1007-Firefighters Agrmt 04-07CITY OF SANFORD AGENDA MEMORANDUM
SUBJECT: Intemational Association of Fire Fighters - Contract
DEPARTMENT: Fire DIVISION: Administration
AUTHORIZED BY: AI Gri ha ter. Jr.. City Manager
CONTACT: Chief RanS� 302 -2517
Request City Commission to approve the Intemational Association of Fire
Fighters' local #6996 negotiated three year contract.
BACKGROUND:
The negotiated contract is retroactive to the first payroll period after October 1,
2004. See attached.
Regular_ Consent Work Session_ Briefing
rrm�
i�
Reviewed by:
CM
Deputy CM `�
Finance Dir.
CA
Other
ITEM NO. (�-//
AGREEMENT BETWEEN
CITY OF SANFORD
AND
SANFORD PROFESSIONAL FIREFIGHTERS
LOCAL 3996
IAFF (Fire Lieutenants)
(OCTOBER, 1, 2004 to SEPTEMBER 30, 2007)
{OR847928;I }
ARTICLE I
PREAMBLE
This Agreement is between the City of Sanford, Florida, hereinafter called the "City" and
the Sanford Professional Firelighters, Local 3996, hereinafter called the "Union"
{OR847929J }
ARTICLE 2
RECOGNITION
1. 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, EMS Battalion Chief /Manager, Training Officer, Fire Protection
Inspector, Fire Fighter /EMT /Engineer, Fire Fighter /Paramedic and all other City employees.
{OR847928;1 t
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 the procedure set forth in paragraph 3 above. For the purpose of this Article, hand delivery
{OR847928;1)
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.
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ARTICLE 4
NON - DISCRIMINATION
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.
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.
(OR847928J}
ARTICLE 5
STAFFING AND EQUIPMENT
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.
{OR847928j)
ARTICLE 6
SCOPE OF DUTIES
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.
I OR847928; I }
ARTICLE 7
MANAGEMENT RIGHTS
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;
xii) Test employees pursuant to the provisions contained herein and /or the City's Drug
Free Workplace Policy;
{OR847928A }
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) Lay off 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;
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.
{OR847928;1)
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.
{ OR847928;1)
ARTICLE 8
DISCIPLINE AND DISCHARGE
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.
(oa847928;1)
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
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
{OR847928;1 }
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
above, shall be filed with the City Manager within seven (7) calendar days
after the due date for the Fire Chiefs response in STEP TWO above. The
City Manager or his designee may conduct a meeting with the Grievant,
{OR847928;1)
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
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 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.
tOR847928; I j
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 consideration and determination to the written
grievance presented in STEP ONE of the grievance procedure. The arbitrator shall have no
authority to substitute his 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 Agree-
ment; nor shall this Collective Bargaining Agreement be construed by 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
exclusively to the question which is presented to him, which question must be actual and exist-
ing. 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.
{ OR847928;1)
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.
(OR84792 8l}
Section 12. Nothing in this Article shall be construed to prevent any employee from
presenting his own grievance with whomever he 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.
{OR847928;1)
ARTICLE 10
RESPONSIBILITIES /CONFLICTS 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 a Aperformer=
level.
F. Conducting internal investigations.
G. Recommending disciplinary action, including dismissal, suspension, demotion,
reprimand, and counseling.
{OR847928;1 }
H. Administering reprimands and counseling.
I. Training and /or administering the training of subordinate personnel, including
precepting probationary firefighters.
J. 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.
L. Purchasing materials and equipment within policy guidelines and making
recommendations concerning departmental purchases.
M. 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.
( OR847928;1 }
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 Personal 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.
{ OR847928;1 I
ARTICLE 12
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.
(OR847928;1 }
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 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 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.
tOR847928;11
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.
{OR847928;1)
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, 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.
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
{OR847928a )
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
substance influence or use and that no disciplinary action is pending (and further that the
employee has done nothing for which he could be subject to disciplinary action) at the time of
such request.
)OR847928J )
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 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 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.
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
{OR847928; I }
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.
(OR847928;1)
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 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.
tOR847928;1 }
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.
(OR84792$I }
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.
{OR847928; I )
ARTICLE 18
DUES DEDUCTIONS
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.
(OR847928;1)
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 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 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.
(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.
{OR847928; I )
(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.
(OR847928;1)
ARTICLE 20
PROMOTIONS
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.
{ott847e28;1
ARTICLE 21
MILITARY DUTY
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 National Guard, and
who are required by such forces to attend duties which conflict with scheduled working time.
{ OR847928 j )
ARTICLE 22
SEVERABILITY
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.
{OR847928; I �
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.
{ OR847928;1)
ARTICLE 24
WAGES
Effective the first payroll period after October 1, 2004, the step plan for
bargaining unit members is set forth in Exhibit A.
2. Effective the first payroll period after October 1, 2004, the hourly rate of pay for
each bargaining unit member is set forth in Exhibit B.
3. In addition to the rates of pay set forth in Exhibit B, the City agrees to pay those
employees certified as Paramedics an additional $6,100.00 ( "Paramedic Incentive ") per year
during the term of this Agreement. This additional amount shall not be used to determine a
bargaining unit member's slotting within the step plan, as set forth in Exhibit A. However, 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.
4. All bargaining unit members shall receive a one -time lump sum holiday bonus of
five hundred dollars ($500.00), less normal withholdings, to be paid by the City in December
2004. Such lump sum holiday bonus shall not be considered compensation for purposes of
overtime, pension, or any other benefit.
5. The Union may reopen this contract to negotiate wages for fiscal year 2005 -2006
by providing written notice to the Sanford City Manager for actual receipt no later than August
15, 2005. If the Union exercises this option, all future wage increases for fiscal year 2005 -2006
must be negotiated between the City and the Union. In the event that the Union does not
exercise its option for a wage re- opener for fiscal year 2005 -2006, each bargaining unit member
shall be entitled to a two (2) step increase for fiscal year 2005 -2006.
{OR847928J }
6. The Union may reopen this contract to negotiate wages for fiscal year 2006 -2007
by providing written notice to the Sanford City Manager for actual receipt no later than August
15, 2006. The Union maintains the option to re -open wages for fiscal year 2006 -2007 regardless
of whether or not it exercised its right to re -open wage negotiations for fiscal year 2005 -2006. If
the Union exercises its option to reopen negotiations for wages for fiscal year 2006 -2007, all
future wage increases for fiscal year 2006 -2007 must be negotiated between the City and the
Union. In the event that the Union does not exercise its option for a wage re- opener for fiscal
year 2006 -2007, each bargaining unit member shall be entitled to a two (2) step increase for
fiscal year 2006 -2007.
7. During the length of this Agreement, no bargaining unit member shall exceed the
maximum pay range in his /her assigned classification unless specifically authorized by the City
Manager.
8. The wages and step plan set forth in this Article shall automatically expire on
September 30, 2007, and any wage increases after September 30, 2007, shall be negotiated
between the City and the Union.
{OR847928; I }
ARTICLE 24
WAGES - EXHIBIT A
Salary step plan for Fire Lieutenant as follows:
Fire Lieutenant
Step
Hourly Rate
1
11.7968
2
11.9739
3
12.1535
4
12.3358
5
12.5208
6
12.7086
7
12.8992
8
13.0927
9
13.2891
10
13.4884
11
13.6907
12
13.8961
13
14.1046
14
14.3162
15
14.5309
16
14.7488
17
14.9701
18
15.1946
19
15.4225
20
15,6538
21
15.8887
22
16.1270
23
16.3689
24
16.6145
25
16.8637
26
17.1166
27
17.3734
28
17.6340
ARTICLE 24
WAGES - EXHIBIT B
LAST NAME
FIRST NAME
M
DOH
GRD
FY 2004-
2005
STEP
FY 2004-
2005
RATE
FY 2004-
2005
INCENTIVE
LIEUTENANT
FAIRCLOTH
ANTHONY
M
5/27/1995
F18
12
13.8961
FIORETTI
VINCENT
8/13/1989
1`18
16
14.7488
GRACEY
TIMOTHY
E
10/9/1985
F18
27
17.3734
HALL
MATTHEW
C
2/10/1992
F18
18
15.1946
MORGAN
MARK
A
6/25/1981
FI8
25
16.8637
MURPHY
CHRISTOPHER
B
12/20/1993
F18
14
14.3162
6,100
SEDA
GEORGE
12/28/1986
FI8
28
17.6340
6,100
SMITH
JOHN
C
4/11/1989
F18
26
17.1166
6,100
THORNTON
ROBERT
D
10/28/1987
F18
25
16.8637
TURNER
MICHAEL
L
8/17/1987
FI8
22
16.1270
UGLIONE
MICHAEL
H
2/8/1992
F18
18
15.1946
VAUGHN
ROBERT
E
10/11/1985
F18
28
17.6340
6,100
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, 2004) 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, 2004) 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.
(OR847928;1 }
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) 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.
(OR84792 8I}
ARTICLE 27
WORKING OUT OF CLASSIFICATION
1. In the event that a bargaining unit member is assigned to work out of
classification for at least 144 hours during any fiscal year of this Agreement, 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 during said fiscal year.
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
receive a lump sum payment at the end of the applicable fiscal year.
{OR847928J )
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 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 receive a lump sum payment at the end of the applicable fiscal year.
1 OR847928,1 }
ARTICLE 29
EDUCATION INCENTIVE
I. 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
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.
(OR847928;1 )
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.
(OR847928; I }
ARTICLE 31
VACATION
1. Employees covered hereunder shall be provided annual vacation leave in
accordance with the vacation leave provisions of the City of Sanford Personnel Rules and
Regulations.
2. The Union may reopen this contract to negotiate vacation benefits for fiscal year
2006 -2007 by providing written notice to the Sanford City Manager for actual receipt no later
than August 15, 2006. In the event that the Union re -opens this Article for negotiations for fiscal
year 2006 -2007, this Article shall automatically expire on September 30, 2006. As such, any
vacation rights vested as September 30, 2006 will remain in effect and any future vacation
benefits thereafter shall be negotiated between the City and the Union.
{ OR847928; I )
ARTICLE 32
PERSONAL ABSENCES
All bargaining unit employees are entitled to two (2) shifts paid absence which are
classified as 'Personal Absences" and are to be taken each fiscal year. The 'Personal Absences"
must be approved by the Fire Chief or designee in advance with consideration given to
maintaining a smooth operation of work. Carry over from one fiscal year to another is not
permitted. Bargaining unit employees are eligible for Paid Personal Absence thirty (30) days
after date of hire. Thereafter, Personal Leave is available at the beginning of each fiscal year.
{OR847928J 1
ARTICLE 33
HOLIDAYS
1. Any bargaining unit member who works on the shift commencing at 08:00 a.m.
on any Thanksgiving during this Agreement (2004 through 2006) 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 member shall receive an additional amount of %2 their
normal rate of pay for all hours actually worked on Thanksgiving between 08:00 a.m. and
midnight (a maximum of 16 hours at an additional '/2 times normal rate of pay).
2. Any bargaining unit member who works on the shift commencing at 08:00 a.m.
on any Christmas during this Agreement (2004 through 2006) 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 member shall receive an additional amount of V2 their
normal rate of pay for all hours actually worked on Christmas between 08:00 a.m. and midnight
(a maximum of 16 hours at an additional %2 times normal rate of pay).
3. Any bargaining unit member who works on the shift commencing at 08:00 a.m.
on any Independence Day during this Agreement (2005 through 2007) 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 member shall receive an additional amount of %2 their
normal rate of pay for all hours actually worked on Independence Day between 08:00 a.m. and
midnight (a maximum of 16 hours at an additional '/2 times normal rate of pay).
4. Any bargaining unit member who works on the shift commencing at 08:00 a.m.
on Easter 2007 shall qualify for holiday pay. In addition to the amount of pay typically to be
received for working that shift, a bargaining unit member shall receive an additional amount of
(OR847928j }
'/2 their normal rate of pay for all hours actually worked on Easter 2007 between 08:00 a.m. and
midnight (a maximum of 16 hours at an additional '/2 times normal rate of pay).
5. Any bargaining unit member who works on the shift commencing at 08:00 a.m.
on Labor Day 2007 shall qualify for holiday pay. In addition to the amount of pay typically to be
received for working that shift, a bargaining unit member shall receive an additional amount of
%2 their normal rate of pay for all hours actually worked on Labor Day 2007 between 08:00 a.m.
and midnight (a maximum of 16 hours at an additional '/2 times normal rate of pay).
6. Except as specified in paragraphs 1 through 5 herein, all other holidays shall be
treated in accordance with the holiday leave provisions of the City of Sanford Personnel Rules
and Regulations in effect on the effective date of this Agreement.
f OR847928;1)
ARTICLE 34
SICK LEAVE
1. Employees covered hereunder shall be entitled to sick leave benefits in
accordance with the sick leave provisions of the City of Sanford Personnel Rules and
Regulations.
{OR847928;1)
ARTICLE 35
BEREAVEMENT
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 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.
(OR847928,1 )
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.
{oe847928;1
ARTICLE 37
RECERTIFICATION
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.
{oa847928 i }
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:
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.
{OR847928;1 }
ARTICLE 39
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. 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 mutual 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, 2007.
4. The wages and step plans set forth in Article 24 shall automatically expire on
September 30, 2007. Any wage increases after September 30, 2007, shall be negotiated between
the City and the Union.
5. 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.
6. Except as otherwise stated herein in Articles 24 and 31, this Agreement shall not
be reopened during the term of this Agreement unless the conditions of paragraph 5 are met.
{ OR847928,1)
SANFORD PROFESSIONAL FIREFIGHTERS
LOCAL 3996, IAFF
Date:
CITY OF SANFORD
c•„
By: �'ksa� c � :•
Date:
(OR847928;1)