HomeMy WebLinkAboutCC RES 99-075 A RESOLUTION RATIFYING THE 2000- 200.1 AGREEMENT BETWEEN THE CITY OF ST. ANTHONY AND INTERNATIONAL ASSOCIATION OF FIREFIGHTERS, LOCAL 3486, REPRESENTING THE ST. ANTHONY FIRE DEPARTMENT Meeting Sheet
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Box: 31
Folder: RES 1999
Document: CC RES 99-075 A RESOLUTION RATIFYING THE 2000- 200.1
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 99-075
A RESOLUTION RATIFYING THE 2000 - 2001 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 2000 - 2001 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 TDP,-e yyi 6e-r- , 1999.
4ayor
ATTEST: O
City Clerk
Reviewed for administration:
City Maager
•
•
AGREEMENT
BETWEEN
CITY OF ST. ANTHONY
AND
INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS
LOCAL 3486 (ST. ANTHONY FIRE FIGHTERS)
i
January 1 , 2000 - December 31 , 2001
•
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 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7
9. DISCIPLINE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8
10. WAGE SCHEDULE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9
11 . SCHOOLS AND TRAINING SESSIONS . . . . . . . . . . . . . . . . . . . . . . . . . 10
• 12. PROMOTION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10
13. CLOTHING MAINTENANCE ALLOWANCE . . . . . . . . . . . . . . . . . . . . . . 10
14. PERSONAL LEAVE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11
15. HOLIDAYS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
16. FUNERALLEAVE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14
17. HOSPITAL AND GROUP INSURANCE . . . . . . . . . . . . . . . . . . . . . . . . . 14
18. SHIFT EXCHANGE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14
19. LONGEVITY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
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.
• Page 2
3. DEFINITIONS.
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 Duty: 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 the
job 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.
Page 3
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.
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:
Page 4
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 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 3.1 1 , 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
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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 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
Page 6
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.
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
Page 7
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.
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 monthrobationar
p Y
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
• Page 8
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.
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.
Page 9
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:
2000 2001
CAPTAIN $15.97 $16.45
FIRE FIGHTER
After 3 years $15.29 $15.75
After 2 years $14.90 $15.35
After 1 year $14.52 $14.96
• After limos. $14.12 $14.54
Start $13.78 $14.19
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.
Page 10
1 1 . 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
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 $335.00 for
2000 and $ 350 . 00 for 2001 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.
• Page 11
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.
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
• Page 12
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:
(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
• Page 13
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
15.1 .10 Thanksgiving Day - fourth Thursday in
November
15.1 .1 1 Friday following Thanksgiving Day
15.1 .12 Christmas Day - December 25
15.2. These holidays may be:
•
• Page 14
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 pay 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 EMPLOYEE'S accrued personal leave.
17. HOSPITAL AND GROUP INSURANCE.
17.1 . The EMPLOYER will pay up to $465.00 in 2000 and up to
$490.00 in 2001 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.
18. SHIFT EXCHANGE.
18.1 . EMPLOYEES may exchange duty shifts with another employee
•
• Page 15
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.
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 , 2000 and shall remain
in full force and effect until December 31 , 2001 .
• IN WITNESS WH�REOF, the parties hereto have executed this Agreement
on this -L, day of _��� P�hJ 1999.
• Page 16
CITY OF ST. ANTHONY INTERNATIONAL ASSOCIATION OF
FIREFIGHTERS LOCAL #3486
Mayor l'/President
Its City anager Iffs Vice President
•