1887 2016-2019 IAFF FF/EMT/Eng/FF/Paramedic Union ContractAGREEMENT BETWEEN
CITY OF SANFORD
__ w 1
SANFORD PROFESSIONAL. FIREFIGHTERS
IAFF
(Fire Fighter/EMT/Engineer and Fire
Fighter/Paramedic)
Effective
( October 1, 2016 to September 30, 20191
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...................................................................................
11
ARTICLE 8:
DISCIPLINE AND DISCHARGE........................................................................
14
ARTICLE 9:
GRIEVANCE PROCEDURE................................................................................
15
ARTICLE 10:
EDUCATIONAL ASSISTANCE........................................................................
21
ARTICLE11:
INSURANCE.......................................................................................................
22
ARTICLE 12:
VOTING AND CIVIC SERVICE.......................................................................
23
ARTICLE 13:
DRUG, ALCOHOL, AND MEDICAL TESTING .............................................
25
ARTICLE 14:
UNION BUSINESS................................................:............................................
29
ARTICLE 15:
BULLETIN BOARDS.........................................................................................
30
ARTICLE 16:
DISTRIBUTION AND SOLICITATION...........................................................
31
ARTICLE 17:
DUES DEDUCTIONS........................................................................................
32
ARTICLE 18:
WORKER'S COMPENSATION AND LIGHT DUTY ......................................
33
ARTICLE 19:
PROMOTIONS...................................................................................................
35
ARTICLE 20:
MILITARY DUTY..............................................................................................
37
ARTICLE 21:
SEVERABILITY.................................................................................................
38
AR ICLE 22:
WORK STOPPAGES..........................................................................................
39
ARTICLE23:
WAGES...............................................................................................................
40
ARTICLE 24:
HOURS OF WORK AND OVERTIME.............................................................
43
ARTICLE 25:
CALL BACK PAY..............................................................................................
44
ARTICLE 26:
WORKING OUT OF CLASSIFICATION.........................................................
45
ARTICLE 27:
PRECEPTOR PAY..............................................................................................
46
ARTICLE 28:
EDUCATION INCENTIVE................................................................................
47
ARTICLE 29:
RETIREMENT BENEFITS................................................................................
48
ARTICLE 30:
PAID TIME OFF.................................................................................................
49
Page 2 of 62
'ARTICLE 3l:
HEALTH AND WELLNESS PROGRAM .........................................................
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ARTICLE 32:
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ARTICLE 35:
LEAVES OFABSENCE WITHOUT PAY ........................................................
56
ARTICLE 36:
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ARTICLE 37:
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ARTICLE 4V:
457DEFERRED COMPENSATION PLAN ......................................................
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Page 3 of 62
ARTICLE 1: PREAMBLE
This Agreement is between the City of Sanford, Florida, hereinafter called the "City" and
the Sanford Professional Firefighters, Local 3996, hereinafter 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 of 62
ARTICLE 2: RECOGNITION
1. The City recognizes the Union as the exclusive bargaining agent for all employees
in the job classifications included in PERC Certification No. RC -2000-01. Currently included in
the bargaining unit are all regular, full-time employees of the City of Sanford in the classification
of Fire Fighter/EMT/Engineer and Fire Fighter/Paramedic. Employees in these classifications
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 Lieutenant and all other City employees.
Page 5 of 62
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, amend,
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 of
such new or amended rule, regulation, policy, procedure, or operating bulletin in accordance with
Page 6 of 62
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 of 62
ARTICLE 4: NON-DISCRIMINATION
1. 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 of 62
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1. The City shall determine the identity, number, skill 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 of 62
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 of 62
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 minimum 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;
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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 policies;
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 amend 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
performed 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;
xxv) Take whatever action may be necessary to carry out the mission and responsibility
of the City in unusual and/or emergency situations;
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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.
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 of 62
1. 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 of 62
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 accordarice
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 signed by the
employee and shall state: (a) the date of the alleged events which gave rise
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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 grievance, 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 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
Page 16 of 62
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 strike names
in successive arbitrations, with the strike of the first arbitration panel to be determined by the toss
of a coin.
Section 6. 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
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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 author-
ity 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 matter 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 8. 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,
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.
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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 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.
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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 STEP 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
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 6 above.
Page 20 of 62
ARTICLE 10: 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 they 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.
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ARTICLE 11: INSURANCE
1. 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.
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ARTICLE 12: 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
normally 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 service, the
Page 23 of 62
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 24 of 62
ARTICLE 13: 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, drug, 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 25 of 62
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.
S. 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
substance influence or use and that no disciplinary action is pending (and further that the employee
Page 26 of 62
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 l2 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.
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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 28 of 62
ARTICLE 14: UNION BUSINESS
1. 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 perform assigned fire and rescue duties
and/or work directed by the City. To the extent that these employees wish to perform 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 29 of 62
-i 9 1144:8- - 1 •TII
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 30 of 62
ARTICLE 16: DISTRIBUTION AND SOLICITATION
1. 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 31 of 62
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.
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 32 of 62
ARTICLE 18: 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 may, 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 2017 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.
(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.
Page 33 of 62
(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 makes 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 employee 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.
(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 34 of 62
ARTICLE 19: PROMOTIONS
1. Promotions to positions within the bargaining unit shall be made based upon merit,
as determined by the Fire Chief, which includes: qualifications, training, education, knowledge,
skills, abilities, job performance, work history, and disciplinary history, as well as scoring on any
written, oral or practical testing which may be given.
2. The Department will provide at least thirty (30) days written notice of any
promotional testing processes and the location of where the test will be administered.
3. The Department shall make available for a candidate a copy of all possible testing
sources that will be utilized as reference materials for testing purposes.
4. The Department will provide at least sixty (60) days written notice in the event that
it decides to change (from the previous promotional examination) reference materials to be used
for testing purposes.
5. In order to be an eligible candidate for promotion to Lieutenant, a bargaining unit
member must possess the following qualifications as of the date of the close of the promotion
application process:
(a) Five (5) years of pensionable service in firefighting and rescue work at the
Sanford Fire Department; and
(b) 30 credit hours from a college or university or State of Florida Fire Officer
I certification.
Page 35 of 62
6. Any bargaining unit member who is promoted to Lieutenant shall receive a
minimum of a three (3) percent wage increase. Management shall have the discretion to give the
promoted bargaining unit member a wage increase greater than three (3) percent by slotting the
bargaining unit member into the Lieutenant's step plan as management deems appropriate.
Page 36 of 62
ARTICLE 20: MILITARY DUTY
1. The City shall continue in effect its existing practice with respect to military leave
for bargaining unit members who are serving in the armed forces, including the National Guard,
and who are required by such forces to attend duties which conflict with scheduled working time.
Page 37 of 62
F-11 Afro MA MITI 4 R -Al 1.1141
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 38 of 62
ARTICLE 22: 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, 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 39 of 62
ARTICLE 23: WAGES
1. For Fiscal Year 2016-2017, employees covered hereunder shall receive wage increases in
accordance with the following:
A. Effective the first full payroll period after October 1, 2016, each employee covered
hereunder shall receive a 3.0% wage increase retroactive to the first full payroll period of Fiscal
Year 2016-2017.
B. Effective the first full payroll period after October 1, 2016, each employee covered
hereunder shall receive the pay "compression" adjustments as set forth in Exhibit A retroactive to
the first full payroll period of Fiscal Year 2016-2017.
C. The City agrees to pay bargaining unit employees, who are currently certified by
the State of Florida as Paramedics and cleared to practice within Seminole County by the Medical
Director, a $8,600 "Paramedic Incentive" per year during Fiscal Year 2016-2017, Fiscal Year
2017-2018, and Fiscal Year 2018-2019. 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
counted as "compensation" and treated as part of base pay solely for retirement purposes.
2. For Fiscal Year 2017-2018, employees covered hereunder shall receive wage increases in
accordance with the following:
A. Effective the first full payroll period after October 1, 2017, each employee covered
hereunder shall receive a 3.0% wage.
Page 40 of 62
B. As soon as is practical following October 1, 2017, each employee covered
hereunder will receive a one-time, lump sum payment of $1,000.00.
C. Effective the first full payroll period after October 1, 2017, each employee covered
hereunder shall receive the pay "compression" adjustments as set forth in Exhibit A for Fiscal Year
2017-2018.
3. For Fiscal Year 2018-2019, employees covered hereunder shall receive wage increases in
accordance with the following:
A. Effective the first full payroll period after October 1, 2018, each employee covered
hereunder shall receive a 3.0% wage increase.
B. As soon as is practical following October 1, 2018, each employee covered
hereunder will receive a one-time, lump sum payment of $1,000.00.
4. 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.
5. Management shall give any bargaining unit employee written notice that he/she is not
performing 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 any wage increase. If the
bargaining unit employee receives an overall rating of "Below Standard" on the annual evaluation,
he/she shall not receive a wage increase for the following fiscal year. If any bargaining unit
employee does not qualify for the wage increase, management shall perform subsequent
Page 41 of 62
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 will not
be retroactive.
6. The wage increases described in Sections 1, 2, 3, and 4 above shall be the only wage
increases of any kind for Fiscal Years 2016-2017, Fiscal Year 2017-2018, and Fiscal Year 2018-
2019 for employees covered hereunder. There shall be no wage adjustments, grade, or step
movement for bargaining unit members after September 30, 2019 until negotiated between the
City and the Union.
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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.
Page 43 of 62
ARTICLE 25: 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) hours 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 44 of 62
ARTICLE 26: 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, $1.50/per 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.
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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 determine 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 46 of 62
below:
ARTICLE 28: EDUCATION INCENTIVE
1. Bargaining unit members are entitled to receive an Education Incentive as set forth
a. Associate of Arts (AA) or Associate of Science (AS) degree = $500.00; or
b. Bachelor of Science Degree (BS) _ $1,000.00; or
C. 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 47 of 62
ARTICLE 29: RETIREMENT BENEFITS
1. The City shall continue to provide the employees covered hereunder with
retirement benefits pursuant to the City's retirement program that are currently in effect. The City
will abide by all ordinances and statutes governing the City's retirement program.
2. The City and the Union mutually agree that all Chapter 175 excess premium tax
revenues accumulated and received in the future shall be used to reduce the unfunded actuarial
liability of the City's Sanford Firefighters Retirement System pension plan as long as such liability
exists, and thereafter shall be applied to reduce the City's annual required contribution to the plan.
3. All new employees covered hereunder hired on or after October 1, 2017, shall be
enrolled in the Florida Retirement System. Employees hired before October 1, 2017 may elect to
remain in the City's Sanford Firefighters Retirement System pension plan as allowed by law.
Page 48 of 62
ARTICLE 30: 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 33.
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 2007/2008, 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 49 of 62
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 times that of the actual event.
8. 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.
9. 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. Any newly hired employees will be assigned to the Kelly shift schedule and begin their
scheduled Kelly days from that point in the schedule receiving only the remaining Kelly days for
that fiscal year schedule. 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.
Page 50 of 62
ARTICLE 31: 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.
Blood Testing:
Page 51 of 62
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 52 of 62
ARTICLE 32: 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 1/2 their normal rate of pay for all hours actually worked on the above holidays
between 08:00 a.m. and midnight (a maximum of 16 hours at an additional 1/2 times normal rate of
pay).
Page 53 of 62
ARTICLE 33: SICK LEAVE
1. Effective December 31, 2006, each bargaining unit member'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 in accordance with the retirement provisions of the City of Sanford Personnel Rules
and Regulations in effect on the effective date of this Agreement 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 time 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 l; 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 weekly base earnings up to a maximum of $1,750.00 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 54 of 62
ARTICLE 34: 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 grant or deny a
request of a bargaining unit member to use additional accrued leave time consecutively to the use
of bereavement leave.
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ARTICLE 35: LEAVES OF ABSENCE WITHOUT PAY
1. 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.
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ARTICLE 36: RECERTIFICATION
1. 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.
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ARTICLE 37: 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:
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 from the use of tobacco
and tobacco products both on -duty and off-duty.
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ARTICLE 38: 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 59 of 62
ARTICLE 39: SPECIALTY PAY
1. Effective October 1, 2007, specialty pay in the amount 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 the "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 60 of 62
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 61 of 62
ARTICLE 41: ENTIRE AGREEMENT/DURATION
1. The parties acknowledge that during negotiations which resulted in this Agreement, each
had the unlimited right and opportunity to make 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. This Agreement shall become effective upon ratification by the bargaining unit members
and approval by the City Commission and shall expire on September 30, 2019. The wage and
compression adjustment increases described in Article 23 shall be retroactive to October 1, 2016,
upon execution of this contract by the City.
3. There shall be no wage adjustments, grade, or step movement for bargaining unit members
after September 30, 2019 until negotiated between the City and the Union.
SANFORD PROFESSIONAL FIREFIGHTERS CITY OF SANFORD
LOCAL 3996, LAFF It
By:
Title:
Date: o %
Page 62 of 62
M.
T
Date: —/7-/ r
EXHIBIT A
ADJUSTMENTS
Lieutenants
FY2016 2017
FY 2017-2018
-
FY 2018-2019
Last Name
3%
Compression
3%
Compression
3%
Seiferth
1,503.12
4,386.60
1,679.81
928.54
1,758.06
Hinson
1,569.46
4,580.21
1,753.95
969.52
1,835.65
Hampton
1,592.22
4,646.62
1,779.38
983.58
1,862.27
Murphy
1,615.32
4,714.04
1,805.20
997.85
1,889.29
Stanley
1,711.06
4,993.44.
1,912.19
1,057.00
2,001.27
Geraghty
1,638.74
4,782.39
1,831.37
1,012.32
1,916.68
Alberti
1,662.49
4,851.69
1,857.91
1,026.99
1,944.46
Salber
1,662.49
4,851.69
1,857.91
1,026.99
1,944.46
Hall
2,033.70
5,935.01
2,272.76
1,256.31
2,378.63
U lion
2,033.70
5,935.01
2,272.76
1,256.31
2,378.63
Thornton
2,154.23
6,286.77
2,407.46
1,330.77
2,519.61
Seda
2,154.23
6,286.77
2,407.46
1,330.77
2,519.61
Firefighter!
Paramedic
FY2016-2017:
FY 2017-2018
FY 2018-2019
Last Name
3%
Compression
3%
Compression
3%
Kelley
1,150.90
395.14
1,197.28
661.81
1,253.05
Gonzalez,Z
1,150.90
987.85
1,215.06
671.64
1,271.66
Scott
1,150.90
987.85
1,215.06
671.64
1,271.66
Granda
1,150.90
1,580.56
1,232.84
681.47
1,290.27
Dalrymple
1,150.90
2,173.28
1,250.62
691.30
1,308.88
Oakley
1,150.90
3,358.70
1,286.18
710.96
1,346.10
Hubbard
1,188.02
3,467.04
1,327.67
733.89
1,389.52
Force
1,188.02
3,467.04
1,327.67
733.89
1,389.52
Sharbono
1,207:02
3,522.48
1,348.90
745.63
1,411.74
Wolf
1,226.34
3,578.86
1,370.49
757.56
1,434.33
McGann
1,226.34
3,578.86
1,370.49
757.56
1,434.33
Rivera
1,226.34
3,578.86
1,370.49
757.56
1,434.33
Kimmig
1,226.34
3,578.86
1,370.49
757.56
1,434.33
Sheppard
1,226.34
3,578.86
1,370.49
757.56
1,434.33
Milian
1,245.94
3,636.08
1,392.41
769.68
1,457.27
Brandy
1,327.64
3,874.51
1,483.71
820.14
15552.82
Rohner
1,327.64
3,874.51
1,483.71
820.14
1,552.82
Jones
1,437.31
4,194.56
1,606.27
887.89
1,681.10
Ripple
1,507.39
4,399.08
1,684.59
931.18
1,763.06
Moe
1,507.39
4,399.08
1,684.59
931.18
1,763.06
Denmark
1,531.53
4,469.53
1,711.57
946.10
1,791.30
Frost
1,580.91
4,613.64
1,766.75
976.60
1,849.05
Firefighter/
EMT'
FY2016-2017
FY 2017-2018
FY 2018-2039
Last Name
3%
Compression
3%
Compression
3%
Buffkin
1,114.93
1,148.38
1,182.83
Lemmon
1,114.93
1,148.38
1,182.83
Coluccio
1,114.93
1,148.38
1,182.83
Cooper
1,114.93
1,148.38
1,182.83
Gonzalez
1,114.93
1,148.38
1,182.83
Jakusovas
1,114.92
382.79
1,159.85
641.13
1,213.88
Daniels
1,114.92
382.79
1,159.85
641.13
1,213.88
Hertko
1,114.92
382.79
1,159.85
641.13
1,213.88
Burks
1,114.92
382.79
1,159.85
641.13
1,213.88
Tobolski
1,114.92
382.79
1,159.85
641.13
1,213.88
Gabella
1,114.92
956.97
1,177.08
650.65
1,231.91
Boone
1,114.92
1,531.15
1,194.30
660.17
1,249.93
Schneider
1,114.92
1,531.15
1,194.30
660.17
1,249.93
Detzel
1,114.92
2,105.34
1,211.53
669.69
1,267.96
Medlock
1,114.92
2,105.34
1,211.53
669.69
1,267.96
Johnson
1,132.77
3,305.80
1,265.93
699.76
1,324.90
Jackson
1,132.77
3,305.80
1,265.93
699.76
1,324.90
Green
1,169.30
3,412.42
1,306.76
722.33
1,367.63
Musselman
1,169.30
3,412.42
1,306.76
722.33
1,367.63
Gaffert
1,327.97
3,875.46
1,484.07
820.35
1,553.21
Carter
1,327.64
3,874.51
1,483.71
820.14
1,552.82
Douglas
1,370.44
3,999.39
1,531.53
846.58
1,602.87
O'Rourke
1,370.44
3,999.39
1,531.53
846.58
1,602.87
Sla a
1,370.44
3,999.39
1,531.53
846.58
1,602.87
Ludwig
1,414.65
4,128.42
1,580.94
873.89
1,654.59
AuBuchon
1,437.28
4,194.46
1,606.23
887.87
1,681.05
Bruce
1,684.56
4,916.11
1,882.58
1,040.63
1,970.28
Livingston
1,711.50
4,994.74
1,912.69
1,057.27
2,001.79