HomeMy WebLinkAboutCC RES 02-017 A RESOLUTION RATIFYING THE 2002- 2003 AGREEMENT BETWEEN THE CITY OF ST. ANTHONY AND INTERNATIONAL ASSOCIATION OF FIREFIGHTERS, LOCAL 3486, REPRESENTING THE ST. ANTHONY FIRE DEPARTMENT Meeting Sheet
IIIIIIVIIIVIIIVIIIVIIIVIIIIIIIIIII
104612
Box: 31
Folder: RES 2002
Document: CC RES 02-017 A RESOLUTION RATIFYING THE 2002- 2003
AGREEMENT BETWEEN THE CITY OF ST. ANTHONY AND
INTERNATIONAL ASSOCIATION OF FIREFIGHTERS, LOCAL 3486,
REPRESENTING THE ST. ANTHONY FIRE DEPARTMENT
CITY OF ST. ANTHONY
RESOLUTION 2002-017
A RESOLUTION RATIFYING THE 2002 - 2003 AGREEMENT BETWEEN THE
CITY OF ST. ANTHONY AND INTERNATIONAL ASSOCIATION OF
FIREFIGHTERS, LOCAL 3486, REPRESENTING THE
ST. ANTHONY FIRE DEPARTMENT
BE IT RESOLVED, that the 2002 - 2003 Agreement between the International Association of
Firefighters, Local 3486, representing the St. Anthony Fire Department, and the City of St.
• Anthony is hereby ratified and the Mayor and City Manager are authorized to execute the
Agreement on behalf of the City.
Adopted this day of , 2002.
Mayor
ATTEST:
City Clerk
Reviewed for administration:
rty ager
•
AGREEMENT
BETWEEN
CITY OF ST. ANTHONY
AND
INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS
LOCAL 3486 (ST. ANTHONY FIRE FIGHTERS)
• January 1 , 2002 - December 31 , 2003
TABLE OF CONTENTS
Page Number
1. PURPOSE OF AGREEMENT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
2. RECOGNITION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
3. DEFINITIONS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2
4. RIGHTS, PRIVILEGES AND WORKING CONDITIONS . . . . . . . . . . . . . . . . . . . . . . . 3
5. EMPLOYER AUTHORITY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4
6. GRIEVANCE PROCEDURE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4
7. SAVINGS CLAUSE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
8. SENIORITY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
9. DISCIPLINE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7
• 10. WAGE SCHEDULE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8
11. SCHOOLS AND TRAINING SESSIONS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9
12. PROMOTION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9
13. CLOTHING MAINTENANCE ALLOWANCE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10
14. PERSONAL LEAVE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10
15. HOLIDAYS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
16. FUNERAL LEAVE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
17. HOSPITAL AND GROUP INSURANCE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
18. SHIFT EXCHANGE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14
19. LONGEVITY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14
20. NON-DISCRIMINATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
21. CALL-BACK . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
22. DURATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
•
. LABOR AGREEMENT BETWEEN
THE CITY OF ST. ANTHONY
AND
INTERNATIONAL ASSOCIATION OF FIREFIGHTERS
LOCAL 3486 (ST. ANTHONY FIREFIGHTERS)
1. PURPOSE OF AGREEMENT.
1.1. This agreement is entered into between the City of St. Anthony,
hereinafter referred to as the EMPLOYER, and the International
Association of Firefighters Local 3486, hereinafter referred to as the
UNION. The EMPLOYER and the UNION, through this Agreement,
continue to pledge their dedication to the highest quality of public
service by methods which will best serve the needs of the general
public.
1.2. It is the intent and purpose of this agreement to:
1.2.1. Achieve orderly and peaceful relations.
1.2.2. Establish the full and complete understanding of the parties
concerning the terms and conditions of this Agreement.
1.2.3. Establish procedures to orderly and peacefully resolve
disputes as to the application or interpretation of this
Agreement.
1.2.4. Place in written form the parties'agreement upon the terms
and conditions of employment for the duration of this
Agreement.
2. RECOGNITION.
2.1. The EMPLOYER recognizes the UNION as the exclusive representative,
under Minnesota Statutes, Section 179A., for all uniformed, full time
Fire Department personnel, whose job classifications are Captain and
Fire Equipment Operator (FEO)/Fire Fighter.
2.2. In the event the EMPLOYER and the UNION are unable to agree as to
the inclusion or exclusion of a new or modified job class
the issue shall be submitted to the Bureau of Mediation Services for
determination.
•
• 3. DEFINITIONS. Page 2
3.1 Base Pay Rate: the EMPLOYEE'S monthly pay rate exclusive of any
other special allowance.
3.2. Call-Back, Emergency: a call by the EMPLOYER to an EMPLOYEE(S) to
report for work during an EMPLOYEE'S scheduled off duty time due to
an emergency.
3.3. Call-Back, Regular Dutv: an EMPLOYEE, who is scheduled after the
normal duty shift, to be called back to duty.
3.4. Compensatory Time: paid time off granted the EMPLOYEE from the
work in lieu of pay for overtime worked.
3.5. Department: City of St. Anthony Fire Department.
3.6. Department Head: Chief of the St. Anthony Fire Department.
3.7. Employee: a member of the exclusively recognized bargaining unit.
3.8. Employer: the City of St. Anthony or its designated representative.
3.9. Fire Equipment Operator/Fire Fighter: an EMPLOYEE appointed by the
EMPLOYER to the job classification of FEO/Fire Fighter.
3.10 Fire Captain: An EMPLOYEE appointed by the EMPLOYER to thejob
classification of Captain.
3.11. Grievance: a dispute over the interpretation or application of this
Agreement.
3.12. Holiday: days off with pay as specified by this Agreement.
3.13. Job Related Course: an educational course so designated by the
EMPLOYER.
3.14. Normal Annual Shift Schedule: 121 normal duty shifts.
3.15. Overtime: work performed at the express authorization of the
EMPLOYER at times other than an EMPLOYEE'S normal duty shift.
3.16. Probation: six (6) months from the EMPLOYEE'S date of appointment.
. Page 3
3.17. Seniority: the length of continuous employment with the EMPLOYER.
3.18. Shift/Normal Duty Shift/Tour of Duty: a consecutive 24 hour time
period.
3.19. Union: the International Association of Fire Fighters Local No. 3486 St.
Anthony Fire Fighters.
3.20. Union Member: a member of International Association of Fire Fighters
Local 3486 St. Anthony Fire Fighters.
3.21. Work Cycle: a 21 day time period chosen by the EMPLOYER.
3.22. Work Week: an average 56 hours per week.
4. RIGHTS, PRIVILEGES AND WORKING CONDITIONS.
4.1. The EMPLOYER shall deduct from the wages of EMPLOYEES,who authorize
such deduction in writing, a monthly amount sufficient to provide the
payment of dues, or a fair share amount as permitted by PELRA, as
. established by the UNION. Such monies shall be remitted to the UNION.
4.2. The UNION may designate UNION MEMBERS to act as stewards and shall
inform the EMPLOYER in writing of such choice. The EMPLOYER may
designate persons to represent it and to inform the UNION, in writing, of
such choices and any change in such choices.
4.3. The EMPLOYER will provide a bulletin board and make sufficient space
available for the posting of UNION notices and announcements.
4.4. Consistent with public interests and with the permission of the Department
Head, or his designate, the EMPLOYER agrees that a UNION representative
shall, without loss of pay, be allowed to:
4.4.1. investigate and pursue grievances,
4.4.2. attend negotiation meetings,
4.4.3. consult with EMPLOYER representatives,
4.4.4. meet with local UNION officials or other UNION
representatives concerning the enforcement or application
of any provision of this Agreement.
4.5. The UNION shall indemnify and save the EMPLOYER harmless against any
and all claims, demands, suits or other forms of liability which may arise out
• Page 4
of any action taken or not taken by the EMPLOYER for the purpose of
complying with the provisions of this Section.
5. EMPLOYER AUTHORITY.
5.1. The EMPLOYER retains the full and unrestricted right to operate and manage
all manpower, facilities, and equipment; to establish functions and
programs; to set and amend budgets; to determine the utilization of
technology; to establish and modify the organizational structure; to select,
direct and determine the number of personnel; to establish work schedules;
and to perform any inherent managerial function not specifically limited by
this Agreement.
6. GRIEVANCE PROCEDURE.
6.1. Grievances, as defined in 3.11, shall be resolved in conformance with the
following procedure:
6.1.1. Step 1. An EMPLOYEE claiming a violation, concerning the
interpretation or application of Agreement shall, within twenty-
one (21) calendar days after such alleged violation has occurred,
present such grievance to the EMPLOYEE'S supervisor, as
designated by the EMPLOYER. The EMPLOYER designated
representative will discuss and give an answer to such Step 1
grievance within ten (10)calendar days after receipt. A grievance
not resolved in Step 1 and appealed to Step 2 shall be placed in
writing, setting forth the nature of the grievance, the facts on
which it is based, the provision or provisions of the AGREEMENT
allegedly violated, the remedy requested and shall be appealed
to Step 2 within ten (10) calendar days after receipt by the
UNION of the EMPLOYER designated representative's final
answer in Step 1.Any grievance not appealed in writing to Step
2 by the UNION within ten(10)calendar days shall be considered
waived.
6.1.2. Step 2. If appealed, the written grievance shall be presented by
the UNION and discussed with the EMPLOYER designated
representative. The EMPLOYER designated representative shall
give the UNION the EMPLOYER'S Step 2 answer, in writing,
within ten (10) calendar days after receipt of such Step 2
grievance. A grievance not resolved in Step 2 may be appealed
to Step 3 within ten (10) calendar days following receipt by the
• UNION of the EMPLOYER designated representative's final Step
• Page 5
2 answer. Any grievance not appealed, in writing, to Step 3 by
the UNION within ten (10) calendar days shall be considered
waived.
6.1.3. Step 3. If appealed, the written grievance shall be presented by
the UNION and discussed with the EMPLOYER designated Step
3 representative.The EMPLOYER designated representative shall
give the UNION the EMPLOYER'S answer, in writing, within ten
(10) calendar days after receipt of such Step 3 grievance. A
grievance not resolved in Step 3 may be appealed to Step 4
within ten (10) calendar days following receipt by the UNION of
the EMPLOYER designated representative's final Step 3 answer.
Any grievance not appealed in writing to Step 4 by the UNION
within ten (10) calendar days shall be considered waived.
6.1.4. Step 4. A grievance unresolved in Step 3 and appealed to Step 4
by the UNION shall be submitted to arbitration subject to the
provisions of the Public Employee Labor Relations Act of 1971,
as amended. The selection of an arbitrator shall be made in
accordance with the "Rules Governing the Arbitration of
• Grievances", as established by the Public Employee Relations
Board.
6.2. Arbitrator's Authority:
6.2.1. The Arbitrator shall have no right to amend, nullify, ignore, add
to or subtract from the terms and conditions of this Agreement.
The Arbitrator shall consider and decide only the specific issue(s)
submitted in writing by the EMPLOYER
and the UNION and shall have no authority to make a decision on
any other issue not so submitted.
6.2.2. The Arbitrator shall be without power to make decisions contrary
to, inconsistent with or modifying or varying in any way the
application of laws, rules or regulations having the force and
effect of law. The arbitrator's decision shall be submitted in
writing within thirty (30) days following the close of the hearing
or the submission of briefs by the parties, whichever is later,
unless the parties agree to an extension. The decision shall be
binding on both the EMPLOYER and the UNION and shall be
based solely on the Arbitrator's interpretation or application of the
express terms of this Agreement and to the facts of the grievance
presented.
Page 6
6.2.3. The fees and expenses for the Arbitrator's services and
proceedings shall be borne equally by the EMPLOYER and the
UNION, provided that each party shall be responsible for
compensating its own representatives and witnesses. If either
party desires a verbatim record of the proceedings, it may cause
such a record to be made, providing it pays for the record. If both
parties desire a verbatim record of the proceedings, the cost shall
be shared equally.
6.3. Waiver. If a grievance is not presented within the time limits set forth
above, it shall be considered "waived". If a grievance is not
appealed to the next step within the specified time limit or any
agreed extension thereof, it shall be considered settled on the
basis of the EMPLOYER'S last answer. If the EMPLOYER does not
answer a grievance or an appeal thereof, within the specified
time limits, the UNION may elect to treat the grievance as denied
at that step and immediately appeal the grievance to the next
step.
6.4. The time limit in each step may be extended by mutual written agreement
of the EMPLOYER and the UNION, in each step.
7. SAVINGS CLAUSE.
7.1. This Agreement is subject to the law. In the event any of this Agreement
shall be held to be contrary to law by a court of competent jurisdiction from
whose final judgement or decree no appeal has been taken within the time
provided, such provision(s) shall be voided. All other provisions shall
continue in full force and effect. The voided provision may be re-negotiated
at the written request of either party. All provisions of this Agreement shall
continue in full force and effect.
8. SENIORITY.
8.1. Seniority shall be determined by the EMPLOYEE'S length of continuous
employment with the Fire Department and posted in an appropriate location.
Seniority rosters may be maintained by the Department Head on the basis
of time in grade and time within specific classifications. A seniority list shall
be established by the EMPLOYER and a copy of that list forwarded to the
UNION.
8.1.1. Seniority shall be according to time and date of hire.
Page 7
8.1.2. In case two EMPLOYEES are hired at the same time, one shall be
senior. In case two or more are hired at the same time, seniority
shall be determined by lottery (such as the flip of a coin or the
drawing of a card).
8.1.3. New EMPLOYEES shall be on a six month probationary period.
The EMPLOYEE shall be certified after that time unless, in the
opinion of the Department Head, additional training is necessary
before certification. In no event may an EMPLOYEE be subject to
more than two consecutive probationary periods.
8.1.3.1 . During the probationary period, a newly hired or rehired
EMPLOYEE may be discharged at the sole discretion of the
EMPLOYER.
8.1.3.2. During the probationary period, a promoted or re-assigned
EMPLOYEE may be replaced in his/her previous position at the
sole discretion of the EMPLOYER.
8.2. A reduction in work force will be accomplished on the basis of job
classification and/or seniority with the EMPLOYEE with the least
seniority to be laid off first.
8.3. EMPLOYEES shall be recalled from layoff on the basis of seniority. The
EMPLOYEE laid off with the highest seniority shall
be recalled first. An EMPLOYEE on layoff shall have an opportunity to
return to work before any new EMPLOYEE is hired.
8.4. Vacation requests shall be selected on the basis of seniority until
March 15th of each calendar year.
9. DISCIPLINE.
9.1. The EMPLOYER will discipline EMPLOYEES for just cause only. Discipline
will be in one or more of the following forms:
9.1.1. Oral reprimand;
9.1.2. Written reprimand;
9.1.3. Suspension;
9.1.4. Demotion;
9.1.5. Discharge.
Page 8
9.2. Discipline that is placed in the EMPLOYEE'S personnel file shall be read and
acknowledged by signature of the EMPLOYEE. The UNION and the
EMPLOYEE involved will receive a copy of such discipline.
9.3 Discharges will be preceded by a five (5) day suspension without pay.
9.4. EMPLOYEES will not be questioned concerning an investigation of
disciplinary action unless the EMPLOYEE has been given an opportunity to
have a UNION representative present at such questioning.
9.5. Grievances relating to this Article shall be initiated by the UNION at the Step
3 level of the Grievance Procedure of Article 6.
9.5.1 If, as a result of the written response to 6.1.3 Step 3, the
grievance remains unresolved and if the grievance involves the
suspension, demotion or discharge of an EMPLOYEE who has
completed the required probationary period, the grievance may
be appealed to Step 4 of Article 6 or a procedure such as
Veteran's Preference or Fair Employment. If appealed to any
procedure other than Step 4 of Article 6, the grievance is not
subject to arbitration as provided in Step 4 of Article 6 of this
AGREEMENT.
9.6. EMPLOYEES may examine their own individual personnel files at reasonable
times under the direct supervision of the EMPLOYER.
10. WAGE SCHEDULE.
10.1. EMPLOYEES working out of classification will receive the hourly rate
of that position.
10.2. Hourly salary for Fire Fighter/FEO and Captain shall be as follows:
2002 2003
CAPTAIN $17.03✓ $17.58
FIRE FIGHTER
After 3 years $16.30✓ $16.83
After 2 years $15.89 ✓ $16.41
After 1 year $15.48 ✓ $15.98
After limos. $15.05 ✓ $15.54
Start $14.69 ✓ $15.17
• Page 9
10.3 The work schedule for all positions covered by this AGREEMENT shall
average fifty-six (56) hours per week, three hours of which are
compensated at one and one-half times the hourly rate in accordance
with the Federal Fair Labor Standards Act.
10.4. EMPLOYEES will be compensated at one and one-half times their
regular hourly rate for working at time other than the EMPLOYEES
regularly scheduled shift. Exchanges of shifts between EMPLOYEES
under Article 20 of this Agreement do not qualify an EMPLOYEE for
overtime under this Section.
10.5. Overtime will be distributed as equally as possible.
10.6. Overtime refused by EMPLOYEES will, for record purposes under
Section 10.5, be considered unpaid overtime worked.
10.7. For the purpose of computing overtime compensation, overtime hours
worked shall not be pyramided, compounded or paid twice for the
same hours worked.
10.8. Overtime will be calculated to nearest fifteen (15) minutes.
11. SCHOOLS AND TRAINING SESSIONS.
11.1. All EMPLOYEES shall be required to attend such schools or training
sessions as may be required by the City Manager. Attendance at
sessions scheduled while EMPLOYEES are off duty shall be voluntary
for those EMPLOYEES. If, in the opinion of the EMPLOYER, it is
necessary for the EMPLOYEE to return for a specialized training
program that cannot be held during the regular work day, the
EMPLOYEE shall be compensated at one and one-half the hourly rate.
12. PROMOTION.
12.1. Promotion from Fire Fighter to Captain and Captain to Assistant Chief
or Chief may be made from within the Fire Department, if enough years
experience and supervisory skill is held by any member of the Fire
Department to qualify for the position, as determined by the
EMPLOYER.
12.2. In the event of a job opening(s), the job shall be posted on the Fire
Station bulletin board for at least ten (10) days. In evaluating
candidates for job openings, if all other factors as determined by
• Page 10
examination, interview or review are equal,the employee among those
tested with the greatest seniority will be selected to fill the position.
Otherwise, the person with the highest cumulative score shall fill the
position.
13. CLOTHING ALLOWANCE.
13.1. All Fire Department EMPLOYEES shall be allowed $365.00 for 2002
and $380.00 for 2003 necessary clothing/supplies/maintenance. All
Fire Department EMPLOYEES shall be issued a reimbursement check
annually in January of each year to be used for all necessary
clothing/supplies/maintenance of their uniforms. If an EMPLOYEE
terminates employment during the year, the City shall receive from
EMPLOYEE the unspent balance of year's clothing allowance and
his/her uniform.
13.2. The EMPLOYER is to furnish over and above the Clothing Allowance,
all protective firefighting clothing and gear, including badges, patches,
rank insignia, etc..
• 13.3. Any changes or additions to protective fire fighting clothing required by
City, State or Federal agencies shall be the EMPLOYER'S responsibility
to conform.
13.4 The EMPLOYER will repair or replace eyeglasses necessary to the
EMPLOYEE'S performance of duties when eyeglasses are damaged or
lost in the line of duty.
14. PERSONAL LEAVE.
14.1 Amount allowed. Full time employees shall earn personal leave according to
the following schedule:
Hours Accrued Per Year
after 6 months 240 hours
after 1 year and less than 5 years 456 hours
after 5 years and less than 10 years 504 hours
after 10 years and less than 15 years 552 hours
after 15 years 600 hours
Employees using earned personal leave shall be considered to be
working for the purpose of accumulating additional personal leave.
Page 11
14.2 Usage. Personal leave may be used as earned, subject to approval by
the Department Head and City Manager of the time at which it may be
taken.
In order to allow coordination of personal leave with family and medical
leave, employees seeking to take personal leave may be required to
provide enough information about the purpose of the time off to allow
a determination of whether the time will also qualify for family and
medical leave. If the personal leave also qualifies for family and
medical leave, the employee must take both leaves simultaneously.
14.3 Terminal Leave. Any employee leaving the municipal service in good
standing after giving proper notice of such termination of employment,
will be compensated for personal leave accrued and unused to the date
of separation according to the schedule set forth in Section 14.7.
14.4 Waiver of Personal Leave Prohibited. No employee is permitted to
waive ' personal leave for the purpose of receiving double
compensation.
14.5 Procedure. To be eligible for personal leave with pay, an employee
shall report as soon as possible to his or her Department Head the
need to take personal leave and its estimated duration.
14.6 Workers' Compensation. Employees are covered by the workers'
compensation laws of the State. In the event an employee is disabled
and is entitled to workers' compensation, the employee will keep any
workers' compensation payments received and eligible to receive a bi-
weekly pay check equal to 1/3 pay through the use of personal leave
benefits. In addition, the employee will be entitled to earn 1/3 of the
amount of the personal leave pay they would otherwise be entitled to
during an absence from their employment. Employees receiving such
workers' compensation will be considered working for the purpose of
accumulating additional personal leave benefits.
14.7 Unused Personal Leave Pay. The current balance of the sick leave
bank shall be frozen. A committee, consisting of the City Manager and
two members of the Fire Department, who will be chosen by the
Union, shall be created and before any Union member of the Fire
Department can use any of the sick leave from the bank, he/she must
have the approval of the Committee. An unused personal leave pay
policy is established subject to the following rules and regulations:
• Page 12
(a) The employee must be in good standing and give proper notice of
termination in the case of resignation.
(b) Qualifying employees shall receive their accumulated personal leave up
to a maximum as listed in the following schedule:
Maximum Payment
6 months 96 hours
1 year, less than 3 years 168 hours
3 years, less than 5 years 528 hours
5 years, less than 10 years 684 hours
10 years, less than 15 years 756 hours
15 years 828 hours
14.8 Donation of Personal Leave to Employees with Serious Medical
Problems. Employees may voluntarily donate personal leave time in
hour increments which can be converted to use by employees facing
serious medical problems or extended time off due to serious medical
problems and who have no accumulated personal leave time or
compensatory time available. The use of this donated personal leave
• must be approved by the Department Head and the City Manager and
will be converted to the receiving employee's paid hourly rate.
14.9 Probationary Use. During the probationary period described in Section
8.1.3 of this Agreement, personal leave may not be used.
15. HOLIDAYS.
15.1. All full-time, permanent and probationary EMPLOYEES shall
observe the following twelve (12) paid holidays each year,
and will receive additional pay or receive another day off
according to 15.2.
15.1.1 New Year's Day - January 1
15.1.2 Martin Luther King Day-third Monday in January
15.1.3 President's Day - third Monday in February
15.1.4 Good Friday - Friday preceding Easter Sunday
15.1.5 Memorial Day - last Monday in May
15.1.6 Independence Day - July 4
15.1.7 Labor Day - first Monday in September
15.1.8 Christopher Columbus Day - 2nd Monday in
October
15.1.9 Veteran's Day - November 11
• Page 13
15.1.10 Thanksgiving Day -fourth Thursday in November
15.1.11 Friday following Thanksgiving Day
15.1.12 Christmas Day - December 25
15.2. These holidays may be:
15.2.1 taken off, unless the EMPLOYER cannot cover the
shift without the EMPLOYEE who is requesting
time off;
15.2.2 or the EMPLOYEE will receive the extra pay for the
holiday;
15.2.3 or the EMPLOYEE may take another shift off with
pay 30 days prior to the holiday or 30 days after
the holiday at the option of the EMPLOYEE.
15.3. If the EMPLOYEE opts to receive the extra piny in Section 17.2.2 the
extra pay will be calculated as the annual base salary divided by 242
• for each shift.
16. FUNERAL LEAVE.
16.1. In the event of the death of any EMPLOYEE'S spouse,children, parents,
brother or sister, or spouse's parents, the EMPLOYEE will be granted
three days of funeral leave with pay, not to be deducted from
EMPLOYEE'S accrued personal leave.
16.2. In the event of the death of an EMPLOYEE'S grandparents or spouse's
grandparents, brother or sister,the EMPLOYEE will be granted one day
of funeral leave with pay, not to be deducted from EMPLOYEES
accrued personal leave.
17. HOSPITAL AND GROUP INSURANCE.
17.1. The EMPLOYER will pay up to $525.00 in 2002 and up to $560.00 in
2003 per EMPLOYEE per month for employees group surgical/medical
and $10,000 life insurance policies and dependents surgical/medical
group insurance policy.
17.2 The EMPLOYER will pay 100% of the cost of single coverage of health
(medical/surgical) insurance.
• Page 14
17.3 EMPLOYEES are allowed to continue participating in the EMPLOYER'S
medical insurance plan as provided in Minnesota Statute 471.61,
Subd. 2b. EMPLOYEES participating under the scope of this section
shall have full access to all medical insurance options that are available
to active City EMPLOYEES.The EMPLOYEE shall pay 100%of the cost.
In the event of the EMPLOYEE'S death prior to leaving the
EMPLOYER'S medical insurance plan, the EMPLOYEE'S spouse or
dependent children shall be allowed to continue medical insurance
coverage at 100% of their own expense, provided the deceased
EMPLOYEE'S spouse and/or dependent children were covered under
the plan prior to the EMPLOYEE'S death. Coverage for the
EMPLOYEE'S spouse shall remain in effect until such time that the
EMPLOYEE'S spouse becomes eligible for Medicare or Medicaid.
Coverage for dependent children will remain in effect until such time
that they no longer qualify as a dependent child.
18. SHIFT EXCHANGE.
18.1. EMPLOYEES may exchange duty shifts with another employee
• provided that such exchange does not subject the EMPLOYER to
liability for additional overtime compensation by virtue of such trading
of shifts.
18.2. The EMPLOYEES desiring the exchange of shifts shall request and
receive approval of the Department Head or Assistant Fire Chief, who
must determine that such exchange will not be detrimental to the work
program of the EMPLOYER.
18.3. Notification and approval of the supervisor must be obtained not less
than 48 hours prior to the scheduled shifts to be exchanged.
18.4. The EMPLOYER will not be subject to the terms of Section 10.1 of this
Agreement in regards to this Article unless the EMPLOYEES
exchanging shifts would regularly be subject to Section 10.1 had the
exchange not occurred.
19. LONGEVITY.
19.1. EMPLOYEES shall receive longevity pay according to the following:
19.1.1 After seven years - $70.00 per month
•
20. NON-DISCRIMINATION. Page 15
20.1 Neither the Union nor the EMPLOYER shall discriminate against any
EMPLOYEE on any basis prohibited by law.
21 . CALL-BACK.
21 .1 . EMPLOYEES called back to work under conditions defined in Section
3.2 will receive a minimum of one (1) hour of overtime pay.
22. DURATION.
This Agreement shall be effective as of January 1, 2002 and shall remain in full
force and effect until December 31, 2003.
IN WITNESS WHEREOF, the parties hereto have executed this Agreement on this
-96: day of 2002.
• CI ST. ANTHONY INTERNATIONAL ASSOCIATION OF
FIREFIGHTERS LOCAL #3486
Its Mao s President
Its City Wnager s Vic President