HomeMy Public PortalAboutORD16338BILL NO. 2022-123
SPONSORED BY Councilmember Schreiber
ORDINANCE NO. /43g�j
AN ORDINANCE OF THE CITY OF JEFFERSON, MISSOURI, APPROVING THE IAFF
LOCAL 671 LABOR AGREEMENT AND AMENDING CERTAIN PROVISIONS OF THE
PERSONNEL POLICY MANUAL.
BE IT ENACTED BY THE COUNCIL OF THE CITY OF JEFFERSON, MISSOURI, AS
FOLLOWS:
Section 1. The Agreement between the City of Jefferson and the Professional
Firefighters of Jefferson City, Missouri, Local 671 of the International Association of
Firefighters, AFL-CIO attached as Exhibit A is hereby approved and the Mayor and City
Clerk are authorized to execute the same.
Section 2. Article 8 (Compensation Plan), Section 8-13 of the Personnel Policy
Manual is hereby amended by amending Subsection (a) thereof to read as follows:
(a) Supervisors shall develop methods and procedures to maximize productivity and
reduce or avoid the need for overtime. It is the responsibility of each employee to work as efficiently
as possible to accomplish job tasks during regularly scheduled work hours. All overtime or
arrangements for overtime work shall be approved by the department director in advance. A
determining factor in the approval of overtime work is whether the work could be accomplished
through rescheduling of employee work hours and allowance of time off in the same work period.
These factors reduce the burden of overtime on employees and avoid accrual of comp time and
excessive overtime payments. Overtime is based on work hours in excess of 40 hours in a 168 -hour
period during seven consecutive 24 -hour periods (standard work week). Under the provisions of the
Fair Labor Standards Act (FLSA) work hours in excess of 80 hours in a 336 -hour period during 14
consecutive 24 -hour periods is adopted for commissioned police personnel and the work period for
FLSA purposes in the fire department shall be work hours in excess of 20'1106 in a 648336 -hour
period during fourteen consecutive 24 -hour periods. Hours worked in excess of a
standard work week or duty tour by employees covered by the provisions of the Fair Labor
Standards Act shall be compensated by payment at one and one-half (1.5) times the straight hourly
equivalent rate for the classification or by the award of compensatory time off equal to one and one-
half times the overtime hours worked at the discretion of the department director. Hours worked
shall include hours actually worked on the City's behalf plus minimum guarantees for call-back
under Section 8-14 plus 8 hours for any holidays as provided in Section 1 1(a) for certain employees
and certain vacation leave as allowed in Section 12-1 (f).
Section 3. Article 11 (Paid Holidays), Section 11-2 of the Personnel Policy Manual is
hereby amended by amending Subsection (b) thereof to read as follows:
(b) Fire service personnel assigned to fire suppression duty will receive 21.2524 hours
per floating holiday. Police personnel in patrol and communications assigned to 10 -hour shifts will
receive 10 hours per floating holiday. Part-time with benefits employees will receive 4 hours per
floating holiday. All other full-time employees will receive 8 hours per floating holiday.
Editor's note: Deleted language shown thus. Added language shown thus.
Editor’s note: Deleted language shown thus. Added language shown thus.
Section 4. Article 12 (Vacation Leave) Section 12-1 of the Personnel Policy Manual
is hereby amended by amending subsection (b) thereof to read as follows:
(b) Uniformed mMembers of the fire service assigned to fire suppression duty a 2,912
hour annual schedule shall accrue vacation leave credit at annual rates as follows:
During the first five years of service.............................145.50168 hours
During the 6th through 10th years of service................169.75196 hours
During the 11th through 15th years of service..............194.00224 hours
During the 16th through 23rd 20th years of service......218.25252 hours
During the 21st through 24th years of service....................280 hours
During 2425th and subsequent years of service............242.50308 hours
Section 5. Article 13 (Sick Leave) Section 13-1 of the Personnel Policy Manual is
hereby amended by amending such Section to read as follows:
Section 13-1. Amount
Employees in the municipal service shall earn ten (10) hours of sick leave with pay credit monthly
except for uniformed fire service personnel assigned to a 2,912 hour annual schedule, who shall
earn twenty-four (240) hours sick leave with pay credit monthly. Each part-time employee with
benefits shall earn five (5) hours of sick leave with pay credit monthly.
Section 6. Article 13 (Sick Leave) Section 13-4 of the Personnel Policy Manual is
hereby amended by amending such Section to read as follows:
Section 13-4. Incentive program.
Employees who voluntarily separate from City employment after a minimum of five years of
continuous service shall be eligible for a payment upon separation of a percentage of the total unused
sick leave hours accrued as of the time of separation, which shall be paid at the final rate of pay of
the employee. The rate of payment of such unused sick leave shall be as follows:
More than 5 years, but less than 6 years: 5%
More than 6 years, but less than 7 years: 6%
More than 7 years, but less than 8 years: 7%
More than 8 years, but less than 9 years: 8%
More than 9 years, but less than 10 years: 9%
More than 10 years, but less than 11 years: 10%
More than 11 years, but less than 12 years: 11%
More than 12 years, but less than 13 years: 12%
More than
More than
More than
More than
More than
13 years,
14 years,
15 years,
16 years,
17 years,
More than 18 years,
More than 19 years,
More than 20 years:
but less than 14 years:
but less than 15 years:
but less than 16 years:
but less than 17 years:
but less than 18 years:
but less than 19 years:
but less than 20 years:
13%
14%
15%
16%
17%
18%
19%
20%
Employees who are involuntarily separated from service shall not be eligible for this incentive. Employees
who suffer a work -related injury, which prevents their return to work, shall be treated as though they had
voluntarily separated from the City.
Uniformed members of the fire service who voluntarily separate from City employment after a
minimum of twenty years of service shall be eligible for a payment upon separation of 50% of the total
unused sick leave hours accrued as of the time of separation, which shall be paid at the final rate of
pay of the employee.
Section 7. This Ordinance shall be in full force and effect from and after the date of
its passage and approval.
Presiding Officer
ATTEST:
Approved:
t
Mayor Carrie Tergin
APPROVED AS TO FORM:
City
Editor's note: Deleted language shown thus. Added language shown thus.
EXHIBIT A
City of Jefferson Fire Department
IAFF L671 Collective Bargaining Agreement 2023
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PREAMBLE
This Collective Bargaining Agreement is between the City of Jefferson, hereafter referred to as the
“City”, and the Professional Firefighters of Jefferson City, Missouri, Local 671 of the Inter-
national Association of Firefighters, AFL-CIO, hereafter referred to as the “Union” and shall be as
follows:
It is the purpose of this agreement to achieve and maintain harmonious relations between the
City and the collective bargaining unit, to provide for equitable and peaceful adjustment of
differences, which may arise, and to establish proper standards of wages, hours, and other
conditions of employment for the members of the Union. This document shall supersede all
general policies and or rules and regulations.
Further, the City agrees to exact into law this Collective Bargaining Agreement, and all subsequent
language or verbiage agreed to by the City and the Union, by enacting an ordinance incorporating
the agreements contained in this collective bargaining agreement, thereby making these
agreements binding on all parties.
ARTICLE 1 - LABOR AND MANAGEMENT RELATIONS
SECTION 1.01 Recognition
The City recognizes IAFF Local 671 as the exclusive bargaining agent for all employees of the
Jefferson City Fire Department holding the rank of Captain, Driver, Firefighter, provided that
Firefighters still in their introductory period shall be subject to all regulations and restrictions
applicable to probationary/introductory employees as set forth in the City Personnel Manual.
SECTION 1.02 Definitions
Duty Chief. An Assistant Chief on duty or other Fire Department staff assigned to carry out the
responsibilities and duties of an Assistant Chief while on duty.
Fire Chief. The Fire Chief or their designee.
Member. A member of the Union.
SECTION 1.03 Union Business
1. General Provisions. The City and Department recognize the following for duly elected or
authorized representative of the Union. The City will pay members who are already on
duty and who serve as Union representatives for time spent on labor/management
meetings with City representatives, grievance meetings and/or representing employees
during investigatory interviews, provided such task does not take away from the
immediate required duties of the Union representative in their capacity as a Firefighter,
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Driver, or Captain. The pay does not apply to Union representatives who are already off
duty and /or summoned to the need of a member from an off-duty capacity. All other
Union business shall be performed either off-duty or while on duty, but only during
unstructured time while at a station.
2. Union Meetings. JCFD Fire Stations may be used to conduct Union Meetings. One member
from each station shall be permitted to attend the meetings in person. Virtual
participation is permitted for all other on-duty members. On-duty Members shall always
be “ready to respond” for calls. Meetings will be scheduled and approved with the Duty
Chief in advance outside the normal working hours.
SECTION 1.04 Payroll Deduction of Union Dues
The City agrees to withhold Union dues on a bi-monthly basis from all union members who have
authorized the withholding by the completion of an appropriate form to be kept on file in each
individual’s personnel record. The amount withheld will be paid to the union on a time frame
that coincides with the pay periods, less the administrative fee charged to cover the cost of the
service. The City will provide full accounting documentation on the transactions covered by the
section. The Union agrees to keep the Employer informed of the amount of individual monthly
dues to be withheld and to notify the City at least thirty days (30) in advance of any change in the
amount withheld. The Union agrees to provide signed withholding forms to the City and to pay
fifty cents ($0.50) per month per individual for the City’s administrative cost. The Union agrees
that this payment for services shall be withheld from the monthly dues check from the City.
SECTION 1.05 Bulletin Boards
The Union shall be permitted to continue to maintain a Union bulletin board at each of the
Stations. Union bulletins, Union materials, and communications of interest to members shall be
permitted to be posted on this board. No derogatory material shall be posted on the Union
bulletin board. Such bulletin board shall not be used for private commercial purposes.
SECTION 1.06 Joint Labor Management Committee (JLMC)
There shall be a JCFD Joint Labor Management Committee consisting of at least the Fire Chief or
his designee, Union President, or his/her designee, and one additional Union Member. The JLMC
shall meet as frequently as the Fire Chief and Union President deem necessary. Both parties may
meet to discuss matters of mutual concern as they pertain to this agreement. Recognizing the
City’s management rights as addressed in Section 2.01 of this Agreement, it is understood and
agreed that all decisions of the JLMC are advisory only. Elected Union Officers or other designated
members, shall be allowed to participate in JLMC meetings while they are on duty without being
required to utilize earned leave to attend said meetings. There shall be no additional cost to the
City for any member to participate.
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SECTION 1.07 Union Representation
1. Right to Representation. The Union agrees that its members shall comply with all City and
Fire Department rules and regulations. It is agreed that a Member shall be entitled to
have Union Representation during a grievance, disciplinary procedure, or conflict
resolution (where the conflict involves a Member and non-Member City employee or
official).
a. Grievance shall be defined as a dispute or difference of opinion raised by an
employee covered by this Agreement against the City involving the member as to
the meaning, interpretation, or application of the express provisions of this
Agreement. Such a grievance shall be processed expeditiously according to the
procedures set forth below.
b. Disciplinary Procedure shall be defined as any procedure governed by Section 16-
6 of the City Personnel Policy Manual which may result in a Member being
subjected to discipline.
c. Conflict Resolution shall be defined as procedures defined in Section 17-1 of the
City Personnel Policy Manual designed to resolve conflicts between employees of
the City of Jefferson.
2. Procedure. Should the Member request Union representation, the City shall grant the
request and delay the process up to two hours until the Union Representative arrives.
Prior to the process continuing, the Union Representative shall have a chance to consult
privately with the Member.
3. No Harm. A Member shall not be subject to any disciplinary action for requesting Union
representation.
4. Member Participation. It is agreed that having a Union Representative present does not
negate the Member’s responsibility to participate in any investigative process during the
disciplinary proceedings.
5. Selection of and Conduct of Union Representation. The selection of the Union
Representative will be made by the Union. The Union Representative may observe the
interview, and with the Member’s consent, may request to confer privately with the
Member, or speak on the Member’s behalf provided nothing herein shall relieve a Member
from any obligation to communicate with City/Departmental staff.
SECTION 1.08 Display of Union Insignia
1. A single Union decal, supplied by the Union, no greater than 2” diameter or 1.5” by 3”
rectangular, may be placed on the rear brim of the helmet.
2. A patch representing the Local 671 may be placed on the right shoulder of the Class A
jacket. That patch will be no larger in width or height then the issued JCFD patch and
supplied by the Union.
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ARTICLE 2 - MANAGEMENT RIGHTS
SECTION 2.01 Management Rights
Except as otherwise expressly provided in this Agreement, the City retains the right to manage
the Department, both directly and as delegated to the City Administrator and Fire Chief in
accordance with Article 21 of the Personnel Policy Manual, including but not limited to the right
to:
1. Determine the mission of the City and the Department;
2. Direct the working forces;
3. Hire, classify, assign, promote, and transfer employees;
4. Suspend, demote, discipline, and discharge employees;
5. Relieve employees from duty because of lack of work or other legitimate reasons;
6. Change existing methods, operations, facilities, equipment, and type or number
of personnel;
7. Promulgate, make, change, and/or revoke reasonable personnel rules,
regulations, policies, and work and safety rules consistent with this Agreement
and applicable law;
8. Assign work to bargaining unit and/ or civilian support personnel;
9. Maintain and/ or take steps to enhance the efficiency of the operation of the City
and the Department;
10. Plan, direct, control and determine the operation or services to be conducted in
and by the employees of the City;
11. Set standards for service offered to the public;
12. Take whatever actions may be reasonably necessary to carry out the mission of
the City and the Department;
13. Nothing herein shall modify any employee’ s status as being employed on an at-
will basis, provided no Member outside of their probationary period shall be
terminated until after the completion of a disciplinary procedure as set forth in
the City’s Personnel Procedure Manual, as amended.
Section 2.02 Rights and Responsibilities
The foregoing powers, rights, authority, and responsibilities, and the adoption of policies, rules,
regulations and practices in furtherance thereof shall be exercised in conformity with this
Agreement by the City’ s selected management personnel. Failure of the City and/or Department
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to exercise any of the Management Rights enumerated above does not diminish the future ability
to exercise such Management Rights.
Section 2.03 – Operation of Law
Nothing in this Agreement shall be interpreted or construed in a way that would prevent the City
and/or the Department from complying with any duty or obligation placed upon the City and/ or
Department by operation of law.
Section 2.04 – Lateral Entries and Rehires
1. Lateral Entry candidates are defined as Firefighters currently or previously employed with
other career fire departments. Applicants must have been a full-time non-probationary
firefighter with at least one (1) year of experience as such to be considered for a lateral
transfer into the rank of Firefighter. Applicants will not be considered for lateral transfer
if the intended separation from their recent employer or any prior employer is due to
pending termination related to disciplinary action. The lateral transfer program is not
guaranteed for all entry-level firefighters with prior fire department experience. Eligibility
criteria for selection into the lateral transfer program are at the sole discretion of the City
Administrator and subject to change as determined by the City Administrator. The
beginning salary shall not exceed the salary of an existing Member with the same
uninterrupted years of service and education.
2. The City may rehire former fire suppression employees of the Department; provided that
the City Administrator may credit such employee with years in service and ranks achieved
in a career fire department, further provided the salary upon rehire shall not exceed the
salary of an existing Member with the same rank, uninterrupted years of service, and
education.
Section 2.05 Control Over City Property
A. The City shall retain exclusive control over all intangible City property, including City or
Fire Departmental logos, insignia, seals, flags, badges, websites, and social media
accounts. Neither the Union nor any member or group of members shall use, display,
publish, modify, or manipulate such for Union or individual uses or purposes without the
express approval of the Fire Chief (if relating to the Fire Department) or the City
Administrator (if relating to the City generally). In addition, neither the Union nor any
member or groups of members shall use any City equipment, vehicle, apparatus, facility,
or structure, or the likeness or image of such, for any Union or individual purpose without
express approval of the Fire Chief or City Administrator, as may be appropriate. Nothing
herein shall apply to the sharing or distribution of media created by third parties, so long
as such third parties are not being used to circumvent the intent of this section. Such
approvals may be given or withheld in the sole discretion of the Fire Chief or City
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Administrator and the denial of such requests shall not be a grievable act under this
Agreement. The provision regarding likenesses or images of City equipment, vehicles,
apparatus, facilities, or structures shall not apply to purely private, personal uses of such
likenesses or images by a member consistent with Section 3-11(a) of the Personnel Policy
Manual.
B. Notwithstanding anything in Paragraph A, nothing in this Section shall operate to abridge
a Member’s right to speak about matters of public concern or a Member’s right to bring
matters of public concern relating to the safety or condition of City equipment, vehicle,
apparatus, facility, or structure to public attention by publishing, sharing, or distributing
any image, likeness, or description without prior approval, regardless of whether such
image, likeness, or description includes any City equipment, vehicle, apparatus, facility,
or structure.
Section 2.06 Control Over City Information
City retains the exclusive right to communication regarding initial incident response information,
departmental information and news, City information and news, and departmental or City
operations (collectively, “City Information”), and as such neither the Union nor any Member shall
disseminate or publish any information, data, report, document, picture, or video related to such
City Information without approval of the Fire Chief, provided nothing herein shall prohibit the
Union or any Member from sharing or republishing any information already made publicly available
by the Department or City.
ARTICLE 3 - WORKING CONDITIONS
SECTION 3.01 Employee Policy Manual & Standard Operating Guidelines
1. The Union agrees that the bargaining unit members will comply with all rules,
regulations and ordinances of the City or of the Fire Department not expressly restricted
by this Agreement thereof.
2. The “Personnel Policy Manual” as referenced in this Agreement means the City of
Jefferson Personnel Policy Manual, as amended. The City retains its exclusive authority
and discretion to amend any provision of the Personnel Policy Manual as it deems
necessary or desirable.
3. The “Jefferson City Fire Department Policy Manual” of the Jefferson City Fire
Department is published by the Fire Chief, and those guidelines shall be followed. The
Fire Chief reserves the right to amend the JCFD Policy Manual as he or she deems
necessary and appropriate.
4. In the event that there is a conflict between this Agreement and any part of the
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Personnel Policy Manual, the JCFD Policy Manual, or other City documents referenced
herein, the terms and conditions set forth in this Agreement shall be controlling.
SECTION 3.02 Hours of Duty
1. A single shift as discussed in this agreement shall be classified as twenty-four (24) hours.
A duty cycle shall be two consecutive shifts. A shift will begin at 06:30 and continue for
24 hours.
2. JCFD personnel work a rotating duty cycle schedule, as demonstrated by Shifts AA-BB-CC.
During this period covered by this agreement, the FLSA pay cycle shall be 14 days in
length.
3. The maximum consecutive hours worked by any one person shall be 72 hours. Exceptions
may be made by the Fire Chief for non-safety sensitive assignments, such as training.
4. Generally, the “Normal Working Hours” for the JCFD shall be from 0800-1700 hours,
Monday through Saturday, The City/Fire Department shall make all reasonable efforts to
schedule inspections, training, public relations events, maintenance, and similar non-
emergency duties during this time frame. The Union recognizes that on occasion these
events, plus requests from the community and/or the availability of unique training
opportunities, may present themselves that requires participation outside normal
working hours. As such, the Union acknowledges that the scheduling of such events shall
not constitute a violation of this Agreement and shall not be subject to the grievance
process set forth in Section 3.10.
5. Daily Scheduling. Daily scheduling shall be as provided in Departmental policy as follows:
0630 All Call
Off going shift released
All personnel will be prepared for shift change/out of bed unless addressed
below.
0700 Alarm Test/Station Radio to “Day Mode”
Apparatus to CM when required Begin Station Watch
0800 Regular Station Duties
Apparatus Checks
Station Maintenance/Clean up
Begin Company Inspections/ Training when required
Other company or Station Projects
1100 Meal prep may begin
1300 Resume Assigned Duties
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1600 Physical Fitness Training
1700 Meal prep may begin
1900 Station maintenance
2000 Radios to “Night Mode”
End of Station Watch
a. Daily schedule will be maintained Monday-Saturday. Sunday will be reserved for
unfinished projects or other special events as needed. Station watch will be
maintained while personnel in-station from 0700-2000. All personnel should be
in uniform by 0700.
b. If call load requires the modification of the daily schedule, the Station Officer will
notify their shift commander of the modification needed and when the company
will resume normal duties.
c. Station maintenance is required daily to maintain the station for public use.
d. Alternative physical fitness training times are 0700-0800 or 1100-1300 with the
approval of the company officer.
e. Class C or higher uniform is required during the hours between 0700-2000, except
for physical fitness activities.
f. Reasonable and irregular departures from daily scheduling guidelines shall not
constitute a violation of this Agreement and shall not be subject to the grievance
process set forth in Section 3.10.
g. These daily schedule guidelines shall not apply to City-recognized holidays.
h. Company level training is encouraged at any time.
i. Major emergency events and inclement weather days may require modifications
to daily scheduling.
6. Shift Exchange. As set forth in the FLSA, shift exchanges shall be permitted, and the City
shall hold no liability on shift exchanges. Time exchanges may be voluntarily undertaken
between qualified employees with approval of the Duty Chief. Members shall reasonably
endeavor to submit time exchanges to the Duty Chief or their designee no later than 1600
of the previous shift. Members shall reasonably endeavor to provide notice of time
exchanges after the start of a shift to the Duty Chief or their designee no less than one
hour of such exchange. Responsibility for arrangement for the settlement of such time
rests with the Members involved. No obligation shall be placed upon the City for such
settlements. Should the member working as the result of a time exchange need to utilize
sick leave, the sick leave will be deducted from the balance of such member.
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SECTION 3.03 Overtime
1. Hours Worked/Compensatory Time.
a. The City utilizes a 14-day work period, requiring that personnel are paid FSLA
overtime under such a plan for all hours worked in excess of 106 hours in a 14-day
pay cycle, as set forth in section 7(k) of the Fair Labor Standards Act.
b. Hours worked shall include hours actually worked on the City's behalf; in that hours
that are compensable but not worked, such as sick, vacation, and other special
leave, do not count toward a member’s total hours to calculate that members’
overtime threshold in any given work period.
c. Notwithstanding b above, any hours worked by a Member under the following
circumstances shall be compensated as premium pay, which shall be 1.5 times the
Member’s regular hourly rate as defined under the Fair Labor Standards Act:
i. Hours worked due to an increase in staffing level by the Fire Chief.
ii. Hours worked due to incident call back of a Member.
iii. Hours worked to ensure constant staffing at minimum staffing levels.
2. Extraordinary Circumstances. The City may, in its sole discretion, authorize additional
overtime for staffing above and beyond the minimum staffing standards set forth in this
Agreement if it determines that the threat of severe weather, civil unrest, the existence
of natural or man-made disasters, acts of terrorism, special events or any other
circumstance as determined in the sole discretion of the Fire Chief that requires a
force size greater than provided for by the minimum staffing standards set forth in his
Agreement. The authorization of additional overtime for said circumstances shall not be
precedent setting, and the assignment of said overtime shall be done as set forth in the
Subsection 1(c) of this Section, Personnel Policy Manual, and FLSA. The Fire Chief retains
the right to cancel any and all time off to ensure staffing needs in the circumstances
described herein.
SECTION 3.04 Reduction-In-Force
Lay-offs shall be in accordance with the Personnel Policy Manual. Members who are laid off in
order of reverse seniority shall be placed on a recall list for up to eighteen (18) months. Members
shall be recalled in seniority order. Those same members shall be required to notify the City
whether they accept recall within seventy-two (72) hours after receiving a recall notice, and shall
have a maximum of fourteen (14) days to report for duty. Any member who declines recall, or
who does not report for duty within the specified time period shall be removed from the recall
list.
SECTION 3.05 Personnel Transfers
Members may request to change shift assignments. The change request must be signed and
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submitted to the Fire Chief. Such changes in assignments are subject to final approval by the
Fire Chief, recognizing that assignments are subject to ensuring proper staffing for all shifts as
determined by the Fire Chief. When any vacancy occurs, any incumbent members who so desire
may request to be transferred to the vacancy. The Fire Chief may approve the transfer,
recognizing that assignments are subject to ensuring proper staffing for all shifts as determined
by the Fire Chief.
SECTION 3.06 Health & Wellness
1. General Provisions. Subject to appropriation by the City Council, the City will provide an
annual Health, Wellness and Fitness Screening and Physical Agility Test, as well as a Heavy
Metal testing every five years. The screening shall comply with NFPA 1582 and 1583, as
well as the Joint Labor Management Wellness-Fitness Initiative in its most current
edition, subject to annual appropriation. The Union agrees that it is a condition of
continued employment that all Members participate in this screening. The City agrees
that it will adhere to all the principal tenants of the Initiative, and that the goal of the
program will be to assist all Fire Fighters to obtain a high level of wellness and fitness.
2. Non-punitive. The City agrees that it is the intent that the annual Health, Wellness and
Fitness Screening and Physical Agility Test should not be used in a punitive manner. The
Union agrees that should a Member be deemed to not be medically fit for duty, or should
a Member refuse to regularly participate in daily fitness activities, or should a member
refuse to participate in the annual Health, Wellness and Fitness Screening and
Physical Agility Test, administrative or disciplinary actions taken shall not be considered
punitive.
3. Access to Fitness Equipment. The City agrees to provide appropriate physical fitness
equipment at each fire station.
4. Wellness Program. Members shall receive wellness incentives/rewards that are
equivalent to the incentives/rewards that other city employees receive. If wellness
incentives/rewards are awarded to general city employees on a 1-hour basis, the same
incentives/rewards will be awarded to Union members on a 1.4-hour basis. For instance,
if a general city employee receives a 1-hour wellness incentive, then Union members
shall receive a 1.4-hour wellness incentive for the same achievement.
SECTION 3.07 Training
1. Records. Fire Administration shall provide, upon written request, a written report of a
member’s training records, to include EMS records, within fourteen (14) days of such
request, provided that the member’s EMT/Paramedic License expiration date is within
ninety (90) days of the request date. This provision may be fulfilled by a self-service
system if provided by the City.
2. Continuing Education. The City will provide, at its cost, continuing education at the sole
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discretion of the Fire Chief. If scheduled department provided training is missed by a
Member it will become their responsibility to schedule make up times.
SECTION 3.08 Uniforms, Appearance, and Equipment
1. General Provisions. But for the following provisions, the City and Department Policy
Manual shall be controlling with regard to uniforms and equipment:
a. The City shall furnish uniforms and equipment for fire suppression personnel
deemed necessary by the Fire Chief.
b. Fire personnel shall be allowed to purchase their own personal protective
equipment with respect to leather bunker boots, suspenders, gloves, glove
holders, belts, and helmets, as long as the accessories meet all safety standards
and each Member receives prior approval from the Fire Chief. The Fire Chief may
condition such approval on the return of City-issued personal protective equipment.
c. When a Member leaves City employment, for any reason such as resignation,
retirement, dismissal or layoff, he or she shall return all issued uniforms and
equipment to Fire Administration.
2. Tattoos/Scarification/Body Modification. Firefighters shall not have visible
tattoos/scarification/body modifications on their head, face, or neck areas above the
collar of their Class C uniform (excluding tattoos for natural looking cosmetic
enhancements, such as eyebrows, lips, eye liners and wedding bands). Firefighters shall
not be required to cover or conceal any tattoos that are located on their arms or legs
unless such tattoos contain offensive words, nudity/sexual acts, obscene messages,
slogans, or pictures. Such tattoos shall be covered at all times by department-issued long-
sleeve T-shirts or pants while on duty. The City Administrator shall be the final arbiter of
whether a tattoo contains offensive words, nudity/sexual acts, obscene messages,
slogans, or pictures; such determination by the City Administrator shall not be grievable
under this Agreement and the Union shall indemnify and hold harmless the City against
any claim by a member related to such determination.
3. Uniform Policy. While in the fire stations before 0800 and after 1700, and during rest
times and on weekends, while not training or performing safety-related work, members
shall be permitted to wear shoes other than department-issued safety boots/shoes. The
member acknowledges and holds harmless the City of any workers compensation claims
for injuries while wearing such non-safety shoes.
SECTION 3.09 Grievances
1. A “grievance” for the purpose of this Article shall mean any dispute over the application
and/ or interpretation of this Agreement. A grievance, outside the purpose of this Article,
shall be brought to the attention of the supervisor or supervisors under the procedures
set forth in the Personnel Policy Manual. The Union, for the specific purpose of a
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grievance in this Article, shall be the only party permitted to file grievances. The City or
Department shall not accept or process grievances filed by individual members. Individual
members shall submit their potential grievances to the Union for evaluation. The Union
shall evaluate potential grievances and file grievances as required by the standards of its
duty of fair representation.
2. Procedures:
a. Step 1: Within seven (7) days of the date that a potentially grievable offense has
occurred or become discoverable to the member(s), the member(s) shall contact
the Union for guidance. The Union shall meet and confer with the affected
member’s Duty Chief within (7) days of notice from the member to gather all
pertinent facts relating to the potential grievance. If the meet and confer fails to
resolve the grievance, the Union shall provide the Duty Chief a written notice of
the grievance. The Duty Chief may transfer the grievance to the appropriate
Division Chief where the grievance is within the Division Chief’s area of
responsibility. The Duty Chief or the applicable Division Chief shall render an initial
written decision within seven (7) calendar days of the written notice. If the Union
is not satisfied with outcome of the discussion, the Union shall proceed to Step 2.
i. When a grievance is identified by the Union as being general in nature, in
that it applies to more than one (1) member reporting to different Duty
Chiefs in the chain of command, such a grievance shall proceed directly to
Step 2.
b. Step 2: A written grievance shall be presented to the Fire Chief within seven (7)
calendar days of the date of the Union’s meeting with the Duty Chief in Step 1.
The grievance shall identify the specific article of the contract in question and also
a summary of the factual basis for any claimed violation, any witnesses and/or
necessary documents. The Fire Chief shall provide a written determination within
seven (7) calendar days. If the Union is unsatisfied with the Step 2 answer, the
Union may proceed to Step 3.
c. Step 3: If the Union remains dissatisfied with the Step 2 answer, they may, within
seven (7) calendar days following receipt of the Step 2 answer, appeal the
grievance to the City Administrator. All grievances submitted to the City
Administrator shall be set forth in writing as outlined in Step 2 and a copy shall be
transmitted by the Union to the City’s Human Resources Director. The City
Administrator shall provide a written response to the Union within seven (7)
calendar days.
3. If at any time a member(s) represents that such member(s) is satisfied with the resolution
of a grievance, the Union shall be deemed to have fulfilled its duty of fair representation
and no further process by the Union is authorized.
4. Any unresolved grievance processed through the grievance procedure may be submitted
for action in the circuit court as a judicial review of an uncontested case under Section
536.150 RSMo. within thirty (30) days of the City Administrator’s written decision.
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SECTION 3.10 Discipline and Discharge Procedures
The Union agrees that discipline of Members, when deemed necessary by the City, shall be
administered in accordance with the City’s Personnel Policy Manual. Discipline and discharge
shall not be subject to the grievance process.
SECTION 3.11 Policies and Guidelines
JCFD policies and procedures are established by the JCFD Policy and Procedures Manuals. The
Union may propose changes to any existing JCFD Policy on behalf of members, or propose the
creation of a new Policy, in accordance with this Section. Prior to implementing any amendment
or new policy, the Fire Chief shall provide a copy of such amendment or new policy to the Union
members of the JLMC for comment and review, which shall be returned to the Fire Chief within
fourteen (14) days. Upon receipt of such comment and review, any amendment or new policy
may or may not be implemented by the Fire Chief in the Fire Chief’s sole discretion. These
provisions shall not apply to interim directives. The Union shall have the right to confer with the
City Administrator regarding any new or amended policy implemented by the Fire Chief under this
provision.
SECTION 3.12 Promotions and Hiring
The filling of vacancies in ranks of Firefighter, Driver, and Captain and promotions to the ranks of
Driver and Captain shall be done in accordance with the Personnel Policy Manual, the JCFD Policy
Manual, and Jefferson City Ordinance 15715, but for the modifications set forth in this agreement:
1. Timeliness of Hiring. The filling of full-time line-level permanent vacancies shall be
endeavored to take place within ninety (90) days of a Member vacating their position. If
a vacancy is not filled within 90 days, the Fire Chief shall provide written notice to the
Union upon request. This provision shall only be effective where there exists a list of
qualified applicants for hiring.
2. Timeliness of Promotions. The filling of full-time line-level promotions shall be
endeavored to take place within sixty (60) days of a Member vacating their position. If a
promotion is not filled within 60 days, the Fire Chief shall provide written notice to the
Union upon request. This provision shall only be effective where there exists a list of
qualified applicants for promotion.
3. Union Participation. The Union retains the right to have a member of the Union’s choice
to sit in on the hiring and promotional process as one of the line rank personnel required
by ordinance. The Union representative may serve in this capacity on an off-duty basis.
However, if the Union representative is already on shift during such service time, the Union
Representative may serve while on duty.
4. Promotional Procedure. The following procedure shall govern all promotions to Driver and
to Captain within the Fire Department:
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a. All examinations shall be impartial and shall relate to those matters which fairly
test the candidate to discharge the duties of the position to be filled.
b. Examination material for each exam shall consist of a maximum of three (3) texts.
All promotional testing study material such as books/software shall be furnished
no less than 6 months prior to the testing dates. Study materials will be made
available to Members for check-out at Fire Administration.
c. Promotional examination dates shall be announced via email to the entire
department no less than ninety (90) days prior to the testing date.
d. Promotional examination scores shall be emailed to each test taker within 3 weeks
(21 days) of the completion of written and/or practical testing and shall not be
unnecessarily held until the completion of all tests. For example, if written testing
is completed and the practical test is not scheduled for another 30 days, then the
written test results shall be sent to the testers prior to the practical test being
completed.
e. Members with leave scheduled prior to the public announcement of any exam
dates that conflict with the exam dates shall be allowed to schedule makeup
exams.
SECTION 3.13 Strikes and Lockouts
1. The Union agrees that neither it nor any of the members covered by this Agreement will
collectively, concertedly or individually engage in or participate in any strike, slowdown,
work stoppage, sick out, sympathy strike, illegal picketing, or other action or omission
that interferes with the work or efficient operation of the Department.
2. The City agrees that it will not lock out any of the members covered by this Agreement.
3. In the event of a strike, slowdown, work stoppage, sick out, sympathy strike, illegal
picketing, or other action or omission that interferes with work of the efficient operation
of the Department, the Union shall, upon receiving notice thereof, immediately give oral
or written directives, with a copy to the Department, instructing those members engaged
in such activity to immediately cease their strike, slowdown, work stoppage, sick out,
sympathy strike, illegal picketing, or other activity and return to their assigned duties
immediately at the discretion of the Department.
a. The Union’s communication shall warn that a failure to cease prohibited activities
and return to their assigned duties as directed will continue to expose them to
disciplinary actions, including termination, as the Department deems appropriate,
and to civil action for material breach of this Agreement.
b. The failure of the Union to promptly so act, after notice by the Department, shall
be construed to mean the Union sanctioned or condoned the actions of the
members involved. If the Union does promptly so act, such actions shall be
construed, absent other inconsistent acts by the Union, to demonstrate that it did
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not sanction or condone the unlawful and/or prohibited acts.
4. The City may exercise its ability to withdraw recognition of the Union as set forth in Article
1 if the Union sanctions or condones the actions of the omissions prohibited by this
Section.
SECTION 3.14 Internet, Cable & Communications
The parties agree upon the following provisions regarding the use of the internet, cable, and
other forms of communication by on duty Members of the JCFD:
1. The City will provide access to wireless internet at each station.
2. The City shall allow the use of personal electronic and communication devices, provided
such use does not interfere with departmental operations or violate City or department
policies.
3. The use of Member’s cell phones, internet devices, televisions, email, text messages and
social media services shall be governed by the respective provisions applicable to City
employees contained in the Personnel Policy Manual.
SECTION 3.15 Station Maintenance, Repair and Furnishings
The parties agree upon the following provisions regarding the maintenance, upkeep, repair, and
furnishing of the JCFD firehouses:
1. Members shall be responsible for the cleaning and maintenance of their assigned bedding
and bedroom.
2. The City shall provide and maintain each fire station’s interior with appliances, furniture,
furnishings, and accessories.
3. Cleaning appliances, laundry detergent, fabric softener, dryer sheets, dish-washing
detergent, etc. shall be provided by the City for bed linens, towels, uniforms, turnout gear,
and dishes.
4. Members shall not be required to perform duties for the City in lieu of hiring a licensed
professional for any major building repairs or additions which would require a permit by
city code.
5. Members shall clean and maintain all living areas, bunk-rooms, offices, and apparatus
bays, including those facilities located at the Hyde Park Training Facility in accordance with
department policies set forth by the Fire Chief. Cleaning products deemed necessary to
maintain JCFD stations shall be provided by the City for the purpose of station cleaning.
6. Members shall only be required to maintain the building and grounds of each 24-hour,
staffed fire station and the Hyde Park Training Facility, except Members shall not be
required to cut grass at Hyde Park Training Facility.
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SECTION 3.16 Minimum Staffing
1. The parties agree that the regular staffing level for the Jefferson City Fire Department shall
be set at twenty-three (23) and the minimum staffing strength shall be set at nineteen
(19) fire suppression personnel per shift occupying the positions of Firefighter, Driver, and
Captain. A modification of this number may be made by the Council by ordinance at any
time based on evaluation of the needs for staffing strength sufficient to protect the City.
2. Members shall be called to report when strength is below minimum staffing levels based
on the needs of the department for particular classes of individuals and particular training
on any given shift. Minimum staffing strength shall be achieved primarily within rank,
first voluntary, then mandatory. For example, Captains will be called back to fill Captain
positions, Drivers will be called back to fill Driver positions, and Firefighters will be called
back to fill Firefighter positions. The Fire Chief may in their discretion allow for out-of-
rank minimum staffing where the Fire Chief determines such is in the best
operational, organizational, or fiscal interests of the City and Fire Department.
Persons on leave who are assigned to work to maintain minimum staffing strength, either
voluntarily or mandatory, shall be compensated for both leave time and time worked.
3. The City shall maintain a single rotating list for the purposes of maintaining minimum
staffing strength. Persons of the appropriate rank who have volunteered will be selected
in a reverse chronological order from the date last worked to maintain minimum staffing
strength. When no volunteers are available, members will be selected on a mandatory
basis in reverse chronological order based on date last worked to maintain minimum
staffing strength, provided that members who are on leave shall be excluded from
mandatory minimum staffing.
SECTION 3.17 Increases in Staffing
1. The Fire Chief may, at their discretion, increase minimum staffing for non-routine events
when:
a. It is necessary to dedicate personnel to provide for the safety of an event or;
b. The anticipated attendance creates the need for increased protection or may
delay emergency services; and
c. This staffing will last longer than 4 hours; and
d. Personnel dedicated to providing services at the event cannot, in a reasonable
time, return to service.
2. Staffing for Preplanned Non-Routine Events. Notice of a raise in minimum staffing levels
for preplanned non-routine events will be relayed to the members as soon as practicable.
The Union commits to providing assistance in scheduling personnel for preplanned non-
routine events. The minimum staffing procedure shall be used to fill positions at these
events if not first filled through voluntary means on a first-come first-served basis. By
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working during a non-routine preplanned event, a Member who would have otherwise
been off-duty will be moved to the bottom of the minimum staffing roster.
SECTION 3.18 Residency Requirement
To ensure the availability of Members for call back, minimum staffing, and response to emergency
situations, Members shall be required to maintain their primary residence within twenty-five
miles of City limits (air miles) or a forty-five-minute drive of Fire Station 1. This distance shall be
measured by any commercially-available mapping program or service approved by the Director of
ITS utilizing the address of the Members’ residence as the starting point and the address of Fire
Station 1 as the end point.
Section 3.19 Staffing Generally
Members agree to be called back to work beyond a normal duty cycle for emergency situations
or to maintain minimum staffing strength in accordance with this Agreement and the Personnel
Policy Manual.
ARTICLE 4 - COMPENSATION
SECTION 4.01 Wages and Compensation
A pay plan for the members of the Union is hereby established and is attached to this Agreement
as Appendix 1 and made a part hereof by reference. Wage rates will be adjusted during the term
of this Agreement in accordance with Appendix 1.
SECTION 4.02 Step-Up Pay
1. Any person covered by this Agreement who is assigned the responsibilities and carries out
the duties incidental to a position or rank senior to that which the Member normally
holds, for a minimum of 10 hours, shall be paid a daily “step-up” of forty dollars ($40.00).
Only one step-up may be paid to a member per shift except as provided herein.
2. In the event a Member performs as an instructor for departmental training while on their
regularly scheduled shift, the Member shall be paid forty dollars ($40.00) for each shift in
which the Member performs as an instructor, provided a Member who is receiving a
special incentive to serve as a shift training officer shall be ineligible for step-up for
instructing.
3. Two step-ups may be paid to a single Member in the event that a Member serves out of
rank as described in Paragraph 1 and that Member also serves as an instructor as
described in Paragraph 2, both in a single shift.
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4. Members who are working to maintain minimum staffing strength are not eligible to
receive step-up pay.
SECTION 4.03 Benefits
Members shall be provided with benefits such as comprehensive major medical, prescription
drug, vision care, dental insurance, and life insurance, at levels no worse or less valuable than
those made available to general City employees.
SECTION 4.04 Pension and Retirement
Members shall be provided pension and retirement benefits consistent with Ordinance 14747.
SECTION 4.05 Sick Leave
Sick leave usage and accrual shall be governed by City Personnel Policy Manual and JCFD Policy
Manual, but for the following provisions:
1. Members may be required to provide a physician’s note pertaining to the medical reason
for missing work to the City or Fire Administration where such Member reports
unavailable to work due to sickness for seven consecutive calendar days.
SECTION 4.06 Kelly Days
The City reserves the right to implement Kelly Days as a fiscal control mechanism. “Kelly Days”
shall be defined as a rotating day off that is granted in the pay cycle that reduces the
accumulation of overtime hours by reducing hours worked. The City shall only implement Kelly
Days upon approval of the City Council.
SECTION 4.07 Vacation Time
1. General Provisions. The use and accrual of vacation time shall be governed by the
Personnel Policy Manual except as explicitly provided in this Agreement.
a. Vacations will be scheduled in December for the upcoming year on a rotating basis
by seniority as defined by time with the Fire Department.
b. Vacation may be canceled or postponed by the Fire Chief to maintain minimum
staffing, in the event both voluntary and involuntary procedures fail to produce
sufficient personnel for duty.
c. Military leave may be utilized by a Member even when two (2) vacations are
previously scheduled. Military leave dates will be provided by the Member for
each year as soon as dates are available.
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d. When a shift transfer occurs, the individual affected will have to reschedule to an
available date, trade time, or carry over vacation time to the following year as
provided in the City Personnel Policy Manual unless the transfer assignment was
not at the Member’s request. Individuals transferred pursuant to promotional
changes shall have their previously scheduled vacation days honored to the extent
they do not disrupt the operations of the department. This includes the honoring
of the calendar time off regardless of the shift schedules.
2. Annual Vacation Scheduling.
a. There will be no more than two (2) members on vacation at a time without explicit
approval of the Fire Chief, subject to provisions of Paragraph 4 below.
b. Members will pick vacation dates using employment seniority by shift to
determine the selection order.
c. The first four (4) vacation picks will be based on projected annual accrual rate of
vacation time for the individual for the upcoming year. No person may schedule
more vacation than can be accrued in the calendar year or have scheduled more
hours than can be accrued to the day in question.
d. On first pick, no member will pick more than one hundred forty-four (144) hours
[six (6) shifts] of vacation during the first round of vacation selection and must be
picked in forty-eight (48) hours [two (2) shifts], ninety-six (96) hours [four (4)
shifts], or one hundred and forty-four (144) hours [six (6) shifts] in consecutive
increments.
e. On second pick, no member will pick more than ninety-six (96) hours [4 shifts] of
vacation and must be picked in forty-eight (48) hours [two (2) shifts] or ninety-six
(96) hours [four (4) shifts], during the second round of vacation selection and must
be picked in consecutive increments.
f. On third pick, members can pick vacation in twenty-four (24) hours [one (1) shift],
or forty-eight (48) hours [two (2) shifts] increments. No member will pick more
than ninety-six (96) hours [four (4) shifts] of vacation during the third pick and
must be in consecutive days.
g. On fourth pick, members may pick vacation in twenty-four (24) hours, [one (1)
shift]; forty-eight (48) hours [two (2) shifts] increments. No member will pick more
than ninety-six (96) [four (4) shifts] of vacation during the fourth round and must
be picked in consecutive days.
h. Members will be given no less than 24 hours of notification when the vacation
selection process for their assigned shift will begin. Members will be required to
have their first and second selection available at the time selection begins.
Members who do not report picks when notified shall be considered to have
passed until round three.
i. After 4 rotations members may pick a day or days that have carried over from the
previous year. Members can pick any amount of hours in 24 or 12 hour (either
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0630-1830 or 1830-0630) increments, but the picks must be consecutive. The
picks will continue in a rotation, based on seniority, until all members have stated
they have completed their picks.
j. The vacation selection process will now be complete and the calendar is closed
until two cycles before the first shift of the year. The completion of the process
will be relayed to all members.
3. Additional Vacation Selection and Cancellation.
a. No member may schedule more total vacation leave than their current vacation
balance and total to be accrued to the day of the leave.
b. Vacation leave may be granted in 12-hour or 24-hour periods, with those 12-hour
periods spanning either 0630-1830 or 1830-0630.
c. Open vacation leave periods will be granted in order requested.
d. To give all Members notice of the opportunity to participate in minimum staffing
and use accrued vacation, cancellation of a Member’s scheduled vacation leave
for their next duty cycle shall not be allowed after 1600 of such Member’s duty
cycle preceding the scheduled vacation.
e. Members should give advance notice to their supervisor and their Duty Chief
of other scheduled leave or changes to other scheduled leave, such as military
leave, sick leave, etc. as soon as practicable, preferably the duty cycle before the
Member’s scheduled leave.
4. The provisions of section 2(a) of this article notwithstanding, up to three individuals from
any platoon may take vacation at the same time as provided in this subsection.
a. The choice of the vacation date may be made at any time, including during the
regular picks.
b. The vacation date chosen shall not be considered approved and granted at any
time before two cycles (sixteen days) before the chosen vacation period at which
time the selection must be approved or denied by the Duty Chief. The Member
who is denied shall have priority if the requested vacation date becomes later
available.
c. The City will endeavor to keep the member informed as to the status of the
decision, however it will be the responsibility of the member to confirm with the
Duty Chief that the date has been approved.
d. After a date has been finally approved and granted, it shall be treated as a regular
vacation day for all purposes.
5. A Member who is scheduled for vacation shall not be subject to mandatory staffing except
as provided in Section 3.03.2 of this Agreement.
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SECTION 4.09 Injured or Disabled While On or Off Duty
1. Duty Related Injuries or Illnesses. Any Member who is injured or disabled while on duty
shall be remunerated by the City’s contracted worker’s compensation insurance provider,
in accordance with the City Personnel Policy Manual, except for as specifically provided in
this Agreement.
2. Physician Selection. The Union shall be entitled to having a member participate in any
competitive selection process for physicians to provide care under the City’s worker’s
compensation program.
3. Off-Duty Related Injuries or Illnesses, or Physical Restrictions. Any Member who has
temporary physical restrictions due to off-duty injuries or illnesses and is unable to
perform the duties of a firefighter may work light-duty up to 40 hours per week to off-set
the member’s sick or vacation leave usage. Members seeking a light duty assignment
should submit a written request with medical documentation to the Fire Chief for
approval/disapproval. The availability of light duty assignments shall be determined on a
case-by-case basis, at the discretion of the Fire Chief, consistent with the operational
needs of the Department. Nothing in the Agreement shall require light duty to be paid at
1.5 times a Member’s regular rate unless required by the FLSA.
4. Location of Light-Duty. Light-duty assignments related to off-duty injuries or illnesses
shall occur at fire stations or fire administration, except that assignment may be
established outside fire stations or fire administration if mutually agreed to by the Fire
Chief, the member, and the affected departmental director, shall be in accordance with
the restrictions set forth by a treating physician, and any light duty that is performed shall
negate any Sick Leave utilized by the Member, hour for hour.
5. Return to Duty. Members returning from light duty shall be required to perform a
department physical (PAT) if their light duty assignment resulted in the Member missing
the regularly-scheduled department-mandated annual PAT.
6. Long Term Light Duty. For light duty assignments exceeding sixteen (16) weeks, if the
Member so chooses, they shall be moved to a 40-hour week starting with the next
available pay period, with a corresponding adjustment to hourly pay and leave accrual
and subject to FSLA requirements applicable to 40-hour work weeks.
7. Restrictions from Testing. When any member is subject to any
restriction/limitation/denial of clearance resulting from medical/physical tests (including
those performed by any third-party entity such as SiteMed or similar vendors performing
NFPA 1582 physicals) then the following procedures shall apply to such member’s return
to duty process:
a. The member may use accrued leave and apply for FMLA leave while working with
their personal physician, in coordination with the City third-party medical services
provider (SiteMed or similar), to return to duty.
b. The member may also request light duty according to the provisions of this
section.
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c. If the member is not released to full duty at the expiration of FMLA leave, or three
months if they have been working light duty, the City may terminate the member.
Prior to termination, the member may request the City Administrator authorize
additional time or explore options, if available, for long term disability, retirement,
or other employment opportunities with City.
SECTION 4.10 Special Duty Incentive
Special duty positions will exist with additional duties and responsibilities as outlined in the
respective job description. Personnel occupying those positions will be compensated as outlined
below at a flat rate per year paid equally over 26 pay periods. Members occupying these
positions will serve a two-year term (unless a Member is fulfilling an unexpired term) and will be
required to reapply when required. Applications are subject to approval of the Fire
Chief. Nothing in this section precludes a Member from serving as any special duty position for
successive terms, but the individual must be selected from the list of applications. A member may
only occupy one special duty incentive concurrently, except for Paramedic as set forth below.
These incentivized positions may be withdrawn if the City Administrator approves alternative
positions or mechanisms to perform incentivized duties. Positions receiving a special duty
incentive will not receive “Step-up” pay if training is listed as a job duty in the special duty job
description. Appointments to a special duty position may be subject to removal from such
special duty position upon disciplinary action.
1. Inspectors. There will be no more than six (6) positions, designated for the purpose of
inspector and each will receive $3,000 per year.
2. SCBA Technician. There will be no more than one (1) position for the department for the
purpose of SCBA maintenance and will receive $3,000 per year.
3. Grant Writer. There will be no more than (1) identified position as a grant writer and will
receive $3,000 per year.
4. Shift Training Officers. There will be no more than (3) identified positions as a Shift
training officer and each will receive $3,000 per year.
5. Paramedic. Notwithstanding any in this Section to the contrary, any Member that is
approved and able to perform the duties of a paramedic as allowed under State law and
requirements set forth by the Fire Department’s Medical Director will receive $2,000 per
year. Members seeking the paramedic incentive shall provide all necessary documentation
to the Fire Chief or their designee. The Paramedic incentive may be achieved by a Member in
addition to any other special duty incentive.
6. Escalators. The amounts set forth in paragraphs shall increase $75 each fiscal year,
provided that the escalator for the paramedic incentive shall be $50 each fiscal year.
7. Other Special Duty. The Fire Chief may create other special duty incentives when
approved by the City Administrator. Application will be taken from all eligible Members who
wish to apply for the position.
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SECTION 4.11 Funeral Leave
Members of the fire service assigned to fire suppression duty may utilize two (2) consecutive
days (full shifts) of Funeral Leave as needed for each funeral of an immediate family member.
SECTION 4.12 Military Leave
Leave for military training shall be governed by Section 14-4 of the Personnel Policy Manual,
provided that Members shall be entitled to up to one hundred and seventy (170) hours of such
leave in any Federal fiscal year.
SECTION 4.13 Outside Employment
Members shall be allowed to be compensated by any company/agency/entity, for any amount
of time outside their normally scheduled duty cycle, consistent with provisions of the Personnel
Policy Manual and the City Charter and provided that such employment does not conflict with
the Firefighter Code of Ethics and does not pose a conflict of interest.
SECTION 4.14 Critical Illness Pool
The City shall participate in the Missouri Fire Fighters Critical Illness Pool at the $300,000
Coverage Limit for eligible, full-time firefighters, so long as such program is made available and
the City is eligible to participate.
ARTICLE 5 – Conditions of the Agreement
SECTION 5.01 Savings Provision
If any provision of this Agreement, or application of such provision, should be rendered or
declared invalid, by any court or by reasons of any existing or subsequently enacted legislation,
the remaining parts or portions of this Agreement shall remain in full force and effect, and the
provisions of this Agreement shall be interpreted and implemented to render the provision in
question in compliance with the applicable law, as close to the original intent of the parties as
possible.
SECTION 5.02 Complete Agreement and Reopening Provision
1. Entire Agreement. This Agreement constitutes the entire agreement between the parties
and no other agreements or representations other than those contained in this
Agreement have been made by the parties. This Agreement shall be amended only in
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writing and effective when signed by both parties.
2. Reopening. The parties shall not be obligated to bargain collectively with respect to any
subject matter referred to or covered in this Agreement during the term of the
Agreement, but the parties may do so if each so desire.
SECTION 5.03 Successor Entities
The Jefferson City Fire Department recognizes that should the Union disaffiliate with the IAFF
and/or Local 671, that the terms and conditions contained within this Agreement will not
automatically be transferred to whatever authorized bargaining agent, if any, assumes the
representation of the Members of the union. If the transferring entity is established as the
exclusive bargaining agent of the Union as recognized by law, the City reserves the right to honor
none, part, or all of this Agreement at its discretion.
SECTION 5.04 Agreement Terms and Negotiating Extension
This Collective Bargaining Agreement shall be effective upon approval and shall remain in full
force and effect until October 31, 2026. This Agreement shall be implemented in accordance with
the following schedule: Changes to pay rates shall be adjusted for the pay cycle which is paid on May
5, 2023. Full implementation of fiscal matters, including changes to how overtime is calculated under
this agreement, shall be completed so that such full implementation is reflected in the pay cycle which
is paid on June 16, 2023. The parties acknowledge and recognize that this implementation schedule
shall require utilization of a pay cycle inconsistent with the general provisions of this Agreement.
Parties shall each hold harmless the other from any claims relating to or resulting from this non-
standard pay cycle, provided all Members shall be made whole in the event that any mistake or error
in calculation of pay is subsequently discovered. The parties shall not be required to meet earlier
than 150 days prior to the expiration of the Agreement for the purpose of negotiating a
successor Agreement.
SECTION 5.05 Evergreen Provision
This Collective Bargaining Agreement shall remain in full force and be effective during the period
of discussions and shall remain in full force and effect until such time that a successor Agreement
has been reached. This Agreement shall be automatically renewed year to year after October 31,
2026 unless either party shall notify the other in writing no later than ninety (90) days prior to
the date of termination that it wishes to terminate or modify this Agreement for any reason.
Notification of intent to modify shall include the substance of the modifications desired and
negotiations shall begin no later than June 1, 2026.
SECTION 5.06 Financial Hardship
In the event the City experiences a decline in annual gross revenue compared to the amount
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budgeted for the previous fiscal year as shown in the annual audit of the City, this Agreement
may be terminated or modified following sixty (60) days written notice. At least thirty (30) days
prior to the sixty (60) day written notice, the City agrees to notify the Union of this activity and
agrees to meet and confer in a good-faith attempt to reach agreement on the terms of this
Agreement or replacement of this Agreement, given the annual gross revenue decline. For
purposes of this article, annual gross revenue shall be defined as that revenue exclusive of grants
received by the City from all sources except City funds.
ARTICLE 6 – AGREEMENT
SECTION 6.01 Approval of the Agreement
Once the bargaining teams have reached a tentative agreement, said document shall be
presented in its entirety to the voting Members of the Jefferson City Fire Department IAFF Local
671 for approval or rejection. Should the Union report to the City that the Union has voted to
ratify the Agreement, it shall then be presented to the Jefferson City Council for consideration
and ratification.
SECTION 6.02 Reopening Upon Layoffs
In the event that economic circumstances in the City of Jefferson require a layoff of personnel in
the Jefferson City Fire Department as contemplated in Section 2.03 of this Agreement, the par-
ties may mutually consent to reopen this Agreement for the purpose of avoiding the layoff of
Jefferson City Fire Department personnel.
SECTION 6.03 Appendices and Amendments
All appendices and amendments to this Agreement, if any, shall be numbered or lettered, dated,
and signed by the responsible parties, and shall be subject to all provisions of this Agreement.
[Signature Pages to Follow]
CITY OF JEFFERSON, MISSOURI
0,41/1/7_,<_e:
, Mayor
Emily Donaldson, City Clerk
Ryan hlman, City Attorney
27
PROFESSIONAL FIREFIGHTERS OF JEFFERSON
CITY, MISSOURI, LOCAL 671 OF THE
INTERNATIONAL ASSOCIATION OF
FIREFIGHTERS, AFL-CIO
ames Noah, President
Appendix A – Local 671 Pay Plan
1. The base wage for Firefighter will be set for implementation at $45,800.
2. Each rank will have 10 steps.
3. Each step will be equivalent to an increase of 1.5% from the previous step.
4. For implementation, Years in Grade (YIG) will be calculated as whole years from promotional or hire
date to 11/1/2022.
5. Employees will begin at step 1 for their range and be moved a number of steps equivalent to their
YIG.
6. At the beginning of the next Fiscal Year for the duration of the contract, the minimum pay
and maximum pay will be raised by 1%.
7. Each employee will be advanced 1 step at the beginning of the fiscal year.
8. Employees will receive four 1.5% compounding steps on promotion (6.1%) or move to step
1 for the rank, whichever is greater.
Firefighter Fire Driver Engineer Fire Captain
Step1 $45,800.00 $53,152.77 $61,685.96
Step 2 $46,487.00 $53,950.06 $62,611.25
Step 3 $47,184.31 $54,759.31 $63,550.42
Step 4 $47,892.07 $55,580.70 $64,503.67
Step 5 $48,610.45 $56,414.41 $65,471.23
Step 6 $49,339.61 $57,260.63 $66,453.30
Step 7 $50,079.70 $58,119.54 $67,450.10
Step 8 $50,830.90 $58,991.33 $68,461.85
Step 9 $51,593.36 $59,876.20 $69,488.78
Step 10 $52,367.26 $60,774.34 $70,531.11