HomeMy WebLinkAboutReso 96-1989RESOLUTION NO. 96-89
C~TY COUNCIL; CITY OF SOUTH SAN FRANCISCO; STATE OF CALIFORNIA
A RESOLUTION ACCEPTING AND APPROVING AN AGREEMENT BETWEEN
THE CITY OF SOUTH SAN FRANCISCO AND THE INTERNATIONAL
ASSOCIATION OF FIREFIGHTERS LOCAL 1507, UNIT B, FOR THE
PERIOD JULY 1, 1988 THROUGH JUNE 30, 1991
WHEREAS, the City Council of the City of South San Francisco has recognized
the International Association of Firefighters, Local 1507 as the employee
organization representing a majority of those employees working in classifications
in representation Unit B; and
WHEREAS, the representative of the City and the representatives of the
International Association of Firefi§hters, Local 1507 have personally met and
conferred and freely exchanged information, opinions and proposals; and
WHEREAS, the representative of the City and the representatives of the
International Association of Firefighters, Local 1507 have reached agreement
on those wages, hours and conditions of employment which are to be in effect
during the period July 1, 1988 through June 30, 1991, for employees in
representation Unit B; and
WHEREAS, the representative of the City and the representatives of the
InternatiOnal Association of Firefighters, Local 1507 have jointly prepared
an agreement; and
WHEREAS, the City's representative recommends that the agreement be
accepted and approved by the City Council;
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of South San
Francisco that it accepts and approves the agreement between the City of South
San Francisco and the International Association of Firefighters, Local 1507,
attached ~s Exhibit "1", which sets forth those wages, hours and conditions of
employment to be in effect during the period July 1, 1988 through June 30, 1991,
for employees working in classifications in representation Unit B, and which
shall be binding upon the City, upon the International Association of Firefighters,
Local 1507 and upon the employees covered therein.
I hereby certify that the foregoing Resolution was regularly introduced and
adopted by the City Council of the City of South San Francisco at a regular
meeting held on the 12th day of July , 1989 by the following vote:
AYES:
Councilmembers Mark N. Addiego, Jack Drago, Richard A. Haffey,
Gus Nicolopulos, and Mayor Roberta Cerri Teglia
NOES: None
ABSTAIN: None
ABSENT: None
RESOLUTION NO. 96-89
EXHIBIT "1"
AGREEMENT BETWEEN THE INTERNATIONAL ASSOCIATION
OF FIREFIGHTERS LOCAL 1507, UNIT B, AND THE
CITY OF SOUTH SAN FRANCISCO
The parties having met and negotiated pursuant to Government Code
Section 3500 et seq. do hereby agree to the following changes to
the MemOrandum of Understanding in the terms and conditions of
employment from the date of this agreement to June 30, 1991:
TERM: The terms of the agreement will extend from July 1,
1988 through June 30, 1991 unless otherwise specified.
WAGES: Article 4, Section 1 of the Memorandum of
Understanding will be expanded to include the following:
Waoes shall be as set forth in Appendix A, and will reflect
that:
Effective with the pay period including July 1, 1988, the
salary schedule for all unit members will be increased by
three percent (3%). Effective with the pay period including
July 1, 1989, the salary schedule for all unit members will
be increased by an additional four percent (4%). Effective
with the pay period including July 1, 1990, the salary
sclhedule for all unit members will be increased by an
additional three percent (3%) to seven percent {7%} based on
the San Francisco-Oakland-San Jose Consumer Price Index for
All Urban Consumers issued for July, 1990 which covers the
preceding twelve (12) month period.
SICK LEAVE: Article 6, Section 6 of the Memorandum of
Understanding will be revised as follows:
Upon death, full service retirement, or disability
retirement, an employee shall be paid for one-half of the
accumulated sick leave at the time of retirement or death.
Payment of unused sick leave hours shall be made at the
employee's hourly rate. Commencing January 1, 1989 no
employee shall receive payment for any recorded hours in
excess of one thousand six hundred eighty {1,680} hours and
the maximum payable hours shall be eight hundred forty
{840), except that those unit members in excess of the
1680 hour cap as of January 1, 1989 will have whatever
accrued but unused hours they have earned effective January
1, 1989 become their cap, with the City paying half upon
retirement or death. Those unit members who are below the
1680 cap effective January 1, 1989 may accrue up to the cap
with the City paying half upon retirement or death, and the
maximum payable hours shall be 840 hours.
Such right to payment is deemed a property right which shall
not be taken from the employee without mutually agreed-upon
compensation.
As an alternative to receiving a cash payoff upon retirement
as~described above, a unit member may opt to have half of
those same hours applied as sick leave credit toward
retirement throu§h the Public Employees' Retirement System
(PERS).
EmPloyees changing from a 56-hour to a 40-hour, or a 40-hour
to!a 56-hour work schedule shall convert their accumulated
sick leave hours by multiplyin§ those hours by an equivalent
factor.
Article 7, Section 3B1 and 2B2 will be revised into a new
Section 3B1 to read as follows:
Effective January 1, 1989, each employee will accrue eleven
and two-tenths (11.2) hours per month of employment for
purposes of sick leave. Such leave may be accumulated
without limit. Sick leave will be charged in an amount
equivalent to eleven and two-tenths (11.2) hours per twenty-
four (24) hour shift.
Article 7, Section 3B3, which states that "Any employee who
has an accrued sick leave of less than twelve (12) days can
be advanced up to a maximum of eleven (11) days of sick
leave after exhaustion of all accured sick leave." will be
de eted from the Memorandum of Understanding effective July
1, 1988.
LIGHT DUTY: Article 7, Section 3F, which states that "An
employee who has been granted paid sick leave shall not
perform light or limited duty during the period of his or
her temporary and/or partial disability from the performance
of the full scope of the usual and customary duties of his
or~ her classification." will be deleted and replaced by the
new Section 3F language noted in Attachment "A", which will
be encorporated in the Memorandum of Understanding.
EMERGENCY CALL-IN:
as follows:
Article 5, Section 5D4 will be revised
An employee who responds to an emergency call-in which does
no~t immediately precede or follow his or her regularly
scheduled on-duty shift shall be compensated for a minimum
of four {4} hours for the response.
®
COURT TIME MINIMUM:
as follows:
Article 5, Section 5D5 will be revised
An~ employee who is required as part of his or her duty to
re!port to court for purposes directly related to job
pelrformance shall be compensated for a minimum of four (4)
hours for the response.
10.
PROMOTIONS TO CAPTAIN: Article 6 will be expanded to
include Section 10 which will be as follows:
Section 10. Promotions to Captain:
All employees promoted to Fire Captain shall be promoted at
Step D of the established Salary Schedule for Fire Captain.
VACATION ACCRUAL RATES:
revised as follows:
Article 7, Section lA will be
Each employee shall accrue vacation hours in accordance with
the following accrual rate schedule:
1. Effective July 1, 1988:
Length of Service Accrual Rate Per
Bi-Weekly Annual
First-fourth years, nclusive 5.54 hrs. 144 hrs.
Fifth-tenth years, inclusive 8.31 hrs. 216 hrs.
Eleventh-fourteenth years, inc. 9.23 hrs. 240 hrs.
Fifteenth-twenty-fourth yrs., inc. 12.0 hrs. 312 hrs.
Twenty-fifth-succeed ng years 14.77 hrs. 384 hrs.
2. Effective July 1, 1989:
First-fourth years, nclusive 5.54 hrs. 144 hrs.
Fifth-tenth years, inclusive 8.31 hrs. 216 hrs.
Eleventh-fourteenth years, inc. 10.15 hrs. 264 hrs.
Fifteenth-twenty-fourth yrs., inc. 12.92 hrs. 336 hrs.
Twenty-fifth-succeed ng years 15.69 hrs. 408 hrs.
3.1 Effective July 1, 1990:
First-fourth years, lnclusing 5.54 hrs. 144 hrs.
Fifth-tenth years, inclusing 8.31 hrs. 216 hrs.
Eleventh-fourteenth years, inc. 11.08 hrs. 288 hrs.
Fifteenth-twenty-fourth yrs., inc. 13.85 hrs. 360 hrs.
Twenty-fifth-succeeding years 16.62 hrs. 432 hrs.
HEPATITIS "B" VACCINATION:
added as follows:
Article 4, Section 4F will be
Hepatitis "B" Vaccination:
The City will provide, at City expense, a hepatitis "B"
vaccination to all unit members who desire such
vaccination and who are unable to obtain one under
their medical plan.
VACATION ABSENCES PER SHIFT:
expanded to read as follows:
Article 7, Section lC2 will be
No more than two employees per shift may be on vacation
on the same day. However three employees may be off on
11.
12.
vacation per shift if the manning is above twenty-one
(21) provided the employee calls in at 7:45 am to
verify the manning level.
PAID MEDICAL INSURANCE FOR SPOUSE: Article 4, Section 4A
will have a new Sub-section 5 added as follows:
Paid Medical Insurance for Spouse:
The spouse of a retired employee shall be provided with
two (2) months of medical coverage at the City's
expense upon a retiree's death. The City shall provide
up to one (1) year of City-paid medical coverage to the
spouse of an active employee who dies.
FINANC£ PROCEDURES: The following statement will be
attached to the Memorandum of Understanding:
Finance Procedures:
The City and the Union agree to further discuss and consider
suggestions to improve finance payroll procedures during the
term of this Memorandum of Understanding.
For the IAFF Local 1507
For the City
Date:
RESOLUTION NO. 96-89
Attachment "A"
F. Light Duty:
The purpose of this light duty program is to minimize the loss of
productlive time, while at the same time reintroducing the
employe)e to work sooner to prevent deterioration of skills,
facilitate recovery and eliminate a potential for income loss.
Light duty assignments will be structured so that employees are
not placed in a duty status that would aggravate or reincur an
injury Or illness.
1. Coverage:
Any employee who suffers a temporary and partial disability
due to an industrial or non-industrial injury or illness
will be covered by this light duty program.
2. Determination/Required Reports:
Light duty assignments may be made following evaluation
and determination by the department head. The
determination will be based on available medical
information, and consultation with the employee or the
affected supervisor. Determinations will also be based
on the needs of the City and the impact of light duty
on departmental operations.
The evaluation and determination of light duty
assignments may be initiated by the department head or
at the request of the employee or the affected
supervisor.
After the initial report, updated medical reports shall
be submitted to the department head at two week
intervals or at other agreed upon intervals, for as
long as the employee is off work. Reports will be
required for all industrial or non-industrial injuries
or illnesses regardless of whether or not a light duty
assignment has been made.
Reports will be evaluated by the department head for
purposes of continuing or terminating a current light
duty assignment or to determine when to commence a
light duty assignment.
3. Light Duty Assignments - Definitions/Restrictions:
Ae
Light duty assignments may consist of reduced work
hours, limited work or any combination thereof.
Light duty assignments will not adversely affect the
employee's normal bi-weekly gross wages or retirement
e
benefits.
Light duty assignments will be within the employee's
assigned department and will involve work which is
within the employee's work limitations.
De
The employee may be assigned light duty during normal
office hours of 8:00 a.m. to 5:00 p.m., Monday through
Friday.
Specific light duty assignments will be developed,
based on a case by case review of the medical
restrictions, so as not to aggravate or reincur an
injury or illness.
Fe
Employees will not be placed in light duty assignments
that, in the normal course of events, will require that
they provide direct field emergency response.
The employee shall be allowed to leave the light duty
assignment due to any discomfort from or aggravation to
the injury or illness which necessitated the employee
going on light duty status. Absences of two or more
occurrences shall require an appointment and evaluation
with the treating physician.
Employees on light duty shall not be required to wear a
uniform while on light duty.
Holidays/Vacations:
Employees in a 40 hour per week light duty status shall
receive the same holiday compensation as when they were
employed in a 56 hour work week.
Employees assigned to light duty shall take their
assigned {selected) vacation as normally scheduled.
Vacations shall cover the same number of duty and
calendar days as would have been enjoyed by the
employee if he/she had remained on full duty.
Return to Full Duty:
Employees will be returned to full duty as soon as possible
following medical certification that the employee is able to
resume the full duties of his/her classification.