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THE
COLLECTIVE BARGAINING AGREEMENT
BETWEEN
THE CITY OF CRESTVIEW
AND
INTERNATIONAL ASSOCIATION OF FIREFIGHTERS
LOCAL 2680
FY 2012/2013/2014
a)
Revised: / %Ct2e/C. `a0i2-----
st
TABLE OF CONTENTS
PREAMBLE
ARTICLE 1 — DEFINITIONS
ARTICLE 2 PURPOSE AND INTENT
ARTICLE 3— RECOGNITION
ARTICLE 4—NO STRIKES AND LOCKOUTS
ARTICLE 5 — DISCRINIINATION
ARTICLE 6 — DUES CHECK -OFF
INTERNATIONAL ASSOCIATION OF FIREFIGHTERS LOCAL 2680
PAGE
5
6
7
8
9
10
11,12
AUTHORIZATION FOR DEDUCTION OF DUES (FORM) 13
INTERNATIONAL ASSOCIATION OF FIREFIGHTERS INSTRUCTION
TO STOP PAYROLL DEDUCTION OF DUES (FORM) 14
ARTICLE 7— SEVERABILITY AND SAVINGS CLAUSE 15
ARTICLE 8-PROBATION 16
ARTICLE 9— WAGES AND PROMOTIONS 17
ARTICLE 10 — INCENTIVE PAY 18
ARTICLE 11 — GRIEVANCE AND ARBITRATION PROCEDURE 19,20,21,
22,23
A. Grievance Procedure
B. Arbitration Procedure
ARTICLE 12 — MANAGEMENT RIGHTS 24,25
ARTICLE 13— UNRELATED WORK 26
ARTICLE 14— PERSONNEL FILES 27
ARTICLE 15— WORK RULES 28
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ARTICLE 16 - HEALTH AND LIFE INSURANCE 29
ARTICLE 17 TRAINING 30
ARTICLE 18- MILEAGE 31
ARTICLE 19- PAYMENT OF INSURANCE DEDUCTIBLE 32
ARTICLE 20- TRADING TIME 33,34
ARTICLE 21 - WORKERS ' COMPENSATION 35
ARTICLE 22- LEAVES OF ABSENCE 36
ARTICLE 23- OUTSIDE EMPLOYMENT 37
ARTICLE 24 - ACCOMMODATIONS AND MAINTENANCE 38
ARTICLE 25 - HOLIDAYS 39
ARTICLE 26 - PENSIONS 40
ARTICLE 27 - SECTION 125 PLAN 41
ARTICLE 28- DEFERRED COMPENSATION 42
ARTICLE 29- CALL BACK PAY 43
ARTICLE 30- UNIFORM AND FOOD ALLOWANCE 44
ARTICLE 31 - TOUR OF DUTY 45
ARTICLE 32- DISCIPLINARY ACTION AND DISCHARGE 46
ARTICLE 33- NO TOBACCO USE 47
ARTICLE 34- JOINT OCCUPATIONAL SAFETY AND HEALTH 48,49
ARTICLE 35- WORKING OUT -OF -CLASSIFICATION 50
ARTICLE 36- UNION BUSINESS 51,52
ARTICLE 37- PRINTING OF AGREEMENT 53
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ARTICLE 38- RULES OF CONSTRUCTION 54
ARTICLE 39 - DRUG TESTING 55
ARTICLE 40- WORK ATTIRE 56
ARTICLE 41 - LUNCH AND DINNER 57
ARTICLE 42- OVERTIME 58,59
ARTICLE 43- ENTIRE AGREEMENT 60
ARTICLE 44- TERM OF AGREEMENT 6L62
Changes Made
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PREAMBLE
This Agreement is made and entered into by and between the City of Crestview, Florida, which is
hereinafter referred to as the "Employer," and the International Association of Firefighters, AFL-
CIO, and its Local Union No. 2680, hereinafter referred to as the "Union." It is the purpose of this
Agreement to achieve and maintain harmonious relations between the Employer and the Union, to
provide for equitable wages, hours, and other conditions of employment. Therefore, to ensure the
stability of this Agreement, no new provisions shall be proposed during the term unless provided for
elsewhere in the Agreement or such proposal is entertained by mutual agreement of the parties.
No Change
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ARTICLE I
DEFINITIONS
(1) "Day" shall mean a calendar day unless otherwise specified in this Agreement.
(2) "Shall" indicates a duty or responsibility where the obligation is mandated as defined
by the collective bargaining agreement.
(3) References to the male gender are intended to conform to traditional usage, and
should be understood to include both males and females.
No Change
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ARTICLE 2
PURPOSE AND INTENT
SECTION 1. The purpose of this Agreement is to secure industrial peace and efficiency,
enabling the Employer and its Union to provide continuing satisfactory services to the citizens of the
City, to secure a healthy operation through efficient service and public satisfaction, to establish an
orderly and peaceful procedure for the resolution of grievances, and to set forth a basic understanding
relative to rates of pay, hours of work and conditions of employment, designed to achieve those goals
at a reasonable cost.
SECTION 2. The Union and management recognize that they are mutually dependent upon
one another. Both are committed to public service and the success of that service. This success
requires that both management and Union work together. The Employer, the Union and all
employees are convinced that there is no reason why differences that may arise may not be peacefully
and satisfactorily adjusted by sincere and patient efforts on the part of all.
SECTION 3. The Union agrees that it will support the Employer in its efforts to (a)
eliminate waste and damage; (b) conserve equipment and supplies; (c) improve standards of
efficiency; (d) prevent accidents; and (e) strengthen good will between the Employer, its employees
and the public. This section is intended to express the purpose of this Agreement, and nothing in this
section shall be considered to improve liability for monetary damages on the Union in any action in
which the Union would not otherwise be liable.
No Change
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7
ARTICLE 3
RECOGNITION
SECTION 1. The Employer hereby recognizes the Union as the sole and exclusive
bargaining representative of the employees covered by this Agreement for the purpose of collective
bargaining with respect to rates of pay, wages, hours of employment and other terms and conditions
of employment as certified by the Florida Public Employees Relations Commission in case No. RC
00-2000-061, EL-2000-047.
SECTION 2. The Union is recognized as the sole and exclusive bargaining representative
of all members in the bargaining unit.
SECTION 3. The Employer may, in its discretion, enter into collateral agreements with
individuals regarding performance of duties outside the Fire Department, and in entering into such
agreements, the Employer shall not be obligated to negotiate with the Union regarding wages, hours
or other conditions of employment applicable to such other or additional duties.
No Change
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ARTICLE 4
NO STRIKES AND LOCKOUTS
SECTION I. No employee of the Fire Department covered by this agreement may
participate in any strike against the Employer. Any violator is subject to the penalties provided
within Chapter 447.507, Florida Statutes. It is expressly agreed as a sole exception to the prohibition
against picketing found herein, that the Union and its members may engage in informational
picketing as provided by law.
SECTION 2. Furthermore, the City of Crestview agrees not to engage in a lockout of
Employees.
No Change
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ARTICLE 5
DISCRIMINATION
SECTION 1. The Employer agrees not to discriminate against any employee for acting in
behalf of, and/or for the membership in the Union. The Employer and the Union agree that there
shall be no discrimination against any employee because of race, creed, color, age, sex, religion or
national origin.
SECTION 2. The Union agrees not to discriminate against any employee for non-
membership in the Union or those Union members indicating a desire to resign from the Union.
SECTION 3. With respect to Union membership or activities, both parties will respect the
right of the employees, regarding their membership and participation in activities or choice not to
join and support union activities as provided by Florida Statutes, Section 447.301.
SECTION 4. A violation of this part is not subject to the contract's arbitration provision.
No Change
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ARTICLE 6
DUES CHECK -OFF
SECTION 1. Subject to the restrictions set forth in Section 447.303, Florida Statutes, the
Employer agrees to deduct dues, weekly, from the earnings of its employees who have signed
individual authorization cards, supplied by the Union and satisfactory to the Employer, and to remit
the same to the duly designated officer of the Union, until such time as the employee resigns his
membership in the Union or otherwise revokes his dues deduction authorization in writing to the
Employer. There shall be no deductions for fines imposed by the Union.
SECTION 2. Members' dues payment s shall be deducted automatically, once the dues
deduction authorization form attached is signed and on file with payroll. No other forms of
authorization for payment or of stopping payroll deductions shall be recognized or honored.
SECTION 3. The Union agrees that there shall be no liability on the part of the Employer
for the collection of any unpaid dues which may be due the Union from any employee who, because
of absence from work or termination of employment, has insufficient wages payable to him at the
regular time the dues are to be deducted from which to make such deduction. The Union shall
indemnify and save the Employer harmless against any and all claims, demands, suits, judgments, or
other forms of liability or expense, including reasonable attorney's fees, that may be incurred or
necessitated by reason of action taken or not taken by the Employer for the purpose of complying
with any of the provisions of this Article.
SECTION 4. The Employer shall not be required to collect Union dues in arrears. Any
change in dues made by the Union will be made effective after a fifteen (15) day written notice by
the Union to the employer and upon receipt of a new dues deduction authorization signed by the
employees specifying the revised amount.
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SECTION 5. It shall be the Union's obligation to keep the Employer informed at all times,
by certification of a responsible Union official, of the amount of Union dues and/or assessments
deductible from the employee's pay and Employer will accept such certification and be entitled to
rely upon its accuracy.
No Change
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INTERNATIONAL ASSOCIATION OF FIREFIGHTERS LOCAL 2680
AUTHORIZATION FOR DEDUCTION OF DUES
I hereby authorize the City of Crestview to deduct from my wages each week, the
weekly Local 2680 dues, and to transmit this amount to the Treasurer of Crestview
Professional Firefighter, Local 2680, IAFF, by next business day following the
payday.
I understand that this authorization is voluntary and that I may revoke this
authorization by giving notice to the City and to Crestview Professional Firefighters,
Local 2680, IAFF, in writing.
(Print Name)
Social Security Number
Signature Date
No Change
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IAFF 1
13
INTERNATIONAL ASSOCIATION OF FIREFIGHTERS
INSTRUCTION TO STOP PAYROLL DEDUCTION OF DUES
I hereby instruct the City of Crestview to stop deducting from my wages each week the weekly
Local 2680 dues.
(Print Name)
Social Security Number
Signature Date
No Change
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IAFF2
14
ARTICLE 7
SEVERABILITY AND SAVINGS CLAUSE
SECTION 1. In the event that any Article or Provision of this Agreement is found to be
invalid or unenforceable, by reason of any legislation or judicial authority over which the parties
have no amendatory power, the parties will bargain over the invalidated or unenforceable Articles or
Provisions. All other Provisions of this Agreement shall remain in full force and effect for the term
of this Agreement. Moreover, should any change in wages, hours, or working conditions be required
as a result of any subsequently enacted legislation, judicial order, conciliation agreement, or other
legal requirements, the City shall give the Union notice of the action it intends to take to comply with
such requirement, shall meet and bargain over the impact with the Union, if requested, regarding the
proposed action, and shall consider any position advanced by the Union in opposition to the
proposed action.
SECTION 2. Notwithstanding any other Provisions of this Agreement to the contrary, in
the event that any Article, or Subsections thereof, of this Agreement shall be declared invalid by any
court of competent jurisdiction, or by any applicable State or Federal law or regulations, or should a
decision by any court of competent jurisdiction or any applicable State or Federal law or regulation
diminish the benefits provided by this Agreement, or impose additional obligations on the City, the
parties shall meet and negotiate on the Article or Subsections thereof affected. All other Provisions
of this Agreement not affected shall continue in full force and effect.
No Change
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ARTICLE 8
PROBATION
SECTION I. All appointments into the City of Crestview Fire Department will serve a
probation period of three (3) months for the purpose of eligibility for benefits. Employees completing
the three (3) month probationary period for benefits eligibility will be entitled to annual and sick
leave retroactive to the employee's original employment date.
SECTION 2. Employees covered by this Agreement shall serve a three (3) month
performance and suitability to City employment probationary period or until certified by the Florida
Bureau of Fire Standards.
SECTION 3. In the event the City ever employs an Apprentice Firefighter, they will be
deemed to be on probation and are subject to dismissal at the discretion of the City. Apprentice
Firefighters shall be paid at a lower grade until certified and shall serve a 90 day probation once
certified.
No Change
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ARTICLE 9
WAGES AND PROMOTIONS
SECTION 1. The purpose of this Article is to provide a basis for the computation of straight
time and overtime wages. The City pay records, practices and procedures shall govern the payment
of all wages.
SECTION 2. All employees will be paid on a twenty-one (21) day pay period. Bargaining
unit members shall be scheduled to work 24 hours on duty and 48 hours off duty, for a total of 168
hours of scheduled time during each 21-day work period. Bargaining unit members who work more
than one hundred fifty-nine (159) hours during a 21-day work period will be compensated for such
additional hours at a minimum of one and one-half times the straight time in effect as set forth in the
City's wage schedule.
SECTION 3. The Bargaining unit member will receive an annual increase of three percent
(3%) (Step) provided for each year of creditable service in accordance with Ordinance No. 866
Section 2-153 (1996 Pay Plan) and revised in Ordinance No. 1066 Section 2-153 adopted by the
Crestview City Council on the 28th day of August, 2001.
SECTION 4. Promotion pay increases will be determined by following the current pay
schedule for rank involved and employee's years of service with the Fire Department.
No Change
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ARTICLE 10
INCENTIVE PAY
With the completion of the following education and certifications, bargaining unit members will
receive the following incentive pay per month effective upon ratification date of this Contract..
Compensation for the following active Certifications are as follows:
Education, Skill or
Certification
Fire Officer I $75.00
All Fire Service Special Rescue $75.00
Pump Operator $75.00
EMT $75.00
Fire Safety Inspector $75.00
Fire Instructor 1 or 2 $75.00
EMT Paramedic $100.00
Fire Investigator $75.00
Any Degree Held $150.00
Hazardous Materials Technician $75.00
The maximum compensation any bargaining unit member may receive under this Article, however;
is $175.00 per month regardless of the number and type of Certifications and Education acquired.
Change Made
18
ARTICLE 11
GRIEVANCE AND ARBITRATION PROCEDURE
A Grievance Procedure:
SECTION 1. A grievance is defined as an allegation made during the term of this
Agreement that the Employer or Union member has violated a specific provision of this Agreement.
Employees who are not members of the Union may utilize the Grievance Procedure established by
this Article, but the Union is in no way responsible for non-members' utilization of this article.
SECTION 2. No grievance shall be considered unless it is processed in complete accordance
with the following steps:
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STEP 1. There shall be a discussion between the Grievant and the Senior Captain or
Battalion Chief involved.
STEP 2: if the grievance is not resolved in Step 1, the Grievant may, within five (5)
business days of the alleged violation, reduce the grievance to writing on a grievance form
and present it to the Fire Chief. The grievance form shall specify the basis of the
Grievance, the particular Article, Section and Provision of this Agreement alleged to have
been violated, shall contain a complete and detailed statement of the facts upon which the
grievance is based, including date of occurrence, shall specify the proposed remedy, shall be
signed and dated by the Grievant or (if applicable) by his Union representative. Grievances
submitted which do not contain the above information shall be considered null and void.
Upon receipt of the grievance, the Chief or his designee shall record the time and date of
receipt, shall consider the written grievance, shall investigate the same to the extent he
chooses, and shall resolve or deny the grievance in writing within ten (10) working days.
19
STEP 3. If the Grievant is dissatisfied with the decision rendered in Step 2, and the
Grievant desires to further pursue the grievance, it shall present a letter of appeal to the City
Clerk or his designee within ten (10) calendar days following the decision of the Fire Chief
or his designee on the grievance in Step 2. The City Clerk or the City Clerk's designee shall
consider the written grievance, investigate the same to the extent he chooses, and resolve or
deny the grievance within fifteen (15) working days.
SECTION 3. Submission to Arbitration.
In the event any grievance which has been timely brought during the term of this Agreement
under Section 2 of this Article cannot be satisfactorily adjusted in accordance with Section 2 of this
Article, either the Grievant or the Employer may demand arbitration by filing a request with the
Federal Mediation and Conciliation Service of the United States, with a copy to the other side by
certified mail, return receipt requested, to submit the names of seven (7) approved arbitrators
available to hear and decide the question involved. The party wishing to submit a grievance to
arbitration must do so within twenty (20) working days of receipt by the Grievant of the decision in
Step 3, or the right to pursue arbitration shall have been waived. Arbitration procedures shall be
governed in accordance with Paragraph B of this Article.
SECTION 4. The parties hereto acknowledge the importance of both the time limitations
and the requirements for written grievances and appeals expressed in Sections 2, 3 and 4 of this
Article, and no grievance shall be considered or deemed to exist that is not reduced in writing in the
manner specified, timely filed and pursued at each step of the grievance procedure, and timely
submitted to arbitration. A timely filed grievance not answered by management within the time limit
prescribed shall be treated as a denial of the grievance and the grievance may be pursued to the next
step of the grievance procedure. Time limits may not be extended except by a written mutual
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agreement signed by representatives of both parties, and the Employer's willingness to go through
the grievance procedure and to submit the issue on the merits to an arbitrator shall not be interpreted
as a waiver of any issue as to arbritrality.
SECTION 5. Absent permission from the Employer, grievances must be processed outside
of the scheduled working hours of any employee involved in the grievance.
B. Arbitration Procedure:
SECTION 1. Upon receipt of the list of arbitrators from the Federal Mediation and
Conciliation Service, the parties shall flip a coin to determine who has the first strike. The party
losing the coin flip shall strike a name from the list first; the other party shall strike second, and then
each party shall in turn strike one name until only one name remains. This person shall be selected
as an impartial Arbitrator.
SECTION 2. If the parties do not agree upon a person to act as an arbitrator within thirty
(30) days after receiving such list of names, either party, prior to making its third strike, may request
the Federal Mediation and Conciliation Service ("FMCS") to submit a second list, from which
names shall be stricken in accordance with Section 1. Nothing in this article shall prevent the parties
from agreeing upon a mutually acceptable arbitrator other than one on a panel supplied by FMCS.
SECTION 3. The grievance submitted to the arbitrator shall be based exclusively on the
written grievance as submitted in Section 2, Step 2, of the Grievance Procedure. If on -duty personnel
are subpoenaed to the arbitration hearing, they will be released from duty only for the time required
to testify. No more than two employees will be released from duty at a time, unless the Employer
authorizes the release of more than two; such authorization shall not be unreasonably withheld.
SECTION 4. Any decision or award of the arbitrator shall be strictly limited to the
interpretation of specific terms of this Agreement, and to a determination of (a) whether the
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grievance is arbitrable, and (b) whether the Employer violated a specific provision of this Agreement
as alleged in the written grievance. The arbitrator shall not explicitly or implicitly change, amend,
add to, subtract from, modify or alter or supplement any of this Agreement's terms and conditions,
nor depart from its terms in rendering a decision. The arbitrator shall confine himself exclusively to
the question, which is presented to him. The arbitrator's decision shall be final and binding upon
both parties.
SECTION 5. Each side shall bear the cost of its own witnesses and representatives. The
cost of room accommodations shall be divided equally between the parties. The fees of the arbitrator
shall be divided equally between the parties. Any party requesting a transcript will bear its own cost,
unless otherwise agreed.
SECTION 6. The arbitrator shall have no authority to substitute his judgment for that of the
Employer on an issue of management discretion, to assess any compensatory or punitive damages,
nor to impose as a remedy any back pay to any employees or individuals who are not grievants. No
award of back pay to any grievant shall date back to a time prior to the date the grievance arose. All
awards of back pay under this Agreement shall be offset by unemployment compensation benefits,
workers' compensation benefits (except medical), any and all earnings which were or should have
been earned by the grievant, and any other compensation from other sources during any period of
unemployment for which back pay is awarded.
SECTION 7. Subject to the constraints of the Fire Fighters' Bill of Rights, the Employer
shall have the right to require employees to divulge to it any information or knowledge, direct or
secondary, that they may have concerning any aspect of the employment relationship between the
Employer and any employee or employees in investigations relating to grievances, to the end that the
Employer shall be able to fully and completely evaluate all such matters and shall be able to carry out
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all of its functions on the basis of the best information available. Whenever the employee is
subjected to interrogation the Employer must follow the constraints of the Firefighter Bill of Rights.
SECTION 8. The Union shall have the right to file and pursue grievances:
1. In behalf of itself as to, and only as to, contract rights running to
the Union as entity, such as those provided to the Union in the
Article V on dues check -off.
2. In behalf of individual employees who personally sign the
grievance document, as to contract rights running to those
employees individually.
SECTION 9. The right of the individual employee to present and pursue grievances under
this Article, without representation by the Union, is preserved inviolate, subject only to such
limitations as may be contained in Chapter 447, Florida Statutes
SECTION 10. A unit employee shall not at any time refuse any instruction or order
given to him or her on the ground that the instruction or order violates this Agreement or otherwise is
improper. A Firefighter may, in a non -emergency situation, bring to his supervisor's attention that
the particular action is in violation of the Agreement. To the contrary, each employee shall at all
times accept and promptly execute all instructions and orders given, reserving the right to grieve the
matter, if grievable, and seek redress by such means. The sole exception to this Section shall be a
situation in which unreasonably risking his life or that of others, or risking great bodily harm to
himself or others beyond the risk taken by persons similarly employed as a matter of exception in the
profession. If the employee relies upon this exception, he proceeds at his peril and may be discharged
or disciplined if unable to prove the risk described.
No Change
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ARTICLE 12
MANAGEMENT RIGHTS
SECTION 1. The employee organization agrees that the City has and will continue to retain,
whether exercised or not, the right to operate and manage its affairs in all respects; and the powers of
authority which the City has not officially abridged, delegated or modified by the express provisions
of this Agreement are retained by the City. The rights of the City, through its management officials,
shall include, but shall not be limited to, the right to determine the organization of City government;
to determine the purpose of each of its constituent departments; to exercise control and discretion
over the organization and efficiency of operations of the City; to set standards for service to be
offered to the public; to direct the employees of the City, including the right to assign work and
overtime; to hire, examine, classify, promote, train, transfer, assign, and schedule employees in
positions with the City; to suspend, demote, discharge, or take other disciplinary action against
employees for just cause; to increase, reduce, change, modify or alter the composition and size of the
work force, including the right to relieve employees from duties because of lack of work or funds; to
determine the location, methods, means, and personnel by which operations are to be conducted,
including the right to determine whether goods or services are to be made or purchased; to establish,
modify, combine or abolish job pay positions; to change or eliminate existing methods of operations,
equipment or facilities. Changes to department policy on promotions for union members shall be
negotiated prior to change.
SECTION 2. The City has the sole authority to determine the purpose and mission of the
City, to prepare and submit budgets to be adopted by the City Council.
SECTION 3. The City shall enforce and comply with the provisions of this Agreement so as
not to violate the City Charter or any Ordinance or Regulation thereof.
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SECTION 4. The exercise of such rights shall not preclude the employee organization from
raising grievances, should decisions on the above matters have the practical consequence of violating
the terms and conditions of this collective bargaining agreement or any City Ordinance and/or
Regulation or the City Charter.
SECTION 5. Nothing contained herein shall be construed to constitute a waiver by the
employee organization of its right to negotiate over the impact of managerial decisions on all terms
and conditions of employment.
SECTION 6. Management shall use as guidelines set forth in various NFPA, NIOSH,
OSHA, ANSI, Florida Statutes and City Ordinance in the management of the Fire Department.
Changes made
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ARTICLE 13
UNRELATED WORK
SECTION I. No employee shall be assigned any duties which are unrelated to fire fighting,
fire prevention, rescue, salvage, overhaul work, care and maintenance of fire fighting equipment and
apparatus or any other similar related work. In addition, no such employee shall be assigned any
duty, which is unrelated to that required to maintain the quarters in which he/she is employed in a
clean, safe and sanitary manner. The following Fire Department positions: Senior Captain, Captain,
Lieutenant and Firefighter will perform preventative hydrant maintenance and be responsible for fire
flow testing in accordance with ISO standards.
SECTION 2. Supplies deemed necessary by the Chief to maintain fire apparatus and living
quarters will be provided by the Employer in sufficient quantities.
No Change
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ARTICLE 14
PERSONNEL FILES
SECTION 1. All Employees covered by this agreement shall have immediate access to their
individual personnel files by prior appointment with the Fire Chief. All Items contained in such file
shall be available for review. Within forty-eight hours after entry in to the employees file, a copy of
any item that would be considered negative toward the employees' efficiency evaluation or formal
reprimands shall be sent to the affected employee.
SECTION 2. Formal reprimands without further penalty more than fifteen (15) months old,
and those with additional penalty more than three (3) years old, will not be considered for purposes
of promotion, transfer or special assignments. All members have the right to review their master
personnel file and identify all such documents. Upon concurrence of the Deputy Chief and
Administration that such documents have been appropriately identified, they will be placed in an
envelope, sealed, and initialed by the member. The envelope will be placed in the member's
personnel file and will be opened only in the event that the member is in the future, subject to
discipline or access is deemed necessary by the City or other legal or administrative proceedings.
No Change
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2%
ARTICLE 15
WORK RULES
SECTION 1. It is understood and agreed that the duties performed by members of the
bargaining unit cannot always be covered by job descriptions and, therefore, members of the
bargaining unit may be required to perform duties in addition to those listed within the job
descriptions.
SECTION 2. Bargaining unit members can be requested to work as an emergency
Dispatcher (Fire only) off of his/her scheduled shift on a volunteer basis only. In the event where all
resources have been exhausted, a volunteering bargaining unit member required to work as a
Dispatcher shall be called from the volunteer Dispatcher overtime list on file with the dispatch
supervisor
SECTION 3. It is understood management has the right to move personnel among
stations: But it must be done on a Annual basis, unless personnel issues are involved (on a case by
case basis).
Change Made
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ARTICLE 16
HEALTH AND LIFE INSURANCE
SECTION 1 The City will make available the same health and life insurance programs on a
group basis to bargaining unit employees as are made available to all other non -managerial City
employees. The City reserves the right to reduce or increase the benefits payable under coverage's,
to alter or cease any coverage's, to raise or lower any "out-of-pocket" amounts and to raise or lower
any deductibles and otherwise determine the coverage to be made available and the premium costs of
the same, provided that such benefits, coverage's, amounts and deductibles remain the same as those
made available to all other non -managerial City employees.
SECTION 2. The City will make contributions towards the cost of such insurance for
bargaining unit members, in the same amounts as it makes for all other City employees. Bargaining
unit members will pay a share of the total premium through deductions from payroll, for the cost not
paid by the City.
SECTION 3. The Union will be notified of any change in insurance carriers, nature or scope
of coverage or amount of coverage and increased amounts to be paid by employees under this Article
and has the right to impact bargain over these issues.
No Change
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ARTICLE 17
TRAINING
SECTION I. When employees attend required training, they will be compensated in
accordance with the provisions of the Fair Labor Standards Act.
SECTION 2. Training will be deemed to be required only when an employee is given a
direct order by the Fire Chief or his designee to attend training. Thus, if the City merely advises
employees of available training courses and offers to pay all or part of course tuition, but does not
order an employee to attend the courses, any employee attending courses will be engaged in
voluntary training, and thus will not be engaged in compensable work hours.
SECTION 3. The Employer shall pay unit members overtime for attending mandatory
educational courses or courses that are required for their next level of promotion — if such courses are
taken in addition to the satisfaction of a full schedule in accordance with the Fair Labor Standards
Act.
SECTION 4. Formal training may include refresher training and shall comply with Chapter
11 of the City's personnel manual. Dependent upon the finances available, the City may pay for an
employee to attend a recertification training course or, at its discretion, conduct a recertification
training course at no cost to the employee. With respect to recertification training, employees will be
placed on training leave and permitted to attend the training provided that staffing does not fall
below the minimum manning required and the employee complies with Chapter 10 of the City's
personnel manual.
SECTION 5. Training leave will be granted for that period of time that occurs during the
scheduled work day, subject to staffing levels.
No Change
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30
ARTICLE 18
MILEAGE
SECTION 1. Employees who are ordered to report to another station after reporting to their
regular duty station, and use their personal vehicle for transportation to the other station, will be
eligible for mileage reimbursement at the rate as prescribed in Section 112.061, Florida Statutes, for
the number of miles driving the most direct and shortest route from their regular duty station to the
other assigned station. This rate changes from time to time, and it is agreed that it shall be changed
as may be necessary during the term of this Agreement without collective bargaining on the subject.
Station 1 to Station 3 is 2.2 miles; Station 1 to Station 2 is 4.9 miles; Station 2 to Station
3 is 2.7 miles.
SECTION 2. Mileage will not be paid for the trip from the employee's home to the
employee's assigned place of duty, or from the assigned place of duty to the employee's home.
SECTION 3. Any bargaining unit member required by the Employer to use their personal
vehicle for city business in mandatory education will be reimbursed in accordance with Section
112.061 Florida Statutes.
No change
23025v8
31
ARTICLE 19
PAYMENT OF INSURANCE DEDUCTIBLE
SECTION 1. In the event a bargaining unit member is found to be at fault in any accident
while operating a city owned motor vehicle or equipment in a non -emergency situation, it will be the
responsibility of the bargaining unit member to reimburse the City of Crestview the amount of the
deductible on the City's insurance coverage. If the bargaining unit member is unable to pay the
entire deductible at once, the deductible may be paid by payroll deduction installments approved by
the Fire Chief and the City Clerk.
SECTION 2. A bargaining unit member who is operating a city motor vehicle or equipment
according to departmental safety standards during an emergency situation and is involved in an
accident shall not be responsible for paying the amount of the insurance deductible to the City.
SECTION 3. In the event that the City does not pay the insurance deductible for an accident
referenced in this article, the Union Member will not be responsible for paying the deductible to the
City.
No Change
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32
ARTICLE 20
TRADING TIME
SECTION 1. Time changes may be voluntarily undertaken between two (2) bargaining unit
members upon approval of the employee's Battalion chief., Approval for voluntary time changes
will not be unreasonably withheld.
SECTION 2. The responsibility for arrangement for the repayment of such time rests with
the employees involved.
SECTION 3. No obligation shall be placed upon the City of Crestview for repayment of
time voluntarily traded or repaid between employees.
SECTION 4. Time change shall be submitted 24 hours prior to the change date and time,.
Exception will be addressed on a case by case basis with approval by the Fire Chief or his
Designee. All swaps should be completed within 90 days but may be extended an additional 90
days upon request by both parties to the Battalion Chief
SECTION 5. Time changes are allowed between union members, or with Senior Captains
as long as a Battalion Chief is on Duty.
SECTION 6. No Trading Time Change will be unreasonably denied.
SECTION 7. If the person that is supposed to work is unable to work, it is that person's
responsibility to arrange for someone to work in their place that meets the requirements. that arc
required. They will notify the Senior Fire Officer on duty as soon as they can, but prior to 0700
hours of the change. The new person will call the Senior Fire Officer and advise them when they
will be at work. The person who was supposed to work will be charged Annual Leave until their
23025v8
33
replacement arrives. If they are not able to obtain a replacement or cannot do so in a timely manner
(report to work no later than 0830), They will be charged 24 hours without pay (unless it is an issue
of Workers Compensation or documented illness of the employee and a Doctor's excuse is
provided) and the city shall pay overtime for a replacement worker
Change Made
34
ARTICLE 21
WORKER'S COMPENSATION
The City will provide bargaining unit employees Worker's Compensation benefits under the
conditions set forth in the Florida Statutes Section 440 et seq.
SECTION 1. All bargaining unit members shall be responsible to immediately report to their
supervisor all injuries that occur on the job. If the accident occurs on a weekend or during a holiday
it should be reported upon reporting to work the next duty day. Delay in reporting injuries may cause
the complication of the injury and delay recovery and payment of such employee workman's
compensation benefits.
SECTION 2. Bargaining Unit members will be permitted to donate sick leave in
accordance with City of Crestview Resolution No. 02-08 and Chapter 10 of the City's Personnel
Manual.
No Change
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ARTICLE 22
LEAVES OF ABSENCE
The Union accepts Chapter 10 (Leaves of Absence) in the City of Crestview Employee
Personnel Manual dated 5-09-08 in its entirety, except sick leave shall be accrued at the rate of 12
hours per month. Bereavement Leave will be 2 shifts off. The Union is to be notified before any
changes are made in Chapter 10, to allow for Impact Bargaining on items not covered by the contract.
Change Made
2 3025v8
36
ARTICLE 23
OUTSIDE EMPLOYMENT
SECTION 1. Bargaining unit members are not prohibited from engaging in other
employment during their off -duty hours. However, employment with the City of Crestview shall be
considered the primary employment. No employee may engage in outside employment that
interferes, or tends to interfere, with the interest of the City or the duties of the bargaining unit
member.
SECTION 2. Bargaining unit members who seek outside employment shall notify the Fire
Chief or his designee the name of the part time employer, address and phone number.
SECTION 3. Bargaining unit members agree that outside employment will not bring
disgrace upon the City of Crestview or the Crestview Fire Department.
No Change
23025v
37
ARTICLE 24
ACCOMMODATIONS AND MAINTENANCE
SECTION 1. The City shall continue to provide the following, including but not limited to
furniture, kitchen supplies, telephones, cooking equipment, laundering equipment, television, and
radios in good working order. Future Fire Stations shall be constructed in accordance with NFPA
standards for firefighter bunkroom space.
SECTION 2. Any repairs or replacement to items covered in this article will be completed
immediately or within an acceptable timely manner, 60 days if funding allows. The Union President,
the Chief and one additional representative of the Clerk's office shall jointly determine if the damage
was due to fair wear and tear or misuse. The Union or Union member agrees to pay 50% of
repair/replacement cost due to misuse. In the event it is determined that an individual Union
Member(s) was responsible for willfully damaging any item referenced in this article, that
individual(s) shall be responsible for one hundred percent (100%) of the replacement cost.
The Union is not responsible for damages caused by non -union members.
No Change
23025v
38
ARTICLE 25
HOLIDAYS
SECTION 1. The City will provide bargaining unit employees with personal holidays in
accordance with Section 9.07 of the City of Crestview Personnel Manual.
New Years Day
Martin Luther King Jr. Day
President's Day
Good Friday
Memorial Day
Independence Day
September 11
Veteran's Day
Thanksgiving Day
Friday after Thanksgiving Day
Christmas Eve
Christmas Day
SECTION 2. If the City creates a holiday in excess of twelve (12) in the year the bargaining
unit will receive the newly created holiday. Included in this shall be if and when September 11 `''
becomes a recognized holiday by the Federal Government, Labor Day will be added into the above
listed holidays without negotiation.
SECTION 3. Bargaining Unit Members will be paid 11.2 hours of their individual base pay
if they are not at work during a contracted holiday. Any bargaining unit member required to work
on a contracted holiday shall receive compensation at the rate of two (2) times their regular rate of
pay for actual hours worked up to seventeen (17) hours. (Holiday pay plus regular pay).
No Change
Actual holiday - Day that is worked is paid instead of City
observed day.
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39
ARTICLE 26
PENSIONS
The City of Crestview's Police Officers' and Firefighters Retirement Plan shall define the
Pension benefits for the bargaining unit.
No Change
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40
ARTICLE 27
SECTION 125 PLAN
SECTION 1. The City will make available a Section 125 plan on a group basis to
bargaining unit employees to the same degree that such a plan is provided to other non -managerial
City employees.
SECTION 2. Eligible participating bargaining unit employees will pay the full
administration cost for their participation in the plan.
SECTION 3. The City reserves the right to terminate or alter provisions of the Section 125
plan or any part thereof for unit members on the same terms as all other City employees, with prior
notice.
SECTION 4. The wages of employees for pension contributions and pension benefit
purposes will be based on the gross wages, before the Section 125 redirection.
SECTION 5. Nothing herein, nor in the Section 125 plan, except requirements established
by the Internal Revenue Service governing the administration of such plans, shall affect the
provisions for Health and Life Insurance under Article 13.
No Change
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41
ARTICLE 28
DEFERRED COMPENSATION
SECTION I. Bargaining unit employees may participate in the Deferred Retirement Option
Program in a manner consistent with Florida law and the Ordinances of the City of Crestview.
No Change
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42
ARTICLE 29
CALL BACK PAY
A bargaining unit member called back to work during his scheduled work period shall be
entitled to "Call Back" pay for actual time worked, but in no instance will the member be
compensated for less than two (2) hours if called back to work between 7:01 A.M. and 8:59 P.M. or
for no less than three (3) hours if called back to work between 9:00 P.M. and before 7:00 A.M. Call
back pay is computed at the member's regular rate of pay. Overtime involving call back shall be
calculated on a work period basis and only the time the employee physically works in excess of his
specified work week hours shall be paid or the employee may be given equivalent compensatory
time.
No Change
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43
ARTICLE 30
UNIFORM AND FOOD ALLOWANCE
SECTION 1. Employer agrees to continue paying the thirty dollars ($30.00) food and
clothing allowance per month for each employee.
No Change
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44
ARTICLE 31
TOUR OF DUTY
SECTION 1. A normal duty day will be from 0700 hours to 1700 hours, with a one -hour
lunch to be taken between the hours of 1100-1300 hrs. With the exception of lunch being
interrupted by emergency/service calls. Requirements after 1700 hours will be limited to that
necessary to keep the apparatus and equipment in the state of readiness and/or for proficiency
training.
SECTION 2. An exception to a normal Tour of Duty is during all City contracted
holidays, Saturdays beginning at 07:00 am and Sundays, after vehicle checkouts have been
accomplished and with the understanding that the on duty shift has a duty to act for emergency
and service calls
Change Made
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45
ARTICLE 32
DISCIPLINARY ACTION AND DISCHARGE
SECTION 1. During the first three (3) months of their employment with the Fire
Department, all employees are considered to be probationary, meaning in part that they are subject to
discipline, up to and including dismissal, without recourse to the Grievance and Arbitration process.
SECTION 2. The following is a non-exclusive list of cause which shall be deemed just
reasons for severance of the employment relationship;
1. Drinking or being under the influence of intoxicant, narcotics controlled
substances or hallucinogens during duty hours.
2. Dishonesty.
3. Fighting on duty.
4. Willful violation of a publicized employment rules or regulations.
5. Insubordination.
6. Failure to abide by prescribed standards as to personal appearance.
7. Habitual tardiness.
SECTION 3. Discipline shall be accomplished in a constructive, progressive manner, so as
to rehabilitate and correct an offender, if at all possible.
SECTION 4. The types of disciplinary actions that may be taken will include documented
verbal counseling, written reprimand, suspension with pay, suspension without pay, probation or
termination. The type of disciplinary action to be taken shall be consistent with the severity of the
conduct and whether it is a repeat offense.
No Change
46
ARTICLE 33
NO TOBACCO USE
The Union agrees to abide by the no tobacco use policy adopted by the Crestview Fire
Department effective on August 31,2004.
230250
No Change
47
ARTICLE 34
JOINT OCCUPATIONAL SAFETY AND HEALTH
SECTION I. It is the Employer's and the Union's intention and desire to obey the laws of
the State of Florida with reference to matters of safety and health.
SECTION 2. The Union and the unit employees will at all times cooperate with the
Employer in its efforts to comply with all of its legal obligations by reporting any unsafe conditions
to management in a prompt and efficient manner.
SECTION 3. The Employer and its Employees will use their best reasonable efforts to
maintain all gear and equipment used by them in first class condition.
SECTION 4. The Employer will meet at mutually convenient times with the Union
representatives to discuss matters of mutual concern relating to safety and health, in order that it may
have benefit of the Union suggestions.
SECTION 5. The Union and Employer accept the Standard on Fire Department
Infection Control Program NFPA 1581 2000 Edition in its entirety.
SECTION 6. The Union and Employer accept Florida Administrative Code 4A-62.003
Section 3 (2 in — 2 out rule) and its entirety.
SECTION 7. The Employer will provide a Workplace Safety Committee and Safety
Coordinators in compliance with Florida Statutes 633.810.
SECTION 8. Firefighters shall not he required to perform non -emergency duties such as fire
hose testing and hydrant test flowing when temperatures reach 95 degrees (Fahrenheit) or heat
index of 95 degrees (Fahrenheit), or wind chill of 35 degrees. Excluded from this is pre -fire
planning, all firefighters have a duty to act in case of fires, accidents, EMS calls and other
emergencies and during calls for service. They also have a requirement to act to restore vehicles and
23025v8
48
equipment to a response condition. During high temperatures and low temperatures indoor work
shall be accomplished such as pre -planning, training and other types of paperwork or efforts.
SECTION 9. Employee Assistance Program. (See attachment). The Employer will
establish an Employee Assistance Program for all employees who may require assistance with problems
of a personal nature, which program shall be subject to the following conditions:
I. Prior to the implementation of the program a detailed cost of services, methods and procedure
will be agreed upon between Local and the City with respect to all aspects of the program. No new or
additional services, methods and procedures will be implemented without the agreement of both the
Local and the City.
2. Participation in the Employee Assistance Program will be voluntary, and no
employee will be ordered, coerced, or in ally way intimidated in order to require the employee to
utilize the services provided under the program, or any other services in strict confidence, and no
such information shall be disclosed in any proceedings involving the employee or between the
parties without the consent of the Local and the employee involved.
3. Any information or communication whatsoever relating to the employee's
participation in the program, or obtained as a result of an employee's participation in the program
or in connection with the use of the program, shall be kept in strict confidence, and no such
information shall be disclosed in any proceedings involving the employee or between the parties
without the consent of the Local and the employee involved.
No Change
23025v8
49
Blue Options
For Large Groups
Health Benefit Summary Plan 1562
Benefits for Covered Services
Mental Health/Substance Dependency
Mental Health (PCY)
Inpatient Hospital Facility Services (per admit)
In -Network (Option I/Option 2)
Out -of -Network
Outpatient Office Visit
In -Network Specialist
Out -of -Network
Amount Member Pays
30 Inpatient days, 20 Outpatient visits
$600 Copayment/$1,000 Copayment
CYD + 50% Coinsurance
$30 Copayment
CYD + 50% Coinsurance
Substance Dependency (Lifetime Max)
Inpatient Hospital Facility Services (per admit)
In -Network (Option I/Option 2)
Out -of -Network
Outpatient Office Visit
In -Network Specialist
Out -of -Network
$2,500
$600 Copayment/$1,000 Copayment
CYD + 50% Coinsurance
$30 Copayment
CYD 50% Coinsurance
ARTICLE 35
WORKING OUT -OF -CLASSIFICATION
SECTION I. A Bargaining unit member, who accepts the responsibilities of a higher
position/rank above the rank he/she normally holds, shall be at the rate of the higher position/rank as
follows:
No Change
23025v8
1. Firefighter to Lieutenant F05/current step to F06/current step, if not certified as
a Lieutenant.
2. Firefighter to Lieutenant F05/current step to F07/current step, if he/she is
Certified as a Lieutenant.
3. Lieutenant to Captain — Grade 7 of current step to Grade 8 of current step.
50
ARTICLE 36
UNION BUSINESS
SECTION 1 . The Employer will consider requests from Union officers to engage in Union
business or activity, and may approve same at the discretion of the Fire Chief. Time off granted for
such purposes shall be without pay, unless it is covered by pool time. Such time off shall not be
unreasonably withheld.
SECTION 2. The Employer and Bargaining Unit will schedule negotiating sessions at
times, which are mutually convenient and endeavor to agree to meeting during their on -duty time,
although those employees will remain on call during the negotiations.
SECTION 3. The Employer agrees to permit one (I) bulletin board at each station for the
purpose of displaying official Bargaining Unit business or activities. It is, however, agreed and
understood that materials to be posted shall be submitted to and initialed by the Fire Chief for his/her
review in advance, and materials which are derogatory, abrasive, abusive, intemperate in language,
not related to Bargaining Unit business, or which are factually inaccurate, may not be posted and
may be removed. It is however agreed and understood that materials to be posted shall be submitted
to and initialed by the Battalion Chief or Standby Chief.
SECTION 4. The Bargaining Unit may meet for up to two (2) hours once per month at
Station 3 provided the meeting in no way interferes with operations at the discretion of the Shift
Commander. Additional meetings are subject to approval by the Shift Commander. Such meeting
shall not be unreasonably denied. During contract negotiations the Union contract committee may
meet three (3) times a month at Station 3 to facilitate the Collective Bargaining.
SECTION 5. Pool time will be permitted for the President or his/her designee of the
Bargaining Unit provided such leave does not cause overtime. Bargaining Unit members may
23025v5
51
contribute vacation time voluntarily, provided that all donated time is submitted to the Finance
Director no later than the last pay period in December of each year. The Bargaining Unit shall
maintain all records of pool time accrual and usage. The Bargaining Unit shall notify payroll during
the same pay period that the pool time is used. The City is held harmless. Pool time used is to be
rounded to the nearest hour when it is reported to payroll.
No change
23025v8
52
ARTICLE 37
PRINTING OF AGREEMENT
The City will furnish three (3) copies of this Agreement to the Union.
No Change
23025v8
53
ARTICLE 38
RULES OF CONSTRUCTION
Notwithstanding any other term or provision of this Collective Bargaining Agreement, it is
expressly agreed that this Collective Bargaining Agreement shall not, in any of its parts, be construed
by any arbitrator or court in any way which supersedes or preempts applicable Federal or State Laws,
and Statutes, or the City of Crestview Charter. In any grievance arising under the Collective
Bargaining Agreement, the arbitrator, in rendering his award, shall be bound by and shall apply the
foregoing standard contained in this paragraph.
No Change
23025v8
54
ARTICLE 39
DRUG TESTING
SECTION 1. The Parties will observe the City's policy on drug testing.
SECTION 2. The City agrees to impact bargain with the Union over any unilateral changes
in the cutoff levels due to advances in technology or other considerations that impact the identifi-
cation of the substances tested.
No Change
23025v8
55
ARTICLE 40
WORK ATTIRE
SECTION I: All union members will be allowed to wear black cargo shorts with black
tennis shoes and socks either white or black and departmental issued shirts or Union T-Shirts for
work attire year-round. The Union members are allowed to purchase work related items (at no
cost to the city) that will aid in their efforts during medical calls, vehicle extractions, wild land
and structural firefighting, so long as approved by NFPA, and as long as preapproved by the
Chief. The city will not be responsible for replacement of these items if damaged or lost,
SECTION 2: The black or appropriate color cargo shorts and black tennis shoes will be
purchased by union member. Union T-shirts and shorts style will be approved by Fire Chief or his
designee and cannot be unreasonably denied.
SECTION 3: Union members may wear IAFF union logo lapel pin no larger than 1/2 inch on
golf shirts on the left collar.
SECTION 4: During special details such as parades and public functions, shorts may not be
worn.
Change Made
23025v8
56
ARTICLE 41
LUNCH AND DINNER
SECT ION 1 . Union members may eat at any appropriate eating establishment as determined
by the Chief once a week for mid -day meal as a crew.
SECTION 2. Crews may call ahead anytime and order food for takeout from any location
within the City and send one person to pick-up the food in a response vehicle as long as minimum
manning levels are maintained at each Station.
SECTION 3. Subject to minimum manning levels, Union members may take Sunday
Brunch in lieu of a breakfast and lunch period.
SECTION 4. Food pick up shall be once a shift by each station either precooked or
for cooking at a station.
No change
23025vg
57
ARTICLE 42
OVERTIME
SECTION 1. The city agrees to pay overtime compensation to bargaining unit members in
accordance with the Fair Labor Standards Act and the City Personnel Policy, Chapter 9.03.
SECTION 2. The scheduled overtime (3 hours) per week will be compensated
Regardless of employee time off (sick or annual leave).
(1) There will be three separate overtime lists, one each for A Shift,
B Shift and C Shift.
(2) Each List shall be maintained in a separate box clearly labeled
by Shift.
A - A Shift List: Personnel assigned to C Shift will be the first
ones contacted for overtime support for A Shift.
B - B Shift List: Personnel assigned to A Shift will be the
first ones contacted for overtime support for B Shift.
C - C Shift List: Personnel assigned to B Shift will be the first
ones contacted for overtime support for C Shift.
230250
(3) Each box will be kept in the following manner:
A - by Shift
B - Alphabetically to start
C - Log person's name, rank, contact numbers
D - Log date and time contacted for overtime, either worked or
reason not working, with who contacted them with date and
time.
E - Log date and time contact was attempted if contact not made
and who made the attempt.
F - Move the person to rear of the box regardless if contact is
made or not.
G - Valid reasons to not work overtime are only: child care,
doctor's appointment, out of town, etc...have to work a
58
"
p a r t - t i m e j o b i s n o t a v a l i d r e a s o n .
H _ I f n o o n e i s a b l e t o w o r k f r o m t h e p r i m a r y s h i f t s u p p o r t l i s t ,
u s e t h e n e x t l i s t o f t h e s h i f t o f f d u t y f o r t h e p e r i o d o f o v e r t i m e
n e e d e d .
( 4 ) T h e S e n i o r F i r e O f f i c e r o n d u t y i s r e s p o n s i b l e f o r a r r a n g i n g
o v e r t i m e s u p p o r t .
N o c h a n g e
2 3 0 2 5 v 8
5 9
ARTICLE 43
ENTIRE AGREEMENT
SECTION I. This Agreement constitutes the entire agreement between the Employer and
the Union. The parties acknowledge that during the negotiations which resulted in this Agreement,
each had the unlimited right and opportunity to make demands and proposals with respect to any
subject or matter not removed by law from the area of collective bargaining, and that the
understandings and agreements arrived at by the parties after the exercise of that right and
opportunity are set forth in this Agreement. If, at any time during the term of this Agreement, the
parties arrive at any agreement which adds to, deletes, or waives any of the terms of the
Agreement, it will be reduced to writing and signed by both parties.
SECTION 2. This contract constitutes the entire agreement and understanding between the
parties and shall not be modified, altered, changed or amended in any respect except on mutual
agreement set forth in writing and signed by both parties.
No Change
230250
60
ARTICLE 44
TERM OF AGREEMENT
SECTION 1. With the exception of Article 9, Wages and Promotions, this Agreement shall
be in full force and effect from the date of ratification through 11:59 p.m. September 30, 2014.
SECTION 2. If proper notice has been given by either party pursuant to Section 1, but no
new or successor agreement has been reached, then this Agreement will stay in effect until a new
contract is ratified. Any items riot listed on an itemized statement of desired changes will not be
open to negotiation with respect to the new contract.
SECTION 3. Upon written notice to be delivered to the bargaining representative of the
employer or union, each party may reopen three (3) articles, in addition to Article 9, Wages and
Promotions, to be negotiated for the fiscal years of 201 1-2012, 2012-2013 and 2013-2014. Written
notice to reopen any Article pursuant to this Article is to be provided by the party seeking to
reopen the respective Article(s) by May 1, 2012 for the fiscal year of 2012-2013. Subject to
SECTION 1 above, the entire contract is open for negotiation beginning May 1, 2014
IN WITNESS WHEREOF, the parties have caused this Agreement to be executed by
their duly authorized officers and representatives.
FOR THE CITY OF CRESTVIEW
BY:
ATTEST:
Change Made
61
IAFF LOCAL 2680
INESS
BY:
Q�
COMMITTEE MEMBER
E
BY•
Note: Term of Contract - 3 Years
23025v8
COMMITTEE MEMBER
a
I
i