PROFESSIONAL AGREEMENT BETWEEN

INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS, LOCAL 2445

AND THE

CJnT OF TITUSVILLE, FLORIDA

October 1, 2016 through September 30, 2019

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TABLE OF CONTENTS

ARTICLE PAGE

1 RECOGNITION 3 2 MANAGEMENT RIGHTS 4 3 EMPLOYEE RIGHTS 5 4 EMPLOYEE BENEFITS 6-11 5 PREVAILING RIGHTS TERMS AND CONDITIONS 12 6 CHECKOFF 13 7 OCCUPATIONAL DISABILITY LEAVE 14-15 8 SENIORITY 16-17 9 PROMOTIONS 18-20 10 UNION BUSINESS 21 11 GRIEVANCE AND ARBITRATION PROCEDURES 22-24 12 DISCIPLINE 25 13 UNIFORMS 26 14 TRAINING 27-28 15 SAFETY AND HEALTH 29-30 16 HOURS OF WORK AND OVERTIME 31-33 17 PAID LEA VE 34-37 18 VACATIONS 38-39 19 HOLIDAYS 40 20 LEGAL PROCEEDINGS 41 21 TUITION AID 42-44 22 INCENTIVE PAY 45-46 23 WAIVER 47 24 AL TERA TION OF AGREEMENT 48 25 STRIKES AND LOCKOUTS 49 26 DRUG TESTING 50-62 27 WAGES 63 28 NOTIFICATION 64 29 DURATION 65 30 LABOR MANAGEMENT COMMITTEE 66

SIGNATURE PAGE

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ARTICLE#l

RECOGNITION

1.1 The City of Titusville hereby recognizes the International Association of Fire Fighters, Local #2445, as the sole and exclusive bargaining agent for all persons in the Department of Fire and Emergency Services within the following classifications (with or without Paramedic):

Fire Fighter Driver/Operator Lieutenant

Excluded are all other classifications.

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ARTICLE#2

MANAGEMENT RIGHTS

2.1 Except as expressly limited by the provisions of this Agreement, the City reserves and retains, exclusively, all of its normal and inherent rights with respect to the management of its operations including, but not limited to, its right to determine, and from time to time re~detennine, the nwnber of employees, location and type of its various operations, fimctions, and services~ the methods, procedures, and policies, to discontinue any operation, function, or service, in whole or in part, from, with, or to any of its departments; to select and direct the working force in accordance with requirements determined by the City; to create, modify, or discontinue jobs; to establish and change work schedules and assignments; to hire, transfer, promote, or demote employees; to lay off, furlough, terminate, or otherwise relieve employees from work for lack of work, lack of funds, or other legitimate reasons; to suspend, discharge, or discipline employees for proper cause; and otherwise take such measures as the City may determine to be necessary to the orderly and efficient operation of its various functions, services. and activities.

2.2 If, in the sole discretion of the City Manager ( or his or her designee ), or as specified in the City Charter, it is determined that civil emergency conditions exist, including but not limited to, riots, civil disorders, hurricane conditions, or similar catastrophes or disorders, the non-compensation related provisions of this Agreement may be suspended during the time of the declared emergency.

2.3 The provisions of this Agreement may be suspended for bankruptcy.

2.4 The City agrees that casual personnel will not be permitted to replace or substitute for bargaining unit employees, except as may be agreed or imposed, to the extent permissible by law, through negotiations at a future date.

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ARTICLE#3

EMPLOYEE RIGHTS

3.1 All bargaining unit employees shall have the right to join the Union to engage in lawful activities of the Union including collective bargaining, and to present grievances which may arise out of the interpretation of the collective bargaining agreement as herein provided, without fear of restraint, coercion, discrimination, or reprisal.

3.2 There shall be no discrimination or intimidation against any employee because of the employee's membership or lack of membership in the Union; or for the exercise of any rights provided by this agreement or by law. The City and the Union agree that neither will discriminate against any employee because of race, color, creed, national origin, gender, age, or disability status. Bargaining unit employees are required, prior to instituting any court proceeding regarding any matter covered by this provision~ to grieve and arbitrate the matter in accordance with the grievance/arbitration procedure contained in this agreement.

3.3 The City shall comply with Flolida Statutes 112.80 (Fire Fighter Bill of Rights). Union officers appearing at any meeting conducted in accordance with the Fire Fighters' Bill of Rights may be present as a representative.

3.4 Nothing in this agreement shall be construed to prevent any employee from presenting, at any time, his or her own grievance as defined in Article 11, in person. Such grievance shall be processed in accordance with the provisions of Article 11. No grievance shall be resolved without prior notice to the Union.

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ARTICLE#4

EMPLOYEE BENEFITS

4.1 Bargaining unit employees who have prescription eyeglasses or contact lenses. false teeth or partial plates, wristwatch~ or personally owned equipment authorized for use by the Fire Chief to perform a special assigrunent that is damaged or destroyed in the performance of their duties, shall have such items repaired or replaced (which ever is the lesser cost) by the City. The City will not reimburse for damage that is the result of normal wear, negligence of the employees, or damage resulting from the employee's failure to use proper safety equipment provided by the City. Claims for loss outlined in this article must be reported to the on-duty Battalion Chief within twenty-four (24) hours of the loss or damage. The claim must include an explanation of the circumstances involved and any witnesses to the incident. Reimbursement will not be completed until after this information is reviewed by management to determine if it is applicable for reimbursement and a written estimate are provided to the City. Reimbursement shall not exceed fifty (50) dollars for wristwatches or one hundred fifty (150) dollars for prescription eyeglasses or contact lenses.

4.2 The City shall undertake the defense of any bargaining unit employee against civil damage suits filed against the employee while perfonning any of his or her duties within the scope of their employment as required by law. It shall be the separate responsibility of the employee to determine whether or not a counter·suit should be filed (at the employee's own expense). The City reserves the right to file any suit or counter-suit it deems appropriate on behalf of the City.

4.3 The City shall provide the health insurance plan as authorized by City Council. The City shall provide this coverage for each full time employee of the bargaining unit at no premiwn expense for the employee. Dependent coverage may be purchased under this plan at a rate of fifty percent (50%) premiwn for each the employee and the City.

Effective the first of the month immediately following ratification by both parties the retiree health insurance premium benefit for employees hired prior to October 1, 2003 shall be as follows: 50% of the active employee - only health insurance premiwn or $8.00 per month times the number of years of continuous credited service not including any years of service purchased in the municipal pension plan, whichever is greater.

The City•s retiree health insurance obligation shall not exceed $500 per month for all employees hired prior to October 1, 2003 as of the effective date of this Article.

Employees hired subsequent to October 1, 2003 will receive the benefit in effect when hired.

All persons retiring subsequent to the effective date of this Article, whether hired before or after October 1, 2003 shall pay, the entire cost of the premiwn for the dental plan made available to retirees.

Notwithstanding any Article or other provisions of the Agreement, this Article shall prevail to the extent of any conflicting provisions.

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4.4 The City shall provide incidental medical malpractice insurance coverage for all members of the bargaining unit in a form specified by the City.

4.5 The City agrees to continue providing long distance call capabilities, provided calls are made collect or by credit card.

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ARTICLE #4-Con't.

EMPLOYEE BENEFITS

4.6 Any employee who is on shift the day any applicable regular, general, or special election is held within the confines of Brevard County is encouraged to exercise his or her voting right. The employee shall be required to notify the Battalion Chief of his or her intention to vote at least one hour prior to the beginning of the shift, to assure that operational needs are satisfied. In order to permit sufficient time to vote, those employees will be allowed to report to duty at 08:30 a.m., allowing one and one-half hours of voting. This section may be adjusted by mutual consent if the starting time is changed to earlier than 08:00 a.m.

4. 7 Retirement benefits and employee contributions for employees covered by this Agreement shall be as provided in the City of Titusville Police Officers' and Firefighters' Retirement Plan (the "Plan"), except as provided below. All changes to the existing Plan shall take effect on September 30, 2012, or upon implementation, whichever is later (the "effective date").

1. The accrued pension benefits of all bargaining unit employees who are members of the Plan, employed and not participating in the DROP on the effective date will be frozen on the effective date, as provided herein. The frozen accrued benefit of each member shall be calculated based on the Plan provisions in effect on the day before the effective date, and each member's credited service and average final compensation on that date. All such members shall be 1 00% vested in the frozen accrued benefit earned prior to the effective date, and will be eligible to receive the frozen accrued benefit upon reaching the nonnal retirement date in effect prior to the freeze (age 55 with 8 or more years of credited service or 25 years of credited seIVice ), and separation from employment. The compensation used to calculate the frozen accrued benefit shall include the member's accrued leave hours as of the effective date that would be included in compensation for pension purposes if the member retired on that date; provided, the member's accrued leave balance shall be reduced by the use of vacation or sick leave after the effective date, and the member's accrued leave hours included in the frozen accrued benefit shall be adjusted accordingly at retirement. For example, if a member has 200 hours of accrued leave on the effective date, that amount will be included in compensation for purposes of calculating the member· s frozen accrued benefit; however, any vacation or sick leave taken by the member after the effective date will reduce the 200 hours of accrued leave, and upon retirement the member's frozen accrued benefit will be adjusted to reflect vacation and sick leave taken after the effective date. Such members will accrue benefits on and after the effective date in accordance with section 2 below.

2. Plan benefits for credited service on and after the effective date shall be the same as the Plan provisions in effect prior to the effective date, except as follows:

a. Benefit multiplier: 2.5% for credited service earned on and after the effective date.

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b. The nonnal retirement date shall be age 55 with l O years of credited service or age 52 with 25 years of credited service. Provided, members with 10 or more years of credited service as of the effective date keep the current nonnal retirement eligibility, but all other changes apply.

c. Pensionable earnings (salary): base pay exclurung overtime and all other compensation, except that the incentives listed in Article 22.1 - Article 22.4, up to a maximum of $6,750 per year, shall be included in pensionable earnings.

d. Average Final Compensation: average of the 5 highest years of the last l 0 years of credited service.

e. Vesting: IO years of credited service (including service prior to effective date).

f. COLA: No COLA applied to benefit based on credited service after the effective date.

g. Member contribution: 6.5% of pensionable earnings.

h. DROP: The current DROP plan shall be closed to new participants on July 2, 2013. A Backdrop plan may be implemented, provided it is cost neutral (i.e., results in no additional cost to the City or Plan).

3. The benefit reductions in section 2 above shall not apply to any member who has reached age 55 with 8 or more years of credited service or 25 years of credited service regardless of age on the effective date; provided, such members shall contribute 6.5% of pensionable earnings to the Plan, and shall not be eligible to participate in the defined contribution plan. Any member who has not entered the DROP prior to July 2, 20 l 3 shall not be eligible to enter the DROP.

4. ln addition to the Plan benefits provided in section 2 above, bargaining unit members who are employed and have not attained the normal retirement date on the effective date, and all bargaining unit members hired on or after that date, shall participate in a defined contribution retirement plan established by the City for all periods of service after the effective date. The key provisions of the defined contribution (DC) plan are as follows:

a. Eligibility: all full-time bargaining unit employees shall be eligible to participate in the DC plan, except those members who have reached age 55 with 8 or more years of credited service or 25 years of credited service regardless of age on the effective date.

b. Contributions: employees may contribute up to the maximum amount allowed by applicable law. The City will match the employees' contributions on a dollar for dollar basis, up to a max.imwn match of 3%. The employee contribution is pre-tax.

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c. Vesting: immediate vesting for employee contributions and earnings on employee contributions. Employer contributions and earnings on employer contributions vest after 5 years of participation in the DC plan.

d. Earnings: base pay excluding overtime and all other compensation.

e. Normal retirement age: 55.

f Benefit: contributions are deposited in an account in the DC plan and invested as directed by the employee. The vested balance in the employee's account (including investment earnings) is distributed to the employee upon retirement, or may be rolled over into an IRA or other qualified retirement plan.

g. Benefits payable to spouse or beneficiary: the employee may designate his/her spouse or other beneficiary to receive the vested balance in the employee's DC plan account upon the employee's death.

5. Bargaining unit members who are employed and not participating in the DROP on the effective date and who have not reached age 55 with 8 or more years of credited service or 25 years of credited service on that date, shall, upon reaching the normal retirement date and separating from City employment, be eligible for a retirement benefit in three parts: (1) the frozen accrued benefit based on average final compensation, credited service and Plan provisions in effect on the day before the effective date, payable as a monthly pension; (2) the accrued defined benefit based on service and plan provisions in effect after the effective date, payable as a monthly pension; and (3) the vested balance in the member's defined contribution plan account, payable in a lump sum.

6. Notwithstanding any other provision herein, bargaining unit members who are employed and not participating in the DROP on the effective date, and who have attained 1101mal retirement eligibility under the current Plan (age 55 with 8 years of credited service or 25 years of credited service) on that date, shall continue to accrue benefits under the Plan provisions in effect on the day before the effective date for as long as they are employed by the City and eligible to pai.ticipate in the Plan. Such members shall not be eligible to participate in the DC plan.

7. It is the intent of the parties that the pension changes herein will not result in a reduction in the amount of Chapter 175 and 185 premium tax monies that can be used by the City towards its required contributions under the plan. These changes are contingent upon the City continuing to be able to use all of the Chapter 175 and 185 premium tax monies towards its required contributions under the plan.

8. Share Plan

The purpose of this section is to implement the provisions of Chapter 175, Florida Statutes, as amended. In accordance with F.S. 175.351, (6) a defined contribution plan component ("share plan") will be established: however, the City and the International Association of Firefighters, Local 2445 (IAFF) have mutually

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agreed that the share plan will not be funded, except as set forth in section 9 below:

9. Mutual Consent Acknowledgement

Effective upon ratification and approval by the City Council, the City and IAFF mutually consent, in accordance with Chapter 17 5, Florida Statutes, to the following use of Chapter 175 Premium Tax distributions.

a. One hundred percent (100%) of the Chapter 175 fonds in the "Net Excess State Monies Reserve" shall be applied to reduce the Unfunded Actuarial Accrued Liability of the Plan/or the duration of this agreement.

b. One hundred percent (100%) of the annual Chapter 175 Premium Ta-r: Distributions including the total amount received in fiscal year 2016 (collected in 2015), and one hundred percent (100%) of any future Chapter 17 5 Premium Ta"t Distributions received each fiscal year thereafter, shall be applied annually to reduce the City's annual required pension contribution except as set forth in paragraph c below,for the duration of this agreement.

c. For any year in which the Funded Ratio (actuarial value of assets divided by the actuarial accrued liability, as reflected in the most recent actuarial valuation) reaches or exceeds 90%, 50%of the Chapter 175 Premium Tax Distribution received in the following plan year will be used to fund the "share plan" and each member shall receive an equal share of the premium tax funds allocated to the share plan in the member's share account. Each member's share plan balance will be distributed to the member within 60 days following retirement, less any administrative expense. The remaining 50% of the Premium Tax Distribution will be used to reduce the City's annual pension contributions. The City shall establish the share plan with input from the IAFF

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ARTICLE#5

PREVAILING RIGHTS, TERMS AND CONDITIONS

5.1 Written work rules, regulations, policies, and procedures of the City and/or Department of Fire and Emergency Services, in effect on the effective date of this Agreement shall remain in full force and effect if not in conflict with any article or section of this Agreement, except as changed through the negotiations process.

5.2 Any written work rules, regulations, policies, and procedures, of the City and/or Department of Fire and Emergency Services. issued after the effective date of this Agreement shall remain in full force and effect if not in conflict with any article or section of this Agreement, except as changed through the negotiations process.

5.3 All benefits and conditions of employment uniformly enjoyed by the Bargaining Unit employees in effect on the effective date of this Agreement shall, except as changed herein, be maintained during the term of this Agreement, except as changed in writing through the negotiations process.

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ARTICLE#6

CHECKOFF

6.1 The City agrees to deduct membership dues and uniform assessments, in an amount certified as current by the Secretary/Treasurer of the Union, from the pay of each

employee who becomes a member of the Union within the scope of the bargaining unit certified, providing the employee executes, in writing, the Authorization for Check off Form.

6.2 After receipt of the authorization card by Human Resources Office, membership dues shall be deducted from each paycheck received by the employee providing the employee has sufficient eamings to cover Union Membership dues.

6.3 Deductions for any calendar month shall be remitted to an officer of the Union designated by letter to the Human Resources Office, signed by the President of the Union.

6.4 The Union agrees that any disagreement arising out of the interpretation of this Article shall not be subject to the grievance procedure.

6.5 The Union agrees that there will be no solicitation of Union memberships or Union dues on City premises during working hours and/or with on-duty personnel.

6.6 Authorization for dues check off may be revoked by the employee upon thirty (30) days written notice to the Human Resources Office and the Union President.

6. 7 The City shall not be liable to the Union, by reason of this Article, for the remittance or payment of any sum other than that constituting actual deductions made from the employees' wages earned. The Union will indemnify, defend, and hold the City hannless against any claims, demands, and suits or liability that shall arise out of or by reason of action taken or not taken by the City in the operation of this Article.

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ARTICLE#?

OCCUPATIONAL DISABILITY LEAVE

7.1 An employee who sustains a work-related injury or occupational illness which arises out of the nature and scope of his or her employment, and which is deemed compensable under the provisions of the Workers' Compensation Law, shall have his or her claim filed as provided by law, provided such injury or illness is not caused by the negligence of the employee as defined in Chapter 440 of Florida State Statutes.

7.2 An employee who sustains a workers' compensation injury and is detennined to be unable to work while recovering, may be eligible for wage loss benefits. These benefits are based on 66 2/3 of the injured employee's average weekly wages (up to a maximum established by Florida Workers' Compensation Law)~ and the number of days the employee is unable to work.

7.3 An employee who sustains a work related injury that requires treatment shall receive full pay for up to seven (7) calendar days following the date that the injury was reported without charging any leave balances. Further treatments for work related injuries that require time away from work hours must be charged to the employee's leave balances.

7.4 In the event that the period of total disability exceeds seven (7) calendar days, with sixty­six and two-thirds percent (66 2/3%) of wage compensation paid to the employee, in accordance with the Workers' Compensation Law, the employee may elect to use, in addition to the sixty-six and two-thirds percent (66 2/3%) of wage compensation paid by Workers' Compensation, accumulated sick leave or vacation balance in a pro-rata amount in order to equal one hundred percent (100%) of gross base salary received prior to the date of the injury.

7.5 If at any time, in the opinion of the Fire Chief, as supported by medical evidence, the employee is capable of light duty, he or she may be assigned to a different job within the Fire Department, or within the City if no job exists in the Fire Department, witil he or she is capable of returning to full-time duty provided the financial and/or operational impact to the City pennits as detennined by the Fire Chief on a case by case basis. An employee assigned to light duty shall not be paid less than his or her regular rate of pay. The decision whether or not to assign light duty is not subject to the grievance/arbitration provisions of this Agreement.

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A TICLE #7---Con't.

OCCUPATIONAL DISABILITY LEAVE

7.6 If the disability requires the employee to remain out of work for twenty-one (21) days or more, the employee is eligible for payments back to and including the first seven (7) days. Any payment received by the employee for missed work days that are charged to leave balances, shall be deemed reimbursable to the City at which time the appropriate leave balances will be adjusted. Employees are not pennitted to receive any combination of benefits and wages exceeding one hundred percent (100%) of their normal pay W1der the Florida Workers Compensation Law.

7. 7 Any employee injured while acting in the scope of his or her employment, or on behalf of the City or Department, while off duty, shall be entitled to all the rights, privileges, benefits, and workers' compensation coverage, as authorized by law. This \vill not cover injuries sustained while working for another employer.

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ARTICLE#8

SENIORITY

8.1 For the purposes of this Article, the following definitions sha11 apply:

A. Seniority - The length of service with the City of Titusville, beginning with the employee's most recent adjusted date of hire.

B. Job Classification - Shall refer to any of the occupational classifications in the Department's organizational structure as reflected in Article 1 of this Agreement.

C. Seniority Rights - Entitles an employee to job retention, or recall to employment, under conditions set forth in this Article. If two (2) or more employees have the same seniority date, the one with the lowest social security number will be deemed the senior employee (only the last four (4) digits will be considered).

8.2 The seniority of each bargaining unit employee, who is on the payroll as of the effective date of this Agreement, and those hired thereafter or transferred, shall accumulate seniority without a break, except as set forth in this Agreement.

8.3 A Bargaining Unit employee shall cease to accrue seniority if the employee:

A. Resigns

B. ls discharged

C. Is absent from work three (3) or more consecutive duty days without reporting, unless approved by the Fire Chief that circumstances made it impossible for the employee to comply.

D. Fails to contact the Human Resources Office within three (3) calendar days excluding weekends and holidays, after receipt of notice to report by registered or certified mail or hand delivered to the employee's most recent address as shov.rn in the records of the City's Human Resources Office.

E. Fails to return to work upon completion of any authorized absence from work for three (3) calendar days.

F. Is laid off for more than 13 consecutive months.

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ARTICLE #8-Con't.

SENIORITY

8.4 No new-hire employee shall be entitled to seniority rights of any kind until the employee has completed twelve (12) months of service in their classification and receives a satisfactory or better performance evaluation for the period. New hire probationary employees do not have access to the grievance procedure for any reason, including, but not limited to, discipline or separation from employment.

8.5 Whenever there is a reduction in the total nwnber of employees covered by this Agreement employees shall be laid off by seniority within a job classification. Those employees laid off may replace an employee in a lower job classification ,vith the least seniority, provided that the replacing employee shall be paid his or her present rate of pay or the maximum of the classification to which he or she is demoted, whichever is less. Fire Fighter and Driver/Operator shall be considered as a single job classification when calculating seniority for employee lay off.

8.6 When a job opening occurs, it shall be filled with the most senior employee on layoff from the bargaining Wlit unless that employee has been on layoff for thirteen consecutive months or more.

8. 7 An employee who terminates in good standing, other than by layoff, after one ( 1) year's service and is employed in the same position within six (6) months from the date of termination, shall receive seniority credit for future layoff purposes.

8.8 When an employee covered by this Agreement is permanently transferred or promoted to a job classification within the Bargaining Unit, his or her seniority shall go with him or her to the new assignment.

8.9 An employee who is, or has been previously transferred or promoted from the bargaining unit to another classification within the City, shall retain their seniority in the classification from which promoted, equivalent to their seniority up to the time of transfer. In the event a reduction in force (RIF), reclassification or reorganization occurs, they may exercise their seniority rights to return to the position they last held and will not impact currently promoted employees. Any reductions due to a RIF, reclassification or reorganization will result in overstaffing of said positions and reduced through nonnal attrition. An employee who has never been in the bargaining unit shall be treated the same as a new employee.

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ARTICLE#9

PROMOTIONS

9.1 All promotions shall be handled in accordance with the following procedure:

9.2 All Bargaining Unit employees requesting promotion to the positions of Fire Lieutenant or Driver/Operator shall meet the following criteria for eligibility:

A. Minimwn Requirements 1. Meet all basic requirements for employment as a Fire Fighter, and; 2. Hold and maintain Current Cardiopulmonary Resuscitation card, and; 3. State of Florida Emergency Vehicle Operations Course certificate. 4. No disciplinary action within the past 12 months (Verbal Reprimand,

Written Reprimand and or No Pay Suspension).

B. Driver/Operator Eligibility Requirements 1. Minimum of five (5) consecutive years from most recent date of hire of

full time fire fighting experience within the Department, and; 2. State of Florida Pump Operator Certification, and; 3. Completed Driver/Operators Task Book {which must be submitted to the

Operation's Chief prior to submitting application to participate in the promotional process).

C. Lieutenant Eligibility Requirements

1. Minimum of eight (8) consecutive years of full time experience from most recent date of hire of experience within the department, and

2. Non-probationary Driver-Operator, and 3. Eligibility: 4. a. Eligible applicants certified with Fire Officer I dated prior to November

18, 2013 must possess a State of Florida Fire Officer I Certification. b. Eligible applicants certified with Fire Officer I dated after November 18, 2013 must also possess a State of Florida Fire Officer II Certification.

5. Completed Lieutenant Officer's Task Book (which must be submitted to the Operation's Chief prior to submitting application to participate in the promotional process).

9.3 Upon an opening for either Fire Lieutenant or Driver/Operator position,Jhe department shall promote an employee off the annually established eligibility list within thirty (30) days of the vacancy. In the event the eligibility list is exhausted prior to the end of the year time frame and an opening occurs, employees that are eligible to act out of class to the open position shall be utilized in an acting position until the next scheduled promotional assessment process can occur. In the event of a delay for promotion, a mutually agreed upon extension will be established and notice will be provided to those eligible candidates.

9.4 The candidates(s) shall submit appropriate paperwork when an opening is announced,

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by the specified date(s). Failure to provide docwnentation of eligibility (the Hwnan Resources Department will verify years of service) will result in the candidate being ineligible for consideration for promotion.

9.5 A Lieutenant evaluation will be administered to each eligible Lieutenant candidate. An Assessment Center process will be used for this evaluation. Final decision on the Assessment Center is a management prerogative. All eligible candidates will be assessed in house.

Promotional testing for the position of Lieutenant shall include the following categories:

l. ·written examination (100 questions) 2. Tactical practical scenario 3. Personnel problem solving 4. Firehouse reporting 5. In box/oral presentation 6. Interview panel board

25% of overall grade 25% of overall grade I 0% of overall grade I 0% of overall grade 10% of overall grade 20%_of overall grade

The interview panel/assessment board for Lieutenant will consist of the Operations Chief, EMS Chief, (1) Battalion Chief and (2) Lieutenants. The Battalion Chief and Lieutenants shall be selected by the Operations Chief. Any other participants that may be needed for assessment board will be authorized by the Operations Chief.

Candidates must successfully pass each category with an 80% or greater score before advancing to the next portion of the examination.

9.6 A Driver/Operator evaluation will be administered to each eligible Driver/Operator candidate, who must pass the evaluation with an 80% or better score to be eligible to advance to the next portion of the examination. An Assessment Center process will be used for this evaluation. Final decision on the Assessment Center is a management prerogative. AU eligible candidates will be assessed in house.

Promotional testing for the position of Driver/Operator shall include the following categories:

I. Written examination, including map test (100 questions) 20%of overall grade 2. Road course/driving abilities 25%of overall grade 3. Pump operations 30% of overall grade 4. Tactical practical scenario 10% of overall grade 5. Interview panel board l 5%of overall grade

The interview panel/assessment board for Driver Operator will consist of the Operations Chief, EMS Chief, (l) Battalion Chief, (1) Lieutenant, and (I) Driver Operator. The Battalion Chief, Lieutenant and the Driver Operator shall be selected by the Operations Chief. Any other participants that may be needed for assessment board will be authorized by the Operations Chief.

Candidates must successfully pass each category with an 80% or greater score before advancing to the next portion of the examination.

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9.7 The Fire Chief or his or her designee may conduct an interview and/or oral assessment with each eligible lieutenant or Driver/Operator candidate that meets the deadline of submittal of the required paperwork.

9.8 The candidate with the highest point total will be at the top of the list and the next highest in the second spot, etc., throughout the entire list of eligible candidates. A list of all qualified candidates shall be established for both Driver/Operator and Lieutenant in order ofranking. The Fire Chief shall make a selection from the top five (5) ranked candidates on the list for promotion. Eligibility lists will remain in effect for one year.

9.9 The promoted employee shall serve a one (1) year promotional probationary period in which the employee is to be evaluated by his or her supervisor(s). Those failing to receive satisfactory or better evaluations shall be returned to their previous position and pay rate, unless discharged for proper cause. The employee may, at the Fire Chiefs discretion, have his or her probationary period extended for an additional specific time period in lieu of inunediate return to their former position and pay rate.

9.10 Eligibility list members shall be given first preference for move-up opportunities to provide on~the-job experience, at the discretion of the Battalion Chief or their designee.

9.11 Each year, whether there is an anticipated opening or not, a Lieutenant and Driver Operator promotional assessment shall take place. Candidates requesting to enter into the promotional process for lieutenant shall submit all appropriate paperwork to Human Resources by January 15, and all candidates requesting to promote to Driver Operator shall submit all appropriate paperwork to Human Resources by May 15, once each position is posted. The Lieutenant promotional assessment shall take place within the month of February and the Driver Operator promotional assessment shall take place within the month of June. Eligibility lists will only be conducted once per year, unless otherwise deemed necessary by the Fire Chief and/or designee.

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ARTICLE#IO

UNION BUSINESS

10.1 The Union officer may leave his or her work assignment, without loss of pay, to accompany an employee presenting a grievance if his or her absence will not impose upon operational need and has prior approval from the Operations Chief.

I 0.2 The Union officer shall work on his or her assigned job and meet the same standards as any other employee.

10.3 Union representatives will attend contract negotiations while off-duty.

I 0.4 The City agrees that accredited representatives of the lntemationa] Association of Fire Fighters, upon approval of the Fire Chief, shall have reasonable access to the City premises to conduct Association business where it has no operational impact.

10.5 The City shall provide copies of this Agreement, City policy, Department policy, and Department guidelines, and any changes thereto, to each fire station and each Union Officer.

10.6 The City shall provide bulletin board space at each fire station for use by the Union for: notice of Union recreational/social activities, notice of Union elections or appointments, results of Union elections, notices of Union meetings, and/or any other matter which is mutually agreed to by the Fire Chief and the Union President. Items that promote negative images of staff, personnel, the Department, the City, or management of any City department will not be posted on bulletin boards on City property.

10.7 The Union representative may be allowed to attend, on-duty, department related meetings, at the discretion of the Fire Chief.

10.8 The Union will be pennitted to make use of the Department's E-Mail service in accordance with the City's E-Mail Policy.

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ARTICLE#ll

GRIEVANCE AND ARBITRATION PROCEDURES

11.1 For the purposes of this article, the following definitions apply:

A. Grievance - is defined as a dispute regarding the interpretation or application of an expressed provision of this Agreement, including, but not limited to disciplinary actions.

B. Grievant - shall designate the Bargaining Unit employee(s) who has a grievance (including class action grievances).

C. Union Representative - shall mean President, Vice President, or Secretary Treasurer of the IAFF local #2445.

*The parties of this Agreement, in an effort to provide harmonious working relations between the parties, agree there must be an orderly process for the settlement of disputes. It is ru1derstood that the following steps and time limits must be strictly adhered to. Exception to the order and time limits may only be made by mutual written consent of all parties involved. No grievance will be considered under this procedure that does not meet the definitions, procedures, and/or time limits described in this procedure.

11.2 Grievances shall be processed in the following manner and strictly within the following time limits:

STEP #I: An aggrieved employee shall discuss and present in writing the grievance to the Operations Chief, or designee~ within seven (7) calendar days of the occurrence of the event(s) which gave rise to grievance on the prescribed grievance forms which shall be standard fonns used throughout the grievance procedure. Upon receipt of the grievance, the Operations Chief, or designee shall forward a copy of the grievance to the Fire Chief. The grievance shall be signed by the aggrieved employee and shall state: (a) The date of the alleged event(s) which gave rise to the grievance; {b) the specific Article or Articles and paragraphs of this Agreement allegedly violated; (c) statement of fact pertaining to or giving rise to the alleged grievance; and ( d) the specific relief requested. The Operations Chief or designee shall, within seven (7) calendar days after presentation of the grievance, render a decision on the grievance in writing with copies available to the grievant and the Fire Chief. (Notification of the employee or their representative by telephone or e-mail that the response is available is proper notice in this procedure).

STEP 2: Any grievance that cannot be satisfactorily settled with the Operations Chief shall be then taken up with the Fire Chief. The grievance as specified in writing in Step 1 above shall be filed with the Fire Chief within seven (7) calendar days after receipt of the response in step 1. The Fire Chief or his or her designee will discuss the gdevance with the grievant and respond in writing within seven (7) calendar days of the discussion wtless both parties agree on a specified time delay. The Fire Chiefs response will indicate a decision on the grievance and copies will be made available to the grievant and the Union. (Notification of the employee or their representative by telephone or e-mail that the

22

ARTICLE #11 - Con't

GR1EV ANCE AND ARBITRATION PROCEDURES

response is available is proper notice in this procedure). Disciplinary actions involving discharge, demotion and suspension with loss of pay may be subject to the grievance procedure provisions of this Agreement and appealed directly to Step 2 of the grievance procedure. All other grievances involving discipline must be filed at the appropriate step as defined in the grievance procedure.

STEP 3: Any Grievance which cannot be satisfactorily resolved in Step 2 above shall then be submitted to the City Manager (or designee of the City Manager) within seven (7) calendar days of the decision of the Fire Chief. The City Manager shall schedule a meeting with the grievant and appropriate members of Fire Department management and or City Staff within fourteen (14) calendar days of receipt of the written grievance. The City Manager shall issue a written decision within fourteen (14) calendar days of the meeting with the grievant. (Notification of the employee or their representative by telephone or e-mail that the response is available is proper notice in this procedure).

11.3 If the grievant is not satisfied with the City Manager's decision in Step 3, the grievant may request arbitration by hand delivery or certified or registered mail of a written notice to the City Manager within ten (10) calendar days of receipt of the decision in Step 3. Said written notice shall include a written statement of the position of the individual employee(s) with respect to the issues upon which arbitration is to be sought. Under no circwnstances shall the issues to be arbitrated be expanded from the issues set forth in the original grievance filed in Step l above. Disciplinary actions at the verbal or written reprimand only level shall not be subject to the arbitration process.

11.4 Within ten (10) calendar days from the receipt of such notice of arbitration, the parties shall meet to select and arbitrator (such meeting may occur over telephone). In the event the parties cannot agree upon an arbitrator, they shall within seven (7) calendar days, jointly request a list of nine (9) qualified arbitrators from the Federal Mediation and Conciliation Service. The Union and the City will alternately strike names from the list with the strike of the first name to be detemtlned by the toss of a coin.

11.5 As promptly as possible after the arbitrator has been selected, a hearing shall be conducted between the parties to consider the grievance. The decision of the arbitrator wil1 be served upon the individual employee or employees involved the City Manager, and the Union in writing. It shall be the obligation of the arbitrator to make his or her best effort to rule on the matter within thirty (30) calendar days after the hearing. Each party shall bear the expense of its own witnesses and/or representatives for purposes of the arbitration-hearing. When a decision is rendered in arbitration, the non-prevailing party shall pay the cost and all the expenses of the arbitrator. Any other cost shall be borne by the party requesting same; i.e., transcripts, photos, etc.

23

ARTICLE #11-Con't

GRIEVANCE AND ARBITRATION PROCEDURES

11.6 The arbitrator will confine his or her consideration and determination to the written grievance presented in Step I of the grievance procedure. The arbitrator shall have no authority to change, amend, add to, subtract from, or otherwise alter or supplement this Agreement or any part thereof or amendment thereto. The arbitrator shall have no authority to consider or rule upon any matter which is not stated in this Agreement; nor shall this Collective Bargaining Agreement be construed by the arbitrator to supersede applicable state or federal laws, or City ordinances or resolutions, except to the extent as specifically provided herein.

11. 7 The arbitrator may not issue declaratory opinions and shall confine him or herself exclusively to the question that is presented, which question must be actual and existing. The party filing the grievance and requesting arbitration shall, at all times, have the burden of proving the action taken by the non-grieving party violated a specific provision of this Agreement. The arbitrator's decision shall be final and binding, provided however, that either party shall be entitled to seek review of the arbitrator's decision in the Circuit Court. The parties agree that the standard of review of the arbitrator's decision shall be whether the record establishes that the grieving party proved the action taken by the non-grieving party violated a specific provision of this Agreement. If the Court determines that an appeal was completely frivolous and/or taken in bad faith, it may assess the costs of the appeal against the losing party.

11.8 No decision of any arbitrator or of the City in any one case shall create a basis for retroactive adjustment in any other cases. All claims for back wages shall be reduced by any unemployment compensation and/or interim earnings that the grievant may or might have received during the period involved.

11. 9 Jt is agreed with respect to this grievance and arbitration procedure that:

A. It is the intent of the parties that a grievance must be raised at the earliest possible time. Any grievance in order to be entertained and processed must be submitted in a timely manner by the grievant.

B. Grievances not submitted in a timely manner shall be conclusively barred on the merits following the expiration of the prescribed time limit(s). Such a time barred grievance need not be entertained or processed, and only facts disputed as to timing will be the subject of any arbitration resulting from the matter.

11.10 Nothing in this Agreement shall prohibit nor mandate the presence of a Union Representative at all steps provided in this procedure.

24

ARTJCLE#12

DISCIPLINE

12.1 An employee may be disciplined for proper cause. The parties understand that employees are subject to all applicable policies, general orders, procedures, guidelines. and rules of the City and the Department.

12.2 Fire Lieutenants are responsible for instituting verbal reprimands and/or recommending more serious disciplinary actions for proper cause of the employees under their supervision and reporting witnessed or known violations of others through the chain of command. Failure to discipline or report witnessed or known violations may result in disciplinary actions taken against the Fire Lieutenant.

12.3 In lieu of immediate discharge, the City may suspend an employee, with or without pay, pending investigation. The time limits imposed in the grievance/arbitration article will not begin to run until the employee is actually notified of his or her discharge.

12.4 Employees shall have the right to add to their personnel records a written and signed refutation (including signed witness statements) concerning any disciplinary matter. In the event that a disciplinary action is overturned in whole or in par4 the ruling shall be placed in the employee's personnel file.

12.5 Upon acknowledgement or receipt of an alleged violation, Fire Administration shall have 7 calendar days to initiate an informal or formal investigation if warranted. Any appropriate required discipline will be instituted upon completion of an investigation in accordance with City Policy.

25

ARTICLE#J3

UNIFORMS

13 .1 The City shall provide each employee of the bargaining unit work uniforms. The City shall also provide each bargaining unit employee with protective clothing for fire fighting that meets the following minimum standards:

A. (NFPA 1971) ''Protective Clothing for Fire Fighting." B. (NFPA 1972) "Helmets for Structural Fire Fighting." C. (NFPA 1973) "Gloves for Structural Fire Fighting." D. (NFPA 1974) "Protective Footwear for Structural Fire Fighting."

The City shall also provide employees with physical training clothing.

13.2 The City will provide employees in the bargaining unit an annual shoe reimbursement of $.J:.-00 $125 per person to purchase a black safety shoe meeting current "ANSI" safety shoe requirements, in a style approved by the department. The employee shall be required to wear the issued work shoes at work at all times other than when performing combat activities, physical fitness training, or sleeping. The employee shall be responsible for nom1al maintenance of all issued materials. Effective October 1, 2017 the annual shoe reimbursement will increase to $150, and effective October L 2018 the annual shoe reimbursement will increase to $175.

13.3 Department issued equipment, unifonns, and issued PPE (Bunker Gear, SCBA Mask, and Wild Land Gear), shall be replaced by the City because of normal wear or legitimate work related damage. In the event the issued equipment~ uniforms/PPE have been damaged and or lost, it will then be determined if said damage or lost gear was~aused by the negligence of the employee, in which case the~mployee is responsible for the replacement costs of the items.

13.4 Wearing of uniforms, shoes, and other issued items shall be for on-duty purposes only, unless prior approval of the Fire Chief is obtained. The employee shall be responsible for normal maintenance of all issued items.

26

ARTICLE#l4

TRAINING

14.1 The Department will provide training to personnel in various subjects related to their jobs on a scheduled basis, (including nights and weekends when necessary), to meet departmental and/or operational needs.

14.2 Lieutenants shall be responsible for training their crews utilizing class outlines and other materials provided by the Department.

14.3 All required EMT and Paramedic re-certification training and advanced EMT training will be offered to all personnel on duty. Compliance with all certification and re­certification requirements shall be the responsibility of the employee. No employee shall be entitled to compensation for taking fire fighting, paramedic, or EMT certification or re-certification classes, unless authorized by the Fire Chief. Attendance will be on-duty, but if cla<;ses are missed due to the employee being off on leave, the individual employee will be responsible for any make-up activity off-duty. If the employee misses a substantial amount of the training (as determined by the Training Officer), he or she may be required to take a separate refresher course at their own expense.

14.4 Those employees, currently and in the future, participating in an approved paramedic program sponsored by the department shall receive Administrative Leave for all required clinical and classroom hours which are mandated by the curriculum and which can not be scheduled during their off duty time. Leave approval will be subject to review by the EMS Manager upon submittal of school classroom, lab, and clinical schedules and approval will be based on current department staffing requirements.

14.5 When the department hires experienced paramedics or when the current paramedics complete solo paramedic training, they will be evaluated by the Medical Director or designee. At his/her determination they may be signed off as approved solo paramedics or may be required to complete additional solo paramedic training. All employees obtaining paramedic certification shall be required to achieve solo paramedic approval within a maximwn of one year from the date of obtainment of their paramedic certification.

27

ARTICLE #14-Con~t

TRAINING

14.6 Those employees. hired on or after October I. 1996, by the Department will be reclassified as a paramedic upon successful attainment of their State of Florida Paramedic Certification. Those current employees with a hire date prior to October I. 1996 will be reclassified as a paramedic upon successful attainment of their State of Florida Paramedic Certification and upon acceptance of City Paramedic Incentive. The Paramedic Job Description is attached.

28

ARTICLE#15

SAFETY AND HEAL TH

15.1 The City and the Union agree to comply with all safety and health Jaws and regulations applicable to its facilities and employees. They further agree to strive for compliance with national standards within budgetary limitations.

15.2 The City shall provide all protective devices, wearing apparel, and other equipment that it deems reasonable and prudent to protect the employees from injury. Such protective devices, apparel, and equipment must be used. The Union agrees that neglect or failure to obey safety regulations or to use or maintain the safety equipment furnished by the City shall constitute a basis for disciplinary action.

15.3 All persons hired on or after October 1, 1988 shall be required to sign an individual agreement by which they acknowledge that they will be a non-user of any tobacco products while on or off duty for the full length of their employment.

15.4 A Safety and Health Committee will be maintained and function in accordance with N.F.P.A. 1500. The committee shall consist of three (3) appointees by management and three (3) appointees by the Union. The Safety Officer shall chair the committee. The connnittee members will meet at least quruterly to review issues relevant to safety and health. Committee members will meet in accordance with the overtime and call back ruticles in this Agreement.

15.5 Employees of the Bargaining Unit shall maintain themselves in a good physical condition in order to perform the duties of the position in a proficient and safe manner and such will be accomplished by the following:

A. Exercise program to be performed each shift, by all personnel, on duty, utilizing the exercise program as recommended by the Department Physician and Department Training Officer.

B. Employees of the Bargaining Unit shall have their physical condition evaluated utilizing the evaluation program and standards recommended by the Department Physician, and Department Training Officer.

C. Semi-Annually, all employees covered by this Agreement shall have their physical condition evaluated utilizing a mutually agreed upon evaluation to detennine minimwn performance standards in the month of March and September of each year with make-up evaluations held in April and October.

29

ARTICLE #15-Con't

SAFETY AND HEAL TH

D. During each of the semi-annual fitness evaluations those employees who obtain an individual score of 4.25 to 5.00 shall receive a one-time bonus of 170.00. Employees who obtain an individual score of 3.75 to 4.24 shall receive a one-time bonus of 110.00. Employees who obtain an overall score rating of 3.00 or below will require follow up with the Department Physician to evaluate the employee's overall fitness for duty. With the Department Physician's recommendation the employee) will be placed in a rehabilitation program on duty while on shift. The City and the Department physician will prescribe this program on an individual basis. The Department physician will be responsible for detennining fitness for duty for employees completing the rehabilitation cycles.

E. Each employee of the Bargaining Unit is required to take an annual medical examination on duty. Such medical examination will be given by a health service or physician selected by the City and will be paid for by the City. The type of examination will be at the discretion of the City. The results of the examination will be kept in the Department's medical files and copies will be available to the employee upon written request.

F. The City shall offer hepatitis B, tetanus and influenza inoculations and tuberculosis tests. at no cost to the employee, on a schedule consistent with standards established by the Centers for Disease Control (CDC). Employees refusing the hepatitis B, tetanus and/or influenza inoculations and/or the tuberculosis test must sign a waiver acknowledging the City1s offer and their refusal.

15.6 An employee may at any time call safety hazards to the attention of his immediate supervisor or Safety Officer who will, as soon as practical, investigate and attempt to resolve the problem. In the event that the problem is not resolve~ the employee shall forward his concerns to the Operations Chief for review and attempted resolution.

30

ARTICLE#16

HOURS OF WORK AND OVERTIME

16.1 The standard pay period shall consist of 14 days starting with Monday as the first day of each pay period. Each day, shift starts at 0800 hours. An average pay period hours of work shall be one hundred twelve (112) hours. The work shift shall normally be a twenty­four (24) hour period and utilize the school schedule in current use.

t 6.2 Overtime pay at the rate of time and one-half will be paid for all hours worked in excess of one hundred six (106) hours in a fourteen (14) day pay period. Workers' Compensation leave, vacation leave, military leave, jury duty leave Holidays and Floating Holidays shall count as time worked in the calculation of overtime. Compensatory time, sick leave, personal leave, bereavement leave, and all other paid and unpaid leave shall not be cmmted as time worked in the calculation of ove1time.

16.3 The Battalion Chief shall determine the necessity to hire fire fighters, solo paramedics, driver/operators, or lieutenants in an overtime status for vacancies in their respective classifications to meet operational needs as determined by department policy.

16.4 Employees required to stay beyond the finish of their normally scheduled duty hours will be compensated for each fifteen (15) minutes they are required to stay as determined by the on-duty Battalion Chief. Employees called back after they have left their work site at the end of their duty shift will be paid a minimum of t\vo (2) hours' compensation. Employees required to report for duty earlier than the normal start of a duty shift, with at least eight (8) hours prior notice shall not be subject to the two (2) hour minimum for call-back.

16.5 Employees within job classifications shall have the privilege to exchange shifts when the exchange does not create any overtime (including overstaffing for paramedics other than hold over) or interfere with the operations of the Department and is volW1tary. Employees shall also be pennitted to exchange shifts with other employees that meet the basic requirements for the position of the person they are exchanging shift time with. Any shift exchange that is less than 6 hours shall be done with personnel who work at the same station to reduce budgetary impacts due to ship out costs and holds. Employees will not be paid out of classification pay for shift swap time worked in another employee's position. Written requests for exchange (on the Department Leave Request fonn) shall be submitted to the Battalion Chief for approval prior to the exchange. Approval will not be unreasonably withheld. An employee agreeing to the exchange is responsible to work the time period agreed upon. Pay back of the exchanged time must occur within a ninety (90) day time period of the original exchange unless special exception is approved by the Operations Chief. New hire probationary employees are eligible to exchange shifts after completing six ( 6) months of continuous service with the Department, unless an exception is granted by the Fire Chief. Accordingly, the practice of shift exchange will be deemed to have no effect upon hours of work and employees will

31

ARTICLE 16-Con,t

HOURS OF \VORI( AND OVERTIME

not lose or accumulate worked hours for the exchanged time, if the following criteria are met:

A. The exchange is vollUltary. B. lt will not interfere with the efficient operation of the Department. C. Payback time must occur within a ninety day time period of the original

exchange. D. Vacation leave may be used to pay back any shift exchange as long as it does not

create any overtime when scheduled. E. Sick leave usage dwing a shift exchange may be monitored for abuse, and will be

charged against the individual using sick leave for purposes of overtime compensation.

F. Mileage reimbursement will not be paid to personnel for shift exchanges occurring in different stations.

16.6 Bargaining unit members, injured off duty, working in a light duty capacity shall have their wages and leave accruals adjusted to a 40-hour work schedule rate for light duty assignments in excess of two (2) weeks. Holiday pay for light duty assignments, for both on and off-duty injuries, shall be paid at a rate of 8-hours of regular pay per City holiday. Light duty for off the job injuries, will be offered only if there is a mutual benefit to the employee and the department.

16. 7 Compensatory time may be earned and accrued by an employee at a rate of one and one half hours worked for each hour worked in lieu of immediate cash payment for hours worked in excess of one hundred six (106) during a fourteen day ( 14) pay period. The maximum accrual shall be 240 hours per fiscal year. All hours not used prior to the second to last pay period of the fiscal year shall be paid out to the bargaining unit member at their regular hourly rate at which it was accrued.

16.8 Flexible Use of Vacation or Comp Time

An employee is entitled to utilize accwnulated vacation or comp time with some flexibility subject to prior approval from the Battalion Chief, provided that the following conditions are met:

A. The employee must repo11 to work on his/her regularly scheduled shift.

32

ARTICLE 16-Con't

HOURS OF WORK AND OVERTIME

B. The employee's use of vacation or comp time shall at no time create overtime or operational expenditures such as ship out holds or mileage reimbmsement for the employee that has to transfer to cover this vacancy

C. Vacation or Comp time shall be utilized in increments ofno less than one hour. D. The employee's use of vacation or comp time shall not cause the department to

fall below adequate staffing requirements as detennined by the Fire Chief.

33

ARTICLE #17

PAID LEAVE

1 7 .1 All members of the bargaining unit shall accumulate sick leave at the rate of five and eighteen one hundredth (5.18) hours per pay period. The sick leave accumulation is to be used for sick leave, personal leave. Sick leave may be converted to vacation leave on the basis of two (2) hours for one (1) hour for any sick leave accmal above three hundred thirty six (336) hours with approval of and at the discretion of the Human Resources Director.

17 .2 Sick leave is to be used for the illness or injury of the employee or employee's immediate family (immediate family as defined in City Policy). Sick leave may be taken when necessary only for the purposes listed herein. Advance notification regarding sick leave absences shall be made to the Battalion Chief at least one hour prior to the beginning of any scheduled shift or duty. Failure to give appropriate notice (except in the case of an emergency) as provided above, may result in denial of pay for absence(s) and/or disciplinary action.

17.3 An employee of the bargaining unit who is absent from work due to illness or injury for more than three (3) consecutive work shifts, shall be required to provide medical certification for their reason of absence. Supervision and management are authorized to make any investigation of benefits claimed under this Article which they deem necessary) and to disprove any claims not properly substantiated.

17.4 When an employee is involved in an on-duty injury or accident that requires medical treatment, in addition to the reporting of injury/accident forms, the employee shall have a Department Medical Release Form completed by the treating physician or clinic. This form shall be signed by a licensed physician during the visit and retwned to the Department for evaluation. Based on the information on the form, the Department will deterrnine proper duty assignment and/or leave status.

17.5 Upon release from confinement in a hospital or other medical facility or following surgery, whether in-patient or out-patient, the Department's Medical Release fo:1111 will be completed and signed by a licensed physician and must be submitted to supervision prior to the employee returning to work. Such release must specify any limitations of the employee. Medical Release Fonns will be kept by the Department as confidential medical records.

17.6 Upon evaluation of an employee of the bargaining unit's leave record that indicates abuse as outlined in City Personnel Policies, the employee is subject to counseling and/or disciplinary action. Additionally, management may require any employee counseled or disciplined for abuse of leave to furnish a medical certificate for every illness or injury requiring absence for a period of six (6) months following the counseling or discipline.

34

ARTICLE 17-Con't

PAID LEAVE

17.7 Personal leave is to be used for "unanticipated personal business" which cannot be handled except during regular working hours, Union business for Union Officers only, or mandatory court appearance other than as a juror, plaintiff or defendant. Personal leave use is limited to twenty-four (24) hours per calendar year and is charged to the employee's sick leave balance. Personal leave for unanticipated personal business shall be subject to the approval at the sole discretion of the Fire Chief or his or her designee. Submission of proof may be required.

17 .8 Bereavement leave with pay will be granted in the event of death of an immediate f arnily member as defined in City Policies. Such leave will be granted for a period not to exceed one work shift per calendar year for attendance at in state funerals and not to exceed two work shifts per calendar year for attendance at out of state funerals. If the employee requires additional work shifts, leave may be charged to the employee's sick leave or vacation balance as appropriate. An employee of the bargaining unit requesting bereavement leave shaJI request the leave from the Battalion Chief as soon as possible but in no event less than one how· before the beginning of a scheduled work shift.

17.9 Upon return to duty from bereavement leave, the employee shall provide proof documentation of the deceased. Such docwnentation may include, but is not limited to, a copy of the death certificate or a copy of a newspaper obituary. Failure to provide proof as outlined above may result in leave without pay and disciplinary action if abuse is determined by investigation. Bereavement leave shall not be accrued, carried over, or paid to any employee upon termination.

17 .10 Employees hired before October l, 2005 who resigns, dies, or is laid off ·will be paid for fifty percent (50%) of accumulated sick leave (up to a maximum of 1008 hours or payment of a maximum of 504 hours) credited to him or her at that time provided the employee (if retiring) leaves the employ of the City in good standing. An employee who retires at normal retirement (i.e. at age 55 or when completing twenty-five years "'~th the department) will be paid for fifty percent (50%) of all accumulated sick leave. If the City reduces this same benefit to all other bargaining units representing other City employees, this benefit wilJ reduce likewise.

Employees hired after October l, 2005 will be allowed to accrue a maximum of I 008 hours. Employees who separate from employment in good standing are eligible for sick leave pay out benefits equal to the product of unused sick leave, the employee's rate of pay in effect on their date of separation and a payment percentage relating to the number of full years of credited service with the City. The table of percentages and credited service is as follows:

35

ARTICLE 17-Con't

PAID LEAVE

Service

Less than five (5) full years of credited service

Accrued Sick Leave Payout

0%

Five (5) or more full years of credited service, but less than ten (IO) 25% full years of credited service

Ten (I 0) or more full years of credited service, but less than fifteen (15) 35% full years of credited service

Fifteen ( 15) or more full years of credited service. but less than 40% twenty (20) full years of credited service

Employees who receive a normal retirement based on age or years of 50% service; or employees who separate with twenty (20) or more full years of credited service

17.11 Family Medical Leave (FMLA) will be granted as per State and Federal Statutes and starts after the bargaining wlit employee has exhausted paid leave. Bargaining Unit employees shall have the option to use accumulated leave in addition to the twelve (12) weeks ofleave lll1der the conditions of the Family and Medical Leave Act., provided that such total leave of absence does not exceed six ( 6) months of service. The Fire Chief has the option to approve other leaves for legitimate reasons (such as educational, personal, or medical).

17.12 Unpaid leaves of absence may be granted with the approval of the Fire Chief, Personnel Director, and City Manager. Requests for these leaves will not be arbitrarily or capriciously denied.

17.13 Depending on the availability of funds an employee may elect to be paid a portion of his/her accrued annual leave balance at his/her current rate of pay, subject to the following conditions:

1. Employee must maintain a minimwn of 100 hours of annual leave at the end of the pay period in which the sell back occurs, after the buy back hours and other annual leave hours used in that period are deducted.

2. Annual leave may be sold back in four ( 4) hour increments not to exceed 40 total hours per fiscal year.

3. Payments for Annual Leave Sell Back may be requested in any pay period by putting the nwnber of hours requested to be paid on an employee timesheet.

4. Hours sold back under the Annual Leave Sell Back provision will be subtracted from the employee's accrued leave balance.

5. Payment request must be submitted no later th.an December 31 of each calendar year.

36

ARTICLE 17-Con't PAID LEAVE

17.14 When operational requirements dictate the need to move Battalions, all approved leaves/swaps will be honored.

37

ARTICLE#l8

VACATIONS

18. l All employees of the bargaining unit shall accumulate vacation hours as provided in the schedule below:

YEARS OF SERVICE New Hire to 1 year I year of service 2 years of service 3 years of service 4 years of service 5 years of service 6 years of service 7 years of service 8 years of service 9 years of service 10 years of service 11 years of service 12 years of service 13 years of service 14 years of service 15 years of service 16 years of service 17 years of service 18 years of service 19 years of service 20 years of service 21 years of service 22 years of service 23 years of service 24 years of service 25 years of service

ANNUAL ACCUMULATED HOURS PER PAY PERIOD

5.17 5.42 5.67 5.92 6.17 6.42 6.67 6.92 7.17 7.42 7.67 7.92 8.17 8.42 8.67 8.92 9.17 9.42 9.67 9.92 10.17 10.42 10.67 10.92 11.17 11.42

HOURS 134.42 140.92 147.42 153.92 160.42 166.92 173.42 179.92 186.42 192.92 199.42 205.92 212.42 218.92 225.42 231.92 238.42 244.92 251.42 257.92 264.42 270.92 277.42 283.92 290.42 296.92

18.2 Bargaining unit employees are eligible to use accrued vacation leave after they have successfully completed six (6) months of continuous employment with the Department.

I 8.3 An employee of the bargaining unit may accumulate vacation up to a maximum of 168.22 hours over that which he or she accumulates in any one year. Hours will not accumulate beyond this limit.

38

ARTICLE# 18-Con't

VACATIONS

18.4 Employees of the bargaining unit may take vacation in units of six (6) hours or more, based upon approval of the Battalion Chief.

18.5 Upon completion of his or her new hire probationary period, an employee will be eligible for payment of unused vacation accumulation when he or she terminates by layoff, retirement, death, or leaves the employ of the City in good standing with at least two (2) weeks prior notice.

18.6 Vacation approval shall be the responsibility of the on-duty Battalion Chief and be based on staffing needs. Two (2) employees per shift shall be allowed to take vacation leave or compensatory time, subject to approval of at least twelve (12) homs prior to the date of the vacation shift. The Fire Chief, at his or her discretion, may approve additional leave(s) for personnel, in any unit of time for educational or extenuating circumstances.

18.7 Effective upon ratification and approval by the City Council for FY 2016-2017 an employee may elect to be paid a portion of his/her accrued annual leave balance at his/her current rate of pay, subject to the following conditions:

l. Employee must maintain a minimum of I 00 hours of annual leave at the end of the pay period in which the sell back occurs, after the buy back hours and other annual leave hours used in that period are deducted.

2. Annual leave may be sold back in eight 8 hour increments not to exceed 53 total hours per fiscal year.

3. Payments for Annual Leave Sell Back may be requested in any pay period by completing the form designated for use in the program.

4. Hours sold back under the Annual Leave Sell Back provision wilJ be subtracted from the employee's accrued leave balance.

5. Such lwnp swn payments for accrued vacation leave shall not be considered as a part of pensionable earnings. Future sell back program payouts will be subject to the availability of funds approved through the budget process.

39

ARTICLE#l9

HOLIDAYS

19.l The following days will be observed as holidays for all bargaining unit employees:

A. January l -New Years Day B. Martin Luther King Day C. Memorial Day D. July 4 - Independence Day E. Labor Day F. Thanksgiving Day G. Friday after Thanksgiving Day H. December 24 - Christmas Eve Day I. December 25 - Christmas Day

19 .2 The following shall take effect upon ratification and approval by the City Council: any bargaining unit employee who works on any of the holidays above shall, in addition to his/her regular pay, receives additional pay (at the regular pay rate) of twenty~four (24)hours provided he or she works the full twenty-four (24) hour shift. If the employee is excused prior to the completion of his or her shift due to illness or for an emergency, he or she shall be paid a pro~rated amolUlt of the amount over twelve (12) hours on an hour for hour basis.

19.3 Any bargaining unit employee that is not scheduled to work on any of the holidays listed above, in addition to his or her regular pay; receive additional pay (at the regular pay rate) of twelve (12) hours.

19.4 Those bargaining unit members who are scheduled to work on Thanksgiving and Christmas Holidays shall not be required to participate in or attend training or public education assignments unless mutually agreed upon by both labor and management.

40

ARTICLE#20

LEGAL PROCEEDINGS

20.l Any employee required under legal process to appear for a judicial proceeding (as ordered by or in a court of law) which is directly related to the employee's scope of employment shall be granted time off without loss of pay or accrued leave time. Legal process includes all proceedings authorized or sanctioned by law or brought or instituted in a cou1t of law or legal tribunal, including but not limited to: trial, hearing, deposition

20.2 Bargaining unit employees are expected to serve on jury duty as required. If any employee has received notice to serve, he or she shall notify their immediate supervisor who in turn will notify the Battalion Chief as soon as possible.

20.3 Bargaining unit employees who are legally required to attend a judicial proceeding, directly related to the employee's scope of employment, while on scheduled leave shall be allowed to reinstate those leave hours served by reason of the legal process.

20.4 Bargaining unit employees required to appear in a judicial proceeding as the result of an employment related issue on behalf of the City, while off duty, shall be compensated as he or she would for other worked hours. These extra hours shall include time spent waiting to testify.

20.5 Bargaining unit employees shall retain all monies received as a juror as well as their regular salaries.

20.6 An employee of the Bargaining Unit, who in the exercise of their official duties, is ordered or required by the City or the legal system ( on the City's behalO, to appear before any person or agency, on the employee1s nonnal day off, shall be compensated for time worked. Any fee(s) paid to the employee for the employee's appearance, while the City is compensating the employee shall be paid to the City.

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ARTICLE#21

TUITION AID

21. l The City of Titusville encourages all regular employees to pursue educational opportunities to the fullest extent possible. Such opportunities include both job-related and/or self-improvement courses that would enhance the employee's present or future position with the City. This policy does not apply if the City requires an employee to attend a course. In this regard, the City has established an educational assistance program to help its employees defray the costs associated with the aforementioned pursuit. Specific requirements, criteria, and procedures associated with the educational assistance program are as follows.

21.2

1. All active regular full-time employees are eligible to participate in the educational assistance program and will be reimbursed or receive tuition assistance up to a maximum not to exceed 156 hours of course work which can be used to pursue a Bachelor's and/or Master's Degree. Employees must be on the payroll when final grades are submitted in order to be eligible for this benefit.

2. A probationary employee may participate in the educational assistance program if his/her probationary period ends before he/she completes the class. If the employee is still on probation when he/she completes the class, he/she is not eligible for tuition reimbursement or assistance.

3. Employees receiving payments or assistance for educational expenses from any other non.City sources (i.e. student loans) which do require repayment are eligible for participation to the maximwn extent provided for herein and the City's assistance should be considered as primary for the purpose of determining any City entitlement. In this regard it is the employee's responsibility to provide to the City adequate certification of the source and terms of repayment of such non-City assistance.

4. Once the primary source of assistance has been applied to the total educational expenses. the employee may then be eligible for additional assistance from the City to the extent and limits as specified above.

The intent of the F..ducational Assistance Program is to encourage employees to pursue undergraduate and graduate degrees excluding Doctorate while improving their individual productivity to the City. The Educational Assistance Program is not intended to fund the individual pursuit of professional certifications (i.e. IACP, CPA, PE, CMC, PHR, etc.) Obtainment of such certifications, although encouraged, should be planned for and addressed in each department's budget. Items included for educational assistance consideration include:

a. Tuition costs b. Testing fees (i.e. CLEP, etc.) related to the degree or course

credit for skills as opposed to eligibility related (i.e. SAT, ORE)

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21.3

21.4

c. Laboratory fees d. Internet fees

Items excluded for educational assistance consideration include:

a. Miscellaneous supplies and course materials (i.e. pencils, pens, calculators, etc.)

b. Textbooks and other publications related to courses

Any other item not specifically addressed above shall be considered as excluded for the purpose of consideration for educational assistance

Educational assistance applies toward college courses or continuing education course(s), which will enhance an employee~s present or future position with the City. Educational assistance is provided for degree and non-degree purposes at state university and/or conununity college tuition rates.

The amount of reimbursement or assistance is based upon final grades.

Letter grade A--100% B----75% C----50%

Satisfactory/Pass---- I 00% D or Unsatisfactory/Fail- --0%

The application for program participation shall provide an agreement to be signed by the employee stipulating that should the employee's services be terminated during the following periods either voluntarily or involuntarily, the City shall be reimbursed for funds paid the employee for educational expenses as provided in the following reimbursement formula:

Tennination after Completion Of the course(s)

Within Two (2) years

Reimbursement to the City

100%

In the case of an employee te1minating employment with the City by reason of resignation or dismissal (voluntary or involuntary) and not due to death, and who owes the City for repayment of educational assistance, such repayment shall be made from any accrued sick leave and/or vacation leave cash benefits due the employee at the time of termination. Any amount owed over and above those accrual benefits must be paid to the City in full within a twelve-month period in twelve equal monthly installments. Should an employee wish to repay the City in a shorter timeframe~ such as lump sum repayment, such repayment is encouraged. Educational Assistance is contingent upon compliance with all requirements and availability of funds. The Human Resources Director is responsible for the educational assistance program and budget.

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21.5 Prior to an employee being sponsored by the department to attend a paramedic program, they will be required to sign an agreement with the City. This agreement will acknowledge the sponsorship and the obligation to pay back the City if the employee leaves within 4 years of completing the program. The pay back requirement will be based on a sliding scale (100% within first year of completion, 75% within 2 years, 50% within 3 years, and 25% within 4 years.) These funds will be held from the employees' final pay check.

Request for tuition aid must be submitted to the Training Officer within at least ten (JO) days prior to the class start date. The EMS/Training Chief and or the Fire Chief will approve or disapprove the request and forward it to the Hwnan Resources Office for approval. The Hwnan Resources Office has final approval of all requests. The City "Request/ Approval for Tuition Aid» form will be used to submit a request for reimbursement. To be considered, the fotm must be completed and submitted by the employee and must include the following information: whether or not the employee is eligible for VA benefits, grants, or scholarships, and the ne1 worth to the City. Reimbursement will not be made to any employee who is eligible to receive VA benefits.

a. Prior to the date the class begins, the employee must submit "Request/approval for Educational Assistance" form to his/her supervisor for approval of course(s). Failure to submit this paperwork in a timely manner will result in denial of tuition reimbursement for the requested cow·se(s). A copy of the registration fo1m must be attached.

b. The Supervisor approves or disapproves class(es) (based on the course being job-related and/or enhancing the employee's career with the City) and forwards to the Human Resources Director for approval.

c. When final grades are received, employee attaches copy of transcript to signed form authorizing class and returns to the Hwnan Resources Department for payment.

d. The Hwnan Resources Department authorizes the Finance Department to reimburse or pay tuition directly to the educational institution based upon final course grades.

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ARTICLE#22

INCENTIVE PAY

22.1 The City in accordance with the provisions of Florida Statute 633.382 shall pay educational incentive pay for Associates Degree and/or Bachelors degree in Fire Science. In the event that the State of Florida discontinues this incentive pay, the City shall pay such incentive pay, in the amount of thirty dollars ($30.00) per month, provided the City Council approves such payments as a budget item.

22.2 a. Employees who obtain State of Florida Fire Officer One certification shall receive $50.00 per month in addition to his or her current rate of pay. b. Employees who obtain State of Florida Fire Officer Two certification shall receive $50.00 per month in addition to his or her cunent rate of pay.

22.3 Employees who obtain State of Florida "Pump Operator" certification shall receive $25.00 per month incentive pay, in addition to his or her current rate of pay.

22.4 Employees who obtain State of Florida Paramedic Certification shall receive $2,000.00 per year ($166.67 per month) incentive pay, and employees who obtain Solo Paramedic Status from the Medical Director shall receive an additional $4,500.00 incentive per year for a total paramedic incentive of $6,500.00 per year. ($541.66 per month).

22.5 Effective October 1, 2017, employees who obtain State of Florida Fire Instructor I Certification shall receive $25.00 per month incentive pay, in addition to his or her cmTent rate of pay.

22.6 Effective October 1, 2017, employees who obtain State of Florida Live Fire Instructor 1 Certification shall receive $50.00 per month incentive pay, in addition to his or her cunent rate of pay.

22. 7 Special assignment pay as outlined below shall be granted to any bargaining unit employee who meets the following conditions:

A. The employee completes a specialized training program, which results in the employee's receipt of certification in a professionally recognized specialty essential to departmental operations, and is an employee assigned to a position or duty by the Fire Chief which requires that the employee be certified in the particular professional specialty; or

B. Is an employee who is assigned to a specialized task/assignment at the discretion of the Fire Chief.

*Specialty assignment pay shall be not less than twenty-five (25) dollars per month and not more than one hundred fifty ( 150) dollars per month. The Fire Chief reserves the right to determine

45

the number and type of special assignments and appropriate special assignment pay as necessary for fire department operations. This will normally be reviewed annually for budget purposes.

22.8 Loss, cancellation, suspension, or expiration of certification, which is the employee's responsibility to maintain while on special assignment, and/or voluntary withdrawal from any special assignment, shall result in revocation of special assignment pay. Proof of ce1tification shall be required to be kept current in the employee's personnel file at Fire headquarters. Failure to provide proof of current certification will result in revocation of the assignment and pay.

22.9 Non-probationary Bargaining Unit employees who do not use any sick/personal leave (except for personal leave used for Union Business or educational leave as authorized in this Agreement), have no on-the-job accidents or injuries, have no at-fault accidents/incidents/damages to vehicles, equipment/facilities of the City, and receive no sustained disciplinary action shall, after the completion of each three (3) month quarter, receive a pay bonus of fifty {50) dollars. In the event that the employee qualifies for this bonus for any four (4) consecutive quarters, the employee shall be awarded an additional pay bonus of fifty (50) dollars; i.e., successful completion of four (4) consecutive quarters results in a total pay bonus for that year of two hundred fifty (250) dollars.

22.10 Bargaining Unit employees who are assigned to act in the capacity of a classification other than his or her normal assignment that is of a higher classification shall receive compensation in accordance with the City's Personnel Policy. In addition, Bargaining Unit employees are eligible to receive out of class pay for the period in the acting classification provided the assignment is at least eight (8) consecutive hours' in duration.

22.11 Bargaining unit employees are eligible to participate in the City's Cost Savings Incentive Bonus Program.

22.12 Effective upon ratification and approval by the City Council a Rescue Lead-Non­probationary Firefighter/EMT or paramedic who provides oversight responsibility of the rescue crew in the absence of the Lieutenant, will receive an additional 2 hours per shift at straight time provided he/she works the entire shift. Incentive pay will be prorated based on actual hours worked.

46

ARTICLE#23

WAIVER

23.1 The Union and the City agree that during the negotiations of this Agreement, each had an unlimited opportunity to submit, demands and proposals, and this Agreement was arrived at by the parties after the exercise of such right and opportunity. Therefore, the Union and the City, during the life of this Agreement, waive the right and each agree that the other shall not be obligated to bargain collectively with respect to any subject matter not specifically referred to or covered in this Agreement. even though such subjects or matters may not have been within the knowledge or contemplation of either or both of the parties at the time they negotiated or signed this Agreement.

47

ARTICLE #24

AL TERA TION OF AGREEMENT

24.1 The Union and the City may mutually agree at any time during the effectively of this Agreement to amend, alter, or modify any of its terms or conditions. Any alterations must be reduced to writing and signed and ratified by the appropriate representatives of both parties. It is further understood and agreed that future discussions under this article will clearly define ground rules including mutually agreed upon deadline dates, and if mutual agreement is not reached by the mutually agreed deadline date, status quo is maintained until the parties mutually agree otherwise.

24.2 The waiver of any breach or condition of this Agreement, by either party, shall not constitute a precedent for any future enforcement or waiver of such breach or condition.

24.3 This Agreement sets forth all understanding and agreements arrived at by the parties and supersede any and all inconsistent agreements which heretofore have existed, written or unwritten, between the parties.

24.4 In the event that any of the specific provisions of this Agreement are found to be inconsistent with any Federal, State, or Local law, or any rules or regulations issued there under, the remainder of this Agreement shall not be affected, but shall remain in full force and effect. In the event of such finding, the parties will meet for the purpose of negotiating a new provision if one is deemed necessary by either party.

48

ARTICLE#25

STRIKES AND LOCKOUTS

25.1 Strike means the concerted failure to report for duty, concerted absence the employees from their positions, concerted stoppage of work, concerted submission of resignation, in whole or in part, by any group of employees from the full and faithful performance of their duties for the purpose of inducing, condoning, or coercing a change in the terms or conditions of employment or rights, privileges, or obligations of public employment, or participating in a deliberate and concerted course of conduct which adversely affects the service of the City. the concerted failure to report for work after the expiration of a collective bargaining agreement and picketing in furtherance of work stoppage.

25.2 The Union agrees that there will be no strikes, as defined above. In the event of any breach of this Article, it is further agreed that the City shalJ have all the statutory rights or recourse as provided under Florida law.

25.3 The City agrees for the life of this Agreement, that there will be no lockout of tl1e employees.

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ARTICLE#26

DRUG TESTING

26.l Drug testing shall be conducted in accordance with state and federal law, and any amendments thereto, including: the Florida Drug-Free Workplace Act, Section 112.0455, Florida Statutes; the Florida Drug-Free Workplace Program, Section 440.102, et seq., Florida Statutes; applicable Florida Administrative Code Provisions including Chapter 59A-24; and the U.S. Department of Transportation Regulations governing drivers of commercial vehicles.

26.2 The abstinence from the use of drugs as defined in the above-referenced provisions is a condition of continued employment with the City. Likewise, the submission to a drug test, as defined in and under the circumstances set forth in the above-referenced provisions, is a condition of continued employment with the City.

26.3 Employees who have a drug and/or alcohol problem are encouraged to seek treatment through the City's Employee Assistance Program (EAP).

26.4 This policy consists of the following: 1. Purpose 2. Policy 3. Definitions 4. Procedures

26.5 Purpose The Titusville Fire and Emergency Department shall maintain a drug- and alcohol-free work environment through the use of a reasonable employee substance abuse and testing program. Therefore, in order to ensure the integrity of the department and to preserve the public trust and confidence in a fit and drug-free fire fighting profession, this department has implemented a Random and Mandatory Substance Abuse and Testing Program to deter and detect prohibited alcohol and drug use by department members. Substance abuse testing shall be conducted pursuant to the existing labor agreement and this departmental order and shall be consistent with workplace drug-testing rules promulgated by the State of Florida.

26.6 Policy Because substance abuse has serious adverse effects on the work force, the following rules and prohibited activities shall apply to all department members:

A. No member shall illegally possess any controlled substance.

B. No member shall ingest, inject. or inhaJe any controlled or other dangerous substance, unless prescribed to them by a licensed practitioner.

50

ARTICLE#26

DRUG TESTING (cont.)

C. No member shall ingest, inject, or inhale any prescribed or over-the-cow1ter medication in amounts exceeding the recommended dosage.

D. No member shall possess, consume, or be under the influence of alcohol as defined herein, while performing the duties of the Titusville Fire and Emergency Services Department

E. No member hired on or after October 1, 1988 shall ingest, inhale or consume any tobacco product on or off duty while engaged in employment with the Titusville Fire and Emergency Services Department.

26. 7. Definitions A. Chain of Custody - Procedures to account for the integrity of each urine and/or

blood specimen by tracking, handling, and storage from the point of specimen collection to final disposition of the specimen.

B. Collection Site - Collection site means a place owned, operated, or contracted by a licensed laboratory or a site prepared by a collector authorized under F.S. § 112.0455 and Chapter 59A-24, F.A.C., where individuals present themselves for the purpose of providing a specimen or specimens to be analyzed for the presence of drugs and/or alcohol.

C. Collection Site Person or Collector - A person who instructs and assists individuals at a collection site and who receives and makes initial examination of the urine specimen provided by those individuals. The person may also perfonn on-site saJiva and/or breath-alcohol screening and/or collect blood specimens for laboratory alcohol confirmation testing.

D. Initial or Screening Test - An immunoassay-screening test used by laboratories to eliminate "negative" urine specimens from further consideration. The initial test for blood-alcohol shall be an enzyme oxidation methodology.

E. Confirmation Test - All urine specimens identified as presumptively positive on the initial sample shall be confirmed using qualitative analysis by gas chromatography/mass spectrometry (GC/MS). Blood-alcohol specimens shall be confirmed using gas chromatography (GC).

F. Drug - The tenn "Drug" includes controlled substances listed in Schedules I, II, III, and IV, F.S. § 893.03.

G. Drug Abuse - The te1m ''Drng Abuse" includes use of a substance, which has not been legally prescribed and/or dispensed, or the excessive use of a legally prescribed drug.

51

ARTICLE#26

DRUG TESTING (cont.)

H. Medical Review Officer - Medical review officers are medical or osteopathic physicians duly licensed in the state in which they practice medicine and are certified as Medical Review Officers by the American Association of Medical Review Officers or the American College of Occupational and Environmental Medicine. MROs must have knowledge of substance abuse disorders, laboratory testing procedures, chain-of-custody procedures, and collection procedures, and they must have the appropriate medical training to interpret and evaluate an individual's drug and/or alcohol test result together with the individual's medical history or any other biomedical information.

I. Reasonable Suspicion - This is factual foundation and rationale, which is interpreted in light of experience.

26.8. Procedures

I. RANDOM AND MANDATORY SUBSTANCE ABUSE SCREENING PROGRAM PROCEDURES

The Random Substance Abuse Examination Program shall be administered through a medical services company, who will be determined by bid. The medical services company shall be responsible for the identification and notification of all members to be administered the random substance abuse examinations and the maintenance of the records.

The medical service's computer will generate a "blind" scheduling list quarterly of certified personnel for the Random Substance Abuse Examination. The list will contain a predetermined number of names that are mathematically random and not subject to arbitrary manipulation or discrimination.

A. The selection process shall be restricted to the medical services company.

B. If the member selected is not available due to sick leave, annual leave or other circumstances where they are not physically at work, the medical services company will note this in their computer records as to why the employee did not submit to testing.

C. All Titusville Fire and Emergency Services personnel MUST RESPOND IMMEDIATELY AND DIRECTLY to the request of the Collection Site Person or Collector. Failure to report immediately and directly to the test shall be grounds for discipline up to and including dismissal. Supervisors will relieve selected department members of their duties until after the collection process is completed.

D. Titusville Fire and Emergency Services personnel will act in a professional manner and follow all directives given by the collection site personnel. The collection site personnel shall immediately notify the EMS Chief of any member's refusal to cooperate with the procedures set forth herein. The EMS

52

ARTICLE#26

DRUG TESTING (cont.)

Chief shall resolve the matter by phone or dispatch their immediate supervisor to the collection site.

E. The testing procedures and safeguards provided in this policy are to ensure the integrity of the department's Random Substance Abuse Testing Program shall be adhered to by all personnel.

F. The substance abuse examination will encompass any of the following drugs or their metabolites:

Amphetamines (Amphetamine, methamphetamine) Cannabinoids (11-nor-D9-tetrahydrocannabinol-9-Carboxylic acid) Cocaine (benzoylecgonine) Phencyclidine Methadone Opiates* Barbiturates Benzodiazepine

Positive Threshold Levels Screening Confilmation 1,000 ng/mL 500 ng/mL

50ng/mL

300ng/mL 25 ng/mL 300ng/mL 300 ng/mL 300ng/mL 300 ng/mL

15 ng/mL

150 ng/mL 25 ng/mL 150 ng/mL 300 ng/mL 150 ng/mL 150 ng/mL

G. An individual will have a positive drug test reported for any mine drug test which has been verified by the Medical Review Officer if the testing laboratory detennines the specimen contains a drug ( or metabolite) above the screening and confirmatory test threshold levels listed above.

H. A negative test result shall be reported for any urine drug test, which has been analyzed by a testing laboratory and found NOT to contain a drug (or metabolite) above the screening levels listed above.

I. A negative drug test result shall also be reported for any urine drug test result which has been analyzed by a testing laboratory and found to contain a drug ( or metabolite) above the screening and confirmatory test threshold levels listed above in the Medical Review Officer subsequently determines the result is negative based on verification of prescription info1mation or other acceptable verifiable explanations.

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ART1CLE#26

DRUG TESTING (cont.)

11. MANDATORY DRUG AND/OR ALCOHOL TESTING

A. No member shall possess, consume, or be under the influence of alcohol as defined herein, while performing the duties for the Titusville Fire and Emergency Services Department .

B. Any member having a reasonable basis to believe that another member is illegally using or is in possession of a controlled substance or is using or is under the influence of alcohol or shall immediately report the facts and circumstances to a supervisor, who will in turn notify the EMS Chief.

C. A decision to test a member shall be based on factors such as change in job performance; physical symptoms associated with drug/alcohol usage such as slurred speech and altered motor skills; changes in attention span or attendance; reports or actual witnessing of possession or use of substances, changes in appetite or sleeping habits; or other mannerisms or behavior changes which indicate the suspicion of alcohol or drug usage.

D. When reasonable suspicion of the use of alcohol, or drugs by a member is brought to the attention of a supervisor, the supervisor shall immediately notify the affected Division Chief or Battalion Chief and the EMS Chief, who will arrange for testing the department member.

Ill. COLLECTION PROTOCOLS

Analysis of urine, blood, or saliva specimens collected under reasonable suspicion or the Random and Mandatory Substance Abuse Examination Program will only be performed by laborato1ies licensed under F.S.S. 112.0455 and certified by the Agency on Health Care Administration as complying with drug testing standards and procedures for Workplace Drug Testing Programs~ defined in section 59A-24 F.A.C.

All personnel must bring departmental photo identification to the collection site. \Vhen a donor arrives at the collection site, the collection site person shall request the donor to present photo identification in the form of departmental I.D. or driver's license from each member to be tested. If the donor's identity cannot be established, the collection site person shall not proceed with the collection. The collection site person shall document the reason for not collecting the specimen and provide the donor with a copy of this documentation.

A. Drug Testing/Urine Collection

I. The collection site person shall take precautions to ensure that a urine specimen not be adulterated or diluted during the collection procedure and

54

ARTICLE#26

DRUG TESTING (cont.)

that information on the collection bottle and on the chain-of-custody form can identify the individual from whom the specimen was collected.

2. All members are required to sign the chain-of-custody fonn. Department members shall not make any modifications, changes, or deletions on any of the required substance abuse examination forms. Failure to complete the chain-of-custody form may result in disciplinary action, up to and including termination.

3. For urine specimens, toilet-bluing agents shall be placed in toilet tanks so the reservoir of water in the toilet bowl always remains blue. There shall be no other source of water in the enclosure or portioned area where urination occurs. The collector shall control all other sources of water.

a. Only one donor shall be allowed inside the collection site (restroom) at any given time.

b. The collection site shall consist of a private and secure restroom facility.

4. Prior to collection, the collection site person shall ask the individual to remove any U1U1ecessary outer garments, such as a coat or jacket, and to empty all clothing pockets. Members shall not bring anything, including any smoking materials, with them into the collection site. The collection site person shall ensure that all belongings, such as a purse or briefcase, remain with the outer garments. The individual may retain his wallet, provided that the collection site person shall check it for possible contaminants. (Members shall not be searched; however, if the collector notes any wmsual behavior, abnormal urine temperature, or any other indication that a specimen may have been adulterated, substituted, or diluted, the EMS Chief shall immediately be notified and another specimen may be collected/witnessed by a same gender collector.)

5. The member shall be instructed to wash and dry his/her hands prior to urination. After washing hands, the individual shall remain in the presence of the collection site person and shall not have access to any water fountain, faucet, soap dispenser, cleaning agent, or any other materials which could be used to adulterate the specimen.

6. Upon receiving the specimen from the individual, the collection site person shall determine that urine specimen contains at least 30 milliliters (mL) of urine. The collector shall document the appropriate volwne of the specimen at the time of collection.

55

ARTICLE#26

DRUG TESTING (cont.)

a. If there is less than 30 mL of urine in the container, another urine specimen shall be collected in a separate container. Collected specimens, which contain less than 30 mL of urine shall not be submitted to the laboratory for testing. Such specimens shall be discarded in the presence of the donor and such procedure shall be annotated by the collector on the chain·of-custody fonn.

b. The collector is permitted to give the donor water to drink for the purpose of providing another urine specimen, not to exceed 40 ounces in 3 hours or 4 ounces every 15 minutes but not exceeding 3 hours. If the donor still fails to provide 30 mL of urine, the collection site person shall notify the EMS Chief or designee, who shall respond to the collection site. The EMS Chief or designee shall remain with the member until he provides an acceptable sample.

c. Failure to submit a sample shall be considered a refusal to submit to a drug test.

7. After a urine specimen has been provided and submitted to the collection site person, the individual shall be allowed to wash his/her hands.

8. No longer than four minutes following the collection, the collection site person shall measure and record the temperature of the urine specimen, as indicated, on the chain-of-custody fonn. The temperature-measuring device must be placed on the outside of the container to prevent contamination. If the temperature measurement is not conducted within four minutes, the specimen shall be rendered invalid and shall be rejected. A second specimen shall be collected and a new chain-of-custody form generated.

9. If the temperature of a urine specimen is outside the range of 90 - l 00° Fahrenheit, there is reason to believe that the donor may have altered or substituted the specimen and another urine specimen shall be collected under the direct observation by an observer of the same gender as the donor. The EMS Chief or designee shall be notified. The reason for the observed collection and the identity of the direct observer shall be documented on the chain-of.custody form.

10. Immediately after a urine specimen is collected, the collection site person shall also inspect the specimen to determine its color and look for any signs of contaminants. Any unusual finding shall be noted on the chain-of­custody form, and the EMS Chief or designee shall be notified.

56

ARTICLE#26

DRUG TESTING (cont.)

11. Whenever a collection site person has reason to believe that a particular individual may alter or has altered or substituted a urine specimen, a higher level supervisor at the collection site or at the laboratory shall review the decision and concur in advance with the collection of a second specimen under the direct observation of an observer of the same gender as the donor.

a. Once approved by a higher level supervisor, the collector shall require the individual to provide another specimen under direct observation. If the same gender observer is not the collector, the observer shall be identified on the chain-of-custody form.

b. The observer, if different from the collector, shall not handle the specimen, and the donor shall hand the specimen to the collector in the observer's presence. The observer shall keep the specimen in sight at all times prior to it being sealed.

c. A new chain-of-custody form shall be executed to accompany any specimen collected Wlder direct observation. Information regarding a specimen collected under direct observation shall be included on both the new chain-of-custody form and on the original form in the remark section. In addition, the new chain-of-custody specimen identification number shall be annotated on the original form. Both specimens shall be sent to the laboratory to be analyzed.

12. The individual being tested, the collection site person, and the observer, if used for direct observation, shall keep the specimen in view at all times prior to it being sealed and labeled.

13. The collection site person shall place securely on the bottle, an identification label containing the donor's specimen number, which matches the specimen number on the chain-of-custody form) and the date. The member (donor) and the collector shall initial the identification label on the specimen bottle for the purpose of ce1tifying that it is the specimen collected from the donor. The collector shall enter all required information on the chain-of.custody form.

14. Department members shall not make any modifications, changes, or deletions on any of the required substance examination fo1ms except as directed by the collector. The individual shall be asked to sign a statement on the chain-of-custody form certifying that the specimen identified as having been collected from him/her is in fact that specimen he/she provided.

57

ARTICLE#26

DRUG TESTING (cont.)

a. All Department members are required to sign the chain-of-custody fonn when requested to do so by the collector.

b. It shall be noted and signed on the chain-of-custody fonn by the collection site person, with a witness' signature, if the individual refuses to sign the statement. Failure to complete the chain-of­custody fonn may result in disciplinary action~ up to and including dismissal.

15. While any part of the above chain-of-custody procedures is being perfonned, it is essential that the specimen and the chain-of-custody fonn be under the control of the collection site person. If the collection site person leaves his work station momentarily, the specimen and the chain­of-custody f01m shall be taken with him or shall be secured in a locked room, drawer, file cabinet, etc. After the collection site person returns to the workstation, the chain-of-custody process will continue. If the collection site person is leaving for an extended period of time, the specimen shall be packaged for shipment before he/she leaves the site.

16. Upon completion of the collection process, tested members will receive a copy of the laboratory chain-of-custody form. The reverse side of the member's chain-of-custody form shall contain a list of the over-the­counter and prescription medications which can interfere with a drug test result and shall be provided to facilitate the member's providing the Medical Review Officer with information necessary to determine a verifiable result ( either positive or negative) if the testing laboratory reports an unverifiable result.

B. Alcohol Testing

1. To preclude unnecessary blood testing for alcohol, non-invasive collection-site saliva and/or breath screening tests for alcohol may be used under the Mandatory Substance Abuse Examination Program to detennine the need for blood-alcohol confirmation testing.

2. If the results of the screening test produce a result of less than 0.02 g/dL, the result shall be noted by the collection site person for verification and reported as negative to the EMS Chief or designee.

3. If the results are 0.02 g/dL or greater, the collector will immediately draw a blood specimen using aseptic venipuncture technique for blood-alcohol conformation testing by the laboratory. The venipuncture site for blood alcohol shall be cleaned with a nonalcoholic antiseptic substance. A confilmed laboratory result, verified by the Medical Review Officer, at 0.02 g/dL shall be reported as positive. The EMS Chief or designee shall be notified. The laboratory will report results below 0.02 g/dL as negative.

58

ARTICLE#26

DRUG TESTING (cont.)

4. Documentation of the collection process for blood-alcohol testing shall be carried out in the same manner as prescribed for urine specimens using a separate but identical chain-of-custody form.

5. The collection site person shall arrange to send the collected specimen(s) by express shipment, courier> or U.S. Mail to the drug-testing laboratory, which is designated by the department. The specimens shall be placed in containers designed to minimize the possibility of damage during shipment. Prior to shipping or storage, the collection site person shall ensure that the specimen container(s) are sealed with forensic tamper­proof tape; the forensic tamper~proof tape contains initials of the donor, the date the specimen was sealed in the specimen container; and the completed chain-of-custody form. The specimen container shall be enclosed and sealed in a tamper-proof sealable plastic bag before packaging for shipment to the drug-testing laboratory.

C. Nicotine Testing

1. Nicotine testing shall be performed for all members that have been hired on or after October I. 1988 during the random drug testing process.

IV. MEDICAL REVIEW OFFICER PROCEDURES

A. The laboratory shall test and report drug test results to the Medical Review Officer. (MRO), no more than three (3) working days after the receipt of the specimen in the laboratory.

B. The MRO shall evaluate the drug test result(s), which is reported by the laboratory, to verify by checking the chain-of-custody form that the specimen was collected, transported, and analyzed Wlder proper procedures, as specified in these rules, and to determine if any alternative medical explanations caused a positive test result. This determination could include conducting a medical interview with the individual; review of the individual's medical history; or the review of any other relevant biomedical factors. The MRO shall review all medical records made available by the tested individual. The MRO shall not consider the results of samples that are not obtained or processed in accordance with these results.

C. The MRO shall notify the department in writing of a negative result no more than seven (7) working days after the specimen was received by the laboratory, and appropriately file copy two and four of the chain-of-custody form under confidential procedures for a period of two (2) years.

D. To verify that a positive test result was properly analyzed and handled according to these rules, the MRO shall receive and review the test result(s) from the

59

ARTICLE#26

DRUG TESTING (cont.)

laboratory; verify the laboratory report by checking the chain-of-custody fonn for required signatures, procedures, and information; ensure that the donor's specimen identification number on copy two of the laboratory test report and on copy four of the chain·of-custody form which was sent to the MRO by the collection site accurately identifies the donor with the positive test result; notify the member of a confinned positive test result, and within three (3) days of receipt of the test result from the laboratory. inquire as to whether prescription or over· the-counter medications could have caused the positive test result.

E. Within five (5) days of notification to the donor of the positive test result, the MRO shall provide an opportunity for the member to discuss his positive test result and to submit documentation of any prescriptions relevant to the positive test result; review any medical records provided by the member, or authorized by the member and released by the member's physician, to detennine if the positive test result was caused by a legally prescribed medication.

F. If the donor does not have prescribed medication, the MRO shall inquire about over-the-counter medications which could have caused the positive test result. The MRO may order such additional laboratory tests as may be necessary to corroborate the presence of other legal substance(s) which could have produced a positive laboratory test result.

G. The donor shall be responsible for providing all necessary documentation (i.e., a doctor's report, signed prescription, etc.) within the five day period after notification of the positive test result.

H. The MRO must notify the department in writing of the verified test result, either negative, positive, or unsatisfactory, no more than seven (7) working days after the specimen was received by the laboratory, and appropriately file the chain-of­custody form under confidential procedures for two (2) years.

I. If the MRO detennines that there is a legitimate medical explanation for the positive test result based on the medical judgment of the MRO and accepted standards of practice, the MRO shall report a negative test result to the department.

J. If the MRO is unable to contact the donor who tested positive within 'three (3) working days of receipt of the test results from the laboratory, the MRO shall contact the department and request that the department direct the donor to contact the MRO as soon as possible. If the MRO has not been contacted by the donor

60

ARTICLE#26

DRUG TESTING (cont.)

within two (2) working days from the request to the department, the MRO shall verify the report as positive.

K. As a safeguard to department members, once an MRO verifies a positive test result~ the MRO may change the verification of the result if the donor presents information to the MRO which docwnents that a serious illness, injury, or other circumstance unavoidably prevented the members from contacting the MRO within the specified time frame and if the donor presents information concerning a legitimate explanation for a positive test result.

L. If the donor declines to talk with the MRO regarding a positive test result, the MRO shall validate the result as positive and annotate such decline in the remarks section of the written report.

M. Drug testing laboratories shall retain and place all confirmed positive urine specimens in locked> secured, long-term frozen storage (-15° Celsius or less) and confirmed positive blood specimens in locked, secured, long-term refrigerated storage (68° Celsius) for a minimum of210 days. Within this 210-day period, the department, member, or MRO is permitted to request in writing that the laboratory retain 1he specimen for an additional period of time. If no such request is received, the laboratory is permitted to discard the specimen after 210 days of storage. When notified in writing, the laboratory shall be required to maintain any specimens under legal challenge until such challenge is resolved.

V. DEPARTMENT MEMBER RIGHTS OF APPEAL

The MRO shall process any donor requests for a retest of the original specimen with.in 180 days of notice of the positive test result> at another similarly licensed laboratory selected by the department member or the job applicant. The donor requesting the additional test shall be required to pay for the costs of the retest, including handling and shipping expenses. The MRO shall contact the original testing laboratory to initiate the retest.

VI. REPORTING OF DRUG TEST RESULTS

Following verification of a positive test result, the Medical Review Officer will notify the EMS Chief or designee. The appropriate Division Chief will conduct the appropriate investigation.

61

ARTICLE#26

DRUG TESTING (cont.)

VII. DISCIPLINE

A positive test result will result in a re-test of the original sample by the laboratory. If the re-test results are positive on the specimen, the employee will be suspended without pay pending a pre-detennination hearing. A positive result on the re-test will result in disciplinary action, up to and including dismissal.

Employees who refuse to comply with the provisions of this Article will be subject to disciplinary action, up to and including dismissal.

62

ARTICLE#27

WAGES 27.1 Effective the first pay period following ratification and approval by both parties for Fiscal Year 2016-2017 those bargaining unit employees who are employed as of the effective date of this agreement shall be provided a wage adjustment in accordance with Attachment B.

27.2 Effective upon ratification and approval by the City of Titusville City CoW1cil bargaining unit employee(s) who are promoted to Driver/Operator shall have their pay adjusted to the '~Driver/Operator /FF/EMT Minimum" Pay Grade, or 8% of their CUITent BAE whichever is greater.

27.3 Effective upon ratification and approval by the City of Titusville City CoW1cil bargaining Wlit employee(s) who are promoted to Lieutenant shall have their salary adjusted to the "Fire Lieutenant Minimum" Pay Grade, or 8% of their current BAE whichever is greater.

The salary schedule for bargaining t.mit members for Fiscal Year 2016-2017 is as follows:

Pay Scale

Firefighter/EMT

MIN $36,458 MID $46,854 MAX $57,249

Driver Operator//FF/EMT

MIN $46,242 MID $53,231 MAX $60,191

Fire Lieutenant

MIN $55)532 MID $61,472 MAX $67,529

63

ARTICLE#28

NOTIFICATION

28.1 Unless otherwise stipulated in this Agreement, any official notices between the parties other than disciplinary actions shall be by registered or certified mail and addressed as follows:

A. To the Union-President of Local #2445 International Association of Fire Fighters P. 0. Box 747 Titusville, FL, 32781-0747

B. To the City-Human Resources Office City of Titusville 555 S. Washington Ave. P.O. Box 2806 Titusville, FL 32781-2806

64

ARTICLE#29

DURATION

29.l Written notification of intent to (by either party) modify, amend or terminate the Agreement is required at least sixty (60) days prior to the start of negotiations.

29.2 This Agreement shall remain in effect until the thirtieth (30th) day of September 2019 and shall continue in effect for three years unless the City or the Union desires to modify, amend, or terminate this Agreement at its normal expiration date.

On or before June 1 t 2017 and June 1, 2018 IAFF and the City shall notify each other in writing of their intent to reopen Wages Article and two additional Articles covered by the Agreement for FY 2017-2018 and FY 2018-2019.

29 .3 All Articles which neither the Union or the City intend to address shall remain in full force and effect

65

ARTICLE#30

LABOR MANAGEMENT COMMITTEE

The City shall establish and maintain a Labor Management Committee comprised of three (3) members designated by the Union President and tluee (3) members designated by the Fire Chief or the Fire Chief's designee.

The committee shall meet semi-annually unless mutually agreed upon by both parties to meet more often. Such meetings shall be held during normal working hours. The purpose of these meetings will be to improve communications and discuss problems and objectives of mutual concern.

66

IN WI1NESS WHEREOF, the parties hereto have caused this Agreement to be executed this .d.,__ day of £lh,~ 'lo 11 .

For Local 2445 of the

President

For the City of Titusville, Florida

Wanda F. Wells City Clerk

Approved as to Content

Scott Larese City Manager

Approved as to Form

Richard Broome City Attorney

67

NATURE OF WORK

ATTACHMENT 11A11

JOB DESCRIPTIONS

FIRE FIGHTER*

This is a responsible and skilled position which requires the incwnbent to perform specialized work as an individual and/or team member in fire suppression, emergency medical services, fire loss management and other diversified emergency activities. Work primarily involves protection of lite and property, and frequently involves prolonged strenuous exertion under extreme hazardous and/or dangerous conditions such as, but not limited to: fire, smoke, noise, extreme heat or cold, heights, cramped spaces, toxic or irritant gases or chemicals, explosive situations, water rescue and adverse weather conditions.

Work is perfonned in accordance with well~established and defined procedures. Assignments are received from department supervisors in fire suppression, emergency medical services, fire loss management and other diversified emergency activities.

TYPICAL DUTIES (Illustrative Onlv) Operate specialized equipment and participate m fire suppression and emergency medical operations and related diversified activities.

Perform equipment maintenance, housekeeping and other related duties including, but not limited to buildings and grounds.

Clean and inspect equipment after returning from a fire.

Participate in daily training classes, drills and activities, and daily equipment checks.

Inspect, flow, maintain and paint fire hydrants as a member of an engine or truck company.

Administer blood pressure checks.

Perform routine maintenance tasks on equipment and facilities on an as needed basis.

Participate in mandatory physical training program and evaluation as prescribed by the department physician in order to maintain required state of physical condition as prescribed by department policies, utilizing department physical training program.

Perform other department related tasks as assigned by management.

* AS of October I, 1996, as a condition of employment, all new hires will be required to attain State of Florida Paramedic certification within the first three years of employment and maintain this certification as a condition of employment. once achieved. * As of January 1, 20 IO all new hires must live within a fifty mile radius of the City of Titusville.

68

DRIVER/OPERA TOR

NATURE QI WORK This is a highly responsible and technically skilled position which requires the incumbent to perform specialized work as an individual and/or team member in fore suppression, emergency medical services, fire loss management and other diversified emergency activities. Work primarily involves protection of life and property, and frequently involves prolonged strenuous exertion under extreme hazardous and/or dangerous conditions such as, but not limited to: fire, smoke, noise, extreme heat or cold, heights, cramped spaces, toxic or irritant gases or chemicals, explosive situations, water rescue and adverse weather conditions.

TYPICAL DUTIES (Illustrative Only) Drive and/or operate a variety of specialized apparatus and associated equipment, including the responsibility to maintain readiness state" ofunit(s) and related equipment to which assigned.

May assume the duties of Lieutenant (Company/Station Officer), and under some circumstances will receive orders or instructions from Command personnel above the rank of Lieutenant.

Drive and/or operate fire, EMS, or other specialized apparatus and related equipment under normal and adverse conditions.

Inspect perform preventative maintenance, maintain and inventory assigned apparatus and associated equipment to secure and account for "readiness state" service status.

Select best travel route and respond quickly to emergency calls for service in an assigned area as a member of a fire, EMS or specialized company.

Position assigned apparatus at fires or other emergencies in order to place unit where it will best be utilized for emergency action, unless otherwise directed by a supervisor.

Perform technical tasks to effectively and safely operate fire pumps and associated appliances or accessories, aerial platform devices and elevated streams, including the responsibility of securing adequate water supply to deliver effective fire streams through correct hydraulic calculations and pump intake or discharge controls.

Self-initiate and carry out "trouble~shooting" tasks, without undue delay, to affect a fully equipped/ready-state apparatus and report any pertinent matters unresolved to immediate supervisor.

Verify and record any and an deficiencies of apparatus and associated equipment to which assigned, and communicate to oncoming shift Driver/Operator, including damaged. Lost or missing equipment.

Maintain knowledge, through study resources and area survey of streets, hydrants, buildings, sprinkler and standpipe connections in fire response territory.

69

DRIVER OPERATOR-Con't.

Perform fire fighting, first aid, search, rescue, hazardous materials mitigation, suppression, forcible entry, ventilation, salvage and overhaul related duties to minimi7..e injury, life and property loss as needed or directed by supervisor.

Participate and engage in non-emergency company programs such as: training, pre-fire planning, fire hydrant maintenance, public education and other fire loss management endeavors.

Provide a variety of non-emergency public assistance services in response to the public1s needs, such as, but not limited to, blood pressure checks, street information and directions, station tours and equipment demonstrations.

Perform maintenance and cleanjng tasks of facility, fleet and equipment.

Secure and routinely maintain department personally-issued equipment, protective gear and uniforms.

Perform other department related duties as assigned by management.

70

FIRE LIEUTENANT

NATURE OF' WORK This is highly responsible and technically-skilled work which requires the incumbent to perfonn specialized work as a supervisor, individual and/or team member in fire suppression, emergency medical services, fire loss management and other diversified emergency activities. Work primarily involves protection of life and property, and frequently involves prolonged strenuous exertion under extreme hazardous and/or dangerous conditions such as, but not limited to, fire, smoke, noise, extreme heat or cold, heights, cramped spaces, toxic or irritant gases or chemicals, explosive situations, water rescue, and adverse weather elements.

Duties include directing and supervising the activities of one or more companies during an assigned shift. Enforces and adheres to department rules and regulations, and City policies and procedures Work is continually monitored and evaluated by management, Trains subordinate personnel in the various subjects that relate to department functions. Responsible for assuring maintenance on all fire apparatus and facilities, and maintaining required records. Inspect and maintain fire hydrants in an assigned district. Assists in public education programs as assigned.

TYPICAL DUTIES (Illustrative Only) During an emergency, incumbent is responsible for placement and proper use of fire companies and personnel at the scene of an emergency and for directing all emergency activities in the absence of management.

Directs and supervises activities of fire fighters; assigns duty positions, work details, and maintains and administers discipline of subordinates.

Enforces rules, regulations, policies and procedures.

Recommends to management approval of temporary shift transfers and controls emergency and sick leave requests.

Directs deaning of quarters, equipment and apparatus.

Directs fire hydrant inspection and maintenance in an assigned district.

Transmits infonnation and orders from Chief, Assistant Chief, and Battalion Commanders to subordinates and assures compliance with directions, procedures, special orders and official policies.

Promotes and maintains harmonious operation of crews through team building.

Handles complaints, prepares activity, attendance, training and maintenance reports, and other necessary records including the completion or assignment to complete incident and survey reports.

71

FIRE LIEUTENANT-Con't.

Participates in mandatory physical training program and evaluation as prescribed by the department physician in order to maintain required state of physical condition as prescribed by department policies utilizing department physical training program.

Participates in officer development and training programs off-duty when necessary.

Performs other department related duties as assigned by management.

72

JOB DESCRIPTION

PARAMEDIC

NATURE OF WORK

This is highly responsible and technically skilled work which requires the incumbent to perform specialized work as an individual team member, or team leader by utilizing knowledge and skills related to Advanced Life Support (ALS) and Basic Life Support (BLS) treatments or interventions at medical incidents. Work is perfonned under the written protocols of a licensed Medical Director. Frequently assists or directs Emergency Medical Technicians (EMT's) in patient care. Provides training to crew members in the area of emergency medicine. These responsibilities are in addition to all duties of the current position held by the individual.

TYPICAL DUTIES (illustrative only, and in addition to other duties listed in separate iob description specific to current position and rank).

Assumes responsibility for patient care on an emergency scene and may supervise other medical personnel. Assesses nature and extent of illness or injury and establishes priority for emergency care. Notifies medical facilities of findings and treatments. Implements triage procedures at multi-injury emergencies.

Performs BLS and ALS techniques; such as endotrachcal intubation, administration of drugs and intravenous fluids, cardiac monitoring and defibrillation in accordance with approved vvritten medical protocols, or as directed by on-line medical control.

Operates emergency vehicles to and from emergency situations. Operates medical and telemeuy equipment in accordance with \Witten protocols or Standard Operating Guidelines.

Inspects assigned vehicle(s) and equipment per Standard Operating Guidelines and Departmental Policy.

Completes required reports and documentation of medical care given per Standard Operating Guidelines and written protocols.

Retrieves equipment from hospitals and/or patients. Replaces all used linens and supplies. Cleans and decontaminates vehicle and equipment as needed or as outlined in policy and guidelines.

Attends classes related to emergency medical care.

Conducts public awareness demonstrations of emergency medical care.

Performs other department related duties as assigned by management.

EDUCATION AND EXPERIENCE (in addition to othet· duties listed in separate lob description specific to current position and rank):

73

PARAMEDIC-Con't.

Certification as a Paramedic by the State of Florida in accordance with Florida Statutes Section 401.27.

Certification in Advanced Cardiac Life Support, Pediatric Advanced Life Support, Basic Trauma Life Support or equivalent and Cardio-Pulmonary Resuscitation.

All certifications must be kept current and employee must provide current copies of certification to the Department.

Successful completion of Paramedic Solo Program as established by the Department and current Medical Director.

KNOWLEDGE, SKILLS AND ABILITIES ill! additi9n !2 ~ duties listed in separate io.t> description specific to current position and rank):

Thorough knowledge of Basic and Advanced Life Support techniques.

Demonstrates a thorough knowledge of patient assessment and treatment

Thorough knowledge of the operation and maintenance of ALS equipment and vehicles.

Ability to work as a team member performing BLS and ALS under the direction of a licensed physician.

Ability to establish and maintain effective working relationships with other medical personnel and the public.

SPECIAL REQUIREMENTS

Paramedics are required to attain and maintain Solo Paramedic Status as determined by the Department's Medical Director within one year of employment and/or certification.

74

IAFF RAISES FY 15/16

ALL EMPLOYEES IN POLICE & FIRE PENSION PLAN Last Name First Name Actual Position Title

New rate for Fy 15/16

BOWMAN TIMOTHY DRIVER/OPERATOR/PARAMEDI $16.69 CROCKER BOBBY DRIVER/OPERATOR/PARAMEDI $17.02 EINKOPF SCOTT DRIVER/OPERATOR/PARAMEDI $18.60 ELLIS DANIEL DRIVER/OPERATOR/PARAMEDI $17.02 HALL JOSHUA DRIVER/OPERATOR/PARAMEDI $17.02 HOLBROOK SHAWN DRIVER/OPERATOR/PARAMEDI $16.69 UNFILLED DRIVER/OPERATOR/PARAMEDI $15.88 NEELD DAVID DRIVER/OPERATOR/PARAMEDl $17.02 SENGER LUCAS DRIVER/OPERA TOR/PARAMEDI $17.02 LEES BEN DRIVER/OPERATOR/PARAMEDI $15.88 BOONE ZACHARY DRIVER/OPERATOR/PARAMEDI $15.88 UNFILLED DRIVER/OPERATOR/PARAMEDI $15.88 ABERNATHY MICHAEL FF/LIEUTENANT/PARAMEDIC $19.42 CALLAHAN TIFFANY FF/LIEUTENANT/PARAMEDIC $20.40 CHAMBERLAIN JR DOUGLAS FF/LIEUTENANT/PARAMEDIC $21.60 CODY LOYE FF /LIEUTENANT /PARAMEDIC $20.40 FORD LISA FF/LIEUTENANT/PARAMEDIC $20.40 HARRIS JEFFERY FF/LIEUTENANT/PARAMEDIC $20.40 HIGGINBOTHAM DAVID FF/LIEUTENANT/PARAMEDIC $20.40 HOUSE WILLIAM FF/LIEUTENANT/PARAMEDIC $20.40 JOHNSON JUSTIN FF/LIEUTENANT/PARAMEDIC $19.42 VAKNIN ADAM FF/LIEUTENANT /PARAMEDIC $19.07 SMITH BROOK FF/LIEUTENANT /PARAMEDIC $20.40 STRONG BRIAN FF/LIEUTENANT/PARAMEDIC $20.40 UNFILLED FF/PARAMEDIC $12.52 DUNCAN THOMAS FF/PARAMEDIC $14.31 HARPER OLIVIER FF/PARAMEDIC $13.41 HERVOCHON PETER FF/PARAMEDIC $13.41 JOLLY AARON FF/PARAMEDIC $13.47 LAMOTHE LUCAS FF/PARAMEDIC $12.52 WIEGERT WILLIAM FF/PARAMEDIC $13.41 BAKER MATTHEW FIREFIGHTER/EMT $12.52 BIRGE RYAN FIREFIGHTER/EMT $13.41 DAVIS DUSTIN FIREFIGHTER!EMT $13.41 FISHER SHAUN FIREFIGHTER/EMT $13.41 HAMMOND TIMOTHY FIREFIGHTER/EMT $13.16

FY 16/17

new rate w/1.5% annual

$16.94 $49,329.28 1.5% $17.28 $50,330.43 1.5% $19.14 $55,721.12 2.9% $17.28 $50,330.43 1.5% $17.40 $50,679.87 2.2% $16.94 $49,329.28 1.5% $16.12 $46,941.44 1.5% $17.28 $50,330.43 1.5% $17.40 $50,679.87 2.2% $16.12 $46,941.44 1.5% $16.12 $46,941.44 1.5% $16.12 $46,941.44 1.5% $19.90 $57,956.08 2.5% $20.86 $60,729.76 2.2% $21.92 $63,841.52 1.5% $20.71 $60,307.52 1.5% $20.71 $60,307.52 1.5% $20.71 $60,307.52 1.5% $20.71 $60,307.52 1.5% $20.71 $60,307.52 1.5% $19.90 $57,956.08 2.5% $19.36 $56,376.32 1.5% $20.86 $60,729.76 2.2% $20.71 $60,307.52 1.5% $12.71 $37,011.52 1.5% $15.03 $43,774.64 5.1% $13.71 $39,924.98 2.2% $13.61 $39,641.06 1.5% $13.83 $40,272.96 2.7% $12.71 $37,011.52 1.5% $13.61 $39,632.32 2.0% $12.71 $37,011.52 1.5% $13.61 $39,641.06 1.5% $13.61 $39,641.06 1.5% $13.71 $39,924.98 2.2% $13.36 $38,904.32 1.5%

IAFF RAISES FY 15/16

Last Name First Name Actual Position Title New rate for new rate Fy 15/16 w/1.5% annual

HARTSELLE STEPHEN FIREFIGHTER/EMT $13.41 $13.61 $39,641.06 1.5% HERSEY JR DANA FIREFIGHTER/EMT $13.16 $13.36 $38,904.32 1.5% JOHNSON ANDREW FIREFIGHTER/EMT $13.4'1 $13.71 $39,924.98 2.2% MENDIOLA JELANI FIREFIGHTER/EMT $12.52 $12.71 $37,011.52 1.5% KING PATRICK FIREFIGHTER/EMT $12.78 $12.97 $37,768.64 1.5% LANE ROMAN FIREFIGHTER/EMT $13.41 $13.61 $39,641.06 1.5% LENGEFELD JASON FIREFIGHTER/EMT $13.41 $13.71 $39,924.98 2.2% MCBRIDE CONNER FIREFIGHTER/EMT $13.41 $13.61 $39,641.06 1.5% MCKOY JERMAINE FIREFIGHTER/EMT $13.41 $13.61 $39,641.06 1.5% RUSSO DESMOND Fl R EFIG HT ER/EMT $13.41 $13. 71 $39,924.98 2.2% SANTIAGO SERRP FERNANDO Fl REFIG HTER!EMT $12.52 $12.71 $37,011.52 1.5% SCH ETTI NO MICHAEL Fl R EFIG HTER/EMT $13.41 $13.61 $39,641.06 1.5% TRAFTON JEFFREY FIREFIGHTER/EMT $13.41 $13.61 $39,641.06 1.5%

1

KARPIAK KEVIN FIREFIGHER OVERFILL $12.52 $12.71 $37,011.52 1.5% MARTIN WILLIAM FIREFIGHER OVERFILL $12.52 $12.71 $37,011.52 1.5%

$774.00 $2,294,640.28