Resolution 93-728wHEFAIAS, the Florida Collective Bargaining Lew pro. idCD
for negotiations bet.Y,. the City of LDngwood and employees
represented by a labor organization; and
l]NCaE the city of Longwood and the Longwood
Profb.si onai Firefighter', A—.—tion, Local 3163, have held
Ol—1 us meetings and have jointly developed an gr ...nt to assure
sound and mutually bene£iclal working and econ.:n..c ;e].ationshi.ps
1>etwemn the parties; end
&HEPEAS, City Employees represented by the Longwood
Pro- ... lonal. Firefighter.', A—YOietion, Local 3161, have Dn Dotober
, 39 ratified an agreement betty®en the parties, hereto
attached,
13E TT RESOLVED AD FILLIES:
L. That the actechetl agreement between the City Df
Longwood and L ig nod P-oE —Dnel Eirefighter's As,ocietion, Local
3163, i., hereby accepted and approved affective October 1, 1993.
2. That the Mayor and the City aW.n3.stretor art ncreby
authorizsd to sign theD
AD _..... on behalf o i,ty os' ongwood.
e If //I
IASSED AND ADOPTED PHISIJ DAY OF
j
acity �oA L., g_ dM
p' old, 6.1.,_r�
er" zsrEr/L..
C. '1lr, City Cerx
Apgr—d a and lmgelity f r the n use areliance o the
City of Longwood,, llo da, only.
y Ai:tarn ey
MBLE
RECOGNITION
ODES DEDUCTION
PLEDGE AGAINSTAINST
DISCRIMINATION
UNION ACTIVITY
UN I
N REPRESENTATION/BUSINESS
BULLETIN BOARD
RULES
REDUCTION IN FORCE
WORT( RELATED
DISCIPLINE/DISCSHARGE
GRIEVANCE PROCEDURES
ARBITRATION
WORM SCHEDULE/DUTY HOURS
LONGEVITY
DO
ASS
DEPARTMENT ISSUED CLOTHING/EQUIPMENT
TEMPORARY DISABILITY/MAVERGI
INSURANCE ANDHEALTH 6 WELFA
NSURANCE
RETIREMENT
SAVINGS CLAUSE
SALARIES
AFTER ICES 6 AMMENDMENTS
LIGHT DUTY
RIGHT
LAAOR/MANAGEMENTSCON£ERENCEU
DURATION
SIGNATURE PAGE.
lCLE 1 - PREAMBLE
1.1 is ENT is en ...d in o between the City o ongwoad,
Florida, hereinafter referred to as the "City", and Loca1 3163,
_ Longwood rofessional i—fight— Association, hereinafter
referred to as the —i—', has as its purpose the following:
i. o achieve and —it — a sa is£actory and stabilized
employer/employee relationship and to promote improved work
per ormance.
1.1.2 o provide for the peaceful and equitable adjustment of
ifferences which may a se.
. T. —tract and retain qualified employees by providing
those benefits compatible with the financial resources of the
City.
1.1.4 To a.,suze the effectiveness of service by p... idinq an
opportunity to employees to mee with Management to exchange
views and opinion on policies and procedures affecting the
conditions of their employment, subject to the applicable
provisions of State of Florida Statutes, State and Federal
I—, City Charter, City Ordinances and the Constitution of
the S a e of Florida and the United States of America.
So se oath the basic policy governing wages, hours
and other e and conditions of employment through
oollective bargaining.
1. 1.6 To provide for orderly, harmonious, and cooperative
employee relations in the interest, not only of the parties,
but of the citizens of Longwood, Florida.
1.2 To is end, the parties hereto agree to devote every effort
to .sure th.t City and the Union members and officers will
comply with the pro .-- of this Agreement.
2.1 I The City recognieee the Union as the exclusive
collective bargaining representative fox those employees in Unit T
that t e nion i. au zed to represent, as o
INCLUDED - All certified Paramedics and EMT's with the rank of
Fil. Fighter and/- Engineer.
EXCLUDEDother em All ployees of the City of Longwood. The recognition is pursuant to the Certificate of the
Florida Public Employees Relations Commission, ertificate
#835 decided ei e-062 dated April 3, —9.
A8 yecogn rizes the Union as the exclusive
collective bang ining representative fox those employees in Unit 2
that the Union is authorized to represent, ae follows:
INCLUDED - All certified Paramedics and EMT s with the raNc of
ieutenant.
EXCLUDED - All other employees of the City of Longwood.
2.2.1 The recognition is pursuant to the Certificate of the
Florida Public Employees Relations Commission, Certificate
A— decided in RC Ee-o62 dated April 3, l—
ARTICLE 3 DUF,S DEDUCTION
3.1 The Union will initially notify the City as t. the a —It of
dues. uch notification will be to the City, directed to the
err nel erector, r riting, v the signature of the
authorized officer or officers of the Union. Changes in the Union
membership dues ra e will be certified t the city in a like manner
at least thirty (30) calendar days prior to the effective date of
any change.
3.2 Upon receipt of a written authorization form from an employee
by
covered by this Agreement, the City will deduct from the employee's
pay the amount owed to the Union such employee for dues. The
city will remit to the Treasurer of the Union such sums within
thirty (30) calendar days following the -d of each calendar month.
e ity will notify the ni minimum of thirty (30)
calendar days in advance of any change to the frequency If pay days
3.4 Th. U—b will indemnify and hold the City harmless against
any claims made regarding these de actions.
3.5 rovided an employee is v ca on during the payroll period
for which dues should n ma11y be checked off and this employee's
c eckis prepared in advance, ery effort will. be made to deduct
duesfrom the every —.,
advance check. o deduction shall be made from the
pay of any employee £or any payroll period in which the employee's
net earnings for that period, after other deductions, are less than
the amount of dues to be checked Ill.
ARTICLE - PLEDGE AGAINST DISCRIMINATION
4.1 The provisions of this agreement shall be applied equally to
all employees, in the bargaining —itwithout discrimination t age,
arrtal status, ra redofona, l origin, handicap,
union affiliation, or religioue cor political affiliations. The
Union shall share equally with the City the responsibility for
applying this provision of the Agreement.
4.2 All reference to employees inthis Agreement designate both
sexes and whenever the male gender is Csed it shall be construed to
include male and female employees.
either party shall in erfere with, rests e
or
otherwise discriminate against any empioyee for exercising his/her
right to join o not to join the ❑nion.
4.4 If, and in the even , an employee elects t eek remedy for
alleged discrimination by the filing of a lawsuit in a ounty,
i—it or Federal Cou , r a complaint with £ECy
other ou side agency, then in that e ent, the SOCbject of or ansuch
�. complaint may not also be grieved. If, and in the ev an
employee elects to ini a lawsuit in a County, Circ.i
Federal C Crt, or proceeding to C or y other outside
agency, during the pendency of a g ievancei. anthe grievance shall be
summarily dismissed.
5.1 R.— g-1-9 the activities of bargaining —it .-- and
disruption during the --1 .— duties of —11 employees.
5.1.2. Employees will be precluded from conducting official
-i., business during working hours, excluding I our 1—h,
I h.., dinner and 1 —1 during --d activity tine
9:00 p... - . —k 1—d.— and alarms permit.
5.1.3. Bargaining —it members d/— Union -—,ti...
5.1.4. 11 1. --t —11 employees be ---d f... duty with
t. --t -- business, process grievances or attend t.
—t— -- t. -i— b-i-11 except as may be provided
elsewhere in this Agreement.
ICLE 6 - UNION REPRESENTATION/BUSINIII
6.1 A written list of the Union Stewards shall be furnished to the
City prior to the effective date bf their assuming their duties.
The Union shall notify the City promptly of any changes of such
6.2 esignated Union Representative (s) and/or uti,, Stewards) may
e released from duty to attend conven io a ars, and mee ings
which may be mutually set by thet City and/or .the Ulit,
conjunction with U io responsibilities, work demands permitting
and —tilt wi appropriate n e and/or completion and approval o£ the
Leave Feguest ....
or . All absences shall be charged it the
appropriate accrued leaves.
HULLETIN BOARD SPACE
7. The City shall allow the placement of a bulletin board in an
e sily accessible agreed upon location in each Fare Union
io a n.
notr telating to e following matters may be postedtwith—t the
necessity of r wing the Frre Chiefs prior approval:
. recreation and s cial affairs;
.1.B Notice of Union meetings;
7.1.0 Union appointments;
7.1.D N.ti of Union elections;
7.1.E Results of Union elections;
7.1.F Reports o n-political standing committees and
independent n n-political a of the 11 ion,
.1.G Non -political pvblications, rulings or policies of the
union; and,
inu es of Union eetings.
7.2 All other notices of any kind not coveted i .1.A throagh
. . aboVe or It 1-1i" priapproval of the Fire Chief, or his
�,, designee.
a.l The City may n wo (2) representatives and the u ou name (2) bargaining unit me of the Department to sit wo as a
committee to discuss proposed mcnaers nges to the Pere Department's
r Rnles and Regulations on an as needed basis but at least an wally.
1 proposed changes and/or updates will be —.it— to The
ire Chief for his review.
The decisions of the employees described ih paragraph 8.
shall not constitate a waives of the Union's right to bargain
collectively.
0-
9.1 EDUCTION-
9.1.1 InN the event of a personnel reduction, lay-
otfjreduction-in-force, factors t. be considered in
determining the o de of lay-off shall inc u e.
. .I.A Theremployee position/job classification;
. n ial services provided by the employee in
thaticlassification;
Senvority within the Dtment; an
. A epar
11 factors being equal (re. items 9.1. .
through .1.C), the employee's job knowledge and
development) quality and quantity of work, interpersonal
relations, vnv va v and mmun cations (performance
evaluation jobt factor ratings during Fire Department
service) will be considered.
9.2
Employees separated due to a lay-off/reduction-in-force
�, shall be given first consideration for position .....
within t e Department; and, provided the individual meets the
prevailing minimum qualifications foe the job classifi<at ion,
vncluding successful completion of any pre -employment
examvnaty s regv fired.
1993 Contt
City of racLongwood & LPFFA Local 3163
,ARTICLE to - WORK RELATED SN-1 LEAVE
10.1 It shall be the policy of the City of Longwood to provide
benefits to any p manent full-time or part-time employee who is
injured, disabled or has a physical condition resulting from an
official duties, which prevents the employee from performing his
regular duties.
10.2 Full workers' compensation benefits shall be provided in
11,1 Physician (medical) certification o the employees inability
to re u n to work, must be prow e to the Battalion Chief.
, 1 rill to an employee I.
work, physician (medical)
e tifca of the employees ability to return to work and
a en if ica ono any stipulations/restrictions of such return is
to h
be provided to e Batt-- Chief prior to the employees re u to work. It shallbe the decision of the Fire Chief if thereis
sufficient light duty work within the scope of the
st ipulaTions/restrictions of such return to work. In the eve t of
a light duty assignment t e employee will continue to work his/her
no molly signed if medically possible taking in o
consideration physician (medical) certification of
istipu lationst/
1055r Duriug the employees injury leave, during a period receiving
workers' compensation benefits, the employee will Continue to
ece ve full pay by utilizing accrued sick leave, annual leave, or
other eligible leaves.
.5.1 If this period is subsequently covere by Workers
Compensation t e employee will reimburse the City for payments
c
received through workers' compensation and will be redi ted
for utilized leave hours based upon a prorated formula
r
ARTxCLE 10 WORK RELATED INJERY LEAVE
ont - 'd
e
10.1. wring the employees injury leave, when recea ing
workerscompensation benefits, the employee will not be
ligible to utilize accrued sick leave, annual leave or other
paid --
10.6
A n employee who has utilized accrued/available leave hours
and/orhas been absent without pay, may partition to have those
hours res ore'. This applies only to the first se e (7)
cutive calendar days a employee is off due to a work related
injury. The City Safety Officer and the City Pe so nel Director
will rev e all eeques s for time reinstatement rand will either
reins at e the time or refer the mat er o the Workers` Compensation
eal Appomm ittee. s necessary,t the City Administrator will
establish a ork — Compensation Appeal Committee to review an
employee initiated request to have used and/or unpaid hours, not
covered by workers' ompensation tor ored. The kers'
ompensation Appeal Committee will submit their r co endation(s)
o the City Adm.i.n.istrator for his review and action. mdecision
of the City Administrator shall be final.
The Fire Chief may refill the position, upon ersonnel
Director's approval, under one of the following conditions:
such refill may terminate upon return of the regular employee
1 n a permanent basis in the event, based on medical
certification, o reasonable date can be determined of the
employees ability to return to full time employment.
&FTIqLE 10 - NORK R LATEN INJURY L - Cont-d
Following expa ion of all available leaves, the employee
will begin a le avewithout pay status, not to exceed twelve (12)
calendar months from that da e.
10. n employee on cave without pay status shall not accrue any
a ualAleave, ilk leave or other leaves with pay, nor shall t e
employee be eligible for holiday pay, bereavement leave, etch,
ducting leave without pay status.
employee on leave without pay status and his/her position
rs be ingnfilled on a emporary or limited -term basis, said employee
shall not be perm tied o obtain, accept, work ou s e
employment during the period of approved leave without pay, unless
e vre Chief grants permission.
1 If, upon expiration of the twelve (12) calendar months, the
employee does not re urn o work the employee shall --ithis/her
right to be employed by the City.
rA
E.PI.Y111 who have successfully I-PlIt'd their
employees; six (6) th— — non -shift employees, may b.
disciplined or discharged only f., j— — bb,111 who
have no --Blly completed —it ititial probationary
period may be disciplined or di-h—g.d with— --
11.1.2 Whenever it is 111191d that — .,pl.y.b — i.l.t.d
any —I, regulation, or P'li'Y' the employee —11 be
notified, in writing, on the appropriate notification f—, f
facts constituting the alleged violation. Such must b. given within ten (10) administrative working days of
discipline ..y not be imposed for the alleged violation. If
th. —ploy.. i. no available, the notification —11 be given
within — (I0) administrative working d of the employees
11. 1.3 A written reprimand, —p—ion with— pay, or
disciplinary discharge may be g,i—bb by the employee through
the G,i—h— Procedure a outlined in this Agreement.
11.1.4 Ah employee relieved - B.ty — the investigation of
.11,9,d P'i to thh
b
ss once If the formal
i-ipli-:%� action, y be with pay.
l bpl.y,e shall have the right to inspect or copy
,by or all o£ hi./h., personnel file or any other file
---g --d. concerning the employee and no records
—11 be hidden from the b."'y 1.2
o an rn errogation, such
Whenever a iref fighter
conducted__ t the
11ti I be the
Bill of Right., F.S. 112.82, R.tti— XX.
I" I - 1993 -htt—
City of Longwood 6 I,PFFA B—I 3163
LL it - DISCIPLINE AND DICCPAFGE - Centld.
CLEARING OF DISC—INARY A TIINC
11.3. It shall be cons eyed t a corrective ac ion as been
accomplished by the employee and records of disciplinary
action may be removed om the departmental, divisional ana
City personnel files under the following provisions:
. .1.1 If the disciplinary action on file is a'
and3the employee has co mitted no offense requiring any
d.i.sc ip l
i
—ly action far six (6) months after the initial
offense.
11.31 If the disciplinary action on file is a wry
and and the employee has .—it— no offense
requiring any disc.ipl.inary action for one (1) yeas after
the initial offense.
3 If the disciplinary action olacement of
robati without n v r d'It— , such
ron shalll under no circumstances, be removed from
City files.
11.3.2 The length of t me to clear the mos serious
disciplinary action in thefile will be the time frame used
recent disciplinary action, regardless of type.
31.3.3 It is the responsibi city If the affected employee to
submit written request through — Ft. Chief to the Personnel
Dr ector to in a e clearing of hi., —.,d according to the
provisions of thi Bisection.
from the employee's personnel file, of all disciplinary
Employees 111 are dischareed 11 who do not separate from the
City
in good standing are not eligible to be compensated for any
accumulated/unused I.— hours (excluding compensatory hours).
12.1 rievan e shall man an alleged violation or unfair
application of this Agreement as it applies to the employee(s) who
ring the grievance to management. nce nagement has the right
to do employee performance evaluations, decide upon the promotion
or transfer of employees, a grievance on the subjects of a
employee performance evaluation, promotion or transfer shall be
substantive decision regarding employee's performance
evaluation, a promotion or transfer shall be non.grievable.
s c ssfully completed their initial prescribed probationary
period, however, probationary employees may file a grievance for an
alleged violation of this Agreement, excluding disciplinary
action(s7. Grievances alleging discrimination, s defined
elsewhere in this Agreement, may be filed at any time following
date If employment.
12.3 All grievances shall be filed on a form mutually approved by
alleged by the employee to have been vrolated;
hereinafter referred to as the Grievant; and,
..3.0 amendments to the grievance may be made no later than
thes and step of the grievance process.
12.4 All grievances shall be sobmltted within ten (10)
calendar days after:
12—A on resolution or nnsat isfactory resoiut ion of any
verbal discussions with the immediate supervisor; o
12—Bof ication of the occurrence of an .—t giving rise
to the grievance.
xevArvce exocaouxes - co�t'a. RT5CLA112grieFances no appealed to the nex step within the ti
limits established by this Agreement shall ba me
considered settled on
e PIasrs of the last answer ovided by m nagement.
12.6 b All grievances not an veered within the ti.. limits
s is e by thi. agreement shall cause the grievance to
automatically advance to ta nex step.
12.E The time limits setforth herein may be extended by written
agreement of the parties.
12.8 The G ie ant may have a Uls o representative present, when
requested by the Grievant, at anystage of the grievance process.
12.9 The ma Gr evan y baccompan e ied to any meeting described in
this Articles or Article 13-Arbitration, by not more than two (2)
other persons, except those noted below, and/or on
Steward/Representative, sG requested by the Grievant (+ Excluded
are. Elected Officials, City Clerk, City Attorney, City
Article or Article 13-Arbitratio1, by any other person(s) and/or
advancing grievances to the next level, the Grievan and
thel n City may call a easonable number of witnesses in support of
their respective pos.itiobs.
12.12 All grievances must be processed at the proper step in the
12. 12 The Grievan may withdraw a grievance at any pG.i.nt by
submitting, in writing, a statement to that effect.
CLE 1 - ont'd.
12.14 Nothing ih this Artille Ss hall prevent the Grievant from
presenting, at any time, his/her w grievance without the
in erven of Onion Representative. However, the Uhi.h
Representative will be given a reaso able opportunity to be present
at any meeting called far the resolution of sucb grievances.
12.15 IN the even a grievance is resolved without a Union
representative present, th, City, upon writ en request by the
Union, will provide the Union a copy Of the --ti-
12.16
The established formal process does not preclude and is not
ended to discourage the Grievant £rom fil.t discussing the
grievance with his/her immediate supervisor in o wally an
verbally. The Grievant should discuss the c.plli.tf with his/hedr
immediate supervisor 1n an atmosphere of cooperation and problem
appropriate inquiries and Caking any necessary .. ions to rasolve
the grievance presented by the G eva within t (10) calendar
days from the date the Grievant brought the inquiry forth.
12.18 A Grievant engaged in meetings with the City in Steps One,
wee ings during his/her Normal work hours without loss of pay.
12. 19 STEg O - RIEVANCE PROCESS - Step One of the formal
.1 The Grievant shall file the grievance 1n
writing on the approved grievance form, to the Ba talion
Chief within (10) calendar days after: (a) non -
discussions with the immediate superviso (b)
no i on ca iof the occurrence of the event giving rise
t tthe grievance.
City of lLongwooa 6 LPFFA Local 3163
GRIEVANCE PROCE —ES - Cont'd.
i l9. grievance The grievshall state and set forth: (a)
thespbIific provision or provisions of the Agreement
alleged by the Grievant to have been violated, (b) the
specific facts constituting the alleged violation, (c)
witnesses, if any, (d)supporting docamentat ion, if any;
and, (e) the Belief requested by the Grievant.
talon Chief:
.19.2.1 iepon receipt of the completed grievance form,
the Battalion Chief will r iew all documents sn mite
for factual representations and definition of the
grievance.
.19.2.2 Within ten (10) calendar days If the date the
grievance was received, the Battalion Chief shall meet
with the Grievant and make a decision and communicate i
o the G ant. The decision shall state the basis for
the deciGieon and shall be rendered in writing to the
wish to'pursue the grievance any further, the Grievant is
to indicate sam_ on th. original grievance form and
svbmrt s e along with all £acts and information
n
cernedaonwith the grievance, all support documentation,
ifany, an responses to the Battalion Chief for
forwarding to Personnel.
AM L- ,Z - PROCEDURES - mnvd.
Tne ......
mpleted original grievance from mus
submitted to e Battalion Chief within (10) calends
days of the receipt of the Battalion Chiefs response
. mine event ene grie�anoe i s
eolved in
tep or the Gr evant dissatisf ied with the
decision/response/determination of the Battalion chief,
the Grieva may, a the G e ant's election, submit the
grievance to the Fire
Chi —
The 1-111t is to indicate the reasons) for
further ev ew and/or consideration. ame shall be
restricted to those i ues presented in Step One.
12.20.1.4 This submittal shall be ac ompanied by all
copies of all documents previously submitted and
responses given thereto.
the Fire Chief will review all documents submitted far
factual representations and definition of the grievance.
City of lLon od 5 111- Local 3
ARTICL2,12 - E PROCESTRES - 'd.
12.20.2.2NCOnt
Within t n (10) calendar days of the date the
grievance was received, the Fire Chief shall m-etwith
the Grievant an ma e a decision and co—ica -it to
the G vant. The decision shall s a e the b s s for the
decision and shall be rendered in writing to the Grievant
with copies to th, and the City Administrator Personnel
Di—tr. —her, for all grievances not i volving
discipline, demotion, or discharge, and pertaining to
interpretation of this con ,act, a copy of the grievance
will be provided to the union.
12.2— yEZIV- NET:
12-20.3.1 In the event the grievance i, solved to the
s isfaction Of the Grievat, the G i-- does not
hO w s porsue the gri —c-arty further, the Grievant is
to indicate a
s na e on the origil grievance form and
submit sa along with all facts and information
concerned with the grievance, all support documentation,
if any, and responses to the Fire Chief for forwarding to
Pexsonnel.
12.20. 2.2 The completed Oiig final grievance from must be
submitted to .the Fire Chief within (.10) calendar days of
the receipt of the Battalion Chiefs response.
12.21 STEP THREE - FORMAL GRIEVANCE PROCESS - Step Three of the
formal grievance process is as follows:
12 1 In the event the grievance is O -solved in
StepTwo, oe the evant dissatisfied with —
decision/response/determination of the Fire Chief, the
rievant may, a the Grievan s electi submit the
grievance to the City Administrator.
1991 - 1992 Contract
City of Longwood s LPFFA Local 3163
AIEVAFAE PROCEDURES - —1 —
. The completed original grievance from must be
submitted tl the City Administrator w in en (10)
calendar days of the date of the .... ipth of the Pine
Chiefs response.
12.21.1.3 The Grievant is o indicate the reason(.) for
further re View and/or consideration. ame shall be
res ricted to those issues presented in the previous
steps.
"121.1.4 This scbbittll shall be ac ompanied by all
facts_d concerned with the grievance,
copies of all documents previously submitted and
zesponses given thereto.
O . .1 SOponw receipt of the request for City
Administrator revs the City Admrini strator will review
the grievance, theea ompanyi ng grievance form, written
response and all other documents submitted for factual
representations.
hold a meeting with the Grievant,
other individuals/employees involved o as may be called.
1 ithin ten (10) calendar days Gf the date of
meeting/conference, the City Administrator decis i.on shall
enere e dd in writing and shall set forth the basis for
therdecn. Further, for all grievances not involving
discipline, demotion, or discharge, and pertaining to
in erpretation of this contract, a copy of the grievance
wi 11 be provided to the union.
City of liongwoodrI LPFFA Local 3163
.3 GRIEVANT:
12.21.3.1 in the event the grievance is resolved to the
wish to pursue the grievance any further, the Grievant is
to indicate all, on the original grievance form.
submitted to the City Administrator with.i.n ten (10)
calendar days of the receipt of the City Administrator's
espons e.
TEP F PROCp.@$ - Step F.— of the
formaI grievance process is as follows.
12.22.1 CEV7�NT_
212.22.1.1 S the event the grievance is not resolved is
tep Three of the riev oced—a, or the G vant is
dissatisfied w th the decision/response/determination of
the City Administrator, the G evant, may, a the
Gr ievant's election, appeal said decision through
arbitration.
ARZLqLE 1_ BIT-11h
13.1 If Grievant s e o ar i ra e grievance ision
subsequentto the receipt of the City A m nistrator's decision, the
rievant shall, within fifteen (15) Calendar days after z eipt of
t e City Administrator's decision, give notice to the City (by
regi tered mail, return eceipt requested), directed to the
Personnel Director. of the Gzievant's intent to submit the
11*1 within ten (10) working days from the z e.i.pt of intent to
submit a gzi—ht. to arbitration, the City or nron shall request
from the Flozida Public Employee Relations Commission (PERC), the
13.3 Within ten (20) working days after the receipt of the PERC
list, the City and the Ili— ht shall select an Arbitrator by the
pzoces, of alternate elimination, with the Grievant selecting the
first elimination. The remaining Arbitrator selected, will be the
Azbitrator. The City and the Union will alternate in the right to
conduct a hearing with respect to the subject matter of the
grievance.
thirty (30) calendar days after t e coot usion If e arbitration
hearcopy of <ha weitten decision will be I... ished both to
the Gri v and the City. The Grievant'. copy sha11 be directed
to the Union Business Agent and such address as is set forth herein
for the local -ion office; the City's copy shall be directed to
behalf Gf the City at the Arbitration hearing.
1 A. employee filing a grievance shall I. en itled to the
ass rs ante of a representative o e ploy..'. choice, if the
employee is not a member of the Union.
ARIICLB i - ht'd
13.7 Both parties (-i— Ild City) shall bear their own expenses
with respect to the presentation of the arbitration.
13.8 The Arbitrator's expenses shall paid by the losing party of
13.9 Per Section 286.0105, Florida Statutes, all persons are
purposes, they may need t su e that a verbatim record of the
proceedings is made, whichi includes the testimony and evidence
upon which the appeal is based. The City does not provide this
record.
1 . The party desiring a transcript will be responsible for the
cast of the same.
3.11 A maximum of three employees may be released from duty for
attendance at — arbitration proceeding s witnesses for the
Grievant, without loss of pay.
witnesses whom each have called, except as set forth in 13.11,
Arbitration Code. The Arbitrator shall 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 questions involving the
i nteipretation of this Agreement and questions involving the
application of the Agreement as the Agreement specifically
,hid—.. discipline, disciplioary demob or disciplinary
daamarge.
1.3.14 The decision of the Arbitrator shall be final andd
n ing
upon both parties e ..pt as the Florida Arbitration— may
provide for ted review by a outof competent jurisdiction.
13. 1.5 No d of any Arbitrator i any o ewill c a
p basis for retroactive adjustment in any other tas..
t
city of Longwor od6 LPFFA Local 3
ARTICI �14 - WOE/DUTY HOURS
14-1 ork hours an ,hiftscheduleULshall be determined by t e
Fill Chief, in conjunction with the function of the Department,
subject to the approval of the City Administrator.
4.2 All employees are required to be present a their assigned
jobs, for the total hours in their prescribed work period, unless
absence is authorized by t e employee's i mediate supervisor,
subject to the approval If
h
e ire ief or his designee.
14.3 All absences shallbe charged t. the affected employee's
appropriate leave record, or upon exhaustion of all available
accrued leaves, leave without pay.
14.4 rror to any changes in duty hours and/0r shifts (excluding
personnel rotation), the Union will be provided an opportunity to
bargain collectively regarding the proposed change(,) through a
Labor/Management Cl--...
4.5 Affected employees shall be notified a minimum of thirty (30)
calendar days in advance of any changes to their established work
period.
14.6 empt employees are not eligible for ....tile payment; nor
accusulation of compensatory hours.
SHIFT
14. 14.7.1 E
E LO YE— Employees shall work one If three shifts
consisting of twenty-four (24) hours on duty and forty-eight
(48) hours off duty.
.7.2 car
00The een work period is Sunday, 0000
hours(Midnight),14 calendar days through Saturday, 2400
hours (Midnight).
.7.3 DUTY NOI1R5: The duty hours wi commence at 0600
hours and con roue for 24 hours through 0800 hours.
14.7.4 LL BA, If an employee is called back to work,
he/she shall recei e pay fora minimum of two (2) hours, which
will be co sidered regular hours ..—d III the purpose of
determining o Only the ti.. spent 9—duly is
counted a, part 0fmthe two (2) hours. -
ontTact
City of lLongwOod S LPFFA Local 3163
AR LE 1 - WORK SCHEDULE/DUTY H - Cont'd
TIME ees
SShift employmay voluntarily trade
time for eers -lr one. A Ti.. Trade Record shall be
completed in full; signed by each employee, their immediate
supervisors, and Battalion Chiefs. Either supervisor may deny
A time trade if sufficient reason exists (i.e. proper manning,
ALS personnel, e c.). Time trades shall be paid back in full
within six (6) month— Employees shall no At— o tih.
trade agreements tha cause a period of over fo ty-eight (48)
consecutive hours worked.
14 .8 11. 8N-Sxl s The cu en work period is Sunday, o
DOO
hours (Midnight), 14 calendar days through Saturday, 2400
14.8. RO HOURS: The employees work Tours will consist of
may vary depending on the operational needs of the Department.
Affected employees are to receive con cu e ce from their
i mediate supervisor when working otherthan eight (8) hours
in A work day.
14.9 All non-exempt employees must be paid not less
than one -and -one-half times his/her regular rat. of pay for hours
WORRED
mum over theim number of hours; Shift: One hundred s x
(106)hours/period;on Shift: eighty (80) hours/period;
established for the work period, per FLSA.
1 ertime will OR tstr ro a— and diibuted among the
employe— in accordance withthe current procedure.
1991 - — Contract
city of Longwood & LYeeA Local 3363
A - wOR% SCHEDULE/DUTY HOUAS
.10.2 n employee may be credited with compensatory time
for overtime e ned which 1, to be taken wa
t
a some u lly
agreed upon dat a ..-id. of the employees workperiod intwhich
it was earned opt employees may accrue up to a otal
of; Shift: fifty-
n-exem
,ix (56) compensatory hours; Non Shift: forty
(40) compensatory hours; before overtime must be paid.
1 ompensatory hours a -cumulated in the same manner
— if the employee w receiving overtime payment. All hours
over the maximum numb,[ of hours; Shift: one un red
s , (106) hours/period; N Shift: eighty (80) hours/period;
established for the work period, per ALSA, will rate b lcted
the at of one -and -one-half hours per overtic mu
c mehour.
14.10.4 The employee must request compensatory time off 1n
advance; the same as other leaves (exclvdi ng sick leave).
.10.5 Employees separating from the City will be paid for
a 11a--rued/unused compensatory hours.
Annual compensation will be paid t0
determined by the Fire Chief, Incentives a e s o nclnded as part
of the base sa ary, howev , seen ry s willbe included in the
base pay for the purposes of calculating o ertime payments.
15. 1. 1cATiOxxL x Ceh^Lxye: compensation paid to bargaining .it
meb—h for achieving certain education levels. The degree shall be
are Department related (e.g. ERS, Fi,h c e, Administration,
etc. ) Ah ssociat e degree from an accredited source will be
ompensated a therate of $-00 per year. A achelors degree
from an accredited source will be compensated at the rate of
$—P.PP per year.
members at the rate of $3500.00 per year. Employees receiving this
incentive pay must meet the fallowing criteria) —It possess a
current State of Florida Paramedic Certification, and; must comply
Life Support procedures within Seminole County under the Curren
Medical Director (e.g..ACLS Ce tificati0 CPR
er
Ctification, all
written and/or practical testing required t practice ALS ).
within Seminole County constitutes forfeiture of this incentive
pay.
15.1.3 t compensation paid to bargaining unit
based It ye... If con rnu.us ser e from the latest date of
employment and will be fox e ch year of service to a maximum
of $750.00. The employee must be employed by theCity; and mus
have completed the specified I.— of years on or be ... ove b
e
1st of each year. Payment will be made on the third payday in
ontract
City of1Longwood 6 LPFFA Local 3163
SHIFT EMPLOYEES:
16. 1. 1 AM Mlly.. may be —Y.i—d t. temporarily p—... the
P.S-1 duties Of I high- 11 1— position/job
position/job classification and performing the I.— and
responsibilities If the high., classification for — (10)
co calendar days I. .... will be compensated with ,
58ih— I, t, thei�i— —9e f the higher
classification, whichever i, q—t beginning with the 15th
calendar day in the high- classification.
16.1.3 Employees woxking — If classification in . 1—
P.Iiti.h/i.b classification will do so without any 1-1 ih
16.2. 1 A, employee may b, llqlil.d to t—p—lily perform the
Shti., If a high— or I.— position/job Il ... ifi—ti-
11.2.2 Employees —1ki.9 out If classification in . high.,
position/job classification and performing the -- duties
and responsibilities of the higher classification for fourteen
(14) onsecutive calendar days I. more will HE compensated
—I— day i. the higher
16.2.3 b pl. working — If 111"ifilltill in a lower
position/job classification will d. — without any loss i.
—ges.
ICLE 1 n gn ,- DEPARTMENTAL ISSDE CLOTHING/EQUIPMENT
17. nAll uniforms and ia which employees are
requiredto wear in te performance o e assigned duties shall
be furnished by the City without cost to the employee) as listed
17.1.1 below:
nitial I - To be i ued to all new employees as
soon as possible after employment:
Jea - TYouser5
ea - ress Shirts (Shift) w/apPropriate patches
Sea - ress sr s (Non -Shift) w/appropriate patches
flea - Tee Shirtsw/LFD i signia
ea - Heavy -Lined Jacket w/removable liner and LFD
insignia
ea - umpsuit, Navy Blue w/appropriate patches
1pr - -if... Shoe/Boot, black (Style approved by the
Fire Chief, or designee; may not exceed established
dollar limit).
lea --if— Belt (Employee option to purchase NFPA
approved emergency repelling belt; may not exceed
established dollar limit).
tea - Athletic Shorts w/LFD i signia
ea - aseball style Cap w/LFD insignia
1pr - Sweatshirt and Sweatpants w/LFD insignia
ea -indbreakll I'— i signia
lse - Collar brass/Badge/Name Tag/Serving Since plate.
ainwear, coat w/hood and p
n ants
).1.2 e - To be issued o all employees
as soon spossible during each new budget year.
ea - res se"hilt,
hirta (Shift) w/appropriate patches
Sea - Dress S it s (Non -Shift) w/appropriate patches
ea - ee Shirtstw/LFD insignia
ea - Athletic S or s w/LF insignia
iea - Baseball style Cap w/LFD insignia
ARTICLE 17 - ARTMENTAL ISSUE HING/EQUIPMENT - CUd
.1.3 Ulifolms will be p—haont'
ed with s ing far neck, war ,
and inseam. Uniforms will not be tailored at the Cityts
exp.-
1— Protective n . All protective equipment which
employees are required to wear in hrf e peormance of their assigned
duties shall be; a type approved byOREA and NIo , without cost to
the employee; as listed below:
ea - ire helmet w/plexiglass face shield
lea - Eunker coa
1pr - Sunk., pants
ea - lefighter-type suspenders
I, - rrefighter-type gloves
1pr - Firefighter boots w/safety insoles, knee-high
ea NI.b. hood
1ea ENA face mask
17.3 RIP— .ment items - The City will replace any of the above
listed items which, iU the judgement of the Fire Chief, or his
designee, are u iceable due to fair wear and tear, damage as a
su It of performing official duties, or damaged/lost through no
fault of the employee.
. If lost or damaged equipment is found, through
n btigation, to have been the result of negligence U abuse
by the employee, the equipment will be replaced at the
employees expense.
intenance - All issued clothing/equipment shall be assigned
to each employee an shall be hiC responsibility to ma n am and to
report damages of suc I quipment during his tenure If service.
record shall be kept of al c o ing/equipment issued. All such
clothing/equipment shall remain the property of the City.
ARTICLE 1 - DEPARTMENTAL ISSUE CLOTHING/EQUIPMENT - .It'd
. The City shall provide a serviceable washes and dryer
at each Fise Station for the sole purpose of maintaining City
laundering. in the .—Ptof machine break -down, the City will
make a nable attempt to have the equipment repaired or
rep laced sin a timely manner.
17.5 Chan<e e emp
loyee ployee committee responsible for re of
Departmental sc lothing/equipment may make recommendations vtow the
Fire Chief for any changes or modifications.
993 C act
City of Longwood s LPFFA Local 3113
—i, f.—I —.—i, education in
t. Ci- —it-
18.2 N.thing htl— —11 be —ttt—d t. obligate the City to
provide training for ibdi,id..l,, t. .i— the basic tkiand
—
tt,inibg b.—d t. obtain or maintain a position in City
-pl—t.
18.3 The City C—illi— 1-1— th. �ight t. diverttrainingf,bdt t� —t,i� key positions/individuals —/., operations based
,p,, overall city-wide p,it,iti,, and subject t, —d availability.
18,4 Tuition I.—d P1.91— will —i.b—t i. f.11, or any part
Thereof, permanent full-time —pl.ytt, for the —t of tuition
expenses paid by employees in the --- completion of approved
course —k — --i, ib a - — - dit.d educational
19.5 5—h off -duty education, training, instruction .1 —1— of
study must di—tly contribute to the improvement of ski— ., the
—b—b— of k--d9l used i, th, performance of City duties orcontributeto advancement in theemployee's related field Ild/l,
promotional potential and increased efficiency within City —ice
t. b. —.d for tuition refund.
18.6 —1— f study must be accomplished ..-id. the bpl.y..t
al ... k h..,. —1—t the Department Head -,. the use of
—
,,i— available accumulated
18.7 Eligible employees b— have been —bti--ly employed by
— City — at least ix (6) months immediately preceding the
—i—t.l.— funds will b. equitably available t. all personnel as
ARJLqU1 RexneUasenenT - rd
18.9 — approval must be obtai ed in advance from the £
Chief in order for any employee to be eligible for the Tuition
Refund Program.
18.10Following the completion of the approved course, the
employee agrees to rems employed with the City for a period of at
eas ne (1) year forsingle term courses, or, two (2) years for
ex ended t ses (i.e. Parame rc course).
.1 ermrna ion of employment by the employee, or separation n
rn good s and bg, prior to the completion of the appropriate time
period, shall cause — affected employee to repay the City tuition
imbursement sums paid by the City according to the following
schedule:
Separation from 0 -12 months @ 100 percent r imbursement.
Separation from 13
2 mon
ths @ 550 percent reimbursement.
18.12 Reimbursement sha11be made upon presentation to the Fire
Chief or his designee, within thirty (30) calendar days following
last day of class, of: (a) proof of payment of turtr , and, (b)
copy of grades in accordance with the following:
100% Pl..ibq Grade (C or better); passed; or satisfactory
000% - Failing Grade (D o F) failed; unsatisfactory
18.1I uition expenses for which a employee lb eimbuzsed or
ompensated through scholarship oz to al, state or federal grants-
in-aid programs, including veterans administration benefits, shall
be considbred for z imbursement by t e City, provided that no
employee shall r e tuition refunds greater than for actual
expenditures for turtron paid by the employee.
18.1a Upon prior approval employees will be eimbursed for tex
books and/or laboratory fees required by the professor. books will
It. turne in o th. City. There shall be no reimbursement for
transportati—,, housing or other related fees.
COMPF.NSATSON AT SEPARATION
19.1 C.I.-t full-time employees w o separate from th. City in
good standing (eligible for rehire), will be eligible for
i. separation benefits as Follows:
.1. acation Leave - Article 21:
n accordance with "Payment Upon Separation"
. 1.2 i.Ck L ve - rticle 2 .
Sn accordance with 'Payment Upon Separation"
19.1.2 nosed Holiday hours accumulated as of
September � 5e9.
19.2
Employees who separate from the City in less than good
standing (not eligible for rehire), shall not be eligible for
separation Sbenefits.
Employees separating from the City will be compensated for
a 1laccumulated/un sed compensatory hours.
9.4 Any monetary benefits due to a employee at the time of death
shall be paid to the employee's designated beneficiary, personal
represen a rve, estate o otherwise specified individual
designatedtas a result of probate proceedings.
AkTI �E zo Ho�IDAy= �
2 EH:
10. 1.1 EThed follow ing o£f icial holidays, per cg-ke�ae year,
are authorized and will be observed on the days so designated
as follows:
1. ew ea s pay
z. Memorial pay
Independence Day
a or Day
5. 5. Te vfntg yaanksgivinDay
Christmas Eve Day
Christmas Day
xe ea s ve Day
1o. Employee's Birthday to be taken within 11 days of
employees birthday.
11. Floating Holiday to be taken at the discretion of
the employee within the calendar year.
2 Employees most be o payroll (receiving
pay) for the scheduled shift imme rarely p eceding A the
scheduled shift rmmediately succeeding the holiday; e.g.,
worked or.or.1 approved paid leave.
.� Holiday hours ar ot considered as ours worked for
thel purposes of determining hours worked for overtime
purposes.
. . Eleven and three -tenths (11.1) holiday hours will be
> a the employees straight -time rate. Holiday hours will
b p 1d as each holiday occurs.
- ont' IDAYS - d N
20. NON_SH'ITLE OYEES: N
. The £following holidays, per
authorized to e official holidays:
i, ew Year's Day
emorial Day
Independence Day
bor Day
Thanksgiving Day
The day after Thanksgiving Day
Christmas Eve Day
8. Christmas Day
New Year`s Ili,
Day
10. Employee's E rthday to be taken within 30 days of
employees b rthday.
II. Floating Holiday to be taken at the discretion of
employee within the calendar year.
20.2.2 Holidays that fall on a Saturday are to be observed on
e preceding Friday.
2
. .3 Holidays that fall on a Sunday are to be observed on
thesucceeding Monday.
.., Employees must be on the ac rve payroll (receiving
pay) for t e scheduled work day immediately preceding AND the
scheduled work day immediately succeeding the holiday; e.g.,
worked or on approved paid leave.
2 .1- Eight (e) hours of holiday pay will be paid at the
employees straight -time rate; and, will be paid as they
in accordance with the above.
21.1 Ahh..l leave is a ene i ez en ed to full-time employees for
personal relaxation an familyt enjoyment and employees
enc are
i. .rd to take annual vacation leave.
0age
21.1.1 - ACorual of Annual Leave hours is as
fol3ows:SN
oNTN (YEAR
E s rough 9th9.33 / 112
Sth through 9th — . / 16S
66 / 2
i. .1 At e end o each fiscal year, September ..th,
alllho... ....
v the m .able listed below will be
forfeited. eThe ex eption ars the employee who w not
aland--h.
(and subsequently do ented by the Frre Chief)
o a e eave ue o the requirements ns of the
City k Subject to the City Administrator's approval upon
the Fr Chiefs recommendation.
Fit. Shift Employees - 336 hours
2 IFT EMP Accrual of Annual Leave hours is
as foll WON S
ARY DATE MON—j-
1st through
Sth through 9th o / 1
21. 1. 2. 110At the end o'_ each fiscal yeas, September JDth,
all hours over the max mum a .able listed below will be
forfeited. e exception rsr the employee who was not
allowed (and subsequently documented by the F..e Chief)
o take Seave due to the requirements and mrssrons of the
i ty. Subject to the City Administrator's approval upon
ene Frre Chief'.s reconmenaa ron.
i. Non -Shift Employees t 2- hours
&ETICLE 21 - VACATION LEAVE - C—d
21.2 EtEl-h are —titled t� —.11 leave ith pay on
monthly basis and11h eligibleto utilize this be after
completion of s i, (6) oaths of continuous —i—ht service
--Ving date f p--t full-time employment, with appropriate
Thapp—p—t. number of --1 leave hourswill E. credited
to employee immediately following the I.tt pay period —ihV
21.3.1 The hours ... not —di— E— thh fillt partial month
.f employmentif it il 15 days 11 1— If more that 15 days,
it shall be considered a complete month.
21. A-- 1-1h —11 not be t.— i— to the d— it is
--d/ ... t-d.
21.5 Annual 1-- shall b, used iN an 01.1— of --h— hour
All —N—1 1.1h —t be appropriately approved, i. --..
2— It shall
11 the responsibility of the Eil. Chief, .1 his
to in"'- thatFireDepartmentoperationscan ..ti ... -
function h.n the employee i, onapproved .... hl
sa
le
actorily
ave
prior
f to approving such
21*1 A11111 11-1 11 in accordance with ...... t
I_ d.,... Th, Fire thitl, his
designee's determination
regarding <he —h—lin, and approving of —h-1 1—v. —11 be
ARTICEE_ - VACATION LEAVE - C.—d.
21.9 L. VANCE V
21.9.1 Adv.aca ion ea e pay may be authorized when the
employee submits a w r en request to his/her immediate
supervisor for appropriate approval(,) far advance vac- ion
leave pay along with a leave request form twenty-one (21) days
prior to the first day of leave for necessary processing with
e approval of the Fr Chief or his designee.
21.9.2 Advance -- ion leave requests shall be for one (1)
full week/workweek and/oe ncrements of full weeks/workweeks
only. An inc emen cannotibe less than foul (4) hours.
21.10 FANNUAL LEAVE UPON SEPARATION:
21.10.1 Employees separati, from the City in good It —di,
AM be eligible for payment of uous dnn ued aual leave
hours as prescribed in section 7 oftheCity Personnel Policy.
3993 Contract
City of Longwood d I,PFFA Local 3163
22.1 Plid sick leave is a enefit exended topermanent full-time
City employees to provide tithe s i ty of continued pay within
cer am limitations. Plid sick leave is provided for a genuine
eed t
e e employee and is not an automatic entitlement to days
.if wr hply.
22.2 Accrual of Sick Leave is as follows:
SHIFT NON -SHIFT
S / MCNIH 8
HOURS / MONTH
O
35. S / YEAR 96HOUER / YEAR
22.3 EmployeesshlI1 be able to use sick leave as earned/accrued,
with appropriate approval.
22.4 Employwho do not utilize their ed/accrued sick leave
during the year i which it .ned anemay accumulate it for
carryover with no maximum accrual limit.
22. E INCENTIVE'
22.5.1 Employees who d not u sick leave during the period
ecember I to November 3G f each Year will receive an
attendance bonus of one hour's pay at the regular straight
trme r e for each four hours of sick leave earned but not
used during the preceding twelve months. Employees would be
eligible t. receive Sick Leave Incentrve according the
following schedule:
Percent of
Non -Shift Shift Attendance Bonus
0 211
Less than 25 15%
21-11 "1
11
9 08
2.1,2 2Rayment of the bonus will be the first payday in
oecem er and will n result in th. loss or deduction from the
�. employees total sick leave accrual.
LRTECLE 22 - SICK LEAVE - ont'd
22.6 The appropriate number of sick leave hours will
o employee immediately following the last pay perbre e
the od .,,ding
date each month.
22.6.1 The hours are not credited for the first
partial month of employment if it is 15 days oz less. If more
22.8 ICK LEAV£ - n eligible employee shall be able to
use sick£ leave as earned, subject to approval, and same may be
granted for the following purposes:
2 .8.1 e sonal illness 11 injury of employee which is non -
work related o connected with City C—. ,
22.8.2 Work related injury to supplement workers`
22.8.3 personal illness oe injury of membez of employees
mediate* family. -(Father, mother, .... daughter, brother,
r sister, husband, wife, grandmother, gza,dfather);
2 Medical or dental consultation or treatment of the
employee or mind children of the employee;
22.8. emp.... y disability (work connected and/or non -work
.ennectea).
22.8.6 E—th of a member of the employee's family as defined
below.
1991 - ontract
City of Longwood a LPFFA Local 3163
, �CTE - STCN LF—E - C—t-C
22.8.6.1 —ily is defined as a blood/marital relative
or 11 relationship i.—Ii— If --, mother, —,
daughter, brother, sister, uncle, aunt, —ph—,
husband, wife, grandmother, grandfather, grandchildren,
firs cousi, .,,d If an employee, fa er-in-I.th.,-
daughter-in-law, b-th.--
—pf--, stepmother,
stepdaughter, pl,— stepsister, -If brother, or
"If sister.
22.9 if an —'Ity.. js t 11 or more hours 1, -- (12)
--ti— months, the employee, upon return to .-R, It pi-.1idI
j,,tifj,Itj j, writing, t. the Fit. Chief for —i—, — I
doctor'. excuse.
SS.,.
22.10.1 E.P1IY.. separating from the City may be eligible
for :pI'y.I.t If fifty percent (50%) If unused a ... ed i"
I,
Shift - 336 1—, onehifl 240
following:22.10.1.1 employee ..Ct have ini.t. of lilt...
(15
)years If —tiI ... I 1i Y; and,
22.10.1.2 The employee separates in good _I—,
22. 10 '2 Only f.11 calendar—Ith, If employment 1h.11 b.
considered in computing --d —k 1—e.
23.1 A permanentflll-li.. who as I death in th,
immediate family (1 —initi— --) —11 be permitted paid
bereavement Ias follows:
-
It death .—r side
the I-t. of Florida: 36 H-- 32 Hours
If death — ...s
`
Ihb —t. of Florida: 60 Hours 40 Hours
Approved ---t 1—, —11 not be —,ble t. any
.th— accrued leave.
Approved bereavement I—. may be -- in conjunction with
—,, paid I.— . approved by the immediate —p—i—,
23 .4 ----t 1-11 may b, utilized for the death of . —.—
.f the employees immediate family, defined herein . husband, wife,
—d of employee, —, daughter, father, mother, --, brother,
grandmother, grandfather, —th.-i—I., —h—i—,,., —,
23.5 The immediate ..P—i— may —e P—bf of a death - the
employee's i mediate Family, ., proof f the family relationship t,
the —ploy- if the supervisor has reasonable ..... for doubt.
23.6 Eligible employee .—t submit b written I— request for
1-1. from one fil'.1 y..r t. the —t fiscal year.
2— Paid bereavement leave may not be -k— during any leave
without ., other non -pay
I"l - 2 ... t .1ty .1 1-1 3163
45
RTSCLE 2 - JURY DUTY AND JUDICIAL PROCEEDINGS
24.1 Permanent full-time employees are eligible for jury duty o
wr Hess duty save a any time following date of employment
provided appropriate documen n is provided.
2 In a r ion t. presentation of a summons or subpoena, th.
employee must submit I written leave request form to his/her
immediate supervisor far appropriate approval(s).
24.3 A. employee c ing under legal process t appear or a
judicial proceeding with respect t. ar ma e s rsing out o
performance of the employee's duties and t s erve s sd under due
ess procby a subpoena, sirdee employwillan be grted excused
absence with pay. All other absences will be without pay. Legal
or brought or instituted 1n a court of law or legal tribunal,
e. subpoena;
(1) trial;
(2) hearing;
—used absence with pay shall be for actual time
involved subject to commandment of the summos subpoena,
or rule to show cause. A judicial proceedingis any step
any ac ion arising ou of th e employees job performance.
our attendance and ass. tedleaves, when the employee is
e4 defendant; oe s engaged ain personal litigation; or i.
subpoenaed or summoned with respect to ma ers not ising out of
performance of his/her duties as a City employee or arising out of
utilize available accrued eligible leaves
ontract
City of 11—N. od I LPFeA Local J
ARTTCIB_25 - TEMPORARY DISABILITY/E[ATERNITY LEAVE
25.1 P11.1111t ..pl.y.— wishing t. take temporary, --
j- related disability ., —t—ity I-V, —11 b. required t,
.vide the i—di— supervisor with b—tifi.d —id—b. fitnesst. --- in — performance of d.ti—, or —Cit t. a medical
examination by a City appointed physician for such p,,pC.., at the
..p.— of the City.
sick leave prior t, utilizing other available --d I—v .,
,,— --i— of — available ...... d leaves, leave without pay.
25.3 Etili—ti.b f --d sick I—. .. referenced above is
dependent upon whether the employee has b,,, —tified by
and
phy,i,i,, - being medically unable to p,,f,,m assigneddutiesonly — th. period th. —ploy— cotHues to be disabled.
25.4 P,i., t. anemployee --i, t. work, physician (medical)llltificati.l of the —PI.Y.— ability t. V.— t. .,,k and
identification - any of such I.il
to be p—id- - the Fi- Chief, — his designs ,, prior to nth,
employees return to I.—
such —fill .,y terminate upon —t— of the regular employee;
25.5.2 0, . p--- basis i. the 11b,t, based - —b—I
no —,—bl. date can E. determined f the
employees ability to return t. -11 time employment.
TEMPORARY D LC
TY/MATERNITY LEAVE - on d.
f Fo 25. llowing—pirati— ava a11 ilable leaves , t e employee
maybe granted a leave without pay, not to exceed twelve (12)
calendar months from that date.
annual leave, sick leave or other leaves with pay, nor shall the
employee be eligible £or holiday pay, bereavement leave, etc.,
25.8 n employee on leave without pay status and his/her position
is being filled on a temporary or limited -term basis, said employee
shall not be permitted to obtai , accept, or work at outside
they recevve approval of the Fv re Chief, or his designee. The Fire
Chief, or his designee, will make hie decision based upon physician
employee, in performance of — side employment, will not aggravate
his/her condition or prolong his/her ability to return to
employment witb the City.
25.9 If, upon expiration of the twelve (12) calendar months, the
employee does not return to work, the employee shall forfeit
his/Ter eight to be employed by the City.
199] C act
City of Longwood 5 LPFFA Local 3163
.1.1 The City agrees to main the present health
insuran e be e o the extent that said benefits may be
reasonably obt,ined from a commercial source licensed to do
1.2 The City will con ibute to and offer group health
n
insur e to permanent fullt time employees who may elect group
healthi s ranee coverage for him/herself or for him/herself
and his/her spouse and/or eligible dependent(s) in accordance
with the fallowing:
26.1.26.1 2.1.1 The City will contribute one-half (1/2)
employee, single coverage.
26.1.2.1.2 The employee will contribute one half
(1/2) to the cost of group health 1 nee or
s Ingle coverage and premiums will be paida through
regular payroll deductions.
26.1.2.2.1 The City will -rib- one-half (1/2)
to the cost of group health insura e for dependent
coverage, if so selected by the employee.
. he employee will con ribute one- a
o2the cost of group health insurance hfor
dependent coverage, if s selected by the employee,
and premiums will be paid through regular payroll
aeawotinns.
- SUR - AND HEALTH 6 WELFARE - Cont•d.
DENTAL INCNRANIE
.2.1 The City agrees t. main ail the present dental
insurance benefits, to the exten hat said benefits may be
reasonably obtained from a commercial source licensed to do
business i the s aeof Florida.
.2.2 The City w illcentribute to and offer dental
to permanent full-time employees who may elect group dental
insurance coverage far him/herself or for him/herself and
his/her spouse and/or eligible dependent(s) in accordance with
the following:
. n employees hired prior to october O1,
1980,2 the City will contribute one-half (1/2) to
employee foe single coverage.
26.2.2.1.2 The employee hired prior to ctober 01,
1980, will contribute one half (1/2) to the cost of
group dental in r e for single coverage and
premiums will be paid through regular payroll
deductions.
26. 2.2.1.1 The employee hired o r after October
1, 0 , will pay the full premium co rou of gp
dentalinsurance for single coverage and premiums
will be paid through regular payroll deductions.
.2.2 D...NDENT .....L ..... RAGE: 26.2.2. 2.1 employees hired pi.,i O
to c D e ,
i the City will con ribute one-half t(1/2) to
thee cost of group de tal insurance for dependent
coverage, if so selected by the employee.
City e£1Lon22T'AIFA Local 3
5063
St—CE — HEALTH & IEL—E - --
26.2.2.2-2 The employee hied T,ib, t. October ti,
1998, �ill contribute,,-b,lf (1/2) to the cost of
gb..p -- ibb—tb. for dependent --, if
b. —b—d by the employee and premiums ill be
'id through 119-1 payroll d—bti.-
26.2.2.2.3 Th. ..Ploy— hi— on or after October
' 1 1988, will the —1 P—i— cost of group
dental i—b—b for d— coverage, if —
..1--d by the employee and premiums ill b. paid
26*3
payrollEmployees who a not on the City's active with -out -pay statusj, o .lby..s separating
from may — Ci
ty, ity, y titheir group health and/or dental i .= — will be
in with CC_
n
The
Y.. responsible for payment of the full
premium 'bbt f y healthcare or any continuation coverage.
26.4 HEALTH AND WEL
26.4.1 The City has the authority to require an employee
'.=physi—1, psychological, for duty.—
or psychiatric b—i-, t. that the. ..Pl.y.t is fit y. The 1i— i.—
—11 be at the City'l _p_. by a physician, psychologist,
—/., psychiatrist designated by the City. This
but is not limited tb, physical ex inations t. --i— if
a specified employee i, under th. influence of alcohol .
duty; t dItIllite any abuse of prescription or I_
— ptlipti.b drugs; t. dbtb,.itb any use f illegal
- I'll "It"It
City - Longwood 5 Ill- 1.-1 3161
LE 26 - D HEALTH 5 WELFARE - cont'd.
26.4.2 The City and Union agree that random dllg testing wi
o be permitted. The requirement of an employee to omplete
a drug or alcohol sc ee or test shall be basedc on the
standard of "reasonable suspicion." The reasonable suspicion
standard requires that the City must have some "factual
experience." Ih ether wor dt, . d—rston to test an employee
shall be based on factors sock as changes in job performance;
physical symptoms Co only associated with drug usage such as
slurred speech, altered motor skills and other changes;
witnessing or possession or use of substances; changes in
26.4.3 The City shall meet with and inform the employee that,
1n the opinion of the City, there i a basis for re sortable
us spicion and of t e ity's in r on schedule aadrug or
alcohol screen or test. At —idmeeting, — City shall
and shall then make the determination of whether to proceed
and require the screen or test. The employee may have a nron
representative present atsa meeting provided that no delay
is caused by allowing aUniond representative to be present.
If it is determined at the sole discretion of t e City that a
drug tes will be required, the employee shall be immediately
escortedt to the R-h. Biomedical Labs for tests. Refusal by
an employee to submit to said lab's tests shall be grounds for
the parties agree to meet to pick a new lab
l"' - lng—act
City of Lo6 LPFFA Local 3163
. If an employee t is positive, the employee shall be
placed on leave utilizing available accrued leaves; or, if
there is nsufficient a rued leave balances, unpaid temporary
disability leave of absence.
. .5 The employee shall be referred for counseling, further
drug testing, and/or enrollment in an appropriate program.
resolution of drug o alcohol use or dependency prior to
reinstatement from sick leave or the medical leave of absence.
testing to ensure con roved and complete recovery. Th.
employer shall be e itled to conduct up to ree separate
random tes ings during the s x (6) month period immediately
following the employee's return to work.
26.4.E An employee who fails to complete the program or who
reinstatement to work shall be dismissed.
26.4.8
The City shall not be responsible for payment of the
cos sof any c nselling and/or rehabilitation programs.
26.4.9 The City and Union agree that a drug screening/test
will be part of any employee's physical required by the City.
26. ICALS:
. Scheduling of physical examrna r will be at the
discretion of the City and a ecodreo become thewill a part
em of the ployee's permanent health r ord as maintained by t e
City. All employee s all be required to undergo a physical
examrnat�on when scheduled.
ART1_L 26 - INE—CE AND HEALTH 6 W - Cont'
26.5.2 All employee's will sign a o m allowing the doctor t
disclose information to the Department or City relative to the
employee's health that affect his/her job performance safety
or welfare. This information will be treated as confidential
and kept on the need to know basis.
26.5.3 ehysical examinations will include, but not be limited
6.5.3.F Blood Chemical —file (including but not
limited to aid& and drug testing)
6 26.5.4Costs of examination and tests as required will be
paid by the City.
26.5.5 All examina ions shall be performed by a physi 1
physicians as designated by the City. If an employee i.s unable
reason. The employee will then have to ensure that a copy of
the physical r sults a e filed with the City'A doctor o£
choice. The City will reimburse the employee an amoun equal
to the amount that would have been paid to the physician
chosen by the City.
27.1 The City will co — to provide at —e t The --t f
Life It.... ce for each employee at no cost to the employee - the
same level a is co—tly provided.
20.1 Upon passage of legislative approval for opt out f— t e
Florida Retirement System, new employees hired a er the date of
the legislatively approved opt out, and other employees eligible
and electing to opt out will be covered under a comparable annuity
program.
Cityty - ontract
oflLongwood 6 LPFFA I,ncal J1G]
29.1 If any Pl.lili.n of this Agreement, or the application
_:J, provision, should be rendered or declared invalid by any cou
-Y i-tilg -1 subsequently enacted
legislation,
any subsequsubsequently-
-ing parts or ps',_ f this Agreement
hsg.t—t. , replacement Article
A_ IBC __-30 - SAIAR-
1--i SALARIES:
The pay plan establishing the m hi... and maximum salaries for
bargaining uni members is as foil vs:
t ,xNx�nuM ¢Auav
FIREFIGHTER $ 6.46 $18,811.52 $9.04 $26, 326.48
(212 Annual Hrs)
(Non -Exempt)
FIRE £NG INEER $ '1.99 $21,810.88 510.49 530, 546.80
LIEUTENANT $ 8.27 $24,082.24 $11.57 $33,191.84
(212 A,1111111
a
(Non-Exempt)
993 C act
City of Lo V-dr6 LPFFA Local 3163
30. YS:
30.2.1 Employees will be paid weekly.
30.2.2 The City will notify the Union a minimum of thirty
(30) calendar days il advance of any changes to the pay day.
0.3 P �OG Eff—ti e October 1 3, employees will receive
a o of Living Allowance (COLA) in the I ... tt f (3%).
30.4 The COLA will be added to the employee's base pay.
City of 11ong od 6 LPFFA Local 3
&RTC_ - APPENCI— ANC AM ENCM —
3 .1 All appendices and amendments of this Agreement shall be
— eyed (or Lettered), dated, an signed by the esponsible
parties and —11 be subject to all provisions of this Agreement.
1991 - 1993 Contact
City of Longwood 6 LP— Local 310
3 ermanent full-time employees h., I. . result If I t..pI ... y
work ated injury may return to light duty —k vender the
following conaitions:
32.1.1 Physician certification If the 1Ip1Iy—'1
ability t. -- t. I— — identification
If any
such-- is to be provided t.
designee, if there is sufficient light duty work for the
employee within the —, If If
32.2 —i, the light —y —i, ... t the employee will co roue
to — I. is/hert—Illy —ig—d shift if medically possible-kinginto consideration physician (—di—) certification If
In the event th..e is no light duty work available,
affected employee may utilize accrued available sick I-- or other
accrued available 1-- Up— exhaustion of all — the
employee .,y be placed yin I leave -without -pay .-t.. as ..—d out
jI Article lo—It Related injury -1— or Article 25-T—y
Disability/Maternity Leave.
Contract
ty of Longwood 6 LPFFA Local —3
�l
33. Nothing herein shall beAGEM nstruedMT o restr any
constitutional, s tutory, legal or inherent exclusive appointing
authority rights with respect to matters of general legislative oe
managerial policy.
The City shall retain the right a d the authority to
administer the business of the Fire Department and, in addition to
has and will retam the full right and responsibility to direct the
operations of the Fire Department, o promulgate rules and
regulations and to otherwise exercise the prerogatives of
the following:
an . l manage and d direct its employees, including the
r ightto select, hire, promote, transfer, assign, evaluate,
lay off, recall, reprimand, suspend, discharge, or discipline
for proper cau and to ma n a n discipline a llg employees;
T. manage and determi e the locations, type and number
of physical facilities, equipment, programs, and the work to
be performed in the Fire Department;
and serelces of the Fire Department and to utilize personnel
in a manner designed to effectively and efficiently meet these
tore, staffing patterns, and the e Department's
organizational structure, nc hiding the Fright to lay off
employees from duty due to lack of work, austerity programs,
or o[her legitimate reason ,
3.2.5 o determine the hours of work, work schedules and to
establish t e necessary work rules, policies and procedures
for all employees,
1991 - 1993
act
City of iongwoodr& LPFFA Local 3163
ce 33 - nnNncaneNx a s - onta
.2.6 To determine lwh- a job vac ncY exists, the duties to
be included in .11 job classif i<at ions, and the standards of
quality and performance to be aine .d;
2
. .] T. determine the necessaschedule
ity to overtime and
theamount required thereof;
. . T o determine t tie ity's budget an uses thereof;
33.2.9 To ma n ain the security of a ec — and other
pertinent information;
33.2.10 To determine and implement necessary actions in
33.2.12 o 11lplltl control and discretion over the
Fire Department organization and the technology of performing
the work required; and,
33. . To se s andards of s v. e and determine the
procedures and standards of selection for Fire Department
personnel.
ARTICLE 34 - LABOR/MANAGEMENT CONFERENCE
1n the interest of effective communications either party may
,t any time request a Labor/Management
Con—
C
uch request shall be ma citing and be presented to
theot— party seven (7) calendar days in advance of the requested
meeting date.
3 The written regnest shall include an agenda of items the
party wishes to discuss and the names of those representatives who
will be a ending.
34.4 A Labor/Management Conference shall be scheduled within
seven (3) calendar days of the date req--d if both parties agree
a conference is necessary. Management will not unreasonably deny
a request for a Labor/Management Meeting.
34.5 The purpose of such meeting shall be limited <o.
4.5.1 Discuss the administration of this agreement.
34.5.2 otify the Union of changes made by the City which
affect bargaining unit employees.
I' 34.5.3 Discuss area of discontent, dissatisfaction,
compliant, problem, conce s understanding held
by either party whether valid or not when such discussions
are mu wally agreed to by the parties 34.5.4t Disseminate general information of interest to <he
parties.
BUnion
rve the Representative the opportunity to s are
the v ew of t e collective bargaining members and/o, make
suggestions o subjects of interest to their ...b.—
. C.—id., and discuss health and safety matters
relati
ng t employees.
—A There shall be 11 more than three (3) City employee
representatives foe each party in atten an e at the
Labor/Management Conference and no mare than one (1)cnon-employee
representative for each party.
1991 - 1993
ontract
City of LDngwood 6 LPFFA Local 3163
ARILLE 34 - OR/MANAGEMENT C NFERENCE - ont'd
7 re The City will lease from duty, withCpay, no mo e than two
(2)employees for the purpose of attending a abor/Management
onference. As attendance i voluntary, off duty employees will
_ not be compensated by the City for purposes of attending the
Labor/Management —f---
34.8
'Phe findings of the Labor/Management Conference will be
e mi ted to the City Administrator by the party calling the
Conference no later than seven (�) alendar days following... ting
ollowingmeeting £or his review and response. o
1991 - 1993
ontract
City ofLongwood 6 LPFFA Local 3163
Th' h 11 be effective a of the 1st day of
October —3.
and —11 1m 1n of ect unt'1 the 3Dth da of
September 9
35.2 ach19party will provide a list of proposed changes or
modifications prior to the 1st day of Aoril of the year of
expiration of the contract.
35.3 Such notification sha11 include the title of the Articles
ither party desires to add, a r d. All other
emaArticles
will rin in effect and be included oamen
in the subsequent Agreement.
i3ONGSVOOD PiYOI^ES'SION?.L C_Ri:P [�NTiP.'S dSSOCIRT30N
LGCAL 3163
/f./(l/ l
d-t
Mayor