work, employees will be alert
to observe unsafe practices, equipment, and conditions; as welI as environmental conditions in
their immediate area which represent health hazards and wilI report such conditions to their
immediate supervisor. AII 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 shalI be submitted on forms provided by District.
~ 5. Minimum Mannin2
Minimum manning will be three (3) man engines. Minimum manning on a regular
shift shalI remain at twenty-four (24) suppression personnel (including three (3) personnel on the
rescue unit) and one (I) investigator unless authorized by the District Board to reduce below the
level of twenty-four (24).
~ 6. Smokin2 PoHcv
Employees in Union have agreed to accept and abide by the Distri(:t "Smoking
Policy," as written and approved by the Chief in effect on July 1, 1996.
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1,(')'11'7 1)An1C rvv::
ARTICLE VB MANAGEMENT RIGHTS
~ 1. Scooe of Ril!hts ,
It is understood and agreed that District possesses the sole right and authority to
operate and direct the employees of District in all aspects, except as modified.in this
Memorandum of Understanding. These rights include, but are not limited to:
A. The right to determine its mission, policies, and standards of
service to be provided to the public;
B. To plan, direct, control, and determine the operations or services to
be conducted by employees of District;
C. To determine the methods, means, and number of personnel
needed to carry out District's mission;
D. To direct the working forces;
E. To hire, assign, or transfer employees within District,
F. . To promote, suspend, discipline, or discharge employees;
G. To layoff or relieve employees due to lack of work or funds or for'
other legitimate reasons. (Any provision within this MOD, City rules or regulations or any other
policy or procedure promulgated by the City or any Department of the City which prohibits the,
imposition oflayoffs, is deemed null and void);
H. To make, publish, and enforce rules and regulations;
I. To introduce new or improved methods, equipment, or facilities;
1. To contract out for goods and services;
K To take any and all actions as may be necessary to carry out the
mission of District in situations of civil emergency as may be declared by the Board of Directors
or Fire Chief;
L. To schedule and assign work;
M. To establish work and productivity standards.
~ 2. Emel1!encv 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 MOD may be suspended
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1,(""'~11 't DAnte: f\tV:
during the time ofthe declared emergency, provided that wage rates and monetary fringe
benefits shall not be suspended.
ARTICLE VllI MAINTENANCE OF BENEFITS
All wages, hours and tenns and conditions of employment specifically
provided for in this memorandum of understanding, shall remain in full force and effect during
the term of the MOU, unless modified pursuant to written agreement of the parties.
ARTICLE IX APPROVAL BY THE BOARD OF DIRECTORS
This MOU is subject to approval by the Board of Directors of District. The parties
hereto agree to perform whatever acts are necessary both jointly and separately to urge the Board
to approve and enforce this MOU in its entirety. Following approval of this MOU by the Board,
its tenns and conditions shall be implemented by appropriate ordinance, resolution, or other
lawful action.
ARTICLE X PROVISIONS OF LAW
It is understood and agreed that this MOU and employees are subject to all current
and future applicable Federal and State laws and regulations and the current provisions of
District law. If any part or provisions of this MOU is in conflict or inconsistent with such
applicable provisions of those Federal, State, or District enactments or is otherwise held to be
invalid or unenforceable by any court of competent jurisdiction, such part or provision shall be
suspended and superseded by such applicable law or regulations, and the remainder of this MOU
shall not be affected thereby. Ifany substantive part or provision of this MOU is suspended or
superseded, the parties agree to re-open negotiations regarding the suspended or superseded part
or provisions with. the understanding that the total compensation to employees under this MOU
shall not be reduced or increased as result of this Article. . .
B. The District and the Union 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 Union shall not be changed for
the duration of this Agreement. . .
ARTICLE XI TERM
The term of this MOU shall commence on July I, 2005 and will continue for a
one-year period, ending on June 30, 2006 In the event either party hereto desires to negotiate a
successor MOU, such parties shall serve upon the other, during the month of March, its written
request to commence negotiations as well as any written proposal for such successor MOD.
Upon receipt of such written proposals, negotiations shall begin no later than thirty (30) calendar
days after such receipt. . .
Dated
Dated
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1'-::"'1117 Vlln1C nnl::
Union
1<<.0
ownsend, President
District
~(4L/ .U4z
Jack Lam,
Chief Executive Officer
Approved by action of the Board of Directors the J 7 day of-:J/f!i, 200-0
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Page 32 of 32
10(:"711 ~ p Afl1< nnr.
SALARY SCHEDULE AS OF JULY 1, 2005
Adopted at the Jan. 17; 2006 Fire Board meeting
A B C D E
FIRE CAPTAIN 23.60 24.78 26.02 27.32 28.69 Hourly
2,643.52 2,775.70 2,914.48 3,060.21 3,213.22 Bi-Weekly
5,727.63 6,014.02 6,314.72 6,630.45 6,961.98 Monthly
FIRE ENGINEER 20.12 21.12 22.18 23.29. 24.45 Hourly
2,253.26 2,365.93 2,484.22 2,608.43 2,738.86 Bi-Weekly
4,882.07 5,126.17 5,382.48 5,651.61 5,934.19 Monthly
FIREFIGHTER 17.58 18.46 19.39 20.35 21.37 Hourly
1,969.30 2,067.76 2,171.15 2,279.71 2,393.69 Bi-Weekly
4,266.81 4,480.15 4,704.16 4,939.36 5,186.33 Monthly
FIRE INSPECTOR 20.12 21.12 22.18 23.29 24.45 Hourly
2,253.26 2,365.93 2,484.22 2,608.43 2,738.86 Bi-Weekly
4,882.07 5,126.17 5,382.48 5,651.61 5,934.19 Monthly.
HAZARDOUS MATERIAL STIPEND (5% of Fire EnQr. SteD E\
1.22
136.94
296.71
1.22
136.94
296.71
1.22 .
136.94
296.71
1.22
136.94
296.71
1.22 Hourly
136.94 Bi-Weekly
296.71. Monthly
PARAMEDIC STIPEND (12.13% of Fire EnQr. SteD E\
2.97 2.97 2.97 2.97 2.97 Hourly
332.22 332.22 332.22 332.22 332.22 Bi-Weekly
719.82 719.82 719.82 719.82 719.82 Monthly
CANINE STIPEND (5% of Fire EnQr. SteD E\
1.22 1.22 1.22 1.22 1.22 Hourly
136.94 136.94 136.94 136.94 136.94 Bi-Weekly
296.71 296.71 296.71 296.71 .296.71 Monthly
EXHIBIT "A"