HomeMy WebLinkAbout0191.095• o cr;,y
"1 ,'" -' ..
City of Palo Alto
City Manager's Report
---,--
TO: HONORABLE CITY COUNCIL
FROM: CIT}' MA1'o<AGER DEPAR'fMEloI': HiUIllUI Resoorces
AGENDA DATE: ,Y'RlL3, 1m CMR: 191:95
SUBJECT: AppN>'oJ .r IDfo<aatiooal AMocbtioa .f Fin F;plen (IAn, Loeal1319)
Mom.ro.d.", of "'-.... t aod CompollAtio. Plan
REQUEST
This ~ is fOr approVlll of a Il'.ree,yea< agreement, ...!U<~ hss been nrti!icd by the membmillp of
the ~ Association of Fire figbten (lAfF, Local 1319) wveril1@ the City's 119 non
lIl8I1Oiemem lire empkly= fOr the period beginning July 2',1994 and ending June 30,1997.
RECOMM&'IDATIONS
This report recommends Council approval of the attached resolutions amendWg Section ISN of the
Merit System Rules and ~ regarding the Memorandum of Agreement betwc.m the City of
Palo Alto and the International .... socialion of Fire F;gb!ers (lAfF. Local 13! 9). and adoption of •
C<>mpensatioo Plan t<x non-manag<ment fire ~ penoaneL
POLICY IMI'UC.-\T10NS
The agreement eruninates the 1 % annual ajustntem payment JDlIde in December of ...,11 year and
increasos base pay by 1% t<x all non-managemenl fuo empklyees,. effective with the calenJac y<=
beginning January, 1m,
Effective June 24, 1995, the ClIy will discontinue pa'jlDent ofPElIS Empl<>~"" Coct!ib..mon> (EPMC),
as well as all provisions related to conversion of the City-paid l'ERS contribution fOr the final twelve
months immedi.atcly prior to • Idirement The City will increase the ba". pay by the cootn1oution rate
of 9'l~ t<x l'ERS Safety Members and 7% t<x PERS Miscenaneous Members, and will prOY.de fOr
member contrib..mons to 1>< made as allowed under provisions 01 IRS Code Section .14{l!)(2~
EXECUTIVE SlJMMARV
Effective wilb the pay period including July 23, 1994. the CODtract provides fOr • ru.t year ... lay
increase of 2.0 percent to all represented "".-management c!assiIi<:atWn.. .. .,.e<:l'l the Hotardous
Materials InvestigalO< •• non-safetJ position =!ly 1I1Ir.sf<!mllnto the !AfF baQsaining unit from the
Service Empl~"" lnternatiooal unit. The Hazardous Materials lnvestigalOl position bad prevk>usly
JeCeived an increase as part of the SflU bargaining unit .5ettIement. In addition, an ag!eemen1 to
eliminate the I ~\ """uar adjustment and odd the 1% to base pay _\Ie 1-1-95 is included in the first
year ollbe agreement ~ second year oflbe CODt1act provides fOr • sal"'}' increase to all represented
Pactlol!
1
o
IXIIHIlOl18geme clnssiJications of 2.0 pe>«nI "ne..-tive ",ith the pay period including My I, 1995. as
well as disconllnuatioo of City payment of PEltS Employee Contributions (EPMC). The C"lIy will
iDc:'easo the bose pay of aD _nled classifications by 9 percent lOr FERS Safety Members and 7
~ for PEltS Mi=lIaneous Members, and wiI! provide lOr Member C.ontr:ibutio"" \0 be made as
aIlow<d wxtor IRS Code Se<.tion 414{l>X2), • provision wlU<;h .news emplv~ee pa~ment of the
. R:timnent """tlibutioa on • pre-tax basis. The lbird year of the <ontract pro,ides fo< reopening
!lOgotiatioos on the issue of wages only.
0dI« significanI provisions \0 the agn:emenI include imp1emen1Jltion of. parking location wait-Iistiog
i,umployeei (cxcepl fur Iigb! duty employees assigned \0 the C"ni< CenIt"X) hired after July I. 1994;
lllldition of'sexual orientation" language \0 non-<i"lSCrimination sections of the oootract; inclusk>n of
registered cIomestk partnen in sloT< and bcreav<meillleave provisi<lns; elimination of optional fun. <>If
provisions in Iieo of ~ lOr boIidayS; .tJIDdby pay in fieu of City vemcTe fo< Fire Inspectvr.i; and
conlinuod payment of I'EMHCA plan premiums lOr i!CIlve employees and depend<nts. The fuII text
oCthe agreement is attacbed with changes indic.ted.
FISCAL IMJ'ACT
The loW cost of the firsI feaT li£1"Oment provisions is 5211.000. with second year costs \OOIIing
$213.000; Funding lOr the fi<sI year is pro-.14cd in the 1994-95 Budge! and lOr the second year will be
included in the i'fop<.>sed 1995-96 Budge!, v.hlcb .. ill be presented \0 C"Wld !Or adoption in t'le future.
ENVIRONMENTAL ASSESSMENT
This is no! a "project' lOr '"""""'" of the Caflfcmi. Envlrorunelllal QuaEty Art
A IT ACHMENTS
I. ReSolution Amending Section 1501 of the Merit System Rules and Regulations
2. Rosolution Adopting. CompetIS<ItiC1l I'Ian fo< Fire Departmenl
peISOnnel
FREP ARID BY: Susan ity""""
om: 19h95
--'.~" -..
•
follows :
RBSOUITION NO.
iU!SOLIJiION OF TH3 CIXlNCIL OF TI!E (:ITY OF PAW ALT':)
AMENDING SECTION 1501 OF THB MERIT SYSTl!M RUIoES
AND u;GULATIONS R!lGAl'DING THB MEl«)RANl)(JM OF
MREBMBNT BBTWEEN THE CITY OF PALO ALTO AND LOCAL
1319. L'lTBRNATIONAL ASSOCIA1'ION OF FIRE FIGHTERS
T"ne Coun<:il of the City of hl" Alto doea RESOLVE as
SRCTION 14 Section 1501 of the Me~i~ System Rules and
Regulatior~ ia hereby amended to read as follows:
1501. _r_ of .. gr_~ llI<><>rporated by
:referaace. 'That cert.ain Memc>randum of agreement
by and between the City of Palo Alto and Local
1319. International Association of Fire
,ighters. consieting of preamble and Article 1
thr~h XLIII. being 24 pages in length, for a
term ~ommencing July 23. 1994. and expiring
June 30, 199? is bereby incorporated into these
Merit System _¥.ules and Regulations tJy reference
as though fully set forth herein. Said
memorandum silall apply to all employees in
claesificatlocs represented by s~id Local 131~.
xnternational Association of 'ire Fighters.
except where specifically p~ovide6 ~berwise
herein.
In the case of conflict with t.his chapter and
any ~ber provisious of the ~rit System ~ules
and Regulatioos" t.'his chapter will prevail over
such ocher previsions as to employees
repreaent:ed by said Local 1319 .. In·tE!rnational
Association of Fire Fighters.
S$CTIQN 2. ~ne cbanges provided for in this resol~tion
shall ~ affect any right established or accrued~ or any offense
or act committed & or aay penalty of forfeiture incurred, or any
prosecution" suit, o·r proceeding peooing .or any judgment rendered
prior to the effective date of this resolution.
1
S$CTIQR 3. The Council finds that this i. ~ a project
under ~he California Bnvi~~~ntal Quality Act and, therefore, no
envlrocmental impact assesament is necessaty.
AYBS:
NOBS:
ABSTBliTIONS :
AT'l'BST: APPROVED:
City Clerk Mayor
APPRO'\1EI) AS TO FORM:
Senior Asst. City Attorney
APPROVIID:
City Manager
Director of ~~ ~egources
Cirector of Finance
Fire Chief
2
MEMORANDUM OF AGREEMENT
CITY OF pA' Q ALTO Ind LOCAL 1311. IA.F.f.
pRfAMBLE
This Memorandum of A;Ieement belwMO I1e City of Palo AIIo. tlereil1after rafem!d to as
1>e"Cily". and loc:at 1 $19, Wemaliooal Associaoo", of Fire Flgl1ters, hereinafter referred
as 1he "Urioo", l1as been prepared and et!!efed rno in accordance with Tille I. Division 4,
CIIapIer 10, Sections 3500-3510 ofl1e Califomia Go-.'errvnenl Code and Chapter 12 of ~
Ciy of Palo AIIo I.Ieri System Rules and Regulalions.
ARTICLE 1-8ECQGNJIJON
Stc:!Ion 1. The City recognizes !he Union as I1e exclusive represenlafive of..., employee
group consisllng solely of 1he classificationS of F' .... Appa<atus Opera!or. Fire F'ogIl!er. F' ....
Captain. Foe 1nspecIor, HazardouS Materials SpedarlSt and ~ lnYej[tiy ..... ""flo are
reg<Jfarly employed by !he Ciy and oIhers as amended inlo 1he represenlation un.'! from
lime \0 time Uf1def exisling law and I1e Meri System Rules and Regulations.
ARTICLE I -NO PlSCRlNfNAT!OH
Sec!ion f. me Union and 1he City hereby agree that thete sham be no dlsoimination
because orraoe. color. age. l1andlcap, sex. n&tional origin, sexl!SI~~ pOO!icaI or
reI'!gious affiliation under this Agreement There sllal be no ~ in employment
conc:!ltions Of lrealment of employees on 1he basis of members/lip or nonmembership in
IIle Union, Of participa!ion in !he 1aw'1.I activities of !he Union.
Stc:!Ion 2. The UnIon and !he Ci!y hereby agree to protect IIle rights of al employees to
exeroise I1eir he choice \0 join fie UniOn and to abide by I>e express ~i()ns of
sppliCabie S1aIe and local laws.
SectIon 3. HumaD Ra"!jo!Ia eommHlH. A join! COO'.mittee for Human ReTalions Wll be
estabriShed during !he lerm of Ihis agreement The committee wiJ include up to &Je
members appointed by !he UniOn exe<:ut;'Ve board and at least two members of
management with represen!elion from 1he FIre and Human Resources Departments. The
commi!lee may l1'\3e reooovnendalions \0 ma1lagement regard<ng recrui!men( ootreaclt.
equal empIoymef1t oppor!uniIy and car"", development programs.
1
..
"c'''-'\
o: .• _~
.'
"
~ . :,: --.-,-'
~AYROl.L QEOUCTlONS
!!eqtlgn 1. The City nO deduct Uni<>n membership dues and pay oIhe< mulually ~
IJPOfI payrof deducIioo tom h bi-....rek!y pay of member employees. The dues cIeduction
must be aulIlorized ... writir1g by \he employee on an IIutho1ization ca rd accephtble 10 1!le
City and Il1e Union. The City ,"'Jan remll1he deducted dues 10 1he Union as sOon as
possible after deducIio<l
~ Union members on payro.I deduction for paymenl of l1nion dues as of 5:00 p.1n on the
tenth day foI1ow1rog sis/l1ing of 1hi'S Men'>OnIndum of Agreement must remain on payrol
deduc!ion lor the life of Il1e Memorandum of Agreemenl or 50 long as 1hey remain
members of 1he rep<esenIaIion onl. Union members ..me establish dues payroll deduction
dIJring \he lerm cf the MemofandoJm of AgreemenI rr.us! remain 00 payrof deduction for
Iha ire of Iha MemoIandum of Understandi"ll. or so long as 1t.ey remain members of !he
representation unit Union members on dues payroll d6d<Jc5oo may declare !heir in!anlion
\0 terminale sLlCh payroll deduction following e:<pira!ion of 1I1is MemorancIlJm of Agreemenl
dor'ilg !he Ihirty~ay peliod betNeen sildy aOO ninety days pOOr 10 expiration d !he
Memorandum of Agreement
MDCLE IV· UNION ACIMTIES
$action f. local 1319 oIIicerJ may use a reasonabie arT10tHlI of 0!KMy time 10 attend 10
\.Inion business specifically ,elaled 10 representation of employees $<> long as:
a. Staffing is available
1>. Operations are not inlerI'.Jp1eO
(). Advance approval is obIained from !he Ba!!ar"", cruet or Opes"alions Chief
Section 2. Inferoftjc, Mal! • ncI Bu8efi!LIl2aldl. The Union shaD have a<:eeSS 10
~ maa and exismg blJ1!e1in boards in unit employee wOO< areas fix the pu<p<:>Se of
posfing, Irallsmitting, ()f dls!Jibu!ing r.o!ice or annooncernents inc!ud';ng no1ices of social
events, recreational events, Union membership ~fings. result of elections and rep«\s
of minuIes of l1nion meetings. Any oCher material must have pIior approval of 1Ile BatiaflOO
Chief ()f ()petalioo IS Chief. Adioo on approvar will be taken within 24 hours of SuDmission.
~ 3. UU of Mae!!M1 Places. The Union shal have \he rigIlI. 10 reserve Citl
..-ling ",1<1 oooference '"""'"'" for use duclng ~ l'1ooo; or as subject 10 8a!!ar"",
Chief approval. Such rneeIing places wiD be made available in confoonily with City
regu!aIioos and subject 10 \l'.e fimitalions of p;ior commllmenl
.:' .,
. ~-' .
. '),-'~
"c-"_' •
• • --z .~-=--." . _
A8I!C1.E V • NQ STRIKES
Section 1. The Union. its rep<esentatives, or members, sIoal no! engage in or cause,
In&!igale, ~, sandion, or condone .. strike, withholdIng of seMces, leave of
absei ICe abuse, wot1< sloppage or wot1< slowdown of any klnd ag~.iI1st !he City of Palo Mo
or its cftizens by employees covered under tI1is Agreement t«l en"9I<>iee shan refuse 10
cross any pickel §ne in lhe conducI of Fire Department b..'Siness, nor shaD !he Union. its
rep!eSerl!a1ives or members dIscMlina!e in L"Y way toward anyor.e who refuses 10
participate in a sIlike, or any of Ihe job actions cited above.
ASTICLE VI. PROBATlOHARY PERIOD
Stc1!on. t. AR original appoinlmenls 10 regular or part-time municipal seIVice positions
shal be lonIafive aod subjecllo a ~ period. fixed by lhe appoiJ15ng authority at
!he lime of appointment. ()( !weII!e montl1s.
Sec!Icn 2. The J)rObafionaty period .. "". be regarded as part of Ihe Iesfin.J process al1<l
shan be ublized for closely ooseMng 81 a~ of !he employee's qtJarlficalions, for
ensuring !he eIIective adjus!menl of. new employee 10 tile position and for rejec5ng any
probationary employee who, in tile opinlOn of managemenC. .. not suitable 10 afta",
permanent sfalus.
S!rctiqrj 3. 0uMg lhe proilalionarJ' peJlod a new employee may be suspended or
lem1inaled at any lime by lhe EIJlIlClintin9 authorily withou! cause and withou! right of appeal
Ot 10 submit a QIievance. Saki employee shal no! have the rfg/II: 10 proceed 10 arbilrafioo
on 1he issue of albilrab<1iIy or on1he issue of Is consIiMiona! or discoYery fights, nor !hose
of any employee by /eaSOI1 of Ihe foregoing. The Union shal no! be a party 10 any lawsuil
relating 10 !he lermination of a p.-obaliooary emp/O~ee.
ARTICLE VB • SAI.ABY PROVISIONS
St!cfion ,.
!I, ~'MIl1!X> pay p¢p!I i{\CI!Iding JUly 23, tl194 •. " ~ ~.EIl .-.e.j:~
~.l!&~A!1~ .•. a~~·'!f!l.ri!pfe9S»lBdcltS8~.~.~
~~IIlilII!fI;!!:·
3
.") "
"'..,; .~ "
k'fon 2. Ous""-C\uI Componytlon. AI! represented employees who are as.igned
wOO< in a hig1>er classification for longer "an four (4) eont:onoous houri will be
compensated at a higher pay rale for al hours worl<ed cJumg 1toe ouI-oI-daS$ asslgrmenL
This prov;s.'on appfleS 8$ rotIows:
Fire Fig/lte<, Ioppal"lltUs Operator. Captain oc I!1spec!or wori<ing in a higl1er
classification: Step 10 step. Representation uni clase woOOng as a 8attation Chief.
10% aboVe E-step ~p!alr, but r.ot 10 exceed 93% of 8attaroon C-hlef control point
Represenlalion .... ..l class working in any other ~ position, ... iltlin !he range
of the management position..
SedIpn 3. Pay for Cquf1 AppH"!ICt. Sworn Fire persomel appe.atlng in court for !he
Peopl& sI1al be compensated .,. fcllows:
ftrk!!f 8m Minimum
a. Appearance 011 scl1eduIed Tone and one-half at 4 houri
day<>i'f 40-1>our rate
b. My or al court time Straight time during None
duMg schaduled sI1i!I. sI1i11 at 56-hour rate
c. Appearance on scheduled T."., and one-fo.alf at 211ou!$
wOff< day buI no! cJumg 40-hoor rate {2 hot.r minimum, may
scheduled sI1i11 no! run into sI1ift time)
The employee sllal rami! al !ees reoeNed for such appearances 10 the City within IhI11y
days from !he Iem1inaIion of hisllle< services. Compensation for mileage or subsistence
allowance shaD no! be considered as a fee and shan be retained by !he employee.
AAT!CLE "lI! . PAY OIFFERErmALI
S!!ction 1 Pafimedic Dlffgrtnljal Paramecfocs who have completed !he reqcJired
!raining and have been oert:'fied n accordanoe with I!1e program will reoeive a 5%
dlfferen!ial i1 ad<fllion 10 lhelr base salary elfecUve beginring with !he date of assigmlent
10 roIaIionaI Parame<f1C duty. Upoo comple!ioo rJ: six monlhs of roIationa1 Parame<f1C duly,
the dIfferenIia1 will increase 10 a lola! of 12.5% in aMIlion 10 base salary. The Paramed"1C
salary differential wi) terminate will> !he cessation of assignmenllo ,o""ional ParameiflC
4
. .
/
-,'
.. -""'" ---.-"~
dot,.. e.cept tI1at paramed'iCS with she or more ~ears of Palo Nto Palarne<f1C .... -.lee will be
Y -rated upon cessation or $ssignmenl
&rflgn 2. HvMatDl!f!lr!ln1lll. E!feeWe beglnning with \he pay pe<iod W>cIuding Mt 1.
1990. a rne>dmum or nine positions wOO are primariy assigood 10 rescue mnd who are Haz
Mat hined and' c:eI1ified will receive a 5% d"l1fe<enfia! n addl!ion 10 their base sarai)'. This
differentia! doGs no( ~ 10 minimum ~!aff"'ll replaCements.
Sttction 3. BIT OHIaI'lf!U., Effect:'VEO begiMing with the pay periocJ incIud'lIIg
Seplember 1, 1991. represented c!aoISifica!ions, ~'1!'Pl.I!!eI;t~_ .Ma.\!liJ!!ll!
W£W!l!IJ, who maintain EMf certilicaIioo wi' receive a 2% <l'lfferential n adcfrtion 10 their
base salary. EMT ceroficaIion lot aD sL.tppreSSiOn personnel is mandalory.
ARTICLE IX • ANNUAL APJUSDIENT
Sacljon 1. AMuaDy, each employee who holds a regular fu~-time appointment in !he
municipal servioe on Of biIfoIe .Vy first and oonIinues in such status \hrough the first aay
or Pay Period No. 25 en DecembeJj sI'.a" receive, in ad<frtion 10 the sa!ary prescribed
hereh. a salary adjL!Slmeot equal 10 one peroenl of the employee's cooen! annual salary.
Annual adjuslmenfs shalf be p«>ra!ed 10 rellecl appoinlmenl from January 1 \hrough July
1 or the curren! year. ()( inlemJpIed service During the YE'.ar.
ARTJCt.E X -HOLIDAYS
~ t_ Representation un~ fire suppression personnel n pay slatus shal receive 5.75
r-.oun. slraighC time teQUIar pay per pay period ., lieu of horldays io a maximum paymen!
or 149.5 hours per year.
61011'0' I. fl!i,ipJc)ees wtsf'l Ie "Ite fill lEi offitA: ad «in ~ PB). time afi'MsR be at fie
i ate ef 01 Ie MIf atjfI: (12 ~ ", pet ".,.,&1 el"l • stsrGi lSI a, ailehle basis. Stich tit"l"le off mttSt
ee seltetfttJed eo Ihet I\fe tI~tiePl8f o,utime wiI be fC:ertliled 'e &d1ie.e sliS!!~r_9Sie"
millimttm ft!t~ltg. FINl eft' instead of iI't Pietl hefida) 1'8)111.6)1 ~ felte" ... ed,.nee of Ihe
fI'!OIlI't hi_Nt i I liett f'M!:M:ffl; become J)f!I)eb;e tip Ie It ~I"i Ibm ef-ta f"itMj1'l. J Jowe .. er. fte
~ Mti het£;fS hil be ,!lid Uflti1 suet. ad.a, !!lett til,., oft NI.,1>eeP'l TiqtiiefetetJ b)llle M. fiel1
hotI,. aee:rtted in Mttr8e~t:leN lftOI,S'O$.
5
, ,~. ;. , -,
G
s..etionU
~ -.
'~ ~ . -'.
:,..1 .
~ -. -' .
8. Personnel assigrled 10 a 4()..hour wOl1< sclleclufe will receive paid holidays in
accordance wft!1 Sections 517 and 51 B of !he Meri Sys1em RlJfes ant.! Regulations.
b. Personnel assigned 10 • 4O-I1o<K worlc sched-JIe will r"""ive floating days o!f with
pay i't each of t"le fono<Mng monlhs: Augu$I. SepIember, March, A!>oil, and June.
The followin(j COO<fmons will hoIc:I:
(1) M~ wiI c!esIgnaIe !he scl"oedute of tile paid day off under this section
at leas! 1hirty days i't advance.
(2) If. in ooroormanao wil!1 Ihis secfion, Managemenl is unable 10 scI1edo1e a day
ot!" in !he mooth in<!"lC81ed b" !eaSOfl$ of slli!\ ope<a5of\s, wOll< scIledu1Ing Of
any ott ..... reason. Ihe day W11 be added 10 !he employee"s vacation accrual.
(3) !f an employee fails 10 IaI<e a day off as sd1eduled by Management under flis
.section. Ihe day oft'so schedI.'1ecI wilt be fo<foo~ed.
ARDCLE XI· OVERTIME COMPENSATION
&rflon 1. Shift persome! assigned 10 0YeI!rne relief du!y in adofrtio., 10 1I1eir regular 56-
hoor shift scfledoJle shaI re<:eNe CNef1ime compensalioo at a rate of one and one-halflimes
!he employee's basic 56-I'lour rate, or oot-of~ss rate I such applies, for an hours of t"le
relief 00Iy shift. Required oI!-duty lrainr.g W11 be rompeo osaIed at t"le rate of one and one
half limes the basic 40-h0ur raIe. anr.I emergency calbw.:i< will be oompensated at a rate
of one anr.I one-half limes !he basic 4(y1our rale 10 • maximum of 8 hours, aoo at a rate
of one and ooe-half ~mes the basic 56-hour raie b" !hose hours in excess 0( 8 houB.
~ .• t j"l!!9~!I!!.I!ic!\>YPlIY~~ ~ ~~ IoPaloAllO CM(:(;eIJtet
fIJt~l:.tl!'@JllM-~.1l!Il <M
o:==~~==~:::::. ~ .<k4Y for !!Je JlIIfP08e:ot. fino C/1'!M 11 1I;Il\-. ~beIQ\It, -
\'>'iIh!I!3Q ~
of~ApgrpyW
6
... '
. ;;.:
ARTICLE XI! • MINIMUM STAFFING
"d'gn 1. Fre Oepartmenl adminisfration and !he Union have agreed \0 !he following for
dariIication of minimum suppression ~:
a. ThiIly-one (31} lire suppress!on peISO<Vl8I (exclusive of tile 8anarlOf'l Chief) shaft be
adledOIe<! per sIIift twhen s1ation 8 ia open}. Replaceme.'\l persomel will be reca1led
when absences Wl1 cause s!affing \0 fa~ below 31, .xcept in !he insIances of:
(I) Emergeocy iI\net;$ Of absenoe$ oocumng aile< ',:00 p.rn. in w!\Ich case staffing
may be at 30 unlil 8:00 a.m.
(2) Whenever aboence£ will cause staffing of !he Truck company \0 faa below Wee
persons forfive !loin Of less, and such absen.:es are noIallticipated 10 exceed five
h«Irs.
b. t is r.ri1er agreed turt in acIUe\ling minimum stalling set kor1I1 herein, engine, !ruck and
combination rescue companies sIlol no! be reduced from Ihe level of one Fore CaplBin,
one Fire Apparatus OpeiaIor and one Fire Fighter, except as incflCllled h Sections
1.a.(I} and (2) of this article. Paramed'1C un~ minimum staffing shaD be !We certified
ParamecrlCS. The FooI!U1 Fn Station 1fB, wI1ef1 activated by !he Fre Chief. shal be
sta!fed with a minimum of one Fno Apparatus Operator and one Fire Foghler.
c. The mini'num recal for suppression minimum staffir,g shal be four (4) hours.
ARIJCt.E XIH· fIRE DepARTMENI PROGRAMS
"riM 1. The UnloI\ agrees \0 continue h ~ and participalion in eJdsting
weather station and communii)' blood presslJfe screening and measuremenl programs.
ARTICLE XN • WORK ASSIGNMENTS NIP TRANSFERS
i is !he i1Ient of tile Palo AIIo Fire Adminislratlon and local 13191hat .....",. assignments
and lrar.sfers wiD refle<:t Ihe best interests of lhe Fore Department and iI1e City. The Fore
Department ...... maintain a CO!1SfanI slate of readiness \0 defend againsllire and oIher
disasters. • is 1herefore inperaIive turt all Fire Deparfmenllfrvisions assign personnel WI
lhe bes! manner \0 Ie5pOI1d \0 !he needs of tl1e City and !he Department II ia also
ad<nowIedgad that lhe Fire Chief is .et'jX>OSillie \0 rna; ... andfor aWOlie Ihe wOlf<
assignments or lransfers of Fire Departmenl persomeJ.
7
.)-:~ ~~ ::-".
--<, .. . --.,...~--."
The r .... ClUef. or his desig<1ee. shaD initiate peBOMeI assignments and vansfers 10
balance platoor. or cfl\/lsTon Sl!englh. fin permanent 0< Iamporary vacancies and provide
required training 10 ~aI per>'OlVlel. Suc/l assignments WfI be based on senicrly.
except where caJge< development. lraininQ. special assignmen\$. &kills and documenled
perlbrmance ~ are o;>ecifically identified i'l writing. rr..anagemen( may make
assignments based on such issues. For P<J<PO$e$ of this article. se.1ioriIy sha~ be
computed tom II>e da!e of enfty inlo \he current c!assitication.
Sact!gn 1. !5i!Jp{ ..... 'Mler. possible, lass! senior Fire Flgl1te~ will be assi9-""'" \0 Slation
.1 ~ will be given short IemI or shipoul rerlef duly.
Stc!ion 2. Vacaf!gn ReM poaitjons. in order lIlat pla100n s!rengths can be balanced
more qulc:kJy and III reduce !he need for excess 0Iier.ime. two positions will be desi9na!ed
ilr vacaIion relet These positions will be !he lowest two en \he Oej>artmenl 5ef1ioriIy 1st
who have compIe!ed !heir probationary periOd.
II. The vacation ",rlef pen;ons will be assigned 10 one slalioo .. flen not on rerlef
asaignmenl
1>. Relief ass/gM"oenI: <:an be made 10 any Stalion or shift where a shortage of
persor.-.e{ will cause ume<:e$Sary overtime.
e. So'>oltages may be caused by vaca!ion, sicl< leave, disabmly or any leave of
absenCe IhIlt catJSeS a shift 10 ba sholt of peroonnel while anolhe< has a sulJ'lus.
<I. S!IiIt nnsfln will be made so as not 10 cause I1e ",r;er person 10 wori: more !han
the presctI>ecIl1<M!lber of hours in !he prescribed period
e. Rerlef assignmenls wi) be made ar.d hours wi) be coordlrnIled by I1e BattaflOn
Chiel's office.
$action 3. Transfer Raguesll. Non-probationary fit8 personnel may submft transfer
""l"",,\s to their imme<fl3le super;iSor \0 be fo<wal1led 10 \he approprlale cl1ief office<.
Provi<fmg IhIlt Oepar1men!al needs are satisfied. such nnsfers will be administered using
firs! " mutuaRy agreeable e.change. secondly serJorily.
The Iransfer requests sha1 remain on file do.J<lng \he year ar.d may be 9ffinte<l when a
vacancy oocurs. p<ovicfmg \he requesfing employee possesses !he e><perience and
performarooe abirny required 10 ~I!he Yaelinc)'.
~ 4-$gecj" A"lgnm,nll. Ma nagemenf reserves !he righI \0 assign persomel
to career oove1opmenl oppofIunilies. special projecls, seminars, j)fograrr.s and &eleeled
. -c·
educaIionaI andIo< lrIJinJng courses, based on Fire Department needs and Ile peI1ormanoe
d"1he~. MinimIJm s!afflng \ever. shaft be maintai;.ed. _lion I. ContI""!!!!! Hoodlr $eryice. Palo AIIo Fire Depal1menl persoonel wi) be
I eslJi<lfad 10 a \¥OIl( scheOOIe rI no more lIlan forty~ (48) eon:inuous houn. Any ~
i'I excess of !his limit must be awoved by !he F:re CI1ief 0< !\is deSignee.
ARm f XV • TRAINING COORDINATION
Sttc:tion 1. Throe shift employees pet pl..toon rna-I be assigne<llo assislthe Training
Office< nile COOIlfI!l8tion, preparation and sdtedur'"9 rille training program. It is agreed
ilia! voI\inIeers will first be sougI'. i:It well IIS5Ignmenl, and fIK!her agreed lhat 1he delails
of Ihis seelion shal be eslabfJshed by mulUai agreement between \he File Chief alld \he
UnIoo.
ARTICLE 1M • PARAMEDIC ASSIGNMENT
Strdpo 1. The cay reoetYeS \he rigIlIlo liml erlglbJli!y b !he Paramedlc Progfam 10 the
Fn F'Jghfer dassiflCalion.
hI:IiQa..l. As \he Program j)I'OgI;/S$eS, Managemen( wiD assess !he need for Itaining
acl<lffional P8f1IfTIed'1C eancl'!da!es. I i& MaNlgemenl's ir1!en!ioo 10 previae b sucll
. add'riionaIltaining as neceSSlll)' b Program conliooit{.
Stctjon 3. Paramed'1CS 11/111 receive a one-time cash psyment d" $500 b each bieMial
.-1ificalion. This pIOIIisiOn applies only 10 actiVe incumbents 0: authorized paramed'1C
positions who ~in in the paramed'1C assigMlent fo<' at leas! ooe addWional year after
teCeitificalion. The one year requirement after recertIfi<:atio does no( apply 10 those
paramed'1CS who may leave \he J>!09flim because of WOIlt·reTa!ed i'li"'Y or illness, or
promo6on. IlOf does it apply when a parame<f1C is as!<ed by managemen/ 10 receftify in
order 10 vo!untariIy extend !heir patamedic service 10 meet special d<!pai1menlBl needs for
a periOO of Ie$s Chan one year_
ABPC' E XVl! • fIRE FIGHTER Af'P8ENT!CE PROGRAM
Section 1. The Union agrees 10 assisl!he Cit'( in !he implemenlalion of an apprentice,
IJainVlg and' aIfiImsfive ac!ion program. Trainees under such programs shal be provided
wiIh al beneli!s, ~ refirement benefits, d" other fire figh!efl; ex~ salary.
9
-!-' ,;.;.
~. Emp/oyee$ hiIW L!I1der t-,e app<enfi<:e 1r.;ining program may begin fire fig/l!ing
suppression wOlf< aI\ef 1hey have reached the Trainee q level. M""imum staffing level. as
set foJ1h 800ve ahal be determined b~ excluding altra inees.
l\r:I!gn 3. local 1319 shaJ be represe..led and entitled 10 part:>eipate in at stages 0: \he
1esOOg process. and rep! a &B tta5\1e$ tom local 1319 $hal maI<e recon-vnendations 10 \he
depaI1ment concerning tile qualfficatioos 0( any apprenlice.
ARTICl F XVi!! • P80M0Tl0N
Sec:tIon 1. AI regutar p!'OIl'lOIlons t-om classilications wi!Nn 1ne representation unillo !lie
c:laSaificatioll 0( F'1f6 CapIa;n wi! be made at the fifth step on the salaty range.
s.ctlpn 2. For prnmoIions to positi.ons wi1hin \he repr9$elllalion ""it. promotion process
infofmation will be ava~able in the Human Resoorces Oepartmenl office at !he time 0(
posting. Infcrmation wiJ! include applications. minimum quarr1ications. s!udy material
refere<1Ce information, if approp<iaIe, and hlomlalion 00 passing scor..... Any cI'Ianges in
an esfabrlShed Iesfing process must be submiIIed ., writing !o \he Union b' review and
t1pUt 110 fewer lIlan 60 clays pOor 10 the begmlng of the process.
ARTICLE XIX • 8m ICIlON IN FORCE
S!Icljon t. II !he wOO< forc:e .. reduced {reductiori in Ioree} within a represented
dassificalion. uAA empIoyees"aving Ihe sI>ortesI length 0( service with \he F .....
Oeparlmenl wi! be laid off fils! so long as employees retained are fully quarr!ied. lrained
and capable 0( pe<foIming ramainlng wOO<.
ART!C!.E xx -seLECTIYE CII' I BACK WlW REGARP TO RESlQENCY
Stctjon 1. ManagemenI may use se!eclive cal bad< with regard 10 residency in cases 0(
emergency.
ARTICLE JOQ • HEALTH BENEFITS
kg 1. Excepl as oIheiwfse sal for1h herel., Ihe City will maintain !he presenile_a! of
benefits on aN City·sponsored med"+caI prog<ams.
10
'V, ."
~{.
-'-~---
hcfion 2. V!a!oo caN. Effeclive beglMIng 0cI0be< 1, 1990, Ire City will offer vision
ca.-e ~ fof ~s and cjependenls. Cove<age is eq<Jivalent 10 $20 Deductible
Plan A under \he VISion Setvice Pbn. wllI1 monlh/'j premiums paid by !he employe:.
Senefits wi) be provided in aocordance willi provisions of !he PEMHCA Health Pla'lS.
MoIlIhIy c.tyi'8id premium contribI.Itions for lOll empIoyee-sa!ec!ed PEMHCA opIionaf plan
wi) be made 10 '&Ie maximum amount inOlC!lled in each eaIegory.
Number ct Parties
Coverecl Monlhlv CitY Conlribulion
Employee Only Premium for ~:>n selecled, bill r>OIlO
Eligille h:fIjye ~~
EmployeeS Employee Plus Premium for plan selecled. but r>OIlO
One exee e Ij So4~8.
Employee Plus Premium for plan selecled, "til r>OIlO
Two or More eweee!! S6ai1~
ART!Cl.E lOO! • PENTAL BENEFITS
"rfion 1. The City wi! maintaln !he pes.ert level of benefits on Ihe CiIy-sponsored denial
program. except t>at 1hf> maximum benefits per c;aloodaf yea< shaW be $2,000 etrecti\le
begiMing wiIh 1987.
Sec1ion 2. The City shel pay as premium ~ymen!s Of equivalent self,;"slI!'e<f prog<am
char,jeS 00 behalf of employees and depeMef1!s who are er'9ib!e and enroned 10<
C<NeIlIge under ile ~1l"9 denial ptan.
Seetjon 3. Etrecti\Ie July t. 1986, !he Cily w-J pre,vide a 50% of reasonable charges,
$1,500 lifetime maximum orIhoc!on!ic benefit for rep.esentalion Uf1iI employees and their
dependents.
ART!CI..E XXIII • '-lEE INSURANCE
Sact!on 1. Tne CI.."y will pay up 10 111e foIIowL"lg amounts of premium on behalf of Fire
personnel:
, ,.',
.'-'-:~:~-,
Basic life !rn;urance
(pet $1,000 of c:ove<age)
Per pay Period
$ .13
Pet Mqnlb iAoofoxJ
$.28S
APID E XXIV • RETIREMENT Be:NEFITS
Sac!!oo t. The CUlTl!rlP\J)f1C ErrpIoyees' Ret1remenl Syslem (PERS) beneft1s,1f.oown as
!he '2 percerll at 50" Plan ~:Jl! 69fot.the·da~ of ~ ~
MJ!J!!I.!I!) $hal confjnue n effect
.!!erf!on 2. Cltx.e'!d nBS EmplOy" Con!ribulloo.
a. EF.ec!ive wiIh f'oe pay period incIu<flflg .Mt 1, 1983, !he Ci!y will pay 1% of !he 9%
PERS employee CO!llIi.>uIion except f1aI. subject \0 receipt of favorable tal< Nliogs
by !he Ci!y AIIarney no /ale( tlan June 30, 1984, employees who retire between
My 1. 1983 and June 30, 1984 shaD receive a 5.6% pay Mease eft'ecIive July 1,
19a3 and sI\;Ift not I9Ce!ve \he City.pald PERS cootributlon. For 9'.I<pOSeS of
nego6atioos and/or arbitration proceecftngs hereafter, Ci!y paymenl of \he 7%
PERS employee .:onlriblJtion wiI be deemed as a 7% salary adjustment for the
year July, 1963 Ihrough June 30. 1984.
b. Elfeclive wiIh tie pay pe!iod including July 1, 1954 the City Wll pay the 9% PERS
employee COfIIribution. For pIlIpOSeS of negofiations and/or albi!ratioo proceediogs
hereafter, City payment of \he 2% additional PERS emplcrJ9& con\rbJOOn wi6 be
deemed as a 2% salary ad'jUSImenI for !he year .Mt 1, 1984 tilroog!l June 30,
1985.
e. NQ!wiItlslandIog subsections a. and b. above, • <epresenl!I1ion uM employee may
eled \0 coovert Ile 9% Ci!y-paid PERS ~ \0 " sala!y adjustment of e<jU3I
amoon! on a one-lime irrevocable basis for the !ina! Iwe!v. months immedIately
prior \0 a refiremen!, pro'Iided \hal all of !he folloWing con<frtions are met:
1} Tt-.e employee must have at least 20 l"'aB of PERS Safely member seMce
cred~ as of the dale of relitemeot; as "" aftemative, employees hired prior 10
.Mt 1. 1987 may quarlfy by attaining Ihe age of 55 at Ihe dale of retirement or
alt3inlng \he maximum PERS benefit factor of 75%.
2) The electlon must be made a nd service retIremen!. application filed for
retirement dale certain 12 months prior 10 retirement.
12
, .-,
3} OIxing I1e 12-<T1()(1th conversion poriod, Iha employee shan pay PERS
employee coo!ri>utions.
of) All provisions cA thi$ subsection .. '" subject \0 and cond:~iOned upon
comp!iance with IRS regufatioos .
.. ~ili!!·~.J~
13 ~)~J!!l'M~fI~!~:~U'J:#~J;;'i1!~iOe~
M t .. il!Jl!!tj!!Jr~~~Q:kt~fI!.~Ii!lIII!.l1i~~'SIM;1i9!L
IV ~j tl!L,,:!!I;~tX ~~cI!JG~!IiI!~~l'!#!:~~.w .J 1tI!: __ .1""1
ABT!Ci..E XXV -8EIlBEMENT MEDICAL PLAN
Se<:tion 1. Monthly City-paid premium contribulioos for a mfiree-se1ecled PEMHCA
optional plan wo1 be made WI accordance with hi PuNIC Employees' Mccfocal and HosplIal
Care Ad ResoMlon.
ABTlCI.E lOM • DEPENDENT CARE ASSISTANce f>BOOB.!.¥
Section 1. The Citt ... 1 provide a deperodenl care aSSistance program for emplOyees
acoooflll9 10 !he pfO'oIisions cAlha Fedefal Eoonomic Reoovery Ad. oA 1 981. Code Sectlor.s
125 and 129. The program Wl1 be available 10 representation un~ empbyees begin.'1ing
with pay period 1II. .. "Il .... 1 cA 1994. and remain in e!fecl subject 10 a reasonable minimum
particii>aIiatl level and alltlilability cA third party adminislJa!ive seMces at a reasonable cost.
ARTICLE XlM! • VACADON ACCRUAL
S&etIon 1.. AI elig;t>le fire suppression peISOnS &hal accrue vacalion at the foIIowinq rale
for continuoos service perfonr.ed il a pay s1atIIS. ~Ilift representation unit employees
ahal accrue the 4Q-l\our equivalent-ooe shift I>q\lals sixteen lloon>.
13
. .; .. '
"." . C"· •
e
1>. For employee$ completing fouf bUt w. more than nine yeat$ conliooou" seMce.
the accrual rale shaU be eight duly shills pe< year.
c. Fo< empIojIees completing nine W not more lhan 1'1 yeal$ con!iOOO'.IS sel1liee, ""
accrual rate shal be 10 duly shifts per year.
d. For employees compIe6ng I. '" more years COI'l~nuous service. the acauaI ra!e
shalbe l1 duly shills pel" year.
!59cIiM 2. Repre&en1ed ~ who fa110 use aa vacalion as accrued may conIinue
fie accrual balance and be enti!!ed 10 aQ acctued bUt unused vacation upoo terminalion.
except as lmJIed below.
Sactfon 3. Va<:a!ion Been,s! bar.,.ce5 shaN be lmJIed 10 three times the amual accrJa!
<ale. AtcruaI CIeOt beyond l1is Imil slIal not be recognized or compensated. except ;hal
~ employees of record as of Jaooary f. 1984 who have yacalion excess on a one-6me
basis shal be set aside (banked) to be subseque • .,ny used as vacalion or paid at
tenninalion. No additions may be made \0 !he bank after January 1. 1984. The bani< is
es!abf1Shed only 10 faciNIate changeoyer from unDmHed 10 lto.-"" times annual accrual rate
fimitafion on vacalion accrual as Mrein provided.
ART!C!.E JOOOII -USE Of VACATION
hetion 1. The maximum IIIJn1IJe< of yacation schedurong s!oIs 10< represen!ation ""if
s~ion employees is four (4) pe< pialoon on a year-round basis.
SacIioo 2. Vacalion sdledufong musI be approved by the Baftaroon Chief or Fire Chief.
The minimun is t.HeIve (12) !IounI or more too wppItOSSion~. Advance vacalion
schedules V suppression shal begin either al8:00 •. m. or 8:00 p.m. -
Section 3. V'ca!jon PI)'_ V.calion pay shal be made av.n.ble ... advance of regular
pay day provided !hat employee requests stiCh advance in wrmng \0 !he Finance
0epamIert alleasl two _0 prior 10 hisihe< vacalion dale. The employee's supervisor
must varty vacation c!ale on thEo request
!59cIiM.. OmtH on Vacation When an employee becomes i1f wtule on vacation and
such illness can be suppo<1ed by a statement from an 9CCledrted physician or 1he
employee is hospilalize6 ~ any period. \tie employee shaD have the Period of illness
cha.ged against sic!< Teave and not against vacation leave.
Section 5. When 10 be Taken. The lime at wt-Jch an employee may use aor.rued
vaca1io<> Ieav<o and Ii1e amooot. \0 be laken at anyone lime shan be determined by Ihe
14
"--;; III:~':C-,
Chief wilh ~rtiWlaf regard fof the needs c{ \he City, bot insofar as possible, coosldefing
!he wishes o(!he employee.
Sec60n I LlmIta1loll an USB. EmploVees may !lOt VA mo<e IlIan Ihree times 1heir
annuailBle 0( accrual i1 any calendar year period provided. flowevel'. !hat !he Chief may
grant excep!jons k> filiI 6mitalion. -_lion Z Wlfting Period. Employees $hal complete si. months continuous seM<:e
before using accrued vacation leave.
s..ctIpn I QovbIe Compaoaallon ProhfbHlld. Employees shaft !lOt wotk for !he CiIy
dIJMg !heir v2lCa!ion.
ARTICLE XXIX. SICK' fAYE
SeclIo.'11. SIa1ament of parleY. Sick leave shai be allowed and used only in case d
acfua! penooal sicl<ness or olSabiiily, med"ocal or denial trealmenl. or as authorized i1
Section 9. Up 10 live days (56 shift hours lOr Sllppt8SS00 ~ sid< leave per year
may be used tor iI!nesa i11he i'nmec!ia!e farruly (wife. husband, <:Md, peren!. ~-iIHaw.
broIher, sisler, 1l!lI~ ~ partner, or close relative reslding in !he household of
Ihe~.)
Sac1Ion 2. El!;1I!!rll)'. Regular 8I1Ijlloyees shal be erogible 10 accrue and ""e siclc leave.
Sac1Ion 3. Accrual. Sid< leave shal be a=ued bi--weeTdy, provided Ihe emplOyee has
been in a pay sta!us for 50 percent or more of a bi--weeIdy pay period. Sick leave shan be
a=ued allhe rale of six shifts per year.
Sac1Ion 4. Accymy!a!jon. AccurntAated siclc leave may be accrued IO;iIhouI fimit, except
as provided in Section e below.
Sas:tion S· Uu. Sick leave may be used as. neede<I al1d approved, \0 the point of
depIeIion, aI wIIich time !he employee Wll no Io/IgeI" receive pay tor sicI< leave. A new
employee may, if necess"'Y, use up 10 forty-eigll! (48) hours or shift equiva1enf of sid<
leave at arty 5me Curing \lie first six months of employment Any negalive balances
geo outed by such utiizalion Wl1 be charged against krture accrual or dedlJc!ed" from Mal
pay<:heck in !he even! of lem1iJ1alion.
An employee wIIo has been oosabled fo< 60 consecutive days and wIIo is otherwise eligible
boil1 fo< peyrn6i1I tnfer!he long--leIm disability group insurance """""'9" and accrued sid<
leave benefits may, at hislher option, choose eilh.>r Ie) receive !he Iong-tefm OlSall<lity
IS
-.
Ileneftts or \0 utilize 'tie remainder <Ii hislher accrued .. id< leave p!io< \0 applying for ioog
term cflUbl1ity benefrts.
SicIc leave ..,1 no! be gran!ed lor i!Ir_s IlCC\JfMg dumg any leave 0( ab&ence other than
sick leave. unless lhe emp!oy<i>e can dfo..monstra!e !hat I was neceS&aty 10 come under the
Qte <Ii a dOCIor while on such other leave <Ii absence.
When an employee finds I necessary 10 be absent fof any reason. he/sIIe should cause
I1e facts 10 be repor1ed \0 R1e deparnnen! withifl45 minules prior 10 hislher regula( slarting
time on the first WOIking day <Ii absence, and shan regularly report on, or aooount in
advance for eacll won. day R1erealter unless hospitalized or ofi1eIwise -...crlSpOSed. Sueh
repOfls may be subject 10 _ c!ocumentsfion. SicIc leave &.,",1 no« be ijfaIlled unless
such report or advance accouofing has beel'l made, provided, howev",". Iha! !he
department Mad rnay grant e.ceptio!\ \0 !his policy whe'e !he cir<:Ul'rn>lances warranl
S!!CIIgn 6. Depletion of Sick Uaya Ben.fttII. Upon depletion 0( sid< leave or the
beginr.ing 0( 'tie pe<io<f \0 be <:OI1ered hi payments under long-term <ftSabi1i1y g,-oup
muranc:e coverage, whichever cornes §rst, an employee may be granted a medica! leave
0( absence wiI!1ou( pay lor • period noi exceeding sbcly days. II !he employee is unable
10 return 10 worfc at !he end <Ii !his pened, heIshe musI requesI fur1her med"rcaJ leave whic1l
Will be subjea \0 !he approval 0( !he City Manager. If fut1her leave is granted, !he
employee musI noIifY !he City <Ii ,'1lenllo ,etum \0 work fNery lhirly days. If fut1her leave
is no! gran!ed,11e employee's ..... -vice wiIh the City shal be considered letminated.
Sae1jon 1. forfejturelhlpn TG!J!!lnaljon. Employees leaving !he municipal seMoe shaR
bfeiI al accumuIate<f sick leave, except as ofi1eIwise provided by law and Section 8. In
1he event 1hat notice 0( resignation is given, sid< leave may be used only 1hr~ the day
wtUc!t Vias designated as !he final day 0( wOO< by such no!ice.
S9ctjon 8. Payment for Accymurali<! Sick 1.uH. Eligible employees who leave !he
municipal service in good standi:19. 0( who die whne employed in good standing by !he
City, and who ha, .. !ifIeen or more years 0( continuous SP.tVice, shal ,eceive compensalion
~ ... unused sick leave hours in a sum equal 10 two and one-ha f percent <Ii fIeir "",-"Sed sick
leave hours mul1ip!ied by !heir years of conijnuous service and !heir basic houIfy rale of
pay a11em1ina1ion. fun sick leave accrual wi) be paid irl!he even! <Ii termination due 10
disability. for new employees hired alter December 31, 1983, sick leave accruai
accumulation will be limited \0 1,000 Ilou!s wi1h no payoll provisions for uoosed balance
a11em1ioation.
Sactio!! t, "",.01111 Butin .. ' LUl[!! Cbarg,ablA,lo S!<;k Wy.. • is agreed be~n
R1e per!ies lIlat aR shift personnel represenled b~ !he Union sha~ have the right 10 charge
up 10 lwenly-four hours pe<sonaI business leave per year 10 sick leave, and IhaI al non
shift pe.-someI shan have fle rigIlIlo c:I1arge up 10 sixteen hours personal business leave
16
'.-.
. .. ',
-, ... '--" -
per ~ear to s;cI< leave. Sud! personal business !eave slla6 be allowed oMt ona staffing
available baSis and where \he plolIIsions of \he min"",,", staffing agreement are not
affecte6. "Staffing available" means at or above minimum staff"'lllevels as defined in
MicleXll.
lSed!m 10. Raw 10 Wodc or Continua Wpdc WIIh Umjtad Duty. In cases of oon
'I<QI\-re1aIed ilUl'l. iI\Ms$ or pregnancy ao employee. upoo apprtNal oflhe Fir'! Chief and
"" City Safely 0fIIcer. may re!um 10 wOl1t or conftnue wOO< with cIoc!or-approved Iimi:ed
doAy. Approval for such Iirnlted duty st>.al be based upon depar\menl ablli!y 10 provide WOO<
consIsfenI with med'ocal 5mi!ations andlle ~ fA time fA1he limitations. Shift empIoj.-ees
IlliJsl be wiIiing 10 a<>:ept any non-sMt !im~ed cIL'Iy scheOOle WOi1< Ioc9Iion and may be
$Ubject to I1e I"38SOMbIe «II8i1abiflly fA imited duty assignments. The City doctor may be
COOlIU!Ied in deletmining WOlf< lImi:afions.
A8JJCLE XXX • SUBPOENAS
Employees required to answer subpoenas as a ~ for \he City fA Palo Mo or for a
plaint'lf VII>ere \he City of Palo Mo is a ISelen<lant slla~ noIlose pay Of benefi\$ for WOlf<
lime los! 10 an_ deposi!ioos or Ie &ppear in court
ABT!Cl.E XXXI -WORKERS' COMPENSAIlON
I!er1jgn 1_ SII!uI RIP'H"n; Wbj!g on DIsabilitY. Persons on disabnlly wi& be required
Ie appear Of o!he<wise report at regular two-week inlelVals 10 \he Fae Chief or designate
10 di$cuSI hisIher slatus of medk:a11rea1men1 the<apy and pItysica! <Xl<1di!ion.. This section
isod meanllo unreasoo.mly reslric( ernp1oyee's activities so long as such activities are
cleared by !he IteaIing pI\~ic(an. treating prog<am oc aftemafr"e trealment program is
maintained and employee is available for .Jft or restricled <My as SQOi'I as medical
clearance ca~ be received.
ART!CU! XXXii • PHYSICAL FITNESS MEPICAL EXAMINATIONS
Ph~icaI fitness mecflC8! examinations for al represenled employees shal inclOOe chest
x-ra~. eye examination and hearing exami~.alion..
ABDCLE XXXIII -, fAVES OF ABSENCE WlIHOUT-M'£
5e£'jqn 1. PiubllHy. leaves fA ab$ence wilhoul pay may be gfanted in cases of
cflSabnily not cevered by sick leave. Pregnancy will be considered as any o!her disab<lity.
17
lea'ffl$ of absence Itx <flSabirlty are subject to physician's vertfication includIng cIi~
and me<focal WOlf< restriclion.
Saeijon Z . Otb .. Uu... leaves of absence wilhout p.y may be grante4 in ca .... of
pe<3Ofl8I emergency 0( wtoen sucl1 absences woold no! be contrary 10 Ihe best interest of
the City. Noo-d"rsabilily prena!al ancllor postpartum leave is ava1la!>le u;"IcIer \his provision.
but such leave $haN not beg"" more t'lan six months "renatal 0()( a.tend more \hall six
months posjpartum.
Stct!on 3. During.....,.."td Iea"-Ie$ of absence Itx ll-.sablTIIy Of ~ reasons. !he employee
may elee! 10 use accrued vaea'jon cre~its. Requesls lor leaves withoul pay shal noI be
unreasonabl)' denied. 1n orde!" 10 avoid misunderstanding., all leaves withouI pay must be
in writing 10 be eIfective.
Soelion 4, Apprpy" of Pall' rfm9nt He.d. leave of absence wi!hGut pay lor one week
Of less may be granted by !he department head. depencfong on the melt 01: the M ... idua/
case.
Sac!jon!l Apprpyal by CiIl! MaNJG'f. leave of abser"", wilhout pay in excess of one
week's duration may be grClntecl by i/le ClIy Manager on !he me.i! of !he case, but $OCh
Iea'", shall noI exceed twelve monthS'duration.
SecIion 8. AbBe""" Wi!b<>IIt Laau. Unau!l1Olizecllea"-le 0( absence shal be cor.sicIe<ed
10 be witl10ut pay, l1fId reductions in the employee's pay s.~aD be made acconfongly.
UnauIhorIzecI ieave 0( absence may resuI in Iermlnation 0( employment
St!:iion 7. Lea" of Abu"",,: Pull! Ou1IIjda !hi lmmllf" .. ", Family. Leave wiIhout
pay may be g<antecI a regular employee by hisIhe< depar1med head in !he event of dealh
\0 famIly members oIher !han one of ihe immediate famIly, $UCh leave 10 be granted in
acc0r06n09 wi!h Section 2 and Section 4.
Section 8. Mi[JRry Love of Absence. Slale law shaD govetnlhe g<an~ng 0( mirrtary
leaves of absence and the rigNs of employee<l re!u<rung from .. uc!l absence.
AR1JCLE XXXl\I.' EAVES OF ABSENCE WJTH PAY
Se<:fign 1 The City Manager may g<ant a regular employee under his control. leave 0(
absence with pay lor a period not exceeding t11jrty calendar days for reasons he deems
acleq<Jale and in !!Ie best rne:est 0( 1M City.
18
';-~:>-;z~~~--~ ------:~:;--~-;----":
~~;>c";;S';:"'(i;c:,-. :_'--'-''<,,,c;\c,
,--, "
.~ " ,. .,'.. ,< ----___ --->.---"':" __ I _____ ~------------'-
--'::
-~. j. -.. -.. ", .. -~
-:-.
.~ . -
SaclIcn 2. The City Council may gran! a regulaf employee a leave 0( absence wit!1 pay
lor a period not 10 exceed one year fa reasons \hQ Coord considers adequate and in U'le
best ;,!eres! 0( Ihe City.
!kctign 3. Emplgyttt". TIm QfJtoVott. Tome o'rwilh pay 10 vote at any geo<!;a! 0(
. cfore<:t primaIy elec!ion shaB be granled as provided .. the Stale 0( eaflforn,a Efec!ions
Code, and notice IhaI an ~ desi,es Sl.'<:h lime oI! sr.al be 9,;en in acco«!ance with
the provisions 0( said Code.
SectIon 4. Leiyn of A*""",,,,: DMtb In Immtd!a!!t Family. leave 0( absence with pay
0( ON shill with proo.ision lor approval 0( one jl(j(fllional sI>.iIllor Iravel outside 1he alea may
be g<anled an employee by "" Chief in 'll\e eve!1t of death in the employee's immed1ate
faJniIy. which is defined lor PIJfPOSes of INs sec50n as wife, husband, son, son-in-law,
daugl1ter. daugl1ter-in-law, fa!her, mo!her, brolher, bfother·in.Jaw, sisler. sisler-i.'l-law,
~-i'l-law. fa!her-irHaw. grandt.rlher, gflIndmo!her, regiS1ered.6onleStic)pa.1n8r, 0( a
close reTafive residing n the I!o<JseIloId 0( !he employee. S!JCh leave sl1aD be at Iyg pay
and sl1aI not be charged againsl!he ~"S accrued vacation or sid< leaYe. Requests
lor leave in excess of Iwo shifts shag be subjacllo "" approval o(!he City Manage;,
Section 5. Jury Duty: l,tau of Abaenca. Employees required 10 report for ~ duly
wi be granted • leave of absence wiIh pay fror;l U'leir assigned d<Ities ""til released by
. 'the COUI\ proo.ided !he employee remits 10 U'le City an fees received lor sud1 00!ies oIher
!han mileage or st.«JsisIenoe allowanCes within il'Jrty days from Itle termir.a1ion 0( his or he<
~seMce.
ARTICLE XXXV -TUITION REIMBURseMENT
SectIon 1. The City wiil reimb<.K$e exper~ fa Iuitioo, booI<s, lecture !apes and
curriculum fees, i1cIud'll!i/:~ 'CQII1PUIef'Sof!wareprOgfB!nS, ir.curred by
emplvyees within U'le representation un;:' to a maximlJm 0( $1,000 per fiscal yellr for
classes given by accre<Ilted insIij!Jlions of learning ()( swoved specianzed lraining
programs. The City wiD aiso reirnbun;e professional association members!(!pS and
oooference regislralion fees, proIe$Siona! booI<s and perio<flC3/s. Progcams must either
contribuIe 10 !he employee"s job performance or prepare the employee for o!her City
positions and must be approved in advance.
ART!C!.E lOOM • PER DIEM TRAVEL ExpeNSES
See!jon 1. UnIes$ ~ mulUa~ agreeable arrangements "re made, representation unit
employees who are required 10 !Javel away from !he City on City business will receive
\raVel expenses, accorcftng \0 City polk,ies which are currenCy it; effect
19
•
ABT!CI.E PM • HOI'SE FUND ITEMS
StdIgn 1. Station Houu FI!Dd. ~.e.J~ 1. 1992. The station hoose fuod per year,
per shift employee shan be: ~
Ste!!pn 2. The City agre<>s \0 fumiSl! and mainlairl each fire station wi!h non-food hoose
fund items: TV purchase and repair, em. Iiz"-" Tffl4 TribtmC. Son Fro",,) E'ArbOiliek;
01 SOil h "MetmW) Nc .. ,. ~_Sah·JsM A4erralYNeWs _a~ 8Jther~San fm'lti'OO
!3tiQ!M~ e"fh.Io.~·8~ ODan.8lI(W8I ~ kilchen cooking ufens~s and
other specific items 10 be determined by mutuar agreement 0( !he parties. The Fire
FJghlers agree 10 n-.ainlain !he YO!ef registration program, with proceed$ golng 10
recreational and re!aled programs,
ARJJCLE XlOOOH • PARKING
Ste!!pn 1. Employees in represented classes ~19~ 10 CMc Center ()( adj8Qlnlwori:
~ shaa be en!l!led 10 Iree parking in !he Civic CP..nIer Garage. ()( a commute
incentive which will be subject 10 ..-and confer. New employees hired, aftef.Jdy "
'§I8!'-i!l8Y)~~II'!J:~'f& a~ pem1it b" ancCher ~ 101, ~ 10 II)I8iIat>iIiIy
!!I:~ \If ~~CM!: ~ ~" Ug!JI duty~_ asslgoed 10 !he Civic Cenler
~ <:M;,~'patf<ing~ ~_f9t lhe~ or: llelighl. duty
CI-JI!!~
ARTICLE XXXIX -GRIEVANCES
The City and Ihe Union agree 10 eslabfiSh a grievance procedure as follows:
1. Ptf!njtjon· A grievance is any complaint or dlspuIe regardIng Ihe apprlCCltion 0(
inle.ptela5on o(!his Memorandum 0( ~nding. rules. regulatio.,s, poliCies or
procedur9s relaling 10 WI!g$S. hours or ofh.,..!arms and cond'otioos 0( employment
2. hI' non-probationary employee represel1ted by !he Union may file and process a
grievance. Such aggrieved employees may be represenled by !he Union or may
represen! lhemselves in preparong and presenfing lI1eir grievance at an)' level 0(
revM!w. The Uolon may file a glievance when • Union righI noc d'lfeclly relaled 10 an
incfrvidoal employee becomElS "'lbject \0 cflSp<.1e.
20
"--.
3. My reltOec!ivily on monetarj g:;evances shaR bP.1imned 10 !he date of occurrence,
except in no case will relroactivny be 9flinted pOor 10 three months before !he
grievance was filed in writing.
4. Writ!en gnevanoes sM!I be submitted on fo<ms p!OV'<Ied by !he CiIy or on foons which
9re mutually agreeable to Ihe cay acd Ihe Union.
5. The time Iimi!s. specified in fhis section may be extended by mutua! "9f"e"ITlEI"1 in
writing of lila aggrievo<I employee or Union and !he reviewer concerned. Should a
decision not be rendsred witI1in a s!ip!llated lime !mil. !he aggrlev<j<f employee may
mmedia!e!y eppea! 10 the next step. The grievance will be considered se!tled if Ihe
cSecisioo of any step is not appealed w\II\ln \he specified time limit
6. If a grievance is rela!ecl1o a promotional process 10 positions wilhin !he represenIa!ion
unit. Step r shal be d"lfec!ed to !he Training C/tief (or He Mal"ShaI for FPB posi!ior1s).
Step I shal be dl.rec!ed to the Assistant FOe Chief.
7. IJu.J. The aggrle.o/ed employee wiD firs! aflempllo resolve !lie grievance Ihroog/I
i1formaI cliscusaions wiII1 '1-011 nvnedlate superJisor by \he end of I1e seventl1 calendar
ds'J foCowing !he d"1SIX>Vel)' of Ihe incident upon which the grie,ance is based. Every
attempr will be made 10 settJe !he issue allhis re .... et
SlIIa...I. If Ihe grievance is not resofved Ihrough infom1a1 dlsctJss;on. I may be
submilleclln W!iIing to II\e Ba!lalion Chief (AsoisIani FOe Chief for captain g<leo<ances)
wiIhin seven caiendar days of \he infonnar diSaJSSion. The Battaf"", ChieflAssistanl
File Chief W'JI have seven calendar days fmm reCeipt of !he grievance to review !he
. mailer and prepare a wriI1en ""'IX'flS". It the grievance is denied, !he. response shaD
c:ontaio the reasons !herefor_
maaJII. If the grievance is no! resolved in Slep R. I may be submi!ted in writing 10 \he
rn! Chief withiP. aeven calendar days of re<:eipl of \he Bat!ar"", Chiefs/Assistant Fire
Chiefs wriI\en ~"lSe. The Fire Chief ... ~ have 5e\'en ca!erldsr days i"orn receipt of
tie grievance Ie review !he maller and prepare a wriI1en respor1$e. if 1M grievance is
denied, \he response shal c:ontain \he reasoos \herefor.
S!!Ip IV_ • 11>& grievance is not resolved in Step III. \he aQ9!ieved employee may
Stbnt II\e grievance 10 the cay Manager for final delelTT1inafion or 10 bin<fll1g grievance
arbilralion. AI Step r.t appeals must be filed in wriling a: !he Human Resources
Oeparfmenl Office witI1in seven wor1cing days of rec:eip( of !he Fire Chiefs resp0n$8
urider Step III. AI hearings before II\e City Manager sha[ be pu<slJaN 10 the lUtes and
regulaliolls set fO<\h in the City of Palo Me Mefi Rules and Reg\Jlafions. HeBIVIgS
befo<e an Slbilralor Wll be as seI for1I1 betow.
21
In !he evenl1he aggrieved 6/llpIo)'ee decides 10 proceed 10 aIbi!ra!ior1. ".,,~ shaD
select jointly with !he o;reclor of Human Resources an arbitrator. If the palIies are
unable 10 agree 00 an !IIbiI7aIor. l1ey shan jointly reqyes! a panel of Eve quarrfied and
experierJced arbilmlors from \he SIale eoncilialion SeNice. Upon receipt of the As! of
arbitrators. !he names shaD be a1temately strvck until one name remains who shaH
serve as all>ilralor. The albilralor sMI be joinlly conlac\ed by the pa!tie$.
The arbilralor shal have ~ and aU!holily only 10 interpre~ aw!Y. or determine
ce>rnj>ian<:e with \he provisjons of .. .e Memorandum of Agreement and such Melt
Sys'.ern rules. regulations, po!i<:ies. procedures. City ordi .... nces or regulalions rela!il'lg
to lenns Of conditiOf1s of employment, wages or fringe benefits. as may 1'.erea1!er be
in effect in the City insofar as may be neceSS8J)" 10 the determination of grievances
appealed 10 Ihe mbo'lrator. The lI!bitr9Ior shan be without power \0 make any decision:
9. Regarding ma!I~ of interest.
b. Contrary 10. Ol inconsistenl with or modifying in any way. 11" ... terms of !his
Memorandun of Agreemenl
e. Granting any wage increases or decreases.
d. C-.ranfing pay or beM!its for any period of lime pfior 10 !he execution elale of lhis
MemoIandum of Agreement.
Where ei!he< patty seeks art>itra!ion and Ihe _ party cleJms !he mailer is no! suIljec!
10 !he art>ilnl!ion provisions of!he t.Iemorandum of Agreement, Ihe issue of art>itrabili!y
shalli'st be decided by Ihe arbl!ra!or using the slandard's and cr~eria sm forIh in ihis
Memo<andum of Agreemenl
The aJbilra10r shiil be wiIhout auIhoIiIy 10 require Ihe City 10 <!elegale or relinquish any
PO.ve/S w!lich by Stale law or City CI\atte( !he City csnno! clelegale Of reijnqulslt.
Copies of !he arbi!Jato(s decision &hal be SlJbmitted 10 !he City and !he aggrieved
employee. A! cfuec:t cos'" emanating from !he arb~!ior1 procecIure sha R be shared
equally by !he City and Ihe aggrieved employee or !he l/f1ion.
It is fuI1her agreed fl2I!he provisions of !his secIion shaR be inoo<pofated as part of
Chapter 11 of !he c.."Y of Palo Afto Merit System Rules and Regulalions. Exisong
procedure$ set for1h .. Chapter 11. 10 !he exler'll !hey are inconsistent with the
provision$ conIainec! herein. are supeneded.
ARTICLE XL -SAFET'( CQMMrIIU
kfion ,. No Ialer flan 60 da)'S IofIowing \he dale ofjhjs agreemenl: a Safely Committee
oompfised of four representafion uni! rnernbers appointed by !he l/f1ion, at least one from
each suppression shift, and aI least !WO members of Man;;gemen(, will be establish.ed
22
-7:',-7----'---~--
,'. ',>, •
"':---",
~ .J'" ,,-.
.'" _ '," i-.'
The Convnl!!ee may make safely recornmetI'1a1i Ie !he File Chief regard":ng equijlmet"
~icle$ and apparaIu& and may review a~ acciden!s ""voMng repressnled ~
Management sMl c.form \he Safety Co<Mliltee a{ an accidents invo!ving injuries 10
represented personnel.
ARTICI E xu . M!$CEUANEQUS
Sect!gn t. T-Shirfa. The City wi) issue four T·shir'.s 10 each IHllfom1ed employee dIKing
.Mf 1990. and an additional lour T -srurts d\IrYlg ""Iy 1991. These T-shirts are for use on
duty onty and ",;11 be mainlained by 1M employee.
~ 2. Emtn!ency en!X'"H by Eoolhl!!a Part< Pe!l!OllM!. Oumg!he Ierm a{ Ihis
agreement.. represenIStives a{ Managemenl and !he Unioo wil ~ 10 arscuss and resolve
isstJes 1&!a1e<!10 emergency respon$e by Foo!hi1ls Parl( persoonel
ABI!CLE XLII. FULL UNDERSTANDING
&£!1m 1. The MemonmcIum ~ Ag~ ooniains Ihe M and ""lire undenI'.andlng oJ
!he parties regarding !he mailers seI forIh herein.
Stction 2. Elk Leber Sfandanls Act. Managemenl wi! i'npIemeni provisions a{1he Fair
Labor Standards Ad eI!e<:Iive Apri IS, 1985. Compensatory!ime off wi!h Managemenl
"IlP'O\faI may be used as an alIemalMi 10 OII8rtime oornpensalion onty within \he 27-<1a;(
WOlf( period within which \he overtime is WOtf(e<I. Ouri.-.g fle Iem:t a{!his agreement eilhef
party' may invoke meeting and conlenY1g on \hose specific sections a{ Articles a{ lite
Memofandum at Agreemenl which are atYeded by impTemerllation a{ \he E air labor
Slandanfs Ad, incWll19 wfIeIe City costs are increase<t Of employee rtghla are modified
as a result a{ Fair labor Standards Ad proo.<iSioos. .
Section S. Sav'AbUity. Shouk! any oI1he provisions herein contained be ,andere<! 0;
declared rn,alid by reason oJ an;( exisfing s:ate Of Fe<IeraIlegislalioo CIt by reason 0( State
or U.S. Supreme Court rur"",. such i1Yafodation 0( sucI1 part or portion o(,.,is Memorandum
a{ ~ shaD no! invalidate !he remaining portions herea{. and ~ shaft remaIn n
fullorce and effed. insofar as sucI1 rema;,"ing portions are severable,
!jer1jpn'" It is \he r.teI"t 0( tie partie!; tta! O<dlnances. resolutions. rules and regulations
enacted J)UI'SIJ8rlIo !his Memorandum a{ Undetslanalflg be adminjslered and obsel'ole<!
in good faith.
Sac!Ion $. Marlt $yslam RL1u Ind Ragulaljoos. Oumg 1M term 0( \his Memorandum
a{ AgreemenI. Management may propose certain changes in !he C i!y Melt System Rules
23
and Regula\ioo$. WItI1l69ard 1<1 suc!l changes wftich pe.1ain \0 1M representaflOO unit.
fie parties agree 10 re>'iew. and upon request, meet and confer regardIng 1M change$.
Stct!gn '. Ovring fie Ienn cA fIi$ agreame.-oI. at managemenl request, 1M parties agree
10 meet and roofer wilh regan:! 10 isS<leS pertaining 10 fire slaVon consdKfation ()(
teIocalion.
$riQn 7. NoIIIing i'llhis agreement wi preclude !he parties from rTHJIlJal!y agreeing 10
IJlIieI and oonI'8r on any subiect wiIhin the scope cA representation dumg !he lerm cA !his
agreement
AROO f XLIU • DURATION
This MemooIndIJm cA Agreemerl s.'1a1 become etTaaive Jt!Y~ •. 1 ~ and remain e!IecIive
until i!I!li!,~.:JtIfi.
EXECUTED: February 17. 1995
FOR:
INTERNATIONAl.. ASSQC1ATlON
OF FIRE FIGHTERS
s/Tony Spltaleri
S/RiCh Dalller
s/Barry }(arcbisio·
a/Seal'l Lanthier
sjbaniel Lindsey
s/Dan Beiser
a/John Rosinski
s/Dav!d ShOlll
FOR:
CITY OF PAlO AlTO
s/Jay .RO!lnds
s/Susa.!II. Ryerson
s/Lalo Perez
s/Jia McGee
24
,
RESOLUTION NO. _" __
RBSOWTION OF TIlE COUNCIL OF TIlE CITY OF PArlO ALTO
ADOPTING A COMPENSATION PLAN FOR FIRE DEPAll.'l'!o!ENT
PERSO!<NEL AblO l'.ESCIIICING USOUJTION NO. nu
The Council o.f the City of Palo Alto 6:::oes RESOL·VE as
SBCTIQN 1. Pursuant to the provlsi~~ of Section 12 of
Article III of the Charter of the City of Palo Alto. th~
Compensation Plan l a& set forth in Exhibit 'A' attached hereto arMd
zna~e a part hereof by referencE. is hereby adopted. tor Fire
Department pereoonel eftectiv~ July 23 1 1994~
SEC'lION 2.. The Coapensation Plan adopted herein shall be
adndnistered by the City Ma.Dager in accordan-ce wit.h the Merit.
System R"cl.les and: Regulatioos ..
SpIOH 3.. The Carpe1lSation Plan shall con.tl~ue in effect
until amended or revoked by the <:ouncil. -
SECTION,.. The Direct-or of Fin.a.n.::.e bereby is authorized t.o
~lement the CoD:pensation Plan adopted bere'in !e. l::;er preparation
of f9rtbc~ng payrolls. She is further autho£:iz.ed to lM...1te changes
in the ti~les of employee cl~s9ifications identified In tbe T~le
of Alltho.rized Personnel con,tained tn the 1994 ·SlS budget if such
titles have been changed in the <:ompensation Plan.
SECTIQN 5. Resolution No. 7282 is hereby rescinded.
S§CTION 6. The cour~il finds that this is not a project
under the Califcrnia Environmental Quality Act acd# tberefore. no
environmental impact assessment 1s neces·sary.
INTRODOCED AND P ASSE!l:
AYBS:
HOl!S:
ABSTI:N7IONS,
ABSm."7:
A'ITEST:
<:i ty <:1 ed:
APPROVED:
t'.aycr
1
§ "l' '" '" 0-f:; ~ ~ .... ' .... ~. ~. '1 '1 '" '" p -II .. '< '" >-r n " ~ 0 0 ~ g "
n r ", ~ 0 0
it' .. '1 '1 !l .. .. .. 0' 0 en fA ~ .. .. .. ..
" .. I 0") a II ~. .. ~ '< • '" ~ ~ .. .. .. g 0
" a n ~ m
III
'" "",.,.".'r,'.i.ol..f"':l."_,J.J~'""'.!lIQ.llt'&!l.,' .. ",,, '~;' .•
"-',-'
CITY OF PALO ALTO
COMPi:NSATlON PlAN
EFFECTIVE: Poy period incTuamg luly I. 1994
tlu'OIlgll June JO. 1996
EXHIBIt' -A.-
COMPENSATION PLAN FOR THE CITY OF PAlO AlTO
Fire PwooneJ
Sf!1JON J S ... ,LARY
t.:~
Personnel covered by this pia., "'all m::eiv. comper.safioo within !he salary ranges <et forth in !he
SaJa:y Range Tables Iha1 follow Sectioo n. The saIny ran,e roc ea<:k position clwifica!ioo li!le and
.umber is ~ in b,-weeldy and/or bootly rates a100, with !be approltimale monlhly andfor
annual equlvalent.
B~ Esab6M!llC!OI of Salary
The City Manag .. is authorize<! to male appointm«>1! to or a<!v·.!,c~menls witlri~ I1>e presc:ril>ed lanE'"
upon evalua60n of employ<e qualill<:ation and' perfoorw!ce.
Merl! advancemcrll! from Ibe fi.-s1 salary step 10 !he second saIny step sIlall be grantoc! at six-moolh
inlernW and I>et_!he sec<lIId and sub""!",,,,! mps at """"y .... interval. if !he affectoc! employee
,... demoosIratoc! cooUnDed improvement and efficient and' effective service. For !he purpose of
deI<mIining step lime ""luUements, lime ",ill COOlrnenc<O 00 !he firs! day ol!be month coinctd"lng with
(1£ following enlra!'.ee 0010 a salary st<p. SlOp increases shall be effective on !be fin! day of !he
payroll period in whick Ihe lime requirenrenl! have beea met. The City Manager, in recognition of
unusual ciralmstances "" extraordinary pedOCmance, may aul1lorize spcciaI rnerl! advancemenL
III !he e."CD! Iha1 a c!o""' ..... -.s adjustmenl of • salary range indicates a te<luction in the established
salary of an individual employee, !he City Manager Jr"'Y, if circuoutances warrant. cooUn .. !be salaty
for suck employee in an amount in excess oflhe revised range maxlmunt for a reasonallle period of
lime. Sueh interim salary tareS shall be defi.>ed os 'Y -roue,". Additionally, "",,,mecflC1 with six «
more yean of Palo AIlo parunedlc service .. ill be Y -I2led upon cessation of asSgttmeIll.
I. Eifec!ive wi!.~ Ii>< pay period begu'1l;ng July 23, 1994, • 2\11; increase at !he E-Slep will be
applied 10 !be salary ranges of all representoc! classes •• cep! Razarc!ou, MaterW. Investigator.
2. Eifec!ivc with Ibe pay period inclucfUlg luly I, 1995, • 2~ increase at !be E·SIep will be
applied 10 !he salary r..nges of all represe<lled e1 .. se.o;.
3. There will be • salaty-only reopener to c!etennine salary rlmge rates for ~toc! classes
effective with Ibe pay period including Iuly I, 1996.
SECTION U. SpFQ*L COMfFv~SATION
Penoond co.","", by lI1is oompeosatioo plan, in add160n 10 (he sal.ry set kvtlI in Sectioo J above. may
receive special compeAsatioo .. ronow.. Eligibility "'all be in coofoor.aoce "'itll !he Merit Rules and
'"-'. ",
COMPENSATION PLAN
FlRl! PERSONNEL
!'age 2
JteguJaOOnJ and Administrali'le Direct!.es issued by !be CiIJ ManAger for 11>. purposes of cl>.ssificatio!l and
in~
A. Anneal Acfil!;stmcnt
Elfe<:live "jill 1995 Pay Period No. Ill, beginning December 24. 1994. !be prov'..;oo. of Article IX
will. be discontinued and base pay will be increa.«d by I !Ii for classi&ations within tho n:prcscntalioo
..rut. No Annual Adjustment will be paid al'ter Pay i'u.oc! No. 25 in December 1994.
B. O!ertimc· PmmiYID BaR and Standb.,y bY
ShiA penoor.d LSSigned 10 ov.mme relief duty in additioo 10 tI1eir regular S6-hour shift sched\Je sbaII
I'OCdve oYcrtime compema!ion at a ra~ of ODe and one-llli1f times !be employee's basic S6-hour rate,
or out-of..,1ass rate if suc/I ;ppr=. for aD boors of Ihe relief duty wt\. Required off-duty lraining
will be eompensaied at !be ra~ of one and one-half tim.. the basic -iO-hour rate a.'ld emergency
calIbact will. be c:ompensa~ at a rale of ODe and one-hlf times !be basic 4O-boor rale 10 a maximum of' !>ours, and at • rate of ooe an<l one-h&lf timn !be basic 56 hour rate for !bose boors in exc:ess of
8!>ours. Employees receiving standby pay mu': be aV>ililble 10 respo<d 10 Palo Alto Civil: Cen1er "
";!hi. one hour.
F'1te lnsj>c:c1on performing sIlIndby dut)' for !be pIlrpose of fire ,",use investigations shall be
~ at !be raIe.S eSlablisl1ed below:
Regular days off and holiday.
Within 30 day.
OfCOllI@d awroyal
S3S
Jllne24. tm
$4()
$60
All represen:e.l empJoyees wOO are assigr.ed _ in • higJ-.... classilic100Q for longer !han four (4)
coolin""", boon will be compensaled ala higbee pay rale for aD boon worked during !be OOI-of-class
assignmenL This pru>isioo applies as k>IIows:
Fn/ighler. Apparatus Operaaor, Captain or Inspec\O<' worldng in a higher classifi<:alion: Step
10 step.
R.:preseulaOOn unit ctasslfication ",orking as. Bor.alion Q-Jef, lOll; al>ove E-Sl<p CapI3ln, but
J!Ct 10 ""~ 93" of Battalloo (,'hid control pain" Repzesentaliol! unit c1assi&atloo """-".dng
in any oIhcr managerne!1l position, w:ilhla !he ""'g' of !he m.nagemen! position.
1)_ Hu Mal Djf!'mn!i!!l
EBeclive beginninJ w:illt !he pay pcriool including luly I, 1m, • maxlmum of rune position. "'00 Ole
primarily assigned 10 Rescue 1 and who on: Haz Mal Irallled arul certified .,ilI receive • SlI>
diffaaJlial in addiIioo 10 tIlcir base salary_This dIfkrenlill does oot apply 10 minimum staffing
Jeplacemenls.
E. EMf Piifcren!W
~ ~ ~illI !he pay period inclua"'g September I, 1991, represented classiJic:ltiotu,
ext<tJt !he HazM1lous Materlols lrlvesti!.lor, "'he> maintaln E.'-ff certification w:ill recei\le a 2"
dItrercnlill in addition 10 IheiI' base salary _ arr certi/I..,tion for all ..,ppressioo personne1 is
mancIaIotY-
D_ Ip-I irs of Holidu I'i:t
ltq>resentalioo 1lnit fue suppressio<> penonncl in pay status shall receive S.7S boun straigb! 1l .. ~
mgular pay pes pay period in lieu of holidays 10. maximum payment 0(149.5 boun pes year.
E. h1 fur Court Awea!1!lCC
Swon y"" l'en<lnnd appea .. ing in court for !he People shall be compeosated as follows:
Period Rate M"mimum
Appearance on sc1leduled day Tune and one-b.a!f 01 4G-l>oor 4 !Iourt -('tf rate.
loBy '" an court lime during Straight time during shift at N"".
scbcduled shIlL 56-bour rate.
Appcaxaoce on schec!uled work Time and o~-h21f 4O-hoor rate. 2 boun (2-bour
day but DOl during scheduled minimum may not run
shi!L into shift time}
OOMPE.~TJON PLAN
fIRE PERSONNEL
Pa&-'
F. . PIw!.medjc Diffmntial
PammocIic< who !lave completal It", "'l uired trallling ",d btea certified io accordan<:e with 11-..,
program will re<elvc a S ~ differential in addition 10 Illeir 1».. ... salary eff<ctive beginning ";Il! !he daIc
of ""';gnmtnllG ~ PaIamedic duty. Upon completion of six month. of roI3tiooal Para.:nedic
duly, !be differential "ill ilIcrease 10 a lOtI! of 12.5," in addition 10 base saIMy. The Paramedic salary
<lifferen!ial wi1l Iet1ninatc will! the ceuatiM of assignment 10 roIatiorull Paramedie duty. except :Ilat
poramedics will! six or more )'em of Palo Alto panmeOlC service will be y.t2Ied upon ~tioo of
assignment.
ParamedicJ will n;ceive I ooe-rlme cash payment of $500 for oacil bi·annual recertilica6o!!. This
provision applies only 10 active incumbents 0( authoriU<! pa."1ilIl«fl< po<itions ,.flo remain in !he
paramecfl< assignmenl for alleast one addifional year after recerJficalion. The one year "'luiremenl
a&t m:erti!ication. does !lOt awl} 10 !hose parame<!"l<' ,..ho n ... y Iea,e !he program beca_ of...oo.:·
related injury Of illnesJ, oc promotion, ooc does it apply ... ben • paramedic k asked by management
10 JeOel1if:I in ",del to vcllll11a."il) <x1end lhelr par>me<lic serv~ to meet special <lepartmen!al n~.
for • period of less !han one year.
MonthlJ CiI)·paid premium """tribulion. for • retiree·selec1ed PEMHCA optional plan will be made
ill acconIance with !lie Public Emplo)'..,.· MecfK:a! and HospitJtI Care Act Resolution.
H. C-,roqp InStCijllS
I. PEMHCA Hel!!th Plan
Benefits will be provided in accordance will! provlslon. of tfle PE..'dHCA Health Plan.. Monthly
City-paicl pr=ium cootributions for an employee-selected I'E}.!HCA optional plan. will be made
II> the maldmum amount indicate<! in eac\ ca~O<)".
Number of Parties
Covered Momhly City CO<ltribillion
Employee Only Premium for plan selected.
Eligible A~ve Employee Plus On_ Premium for plan selected. Employees
Employee Plus Two or Premium for plan selected.
Mace
."-'
" '".-
.. , .,' ~.
2_ Denl!I! PIin
The City shall maliltlin 11'.0 present level of benefits on !he CRy-spoosored dental program, "''''PI thai !be maximum benefit! per c:alenw year shall ~ 52,000 efkctivc bepmiDg willi
1m.
3. Eifcelive July I, 1986, !he City will provide • SO" of ~le charges, SISOO lifetime
mulmUl1l orlhodonti<: t>enefia f<>< represe<ltalion "nit emp!o:/= and their dependents.
L )'isjgn c>'"
Eifce~ve beginning 0:1Ober I, 1m !be CRy will offer \'lsion care mverage for employees and
~ C<7verage is equivalen! 10 $20 Deductible PIin A under the VISion SeIvice Plan, with
monthly premiums paid '" !be emplOyer.
J. Life tnSUl'3l)(;e
. The City ....ru J'ly1!le following amounts of "",mlum on behalf of Fue personnel:
B>sicLife~
(pes SI,OOO of <'<Jvetage)
L IlW:ioo Reimbursement
Per hy Perlqd
$.13
Per MO!I!l\ (appro.)
S.28~
City win teiml>une "JlO'l"" for 1Uilion, boob, Iect>m t>pes, and cmrlculum fees including coone
relafcd ccmpuw software programs, incurred by employees within !be representative unit, 10 •
maximum of $1,000 per fiscal year for classes given by accredited institutions 01 Jearning O£ approved
specializaIlraining prognuns. The City will abe reimburse professional asscciation memberships and
confeteoce IqislraiioD fees, pro!essiooaI boob and periodicals. Programs must either conlribll!e 10
1!Ie emp\cyee" job per'.onnanoe or prepare !he employee for other CRy positions and must be
approved ill ad""""".
1.. on-Paid fEES EnulIoyee Cootriblltiog
I. EffeCrive with !be pay period includ"mg July I, 1983. !be City will pa)' 1!Ii of !be 9'; PERS
employee cootributioo ""cepe that, subject 10 receipt of fl!vorable tax ruling' by the Ci!y
At1Ome)' no later !han fun. 3(), 19&4, employees wbo retire between July I, 1983 and June 30,
19&4 shall receive. S .6" paJ in..--rease dfective Julyl, 1983 and shallllO! receive the City-paid
l'ERS contribuOoo. For purposes of negotiations and/or aIbitration proceeding' bereafter, City
paymentoClhe 1:10 PERS eml'loyee COJItn"buti<>n ",'ill be deemed ... 7" Ja!.azy adjustment for
!be yeaI 1m) I. 1983 !I-.roogb June 30, 1984.
2.' EffecIIve with 111o pay pcciod including Jul, I, 1984 !be City will pay tile 9:10 PERS emj>loye
<:O!Itriblllion. For PlI-'P""'S of oegotiati<>ns anMoe aroiu-atioo pr~n,s benoafteJ, City
poyment « 1IIe 21i addi!icllal PERS ''''I'IO)Iee cootn"b'Jti<>n will be deemed IS a 21i Ja!.azy
adj'-en! for II>e yeaI July t, 1984 tllroogh J:me 30,1985.
). SocII picl:-up conlributions shall be paid by 1IIe City in lie. of employee cootributioos
noIWithstanding 1IIe fa<t that sucll pick·up of cootribuOOns may be designated as employee
contributi<>ns for puIllOSeS of PERS.
4. Notwitllstanding subsecti<>lls I. and 2. above, l repr=ntati<>n unit employee may eIe<:t to
convert tbe 91i City·paid PERS contribution to • Dlary adjuslment of equal amount on lone
time irrevocable basU for tile fir.al !wel'e 1DOO<hs immediatel, prior 10 • ~t, pnMded
dial all of 1IIe i)llowing condi600, are met:
. .. The employee must !lave at !east 20 year. 0{ PERS safety memb6 service <redit as 0{ 111<
date oC Rlirement; as aD altemati,e. employ= JUn:,j prior 10 July I. 1981, may quaJjfy
by aW!iniJIg 1IIe age cf S5 at 111< date of retirement 0< attaining tlle maximuln PERS benefit
foc\o< oC 15".
It. The electioo must be made and service retirement appilcation file<! fur retlremcn1 date
certain 12 mdlia>s prioc: 10 retiremenL
c. D-.1rlng 111< '12·mon:lt couvernioo period, 11"", employee ,hall pay PERS employee
.cootributioos.
4. All provision. cl 1M. sub, ... :OOo are subject 10 a.'ld """diti<>ned upon corn~ wie!l IRS
lqlllations.
S. Effectlve June 24, 1995;
l. The C"II} will discootinoe payment oC PERS Employee Contributiooo (FJ'MC) and
diiCOOtinue all proYisions containe4 in Paragraph L;
b. The City will inc= Ibe hase pay oC all represente<l cIa,,,,, by 91i fur PERS Safety
Memb6s and 71i for PERS Ml=fianoou, Members;
c. Employees in >ep<esente<l cl..... "iii make PERS Member Contribu:ioru by payroll
cleduetlOll.
,._--. -.--
/':
d. The CJty will prooMe for Mom"," .. Contributions 10 be n1lOde as ... 'le ... "" llndel provisions
0( IRS Code SecIioo 4!4(h)(2).
'The CiIy will provldc & depelldenl care assiS1llnCe program i'o< e1'Iployees accoor"" 10 the provisions
oflhe Federal Ec:ooomic RecoYery Act 0( 1981. CocIe Sec600s 125 and 129. The progrilII will be
availlblto 10 ~1alioo unit employees beglnning with pay perio<l "umbef 1 0( 1994, and remain
iD ~ subject 10 ~ RO.9OIl3b\e minimum porticipatioo level and IVllllabilily of dUrd party
""ministralive sezvices at • ~Ie cost.
' ... -. . '
CX1V 01' PA~Q .~ TO COl4.(NSUXON ,,,.
, I.! .UIONNn
E,,!Otlv< JUI"Y ~3. 188"
O\.ASS TJTle' RANU( 'A""OX1MU€ '0'" s1'l!' HUM NUMPlill • ~H O-U R ~ y ••••• ANNU4~ MON~H~V. ~ •••• a X • w ~ E K ~ V •••• w •
IAI 1"1 lei I~' I~I (A, (.1 (C) [01 IE)
801 FIR£ A~'ARATus 0, 1941 !1,41 20.~~ 21,~O ~2,84 2',28 50,'10 '.20S l552.MO 1841.80 1~3'.OO 1835.20' 11'0.10
602 n«t CAPTAIN 2111 21.1.23.2' 24.58 ~5.ee 21,41 51,151 •• 183 1151,40 1"0,00 11'1,40 1018.20 21 ••.• 0
60) FlRt. IN511tCfOR 2302 n.Ol 2',3. 21.7. 27.22,7',7' U,8U 4,'" 1141,10 1041,20 205',20 ~117,'O 2302.40
00. ;Ift~ nOHf£R 1143 18,43 '8_4920.11 21,'le 23.0a 47,.2) 3,.13 1474,40 11S1'I'O 1''''.10 I1i;t, 2ft 1I43.lQ
60. OP!R 'ARAMt01O·5~ 2041 20,41 21.S8 22,12 24,13 25.S1 53.080 't"~l 1832,10 1)28.40 1.2&,10 1130,40 204~
eoo OP[R PARAM(QIC~12,5 Zu. 21,18 2~,12 2~,~.,2S.'S 17,)) 58.114$ .,737 1741,.~ ll~"ao 18'5.20 2bel.OO 21.8 •• 0
001 'AP'rAft. MAAJIIiIIE:OlO .. '5_ 2302 23.01 2 •. 3~ ZS.7( 27,12 21.71 59,"2 A,au 1141,eo ."7.20 205',20 2171,80 2302.40
00' OAPTN '''~AJIIiIIE~lO-12,~ 24'12 ,24,72 '8,14 27.14 2t,U 30,DO 1114,2'12 5.lse 1'77.1~ 2081,20 2211,20 2~~7,'0 2412.00
.0. INapo'~ ~"~AMtDIC .. 5_ 2411 2A,11 ~!,81 27.0~ 2',58 ~O,21 U,'711 'S,:UI 1'34,'~ 20 •• ,80 2113.20 2217,20 2~11,40
81. IN»~TA ~~9AJ11i1100.12,~ 2'5'1 25,1127,.02.,'7 30,.1 )2,), 17,"1 5,114 2:072,102112,00,2317,102"'0,,",02$11,20
.:;, .:.0~::'}~;iZi~]:;~;~§~~i '7& , 'OH1'1t PA"A"'~OIQ.!!i-l 1030 1',38 20,l1 21,85 22,10 24,~0 50.33. 4,184 15040:.0 1137,1101132.001131.20 10'8.00
176 ~ FOMrA PIIAAMDC.12.5 1017 20,77 2l.111 Za,"2 24,D! 25,8' 53,01. 4,400 1111.eO 1758,10 18$1,80 18'4,00 107'.10
117 HAl MAT SPEC 24n 24,15 28,08 2'1,58 28,14 30,11 114,016 &.3'0 1972.00 20'4,10 Zi04,aO 2331,ZO 2'84.10
'" HAlMAT INVt_fIOATOft 2002 ZQ,e1 ~l.ll 23,0' 24,3' ].S,7' S3,ln A,,!l1 18".110 1744,10 i144.IO 1850.40 2012,40
liD rIR[ FXGHT(R HAl MAY 19.1 18,37 zO,41 21.85 22,R~ ,4,21 '50,3§1 ',10' 15 .. 0.80 113'.40 1732,00 1132,00 1"'.10
"I flA£ II"R 0' HAl MAT 2(14.1 20.41 21,51 22,12 24,13 ZS,§1 53.080 A,421 1132.10 1721,40 11:~.8~ 1030.40 2040.'0
012 FIR~ CA'TAIN HAl ~T zao. 23,01 24,40 l!,IO 21,21 21,1' 80,001 ',000 114 •• ~O 1152,00 2084,00 2111,40 z,o~
','" '.;' ,:(." .'.'., ;.',J~.:\'~," ,[ 1110 'IRf FIO"'!~ fMt Ull 11,11 10,'8 ll,03 22,23 J),Sl ..... 00 _,(111 n04.IO 1181.20 1"2,40 n7',~O , .. '.\ ... 'IMt 'OHYft HZ JIIiIIT (NT nn 18.7! '0." 22,01 '3,~! 24," 1l.:'U 4,271 1510,00 .171,1.0 "'711,1t0 n8 •. 00 1871,20
Ins 'IRE A'~~A1V' OP EMT lDiO 18,10 20,'~ 22.14 23,41 24,15 51 •• tO "'.'10 1514,00 .875.20 11'71.20 1172.10 1'10,00 ... rIRE'A' OP Hl JIIiIIT EMT 2011 , 20,81 12,00 23.211 2',10 2'.01 ·'",,100 4,501 1884.10 17~O.OO 1140,10 10 ••. 00 lOIO.IO
•• 7 FIRE OA,TAIN EMY 20!'''1 ~2,",1 23,89 25,0' 28," 2',~1 51,Z80 ',155 1712,10 119n,20 2004.00 2118.20 2240.'0 ... F1t( OAP HAl MAT EJIIiIIT 2350i 23.~4 14.0' 2.,32 27,13 1',43 81.114 5,101 1113,20 l"1,20 2105,80 2228,oiO 2)54.40
•
~ <> g °4r ° " @ --.. ": ..
.~ .; N " ~ ~ N :: ~ ~ N N
ft .. ~ <> N ~ ~ ~
N ~ N " " N N N
" C> " 0 ., 0 " " ~ ": .. '! '! N a ":
'0 ft .. .. .. l! .., .. ~
~-N .. " • N .. ~
N .. " .. ~ N ~ ~
J N ~ N ~ N N N N
'" ., <> <> <> ., 0 C> C> .. .. <> .. ~ .. <> '" w-e <> N .. .. ., N .. .. w_ 0 .. .. .. .. <> .. ..
~ ~ .. • ~ ~ N N ~ N ~ ~ ~ N N N
<> " " " <> <> <> " " .. ": <> .. <> .. N
~-• .. .. ft <> .. .. ft ~ .. -.. • .. .. .. .. = N • .. • ~ ~ .. .. ~
~ ~ ~ ~ ~ ~ N N
" 0 0 .. <> " <> " ., .. '! .. '! <> .. ":
.~ <> .. .. .. .. ~ !:; ~ .. ~ .. .. .. ~ • .. .. .. .. ~ .. <> " ~ ~ ~ ~ ~ ~ N N
L -.. .. ~J .. .. " N N ~ .s .. ~ .. <> ft .. .. ..
~ '! N .. .. -.. '! .. o-M .. .. .. .. .. .. ~ ..
~
~
J <> <> .. N -.. 0 <> .. XJ ~ .. N <> .. ~ .. ~ Q .. ~ N ~ ~ .. ~ "! ~ ~" .; .. LZ ~ .. ~ -.. ..
LZ .. .. .. .. .. .. .. .. ....
.-.. .. .. ~ .. .. ft ft
~ "! .. "! '! .. " "! .. .-.. .. .. .. -.. -~ • H ft N -N N .. .. . -.. N .. <> ~ .. " N .. ~ "! <> -. "! ~ .. ~\ .-~ >-ft " .. " >-.. ..
N N N N N N N N
J .. ~ <> .. .. .. <> -~~ N <> ~ ": .. N ~ -" .. N " .. .. .. .. ..
N N N H N N N N <> .. N ... .. 7~ .. .. -~ .. .. .. <> .. .. '! .. .. " N N " .. .. ..
N N N N N N N N .-<> ft <> ~ " <> N :: .~ ". -" .. " .. ": .. .. -.,; N ft .. ..
N -N N N N N N
Z
" W~ " ft <> -C> <> N :: J i W -~ N .. ft .. N ~ :.1 ~ .. ~ " N ft .. ..
• H -N H H N N N
li • z -.= .. ..
~ Ii z " !i: Ii w N .. W ..
~ ,. w ,. w ! .. w "! .. w Ii ..
J .. ,. .. ,.
C> " ~ • N W .. '" w .. <:> <> -N ~ .. i • .. ~ or i c " i • W
J
J
W C " . <> ~ .. W L ~ i <> i ..
W J .. • i 3 z .. z C & C C E ..
l ~ -.. L E .. L J c .. % % L
L ~ W .. .. E .. ..
~ :!; L ~ W E .. L ... ~ w -L L .. .. l\" .. .. ~ ~ • 0 0 <> <> <> .. .. w w ..
~ .. • L :5~ • " N ~ .. .. " --L .. .. " .. " " " " <> .. W 02 .. .. • .. .. .. .. »
otYV 0' 'A~O~'YO COMP£NS~YIOH ,~.
'I~! ,I!RSi)NNfi.
("lOTIVE O(C!NB£R 2', l~'~
OlAIS TXT!,.!!' RANG!: ~'''O~I''1t ~.y~, NUM NUMBER ~ • • ~ -H 0 ~ , '~ ¥-~ ~ • • ~NMU~~ M~ _... ~ -8 X • W £ E ~ ~ v~ • • • ~ IAI III 101 101 1(1 lA' Ie) 101 101 1[1
001 'I~E ., •••• tU$ 0' lQ,O 1',80 20,72 21,'1 23.11 24,00 50,080 4,2'. 15",00 .157,'0.1702,,0 1.'3.80 1.'0.00
802 'Iltl C,.,TA%N 2220 22,2023 .• 7 2 •• 12 28,24 27,7' ~7, 720 .,11(1 1778,001'11.60 '.'0,10 20".102220.00
.0) , UE I ... EOT(Ht 2;12. :3,2824,10 2t.Ol ~7.S0 2t,UI tJO,.JIl 8,040 1'.0,10 10 ••• 00 20'0.10 2l00.00 232 •• 40
'0' nlE 'IOHru: au 11,12 10,08 ~O,'2 22,o~ 23.:1 ",U2 4,on l.",IO l"',2Q 1.'~,80 1111,80 1'12.40
80' 0"1 'A'AMI~IO~S~ 2002 20.12 ~l,ll 2G,08 24,3' 25,1. !J3,U2 4,'" 1140,80 l~A~.'O l'~".O 1'~O,Aa 2oe~
BOB o,~~ '''RAM(OIC-12,5 2~O' 22,01 23,)5 2','0 21.10 27,'0 5'1,.01 4,1" 1718,40 1"'.00 l01§,20 201'.Q~ '20t.00
801 CAPTAIN 'ARA~oXe.~~ 2n. 23,2' 2'.'0 28,01 27.'02.,08 .0 .... 5,0.0 1880.'0 1'8'.00 20.0 .• 0 2100,00 2328.40
80' (lA"YN IlAItAJIIII!OI().U \ IS 24111 2'." 26.'~ 21,f1 ~1"2 )1.21 ..... u 5,.0. 1187,80 2'J~.OQ 2~'3,'O 2)11,10 ,.".10
80-INS'OTR "A~~O~C.5_ 2442 24._% 25,'3 27,31 ti,l? ,o,~a U.$02 ~,Zllll l'~)"O 208ft.4~ 21 •• ,80 230'.10 t~~2.'O
:'1, -~ ,', ~_".7_.'~'''''',-.'·'n'''.'', <it·~·'·.iI'!""·-I.i'J:~.h ·fI. ,"~; 010 IN&~CfR ~~"AMOO¥12,S 2111 ~',11 ~7.'7 21,Z. )0 .•• 32,'1 11,03' I.'" 20.),'0 221).10 2).0,10 2475.10 ~.11.'0
815 ~ 'OHTR 'A"A~EDIq~§~ 105!!1 11.'5 20,11 '1,t8 2),IJ " .• ' !!IO.IJ! 4,'3. 1514.00 1.5).80 l7".tO L141,IO 19S~,lQ
". , 'O~rlt '~ItAMOO·~2,5 2011 20,0' 22.11 23," 24.11 21,23 U,U8 ',UD 1871,40 1715.20 1111.10 1"'.10 '011,'0
8" t(Al; t¥.T 9PlC 2.'0 2A,10 20.)) 27,14 21.4' 31,13 U,750 ti,3" 1"2.00240',40 2227,2Q 2~55,2Q 2.'0,.0
B1' H~l~T XNV£lfi4A1OR 20U tQ,t3 lI.O) 23,2i ~ •. ,a 28,OA "54,183 ',S13 11'0: .• 0 17'~'.O 1103,20 1870.40 20'3,20 t:!W:/;,~-~i''-'~'" 'J'\,,\',t .. ·~\,.:,.' ., --. _' "1~: I ' .... \" ,+\-,(~,.t-\!.).·:,.'~;~oJ, ,,,.',.',,,,--:~,.,. •.. , ,).
.. 0 'tR~ 'IOHTrft H~l MAt use 11.5' 20,1, 21,.~ '),12 2A,45 50,IU _,:13' i~'.,'O )'S,,~O 17AI,'O 1"1.10 1118,00 ,:"I,~. __ ','-"\; .. ":,h;,l,':':. ¥,,'. _,','/;:-' -, I'· ': ,~ ,
.. I 'l~' AP"R Q' H~l ~T 10': 10,.~ 21,81 )),01 1'". ~5,7' ~),1I22 ., .... l'.'.IIQ 174&,tO 18'A.,0 il~~,'D ~Qe2,.O
.U 'I~~ OA~TAXN HAZ ~1 ~331 'Z3,3l 2",$5 2',01 17", ~',1" 10,eH 5,t)SO 1.1'.10 '172,00 201',10 220~.'O 1~3~
'U ;Ifte '16M'l~ ~~ nco 11,00 20,01 2I,~' Z2,., 23,75 U"OO 4,111 1520.001'07.20 Idll.IO 17'1.'0 1.0 ' ... 'IR£ 'QKlft ~z Ml lMf III', lQ,~5 21,iO 2,,)1 23.51 2',.' U,I7I '.'22 11'1.00 1181,00 t1 ••.• 0 1'11.20 11'5.,0 ~i".r" .. ft':,' '" ,. ',,:, .'0 '1'( A"'ATUS O. '"T lOQP 20.0021.1\ 22,38 23." '~,O~ !!t2,OOO ',33~ 1100,001802,0011".101891,202000.00 ;."!' .:,?tt'" 'J!r:t,:;',' ... fIR( A, 0" M~ "1 (MT 210;Z 21.02 22,~3 23,51 t'.15 ,f,2' 114.,"2 ',~~!I le'l,ln 1771,40 1880.10 lall,~O 2~O2.'O .. , rIR( CA~TAtN [MT 22'3 22,S' 23.93 25,30 18,10 '1,2e 'lI,'43 ',.00 1110,~~ 111'.'0 20~'.O~ 21.0,86 ~2e3,20
"'.' ''', ". :', '~.':"/,;" ;;-"<~~~':.'l\\':· (,':i;·,r"~":.il; ... FXR( OAP HAl MAT €Mf , 2378 2),1. 25,15 28,59 21.12 ~8.13 u,n. 5,11)3 lQO~.'O 2~12,QO 2111.2C 221V,eO 237',10
C1Tv or PA~Q ~~TO OOM~!HlATXON PLAN
'I"I!: ,ItRSQNNIU,.
€"EO'UY[ ~tC!MlEft ~A, 19D4
OI..A$$ TITIoI! ,AI\IQ!
NUM N_~~ ... 'II' XN$~~¢TOft EMT 2)7"
•• e , 'OHT. 'RMDC~S (MT 1113
ell ; 'OH ~~~O.12,5 ~MT 2.I,U
082 O'[R ,IMOC·5 (MT )'102
.t) O,ft 'RMOC~12.~ rMT 22.)
." CA" P'MOC~~ t~ 2)'14 .. , eM,'r 'RM)C" 12 ,!I EN'!' 2S4.
••• N~l MAT "[0 (MT ji'53:8
<1/ -H 0 U" 'I.,y. w • ~ "
IA) I') IQ) ID) I')
2$.14 2~,lA 2',IS 2 •• 0) al,.1
II", 21,07 22,tl ;3,!' 2',11
21.42 22 .• ' 23.t. 2~.33. 2'.~.
21,02 22.2) 23,51 24 •• $ 28,21
22.'3 23." 2'.)8 :8.83· 2' .1'
2,,7' 2~,11 2',5S 21,01 li,'1
2',41 18,'4 21,40 30.12 31,IS
Z!,)O ~ •• IB 11," lO,Ol:31.14
A"ROXI~TI TO' ITr,
ANtNAI. t«)HTHLY <II ..... " ... l: ," W IE E te, L V· " .......
(4) ~.) tt) (~) IE)
1J,,7:). &,1" ll0l,20 2001.'0 ZI14,GO ~2.',eo 2J74,AO
&,l,IU .,317 lal.,'O ~.a",o 17'2,'0 11""0,1"',10
ft1J,702 •• "1 1713,'01112,00 Ill',OO 2028.'0,21'2,40
!i'.'" 4, !!is 18'1,10 1771,'0 1'10.'0 1"1,00 21~2.co
5I,U2 4, III 1102,.0 1105,80 2015,20 2l)Q,'O 2Z~~
81,734 S.ll4 110'.20 20QI.IO 2124.00 22.~.'0 2374,40
",241 S,UO 2031.'0 ~155,10 217e,20 240','0 15.'.00
.'.011 5,1101 2~31,ZO 2141,00 217l.10 2401,'0 Z'3'.~0
'.
10
;'1
011! ~ 'A~O A,TO C~!NS'TION ,.A.
I' I~E PtftSONNEL
E'I'£OTXVE JVI.V l. U.S
OLA5I 'fIT!.!! ""NOl A"ROXI~Y( ~ S~[' HUM NUM8~a: • M ~ • -H 0 V R L y. • • • ~ ANNUA~ 'fHLY _. ~ • fl -8 1 • W [ [ K ~ v-~ •••• IAI ,81 ,01 101 1[1 IAI 181 10J 101 1£1
'01 FIMf APPARA1US OP 21)B ~l.)B 23.01 ~'.3a ~S.)2 2).20 U,S7S 4,7U 1)40 .• 0 ;'40.'0 1"'.40 20').'. ~17'.OO
.02 !'IU CAP'!'AIN lee4 24,8421.05·21,5529,1330,80 ".OU ~,331 1871.20 2014.00 220'.00 23)0.40 2 •••. 00
'03 P'U! XNIJP'EcT'OIl 2512 ,5,12 27,)1 21,17 30.R3 32,2. 87.1'2 5.'15 20".80 :11',.0 130'.10 2442.40 2'12.40
:' .,,'.F ';<~a'tJJiISrII ~ CIIIIIrJI2I!'N'~iJIIiW'i~'bi BO' nlte !'IOMTeIl 2001 20.87 21.1. "3fl~ 2 •••• 25,14 5),7011 ',47' l'~3.eO 17'8,10 1 ••••• 0 1155.202081.10
.0. OP[R 'AIIAM[DI~wS_ 2280 22,80 '4,22 25.81 27.01 ".83 5',550 4,IU 11'2.00 lt31.80 204.,10 21eV,40 221~
'0' OPEl! '''.~(ble.12.S :!.~1 2.,51 lS,I)2 21,41 21,9, )0,84 83, )'11 ~.'10 11)10,10 ,07S,eO Z10~,'O 2311,.0 24~1,20
• 07 CA,TAIN 'A~AMfOlO.5. 2582 25,12 2~,31 " •• 7 30,53 32,~ • tJ1,U2 5 .• 585 20'5.10 21 •••• 0 ~)OI,.Q ~.4' .• 0 l51Z.40
.0. OA'TH 'AAA~DIa~12,' nYI 27.71 21,30 )0,1' 3Z,1tJ 3.", 72,051 1,00. 2211,10 '3'.,00 2478,.0 2420,10' '711,20
• 0. IN8'OTW 'A.AMEDIe~$_ 1711 21,11 21,17 '0,'1 32,05 33,.1 70,.11 5,17 • 2181,10 22'3,802424,10 2ft •• , 00' 2711,20
810 tNIPOTA 'AIAMD¢~l',! ,2I)OS 20,0~ 30,71 31, •• '4,3. 3',31 75,52. I.'''' 2324,00,2'51,102501,.027'7,'0 alO •. IO
B" , 'OHTR PAMAM£OIC-S_ 2170 21,70 '2,iS 24,27 25,1' 27,~3 ~6 .430 ',702 1736,00 Jl31,00 11011.60 'O!;2,80 2170',40
01. , 'OH1R 'A~A~C.IZ.5 n30 23.30 '4,ft. ,8,OS 27.55 21,13 OOf~IO 5.0.' 11'4,00 1971,20 2014.00 220'.00 23'0 .• 0
fJ17 HAl MAT 1iI'~e 271. 27,1' 21,1030.3& 32,01 33,83 '10 .S74 &.111 2171.20 z:tfl' ,00 2421.00 2fill ,~O nl.,40
."1 HAlMAT IHVfITIBA~O~ 2270 2~.'0 2.,01 15.31 2.,'. 21.~' 58.030 4,O~P l'~~,OO leZO,ID 20ao •• 0 21.7.Z0 2210,.0
.) .. :." ,_ ... ",." I "0 'IR~ rIGHTER ~A~ MAT 2171 21,7.11,1, 2'.21 75,17 27,1. " 51 ,'~! ...10. 17)1,10 1'18,10 1841,.0 2053,80 2171,20
~t::'.~\~~:!.·,~>.""~"'·iI '. , ",' "' '" 'IRE A'P~ 0' ~AZ MAT UeO 22,00 2 •. 21 Z~,'l 27,01 21,13 '58,550 4.1I~ 1'32.00 l'37,~O 2041,10 218$.40 2210.40
.' ,~, ' . .. , ~IR! OAPTAIN ~Al MAT 2581 2',1127,3' 21.13 20,$. 32.3' d1,211 ',101 2010 .• 0 211~,'O 2314,40 24'1,20 2"~ ...\J
fill fIR[ 'IGHT~~ (NT 210. 21,01 21,30 23,11 ~.,.3 28.3' I •. 12. .,18' 1"7.10 171.,00 1.1',.0 1~",.0 210 . ... rlkf 'QHT~ Hl MT ENT 22J.' 22.14 23.41 2'j78 ,8,11 21.81 ~7,!i14 .4,707 1111,20 1172,80 1110,'0 '09.,40 2214,40
'" FIRE A'P~~TuS 0' EMf 2220 22,20 ~3,47 11,82 2e,2' 27,15 SY.720 I,UO 1778.001877,10 1015,10 1.080,20 22~O.OO ... 'I~E A' O~ Hl ~ £Nt 2334 2).34 24,ftl 2,,1021,80 2a,11 8<J 1 BOC S,O!!7 118'/ . 20 107 •. 40 2011.00 220',00 2334,10
'" "~t OA~TA1N EMf 2512 25,12 21,SI 2'.00 2,.70 31,_0 1J5. )12 5, • .o1i2 2001.10 212_,10 2~'~.20 2)78,00 25!2.00
.. _ ...• _ .. __ ._-.11 'I~e GA~ WAt MAt £M1 2e-40 28,4021.01 21,52 31.21 32,00 ",14(1 5,120 2l12.00 22~l,IO 2301.10 24'8,10 2.'0,00
, "
OITV Of 'A~O A~'Q OOM'~N'~TXON '~AH
HIt£ "I!:~'ONN!I,
for.reflY. Jijl,' i.. Ut!,
CLASS flTI,! "ANQf NUM NUfIIB~R ... 't~, IN.'ro,~ (MY 2U5
"0 ; ,aMT. 'RMD~~~ (MY 221;2
"I , 'ON PRMQC-12,5 £M1 13)'
u, O'(R '''MOe-! EMY 2334
.. 3 0'" PRMOC~12.5 ~M1 "01 ... CAPT '~MQO·5 (MY 2113'
69S CAPT PPMQC~12,5 EMl 2UI
og. HAt MAY SPEC EMT 2'18
•
w ~ ~ ~ ~" 0 U ft ~ v-~ • ~ -
'" ,I) (0) ,~) III
4"_OXX~Y! ~' Sf!~ ANNUAl. r4'1'HI.V • ....... 8 I .. W ( ! K L V" .... " .... ''I ,I) (0) (01 (II
.8,3' 21." 2'.40 ni,l' 32.14 .',518 1,'Oil 2101,00·222'.'023'1,102.'2.00'2"'.20
2a,12 23.3' 24,13 ,8,1! 27,'S ~1.U2 04,7., 17'1,'0 "'.,%0 "71,040 2012.00 Zlla.GO
23.71 25,15 2',58 21,12 20,~3 81,131 5,1!, '.01,002012,00 '11T,20 22 •• ,tO 2371,00
23,'4 2',18 28,L~ 27.'0' ",1' 80.!l1Jot 5,057 UA7.20 1114."0 2011,00 2201,Q(I U3'.'O
25,01 2'," 2Y,'~ la,S' )1.2' 05,020 5,411 2000.,0 2.u;,20 22t.1,IO 2304,10 250.
28.3'52'1,10 l'\ •• 3L.L5 !'l,U GS,5J,'\ 5,10' 2~O',OO 222'.10 2351,10.1'82.00 21)5,tO
2',21 Zg,DO 31,'2 '3,4' ",3' n,5Z' e.121 2282,'0 '382,00 2520.10 287',40 2'21.00
28,18 20,10 31.51 33.32 3~,23 '13,211 l.l0G 22~4,40 23$.,00 2520,~Q 2'15,$0 ZIII,40
~ :' .. , •
, , ,
. :.