HomeMy WebLinkAbout0110.094January 13, 1994
THE HONOP~LE CITY COUNCIL
palo Alto, California
11
lire Fiqht.r.~ C?-Pen,ation Plan and Memorandum of Agreemapt
Members of the Council~
gport in Idef
An agreement r~s been ratified by representatives of the
Intern~tional Association of Fire Fighters (IAFF, .I...o-!:al 1319)
covering the Cityls ~~9 sworn fire employees. This report
summarizes the provisions of the 3 percent, 13-month agreement and
recommends Council approval of the attached Memorandum of ~.greement
and Compensation Plan for Fire Department personnel. Funding for
the agreement is provided in the 1993-94 budget.
Aqre_lIPt Proviaione
The agreement provisions include a 3 percent increase at the E-Step
for all represented classifications for the term beginning with the
July 1, 1993 pay period and ending July 22, 1994.
The agreement also includes cost neutral language changes in
overtime and staffing provisions, addition of the Dependent Care
Assistance Program currently offered to other employees, and
employer-paid monthly premiun.; increases for emplcyees and
dependents el~gible for the PEMHCA Health Plan~
During the negotiations, an understanding was reached regarding the
job classification for Emergency Medical Services (EMS)
Coordinator. The details of this understanding are being finalized
with Local 1319 and will be agendized for Council approval at a
later date.
Attached to this report is the full text of the Memorandum of
Agreement with changes indicated by shading. The first year cost
of the agreement is $270 1 000.
1!lC9!!!1!!-nda t ion.
etaff recommends Council approval of the attached resolut-ior.s to
amend section 1501 of the Merit System R<.!les and ReguJ ationa
regarding the Memorandum of Agreement between the City of Palo Alto
CMR,110 ,94
o
Page Tw'o
and Local 1319 r and adopting a Comp-e-nsation Plan for Fire
Department personnel.
Re~tfUIIY $ubm~tted.
C 12--~
J . ROUNDS
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Manager
AttachrnentE;
CMR.:110:.94
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RESOLUTION NO.
RESOLUTION OF T!lll COUNCIL OF THE CITY OF PAL-Q ALTO
ADOPTING A COMPENSATION PLk~ FOR FIRE DEr~~~~
PERSONNE':' AND RESCHlDING RESOLUTION NO. 1143
The Council of the City of Palo Alto doee RESOLVE as
follows :
SBCTIQN 1. PUrsuant to the provieions of Section 12 of
Article III of the Charter of the City of Palo lito, the
Compensation Plan, as set forth in Exhibit IA· attached hereto and
made a part hereof by reference, is hereby adopted for Fire
Department personnel effective the beginnin.g of the pay period
including July 2, 1993.
~IQ~. The Compensation Plan adopted herein shall be
acW.i.cistered by the City Manager in accordance "'ith the Merit
System Rules and Regulations.
SECTION 3. The Compensation Plan shall continue in effect
until amended or revoked by the Council.
SECTION -1. 'llle Director of Finance hereby .is authorized to
implement the compensation Plan adopted herein in her preparation
of fort.hco:ning payrolls. She is further authorized to make changes
in the titles of employee classifications identified in the Table
of Authorized Personnel contained in the 1993-94 budget if such
titles have been changed in the Compensation Plan.
SECTION 5. Resolution No~ 7143 is: hereby rescinded.
SECTION 6. The Council finds that thi~ is not a project
under the California Environmental Quality Act and, therefore, no
environmental impact assessment is necessary.
INTRODUCED JL~ PASSED:
AYES,
NOES,
ABSTENTIONS,
ABSEN·r:
A'ITEST: APPROVED:
City Clerk Mayor
1
APPROVED AS TO POR.'!:
Senior Asat. City Attorney
APPROVED:
city Manager
Director of Hurran ResourceE
Director of Finance
Fire Chief
2
CITY OF PALO ALTO
COMPENSATION PLAN
fIRE El<PLOXEES
EFFECTIVE: July 1. 1993
through July ~2, 1994
COMPENSATION PLAN FOR 'l'HE CITY OF PALO ALTO
fire perso!1ruil
SECTION I. SALbRX
A. Salary Range Tables
Personnel cover-ed by this plan shall receive: compensation within the
salary ranges set forth in the Salary Range Tables that follow section
II. The salary range fer each position classification title and number
i6 expressed in bi-~eekly and/or hourly rates along with the
approximate monthly and/or annual equivalent.
B. £stahlishment of Salary
The City Manager is authorized to make appoin-cments to or advancements
within the prescribed ranges upon evaluation of employee qcalification
and performance~
Merit advancements from the first salary step to the second salary step
shall be granted at six-month intervals and between the second and
subsequent steps at one-year intervals if the affected employee has
demonstrated continu~d improvement. and efficient and effective se!."vice.
For the purpose of detennininq step time requirelilents.. time will
commence on the first day of the month coinciding ~ith or followinq
entrance onto a salary step~ Step increases shall be effectiv~ on the
first day of the p3yroll period in Which the tiwe requirem~nts have
been met. The City Manager, in recognition of unusual circumstances or
extraordinary performance. may auth~rize 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 m:!ly, if circumstances warrant,~ continue the salary for such
employee in an amount in excess of the revised ran~e maxLmam for a
reasonable period of time. Such interin salary rates shall be d~fined
as -V-rates". Additionally, paramedics ~ith six or more years of Palo
Alto pa~amedic service will be V-rated upon cessation of assignment.
1. Effective 'With the pay period including July 1, 1993, a
ir~rea6e at the E-Step ~ill be applied to the salary ranges of
repreoented classifications.
SECTION II. SPECIAL COMPENSATION
H
aU
Personnel covered by this compensation plan, in addition to the salary sat
.fort.." in Section I above, may receive special compensation as follows.
Eli9i~ility 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+
CO>lPENSA'l'ION P~I
FIRE PDlSONNEL
Paqe: 2
t, A. Annu",} Adi ilstm~n1.
o
Annually, each e1Uployee .. ho holds a regular full-time appointment in
the municipal service on or before July first and continues in s'.Jch
status t~rouqh tho first day of Pay Period No. 25 (in Oecerober) shall
r~eeive# in addition to the salary prescribed herein, a salary
adjustment equal to one percent of the employee I s current annual
salary~ Annual adjustments shall be prorated to reflect appointment
trom January 1 through J!Jly 1 of the current year ~ or interrupted
service during the year~
B. Overtime Premium Rate
Shift pe.rEO<mnel assiqned to overtime I'elief 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 rat.e, or
out-o.f-cla.ss rate if such aoplies .. for all hours of the relief duty
shift. Required o~t-duty training will ~ compensated at the rate of
one and one-half tiMes the basic 40-hour rate 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 I and at a rate of one and one-half
times the basic 56 hour rate for those hours in excess of B hours.
C. Working Out of Classificati~~
All represented employees yho are assigned work in a higher
classification for lonqer than four (4) continuous hO:Jrs will be
compensated at a higher pay rate for all hours worked during the out
o~-class assignment. This provision applies as follo~s:
Firefighter, Apparatus Operator, captai~ or Inspector wQrkinq in
a higher classification: St.ep to step.
Representation unit classification working as a Battalior. Chief#
1~1 above E-Step Captain, but not to exceed 93% of Bat.talion Chief
control poir.t. Representation unit classification working in any
other management position, wi thin the range of the management
posi tion.
D. 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% differeNtial in
addition to their base salary. This differential does net apply to
minimwn staffing replacerr.ents.
COMPENSATION FLAP.
FIRE PERSONNEL
Page 3
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Effective Deginnir.q with the pay period including September 11 1991_
represented classifications who maintain EMT certification 'Will receive
a 2\ differential in addition to, their base salary. EHT certification
for all supp.t'ession personnel is mandatory.
o. In-j.ieu of Holiday pay
P.epresentation ,.mit fire suppression personnel in pay status shall
receive 5.75 hours stra iqht time regUlar pay per pay per io-1 in 1 ie"1J of
holidays to a maximum payment of 149.5 hours per year. If employees
wish to take time off instead of in-lieu pay. time off shall be at the
rate of one-half shift (12 hcurs) per month on a staffing available
basis. Such time off must be scheduled so that no additional overtime
will be required to achieve suppression minimum staffing. Time off
ins~ead of in-lieu holiday pay may be taken in advance of the mor.t~
~~at said in-lieu hours become p~yable up to a maximum of 48 hours.
However, no in-lieu hours will be paid until such advanced time off has
been liquidated by the in-lieu hours accrued in subsequent months.
~. Pay for Court Appearance
Sworn Fire Personnel appearing in court fer the People shall be
compensated as follows:
Period
Appearance on scheduled
day oft.
~~y or all court tjme
during scheduled shift.
Appearance on scheduled
work day but not durinq
scheduled shift.
Time and one-half
at 40-hour rate.
s'traight time dur
ing shift at 56-hour
rate.
Time and one-half
40-hoUT rate.
Pli J"I.i mum
4 hrs.
None
2 hrs.
(2-hour min.
ma'j not run
into sh.ift
time)
FaramedicG who have completed the required training and been certified
in accordance with the program ~ ... ill receive a 5% differ-ential in
addition to their base salary effective beginning W'itn t.he date of
assignment 1:0 rotational Paramedic duty. Upon completion of six months
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COMPENSATION PLAN
F IRE PERSONNEL
Page 4
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of rotational Paramedic duty. the differential will increase to a total
of 12.5% in addition to base salary. The Paramedic salary differential
will terminate with the cessation of assignment to rota_tional ParaL!tedic
duty~ except th ... t pararoedica with. six or more years of Palo Alto,
paramedic service will he Y-rii.ted upon cessation of assig-nment.
Paramedics will receive a ~ne-time cash payment of $500 for each bi
annual recertification. This provision applies only to active
incumbents of authorized para!T'.edi:: positions who remain in the
paramedic assignment for at least one additional year after
recertification. The one year requirement after recertification does
not apply t~ those paramedics who may lea"oJ'e the program because of
~~rk-related injury O~ 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 leas than on~ year.
G. Retirement Medical Plan
Monthly Ciey-paid premium contribu~ions for a retiree-selected PEMHCA
optional plan will be made in accordance with the Public Employees'
Medical and Hospital Care Act Resol~tion.
H. Group Insurance
1. PBMHCA Heal th Plan
Benefits will be provided in ac.::ordance with provisions of the
PEMHCA Health Plans. Monthly City-paid premium contributions for
an employee-selected PBMHCA optional plan ..... ill be made to the
maximum amount indicated in each category.
Eligible Active
Employees
Number of
part.ies
Covered
Employee Only
Employee Plus
One
Employee Plus
Two or More
Monthly City Contribution
Premium for plan selected, but
not to exceed $252.
Premium for ulan selected, but
not to exceed $478.
Premium for plan selected l but
not to exceed $637.
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COMPENSATION PLAN
FIRE PERSONNEL
Page 5
2. pent.a1 Plan
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The City shall ma~ntain the present level cf benefits an t.he City
sponsored dental program._ except that. the maximum benefits per
calendar year shall be $2,000 effective begi~~in9 with 1987.
3. Sffective July l~ 1986, the City will provide a 50%
charges. $1500 lifetime rr~ximum orchodontic
representation unit. eLToployees and their dE-pendents.
I. Vi sign Care
of reasonable
benefit for
Effective beginning October l~ 1990, the City will o~fer vision care
coverage for employees and depemdents. coverage is equivalent to $20
Deductible Plan A under the Vision Service Plan, with monthly premiums
paid by the employer.
J. Life Insurance
The City will pay the !ollowir.g amounts of premium en behalf of Fire
personne~:
Basic Life Insurance
(per $1,000 of coverase)
K. .T\;itiop Reimbursement
Per Pay Period
$.H
Per Mpnth (approx)
$.289
City will reimburse expenses for tuition, book6~ lecture tapes, and
curl.~iculum fees incurred by employees within the representative unit,
to a maximum of $.1,000 per fiscal year for classes given by accredited
inatit.utions of learning or approved spe<;.ialize.d training programs.
The City will alao reimburse professional association memberships ar.d
conference registration fees, professional books and periodicals.
Programs must either contribute to the employee's job performance or
prepare the. employee for other Cit.y positions a ...... d t'C'.ust be approved. in
adv·ance.
L. City-Paid PEgS Er:tployee contribuUcm
1. Effective with the pay period including July 1, 1983, the City will
pay 7\' of the 9\ PERS employee contribution except that, subject to
receipt of favorable tax rulings by the City Attorney no later than
June 30. 1984:, employees who retire bet.lk"~en July 1, 1.983 and J\.me
30, 1984 shall receive a 5.6' pay increase effective July 1, 1983
and shall not receive the City-paid PERS contribution. P.::.r
pu~ses of negotiations and/or arbitration proceedings hereaiter,
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COMP!l:NSATION PLAN
FIRE PERSONNEL
Page 6
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City payment of the 7% PERS employee contribution will be deemed as
a 7% 9alary adjustment £o.!' the year July 1, 1983 through June 30,
1'384.
2. Effective with the pay period including J\lly 1, 1984 the Ci ty .... ill
pay the 9% PERS employee contribution. For purposes of
negotiations and/or arbitration proo::eedings herea.fter, City pa}ment
of thog :2t additional PERS employee contribution .... ill be deemed as
a 2t salary adjustment for the year July 1, 1~S4 throLlgh June 30,
1985.
3. Such pick-up contributions shall be paid by the City in lieu of
employee contributions :r.otwithstanding the fact that:. such pick-up
of contrib'';,.lt.ions may be designated as employee com:.ributions for
purposes of PERS.
4. Notwithstanding subsections 1. and 2. above. a representation unit
emplo~e may elect to convert the 9\ City-paid PSRS contribution to
a salary adjustment of equal amount on a ene-time irrevocable basis
for the final twelve months immediately prior to a retirE!ment~
provided that all of the following conditiQns are met:
a. The employee must have at least 20 years of PERS safety me~ber
service credit as of the date of retirement; as an alternative,
employees hired prior to July ~, 1987; may qualify by attaining
the age of 55 at thE! date of retirel':'lent or attaining the
maxim~ PERS benefit factor of 75t.
b. The election mus~ be made and
filed ~or retirement date
retirement. .
service retirement application
certain 12 months prior to
c. During the 12 -month conversion period, the employee shall pay
PERS employe~ contributions.
d. All provisions of this subsection are subject to a.'1d
conditioned upon compliance with IRS regulations.
M. ~dent Care AssiBtance Program
The City ~ill provide a dependent care assistance program for employ~es
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 employe·es beginning with pay period number 1 of
1994, and remain in effect subject to a reasonable minimu.."Il
participation level and availability of third party administrative
services at a reasonable cost.
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CITy Of PALO ALTO COMPENSATION PLAN
fIRE ftEitSONNEl
EFFECTIVE
CLASS
NUM
TITlE
June l5, 1993
RANOE
HUMBER • ·H 0 U R L y. -
eOl fIRE APPARATUS OP
e01 FIRE CAPTAIN
eOl fIR£ INSPECTOR
a04 FIRE FJOHT(R
60S OPER PARAM£DIC-5~
S08 OPER PARAMEOIC~12.5
f)07 CAPTAIN PARAMEOlC-5_~
.08 CAPTN PARAM£DIC-12.5
Bag I~SPCTR PARAMEDIC-~_
810 INSPCTR PARAMDC-12.$
87tl F fGHTR PANAMEDIC.S_,
818 , faHTfl PARAMOC-12.5
877 MAZ MAT SPFr.
580 'lRE FIG~TER HAl MAT
881 fIRE A"R OP HAZ MAT
e82 FIR[ CAPTAIN WAl ~t
el3 FIRE FIGHTER EMT
S'4 FIRE 'UHTR ~z "T E~T
.15 FIRE APPRATUS OP EMT
686 FIF.E AP 0' ~l MT EMT
687 fiRE CAPTAI~ EMf
&81 FIRE CAP HAl MAr EMT
e88 'IRC IN~P£ctOR i~T
(AI (BI lei (01 (EI
1102 11.01. 20.1~ 21.27 22.~. 23.71
2154 21'4 22.71 24.0' 25,41 26.93
2257 22 51 2l,88 25.23 28,81 21.21
1107 18 07 1$.11 20.21 21.38 '-2.5;
2001 2001 21.18 ~2.31 23.55 2S,01
2142 21 4l 2~,~5 13.15 25.33 28.71
2257 22 57 23.8~ 25.23 21,8' 2R 21
2423 2& 23 25.81. ~7.0' 28.85 30 2Q
2:H0 23 70 25.04 ~',SQ 28.02 21 n
2540 25,4Q 2ft.a. 21.4030.0331 7$
1898 11.gl 20.07 21.22 22 44 23,73
20j8 20.le 21.'3 22 l' 24.07 25.45
"11 24.17255' 27.02 21.S7 30.21
18" 18.i9 20 O~ 21.23 22,&5 23.74
2001 2001 21.18 22,37 23.85 25.01
22ft2 22 &2 2),82 25.21 28,15 28 2.
1844 18 A. 1$.50 20.82 21,10 23 05
1917 1.,~7 70.41 21.85 22.90 24 21
1941 1t.'1 20.52 21,7022.94 2' 2.
2040 2040 i!.57 22.81 24,12 25.50
2197 21 97 23,23 24.58 25,91 27.48
23na 23 08 l4.40 25.6027.21 28.15
2304 23.0' 2',ae 25.78 27,24 21.10
APPIOXIMAT[ TOP sTEP
ANNUAL MONTHly -8 I • WEE K I, y. -
.904e~
58.014
S8,87&
48,ill
52,020
55,102
58, fl78
83,003
81,.10
U,O.O
U.lSl
52,938
12,831
4Q ,l19
52,020
St,'22
41,844
50,35e
50,480
53,0'0
~7 ,118
80, DOl
" ,804
4,121
4,867
4,189
:1.IJ5,
4,33S
.. ,841
4,"8
5,2'0
5,1:15
5,'50l
4,113
4,411
~.238
4,114
4,335
4,801
3,995
4,181
4,205
4,'20
4,7Si
5,000
4,992
(A) /It I Ie) 10, 1£1
1521,10 1.09.80 1101.80 1199 20 1902,40
JT1~.20 1822 40 1127.20 2031 so 215 •. 4U
1.05.80 1901 10 2018 40 2!34 40 2256 80
1.4~.60 1528 10 1118 10 110. 80 1807.20
1800.10 1602 10 1719 80 1892 00 200~
1113.60 1112 00 191ft 00 2028 40 2142 40
1'05,60 1101.10 201 •• 0 213& '0 2258 .0
Ujl ,40 204'.60 2187.20 2292 00 1_423 20
1898.00 l004.80 2120 00 2241.80 2310,40
2032 00 2141_60 2272 00 2402 40 25.0,00
15iR .0 180~.80 1~97 80 1795 20 11'1 40
1821 ftO 1122.40 1820,10 1925602038 00
1Q3J.60 204. 00 l161,60 228~ 60 2418.'0
1519.20 1808_&0 1801.40 179. 00 1199 20
1600 ao 1092.,0 1789 60 1892 00 2000 10
1909.80 1i13.ftO 2023 20 21.0,00 2282.40
l4T5.20 1560_00 1048 10 11&4 00 11~4,~
154'. SO 1831,40 1132 OD leJ2 00 113ei 'J
1552.80 Ida! 80 1133 00 1135 20 l'4D '0
i632.00 1125 60 181',80 1929 80 2040 00
1151 SO 1851.40 196'.~O ~017 60 2196 10
114S 40 18S2 00 2064 00 2162 40 2301 00
1'43.201'.0.102060,'0 2178.Z0 ~304.00
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CITY OF PALO ALTO COMPENSATION PLAN
f"IRE PERSQNNEl
EFF€C"IVf JlJl.'i 24, 1003
CLASS TITLE RANGE
NUM NUMBER --H 0 U R L V~ ~
(AI 18, 101 101 1'1
no F 'GHTJ P~~C-5 EMf 1934 19 )4 20 4' 21,13 22.17 24,1'
001 F FQH PRMPC-12.5 EMf 2071 20 71 it I. 23,24 24,'7 25.9' .. , OPER PRM)C~$ EMT 2040 20 40 21 S7 2',1. 2'.12 25.50
.'J DPR P"HDC-12,5 EMT 2188 21.88 23.12 24 .•• 2S,IS 27.~3 ... C~pl ,RMOe-' ~~T 23G .. 23 ~4 24 31 25,78 27.24 28,80
.0> CAPt PR~C-12.5 ~MT 2472 z. ?Z Z~,l. 27, •• ZI 22 30 00
••• HAZ MAT SPEC EMT Zotl'! 2' 15 28,0' 27.51 ~g_14 JO,ll
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APPftOXlMAT[ TOP STEP
ANNUAL MONTHlV
50,294 .. ,1I!
~",O:U ",503
U,040 .... 20
58.ue t.737
!.9,904 4,992
"4,.272 5 ,3~UI
'" ,014 5,140
-• -• --8 I -W ~ £ K l Y--~ • -•
IAI 181 Ie, 101 ,.,
1547,201838.00 171Q.4Q 1128.80 l'3A.40
le." 40 1781.40 115. 20 1885.60 1071.40
1132 00 1725.10 1.2 .... 0 l'2P.SO 20iO.oO
1741 80 1849.8D 1955 20 20'1.00 2186.40
1143 20 19.1,10 2080.'0 211, 20 2JO~
lU77 6010.1 20 ?~!1,20 2337 10 Z4}
1912.00 201~,.0 220' 102331.202'1',10
9
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follows:
RBSOLtrrION NO. _______________ _
RESOWTION OF THE COUNCIL OF THE CITY OF PALO ALTO
.AME.ND!NG SECTJ:ON 1501 OF THB ~RIT SYSTEM R'LJLES
AND REGULATIONS REGARDING THE MEMQRANDUH OF
AGR&EMENT I!E'I"O'IEEN THE CITY OF PALO ALTO AND LOCAL
1319, INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS
The Council of the City of Palo Alto does RESOLVE as
~ECTIQN 1.. Section 1.501 of the Merit System Rules and
Regulations is hereby a~ended to ~ead as follows~
1501. Hemorandua of agreement incorporated by
referenee~ That ~ertain Memorandum of agreement
by and :between the City of Palo Alto ar~d Local
1319, International Association of Fire Fight~rB~
consisting of Preamble and Article I through
XLIII, being 22 pages in length, for a term
commencing July 1, 1993, and expiring July 2:2,
1.994, 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 Local 1319. International
Association of Fire Fighters. except where
specifically provided ctherwise herein.
In the case of conflict with this cr~pter and any
other provisions of the Merit System Rules and
Regulations, this chapter will prevail over s~ch
other provisions as to employees represented by
said Local 1319, International Association of Fire
Fighters.
~crJ.QR-~. The changes provided for in this resolut ion
shall not affect any right established or accrued, or any offense
or act committed, or any penalty of forfeiture incurred, or any
p~osecution. suit. or proceeding pending or any judgment re~dered
prior to the effective date of this resolution.
1
~JON 3. The Council finds that this js not a project
under the California Environmental Qualley Act and, therefore; no
environmental L~act assessment is necessary.
INTRODUCED AND PASSED:
AYES:
NOES:
ABSTENTI(;NSt
ABSENT:
ATI'BST: APPROVED:
City Clerk Mayor
APPROVED AS TO FORM:
Senior Asst. City Attorney
APPROVED:
City Manager
Director of Hurran Resources
Director of Finance
Fire Chief
2
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MEMORANDUM Of AGREEMENT
CITY Qf PA!.!I ALTO amI LCCAL 1319. I.A,F,[.
lu1y I. 1993 ,lilly 22, 1994
PREAMBLE
Thi'!i Memc-raodwn of Agreement beNieen the City of Palo Alto, hereinafter n:ferred (0 as the
'City', and Local 1319, International Association of Fire Fighters. bereiruifter referred as the
'Union" bas been prepared and entered into in accord= wilh Title I. Division 4. Chapter 10.
SectiOilS 3500-3510 of the C.liforni. Government Code and Chapter 12 of the City of Palo AlIO
Merit System RllIes and Regulations.
ARTICLE I -RECOG~
Sn1i1Jn 1. The City recognizes the Union as the exclusi-{e represelllarive of an employee group
oonsisting solely of the clAssifications of Fire Apparatu.; Operator. Fire Fighler, Fire Capt.2.in,
Fire InspectO< and Hazardous MJteriaIs Specialist woo are regularly employed by the City and
<JIhc:r:! as amended inI<l !he representation unil from rime Ie rime under existing low and tbe
Merit System RllIes and Regulations,
ARTlQ 'f: IT -NO DISCP-IMINA T10N
""¢oo!. The Union and the City hereby agree that there <ball be no dis<:rimination because
of """'. color, age. handiCap. sex. national origin. poUticaI or religious affiliation under this
Agreement. There shan be no discrimination in employment conditions or treatment of
employees on the basis of rnembe"hlp or nonmembership in tbe Union. or participation in the
lawful activities of the Union,
5'¢9!! 2. The Union and the City hereby agree to pro,""! the rights of all employees to
e:ttrcise their free cbol~ to join the Union and to abide by the express provisions of applicable
Stale and local laws.
5erfiop 3. HnllUlD ReJaLiam Cqmmiftee.. A joint coromittee for HlJlIlaI] Relations will be
established dnring the term of this agreement, The commitU:<: will include up 10 five melDbers
appointed by the Union executive board and at least two members of management with
representation from tbe Fire and HumAIl Resour= lJepanments, The committee may make
recommendations to management regarding recruitmeDl outreach. equs.I employmeru opportunity
and career deveiopmem programs.
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ARTICLE m -PAYROLL DEDUCTIQ~
!!rrt!gg 1_ The City shall d«luct Union membership dues an<! pay other ,"umall)" ag=d upon
payroll deduction from the bi-weekly pay of member employees. The dues deduction mUSl be
autborized in writing by the employee on an au"~orization card acceptable to !be Cit) and the
Union. !be City shall remit the deducted dues to the Union as soon as possible after deduction.
AD Union members on payroll deduction for paymem of Union dues as of 5:00 p.m. on the
tenth day following signing of this Memorandum of Agreement muM remapr, 0;) payroll
dedw..'tioD for the life of the Memorandum of Agreement. or so long as they remain members
of the representation unit. Union members woo establish dues payroll deduction during the renn
of the Memorandum of Agreement mIlS< remain OD payroll deduction for the tife of the
Memonndum of Understanding, or so long as they remain members of the repre=ratioD unit.
Union memoors on dues payroll deduction may declare thei! intentwn to rerminate such payroll
deduction {oilowing expiration of this Memor.mdum of Agreemem during tile thirt)-<lay period
between sixty and ninety days prior 10 expiratmn of the Mr-.I11orandum of Agreement.
ARTICLE TV -UNlON ACTIVITIES
Sectinp 1. Local 1319 officers may use. reasonable amount of on-duty lime to a<teo:! to Union
business speo;''icalIy related to representation of employees so IODg as:
I. Staftmg is available
b. Operations are DOl intenupted
c. Ad\'&lJCe approval is obtained from the Bolllllion Chief or Operations cruef
&ctjnp 2. .ptcrptrq Mail and BnDetin Rn&ds. The Union shall have access to interoffice
mail and e><isting bulletin boards in unit employee work areas for the pwpose of posting,
transmitting. or dtstributing notice or announcements including notices of social events,
recreatiooal events, Union membership meetings. resuit of elections and reporu of minute5 of
Uoion meetings. Any other material must have poor approval of the Battaliun Chief or
Operations Chief. Action on approval "'"ill be taken within 24-hows of submissioD.
&£Mn 3. Use of Meeting Ptp«< The Union shall have the right to reserve City meeting and
confereIJ::e rooms for c.se during non-working hours or as subject to Battalion Chief approval.
Such meeting pIaces will be made available in conformity with City regulations and subject to
the lintitadons of prior commitment.
ARTICLE V -NO STR!J(fS
Srrt'nn I. The Union, its representatives, or :nembers, shall not engage in or cause. instigate,
encourage, sa:nc-Jon, or condone a strike, withbolding of services. leave of absence abuse, work
&tOppage or work slowdown of any bnd against the City of Palo AJto or its citizens by
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employees co.,.ered under this Agreement. No employee shall refu~ to cross any picket line in
the cow..JCt of Fire Department business, nor shall the UrJon. its repre.stntatives or members
discrim!n:lte in any Wi)' toward anyDne woo refuses 10 participate m .a strike. or any of the job
actions. cited a.bove.
ARTICLE VI -PROBATIONARY PERJO~
Section 1. All arigina] appointments to regu!ar or pan·time municipal service positions mall
be !e!lIative aDd subject to • probationary period, fixed by the appointing authority al the lime
of appointment. .o( twelve months.
s-rnnn 2. The probaOOllllry period shall be regarded as pan of the lesting process and smJl be
Ulilizod fo< close1y oo.erving all a.<pects of the employee's qualifications. for ensuring the
effective adjustment of a new employee to [be position and for rejcciing any probationary
employee who. in the opinion of management, is net suitable to attain permanent status.
~" 3. During the probationary period a new employee may be suspended Of terminated al
any time by the appointing authority .. ithoot C>USe aDd without rig!lt of "Ppe3I or t() submit.
grievance. Said employee shall not have the right to proa:ed to arbitration on the issue of
arbitrability 01' on the issue of irs e<>nstitutional or discovery rights, IK'f those of .DY emptoyee
by reason of the foregoing_ The Union sbaJl DOl be • puty to ""y lawsuit roWing 10 the
terrniJ1atioo of. probationary employee_
ARTICLE vn -SALARY PROVISIONS
.-
Section 2. Qm::Of..{Juri footmosetiou. AIl represented employees who are asSigned work
in a higher classification for longer than four (4) cominuou'§ hour.s will be; rowpensated at a
higher pay rate for all hours worked durWl: It.. ouHlf-dass assignment_ This provisIOn applles
as fonows:
Fire Fighter, Apparatus Oper.iror, CapaiI; or Inspector working in • higher classification:
Step to step. Representation unit clas. wodting as • Battalion Chid, 1O'lE above [,Step
CapIain, but not to e,_ceed 93% of Battalio. Chief control pcint, Representation unit class
worI;;ing in any other manag=.ent position. within the range of the 1lUl.lJa!Omem position_
&ction 3, Pay for Coon ADpear1mce. Sworn Fire personnel appearing: in court for the
People shall be compensated as fonows:
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l_ Appearance on scbedlllC<i
day off
b_ Auy or aU coun time
during scbeGuled shift
c_ Appearance on scbeduled
work day but DO( during
scbeduled shift
Time and one-half at
4O-bour rate
Straight tlme durir.:g
shift at 56-bour rat:
Time and ~ne-half at
4O-hour rate
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4houn;
None
2 bours
(2 hour w.inimum, may
00{ run inlo shift time)
The employee shall remil all fee. received for such appearances 10 the City wilhin thiny days
from the le:rmination of hWher services. Compensation for mileage or su:bsi~oce allowance
shall DO( be considered as • fee and ,hall be retained by the employee_
AIlTICLE vm -PAY DIFFERENTIALS
Sectioo. 1. Paramedic; Differentia!. P .. --amedic, who have completed the required training and
have been certified in accoldan<:e willi the program will receive a 5 % differential in addition to
their base salary .ffecm .. beginning with the date of assignmeDi '" ro<ational ParamedIC duty.
Upon completii)n of six months of rotational Paramedic dUI)!. the differential will increase to •
tot>! of 12,5 % in additicn to base salary _ The Paramedk salary differential will terminate with
the cessation of assignment '" rotational Paramedic dul)!. excep' that paramedics with SIX or
more years of Palo Alto Paramedic service will be Y -rated upon cessation of assignment.
"'rtjgp 1. H .. Mat Diffm:ntia!. Effective beginnin~ with be pay periOO including luiy I.
1990, a maximum of nine positions who are primarily as~:~:.d to rescue and who are Haz Mat
trained and =ified will recei',e a 5 % differell!ial in addition to their base s>Wy _ This
differential does DOl apply to minimum stafflDg repla<:ements_
Wi~n 3. EMT DUferentia!. Effecti ve beginoing with the pay period including September I.
1991, represeme.d classifications woo maintain EMT certifK4tion will receive a 2 % differential
in addition to their base salaty. EMT ceniflCation for all suppression personnel is mandatory.
ARTIQ t' IX -A.'SNUM ADJUSTMENT
Sertinn I. Annual1y. each employee woo holds a regu.1ar full-time appointment in the municipa1
service Oil or before July flrSt and continues in such starus Ihrough the flrst day of Pay Period
No. 25 (in December) shall receive, in addition to the salary prescnbed herein, a salary
adjustmem equai to 0.., peteen! of the employee" current annual salatY-Annual adjustments
shall be prorated to refl"'t appointment frem January I through July I of the curren! year. or
interrupt.>:! service during the year
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ARTICLE X -HOLIDAYS
SedJpD 1. Representation una fire suppression persorm:l in pay StaNS shall recei VI: 5.75 hour:i
suaight time regular pay per pay period in lieu vf hoiiday, to • rmximum payment of 149.5
houn per year.
Sf<t!oo 2. If employee. wisb to take time off in>tead of in-lieu pay, time off shall be at the rate
of one-half shift (12 hou. ... ) per month o •• suffIng available basis. Such time off musl be
scheduled so that no additional overtime will be required [0 achieve suppression micimum
staffing. Time off instead of in-lieu holiday pay may be taken in advance of the monfu!hal said
in--lieu hours become payable up to a maximum of 48 hours. However,:OO in-lieu hours will
be paid untIl such advanced rime off bas been liquidated by t!te in-lieu hours accrued in
subsequent months.
SfI!'1inn 3.
a. Personnel assigned to a 4O-hour work schedule wil! receive paid holidays in accordance
"ith Sections 517 and 518 of tile Merit System Rules and Regulations.
b. Pe~1 assigned 10 a 4O--hoor wert schedule will receive floating days off "'ith pay
in each of !he foilowing monIhs: August, September. March, April, ]WJe.
The follOwing conditions will hold:
(1) Management will designate !he schedule of the paid day off under this section at
least thirty days in ad""""".
(2) If, in confOIll1!lDCe with this section, Management is unable to scbOOuie a day off in
the mom:h iodicared for reasons of shift operations, work scheduling or my other
reason, the day will be added 10 the employee's vacation accrual.
(3) If an employee fails to take a day off as scheduled by Manogement UIJd<:r this
section, the <layoff so scheduled will be forfeited.
ARTICLE XI-OVERTIME COMPENSATION
Svtioo 1. Shift personnel assigned to ovenime reJief duty in addition 10 their regular 56-hour
shift scbtdule shall receive overtime compensation at a rate of one and one-ha1f times the
employee'. basi<: *!lour rare, '" oul-of-clAss rale if ruth applies, for an bours of the relief duty
shift. 9\utLz R9!1"g E!H:5 ler. ap! elBer thas z"p"Tt:lI'll!ltruJiBg shell reeei Ie eempeft9Mie:B
ata~, ~~"e,Be,~ eBe_ ~_Hmes ,tee e1Bl'~a}ee's ~lSie 4Q helWAlie" ,Rtquirc~.chif.odtay~
~\!; I i/O.:;:.· ij;!he~~<meaud~rimen".~ 4OJIout rate, and emergency
calIbac.t ,..ill be compensated ar a rate of one and oce· half times the basic 4O-hour rate to a
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maximum of 8 hours. and al a rate of one and one-half times L.~ basic: 56-Mur rate for those
OOllr.i in exCl'S:5 of 8 bours.
ARTICLE xn· MINIMUM STAFFING
Section 1. Fire Dep .. "",,,n, administration and the Union have agreed to the following for
darifJCation of minimum suppression staffing:
3. Thirty"""" (31) fire _,sion personnel (exclusive of !he &ttalion Chief) shall be
scbeduled per shift ~~S.~open). Replacement pmonnel will be recalled when
absences will cawe staffing to fall below 3! .• ''''''1'1 in :be instances of:
(1) Emexge .... y iIlne<s or .bsences occurring after lLOO p.m. in which case staflIng may
be at 30 l1IliiI 8:00 a.ro.
(2) Whenever ~s will cause stafflng of the eetMJiflMieL!! ReSE:~ Truck company
10 fa1) below three person. for ..... ~ hoors or less • ....r $IdI.'~_ '*
~i[i!:J.~;_'~.~ •• ~.~
fl) "''hea t ese_ties af JB~"le liBie ate ere t d f:sr the fslle iIo iBg r!BS6ns.
iii . -, +lWi IHeepaeR t6 "7-':9 te 12 hetHS per MHft.
(iij BMat:HeB ettief 8:BII Reieue 1 (telal Bf 3 pet"l685) fa BIle'" fer etl:f'OeF Ie. elepm?m
feF GitpIaiB is: eseaee sf Batlll:lisa Gbtef. BatMIien Chief .,.HI FespeM as I "iI sd -g
!ftefBeer af Re5eue 1 aD esfgp MS wHef_ t:&e Battaliee QMef i:! eef 8~_
ii's, ttL d.
b _ It is further agreed th2t in achieving mjnjnmm saffmg set forth herein. engine. truck and
combination 'tl:So..--,re companies shaH not: be reduced from the ievtl of one Fir! Captain, one
Fire Apparatus Operator and one Fire Figh.er. =ept as indicated in Sections I. •. (l)""
(2) ~ of this ankle. Pa."3l!lCdic urn. minimum Slaffing shall be two certif'Jed
Paramedics. The FOOlhill Fire Station #8, wben activated by the Fire Chief. shall be staffed
with ~iiifli!"",jijj'!lf one Fire Appararus Opera'or and oce Fire Fighter.
c. 'The minimum recaIlfoT suppression minimum staffmg shall be four (4) hours.
ARTICLE XIU -FIRE DEPARTMENT PROGRAMS
SecjiOQ 1. The Union agrees to continue its (;ooperation and panidpatioD in ex:isrL'lg weather
station and communiI)' blood pressurt: screening and measuremeDi program.<;..
ARTICLE XIV -WORK ASSIGNMENTS AND TRA,'IISFERS
It is the inion! of the Palo Alto Fire Administration and Local 1319 that work assignmerus and
transttrs will reflect the be" imereru of the Fire Departmenr and the Cil)'. The Fire
Deputment will maintain a constant state of readiness to defend against frre and other disasters.
It is therefore imperative that all Fire Department di", isior.s assign personnel in the best manner
to respond 10 !be oeeds of !be City and !be Department. It is also acknowledged Iholt the Fire
Chief is responsible to make aod/O[ approve the wert assignments 'Or transfers of Fire
Deportment petSOnnel.
The Fire Chief. 0< his designee. shall initiate perronnel assignmeI!!S and transfers to balance
platoon or division strength. mI peffiWleDl or temporary vacancies and provide required training
to individual personnel. Such Luignmerus will be based on 5eruority ~ except where career
development, tra.iniag~ special as.,qgnmelUS. skills and documented performance .issues arc
specifically identified in writing, management may :ma.kt assignmems based on such i.ssues. For
pwposcs of lhis article. seniority shall be computed from !be date of enlIJi into !be curren!
classification.
Sertior 1. Sbipout.c, When possible, least senior Fire Fighten will be assigned to Station 11
and will be given sbort tenn or sbipout relief duty.
Srrtien 2. Y!!If?tioo Relief Positions. In order that platoon stre~ can Oe balanced more
quickly and to redw:e the need for r::ltces5 overtime, two positions wi U be designated for vacation
relief. These pooitions will be tbe lowest two OIl the DepartmeDl seniority list who bave
completed tbeir probationary period.
a. The vacation relief persons "ill be assigned to oae station when not on relief
assignment.
b. Relief assignment can be made to any Station 0' sbift ... bere a shonzge of personnel will
cause unnecessary overtime.
c. Shortages may be caused by vacation. sick: leave, disability or any kaye of absence that
causes I shift to be shon of per:;ormel while aoother has a Slltplw.
d. Shift transfers will be made so as DOt to cause the relief person to work more than the
prescribed numbe, of hours in !be prescniled period.
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e. Relief assignments will be made and hour.; will be coordinoded by the Bacoalion Chier s
office.
SedioD 3. Transfer Reg".. Non-probalior...a.ry flre personnel may sub~jt tranSfer requests
to !beir immediare supervisor to be forwarded to L'le appropriate chief offICe<. Providing that
0e:partme.n1a1 DC'C'd5 are satisfIed, sucb transferS will be a.dmiztistered wing fL.'""St a mutually
agreeable exchange, secondly scmority.
The tnnsfer requests. shall remain on tile during tl'.e year and may be granted 'ia/-hen a vacancy
occurs, providini' the requesting employee posses:es the experience and performance ability
r>:qUired '0 fill the VBCaIlCY.
~ 4. SredAt Assignments. Managemer:1t reserves the rigbt to assign personne1 to career
development opportunities, special projects, seminars. programs and seiected educational and/or
""ining =, base<! on Fire Department n.:Ws and 1M perfomunce of the employee.
Minimum 5IlIflIng levels shaU be main!ained.
Srrt/?D S. Continuous Bourly~. Pale Alto Fire Departmenl perwnnel will be restricte<l
to a work schedule of no more than forty~ight (48) continuous hours. Any time in excess of
this limit must be approved by !be Fire Chier or his designee.
ARTICLE XV • ~!NlNG COORPINA TlON
Sec:tloD 1. Three shift employees per platoon may be ii.SSigned '0 assist !be Training Officer in
the coordination. prepuation and scbeduliDg of !be training program. It is agreed that vaJWllCCIS
..,ill first be sought for such assigmnenl. and fur!ber agreed that the details of this se<tion shall
be establisbed by mUlUal .greement between the Fire Chief and the Union.
ARUCl.E XYI • PARAMEDIC ASSrGNMENT
~.1. The City re..<ervts the right 10 limit eligibility for the Paramedic Program to the ~'ire
Fig!lter cl ... ,ificatiOn.
~. AI. the Program pro=, Manag<ment will assess the need for training additional
Paramedic candidates. It is Management's imentiOD [0 provide for sucb additional training as
necessary for Program continuit}.
Stfrinr 3. Paramedics will receive a one-time cash payment. of $5(X) for tacb bi-:l...'"lIlUal
recertification. This provision applies only to active inL."tlJDbcnts of authorized paramedic
positions woo remain i.e the paramedic assignment for at kast: on: additiooaI year after
recertiflCation. The: one year requirement after recenificatioD does not apply [0 t.~osc paramedics
who may leave the program becaUSf of work"-related injury or iiln:ss. or promotion, nor does
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it apply when a paramedic is lskeu by management 10 recertify in order to :(o!untarily extend
their paramedi-:. serv~ to m..""'t.t special departmental needs foe a period of tess. than one ye.ar.
ARTICLE XVII -FIRE FIGHTER APPRENTICE PROGRAM
Sedion 1. The Union 3grt:t."S to assist we Clty in the impiemeruation of all apprentice, training
and aff:umative actiOD program. Trainees under :ruch programs shaU be provided with all
benefits. including ~tirement benefits, of other rue fighters exe<pl .salary.
s.rtiOD 2. Em:>loyees hired under the apprentic< uaicing program rna} begin fire fighting
suppression work: after they have reached the Trainee n lev,!. Minimum staffmg levels as .set
fOfth a!lOve shall be determined by excluding all trainees.
Section 3. Ulca1! 319 sha1J be ~ .md entitled to participate in all stages of the testing
proce<s. and representatives from Loca1 1319 shall make recoounendations to the depamnent
CO!k:erning the qualificatioru of any apprentice.
ARTICLE xvm -PROMOTION
Sec:tion 1. All ~gular promotions from classifteations ",.ithin the represenwion unit to the
CiassificatiOD of Fire Captain will be made ., the fifth ,top on the .salary range.
WiqD Z. For promoticns to posmons within the represematton unit, promotion process
information will be availiible in the Hwnan RI:sour'""" Department office" the time of po5IiDg.
Information will inchuk applications. minimum qualific&ticns. srudy material reference
infcmnation, if appropriale. and information cn passing SCO'"-'. ....ny chang"" In an established
testing process must be submitted in writing to the Union for review and input no fewer thaD
60 days prior 10 the beginning of the process.
ARTICLE XIX -REDliCTION IN FORCE
Seqion l~ If the wort force is reduc.ed (reduction in force) within a represented classlflCation.
unit employees having th£ shortest 1ength of service with !be Fire DepaJtment will be laid off
[lISt so long as employ... relBined are fully qualified, trained and capable of perfomting
remaining work.
ARTICLE XX -SELECTIVE CALL BACK WITH REGARD TO RESIDENCY
Serthm L Management may use selective call back with regard to ce$idency In cases of
emorgeOC}" .
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ARTICLE XXI -HEALTH BENEFITS
Seqkm 1. Excep( as otherwise sct (ort." hereb. the-('try will maimain the present level of
benefltS on all City-sponsored medical progrnms.
Se!:tiog), VISion!d!:t, Effective beginning Ocloocr I, 1990, tile City will offer vision care
co\'eI'8.ge for etnployees and dependents. Coverage is equivalent co 520 Deductible Plan A under
the Vision Servke Plan, with monthly premillIIl5 paid by the employer.
~Uli,*,~iJ!~ wil!!crrovi5ions oflbe PEMBCAB<sIIhPlaDs, Monthly
City-paid premium contributions fo, an employee-selected PEMHCA optioDal plan will be m;ule
tv the maximum amoun~ lndicated in each category.
Eligible Active
Employees
Number of Parties
Covered Monthly City C01llnDuno"
Employee Only Premium for plan selectJ:d, but not to
exceed $252.
Employee Plus One Premium for plan selected. but not 10
exceed $47lI.
Employee Plus Two
or More
Premium for plan :sc::lccted, bUl ooc: tn
exceed ~1.
ARTICLE xxn -DENTAL BENEFITS
""'"'kin 1. The City will maintain Ibe proseD< level of benefits on tile City-sponsored dental
program, except that tile maximum benefits per calendar year ,ball be $2,000 effecti.e beginning
with 1987.
Sectioo 2. The City .ball pay all premium payments or equivaIcD< self-illS' .... :d program cbarges
on behalf of employcc:; and dependen'"..s whe' are eIigibI:: and enrolled for coverage under the
existing dental plan.
Section 3. Effective July 1, 1986, the City will provide a 50% of re.'ISOnable cluitges, $1.500
lifetime maximum orthodontic benetit for representation unit employees and their dependents
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ARTICLE xxm -un: INSURANCE
~.
personnei:
The City will pay up 10 Ibe following amounts of premium on behalf of Fire
Basic Life IDSI!f'8llCe
(per $1.000 of coverage)
Per Pay Period
$ .13
Per Montb (Appro" )
$ .289
~TICU; XXIV -RETIREMENT BENEHT,)
s-rtkm 1. The C1lmn! Public Employees' Retiremenl System (PERS) benefits. Jcnown as the
"2 percem at SO" Plan shall continue in effect.
~ 1. City-Paid PERS FAIlployet C!I!!trib!!rlon •
•. Effective with the pay period incfudjng July I, 1983, the City will pay 7% of tbe 9%
PERS employee contribution except that, subject 10 receipt of favorable tax rulings by
the City Attorney DO later than June Jij, 1984. employees who retire between July 1,
1983 aod June 3O,1984!lW1 =e:ve a 5.6% pay increase effective July 1,1983 aod
,bali"", receive the City-paid PERS contribution. For pwposcs of neg_ems and/or
aroilIalion proce<dings hereafter, City payment of the 7% PERS employee contribution
will be deemed as • 7 % salary adjusGnmt for the year July, 1983 through June 30,
1984.
b. Effective with the pay period including luly 1. 1984 tile City will pay the 9% PERS
employee comribution. For purposes of negotiations and/or arbil!3tion proceedin!!,
hereafrer, City payment of the 2 % additional PERS employee COiltr:ibution will be
deemed as .2% salary adjuslmeD! for the year July I, 1984lhrougb June 30, 1985.
c. Notwithstanding subsections •. aod b. above. a representation unit employee may eket
10 COllVert the 9% City-paid PERS colltribution to a saiary' adjllSlJDent of equal amO\lnt
on a ooe-time irrevocable basis for the final twelve montlIs immedi2.tely prior 10 ill
retire.mem~ provKied that aU of the following cmxlitions iL'"e mer:
1) The employee must have at least 20 yea ..... of PERS Safety member ser>'ice credit as
of Ihe date of retiremeut; as an alternative. employees hired pr.or 10 July I. 1987
may qualify by attaining the age of 55 at Ibe date 0( retirement or attaining the
maximum PERS benefit !actor of 75 %.
2) Tbe: election must be made and service retiremeDl application filed for retirement
date certain 12 months prior 10 retiremenI:.
3) During the 12-montb conv ...... ion period. the employee !lWI pay PERS employee
contributions.
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4) All provisiol!.S of this subsection are subject to iUld conditioned upon complia.nce
with IRS regulatic;ns.
ARTICLE XXV -RETIREMEi'o'T MEDICAL nAN
~1, MoruhJy Ci'Y-paid premium COnlnbutions for a re,u..-;elecred PEMHCA optional
pi"" wiU be made will be made hi ·~00lance wilh .. tbe Public Employees-M...ticaI m!.Haspil2I
qo\,!ii~~~ . .
ARTICLE XXVI -DEPENDENT CARE ASSISTANCE PRQGRA1\f
ARTICLE XXVU -VACATION ACCRUAL
Str1jon l~ AD eligible frre suppression persons shall acc~ vacation at the following rale for
conri.I:wous service performed in a pay status. Non-shift representarivn unit employees shaD
.accrue the 4O-hour equivaJeru-one shift: equals sixteen bours.
a. For employees completing less lhan four years coruinu>Jus service. the accrual rate shall
be five cluJy shifts per year
b. For employees ccmpIering four but not more than nine yea.rs continuous service. the
=ruaJ [lite shall be eight dUlY .hifts per year.
c. Foe emplDYees. completing nine bcr not. more than 14 Jears continuous service, the
accruai !'ate shall be 10 duty shifts per year.
d. For employees completing 14 or more years continuous service. the accrua.! rate shall
be II duty shifts per year.
Scrtiqo 2_ Represented employees wbo fail to usc all Ya<:aiion as accrued :nay continue the
accrual balance and be entitled to all accrued but UIUJSed ,racation upon termination, except as
limited below.
Srrtinn 3~ Vacation accrual balances shall be! lhnited to three times the annual accrual rate,
Accrual credit beyond lhis limit s.b.aI1 not be recognized or compensated, eXl::ept that for
employees of record as of January 1. 1984 who have vacation .excess on a one-time basis ~hall
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be set aside (banked) to be subsequently used as vacation or p.aid at termination. No additions
may 't'C made (0 the bank after Ja.nua.ry I. 1984. The bank: is: established only to facilitate
changeover from u.nlimj~ to three times annual accrual rate 1 imitation on vacation accrual as
be.ein provided.
ARTICLE xxym -USE OF VACATION
Sectiou 1. The rnaxiroum number of .. acation scheduling slots for representation t! nit
suppressi<Jn employees is four (4) per platoon on a year-round basis.
Sn1inn 2. Vacation scheduling must be approved by the Batulion Chief or F~ Chief. Tbe
minimum is twelve (12) bours or more for suppression employees, Advance vacation schedu!ts
for suppression shall begi-'> either at 8:00 •. m. or 8:00 p.m.
Sn1jqn 3. Vyatinp Pay. Vacation pay shall be made .available in advance ofreguw pay day
provided that employee requests sucb advance in writing to the F<nance Department ., least two
weeb prier to hls.Iber vacatiCD date. The employee's supervisor must: verify vacation date on
the mjUCSt.
Sn1inn 4. Illness on V priOQ. When an employee becomes ill while on vacation and such
illness can be supporred by • Slat<ment from an accrodited physidan or the employee is
hoopitalized for any period. the employee shall hi .. the period of illness charged against sick
leave and DOt apinst vacation leave.
&s1'oo S, When to be Taken. The time at which an employee mal use acc1'UeiS vacation leave
and the amount 10 be taken at anyone time ohall be ~.etcrmined by the Chief with particular
regard for the ~ of the City, but insofar as possible. considering the wishes of the employee.
5r£tkta 6. J lmiraMn on UM:. Employees may not use more than three times their mnuaI rate
of occrual in any cale!>dar year period provided. bowever. thal the Chief =~ grlI:l! exceptions
to this limitation.
s.rtIog 7. Waiting Period. Employ"" shaH complete six months continuous service before
using ~ vacation leave.
Ses:tioG 8_ Double fpmpen.'il!!.jpp Probib\ttd. Employee. shall no< won: for the Ciry during
their vacation.
ARTICLE XXIX -SICK LEAVE
SfSiqp I. Statement of PoUcy~ Sick leave shall be allowed and used only in case of actual
personal sickness or disability. medical or demal treatment. or as .utho£lzed in'Section 9. Up
to five clays (56 sllift bours) sick leave per year may be wed for illness in the immediate family
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(wife, husband, child, parent, p.areru-in-law, brother, sister. or close retative residing in the
household of the employee.)
~ 2. Eligz"biJID, Regular employees shaH be el!gible to accrue and use sick leave.
~ 3. Ag;ruaJ. Sick leave shall b< accrued bi·.'oekiy. provided the employee has been
in • pay stlIllls for 50 percent or 01<)<0 of. bi·weekly pay period. Sick lea vo shall b< .""rued
at the rate of six shifts per year.
Section 4. Ac::tUID11fation~ AccumuIared sick leave may be accrued without limit, except as
provided in Section 8 below.
Sertlgn 5. Use. S~ck leave onay be used. as Beede<! and approved, to !he poinr of depletion, at
which time the emp10yee will DO longer receive pay for sick leal/e. A new employee may, if
necessary, use up to forty~ight (48) hours or shift equiva]e:ol of sick leave at any time during
!:he first six IOO:nths of employment:. Any negative baJaoces generated by such utilization win
be charged against future ~ZUaI or deducted from fInal paycheck in the event of termination .
.An employee who has been disabled for 60 cOlL'ief.:utive days and who is otherwise eligible both
for paymem under the long-lenn disability group insurance coverage and accrued sick leave
benefits may, at b.isIher option, choose either to receive the h')Dg-rerm disability benefits or 10
utilize the mnalnder of bislber "",rued sick lea," prior to .pplying for long·term disabilir/
benefits.
Sick leave will not b< granted fO!" illness occurring during any leave of ab,.nce other than siCK
leave. unless the employee can demonstrate that it was necessary to come UDder the care of a
doctor while: on such other leave of absence.
When an employee finds it necessary to be absent fer any reason, he/she should cause the facts
to be reported to tile department within 45 !!limn .. prior to bisIher regular starting time on the
first womng day of absence, and shall regularly report on, or account in advance for each work
day tbereafter unless hospiralized or otherwise indisposed. Such. rep<>rts may be subjec, to
writttn documentation. Sick leave shall DO{ be granted unies.c; .su<:b report or advance accounting
bas been made, provided, however. thar the deps.rtr"....eru head may gram exception to this policy
where the c:in:umstant.es W"'...rrant.
""rtjnn 1\. DepJctioo of Sid< Leav. Be!!eIits. Upon depletion of sick leave or the beginning
of the period to be covered by paymentS undet long·term disability group insura!lI;e cover3ge,
whicilc'w'cr COIllCS fll'St. atl employee may be granted a medical leave of absence widJout pay (or
a period not nceedjng sixty days, Il" the tmplDyee is unable to rerum to work 3! the end of this
period. he/she must request further medical leave "'bjcb will be subject ill the approval of the
City Manager. lft'w-.ber leave is granted. the employee must notify the City of intent to rerum
to work every thirty days. If funher leave is not granted, the employee', servi<;e with the City
shall be considered terminated.
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:iediog 1. Forfeitur, Upon 'Ttnpinption. EmployeP-5 leaving the municipal service shall
forfeit all accumulated sick. leave, except as othe:n.vise provided by Jaw and Seclion 8. In the
evClU that no1jce of resignalion is given, sick leave may be used only through the day which was
designated as the final day of work by such notice.
llIs:IiPo II. Paymenl rqr Att!I!!lulated Sick~. Eligible employees who Ie'" the
municipalservke in good stznding. Of wl!o die "'hile employed ill good standing by the Ci!y.
and who ha~/e fifteeo or more years of contfnuous service, shall receive compensation for unused
sick: .leave hours in a sum equa! to two and one-half percent of their unusc:d sick leave hours
multiplied by rheir years of coatinuous service 2nd t.&'leit basi, bclurly rate of pay at termination.
Full sick leave accrual 1J.il.l be ~d in the event of tcunination due to disability. For new
emp!oyees hired after December 3!. 1983. sick leave accrual accUDlL:latioll will "be limited to
1,000 hours with DO payoff provisions for UDUSed balance II;t ierminatioD.
Section 9. Personal Rn,npe5S Leave Cbargeabk to :-;ick Le:.Jve. ]t is agreed between the
pames Wt all shift personnel ICpresen!ed by the Union shall have the riglll '0 charge up to
tw~-four boors personal bwiDes.s leave pt!I year to sick leave, and that an non-shift personnel
shall ba,l( the right to charge up to sixteen hou..-s personal billiines.s leave per year [0 sick leave,
Such personal business leave sbaIl be alIo'wed only on z staffing fvaiIable basis .and where ~
provisions of the minimwn staffing agreement are not affected. "StaffIng avillable" means at
or above minimum staffing .levels as deti.ned in Ankle XII.
~D lQ, Return to Work or c"",tinue Work Wltb Limited Duty, In cases of IIDn-work
~lated injury, illness or pregnancy an employee. upon approval of the Fin: Chi.f and the City
Safety Officer. may return 10 .. -ork or cominue "'ork wilh doctor·approved limited duty.
Approval rOf such limited <!urI sball be ~ .. ed upon department ability to provide work consi,1l:nt
with medic.al limiJatiollS and the length of time of the limitations, Shift employees must be
willing to """"'" :my noll-shift limited duty schedule work location and may be subjecl III the
rc.a:sonable availability of limited duty asgignmerus. The City doctor may be consulted in
dctennining work limitlItions.
ARTICLE XXX • SUBPOENAS
Emp10yees required 10 answer subpoenas as 2 witness for the City of Paio Alto or for a plaintiff
where the City of Pale Alto is a defe!ldant shall not lose pa.y or benefits for work time lost to
answer depositions or tl) .appear in court.
ARTICLE XXXI· WORKERS' COMPENSATION
Strtj9ll 1. StJiltlli Reporting l\lille on Disability. Persons on disability will be required tc
appear or otherv.'ise repon ar regular two-Ih-eek i.ntervaIs to the Fire Chief or designate to discuss
his/ber status of medical treatment therapy wei physical condition. This section is oot m.:ant to
unreasonably resnict employee's a..."th·ities so long as such :K:tivilies are cleared by the treating
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physician. treating program or alternative treltnle'nt program is maintained and employee is
available for full or !'!stricteC duty as. 5000 as med:cal cleara.nce car. be received.
ARTICLE XXXII -PHYSICAL t1TNE's's MEDICA!. EXAMINATIONS
Physical fitness medic.a1 examinations for all reprer.ented employees. shaH L~lude cbest x-nys,
eye examination and bearing C::uuninatiofl.
AllTICLE xxxm -LEAVES OF ABSENCE \VITHOl1T PAY
Ssrtjnn I. Disability~ Leaves of a~ wiWoU[ pay may be granted in cases of disability 00{
covered by sick leave. Pregna:acy will be coru:ide~ as any other disability. Leaves of absence
for disability are subject to physician' s ... erification iocluding diagnosis and medK;a1 work
restriction.
SN1inn 1. Othg Leaves. Leaves of absence without pay may be granted in ca..-.es of personal
emergency or wben such absences wt,.~d 00( be contrary to the best interest (If the City. NOD
disability prenall!l and/or postpartUm leave is available under this provision, but such leave shall
nor: begin mere than six months prenatal nor er.end mDre than six months postpartum.
s.ctioo 3. During unpaid leaves of absence for disability or o<her reasom, !he employee may
elect to usc accrued vacation crediG. Requests for leaves witbolil pay shall OO! be unreasonably
dertied. 10 order to avoid miswldel'SWldlngs, all leaves without pay must be in writing [0 be
effective.
Seqion". Approval of DepartmrnUlM. Lea",e of absence without pay fOi: one week Of' less
may he gnm:ed by !be dq>anmem head, depending on Ille merit of !he individual c=.
&rtkm 5. Approval by City Maanagrr. Leave of ahsence without pay in excess of ooe week~s
dtmltion ma~ be granted by the City Manager on the meril of !he =, but soc; leave ,n.n rot
exceed ~elve months' duration.
SrrWfIl ,. Abtenct Without Leave, Unauthorized lave of ab~nce sball be considered to be
wiIbout pay. aoo redw;tIDns in tile employee'. pay shall be made accordingly. 11 G>.Uthorized
leave of ~ may result in termination of employment.
S«Mn ,. Leave DfAh,snge; 'lfa'b Outside the Immediate Fanu1y. Leave '\1;"ithoul pay may
he gnm:ed • regular employee by hislher department head in !he eveD! of death to family
members other than one of !he immed"'te family, such kaye '" he granted in ""cordance with
Section 2 am Section 4.
Seaioa 8. Military Leave of A'rimce. Scale law shaH govCTO the granting of military leaves
of ab<ence aoo !be rights of employees retllrlling from such absence.
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ARTICLE XXXIV -LEAVES OF ABSENCE WITH Pa,x
s.qIm! 1. The City Manager may grant • regular emp'o)'"" under !lis control. leave of
obseDce wi/h pay for a periQd oot exceeding <hiny caleodltr <!Jy, for reasons he deems adequau:
and in the best inte=t of the Clty.
Soc!ion 2. The City COWlei' may grant • regular employee a leave of absence with pay for,
period not to exceed one year fCo{ reasons the Ccuneil cons~dm adequate and in the best lnteiest
of the City.
&rtkm 3, EmplQyee's Time otf to Vote. Time off with pay to vote.at any general or direct
primary election ,ball be granted as provided in the Sute of California ElectioD5 Code. and
notice-that an employee desires such time off shall be given lP. accord2.nce Vr;w the provisioru:
of said COO".
SN1fon.t. Leaves of Absence; De2th iu ImmMjate Familv! I....eave of abseuce with pay of
one shift with provision for approval or one additional shift for travel cucside the area may be
gramed an employee by the cruef in the evem of death in the employ",,', immedi>te family,
which is defined for pmposes of this section as wife, _. ,on, son·in·law, daugbter,
daughter-in-law. father. mocber. brother. brother-in-law. sister. sister-in-law, mother-in-law.
father·in-law, gnmdfaIher, grandmother or a do"", ",Ialive residing in the bousehold of the
employee. Sucb leave ,ball be .t full pay and ,hall nor be cbarged against th: employee"
accrued vacation or sick: leave. Requests for leave in excess of two shifts shall be SUbject to the
approval of the City Manager.
&rt!nn 5. Jury DutY; Lea .. of~. Employees required 10 report for jury dUly ,hall
be granlCd • leave of aI>sencc with pay from their assigned duties umil released by the court,
provided the employee remits to the City aU fees """,ive<l for such duties other !ban mileage or
subsisteDce allowances within thirty day, from the termination of his or ber jury service.
AJlTlCU XXXV -TUITION lIEIMBUB5J'M!'NT
Srrtioo I. The City will reimburse expenses fo< roition, boob, ~J!!I~ and ourriculum
fees incurred hy employees wirhin the represenration unit, to a maximum Gf 51.000 peT fiscal
year for classes given by accredilCd institutions of learning or approved specialized training
progroms. The City will also reimburse professional association memberships and conference
regisu"atioll fees. professional books and periodicals. Programs must either cODtnoore to the
emploYee·s job perfortIll!ll<:C or pn>pare the employee for otber City positions and must he
approved in adVance.
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ARTICLE XXXVI-PER DIEM TRA~'EL EXPENSES
~0JLl. Unless other murually agreeable mangen.tents are made, representation uru!
empioyees who au required to travel away from the City on City busiDeS.'i will receive travel
expenses, according to City pohdes which art curreruly in effect.
ARTICLE XXXVII -HOUSE FUND ITEMS
Section 1_ Sl:!tjon Hggse F""d. Effectiveluly 1. [992. the ,latioo oouse fund shaH be $39.00
per year per shif! employee.
ftcrtiQJl 2. T'be City agrees to furnish and maintain each fJ.l"l.': station with oon-food h<luse fund
ileIm; TV purchase and repair, Ptmimrnla Times-Tnbune, San Fnmcisco Chronicle or ~
Mercwy New,. kitchen cooking utensils and other speci('O items 10 be detenniD<d by mUluai
agn:ement of the parties. The Fi. ... Figbre" agree to mainlain the voter registration program.
with p<oceeds going to recreational and related programs.
ARTIO F xxxvm -I'AR!QNG
Sectjog I. Employees in represented cliuses::hall be entitled to free parking in the Civic Cemer
Gange. or a commute iDcentive 'I.'bicb wHi be subject to meet and confer.
ARTICLE XXXIX -GRIEVANCES
The City and !be Union agree 1.0 establish. grie'l3IlCC procedure as follows:
1. 1ldIn!tioG: A grievance is any complaint or dispute regarding !he applkation of
interprewion of this Memorandum of UndemandIng. rules, regulations, policies or
procedures relating. to wages, hours or other terms and coalition:; of emptoymem.
2 Any non-probationary employee represented by the Union OllIy iii. and process a griev=.
Such aggrieved eJl1ploYeel may be rqnescoted by the U Dion or may represeru themselves
in prepar;..ng and preseming theU grlevanu at any level of review. The lInion may file •
grievaDce when a Union right DOC directly ;elated to an indj;-id!!al employee becomes; SUbject
to dispute.
3. Any retroactivity on monetary grievrooes ,baH be limited to the date of occurrence, «e<pt
in DO case will retroactivity be granted prier to three months before the grievance was filed
in writing.
4. WrineD grievonces sbalI be submltted on forms provided b) the City or on forms which are
muw.ally agreeable to the City and tbe U mon,
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S. 'fhe time limits s:pecified in. this section may be extended by mut'J.a.l agreement in writing of
the aggrieved employee or Union and the reviewer concerned. Should a decision nO[ be
rendered within a stipulated time limit, the aggrieved employee may immediately appeal 10
the next SIl'p. The grievance will be cOIl5idered settled if the d""ision of any step is not
oppeoJed within the specified time limit.
6. If It grievance-is related lo a promotional pI\XCSS to positions within the represultation unit,
Step I shall be directed to the Training Chief (or Fire Marshal f'" FPB positions). Step II
shall be directed to the Assistanl Fire <.bief.
7. ~. The aggrIeved employee will flrst .nempt '" resolve the grievan<:e through infonnai
discussjons with the immediate supervisor by the end of the seventh calendar day folJow iDg
the discovery of the iIx;ideIll upon which the grievance is based. Every attempt will be made
to settle the issue at thls level.
Slm..B.. If t.bc grievaDCe is not resolved through informal <!isc.us.siQn. it may be submitted
in writing to the Battalion Chief (Assistant Fire Chief for Captain g.ric..-m;es) witllln seven
calendar day, of the informal discussion. The BatWion Chi<fIAssis'.ant Fire Chief will have
seven. calendar days from receipt of the grievance to review I1le matter and prer>are a written
~. If the grievance is denied. the response shall contain the reasons therefor.
Sl!!p III. If the grievance is !)Ot resolved in Step n. it may be su!mtitted in wrIting 10 the
Fire Chief within seven calendar days of receipt of the Battalion Chiefsl Assiswn Fire
Chief's writum response. Tbe Fire Chief will have seven calendar days from receipt of the
gmV3DCe to ",view the matter and prepare • written response. If the grievance is denied.
the re>ponsc: shall cot!lllin the reasons therefor.
SWllY. If the gmvance is noI resolved in Srep m. the aggrieved employee may submit
the grievance 10 the Cily Manager for finaJ determination or 10 biDding grievance arbitration.
An Step N appeals must be filed in writing at the Human R.esowces Department Offr..e
witbiI; seven worldng days of receipt of the Fire Chi<r, response under Step lD. All
bearing. before the Cily Manager sball be pursuant to the rules and regulations set forth in
the City of Palo Alto Merit Rules and ReguJarions. Hearings before an arbitrator will be
as set forth below.
In the even! the aggm"ed employee decides to proceed to .mitration, bel,be shan select
jointly with the Director of Hwnan Resoun:es .n arbitrator. If the pirties are unable to
agree OD an at1>itrator. they shall jointly request • pantl of five qualified and experience<!
arb!tralors from the State Concuiation Service. Upon receipt of the list of arbilrators. the
names shall be alternately struck until o~ name remains wbo shall serve as arbitrator. The
arbitrator sballbe jointly "OIIlal;ted by the pam"'.
The .mitrator ,ball have jurisdiotion and authority ooly to interpret. apply. or determine
compliance with t:be provisions of the Memorandum of Agreement and such Merit System
rules, regulations. policies. P[~, CilY ordinances or regulations relating [0 temlS or
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conditions of employment. waSI!S or fringe btoeift...5, as may hereafter be in cffe<;:t i.., the Ciry
insofar as may be 1le<eSsal)' to the jeterminatioo of grievances .ppealed to !he arbitrato[.
TbC' arbitrator sball be without power to make any det :sion:
•. Regarding mauer. C)( inlerest.
b. Conttary to, 0< inconsisu:nt with or modifylng io any ".y, the terms of this
Memoraudum of As_at.
c. Granting any wage increases or decn:ases
d. Granting: payor benefits (or any period of time prior to the execution date of this
Memorandum of Agreement.
Where either party !eelcs arbitration and the other patty claims the nutter is not subject to
the arbitration provisions of the Memorandum of Agreemeol. the issue of arbitrability shall
first be deci<kd by the a.rbitra[Q[ using the S13Ddards and criteria se[ forth in this
Memorandum of Agreement.
The arbittator shaU be without atnhorily to require the City to ~Iegate or relinquish any
powers whicb by State law or City Cl!M1e[ the City Cannol delegate o[ relinquish. Copies
of the arni1l'alOf" decision ,ball be submitltd to the City and the aggrieved employee. All
direct costs emanating from the arbitradoo procedure shall be sbared equally by the City and
the aggrieved employee or <be Union.
It is funber .greed tbat the provisions of this section .!WI be in:orporated as part of
Cbaprer 11 of the City of Palo Alto Mmt System Rules and Regulations. Existing
procedures set forth in Chapter 11. !<l <be e:ttenl they an: inconsistent wilh !he provisions
oomaiDed herein. at. superseded.
ARTICLE XL • SAFETY COMMrITEE
Sectioci 1_ No ialI:[ !han 60 day. following !be date of !his agreement a Safety Committee
comprised of four r<pre!eIltation unit ITh."Dlbers appoiDJed by !be Union, at least one from each
suppression shift, and at least tw·) members of Management. will be establisbed. The
Committee may make safety recommcudations to the Fire Chief regarding equipment. vehicles
and apparatus and may review all accidenrs inv:.llvlng represented personnel. Managem.eDi_ shail
inform !be Safety Committee of an accidents invching injuries to represented personnel.
ARTICLE XLI -MISCELLANEOUS
...... inn 1_ T-S!W:ti. The Ci!)' will is=: four T-shins to each uniformed employee during Juiy
1990, 2nd an additional four T-shins during July 1991. These T·shins are for usc on daly only
and will be maintained by <be employee.
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Settian 2. F..m;trnncy 'r:mnme by foothills. Park Ptr,onnt~. During the tenn of this
ag[eemexu. repteSear.,,:u:.ives of Managemeru: aM the Uruon will meet to di...o;cuss and rt5.01ve issues
~Iated to emergency respoll5e by Foothills ParI: personnel.
ARTICLE XLU . flU !lliILERSIANDli'jG
Sedioo 1. n., Memorandum of Agttement contains the fuU and entire urximtanding of the
pan;::. !'egMding the maners set fo"" !le!eill.
Sect!og 2. Fair Labor S!a!!dardJ Ag. Management will implement proy isions of the fair
Labo!' Standards Act effective April lS, 1985. Compens;itory time off with Management
approval may be U!-ed .as an alternative to ovt:ttime compensation only within the 27-day work
period within wlrich the Qvertime is worl:cd. During the term of this agreement. either party
may invoke meeting and conferring on th"'" 'pecIfic sections of Articles of the Memorandum
of Agreement which are affected by implementation of the Fair Labor Standards Act, including
where City ""SIS an: increased or employ.,. rights are moduJ<d as a result of Fair Labor
Standards Act provisions.
S«OOn 3. Srymhjtjty, Should any of the provisions ~in contained be rendered or declared
invalid. by reason of any existing Slale or Federal legisiation or by IeC!SOn of State or U.S.
Suprome CO'.lrt ruling, such invalidation of sud> part or porJon of this Memorandum of
AgIeemeDI $ball DOl invalidate the ~ portions hereof. and they ,han remain in full force
and ~ffect. insofar a..o; ruch rem.a.iniIlg portioos are severable.
Sect!og 4. It is the intent of the ponies that ordinances, resolutions, ruies and regullltions
enacted pursuant to this Memorandum of Understanding be administered and observed in good
faith.
Sfction S. Mcrjt Sf",," Rules Ud Rtn'~ Owing the tenn of this Memorandum of
Agreement, Managf:ment may propooc oemin changes in the City Merit System Rules and
Regulations. Wnh regard to such cb.anges which pertain In the represen:ation unit, the parties
agree to review, and upon request. mee[ md confer regarding the changes.
Section 6. During the term of thi5 agreeI!lenl, at management request, the parties agree to meet
and. confer with regard w issues pertaining to fire station consolidation or relocation.
5irrtioo 7. Nothing in this agreement sball preclude the parties from murually agreeing to meet
and confer OD any SUbject within the scope of representation during the term of this agreement.
ARTICLE nlP -PURATION
EXECUTED:
FOR
INTERNATIONAL ASSOClA TION
OF FIRE FIGHTERS
s/Anthony Spitaleri
s/Daniel l'fndsey
slOan Heiser
s/Jotm Rosir.sld
s/Richard D!:iuler
s/Barry Marchfs10
s/Sean Lanthier
fORe
CITY OF PALO ALTO
siJav Rounds
51 Ruben Sri j;; 1 va
s/Susan Ryerson
s/Yirginia Harrington