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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.