HomeMy WebLinkAboutAgenda Report - January 15, 1986 (71)CITY COIL
JAMARY 15, 1986
- C"UNCiL COMMUNICATIOW.'
TO THE CITY COUNCIL DATE
FROM THE CITY MANAGER'S OFFICE January 8, 1386
SUBJECT LABOR NE(VrIATIONS WITH UNITED FIREFILIffERS OF LODI
RECOMMENDED ACTIG'.: We respectfully ask Council to take the followir.,
actions:
1) By motion action, receive and file the Memorandum of Understanding.
2) By Resolution, adopt the salaries shown in the attached schedules
effective October 7, 1985 and December 30, 1985.
3) By Resolution, authorize the City to pay up to the following
amounts for medical insurance for represented employees of the
Fire Unit:
Employee only S 83.30 per month
Employee and dependent $199.30 per month
BACKGROUND INFORMATION: We have concluded negotiations with the United
Firefighters of Lodi. The results of these negotiations are as set forth
in the attached letter to Bob Roberts, Employee Representative for the
United Firefighters of Lodi.
Respectfully submitted,
__ _(
W. . ✓J
erry L. Glenn
Assistant City Manager
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CITY COt)NCIL
THOMAS A P1IERSON
DAVID M. HINCHMAN, Mayor
CITY p F T ®D T
Ctty Manager
FREDINA REID
j� 1
ALICE Al REt11CH1
Mavor Pro Tempore
CITY HALL. 221 WEST PINE STREET
City Clerk
F%IELYN M. OLSON
CALL BOX -1006
RONALD M STEIN
IAMT- `,S' 7INKERTON, It
LO )I. CALIFORNIA 95241-1910
Citv Attomev
JOHN R. tRandv) SNIDER
(209) 334-5634
0
January 7, 1986
Mr. Bob Roberts
Ernployee Representative
United Firefighters of Lodi
3960 Canyon Way
Martinez, CA 94553
Re: Agreement with United Firefighters of Lodi
Dear Bob:
The follolriing items carprise the items of the agreement reached cn
December 31, 1985 with the United Firefighters of Lodi:
1. Adopt a CcaVrehensive MOU
2. Maintenance of Membership Provision
3. Grievance Procedure
Modify grievance procedure with final step being a
hearing before the Personnel Board of Review and its
findings are binding on both parties.
4. Health Benefits
MEDICAL
Modify the medical insurance benefits effective
December 1, 1985 as follows:
a. eliminate the $500 first dollar coverage in the
hospital
b. additional $100 ale for hospitalization
c. stop loss increased to $10,000
d. lifetime maximum increased to $500,000
e. waiver of deductibles for accidents
f. pre -authorization for non -emergency hospital stay
Plan II of the Foundation Health Plan is -.made available
for all employees at their option.
The City will pay up to $83.30 for an employee
and $199.30 for medical insurance premiums for the
employee and dependents.
VISION CARE
Effective January 1, 1987 the City will make available
to all represented employees a vision plan similar
to the VSP plan wthich includes = annual examination,
lenses annually and frames every other year. This plan
has a $25 deductible.
DU INTEMICE OF BENEFITS
The City will maintain all benefits and pay all
additional premiums during the life of this agreement.
If benefits no longer anna available both parties agree
to came to the table to discuss and determine options.
5. Vacations
Effective January 1, 1987 employees will earn vacation
at the rate of 13.85 hours per pay period after
ccopleting 25 years of service with the City.
6. Holidays
a. Effective January 1, 1987, 12 additional hours of
holiday to be credited to the employees account,
b. Pay for unused holidays to be paid five (5) days
after the conclusion of the pay period in which
December 1 falls.
7. Sick Leave Bank
Employees sick leave conversion credits will be reduced
by 16.678 upon retirement. The present value of those
credits will be available to purchase medical insurance
for the employee and his dependent.
Upon use of this "bank" the employee may purchase
insurance for a like amount of time at his expense.
8. Educational Incentive
Changes in benefits as outlined on attached chart will
be available January 1, 1987.
9. Shift Trades
Shift trades up to 288 hours per man per year may be
authorized.
10. Terns
Term of this agreement will be through the pay period in
which October 1, 1987 occurs.
11. Scheduled Leaves
It is mutually agreed that 2 people will be allowed to
schedule vacation or holidays each day.
12. Layoff Procedure
Drop paragraph 26.1 (b) on page 19.
Span to be included for January 1, 1978 to
December 31, 1985.
New spans will be based on period of eligibility lists.
13. Jury Duty
No scheduled work twelve hours prior to jury duty..
14. Safety Equipment and Physical Fitness Programs are to be
submitted to c^nmittees for further study.
15. The Fire Inspector works a 40-hour work week and all
benefits will be figured accordingly.
16. Salary
October 7, 1985 6.0 Percent (retroactive)
December 30, 1985 3.0 Percent (retroactive)
Pay period easing after the pay period in which
October 1, 1986 falls; 4.0 Percent plus 110% of any
percent change in the CPI over 5.0 percent for the
period August 1985 to August 1986 based on San Francisco
average for urban wage earners and clerical workers.
Sincerely ,
-0004n�
a:rl Glenn
Assistant City Manager
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UNITED FIREFIGHTERS OF LODI 1985
ARTICLE I EMPLOYEE REPRESENTATION
1.1 This Memorandum of Understanding is s:;_c,L-ed into between
representatives cf the City of Lodi (hereinai ter referred to as
"City") and representatives of the United Firefighters of Lodi
(hereinafter referred to as "Fire Unit").
The parties to this Memorandum of Understanding acknowl-
edge and agree that this Memorandum of Understanding
constitutes the result of meeting and conferring in good faith
as contemplated by Section 3500 et seq. of the Government Code
of the State of California, and further acknowledge and agree
that all matters upon which the parties reached agreement are
set forth in this Memorandum. Except as specifically stated in
this Memorandum, all existing benefits currently being
furnished to employees and all existing terms and conditions of
employment are to continue in effect unless and until the
parties meet and confer regarding a change in such existing
benefits, terms or conditions of employment.
The terms and conditions of this Memorandum of Under-
standing are applicable to those employees in positions
allocated to the Fire Unit of the City of Lodi, i.e.,
Firefighter, Fire Engineer, Fire Captain, Fire Inspector and
Fire Shift Supervisor. It is mutually agreed that wages, hours
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and other terms and conditions of employment of such employees
shall be changed as hereinafter set forth and applicable
ordinances and resolutions shall be presented to the City
Council for action, and administrative rules and policies shall
be modified accordingly.
The terms and conditions of this Memorandum shall
continue in effect during the term of this Memorandum. The
parties agree as follows:
1.2 The City and the Fire Unit mutually agree that the City
shall grant dues deduction to City employees who are members of
the Fire Unit in accordance with the terms and conditions set
forth in Section 4, Rule 2 of City of Lodi Resolution No. 3344
entitled "Adopting Rules and Regulations to Implement
Provisions of the Employee -Employer Relations Resolution". The
United Firefighters of" -Lodi shall indemnify, defend and hold
the City of Lodi harmless against any claims made and against
any suit instituted against the City of Lodi on account of
check -off of said employee organization's dues. In addition,
the United Firefighters of Lodi shall refund to the City of
Lodi any amounts paid to it in error upon presentation of
supporting evidence. (1970)
1.3 United Firefighters of Lodi will maintain exclusive
representation rights during the term of this agreement. Every
employee covered by this Memorandum of Understanding who is a
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member of United Firefighters of Lodi ten (IO) days after the
signing of this Memorandum of Understanding shall as a
condition of employment maintain his or her membership in good
standing in accordance with the Constitution and Bylaws of the
United Firefighters of Lodi during the term of this agreement.
ARTICLE II GRIEVANCE PROCEDURE
2.1 This grievance procedure shall be used to process and
resolve disputes regarding the interpretation or application of
any of the terms and conditions of this Agreement, letters of
understanding, and formal interpretations and clarifications
executed by the OF of L and City.
The intent of this procedure is to resolve grievances
informally at the lowest possible level and to provide an
orderly procedure for reviewing and resolving grievances
promptly.
A grievance is a good faith complaint of one or a group
of employees or a dispute between the City and the OF of L
involving the interpretation, application, or enforcement of
the express terms of this Agreement and other terms and
conditions of employment and matters of discipline.
As used in this procedure, the term "party" means an
employee, the OF of L, the City or the authorized
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representatives. The em.;loyee is entitled to representation
through all the steps in the procedure.
2.2 STEP ONE: Discission between the employee and his
immediate supervisor. if the immediate supervisor is unable to
satisfactorily resolve the dispute or if the immediate
supervisor is a party to the grievance, it shall be referred to
the next supervisor in the chain of command who shall attempt
to resolve the dispute. This action shall be taken within
thirty (30) days of the date of the action complained of, or
the date the grievant became aware of the incident which is the
basis of the grievance.
2.3 STEP TWO: If a grievance is not resolved in the initial
step, the grievant shall, within five days, prepare a statement
clearly indicating the questions raised by the grievance, and
submit to the Fire Administrative Officer responsible for
personnel, who shall answer in writing within fifteen work days.
2.4 STEP THREE: If a grievance is not resolved by the
Administrative Officer the third step shall be a presentation
of the grievance, in writing, to the Fire Chief, who shall
answer, in writing within fifteen days of the receipt of the
grievance. This filing to the Fire Chief shall be within
fifteen work days of the answer from the Administrative Officer
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2.5 STEP FOUR: If a grievance is not resolved in the Third
Step, the Fourth Step shall be a presentation of the grievance
in writing to the City Manager, who shall answer in writing
within fifteen work days of the receipt of the grievance. The
Fourth Step shall be taken within fifteen work days of the date
of the answer in Step Three.
2.6 STEP FIVE: If a grievance is not resolved in the Fourth
Step, the Fifth Step shall be referral by either party to the
Personnel Board of Review. The Fifth Step shall be taken
within fifteen work days of the answer to Step Four. Within 30
work days of the receipt of appeal, the Personnel Board of
Review will hold a hearing which will be open to the public,
unless a closed hearing is requested by the grievant. Within
fifteen work days after the hearing, the Board shall submit a
statement of findings and recommendations for settlement to the
City Manager, the employee, and the OF of L. The actions of
the Board shall be binding on both parties.
2.7 Failure by either party to meet any of the aforementioned
time limits as set forth in Sections 2.3, 2.4, 2.5 or 2.6 will
result in forfeiture by the failing party. Except, however,
the aforementioned time limits may be extended by mutual
agreement. Grievances settled by forfeiture shall not bind
either party to an interpretation of the MOU, nor shall such
settlements be cited by either party as evidence in the
settlement of subsequent grievances.
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2.8 Each party involved in the grievance procedure shall act
quickly so that the grievance may be resolved promptly. Every
effort should be made to complete action within the time limits
contained in the grievance procedure, but with the written
consent of both parties, the time limit for any step may be
extended.
ARTICLE III VACATION
3.1 From 0 through 5 years of continuous employment,
vacation accrues at the rate of 5.54 hours per pay period. -
,3.2 From 6 through 15 years of continuous employment,
} vacation accrues at the rate of 8.31 hours per pay period.
(1973)
3.3� At the completion of 25 years of continuous employment,
vacation accrues at the rate of 11.08 hours per pay period.
(1974)
3.4 Effective January 1, 1987 and at the completion of 25
years of continuous employment, vacation accrues at the rate of
13.85 hours per pay period. (1985)
3.5 One (1) working day is defined as twelve (12) work hours
(1 duty day) for all Fire Department personnel working on a
shift schedule. (APM)
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ARTICLE IV HOLIDAYS
4.1 Employees in the Fire Unit shall earn 120 hours of
holiday leave per year. Effective January 1, 1987 employees in
the Fire Unit shall earn 132 hours of holiday leave per year.
(1980 and 1985)
4.2 A shift employee.may opt to schedule his holidays or to
be compensated at the straight time rate for all hours of
holiday leave. During the course of the year, an employee who
opted to be paid for his holidays may at his request and at the
sole discretion of the Fire Chief, schedule a day off in lieu
of cash payment. Each year, on the Friday after the pay period
in which December 1 falls, employees will be paid for the
unused holidays at the straight -time rate as of December 31 of
the year in which the holidays were earned. (1980 & 1985)
44.3 Nothing in this Memorandum of Understanding is construed
to change the manner in which holidays or vacations are
scheduled. (1980)
4.4 It is mutually agreed that two people per shift will be
allowed to schedule vacations or holiday time. Leave for
sickness, injury, or leave for school shall not effect this
time off.
5.1 Full time employees will accumulate sick leave with pay
at the rate of 5.54 hours per pay period. (APM)
5.2 Sick leave may be accumulated up to an unlimited amount.
(APM)
5.3 One (1) working day is defined as twelve (12) work hours
(1 duty day) for all Fire Department personnel working on a
shift schedule. (APM)
ARTICLE VI SICK LEAVE CONVERSION
6.1 For all unused sick leave, a represented employee with
ten years of employment with the City shall receive medical
insurance coverage upon retirement (but not upon resignation,
transfer or termination) on the following basis:
After ten (10) years of employment by the City, the
number of hours of unused sick leave shall be reduced by
16 2/38. The remaining balance shall be converted. into an
equivalent number of days. (NOTE: A day is equivalent to 12
hours for employees on a 56 -hour week schedule and 8 hours for
an employee on a 40 -hour week schedule). The number of days
shall be multiplied by the then current monthly premium being
paid for the employee and if applicable his dependents. 508 of
that dollar value will be placed into a "bank" to be used for
medical insurance premiums for the employee and dependent. For
1
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each year that an employee has been employed in excess of 10
years, 2 1/28 will be added to the 508 before valuing the
unused sick leave.
For example:
Robert Smith retires with 20 years service and 1800 hours
of unused sick leave. Monthly medical insurance premiums
are $199.30 for him and his wife.
1800-(1800 x 16 2/3) - 1500 hours
1500 s 12 - 125 days x 751 - 93.75
93.75 x $199.30 - $18,6.84.37
This amount will be reduced each month by the
current premium for the employee and dependent until the
balance is gone.
6.2 Represented employees who retire on a service retirement
and are eligible to convert accrued, unused sick leave into
City paid medical insurance upon retirement shall be given the
option of purchasing, at the retiree's cost, additional medical
insurance for a period of time equal to the period of time for
which thev received City paid medical insurance upon
retirement. Said employee option shall be exercised upon
expiration of the City paid coverage.
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6.3 In accordance with the sick_ leave conversion provision
outlined in this Memorandum of Understanding, a surviving
spouse may at her/his own expense, continue medical coverage at
the employee -only premium for the same period as if the
employee had not died. (1980)
ARTICLE VII MATERNITY LEAVE
7.1 The City and the Fire Unit mutually agree that maternity
leave may be granted in accordance with the following policy:
Maternity Leave may be granted subject to the needs of
the department concerned. If such leave is granted it
shall commence at such time during the pregnancy as is
recommended by the employee's physician. Such .
recommendation shall be presented in, writing to the
employee's department head who shall make recommendation
to the City Manager. The duration of such leave shall be
for a reasonable period of time. (1971)
7.2 An employee granted such leave shall not be permitted to
return to work until she presents written authorization from
her physician that she is able to return. The City shall
retain the right to initiate such a request of her physician in
the event the absence exceeds six weeks following birth. (1971)
7.3 This leave is not a right, and may be refused in the
event such a leave would work a hardship on the department
involved. (1971)
ARTICLE VIII MEDICAL INSURANCE
8.1 Effective December 1, 1985, the City agrees to modify the
present hospital and major medical plan as follows:
a. eliminate the $500 first dollar coverage in the
hospital t
b. additional $100 deductible for hospitalization
c. stop loss increased to $10,000
d. lifetime maximum increased to $500,000
e. waiver of deductibles for accidents
f. pro -authorization for non -emergency hospital stays.
(1985)
8.2 The City will make available Plan II of the Foundation
Health Plan to all employees at their sole option. (1985)
The City will pay up to the following amounts for the S
medical insurance plan:
Employee: $ 90.03 per month
¢F¢
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Employee and Dependent: $199.30 per month (1985)
. s
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8.3 The City agrees to pay for any additional medical
insurance premiums during the term of this Memorandum of
Understanding. (1985)
8.4 Further, the City agrees to modify the room rate on
Nove,nber 1, 1986 to the nearest $10.00 of the average semi-
private room rate of Lodi Memorial Hospital and Lodi Community
Hospital as of July , 1986. (1985)
ARTICLE IX VISION CARE
9.1 Effective January 1, 1987, the City will provide and pay
for a vision care plan underwritten by VSP. The plan shall
have a $25.00 deductible, will provide annual examinations and
lenses. Frames are available every two years. (1985)
ARTICLE X DENTAL INSURANCE
10.1 Effective November 1, 1985, the City agrees to pay the
following amounts for dental insurance:
Employee: $12.40 per.month
Dependent: $11.46 per month (1985)
10.2 The City agrees to pay for any additional dental insurance
premium costs for the term of this Memorandum of Understanding.
(1985)
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10.3 The coverage provisions of the dental insurance plan are
outlined in Appendix B of this Agreement. (1981).
ARTICLE XI WORKERS' COMPENSATION
11.1 In the event that a member of the Fire Unit is disabled,
whether temporarily or permanently, by injury or illness arising
out of and in the course of his duties, he shall become
entitled, regardless of his period of service with the city or
county, to leave of absence while so disabled without loss of
salary, in lieu of temporary disability payments, if any, which
would be payable under this chapter, for the period of such
disability but not exceeding one year, or until such earlier
date as he is retired on permanent disability pension. (State
of California Labor Code, Article 7, Section 4850.)
F.RTICLE XII JURY DUTY
12.1 All full-time permanent employees are granted jury duty
leave with pay. Any employee who is summoned to attend any
court during the time regularly required for his employment for
the purpose of jury service shall be entitled, while so engaged
and actually serving, to his regular compensation in addition to
any jury duty compensation. (APM)
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.,1
12.2 No employee will be granted jury duty leave with pay in
which such employee will be testifying in behalf of oneself or
as a witness in a court of law. (APM)
12.3 An employee serving on jury duty, who is not required to
be in attendance at such jury duty for more than one half of the
employee's normal working day is expected to return to his
regular work assignment for the balance of the day. An employee
seated on a jury will not be scheduled for regular work during
the twelve hours preceding the scheduled time for jury duty.
(1985)
ARTICLE XIII UNIFORM ALLOWANCE
13.1 The City agrees to pay a uniform allowance to $300.00 per
year. Such amount shall be paid quarterly at the rate of $75.00
per quarter beginning October 1, 1983. (1983)
ARTICLE XIV RETIREMENT PLAN
14.1 Beginning on July 1, 1977, the City will provide the PERS
retirement program commonly known as the "CHP Program" or the
"2% at 50 Program". Said program shall include the 059
Survivors Benefit" feature. It is also understood that the,
retirement program to be provided hereunder has been offered and
received in lieu of salary or other benefits that might have
been provided. (1976)
_ -14.2 The City agrees to maintain the same PERS retirement
program and to pay the employer's cost. (1983)
14.3 The City shall pay into each employee's PERS account
9.0%. (1983)
ARTICLE XV TUITION REIMBURSEMENT
15.1 The Fire Unit concurs with the City policy providing for
tuition reimbursement at an amount not to exceed $165.00 per
fiscal year. (1983)
ARTICLE XVI EDUCATION INCENTIVE
16.1 An incentive program will be established with the major
purpose being to encourage and reward members of this Unit to
broaden their on-the-job experience with academic training in
the fields of science, management and administration. (1981)
16.2 Employees who meet the following criteria are eligible
for education incentive pay of $25.00 per month.
1. Associate of Arts
a. AA in Fire Science or related field;
b. AA in non -related field with a Fire Science
Certificate from an accredited institution;
c. AA degree and actively pursuing a
baccalaureate degree. (1981)
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2. Employees possessing a BA or BS degree will receive
an additional $25.00 per month. If an employee
possesses a BA dEgree, it is assumed that an AA is
also possessed. There will be a requirement for 12
units of "Management" or "Administration" courses
to be eligible for this incentive. (1981)
16.3 Effective January 1, 1987 the following increments will
be added to the Education Incentive Program. It is agreed that
the benefit will be paid if the individual has completed the
necessary course work.
1. Certified Fire Officer ------ $25.00_per month
2. Certified Chief Officer -----$50.00 per month
3.
Certified Fire Investigator -$12.50
per month
4.
Certified Fire Instructor ---$25.00
per month
5.
Certified Fire Prevention
officer --------------------- $25.00
per month
6.
Certified Public Education
officer --------------------- $12.50
per month
7.
Certified Fire Chief -------- $25.00
per month
F
The
maximum amount to be paid under
this program is
$125.00 per
month.
r,
16.4 Persons
possessing the aforementioned
requirements will
Y
not receive the incentive pay until such time as evidence of
completion is produced. If they do possess the requirements on
that date, but do not have evidence of completion, pay will be
made retroactively. (1981)
16.5 Further, to retain education incentive pay, the employee
must possess 12 units of "Management" or "Administration"
courses. If they do not possess these units, they must enroll,
and remain continuously enrolled in courses to achieve the 12
unit requirement. Failure to do so will result in loss of
incentive pay. (1981)
ARTICLE XVII OVERTIME
17.1 All hours worked in addition to the regularly scheduled
shifts shall be paid at the rate of one and one-half times the
then hourly rate of the employee. (1980)
ARTICLE XVIII CITY RIGHTS
18.1 It is further understood and agreed between the parties
that nothing contained in this Memorandum shall be construed to
waive or reduce any rights of the City, which include, but are
not limited to the exclusive rights: to determine the mission
e
of its constituent departments, commissions and boards; to set
standards of service; to determine the procedures and standards
of selection for employment; to direct its employees; to
maintain the efficiency of governmental operations; to determine
the methods, means and personnel by which government operations
are to be conducted; to take all necessary actions to, carry out
its mission in emergencies; and, to exercise complete control
and discretion and the technology of performing its work. (1983)
18.2 City rights also include the right to determine the
procedures and standards of selection. for promotion, to relieve
employees from duty because of lack of work or other legitimate
reasons, to take disciplinary action, and to .determine the
content of job classifications; provided, however, that the
exercise by the City of the rights in this paragraph does not
preclude employees or their recognized employee organizations
from filing grievances regarding the practical consequences that
decisions on such matters may have on wages, hours or other
terms and conditions of employment. (1983)
ARTICLE XIX CONCERTED ACTIVITIES
r.
19.1 Represented employees agree that they will not strike,
withhold
services, engage in "slow downs"
or "sick ins"
or
participate in any other form of concerted
activity which
is
b
intended
to or which does adversely affect
job performance
or
rendering
of City services. (1983)
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ARTICLE XX SEVERABILITY
20.1 In
the event that any provision of
this- .Agreement
is
found by
a court of competent jurisdiction
to be invalid,
all
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other provisions shall be severable and shall continue in -full
force and effect. (1983)
ARTICLE XXI TERM
21.1 This Memorandum of Understanding covers the period from
the date of execution through the pay period in which
October 1, 1987 falls. (1985)
ARTICLE XXII SALARY I
22.1 Retroactive to October 7, 1985, a general salary increase
of 6.0% will be granted to all represented employees. (1985)
22.2 Retroactive to December 30, 1985, salary rates will be'.
increased by 3.08 for all represented employees. (1985)
22.3 Beginning the pay period following the one in which
October 1, 1986 falls, represented employees shall receive a
general salary increase of 4.08, provided, however, in the event
the urban wage earners and clerical workers Consumer Price Index
as published by the U. S. Department of Labor -- San Francisco
Average - increases by more than 5.0$ from August 1985 to August
1986, then 1108 of any increase exceeding 5.08 shall be added to
the general salary increase of 4.08. (1985)
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22.4 The salary schedule effective October 7, 1985 and
December 30, 1985 is presented in Appendix B to this Agreement.
(1985)
ARTICLE XXIII CITY SALARY SURVEY GROUP
23.1 The City and the Fire Unit mutually agree that the
following cities represent the cities to be used for wage and
salary surveys: Antioch, Davis, E1 Cerrito, Fairfield,
Livermore, Manteca, Modesto, Pleasanton, Pittsburg, Roseville,
Tracy, Vacaville and Woodland. It is further understood that
Riverview Fire District will be used to represent the Cities of
Antioch and Pittsburg. (1985)
ARTICLE XXV PROBATION
25.1 During probationary period, twelve (12) months, the
probationary employee shall be entitled to sick leave benefits.
Annual step increases will be granted at completion of
probation. Nothing herein shall be deemed to alter the terms or
conditions of the probationary period following promotion. (1980)
ARTICLE XXVI LAYOFF PROCEDURE
26.1 In the event that reductions in rank or layoffs of Fire
Unit personnel are necessary, the following procedure shall be
followed:
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a) Any reduction in rank shall be based entirely on .
seniority. The employee having the least
classification seniority shall be reduced first and
transferred to the next lower classification to which
he previously worked.
b) All layoffs of Fire Unit personnel within the
seniority span of service shall be by merit at the
discretion of the City Manager upon the
recommendation of the Fire Chief. Seniority spans of
service are as follows:
1) All Firefighters on probation (1 -year period);
then
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2) All personnel hired between January 1, 1978
=_
and December 31, 1985; then
3) All personnel hired between January 1, 1973 and
December 31, 1977; then
4) All personnel hired between January 1, 1968
and December 31, 1972; then
5) All personnel hired between January 1, 1967 and
December 31, 1967; then
6) All personnel hired prior to January 1, 1967
shall be laid off in order of seniority.
7) Additional seniority spans will be created to
coincide with the dates of eligibility lists.
c} Before -any employee in a higher seniority group is
-
laid off, all persons in the junior group must first
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be laid off.
d) Reinstatement shall be in reverse order of layoff or
reduction in rank (i.e., the last Firefighter to be
laid off would be the first Firefighter reinstated).
(1980)
ARTICLE XXVII EMERGENCY CALL BACK
27.1 Compensation paid to non-exempt employees as defined in
the Fair Labor Standards Act, called to work outside their
regular work hours, shall be at the rate of time and one-half
for hours actually worked with a minimum guarantee of three (3)
hours at the time and one-half rate. (1974 and 1981)
27.2 The second and any subsequent call -out during the same 24-
hour period,,shall be compensated for at the rate of time and one-
{
half for hours actually worked, with a minimum guarantee of one
}
hour at the time and one-half rate. (1974)
ARTICLE XXVIII ABOVE CLASS PAY
28.1 All employees in this bargaining unit who are required to
work in a higher class shall be paid an additional 58 of the
employees' salary if the position is vacant for more than 18
consecutive calendar days, if because of vacancy, illness,
industrial or non -industrial accident. (1980)
-22-
.
-22-
ARTICLE XXIX 56 -HOUR WORK WEEK
29.1 The work schedule of Firefighters will be a work schedule
of "56 hours per week" with three on -duty shifts in nine 24-hour
periods. (1974)
29.2 With regard to the 056 -hour work week", it was mutually
agreed by the City and .the Fire Unit that on a previous
occasion, 56 hours of salary was withheld for purposes of
converting to a bi-weekly payroll and that the appropriate
figure is 40 hours of salary since the period of time between
the end of the pay period and the actual date of pay is only 5
days. (1976)
29.3 The City therefore agreed to pay each employee 16 hours
Fay to compensate for this discrepancy. Upon termination, each
employee will be paid 8 hours pay for each calendar day on the
payroll during the pay period. (1976)
29.4 Furthermore, it was agreed that computation for pay
purposes for all Fire Department employees working a "56 -hour
work week" will be paid on the basis of 8 hours per calendar day
on the payroll. (1976)
29.5 It is agreed that the work schedule of the Fire Inspector
is a 40 -hour week and that all holiday, vacation, and sick leave
benefits are based ona- 40 -hour week rather than a 56 -hour week.
-23-
ARTICLE XXX SPECIAL STU;JTES
30.1 It is mutually agreed that a joint committee will be
established to review a mandatory physical fitners program for
all represented employees. This program will include
requirements based on age, measurable requirements, on-going
evaluation and sanctions against employees who do not comply
with the agreed upon standards. The findings of this committee
will not become effective until ratification by both parties to
this agreement. (1985)
30.2 It is mutually agreed that a joint committee will be
established to review the type of safety equipment utilized by
the Lodi Fire Department and the policy for purchase and
replacement of safety clothing. The findings of this committee
will not become effective until ratification of those
recommendations are made by both parties to this agreement.
(1985)
ARTICLE XXXI SHIFT TRADES
31.1 It is mutually agreed that each employee may trade shifts
up to 288 hours per calendar year.
-24-
s
I
i
CITY OF LODI UNITED FIREFIGHTERS OF LODI
14-u
Date Date
Date Date
t
Date Date
s
Date
-25-
Date
Date
4
n
RESQUMCN NO.
RESOLUTICK ADOPTING SALARY ADJUSTHEM
FOR •ire• vE511 a. OF 'THE N" LWIT
M7B=IVE OCTCQ= 7, 1985 AND DBCEMER 30, 1985
RESOLVED, that the City Council of the City of Lodi does hereby
adopt salary adjustments effective October 7, 1985 and December 30,
1985 for representatives of the Firefighters Unit as shown on Exhibit
"A" attached hereto and thereby made a part hereof.
Dated: January 15, 1986
I hereby certify that Resolution No. 86-10 was passed
and adopted by the City Council of the City of Lodi in
a Regular Meeting held January 15, 1986 by the following
vote:
AYES: Council Members - Olson, Reid, Snider, and
Hfncinnan (Mayor)
NOES: Council Members - None
ABSENT: Council Members - Pinkerton
ABSTAIN: Council Members - None
ATTEST:
L"'� - 4WA&-
ALICE M. REIM=
City Clerk
—OCCUT
-i -Tl-
–FIRE
PAION, _WAQE b.
T
MEEKLY WApEYiiIBIT_.."_A".
12/30/e
,_.
TITLE
MGMT..CODE ..
STEP A
STEP B
STEP C
STEP D
STEP
FIRE
ADMINISTRATIVE OFFICER
B 090
1.226.76
1,288.10
11,352.50
1#420.11
1,491.1
FIRE
CAPTAIN
177...._
.._ ....._ 964..lM
1,0134.1.1.
_1#063.#_76.__.___
1 #.116.95_.
1#172.8
FIRE
ENOIiER
183
833.51
87.5.16
918.92
964.86
it013.1
FIRE
FIGHTER
186
793.80
833.51
875.16
918.92.
964.8
FIRE
INSPECTOR
187
833.51
875.16
918.92
964.86
1.013.1
FIRE
8HIFT SUPERVISOR
189
1#059.72
1#112.70
10168.34
1#226.76
lt288.0
R
t•s ,y 4. .Cr Nr�.,.' �y d ��+. :.. . h p7*"1���'AeK#.' �.'Mw2 rYw. �_ a•W?a -.:�'j#ir:.1.'� ,...
. :+cat�.AMY.lI�E}A�lML9i�"3y`'�+1�'�'+k'43
�•
_._.-Ue.. .-
...:yxi
-. •
,...:•+.�' "+'4., �„,t��jii}°dA%Vi+:`J3�^ •YrW Y%+� awNKaWiiariRF.•w�aw'.'.d.r..i!vf51W:LlF.•.
n'fx
d[ c.. '_-`1�'el?R ...
--.Z.�'e-
ti
XK
F
rk47 OCCUPATION, WAGE &
TITLE REPORT
BI—SM Y WAGE
FIRE
t
10/47/85
TITLE
_. MOMT._CODE
STEP A STEP H
STEP C
STEP D
STEP E
FIRE ADMINISTRATIVE OFFICER
H 090
1,191.03 1F250.58
1,313.11
i,378.75
2,447.70'
_._.FIRE-._CAPTAIN.........._
_..._.__177.
_- -._...936.76 98.3.60 .--..1P-032.78--.
1,064..42
2,138.65.
FIRE ENGINEER
183
809.23 849.67
892.16
936.76
983.60
FIRE FIGHTER
166
770.68 809.23
849.67
892.16
936.76
_
FIRE INSPECTOR _
18?
809«23 849.67
892:16
936.76
983.60'
FIRE SHIFT SUPERVISOR
189
1,028.85 1080.29
1,134.31
1#191.03
1,250.57
i
i
1
j
� 3
i
a
loom%
RESCLUTICN NO. 86-11
RESQLUTICN AUTHORIZING THE CITY OF LODI
TO PAY TO CERTAIN LI WM FCR MEDICAL INSURANCE
FOR rdMSENTED EMPWYEES CF THE FIRE UNIT
RESOLVED, that the City Council of the City of Lodi does hereby
authorize the City to pay up to the following amounts for medical
insurance for represented empicyees of the United Firefighters of Lodi:
Bwloyee Only $ 90.03 per month
EltQloyee and dependent $199.30 per month
Dated: January 15, 1986
I hereby certify that Resolution No. 86-11 was paced
and adopted by the City Council of the City of .nodi
in a Regular Meeting held January 15, 1986 by the
following vote:
AYES: Council Meyers - Olson, Reid, Snider, and
Hirschman (Mayor)
LACES: Council Me bars - None
ABSENT: Council Meyers - Pinkerton
ABSTAIN: Council Members - None
ATTEST:
(GGCI.L %
ALICE M. REIMCHE
City Clerk