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HomeMy WebLinkAbout2003-11-24 City Council (11)5 City of Palo Alto City Manager’s Report TO:HONORABLE CITY COUNCIL FROM:CITY MANAGER DEPARTMENT:~ RESOURCES DATE:NOVEMBER 24, 2003 CMR: 521:03 SUBJECT:APPROVAL OF RESOLUTION ADOPTING MEMORANDUM OF AGREEMENT BETWEEN CITY OF PALO ALTO AND INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS (IAFF, LOCAL 1319) AND RESOLUTION ADOPTING COMPENSATION PLAN RECOMMMENDATION This report recommends that Council approve the attached resolutions amending Section 1501 of the Merit System Rules and Regulations regarding the Memorandum of Agreement between the City of Palo Alto and the International Association of Fire Fighters (IAFF, Local 1319) and adopting a Compensation Plan for non-management fire personnel. BACKGROUND A three-year Memorandum of Agreement with City firefighters represented by IAFF, Local 1319 expired June 30, 2003. Negotiations for a successor agreement began in June and continued into the fall of 2003 and ended with a one-year agreement, which has been ratified by the Association membership. The Agreement covers the City’s non-management fire employees for the period beginning July 1, 2003 and ending June 30, 2004 and is consistent with Council directive. DISCUSSION The Memorandum of Agreement (Attachment A) includes all previously negotiated provisions with new changes indicated by shading and strikeout. New provisions of the agreement are as follows: ¯Effective with the pay period including July 1, 2003, the agreement provides for a zero percent (0%) salary increase; ¯Salaries reduced by nine percent (9%) and contract amended with PERS to provide City payment of the nine percent (9%) employee contribution. This provision stays in effect until a new agreement is reached. CMR: 521:03 Page lof3 ¯Effective January 1, 2004, change the maximum City contribution for health care coverage from the applicable PERSCare premium rate to the applicable PORAC premium rate; ¯Implement a two-tier retiree medical benefit for new hires as follows: o 20 year vesting in PERS system for full benefit, including minimum of 5 years with the City of Palo Alto; provides that employees can begin to receive 50 percent of benefit after 10 years and each additional service credit year after 10 years increases employee credit by five percent (5%) until 20 years is reached, at which time employee is eligible for 100 percent and 90 percent for dependents; ¯Elimination of the Employee Referral Program; ¯Elimination of the Backup Childcare Program; ¯IAFF to participate in providing $100,000 in General Fund expenditure savings via voluntary measures by the end of the contract. These measures are as follows: o Take vacation days off without pay o Whenever the fourth vacation slot is canceled, it cannot be refilled o Take personal business days off without pay o Anytime there are more staff on duty than the minimal staffing levels require, an employee may volunteer to go home without pay o Cancel scheduled vacation and keep the hours on the books but not fill behind the canceled vacation o Donate accrued vacation time ¯Maintain current staffing program at Station 8 through term of agreement ¯All cost-saving measures of this contract to remain in effect until new agreement is negotiated and approved ¯Amend standby language for Fire Inspectors ¯Enactment of an Agency Shop arrangement This one-year contract was negotiated before the report from the City Auditor on the "Audit of Overtime Expenditures" was published. The items raised in the Auditor’s report will be discussed during next year’s negotiations with IAFF. RESOURCE IMPACT The annual cost for the proposed IAFF compensation plan is estimated at $13.8 million for 2003-04. This represents a $0.5 million (3.5 percent) decrease from the prior year, primarily due to savings associated with the PERS reversal as well as the removal of 2 positions (1.8 percent) from this group. The 2003-04 Adopted Budget includes full funding of this expense within the General Fund’s salary and benefits budget. POLICY -IMPLICATIONS This report does not represent any change to existing City policies. CMR: 521:03 Page 2of 3 ENVIRONMENTAL REVIEW This is not a project for purposes of the California Environmental Quality Act. ATTACHMENTS No Resolution Amending Section 1501 of the Merit System Rules and Regulations Resolution Adopting Compensation Plan for Local 1319, IAFF PREPARED BY: Leslie Loomis, Director of Human Resources DEPARTMENT HEAD REVIEW: CITY MANAGER APPROVAL: LESLIE LOOMIS Director of Human Resources EMII~Y HARRISON Assistant City Manager CIvlR: 521:03 Page 3of 3 NOT YET APPROVED RESOLUTION NO. RESOLUTION OF THE COUNCIL OF THE CITY OF PALO ALTO AMENDING SECTION 1501 OF THE MERIT SYSTEM RULES AND REGULATIONS REGARDING THE MEMORANDUM OF AGREEMENT BETWEEN THE CITY OF PALO ALTO AND LOCAL 1319,INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS NOW, THEREFORE, the Council of the City of Pa!o Alto does RESOLVE as follows: SECTION i. Section 1501 of the Merit System Rules and Regulations is hereby amended to~ao as follows: "1501. Memorandum of agreement incorporated by reference. That certain Memorandum of agreement by and between the City of Pa!o Alto and Local 1319, international Association of Fire Fighters, consisting of Prea_mble and Articles i through XLII, for a term commencing July !, 2003, and exmiring June 30, 2004, is hereby incorporated into these Merit System Rules and Regulations by reference as though fully set forth herein. Said memorandum shall apply to all employees in classifications represented by said Loca! 1319, internationa! Association of Fire Fighters, except where specifically provided otherwise herein. in the case of conflict with this chapter and any other provisions of the Merit System Rules and Regulations, this chapter wil! prevail over such other provisions as to emp!oyees by said Local 1319, international Association of Fire Fighters." SECTION 2.The changes provided for in this resolution s~=:= not ~=~ect any right es~ab~±sheo or accrued, or any ~~ed oroffense or act ~omm=~ , any_ penalty of .o.~__u~~ ~£=~= ~-~,~ ..... ~=~ or any mrosecution, suit, or proceeding pending or any judgment ~n@~_ed~= ~=< m~io~__ _ to the effective date of this resoiurion. // // // 001220 sm8120408 NOT YET APPROVED SECTION 3. The Council finds that this is not a project under the California Environmental Quality Act and, therefore, no environmenzal impact assessment is necessary. INTRODUCED AND PASSED: AYES: NOES: ABSENT: ABSTENTIONS: ~=EsT:A~RO\=D. City Clerk APPROVED AS TO FORM: Senior Ass:. Ciuy Attorney Mayor Ciuy Manager Direc:or of Human Resources Director of A~minisZrative Services Fire Chief 001220 sm 8120408 MEMORANDUM OF AGREEMENT CITY OF PAL0 ALTO and LOCAL 1319, I.A.F.F. July 1, _~}0820~3-- June 30,200_4~ PREAMBLE This Memorandum of Agreement between the City of Palo Alto, hereinafter referred to as the "City", and Local 1319, International Association of Fire Fighters, hereinafter referred as the "Union", has been prepared and entered into in accordance with Title I, Division 4, Chapter 10, Sections 3500-3510 of the California Govemment Code and Chapter 12 of the City of Palo Alto Merit System Rules and Regulations. ARTICLE ! - RECOGNITION Section 1. The City recognizes the Union as the exclusive.representative of an employee group consisting solely of the classifications of Fire Apparatus Operator, Fire Fighter, Fire Captain, Fire Captain (forty-hour assignment), Fire Inspector, Hazardous Materials Specialist, and Hazmat Inspector, who are regularly employed by the City and others as amended into the representation unit from time to time under existing law and the Merit System Rules and Regulations. ARTICLE II- NO DISCRIMINATION Section 1. The Union and the City hereby agree that there shall be no discrimination because of race, color, age, handicap, sex, national origin, sexual orientation, political or religious affiliation under this Agreement. There shall be no discrimination in employment conditions or treatment of employees on the basis of membership or non-membership in the Union, or participation in the lawful activities of the Union. Section 2. The Union and the City hereby agree to protect the rights of all employees to exercise their free choice to join the Union and to abide by the express provisions of applicable State and local laws. Section 3. Human Relations Committee. A joint committee for Human Relations will be established during the term of this agreement. The committee will include up to five members appointed by the Union executive board and at least two members of management with representation from the Fire and Human Resources Departments. The committee may make recommendations to management regarding recruitment outreach, equal employment opportunity and career development programs. ARTICLE II! - PAYROLL DEDUCTIONS - AGENCY SHOP Section 1. The City shall deduct Union membership dues and pay other mutually agreed upon payroll deduction from the bi-weekly pay of member employees. The dues deduction must be authorized in writing by the employee on an authorization card acceptable to the City and the Union. The City shall remit the deducted dues to the Union as soon as possible after deduction. All Union members on payroll deduction for payment of Union dues as of 5:00 p.m. on the tenth day following signing of this Memorandum of Agreement must remain on payroll deduction for the life of the Memorandum of Agreement, or so long as they remain members of the representation unit. Union members who establish dues payroll deduction during the term of the Memorandum of Agreement must remain on payroll deduction for the life of the Memorandum of Understanding, or so long as they remain members of the representation unit. Union members on dues payroll deduction may declare their intention to terminate such payroll deduction following expiration of this Memorandum of Agreement during the thirty-day period between si~y and ninety days prior to expiration of the Memorandum of Agreement. ¯ .,ec~o,~ 2, Ac~ency Shop.- P~Jrs.~ant to }e~is~atio.~ enacted by SB 73£ and amendment to the [~eyer~-[~i~as-Brow~ Act. the C~tv an~ the U~on a~ree to ~bide by the fol~ow~n£ prov}s~o~s as they re,ate to an agency shop and ~n agency sho# eiect~or,. "~. A.~encv Sho,~ as defined under ~evers-i’~i~ias Brown means "an arranaement that reauires an em#!ovee, as s condition of continue~ em~iovment, either.to join the recognized em#ioveeorgan;,zatior~, or to 13~v ;the orcianization 8 service fee in an amount not to excee6 the stan~ar~ initiation fee. periodic dues. an# ~eneraf assessments of the organization." The City and the Union aaree that an agency sho# arrangement between the Cit~.: and the Union shalf be #laced in effect u~)on ratificatior~ of.this a~reement. 2. Any employee who is a member of a bona fide religion, body~ or ~ect that has historicalfv heid conscientious obiections to joining or financial}~," su~)po~in~ ~)ubiic em~3iovee orc-anizations shatf not be reauired to ioin or fi~ancia~iy any ~)ubiic emD~ovee or~anizatior~ as a condition of em#iovment. The employee may be reauired, in lieu of ~eriodic dues. initiatio~ fees. or aoencv fees. to say sums ec~ua} to the dues. initiation fees. or aaency fees to a nonreiiaious, non:aaor charitable fun~ e×em=:)t from taxatio~ under S..~.,~o,, 501~’c)(3) of the ~ternat Revenue Code. chosen by the ematovee from ~. list of at least three or~ani.’,ations, or if th~ memor~r|dum of un~erstandin~ between the Citvand the Urlion ~,a~..- to designate the funds, then to am; such fun~ chosen by the employee. Proof of the - " ,-,~,= h ,,~ " ~p~.yme ....s.,a~, -~.. ma~e on a monthh: basisto the 2 as acondition ofcontinuec~ exemption from the reauirement of fi,’nancia} su~Dod to the Unior~. 3. Coveredempio¢eesshat~execute written author~=ation for e~ther Union dues deductions, the agency fee, or, if e~i~bte, the charitable contribution. ~ the absence of ~ wHtt~ au~hor~=ationthe Ci~ sha!~ deduc~the a~e~:y fe~ from the employees p~ycheck. 4. If implemented, an agency shop provisio~ may be r~s:inded by ~ majority vote of .all the empioyees in the unit covered by th~ h~emorandum of Understanding Pursuant t~ th~ ~eyers-~i~as-~rown Act, 5. The Unio~ sha[~ keep a~ adequate ~tem~zed record of its ~na~c~a~ ~ra~sactio~s and shall mak~ avai~bie annually, to the C~ and to the employees ~’h¢. are members of the or~an~=atio~, within 60 days a~er the en~ of its ~s~a~ year. a ~etailed written financ~a~ repo~ thereof in the form of a balance sheet an~ an opening statement, c~e~ as to accuracy by ~ts ~res~dent a~d treasurer or correspondino ~r~nci~a~ o~cer, or a ce~if~e~ pubJic accountant. 6. The Union shaI~ indemnify and ho}d the City harmiess a,~ainstanv !iabii.~ty arising from any c~aims, aeman~s, or other action re[at~ to the .... comD~an~ w~th the agency sho~ obligation. Th~ Union sha~ com~y w~th statuto~ and ~e~a~ reau~reme~ts w~th respect to Aaency Sho~, ARTICLE IV - UNION ACTIVITIES Section 1. Local 1319 officers may use a reasonable amount of on-dutytime to attend to Union business specifically related to representation of employees so long as: a. Staffing is available b. Operations are not interrupted c. Advance approval is obtained from the Battalion Chief or Operations Chief Section 2. Interoffice Mai! and Bulletin Boards. The Union shall have access to interoffice mail and existing bulletin boards in unit employee work areas for the purpose of posting, transmitting, or distributing notice or announcements including notices of social events, recreational events, Union membership meetings, result of elections and reports of minutes of Union meetings. Any other material must have prior approval of the Battalion Chief or Operations Chief. Action on approval will be taken within 24 hours of submission. Section 3. Use of Meeting Places. The Union shall have the right to reserve City meeting and conference rooms for use during non-working hours or as subject to Battalion Chief approval. Such meeting places will be made available in conformity with City regulations and subject to the limitations of prior commitment. 3 ARTICLE V - NO STRIKES Section 1. The Union, its representatives, or members, shall not engage in or cause, instigate, encourage, sanction, or condone a strike, withholding of services, leave of absence abuse, work stoppage orwork slowdown of any kind against the City of Palo Alto or its citizens by employees covered under this Agreement. No employee shall refuse to cross any picket line in the conduct of Fire Department business, nor shall the Union, its representatives or members discriminate in any way toward anyone who refuses to participate in a strike, or any of the job actions cited above. ARTICLE VI - PROBATIONARY PERIOD Section 1. All original appointments to regular or part-time municipal service positions shall be tentative and subject to a probationary period, fixed by the appointing authority at the time of appointment, or twelve months. Section 2. The probationary period shall be regarded as part of the testing process and shall be utilized for closely observing all aspects of the employee’s qualifications, for ensuring the effective adjustment of a new employee to the position and for rejecting any probationary employee who, in the opinion of management, is not suitable to attain permanent status. Section 3. During the probationary period a new employee may be suspended or terminated at any time by the appointing authority without cause and without right of appeal or to submit a grievance. Said employee shall not have the right to proceed to arbitration on the issue of arbitrability or on the issue of its constitutional or discovery rights, nor those of any employee by reason of the foregoing. The Union shall not be a party to any lawsuit relating to the termination of a probationary employee. ARTICLE VII - SALARY PROVISIONS Section 1. 4 sa,ar~e~, shah remain unchanaed for the term of thisExcept as provided in Article (XXtlI). ~ " ~ " ~ aa. Section 2. Out-of-Class Compensation. All represented employees who are assigned work in a higher classification for longer than four (4) continuous hours will be compensated at a higher pay rate for all hours worked during the out-of-class assignment. This provision applies as follows: Fire Fighter, Apparatus Operator, Captain or Inspector working in a higher classification: Step to step. Representation unit class working as a Battalion Chief, 10% above 5th-Step Captain, but not to exceed 93% of Battalion Chief control point. Representation unit class Working in any other management position, within the range of the management position. Section 3. Pay for Court Appearance. Sworn Fire personnel appearing in court for the People shall be compensated as follows: Period Rate Minimum a. Appearance on scheduled Time and one-half at 4 hours day off 40-hour rate b. Any or all court time Straight time during None during scheduled shift shift at 56-hour rate Appearance on scheduled work day but not during scheduled shift Time and one-half at 40-hour rate 2 hours (2 hour minimum, may not run into shift time) The employee shall remit all fees received for such appearances to the City within thirty days from the termination of his/her services. Compensation for mileage or subsistence allowance shall not be considered as a fee and shall be retained by the employee. ’~-L~JRSDeCtOrThe : ,=_~ Mat inspector ~osition wit! be ~aid at the same level as " ~" Fire (60o°",. One Fire CaDtain position wili be assianed to a Fire’..,aD,a~n~" + " ’=,-,, o,~,\.-nour" ’ , Assiunment) with the Day set at 5% above the .;ire ~,..,aD,~n.’’ . ARTICLE VIII - PAY DIFFERENTIALS Section 1. Paramedic Differential. Paramedics who have completed the required training and have been certified in accordance with the program will receive a 12.5% differential in addition to their base salary effective beginning with the date of assignment to rotational Paramedic duty. The Paramedic salary differential will terminate with the cessation of assignment to rotational Paramedic duty, except that paramedics with six or more years of Palo Alto Paramedic service will be Y-rated upon cessation of assignment. Section 2. Haz Mat Differential. Effective beginning with the pay period including July 1, 1990, a maximum of nine positions who are primarily assigned to rescue and who are Haz Mat trained and certified will receive a 5% differential in addition to their base salary. This differential does not apply to minimum staffing replacements. Section 3. EMT Differential. =’~c÷;,,~-~.~=,,~,~~,, ,,, ,.~ w!th ~; "~,= ;-,4 inc-iu~=~-.~=~ < ~oo~ rRepresented classifications, who maintain EMT ce~ification will receive a ~ ~o, .................~ zo differential in addition to their base salad. ~-~’~ i~"4~ Ju~v < o0qo The EMT differential includes compensation for EMT paramedic suppo~. EMT ce~ification for all suppression personnel is mandato~. Section 4. Fire inspector Differenti!!. Effective January !. 2003. Fire personnel who have been trained as fire investigators who are re,auiarfv assi.aned tc fire investigation duties by the Chief shall be compensated with premium Day for each day assi.aned at the rates established below: ,ReGular scheduled work day: $45.00 ,ReGular days.off and holidays: $68.00 Employees receiving fire/arson investigation Day must be available to respond to Palo Alto Civic "~-~,~n~, within one hour of call out. ARTICLE IX- HOLIDAYS Section 1. Representation unit fire suppression personnel in pay status shall receive 5.75 hours straight time regular pay per pay period in lieu of holidays to a maximum payment of 149.5 hours per year. Section 2. 6 Personnel assigned to a 40-hour work schedule will receive paid holidays in accordance with Sections 517 and 518 of the Merit System Rules and Regulations. Personnel assigned to a 40-hour work schedule will receive floating days off with pay in each of the following months: August, September, March, April, and June. The following conditions will hold: (1)Management will designate the schedule of the paid day off under this section at least thirty days in advance. (2)If, in conformance with this section, Management is unable to schedule a day off in the month indicated for reasons of shift operations, work scheduling or any other reason, the day will be added to the employee’s vacation accrual. (3)If an employee fails to take a day off as scheduled by Management under this section, the day off so scheduled will be forfeited. ARTICLE.X -OVERTIME COMPENSATION Section 1. Shift personnel assigned to overtime relief duty in addition to their regular 56- hour shift schedule shall receive overtime compensation at a rate of one and one-half times the employee’s basic 56-hour rate, or out-of-class rate if such applies, for all hours of the relief duty shift. Required off-duty training will be compensated at the rate of one and one- half times the basic 40-hour rate or as otherwise agreed. Emergency callback will be compensated at a rate of one and one-half times the basic 40-hour rate to a maximum of 8 hours, and at a rate of one and one-half times the basic 56-hour rate for those hours in excess of 8 hours. Overtime duty assignments will first be made from the voluntary overtime list. If such assignments cannot be filled from the voluntary overtime list, the vacant position will be filled by moving up on-shift personnel through out-of class assignment. Any remaining vacancy will then be filled by overtime duty assignment made in reverse order of hire date seniority according to specialty and qualifications required to be assigned. The overtime duty assignment seniority list will be adjusted to clear record of assignments semi-annually on April 30 and October 31. 7 ARTICLE ×1 - MINIMUM STAFFING Section 1. Fire Department administration and the Union have agreed to the following for clarification of minimum suppression staffing: Thirty-one (31) fire suppression personnel (exclusive of the Battalion Chief) shall be scheduled per shift (when station 8 is open). Replacement personnel will be recalled when absences will cause staffing to fall below 31, except in the instances of: (1)Emergency illness or absences occurring after 11:00 p.m. in which case staffing may be at 30 until 8:00 a.m. (2)Whenever absences will cause staffing of the Truck Comuanv to fall below three persons for five hours or less, and such absences are not anticipated to exceed five hours. It is further agreed that in achieving minimum staffing set forth herein, engine, truck and combination rescue companies shall not be reduced from the level of one Fire Captain, one Fire Apparatus Operator and one Fire Fighter, except as indicated in Sections 1.a.(1) and (2) of this article. Paramedic unit minimum staffing shall be two certified Paramedics. The Foothill Fire Station #8, when activated by the Fire Chief, shall be staffed with a minimum of one Fire Apparatus Operator and one Fire Fighter. c. The minimum recall for suppression minimum staffing shall be four (4) hours. ARTICLE XI! - FIRE DEPARTMENT PROGRAMS Section 1. The Union agrees to continue its cooperation and participation in existing weather station and community blood pressure screening and measurement programs. ARTICLE Xlll - WORK ASSIGNMENTS AND TRANSFERS It is the intent of the Palo Alto Fire Administration and Local 1319 that work assignments and transfers will reflect the best interests of the Fire Department and the City. The Fire Department will maintain a constant state of readiness to defend against fire and other disasters. It is therefore imperative that all Fire Department divisions assign personnel in the best manner to respond to the needs of the City and the Department. It is also 8 acknowledged that the Fire Chief is responsible to make and/or approve the work assignments or transfers of Fire Department personnel. The Fire Chief or designee will maintain a three-year station and shift assignment, seniority-based bid system covering the following classifications within Fire Operations on a rotational basis: Fire Captain, Apparatus Operator and Fire Fighter. The Fire Chief, or his designee, shall initiate personnel assignments and transfers to balance platoon or division strength, fill permanent or temporary vacancies and provide required training to individual personnel. Such assignments will be based on seniority, except where career development, training, special assignments, skills and documented performance issues are specifically identified in writing, management may make assignments based on such issues. For purposes of this article, seniority shall be computed from the date of entry into the current classification. Section 1. Shipouts. When possible, least senior Fire Fighters will be given shortterm or shipout relief duty. In order to maintain training continuity, shipouts of probationary personnel will not be permitted during the first three-month training cycle. Probationary fire fighters will be assigned to Stations 3, 4, 5, or 6 during their probationary period, filling vacancies first, when possible. Upon completion of the first three-month training cycle, the probationary fire fighter will be eligible for short term or shipout relief duty. If after completion of the first three-month training cycle, a probationary employee fails any monthly testing process, or is the subiect of identified training needs, the probationary employee will be removed from short term or shipout relief duty for a 60-day period. Section 2. Vacation Relief Positions. In order that platoon strengths can be balanced more quickly and to reduce the need for excess overtime, two positions will be designated for vacation relief. These positions will be the lowest two on the Department seniority list who have completed their probationary period. a.The vacation relief persons will be assigned to one station when not on relief assignment. b.Relief assignment can be made to any Station or shift where a shortage of personnel will cause unnecessary overtime. c.Shortages may be caused by vacation, sick leave, disability or any leave of absence that causes a shift to be short of personnel while another has a surplus. d.Shift transfers will be made so as not to cause the relief person to work more than the prescribed number of hours in the prescribed period. e.Relief assignments will be made and hours will be coordinated by the Battalion Chief’s office. 9 Section 3. Transfer Requests. Non-probationary fire personnel may submit transfer requests to their immediate supervisor to be forwarded to the appropriate chief officer. Providing that Departmental needs are satisfied, such transfers will be administered using first a mutually agreeable exchange, secondly seniority. The transfer requests shall remain on file during the year and may be granted when a vacancy occurs, providing the requesting employee possesses the experience and performance ability required to fill the vacancy. Section 4. Special Assignments. Management reserves the dght to assign personnel to career development opportunities, special projects, seminars, programs and selected educational and/or training courses, based on Fire Department needs and the performance of the employee. Minimum staffing levels shall be maintained. Section 5. Continuous Hourly Service. Continuous hours of service in excess of 72 hours are subject to approval by the Fire Chief or designee. Approval may be granted when an employee has not been engaged in a greater than usual level of activity or is not fatigued. ARTICLE XlV - TRAINING COORDINATION Section 1. Three shift employees per platoon may be assigned to assist the Training Officer in the coordination, preparation and scheduling of the training program. It is agreed that volunteers will first be sought for such assignment, and further agreed that the details of this section shall be established by mutual agreement between the Fire Chief and the Union. ARTICLE XV -PARAMEDIC ASSIGNMENT Section 1. The City reserves the right to limit eligibility for the Paramedic Program to the Fire Fighter classification. The City may, at its discretion, add other classifications within the represented bargaining unit to meet the need of program changes. Differentials for other classifications will be as provided in Article VIII, Section 1. Section 2. As the Program progresses, Management will assess the need for training additional Paramedic candidates. It is Management’s intention to provide for such additional training as necessary for Program continuity. Section 3. Paramedics will receive a one-time cash payment of $500 for each biennial recertification. This provision applies only to active incumbents of authorized paramedic positions who remain in the paramedic assignment for at least one additional year after recertification. The one year requirement after recertification does not apply to those paramedics who may leave the program because of work-related injury or illness, or promotion, nor does it apply when a paramedic is asked by management to recertify in 10 order to voluntarily extend their paramedic service to meet special departmental needs for a period of less than one year. Section 4. Paramedic proctoring assignments will be made by the Chief from among qualified volunteers. Payment of $600 will be made to the primary proctoring paramedic at the conclusion of each proctoring assignment. The Chief will establish a list of qualified proctors from among volunteers on an annual basis. Personnel will be selected by the EMS Chief from the list to serve as paramedic proctors. If a conflict arises between the City and the Union regarding the Proctor Program, either side may suspend the program at the annual renewal period and shall remain suspended until a resolution or agreement is reached. ARTICLE XV! - FIRE FIGHTER APPRENTICE PROGRAM Section 1. The Union agrees to assist the City in the implementation of an apprentice, training and affirmative action program. Trainees under such programs shall be provided with all benefits, including retirement benefits, of other fire fighters except salary. Section 2. Employees hired under the apprentice training program may begin fire fighting suppression work after they have reached the Trainee II level. Minimum staffing levels, as set forth above shall be determined by excluding all trainees. Section 3. Local 1319 shall be represented and entitled to participate in all stages of the testing process, and representatives from Local 1319 shall make recommendations to the department concerning the qualifications of any apprentice. ARTICLE XVII -PROMOTION Section 1. All regular promotions from classifications within the representation unit to the classification of Fire Captain will be made at the fifth step on the salary range. Section 2. For promotions to positions within the representation unit, promotion process information will be available in the Human Resources Department office at the time of posting. Information will include applications, minimum qualifications, study material reference information, if appropriate, and information on passing scores. Any changes in an established testing process must be submitted in writing to the Union for review and input no fewer than 60 days prior to the beginning of the process. ARTICLE XVlI! - REDUCTION IN FORCE Section 1. If the work force is reduced (reduction in force) within a represented classification, unit employees having the shortest length of service with the Fire Department will be laid off first so long as employees retained are fully qualified, trained and capable of performing remaining work. 11 ARTICLE XIX - SELECTIVE CALL BACK WITH REGARD TO RESIDENCY Section 1. Management may use selective call back with regard to residency in cases of emergency. ARTICLE XX - HEALTH BENEFITS Section 1. Except as otherwise set forth herein, the City will maintain the present level of benefits on all City-sponsored medical programs. -~. ......~CitySection 2. Vision Care. ~ ....~’~’~’~’~" ","÷"~’~ ~ ~ oc~,-,,. .............~,,,. ~; .......:, , ......tThe_ ~offers_ vision care coverage for employees and dependents. Coverage is equivalent to $20 Deductible Plan A under the Vision Sewice Plan, with monthly premiums paid by the employer. ........... ~,~ ~, ::,~.., d~ependents ~include domestic pawners, as defined under Section 3(b). Section 3. PEMHCA Health Plan. Benefits will be provided in accordance with provisions of the PEMHCA Health Plans. Monthly City-paid premium contributions for an employee-selected PEMHCA optional plan will be made to the maximum amount indicated in each category. Eligible Active Employees Number of Parties Covered Employee ©nly Employee Plus One Employee Plus Two or More Monthly City Contribution Premium for plan selected No1 to exceed the ~ORAC Premium Premium for plan selected Not to ..... d the ~QRAC Premium _,,~=~-~t;"=-,~.. ~.,.,,n’~" -,,, IQo-~.,, ~ .~Active_ employee domestic partners who meet the requirements of the City of Palo Alto Declaration of Domestic Partnership, and are registered with the Human Resources Department, wilt be eligible for reimbursement of the actual monthly premium cost of an individual health plan, not to exceed the average monthly premium cost of individual coverage under the 12 PEMHCA health plans. Evidence of premium payment will be required with request for reimbursement. ~JenellL ProQra,,~(c~, Alternate Medical "~ If a requiar emolovee and/or ~he emolovee’s dependent(s:~ are eiiaibie for medical insurance throuc~h another employer-sponsored or association medical plan. ~he employee ma~ opt for alternative medical insurance cove.."aae through ~he other emDIover-suonsored or association Dian and waives his!her riqhttothe Cit~,, of Paio Alto,s medicai insurance coveraae for same individuais. EmD!ovees electina alternative coveraae and no Cit.v coveraae wi!~ receive cash payments of approximateiv half of :the "averaaed montliiv premiums"for their medical insurance covera.ae. "Averaaed monthiv premiums" are the averaae of the Kaiser HMO, Blue Shield HMO and PERS Choice PPO premiums for the employee’s City medical coveraae availabie throuah ~’~tnu Public Em~ ovee. Retirement System ~PERS’.,. The rates for 2004 are as foliows: One Pa~v eqpq -~, Two Part~...’: $646.70 Famiiv: $840.71 ARTICLE XXI - DENTAL BENEFITS Section 1. The City will maintain the present level of benefits on the City-sponsored dental program._~ ..... ~ .......... _mMaximum benefits per calendar year shall be $2,000~~ Section 2. The City shall pay all premium payments or equivalent self-insured program charges on behalf of employees and dependents who are eligible and enrolled for coverage under the existing dental plan. Effecti’,,~.,,~,: ~: ’~,-’ ! . ~, .~c-~., _~Dependents_ will include domestic partners, as defined under Article XX,t, Section 3(b). Section 3._,,~,,,,..=~=~÷~,,~ ~,.~,:, ~’ ,~,’ t . ~, 98=~, ~The City wil! provide a 50% of reasonable charges, $1,500 lifetime maximum orthodontic benefit for representation unit employees and their dependents. ARTICLE XXII - LIFE INSURANCE Section 1. personnel: The City will pay up to the following amounts of premium on behalf of Fire Per Pay Period Per Month (Approx.) Basic Life Insurance and 13 Basic ADD (per $1,000 of coverage) $ .115 $ .25 ARTICLE XXII! - RETIREMENT BENEFITS Section 1. The current Public Employees’ Retirement System (PERS) benefits, known as the "~ 3 percent at 50" Plan shall continue in effect. Employees in represented classes will make PERS member contributions by payroll deduction. The City will provide for member contributions to be made as allowed under provisions of IRS Code Section 414(h)(2). Section 2. Military. Service Credit. The City will provide the Public Employees’ Retirement System benefit known as "Section 20930.3, Military Service Credit as Public Service." ~its contract with ~,,,~, ~.~’~ The.. b~f;~ ,~ ,~ ’~’,, ~,~’~ Santa C!ar~ Sant; Ciarc. County L4i!pitas Fremont Ha~.~’ard San Mates Llvermore/P~assntsn Section "~ PERS ~’~’fir~ ’r~’~n-; ,---~t~rrnHiOC’[’l:’-~^fi’"’October 9n am,~Nu,_,~;. _~.; ~ the City resolution with,m=RS~_, . to provide the ,,-,o,,_, ,o (~ 50" formula for IAF..= representation unit members. 14 Section 48. *’- " ""=PIVIL, Effective the first Day Deriod after the PERS resolution amendinc the Cit;;~s PERS contribution is ado,::)ted,._.~ ° ..............~,, ~..~ ~---~.-,-.,~.~;’L~ al! unit classifications will have .~omm...nc.. ~,~,~ ~n.~n.. emDioveestheir salaries reduced bv 9%. Concurrently, the City wili ,’, -’- " ~.~ ", ,~ " = 9% PERS contribution. This .,avmen,. wdl b~ reported to PERS as special compensation 9 ~o P~-RSable. ~ n~s Drows~on.w~d reread,, inmakinq the o, .............,~ e~.~,~,, until a new aqreement is :negotiated and approved. ARTICLE ~XIV - RETIREMENT MEDICAL PLAN Section 1. Monthly City-paid premium contributions for a retiree-selected PEMHCA optional plan will be made in accordance with the Public Employees’ Medical and Hospital Care Act Resolution. Retiree Medical coverage_for Unit emDioyees hired :~ffer ~Januar,., I. 200~ shall be modified as follows: a. Twenty (20) year vesting in PERS system for the full retiree medioaE benefit, including #_minimum :of five (5) years with City of Paio Alto. ~Empioyees to receive Fifty (50)percent of benefit after ten (10) years; each additional service credit year after Ten (10) years will increase employer credit by Five (5%) percent until Twenty (20)years is reached at which time employee is eligible for One Hundred (100%) percent and Ninety (90%) percent for dependents~ ARTICLE YO(V - DEPENDENT CARE ASSISTANCE PROGRAM Section 1. The City will provide a dependent care assistance program for employees according to the provisions of the Federal Economic Recovery Act of 1981, Code Sections 125 and 129. The program will be available to representation unit employees beginning with pay period number 1 of 1994, and remain in effect subject to a reasonable minimum participation level and availability of third party administrative services at a reasonable cost. ARTICLE YJ(Vl - VACATION ACCRUAL Section 1. All eligible fire suppression persons shall accrue vacation at the following rate for continuous service performed in a pay status. Non-shift representation unit employees shall accrue the 40-hour equivalent--one shift equals sixteen hours. a.For employees completing less than four years continuous service, the accrual rate shall be five duty shifts per year. b.For employees completing four but not more than nine years continuous service, the accrual rate shall be eight duty shifts per year. 15 c.For employees completing nine but not more than 14 years continuous service, the accrual rate shall be 10 duty shifts per year. d.For employees completing 14 but less than 19 years continuous service, the accrual rate shall be 11 duty shifts per year. e.For employees completing 19 or more years continuous service, the accrual rate shall be 12 duty shifts per year. Section 2. Represented employees who fail to use all vacation as accrued may continue the accrual balance and be entitled to all accrued but unused vacation upon termination, except as limited below. Section 3. Vacation accrual balances shall be limited to three times the annual accrual rate. Accrual credit beyond this limit shall not be recognized or compensated, except that for employees of record as of January 1, 1984 who have vacation excess on a one-time basis shall be set aside (banked) to be subsequently used as vacation or paid at termination. No additions may be made to the bank after January 1, 1984. The bank is established only to facilitate changeover from unlimited to three times annual accrual rate limitation on vacation accrual as herein provided. ARTICLE XXVI! -USE OF VACATION Section 1. The maximum number of vacation scheduling slots for representation unit suppression employees is four (4) per platoon on a year-round basis. Section 2. Vacation scheduling must be approved by the Battalion Chief or Fire Chief. The minimum is twelve (12) hours or more for suppression employees. Advance vacation schedules for suppression shall begin either at 8:00 a.m. or 8:00 p.m. Section 3. Vacation Pay. Vacation pay shall be made available in advance of regular pay day provided that employee requests such advance in writing to the Finance Department at least two weeks prior to his/her vacation date. The employee’s supervisor must verify vacation date on the request. Section 4. Illness on Vacation. When an employee becomes ill while on vacation and such illness can be supported by a statement from an accredited physician or the employee is hospitalized for any period, the employee shall have the period of illness charged against sick leave and not against vacation leave. Section 5. When to be Taken. The time at which an employee may use accrued vacation leave and the amount to be taken at any one time shall be determined by the 16 Chief with particular regard for the needs of the City, but insofar as possible, considering the wishes of the employee. Section 6. Limitation on Use. Employees may not use more than three times their annual rate of accrual in any calendar year period provided, however, that the Chief may grant exceptions to this limitation. Section 7. Waiting Period. Employees shall complete six months continuous service before using accrued vacation leave. Section 8. Double Compensation Prohibited. Employees shall not work for the City during their vacation. ARTICLE XXVIII - SICK LEAVE Section 1. Statement of Policy. Sick leave shall be allowed and used only in case of actual personal sickness or disability, medical or dental treatment, or as authorized in Section 9. Up to five days (56 shift hours for suppression personnel) sick leave per year may be used for illness in the immediate family (wife, husband, child, parent, parent-in-law, brother, sister, registered domestic partner, or close relative residing in the household of the employee.) Section 2. Eligibility. Regular employees shall be eligible to accrue and use sick leave. Section 3. Accrual. Sick leave shall be accrued bi-weekly, provided the employee has been in a pay status for 50 percent or more of a bi-weekly pay period. Sick leave shall be accrued at the rate of six shifts per year. Section 4, Accumulation. Accumulated sick leave may be accrued without limit, except as provided in Section 8 below. Section 5. Use. Sick leave may be used as needed and approved, to the point of depletion, at which time the employee will no longer receive pay for sick leave. A new employee may, if necessary, use up to forty-eight (48) hours or shift equivalent of sick leave at any time during the first six months of employment. Any negative balances generated by such utilization wil! be charged against future accrual or deducted from final paycheck in the event of termination. An employee who has been disabled for 60 consecutive days and who is otherwise eligible both for payment under the tong-term disability group insurance coverage and accrued sick leave benefits may, at his/her option, choose either to receive the long-term disability benefits or to utilize the remainder of his/her accrued sick leave prior to applying for long- term disability benefits. 17 Sick leave will not be granted for illness occurring during any leave of absence other than sick leave, unless the employee can demonstrate that it was necessary to come under the care of a doctor while on such other leave of absence. When an employee finds it necessary to be absent for any reason, he/she should cause the facts to be reported to the department within 45 minutes prior to his/her regular starting time on the first working day of absence, and shall regularly report on, or account in advance for each work day thereafter unless hospitalized or otherwise indisposed. Such reports may be subject to written documentation. Sick leave shall not be granted unless such report or advance accounting has been made, provided, however, that the department head may grant exception to this policy where the circumstances warrant. Section 6. Depletion of Sick Leave Benefits. Upon depletion of sick leave or the beginning of the period to be covered by payments under long-term disability group insurance coverage, whichever comes first, an employee may be granted a medical leave of absence without pay for a period not exceeding sixty days. If the employee is unable to return to work at the end of this period, he/she must request further medical leave which will be subject to the approval of the City Manager. If further leave is granted, the employee must notify the City of intent to return to work every thirty days. If further leave is not granted, the employee’s service with the City shall be considered terminated. Section 7. Forfeiture Upon Termination. Employees leaving the municipal service shall forfeit all accumulated sick leave, except as otherwise provided by law and Section 8. In the event that notice of resignation is given, sick leave may be used only through the day which was designated as the final day of work by such notice. Section 8. Payment for Accumulated Sick Leave. Eligible employees who leave the municipal service in good standing, or who die while employed in good standing by the City, and who have fifteen or more years of continuous service, shall receive compensation for unused sick leave hours in a sum equal to two and one-half percent of their unused sick leave hours multiplied by their years of continuous service and their basic hourly rate of pay at termination. Full sick leave accrual will be paid in the event of termination due to disability. For new employees hired after December 31, 1983, sick leave accrual accumulation will be limited to 1,000 hours with no payoff provisions for unused balance at termination. Section 9. Personal Business Leave Charqeable to Sick Leave. It is agreed between the parties that all shift personnel represented by the Union shall have the right to charge up to twenty-four hours personal business leave per year to sick leave, and that all non- shift personnel shall have the right to charge up to sixteen hours personal business leave per year to sick leave. Such personal business leave shall be allowed only on a staffing available basis and where the provisions of the minimum staffing agreement are not affected. "Staffing available" means at or above minimum staffing levels as defined in Article XII. 18 Section 10. Return to Work or Continue Work With Limited Duty. In cases of non- work-related injury, illness or pregnancy an employee, upon approval of the Fire Chief and the City Safety Officer, may return to work or continue work with doctor-approved limited duty. Approval for such limited duty shall be based upon department ability to provide work consistent with medical limitations and the length of time of the limitations. Shift employees must be willing to accept any non-shift limited duty schedule work location and may be subject to the reasonable availability of limited duty assignments. The City doctor may be consulted in determining work limitations. ARTICLE XXIX - SUBPOENAS Employees required to answer subpoenas as a witness for the City of Palo Alto or for a plaintiff where the City of Palo Alto is a defendant shall not lose pay or benefits for work time lost to answer depositions or to appear in court. ARTICLE XXX - WORKERS’ COMPENSATION Section 1. Status Reporting While on Disability. Persons on disability will be required to appear or otherwise report at regular two-week intervals to the Fire Chief or designate to discuss his/her status of medical treatment therapy and physical condition. This section is not meant to unreasonably restrict employee’s activities so long as such activities are cleared by the treating physician, treating program or alternative treatment program is maintained and employee is available for full or restricted duty as soon as medical clearance can be received. ARTICLE XXXI - PHYSICAL FITNESS MEDICAL EXAMINATIONS Physical fitness medical examinations for all represented employees shall include chest x- rays every three years unless otherwise directed by a physician, eye examination and hearing examination. ARTICLE XXXII- LEAVES OF ABSENCE WITHOUT PAY Section 1. Disability. Leaves of absence without pay may be granted in cases of disability not covered by sick leave. Pregnancy will be considered as any other disability. Leaves of absence for disability are subject to physician’s verification including diagnosis and medical work restriction. Section 2. Other Leaves. Leaves of absence without pay may be granted in cases of personal emergency or when such absences would not be contrary to the best interest of the City. Non-disability prenatal and/or postpartum leave is available underthis provision, but such leave shall not begin more than six months prenatal nor extend more than six months postpartum. 19 Section 3. During unpaid leaves of absence for disability or other reasons, the employee may elect to use accrued vacation credits. Requests for leaves without pay shall not be unreasonably denied. In order to avoid misunderstandings, all leaves without pay must be in writing to be effective. Section 4. Approval of Department Head. Leave of absence without pay for one week or less may be granted by the department head, depending on the merit of the individual case. - Section 5. Approval by City Manaqer. Leave of absence without pay in excess of one week’s duration may be granted by the City Manager on the merit of the case, but such leave shall not exceed twelve months’ duration. Section 6. Absence Without Leave. Unauthorized leave of absence shall be considered to be without pay, and reductions in the employee’s pay shall be made accordingly. Unauthorized leave of absence may result in termination of employment. Section 7. Leave of Absence; Death Outside the Immediate Family. Leave without pay may be granted a regular employee by his/her department head in the event of death to family members other than one of the immediate family, such leave to be granted in accordance with Section 2 and Section 4. Section 8. IVlilitar¥ Leave of Absence. State law shall govern the granting of military leaves of absence and the rights of employees returning from such absence. ARTICLE XXXIII -LEAVES OF ABSENCE WITH PAY Section 1. The City Manager may grant a regular employee under his control a leave of absence with pay for a period not exceeding thirty calendar days for reasons he deems adequate and in the best interest of the City. Section 2. The City Council may grant a regular employee a leave of absence with pay for a period not to exceed one year for reasons the Council considers adequate and in the best interest of the City. Section 3. Employee’s Time Off to Vote. Time off with pay to vote at any general or direct primary election shall be granted as provided in the State of California Elections Code, and notice that an employee desires such time off shall be given in accordance with the provisions of said Code. Section 4. Leaves of Absence; Death in Immediate Family. Leave of absence with pay of one shift with provision for approval of one additional shift for travel outside the area may be granted an employee by the Chief in the event of death in the employee’s immediate family, which is defined for purposes of this section as wife, husband, son, son-in-law, daughter, daughter-in-law, father, mother, brother, brother-in-law, sister, sister-in-law, 20 mother-in-law, father-in-law, grandfather, grandfather-in-law, grandmother, grandmother-in- law, uncle, aunt, registered domestic partner, or a close relative residing in the household of the employee. Such leave shall be at full pay and shall not be charged against the employee’s accrued vacation or sick leave. Requests for leave in excess of two shifts shall be subject to the approval of the City Manager. Section 5. Jury Duty; Leave of Absence. Employees required to report for jury duty shall be granted a leave of absence with pay from their assigned duties until released by the court, provided the employee remits to the City all fees received for such duties other than mileage or subsistence allowances within thirty days from the termination of his or her jury service. A,~ ~ !:..,.-- r-.,,.,,..,,.,,. - VOLUNTEER LEAVE PROGRAI~4 The City of Pafo Alto has established a Firefiahter Voiunta~.- :Leave ProGram to provide members of Locat 1319 ’ " -" ÷ ~ ;.. ~r~, ~qn~,~. (~Ar-r~, employees thein~e~l~a:lo~,a, Association of F’ = =" ’ ’-~r~ : ’-’- OeDO~unity tO donate their accrued vacation time to assist fellow members of IAFF either due to: (ai an emD!ovee’s own verifiable non-industrial catastrophic illness or iniurv (as defined herein; or (b) in order to care for a member of the employee’s immediate family {spouse. child, parent or reaistered domestic panner sufferina from a verifiable catastrophic iliness or injury) and have exhausted or wilt presentN’ exhaust, all of their paid leave. in order to be eiiaibie to receive donated leave, an employee must have a catastrophic thugs or iniun~ or an emD!ovee’s immediate famil\; member must have s ...a:a~uoDhk. illness or iniun: that reauires the emDtovee to provide fuli-time care for this fami!v member. Care wili be taken to :emphasize the voluntary nature of the Dian and to insure confidentiality of employee participants and medico! conditions (where apDiicabie’). A Firefiahter \ olun[an.." ~ =~v= bharmc,, roaram has been established to accept donations of vacation in accordance with the Proaram’s guidelines. All donations shall be: I.Voluntary 2.Irrevocable Confidential unless disclosure ~< r"uu,r~,~i -,~-~ by’ 4 ir~ wJqole hour "in,~remen~= of at -’~*f " ’ - "/"f~. ~ou, ,-.., hours, with the hours donated beino converted to donee hours based on the donee’s saia~ rate (so that ~mer~ will be no cost to the City due to saiarv differentiate. s. ~ne emDlovee shah be reuuired ~o exhaust all o~h~ tvses of I~.v~ to reuuest donated leave 6. !t is understood that emstovees seekinQ or receivino leave under this Drocram will asDiv for ione-zer~ disabiiitv benefits for w hL, n they ma\.- be eua Where any of the period durinc which an ems avee ~-’."~’,,’-~ ao:,a[~..,’ " ~ leave is desianated~ famii,,i~u.w"~ " under "’~n-~ L, alho, ~" "-" ’--~,a Famiiv Riqhts Act. ,.~,’-’=~-..,, , ,,-,. ~’. ;=-.,-~-,:. o,, ,,,., 21 Medica~ Leave Act {FMLA!. the emDtovee will. be eiiaibiefor continuation of medical and other availabie benefits d urinQ that the family leave ueriod ,~for ua to 12 weeks}. in accordance with the requirements of those laws. If the employee ~eceivinq donated leave is not eliaibte for CF~IFMLA benefit continuation, or after the em.ulovee has exhausted the available CE~A/FMLA leave period, the employee will ne.cd to pay the ~)remiums for continued medical and other avaitabie benefits if the emuiovee chooses to continue such coveraues throu.~h the City 8. If ~he donation request is.~as.~,~" .,,,4 on the "-" ’’n,~..a for an employee to care for an immediate famiiv member. :as defined above, the family member must require ful~- time care bv the empiovee. Certification of this requirement bv a health care pr0fessionai is reuuired 9. The maximum donated time a donee may receive is !2 months .../if avaitable’~. !0.AuDlications to donate leave or receive leave under this ProQram are made tothe Human Resources De,oartment 11 .This is a uilot pro,clram and is subject to cancellation bv either ~artv iAFF members interested in donatino leave or in auulvinc to receive donated leave shah comptete forms provided bv the Human Resources Department. ~f an ap.uiicant for i-cave is found to meet the criteria set fo,’th herein: Human Resources will determine the a\;ai!abiiitv of and (as auDlicabte3 allocation of donated said ieave. Pavroi! wi!} be notified in writing~ of the number of hours to be deducted from each donatinq employee’s vacation balance and transferred to the ~onee em’aioyee{s). The City ~", ~s~,q.’-" ,"=~.. the riqht to modify or +"-~.~., m~,"~’*,=::~ this Droaram at any time. Catastrophic illness or lniu~: ,.’also referred to as "m,cdical emer.~ency" in Revenue Rulinc~ 90-29 and Sections 801(c~ and 8,12 of the Merit Rules and Reuulations}: A nor,- occupationa! medical condition of an em~)iovee that will require the !3~oion~ed absence of the em~)lovee from duty and which will result in a substantial loss of income to the. em3iovee because the emelovee wili have exhausted all uaid leave avaiiabie a.~a~ from the Voluntaw Emeiovee Leave sharinq ProQram. Non-disability uostDa~um i,cave as .e~..,,.n,.~u in Merit Rule 801(b} shall not be considered ~ catastrolohic iIiness or niu,~: under this Policy. ARTICLE ~ XXXV- TUITION REIMBURSEMENT Section 1. Each employee within the representation unit is eligible for reimbursement of the following items, up to a maximum or $1,000 per fiscal year: ao Expenses for tuition, books, lecture tapes and curriculum fees incurred for classes given by accredited institutions of learning or approved specialized training programs. 22 bo Professional association memberships and conferences registration fees, professional books, periodicals and work-related computer hardware and software programs. Eligible items under this provision must either contribute to the employee’s job performance or prepare the employee for other City positions and must be approved in advance. ARTICLE XXXV~ -PER DIEM TRAVEL EXPENSES Section 1. Unless other mutually agreeable arrangements are made, representation unit employees who are required to travel away from the City on City business will receive travel expenses, according to City policies which are currently in effect. ARTICLE XXXVI; -HOUSE FUND ITEMS Section 1. Station House Fund. The station house fund per year, per shift employee shall be.- $48.00. Section 2. The City agrees to furnish and maintain each fire station with non-food house fund items: -rv purchase and repair, the San Jose Mercuw News. and ~the San .... o"~’~’~ to be selected on an annual basis. Kitchen cookingFrancisco Chronicle ,~ 2; .....: .... utensils, small kitchen appliances and other specific items to be determined by mutual agreement of the parties will be purchased from the station house fund. The Fire Fighters agree to maintain the voter registration program, ARTICLE XXXVIli -PARKING Section 1. Employees in represented classes assigned to Civic Center or adjacent work locations shall be entitled to free parking in the Civic Center Garage, or a commute incentive which will be subject to meet and confer. ~~mployees hired after July 1, 1994, may initially receive a parking permit for another downtown lot, subject to availability of space at the Civic Center Garage. Light duty employees assigned to the Civic Center will receive Civic Center parking temporary permits for the duration of the light duty assignment. The City and the Union agree to establish a grievance procedure as follows: 23 Definition: A grievance is any complaint or dispute regarding the application of interpretation of this Memorandum of Understanding, rules, regulations, policies or procedures relating to wages, hours or other terms and conditions of employment. Any non-probationary employee represented by the Union may file and process a grievance. Such aggrieved employees may be represented by the Union or may represent themselves in preparing and presenting their grievance at. any level of review. The Union may file a grievance when a Union right not directly related to an individual employee becomes subject to dispute. Any retroactivity on monetary grievances shall be limited to the date of occurrence, except in no case will retroactivity be granted prior to three months before the grievance was filed in writing. Written grievances shall be submitted on forms provided by the City or on forms which are mutually agreeable to the City and the Union. The time limits specified in this section may be extended by mutual agreement in writing of the aggrieved employee or Union and the reviewer concerned. Should a decision not be rendered within a stipulated time limit, the aggrieved employee may immediately appeal to the next step. The grievance will be considered settled if the decision of any step is not appealed within the specified time limit. If a grievance is related to a promotional process to positions within the representation unit, Step I shall be directed to the Deputy Fire Chief (or Fire Marshal for FPB positions). Ste!~l. The aggrieved employee will first attempt to resolve the grievance through informal discussions with the immediate supervisor by the end of the seventh calendar day following the discovery of the incident upon which the grievance is based. Every attempt will be made to settle the issue at this level. Step II. If the grievance is not resolved through informal discussion, it may be submitted in writing to the Battalion Chief (-Deputy Fire Chief for Captain grievances) within seven calendar days of the informal discussion. The Battalion Chief/Assistant Fire Chief will have seven calendar days from receipt of the grievance to review the matter and prepare a written response. If the grievance is denied, the response shall contain the reasons ~-therefore. Step Iii. If the grievance is not resolved in Step II, it may be submitted in writing to the Fire Chief within seven calendar days of receipt of the Battalion Chief’s/Deputy Fire Chiefs written response. The Fire Chief will have seven calendar days from receipt of the grievance to review the matter and prepare a written response. If the grievance is denied, the response shall contain the reasons thereforA. 24 Step IV. If the grievance is not resolved in Step II1, the aggrieved employee may submit the grievance to the City Manager for final determination or to binding grievance arbitration. All Step IV appeals must be filed in writing at the Human Resources Department Office within seven working days of receipt of the Fire Chief’s response under Step III. All hearings before the City Manager shall be pursuant to the rules and regulations set forth in the City of Palo Alto Merit Rules and Regulations. Hearings before an arbitrator will be as set forth below. In the event the aggrieved employee decides to proceed to arbitration, he/she shall select jointly with the Director of Human Resources an arbitrator. If the parties are unable to agree on an arbitrator, they shall jointly request a panel of five qualified and experienced arbitrators from the State Conciliation Service. Upon receipt of the list of arbitrators, the names shall be alternately struck until one name remains who shall serve as arbitrator. The arbitrator shall be jointly contacted by the parties. The arbitrator shall have jurisdiction and authority only to interpret, apply, or determine compliance with the provisions of the Memorandum of Agreement and such Merit System rules, regulations, policies, procedures, City ordinances or regulations relating to terms or conditions of employment, wages or fringe benefits, as may hereafter be in effect in the City insofar as may be necessary to the determination of grievances appealed to the arbitrator. The arbitrator shall be without power to make any decision: a. Regarding matters of interest. b. Contrary to, or inconsistent with or modifying in any way, the terms of this Memorandum of Agreement. c. Granting any wage increases or decreases. d. Granting pay or benefits for any period of time prior to the execution date of this Memorandum of Agreement. Where either party seeks arbitration and the other party claims the matter is not subject to the arbitration provisions of the Memorandum of Agreement, the issue of arbitrability shall first be decided by the arbitrator using the standards and criteria set forth in this Memorandum of Agreement. The arbitrator shall be without authority to require the City to delegate or relinquish any powers which by State law or City Charter the City cannot delegate or relinquish. Copies of the arbitrator’s decision shall be submitted to the City and the aggrieved employee. All direct costs emanating from the arbitration procedure shall be shared equally by the City and the aggrieved employee or the Union. It is further agreed that the provisions of this section shall be incorporated as part of Chapter 11 of the City of Palo Alto Merit System Rules and Regulations. Existing procedures set forth in Chapter 11, to the extent they are inconsistent with the provisions contained herein, are superseded. 25 ARTICLE ~IV XL- SAFETY COMMITTEE Section 1. A Safety Committee comprised of four representation unit members appointed by the Union, and at least two members of Management, will be established. The Committee may make safety recommendations to the Fire Chief regarding equipment, vehicles and apparatus and may review all accidents involving represented personnel. Management shall inform the Safety Committee of all accidents involving injuries to represented personnel. ARTICLE XU. - MISCELLANEOUS Section 1. The City will issue four T-shirts to each uniformed employee ~ each July Th T shirts fo4OO"/’ ~..~,~ ~.~; -~,4,’41÷1,~,-,~I ~,~,~i~ +~ b~l’,~ dQO~ o~ ~OOQ.... , ....................~ ................; ....ese -are ruseon duty only and will be maintained by the employee. ~ ~.q~ ~, ,~;~ Ju~y ~c= ............. ~ ~" addition~~-’T ~ dufin~ n,i,,. !oo£ and I°00 .... These .... ~-smx=~- ~-~ Section ~.2. Records of disciplinary actions shall be removed from the personnel file of a representation unit employee upon written request by the employee after a period of three years, or sooner if mutually agreed by the Fire Chief and the employee. Section 3. At City option during the life of this agreement and if otherwise available: 26 ¯The City may offer, on a voluntary basis, an incentive in lieu of City-paid dependent or family medical coverage. Section 4. The Union aqrees io~ and wilt promote to its members, the followin,s volunta~ measures to achieve wit-h a goal::of savings of $100.000 in costs durinc, the term of this Aureement. tf$50:000 in savinas is not achieved bv the end of the first six (6) months after the ~ contract is adoDted. IAFF will workwith the City to identify additional votuntaw cost-saving measures in an effort to achieve the $i00.000 in savinQs. The measures include: a. Take vacation days offwithout Dav :b. Whenever the fourth vacation slot is ,’~,,--’--,-~ ÷ ^ ~* -, ’.~ ........k ~,anno... be reTIll,_.o c. Take persona! business days off without pay d. When there is more staff on duty than the minimal staffinq leve!s .require. an emoiovee may volunteer to .qo home without uav. e. Donate accrued vacation time.\ These voluntaw cost-savina measures will stay in eff,~,~ untii new aur,~m~n~ ~,~ n~oJa.~ and approved. ARTICLE XLI{ -FULL UNDERSTANDING Section 1. The Memorandum of Agreement contains the full and entire understanding of the parties regarding the matters set forth herein. Section 2. Fair Labor Standards Act.M.ssaaement _~.~ =~ ~,~.,~,~.~e~ o~4~ ,~._,~, effgctiv¢ ~ ~’,~,,.~;~ ! ~.~ ~, 98=. o. Compensato~ time off with Management approval may be used as an alternative to ove~ime compensation only within the 27-day work period within which the ove~ime is worked. Section 3. Severability. Should any of the provisions herein contained be rendered or declared invalid by reason of any existing State or Federal legislation or by reason of State or U.S. Supreme Court ruling, such invalidation of such part or portion of this Memorandum of Agreement shall not invalidate the remaining portions hereof, and they shall remain in full force and effect, insofar as such remaining portions are severable. Section 4. it is the intent of the parties that ordinances, resolutions, rules and regulations enacted pursuant to this Memorandum of Understanding be administered and observed in good faith. 27 Section 5. Merit System Rules and Regulations. During the term of this Memorandum of Agreement, Management may propose certain changes in the City Merit System Rules and Regulations. With regard to such changes which pertain to the representation unit, the parties agree to review, and upon request, meet and confer regarding the changes. Section 6. During the term of this agreement, at management request, the parties agree to meet and confer with regard to issues pertaining to fire station consolidation or relocation. Section 1. Nothing in this agreement shall preclude the parties from mutually agreeing to meet and confer on any subject within the scope of representation during the term of this agreement. ARTICLE XLII - DURATION This Memorandum of Agreement shall become effective July 1, ~ 2003 and remain effective until June 30, ~ 2004 EXECUTED: FOR:FOR: 28 INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS CITY OF PALO ALTO 29 NOT YET APPROVED RESOLUTION NO. RESOLUTION OF THE COUNCIL OF THE CITY OF PALO ALTO ADOPTING A COMPENSATION PLAN FOR FIRE DEPARTMENT PERSONNEL (IAFF) AND RESCINDING RESOLUTION NOS. 8030, 8243, 8252 and 8300 ~HERs~ORE, _NOW, ~ -~ the Council of the City of Palo Alto does RESOLVE as fol!ows: SECTION !. Pursuant to the provisions of Section 12 of Article IT<__ of the Charter of the City_ of Pa!o A±~o,~ the Compensation r±=n, as set forth in Exhibit attached hereto and made a part hereof by .reference, is hereby adopted for Fire Department personne! effective retroactively to the pav meriod including July i, 2003 through June 30, 2004. SECTTON 2 The Compensation P]~ adopted he~=~n shal~ be a~ministered by the City Manager in accordance wi:h the Meri: System Rules and Regulations. SECTION 3. The Compensation Plan shall effect until amended or revoked by the Council. continue in SECTION 4. The Director of Administrative Services hereby is authorized to implement the Compensation ~"~±an adopted herein in the preparation of forthcoming payrolls. SECTION 5. Resolution Nos. 8030, are hereby rescinded. 8243,8252 and 8300 // // // // // / / // 031028 sm 8120407 SECTION 6. under the California Environmental Quality Act and, no environmenta! impact assessment is necessary. INTRODUCED AND PASSED: AYES: NOES: ABSENT: ABSTENTIONS: ATTEST:APPROVED: NOT YET APPROVED The Council finds that this is not a project therefore, City Clerk APPROVED AS TO FORM: Senior Ass:. City A:torney Mayor City Manager Director of Human Resources Director of Adminis<rative Services Fire Chief 031028 sm 8120407 2 CITY OF PALO ALTO COMPENSATION PLAN ,,~,ire Employees EFFECTIVE:Pay period including July 1,2-O0~ 2003 Through June 30, ~ 2004 COMPENSATION PLAN FOR THE CITY OF PALO ALTO Fire Personnel SECTION I. SALARY A. Salary Range Tables Personnel covered by this plan shall receive compensation within the salary ranges set forth in the Salary Range Tables that follow Section II. The salary range for each position classification title and number is expressed in bi-weekly and/or hourly rates along with the approximate monthly and/or annual equivalent. B.Establishment of Salary The City Manager is authorized to make appointments to or advancements within the prescribed ranges upon evaluation of employee qualification and performance. Merit advancements from the first salary step to the second salary step shall be ~anted at six-month intervals and between the second and subsequent steps at one-year intervals if the affected employee has demonstrated continued improvement and efficient and effective service. For the purpose of determining step time requirements, time will commence on the first day of the month coinciding with or following entrance onto a salary step. Paramedic, Haz Mat and EMT Differentials do not constitute entrance into a salary step for the purpose of determining step time requirements. Step increases shall be effective on the first day of the payroll period in which the time requirements have been met. The City Manager, in recognition of unusual circumstances or extraordinary performance, may authorize special merit advancement. In the event that a downward adjustment of a salary range indicates a reduction in the established salary of an individual employee, the City Manager may, if circumstances warrant, continue the salary for such employee in an amount in excess of the revised range maximum for a reasonable period of time. Such interim salary rates shall be defined as "Y-rates". Additionally, paramedics with six or more years of Palo Alto paramedic service will be Y-rated upon cessation of assignment. A o Except as provided in N. Retirement Benefits 3., salaries shall remain unchanged for the term of this agreement. SECTION 11. SPECIAL COMPENSATION Personnel covered by this compensation plan, in addition to the salary set forth in Section I above, may receive special compensation as follows. Eligibility shall be in conformance with the Merit Rules and Regulations and Administrative Directives issued by the City Manager for the purposes of classification and interpretation. A.Overtime Premium Rate and Standby Pay Shift personnel assigned to overtime relief duty in addition to their regular 56-hour shift schedule shall receive overtime compensation at a rate of one and one-half times the employee’s basic 56-hour rate, or out- of-class rate if such applies, for all hours of the relief duty shift. Required off-duty training will be compensated at the rate of one and one-half times the basic 40-hour rate or as otherwise agreed, and emergency callback will be compensated at a rate of one and one-half times the basic 40-hour rate to a maximum of 8 hours, and at a rate of one and one-half times the basic 56 hour rate for those hours in excess of 8 hours. Overtime duty assignments will first be made from the voluntary overtime list. If such assignments cannot be filled from the voluntary overtime list, the vacant position will be filled by moving up on-shift personnel through out-of-class assignment. Any remaining vacancy will then be filled by overtime duty assignment made in reverse order of hire date seniority according to specialty and qualifications required to be assigned. The overtime duty assignment seniority list will be adjusted to clear record of assignments semi-annually on April 30 and October 31. $65 $68 Employees receiving fire/arson investigation pay must be available to respond to Palo Alto Civic Center within one hour of call out. B.Working Out of Classification All represented employees who are assigned work in a higher classification for longer than four (4) continuous hours will be compensated at a higher pay rate for all hours worked during the out-of-class assignment. This provision applies as follows: Firefighter, Apparatus Operator, Captain or Inspector working in a higher classification: Step to step. Representation unit classification working as a Battalion Chief, 10% above E-Step Captain, but not to exceed 93% of Battalion Chief control point. Representation unit classification working in any other management position, within the range of the management position. Ct~. Haz Mat Differential Effective beginning with the pay period including July 1, 1990, a maximum of nine positions who are primarily assigned to Rescue 1 and who are Haz Mat trained and certified will receive a 5% differentia! in addition to their base salary. This differential does not apply to minimum staffing replacements. D~. EMT Differential , e resente c ass ca ons, who maintain EMT certification, will receive a ~ 3% differential in addition to their base salary. T-ge .......................... wav ............... ~ Ju , 1, The EMT differential includes compensation for E~ p~amedic suppo~. EMT ce~ification for all suppression personnel is mandatow. E. Fire Inspector Differential Effective January 1, 2003, Fire personnel who have been trained as fire investigators who are regularly assigned to fire investigation duties by the Chief shall be compensated with premium pay for each day assigned at the rates established below: ¯Regular scheduled work day: $45.00 ¯Regular days off and holidays: $68.00 Employees receiving fire/arson investigation pay must be available to respond to Palo Alto Civic Center within one hour of call out. F~. In-Lieu of Holiday Pay 4 Representation unit fire suppression personnel in pay status shall receive 5.75 hours straight time regular pay per pay period in lieu of holidays to a maximum payment of 149.5 hours per year. Gtg. Pay for Court Appearance Sworn Fire Personnel appearing in court for the People shall be compensated as follows: Period Appearance on scheduled day off Any or all court time during scheduled shift. Appearance on scheduled work day but not during scheduled shift. t-IF. Paramedic Differential Rate Time and one-half at 40-hour rate. Straight time during shift at 56-hour rate. Time and one-half 40-hour rate. Minimum 4 hours None 2 hours (2-hour minimum may not run into shift time) Paramedics who have completed the required training and been certified in accordance with the program wilt receive a 12.5% differential in addition to tlaeir base salary effective beginning with the date of assignment to rotational Paramedic duty. The Paramedic salary differential will terminate with the cessation of assignment to rotational Paramedic duty, except that paramedics with six or more years of Palo Alto paramedic service will be Y-rated upon cessation of assignment. Paramedics will receive a 0ne-time cash payment of $500 for each bi-annual recertification. This provision applies only to active incumbents of authorized paramedic positions who remain in the paramedic assignment for at least one additional year after recertification. The one year requirement after recertification does not apply to those paramedics who may leave the program because of work-related injury or illness, or promotion, nor does it apply when a paramedic is asked by management to recertify in order to voluntarily extend their paramedic service to meet special departmental needs for a period of less than one year. Paramedic proctoring assignments will be made by the Chief from among qualified volunteers. Payment of $600 will be made to the primary proctoring paramedic at the conclusion of each proctoring assignment. The Chief will establish a list of qualified proctors from among volunteers on an annual basis. Personnel will be selected by the EMS Chief from the list to serve as paramedic proctors. If a conflict arises between the City and the Union regarding the Proctor Program, either side may suspend the program at the annual renewal period and shall remain suspended until a resolution or agreement is reached. 5 IG. Retirement Medical Plan Monthly City-paid premium contributions for a retiree-selected PEMHCA optional plan will be made in accordance with the Public Employees’ Medical and Hospital Care Act Resolution. Retiree Medical coverage for Unit employees hired after January 1, 2004 shall be modifiedas follows: a) Twenty (20) year vesting in PERS system for the full retiree medical benefit, including a minimum of five (5) years with City of Palo Alto b) Employees to receive 50% of benefit after 10 years; each additional service credit year after 10 years will increase employer credit by five percent (5%) until 20 years is reached at which time employee is eligible for 100% and 90% for dependents. The City of Palo Alto’s health premium contribution for eligible post - 01/01/04 hires shall be the minimum contribution set by PERS under section 22825.5 based on a weighted average of available health plan premiums. Jo Group Insurance 1.PEMHCA Health Plan (a)Benefits will be provided in accordance with provisions of the PEMHCA Health Plans. Monthly City- paid premium contributions for an employee- selected PEMI-ICA optional plan will be made to the maximum amount indicated in each category. Eligible Active Employees Number of Parties Covered Employee Only Employee Plus One Employee Plus Two or More Monthly City Contribution Premium for plan selected Not to exceed the PORAC Premium Premium for plan selected Not to exceed the PORAC Premium Premium for plan selected Not to exceed the PORAC Premium Active employee domestic partners who meet the requirements of the City of Pato Alto Declaration of Domestic Partnership, and are registered with the Human Resources Department, ~ are eligible for reimbursement of the actual monthly premium cost of an individual health plan, not to exceed the individual PORAC ~ monthly premium cost of individual coverage Evidence of premium payment will be required with request for reimbursement. (c) Alternate Medical Benefit Program If a regular employee and/or the employee’s dependent(s) are eligible for medical insurance through another employer-sponsored or association medical plan, the employee may opt for alternative medical insurance coverage through the other employer-sponsored or association plan and waives his/her right to the City of Palo Alto’ s medical insurance coverage for same individuals. Employees electing alternative coverage and no City coverage will receive cash payments ofapproximatelyhalf of the "averaged monthly premiums" for their medical insurance coverage. "Averaged monthly premiums" are the average of the Kaiser HMO, Blue Shield HMO and PERS Choice PPO premiums for the employee’ s City medical coverage available through the Public Employee Retirement System (PERS). The rates for 2004 are as follows: One Party: $323.35 Two Party: $646.70 Family: $840.71 2.Dental Plan (a)The City shall maintain the present level of benefits on the City-sponsored dental programv. ~ t-he Maximum benefits per calendar year shall be $2,000 "~’;"o r.,.,~;...; ..... ~. 1 ao,~ (b)~,,,~...=4’o"’;"o,,. Jul3, -,1 .--,~,~,ln~ The City will provide a 50% of reasonable charges, $1500 lifetime maximum orthodontic benefit for representation unit employees and their dependents. (c)The City shall pay all premium payments or equivalent self-insured program changes on behalf of employees and dependents who are eliNble and enrolled for coverage under the existing dental plan.~_.....~"~;"~,.. Ju!)’ i, *--~-,lnn’~ Dependents will include domestic partners, as defined under Section bt J 1 (b). Kt. Vision Care ~,,,-~,=~’~";"~,-- ~’~";~;""~,,-s-,,--~, ¢~"~"~’~’.--,-~.~,--, ~,~ ~--,,,~aan The City ~ offers vision care coverage for employees and dependents. Coverage is equivalent to $20 Deductible Plan A under the Vision Service Plan, with monthly premiums paid by the employer. =4:~.~;.,~~,.,.~,,,~ o~.,~’~" ~,~ Inn’7,~ , Dependents ~ include domestic partners as defined under Section t4 J 1 (b). I.~. Life Insurance The City will pay the following amounts of premium on behalf of Fire personnel: 7 Basic Life Insurance and Basic ADD (per $1,000 of coverage) Mt4.Tuition Reimbursement Per Pay PeriodPer Month (approx) $.115 $.25 Each employee within the representation unit is eligible for reimbursement of the following items, up to a maximum of $1,000 per fiscal year. 1 .Expenses for tuition, books, lecture tapes and curriculum fees incurred for classes given by accredited institutions of learning or approved specialized training programs. 2.Professional association memberships and conferences registration fees, professional books, periodicals and work-related computer hardware and software programs. Reimbursement of work-related computer hardware and software programs is taxable to the employee. Eligible items under this provision must either contribute to the employee’s job performance or prepare the employee for other City positions and must be approved in advance. Retirement Benefits The current Public Employees’ Retirement System (PERS) benefits, known as the "g 3 percent at 50" Plan shall continue in effect. Employees in represented classes will make PERS member contributions by payroll deduction. The City will provide for member contributions to be made as allowed under provisions of IRS Code Section 414(h)(2). Military Service Credit. The City will provide the Public Employees’ Retirement System benefit known as "Section 20930.3, Military Service Credit as Public Service". Santa Clara Mountain Vie:v Clara Count)’ Fremont Alameda Manlc P-~k FPD ,.,] 3. EPMC Effective the first pay period after the PERS resolution amending the City’s PERS contribution is adopted, all unit classifications will have their salaries reduced by 9%. Concurrently, the City will commence paying the employees 9% PERS contribution. This payment will be reported to PERS as special compensation making the 9% "PERSable".This provision will remain in effect until a new agreement is negotiated and approved. OM.Dependent Care Assistance Pro~am The City will provide a dependent care assistance program for employees according to the provisions of the Federal Economic Recovery Act of 1981, Code Sections 125 and 129. The program will be available to representation unit employees beNnning with pay period number 1 of 1994, and remain in effect subject to a reasonable minimum participation level and availability of third party administrative services at a reasonable cost. P-N. Commute Incentives and Parking Employees in represented classes assigned to Civic Center or adjacent work locations shall be entitled to free parking in the Civic Center Garage, or a commute incentive which will be subject to meet and confer. New employees hired after July 1, 1994, may initially receive a parking permit for another downtown lot, subject to availability of space at the Civic Center Garage. Light duty employees assigned to the Civic Center will receive Civic Center parking temporary permits for the duration of the light duty assignment. Represented employees who qualify may voluntarily elect one of the following commute incentives: Public Transit. The City will provide monthly Commuter Checks worth the value of: $60 for employees participating in a City of Palo Alto employee administered commuter highway vehicle, $40 for employees traveling three or more zones on Caltrain; $40 for employees using the Dumbarton Express, BART, the ACE train or a public commuter highway vehicle; $35 for employees traveling less than three zones on Caltrain; $35 for employees using VTA, and other buses. These commuter checks may be used toward the purchase of monthly transit passes, or the cost of participation in commuter highway vehicles. Carpool. The City will provide carpool subsidies of $30 per month to each eligible employee in a carpool with two or more licensed drivers. Bicycle. The City will provide $20 per month bicycle subsidies to eligible employees who ride a bicycle to work. Walk. The City will provide $20 per month walker subsidies to eligible employees who walk to work. Qo $100.000 Savings via Voluntary Measures The Union agrees to, and will promote to its members, the following voluntary measures to achieve a goal of savings of $100,000 in costs during the term of the Agreement. If $50,000 in savings is not achieved by the end of the first six (6) months after the contract is adopted, IAFF will work with the City to identify additional voluntary cost-saving measures in an effort to achieve the $100,000 in savings. The measures include: a) Take vacation days off without pay (xxtime) b) Whenever the fourth vacation slot is canceled, it cannot be refilled c) Take personal business days off without pay d) When there is more staff on duty than the minimal staffing levels require, an employee may volunteer to go home without pay 10 ~e) Donateaccrued vacation time These voluntary cost-saving measures will stay in effect until new agreement is negotiated and approved. 11 0 0 L.ul 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 . 0 0 0 0 0 0 0 0 0 0 0 0 ~0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 ~¯