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1644 FF/Lts Union ContractAGREEMENT BETWEEN CITY OF SANFORD AND SANFORD PROFESSIONAL FIREFIGHTERS LOCAL 3996 IAFF (Fire Lieutenants) Effective March 25 2013 to September 30 2014 TABLE OF CONTENTS ARTICLE1: PREAMBLE ............................................................................. ............................... 4 ARTICLE 2: RECOGNITION ....................................................................... ............................... 5 ARTICLE 3: PREVAILING RIGHTS, RULES, AND REGULATIONS ..... ............................... 6 ARTICLE 4: NON - DISCRIMINATION ....................................................... ............................... 8 ARTICLE 5: STAFFING AND EQUIPMENT .............................................. ............................... 9 ARTICLE 6: SCOPE OF DUTIES ............................................................... ............................... 10 ARTICLE 7: MANAGEMENT RIGHTS ........................................ ............................... ARTICLE 8: DISCIPLINE AND DISCHARGE ......................................... ............................... 14 ARTICLE 9: GRIEVANCE PROCEDURE ................................................. ............................... 15 ARTICLE 10: RESPONSIBILITIES/CONFLICTS OF INTEREST ........... ............................... 22 ARTICLE 11: EDUCATIONAL ASSISTANCE ......................................... ............................... 24 ARTICLE 12: INSURANCE ........................................................................ ............................... 25 ARTICLE 13: VOTING AND CIVIC SERVICE ........................................ ............................... 26 ARTICLE 14: DRUG, ALCOHOL, AND MEDICAL TESTING ............... ............................... 28 ARTICLE 15: UNION BUSINESS .............................................................. ............................... 32 ARTICLE 16: BULLETIN BOARDS .......................................................... ............................... 33 ARTICLE 17: DISTRIBUTION AND SOLICITATION ........................................... I............... 34 ARTICLE 18. DUES DEDUCTIONS .......................................................... ............................... 35 ARTICLE 19: WORKER'S COMPENSATION AND LIGHT DUTY ....... ............................... 37 ARTICLE 20: PROMOTIONS ..................................................................... ............................... 40 ARTICLE 21: MILITARY DUTY ............................................................... ............................... 41 ARTICLE 22: SEVERABILITY .................................................................. ............................... 42 ARTICLE 23: WORK STOPPAGES ........................................................... ............................... 43 ARTICLE 24: WAGES ................................................................................ ............................... 44 ARTICLE 25: HOURS OF WORK AND OVERTIME .............................. ............................... 47 ARTICLE 26: CALL BACK PAY ............................................................... ............................... 48 ARTICLE 27: WORKING OUT OF CLASSIFICATION ......................................................... 49 ARTICLE 28: PRECEPTOR PAY ............................................................... ............................... 50 ARTICLE 29: EDUCATION INCENTIVE ................................................. ............................... 51 ARTICLE 30: RETIREMENT BENEFITS .................................................. ............................... 52 Page 2 ARTICLE 31: PAID TIME OFF .................................................................. ............................... 53 ARTICLE 32: HEALTH AND WELLNESS PROGRAM ......................................................... ............................ 55 ARTICLE33: HOLIDAYS .......................................................................... ............................... 57 ARTICLE 34: SICK LEAVE ....................................................................... ............................... 58 ARTICLE 35: BEREAVEMENT ................................................................. ............................... 59 ARTICLE 36: LEAVES OF ABSENCE WITHOUT PAY ......................... ............................... 60 ARTICLE 37: RECERTIFICATION ........................................................... ............................... 61 ARTICLE 38: TOBACCO USE ................................................................... ............................... 62 ARTICLE 39: ENGINEER INCENTIVE .................................................... ............................... 63 ARTICLE 40: SPECIALTY PAY.... ........................................................................................... 64 ARTICLE 41: DEFERRED COMPENSATION PLAN .............................. ............................... 65 ARTICLE 42: ENTIRE AGREEMENT/ DURATION ................................. ............................... 66 Page 3 ARTICLE 1: PREAMBLE This Agreement is between the City of Sanford, Florida, hereinafter called the "City" and the Sanford ProicssionaI Firelighters, Focal 3996, hereiliaf er called the "Union ". Any reference to City of Sanford Personnel Rules and Regulations throughout this agreement shall mean the most current approved and adopted City of Sanford Personnel Rules and Regulations and Administrative Policies. Page 4 ARTICLE 2: RECOGNITION I . The City recognizes the Union as the exclusive bargaining agent for all employees in the job classification included in PERC Certification No. RC- 2000 -02. Currently included in the bargaining unit are all regular, full -time employees of the City of Sanford in the classification of Fire Lieutenant. Employees in this classification shall be covered by the terms of this Agreement unless excluded by mutual agreement of the parties, or excluded from the bargaining unit by PERC. Excluded from the bargaining unit are the Fire Chief, Deputy Fire Chief, Fire Marshal, Battalion Chief Operations, Battalion Chief -EMS, Battalion Chief - Training, Fire Protection Inspector, Fire Fighter /EMT /Engineer, Fire Fighter /Paramedic and all other City employees. Page 5 ARTICLE 3: PREVAILING RIGHTS, RULES, AND REGULATIONS 1. Except as otherwise provided herein, the wages, hours, and other conditions of employment of the bargaining unit employees shall be those specifically set forth or specifically incorporated by reference in this Agreement. 2. Except as modified by a specific provision of this Agreement, the Union agrees that the employees covered hereunder shall comply with all rules, regulations, policies, procedures, and operating bulletins of the City and the Fire Department, and any amendments thereto. 3. Should the City and /or the Department exercise this right to formulate, arnend, revise, and/or implement any and all rules, regulations, policies, procedures, and /or operating bulletins, the City or the Department shall provide a courtesy copy of any new (or amended) rule, regulation, policy, procedure, or operating bulletin to the Union at least seventy -two (72) hours prior to the effective date of implementation. Simultaneous with providing a courtesy copy to the Union, the City or the Department shall post at each fire station the new (or amended) rule, regulation, policy, procedure, or operating bulletin. "Posting" may be accomplished through electronic mail, telecommunication, bulletin board posting, or any other appropriate means. 4. In the event the City or the Department exercises its right to issue a new (or amended) rule, regulation, policy, procedure, or operating bulletin, no bargaining unit employee shall be disciplined for violation of any such new or amended rule, regulation, policy, procedure, or operating bulletin until the City and /or the Department has informed the Union of its posting Page 6 of such new or amended rule, regulation, policy, procedure, or operating bulletin in accordance with the procedure set forth in paragraph 3 above. For the purpose of this Article, hand delivery or mailing to the Union President, Vice President, or Secretary /Treasurer shall be deemed service upon the Union. Mailing shall be effective upon deposit in the United States Mail by the City or the Department. Page 7 ARTICLE 4: NON - DISCRIMINATION I . Neither the Union nor the City shall discriminate against or harass any employee on the basis of any status protected by applicable law or Union membership or non - membership. 2. If, and in the event, an employee elects to seek remedy for alleged discrimination or harassment by the filing of a complaint with EEOC or FCHR, then in that event, the subject of such complaint may not also be grieved. Page 8 ARTICLE 5: STAFFING AND EQUIPMENT 1. The City shall determine the identity, number, shill level, and type of personnel to be assigned the shifts, apparatus, and equipment. The City shall also determine the type and number of equipment and apparatus to be used in the provision of fire and rescue services. Page 9 ARTICLE 6: SCOPE OF DUTIES 1. Bargaining unit employees shall be responsible for performing any and all job duties falling within the generic scope of fire /rescue services. Additionally, bargaining unit employees may be tasked with performing unrelated duties as the need arises. Bargaining unit employees shall comply in a timely manner with all written and verbal orders given by superiors, even if such orders are alleged to be in conflict with this Agreement, unless such order clearly places the employee's life in unnecessary danger. Page 10 ARTICLE 7: MANAGEMENT RIGHTS 1. Except as specifically restricted by the provisions of this Agreement, the City has the sole and exclusive right to manage and direct any and all of its operations. Accordingly, the City specifically, but not by way of limitation, reserves the sole and exclusive right to: i) Determine the purpose and organizational structure of the Fire and Emergency Service; ii) Exercise control and discretion over the organization and efficiency of operations of the Fire and Emergency Service; iii) Set minimurn performance standards for service to be offered to the public; iv) Increase, reduce, change, modify or alter the size and composition of the work force; V) Determine the location, methods, means and personnel by which operations are to be conducted; vi) Change or modify duties, tasks, responsibilities or job descriptions due to operational requirements of the Fire and Emergency Service, vii) Transfer, assign, schedule employees in positions within the organizational structure of the City and the Fire and Emergency Service; viii) Change or modify the number, types, and grades of positions or employees assigned to an organization, unit, division, department, or project; ix) Decide the scope of the service; X) Hire, examine, classify and /or otherwise determine the criteria and standards of selection for employment; xi) Fire, demote, suspend or otherwise discipline bargaining unit employees for just cause; Page 11 xii) Test employees pursuant to the provisions contained herein and /or the City's Drug Free Workplace Policy; xiii) Promote and /or otherwise establish criteria and /or procedures for promotions within and without the bargaining unit; and determine the number and types of positions as well as the number and types of positions in each classification, grade, step or designation in any plan which is or may be developed by the City; xiv) Layoff and/or relieve employees from duty due to lack of work or lack of funding or any other reason in accordance with City policies; xv) Recall employees in accordance with City politics; xvi) Determine the starting and quitting time and the number of hours and shifts to be worked; xvii) Determine the allocation and content of job classifications; and determine all training parameters for all City positions, including persons to be trained and extent and frequency of training; xviii) Formulate and/or arnend job descriptions; xix) Merge, consolidate, expand, curtail, transfer, or discontinue operations, temporarily or permanently, in whole or in part, whenever in the sole discretion of the City good business judgment makes such curtailment or discontinuance advisable; xx) Contract and /or subcontract any existing or future work; xxi) Create, expand, reduce, alter, combine, assign, or cease any job; xxii) Determine whether and to what extent the work required in its operation shall be perfon-ned by employees covered by this Agreement; xxiii) Control the use of equipment and property of the City and determine the number and classifications of employees assigned to any shift, station or piece of equipment; xxiv) Determine the maintenance procedures, materials, facilities, and equipment to be used, and introduce new or improved services, maintenance procedures, materials, facilities and equipment; Page 12 xxv) Take whatever action may be necessary to carry out the mission and responsibility of the City in unusual and/or emergency situations; xxvi) Maintain the efficiency of the operations of the Department; xxvii) Have complete authority to exercise those rights and powers which are incidental to the rights and powers enumerated above. 2. The above rights of the City are not all - inclusive but indicate the type of matters of rights which belong to and are inherent in the City. Any of the rights, powers, and authority that the City had prior to entering into this collective bargaining agreement are retained by the City. 3. If the City fails to exercise any one or more of the above functions from time to time, this will not be deemed a waiver of the City's right to exercise any or all of such functions. Page 13 ARTICLE 8: DISCIPLINE AND DISCHARGE I. The City Manager, or his designee, may fire, suspend, demote, or otherwise discipline any bargaining unit employee for just cause. 2. In the event that a suspension, demotion or discharge action is taken against a bargaining unit employee, he /she shall be furnished a written statement specifying the grounds that may exist for such action. Additionally, the bargaining unit employee may be provided with an opportunity to discuss such action with the Fire Chief (or his designee) and /or the City Manager (or his designee) prior to such action becoming final. 3. All new hires shall serve a probationary period of at least one year. This probationary period may be extended at the discretion of the Fire Chief. Probationary employees may be separated from employment at any time, with or without cause. Probationary employees may not avail themselves of the grievance and /or arbitration provisions of this Agreement regarding any matter relating to the evaluation of their job performance or separation from employment. Page 14 ARTICLE 9: GRIEVANCE PROCEDURE Section 1. Bargaining unit employees will follow all written and verbal orders given by superiors, even if such orders are alleged to be in conflict with this Agreement. Compliance with such orders will not prejudice the right to file a grievance within the time limits contained herein, nor shall compliance affect the ultimate resolution of the grievance. Section 2. A "grievance" is a claimed violation of this Agreement, including, but not limited to, the claim that a discharge or other disciplinary action violated a specific provision of this Agreement. No grievance will, or need be, entertained or processed, unless presented in the manner described herein, and unless filed in a manner provided herein within the time limit prescribed herein. Grievances are limited to claims which are dependent for resolution upon interpretation or application of one or more express provisions of this Agreement. Section 3. Grievances will be processed in the following manner and strictly in accordance with the following stated time limits: STEP ONE: The aggrieved employee shall present his grievance in writing to the employee's Battalion Chief within ten (10) calendar days of the occurrence of the event(s) which gave rise to the grievance on the prescribed grievance forms, which shall be standard forms used throughout the grievance procedure. Upon receipt of the grievance, the employee's Battalion Chief shall forward a copy of the grievance to the Fire Chief and the City's Personnel Director. The grievance shall be Page 15 signed by the employee and shall state: (a) the date of the alleged events which gave rise to the grievance; (b) the specific Article or Articles and Sections 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 Battalion Chief shall, within ten (10) calendar days after presentation of the grievance, render his decision on the grievance in writing with copies to the Grievant, the Fire Chief, the Personnel Director, and the Union. STEP TWO: Any grievance which cannot be satisfactorily settled in STEP ONE above shall then be taken up with the Fire Chief or his designee. The grievance, as specified in writing in STEP ONE above, shall be filed with the Fire Chief within ten (10) calendar days after the due date for the Battalion Chiefs response in STEP ONE above. The Fire Chief or his designee shall conduct a fact - finding meeting with the Grievant, his /her IAFF representative (if any), and the Battalion Chief: Thereafter, the Fire Chief shall issue his decision in writing on the griev- ance, with copies to the Grievant, the Personnel Director, and the Union within ten (10) calendar days after presentation of the grievance at the fact - finding meeting. STEP THREE: Any grievance which cannot be satisfactorily settled in STEP TWO above shall then be taken up with the City Manager or his designee. The grievance, as specified in writing in STEP ONE Page 16 above, shall be filed with the City Manager within seven (7) calendar days after the due date for the Fire Chief s response in STEP TWO above. The City Manager or his designee may conduct a meeting with the Grievant, his /her IAFF representative and appropriate Department managers. Thereafter, the City Manager shall issue his decision in writing on the grievance, with copies to the Grievant, the Union, and the Department within ten (10) calendar days after the presentation of the grievance at this Step. Section 4. If the Grievant is not satisfied with the City Manager's decision in STEP THREE above, the Grievant may request arbitration by hand delivery or by certified or registered mail of a written notice to the City Manager within seven (7) calendar days of receipt of the City Manager's written decision. Said written notice of arbitration shall include a written statement of the position of the Grievant with respect to the issues upon which arbitration is being sought. Under no circumstances shall the issues to be arbitrated be expanded from the issues set forth in the original grievance filed as STEP ONE of the grievance procedure. Section 5. Within ten (10) calendar days from receipt of such notice of arbitration, the parties shall meet to select an arbitrator. In the event the parties cannot agree on an arbitrator, they shall, within five (5) calendar days, jointly request a list of nine (9) qualified arbitrators from the Federal Mediation and Conciliation Services. The Union and the City will alternately eliminate one at a time from said list of names persons not acceptable, until only one (1) remains, and this person will be the arbitrator. The City and the Union will alternate in the right to first Page 17 strike names in successive arbitrations, with the strike of the first arbitration panel to be determined by the toss of a coin. Section G. As promptly as possible after the arbitrator has been selected, he /she shall conduct a hearing between the parties and consider the grievance. The decision of the arbitrator will be served upon the individual employee or employees involved, the City, and the Union in writing. The expenses of the arbitration, including the fee and the expenses of the arbitrator, shall be shared equally by the parties. Any party desiring a transcript of the hearing shall bear the cost of its transcript unless both parties mutually agree to share the cost. Each party shall bear the expense of its own witnesses and of its own representatives for purposes of the arbitration hearing. Section 7. The arbitrator will confine his /her consideration and determination to the written grievance presented in STEP ONE of the grievance procedure. The arbitrator shall have no authority to substitute his /her judgment for that of management and /or 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 inatter which is stated in this Agreement not subject to arbitration or which is not a grievance as defined in this Agreement; nor shall this Collective Bargaining Agreement be construed by the arbitrator to supersede applicable state and federal laws or City ordinances or resolutions, except to the extent as specifically provided herein. Section S. The arbitrator may not issue declaratory opinions and shall confine himself /herself exclusively to the question which is presented to him /her, which question must be actual and existing. The party filing the grievance and requesting arbitration shall, at all times, Page 18 have the burden of proving by clear and convincing evidence that a specific provision of this Agreement was violated. 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 arbitrator had clear and convincing evidence to establish that the City or the Department violated a specific provision of this Agreement. Section 9. No decision of any arbitrator or of the City in one case shall create a basis for retroactive adjustment in any other cases. All claims for back wages shall be limited to the amount of wages that remain budgeted for the position of the particular employee involved, less any unemployment compensation and /or interim earnings that he /she received during the period involved. Section 10. It is agreed, with respect to the above wages or retroactive adjustment, that no arbitrator shall have the right to determine that back wages or other retroactive adjustment shall be awarded for a period in excess of four (4) months prior to the date of the grievance which is being ruled upon. Section 11. It 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 by the Grievant in a timely manner shall be conclusively barred on the merits following the expiration of the prescribed time limit. Such a time - barred grievance may not be entertained or processed, and only facts disputed as to timing will be the subject of any arbitration resulting from the matter. A grievance which is for any Page 19 reason not the subject of a timely response by the City or by the Department shall require the Grievant to proceed to the next Step, and failure of the Grievant to proceed on a timely basis to the next Step shall bar the grievance. However, in any grievance proceeding, when the City or the Department fails to give a timely response, the Grievant shall be given an additional two (2) calendar days to be added to the time limit required for his next filing. Section 12. Nothing in this Article shall be construed to prevent any employee from presenting his /her own grievance with whomever he /she wants to represent him. It is understood that either an individual, an attorney, or the Union may represent a Grievant, but under no circumstances shall more than one person represent the Grievant at any step of the grievance procedure. In the event the City is notified that the Grievant is representing himself /herself or is otherwise not being represented by the Union, the City shall so notify the Union. The Union may monitor and attend such grievance steps but may not participate otherwise. Section 13. Where a grievance is general in nature in that it applies to a group of employees rather than a single employee, or if the grievance is directly between the Union and the Department or the City, such grievance shall be presented in writing directly to the Fire Chief within ten (10) calendar days of the occurrence of the events which gave rise to the grievance. The grievance shall be signed by one or more aggrieved employee, the Union Steward, or an officer of the state IAFF. Thereafter, the grievance shall be processed in accordance with the procedures set forth in STEPS TWO and THREE above; provided, however, that the grievance must contain the detailed information required in STET' ONE above. Section 14. A non- dues - paying bargaining unit employee may avail himself/herself of all procedures under this Article. In so doing, such non -dues- paying bargaining unit employee shall Page 20 be required to bear the full cost of preparing and presenting his /her own case and his/her arbitration expenses as set forth in Section b above. Page 21 ARTICLE 10: RES PONS[ BI LITI ES/CON FLICTS OF INTEREST 1. It is agreed and understood that the individuals in the bargaining unit covered hereunder are supervisors whose primary duties oftentimes create a conflict of interest with the employees whom they supervise. It is, therefore, further agreed and understood that in the exercise of their supervisory duties and responsibilities, the individuals covered hereunder must, at all times, act in the best interest of the City of Sanford Fire Department as determined by City Management, the Fire Chief and other authorized management officials. Accordingly, the individuals covered hereunder will be held accountable for the faithful and efficient performance of their supervisory duties and responsibilities, including, but not limited to the following: (a) Supervising a fire /rescue station and directing related operations, including the supervision of assigned station personnel and the oversight and maintenance of all apparatus and equipment. (b) Supervising fire and rescue scenes and incidents, including the direction of personnel and equipment as required. (c) Assigning work duties to all subordinate personnel. (d) Reviewing and evaluating the performance of subordinate personnel. (e) Providing written notice no later than three months prior to the end of the fiscal year to any subordinate personnel who are performing below standard level. (f) Conducting internal investigations. Page 22 (g) Recommending disciplinary action, including dismissal, suspension, demotion, reprimand, and counseling. (h) Administering reprimands and counseling. (i) Training and /or administering the training of subordinate personnel, including precepting probationary firefighters. 0) Evaluating, screening, interviewing, and making recommendations concerning the hiring of new employees. (k) Enforcing all City and Departmental rules, regulations, policies, procedures, and guidelines and making recommendations concerning revisions thereto. (1) Purchasing materials and equipment within policy guidelines and snaking recommendations concerning departmental purchases. (in) Ensuring safety of personnel at the fire station and other work sites. (n) Timely and accurately completing all forms, reports, and other paperwork relating to station operations, fire and rescue incidents, daily work and activities, and personnel matters. (o) Maintaining station and apparatus inventory. (p) Maintaining station and equipment security. (q) Providing budgetary input as required. (r) Administering and participating in public education programs. (s) Performing such other duties and responsibilities as are required under the Departments rules, regulations, policies, and procedures and /or as assigned by appropriate management authority. Page 23 ARTICLE 11: EDUCATIONAL ASSISTANCE 1. Employees covered hereunder are eligible for participation in the City's educational assistance/tuition reimbursement program to the same extent that the program is available to other City employees except that the City agrees to permit bargaining unit members who are pursuing their Paramedic certification during the fiscal year to increase their tuition reimbursement assistance by $400 or the City shall pay for the full tuition cost of the program or whichever is greater. 2. All other conditions pertaining to the City's educational assistance/tuition reimbursement program, including eligibility standards for participation, the amounts of reimbursement, and the liability for repayment, shall be governed by the guidelines set forth in the City's Personnel Rules and Regulations. The City shall have the unilateral discretion to determine whether a matter does or does not fall under the City's educational assistance/tuition reimbursement program. Each determination as to whether or not a matter falls under the City's educational assistance/tuition reimbursement program shall be applied equally to management and bargaining unit members. Page 24 ARTICLE 12: INSURANCE I. The City shall provide insurance for all bargaining unit employees and their dependents in the same manner as all other City employees. The City shall also provide any additional insurance required by Florida law. Wage 25 ARTICLE 13: VOTING AND CIVIC SERVICE 1. Employees who are unable to vote during their off-duty hours due to the location of their voting precincts and their work schedules may be permitted leave with pay (not to exceed two hours) to enable them to vote. To qualify for such leave with pay, the employee shall file a written request with the Deputy Fire Chief advising him of the reasons for requesting leave and providing him/her with confirmation of precinct location and voter registration. Such request must be made at least seven (7) calendar days in advance. 2. Upon receipt of a timely and proper request in accordance with paragraph 1 above, the Deputy Fire Chief shall schedule the employee's voting time in such a manner as to not interfere with operational requirements. It is understood that employees covered hereunder are nonnally aware of their upcoming work schedule, and, therefore, can vote by absentee ballot if their work schedule causes a conflict with their ability to vote. It, therefore, is further understood that there is no entitlement to leave with pay for voting and that operating requirements may preclude such time off (even if previously authorized by the Deputy Fire Chief}. 3. An employee called for jury duty, or subpoenaed or summoned to appear as a witness on behalf of the City, shall be granted leave of absence with pay from scheduled duty (for actual time utilized) upon presentation of summons or subpoena to his /her Commanding Officer. Any fees received for jury duty or witness service while the employee is in full pay status shall be remitted to the City. To qualify for paid leave of absence for jury duty or witness Page 26 service, the employee must submit a written Leave Request Form to his Commanding Officer and the Fire Chief (in addition to the summons or subpoena) for appropriate approval, 4. Leave with pay for appearance as a witness shall not be granted when the employee is the defendant in a criminal proceeding, is engaged in personal litigation of any nature, or is an adverse party to the City in any proceeding. 5. The City shall continue its existing policies with respect to military leave for bargaining unit employees serving in the Armed Forces, including the National Guard. Page 27 ARTICLE 14: DRUG, ALCOHOL, AND MEDICAL TESTING 1. The City, the Union, and the employees covered hereunder mutually agree that employee substance and alcohol abuse constitutes a danger to the employee, fellow employees, and the general public. It is further agreed that the safety of public property and equipment and the image of the City and its employees are placed in jeopardy if an employee is involved in substance or alcohol abuse. 2. Accordingly, the Union and the employees covered hereunder agree that the City shall have the right and authority to require employees to submit to drug and alcohol testing to detect the presence of any controlled substance, narcotic, dreg, or alcohol as a part of any physical and /or psychological examination for the purpose of determining an employee's fitness for duty or otherwise in accordance with City and Departmental policy and practice. 3. If a bargaining unit member is involved in an accident while driving a City vehicle, the City can require the bargaining unit member to submit to drug and /or alcohol testing. 4. Further, the City shall also have the right and authority to require employees to submit to substance and alcohol testing based on circumstances that indicate reasonable suspicion to believe that the employee is under the influence of a controlled substance, narcotic, drug, or alcohol; suffers from substance or alcohol abuse; or is in violation of any City, Departmental, or state rule, regulation, or law regarding the use of such substance or alcohol. The City shall have "reasonable suspicion" under this paragraph if it possesses information upon which the suspicion is based is reliable. Page 28 5. Upon reasonable suspicion that an employee has been on duty or has reported for duty with any controlled substance, narcotic, drug or alcohol in his system; the City Manager, the Human Resources Director, the Fire Chief or their designee may order an employee to submit to any type of toxicology or alcohol testing determined appropriate. Any testing administered under this Article shall be administered in accordance with such professional standards as have been adopted by the City. 6. Employees who are using any over - the - counter drugs or medications or any drugs or medications lawfully prescribed by a physician must provide this information to the City physician, and /or other City designated entity obtaining a sample at the time a sample is provided. 7. Employees who refuse to comply with the provision of this Article, including but not limited to refusing to report for drug or alcohol testing at the time and place directed or providing an altered sample, will be subject to disciplinary action up to and including dismissal. 8. Employees may request Union representation during any of the testing procedures, provided that the Union representative does not in any manner interfere with, or delay, the testing procedures or jeopardize the security of the tests. 9. The City and the Union encourage employees to voluntarily enter a rehabilitation program. The parties agree that the City has the sole authority to establish, maintain and /or continue a City approved /sponsored rehabilitation program and that any approval for an employee to enter any rehabilitation program may be limited by the City to one opportunity during an employee's employment. An employee may be allowed to voluntarily enter City approved /sponsored rehabilitation program, assuming that the employee has had no history of Page 29 substance influence or use and that no disciplinary action is pending (and further that the employee has done nothing for which he/she could be subject to disciplinary action) at the time of such request. 10. If an employee is allowed to enter a City approved /sponsored rehabilitation program in accordance with the preceding paragraph, then, upon successful completion of rehabilitation (as determined by a City designated physician) the employee shall be returned to his /her regular duty assignment or the equivalent thereof if cleared by the physician. If follow- up care is prescribed after treatment, such may be imposed by the City as a condition of continued employment. 11. Immediately upon an employee's discharge from a rehabilitation program, the employee will provide the City with documentation of the follow -up care requirements as well as permission for the City to ascertain whether the employee has been and /or is abiding by the program requirements. Moreover, the parties agree that entry into such a rehabilitation program shall be deemed to constitute reasonable suspicion that the employee has in his /her system or is using controlled substances, narcotics, drugs or alcohol, and that, accordingly, the employee may be subject to four (4) appropriate testing procedures, as required by management, for a period not to exceed 12 months from the date that the employee returns to duty. Should an employee refuse to submit to testing in accordance with the provisions of this paragraph, to voluntarily enter a City approved /sponsored rehabilitation program, to successfully complete and otherwise comply with the requirements of such program, to comply with the requirements of any follow -up care, or, should the employee test positive for drugs, controlled substances, narcotics or alcohol during the aforesaid 12 month period, the employee shall be. immediately dismissed. Page 30 12. The City retains the absolute right to determine whether the specific circumstances of positive test results warrant discharge or a lesser disciplinary action. The failure of the City to impose a particular disciplinary action in one situation will not prejudice the City's right to impose such (or a different) disciplinary action in another situation. Similarly, the failure of the City to extend an opportunity to enter a City approved /sponsored rehabilitation program to an employee will not prejudice the City's right to extend an opportunity in another situation. 13. Notwithstanding any other provision of this Article, the City reserves the right to administer random drug testing unless such drug testing is declared unlawful under federal and /or Florida law. Page 31 ARTICLE 15: UNION BUSINESS The President of the Local Union or his /her designee (alternate) shall represent the Union. It shall be the responsibility of the Union to notify the City in writing of any change of the designation of the President or his /her designee. (Neither the President nor his /her designee will be recognized by the City unless the fire Chief and the Human Resources Director receives such written notification.) 2. It is the City's position that bargaining unit employees, Union officers, and Union representatives shall be paid by the City only when they perforin assigned fire and rescue duties and /or work directed by the City. To the extent that these employees wish to perfonn Union duties (such as negotiations, grievance processing, attending Union conventions, etc.) during their normal work schedules, they may utilize annual leave or shift exchange; provided, however, that they comply with the rules otherwise applicable to annual leave and shift exchanges. Page 32 ARTICLE 16: BULLETIN BOARDS 1. The Union shall have the use of each bulletin board existing on the date of this agreement; such use is not to exceed thirty six (36) 'inches by forty -eight (48) inches of the area of each such bulletin board. 2. The Union may use the designated bulletin board(s) for posting notices of Union meetings, notices of Union elections and results, minutes of Union meetings, copies of the Union's constitution and by -laws and amendments thereto, notices of Union recreational, social, and business functions, conventions, names of Union officials and changes thereto, copies of this Agreement, and notices of dues increases. 3. The Union shall post no material which may be characterized as political (other than internal Union elections), which may encourage insubordinate behavior, which would impair the operations of the Fire Department, which is obscene, inflammatory, derogatory, or demeaning of City or Departmental officials or operations. All materials posted on the Union bulletin boards (or the alternate space provided on the Department's bulletin boards) will be signed by the Union President, or other Union officer, or member of the Executive Board. A copy of all materials to be posted shall be provided to the Fire Chief, the Deputy Fire Chief, or their designee, prior to posting. Material not authorized by this Article may be removed by the City. Page 33 ARTICLE 17: DISTRIBUTION AND SOLICITATION The Union, its members, agents or representatives, or any person or persons acting on its behalf shall not engage in: (A) soliciting non -Unit employees of the City during working hours; and (B) soliciting or distributing recruitment literature during working hours in areas where the actual work of City employees is performed, such as offices, warehouses, fire or police stations, and any similar public installations. Page 34 ARTICLE 18: DUES DEDUCTIONS 1. Any member of the union, who has submitted a properly executed written dues authorization card or statement to the City may have his /her dues in the union deducted from his/her wages. Dues shall be deducted during the first and second pay period per month, and, shall, thereafter, be transmitted to the union or its designated depository. The City, however, shall have no responsibility or liability for the improper deduction of any dues. Further, the union shall hold the City harmless for any errors in the administration of the dues deduction system. It shall be the responsibility of the union to notify the City of any change in the amount of dues to be deducted at least 60 days in advance of said change. Under no circumstances shall the City be required to deduct union fines, penalties, or non - uniform assessments from the wages of any member. 2. Any authorization for dues deduction may be canceled by the employee upon thirty (30) days written notice to the City with a copy to the Union. 3. When an employee quits, is discharged, or is laid off, any unpaid dues owed to the union will be deducted from the employee's last paycheck. 4. The City may deduct from the payment made to the union the following expenses of administering the bookkeeping system related to the retention and transmittal of funds: (a) Thirty -five cents ($.35) per employee for each new enrollment. Page 35 5. No deduction shall be made from the pay of an employee during any payroll period in which the employee's net earnings for the payroll period are less than the amount of dues to be paid. Page 36 ARTICLE 19: WORKER'S COMPENSATION AND LIGHT DUTY 1. Compensation for employees injured on the job or in the course of performing his /her official City duties shall be governed by the Florida Worker's Compensation Law and applicable City and Departmental policies. 2. An employee injured on the job or in the course of performing his /her official City duties array, in the City's discretion, be assigned to a temporary "light duty" assignment subject to and in accordance with applicable City and Departmental policies. The phrase "light duty" is defined within this Article as meaning that the employee was assigned to work at least a 40 hour work week. 3. The Departmental Light Duty policy written and effective in 2005 also is fully applicable to all bargaining unit members. 4. If a bargaining unit member becomes pregnant, she shall immediately inform the Fire Chief. (a) The pregnant employee shall provide her job description to a physician of her choice. The pregnant employee shall ensure that her physician informs the City of any basic job duties which the pregnant employee cannot perform. The pregnant employee maintains the burden, throughout her pregnancy, to ensure that her physician provides the City with updates on the pregnant employee's medical condition and her ability to perform her basic job duties. Page 37 (b) The City shall review the medical information and determine whether the pregnant employee can continue to perform shift work, with or without modification of her basic job duties. (c) If the City, in its discretion, determines that the pregnant employee cannot perform shift work, the pregnant employee will be eligible for light duty assignment, as determined by the City. The pregnant employee maintains the burden to inform her physician of her job functions in her light duty assignment. The City will review any light duty restrictions placed on the pregnant employee by her physician. (d) The City has the discretion to determine that a pregnant employee is not eligible for light duty assignment. In the event the City Snakes such a determination, the pregnant employee can exercise all rights afforded her under the Family and Medical Leave Act (FMLA) and in accordance with applicable City policy. (e) In the event that a pregnant eanployee is assigned to light duty, the City has the discretion (subject to City review of all medical information provided by the pregnant employee's physician) to determine the amount of hours per week that the pregnant employee shall work on light duty. The assignment of work hours for light duty assignment shall not exceed 53 hours per week. (f) In the event that the City exercises its discretion to place a pregnant employee on light duty assignment, the City will allow the pregnant employee to work on a modified hourly rate to enable her to receive her normal average bi- weekly income with no reduction in accrued leave or benefits. This provision is not applicable once the pregnant employee is no longer on light duty assignment. Page 38 (g) Upon notifying the Fire Chief of her pregnancy, the pregnant employee shall provide her physician with a full release which authorizes her physician to release all medical information to the City related to the employee's pregnancy. Page 39 ARTICLE 20: PROMOTIONS 1. It is understood and acknowledged by the bargaining unit members that Battalion Chiefs are non- bargaining unit members. Therefore, management shall have the unilateral discretion to make promotional decisions to Battalion Chief. Page 40 ARTICLE 21: MILITARY DUTY l . The City shall continue in effect its existing practice with respect to military leave for bargaining unit members who are serving in the aimed forces, including the National Guard, and who are required by such forces to attend duties which conflict with scheduled working tune. Page 4I ARTICLE 22: SEVERABILITY 1. If any provision of this Agreement is rendered or declared invalid by any Court action or by reason of any existing or subsequently enacted legislation, the remaining provisions of this Agreement shall remain in full force and effect for the term of this Agreement. In the event any provision of this Agreement is lawfully declared invalid, the parties shall meet within a reasonable period of time to attempt to negotiate a mutually satisfactory replacement provision. The Union and the City agree to reopen any provision of this Agreement if there is federal or state legislation enacted that adversely impacts the City's ability to pay wages or benefits contained in this Agreement. Page 42 ARTICLE 23: WORK STOPPAGES 1. There shall be no strikes, lockouts, work stoppages, slowdowns, sick -outs, picketing of the residence of public officials, or other job actions or refusal to perform assigned work by the employees covered under this Agreement. 2. The parties agree that any employee who participates in or promotes any of the aforementioned activities may be discharged or otherwise disciplined by the City. Nothing herein shall restrict the City from levying different disciplinary actions against different employees based on their involvement in activities prohibited hereunder. 3. The Union recognizes that the City and the employees covered hereunder are responsible for and engaged in activities which are the basis of the health and welfare of the City's citizens and that, therefore, any violation of this Article would give rise to irreparable damage to the City and the public at large. For the purpose of this Article, it is agreed that the Union shall be responsible and liable for any act by its agents, representatives, and /or officers, which act constitutes a violation of this Article, unless the Union has publicly disavowed such action and publicly demands its cessation. Page 43 ARTICLE 24: WAGES 1. Effective March 25, 2013, there shall be no step movement or lump sum bonus of any kind for any employee covered under this Agreement during Fiscal Year 2012 -2013 and Fiscal Year 2013 -2014. Effective March 25, 2013, employees covered hereunder shall remain in the same step and at the salary level provided, however, that effective the first payroll period after March 25, 2013 and the first payroll period after October 1, 2013, employees covered hereunder shall receive wage increases in accordance with the following: (a) Effective the first payroll period after March 25, 2013, each employee covered hereunder shall receive a 1.0% wage increase. (b) Effective the first payroll period after October 1, 2013, each employee covered hereunder shall receive a 1.0% increase. (c) Should the City increase the base wages of employees in other bargaining units in a percentage amount greater than the 1% increase provided the IAFF bargaining unit employees in fiscal year 2013/2014, the IAFF bargaining unit employees shall have their base wages increased by such greater percentage amount rather than the 1 % set forth herein. (d) Should the City Commission approve a lump sum (holiday) cash bonus for all City employees, the bargaining unit employees covered hereunder shall be eligible to receive such lump sum (holiday) cash bonus on the same terms and conditions as applicable to other employees. Page 44 2. The City agrees to pay those employees currently certified by the State of Florida as Paramedics and cleared to practice within Seminole County by the Medical Director a $7,600 ( "Paramedic Incentive ") per year during fiscal year 2012 -2013 and fiscal year 2013 -2014. While the "Paramedic Incentive" is not included in the base pay for the grade and step in the salary classification pay, the "Paramedic Incentive" shall be included in the base pay and shall be counted as compensation for retirement purposes. 3. During the length of this Agreement, no bargaining unit member shall exceed the maximum pay range in his /her assigned classification. Incentive pay (any) is not included for the purpose of determining whether a bargaining unit employee exceeds the pay range maximum. 4. Management shall give any bargaining unit employee written notice that he/she is not perfon -ring at a "Meets Standards" level. Management shall give this written notice to the bargaining unit member no later than three months prior to the end of the fiscal year. If the bargaining unit employee does not improve to at least a "Meets Standards" level by the end of the fiscal year, the bargaining unit employee shall not be entitled to receive a wage increase. If the bargaining unit employee receives an overall rating of "Below Standard" on the annual evaluation, he /she shall not receive any wage increase for the following fiscal year. If any bargaining unit employee does not qualify for the wage increase, management shall perform subsequent evaluations at three month intervals until such point that the employee's evaluation improves. Management shall authorize such a bargaining unit employee, who improved his /her performance to a "Meets Standards" level, to receive part or all of the wage increase. Any adjustments made will not be retroactive. Page 45 5. The wages plan set forth in this Article shall automatically expire on September 30, 2014, and any wage increases after September 30, 2014, shall be negotiated between the City and the Union. Page 46 ARTICLE 25: HOURS OF WORK AND OVERTIME 1. Bargaining unit employees shall be assigned to twenty -four hour shifts. 2. The current Department practice (as of September 30, 2006) regarding; the calculation of overtime hours for bargaining unit employees shall remain in effect for the term of this Agreement. 3. The current Department practice (as of September 30, 2006) regarding the selection of bargaining unit employees to work overtime shall remain in effect for the term of this Agreement. 4. Bargaining unit members understand and acknowledge that Battalion Chiefs are non - bargaining unit members. Therefore, when the Department must replace a Battalion Chief, the Department shall have the discretion to replace the Battalion Chief with another Battalion Chief. Page 47 ARTICLE 26: CALL BACK PAY 1. Call -back pay is provided to compensate an employee :required to return to work at certain times outside of his /her regularly scheduled shift. Eligibility for call -back pay is as follows: (a) Except as provided in subparagraphs (b) and (c) below, any employee who is off- duty and required to return to work on an unscheduled basis shall be eligible for call -back pay. (b) Any employee who is on duty and is instructed to remain on duty shall be ineligible for call -back pay but eligible for compensation for time actually worked. (c) Any employee required to continue working after completion of his /her regularly scheduled shift shall be ineligible for call -back pay but shall be paid for time actually worked. (d) Any employee eligible for call -back pay shall be paid for the actual hours worked, with the minimum guarantee of four (4) fours pay. Call -back pay begins at the time designated by the Department for the employee to commence his /her duties. Call -back pay concludes at the time that the Department releases the employee from his /her assigned duties. Page 48 ARTICLE 27: WORKING OUT OF CLASSIFICATION 1. In the event that a bargaining unit member is assigned to work out of classification, the bargaining unit member shall be entitled to receive, in addition to the normal rate of pay previously received, $1.501per hour for the actual time worked out of classification. 2. A bargaining; unit member cannot carry over any hours worked out of classification from one fiscal year to another. 3. Any bargaining unit member who qualifies for wages pursuant to this Article shall be paid bi- weekly for qualifying hours during; the pay period. 4. For Fiscal Year 2012 — 2013 only, bargaining unit members shall be paid one lump sun payment for all qualified working out of class hours earned prior to the date of final approval of the IAFF collective bargaining agreement by the Sanford City Commission. Thereafter, members shall be paid bi- weekly for qualifying hours during the pay period. Page 49 ARTICLE 28: PRECEPTOR PAY 1. Paramedic preceptors shall be entitled to receive $1.50 /per hour additional compensation for each hour of preceptor duties actually worked. The Fire Chief or his designee shall retain the ultimate discretion to detennine all time which qualifies for preceptor pay. 2. A bargaining unit member cannot carry over any preceptor pay hours from one fiscal year to another. 3. Any bargaining unit member who qualifies for preceptor pay pursuant to this Article shall be paid bi- weekly for qualifying hours worked during the pay period. Page 50 ARTICLE 29: EDUCATION INCENTIVE 1. Bargaining unit members are entitled to receive an Education Incentive as set forth below: (a) Associate of Arts (AA) or Associate of Science (AS) degree = $500.00; or (b) Bachelor of Science Degree (BS) _ $1,000.00; or (e) Masters Degree = $1,500.00. 2. Bargaining unit members shall only receive Education Incentive for the highest amount applicable for their individual level of education. For example, a bargaining unit member who possesses a Bachelor of Science degree is eligible to receive a $1,000.00 Education Incentive and not the cumulative amount of $1,500.00 ($500.00 AS degree + $1,000.00 BS degree). The maximum amount of Education Incentive for each bargaining unit member shall be capped at $1,500.00. 3. Even though the Education Incentive is not included in the base pay for the grade and step in the salary classification pay, the Education Incentive shall be counted as compensation for retirement purposes. Page 51 ARTICLE 30: RETIREMENT BENEFITS 1. The City shall continue to provide the employees covered hereunder with retirement benefits pursuant to the City's retirement program. The City will abide by all ordinances and statutes governing the City's retirement program. Page 52 ARTICLE 31: PAID TIME OFF 1. Effective the last pay period ending in December, 2006, all vacation and personal hours accrued to that point will be converted to paid time off (PTO) hours at a one to one ratio. 2. Effective the pay period beginning December 30, 2006, all bargaining unit employees shall no longer accrue vacation, sick or personal time. 3. Effective the pay period beginning December 30, 2006, all paid time off by bargaining unit employees will utilize PTO whether scheduled or unscheduled notwithstanding Article 34. 4. Effective January 1, 2007, all bargaining unit employees shall begin accruing personal time off (PTO) on a monthly basis at the following rate based upon the years of service with the Sanford Fire Department. Zero through ten (0 -10) years of service will accrue twenty- four hours of PTO per month. Eleven through fifteen (11 -15) years of service will accrue twenty -six hours of PTO per month. Sixteen through twenty (16 -20) years of service will accrue twenty -eight hours of PTO per month. Twenty -one years of service or more will accrue thirty hours of PTO per month. 5. The maximum payout of PTO at retirement or resignation, in accordance with the vacation pay out provisions of the City of Sanford Personnel Rules and Regulations in effect on the effective date of this Agreement, will be 500 hours. 6. Beginning the end of fiscal year 200712008, and occurring on an annual basis at the end of each fiscal year, PTO hours will be reviewed. Upon review, the maximum PTO accrual allowed by any bargaining unit employee will be 720 hours and any PTO hours above that will be removed from those employees' accruals on the next normal business day. Page 53 7. In the event that scheduled time off is cancelled due to an unplanned significant event as declared by the City, then the City agrees to extend the PTO accrual review deadline, referenced in paragraph 6, to three tithes that of the actual event. 8. Effective January 22, 2007, a Kelly day program will begin. Any bargaining unit employee who has three or more years of service with the Sanford Fire Department shall receive ten paid 24 hour shifts ( "Kelly days ") off per year. Any employee who has less than three years of service with the Sanford Fire Department shall receive five 24 hour shifts ( "Kelly days ") off per year. The schedule assignment and the conditions of the rotation list shall be approved by the Chief. A Kelly day is defined as a management scheduled paid leave of 24 hours under current practices. 9. Effective March 25, 2013, each bargaining unit employee may donate up to 48 PTO hours in accordance with the sick leave donation provisions of the City of Sanford Personnel Rules and Regulations in effect on the effective date of this Agreement. Page 54 ARTICLE 32: HEALTH AND WELLNESS PROGRAM 1. The City and the Union have mutually agreed to institute a wellness program for the members of the Sanford Professional Fighters Local 3996. The wellness program's main goal is to identify any cardiac conditions that may be considered dangerous to the health of the member and to aid that member is seeking treatment for such. Additionally, the wellness program offers all Union members various voluntary medical testing procedures, with the hope that any unseen potential medical problem can be identified and addressed. The program will be comprised and limited to the following: PROGRAM CONTENTS Cardiopulmonary /Fitness Evaluation: The agreed upon medical provider will evaluate the Union member's cardiac status with a resting EKG and cardiac stress test. The stress test is the Gold Standard in the detection of coronary heart conditions as well as cardiovascular fitness levels. Health Questionnaire: An assessment of the Union member's functional capacity such as muscular strength, endurance, flexibility, and discussion on diet and nutrition habits. A personal "fitness prescription" based upon the fitness, diet, cardiovascular and exercise needs will be provided to each Union member. A questionnaire is provided to each Union member while it is not mandatory to answer any question deemed "too personal" each member is encouraged to complete the package so as to gain a true understanding of his /her health status. Ultrasound: The agreed upon medical provider uses ultrasound to evaluate the different organs for tumors, masses, cysts, enlargements, organ failure, and other critical conditions. The Union members shall be required to submit to the ultrasound procedure in regard to cardiac function only. This is the only portion of the exam that evaluates the heart for overall heart and valve function, efficiency, size, motion, and for potential carotid artery blockages and the aortic aneurysms. All other ultrasound tests are to be optional and up to the individual union member. Page SS Blood Testing: The Union member will submit to the basic blood testing panel currently being utilized by the agreed upon medical provider, the exception is any blood testing on HIV will be on a voluntary basis only. Drug Testing: The City and the Union agree that drug testing is not part of this program as the City already has a drug testing policy. Record Keeping and Confidential Information: The City and the Union understand and agree the City shall not maintain any of the medical questionnaires or records of any Union member. The Vendor will maintain all records as confidential per current HIPAA requirements. This provision is not to be construed as a release to obtain medical information. Duty Status Reporting: The City and Union agree that the Vendor will only provide "not able to perform essential functions of employee's position" status report on any Union member after testing. No specific detail as to what medical problem the Union member has will be shared with the City and the City will not request such information as per HIPAA and the terms of this agreement. Any deviations or changes in this program shall not occur unless mutually agreed upon through the collective bargaining process or without written agreement by both parties. Page 56 ARTICLE 33: HOLIDAYS 1. Any bargaining unit employee who works on the shift commencing at 08:00 a.m. on any Thanksgiving, Friday following Thanksgiving, Christmas Eve, Christmas, New Years Day, Martin Luther King Day, Memorial Day, Independence Day and Labor Day during this Agreement shall qualify for holiday pay for the holiday actually worked. In addition to the amount of pay typically to be received for working that shift, a bargaining unit employee shall receive an additional amount of '/2 their nonnal rate of pay for all hours actually worked on the above holiday between 08:00 a.m. and midnight (a maximum of 16 hours at an additional times nonnal rate of pay). Page 57 ARTICLE 34: SICK LEAVE 1. Effective December 31, 2006, each bargaining unit employee's sick time hours will be frozen at the current number of hours accrued. 2. Effective January 1, 2007, any bargaining unit member retiring under the guidelines for retirement under the existing Personnel Rules and Regulations shall receive up to 1009 hours of their accrued frozen sick time paid out at that employee's rate of pay as of September 29, 2006. 3. The City may, at any time, pay out bargaining unit employees' sick time accruals of up to 1009 hours at that bargaining unit member's September 29, 2006 rate of pay before retirement, 4. Effective January 1, 2007, bargaining unit employees may utilize their accrued frozen sick time for unscheduled sick tune beyond 48 hours of concurrent sick absence. The first 48 hours of each such instance would remain PTO, compensation time or leave without pay. 5. Effective no later than April 1, 2007, bargaining unit employees shall receive a short term disability benefit, for the term of this contract, which will provide for 150 calendar days of 60% of salary up to a maximum of $800 per week to begin after a 30 calendar day elimination period has been reached. This benefit is subject to the terms and conditions presented by the private carrier. Page 58 ARTICLE 35: BEREAVEMENT 1. Employees covered hereunder shall be entitled to receive two consecutive shifts with pay for bereavement leave for the death of an immediate family member, as defined by the City of Sanford Personnel Rules and Regulations. The employee's time off from work because of a death in the family must actually be taken immediately following the death in order to receive payment. 2. In case of death of other relatives, as defined in the City of Sanford Personnel Rules and Regulations, employees may request one shift with ,pay for bereavement leave. The Fire Chief, or his designee may exercise his discretion to grant or deny a bereavement leave request for other relatives. 3. The Fire Chief, or his designee, may exercise his discretion to gn•ant or deny a request of a bargaining unit member to use additional accrued leave time consecutively to the use of bereavement Ieave. Page 59 ARTICLE 36: LEAVES OF ABSENCE WITHOUT PAY The Fire Chief, in his discretion, may approve a written request for a leave of absence. The decision of the Fire Chief shall be final and binding on the employee and shall not be subject to the grievance procedure or any other form of appeal. Page 60 ARTICLE 37: RECERTIFICATION I. It is agreed and understood that compliance with state recertification requirements is the responsibility of the individual employees covered hereunder. To the extent feasible, the Department will make a good -faith effort to make appropriate recertification courses available during normal duty hours at Departmental facilities. Page 61 ARTICLE 38: TOBACCO USE It is understood that smoking and /or the use of any and all tobacco products is a known hazard to the health of employees, including members of the bargaining unit. The purpose of this article is to reduce the number of health insurance claims related to the use of tobacco products. It is agreed that the following policy regarding the use of tobacco products shall be adhered to: 1. Smoking and the use of tobacco products is prohibited when in contact with, or in the view of, the general public; 2. Smoking and the use of tobacco products is prohibited in all fire /rescue vehicles, and in areas of the fire department; 3. All employees hired after February 1, 2001, will abstain firom the use of tobacco and tobacco products both on -duty and off -duty. Page 62 ARTICLE 39: ENGINEER INCENTIVE 1. Effective October 1, 2007, engineer incentive pay in the amount of $38.50 per two week pay period shall be paid to all bargaining unit employees who successfully complete an engineer program that is to be developed by the department's SOP committee and approved by the Chief. 2. Effective October 1, 2008, and each October thereafter, bargaining unit employees who have successfully completed the engineer program must pass a recertification test, to be developed by the department's SOP committee and approved by the Chief, to continue to receive the engineer incentive pay in the amount of $38.50 per two week pay period. 3. While the "Engineer Incentive" is not included in the base pay for the grade and step in the salary classification pay, the "Engineer Incentive" shall be included in the base pay and shall be counted as compensation for retirement purposes. Page 63 ARTICLE 40: SPECIALTY PAY 1. Effective October 1, 2007, specialty pay in the arnount of $29 per two week pay period shall be paid to all bargaining unit employees who successfully complete the five Operational Level Courses of Rope Rescue, Trench Rescue, Confined Space Rescue, Vehicle & Machinery Rescue, and Emergency Building Shoring or Structural Collapse. 2. Effective October 1, 2007, additional specialty pay in the amount of $29 per two week pay period shall be paid to all bargaining unit employees who successfully complete the four Technical Level Courses of: Rope Rescue, Trench Rescue, Confined Space Rescue, and Vehicle & Machinery Rescue, 3. While "Specialty Pay" is not included in the base pay for the grade and step in the salary classification pay, the "Specialty Pay" shall be included in the base pay and shall be counted as compensation for retirement purposes. Page 64 ARTICLE 41; DEFERRED COMPENSATION PLAN 1. Effective March 1, 2007, bargaining unit employees of local IAFF 3966 shall be afforded the opportunity to enter a retirement program governed by the Internal Revenue Code 457. It is however understood the City will make available the IAFF Financial Corporation 457 Plan as either the sole option, or one of the options that bargaining unit employees may participate in. Bargaining unit employees will be entitled to transfer 457 plan assets to the plan of choice without penalty from the City. Page 65 ARTICLE 42: ENTIRE AGREEMENT /DURATION 1, The parties acknowledge that during negotiations which resulted in this agreement, each had the unlimited right and opportunity to snake demands and proposals with respect to any subject or matter not removed by law from the area of collective bargaining, and that the understandings and agreements arrived at by both parties after the exercise of that right and opportunity are set forth in this Agreement. The parties hereto may commence negotiations, under applicable law, on any succeeding agreement to take effect upon termination of this Agreement. 2. Either the City or the Union may give written notice at least ninety (90) days prior to the termination date of this Agreement of its desire to negotiate a new contract. Following receipt of such notice, unless there is inutual agreement to the contrary, the City and the Union shall commence negotiations. 3. This Agreement shall become effective upon ratification by the bargaining unit members and approval by the City Commission and shall expire on September 30, 2014. 4. The wages set forth in Article 24 shall automatically expire on September 30, 2014. Any wage increases after September 30, 2014, shall be negotiated between the City and the Union. S. Prior to the expiration of this Agreement, the parties may, by mutual written agreement, reopen any article of this Agreement. In order to invoke this clause of the Agreement, the Union President and the City Manager must both sign a mutual agreement that a specific article of this Agreement is to be reopened. Page 66 b. Notvvithstanding the provisions of Section 3 above or any other lanouap,e in this aorcement, the parties a.rec that the City shall have the right to i'COpen. €negotiations for the limited purpose of negotiating Article 29 (Retircimnt Benefits) for fiscal year 2013-2014, Should the City decide to reopen negotiations for such limited purpose, it shall so notify- the Union in writing by May 15, 201.3. Upon receipt oil such notification, the Union shall have the right to reopen one Article in the Agreement o1' its choosing (other than Article 23 -Wages). Under no circumstances shall the Union be entiticd to reopen Article 23- Wages. The t.lnion shall provide the City with written notification of the Article the Union intends to reopen within ten (10) business days (excluding; State, Federal or City holidays) of the City's notit.ication that it intends to reopen Article; 29-Retirement Benefits. Once either pasty has been notified of the other party's intention to rcopen, both parties hereby agree to con:rmence negotiations in a timely manner." SANFORD PROFESSIONAL FIREFIGHTERS LOCAL 3996, IAFI+ By: Date: CITY OF SANFORD Date: 261 /-' {OR847928;1 } 61