The URL can be used to link to this page

Resolution 96-860RFSOL I P111,196 11 ' llI SOLU1 ION01 IHC Cl I YCOMMISSION OP'I ❑LCI'IY OF w,..,.___. SLOB IDA. SWtRSIDING PRIOR RE SOIL"PION 96 S57 ACCEPTING AND APPI.O\ LVO TI IF, AGREEMI 'I BE I'LS LED I IIli ('IIY OF LON(Ol00D. FLORIDA, AND LO( AL 3163, 111E I ONGWOOD PROFESSIONAL HRF] I- MRS 1 SSOCIA NOON C OVI RIDG TNT PI R10D OC POBER 1, 1995'TEER0UGII SEP I EMBER 30. 191S, \III I.LAS. rho 12111, C illueive 1,111 pn 1 the ('b, an _ bd dsi,pl....ld IF WhS,- d 1 t11I1.RLA ,lhcl fI goad II i13163. thcl d PrllcssionaI Iirei'i i ,bA,I Aid mne-li Mid hay 1 ' t d1,,p,d A,-.neit "1 61111 Allrd I x1d1A1,1b ii I >ish'psb «<n fi, l , l I,, 'Ifi+S Cil) i ily— r,pr d by U-1 11 63t L .00d Pi f ssionll F'i of l 1. Sni J'dlI,, llor Ihice(3), h, N,,b rnlhc parii�s, hzr�lo al[uchxd_ \ON 1HEa2i'A BE II " RESOLVED AS FOLLOW S. Thai the I i 6 .. i she I', o)l d - iod and l.Sca13163, 4hc IAne lof si Dial[ [hllt icti�ci sii�'vbyz�ei J leppored �l'ccti�e IN b" L 1995 1T111he'N All i. �n lhel ton l�hi SfiheCily or Lonr�vood, Fion'<i;t PA3SFD AND.ODOPI'LD MIS ��/�l)M1Y OP 11I Al , C reA11i<i 1 6,0 y,c lck j: App I 11,ioi nl-afill,l'_fr 'h—'i,Inca oflh (4 (1 IwsaA fA da.o>!ly. f, 0 �-c-/ypC.OYIc�-pGYU60(LL 1-91 �O/f�¢d�d�O RL[Yt JLi'e _J[1if h /Tfh6 .6 CEO (2 LONGWDOD, F.OR DA62/62 _d, p Y_ s-j agreemani the � ong. ood a�cl 0 1 Y 3ng fnz Ileiod - eedy cep �e ty _he Conuni6a .hecn _iga_ It, C an: eU J 1995. eidesaelon _ 'nalzing L asye i a[preciateR. �+e -W AGRLe t+tuF b" CITY OF L.ONC, 1OO➢, FLORIDA tl LONG WO011 PROiESS[ONAL 1, 31JlGHFF]tS ASSOCl: TION I.00AI,)163 1011,15 -I/N 9H '95I ERS101 TABLE OF CQNTENTS ARTICLE CONTENTS PAGE PRE LE RECOGNITION DUES DEDUCTION PLEDGE AGAINST DISCRIMINATION UNION ACTIVITY UNION REPRESENTATIONAIUSINESS BULLETIN BOARD RUE S/REGULATIONS REDUCTION IN FORCE WORK RELATED RB RtY DISCIPLINE DISCHARGE GRIEVANCE PROCEDURES ARBITRATION WORK SCHEDULE/DUTY HOURS LONGEVITY WORKING OUT DEPARTNIENT ISSUED CLOTHING/EQUIPMENT TUITION REIMBURSEWNT COMPENSATION AT SEPARATION HOLIDAYS VACATION LEAVE SICK LEAVE BEREAVEMENT LEAVE JURY DUTY AND JUDICIAL PROCEEDINGS TEMPORARY DI SABILITYWATERNITY LEAVE INSURANCE AND HEALTH & WELFARE LIFE INSURANCE RETIREMENT SAVINGS CLAUSE SALARIES APPENDICES& AMENDMENTS LIGHT DUTY MANAGEMENT RIGHTS LABOR/MANAGEMENTCONFERENCES DURATION OF AGREEMENT SIGNATURE PAGE ARTICLE I-PRF.AMEL6 Ll This AGREEMENT is entered into between the City of Longwood, Florida, hereinafter referred to as the "City", and Local 3163, Longwood Professional Firefighters Assouabi hereinafter referred to es the "Union', has es its purpose tha following. I_I.I To achieve and mambd1 a 1160scloty and stabilized employer/employee relationship and to promote improved work performance. 1.12 To provide for the peaceful and equitable adjustment of differences which may arise. 1.12 To attmtt and retain qualified employees by providing those benefis compatible with the fnencial resources of the City. 1.14 To assure the effectiveness of servioe by providing au opportunity to employees to meet with M.gem tto exchange vi— and opinion on policies and procedures affecting the—ditions of their employ—t, subject to the applicable provisions of State of Florida Statutes, State and Federal lewd City Charter, City Ordinances and the Constitution Jilt, State offl,fd, and the United States of America 1.1.5 To set forth the basic policy governing wages, hours and other terms and conditions of employment through collective bargaining. I.11 To provide for orderly, harmonious, and cooperative employee relations in the interest, not only of the parties, but of the citizens of Longwood, Flord, 1.2 To this end, the ponies hereto agree to devote every efon to assure that the City and the Union members and officers will comply with the provisions of this Agreement. ARTICLE 2__ RECOGNITION 2.1 UNIT I: The City recognizes the Union es the exclusive wllective bargaining representative for those employees in Uvit 1 that the Union is authorized to rep- t, as follows_ INCLUDED - All cenifed Paramedics and EMT', with the rank of Fire Fighter and/or Engineer. EXCLUDED - All other employees of the City of Longwood. 2.1 1 Tha recognition is pursuant to the Certificate of the Flotide Pnblie Employees Relations Commission, Certificate 9835 decided in RC 88-062 dated Ap613, 1989. 2.2 UNIT2: ibe City recognizes the Union as theexdusive collaxtive bargaining representative for those employee rn unit 2 that the Union is authorized to represent, as follows. INCLUDED -All certified Paramedics and EMT', with the rank of Lieutenant. EXCLUDED- All other employees of the City of Iongwood. 2.2.1 The recognition is pursuant to the Cenificate of the Florida Public Employees Relations Commission, Cenificate 034 decided it, RC 88-062 dated April 3, 1989- ARTICLE 3 - DUES DEDUCTION 3I The Union mll,,,ifimlly notify rho City a, to It, --t dd— Sulh-ifi-,-Mllb— ihe City, directed t, the Personnel Admimstratwe Of m wdtii, —, the signature ofbe -lh.fiz,,d offs or officersfthe Union Changes in the Union membership dues rate will be certified to the City m a like meaner at 1— shiny (30) calendar days pfi., to the effective date of,,y ,lit,,,g" 32 Upon receipt ofa nt- authorization form f,,, an employee covered by this Ag,--, the City will deduct f,,. the .pl,y,,&, pay the -- —d it, the U,,m by such employee f,, d— The City will —it t. the Treasurer ofthe Uni,,, It,11, —, within thirty(30)cal lh,, days 1611—mg the -d of—h calendar month. 3.3 The City will notify the U,,i . minimum ofthiny (30) calendar d in advance of -y ch.., t, the ft,q.—y ofp,y days and —1,e, ofdd-i— per month. 34 The Ut,, will mdrnttify and hold the City harmless against any claims ..d, -,,,.,dmg these d,d-i- 3 5 Provided an -p],y, i, on vacation during the p11 pIdW W which d— should normally b, checkoff off and this mpli,W, check i, p,,,p,,,,,d i. .,]—, —,, ofa will b, made t, deduct dues ft. the ad— check. N, di,d-im,, shall b, —& ft.m the pay of any employee for any payroll period i, —6 the —pl.,I,l net —mg, for that period, aft, other deductions — less than the ..— of d— to be d,W off —CLE4 PLEDGE AGA ST.SQRIMINATION 41 The provisions of this agreement shall be applied equally t, all employees in the bargaining tgut without disertminauon to ep, sex, marital etatus, race, need, -1., -li—I o,ih, Knefi., union affiliation, nor religious or political affiliations. The Union shall share equally with the Ciry the responsibility for applying this provision of the Agreement. 42 All reference t, employees m this Ag,,,,,t de,tp- both —, and whenever the —le gender is used it m.11 be e-m,ed to include male and female employees. 4.3 Neither pay m,11 interfere with, -t,mt, -- or otherwise di,,nnub, against any employee for —6,ieg lbisme, fight t, pin or not t, jet, the U,,i't, 44 If, and i. the —, an employee elects seek remedy f,, alle,ad dfikeri,emfi- by the filing of e lawsuit in a County, Circuit ., Federal C—, ., e complaint with EEOC, FCER or any other outside agenq, then to that event, the subJw of such complaint may not also be grieved If and in the event, an employee d,t, t, ime- a lawsuit , County, Ca it or Federal C—, or proceeding t, EEOC, FCH ,, any other outside agency,dune, the pehd,hy f, gne—ce, the grievance shall be m—mily dimei—d ARTI LE 5--UNRQ=AQjI- 5.1 Rules governing the activities of bargai—g unit members and Union Representatives are as follows: 5.1.1. There will be no interference, intertuplion or disruption during the normal work duties of other employees. 5.12. Employees will be precluded ffom conducting official Union business during working hou s, excluding 1 hour Iunch, I hour dinner and 1 hour during reduced activity time -after 9-.00 p m. - as work schedules and alarms oermie. 5.1.3. Bargaining ur I members and/or Union Representatives shall cease unamhorized union a Mtms immediately upon r, t. 5.1 4. In no event shall employees be released fmm duty with pay 1, conduct Union business, process grievances or—d to matters relamd ro Union busmese e cept as may be provided elsewhere rn this Agree - 61 A written list fthe Union SI—ds shall be furnished to the City prior to the,f-w. were oftheir assuming their duties The Unian shall aonfy the City promptly ofany changes of such Union Steward(,). 62 UesipPuted Union Representative(,) end/or Unian Steward(,) may be released from duty ro attend conventions, renanars, and me begs whioh may be mutually su by the City and/or the Union to onjun non with Union responsibilities, ork demands peen ring and wi,h appropriate notice and/or completion and approval of the Leave Rerluest Porm. NI absences shall be charged to the appropriate.—M leaves_ AKLRCLU! BULLETMBOARD WALE ).l The City shall allow the placement of a bulletin board in an easily accassble agreed upon lowuon m each Fire SYatiorl UNon notices relating to the following m hers may be posted without the necessity of recdving the Fire Chiefs prior approver. 7-l.A Union recreation and sooiel affairs', ].1 B Notice of Union meetings; 71 C Union appointments; 7.I.D Notice of Union elections: 7 1 E Results of Union elections; ]. I.F Reports of non -political standing committees and independent von -political arms of the Union, '/-IG Non -political publications, rulings or policies fthe L`nion, and, 7LH Minutes of Union Meeting, 72 All other notices of any kind not covered in ].I.A through 7.1 H above, must receive prior approval fthe Fire Chief, or his designee. ARTICLE 8- RULES AND REGULATIONS 8.l The City may name—(2)repreaemwives and the Union may name—(2) bargaining unit members of the Depw— to stt es a cum i— to discuss proposed changes to the Fire Department's Rules and Regulations on an as needed basis but at least annually. 8.2 All proposed changesand/or up dates will be submilld to the Fire Chief for his review. 8.3 The decisions fthe employees desebed in paragraph 8. I shall not constitute a waiver of the Uniati a right to bargain collectively. ARTICLE 9 - REDUCTION IN FQRC-E 9_I REDUCTION -IN -FORCE 9. 1.1 In the event of a personnel redaction, layoff/redoetion m force, facors [o be considered in determining the order al, ffshall include'. 9.1. I.A The empl.y positi.Npb, classifica[ion; 9.1_18 Essential services provided by the employee in that classification; 9.1.I.0 Seniority within the Department; and 9.1_I.D All factors being equal (re: items 9.1.1 A through 9 1.1 C), the employee's job knowledge and development, quality and quantity of work, interpersonal relations, mimaw, end oemmuntcattons (performance evaloafion job factory rings during Fire Departrnent se ce) will be considered. 92 RECALL 92.1 Employees separated due to a lay-off/reduction-in-force shell be given first considerafion for position vacanoes within the Department, and, provided the individual meets the prevailing minimum qualifications for the job clesnficetiuq incifiding su —fi 1 completion of any precinployment exammafion as required. ARTICLE 10 - WORK RELATED MJURY LEAVE 10 1 It shall be the policy oftheCity ofL,ngwood to provide ba.,fit, to any permanent full-time or p—an—plyea, who i, end,,,1, disabled or that I physical condition resnitivg bem an ate dent I, atising out If, and in the 11.11e If. P.61—ing their official ential, which a-tt, the employee ft,. performing his regular duties. 102 FOR .,,kd,s' e—pe—tiIn benefits shell be provided in .—dant, with W,,k C..pan,.ti.a La, Chapter 440, Fl,nd, Statne, 103 Physician (medical) ed,nfi—itn, of the t.n.yet, inability to rannn t. k, must be provided to the Battalion Chief 104 Prior I . employea retorting to .,,k, physician (medical) eaftifleat— of the enpl,add ability , I,— 11 —1, and nl-ifi-m If any stipulationdrestnctions If such rwurn is to be provided to the Battalion Chief prior to the employees return to work. baldhlb,flhadacisi—fflhd Fira CNffth,, i, snRitient light duty ..,k within the scope ofthe of such --k [n [he event ofa fight duty assigmnent availeblein the Fire Department, the employee lI .,,it the light duty assigianent if—dindfy poss@la taking into e—idd,nim physician (dadi..1) In the event there is no light ddly —ign.al available in the Fine Dtp.ft,d,t a, dde—med by the Fine Chief, and the City Manager determines there i, a light duty assignment available ad-1 e in the City, the ad,plIy, will —1, the assignment ARTICLE . - WORK RELATED INYURY LEAVE Cont'd. 105 During the employees injury leave, during a period when not receiving Workers' Compensation benefit, the employee ill wntinue to receive till pay by utilizing accrued sick leave, annual leave, or other eligible leaves. 10 5.1 Ifthis period is subsequently wverad by Worker' Compensation the employee will reimburse the City for payments received through WorkersCompensation and will be credited for utilized leave hours based upon a prorated f—1, comparing the Workers' Compen anon benefit to the employees hourly rate. 10 5 2 During the employees injury leave, when not reviving Workers' Compensation benefit, the employee will be eligible b, ufl¢e accrued sick leave, annual leave or other paid 10 6 An employce who has utilized acorued/available leave hours and/or has been absent without pay, may petition to have those hours restored. TNs applies Daly to the first seven (7) covsewtive calendar days en employee is off doe to a work related injury. The City Safety OR— and the Pl--1 Administrative Officer will review ail requests for unre remstetrsnevt and will either reinstate the time or refer the matter to the Wark—' Compensation Appeal Committee. As neoessery, the City Administrator will establish a Workers' Compensation Appeal Committee to review an employee initiated request to have used and/or unpaid hours, not covered by workers' compensation restored. The Workers' Compen atwn Appeal Committee will submit their recommendations) to the City Administrator for his review and action. The decision ofthb City Administrator shall be final. The Committee will be composed of five (5) members. the Pusonoel ARTICLE 10 -WORK RELATED INJURY LEAVE- Cont'd, Admmistrntive Officer, two (2) members fiom the management team, and two (2) members from tho bargaining wit. 10,1 ?he Piro Chiefmayrefill the position, upon Human Resources ORcer's approval, under one of the following conditions: 10 ].I Ona temporary or limited -term basis stipulating that such refill may terminate upon retum ofthe regular employee; or, 1032 On a permanent basis in the event, based on medical ceni(ication, no reasonable date can be determined ofthe employees ability to return to full time employment. 10 8 Following expiration of all available leaves, the employee will begin a leave wiffi-I pay status, of to exceed twe1ve(12)nalend, months Rom that Bete_ 10 9 An employeeon leave without pay status shell not ecerueany armual leave, sick leave or other leaves with pay, nor shall the employee be aligble for holiday pay, bereavement leavq etc., during I.- without pay stetuz 10.10 An employee on leave without paystatus and his/her position is being filled ol, atemporary or limited -term basis, said employee shall not be permitted to obtt , cept, or work outside employment during the period ofapproved leave without pay, unless the Fire Chief grants permission. 10.11 If, upon expiranon ofthe twelve (12) calendar months, the employee does not return to work, the employee shall forfeit his/her right to be employed by the City. ARTICLE -11- DISCIP[SNF AND DISCtiARG� 1 I.l ISSUANCE OF DISCIPLINE I I I I E,,,Ioy— who have --fi,ily completed ffili, initial ,,bl,lm, period of one ( I ) y,, for shift —pil,l, six (6) —th f., --shift p1l,—, may b, disciplined or discharged.Illy f,, j- l—, tt,pll,le, who have not --My completed their imti.] p,.b.ti,,,.,, period maybe disciplined ., di,cIl,,,d without cause. I1.12 Whenever it is 111,91d Ilia en —pi,y, h,, violated avy rule, ,pl,ti,,, or policy, the pl.yll shall be notified in writing, on the appropriate —if-tm f—, f the 1p,lifil ,11,g,d m,,I,tdi,tg the speafic facts consututiug the alleged vwlw— Still, —ifilam — be given within — (10) edrru.,am- .,k,,,g days of the — giving rise t,, the alleged violation, otherwise discipline .,,y not be imposed for the a11,pd violation Ift1l, .pi.,. I, not available, the uotificetiov shall be given within ten (10) td.ml,1,.lwl —L, days of the employees returl to dlly. 11, 1 3 A —il. llprim.d, —p—i., without p, 11 dilcipfi discharge may be grieved by the employee through the G,-.— Procedure ., outlined in IN, Ag,,—l. 11.1 4 An employ, relieved J,h,ty f., the in—ig,fi,,l of,llg,d prior I. the issuance ofthe fb—] disciplinary -i, .,y b, relieved with ply. It 1.5 The anployeesbtll ltav, the right[. inspect ., .,, az or all P1,11-0 fill oratry other fill --mi, —M, --mg the employee and no records 64 be hiddl,, from the employee. I'l,,�,l =,"— I—,, ". 13 ARTICLE I I - DISCIPLINE AND DISCHARGE - Confd. 11. 2 Whenever a Firefighter is subjtt[ed to an intertogati uch imerrogati n shall be conducted pursuant to theterms of the Firefighters' Eill of Rights, F.S. 112.82, Seed.h — 11.3 CLEARIHGOFDISCIPLMARYACTIGN$ 1131 It shall be considered that wrrective anion has been accomplished by the employee and rewrds ofdisciplinary action maybe removed f rom the depanmen[al, dvisionaI soil City personnel files under the toll-, provisions_ 11.3.1_1 If the disciplinary action ou file is e warning and the employee has committed he ofei, requiring any disciplinary anion for six (6) months after the initial offense. 11 3_I 2 Ifthe disciplinary aaion on file is a written reprimand end the employee has corn t—no off assuming any disciplinary aaion for one(1) year alter the om.1 offense. I13131fthe disciplinary e,fleo is placement ofpllbhtihh, suspension without pay or discharge, such anion shall, under no--etances, be removed ftom City files. 11.32 The length of time to clear the most serious disciplinary action in he file will be the tome flame osed for c.1w1,oioo potpos s in clearing disciplinary action from file_ The time ffame will begin from the date of the most recent disuplinary anion regardless, of type. 11.33 It is the r,,p. bifty fthe affected employee to submit written request throcgh the Fire Chide, the Human Resources Officer to initiate clearing of his record according to the pro ,,tons of this section. C9ry5of[nngwa+i&LPFFn L«a14161 14 ARTICLE I I -DISCIPLINE AND DISCHARGE - Cont'& 11 3,4 The Personnel OKwe shall maintain a file, separate from the employeo's personnel file, ,f all di,ip1m.q actions. 11.4 Employees who v'e discharged or who do no separate fi— the City in good standing ate not eli&bie to be mmpensateA for any aeeumuleted/unused leave hove(eW,din wmpcnsat,ry hoots). C9q o(Wogwocd&LP<'PA leco131G� ARTICLE 12 - GRTEVANCE PROCEDURES M Grievance shall mean an alleged violation or unfair application of this Agreemem as it applies to the ,pi,y,, who bring the gfi-- t. management. Si— b,—g,—t h—he right t, do employee pff.— mluafi decide upon the p,,.,ti,, or transfer of—plby—, . grie ante I, th,,.bj,t, ofan employee perormance —1-im, promotion or vansfer 0,11 b, limited t. any ,11,g,d violation If policy or procedure. The substantive decision regarding enemployee's ,ff,— evaluation, , promotion or t—fi,, shall bemom-g.—blc 122 A gn—, may b, miti-d by fiAl-th, employees who have successfully completed their -ol prescribed probationary period, h—, pbbwi.b,,, employees may file a grievance for an .11,gd violation If this Agreement, excluding disciplinary Grievances 0,i, discrimination, defined dll.hlll in this A9,11—t, may b, filed at any time fi,11—Ig date If employment. 12 3 All grievances shW[ b, filed on a f— mutually approved by the parties and shall state and set forth 12.3A the spttific provision or provisions Ifth, agreement alleged by the employee to have been violated, 123 B the specific f,,t ...... ibIti, the .11egM violation; 12 3 C the relief requested by the eligible employee. h,,m4,, ref—M to es the Gm—, and, 12 3 D --db,—, to the grievance may be lldI 11 111, than the 11—d mq If the grieve, process. y '9=tPF171—2151 16 C.l— ARTICLE 12 - GRIEVANCE PROCEDURES - Cont'd. 12,4 All gtievances shall be submitted within ten (10) relendar days after: 12 4_A non resolution or unsatiafa<tory resolution of any vetbal discussions with the rmmadiat supern , 12 4B notification of rho owarrevce open event giving rise to thegria ante_ 12 5 All grievames not appealed to the next step within the time limits eslablished by this Agreement shell be considered settled on the basis ofthe last --,provided by managemort. 126 All grievances not answered within the time limits established by this agreement shall cause the grievance to automatically advance to the near step. 127 The time limits set forth herein may beextended by written agreement oftk parties_ 12 8 The Grievant may have a Union representenve presort, when requested by the Grievant, at any stage of the grievance process 12 9 She Grievant may be accompanied w any meeting described in this Article or Article 13- Atbitrution, by not more then two (2) other persons, except those noted below", and/or Union Steward/Reptesentuive, so requested by the Grievant ('Excluded ere: Elected Officials, City Clerk, City Attorney, City Administrator, and Oepattment heeds)_ 12-10 The City may be accompanied to any meeting described in this Article or Artide 13- Arbitmdon by any other persons) and/or representative if the City so desires 12.11 in advancing grievances to the next level, the Grievant and the City may call a reasonable number Awitnesses iv support ftheir respective positions. GtYsof tan gwmd ¢'—A — 3163 17 ART1=2 - GRIEVANCE PROCEDURES - Com'd. 12,12 All grie once.+ must be processed at the proper step m the progression m order to be considered at the svbseque t step. 12.13 The Griovant may withdrew a gnevavice at eny point by submitting, in writing, a rtatement to that effect. 12. 11 Nothing in this Article shall prevent the Grievant from ,.-mg, a any time, hisrher own grievance without the intervennon ofa Union Representative However, the Union Representative will be givenareasoneble oppon pity to be presem at any meeting called for the resolution ofsuoh gm—, 12.15 Iv the event a gdovanco is resolved without a Union representative present, the Cay upon written request by the Union, will provide the Union a copy of the resolution. 12. 16 The established formal process does not preclude and is not intended t- diswurage the Grievant from first discussing the grievance with Evher immediate supervisor informally and verbally. The Grievant should discuss the complaint with his/her immediate supervisor m an atmosphere of -operation and problem resolution as an on -going process m the employment relationsFip. 12. 17 The immediate supervisor is responsible for making appropriate inquiries and taking any necessary -mb, to resolve the grie ante presented by the Grievant within ten (10) calendar days fi-m the date the Grievant brought the inquiry forth. 12_I8 AGrievant engagedmmeetingswith the Citym Steps One, Two and Three of the Grievance procedure may IN engaged in said .-mg, during hisher normal work hours without loss of pay. y g`vmaa Len�ntmei�is'i IB ARTICLE 12 - GRIEVMtCE PROCEDURES - Cont'd. 12.19 STEP ONE - FORMAL GRIEVANC 0 - Step One of the formal grievance P.." is as follows: 12.19.1_ GRIEVANT. 12,19_1 1 The Gri—ol shall Lilo the grievance io writing on the approved grievame form, to tha Battalion Chief within (10) calendar days aRec_ (a) nonresolution or unsatisfactory resolution ofO,, verbal discussions with the immediate supervisor; or, (b) notification oftho occurr— aflhe event giving rise to rho griov — 12. 19.12 The grievance shall Aate and set forth_ (e) the specific provision or provisions of the Agceemenl alleged by the Grievant to have bcen violated, (b) the specific facts constituting the alleged violxtio (e) witnesses, if any; (d) supportive documentation, if any; and, (e) the rolid,bq—tod by the Grievant. 12.19.2 Batulm Chef 12.19 2.1 Upon receipt ofthe completed grievance form, the Battalion Chiefwill revmw all documents submitted for fetual ropresemations and definition of the gnevance. 12.19.22 Within ten(10) calendar days fthe date the grievance was received,the Battalion Chief shill meet with the Grievant and make x decision and communicate it to the Grievam_ I ho &nib n shell state the basis for the decision and shall be rendered io writing to the Grievant with copies to the Fire Chief Clryto[[angrm!@LP1Pn Lace13161 19 ARTI LEIZ- GRIEVANCE PROCEOURF,S-Cont'd. 12.19.3 GRIEVANT 12.19.3.I In the event the grievance is resolved to the satisftetion of the Oriev t, or, the Gnovavt does wt wish to Dursue the grie ene any further, the Grievant is to indicate name ov the oei8nal grievance form and submit same, along witF all fans and imf,—t— wneerned with the gne a all support documentatioq if any, enU respwses to the Battalion Chief far forwarding to Personnel. 1119.3 2 The completed anginal grievance Gom must be submitted to the Battalion Chief within (10) Wender days of the receipt of the Battalion Chiefs response 12 20 STEP TWO - FORMAL_QI�SY_A�CCOCESS - Step Two of the formal grievance process is as follows: 1220.1 GRIEVANT: 12 20_1 1 In the event the grevance is not resolved in Step One, or the Grievant u dissatisfied with the decisioiV-ponaeldetermination of the Battalion Chief, the Grievanr nay, at the Grevant s 0—,submit the grie ante to the Fire Chief 12.20A 2 The wmplered origirel gnevance form must be submitted to the Fire Chief within ten (10) oalendar days of the date of the receipt of the eaualion Chiefs response. 12,20.1.3 The Grievant is to indicate the reasw(s) for Nnhu renew and/or consid—rim, Same shell bo restricted to [hare iss es presented in Step One. Gry ortongwom&IPFFn tmel3t69 20 _F WTPCLE-1,g- GRIEVANCE PROCEDURES-Cont'd_ 1220.14 This submittal shall be accompanied by all facts and information concerned wiN the p{ievance, copies fall doame is previ only submitted and —,,i es given thereto. 12202 FIRE CHIEF: 1220,21 Upon receipt of the wmpleted grievance form, tha Rre Chief will review ell documents submitted for factual representations and definir�on of thegricvance. 1220,2.2 Within ten (10) calendar days of the dare the grievance was received, the Fire CWshall meet with tho Grlevant and make. decision end commo i— tt to the Gtlwant. The decision shall state the basis for the derision end shall be rendered in — ring to the Grievant with copies to the City Administrator end the Personnel Direaor. Funhu, for all grievances not involving discipline, demotion, or discharge, and penaming to mterpretauon of this wnv copy of the grie ance will be provided m the onion. 1220.3 GRIEVANT. 12 20 3.1 In the event the grievance is resolved to the satisfaction of the Grievant', or, the Grievant does not wish to pursue the grie ance any funhu, the Grievant is to indicate same on the onginel grievance form and submit same, along with ml facts and information concerned with the grievance, all support documen it, if any, end responses to the Fire Chief for forwarding to Personnel. 12 20 3 2 The completed origiwl grievance form most be submitted to the Fire Chief within (10) calendar days of the receipt of the Rattelion Chiefs response. ARTICLE 12 - GRIEVANCE PROCEDURES - Cont'd. 12,21 STFy TNREE -FORMAL GRIEVANCE PROCESS -Step Three of the formal grievance process is as follows: 1221.1 GRIEVANT. 12.21.1 I In the even[ the grievance is not resolved in Step Two, or the Grievant is dissatisfied with the de,m,,,l esp.,&d-,,,dance of the Fire Chief, the Grievant may, at the Grievant', electioq submit the grievance to the City Administrato,. 12.21_1 2 The —plaed original grievance b— must be submitted to the City Administrator within ten (10) calendar days of the date fthe receipt of the Fire Chiefs response. 1221A3 The Grievant is to indicate the reason(,) for fttnh,, review and/or —idaanoa Snmeshall be restnaed to those it es presented in the previous steps. 12.21.1 4 This submittal shall be acwmparded by all facts and information concerned, with the grievance, copies of all docume Is previously submitted and responses given thereto 1221.2 CITYADMDNISTRATOR'. 1221.2.1 Upan receiptofthewnrcen requen for City Administrator review, the City Administrator will review the grie ance, [he accompanying grievance foray written response and all other documems submitted for factual representations. 12,2122 Within fifteen(11)Il-d., days oflhe date the grievance wazreoeived, ,he City Administrator will hold a meeting with the Grievant, the Union representatt e, if,, requested by the Grievant, and any curer mdividuals/employees involved or as may be celled. ngwood ciry3ofLoV-1 l.oca13163 22 ARTICLE 12- GRIEVANCE PROCEDURES-Cont'd- 1221,23 Within ten (10) calendar days of the date of mauingloonfuence, the City Adnunisvator decision shall be rendered;, writing and shall set forth the basis for the decisio2 Fiuther, for ell grievances not involving discipline. demotio or discharge and putd-g to interpretation ofthis wn —i a copy of the grievance will be provided to the union. 1221.3 GRIEVANT. 12.21 3.1 In the event the grievance is resolved to the setlsfaction ofthe Grie—, or, the Grievant does not wish top —e the grie ante any fnhu, the Grievant is to indicate same on the original grievance form. 12.21.3 2 The completed original grievance form must be submitted to the City Adrninistrawr witNn ten(10) aaleedar days of the receipt fthe City Administrator's ponse. 12.22 STEP FOUR - FORMAL GRIEVANCF PROCESS - Step Four of the formal grievance process is as fellows: 12-22.1 GRIEVANT. 12 211.1 In the event the grievanceis not resolved m Step Three fthe Grievance Procedure or the Grievant is dismtisfied with the deusioNeesp—Odetermi rime of the City Admimsicator, the Grievant, may, et the Grievants el- , appeal said deusion through arblvanon. 9Y of cm,€.r-cm e u'tiw t.00al J1Fl 23 ARTICLE 13-ARBITRAT1g1q 13.1 If Grievant desires to arbitrate a grievance decision subsequent to the receipt ofihe City Admiiiisiramfs daision, the Grievant shag, within fifteen (I5) calendar days after receipt f[he Gty Admimmrator's deustoo give notiee to the City (by registered mail, return receipt requested), directed to the S3uman Resources Offs—, of the Grlevant`s intent to submit the grievance for mbitrauon. 13.2 Wtivn ten (IO)working days from the receipt ofintent b, submit s Grievance b, arbitration, the City or Union shell request from the Federal Mediation end Conciliation S—it, (FMCS), the names of seven (7) potential Arbitrators. 13.3 Within ten(10)working days after the receipt fthe FMCS list, the City and the Gn—i,t shall select an Arbitrator by the pro ass of alternate elimmation, with the Grievant selecting the first elimination. The remaining Arbitraor selected, will be the Arbitrator. The City and the Union will alternate in the right to first elimination in successive arbitrations. 13 4 As promptly as possible upon scl-i, , the Arbitrator will conduct a herring with respect to the subj- mmtu of the grievance. 13.5 The Arbitrator's deoision will be rendered in writing within thirty (30) calendar days after the oonclusion fthe arbitration hearing. A copy ofthe written decision will be furnished both to the Grievant and the City. The Grievant', copy shall be &—d to the Union Business Agent et such address as is set forth huem [or the local Union office, the City's copy snail be directed w the City Administrmor at such address for the City as shall be set forth heron; and, to such other representatives as may appear on behalfof the City m the Arbitration hearing. ARTICLE 13-A ITRATION-Cont'd_ 136 An employee filing a Brie erica shall be entitled to the assistance of a representative of the employee's choice, if the employee is not a member of the Union. 137 Both panea(Union and City) shall bear their own expenses with respeu to thepresentauon of the arbitration. 138 The Arbitrator's expenses shall paid by the losing party of the arbitration. 13.9 Per Sxtion 286 0105, Florida Statutes, all persons arc advised that if they decide to appeal any daiston made w thus heating, they will need a record ofthe pro Idmg, and for such purposes, they may need to insure that a verbatim reord of the proceedings is made, which includes the testimony and evidence upon which the appeal is based. The City does not provide this record. 13. 10 The patty desinngatrenwript will be responsible for the wet fthe same. 13.11 Amazimum ofibree employee nay be releasedf— duty for attendance at an arbitration proceeding as witnesses for the Grievant, without loss of pay. 13. 12 Both parties shell male arrangements for paying the witnesses whom each have celledexcept as set forth in I3_11, above 13. 13 The Arbitrator shall be confined to such duties and powers as are set forth m the Flonda Public Employee Act and the Florida APoittation Code. The Arbitraor shell not have the authority to add to, subtract from or modify any of the terms or provisions of this Agreement and shall be limited to Que i— involving the i terpretauon of this Agreement and qua bons involving the application of the Agreement as the Agreement specifically addresses discipline, disciplinary demotiotg or disciplinary discharge ARTIC= - ARBITRAMN - C-'d 13 14 The decision of the A,bl-- shall b, final and binding upon both p-- —pt as the Florida Arbitration C.& may provide f., limited review by a C-9 of,mpm- j,,Wlaw� 13.15 N. d—i- of,, Nbit,.- m ..y one case will create a basis f.—t—m- adj-.— m ., other —, ARTICLE 14 -WORK SCHEDULENUTY HOt1A5 14 1 —1, h—, and sl,R schedules shall bedetennined by the Fire Chibf, m —j—ti- with the ffi—im If the Department, subject t. the approval of,h, City Ad--D-, 142 All employees are required t. be present et their assigned jobs, for the D-1 h—, is their ,,,.ib,d work period, ml,, absence i, aOff,,d by the employee's --i— supervisor, subject to the approval If the Fiwo CNIf., his designee. 143 All absences shall b, charged t, the affected employee's appropriate J— —d, or upon exhaushon f.11 available nm,d lb—, 1— without py. 144 P6,, to any cha,pb m duty h— aM/ors ,(excluding personnel OO.,im), the W- will be provided an opportunity t, bargain collectively regarding the proposed change(,) through LabI,/Mm,,.b. Conference- 145 Affeaed employees shil be notified —mi— IfIl,,ay (30) .1-6, &, m advance of any changes t, their established ..,k period. 146 Exempt employees are not eligible f., —Ii— payment', 11, accumulation If compensatory hours. 147 SHTFT EMPLOYEES: 14 7.1 S11IFTS Employees shall —1, one If three shifts -I,immg of twenty-four (24) hours n duty and forty-eight (48) 1.— aff dIty 14 7 2 WORK —PERIOD'. The .,—, .,,k period i, Sunday, DOM h—, (1,bdnight), 14 calendar day, through Saturday, 2400 h—, (,,b&,ghl) ARTICLE 14- WORK SCHEDULUDUTY HOURS - Cont'd. 14 ].3 DUTY HOURS: The duty hours will commence at 0800 hours and continue for 24 hours through 0800 hours. 14 ].4 CALL HACK_ If nn employee is <alld back to work, he/she shall receive pay for e mimmum of two (2) hours, which will be considered regular hours worked f r the purpose bi rting overtime Only the actual time spent on duty is wonted as pan of the two (2) hours 147.5 TIMETRADES: Shift employees may voluntaNy trade timefor personal reasons. A Time Trade Record shall be completed in full, signed by each employee, their immediate superviwis, and Battalion Chid, Either supervisor may deny atimetrade if sufficient reason ensts (i.e. proper marwng, ALS persotmel, -). Time trades shall be paid beck m full wafts ix (6) month,, Employees shall not enter into time trade agreements that cause a potiod of over forty -tight (48) consecutive hours worked. 14.g NONSHIFTEKIPLOYEE- 14.8.1 WORK PERIOD. The current work period is Sunday, 0000 hours (Midnight), 14 calendar days through Saturday, 2400 hours. 1482 WORK HOURS_ The employees work hours will consist of two (2), forty (40) hour work weeks within each work period. 14.8.3 WORKDAY: The number of hours within each work day may vary depending on the operational needs of the Department. AR tad employees are to receive concurrence from thou immediate supervisor when working other than eight (8) hours in a work day. C�iryso(Inngu-mdm LPFPn iucvl ll63 28 ARTICLE 14 - WORK SCHEDULE/DUI Y HOURS - Cond. 149 OVERTIME- All no—pl employees most be paid not lesx than on�and-one-half limes his/her regular rate of pay for Iruurs WORKED over the m.-- —w ber of hours', Shifl, Oae hundredsu U0Hho Y,,iod,Nan Shifl_eighty(SO)hourstperiod,establishedforthe Workperiod, per FLSA 14 9.1 Overtime Will be rotated end distributed among the employees m accordance With the curt nt procedure. ARTICLE 15-LONGEVITY 15.1 PAY 1NCEMI VES: Annual compensation will be paid to bargaining unit members who meet all requir menu for remuneration of the below listed <ertifiwtiorw or eervicea performed as determmed by the Fire Chief Incentives are not included as part of the base salary, however, moenuves will be incuded in the base pay for the purposes of calculating overtime payments. 15. 1.1 EDUCATIONAL NCENTIVE_ Compensation paid to bargaining unit members for achieving certain education levels_ The degree shall be Fire Dep—,h related (eg. EMS, Fire Science, Admirustmtion etc) An Assodme degree fiom an acuedited source will be compensated atth--I`5600.00peryear_ A Bachelors degree from an tt—dited source will be compensated w a rate of $1,320.00 per year. 15.12 PARAMEDICMCENTIVE: Compensation paid to bargeioing unit members at the rate of $3, 50000 pm yam_ Employees receiving thiv incentive pay must meet the following uitmie: must possess a current State of Florida Pammediu Cutif-tion, and must comply with the wrrent Seminole County requir menu o pmetlee Advanced Lik Support procedures within Seminole County order the current Medical Director (e.g. ACLS Certification, CPR Ce fi- o ,all can« en end/or practical rating required to practice ALS). Failure to maintain the ability to pmc— AlS within Seminole County constitutes forfeiture ofthis m—live_ 15.13. LQN_(MVITYMCE=. Compensation paid to members oflhh bargaining unit as of the e66efive date ofthis Agreement fr continuous years of service to the City. Paymem is based on yea s of continuous aervtce from the latest date of—pl.yh,- end will be $75,00 bur each year of serncetoamawmum of$I,OD0.00. The employee must be employed 6y the Gty as of the effeuive I995-1938 Convey Chy orCo�gwooi& I.PFFA Local 3163 30 ARTICLE 15 -LONGEVITY - Cont'd. date of this Agreement', end must have completed the specified number of yeas, on or before November I st of each year. Payment will be made on the second payday in November. Anyone employed by the City subsequent to the eff-itw date of this Agreement shall not be eligible for longevity payment for the frst five years of service after which the employee will be eligible for longevity at the five y W, Effusive date forth, purposes f,hi, paragraph shell be the date the parties reach agreement or the date the City Commission approves the terms of this Agreement for the unit. Clrysof=C&I,PFl,i'-1 6t ARTICLE 16 - WORKING OUT -OF -CLASSIFICATION 16_1 SH[FTEMPLOYEES. I6.1.1 M employee may be required to temporarily perform the normal duties oCa higher or lower p—ti.Njob classification. 16.1 2 Employees working out of classification m a higher positiW b classifcation and perfomung the duties and tcspovsibilitics oftho higher dazsi0wtiov for ten (lo) eovsewtive calendar days or more will be oompensazed wish 5 o increase, or to the minimum wage of the higher classification, whichever is greater, beginning with the I I th calendar by in the higher clas,ification. 16.1.3 Employees.,Lk g,m of classifcationm a lower p,,i-i j.b classification will do so without any loss m wages. 16.2 NQN_SFfIFT EMPLOYEES'. 162.1 An employee may be required [, temporarily petform the duties oF, higher or lower posttioNjob dassificanoa 16.2.2 Employees w,rking out of classification in e higher p.,iti.M,b classification and perf—mgthe.o duties end responsibilities ofth, higher classification for fourteen(14) cons —i, ,slender day, or more will be c,mpensated with a 5% incease, or to the minimum wage of the higher dassifi-im, whichever is greeter, beginning with the 15th calendar day in the higher classifcation. 162.3 Employees working— f,lasslf--ivalower positioMjob classification will do so.hthout any loss m wages. C9ry�o[Longxwdffi LPPFAIae1It63 32 ARTICLE 17 - DENARTN NTAL ISSUE CLOTTING— P NT 17.1 Urdu: All whotms and insignia which employees are required to wear in the performance of their azsigned duties shall be furnished by the City without cost w the employee', es listed below: 11.1.1 Irvlry its - To be issued to all new employees as soon as possible after employment: lea - Trousers tea - Dress Shins (Shift) w/appropriate pad- - - Dress Shirts (Non -Shift) w/appropriate patches 4ea - Tee Shirts w/LFD insignia 4ea - Gol(Shirts.LM insignia I,, - Heavy -Lined Jacket w/removable liner and LED insignia lea - Jumpsui[, Nary Blue w/appropriate patches Ipr - Uniform Sho MBo black (Style approved by the Fire Chid, or drsignee; may no[ exceed established dollar limit). lea - Uniform Bclt (Employee option 1, purchase —A approved emergency repelling bah; may not exceed established dollar limit). 2ea - Athletic Shins w/LFD inignia lea - Baseball style Cep w/LED insignia 1pr - Swestshin and Sweatpants wLFD insignia lea - Windbreaker wLFD insignia I set - Collar brass/eedgeMame Tag/Serving Since plate lea - IAFF pin to be a standard part of collar brass (To be provided by the Union) I pr - Rainwear, coat w/hood and pants Items not scheduled for amnal replacement will be replaced on en "es needed" basis. Cty. Longw & -FA 1-13163 ARTICLE 1 7- DEPARTMENTAL ISSUE CLOTHMG/HQUIPMENT - Cont'd- 17.1.2 ARMWI - This procedure is detailedm O G.]02 UNIFORMS. Each employee will requisition needed uniform items fiom the approved department list. The department will maintain a Illo on each employee detailing the items issued for the current year. There will be no monetary value assigned to the employee nor will there be any tarty over of—p- Ends Gam year m year. 1 ].1.3 Unforms will be purchased with stung for neck, waist.. and inseam Uniforms will not be tailored at the City', expense. 172 Prgatve Fnu eat. All protective equipment whichemployees—,quired w wear in the peROrmance oftheir assigned du[ies shall be: a typeapproved by OSHA and NIOSH, without cost to the employee; as listed below_ lee - Fire helmet w/pl-iSlass face shield lea - �unl:er wet Ipr - Bunker pacts lea - Firefighter -type suspenders Ipr - Firefighter -type gloves I pr - Firefighter boots w/safety insoles, knee-high lea - Nomex hood It. - PEA face mask lea - H[PA mask lee - GogglesrEye protection lea - Waist tarty peck ARTICLE17 DEPARTNMNTAL ISSUE CLOTHNG/EQUIPM -C—d. 173 Reol,ce en( i<_ - The City will rtpl— any of th, above Iuted items which, m the judgement ofth, Fire Grie( or his design, unsorncesbla due to fair wear and tear, damage as a result of performing ofllciel duties, or damaged/lost through no fault of the employe, 1 ].1.1 Iflost or damaged equip,,- is found, through inv stigmi n, to have been the result of vegllgevice ar abuse by the employee, the equipment will be replaced et the employees expense. I1.4 Maintenance- All issued clo[hing/equipment shall be assigned to each employee and shall be his responsibilty to maintain and to report damaees of such equipment during his tenure of service. A record sheV be kept ofaV clothing/equipment issued. All such clothinglequipment shall remain the property of the City. 17-4 1 Tho sty shall provide, serviceable washer and dryer at each Fire Station for tha sole purpose of maintaining City property. Shift mambos shall make a reasonable attempt to combine laundry to obtain the most con effective service. Iv no ease shall issued items be brought to the Station for laundenng In the event of machine break -down, the City will make a reasovable attempt to have the egvipmen repaired or replaced m a timely manner. 17,5 CChat�eas - The employee committee responsible for rovtew of Depenmevtal olothivgyequipment m,y make recommendations to the Fire Chief for any changes or modifications. yso[taogv«a�t,ppcn localal53 35 ARTICLE 18 - TUITION REIMBURSEMENT 18-1 The Cit)"studion refund pmgram is designed to enuvurage employees to continue their formal academic education m areas which will enhance their contribution to City service. 18.2 Nothing herein shall be construed [o obligate [he City to provide training Cor individuals to acquirothe basic skills and training neededmobtain or memtet aposition in Gty Employment. 183 The City Commission reserves the tight [o divan training funds [o oenam key positmn individuals and/or operations based upon overall citywide priorities and subject to fund availability. 184 Tuition refund program will reimburse in full.. or any pan [hereof, permanent full-time employees for the cost of tmf- expenses paid by employees in the suwessful completion of approved course work or training m an accredited educational institution. 18.5 Such off -duty education, training, instruction or courses of study must directly contribute to the improvement of skills or the enhancement of knowledge used in the pe,fi—a— of City duties or oon[fb— to advancement m [he employee's related field and/os promotional potential end mcreased elfidency within City service [o be approved for tuition refund. 136 Courses of=dy nun be accomplished onside the employees normal work hours unless the Department Head approves the use of appropriate available --laced leaves. 187 Eligible employees must have been cumin—dy employed by the City for at least six (6) months immediately preoeding the first day ofclassee for which tmtion reimbursement rs requested- 18.8 Tuition reimbursements will be based on the availability offends allocated for that purpose to the budget. Unused reimbursement funds will be equitably available to all personnel as tuition reimbursement. c995o[langvoade l,eet'nlyi 53 36 _ ARTiCLFI8-TMTf0NREIM➢URSEMENT C-fd_ 18.9 Written approval must be obtained in advance from the Fire Chief in order for any employee to be eligible for the Tuition Refund Program. 18.10 Followingth—,Opletion f,he approved course, the employee agrees to remain employed with the City for a period of at I—C; One (1) year for single term courses, or, two (2) years for extended term courses (i. e. Paamedlc worse). IS-11 Temutanon oEemployment by the employee, or separation not in Good standing prior to the wmpletion oftheappropdatetirne period shall cause tho affauod employee to repay the City wition reimbursement sums paid by the City acwrding to the followmg schedule'. Sepratlon from 0 - 12 months Q I W percent reimbursement. Separation from 13 - 24 months aQ 50 percent O imbursemem. 18.12 Reimbursement shall be made upon presentation to the Fire Chle(or his designee, within thirty (30)calandar days following lest day of oless, of (a)proof of payment oftuition; and, (b)copy of grades in accordance with the following: 100% - Passing Grade (C or better), passed; or s ltfct., OMW/o - Failing Grade (D or F), failed; onsatisfctory 18. 13 Tudion expenses for which an employee is reimbursed or compensated through scholarship or local, state or federal grants-in-aid programs, including veterans administration benefits, shall be considered for reimbursement by the City, provided that no employee shall recewe Nltton refunds greater than for actual expenditures for v,ifi-paid by the employee. 18. 14 Upon prior approval employees will be reimbursed for text books and/or laboratory fees required by the p,.f—,r. Book will be turned m to the City_ There sball be no reimbursement far transpor liv housing or other relatod(9ea clryeof tLone^'aoaw LpFFn C-1 tt6l 37 ALMNCLE 19 - COMPENSATION AT SEPAL IION 19.1 P, ffiii-tj pI, who separate f— the City m good standing (eligible for ,.hi,,,), a 11 b, eligible for separation benefits ., Nlit., 19 1 1 V.mi.. Leave -Article 21 In accordance with T4111t Up- Separation" 19A 2 Sick L— - Article 22 In —d— with"Payment Upl,, Separation" 19 13 U .... d Holiday h.— .,w,,I,t,d as of September 30, 1989 192 E,pjW who p— from the City in 1- th. good Standing(not dtipbl, f ... hi,,), shall not be i,ltgibl, f,, separation b—fi,, 193 Employees separating from the City will b, Illp—ItId for all 111-1-d--d —p--, hours. 194 Ai,, monetary benefits d,i, t, . —piy— the it., dd,th shall be paid t, the employee's designated b—fid p—represemative, estate or an otherwise specified milmd-I ile,ipmd .s a —Wt Fp,.b- proceedings AgTILLE 20-H LIIDAYS 20.1 SHIFT EMPLOYEES_ 20.1.1 The following official holidays, per fiscal year, are authorized and will be observed on the day, so designated as follows. 1. New Year's Day 2, Memorial Day 3. Independence Day 4. Labor Day 5. Thanksgiving Day 6. The by after Thanksgiving Day '/_ Civlstmas Eve Day 8. Christmas Day 9_ New Year's Eve Day r 10, Employee's Birthday to betaken within 30 days of employees binhday_ I _ Floating liolidayto be taken at the disuetion of the employee within the fiscal year. 20 12 Employees must be on the active payroll (re wing pay) f'or the scheduled shift immediately preceding AA D the scheduled shift immediately succeeding the holiday; e.g, worked or on approved paid leave. 20A 3 FIoliday hours are not considered as hours worked for the purposes of determining hours worked far overtime purposes. 20.1,4 Eleven end th---ths (1 13) holiday hours will be paid at the employees nraight- time rate. Holiday hours will be paid as each holiday occurs. ARTICLE 20- HOLIDAYS - Cont'd. 202 NON -SHIFT E.WLOYEE5. 202_I The following holidays, par final year, ere authorized to be offuai holidays: I. New Year's Day 2. Memorial Day 3. Independence Day 4, Labor Day 5. Thanksgiving Day 6. The day after Thanksgiving Day ]. Christmas Eve Day 8. Christmas Day 9. New Year's Eve Day 10. Employee's Binhday to be taken within 30 days of employees birthday. II. Floating Holiday to be taken m the discretion of employee within the fiscal year. 2022 Holidays that fall on a Saturday are to be observed on the preceding Cfiday_ 20.2.3 Holidays that fall on a Sunday are to be observed on the succeeding Monday. 202A Employees must be on the active payroll (receiving pay) for the scheduled work day immediately preceding AJ�Q the scheduled work day immediately succeeding the holiday; e.g., worked or on approved paid leave. 20.2.5 Eight (8) hours of holiday pay will be paid at the employees straight -time rate, and, wll be Paid as they — , m acwrdance with tho above. ARTICLE 21 - VACATION LEAVE 21.1 Atmoal leave is a benefit extended to bull -time employees for personal relaxation and family anjoymem end employees are encouraged to take annual vacation leave. 21_t 1 SHSPT EMPLOYEES - A. —I of Anm,al Leave hours is as follows. ANNIVERSARY DATE MONTH/YEAR Ist through 4th 133/112 5th through 9th 14.00 / 1611 10+ 1866/224 21. 1_ I. 1 At the end of each fiscal yeas September 301h, all hours over the mawmum accruable fisted below will be forfeited. Theexeeptimbthecmployeewho was not allowed (and subsoqucntly dowmented by the Fire Chief) to take leave doe to the raquir moots and missions of the City_ Subject to the City Administrators approval upon the Fire Chiefs recommendation. Fire Shift Employees - 336 hours 21.1.2 NON-SHIFTEMPLOYE[-Acerualob Annual Leave hours is asfollows. ANNIVERSARY DATE M,O,NTW-YEAR to through 4th 667/80 5th through 9th tit o/120 to+ 1334/160 ts95-1998 Convoct Gryo(Lcngwam&LNFFA Lo�l JI53 41 ARTICLE 21- VACATION LEAVE - Cant'd. 21.12.1 At the cnd ofeach fiscal year, September 30th, all hours over the maximum acnvable listed below will be forfeited. The exception is the employee who was not allowed (and subsequemly documented by the Fire Chiof) to take leave doe to tho reguhemems and minions ofthe City, Subject to the City Administrator's a pproval upon the Fire Chiefs recommendation. No -Shift Employees - 240 hours 212 Employs are entitled to accmcennua11—with pay ono monthly basis and ... ligble to ,cilia thls benefit after completion oFsie (6) months ofwnfinuous satisfactory service following date of permanent full-time employment, with appropriate approval. 213 The appropriate number of annual leave hours will be credited to the employee immediately following the last pay period ending date each month. 21.3_1 The hours are not credited for the first partial month of employment if it is t5 days or less. If more than 15 days, it shall be considered a complete month. 21.4 Annual leave shall not be taken prior to the date it is earned/accmed. 21.5 Annual leave shall be used in an minimum ofb -half hour increments. 21.6 NI antasal leave must be ep,.prim,ly approved, m advance. 21.7 It shall be theresponsibilhy of the Fire Chief, or his designee to insure that Fite Dopanment operations can continue to satisfactorily function wham the employee is on approved annual leave prior w approving such Icave_ 21-8 Amnoal leave shall be scheduled m accords —with corent procedures. The Fire Chief, or his designees determination regarding the scheduling and approving of annual leave shall be final. 5-1998 Covvaa City oflongwoW &I.P4Fwtucat 3161 42 ARTICLE 21-VACATION LEAVE-Cont'd. 219 ADVANCE VACATION PAY'. 21 9.1 Advance vacation leave pay may be authorized when the employee submits a written reques[ to his/her immediate supervisor Cor appropriate approval (s) for advance vacation leave pay along with a leaverequest form twentyone (21) days prior to the first day of leave for necessary processing with the approval fthe Fire Chid,, his deeignec 21.91 Advance vacation leave requests shall be for one (1) full wmk/w ,kw k and/or increments offull weeks/workweeks only. An increment cannot be less than four (4) hours. 21.10 PAYM-DFANNUALLEAVEUPON$EPARATION: 21.10_I Employees s'epmting from the Cityin good standing will be eligble for paymem of unused accrued annual leave hours as prescribed m season 2 of the City Personnel Polioy. � ARTICLE 22 -SICK LEgVL 22_I Paid sick leave is a benefit extended to permanent fidl-time City omployeea to provide the security of—th—d pay within ce m limitations. Paid sick lean is provided fot a genuine need of the employee and is not an automatic entitlement to days off with pay. 22.2 Aecmal of Sick Leave is as follows'. SHIFT NON-M IIFT 12 HOURS/MONTH 9HOURS /MONTH 144 HOURS I YEAR % HOURS /YEAR 22.2 Employees shall be able to use sick leave as earned/aocrued, with appropriate approval. 224 Employees who do not utilize their earned/acerued sick leave during the year m which it is earned may accumulate it for carryover with no maximum ac —1 limit. 22.5 LTCKLEAS INCENTIVE. 22 5.1 Employees who do not use sick leave dung the period December I to November 20 If each year will receive an attendance bonus of one hour's pay at the regular straight time rate for each four Fours of sick leave earned but not used during the preceding twelve months. Employees would be eligibleto receive Sick Leave Incentive according the following schedule. Potent of Non -Shift Shift Attendance Bonus 0 0 25% 0.S Less than 25 15% 9-II 21r3] 10 0 12-24 Over 24 I8 Il 49+ 5% 0% ARTICLE 22-SICK LEAVE - Cont'd, 22 5 2 Payment ,f the bonus will be the second paydxy in November and will not result m the loss or deduuion from the total sick I,—ac tf 22.6 The eppropfi— number of sick leave hours will be oredited to the employee immediately following the last pay period ending date each —1h. 22 6.I The hour, are not —thted for the first partial month of e,,,pl.y.- ifit i, 15 days or less. If—, than 15 days, it shall be considered x complete month. 22.7 Sick leave shall be usedm a minimum ofone-half hour increments. 22.8 USES OF SICK L AVE- An eligible employee shall be able to use sick leave as earned, subject to approval, and same may be granted for the following purposes: 22. SA Personal illness or injury of employee which is nonwork related or connected with City service; 22.82 Work related injury to supplement workers'—pensat-benefits; 22.83 Personal illness o injury of member of employees Immediate" fxmily. (-Fath, mother, son, daughter, brother, sister, It ,bend, wife, grandmother, grantlGther}, 22.8.4 Medical or da ,il mnsolta m or treatment of the employee or,,i—children ofth,, employee; 22.8.5 Temporary disability (work connected and/or --A wnneeted). 229 PAYMEN$QE SICKtEAVE UPON SEPARATION: 229-1 Employees sepacatiug fiom the City may be eligible for payment offify percent(50%) of unused accrued sick I,— hours ore maximum of: Shift - 336 hours, Non -Shift - 240 hum,, according to the following: ARTICLE 22 - SICK LEAVE- C-A 22.9.1.1 The employee must have a minimum of fifteen (15) years of continuous service with the City, and 229.12 The employee>eparams'i, good standing. 22.92 Only full calendar months of employment shall be considered in eompotin_¢ mused sick leave. 22.W CONpASSIONATELEAVE-WhenabargvninS.mimembetisinneedofleavcascovered in 223, but does not have the leave accrued on the books, the other ,,it .,,bets may donato any or A ofiheh aecmed leaves to assist the mem1,er0) in need subject to the approval of the Fite Cluef end City Manager. AATiCLE 23-_BER AWEWW LEAVE 23_I A permanent fall -time employee who has a death in the immediate fmily ("sae definition below) shall ba permiued paid baresvemont leave as fellows: SHIFT NO�j¢-E-7' If internment occurs mside the state of Florida: 2Shift, 32 Hours If'mternment occurs outside the state of Florida: 3 Shifts 4o Hours 232 Approved bereavement leave shell not be<hergeable to any other accrued Leave 23.3 Approved bereavement leave may be wkenin conjunction with other paid leaves as approved by the .1ehltl upervisor_ 23.4 Bereavement leave may be utilized for tba death of a member of the employee immediate Emily, defned herein as husband, wife, ward of employee, son, daughter, fth, mother, sk-, bruther,grandmother,grandfather,mother-in-law, father-in-law, step -father, step -mother. 235 The immediate supervisor may require proofofa death in the employee`s immediate family, or pmofofthef ih, relationship Ilhe employee, ifthe supervisor has reasonable cause for doubt. 23 6 Eligible employee must submit a written leave request for appropriate approval(,) when ,aqua Ling bereavement leave. 23 7 There shall be no payment of bereavement leave upon separation. 23 8 There shall be no accumulation or careyover ofbereavement leave ftom om fiscal year to the nest fiscal year. 23 9 Paid bereavement leave may not be taken dun,,, any leave without pay or oth,, --pay 99s Canveu o'rySorLongwaM ffi [RhFA tmn1316I 4l PRl'ICLE 24. NRY DUTY AND NDICIAL PROCEEDINGS 24.1 Permanent full-time employees are eligible for jury duly or witness duly leave a any time following date of employment provided appropriate docwnemation is provided. 24.2 [n addition to presentation of a summons or subpoe a, the employee must submit a wei,— leave request form to hiather immediate supervisor for appropriate spp—sl(s). 24.3 1 emplo acting under legal process b, appear f., aj.didal proceeding with respect to matters sing out of perf ,manse of the employee's duties end is served under due process by e subpoena, said employee will be granted excused absence with pay. All other absences will be without pay. Legal process mcludes all proceedings authorized or saneti.ned bylaw or brought or msutumd in a court of law or legal tribunal, including'. A. summo , B. subpoena, (1) trial; (2) hearing. (J) deposition; (4) jury dmy; C. Me (to appear) b, show cause; provided, however, the excused absence with pay shall bs for auual time involved mbjec to w.—d—t of the summon, subpoena, or rule to show cause. A judicial proceeding is any step taken in a court of law in the prosecution or defense ofany action arising out .f the employees job performance_ 24 4 Court attendance and associated leaves, when the employee is the defendant; or is engaged n personal litigaai n, or �s subpoenaed or summoned with rasps. to matters not sing out of performance of Wk, duties as a Gay employee or arising out of Cary business shall be without pay. The employee may, however, utilize available seined eligible leaves. IsvB Coavact city of Lan€- sLPFFn teal 3163 ARTLCLF-25 --MMEQtY DISAjijjj—TYMATRRMTy LEAVE 25.t Permanent fLll-time employees wishing to take temporary, non -job related disability or matemiryleave shall be required to provide the immediat supervisor with certifed evidence of ftness to wbb in the pf.,.—, of d.1i mbmit to a Ilifil.1 —.mlb- by I City appointed phy-i= for such p,ti,—, w the expense of the City. 252 Eligible employees shall b, pl.iiil,i t, utilize —ii—Wld —1, 1— pfi., C, utilizing other available --d lea es, or upon exlt—fi- of.11 dW, accrued lee es, 1— without pay. 25,3 UtihMi,b f,—silk 1— as referenced above i, dependent upon whether the employee h,, been certified by , physician ., being medically —1,1, t. pld— assigned d,,ti,, and only f., the period the employee —ti-1, to be disabled. 25A Prior t, e. employee returning t. .,,k, physician F—dil.0 certification of the empt,yles ability to bl, t, work and id-ifi,.Iou lfa, "I'blm / f such return is to be provided to the Fill Chief, or his designee, pd,, t, the mpi,y,, return t. work 25.5 The Fire Chibf."fill the P.Iti- based o.the operational b,J, ofthe Di,pi,ft and, .p.,, P--bi Di,l—', approval, d,, of the following conditions: 25.5 1 On a b—p—ty or limited -ten. basis stipulating [hat such refill may t—int, upon ,,— ofth, regular l.pi,y,,, , 25 5 2 011 P—bbi, basis m the event, based on medioal certificet 111—bil date can be de —mod ofth, employees ability to return to ffill it. l,,,pI.y,- ARTICLE 25 - TEMPORARY DISABILITY/ TEMITY LEAVE - C-'d 256 FOVowingexpiretion oPell available leaves, the rntployee may be gmvtedaleave without p, not t, exceed —111 (12) calendar .-h, It— that date. 257 An employee on leavewithoot pay.smtus shall not accrue any annual leave, sick leave or other 1— with pay, — shall the —pl,y,,, be eligible for holiday pay, bb,--bt f—, during leave without pty-., 258 An employee on leave without p,,, status evd his/her p,,w,, i, being filled on a temporary or limited -term lb,i,iI, said employee shell not b, permitted to obtain, —pi, ., work at omside employment duri,,,, the period ofapproved lave without pay -1— they receive approval of the Fire Chid, or Iii, d,,ig... The Fire Chid, or hit designee, will make his decision bared upon physician —iffl-im, provided by the employee, that the employee, i, pii-f—t— of —,i& will not aggravate his/her condition or p,,I,,g his/h,,, ability to return to employment with the City 259 If, upon e,phtm oftha t &(12) ®l,M, —ft, the employee d-, not return to .,,k the employee shall Forfeit lbiath,,, right to be employed by the City. ANIC F-26-INSURANCE AND I¢ALTH&WELFARE 26_I HHJALTC, MSURANCE: 26.1.1 The Gty agrees to maintain the presevt health insurance benefits, —he extent that said benefits may be reasonably obtained from a commercial source licensed to do business m the State of Florida. 26. L2 The City will contribute to end offer group health insnranee co permanent full-time employees who may elect group health insurance coverage for hitN —If or for hitn/herself and his/her spouse and/or eligible dependents in accordance with the following: 26.1.2.1 ErytPtAYEE HEALTH INSURANCE COVERAGE. 26.12.1.1 The Clcy will wntribute ono -half (t/2) to the costofgroup health insurance for the employeq single coverage. r 26.12.12 The employee will contribute one half(1/2) to the cost of group health insurance for single co —p and premiums will be paid th—gh regular payroll dedueai— 26.122 DEPENDEM HEN:IH INSURANCE COVERAGE. 26.1221 The City will contnbute one-half(1/2)to the cost fgroup health msumnce for dependent coverage, if,, seleced by the employee. 26. 1.2.2.2 The employee will contribute one-half(12)eo the cost fgroup health insurance Por dependent .overage, if,, selected by the employee, end premiums will be paid through regular payroll deductions. c9rysortungwooeA ivt•Tn imol 3i62 51 ARTICLE 26- INSURANCE AND HEALTH & WELFARE - C..''d. 262 DENTAL INSURANCE. 26.11 The City agrees to mmvtam the present dental insurance benefits, t, the extent that said benefits may be reasonably obtained ftom a commuelal source licensed to do business in the State of Florida. 2622 The City will contribute to and offer dental insurance to puma - Hill -time employees who may elect group dental insurance wverage for hiMherself or for IuMherselF end his/her spouse and/or eligible dependents m accordance with the fallowing: 26.2.2.1 EMPLOYEE DENTAL INSURANCE COVERAGE'. 26.2 2. 1.1 On employees hired prior to Ouober 01, 1988, the City will ...tribute one-half (1/2) to the cost of group dental insurance for the employee fosingle coverage. 26.2, 1.2 Ther employcelured prior to October 01, 1"8, will contribute one half (1/2) to the coat of group dental insurance for single wverage and premiums will be paid through regular payroll deduuions. 2622A 3 The employee hired on or after Oaobar 1, 1988, will pay the full premium — ofgro.p dental insurance for single coverage and premiums will be paid through regular payroll ded.ctions. 26222 DEPENDENT DENTAAya_rya111,,�E�pVF,RAGP. 26.2 2.2.1 On employees hi,,d prior to Ouober 01, 1988, the City will conbate m-Mf(1/2)to the cost ofg—p devml insurance for dependent coverage, if,, selected by the employee. nry3a[t ,,,, UFFALwn13163 52 A—C� - INSURANCE AND HEALTH & WELFARE - Cont'd. 26.2 2.2.2 The employee hired prior to October 01, 1988, will contribute one-half(U2) to the cast ofgroup dental insurance for dependent eovemge, if so s,I,,I,d by the employee and premiums will be paid through regular payroll deductions. 2622 2 3 The employee hired on or altar October 1, 1998, will pay the NII premum Dort ofgroup dental insurance for dependent co emge, if,. s,I—d by the employee and premiums will be paid through regular payroll deductions. 26.3 COBRA (CA9t41idated Omnbus-Budge Reconclation Act)'. Employees who are not on the City, active payroll (in a leave/ab,ence with -out -pay sta us), or employees separating from the City, may co m— their group health and/or dental ifi—ce wverages) m n—tianee with COBRA regulations_ The employee will be responsible for payment of the full premimn cost for any health care co fl—wn coverage. 26 4 HEALTH AND WELFARE: 26 4.1 The City has the authority to require an employee to complete physica1,. psychological, orpryciiletric examinations to ensurethat the empioyeeis fit ill duty_ Theexaminationsshall be at the City`, expense by n physiti, psychologist, and/or psychiatrist de,iguated by the City. This includes, but i, not limited to, physical examinavon, to determine if a specified employee i, under the iNluence ofalcohoi on duty; to determine any abuse ofprescripfbn or nonprescription drugs; Fi determine any use of illegal substances. ySofLongxroodk LPhFA 4,aai 9161 ri ART ( P JR - INSURANCE AND HEALTH & WELFARE- Cont`d. 26 4 2 The City and Union agree that random drug testing will vat be permitted. The requuemant of an employee to complete a thug or nlwhol suave or test shall be based on the standard of"reasonable suspieiom' The reasonable suspicion standard requir s that the Ciry must have some "factual foundation and rationale which is interpreted in light of experience." Iv other words, a decision to teat an employee shall be based on factors such as ohtllp, m job performance', physical symptoms commonly associated with drug usage such as slurred speech, shoed mow. skills end other changes; changes In attentmn span or attendt , repons or achual witnessing or possession or use of substances; changes in appetite or sleeping habits; or othu mannerisms N behavioral changes which indicate the suspicion of drug usage. 26,4.1 TFe City shall meet with and mf,— the employee that, m the opinion of the City, there is a basis for reasonable ...pi— and of the Chy's intention w schedule a thug or alwhol sueen or test. At said meeting, the City shell eonsldes the wmments ftom the employee r,.di, the matter and shall then make the determination oP whether to p..—d and rtywre the sueen or test. The employce may have the shift Union representative present at said meeting provided that no unreasonable delay is caused by allowing the shift Union representative to be present. If it is determined at the sole discretion of the City that a drug test will be required hhe employee shall be immediately eswrted to the Roche Hiomedioal Labs for tests. Refusal by an employee b, submit to said lab's tests shall be gwu N, for dismissal [n tFe evaut that Roche is no longer n existence, the Perth s agree w meet [o pick a new lab. Ciry of LonBu'ood e.1.PIFA [.aca13161 54 i. ART=,S- INSURANCE AND HEALTH& WELFARE Cont'd, 26,44 Ifen employee taste po,m ,the employeeshall be placed onl—utilizing available accrued I.., or, ifthere is insufficient accrued leave balances, unpaid temporary disability It— of absence. 26,4.5 The employee shall be refuted for wunsel'mg, further drug testing and/or enrollmem in an appropriate program. 26.4 6 Upon completion of the program, the City shall require medical substantiation regarding fitness for duty and resolution of drug or alcohol use or dependency prior to reinstatement from sick leave or the medical Nave of absence Reinstatement shall be wnditioned on .,timed moms ring and testing to ensure contmued and complete — -The employer shall be entitled m conduct up to three separate random teatinga during the six (6) month period immediately f llowing the employee's return to work. 26 4.7 An employee who fails to complete the program or who resumes use of said substances after the original reinstatement to work shall be dismissed. 26.4.8 The City shall not be responsible for payment of the costs of any counselling and/or rehabihtai— programs. 26.5 PHY.$1CAL$'. 26.5.1 Sch,Juling of physical examinations will beat the discretion oftk City and arecord thereof wT becom a pan of the employee's permanent health record as maintained by the City. All employees shall be required to undergo a physical examination when scheduled. A-R. IQLE 26 - MUNCE AND HEALTH & w LFAME- Cont'd. 265.2 All employee's will sign a form allowing the doctor to disclose information to the Dep—1 or City relative to the employee's health chat a[ - h,s h,,.b performance softy or welfare. This information will be treated as confidential and kept on the need to know basis. 2653 Physical examinations will include, but not be limited to the following. 26.5.3 A Audio Screen Test 265.3B Blood Pressure 26. 1.3.0 Vision Test 26.5.3D Pulmonary Functions 265.3.E Blood Chemical Profile limited to HTV screen, Hepatitis B Titer, and Hepatitis C 26.5.3.F Stress EKG 26.5.4 Costs of examination end tests as required will be paid by tfie City, 26.5.5 All examinations shall be performed by a physician or physicians as designated by the City. !fen employee is unable to nulize the physician selected by the Cty, the employee must provide wdnenjustificanon to the Fire Chief es to the reason The employee will then have to ensure that a copy of the physical results are filed with the City's doctor of choice The City will reimburse tho employee an amount equal to the amount that would have boon paid to the physid n chosen by the City. 26.6 The City will previdea confidential E. AP. (Employee Assistance Program) fr the use of bargaining nnit members and their immediate family, at no cost to the employee. city of]CZZL?FFA Local 3161 ARTICLE 2] - WEE MSURANCE 21.1 The Ely wJl covtinueto pmvidea[least the amount of Life lnsurnnce far each cmployec et na cost to the employee et �ha same level ae is cunenily provitled- CRILCLE 28 - RETlR[ NT 29.1 Up,, passage of legislative approval for opt out from the Florida Retirement System, new employe, hired after the date fthe legislatively approved opt out, and other employees eligible and electing to opt out will be covered under a comparable annuity program. 05 -1 city of wng..00e &ipltn facet 1t0 AFTICLE 22-5AV jNaLUAV SE, 29.1 Ifany provision of this Agreement, or the appli<arion of such provision, should be rendered or declared invalid by any c urt actmn or by reason of any e i ting o subsequently e acted legislation the remairung parts or pottions oCthu Ageement shall remain in Cull force and eflCct. The games will meet to negotiate a replacemem Aniole_ ARTICLE 30 SALARIES 30.1 SALARIES: The pay plan csmblishing the minimum and maximum rnl—for bargaining unit membeta is as follows: MINIMUM SALARY MAXIMUM SALARY HOUR ANNUAL HOUR ANNUAL FIREFIGHTER 56.89 520.065.72 SI0.66 531,137.60 (2912 A—til Hrs.) (Non -Exempt) FIRE ENGINEER $799 $23225.03 51236 536.108-90 (2912 Anaaal H,, ) (Non -Exempt) LIEUTENANT Sti S257GL52 514.34 $41S91.20 (2912 MOO Hrs_) r (Non -Exempt) 302 PAYDAYS: 30.2.1 Employees will be pvA bi-weekly. 30.22 The City will notify the Union a minimum of shiny (30) calendar days in advance of any changes to the pay day. 303 PAY PROGRAM: Efketi- Oclobox 1, 1995--,ployees Mill mreive a Cast of Living Allowance (COLA) m the.moan. of (390). 30A The COLA trill be added to the employees base pvy. 30.E Employe .11 beeliglble tobatgain `—C.—(Living Allowance(COLA) for the fi,acal year 1996 and 1.7, — A n. SALARIES- Cont'd. 30 6 Effective October 1, 1996, employees will receive e 2 5% meri, pay iocmase providing the employee receives a satisfactory annual performance evaluation. 307 Effective October 1, 1997, employees will receive a 2.5% merit pay inc — providing the employee receives a satisfac�ory annual performance evaluation. ARTICLE 3I- APPENDICES AND AW..N, WN-5 31 A All appendices and amendments fthis Agrzwnent sU] be numbered (o, Icuued), dated, end signed by the responsible parries and shall be subject 1, all provisions of this Agreement. ARTICLE 32 - TIGHT DUTY 32 1 Pt.— full-time —pl,,y—hl, t—t—It ofa tGnporary work related injury mq,-, t, light duty ..,k -&, the following 32 1 1 Phy,iciti, (medical) e nification of the —ploy,, ability to return to —1, -d i,k,fifi,tttm ofeny rtipulatiorislrutnwonsof such return �, F, be provided t, the N,,, Chid ,, his designee, prior t, the employees return to ..,k, 3212 It shall be ffie decision lfllle Fill ClFid, o, his designee ifth— i, sufficient light duty .,,k f,, the —ploy, within the s , dffie of such ream to work. 322 In the event there i, n, light duty —1, available, the aff—d employee may utilize accrued available sick leave or otheraatved available leaves. Upon exhaustion of all leaves, the employee may be placed in alcove -without -pay stows as called out in Arzicle 10-Work Related Injury Leave or Article 25 T—p—ty Dit,bilhyNill—ity Leave. ARTICLE 33 - MANAGEMENT RIGHTS 33 1 Nothing herein shall be ---d t. restrict any conatitutional, m-Ct, legal or t,d.t- Ipp,m1mg authority fight, with —,a It, —,— of p-1 1,,gid,,t— pifty 33,2 The City shall —m the fight and the authority to td,it,i,tt, the Mi,— of the Fit, D,,p—M t,,,d, , addition t,, —, fi,-i— and responsibilities which are not sp ifk�lly modified by this Agreement, it shall be —,,i- that the City has and will —t, the full right and responsbitiry I, dir the p—ti— f,h. Fire E,,p—, I. p,..,Ig.t. rules and regulations and to otherwise —,,m the prerogatives of .—p—M, .,,d more particularly, including but not limited to, the f.1l..i, 33 2 1 T, —,, and dire I it, employees, including the fight to el-, hi,,, transfer, assign, —1-, 1, off, recall, reprimand, suspend, di,,b.,gI, or discipline f., p,.p,,, —, and t. —i-m discipline —,, —pI.y—, 33 22 T, --, and d,t..iI, the 1-1., type and number of physical ffidlilw, equipment, p—, and the —k to be ff—d it, the F- D,,a—, 33 23 T, determine the City', p.[,, bj-i—, programs and —i— of the Fire Np-- and to utilize personnel m a manner designed t. effectively and effuently meet these ,p—, 33 24 T. d—mt, the It. and —p,,ifi- ofthe —k force, staffing pant—, and the Fire Depw—,', =i—i —d— md,ldmg the tight to lay off employees from d,It, d- to lack of ..,k, austerity p-1, or other J,,gifi.- 64 AgIffLIL33 -MANAGEMENT RIGHTS C,ntd, 332.5 To determine thehours ofwork work schedules, end to establish the necessary work ms1,, p.fti., and procedures for A employees; 33,2 6 T. determine when a job --y h, duties to be included in all job classifiwtwne, end the .-&,d, of quality and p,f,,.— t, --i—m,d, 33 2 7 T. determine the necessity t. schedule —ai— and the --t required thereof 33 2.8 T, determine the Chy , budget and — thereof 33 29 T. maintain the security f,—d, and .,he, pertinent mf—m- 3 3 2 10 T. d-mm and implement —,—ry -t-, in ——y 3 3 2 11 T. lliltli, the efficiency ofFire Department 1p"Itil", 332 12 T, exercise ..p[- --1 and dillllliln over the Fire D,.—t .19.m-m and the technology of performing the —krequired; and, 332. 13 T, set =d.,d, of,,m, and M—im, the procedures and standards of selection for Fire D'P'n—t personnel. ARTICLE34-LABOWMANAGEMENTCONFERENCES 34.1 Iv the interest of effunve communicauortc either patty may et eny time request a LebodManagement Conference_ 34.2 Such request shall be made in writing and ba presented to the other parry seven (>)calendar days in advance of the requested mewing date 34.1 The wtitten requett shall include an agenda ofitemsthe party wishes to discuss and the names of those representatives who will be attending. 344 AleborlManagement cord'erence shall be scheduled w.thin sever (])calendar days of the date requested ifboth panics agreeaconferevice is necessary. Management will not unreasonably deny a request for a Labor/Mavagement Meeting 34.5 The purpose of such meeting shall be limited to- 345_I Discuss the administration oflhis agree — 3452 Notifythe Union ofc—p, made by the ON which att barg,ibmg unit employees 34.5 3 Discuss area of discontem, dissatisfaction, compliant, problem, concern, issue, or m�euudervtanding held by either petty whether valid or no4 when such discussions ere mutually agreed to by the parties. 34 5 4 Disseminate general information of interest to the parties. 34 5 5 Give the Union Representatwe the opp,—ily to share the view of the collective bargaining members and/or make suggestions on subjects di--, to their members. 34.5.6 Consider end discuss health and saf ly matters relating to employ— GrySofLovgwvoi&LpFPA Lacel9163 66 -9TICLE34-L"OR/ AGEWNTCONFERENCES-Cont'd. 34 6 There shall be no more than three (3) City employee representatives far each party in attendance at the Labor/Management Cocfuenoe end no more than one (I) non employee represemative for each Oarty. 347 The City wi0 release from duty, with pay, no more than two (2) employees f or the purpose ofm-dinge LaborManaBement Confuence. As attendance is voluntary, offdury employees.11 nm be —p—mbd by the City for purpos s of attending the Labor/Management Conference. 34,8 The findings oftha Labor{Menagement cod --will bo snbmined to the City Administrator by the patty calling the Conferee no later than seven (7) calendar days following the meeting for his review and response. C9ry of lungwmd k LI'FFA Local 1161 ARTICLE 35- DURATIONOFAQTUEE IE_j4j 35.1 This Agreement sha116eeF1'eeuve as ofthe lst day of October, 1995, and shall remain in effeu onlil the 301h day of September I998. 352 Each parry will provide al in o(proposul changes Or modifications prior to the lst day of My ofthe year of expiration of1he co 't 35 3 Such notifioatwn shall includetho title ofthc -ieles either party desires to add, alto, or amend. All other Articles will remain in effect and be included in the subsequent Agreement. ElECL1 ED [hb _yt�dny of ..�1 � 194� A LONGW OOD PROCESSIONAL I'tRITIGNTEWS ASSOCIATION LO(AL3163 b"Xl CL 1LU, ti,, )'�/�j daYol /%J +�J 19Ja Ap_ CIY OF LON(OV00D, SEMINOLE COUNTY, FLORIDA Mnyor AI "I ES L,Cleck� ��