HomeMy WebLinkAboutES05-058 - Original - 2005 - 2007 Collective Bargaining Agreement u
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COLLECTIVE BARGAINING AGREEMENT
BETWEEN
CITY OF KENT, WASHINGTON
AND
KENT FIRE FIGHTERS LOCAL 1747, I.A.F.F.
January 1, 2005 through December 31, 2007
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TABLE OF CONTENTS
PREAMBLE.....................................................................................................................1
ARTICLE 1 - RECOGNITION OF THE BARGAINING UNIT...........................................1
ARTICLE 2 - UNION MEMBERSHIP...............................................................................1
Section 2.1 Non-Discrimination...................................................................................1
Section 2.2 Membership Condition of Employment....................................................2
Section 2.3 Contribution in Lieu of Dues.....................................................................2
Section 2.4 Time Limit and Options............................................................................2
Section 2.5 Dues Deduction .......................................................................................2
Section 2.6 Non-Compliance......................................................................................3
Section 2.7 Notification...............................................................................................3
ARTICLE 3 - NON-DISCRIMINATION/AFFIRMATIVE ACTION .....................................3
ARTICLE4 - SALARIES..................................................................................................3
ARTICLE 5 - EMERGENCY MEDICAL CERTIFICATION...............................................3
Section 5.1 Emergency Medical Technician - Basic...................................................3
Section 5.2 Emergency Medical Technician — EKG Monitoring..................................4
ARTICLE 6 - HOURS OF WORK....................................................................................4
Section 6.1 Suppression Shift Employees/Detroit Schedule ......................................4
Section 6.2 Suppression Shift and Day Shift Defined.................................................4
Section 6.3 Kelly Days -Average Work Week............................................................4
Section 6.4 Day Shift Scheduling................................................................................4
Section 6.5 Fire Investigation Unit Schedule ..............................................................4
Section 6.6 Scheduling of Recruits.............................................................................4
ARTICLE 7 - OVERTIME PAY ........................................................................................4
Section 7.1 Overtime Defined.....................................................................................4
Section7.2 Call Back..................................................................................................4
Section 7.3 Compensatory Time Off(Comp Time ....................4
ARTICLE 8 - FAIR LABOR STANDARDS.......................................................................4
ARTICLE9 -ACTING......................................................................................................4
Section 9.1 Acting in a Higher Rank...........................................................................4
Section 9.2 Selection of Actors...................................................................................4
ARTICLE10 - HOLIDAYS...............................................................................................4
Section 10.1 Holidays — Suppression Shift Employees ..............................................4
Subsection 10.1.1 Holiday Accrual..........................................................................4
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Subsection 10.1.2 Holiday Leave Use.....................................................................4
Subsection 10.1.3 Maximum Accrual ......................................................................4
Subsection 10.1.4 Holiday Cash Out.......................................................................4
Section 10.2 Conversion of Hours..............................................................................4
Subsection 10.2.1 Suppression Shift to Day Shift...................................................4
Subsection 10.2.2 Day Shift to Suppression Shift...................................................4
Subsection 10.2.3 Conversion for Temporary Assignments ...................................4
Section 10.3 Overtime on Proclaimed Holidays..........................................................4
Section 10.4 Holidays - Day Shift Employees.............................................................4
Section 10.5 Emergency Closures..............................................................................4
ARTICLE 11 -VACATIONS ............................................................................................4
Section 11.1 Vacation Accrual Rate — Suppression Shift Employees.........................4
Section 11.2 Vacation Accrual Rate - Day Shift Employees.......................................4
Section 11.3 Vacation/Seniority..................................................................................4
Subsection 11.3.1 Shift Employees.........................................................................4
Subsection 11.3.2 Day Shift Employees .................................................................4
Section 11.4 Requests and Priority for Vacation/Holiday............................................4
Subsection 11.4.1 Requests for Vacation/Holiday..................................................4
Subsection 11.4.2 Minimum Hours .........................................................................4
Subsection 11.4.3 Priority .......................................................................................4
Section 11.5 Maximum Accruals.................................................................................4
Section 11.6 Vacation Accrual Carryover
Section 11.7 Constant Staffing ...................................................................................4
Section 11.8 Conversion of Hours..............................................................................4
Subsection 11.8.1 Conversion Ratios .....................................................................4
Subsection 11.8.2 Conversion for Temporary Assignments ...................................4
ARTICLE 12 - SENIORITY..............................................................................................4
Section 12.1 Seniority Defined....................................................................................4
Section 12.2 Resignations/Retirement and Reinstatements.......................................4
Section 12.3 Leaves of Absence ................................................................................4
Section12.4 Lists .......................................................................................................4
Section12.5 Lay-Offs .................................................................................................4
ARTICLE 13 - INSURANCE BENEFITS..........................................................................4
Section 13.1 Legal Requirements...............................................................................4
Section 13.2 Employee Coverage ..............................................................................4
Subsection 13.2.1 LEOFF I Employees ....................4
Subsection 13.2.2 LEOFF II Employees .................................................................4
Section 13.3 Plans Offered.........................................................................................4
Section 13.4 Dependent Coverage.............................................................................4
Section 13.5 Continuance of Dependent Medical.......................................................4
Section 13.6 Life Insurance ........................................................................................4
Section 13.7 Long Term Disability Insurance .............................................................4
Section 13.8 Health Care Committee .........................................................................4
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Section 13.9 Medical Examinations............................................................................4
Section 13.10 Retiree Medical Savings Plan ..............................................................4
ARTICLE 14 - BEREAVEMENT LEAVE .........................................................................4
ARTICLE 15 - REIMBURSEMENT OF EXPENSES .......................................................4
ARTICLE 16 - MANAGEMENT RIGHTS.........................................................................4
ARTICLE 17 - DISCIPLINE .............................................................................................4
Section 17.1 Departmental Rules...............................................................................4
Section 17.2 Disciplinary Measures............................................................................4
Section 17.3 Right of Privacy......................................................................................4
ARTICLE 18 - GRIEVANCE PROCEDURES..................................................................4
Step1 ..........................................................................................................................4
Step2 ..........................................................................................................................4
Step3 ..........................................................................................................................4
ARTICLE 19 - INTEREST ARBITRATION .....................................................................4
ARTICLE 20 - ELECTION OF REMEDIES......................................................................4
ARTICLE 21 - LABOR/MANAGEMENT COMMITTEE...................................................4
Section 21.1 Mutual Concern......................................................................................4
Section 21.2 Contract Modification .............................................................................4
Section 21.3 Driver/Engineer Qualification .................................................................4
ARTICLE22 - JATC........................................................................................................4
ARTICLE 23 - EDUCATION REIMBURSEMENT............................................................4
Section 23.1 Education Reimbursement.....................................................................4
Section 23.2 Request for Class Approval ...................................................................4
Section 23.3 Class Attendance...................................................................................4
Section 23.4 Reimbursement Procedures..................................................................4
ARTICLE24 - SICK LEAVE ............................................................................................4
Section 24.1 Employees Hired Priorto 10/1/77 - LEOFF I .........................................4
Subsection 24.1.1 Sick Leave Accrual....................................................................4
Subsection 24.1.2 Sick Leave Usage......................................................................4
Subsection 24.1.3 Requests for Doctors Authorization ..........................................4
Subsection 24.1.4 Leave to Care for Sick Immediate Family..................................4
Section 24.2 Employees Hired On or After 1011/77 - LEOFF II ..................................4
Subsection 24.2.1 Shift Employee ..........................................................................4
Subsection 24.2.2 Day Shift Employee...................................................................4
Subsection 24.2.3 Maximum Accumulation of Sick Leave......................................4
Subsection 24.2.4 Approved Use of Sick Leave .....................................................4
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Section 24.3 Conversion of Sick Leave Hours............................................................4
Subsection 24.3.1 LEOFF I Employees ..................................................................4
Subsection 24.3.2 LEOFF II Employees .................................................................4
Section 24.4 Light Duty Assignment...........................................................................4
Section 24.5 Notice to Department.............................................................................4
Section 24.6 Sick Leave LEOFF II Employees On Duty Injury Leave Provision.........4
Section 24.7 Sick Leave Incentive Program ...............................................................4
Subsection 24.7.1 Suppression Shift Employees....................................................4
Subsection 24.7.2 Day Shift Employees .................................................................4
ARTICLE 25 - MILITARY LEAVE....................................................................................4
ARTICLE26 - SHIFT TRADES .......................................................................................4
ARTICLE 27 - LOCAL UNION BUSINESS......................................................................4
Section27.1 Time off..................................................................................................4
Section 27.2 Union Meetings on Premises.................................................................4
Section 27.3 Union Work Replacement......................................................................4
ARTICLE 28 - PERFORMANCE OF DUTY.....................................................................4
ARTICLE 29 - RETENTION OF BENEFITS....................................................................4
ARTICLE 3D - UNIFORMS..............................................................................................4
ARTICLE 3'1 - PERSONNEL FILES..................................................................... .....4
ARTICLE 32 - SMOKE FREE WORK PLACE.................................................................4
ARTICLE 33 - SUBSTANCE ABUSE POLICY................................................................4
Section33.1 Policy.....................................................................................................4
Section 33.2 Informing Employees About Drug and Alcohol Testing..........................4
Section 33.3 Employee Testing.....................
Section 33.4 Sample Collection..................................................................................4
Section33.5 Drug Testing ..........................................................................................4
Section 33.6 Alcohol Testing ......................................................................................4
Section 33.7 Medical Review Physician......................................................................4
Section 33.8 Laboratory Results.................................................................................4
Section 33.9 Testing Program Costs ..........................................................................4
Section 33.10 Rehabilitation Program ........................................................................4
Section 33.11 Duty Assignment After Treatment........................................................4
Section 33.12 Right of Appeal. ...................................................................................4
Section 33.13 Union Held Harmless...........................................................................4
Section 33.14 Consent for Sampling and Release of Information Form.....................4
ARTICLE 34 - ENTIRE AGREEMENT ............................................................................4
Section 34.1 Entire Agreement...................................................................................4
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Section 34.2 Waiver of Rights - Non-Bargained Items ...............................................4
Section 34.3 Savings Clause......................................................................................4
ARTICLE 35 - MERGER, CONSOLIDATION AND CONTRACTS FOR SERVICES ......4
ARTICLE 36 - HEALTH AND PHYSICAL FITNESS FUND.............................................4
ARTICLE 37 - PROMOTIONAL STANDARDS................................................................4
ARTICLE 38 —PAY PERIOD/DATES .............................................................................4
ARTICLE 39 - DURATION OF AGREEMENT.................................................................4
APPENDIX "A° ............................................................................................................A-4
SECTION ONE - SALARY SCHEDULE ..................................................................A-4
SECTION TWO - LONGEVITY - ELIGIBLE EMPLOYEES .....................................A-4
SECTION THREE - SERVICE REQUIREMENTS...................................................A-4
SECTION FOUR - PERCENTAGE RELATIONSHIPS ............................................A-4
SECTION FIVE - ASSIGNMENTS AND COMPENSATION ....................................A-4
Day Shift Differential Pay.....................................................................................A-4
AssignmentPay ...................................................................................................A-4
SECTION SIX- SPECIALTY PAY...........................................................................A-4
SECTION SEVEN - CLOTHING ALLOWANCE ......................................................A-4
SECTION EIGHT- STANDBY DUTY PAY..............................................................A-4
SECTION NINE - DEFERRED COMPENSATION PLAN ........................................A-4
APPENDIX "Be' ............................................................................................................ B-4
APPENDIX"C"............................................................................................................C-4
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AGREEMENT
BY AND BETWEEN
CITY OF KENT
AND
KENT FIREFIGHTERS UNION LOCAL NO. 1747
January 1, 2005 through December 31, 2007
PREAMBLE
THIS AGREEMENT is entered into by and between the City of Kent, (hereinafter
referred to as City) and Kent Firefighters Local 1747 of the International Association of
Firefighters (hereinafter referred to as Union).
It is the purpose of this document to set forth the entire agreement between the City
and the Union in regard to wages, hours and working conditions so as to promote
efficient and uninterrupted performance of Fire Department functions. It is also
intended to provide recognition for the rights and responsibilities of the City, Union and
Employees. Wherever the male or female gender is used singularly in this Agreement,
it shall be construed to include both male and female employees.
ARTICLE 1 - RECOGNITION OF THE BARGAINING UNIT
The City recognizes the Union as the exclusive bargaining representative of all regular,
full time, uniformed employees of the Kent Fire Department with the ranks of Battalion
Chief and below as listed in Appendix A, Section 1. The parties understand that they
retain the right to file a petition to clarify the bargaining unit, include and/or exclude the
appropriate positions, and that neither party waives its right by execution of this
agreement.
ARTICLE 2 - UNION MEMBERSHIP
Section 2.1 Non-Discrimination
The parties agree that all employees covered hereunder shall be encouraged by the
Union to become and remain members in good standing of the Union, and the Union
accepts its responsibility to fairly represent all employees in the bargaining unit
regardless of membership status. Neither party shall discriminate against any
employee on account of membership or non-membership in any labor union or other
employee organization.
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Section 2.2 Membership Condition of Employment
It shall be a condition of employment that all employees covered by this agreement,
who are now members of the Union or voluntarily become members after the effective
date of this agreement, remain a member in good standing during the term of this
agreement.
Section 2.3 Contribution in Lieu of Dues
Employees who are not members of the Union on the effective date of this agreement
shall become a member of the Union within thirty (30) days of their hire-in-date, or in
lieu thereof, pay an initiation fee plus a semi-monthly service charge equivalent to the
regular Union dues. Such service charge shall be made to the Union semi-monthly as
a contribution toward administration of this agreement. Provided, however, that
employees who cannot pay such charges as a result of religious convictions shall be
govemed by Section 2.4.3 of this agreement.
Section 2.4 Time Limit and Options
New employees hired during the term of this agreement shall within thirty (30) days of
their hire-in date:
1. Become a member of the Union;
2. Pay an initiation fee, plus a semi-monthly service charge to the Union
equivalent to the regular Union dues in lieu of Union dues; or
3. Pay an amount equivalent to regular Union dues and initiation fee to a
non-religious charity mutually agreed upon by the Union and the
employee. This provision shall only apply in cases where the employee is
prohibited or discouraged from becoming a Union member by bona fide
personal religious tenets, or by teachings of the religious body of which
the employee is a member. Proof of payment shall be furnished to the
Union for all charity payments.
Section 2.5 Dues Deduction
The City agrees to deduct from the paycheck of each employee who has so authorized
it, the regular semi-monthly dues uniformly required by the Union, or in lieu thereof a
semi-monthly service charge as prescribed in Section 2.3. The amounts deducted shall
be transmitted semi-monthly to the Union on behalf of the employee involved. Written
authorization to deduct dues or service charges shall be made by the employee on a
form prescribed by the City and Union.
The Union agrees to indemnify and hold the City harmless against any and all claims,
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suits, orders, or judgments brought or issued against the City as a result of any action
taken by the City under the provisions of this Section. The City will remain responsible
for its own errors in the administration of this Article.
Section 2.6 Non-Compliance
The Union agrees that the City shall not terminate any employee under any provision of
Article 2 until written notification is provided by the Union to the City that an employee
has failed to pay the required initiation fee, dues, service charge, charity payment in lieu
thereof, or provided proof of payment to such charity. Upon receiving notice of failure
to comply with the provisions of Article 2, the City and Union shall immediately meet to
review the case and decide on action to be taken to secure compliance, or in the event
of intentional non-compliance, determine the termination date for the employee who
willfully refuses to comply.
Section 2.7 Notification
The City agrees to notify the Union of new hires, personnel status changes or
termination for employees covered by this agreement within a reasonable period of
time.
ARTICLE 3 - NON-DISCRIMINATION/AFFIRMATIVE ACTION
The City and the Union shall not discriminate against employees on the basis of
membership in the Union, race, religion, creed, color, national origin, sex, age, or the
presence of physical, mental or sensory disabilities, unless it is a bona fide occupational
requirement or qualification.
ARTICLE 4 - SALARIES
The City agrees to maintain salaries as outlined in Appendix A.
ARTICLE 5 - EMERGENCY MEDICAL CERTIFICATION
Section 5.1 Emerciencv Medical Technician - Basic
All members of the bargaining unit except Battalion Chiefs and those personnel
regularly assigned to Administration, Fire Prevention, and Training shall by the end of
the member's probationary period (that is, after the first year of employment) maintain
current certification as an Emergency Medical Technician, Basic Level, (EMT-B),which
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includes semi-automated (AED) defibrillation, in accordance with King County and
Washington State standards. Those members not required to be EMT-B's shall
maintain at least a current first aid card as endorsed by King County Emergency
Medical Services (K.C.E.M.S.), or equivalent. Those members returning to
Suppression Shift work shall become recertified as EMT's as soon as possible, but no
later than one year from date of returning to Suppression Shift work. Such certification
shall be scheduled by Fire Administration.
Section 5.2 Emergency Medical Technician — EKG Monitoring
Electrocardiogram monitoring is an extra duty, which is a voluntary undertaking on an
individual basis. Employees who wish to terminate participation in the EKG monitoring
program will submit written notification to the Fire Department Administration.
ARTICLE 6 - HOURS OF WORK
Section 6.1 Suppression Shift Employees/Detroit Schedule
The number of hours and utilization of the "Detroit Schedule" (starting at 8:00 A.M.) for
employees under this agreement shall be continued in accordance with present
practice. Nothing herein shall limit the City in exercising discretion in varying hours of
duty of any employee as long as it does not violate Section 6.2, 6.3, or 6.4.
Section 6.2 Suppression Shift and Day Shift Defined
For purposes of this agreement, "Suppression Shift" employees are defined as those
assigned to a twenty-four(24) hour shift. "Day Shift" employees are defined as those
employees assigned 40-hour work weeks (e.g., Administration, Training, and Fire
Prevention).
Section 6.3 Kelly Days -Average Work Week
A Detroit schedule requires fire fighters to work a standard work week that averages
fifty-six (56) hours per week. This is computed as follows:
24 Hours a Day @ 365 Days a Year = 8760 Hours per Year
Divided into 3 Shifts = 2920 Hours per Shift per Year
365 Days per Year/7 Days per Week = 52.14 Weeks per Year
2920 Hours per Shift/52.14 Weeks per Year= 56 Hours per Week
This schedule shall be reduced by allowing Suppression Shift employees to take "Kelly
Days" off. Such days off will be scheduled by fire administration through internal
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departmental policies and procedures. Such policies and procedures will be in writing
and uniformly administered
For the duration of this contract, Suppression Shift employees shall be granted twelve
(12) Kelly days off per year, which results in an average work week of 50.48 hours.
The twelve (12) Kelly days will be scheduled by the department in a uniform manner.
The Kelly days shall be scheduled so as to spread them out evenly while minimizing the
department's overtime (FLSA and callback) costs to the greatest extent possible. All
Kelly days are tradable within their respective cycle. The schedule shall be subject to
review by the Union prior to its implementation.
Section 6.4 Day Shift Schedulina
Day Shift employees' normal work schedule shall be 5/8's (five (5) days, forty (40) hour
week), exclusive of lunch periods and exclusive of Saturday and Sunday. In lieu of the
5/8's schedule, day shift employees, through authorization from the Fire Chief, or
designee, may work one of the following alternative work schedules: 4/10's (ten (10)
hours per day, four(4) days per week; or 9/80's (nine (9) hours per day for five (5) days,
followed by two (2)days off, then nine (9) hours per day for four (4) days, followed by
three (3) days off. The determination of which schedule an employee will work shall be
made by the Fire Chief, considering workloads, weather conditions, daylight hours,
commuting, staffing availability, the needs of the department, etc. The affected
employee, and the Union, shall be notified fourteen (14) calendar days in advance of
any schedule changes.
In general, employees shall work a pre-determined schedule. Modifications to the
employee's work schedule may be made on occasion by mutual agreement between
the Fire Chief, or designee, and the employee prior to the modified schedule being
worked. Such modifications may include a "floating flex day" within the same work
week or the allowance for the employee to work on a Saturday or Sunday during the
same work week in lieu of a normal scheduled work day to allow the employee's work to
be accomplished in a timely manner.
Section 6.5 Fire Investigation Unit Schedule
The work week for the Fire Investigations Unit may include a Day Shift as defined in
Section 6.4 or a Suppression Shift as defined in Section 6.1. In addition, the starting
times for the employees within this unit may be modified as needed.
Section 6.6 Scheduling of Recruits
The Union recognizes the right of the Chief to schedule the necessary recruit training
including, but not limited to, the State Recruit Academy and EMT training,
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notwithstanding the provisions of this article. Recruit status shall not exceed the first six
months of employment. Compensation may either be additional time off or pay
following recruit training at the City's option.
ARTICLE 7 -OVERTIME PAY
Section 7.1 Overtime Defined
Hours of duty outside of regular duty hours shall be considered overtime. All overtime
compensation shall be computed at time and one-half and shall be paid in cash, except
as provided in Section 7.3 of this agreement. All suppression overtime shall be
calculated based on the equivalent suppression overtime rate for the employee's rank
(as listed in Appendix A, Section 4) and longevity and/or applicable specialty pay(s).
All overtime shall be rounded to the nearest one-quarter hour and must be authorized in
advance by a designated authority.
The overtime rate of pay shall be determined from a straight time hourly rate which shall
be computed by dividing annual salary by annual scheduled hours.
Hire back hours scheduled outside of regular duty hours shall commence upon sign in
of the employee at the designated work station.
In the event overtime is not annexed to the beginning or end of a normal shift, the
minimum payment shall be for two (2) hours at the overtime rate.
Section 7.2 Call Back
Emergency call back overtime shall commence at the time of notification of the alarm
and shall end on sign out by the employee with a two (2) hour minimum at the overtime
rate. However, should the travel time of an employee exceed thirty (30) minutes, time
shall stop and commence again on sign in of the employee.
Section 7.3 Compensatory Time Off(Comp Time)
Day Shift personnel working overtime shall be allowed to choose between cash
payment or compensatory time off if offered by Fire Administration. Compensatory time
will be earned at the regular overtime rate (time and one-half) to a maximum of eighty
(80) hours. If chosen, compensatory time off will be taken in accordance with the
policies governing annual leave. Or, at the employee's request, compensatory time
shall be cashed out. When an employee is transferred from Day Shift to Suppression
Shift and has accrued compensatory time on the books, that employee shall be given
the option to take the compensatory time off or to cash it out prior to returning to
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Suppression Shift. All compensatory time not taken shall be paid to the employee upon
the employee's return to Suppression Shift at the employee's most recent Day Shift
Assignment rate.
ARTICLE 8 - FAIR LABOR STANDARDS
The following represents the parties' understanding and agreement of the application of
the Fair Labor Standards Act (FLSA) and shall serve as a guide in the application of the
FLSA to the members of the firefighter bargaining unit.
• Suppression Shift personnel, including all ranks listed in Appendix A, Section 1,
shall be assigned to a 27 day work period under the Section 7-K exemption of the
Fair Labor Standards Act.
• Day shift personnel shall be assigned a seven (7) day work week.
• The City shall honor the overtime provisions of the labor agreement; provided
however, paid hours not worked, such as sick leave, annual leave, Kelly days, etc.
shall be excluded for purposes of calculating FLSA overtime liability.
• The JATC program is not impacted by the FLSA, including the related training
requirements of 144 hours per year.
• Formal training for which an employee volunteers, which is conducted by outside
institutions or agencies (i.e. college class) does not qualify for compensation. This
includes voluntary job-related training.
• EMS training —Although EKG Monitoring training is voluntary and is conducted off
duty, the City shall compensate employees who attend such training.
• All job-related training required by the department is compensable.
• Non job related training/classes is not compensable.
• Community participation/charity—the City assumes no liability under FLSA for such
activities so long as the charity and/or Union activities focus on community service
(with or without the cooperation of the City).
• Civil Service Testing —employees who participate as assessors or to assist the City
in conducting the Civil Service testing process shall be compensated.
• Standby Duty—employees on standby duty are not subject to compensation under
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FLSA if they are free to do personal activities while on standby, (i.e. employees may
use pagers or are available to be reached by phone).
ARTICLE 9 -ACTING
Section 9.1 Acting in a Higher Rank
An employee who is appointed by a designated authority to temporarily fill the position
of Division Chief, Battalion Chief, or Captain shall be paid at the rate for that position,
provided that the employee is so assigned for a minimum of two (2) hours.
An employee who does not want to be considered for an acting assignment shall not be
assigned provided the employee submits a written notice of such to his/her immediate
supervisor. The notification shall remain in effect until rescinded by the employee.
Section 9.2 Selection of Actors
Suppression Shift personnel shall be detailed from the shift in which the vacancy
occurs.
Day Shift personnel may be detailed from any shift. However, consideration will first be
given to Day Shift personnel.
ARTICLE 10 - HOLIDAYS
Section 10.1 Holidays —Suppression Shift Employees
Subsection 10.1.1 Holidav Accrual
Suppression Shift employees shall accrue time off in lieu of holidays at the rate of six
(6)working shifts off duty with pay each year. Such time off in lieu of holidays shall be
earned at the rate of twelve (12) hours per calendar month for a total of one hundred
forty-four (144) hours per year. Such leave hours shall be maintained in a bank
separate from vacation leave hours.
Subsection 10.1.2 Holiday Leave Use
Suppression Shift employees shall request and use holiday leave hours the same way
in which vacation leave hours are requested and used (Section 11.3 Vacation/Seniority
and Section 11.4 Requests and Priority for Vacation/Holidav). Employees shall
designate the use of holiday versus vacation leave time for each day off.
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Subsection 10.1.3 Maximum Accrual
Suppression Shift employees may accumulate a maximum of one hundred forty four
(144) hours of holiday leave.
It shall be the employee's responsibility to insure that accrued holiday hours stay below
the maximum accruals set forth in this Subsection; PROVIDED, employees may exceed
maximum accruals during a calendar year, but shall be attor below the maximum
accruals as of December 31 of each year. During the month of October of each year,
Fire Administration will notify employees whose leave balances are expected to go
above the maximum limit as of December 31. Accruals will be reviewed by the City and
the cap applied at midnight on December 31 each year.
The City shall schedule vacation and holiday leave so that it results in the maximum
opportunity for the employee to utilize vacation and holiday time off with pay in order
that the employee may stay below the maximum according to Section 11.4 — Requests
and Priority for Vacation/Holiday.
This shall not prohibit the carryover of holiday leave beyond the maximum on an
exception basis for the purposes of extended travel or extenuating circumstances at the
request of the employee and written authorization of Fire Administration. Each request
shall be reviewed on a case-by-case basis and shall not serve as a precedent for
subsequent requests.
Subsection 10.1.4 Holiday Cash Out
Suppression Shift employees who wish to receive pay for their unused holidays will
have the option of receiving such pay at a straight-time Suppression rate on an annual
basis by submitting a written request to Fire Administration no later than November 15t'
of each year. Suppression Shift employees may cash out holiday leave in increments
of twelve (12) hours to a maximum of sixty (60) hours per year. Day Shift employees
may cash out one floating holiday of 8 hours per year. Holiday cash outs will be issued
on the December 5th pay day of each year.
Section 10.2 Conversion of Hours
Subsection 10.2.1 Suppression Shift to Day Shift
When an employee is transferred from Suppression Shift to Day Shift for other than
temporary assignment as defined in Subsection 10.2.3, the employee may cash out (at
the Suppression hourly rate) up to sixty (60) hours of his/her holiday leave balance,
paid on the December 5th pay day of the transfer year in accordance with Subsection
10.1.4 Holiday Cash Out above. The employee shall make their election for this
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Suppression Shift holiday cash out at the time of transfer from Suppression Shift to Day
Shift.
The employee's remaining holiday leave bank will be transferred to vacation leave prior
to the conversion from Suppression Shift hours to Day Shift hours in accordance with
Subsection 11.7.1 —Conversion Ratios. The employee will accrue and use holidays
according to Section 10.4 —.Holidays — Day Shift Employees while on Day Shift.
Subsection 10.2.2 Day Shift to Suppression Shift
Day Shift employees transferring to Suppression Shift will not be eligible to carryover
any Day Shift holiday hours accumulated (personal holidays).
Subsection 10.2.3 Conversion for Temporary Assignments
For assignments or transfers intended to be for one hundred eighty (180) calendar days
or less from a Suppression Shift schedule to a Day Shift schedule, or vice versa, the
following conversion procedure shall apply:
A. If an employee is transferred for a time period of seven (7) consecutive calendar
days or less, no conversion shall take place. Subsections 10.2.1 and 10.2.2
above shall not apply.
B. If an employee is transferred for more than seven (7) consecutive calendar days,
Subsections 10.2.1 and 10.2.2 shall apply.
1. While on Day shift, the employee will accrue and use City standard
holidays like all regular day shift employees.
2. When the employee returns to Suppression Shift schedule, Subsection
10.2.2 shall apply. However, the number of months on Day Shift
assignment will be compared with the number of holidays used during
those months, and the employee will receive twelve (12 additional
Suppression hours of holiday for each month in which assignment on Day
Shift exceed the number of holidays that took place during the
assignment.
C. It is understood that until the conversion process can be automated, conversions
for assignments for periods intended to be between eight (8) to thirty (30)days
shall be done manually by Fire Administration. Once automated, all conversions
will be handled through payroll in accordance with B above.
Section 10.3 Overtime on Proclaimed Holidays
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Suppression Shift employees shall receive four(4) hours straight time pay in addition to
regular pay for working any holidays proclaimed by the Mayor in addition to those
normally available to all City employees. The hourly rate shall be computed in
accordance with Section 7.1. The shift to receive such payment shall be the shift which
begins at 8:00 a.m. on the proclaimed holiday.
Section 10.4 Holidays - Day Shift Employees
Day Shift employees shall be allowed their scheduled workday off, with pay, for
holidays specified in City policy, to include two (2) personal holidays per year. If a
holiday falls on the employee's normally scheduled flex day, the work day before or
after will be taken off for the holiday. However, the provisions of Section 10.5
Emergency Closures below shall apply during closures or partial closures for
emergencies or safety reasons.
Section 10.5 Emergency Closures
The Mayor or his designee may declare the closure or partial closure of City facilities or
operations in the case of emergencies or for safety reasons. Members of the
bargaining unit, as well as other public safety personnel, will continue to maintain their
normal work schedule unless specifically released from duty. Members of the
bargaining unit who may be required to work their normal schedule during such
declaration will not receive additional compensation or benefits.
ARTICLE 11 -VACATIONS
Section 11.1 Vacation Accrual Rate— Suppression Shift Employees
Vacation accrual rates for Suppression Shift employees shall be as follows:
[----------EMPLOYEE EARNS--------------]
YEAR OF SERVICE Per Pay Period Per Month Per Year
1st -4" 7 Hours 14 Hours 7 Shifts
5th - 9th 9 Hours 18 Hours 9 Shifts
10th - 12"' 11 Hours 22 Hours 11 Shifts
13" — 16'h 12 Hours 24 Hours 12 Shifts
17' — 19" 12.5 Hours 25 Hours 12.5 Shifts
20th —24t' 13 Hours 26 Hours 13 Shifts
251' and Thereafter 14 Hours 28 Hours 14 Shifts
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Section 11.2 Vacation Accrual Rate - Day Shift Employees
Vacation accrual rate for Day Shift employees shall be as follows:
[----------EMPLOYEE EARNS--------------]
YEAR OF SERVICE Per Pay Period Per Month Per Year
1 st-4' 4 Hours 8 Hours 12 Days
5th - 9' 5 Hours 10 Hours 15 Days
10th - 12th 6 Hours 12 Hours 18 Days
13th - 16th 6.34 Hours 12.68 Hours 19 Days
17th - 19th 7 Hours 14 Hours 21 Days
20th —24"' 7.34 Hours 14.68 Hours 22 Days
25th and Thereafter 7.67 Hours 15.34 Hours 23 Days
Section 11.3 Vacation/Seniority
Subsection 11.3.1 Shift Employees
Vacation shall be taken by seniority provided the first choice is made by December 1
(maximum 6 shifts in 2 consecutive tours), and the second choice is made by January 1
(maximum 6 shifts in 2 consecutive tours). An individual shall not make a second
choice until after December 1 unless everyone on the shift has made their first choice.
Provided however, an employee may take more that six (6) consecutive shifts as a first
choice, if and only if, all other employees on the shift give written approval prior to
December 1.
In addition to the set number of vacation slots available per Fire Administration, which
are picked by seniority as specified above, employees may be allowed to take vacation
or holiday time off if such is authorized by the Fire Chief or designee. Once the
department's staffing policies/standards/needs are met (as determined by the Fire
Chief), the Fire Chief, or designee, shall determine if and how many employees above
the vacation slot limit shall be allowed to take time off. This "same-day time off"
concept shall be administered in accordance with the department's policies or standard
operating procedures.
Battalion Chiefs shall be allowed to choose vacation separate from the rest of the shift.
The Battalion Chiefs' first and second choice vacations shall be selected by January 1
and will be no more than six (6) consecutive shifts each. In the event that a Battalion
Chiefs vacation conflicts with the needs of the department, the Battalion Chief and the
Battalion Chiefs Supervisor may agree to reschedule the vacation.
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Subsection 11.3.2 Day Shift Employees
Vacation shall be taken by seniority, within the unit to which the employee is assigned,
provided the first choice is made by December 1, and second choice by January 1. An
individual shall not make a second choice until after December 1 unless everyone
within the unit has made their first choice.
Section 11.4 Requests and Priority for Vacation/Holiday
j Subsection 11.4.1 Requests for Vacation/Holiday
All requests for vacation/holidays will be made at least forty-eight (48) hours prior to the
beginning of the shift for which leave is requested. Exceptions may be granted where
necessary.
Subsection 11.4.2 Minimum Hours
The minimum number of hours allowed to be taken on vacation or holiday shall be two
(2) for Suppression Shift personnel and one (1) for Day Shift personnel.
Subsection 11.4.3 Priority
An employee requesting a full shift of vacation/holiday shall be granted leave priority
over another employee on the same shift requesting less than a full shift of leave,
however, if the employee who requested the partial shift did so prior to the full shift
request, the employee requesting the partial shift shall have the option to take a full
shift off when notified.
Section 11.5 Maximum Accruals
Maximum accruals for vacation leave shall be as follows:
SUPPRESSION
YEAR OF SERVICE SHIFT DAY SHIFT
1 st- 4th Year of Employment 240 hours 240 hours
5th - 9th Year of Employment 288 hours 240 hours
10th - 12th Year of Employment 336 hours 240 hours
13th — 16th Year of Employment 360 hours 240 hours
171h — 19th Year of Employment 372 hours 240 hours
20th — 24th Year of Employment 384 hours 258 hours
25th Year and beyond 408 hours 258 hours
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Accrued leave may be converted to cash at termination if the employee has been
employed for at least six (6) consecutive months.
Section 11.6 Vacation Accrual Carryover
It shall be the employee's responsibility to insure that accrued vacation hours stay
below the maximum accruals set forth in Section 11.5; PROVIDED, employees may
exceed maximum accruals during a calendar year, but shall be at/or below the
maximum accruals as of December 31 of each year. During the month of October of
each year, Fire Administration will notify employees whose leave balances are expected
to go above the maximum limit as of December 31. Accruals will be reviewed by the
City and the cap applied at midnight on December 31 of each year.
The City shall schedule vacation and holiday leave so that it results in the maximum
opportunity for the employee to utilize vacation and holiday time off with pay in order
that the employee may stay below the maximum according to Section 11.4— Requests
and Priority for Vacation/Holiday.
This shall not prohibit the carryover of vacation leave beyond the maximum on an
exception basis for the purposes of extended travel or extenuating circumstances at the
request of the employee and written authorization of Fire Administration. Each request
shall be reviewed on a case-by-case basis and shall not serve as a precedent for
subsequent requests.
Section 11.7 Constant Staffing
By mutual consent, the parties agree to reopen the Agreement to negotiate the impacts
of implementing constant staffing when the staffing level for each Suppression Shift is
at or above forty (40) uniformed employees per shift.
Section 11.8 Conversion of Hours
Subsection 11.8.1 Conversion Ratios
When it is necessary to convert vacation accruals from Suppression Shift equivalents to
Day Shift equivalents, or vice versa, for assignments intended to be longer than 180
days in duration, it shall be accomplished without loss of benefits by applying the
following conversion ratios:
1st through 4th Year of Employment 1.750
5th through 9th Year of Employment 1.800
10th through 12t' Year of Employment 1.833
13th through 16th Year of Employment 1.895
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17th through 19th Year of Employment 1.786
20th through 24th Year of Employment 1.773
25th Year and beyond 1.826
The circumstances under which this conversion becomes necessary is when an
employee is transferred from a Suppression Shift schedule to a Day Shift schedule, or
vice versa, for periods intended to be one hundred eighty one (181) days or more.
Subsection 11.8.2 Conversion for Temporary Assignments
For assignments or transfers intended to be for one hundred eighty (180) days or less
from a twenty-four(24) hour shift schedule to a day shift schedule, or vice versa, the
following conversion procedure shall apply.
A. If an employee is transferred for a time period of seven (7) consecutive calendar
days or less, no conversion shall take place.
B. If an employee is transferred for more than seven (7) consecutive calendar days,
vacation hours will be converted according to the ratios specified in Subsection
11.7.1. This will provide the employee with the number of vacation hours
available while on temporary assignment.
A. It is understood that until the conversion process can be automated, conversions
for assignments for periods intended to be between eight (8) to thirty (30)days
shall be done manually by Fire Administration. Once automated, all conversions
will be handled through payroll in accordance with B above.
I
ARTICLE 12 - SENIORITY
Section 12.1 Seniority Defined
Seniority for all purposes, unless otherwise specified within this agreement, shall be the
length of continuous service as a full time employee within the ranks listed in Appendix
A, Section 1 for the Kent Fire Department less any authorized unpaid leaves of
absence of a full calendar month or more. Continuous service shall be broken by
resignation; discharge; retirement; or unpaid leaves of absence. Seniority for the
purpose of demotions resulting from layoffs shall be defined as the employee's
permanent length of service within their rank less any authorized unpaid leaves of
i absence. Length of continuous service shall not be reduced by time loss due to paid
sick or injury leave.
Section 12.2 Resignations/Retirement and Reinstatements
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In accordance with Civil Service Rules, employees must apply for reinstatement within
two (2)years of their resignation or retirement. The following agreement will apply to
such employees:
1. The Fire Chief maintains explicit discretion in determining if an employee
who resigned or retired from the department is to be reinstated.
2. The Fire Chief retains the right to impose conditions relating to the re-
employment of such an employee to include, but not be limited to, a
probationary period and training requirements.
3. Should an employee return from a resignation or retirement under Civil
Service Rules, the employee shall be granted full seniority rights and
benefits less the period of absence. These seniority rights and benefits
shall include longevity pay for the period of continuous service completed
prior to the resignation or retirement.
4. The employee shall also receive vacation and sick leave accrual based
upon the length of continuous service prior to the resignation or
retirement. Employees reinstated after a resignation shall not be entitled
to sick leave accrued prior to their separation.
Employees who do not file for reinstatement through Civil Service within 24 months are
not eligible for reinstatement; they must go through the application and testing process
to be rehired; and are not eligible for the above rights/benefits if rehired.
Section 12.3 Leaves of Absence
A. Employees returning from an authorized unpaid leave of absence shall be
granted full seniority rights and benefits to include longevity pay, vacation and
sick leave accrual based upon the length of continuous service completed prior
to the absence. The Fire Chief retains the right to impose training requirements
relating to the return of such an employee.
B. An employee on an unpaid leave of absence of a full calendar month or more
shall cease to accrue seniority for the period of unpaid leave unless it is
determined in advance by the Fire Chief that the reason for taking the unpaid
leave would result in a significant and direct benefit to the City. Such unpaid
leave of absence shall be requested by the employee through the Union to the
Fire Chief with the explicit intent of the employee to return to employment with
the Kent Fire Department at the end of the leave. Such leave shall be granted at
the Fire Chiefs discretion. Each request shall be considered by the Fire Chief
on a case-by-case basis, approval of which shall be not precedent setting for
subsequent requests.
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C. A leave of absence shall not be granted for pursuit of employment elsewhere
although the employee may be paid by an outside agency during the leave. The
Chief may grant up to six months for the leave of absence. Extensions beyond
the initial six months, not to exceed a total of two years, shall be subject to
approval by the Civil Service Commission.
Section 12.4 Lists
Seniority lists shall be kept current and shall be posted at each fire station. Employees
having the same length of continuous service will be placed on the seniority lists in the
order their names appear on the Civil Service Eligibility lists.
Section 12.5 Lay-Offs
It is the inherent right of the City to determine if and when it is in the best interest of the
City to lay-off or reduce in force. In the event the City chooses to do so, employees
shall be laid off in inverse order to their length of service to the Kent Fire Department
within the ranks listed in Appendix A, Section 1. Should a lay-off be severe enough to
require demotions in the higher ranks, employees shall be demoted in inverse order to
their attaining that rank. Demoted employees shall be demoted to the rank that they
held immediately prior to the promotion. In the case of an employee who has been
reduced in rank or classification, their seniority shall include time spent in the higher
rank(s) or classification(s).
A separate list of laid off personnel shall be kept in order of seniority for future hiring.
When authorization is given to fill a position, the personnel on the laid off list shall have
precedence over any applicable Civil Service Entry List. If a person is offered a position
in their former position class, but declines to accept it, that name will be removed from
the list. The layoff list will stay in effect until each individual has been offered an
opportunity to be rehired in the former position class. Similar lists shall remain in effect
for demotions in affected classes as a result of layoffs. These lists shall be
administered, (e.g. life of list, removal of names), the same as the layoff list with the
most senior to the promoted class being promoted first. These lists shall take
precedence over new Civil Service candidate promotional lists.
ARTICLE 13 - INSURANCE BENEFITS
Section 13.1 Legal Requirements
The City shall provide medical coverage of LEOFF employees as required by law.
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Section 13.2 Employee Coverage
Subsection 13.2.1 LEOFF I Employees
Eligible employees shall receive a fully paid health and accident and medical plan
underwritten by a health care insurance provider who is a recognized "carrier" or
comparable underwriter. The premium for the employee shall be paid in full by the City.
Subsection 13.2.2 LEOFF II Employees
Eligible employees shall have the option of selecting between health care plans offered
by the City and shall be governed by the provisions of City policy with respect to plan
operation. The premium for the employee shall be paid in full by the City.
Section 13.3 Plans Offered
The following health care plans are currently offered to eligible employees:
1. City's self-insured health insurance program administered by Premera
Blue Cross to include the cost containment features implemented on
January 1, 2001; and
2. Group Health Cooperative (HMO), Blue Cross Dental, and VSP Vision
Plan including any benefit plan changes made by Group Health
Cooperative.
The City reserves the right to change carriers based upon comparable benefits and
cost-effectiveness of such a change.
Upon mutual agreement, the parties agree to reopen the Agreement to negotiate the
impacts of implementing a third health care plan, which may include a Health Savings
Account, when the City has completed its plan feasibility analysis and has decided to
implement the plan city wide.
Section 13.4 Dependent Coverage
Eligible employees shall have the option to insure dependents under alternative plans
offered, subject to the terms and conditions imposed by the carrier. The employee shall
pay ten percent (10%) of the dependent's portion of the monthly premiums of the
selected plan, to a maximum of$115.00 per month from January 1, 2005 to December
31, 2006.
Effective January 1, 2007, the employee shall pay twelve percent (12%) of the
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dependent's portion of the monthly premiums of the selected plan, to a maximum of
$115.00 per month.
Dependent premiums for future years shall be negotiated at the Health Care
Committee. If no such agreement is reached, either party may, within thirty (30)days,
reopen this agreement for the sole purpose of negotiating dependent care premiums.
Section 13.5 Continuance of Dependent Medical
In the event the collective bargaining agreement expires and no other agreement has
been reached, the City agrees to maintain dependent coverage, as specified in this
agreement, in force until a new bargaining agreement is in effect.
Section 13.6 Life Insurance
The City shall pay the entire premium of double indemnity group life coverage for each
eligible member of the bargaining unit. The amount of coverage will be equal to the
employee's annual base salary, up to a maximum of$50,000.
Section 13.7 Long Term Disability Insurance
Local 1747 will administer its own Long Term Disability Insurance program.
Section 13.8 Health Care Committee
The Union will designate two representatives to participate in the Health Care
Committee.
Section 13.9 Medical Examinations
The Department's adopted health maintenance program or a modification thereof
includes a physical fitness program as well as a program of regularly scheduled medical
evaluations based on the risk level of employees. The program shall also allow
members of the bargaining unit to request a medical evaluation by the department
physician or their own physician if in their opinion the need arises. Upon request, the
physician shall perform an examination reasonable and appropriate for the condition
causing the request.
The results of the examination shall be kept confidential by the physician, the Fire Chief
or designee, and the Employee Services Director or designee. Prior to notifying the
Fire Department of the results of the examination and any tests conducted, the
employee shall be notified of the same in a timely manner, unless in the physician's
opinion, immediate notification of the Department is necessary. Subject to federal and
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state laws, no information shall be released to any other party without prior written
permission by the employee, for each requested release of information. The
Department shall also be bound by these privacy provisions. The physician shall only
be allowed to provide to the Department information, which relates to the employee's
medical fitness for duty according to the adopted medical standards of the Department.
Section 13.10 Retiree Medical Savings Plan
The Union has established a trust fund to pay health insurance premiums for eligible
future retirees and their dependents. The Union is responsible for the administration of
this fund including any administrative details related to it.
The City will make contributions towards this Union Retiree Medical Savings Plan as
follows:
Effective 1/1/2005 - $65 per month per employee;
Effective 1/1/2006 - $70 per month per employee; and
Effective 1/1/2007 - $75 per month per employee.
Each member of the bargaining unit shall contribute to this Union Retiree Medical
Savings Plan as follows:
Effective 1/1/2005 - $10 per month per employee;
Effective 1/1/2006 - $5 per month per employee; and
Effective 1/1/2007 - $0 per month per employee.
The City of Kent shall take the above deductions from the employees through a semi-
monthly payroll deduction and shall send such contributions, together with the City's
contributions, to the trust administrators. However, if the employee is on an unpaid
leave for the entire pay period, no contribution or deduction shall be made or taken.
The Union agrees to indemnify, defend, and hold the City of Kent harmless from any
and all liability, claims, demands, suits or any other loss, damage, or injury to persons
or property arising from or related to the provisions of this section.
ARTICLE 14 - BEREAVEMENT LEAVE
Bereavement leave shall be granted in accordance with City Policy. For purposes of
clarification, Suppression Shift employees may be granted two (2)twenty-four (24) hour
shifts without charge to sick leave and may be granted up to three (3) additional shifts
off with pay which shall be charged against accumulated sick leave. Employees
notified of a death while on duty shall be immediately excused from work for the
balance of the shift once authorization has been granted from the employee's proper
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chain of command.
ARTICLE 15 - REIMBURSEMENT OF EXPENSES
Employees shall be reimbursed in accordance with City Policy as now or hereafter
amended by the City. Reimbursement for mileage will be based on actual odometer
readings from the employee's work station to the destination and return to the work
station. Approval of reimbursement shall be at the discretion of the Chief or designee.
ARTICLE 16 - MANAGEMENT RIGHTS
Any and all rights concerned with the management and operation of the Fire
Department are exclusively that of the City unless otherwise provided by the terms of
this agreement. The City retains the authority to adopt rules for the operation of the
Department and conduct of its employees while on duty, provided such rules are not in
conflict with the provisions of this agreement or with applicable laws. The City retains
the right, among other actions, to discipline, suspend, or discharge employees for
cause; to schedule hours of work, to determine the number of personnel to be assigned
duty at any time, and to perform all other actions and functions not otherwise
specifically and expressly limited by this agreement.
It is further recognized that the City s fire command group works together closely, and
that this results in the frequent exchange and sharing of tasks between the Assistant
Chiefs and others in the Fire Department management group. The Fire Department
management group shall consist of the Fire Chief, Assistant Chiefs and Battalion
Chiefs. The parties agree that this sharing of tasks and responsibilities is beneficial,
and that the City fire command group may continue to operate in this fashion.
ARTICLE 17 - DISCIPLINE
Section 17.1 Departmental Rules
The City retains the right to adopt rules for the operation of the Kent Fire Department
and the conduct of its employees while on duty.
Section 17.2 Disciplinary Measures
The parties agree that discipline is a function vested with the Chief of the Fire
Department. Employees may be disciplined or discharged for just cause in accordance
with the Kent Fire Department Policies and Guidelines for discipline as currently exists
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A
or as amended in the future and incorporated by this reference. In the event there is a
reason to cause disciplinary action against any employee, the written charges shall be
sent to the employee involved.
The employee shall be entitled to have a union representative present during meetings
with the employer where the employee believes that he/she may be subject to
disciplinary action.
Employees who believe that they have been disciplined in violation of the terms of the
collective bargaining agreement shall have the right to grieve in accordance with Article
18 — Grievance Procedures.
Section 17.3 Right of Privacy
Subject to federal and state law, no information regarding any disciplinary action shall
be released to anyone except the City or Union Executive Board unless mutually
agreed upon in writing by the employee and the Chief. The employee stiall have the
right and responsibility to advise the Union when the employee has been subjected to
disciplinary action.
ARTICLE 18 - GRIEVANCE PROCEDURES
Grievance is hereby defined as the question or challenge raised by an employee or the
Union as to the correct interpretation or application of this agreement by the City. No
action by the City shall be considered cause for grievance unless it is specifically
alleged that such action represents an incorrect application of the terms of this
agreement. For purposes of this article, working days shall be defined as Monday
through Friday, exclusive of holidays. Grievances shall be resolved in the following
manner:
Step 1
All grievances shall be reduced to writing and submitted to the Fire Chief by the
appropriate Union representative within fifteen (15)working days of the occurrence
giving rise to such grievances.
The written grievance shall include a statement as to the Article(s), Section(s) of the
agreement allegedly violated, facts giving rise to the grievance and remedy sought. In
the event Article 25 (Retention of Benefits) is cited in the written grievance, then the
written grievance (to the extent possible) shall include further information as to the
timetable and circumstance(s) under which such benefit(s) became of generally
prevailing nature for all employees of the bargaining unit. The panties agree that every
effort shall be made to resolve all grievances at this level.
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Step 2
Grievances not settled within ten (10)working days shall be submitted to the Mayor or
his/her designee, or at the Mayor's discretion to the City Council, for adjustment. A
written decision shall be rendered within fifteen (15)working days from the date the
grievance was first received by the Mayor. Copies of the decision shall be furnished to
the employee and his/her representative.
Step 3
If no satisfactory decision has been reached in Step 2, the grievance may within forty-
five (45) calendar days then be filed for submission to Arbitration. The Arbitrator shall
be a member or the American Arbitration Association, mutually selected. The fees and
expenses of the arbitrator shall be divided equally between the City and the Union;
provided, however, that each party shall bear the cost of presenting its own case. The
arbiters decision shall be based solely upon his/her interpretation of the facts of the
grievance presented. The award and/or findings by the Arbitrator shall be binding upon
all parties concerned.
By mutual agreement the parties may elect to establish an Arbitration Board, which
shall consist of a representative of the Union, a representative of the City and a
member of the American Arbitration Association, mutually selected by the Union and
the City. The chairman of the Board shall be the member of the American Arbitration
Association. The fees and expenses of the arbitrator shall be divided equally between
the City and the Union; provided, however, that each party shall bear the cost of
presenting its own case. The Board's decision shall be based solely upon its
interpretation of the meaning or application of the express terms of this agreement to
the facts of the grievance presented. The award and/or findings by the Board shall be
binding on all parties concerned.
ARTICLE 19 - INTEREST ARBITRATION
The parties recognize and agree that the interest arbitration procedures contained in
RCW 41.56 are applicable to this bargaining unit, and the parties agree to comply with
those provisions.
ARTICLE 20 - ELECTION OF REMEDIES
The election of remedies provision is intended solely for the purpose of providing the
parties a procedure for addressing disciplinary action (Article 17) or grievances (Article
18).
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Actions subject to appeal through either this Agreement's grievance procedure or
pertinent Civil Service appeal procedures must follow either the grievance procedure
contained herein or pertinent procedures regarding such appeals to the Civil Service
commission, including applicable deadlines. Under no circumstances may an
employee use both the contract grievance procedure and Civil Service Commission
procedures relative to the same action. An election between those procedures shall be
made within thirty (30) calendar days of the filing of the grievance and the City providing
all relevant information pertaining to the grievance as requested by the Union or the
commencement of the Civil Service hearing, whichever comes first. The Union's
information request shall be filed at the same time the grievance is filed.
It is specifically and expressly understood and agreed that taking a grievance appeal to
arbitration constitutes an election of remedies and a waiver of any and all rights by the
appealing employee, the Union, and all persons it represents to litigate or otherwise
contest the appealed subject matter in any other forum. Likewise, litigation or other
contest of the subject matter in any other available forum shall constitute an election of
remedies and a waiver of the right to arbitrate the matter.
It is further understood, however, that an individual incident may give rise to alleged
violations of contract or rights allowed by law that are separate points of violation.
Nothing herein shall limit the right of the employee and/or Union from pursuing the
violations in the forum deemed appropriate for each violation.
ARTICLE 21 - LABOR/MANAGEMENT COMMITTEE
Section 21.1 Mutual Concern
There shall be a Department Labor/Management Committee consisting of
representatives of the Union Executive Board and representatives of the Fire
Administration (Fire Chief and Assistant Chiefs). The Fire Chief and the Union
President shall attend the Labor/Management Committee meetings to the maximum
extent practicable. It is also agreed that either party may add members to its
Labor/Management committee when deemed appropriate.
The Labor/Management Committee shall meet on a regular basis or as needed to
discuss matters of mutual interest and/or concern pertaining to the improvement of the
Department and the welfare of our employees. The purpose of the Committee is to
deal with matters of general concern to members of the Department as opposed to
individual complaints of employees. It is understood that the Committee shall function
in a consultative capacity to the Fire Chief. Accordingly, the Committee will not discuss
grievances properly the subject of the procedure outlined in Article 18 — Grievance
Procedures, except to the extent that such discussion may be useful in suggesting
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improved Departmental policies.
Section 21.2 Contract Modification
Either the Union representatives or the City representatives may initiate discussion of
any subject of a general nature affecting the operation of the Department or its
employees to include alternative staffing models that meet the changing service
demands and needs of the community. However, at any session which involves the
interpretation or application of the terms of this Agreement, or any contemplated
modifications thereof, no such terms or changes shall be made without the review and
approval of the Employee Services Director, or designee, nor shall such terms or
nd a approval of the Union President or designee,
changes be made without reviewa ppro nee.g
Nothing in this section shall be construed to limit, restrict, or reduce the management
prerogatives outlined in this Agreement. The provisions of this section may only be
used by mutual agreement of the City and the Union.
Section 21.3 Driver/Engineer Qualification
All bargaining unit members hired after January 1, 2005 will not be eligible for the
Driver/Engineer position, however they will receive EVAP training and be given the
pertinent classes to operate and respond in the driver's position on the Aid vehicles and
other support vehicles.
Bargaining unit members hired prior to January 1, 2005 will continue to be trained to
serve in the Driver/Engineer position. These individuals shall not see a loss in benefits
other than the ability to respond to emergency calls in the Driver/Engineer position on
an Engine or Ladder Truck or as specified in this Agreement.
Under the cooperation of Labor/Management Committee, the City and Union agree to
discuss, design, and present a joint proposal to implement a driver/engineer
rank/classification within the Kent Fire Department no later than December 31, 2006.
Items to be worked out include, but are not limited to, a total number of drivers/
engineers, qualifications, ongoing training, and testing requirements. Any wage impact
resulting from this joint venture shall be negotiated during the 2008 contract
negotiations.
ARTICLE 22 -JATC
As a condition of employment, each member of the bargaining unit who is assigned to
participate in the JATC program, must successfully complete the program within the
time frames established by the Committee. The JATC Committee is empowered to
make motions to notify the Fire Chief of apprentices who have not successfully
completed the program within the time frames established by the Committee. In the
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event the JATC Committee notifies the Fire Chief that an apprentice is not, or has not
successfully completed the program within the time frames established by the
Committee; the Fire Chief may take appropriate corrective action, subject to current
applicable Fire Department Policy and Procedures and Civil Service Rules and
Regulations.
To assist employees in meeting the training requirements, the JATC employees will be
allowed time off during their regular duty shifts (not traded shifts)to attend classes
required by the JATC program. Such time off shall not exceed 57 hours per year and
shall not carry over from year to year. There shall be no compensation for hours not
used each year. All requests for time off to attend classes will be made at least forty
eight (48) hours prior to the beginning of the shift for which leave is requested.
Exceptions may be granted where necessary.
ARTICLE 23 - EDUCATION REIMBURSEMENT
Section 23.1 Education Reimbursement
The City recognizes the need to encourage and support educational opportunities for
employees, subject to budgetary limitations. The City will reimburse personnel for
tuition costs incurred upon satisfactory (grade of"C" or better, or equivalent) completion
of approved course work.
Eligible costs include:
A. Tuition;
B. Books; and
C. Fees associated with the course.
If an employee is attending an accredited State institution, the employee shall be
reimbursed based upon that institution's tuition schedule. If an employee is attending a
non-State supported institution, the employee shall be reimbursed on the basis of the
Institution with the lower cost.
Section 23.2 Request for Class Approval
The employee shall submit a request for approval to attend courses by May Vt of each
year for the next calendar year. The request shall include:
A. Course list;
B. Reason for taking the course; and
C. Approximate cost.
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The Chief, or designee, will then review and approve the requests submitted for
appropriateness. Once approved by the Chief, the total education reimbursement
requests shall be included in the department annual budget request. Education
reimbursement, JATC, and department training will be submitted through the budget
process as separate requests. Once the department budget is approved through the
budget process, the total funds available for education reimbursement will be
proportionate to the total requests submitted. Once the budget is set, very few, if any,
changes can be made. Interim changes will be considered by the Chief and acted on
only if additional tuition reimbursement funds are available.
Section 23.3 Class Attendance
Employees who wish to attend classes offered by schools, colleges, universities, or
other educational organizations must do so during their off-hours. In special cases,
subject to department approval, an irregular work schedule may be arranged in order
for an employee to attend courses that are not offered during off-hours. Hours spent by
an employee while attending class or studying for such class during off-hours, will not
be considered compensable hours.
Section 23.4 Reimbursement Procedures
A. If reimbursement is available through outside grant funds, or any other potential
source, then reimbursement shall be through that source. (Student loans shall
not be considered outside funds for purposes of this section.)
B. Upon completion of approved course work, the employee must prepare a
request for reimbursement itemizing actual expenses incurred. The City will
reimburse the employee for only those costs that have been approved, for which
paid receipts are attached to the reimbursement request, and for which
applicable budget is available. The reimbursement request must include:
1. A copy of the educational authorities' certificate of completion or grade
report; and
2. Paid receipts for actual course costs.
C. Employees requesting reimbursement must submit the request, with
documentation, within thirty (30) calendar days following satisfactory (grade of
"C" or better, or equivalent) completion of the approved course(s). Requests not
received within thirty (30)days will not be considered for reimbursement, unless
circumstances beyond the employee's control can be documented.
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ARTICLE 24 - SICK LEAVE
Section 24.1 Employees Hired Prior to 1011/77 - LEOFF 1
All sick leave benefits for"LEOFF I" personnel shall be in accordance with the Revised
Code of Washington (RCW), provided however, that LEOFF I employees of the Kent
Fire Department shall not be required to submit sick leave requests to the LEOFF
Board for absences due to illness or injury that do not extend beyond three (3)
consecutive working shifts/days. Sick leave requests for up to and including three (3)
shifts/days of sick leave for any one occurrence shall be submitted to Fire
Administration.
Subsection 24.1.1 Sick Leave Accrual
Fire personnel hired by the City prior to October 1, 1977 who qualify for benefits of
LEOFF I under the RCW will not accrue sick leave. These employees will have up to
six (6) months for any single illness or injury as approved by the LEOFF Board.
Subsection 24.1.2 Sick Leave Usage
Whenever a LEOFF I employee takes more than three (3) consecutive shifts/days off, a
doctor's authorization and employee application for LEOFF disability will be required.
Sick leave use up to and including three (3) consecutive shifts/days shall be covered by
the City.
Subsection 24.1.3 Requests for Doctor's Authorization
Nothing herein will undermine the City's right to check on the employee as to the cause
and nature of sickness at any time or to request a doctor's authorization for leave of
less than three (3) consecutive days when a pattern of sick leave usage adverse to the
interests of the City develops.
Subsection 24.1.4 Leave to Care for Sick Immediate Family
Paid leave will be granted to any LEOFF I employee required to care for or attend to an
immediate family member who is sick or temporarily incapacitated and requires the
assistance of the employee. Such leave is not cumulative and shall not exceed three
(3) shifts for Suppression Shift personnel or five (5) days for Day Shift personnel per
calendar year.
Section 24.2 Employees Hired On or After 10/1/77 -LEOFF 11
LEOFF II employees shall receive sick leave in accordance with the following accrual
plan:
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Subsection 24.2.1 Shift Employee
For each month of continuous service during an employee's first forty-eight (48) months
of employment, the employee shall accrue on an accelerated basis at the rate of
twenty-four (24) hours of sick leave for each completed month.
For each month of continuous service after the first forty-eight (48) months, the
employee will resume the regular shift accrual rate of twelve (12) shift hours of sick
leave per month.
Subsection 24.2.2 Day Shift Employee
For each month of continuous service during an employee's first forty-eight (48) months
of employment, the employee shall accrue on an accelerated basis at the rate of
sixteen (16) hours of sick leave for each completed month of service.
For each continuous month of service after the first forty-eight (48) months, the
employee will resume the regular day shift accrual rate of eight (8) hours per month.
Subsection 24.2.3 Maximum Accumulation of Sick Leave
The maximum accumulation of sick leave for any LEOFF II employee shall be 1,560
Suppression Shift hours, and for any LEOFF II Day Shift employee shall be 1,040 Day
Shift hours.
Subsection 24.2.4 Approved Use of Sick Leave
Approved use of sick leave accruals shall be in accordance with City Policy. Whenever
a person takes three (3) consecutive shifts off, a doctor's authorization will be required.
However, the LEOFF I exclusions shall not apply to LEOFF 11 members.
Section 24.3 Conversion of Sick Leave Hours
Subsection 24.3.1 LEOFF I Employees
When it is necessary to convert the sick leave allowance from Suppression Shift
equivalents to Day Shift equivalents, or vice versa, it shall be accomplished without loss
of benefits by applying a formula which reflects the ratio of Suppression Shift to Day
Shift of 2:1.
Subsection 24.3.2 LEOFF II Employees
When it is necessary to convert sick leave accruals from Suppression Shift equivalents
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to Day Shift equivalents, or vice versa, it shall be accomplished without loss of benefits
by applying a formula which reflects the following ratio:
Suppression Shift Employee Maximum Accrual = 1560 = 1.5
Day Shift Employee Maximum Accrual 1040 1.0
Section 24.4 Light Duty Assignment
LEOFF II employees who are disabled may be assigned to limited duty by the City
when it is determined that the employee can perform productive work for the City.
Section 24.5 Notice to Department
Whenever an employee takes sick leave, the employee will give the Fire Department at
least one (1) hour notice prior to the start of the employee's scheduled work period, and
in accordance with Fire Department Policy.
Section 24.6 Sick Leave LEOFF II Employees On Duty Iniury Leave Provision
Employees injured while on-duty are subject to City Policy 6.2 "On-the-Job Injuries and
Illnesses" and must apply for"Worker's Compensation Benefits" for disability periods as
outlined in this same policy. An employee will be paid for the balance of his/her regular
(not overtime) shift the day of the injury if the employee is unable to return to work; the
employee will not be required to use any of his/her leave for the balance of this day of
injury.
The first three (3) calendar days following the date of injury is defined as the time loss
"waiting period". The employee shall use accrued leave to cover any time off for
scheduled work shift(s) during these three (3) days. The waiting period shall be
reimbursed if the time loss extends beyond fourteen (14) calendar days in accordance
with Labor & Industries (L&1) regulations.
Employees injured on-duty and qualified for worker's compensation time loss shall have
their base salary and benefits as provided for within this collective bargaining
agreement maintained for a period not to exceed six (6) months. This shall be
accomplished through a combination of worker's compensation time loss payment and
the balance supplemented by the City. Such supplement shall not be charged against
the employee's sick leave accrual while the employee is authorized for time loss
payments. During the six-month supplemental period, employees shall continue to
accrue sick leave and annual leave benefits.
If the employee is unable to return to duty at the end of the six-month supplemental pay
period, the provisions of RCW 51 and City Policy 6.2 (or any revisions thereof) shall
apply.
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During the employee's entire worker's compensation disability period, the City shall
continue to provide insurance benefits as outlined in Article 13 Insurance Benefits. The
employee shall be responsible for their portion of these benefit premiums.
Questions of policy clarification or interpretation should be referred to the Employee
Services Director in writing.
Section 24.7 Sick Leave Incentive Program
Subsection 24.7.1 Suppression Shift Employees
In order to provide an incentive for using sick leave only as necessary, employees shall
be entitled to incentive pay for maintaining their sick leave balance at the following
levels for Suppression Shift employees:
Sick Leave Hours Amount of Cash Incentive
0 - 359 No Incentive
360 - 719 12 hours of base pay
720 - 1,079 24 hours of base pay
1,080 - 1,439 36 hours of base pay
1,440 - 1,560 48 hours of base pay
Incentive a would be ranted in January of the following year. For the purposes of
pay 9 rY 9 Y P P
determining eligibility to receive incentive pay, an employee must have maintained the
360+, 720+, 1,080+, or 1,440+ accrual for the entire preceding calendar year. If an
employee falls below one of the designated accrual levels, they will not be eligible for
the corresponding incentive pay. However, they may be eligible for the lower level
incentive pay if the lower level accrual was maintained for the entire calendar year.
Subsection 24.7.2 Day Shift Employees
In order to provide an incentive for using sick leave only as necessary, employees shall
be entitled to incentive pay for maintaining their sick leave balance at the following
levels for Day Shift employees:
Sick Leave Hours Amount of Cash Incentive
0 - 239 No Incentive
240 - 479 8 hours of base pay
480 - 719 16 hours of base pay
720 - 959 24 hours of base pay
960 - 1,040 32 hours of base pay
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Incentive pay would be granted in January of the following year. For the purposes of
determining eligibility to receive incentive pay, an employee must have maintained the
240+, 480+, 720+, or 960+ accrual for the entire preceding calendar year. If an
employee falls below one of the designated accrual levels, they will not be eligible for
the corresponding incentive pay. However, they may be eligible for the lower level
incentive pay if the lower level accrual was maintained for the entire calendar year.
ARTICLE 25 - MILITARY LEAVE
The City Policy on Military Leave of Absence, dated February 1, 1991, shall prevail on
members of the Bargaining Unit for the duration of this agreement, with the following
points of clarification:
A. The City and Union agree that any employee of the Bargaining Unit who is a
member of the Washington National Guard or any Federal Military Reserve Unit
shall be granted military leave of absence from his or her duties with the City to
perform any and all officially ordered military duties, for a combined period of
time in any calendar year not to exceed the following:
1. Fifteen (15) work periods ("15 work days") if the individual is assigned to a
Day Shift position; or
2. Nine (9) work periods ("9 shifts") if the individual is assigned to a
Suppression Shift position.
B. For purposes of interpreting other provisions of the Policy relating to work days,
nine (9) 24-hour Suppression shifts shall be the same as fifteen (15) work days.
Also, by this agreement, no additional "contract" between the City and the
Employee shall be required as outlined in paragraph #2 of the Policy, and the
provisions of this paragraph shall apply to all Bargaining Unit members.
ARTICLE 26 -SHIFT TRADES
Shift Trades for members of the bargaining unit shall be allowed on a rank for rank
basis. Shift Trades are an agreement between two individuals and are on a voluntary
basis. Requests for Shift Trades shall be completed and properly submitted 24 hours in
advance to the Shift Commander for approval. It is the responsibility of the two parties
to insure that the Shift Trade is conducted in accordance with the Fire Department's
Policy and Procedures and FLSA regulations. Further, Shift Trades shall not result in
an increased net cost to the City (including any overtime costs), nor shall it have a
significant impact on the workload of Fire Administration (e.g., having to resolve
disagreements between individuals).
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In the event that a bargaining unit member is unable to pay back a traded 'shift due to
illness, that employee shall attempt to find a trade replacement. If the employee is
unable to find a trade replacement, the employee will have the option of either using
sick leave at straight time (or at the overtime rate if an overtime situation is incurred by
the City), or paying the time back by working as future overtime situations present
themselves. If the latter option is chosen, the employee will not be eligible to receive
overtime until the equivalent of the missed shift has been offset by an equivalent
number of hours worked.
ARTICLE 27 - LOCAL UNION BUSINESS
Section 27.1 Time off
A. Up to three negotiation team members shall be allowed time off with pay to
attend mutually scheduled negotiation and negotiation subcommittee meetings
when the team member(s) are scheduled to work. Union negotiation team
members must provide a minimum of two (2)week days advance notice to Fire
Administration of such scheduled meetings so that coverage may be arranged.
B. Employees who are Union Officials or designated representatives shall be
granted time off without suffering loss of pay for processing grievances through
the third step of the grievance process as outlined in Article 18.
C. The City will allow the Union President or Vice-President (in the absence of the
President)time off from work to attend scheduled meetings with the Fire Chief or
City Administration on an as needed basis to discuss issues involving the Union,
the City or Fire Administration.
D. In addition, union officials may be allowed up to 168 cumulative hours of time off
per year to attend mutually sponsored and/or mutually attended training that is
beneficial to both the City and the Union. Such training must be pre-authorized
by the Fire Chief, or designee, provided that:
1. Such time off does not result in additional cost to the City;
2. The Union continues to cover the registration, travel and accommodations
costs to the training; and
3. The City will cover the cost of the employee's time if the employee is
scheduled to work on the day of training.
E. The Union President, or designee, may request the buy-back of vacation hours
for Union Officials who take vacation leave to perform union business. Such
vacation time off shall be submitted and approved in accordance with the
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procedures of this collective bargaining agreement and applicable City/Fire
department policies and procedures. The vacation buy-back shall be forwarded
to and approved by the Fire Chief, or designee. The Union shalt reimburse the
City for the actual cost of such Union Official's time off. In return, the City shall
credit that Union Official's vacation leave bank with the hours bought-back by the
Union.
Section 27.2 Union Meetings on Premises
Monthly Union and Executive Board meetings may be held in the fire stations provided
such meetings do not result in significant interference with the routine or effectiveness
of the stations.
Section 27.3 Union Work Replacement
A. The Union shall be allowed to provide work replacement for Union Officials or
designated representatives consistent with the hireback policies of the Department.
The Union shall reimburse the City for the costs of hireback based on actual costs
as calculated by the Fire Department. All Union hirebacks shall be designated as
such in writing at least 24 hours in advance of such hireback to the Duty Officer.
B. To assist the Union in controlling costs associated with Union activities and
hirebacks, the City agrees to allow Union members to voluntarily donate up to six (6)
hours of their vacation time annually to a pool of shared leave time to be used by
Union Officials or designated representatives for official Union business.
• Such donated time will be calculated and accounted for in accordance with the
City's Shared Leave policy.
• The maximum amount of accumulated shared leave time for this pool shall be
two times the maximum annual donation allowed (2 x number of bargaining unit
employees x 6 hours per employee).
• Each Union Official or designated representative may use a maximum of 10
shifts (240 hours for a Suppression Shift employee or 80 hours for a Day Shift
employee) per calendar year of donated time for official Union business.
• When shared pool time is used in accordance with current hireback procedures,
the City shall charge the pool the cost of the Union Official or designated
representative's absence or the cost of the hireback, whichever is greater.
ARTICLE 28 - PERFORMANCE OF DUTY
Nothing in this agreement shall be construed to give an employee the right to strike and
no employee shalt strike or refuse his assigned duties to the best of his ability. The
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Union agrees that it will not condone or cause any strike, slowdown, mass sick call, or
any other form of work stoppage or interference to normal operation of the Kent Fire
Department.
ARTICLE 29 - RETENTION OF BENEFITS
All rights, privileges, and working conditions enjoyed by the employees at the present
time, which are not included in this agreement, shall remain in full force, unchanged,
and unaffected in any manner during the term of this agreement unless changed by
mutual consent; except in accordance with the following procedure:
1. Reduce the nature of the change in writing, including the reason(s)for
such change, and then transmit it to the Union Executive Board;
2. The Union Executive Board shall respond within fifteen (15)working days
to the proposed change;
3. Except for emergency, the Chief will not implement the change for at least
thirty (30) days after the Union response so that adequate review of the
Union response can be made. The above delay shall not apply if the
Union is in mutual agreement with the change. If there is not a mutual
agreement, the Chief will meet with the Union Executive Board to address
the Union's concerns regarding the proposed change. The Union shall
have the right to submit the matter to arbitration if the Union believes the
change is in violation of any of the terms of this labor agreement.
ARTICLE 30 - UNIFORMS
The City shall require, furnish, and provide other-than-normal maintenance of the
clothing and equipment shown in Appendix B for each employee covered by this
agreement. The employee shall provide for all normal maintenance and cleaning in
accordance with manufacturer's directions.
ARTICLE 31 - PERSONNEL FILES
Personnel files maintained by the Fire Department and the City are the property of the
City. Subject to federal and state law, the City agrees that the contents of the
personnel files shall be kept confidential and shall restrict the use of any information in
the files to internal use of the Fire Department and the City, for the management of the
Department and its employees. The Mayor and City Chief Administrative Officer shall
have the right to review all personnel files of members of the bargaining unit, and in
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such cases written notification shall be given to the affected employee. The personnel
records held by the Civil Service Commission will not be subject to this proviso. Subject
to federal and state law, it is further agreed that information obtained from personnel
files shall be kept confidential, and the employee shall be advised of any other release
of information contained in these files as a result of any due process or legal
proceedings. Nothing in this section shall prevent an employee from viewing any of
their personnel or medical files in their entirety. Such review shall be conducted in the
presence of the Chief or his designee, or the Employee Services Director or staff, if
such review is of human resource files. Materials, documents, or records will not be
removed from the employee's files by the employee. Duplication of materials in the
folder shall be done only by the Fire Chief, Employee Services Director, or their staff
designees.
The City shalt make all reasonable attempts to restrict the use of full or partial social
security numbers for other than necessary legal reporting.
ARTICLE 32 - SMOKE FREE WORK PLACE
In the event a smoke free policy is adopted by the City during the term of this labor
agreement, the City is willing to offer the members in the bargaining unit an opportunity
to take advantage of smoking cessation classes, at the City's expense, before
implementation of a smoke free work place policy. Such classes will be scheduled in
such a manner as to allow Suppression Shift employees to attend the full class
schedule on their personal time.
ARTICLE 33 -SUBSTANCE ABUSE POLICY
Section 33.1 Policy
The City and the Union recognize that drug use by employees would be a threat to the
public welfare and the safety of department personnel. It is the goal of this policy to
eliminate or absolve illegal drug usage through education and rehabilitation of the
affected personnel. The use of alcoholic beverages or unauthorized drugs shall not be
permitted at the City's work sites and/or while an employee is on duty nor shall an
employee report for duty under the influence of alcohol or unauthorized drug.
While the City wishes to assist employees with alcohol or chemical dependency
problems, safety is the City's first priority. Therefore, employees must not report for
work or continue working if they are under the influence of, or impaired by, the
prohibited substances listed in Sections 31.5 and 31.6 of this article. Employees
participating in treatment programs are expected to observe all job performance
standards and work rules.
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Section 33.2 Informing Employees About Drug and Alcohol Testing
All employees shall be fully informed of this drug and alcohol testing policy. Employees
will be provided with information concerning the impact of the use of alcohol and drugs
on job performance. In addition, the City shall inform the employees on how the tests
are conducted, what the tests can determine and the consequence of testing positive
for drug use. No employee shall be tested before this information is provided to
him/her. Employees who voluntarily come forward and ask for assistance to deal with a
drug or alcohol problem shall not be disciplined by the City.
The City encourages employees to seek treatment for drug and alcohol abuse
voluntarily. To encourage employees to do so, the City makes available the Employee
Assistance Program (E.A.P.). Any employee who notifies the City of alcohol or
chemical abuse problems will be given the assistance offered to employees with any
other illness. As with other illnesses, the City may grant sick leave, vacation leave or
leaves of absence without pay for treatment and rehabilitation of drug and alcohol
abuse.
Any decision to voluntarily seek help through the Employee Assistance Program, or
privately, will not interfere with an employee's continued employment or eligibility for
promotional opportunities. Information regarding an employee's participation in the
Employee Assistance Program will be maintained in confidence.
Section 33.3 Employee Testing
Unless otherwise required by federal law, employees shall not be subject to random
urine testing or blood testing or other similar or related tests for the purpose of
discovering possible drug or alcohol abuse. If the City has reasonable suspicion to
believe an employee's work performance is impaired due to drug or alcohol use, the
City may require the employee to undergo a drug and/or alcohol test consistent with the
conditions set forth in this article.
Reasonable suspicion for the purposes of this article is defined as follows: the City's
determination that reasonable suspicion exists shall be based on specific, articulated
observations concerning the appearance, behavior, speech or body odors of an
employee and shall include, as a minimum, a written report documenting objective,
measurable changes in an employee's work performance due to unauthorized drug or
alcohol use by two (2) observers who have adequate opportunity to observe these
changes.
Section 33.4 Sample Collection
The collection and testing of samples shall be performed only by a laboratory and by a
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physician or health care professional qualified and authorized to administer and
determine the meaning of any test results. The laboratory performing the test shall be
one that is certified by the National Institute of Drug Abuse (NIDA). The laboratory
chosen must be agreed to by the Union and the City. The results of employee tests
shall be made available to the Medical Review Physician.
Collection of blood or urine samples shall be conducted in a manner which provides for
the highest, reasonable degree of security for the sample and freedom from
adulteration. Blood or urine samples will be submitted as per NIDA standards including
the recognized chain of custody procedures. Employees have the right for Union
and/or legal representation to be present during the submission of the sample.
Employees shall not be witnessed while submitting a urine specimen. Prior to
submitting to a urine or blood sample, the employee will be required to sign a consent
and release form as attached to this article.
A split sample shall be reserved in all cases for an independent analysis in the event of
a positive test result. All samples must be stored in a scientifically acceptable
preserved manner as established by NIDA. All positive confirmed samples and related
paperwork'must be retained by the laboratory for at least six (6) months or for the
duration of any grievance, disciplinary action, or legal proceedings, whichever is longer.
At the conclusion of this period, the laboratory's paperwork and specimen shall be
destroyed. Tests shall be conducted in a manner to ensure that an employee's legal
drug use and diet does not affect the test result.
Section 33.5 Drug Testing
The laboratory shall test for only the substances and within the limits as follows for the
initial and confirmatory test as provided within NIDA standards. The initial test shall use
an immunoassay test procedure, which meets-the requirements of the Food and Drug
Administration for commercial distribution. The following initial cutoff levels shall be
used when screening specimens to determine whether they are negative for these five
drugs or classes of drugs:
INITIAL TESTING:
Marijuana metabolites.............100 ng/ml
Cocaine metabolites................300 ng/ml
Opiate metabolites' .................300 ng/ml
Phencyclidine............................25 ng/ml
Amphetamines.....................1,000 ng/ml
(') If immunoassay is specific for free morphine, the initial test level is 25 ng/ml.
If initial test results are negative, testing shall be discontinued, all samples
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destroyed and records of the testing expunged from the employee's files. Only
specimens identified as positive on the initial test shall be confirmed using gas
chromatography/mass spectrometry (GC/MS)techniques at the following listed
cutoff values.
CONFIRMATORY TESTING:
Marijuana metabolites'..............15 ng/ml
Cocaine metabolites ..............150 ng/ml
Opiate metabolites
Morphine ......................300 ng/ml
Codeine........................300 ng/ml
Phencyclidine............................25 ng/ml
Amphetamines
Amphetamine...............500 ng/ml
Methamphetamine........500 ng/ml
(1) Detta-9-tetrahydrocannabinol-9-carboxylic acid
(2) Benzoylecgonine
If confirmatory testing results are negative, all samples shall be destroyed and
records of the testing expunged from the employee's files.
Drug test results gathered under this article will not be used in a criminal investigation
or prosecution.
Section 33.6 Alcohol Testinra
A breathalyzer or similar equipment shall be used to screen for alcohol use, and if
positive, shall be confirmed by a blood alcohol test performed by a qualified laboratory.
This screening test shall be performed by an individual properly qualified to perform the
tests utilizing appropriate equipment. An initial positive alcohol level shall be 0.04
grams per 210 L. of breath. If initial testing results are negative, testing shall be
discontinued, all samples destroyed and records of the testing expunged from the
employee's files. Only specimens identified as positive on the initial test shall be
confirmed using a blood alcohol level. Sample handling procedures, as detailed in
Section 31.4, shall apply. A positive blood alcohol level shall be 0.04 grams per 100 ml
of blood. If confirmatory testing results are negative, all samples shall be destroyed
and records of the testing expunged from the employee's files.
Section 33.7 Medical Review Physician
The Medical Review Physician shall be chosen and agreed upon between the Union
and the City and must be a licensed physician with a knowledge of substance abuse
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disorders. The Medical Review Physician shall be familiar with the characteristics of
tests (sensitivity, specificity and predictive value), the laboratories conducting the tests
and the medical conditions and work exposures of the employees.
The role of the Medical Review Physician will be to review and interpret the positive test
results. He/she must examine alternative medical explanations for any positive test
results. This action shall include conducting a medical review with the affected
employee, review of the employee's medical history and review of any other relevant
biomedical factors. The Medical Review Physician must review all relevant medical
records made available by the tested employee when a confirmed positive test result
could have resulted from legally prescribed medication.
Section 33.8 Laboratory Results
The laboratory will advise only the employee and the Medical Review Physician of any
positive results. The results of any positive drug or alcohol test can only be released to
the City by the Medical Review Physician once he/she has finished review and analysis
of the laboratory's test. Unless otherwise required by law, the City will keep the results
confidential and shall not release them to the general public.
Section 33.9 Testing Program Costs
The City shall pay for all costs involving drug and alcohol testing as well as the
expenses associated with the Medical Review Physician. The City shall also reimburse
each employee for their time and expenses including travel incurred involving the
testing procedure only.
Section 33.10 Rehabilitation Program
Any employee who tests positive for a substance listed in Sections 31.5 and 31.6 of this
article shall be medically evaluated, counseled and treated for rehabilitation as
recommended by the E.A.P. counselor. In the event the employee disagrees with the
treatment recommended by the E.A.P. counselor, the employee may choose to obtain a
second opinion from a qualified physician of his/her choice. Employees who complete
a rehabilitation program may be re-tested randomly for one (1) year following
completion of a rehabilitation program.
An employee may voluntarily enter rehabilitation without a requirement or prior testing.
Employees who enter the program on their own shall not be subject by the City to
random re-testing. Employees will be allowed to use their accrued and earned leave for
the necessary time off involved in the rehabilitation program.
If an employee tests positive during the one (1) year period following completion of
rehabilitation, the employee will be re-evaluated by an E.A.P. counselor to determine if
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the employee requires additional counseling and/or treatment. The employee will be
solely responsible for any costs, not covered by medical benefits/insurance, which arise
from this additional counseling or treatment.
Section 33.11 Duty Assignment After Treatment
If the duty assignment for an employee is modified or changed as a result of a
rehabilitation program, then after an employee successfully completes his/her
rehabilitation program, the employee shall be returned to the regular duty assignment
held prior to the rehabilitation program. Once treatment and follow-up care is
completed, and one (1) year has passed with no further violations of this article, the
employee's personnel and medical files shall be purged of any reference to his/her drug
problem or alcohol problem.
Section 33.12 Right of Appeal
The employee has the right to challenge the result of the drug or alcohol test and any
discipline imposed in the same manner that he/she may grieve any other City action.
Section 33.13 Union Held Harmless
This drug and alcohol testing program was initiated at the request of the City. The City
assumes the sole responsibility for the administration of this Article and shall be solely
liable for any legal obligations and costs arising out of the provisions and/or application
of this collective bargaining agreement relating to drug and alcohol testing. The Union
shall be held harmless for the violation of any worker rights arising from the
administration of the drug and alcohol testing program.
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Section 33.14 Consent for Sampling and Release of Information Form
CONSENT/RELEASE
Subject to my rights under Article 31 of the Collective Bargaining Agreement between
Local 1747 of the IAFF and the City of Kent, I consent to the collection of a urine/blood
sample by and its analysis
by for those drugs specified in the
Collective Bargaining Agreement.
The laboratory administering the tests will be allowed to release the results to the City
of Kent only after the laboratory's results have been reviewed and interpreted by the
Medical Review Physician. The information provided to the employer shall be only
whether the tests were confirmed positive or were negative and not any other results of
the test without my written consent. The laboratory is not authorized to release the
results of this test to any other person without my written consent.
I understand I have the right to my complete test results and that the laboratory will
preserve the sample for at least six (6) months. I have the right to have this sample
split and a portion tested at a second laboratory of my choice at my expense in the
event the test results are confirmed positive.
I understand that the City is requiring me to submit to this test as a condition of my
employment and that alteration of the sample or failure to reasonably cooperate with
the collection of a urine/blood sample will result in disciplinary action by the City.
I understand that a confirmed positive test may result in a requirement that I undergo
rehabilitation.
By signing this consent form, I am not waiving any of my rights under any federal, state
or local law, statute, constitution, ordinance, administrative rule or regulation or
common law provision. I understand that I have the right to challenge any confirmed
positive test result and any Employer action based thereon by filing a grievance under
the Collective Bargaining Agreement.
Date Employee Signature
Witness
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ARTICLE 34 -ENTIRE AGREEMENT
Section 34.1 Entire Agreement _
The agreement expressed herein in writing, constitutes the entire agreement between
the parties, and no oral statement shall add to or supersede any of its provisions.
Section 34.2 Waiver of Rights - Non-Bargained Items
The Parties acknowledge that each has had the unlimited right and opportunity to make
demands and proposals with respect to any matter deemed a proper subject for
collective bargaining. The results of the exercise of that right are set forth in this
agreement. Therefore, except as otherwise provided in this agreement, the City and
the Union for the duration of this agreement each voluntarily and unqualifiedly agrees to
waive the right to oblige the other party to bargain with respect to any subject or matter
not specifically referred to or covered in this agreement.
Section 34.3 Savings Clause
The Union agrees that the City retains the right to re-open the agreement during the
term of the agreement in the event of amendment to the Fair Labor Standards Act
(FLSA) of implementation of or amendment to United States Department of Labor
Regulations. It is understood that the re-opening of the contract pertains only to
amendments implemented by law or regulations.
If any article of this agreement, or any addendum hereto, should be held invalid by
operation of law or by any tribunal of competent jurisdiction, or if compliance with or
enforcement of any article should be restrained by such tribunal of competent
jurisdiction, the remainder of this agreement and addendum shall not be affected
thereby, and the parties shall enter into immediate collective bargaining negotiations
unless it is mutually agreed to wait until the next regular negotiations session for the
purpose of arriving at a mutually satisfying replacement of such article.
ARTICLE 35 - MERGER. CONSOLIDATION AND CONTRACTS FOR SERVICES
The parties recognize in the case of any merger, consolidation or contracting for the
core functions of Fire Protection, Prevention and Emergency Services by the City with
any other agency, either party shall have the right to reopen this agreement for
negotiation of any and all articles affected by the merger, consolidation, or contract for
Fire Protection, Prevention and Emergency Services. The Union shall be contacted
when the City is ready to seriously pursue such merger, consolidation, or contracting for
services in order to discuss potential bargaining issues which may arise as a result.
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ARTICLE 36 - HEALTH AND PHYSICAL FITNESS FUND
Each employee shall contribute, through payroll deduction, four dollars ($4.00) per
month to the Kent Fire Department Health and Physical Fitness Fund. The City shall
provide matching funds of eight dollars ($8.00) per month per employee. The
combined funds will be used for the purchasing and maintenance of the fitness
equipment and materials to be placed in fire stations, as well as the education of the
members.
A Fire Department Health and Fitness Committee consisting of three (3) members
appointed from the Union, and three (3) members appointed from the City shall meet to
establish guidelines and protocol for the purchase or maintenance of all health and
fitness equipment as well as the education of the members. The equipment purchased
by such funds shall be the property of the City.
ARTICLE 37 - PROMOTIONAL STANDARDS
Selection of candidates to be appointed to a promotional position within the bargaining
unit shall be from a certified register created from the testing process as established by
Civil Service Rules. The Chief shall select from the top three eligible candidates on the
register to fill each vacancy. If the Chief elects to pass over a higher-ranking candidate
from among the top three candidates, then, if requested, the Chief shall provide a
written statement to the passed-over candidate(s) stating, in general, the Chiefs
reasons for not choosing the higher-ranking candidate(s).
ARTICLE 38 —PAY PERIODMATES
Both parties see the benefit of discussing changes to the current payroll processing
dates/procedures to provide more timely and accurate pay checks.
Once the City has consensus from all bargaining units within the City to participate, a
committee may be formed to meet and discuss ways to enhance the payroll process.
The city wide committee shall be comprised of two representatives from each of the
bargaining units and the non-represented employees. Final recommendation(s)of this
committee regarding payroll process changes shall be applied uniformly to all
employees of the City.
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ARTICLE 39 - DURATION OF AGREEMENT
THIS AGREEMENT shall be in full force and effect from January 1, 2005 and shall
continue through December 31, 2007.
Signed this _ _day of , 2005.
CITY OF ET FIREFIGHTERS LOCAL 1747, IAFF
BY BY�k. ,,a filo e9'�-Q
Jim WrN
yor Mike Moore, President
BY BY___����
Su4 Viseth, Employee Services Director Phil Herr6ra, Secretary
Approved as Negotiated: Appro ed as Negotiated:
BY BY
Anh Hoang, Greg Mar ey,
Labor Relation Manager Negotiation Team Member
BY
ominic Marzano, eoff son,
Deputy Fire Chief Negotiation Team Member
Ray Luevanos, Terry McCartin,
Human Resources Analyst Negotiation Team Member
BY Ad,--
Approved as to for Mark Jones,
Negotiation Team Member
BY
ru er tty orney
Attest:
BY
Brenda Jacober, Cit Clerk
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APPENDIX "A"
SECTION ONE - SALARY SCHEDULE
1/1/2005
Monthly Salary
Firefighter— Probationary (75%) $4,259.00
Firefighter- 3rd Class (84%) $4,770.00
Firefighter- 2nd Class (91.5%) $5,196.00
Firefighter- 1 st Class (100%) $5,679.00
Firefighter- 1 st Class + 2% $5,792.58
Firefighter- 1 st Class + 4% $6,906.16
Firefighter- 1 st Class + 6% $6,019.74
Firefighter- 1st Class + 7.5% $6,104.92
Firefighter - 1st Class + 8.5% $6,161.72
Captain (112%) $6,360.00
Captain + 2% $6,487.20
Captain + 4% $6,614.40
Captain + 6% $6,741.60
Captain + 7.5% $6,837.00
Captain + 8.5% $6,900.00
Battalion Chief(136%) $7,723.00
Battalion Chief+ 2% $7,877.46
Battalion Chief+ 4% $8,031.92
Battalion Chief+ 6% $8,186.38
Battalion Chief+ 7.5% $8,302.22
Battalion Chief+ 8.5% $8,379.46
The above salary schedule represents three percent (3%) above the 2004 salary levels.
This wage increase includes 100% of the Seattle/Tacoma/Bremerton CPI-W
percentage increase for the period of June 2003 to June 2004, which was 2.5%, plus
0.5% market adjustment.
Effective January 1, 2006, the January 1, 2005 salaries shall be increased by 100% of
the Seattle/Tacoma/Bremerton CPI-W percentage increase for the period of June 2004
to June 2006, plus 0.6% market adjustment.
Effective January 1, 2007, the January 1, 2006 salaries shall be increased by 100% of
the Seattle/Tacoma/Bremerton CPI-W perc4ntalge Increase for the'period of June 2005
to June 2006, plus 0.6% market adjustment.
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SECTION TWO - LONGEVITY - ELIGIBLE EMPLOYEES
The following longevity pay shall be applied to the base salary rates, on a monthly
basis, for employees who have completed the following continuous service
requirements:
Completion of 5 Years - 2%
Completion of 10 Years - 4%
Completion of 15 years - 6%
Completion of 20 years - 7.5%
Completion of 25 years - 8.5%
SECTION THREE - SERVICE REQUIREMENTS
In order to be eligible for the longevity pay, employees must have met the consecutive
service requirements shown above. Longevity pay shall be included in the employee's
gross pay for each pay period following the completion of the required service above.
SECTION FOUR - PERCENTAGE RELATIONSHIPS
The following relationships between ranks based on first class firefighter are hereby
established for this labor agreement:
Firefighter-Probationary.......................... 75.0%
Firefighter-3rd Class............................... 84.0
Firefighter--2nd Class............................... 91.5%
Firefighter-1st Class.............................. 100.0%
Captain ................................................. 112.0%
Battalion Chief...................................... 136.0%
SECTION FIVE -ASSIGNMENTS AND COMPENSATION
Day Shift Differential Pav
All employees assigned by the Fire Chief, or designee, to Day Shift for more than 30
days shall receive a Day Shift differential of three percent (3%)of First Class Firefighter
base pay.
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Assignment Pav
The following work assignments may be made by the Fire Department Administration.
Compensation shall be provided as follows and is reflected as a percentage of
firefighter first class pay. Such compensation will only be provided during periods of
assignment.
Inspector........................................................................107%
Plans Reviewer..............................................................107%
Computer Services Coordinator.....................................107%
Emergency Management Coordinator...........................107%
Fire and Arson Investigator............................................111%
*District Liaison..............................................................112%
Station Captain ..............................................................115%
Training Facilities Captain..............................................115%
Prevention Facilities Captain .........................................115%
Employees assigned as Inspectors, Inspector Captains, Plans Reviewers, and Fire
Marshal are required to attain Inspector Certification in the Fire Code as adopted by the
City of Kent within eighteen (18) months of assignment.
Officers assigned to the above assignments shall receive their rank's base pay in place
of the above assignment premium pay.
The current assignments of Training Officer and Public Educator/PIO shall be filled by a
minimum rank of Captain.
* The District Liaison assignment will be selected through a process that includes a
panel review of candidates and interview with the Chief. Candidates going before the
panel shall do so voluntarily or as a result of being identified by Fire Administration as
being a viable candidate. The panel shall consist of a minimum of three (3) people
from inside and outside the department. The panel events and/or interview questions
will be developed by Fire Administration in conjunction with Employee Services. The
panel shall then recommend the top three (3) to five (5) qualified candidates to the
Chief for interview.
SECTION SIX -SPECIALTY PAY
Specialty pay shall be added to the base wage of bargaining unit personnel assigned by
the Fire Department Administration to the Hazardous Materials Response Team and
those who maintain EKG monitoring skills in accordance with King County and
Washington State standards. When an employee qualifies for all specialty pays, the
pays shall be cumulative.
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Specialty Pay
EKG Monitoring ...................................... 1% of base monthly salary
Hazardous Materials Response Team.... 3% of base monthly salary
SECTION SEVEN - CLOTHING ALLOWANCE
Members of the bargaining unit who are normally assigned as Fire and Arson
investigators shall receive, in addition to their standard uniform issue, an annual
clothing allowance of$500.00. Such allowance shall be provided on a receipt and
reimbursement basis.
SECTION EIGHT - STANDBY DUTY PAY
Employees formally placed on standby or on-call status shall be compensated for this
stand-by time at a rate of$50.00 for each day of stand-by duty.
I
SECTION NINE - DEFERRED COMPENSATION PLAN
A. The City will contribute three (3%) of a First Class Firefighter's annual base pay
to each bargaining unit member's 457 deferred compensation program.
B. The City's total annual contribution will be calculated based on the pay rate
established as of January 1 of each year, and that amount will then be divided
and contributed over the twenty four(24) pay periods in the year.
C. New hires will be eligible to commence participation in the City contributed
deferred compensation pro ram based on their date of hire. If an employee is
hired between the 1st and 7 or the 16th and 22nd of the month, the employee will
be eligible for the full contribution amount for that pay period. If an employee is
hired between the 8th and the 15th or the 23`d and the end of the month, the
employee will not be eligible for the City contribution until the following pay cycle.
The designated open enrollment period for a new hire for the initial employment
year shall be the employee's first two weeks of employment with the Kent Fire
Department.
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L
APPENDIX "B"
The City shall be required to furnish the following clothing and equipment for each
employee covered under this contract:
DAY SHIFT DAY SHIFT SUPPRESSION
WORK UNIFORMS PREVENTION OTHER SHIFT
Shirts 5 5 4
Pants 5 5 4
Shoes/Boots 1 pair 1 pair 1 pair
Belt 1 1 1
Jacket 1 1 1
Fleece Jacket 1 1 1
Nameplate 2 2 2
DAY SHIFT DAY SHIFT SUPPRESSION
DRESS UNIFORMS PREVENTION OTHER SHIFT
Shirts 1 1 1
Pants 1 1 1
Blouse 1 1 1
Hat 1 1 1
Belt 1 1 1
Shoes(Dress) 1 pair 1 pair 1 pair
Tie 1 1 1
Nameplate (Metal) 1 1 1
DAY SHIFT DAY SHIFT SUPPRESSION
PROTECTIVE EQMT PREVENTION OTHER SHIFT
Bunker pants 1 2 2
Bunker coat 1 2 2
Boots (LeatherlRubber) 1 pair 1 pair 1 pair
Helmet 1 1 1
Helmet Light 1 1 1
SCBA Mask 1 1 1
Gloves 2 pairs 2 pairs 2 pairs
Flashlight 1 1 1
Knife 1 1 1
Suspenders 1 pair 1 pair 2 pairs
Nomex Hood 1 1 2
Carrying Bag, Large 1 1 1
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Appendix "B", continued
PROTECTIVE EQMT DAY SHIFT DAY SHIFT SUPPRESSION
WILDLAND GEAR PREVENTION OTHER SHIFT
Coat 1 1 1
Pants 1 1 1
Helmet 1 1 1
Protective Goggles 1 1 1
Gloves 1 pair 1 pair 1 pair
Carrying Bag, Small 1 1 1
DAY SHIFT DAY SHIFT SUPPRESSION
MISC. EQUIPMENT PREVENTION OTHER SHIFT
Badges--Breast 2 2 2
Badges--Cap 1 1 1
Collar Insignia-FF 1 set 1 set 1 set
Collar Insignia-CAPT 2 sets 2 sets 2 sets
Collar Insignia-BC 2 sets 2 sets 2 sets
T-shirts 4 4 4
Sweat shirt 1 1 2
Sweat pants 1 pair 1 pair 1 pair
Athletic Shorts 2 pairs 2 pairs 2 pairs
Bed Sheets 0 0 2 Initial issue only
Pillow with case 0 each 0 each 1 each Initial issue only
In addition, at the employee's request, the City shall provide, on a biennial basis or less
often as needed, prescription eyeglass lenses for use in personal SCBA masks issued
to him/her. These lenses are to be provided in addition to any vision benefits available
through medical benefits.
When additional or replacement uniforms or protective equipment are required by the
Department of Labor and Industries (L & 1), the City will furnish such clothing and/or
equipment.
In addition to the uniform/equipment above, Fire Investigators are provided coveralls
and day boots.
Both parties agree to work together during the life of this contract to research and
determine possible alternative selection of uniforms for members of the bargaining unit.
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- , :�_- — - - -- -----
S
fyi S
j APPENDIX licit
i
The following were mutually agreed as comparable jurisdictions during the negotiation
of this Agreement.
BELLEVUE
EVERETT
KING COUNTY F. D. #39 (FEDERAL WAY)
KIRKLAND
RENTON
TACOMA
KING COUNTIY FIRE DISTRICT 10
PIERCE COUNTY FIRE DISTRICT 6
SNOHOMISH COUNTY FIRE DISTRICT 1
In addition to the jurisdictions above, the Union recognizes Redmond as a comparable
jurisdiction and the City does not.
t
t
i
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