Ordinance 98-1425ORDHJANCE98-1425
AN ORDEVANCE OF THE CITY COMMISSION OF THE CITY OP LONGWOOD.
FLORIDA. ACCEPTMG AND APPROVING THE AGREEMENT BETWEEN THE
CITY OF LONGWOOD, FLORIDA, AND THE LONGWOOD PROFESSIONAL
FIRF,PIGtITERS ASSOCL4TION (LPFAA), LOCAI.3163. CAVERWGTHE PERIOD
OCTOBER I. 1998 THROUGH SEPfEMHER 30, 2001.
WHEREAS, the Florida Collective Bargaining lxw provides for negouadons between she
Ciry of Longwood and employees repremntetl by a labor organization: aad
WHEREAS, [he Ciry of Lnngwovd and the Longwood Professional Firefgh~ers
Association, Local 3163. have held numerous meexings and have join~ly developed an Agmzmeni
resound end mutually beneflviei working and ecovomiv relationships between the parses.
a~assn
WHEREAS. City employees rrRresented by the Longwood Vmfessionel Firefighters
Associative Locn13 i63, have ratified the wntraet for lhtee (3) years by egreamevt between the
patties. huem attached
NOW, THF,REPORE. BE IT ORDAE9ED BY THE CITY COMMISSION OF THE
~ Cl'fY OF LONGWWU, FLORIDA AS FOLLOWS:
SECTION I_
1. That the anacbad egreeinem between the Ciry of Longwood and the Wngwood
Pro£essioval l-TreFighrus Association, Loca131fi3, U heeby accepted and approved effective
October 1. 1998.
2. That the Mayor is hereby authorized ro sign the AgreemGtt on behalf of the City
of Longwood, Florida.
SECTION 2
Conflius. Ail ordinances or pans of ordinances in conFliet herewith are hereby
repealed.
,cECTION 3~
Severability. Should any se n, paragraph, clan word or
ce Item,
provision of This ordnance be declared TnvaBd by a cove of oompetenijvrisdtofon, such deeislon
shall not effect the validity of [his ordlnana as a whole or any part thereof, not so declared to be
invalid.
Ordinance 98~ I425/Page2
SECTION 4'
F,[fective Dare. This ordinance s/h~all//ca~k-e~effect upon final pazsege end adopted.
Prst Reading; (i`~"7",,"~"--/" S ~99~ ~i
Second Reading: lYp%~ ~-f/+/ ~~ ~9 9Q
PASSED AND ADOPTED THIS ~Y DAYAI~~~.A.D.1998.
Charles C Milez m Mayor
City of Longwood. PL
A T , ~/~
C; ~r~f~c
Geraldine D. Zambrv, city Clerk
Approved es to forth end Iegeliry for the use and relivnce/of th S~ ngwaod.flondv,_only.
/ ~~ ~/
Richer 5. TaylprJr.. City Attorney
AGENDA MEMORANDUM
ro, tiono~eia Mayor end clry ammission
FROM: Greg Manning, intonm (,Sty Administrator
DATE' Odabar 5, 1988
SUBJECT'. Ortllnance No.98~t0.251LPPEA Confrnar
RECOMMENDATION:
We racommer'-`-"`- ---'~--' betwee-t`a City-" >ngwaod entl the Longwood Proteeslon
Firefighters As.. _., __ 696e Stec aH ie October t, l&9A.
"~
With Cpl aestui and we have oometo an
ogre ^~ ~~ ~ ar term. ihle conVad will run firm
October 1,1P9 m_ me Iq 2u_..
PROGRAM IMPACT'.
None
FlSCAL IMPACT
None
PREPARED B'
D.
SU_~LT~A ~ --
~:
ORIGINAL
~ ~~~;
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AGREEMENT
be~w
CITY OF LONCWOOD, EIARIDA
a~a
LONGWOOD PROFESSIONAL PI[tERYOkCfERS ASSOCWTION
LOCAL 3163
IOII/98-9/30IOi
'99 VERSION
TA13I F_OF CONt'ENTc
ARTICLE CONTENTS PAGE
PREAMBLE
RECOGNU'ION
DUES DEDUCTION
PLEDGE AGAMST DISCRIMINATION
UNION ACTIVITY
UNION REPRESENTATION/BUS WESS
6ULLF,TIN BOARD
RULES/REGULATIONS
REDUCTION EV FORCE
WORK RELATED W1URY
UISCIPI,INE/D[SCHARGE
CRIF.VANCE PROCGDURES
AReU'RATION
WORK SCHEDUI,E/DUTY tIOURS
LONGEVITY
WORKING OUT-OP-CLASSIFICATION
DEPARTMENT ISSUED CLOTHUJG/EQUNMENT
TIiITION REIMBURSEMENT
COMPENSATION AT SEPARATION
HOLIDAYS
VACATION LEAVE
SICK L,EAV6
BF,REAVEMENT LEAVE
1URY DUTY AND ]UDICIAL PROCEEDINGS
TEMPORARY DISAeILI'I'Y/MA"fERNITY LEAVE
INSURANCE AND HEALTH & WELFARE
LIFE WSURANCE
RETIREMENT
SAVINGS CLAUSE
SALARIES
APPENDICES & AMENDMENTS
L[GIiT DUTY
MANAGEMENT R1GHT5
LABOWMANAGEMENTCONFERENCES
DURATION OF AGREEMENT
$1GNATDRE PAGE
AftTICLEI-PftFAMRLE
LI This AGREU' KENT is cntemd 'imo buween the Cry of lnngwood. Florida. hereinaRef
referred to az the "City", and Inenl 3163, Longwood Professional Firefighters Association.
hereinafter refered to u 0[e "Union".has as its porposc the following:
1.1.1 To achieve and maintainnsatisfouory andstebilized employer!employee relationship
and to promote improved work performance.
1.1.2 To provida for the pewzful and equitable adjustmem of difference which may arise.
1.1.3 To attract and retain qualified employees by providing those benefits compatible with
the financial resources of tfie Clry.
I.1.A Tb aasurn Ne effectiveness of service by providing un opportunityroemployees to
~. meet with Management to exchange views and opinion on pollcles and procedures affecting
thewvditions of Neir employment, subject w the vpplicable provisions of Stnte of Floridv
Statutes, State and Federal laws. Ciry Goner, City Ordinances and the Constitution of the
State of Ploridn avd the United Stvtes of Americo.
I_IS To set forth the basic policy governing wvges, hours and other terms and conditions
of employment through collective bargaining.
1.1.6 To provide for orderly. harmonious. and oooperauve employee relations in the
tn[erest. not only of the patties, but of the citi[ens of Longwood. Florida.
1.2 "fo this arid- dte panics hereto agree to devote every effort tu assure then the City and the
Union members and officers wit l comply with the provisions of this Agreement.
I-
~ ARSICLE2 -RECOGNITION
2.1 UN[T 1: The City a ~ u die Union as the ecclusive eolleerive bargaining
apresentarive for those employees in Dnt I that the Union is authorizN to represent, az follows:
INCLUDC.U -All cettified Paramedics rvnd EMT's with the rank of Fire Fighter and/oc
Engineer.
E%CLUDEU -All arheremployees of the Ciry o! Longwood.
2.1.1 She recognition Is porsvvm ro the Cenifcure of the Florida Public Employees
Relations Commission, Certificate %R35 decidetl in RC 88-062 da[ed April 3. 1989.
22 UNIT 2: The Ciry rnvogvizu ehe Union az the exclusive collective bargaining
representarrve for chose employees in unit 2 that the ltnion ~x authorized to represent. as follows:
r INCLUDk;D -All ceaifled Paramedics evd EMTS widr the rvnk of Licutenan[.
EXCLUDGU ,All orheremployees of the Ciry of Longwood.
2.2.1 The reeognition is pursuant ro the Certificate of the Florida Public Employees Relations
Commission. Cenif'icnte H834 decided in RC A8-062 dared April 3.1989.
1998 -2001 Co~irnci
y of Longwood 6 LFFFA L«al l I W
ARTICLE 3 -DUES DEDUCTION
3.1 The Union will initiallynotifythe Cityaa to thenmount o[dtres. Such notification will be
to the City. directed w the Peaonnel Adminisvauve O[fieer. in writing. over the signature of the
authorized officer or officers of tho Union. Changes in the Union membership dues rate will be
certified to the City in a like manna at least Nirty (30) tzlonder days prior w the effusive date of
any change.
3.2 Upon receipt of a wnuev nutbocization form from nn employee wvued by this Agreement,
Ne Ciry will tleducr from Ne employees pny the amount awed to the Unioo by such employee for
duea'. The City will rcndt to the Treasurer of the Union such sums within chitty (30) calutdaz days
following the end of eneh calendar month,
~ 33 The City will ~wtify the Union,aminimum of shirty (30)cnlendnr days in edvnnce of any
change to the frcgoency of pay days and number of dednaions per month.
3.4 The Union will indemnify and hold the G[y harmless against any claims metle regmtling
thesededucttons..
3.5 Provided an employee is on vacation during Ne payroll puiod for whioh dues should
norznally be checked olTnnd Nis employeeYdteck is pmpared in advnnec, every effort will be made
to deduu dnea from the advance check. No dednetion shall be made from the pny of any employee
for any payroll period in which the employceY net earningx for Nat period. after other deductions.
ere less than the nmoum o[ dues to be checked off.
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1998-xoo
RTICLE 4 - Pl FDC6 AGAINST DISCRIMINATION
4.1 The provisions of this¢greement shall benpplicd egnallYmall empioycea in the bargaining
um[ without disedmination to age, sex. mnritai status, race. oreed, color. nettonal origin. M1andicap
anion affiliation. nor religious or political afflictions. The Union shall share equally with the Ciry
the responsibility for applying [his provision of the Agreement.
4.2 All reference to employees in this Agreementdesignate both sexes and wheneverthe male
gentler is used h shall be wnstrued to include male and female employees.
4.3 Neither pany shall in[erfere with. restrain. coerce or o[herwise Discriminate against any
employee for exercising M1islher right to join or not to join the union.
4 4 If, end in theevent. an employee elects to seek remedy Poralleged discrimination by the filing
~. of a lawsmt in a County. Circuit or Federal C rt, or a compinint with EEOC, FCHR or any other
ouside eget[cy. then in drat event, the sugect of such eomplalm may not also he grieved. If, and in
the event. an employee clear ro initiate a lawsuit in a Counry. Circuit or Fetleral Coutt_ or
proceeding to EEOC. FCHR or tiny other outside agency, during the pendency of a grievance the
grievance shall be summarily dismissW-
1998-200
ARTICI ~SINION ACTI~jLY
i.I Rules governing the activities of bargaining unit member; and Union Representatives area
follows.
S.I.I. There will bo no lnterforence. mtermption or d'usrnption during tha nonnel work
duties of other employees
5.1.2. 6mployces will beprecludeA hots conducting officid Union bosinenre during working
hours, excluding 1 hour lunch. t hour dinner and 1 hour during reducW attiviry time -after
9:0U p.m. - u work schedules and alarms permit.
5.1.3. Bargaining untt members and/or Union Representatives shall ceue unauthorized
vn~on aetivittz~ immedivtely upon request.
S.I 4. in no event sball employees be rcleued from Avty with pay to conduct Union
business. pme ss grie antes or attutd to matters related w Union businassexcept as may be
provided elsewhere in this Agreement.
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1998 x
ART(CLfi 6- I]NION REPRESENTA'CION/BUSINESS
E_I Awri~ien lisl of the Union S~ewnNS Shall be famished ~o the Ciiy prior ~o Ne effective dale
of their ~soming Their dudes. The Union shall notify Ne City promp[ly of any eM1anges o(such
Union 5[ewerd(s).
6.2 Designated Union Rapresen~aiive(s}mrtTkr Union S~eward(s)may be eele~sed from du~y io
attend eonventioos, seminars, and mec[ings which may he mumnlly se[ by [ha Ciry and/or Ne Union
in onjun uon wi[h Union responsibilieies, work demands pertn~ [ing and wish appropriate nohce
and/or completion cud approval of the Leave R;.[{uen Eorm. All absences shall be charged [o the
appmpne[e accrued Ienves.
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1 J98.1
~ ARTICI F"1-IIULLETIN 9(lARO SFACF
].I The City shall allow the placement olv bulletin board in av easily accessible agacd upon
location in ouch Fire Slalion. Itnion noticed rcAao ng m the following m uen may be posed without
the necessity of receiving the Fve Chiefs prior approval:
].I.A Union recreation and racial a[fairs:
].IB Notice of Union meetings;
].I.C Union appointments:
'1.I.D Na~ice of Union eleuiovs;
].I.E Resales of Union electiom'.
].I.F Repotts of noo-poli~ioal needing commistees and independent non-political arme of
~., the Union:
].I.G Nan-political pvblica~ions. slings or policies of she Union; and,
].1.H Minoees of Union Meetings.
] 2 All other notices of any kind no~covere0 in ].I.A through ].I.H above, mns~receive prior
approval of the Fire Chief or his designee.
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1998 ~2ooi conuaci
ARTI LFN-R L S I~DgFSZUJ,~TIQNS
8.1 The City may name nw(-2)foar{4)represenw~ives and ~M1e Union may nen~ervv(2}for~r
(4)-bargaining unir members of Ne Depvrtme,i~ co sip as a commiiree ~o Aiscuss proposed changes
io the Fire Departmem's Roles and Regrile~ions on an as needeA basis bur a~ lees annually.
8.2 All proposed changes and/or upAvies will be sobmir~ed ~o she Firt Chief for his roview.
8.3 The decisions of the employees described in paragraph &.I Shall not wonimreawaiver of
she Union s righr to bargain col lec~ively.
ARTICLI? 9- REDUCTION IN FORCE
9.1 REDUCTION-N-FORCE
9.1.1 N Ne evem of n personnel reduction. layofflreduction-in-force. (vcwrs to be
corsidered in determining the order of lnyroff shall include:
9,1.1 A The employee positioNjob, classification.
9.I.I.U Lssentinl.services provided by [heemployea in that olusifoetion.
9.1.I.C Seniority within the Depanmmtt; and
9.LI.D All Eactore being equal (re: items 9.I.I.A through 9.l.LC). the
empbyees job knowledge and development, quality and gnamity of wod:.
interpersonal relations. Initiative antl wmmnniantions (perfonnenceeveluetion job
~ factor ratings tluring Fim Depanment service) will be considered.
_.
9J;2 ~refiredivision jtall consist o(~o[eger firEfjghrers~theq.~ieted on NO amber 4,
149'1. Thohead fthe firy„sv(etyd on shall bavy:th. the of Fire Chia{,
92 RECALL
92.1 Employees separated Uue to aley-off/rcductlon~in-f rce shall be given first
considrrntion for position vneancies within the Departmcnt~. nnd_provided the individual
meets the prevailing m nimum yualificatioas for the job elnssification. including su cessfvl
completion o[ eny precntploymenl examination. vs required.
I
1998-?
r ARTI LE 10C WORK REI ATED INIIIRY LPAVP
IU.I Rshall be Ne policy of the City of Longwood to provide bene0rs to any pcrmancm fullaime
or parz-ume employee who'ts injured, dimbled or has u physical eovdition resulting fam an accident
oransing out of_ and in thecouoe of. performing their official duties. which prevents dte employee
from perforating his regular duties.
10.2 ~ II workus' compensation benefts shall be provided in acoordance with Workus'
Compensation Law. Chapter 44U. Florida Statutes.
10.3 Physician (medical) certification of the unployees inability to return w work. must be
provided to the Baual on ChieL.whowlllf d fo¢Sn ~ Personu'e1.Otfjcc.
10.4 Prior to nn employee returning to work, physiuan (medical)cutific¢tion of the employee's
~ ability to amm to work and identification of any xtipulationslastnctions of such return is to be
provided to the Battalion Chief prior to the emPloyeu remm to work. It shall be the decision of the
Fre Chief if there is sufficient light duty work within the scope of die stipuletionslrestdetions of
such roam to work [n the event of a light duty assignment available in the Fire Depanment. the
employee will woek the light duty assignmun if medically possible taking into consideration
physician (medical) curifcation of stipulations/testtiniorrs. In the event rhea is no light dory
assignment available in the Fire Departmuit ¢s detemiineA by die Fire Chief and Ne City Manager
duenrunes there is a light tluty assignment ¢vailable elsewhue in the City, the unployu will work
the assignment.
1998 ~?tai conuan
y a Ja LVt'In Oacsl'il5'i 10
~ AR'CICLE IO-WORK RELATED INIURY [SAVE-COn1`d.
10.5 During the employees injury leave. during a period when not rcemving Workers'
Compensation benefits. the employee will cootinae to receive toll pay by utilizing ec<med sick
leave, annual (cave. or other eligible leaves.
10.>.I If this period is subsequcndy covered by W orkcrs' Compensation the employce will
reimburse the Ciry (or payments received through Workers' Compensation and wIII be
credited for milizetl leave hours bused upon a prorated formula comparing the Workers'
Compensation beneEt to the clnployees hourly rote.
I O.i 2 During the empleyces injury Ieavc, when oat receiving Workers' Compevation
benefits. Ne employee will be eligible to utilize vecreed sick leave, annual leave or other
paid leaves.
~ 10.6 An employee who has milized eeemodlevaileble leave hours anNOr has been absent without
pay, may cetitian to hove these hours restored. This vpplies only to the [irn7 seven (]) coneecvtive
enlendar days nn employee is off due to a work mla[ed injury. The City Svfety Officer and the
Personnel Administrative Officer will review o11 teque is Cor time teinstatemem and will either
runstate the time or refu the matter to the Workers' Compensation Appeal Committee. As
necessary. Ina City Administrator will ettablish a Workers Compensation Appeal Committee to
revtex an employee initiateU request to have used and/or unpaid hours not covered by woekeri
wmpensation irstomd. The Workers Compensation Appeol Committee will submit their
remmmendedon(s) to the City Administrawrfor his review and action. The decision of the Gry
Adminis«awr shall be final. The Committee will be composed of five (5) members, the Personnel
1998-?
C yo log Does tawnt.orvl?169 11
~ ARTICLE I0-WOAK RELATED WIURY LEAVE-Conitl.
Adminiswuve Officer, Iwo (2) members (mm the managemem team. nn0 two (2) members [ram
the bargaining unit.
I Q'] The Fire Chief may refill the position. upon HUmun 2esourcev OQieet's approval, under one
of the following conditions:
10.'l.l On a twnporary or limited+emr basis stipulating that surJt refill may terminate upon
rctum of the regains employed; or,
10.72 On a permanent basis in theevent. bared on medical certification, no teanonabledaee
can be determined of the employees ability to swum to ful I time employment.
10.8 Following expiration of all available lenvex. the employee will begin e Icave widhout pay
smtus. not to exeeed twelve (12)calenaar months from tnnt dos.
~ 10,9 An employee on leave without pay status shall not accrue any annum lenve, sick lenve or
other leaves with pay. norshall the employee be eligible for holiday pay. bereavement leave. etc..
aut;ng leave venom pay staves.
IO.IO An employee on leave without pay smtus vnd hismer position is being filled onetemporary
or I'imited-term basis. said employee shall not lx pennitteo to obtain. accept. or work outside
employment during the periotl of approved ionve witlrout pvy. unless the Fire Chief grants
permission.
10.1 I I(. upon expiration o[the twelve (12) <alendarmonths, the employee does iwttetum to work.
tha employee shnl l forfeit his/her right ro 6e employed by the City.
1998-xtroi conu:~~~
Gay of hoagwoopffi hvtFn home 3163 i2
II t ISSUANCE OF DISCIPLINE
11.1.1 Employees who have successfully completed their initial probationary period of one
(I) year for shift employars~. six (6) mondrs [or non-shih employees, may he disciplined or
discharged only forjtrst anse~. unployees who have not successfully eomplotad Ihe]r initial
pmbationary period may be disciplined ee discharged without cause
11.1.2 Whutevu it is alleged that en employed has violated vny rule. regulation. or policy.
theemployee shall be notified, in writing. on the appropriate notifcation forth, of the specific
alleged violation(s), including the specife faux constituting the alleged violation. Such
notifcntton must be given within ten (10) administttive working days of the event giving
fin, are to the allegod violation; otherwiso discipline may not be imposed for the alleged
violvtion. If Ne employee S not available, the novfication ehall be givui wi0tin ten (IO)
administrative working days of the employees room to duty.
11.1 3 A writtui reprimand suspension wi[hont pay, or disciplinary discharge mvy be
grieved by the employee through the Grievance Procedure as amhned in th'u Agreement.
I I_I4 An employeerelicved of dory for the investigation of alleged violations}prior to the
issuance of the lormal disciplinary action. may he relieved with pay.
11.1.5 Theemployee shall have the right to inspect or copy any or all of hismer perronnel
[ile or vny other file wntaining records conecnting the employee and no mcoNS shall be
hidden from the employre.
1998-xoo
y g m&~t FFn I_ooi xl5x 13
r ARTICLE 11 ~ DISC]PLpJP AND D1SCIIAROE- Cond.
11.2 WhenevereFlrcfightea issibjuuxlmnn intertogation. such imm~ogetion shnll bueonducted
puauaut to the terms of the FlrcCighlers' Nil I of Rights. P.S. 112.82, Section XX.
11.3 CI FARING OF DISCIPI (NARY ACTIONS
113.1 hshall be considered that corteclive action hae been acwmplishetl by the employee
and records of disciplinary anion may be removed f com the depnrtmentnl. divisional and
City persanoel files under the following provisions:
11.3.1.1 I[ the disciplinary anion on file is a warning and the employee has
committed no offense requiring any dia<iplinary action for six (~ months ufmr the
1n11ial offense.
11.3.1.2 If the disciplinary action on file ie a written reprimand and the employee hu
r committed no offense requiring nny disciplinazy action for one (I) year after the
initial offense.
11.3.13 Udte disciplinary action is plnCUnent of probation. suspension wiehom pay
or discharge. such action shall. under no circnnutances. be removed from City files.
11.3.2 The length of time to clear the mast serious disciplinary action in the file will be the
umc Cmme used Cor coleulution puipcses'io clearing disciplinvry vcuon from Fie The time
frame will begin ftom the date of the most recent disciplinary action. reeardless. of typo
II3.3 his the responsibiliry of the affecte4 employee to mbmit wriuett rzgoest through the
Fim Chief w she Human ftcsomccc Offisrto initinle elcaring ofhis rewrcl:wcoNing to the
pro tsons of th'issection.
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1998-woi comr:~c~
AR"lICLC- I I - DISCIPI.INH AND DISCHARGE " Com'd.
I I.S.4 The Personnel Office shall mein~nin n SIC, xepanie from the employee`s personnel
lilc. of all Aisciplinary ac[ions.
114 Fnployecs who aredischarged or wlio do noiszpafnie from she City in good n~anAing scoot
eligible io bvcompensateU for any aaumvlared/vnused Iwvehwrs (excluding compensatory hours).
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1998 2
r AHTfCLE I~-CRIEYANCE PRO(`iDl)
izi cdevance snmi min an aneged vimalmn or am it npnrwdea nr Inifl ngnea,enr ~ i.
applies to die employees who bring the grievan¢lo manegemene. Sinca mnnegemenl hoc she righr
to do employee performaneo evvluations, decide upon the pminolion or Imnsfw of employees. e
grievance on the rvbjecre of nn employee perfonnanee evnlunrion, premorlon or Imnsfer shall be
lilniretl to any alleged violation of policy or procedure. The subnanlive decision regarding an
employee's performance evalvndon. a promotion or nnnsfer obeli be non-grieveble.
122 Agnevvnce mvy ba initiated by Pull-timeentpleyers who have sarlesefully completed their
Initinl pmsetibed probvtionary period. However. probationary employees may file n grievance for an
alleged violation of this Agreemult, excluding diseipl'inary action(s). Grievances alleging
~ disetimination, as defined elsewhere in thin Agteentent. mvy be filed at vny time following date of
employment.
123 All grievances shall be filed on a form mumnl ly approved by the parties and shell state and
set fonh:
123.A Nespeci Fie provision or provisions ofthe ngreement alleged bythecmployec ro have
been violateA'.
123.B the spesifie fads wn.nimting the alleged violation:
173.C the relief rtquestcd by the e!'igible employee. hcrcinn[ r refereed to a9 the Grievant.
arid.
123.D nmendmema m the gnevanee may be made no lacer than the second vtep of 11re
ante pmccas.
1998. zm1 cvoi~v~
Cy L g ootlffi~PCIn LO~a1916] 16
~ ARTICLE I2~GRIEVANCE PROCEUI/RES-COnrd.
12.a Allgrievanees sball he sobmitmd within ten (10)caleasdar days after.
124.A non resolution or annufisfnetory resolution of any verbal discussions with Ne
tmmediarc superv~soi. or.
12.a.B notifiea6on of the occurrence of on event giving rise to the grievance
12.5 All grievances nor appealed co the next step within the time limier umblished by this
Agreameut shell ba considered se«led on Ne bazis of the Ian eoswer provided by management.
12.6 All grievances not answered within LLte time limits established by this agreemen!.shall cause
ehe grievance to automatically advance mehc nextstep-
12l Thetime limiu.cet forth herein may be extended by written agreement of the panics.
12.8 The Grievant may haves union representative pruene when requestetl by the Grievant et
r any stage of the grievance process.
12.9 The Grievnm may be accompanied to any meeting described in this Article of Article 13-
Arbitration. by not more than two (2) other persons. except chose noted below`. and/or Union
Steward/Representntive, so requested by the Griovvm (+Excludedare: Elected Officials, City Clerk
Ciey Atmmey. Gty Administrator, ou0 Uepattment Heads).
12.10 'Che City may be accompnnienl to any mcuing described in this Article or Article I3-
Arbitmtiou. by any other person(s) an Nor represemauve if the Gty so des«es.
12.11 In advancing grievances [o the next Icvel. the Grievnm and the City may calla reasonvble
number of wilncsses in suppon of their mspective positions.
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1998-tool conuan
Y B Doti n Ltffnlaai Ji6J I]
ARTICLE 12 ~ GRIEVANCE. PROCEDURES-COal d.
12.12 All grievances must he proccvcW nt the proper seep in the progmsxion in ostler to he
considered nt thesubsequent step.
1213 The Grievant may withdraw vgricvance ar any point by submitting. in writing.auatvntent
a That effut.
12.14 Nothing in this Atticia shall prevent the Grievnncfrom presenting. at my time. his/her own
Brie ante without Ne intervention of a Union Representative. Howevu. the Union Represemati~e
will be given a reasonable opportunity to be presur at any meeting celled for die resolntion of such
grie antes.
1215 In the event a grie cote is resolved without a Union repreaentative present, the City, upon
wn«en request by the Union. will provide the Uiiian a copy of the resolution.
121fi The established formal process does not prelude and is not intended to diseoumge the
Grievant from [rst discussing the grievance with hislfier immediate supervisor informally ,nd
verbally. The Grievant should diacuex the complaint with hislfier immediate supervisor in an
atmosphere of wopecation and problem resolution aw un ongoing process in the employment
rclationsbip.
12.1'! The immediate supervisor is'responsible [or making npproprivte inquiries vod ivking any
necessary actions to resolve the griewncc prcsenicd by the Grievant within wi (lo) calendar tlvys
from the date the Gnevnnt brought the inquiry fonh.
12.18 AGricvnnt engaged in meetings with the City in Steps One. Two and Three of the Griavvnce
procadure mvy be uigagod in anid meetings during his/her normal work hours without loss of pay.
199X-tool Canton
y _ &LPffn Ln<a131n3 IR
ARTICLE 12-GRIEVANCE PROCF.DIIRES-COnt'd.
12.19 l'FP ONF -FORMAT GRIEVANCE PROCESS -Step One of the formal grievance
process is a~ follows:
1319.1. GRIF.V ~i 'r.
12.19.1.1 The Grievant shall fle the gievance in writing on the approved grievance
form, to the Ha¢alion Chict within (10) calendar days after: (a) nonrcvolotion or
ansatisfaaory resolution of any verbal disw.ssions with the immediate supervisor:
or (b) aotifoatton of the occormnce of theevent giving rise to the grievwtce.
12.19.1.2 The grievance ahall state and set forth: (a) the spacifc provision of
~ provisions of the Agreement alleged by the Grlevwt to have been violated: (b) the
specific faro consist ring the alleged violation. (c).vitnesses if arty: (d)sapponing
docnmenm[ion, if any; and. ()the relief requested by dre Grievant.
12.19.2 li,t ~~I'on Ghh??_ef:
12.1921 Upon receipt of the completed grievance tonn, the Hattellon Chief wlll
re[mw all dowments submitted [or [actual rcprrsentetions and dafnition of the
12.19.2.2 Within ren(10)calendar days o(dte dam the gnevanen was received.the
Hanulion Chief shall meet with the Grievant anA make a decision end wmmunicate
~t to this Grievant. The Decision shrill stem dte basis for the decision and shall be
rendered in writing m dte Grievant with wpics to Ne Fim Chief.
1998-?ooi Co~vaa~
Cnvof oy dt LPI Cn Lacoi3i5i 19
ARTICLE 12 ~ GRIEVANCE PftOC[DURES ~ Cnnr'd
12.193 GR¢VANT~
12.193.1 Nthe event the gnevavice is resolved to thesa(ufacrion of the Grievam;
or_ the Grievane does not wish to pureae the grie ant any further. the Grievanr is to
indicate same on Ore original grievvnoe forni and submit same. along with alI faots
and information concomed with thegnevevice, u11 xuppon dowmeatatiov, if any, evd
responses ro Ora )3eualion Chief for forwarding to Parronnel.
12.193.2 Thewmpleted original grievmce [ram must be mbmi«ed ro Ne 8e«alion
Chief within (10) calendar days of the receipt of the 6attolion Chiefs response.
12.20 STEP TWO -FORMAL GRiEV ANCe PROCESS -Step Two of the formal pievance
process ix as follows:
1220.1 gRIEVAMt':
12.20.1.1 Nthe even the grlevwe<ts voi resolvod in Step One. or [he Grievant is
dissatisfied with the decision/responxeldetermination of the Battvlion Chief, the
Grievant may. nt the (irievnnt's election submit the grievance to the Fire Chief.
12 2o_I 2 The completed origmal grlovance Form ntusrbe,cubmived to Ne Fire Chief
within ten (IU) calendar days of the date of the receipt of the ee«alion Chlefs
response.
12.20.13 The Grievant ix ra indicate dte rrdsan(x) for Cunher review and/or
connidemrton Same shall be reaWemd to thro'c izsvc. pm..enied in Swp One.
1998-ion
y i s &u FFn Lacvl~i6~ 2U
f na,rICIF 12-GRISVANC:L'PROCFDURES-COnt'd.
1220.1.4 'fhix xnbmiiu~l shall be accompanied by all facts and infonnalion
concerned with she grievance. copies of all documents previously n~bmined and
responses given iherc~o.
!2.20.2 FIR tI1FF:
1220.2.1 Ilpun receipt of the completed grievance Porzn, the Fire Chief will review
all documents submitted for racmal represen[at~ons and definieion of the gric ance.
12.202.2 Within ten(10)calendar days of she dale the grievance waz received.the
Fire Chief shall mee~ with the Grievane and make a decision and commanica~e i[ [o
me Grievant. The decision shatl.stnle the basis for the decision and shall be rendered
in wr ring ~o she Grier em whb espies to the City Adminisvaror and the Personnel
Director. Further. for all grievnnces not involving discipline, demotion. or dischazge_
and pertaining io i terpreta~ion of phis eonirac~, a copy of she grievance will be
provided ~o the union.
1220.3 GR~I~T:
1220.3.1 In the event the grievnnce is resolved to ehe sa~lsfnniion of she Grievant .
or. the Grievant does not wish ~o puraoe the grievance any furthu. the Grievan~ is io
indicate same on the original grlevmce form and sobmi~ same along with all fncrs
and infonna0on concerned with the gric ance, al I support documenralion. if any. and
responses io the Fire Chief [or forwarding io Personnel.
I220.3.2'fhe completed original grievnnce [orm muse hesubmiued io IM1e Fim Chie[
within (10) eelvndnr days oC the receipt of the Hnttalion ChieCS response
r
1998-?ool courvri
1 g hd OI F'Fn LOCal iisi 2I
~ ARTICLE I2-GRIEVANCE PROCEDURES-COni d.
12.21 STEP'fkIRF.E-FORMAL GRIEVA4C[i PROCESS-Slap Three of the formal gdevanee
process is as follows:
12.21.1 GR~VANT'
1221-I.I In theevent the grievance u not resolved in Slap Two. or the Grievnnt is
disseliafed with the tlecL ioNresponse/determination of the sire Cnlef, the Grievant
may. a[ the Grieven['s election, snbmi[ the gievance w the Cnq-kdrtrirtishator Public
Safety Dp'restor
12.21.12 The completetl originnl grievauce from muss be submitted to the C-ieq
ddnrtmatmmr P~y¢I'ic SafctyDirecl0r within ten (10) calendar days ofrheda[e of the
r~cip[ of nc~ file ChiePS reapoose
1221.1 3 The Grievant is to indicate the reasons] far [uttber review andlor
considernnon. Same shall berertriucd to chose issues parented in the prevteva aeps-
12.21.1.4 this subminal shall be eecompunied by all facts end inforznation
wncerned, wish the grievanc.~, copies of nIl documents perviously submited and
reaponses given thereto.
12.21 2 -Rl' .PUBLIC SAFETY DIRECTOR:
1221.2, I Upon receipt of the wrinen regaett for C-rtq-kdmmi,~tiatvr PubllgSUf [y
Director review. the fity-RdmMmeraror Publio Safely Dlreclot will rcvie~v the
Brie anca, the accompanying gne once form. wntten response and all ether
documents submitted for factual tepresentatioru'.
12.2122 Within fifteen-(t5)len(10)calendvr drays of the dole [he grievance was
r
received. the Eity-Admimnmlor Pvblie Sefe[y Director will hold a meeting with the
ARTICLC I2 ~GRILVANCE PftOCEDUR65-Coned
Grievnncavdmakeadeoislon mdcommul' -.,itwNe:Grievau~. Thederislon¢hell
avatetq~ [he do'gls on and T ~lrb d d n &nlidg tp the Gn6vant with
co Adm torand ,. ve Off er^~Flriher,
for all•I iiti[involv~ng dtsc, ,, ...rr disch2fge, dp nainingto
inmiprz _dnof thiskontnekacopy ofd[e grievance will be provided t~iihe union:
r
!2.213 GRIGVANT'
I? ] 1.3.1 In thecvent ~hc gcievancela rcsolvod to ihe.vaCUfaction of the Grievenr.
or_ the Gnevnni does na wish io pursue the grievance any filnher. the Grievant is co
indica~e same on the original grie nnce fotm end-submi~samedaloag wI[h all facrs
andinf fined h:grievance; all snppott documenm[ion.~f any and
responses to die Public Snfery Dlador forfolwnrding IaPersonncl.
I
1998-3001 cam~n
c iy of e nM1efFn weal Ji63 23
12213.2 The wmpletul original grievance form must be submitmd to the GkP
Adnmmirtrnror PUbtic SaJatyDiapl-r within ten (10)cslentlar days of ~hc receipt of
the Eity-AdrtrtMs[ramr's FiraChief's re ponee.
12.22 STEP PO(1R-FORMAL GRIEVANCE PROCESS ~ Step Four of the formal gievance
process is as follows:
1222.1 GRIEVANT'
12.221.1 tithe event the grievance is not resolved In Step Three of the Grievance
ProceAure or the Grievant is dissatisfied with [he deeisioNresponseldetermination
of the fieq-kdnximnr Pubo STfrry QjiEptoS the Grievant may. et the Grievant's
eleuion, b 't [he gr~v torise~Clty
Administrator.
122~.t 2..: Thcmompletpd g Igri2Vanegrf us[be!etTin tad lo,thoCry
Adynivi withinteh(LO)alghdq{.daysdfb dteiof the reo tpt of dte:publi
Safety Director's revpon'sc
1222} 3 Slte.Gr{evan~ dtcyte the= ov(s}.for further. review and/or
coyisiderdtmn. Same shall'be reevictpA-to 1fiD`aets ue3 pcesevted iv the previous
steps:.
12~~.1.¢~. .This sobmitNl shall be. Pocompapiad by. all ea«savd information
_ .mad; with the grievance, copies of alt dooumanes previously submitted and
respon e n thueao.
12.222 CTTY ADMRJJSTRATOR
1998-?trot conuun
Adtt ~_.. - nce; Ne~acwmpani ~ i-n
mspon ~ .~._ ;ubmittedJ
theC mi ,wtllwhbld. amee~ g' 4 17n oo
-. ice, the Ciry
_, basis for
12,2_. GRIE-'.- __
iuditate mee.fonn.
1222.3 TI. n~ f mmua~dre sub Lt the G2y
Admir (days theseceipt of the Ci ryAdmlttC9traror's
eesponse
1998-laoi coNrv..
v Lo iEwooe .4 LPCF_t Laal 3~6J 25
1223 STEP FryF=e FOU4tAL GRiRVANGE~PROC&SS. Step Pave ofxhet 1 g i5vvnce
process is az follows:
12.23.1 GRIEVANT'
12.7.3.1.1 In the evont the grievance is not renolvrd in Siep Four of the Grievance
Procedlite. or the Gtievunl is dise'vhsficd wish the decision/responseldetuminulion of the
G1y Aaminuvalot. [he Grievan4 may. n11he Gr~evOni's Cleo[ion. appeal snid decision
~rot~gh azbilralian.
1998 x001 Coai~aci
C y o[ Longwood & LPFFA ImM 31G1
ARTICLE 13 ARBITRATION
13.1 If Grievant desires to vNitrnte n grievance decision subsequent to ehe aceipt of the City
Administrneois decision, ehe Grievante'hall, within lifican (IS) calendardaye uRer reneipt of 1M1e Cty
Adminiserator's decision. give naeice a the Ciey (by registcmd mail, return mceipe regoeseed).
dircaerd to the Human Resources Ofticcr, of the Grievant e~ ineene w svbmlt die grie ence for
arbitra«on_
13.2 W ithin ten (10) working days fmm the receipt of intent eo submit a Grievance to azbivaeion.
ehe Cry or Union shall request from the Federal Mediation and Conciliation Service (FMCS). the
names of raven (]) potential Arbitrawts.
13.3 Within ten(10)working days afterthe receipt of the FMCS list. the City end the Grievant
shall seleu an Arbitmtor by thn process of nlteinate elimination, wish the Grievant selecting the ftst
l
elimination. The mmaining Arbitrator selected will be tM1O Arbitmtor. the Cty nvd the Union will
aleamate en the right eo fire elimination in sncces+ive arbitrations.
t3.4 As promptlyupossiblenpon aeleceion, the Arbitrator will conduce shearing with respect
to the subject matter of the grievance.
I}.5 The Arbitraeo(e decision will Ge rendemd in writing within lM1iny (30)calentlaz days after the
conclusion of the arbivation M1enring. Acopy of the wri«en decision will ba fumished lwth to the
Griea ant end the Cty. The Grievani s copy shall bedirected to the Union business Agent at such
addrexs as is su forth herein for the local union office the City's copy shall bedirected
to the City AdminuereWrat sucJt nddrcts for the City ns shvll be act [onh herein'. an4 to mch other
representativcs as may appear on behalf of the Cily at the Arbitration heurivg.
1998 zal
r a d&LPn nIMae 316a 2]
/` AHfICLF. 13-ARBRRATION-Con['d.
13b An employee filingagrievance.chnll ba entidrA to lho assistance ofarepresenlalive ofthe
employce'.s choice. if the employee is not a manber of die Uaion_
I3 ] Both patties (Union and Ciry) shell bear Iheir own expenses with respeu to the presentation
of Ne acbitcetion.
13.8 . 13_dth'.panies'shall
13.9 Per Season 28G.0105, Florida Staintes. all persons azc advised that if shay decide co appeal
xny decision mode nI Ibis hearing, Ihey wit I need a recrrd of the proceedings end for such putpoxs,
they may need so insure Ihal a verbatim secoN of the proceedings u mado, which includes the
Iatt~mony and evidence upon which Ne appeal is bared. The City does not provide This record.
13.10 The party desiring att'anxt'ipt will be responsible for lhccost of the same.
13.11 Amazimtim of three employees moy be released from dnly for astendenec el an atbistation
proceeding as witneascs Far she (3rievanl. withwt loss of pay.
13.12 Bolh parties shall male arangentenss for paying Ne wimesses whom eneh have evlled,
except as su forth in 13.1 I. above.
13.13 The Asbiualos shall be wnfned to such dillies and powers as nresu forth in the Florida
Public Gnploycc Act and the Floridn Atbinndon Code The Asbi[tator shall not have dte anthori[y
to odd Io. mblraa from or modify any of she Icons or provisions of This Agreemutl and
shall be limited to Que Iioav involving the ineetptaahon of Ih'u Agreement and qua bons involving
the uppliendon of the Agreement us the Agreement specihcally eddrease~ discipline disciplinary
demaion. or disciplinary discharges
1998-ztbl coowct
y ortuogwooa & t.PFFA Local 1161 28
ARTj~; 1~- AR6I]'RATION ~ Con~'d.
13.14 The decision of the Aibiiralor mull be final and binding upon bosh panics u~xcepi az the
Florida Arbitration Code may provide for limited review by a Coun of compeieurjurisdic[ion.
13.15 No deus~on of ony Arbi~raior in any ovecase will crcale ebasisf relmacrive edjuslment
.n any Omer case.
1998 ~?ool conna~w
C'ay of Lons~"aoe & [vlFn w~ni 3163
CITY ADMINIS 1 RATOR
I4.1 Work hourx nnA shift schedules shell be duemtined by the Fife Chief. in conjunction with
the funchon of the DapartmGtt, subject to the approval of the City Adminisvamt.
14.2 All employeex are reyuired to be preseor at their assigncdjobx. for the total hours in their
prescribed work period. unless absence is authon~ed by the employee's immediate eupcrvisor.
subject to the approval of the Flre Chief or his designee.
143 All absevices shall be charged to the affected employee's appropriate Iwve recorel, or upon
exhaustion of all available accrued leaves, leave without pay.
14.4 Priorm nny changes in duty houre nnd/orshiRS(excluding personnel [oration). the Union will
be provided an oppononity ro bargain wllcedvely regarding dte proposed chmtge(s) through a
Labor/Management Conference.
I45 Affected employees shNl be notifedaminlmum of thirty (30)enlendardays io advance of
any changex to theiresrablished work peeiod-
14.6 Gxcmpt employees ere not eligible for ovevvime payment nor accumulation of compensatory
hours.
14.'1 SHIFT EMPLOYEES-
14.].I H~$~, F,mDloyeee shell work one of Ihtec shifts consixting of twenty-four (24)
hours on duty and forty-eight (48) hours off duty.
14 ] ~ WORK PERK: The curzent wofk period is Sundny, 0000 hours (Midnight)- 14
enlendar dayx through Saturzlay.2400 hanrx (Midnight).
1998-tool cane=cf
C yo(t.vogwvotl~LeFFn l.xai~16J 30
r ARTICLE I4~WORK SCHEDULEIDUI'Y HOURS-Confd.
14.'1.3 DUTY HOttRS~. The duty hours will commence ar 0800 hours end continue for?A
hours through 0800 hours.
14.] 4 CALL EACK: U an employee is called back to work. helshe shat I receive pay for a
minimum of two (2) hours', which wil I be considered eeguiar hours worked for the purpose
of derermining overtime. Only the actual time spent on duty is counted az pan of the two (2)
hours.
14.'1.5 TIME TRADES: ShiFl mnployecs mey voluiitnrily trade time forpersonal masonf
A Time Trade Record shall be completed in full; signed by each employee, their immediate
supuvibors. and eatmilon Chiaft Either supervisor may deny a hme ¢ade if sufficient
reason exists (i.e. proper manning, AIS personnel. etc.). Time rradec shall be paid back in
I~ (vil within eix (~inontha. Employees shell not enter into time Wade agreamonts that cause
a period of over forty-eight (48) consecutive hours worked.
14.8 NON-SHIFT EMPLQ}'E~:
14.8.1 WORK PRRIOD: The cuaent work period is Sunday. 0000 hours (Mldnlght), i4
calendar days through Saturday. 2400 hours.
14.82 WORK HOf1RS: The employees work hours will eonsin of two (2). forty (40J hour
work weeks within each work period.
14.6.3 y~gg)ipgy: The number of hours within each work day may vary depending on
the opetutional needs of the Depxrcment. Affecte4 employee are to receive concurtence
from their immediate supervisor when working other than eight (6) hours in a work dny-
1998-moi convaci
y g d&LPI'1 nt«ol li69 31
ARTICL2 la - WOftK SCHEDULPJDUTY HOURS -COn[`d.
14.9 OVF TIC I-Ji ~: All noii~exemD~employees must be paid not less jinn oncandronc~ialf times
hiUher agula~ rake of pay for hours WORKED over she maximum numbci~ of Noun', Shift'. One
hnndreA six (t06) hounlperiod~. Non SIiiR. eigliiy (80) houNpenod-onablislie4 fns Elie work p~riod-
per ELSA.
149.1 Overtime will be ro~nied and disinbured among Jie employee in accordance with the
cu ~~ procedure.
~ 1998 ~ 200 Coow~~
Ciiy of Longwood & L~Fl'a ~«a~ ~ i6~
~ AR'11C1 E I S - IANG6VlTY
15.1 PAY INCENTIVES: Amiual eompensalion will be paid ~o bargaining uni~membeu who
meet all regno-e~neots far rem~mem~ron or me below lined emareneons or serviwr pertarmed a~
delennined by Ne F1re Chief. incenlivcs are not inclnded as pan of she base salvry. however.
incwtives will be included in the base pay [or the puryosas of celeuln~ing overtime paymen~a.
15.I.I GDUCATIONAL QJCENT(VE: Compensation paid to bargaining unit members for
achieving cennin edooation levels. the degree mall be Pire Department related (e.g. 6MS. Fre
Science. Administration. etc) An Associate degree from an acuedited source will bewmpensa~ed
ni the rote of 5600.00 pm' yevr. A bachelors degree from an eeeredtted sovme will be wmpensn[ed
at a rate of 51.320.00 par year.
15.1.2 PARAMEDIC MCENTIVE Compensmion paid ~o bagaining unit members a~ [he rote of
53.500.00 per year. fimployees reeoiving phis incmihve pay muse meet the Following criteria: mun
possess a wnene Stale of Flontln Parantcdic Certifcation, and muss comply with the current
Seminole County requirements eo pmenw Advanced Life Support procedures within Seminole
County under the current Medical Uiremor (ug. ACES Cenihentlon_ CPR Certifiealion. all written
and/or preGical tes~ing regnired to prneneo ALS ). Failure io maintain the ability ~o practice ALS
within Seminole County constitutes forfeiture of d~ls incentive.
15.1.3. -IQfJGEVITY ~ENPIV F' Compensn~ion paid ~o members of the horanining nail ac of
the clfeotivetln~e o[ phis Agreemmii for eonhnuous yen s ofservice w the Ci~y. Paymen~ is based on
yenis of conunuuus service from ~hc latest date of employmen~ untl wit I be 5"15.00 [or even year of
serv~ee m a max~n~um of51 000.00. Tae employee mun beemployed by she City vs ofNre-efken~ec
1996-tool con~,aci
y s &LI (Fn L«al li6l 33
wRTICLE IS-LONOFVITY-C nl'd.
d~mrnt Aaguxl I9, 1996:aad niiiFl hnvecompleacd the rcpui(~t nomberof years on
or before November Isl of each year. Poyniei~l will be made on dre second payday in Novembu'.
Anyone employed by the Cily vubsequeni w Nrcefienn~+mh Aogude 19'. 1996
shall norbe eligible for lovgcvily payment forlhe Fist fve yearv o[service after which the employee
will be eligible for Iongcviry al the five year race.
Ni*.r~m~vml.
r 199ft-tool cun„a«
ARTICLfi I6-WORKING OIIT-0RCL ASSffICATION
16.1 $HI~"r EMPLOYEES:
I fi.l.l An employee may be reyvired to temporarily perform the normal duties of a higher
or lower positionljob classifcation.
16.1.2 Finployees working om of clanifcation inahigher positioNjob elnesifieaeion and
perfomung the duties end responsibilities of tltehigher elvnifiration for ten (14) comecvhve
cnlendnr Uays of more will be wmpenaated with 5% inereaze, or to the minimum wage of
the highu clvssifcation, whiohevu is greater, beginning with the 11th calendar day In the
higher classification with Public S,~f yD c Sapp Ip o cat a reaze
16.1.3 Employees working out of classification inalower positioNjob classification will do
eo without uny loss in wages.
r
162 VON-S}I&T EMPLOYEES:
16.2.1 An employee may be agvired mtunporarily perform the duties of ahigher or lower
posi«oNjob classification.
1622 Employee working out ofclesxifieation in v higher pas tion/jab clessifee[ion and
performing the normal dunes and respatsibilitiex afthe higher classificetlun for fonneen
(14) consewbveealartdazchys or more will be wmpe~rsaeed with a 5% inorease. or to the
m~mmum veo(tne higher classification. whichever is greetu. beginning with the lSth
eolendnr day in the higher elvssifealion with Public Safety DirFCm['s appPovaFUStiorth
2eciving inueexe.
r
1996 ?oy
v s na~PFtn tacut~le~ 35
1RTICLC fi-WOIiKMG OUi OF CLASSIFICATION -Confd
16.23 Employee ~va~l:ing o~~~ofGazsifiention'inxlo~ve~posiiionlob G¢csif ication will
tlo so wiiftoui ony loss in wages.
1998 -3001 canirnn
n.l wi~:nn aairorm, and i~igma wmu, empmrees are regrareamw~nr in me
performavee of their assigned dotiex shell be fumisned by the City withom cost to Ne employee'.
as listed below:
Ip.I.I Iii L('_,-To be ismed to all new employees azsoon es possible attar
employment:
lee. ...., i. asers
t: rir .y'ptopn6te patches
lea -D ics
3en -Duly •w
~ 33ra-Dress Shifts (Snifr)w/epproprlate pntenes
Sea - Uess Duty Shins (Non-Shift) w/appropriate patcnes
4ev -Tee Shins w/LFD insigviu
dca"4Ta145~^ra
Ica - Heavy-Lined In<ket w/removable liner and LFD Inslgnie
lea - Jumpsuit.-Na:y-Mvc w/uPPropriate patches
Ipr -Uniform Snce/8oot-bineL (Style approved ny the Pire Chief. or designee.
may not exceed cvtnblishul dollar limit).
lee - Uniform Hell (Fntployec option to purchase NNYA approved emergency
repelling bah; ntuy not exceed eatablished dolly limit).
2ex - Atnlatic Snots' w/LED insignia
Ice - eusebvll style Cap w/I,FD insignia
I pr - Sweetsnin and Sw ~utpun s w/LFD insigni
Icn- Windbreaker w/LFD insignia
1 xei - CollarbnssBndgeMame Tag/Serving Since plate
r
1998 zoo
Gyof g a&LPHC-n Lowe 91[~~ 31
I~ len-[AFF pin to bens[andard pun o(collvr brazs
(io be provided by Abe Union)
I pr - tiainwmr, wni w/hood end prtnls
ARTICLE t7 -DEPARTMENTAL ISSUE CLO'fHl-,~~G?QU~MFNT
Items not scheduled for annnel replacemon[ will be mplneetl on an "as needW
12.1.2 Anwnl Issue-This procedure is detailed in OA.'102 UNIFORMS. Each
employee will regoisi~ion neWed uniform items from the approved department list. The
department will maminin a fle on encl~ employee tletviling she items isaned for she
curt ne yevr. Thora will be no monetary vvlue usigvetl to the employee nor wlll there be
any carry over of unspent (ands from year ~o year.
1>.I3 Uniforms will be purchased with ,sizing for neck waist. and inseam. Uniforms
wit I net be tailored at the Cry's expense.
I'1.2 Protect ve Eau om rt. All proteetivc equipmentwliich employees ere mquiredroweer in
the performance of their azsign W dukes shat l be a type approved by OSHA and NIOSH~.
without ws~ ro the employee az used below.
lea ~ Fire helmet w/plexigloss face shield
lee - Eunker non[
Ipr - Bonkec pants
lee - FireFghicr-iypesuspenders
Ipr - Firefighiertype gloves
IPr -Firefighter boots w/safety insoles. kneo-high
lea ~ Nomex hood
r loa-PEAface mask
1998 - 2W I Co~~~ci
~ AaTI F. I'!-DEPARTMENTAL ISSUE G_OTHWC/EQUIPML~NT-Conid
lu - HEPA mazk
Ica - GogglcslEYC pcotec~ian
Ica - l4uist carry pack
I].3 R~enlace Went was-The City will replace any of [he above listed i~ems which, in the
jodgemen~ of the Fre Lief, or' his designee, are unsuviceable due to fair weer end tear. damage
m a result o[ pertorming official duties, or dumaged/loat Ihroogh no fuul~ of theemployee.
1].3.1 I[ lost or damaged equlpmam is found. through investiga~ion, so havebeeo the
result o(vegligence or abuse by the employee, the equipmem will be replaced n~ Ne
employees expense.
I ].5 Maintenu e-All issued clothinglequipmcnt shall be usignW to each employee end
/` shall behis asponsibiliry to main~ein and wmport damages of such egnipmentdoring his tenure
o(service. Amcord Shull be kep[of all clothinp/equipmu[t Issued All bvch elo~hing/egaipment
Shull remain the propu~y of the Cily.
I'14.1 The City shell provltleaserviceable washer and dryer ac each Fim Station for she
role purpose of meinlvining City Dmperty. Shit membux slioll make arevsonable
aheanp~ io wmbine laundry ~o obtain the most cosy effective service. In no case shall
issued i~ems be brought to the Station for laundering. In the cvui~ of mad~ive break-
down, the City will make v reasonable euempt to have the equipment repaired or repleceU
in a I~mely manner.
I]5 Cla ees-The ainployee commiaee msppnriblc [orrcvic~v of Departmental
clo~hing/equipment may mvke reeommea[dmions to die Fim Chief for any changrs or
modifications.
199N-2
I g SLPFFA LOCVl3163 39
IB.I The City's tuition refund pmgmm is designed to enwurnge employees to continue Heir
formal anaden,m edu~ann m areas wmm~ win emtanee soar comdbwmn .n ~tv flervi~e.
18.2 Noshing herein xhall be construedto obligvtetheCiry to provide jobrelared lrnining for
individuals W acquire the baxic skills and Iraining needeU to obtain or maintain a pos son iv City
Employmens.
18.3 The Ciry Commission reservesthe righs to divett vaintng funtls to certain key
pos Irons/intlividuals vnd/or operesions based upon overnil city-wide pcionsies and subject w
fund availabilisy.
18.4 Tvision refund program will reimbnme in full. or any pvr thereof, pertnanenr full-time
employees for the cost of tuition expenfles paid by employees in rho successful completion of
r
approved worse work or Irai ring in an eceretlised etlucational institution.
185 SLch off-dlhy edsicasion,awning, inswetlon or eosnses of study muss directly eonttihute
so she improvomatt olskilis or Ne enlrwtcemenr of knowledge used in the performance of Cisy
tluties or contribute to ndvwtcement in the employee's mlmvtl feld and/or promotional potensinl
vnd increased efficiency wishin Ciry servive so be approved for tuition retool
I8.6 Courses of study must be accomplishetl onside she employees normal work hours unlus
she Depanmem Heed approves Ne use of uppmprinse available vccumulated levvcs.
18"/ Eligible cmployrss muss hove been eondnvously crnployed by dte Cisy for es le~nsiz (6)
months immedinsely preceding she first dny of classes for which coition reimburseinutt is
rcgnestcd.
r
1996-tool counsel
Y B a&LPnnl.o~el rl6J 40
/~ ARTICLE IA-TUITION RElM6I1RS8MENT-COn~'d.
18.6 Tuition reimbvre'emenis will he based on the evvilability o[funds alloceteU for ~hu~
purpose iv she budges Unused reimbursement funds will be eyuiinbly available [n ell personnel
es w~non reimbursemen~.
16.9 Wrinen approval muss be obtained in advance from the fimCMef City Com _ ~n
order for any employee ro be eligible for [he'CUi~ion Refund Program.
18.10 Following the compluion of the approved course, the employee agrees to remain
employed wish she City for a period of at least: Onc (1) year for single iesm courms; or, two (2)
years Forextended m~ coumes (i.e. Parvmediccovtse).
18.11 "termination of employment by the employee, or seperniion no~in gooA x~anding, prior co
the wmpletion of the appmpriale time period shall cause she efkded employee to repay [he City
r mn~an raimbursenreni sums pnid by the Ciry newrding to the following schedule:
Sepnrauon from 0 ~ t2 mouths @ 100 percent rtimbnrsemenc
Sepurntion from I3-24 monthx @ 50 puecn~ reimbursement.
18.12 Reimbursement shall be made upon presentation to rhe-Fnc-C-hicf City Gom _. ,.,
his designee, within shiny (30) enlendar daye following lass day of clnsx. of. (n) proof of paymem
of tuition- and- (b) copy of grades in accoMance with ehe following:
10090 -Passing Crade (C or beater): pvsaed. or svlisfaclory
0009n -Failing Grade (D or F)~, fnlled: unsatisfactory
18.13 Tuition expenses for which an employee is reimbursed or compensated through
scholarship or local. sla~~ or fulual grunts-in-aid progmnvc including veterans administtn[ion
buietiu', shall be coivsidered for reimbursununt by the Ciiy. provided Nei no umployee shop
~ icceivc cocoon refunds grG ter dean for uetnol expuidimres [or coition paid by the mnployec.
1998-x
Gp of g dB ~Pl Fn LOCa131G3 41
~ ARTICLfi IB-TUITION RF,IMBURSEMENT-W~~'d
1998-30D~Caniruci
~ o[ Long~vooa & LPFPA Local 9161
19.1 Permanent full~timc employeec who sepni.tte from the City in good standing (eligible for
rehice), will bo oligible for seperetion benefits as follows:
19.1.1 Vacation Leave~Aniele 2l:
1n accordance with "Paymeot Upon Sepemtion"
19.1.2 Siek l.cave-Articic 22
N accordance with "Payment Upon Separation"
19.1.3 Unused Holiday hours accumulated us~of September 30.1969.
19.2 Empioyecs who separate from the City in less than good standing foot eligible for rehire).
shall not beeligible for sepnrncion beneEts.
19.3 Gmployecs separating from the Ciry will be compensated [or vll accumalvted/unased
compensatory hoars-
194 Any moneAary benefice dnero an employee at the limeof death shall be paid to dte
employees designated beneficiary, personal representative, estate or an otherwise specified
individual designazed as a result of probate pmceedings.
199ri-±
AR CL~?0-HOLIDAYS
20.1 SHIFl'EMPLOYEES:
20.1.1 The Following oflicinl holidays, per fiscvl year. are authorized and will be
observed on the days so designvted xs follows
I. New Yearc Day
2. Memorial Day
3. Independence Day
4. Labor Day
5. Thanksgiving Dny
G The day after Thvnksgiving Day
). Christmas EVe Dny
8. Christmaz Day
9. New Years Eve Day
IU. employee's Ultthduy to be taken within 30 days of employees bi~hday~
It Floating Holiday to be taken et tho dlscretton of the employee within [he Flsevl
yea .
20.1.2 Employees must be on the auive pvyroll(receiving pay)for the scheduled shits
tmmetlintely preceding l~yi Q the scl~ednled shift immediately succeeding [he holiday:
e.g.. worked or on approved paid leave.
20.1.3 Holiday hours are noe considered ashwrs worked for the putpesea of determining
hours worked for ovenime pnryoses.
20.1.4 Ek~i-F3)Twplvo(12),holiday hours will be paid of [he
employees.slrnight-rime rate. Holiday hours will be pvid as each holiday occurs.
1998-2001 Cantmn
ARTICLE 20- HOLmAYS- Cant'tl.
202.1 The following holidays. pert eel year. are authorized to be ofBCiul holidays:
I. New Yeah Duy
2. :vtemoriul Day
3. Independence Day
4. Labor Day
5. Thanksgiving Day
6. She day afro Thanksgiving DVy
7. Christmas F,ve Day
8. Christmas Day
9_ New Years Eve Uay
10. [:ntployec'sBirthdey to be taken within 30 daye of employers binbdey.
I I. Floating Holiday to be taken at the diserctlon of employee within the fscal ycaz.
~ 20.2.2 htolidays that [all on o Saturday are to be obxerved on the preceding Friday.
20.2.3 Holidayc that fall on a Sunday are to be observW on the succeeding Monday_
20.24 Employees must be on the active payroll(reotiving pay)for the schedaled work
day immediately preceding ASle the scheduled work day immediately succeeding the
holiday. e.g., worked or on approved paid leave.
2025 Eight (8) hours of holiday pay will be paid at theemployoes sraightaime rate.
end, will be paid as they occur. in acwrdance with the aUOVe
1998 z
21.1 Annual leave isubenefit ex~en<I~N ~o full~iime employees for person¢I Celuxvlion and
family enjoymem and cniployees are encouraged ~o sake annual vacation leave.
21.1.1 SHIFT EMPLOYEES-Accrual of Annual Leave hoocs is os followsx
ANNIVERSARY DATE MONTH/YEAR
Isi ihroogh 4ch 9.33/112
Soh ihcoagh 9ih 14.00/ 168
t0+ 18.6E 1224
21. 1. I.1 Ai the esid Of eych fiscal year, Sepvember 30~h. oll houm over the
mas~mum accruable lixted below will be foefeited. The exceprion is the employee
r svho wns not elloweA(and subsequently dowmen~ed by ute Fia Chie0 co peke
leave due ~o the requirements and missions of the City. Subject to the Ciry
Admimstrawrs approval upon the Eire Chiefs recommendotion,
Fire Shifr Employees- 336 hours
21.1.2 N-N-SIIIFI' EMPLOYEES -accrual of Annual Leave hours is as follows:
QI~7J1/~SAR,' D[jT'$ MONT}I/YEAR
Isi Through 4~h 6.6]/80
5th through 9th 10.001120
10+ 13.34/ Ifi0
1998 x
Chy of Langwaae SlFPt~n 1.«.il ]i6p 46
r AI~TlCLE 21~VACATION LEAVE-Contd.
21.1.2.1 At Neend of each final yeas Seplcinbu 30th, ell hours over the
maximum au.mable listed below will be forfeite3 The ez<eption is the employee
who was not allowed (and avbseyuontly dowmented by the Fire CheeO m take
leave due to [he requir mcnls and missions of Ne City. Subjent m the City
Administratork approval upon Ne [ irc Chiefs reoommendalion.
Non-Shift Employees-240 hours
21.2 Lmployees are emitted to accrue annual leave with pay on a mon[hly basis and ara
eligible m utilize this benefit after completion of six (67 months of continuous satisfactory
service following dace of permanent full-time employment, with appropriate approval.
21.3 The appropriate number of annual leave hours will he credited to the employce
r immediutely following the luY pay period ending dale each monthbu(taalyNS~ble~efrerahe ls[
of each month.
21.3.1 The hours are not uredited[or the tirsr panial mooch ofemployment if it is l5
days or less. If more Nan I S days. it shnl I be considered a complete month.
21A Annual leave shell not be taken prior to the dale it is earned/accrued.
?I.5 Annual levve shell be used in an minimum of on~half hour increments.
21.6 All nnnunl leave must be vpproprivtGy approved. in advance.
21.] Itshall be the responsibility of the Fire Chicf. orhis designee. coinsure that Fire
Deparlme topernuons can uonnnue to satisfanonly funcnon when the employee is on approved
annual leave prior to approving such Ieavc.
r
1998 at
y g u&Lerxn tncnl lt6l a>
ARTICLE 2I ~ VACATION LEAVE- Coni d
21.8 Annual leave shell be scheduled in accordance with wrrent procedures- The FireChief,
or his designees determination regarding the s'chwluling and approving of annual leave shall be
final.
?I.9 gpVANCE VACATION PAY:
?1.9.1 Advance vacation leave pay may be authorized when the employee submits a
wn«en rvgoe tto his/her ~mmedivt supervtsorfor appmpria capproval (s~7 for advance
vamnoa leave pay along wish a leave request form twenty-one (2I) tlays prior w the fircl
day of leave for necessary processing with the approvvl of the Fre Chief or his designee.
21.92 Advance vacation leave requeses shall be forone (I)full weelJworkweek and/or
meiements of Nll weeks/workweeks only. An increment cannot be less then COar(4)
hours.
21.10 P Y EST AVC UPON E R T
21.10,1 Employees separating from the City in good standing will beeligiblc for
payment of unused accrued annual leave hours as prescribed in section 7 of the Ciry
Personnel Policy.
1998 -xaol C[~ntntt
~ ARTICLE 22 -SICK IFAVE
22.1 Paid sicl: leave isabu,efit extended ro permanwtt full-time City employees io provide the
security of wntinued pay within certain limitations Peid sick leave is provided for a genuine
Dead of me empioyon and is not an amomatm oontlement m days oft wim pay_
22.2 Aocrual of Sick Leave is as follows:
SHIFT NON-SHIFT
12HOURS/MONTH 8HOURS/MONTH
144 HOUftS / YEAR 96 HOllAS /YEAR
22.3 Employees shall be able to use sick leave>w eamedlawrued. with appropriate approval.
224 Employees who do not utilize their eameNacemed sick leave during the year in which it
~ ,s eumed may accumulate it far carryover with no maximum accrual limit.
22.5 SICK LEAVE INCENTNE:
22.S.I Employees who do not nee sick leave during the period BCecmher-Fee-Nevemher
3B OatobetJsS(aSpp[~Ftber3,Oth of each year will receive an attendance bonus of one
hours pay ar Ne regular straight time rnte for each four nwrs of sick leaveeamed but not
used during the preceding twelve months. Employees would be eligible to receive Siek
Leave Incentive according the following schedule.
Percent of
Non-Shift ShiFl Attendance Donrr~
0 2590
0-8 Icss than 2i 159
916 26l"! 109
17-24 38A8 5%
Over 24 49+ 09u
r
1998-gaol co~u.,n
r s a~~rFFn wcal3lh~ 49
ARTICLE 22 SICK I.EAVG Cent'd.
22.52 Payment oC~de bonus will be ~hc second payday in Novembar and will nor resuh
~n Ne lou or deduction fmm the teml sick Ieeve accrual.
226 The appropriate number of sick leave honk will ba emdired to the employee immediately
following the lazt pay penotl ending dale each mon~h.
22.6.1 The hours are nog credited for the firs panlel month of employmen~ if ii is IS
days or less. E more Shan I S days. h shall be considered a complete month.
22] Sick leave shall be used inaminimum of one-half hour increments.
22.8 USES OF SICK LEAVE-An eligible employee shell be able co use sick leave as earned,
subject to approval, aad same may be grun~ed far the following purposes:
22.8.1 Personal illness or injury ofemployee which is nonwork rcla~cd or eonnemed witls
City service
22.82 Work related injury co sopplemem workers'compensvlion benefts:
228.3 Personal illnew or injury of member of employees immediare'family. ('Fe~hu.
mo~her. son, daughrer, bro~her. sister.husband. wife. grandmother. grandfather):
22.8.4 Medical orden~vl consalwtion orhea~ment of the employee or minor children of
the employee:
22.8.5 Temporary disabilily(work connec~ed and/or non~work mnneeied).
229 PAYMENT OF SICK LEAVE UPON SEPAftAT[ON:
229.1 Employees¢epnmting[rom the Ciiy mvy be eligible for paymem of fifty percem
(509)o(unused vccrued sick leave hours. orvmvximuin of: Shift-336H000~:NOn-
Shift-2M10 hours: necnrding to d~c [ollowing_
r
1998 a
y g dat.eFf'n w~3i53 50
ARTICLE 22 -SICK LEAVE -Cont'Q
229.1.1 The employee muse haveaminimom o(fiftcen{li)ten(10)~yearx of
conunuoiis service rvi~h ehe City; and
229.1.2 The cmployeeseparnees in good standing.
22.9.2 Only full calendar months of employmen~ shall be wnsidered in eompming
noosed sick leave.
22.10 COMPASSIONATE LEAVE-When abargaining unit member is in need of leave as
covered in 22.8, buy does not have Ne leave acoeued on the books. the odter unit members mny
donat any or al I of Iheit accrued lenvu ro assist she member(s) in need subject io the approval of
the Fire Chief end City Manager.
1998~xaoi con«.ci
~y of Laogwooe & LPF~a lacn~ 3163
ARTICLE 23-BEREAVEMENT IkAVG
23.1 Apermanen~fvll-time employee who hvsn death in the immedia~e Family (•see definition
below) shall be permiued paid Irereavemcni leave vs follows:
SHIFT NON~SHIFT
I[intunmem occurs inside
she btateof Florida: 2 Shits 32 Hours
[f inremment occurs outside
dro smceof Hlorida: 3Shifis 40 HOUrs
23.2 Approved bereavemem leave shall nor be chargeable ~o any other accrued leave.
233 Approved bereavemen~leave may be taken in wnjnnuion with otherpaid leaves as
vpproved by the immediate supervisor.
23.4 Eemavemenl leave mvy be utilized for die deatlr ofamember ofdre wnployees
immediate family, defined herein as huebvnd. wife, word oCemployeo. son. tleugh~er. father.
mother, sistu, brothu. grendmorhec, grantlfalher, mother in-law. father in-law, steµfalher_ step-
mother. gran~JriJdrenaitd~ateprihildren.
23.i Theimmediam supervisor may reyvire proof ofe death in the employee's immediate
fatally, or proof o[ the family relationship io the entployoe, if rho svperviror has reasonable cause
for doubt. 23.6 U'igibicemployee must submitawritren leave request FOr npproprierc
approvvl(s) when regoe ring bereavemuit leave.
23.] '[here shall be no payment of bereavement leave upon sepatuion.
23.8 There shall be no accumulation or rarryoverof bemnvemenr leave From one Fiscal year to
the next fscal year.
1996-mot comma
oiy of s hwl.l lFn t~oi 3i5~ 52
ARTICLE 23 -BEREAVEMENT LEAVE- Con~'d
23.9 Paid beixuvemeni leave mny no[ betaken during uny Icave widiou~ poy oro[dcr non-pay
1998-zoos Cooma
1CL DUTYA D U IALP .DINGS
24.1 Permenent[ull-time employees are eligible forjory duty or witness duty leave at any time
following date of employment provided appropriate documentation is provided.
24.2 In audition to presentation of a summotu or subpoena. the employee must submit a
wrrnen leave request Form to his/her immediate supervisor for appropriate approval(s).
243 An employee acting under legal proous mnppevr for ajudicial proewding wlN respect
to matters anteing out of perfomtanca of theemployees dories and is saved under dva process by
asubpoene, said wnployce will be granted excused abseneo wi[h pay. All other absences will be
withom pay. Legal procLSS tneludea all proceedings authorized or saneuoned by law or brought
or insumred in vcoun of law or legal «ibunel. including:
A. summons,
6. subpoena;
(I) trial;
(2) bearing:
(3) d<posivoa
fdY]uR'rlmY
C. rule (m appear) to show cvuse; provided, however, the excused absence
with pay shall be, for actual time involved subject to uommendmem of the
summoru, subpoena, or rule to show cause Ajudicial proceeding is nny step
taken in a wan of law in the prosecution ordefense of any action nruing our of
the emplayeesjob performance
?4.4 Court attendnncc and asrnciated levvec. when the omployee is [he defendvnt-or is
engaged in personal litigation: or is nibpocnaed orsummoned with respep ro matters uol arising
out of performance of hisfher duties as a City employee or arising our of Ciry business shell be
without PaY~ ibc mnployee may.however, utilize available scatted eligible leaves.
1998-fool com.aci
ty of Lo~awood & WFPA Local Jlal
~ ARTICIS 24-JURY DUTY AND ]ODICW.P20CE6DINGS~CO~~yd
Ya. 1he City.shal', ~ '~oyee.~ ~ffwiU.pay for wallyspenu. jury-dory or-in
foc. _ ~ ss=duty-maybe ~ ..
1998-1ooi conv.u~
~Y of 4onoaeae &LPFen Lowl 1169
~- LE2 EMPORA LITY YI.EAVE
?5.1 Permanentfull-[ime employees wisTingwmke semporary. nomjob related disability or
maternity lexveshall be required m provide [hc immatliase supervisor with certified evidence of
fitness m Lonunue in the pcrformevee of dories. or submit to e medical examinuien by a Ciry
appointed plrysieian for such purpose. at the expenseof the Ciry.
25.2 Eligible employees shall be permitted to utilize accumulated sick leave prior to utilizing
othu available accmed leaves, or upon exhnunion of all evnilable vecrued lenves_ICavewishout
pay.
25.3 Utilization oP xcuved sick leave as referutced above is tlependem upon whether the
employee has bent certifed by n physicivn es being mrAically unable to perform assigned duties
_ and only for the period the employee continues to be di<abled,
25.4 Prior to an employee resuming so work,physician (mediW)cenifiui'ion of the
employees ability so return ro wock and identificatton of any stipulations/renriclions of such
ruum is to be provided co the Eice Chief. or his designee, prior to the employees rewm so work.
255 The Fire Chief may refill she position besetl on Neopuational needs of the Dcpartmem
and, upon Petxonnel Direcmr's npproval. under one of the following condi[ions:
?5.5.1 On a semporary or limited-term basis ahpulasing that such refill may sermtnate
upon rewm of the tcgulxremployee: oe,
25.5.2 On a pennvnem bass in the cvevt, based on medical cenifica[ion. no reazonable
date can be determined of the employees ability ro ruum to toll time employment-
1998-2troi Cantn~t
C'uya[LOnguvo[ISLeFFn ~xw 3i53 SG
ARTICI-fi 25 -TEMPORARY D15ANIt12Y/MATERNRY LEAVL - Contd.
25.6 following expiration of all available leaves. thcemployee may be granted cleave without
pay. not to exceed twelve (12) calandvr months' from that dale.
2S'1 An employee on leave without pay status shell not accrue anynnnual leave sick leave or
other leaves with pay, nor shall the employee be eligible for holiday pay, bereavement leave, etc..
during leave without pay at Las
25.8 An employee on leave without pay statns and his/her position is being filled on a
temporary or Limited-term basis, snid employee shot I not be permitmd to obtain. accept_ or work
at outside employmen[ tlunng the period of approved leave withom pay unless they receive
approval of the Firo Chief, or his designee. The Fire Chief, or Nis designee, will make his
~ decision baced upon physician (medical) certification. provided by the employee that the
employee. in peA'otmance of outside employment, wlll not aggravate hismer condltioa or prolong
his/her ability to rearm to employment with the City_
25.9 If, neon expitatton o! the twelve (12) calendar montlu. the employee does no[ return to
work. thcemployee shall foReit his/her right w be employeA by Ne City.
1996-toot coov~c~
CLE 26 MSU D HE N W F
26.1 HEALTH INSURANCE:
2l I.I The Ciiy agmea to mmntain the present health inurance benefits. to the ex~enc
Thai said benefi~s may be reasonably obtained f tom o commercial source licensed ~o do
business in the Scare of Florida.
26.12 The City will contribute to and offer group health insurance[opormanentfoll-
nine employees who may elect group health insurance coverage for himlherself or for
himlheroelf and his/her spouse and/or eligible dependems in necordancc with the
following:
26.1.2.1 EMPLOYEE HEALTH INSURANCE COVERAGE:
26.12.1.1 The Cily will wmribute onci~alF (Yz)ro the cesl of group
heal~h innmence for she employee, single coverage.
26.12.1.2 The employeewill contribute one half (~/a) to dto con of getup
heahh insorenee for single coverage and prtmiumx will be paid throngh
regular payroll deduccioas.
26.1.2.2 Jj~fENDENT HEALTH MSURANCE COVERAGE:
26.12.2.1 The City will con~ribmc ano-hnlf ('h)lo the cost ofgmop
henllh insurance fordependen~ coverage. i[ so sclacicd by ehecmployee.
26.1 2.2.2 The emplaycewill wntribure one-halt (~h) ~o the cosy of group
heeRh ins~irance for dependem coverage if so scleeictl by the employee.
and premiums will be poid through regular payroll deductions.
1998-2aoi cantn=~
y e a s t,aEFA lucul3~6~ 58
ARTICLE 26 -INSURANCE AND HEALTH @ WELFARE -COnI'd.
26.2 DGNTAL INSURANCE:
26.2.t The Cicy ngrua w moinl.iin the present den~el insurnnce benefin. to she ezrenc
[het said benefits may be reasonably obleined [tom o commercial source liconced to do
business in the Stale of Florida.
26.2,2 The City will wnlibute to and offer denial insoranu to permanent toll-lime
employees who may eleu group dental insurance eovuogo for him herself or for
himlherself and his/her spouse and/or al~vible dependents in uaordnnce with the
following:
26.2.2.1 EMPLOYEE DGNTALINSURANCF.. COVERAOP:
26.22.1.1 On employees hind prlarm OUOber 01. 1986. the Ciry will
contribate ono-hal[ (Yz7 to Ne eosrof group dental insurance for the
employee forsingle covere¢e.
26.22.1.2 The wnployce hired poor to October 01. 1988. will eontribute
one hnlt(Ya) to the tort of group dental insurance for single coverage and
premiums will be paid through regular pnyroll deductions.
/"
1998 ~ xopl Co~~~nu
I g d~LYnnLaow ~tsr 59
ARTICLE 26 -INSURANCE AND H5A3-TH & W ELI'AR8 - Conr'd
26.22.2 DEPENDENT DENTAL INSURANCE COVERnGP_~
26.2.2 2.1 On employeex hired prior ~o Oc~ober 01. 1988. the Ci~y will
conttibute one-half ('h) w [he tort of group dental insurance foe dependen~
covuage, if so selec~ed by she employee.
26.L22.2 Theemployeehiad prior m October 01, 1988, will comrihme
one-half (Y) to ihecoxt of group dental insomnce for dependent covemga
if so selected by she employee and premiums will be paid ihrwgh regular
payroll deductions
PagmltdNmrcronT
263 Bud r<
Employees who are not ov the Ciry's ac~ivc payroll (in a leave/absence with-out-pay
s~v~us)- or employees scpnrating from the Ci~y_ may continue Their group health and/oc
dental imuance coverages) in accordance wish COERA reg~ladons. Tne employee will
be responsible for paymene or the fiill premium cosy for any henl~h careconunue~ion
coverage.
1998 -?
c> a~~erra i.«aolea so
ARTICLE 26 - INSURANCE AND HEALTH & WELFARE ~ Cont d
2G 4.1 An employee who fails ro complete the program or who resume use of said
substances after the original reinstatement to work shall be dismissed.
26.4.8 The City shall not be responsible for payment of the costs of nny counseling
and/or rehabilitation programs.
26.5 PHYSICALS:
26.5.1 Scheduling of physical ezamioations will be at thedisccuion of the City and e
acord thereof will becom aport of the employee's pomtauent heahh record vs
mvmtalned by tha City. All employees shat l be required to undergo a physicni
exuminatton wFen scheduled.
26.5.2 All employee's will sign ufat+n nllawing the doctor to disclose information to Ne
Dcpattment or City relntive to the employee's healeh that affeu his/hujob pertormnn<e
sufery or welfare. This infonneuon will be treated as wnfidential end kept on the need w
know bazis.
26.53 Physical examinn[ions will include but not be limited to the following:
26.5.3.A Audio Screen Tess
26,53_B Blood Fressure
26.53.C Vision Test
26.5.3D Pulmonary Functions
26.5.3.E Blood Chemicvl Profile limited co HN SCrean. Hepatitis6 Titer.
ana xepvvtisc
26.S.3.F Sltess EKG
~,,, 26.S.4 COS[sof esmminntion and tests as required will be paid by [he City.
1998-?ml convx~
Cuy of LOng~.oM 6 LPFF'n L«al 1161 61
ga'rl. MSURANCF. AND HEALTH & W ELEARE - Coni'd
alcohol sueen or test. At swd meeting. the City shell consider dteeommentsfrom the
unployea regarding the mntrernmd shall thus make the duernination of whuhu w
proceed and reyuire the screen or test. The employee may hove the shiFl Union
tepresuttahve present at snid me ring pmvitled that no unreasonable delay is caused by
allowing the shift Union representative to be present. If it is determined at the.aole
disemdon of the City that a tlrug test will be required. the employee shall be immediately
eswrted to theftochc-BiemedmH-abs appropnti{o fgotlity~for tests Refusal by av
employee to submit to said lab's teats shall he grounde for dimussal. 'nrnrc.-e~cnlrrm
~ 26.4.41f an employee tesu positive. theemployeeshail be placed on leave utilizing
available accrued leaves. or, if there is insufficient aecn~eU leave balances. unpaid
temporary disability leave of ahseuve.
26 4 5 The employee shnl I be referred far wunseling. fiirthu drug tesing. andlot
enrollment in en appropriate program.
26.4b Upon completion of the prop um. the City shel l require medical subrtantinuon
regarding fimess For duty and resolution of drug ar alcohol ere or dependency prior to
teinNatememt from sek leave or the medicvl leave of absence Reinstatement shall be
conditioned on eontrnued monitoring rind testing to ensurecantinued evd complue
recovery. The employer shall be entitled to covdum upmthree separzte random testings
during the sir (6) month period imme+fintely following the employees return to work.
1998-moi cmnrnn
GrY u! LoaNwaod d LPF'fA Locvi 3163 62
Ax'rlcEe 26. msuaAHCe ArvD t~ni,THr wEtEAaH-coma
26.4.] An employee who fails to complete dteprogmm orwho resumes use of said
substances after the original reinstatemenr w work ehall be dismissed.
26 4.8 The City shell no[ be rcaponvihle for payment of the oosta o(any counseling
andlor rohnbilitntion programs.
26.5 PHYSICALS:
26.5.1 Scheduling o[physicel exnminations will be at the discretion of [he City anda
record [hereof will become a pan of the employee's perinacent health rewrd es
maintained by the City. Allemployees shall be mquirud to undetgoaphysioal
exannnahan when scheduled.
26.5.2 Ail employee's will signaform allowing the docrorto disclose informerian mite
Depettment or City relative [o theempioyee's health that affut his/her job puformance
safely or welfare. Thie information will be treated as confidenriel and kept on the need to
know basis.
265.3 Physical examinations will include. but nor be limitedwihe following:
2(.5.3A Audio Screen TCtt
2G.5.3B Alood Prrsxnrc
?65.3.C Vision Test
26.5.3.D Pulmanory Functions
26.5.3E 61ood Gemiml Protilc limited to HIV screen, Hcpnritis B Titer,
ane rlepmhia~c
26.5.3E Sows EKG
~. 26.5.4 Caste of exeminafion end [esec as required will bo pnid by the City.
1998-loci convect
ARTICt,526- OVSURANCE ANU F[tiALTH & WELFARf3 - Cont'd
26.5.5 All cxaminutions shall be petfornted bynphysicinn or physictuns a~designated by
the City, tf nn employee is unebleto utilize the physician selected by the Ciry.the
employee must provide wntten justifcation to the Fire Chief as to the rearon. The
employee will then have to ensvice that e copy of the physioal resuhs are fled with the
City's doctorof choice. The cty will reimburse theemployee nn amount equal to the
amount that woulU have been paid to thephysician choron by Ne City.
26.6 The City will pmvideawnfidential E.A.P.(Employee Assistance Program)for Nenre of
bargaining unit members and their Immediate family. at no cost to tha employee
1998. zoos ta~tma
2].I 'Ilie Ciiy will conrinnc io provide ni leus~ihc emounrot Lifc Li.~-urnncef reaoh unployee
er no wsl to ~hc cniployeo er she same level as is currently provi0ed.
1998 - 2
ARTICLE 28 - RflT1REMENT
28.1 lJpan passage of legislative approval for opt out from the Florida ftetiremenr System.
new employees hired after the dale of the legislatively approvetl opt out. antl other employees
eligible and electing m opt our will be covered under acomparable annuiry program.
1998 -loot co~v:~=~
nanci.e zs -snvwcs cause
29.1 If any provision of ~h'ix Agreemon4 or die applicadon of suoh provision. should he
rendered or declared invalitl by any wan action o~by reazon of any existing or snbaequen~ly
enectetl legislation. the remaining pxns or portions o[ th'u Agreement shall remain iv full force
and effec~ The parties will mee~~o nego~i re replacemen~Anicla
1998-'moi cunvan
r, ARTIC1E3o-SALARIPS
30.1 IA4BB~S:
The pay pion es~eblishing the minimum and maximum ealacies fog bargaining uni~
members is as follows:
MINIMUM SALARY MAXIMUM SqL ARY
HOUR ~~, HOUR ANN AL
FIREFIGHTER
(3912 Annual Hrs.) $ 6.9941 520;366:'/1 b10:8532
$} 1;604.66Mon-Exempt)
FIRE 6NGIIJEER
(2912 Annual Hrs.) $ 8.112'/ $23,624.16 $125_ R60 536,650.43
(Nan-Exempr)
LIEUTENANT
(?912 Annual Hrs.) $ 8.9595 $2G09U.09 514.6015 542,519.5'!
~ (Non-Exempt)
(These fgares do not reFlect the COLA or merh inereascv noted in 30.3.30.6 and 30.'1)
3 ~.2 PAYDAYS:
30.2.1 Employees will be paid bi-weekly.
30.22 The Cily will notify Ne Unionaminimum of shirty (30)calendar days in advance
of any changes to the pay day.
30.3 PAY PROGRAM: Effective Octotw~l, t995199B, mnployecs will receiveaCOSt of
Living Allowance (COLA) in the nmonn~ of (3%)1.5°h.
30.4 The COLA will be ndded to the employee's base pay.
30.5
fi~ d+99a
1998 - 2091 Comran
y a &I.~I'Fn [.oaal3irt3 68
'' AR'C[CIE3A-SALARIES-Cont'd
3.Q5 ~o. PCEpber ], t 9 audpgtober (,.2000 irCpHt: f Living Allnwa9c : ,Il
kegioi coveumer ndex foreachyear:
3:06 sf _ ~erweeu~ rnd I - ~ ~.
~~
~... ..~ ~.... evxmdl~on.
3o.e~ctr~
~mK- - -.. . ae
pla 99..ani. ~:.:rr.:.. I(... 00
fpF ill, 4Pr1 1 201 d..,.. ~:pt..~~er oy&;n
willr tpaY m~ -..~,... ;tf mPlo~:: ~es.~ ~~..... :isl
perform... - __..~n.
30}g p{~-g~-I, ,
Bffecrive arrplaaeidedt
dete5 hlljpg!berweepOctober,l; 20oA audlune 30, 2IX11 oreffxtive July 1,2W 1'fiifall
membuawie¢;pleo_emenC:daees pfJuly 1,2001 tnruSap[embei. }0, 2001, employees-wlllriceive
a 0.%mefit~eeyinceeasepcoviding the eptployeeraeelves x "vteels standards" annual
perfortoance evxlue~Von.
1998-xm~ coni:~c~
y g e&LP[Tn Inm1315H 69
ARTICIF31 APPFNDIC2S AND AMENDMt:NTS
31.I All appendieos vnd amendmenu of ~blx Agreementshall be numbered (or lctamd). dyad.
and signed by Abe rexponaible panies and xhall besvbjec~to all provisions of Whir Agreement.
1998-]-01 Co~iiaci
C'uy of ~o~F~.cab & LPFFa LO[011I61
321 Permanent full-time employms who.tu'aresult ore temporary work related injury mvy
remm to light dory work under the following wnditions:
32.1.1 Phys'ieian (medical)certificalion of iho employee`s ability to return to work antl
identification of any stipulations/restrictions of such return is to be provided to the Fre
Chief, or his designee. prior to theemployees remm to work.
32.1.2 It shall he the decision of the Fire Chief or his designee, it there is seffieient light
duty work For the employee within the scope of the sdpulationslrestrietlons of sucAi room
to work.
322 In the went there is no light dmy work available, the affected employee may utilize
~ accrued uvaileble sick leave or other aecmed available leaves. Upon exhaustion of all leaves. the
employee may be plviced in a Icavo-wittlom-pay status a celled out in Article 10.Wark Related
I jury Leave or Anicle 25-Temporary Disability/Metemiry lenva
1998 -yro1 coca
33.1 Nothing herein shall be construed to reanict any canxtimtional. smwtory. legal or inhuent
exclusive appointing authority rights with respect to manors o[genernl legislative or managuial
policy.
332 The Ciry shall tetvin the right anA the aoihoriry to administu the business of the Pire
Depaztment and, in addition to othu functions and reaponaibilitiescahich are not spccifrnlly
modified by this Agreement, it shall be tewgnized that the City has and will retain the full right
end responsibility to direct Nc operahonx of the Fire Depanmenh to promulgare rules end
regulations end to otherwise exercise the pruogvdvcs of managoment. and mere particularly.
including but not limited w, the following:
332.1 To mvnagv and direct its employees, including the right to select. hirct promote,
neusfer. assign, evaluate, lay off,recall, reprimand, rvspend. discharge or discipline far
propu cease, and to mainmin discipline among employees:
33.22 To manvgo vnd determine the locations, type and number of physical facilitir_s.
equipment. programs, vnd the work to be performed in the Pire Dcpanmeur.
332 3'fo determine the City's goals, objeuives,programs and services of the Fire
Department and to utilize pesonncl in a mannerdesigne(1 [o effectively and effieiandy
meet mesa pnrposcc
332 4 To determine the si'<e antl composition of the work force. staffng paneri~s. and
the Fre Dcpanmcnt's otgnnizvtional structure, including the right to ley off unployees
from duty due to lack of work, eusiuity programs. or other legitimate rmcons:
1998 -zopF coxmu
nod &LPFFA LOrnIJ16.f 72
AIYTICLE 33 -MANAGEM2NT RIGHTS - Conl'd.
3325 To delrsmine the hours of rwrk. work schedules. and westablish the necessary
work roles, policies' and procedums for all employees:
33 2b To delertnine when ajob vacancy exists, cheduties w he included in all job
classifioauons. avd dre standards of quality and pu~formnnce ~o be mamwined:
332] Todetermine the necessi~ymschedule overtime and the amount required thereoF.
33.2.8 'fo de~crmine tho Ciry's budget and uses Ihuoof.
33.2.9 To maintain the security of records antl oNer peninem information:
33.2.10 To demrtnlne and imploment necessary actions in emergency si~uetions-,
33.2.11 To maintain tho etYeioncy of lore Depattlnent operalionr.
33.2.12 To exera~seeompleae control end discretion over the Eia Departmen~
orgnnizelion end ehe technology of performing the work required. end,
33.2.13 To set standards of service and ducrnine tha procedures end standards o[
selection for ire Department peaonnel.
I99F-root coMC,c~
6iyo og oa &LeFFA LOw 3163
3a.1 mme mte,~a of efr ttme<om~nm,madona ginner pane mar at aoy time mvneata
Labor/Management Conference.
34.2 Such request shall be made in writing and be presented to the ocher party seven ())
calendar days in advance of the requened me nag date.
34.3 The written regnest shall include an agenda of items the parry wishes to discuss and the
names of those representatives who will be vttending.
3aA Alabor/Manngomenr eonferenaeshall be xchedaled within seven ('I)calendar tleys of the
date res{aesteU ifbodr pale s agree a conferuce Is necessary. Management will not
unreasonably deny v tegnest Por a Labor/Managemutt Mceting.
34.5 The patpose of suds mewing shall be limited co:
34.5.1 Discuss the administration of this agreement.
345.2 Notify the Union of changes made by the Gty which effect bergnining unit
employees.
3453 Diseuss nree of diswncenL dissazisfaetian. eompliant.problem concern. issue. or
m~mndersranding held by either party whuhet'valid or not. when such discussions are
momvlly agreed to by the panics.
34.5.4 Disseminate general information of interest to the parties.
34.5.5 Dive the Union Representative the opportunity to share the view of the collettive
bwgaining members and/or makesuggestions on subjects of inerest to their members.
34.5.6 Consider and discuss henhh antl sa[eay matters relating to employees.
1998-2001 Comnc~
C~iy of LOnewood & LPFt~n Co=al3ml 74
ARTICLE 34- LABOft/MANAGEMENT CONFERENCES -Contd.
34.6 Thcrc shall be na more than three (3) Gly employee representatives for evcb perry in
adendnnce at the Lebor{Management Conference vnd no more Than one (t) non employee
repasentwive [or each puny.
34.] The City will release from dory, wi[h poy, no more than Iwo (2) employees [ or We
purpose of anendinga Lebot/Management Conference As attendance is volvntery. off dory
employees will not be compensated by the Gry for pvryoses of attending the Lbor/{vlanagement
Conferenec
34.8 The findings of the Labor/Management conference will be xvbmittedm[hc Gty
Adminislrntor by the pazly calling the Conference no later than seven (~) enlender days following
the meeting far his review and ruYponsn.
1998 EOd
Gry of Longwood &~IYF[A Local ltbJ
15.1 '[his Agreement Shull be effec~ive as of[he lsl day of October. +9951598. and shall
romau~ in effeu until ~ha 3DIh day of Sap~embor 1998-2001
35.2 Euch pony will providcalis~of proposed changes or modifications prior to the lst day of
hAq.Mar<b,o( Ore yeaz of expiration of the contact.
35.3 Such nOtiFartion shell include the tide oldie Ankles ei~hrs pony desires to atld. alter. or
amend. All other Ankles will runain in effect and be included in tho subsequent Agreement.
1998 ~20p1 Canwu
y Loa oa&LPPPA I.«al3~Ll
d< //~~
EXECUTED. rhis o~}' tlay of U~ ~.. . 19 A.D.
LONGWOOD PROFESSIONAL FIREFIGHTER S ASSOCIATION
LOCAL 31G3 ///j\/~\7\
D~:.~~.% L__.
Presidens
EXECUTED. this ~~~dey of ~ .19~PA.D.
CITY OF LONGWOOD. SF.MWOLE COUNTY, FIARIDA
EY:
Mayor
CFarles C. Tliles, III
A ITEST:
C~ti~ ~ ~~_ ___
City Clerk
Geraldiru D. Z~i
1998 x001 Canirvc~