Resolution 96-857ARISOU ifONOf IIII IIITS ('l)NIEl 51()D OP'l lil <I[YN 1ON(WOOD.
R, )RIDA ACCI.PI ING AND.APPROVRG TH F_A( -hlF 113L`10 Ell IIII,
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WHEREAS, Clty cm111y— repS,,S led by Lod 3163, Ihr l Sg,-d Pcofes ,—[
P"fe 'I \ . ... i SWlel ffi, S, C. Ih- (3) y , y , en b veers the
,,,nits, h-1S attv�'hed_
NOR, THERH ORI - II RESO1,11' AS FOLLOIIS'.
I_ linl lire ( d .. ntt ilfie Ciry Sft ood Snd Li S3th3. dlc
Inns dl'ofcss'onail 1 h- —by S,,.I d )d vpp'ovcd c£rcStive
oolob- I. 1995.
'1 hnt th, 1,1h, l t i11,.. di th, A t on beh l ,i ti Cliy
of Lon"—od, Sl"'
PISS- hND ADOY Cl.D 11 H,_ ! _DAY OF r {, _ AD_, 199h.
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AGREEMENT
b
CITY OF LONGWGWOOD, ELORIDA
,a
LONGWOOD PROFESSIONAL GFITERS ASSOCIATION
LOCALL 3163 3i63
10/1/95-9130/98
'96 VERSION
TABLE-QF_SOMENT�,
ARTICLE CONTENTS PAGE
PREANE[3 E
RECOGNITION
DUES DEDUC'TI
PLEDGE AGAINST DISCRIMINATION
UNION ACTIVITY
UNION REPRESENTATIONMUSINESS
BULLETIN BOARD
RULES/REGULATIONS
REDUCTION EJ FORCE
WO AK RELATED RVIURY
DISCIPLINE/DISCHARGE
GRIEVANCE PROCEDURES
ARBITRATION
WORK SCHEDULE/DUTY HOURS
LONGEVITY
WORKING OUT -OF -CLASSIFICATION
DEPARTMENT ISSUED CLOTHING/PIIUIPMENT
TUITION REINIB MSEMENT
COMPENSATION AT SEPARATION
HOLIDAYS
VACATION LEAVE
SICK LEAVE
SEREAVEMENTLEAVE
JURY DUTY AND JUDICIAL PROCEEDINGS
TEMPORARY DISABFLITY/INATERNITY LEAVE
INSURANCE AND HEALTH & WELFARE
LIFE INSURANCE
RETIREMENT
SAVINGS CLAUSE
ALARIES
APPENDICES & AMENDMENTS
LIGHT DUTY
MANAGEMENT RIGHTS
LABOR/MANAGEMENTCONFERENEES
DURATION OF AGREEMENT
SIGNATURE PAGE
1.1 This AGREEMENT is entered into between the City of Longwood, Florida, hereinafter
referred to as the 'City', and Local 3163, Longwood Profossional Firefighters Association,
heremafter referred to as the "Union', has iA it, purpose the follovnng'.
1.1.1 Toazhieve and maintains satisfactory and stabilized employer/employee relationship
and to promote improved work performance.
1, 1.2 To provide for the peaceful and equitable adjustment ofdifferences which may anse.
I.1 3 To anted and retain qualified employees by providing chose benefits—patible with
the financial resources oflhe City.
L I A To assure the effectiveness of service by providing an opportunity to employees w
meet with Maneg— to exchange views and opirdon on policies and procedures off cling
the wnditions of their employ— , subjec to the applicable provisions of State of Florida
Statutes, State and FeduaI laws, City Ch— , City Ordinances and the Constitution of the
State of Florida and the United States of Amenca.
1.15 To set forth thebasic policy governing wages, hours and other terms and wnditions
ofempl,MNR through collective bargai i g.
1.1 6 To provide for orderly, harmonious and cooperauvo employee relations m the
interest, not only fthe parties, but fthe citizens TLongwood, F'londa_
1 2 To this end, the parties hueto agreo N, devote every effort to assure that the 6ty and the
Union members and officers will comply with the provisions of this Agreement.
ARTICLES 2__MCOGNITION
2.1 UNIT 1: The City recognizes the Union as the exclusive collective bargaining
representative for those employees in Unit I that the Unlon is authorized to represen�, as follows:
INCLUDED - All —fed Paramedics and EMT's with the rank of Fire Fighter and/or
Engineer.
EXCLUDED - A11 other employees fthe City of Longwood.
2AA The recognition is pursuam to the Certificate of the Florida Public Employees
Relations Commission, Certificate 4935 decided m RC 88-062 dated April 3, 1999.
2. 2 UNIT2: Ilre Cityrecogruus Ne Union as the exclusive collafvebargairvng representative
[or those employees in unit 2 that the UNon is aothonzed to represent, as follows:
INCLUDED - All oettified Paramedics and EMT's with tho rank of Lieutenant.
EXCLUDED - All other employees of the City of Longwood.
221 The r—,iti-is pursuam to the Cerifioate of tho Florida Public Employees Relations
Commission, Certificate 4834 decided m RC 88-062 dated April 3, 1989.
c��y5arw�ew�a a. �,Prrn Looaulss
ARTICLE 3 - DUES DEDUCTION
I The Union will initially notifyihe City as —he amount,fd— Suchnotificationwillbeto
the City, diracted to iha Personnel Admimsuauve Offs , w ring, o er the signs ere of the
authorized officer or officers of the Union Changes m the Union membership dues rate will be
ceniAed to the City in a Iiko --least thin, (30) ce -, days prior to theoffeeive date of any
change.
3 2 Upon receipt of a written authorization fomt from en employee wvered by this Agreement..
the City will deduct Rom the employee's pay the amount owed to the Union by such employee for
dues. The City will remit to the Treasure of the Union such sums within thirty (30) calendar days
following the end of each calendar month.
3.3 She City will notify the U6 , a minimum of shiny (30) calendar days in advance of my
change to the Req.m,, of pay days and number of deductions per month.
3 4 The Um will indemtdfy and hold the City harmless against any claims made regarding these
deductions..
3 5 Provided an employee is on vacation duringd>c payroll period for which dues should normally
D, checkoff off.d this employee's check is prepared m advance, every effort will be made to deduct
dues from the advance check. No deduction shall be made from the pay of any employee far any
payroll period in which the employee's net earnings for that period, aft, other dedacions, are less
than the amount of dues to be checked off
cGryoflnnswooa&LPPPA Lacul ll63
ARTICLE 4 - PLEDGE AGAINST DISCRIMINATION
'1 1 The p-i,oii, f,bi, ""—, shall b—pplied eq-11, t. all —pl m the tei,g—ieg
erel whb.el tnedeemfi- I. age, sex, eehiltl Atw, race, creed, color, -i—I li-igiii, handicap,
umon affiliation, nor religious or political affiliations. The Union shall share equally with the City
the responsibility for applying this provision of the Agreement.
4.2 All relbrovice to employees iv this Agreement designate both sexos end whenevu the male
,,,de, i, used it A.11 be -b—bd to include ePk, and female employees.
0 Neither patty shall mteff— with, --i,, coerce or otherwise discriminate again,t any
employee for exercising hi,vbt, right to pi, or not be jet, the Unibb,
44 If, and m the —, . employee eleet, w seek remedy for alleged dkbfibb-m by the fifilg
.f a lawsuit in a County, Circuit or Federal Court, or a compleim with EEOC. FCHR ., any other
—1he agency, then to that b—t, the subject of such e—pi may not also be grieved If, and m
the event. an employee deer to inuti- , Imbbat 6 , County, Cheht ., Federal Court, or proceeding
w CEDE, FCIX or any othu outside agency, during the pendency of a grievance, the grievance shall
be --fily dismissed.
ARTICLE 5-IIMOLJ \ T
5.1 Rules 9-11mg the amilitils of bargaining -it members and Union Ropresenmtives are as
follows:
5.1.1. There will be no inter£ cote, imertuption or disruption during the normal work duties
of other employees.
5.12. Employees will be precluded from wnducting otfcial Union business during working
hours, excluding 1 hour lunch, 1 hour dime, and 1 hour during reduced activity time - after
9,00 p m. - as work schedules and alarms permit.
5.13. eazgaitting umt members and/or Utvon Representatfives shall cease unauthorized union
acvr,nes immediately upon r, t.
5.14. In no event shall employes be rcle fiom duty with pay w conduct Union business,
process gnevances or attend to matters related w Union business excep, as may be provided
elsewhere m this Agreement.
b.l Avmttca h,of,h, Union stewards shall bo lhrnished to the City p—,11 the effuVve data
oftheirasstmiingtheirduties. The Union ,lull notify the City promptly of any changes ofsuch Union
Steward(,),
62 Om t tttW Union Representative(,) endlor Union Staward(s) may be released from duty to
attend conventions, seminars, and meetings which may be mutually set by the City and/or the Union
to onjun non with Union responsibilities, work demands permitting and with appropriate nonce
and/or completion and approval of the Leave Request Form. At absences shall be charged to the
appopriata accrued leaves.
PJtTICLE 7 - BULLETIN BOARD SPACE
]_I The City shall allow the ph,ll— .17a b.11,hit, board in . easily --ibi, agreed upon
location m each Fire Sta«on. UrJon noPces relating to the following m «ers may be polled without
the ll—ity .17—hilg the Fill Chiefs prior approval.
7 LA Unh,n --m and social Iffilill;
71B Notice of Unionmeetings;
7,LC Union app,iltmolt,
7, LD Notice IfUnion
7,LE Rlthhs ofU,,ioa elections;
7. LF Ffl,ln, If I—p,fith,ld —di,,, committees and md,plldla ,,I plifilJ arms If
the Li
7A G Non -political publications, rulings or policies If the Union,and,
7.1,H Minutes fUnion Meetings
71 All other nouces of any kind not covered in'/. 1 Athrough 7 1 H above, —A lllwe phru.,
,pp,,,W ofthe Fill Chid, ., his d,,iglll
ARTICLE 8 - RULFS AND REGULATIONS
8_I The City may name two(2)represontarives end the Union inay name two(2)bargainins unit
members of the Department to si, as a —mil- to discuss proposed changes to the Fire
Department's RWes and RegWatioos on an as needed basis but at least annually.
6.2 All proposed changes and/or updates will be submitted to the Fire Chief for his review.
8.3 The daisiotss fthe employees d—dbedin pe ,,iph 8_I shell riot —tit -a waiver ofthe
Unions npht to bargain collectively.
ARTICLE 9 - REDUCTION [N FORCE
9.1 REDUCTION -IN -FORCE
9.1.1 In the event of a personnel reduction, layolfl/reduction-in-force, facwrs to be
considered in determming the order of layoff shall include:
9_I_I.A Thd employed positioNjob, II ir-tio,
9.1.1.E Essential se,ies provided by the employeem that classification:
9.LLC Seniority within the Department',and
9 1.1 D All facto,, being equal (re'. Items 9.11 A through 9 Ll_C), the
employee's job knowledge end development, quality end quantity of work
interpersonal relations, initiative and--ications (perfortnaoce evaluation job
factor ratings during Fire Department service) will be considered.
9.2 RECALL
9.2.1 Employees separated due to a lay-off/reduction-in-force shall be given first
consideration for position vacancies within the Department, and, provided the individual
meets the p,dvaifng m imam goalificatwns for the job <lessification, mIbdiu sur ffil
completion of any p,cemployment examination, as required.
ARTICLE-100 —WORK A]71HDMJURYLEA—VE
101 It IMI be the policy,flh, City lfLongwood bi provide benefits to a,,, pum —, full-time
or part-time employce who i, injwal, di,.h1,,d ., has a pht,,.1 -,,dai- resulting from an accident
or cutting out of and m the --, of, do —mg their ffi,i,tI duties, wIhid, prevents the employee
from pbtf—mg his regular duties.
102 Full ..,k,,,' ..,11till benefits shell It, provided m .—,d.— with Workers'
Compensation Li, Ch.pt,,, 440, Florida Statutes.
103 Physician (medical) —ifi—ti- of the employees inability to return t, .,,k, —t It,
provided t, the Robilm Chid
10A Prior to . erbpl.y ,, returning to work phy,icti= (medical) —f—fi- ofthe tbtp].,,&s
ability t. — to —,k .,,d id—ifi-mn of my stipulations/restrictionx of such return is to be
provided to the Battalion Chiefpdor [o the employees return to work. It shall be the decision of the
Fve Chief'dNere is sudcient light duty work within the swpe ofthe stipulations/restricnont of such
return to Ii,th-- of, light day essigracevt evadable in the Fl,e Department, the employee
wJl work the light duty assignment ifinedically possible taking into wmid-6- phy,i6m (medical)
cen5uvon of supularion4reancuons. Tn the event there rs no light duty assignmem available in the
Fire Dtp-- ., determined by the Fire Chid, and the City Manager d-mi— th— i, , light
duty e,igm - il.ble elsewhere m the City, the employee ,ill .,,k th,, assignment.
'9 C=-'LPFF1 local - 10
Cily—
ARTICLE 10 - WORK RELATED INIURY LEAVE -C-id.
10.5 During he employees injury leave, during a period when not receiving Workers'
Compensation benefits the employee will continue to receive full pay by utilising nenmed sick leave,
annual leave, or other eligible leaves.
10.5.1 If this enod is subsequently covered by WorkersCompensation the employee will
reimburse the City for payments received through Work rs' Compensation end will be
credited for utilized leave hours based upon a prorated formula comparing the Workers'
Compensation b—I t m the employees hourly rate.
1052 Dunng the employee injury leave, when not receiving Workers' Compensation
benefits, the employee will be eligible to utilize accrued sick leave, annual leave or other paid
leaves.
10.6 An employce who haz utilized accmed/available leave hours and/or has been absent without
pay, may petitwn to have those hours restored_ This applies obly to the first seven (7) wnsecnttve
calendar days an employee is off due to a work related injury. The City Safety Offcer and the
Personnel Administrative Offcer will review all requests for time reinstatement and will either
remsmm the time or refer the matter to the Workers' Compensa- Appeal Committee As
necessary, 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 resmred- The Workers' Compen anon Appeal Committee will submit their
recommendation(s)to the City Administator for his review and action. The decision of the City
Administrator shell be final The Committee will be —posed of fve (5) members, the Personnel
ARTICLE 10 -WORK RELATED MJURY LEAVE - Cont'd.
Adrmniaradve Odiwr, two (2) members Eom the management team, and two (2) mambas from the
barg,mmguoit.
107 The Fire Chiefmay refill the position, upon Human Resources Ot7icefs approval, under one
of the following conditions:
10.7.1 On a temporary or limited-temt basis stipulating that such refill may terminate upon
retom oflhe regular employee; or,
10.7.2 On a permanent basis in the event, based oo medical sttifioanon, no reasonable date
can be determined of the employees ability to return to full time employment.
10.8 Following expiation of all available leaves, the employee will begin a leave without pay
status, not to exsW twelve (12) celeodar months from that data
10.9 An employs un leave without pay scams shall not accrue any armual leave, sick leave or other
leaves with pay, our shall the employee bo eligible for holiday pay, bseavement leave, etc, during
leave without pay status.
10. 10 Ao employee on leave without pay status and his/her position k being filled On a temporary
or limited -term basis, said employee shall not be permitted to obtain accept, o work outside
employment dung the period of,pproved leave without pay,.N the Fire Chief grants pemtission.
10_I1 If, upon expiration ofihe twelve(12) calendar —,l,, the employee does not return to work,
the employee shell fun it hisher right to be cmpltyed by the City.
ARTICLE 11 :DISCIPLIIE A DISCHARGE
I1.1 ISSUANCE Op DISCIPLINE
11, 1.1 Employees who ltavesuccessfully completed their initial probationary period ofone
(1) year far shift employees, it (6) month, for no. -shift employees, .,,ay be disciplined or
discharged only fe,just cause; empleyees who have not successfully completed their initial
probationary period may be disciplined or discharged Malt-
11 1 2 Whenever it i, alleged that en employee has vi.l-d any rule, regulation, or policy,
the employce shall be notified, in ti% on the appropriate notifcation Corm, of the specific
alleged violetion(s), inoludmg tha sp.ift (hms constituting the a0eged violatio2 Such
notifiration must be given within ten (W) administrative working days of the event giving,ise
to the alleged violation; othetwi,e discipline may not be imposed for tha alleged violation.
Ifthe employee is not available, the notification shall be given within ten (10) administrative
working days ofthe employees return to duty.
11, 1.3 A written reprimand, suspension without pay, ,, disciplinary discharge may be grieved
by the employee through the Grievance Pmced— as outlined iu tltis Agreement.
11.1 4 M employce relieved ofdury for tha investigation oftllt,g,,d vie um(,), Prior to the
issuance of the formal disciplinary attic., may be relieved with pay.
11, 1.5 Theemployee,hall have the tight winspvet or copy any or all of NAs ,personnel file
o, t, other file oontammg records --mg the employee and no records shall be hidden
from the employee
ARTICLE I -DTSCIPLINE AND DISCHARGE - C n S
11.2 Whenevera Firefighter is subjected to an intertogati n, such interrogeti nshall be oonduoted
pursuant to the terms ofthe Firefghters' Bill ofRghts, F.S. 112.82, Section XX.
113 CLEARING OF DISCIPLINARY ACTIONS
11.3.1 It shall be considered that corrative action has been accomplished by the employee
and records ofdisciplmary anion may be removed From the departmental, divisional and City
personnel files under the following provisions.
11 3.1.1 If the disciplinary action on file is a warning and the employee has
oommttted no tiffs— requiring aFy disciplinary xcii- for six (6) months after the
nutial offense
113,12 Hthe dmip[Fi, action on file is a written reprimand and the employee has
—,ittM no ofeme reluinng arty dixF,tiry anon for one (I) year after the initial
offense.
113.1 3 Ifthe dmipfnary action is placement of probatioq suspension without pay
or discharge such action shall, under no ciramstances, be removed from City files.
11.32 The length of time to clear tha moat serous disciplinary action in tha filewill ba the
time fame used for calculation purposes in cleanng disciplinary action ftom fle. The time
frame will begin Rom the date of the most recent disciplinary action, regardless, of type.
11.3.3 It is the resppnaibility of(he aff—d employee to submit written request through the
Fire Chiefto the Human Resources ORlcer to initiate clearing of his 1—ld according to the
provisions fthis section.
ARTICLEII- DISCIPLR AND DISCHARGE -Com'd.
11.3 4 The Personnel Office shell mdlmain a file, separate floor the employee, pusonnel file,
of all disciplinary anions.
11 4 Employee who are discharged or who do not sep.m, from she City m good standing are not
eligible to be mmpw,ted for any accomWated/--d leave homy (excluding mmpevsatory hours).
ARTICLE 12 - GRIEVANCE PROCERMS
12.1 Grievance shall mean an alleged violanoa orunfeir applioation of this Agmement as it apphea
to the employees who bring the grievance to management. Sim, —g-- has h—ighl t, &
transferemployeeperformance evaluations, decide upon the promotion or transfer of employees, a gne ante
on the subjaxs elan employce performance evaluation, promotion or shall b, limited t, any
,11,g,d violation of policy ., procedure. The substantive d,,i,i.. regarding an employee's
pew m— evaluation, . promotion or t—lb, shall b, --gri .. ble
12.2 A grievance ..y Ite initiated b, full-time employees who h.,. --fi,11, —,I-d IM,
i.ftid pm.bed probationary period, h—, probationary —ply.. may fit, , gn,—w f., an
.11e,d violation of this A,,--, ex6Amg disciplinary G,i.,es alleging
discrimination, ., defined elsewhere m this Agreement, may It, filed m any time f.11—mg d- of
—pl.y.-'
123 All pi--Ml be filed on a f.rm mutually approved by the p,ai,, and shall state and set
forth: 12 3 A the sp.ific provision or provisions dth, agreement alleged by the employee t, have
been violated,
123 B the s,611. fl-, --it.thtg the alleged
12 3.0 the relief,equ,-d by the eligible —ploy,,, hereinafter ,f,,,d to a, the &i—,
and,
12 3 D --d-- to the gi—. .may b, d, no later than the --d step of the
gn-- process.
Cif -� 998= LPF17A — 3-
ARTICLE 12- GRIEVANCE PROCEDURES - Cam'd-
124 Ali grievancesshall be submitted within ten(10) calendar days after
12 4.A non resolution or unsatisfactory r solution of any verbal discussions with the
tmmediat supervisor, or,
12 4 B ontification fthe occurrence of an event giving rise to the grie once.
125 All grie antes no appealed to the next step within the time limits established by this
Agreement shall be considered settled on the basis fthe last ans er provided by management.
12.6 All grie antes not answered within the tiu limits established by this agreement shall cause
the grievance to eutomatiwiiy advance to the ne+[ step.
123 The time limits set forth herein may be extended by written agreement fthe parties.
12.8 The Grievant may have a Unio repres ftwI prase t, when requested by the Griev
any stage of the grit,- process.
12,9 The Grievant may be accompanied to any me ring described in this Article or Aricle 13-
Arbitration by not more than two (2) other perso s, cept those noted below`, and/or Union
Stewarda,presentwive, so r,W,,1Id by tho Grievant (-Ex W,d are: Elected Official; City CIer4
City Attorney, City Administramr, and Department Heads),
12. 10 The City may be accompanied to any meeting described m this Anticle or Article 13-
Arbitration, by any other person(s) and/or representative if the City so desires-
12A 1 In advancing grievances to the next level, the Grievant and the City may Dell a reasonable
number ofwilnesses is support of their respective positions.
ARTICLE - GRIEVANCE PROCEDURES -C-Cd.
12.12 All grievances must be processed at the proper step m the progression in order to be
considered et the subseque ts,p_
12.13 The Grevant may withdrew a grievance at arty point by submitting, in writing, a statement
to that effect.
1114 Nothing in clue Artieb, shall prevent the Grievant fiom presenting, at any tine, higher oxm
grievance withow the intervention If Union Representauve. However, the Union Representative
will be given a reasonable opportudty to be present at arty meeting called for the resolution of such
grevances.
12. 15 In the even a g6 once is resolved without. Unio representative present, the City, upon
wntten request by the Uni, will provide the Union a copy of the resolution.
12A6 The established formal pro ass does not preclude and it not intended to discourage the
Grievant 6om fug disw sing the grievance with higher in medial sIp,,l-,d—l1y a,d verbally.
The Grievant should discuss the complaint with his/her immediat supervisor m an atmosphere of
o.perauon and problem resolution as an on -going process in the employment relationsivp.
I2.17 The immediate supervisor is responsible for making appropriate inquiries and taking any
necessary anions to resolve the grie ante presented by the fmievant within ten (10) calendar days
from the date the Grievant brought the inquiry forth.
12. 18 A Grevant engaged in meetings with the GA in Steps One, Two and Three fthe Grievance
procedure may be engaged in said meetings during his/her normal work hours without loss of pay.
AR=E- - GRIEVANCE PROCEDURES - Cont'd.
12. 19 STEP ONE_ FORj IA4 (GRIEy_ANCET_ QCP_SS - Step One of the formal grevance
process is as follows:
12.19.1. GRIEVANT:
12.19.1.1 The Grievant shall file the grievance in writing on the approved grievance
form, to the Battalion Chiefwithin (10) alend, days after: (a) no —.Im tion or
unsadsfiuory rnwlution ofany v hl di —,,ions with the i—,Ghat suporvi
(b) nofificahon of the occurrence of the ev nt giving rise to the gne once.
12.19-12 The gdevanoe shah state ends I ffth_ (a) the speoific provision or
proviswns of the Agreement alleged by the Grievant to have been violated; (b) the
specipe faces wnstitoting the alleged violation; (c) witnesses, if any. (d)supporting
dowmentation, ifany; and,(e) thereliefroquasted by the C event.
12.19.2 8a talon Chef
12.19.2.1 Upon receipt of the —plated gdevance form, the Battalion Chief vnll
review all documents submitted for factual representations and definition of the
gdevance.
1219.22 Within ten (to) calendar days fthe date the grievance was received, the
Battalion Chief shall meet with the Grevant and make a decision and —,—mate
,t to the Grievant. The dedsion shall state the basis for the decision and shall be
rendered m wr ting to the Gficvam with copies to ehe Fire Chief
Clry�o[Wagwom LPFFq Lord l I" 19
ARTICLE 12 - GRIEVANCE PROCEDURES-Confd.
12.19.3 g EVANf,
12. 19.3_I In the overt the grievance is resolvod to the setislbetion of the Grievant;
or, the Gdevant does not wish to pursue the grievance any further, the Grievant is to
mdi— same on the original grievance form and vbmit same, along with all facts and
information concerned with the grievance, all support documentation, if any, and
responses to the Battalion Chief far forwarding to Personnel.
1219 3 2 The eomplePA oiiginel gf,v— fiom must be submitted to the Battalion
Chiefwithin (10) oalondar days oDhe —ipt fthe Battalion Chiefs response
12,20 STEP TWO - FORMAL GRIEVANCE PROCESS - Step Two of the formal grevance
process D as Sill-
2 20 1 GRIEVANT:
12 20.1.1 In the even the grievance is not resolved in Step One, or the Grievant is
dissatisfied with the decisioNresp... Odeterminatioo of the Battalion Chief, the
Grievant may, at the Grievants elecuon, submit the grie erica to the Fire Chief
1220.1.2 The completed o66grievance form must be submitted to the Fire Chief
within rev (10) oelendar days of the date of the receipt of the Battalion Chiefs
response.
12.20A 3 The Grievant is to indicate the reasons) for finhor review and/or
consideration. Same shall be restricted to those Issues presented in Step One.
tjBI Cam- GRIEVANCE PROCEDURES - Clad
-
12.20.I 4 This submittal shall be accompanied by all facts and irdbcmatioo concerned
with the gnevan<e, ,Ipm ofall documents previously submitted sod respooes given
thereto.
12 20 2 FM CM F:
12202.I Upon receipt of the completed grievance form, the Fire Chief will review
all documents submitted for factual repcesema[ions and defininoo ofthe gne ante.
1220,22 Within ten(10)eelandar days of the date the gnevancewas received, the
Fu, CliePshall meet with the Gnevant and make, decision and oommn &— it to tit,
Gfi—t. The decision shall state the basis for the decision and shall be rendered in
writing to [he Gnevaot with copies to the City AdmlNstrawr and the Personnel
Di— Further, for ail grievances not involving discipline,dem m, or discharge,
and pertaining to interpretation of this 11-ta, I copy of the gnovaow will be
provided to the union.
12203 GRIEVANT`
12.20.31 fn the we v the grievance is resolved to the satisfaction ofthe Grievant'
r, the Grievant does not wish to pursue the grie ane any further, the Grievant is to
iodimte same on the onginai grievance forth and abmit same, along with ail facts and
information 000cer .d with the gne a , all support doamen[etiory if any, ,od
responses to the Fire Ch IMI forwarding to Personnel.
1220 3 2 The completed original gdavance form must be submitted to the fire Chief
within (10) calendar days ofth, receipt oftha Seaalion Chiefs response
croottlewPod a. t.evtn t,..al ttss 21
ARTICL,j2-GRIEVANCEPROCEDURES Cont'd.
12.21 STPP'[HIiEE-FORMAL GRIti VANCEPROCESS- Step Threaofthefi—lgnevancc
process is as follows:
1221.1 GRIEVANT:
12.21A 1 In the event the grievance is not resolved m Step Two, or the Grievant is
dissatisfied with the decisioN—ponse/dmermination of the Fire Chief, the Gnevant
may, at the Grievant', election, submit the gm—, to the City Administrato,
1221.1.2 She completed original grievaace ftom must be submitted to the City
Administrator within ten (10) calendar days of the date of the reeoipt of the Rib
Chiefs response.
MIA 3 The Gnevant is to indicate the reasoo(s) for Ntrther review and/or
—id—tm Sameshaliberestnttedtothose isses presentedm the previous steps.
12 21.I.4 This submittal shall be accompatded by all fans and information concerned,
with the gievance, copies ofall docianents previously submitted and responses given
thereto.
12.21.2 CITY ADMINISTRATOR'.
12212.1 Upon raeipt of the written reque9for City Administrator review, the City
Administrator will review the grie i ce, the accompanying gtie ante form, written
response and all other documents submitted for factual representations.
12.21.22 Witldo dfteen(15)calendar days of the date the grievance was received,
the Ciiy Adminis¢etor will hold a meeting with the Gnevant, the Union
representative, if so requested by the Gnevant, and any other indwidl, is ,,mployees
involved or as may be called.
ARTICLE 12 - GRIEVANCE PROCEDURES - Cont'd.
122123 Wthinten(10)wlendar days of the date of moetinp/conference, the City
Adminisvator decision shall be rendwed in writin6 and shell set Conh the basis Cor the
decision. Further, for all grievances not involving discipline, demotion, or discharge,
and pertaining to interpretation of this contract, a copy of the grievance will be
provided to the union.
12.21.3 GRIEVANT:
12.21 3.1 In the event the grievance is resolved w the satisfaction fthe Grievant;
or, the Grievant does not wish to ii—, the grievance any further, the Grievant is to
indicate same on the ongmt l grievance form.
12.21.3.2 The—pleted ingmtd gnevanw form must be submitted to the City
Admmi,trawr w iii ten (10) calendar days ofthe r—ipt of the City Administrator's
response.
1222 STEP FOUR - FORM GRIEVANCE PROCESS - Step Four of the formal grievance
Pit— is as follows:
12-22.1 GRIEVANT:
12.22.I.1 In the event the gnevanw is not resolved in Step Three of the Onavanco
Procedurq or Ne Grievant isdissatisfied with the decisioNresponsNdetermination of
the City Administrator, the Grievant, may, at the Grievant', Gection, appeal said
decision through arbitration.
y Loo=LPFFA Locel ll5i 23
AUCL613--IT &i IJQE
13.1 If Grievant desires to arbitrat a grie ante deus— subsequem to the receipt of the City
Admiru,ira[or, decision, the Grievant shall, -Ihln fifteen (15) calendar days after receipt of the City
Administrator's decision, give notice to the City (by registered mail, return receipt requested),
directed to the Human Resources Officer, of the Grievant, intent t, submit the gnevance for
arbitration.
132 Wit1ii,i-(10)working days Bom[he receipt of intent to submits Grievance to arbitration,
the City or Union shall request Ito. the Federal Mediation end Conciliation Service (FMCS), she
names of seven (7) potential Atb -tora-
13.3 With,,, tan (10) working days after the receipt of the FMCS It,,, the City end the Grievant
shell select an Arbioator by the process of alternate elimination, with the Grievant d-mg the first
elimination. The remmning Arbitrator selected, will be the Arbitrator_ The City end the Union will
allernato in the right to first elimination in successive arbitrations.
13A As promptly as possible upon.. -ion the Arbitrator will conduct a hearing with rasp—,i
the subjec matter of the grie ante.
13 5 The Arbiatil- decision will be rendered in writing within thirty (30) calendar days after the
conclusion ofthe arbitration hearing. Acopy fthe wntten decision will be furtushed both to the
Grievant and the City. The Grievant', copy shall be directed to the Union Business Agent at such
address as is set forth herein for the local Union office, the City', copy shall be directed
to the City Administrator at rich address for the City as shall be set Forth herein; and, to such other
representatives as may appear on behalf ,fth, City at the Arbitration hearing.
RA TICLE 13-ARBITRATION-CotId_
136 An employee filing a Srievance shall be entitled to the assistance of a representative of the
employee's choice, if the employee is not a member of the Union.
13.7 Both parties (Union end City) shall beer their own expenses with rospeot to rho presanm[ion
of the arbitration.
13 8 The Arbitrators expenses shall paid by the losing patty of the a,bi-f-
13,9 Per Sermon 286 0105, Florida Statutes all porsons are advised that if they decide to appeal
any decision made at this hearing, they will need a record ofthe proceedings and far sock potposes,
they may need to insure that a verbatim rewrd of the proceedings is made, which includes the
testimony and evidence upon which the appeal is based. The City does not provide this rewrd.
13. 10 The party desiring a tran cript will be responsible for the wst of the same.
13_11 A maximum oCthree employee may be released from duty for attendance at an erbitmtion
proceeding as witnesses for the Grievant, without loss of pay.
13.12 Both pardes sboll make arrangements for paying, the witnesses whom eaoh have called,except
as set forth in 13.11, above.
13.13 The Arbitrator shall be —flood to such duties and powers as are set forth in the Florida
Public Employee Act and the Florida Arbitration Code. The Arbitrator shall not have the authority
to add to.. subtract fiom or modify any of the terms or provisions of this Agreement and
shall be limited to Qua ttons involving the ieterprrxmmn of this Agreement end questions involving
the application of the Agreement as the Agreement specifically addresses discipline, disciplinary
demotion or disciplinary discharge.
ARTICZ 3 - ARBITRATION - Con U
13.14 Tho decision of the Arbitrator shell be final and binding upon both parties except as the
Florida Arbilmion Code may provide for limited review by a Court of compelentjurisdinion.
13 15 No decision ofaoy Arbitrator io any one case will create. basis For rat —able adjustment
m any other —,
ARTICLE 14 -WORK SCHEDULFIDUTY HOURS
14.1 W,,,k, h— and sluff schedules -11 be determined by th,, Fire Child, ib —j-ttibb with the
fimb,tilm ofthe D,,n—, subject it, the tpp,.,tl of City Adnni--,
142 M employees m, required to b, present . their b,d jobs, for tha i—I h—, in[hair
pb,m.,I, period, mt. absence i, mffi—d by the employee's immediate mptr m, bbj,b,
to the approval ofthe Fire Chid ., his designee_
143 All absences mg b, charged t, the affected pp,.p.,it, 1—,, record, or upon
exheustiom f.11 available —d leaves, I,— without ply.
144 Pm, to any changesmduty hours t,R, (-d.diq personnel the U,,i,n will
be provided an opportunity t, b,,gim collectively regarding the proposed change(s) through
Lm-M.,,— C,,,ti
14.5 AHWM -pl,,— shall be notified . minimum Ttmty (30) calendar d,,y, in advance of any
changes to imi, tm,lblimlml —1, period.
14,6 E—pt —pil,— m, not eligible f,, overtime p,y,,bt, — accumulation
hours.
147 51MTEN �LO�E
1,l7 1 SHIFTS. Employees shall .. (24)
hours .nduty and forty-eight (48)hours off duty.
147.2 WORK PE�OD The -- —1, period i, Sunday, 0000 h—, (Midnight), 14
—dt, days through Saturday, 2400 hours (Midnight).
ARTICLE 14 - WORK SCHEDULE UTY HOURS - Cont'd.
14.7.3 DUTY HOt1RS: The duty hours will commence at 0800 hours and continue for 24
hours through 0800 hours.
143 4 CALL BACK: If- employee is called back to work, hNshe shall receive pay for a
mimmum of two (2) hours, which will be considered regular hours worked for the purpose
ofdetermirvng overtime Only the actual time spent on duty is coveted as part of the two (2)
hours.
14.'1.S TIME TRADES. Shift employees may voluntarily trade time for personal reasons.
A Time Trade Record shall be completed in full; signed by each employee, their immediate
supeMsots, W Hatmlion Chief. Either supervuor«tay denyatime wade if sufficient reason
exists fie propx manning, ALS persotnet, Mo). Time trades shall be paid back in full within
six (6) months Employees shall not enter into time « ode agreements that cause a period of
over fifty-eight (48) consecutive hours worked.
14.8 NON -SHIFT EIWLOYEE.
14.8.1 WORK PERIOD: The current work period is Sunday, 0000 hour., (Md.ght), 14
calendar days through Saturday, 2400 hours.
14.8 2 WORK HOURS: The employees —obit urs will consist of two (2), foray (40) hour
work weeks within each work period.
14.8.3 WORK DAY: The number of hours within each work day may vary depending on
the operati—I needs of the Depanment. Afh-e employees are to receive concurrence
from their immedit supervisor when working other than eight (8) hours in a work day_
cnyo[Long..mda ipt:pw tacel3t5s 28
6RTI(U tb - WORK SCHEDULMUTY HOURS � Com'd.
14 9 QVERTI , All non--pt employees must be paid not less than one-and-one-halftimes
hislher regular rate of pay for hours WORKED over the maximum cumber of hours; Shift-. One
hundred six (I06)houNperiod; Non Shift'. eighty(80)hourYperiod', established for the worA period,
per MA.
14,9.1 Overtimewill be rotated and dirtributed among the employees in accordance with the
cmr nt procedure.
AATICLEIS-LONGEVITY
15.1 PAY INCENTIVES: Annual compensation will be paid to bargaining unit members who
meet all requir menu Eor remuneration of the below listed cenifcations or sernces performed as
d-omoed by the Fice Chief, [neeninves are not included a9 pan of the base salary, however,
i—od a will be included iothe base pay for the purposes ofcalwl6t overtime paymenec
15. 1.1 EDUCATIONAL INCENTIVE_ Compeosattoo paid to bargaining unit memb- for
achieving oenain edocatioo levels. She degree shall be Fire Department related (og. EMS, Fire
Science, Adovrtis oom, etc.) Ao Associate degree fiom ao accredited source will be wmp—wd
m the rate of S60 w per year. A Bachelors degree from an accredited source will be compensated
at a rate of $1,320.00 per year.
15A.2 PARAMEDIC INCENTIVE: Compensation paid to bargaining unit members at the rate of
$3,SW.00 per year. Employee receiving this incentive pay mus[meet the following entena. must
possess a current State of Florida Paramedic Certification, and must comply with the current
Seminole County requir menu to practice Advanced Life Support procedures within Seoanole
Cowty wder tho wrreot Medical Director (eg ACLS Certification, CPR Cenifiwtion, all written
and/or practical testing required to praetioe ALS f Fvlure to maintain the A,hty to practice ALS
within Seminole County constitutes forfeiture fthis incentive.
15.1 I. LONGEVITY INCENTIVE: Compensation paid to members ofthe bargaining unit as of
the effmne date ofthis Agreement for connnu us years of servce to the Ciry. Paymen[ is based on
years of continuous service fiom the latest date of employment and will be $]5 00 [or each year of
semce to a maximum of$1 000.00. The employee must be employed by the Ciry as of the effective
ARTICLE -I 5 - LONGEVITY - C.,'d
d— of this Agreement; and —, have completed the specified b—b, of y—, on or before
Anyone
employed by the City subsequent to the effective d- of this Al,,-- shall not be eligible f,,
longevity p,y,,& for the first five y.,, of service after which the employee will be eligible f,,
Io�eviry at the five year ate. ERective date for the purposes of this paragraph shall be the date the
parses reach agreement or the date the City C,,,i,,i,, approves the -- ofthis Agreement f.,
,he -i"
ARTICLE 16: WORKING OUT -OF-CLASSIF[CA'[ION
16.1 SH1MFLOYEES'.
16.1.1 An employee may be required m temporarily perform the normal duties of e higher
or lower positioNjob classification.
16A 2 Employee working out of classification in a higher positioNjob classifcatwn and
performing the duties and -Ws bilkies ofthe higher dauifiwtlon for ten (lfi)conseousive
calendar by, or more will be compensaed widt 5% increase, or to the minimum wage of the
higher clauifiwtion, whichever is greater, beginning with the I Ith calendar day m the higher
classification.
16.1.3 Employees working out of classification m a lower positioNjob classification will do
so without any Ioss m wages.
16.2 NON -SHIFT EMPLOYEES:
162.1 An employce mey be required to temporarily perform the duties of a higher or lower
positioNjob classifi<aton.
162 2 Employees working out of classification in e higher positioNjob classification and
performing the normal duties and responsibilities oFthe higher classification for fourceen (14)
consecutive calendar days or mare will be compensated with a 5 < incease, or to the
mmimnm wage of the higher olauifio m, whichever is greater, beginning with the 15th
calendar day in the higher classification.
1623 Employ —working out ofclassiBcetiomm a Iowa positioNjob dassifioation will do
so without any Ioss m wages.
ARTICLE 17 - DEPARTMENTAL ISSUE CLOTHTNG/EOUI—NT
12.1 miJ�: All wifonns end insignia which employes are required to wear in tFe performance
oftheir assigned da[ies shall ba furnished by the City withou[ cos[ to she employee; es listed below_
17.1.1 lmtWJsrue - To be issued to all new employees as soon as possible after employmen[:
Jea - Tr.. —
tea - Dress Shins (Shift) w/appropria[e patches
Sea - Dress Shins (Non -Shift) w/appropriate patches
4. - Tee Shirts w/LFD insignia
4ea - Golf Shirts w/LFD insignia
lea - Heavy limed Jacket w/removable liner and LFD insigne
lea - Jmmpsoit, Navy Bi- w/appropriate patahes
Ipr - Uniform Shor/Hoot, black (Style approved by the Fire Chief, or designee; may
not exwed stablished dollar limit).
lea - Umifrm Belt (Employee opliom to purohase NFPA approved emergency
repelling belt, may not exceed stabliahcd dollar limit).
tea - Athletic Shorts w/LFD insignia
lea - Baseball style Cap w/LFD insignia
Ipr - Sweatshirt and Sweatpants w/LED insignia
tea - Windbreaker w/LFD insignia
I set - Co11ar brasx/BadgelName Tag/Serving Since plate
lea - IAFF pin to be a standard part of-llar brass
(To be provided by the Union)
Ipr - Rainwear, coat w/hood and pants
Items no[ scheduled for armual replacemem will be replaced on an "as needed" basis.
ARTICLE 17- DEPARTMENTAL ISSUE CLOTHING/EQUIPMENT -C-f&
171.2 Atmuel Issue- Ttus procedureis detailed in 0-G. 702U ORMS. Each employee
will requisition needed uniform items Rom the approved department It, The d,--t will
mamta�n a fle on each employee detailing the items issued for the curtest year. There will
be no monetary value assigned to the employee nor will there be any carry.ver.funspent
funds Rom year to year.
17.1.3 Vnifotms will ba purchasai with siangf tneeAc, weisS and insesrta Unifotmswillnnt
be tailored at the City, e.pevse.
17.2 Prat we Eaut.ment: All protectwe equipment which employees are required to wear in the
petfonnance ofthw assigned duties shall be: a type approved by OSHA and NIOSK without cost
to the employee; as listed below:
lea - Fite helmet w/plexiglass fce shield
lea - B.N:er wet
1pr - Bunker pants
lea -Firefighter-type suspenders
Ipr - Firefighter -type gloves
Ipr - Firefighter boots w/safety insoles, knee-high
I ea - N.—hood
I ea - PEA few mask
tea - FIEPA mask
lea - Goggles/Bye protection
lea - Waist carry pack
ARTICLE 1'1- DEPARTMENTAL ISSUE CLOTHING/EQUIPMENT- C.,,ld_
173 R I -The City will replace any of the above Iistad items which, iv the
jodgemevr of the Fire Chief, or his design¢ , e e unsemceable due to fair wear and tear, damego es
a result ofperforming olrcial duties, or damaged/lost through no fault of the employee.
173A Iflost or damaged equipment is f—d, through investigation, to have been the —It
If negligevoe or abuse by the employee, the equipment will be replied et tha employees
expense.
1'/.4 Maintena a -All issed clotfdng/equipmen[ shall be assigned to each employee and shall be
his responsibility to maintain and to report damages of wch equipment during his tenure of servitt.
A record shall be kept oEall clotlunp/equipment issued. All suchl1.t1,i.g/glip—shall remain the
property ofthe City.
17I The City shall provide a servivable washer and dryer at each Fire Station for the sole
purpose of maintaining City propeny. SIilR members shall make a --ble.(tempt w
combine laundry to obtain the most cast effective service G no case shall issued items be
brougln to the Staton for laundering. In rho event of machine break -down, the City will
make a reasonable attempt to have the equipment repaired or replaced m a timely manner.
17.5 Chanees - The employee committee responsible for review of Departmental
clothing/aluipnrent may make rewmmendations to the Fire Chief for any changes or modifications.
Gry}o(LangucoodffiLPPPn I,ecel9t6} 35
ARTICLE I8 -TUITION IvOA 1R$EMENT
18.1 The City, tumem refund program is designed m encourage employees to continue their formal
acedamic education to areas which will enhance their oontributiov to City service.
I8 2 Nothing herein shall be constned to obligate the City to provide training far individuals to
acquire the basic skills and training needed to obtain er maintain a position m City Employment.
18,3 The City Commission reservos the right to divert trmnimg funds to —,bi, key
positions/individuals and/or operations based upon overall city-wide prionues and subjec to fund
availability.
18.4 Tuittom refund program will reimburse in full, o any part thereof, permanent full-time
employees for the cost ,f tuition expenses paid by employees in the successful completion of
approved course work or -ming in an 1-1dited educational i,titutioo.
18.5 Such offday dlueadoq training, inrtmction or courses of study must directly o.-b.b, it,
the improvement of skills or the enhancement of knowledge used in the pertormance of City duties
or contribute to advancement in the employees related field and/or promotienal potential and
tnaeased efficiency within City service to be approved fot tuition rth,id.
18.6 Courses of,mdy must be accomplishN outside the employees normal work hours unless the
Department Head approves the use of appropriate available accumulated leaves.
I M Eligible employees must have been continuously employed by the City fbr at least six (6)
momhs immediately preceding the first day of classes for which tuition reimbursement is requested.
18.8 Tuition reimbursements will be based on the avvlability offumds allocated for that purpose
to the budget. Unused reimbursement funds will be equitably available I. all persennel as tuition
reimbursemem.
199 of l.wg voodgtli—wear 3163 36
AATILLE 18 -TUITION REIMBURSEMENT - Com'd.
18.9 Wnn n approval must be obtained in advance fiom the Fire Chief in order for any employee
to be eligible fr the Tuition 0.efund Program.
18_10 Following tha completion of the approved course, the employee agrees to remain employed
with the City fr a period of et least: One (1) year for single term courses; or, two (2) years Por
extended term courses (i_e Paramedic course)_
I8.11 Temuetatiov ofemploym by the employee, or separation not iv good standing, pdor to the
completion fthe appropriate time period, shall — the affected empleyee to repay the City tuition
reimbursement sums paid by the City according to the following schedule:
Separation fiom 0 - 12 months Q 100 percem reimbursement.
Separation fiom 13 - 24 months ® 50 percent reimbursement.
18.12 Aeimbiusement shall be made upon presentation to the F've Chiefor his designee, within thirty
(30) calendar days fllowing last Clay oPolass, of (a) proof of paymavt oftuitiorl and, (b) copy of
grades in accordance with the following'.
IWI. - Passing Grade (C or better), passed; or satisfactory
000% - Failing Grade (1) or F), failed; nnsatisfauory
18.13 T.it on 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 reimbursemem by the City, provided that no employee shall receive wit— refndt
greater than for actual expenditures for tuition paid by the empleyee.
18. 14 Upon prior approval employees will be reimbursed Por teat books and/or laboratory fees
required by the professor. Books will be turned i I to the City. There shall be no reimbursement for
transpoixation, housin6 or other related tees.
CiryorimigwoN&[PFFA Lecel 1163 37
ART[QLE 19 - COMPENSATION AT SEPARATION
19.1 Permanent full-time employees who separa[e from [he Ciry in goad standing (eligible for
rehire), will be eligble far separation benefits as Eollows
191.1 Vaca[iov Leave -Article 2l:
Iv accordance with "Payment Upon Separation'
19, 1.2 Sick Leave -A icle 22.
1v accordance with "Payment Upon SCPera[im
19.1.3 Unused Holiday hours accumulated as of September 30, 1989,
192 Employ who separate hom tho City in less than goad star&og (not eligble fur rehire), sha11
no[ be eligible for separator benef[s.
193 Employees separating from the City will be wmpensa[ed for aII accumulated/unused
compensatory hours.
194 Any monetary benefits due to anempiyw m the time fdeath shall be paid to the employee's
designa W beneficiary, personal representative, estaze or an otherwise specified individual designated
es a result of probate proceedings.
ARTICLE 20 - HOLIDAYS
201 RRFTEMPLOYEES_
20.1.1 The fallowing odiciel holidays, per fisW year, are authorized and will be observed on
the days so designated es follows:
1. New Yeats Day
2 Memorial Day
3. Independence Day
4. Labor Day
5. Thanksgiving Day
6. The day a ,, Th,Nc i-g Day
]. Christmas Eve Day
g. Christmas Day
9, New Year's Eve Day
10. Employee's Binhday to be taken within 30 days of employees birthday.
II. Floaung Holiday,, be taken -he discretion ofthe employee within the fiscal year.
20.1 2 Employees roost be on the active payroll (receiving pay) for the scheduled shift
immediately preceding AND the scheduled shift immediately succeeding the holiday; e.g.,
worked or on approved paid leave.
20.1 3 Holiday hours are not considered as hours worked f r the purposes ofdetermining
hours worked for overtime purposes.
M,1 4 Eleven end three -tenth (I1 3) holiday hours will bo paid at the amplcyees straight-
nme raze. Holiday hours will be paid as each holiday occurs.
s-1998 Ca�vect
Ciry cf [nngwoo]&LM�Yn Locel lt6a
ARTICLE 20- HOLIDAYS - Cont'd.
202 SION-SHIFTF.Iv(PI.OYEES'.
202_I The following holidays, per fiscal year, aro authorised to be official holidays_
1. New Years Day
2. Memorial Day
3_ Indepoade—Day
4. Labor Day
5. Thanksgiving Day
6. The day after Thanksgiving Day
2. Christmas Evc Day
S. Chn—. Day
9. New Year's Eve Day
10, Employee's Birthday to be taken whhm 30 days of employees binhday.
11. Floating Holiday to be taken at the discretion of employee vrithin [he fiscal year.
20,22 Holidays that fall 0n a Saturday are to be observed on the preceding Friday.
20.2.3 H11idays that Call on a Sunday are to be observed on the succeeding Monday.
2024 Employees must be on the active payroll (receiving pay) for the scheduled work day
immediately preceding AND [he scheduled work day immediately succeeding the holiday;
e.g., worked or on approved paid leave.
20.2 5 Eight (9) hours ofhdiday pay will be paid a[ the employees straight -time rate; and,
will be Veid as they — , in accordanw with the above.
ARTIQLE 21 -VACATION LEAVE
21_1 Annual leave is a benefit—tofddto full-time employees for personal relaxation and family
enjoyment and employees are encouraged to take annual vacation leave.
21. 1.1 SHIFT EMPLOYEES-Axtual of Annual Leave hours is as follows:
Ng NLVEMAjtY DATE MONTWYEAR
Ist through Eh 1,33 / 112
5th through 9th to 00 / lb.
to, 1866/224
21. 1. 1. 1 At the end of each final year, September 30th, ell hours over the
mavimum aa—le listed below will beforfeitM The exception is eha employee who
was not allowed (and subsequently documented by the Fire Chief) to take leave duo
to the requirements and missions of the City. Subject to the City Administratots
approval upon the Fire Chiefs recommendation.
Fire Shill Employees-336 hours
21,1 2 NON-$li1R EMPLOYEES - Accntal of Mnual Leave hours is as follows:
ANNIVERSARY DATE MONTFVYEAR
la through 4th 6.67 / 80
5ih through 9th 10,00/120
10+ 13.34/160
ARTICLE21 VACATION LEAVE-Cont'd.
21.12.1 At tFe end ofea<h fisW year, September 30th ell Fours over the mevmum
accruable list below will be forfeited. The exception is tFe employee who was not
allowed (and subsequently documented by the Fire Chief) to take leave due to the
requirements and missions fthe City. Subject to the City Administrators approval
upon the Fire Chiefs recommendation.
Nth,ShiftEmployees - 240 hours
21.2 Employes are entitled to.coos..,,l leave with pay on a momhly basis and are eligible to
utif¢e INs benefit after mmpldion of six (6) months of—tihhm, sh id—,y service following date
of permanent full-time employment, with appropriate approval.
21.3 The appmpriaze number oParumal leave hours will be tedited 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 15 days
or less- If— then 15 days, it shell be considered a complde month.
21.4 Armua11— shall not bo taken prior to the date it is earned/aocrued.
21.5 Annual leave shall be used in an minimum ofone-half hour incremems.
216 All ann.11.-must be appropriately approved, in advance.
21] It shall be the responsibility ofthe Fire Chief, or his designee, to unsure that Fire Department
operations can continue to satisfactorily function when the employee is on approved annual leave
prior to approving such leave.
21 8 Armual leave shall be scheduled m t-M,inco with wrront prooedures_ The Fire Chief, or
his designee's determination regarding the scheduling and approving of ammual leave shall be final.
AKIICL�21 - VACATION LEAVE - Cont'd_
21 9 ADVANCE VACATION PAY_
219_I Advance vacation leave pay may be emhoriud when she eanployee submi�sa weitten
reque t to hisrher immediate supervisor f or appropriaee approval (s) far advance vacation
leave pay along with a leave requca (ortn twenty-ona (21) days prior [o the first day of leave
for necessary processing with the approval of the Fire Chief or his designee.
21.92 Advance vacation leave requests shall be for one (I) full week(workweek and/or
incmments of full wcekslworkwecks only. An increment oannot bo less than four (4) hours.
21.10 PAYMENT OF ANN[1AL LEAVE UPON SEPAPiATTON:
21.10.1 Employees separneing from tho City in good standing 11 be eligible Eor paymem of
unused accrued annual leave hours as prescribed in section') of the City Personnel Policy.
ARTICI F.22-SICEI-EAVE
22.1 Paid sink leave is a benefit-tendod to peen--Cull-time City employees w provide the
se<unty of continued pay within oenain limitations. Paid sick leave is provided foragenuine Deed
of the employee and is not an automatic entitlement to days off with pay.
222 Ae<eual oCSiek Leave is as Follows:
SHIFT NON -SHIFT
12 HOURS /MONTH 8 HOURS / MONTH
144 HOURS / YEAR 96 HOURS / YEAR
223 Employees shall be able to use sick leave as eamed/acerued, with appropriate approval.
22A Employees who do not utilize their eameW--d sick leave dining the year m which it is
earned may accumulate it for carryover with no maumum accrual limit.
22.5 SICK LEAVE INCENTIVE_
22.5.1 Employees who do rot use sick leave dung the period December 1 to November 30
of each year will receive an anandaaoe bomts of oae hou2a pay at the regular straight time
rate for each four hours of sick leave earned but not used during the preceding twelve
months. Employees would be eligible to receive Sick Leave Incendve according the following
schedule:
Percent oC
Non -Shift
Shift
Attendance Bomis
0
0
25%
0-8
Less than 25
I S%
9-Ib
26-1"1
10°/
17-24
0ver24
38-48
49+
5%
0 a
ARTICLE22SICKLE— C-Ud,
22 5 2 Pay— If the 1—, will be the --d p,ydi,, m N.,I.b,, and will not result in
the loss ., deduction C— the total sick 1— I—W
226 The appropriate —be, If sick 1— It—, will be credited I. the —plI,,II immediately
ft,11I,,mg the Ian pay period ending d— each month.
22 6.1 The h—, are not credited f., the first C,nml month If —pi.y. ifit is 15 days
or Ill, If 111, than 15 Illy, it shall be —idued , complete month-
217 Sick II.- shall be used it, a miili—I, of one-half hour increments.
228 USES _Dj_SICK LEAVE - An eligible —pltlyt, shall b, able I. use sick I —I a, I,i—d,
s.bpd t. approval, and same may b, ll,—d f., the f.11—mg purposes.
22,8 1 P11111M ill—, 11 injury If employee Pl,i& k --k PII-d or —,,—d with
City service:
2282 2 Work related mp, t. supplement —k- —p—w,t benefits;
22 8 3 PI11IIIJ ill— o injury If —bI, If —pby.. f—ly, ('Fith,,,
mother, soI, daughter, b,.,h,,, sister, husband, wife, grandmother, grandfather)',
22.8.4 Medial or dental consWtation or treatment of the employee or minor children ofthe
228 5 Temporary disability (.,,k ... —,d -&I, --k --ad),
229 PAYMENT OF SICK LE— UPON SEPAMjjQN:
229.1 1 Employees separating from the City may be eligible f., p,M,It Iffifty I,-- (5C!N)
of unused —M —1, [—e h—, or a nwximum of:Swift 336 h—, Non -Shift - 240
If—, t—,dh, to the fi,11—mg
-1 45
ARTICLE 22 - SICK LEAVE- C..'&
22 9_ I.I The employee must have a minimum of fifieon (15) years of eontiouous
servme with the City; and
22.9.1.2 The employee separates in good standing.
22.9.2 Only full calendar months of employment shall be considered in computing unused
sick leave.
22.10 COMPA$$IONATE LEAVE -When abazgaining unit member is Nnced ofleave as covered
in 22.8, but does not have the leave accrued on the books, the other utut members may donate any
or all ofthetr accrued leaves to assist the member(,) in eeed subject to the approval of the Fire Chief
and City Manag,
199i-1998 Coavvu
ciryotln�gwooa ALPPPA L«e1116�
ARTICLE 23 :BEREAVEMENT hE&VE
23,1 A permanent full-time employee who has a death in the immediate family ('see definition
below) shall be permitted paid bereavement leave as follows:
SHIFT NONSHIFT
Ifintemment occurs inside
she state of Florida: 2Shilis 32 Hours
lfimemmem ocars ouuide
the state of Florida: 3Shifls 10 Hours
23.2 Approved bereavement leave shell not be chargeable to any other accrued leave.
23.3 Approves bereavement leave may be taken in wnjunc[ion with other paid leaves as approved
by the immediate supervisor.
23 4 Bereavement leave may be utilized for the death of a member of the employees immediate
family, defined harem as husband, ,if, ward of employee, son, daughter, father, mother, sister,
brother, grandmother, grandfather, mother-in-law, father-in-law, step-faeher, step -mother.
23.5 The im—iate supervisor may require proofofa deathm the employee's immediate family,
or proof fthe family relafionship to the employee, if the supervisor has reasonable cause for doubt.
216 Eligible employee must submit a written leave request for app,pn- appmv H) when
reque ring bereavemeot leave.
23 '/ There shall be no payment ofbereav—t leave upon separation.
23 8 There shall be no accumulation or carryover of bereavement leave fiom one fiscal year to the
next fiscal year.
23.9 Paid bereavemeot leave may not be taken during any leave without pay or other non -pay
ARTICLE 24 - JlJRY DUTY AND =IC—PRQCFEDMGS
24_1 Permanent full-timc employees ere eligible kr jury duty or wimess duty leave at any time
following date ofempleyment provided appropriate documentation is provided.
242 U addition to presentationofa summons or subpoena, the employee must submit e.ntten
leave request form to his/her immediat supervisor for appropriate approval(s).
24.3 An employee acting under legal process to appear for a judicial proceeding with respect to
matters arising out of performance of the employees duties and is served under due process by a
subpoena, said employee will be granted excused absence with pay_ A11 other absences will be
without pay. Legal process includes all proceedings authorized e, sanctioned by or brought e,
i-noted in a court oflaw or legal tribunal, including:
A summo s,
6. subpoena;
(1) mal;
(2) hearing;
(3) deposition
(4) jury duty;
C- rule (to appear) w show mouse; provided, however, the exwsed absence with
pay shall be for actual time involved subject to commandment of the summons,
subpoena, or rule to show Dense. A jud,c 1 proceedng is any step takem m a coon
of law he the proseouron or defense of any action arising our of the employees job
performance.
244 Coen attendance and associated leaves, when the employee is the defendant; or is engaged
n personal litigation; or is subpoenaed or summoned wirh respect to matters -arising out of
performance ofhisrher ded. az a City employee or arising cut of City business shall be without pay.
The employee may, however, utilize available accrued eligible leaves.
25A Per fill-li— I.pli,— wishing to b,k, tmnporary, — jbb related disability or
.-rmty 1eave shell b, irJ to p—& the immediate supervisor with certified evidence tiffitness
t, —i— to the pi,,fib..— of duties, or submit to a medical examination by . City appointed
physician fb, such puryose, it the e,—, of the City
252 Eligible employees shall b, pertnJbM to ufih, —.bl-d sick leave pd,, to utilizing other
available .—bd leaves, or upon Ixh—fi- of all available —i,d l—, 1— without pay.
25.3 UWiau,b ofaarued sick have . referenced above k dependent upon whether the employee
has been —iftd by . physician as being medically unable t, perform assigned duties and only for
the period the employee continues to be di,.l,lbd,
254 Prior to ar b,pi,y,, returning t, k, physician (medical) —ifi-i.. ofthe employee's
ability t, return t. .,,k and identification of any sf,lationslrestrictions of such bi— i, t, b,
,,vid,,b t, the Fire Chid, or his J,ig.'. pm, to the —Plby— return t, k,
25,5 The Fire CNd—y refill the position based on the operational —d, ofthe Dptin— and,
upon P—,1 Directors approval, d, one ofth, fiblbi.ibg conditions:
25 5.1 On a t—p..,, ., limited-b,— basis stipulating that such refill may ib—mb, upon
,bt— cfth, regular employee; .,,
25.5 2 On . —bt b— it the event, based on medical —tf-tm, no reasonable date
can b, ibb—iud ofth, employees ability t. return to full time employment_
ARIKLB-L5 - TEMPORARY DTS—LITYMATEMTY LEAVE - C-N
256 Following expiation of all available leaves, the employee may he Kanted a leave without pay,
not to exceed twelve (12) calendar months from that data_
257 An employce on leave without pay status shall not acuue any annual leave, sick leave or other
l—, with p., — 6,11 the —pl. be eligible for holiday pit, bereave - 1— J.mg
leave Mih— pay status.
25,8 M employee on I— without pay -bi, end his/her position i, being filled on a temporary
or limited -term bash, said —pl.,e shall — bo p-- to .-ii, .—p,, ., —k at —,ibfi,
—plt ditilig the period dt,proved b,t- itit,- pay unless they —i- approval of the Fi,,,
Chief, ., his designee. The lb,e Chid, ., his dt,ipt, will —ki, his ib,dm- h,,A upon physician
(,,di,,[) —b—fi provided by the employe,, the the employee, m p,fi—at, of -ni,h,
employment, will wt gg,,—his/her condition or prolong his/her ability t. - to —ploy.-
with the City
259 If, Wn expiration onhe —l" (121 Wendm months, the employee d— not return I. .,k,
,h, —pl.,, shall fi.ffaa hisfn,,, night t,, be employed by th,, City,
ARncLE 26 - MSURANCE AND HEALTH & WELFARE
261 HEALTH INSURANCE:
26.1.1 The City agrees to mmntam the present health insurance benefits, to the extent that
sad benefits may be reasonably obtained from a commercial source licensed to do business
m the State of Florida
261 2 The City will contribute to and offer group health insvrance to prtnanent full-time
employees who may elect group health insurance coverage for hiMherseIf or for him/herself
and hisrher spouse and/or eligible dependents m accordance with the following:
16.12.1 EVR'LDYEE HEALTH MSIIRANCE COVERAGE:
26.1.2.1.1 The City will wombat,one-half(1/2)to the —ofgroup health
Insurance for the employee, single coverage.
26.1212 The employee will contribute one haf(1/2) to the oust fgroup
health insurance for single coverage and premiums will be paid through
regular payroll deductions.
26, 1.22 DEPENDENT HEALTH IN lCkNCE COVERAGE:
26.122.1 The City will—tnbute onwhalf(I/2)to the —I ofgroup health
msurance for dependent --ge, if,, selected by the employee.
26122.2 The employee 11 contrbure one-h.If(I/2)to the — ofgroup
bath mii— for dependent coverage, if,. selected by the employee, and
premiums will be paid through regular payroll deductions.
ARTICLE 26 - INSURANCE AND HEALTH & WELFARE - Cont-d.
26.2 DENTAL INSURANCE:
26.2.1 The City agrees to maintain the present dental insurance benefts, to the extent that
said benefits may be reasonably obtained from a commercial source liceesed to do business
in the State oM.hde
26.2.2 The City will contribute to and oft'er denial insurance w permanent full-time
empleyeeswho may elect group dental insurance coverage for hircJherselfor for him herself
and hiamer spouse and/or eligible dependents in accordance with the following:
26221 EMPLOYEE DENTAL INNaURANCECOVEBAQE'.
26.21A A On employees hired prior to Ocober 01, 1988, the City will
:,,tribute one-half(IY1) to the — of group dental-- for the
employee for single coverage
26 2 2.12 The employs h,r prior to Ocmber 01, 1988, wi11 contribute one
half (1/2) to the cost of group dental insurance for single coverage and
premiums will be paid through regular payroll deductions
221.3 .
26.The employee hired ou or after October 1, t988, will pay the
full premium cost ofgroup dental imurance for single coverage and premiums
will be paid through regular payroll deductions.
26.2.2.2 DEPENDENT DENTAL MSURANCE COVERAGE.
26.2.2.11 On employees hired prior to October 01, 1988, the City will
comdbut— half (112) to the cost ofgroup dental insurance for dependent
wveragq A',. selected by the employee
AIMCLE26 - INSURANCE AND HEALTH & WELFARE - Cont'd.
262.2 22 The wnplayee hired prior to October 01, 1988- will coniribum
ono-hslP(I/2) to the cos, fgroup dental insum— for dependent coverage,
if,. selected by the employee and premiums will be paid through regular
payroll deductions.
26.2 22,3 The employee hired on or after Odobr 1, 1988, will pay the NII
premium cost fgroup dental insoranm for depanden, coverage, if,. s,I—d
by the employee and premiums will be paid through regular payroll
deductions.
26.3 COBRA (C,l s dated Omti bus-Budeet Reconc fat on Act):
Empleyeas who are not on the Cty's active payroll (in a leave absence with -out -pay status),
or employees separating from the City, may —untie their group health and/or dental
tasurenee —,.gas) in .—tfi, ce with COBRA regulations The employee will be
responsible far payment of the full premium cost for any health care continuation coverage.
261 f¢ALTHANDMILEARE:
26 4.1 The City has the authonty to requirean employee to complete physical, psychological,
or psychiatric exammahons to ensure that theemployceis fit for duty. The examnations shall
be m the City', expense by a physician, psychologist, and/or psychiatrist designated by the
City. This includes, but is not limited to, physical examinations to deermine if. specified
employee is undo the influence ofbleohbl on duty; to ddemaine any abase of presdiption of
nonprescription drugs, to determine any use of illegal sub,t—,.
ARTICLEa - INSURANCE AND HEALTH & WELFARE- Coni d.
26.4 2 The City and Union agree that mndom drug testing will not be permitted. The
ra{uuement.f. employee to complete a dmg or alcohol screen or test shall be based on the
standard o['teasovable mspidon." The r--.ble suspicion at,.d,,d requires that the City
mart have.. Tactual foundation and -,kk,l, which is interpreted in light of„peneoce--"
In other words, a decision to test an employee shall be based on factors such as changes in
job performance; physical symptoms commonly associated with drug usage such as Blurted
speech, altered motor skills and other changes; changes m attention span or attendance,
reports or actual wane sing or possesswn or use of substances, changes m appetite or
sleeping habits', or other mannerisms or behavioral changes which indicate the suspicion of
drug usage.
26A.3 The City shall moot with and ia,,m the employee that, in th, opinion of the City,
there is a basis for reasonable suspicion and of the Chy's ivtemion to schedule a drug or
alwhol screen or teat. At said meeting ih. City shall .onside, the comments from the
employee regarding the matter and shall then make the determination of whether to proceed
and require the screen or txt. The employ« may have the shift Union representative presem
at said meeting provided that no unreasonable delay is caused by allowing the shift Union
representative to be present. fit i5 determined at the sole discretion ofth, City that a drug
test will be required, the employee shall be immediately escorted t. the Roche ➢iomedical
Labs for tests. Refusal by an employee to submit to said lab's tests shall be grounds for
dismissal. In theevent that R.clte is no longu in existence, the parties agree to men to pink
a new lab.
sciryorlangwaod&IPFPn tec.l 3 65 54
ARTILLH - INSURANCE AND HEALTH & WELFARE - C-1 d.
26.4.4 If an employee teats positivq the employee shell be plaud on leave utilizing available
aceru� leaves; or, iftYrere is insufficient accrved leave balances, unpaid temporary disability
leave of absence.
264.5 The employee shall be referred for counseling, further drvgtesting, and/or enrollment
m w appropriate program.
26A.6 Upon wmpletion 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 leave of absence Reiwtmemem shall be
wnditioned on wnnnoed morvtoring and testing to ensure wntmued and complete recovery.
The employer shall be endued to conduct up to three separate random tes m, during the six
(6) month period immediately followmgthe employee's return to work.
2647 An employee who fails to complete the program or who resumes use of said
substances after the original reinstatemem to work shall be dismissed.
26 4.fi The City shall not be responsible for payment of the costs of any counselling and/or
rehabilitation programs.
26.5 PHYSICALS.
26.5.1 ScIWuhng ofphy,ir exa alto.. will be a the discretion fthe City and,record
therwfwill become, part fthe employee's permanent hoalth rewrd as maintained by the
City. All employees shall iN required to undergo a physical examination when scheduled.
C9ryof Longxoo48 LPPPA Lacnl3161 55
A RT1QLE 26 - MSURANCE AND LM-ALTH & WELFARE - C—'d.
26 5.2 All employee's will sign a form allowing the doctor to disclose information to the
Department or Cny relative to the employee's health that affect his/ ,pb performance safety
or welfare_ This information will be treated es —fidon W and kept on the need b, know
basis.
26.53 Pirysical examinations will inclode, but not be limited to the Following
26.53.A Audio gareen Test
26.5.3.B Elood Pressure
2653C Vision Test
26.53D Pulmonary Functions
26.5.3.E EloodChomical Profile limited to HMV sueen, Hepatitis a Titer, and
Hepatitis C
26.5 t,F Stress EKG
26.5 4 Costs of examination end tests as required will be paid by the City_
26 5.5 All examinations shall be performed by a physician or physicians as designated by the
Cit,. tfan employee is uwble to utilize the physician selected by the City, the employee must
provide wdt[enjustifmation to the Fire Chid,, to the reason. The employee will then have
to ensure that a copy of the physical —it—, filed with the City', doctor of choice. The
City whl reimburse the employee an amoum equal to the amount that would have been paid
to the physician chosen by the City.
266 The City will provide a confidential E. AP. (Employee Assistunoe Program) for tha use of
bargaining unit members and their immediate family, et no cost to the employee.
i995 t9
Ciry olLnn¢wrvN & I.PPPA tAWd 3163
AR' MLE27 L }L DaL RAND
271 The City volt continue to p—de at leestthe amount of Lit Insurance for each employeeo
= cost to the employee at she same level as is curren,Iy p—&d.
-TICLE28-UTIREfi T
28. I Upon passage of legislative approval for opt out from the Flonda Retire - System, new
employees lured after ute date fthe le&9alively approved opt out, end otber employees eligible and
electing to opt out will be covered under a —paeable annuily Program.
ARTLE 29 --5-e}VMGLC—LL &UbE
29.1 If any provision of this Agreemenr, or the application of such provision, should be rendered
or declared invalid by any coon action or by reason of any ex ring o subsequently enacted
legislauoq the remaining parts or portions fthis Agr-1 shall remain m fall force aM effete. She
parties will mea to negotiate a replacement Ample
ARTICLE30-SALARIES
30.1 SALARIES:
The pay plan establishing
the minimum
and maximum selvries
[or bar,mmg unit members
is ns follawx
MINIMUM
SALARY
MAXIMUM SALARY
HOUR
ANNUAL
HOUR ANNUAL
FIREFIGHTER
$6,89
520,065,72
$9.94 $28.942.12
(2912 Annn¢I Hrs.)
(Non -Exempt)
FIREENGINEER
$799
$23275.03
$I1.54 $33,581.13
(2912 Annual H-)
(Non -Exempt)
LIE TENANT
$8.83
$25,704.52
$12.72 $37,.120
(2912 Annual Hrs.)
(Non -Exempt)
30.2 PAY DAYS:
30.2.1 Employees will be paid bi-weekl3.
30,2.E The City will noofy IIe Union a minimum of thirty (30) e¢leod, days in advance of
any clenges to the pny d¢y.
30.3 PAY PROGRAM: Eff-ive 0-1,,r 1, 1995, employees will receive ¢ Cost of Living
AIlowance(COLA)m the amount of(3%).
304 The COLAwillbeaddedlotheemplcyeesbaz pay_
305 Psnployces will be eligible to b¢rg¢in fore Coa[of Living Allowance (COLA)[or the fiscal
year 1996 and 1997.
cly.I gC='lIeFFAt, Im l 60
ARTICLE3Il -SALARIES - Cont'd.
30,6 Eff—ive October 1, 1996, employees will reaeiva e 25% meat pay increase providing the
employee receives a satisfactory annual performance evaluation.
30'1 Effective October 1, 1997, employees will receive a2,51 merit pay increase pronding the
employee receives a satisfactory annual performance evaluation.
ARTICLE 31 -APPENDICES AND A NDh MS
31,1 All xppendi— and =wd—of this Agreement shxll be vpmbued (or lettered), dxtod, xnd
signed by the-ponsibla parties xnd shall be subject to all provisions of this Agraement.
- I9se--,
Ciry oflunC— . 111PA-11161
ARTIEJE 32 -LIQRLDUTY
321 Pemtanem full-time employees who, as a result ofa temporary work related injury may return
to light ditty —6, -&, the f.11—lh
32A 1 Phy,illln (medical) —hh,n- of the -pi,y,e, lhlq to return to work and
idl.liffilnoa hf.ly f,.h return it to be provided to the Fill Chid,
or his designee, prior t, the employees —. to work.
32,12 It shell be the d,,,ilill Ifth, Fill Chief, 11 W, designee, if thorn is sufficient light duty
.,,k for the lhplF,,,l within the swpe ofthe of such —, to k,
322 In thee— there is no light duty ..,k -61,b], the lff-id ll,,p].yll .,y utilize n—ld
ARTICLE 33 - MANAGEMENT MGHT5
331 Nothing herein shall be construed to restrict any wnstitutional, statutory, legal or i--
-I.ii- appointing authority nght,, with —p- to mtu- of general legislative or ...,'kil
policy.
33 2 The City shall retain th,, right and the tah.duy to td.mi- the lbu,m— of the Fire
Department and, i, Wdid—, other fi-mii, and responsibilities which — i.[specifically modified
by this Ag,--, it shall b, recognized that the City h,, and will roam the Ch right and
,V,mibifity w &,a the W,.d., ofih,, Fire Dep—t, it, promulgate rules and regulations and
t, otherwise exer i, the p—b,thi— of management, and more ptrfil,illdy, —1,idi, but not
hinh,,d to, the following-.
332A T. manage and direct it, —pl.,,,, including th,, fight to select, hit, promote,
—ig,, —1.-, lay off, —H, reprimand, suspend, dmh,,,, or discipline for
proper —, and t. --m di,6pfim, among employees,
33 22 T, .—, ..d d-,ini,,, the locations, type end ..b,, of physical facilities,
equipment, p—, and the —k to be p,ilb—d in the Fire Dn—t:
3323 T, di,—i- the City I Pill, lbillti— p,.g,t., and —i., of the Fire
Dtp— ..d to utilize performel in a --t, dt,ld t, effectively and tifivntly meet
these P.,..i;
33.2.4 To determine the size and composition of the work force, rtafbng patterns, and the
Fire Department's orgardzaeioml sttueturq including rho right to lay off employees fiom duty
d- t. lack If—k, —11ily pl.g.- or other legitimate
ARTICLE 33 -MANAGEMENT RIGHTS - C-'d
33,2.5 To determine rho hours ofwork work schedules, and to establish the necessury work
rules, policies and procedures for all employees;
33 2 6 T, --im, when a job vacancy a�im, the duties to b, —1.&d in all job
and the standards ofq-lity and pert rmance t, b, maintained-,
33,2.7 T. determine the --ily t, schedule overtime and the —.— required thereof,
33 2 8 T, determine the CitYl budget and uses thereof,
33,19 T. maintain the security of—d, evd other penmwl information',
33 2, 10 T. d—n- and implement .— -i— m emergencysituations;
33 2.11 T, -i—m the efficiency ofFi,, D,p—mt operations,
33.2,12 T. —i,e complete --] and discretion over the fire Dep,—m organiuti,n
and the t=h.,I,p of pact—ing the work and,
33 2,13 To smt —d,Ns ds and determine the procedures evd standards of,d-m
fa, Fire D',".— personnel.
� l., I - -..
city
r, —,- . L111 — 3161
ARTICLE 34 LAELQ AN&GEMENT CONFERENCES
34.1 11 the imu, If effective commumcetiovs either party may et any time
Cli,flll-
34,2 Sooh request shall be.ado in writing and be presented to the otFer party seven (�) calendar
days iv advance ofthe requested meeting date
343 Thewtitten r,quen sFLl include an agenda ofitems the party wishes to discuss and the names
,Ethos , ,p,—,.ti— wh. will b, b-dmg
34A A UbIMll9— wd-- shall be .1,IJOW mbb, — (7) d,- days of,h, de,
requested ifb,th patties agree I .-f—I. is --ry. Management will not unreasonably &I,
. request far . Meeting.
34 5 She p.,,— If such meeting shall b, limited i,
34 5 1 Discuss the ad,,lilililltm If this agreement.
34 3452 N.fify the Urti- f,h.g, mad, by the City which ff- bargaining unit —plI,—,
34 5,3 Di,.,, area f di —teat, di-filf-il, compliant, PlIbIll —1, 11
mks ,d—,Idmg held by either party whether valid or not.. when such discare
ussions
—gly .,—d I, by the
34.5 4 Di—i— ,—.1 mf.—fi- of interest t, the pa-
34 5.5 Give the Union Representative the opportunity to share the view If the collective
,,IgairuI, .—b— k, suggestions on subjects ofi--t t, their members.
34 5,6 C—ider and di—, health and safety l,ttlll 1111img to employees.
ills
Qf—ff& LPFFI — 3163 66
ARTICLE-LABOR/MANAGEMENT CONFERENCES -ConA
34 6 Thera shell be no morn than three (3) City employee rapr¢semetives Por each party in
attendance at the Cabo,/Management Cnnfrence and no more than on¢ (1) non employee
representative for each pan,.
343 The City will release Fom duty, with pay, no more than two (2) employees for the puryose
of attendingalabor/Management Conference_ Asattendancetavolontary, JTdutyemployees will
not be compensated by the City for purposes of attending the iabor/Managemenr Coherence.
34.8 —findings oflhe taborN.geanent rasher. w be a,tbmittM to the City Administrator
by the patty calling the Conference no later than seven (7) calendar days following the. -mg for
his review and responst
ABjT-QLF 35 - -VBAjLQN QFA9REENT T
35.1 ibis Agreement shell beeff iva asof the lst day of October, 1995, and shall remain in effut
until the 30th day of September 1998.
35,2 Each party will Provide a list ofproposed chanties or modifications prior ro the 1st day of July
of the year ofexpira�ion of the contract.
35.3 Such notification shall include the title of the Ankles either parry desires to etld, alter, or
amend. All other Articles will remain m effect and be included in the subsequent
5o�tran
A 11 LE 36-S10NATURE PACE
EXECUTED, this_ day of___ 19,A.D.
LONGWOOD PROFESSIONAL FIREFIGFITER'S ASSOCIATION
LOCAL 3163
By. —_
P,Oid-
EXECUTED, this day of 19� A.D.
CITY OP LONGWOOD, SEMINOLE COUNTY, FLORIDA
Ey-- —
Mayor
ATTEST
City Clerk
C9tyaofLongwoae&LPFF