HomeMy WebLinkAbout0494.000-
•
. .
\
. ..". .
i/ ! i . II
\\
,~ .
/ \'
~.
• •
,~ ,.
~ '.' '!r''''
o 8
September 5. 1990
THE HONClfW3lE CITY COUNClL
Paro Mo. California
ne Comoensation Plan and Memorandum of Agreement
Members of \he Council:
On August 7, 1990. a tentative agreement was reached with represerotatives of II1e
hlernafiona! .o\ssoc1ation of Fke FJg/'Jers (WF, local 1319) covering \he City's 109
sworn lire employees. "The agreement was ratiffed by local 1319 membership 00
September 4. 1990. This report summarizes \he provisions of fle two year agreement
and recommends Council approval of \he attached Memo<andUm of Agreement and
CompensatiOn Plan for Fore Department Persomet funding for \he agreement is
prcMded '" \he 1990-91 Budget and II1e attached budge! amendmenl ordlnance.
Agreement Provisions
FIrS! Year:
I. Elfective with \he pay period irdxftng .kJTy 1. 1990. a 5% ncrease at fle E
step wi!! be applied \0 fle salary ranges of an represented dassificaflOOS.
2. Effeclive with \he pay peOOd I1cIuding January I, 1 991. an addilionar 2%
ncrease at \he E-step Wll be applied \0 fle salary ranges of an represented
c!assi!icalioos.
3. Effective begiming Wl1h fle pay period i'1cIuding .Ally I, 1990, fle i1cumbents
of nine positions assigned \0 hazardous materials i"1spectioo and response who
achieve and rnairlfain certifICation wilt receive a 5% pay dit!erenfiaT.
4. Oeperxlenl coverage will be added \0 the VISion Se<vice Plan effective October
1. 1990.
S. A provision is nckJded giving management additional ffexibiITty under minimum
suppression staffing n situations nvolving batlaflOfl cI1iel rep!acement and
!raining replacement
6. AdditIonal provisions ncIude es!abTisl'menl of a join! hJmatl reTafioos oonvnittee;
language changes \0 provisions coverng out-<>i'-class compensation, """"fer
seniofily, vacation reflBf assignments, promotion procedures, PERS pickup
conversiOn, Iuition reimb<xsemenl, commu1e incentives and is~ of uniIofms;
allowance updates for s!arlOn house lunds, retirement medical premium
reimbu<sements and !ife nsurance premiums. Several goneral orders covering
working CO<1<fIlion issues were also modified.
.
~-.
.)
'--)0,,:
: .... -
\
\ .
\
.> \'
. <
~-"
-~
\
Page Two
Second year:
,. . .
o
, '
/
o
1. Effective with the pay period including "-'Iy I, 1991, a 5% i1crease at the E
slep wit be appI'lBd 10 the salary ranges 0( an represented classes.
2. EffectNe begiMing with !he pay period including September I, 1991,
represented dassi!icafions who mainlaif> EMT certfficatkJrl will receive a 2%
d1Iferentia! n ~ to base salary.
3. EffectNe begiming with !he pay period i'lCIucflOQ July I, 1991, paramedics who
recertify atter "-'Iy I, 199Cl, Wll receive a one-time cash pa~ment o! $500 lac
each receni!icaf1Ot\.
4_ D.xhg 1he lerm o! Ifle agreement the City may reopen negotiations with regard
10 issues pertaining 10 fire slafion consoridalion and issues pertaining 10 City
Health Plan cost con!airvTleot
A!Iad1ed 10 lhis report is the kJtI lex! o! Ifle Memorandum o! Agreement with changes
i'lcfJCaled by shading. CompensaflOn costs will increase by $480,000 n W1e first year
o! the Agreemert and an additional $615,000 n !he sscoOO year. For ~sca/ year 1 ~
91, $420,000 has been bOOgeied n !he General Fund. The balance o! $60,000 is
requested n 1he attached BucIge! Amenclment Ordinance.
Recommendations
Staff recommends Coooci apptoval of Ifle attached resolutions 10 amend Section
1501 o! the Merl System Rules and Regulations regarding the Memorandum o!
UncIerslanding between !he City o! PaTo Mo and local 1319, adopting a·
Compensalioo Plan lac Fore 0cparImef1I PerSOMel, and ttoe attached ordinance
amending the budget lac FISCal Year 1 ~91.
AltadYnenis
CMR:494:O
•
\
,
1
-
./
o o
RESOW'l'ION NO.
RESOLUTION OF TIlE C()(JNCIL OF THE CITi' OF PALO ALTO
ADOPTING A COMPENSATION PLAN FOR FIRE DEPARTMENT
PERSONNEL AND RESCINDING RESOW'l'ION NO. 66~2
The council of the City of Palo Alto does RESOLVE as
follows:
SECTION 1~ ~rsuant to the prov~s1ons or Sectioc 12 of
ArtiCle 111 of the. Charter of the city of Palo Alto .. the Compensa
tion Plan, as set forth in Exhibit -A-attached hereto and made a
part hereof by reference. is hereby adopted for Fire Department
personnel effective the beginning of the pay period includinq .July
1, 1990.
~ION 2. Tbe Compensation Plan adopted herein shall be
adllin~stered by the City Manager in accordance vith the M.erit
system RUles and Req,ulations ..
SECTION l. The Compensati~ Plan shall continue in effect
until amended or revoxed by the Council.
SECTION .c. The Director of Finance hereby is authorized to
implement the compensation Plan adop·ted herein in ber preparation
of forthcoming: payrol1s~ She is further authorized to make changes
in the ~itles of employee classifications identified in the Table
of Authorized Personnel contained in the 19~O-91 budget if such
titles have been changed in the Compensation Plan.
gECTION 5. Resolution No. 6642 is hereby rescinded.
SECTION 6. The Cou,ncil finds that this is no,t a project
under the California Environmental Quality Act and, therefore, no
~nvironmental impact assessment is necessary.
INTRODUCED AND PASSED:
An:S:
NOES:
ABSTENTIONS:
ABSEI .. T:
ATTEST: APPROVED:
city Clerk Mayor
1
. : :
~ ~ ~ ,
i , • • , • 1
,~
I
,
o
APPROVED AS TO FOR){:
City Attorney
APPROVED:
City Manager
Director of Human Resources
Director of Finance
Fire Chief
/
o
2
o o
CITY OF PALO ALTO
COMPENSATION PLAN
FIRE EMPLOYEES
EFFECTIVE: July 1, 1990
through June 30# 1992
--'-..'-.
-
\
o
COKPENSATIO!l' PLAN FOR THE CITY OF PALO ALTQ
lire Personnel
SECTION I. SALARY
A. Salary Range Tables
Personnel covered by this plan shall receive compensation within the
s.alary ranges set forth in the Salary Range Tables that follow Section
II.. The salary ranqe for each position classification title a.nd number
is expressed in hi-weekly and/or hourly rates along with the
approximate monthly and/or annual equivalent.
B~ Establishment of S§lary
Tbe city Manaqer is authorized to make appointments to or advancements
within the prescribed ranges u·pon evaluation of employee qualification
and perforJllance.
Merit advance-ments from the first salary E.tep to the second salary step
shall be qranted at six-month intervals and between the second and
sUbsequent: steps at one-year intervals if the affected employee has
demonstrated continued im~ovement and efficient and effective service.
Fo;r the purpose of determining step time requirements~ t.ime will
commence on the firs~ day of the month coinciding vith or following
entrance onto a salary step. Step incre~ses shall be effective on the
first day of the payroll period in vhiCh the time r~~i~ements have
been met. The City Xanager~ in recognition of unusual circumstances
or extraordinary perforaance~ may authorize special merit advancement~
In tbe event that a downward adjustment of a salary range indicates a
reduction In the establisbed salary of an individual employee. the city
Manaqer may, if circumstances ~arrant. continue the salary ror such
employee in an amount in excess of the revised range maxi .. UD. for a
reasonable period of time~ Such interim salary rates shall be defined
as ·Y-rates-. Additionally. par~edics vith six or more year~ of Palo
Alto paramedic service will be Y-rated upon cessation of assignment.
1. Effective June 30.. 1990. a 5\ increase at the E-Step viII be
applIed to the salary ranges or all rep~esented classifications.
2. EffectIve vith t.he pay period including January 1. 1991. a 2\
increase at the E-step viII be appli9d to the salary ranges of all
represented classification$.
l. Effective with the pay period including .1uly 1. 1991~ a 5'
increase at the E-step will be applied to the salary ranges of all
represented classes.
L
•
•
\
\
\
\ " ".-1
\ , -, ,
I
I
I
• ri
.. "., .. , .
-
COMPPSAT ION PI..AN
Fire Personnel
paqe 2
o
FOR THE CITY" OF PAIP ALTQ
SECTION II.. SPECIAL COMPENSATION
" ,
o
Personnel covered by this compensation plan l 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 Adainistrative Directives issued by the City Mana~er for the purposes
of classification and interpretation.
A. Annual Adjustment
Annually. each employee Who holds a regular ful1-ti~e appointment in
the Ilunicipal service on or before July first and continues in such
status through the first day of Pay Period No. 25 (in December] shall
receive, in addition to the salary prescribed herein, a salary
adjustment equal to one percent of the employee's current annual
salary. Annu~l adjustments shall be prorated to reflect appointment
from January .1 through July 1 ot the current year, or interrupted
service during tha yeara
8. Oyer~(.e pre-tug Rate
ShIft personnel assigned to overtime relief duty in addition to their
reqular 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-ot-classificat:ion rate if such applies., for all hours of t.he relief
duty shift. OVertime assiqnments tor duties other than minimum
stat lin<) shall receive compensation at a rate of one and one-half times
the e.ployee's basIc ",O-hour rate.. Emergency callback viII 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 t.imes the
basic 56 hour rate for those hours in excess of B hours ..
C. working out of Classification
All represented employees vho are assigned work in a higher
classificat.ion for longer than four (4) continuous hours will be
compensated at a biqher pay rate for all hours worked during the out
ot-class aSSignment. This provision applies as follows:
,
\ '
7irefigbter~ Apparatus Operator. Captain or Inspector working in
a higher classifIcation: step to step~
Representation unit classification working as a Batt.alion Chief,
10\ above !:-step captain ... but not to exceed 93\ of Battalion Chief
control point. Representatl(h~ unit classification working in any
other Ilanagement position., within t.he. range of the. Ilanagement
position.
'-L-.. ···. ,
"
\, , ,
\
\
\ ,. \
• -
I
-
-,
---
o
COMPENSATION PLAN FOR THE CITY OF PALO ALTO
Fire Personnel
Page 1
o. Hal Mat pifferential
•
o
EffectIve beginning with the pay period including July 1, 1990, a
aaximum of nine positions who are prImarily assigned to Rescue 1 and
Who are Haz Kat trained and certified will receive a 5\ differential
in additIon to their base salary. This differential does not apply to
.inimum staffing replacements.
E. EMT Oifferential
Effective beginning with the pay period including September 1, 1991,
represented classifications who ~alntain EM1' certification will receive
a 2' differential in addition to their ~se salary. EMT certification
for all suppression personnel is mandatory.
O. In-Lieu of HolidAY Pay
Representation unlt fire slJppression personnel in pay status shall
receive 5 .. 15 bours straiqbt time regular pay per pay period in lieu of
holidays to a maximum payment of 149.5 hours per year. If employees
wiSh to take time off instead or in-liea pay. tIme off shall be at the
rate of one-half shift (12 hours) per month on a staffing available
basis. SUCh time off must be scheduled so that no additional overtime
viII be required to achieve suppressIon .lntmWl stafting. Time off
Instead of in-lieu holiday pay may be taken in advance of the aonth
that saId in-lieu hours become payable u.p to a maximUli of 48 hours.
Bovever, no in-lIeu hours will be paid until such advanced time off bas
been liquIdated by tbe in-lieu bours accrued in subsequent months.
E. Pay fox Court. Appea.ra.nce
!
I
I l~
SWorn Fire Personnel appearing in court for the People shall be ~.
compensated as follows:
Period
Appearance on scbeduled
<layoff.
Any or a 11 court Ulle
during scheduled shift.
Appearance on sche~uled
work day but not durIng
scheduled shIft,
Time and one-half
at to-hour rate.
straight time dur
ing shift at 56-hour
rate.
Time and one-half
40-hour rate.
Minimum
C hrs,
None
2 hrs,
{2-bour .in.
may not run
into shIft
time)
.. ' ,d:
-:-,
\
-\ -'-
\
•
-~
r ,
i
I
-
•
/
~>:;-~"~'Y'-"""'~ ,~~.,._._ ... ~.~':._-::<}~f"~.".~~~:~:;':F,3~,,_--"!': j~
o o
~CO~MP~l!~N~S"A~TLILJQ~N"-="P!",I.AN"",-"FO-",,RUTUHlJE.....,C ..... IT:o:y OF PAW AI,TQ
rire Pe.rsoMel
Page C
F. Paramedic Differential
Paramedics who-have completed the requir.ed training and been certified
in accordance with the program will receive a 5\ differential in
addition to their base salary effective beqinninq with t."he -date of
assignment to rotational Paramedic duty. Upon completion of six: months
of rotational paramedic duty. the differential will increase to a total
of 12.5\ in addition to base salary. The Paramedic salary differential
will terwlnate with the cessation of assiglUllent to rotational Paramedic
duty" except: that paramedics with six or :DOre years of Palo Alto
paramedic service will be Y-rated upon cessation of assiqnment.
With payment effective beginning with the pay period including July 1~
1991. paramedics who recertIfy after July l~ 1990 will receive a one
time cash payment of $500 fGr each recertification. This provision
applies ~ly to active incumbents of authorized paramedic positions.
G. Retired Employees
The City shall~ upon submittal of evidence of payment~ reimburse up to
S141 per month ($~4 per month with Medicare) of medical plan premiums
on behalf of representation unit employees who retire from the City
under service or disability retIrements. The retiree may select any
.OOical plan. The plan may cover eligible dependents as defined under
the city Employees~ Health Plan. NQ reimbursements will be made for
plans provlc:U~ benefits other than :medical and bealth benefits.
Rei_bursement requests must be filed within 12 months of date charqes
were incurred.
H. Group Insurance
Except as othendse set forth l::!erein" the City vjll maintain the
present level of benefits on all City sponsored :medical and dental
programs.
1. City Health Plan or Kaiser bealth Plan
The City shall pay lOOt of the prell.iums .for all employees and
dep4ndent ooveraqes on behalf of eligible and enrolled employees
and dependents. Health Plan prellilliUll increases d·urinq the terti of
the coapensation plan will be assumed by the City.
:2. Dental Plan
The City shall maintain the present level of benefits on the City
sponsored dental prograll4' except that the maximum. benefits per
calendar year Shall be $24'000 effective beginning vith 1981.
• ,
\
\
\ --, .. .\
.-
I
-
COXPPSATION PLNI rOB THE CITY OF PALO ALTO
Fire Personnel
Fage S
•
\
3. EffectIve July 1, 1986, the city will provide a SO, or reasonable
charqes, $lS00 litetiale lIaxilllUll orthodontic benefit for
representation unit employees and their de~ndents.
I ~ Vision Care
Effective beqinning October 1, 1990, the City will offer 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.
J. Life Insurance
The clty viii pay the following amounts of premium on behalf or Fire
personnel:
Basic Life Insurance
(per $1,000 of coverage}
x. 'i'uition ReimburSement
Per pay Period
$.lS
per Month (approx)
$.l)
city will reimburse expenses for tuition, books and curriculum fees
Incurred by employees within the representative unit, to a maximum of
$1,000 per fiscal yaar for classes qiven by accredited institutions of
learning or app~oved specialiZed training pirog-rams. The city viII also
reimburse profe.ssional ~ssociation Jaemberships and conference
registration fe.ES, professional books and. periodicals. ProgralilS Ilust
either contribute to the employee's job performance or prepare the
employee for other City positions and must be approved in advance.
L •. city-Paid PERS EmplQYtt Contribution
1~ Effective with the pay period including July 1, 1983, the city will
pay 7' of tbe 9' PERS employee ~tributlon except that, subject
to receIpt of favorable tax rulings by the city Attorney no later
than June 30. 1984. employees Who retire between J~ly I, 1983 and
June 30, 1984 shall receive a 5.6' pay increase effectIve July 1.
1983 and shall not receive the City-paid PERS contribution. Fo~
purposes of negotiations and/or arbitration proceedings hereafter,
city payment of the 7' PERS employee contribution will be deeDed
as a '1' salary adjustment for the year JUly 1, 198) t.hrough
June 30, 1984.
•
l
• ~ ,
l ..
~ ,
I
I
'. •
" . ~~ ."
'.,~-:--:.::~. ..
\ ,
o o
~MPEl!SATIQN PLAN' FOR THE CITY OF PALO ALTO
Fire Personnel
Paqe 6
2. Effective with the pay period including July 1, 1984 the City will
pay the gt PERS employee contribution. For purposes of
neqotlations and/or arbitration proceedIngs bereafter. city payment
of the 2\ additional PERS employee contribution vill be deemed as
a 2\ salary adjustment for the year ~uly 1, 1984 ~hrough June lO,
1955.
3. Such pick-up contribUtions shall be paid by the City in lieu of
employee contribUtions notwithstanding the fact that such pick-up
of contribUtIons may be designated as employee contributions for
purposes of PERS.
4. Notwithstandinq subsections 1~ and 2. above. a representation unit
employee may elect to convert the 9\ City-paid PEaS contribution
to a salary adjustment of equal amount on a one-time irrevocable
basis for the final twelve ~ths immediately prior to a
retirement, p~ovided that all of the following conditions are met:
a. The employee ~ust have at least 20 years of PERS safety member
service credit as of ~he date of retirement; as an alternative,
employees hired prior t.o July 1, 1981 ... may qualify by attaining
tbe age Of SS at. t.he date of retire-ment or attairlinq the
maximum PERS benefit Cactor of 7St.
b. The election must be made and service
filed for retirement date certain
retirement..
retirement application
12 ~ths prior to
c. During-the 12-JaOnth conversion period, the elDployee shall pay
PERS employee cont~ibutions.
d. All provisIons of this subsection are subject to and
conditIoned upon oompliance with IRS regulations.
t •
. ,
,. ~ 'f
'~.
. .
,
•
.. ,
\
'\
-'
-
m ,
,
~
o •
00 -Q •
o •
"'~ -. ::
o
~ •
o •
:: o
M •
-WO
o
N -O~
• -
o :
M
o •
O~
-0
:':
-w.
o
N
o --
L
" ~
~
~
'" E
'" L
L
'" U
~
~
~
<> •
QO
-~ ~
N o
M
~ •
E
W
L o
o o
O~ -. ~
~ • o
•
· •
-"',.
• -
o •
-O-g
100.<<0 1..;_
-,... -<eo -. --
• o <>
•
N o •
-o
Q
~: ,
~ <>
~
E
C
L
'" ~
L
C
"
o ..
--N
o
N
OM
-0 •
o •
QN
-0
~ -o • •• -0 =
M M
N N
o
~
Q -
" -o
N
N --mo
o
N -<C-
O --o
Q -
" N
Q~ -:
• o •
M
~
~ • " N
• " •
"""' .. , .•..
•
,
•
-/
c c 0 0 • -•
~:: ~~
~ ~
N N
0 0 • 0 -o. ON
-~ -~ 0 ~ ~
0 0 -• _0
~ o. -~ ~
0 0
~ • • ~ ON .H
~ -• ~
~ ~ ~ 0 0
N • -~ ... -. ::; :
~ ~
f
• • ~ ~
• •
I • • ~ • ~ ~
~ • ~ ~
--~
~~ ~~
~ • N N -~
~~ e· · • N N
~ -O~ ~~
0 M
N N
~ ~ •• .N
~ N
N N
-0 ~
~~ CO
N ~
N N
• • ~ 0
N ~
N N
~
N -<
" 0
~
C U
~ ~
C L
L ..
~ ~
~ ~ " L
~ ~
Z C
~ ~
~ ~
~ • •
,......----,. ,
./ :L ','" " .
.. '-:
-~
I
.~:" i ,
\1, r i
/
'L
!
I ,
L
-'
CITV 0' ~A~O A~'O OOM'EN'ATXON '~AN
'I~E '(III'SONN[I,
E'1EC~IVt 'ay p.~1od including January 1. 1991
¢i.ASS TIT\.[ RANGE
hUM IIIUJll8ER .......... H 0 U It t. y ....... ,.
604 '1111'£ 'lO~TEIII'
875 , 'QHTR ~A~AMEOIC.5_
81, , rGHT~ ~A~AMOa.12,5
880 ,Iftt rIGHTER HAl MAT
. :~
IAI 1'1 101 '~I lEI ~801 18.07 18,90 It.Q7 19,00 2Q.Q9
IAJ (81 101 101 (,I
1811 1~.1 17.8' 18.a8 It,'! 21,0~
(AI lSI (el 101 ,E) ~ll0 18.LQ Le.1' 10,24 2~,4Q l2,a,
161111
,AI ,Sl lej ,01 (El
18.1* 11.aS 18,8 19,86 ~ljl0
HlSl
(AI ISJ ,el (01 (EI
18.91 17,8 18,81 19,90 21.1'
\AI (81 101 IQI "I
1118 11.71 11,80 18,88 zl.02 22.2)
nos ,Al \8l leI IQI lEI
19.0S 20,14 21,30 2l.5~ 23,81
1771 IAI lSI (el (01 IEj 11,1& 18,,0 11,1. 21.01 22,z
191.'
IAI lSI (el (01 (E!
19.14 ~O,2' 21,'0 Z1,6l %~.Q3
2Q07 (Aj (8l 101 10j lEI ~o,o 21,2~ 22,44 2;1,1 2~,o9
2154 '"I 18! 101 (OJ IEj 21.54 n.1 24.0825.4 28.Q
IAI (81 (OJ (01 lEI
2010 20.1021.28 22,. 23,]7 25.13
2001
210B
.':
(AI '8j 101 101 lEi
2Q,Q' 21,2 22,&4 2l,7~ 2',09
IAI (81 (01 101 (Ei
2!.08 2Z,zi 23,55 24,90 28,33
,
"',
,
----~-----" . -"'~-'-~'-';,' ,-, ..... ¥~-----.
A'PtOXt~A1E ~' STEP ANHUA~ NYHLV ~ ... ~ ~ .. 8 I • WEE K L V ..........
41,117 3,"82 JAI (SI ~CI (01 bEl 125.101358,10 i' r.80 1520.00 18 7.10
.3,187 3,855 iAI £SI ~CI (01 lEI 130,80 l' 1,10 L\ 1,10 15'6,00 18 1,lO
41,01D 3,~22 iAI \SI 101 101 (" 14 1,00 IS 1.20 11 1.20 1112.00 1110.40
... ~,881 3,651 !AI lSI bOI (01 ,,0 13 0.'0 l' 1,00 1& j,80 15g8.IO 1811,00
,l,011 3,eu ~Al (6) (e) (OJ IE)
13 2.10 1~30,'O 1512,10 IS99 10 lSQl.20
18,2)1 3,'~) i AI bSI 1&1 (01 tEl 14 2.40 15 ',00 1~9 .40 1811,80 11 •. '0
49,5jl:' .,127 IAI 181 (01 bOI bE! 1524,00 1111.20 1704,00 11 1,00 19 ~.80
4D,n' 3,853 IAI ASI '01 (01 1£1 14 l,40 15 ~.OO 1590.~O Je8l.80 1778.40
4i,714 4,14'1
~AI (SI (01 101 IE I 1~ 1.20 181g.~D 1712,00 J810.40 1~14.(O
52,181 4,34' &AI (81 (01 101 &0 1& ~.80 1897.80 119S.~O Jlg8.40 20 7_
sa,Ol+' 4,G07 "I 181 lei (01 lEI 1'123.20 ~8 2.40 11 7.20 1031 DO 2154 40
52,2.,0 4.3$5 bAI bBI ~el AOI IE I HI •. 00 J.7 0.80 17 8,40 U. /..,1") Z01.0.40
'!il ,117 4,;14' h'l 1"1 ie, (01 bEl 165.80187.80 17 5.20 1898,4020 7.10
54,788 4,583 j'l 181 (01 (01 (EI
18 ',.0 1781,60 JI.4,00 1992 00 2108 40
" ~' ,"
t"'" '''', • ... ;-'):'> T. 'If '"
'-',
,
'\\
"
•
rn,""
~ "
" ~"i It .',
, ,>
f
" ~ ... ,/
:' ..
• 4
"'w .. : .' -.. -, ,",.' .'. /-',
,'" l._, ,"', ,_.
~, " ,.-~-~.;~.; ,,', '
" 'J, , I
~; ',"/i ","
(.
"
•
. .-." ~--~-" --'-~ ;;;.~--" ,-,
•
~, ,
';\-' /' .
.' . /
<> <> 0 0 -• •
~-W.
-~ -. N ~ ., ~
0 0
_0 0
2~ ON
-~ <>
~ N
0 <> <> 0 -va ,,~
-N -<> ~ N
<> <> • 0
0>0 ~.:; -~ ~ -~
0 <> • N -~ ~ -~
~ ~
~ ~
" ~
" • •
-" ~ • ~ "
" ~
~ ~
~ -~~ ~-
" " N N
~ --0 e-: Q.
" ~
N N
~ -"N ~
~ • N N
~ -N •• ..~
M N
N N ---<~ ~.
N ~
N N
• " ~ • N ~
N ...
~
~ · <> i ., Q
" ... : .. .,
" ~
~ I <> L
0 N :; l
<> ~ -~ • "
~
'" '" ~
,
>
"
.. •
~
~
" ::
~
~
!:;
,
~ . <> H
'" II' <
K
;!'
• ~
~
C
N
~
::
~
" m
~
..
~ ..
~ -•
M
N
Q <>
D •
o • ..
• :
..
~
~
D -
" N
" ~
~ • " -
~ • ~ .. •
~ o ..
" " " N
~
~
N
~ <0
o
N
g
" N
K
~
L
"
D o ..
o ..
~ -~
• •
-. ~~
~
N -00
N
N
· ~
~ :
~
~ • •
o
~
" N
,-~",,"-. -~
" ..
<Q --.:
~
~
" Q
•
N
N •
N ..
N
N
" •
" "
~
~
~
N
<> ..
" • "N -.
!:;
-W~ ..
N
~
N
~
" ~
N
K
~ <>
W
~ o
Z
H
~ o ..
\
" <>
" •
" N
" ..
<Q -~
~
N
Q
~
•
m
" ..
•
~,~,
,,~,
-,~'"
'. -
\
. -
•
~'~j;".
---;.~,:
•
\ -,
r
\
l -,-
•
'" " N -~ .. ~ ~ .. o o
-~ ~
M N « N
<> " .. .. ON ,,~ .,. -:: N
N N
" " • -~ <><> <>~ -::: -~ " ~ N
" -g _ .. .. ~ .. .
-C -0
" ~ N
" " _"! ..
~ .. ~ .. -. -0 .. ..
~ ~
N ..
~ ..
~ • .. •
~ • ~ ..
"! "!
~ .. .. ~
-. -0 "' .. WN
• ..
N ~
~ -0_ .. ..
~ N
-~ -~ .. ~~ .. ..
N N
-~ --.e0 _ .. -
~ M
N N
-~ ~ ~":
M N
N N ..
~ ~
M N
N N
~
N
~ • u
! u c w .. • a ~
~ ~
~ ~ <> ~
~ N
~ 1
Q ~
~ ~ .. ..
-"~L
,
~\ .,
,-"
,
k
'. "
,
~
. A\
L. ., ~', ',-
1 , ,.
L, \ ,
\ , ,.
crTY OF PIII.O AL yo OOMfll!NSATION "~AN
'litE IIIE"SONNEt.
("ECYIYE Pay period tnclud1ng September 1. 1991
OLA8S NU_ TITLE
604 'IR~ 'IQHT("
.75 ,. 'O~TR 'ARA~OIO·5_
.7B ,. ,OHT" 'ARAMDO-l1,$
810 'l~~ 'tOHT€~ H~Z ~T
683 'IRE FIGHTER (~T
ftl4 FIR£ FQH1R HZ "1 EMT
8DO F ,QHTR ~RMOC-5 EMT
891 , FOM PRMQO-12,5 EMT
801 FIR( APP~RATUS OP
605 OP£R P~~AM~OIC-5_
808 OPE~ PAR~MEOIC~12 5
Gil 'IR£ APPR OP HAl MAT
815 FIRE APfiRAru's OP EMf
886 'lR£ AP OP HZ MT EMf
"
RANGE
NUMBER
1'111
1111
UOl
1173
Inl
180.
18011
193Q
.177"
1187
~ .H 0 U " I. y-~
IAj (Bj 101 10, lEI
!6,1 17 8 18.86 18 95 ~1,08
(AI ("j (0) ,0' 1')
17,71 18,7 11,80 20,D4 22.14
IA) 18, 10' I" It, 18.01 20,1021.25 22." 23.18
lA' 10, Ie. ID' IE)
11,73 11,7S 11.li 20.98 22,16
IAI 18) (0) 10' "J 11,2 18.20 19,24 2Q,~4 21.5
,AI IBj (0) 10) 10
11,08 19,1 %0,21 21.37 22,GO
,., 18) 10) ,., ('I
18,06 1Q,10 20.20 21,35 22,~
IA) '6) (0) 'OJ I') 18.39 20.50 21.58 22,8 2~,2A
IA) IB' 10) 18' IE) 17.76 11.78 19.86 21. 0 l2.z0
lA' 18, (0, 18J I<j tR,Df 1D,74 20,8~ 22. 2:J.3
IA) IB) '0' ID) '" 2000 20,00 21.1S 22,aD l3.54 25 00
18IJ7 I'j 18) ,0' '8) '" 18,~ ID.74 20.88 2i 723_:J'
J.lll
fAJ IB) 10, 101 1[' 11,1 18.15 20.25 21,41 2l,5(
1905
IA) ,8) '0) ,DI ",
19.0S 20.14 21.30 22.52 2' 11
... ""OKlMAT£ ro, stEfl ANNUA~ MONTH~V * ••• ~ ~8 I • W [ [ K l y~ •••• ~
4;1,887 3,155
4D ,051 3, t:J7
.1il,420 ., U8
48 ,0~2 :J,841
44,140 3,128
47,00t 3,817
48,966 3,813
50,41D 4,201
4D. ,t7B ),148
48,5'7 4,045
'52,000 4,33l
41 ,5''1 4,045
47,091 3,92"
4a,524 4,127
,
fAl lB) Ie) (D) If)
1349,50 l' 7,20 1501,10 1596,00 J",,20
l A, (B) Ie) (D) 1')
14 6,80 uU .... O 1584.00 lIJ1'i.20 111L20
(A) IBI (0) 10)
1520,10 leOI.OO 1700.00 17'7.80
'A) fB) 10) 'D) 1411,40 1800,00 151S.tiO 1810,10
«(,
nO(l,80
,,0
1772.8"
IA) 'B) Ie) lD) IE) 131',80 1456,00 l~ 8,20 J' 7.20 1120.10
(A) lB) Ie, ") IE, 1448.40 IS 9.80 1816.'0 1708.80 1108.00
fA) lB) ,e, I') If'
1444,80 l~ 8 00 1818.00 1708.00 1106 40
IA) 'B) Ie, ,D) IE) 1~Sl.20 1840.00 1734.40 Il)l eO 1939,2C
(A) 18) le, '8) 1420.80 1502.40 15 8.10 ~el ,00
IA) jB' Ie) 'D) -10193.80159.20 HI 0 .• 0 H6S_fIO
'£1 1716.00
18tf-.2
IA) ,8, ,0) 'DI '<I
1600,00 1692,00 1788.80 1891.20 2000 00
IAI '0' 10) 'D) If) 14"3,60 lS19.:o!O 1870.40 118S.eo 1161.20
1Al Ie) le) 'D) IE)
14 1.80 1532.00 16 0.00 1712.80 1811,20
'A) '81 Ie) ,.) '" 1524,00 1611.20 1704,00 1801.60 1904 80
, , --'I
'.' .. '·CA1:> oJ
'.I:;
.;-'''.~ ". ,,', i l -" < cI'
" ,',P;';,:_
...
"::',' ;"'i',
, ~"-:';
,-,,,'
.-a
, ., ..
E~J-:"~:';:\;'~'.i.;.~,·" ,-;,-.',' '; '.f-:,:;;"·( :.:",;,
'.
,ci1.i":f-'lI!'~I' cl"~'.! ~\_tl'\I; ." it-.' .. '.' ,'" . ,,-~ .... '-'~'J'~."" f' ,) L:,"'~;:~~j~;;~;~~,'~:: >':':l'(~~';' <::f~~~':.'J/\g·,:'~
',' .' .':: '\' J '\ ,-J;,) ',........ . . '
"
'\
',-
-.-'"
' ..
':, ~
,
•
,,~.-.
, ,
I }
ti2 O"~fI; ,,,....,C .. !! EM1'
693 O'~ '~MDa.l1,5 £~r r
\
602 'I~E CAPtAIN
807 CA'T~XN 'A~"'M£OIC.!_
80. C~'TN PA~AM£DIC~12,5
all 'I~C OA'T~IN HAl MAT ... fl~[ CA'rAI~ eMT
11& (t~E Q~' HAZ ~l E~l
8Q4 CAPt '~MDC~S (Mt
895 C""T 'RMQC·12,5 EMT
803 PIRf tNS'ECfO~
eOe INS'OTR 'AftAMEDIO-S_
610 INSPCTR 'A~AMDC~12.5
81, 'I~E INS'ECTOR EMT
871 HAt MAT S'EC
¢. 8~0 HAZ MAT SPEC [MT
I
~',
" <,'
,
lQO~ ,A) [Bl (el (01 "1 11,05 20 i 21.30 22.52 23,11
(AI IBj ,C! ,DI IE)
2040 20,4021,5 22.8 24,12 25,~0
IAI ,B} (0) I~I ('J 2010 20.1021.28 22,48 23.77 ~5,1
IAj )OJ 'O) 10! 'fl 2107 21,0 22,2 23,56 24,9 28.3.
(AI (") ,e) (D) ('I 22112. 22.-8223.9228,202',1$ 2.1,2
IAI ,B) (0) (0) (fl
l111 21,11 22.32 23,00 24,98 Z8,li
2050 IA) ("j (OJ (0) (fJ 20,50 21.6 22,9 24,2425,8
(A) (8) 10! (D, ,tl
2154 2l.5~ 22.18 2'.0 25,47 28,83
(A) 'B) (e) (OJ «I
11§0 21,5022.1' 2',04 25,. 28.'.
no.
~l07
,AI (BI (0) (~) ,,,
23,08 24.40 2~,80 21,28 21 .• ~
'Aj 10l (0) '01 ,() 21,0 2],2 23.56 ]',8 28,).
(AJ (8) ,01 (01 (E) 2212 22.1 23,39 2.,7~ 28.1S 21,0$
.n71 (AI '8! (O! 10J '" 23,71 25.0 28.5 28,0 2Q,~4
(A' IBI (0) (.) (E! 2L50 21,5022,1' 2 •. 0. 25,42 18.'
nso
nOI
,AliBI (0) 'OJ (EI 22.56 23.85 2S.22 Z4.4 21.10
,AI 'OJ (e) '.1 ,E) 23,0124.3 2,.1227,202' 1a
411,524
53,040
5~,2"O
54,787
~'Inz
54,881
S3,310
S6,OU
55,910
60,008
54,787
57,!H2
IS! ,SS!
55,910
5',tl5f;
59,11;20
_______ ~.""-ii' ......... __ ~_;...,~~~~
.4,127
1>1 [BI ,el 101 1£)
1524.00 1611.20 1704.00 1'01,80 11104.80
&,420
[AI (BI ,01 (0) 1£1 1832.00 1725.80 ~.24.80 lvla.ao 2040.00
4,3:!!5
'AI (8) (0) ,01 ,f)
1808,00 1700,80 17UI,40 1901,eO Z010.40
",585 IAI 18) ICI '01 ,£1 185,80172,4018 4.10 199~.iO 2107,20
A.aOl 'AI lBI (0) (0) 1'1 1.0~,60 It 3.80 2023.2Q 2140.00 22 ] . .40
4,574 lAI JOI '01 (D) 1'0 18 8.10 11 5.80 UU,QO UY6,IO 21 1 '
', ... 2
,AI l8) (el '01 1£)
1640.00 ~7 '.40 l'J~.80 1939.20 2050,40
.,an ,AI (8) (0) 10) I')
1723,20 18l2.4Q 11127.20 203].80 21SA .• Q
4,859
,A) I") (0) (~) 'f)
1710,00 1819.20 1923,20 2033,80 2150.40
'5,000
,AI (") '01 ,01 1£)
18.8.40 19SZ,OQ 206.,00 21'2,40 l301,00
4,585 lA) !"I lC) '0, '[I 16 ~.80 17 2.40 18 •. 80 1992.10 il07 20
4,7112 (A) 'B) '0) '0, 1£'
1161.801811.201818.02092.00 l2124[:)
5,ll1
,A) 'BI 'e) (0) ,,,
1898.80 2005,80 2120.80 2242,40 2311.20
.c,nll (AJ iBI lO) (OJ IE) 1720,00 Ill9.l0 18 3.20 ZO~3.60 l150.40
.,.n IAI (0) ,CI ,01 (EI
11~."O 1908.00 2011.80 2133.80 22S~.OO
4,915
''') IB) (0) (OJ IE)
1840.80 1948.40 l057.60 2176,00 2300.10
.......... ....,...---. -. .,.----,-~
I, ,'" -~-l~
, II ' ' " • • .. i\, .... ',/1", ~.;t P .
>/fii' •• • ,' <t' • ·'l.
'.,.., ... \ .. /, I. I I;~;,:I!,;',' ./
r·.'~~i::··
'I
'.'
"
'i j ,
I ' ~ .'.
~.
~ l
I I
,v
!!'
,co'.
\
'.'
"
'I·t.
~ ..... /
•
444 '"'"'
l} • ~
).(.,
ji'" , .~,w i
._1. '.' •. ',
.~ .%~.~~i.~r
r ,
I -·.".t:~·~~~}~~~-:-.'
-
o o
RESOLUTION NO. •
RESOLUTION OF THE COUNCIL OF THE CITY OF PALO ALTO
AMENDING SECTION 1S01 OF THE HERIT SYSTEK RULES
AND REGUlATIONS REGARDING THE KEHORANOUM OF UNDER
STANDING BETIo<<:EIi THE CITY OF PALO ALTO AND LOCAL
1319, INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS
The Council of the City of Palo Alto does RESOLVE as
follows:
SECTION 1. section 1501 of the Kerit Systellt Rules and
Regulations is bereby amended to rea~ as follows:
1501. M_ora.n4ua of' un4eratllD4iDg incorporated by
referRce.. Tha.t certain aemorandUli of understand
ing by and between the city ot palo Alto and Local
1319, International Association of Fire Fighters,
consisting of Preamble and ArtIcle I throuqh XLljI
being 24 paqes in length ... tor a term commencing
July 16 199'0, and expiring June 30. 19'92# is
hereby Incorporated into these Kerit System Rules
and Regulations by reference as thouqh fully set
forth herein. Said memorandum shall apply to all
employees in classifications represented by said
Local 1319, Intera~ional Association of Fire
Fighters, except where specifically p~ovided
otherwise herein~
In the case of conflict with this chapter and any
other provisions of the Merit System Rules and
Regulations, this chapter will prevail over such
otber provisions as to employees represented by
said Local 1319, International Association of Fire
Fighters.
SEctION 2. The changes provided for in this resolution
shall not affect any right established or accrued, or any offense
or act committed, or any penalty of fo~feiture incurred, or any
prosecution, suit, or proceeding pending or any judgment rendered
prior to the effective date of this resolution.
SECTION 3. The Council finds that this is not a project
under the California Environmental Quality Act and l therefore, no
environmental impact assessment is necessary~
INTROOOCED AND PASSED:
AYES:
NOES:
ABSTENTIONS:
1
.' ,
•
\
.'
~-t';;;..-~
~;,
•
i
I
ABSENT:
ATTEST:
city Clerk
i , ~ , -
<)
APPROVED AS TO FORM:
City Atte>rney
APPROVED:
city Manager
Director of Human Resources
0_." -.~~'"'~-.~.:<;."."'L., _0'""' "'''''~''6·''' ~o~.~.~o,~_~'~'_" 0 ~_=~.> ..
:~? _Jr~~r
. ..;..'
:oi~'~l
""" . .,.: '. ~ "
•
~\
;
o
APPROVED:
Mayor
2
,/
o 0
f JABLE OF CONTENTS
-
~ ~
1
I No Discrimination •..••.• . . • • • . . . • . . . . •. 1
W Payroll OeducIions ••••••••••.•••••••••• 2
/II Union Ac{;vities • • • • • • • • • • • • • • • • • • • • • • •• 2
V No Strikes • • . • . • • . • • • . . . . . • • • • • . • • . •• 3
VI Probatiooary Period . . • • . • • . • • • • . • • . . • • •• 3
VB salary Provisions •.•.•••••••.•..•••.••• 3
VlD Pay Oifferenlial • • • • . • • • • • • • . • • • • • • • • . • • 4
IX AtnJaI Adjus!menl •••.•.•.•••..•...•••• 5
X Holklays ••••••.•..•. . . • . • . • . • • • • • ... 5
XI Overtime Compensalion . • • • • • • • . . • • • • • . .' ()
XII Min;mum Staffing ••..•••...•.•••.•..••• 6
X1H Fl'e Oepanmenl Programs ••••..••••.••••• 7
m WOO< AsslgrYnenlS and Transfers • • • • . . . . • • • . 1
XVII
XVIU
XIX
xx
Training eoordinalion •••...•••....•.•••• 9
Paramedic AssigfVnenl • • • • • • • • • • • • • • • • • • • 9
Are fighter Apprentioe Program .••••.•.•••. 9
Promotion • • • • . . • • . • • . • . . . • . • • • . . . • .• 9
Reduction. i1 force ...... . . . . . . . . . . . . . . 1 I)
Selective Caw Back with Regard \0 Reside<'cy 10
1
•
;,
,
~ ,
,
t
I
I
"." ,
. "
(2) o
XXI Health Benefi1s ••••••••.••..••••.•••.• 10
Oentai Benefrts 12
XXIII Ufe Insurance 12
XXN f\elirement 86nefi1s •• , . • • . • . . • • • . . . • . • . 12
XI:'I Retirement Medical Plan • • • . • . . . . . • • • . . . • 13
XXVI VacationAccruel •.••• _ ••• _.'" __ """ 13
XXVII Use 01 Vacatlon "" •••••••• _ • _ • • • • • • • 14
XXVIII Sick leave 15
XXIX 11
xxx Woo:ers-Compensation __ • . • • • • . . • • • • • . • 17
XXXI Physical Fitness Medical' Elcaminatlons • _ • . • •• 17
XXXII Leaves 01 Absence Wi!hoL.( Pay ••••••••••• 11
XXXIII
XXXVI
XXXVi
lOOMII
XXXIX
XL
xu
XLI
;
leaves 01 Absence Wrih Pay •• """ _ •••• _ 18
Tuition Reimbursement •••••••• _ ••• _ • • • • • 19
Per Diem Travel Expenses ••.•••...••.••• 19
House Fund ttems •••••..••• _ • • • • • . • • • 19
Parking .•••..••••...••••.•••...•.•. 20
Grievances ......•..••.••.•..••.••..• 20
Safety Committee ••••••••.•.•.•••••••• 22
M"lSC8naneous •••..••••••••••.••••••• 22
24
2
•
-
. ~ ..
..
o o
MEMORANDUM OF AGREEMENT
CITY OF PALO ALTO and LOCAL 1319. I.A.F.F.
PREAMBlE
Jhjs Memorandum of Agreement between !he City of Palo Alto, hereinafter referred 10
as !he "City". and local 1319, International Association of Fire Fighters. hereinafter
referred as !he 'Union". has been prepared and entered ;,to ., accordance with Totfe
~ Division ~ Chapter 10, Sections 3500-3510 of "" Cardornia Government Code and
Chapter 12 of !he City of Palo Arlo Mert System Rules and Regulations.
ARTICLE I • RECOGNITION
Section 1. The City recognizes !he lklion as !he exclUsive representative oi an
employee group consisting sole~i of "" c!assificatioos of F.-a Apparatus Operator. Fire
Foghter. He Captain, Fire InspecIor and Hazardous Materials Specialist who are
regularly employed by !he City and OIhers as amended i1to !he represenlalion unit
tom ~me 10 time under existing law and Ihe Merl System Rufes and Regulations.
ARTICLE 1/ -NO DISCRIMINATION
Section 1. The UniOn and !he City hereby agree Iha! !here shan be no disaVnination
because of race, color, age. Ilancfrcap. sex. naIional origin, poI'dicai or rerJgious
afMation under !his Agreement. There shaB be no discrmi1atioo n empIoymenl
conditions or rea\menl of employees on Ihe basis of membership or nonmembership
., tle Union, or participation ., !he lawftl activities of !he Union.
Sec:ioo 2. The lklion and Ihe City hereby agree 10 protect "" rights of an employees
10 exercise flelr tee choice 10 joU"I "" Union and 10 abide by "" express provisions
of appI'lCabIe Stale and 1ocaIlaws.
!
\, . ,
•
. "').. ~
;-,~
?
. •
. .
•
I
\t
,
~
.~
-t .,
.
~
-.l
."-~
-
.'-',."
o o
ARTIClE III • PAYROlL DEOUCTIONS
Sec!ion , _ The City s1laJI deduct Union membership clues and pay oIhe< mutually
agreed upon payroll deduC!ion from fle bi-weel<ly pay of member ~ees. The
clues deduCtion must be authorized in wriling by fle employee on an auIhorization
card acceptable 10 fle City and fle Union. The City shall remil fle dedocIed clues
10 tile Union as soon as possible after deducIion.
All lk'Won members on payroll dedocIion Jar payment of Union dues as of 5:00 pm.
on fle tenth day loI1owing sigring of ~ Memorandum of Agreement must remain 00
payroll dedocIion fa< fle life of f1e Memorandum of Agreemen!, rx so long as they
remain members of f1e represenlation unit. IJnjon members who eslabrlSh dues
payroll cledo Idion duIing 1he \arm of fle Memorandum of Agreemert must ramain on
payroll cIeduction Jar !he life of fle Memorandum of Understandirog, or so long as !hey
remain members of !he representaffOn .... "'li!. Union members on dues payroll cIeduction
may Ueciare fleir in!Bn!ion 10 te<minate such payToli <leducIion Io!Iowing expiration of
f1is Memorandum of Agreerrl8li duIing \he tirty~ period between sixty and ninety
days pOor 10 expiration of f1e Memorandum of Agreement.
ARTIClE IV • UNIO N ACTf\I1T1 ES
Ssc!ion ,. locaJ 1319 officers may use a reasooable amounI of oo-<Uy nme 10
attend 10 Union business specifically reTal6d 10 represenlalion of ~ees so long
as:
a. Staffing is avaITabTe
b. Operations are not inI....-uplOO
Co />.manes approval is oblained from fie BaftarlOll Chief or Operations Chief
Sec60n 2. Hemffioe MaIT and _aune~n Boards. The Union shaN have access 10
interoffice maIT and existing bu!I&nn boards in un~ employee wQ(\( areas for f1e
purpose of posting, nnsmitling, or dislributing notice or amouncemenls including
notices of SOCial events, reaea!ionaT events, Union membership mee~, resu~ of
e1ec!ions and reports of minules of Union mee!ings. Any oIhe< material must have
pOor app<oval of fle BaftarIOll Chief CJ( Operanons Chief. AcIion on approval Wll be
taken within 24 hours of submission.
Section 3. Use of Meetino Places. The Union s1laJI have 1he right 10 reserve City
meeting and oonference rooms Jar use durng non-worl<ing hours or as subjed 10
Bal!af1Oll Chief approval. SUch meeting places Wll be made ""ailabie i\ oonIormity
willi City regulanons and subjed 10 \he imitations of prior comm~
\
•
,
. ,
\
\
\ , ,
~ _.
'\ "
\
\-,. \'
,
. -;.... h. I -' -: ~ -,
-
. , •
o
~V·NQS~
Section 1. The Union. its represen!atNes, ()( members, shall no! engage i'l ()( cause,
nstiga!e. encourage. sanction. ()( condone a strike, witttloIdlng of services, reave of
absence abuse, worf< stoppage ()( slowdown of any kind against the City of Palo Alto
()( its citizens by employees co>:ered under \his Agreement No employee shan refuse
10 cross any picket linG n I1e conduc:I of F~e Oepartmert business, nor shall !he
Union. its representativeS ()( members discrimina!e in any way IOwarcl 3r'!)'OOO who
refuses 10 pat1icipa!e n a strike, ()( any of '!he job acflons cited aOOvs.
AR!!Ct.E VI • PROBATIONARY PERJOO
Section 1. AI original appoinlmen!s 10 regular ()( part·fime municipal service positions
shall be lootalive and subjecl 10 a protJatk..naty period, fixed by !he appointing
authO!iIy at '!he ~me of appojn!rneri. ()( twelve months.
Sec!ion 2. Tha proba!ionary period shall be regarded as part of !he lesfing process
and shall be utilized for closely 00seIving an aspects of !he employee's quarr!icetions,
for etlSU"01g the effec!ive adjustmenl of a new employee 10 !he position and for
rejecting any probationary employee who, n the opinion of management. is not
suiIaIlIe 10 attain permanenl status.
Sec!ion 3. During It ... probalionary perlocl a new employee may be suspended CJ(
!armina!ed at any lim<> by the appointing aulhorily wi!hol.t cause and "'itho!.t rigfI of
appear ()( 10 submit a grievance. Said employee shaD no! have the righl 10 proceed
10 arbi!r~ on !he issue of its cooslilulional ()( discovery rights, nor those of any
employee by reason of the foregoing. The Unioo shan no! be a party 10 any lawsui!
relating 10 the temlination of a proba!ionary employee.
ARTICLE VII -~LARY PROVISIONS
Section 1.
a. Effec!ive ~i.~.'!.!!!!!1, a §'!i ncrease a! !he E·Slep wilt be applied 10 I1e
salary ranges of all represenled cfasses.
SeC1ion 2. Ellec!ive with !he pay period i1c!udlng ~"'~.!I ~ ncrease at
!he E.step Wll be applied 10 the salary ranges of all represented classes.
SeC1ion 3. Effec!ive with t1e pay period incWing iH'Y,~Um,;~~ ncrea .. at t1e
E..step Wll be appfled 10 '!he salary ranges of all represented classes.
\ .
•
,.
~>-< ...
•
.
-
". ,
r
<:)
Section oL CM~-C!a~ AJ r"",esooted employees who are assigned
wOO< n a higher classi!ica!lOri for longer t1M lour (4) conUnuous hours W11 be
compensated at a higher pay rale for .~ houfs wOO<ed durilg t1e out4~S
assigrYnenl This provision appr>eS as follows:
Section 5. Pay for Court Apoearance. Sw<>m F~e persomef appearilg in court for
:he PeoPle shall be compensa1ed as follows:
Period ~ Millirnum
a. Appearance on scheduled Tone and one-haW at 40 houfs
day oft 4O-hOu" rate
b. Any Of an court time Straigflt time duri1g None
durilg scheduled shift shift at 56-houf rate
c. Appearance on scheduled T me and one.f1aJl at 2 houfs
worIc day bu! not duri1g 4O-hour rate (2 hcx.r minirrum,. may
scheOOIed shift not run into shift lime)
The employee shan rsma a~ fees received for SUCh appearances 10 t1e City withiIl
ilir!y clays .. om fle tam'inalion or hiS/he( serviceS. Compensation for mileage Of
subsistence a~wance shall not be considered as a fee and shall be retained by the
empIoyfte.
ART1C!..E VIII· W DIFFERENTIALS
Section 1. ~'~ Paramedics who have compfeted \he required
Jraining and have been cefli!ied in aocordance wIIh f1e program Wll receive a 5%
differential i1 addition 10 flair base salary efIecIive begiming with the dale of
assigrvnert io rolalional Paramedic duty. Upon completion or six months of rolalional
Parame<f1C duty, fle differential Wll wease 10 a IotaI of 12,5% in addition 10 base
salary. The Paramedic salary differential Wll terminate wIIh \he cessaflOO or assignrr1ert
10 rotalional Faramedic duty, except !hat paramedics wIIh six Of more years of Palo
Mo Paramedic seNice Wll be Y -rated upon cessation or assigrYnent
•
,
-
o o
~ IX -ANNVAL ADJUSTMENT
Sec!ion ,_ Annually, each employee wf10 holds a regular U-tima appOintment in \he
municipal service on ex bef()(e J<.Ay first and continues in such status hough \he first
day of Pay Period No. 25 [on December) shan receive, in ackfrtion 10 the salary
prescribed herein. a salary adjustment squallo one perce<:( of !he employee's curren!
annual salary. Annual ~ shaI be prOfated 10 renect appojI1ImenI .. om
January 1 lIYough .)J1y 1 of h current year, 0( t1terrupled service during !he year.
Affr]g"E X -HQlIOA YS
Section 1. Representation unit lire suppression persome1in pay staluS shaI receive
5.75 hours straig/'( lime regular pay per pay period in 6eu of f'd!daYs 10 a maximum
payrne.-t of 149.5 hours per yeaL
Sec!ion 2. f employees wish 10 lake time orr instead of in-~eu pay, lime 011 shall be
at !he rate of one-halr shift (12 hou's) per month on a staffing avaffable basis. Such
lime 011 must be scheduled so \hat no additional overume will be required 10 achieve
suppression rnWmum staffing. r.,.,. 011 Mead of In-~eu hoI'!daY pay may be taken
in advance of \he month \hat said ~eu hours become payable up 10 a maximum of
48 hours. However, no In-fieu hou's 1"111 be paid unli such advanced time 011 has
been liquidated by h in-I!eu hours 9OCI1Jed in Sl >bSeqI18nI months.
Section 3.
a. "",some! assigned 10 a 4O-hour work sdlecIule Wll receive paid hoI'odays in
accorcfanc:e with Sections 517 and 518 of !he Maria System Rules and
Regulations.
b. Persomel assigned 10 a 4(}'hour wOlle schedule 1"111 receive noa~ng days 011
wi!h pay in each of \he IofIowing months: August, September, March. Apri.
June.
• \
\ • ,
•
. ,
: :~~.
i ,
I
I
I
l rl
. "
-
•
I.
~::..~:::~lf"~~ ... ~,S1r.:.* '-___ :
o o
The following conditions wid hold:
(1) Managemert Wll designate !he schedule of !he paid day o!! ur.der \his
section at least ~ days " advance.
(2} I, " conforrmnce with f',is sectiM, Management is unable 10 scheOO!e a
day 011 " the month roocaled 10< reasons of shift operatioos, work
schecIuf.-.g (J( any «her reason. Ihe day Wll be added 10 Ihe employee's
vaca!ion accrual.
(31 I an empfoyee fa,s 10 lake a day off as scheduled by Management under
\his sectiM, Ihe day off so scheduled wil be lOOe~ed.
ARTICU XI -OVERTIME COMPENSATION
ARTICLE XII -MINIMUM STAFFING
SecIion ,. Fire Oepar1menl: administfalioo and Ihe Union have agreed 10 the IoI!owi1g
10< darificafton 01 mWmum suppression staffing:
B. Thirty-one (31) fire suppression persorY1el (exclusive of !he BatTafton Chief) shall
be scheduled per shift Replacement personnel will be recaned when absences
will cause staffing 10 fan below 31, EXCEPT ... Ihe nstances 01:
(1) Emergency Illness (J( abseoces occurrng .Iter 11:00 p.m. ... which case
staffing may be at 30 ootiI 8:00 a.1n.
(2} Wheoaver absences Wl1 cause staffing of "" combination Rescue I (J(
Truck company 10 fan below llvee persons lor lour hours or Tess.
I3}WMtI.jt~:~.9f~tk1iIl!l\t~ 9'~fO(.~.~~s9!l1!
liJj~~.M:'~.n~!.~$! .. P! .• ~~}:.~.·~·l\t\!.·~
~1t~:.~I~~·:;;1hilf~~~ .. ~~.~?~$~:.M.
L
-'
,
!
I
r--
I ,
-
•
r-.
" .. ". ~_~_"_:a,~,,,~'*~'~":<-"".""' _~~ ::,.w ...... _ . ..-:-.. ~_.,. --'", ."'_. ,;-~: •• ,,;-"':. -:0-'; '",''' • --, .. ~-, 's.."""it-" ...... ;". ,,... ..r • _____ "'" _.-.:_
o o
b. I is Uh!r agreed Vlat in achieving minimum staffing set fo<1h herein, engine,
truck and combination rescue companies shall rd be reduced from the iev9I
of one F~e Captain. one he Apparatus Operalor and one he Foghter, except
as indicated in Sections 1,a.(I), (2) ~J~ of !his article, Paramedic unft
minimum staffing shall be two cenified ParameOlCS. The FoothJl F.-e Station
;!I8, when activated by \he Fre Chief, shall be 51alfed with one F~e Apparatus
Opefalor and one F.-e Flghler.
c. The minimum recan for suppression minimum slaffing shan be lour (4} hours.
ART!CU: XlII • FIRE DePARTMENT PROGRAMS
Sec!loo I. The Union agrees \0 conIlnue its cooperation and participafion h existing
weaU1er station and CXlIl'1IT1<.JI1'!y blood pressure screening and measurement p<ograms.
ARTIClE XN • WORK ASSIGNMENTS ANO TRANSfERS
I is \he rum of \he Palo Mo Fire AdministraflOl1 and local 1319 Vlat work
assignments and transfers Wll renecl1he best interests of the Fire 0epar1menI and !he
City. The F.-e DepartmenI Wlll maintain a constant slate of read',"""s \0 defend
againsl fire and olher disaslers. I is \hefefore i'nperali"e that an F~e Oeparunent
divisions assign persomel n the best mamef \0 respond \0 !he needs of !he City and
the Department I is also acI<nowtedged Vlat !he Fve Chi<>! is responsible \0 make
ar:e!<x app!'o"" 1he work assignments or Iransfers of F~e Oepartrnerl persomel
The he Chief, or his designee, sf1aJI nitiale persomel assignments and transfers \0
balance pialoon or <frvision strength. fi[ pem1anent: or temporary vacancies and p<ovicIe
required training \0 incf<vidual persomel. Such asslgrvnents will be based on seniority,
Gxcept where career de"elopment, Iraining, special assignmenIs, skills and cIocumeots
performance issues are specifically icIenIified n writing, management may make
=Q1~ (:!lS:is"":iof?!"~~,~·,~·~MS.!)! """..".= ... I!!t~,.,,,, ~" ... ",.,t!l!.,~."',IJ .. , .. ,~
!
I
t
I· .~.
"
•
, ', .
"
\
\ ,
\ .-
•
,
\
...,.,
,'-'. ,-. -'" ""~' '
i
I
L ... ·.,· ..
1 . ,":' ' -~.
-
. /
o o
Sectiq! I. ShipOuls, When possible, feast senior Fire Foghters will be assigned to
Station #1 and wil be gillen short term 0( s/llpoI..( renet ~,
Section 2. Vaca!joo Bar!!! Positions, I<l order Iha! platoon strengths can be balanced
more quicIdy and 10 reduce the need lor excess overtime, two positions wil be
designafed lor vacation rener. These positions will be fle lowest two on fle
Deparlmert seniorty iSl who have completed tlelr probationary period.
2. The vacation rener persons W11 be assigned 10 ~ .• liIilII9<l when no( on rertel'
assigrvnent
b. fle!ief assigrment can be made 10 any Station 0( sMt where a shortage a
pefsomei Wll cause unnecessary overume.
c. Shooages may be caused by vacation, sick !eave, disaboTrty or any leav. a
absence !hat causes a shift 10 be short a persomeI while anothe< has a
surplus.
d. Shift Iransfers Wll be made so as no( 10 cause the r.flef pefson 10 work more
I>an the prescribec:l number a hours n Ihe prescribed period.
e. Bartel' assignmenls W11 be made and hours W11 be coordinated by the BattaTKlrl
Chiefs office.
Section 3. Transfer Requests. Non-probationaty fire pefsomel may subm~ transfer
requests 10 lhelr inmedlate supervisor 10 be forwarded 10 Ihe appropriate chief officer.
Providing f'.a! DeparImenIa1 needs are satisfied, SUCh Iransfers will be administered
USif'1g first a mu!uaIIy agreeable exc:l1ange, ~ senio<ty.
The "ansI€< requests shan remain on file during fle year and may be granted when
a vacancy occurs, providing fle requesting employee possesses the experience and
perfofmance abtTrty required 10 fil fle vacar.cy.
Sec600 4. Special Asslgnmen!s. Managemeni reserves the rig/1Ilo assign persomeI
10 career cleveloprnert oppor1unjties. special projects. semlnars, programs and selected
eWcational and/O( t"aining courses, based on Fife Department needs and Ihe
pe<formance a Ihe employee. MinImum staffing levels shall be malnlained.
Section 5. Continuous I-!our!y Service. Palo Alto FlTe OeparIme~ persomel Wll be
restricted 10 a ",'Of!<: schedule a 00 more \han Jorty-eighl: (48} continuous hours. My
time n excess a lhis Iim~ must be approved by the Fire Chief 0( his designee,
•
,
•
•
....
\
\
\ ,:
\.
. -. ~
,-'
•
-,
\
,
I ",., ... ' " ..... _ ~ .. :~.:~.~: .. t .. i;;:~._f_' "'-:::,:0: •••• _.-;.,.. ___ '.' _._ .... ~:;._,=,.,~ . ..,,:~~ ,;..-.~'''._:;y.,:'', ''''<:;;'''_~'~'~>'''''''' "'"""'?!Ili'L~'
-
o o
ART!CLE YN. TRAINING CQOROlNATION
~L!-TIne shift. employees per plaloon may be assigned \0 assist \he Training
Office< in !he coordination. p<epara1ion and schedurll1g of !he training program. l is
agreed !hat voiunleers Wll first be soug/'llor such assignmert, and ftx1her agreed Iha!
!he de!aJ1s of !his section shan be establ"lShed by mutual agreement between \he F.-a
CI1ieI and h lk1ion.
ARTICt.£ XVI • PARAMEDIC ASSIGRMENT
Section 1. The City reserves !he right \0 im~ erlQiblTlIy lor \he ParamedIC Program \0
\he f~e fight ... classi!icalioo.
Section 2. As !he Program progresses, Management wi) assess !he need lor lrail1ing
additional Paramecrrc cand"Klates. I is Management'S mention \0 provide lor such
additiona11raTning as necessary lor Program COfllin<Jity.
ARTICLE XVU • FIRE FIGHTER ~NTICE PROGRAM
Section 1. The U1ion agrees \0 assist !he City n !he imp1emenlafion of an apprentice,
!raining and affirmative action program. Trainees under such programs shan be
provided with aI benefits, W1duding refirement benefits, of other fire fighters except
salary.
Sec!ion ~ Employees hired under !he apprentice lraini'IQ Pfogr am may begin fire
fightiOg suppress.'on wOO< afler !hey have reached !he Trainee I levet Minimum
IT\aI1pOWef lewis as set forIh above shan be determined by excWtng ail "ainees.
Section 3. local 1319 shalJ be represented and entitled 10 participate in aI sta>ges of
Ihe lesfiII1Q Pfocess, and represenlatives Irom local 1319 shall make recommendafJons
\0 I1e depar1ment concerning !he qual'mcafions of any apprentice.
ARTIClE XVIII • PROMOTION
SecfIOO L IoJI regular promotions "om classifications within !he rePfesenla~on IriI 10
f1e classi!icafion of Fire Captain wil be made at Ihe fifth step 00 the salary fall1ge.
\
\
, ,.-
' ... ~ ..
,
\ .
4
I
. ,
~>;
~:.
:i
.it ,
" 1 , "
~
, , ,
I r
I
!
I
I
I
I r
-
. "
o o
ARIJCU: XIX -REQ:!JCTlON II'LFORCE
Section 1. • f1e wOfl< force is reduced treduclioo in force) within a represooted
cfassi!icaftOn. unit employees having f1e shortest !erIgIh of service with f1e F.-a
0epaI1rnanl .,,1 be laicI off first so long as employees retained are IulIy quarrlied.
,"ai"ne<i and capable of performing remaining work
ARTIClE XX -SELECTIVE CALL SACK WITH REGARD TO RESIDENCY
SecIion 1. Managemenl may use selective can back with regard 10 residency h cases
of emergercy.
ARTICLE XXI -HEALTH SENEFITS
Section 1. Except as otherwise set forth herein. f1e City wil mair>!ai"n the present lever
of benefits 00 an City-sponsored medical programs"
Section 2. Health Plan Cost ConIaim1ent The City of Palo Mo Employees' Health
Plan shaft be modlfied 10 01cIude the IoI1owing oost cootainment p<ovisioos:
a. Second surgical opinion 10 be required for an noo-emergercy erective SU"ge.y.
b. Pre-admission certificaflOO and continued hospital slay review for an no<>
emergercy h-palienl admission 10 an acute care hosp~aI. Specific provisions
10 be wO<l<ed 0<.( on a mutually agreeable basis"
c" Hospital boll audit for an bins in excess of $15,000"
d, Psychiatric coverage maximum of $50,000 on n-patien! vis~s with amuaI
reinslalemenl of maximum up 10 $2,500.
With regard 10 a" IYough c. above, Managemenl wil prepare documenIs necessary
for <npIemenIaUon which Wll be reviewed with the Union before becoming efle-."Iive.
•
" ,
,
•
\
\
\ , ,
\
~ -~:
d ,
,
I
J
j
1
-
,0.,. _
o
Union representawe(s) shan have !he option 10 participa!e with Management it
selecting !he organization which wiD provide serv;ces.
~"'" 3. City Health Plan OI'Kaiser Health. I'\an. The City sha!I pay 100% 01 !he
premiums lor all emplOyee and dependent coverages 00 behaH 01 erlgible and 8IYoI1ed
employees and depend""ts. Haalth Plan premium increases clufillQ the ter m 01 !he
MernoranOOm 01 Agreemert will be assumed by the City.
Section 4. f'l.b[1C Employees' Retirement System Hea!thJlenefits l'r.ogram. DurillQ the
term oIlhls agreement. managemert and local 1319 wiD study the feasiblTrty 01 acIcf.-.g
!he PEAS Health Benefrts Program as an a~ernative or add<tiorlal health plan.
Objectives 0I1he study wia h:!ude:
a Can the PEAS Plan be ol!er&d in addition 10 current plans?
b. J not, will employees prefer !he plan h-Oeu 01 current plans?
c. Can fl1e plan be Iuroded wilhin !he oost structure 01 current City plans?
By doing Ihls study, neither local 1319 nor !he City is obrlgaled 10 accept t-.e PEAS
Health Benefits Program. The study is 10 provide !he basis lor future negotiations at
!he option of !he parties which. by mutual agreement. may occur during !he second
year 01 Ihls Memorandum 01 Agreement.
S<Ic!ion 5. Vision Caro •. Effecliv8 beg1ronir1g ~,1;1990. the City wl\l offer viSion
care coverage lor emplOyees ~",~. . Coverage is equivalent 10 $20
Oecluctible Plan A under !he Vision SeNice Plan. with monthly premiums paid by \he
emplOye<.
11
•
,
r
I
i
.; -
-';'..,..
,"~t
~ ... - -,-.
" .
\ .
I
i
~ -
'.
t ;.
o o
Sec1ion 1. The City Wll mainlain !he presert level of benefits on the City·sponsored
denial program, excep( t'lat !he maximum benefits per calendar year shan be $2,000
alfec!ive beginning with 1987.
Section 2 The City shan pay all premium payments or equivalent se".Jnsured program
charges on behalf of employees and cJepoodenla who are eT>gibIe and errolled 10r
coverage under !he existlng dental plan.
Sec1ion~. Effective July 1. 1 986, !he City W11 provide a 50% of reasonable charges,
$ 1.500 &le!ime maximum O<Ihodontlc benefit 10r representation unit employees and !heir
dependents.
ARTJCU: }QQII -Lt FE INSURANce
~--.1. The City wiD pay !he Io!\owing amounts of premium 00 behalf of Fie
parsomei:
Per pay Period Per Month \Aporox.)
Basic life Insurance $ ... ~
(per $1,000 of oaverageJ
ARTICLE XXN • RETIREMENT BENEFITS
Section 1. The current PubrIC Employees' Re~remenl System (PEAS) benefits, l<nown
as h '2 percert at 50' Plan s1laJI ~ in effect
Section 2. City-Paid PEAS Emoloyee Contribution.
a Effective with !he pay period including July I, 1983. the City will pay 7% of !he
9% PEAS employee contribution except !hat. subject 10 receipt of favorable tax
ruflOQS by !he City Attawey no laler hm June 30, 1984. employees who re~re
between July I, 1983 and June 30, 1984 shan receive a 5.6% pay i1crease
effective July 1. 1983 and shaD no( receive !he City-paid PEAS contribufion.
for purposes of negofiatlons and/or arb<!raflon proceedlngs hereafter, City
payment of h 7% PEAS employee contribulioo will be deemed as a 7% salary
adjus~ 10r !he year July, , 983 fvough June 30, 1984.
b. Effective with !he pay period including July 1. 1984 !I1e City wiD pay 'o'1e 9%
PEAS employee contriOuflOO. For purposes of negoflalions and/or arb<!r~
proceedlngs hereafter, City payment of !he 2% addrtiona/ PEAS employee
oontribu!iorl wi! be deemed as a 2% salary adj~ 10r fle year July " 1984
lhrough June 30. 1985.
•
\
"
... +--.
f~
C ..•........ t:
~
.;
~.·.'._r~;·
.;-"'':'':
I
.' -
c. Notwithstanding subsedioos a and b. above. a representation unit employee
may elect 10 convert the ~ Cily-paid PEAS contribution 10 a saTary adjustment
of equal amount on a one·time i'revocable basis lor the final twelve months
inYnediately prior 10 retirement. prOYided 1haI an of the following con<frtions are
met
I) The employee must have at least 20 years of ~&!!!IIY~:~
~~ as of the date of re~rement; as an ahernalive. employees hired prior
10 July I. 1987 mwi!lll'l!i't~ t>Y.;~ the age of 55 at !he elate of
re~r~ 9(i~.!II1Q Iha maximum PEAS benefit Iac!or of 75%.
2} The el",,-OOn must be made and seNice retirement apprlCalion filed lor
retirement elate certain 12 months prior 10 retirement
3j During the 12-monlh conversion period. !he employee shan pay PEAS
employee contnbulions.
4) All prOVisions of lhis subsaction areSUOject 10 and concfruoood upon
compliance with lAS regulations.
ART!Ct,E XXV -REIlREMENI MEQIC"l PIAN
SecIion.1. The City shaJI. upon submittal of eviclence of payment. reimbufse up 10
~,il per monlh (~ per month with Medicare) d medical plan premiums on beha~
of represenla!ion unit employees who r~re t-om the City unde( seNice or dsablTrty
r~rements. The r~ree may select any med'1Ca/ plan. The plan may cover ertgible
dependents as defined undef !he Cily Employees' Heahh Plan. No reimbursements
Wll be made lor plans providing benefits other !han me<f1Ca/ and heahh benefits.
ReirnbursernefJt requesls mu.t be filed within 12 monlho of dale charges were
ilcurred.
Sec!jon 2. There sha~ be no O'lcrease n charges lor single party coverage unde( the
City Refiree Medical Plan during the lerm of t1is agreement
Sec!ion I. All erogib!e fire suppression persons shaq accrue vacation at !he following
rate lor ~nuous 5efVice pe:formed n a pay slatus. Non-shift representation unit
empioj'ees shan accrue the 4O-hour equivalent--one shift equals sildeen hours.
a. for employees completlng less flan Jour years continuous service. 1he accrual
rale shan be five duty shilts per year.
L
. • \ ,
~\
•
11
: -;
, ':
:-'
,
•
1 !
r-
I
o o
b. For employa<!s oompleting lour but """ more !han nine vears continuOuS
service, 1he accrual rate sha~ be eight duty shilts per year.
c. For employees comp!e~ng nine bul not more !han 14 years continuous service.
1he accruaf rata shan be 1 () duty shills per year .
d. For employees compI9~ 14 Of more years continuous service. \he accruaf
rate shan be 11 duly shilts per year.
Section 2. Represented employees who fan 10 use an vacaUon as accrued may
continue 1he accrual balance and be entitfed 10 a" acxrued bul unused vacation upon
lerminaliao, excepl as 6m~ed belOw.
Sec!iort.~. Vacation accrual balances shan be ~mi!ed 10 Ihree ~mes \he amual accrual
rate. Accrua! crd beyond lhis imi! shan not be recognized Q( compensated, excap(
flat for employees of record as of Janl,ary I, 1984 woo have vacation excess on a
one-time basls shaft be set aside (banKed) \0 be subsequentiy used as vacation Of
paid at termination. No aclcfrtions may be made 10 \he bank after Janl,ary J, 1984.
The bank is establis11ed only 10 facirrtBte changeover from unIi~ed 10 llYee times
aN1UBI accruaf rale umilalion on vacation accruaf as herein provided.
ARJlCt.E XXVII· use OF VACATION
Section 1. The maximum number of vacation sd1edur1flg slols lor representaflOrl unit
suppression employees is four (4} per platoon on a year-round basis.
Section 2. Vacation scfleduflflg must be approved by \he 8atta~on Chief Of Fre Chief_
The mioimum is twelve (12) hours Of more for suppression employees. Advance
vacation sd1eduTes lor suppression shan begin either at 8:00 B.m. Of 8:00 pm.
Section 3. Vacation Pa". Vacation pay shaA be made avanable n advance of regular
pay day provided !hal employee req.;ests sud1 advance n wriUng 10 !he Finance
09parImenI at least two weeks prior 10 hiS/t1er vacation date. The employee's
supeMso.-must verify yacation data on !he request
Section 4. Jiness on VacaWn When an employee becomes iii w~i1e on vacaOOr. and
such illness can be supported by a statement from an accre<frt physician Of \he
employee is OOspiIaTlZed lor any period, !he employee shan have !he period of illness
dlarged against sick !eave and not against vacation leave.
~ 5. ~ 10 be_Taken. The time at which an employee may use accrued
vacation leave and \he amount 10 be taken at any one Ume shan be determined by
1he Cf1jef cor.sidlerirlg lIle wishes of !he employee.
L
, ,
•
, .
. ,
.~.
•
. ,
, \
\
r-.... ~
-, ,
. -.
o o
Sec!ion 6. l,imilaflOQ on Use. Employees may not use O1()(e than I/Yee urnes !heir
amuai rate of aca-uaI h any calendar year peOOd provid<ld, howeve<, 1hat \he Chief
may gran! exceptionS 10 Ihis m,ilaflOO.
Sec!ion 7. Waiting PeriOd. Employees shall campl.le six months confinuous service
belore using accrved vacation leave.
~ 8. Double Compensation Prohibited. Employees shan not worl< for !he City
rung !heir vacation.
ARTIClE XXVIII • SICK lEAVE
Section f. Statement of Pdq. Sick leave shan be ailowed and used only M"J case
of actual personal s1ckness ex disabTlIy, med"tcaI or dental treatment. ex as authorized
in Section 9. Up 10 five days (56 shift hotxs] sick leave per year may be used for
illness h f1e invnediate family (w~e, husband, child, parent, parent-in-law. brother.
sister, or crose rela1ive resid""'9 in !he household of !he empklyee.)
Section 2. EligibIT!ly_ Regular employees shan be erlQibIe 10 accrue and use sick
leave.
Section 3 .. Accrual Sick leave shan be <'Ccr'.>ed bi-weekly, pro>'ided !he employee has
been h a pay status for 50 percenl or O1()(e of a bi-weekly pay period. Sick leave
shall be accrved at fle rate of six shifts per year.
Section 4. Acx:umoIa!ion. Accrued sick leave ""'"I be accrued wiIhou( limit, except
as provid<ld in Section 8 below.
Section 5. Use. Sick leave may be used as needed and approved, 10 fle port of
d9p!etion, at which tTme 1he employee will ro longer receIve pay for sick leave. A new
employee mEl)f. I necessa,y, use up 10 for!y-eighl (48) hours or shift equivalent of sick
leave at any time duri"lg \he first six months of empklymenl Any negative balances
generated by such. utillzaf.ao wrn be charged against ~e accruai or deducted "om
final payd>eck ... !he event of tecrniI1a!ion.
Any empklyee who has been disabled for 60 consecutive days and who is otherwise
erlQible both for payment UI1Cfer \he long-term disablity group inS<xance oover81Q9 and
accrued sick reave benefits may, at his/her oplion. choOse either 10 receive the long
!arm disablTltf benefits or 10 vtifize 1he remainder 0( his/her accrued sick reave prior
10 applying for long-term disablity benefits.
Sick leave Wll not be granted for illness 0CCUfI"ing during any leave 0( absence other
!han sick leave, unless f1e empklyee can demonstrate !rat I was necessary 10 come
IXlder !he care of a 00cI0f wflj]e on such ofher leave 0( abseoce.
•
\
, , , .
I
I
!
~
~
I r
I
. ,
\,
-.
•
, .
•
,
\
i
\ ,
\
. .
\
~I
o
When an employee finds I necessary 10 be ab$en( lor any reason. he/she 5110(,1<:1
cause !he facts 10 be reported to V1e cfepartmenl within 45 minu!es prior to /lis/her
regular starting ~me on !he first working day of absence. and shan regu!3I1y report on.
or acco<.oI n advance lor each work day V1ereafter unless hospiIaUzed or otherwise
i"tdisposed. Such reports may be subject to written documentation. Sick leave shan
not be granted unless such report or advance accounting has been made. Pfovided.
however, !hal \he department head may gran! exception 10 \his poflCY where !he
circumstances warrant
Section 6. Oeolelion of Sick leave Benefits. Upon depletloo of sick leave or V1e
begiming of !he period to be COIIered by paymeols under long-term dsablTrty group
i'1surance coverage, whichever comes fir$!, an employee may be granted a mediCal
leave of absence withoul pay lor a period not exceeang sixty days. I !he employee
is unable to retum to work at V1e end of 1his period. he/she must request UIher
medica! leave which ..,1 be subject to !he approval of !he City Manager. I Iu1her
leave is granted. !he employee must notify Ihe City of men! to return to worl< every
1hirty days. I U1her leave is not granted. V1e employee's service with !he City sIlalI
be considered terminated.
Section 7. Fooaiture Uooo T erminatlon. Employees leaving !he municipal service shall
Iorfd all accumufated sick leave. exoapt as c;therwise provided by law and Section 8.
In 'i1e event \hat notice of resignation is g;ven, siC!< leave may be used only hough
'i1e day which was designated as \he Mal day cl work by such notice.
Section 8. Paymll("( lor Accomo1ated Sick Leave. Eligible errployees who leave 'i1e
municipal service n good standing. or who de whJle errployed i1 good standing by
\he City, and who have fifteen ()( more years of continuous service, shan receiw
compensation lor unused sick leave hours .... a sum equal \0 two and one-half peroert
of fleir unused sick leave hou!"s muhipfoed by !heir years of continuous service and
hi' basic holxIy rate of pay at termination. Fu~ sick leave accruaI'wiD be paid OJ \he
evert of terminaf'Ol1 due to disablTrty. For new employees hired aller December 31,
1983. sick Iea,e accruai accumuIafion will be Um~ed to 1.000 hours with no peyoll
Pfovisions lor unused balance at termina!ion.
Section 9. Personal Busjness Leave Olargeable 10 Sick leave. • is agreed between
\he parties IhaI an shift person .. "" r9p!"esenled by !he Union shan have \he right to
charge up \0 Iwenly·four hours personal business leave per year to sick leave, and
IhaI an ~ persomel shaI have 'i1e right to charge up to sixteen hours personal
business leave per year !O sick leave. Such personal business leave shan be allowed
only on a stsffing ava~able basis and where \he provisions of !he minlrrum staffing
agreement are no! allected. 'Staffing available" means at or above minimum staffing
levers as defined in Article XlI.
,"."
.\ •
\
,
\
\
\ .
" \
, ~".
'c --q!1
, -~"l .-. •
I
t
.'.
.~ .
I ,
. c-·
.' --
o o
Sec!ion 10. Return 10 Work 0< Con~nue Work Wrth lim~ed Ovty. 1n cases 01 non
wort<-teTated fiurY, ilnIIss 0< pregnancy an employee, upon approval 0I1he Fire Chief
and !he City Safely OflIcer, may return 10 work (X continue work with docIo< -appfo,ed
imfted duly. Approval lor such ~maed duly shan be based upon cf<;parImenl abtTity
10 prO\'ide work <:OOSislenl with me<fiCal imitaflOOS and lh8 length 01 time 01 lh8
imitationS. Shift employees IT"IUtlI be wilf"'ll 10 accept any noo-shifl limited duty
scfledufe work location and may be subjecl 10 1he reasonable avanabiTity 01 limited
duly assigrvnants. The City docIO< may be ~ed i1 determining work limilatioos.
ARTICLE XXIX • SUBPOENAS
Emplovees required 10 answer subpoenas as a witness for \he City 01 PaTo Ma 0< for
a plaintiff where 1he City 01 Palo Ma is a defendanl shalT not lose pay 0< benefits for
work lime lost 10 answer depo5itions 0< 10 appear i1 court.
ARIlCLE XXX • WORKERS' COMPENSAT!ON
Section I. Status f!eportinq WhJle on Di~. Persons on disabllity will be requlrsd
10 appear or otherwise report at regular two-week intervals 10 1he Fire Olief 0<
designate 10 discuss hislher status of medical Ireatment lhsrapy and physical
oondi1ion. This section is not meanllO urveasonabTy restrict employee's activities so
long as such activities are cleared by !he Irea~ng physician. trea~ng program 0<
alternafive Ireatmenl program is mainlained and employee is avanable for U (X
restricted duly as soon as mecIica1 clearance can be recei\!ed.
~ XXXI-PHYSICAL FITNESS MED!~AL EXAMINATIONS
Physical fitness medical examinationS for a4 represented employees shan include dles!
Hays, eye examinaflOO and hearing examination.
ARTIClE XXXN • LEAVES OF AE!SeNCE WITHOUT PAY
Section L DisabtTIty. Leaves 01 absenCe wi!ho<A: pay may be granted n cases 01
disabtTity not ~ered by sick leave. Pregnancy Wil be considered as any other
disabtTity. Leaves 01 absence for disabtTity ara subjecl 10 physician's verification
ncIuding diagnosis and medical work res!Jiction.
Section 2. Other Leaves. Leaves 01 absence withotA pay may be granted i1 cases
01 personal emergency 0( when such absences would not be contrary 10 1he best
interest of \he City. Non-<Iisabtlity prenatal and/(J( postpar1um leave is aVal1able \Jf"lde(
17
•
• ,
I
•
. \
\
\ ..
\
.~ \
,·.· .. U ... ; ....•.. , ... i'.·j . :T~~::' '-O:.~:S"
-'.'-,
i
i
I
'1 c1
1
I
I
P
I
o
Ih1s provision. b<,.( such leave shall not begin more iharl six months prenatal nor
exlend more !han six months postpartum.
Section 3. During unpaid leaves 01 absence for disatxlity CJ( other reasons. !he
employee may eled to use accrued vacation credits. Requests for leaves without pay
shall not be urYeasonably denied. in CJ(der to avoid misunderstandings, a~ !eaves
withoU: pay must be i1 writing to be ellac1ive.
Section 4. Approval 01 Department~. Leave 01 absence withoU: pay for one
week CJ( Tess may be granted by !he cIepar1ment head, depending on !he meriI 01 tile
ooviOOa! case.
Section 5. Approval by City Manager. Leave 01 absence withou! pay in excess 01
one week's duration may be granted by tle City Manager on Ihe marl 01 !he case.
but such leave shan not exceed twelve months' durafJOn.
Section 6.. Absence W!IIp.J! Leave. Unauth<Yized leave 01 absence shan be
considered 10 be withoU: pay, end reductions ;, !he employee's pay shall be madIe
accordingly. Unauthorized !eave 01 absence may resu~ n lermination 01 employment
Section 7. Leave 01 Absence' Death Outside hl. mmediale Family. Leave withoU:
pay may be granted a regular employee by hisjher clepar1roont head n Ihe B'o/Bnt 01
diea!h to family members <>!her !han one 01 !he rnmediate family, such leave 10 be
granted in acco;dance with Section '2 end Section 4.
Section 8. Mir~arv Leave 01 Absence. State Jaw shaR govern !he granting 01 rruT~
,"",las 01 absence and Ina rights 01 employees returning tom such absence.
ARTICLE JOOOII -LEAVES OF ABSEflCE WITH PAY
Section 1. The City Manager may grant a regular employee uncIer his oontrol a leave
01 absence wiih pay for a period not exceeding thirty calendar days for reasons he
deems adequate end n Ihe best inlerest 01 \he City.
SecIlon 2. The City Council may grant a regular employee a leave 01 absence with
pay for a period not to exceed one year for reasons !he Counci! oonsidlers adequate
and i1 tile best n!erest 01 tile City.
Sect!Qrl.3. Emo!oyee's 1me OJ! lOyole. Tme of! with pay 10 vole at any general or
direct pM1at)' election shan be granted as provided n 1he Slate 01 CaI~CJ(nia E1ections
Code. and notice Iha! an employee desires such time 011 shan be given in accordance
wiIh "" prO'olislons 01 said Code.
•
'.
'{ . . --~
\
•
. -, ..... .
. .
". -"
. ,
i
:!
I
>
o o
Sec!ion 4. leaves of Absence, Death in rnmediale Family. leave of absence .. ith
pal' of one shjft w1lh provision for approval of one additional shjft for ... avel outside Ihe
area may be granted an employee by !he Chief n Ihe everl of death in t1e
employee's in1mediate family, wf1ich is defined for purposes of Chis section as wife,
husband, son. daughter. father, mothe<, brother, sisler, mother-in-law. father-in-law,
grandfather. grandmolhef CK a close relative residing ;, !he household of tfle
employee. Such leave shall be at MI pay and shan not be charged against Ihe
employee's accrued vacatiOo or sick leave. Requests for leave in excess of two shWts
shan be subjad 10 tfle approval of !he City Manager.
Sec!ion 5. July [),Jty: lea,. of Ab§eQce. E~ees required 10 report for i-"Y <JA.Joj
shan be granted a leave of absence with pay tom lheir assigned duties unU released
by t1e court. provided !he employee remits 10 !he City an fees received for such duties
other than m~eage or subsistence al!owances within lhirty days from Ihe termination
of his CK Ilef py service.
ARTIClE XXXIV • TUITION REIMBURSEMENT
Section 1. The City W11 reimburse expenses for IUition. booKs and curricU!um foos
ncurred by employees within !he representation unit. 10 a maximum of {I',OOO per
fiscal year for classes given accredited nstiMions of CK '!. ·i"··i····=~
speclaflZed lraining programs. ~
Programs
employee for other City positions and must be ao<>r""ed
ARTICLE XXXV -PER DIEM TRAVEL EXPENSES
Seclion 1. Unless other mutually agreeable arrangemoots are made, representation
unit employees who are req.Jired 10 Iravel away tom !he City on City business wi!!
receive travel expenses, according 10 City porlCies wh1cil are currently in effect.
ARTIClE XXXV1 -HOUSE FUND ITEMS
SecfIOO I. Station House Fund. Effective M~, 1~. !he station house lund shalf
be ~ per year per shift employee.
Section 2. The City agrees 10 !>.xnish and maintain eam fire stafion with non-food
house lund ~ems: TV p.rchase and repair, P8I}insu!a Tmes-Tribuoe, San F'~
ClYonicle or San Jose "'ercurt News. kl!chen cooking utensils and othef speciIic ~ems
10 be determined by mutual agreemerl of Ihe parties. The F~e Fighters agree 10
maintain !he voter registration program. with proceeds going 10 recrealional and related
programs.
"-'.--.
•
\
f.
\
\
':. :>~~~-~-: ..
~;'
.'
,
/
o o
AflTlCU XXXVII -PARKING
SecOOr; I. Employees n r"",esented classes sha~ be entitl3d 10 free pMdng n ~
Civic Center Garage, Pr~,~~~~.l"I\ib!!~lo~.~~of~.
ARTIClE XXXVIII -GRlE,(ANCES
The City and the UniOn agree 10 establish a grievance procedure as follows:
I. Definition: A grievance is an~ comptairt {)( dispute regarding the appfteation 01
i'ltefpre\alion 01 flis MemorandlMTl 01 UoderstanOInQ. rules, regulations, polICies or
procedures relaling 10 wages, hours 0< olher terms and conditions 01 employment
2. Any non-proOatiooaly employee r"",esented by !he UnTon ma~ file and process
a grievance. Such aggrieved employees m~ be r"",esented by !he Union ()( mal'
r"",esent lhemse!lles in prepar<-og and preserltiog lheTr grievance at any level 01
review. The Union may file a grievance when a Union right r.ot direc!1y related 10
an indiYidua! employee becomes subject 10 dispute.
3. hly re!roaclNTIy 011 monetat)' grievances shaN be imfted 10 the date 01 occurrence,
except in no case wil retroactivily be gramed Vior 10 hee months before !he
grievance was filed in writing.
4. Wrilten grievances shan be submitted on forms provided by tile City or on forms
which are mu!~ agreeable 10 the City and the lk1ion.
5. The time fim~s specified h lhis section may be e><teoded by muluai agreemert n
writing 01 !he aggrieved employee or lk1ion and !I1e reviewer ooncemed. SIlouId
a decision r.ot be rendered within a stipu!ated time imit, \he aggrieved employee
may 'rnmediately appeal 10 the next slav. The grievance will be coosidefed settled
f the decision 01 any step is not appealed wilhin !he specified time Dmit
•
6. ~ The. aggrieved employee wit first attempt 10 resolve the grievance lIYougIl
nfOfma! discussions with the i'nmediate supeMsor by \he end 01 !he seventh
calendar day following tile discovery 01 Ihe ncider~ upon which !he grievance is .
based. Every attempt wi! be made 10 settle lhe issue at !his level.
~ • !he grievance is not resolved hough i1fo<ma! cfscussion. it may be
submitted h writing 10 the BattarlOn Chief within seven c<llendar clays 01 \he
informal discussion. The SatiarlOn Chief win have seven calendar d~s from receip(
01 !he grievance 10 review the matler and prepare a written response. r!he
grievance is denied, 1he response shall contain the reasons lherefo<.
\
.'
..
.,
. !
.\
1
r
!
-
• 'Ii •• .., ;: .-
,.
-0" __ -___ ._~ _____ -=-___ . ___ :-_-_-.... __ ~"'_ .... _=_ ...... ,""'_ •• :__,.. __ ".
o
~ f 1/"., grievance is not resolved n Step I, it may be submitted in writing
10 !he Fire Chief within seven calendar days or receipt or the Battanon Chiefs
written response. The Fire Chief will flave seven calend .... days from receipt or Ihe
grievance 10 review Ihe mat!9I" and p-epare a written response. f 1he grievance
is denied, Ihe response sIla.~ contain the reasons lheref()(.
Step 1'1. f 'I1e grievance is not resolved n Slep III. the aggrieved employee may
subm~ 'I1e grievance 10 Ihe City Manager lor final determination or 10 binding
gr'.evance artJiIration. />J Slep 1'1 appeals must be filed h writing at Ihe Persomel
Oeparlmenl Office within seven working days or receipt or Ihe he Chiefs response
under Step HI. All hearings before !he City Manager shaB be pursuant 10 Ihe rules
and regulaf"JOnS set Ior1h h !he City or Palo AIIo Merit Rules and Regulations.
Heamgs before an arbitrator Wll be as set I04'1h below.
h !he evenl\he aggrieved employee decides 10 proceed to arbitration. he/she shan
select j04n!1y wit!\ \he Director or ~.~~ an arbitrat()(. I 1he parties
are unable 10 agree on an arb<!rator, !hey sIlaIl jointly request a panel or five
qualified and experienced arbitrators tom !he State or Coroliation Service. Upon
receipt or 'I1e ~st or a.~ators, !he names shall be ah9fnateTy struck until one
name remains who shaB serve as artJiIrator. The arbitrator sIlaIl be jointly
contacted by \he parties.
The arbitrator shall have jurisdiction and authority orJy 10 nterpret. apply, or
delermi1e comprlaflCe ~ 'I1e provisions or !he MelTlOfafldum or Agreemenl and
such Mert Sy$1em rules, regulations. poneies, p-ocedures, City ordinances or
regufations retaling 10 terms or con<ftlions or emplOymerl, wages or 1ri1ge \0 !he
determination or grievances appealed to \fle arb<!ratOf. The arb<!rato< shall be
wilh<x.( power 10 make any decision:
a Regarding matters or nteres!.
b. Contrary to, or inconsistent w~ or rnocilfying n any way, \he terms or lhis
Memorandum or Agreement.
c. Grantlf1g any wage ncreases Of decreases.
d. Granting pay or benefits lor any period or time prior to \he execution date or
If1is Memorandum or Agreement
Where e~ party .... k 5 arbitration and h o1het party daims \he matt9f is not
sutljecI to 'I1e arbitration provisions or \he MelTlOfandum or Agreemen!, 'I1e issue
or arb<!rability shall first be decided by f/"le arbitral()( using !he standards and
criteria set IorIf1 in lhis Memorandum or Agreement.
The arb<!rato< shall be witInA authority 10 require \he City 10 delegat9 Of rennquish
any powers which by State law or City Charter \he City carYlOl delegate or
reflflQUish.
•
• ,
,
',. -
;. ". ~
~-;:>~:)4
•
o o
Copies ollhe arbillator's decision sha~ be submitte-d 10 !he Cit). and !he aggrieved
employee. Nl dkect costs emanaling from \he arbitration procedure shan be
shared equally by !he City and !he aggrieved employea or fle lkIion.
• is It¥1her agreed IhaI. 1I1e provisions ollhis section shan be rcorporated as part
ol Chapter 11 ol !he City ol Palo Alto Merl System Rules and Regulations.
Existing procedu"es set forth i1 O1apter II, 10 \he extent they ara inoonsislent: with
!he provisions con!ained herein, are superseded.
ARTIClE XXXIX· SNETY COMMITIEE
Section 1_ No later than 60 days IoIIowing !he date ol this agreemert a Safety
Committee compriSed ol lour representation unit members appointed by the Union,
at leas! one from each suppression shift, ard at least two members ol Management.
Wll be established. The Committee may make safety recommendalioos 10 !he F.-e
Chief regarding equipment. vehicles and apparatus and may review an accidents
iwo!ving represented persomet Management shan info<m the Safety Cornrnlttee 01
all accicIents involving O1ju1es 10 represented pel"somet
Section 1_ T-Shirts. The City Wll issue four T-shirts 10 each uniformed employee
~;'~jIY";l~, and an additiooa! lour T-shirts du;irig" Jt.Ily 1!191. These T-shirts are
lor use on duly orly and wiD be maintained by !he employee.
Section 2 Emergency Response by Foothlls Park Per~_ D.xing!he term ollhis
agreemenl, representatives ol Managemert and \he l.Inlon will meet 10 discuss and
re$Olve issues related 10 emergency response by Foothllls Park persomel.
~ XU· FUll UNP£RSTANDfNG
SecfIOll 1_ The Memorandum ol Agreernert CC()\ains !he U\ and entire uoderSland"mg
ol !he parties regarding !he matters set forth hereln.
Section 2. Fair labor Standards Act. Managemert will implement provisions ol !he
fair labor Standards M effectiva Apri 1 S, 1985. Compensatory time off with
Management approval may be used as an anarnalive 10 overtime compensation only
witlin !he V-<Jay WOI1< period within which !he overtime is wori<ecl. D.xilg Ihe lerm
01 !his agreement, either party may inYOke meeting and conferr;,g on \hose specific
sections 01 Articles ol !he Memorandum ol AgreelTl6tll which are affeded by
inpIemen!ation ol !he Fair labor Standards Act, including wt1ere City costs are
•
•
•
. " . '.
f-:':'~' -<
."'<--"
\.
. ,
~.--------
o
r.creased 0<" employee rights are modified as a result 01 Fair labor Stanc!ards Ad
provisions.
Sec!ion 3. SeVElfaboTrtv. Should any 01 lila provisions herein contained be rendered
0<" Oedared rwarJd by reason 01 any exis~ng State ex Federal legislation ex by reason
01 State 0<" U.S. &Jpreme Court rurlllQ, such invarJdation 01 such part ex !XJI1ion 01 flis
Memorandum 01 Agreemenl shal not <1vallda!e lila remaining portions hereof, and V1ey
sI'IaJI remaill n fuR force and effect, i-1soIar as such remaining portions are severable.
Section 4. • Is lila irltent 01 !he parnes !hal ordil\aflceS, resolutions, rules and
regulations enacted pursuanr 10 f1is Memorandum 01 lk1derstandiflg be administered
and observed n good faith.
Sec!ion 5. Merl System R1les and Regulations. During !he term oIlhis Memorandum
01 Agreement. Managemert mY propose certain changes in lila City Merl System
AJles and Regulations. Wrth regard 10 such cNnges whicl1 pe<tairI 10 tie
representaflon unit, lila parties agree 10 rBlliew. and upon request, mee! and confer
regarding fle changes.
Section Z. Nothing ... f1is agreemenl sI'IaJI preclude the parties t-om mutually agreeing
10 meet and confer on any subject within the scope of representation during !he term
of lhis agreement
r ,
,
) -r ,
\"
.....
o o
ART!CU XUI -OURATION
This Memorandum of Agreemenl shaft become elfec1ive !MY,I,! m and remain
eIIec!ive until _,~~
EXECUTED:
fOR:
INTERNATIONAL ASSOC1A noN
Of" fIRE fIGHTERS
JQm( Spi!alet\
fOR:
OTY OF PAlO AlTO
Jay Rounds
"Bob"",-",M""akj""-avich",,,,-"'-_______ fUJin Griialva"---______ _
Barry March1sio Jim Steere
000 loouiao Jr_
,!o!'vl Rosins1<i """''''-''''''''''''''''----------------
Richard Dollar
"" . ~'--,' .
, ,
•
\
.-, . :-.
•
"
•
-
o o
ORDINANCE NO.
ORDIIIANCE OF THE COQNCIL OF THE CITY OF PALO ALTO
MENDING THE BUOGET FOR THE FISCAL YEAR 1990-91 TO PROVIDE
AN ADDITIOIIAL APPROPRIATION FOR FIRE
COMPENSATION PLAN INCREAS~S
WHEREAS~ pursuant to the provisions of Section 12 of Article
III of the Charter of the City ot Palo Alto.. the Council on June
18 1 1990 did ~dopt a budget for fiscal year 1990-91; and
WHEREAS,. management has concluded its salary negotiations 'With
the International Association of Firefighters Union 1IAFF) fo~ the
period July 1,. 1990 through June 30 1 1992; and
WHEREAS, the new salary ~nd benefits packages will. necessitate
additional fundjnq in addition to the estimated compensation p!~n
adjustments alr"eady budgeted tor the 1990-91 fiscal year;
NOW ... THEREFORE.. the council of the City of Palo Alto does
ORDAIN as follows:
SECTION 1. The sum of Sixty Thousand Dollars {$60~~~~) is
hereby appropriated to Employee Services in the Fire Department r
and the Reserve for capital Projects (Reserve) is correspondingly
reduced.
SECtION 2. These transactions will red,uce the Reserve from
$4 ... 19'0.,658 t.o $4~130jl6s.a as of June 30, 1990.
SECTION 3. The Council of the City of Palo Alto hereby finds
that the enactment of this ordinance is not a project under the
CalifornIa Environmental Quality Act andjl therefore., no environmel'\-
tal impact assessment is necessary.
SEctION 4 ..
Municipal Code ...
adoption ..
As provided in Section 2.04 .. 315 of the Palo Alto
t.his ordinance shall become effective upon
1 " , • ,
\ -
\
,
• .::0.
o
INTROOQCED AND PASSED:
AYES:
NOES:
ABSTENTIONS:
ABSENT:
ATTEST:
~
i
I
City Clerk
APPROVED AS TO FORM:
Asst~ city Attorney
APPROVED:
city Manager
Dlrector of Finance
-
", -.
',J
o
APPROVED:
Mayor
..
90-1.6
\
.'
•