R-7297
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RESOLUTION NO. 7297(CCS)
(CITY COUNCIL SERIES)
A RESOLUTION OF THE CITY COUNCIL OF THE
CITY OF SANTA MONICA AUTHORIZING THE CITY MANAGER
TO EXECUTE A MEMORANDUM OF UNDERSTANDING WITH
THE SANTA MONICA FIREFIGHTERS LOCAL NO. 1109 IAFF
WHEREAS, the City AdmInIstration and representatlves
of the Santa Monlca Firefighters Local 1109 IAFF have met and
conferred under the terms of Ordinance No. 801 (CCS) and have
reached agreement on wages and other terms and conditlons of
employment~ and
WHEREAS, Section 2.06 of Ordlnance No. 801 (CeS) of
the Cl ty of Santa Monlca requires preparation of a wri tten
memorandum of understanding between the adminIstration and
employees if an agreement can be reached~ and
WHEREAS, Section 2.06 of Ordinance No. 801 (CCS)
further prOVIdes that any such memorandum of understanding
shall not be binding unless and until presented to the
governing body for determination~ and
WHEREAS, the purpose of this memorandum of
understanding is to promote and provide harmonious relations,
cooperation, and understanding between the City and the Santa
Monica Firefighters Local 1109 IAFF~
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF SANTA
MONICA DOES RESOLVE AS FOLLOWS:
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Sectlon 1: The Clty Council of the City of Santa
r-1onlca does hereby approve and authorlze the Clty Manager to
execute the Nemorandum of Understand~ng executed by the Santa
r10nlca F~ref~ghters Local No. 1109 IAFF, a copy of whlch is
attached hereto.
Sectlon 2: The City Clerk shall certlfy to the
adopt~on of th~s Resolutlon and thenceforth and thereafter the
same shall be in full force and effect.
APPROVED AS TO FORM:
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ROBERT H. MYERS
C-lty Attorney
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Adopted and approved this 26th day of August, 1986.
~~
Mayor
I hereby certify that the foregoing Resolution No. 7297(CCS)
was duly adopted by the C~ty Council of the City of Santa Monica
a t a meeting thereof held on August 26, 1986 by the following
Council vote:
Ayes:
Councilmembers:
Epstein, A. Katz, H. Katz and
Mayor Reed
Noes: Councilmembers:
None
Abstain: Councilmembers:
None
Absent: Councilmembers:
Conn, Jennings and Zane
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ATTEST:
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MEHOR~NDUH OF UNDERSTANDING
RFTWF.F.N
CITY OF SANT~ MONICA, CALIFORNIA
AND
SANT~ MONICA FIREFIGHTERS
LOC~L NO. 1109 IAFF
TABLE OF CONTENTS
ARTICLE AND SECTION NUMRRR
PAGE #
ARTICLE I: GF.NERAL PROVISIONS
Sectlon 1 01:
1 .02 ;
03:
1 04:
1 .05;
1 .06:
1 07:
1.08 ;
1 09:
1 . 10:
L 11 :
Partles to Memoranrlum...... ...... _.......
Pu rpose . . . . . . . . . . . . . . . . . . . . . . . . .. ..... 0 .
Tprm of Agrppmpnt... .... ...
Unton Recognltlon, ResponSlblltlesj and
R 1 gh t s ....................
Full UnderstandIng} Modlflcat1on} and
1
1
1
2
Wa 1 ver . . . . . . .
'1
Management RIghts.......... ..... ...... ... 3
Pearpful Performance of Clty Serv)ces... 4
Va 11 d 1 t Y 0 f MOU.. 0 . . . . . . . . . . . . . . . . . . . . . . . 4
Equal Rmployment Opportunlty.........- 4
De f 1 n 1 t 10 n s . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. 5
Payment for Tlme Not Worked At TermInatlon
of CIty Employment...... .0. .............. 6
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ARTICLE II:
Sectlon 2.01:
'J.02:
2.03:
2 04:
2.05:
'1-06:
2 07:
? 08:
2 09:
2 1 0 :
ARTICLE Ill:
5ectlon "l 01 :
3.02:
"l 03:
3 04:
'-{ os:
3 06:
:'i 07:
3 DB:
3 09:
AR'l'ICLE IV:
Seetlon 4 01:
4.02:
4-03:
4.04:
4 OS:
4.06:
4.07:
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COMPENSAT10N
EffectIve Date of Pay Increase........ ... 7
SalarlPs...... .............. 7
Ove r tIme. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . B
Compensatory TIme Off & ExchangE' of Tlme. 9
Admln~stratlve Adjustment/Staff Bonus. ... 10
ParampdIC Bonus.......................... 10
EHT Bon u 3 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. 11
PromotIonal Pay Rate.. ..............11
Ac t 1 ng Pay.......................... 11
Y-R."ItIng...................... 11
SUPPLEMENTAL BENEFITS
Medlcal Insurance...
1~
13
13
14
1<;
17
17
17
1R
Re t 1 remen t . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
TUItIon RplmhurRf'mpnt.. ..... .....
Un 1 for m 1\1 1 owa n c p . . . .. ..................
Slct Lpave BUy Rack Progr."lm .. _.,
-Deferred Compensatlon, .......,.
MI]Pngp RpImburspmpnt ...
EducatIonal IncentIve...... ... ...........
FIlmIng 1l.ss1qnmE'nts.................. -..,
LEAVES
Pa 1 d Hall days. . . . . . . . . . . . . . . . . . . . . . . . . . .. 19
Va cat 1 on. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. 20
51 ck LeRVp... ...... .............. 22
Leave of Absence WIthout Pay.......... ... 22
Jury Ou t y. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. 22
H 111. t a ry Lea ve . . . . . . . . . . . . . . . . . . . . . . . . . .. 2 3
Worlcf"r's Compensatlon Leave.............. Z:-{
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AB"IC1.E v= WORK 1 NG CONnI'l'TON~
Sectlon 5.01:
5 02:
5 03:
5.04:
5 05:
5 06:
A.RTICLE VI:
See-rIon f, 01:
6.02:
f, 03:
6 04:
6 05:
Sa f et y. . . . . . . . . . . . . . . . . . . . . . '. . . . . . . . . . . .. 24
Constant HannIng .................... 24
Performance Evaluations for Probatlonary
Emp 1 oyee s . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. 25
Manda tory Phys lea 1 Fl tnes s.. . .. .. . . . .. ... 25
ParamedIc CertIfIcatIon & S~lectIon
Process. .. .............................. 25
Effect of Job P~rformance on Salary.. 26
EMPLOYER/EMPLOYEE RELATIONS
Payroll lJpduct Ion s ...................... 27
Reasonable NotIce.................... .... 27
GrlPvance/Complalnt POllCY . ...... 27
DIsabIlIty RetIrement DIspute ResolutIon
Pro C' p d II r e . . . . . . . . . . . . . . . . . . . . . . . 2 t.j
TIme Off for UnIon BUSIness.............. 31
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SANTA MONICA FIREFIGHTERS LOC~L 1109 IAFF
CITY OF SANTA MONICA
ARTICLE I. GENERAL PROVISIONS
t .01 .
1 .02.
1.03
PartIes to Mpm~ranrlum
ThIS memorandum of understanding (MOU) IS made and
entered I nto by and betwE"en the Cl ty of Santa HOnlCi'!
(hereinafter referred to as "CIty") and the Santa MonIca
FIrpfIghtprs Laral 1109 (herpInafter referred to as
.. Loca 1 1109" or .. emp 1 oyees" )) pu rsuant to the term!l of
Government Code 3500 et ~eq. and the CIty of Snnta MonIca
Ordl nance 80t J hereby Incorporated by reference as If
fully set forth her~ln. ThIS MOU covprs these employeps
1" th~ cla~Slflcatlon~ lIsted In SectIon 1.04 below
Purr)(')se
The pa rt les agree t ha t the pu rpo~e of th 1 s MOU IS: to
promotp and provIde harmonIOUS relatJonsJ cooperatIon and
understandIng bptween the CIty and the employees covered
hereIn; to prov](ie an ordprly and E"quItable menns of
resol\n ng dIfferences whIch may ar 1 se under thIS
mpmoran<1um, i'lnd to set forth the full lIgreempnts of thp
pi'lrtles reached as a result of meetIng and conferrIng In
qood fi'llth reg~rdlng matters wIthln thp srope of
representatIon for employees represented by Local 1109.
Tprm ~f ~Qreempnt
Th1S Agreement shall be effect1ve on July 1, 1986 and
shi'lll remain In full force and effect untIl June 30;
1988. It shall be automatically renewed from year to
ypar thereafter unless elther party prOVIdes wrItten
notIce to the other not later than March 1, 1988 and of
pa~h subsequpnt year that It deSIres to modlfy thIS
agreement, and spec1fically IndIcates requested
modIficatIons.
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Unlon Rpcognltlon: Re~ponSlnllltles: And Rl~ht~
A. RecognitIon - The Clty recognIzes Local 1109 of the
InternatIonal ~5SocIatlon of FIrefIghters (J~FF) as
the recognized barga~ning agent for the employees In
the followlng Job classIfIcatIons:
Arson Invest~gator
BattalIon ChIef
FIre Capta1.n
FIrE' EngIneer
FIref1.ghter
It 1.S the mutual understandIng of
acknowledgement of Local 1109 as
~mployee organIzatIon:
the partIes that
the recogn1.zed
( 1 )
Does not preclude
classIflcatInns from
IndIVIdually in the~r
the CIty.
emp loyees 1. n such Job
reprE'~entlng themselves
employment relatIons WIth
(2) Does not preclude or restrIct the rIght of
managF'ment affIC"Ials to meet and consult w1th
employees In such JOb classlf~catIons concernIng
theIr pmployment relatIons wlth the CIty.
B. Duty of ~epresentatlon - Local 1109 has the duty to
f;:n r I y reprec;ent a] I mpmbers of the ba rga 1 n 1 ng unI t
arcordlngly. Local 1109 agrees and shall assume Its
rpsponslbll1tles ~s the rerognI7pd deSIgnated
representa t I ve to represent all unl t employees
WIthout dIscrImlnatlon, IntE"rferenC"P] restraInt] or
coerCIon.
C. Scope of RepresentatIon - The scope of representation
of the recognIzed employee organIzatIon shi'lll be 1n
accordance Wl. th the va ll.d 1 aws, statutes and
ordInanres of the State of Cal~fornla ~nd the CJty ot
Santa Monica.
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1 06.
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Full Understand~ngJ Hod~f~catlonJ and WaIver
The partIes agree that pach has had full and unrestrlcte~
rIght and opportunIty to make, advance} and d~scuss all
matters properly w1thln the scope of representatIon ae;
outl~ned in SectIon 2.05 of Ordinance No 801. This MOU
con~tltutes the full and complete agreempnt of thp
parties. Each party, for the term of thIS MOU,
speCIfIcally valVes the rIght to demand or petItIon for
changes herein; however, both parties may mutually agree
to mpet and confer over ltpms and Issues contaIned
herein.
~Anagempnt Rlohts
The CIty retaIns all rIghts not speCIfIcally delegated by
ttns ngrE'pmf"nt, lncludlng, hut not lImIted to thp
exclUSIve rIght to~
dlrpf't, e;llperVlse, hIre, promote, su~ppnd,
dIscharge, transfer, assign, schedule,
pmploypes;
dlSClpl1ne,
and retal.n
relIeve employees from dutle~ because of lack of work or
funds. or unr'ler condl t j(~ns where con t 1 nlJf"d work wou 1 d bp
IneffICIent or nonproductIve;
netprmlne serv]res to
pprformed, utl11zatlon
budfJPt<'lry mattprSj
be renderpd, operatIons
of technology] and
to bE"
overall
determIne
persnnnel
conducted;
the appropr1ate job claSSIfIcatIons
hy WhlCh gnvernmpnt oppratlons nre to
and
bp
determIne th~ overall mISSIon of the unIt of government;
maIntaIn and Improve the efflClf'ncy and effectlven~8S of
government operatIons;
take any necessary actIons to carry out the mISSIon of an
agency In situatIons of emergency; and
takp whatpver other actIons may be necessary to carry out
tne WIshes of the public not otherWIse speCIfIed above or
hy collectIve agr~pment and perform <'Ill other functlons
not spec I fIca 11 y made sub Jer.t to the meet and confer
process ~]5ewhpre In thlS MOU.
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Peacpful Performanr~ of Clty ServIces
For the durat10n of thIS agreement, the CIty agrees not
to lock out pmploypes represented by Loca 1 1] nq; and
Loca 1 1109 agrees to abl de by Sect 10n 4 04 (A-C) of
OrdInance R01.
~a11dlty of Memorandum of Understand1ng
If ~ny proVISIon of thIS MOU IS determIned to be InvalId
or illegal by a court of competent jur1sd1ct1on, then
such provISIon shall be sever-ed tr-om thlS MOU, hut thp
remainder hereof shall remSln 1n full force and effect.
The partIes hereto snaIl ImmedIately commence to, In good
fa 1. th} negot 1 ate for the purpose of replacl.ng any such
InvalId or Illegal prOVISIon.
Should any change be made 1n any Federal or State law, or
In any rll~es i'lnd regulatH'lnS 'mpl~ment'ng such
legIslatIon} or In any CIty Charter prOVISIon WhIch would
be applIrahle and contr-ary to any provIs,on hereIn
contained} then such prOVISIon of thlS MOU shall be
811tomatl{'"a] Iy termInated; but the r-emalnder of thIS MOll
shall remaIn 10 full force and effect. Such legIslatIon
and/or rules and rpgulatIons Rhall Rl1per~ede thIS MOU and
applIcable clauses shall be Substltuted for those ruled
Inv~lld or Illpqal. Th~ partIes hereto shall ImmedIately
commence to negot1.ate for the purpose of replac1ng any
SIlC'h 1 nVlt 11 d or III pgal prOVI5] on. Notwl thstand 109 the
foregOIng} the partles agree to make no change In waqes,
bpneflts} aC'Cl1mllatlon or ~nck leave or vacatIon durIng
the term of thl~ MDU.
EOllal Emnlovmeont
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~he Clty and Local 1109 wll1 fully comply wlth the letter
nnd SpIrIt of all t'lpplICable Fedpral, Sti'lte and local
laws} rules and regulatIons governIng equal employment
opportunIty and WIth the CIty'S current AfflrmatlvP
J\ct 10n Program and current pol icy on Sexua I Harassment J
WhICh are Incorporated by reference herPIn. ~he CIty and
Loca 1 1109 w1.11 st r1.ve to achleve a workplace free of
hI as and nel t her par ty WI] 1 support or condone-
manIfestations of prejudice by employees covered
hereunder.
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DefInItIons
The followIng defInItIons are to be applIed In the
InterpretatIon of thIS MOU:
A. "Salary Range" shall me;.!n the normal five-step (A.
through E) hourly or monthly pay sr~le (~nd the
bl-weekly equIvalent) assIgned to each employment
posItIon representE'd by Lo~al )J09.
B "Salary Range Steps A. through E" Shall mean and be
e5t~bl15hPd to h~~r ~he fnllowlng percentage
relatIonshIp to Salary Range Step E computed to the
nparpst dollar, wIth attaInment ba~ed upnn thp
followIng amounts of serVIce In the posItIon:
Step 'A 83% of Stpp E - DurIng fIrst year
of employment
St~f:l B 85% of Stpp E Du rJ ng !::econd year
of employment
Step C qO% of Ste.p E DurIng thIrd yeitr
of employment
Step D q5% of Stf.p E - Du r] ng fourth year
of employment
Step E "fter fourth yeitr of Plllp)oyment
C "Nearest Dollar" shall mean the next lower dollar In
a monthly rate when the compllted amount IS 50 cpnts
or les~ and the next hIgher dollar when the computed
~mount ]5 53 rents Or more.
D. "Date-of Entrance ~nnlversarY" shall mean the date
WhICh recurs annually after the dittp of entry Into a
pO~Itlon In the classlfled serVIce of th@ CIty of
~antit Monlca, eIther by orlglnal pmploym~nt,
reemployment or promotlon. The date of entrance for
pmploypes wlth broken serVIce shall be conSIdered as
that date on WhICh the last unbroken serVIce was
pffpctlve.
E. "SatIsfactory SerVIce" shall mean the attaInment of
an Overall Performance RatJng of not Jess than
"Satisfactory" on the performance report ImmedIately
prp.cedl"g the empJ oyee' S dnte of pont rancp
annlversary.
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"Hours of
work for
pt"rsonnel]
dutIes.
Work" sha 11 mean the establI shed hau rs of
suppres510n personnplJ tlre preventIon
and personne 1 as sIgned to adml. nl 5 tra tl ve
(1) Personnel aSSIgned to suppresSIon shall work 24
hour ShIfts, and an annual averi'lge of 56 hours
a week, based on a 28 day work perIod
f~) Personnel aSSIgned to Flre PreventIon,
admInistratIve or specIal dutIes/detaIls shall
work no Ipss than 40 hours a week on a schedule
convenIent to the department and approved by the
c1ppartmE"nt hpad
G "Pay status" shall Include regularly aSSIgned work
hours actui'l.lly pprformf"d. In itOdItlon] !lay status
~nall also specIfIcally Include pay for tIme not
wnrkpd such as s'~k l~ave f]n~ludlng bpreavement
le~ve)] vacatIon, holIdays] compensatory tIme off,
Jury duty, worker's ~omppnsat]on leave, and mIlItary
l~ave.
H "WorkIng day" shall mean 12 hours for FIre
SuooreS51C'ln and 8 hours tor ac'lmlnl<>;tratlvP
employeeR ThIS defInItIon shall apply to accrual of
hE"'rll"'flts only.
I . "Work Per lod" sha 11 mean a recurrl ng 28 day per lod,
the fIrst of wh,ch cnmmpncpd at OROO hours on SundaYJ
A.prll 13) 1986.
Pavmpnt for Tlm~ NQt Worked at TermInatIon of Cltv
Employment
Payment for tIme not worked at termInatIon
of \.1 ty pmploympnt shall be calculated on
hour basis at 100% of the employee's salary.
or separatIon
an hour for
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ARTICLE II. COMPENS~TTON
2.01.
EffectIve Date of Pay Increa~e
Notwlthstannlng ~ny other prOVlslon contalned hereIn,
changes in salary rates shall become effectIve on the
fIrst day of the payroll perlod closest to the effectlvP
date stated hereIn.
2.02. SalarlE'"S
'A.. EffectIve July 1 , 1986} the salary ranges shall be
",d)usted to:
'A. B C D E
Fl ~EFI GH'f'F.R 27'11 2'i41 ~479 7617 275~
FIRE ENGINEER 2607 2736 2897 3058 3219
FJRE CAP'l'A1N ~~031 ':! 1 Rt 31f.8 ,,55 3743
BATTALtON CHIEF 3521 3695 3913 4130 4148
1\flSON 1 NVFSTI GA'T'OR 3011 31Al :n68 3'-155 3741
B Co~t-of-llvlng adJustments shall be made as follows:
(1) In addltlon to the adJusmpnt In 2.0} A} above:
EFFECTIVE July I} 1986 -- 3%.
(2) FFFECTIVE January I} 1987 3%
(31 EFECTIVE July 1, 1987 -- the salary ranges shall
be adJusted by a mlnlmum of 3.5', 00., If hltJher;
by an amount equal to the percentage increase In
the ~cost of 11vln9~ as measured by the Consumer
PrIce Index (for Urban Wage Earners and Clerlcal
Workers} 1967=100) for Los ~nge]es-Long Beach,
Callfornlal pub11shed by the U.S. Department of.
Labor} Bureau of Labor StatlstlCSJ for the bas~
perlod Hay, 1986} to MaYI 1987. However, In no
pvpnt ~hall said adJustment excped 7%.
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AddItIon~1lYJ an average percentage Increase In
wages only for the comparable pos~tlon classIfI-
catIons of FIrefIqhter In the CItIes of Beverly
HIlls, Burbank, Culver C~ty, Downey, Glendale,
Hawthorne, Inglewood, Long Beach, Pasad~na,
pomona, and Torrance shall be calculated as
follows: by averagIng the wage Increases for
the July 1, 1987 through June 30, 1988 perIod of
the fIrst 9 CItIes to fInalIze an agreement lby
rat~ficatIon and adoptIon by city counCIl). IF
saId calculated average IS hIqher than the CPl
adjustment (as calculated In the above para-
graph), an addItIonal adJustment of the
dIfference between the "CItIes" amount (but not
to excped 7%1 and the "e?J" amount wIll be madp
ano shall be granted retroactIve to July 1.
rExample>:
If "CltIe~U average · 8%) then:
7'\ m,nus "CPI" iH1J. .. AdchtIonal AdJustment
It "CItIes" average.. 6.5%, then:
6.5% mlnus "CPT" = AddItIonal Ad]ustme>nt I
OvertJm~
OvertIme for all employees covered in thIS agreement
shall mean tho~e hours worked In excess of 40 hours per
wpek: for members aSSIgned to admlnl.stratIve dutIes or
f 1 re prpven t 1 on J or those hou rs In f"xce-ss of an annua)
average of 56 hours per week, exclUSIve of all trades of
tlrne for ~mplnyees 1n the Flre SuppreRSlon SerVIce>
Hours worked for purposes of thIS sectIon shall Include
hours actually workpd] vacatlon, slck ]pave 11ncludInq
bereavement leave), compensatory tIme, hollday tIme
taken, exrhange of tIme that was regularly srhedule-d but
not worked; but it shall exclude hours actually worked in
lleu of any exchange days.
A OvertIme shall be computed for actual tIme worked at
one and one-half tImes the employee's applIcable ratp
of pay for all classes represented hereIn.
B ~n pmployp~ called out other than durlng her-/hlR
regular worki.ng hours for emergency work shall be
comppnsated for a mlnlmum of 4 hour~ at tlme> and one-
half.
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C. ~n ~mploype called ou~ othpr than durIng hl~/her
req\ll ar work hours for non-pmergt'"ncy work ~hi'l11 bt'"
compensated for a mInImum of 3 hours at tIme and
onp-nt\]f.
D- 1\n employee who has completed her/hIs regular Shl ft
and 15 retalnpd at work IS In a nold-over status and
shall be compensated for at a mInImum of 2 hours at
t1me and one-half.
E 1\n authorIzed departmental management offICIal may
grant compenatory tIme-off In lIeu of paId overt Imp
If an employee so elects to accrue compensatory tIme}
"aId tJrne c;hall be- accrllPd at the rate spt'"C'lfIPd In
Subsection A.} above} and shall be subJect to the
aC'crual lImItatIon ~peclflPd In SectIon 2.04, hprPIn
However J any tIme worked as part of an exchange of
tIme arrangpment shall not be conSlopred ovprtlrnp nor
compensatory time and shall be valued on a straIght
tIme ba!>;]s
Comppnsatory TImp Off & Exchange of TIme
The qU1Cieo] 1 nf'S agrpeod to hy Lori'll J 109 nnd Flrp
Dppartment Management on November 1, 1984 shall remaIn In
fllll force and effpC't} WIth the follOWlng changps.
A- A maXImum lImIt of 288 hours shall be in effect.
Such 11lnlt !'>nt111 Include till earned ("'omppnsatory tlmf'
off, exchange time, and floatIng holidays
B. M~mbers wIsh1ng to use compensatory tIme off or
exchange tIme need only provide 1 replacement name.
C. The value of all rompensatory tIme tlnd floatIng
hOlIday tIme not taken by the end of the fIscal year
shall be paId to the pmployee at the pnd of each
fIscal year, at the rate in effect at the end of the
fl<;ral VPar.
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2-05.
2.06.
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AnmJ nJ strRtlVe 7\d]ustmpnt/Staff Bonus
Any employee who IS regularly assigned to a 40-hour work
wppk 1n th~ Flre Preventlon Burpau, In the ~dmlnlstratlvP
offIce of the FIre ChIef} or the TrainIng DIvisIon of the
Ranta ManJra Flre Dppartment shall recelve an
Aomlnistratlve AssIgnment Adjustment accordIng to the
tol ]OWl ng .!u"hedule:
'FIrefIghter
Flr~ EngIneer
'FIre CaptaIn
BattalIon Chlef
$130/mo
S155/mo
$t8D/mo
$210/mo
However} In lIeu of the
ln the below llsted
following Staff Bonus:
above} the IndIviduals who serve
aS~Ignmpnts shall be pnld thp
StRff BattalJon ChIef
Fl\""e Marshal
'T'r<nnlng OffIcer
Cnpt - FIre PreventIon
$625/mo
$415/rno
$4t5/mo
S270/mo
T~mporary or occaSIDnal asslqnment to such duty of les";
than thIrty (10) days duration shall not constItute
rpgnlar ns.!ngnm~nt wlthln th~ meanIng of thIS sectIon
DurIng temporary or occaSIonal assignment to 40-hour work
wppk In the FIrE' Prevpntlon BlJrerlu} In the Admlnlstrat1vP
Offlce- of the F1.re ChIef} or the Traln1.ng DIVISIon an
employp~ r~gularly assIgned to Flre suppres~lon shrill nOT
be deprIv~d the benefIts accrUIng as a FIre SuppresSIon
pmp]oy~p.
ParamedIC Bonus
1\ Employees who are regularly assIgned to paramedIC
dut1es shall be compensated as follows:
(1) $150/mo upon InItIal aSSIgnment to saId dutIes.
SaId bonus shall be paId at the b~glnnlng of thp
fIrst payroll perIod follOWIng aSSIgnment to
such dut1es or to spec1a1 qualIfIcatIon
schooling concernIng paramedIC duty.
(2) $2:;>,/mo upon In1t1a1 reC"ert1flcatIon of SkIlls
reqUIred by the Los ~ngeles County Health
Dppartment for parampdIc dutlPS ~~Id bonu~
shall be paId at the begInning of the fIrst
pay r 0 IIp en 0 d f 0] 1 ow 1 n 9 the d ate 0 t
notIfIcatIon to payroll of the InItIal
rerertlflcatlon of paramedIC" SkIlls.
- 10 -
2-07.
2 08.
2.09.
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(3) $300/mo upon seC'ond recertlfH"atlon of slnllc:.
requireo by thp- Los ~ngeles County Health
D~partm~nt fOT p~ram~d~c dutl~~. SnId bonu~
sh~ll be paId at the begInn~ng of the fIrst
payroll pe-nod follOWIng the datp of
notIficatlon to Payroll of the second
recertlflcatlon of paramedIc SklJls.
(4) WhIle on paramedIC qualifIcatIon school
assIgnmpnt, an pmployee shall be treated In al I
other respects as be I n9 as sIgned to the Fl re
Suppres~lon DIVl~lon and shall receIve all
benefIts InCIdental thereto.
B EffectIve July l} ]q87} saId bonuses shall b~
Increased to $175.00, $250.00, and $325.00,
reRpeC'tIvply.
E;MT Bonus
Ef f ect lve Ju 1 y 1, 1987, each member who holds a eu rrent
FMT-1F S. rprtIflcate or Los Angp)es County ParamedIC
certIfIcatIon shall be ellglble for a bonus of $?5/month.
In order to maInt~]n thIS benetIt, the mpmber must
maIntaIn a current certlflcatlon through the term of thIS
agrppme>nt.
PromotIonal Pay Rate
In the pvpnt that the ratf" of pay b~]ng reC'elved by an
employee beIng promoted IS equal to or greater than the
entrnnC'e f;alary of the po~ntlon, the E'mpJoYf"P'S salary
shall be Increased to the next hIgher rate to that
att~lned In the former nosltJOn. In the evpnt thp
promotIon IS to a superVIsory pOSItIon, the employee
promoted sh~ll receIve not less than the nE'xt hIgher rat~
ahove the highest rate beIng paId to subordInates.
A.ctlna Pav
- -
The follOWIng procedures WIll be followed when actIng out
of grade rActIng BattalIon ChIef, ~ctlng CaptaIn, ~ctlng
EngIneer):
~
No member may work down In grade (Example:
as FIrefIghter, CaptaIn as EnglnE'erJ.
EngIneer
B No platoon may have more than 2 actIng members at one
tImE'.
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2 1. 0 .
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c. Normally, actIng memhers WIll t111 the pOSItIon
needed to be f111ed on h1s/her asslgned company only.
D No mpmber who IS workIng overtIme wIl] be aSSIgned to
work out of grade, unless no other qualIfIed member
15 avaIlable.
E. Members wIll be assIgned to an act1ng pOSItIon as
tollows:
(1) Members on a current promotIonal lIst WIll be
assIgned to a pOSItIon for WhICh he/she IS
qualIfIed. (Example: A member on the
~nglnper's lIst 15 aSSIgned to act as an
engIneer.)
12) If more than one mpmber on a compnny 15 on a
promotIonal lIst, they WIll alternate on a
C"yC"lE' bnSlS.
(~1 If no members of a company are on a promotlonal
JI~t1 thp BattalIon ChIef and CaptaIn of each
company shall select the member most qualIfIed
to fIll thE' POSItIon. ~n up-ta-date list of
acting members shall be kept 1n the BattalIon
ChIef's offIce and up-d~ted regularly.
F Members aSSIgned to work out of grade {Actlng} shall
reC"elve the Ralary for the pOSItIon they are fllllng
as If they had been promoted to that posltlon, and
shall be paId on a hour for hour baSIS.
Y-ratlng
When a personnel actIon, e.g.: demotIon dup to layoff or
reclaSSlflcatlon, reSUlts 1n the lowerIng of thF'
incumhent employee's salary range} the Incumbent
pmp)oype's salary may he Y-ratpd. "Y-ratpd" ~hall mean
thp maIntenance of the Incumbent employee's salary rate
at the Ipvel effectIve the day preC'pdlng the effectIVE'"
dr'lte of the personnel actlon plaCIng the employee in a
lower ~alflry rflnge. The pmployee's salary sh:ill remaIn
at such level untIl the salary range of the new
clas51flcatlon equals or exceeds the V-rate salary.
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AR:.']'T r:LE T J T .
3.0t.
3.02.
3.03.
SUPPLRMFNT~L BENEFTTS
MedIcal Insurance
The ~lty ~h~ll provlde full fee-for-servlce mpdlcaJ
{subJect to a limIt of $214/month) and fee-for-s~rVlce or
group dpntal cover~9P for pmployeps covpred hereunder and
theIr elIgIble dependents at no cost to the
pmp)oyep.orovldpd th~t pmploypes covpr~d hereunder
p~rticlpate In the CIty-offered insurance programs.
Opt I nna 1 prppal d hea] th mn] ntenance p) an type cQveragp
may be offered hereunder. Any extra payment requ 1 red
\Ir,der c:uch pl~ns shall be prlld by the €'mployee electIng
such coverage.
Retlrpment
The CIty 15 a contract member of the PublIC Employees I
Retlrpment Sy!'tl'"m lPFRS}, ",nd It 15 understood and agreed
th~t such membership WIll be maIntaIned and that employee
p)Hpbl)ltY1 r:)asslflcatlon] r:ontrlbutlons] and benefIts
are aos prescrIbed 1n the contract between the Clty and
the PFRS heretof ore <'Ipproveod by the 5ant a Monl ca Cl ty
CounCIl. Further, the CIty agree~ to pay the employee's
C'ontrlbutlon (q%) to the rptIrpment systpm, Find to
m~lntaln the SIngle hIghest year prOVISIon as well as the
W1 dOW/WI dowers <'Ind orph~n5 ("] illJ5P
TU1tIon Reimbur~ement
It 15 agrpE."'d that the CIty WIll budget annually an amount
e~ual to $10.00 per employee In the appropriate unIt for
tUltlon <'Ind rpqUlrpd study mater1C'!.1 relmbursemf'nt for
career improvement study approved by author1zed
mFlnagpmpnt offlClFl)S. Relmhursempnt Shilll equ~l thp
total cost of tUlt1.0n {exclusIve of lodg1.ng and meals)
and the total cost of requIred study materIals] prOVIded
however, that~
(al Enrollment In the
shall be approved
management offICIal;
career improvement study course
In advance by an authorIzeri
(bl 'l'he study course must be dlreC'tpd to qUill]f]{"atlon
for an employment pOSItIon represented ].n the CIty
work forC'e;
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3 04.
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(cl The ~mployee must exhlblt qome rp~son~hle pxpectation
of qualifYing for such pO~ltIon upon successful
completlon of the< study course;
(dl ReImbursement shall be made only In installments upon
5lH"cesc;ful completIon of pre<scrlhed unIts of study
requIred by study course approved; and
(e) In no pvpnt ~hall the CIty'S reImbursement he rpduce~
when there is an outSIde source of aid except In
those cases where< the aId from the outsIde< souree(sl
plus the normal City reImbursement exceeds the cost
of tUItion ~nd study m~terlal for the ttpproved study
course.
( t )
I f approved tu 1 t Ion reImbursement co~ t S
budCJPted amount as dE-SCrIhed ahove, the
costs WIll be prorated so as not to
blldgE"ted i'lmount.
exceed the
relmburse<cl
exceed the
(ql The maXImum annual amount of reImbursement per
lndlVloua] pmplnyee sh<'lll not exc-ped S500 00, per
fIscal year (July I-June 301.
UnIform Allowance
Employees covered hereunder shall be paId a unIform
m~Jntpnnnce ~llowance of $25.00 per month.
The CIty agreeos to furnIsh reqUIred safety equIpment,
5iltpty pf:lnts ~nd ~iltety hoots, as nef>dpd. The employe<f"
shn 11 have the opt 1.on of receIvIng two pa 1 rs of safety
boots QL one paJr of safpty boots nnd one pnlr ot
departmental approved oxfords.
The rIty agrees to replac-e, as nE'f"ded, not more than onp
work shIrt and 2 patches per employee per year.
After 1700 hours ",nd ShIft change of the followIng
morning, members may -- in lieu of the work uniform
WPilr; navy blue sweat shirts, plaIn whIte "T" ~hlfts,
or departmental approved attIre. company or StatIon
romm~nd~rs may approvE' thp above attIrp at any other
appropriate tIme. However, members In dIrect contact
WIth the pUhlIC !'Ihall wear the work uniform.
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3 0'1
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SlCJc: l.P~vP fluy Hark program
Employee~ covered hereIn wIll have the optIon to receive
p~yoff for unlleot'"d sIck leave unrter the folloWlnf]
condltlon~:
1'- De<fln1tlon~
(1) "SIck Leave Bank" or "Bank", shall mett" s1ck
lpavp earned In yt'"Brs prIor to the Accrual Year
(21 "Arcrual Year" shall mean the fIscal year In
whlCn Payahle Slck LpRve IS earnpd
(11 "Payable Sick Leave" shall mean that portion of
the ~lc-k ]eavp unu<:;pd In thlS year's <'I("crui'lJs.
(41 "Base Hourly Rate" shttll mean the hourly pay}
pxclur'l1ng any spe(",lal ilfllslgnment or bonus pay
WhlCh would have been effectIve 1n the last pay
perIod of the AcC"r(lal YE'ar prpC'edIng the
effect I ve date of thF' negot l.ated Increase for
the ne<xt fIscal ypar.
( ~ ,
"Day" shall mean
employpes and a
emploYF'es.
12 hours for FIre SuppreSSIon
hourR for 40 hour per wepK
fl
To be< ell q 1 hIe
have a mI n Imum
rl~ys
pi'lyoff an employee must
Bank of twenty-two (22)
to re("'Plve
SIck Leave
C. An employee WIth the requIred Bank (and years of
serVI ce as of the end of the :B.ccrui'tl VPnr) wlll bp
el1g1ble to sell unused SIck leave earned during an
:B.crrual Year accordIng to the followlng schpdule:
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l.pss thRn 10 Cnmplpted Y€'ttrs
of SerVIce wIth Santa Monica
10 or More Complpted Year~
Servlce wlth Santa Monlea
DRVs U"led
Unused D;tys
~yallable for Pay
Daye; Used
Unused Day~
AvaIlable for Pay
0 6 0 9
1 5 1 8
2 4 2 7
3 3 3 6
4 2 4 5
5 1 5 4
6 or more 0 6 'i
7 2
8 1
9 or more 0
D P.'lyoff ~hil)l he- milde at the Basf> Hnllrly Rate
E 51 ck leave for whIch payoff 15 receIved shall be
C'cmsldpred "ll!:;e"d" In tnat It W1]l not be ndded to thp
Bank (or If added to the Banle: prior to the payoff
rtnte1 shall be removed from the Bi'lnkj
F- Each employee eLIglble for payott wIll elect whether
to - t l'lkf" payof f or to ...dd the paynbl e SIck LeC'lve to
the Bank" The electl.on wIll be made prIor to June
10th of eac-h AcC'rual Ypar.
G Payoff for an Accrual Year wIll be avaIlable only to
those pmployeE"s on the payrOll ,lllly 1st of thp
followIng Accrual Year, wIth the exceptIon that those
pmployees who retIre on a Servlce RetIrement, or who
are InvoluntarIly Beparated due to lack of funds
(layoff); dur1ng thp Accrual Year ~hal] he glven thp
opportunlty to rer.elve payoff on a pro-rata baSIS.
Employees who s€'pC'lrate t rom CI ty aerV1 ce other than
by retIrement or by layoff shall not be elIgIble for
payed f .
Thp pro-rata payoff
C'omputf"d as follows:
referenced
above
shall
be
(11 For employees w1th less than 10 completed years
of serVIce tnp formula wl1l be Total SIC'k Leavp
Di:lYs Earned in Accrual Year multIplled by .5,
minus Total S1ck l.p",ve ll~€'d ]n Acc-rual Y€'~r.
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3 06.
3 07.
3.08.
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(21 For pmplnyees wIth more than 10 ~omplpted ypar~
of servIce, the formula wIll be Total SIck Leave
DRYS Earned In :-'cC'rual Year multIplIed by .75
mInus Total SIck Leave Used In Accrual Year.
H. It 1 S hpr-pby mutual J y agrf'ed tnat the fiJ ck leavp
accrual rate shall be lImIted to one day per month of
satI~fac-tory ~erv'~e. ThIS prOVIsIon applles to all
employP€'s of the bargaInIng unIt covered by thl~ MOlI
whpther or not the lndlVldual ~mploype elects to
rf~CeIVe payoff annually. The SIck Leave Bank for
paC'h pmp] nyee shall hen~eforth he I1ml te-d to llnUSf"n
Slrk leave day~ maXImum. SIck leave day~ "banked" by
pmploypes C'ovprpd hprPln prlor to the ImplementatIon
dRte of thIS agreement are not to be reduced by thIS
acrrual 11'Tlltatlon. Howpvpr, If the pmployee'g Sick
LpRve Bank IS greater than 130 days, no further SIck
)pave shall be addpo to the' Rank untIl the Mi!nk drop")
bplow the 130 day maXImum, at WhIch time the employee
may "h~nk>> up to the maXImum 130 days.
Deferred CompensatIon
It ]C) herpby aqrf'ed that employpes covpred herpln wIll bf'
oftered partICIpatIon In the CIty'S deferred compensatIon
plan.
MIleag~ ReImbursement
Rplmt"mrspmpnt to pmplnyee>c; tor i'illthor17f'd u..e of p€'r,,;onal
automobIle.. on CIty bUS1ness shall be at the rate
pst~hl1~h~ct by thf' CIty Coun~Il.
Educat10nal Incentive
A. :-'n pduc~tlon lnc-entlve honus IS pald to pmployees In
the clasSIfIcatIons of Flreflghter, FIre Eng1neer,
F] re Capt a 1n and Ra tt a I lon Ch] f'f 1 covered hereunder
as follows:
(1) An employee who ha~ atta1ned satlsfactory credIt
for nO co)l pge-l eve} seme")ter unI ts [or qUnrter
unlt eqUIvalent)} at least 16 of wh1.ch un1.ts
~hall be In fIre s€'rVl~p rel~ted ~ubJP~ts, ~hal I
be paId $60 per month as an educatIonal
lnr:entlve bonus.
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3 09
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12) An pmployee who has attnlned 5atI~tact0ry credIt
tor 120 college-level semester unIts (or quarter
unIt e<quIvi'l1e<ntJ at Je<ast 32 of WhlCh unIt5
shRII be In fIre serVIce related SUbJects shall
he pald $110 per mo~th as ~n e<nucatIonal
incent1.ve bonus.
In oriter to maIntaIn thIS bonus, the pmployee musr
have eIther attaIned credIt for at least 3 addItIonal
c-ollpge-lpvel llnlts durlng the prevIous 12 month
period WIth a mark of "e" or "Pass" or better, or at
]~ast 2 aodltlonal flre< s~rVlce relatpd unIts durInq
the preVIOUS 12 month perl-od WI th a mark of "C" or
"Pass" or bett~r,
Aprll-catIon for the educatIonal IncentIve,
a("C"ompanl ed by el ther a rf"Port cl'Ird, tri'lnSCrl pt, or
certIfIcate of completIon by the l~suIng agency,
~hall be made< once annually, on August 1, f"Bch year
anri shall be made effectIve WIth the fIrst payroll
perIod followIng that date.
FIlmlng/Stand-bv Assignments
Pprsonnp) who voluntpf"'r to wnrk fllm}n~/stand-by
aS~lgnments shall be entItled to receIve compensatIon for
a rnlnlmum of R hours at the followIng rates of pay'
(1 I For the fIrst 8 hours - Hourly rate ~hall be equal to
1% of the gross monthly si'll~ry tor "E" stPn
Flref1.ghter.
(21 For the 9th through 12th hour - Hourly rate shall be
egllal to 1-1//'% of the qross monthly sali'lry for "E"
step FIrefIghters.
(31 For .=tll hours 1n e<x("ess of 12 hours - Hourly rat?
shall be equal to 2% of the gross monthly salary for
"E" step Flreflghter.
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ART~CLE TV.
LEAVES
4.01.
Pal.d HolIdays
Employees covered hereIn shall receive twelve (12) paId
holld~vs as tollows:
~. Employees assIgned to Suppre~slon shall re<celve;
1 Rt of ~lanl1i'lry
3rd Monday of January
12th of February
3rd Monday of February
4th Mond~y of Mi'lY
4th of July
1st Mond~y of Spptember
9th of September
12th of Oc-toher
4th Monday of October
ThanksgIVIng Dtiy
2~th of December
F.mployeeR ('IS!':;) gnpr1 to 5lJppre1".C:lon 5httll receIve 1 day
l12 hours pay) for etich holiday, whether on-duty or
Off-duty, QL c;hall be E'ntltled to "float" saId
12-hour day for use at the employee's dIscretIon,
provldE'o 1} sald use 15 wlthln the< fIsral year In
WhICh It i~ accrued, and 2j 72 hour notlce 1S g1ven
to thE' on-duty RattalIon ChlPf SnId "float" days
arp countpd agaInst the 288 CompP.n~atory
"lmP/Excnflnge 'l'1me Ilmlt. If "floatf"d" c1nyS are not
u~ed prIor to the end of the fIscal year, the
pmployee ~hal1 he prtld the ,rtsh v~lue for saId
floated holIday segments at the end of the f1scal
ypar.
- 19 -
4.02.
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B. F.ll1ployeoes asslgnpd to PreovpntIon or Admlnlstratlvt'"
dutIes shall receIve as pa~d holIdays the followIng~
1st of Janu,,"'y
3rd Monday of January
12th of Februi'lry
3rd Monday ot February
4th Monday of Mi'lY
4th of July
1st Monday of Septpmher
Thank5g~vlng Day
The FrIday follOWIng ThanksgIvIng
Thp. half (1/2) day ImmedIately precedIng ChrIstmas
21lth of Dpcpmbe<r
Thp half (1/2) day Immed~ately preceding New Year's
One floatIng holIday (to be< use<n at The f'mployee'c;
d,scretlon)
Vacatlon
Each employee OccupYIng a regularly authorIzed full-tIme
p051tlon or a permanent and contInuIng Oi'lrt-tlme posltlon
In any Job claSSIfIcatIon covered hereIn shall accrue
VaC-i'ltIon lettvp WIth pny on the folJowlng baSIS. "Day"]~
dpflned In SectIon 3.05.A. of thus MOll.
A. FollOWIng romp)ptlon of The tlrst SIX months of
continuou~ servI~e, 6 days.
B. ThprPAfter> up to ~nd Inc-Illolng 5 c-ompletf'od YE"nrs ot
serVIce, 1 day for each completed calendar month of
sprV1CP.
C Thereafter} up to and IncludIng 10 completed years of
~f'orVlceJ 1 25 oays for pach completed ralpndar month
of service.
D Thereafter} up to and Including 15 years of service,
1 SR n~ys for Prt~h cnmplpted calpndar month of
Sl"rVlce.
E
Upon completIon
thf'reBftpr, 1-75
month of serVlce.
15
for
years of serVlce and
each romp]ptpd calpnclar
of
Oi'tys
F. 1'he llmJtatlons on the a~cllm111ntlon} pronortlonatp
accumlllat ton, schedu 11 ng and payment for such leave
<:;hall be AS prpscrlhed In the CIVll !'IprV1C'p
prOV1SlonS of thp Santa Monica Mllnlclpal Code.
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G The followIng procedures wIll be followed when
R~Je~tlng vaeatlonR:
(11 The BattalIon ChIefs wIll not be Included on
the vacatIon llRt, nor be counted as
vacatIonIng members.
{21 VacatIons w1l] be 5e)ected hy ~pnlorlty fdate 01
hIre) .
(11 The followIng platoon days are not avaIlable for
vac-atlon RPle~tlon:
December 24th
December 25th
December 31st
t4) Only two Va~at]on perIods maFKPd wlth asterlsk~
may be chosen, when vacatIon days are not 1n
consec-utlve< orrler.
(51 No more than 4 members shall be permItted vaca-
tIon trom anyone platoon on any one< o~y
ThlS lncludes segment plck~.
r61 No more than 2 raptalns trom the samp platoon
shall be permItted on vacatIon at anyone
tlme<1 lnrludlng s~gment RhlftR.
(71 Members are adVIsed to select theIr vacatIons
rarefully, as exrhangp of Vi'tC"at1('1nS 'Wll] be ]n
caqes of emergency only, pursuant to SectIon
~O of the Rules rind Rpglllatlons.
(AI Each member WIll sE"lect hIs/her vacatIon when
It I"> hlc;/hpr turn to plC"lc: .::IS follOWS.
(a1 In consecutIve order (total tlme not to
ex("'ppr] l] d~y">)
{bl ~l 1 vacatIons mu~t be taken in 3
conseC"utlve< shlft ]ncrpmpnts.
(C) Any remaInIng allotments may be used at
the pmploypp's dIsC"re<tlon1 proVlopd hel
sh~ does so prIor to September 1st.
If a mpmher chooses to float vacatIon daY5 for
u">e later In the yeAr, the follOWIng gUIde-
llneq mURt be follnwe<d: All vac-atlon sh~]l bp
srheduled or the department notlfled In
wrItIng of Intpnrled use prIor to Reptemhe<r I
of the vac-ation year. Float day~ may only be
talc:~n If a v~C"~nt llne ~ppear5 on the Mpslrpn
dillY,
- 21 -
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4 04.
4.05.
It
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(91 Odd vacatlon days as well as float vacatIon
seqmpnts sh~ll be placPd on the< vacatIon
llst and approved after every member has made
thplr InItIal chOIce, on a flrst-cnme, fIrst-
sprve baSIS. The request for float vacatIon
use must be recPlved In the platoon
commander's off1ce by 1200 hours of the
rnemhpr's l~st rpqular on-duty ~hIft prIor to
the requested vacatIon.
110) It 15 agre~d to pstabllRh a JOInt rommlttep
(2 aSSOCIatIon members and 1 appOIntee of the
ChIef) to ev~luate and formulate npw vacatIon
selectIon methods, with a 1988 (vacatIon year)
Implpment~tlon date.
SIck Leave
S1 ck Ipave shall be de-fIned as in SpctIon 21041 of the
S~nta MonIca MunICIpal rode hpreby ]ncorporat~d as It set
forth In full hereIn
J,PBVP of AbsencE'" Wlthout Pay
Such leave sh..d 1 be governpd by Santa MonIca MunICIpal
C:odp 5ect 1 on 2104C Whl c-h IS !'Oumma r I zpd as: An pmp 1 oYPr'
may b~ granted a leave of absence WIthout pay upon
applIcatIon ~pproved by the Department Hpad and the CIty
Manager. Such leave may not exceed one ypar. Upon
PXplratlon of the Ipave1 the employe<e shall bE" rE"ln~tatpd
to the pOSItIon held before the leave was granted. Such
Ipave '\hall be grant"ed only In those C."lSPS whe<re< an
employ~p's record of serVIce and qualIfications make 1t
neslrable for the CIty to retaln his/her RerVlres pvpn at
the cost of some inconven1ence to the City.
Jurv Dutv
- -
A.ny line-1.tem employee covered hereln, when duly called
to serve on any J l1ry and whpn not exeu <;ed t Qeref rom ~
shall receIve the regular base compensation less all Jury
fp-es recelved excludlnq mllpage for the tlme reqUIred to
be spent under the JurIsdIctIon of the court. Each
pmploype recel VI ng a not 1 C'e to rE"port for Jtl ry serVIce
shall ImmedIately notify hIs/her immedIate supervisor.
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4 06.
4 07
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Employpes reportIng for Jury serVIce shall be placed on a
40 hour per WPPK Schpc1ule. If the pmp)nyee was on a
suppresSion assIgnment, the< Jury duty will not be
ronSldpred an admlnlstratIve asslgnmpnt, nor would
employees regularly on fIre preventIon receive an
",dmlnlstratlve bonus un1ess they had prE-VIOllsly bf"pn on
administratIve asslgnment.
Whenp-ver dnJly Jury duty schedulIng permIts, employeE'c;
shall return to theIr regular dally Job ass1.gnment to
romp]ete thplr rpgu]ar dally work hours.
Mllltary Leave
Mllltary leave shall be admInIstered In accordance WIth
nOplJrah)e Fpdpral/State rndes, ordlnanres, and laws-
Wo~kprs' CompensatIon Leave
WarKPrs' comppnSi'ltlon If>avp. e;hi'lll be In ac:coroance WIth
applIcable CalifornIa State Law.
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AR'I'1Cl..F V.
5.01.
5 O~.
WORJ<TNG CO/IJP1T10NS
Safety
The Cl ty sha 11 provIde sat e , clean] and hea 1 thy CIty
f~CIlltle<q In ~rcord~nre wIth ~ppl1,~ble Fed~ra], State,
and local laws and regulat~ons. The employee
organI7atlon aryrees that whpr~ Rafety dpvIces or ltpms ot
protective eqUIpment are required or furnIshed] their use
c;hall be mandatory. Furthe<r] LoraI J 109 and the
m~nagement of the FIre Department shall meet on a
quartf'rly baRIs to pdJsrl1ss Sfltpty or pqulpmE'nt Issues or
concerns.
Cnn~tflnt St~frJng
'l'he term "constant staffIng" shall mean the number of
ppr e;onnpl ass 1 gnpo to a pI at oon. J tIS aqrf'ed that thf'
current constant st",fflng program shall be a 29 person
per ~hIft mlnlmum and a ~1 ppr~on ppr Shltt m~Xlmum
mrfnnlng level. However, the C1.ty, 1.n antICIpatIon off
Vi'lran'lps, m~y t'llrp 3 C1ddltloni\] flre personnf'l to fIll
antICIpated vacanCIes for a pertod not to exceed 4 month~
prlor to ~uch varancy actu<'llly orrurrlng, un/pss "iUch
tlme l1.mIt l~ speCIfIcally waIved by Local 1109
It IS hprpby further agrppd that whpn thp statfln1
strength of a platoon lS reduced beLow thp current
ml"1mum stafflng If've<l of 19 ~"d s~ld vac~nry Ie;
mnlnt~lned for more than a 60 day perIod, It IS expre~sly
fll1r ppd t ha t the prnp 1 ()y~e f 111 , ng sa 1 d vaC'anr:Y shi'll] bp
p81d overtIme exceptIng th",t the CIty IS hereby gIven the
rlght to dpC"]are it" lnabl]lty to flll Rind vacan,y. In
thp event the CIty declares an inabIlIty to fIll saId
v~C'~n~y, untIl ~uch tlme as the CIty fllls Bald vacancy;
the then current mInImum staffIng strength for saId
pI at oon sha] 1 be reduC'pd to arrol1nt tor sa I d vacanry or
vaCanr.leS.
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5 01.
5 04.
5 O~.
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PprformAncp EV~)11~t1bn~ fQr ProhatIonAry Fmp)oype~
All probatIonary employee~ shall be perIodIcally examIned
tor proflclPnry durIng thplr probatlon~ry perlod,
a~cordlng to the followIng sched111e~
A. WrItten and practI~al ~ppllc-atlon ex~mlnatlon~
shall be admInIstered in the 5th month of employ-
mpnt and prIor to the 6th month.
B WrItten and practIcal applIcatIon examInatIons
shall be adrnlnlsterpd In the lIth month of employ-
ment and prIor to the 12th month.
C The FIre Ch1ef ~h~ll mnke a dptprm1nat1on as to thp
status of the probatIonary employee prIor to the
eno OT thp 12th month of pmploympnt.
Mandatory PhYSIcal FItness
One and one-half hour~ per day shall be provlopd for
suppressIon personnel for cardIovascular condItIonIng)
f)PXlblllty exerc-Ises, and strpngth condltlonlng. Suc-h
hours shall be scheduled at thp dIscretIon of the company
commander.
ParamedIC CertIfIcatIon & SelectIon Process
It IS aqrped that the fo11owlnq prorPdurp wll hp uspd for
selectIng members to attend paramedIC traInIng:
A. The cand1datp mllst pass thE" Los Anqples County
Dppartment of Health SerVIces' Parampdlc SChool Pre-
~P5t WIth a score of 7~% or bpttpr
B. The candIate WIll successfully complete an oral
examlnatlon before a Hoard conSIstIng of 1 raramedlc,
I paramedIC lIaIson nurse or phYSICIan, a representa-
tIve from th~ Personnpl nppartmpnt1 And a member
appointed by the F1re ChIef.
c. ~ promotabllIty form e;hall be comp)etp~ by the c~ndl-
dates ImmedIate superVisor and his/her BattalIon
ChlPf
D The FIre Department WIll establIsh an elIgIbIlIty
lIst baspd on the total score as derIved tram Step~
A-~, above. The FIre ChIef WIll make hIS selectIon
trom ~mong the nAme<s on thp lIst.
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5 Of>_
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Eff~~t Qf Jo~ pprfnrmAn~~ on S~]ary
The CIty Manager, 1n exceptIonal cases, based upon
RpPr"lflC .=tppr<n~"l ot the lmporti'lnC'E' t'lnd dIffICUlty ot
~hp. work and the exper1ence and abIlIty of the person to
be pmploypd, or of the InCllmnentl mtly 811thorl'Ze< entranC"P
SalarlE'S hlgher than the mlnlmum) and sppclal lncreases
i'lhovE' the ~mount prp~crlbpd In the salary schpdule for
thp class and length of serVlce of the Incumbent. In no
pvpnt, howpver, qhall the r.,te excppd thE' maXlmum r~te
for that class.
Notwlthstandlng any provlslon contalned hereln, there
wlll bp no InC'rpaSE' In wages of any klnd tiS a rE'Rult of i'l
NO'" Af"CEPTABLE ratIng on the employee's prescrlbed
perlodlc- pE'rformanc-p ratlng. There WJll be no Rubsequent
l.nCrer'lc;es In wagec; untll the NOT ACCEP'I'ABLE ratlng has
hpen lmprmTPd to at If'ast the< SA'l']SFAGTOHY levpl. It
pprforrnance 1 S ra ted NOT ACCEPTABLE an employee moy be
01 <;mIS"',,"n tram o;prvlrp, and If twn consecutIvP
pprformance ratIng"! are marked 11I0'1' ACCEPTABLE) employee
sh411 he ("hRmJc;'":f"d ny o'Ippolntlng ...uthorlty for
lnpffHaency (SMCC SectIon 2104A1). Any ratIng 1n the
RFI.OW <)}\'T'lSFA(,'T'OHY C"ntP<Jory mny dl'"lay the' next sC"'hpdu}Pc1
salary 1ncreac;e at the dlscret10n of thp- appOIntIng
."'llltho...,ty. C;urh art10n ~hrtll rpmrtln In pttPC't untl} thp
rntlng h~~ been lmproved to at least a SA'1'ISFACTORY
J evp)
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ARTICLE VI. EMPl.OYER/FMPI.OVEE RRI.A'J'l f)N$
6.01.
6 02
6.03.
payroll Deductlons
It 1 S mutlltllly unden;tond ^nd agreed that the Cl ty Wl));
sUhJect to the provIsIons of Ordlnance 801 (eeS) and
NIH"lnq the term of thIS MOU) dpduct monthly ",nd rpmlt tn
thp off1ce or offIcer dp-slgnated In the employee payroll
dpdurtlon anthorlZi'ltlon rprognJ?ed pmployee organl7atlon
dues, credit unIon Investments or payments, health and
hOspltal17atlon In5uranc~ prE"mlUmS; and 11fe ~nd accldent
1. n5urance preml ums Any or a II of such payro 11
deduc-tlon5 are suhlec-t to termlnatlon by thp Clty Manager
upon 24 hours notlce for fa~lure by Local 1109 to comply
""'lth th~ provISIons of thls MOll.
~easonab1e NotIce
It lfi mutually agrpE"d that ],nral ] 109 .<:httll reCf'Jve at
l.t'3 place of bUSIness (Statlon #'31 1302 19th Street1 a
r'"1PV , Vl a ] nterrl ty m~l]) of the Cl ty Counrll ;rnd/or
pprsonnel Board agenda for each meeting Further, it 15
undpr!'>tnod that "iel1d notltlcatlon c;ht\J] be ronC'llrrf'nt
Wl t 1'1 the not I f 1 ca t Ion prov1ded the Per sonne] Boa rd and
rlty r.Ounrll mE"mhpr5.
GrIevance/ComplaInt POllCY
A grlPVnnre l~ a comnlalnt by on? or more employee~
covered by th 1 s MOlJ or by the Santa Monl C a FI refIght ers
AqROrlatlon ronrprnlng the nppllratlon or Interpre<tatlon
ot the MOll) ordInances) resolutIons, po1lcles~ practIces
or procedures ~ffertll'lg the f'mp)oyee's waC)'Ps, hour~
apolar workIng cond1tlons. ThIS gr1evance and compla1nt
polley rloes not apply to suspenSJons, dpmotlonS1 anH
remov~ls WhICh are subJect to the procedures outlined 10
SP("'tlCln ?10fiB et c;Pq- of the< SRnta Monlca MunJClpal Cod",
ann wtnch must be pursued by the aggr1eved employee(s).
Thl!'> grlPvRnce and c-omplalnt pOliCY also doe~ not apply
to protest of performance evaluatIon'l Wh1Ch are subJect
to thp procPdllres outllnpd ]n Sectlon 2104A of the Santa
MonIca MunIclpal Code and WhICh must be pursued by the
nqqrlPvPo f'mployepl~}.
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A. 'rhe ;IfJgrlF'vpd pmn)oYPPlo;) o;h-ill mppt wIth thF'
l.mmedI ate superVI sor regardl. ng the gr l.evance, WhI en
must be state<d In wHltlnq on Form F-l0, sppcIflC'ally
clting thE" MOU, ordInance, re~olut1.on, rule, POlICY,
prt'lC"t 1 ce or prorpdllre that IS the sllhl~ct of thp
grlevance and thp CIrcumstances givIng rIse to the
grlevanC"'e.
B If tne grl.evance IS not resolved by the end of the
pmploype's :~rd regularly sC"'heduled Shlft folJQWInc;
the shIft on WhICh presentatIon of the grIevance to
the lmmpr}1atE;> supervlsor occurredJ the e<mployeE" may,
wIth1.n 5 regularly scheduled ShIfts thereafter,
npPf"al to the sE!rond lpv~l ~l1perVISor, It nny, USIng
Form F-l0.
C - It the grl.ev1.l.nce 1.8 not resolved by thE" end of the
F'mploypE"'S '-\rd rE"qu)~rly srhedlllE"d shIft folloWIng
presentatIon to the second level superVIsor, If any,
thE" F'mplnyee mny wlthln 5 rF'gularly sc-hE"duIPd Shlft~
thpreafter, appeal to the FIre ChIef USIng Form F-l0.
The< Flre rhlef Rh~ll mept wIth thE" pmploype and thp
emploYf"e's representatl.ve to attempt to resolve the
qrleV.:lnl"'e<
D If thp grlevnnce 1."1 not resolved by thp end ot the
employpp's 10th rF'qulnrly 5chpdlllE'd c;hlft follnWlnrr
presentat1.on ot thp Form F-10 to thf" FIre Chl.ef, the
pmplnype mny, wlttnn 5 requl;p"'ly ~rhedlllPd ~hltt~
thpre~fter; appeal to the Personnel DIrector, who
wlll lnVPS~lq~te the grlevanre ~nd makp
rerommpnnatlon<; to thp CI ty Manager, who~p deC"'IS'lOn
c;hnll he- fIn",l. The dpC"151on of the Clty Milni'lger
shall be l~~ued no l",ter th~n thp end of the
f"mployPF"s 10th rpguli'lrly ,,>che<dulpd "lhlftJ atrpr thf'
fll1.ng of appeal wIth the Personnel DIrector.
E. For the pllrpO~PR of thIS grlevan("~ proC"edllrE", "ShIft'
shall me<nn the regularly scheduled 24 hour work
pprIod for Sllppreo;qlon personnp}, and thE' regularly
scheduled eIght-hour work day for personnel not
asslqnpd to the< 56 hour work wpek.
F- All t1.me perIods In thIS sect1.on may be extended by
mutual conspnt of the pmployee and The managpmenr
representatIve lnvolved
- 28 -
6 04.
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G. A grIevance shall be conSIdered untImely if not
prp~P'nted by the pmploypP' or the Ase;oClc'!tlon wIthIn
30 day~ ot thp InCIdent g1vIng rlse to the grIevance
or WIthIn 30 r1nY~ of lts ettect upon the pmployee In
those ~nstances where It IS shown tha~ the employee
rnlll d not rl"'i'isonrl r-ll y hi'lve known of t hp gr 1 evab 1 p
a~tIon.
H. Employees shall have the rIght to be represented In
gr)Pv~nce matters In the folloWIng mannpr:
(1 1 Employees shall have the rIght to represent
th@msplves InnlVldunlly In grIevance mattprs.
( 7 1
Employees may de'ngnate
Dppartmpnt to rpprp<;pnt
m.'ltter~ at steps onp. (A I
grlPVnnrp prorpss.
a member of the
them 1 n gr I pvancp
and two ( R J 0 f t h p
r 3 1
Employee~ m~y de~lgnate a departmental or
rpprp~pntatIVP to rpprpqpnt them In stPp~
lCl and four (Dl ot the procerlure.
leg,,-l
threp
f41 No sllpe<rV]90rS "haJJ tH" rppresentf'o In grIPvancp
matter~ by one of theIr subordInate employees
f51 No !'"mplnypes ,,:hitll bp reprpsented In grlPvanc-p
matters by theIr superVisors.
J_ An pmplnyee who hns InltlntPd a qrlPvanrp; or
asc;lsted another employee In inItIatIng and/or
pro~ee;e;lng a qrlPVAnre, e;hnll not In nny Wi'lY bp
coprcedJ Intlmldated or dl~crlmlnated aga~nst.
P]e;.=ltnlltv Hptlrpmpnt DH,outp Re~o]utJ('In I-'rorpdurp
A Upon appll~atlon for dIsab~llty retIrement by an
pmplnype covprpd by th15 MOU, the CIty wIl] deCIde to
approve or dl ~ approve such app 11 cat Ion WI t.hl n 180
dnys nnd WIll notlfy thE' pmploype of the OPclslon In
wrIting immediately. If thE' CIty Intends to make
npnlIcat10n tor <"!" pmploype's rE'tIrpmpnt, thp
employee WIll be notIfIed In wrItIng Immed~ately_
B In the f'vpnt th<it a 01 <;.oute ilrl ~P<; bptwee>n thE' CI ty
and an employep regardIng the employee's ellglb~11ty
- 1q -
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for d1~abllity retIrement or effectIve d~te of
d 1 'Hlnl 11 ty rpt 1 rpment} the f 0) I aWl ng prOf"Pl1u re< f!ha 1 I
bE'" useo to re~olve the dIspute:
III An pmployee may ~onrp~t a dec1~'on madE" by thp
CIty regardIng her/hIs dlsablllty retIrement by
m~)(lng a wrlttpn request for a hearJng to th..
CIty Mitnager WIthIn 15 days of serVIce of notIce
from thE' C, ty of thE' OeCI!ll on If no rf~qllPst to
Initiate the dIspute resolution process 15
re>C-Pl vpd Wl th1 n 15 n~ys of SprVI ("'e of not 1 ce,
the r1ght to exprClse the proces~ IS waived and
the CIty WIll procepd to lmp]empnt Its deCl~lon
( 2 l
Thp City Manager shall set a date
hearIng WhlCh wlll be no Inter thi'ln
follOWIng the fIlIng of the request for
for the
30 daye;
hearIng.
!31 Thp A~~l~tant CIty Manager or anothe<r mananf>ment
off 1 C'l a 1 decngna ten by the Cl ty Manager (other
Than the Pprsonnp] n]rec~nr, the pmplnye>e'n
Dppartment Head) or any ot her 1 ndl vldua 1 WI th
prIor Involvpmf"nt In the< rhSpllte}} Shill I preSlClP
a~ thp hearIng offIcer..
(4) Thp CIty Attornpy's OfflcE" c;hill) qE"rvp as JE"gal
adVIsor to the hparIng offIcer.
(5)
'l' he pmp 1 nyp p
repreSE"ntat1ve of
Thp ("'05 t of ~Il rh
by the employee>.
5h~ll he f"ntltlPd
his/her chOIce 1n the<
reprp~pntntlon e;hall
to n
hearIng.
be hornf'
161 'l'ht" pmployee lor her/hlS rf'preSF'nti"ltlVf""i1 ann
the City shall be entItled to present eVldence)
\'illl WI tnpc;e;es ~nd rros~-pxam' ne Wl tne5~PS at
the hparIng SubJect to the rlght of
rr05s-pxamlnatlon i"IS provlded beJnw, pxnert
Olprhcal testlmony mU"it be submitted by wrItten
rpport. MpdJcal pVldf"nce ~hall be pxrhan~t"d by
the parties as early as reasonably posslble
hpforp the date of the heanng. ThE" opnOSlnC"j'
party; at 1t~ own expense, may subpoena the
medlral expprt to rrosg-eXamlne anythlnry
contalned 1n the medlcal report. Where
testlmnny of CIty employees 15 lnvo]vpd, at
lE"ast seven days advance notice shall be gIven
to the Dppartme<nt Hpan so that work i"I~slgnmentc;
m~y be made accordIngly. Wherever practIcable J
r,ty pmploypps nppdpd as vltnp~RP5 shilll bp
pl~ced on an on-call baSIS.
171
ThE" hpnrlng Rhal I bE" Informal In nature ilnn
provIslon5 of Government Code Section 11513
shall govern tht" hearlng
thp
( c )
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6.05..
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(81 A certIfIed court reporter shall bp present to
re~ord the procppdlngs and shall be p~ld hy thp
CIty. Thp cost of transcrlptlon shall be borne
by thp p-"lrty rpqllE"stIng the transcrlpt.
(ql Th~ CIty shall have thE' burden of proof that Its
deCISIon should be sustalnpd.
(10) The decisIon of the hearIng offIcer shall be
IS!'lue<d In wrItIng And maIled to all partH~s to
the hearIng wIthIn 10 days followIng the
~onc]uslon of the hearIng.
(11) A waIver of time lImIts specifIed hereIn may be
mutll~lly agrepd upon by the partIes..
(12) The dpcisIon of the hearIng offIcer shall be
fll"ial} SUbJect to JUdl Cl al rpVl ew comment"ed by
the employee In accordance WIth MuniCIpal Code
SeC"tlon 1400.
TIme Off for UnIon BUSIness
It IS herPby aqrped that dUr1"g the tprm of thIS
aqreemf"nt a maXImum tot a I of 288 hours each f 1 sca 1 yei'lr
wll] hp allowed fat full pay and benE'tlt~l for USE' by any
Local 1109 representatIve that may reqUIre tIme off for
~ny re<sponslhllltlE'S aqsoclatpd WIth employeE'
rppreospntat Ion. AccountIng of saId tIme shall be the
r P S non !II I b I ] 1 t Y 0 f fl n d mal n t a I n e d by the 0 f tIC- e 0 f thE"
Fl re ChlE~f.
Mpmbers of Local 1109 shall be permItted to attend
qenPTal mpmbershlp mpetlngss and the CIty WI}) contlnUf'o
to provIde a f ae III ty agreeable to both part les and of
i'lpprnprJi'lte Sl'2:e for CJpneral mpmbE>rqhlp meet10gs WhIlE"
me~bers are on-duty.
It IS aqreed and understood that Local 3109 malntalns Its
off~ces at FIre StatIon 3, 1302 19th Street} and shall be
pE"rmltte<d to contInue thIS practIce for the term of thIS
A.qreement.
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IN WITNESS WHEREOF, the parties hereto have caused this
Memorandum of Understanding to be executed this date:
1986.
By:
Santa Monica Firefighters
Local No. 1109 IAFF
City of Santa Monica
- ~~
~~~ ~
Scott Ziegert, vi e p esident
City Manager
~~c. ~~
steve Davis, Vice President
APPROVED AS TO FORM:
By
Robert M. Myers
city Attorney